Tag: empowerment

Slow down

Fabrizio2 Comments

We have gotten used to fast.

We want the world to move fast, we want change to happen overnight, we seek shortcuts and opportunities behind every corner.

We lose sight of the 99%.

And when that feeling is stronger, the only real thing we can do is look inside and ask how we can slow down.

Sleep.

Exercise.

Meditate.

Connect with those you care about.

Put technology aside.

Get rid of dopamine hits.

Trying to change the speed at which our world spins is pointless.

Trying to change the way we perceive such speed is wise.

Reach out

Fabrizio1 Comment

When you are down, reach out.

Even if you don’t feel like it.

Even if you have nothing to say.

Even if you don’t know.

Even if your instict tells you not to risk it.

Even if you are sure nobody would understand.

Even when it’s pouring.

Even when you have been rejected before.

Even if they don’t care.

Connection might well be the single thing that will keep us afloat. Seek it and cultivate it. Even when you don’t feel like it.

Crisis

Fabrizio1 Comment

When crisis hits, make sure you have an answer to these three questions and share that with all those involved.

Who is in charge? This is about establishing who has the responsibility to take us out of the crisis. It does not mean they will do everything, make all decisions, come up with all ideas. It means they are in charge.

How often will people hear from who is in charge? Make a calendar, ensure communication is constant, better if it happens every week, at the same time, on the same channel. If there’s nothing new, share there is nothing new and take the chance to gather thoughts, feelings, ideas, opinions.

What is expected of people involved? This is arguably the most difficult, because asking us to wait is not really an option. Establish clear roles to enable change, make us feel that we are part of the solution, give us a specific purpose. Tell us we matter with facts.

If you tackle the crisis before having answers to these three questions, your efforts will probably do more damage than good.

What else?

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There is no company in the world that does not want to increase their revenue.

So, if that is the main message you are giving your people, both internally and externally, be aware that your company is no different from any other company in the world.

What else do you stand for?

Systems

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An extraordinary performer will add little to a toxic environment – an environment that puts results above people, that promotes performance at all costs, that prioritizes external over internal input, that assumes lower ranked people are less important than those higher up.

So before you get to hiring (and firing, and hiring again, and firing again), make sure your internal system is working as you intend it to work. Make sure you have rewards that promote the behaviour you wish to promote. Make sure you have rules in place, or even better norms, that will guide people to speak up, to share ideas, to flag issues, and give them the freedom to follow up.

Shaping systems is a long-term effort that requires high levels of awareness, and not many organisations want to committ to that.

It’s a mistake.