A Manifesto for my work: three principles
Principle #1: Work should be fun
The world would be a better place if everyone recognized that it’s possible and profitable to have fun at work.
Corporate cultures would improve, stress levels would go down, profits would increase, families would be happier.
Fun at work means engagement, creativity, meaning, flow, and success.
It’s not foozball, free food, and Friday beer parties.
Fun leads to productivity, innovation, profitability, engaged employees, successful projects, lower costs, easier and more successful hiring.
Organizations with crappy cultures aren’t fun to work for. They suffer from employee turnover, higher insurance costs, absenteeism, hostile work environments, more accidents.
Work shouldn’t suck – and it doesn’t have to.When work is more fun, teams are more productive, engaged, and effective. Work shouldn't suck, and it doesn't have to.Click To Tweet
Principle #2: Leadership is a way of being
Leadership isn’t a title. It’s not limited to a specific role or job.
It’s how we are in the world, what we say and what we do, and whether those words and actions are aligned and congruent – and even if they’re not.
In person or on social media, there are people observing us who may model their behavior on ours, or who are influenced by us in some way. When we take a stand for something – anything at all – we are showing others what’s possible. By what we say and do, we give others permission to say and do something similar.
What permission are your words and actions giving to others?Leadership is a way of being. By what we say and do, we give others permission to say and do something similar. How are *you* leading?Click To Tweet
Principle #3: Leadership is individual
The best leaders understand themselves. They learn what works for them and what doesn’t, according to their own individual style.
And they recognize that their team is much more than just a group of employees. They manage according to their understanding of each person, which inspires, engages, and motivates.
If every leader were encouraged to lead according to their own uniqueness, instead of according to a playbook or rulebook, they would thrive, grow, and excel. They would develop good leadership habits right from the start, instead of having to unlearn bad habits later in their careers. They would truly become their company’s most valuable asset.
And work would be a lot more fun.Leadership is individual, and self-knowledge is a crucial leadership skill. When leaders have support to adapt essential leadership skills to fit their individuality, they truly become their company's most valuable asset.Click To Tweet
A few more things
Why I teach tools instead of concepts
We’ve all been there: home from a conference or workshop, excited to try out the ideas and concepts we learned, and … um. Wait. What was that again? How do we do this in real-time, in the real world, at game speed?
Tools, on the other hand, are faster and easier to learn, simpler to implement.
A leader can practice with tools, gain skills, track progress, play with them (fun!), and measure the micro-successes that lead to macro: being able to use the tools when the stakes are high.
Problems roll uphill. A leader fails, and their leader is in trouble. Quality issues impact the brand and ultimately impact profitability and growth. Employee turnover slows everything down and increases costs, especially when you become a company known to be difficult to work for.
One bad leader can infect their team, their colleagues and colleagues’ teams, and even their own leader.
Fortunately, there’s a better – and much more fun! – way.
Ready? Let’s talk.
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