The Annual Reset: Reflect and Forgive

The Annual Reset: Reflect and Forgive

Whether you believe in New Year’s Resolutions or not, there is always a need for a personal reset—an annual review of patterns that need to be broken. Whether it’s drinking too much, working too hard, not speaking up in a relationship or at work, smoking, or whatever, you are likely in some patterns. However, it’s important to note that not all patterns are destructive. Some are good, some appear as bad on the surface but are better than the alternatives, and some are just bad for you. You may be aware of them, not aware of them at all, or somewhere in between. It’s not uncommon to feel you are in a bad pattern but not know precisely what it is.

Here are a few suggested readings if the Reset you need is around your work.

  1. If you are generally unhappy at work, but don’t really know why – pick up: Reboot by Jerry Colonna – It’s a great book to start identifying what ghosts you may have in your machine.
  2. If you feel stuck in your job or your role, pick up: Do Over by Jon Acuff. It’s a book about finding yourself, whether in or out of a job. I’ve read this one a few times, and I’ve always found something within it that propels me forward.
  3. If you’re feeling directionless, you can pick up Start with Why by Simon Sinek. There is an easy formula for understanding your purpose. Find Your Why is more personal and human, while Start with Why is more business-oriented. Both are solid reads.
  4. If you are consistently getting in your own way at work or beyond, pick up The War of Art by Steven Pressfield. This is a book about the inner battle and overcoming your own personal resistance to success, whatever that may mean to you. It’s an easy read but a heady one.

As always, stay healthy, find happiness, and feel free to kick ass at work. If that needs you to forgive yourself or someone else, that may be a good place to start. Good luck.

Art by Frank Furlong

Sadists Anonymous

Sadists Anonymous

Recaptcha drives me nuts. It reminds me of the time when I would stand waving my hands furiously to trigger a faucet or hand drier about 10 years ago. In short, the tech is not there yet. About 75% of the time, I can’t seem to prove to Recaptcha that I’m a human. No, I can’t read that squiggle of a non-sensical word. And does the “car” image want me to include trucks? And what about the sliver of the car that crosses two boxes, do I check those too? Ugh, insanely crazy and frustrating. Which brings me to the point. Though Recaptcha intends to serve a purpose (to distinguish between bots, AI, and humans), it’s execution (it’s impact) is not good enough. New technology without a clear benefit is just a mandate. The benefits have to be there for people to embrace any change – especially if the technology works for it’s stated purpose. The intent has to be significantly closer to it’s impact.

But what do I know? According to Recaptcha, I’m at least 75% bot.

References and Resources

Verifying that you’re not a robot by Stevie Martin

Relationship with Change

Relationship with Change

Change Management is a tough job. On an individual level, every single person has a different relationship with Change. Some folks resist all change, and some embrace change like a new pair of underwear. Most folks, however, have a sliding scale that varies based on many factors. Those people may embrace one type of change and struggle with another. Familiarity has its benefits, as does evolving and changing. But each and every person likely has a different relationship with change – exploring your own relationship with Change is a great start.

Learning: We all have a different relationship with change, which is okay. This is not to be overly cliche, but change is constant. I embrace most changes, but walking a cat on a leash is where I draw the line.

What’s your relationship with change?

Larry and the Law of Diffusion of Innovation

Larry and the Law of Diffusion of Innovation

Change is constant—we all know that. However, I admire the skill of leading the right change at the right time. When it is possible to impact change, roughly 16% of people will happily raise their hands and run into the burning building (of change). I am one of them. However, I have learned this lesson: not all change needs to happen, and some change does not have to happen NOW. The right change at the right time is the sweet spot. Unless you are Larry, he’s part of the #neverchange movement. Sadly, no one has heard from Larry in a month because he’s still using dial-up and a rotary phone.

Learning: Not all change is necessary, but it is constant. Knowing where you are and what you need to manage the wave of change is critical to leading a team through it.

Cultural Change: Starts Where?

Cultural Change: Starts Where?

If you are trying to change the culture at your company, it starts with you first. Lasting change is not something that others are responsible for doing first. Actions, Beliefs, and Experiences all impact the culture, and if you want to make a dent in changing the culture, start with a self-inventory.

Learning: Everything starts with you (or me). Maybe it’s both. The point is that change of any kind starts with ourselves. To do that, we have to know what we are being asked to change and why we are changing, and we have to know the end goal. If you are a leader, modeling the correct behavior means being willing to raise your hand to go first.

Does this resonate with you? How do you stay ahead of change and ensure others around you are supported? We’d love to hear from you.