Posts Tagged ‘Team Building’
Posted March 24th, 2015 by The Steve Alexander Group
No more than 10 years old, the boy runs out of the surf with his new boogie board tucked firmly under his arm.
With a beaming smile, he shouts, “Dad, did you see me?”
And, during my daily barefoot run on the beach, as I glance at him out of the corner of my eye, I realize how much I yearn to ask my dad, long-since-passed from this life, that very same thing.
It’s amazing how young we are when we develop that hunger for affirmation from outside ourselves; how critical it is to developing our self-esteem. Yet, it can be our undoing if we don’t learn to affirm ourselves and gain assurance and re-assurance from the inside out.
I can still remember my dad teaching us the importance of inner-affirmation at a very young age.
I can hear his loving words, “Son, open your hand and spread your fingers wide and count ‘em.
If, when you die, you can count your close friends on one hand, consider yourself fortunate.”
Surrounded by his lifelong friends at the services for his final good-bye, it brought home the reality of that lesson. And in my own life, I count my friends (many of whom have grown from clients to friends over the years) among my greatest blessings.
And so I used that counsel when I eulogized my dad’s passing in October 1997.
Knowing his in-person counsel, and love, would be gone forever.
That, and many words of wisdom, coaching and encouragement, prevailed over the years of our lives together as father and son.
Another ‘Dad-ism’ – Grinning when I’d done something well, scored a goal in soccer, celebrated closing night in a school play or figured out how to get my car engine running again, he would sit in his chair and say, “Stand up and put your arms and hands straight out in front of you.
Now, wrap your right hand around in front and reach back over your left shoulder and grab your ‘angel bone’ (as we called our shoulder blades back then). Now, do the same with your left arm, and squeeze as tightly as you can.
Someday, when I’m not around, and no one else is there to pat you on the back, and you’ve done something you’re pleased about, you’ll always be able to hug yourself and pat yourself on the back, and know that you always have it within you to appreciate who you are and what you’ve done.”
How did he know his ‘arm-chair’ philosophy (pun intended – my dad would have liked that!) would shape my life’s work, my career, my relationship with the people I coach, train and team-build?
Along with a team of professional colleagues, I just produced a movie about how folks today can deal with our changing world in light of changes happening on our planet. [More on this new movie in my next blog, or, for an early look, check it out on YouTube, titled, “Answering the Call.”]
We brought together community, business and government leaders, along with world-renowned scientists, to talk about the impacts and opportunities that come from a region, a nation and a world facing drought, extreme weather, changing seas and other realities of our changing climate.
Whether you ‘believe’ (a term I’m told is like ‘believing’ whether or not the earth revolves around the sun – a concept still disputed by 24% of folks surveyed annually who still ‘believe’ the sun revolves around the earth) in a changing climate doesn’t matter; what does is that our world is changing. What matters is what we do about it, and how we work together, for future generations.
What’s this got to do with my dad? And a 10-year old boy on the beach?
Well, we just released the movie. And I was proud to be a part of a group of people – liberal, conservative, practical, theoretical, and all very smart – who came together to work on this production.
As I breathed in during my daily beachfront run, and saw this boy with that big (and hopeful) smile on his face, anticipating his dad’s acknowledgement – the proverbial ‘pat-on-the-back’ – I thought about my dad, and wondered if he’d be proud of me, too.
What would he say?
Would he give me that hug and pat on the back?
And remind me I could reach out my arms and do that when he was gone?
And in that little boy’s face, a stranger whom I will never know, I saw my own.
So many years ago, looking for my loving father, and then again, today.
Saying, “Dad, did you see me?”
Posted January 26th, 2014 by The Steve Alexander Group
We thought we had been completely clear on our dinner order. Then everything quickly tumbled out of control, with tempers flaring and a rush headlong into the ‘right/wrong’ paradigm I teach about in my coaching and teambuilding training. “Okay, here it comes,” I thought to myself, as others around the table seemed to grasp for help.
We started out for our last dinner with the team I was training in Florida. I’ve been working with them for over a dozen years, so lots of history and warm camaraderie around the big round table. We asked, given it was an unusually nice French restaurant in seemingly the middle-of-nowhere, if anyone wanted or had ever tasted escargot. With mixed replies, some willing to try, some salivating and others with a nonverbal cue to keep it far from their plate, we asked the delightful French waiter – a short, squat, grey-haired 70-plus year-old gentleman who spoke his English with a great French accent – right out of central casting, if we might have enough escargot to share among nine of us. He wrote it down and disappeared into the kitchen.
The wine was selected, conversation deepened, time passed and out came the owner of the restaurant with nine separate servings of a half-dozen escargot in each dish!
Eyes widened around the table (no one of the decliners lurched for the restroom, however you could see it in their faces) and the nonverbal responses entered into a din of dialogue that quickly turned to finger-pointing!
“Who ordered all this escargot?” “I didn’t want any.” “We can’t eat all this!” The noise level rapidly shot up. And, of course, the level of ‘listening’ went down right along with the comprehension. After a brief point, everyone turned to me and begged, “Steve, you’re our facilitator, please fix this!”
I turned to the owner and said, “There’s been a misunderstanding. We wanted enough escargot to share among nine of us, not separate servings of nine each.” To which he replied, “No, you did not.”
Our journey begins.
I suggested, due to the miscommunication, how about he leave us with four or five of the servings, to which our delightful French waiter replied something along the lines of “You are wrong! You absolutely ordered nine servings.” (My command of French is slight; my study and reading of human body language allows me to conclude there are certain universal ‘words’ that are clear no matter the spoken word!)
He pointed to his pad and with great emotion told us we CLEARLY ordered nine servings of escargot.
At least the point of this post should be clear by now. How quickly communication can be confused, how miscommunication can arise. And how quickly we jump to that ‘right/wrong’ paradigm (if I am right, you must be wrong, and vice versa).
Of course, once the dialogue (shouting, pleading, etc.) settled down, and the Frenchman came over to me and confided how difficult it was to work for the owner, who was often quick to allow his temper to rise, and how much trouble he was in, I assured him we would do all possible to help.
After time passed and temperatures cooled, and the main courses were delivered and deemed with perfection, I called over the waiter and announced that we’d had the best service of any of our experiences while gathered in this little corner of the world, and felt a part of our Frenchman’s family. Our group gave him a loud, heartfelt round of applause, to which everyone in the restaurant turned to see what was happening. We thanked him profusely for his patience with our language, and left him with a warmth and gratitude that was as important to us as it was to him.
I brought him close and whispered to him that I would talk to the owner and explain as well.
When the owner came by at the end of the meal to ask how it was, we told him, out of everywhere we’d been (the irony being we had other dinner plans and only selected his because the place we were going didn’t seem suitable), this was truly the best, and what made it so was our delightful, personable, engaging and dedicated waiter, who, in spite of the miscommunication, OUR miscommunication, made our evening the most memorable of all.
Ms. Communication actually turned into a great hostess who gave each of us – team members, waiter and owner – a glimpse into our own ability to unwittingly make communication blunders. It became a positive experience in how, instead of seeking blame, fault or cause, we may instead focus on the desired outcomes and the purpose of our communication. We even perceived the broader context of why and how we were gathered together and the potential to learn from one another and our circumstances.
When we move to cause and blame, we too often lose sight of the bigger picture. And everyone goes away a loser. With a less-than-positive experience and a ‘having-missed-something’ outcome.
Our French waiter became our teacher. We, part of the classroom that now extended from the retreat center to our evening dinner. Each of us was in some way affected, appreciative and better for it.
What’s happened in your life recently where Ms. Communication has visited? Where are the opportunities, in both big and small ways, to take a breath, self-reflect and find your way, with others, to better understanding, patience, insight and growth?
We all have those ‘escargot’ moments in our lives. Keep searching for how you can better approach the moment so the outcome leaves everyone satisfied, even enriched for having been a part of the experience.
P.S. If you’re curious about how we actually resolved the escargot quandary, let us know!
Posted November 10th, 2013 by The Steve Alexander Group
I’m not sure who said that. My brother has reminded me of it in many of our conversations.
The more professional coaching work I do these days, the more I remind others of it as well.
We seem to want to focus on what others need to do. To make us happy. To give us what we want. To change to make our lives more comfortable. Easier. Less complicated or conflicted. And yet it’s these very expectations that leave us feeling like we didn’t get what we wanted.
As the old Zen lesson reminds us, “Have no expectations, get no disappointments.” What if we lived a day without expecting anything from anyone else in our lives? Instead, what if we asked ourselves what we might do to bring pleasure, peace of mind, some small gesture of caring and concern to others in our lives?
With friends last evening I watched the movie “About Time,” a delicate romantic comedy with a science fiction time-travel twist. One touching moment, upon realizing there were limits to his time travel, our protagonist had to learn something from his father (brilliantly performed by the masterful Bill Nighy).
Though he had the ability to travel to anywhere in the past, instead of looking for the big moments, instead live each day twice, once as he lived it and once again, going back and looking for those moments within each day to find and give to others some simple pleasure, some small opportunity for happiness in between the spaces of what we normally live through in the course of a day.
How the day changed. No expectations. No disappointments. Beyond that, giving without expecting to ‘get’ something in return.
Can you live a day like that? At work? Home? In line at the coffee shop while you’re in a hurry to get to where you need to be next? In spite of the problems or challenges you’re facing? Or the ‘important’ work you’re doing? Or the many things on that long list of ‘To Dos” you need to get to?
I know we’re all busy. How many times do I find myself rattling off a list of all the important things I’m doing with clients when others ask how I’m doing.
What if you took a day and made a conscious effort to expect nothing from anyone or anything. And instead focused on how you might fulfill someone else’s needs and desires. For a conversation. An extra bit of comfort. Time. Care. Love.
I’m going to give it a try today. How about you?
Posted August 18th, 2012 by The Steve Alexander Group
Every now and then a film comes along that, from what you hear about it, promises a morsel of wisdom, insight and perhaps a message that will affect us and endure beyond its hour and 30 minutes. “Searching for Sugar Man” starts out as more than a morsel – soon delivering the whole cake – and ends up a banquet of emotions, messages and motivation that leaves no human heart untouched.
When I received the email from my dear friend and Cinema Society of San Diego Director Andy Friedenberg early Friday morning, I thought, “Hmmm, it’s rare that he’ll drop me a note this clearly telling me to see a flick, so it must be good.” I checked and found the local showings and set aside the afternoon to see what the buzz was about.
A small film about a songwriter musician with the talent of Bob Dylan and the gentle tenderness of a holy man, the story of Rodriguez will leave you in a daze long after the last of the credits roll. In fact, the theatergoers sat silently after the film, and much like the character memorialized in our hearts in that hour and a half, shuffled out in solemn reflection of what they just experienced.
Searching for Sugar Man is about the human spirit, humility and a brand of self-deprecation reserved for saints. You have to see the picture to understand it. And you have to experience it to receive the gift of the personal lessons it may hold for you.
You’ll probably never see Rodriguez, and the film that portrays his life, at the Academy Awards. Unless they include a new category for the Most Creative and Inspirational Film of the Year.
In today’s world, filled with so many recent senseless shootings, unpredictable violence, worldwide turmoil, economic uncertainty, name-calling and blaming, we find Rodriguez, and the many other real-life characters who fill the screen, to be refreshingly honest, open, and heroes in small, special and powerful ways.
The backdrop is the early 70s, an era in South Africa when apartheid was at its peak. Juxtaposed in a way that makes sense when you see the movie, the Detroit music scene, this talented, gifted musician and the songs he writes take on a meaning extending far beyond his failed commercial journey. It heralds the beginning of white South African anti-establishment awareness, since the National Party government heavily censored all media.
We ask ourselves, “Why we didn’t know about this?” And it helps us to remember that, even today, we get so caught up in the business of our own small worlds that we forget we are part of something bigger than ourselves. That there is a connectedness to things beyond our immediate sphere.
A common theme to my posts has been the encouragement, the urging, to take the time to look around, to see and appreciate the experiences of others, to touch deeply those around us, to hear their hearts and share their struggles… and their successes.
The irony of what happens in Rodriguez’s life, and how he and his family handle it, is a lesson for us all. The lesson is timeless, and it crosses generations, cultures, economies and countries. Each of us, in some way, big or small, affects the lives of others. Each of us has an opportunity to pause, take a moment and be present for those we love, those with whom we live, work and socialize.
Sometimes it doesn’t even require much more than a few simple words. A touch. A notion that someone matters. And that’s worth acknowledging. Who knows? You may leave a lasting impression, affecting someone in ways you can’t imagine. You can even change their world.
Just like Rodriguez.
Posted November 18th, 2011 by Steve Alexander
I recently attended another Cinema Society of San Diego event run by my friend Andy Friedenberg. I’m not sure how he does it; his timing is impeccable when it comes to delivering movies just right for our times. Thanks, Andy!
After posting my recent blog about dysfunctional group dynamics, and receiving so many responses about how useful it was to folks, personally and professionally, Andy delivered with a touching, tender, poignant and timely movie called “Being Elmo” that was right on point!
So, why Elmo? The movie (releasing late December 2011, and you won’t want to miss it) is about an eight-year-old boy’s dream; a dream to become a puppeteer. More than that, it’s about the soul of this boy and how his character, whom we later learn is Elmo, reaches full expression in his life. Through Elmo, he touches a world of children and adults with love, compassion and care. His message is one of acceptance without judgment. No labels, criticism, put-downs or name-calling. How refreshing. And how timely.
The heart and soul of Kevin Clash, the tender, compassionate, caring boy whose dream actually becomes Elmo, is the heart and soul of this character we see develop on screen. We learn how congruent this is for Kevin and Elmo’s lives, if you will. By the way, Kevin is not a ventriloquist, putting a voice into a lifeless puppet, he’s a real, live human being putting his own heart and soul into Elmo. Touching lives. Caring. Carrying a message that says, “We’re basically all alike, regardless of who we are and where we come from; take the time to see that in others, see their dreams and hopes, and encourage and care for them.”
I never watched Sesame Street, Elmo’s home, only because I was from a different era. Learning about Kevin Clash, and his “Elmo,” gave me an appreciation for how much we could use his message in our tension-filled world, and in our distracted lives. How much we could all use a little compassion, unconditional acceptance and positive regard.
And maybe a re-visit to Sesame Street.
One of the many benefits of Cinema Society is we often meet the writers, directors, actors, producers and others connected with a film. We did that night. And also met 51-year-old Kevin Clash, who fulfilled his dream, and still carries that heart and soul on his sleeve, and, of course, in Elmo.
Listening to him talk, watching him connect with the audience, both in and out of character, was an inspiration. I’d like to take him to a few meetings with me; the tough ones I facilitate, where opinions and egos get in the way of sharing, caring and collaborative, mutual gains problem-solving. Kevin (in the character of Elmo) has a lot to say, and do, to help us in these challenging times, when communication has become so tragically dysfunctional.
I walked away that night with a refreshing sense of hope. I was touched by Kevin, even more, his Elmo. And it made me wonder if he couldn’t inspire in all of us a little more, to find that place in our hearts and souls, for reaching out to someone, friend or foe, and practicing in our own lives a little more… of Being Elmo!
Posted October 30th, 2011 by The Steve Alexander Group
It’s a shame that phrase has become so trivialized and impugned because of the circumstances under which it became part of our modern-day vernacular. Otherwise, it could truly serve as a plea for sanity at a time when dialogue between reasonably intelligent, well-intentioned people has veered off into a world of unbelievable disrespect. I’m not the first to comment about the condition of today’s public discourse, and I won’t be the last. Hopefully, however, with some easy-to-apply tips, we all might challenge ourselves to a higher standard.
I was recently asked by a reporter to comment on a situation involving a community planning group and the level of apparent dysfunction they’ve reached, including personal insults, name-calling, nasty emails and the like. The article, “Political infighting plagues Alpine panel,” appeared in The San Diego Union-Tribune and explains the kinds of behaviors that often occur in today’s public arena, whether it’s an advisory group, governmental body, in blog posts in response to news stories, etc.
I recently read somewhere that much of what has happened is that, due to the growth of electronic communications, we’ve learned to treat ‘people’ represented at the end of those communication venues as if they were themselves machines. Unfeeling, unconscious, unaffected machines. Thus, an email isn’t to a person. It’s the pounding away on a keyboard, with all the anger, frustration, ill-will and worse that gets conjured up inside us at times. Were folks sitting in the same room, face-to-face, it might just temper the words we use and the sometimes strength of emotion we use to convey them.
A few questions to ask yourself next time you communicate:
- How would I treat this person if they were my best friend?
- What can I say or do that would actually help in this situation?
- Is it possible I’m not seeing something that might give me a different perspective on the issue?
- What can I learn from someone who doesn’t think like me, doesn’t share my values, life experiences and world-view?
- If I let go of who’s right and who’s wrong, and instead focus on doing the right thing, how does that change my actions and words?
A few tips, many you’ve heard before, however, worth repeating:
1) Stop, take a deep breath (or three) before saying or doing anything. Just this pause alone will give you time to think, maybe even lower your blood pressure and act more kindly and thoughtfully.
2) Consider the difference between a reaction (quick, thoughtless, emotional, gives control and responsibility to the other person, blames, diminishes the likelihood of a resolution to conflicts, etc.) vs. a response (strategic, thoughtful, unemotional, seeks resolutions, puts you in control of your emotions and actions), and seek always a response to events and conflicts.
3) Take FULL responsibility for your part of the interaction and relationship (more on this in another post) instead of blaming or seeking change in the other person.
4) Remember, you are emailing, talking, blogging, tweeting, etc. a REAL HUMAN BEING, a person with feelings, albeit their world-view may be different than yours, they are of the same species, and like you, they mostly want to be heard, understood and appreciated for who they are.
5) Avoid the right/wrong paradigm (if they’re right, I must be wrong and vice versa), and instead, look for the nexus in your ideas; in the case of this story about Alpine, for example, what do we have in common in our love for our community, our vision for the next generation and what they’ll inherit from our hard work and dedication, etc.?
6) Remember, you can’t always be right. Sometimes you have to ask yourself if being right is more important than being happy and protecting your own serenity. After all, being at peace with what’s happening is within your power and it’s your decision, not someone else’s.
Granted, it’s not easy to be the first one to take the high road. However, with a new way of approaching our discourse, perhaps we’ll have healthier discussions, greater self-respect as well as respect for others. If it even nudges us slightly away from the aggressive tone we’ve adopted in our public discourse, won’t it have been worth it?
Interestingly, guess what the most common response is to my comments in this recent article from friends, colleagues and clients who read it! “Can’t you and those who do what you do descend upon Congress and get them to practice this stuff? They really need your help!” Well, we may not be able to do that. What each of us can do, however, is make an individual commitment, and since, as it’s said, ‘we elect the government we deserve,’ perhaps we can make a change in the discourse there, too. It can’t hurt to try.
Posted August 29th, 2010 by Steve Alexander
Just did another senior management training last week and the topic always comes up – what about email? How do we manage it, use it, control it, keep from getting buried by it and fix communications that get broken by it… the list of questions, comments and consternation goes on and on. The 29 August 2010 Sunday column, Corner Office by Adam Bryant, includes a comment about email (along with a number of other key insights Bryant’s weekly column provides) from Kasper Rorsted, the CEO at Henkel, a consumer and industrial products company, so I thought it was time to underscore some tips from an earlier post and make a point about email and the importance of face-to-face communications.
Email is NOT dialogue! It is not a substitute for honest, open, transparent communication. Email is two-way monologue, where one person gets to make their point, state their case, convey information, thoughts, feelings or whatever, without the benefit of the other person being present. Email is NOT a short-cut for communication. It is a form of communication, however, designed for one-way transmittal.
Remember: There is no substitute for direct, face-to-face communication, especially when an issue warrants it. For example, anything that affects your organization’s mission, vision, values, goals and deals with major strategies, decisions or compromises them requires direct, real-time communication. Personnel issues, challenges and coaching opportunities – set a meeting. Major problems with a product or service – set a meeting. Customer/member/client complaints – set a meeting.
Don’t let email get the best of you. It’s your job to manage it, rather than it managing you. Use it wisely as a tool for information transfer, not as a comprehensive communications program. There’s no substitute for getting up from your desk and making contact, or setting up time to communicate, face-to-face, with people! Use your email wisely so it’s not being misused by you or others.
P.S. Try adopting Henkel CEO Rorsted’s tip on deleting ALL email where you are only in the cc line. His point: being in the copy line is often only for someone’s ‘cover’ and if they want to connect with you, those emails should be To: you. Try it for a couple weeks and let me know if your email flow is more manageable, and if it helps make your communications more productive, valuable and meaningful.
Posted August 8th, 2010 by Steve Alexander
A common issue in my work with boards and chief executives is the challenge of micromanaging. It’s something that happens as well with parents, supervisors, co-workers, peers and others. What’s at the root of it all and how do we know when it’s happening? Truth be told, micromanagers are often aware of what they’re doing; like any addictive behavior, they just can’t seem to help themselves!
If you’re a micromanager, ask yourself what the underlying emotion is that drives the behavior. Using the ‘think, feel and do’ exercise from an earlier post, call a meeting with yourself. How we act is more a result of what we feel rather than what we think. If we’re ‘feeling’ frustrated, for example or overwhelmed and out of control, we’re more likely to ‘think’ we can ‘do’ something about the little things, and sometimes even the big ones, however, these are not often the important things.
So, we ‘manage’ the details instead of stepping back, recognizing what’s really going on…and most importantly, and letting go. Empowering, rather than managing, others.
We all have our tell-tale signs. I bet if you take that meeting with yourself, you’ll be able to write down a few of yours.
And if you’re the one being micromanaged, remember, it’s not about you! Work with your supervisor, board, spouse, parent and ask the more critical question: What is the result or outcome we need in this situation? Then, when you’ve created clarity about that, encourage the micromanager to empower you to come up with some acceptable solutions (not how you get there and myriad of details along the way!) and offer an agreeable timeline for delivering results.
Let me know how it goes next time you experiment with your new behavior!
Posted June 20th, 2010 by Steve Alexander
I’m always amazed at how easy it is to be supportive, encouraging and complimentary to co-workers, colleagues and those that work for and with us every day. Offering a spontaneous, “Great job!” “Well done!” “Your work is showing real progress.” or “I was really impressed by how you handled that last challenge,” are words that are rewarding, when heartfelt and timely. So, why don’t we do it more ofen?
We don’t make the time. We don’t think of it. We’re too busy. And yet, an expression of support and gratitude in the workplace is just as valuable as those we experience in our personal lives.
Sometimes our co-workers seem caught up in their own issues, attitudes and challenges. This is when it takes an extra effort to remember a well-spoken, well-considered phrase can make all the difference in the world. One lesson I’ve learned is we never really know what’s going on with others who cross our paths at work. Sometimes folks get moody, testy, grumpy… you know the words that describe it. Reaching beyond our own moods and attitudes, and looking for that moment of unconditional love, pushes us to consider what might be going on in their lives that goes unspoken. Someone whose spouse is struggling with a life-threatening illness, maybe an argument at home that left an emotional tear, countless issues that make us all human, vulnerable and sometimes distracted in the workplace.
Looking for opportunities to practice unconditional love means acting in way that doesn’t seek the reward for your own behavior. Sure, you might see the response when you’ve taken the time to single out someone for extraordinary effort. That’s not the point; it’s not the doing of it for the sake of the result; it’s the doing of it because you’re doing the most loving and caring thing in the moment.
I once counseled a young couple to ask each other in the midst of their fighting, “What would love do in this circumstance?” They were surprised by the approach. In the midst of tension, at work or home, it’s the last thing we think of when instead we want to make our point, win our argument or ‘teach’ someone something. And yet the power of loving and caring in those moments can be profound and game-changing.
So, when you’re at work today, or for that matter, anywhere, look for the opportunity, seek out the spontaneous moment when unconditional love can be your game-changer. Look beyond your busyness, your own issues and priorities, and find that unconditionally loving moment; look beyond the words and outward impression, into the hearts of those around you. Share a thoughtful, caring and supportive moment. What happens next might be a surprise… not only to you, but as well to the lives of those you touch.
Posted June 6th, 2010 by Steve Alexander
I was recently asked to attend and facilitate a small planning meeting. Before we got started, one of the attendees asked the question, “Why am I here?”I could tell it was not about the meaning of life nor was it rhetorical! It actually startled everyone, and I realized immediately not everyone was on the same page as the person who ‘called’ the meeting (in our business that’s commonly referred to as the ‘convener’).
Meetings are one of the biggest issues I hear folks in my world talk about, question and criticize. In fact, the word ‘meeting’ and the phrase ‘waste of time’ are often either synonymous or at least heard in the same sentence. Rarely do people seek my services because they have such great meetings and just want to make them even better. Usually, as part of the executive coaching, team-building process and overall improvement program, they want to know how to make their meetings work.
The question was one of the most direct ways I’d heard of asking that series of questions we should all ask when we’re planning to attend or, if it can’t be done prior, actually attending a meeting. Why am I here? What value do I add? What value will this meeting add to my work, what I need to produce for the company, how I support my peers, satisfy my customers, enhance my skills, etc.? Is this a meeting I need to be in face-to-face? Can the results be achieved in some other manner that’s less costly and time-consuming and more effective? What’s expected as a result of my attendance? What will I do differently, more of/less of, as a result of this meeting? You ever ask yourself these questions? Out loud? In front of your peers? Try it.
It’s the convener’s job (remember, that’s the person who calls the meeting) to be crystal clear about the meeting purpose: what key outcome(s) need to be achieved that warrant(s) those in attendance being there to achieve that purpose. The second job of the convener is to select the right participants. Who is, and why are they, necessary to achieve that purpose? This isn’t determined by title or even the job they hold in the organization. It’s more important to consider what ‘value add’ each participant will have to achieving that meeting purpose. Another key question for the convener is what exactly do we need to accomplish in the meeting, and how should the meeting be structured to accomplish that, in order to fulfill the meeting purpose? Finally, ask what materials and information participants need to have in advance and/or at the meeting to wisely use their time and produce the outcome. (This is guided by the proviso that a meeting should never be used to ‘read’ information to participants!)
If you’re a convener, don’t call your next meeting without answering these questions. If you’re a meeting participant, don’t be afraid to startle your colleagues and the convener with this critical question, “Why am I here?” If you want to be part of effective, high-energy, high-impact meetings, apply this simple question and encourage a business culture that supports it. Your company, co-workers, customers and you deserve it!
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