Shaking and Rumbling Before the Breakthrough

Abundance Be Abundant

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Story: Chuck Yeager, the famous US pilot credited as the first to soar through the sound barrier, describes the unbelievable ruckus before the actual breakthrough. Accounts by Yeager and numerous others describe the incredible shaking, rocking, noise and general turbulence at 700 mph before cracking through. Then, there’s the wondrous beauty, relative silence and smooth sailing in the aftermath.

Key Point: Everyone of us will have numerous barrier breaking experiences in our lives (if we’re fortunate). And right now, many people I know and love, seem to be feeling Chuck Yeager’s turbulent moments. When you’re in it, whatever the circumstances, and however long, it will feel like eternity. It will feel like everything will bust apart and you will literally, in some form, crash and burn. The fact is, unless you choose that outcome, it rarely happens. At the moment, never ending crap and bad luck actually feels relentlessly real. Yet, when one is given the perspective from the future, which we unfortunately don’t have, it will viewed as a blip in our lifetime journey.

Some studies suggest that if you’re under 50 years of age, unless unlucky, you will likely live to be more than 125 years old. Those of us over 50 all have a good shot to beat 100. The few years of shakiness one may be going through momentarily will feel like an anthill in the rear view mirror.

Personal Leadership Moves:

  1. Ok… I get that there are obligations and bills to pay. That is just one problem in a lousy situation, and it often involves taking a huge gulp of humility. Someone I love dearly has a graduate degree and more initials at the end of his name than anyone I know. After his job situation blew up, he spent almost three years as a greenskeeper on a local golf course, humbly waving at executives he knew from his prior role playing 18-holes and drinking beer. I admire him. Five hard years later (after getting laid off again in the oil recession), he’s back at full-swing doing what he’s great at. He’s a better human/leader for it. Allow for carving out the obligation strategy from the overall personal reinvention strategy. 
  2. This personal “shaking” time has to be your sweet opportunity to self-learn AND add to your adaptive resilience. What new content/skills will you acquire? Why? What personal values will you extend, adjust and embrace? What stories will you be able to tell? As you attend to number one above, you need a parallel plan for YOU! DO NOT waste the time just frantically throwing out resumes and network. Of course, you have to do that. But if that’s ALL you do, you’ll just get another job. If helps number one above for a while but…
  3. If you have a friend going through this, for heaven’s sake reach out and be a true friend. Your ignorant silence speaks all the judgment you may be trying to avoid. Don’t worry, it’s not contagious. However, I promise you one thing, even if you confidently deny it at the moment, your Chuck Yeager time will come. I hope your friend that you ignored in his/her time, will be there just to care and listen to you.

Breaking the sound barrier in Personal Leadership,

Lorne

One Millennial View: Yeah, it’s crazy to understand or grasp the full amount of time we have to be personally and professionally malleable. We Millennials likely still remember school (where everything was given a letter grade and improvements could be managed and calculated accordingly). Now, it’s a little more complicated. But, hopefully our values, positive attitude, work ethic, and goals can help get us through turbulence… Even if it’s shaking for an uncomfortable amount of time.

– Garrett

Edited and published by Garrett Rubis

Getting Flatter Than Ever

Abundance Be Abundant

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Key Point: Familiar vertical leadership models are rapidly disappearing. As business models are being disrupted, so are the organizational structures many of us have grown up with. Modern companies are recognizing that new, collaborative communications and productivity tools along with the serious need for more adaptive, agile, and innovative cultures are quickly turning org charts inside out. The idea that people progress from worker to supervisor to manager to director to exec director to maybe VP is going bye-bye. Why? Connecting problems to solutions and necessary information flow is way too slow if it has to move up, down and across functions. If formal leadership is essentially command and control, is it really adding value? I don’t think so.

New leadership models like Holacracy and Agile are getting traction. These emerging leadership and governance principles involve much broader spans of control, more team/individual autonomy, accelerated peer-to-peer initiatives/coaching, teaming versus teamwork, and more. The thought that formal leaders have a few direct reports who they provide day-to-day direction is both inefficient and not adding value. It may make sense that formal leaders have at least 25 or more direct reports. These leaders would then have to focus on value added strategic support instead of daily direction. Who reports to whom becomes much less important than who is best equipped to get things done.

Personal Leadership Moves:

  1. Ask yourself the hard questions as what value formal leaders in your organization really add. What’s the evidence? Is your leadership structure most efficient?
  2. What do you really need from a leader? Are you getting that? If not, what better contribution might you receive? From who? How often?
  3. Consider whether technology/skills/attributes are coming together for more autonomous, and greater contributions for all. How might we unleash that?

Unleashing all in personal leadership,

Lorne

One Millennial View: This is interesting. It seems to me that most Millennials can get on board with more autonomy, and it’s fine if the typical progression or “ladder climbing” is done differently. But most importantly, there are still ladders that we want to ascend, so it would be great if whatever new leadership platforms take over still have an avenue to promote, compete, grow and succeed.

– Garrett

Edited and published by Garrett Rubis

Garbage Men Dave and Rudy Teach Us WOW

Abundance Personal leadership

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Key Point: Our company has a value based on WOWing each other on a daily basis. I often have people look at me in bewilderment when we discuss this, like “how could I possibly do that in my role?” Well, look for guidance from Nova Scotia garbage men Dave and Rudy. You may want to watch the video in this CTV News article:

Every Wednesday, three-year-old Hiro Getson walks to the end of his driveway, sits down and waits for the garbage truck. Like many kids his age, the toddler from Eastern Passage, N.S. has developed a love of big trucks. But even stronger than that early fascination is his unlikely friendship with two garbage men he greets each week.

Dave Nickerson said he and his colleague, Rudy, have developed a weekly ritual.

Hiro Getson, 3, and his mom check out a garbage truck at the end of their driveway.

‘Rain or shine, he’s at the end of the driveway. So we started watching for him, honking the horn for him, getting out and letting him play with the handles,’ Nickerson told CTV Atlantic.

Since Hiro took an interest in the garbage truck and its drivers last year, he’s baked them cookies and, most recently, gave them cards on Valentine’s Day. To repay the little boy’s kindness, the garbage men brought Hiro a special gift this week for his birthday: a toy garbage truck that resembles his favourite ride. They painted the truck the same shade of green and included small, personal details.”

So now, Hiro has a cool garbage truck with Dave and Rudy decals on the toy doors. And, Dave and Rudy make this child happy every Wednesday while getting his affection, occasionally expressed in cookies. If you Google this trend, there are actually quite a few stories where garbage men see themselves as more than people who take away our refuse. They bring cleanliness and friendliness to the community. They could just be cantankerous workers, feeling victimized by their role and frustrated by the underlying aspect of garbage. It’s even likely some days are that way for Dave and Rudy. However, what a difference when we have the ability to reframe what’s in front of us. Let’s face it, everyone of us picks up garbage in our work. What if we challenged ourselves to reframe our jobs with a little bit of WOW?

Personal Leadership Moves:

  1. Pause to think how we might WOW someone we interact with regularly. It doesn’t have to expensive or big. It is often just the statement that: “I see you, and appreciate that you’re there for me.”
  2. Be like Dave and Rudy this week. Wow someone who faithfully comes out to see you “every Wednesday.” Buy ’em a toy truck. Yay for Dave and Rudy’s inspirational act.

More than garbage in Personal Leadership,

Lorne

One Millennial View: I remember when one of my co-workers (who I didn’t really interact with much at the time) attended The Masters golf tournament with her husband. I was the only worker on my team interested in the event, and most other employees didn’t understand the appeal. Well, when I returned to my desk the week after, the co-worker who attended The Masters left me a small, green, plastic cup she acquired while there. It was likely free, but it was the idea that she hauled it back from Augusta, Georgia that meant so much. I still use it as a water cup on a regular basis. Definitely a WOW move.

– Garrett

Edited and published by Garrett Rubis

Wing Nuts and Cultural Contribution

Abundance

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Key Point: “You’re a bunch of extraordinary leaders and wing nuts.” That was the comment from a leader in the community I was having breakfast with the other day. She was commenting on the success we’ve had growing a phenomenal culture at ATB Financial. Her view is that members of the senior leadership were individually a bit odd; certainly the CEO and me, if not the rest. I took that as a compliment. It got me thinking about the paradox of being alike, yet different.

Wharton’s top leadership thinker, and best selling author, Adam Grant, notes the following:

Hiring like-minded employees can be unifying and motivating for a startup powered by the momentum of its first, disruptive idea. But a growing body of evidence questions that approach for scaling companies, says Grant. ‘Culture fit’ becomes a proxy for non-boat-rockers whom everyone likes, and feels comfortable around. That way, stagnation lies. Grant prefers ‘cultural contribution.’ ‘Instead of asking, ‘does this person fit our culture?’’ he says, ‘We should be asking, ‘What is missing from our culture, and is this person going to enrich it?’”

I agree with Professor Grant. We do need boat-rockers and people that make us think differently. In my view, I want people to be alike on core values like self-accountability, respect and abundance. However, I also want people who challenge the heck of out of me and others. I consider myself to be a respectful challenger, and yes, a bit of a wing nut. And I hope that makes all of us better.

Personal Leadership Moves:

  1. When you add to your team or organization, give more serious consideration to cultural contribution. What’s missing? How might this next person enrich it? Consciously seek out the diversity they might bring.
  2. Celebrate your constructive wing nuts. You might even be one.

Wing Nuts in Personal Leadership,

Lorne  

One Millennial View: I’ve certainly heard the theory that commonly makes its way into informal conversation: “There’s something a little ‘off’ about CEOs, political leaders, etc.” Some people suspect Elon Musk isn’t even from this planet. Personally, I do not view this as a negative adjective or descriptor. Various cynics even like to attribute high levels of success to stages of narcissism and autism. Who knows? There might be pieces of truth in all of that. But as Millennials, why would we say this? To me, it sounds like an excuse. Is it because we have big hills to climb and it’s easier to preemptively decide we can’t than put in the work (and possibly fail)? We can seemingly comment “#Goals” when we see a desirable achievement on Instagram, but then what? Rationalize that they must be a psycho for putting too much effort into work, appearance, relationships, etc? I sure hope I can rock the boat by being a wing nut, and I care way more for that idea than joining any like-minded group that cares not to try. 

– Garrett

Edited and published by Garrett Rubis

Culture Cast: Analyzing the Current State of Recognition, Acknowledgment and the Reward System

Personal leadership Podcast

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Hey Culture Cast fans! On Season 2, Episode 6, Lorne and Lynette discuss and analyze recognition, acknowledgment and the reward system. It’s not just about “what you did,” it’s about “how you did it.” Join the discussion about the value of giving and receiving genuine recognition from you, your peers and employees.

Please listen on Soundcloud and iTunes, and don’t forget to rate and review.

If listeners have any questions or thoughts, feel free to email the podcast at CultureCastPodcast@gmail.com. As you can see, we’ve started a Q/A series that will be posted every other Wednesday, and will likely be addressed in future podcasts as well. Please feel free to contribute. 

Also, please follow the podcast @CultureCastPod1 on Twitter, and advance the conversation.