February 12, 2018
It’s half term so there was no major rush getting everyone out the house this morning.
As I thought about the wonderful opportunity this presented for me to get my kids to do loads of useful stuff whilst they have all this time on their hands, that’s when the jolt of empathy hit! Don’t put adult expectations on 14, 12 and 10 year old children.
I used to love school holidays, especially the first morning. Lazing around…reading a bit…playing on the computer….all with no stress at all. Nothing to do and nowhere to be.
Yet here I was loading them up with my agenda of things to do! Don’t worry, I’ll still get them helping out with stuff…just with a bit more give first! I know that if I’m not so self-absorbed and enter into the joy of their world first, both they and I will get a much better result – more help, more willingness, less resistance, less conflict, more fun etc – than if I just launch ahead with what I want them to do.
I hope the jolt I was hit with might help you avoid making the same mistake I was rushing headlong into.
February 5, 2018
If you chase two rabbits, both will escape.
So says the ancient proverb… and there’s lot of wisdom in this. If you try to go in two directions at the same time, you’ll end up reaching neither.
Wouldn’t it be lovely then to only chase one rabbit? It would be heavenly to focus on just one thing but for most of us that seems like an unrealistic dream because we have so many different things running concurrently and we mustn’t drop the ball on any of them.
So what practical wisdom can we take from the age-old ‘Two Rabbits’ conundrum? Here’s just one thing that you may find helpful.
Manage transition between projects.
Think back to school. Maths lessons followed English followed History. Each lesson (at least the good ones) had a well-structured start and finish so you left in good shape to do whatever homework may be required and arrive back for the next lesson ready to continue. You were (again, in the good lessons!) able to give full focus to that one lesson for that one hour before moving on to the next.
Many challenges arise as we hop between projects and tasks holding many different things in our minds, not able to fully focus on any of them. Let’s take meetings as an example. People arrive at the meeting unprepared because they were doing something else, often unrelated, right up to the last moment they left to join the meeting, Then they leave the meeting and go straight to the next thing without processing what just happened. Instead they should be reviewing what just took place, scheduling any actions required on their part and swiftly following up with any further communication needed. When this doesn’t happen, next meeting we find agreed actions haven’t been done, or are part-done, little thought has been given to the implications of what was discussed last time and much inefficiency ensues!
Whether it’s a meeting with others or simply your own management of the various rabbits / balls / plates (pick your favourite metaphor!), it can really help to work on slowing down and focusing on good transitions. Doing this well can seriously boost your productivity and also reduce stress as things feel less hectic and out-of-control.
Give it a try and have a great week!
October 24, 2017
The personal feedback I shared in the last blog came as a result of a structured feedback exercise.
Just recently I was involved in facilitating a two-day graduate programme for a large employer. One of the most valued parts of that training was a structured (set up!) peer feedback exercise.
Giving and receiving feedback in an adhoc way as things happen is a vital skill, especially for managers. There is no reason though that building in feedback to the normal work cycle shouldn’t be done. When it’s systematic and structured it’s often easier for people to receive. Like the graduates’ exercise, they were expecting it; it was part of the programme; therefore it wasn’t personal – or at least it didn’t feel like personal attack!
If you structure feedback to come at the end of every project perhaps, or as part of a fortnightly line-manager/team member one-to-one, it’s much easier to prepare well both to give and receive with an open, constructive attitude.
Finding a good process for feedback is also extremely helpful. My favourite at the moment is the commonly-used ‘WWW / EBI’ format.
What went well. Even better if.
I’d love to hear it you have any others that you find work well.
October 13, 2017
“Nick is opinionated.”
This kind of feedback is never easy to take. The offending statement came in written form about 15 years ago as part of one of those management team exercises. Again, most of what was shared with all of us was extremely positive but can I remember any of it? Hardly. The difficult stuff? Never forgotten.
Most of us have the tendency to focus on the negative aspects of ourselves and that’s not good. Building confidence based on the positive feedback we receive is really important. Discovering our strengths and developing them is a central aspect to successfully making our unique contribution to the world.
So what about the tough stuff?
That “Nick is opinionated” comment has been more useful to me than I can ever have believed possible. As I reflected on it at the time, and many times since, I began to realise that I did tend to state my opinions pretty strongly. I came to realise that this worked OK in some situations where the other would counter just as strongly and we’d enjoy a lively discussion.
But for others, that was overwhelming; it seemed dominating, arrogant even. So I learned to temper. To speak but make sure I also listened and be persuaded by others where appropriate. I became familiar with a weakness (or a strength gone too far), and over time learned to improve how I communicate and how I work with others. Still learning… but the feedback has been so valuable.
At the time I was not grateful for it. Now I can’t even remember who it came from but I am so pleased it did come.
This is why feedback is a gift. Be open. Dwell on the positives. Ponder and learn and change when you receive feedback that’s not so comfortable but when you reflect on it, there’s a ring of truth to it.
More to come on this subject…
October 11, 2017
I hate this title. I hate feedback.
That at least is my instinctive reaction when I receive feedback that isn’t simply ‘Nick is amazing’, or something wonderfully positive like that!
I run a lot of training courses so I am given feedback almost every day. Thankfully, most of it is very good and for that I am extremely grateful.
But then, out of nowhere (it seems!), comes something not-so-great…and it lands a withering blow to the stomach as the words, whether written or delivered verbally, find their target.
Another human being has the gall to have the opinion, much worse even, to share that opinion, that Nick Howes is not perfect. There are things about how Nick does his job that they find annoying, boring, confusing…whatever it may be.
The thing is, it’s this kind of feedback that makes us. We need it and we need it badly. The positive feedback builds our confidence and that’s crucial, but to become better, to really excel, we need those ‘would be better if….’ comments.
They are indeed a gift to us and we can learn to treasure them (even if we still hate them)!
I’ll write some more on this. Hope this has got you thinking for now.
October 9, 2017
I found this an unusually brief (!) and insightful commentary on the current demands upon leaders to be effective in today’s world.
September 19, 2017
Here are nine magic questions – if you develop crystal clear answers to all of these in any given situation, be it something for yourself, helping motivate a member of your team, or in a sales context, it will make a massive difference:
1. What do you want?
2. Why do you want it?
3. Why is that important to you?
4. Why don’t you have it now?
5. When would you like to have it? Why then?
6. How will you feel when you have it?
7. What do you need to do to get it?
8. Are you willing to do what it takes to get it?
9. What’s the Plan of Action to get it?