Performance Management Company Blog

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

Tag: LEGO business images

Thoughts on Change and Choice – a Square Wheels LEGO cartoon

I was thinking about a discussion about climate change and decision-making and “considered alternatives” and things like that and I just happened to see one of the illustrations I did for my Susan and Courage slideshare package the other day.

And the whole idea of decision-making and information gathering popped into my head so I adjusted that original cartoon to look like this:

LEGO Politics Brain in a Box

You can see lots more cartoons on my poems blog – click the image!

My thought is that you need to at least get people to STOP doing what they have always done in order to look for possibilities for improvement or change. Ideas are just not implemented, they first need consideration…

If you have not seen these before, my main cartoon in LEGO that sets up the above theme looks like this one:

How things really work in most organizations...

And the above is based on the Square Wheels illustrations that we have been selling in a variety of toolkits that anchor to these line-art drawings, this one with one of my poems embedded into the main idea:

Square Wheels One poem Always Do Pretty Rotten

Square Wheels represent the things that work, but that do not work smoothly. Round Wheels are already IN the wagon, but getting the leadership and the team to consider these as possibilities for improvement represents the real challenge. From there, implementation of these ideas is often pretty straightforward. We KNOW how to implement things; choosing to do so is often the real issue of teams, organizations, and societies.

You can find lots of articles within the blog posts on this blog — there are over 400 of them now and searching is pretty easy since I keyword them. Click here to go to the main home page.

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.

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

 

Workplace Happiness – Why are so many unhappy?

I sure wish I had a silver bullet on this issue of the workplace and how to make it better. There are so many good writings out there, like this one on leadership and engagement by Christina Lattimer that shared a checklist of situations which might suggest that you step back and take a look at how things are working.

  1. There is a “them and us” attitude.
  2. Your organisation ethos is that employees ought to be grateful for a job
  3. Culturally it is ok to blame individuals or teams for what goes wrong.
  4. People are scared to say what they think, and you never ask them anyway
  5. You think you know better
  6. There is a culture of complaining and negativity
  7. There is a “business like” culture which squeezes out basic caring of people in the organisation and beyond
  8. Profit is king, values will be breached if the profit margin is threatened
  9. Policies and procedures do not take into account that people have lives
  10. Employees are not encouraged to learn and grow

It seems like a solid list, one that has a lot of things commonly found if you ask the workers. In my mode of Keeping It Stupidly Simple, I offer up this illustration as a general idea about possibilities and accountability:

LEGO POSTER - WORKPLACE HAPPINESS at hand

Isn’t this whole issue mostly one of worker / supervisor relationships, trust and engagement that is influenced by a larger context of organizational culture? Can’t most things be addressed “locally” through a combination of communications and agreements, asking and listening, acting congruently with the values and things like that?

Why is this stuff so hard? And is it really that difficult to accomplish if we simply made different choices?

Your thoughts? Or, better yet, your commitment to do things differently?

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 blog on Poems and Quips on Workplace Improvement is here.

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

KISS – Keeping It Stupidly Simple – A Square Wheels Poster on Collaboration

Complex, convoluted and risky. That is today’s workplace for most people.

Nothing seems simple today and, frankly, the more complex and detailed the design, the more opportunities there are for failure and non-compliance, two words not totally appreciated in the workspace of today’s managers. Avoiding risk is a key issue and many a good training program is being met with a lot of talk but not a lot of change or improvement.

Engagement continues to be a main theme of workplace improvement and the reality is that few people are all that engaged. Those that are feel a strong sense of ownership and involvement, feel appreciated and supported, and will often generate those higher levels of performance that are so desired.

As it is my intention to put up a number of posts and illustrations and posters reinforcing the theme that we need to start looking for some SIMPLE solutions instead of increasing the increasingly complex. I wanted to add this simple notion of collaboration. The Big Idea is that we need to START working on trying to collaborate, take a simple look around to see if any new ideas or improvements might exist, and then implement those ideas.

LEGO POSTER - COLLABORATION really working together

Looking at the above as a representation of how a group of people is working together to make progress, doesn’t it seem obvious that some solutions are at hand and that the situation simply needs conversation and agreement about issues and opportunities? And doesn’t the above illustration really represent how things work in most organizations?

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I added another related cartoon to my poems blog – you can see the text of ideas if you click on the image of it below:

SWs LEGO Boss Gang with Skis and RWs 2 90How hard would it be to really generate some collaboration?

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If you want to  gain some simple ideas and access some bombproof simple tools for improving intrinsic motivation and involving and engaging people for collaborative workplace improvement, clicking below will share some of my posts on stupidly simple themes of COLLABORATION and TEAMWORK:

•Posssible Sideways GAMES link for homepage

At Performance Management Company, we sell simple tools and recommend simple approaches to generating collaboration, involvement and motivation for continuous workplace 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.

 
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.

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

 

Progress – The Paradox of Making It

This post is subtitled,

There are just some things you cannot build with LEGO

and it is about celebrating successful change in the paradox of organizational reality.

—————————-

The past two days have had me posting up around the themes of change and why implementing change and generating new behaviors around leadership or trust are just so difficult. It is easy to talk about behavior change, somewhat easy to design training interventions to generate classroom change, and really really hard to generate real changes in workplace behavior. People make choices and you have only so much influence.

An article about sales and the brain focused on the issue of RISK as the main informational sort that occurs, that if perceived risk of doing something is too high, then the desired behavior just will not occur. Risk is the first sorting pattern, while IMPORTANCE is second.

If the desired new behavior is judged to be risky, it will just not occur.

People, at least most people, tend to avoid situations that they perceive as risky to them personally. While risk can be an adventure, many simply choose not to be all that adventurous in something as important as their worklives.

That thinking got me to remember an old cartoon I did of the theme on the paradox of organizational reality. So, I made up a little poster:

POSTER - Progress Up - not simply one foot ahead

Making real progress is not a simple task. There are corners to turn and steps to climb and wheels to improve on the wagon and it will be a continuous process, for sure. A wrong step will be a disaster and some wrong steps offer no recovery. Trust is implied because the wagon pushers cannot really see where they are headed, only the dangers on the sides.

I think this represents a lot of organizations pretty well and it implies what is required for behavioral training interventions to succeed. People need to see the goals, understand the importance and have a reasonable chance of succeeding and not falling off.

While I was at it, I also generated up this poster:

LEGO SWs Progress UP yellow reality everything

You cannot get into someone’s comprehension of the issues surrounding their behavioral choices, since that thinking and those considerations are pretty personal and internal. You can create a supportive climate and context, knowing that peer support and success can be good motivators of behavioral change. But it is really about their personal choice and considered alternative choices. Training can expand the latter and the environment and culture can influence the former.

A key IS to celebrate that successful change:

LEGO Celebration of Changes Team

People need to put the round wheels on the wagon and feel the positive support of their teammates in order to generate that continuous continuous improvement that today’s workplace requires.

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 blog on Poems and Quips on Workplace Improvement is here.

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

 

KISS – Keeping It Stupidly Simple – A Square Wheels Poster on Team Perspective

Conversations keep reinforcing the idea that everything is getting increasingly complicated these days. We have the paradox of training programs and assessments and similar tools being more and more complex and nuanced while, at the same time, none of us have much time to learn anything new. Where we used to be able to find three days for an off-site training program to learn and practice new skills, these kinds of development activities are now done online in 2 hours.

As I capture with some data and supporting materials in a blog linked to the icon below, managers are most definitely working increasing hours because of our continuous electronic connection to the workplace. Realize that almost half of us check email going to bed or at the dinner table.

working while not working

So, it is my intention to put up a number of posts and illustrations and posters reinforcing the theme that we need to start looking for some SIMPLE solutions instead of increasing the increasingly complexity. So here is a simple idea on the need to STOP working and take a simple look around to see if any new ideas or improvements might exist.

LEGO POSTER - Team Perspective with SWs

If you want to see some ideas and access some bombproof simple tools for improving intrinsic motivation and involving and engaging people in the workplace, clicking here will share some of my posts on the stupidly simple theme of Dis-Un-Engagement:

dis-un-engagement

At Performance Management Company, we continue to sell simple tools and recommending simple approaches to generating involvement and motivation for continuous improvement in the workplace.

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 blog on Poems and Quips on Workplace Improvement is here.

Square Wheels are a trademark of Performance Management Company

 LEGO® is a trademark of the 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

 

 

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