There are many different ways to address any case. Unfortunately, you probably have resources (attention, money, energy, motivation) to try one or two of them at the same time.
The point is then to avoid lengthy discussions about which way is the better (not to mention pointless scenario-building that change the rules of the case), and put some effort instead in identifying what successfully addressing the case looks like.
And then just do, measure and adjust.
If you are lucky enough to see your company growing, or if you are an early stage employee at a growing company, here are four things for you to consider.
Four things I have consistently seen working when taken into account, or snowballing into disasters when disregarded.
As you promote people into managerial positions, make it crystal clear that their new priority is managing people. This requires a very different set of skills, and most likely some external training is needed. Do not assume that just because somebody is good at their job, or is an expert in a certain area, they will also be good bosses. If they are too busy, make space for them. They should not.
When somebody makes something that is very good for the company, make sure to take some time to acknowledge that and craft a story out of it. This is valid at many levels, and it is one of the responsibilities of leaders and managers to elaborate on why what was done matters, here and now, as well as to spread it. This is the behaviour you want more of.
At this point, you probably have some type of culture deck or presentation or brief. Put it to test, and change it as the company grows. Finding examples and stories (see also above) that resonate with the type of culture you want to establish is fundamental. Your culture lives, whether you want it or not, and it’s up to you to approach it strategically.
Finally, remove “good job” (and its variants “great work”, “amazing content”, “superb teamwork”, …) from the accepted phraseology. If something is truly good, make a commitment to say why it is so, and how it does serve the purpose of the organization at this stage. If it’s not, establish an environment in which candid criticism is accepted and not taken as a personal judgement of someone’s abilities.
In July, this blog has gotten most visitors in a single month than ever, more than doubling the number from June. Views per day and per post have doubled as well. The reach was expanded to new countries, such as Ukraine, Papua New Guinea and the Netherlands, and viewership in an important country such as Germany was consolidated (visitors increased 1,000% month-over-month). The most popular hour to post is confirmed to be 8PM, as most of this blog’s audience seem to be online then.
This is all true. And of course, it is irrelevant.
With the amount of data we get exposed to nowadays, it is easy to get distracted by numbers and fake successes. We have actually developed an extended capacity to focus on the numbers that confirm what we believe is happening and boost our confidence, without talking about the ones that actually matters.
Why are you tracking what you are presenting? How does that affect the change you are trying to make? Are you closer or farther away from achieving that? Can you measure the final change? Is an history of those numbers, going back at least 12 months, available? Would people react differently if they would see natural numbers rather than percentages?
Those are important questions when preparing your next report. If you don’t know how to answer them, or if you catch yourself cheating while answering them, do everyone a favour and do not press send.
Heights scare me.
It’s a truth I get confirmed every time I stand at more than two metres above the ground. Last week I was on a panoramic tower at an amusement park with my son. I thought I could do it, as it looked safe and was completely closed by one big window. And he really wanted to go. But as soon as we started moving up, I realised it was a bad idea. No way to go back, there were many people with us, and the climb was automatized. As we were sitting there and moving up, I grabbed my son, telling him to stay seated and composed, as moving too much could be dangerous (not true). At some point, I have also put a whole arm across his chest (as a sort of safety belt), and he immediately reacted by removing my arm and asking “daddy, why are you doing this?”.
Why was I doing it?
Of course, I was seeking control. When we are afraid and when things start to slip away, we seek control. We want to make sure that the world is comfortable and predictable, and the way we try to achieve that is by taking control on what we have power on.
It’s a natural reaction, and yet one that has at least a couple of problems.
First, it prevents us from experiencing the situation: I have no memory of what I saw on the tower, no clear idea of what I was feeling and where, and not a single more tool to try to fight the fear should I find myself in the same situation again.
Second, it prevents others around us from experiencing the situation: my son was bothered by my behaviour, he probably enjoyed the ride anyway, but I am not sure he would like to go again with me, and to be honest I cannot blame him.
For as difficult as it is in certain situations, letting go is the best thing one can do in the face of fear. Appreciating the fact that the present moment is scary for you, understanding how it makes you feel, taking a deep breath, and completely taking in what is going on.
Train with small things first, then pass onto the bigger ones. It will be liberating.
We all go through the same shit.
That does not mean our pain, despair, fights, passions are all the same, indistinct reasons why we feel miserable. It means that most likely others can relate to it. Can understand. Can empathize. And it also means that we are not alone, not in our suffering.
So, the first thing to do is talk about it. Reach out to a friend, a family member, a doctor, somebody in this deep sea of misunderstanding we can relate to. Talk honestly and don’t hold back.
And the second thing to do, arguably the most difficult, is to listen when we are on the receiving end of a request of help.
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