Category: culture

The duality of change

FabrizioLeave a comment

Change is natural, and yet we repeatedly fail to accept its nature.

We fail when we are the passive recipient of change, as we cling to what was before and find increasingly intricate ways to justify a position we often did not support before realising change was upon us. And we fail when we are the active agent of change, as we seem not capable to appreciate the difficulties change brings in others lives and allocate enough space for discussion and venting.

Change brings resistance and opportunities, dialogue and self-absorption, evolution and involution. It is a continuum of statuses, and where the people affected will eventually land highly depends on how deeply we appreciate the duality of it.

This is something to consider if we are interested in deep change. The alternative is to continue approaching change as a one-sided decision, hoping others will quietly resign to it.

The things you did today

FabrizioLeave a comment

The things you did today, the meetings you attented to, the people you have exchanged ideas with, the tasks you have dedicated your attention to, the distractions that took you on a tangent, the breaks to recharge the batteries.

What place do they have in the long term picture?

It’s great when things flow effortlessly into the right place, when all we do seems light and serving the right purpose, and yet more often than not our daily routines feel like a start and stop, two steps in the right direction and three in the wrong one.

We do not dedicate enough time to understanding what our long term looks like, what are the reasons why do what we do, and what we will from now on accept and what not.

It’s only by raising our heads up from the narrowness of the short term that we can figure this out. And when we have done that, let’s go and pursue it with relentless discipline.

It’s not you asking

FabrizioLeave a comment

You need to establish a relationship with the people you are serving, and ask them how you are doing often.

Of course, this means you might not like what they have to say, your customer satisfaction score might be low, you will have to work harder, and perhaps eventually you will have to change quite a lot of your product or service, or even get out of business.

But it’s not you asking that makes these things true.

Things are what they are, and even when we refrain from finding out – because we don’t want to know we are not liked, or find out our hard work is not hard enough, or realize we won’t get that bonus or promotion -, they will continue on their course with no regard for our preoccupation.

At least, with knowledge, we might be able to adjust just in time.

Delivery

FabrizioLeave a comment

If all you give your employees are tasks, you can certainly expect them to execute them, perhaps even a bit before the deadline and with a little less resources than originally planned, sometimes with some more effort than it would normally require.

Expectations, though, should not be extended to the quality of their work (it will meet specs, and that’s pretty much it) and on their commitment to finding new ways, establishing new relationships, solving new problems, identifying new interesting questions.

If all you give your employees are tasks, delivery is pretty much all you can ask in return. And that’s not something you can change with a clap of hands.

Openly ask

FabrizioLeave a comment

Do you ever bother to openly ask?

A team member, what they would like to work on.

A customer, how they will be using your product.

A user, what topic would they be happy receiving content about.

Your partner, how would they feel if something would happen.

Your boss, what’s keeping them up at night.

Most of our businesses and lives are based on assumptions. Sometimes we hide them under the labels “experience” and “data”, and yet assumptions they are and they will be.

Should we instead bother and ask the question?