Snowy boots: A reminder that enjoyment enhances skill

Sunburst in Snowy Mountain ForestA walk in the woods this weekend with my sons, ages 8 and 3, was initiated with the expectation that the snow on the trails would have melted enough for us to walk on the ground or, as this time of year in northern New England typically requires, in the mud. Unfortunately, we didn’t find any mud (nor the associated puddles that are so much fun to stomp in) and, instead, discovered the trails were still covered by a good foot of heavy, compacted snow.

I contemplated turning around, and heading back after a short walk, but the boys were having a blast and convinced me to just keep going.  Falling into the snow up to their knees, at times, didn’t sway them in the least.  You see, for them, the importance was in spending time outside walking with each other.  We worked hard walking on the snow-covered trails, much harder than was needed had we decided to walk on an asphalt trail in a park, but we carried on just to enjoy the day and be near each other.

The situation made me think of some comments left in response to my post on Marissa Mayer’s decision to end telework at Yahoo, a person going by the unfortunate name of “FuggleyBrew” over on reddit.com posted the following:

You don’t need to be passionate for a companies every action in order to be one of its top performers.

They’re a company, they pay you to provide a service for them, you can be dedicated to performing your job well and earning that money but not be devoted to the company.

Yes, and….

While you can do work for money and do a fine job, imagine how much greater of a job you could do for a belief in addition to a paycheck.  As my boys demonstrated, even children will work hard for something they believe is worthwhile.  If you can combine that kind of belief with a skill so well developed people are willing to pay you for it, I can only imagine the degree of success that could be attained.

As business leaders and managers, it is important to bear this in mind, and to set an environment for people that engages their passions, and doesn’t just offers them a paycheck.

Stump the chump and the art of accountability

business relationships teams friendsThis past Thursday night I delivered a presentation on understanding the 7 Wastes of Lean and how they are manifested in project management.  It was the largest gathering I’ve spoken to yet, and presented some interesting audience dynamics that were far different from when I presented the same topic to about 50-60 people at the New Hampshire chapter.  Overall, the presentation was fairly well received, however, and I think I delivered my point.  It was good speaking experience and gives me some time to reflect on how to work a larger room.

At the end of the presentation, a question was asked of me by an audience member:  “How do you make people accountable?”

It was clear that the situation this person was in had caused a great deal of frustration and difficulty.  As I pressed for details, it appeared that the situation was one in which a project had been assigned in typical “responsibility without authority” fashion.  Supposed team mates who needed to be a part of the project simply weren’t complying and, it also seemed obvious to me, the naming, blaming and shaming had begun.

My response?  A very unsatisfying quip that the project was doomed before it began.   The truth is, it looks like this project was sponsored via edict, by someone with no ability to grasp the difficulty of the situation or, even worse, someone who had and decided to place the responsibility for it upon the shoulders of an underling.  Also, I asked why people are resisting the change?  The answer was that they were afraid to change.  So, in my estimation, they were in an environment of disrespect because, lets’ face it, if you are fearful you are being disrespected, given the way things at work tend to go.

While likely accurate, those observations don’t really help the poor project manager who must deal with such a lousy situation.  The truth is, it’s always easy to blame management (which I also stated), however, you can influence from your own level on down.  So, I am sorry to say, that while the environment this Project Manager was in was entirely toxic and the assignment was probably doomed, there was a lot more that could have been done to make the situation better.

So, upon reflection over the course of the weekend, I have come up with some other advice.  Now, I won’t bore people with the usual rhetoric:  Approach the sponsor for additional support, lay out ground rules for the project team, establish tasks and task owners.  Those things are fairly simple and rely on utilizing tools rather than getting down into core people-centered concepts.  My best advice, then, is this:

Make friends.

I am as guilty as the next person in relying too much on being right and too little on being liked.  While all those smarts turn up evidence that is undeniable, people will still tend to go the other way, preferring to be wrong with friends than right and alone.  If you spend time making friends with people, they will do more to help you and be sympathetic when you are handed that miserable dog of a project.  Having those relationships does, indeed, make things easier and, therefore, enables the participation and experimentation needed to bring about success.

Now, people will say that such things ought not to be necessary and, if you are dedicated to a task or a company, that people should put aside their personal feelings and get the job done.  True.  They should.  True, also, that they won’t.  If you establish personal ties, however, people will choose to help you, they will choose to work on things they don’t want to just to spend time with people they like, they will choose to do a good job in order to make you look good, and they will choose to hold up their end so that they do not let you down.

In short, they will choose to be accountable.

So what if it’s important?

office_work_by_linni_fight

office work by linni fight

I wish I had a nickel for every time some new initiative was rolled out, sometimes with mandatory attendance at grandiose presentations proclaiming the utter importance of the initiative to the future survival of the company.  If I did have a nickel for every one of those, I’m certain to have a whole lot of nickels.
Unfortunately, asserting that the reason for change is  important violates the Fat Smoker principle, as I like to call it, which was a term coined by David Maister.  Essentially, it is the awareness that although we know what the problem is, we rarely address it, no because we don’t know what the right thing to do is, but because in order to get to something good we must first go through something difficult.  Here’s a video of his thoughts on being a Fat Smoker:

 

Knowing that something is important is only necessary for change to occur.  It is not sufficient for full, genuine adoption of new behaviors.  In order for people to change their behaviors, it is necessary to demonstrate how the change from the old to the new will make life easier, even if it requires some difficulty in the near term.

When I say “make life easier” I mean at the personal level – not the organizational.  If the organization is made more profitable, that creates some amount of ease, but one that doesn’t necessarily transfer all the way down to the individual.  In fact, most initiatives have the opposite result – making the long-term workload for the individual more difficult.  Sustaining the improvement also becomes easier because, once people are able to accomplish the desired outcomes with less strain, they will always want to keep doing things in the easiest way they know how.

It must be noted that, if the people within an organization have been subjected to years of strain and strive, however, they will not easily adopt anything new.  The lack of trust is simply too pervasive.  In these cases, incentives in the form of tangible or intangible rewards are often doled out in order to reward those who adopt the new behaviors with the greatest zeal.  Unfortunately, in these circumstance, no amount of management pressure, bribery or cajoling will ever be successful in the long term because the energy required on the part of management to enact such things will eventually run out, too.

People will develop new habits based on a perceived personal benefit, and even then, old habits die hard.  Overcoming this inertia requires a bit of guidance.  When it comes to change, nothing is as important as an engaged, supportive and authoritative leadership.

The height of disrespect for people: A UK Healthcare nightmare

The_Doctor_will_SEE_you_now_by_DaYDid

The Doctor will SEE you now by DaYDid

I came across this lengthy article from The UK’s Daily Mail detailing the nightmarish conditions at Staffordshire Hospital, where it is reported that between 2005 and 2008 as many as 1,200 patients died needlessly due to appalling conditions and neglect.

Keep those dates in mind – this is current.  The events described in the article did not happen in some long-forgotten past or in a third-world hell hole.  This scandal is unfolding, right now, in one of the most developed nations on earth.  If you want to know just how far an organization can stray from the Respect for People ideal that lies at the root of Lean and Operational Excellence, forget Foxconn and look at the UK’s NHS.

There are a host of other articles on the Daily Mail site.  This article shares stories from the families of victims of the hospital’s abuses, where people were so thirsty they drank water from dirty vases and patients were often left to soak in their own urine for days.

Of course, the man at the head of it all refuses to accept responsibility, blaming ‘the system’ for the problem.  I know Lean typically advocates looking at the system for the root of the problem and not blaming the individual, but this seems like a bit of a bastardization of that concept.

The scandal runs wide and deep, and would be shocking if it wasn’t so utterly disgusting.  The Guardian has published a guide to the scandal, demonstrating just how far-reaching this is that it requires a guide.

Amazing that, in an era where Lean Healthcare is gaining more and more momentum, a situation like this exists.

So long, Ray Lewis, and a tale of two retirements

Ray_Lewis_by_youngandreckless

Ray Lewis by youngandreckless

If any of you watched the Ravens – Colts football game this past weekend, you were treated to the final home game played by one of the NFL’s all-time greats.  Ray Lewis, an iconic figure for over a decade in the NFL, has announced he will retire at the end of this season. While I am not a fan of Ray Lewis, personally, any fan of the game of football still must respect and appreciate him for his tenacity, toughness, on-the-field and locker room leadership and overall football smarts. 

 What has always turned me off to Lewis is his ballsy bravado and showmanship that is so very much the hallmark of many a famous athlete.  It does nothing for me, whatsoever.  Nonetheless, watching him play the position of inside linebacker has been a site to behold for a very long time.  

The Ravens defeated the Colts handily and, although the game was well out of reach, Lewis took the field for the game’s final play – a meaningless kneel-down to run out the clock from the Colts rookie QB sensation, Andrew Luck.  There was no need for Lewis to be on the field.  In fact, he stood about 15 yards away from the line of scrimmage, deep in the defensive backfield, avoiding even the suggestion of contact on the final play of a game in which he played with a large, heavy brace on his injured arm. 

This play, however, was the most memorable thing for me in the entire game, even with amazing circus catches from Anquan Boldin and explosive runs pulled off by Ray Rice still lingering in my mind’s eye.  Ray Lewis left the stadium where he made himself a legend in the one place where he should have – on the field.  He was not on the sideline, high-fiving teammates, hugging coaches or waving to spectators.  He was active, involved, in the game and doing his job – no matter how trivial or small the play he was going to be remembered by everyone in that stadium as spending his last final moments right where he should have been – on the field. 

Now, let’s contrast that with another story…… 

I knew someone who, after spending over 30 years with a company, decided to retire.  After a long but unspectacular career, it was time to leave the rat race as just about every single one of us who is not a legendary NFL icon will do.  Unfortunately, also unlike those legendary NFL icons, leaving the job with an iota of respect wasn’t in the cards. 

You see, the rulebook indicated employees needed to work on such-and-such days in order to receive certain benefits.  This meant reporting to work for 2 more days, even though operations on those days were just about completely shut down for the Holidays.  And, of course, there’s no way that a full day of work could be done with all the retirement congratulations going on, not to mention the complete lack of motivation to throw yourself into anything knowing you are never – ever -never-ever-never coming back. 

Rather than thanking this person for a lifetime of commitment and riding off into the sunset with a feeling of admiration and respect, like Ray Lewis, the company required reporting to work for a couple more days just to satisfy some meaningless policy requirement from which no value to anyone could be derived. And that is the difference between running an organization on the basis of cost vs. running one on the basis of value, and the difference between people in an organization that understand what Respect for People means, and those who do not.