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/