Leading often implies that we are in the position to do so. A formalized place from which we direct others toward a goal. That position might last a week or a month or possibly years.
Yet inspiring — doesn’t require that form of permission.
We are all free to inspire others. This might occur during a conversation, an act of kindness or a moment of shared understanding about something we’ve experienced that might benefit someone else.
We shouldn’t count ourselves out of the inspiring realm.
That would be unfortunate.
Inspiring others is for all of us.
Marla Gottschalk, Ph.D. is an I/O Psychologist & writer, who explores the dynamic nature of work life. A charter member of the LinkedIn Top Voice Program, she helps others build stronger foundations. Her thoughts on work life have also appeared at the Harvard Business Review, Forbes, BBC Work Life & The World Economic Forum. She’s currently working on her first novel — sharing her experiences growing up with a parent suffering from mental illness.
Thought it was time to repost the 2009 post (I believe my first), which I shared as a guest contributor at another site. Let me know what you think.
Sorry, if you beg to differ. I think Gen Y has got it right.
The qualities they seek in the workplace — such as feeling valued and finding meaning in their work — are really healthier for all of us. So, let’s stop debating common sense and admit that we’ve been tolerating workplace issues that should have changed decades ago (i.e., inadequate feedback models, yearly performance reviews).
To be perfectly honest, some of these stubborn problems might finally budge at least in part, because Generation Y has displayed the conviction and the guts to persevere and ask for more.
I understand that some organizations have experienced what I’d like to call, “generational shock”. I have heard the stories, younger employees appearing overly confident, posturing as if they are entitled to a meeting with the CEO. But, could it be possible that Generation Y is suffering more of a public relations problem, than an across the board ego issue?
More feedback they ask? Flexible hours? Supervisors as mentors? How dare they!
Let’s be sure that we aren’t labeling an entire generation as difficult and tedious, because we are a bit envious of their “nerve” to ask for an improved work life? To tell the absolute truth, when I read how Gen Y envisions their work lives, I find myself thinking, “I’d like that, too.” (On some level, shouldn’t we all?) If the world of work is entering some sort of an “existential crisis” — where central issues such as the meaning of work are being questioned — Gen Y probably isn’t going to rest until that crisis is resolved.
My bet is on them to continue to mature — and help us meet these workplace challenges.
Let’s remember that Gen Y didn’t reach this juncture on their own. There are a number of evolutionary workplace events (traumas, actually) that have come together. This may have begun with the “collective unconscious” of their parent’s work lives; imprinted worries of layoffs, a recession, pay cuts and organizations generally behaving badly. These have likely been carried with them to the world of work. When we layer in the burgeoning trend of transparency and add social platforms to the equation, things were bound to shift — and they certainly are.
Good.
I’m glad. Let’s see what happens.
What we’ll might see:
Engagement will continue to matter. Gen Y would rather be unemployed than hack away for a lifetime at a job they hate. Employees deserve to love what they do — as engagement looks much like the concept of “self actualization”, but applied to work settings. (It appears that Maslow was right all along.)
Improved performance feedback. Gen Y won’t settle for a yearly performance appraisal (neither should you). They prefer a more consistent flow of information, and this makes perfect sense. (The timing of feedback and its specificity are agreed upon beforehand.) No one should work in a vacuum.
Supervisors as mentors. Research has shown that job satisfaction is positively correlated with a great boss. That shouldn’t come as too much of a surprise, as supervisors should help their employees seek challenge and develop at work.
Continued transparency. From recruitment policies to organizational direction — Gen Y aspires to be part of an open and shared movement. None of us want to feel we are sequestered within a massive hierarchy.
More communication channels. Gen Y will continue to lead us through the technology arena, with a steady increase in workplace tech that will help us all connect and become more effective.
Personally, I am going to try to embrace and support the changes that Gen Y is seeking — wherever possible and within reason.
I need these work life attributes, just as much as Gen Y.
What do you think — does Gen Y have it right?
Marla Gottschalk, Ph.D. is an I/O Psychologist & blogger, who explores the dynamic nature of work life. A charter member of the LinkedIn Top Voice Program, she helps teams & organizations build stronger foundations. Her thoughts on work life have also appeared at the Harvard Business Review, Forbes, BBC Work Life, Quartz and The Huffington Post.
All it took was a single conversation with Stan Smith, the storied tennis champion — to hammer out a deal for him to become the figurehead of a now iconic Adidas sneaker. It’s a bit reminiscent of tales about an ad man, sketching out a tag line on a bar napkin in between gimlets or martinis.
Yet this time it was in 1972, in a late night meeting at a Paris night club, where a contract was discussed that was only meant to last five years. (We know that those 5 years, became decades).
Of course — other conversations also played a role.
Before that moment, the son of Adidas founder, Horst Dassler, had the idea (and likely a conversation) to create an all leather sneaker. Then there was likely another conversation to replace the brand’s three stripes, with three rows of perforations.
You get the idea.
Great ideas often get their start during a single conversation.
Whether it’s an idea or a new perspective or a novel solution — they all could be that something that becomes invaluable. We simply must have the good sense to be listening.
As it turns out, one moment can mean an awful lot, when we keep our hearts and minds open to consider the potential that might live there.
Is there a conversation that changed your work life (or world)? Who was listening?
Marla Gottschalk, Ph.D. is an I/O Psychologist & blogger, who explores the dynamic nature of work life. A charter member of the LinkedIn Top Voice Program, she helps teams & organizations build stronger foundations. Her thoughts on work life have also appeared at the Harvard Business Review, Forbes, BBC Work Life, Quartz and The Huffington Post.
It’s funny how we forget the fundamentals of our businesses. The originals. The G.O.A T.
We lose sight of them somehow. We become distracted. Our attention becomes infinitely divided among new formulas, strategies and theories. It seems that the original of a product (that customers love) becomes difficult to find — and ends up on the bottom shelf in the grocery store. A classic text seems all but forgotten and goes out of print, just as it is rediscovered by a younger generation. There are so many other choices to put in front of potential customers. To distract them. To capture them.
But something vital is being lost here: Voice.
But not just the voices of those that stay and choose another, less satisfying option. These choices might fill the void for them temporarily, yet obscure the messages that we are missing. Because, when we stop listening fully — loyalty erodes — and those who once happily engaged with our businesses — disengage and exit.
With them their voices also exit.
Yet, we can change. We can become smarter — without actually becoming smarter. Because we know how to stay focused and rebuild awareness. We know how to listen fully. We’ve simply lost our stamina.
A few things to consider:
Your valued outcomes. If sales/satisfaction metrics are headed in the wrong direction and you’ve thrown everything else at the issue — you may have lost the lede in your own story. Clients that fail to commit to us, likely have a reason. (And some will leave.) The reasons may be buried, but they are there. You just aren’t asking the right questions.
Net Promoter Scores are fooling you. Remember that you are no longer hearing the voices of clients & customers that have already jumped ship. Which means the formula for NPS will not be painting an accurate picture. Be mindful of lost voices on the lower end of the spectrum.
Your business becomes a lazy listener when things are good. Taking success for granted, will lead you to a disadvantageous position. When is the last time you talked to a set of your clients? Have you taken the pulse of their mood and current/changing needs? Take the time to do so. You’ll likely learn something that you did not expect to hear. Voices are like that. They often need to be awakened.
Your business is less agile and more stubborn. How we deliver our products and services works well — until it doesn’t. If we could read minds, we would, but we cannot. Agility cannot be accomplished without a steady stream of information from the external environment.
Start listening. Voices matter.
Even the voices that have moved on.
Share your thoughts in comments.
Marla Gottschalk, Ph.D. is an I/O Psychologist who explores core stability and the dynamic nature of work life. A charter member of the LinkedIn Influencer Program, she speaks to teams & organizations on how to build stronger foundations through the practice of core stability. Her thoughts on work life have also appeared at the Harvard Business Review, Forbes, BBC Work Life, Quartz and The Huffington Post.
I’m in the midst of watching Emily in a Paris for the second time (balancing the show with the Season 3 release of The Gilded Age.) It’s uncanny, how a second watch can help you attend to different story lines and overall themes. There is little doubt that the series lives in some sort of cheerful alternative universe and that likely plays a big role in the attraction. But, as a work life strategist, the things that struck me about Emily’s foray into life in Paris the second time around — were not the colorful clothes or her apartment’s perfect view. It was her Cinderella themed work life. In fact, there were a few highly valuable lessons to be learned from all of it, addressing situations that we could all experience in our own lives. All in all, the foundation for a happy work life was quickly damaged, and continued to take on water, day after day after day. Yet, Emily forged on with a plucky type of grace and fortitude, which is more than most of us might muster.
Most salient to me, of course, was the office dynamic that hit Emily squarely in the face, as she optimistically approached her new life in Paris. How she was treated as a newcomer and how her relationship progressed with her core work group, were particularly interesting. And yes — they made a plethora of mistakes that we should never make outside of a television series. Yes, Emily was a last minute replacement for someone who did supposedly speak French. But what happened to Emily, went much further than that. Her experiences were much like Andy’s in The Devil Wears Prada (who was referred to as “Emily” for a good part of the movie); disrespectful, painful and sometimes hard to watch.
Here are my quick thoughts:
How We Treat Newcomers. It’s amazing how quickly the hopes & dreams of newcomers can be dashed within organizations (the research bears this out). The first weeks are a particularly important time, and need to be grounded in core topics such as respect for expertise, personal goals and yes, making them feel welcome. Building the right foundation is imperative. This group just didn’t give a damn. Her boss was comically awful, doing so while oozing French sophistication.
Office Mores. Emily pacing in the front of the office for hours, because she had absolutely no idea what time the office actually opened, was clearly a cultural reference about work — but does illustrate how vulnerable we are at the start of any new work experience. Getting to know the pace, tenor and even the specific vernacular of a work group are a huge part of the on-boarding journey. Should she have asked about the start time? Yes. Should they have already told her? Double yes.
The New Idea Allergy. As far as I know, a social media strategist (even if they fail to speak French), remains an important role, even in the luxury product space. Somehow deemed ridiculous by her colleagues, an American viewpoint was what she was there to deliver, and they were committed to remain closed-mind. How often have we dismissed a viewpoint because we just would not make a space in our brain, that might challenge what we feel we already know, from a perspective that is solely our own?
Yes, Relationships Do Take Time. It was heartwarming how the team began to see the strengths that Emily brought in a broader sense. But, of course, it was entirely self-serving. They reached that point, while kicking and screaming, all the way through the bad behavior department. Heartwarming in a sense. Traumatizing in a sense. But of course, this is the nature of fantasy. Things can miraculously resolve — without any long term fallout.
I would have quit — after sharing a few choice words. In French.
How about you?
Marla Gottschalk, Ph.D. is an I/O Psychology Practitioner who explores core stability and the dynamic nature of work life. A charter member of the LinkedIn Influencer Program, she speaks to teams & organizations on how to build stronger foundations through the practice of core stability. Her thoughts on work life have also appeared at the Harvard Business Review, Forbes, BBC Work Life, Quartz and The Huffington Post.
I would consider myself to be a happy person. Possibly a bit too optimistic about people & situations, which can pose an occasional problem. But, I’m also largely driven by simple things, which might work in my favor. Yet, I will openly admit that I could be happier and possibly feel more satisfied with my life. Most of us have room for improvement, so to speak — and finding more joy would be beneficial. I’m not certain of the severity of my own joy deficit, but it is likely present. Addressing that deficit seems vital. For all of us.
So what should be the focus if we set out to increase the amount of joy in our lives?
Research on life satisfaction appears to hinge on three major constructs, achievement (recognition & a sense of accomplishment), meaningfulness (a sense of purpose regarding our actions) and joy. While the two former constructs feel easier to define and capture — the latter feels much more esoteric and quite personal.
When considering the notion of joy, I cannot help but turn to the poets and philosophers for clues. They not only seem to contemplate and understand what brings joy, they have graced us with the added bonus of writing about it. Love and nature seem to be enduring topics, but I suppose this is highly specific to an individual. Personally, I find laughter to be the most accessible “joyful” activity, as life can come with more than a decent amount of stress and emotional burden.
I think we pass over some “joy rich” activities as either frivolous or unimportant (I love rearranging the furniture) — but they are not.
Everyone should reflect on the elements that supply them with joy, as we spend too far little time paying attention to this.
I’ll start with 5 of my joy-inducing elements. You’re next. Leave your list in comments.
Walking through a summer garden.
Laughing with one of my children, over something silly.
Standing on a beach, appreciating the vastness of Lake Michigan.
Seeing one my my paintings happily installed in a collector’s home.
Rearranging the vignette on my black marble coffee table.
What brings you joy?
Dr. Marla Gottschalk is an Industrial/Organizational Psychology Practitioner who focuses on bringing core stability to our work lives. She is a charter member of the LinkedIn Top Voice Program. Her thoughts on work & life have appeared in various outlets including the Harvard Business Review, The World Economic Forum & the BBC.
Sticking to things can offer us the time and space to solve an issue or adjust our attitude. In some cases, we find a resolution that really works. Then having grit really pays off.
I’m sure you can think of more than a few situations in your life or your work life, that were far from ideal. But you persevered — hoping for an acceptable outcome. Hoping to achieve the goal you set out to achieve.
Yet grit has it limitations.
If you look back on those times, what were the associated costs? Did we feel minimized in some way, or trapped or drained? There is often suffering in that mix. While you hover over the work life wound that could have been emerging, what was happening to the state of your psychological resources?
When you finally found your way out of that situation, were you less confident as you approached your next role? Less resilient? Less hopeful?
I think we have to be aware of the spent energy associated with grit.
Grit is important. But so is your heart.
These are the costs that are often ignored.
Dr. Marla Gottschalk is an Industrial/Organizational Psychology Practitioner who focuses on bringing core stability to our work lives. She is a charter member of the LinkedIn Top Voice Program. Her thoughts on work & life have appeared in various outlets including the Harvard Business Review, The World Economic Forum & the BBC.
If you do not change direction, you may end up where you are heading. – Lao Tzu
Let’s be honest for a moment.
Have you noticed that your hit rate for great days at work has reached a new low? Have you not felt the “gusto” when approaching the tasks that you would normally find engaging. Does your work somehow feel much more difficult?
In “core-stability” terms — your psychological resources may be depleted. And this can definitely include your levels of joy.
Now, first things first. Have you stopped to process or have you simply continued to muddle through without pausing? Know that to remain on the positive side of the joy equation, a level of attention is vital. Step one is to slow down, acknowledge the issue and develop a plan to work your way out of that deficit.
Here are a few steps to consider:
Allow yourself that moment of recognition. Stop fighting what you are feeling. Offer yourself the freedom to admit that things are “off”. Attempt to leave any judgement concerning this state behind. Simply feel the emotion. We cannot affect — what we do not recognize.
Acknowledge joy as a priority. Where has it been written that joy cannot be synonymous with work life? In fact according to research, most of us expect joy from our work, yet many fail to experience it. There is always room in our work lives to build or seek joy — in elements both large and small.
Examine your personal history. I’m certain this isn’t the first time you have felt weary at work. Look to your past and note when you might have felt the most drained (psychologically, spiritually, creatively). What was happening? Then, examine how & why you came through that impasse. Was it simply the passage of time? Was it a change of pace? A new chapter? What impacted your joy factor? What moved the needle?
Try the arts for a kick-start. Solace can arrive in a multitude of forms. The arts can offer a time-worn solutions to spark the joy that could spill over to your work life. Choose one form — art, film, poetry, photography, short-stories and dive in. Try the Pomodoro Method to help get the momentum going. Give it 5 days. Then check back with your mood & see if anything has shifted.
Talk it out. Never over-estimate the power of sharing your feelings with another human being. Explaining how you feel, to a sympathetic ear should never be avoided. Whether this is a friend, counselor, psychologist or trusted colleague, try the cathartic method and share, share, share.
Write it down. I’m not going to go on and on about the benefits of writing/journaling. The process of laying out your experiences in written form & crafting a plan to affect it, can become a joy deficit shifter. Begin by answering this question: What brings you me at work? Is it landing a new client contract? Building a great team? Sharing your work? Recognizing the contributions of others? The connections you’ve made among colleagues? Self-knowledge is power.
Have a minute? Share the elements that increase work life joy for you in comments.
Marla Gottschalk is an I/O Psychologist & work life blogger who explores core stability and its impact on the nature of work life. A charter member of the LinkedIn Influencer Program, her practice helps people, teams & organizations build stronger work life foundations through the practice of core stability. Her thoughts on work life have also appeared at the Harvard Business Review, Forbes, BBC Work Life, Quartz and The Huffington Post.
1: any of the nine sister goddesses in Greek mythology presiding over song and poetry and the arts and sciences Clio is the Greek Muse of history. 2 : a source of inspiration especially : a guiding genius.
My grandmother used to stock a drawer on the end of her bright, pink kitchen with paper. When I visited her as a young child, it was always one of my go-to spots. Whether she placed that paper to indulge my penchant for sketching, I’ll never know. But, I’m grateful that she provided the materials which acknowledged the importance of creativity. Being able to create something, whether great or small, helps us build a stronger core; one that extends to both life & work.
Yet, inspiration can be difficult to come by — even in the best of circumstances.
In times such as these, it may seem frivolous to indulge the notion of an “inspirational state” (more about that here). But, I have come to think it essential to our work lives. Something that underscores the best of being human. Yet, if we continually rely on others to help the creative process ignite, this puts us at a distinct disadvantage.
While you are likely grateful for what you do have in this moment, your life & work may have suffered from a lack of inspiration. The usual “triggers” may be absent or limited (serendipitous hallway conversations, conferences, time away from our desks, quiet moments). But, I’m a stubborn sort, and feel that there are ways to build the potential for creativity within our daily lives. I’ve relied on this vantage point for some time now. On some days I am successful. On others days, not as much. But, I am resolute and committed to the process.
To combat this internal gridlock, we must find what we might need from within ourselves. More specifically, to find our own energy sources. My own journey has led to a number of observations — including this: We must learn to function as our own muse.
Here are a few of my tips & techniques:
Pay attention. You must become more sensitive to your own distant drummer & indulge the pangs of interest. What are you drawn toward? A development in an adjacent field? A new writer? Design thinking? Attempt to not dismiss a seemingly random element that attracts you, however unrelated it may appear to your work. Read more on that topic. Talk more about it. Ultimately, if your brain engages with something — the benefits are likely to spill into other areas.
Get a hold of morning rituals. What are you consuming along with your coffee, first thing in the morning? What fills the first moments each day? How might this affect you? How can you better control negativity, tension & stress (which likely fight inspiration and creativity)? Know this: cultivating inspiration & creativity is an art form — and not the result of divine intervention.
Stop the energy drain. There are people & situations that truly drain us — drowning our abilities to serve as our own muse. If someone or something consistently leaves you in a funk, stop the exposure or contain the effects as soon as possible. Process why the interactions affect you in that way. Resolve to change your perspective or move beyond it.
Edit your physical surroundings. Most of us have been sequestered to a much smaller world over the last 22 months. As a result, our immediate surroundings have become more and more important. Pay attention to where you work. Pull out items or mementos that help you feel safe & settled. Organize your office. Insert a healthy dose of art or music. Do what you can to trigger positivity.
Utilize a dreamy state. Writer’s block, a well-known ailment, known to be difficult to tackle — has been around for centuries. This article offers a glimpse regarding how mental imagery can open the door to recovery. In a sense, writer’s block is simply a creativity deficit. A frozen state, in which the sufferer is caught without a worthy muse.
Indulge, not stifle. Try not to shrug off an idea or collection of observations. Grab a notebook and record the source idea. Then use that page as a nexus for related thoughts & refinements. Return to those thoughts regularly and build on the threads. Be loose with your thoughts. Try not to edit your creative meanderings out of existence.
Get visual. Creativity breeds creativity. So being a bit closer to the visual arts, may help you feel more productive. I challenge you to discover 5 inspiring photographs or photographers at Unsplash. Note the subject matter and why you are drawn to it.
Go ahead and create something, anything. Whether you have raw talent or not — dabble. Choose a vehicle that attracts you, whether it involves paint, pencil, ink, a hammer or a camera. Remember that creative acts, can be pursued solely for your consumption and no one else’s.
Please note that you do not have to work in an known “creative field”, to benefit from the contributions of inspiration & creativity into your life. I would wager that both of these elements, fund both our well-being and problem-solving abilities.
Read more: Thoughts on Asimov’s The Eureka Phenomenon here.
Marla Gottschalk is an Industrial/Organizational Psychologist & speaker. A charter member of the LinkedIn Influencer Program, her practice helps people, teams & organizations build stronger work life foundations through the practice of core stability. Her thoughts on work life have also appeared at the Harvard Business Review, Forbes, BBC Work Life, Quartz and The Huffington Post.
We would all like to build a stronger organizations. One that might endure the inevitable fits of change and the challenges of disruption. But, we usually underestimate the amount of time, commitment — and yes — the needed grace needed to do so.
I’ve spent many years as a consultant, listening to symptoms, collecting data and diagnosing organizational issues.
If I have learned one cogent lesson it is this: We can get really lost in the muck. We build compensatory mechanisms to manage the symptoms. We make excuses. We assign a lot of blame. And we stay absolutely stuck. Not because we do not have the skills to change things for the better — but because we are traumatized by the state in which we have found ourselves. Sick organization bring a lot of negativity.
It takes a certain frame of mind to admit that we might have been wrong and that our decisions did not pay off in the way we expected. Yet, beating ourselves to a pulp with anger and angst, will not solve the issue. This rarely offers a fertile ground for forward progress.
If your organization or team has begun (or needs to begin) the change process, take heart — and try remember the following:
1. No one sets out to build a sick culture. I’m going to absolve everyone of their guilt in the name of forward progress. Horrible cultures seem to take on a life of their own. Time, perspective, and the wrong metrics — often push organizations further down the wrong path — somewhat like a bully that returns each day to steal your lunch money. Remember, no one wanted this to happen. Offer your organization the grace to move on.
2. Letting go of blame can be liberating. When we let go of blame, of silos, of tedious in-fighting — we can really get to the business of changing things. Refocusing the organization is the first step on the road the rehabilitation. Core stability requires that you examine topics such as governance, resources alignment and how you treat your people. Rebuilding your culture starts from the core and moves outward. (Moreover, watch out for negative narratives that derail progress.)
3. Start small and behave differently. The proof is in the pudding as they say — and the best way to improve a sick culture is for it to begin behave differently. If you manage a team or department, make no mistake, it is a living, breathing micro culture. Know that if observed behaviors do not change in line with a desired change, there is little hope of positive momentum.
Change is often about forgiveness and releasing negative narratives.
About re-focusing toward the shared goals.
About resiliency and hope.
Offer the larger organization a chance to be well.
Allow it to move on.
Offer it grace.
Have you ever been involved in an effort to change an unhealthy culture? Was it successful? What were your greatest challenges?
Dr. Marla Gottschalk is an Industrial/Organizational Psychologist and a charter member of the LinkedIn Top Voice Program. Her training series The Core Masterclass— helps people & organizations build a stronger work life foundation. through the practice of Core Satbility/ Her thoughts on work life have appeared in the Harvard Business Review, Forbes, The BBC, Quartz and The Huffington Post.
Marla Gottschalk 