invisible people

November 9, 2017

Who are the invisible people in your organization? Who is it that we take for granted or even think unimportant in our organizations?

The housekeepers, groundskeepers, admin assistants, or others?

We need to change the way we view others in what we call menial jobs. All honest work is honorable and those doing that work are to be honored. The people doing this work are vital to our success as an organization. Think about it – what if your building or office was not clean, what if the HVAC quit working, what if your grounds were unkempt, what if your reports were not put together in a professional manner? Do you think your business would suffer?

Look at them and see them as people that want & need your encouragement – today. They are often the quiet linchpins doing the unglamorous things that hold everything else together.

Let us honor people doing honorable work.

BG

FYI.to site on Organizational Health

“How to Be a C.E.O., From a Decade’s Worth of Them” – Adam Bryant

At Ambassador Enterprises, LLC something we learned was that are three things you need:

1 – Determined Will

2 – Curious Mind

3 – Managed Emotions

Said another way – #Desire. #Knowledge, and #Discipline

Are these three things true about you?

BG

The title seems a bit odd does it not? How can your view of others affect your effectiveness?

The answer lies in a great book entitled Leadership and Self-Deception put out by the Arbinger Institute. If you don’t have this book, you need to add it to your leadership library!

One of the key observations is understanding how you view others. You can view them as one of two ways:

As Objects

  1. Obstacles
  2. Means to an end
  3. Unimportant

Or as People:

  1. With feelings
  2. With dreams and hopes
  3. With fears and insecurities

Most importantly, when you view them as people you are also acknowledging that their hopes and fears are just as legitimate as yours.

So, how are you viewing others? As Objects or as People?

It does make a difference.

BG

“Stay calm, Have fun, Laugh a lot.” – Angela Allen

a good mindset

“The American workforce has more than 100 million full-time employees. One-third of those employees are what Gallup calls engaged at work. They love their jobs and make their organization and America better every day. At the other end, 16% of employees are actively disengaged—they are miserable in the workplace and destroy what the most engaged employees build. The remaining 51% of employees are not engaged—they’re just there.

“These figures indicate an American leadership philosophy that simply doesn’t work anymore.” (Clifton)

“After two decades of working with CEOs and their teams of senior executives, I’ve become absolutely convinced that the seminal difference between successful companies and mediocre or unsuccessful ones has little, if anything, to do with what they know or how smart they are; it has everything to do with how healthy they are.” (Lencioni)

“The most important decisions that executives make are people decisions.” (Drucker)

We have an organizational health problem in this country that is undermining the effectiveness of our organizations in both the for-profit and nonprofit worlds. The implications are far reaching in that it affects the overall health of this country economically, it affects the communities where organizations operate, and it affects the health of individual employees and their families.

The cause of the problem, and the solution, rests with those leading those organizations at the C-Suite and Board levels.

Many leaders of organizations have come through the business education system and are well schooled in the “hard science” aspects of running organizations. They know how to produce and read financial reports, develop strategic plans, manage supply chains, produce sales forecasts, ensure they are complying with human resources regulations, and all the other aspects of running an organization that are so important.

As important as good systems and processes are to a well-run organization, we have to embrace the fact that the health of the people in our organizations is more important than our strategies and systems. I once worked for an incredibly successful businessman who made the statement that there was no need for customer satisfaction surveys – what was needed was employee satisfaction surveys. His position was that if you have satisfied employees, you have satisfied customers. Put another way – if you take care of your employees, they will take care of your business.

Leaders have to learn to think differently about the people of their organizations realizing they are individuals with fears and hopes. It is up to us to take a deep look at our organizational culture and to start making the needed changes. Often it starts with looking in the mirror. It is up to us to first change our mindset.

It’s not really that complicated, but it is hard work. It begins with truly caring about the people in your organization. Do you see them as obstacles, means to an end, or as persons? Start with how you view others and go from there.

In summary is a quote attributed to Peter Drucker—“Culture eats strategy for breakfast.”

BG Allen
Executive Coach
Coachwell Inc.

Sources:
Clifton, Jim “State of the American Workplace Report” (p. 2). Gallup (2017)
Lencioni, Patrick M. The Advantage, Enhanced Edition: Why Organizational Health Trumps Everything Else In Business (pp. 8-9). Jossey-Bass. Kindle Edition
Peter Drucker, http://creativefollowership.com/the-most-important-decisions/