Where Do You Squeeze The Toothpaste Tube?

It is said that the way we go about our mundane tasks at home is a reflection on how we behave at work. I was sceptical on this, but after some thought maybe this is something to consider in more detail.

Having nothing to think about for a few seconds this morning, my brain went off in a direction that I never would have consciously gone. Squeezing paste from a toothpaste tube. Is where we squeeze the toothpaste out from the tube a reflection on our work habits?

I squeeze at the bottom of the tube so that the toothpaste is pushed along towards the top. Then I roll the tube as I go as it is much tidier that way. Plus, my heritage tells me that I must use every bit of paste that I paid for. At work I am the same. Some say I have OCD because the office is always clean and tidy and I use every last piece of whatever resource I purchase. If I start something I finish it and always have a paperless desk. I look after everything I have. I am fastidious in my work habits. I also care about people.

I know a few people who squeeze the toothpaste tube in the middle. At work they are usually in a bit of a rush, grab the first thing that comes to hand and use it however they like, and generally their office is untidy yet functional. If something breaks they will give it to someone else to fix. However, they often go back and tidy things just like they have to do with the toothpaste tube, go back and squeeze from the bottom of the tube to get more paste. This makes the world right again.

I also know a few people who squeeze the toothpaste tube at the top, right beside the opening. (If you are wondering by now, I spent 6 months in barrack accommodation). These people just grab the tube and squeeze from the top because there is less effort, the paste is right there, and they don't have to think about it. They let others push the paste to the top for them. At work they are the same, they never put paper in the photocopier, never put another pot of coffee on and never ever wash their own cup because someone else can do that for them. If something breaks it is thrown in the bin.

So where do you squeeze the toothpaste from? 

Who Is Your Top Performer?

I sometimes wonder who is the top performer in an organisation. Here are some options to choose from;

The 'look at me' employee - these are the ones who do some great work, but not that often. They like to be involved in work that they are good at so that they can show you how good they are. They can be over the top and some employees dislike their peacock attitude. Support them by asking them which project they want to be involved with and be quick to acknowledge how good they are so that they stop strutting their feathers in front of others.

The 'busy beaver' - These are the ones who get things done. They like to be involved in everything and want (need) to be busy. Give a busy person something to do is their mantra. So do just that, but don't overload them otherwise they may start to make mistakes or suffer from burnout.

The 'worker bee' - They do the majority of your work as a collective. Average people doing an average job equals average output. When was the last time that you stopped and thanked each one? Put a couple of busy beavers in their midst and you will get above average outputs.

The 'just do enough' - You probably won't know their name and possibly don't know where they work. They just reach the required performance measures, they won't volunteer for anything, they will never be the first or last in anything, and never say a word at meetings. But they do work and do just enough. Every now and then walk past them and say hello, let them know that you are aware what they are up to and that they can't hide.

The 'matriarchs and patriarchs' - They are the 'been there, done that, don't tell me what to do, you won't change me' employee. Aged 50 to 55, they have been around the block and are very experienced. However, they didn't change their ways as times changed. They are happy to hang up on a customer if they are sworn at, they will ignore customers if they are busy themselves, and they will disrupt your training sessions by arguing a moot point of no relevance. Divide and conquer is the strategy for these employees. Put each one, and there is only 1 in 10 of them in the workplace, on a different committee. Ensure that you address them personally during a meeting.

The 'problem child' - They have strong ideas and often stray away from policy and procedure. Because of this they get themselves into trouble and are always under investigation. They are the employees who you spend far too much time on. Unfortunately you have to do this if you want them to change. Using the parenthesis model, you spend 80% of your time on them for a 20% return. Spend time showing them how their actions impact on themselves and on their colleagues. Provide them with milestones in which to change, if they don't change then you may have to manage them out of the organisation. 

So which of these is your top performer?

Things Change, So Should You.

I have just finished a meeting with a wonderful person who I am hopeful of collaborating with in the future.  I am also talking with a few people who I met completely by chance and new doors have opened for me. I have meetings next week which may or may not lead in the direction I thought. 

Why am I telling you this? Because things change in an instant and if we don't seize the opportunity when it is in front of us, or if we don't learn to quickly adapt to the change, we will not reap the benefit.

Change comes in many forms - health, work, family, friendships, technology, and business to name a few. The only consistent thing in life in today's world seems to be change.

A common quote today is "Things change so deal with it". That is a valid quote although I might not phrase it quite as bluntly. Perhaps it is better said "Things change and so should we". Change is here to stay so get used to it folks.

Previously, I never liked change. I preferred certainty and regularity. I liked to go to work knowing what to expect and when to expect it. If I had a plan, I stuck to it. If I had a coaching workshop to run, I followed the programme to the letter. 

I am looking forward to the future, to adapting to change, to growing my business in a direction where change takes me. The incredible thing is that all of this exciting change I have been talking about above happened in just two days. 

Think of change as an opportunity not as a threat. Change happens fast, and you can too. 

10 Ways To be A Different Leader

What makes a great leader? Here's my take on what makes a great leader from a personalised perspective;

1. Behave in the way that you want your team to behave - Act with integrity and be guided by your moral compass (if it is set right).
2. Take an interest in each person - Sometimes this is difficult to do but something that we should strive to do. Learn a bit about each person and ask them questions to get to know them better. 30 seconds per person is all it takes.
3. If you work in a large organisation, learn as many first names of your team members as you can. Using a person's name makes them feel important, and they are.
4. Ask each person what they would change about their job if they could. If it is something that you can change and it adds value then change it. Ensure to give credit where it is due. 
5. Be genuine - If you ask how someone is, make sure that you listen for the reply.
6. Take time to say thanks to those staff whose name you don't know, they are the solid ones doing all of the work.
7. Spread the load - Don't always give out work for your best performers to undertake. Give some work to those who want (need) to gain experience and by doing so you will increase your pool of high performers.
8. Train with your staff - If you have the opportunity, undertake the same training as your staff so that you can learn more about them and their needs.
9. Never talk to your staff about personal issues in the same place that you discuss work issues. Take them to a Cafe' or somewhere neutral so they will be more relaxed.
10. Follow policy and process - There is nothing more frustrating than people following different policies or taking short cuts. Staff want consistency.

Learners.

Recently I have been struggling with an important decision, should I remain in business or get a 'real' job. Those who have followed my blogs will know that I always try to look on the positive side of life and would by now possibly have the impression that all is well with Lance. Well it never is.

I struggle just as everyone does with making decisions. It is easy to write blogs espousing the virtues of positivity, keeping focus, searching for solutions, looking after yourself, and changing your perception on life by controlling your thoughts. They are just meaningless words unless we truly believe in the message and follow them. 

All of the people I have met in the wellness industry struggle, that's why they are good at what they do. That is why they have the ability to understand what it is like to struggle and how to recover from that struggle. They have a particular insight that most never get to see nor would they want you to see. Importantly, that's why they want to help others and why we should follow their suggestions.

Yes I am struggling to make a decision at the moment. But I will maintain a positive attitude and keep going in a direction I believe is right for me. I will ignore my brain which is filled with self-doubt in its pitiful attempt to protect me. I will also ignore my negative thoughts of what others may think if I fail. Because that is what a lot of us fear most, not the failure but what others will think of us.

When I see someone who tried something and did not succeed in their attempt, I admire them. All of them tried and that is what is most important I think, to at least try.

None of us are failures, we are learners. Learners who just keep learning.