Performance Management Company Blog

Ideas on People and Performance, Team Building, Motivation and Innovation

Category: employee engagement (Page 1 of 3)

Are Managers simply BAD or is it the Workplace

This will be a short post, with a link to a solid article and one illustration.

Gallup had an article that is depressing: www.gallup.com/businessjournal/200108/damage-inflicted-poor-managers.aspx

It is about the DAMAGE caused by bad managers. It is a short but hard read, saying in part:

Managers who don’t know how to meet the engagement needs of their team become a barrier to employee, team and company performance.

And a disturbingly high percentage of managers around the world are not meeting the needs of their employees. Actively disengaged employees (24%) outnumber engaged employees (13%) by nearly 2-to-1, according to Gallup — implying that at the global level, work is more often a source of frustration than fulfillment.

If work looks like this, which it seems to, can’t we actually DO SOMETHING to change the rope? Can’t we make things more involving and engaging by simply asking people for their ideas for improvement?

The Square Wheels Project image on perception by Scott Simmerman

That is what we are trying to teach with The Square Wheels Project: a simple facilitation process to allow supervisors to ask for ideas for improvement.

For the FUN of It!

Dr. Scott SimmermanDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

You can reach Scott at scott@squarewheels.com
Connect with Scott on Google+

Learn more about Scott at his LinkedIn site.

Square Wheels® is a registered trademark of Performance Management Co.
LEGO® is a trademark of The LEGO Group

 

Square Wheels, Dr. Seuss and “suck” or “muck?”

As we develop more and more thoughts on The Square Wheels Project, our course to teach facilitation and engagement skills to supervisors using an online LMS and our Square Wheels® tools, I will occasionally digress and do something like a Dr. Seuss poem around one of the images.

With this particular one, though, I could not decide on the best wording so I ask my team and of course, I got two different answers so I did up a third one to confuse things even more…

Let me know which of these you like best. Maybe Dan or Chris can set up a poll; that is beyond my pay grade, I think!

Anyway, here are one, two and three:

Square Wheels LEGO graphic images by Scott SimmermanSquare Wheels LEGO graphic images by Scott SimmermanSquare Wheels LEGO graphic images by Scott Simmerman

So, if you have a most liked, let me know.

The Square Wheels Project continues to roll along,

For the FUN of It!

Dr. Scott SimmermanDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s quips and quotes on Poems on The Workplace is here.

Square Wheels® is a registered trademark of Performance Management Co.
LEGO® is a trademark of The LEGO Group

 

BOSS: Spelled Backwards

Boss. In organizations, a lot of people know precisely who that is. And that can be a positive or a negative, as I will try to explain.

My dad owned a small trucking company in South Jersey for nearly 50 years and he was the boss, for sure. He made all the decisions, ran the office, did the collection, gave his customers bottles of hooch every Christmas and ran the company as a one-man band. He had a half-dozen trucks and he did well enough to buy a summer house that gave our family a place to be at the beach, boats and cars and all that. From that perspective, my dad was a good boss.

On the other hand, there is an aspect of BOSS that is not so good. You would sometimes see it in how he might interact with a driver. Orin was always stopping in on prospects to generate new business and my dad generally never wanted to talk with him, telling me to tell Orin he was not around, for example. Or if there was a problem, the conversation tended to be one-sided. My dad did not generally appreciate the thoughts and ideas of the guys who worked with him.

“I’m the boss, here” generally infers complete control and a bit more yelling and telling than asking and listening. Boss translates to Ruler, the Decider, someone who has all the bucks and they stop right there. I see the word “autocratic” in the management haze, the imperial-ness of the boss as a person.

  • I see The Boss theme happening in an organization where 60% of the employees feels that no one listens to their ideas or respects them for their work or personal accomplishments.
  • I see The Boss theme in organizations where 10% or less of the employees see themselves as actively engaged but the vast majority rating themselves as un-involved or even “Actively Dis-Engaged” and choosing not to be involved and engaged, with the correlated high levels of absenteeism and turnover. And even some sabotage (see this post of mine).
  • And, I see The Boss as someone who simply knows that they have the right ideas and approach and that they could not possibly benefit from any training on listening skills or engagement or innovation facilitation.

In those cases, BOSS spelled backwards probably is a pretty good explanation of their overall attitude and approach to employee involvement and engagement.

John was one such animal. He was The Boss, president of a company that asked me to help improve their customer service. We did some initial work and then had one of their first ever Manager’s Meetings, an all hands deal at a golf resort where we had scheduled some work sessions around some golf. You might have guessed that John was a Big Time Golfer, which is why a golf course was selected for a business meeting, and why meetings were actually scheduled around his tee times.

And, in that meeting, John actually said, while sitting there going through his mail (I was so shocked that I wrote it down!) as we were talking about employee ideas for improving the organization,

“That’s like asking the vegetables
how to design a refrigerator.”

John obviously saw himself as, The Boss.

And my one-liner back is,

Boss spelled backwards is self-explanatory.”

John was not there the following year, since his charter by the board of directors to improve operations and customer retention was not going that well regardless of what we tried to do at the lower levels.

A Customer Service Fundamental:

It’s hard to care for customers
if you don’t feel the boss cares for you.

Perceptions are important, and if workers don’t feel right about the company, it is hard to get them to do those things that exceed customer expectations. It is hard to get them to feel motivated to perform at moderate to high levels. Sure, the top performers perform, but they always do that for intrinsic reasons until they burn out and leave. Note that average employees are often involved in Presenteeism. the situation where they show up and accomplish the minimally accepted level of work and performance competence.

Aldo note that the poor performers are actively un-involved and sometimes intentionally sabotaging the work. Why not choose to do some things differently to get a result that is #morebetterfaster?

So, you might simply reflect on the simple themes in, “Hey Boss!” Asking for and listening to ideas from your people does not involve a lot of training or skills, just the positive intention to treat them effectively.

It can look something like this:

active involvement and engagement with Square Wheels

Any questions? Just ask me, because I am The Boss!

For the FUN of It!

Dr. Scott SimmermanDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s quips and quotes on Poems on The Workplace is here.

Square Wheels® is a registered trademark of Performance Management Co.
LEGO® is a trademark of The LEGO Group

 

Innovation and Change: BIG Sale on Square Wheels!

A conversation turns into an idea and then an illustration is produced. That seems how creativity and innovation flow around here. A comment about buggy whips and top hats becomes an image about change and survival. Take a look at this simple illustration, but do take a moment to actually consider the realities.

BIG Specials on Square WheelsDO take a moment and consider what is happening…

The two stores on the left are closed because the business simply disappeared. Somewhere, someone is making buggy whips because there are still a few horse and buggy wagons rolling around. Heck, one company makes LED whips for your off-road vehicle so it can be seen in the dark! Another “buggy whip store” sells men’s clothing in Nebraska and they do not even have a website but only a FaceBook page. So it looks like that business buggy whip business has kind of disappeared…

Scan to the right and you will see The Big Sale going on at Harry’s Square Wheels Wagonry Store. Harry has been in business for a long time, has a great inventory of new wheels in a variety of colors. He can probably even order you chrome ones!

But note that his former employee, Susan, has opened up a new store, one selling tires. Susan and her partner Sally have limited inventory and small volume at this point. Susan and Sally got the idea one day when at work, and they decided to act on their idea and make these things more available. (Yeah, Harry has met Sally, finally.)

Square Wheels LEGO Intrinsic sitting stop

It was actually a big moment for the ladies, and they thought that they could capitalize on that idea and make round tires into a business. Personally, I have to wish them a LOT of success, because the idea is great, but having the ability and resources to implement the idea is what is important. Asking questions and generating involvement is a key success strategy for implementation.

We offer The Stupidly Simple Square Wheels Facilitation Toolkit for a meager $25 and we are nearly ready to launch our LMS MOOC to share some ideas and frameworks for how to use these simple illustrations and this direct approach to involve and engage people for workplace improvement.

Click here to read about Presenteeism, the reality that about 50% of most workers in most workplaces are “In, but Out” when it comes to their active involvement or the thinking that their boss listens to their ideas. It has been a workplace statistical constant since I started in the people and performance business in 1978.

The ONLY way to address the issues of un-engagement of the majority of a workforce is to involve and engage the Supervisors in the involvement and engagement process of their people to align to organizational visions and values and to focus them on improving their own workplace. I have never seen even a single workplace where people did not have good ideas for improvement.

It is NOT within an HR capability to fix this, nor one of Training and Development. It cannot be addressed with a survey or a videotape of the CEO talking about these things. LOTS of things can be done, but the rubber meets the road where the supervisor sits with the people.

It is a simple concept of providing them with bombproof tools and asking them to ask for ideas. Why not?

For the FUN of It!

Scott Simmerman 2016Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on themes of People and Performance is here.

Square Wheels® is a registered trademark of Performance Management Company
LEGO® is a trademark of The LEGO Group

 

How many people have seen Square Wheels illustrations?

Got a problem with motivation, engagement or productivity and looking for a simple and bombproof, proven tool? Take a minute and read this. And Think!

A team of us are working at building our online teaching resource wrapped around the idea of “stupidly simple facilitation” through the use of my Square Wheels® theme. The project has gone through a number of phases and Dan Stones in Melbourne has jumped in to help us drive all of this forward. Expect some fun stuff as we continue to rock and roll.

As we were chatting, Dan asked me the simple question,

“How many people have seen or used Square Wheels?”

That is a really good question, for which I have no clue. History shows I have been presenting the theme at conferences and workshops since 1993 when I started using the main cartoon, Square Wheels One, done in black ink by my friend Roy Sabean. A few presentations later and I had 4 and then 7 different illustrations. When I got to 13, people started asking me for copies to use and I started selling a set in a brown envelope as colored transparencies and black line art.

Then, they wanted me to explain how to use them. Really? “Just do what I do or do your own thing,” I said, to no avail. They wanted me to write that stuff down, which resulted in a book with photocopiable masters. That was back in 1993, with the first book published in 1994.

By 2004, we were in our fifth edition of The Big Book, a package containing descriptions for using more than 200 of the illustrations and for making transparencies. I am guessing that I still have a 3 or 4 foot stack of transparency versions of these materials in different places in the house!

The cover of the 2004 Big Book of Square Wheels

So, I did not have an answer for Dan. Since 1993, I have presented workshops in 38 countries and dozens of conferences, including more than 10 trips each to places like Singapore and Hong Kong. And we have sold a lot of a variety of books and electronic toolkits since we started all this more than 20 years ago. My squarewheels.com website went up in 1998!

But I just saw a statistic that is relevant, one that I blogged on in a different place. There, I said:

For what is probably my 40th year of viewing this same statistical reality, here we go again: Leadership Management Australasia’s LMA survey summary, April 2016 shared this stunning commentary:

Communication and connection are the cornerstone of relationships – a quarter to a third of employees believe their managers seldom or never listen to them, understand their issues, seek their input and ideas, or help them to resolve the issues and challenges they face.

Okay. So one thing I am pretty sure of.So, here is my tongue-in-cheek but serious answer to Dan’s original question:

Two-thirds of the employees worldwide have NOT had their manager use the Square Wheels theme in a discussion about improving their workplace involvement and performance.

If they did, things would probably be different. Square Wheels really are everywhere and the round ones are already in the wagon. Communications would have HAD to improve!

There ARE some things you can choose to do now:

Square Wheels LEGO poster of engagement and motivation

We believe that managers should be motivators, and that engagement comes directly from active involvement and communications about issues and opportunities, about goals and expectations. It is about teamwork and shared perspectives as well as about ideas for improvement/ We think “this engagement and motivation stuff” is pretty straightforward and that people are intrinsically motivated when they feel a sense of ownership involvement.

A solution? Consider using our $25 Stupidly Simple Toolkit to generate a conversation in your workplace. Or wait until we get our online MOOC up and running where we can teach and support you in your improvement initiative. The choice is yours and we will guarantee it will work for you to help involve and engage your people, improving communications in many ways,

For the FUN of It!

Scott Simmerman 2016Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

Connect with Scott on Google+

You can reach Scott at scott@squarewheels.com

 

Square Wheels® is a registered trademark of Performance Management Company
LEGO® is a trademark of The LEGO Group

 

 

 

“Spring Forward Monday” For Workplace Improvement

Monday’s, most typically, are the least favorite day of the work week but the Monday following the Daylight Saving’s “spring forward” time change, arguably, should be considered the worst of Mondays being that people find it even more challenging to face this workday since they are still adjusting to having lost an hour from their lives the day before. According to numerous studies, the attitudes and happenings around this lost hour cause this Monday to be particularly low in workplace productivity.

What might you be doing to counteract the loss of productivity that will most likely occur in your workplace on Monday, March 14, 2016?

Square Wheels Spring Forward Monday with feet and plane 1

At Performance Management Company, we’re always looking for opportunities that can bring about employee engagement and workplace improvement for better organizational success. Realizing that Monday, March 14th is that special kind of day that needs a good reason for getting up and going to work, we’ve got a concept and solution for turning it into a rewarding workplace happening day and we’re calling it,

Spring Forward Monday!

What is the Spring Forward Monday Concept?

Managers and leaders can gather their employees together and seize Monday, March 14, 2016, as day for workplace improvement by inviting ideas, innovation and involvement for improving workplace practices. By doing so, people can get away from their desks and become energized by taking part in a process that can make a positive difference for everyone.

How Can You Do This?

It’s simple. Facilitate a session that will stimulate and engage employees in sharing their perspectives and ideas for making a better workplace. Doing so will give them a feeling of empowerment and an opportunity to create improvements and increased workplace happiness.

If you’d like a way to successfully approach this, we designed The Stupidly Simple Square Wheels Facilitation Toolkit for just this type of occasion with everything needed to create an interactive and engaging session with serious outcomes. The gist of this Toolkit is the Square Wheels One illustration that elegantly generates thinking, creativity and humor as people react to it and its lead-in statement, This is how most organizations really work.”

Here’s a quick, illustrated video showcasing 
how facilitating
Spring Forward Monday 
in your workplace will cause people to 
“Wake up and Energize for Improvements.” 

You can purchase this Toolkit here for only $24.95, for a one-time cost with unlimited use with any number of people.

This Toolkit provides both the original black and white line-art Square Wheels One illustration and the new Lego image of Square Wheels One
giving you the choice of using either version.
Square Wheels One - copyright 1993, Performance Management CompanySquare Wheels image using LEGO by Scott Simmerman
Here’s what’s included in Toolkit:
  • The Square Wheels One illustration (in both the original line-art and its Lego image)
  • A Leader’s Guide for facilitating the session
  • Participant Worksheets/Handouts
  • A collection of Square Wheels Lego Posters that can be hung in the workplace as anchors to the insights gained.

All yours for only $24.95!

Whether you choose to use this Toolkit or prefer to consider another way to approach the Spring Forward Monday concept, it surely makes sense to make a difference in everyone’s present and future workdays through involving them and energizing them in the journey forward.

Make Monday, March 14, 2016 your
Spring Forward Monday!

For the FUN of It!

Dr. Scott Simmerman is a designer of team building games Scott small picand organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on themes of People and Performance is here.

Nobody Ever Washes a Rental Car – Ownership and Herding Cats

Nobody ever washes a rental car is a phrase I have been using in workshops and in my writings since the mid-80s to describe the basic issues around ownership involvement and engagement. The basic concept is simple: people do not take care of things very well unless they have a feeling of ownership about them.

The reason I bring this up is funny, in a way. I had written a chapter for a to-be-published book and the editor makes the change giving the attribution of this quite to someone who published an article in 2002. That was a bit insulting, actually, that she made the change without asking me. Just Do It is not always a good strategy when making changes to someone else’s hard work. Plus, she also added the comment that the phrase was actually “in dispute.”

Seriously? Of course, someone in a workshop will pipe up something like, “I washed one once” when referring to their own car-renting experiences, but under a followup question, they also admit that they did it because they totally trashed the car and were worried that the rental agency would fine them or something, or that their spouse was so appalled by the awfulness of the exterior that he or she would not get into that car!

The explanation actually reinforces my point precisely. People do NOT take very good care of things they do not own. The reality is that some people might actually wash a rental car, but they sure don’t take good care of them. It reminds me of the old joke:

What goes faster than any police car, handles speed bumps and potholes like a Humvee, corners faster with more screeching tires than a drifting WMV, and can crash through small trees and bushes like a tank?

Give up? It’s a Rental Car!!

If you have ever owned a house you rented, you will know precisely what I mean. Or, if you ever lent someone some of your tools or a book, you may come to understand that the ownership has just been functionally transferred…

“But Scott,” you might say, “You write on issues of people and performance, about organizational improvement. What is this “rental car” stuff?”

Simply put, you cannot expect the people to support you to buy into ideas for improvement and change unless they have some ownership involvement in generating those ideas or in putting together an implementation plan. It might look something like this:

square wheels image by Scott Simmerman

On the left, we have typical organizational reality – leader pulling and people pushing and not much alignment, engagement or communications.

On the right, we have people actively involved in making improvements to the situation, with the obvious support of the manager and others. Taking time to be involved generates engagement, can help to implement better processes, and can generate peer support and even more organizational successes down the road.

Lastly, let me end with the line-art illustration we first used in 1993 to illustrate this concept. The cartoon is actually named, Nobody ever washes a rental car, and it addresses one other issue of successfully implementing change and improvement. It looks like this:

square wheels image by scott simmerman

In this case, you might consider that the wagon is now  beginning to roll downhill faster than the wagon puller finds comfortable. When people feel pushed, they generally push back and resist the change. It is ownership, again, but in a situation reverse to the above. Managers can also resist changes and ideas brought to them from the teams. It is a natural thing for those who are facilitating change and innovation.

If you are interested, we sell a simple and straightforward toolkit for impacting employee ownership:

square wheels image toolkit

Leadership is not a simple thing. So, Heads up! Engage them where you can.

For the FUN of It!

Dr. Scott SimmermanDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s quips and quotes on Poems on The Workplace is here.

You can find some powerful tools for impacting corporate teambuilding and improving organizational performance at our website, featuring The Search for The Lost Dutchman’s Gold Mine and our Square Wheels tools:

teambuidlng products by scott simmerman

Square Wheels® is a registered trademark of Performance Management Co.
LEGO® is a trademark of The LEGO Group

The Future of Work, The Future of The Workplace

It’s dangerous for me to sit and read, sometimes, since my mind goes off into different dimensions. I was reading a couple of articles in Smithsonian and Mother Jones and it had me thinking about The Workplace and The Future and the reality that if we continue to do things the same way, we are going to find ourselves living in, as the ancient Chinese saying, “interesting times.”

I see a real paradox in business’ push for innovation and creativity meshed with how so many treat customers and employees. The ones that do treat the latter well tend to be demonstrably more innovative and profitable over the long term. All that data is very clear. Productivity is much higher: “Employees aren’t being asked to create a product, they are being asked to do the work previously done by four people in half the time it took just 10 years ago.” (Cliff Stevenson)

And a new client has just completed a company-wide survey showing all the many kinds of task-interferences getting directly in the way of actually demonstrating leadership skills among her managers. (She promised me the data, so more to come on that, for sure). We are demanding a LOT of people in the workplace, so much so that it is hard for them to do any workplace innovation or for managers and supervisors to do much to build collaboration and teamwork to make improvements in inter-departmental kinds of things.

SO, there I was with my mind spinning. And the thought was to try to illustrate a series of posters about the future of work and the future of the workplace…

Here is the first of them:

Square Wheels LEGO images are the works of Dr Scott Simmerman

The funny thing is that this really seems true, with lots of data to back it up. Companies and workgroups continue to do the same things, over and over, and expect improvements to occur. A few companies are doing things so differently and better than their competitors that they have significant, sustainable differences in operational data and in things like creativity and innovation.

After initially posting this up, I am back an hour later adding another to this series. This is also characteristic of a lot of workplaces:

A Square Wheels LEGO image of how things work - by Scott Simmerman

While some just plod along like they always have, thump thump thump thump.

AND LOOK AT ALL THE PROGRESS WE HAVE MADE!

But the reality is that the Round Wheels already exist and we can choose to do some things differently to make improvements. You can CHOOSE to do things more better faster. Innovative Ideas are at hand, if only you might step back from the wagon!

You might also find this slideshare to be of interest. It was suggested that I link to it. The focus is on making the office environment more worker-friendly and supporting through the use of lighting, furniture and design. Click on this textlink.

Check out our Square Wheels Icebreaker Toolkit – $20!=Square Wheels Icebreaker icon

(And pop back in here to see more in this series of thoughts. I will put them up individually in the poems blog and try to add more into this post.)

For the FUN of It!

Dr. Scott SimmermanDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s quips and quotes on Poems on The Workplace is here.

Square Wheels are a trademark of Performance Management Company
LEGO® is a trademark of The LEGO Group

 

A Dance of Change – something new?

It was funny to read a little blurb in the ASTD Training & Development magazine about an article to appear next month. The abstract said that 70% of change initiatives continue to fail (which is on par with how many strategy improvement initiatives are not really successful) and that the existing change models are all pretty good.

What is suggested is that The Missing Component is now Emotional Intelligence, and that thoughts and feelings that emerge from the understanding for the need to change are all that needs to be changed. “When emotional intelligence is applied to change, we can think of it as change intelligence.”

I won’t mention the author of this, since I am basically panning this solution — Emotional Intelligence is not an easy thing to grasp, much less implement since it has so much to do with personal growth and personality. We’ve been fooling with EI concepts for 20+ years, just like we’ve been proposing 7 Habits and all sorts of other silver bullets to solve the problems of organizational improvement.

I’m one who very strongly feels that we just need to forget about so many complicated models of how things work and how things need to have some new Training Solution proposed by a cadre of consultants who will retire on these efforts.

The DATA say that not much has improved on the basic issue of employee engagement. The DATA say that lots of things are supposedly important, like Innovation (rated important 98% of survey respondents in another ASTD article (Patty Gaul, April 2014) while also finding that only 33% of organizations currently focus their innovation on small improvements and change. That article predicts a BIG shift toward radical changes / innovation — 66% in the future. (Right… Remind me to look back in 10 years… )

People suggest that we do all kinds of expensive and complex kinds of training on emotional intelligence or on innovation and creative thinking skills but I STILL think that the basic organization works like this:

Square Wheels represent how things really work in most organizations...

How things really work in most organizations…

and that what are needed are really simply solutions. Here are my 10 steps for improving motivation and organizational performance results:

ask

How do you implement change? Identify the Square Wheels and ask for some Round Wheel solutions. Do this in the context of moving from where we are now to where we want to go (in the near or far future). Celebrate small successes to generate continuous continuous improvement and allow people to work together in simple teams (with necessary resources of time and funding) to actually implement such changes and improvements.

Four Simple Factors for Implementing Change

Four Simple Factors for Implementing Change

The actual end result is also pretty simple to conceptualize:

Square Wheels and Intrinsic Motivation Celebration LEGO business image RW

I mean, this whole thing about involving and engaging people in workplace improvement is really the simple task of involving and engaging them in workplace improvement. Where is the rocket science in all this? Why do we keep adding so much complexity — other than for profit motives and self-aggrandizement — when the reality is really easy to accomplish.

The other key is also simple:

Square Wheels image of Ownership Rental Nobody Toolkit icon 2

This concept is also simple: Everybody needs to feel like they have an ownership stake in the ideas and the outcomes, even the management team.

So. Keep it Simple. And Just DO it!

We sell simple tools for involving and engaging people for performance improvement. Give the icon a click and check us out,

Performance Management Company and Scott Simmerman

For the FUN of It!

Elegant SolutionsDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on Poems and Quips on Workplace Improvement is here.

 

 LEGO® is a trademark of the The LEGO Group

 

 

Moron ENGAGEMENT, is it even possible today

The conversations about time availability for coaching and team building by supervisors continue to get interesting. There is an interesting article at the Washington Post called, “How a company weekly meeting winds up consuming 300,000 hours per year” and written by Fred Barbash.

He cites the authors at Bain, who said:

“As astonishing” as the figures are, say the authors, “300,000 person hours supporting one weekly excom meeting — it’s important to remember that it doesn’t include the work time [not in meetings] preparing for meetings. Research shows that 15% of an organization’s collective time is spent in meetings — a percentage that has increased every year since 2008. No amount of money can buy back that time….”

Go to the link above to find out more about his article and the original research.

My friend Steve Davis also writes about some of these same issues, but from a personal perspective related to values and goals. Life is not simply about how busy you are or how you want to appear. Read Steve’s perspective here.

These conversations and data from corporate research like the above simply seem to confirm that “meeting with people on engagement” does not seem to be one of the critical values of large organizations and thus we really cannot expect the supervisors to simply want to do that with what little time they have.

So, I guess things are simply supposed to look like this:

Square Wheels Rat Cage Haiku work hard

Or maybe more like this:

Square Wheels Rat Cage Haiku Poem Winter of despair

We have a need to Spring Forward and really make a difference with the workers in most organizations. They have ideas for improvement and we can dramatically impact intrinsic motivation if people felt like they were on the team and that management really cared.

That’s my view, and I am sticking to it.

Presently, supervisors probably do not have the time nor the inclination to rattle the cages and ask for ideas about workplace improvement. They are not empowered to form teams nor do any of these people have much “release time” in which to fine-tune and implement things.

You can find some more of my thinking at the blog I posted up yesterday:

Square Wheels One - if you always do done

Hopefully, we can find some ways to give supervisors more time and motivation and tools to better involve and engage their people in all aspects of workplace performance improvement,

For the FUN of It!

Scott Simmerman, creator of the Square Wheels images and toolsDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on Poems and Quips on Workplace Improvement is here.

 

 

If you aren't leading and engaging, what ARE you doing?

If you aren’t leading, involving, engaging and motivating people, are you just taking up valuable organizational space? We need Leaders in so many workplaces today and managers need to make choices!

—–

A key issue in most teams in most sports is having leadership. It can occur everywhere. Sometimes, they wear a little “C” on their jerseys indicating to the officials that they are Captains and sometimes they walk to the middle of the playing field to watch the coin toss. Other times, they are simply the people on the field who the other look to for motivation or depend on for The Big Play.

This happens in every organization, too. Sometimes, people depend on one of their own to speak up at a meeting to express a common concern. Sometimes these are just those people who get others involved in what is going on, since every person in the tug-of-war lends something to the effort.

Paraphrasing on Henny Youngman standard one liner, the research by so many different organizational polling companies would suggest,

Take my Boss… Please.

Jim Clifton seemed to seriously suggest that the data from his Gallup polling would suggest a realistic situation were for about 7,000,000 managers to simply be fired because they repeatedly seem unable to lead, manage or get out of the way. So many workers complain that no one listens and no one cares and that engagement is a HUGE problem with most companies worldwide. (Find a link to some of his writings here.)

Organizations  tend to work like this, in the view of most people: Square Wheels One copyrighted V1 small

Wagon Pullers are seemingly isolated by the rope!

Deloitte’s Global Human Capital Trends 2014 Survey showed that leadership was a critical issue, with 86% of respondents rating it “urgent” or “important”. It also showed that only 13% of organizations say they do an excellent job of developing leaders at all levels — yeah, that is kind of noticeable.

But leadership is a big wide thing, with there literally being thousands of books on the topic. Most of us regular people would simply suggest that being trustworthy, involving and engaging are pretty important skills to generate everyday motivation. Feeling aligned to the goals and expectations and feeling appreciated seem to be pretty straightforward and understandable parts, too.

These Big Survey Consulting Companies like Gallup and Deloitte tend to offer up Very Big Solutions (you can read that as complicated and expensive). Me, I am more of a continuous continuous improvement kind of guy who thinks that everyone can make some improvements every day without requiring the extensive involvement of HR and Training & Development organizations — you know, the ones that always get their funding cut first because they are seen as costly to most senior managers (who do not get their development from them anyway, relying on outside groups like the Universities and Center for Creative Leadership and similar…).

There are a number of writings in the PMC blog around the issues of generating engagement and motivation, all of it simple and straightforward and all of which can easily be accomplished by any supervisor simply looking to improve their skills in motivating people.

– Here are thoughts on the problems of involving and engaging people– Here are ideas on Dis-Un-Engagement and issues of facilitating– Here is a framework for involvement and workplace improvement

As so many others have framed things, I believe that only some of the problems of leadership are at the top levels of the organization — senior managers may not be leading well or implementing strategies effectively.

But as Jim Clifton and others have shown, the real issues of organizational leadership and day-to-day motivation and performance occur at the interface of worker and manager – there are zillions of those minute-to-minute, hourly and daily interactions that might allow so many more people to work “more better faster” and that would help to involve and engage and align people to the expectations and goals. That is where organizations are failing their people.

There are no Big Silver Bullets out there to solve these issues. But there are bazillions of the Square Wheels, those things that work but do not work smoothly and that generate less than optimal performance. These are “artificial hindrances” in the sense that The Round Wheels are already in the wagon! There are all sorts of motivational impacts to be achieved when our supervisors do a better job of involving and engaging their people and our managers do a better job of involving and engaging our supervisors.

So many Big Solutions have been tried and have seemed to fail over the past 50 years. Sometimes, that exceptional leader like a Steve Jobs can get a good grip on things and have that major impact, but those cases are really rare (which is why Steve Jobs got all that press!).

Maybe it is time to try somelittle solutions. Maybe it is time to simply allow a bit more individual development and initiative in the workplace of the managers and supervisors so that they can more effectively involve and motivate their people.

S

It does not take a whole big bunch of money or time to actually implement some of the ideas of the team that would make the workplace better in some ways. People generally want to make things better and will work toward doing that. And that little effort has a big and cascading impact on people and morale:

cartoon by Dr. Scott Simmerman

It is important to remember that Nobody Ever Washes a Rental Car and that people want to have a sense of ownership involvement in things. Plus, it is also important to know that people do need to be involved and engaged in order to want to be involved:

Navajo Not possible to awaken

 

At PMC, we sell simple toolkits that allow a supervisor to generate actionable ideas from their people. We use these simple cartoons to get wheels rolling downhill, to show supervisors that involvement and engagement facilitation are not that difficult to accomplish and that these activities can be a part of their everyday life as a manager. It is easy to ask and to listen, to generate teamwork focused on implementing good ideas to make performance improvements.

People are creative and flexible. We can do simple things to remove or decrease frustration and deal with roadblocks to help motivate people. I call this process Engagimentation (or Dis-Un-Empowerment) and suggest that you consider taking such actions with your people to make some impacts on so many things. Let me know if we can help – we sell inexpensive and effective tools for communications.

Performance Management Company and Scott Simmerman

For the FUN of It!

square wheels authorDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on Poems and Quips on Workplace Improvement is here.

 

 

Fear is The Mindkiller – Thoughts on Facilitation and Engagement

In writing about facilitation and how it seems that some people want to make this simple concept into a horribly complex pedagogical framework understood only by experts (like me, but certainly not approaching the issues like me!), I was reminded of a quip and then looked it up for the whole source.

I remember reading Dune (by Frank Herbert) while on a 9-month solo car camping trip around the US back in 1977. I was acting out the definition of footloose and fancy-free in those days, for sure, since I had no plans, no timeline, no specific destination. Just me and my car and my tent and camping gear. Awesome journey all over the US and reading a few books in the quiet evenings.

Herbert’s Dune Trilogy was an outstanding set of science fiction works, one that took the basic characters over time and across The Universe. It was a lot about personal strengths and leadership and dealing with adversity and politics. And one of the repeated phrase in the first book and in the trilogy was this one:

Fear is the mindkiller

The whole litany of the Bene Gesserit for building their personal strengths and resolve was actually,

“I must not fear. Fear is the mind-killer. Fear is the little-death that brings total obliteration. I will face my fear. I will permit it to pass over me and through me. And when it has gone past I will turn the inner eye to see its path. Where the fear has gone there will be nothing. Only I will remain.”

Pretty neat mantra, I think, and a really good thing to tell yourself when you are faced with a challenge or challenges. Allow the fear to pass over and through and then reflect on it to learn. Personal growth from managing fear effectively.

I am reminded of this as we talk about facilitation of workplace improvement and the obvious lack of real involvement and engagement in the workplace.

The concepts and understanding of the related issues are pretty clear and there are some strong Big Ideas about what should be done. Jim Cliffton, CEO at Gallup and the surveyor of millions of workers simply says that there are 7,000,000 bad bosses out there who should be fired because they cannot demonstrably manage people very well.

(This is not me talking for him — see this link for what he said and how he was framing this issue of leadership and management practices in everyday organizations.)

So, a solution? Yes. Mine is a simple one designed to get things rolling and change the language of improvement. Mine is an easy, bombproof way to get workers talking with supervisors about issues and opportunities for workplace improvement. Mine is one that anyone can do without a lot of training.

Have a meeting and use this simple illustration:

Square Wheels One copyrighted V1 small

We suggest that you:

  • Show the Square Wheels One cartoon.
  • Play with the general ideas people think of and share.
  • Link the ideas and process to the organizational issues of the group
  • Play with listing organizational Square Wheels of the workplace
  • Break down and separate the list into least difficult and most difficult.
  • Break easier ones into less costly and more costly.
  • Ask for volunteers to work up the idea or to try to implement a solution or solutions.
  • Provide organizational resources as needed (time, money, support, power)
  • Repeat the cycle building on successes.

Facilitation is not rocket science, although rocket scientists certainly use facilitation when they are brainstorming new ideas or looking for issues or problems or trying to define different ways of accomplishing difficult tasks that need a team-based solution.

Remember the movie Apollo 13 with the issue of the square filter needing to fit into the round hole: (Watch this 90 second YouTube clip by clicking on Tom Hanks’ image below). Pretty cool scene, and a real and urgent problem solving situation faced by the response team:

Hanks - apollo 13

The facilitation is easy. Share the problem, share the tools and framework, and ask a group of people to put things together. In the case of YOUR people working in your organization, consider using our simple Square Wheels One illustration and cheap facilitation tools to create your Apollo 13 problem and ask your people how to help each other make things better.

Find my short screencast about how to use Square Wheels as a tool for improvement by clicking on the image below:

Square Wheels The Movie Logo Must DO

We help people make workplace improvements,

For the FUN of It!

Dr. Scott Simmerman

Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on Poems and Quips on Workplace Improvement is here.

Daylight Savings Time – Myths, Realities and Impacts

I’ve been playing with Spring Forward Monday as a proposal to take some time and celebrate employee involvement and to ask for ideas to improve organizational performance and productivity. You can find more about that idea here:

Spring Forward Monday Square Wheels toolkit logo

And I had read a good bit about the day, but not really known much. Here is what I found out, much to my surprise.

I was thinking that it was an American phenomenon and that it occurred only in the US, proposed by Ben Franklin or Franklin D. Roosevelt or someone a long time ago.

The modern idea was actually first proposed in 1895 by an English-born New Zealander. It was first implemented by Germany and Austria-Hungary on April 30, 1916.  Many countries have used it at different times and it has been more consistently implemented since the energy crises of the 1970s, according to Wikipedia.

It is currently used worldwide (see graph from wikipedia below). A few countries have gone to permanent DST, such as Argentina, Iceland and Russia. It simply changes the times of sunrise and sunset, but that is really for early risers.

Colors are northern hemisphere and southern hemisphere DST countries

Colors are northern hemisphere and southern hemisphere DST countries

When implemented, clocks are moved ahead one hour sometime in the Spring and moved back in the fall so that there is more apparent daylight in the evenings and less in the mornings.  A study in Indiana, which has been in and out of the system, found that it actually raised electricity bills significantly when implemented…

On the other hand, it benefits sports and retail sales but makes the July 4th fireworks shows occur later for the little kids!

With the cellphone and automatic clock issues, many of the old clock resetting problems have gone away. It is estimated, however, that time lost to setting clocks in the US is about $1 billion and estimates are that the loss of sleep causes $450 million in health problems.

Setting clocks ahead means that workers are actually arriving at work an hour earlier than they had the previous week. That clock-shifted biological time does have impacts, just like you would see if you were working an hour earlier that day (duh!). The “nine to five” workday is actually “eight to four.”

This is a modern day, industrial issue, for the most part. Ancient societies were much more attuned to the actual sunrise and sunset and agricultural societies remain tied to the sun and not the time.

The truth about Ben Franklin is also interesting. Franklin is known for publishing the old English proverb, “Early to bed, and early to rise, makes a man healthy, wealthy and wise” During his time as an American envoy to France, he anonymously published a letter suggesting that Parisians economize on candles by rising earlier to use morning sunlight.This 1784 satire also proposed taxing shutters, rationing candles, and waking the public by ringing church bells and firing cannons at sunrise. Franklin did not propose Daylight Savings Time but he was known for tweeking a few cheeks now and again!

You can read a lot more about Daylight Savings Time at http://en.wikipedia.org/wiki/Daylight_saving_time and there are a number of research reports that analyze various economic impacts.

It is not always a great day, but it is an opportunity to choose to do something differently:

Square Wheels One Daylight Savings haiku Will Spring

If you are looking for a tool to use with your people to better involve and engage them, we have a very special price on a special toolkit designed for this day. For $5.95, you can rock and roll! Click on the image below to find out more:

Spring Forward Monday Square Wheels toolkit

For the FUN of It!

Dr. Scott Simmerman

Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on Poems and Quips on Workplace Improvement is here.

 

Daylight Savings Improvement Day – Spring Forward Monday

On Sunday, March 9, at 0200 hours in the early morning of 2014, most of the United States will engage in an exercise called Daylight Savings Time and we will move the clocks forward an hour, making it darker early in the morning and extending daylight in the evening.

It has some historical anchors, but various sources estimate the actual cost in lost productivity to be somewhere between $400 million and $2 billion, with people generally losing an hour of sleep in addition to having to adjust all the manual clocks in their life. (Most cannot remember how to reset the clocks in their cars!)

So, as an alternative to the lost productivity and in recognition of the need to improve workplace productivity and involvement and engagement, I am going to propose we create and celebrate Spring Forward Monday, where supervisors and managers should spend some special time with their people working on the issues of productivity and alignment.

The basic idea is pretty simple:

Things may not be working smoothly. And some round wheels are already in the wagon. So, let’s take a bit of time to stop pushing and pulling and talk together about some of the perceived issues and opportunities and how we can implement some changes and improvements. Most people feel that managers do not listen to ideas, so let’s use this special day for this special purpose: communications!

SWs One 2 Haiku brown and green

So, we want to choose to do something that looks more like this to better involve and engage everyone in the workplace and hear their ideas for improvement:

Spring Forward Monday Square Wheels toolkit logo

We want to engage all those feet in moving things forward, more better faster.

The conversations could focus on shared goals, missions and visions, and alignment kinds of things to clarify expectations and provide performance feedback or it could focus on themes of issue identification and opportunity implementation.

You can view a 3-minute video on the basic idea of Spring Forward Monday by clicking on the image above or by clicking on this link.

There should be lots of positive impacts for something special like this, including the simple recognition that ideas for improvement already exist and that we should be choosing to do some things more better faster.

Click here to find more information about this specially priced, $5.95 Square Wheels Engagement toolkit by clicking on the link below:

Spring Forward Monday Square Wheels toolkit

For the FUN of It!

square wheels author

Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on Poems and Quips on Workplace Improvement is here.

Page 1 of 3

Powered by WordPress & Theme by Anders Norén