It has happened to all of us, someone at work (your manager, coworker, subordinate, peer, vendor, customer, etc…) pisses you off and you go off an angry tirade about how resistant and uncooperative they are.
On and on and on.
While these statements may be true, they are not really useful in creating any solutions and changes to getting your work done.
Images from the University at Buffalo Campus Living Staff’s team building day, we were at Old Fort Niagara.
There is a fallacy we all fall for that we must raise everything to the most conceptually complex level we can…then the solutions must be just as complexly conceptual.
I say phooey!
If people do not feel that they have some upward influence on their manager over time they will stop supplying advice or feedback.
We feel that a complex solution is needed to solve a complex problem we search for ‘Magic Beans’. And repeatedly we find that these beans are fake, or we plant the beans into the wrong type of soil.
One of the biggest obstacles to change is that people just don’t know the path to take. If you are unsure of the path to the change, you become exhausted trying to guess where it is and movement slows down.
I haven’t shared a Team Building Agenda posts in a while. Below is a program created for ~50 Campus Living College Staff, varying from Executive Directors to Managers to Student Life Staff.
Does this measurement matter? Does it matter in the sense that it has anything to do with the customer (internal employees and external customers) and shows an impact on the work.
Innovation is a repeatable system-that-drives behavior in people, that are goal driven (by a Manager, themselves, or a customer), to fix an existing problem OR to fix an hypothesized future problem.
The issue starts when, for some crazy reason (which is not so crazy) we feel a need to prove that our view is the right one, while at the same time saying and truly believing you want to have an open discussion.