We motivate businesses to be human

Archive for Institute

3 Most Common Barriers Keeping Conscious Business Leaders on the Hamster Wheel



[originally published in the Huffington Post on 25 Nov 2016]

If there ever was a time to realize creative potential inside companies it is now. A quick look at the top issues facing companies of all sizes reveals the usual short list: attracting and retaining talent, managing reputation, with the need to create flexible workplaces and balance benefits with bottom line. While tempting to view these challenges with concern over the bottom line, doing so sabotages gains possible when entrepreneurial spirit applied to innovation is ignited full throttle. Even conscious business leaders, who keep an eye on the horizon (longer term), getting work done and being attentive to workplace dynamics, are still susceptible to running around in circles.

In case the term ‘spirit’ is distracting, a definition is in order. Personal spirit refers to three measurable elements:

  1. initiative,
  2. sense of control, and
  3. outlook on life.

Entrepreneurial spirit combines personal spirit with a sense of adventure, willingness to experiment, an insatiable desire to learn and a capacity to bounce forward.

Without entrepreneurial spirit at play, companies plod through the motions, guided by habitual processes and routine. The company runs on auto-pilot so much so that either the purpose of the task is assumed, or the underlying agenda is to explicitly or implicitly control behavior. Either way, the company falls asleep at the wheel numbing leaders into the same repetitive albeit comfortable cycle. Running hard to wind up in the same place.

Context Drives Behaviour and Regulates Entrepreneurial Spirit

The term ‘conscious business leaders’ applies to a small group since

85% of leaders in the U.S. are operating at the survival level. [See Seizing the Executive Imperative To Expand Consciousness] One source of the hamster wheel is the existence of internal politics. Behind internal politics is the desire to protect personal reputation at the expense of achieving business goals. Aversion to risk, and therefore innovation, is inherent. Entrepreneurial spirit suffocates in working climates where trust is low and expression of diverse ideas is suppressed. In contrast, innovation requires creativity and a comfort with uncertainty.

The Impact of Systemic Barriers

Systemic beliefs add to the pressure of delivering on short-term goals blocking innovation and adaptability. Attracting and retaining talent, or mitigating risks to reputation are restricted to a narrow set of strategies arising from one or more of these three dangerous barriers:

custom_sign_with_traffic_cones_11627Focusing on Recurring and Constant Barriers

Characteristic of problem oriented, adrenaline charged companies is the persistent focus on solving problems. Problems love analytical thinking. Innovation on the other side requires exploratory thinking – the opposite of problem solving. Linear thinking doesn’t help because problem solving tends to assume that there is a singular root cause. In a complex system, multiple causes exist. Unless perception is expanded you will find yourself running in circles: busy but not productive.

Asking leaders to innovate and apply their entrepreneurial spirit while continuing to focus on barriers keeps everyone running in a loop.

Personal Impact:

Leaders find themselves chasing problems. Since what you focus on expands, problems also expand. Adrenaline is addictive as is the illusion of feeling in control. In workplaces designed to control behaviour, business leaders at every level will find themselves repeating the same patterns over and over again.

Insight
Awareness of what you are focusing on helps you develop flexibility in how you perceive (see) the situation. Increasing flexibility gives you more options, while letting go of the need to control everyone else. It is a start at least.

custom_sign_with_traffic_cones_11627-3Falling Unconsciously into Organizational Patterns and Behaviors

Beliefs keep decisions running in a rut and operate without being noticed until you systematically poke them to the surface. For example, walk into a company that believes it exists to purely make a profit and you will find behaviours shaped by those beliefs. Or if, for instance, the core belief is that employees must be told what to do, then selection of metrics and implementation of performance management strategies will reflect that belief. Beliefs drive decisions unless the company and business leaders have deliberately worked with values as a principle-based approach to decision making.

Where habitual patterns operate on unchecked auto-pilot, efforts to explore and experiment (the prerequisites for innovation / entrepreneurial spirit) run smack into complacent thinking. “Do something different, but don’t change anything.”

Organizational Impact:

Take a look at the metrics. Whenever a company focuses on quantitative measures and statistics alone, meaning is likely to be missing. Without meaning there is no inspiration and no fuel to fire up creativity, much needed for innovative responses to uncertainty.

Insight
Reflecting to observe patterns in recurring issues or undesirable results, strengthens ability to pivot.

custom_sign_with_traffic_cones_11627-2Losing Connection to What Matters Most to You

By far the biggest barrier is to sight of what matters most to you as a fully aware and caring human being with a desire to contribute your talent to something meaningful. Yes, food needs to be put on the table but the days of trading your soul for security are gone. Rather than being driven by the need for societal approval or by metrics that manipulate behavior reconnecting to your personal sense of purpose and of inspiration is the only door available going forward.

Insight
Personal reflection to identify what you rely on: social approval, meeting external expectations for instance, enables you to chart a course toward personal fulfillment.

What do you see as the barriers to stepping off the hamster wheel and do what you believe, deep down, you’re truly capable of?

About Dawna Jones:

Dawna Jones delivers customized workshops and insights raising leadership and decision making awareness of a wider spectrum of skills and intelligences. She provides dynamic oversight into organizational change initiatives by spotting the patterns, and openings for innovation and fresh approaches to working with complex adaptive systems. Contact Dawna through LinkedIn or directly at www.FromInsightToAction.com

Follow Great Work Cultures on Twitter: www.twitter.com/GWCLeadLink

Posted in: Centeredness, Future of Work, Guest Blogs, Institute, Uncategorized

Leave a Comment (0) →

2016: what’s to BE


Yes, I do have a number of new year’s resolution.

colored_custom_year_text_11844Here is a list of topics I would like to write about:

  • Building a Happy Workplace
  • Forget HR: Why “HR” is detrimental to organizational health and business growth (and what we need to do instead)
  • The forgotten dimension of innovation
  • Who ought to be the real business enabler in an organization
  • 1+1+1 = x.  Measuring organizational performance
  • Shareholder value is the dumbest idea in the world
  • Innovation: it’s all about people
  • Leadership in the Creative Economy
  • HIP Camp 2016 – Driving Performance, Inspiring Innovation
  • What we can learn from Social Businesses
  • Myopia of traditional economic theory

Conferences I will speak at or plan to attend are the following:

  • KAS meets WEF, Davos, Switzerland (Jan 20-24, 2016)
  • Corporate Social Responsibility Forum, Ludwigsburg, Germany (April 5-6, 2016)
  • Global Scrum Gathering, Orlando, Florida, USA (April 18-20, 2016)
  • PMI Global Congress EMEA, Barcelona, Spain (May 9-11, 2016)
  • PMI Global Congress North America, San Diego, CA, USA (Oct 2016)
  • Global Peter Drucker Forum, Vienna, Austria (Nov 2016)
  • HIP Camp 2016 – Driving Performance, Inspiring Innovation (location and date tbd)

It’s not all about work.

This is why I am looking forward to

  • Family time
  • Mindfulness. Being and motivate to be
  • Music: picking up my saxophone and clarinet again
  • Sports: skiing and snowboarding, taekwondo (3rd Dan?), running, hiking
  • the great outdoors

In other words, there are a lot of people, activities and things to look forward to in 2016.

I wish you all a Happy New Year!

 

Posted in: Centeredness, Company News, Creative Economy, Empowerment, Happiness, Institute, Keynotes, Leadership, TJEP company, Upcoming Events

Leave a Comment (0) →

This Season Give Yourself One of the Greatest Gifts Possible


Holiday Season – It’s the time of the year when we spend extra time with our beloved ones, family and friends, celebrate, exchange gifts, having a wonderful time.  And be happy.

What is it that makes us happy?  Is it the special time of Christmas?  Or is the moments where we make other people happy that give us this special kick?  Or is the many little things that make us happy, that make these days truly special?

Personally, I think it is the combination of these things.  And more?  Whatever it is, enjoy it, live it, feel it, be actively aware of these special moments, be and live in the present to the fullest.

And then, go a step further and ask yourself how you can carry this spirit to tomorrow, next week, next month and next year.  I am not talking about developing a big new year’s resolution – which most people tend to forget after a few days anyway.  I am talking about a simple, yet possibly disturbing, life-changing and at the same time exciting thing:  being yourself.

http://www.lifehack.org/articles/communication/when-you-start-being-yourself-these-10-amazing-things-will-happen.html?fb_action_ids=10152654440889315&fb_action_types=og.shares

When You Start Being Yourself, These 10 Amazing Things Will Happen

When you start being yourself, amazing things will happen.  Not for last, you will be happier.  Explore yourself, be.

Then share your experiences.  Create the space for others to find and accept themselves. This way you, too, can contribute to making others happier.  And this in return will make you even happier.

Simple? Yes. But who says that happiness has to be difficult to find.  It’s already here.

Happy Holidays!

 

Posted in: Centeredness, Happiness, Institute

Leave a Comment (0) →

The MVP Model for Project Success


I believe that for projects to excel and evolve into WOW projects it is not sufficient to focus on project objectives and even less so on requirements.  One of the reasons is that they are subject to change.  If involved project members and stakeholders believe them to constitute the foundation for the project, such changes ought to lead to terminate the project, unless they don’t really know what they want to do or strive for.

WOW Projects
WOW Projects are projects that add value, projects that matter, projects that make a difference, projects that leave a legacy. And those are projects that bring happiness into our daily lives – on the individual. team and customer levels.

Successful WOW projects are characterized by a strong, commonly understood and supported motivation and vision by all involved parties.

  • The motivation describes why the project starts in the first place.  This could be a problem that needs to be resolved or an idea worth exploring.
  • The vision delineates the ideal state in contrast to, for example, the problem that triggered the project.

Both motivation and vision are long-lasting, they are not necessarily time bound.  Unlike projects which are time-boxed, having a start and finish date.  Corollary, motivation and vision set the overall direction of a movement of which a project is a stepping stone.  In other words, motivation and vision may serve as a compass during the complete project life cycle.  Project objectives and requirements may change, the motivation and vision don’t.  If they did, a project lacks the necessary foundation of existence; if continued it may become a zombie project but that’s pretty much it.

In short,  for projects to excel and evolve into WOW projects you need the full understanding and support of your MVP – motivation, vision and project goals – by all project team members and stakeholders.

Sparks for WOW projects

Developing an MVP for a project is the first prerequisite for developing successful WOW projects.  It doesn’t stop there.  Project work is teamwork.  Hence, it is equally important to develop MVP’s for both the team and the individuals.

MVP Model and WOWRegarding the latter, individuals, project leadership ought to provide the space for individual team members to identify and share their personal MVP’s, i.e., what motivates them to work on the project, what they envision and what concrete goals they may have.  Sharing personal MVP’s may be strange for some people.  But then, if you are seriously interested in developing and sustaining a successful WOW project wouldn’t you want your teammates to know what drives you, what you expect, what you want to contribute and vice versa?!  Sharing personal MVP’s helps move a group of individuals closer together and thus contribute to team building.

Finally, aligning all three MVP dimensions – project, individual and team – is where magic can happen; it is the spark for WOW projects.  It takes teamwork to the next level.  It is like three separate entities moving into the same direction at an accelerated pace, not because of external pressure but intrinsic motivation.  The outcomes are greater happiness, productivity, quality and, last but not least, results.

Build your MVP’s for project success

Even the longest journey starts with the first step.  On this token, I encourage you and your team to have a closer look at your own project(s).  Please let me know if you’d like me to help you build WOW projects through customized workshops and trainings.  Workshops can be as short as 2 hours or several days depending on your needs.  Or, if you like, I can accompany your journey over a period of several weeks through coaching and consulting.

Posted in: Institute, Leadership, Tools, Uncategorized

Leave a Comment (0) →

Select for success – with happiness


In April I will be a speaker at this year’s Project Zone Congress in Frankfurt, Germany.  Listen to what I shared in an interview with Stamford Global.  The whole interview is available at http://projectzonecongress.com/news-articles/select-success-interview-thomas-juli

http://www.stamfordglobal.com/userfiles/PZC2014/Badges/stamford_badges_05-02.pngSelect for success – interview with Thomas Juli

Submitted by Helina.Pukk on Fri, 2014-01-24 15:59

Thomas Juli is an experienced professional on leadership in project and program management, consulting and training, as well as in teaching. He previously worked for SAP, Sapient and Cambridge, but has now committed to helping others improve their leadership skills through which to experience more project success. He is a welcomed quest at conferences and his book has gained lots of followers. We recently talked to Thomas about what is needed for project success and what happiness has got to do with it.

Excerpts:

Thomas Juli: First of all, whenever I say this title people say ‘Well what do you mean by happiness and how does this fit in?’ and I explain ‘You know, there is an equation for project success and that is: LEADERSHIP + HAPPINESS = PROJECT SUCCESS’. And people look at me asking What do you mean? –Because happiness can be a result of project success’ and I say ‘No. It’s the other way around.’ For example, people say ‘I want to be promoted to the head of PMO and then I will be happy’, and then they achieve this stage. Are they happier? No, because life continues. Happiness is not linked with a career move or to anything. But if you’re happy internally and the team is happy, you can really create a lot of things because team synergy is “Team Magic”, what I call it.

Listen to the podcast here or download the whitepaper of the complete interview.

http://www.project-roadmap.com/project-portal/attachments/download/971

 

Posted in: Empowerment, Happiness, Institute, Leadership, WOW projects

Leave a Comment (0) →