What’s your teams identity?
I see lots of ambitious companies shaping the identity of their team using the construct of "we are ..." and {insert relevant company name like #weareCisco}
It's a powerful way of creating identity, community and a sense of togetherness.
Here's my question.
I’m reminded this week of the magic of thinking big and bold.
The case in point is the planning exercise for our core team at Big Bold Goals. We’re planning the next 1,000 days and mapping out all the projects we need to complete in order to achieve our goals.
In this exercise, it’s so easy to fall into the trap of ‘today’ and thinking about incremental improvement and only building on what we have today.
Are you sabotaging your Big Bold Goals
The very nature of annual goal setting runs the very real risk of sabotaging the big bold goals of your team.
All too often I’ve seen teams set an ambitious goal and then in a heartbeat totally undermine it by setting a 3, 6 or 12 month goal that runs counter to the overall goal.
Spending the day sitting behind a screen and sending emails can lead to our workdays feeling somewhat impersonal. Here’s the first of three ideas on how to reclaim your humanity and start having meaningful interactions ..
Focus on what you want to see more of
It’s a human trait I’ve noticed to focus on things that are wrong. When it comes to building teams, especially diverse ones, constant focus on what’s wrong isn’t helpful. Especially when people have lots of time alone for gripes to grow arms and legs.
Why Marginal Gains is only half the story
Marginal Gains. It’s such a compelling story. It sounds so sensible. Do 100 things 1% better and get 100% improvement. The Dave Brailsford logic from British cycling team has become a staple for how sporting analogies are applied to business.
Marginal gains though are only half the story. How I see marginal gains being used is in the daily activity - the tiny improvements every day. Nothing wrong with that, but it needs context.
A passing fad?
I listened to a talk this week between Jim Collins (author of Good to Great) and Andrew Hill at the Financial Times.
I was struck by one debate around being more human in the workplace. It started with the observation that during Covid many businesses were discovering the human touch. And the speculation that when the acute part of the crisis finally recedes will businesses revert back to a more profits first approach to business.
The New Year rolls through, vaccines ready to go, teams hopefully refreshed after some time off over Christmas and all ready to go and tackle the New Years Big Bold Goals.
And then the UK flips back to a national lockdown. The kitchen table that was just cleared of the decorations is now being re-purposed for home school doubled up again with home working.
The only certainty is uncertainty. Time to take a deep breath, change gears and adapt to what we have. It’s hard to fight reality.
The Off Button
My wife always used to joke that she’s always looked for my off button and has still never found it.
This Christmas, I’m found it and will be flipping the switch today. If like me, it’s been a rollercoaster of a year then time to stop, reflect and recharge is vital. Especially if you want 2021 to be a big bold year of making things happen.
Who’s starting to feel festive? As well as down time over Christmas I’ve always found the period of reflection around the end of the year and the start of the days getting longer after Dec 21 the perfect breeding ground for ideas around setting big bold goals. How much time and space will you devote to this.