Tag: values

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.

Culture is alive

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Culture is not a statement.

It’s not a nice quote on the wall, a deck, or the list of principles on your website. It is not something you can decide in a meeting. It is not something you can survey. It is not something you can benchmark.

Culture lives in what you do. In the habits of the day to day, in what your leadership says, in the things that get rewarded. It’s in all the meetings, in the 1-1s, in the informal chats by the coffee machine. It’s in what you communicate, what you focus your attention on every time you stand in front of the camera and broadcast to the whole company. It’s in the details. It is there when nobody is watching.

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

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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?

FabrizioLeave a comment

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?