One of our foundational concepts here at aQuire Training is that our work should be FUN. We’ve painted some key words on the wall in our conference room – and FUN is among them. Yes, we’ve got our serious words there: Passion, Integrity, Purpose and Profit.
But several years ago I realized that for all the hours we spend at work – and around our co-workers – if we aren’t having FUN, we’re missing something real that adds value to our lives. Along the way, I realized that when I’m having fun at work, I’m working harder, being more creative and making other people’s lives more enjoyable, too.
I’m not watching the clock, thinking about lunch, or counting the days until my next paycheck.
I’m being much more engaged in my work, and, as a consequence, I’m much more productive, too.
People around me respond in a different way, too. Others stop being territorial about their projects or ideas. Collaboration comes more naturally, as we laugh together and then – seriously – come up with imaginative solutions to challenging problems.
For a project at my church several years ago I researched the effect that laughing together has on building community. The results were amazing to me. When we laugh together, we connect on a level that instantly creates bonds. We lean in toward each other; sometimes we touch each other companionably on the arm, back or shoulder.
When I walked through my assisted living communities and saw caregivers laughing with residents, I saw an extraordinary amount of eye contact, hugging and playfulness occurring. I learned that this was one of my strongest indicators of a team that felt engaged, safe and confident.
They were not working out of fear of their supervisor catching them doing something wrong.
They were not watching the clock; or waiting for their next break, their lunch hour, quitting time.
They were acting out the reason they worked in this challenging memory care environment: because they loved their residents.
I could tell they felt empowered and supported by management; safe to express the love and the joy they felt in their hearts.
Clate Mask, CEO of a company called Infusionsoft says this about fun in the workplace:
After all, adding humor, laughter, and fun into your work environment...
• Helps relieve stress (and happy people tend to be more productive)
• Creates a stronger bond amongst you and your employees
• Has a positive impact on your customers (and attracts more of them)
• Improves the physical health of you and your employees
• Encourages more open and honest communication
• And so much more!
Jody Urquhart of weLead Online Magazine (www.leadingtoday.org) describes some of the specific benefits of fun in the workplace:
“Laughter releases endorphins (a chemical 10 times more powerful than the pain-relieving drug morphine) into the body with the same exhilarating effect as doing strenuous exercise. Laughing increases oxygen intake, thereby replenishing and invigorating cells. It also increases the pain threshold, boosts immunity, and relieves stress.
“Humor also levels the playing field to create an atmosphere that encourages honest dialogue, open communication, and increased risk taking. Creating more equality in power or control shows people respect and builds pride in their work.”
Most useful to me, however, are Ms. Urquhart’s “13 Steps to Creating a Fun Workplace.” Click here to check them out! http://www.leadingtoday.org/Onmag/feb03/ju-feb03.html
She suggests that, as managers, we create an environment where our employees have fun. We don’t need to come to work dressed as a clown, but we do need to set the tone that it’s OK to laugh and have fun at work. Most of all, though, we need to let our employees be creative – we need to get out of the way so they can bring more fun into the workplace.
As a manager, pay close attention to how you say things to your team, especially those ugly “disciplinary” things. If you hear yourself frequently making threats (“anyone with more than one tardy in the next pay period will be terminated”) stop for a minute and think of a way to say that with humor, and in a positive tone. Try something like this: “if you’ve got someplace more important to be than at work when you’re scheduled, we’re gonna let you be there all the time! We don’t want to get in the way of what you’re rather be doing!
Or here’s another one: “If you love this place so much you don’t want us to pay you, please don’t bother to fill out your timecard.”
You get the idea.
Now go have some fun today!
Monday, December 19, 2011
Monday, December 12, 2011
Senior Care in Tough Times
I’d like to never again hear this phrase at the start of a sentence, especially spoken by the double-bass “voice of God”:
In these trying financial times…
They seem to be followed by words of advice or, really, a sales pitch.
During the years I operated our own group of assisted living communities I can’t remember a time that wasn’t “financially trying.”
Oh sure, there were weeks, months, and maybe even a year or two when all our administrators and executive directors stayed put and stayed on track, and when our nurses, caregivers and other staff were happy and productive.
But there were certainly days and months when it seemed like we were in an “all hands on deck” environment, trying to avoid some pitfall or another.
Start-up, my favorite part of ownership, was exciting – and stressful. If the fill-up rate didn’t match projections, we could quickly drift into “financially trying times.”
The ebb and flow of census, even though it seemed to be almost predictably cyclical, could give us moments of anxiety and worry.
I’m pretty sure you know what I’m talking about.
My point is that as a business owner and operator, we know trying times. We live them, breathe them, and know that, with focus and consistency we will survive them.
We’ll survive these times, too, at least most of us. Some of us will have built enough cushion to avoid sleepless nights entirely.
Others of us will see opportunities in the challenges and come out ahead.
Those of us who work hard to consolidate expenses, hire and train smarter and more effectively will see a major upside, not just a slow recovery.
We can learn from watching those in our industry who are plummeting publicly and brutally.
And we can grow stronger. Because tough times are no match for tough, determined people on a mission!
In these trying financial times…
They seem to be followed by words of advice or, really, a sales pitch.
During the years I operated our own group of assisted living communities I can’t remember a time that wasn’t “financially trying.”
Oh sure, there were weeks, months, and maybe even a year or two when all our administrators and executive directors stayed put and stayed on track, and when our nurses, caregivers and other staff were happy and productive.
But there were certainly days and months when it seemed like we were in an “all hands on deck” environment, trying to avoid some pitfall or another.
Start-up, my favorite part of ownership, was exciting – and stressful. If the fill-up rate didn’t match projections, we could quickly drift into “financially trying times.”
The ebb and flow of census, even though it seemed to be almost predictably cyclical, could give us moments of anxiety and worry.
I’m pretty sure you know what I’m talking about.
My point is that as a business owner and operator, we know trying times. We live them, breathe them, and know that, with focus and consistency we will survive them.
We’ll survive these times, too, at least most of us. Some of us will have built enough cushion to avoid sleepless nights entirely.
Others of us will see opportunities in the challenges and come out ahead.
Those of us who work hard to consolidate expenses, hire and train smarter and more effectively will see a major upside, not just a slow recovery.
We can learn from watching those in our industry who are plummeting publicly and brutally.
And we can grow stronger. Because tough times are no match for tough, determined people on a mission!
Monday, December 5, 2011
Building your Dream Team, Part 4
Adapted from Fred Lee's book, "If Disney Ran Your Hospital: 9 1/2 Things You Would Do Differently."
Building the perfect team isn’t a one-step job. It’s a process that takes time, focus and little incremental steps.
Let’s look at some other tips from Disney in building the dream team:
Building the perfect team isn’t a one-step job. It’s a process that takes time, focus and little incremental steps.
Let’s look at some other tips from Disney in building the dream team:
- Tapping into each person’s passion means knowing that person. As you get to know each employee better you’ll get a sense of whether he or she is in the right job – the job that truly fits. Are work assignments one that the person loves? Are they tasks the person feels he/she does well in? Researchers have found that the tasks we say we love are most likely the tasks we’re best at – so pay attention to those complaints and those success stories you hear about.
- Knowing your staff members also means knowing what will reward and motivate each of them, too. One manager tells a story about getting McDonald’s gift cards for everyone on staff and feeling proud that she had a great motivation/reward tool at her fingertips at all times. One problem – about half of her staff didn’t go to McDonalds. For those people, this was less a motivation and reward than a clear indicator that their boss didn’t know them very well.
- Make work fun. Yes, working at Disney seems like it would be fun anyway, until you think about the actual tasks involved. How fun would it be day after day helping people into and out of rides? Serving popcorn and soda pop? What makes it fun is the atmosphere. Is your work atmosphere fun? Do people laugh – or at least smile – throughout the day? Are you being a leader in creating a fun environment for work?
Monday, November 28, 2011
Building your Dream Team, Part 3
Adapted from Fred Lee's book, "If Disney Ran Your Hospital: 9 1/2 Things You Would Do Differently."
Last week we talked about the importance of sharing your dream with your team.
Let’s look at how we can develop a dream that the entire team is a part of creating. Here are some ideas to get you going:
Finish this sentence: “I dream of working on a team where ________________.” You might take a minute to answer this question yourself first. What’s important to you? You might list:
Ask your team to finish a couple more sentences, too, and see where that discussion leads. Here are some you might try:
I want to work for a manager who ________________.
I want to work with coworkers who ________________.
I enjoy my work most when ________________.
I wish there was more ________________ here at work.
Get the conversation going – engage your team in the journey and in reaching for the dream!
More next week!
Last week we talked about the importance of sharing your dream with your team.
Let’s look at how we can develop a dream that the entire team is a part of creating. Here are some ideas to get you going:
Finish this sentence: “I dream of working on a team where ________________.” You might take a minute to answer this question yourself first. What’s important to you? You might list:
- Everyone puts forth their best efforts.
- We reach – and exceed – our company goals.
- We have extremely satisfied clients.
- We all feel like good friends.
Ask your team to finish a couple more sentences, too, and see where that discussion leads. Here are some you might try:
I want to work for a manager who ________________.
I want to work with coworkers who ________________.
I enjoy my work most when ________________.
I wish there was more ________________ here at work.
Get the conversation going – engage your team in the journey and in reaching for the dream!
More next week!
Monday, November 21, 2011
Building your Dream Team, Part 2
Adapted from Fred Lee's book, "If Disney Ran Your Hospital: 9 1/2 Things You Would Do Differently."
One of the lessons we can learn from Disney in building the dream team of caregiving staff is simply this: Have a dream.
Before he was president, America would flock to listen to Barack Obama speak, because he so eloquently articulates a dream for this country. Whether you are a supporter or not, it’s hard not to feel the passion of his dream (check out this You Tube video titled “Yes We Can” if you haven’t experienced it yet).
In days past, Martin Luther King shared his “I have a Dream” speech – a speech that lifted our national discussion about race and relationships to an entirely new level.
Goals, objectives and mission statements don’t really motivate people to stretch outside their usual behaviors. Dreams do.
Some days, your dreams may simply include having every shift filled and never having to pull a night shift yourself again.
But to truly motivate your own team to work at their highest level, share the dreams you had when you first began in this field. Did you dream of creating a caring environment that felt like a home? A team that loved every single person in your care? A place where people came together to accomplish more than they could do on their own – and had fun, laughed and hugged freely?
In our office, we’ve written the dream on the wall – literally. Through an inexpensive website source we ordered vinyl lettering and carefully applied our dream (borrowing from the words of John Quincy Adams) on the wall: “If your words inspire others to dream more, learn more, do more and become more, you are a leader.”
It is our dream to become leaders by inspiring others to do all of those things.
What are your dreams? How do you share them with your team?
Next week, we’ll look at some additional, concrete steps you can use to help share your dream, and build your team.
One of the lessons we can learn from Disney in building the dream team of caregiving staff is simply this: Have a dream.
Before he was president, America would flock to listen to Barack Obama speak, because he so eloquently articulates a dream for this country. Whether you are a supporter or not, it’s hard not to feel the passion of his dream (check out this You Tube video titled “Yes We Can” if you haven’t experienced it yet).
In days past, Martin Luther King shared his “I have a Dream” speech – a speech that lifted our national discussion about race and relationships to an entirely new level.
Goals, objectives and mission statements don’t really motivate people to stretch outside their usual behaviors. Dreams do.
Some days, your dreams may simply include having every shift filled and never having to pull a night shift yourself again.
But to truly motivate your own team to work at their highest level, share the dreams you had when you first began in this field. Did you dream of creating a caring environment that felt like a home? A team that loved every single person in your care? A place where people came together to accomplish more than they could do on their own – and had fun, laughed and hugged freely?
In our office, we’ve written the dream on the wall – literally. Through an inexpensive website source we ordered vinyl lettering and carefully applied our dream (borrowing from the words of John Quincy Adams) on the wall: “If your words inspire others to dream more, learn more, do more and become more, you are a leader.”
It is our dream to become leaders by inspiring others to do all of those things.
What are your dreams? How do you share them with your team?
Next week, we’ll look at some additional, concrete steps you can use to help share your dream, and build your team.
Monday, November 14, 2011
Building your Dream Team, Part 1
One of my favorite books is Fred Lee’s “If Disney Ran Your Hospital: 9 ½ Things You Would Do Differently.”
I heard Lee speak at a conference a few years ago, and was completely sold. If we could capture the team – the energy – the enthusiasm of Disney in our building, people would not only want to live there, people would want to work there, too – in droves. What a nice mental picture that makes!
In the conclusion of the book, Lee poses this question:
“Have you ever worked very hard along side other people and absolutely loved every minute of it, even though you were physically exhausted at the end of the day? Is so, what made it so enjoyable?”
Lee goes on to answer the question for himself, sharing a story of backbreaking work side by side with family members, repairing his mother-in-law's house. Using precious vacation time to do it, too. And loving every minute of the work.
At the end of the story, Lee remarks,
“…I would describe the perfect work environment as finding an unsurpassed level of joy in hard work with good friends, doing something important for someone else who cannot do it for themselves. What comes closer to this picture than being a caregiver in a hospital [or senior care community]? The question is, how does one create such a team, and maintain such a spirit?”
Lee goes on to review some of the ways he believes this can happen. We’ll continue next week with some of his concrete ideas to make this happen for you!
I heard Lee speak at a conference a few years ago, and was completely sold. If we could capture the team – the energy – the enthusiasm of Disney in our building, people would not only want to live there, people would want to work there, too – in droves. What a nice mental picture that makes!
In the conclusion of the book, Lee poses this question:
“Have you ever worked very hard along side other people and absolutely loved every minute of it, even though you were physically exhausted at the end of the day? Is so, what made it so enjoyable?”
Lee goes on to answer the question for himself, sharing a story of backbreaking work side by side with family members, repairing his mother-in-law's house. Using precious vacation time to do it, too. And loving every minute of the work.
At the end of the story, Lee remarks,
“…I would describe the perfect work environment as finding an unsurpassed level of joy in hard work with good friends, doing something important for someone else who cannot do it for themselves. What comes closer to this picture than being a caregiver in a hospital [or senior care community]? The question is, how does one create such a team, and maintain such a spirit?”
Lee goes on to review some of the ways he believes this can happen. We’ll continue next week with some of his concrete ideas to make this happen for you!
Monday, November 7, 2011
Top Ways to Build your Team with Fun
Do your staff meetings go something like this?
And on and on… not really a whole lot of fun, is it?
What if, instead of lecturing on the need to be more careful with residents’ clothing, you pulled two people aside ahead of time and planned a little skit:
Actor #1 (playing the part of the family member): “Darn it, my dad’s sweater is missing AGAIN. Can’t you guys EVER get the clothes straight around here?”
Actor #2 (playing the part of the manager): “I’ll be happy to try to find your dad’s sweater. Let me ask around and see if we can get it back to him today.”
Actor #1: “I’m just sick and tired of my dad’s clothes missing. What kind of place are you running, anyway?”
Actor #2, gathering a group of employees together): “OK you guys, we’ve GOT to find Mr. Marcus’s sweater RIGHT NOW. His family is throwing a fit and yelling at me. GET BUSY – and FIND THAT SWEATER!!”
Actor #1, standing by the front door when a visitor (Actor #3) walks in: “I hope you’re not thinking of moving someone here – they can’t keep track of anything!”
Actor #3 to manager: “I think I’ll come back another time. Maybe this isn’t such a good idea for my mom…”
Do you think your team would remember this better than the monthly lecture? Try it – I’d bet you’ll be surprised!
If you like some more ideas for fun team-building activities (modify them to fit your needs, obviously), check out this great resource-packed website: http://wilderdom.com/games/InitiativeGames.html
Have fun – and build your team!
“Could everyone please sit down and stop talking? We’ve got a lot to cover today and you guys need to get back out there as quickly as possible, so let’s get going."
“We’re having problems getting laundry to the right person. Mr. Marcus’ family is complaining again that his sweater is missing – has anyone seen it?”
And on and on… not really a whole lot of fun, is it?
What if, instead of lecturing on the need to be more careful with residents’ clothing, you pulled two people aside ahead of time and planned a little skit:
Actor #1 (playing the part of the family member): “Darn it, my dad’s sweater is missing AGAIN. Can’t you guys EVER get the clothes straight around here?”
Actor #2 (playing the part of the manager): “I’ll be happy to try to find your dad’s sweater. Let me ask around and see if we can get it back to him today.”
Actor #1: “I’m just sick and tired of my dad’s clothes missing. What kind of place are you running, anyway?”
Actor #2, gathering a group of employees together): “OK you guys, we’ve GOT to find Mr. Marcus’s sweater RIGHT NOW. His family is throwing a fit and yelling at me. GET BUSY – and FIND THAT SWEATER!!”
Actor #1, standing by the front door when a visitor (Actor #3) walks in: “I hope you’re not thinking of moving someone here – they can’t keep track of anything!”
Actor #3 to manager: “I think I’ll come back another time. Maybe this isn’t such a good idea for my mom…”
Do you think your team would remember this better than the monthly lecture? Try it – I’d bet you’ll be surprised!
If you like some more ideas for fun team-building activities (modify them to fit your needs, obviously), check out this great resource-packed website: http://wilderdom.com/games/InitiativeGames.html
Have fun – and build your team!
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