Where do you start when it comes to changing the culture at your workplace and putting an end to the vicious cycle of poor results, low morale, disengagement and dissatisfaction? This is a question that will eventually have to be addressed by any leader who is up to anything worthwhile. However, if you have ever tried to do just that, you know finding the right answer is much easier said than done.
There is overwhelming data that consistently shows 80% of employees are not engaged in their work, and their lack of satisfaction and enthusiasm about the work they do impacts not only their productivity, but just as importantly, their health and well-being and the quality of their relationships. Sadly, I know from my experience over the decades, having worked with thousands of people across four continents, most have accepted this monumental epidemic as the “way it’s always going to be.” They have come to believe that work is not supposed to be fun and it is normal to be stressed out and unmotivated. This is why Fridays are so celebrated while Mondays are loathed. As a society, we have simply accepted that work will always be a burden and there is nothing any of us can do to change that.
It occurred to me this week, as I was doing the final preparations for a client visit, that most of what I speak on and write about has to do with what is commonly referred to as “change management,” yet I hardly ever use that phrase. I think the reason for this is two-fold. First of all, I have no desire to jump on some bandwagon and be lumped together with all the “Change Management Experts” out there, who may or may not have ever personally led any kind of transformation at all, and secondly, I believe the term “change management” perpetuates an entirely false connotation. I believe the greatest issue with change management has to do with failure to recognize that “change” is rarely the problem, and “management” is rarely the solution!
Most leaders don’t feel they are adequately prepared or experienced enough to create extraordinary cultures where engaged people work together to deliver breakthrough results. In this episode, I share an overview of the process that I use to guide, equip, and develop leaders in doing just that. I also delve into several seemingly minor--but extremely important--considerations when it comes to designing and implementing culture transformations that stick.
The Thanksgiving holiday is around the corner in the United States and, as is the tradition, it is a great time to reflect on what we are grateful for. My intention in this short post is to leave you compelled and empowered to generate an attitude of gratitude with ease in any circumstance, not just the holidays, as well as enable you to bring out the same in others around you and therefore create a culture of gratitude wherever you go. I’d like to start by asking you to do a quick exercise with me before you proceed to read the rest of the post.