After a long winter, spring has finally sprung! For leaders in our fields, it’s an opportunity to implement some springtime strategies that cultivate and nurture company culture. But healthy cultures don’t grow overnight. Just as a garden is a multi-faceted ecosystem that needs tending, so is your workplace culture. To properly grow your company culture, you must be both patient and nurturing.
As Terry Lee outlines, there is great potential inside everyone. It’s up to great leaders to bring it out in four nurturing ways.
Training
It’s vital for leaders to work with employees to identify what training will position them to be most successful for the job now and for the future. Prior to sending any employee to a training, conference, or seminar, leaders should sit down with the employee to discuss specifics goals, expectations, and takeaways of the training they are attending.
Connecting
Research has shown that talking to house plants can help them grow, thus proving the power of connection. Leaders should connect with their teams as they help them better understand their importance and the value they bring to the organization. Every leader should understand their company’s mission and articulate that message to staff consistently and authentically.
Challenging
Studies have shown that intrinsic motivators are just as important as extrinsic ones. Good managers understand what challenges help generate these motivators. When team members complete meaningful tasks, they may receive an intrinsic reward. One way to amplify this reward is by talking to teams to determine what they think are the most important parts of their job. Then leaders can help them structure their day around tasks that give them a feeling of purpose.
Coaching
Every garden needs a gardener, and every team member needs a coach. Team members need coaches to meet them where they’re at. They help staff identify what options they may have to reach goals and then set the appropriate challenges that lead them to success.
Now that warmer weather has arrived, and the world is opening up again, it’s time to plant the seeds of a healthy work culture. Remember that culture will grow, whether you tend to it or not. Take the time to prioritize nurturing your team, and it will create a strong foundation for a collaborative and supportive workplace.
Need help with creating the foundation for a healthy work culture? Download our Culture Cultivator where you will uncover pain points and plan action items toward growing a healthy and synergetic work culture.
In today’s fast-paced and increasingly digital world, people often find themselves feeling disconnected from others, both in the workplace and their personal lives. The rise of remote work, the constant bombardment of information on social media, and the divisiveness of politics have only exacerbated these feelings of isolation and detachment. This disconnection is not only detrimental to our well-being but also poses significant challenges for organizations seeking to foster a collaborative and innovative environment. Now, more than ever, we must recognize the importance of fostering connection and nurturing relationships at work to repair the fractures that have formed in our society.
“We are all so much together, but we are all dying of loneliness.”– Albert Schweitzer
By acknowledging the current state of disconnection and actively working to promote understanding, empathy, and collaboration, we can create a more inclusive and productive workplace that benefits everyone involved. In this article, we will explore the consequences of disconnection, the power of connection and understanding, and the role of facilitation in fostering these essential relationships.
The consequences of disconnection
Disconnection can be observed across various aspects of our society. In politics, the polarization of opinions and the entrenchment of viewpoints create a divide that prevents productive dialogue and collaboration. Social media platforms contribute to this divide by amplifying echo chambers, wherein individuals are exposed primarily to information that reinforces their pre-existing beliefs, further deepening the rift between differing perspectives.
Disconnection also permeates the workplace and organizational structures. Within companies, miscommunication, a lack of understanding, and unaddressed conflicts can create disconnects between individuals and teams, hindering progress and innovation. These consequences are not limited to large-scale issues; even seemingly minor incidents, like a disagreement over conference room usage, can cause lasting resentment and erode workplace relationships.
A striking example of the dangerous consequences of disconnection is the recent classified document leaks via Discord. The individual responsible for the breach was motivated by feelings of isolation and a desire for recognition. This act of cyber espionage demonstrates how disconnection and the need for validation can drive individuals to take extreme risks and engage in destructive behaviors.
The consequences of disconnection can even be observed at a cellular level. In a recent Rich Roll Podcast episode, Dr. Zach Bush discussed the origins of cancer originating from cellular disconnection in the human body. When cells become disconnected from one another, they may begin to malfunction and grow uncontrollably, resulting in cancer. This biological phenomenon parallels the societal consequences of disconnection, wherein isolation and detachment can lead to radicalization and unproductive behaviors.
“The eternal quest of the human being is to shatter his loneliness.”– Norman Cousins
The power of connection and understanding
By fostering connection and understanding, we can counter the negative consequences of disconnection and create an environment where growth and collaboration thrive. Research consistently shows that diverse teams perform at higher levels when united by a shared purpose and understanding. Embracing and engaging with different perspectives not only sharpens our own viewpoints but also allows us to innovate and produce better products, services, and solutions.
A sense of belonging and purpose is crucial in the workplace. Employees often cite the team and the people they work with as key factors in job satisfaction. By building genuine connections and strong relationships, employees become more invested in the organization’s mission and feel a deeper commitment to their work. This sense of purpose is amplified when colleagues are able to collaborate effectively, respect each other’s opinions, and find common ground despite their differences.
“Alone we can do so little; together we can do so much.”– Helen Keller
There is extensive evidence supporting the importance of connection and relating at work. For instance, a study published in the Harvard Business Review found that employees who reported feeling more connected at work were more likely to be engaged and productive while also demonstrating higher levels of well-being and job satisfaction (1). Furthermore, research has consistently shown that diverse teams perform at the highest levels thanks to their ability to generate innovative ideas and foster a culture of learning and growth (2).
Several books highlight the significance of connection and relating at work. In “Social: Why Our Brains Are Wired to Connect,” neuroscientist Matthew D. Lieberman explores the ways our brains are hardwired for social connection, emphasizing the importance of developing strong relationships in all aspects of our lives, including the workplace (3). Similarly, in “The Power of Moments: Why Certain Experiences Have Extraordinary Impact,” Chip and Dan Heath discuss how creating meaningful, memorable experiences can foster deeper connections among coworkers and lead to a more engaged and satisfied workforce (4).
Connection and understanding are also vital for creating healthier organizations. Employees who feel connected and supported are more likely to engage in productive behaviors, contribute positively to the workplace culture, and stay committed to the organization’s goals. As a result, fostering connection and understanding not only benefits the individuals involved but also the organization as a whole.
Real-life examples of connection and relationships
Facilitators and leaders play a crucial role in fostering connection, understanding, and relationships within organizations. Creating the conditions necessary for open dialogue and collaboration can bridge divides and encourage growth through diverse perspectives.
Elena Farden is a Voltage Control Certified Facilitator, and her work as the Executive Director (ED) for the Native Hawaiian Education Council provides a compelling example of fostering connection and relationship building. As the ED, she is responsible for advocating for resources and support for Native Hawaiian education: expanding indigenous voices at the federal level.
Elena Farden – Executive Director (ED) for the Native Hawaiian Education Council
One key aspect of her work is anchoring her vision in the connection to the land, with her entire portfolio serving as a metaphor for connection to land with sense of place. In a recent conversation, Elena shared an insightful quote about this connection: “Our connection to the land is the foundation of our identity and purpose. As we nurture this connection, we strengthen our relationships and responsibility to work together for the betterment of our community.”
Elena utilizes the ʻauwai, a Hawaiian irrigation system, as an approach to facilitation. She discussed how one part of the irrigation process involves tempering the water to avoid damaging the crops. This approach resonated with her as an analogy for addressing controversial topics in her work. Elena explained, “Just like the water tempering process, facilitation requires a gentle approach when dealing with sensitive issues. By creating a safe space for open dialogue, we allow for growth and understanding to emerge.”
In her role as the Executive Director, Elena has demonstrated the power of connection and relationships in driving positive change. She has gone to bat for the Native Hawaiian community, facing challenges and building connections between different stakeholders. Through her work, she has shown that fostering relationships and understanding are crucial elements in addressing complex issues and finding solutions that benefit everyone involved.
One of Elena’s most significant achievements has been creating opportunities for collaboration and dialogue between the indigenous community and the government. This has not only facilitated the allocation of resources for Native Hawaiian education but has also strengthened the ties between the two parties. In her words, “When we build connections and relationships with people from different backgrounds, we create a solid foundation for collaboration and understanding. This, in turn, leads to more effective solutions and a stronger sense of our collective responsibility to community.”
Elena’s story is a powerful testament to the importance of connection and relationships in both personal and professional settings. By nurturing these connections, we can create healthier organizations and communities where individuals feel supported, understood, and empowered to reach their full potential.
The South African Truth and Reconciliation Commission (TRC), established in 1995, serves as another powerful testament to the importance of connection and relating in the healing process of a nation. Born out of the wounds of apartheid, the TRC aimed to provide a platform for victims and perpetrators alike to share their experiences and confront the harrowing truth about the country’s violent past. As Archbishop Desmond Tutu, the chair of the TRC, famously stated, “Forgiving and being reconciled to our enemies or our loved ones is not about pretending that things are other than they are… It is about finding a way in which to accept that which happened as that which happened, and then to move beyond it and to be willing to develop a new relationship.”
Through a process of public hearings, amnesty applications, and reparations, the TRC fostered understanding, forgiveness, and, ultimately, reconciliation among South Africans. The public hearings were instrumental in giving voice to the voiceless and allowing individuals to share their stories in a supportive environment. As one survivor, Nomonde Calata, poignantly said during her testimony, “Now that I have told the story, I feel like a great burden has been lifted from my shoulders.”
Despite its achievements, the TRC’s work was not without its challenges and controversies. Critics argue that the commission failed to hold all perpetrators accountable and that the reparations provided were insufficient to address the deep-rooted inequalities that persist in South African society. Nevertheless, the TRC’s efforts showcase the power of human connection in repairing deep-seated divisions and fostering a sense of unity.
By offering a space for individuals to engage with diverse perspectives and confront difficult truths, the TRC played a crucial role in helping South Africa move toward a more inclusive and equitable future. It demonstrated that open dialogue, empathy, and understanding can help build bridges between communities and lay the groundwork for healing.
The lessons learned from the TRC can be applied to various contexts, including personal relationships, community initiatives, and corporate environments. By fostering a culture of open communication and empathetic listening, we can encourage understanding, bridge divides, and create more harmonious relationships both in our personal lives and in the workplace.
In the workplace, facilitators can apply these principles by creating an environment where employees feel safe to express their ideas, engage with diverse perspectives, and collaborate effectively. This can be achieved through active listening, encouraging empathy, and fostering an atmosphere of trust and respect.
“The most basic of all human needs is the need to understand and be understood. The best way to understand people is to listen to them.”– Ralph G. Nichols
Here are some tips for facilitators and leaders to foster connection and relationships at work:
Encourage open dialogue: Foster an environment where team members feel comfortable expressing their opinions and ideas, even if they differ from the majority. Set group agreements or commitments that ensure this openness. By encouraging open dialogue, we create opportunities for understanding and learning, which can lead to more informed decisions and innovative solutions.
Cultivate empathy: Make an effort to understand the perspectives and experiences of others, even if they’re different from our own. By practicing empathy, we can break down barriers, reduce prejudice, and build stronger connections with those around us.
Engage in community-building activities: Participate in initiatives that bring people together, both within your organization and your local community. This could include team-building events, volunteering, or joining local clubs or groups. These activities can help strengthen bonds between individuals and promote a sense of belonging.
Practice active listening: When engaging in conversations, make a conscious effort to truly hear and understand what the other person is saying without judgment or interruption. Active listening helps to build trust and rapport and can lead to deeper connections and more productive discussions.
Be mindful of the language we use: Words have power, and the language we choose to use can either build connection or create division. Be mindful of the words you use in your communication, and strive to choose language that is inclusive, respectful, and empathetic.
Embrace diversity, equity, inclusion, and belonging: Make a conscious effort to create a diverse and inclusive environment where everyone feels valued and included, regardless of their background, beliefs, or perspectives. And lean into conversations and issues of identity, power, privilege, and justice. By embracing these approaches, we can benefit from the rich tapestry of ideas and experiences that each individual brings to the table and create a culture where all team members belong.
The Importance of Connection and Relationships
The importance of connection and relationships at work cannot be ignored. By recognizing the negative consequences of disconnection and actively working to foster understanding, empathy, and collaboration, we can create a more inclusive and productive workplace that benefits everyone involved.
Facilitators and leaders play a critical role in promoting connection and relationships within organizations. By applying principles of empathy, active listening, and trust, they can bridge divides and encourage a culture of collaboration and growth.
As we continue to navigate an increasingly complex and interconnected world, nurturing connection and understanding at work is essential for building healthier organizations, driving innovation, and creating a more inclusive society.
“Connection is the energy that exists between people when they feel seen, heard, and valued; when they can give and receive without judgment; and when they derive sustenance and strength from the relationship.”– Brené Brown
As we move forward, it’s essential to prioritize connection and relationships at work. Reflect on your own experiences and consider the ways in which you can nurture stronger connections and understanding within your organization. Remember, you have the power to create a positive impact on your team and the overall work environment.
Consider the following steps as you work towards fostering connection and relationships:
Assess your current work environment: Identify areas where you can promote understanding, empathy, and collaboration.
Engage in open dialogue: Encourage open and honest conversations about the importance of connection and relationships within your team.
Seek opportunities for growth: Look for ways to learn from diverse perspectives and foster personal and professional growth for yourself and your team members.
Share your experiences: Share your own experiences of connection and understanding with others, and learn from their stories as well.
Stay committed to the process: Building and maintaining strong connections and relationships takes time and effort. Stay committed to the process and recognize that growth and understanding may not happen overnight.
By actively working to build connection and relationships at work, we can create healthier organizations, foster innovation, and contribute to a more inclusive and equitable society.
Let’s make a conscious effort to prioritize connection, empathy, and collaboration in our workplaces and beyond.
Image Credits: Unsplash, Voltage Control, Elena Farden
Sometimes the hardest thing is merely to make yourself understood. Things that change the world, or even a small part of it, always arrive out of context because, by definition, the world hasn’t changed yet. That’s why innovators need to be great communicators, because an idea that doesn’t gain traction is an idea that fails.
That’s easier said than done. As Fareed Zakaria has put it, “Thinking and writing are inextricably intertwined. When I begin to write, I realize that my ‘thoughts’ are usually a jumble of half-baked, incoherent impulses strung together with gaping logical holes between them.” Clearly, if he struggles, we all do.
Yet the good news is that most people can immensely improve their communication skills by following a few simple rules. While, like any skill, they take a lifetime of practice to hone and perfect, you can start seeing progress within a few hours. It doesn’t matter if you’re an entrepreneur, a senior executive or just starting out, you need to communicate effectively.
1. Clarity Before Creativity, Always
Most people want their writing and speaking to be impressive. They have an idea in their heads of what a “professional” sounds like and they try to emulate those traits. They use big words, infuse acronyms and technical language or try to pluck a choice term or two out of the zeitgeist.
Yet trying to conform to some abstract notion of “professional” or “impressive” is a sure way to garble your message. Instead of trying to impress, just try to be clear. Different people have different conceptions of what they consider to be professional or impressive, but everyone knows what is clear.
The truth is that nobody cares how clever you are if they can’t understand what you’re trying to tell them and few will take the time and effort to figure it out. Most probably, they will assume you haven’t really thought things through and move on to other things.
So as you formulate your message, whether it’s an email, a pitch, a keynote or whatever, continually ask yourself, “how can I make it more clear?”
2. When In Doubt, Take It Out
Born in the late 13th century, William of Ockham was a giant of his age. As one of the few intellectual lights of medieval times, his commentaries on reason, logic and political theory are studied even today. His ideas about the separation of church and state were literally centuries ahead of their time and formed the basis for our own constitutional principle.
Yet he’s best known for Ockham’s Razor, sometimes known as the “principle of parsimony.” Often, the principle is interpreted as “Keep It Simple Stupid,” but that’s not quite right. A much more accurate translation would be, “entities should not be multiplied beyond necessity.” In other words, if something doesn’t need to be there, it shouldn’t be.
A useful device I use for applying Ockham’s razor is to imagine my audience, whether that is a reader or a listener, as having an internal “cognitive budget” they are willing to devote to whatever I’m trying to tell them. Then I judge everything I include by the standard of, “is this worth using up my cognitive budget?”
So be cautious and respectful with your audience’s attention. If you have any doubts whether it needs to be there, it probably doesn’t. Take it out and see if anything meaningful is lost. If not, keep it out and don’t look back.
3. If It Sounds Like Writing, It’s Probably Not Good
When we’re taught to write in school, we’re usually urged to follow a certain form. This often involves an academic, detached tone of voice. For many of the same reasons, when we speak to an audience, our tone takes on a “speaker’s voice. In both cases, the result is that we come off as performative and inauthentic.
Your communication, whether you’re speaking or writing, should sound like you, not someone you’re trying to be at a particular moment. Your vocabulary shouldn’t be significantly different when you write than when you speak. Your grammar and turns of phrase shouldn’t vary too much either. There’s absolutely no reason for you to come off as someone else.
Style should be invisible. If your audience is focusing on how you’re writing or speaking, then that steals cognitive energy away from concentrating on the message you’re trying to communicate. Don’t fall into the trap of trying to sound a certain way, just focus your energy on being as clear as possible.
4. Default To One Point
If you’re going to rob a bank, as a general rule anything you say after “put the money in the bag or I’ll blow your head off,” will be somewhat superfluous. That one simple point is perfectly sufficient for the job at hand. In fact, the uncomfortable pause that follows will probably accentuate the impact of your message.
Now, clearly there are exceptions to the “default to one point” rule. For example, if you kidnapped the teller’s family, that kind of time and effort might warrant adding a second point. Even then though, you might want to let your first point sink in and keep your second point in reserve in case you need to overcome an objection.
Obviously, I’m being facetious and not suggesting anyone actually rob a bank, but the point stands. In most contexts, but especially if you’re on a panel or doing a Q&A session, you’re usually, although not always, better off sticking to one point and making it well than trying to jam in a too much information
And, of course, if they like your one point they’ll be likely to ask for more. That’s how you build a conversation.
5. Dare to be Crap
The hardest thing about starting a project of any sort is that we always compare initial efforts to finished products and, not surprisingly, those efforts always seem to come up short. As Pixar President Ed Catmull wrote in his book, Creativity, Inc., “early on, all of our movies suck.” If it’s true of Pixar movies, it’s probably true of our work.
That makes it really hard to begin writing or scripting, because whatever you first put down is bound to be a disappointment. Your wording will be clumsy, your points will be unclear and you’ll begin to realize that your great idea is actually, as Fareed Zakaria put it, “a jumble of half-baked, incoherent impulses strung together with gaping logical holes between them.”
Your first efforts are always crap. Yet that shouldn’t blind you to the fact that all great works start out that way. As Vladimir Nabokov put it, “writing is rewriting.” The greatness comes not from the initial spark of inspiration, but from the long hours spent honing it down to reveal its core. But before you do that, you need to dare to be crap and produce a first draft.
The truth is that communicating even fairly simple ideas can be very hard work. As in most things, talent is overrated. You produce good work not from having a knack for a clever turn of phrase, but by putting in the effort to express your ideas clearly.
— Article courtesy of the Digital Tonto blog
— Image credit: Unsplash
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HINT: It has something to do with strategy execution
GUEST POST from Robyn Bolton
We are three full weeks into the new year and I am curious, how is the strategy and operating plan you spent all Q3 and Q4 working on progressing? You nailed it, right? Everything is just as you expected and things are moving forward just as you planned.
I didn’t think so.
So, like many others, you feel tempted to double down on what worked before or chase every opportunity with the hope that it will “future-proof” your business.
Stop.
Remember the Cheshire Cat, “If you don’t know where you’re going, any road will get you there.”
You DO know where you’re going because your goals didn’t change. You still need to grow revenue and cut costs with fewer resources than last year.
The map changed. So you need to find a new road.
You’re not going to find it by looking at old playbooks or by following every path available.
You will find it by following these three steps (and don’t require months or millions to complete).
Return to First Principles
When old maps fail and new roads are uncertain, the most successful leaders return to first principles, the fundamental, irreducible truths of a subject:
Organizations are systems
Systems seek equilibrium and resist change when elements are misaligned
People in the system do what the system allows, models, and rewards
Returning to these principles is the root of success because it forces you to pause and ask the right questions before (re)acting.
Ask Questions to Find the Root Cause
Based on the first principles, think of your organization as a lock. All the tumblers need to align to unlock the organization’s potential to get to where you need to go. When the tumblers don’t align, you stay stuck in the dying status quo.
Every organization has three tumblers – Architecture (how you’re organized), Behavior (what leaders actually do), and Culture (what gets rewarded) – that must align to develop and execute a strategy in an environment of uncertainty and constant change.
But ensuring that you’ve aligned all three tumblers, and not just one or two, requires asking questions to get to the root cause of the challenges.
Is your leadership team struggling to align on a decision because they don’t have enough data or can’t agree on what it means? The Behavior and Culture tumblers are misaligned with the structure and incentives of Architecture
Are people resisting the new AI tools you rolled out? Architectural incentives and metrics, and leadership communications and behaviors are preventing buy-in.
Struggling to squeeze growth out of a stagnant business? Structures and systems combined with organization culture are reinforcing safety and a fixed mindset rather than encouraging curiosity and learning.
Align the Tumblers
When you diagnose the root causes you find the misaligned tumbler. And, in the process of bringing it into alignment, it will likely pull the others in, too.
By role modeling leadership behaviors that encourage transparent communication (no hiding behind buzzwords), quantifying confidence, and smart risk taking, you’ll also influence culture and may reveal a needed change in Architecture.
Modifying the metrics and rewards in Architecture and making sure that your communications and behavior encourage buy-in to new AI tools, will start to establish an AI-friendly culture.
Overhauling Architecture to encourage and reward actions that expand that stagnant business into new markets or brings new solutions to your existing customers, will build new leadership Behaviors will drive culture change.
Get to your Goals
It’s a VUCA/BANI world AND It’s only going to accelerate. That means that the strategy you developed last quarter and the operational plans you set last month will be obsolete by the end of the week.
But the strategy and the plan were never the goal. They were the road you planned based on the map you had. When the map changes, the road does, too. But you can still get to the goal if you’re willing to fiddle with a lock.
Image credit: Pixabay
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Top X Lists are about big things, events that affect everyone or that will be remembered for decades. And while those Macro-moments are what stand out in our memories, they rarely define our everyday existence.
What are Micro-moments?
I first heard of Micro-moments in an interview between Dan Shipper, founder of Every, and Henrik Werdelin, founder of Prehype (an incubator that helped launch Barkbox and Ro Health). According to Werdelin:
Micro-moments for me are things when I’m in flow and things where I’m happy. It can’t be a big thing like having a family. It has to be a very concrete things like I like walking over the Brooklyn Bridge in the morning. It’s just something I get profoundly happy about, right? Or I like being in brainstorm meetings with (other entrepreneurs).
But his list of Micro-moments isn’t just a new-age happiness manifestation, it’s an actual decision-making tool. Werdelin explains:
I was basically trying to figure out what to do next and I was keeping all my options open. I got offered a job to run BBC Digital on the international side and then I got offered a job at a design agency called Wolf Collins who had an incredible CEO.
And so, I ended up having these 30 concrete [moments] where I’ve done stuff and then I started to use that as a way to measure options that would be thrown at me. The BBC sounded like it would be a lot of money, and it was like a cool job, and it would give me, I guess, self-esteem for a second. But then when I looked at what it would entail, none of the Micro-moments would be included so I was like, “ah, probably not for me.”
My first Micro-reactions
Eye roll: Thank goodness you had a list of Micro-moments so you could avoid the soul sucking horror of running BBC Digital!
Righteous indignation: Do you have any idea how hard it is out there to find a job? People would be thrilled to have a job that delivers only ONE Micro-moment of happiness?!
Breathe: Wait a second. What if Mico-moments don’t determine your role. What if Micro-moments…perhaps…mean a little bit more! (yes, that is a terrible rephrasing of the Grinch’s epiphany)
Micro-moments are more than moments of flow and joy. They’re the moments that make up our lives, relationships, and view of the world. They’re the moments that should be on our Top 10 lists but too often get crowded out by noisier, bigger moments.
They’re also things we can create, design for, and sometimes even control.
What are YOUR Micro-moments?
As the period of end-of-year reflection approaches, think about your Micro-moments. What small, concrete moments that brought you flow, joy, or peace, this year? Where were you? What were you doing? Who were you with? Jot them down.
When the new year dawns, go back to your list and get curious. What are the common themes, people, places, and activities in your Micro-moments. Write down what you notice.
As the year kicks into gear and everyone settles back into work and school routines, return to your list and start planning. How might you create more Micro-moments?
Life is made up of moments. Many of them are beyond our control. But some of them aren’t. And wouldn’t it be great to know which ones make us happiest so we can experience them more often?
Image credit: Pexels
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Whether it’s placing machine tools on the factory floor or designing work spaces for people that work at the company, the number one guiding metric is resources per square foot. If you’re placing machine tools, this metric causes the machines to be stacked closely together, where the space between them is minimized, access to the machines is minimized, and the aisles are the smallest they can be. The result – the number of machines per square foot is maximized.
And though there has been talk of workplaces that promote effective interactions and creativity, the primary metric is still people per square foot. Don’t believe me? I have one word for you – cubicles. Cubicles are the design solution of choice when you want to pack the most people into the smallest area.
Here’s a test. At your next team meeting, ask people to raise their hand if they hate working in a cubicle. I rest my case.
With cubicles, it’s the worst of both worlds. There is none of the benefit of an office and none of the benefit of collaborative environment. They are half of neither.
What is one of Dilbert’s favorite topic? Cubicles.
If no one likes them, why do we still have them? If you want quiet, cubicles are the wrong answer. If you want effective collaboration, cubicles are the wrong answer. If everyone hates them, why do we still have them?
When people need to do deep work, they stay home so they can have peace and quiet. When people they want to concentrate, they avoid cubicles at all costs. When you need to focus, you need quiet. And the best way to get quiet is with four walls and a door. Some would call that and office, but those are passe. And in some cases, they are outlawed. In either case, they are the best way to get some quiet time. And, as a side benefit, they also block interruptions.
Best way for people to interact is face-to-face. And in order to interact at way, they’ve got to be in the same place at the same time. Sure spontaneous interactions are good, but it’s far better to facilitate interactions with a fixed schedule. Like with a bus stop schedule, people know where to be and when. In that way, many people can come together efficiently and effectively and the number of interactions increases dramatically. So why not set up planned interactions at ten in the morning and two in the afternoon?
I propose a new metric for facilities design – number of good ideas per square foot. Good ideas require deep thought, so quiet is important. And good ideas require respectful interaction with others, so interactions are important.
I’m not exactly sure what a facility must look like to maximize the number of good ideas per square foot, but I do know it has no cubicles.
Image credit: Unsplash
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In times of great uncertainty, we seek safety. But what does “safety” look like?
What We Say: Safety = Data
We tend to believe that we are rational beings and, as a result, we rely on data to make decisions.
Great! We’ve got lots of data from lots of uncertain periods. HBR examined 4,700 public companies during three global recessions (1980, 1990, and 2000). They found that the companies that emerged “outperforming rivals in their industry by at least 10% in terms of sales and profits growth” had one thing in common: They aggressively made cuts to improve operational efficiency and ruthlessly invested in marketing, R&D, and building new assets to better serve customers have the highest probability of emerging as markets leaders post-recession.
This research was backed up in 2020 in a McKinsey study that found that “Organizations that maintained their innovation focus through the 2009 financial crisis, for example, emerged stronger, outperforming the market average by more than 30 percent and continuing to deliver accelerated growth over the subsequent three to five years.”
What We Do: Safety = Hoarding
The reality is that we are human beings and, as a result, make decisions based on how we feel and the use data to justify those decisions.
How else do you explain that despite the data, only 9% of companies took the balanced approach recommended in the HBR study and, ten years later, only 25% of the companies studied by McKinsey stated that “capturing new growth” was a top priority coming out of the COVID-19 pandemic.
Uncertainty is scary so, as individuals and as organizations, we scramble to secure scarce resources, cut anything that feels extraneous, and shift or focus to survival.
What now? AND, not OR
What was true in 2010 is still true today andnew research from Bain offers practical advice for how leaders can follow both their hearts and their heads.
Implement systems to protect you from yourself. Bain studied Fast Company’s 50 Most Innovative Companies and found that 79% use two different operating models for innovation to combat executives’ natural risk aversion. The first, for sustaining innovation uses traditional stage-gate models, seeks input from experts and existing customers, and is evaluated on ROI-driven metrics.
The second, for breakthrough innovations, is designed to embrace and manage uncertainty by learning from new customers and emerging trends, working with speed and agility, engaging non-traditional collaborators, and evaluating projects based on their long-term potential and strategic option value.
Don’t outspend. Out-allocate. Supporting the two-system approach, nearly half of the companies studied send less on R&D than their peers overall and spend it differently: 39% of their R&D budgets to sustaining innovations and 61% to expanding into new categories or business models.
Use AI to accelerate, not create. Companies integrating AI into innovation processes have seen design-to-launch timelines shrink by 20% or more. The key word there is “integrate,” not outsource. They use AI for data and trend analysis, rapid prototyping, and automating repetitive tasks. But they still rely on humans for original thinking, intuition-based decisions, and genuine customer empathy.
Prioritize humans above all else. Even though all the information in the world is at our fingerprints, humans remain unknowable, unpredictable, and wonderfully weird. That’s why successful companies use AI to enhance, not replace, direct engagement with customers. They use synthetic personas as a rehearsal space for brainstorming, designing research, and concept testing. But they also know there is no replacement (yet) for human-to-human interaction, especially when creating new offerings and business models.
In times of create uncertainty, we seek safety. But safety doesn’t guarantee certainty. Nothing does. So, the safest thing we can do is learn from the past, prepare (not plan) for the future, make the best decisions possible based on what we know and feel today, and stay open to changing them tomorrow.
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“It just popped up one day. Who knows how long they worked on it or how many of millions were spent. They told us to think of it as ChatGPT but trained on everything our company has ever done so we can ask it anything and get an answer immediately.”
The words my client was using to describe her company’s new AI Chatbot made it sound like a miracle. Her tone said something else completely.
“It sounds helpful,” I offered. “Have you tried it?”
“I’m not training my replacement! And I’m not going to train my R&D, Supply Chain, Customer Insights, or Finance colleagues’ replacements either. And I’m not alone. I don’t think anyone’s using it because the company just announced they’re tracking usage and, if we don’t use it daily, that will be reflected in our performance reviews.”
All I could do was sigh. The Underpants Gnomes have struck again.
Who are the Underpants Gnomes?
The Underpants Gnomes are the stars of a 1998 South Park episode described by media critic Paul Cantor as, “the most fully developed defense of capitalism ever produced.”
Claiming to be business experts, the Underpants Gnomes sneak into South Park residents’ homes every night and steal their underpants. When confronted by the boy in their underground lair, the Gnomes explain their business plan:
Collect underpants
?
Profit
It was meant as satire.
Some took it as a an abbreviated MBA.
How to Spot the Underpants AI Gnomes
As the AI hype grows, fueling executive FOMO (Fear of Missing Out), the Underpants Gnomes, cleverly disguised as experts, entrepreneurs and consultants, saw their opportunity.
Sell AI
?
Profit
While they’ve pivoted their business focus, they haven’t improved their operations so the Underpants AI Gnomes as still easy to spot:
Investment without Intention: Is your company investing in AI because it’s “essential to future-proofing the business?” That sounds good but if your company can’t explain the future it’s proofing itself against and how AI builds a moat or a life preserver in that future, it’s a sign that the Gnomes are in the building.
Switches, not Solutions: If your company thinks that AI adoption is as “easy as turning on Copilot” or “installing a custom GPT chatbot, the Gnomes are gaining traction. AI is a tool and you need to teach people how to use tools, build processes to support the change, and demonstrate the benefit.
Activity without Achievement: When MIT published research indicating that 95% of corporate Gen AI pilots were failing, it was a sign of just how deeply the Gnomes have infiltrated companies. Experiments are essential at the start of any new venture but only useful if they generate replicable and scalable learning.
How to defend against the AI Gnomes
Odds are the gnomes are already in your company. But fear not, you can still turn “Phase 2:?” into something that actually leads to “Phase 3: Profit.”
Start with the end in mind: Be specific about the outcome you are trying to achieve. The answer should be agnostic of AI and tied to business goals.
Design with people at the center: Achieving your desired outcomes requires rethinking and redesigning existing processes. Strategic creativity like that requires combining people, processes, and technology to achieve and embed.
Develop with discipline: Just because you can (run a pilot, sign up for a free trial), doesn’t mean you should. Small-scale experiments require the same degree of discipline as multi-million-dollar digital transformations. So, if you can’t articulate what you need to learn and how it contributes to the bigger goal, move on.
AI, in all its forms, is here to stay. But the same doesn’t have to be true for the AI Gnomes.
Have you spotted the Gnomes in your company?
Image credit: AI Underpants Gnomes (just kidding, Google Gemini made the image)
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Getting quiet employees to speak up in meetings can feel like a challenge, but it doesn’t have to be. The truth is silence doesn’t mean disengagement. Often, quiet team members are the most reflective, thoughtful contributors—they just need the right environment to share their insights. If you’ve ever wondered how to help them find their voice, you’re not alone. It’s a question many leaders face, and the answer lies not in fixing the individual but in fixing the environment.
Let’s explore how to create a space where everyone feels confident contributing and where the team benefits from the diverse perspectives that emerge.
What Leaders Often Get Wrong
A common tactic leaders use to engage quiet employees is calling on them directly during meetings. It seems logical—put someone on the spot, and they’ll contribute, right? Wrong. Forcing participation in this way often backfires. When you call someone out with, “We haven’t heard from you, what do you think?” you’re not creating an opportunity; you’re creating pressure. This can leave the individual feeling unprepared or even embarrassed, which only reinforces their reluctance to speak up in the future.
One-on-one conversations with quiet employees can also miss the mark. Phrasing like, “I haven’t heard from you in meetings lately,” may seem supportive, but it can come across as criticism. Employees may interpret it as, “You’re not contributing enough,” which puts them on the defensive. The issue isn’t the individual’s nature; it’s the dynamics of the meeting itself.
Build an Environment That Encourages Input
Instead of focusing on “fixing” the quiet employee, focus on creating a space that naturally draws out their input. The foundation of this approach is psychological safety, a concept championed by researcher Amy Edmondson. Psychological safety ensures team members feel respected and valued, even when sharing dissenting ideas. Leaders play a pivotal role in cultivating this environment.
One powerful tool is asking better questions. Broad, open-ended prompts signal that all perspectives are welcome and needed. For example:
“What perspectives might we not have considered?” This invites team members to think expansively without feeling the pressure to speak directly from their own viewpoint.
“How do you see this issue affecting our team or organization as a whole?” This leverages the natural reflective tendencies of quieter team members, giving them an entry point to share their thoughts.
“What insights from your work could help us solve this?” By focusing on an individual’s expertise, this question creates a comfortable way for them to contribute.
“What have you seen work well in similar situations?” Grounding the conversation in personal experience allows quieter team members to share insights on their terms.
These types of questions help build trust and demonstrate that every voice matters.
Rethink Meeting Dynamics
The structure of your meetings can either foster or stifle participation. Too often, meetings are tailored to the preferences of more vocal team members, leaving quieter employees without a natural space to contribute. To counteract this, vary the formats of your meetings to accommodate different communication styles. Some team members thrive in group discussions, others in chat-based brainstorming, and still others prefer to provide detailed input via email. By alternating your approach, you give everyone an opportunity to engage in the way that suits them best.
Another powerful tactic is structured silence. When you pose a key question during a meeting, instead of opening the floor immediately, give everyone a few minutes to think and jot down their ideas. If you’re meeting virtually, ask participants to type their responses into a shared chat or document. This approach levels the playing field by giving everyone equal time to formulate their thoughts before louder voices dominate the conversation. Research consistently shows that this kind of silent brainstorming not only generates more ideas but also produces better ones.
Support Contributions in the Moment
When a quiet employee does speak up in meetings, how you respond matters. A positive reaction reinforces their willingness to participate again. Start by praising their contribution and ensuring it gets the attention it deserves. Avoid allowing others to immediately dismiss or talk over their idea. Instead, amplify it by saying something like, “That’s an interesting perspective. Let’s explore that further.”
This approach sends a clear message: their input is valued, and this team appreciates diverse ideas. Over time, these affirming responses build confidence and encourage more frequent participation.
Amplify Voices Outside the Meeting
Sometimes, even with the right environment, a quiet employee may hesitate to contribute in the moment. In these cases, follow up with them privately after the meeting. Instead of framing the conversation as a critique, approach it as an opportunity. For example, you might say, “I’d love to hear your thoughts on what we discussed today. What’s your perspective?”
When they share, praise their ideas and encourage them to bring them up in future meetings. If they do, reinforce their contribution publicly. Highlight the value of their insights to the team, ensuring they feel recognized and respected. This two-step process—private encouragement followed by public amplification—builds their confidence and strengthens their connection to the team.
Create Space for Every Voice
Quiet employees aren’t a problem to be fixed; they’re a strength waiting to be unlocked. By shifting your focus from “Why won’t they speak up?” to “How can I create an environment where they feel comfortable contributing?” you’ll foster a more inclusive and innovative team dynamic. Start by rethinking your meeting structures, asking better questions, and supporting contributions both in and out of the meeting room. Over time, you’ll see not just one employee speaking up more but a cultural shift where every voice is heard—and valued.
By encouraging everyone to speak up in meetings, you’ll unlock the full potential of your team. After all, the best ideas don’t come from the loudest voices. They come from the collective brilliance of the group. It’s your job as a leader to make sure every voice has its chance to shine.
Collaboration is a favorite theme in strategy decks and leadership keynotes. Leaders say it’s essential for innovation, agility, empowerment, and execution. But if you’ve worked in or with large organizations, you’ll know something feels off:
Teams want to collaborate and not just within their own team, but across functions and silos, and even with partners or external experts.
The problem is that most organizations aren’t set up for this.
I often argue that many organizational issues start at the top. Leaders talk the talk but don’t walk the walk. And when collaboration is reduced to a value on a poster – or buried under broken structures – teams are left to figure it out in an environment working against them.
So I’ve created this ranked list of reasons why collaboration fails. It’s not to point fingers at teams but to spotlight the real barriers that leaders and organizations need to address.
1. They promote teamwork, yet reward individual KPIs.
You can’t expect collaboration when success is defined individually. When people are measured and rewarded for their solo achievements, they will naturally prioritize their own goals – even when it works against the team.
2. They push for cross-functional alignment, yet still operate in silos.
True collaboration requires more than cross-functional task forces, it demands integrated ways of working. But when organizational structures and incentives are siloed, collaboration becomes optional, not foundational.
3. They push for cross-functional alignment, yet still operate in silos.
Collaboration isn’t just within teams. It depends on how well teams work across functions, departments, and even with external partners. Without integrated goals and decision rights, silos quietly win.
4. They encourage knowledge-sharing, yet overload teams with competing priorities.
Collaboration takes time. When teams are juggling too much, knowledge-sharing becomes a luxury. People protect their time and focus, not because they don’t care, but because they’re trying to survive the chaos.
5. They say collaboration matters, yet measure success in isolation.
If KPIs and OKRs don’t reflect shared goals, collaboration will always take a back seat. People follow the metrics. And when those metrics are narrow or individual, so is the behavior.
6. They ask for collective ownership, yet assign accountability to a single function.
You can’t expect teams to own outcomes together if only one person or team is held accountable when things go wrong. This creates fear, finger-pointing, and passive involvement from others.
7. They talk about shared goals, yet lack clear alignment across teams.
“Shared goals” sound good, but if each team interprets them differently, you end up with misalignment, duplication, or conflicting efforts. Collaboration without alignment leads to confusion, not impact.
8. They encourage open dialogue, yet don’t create psychological safety to speak up.
Without safety, people stay silent. They avoid saying what needs to be said, and collaboration becomes shallow. Open dialogue is only possible when people trust they won’t be punished for honesty or vulnerability.
9. They expect faster execution, yet require too many approvals to move forward.
Even well-aligned, collaborative teams can lose momentum when bogged down in bureaucracy. Endless approvals signal a lack of trust and slow down the very agility leaders are asking for.
10. They want proactive teams, yet reward those who play it safe and stay in their lane.
Proactivity means taking initiative, stepping into grey zones, and owning outcomes. But when the system rewards safety and punishes stretch behavior, people stay in their box – and so does the organization.
11. They invest in collaboration tools, yet don’t invest in team dynamics or leadership behaviors.
Slack, Miro, Teams, Asana. Tools are helpful, but they don’t create trust, alignment, or clarity. Collaboration starts with people, not platforms.
The Bottom Line
Collaboration isn’t broken – what’s broken is the system surrounding it.
People want to work together. Most teams are willing, capable, and motivated. But collaboration fails when leadership behaviors, organizational structures, and incentives quietly undermine it.
So the question isn’t:
“Why don’t our teams collaborate better?”
It’s:
“What’s making it harder for them to collaborate in the first place?”
Fix the system. Collaboration will follow.
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