Author Archive for: ‘Leslie Phillips, Chief Executive Officer’
We recently heard Simon Sinek’s messages about empathy. He suggests that to practice empathy in the workplace we must — daily — make the well-being of others (our teammates, our customers, our health inspector, etc.) a conscious, visible, intentional priority.
This theme also connects with this article about the mood elevator.
The Mood Elevator is an awareness tool…used to describe our moment-to-moment experience of life. It encompasses a wide range of feelings and together, these emotions play a major role in defining the quality of our lives as well as our effectiveness.
Behaviors found on the “higher” (positive) floors of the mood elevator include:
1. Positive spirit/vitality. Creating an environment where there is teamwork, mutual support (AND EMPATHY), and cooperation…where people are fun to be around, proud of what they do, and willing to put in the effort that is beyond normal expectations.
2. Collaboration/trust. Creating frequent and open two-way communication… maintaining openness and trust…with high levels of (EMPATHY) feedback and coaching.
3. Appreciation/recognition. And rewarding performance.
4. Agility/innovation/growth. Encouraging people to innovate, create, and be open to change. Empowering people, and having a bias for action and an urgency to move forward.
5. Customer/quality focus. Having a high focus on, and awareness of, quality and customer service.
6. Ethics/integrity. Acting with honesty…Core Values and ethics are very important and decisions are made for the greater good of the organization. Seeing healthy differences and diversity as strengths.
7. Performance orientation. Having high expectations for performance and accountability for actions and results. Being a self-starter.
8. Direction/purpose. Providing a sense of direction and purpose…with clear alignment and connection with the organization’s strategic goals.
Live the above and you’ll be more creative, joyful and productive. Promise.
When we see or experience two people or two concepts that are silky smooth, fine tuned, natural, beautiful….we may say (or hear), “you know…they’re like Fred and Ginger.” Fred Astaire and Ginger Rogers knew how to dance.
In Culture isn’t enough, the Fred and Ginger are Culture AND Brand.
Timely, especially as we work on our company meeting agenda where the word “brand” is spotlighted.
On the topic of Culture, it’s true, “happy, engaged employees do indeed produce better results.” Employees get and stay engaged for a variety of reasons. Having the chance to do what you do best every day, hearing appreciation, getting coaching and honest feedback so you can grow and be successful…the things that turn you on, turn on your team, too.
“But if you want to do more than survive — if you want to increase your competitiveness, to create real value for your customers and employees, to future-proof your business — having a good, generic culture isn’t enough. You should cultivate a culture that is aligned and integrated with your brand.”
How to do this:
1. Adopt a single brand purpose to inspire, focus, and guide everything your organization does. Start with why your organization exists (not what you do or how you do it). And why is NEVER “to make money.” Customers do not seek us out because we do something to make money. MG’s why? Articulated by many in many different ways — but all seem to center around wanting to make lives better (our customers, our employees, our growers, and on and on).
2. Articulate one set of core values and use them to shape what you do inside your organization and out.
3. Check in on how you are doing. Are you performing well in both areas? Are employees engaged and feeling good about their work; and are you making lives better every day?
Can you hear the music and see the silhouettes gliding across the dance floor?
I love our mantra, Make a Difference Every Day. I love wearing my MG tee shirt that reminds me to set this daily intention and helps me share the message with everyone around me. And yet, sometimes, I fall into the trap of measuring the difference on the wrong scale. While some days it’s huge — something you plan for, commit to, and do (like organizing a full day of service in your community; helping build a Habitat house, etc.); the rest of the days, it’s not.
“We must not, in trying to think about how we can make a big difference, ignore the small daily difference we can make which, over time, add up to big differences that we often cannot foresee.”
— Marion Wright Edelman
And that’s what makes this mindset…and our actions that support it, every day…so magical.
For a company that is wild about wildly important goals…say what?!?
You need a goal (or two, but not more than 3!) and it needs to be measurable. The process of identifying and agreeing upon a goal (what can be even better, cleaner, tastier, safer) brings focus…to everyone. And, by the way…”focus” is the single word to which both Warren Buffet and Bill Gates attribute their success — not determination, not smarts, not courage, not creativity — but focus.
BUT, to achieve your goal? Spend your time focusing on your “systems”.
“If you’re a coach, your goal is to win a championship. Your system is what your team does at practice each day…When you focus on the practice instead of the performance, you can enjoy the present moment and improve at the same time. None of this is to say that goals are useless…goals are good for planning your progress, while systems are good for actually making progress.”
So, you have a goal…pulse-check…what are your systems for achieving it and maintaining the desired result? Focus, focus and refocus on that.