Happy....Holidays?

Now that the Thanksgiving feast has been reduced to delectable turkey sandwiches and leftover pie it is now safe to talk about the holiday season. A company with an effective company culture allows employees to be more than worker bees; it encourages them to incorporate their identity and personality into their work. So how does an organization appropriately recognize holidays? 

First, for perspective Princeton University formally recognizes 7 religious and ethnic holidays in the month of December.  **Note it recognizes 23 religious and ethnic holidays in the month of April! When was the last time your office threw a party in that month? 

So how do you host a celebration which in inviting for everyone to enjoy themselves? 

First - remember the purpose of the party. Unless your company has a specific religious affiliation, stay clear of the Christmahannukwanzadan parties (especially since Ramadan is celebrated in the summer). Instead focus on thanking employees for their effort over the past year. It is tough for an employee to feel excluded for religious reasons if the party is meant to be an "end of year" celebration.

Also, consider your company's culture and values. If your firm is conservative with strict guidelines for professionalism, then the open bar at "Nick's Tavern" may not be the best move. Even if employees want such a shindig, they may be better off planning it themselves as opposed to putting your company name on it. 

Lastly, consider throwing the event during work hours. Even thought your employees might love to be at work - they may value their time at home just as much... Hosting the party during work hours can allow more employees to attend without the feeling of obligation and prevent them from attending a "work event" during their off time. 

This year the New York Daily News reports 96% of companies nationwide will throw some type of holiday party. When it comes down to it, common sense usually wins out. Think about your work environment and your colleagues interests and remember use this as a opportunity to thank them. 

And if all else fails... There is always Festivus!

Cheers,

Dave 

Give to get...to give again

A few years ago I attended a two day sales training program hosted by the Bunnell Idea Group in Atlanta. It was a great course that had a different take on sales. There was no time spent on how to make cold calls, make a pitch, or even how to "close the deal". During the first few hours as this became apparent I was somewhat skeptical to think anything could be sold without these or similar tactics.

As the session went on I was intrigued to learn of a different type of sales tactic. BIG (as the company is called) taught a system of developing and growing genuine relationships. The facilitator promoted the idea that sales was not about "moving product" but about finding and providing solutions to customers' problems. Whether or not your company has that solution.

Think all the vendors you work with in your current job. Where you get your office supplies, your landlord, your IT technician, etc... What makes you stay with one provider over another? I'm sure for some of the vendors it simply comes down to getting the product on time for the cheapest price. But think about the sales person you use for some of your more crucial supplies, how would you describe him or her? Friendly, honest, trustworthy? Odds are this person does more for you than just fill your order.

So how do you become that type of sales person to someone? A key piece of the lesson taught by BIG is the concept of "give to get, to give again". To truly build genuine relationships the sales person needs to be as invested in the client's success as the client herself. This principle is a means of demonstrating that type of commitment by giving something to your client - without expecting anything in return.

The "give" isn't a 30-day trial period gimmick, nor is it about giving away your premium product. It can be as simple as giving a free problem analysis/recommendation, sponsoring a client to attend a trade show, or even a referral to a competitor who you know has the exact solution the customer is looking for.

The "get" may be an invitation to be included in an RFP, or a one time sale, a national account, or maybe simply an industry partner who can introduce you to others. But whatever the transaction is, it occurs on a foundation built by trust and genuine interest. But do note, the phase ends with "to give again"...

Because doing the right thing is good for business.

What is your business?

The past few weeks have been particularly busy at work and school. Along with many of my classmates and colleagues there comes a point in a busy cycle where it seems like there are just not enough hours in the day. Too many emails read, phone calls to make, and projects to complete.

A little over a week ago one of my employees was in town for an afternoon (for those who do not know, I manage a team of nine leadership consultants who are bar-non the best in the industry). Cheerfully he inquired about my ability to grab lunch with him. In my mind I tried to come up with an excuse to skip the lunch and continue to work on "who knows what" project. It wasn't for a lack of interest in him but rather a selfish thought that my work was more pressing than a social lunch.

As a I pondered the invite for a moment I reminded myself the reason I took this job was because I enjoyed working with this team of consultants. I decided the phone could take a rest and I could take an hour and grab some pizza with a guy who just spent eight hours in the car to get to his next assignment.

It turned out to be the best decision I made that week. He and I had a great discussion about work, life, and travel. I returned to my desk later that afternoon refreshed and ready to mow down my "to-do" list.

When I ask the question: "what is your business?" I already know the answer. Your business is people - the same as mine. Sure, I may work for a non-profit and you may sell the greatest widgets ever made, but on the other end of both of our work is a person who is more than an employee or a client.

Last week I was reminded of the power of investing in a relationship simply by giving my time. Hopefully you will have the same opportunity this week.

-Dave

Time to turn the ship around.

A few weeks ago I sat next to a new student in class. We initially exchanged the initial pleasantries that come with business school: thoughts on the last exam, discussion on the latest Colts win, and of course "what kind of work do you do?"

The student I met worked for a commercial mortgage broker and quickly lamented how much he disliked his company. He enjoyed the work but had plans to leave his employer as soon as he finished school. I thought about him and his frustration with his company. The student did not dive into the details but it was obvious there were some challenges at work beyond client demands.

The pre-lecture exchange got me thinking about what to do when you are apart of a sour company culture. If exiting is not an option - what is there do to? Especially if not in a management position?

I have a strong belief that people need to take control of their own situations to achieve a preferred outcome. Sometimes this means being a change agent for a significant shift in an organization, other times small "one degree shifts" are what is necessary or feasible.

Here are some common signs of a poor work culture and some methods for "righting the ship"


Office Gossip
"Did you hear Frank missed his sales quota for the third time in a row?" "Carol has been late to work two days in a row this week and I heard her arguing on the phone over her lunch break..."

Office gossip can be tricky to avoid and almost always toxic for the workplace. Forbes writer Lisa Quast writes about how to address such negative influence in the workplace. Simply put the best way to address the gossip is head on. A simple and professional rebuttal such as, "I don't think Carol would appreciate us talking about her..." and change the subject. This may not stop the chatter outright but it at least send a message that it is not wanted everywhere.

Lack of Trust
A work environment without trust is about as effective as a V-8 engine with no spark plugs. Trust is what enables teams to take chances, have debates, and confront problems head on. When there is no trust among coworkers, the company will stall. These situations can be difficult because it usually signals a threat of being burned if someone "puts them self out there". Author Bruna Martinuzzi provides seven suggestions for building trust in the work place.

Where is a quick place to start? Own up to your mistakes when they happen. No one is perfect, nor can anyone expect perfection from others. Admitting to a mistake then seeking advice from a co-worker can be a simple olive branch to say "we are in this together".



No Fun
When you have to spend (at least) eight hours a day at your job, it can become excruciating when it feels like there is nothing positive about being there. Sooner than later your job becomes a chore rather than a fulfilling activity. Injecting some fun into the office takes more than just a Hawaiian shirt Friday. While every business has a different idea of what "fun" is, AG Careers provides some suggestions for a wide range of audiences.

What is the quick fix? Most workplaces allow for a sports fantasy league which can inject some friendly competition among co-workers. If your office is not into sports, think about implementing a brown bag lunch once a week to host a book club or discuss the latest episode of Revenge.



Turning the ship is never easy and it can take a long time, but as Ghandi once said, "Be the change you wish to see."



-Dave




Photo credits:
http://www.teambonding.com/fostering-a-winning-team/
http://adoptanegotiator.org/2009/10/06/a-culture-of-mistrust/
http://stuffgradslike.com/bored-at-work/

You are what you wear.

A typical marketing plan involves logos, TV spots, and billboards. But is there another way to advertise your business? If your company ever has face to face interaction with a client your dress code will speak volumes of your company's values. Several months ago my company changed its decades old policy to allow jeans to be worn on Fridays. For an officer which requires a shirt and tie four days a week it was a big deal.

Some firms are famous for their quirky dress codes. Tech companies are notorious for allowing its companies to show up Monday morning wearing flip-flops and Hawaiian shirts. Others like recently purchased Newsweek adhere to a very strict and professional dress code.

Deciding what duds should be worn in the office needs to be an intentional decision by management. Yes, it creates a company culture but it also impacts recruiting. As potential hires are weighing their options, dress code will certainly be taken in to account. There is also customer interaction. While some customers enjoy the relaxed nature of a contemporary, casual dress code - others see formal dress as an indication of a more serious approach to work.

As a general rule companies with a more creative focus have a more relaxed dress code. However, even Richard Branson's Virgin stopped short of going more relaxed than "business casual" after it acquired a bank earlier this year.

After my company changed its dress code, upper management was generally trusting to ensure we would still take our work seriously. In fact, to send their message we were shown this video (language is PG-13).


-Dave

It's not about you.

A few years ago I was promoted to my first management position. Among the multitude of perks that come with a management position is an actual office with a door. Though I quickly found out this wasn't as cool as I thought because I was instantly removed from all my other co-workers.

Anyway, the office itself is irrelevant to the topic here, except to say I've always wanted to put a sign on the inside wall above the door. If you can imagine this spot, it is where only I would see it when I looked out into the hall. In this space I would like to put a sign:

"It's not about you."

All too often in our day to day lives we feel like we are the center of the universe. We adopt the attitude of "my way is the best way and everyone else needs to get with the show". While we all know this paradigm is wrong, it can also be toxic to a company culture.

Take a moment and watch this clip of David Foster Wallace's commencement speech to Kenyon College. , Yes, it is 10 minutes long - but this is time invested, not wasted.

While Foster's comments apply to life in general, consider the business application. Positive work environments do not happen by accident. Companies adopt good values because they choose to; and it is a choice that needs to be made every day.

So the next time you field a call from an angry client with problem that was not your fault, or get frustrated because your team member was late (again), think about how you can be a solution to someone else's problem. You might just find that a concentrated effort on serving others will lead you to achieving your goals.

Creating a good culture

A business is nothing without its people. It is the effort of the employee which allows a company to make its product or serve its customers. These employees also collectively comprise one of a business's most valuable asset - its culture. The culture not only creates an effective work environment, it becomes part of its brand. Consider the the culture at Google. Yes, some might argue working at Google isn't much different than going to summer camp, but if you dig a little deeper you find a company that is truly invested in its employees. Blogger and Google employee Avinash Kaushik provides some insight.

It is the responsibility of the firm's leaders to adopt and set the culture. A culture which genuinely promotes positive values will encourage employees to give their best effort and attract clients to give their business. But how do the company leaders cultivate such an environment?

Recruitment.

Any HR manager worth his/her salt knows finding new hires who match the culture is both vital and difficult. One hiring mistake can be toxic to the rest of the office. Zappos is one company who recognizes the importance of having the right people on the bus. After one week of training, new employees are given "The Offer" where they are offered their earned wages and a $2,000 bonus - to quit. Suriprisingly 97% of new hires turn down The Offer and go on to be effective team members (presumably).

While not all companies can commit to offering a bonus to departing employees, hiring managers can employ tactics to screen candidates based on the values held by the company. Alan Hall's article for Forbes provides some effective advice for matching potential hires with the existing climate.

Putting in a bowling alley or offering to pay for an employee's degree can certainly help create a positive work environment but to quote one of my past supervisors, "If I hire self-motivated people, I don't have to worry about motivating them."


-Dave