You Will Be Given 9 Gifts Today

This is true - you will be given 9 gifts today.

To enumerate those gifts, you will need to recognize them.

It could be that unexpected expression of appreciation to you; or the look of surprise and connection when you unexpectedly thank someone else.

Even though it may not seem like a gift, that person who pops into your office to talk for fifteen minutes (when you have so much to do!), provides an opportunity for relationship building and bonding.

It could be that hallway conversation you overhear that gives you a little more information or an additional insight that enables you to be more effective.

That new person you meet today is a gift.

That moment of solace when someone recognizes it's a tough go.

It could be a new assignment, that even though it seems overwhelming, presents a great opportunity.

You will learn at least three new things today.

It could be an additional perspective on the subject at hand.  And even though you may not agree - it adds dimensionality and allows a better end product to emerge.

It is that silent observation of the dynamics between two individuals.

Connecting with another person; sharing experiences, skills, perspectives and common goals.

Anything that makes us laugh is a gift.

This is by no means an exhaustive list - it is a start.

You will be given 9 gifts today.  At least.

We only reap the benefits if we recognize these gifts and are, in turn, grateful for what we are given.

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My book "Courageous Questions, Confident Leaders" is available on Amazon Kindle.

The Unexpected

The flight was delayed.  The gate area was filled with passengers anxious to get to their destination.  The minutes ticked by.    One expects that the airline gate crew would also fall to expectations;  keeping their heads down, making necessary announcements and trying to keep everyone calm.  On this occasion, the Southwest Airlines gate crew did something out of the ordinary.

They sang.

They sang "Lean on Me."

Was this expected?     Did it break the anxiety?  You can pretty much figure that out.

The unexpected.  The surprising.  There's a lot of value in these things.  It is human nature to get so locked into the anticipated, which in turn prompts the "same-old" responses.   To be able to positively approach things from a new and refreshing angle is a great skill and gift.

So if someone is expecting criticism, thank them instead for what they have done well.  If they are expecting a long, drawn out meeting, gamify it or make it short or take a break for ice cream.   If someone is expecting a somber tone during a review session - be light and positive.   Play jazz.  Dim the lights or turn the lights up.   Take someone out for coffee or lunch or a walk around. Just do something different that is positive. . .

The unexpected benefits more than the audience.  If we challenge ourselves to do the unexpected, all of a sudden we are looking at the issue before us from different dimensions.  How can I make this funny?  Or more interesting?   Or involving?  It makes us turn the issues around and see them from different sides - and that is always a good thing.

Don't get me wrong, consistency is a great thing.  I'm not suggesting we sacrifice that for a whim.   I am suggesting that within our frameworks, we can approach things differently;  with a refreshing point of view.   We can make a stronger difference.

Sometimes doing the unexpected. . .makes us exceptional.

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My book "Courageous Questions, Confident Leaders" is available on Amazon Kindle.

Cultural Change Isn't. . .and Is

Cultural change isn't hanging a motivational poster in the breakroom with the expectation of changed behavior.

Cultural change is a change in behavior at the very top of the organization;  everyone then follows the leaders.

Cultural change isn't a motto on the bi-monthly newsletter.

It is a consistent topic of discussion and inquiry.

Cultural change isn't bullying people into a new frame of mind.

Cultural change is persistent persuasion.

Cultural change isn't handing out a book with instructions "Everyone please read by next Wednesday."

Cultural change is living the book.

Cultural change should not be a "thought of the moment" on "how our organization can change for the better."

Cultural change should be responsive to the work team, the work place, the competitive nature of the business and the times in which we live.

Cultural change should not be a cult.

Cultural change should be a practical approach to making personal and professional lives better and more productive.

Cultural change is not an event.

Cultural change is an ongoing evolution that is responsive to its congregation.

Cultural change does not happen overnight.

Cultural change is patient, forgiving and ultimately, rewarding.

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My book "Courageous Questions, Confident Leaders" is available on Amazon Kindle.