1. Make a plan. Plan your countdown to freedom. Realizing that you are simply not going to get through them all, prioritize remaining projects and tasks.  While you don’t want to leave your current employer high and dry, you have to be realistic about how much you can get done in your remaining time.
2. Have a few discussions with a coach, friend or mentor. Clarify why the current job is not a good fit and what you have learned from this. This can help you avoid the same sinkholes in the future.
3. Seek feedback. Even in the nastiest of situations, it can be worth your while to seek input about any skills you might need to learn to have more success in the future.  You have nothing to lose.
4. Decide on when to give notice. Sometimes it is best to simply leave the minimum two week notice, or whatever your contract requires, if you think that others in your workplace will be doling out extra heaps of nastiness — especially for you.
5. Keep an upbeat perspective. Knowing that there will be light at the end of the tunnel will help you to deal better with the travails of your soon-to-be-over job.
6. Don’t burn bridges. I know that it might feel immediately wonderful to tell the sociopath you work for what you think about them, it rarely pays off.  As evil as that person is, the world of work is a small one. The world outside likely won’t understand the situation and you could come out looking less than rosy.  Besides, poking a snarling, vicious dog with a stick can result in deep flesh wounds.
7. Leave some time in between. Celebrate. Even if only a few days, have some clear time between leaving the old before beginning the new. Do something special.  Stay a night in that luxe hotel, spend the weekend with the kids, or head out on a fishing expedition. Congratulate yourself on choosing to make a difference for yourself, your spouse and your family.  You being happy at work will spill over in benefits to them.

How have you escaped a tough situation?  What steps did you take to retain your sanity while counting down the time?  What words of wisdom might you have for someone struggling in tough situation?

1. Be there for the big stuff: Put important events such as the kid’s recitals, sports events and outings in your schedule.  Being there for the right stuff can go a long way in the long run.
2. Family master schedule: Put each family member’s activities on one calendar so you can see at a glance what’s happening and so you can plan ahead.
3. Mealtimes: Make meals sacrosanct. These are critical times to connect with the family and where ideas, issues, and plans can be aired.
4. Just say no: Consider which activities and projects are mission critical and which you can turn down in order to spend more time with the family.
5. Play first, work later: Unplug until the kids are in bed, then work afterwards.
6. Time box: If you absolutely have to work while the kids are up, or on a weekend, set a specific block of time aside that you will be working.  Stick to the time frame. This way the family will know reliably when you will and will not be available.
7. Speak of family at work: It’s OK to let co-workers and bosses know that life outside of work is important to you.

Try these out and then ask your family for feedback.  See if they are getting more of the time they need with you.  Are there other places where you might be able to find more time?  What strategies do you use to squeeze more time in with your family?

Eight often-cited, well-researched benefits of creating a work culture where people feel happy and engaged are as follows:

1. Improved customer service and loyalty

2. Higher productivity

3. Ability to attract top talent

4. Decreased absenteeism

5. Decreased turnover

6. Decreased risk of adversarial labour-management relations

7. Decreased risks of employee litigation

8. Decreased health care costs

Indeed, these all make good business sense.  All have been shown to contribute to increased profitability and growth.  I get that these connections to the altar of profit have to be demonstrated.  I just wonder why the arguments need to rest solely on a financial connection.

In our lifetime, we will spend more time at work then any other place.  Clearly the workplace is an extremely important environment for our personal and financial well being.  Workplaces that empower and inspire benefit workers in many ways beyond the financial.  It is time that these benefits – increased job satisfaction, morale, motivation, less stress and better health, to name a few – be allowed to stand on their own. Creating environments where people thrive is simply the right thing to do…oh, and it’ll be more profitable too.

You’ve worked bloody hard and soon it’ll be time to take your vacation.  You’ve got it all mapped out…the resort, activities for the kids, an international data package for your mobile and your laptop…what could be missing?  Well, likely lots.  Working while on vacation can rob you of pretty much every benefit unless carefully planned.

Last month I discussed the benefits of getting away from it all…stuff like improved creativity & performance, deepened bonds with loved ones and stress reduction. So is it really necessary for you to lug work with you?  You know that your contribution is important but will the fate of the company hinge on you working or not?

Unplugged is nirvana

To really get the most from your escape, make it a real escape.  Two weeks in advance, let your team and customers know that you will be unplugged until your return.  This will give them time to get their questions or requests ready prior to your departure.  Chances are that as soon as you let them know they’ll begin to pour on the requests for your time…it always seems to work this way.  Let everyone know that you’re willing to put in a bit of extra time to make preparations for your departure, but once you’re gone, you’re gone. Stand your ground. My experience is that once this is made clear, everyone else adjusts.  Now you are truly set for a clean, refreshing break from it all.

If unplugged isn’t an option

If you absolutely have to be in touch with folks back in the salt mine or have to crack some rocks while away, here are some rules that can help you and your loved ones get the most:

• Set designated times that you will put aside for work, such as every other morning from 7-10am. If you don’t set parameters, work will simply expand into whatever time is available.
• Be calm and certain. Setting specific times will provide you with a sense of relief knowing that work will get done instead of becoming a source of free floating anxiety.  You’ll also be able to keep vacation and work separate, which is really the goal.
• Let your family and work colleagues know when you will be working. This way your spouse and kids will know when their fave playmate will be available.  Your workmates will know when you’ll be reviewing their emails and taking calls.
• Plan ahead to ensure you’ll have all the necessary info and resources that you’ll need to do your work while away.  Nothing worse than forgetting to bring that report that you’re supposed to be analyzing.
• Stick to your plan. If you planned to do a little bit of work each day, keep that up.  It’ll be better than stressing out by trying to cram it all in on the last few days.
• When work is done, its done…now go play! Remember, the whole idea is to recreate and re-energize…don’t let yourself get sucked into the never-ending sink hole of work demands.

For those of you that have struggled but succeeded in getting away unplugged, what were the barriers?  How did you overcome them?  What were the benefits?

With several of my near and dear currently experiencing major health problems, I have been reminded of just how precious life is.  Many of us realize this in one shape or form along the way and at various times in our lives.  That’s just life.  What I don’t get though is how so many professionals, despite periodic wake up calls, still choose to remain in vastly compromised working circumstances.

More time at work than anywhere else…

The simple fact is that you will devote more time to your work life than to any other aspect.  So why shouldn’t you strive to have this be as good as situation as possible?  I’m not saying that sacrifices don’t ever need to be made or that work life should be always enjoyable.  That isn’t real life either.  The problem is when work begins to suck you dry…and you’re not even aware of it…or worse, you are aware of it but still decide to do nothing.

Downward thinking

I’ve had the opportunity to work with a number of individuals caught in situations that are simply unhealthy for them.  At the base of it seems to be a common element of an acceptance of their fate.  Perhaps you have come to feel that this is all that you are worth or somehow are deserving of the poor treatment you receive. Maybe you have come to mistakenly believe that this is how work life simply is and that no other place would be different.  Or you might believe that there would simply be no other opportunities available to you.

Hope is change

I’ve had the very good fortune to be able to work with many folks experiencing these types of career discouragement.  And I’ve had the very good fortune in seeing the fundamental shifts that happen for them when they learn to change their circumstances. Being transported from places of deep, profound dissatisfaction to places of happiness, productivity and health – a place of thriving.  This is what happens when one discovers hope; when one discovers and accepts that there are more options.

This is what happens when you are provided the tools, support and encouragement to make the changes necessary to get to where you truly want to be.

If you feel unhappy at work, why is this is so?  What are you putting up with that is holding you back?  What are the consequences on you of maintaining the status quo?

Life is short.  Make it work for you.

You are a senior leader.  You’re smart, curious and capable.  You often work far beyond what would be considered regular hours.  You get lots done.  You’ve made it clear to your team that you don’t expect them to work the hours you do.  Think this is ok?  Think again. You may be doing more harm than good.

Working incredibly long hours can set the organization and your team up for failure by depriving team members of development opportunities and by creating a climate of unrealistic expectations.

Staff see, staff do

Even though you have made it clear to your staff team that you don’t expect them to work in similar fashion, the fact is that they likely feel pressure to do the same.  Remember that behaviour speaks louder than words and the unwritten rule is to follow your boss’s lead.  So they too begin giving up evenings and weekends to focus on work…family and outside interests be damned.

Difficult shoes to fill

By working insane hours you also create within your business an expanding level of expectation about what your position entails and is responsible for.  If you choose to put in 60 – 80 hour weeks, the business will simply absorb what you accomplish as the standard.  This might be OK while you remain, but what if you decide to leave?  Pity the new person coming in trying to fill your shoes…unless they too have little interest in life outside of work.

As discussed in my January blog article, good succession is about ongoing development that stretches the capacity of your team, particularly of those potential candidates right next to you.  But if you are over- performing, you are likely and unwittingly limiting their exposure to these very experiences that will grow them.  Remember, you got to where you did, in part, because your leader shared opportunities with you that challenged your skill set.

Key relationships lost

Another important piece that will suffer, should you depart, are the strategic alliances and critical external relationships that you so carefully developed. Much of the equity that you have established with these key players will leave with you, leaving your teammates and successors at a loss to identify and re-establish them.

It’s not your fault…entirely…

Organizations can directly or indirectly support over-performance. Many organizations simply don’t have the mechanisms, risk assessment techniques, or the will, to support their leaders in developing sustainable practices. As seen above, this can be very short sighted and not in the long term best interest of the organization. Unfortunately, more often than not, over-performing is reinforced and even expected, creating a significant risk for the organization.

Path to burnout

Keen, capable leaders are brought up through the ranks with an exclusive focus on work…very few are taught the importance of developing a sustainable lifestyle.  When was the last time you took work-life balance or wellness course?  My experience has been that many over-performing leaders have systematically learned to value work at the expense of life outside of work.  The importance of having an active and fulfilling life outside of work is simply not understood or appreciated.  It is no wonder that Statistics Canada recently reported a 33% increase in long term disability claims due to mental health issues such as stress and burnout in the last two years.

Three good reasons to rethink

Neither your team nor your organization will win if you work insane hours, even if you don’t mind.  Development of your team will be compromised and your organization runs a risk having so much information invested in one person’s head.  Most importantly, you might well be risking your health.

I’m curious to know if you have ever worked under an over-performer and had to clean up after they left?

This is really unfortunate for a number of reasons:

• Vacations stoke creativity – Creativity needs feeding and vacations serve up a buffet like no other.  A good vacation can help us to reconnect with ourselves and re-acquaint us with what matters most.  Time away operates as a vehicle for self discovery and helps us to get back to feeling and being at our ingenious best.
• Vacations beat back burnout – Folks who take regular time to relax are less likely to experience hitting the wall and burning out.  They remain more creative and productive than their overworked, under-rested counterparts.
• Vacations boost health – Taking regular time off to ‘recharge your batteries’ helps to keep stress levels lower and keep you healthier.
• Vacations strengthen bonds – Spending time with fave folks and loved ones can do wonders for relationships…helping you to enjoy the good times more and getting you through the tough times better.
• Vacations boost performance – regular vacations produce psychological benefits that impact your quality of life. This sets a rock solid foundation for higher quality work.

The bottom line is that taking a good amount of time away from the stresses of the workplace and daily life can give you the break you need so that you can return to your life refreshed and better equipped to handle whatever comes your way.

How much time have you had off in the last year?  Have you booked more than one week off this summer?  Are you taking your full vacation and encouraging your staff to do the same?

When a business stalwart like Forbes Magazine says that “Money is not the best motivator” I get optimistic that a turning point has been reached…finally!  I tell you I almost had to pinch myself…

From the article:

There is ample evidence to suggest that money may not be the best way to motivate desirable behavior.  In fact, it may be one of the worst ways…

Emotional sources of motivation are more powerful, and they are best conveyed in an organization through the respect of peers, the admiration of subordinates, the approval of one’s personal network and community and the like.  Money becomes the default motivator because it is measurable, tangible and fungible — and trouble strikes when the prospect of a lot of money becomes the primary goal.  That usually feeds a very self-serving emotion, greed.

It’s all about relationships…

I’m certainly not arguing that decent wages and formal reward & recognition programs don’t have a place, the problems come when they are relied upon solely.  These carrots are great for encouraging short term behavior but rarely fuel long lasting motivation or deep commitment.  Having worked with many a successful and high performing individual I’ve learned that much more is involved.

Lasting motivation comes from a constellation of aspects that comprise a great place to work.  It comes when efforts are acknowledged along the way (see last month’s article ‘Learning to be Unhappy (link to please)’), when people are given trust, respect and the training and tools needed to achieve great results.  Leaders who carry a positive attitude, who provide encouragement, and recognize other’s skills and ambitions motivate their teams.  Through being genuinely interested in the wellbeing of their team members, leaders strongly motivate these individuals to contribute back to the company’s wellbeing.

Your take

What do you think?  Do rewards motivate you?  How and when do you like to be rewarded?  Are there any circumstances where rewards de-motivate you?  Please write a comment, I’d love to hear your take.

Just because you’re stuck on an airplane doesn’t mean you can’t practice your tennis swing.  Or that guitar virtuoso.  Or prep for that upcoming presentation to your board of directors.

Athletes have long used mental imagery to complement physical practice, and recent research backs up that going though the motions in your head can give a substantial boost to your performance at work too.

Bright and early

Start first thing by taking a few minutes to visualize the day ahead.  Do this when you have as little distractions as possible.  For some this is upon awaking, before the flurry of kids, pets, and the day sets upon you.  The shower is also a great place.  Close your eyes and see yourself having success in your big tasks of the day.  Conjure up the best possible outcomes…nailing your pitch for that new strategic vision or expertly handling those upcoming negotiations.   It only takes a few minutes of your time to get a real leg up on the day’s tasks.

Keep it going

Continue giving yourself boosts throughout the day.  Take quick moments here and there to mentally rehearse of whatever is coming up.  See yourself connecting well with that potential new client or speaking calmly & effectively to that person you need to share some difficult feedback with.  In my former life as a behavior therapist specializing in crisis intervention, this type of mental prep served me well.  It helped me remain the calm front in a hurricane of events…and get the ball moving towards speedy resolution.  

I’ve seen this technique working powerfully in peoples lives at home and work.  While no one knows exactly how it is that visualization, or cognitive rehearsal, works, I suspect it helps in keeping a positive attitude…and attitude is everything.  Once in the habit, you’ll soon wonder why you haven’t been going through the motions all along.

What are the ways that you mentally prepare for upcoming tasks?  What happens when you have no prep time?  Are you at your best?

I’ve always believed, with the odd exception, that leadership and organizational culture are two sides of the same coin.  Whether staff is engaged or not is a reflection of the priority they are accorded.  Too often in North America, the maniacal focus on short term quarterly shareholder value all but assures that longer term efforts, such as creating a profitable and positive working culture, go by the wayside.

In contrast, the leaders of India’s biggest and fastest-growing companies take a more internally focused, long-term view and put motivation and developing employees higher on the priority list than short-term shareholder interest.  In Leadership Lessons from India (Harvard Business Review, March 2010) the authors uncover the priorities that make these Asian tigers roar.

Walking the talk…

While many western organizations pay obsequious lip service to how much they value their people, in reality, achieving numbers is often the overwhelming, if not sole, focus.  The alarming growth in disability claims due to mental health issues is only one of many symptoms we have of this here in North America.

In looking at the four top responsibilities of Indian leaders, owner and investor interests ranked last.  When asked to prioritize their key responsibilities, Indian leaders ranked them as follows:

1)  Chief input for business strategy

2)  Keeper of organizational culture

3)  Guide, teacher, or role model for employees

4)  Representative of owner and investor interests

This higher priority placed on keeping the culture and guiding and teaching employees underscores their focus on human capital development.  Again, a reminder that these are the views of the CEO’s of some of the planet’s most profitable and successful companies such as IT services giant HCL and the Tata Group.

Taking HR seriously

Two times as many Indian leaders as US leaders believe that human capital drives business success.  As a result the HR function in India has high visibility with senior management, and its strategy is closely integrated with the firms overall strategy.

81% of the heads of HR of Indian firms reported that the learning function (training & development) was essential to building competitive organizational capabilities, whereas, according to a 2006 survey by the American Society for Training and Development, an astonishing 4% of US chief learning officers held that view of their own operations.

Deep seeded engagement…

To engage employees, these Indian leaders create a sense of social mission that is central to company culture.  Like a growing number of their western counterparts, corporate social responsibility (CSR) is deeply embedded in Indian corporate culture and closely interwoven with strategy.  Employees derive from this a greater sense of purpose and meaning to their work, while providing real benefits to their local and national community.

Indian leaders encourage openness by developing and personally modeling systems that provide transparency, such as 360 degree reviews for all levels of management.  Empowerment is further boosted by enabling communication between all organizational levels and bottom up channels of feedback are encouraged.  Decision making is pushed down through the ranks and investment in training is heavy.

Imagine, if at your place of work, the real engine of business was not just seen as the human brain but also the human heart.  How would it be different?  How would your team show up differently? How would you feel? How much more enjoyable would Mondays be?