A New Way to Work

Success and change without burnout by Dr. Geri Puleo

Archive for the tag “Organization”

6 Cultural Characteristics of Innovative Companies (Infographic)

INFOGRAPHIC - 6 Cultural Characteristics of Innovative Companies

Innovation in business is defined as moving forward by implementing new, more effective processes, products, and ideas.  But such innovation cannot simply be demanded by organizational leaders.  The employees charged with the duty to innovate must be motivated and empowered to do so.  Unfortunately, that’s where many of the challenges of innovation emerge.

Employees will only unleash their creativity in the pursuit of more innovative business ideas IF the organizational culture fully supports their efforts.

There are 6 cultural characteristics that define an innovative company:

  1. Trust
  2. Integrity
  3. Respect
  4. Humility
  5. Faith
  6. Hope

But how do you encourage, support, and reinforce these cultural values throughout the workforce?

I have created an infographic to help.  This infographic not only defines each of these cultural characteristics, but also provides quick tips to introduce and sustain them within the workplace. Although I’ve included it in this post, you can download the pdf by clicking here.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, keynote speaker, blogger, career coach, university professor, and researcher, you can see her “in action” in her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  For more tips and ideas, please subscribe to her weekly “Success @ Work” eNewsletter at https://drgeripuleo.lpages.co/success-work-opt-in-page.  To contact Dr. Puleo, please go to www.gapuleo.com

“I Hate My Job!” How Negative Coworkers Contribute to Burnout (VIDEO)

This is video #9 in a 10-part series focusing on the 10 ways that organizations burn out employees. I’ll discuss how negative co-workers can burn out employees — plus actions you can take now to overcome assumptions as to WHY workers are so negative as well as how to create a more positive work environment.. For more tips and ideas on how to avoid workplace burnout, please check out my blog at http://www.a-new-way-to-work.com.

 

7 Time Wasters That Destroy Work-Life Balance (VIDEO)

It’s tough to balance the conflicting responsibilities of our work and personal lives. Maybe it’s because we’re exhausted, but we all waste time.  I’ll identify 7 time-wasters that contribute to work-life imbalance In this quick 2-minute video, I’ll discuss 7 time-wasters that contribute to work-life imbalance AND can lead to burnout.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, keynote speaker, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  For more tips and ideas, please subscribe to her weekly “Success @ Work” eNewsletter at https://drgeripuleo.lpages.co/success-work-opt-in-page.  To contact Dr. Puleo, please go to www.gapuleo.com

I Win…You Lose: How Politics and Sabotage Create Burnout

This is video #7 in a 10-part series focusing on the 10 ways that organizations burn out employees. I’ll discuss how environments that condone (or encourage) politics can lead to sabotage and employee burnout — plus I’ll provide tips on how to prevent it from happening in your workplace.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  To contact Dr. Puleo, please go to www.gapuleo.com

We Don’t Have It! How Insufficient Resources Create Employee Burnout

This is video #6 in a 10-part series focusing on the 10 ways that organizations burn out employees.  I’ll discuss how insufficient resources lead to employee burnout and give tips on balancing the financial and human costs of providing — or NOT providing — the necessary resources.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  To contact Dr. Puleo, please go to www.gapuleo.com

It’s About the Money! How Over-emphasizing ROI Creates Burnout

This is video #3 in my 10-part series focusing on the 10 ways that organizations burn out employees. I’ll discuss how focusing simply on financial results leads to employee burnout plus provide tips to balance tangible and intangible outcomes.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  To contact Dr. Puleo, please go to www.gapuleo.com

What Did You Say? How Poor Communication Leads to Burnout (Video)

This is video #2 in my 10-part series focusing on the 10 ways that organizations burn out employees.  I’ll discuss how poor organizational communication leads to employee burnout plus provide tips on effectively sending and receiving messages.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  To contact Dr. Puleo, please go to www.gapuleo.com

Where Are We Going? How a Lack of Vision or Direction Creates Employee Burnout (Video)

This is video #1 in a 10-part series focusing on the 10 ways that organizations burn out employees. Dr. Geri Puleo discusses how the lack of an organizational vision or direction leads to employee burnout plus provides tips on creating a compelling organizational vision and establishing the path to achieve it.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  To contact Dr. Puleo, please go to www.gapuleo.com

Have We Forgotten How to “Play Nice” at Work?

Teamwork - Bring on new memberWhen we were children, we were always admonished to “play nice.”  In other words, we should share our toys, be nice to other people, and help our friends.   In this way, we could enjoy our time together – and maybe even learn some valuable lessons about human behavior.

As adults, the equivalent to “playing nice” with playmates is to be respectful and helpful to our coworkers.  We should share our resources, respect our differences, and assist our colleagues when they run behind schedule or need a hand.

Like when we were children, we expect that there will be reciprocity:  if I “play nice” with you, then you will “play nice” with me.

While childhood was a much simpler time, these life lessons still ring true in the modern workplace.

However, I often wonder if we’ve really learned how to apply these childhood lessons of “playing nice.”  I have to ask:  have we forgotten how to “play nice” at work?

“Playing Nice” Is Inherently Reciprocal…or Is It? 

Just like no man is an island, no employee works alone.  We need to work with others in order to get the job done.

Ideally, teamwork enables us to get things done as the result of synergies arising from applying our individual KSAs (knowledge, skills, and abilities) to the task at hand.  The whole of our efforts, therefore, is much greater than the sum of our individual parts.  By helping one another, no one is overburdened or stressed out.

The ability to effectively work in teams also reflects (to a large degree) our mastery of interpersonal communication skills.  The logic is that teams understand how to communicate, embrace differences, and share a single-minded focus on an ultimate, unifying goal.  By being on “the same page,” conflict is reduced or averted.

All of these mantras on teamwork reflect the idea of “playing nice.”

However, problems occur when some team members “play nice,”…but others don’t.  When this occurs, there are inevitable feelings of hurt, anger, and betrayal – feelings that ultimately affect organizational productivity and performance.

Consider these examples:

  • Stanley is an extroverted, dedicated employee who makes the time to lend a helping hand to his colleagues.  During his 360° performance review, he is shocked to learn that his coworkers said that he was difficult to work with and actually prevented them from doing their own work.
  • Samantha is a highly creative employee to whom colleagues frequently turn when “stuck” on problems that require outside the box thinking.  As a key partner in the development of a new program, she is startled to discover that her coworkers “forgot” to mention her as a crucial part of the development team when they were interviewed for an article.

How would you respond in these situations?

Stanley chose to become more “cool” or aloof in his interactions with the coworkers who he believed “threw him under the bus” – a behavior that is incongruent with what he believes is required to have a productive workplace.

In contrast, Samantha decided to begin asking for the recognition that she deserves – but fears that she will be labeled as “difficult” and not a “team player.”

In both instances, the employees were surprised by the action or inaction of their team members.  According to them, they had “no warning” that anything was wrong with their relationships.  They felt confused, angry, and betrayed.

They also believed that the best way to respond was to change their behaviors in order to better navigate the politics within their workplaces.

But perhaps more importantly, both workers changed their perceptions about the nature of their work environments.  In fact, both are considering leaving their companies.

The question, of course, is:  could these situations have been averted if all team members “played nice?”

Puleo’s Pointers:  How to “Play Nice” at Work

Even though a worker believes in sharing resources, respecting differences, and lending a hand, it is impossible to “play nice” in a vacuum.  A workplace in which all employees “play nice” requires a culture of trust.

To “play nice” in a corporate culture where workers don’t believe that their colleagues consider others’ best interests would be masochistic.  Adults will never “play nice” when “playing nice” ultimately hurts them professionally and emotionally.

  • If you want employees to “play nice” at work, then you need to establish an organizational foundation built on respect, transparency, leadership, support, and empathy.
  • Recruitment, selection, retention, performance appraisals, and development practices should be based upon and incorporate these fundamental values.
  • Corporate managers and senior leaders must also be appraised on whether their actions support or undermine a culture of trust.
  • “Playing nice” does not mean that there will be no disagreements between employees – accept that they are inevitable.  Remember:  it’s not the number of disagreements that indicates whether trust exists in an organization; rather it’s how you as a manager and/or an employee respond to conflict that reveals whether the culture is trusting or distrustful.

“Playing nice” is not an admonishment that should be given solely to children.  Given today’s chaotic, high stress workplaces, it may be the only way to achieve the natural synergies, enthusiasm, and innovation that result from people trusting each other.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, keynote speaker, blogger, career coach, university professor, and researcher, you can see her “in action” in her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  For more tips and ideas, please subscribe to her weekly “Success @ Work” eNewsletter at https://drgeripuleo.lpages.co/success-work-opt-in-page.  To contact Dr. Puleo, please go to www.gapuleo.com

“What if…” vs. “Why not?”: The Fear vs. Creativity Conundrum

Frightened turtle

There is a major divide occurring in many businesses today.  The battle lines are drawn between the overly cautious risk avoiders and the equally overly optimistic creative visionaries.   The first group solemnly cautions, “What if…?” while the second group trumpets, “Why not?”

Understanding where your company falls between these two groups is essential for success in today’s constantly changing market and workplace.

On the one side, risk management is commonly and wisely accepted as a critical part of effective strategic management.  To understand the changes that could alter the environment, assumptions, processes, workflow, customers, etc. requires the creation of hypothetical situations that answer, “What if…?”

Paradoxically, another highly recommended business strategy is to boldly explore, innovate, and leap into new markets and product lines.  To identify and challenge the outdated assumptions in order to release such “outside the box” thinking requires answering the question, “Why not?”

But can these two vastly different approaches co-exist – or could the “what if” scenarios of risk management go too far?  In other words, are our fears of what might happen in the future destroying our creative spirit today?

Corporations are nothing more than financial and legal entities – they do not exist without their human workers.  Balancing the “why not” of creativity with the “what if” of risk management essentially requires an understanding of the true nature of what it means to be a human at work.  The balance between the two is the degree of fear (expressed or unexpressed) in the workplace.

How Fear Impacts the Workplace

Throughout modern business, we have been encouraged to leave our emotions at the doors of our offices.  In particular, the very real human emotion of fear has generally been avoided in business.  To be effective business leaders, we are advised to ignore our emotions and move forward solely on logic and reason.

Our gut instincts must be thoroughly tested and analyzed prior to using them to solve problems or develop strategy.  If our instincts aren’t supported by irrefutable facts, then they are often ignored.  After all, logic and reason are the sole means to avoid fearful circumstances and outcomes.

The psychology of being human, however, inherently includes emotions, feelings, values, perspectives, flashes of insight, creativity, and fear.  To attempt to ignore these powerful forces is (ironically) illogical.

But, even though fear is pervasive, no one likes to admit feeling it.  We’re advised to keep a “stiff upper lip” or “suck it up” in order to do what is necessary.  In addition, we human beings have a natural instinct to avoid situations that trigger our fears – whether real or imagined.

Despite the ubiquitous reality of fear, our reactions to fear vary widely.  Depending on our experience and perceptions,

  • We can choose to blindly ignore our fears by staunchly insisting that “nothing’s wrong.”  This can be seen when we fail to conduct thorough due diligence prior to making a decision.  In change initiatives, we label employees who question the changes as “change resistors” (which usually indicates that they are the “wrong people on the bus” and need to be replaced).
  • We can hedge the potential negative outcomes that we fear by engaging in extensive, protracted analysis.  Although it’s important to analyze both the internal and external factors that can potentially thwart our goals, “paralysis by analysis” can stymie an organization’s ability to quickly adapt to a constantly changing environment.
  • We can (consciously or unconsciously) exaggerate our fears into insurmountable obstacles.  Because we view the potential negative outcomes as so terrifying, we try to assuage our fears by rationalizing that we can never overcome them…that it doesn’t matter how hard we try…that it’s “inevitable” that our efforts will fail…so we quit without even trying.
  • We can act boldly at first,…but then second guess our decisions.  Inevitably, this leads to inefficient and ineffective processes due to the constant need to stop what we’re doing in order to replace it with something that we think might make the feared outcomes less likely.

No matter how the fear is perceived or expressed, its inevitable result is the loss of creativity and the courage to try something new.

Puleo’s Pointers:  Balancing the “What If’s” and the “Why Not’s”

Because “what if…” questions are fear-based, they tend to focus primarily on the potential bad things that can happen.  In sharp contrast, the “why not…” questions are inherently visionary and tend to evoke more boundless, blue ocean thinking.

It is not, however, a question of whether “what if…” is better or worse than “why not…”  However, it is a question of the balance between these two very different thought processes.

Fear stifles creativity, yet both fear and creativity are universal human experiences.  Due to this age of constant, unrelenting change, fears must be faced so that creativity can blossom.  The inability to innovate and adapt can be a death knell.

The telltale sign of fear is any iteration of “What if…?”  So, any time that you find yourself asking some variation of a “What if…” question, shift your focus to answer these four questions instead:

  1. What am I assuming will happen?  By giving your fear a name, you now have a target upon which to focus.
  2. Why is this potential outcome so frightening to me?  Am I afraid of losing something?  Am I afraid that I won’t be able to change?  Am I afraid of what other people will say?  The trick is to be specific BUT non-judgmental.  Just like the monster under your childhood bed, fears tend to subside once you clearly look at them.  Accept that the fear exists, then choose to move through it.
  3. What have I been putting off doing because of this fear?  One of fear’s greatest allies is procrastination – which is a form of self-sabotage that can create a self-fulfilling prophecy.
  4. What’s the worst that could happen?  Once you have confronted your fear, you can begin to take the steps to move through it.  Nearly all fears are exaggerations of projected outcomes.  In other words, the reality is much less frightening than the potentiality.  (Remember:  There never was a monster under your childhood bed.)

The process of overcoming fear is a cathartic tool that helps you to harness not only your natural creativity, but also your insights into the real potential outcomes of an action.  Why not start now?

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  To contact Dr. Puleo, please go to www.gapuleo.com

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