A few weeks ago, I stumbled across an article about 18-year-old Ruti Olajugbagbe and learned three great coaching lessons. Ruti is the 2018 winner of The Voice UK Season 7. The show is a multi-week talent contest in which celebrities partner with contestants in an effort to be named the season’s best singer.
“We simply do not know what the future holds.” – Peter L. Bernstein
The great Archimedes (287–212 BCE), one of the world’s finest mathematicians, was a person before his time. Not only did he invent integral calculus and figure the approximate value of π (pi) he is also said to be the father of the machine age by discovering and putting to use the properties of levers and pulleys.
In Mumbai, India, a city of 17 million people, fast food has a unique meaning.
Every day, about 5,000 dabbawalas, or “lunchbox people,” deliver nearly a quarter of a million home-cooked lunches around this vast, tumultuous city—at high speed and without error!
Because people who work in the city enjoy a home-cooked lunch, thousands of white-capped dabbawalas pick up the lunches in characteristic stacked lunchboxes, called “dabbas,” from nearly a quarter of a million homes in the suburbs between 9 and 10 in the morning. The mission: to get this specific lunch by lunchtime to a specific person downtown who is hungry for a hot meal. And it arrives every day—exactly at 12:30 pm.
With all of the discussion about employee engagement, have you considered this?
Engage the passion your people innately possess. You don’t have to invite them to have dreams – they already have them.
Organizations that fail to continuously improve their capabilities will inevitably fade away. Creating a culture that is continually learning and growing is essential to the future of your organization.
Creating this type of an organization is a leader’s job – it can’t be outsourced.
Let’s face it… In many organizations, employees have become so entrenched with how they have historically done things that they fail to look for better ways to perform. Sure, some have tried to implement continuous improvement efforts like total quality management or six sigma. Although laudable, few of these efforts have managed to become ingrained in the culture. This often occurs not because the initiative was a bad idea, but because the implementation approach was flawed.
Do you want to increase the productivity of the team?
Technology certainly helps, as does process improvement. However, someone has to use the technology. People need to embrace new processes.
The secret to productivity is to ignite the passions of your team.
More than a century ago, researchers at Clark University did an experiment with a walleye pike, a very aggressive fish. The researchers placed the pike in a large tank filled with water and added several minnows, the pike’s natural food, and watched as the fish immediately devoured the minnows. The researchers then placed a transparent glass divider in the tank with new minnows on one side and the pike on the other. Again the larger fish went after the minnows, this time hitting its head against the glass with each attempt. Eventually, the pike stopped trying to eat the minnows, having learned that the effort would only bring a sore head.
It sounds obvious, but most of us have a way of piling up “must-do” priorities, making it impossible to do a very good job on any of them. One recipe for disengaging people is to overwhelm them with things to do, all of which are “Job 1” and “key priorities” and “top-of-the-list.”
But if you unleash people to focus on one, two, or three wildly important goals—no more—they will sense the significance of what they’re doing and they’ll have a chance to win. There is tremendous power in focus. As you prioritize your goals, think about those things that must be done or nothing else matters, focus on those true priorities, and move lower priorities to the back burner.