Category: Change

Starting a Movement

Posted on by Carl Weber

Have you ever wanted to start a movement?  How about being part of something new, crazy or different?  Ever wonder how to start?

Derek Sivers gives this great talk on TED.com on how to start a movement and I wanted to share this with you.  If you are new to TED.com you should check it out.  I typically go there about once a week to be inspired, learn, and to laugh.  If this is the first time hearing about TED.com, go check it out…you never know what is up there, but it is always worth it.

So get out there and try something crazy.  Dare to start something new.  Get your first follower and your idea may take off and become something great.

P.S.  If you really want to be freaked out, watch the one about the intelligence of crows. Scary.  I have never looked at crows the same way again.

I Hate That Guy

Posted on by Carl Weber

A few months back, I got to work with a fairly new leadership team.  All of the leaders had been in their positions less than two years, some only a few months.  The session focused on their behaviors (how they do the job) as well as their values/motivators (why they do the job).  The goal was to make sure that by understanding their own behaviors, they could work together as a team, and learn to manage well.

As the session kicked off, it was clear that individuals on this team had one thing in common: very extreme behavioral styles.  What I mean is that behaviors are typically measured on a 0 to 100 scale.  Extreme behaviors are when the scores are either in the 90 to 100 range, or 0 to 10 range.  To make this even more interesting, these leaders would have scores of 98 in one category, and 3 in another so the distance between behaviors was like a chasm.

More extreme styles make it hard to modify your behavior.  Modifying your behavior takes the energy and the conscious choice to behave differently.

How do you think you feel after a day of modifying your behavior? Mentally and physically exhausted.

If you get home and you are spent, think about what the day required.  Did you have to focus on the details of that report that was due?  Did you have to make those calls, go to those meetings, or make a presentation?  Gauging your energy helps you identify when you needed to modify your behaviors.

Reflecting on your style and what you may need to modify is a great way to improve your ability to do it.  If not, the exhaustion of one day will reduce your capacity to modify your behaviors the next.  Losing your ability to modify your behaviors can be disastrous for your career or relationships.

One of the leaders was significantly modifying their behavior (we can measure both natural styles and modified styles).  The change between the two styles was amazing. This leader was taking their foot off the gas for results (problems) and deliberately connecting with others (people).  I had to press in and ask about this change.

“Your change in style is pretty amazing, can you tell me how you feel after work?”

“Tired.”

“How are you able to do this, and why are you doing it?”

“When I look at my natural style, I Hate That Guy.  I make the choice to be a better leader than the leaders who formed me.”

“Can you continue to do it?”

“Yes, my people deserve better.”

I said it before, don’t wear your particular style as a badge of honor.  There are things that you do that impact others…in a negative way.  Pick one thing this week and work on modifying it.  In time, your natural style begins to shift towards that style, and it is less work to do it.  You will be tired at first.  It will be hard at first, but our people deserve better.

18 (actually 23) Minutes

Posted on by Carl Weber

Recently while talking to a friend about work/life balance and trying to make small changes in our lives, we talked about writing.  I asked how the writing was going and this friend described the traditional process.

“In the past, I would typically write every few months or so, and attempt to write a novel in a weekend.”

“How did that work out?”

“It was crap.”

As we talked, I thought about how most of my life mirrors this process.  Life is busy. There are things I would like to do, they build up, and then I try to do it all in a weekend.

The result: crap.

My friend described a new process.  Write each day for 5 minutes.  Don’t try to write a novel.  Just write.  If you skip a day, the next day is not 10 minutes, each day the clock resets: just 5 minutes.  This small decision each day is not overwhelming, but begins to create a regular outlet.  A pattern.  A new way of living.

I began to think about how simple yet effective this approach can be, especially when trying to manage our busy lives.  Do you need to spend more time with someone, spend time quietly reflecting, or [insert your particular thing here]?  Why not start with 5 minutes a day.

Recently I got an update.

“I am up to 18 minutes a day.  Some days I skip, but now I look forward to writing.”

“How is the writing going?

“Still mostly crap, but sometimes there is some good stuff in there.”

The result: only mostly crap, with some good stuff.  Now that is progress!  When we talked the other week, the 18 minutes has grown to 23 minutes.  You could start today, take your 5 minutes and do something you have been meaning to do.  Tomorrow try it again, and the next day, and the next day.  You may just find some good stuff in there.

P.S.  It was this friend and this process that got me to stop dreaming about it and actually write this blog.  Thanks.

The Lost Generation?

Posted on by Carl Weber

I recently had the privilege of hearing Rebecca Ryan speak at a conference.  She started her talk with this video and it gave me hope, and I had to share it.  You can check out her work at her website.

http://www.nextgenerationconsulting.com

Rebecca if you ever read this, Thank You for making such an impact in our lives, and our communities.

The Perpetual Myth

Posted on by Carl Weber

A while ago, while facilitating a team I witnessed an amazing event.  The team was having a discussion about improving their operation and leading well, but that was not the amazing part.

During the discussion, every (and I mean every) time one team member brought up an area for improvement the leader immediately spoke up about how well the organization did in that area.  At first I thought it was a fluke, but after it continued to happen, I couldn’t help myself, and the words just came out.

“So, is this session going to be about continuing the MYTH of who this organization used to be, or are we going talk about making it better?”

At first I regretted the outburst, especially since the leader slowly got up and walked out of the room.  (By the way that was the first time that had ever happened, and I wondered if I was about to be fired.)  After an awkward silence, the group cautiously pressed forward and identified areas that needed improvement and after about an hour the leader returned and addressed the group.

This leader told a story about the state of the organization years ago, and how this leader took on a visionary-promoting role that helped transform the last decade.  Now the amazing part…the leader then admitted that the prior role had created a blind spot especially since the leader was so invested in the progress they made.  Identifying the MYTH, helped this leader see more clearly and understand that the team was not tearing anything down, but was trying to take the organization even higher.

So, where are you perpetuating a MYTH…about who you are, or who your organization is? Talking about it and carrying it out are worlds apart.  Ask the tough questions, and more importantly think about your reaction when people bring up what you or your organization could be doing better.  Do you default to the MYTH, or do you find the opportunity to improve?