Satisfaction at Work These Days?

How much satisfaction are you getting at “work” these days? For me it’s like a rollercoaster: ups and downs, much more than I’d typically welcome.

Recently I participated in a Zoom Panel on Wellbeing and Happiness in The Workplace, organised by Systemic Coach and Communication Trainer, Jelena Vetockina. Here is the audio of my interventions about things we can do to be well in this time (see the full interview here).

What does it mean to be resilient and how can we be better at it?

On the concept of being “emotionally fit”:

What do leaders want to be doing in this time of uncertainty?

Hands-on techniques to deal with conflict:

What is your Team Diagnostic about?

Hope this has been helpful and I’m open to continue the conversation with you about what your team is going through or what your are experiencing at work in this time.

You can reach me at t@tobiasrodrigues.com

Six Rookie Mistakes When Leading Remote Teams

When there’s a sea storm, captains are called upon to reassure their crew, so that together they keep the ship safe enough to move in the right direction. 

The Coronavirus storm has forced teams — without warning and without delay — to work from home in improvised office spaces, fighting to focus on work while juggling several other responsibilities and concerns at the same time.

If remote working poses a challenge in and of itself, all the more so in crisis conditions, where uncertainty and confusion make the load all the heavier.  

Since 2011, I’ve been helping organizations — in good and bad times — build teams, many of which with some or all their members working remotely, often in different time zones. 

Here are six mistakes you want to avoid (and six recommendations) when leading teams remotely, especially in crisis conditions.

Mistake #1: Believe it is (almost) business as usual

A new paradigm is emerging, as tends to happen in crisis. And with it, new challenges are thrown at your team. It would be a mistake not to stop and fully appreciate the nature of the challenges you and your team are now facing.

It’s a mistake to think this is only about keeping things going a bit longer before it’s over. It’s a new problem. Face it with your team.

RECOMMENDATION: Do a diagnosis

Imagine you are Dr. House. If the challenge you now face is an illness, what would you call it?

Mistake #2: To execute without a roadmap

In a crisis it is easy for teams to get disoriented, especially if they are forced in a rush to work remotely. You might have a sense of what comes next, but the team most likely has no f**king idea.

It is a mistake to ask teams to continue moving forward without a new road map that shows this is where we are, this is where we are going, and most importantly, this is why we’re going. I wonder what Nietzsche was thinking when he said: “He who has a why to live for can bear almost any how.” 😉

RECOMMENDATION: Give them context and relevance 

Explain to the team how their work fits in the larger picture, and why their contribution really matters.

Mistake #3: Fail to clarify new expectations

New problems require new behaviours. It it especially important that we define deliverables and ownership so that everyone knows who does what and who is responsible for making sure it gets done. 

RECOMMENDATION: Tell them what they CAN’T screw up

New problems require exploration, which can lead to failure. It is crucial you specify what bits you expect the team to do absolutely right, the bits where failure is not an option. 

Mistake #4: Make it a one-way road

If feedback is important, now it is more than ever. It’s a rookie’s mistake to fail to create NEW channels for feedback. Unless you ask, you will not know the struggles and suggestions your team has. 

RECOMMENDATION: Tell them it’s NOT ok to stay stuck and silent

Send out questions before meetings, and ask everyone to come prepared to share.

Mistake #5:  Neglect positive feedback

Humans need feedback to grow, which makes giving feedback the gift of growth: constructive feedback gives us the path for growth, and positive feedback gives us the energy to grow.

In times of crisis, teams need tons of positive feedback — the energy — to get through challenges. Forgetting to give positive feedback is a silly mistake.  

RECOMMENDATION: Double down on positive feedback 

Give twice as much positive feedback and show twice as much appreciation. Start with positive feedback. End with positive feedback. Transition with positive feedback. And ask the whole team to give… POSITIVE FEEDBACK.  

Mistake #6: Undervalue repetition

The Romans believed that “repetitio est mater studiorum”, that repetition is the mother of learning. When working remotely, technical issues can make getting information across difficult.

Moreover, when remote work is being improvised moment by moment and under great uncertainty, tension is generated, which makes getting information across even more difficult. 

Hence the need to repeat, repeat, repeat.  

RECOMMENDATION: Sound like a broken record 

Say it at the beginning. Repeat in the middle. Ask them to say it. And say again at the end.

Feedback Part I: How to Make Stronger Statements

Humans need feedback to grow, which make giving feedback the gift of growth. While positive feedback gives us the energy to grow, constructive feedback — when done well — shows us the path for growth, that is, what we can improve and how.

This series focusses on how we can make our constructive feedback more effective.

Here in part I, I share three ways to make our statements stick when giving constructive criticism.

What techniques do you use to make your statements clearer?

12 Tips For Constructive Feedback

Whether a direct report, a manager, a colleague, a friend or a partner, giving constructive feedback is a crucial element of our relationships.

.

How you give feedback
determines how it is received.

 

I moderate constructive feedback sessions for teams and their leaders, and some patterns prove to be more effective than others. Here’s a set of keys that unlock the doors for constructive feedback to be well received.

Download and discuss them with those you give feedback to.

 

What matters most
isn’t what you say, it’s what they hear.

 

So by all means, I’d love to hear your constructive feedback.

12 Tips for Feedback_Tobias Rodrigues

Is Your Small Talk SMART?

Last week I attended the 3rd Hola Barcelona Cocktail, an event organized by Barcelona Global to welcome new international professionals arriving in Barcelona.

The purpose is to strengthen the relationship between Barcelonians by birth and Barcelonians by choice. It was lovely. I met wonderful people and conversations were great, which got me thinking: What makes small talk interesting? 

The topic is important, but not everything — you can have a pointless conversation about a great topic! The key is HOW we talk.

 

Make small talk SMART:

Supportive, Meaningful, Authentic, Refreshing, and Tasteful

 

But, is small talk really that important? After all, it’s just chit-chat, right? Or not? Is there a connection between small talk and other areas of our life? 

As a team effectiveness trainer, I often join teams for social events after the training. And for 4 years now I’ve been looking for a connection between the quality of small talk and people’s professional and personal fulfillment. I’ve found one:

 

Effective leaders and teams engage in smart small talk.

 

There’s a chance I’m seeing what I want to see, which begs the question: Is there scientific evidence to support my findings? I did some digging and there is.

For instance, Judith E. Glaser has coined the term “Conversational Intelligence” or “C-IQ”, a person’s ability to connect with others through conversations and to jointly think innovatively, empathetically, creatively and strategically.

Judith and the people at Benchmark Communications Inc. have studied the neurochemistry of conversations and shown that managers who “talk smart” are more successful than those who don’t.

So small talk is not just a chit-chat. Smart small talk does make a difference!

Here’s an experiment to spice up conversations at your next event:

  • Step One: Identify interesting angles to the conversation, relevant aspects or perspectives that are being overlooked.
  • Step Two: Ask a politely provocative question. This will accomplish two things: you’ll get people’s attention and you’ll spark openings for more meaningful dialogue.
  • Step Three: Pick a positive message. This is important because you want to contribute to the conversation in meaningful way.

Easy to remember: Angle + Question + Message. 

What do you do to keep the small talk smart?

 

The Trust Story

For Yoel Calek
Once upon a time, there was a man who valued trust very much. Before he decided to trust someone, he thoroughly made sure the person was worthy of trust. Only then, he felt he was ready to trust.
This meant he didn’t really trust anyone.

Except for one person: his special friend. It took him more than 10 years to do so. Before trusting him, he assessed the events that indicated his special friend was worthy of trust:

– Whenever I needed a favor, my friend would promptly assist.
– When I wanted to go for a drink, my friend was always ready.
– When I renovated my apartment, my friend booked all his weekends until it was done.
– Even when I considered a career change, my friend was there to carefully listen and give good advice.
– And when my mom died, my friend never once left my side.
For the first time the man felt he was ready to trust.

The next day, his special friend died.

For the remainder of his days, the man wondered if his friend had also trusted him. And when they met in the afterlife, the first thing the man did was ask his friend if he had been trustworthy, and if so, when had he decided to trust him.

Staring at the man with a look of confusion on his face, the special friend said:

Of course you’re my trusted friend! I decided to trust you the day we met. And ever since you’ve never betrayed my trust:

– Whenever you needed a favor, you trusted me to ask for help.
– When you wanted to go for a drink, it was me who you choose to confide your secrets.
– When you renovated your apartment, you allowed me and no other to enter the privacy of your home to rebuild it.
– Even that time — remember? — when you were considering a career change, again it was me who you turned to for advice.
– And when your mom passed, I was the only one you accepted at your side.

Your actions have taught me the meaning of trust!

The man stood there in shock, thinking:

You never fully know what people are capable of. By this token, you’ll never really know when you can trust someone.

 
On the other hand, if you give people a trust credit, and let them show their level of trustworthiness, you might be surprised at how much they feel you trust them, and so, respond to you at the same level.
The end.

Credits: I first heard of a credit for trust from my dear friend Florian Mueck.

Two Signs Of Good Advice

The other day my friend and colleague, Sebastián Lora, visited Barcelona and we met for a stimulating Gin&Tonic. He asked for my opinion about a workshop he’s preparing for Toastmasters. I gave one at last year’s District Conference, so I shared my experience.

Afterward, I wondered if I’d given useful advice. I began to reflect on criteria to recognize good advice. Family, friends, colleagues and professors whose counsel I deeply value came to mind. What do they have in common? Two things stood out:

Questions instead of recommendations
are a sign of good advice.

1. The people who give me good advice never say: “you should do this”. They have in common that they ask questions that help me discover what to do. This is a sign of wisdom.

They know no two situations are the same, that their experience is always their experience. And if they have a pretty good idea about what to do, even so they use questions to help me see the way, not just the finish line.

Tell me how – now that’s priceless!

2. Good advice consists of “how” not “what”. The people who’ve helped me improve and grow are those who’ve suggested specific alternatives.

General advice is easy to get — and give! — because it requires no real effort: do this, do that, be this, be that, blah, blah, blah! But find someone who tells you HOW you can do it, who suggests SPECIFIC ways and you’ve found a true treasure!

The world is full of people with a message.
There are few with a method.

You know you’ve found a good adviser when you hear questions that help you decide rather than recommendations that tell you what to do.

You know you’ve found a good adviser when you hear specific suggestions to improve instead of general guidelines to follow.

Did I live up to these criteria with the advice I gave to Sebastián? Only he can say. 🙂 I do remember asking questions and giving a few tips. But there’s no doubt: next time I’ll do better following these two principles!

How do you recognize good advice?

The Connection Matrix – Part One

The other day I was sitting on a plane from Warsaw to Barcelona. With me, my friend, speaker and trainer Florian Mueck. We were coming back from a spectacular Spectacular Speaking event.

In her opening speech, the incomparable Olivia Schofield, founder of the Spectacular Speaking series, said: The one thing that takes you from great to spectacular is… connection. Connection. Connection between the speaker and the audience. Connection between oneself and the other.

Florian and I started to philosophize about this subject. We played around with different dimensions and combinations and patterns. We scribbled and painted and drew and scribbled…

In the end, we knew that we wanted to show two dimensions – the self-focus (or speaker focus) and the other-focus (or audience focus). Self/other-focus refers to the degree with which one chooses to be concerned with oneself and with others.

We also knew that we wanted to use the high-low categories. Our big challenge – the four field titles. After three hours we finally felt confident about the names. “The Connection Matrix” was born.

The Connection Matrix shows four different kinds of speakers/communicators. In this first part we’ll look at the status quo of their communication mode.

Number – Low Other/Low Self

Low empathy combined with low self-interest. Numbers drive through life with their handbrake on. They’re the typical business presenters. Not passionate about the data they present, numbers deliver only to deliver. Their voice? Monotonous. Their body language? Closed. Their enthusiasm? Not existent.

They say: But how can I put passion into my monthly business unit report? Numbers never consider a speech or presentation an opportunity. For them, communication is an obligation. Creativity is for artists, they think.

They also think: I do my job. Isn’t that enough? If others don’t like what I say, it’s not my fault. Numbers are brilliant at avoiding responsibility – for themselves and the audience. Like Florian’s mom says: Where there’s no hook, you cannot hang a jacket.

The paradox with numbers is that they don’t count: no one listens, no one remembers, no one cares. Connecting as number, you fail to connect. Number-mode is beneficial only when you wish not to connect. Numbers are the poorest connectors of the four types.

Nurse – High Other/Low Self

High empathy combined with low self-interest. Nurses strive to please their audience. They communicate with the language of “you” and their goal is to promote the audience. A nurse’s communication style consists of satisfying the interests of others.

The paradox with nurses is that by failing to affirm their self-interests, the connection entails no expense and so is undervalued. Because nurses don’t speak up for themselves, audiences don’t really listen, care less and very easily forget.

Connecting as a nurse, you don’t make an impact. Nurse-mode is beneficial when you wish to go unnoticed. If you don’t shift to buddy, your audience will soon take you for granted!

Bully – Low Other/High Self

Low empathy combined with high self-interest. Bullies strive to satisfy their own interests. Bullies communicate with the language of “I” and their style consists of pushing an agenda.

In bully-mode, you believe only you hold the power to make a change. So you feel you have little to learn from your audience. A bully’s preferred strategy is Follow me, now!

The paradox with bullies is that in failing to give the recognition they seek, they struggle all the more to get it from their audience. People listen, they remember, oh! but they don’t care.

Connecting as a bully, you fail to inspire trust. Bully-mode is beneficial when all you want is to stand out from the crowd. If you don’t shift to buddy, your audience will begin to feel betrayed and soon you’ll end up talking to yourself!

Buddy – High Other/High Self

High empathy combined with high self-interest. Buddies strive to develop a whole that is greater than the sum of its parts. Buddies communicate with the language of “we” and their style consists of promoting ways to satisfy self-interests and the interests of others.

In buddy-mode, you believe in a joint potential and so the purpose of communicating is mutual growth. The preferred strategy is How shall we do this? You know you’re listening to a buddy when you’re pushed out of your comfort zone and it feels good!

The paradox with buddy-mode is that when you place the connection at the center, the result is the speaker meets her goals and the audience gets what they came for. Everyone is happy. Audiences remember buddies, they listen to them, and they definitely care.

Connecting as a buddy, you act like a magnet, attracting others to move out their communication mode and to connect as buddies. Buddy is the ultimate mode of connection because everyone grows beyond expectation.

Whether you consider yourself a Number, a Nurse or a Bully, in The Connection Matrix – Part Two we’ll share with you insights on how to become a Buddy, the ultimate connector.

Grandpa Jose’s Effectiveness Recipe

My grandfather was born in the Azores Islands in 1906. His schooling literally lasted two days: the first and the day after. He got punished, didn’t like it, left and never went back.

Grandpa didn’t learn to read or write. Grandpa didn’t really know who Aristotle, Shakespeare or Karl Marx were. Grandpa didn’t rely on business trainings or performance enhancement models. Grandpa was a farmer.

One day, when he was but a young man, his dad gave him and his brother a gift: a pregnant young cow for the two to start their lives as herdsmen. Two years later, his brother owned two head of cattle; grandpa Jose, seven. From then on, his success kept multiplying, considerably.

This afforded him the opportunity to savor life, especially his passion for discovering the wonders of the world. In the end, grandpa grew to be quite the philosopher, readily armed with the precious pearls of common sense and practical wisdom.

The recipe of his effectiveness? He used say he remembered that often at the end of the day while he sat by the sunset reflecting, he’d notice his brother in the distance, still tilling the earth, persistently putting his back into every strike.

“Before the sun rose,” he used to say, “John would already be out on the field. And not before dark would he return! — All hard work and diligence. I did it differently. Every morning I’d ask myself: ‘What do I have planned for the day?’” Then he’d think:

How can I accomplish twice as much with half the effort? 

Grandpa kept at it until he found an answer. Most of them eventually worked.

I gather an important lesson from my grandfather: To make it an undying habit to stop, rethink and improve. I’m sure he would be happy to know that Aristotle thought along similar lines: “We are what we repeatedly do. Excellence, therefore, is not an act but a habit.”

I must confess, though, I sometimes recognize a bit of great-uncle John in me. What about you: with whom do you most identify with?