The Swiss People’s Party (SVP) led political initiative known as the Durchsetzungsinitiative to be decided on February 28, 2016 will have drastic consequences for Switzerland should it pass and set the country on a dangerous path that it does not want to go down. If passed political flexibility, a strong point of Swiss democracy, will be limited and a two-tiered justice system, which is in opposition to the founding principles of the constitutional democracy the country is, will be breached.
Setting the Scene
A month ago I got an e-mail from a good friend asking if I wanted to attend the “White Dinner” picnic in Zurich on the 3rd of August. While thinking about it, I logged onto Facebook and saw that the event was advertised there. The pictures looked wonderful, the concept unique and many friends had said they were going. I’m the kind of guy to make a spontaneous decision and after checking my calendar, I thought, yes, I want to be part of this beautiful event.
Your track record determines others expectations
After quite a few e-mails between the group of friends, we bought a table for 10 people. I wasn’t quite sure what was included in the price, and didn’t worry about it too much. Worst case scenario we had to buy food and drink, best case it was provided. Already here, there was a potential of being clearer. I would suggest this be put on the webpage under a simple and easy to read table/chart. The location was also not clear, but with the pictures from Berlin in years past, we thought for sure it would be in Zurich at the lake (China Garden) or maybe Lindenhof or Irchel Park. No worries though, for 59 CHF / Person we knew we’d be in for a treat. When I read most of the unfriendly and frankly irrational comments of many complaining about the event, what is clear is that the past locations of the White Dinner in other cities set very high expectations for where it would be held in Zurich.
Not exactly in Zurich City
A week before the event I saw on Facebook again that the location would be at the Rennbahn (Racetrack) in Dielsdorf. This is not too far from my part of the city, but isn’t really Zurich city either. Not a bad location though, a horse race track is often quite beautiful and Dielsdorf is a few minutes with the S-Bahn. It did however change my expectations of the event. Added to that was the first article about the event in the NZZ. While I found accusations of the event being a ripoff to be exaggerated in a city where restaurants get away serving tap water for 3.50 a liter to otherwise paying guests under the guise of donating 2.00 francs to charity, the fact that the organization only put in for a permit for the event a mere few weeks before the event shoes a lack of planning. A person n the ground in Zurich and in every city the group hopes to have their is necessary. That the rules are the rules and businesses cannot, with short notice, have huge swaths of a public park for their use is understandable. However, even here one could argue that concert venues like open airs do just that. In short, the OC needed someone in Zurich organizing and things and working with the city earlier, but a horse race track a mere 10km from the city centre is not a scandal, in fact it’s a beautiful location.
It’s not a Ripoff, it’s a business
Regarding the accusations of being a ripoff, I fully support the OC in their statement, that, yes, they are a company looking to make profits. It takes a lot of people and time to organize such an event and they need to be paid. As an event organizer myself, I know exactly the labour, time, and resource costs of putting together even smaller conferences and events. There are also risks, such as deposits that might not be returned and not finding enough guests. Because events are such a great place to do marketing the cost to attendees is often vary little, as large sponsors foot the majority of the bill. Being bombarded by advertising in our modern lives we simply fail to acknowledge that companies often pay huge sums for the right to flurry us with their logos. The Oper für Alle was an example of this. It was wonderfully done, a brilliant experience that I enjoyed greatly, but it was sponsored by Zurich Insurance and the thousands of chairs selling for 15 francs a piece with the Zurich logo on it helped make that clear. The White Dinner is meant to be elegant and communal. Would logos, banners, posters, trinkets and such everywhere be appropriate? No, it would degrade the event some to a marketing stunt from a bigger company trying to get people to buy their product or at least increase brand awareness. Paying for goods and services directly in cash and making money is honest and fair. At least you know what you’re getting and you can demand something for it. (Read “What Money can’t Buy” by Michael Sandel for a more indepth study of the omnipresence of advertising.)
One last thought on the claim that it’s a ripoff. A ripoff is when I’m put in a situation where I have little choice and then made to pay a much higher than normal price. An example is not being allowed to take drinks through airport security, and on the other side having to pay 1-2 francs more for a bottle of water. That is taking advantage, of travellers and is a ripoff. This event, by its nature can’t be a ripoff because anyone buying a ticket has the option not to attend and not pay. If you think I want to be there and pay 60 francs for it, then that is your choice. Some people buy 100 franc bottles of wine, and some people buy 4 franc bottles of wine. Value for money (Preis Leistung) often comes down to the individual.
Communication is Nr. 1
This brings me to the communication element of White Dinner. The concept behind White Dinner is very simple and the website needs to reflect that. Confusion quickly ensued via Facebook as to what was included in the price of a ticket and what was going to happen. Already on July 12th an interested person had asked on Facebook what the plan was should it rain. As an event organizing company, information needs to be clearly communicated to attendees. Facebook is not a good place to relay this type of information. Facebook allows too many people to engage and causes information to be lost in such cases. Perhaps the folks at Facebook will come up with a better event organization platform, but for now an event website is best with e-mail and/or text updates is best. Here is a rough sketch of what it should look like:
The OC of the While Dinner suffered through a barrage of hateful comments and bad reports when they decided to make a judgement call on postponing the event so that the spirit of it would be held – that is a fancy picnic in beautiful surroundings. Having a picnic on a parking lot in the rain is not that. The call to postpone it was smart and those who will take part on the 10th of August will surely have a great experience. My disappointment came from calls from people writing things like “Go back to where you came from, we don’t want you here anyway.” These comments are ignorant and make the rest of us Swiss look bad – a real shame. I wish people would think twice before posting on public forums. The other thing that disappointed me was the second NZZ article that there are plans to organize a free White Dinner at the lake. While I believe that people can organize quickly and cheaply thanks to the internet, those hoping for a White Dinner of the quality you will get in Dielsdorf are mistaken. Furthermore, I believe this is merely an attempt of someone trying to capitalize on someone else’s misfortune.
I wish the organizers of the White Dinner much success. Myself and my friends look forward to dining with others in the August sun and enjoying good company, great food and fantastic wines. I also hope that people see the work it takes to organize and event and why it can’t be free if it’s going to be truly organized. I also hope that future event organizers stop using Facebook, at least at the moment for event communication. Use it for marketing and shut off comments.
The death of TV?
For some years there has been talk of the fall or death of television, and there has been a plethora of reasons from the rise and success of Xbox and Apple TV, to illegal downloads, and YouTube, and companies like Netflix producing shows specifically for the net. While all are good arguments, if television was truly dying it wouldn’t be making record profits. Howard Lindzon makes a great argument about why TV is not dying, by saying that it has become more immersive and ubiquitous – that is straddling everything from the traditional TV set to computers and laptops over tablets and now even mobile phones. You can’t escape TV. The companies that are doing best create and distribute content over many channels.
A box of crap
The sheer amount of channels, though, and all of their media does mean that fewer people are probably sitting in front of their television to witness “historic events”; more likely they will see it on their computing or mobile device than in their living room with family and neighbors crowded around. Television is also evolving and changing, and while the industry continues to push out lazy content like Pop Idle, the Bachelor, and uncountable other shows that lead the economically destitute and those lacking education to believe that they just need a lucky break to get on TV and be famous, and not that the political and social systems have broken down and are not helping lift people into better lives through increased education and level playing fields. Criminal TV shows, which if you look at most Western TV show three different CSI shows that pretty much all tell the same brutal story over and over and over. The subliminal take away being that life is dangerous and that going out at night alone is not safe. What a great deal of TV has become is a box of crap. The intellectual, educated, and clever television that used to be common seems to have disappeared. Watch this clip of Dali on was on the game show “What’s My Line?” in the 1950s.
People want stories
With bad storytelling being done on standard networks, it’s been the cable networks like HBO, USA, AMC, and now Netflix that are telling good stories and gaining viewership in the masses again – there are fan clubs dedicated to Game of Thrones. At last year’s Edinburgh Television Festival, actor Kevin Spacey spoke about the future of television, saying that the medium is irrelevant as long as there is story. Watch the full lecture by clicking on this link, or watch the shorter version embedded in this post. Missing from the shorter version is the great message that Spacey underlines: The core of great television is the creatives, who come up with great content – great stories.
Kevin Spacey also says that creative talent can come from anywhere and anyone. Welcome Joseph Gordon-Levitt. This young man is not just an actor, but also a director, screenwriter, producer, editor and musician. He’s a multi talent, and along with his brother has come up with the future of television, and I believe is launching a revolution aimed at re-engaging people with television to make sure true talent finds its way to a screen and is seen by the world. HITRECORD.TV is a project he launched back in 2005 with his brother. The two quickly saw that there is a world of talent out there. They also realized that the Internet is not just a threat or place to show media, it’s also a great place to source collaboration. From music, to short videos to art and information, HITRECORD.TV covers it all, engages viewers – respects them and highlights talent. Along with great drama driven story Spacey talks about, the open source production of HITRECORD.TV will be the future of television. For anyone wondering, yes, it makes money.
Watch the future here:
(I originally wrote this article for http://www.idezo.ch)
In November 2010, TED curator Chris Anderson started a TED initiative, in line with TED’s motto of “ideas worth spreading,” calling on companies and organizations to make ads worth spreading.
His idea was brilliant—advertising needs to be more than stalking potential clients and trapping them into a corner where they feel obligated against their better judgement to interact with the company or product being marketed. Good companies are above that, they sell a product or provide a service that has a meaning to the audience. Mr. Anderson points out two main criteria of what is needed for an ad to do this:
- Passion—the intense attention of the audience
- Authentic community members—people want to see / read / hear your message and share it
Since Mr. Anderson’s call to action, many companies have turned to blogging—the idea behind which is to provide information about the firm and its products and services to potential customers and clients. However, a great many of these posts are built around one thing: SEO optimized fluff. These articles solely exist in order to have a blog and to get Google searches to land on a company’s blog. Just like our diets—made up of cheap calories—the printed word is cheap, and more is … well … more. And as we get fat on empty calories we become deaf and blind to the onslaught of noise and images that bombard our daily lives. This content lacks passion and does not find authentic community members. Given this reality, one might say that Mr. Anderson’s dream has failed.
Yet, I give credit to Mr. Anderson’s appeal for ads worth spreading. Some companies are doing it and they are doing it brilliantly. So how do you and your company achieve this? The answer lies in who you are and what you want. Here the Zen belief of “like attracts like” holds true and authentic messaging will find an authentic audience. Genuine, sustainable and in the end profitable growth is gained when your message is true—done with a purpose that goes beyond the simple sale’s pitch of whatever it is you have to offer. Aligning your firm with a cause that improves the lives of your customers, employees and those in the community is a way to go about this. Telling your story or one of your client’s story is another.
As always the golden rules of less is more, and quality is more important than quantity are vital. In the turbulent noise of today’s modern media landscape there is an important place for craftsmen tailoring your messaging to tell the world who you and your firm are. Elegant and precise writing, beautiful video and photography woven together with your story will find you the audience you want and help you stand out and experience organic growth.
To round off this post I’d like to tell you three stories of how I’ve seen authenticity work for businesses.
The first story is about a young design firm in New York City. While questioning the purpose of the firm and the ideals that the business wanted to see in its current and future team members the folks at Holstee came up with a wonderful manifesto picnicking in the park a few years ago. They wrote down their feelings and attitude about work and life and created a beautiful poster and did a few creative and simple videos that have since gone viral.
The team didn’t spend a lot of money on the idea, but they listened to what was going on inside their firm—that which makes them tick and then shared it with the world—that’s authentic. What’s your firm’s manifesto?
My second story is about getting to the core of what you want to do. IBM, a company that has seen itself move from computer hardware production to technology consultant that finds solutions to modern problems through computer systems simplified their purpose even more. They find answers to make cities smarter. And in identifying what it is that they do, they came up with an ad campaign that not only says what they do, but shows it. Elegant yet simple posters also meet a societal need in the urban world. Authentic messaging provides the audience with a value.
Lastly, I’d like to share my own story. I used to teach German in Zurich. After watching Mr. Anderson’s video and thinking about what it was that I did. I realized that many of my students had no grammatical background and that this is necessary in order for them to understand German. I started blogging about the German language in English and taking real-life problems and explaining why they happen and how to correct them. The blog grew slowly, but now receives over 20,000 views and approximately 12,000 visitors a month with over 100 articles entailing over 600 hours of research, writing, and formatting. This was one of the most authentic things I could do, as it picked up on real problems that many German learners have and can now find clear answers to. As a result the exponential growth curve of visitors and further recommendations show that even without investing hard money into Google Ad Words or Facebook marketing, you can get a following with genuine material.
As an individual, a firm, or a brand, I am positive that finding your authentic voice will get you your authentic audience. Great advertising isn’t advertising at all, it’s being yourself and showing who you are. You can get started with this right away by holding focused brainstorming sessions with your team members. Start off by asking them about the words that they associate with the company and its purpose, and then which stories they would tell. Doing such an exercise may even reveal new product and market potential for your firm. The possibilities are as endless as the ideas teeming inside your company. So before you go out and hire someone to invent a new story for you, or to yell out your tagline, take an inward look at the amazing things already happening within your company and craft your true authentic message from that.
A New Year’s Resolution
At the end of December and/or beginning of January of every year millions, perhaps billions of people set resolutions for themselves on how they want to improve their lives in the new year. This year will surely not be any different. Unfortunately, for many this meme from last year will surely reflect a reality. But it doesn’t have to be like that.
I’ve been using the fitness tracker app RunKeeper since February 2010. I use it to record almost every run. Last year the app developers challenged people to enter their New Year’s fitness resolutions. Now you can add a resolution whenever you like, but while you’re thinking about it, why not do it for the new year, right? The good thing about using the app is that you can easily see a record of what you’ve done in the past. So I looked and saw that in 2012 I ran some 2500KM. Seeing that I set my New Year’s Resolution to run 3000KM in 2013. On January 1, 2013, I then went out and ran 15KM or 0.5% of my set goal. Yesterday (December 31, 2013) I ran my 3000th kilometre of the year. Yes, it took an entire calendar year, much to my chagrin, as there was a time in the year when I thought I’d over achieve my goal by 10%.
Crazy? No, calculated
Running 3000KM might sound crazy to some of you. But, I believe that most people can do it. I say that with the caveat that you need to know where you’re starting from. If you haven’t run more than 2km since school, it might be a bit difficult, but you can train up again. I trained from 0 to a marathon in 3.5 months which was a bit fast, but thanks to an open schedule possible. Yet, going from 0.5km to 10km only took a month, of regular running. Back to the 3000KM — Break it down. 3000KM/365 days = 8.22 KM/day. Now, most people probably won’t run every day, so let’s say they run 5 times a week. At 5 days of running a week, you’ll need to run 11.54km each day you go out. If that sounds like too many at one time, you can break it down into two runs a day on those days (morning & evening). But maybe you want to start with a lower goal, perhaps 2000, or 1500, or just 1000. Important is to set a goal. But that’s not enough.
A goal is important, but a roadmap to that goal is equally if not more important. Apps like RunKeeper, Dacadoo, Strava, Map My Run, etc., provide you with a tool for tracking your progress. This act of tracking is like creating your own roadmap. Some of these apps even have built in training programs that will help you achieve certain goals. Setting milestones, knowing how much you need to do by when is important. In running there are no shortcuts! You need to move your legs to go somewhere, you can’t coast, though when you get into your groove, it will sometimes feel like you’re flying. With approximately 1320 steps per kilometre, you will need to take at least 3,960,000 steps.
Because life is hard to calculate, it’s important to mark milestones. For the 3000km I broke the year into quarters, meaning that I wanted to achieve 750km after 3 months (end of March), 1500 after 6 months (end of June), and 2250km after 9 months (end of September). Doing that meant that I kept up the running and didn’t let too many to-be-run-kilometres accumulate at the end of the year. This was good, as work really shook things up at the end of November and start of December, to a point where on December 21st I still had 225km to run. Determination is what got me through that. An average of 20km/day for 11 days.
- Determine where you’re starting from
- Set goal
- Calculate what you need to do to get to your goal
- Set milestones
- Track what you’re doing
Application to other fields
While I’ve been writing about running, you can apply this above theorem to different goals.
Want to lose weight? Know where you’re starting (current weight, current calorie intake, current calorie usage) and then set where you want to go. How many fewer calories, how much more exercise. Record what you eat and your exercise.
Want to save money? Record where you’re spending money and see where you can save. High electricity bill? Try and lower it. You might also look at how you can earn more money on the side by doing something you really enjoy – baking, gardening, painting, helping people etc.
Want more time for things that really matter to you? Record where you spend your time, then see where you can extract more time for those things. Maybe it’s less TV, maybe it’s shortening a commute (change home or work) or going from driving to public transport so you can be productive while commuting.
As you can see, the five step approach is a great way of achieving your New Year’s Resolution. Think about how you can apply it to your own life. Below is how I did that to achieve the 3000km and what that looked like.
My Year Running
As I wrote above, I started on my New Year’s Resolution for 2013 on January 1st with a 15km run. The charts below show you distance per day, week, and month. On average I was running 10km/hour in general. It took 295 hours (12.3 full days) or 3.4% of 2013 to achieve the 3000km. It was the best 3.4% investment I’ve made, because running helps me perform better at work, and stay healthy, which means that other things function as I would like them to.
I ran 2800km of the 3000km with On’s Cloudrunners
On a map, 3000km from my house is like running to Oulu, Finland or to Alanya, Turkey.
This year’s resolution is 3500km of running and 100 hours of rowing. Prosit 2014!
Every day we see some 247 pieces of advertising if we take the rough number of actual brand placement for the purpose of advertising and not just labels. When all of these labels and words are taken into account, some estimate between 3,000 and 20,000 pieces of advertising each day. While the 3,000+ might seem huge in comparison to 247, even that number is large. You can’t learn 200 words a day if you’re learning a new language, nor can you really remember that many songs at the end of the day.
Great advertising therefore needs to stick out from all of the muddled noise of simple “buy me” ads that do not convey any additional information about a product, nor inspire the potential customer to form some sort of bond with the product or brand. In that respect, advertising needs to be emotional and hit at least on one of the eight basic emotions: joy, sadness, trust, disgust, fear, anger, surprise, or anticipation. The easiest way to do this is through storytelling, as narratives capture the audience’s attention and take them on a voyage that reaches a climax and is concluded. If the story is well formulated, a listener/viewer will want to experience the entire story, and feels unfulfilled if they do not receive it all.
Here are three ads that have done a brilliant job of telling stories and speaking to the audience’s emotions.
1. Johnnie Walker – The man who walked around the world
This ad for Johnnie Walker clearly works on the emotion of anticipation and its secondary emotion interest. The piper at the start catches our attention, but we are quickly told that this is not just a story of tradition, but rather of someone who stood out, as our narrator does. As he walks, like Johnnie Walker himself, small, yet telling props help relay the story. And like a story taking the listener on a journey, this video physically takes us on a journey through space and time. The motto “Keep Walking” is more than just an empty idea, it shows continual progress and adherence to ones path. “Keep Walking” means consistency, which is what Johnnie Walker is known for. This is a truly memorable commercial.
2. Tullamore Dew Irish Whiskey
This commercial got some attention from Fast Company for its authenticity and being quintessentially Irish, though it was produced by an American Ad Agency. This ad plays on the emotions of sadness, surprise, and finally joy. With a sombre tune being sung by a group of young men in suits heading to a country chapel, the sudden rain seems to be pathetic fallacy at its best, aided by the symbolism of a falling hat. When the men sit on the wall by the church looking at the graveyard, one truly believes that someone has passed. Then with the toast that is quickly disrupted by the bride coming from the chapel, surprise leads to joy and the viewer understands that indeed someone has passed – passed a stage in their life and is entering a new one. The rain is not pathetic fallacy of the men begrudging the “loss” of their friend as he joins with his love, but rather, it is authentic Irish weather, and the singing and going through the rain a demonstration of the Irish view on their climate. Authenticity is the core value that Tullamore Dew aims to show in its brand, it’s where why they use the motto “Irish True.”
3. Guinness Basketball Commercial
As the last commercial shows, music is a very powerful conveyor of emotion. This is something, love him or hate him, that Richard Wagner also knew and is why his music is so testing to many people — it’s like an emotional rollercoaster. The music in this video is inspirational. The situation conveys the emotion of acceptance from the players’ point of view. They are in wheelchairs, but playing basketball with body and soul. And in this video we are again surprised to see that all of the players save one are able to walk, but are learning to play in wheelchairs. They too have accepted their friend’s status and do not show pity, but rather humility and put themselves in his position to play. In the end though, it doesn’t matter if you can walk or not, it’s about the dedication, loyalty, and friendship that everyone shows to each other that shows their true character. Character is the value that Guinness is aiming to show, and they have shown this in powerful and inspiring fashion. This is a great commercial.
When you’re coming up with an advertising campaign, you’ll need to tell a story, and your story better invoke emotion if you hope for it to succeed in conveying your brand’s core values and inspiring customers to buy your product or brand idea.
Inspire 925 Conference
Yesterday, September 21, 2013, I had the pleasure and good fortune to attend the Inspire 925 Conference at the HUB Zurich. Having previously reported on what Inspire 925 seeks to do (See article on Newly Swissed), I will briefly summarize here. Inspire 925 was founded by Sunnie Tölle with the expressed purpose of helping businesses increase their employee engagement so that workers are happier, more creative, and innovative with the bottom line being that these soft factors lead to higher profits in these firms. To prove this point and show just how this can be done Sunnie pulled together a group of inspirational speakers from industry and academia.
Johnson and Johnson — A family of companies spreading ideas
Without giving a full summary of the conference, I would like to provide a brief overview of what I learned and took away from the conference. First, the companies that are not only opening themselves up to employee engagement, by actually helping their employees to engage and inspire each other are seeing the benefits. Johnson and Johnson is an example of this. Thanks to Steve Garguilo’s interest in TED and the organization of internal TED talks has given Johnson and Johnson a breath of fresh air. Employees from different departments are interacting, and knowledge, skills, and ideas are coming out and finding the important collaborators to turn them into reality and therefore helping the company to develop new products. However, it is important to note here that the company leadership firmly believes in this. This was surely not an easy development, but seeing the positive effects the Johnson and Johnson’s leadership has allowed Steve to create a new position for himself to ensure that this continues. Steve also told us that thanks to this new engagement highly talented employees who were considering moving to other firms, have found a new love for their work and doing more. For them, what they think and do matters, which is exactly what Google wants of its employees.
Doing things that matter
From an HR perspective, Daniela Landherr, Program Manager EMEA, responsible for employee engagement at Google, gave insights into Google’s hiring requirements and the company’s belief in communal areas where ideas can be exchanged and where employees can inspire each other. From an engineer in Zurich having the idea of gmail, one of the world’s most popular e-mail services, and his colleague giving him the motivation to tackle the idea, to group sessions of ideas and critique and reworked plans, community and human interaction is important at Google for turning ideas into products and services. Working in open spaces also gives employees the ability to tap into knowledge bases and skills of other people to get more work done. Googlers, Google employees, understand the idea of collaborative work. Of course, like at Johnson and Johnson, this only exists because the company directors and leadership have entrusted their employees with the freedom to gestalt their own workday and move freely between spaces. From several speakers and commentators at the conference, I took away that trust is a key issue. It starts with the leaders giving that trust to employees and the employees respecting that trust and not taking advantage of it. The second Google motto (after “don’t be evil”) is of importance and that is “doing things that matter”. When employees feel like their work matters, they will be dedicated to it. Here is an interesting RSA talk on motivation, which backs this up.
We need to redefine work, and that takes time
Having personally visited Google Zurich on a few occasions, I also know that the theory doesn’t always work (at least yet…) – not everyone will take time away from their desk to exchange ideas or enjoy themselves. I personally believe that this has to do with our societal training, which dictates that work is work and fun is fun. One goes to work to earn money, and relaxation is done after the 8 hour workday in one’s private time. Like our education system, I believe that this model is old and is slowly dying. I know different models can work, because in my firm, we have meetings while running, and they are often very fruitful and allow for more ideas to come about. However this shift takes time, changing culture, as was made clear in Carsten Sudhoff’s workshop, takes time, and companies need to understand this. I believe Google does, which is why they have maintained their philosophy, and neither force their employees into a pattern of behaviour, but rather entrust them to make that call themselves.
Meanwhile in the so-called traditional firms
An interesting observation from people working at big banks and other large traditional firms, shows that there is a somewhat superficial understanding of employee engagement. While surveys and appraisals are seen as important, and there is a want for the metrics they provide, this is done half-heartedly by people in HR who truly believe in the importance of employee engagement. Engagement, like corporate-social responsibility can often be used for publicity and to look good, but can be meaningless. If employee engagement and satisfaction are just buzz words in your firm, the decision makers don’t get it and the efforts are futile. As an other person in the workshop said, “Pick any employee on their first day of work, and I guarantee that they will have a 100% engagement. The secret is keeping that.” I believe engagement is kept through trust, purpose, vision and a share in the results. There’s a meaningful meme out there of leaders and managers. If employees believe that their manager is working with them, and not that they are working for him/her they will work better. There is a reason why Alexander the Great conquered the known world. He was the first into battle and the last out and fought shoulder to shoulder with his troops. He had their respect, because he was putting in what he was asking them to — that’s what leaders do. Businesses with high engagement have great leadership. Leaders who work with their employees, fight for them, help them develop and who show their their gratitude.
Great leaders facilitate engagement
Leadership is the other idea I took away from the Inspire 925 conference. Great leaders practice a few things themselves — there are plenty of online lists of the habits of successful leaders and gratitude is one of them. Leaders realize that they lead people, but the success they experience is the result of the collaborative work of the people they are leading. Leading also means finding strengths. The idea of strengths is Dr. Willibald Ruch from the University of Zurich discussed. A proponent of positive psychology and the teachings of Dr. Martin Seligman (I recommend Seligman’s book Flourish), Dr. Ruch spoke about finding our personal strengths and honing them. Again there is the famous meme based on the Einstein quote about a fish climbing a tree. Great leaders, help their team members build their strengths and then coordinate strengths (people) to achieve the optimal results.
Empowerment = power
To end this post, I would like to end with this thought: companies face two ways to improve their bottom line. They can make cuts: cut employee programs and the number of employees, which shows that its leaders do not have much hope for the future of the firm or its employees. Or companies can invest in their employees, invest trust, provide great leadership, connect strengths and believe that there is more potential in their company than meets the eye. The resulting creativity, innovation and collaboration, when this is done, is what will give the most successful companies with the happiest employees the chance to catapult themselves forward in an ever competitive business environment. A business is like sports team: If you train and praise your players correctly, they’ll bring you the wins you’re looking for. And lastly there is the old maxim that a chain is only as strong as its weakest link. That holding true, a company is only as innovative as its least engaged employees. Maximize their engagement and you’ll maximize your innovation and get ready to be surprised.
Companies wishing to learn more about how this can be done, would benefit from contacting Inspire 925.
I highly recommend this post from Fast Company as well.