Orange Slice Training

Attitude- You Get to Be Right

I was recently facilitating a FISH! for Schools session for 100 staff and educators and one person said, “this is great, but it just won’t work because we don’t have the support.” Legitimate concern from someone experiencing a change. An obstacle. A roadblock. You might even say resistance.

My response was, “You know what, you get to be right.”

That’s the funny thing with attitude. We DO get to be right - each and every time. If you believe it “won’t work” and “we don’t have support” you will undoubtedly find 59 ways between now and tomorrow to reinforce your point of view. And then, yep, you get to be right.

The same thing works if you said, “This is really easy, I can see how this fits.” And yep, you too get to be right. You will also find 59 ways to reinforce your belief. That’s the crazy thing about our beliefs we will work really hard to prove ourselves right.

I’m not asking you to be pollyanna. Just be USEFUL. Is what you have chosen useful? If yes - keep it. If no, choose again.

Whichever attitude we choose to wear, there is going to be great comfort in that. It’s like your favorite sweatshirt, it feels so good. The best thing about attitudes, is we can change it - just like that sweatshirt.

Try it out. Today, choose to believe your day is going to really hard, rough and tough. Just for the next couple hours, see how many times that can be reinforced. Then just before your breaking point, CHOOSE to believe that the rest of your day is going to an absolute piece of cake, everything is going your way, and it’s really effortless. And then, just be aware. (a good clue is going to be watching all the traffic lights greet you with the bright glow of green!).

What will you choose?

ps…you’ll get to be right!

The Coach Approach to Feedback

Getting feedback can be vital to growth and development. Many managers don’t give feedback (1) often enough, or (2) in a way in which people can hear it. Some managers don’t like to get feedback themselves and therefore, when they dole it out their staff really don’t want to hear it. As a manager, someone responsible for the development of their employees, it’s important to also be open to receiving feedback. Try using the Coach Approach to giving and receiving feedback.

Next time you have a one-on-one with an employee (I hope you ARE having these), and you want to give some feedback how about starting your conversation like this?

Let’s talk about the communications project you recently completed. On a scale of 1 - 10 (1 low, 10 high) how did it go?

When the employee gives a number, ask “What would have made it a 10?” And then listen, really listen. You might also be able to add your input, but this comes after your employee has had a chance to tell you some ways in which they could’ve made it a 1o.

Now, what’s going to make this dialogue even better is when your employee has a higher level of trust with you. How do you increase your trust? Simple. Start asking for feedback yourself. And use the Coach Approach. I heard a story from a coach who used this with his son. He’d routinely check-in and ask, “So Johnny, on a scale of 1-10 how was I as a dad today?” Gutsy, right? Yep! You need to be open to what the number is - and following up by asking, “what would have made you say 10?”

Ask the question.

Be open to the response.

And see what you might be able to do differently next time.

On a scale of 1-10, how useful is this method for you in getting feedback?

(What would have made it a 10?)

Oprah, Black Eyed Peas and Lessons in Engagment

Who knew Oprah and the Black Eyed Peas could teach us a thing or two about Employee Engagement. I was asked today to provide an example of a short, inspiring video that could be used by an OD practitioner. What came to mind was the viral vid that’s been circulating the web since September.

I believe this video teaches us two important lessons on engagement. Take a look what do you see that relates to engagement here?

Provide clear direction. This was accomplished through rehearsal and practice, by the some 20,000 who chose to participate in kicking off Oprah’s 24th season. When people are provided a clear sense of direction it’s amazing what can be accomplished. In the workplace or on the streets in Chicago.
Co-create with your group. This one I think is the biggest lesson. After viewing an interview with the director of the video, it was clear that the Black Eyed Peas put ego aside to co-create. In a typical rock concert the spot light is on the stage. Here the spot light extends all the way down Michigan Ave. They let the audience in. They let the audience be part of the show. Takes a confident leader to allow this, don’t you think?

Research from the Corporate Leadership Council suggests that by simply providing a clear direction to the goals of the organization can yield an increase in up to 34% in effort. What do you think the impact to engagement is when people get to be part of the “show” and co-create with their leaders?

Great Conversations

Throughout our day there are many opportunities to create Great Conversations. Through conversation, we find connections with others. It’s a way to build relationships and get things done. It’s also a way to find meaning and purpose within ourselves. A Great Conversation is one in which there is a give and a take, mutual understanding [...]

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Attitude- You Get to Be Right

The Coach Approach to Feedback

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