Attend a sporting event in a pre-COVID world, and when the home team takes the ice/field/pitch/floor, the fans cheer. Next, the opponent enters, and the boos and embellished chants commence. It is the way of professional sports and entertainment, or so it has been modeled.
What if the same were true for our workplaces or community activities? What if we were cheered when we volunteered for one organization, but the same group individuals cast aspersions upon us when we took action for another cause? What if we were shunned when we turned down the offer to contribute to one enterprise because we invest deeply in another organization? What if we conspired to derail outside vendors we hired to make ourselves more significant?
What is the cost of cheering for everyone as the foundational cornerstone of new interactions? Years ago, E.O. Wilson visited our community as a guest lecturer. He spent time in the local high school, giving a brief lecture and then questions and answers. No matter how poorly formed the question posed by a high school student, he directed the first sentences of his response praising the student and predicting they would achieve remarkable heights employing their curiosity in a future trade. The world-renowned entomologist wanted everyone in the room to succeed, and he cheered for them in every interaction.
What if we cheered for everyone?
How do you measure success? Do you employ any of the following?
- 360-degree review
- Opinions of experts
- Crowd sourced
- Specific metric
- Correlation to market average
- Progress against strategic plan
- Leader board
- Ability to achieve organizational values
- Arriving at the selected destination
A Harvard Business Review article by Michael J. Mauboussin outlined specific business success theories. Inc. Magazine published an article titled “7 Ways to Measure True Success.” And, Influencive provided a synopsis of “11 Ways to Think About Measuring a Company’s Success.” Among the options, there appears to be no one universal measurement. So why not customize your own? Build a success equation. If we are going to create and nurture our organizations’ purpose, vision, mission, and values then perhaps we should invest in creating our own success formula.
Somedays I wear the title of master (age range) athlete, participating in running, cycling, or cross-country skiing events. In most competitions my goal is to perform my best and inspire others to reach their personal best. In pushing the edge of performance I find myself dancing near a thin line that separates efficient movement and thrashing contortions. A combination of physiological ability and practiced technique mesh together as long as possible until I push too far or too fast and then they uncouple and lose all synergy The closer the pace gets to the tipping point the more I assume an athletic lean to account for momentum and power. However when I cross the line the tendency is to bend and try to power through whatever obstacle faces me. Bending equates to a head drop, reduced sight line, hips transferring backwards, shoulders curled over, and the compression of my cardiovascular engine. Speed and efficiency decline and my performance regresses.
In our own enterprises we have leaning and bending moments. Pushing the line of what is sustainable until we are forced to bend is common practice among some causes. In the athletic arena we use intervals and long easy distance sessions to gain speed and build a broader base of fitness. The same opportunity exists within our organizations. Little initiatives that do not put the entire organization in peril are initiated. Building a culture that is based on hope with leaders that check on our progress and seem to care are critical to our performance. Embracing failure as a necessary part of our lifecycle. Setting a strategic vision for the future so we know where to align our efforts.
Leaning is remarkable when we find the balance point. Bending is not fatal, it slows us down and requires a little recovery before we find our stride. Participating by neither leaning or bending rarely leads to significant results. Discovering the fulcrum point between a lean and bend is magical. I hope you have found yours.
Buying a slice of pizza is a readily accepted model of the sharing economy. We are hungry enough for a slice but an entire pizza would overwhelm our capacity so a market has been established to offer portions. The pizza maker gets to make an entire pie with the knowledge that customers will purchase pieces from the whole without demanding an original that has been segregated. We repeat the shared model at grocery stores, co-ops, pet stores (one puppy is fine, the entire litter is too many), on Craigslist, and with childcare. The challenge is to move the model into our own enterprises. Not everyone needs a sound system, LCD projector, and projector screen. These items are easily shared. Add the the human element and sharing gets more colorful. Sharing a development officer, volunteers, board members, and customers tests levels of trust and loyalty. We need to remember that another organization’s success is our joy. We benefit personally and organizationally when those around us reach their and surpass their goals. Sharing offers a pathway to success and adds value to many more individuals than we could serve on our own.
What are you sharing? What do you need to consider sharing? What have you been asked to share?