If you haven’t seen the Art William’s – ‘Just Do It’ Speech, I highly recommend you do. It was a video we heard at Conference and it had one phrase thrown out continuously to the audience. ‘Just Do It.’
Interestingly, it also happens to be the same phrase as the Nike slogan ‘Just Do It’.
So what does it mean? And what did it mean to Nike, to create this slogan for their organization?
I thought I would do some research to better understand the perspective of this large global organization (Nike) and what this phrase meant to them. And here is what I found.
When Nike came up with this new slogan, they unexpectedly received thousands of emails and phone calls about this simple three word phrase. People as a whole united – both men and women, and started sending over their interpretation of what this phrase not only meant to them – but what it DID for them.
Nike received messages from people whom had been in a downward spiral for years upon years and they wrote that when they read that phrase ‘Just Do It’ it inspired them to change their life. These people wrote in about making life changing decisions that they’d wanted to do for long periods of time, and for some reason these three words had an impact.
Nike discussed their surprise at the outpour of people that they had touched as a result of this new slogan. More importantly, they were overwhelmed by the lives they had impacted from those three words.
Doing it – doesn’t just mean thinking about it. It doesn’t mean day dreaming about it either. It means simply doing it. If you do the things that you fear most, they tend to become the things you are most proud of. They also become the things that build your character. They are the things that help you thrive, help you cope and most importantly empower you.
So bringing this into you and your organization, I ask you. What is it that you have wanted to do to make this company a better place? To make your work that much more enjoyable? To make your colleagues that much more inspired? And when you come up with that answer to yourselves, I will test each of you to say – Now Do It. You will truly be surprised by the impact you as one person can have on everything around you. I promise you.
As group of people, and a group of employees – each of us should be proud promoters of this. Knowing that we are working for something greater then ourselves, knowing that we are contributing to each other’s lives, knowing that we have that kind of an impact on another person, a team, a department, an office, and in the big picture – an entire organization, and knowing that this penetrates throughout all of Canada, should be inspiring for all of us…
So today, as simple as it may seem – the message is clear on what should be our focus –Do It. Making your organization, and in turn our lives the best it has to be, with what we have to work with.
…Til Next Time
Crystal E. Singh, BHRM, CHRP
Have you ever had a moment, where the ‘balance’ of work and life begins swaying too much on one side and not enough on the other? Or after numerous attempts to find equilibrium, it somehow manages to position itself back to swaying too much to one side?
I went online to Wikipedia to see what was written about Work-Life balance. Here is what it said:
“Work-life balance is a broad concept including proper prioritizing between “work” (career and ambition) on one hand and “life” (pleasure, leisure, family and spiritual development) on the other. Related, though broader, terms include “lifestyle balance” and “life balance”.
That seemed to me to be a fairly light definition that could be taken in many different ways. Prioritize? Isn’t everything a priority though? And then, how is it possible to keep everything in its balance while doing something else at the same time?
The word Work-Life Balance was first used in the US to describe the balance between personal life and a working life. This term, coined in the 1970’s, makes it almost difficult to believe there was once a time when this was possible, with the amount of economic changes that have occurred in the last 40 years.
We all see these television shows and read these articles on the importance of Work-Life Balance… we hear or see it in one form or another nearly daily. Balance – eat your vegetables, drink 8 glasses of water a day, get 8 hours of sleep each night, exercise 3 times a week, maintain a household, run your errands, visit family, take your children to their hockey game or study for your exam… and somehow find time to fit work into your schedule.
The funny thing is that it appears that Work Life Balance may not be what it was first initially created to be. It almost seems like this idea was based on a lifestyle difficult to relate to in this day and age.
So the question is how can we achieve Work-Life Balance while we have so many things going on in our everyday lives?
Here is the thing: Work-Life Balance, isn’t just about prioritizing, it’s also about finding ways to enjoy whatever it is you are doing so that your enjoyment in doing it, allows you the leverage you need in order to feel balanced.
We all know that work is called work for a reason. And if you are able to enjoy what it is you are doing then all the more reason to continue to do it. As for life, the balancing comes in many forms – for some it may be spending time with loved ones and for others it may be adventures or new experiences.
I believe a great way to achieve this balance is to first understand what is important to you and what makes you happy and then to take the next step and…start doing it!
With our busy lives and busy schedules, it is easy to get caught up in the planning and organizing of everything. But I believe it is just as important to schedule in that special time – perhaps weekly, monthly or even daily, too enjoy your life. This is where you allocate yourself the time to enjoy your achievements, create some new ones, or just spend some quality time with people that provide you with that positive energy – where you can walk away feeling stronger, wiser, supported and ready to get back to business. When we surround ourselves with positive experience and positive people, we help lighten the load we carry on our shoulders, by having new memories to think about and great people to help carry some of that load we call Work-Life Balance.
At the end of the day, we must never forget that this is our Life, and it is ours to enjoy both the balance and the experiences that come with it. J -
“The purpose of life is to live it, to taste experience to the utmost, to reach out eagerly and without fear for newer and richer experience” – Eleanor Roosevelt
Until Next Time -
Crystal E. Singh, BHRM, CHRP
There was a gentleman named Ted that I’d met at a meet and greet event I had attended several years ago. Ted was the Head Supervisor of an Automotive Company, and his responsibilities included handling the schedules, motivating the team before they began their shift, training the new hires, reviewing the inventory in the back and covering for his manager when he was out of office. Ted had been with this Automotive Company for just over 8 years. He never missed a day of employment, and had always done his best. Ted never complained about anything, and the managers felt that he was a valued employee.
The problem was that Ted would go home to his wife and complain about his job almost every day for the last year. But why? If he was valued and he was doing such a great job, and he had built such great rapport with his team – why was Ted complaining?
He started his story to me, with “I always thought I’d run the department” – and then went into an entire overview of why he didn’t really like his job. To him, it was because – it didn’t pair correctly with what he had envisioned he would be doing. He said he felt that he had settled. Here is what I said to him – ‘Just okay is unacceptable’.
If it wasn’t acceptable for him – why was he continuing to try and accept it?
The truth of the matter was that Ted did not want to be there – for the wrong reasons. Ted enjoyed the work and the people. He was good at his job. His managers also knew he was good at his job. The problem was – no one was telling him that. Ted was craving recognition. But he needed to communicate that to his manager so that the manager would have an opportunity to respond.
The funny thing was that when I shared this thought with Ted – that he needed to communicate this to his manager, Ted looked at me as if he had heard this for the very first time.
What is wrong with that? In the employee – employer relationship – the communication runs as a 2 way street. When we don’t say what we really mean and expect another person to read between the lines, what we are really doing is asking that person to help us fail. And we are also failing ourselves. Just Okay is Unacceptable.
Ted sent me an email several weeks after our talk and this is what he said to me:
When I saw Ted again a few years later, I’d asked him how things were going. He was still employed with that Automotive Company. He told me that he had gone to his Manager and asked him for recognition. They had sat down and talked about exactly what Ted needed for recognition, in order to feel motivated in his position. The recognition Ted needed was different than what the Manager thought he was giving to him. I asked Ted if he felt he was still just ‘okay’ with his position. Do you know what he responded with? “No, just okay is unacceptable.”
until next time …
Crystal E. Singh, BHRM, CHRP
A wonderful article on steps to leading a team.
Remember your first day at work? What about your first week or month? Remember that unsettled feeling you had of what came next? Perhaps you were overwhelmed, and thought ‘How on earth am I supposed to absorb all of this information?’ Or maybe it was the feeling of anticipation or even boredom, as you patiently waited to get your new work station set up, and get through the classroom or on the job training, so that you could feel comfortable in your environment.
That’s what everyone is looking for when they join an organization. Comfort. They are looking for that immediate comfort so that they can learn their environment, trust their surroundings and know who to turn to for help.
The most important way your organization can inspire your New Hires to feel comfortable so they are motivated to STAY and get through the training, the new faces and the new workload, is to give them a good Introduction of your Company. Aka: An Orientation.
If you do this correctly, you will have a group of New hires well equipped to understand what the expectations are of them, and most importantly, the faster we get them comfortable with their environment, the quicker they’ll become attached to their environment – which will increase the likelihood that they will stay in their environment…and in turn increase the likelihood that they will produce.
Comfort = Attachment = Motivation = Production
And why not right? Doesn’t it make sense that if you love your job, you WILL perform – so you can KEEP your job?
Not just any old orientation will do. You can’t expect an orientation that’s been passed on from generation to generation of workers to have the same effects now as it did 10 years ago. You can’t. It’s a different workforce, and majority of these workers have very different ideas on what business is all about, and how business is done. Your orientation has to inspire the current group of workers especially if you are looking to retain them.
To get this right – you need to make sure you have a solid understanding of your company’s culture.
What is your company culture REALLY about? Because, you need to make sure that you create an orientation that properly showcases this.
- Is your company centered on a culture of productivity?
- Maybe your organization is focused on teamwork.
- Perhaps, the culture of your organization is to based on uniqueness and creativity.
- Possibly you enjoy promoting that you work hard but focus on ‘Having Fun’ while doing it.
Each of these individual cultures should have an Orientation that showcases this selling feature to give these Newbies a good understanding of what they are about to get themselves into. The reason why this is important is because it will help them feel that they belong (aka: Comfort). And it will also help them understand what aspects of their personality they can utilize in order to feel comfortable entering your Organization. I’ve listed below some of the above examples, which your company may already consider to be the main culture of your organization:
There are of course more cultures that may or may not be defined in one word.
So, when creating an Orientation, make sure it completely and openly allows the employee to get a good glimpse of ALL the many ways the company shows they believe in this culture. Through your Orientation Videos, your site tour’s (If you’re not doing this I highly recommend it), your key people introductions (again – If you’re not doing this, I highly recommend it), your PowerPoint’s, handouts and your team building exercises – the New Hire should walk away truly knowing what your company is all about. Remember: The faster you get them comfortable – the faster you get them producing.
Why? Because: Comfort = Attachment = Motivation = Production
Stay Tuned and All the Best.
Crystal E. Singh, BHRM, CHRP
Take a minute and think about your favorite restaurant.
What is it about this restaurant that makes you enjoy it?
Is it the ‘taste’ of the food (Quality a.k.a. Customer Service from the Kitchen staff)? Is it the ambiance (Image a.k.a. Customer Service from the Cleaning Staff)? Is it the knowledgeable servers (Training a.k.a Customer Service from the Servers) Is it the fast service (Efficient a.k.a Customer Service from the Teamwork)? Is it the flow of service (Organization a.k.a Customer Service from again the Teamwork)? Is it some or all of the above?
Now envision a retail environment and we are a customer purchasing a product. What will bring you back to that store?
Is it the quality of the Product (Quality)? Is it the polished look of the store (Image)? Is it the knowledgeable customer service representatives (Training)? Is it the simplicity of knowing where to find the item and checking out quickly (Efficiency)? Is it how clean and orderly the products and store were kept (Organization)?
Some or all of these below reasons bring people back for those enjoyable experiences:
- Proper Training
Looking at it from a different perspective: Consider the worst dining or shopping experience that you’ve encountered. When you sat down at that restaurant and felt unsatisfied or when you left that retail store and said “I’ll never go back there again” – Was it not one of the above areas that immediately turned you off of that restaurant or retail store? The Poor Quality, the Inappropriate Image/Appearance, the Lack of Training, the Inefficiencies, the Dis-Organization?
If we were to replace all of the above mentioned areas, then what we would truly be saying is: ‘They have terrible customer service’ OR ‘Their customer service is excellent’. The reality is that each of these areas fall into one specific category: Customer Service
- Quality Customer Service
- Image Customer Service
- Proper Training Customer Service
- Efficiency Customer Service
- Organization Customer Service
If I take it a step further – you would probably even say something along the lines of: “If I was their manager I would (insert comment)”
So now, let’s imagine that you ARE their manager. But it’s NOT a retail store you shopped in and it’s NOT the restaurant you went to. The place you are managing is the company you are with right now. What are your strengths in the Customer Service areas mentioned above? Do you know what your strengths even are? Do you know who your customers even are?
I can share with you right now – that as a Manager, your Customers are……drumroll please…… your employees.
A strong Manager… will already know this. Why? Because your employees WILL tell you (and everyone else for that matter)…just how much they appreciate their boss.
THIS is the reason that people continue to throw out that comment that ‘people quit their managers not their companies’. It is for the same reason that you have irrevocably and indefinitely decided that you will never go to xx restaurant or xx department store again.
www.gallup.com – Is an international and US based website that provides news based on data driven polls.
“More than 1 million employees can’t be wrong, so bosses take heed of this. A Gallup poll of more 1 million employed U.S. workers concluded that the No. 1 reason people quit their jobs is a bad boss or immediate supervisor. “
Enjoy your weekend Guys,
Crystal E. Singh, BHRM, CHRP
The Purpose of this Blog is to provide leaders, managers and employees with some insight and perspective on how to lead teams and how to utilize the capabilties of the employee and/or the business structure, to create a foundation for motivated and engaged workers to thrive in.
This blog will cover various areas of the Human Resources field – including – Recruitment and Selection, Succession Planning, Training and Development, Performance Coaching, Dealing with Conflict Resolution, Terminations and Severance Payments, Writing a Resume, Health and Safety, Canadian Legislation, Current HR Trending, Investigations, HRIS Systems, the current Canadian Economy and Personal Development.
The intention of this blog is for followers to utilize the content of this information to help educate themselves and their organization when making decisions that require them to extract the best out of the ‘people’ component of their organization.
Crystal E. Singh, BHRM, CHRP