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So this seems to be my new “thing”. I am totally obsessed with finding the sweet spot between “ensuring performance and results” and “being human” in business. The COVID pandemic has highlighted one of the biggest dilemmas in our modern world of work, how do we find the balance between showing empathy at work while not dropping the ball on productivity and performance.
In the past year I have often made reference to the fact that we cannot underestimate the impact of COVID on our emotional lives. I never highlighted the importance of the indirect impact of COVID. As I write this I am at the beside of my father who fell and is now being admitted to hospital with broken ribs and a broken wrist. My father is in his eighties and is frail both mentally and physically and I am responsible for his day-to-day care. Typically when I say I have this I covered, I mean really covered, from meds, to finances to small rituals and routines. This is not the first hospital visit and normally I would be able to take this in my stride, I’ve so got this. Except I don’t…..
Last week I was presenting a mentoring session focused on human-centered change management. While the focus of the session was on change within the business context the question was asked how we change people’s minds to accept vaccination. Given the recent emphasis of vaccination against COVID-19 and its strains, and the strong response from anti-vaxxers, the question drew more questions around how to address racism, patronage and so on. I jokingly replied that I would solve world peace shortly. Earnestly though my advice was to have the tough conversations. It takes education to change minds – education that actually focusses on taking abroad range of perspectives into account. And that I think is the downfall of how we communicate.
As discussed last week, the lockdown caused by the COVID-19 pandemic has created an opportunity to extend the company’s role from simply building a better employee experience to supporting a better life experience. In part 2 of this topic, I discuss the 2 most pressing business issues created by the WFH situation and give suggestions on how to ensure company needs are aligned with the all-important experience we need our team to have to ensure peak performance in the workplace.
With more teams spending time working remotely in the last 12 months, leadership has been given the proverbial “peek behind the curtain” into their personal lives. This has created an opportunity to extend the company’s role from simply building a better employee experience to supporting a better life experience. In part 1 of this topic, I’ll be looking at 3 of the most pressing human issues created by the new WFH culture, and give you some pro-tips on how to handle each situation.
As I sit to write this blog, probably my last or second last for the year, I’m feeling kind of checked out. And I think part of the problem is that after the year 2020, everyone, including myself is looking forward to the Festive Season, and time with friends and family. To add insult to injury, instead of writing my blog I found a new app that was interesting, and very distracting.
Hardly an article is written, or a conversation is started, without a mention of the terrible trials we have endured during 2020. Motivation and engagement seems to be at an all-time low and leaders and business owners are concerned about how to approach planning for 2021. They appear to be stuck between the proverbial rock and the hard place. 2020 was challenging enough but 2021 seems be shrouded in mystery as the way forward feels more and more uncertain as we prepare to enter 2021 with COVID in tandem. How does one create forward momentum during such uncertainty? How do you motivate team members, or even yourself, when the goal-post keeps moving?
At the beginning of Lockdown I wrote a blog called “Dear Manager this is not remote work this is work from home” which led to me being interviewed for a LinkedIn Live show called Virtual Coffee with Francois. I had just completed two on-demand courses about setting up remote workers and managing remote workers and the topic was red hot at the time. Now I find the conversation becoming relevant again. Firstly as lockdown has eased up some of the challenges faced by employees, and by extension businesses as well, are easing up. An example of this is children returning to school so parents do not need to split their time between work and homeschooling. So the viability of remote working is improving and companies are weighing up the positives and negatives of making this a permanent change.
Would you ever buy a thoroughbred and expect no return on your investment? What would be the logic of spending time looking for the best breed, with the best breeding lines, the best muscle tone, and the best character and then putting it in a field where it does not have place to run? Surely at the cost of buying the most capable animal you can find there is a sense that this is a resource that can be utilized to make money? In a recent conversation with Junita van der Colff, who specializes in Risk Management, she mentioned that risk is only one side of the coin – the flip side is opportunity. Hence the analogy of the horse. Why take on the risk of owning the animal if you don’t make use of the opportunities created by the ownership.
This week my guest at the Performance Cafe is Employee Experience Specialist Andy Golding. During our chat, Andy mentioned the book Atomic Habits by James Clear, and a principle he shares around Motion vs Action. The concept is that while the two words are sometimes used interchangeably they indicate two very different activities. Motion is about the start of something, for example when we plan, strategize or learn about something. An example from the book is talking to a personal trainer about an exercise regime. Action, in contrast, is about executing those plans. To carry the example above, actually signing up and starting training is then the Action. Clear goes on to say that Motion by itself does not produce an Action but that it is needed in order to create the basis for Action. However only Action can create an outcome.
This week @Herman Singh, CEO and Founder of Future Advisory, is my Coffee Companion for my vlog @Performance Café. Herman published his book Di-Volution earlier this year which looks at the Digital Revolution, where we are at and where we will be going. During the recording session, one of the questions we covered was whether machines are about to take over the world – his answer was not yet. He explained that most computers only work from a deterministic point. This is similar to doing if/then statements in Excel. For example, if a self-driving car approaches a traffic light it is simple enough to see what the color of the light is and respond accordingly.
There is currently a lot of focus from businesses looking at their finances and working out how the rest of the year will unfold. Do they have enough cashflow to carry them to 2021, where hopefully they will be able to have a better year? If they don’t, how do they manage their rapidly reducing cashflow to last to the end of the year? And of course, what can they do with the rest of the year to set them up for a better 2021. It is all balance sheets and income statements. An interesting perspective to this for me is that while everyone is focused on running the numbers, they overlook the largest contributor to both success or failure in their organization, and that is their team members. I love doing the following exercise at the start of workshops.
In the last episode of my 21 day challenge recording for my YouTube channel Performance Cafe I looked back on the challenge of starting Performance Cafe. This comes very timeously as South Africa is coming out of lockdown and has been upgraded to level 2. As a sense of coming back to life, so to speak, starts infusing the country now is an opportune moment to reflect on the learnings and opportunities that this presents. I realized that despite the challenges, it was a very rewarding experience which taught me much and also created new opportunities. As the saying goes, there is no growth in your comfort zone.
As we near the end of the lockdown in South Africa I wanted to leave you with a final article on dealing with the pressures of lockdown. Recovery will no doubt take a while for most and I wanted to share with you a piece on values as, sometimes counterintuitively, they can be a source of procrastination. We associate values with our true north, our guiding principles. They are something to be proud of and are a large part of who we are. And that is exactly the point. If we set targets or goals that do not align with our values then we are unlikely to work towards them. A fairly frequent example is someone who goes through a health scare and despite the doctor’s advice does not make the necessary lifestyle changes. This does not seem rational looking from the outside in, however, it is important to understand that there is a difference between intrinsic and extrinsic rewards.
I am hoping that about a week ago I had you all motivated and ready to roll on conquering your fears and the dangers you had identified from my earlier posts. There is nothing like that feeling is there? When you are feeling motivated to do something. That you are going to take control of a situation. That the sheer strength of your will is going to carry you to success. And then it doesn’t, and procrastination sets in….. Along with procrastination we also fall into a judgement-infused guilt fugue which further breaks down our self-esteem, motivation and general ability to even try and move forward. Now I have already said my bit around these emotions in my blog “Managing the COVID Blues – Looking at Emotions” so I will say no more. But I am sending you a virtual (and suitably social distanced) hug and again reminding you as I did in the first blog in this series, “Covid-19 – Why we Feel so Bad” that we are under extraordinary pressure right now in a world that is fairly unsure of itself. So it is time to exercise some self-care again.
Many people realize the value of travel as a self-development tool. I couldn’t agree more. Visiting a different country, especially one where the norms, culture, food and language are very different can really open one’s eyes and that encourages a respect for diversity. Visiting America, India, Tanzania, Lesotho and Namibia certainly left me with new perspectives. With COVID and lockdown reducing our ability to travel many individuals have been eagerly awaiting news of a return of international travel. Their need for their travel-fix has been building for the last few months and the call of the exotic is becoming stronger by the day.
I love getting older! I am fascinated by all the people I have connected with over the years, the guidance and mentorship I received, and how that has impacted my life. I am going through an incredible journey of reconnecting with ex-colleagues and clients at the moment and it is lovely to reflect on what I have learned from them. In this week’s Performance Cafe I am joined by Caryn Schalit, she was my HR lead when I was a training and development manager. We had a blast working together as she has an openness to new ideas, while at the same time never dropping her standards and keeping an eye in the bigger picture.
