The Why Of Work: Actions and Outcomes

"Leaders create a line of sight by crafting "if...then...." logic"

Our performance metrics are often based on then. My role is to identify for myself and my team what our if's are to ensure that we get there. Once I know this it becomes my responsibility to share these.

The last entry I did on this book I published my action item. A simple task of bringing up the idea of higher quality office furniture/ decor as a method to support a more positive work environment for our team. It took much longer than I anticipated for me to bring it up, and ultimately it came up during an e-mail discussion about recent employee engagement survey results.

Learning that I feel a sense of obligation to those random folks who read this, the action challenge that I am going to set for my self is going to be a team update call in December looking at the first 4 months of the Fiscal Year. Acknowledging that our metrics are based on Outcomes (Thens) and sharing what our actions (if's) need to be for us to find success.

Our actions define our outcome even when variables are beyond our control

The Why of Work: Physical Work Space

Its been several months since I made a post based on my readings of the Why of Work by Wendy and Dave Ulrich. I had several big events going on within my work that have needed my complete focus. As I am now returning to a more standard rhythm I picked up the book and flipped to the next dog eared and highlighted page to see what Dave and Wendy had written that almost a year ago caught my attention.

This section is on the attitude and value of physical space. As a change maker in your institution you can either let the physical space haphazardly evolve or make some strategic decisions that can generate long-term benefit for your institution.

The first argument that caught my attention was this statement "Investing in seating and work surfaces that fit the individual worker may be more costly than one size fits all office furniture but can pay for itself in workers' compensation alone (back pain leads to almost a quarter of workers' comp claims and a third of the dollars spent).

This is mind blowlingly clear that every leader when evaluating their budgets should be taking office furniture into consideration. But why than is this such a systemic challenge in the work place 1/4 of workers comp claims could be mitigated with better office furniture?!?!

Having just come out of our annual budget allocation and planning meeting I can attest first hand that these types of "luxury " expenses were not event on the radar. Often in organizations budgets things such as facilitates, and workers comp are held by individuals who are not directly linked to the workforce and their responsibility and scope would not enable them to make personalized office furniture decisions.

Mid level management who might be best positioned to make these types of decisions are often given limited budgeting authority and their discretionary funds are so limited that they would be faced with the choice of a few new chairs or funding  holiday socials and recognition events. In the non for profit world this becomes even a larger challenge as its extremely hard to fundraiser so that your staff can have the most advanced office furniture. While in the long run it will make your organization more successful at mission delivery the donor is typically not  interested in giving to office chairs.

I try to take this information and turn it into action. First thing I did was find what I think is my dream desk chair: The Herman Miller Embody -  http://myergonomicchair.com/ergonomic-chairs/herman-miller-embody-chair-review/

And while this is not going to come into my life this year, I hope that with my next promotion I can have this chair.

The second thing to do is a bit more complicated and that's determining how I can influence better office furniture within my organization. I think the first step might be a conversation with my direct manager during our next monthly review to see her thoughts on this information; and I will need to do a bit more research in the mean time.

Update:

Links to supporting documentation on better office furniture - 

http://www.public-health.uiowa.edu/hwce/office-ergonomics/supporting-literature-for-office-ergonomics/ 

http://www.gsa.gov/graphics/pbs/Innovative_Workplaces-508_R2OD26_0Z5RDZ-i34K-pR.pdf 

The Why of Work: Communication

Off and on since September I have been on a journey reading and processing the book "The Why of Work" By Dave and Wendy Ulrich.

After quickly being captured by some startling research and time contemplating the section titled 'Leaders who focus on Meaning create an abundant response', I took a few weeks to think about the "Seven Questions that Drive Abundance". In this examination I am reviewing what the Ulrich's write on communication.

Four intreated points really stood out to me and feel so very applicable to the non profit sector:

A common finding from employee attitude surveys is that communication rates low: Employees often feel out of the loop about ideas leader think are well understood.  Leaders often find that they are continually thinking about ideas and within the non profit sector are developing these ideas with their boards and counterparts from other sectors that by the time the idea is launched the leader is so immersed in the concept and those who are part of the leadership team have heard it since inception there is frequently a lack of communication to those lower down in the organization.

A positive work environment is fostered by communication that is redundant, two way and affectively charged. The non profit sector attracts individuals who passionately care about the area of work. taking this passion and channeling it into positive communication among the team can be that extra lift an organization needs to bring its mission to the next level. Weekly staff meetings do not have to be a chore, they can become a platform for quality communication.

When a complex or new ideas are involved, it probably takes 10 units of communication for every unit of understanding. What? WOW! No wonder I spend so much time scratching my head thinking I told you this already. How do I build this level of redundancy into what I do? I have continually found myself in the position where I am leading change, developing and implementing new projects and pioneering new ideas. Thinking about some of those things that I am currently working on, perhaps I need to purposefully set for 10 individual units of communication with each person on the team. Its very much worth the experiment and if its successful I could save myself so much head scratching and time that I feel that is unsuccessful reiteration of a point I have already made.

Sony regularly encourages employees to offer suggestions for improvement and seeks to implement over 90% of the ideas. Incredible, going back to my prior point that the non profit sector attracts individuals who are passionate, imagine what it would look like if their suggestions for improvement were seriously sought after and implemented. Might the rate of failed non profits dramatically decline? Could the effectiveness of those that are marginal allow them to become something great. How can I as a mid level manager help my organization move this direction? Do I make a point to really hear the suggestions of others? Could their ideas cause me to achieve success that I am not even looking for?

The Why of Work: Attitude Toward Accountability

Accountability is such a critical piece of any organizations success. Often team loose sight of it and it has drastic consequences.






Dave and Wendy have a short section spanning a few pages that bring us some astute points that I wanted to capture and share.

All leaders and organizations should set clear goals and make practical plans. I have seen so often in my time in the non profit sector vague goals that have no measurement are dependent on outside factions that the organization has no control over. Equally as often I have seen goals that are impractical and are setting the organization and the employee up for failure.






Have clear, reasonable expectations and hold others accountable for results. People will come to trust that they can succeed.



When leaders shirk candid conversations about accountability, no system will work. Three simple phrases that a leader can use with talking about accountability that are game changers toward success
- Help me understand.
- The data is demonstrating
- ...so that we can solve the problem?












I worked at an organization that was very goal focused, every day at our team meetings we would set goals for ourselves. These goals were based on larger quarterly goals and were steps to keep us on track to meet these larger goals. During the day if one of us was not living up to our goal the team would discuss with that individual what the barriers to success were and work with them to identify how they were going to overcome that barrier to accomplish the daily goal they had set for themselves. Failing to meet ones daily goal was not seen as failure, the next day one would simply revise the goal incorporating the learning's from the previous days failings.

Self- Awareness for Leaders, Employees and Organizations.

As my post at the end of September alluded I have been on a journey reading and processing the book "The Why of Work" By Dave and Wendy Ulrich. The Ulriches and the book have a web site: http://thewhyofwork.com/ . 

After quickly being captured by some startling research and time contemplating the section titled 'Leaders who focus on Meaning create an abundant response', I took a few weeks to think about the "Seven Questions that Drive Abundance". Last week I reviewed employee contributions thus naturally bringing me to self - awareness.

The Ulrich's challenge readers to: "for 20 minutes, write whatever comes to mind describing what your life would look like five years from today if you had become your best self and all your dreams were realized."

I spent an afternoon with my husband looking into our future. I ask him to do this with me from time to time as I sense that major life decisions are upon us. The next 20 min of reflection and writing are based upon this long term vision we have for ourselves.

In five years time.
- We will have both secured career focused jobs in the sectors we desire in a top choice location.
- We will physically be healthy with opportunities to do engaging physically activities.
- Our interactions with community will be mentally and creatively engaging.
- Our child will be adopted and be successfully transiting into our family.
- We will have diversified savings.
- We will no longer be renters.
- Our lifestyle will be reflective of our beliefs, alternative energy, quality food, positively sourced goods.
- Our concepts of the world will have readjusted as we have had the opportunity to meaningfully engage with a nation we have never visited.
- We will smile often
- Visit family and friends
- Be in pursuit of an idea that we had ( we have these all the time but have yet to dive in).

When I conceptualize this so very much revolves around physical space and a feeling within my community. Having moved and lived all over the world a strong sense of hometown is not a priority but a home that I love and a community that I am genuinely connected with are a priority. 

So much unknown in the years ahead, I guess most of life since completion of undergrad has been this way. The path not clearly marked and like on so many hikes you are not quite sure what you will find at the end but the whole experience is the purpose of the hike, if you wanted a vista or overlook you could have driven to it and saved the time and energy.

The Why of Work: The Satisfaction of a Genuine Contribution

As my post at the end of September alluded I have been on a journey reading and processing the book "The Why of Work" By Dave and Wendy Ulrich. The Ulriches and the book have a web site: http://thewhyofwork.com/ . After quickly being captured by some startling research and time contemplating the section titled 'Leaders who focus on Meaning create an abundant response', I took a few weeks to think about the "Seven Questions that Drive Abundance". In this examination I am reviewing what they Ulrich's write on employee contributions.

"As a leader, you create a more abundant organization when you help employees clarify their personal identity and enhance their signature strengths and then help them see how those strengths fit with the goals and values of the organization."

The Ulrich's suggest a 5 step process to achieve this:
1. Help employees define and grow their personal strengths. - There is a web site authentichappiness.org that offers a survey "VIA Survey of Character Strengths". A baseline tool to support your employees identifying their strengths. 
2. Define and build organizational capabilities required for success.
3. Meld personal strengths and organizational capabilities.
4. Determine customer and investor expectations.
5. Connect both personal and organizational identities with the needs of customers and investors.


In the non profit world this seems like an overwhelming task and I initially wonder is it even worth is considering the high turn over rate our sector is faced with. I wonder about myself and can think of times that i have been given a task that built the organizational capacity that also utilized and strengthened by personal strengths. These projects as stand along projects were a value added investment to the organization regardless of the length of time I stayed in my position. In honest reflection these projects expanded my time with the organization as an employee.

When I was working in a youth mentoring program our volunteers would fill out an interest survey that we used to match them with a youth who shared similar interests. I am confidant that a similar system could be used for both staff and volunteers to identify who is best suited to tasks needed to meet customer (Client) and investor (donor) expectations. 

The Why of Work: 7 Questions

As my post at the end of September alluded I have been on a journey reading and processing the book "The Why of Work" By Dave and Wendy Ulrich. The Ulriches and the book have a web site: http://thewhyofwork.com/ . After quickly being captured by some startling research and time contemplating the section titled 'Leaders who focus on Meaning create an abundant response', I am now ready to think on the "Seven Questions that Drive Abundance"

1. What am I known For?  (identity) Research is showing that when we identify and regularly use our signature strengths life becomes more meaningful and satisfying. What makes me happy in the long run? At this juncture, challenge and success at work with the capacity to travel, explore and enjoy the opportunities life presents to me. What do I want to be know for? Someone who has the capacity and the energy to tackle and succeed with projects that are above my current capacity.

2. Where am I going? (motivation and purpose) leaders create purposeful organizations that help employees' personal ambitious match organizational goals.

3. Whom Do I Travel With? (Relationships and Teamwork)

4. How Do I Build a Positive Work Environment? (Effective Work Culture or Setting) 
- Promote good communication
-Development opportunities
- Pleasant physical facilities - This is something that the non profit sector struggles with. When operating on donor generosity it is often challenging to justify spending money on pleasant physical facilities. Things that have been successful and engaging for my volunteers while have little to no cost are things such as having a volunteer come in and decorate for the holidays, building boards that change and rearranging offices. In terms of employee moral, I would argue that its worth the $300 on a nice office chair is more than worth it when it makes your paid staff physically comfortable and will keep them working for you longer.
- Encourage self reflection

5. What Challenges Interest Me? (Personalized contributions)

6. How do I respond to Disposability and Change? (Growth, Learning and Resilience)

7. What delights me? (Civility and Happiness) Look for and rejoice in the different ways people find sweetness in life, going beyond civility to delight. Delight often comes in small packages. Today for example the catnip seed I ordered arrived and I was delighted by the small package =)

The Why of Work: Enrich the world

As my post at the end of September alluded I have been on a journey reading and processing the book "The Why of Work" By Dave and Wendy Ulrich. The Ulriches and the book even have a web site: http://thewhyofwork.com/ . After quickly being captured by some startling research I find myself contemplating the section titled 'Leaders who focus on Meaning create an abundant response'.

President Woodrow Wilson said "You are not here merely to make a living. you are here in order to enable the world to live more amply, with greater vision, with a finer spirit of hope and achievement. You are here to enrich the world, and you impoverish yourself if you forget the errand"

The Wlriches write that... As humans and employees we engage in a search for meaning. As a leader many see this as a personal affair and that is a loss to not only the company but world.


 ...but perhaps we are too narrowly defining leaders. Leadership need not be confined to an executive suite. Every person in your company, management chain or organization has the capacity to enrich the world, its your role to create that opportunity regardless of where on the management chain you sit. Perhaps if we start to think of ourselves and those we work alongside and those we manage as leaders the above statement that leaders see the search for meaning as a personal affair can be altered where those who are not in the executive suite see their potential for leadership and the benefit to society if we work to create opportunities for those around us to enrich the world.


I am fortunate working in a social service organization that hope and vision not the paycheck is what drives those around me. My volunteers are the fulfillment of this concept and I merely need to ensure that they have the ongoing opportunity to lead projects, programs and each other to fulfill our service mission in the community.

The question I find myself pondering is how do I guide those around me to see their capacity and success in enriching the world. What process or activity do I need to persue to guide them to this realization? Is my guidance really needed? Would someone else be better suited for the role? Is everyone around me aware of their success in enriching the world and I am just looking for a new way to state the obvious?

The Why of Work

The Why of Work by David and Wendy Ulrich.

That question - the Why of Work, is one often easily answered in the non profit sector. Its a calling, a mission, a passion, a heart factor.

As I reflect on the sector and my experience in it all of these hold some truths, but when daily operations, and apathetic employees create poor performance across large portions of the non profit sector the why of work is the ideal question to be exploring.

The Ulrich's did not write the book for the non profit professional, it is aimed at those in upper mid management in a for profit environment, reading and reflecting on it has caused me great insight into ways that the sector struggles and ways that I can move my sphere of influence forward.

The first point that really captured me into the research of this book:
A Saratoga institute study found that 72 percent of employees who quit, leave because they feel they are not being recognized for their contributions or sufficiently respected and coached by their leaders.

- Wow, that is something that is very much in a leaders control. This has direct application to volunteer management and fostering and retaining great non profit employees.

In several of the organizations I have worked in those who had been in functionally the same role within the organization 5 or more years were often apathetic and complacent. In four different organizations I watch, highly talented, mission driven employees leave well before the 5 year mark. These individuals during personal conversations expressed feelings of overworked, taken advantage of, frustration at the lack of recognition and respect they deserved.

My take away from this is that I as a manager need to step up my recognition and coaching. Last year I hand wrote a card to each member of my team and distributed them at the holiday party, thanking them for their service. This year I have already set aside 1.5 hours each week to bring that recognition to the next level, I have set aside a portion of my budget to purchase small appreciation gifts to give with these notes and I plan to include an idea for a new years resolution focused on their development within our organization.

Combine calling with coaching and the potential to retain great members of your non profit workforce will improve.