#279 swings

I have a terrible case of Spring Fever (which is not good given the amount of snow on the ground!)  But it has me thinking of all the rituals of the season, including children swinging on swings on a carefree spring day.

Think about the motions that the person on the swing follows to move it: they lean back, and then kick forward.  I recently heard a wonderful analogy about swings and how that motion can be replicated in organizations to move their group forward:  lean back and grab the important elements from the past, then kick forward to propel the organization into the future.  If you fail to reach back and acknowledge the past, you miss part of the momentum that can carry you higher.

Even though the weather may prohibit you from actually enjoying a swing today, try to keep a virtual image in mind when implementing your change efforts.

-- beth triplett
leadershipdots.blogspot.com
@leadershipdots
leadershipdots@gmail.com

As quoted in Carpe Mañana by Leonard Sweet
Thanks to Dan Lawson

#278 tangible

There was recently a story in the local newspaper about one of our theatre students who, like most drama majors, wishes to make it on Broadway.  What sets him apart is that he truly is a master costumer, designer and crafter.  He very well may have the talent to create the next iconic gown or pair of sequined shoes worn on the Great White Way.

While many dream of the future, Josh envisions himself there.  While visiting New York City, he purchased his cell phone so he can finish out college with a 212 area code.  "It's my way of saying that someday I'll be there," he said.

What steps can you take that make your dream that much closer and that much more real?  It's not enough to live in the hypothetical or far off future.  Do something today that makes what you strive for become even a little bit more tangible.

-- beth triplett
leadershipdots.blogspot.com
@leadershipdots
leadershipdots@gmail.com

Master of Disguise by Sandye Voight, Telegraph Herald, January 13, 2013, p. 1E

#277 the finish

There was much buzz in the NASCAR racing world when Danica Patrick qualified for the pole position in the Daytona 500 last week.  She became the first female to start from the front of the pack.

Unfortunately, she finished the race in 8th place.

Jimmy Johnson who began the race in the 9th position, took home the trophy.

There is much hype around who has the fastest qualifying round and becomes the lead off car, but there is no reason for rejoicing.  The Wall Street Journal reported that since 2000, only one person starting at the pole has finished better than fifth, and the average overall is 16th place.  No driver who started in second place has won since 1993.

"Starting position doesn't seem to matter a whole lot in the 43-car field," reports the Journal.   

Where you begin doesn't matter in many things; where you finish is what counts.  How many times have you heard of people that don't have natural talents, but worked hard enough to make the team?  Of people with less ability but more determination and they went far?  Of organizations with limited resources that made a real difference?

Don't be dismayed by not starting out in the pole position.  Life, as at Daytona, is a long race.  The checked flag is still yours to have with the right drive (pun intended) and persistence.

-- beth triplett
leadershipdots.blogspot.com
@leadershipdots
leadershipdots@gmail.com

Thanks to Colleen, again!
Wall Street Journal, February 21, 2013, p. D7

#276 have it your way

It is unusual that I go to a fast food restaurant and see something fun and innovative, but it happened yesterday at Burger King.  Instead of the standard fountain pop station that you see at restaurants, gas stations and cafeterias everywhere, I was greeted by a new ultra-modern soda dispensing machine:

This machine gave Burger King's slogan of "Have it Your Way" a new dimension.  With just the touch of a button, I could have one of 24 primary flavors (Coke, Diet Coke, Fanta, Sprite, etc.)  But the fun really started after you made the selection, as it gave you access to dozens of other variations on that main ingredient.  For example, Diet Coke could become Cherry Diet Coke, Raspberry Diet Coke, lime, cherry vanilla, vanilla or orange.  Sprite was peach, grape, raspberry, strawberry, vanilla, orange or cherry.  And you, the Drink Master Extraordinaire, could make your own personalized concoction with any proportion you desired.  In other words, no two drinks ever need be alike.

It was also interesting to me that a) I learned how to use this high-tech gizmo from a 75 year old man, who was quite experienced and enthusiastic about its potential and b) I witnessed a 6 year old boy, also a veteran, who knew exactly which buttons he wanted his dad to push and what sub-flavor he wanted.  So much for being too complicated!

Whether you are in the restaurant industry or not, what Coke and Burger King have done is to elevate the expectations of YOUR consumers for a growing element of choice and personalization.   How are you going to respond?

-- beth triplett
leadershipdots.blogspot.com
@leadershipdots
leadershipdots@gmail.com

#275 ears

When a colleague was preparing to become an interim department chair, this is the advice the outgoing chair gave her:  "Most days, what is needed is a big, plastic ear on the desk."  

While his advice may be an exaggeration, I am sure that the sentiment rings true for many occasions.  Often a good supervisor becomes the sounding board -- for venting, for ideas, for problems that work themselves out as they are expressed, for success stories and for personal travails.

Whether you acquire a literal prop from the science department or keep a mental image in your mind, I'll bet your work will be most effective if you heed the advice to do more listening than talking; more asking of questions than answering. 

-- beth triplett
leadershipdots.blogspot.com
@leadershipdots
leadershipdots@gmail.com

Thanks to Trudy Cunningham for sharing

#274 making meaning

One of the most important traits of marketers in this era is the ability to make connections and tell stories.  In fact, the theme of this blog is an attempt to connect the dots between everyday happenings in life and the organizational lessons these events inspire.

A brilliant example of marketing that makes meaningful connections between giving and the impact of the gift is the Pennies for Life Microloan campaign (that, like yesterday's blog, was given to me by my sister).  

Spend a minute and a half to watch this:  http://youtu.be/VS3ThxPrlVo

Most of us do not have the technological wizardry necessary to replicate this campaign, but hopefully you can take lessons from its intent.  How can you make connections to the big picture by connecting the little dots that contribute to it?  How can you make meaning and foster stewardship with any giving request that you make, whether it be for money from strangers or employee commitment from those closest to you?

Pennies do add up to fund significant change.  Little steps to lead down great paths.  Dots do connect to make meaning.  Keep that in mind when the road ahead seems daunting.

-- beth triplett
leadershipdots.blogspot.com
@leadershipdots
leadershipdots@gmail.com

#273 thank you

I have written in the past about the proliferation of "holidays" -- days that commemorate every occasion (and pseudo-occasion) imaginable.  My sister who works in HR sent me another one to note:  today is Employee Appreciation Day.

I have been an employee for many years, but had never heard of this one.  Why is it that Boss's Day is widely celebrated and the employee side of recognition is not?

If you seek out ways to appreciate and recognize employees, several themes emerge:
> Noticing the small things that people do at work
> Saying thank you for a job well done
> Providing a climate where people know each other and can form a team
> Bringing food and treats
> Allowing people opportunities for input and professional development
> Providing challenges for continual learning
> Allowing time off or flexible scheduling

I have had many employees during the years and try to create an environment where many of these things happen.  If I would assess one where I could improve, it would be to explicitly say "thank you" more often than I do.  Chances are high that I noticed the good things my current and former employees have done, but I don't always comment on them.  Nor do I express my appreciation for those who have become like family and shared more than workloads with me.  

In which area could you improve?  Are there things you aren't doing that you could work on to provide meaningful appreciation today -- and the other 364 days of the year?  Your colleagues are employees too.  Could you "show the love" to some of them today and take the strategies above to heart in going forward?  We all wear our "employee" hat for more waking hours than about any other role.  Do your part to acknowledge the good work all employees do to make your work life the best it can be.

So to all my current (and former employees with whom I am still in contact) -- THANK YOU for all you did for me and our institution.  I know you often go above and beyond, and I do offer my gratitude for your contributions, today, and on all the days when I didn't say it.

-- beth triplett
leadershipdots.blogspot.com
@leadershipdots
leadershipdots@gmail.com