It’s Back To Work We Go: 6 Ways To Ease The Transition Back Into The Office

Who would’ve guessed that almost exactly one year ago, we’d be leaving the office to a world where work would be forever changed? Now, one year later, remote working has become widely accepted, commute times are down, people can spend more time with their families, and companies are experimenting with new ways to make remote work feel more engaging and rewarding.

We’ve reached a crossroads: COVID cases are starting to fall, the vaccine is more widely available, and organizations are implementing plans to bring their teams back to working in-person.

Except not everybody is chomping at the bit to get back to the office. As a leader, the last thing you want is for people on your team to come back to work because they feel obligated, even though they’re stressed, preferred working from home, and even worried because they live with a high-risk family member, or they’re high-risk themselves.

When employees are working from a place of obligation, stress, or fear they aren’t doing their best work, and in a world where we need our people to be creative, if they’re stressed or scared, the creative parts of their brains shut down.

It’s up to you to ease the transition back into in-person work and give your people reasons to look forward to getting back to the office. Here are six ways to do this:

1. Offer flexibility

In order to account for the fact that some of your employees will be feeling trepidation, offer the option to work from home 2–3 days per week so that the office isn’t filled to capacity every day. Be clear that as long as they maintain productivity, they can create their own schedules. Not only will this create a sense of safety and communicate that you care, it gives your team the feeling of ownership, which could have a positive impact on their productivity.

2. EXTRA Casual Friday

Working from home has led to the realization that, in many cases, working from the office can be uncomfortable. If I can be productive working from home in flannel pants, fuzzy socks, and a hoodie, why can’t I work from the office in that way? Allow your team the freedom to put the emphasis on casual in Casual Fridays (as long as it’s appropriate). For example, the Zoomsie

3. Bring home to work

Studies have shown that employees who bring their dogs to work experienced lower stress levels, higher levels of job satisfaction, and they have a more positive perception of their employer. Put some ground rules in place like sign-up sheets and conduct requirements, and watch as happiness improves with each passing pet. Soon, your team will go from saying “Good boy!” to “Good boss!”

4. Allow for mental health breaks

In case you were curious, stress levels did not decrease in the middle of a worldwide pandemic, which gives you, as a leader, a golden opportunity to lower your team’s stress. Offer them the freedom to take an extra hour a day to get some fresh air, meditate, exercise, watch funny videos, play a game, etc. As I stated earlier, stress shuts down our creativity and limits problem-solving, so if you’re worried about lost productivity, one of the best ways to get it back is to give your employees the freedom to take an extra hour so that they’re more productive when they are working.

5. Keep your door open

To make your team feel safer in the workplace, offer a listening ear whenever anyone needs it. Whether they want to offer ideas for work, address a concern, or share a personal story about their struggles through COVID, simply offering time to chat can put your team at ease. One of the most frequent complaints I get from audiences has been that leaders don’t do enough to connect on a personal level to make sure people are doing okay. Now’s your chance. We’re all going through this together, and coming together again in-person without making an effort to connect on a deeply human level is a gigantic missed opportunity.

6. Give them something to look forward to

It’s been a rough year for your employees, as they’ve all had to make sacrifices to stay productive while teaching their kids and adapting to massive societal changes. As you head back into the office, you now have a golden opportunity to show your appreciation. Help your team reframe the narrative from “I have to go back to work” to “I can’t wait to go back to work” with an exciting event where everyone is free to participate. Whether it’s a party, games, entertainment (like a customized corporate comedy experience) or a fun class, the goal is for them to count down the days until you’re creating a shared experience together, like we used to count down to our birthdays or Christmas. (For an extra helping of fun, you can even make a construction paper chain to help with the countdown.)

Vulnerability, Risk, And Comedy At Work: How One Leader Was Able To STAND UP To Traditional Leadership

When it comes to taking risks, the last hour of an all-day management retreat for your team doesn’t seem like it’d be the time or place – they’re tired, their work for the day is done, they feel the sweet release of freedom at their fingertips – when suddenly, it’s ripped away for an extra hour of training. And not just any training, stand-up comedy training.

“If looks could kill, I would’ve died right there on the spot,” recalls Steve Cody, founder and CEO of NYC-based Peppercomm.

Peppercomm is a marketing communications company that prides itself on challenging conventional wisdom when it comes to marketing, and what challenges conventional wisdom more than combining stand-up comedy and managers? Okay, maybe discipline via trial-by-combat, but comedy in the workplace is up there.

Why take such a risk? According to Cody, after performing stand-up for a few years, he began to notice that the skills he learned onstage were actually benefitting him around the office.

“My senses were sharpened by having to read the room, deal with silence, catcalls, and nerves before making a major presentation, so I said, ‘I think this is applicable to the workplace.’”

He’s right.

Peppercomm Hosted Annual Comedy Fundraiser | Peppercomm
Steve Cody performs at Peppercomm’s Annual Comedy Night at West Side Comedy Club (2019)

Comedy, or at the very least, laughter in the workplace, has been proven to generate results for those organizations who place high value in humor. According to a Huet & Associates study, organizations who used humor to engage employees reported shareholder returns 19% higher than their competitors. A study by market research company Ipsos found a correlation between employee retention and the sense of humor of the managers at those organizations – imagine all that time and money you’d save on recruiting and onboarding with lower turnover rates. And a study published in The Journal Of Managerial Psychology discovered a direct correlation between a supervisor’s use of humor and employee performance, engagement, collaboration skills, and satisfaction. Leaders who use humor were also perceived as better performers and more likable.

The effects of humor at work are clear, so even though Cody’s managers were initially resistant to the idea of comedy training, they didn’t take long to come around.

“You could see everybody pulling for one another,” remembers Cody, “so it became part and parcel of our training program.” Now, Peppercomm uses his outside-of-the-box, culture-building, shared experience a few times a year to train new hires or employees moving up in the organization, and they even offer the training to clients. Because of this unique cultural cornerstone, Peppercomm has a competitive edge over more serious marketing firms when it comes to attracting potential clients and hires. More than once, Cody has heard, “You made us laugh,” when closing a deal with a new client, so needless to say, his risk to introduce comedy to his team had more than paid off. Not only has it helped attract new clients, but it has also landed Peppercomm on many “Best Places To Work” lists, including Forbes, Crain’s, and Inc., which makes the firm a destination for the PR world’s creative up-and-comers.

The gamble could’ve easily backfired on Cody, but he doesn’t look at taking risks from such a doomsday, “What if it all goes wrong?” perspective. Another powerful lesson the average non-comedian can learn from stand-up is that it’s okay to fall on your face when you try something new, and this willingness to be vulnerable and honest in pursuit of a goal can serve as a catalyst for growth.

As the old adage goes: it’s about the Journey, not Steve Perry.

Okay, maybe that joke didn’t work, but I had to at least take the risk and include it. If you didn’t laugh, I’m okay with that because instead of wasting energy and speculating on “What would’ve happened if I included the joke?” I now have the answer and can learn from it… and never say that again.

OR find a new way to say it better.

OR include it as part of a longer joke.

In today’s workplace, vulnerability and the willingness to think outside-of-the-box are vital leadership skills for adapting to changing times, and when things don’t go according to plan, your team will look to you for guidance.

“I allow all of my employees to see me fail, and fail miserably,” remarks Cody.

Come again?

“You’ve got to be a little more human and authentic.” But what about the idea that leaders have to be strong and have all of the answers?

In short, this perspective of leadership is outdated. With the development of virtual and AI technology disrupting the status quo of work and new challenges popping up seemingly on the hour, agility is a much more valuable leadership skill than rigidity in the modern workplace, and the first step to being agile is to come to terms with the fact that you may be wrong sometimes… and that’s okay!

Not only is it okay, it’s more than okay in today’s world. With technology speeding up the way we work, we have to hang onto our humanity in the workplace, and the best way to do that is by being open to your own imperfections and being willing to laugh about them.

Peppercomm Inc. | Crain's New York Business
Source: Crain’s New York Business

“People want the truth and want to be treated as peers, which is difficult if you’re in the CEO spot. But the beauty of comedy is that it level-sets. It personifies and humanizes the CEO in a way that nothing else can.”

By taking a risk and trying something new, so much can go wrong, but if you’re open to laughing about it, not only will you be quicker to adjust, your people are more likely to have your back. According to Cody, employees expect vulnerability, humanity, and open-mindedness in their leaders.

As a comedian, if you’re willing to put yourself on the level of your audience and connect with them as an authentic human being – rather than performing by memory, or lecturing them on the way you see the world – you build trust. Once an audience trusts you, when one of your ideas doesn’t connect, they stay on board and are rooting for you to adjust and succeed with your next joke. Some comedians will badger an audience for not laughing, others will plug on in a rote, rehearsed way, but the ones who can take that bombed joke and build audience trust on a non-laugh by turning the attention to their own failure – those are the greats.

Just like performing stand-up, being a leader is rooted in being a human being first, and being a human means making mistakes.

Leaders: ask yourself, with whom would you rather work side-by-side? The person who works the same way every day, who has tall of the answers and never admits when they’re wrong? Or the person who is willing to try new things, who has questions and admits that they don’t have all of the answers, and is sometimes willing to laugh at themselves?

Be the leader you’d rather work with – that’s who your employees need you to be.

According to Cody, “The companies and leaders that’ll come out of this [pandemic] with the most success are the ones who show that they care. You need to let [your employees] know that it’s okay to not be okay.”

With this leadership mindset, you have permission to present your wild, outside-of-the-box idea to your team, and even if it fails miserably, remember, that’s what makes all of us human.

Watch the full interview HERE.

For more about Steve and Peppercomm, visit peppercomm.com

If you’re a leader and you want to develop to benefit from the results of using humor in the workplace, click here to set up a free consultation with Water Cooler Comedy.

12 Steps For Incorporating Humor Into Your Workplace

Now, more than ever, it is vital to laugh when it comes to work. Y’know… that thing we spend a majority of our lives doing and stressing about. With the seismic shift in what it means to work brought about by the pandemic (among other changes), refusing to allow humor to become a vital part of your workplace’s culture will not only impact happiness, it will hamper creativity, productivity, and the bottom line. Because using humor is not typically a behavior associated with leadership – or even the workplace – here are twelve guidelines for making your workplace more effective with humor.

*Note: Each workplace operates differently, containing its own unique cast of characters, policies, and culture, so by seeing these steps as guidelines for dealing with adversity and uncertainty, and not hard rules, you can adapt them to your own circumstances.

Step 1: Lean Into It

Be open to the fact that anything can be funny. No matter what situation you’re in, what difficult person you’re dealing with, or how hopeless you feel, someone out there has had it worse and been able to laugh. If 100 people heard your story, there would be 100 different perspectives, and by simply saying, “This is funny,” it creates a shift in yours.

Step 2: Start From Where You Are

Look around you and take note of everything that’s happening. What do you see? What’s going on? What are your thoughts? How do your thoughts make you feel? What actions are you taking? Are things going as planned? If not, how are they being addressed? What is and isn’t working? What are people saying? What do you have control over? What do you not? What skills, talents, and tools do you have at your disposal? Why so many questions? Because asking yourself questions that force you to provide objective answers can lead you to new solutions.

Step 3: Know From Whence You Came

What victories have you had in the past? How have you grown? How did you respond to defeats? Are there cringeworthy moments? Regrets? Things you wish you had done? Remember, you have no control over the past, but you do have control over your perspective of it and the actions you take based on that.

Step 4: Know Where You Want To Go And Why

Before starting anything, you need a goal and a why. For example, the intent of every comedian should be to leave their audience feeling better than they were when they arrived. As a leader, shouldn’t this be your goal too? In this case, your “audience” includes your employees, coworkers, customers, and clients, and inspiring positive emotions based on your interactions not only makes both of you feel better, it provides an energy boost that will have you doing better too.

Step 5: Be Authentic

Watching someone try to be funny is so painful because they’re trying to get a reaction, rather than sharing something that actually made them laugh. Don’t be that guy. If it isn’t funny to you, it’s going to be even less funny to others. Be true to yourself – if you’re not typically the person who makes wisecracks, people will start giving you funny looks and wondering if you’re okay. You don’t have to use humor to appreciate the humor in a situation.

Step 6: Provide A Safe Space For Creativity And Discovery

If you want your creativity to flourish when it comes to problem-solving, you gotta give it the space to do so. Instead of shooting down your own ideas before you have a chance to explore them by telling yourself “There’s no way this works,” enter the creative space by assuming it will work, use that as your starting point, and work backwards.

Step 7: Use “Yes, And…” As Your Core Collaborative Tool

One of the best ways for overcoming creative blockage is by accepting ideas as true and amazing and then adding to them – whether they’re your own ideas or someone else’s. Even if it’s a bad idea, responding with a resounding acceptance and then adding to it has myriad benefits, the chief of which is emotional connection. There’s plenty of time to get analytical, but that has no place in the idea stage of a project.

Step 8: Know Your Audience

Who are you using humor in front of? Not all humor works for all people, so adapt it to your coworkers, clients, or your audience. What new idea do you have and who are you presenting it to? Always read the room and adapt accordingly. There’s always a way to get a message across more effectively, and being aware of how you’re packaging that message for its intended audience is vital to that message’s success.

Step 9: Use Humor To Uplift

Like point 4 mentioned, your intent serves as a guide. Never demean, ridicule, isolate, punch down on, or be excessively sarcastic toward others in an effort to be funny. You want to ease tension, inspire creativity, and build bonds, and any form of humor that leaves people feeling bad for you or themselves is not welcome. (Additional tip: there are times when you or someone else may unintentionally cross the line. If it’s someone else, appreciate their efforts, and ask them questions where they come up with answers to guide themselves toward more uplifting forms of humor. If it’s you, see the following step.)

Step 10: Laugh At Yourself

No one’s perfect. You’re a human being who makes mistakes, but that’s actually a good thing: mistakes are how you learn and grow. Being steadfast and stubborn in your quest to always be right and have the answers is how you stay stagnant. The quicker you laugh, the quicker you learn, the quicker you course correct, and the more you deliver the subconscious message to others that it’s okay to mess up… as long as growth is the result. There’s a reason my programs are filled with stories about falling on my face and learning from it: the audience sees themselves, and it creates connection and common ground.

Step 11: Create Shared Experiences

Shared laughter creates an instant bond between people, whether strangers, friends and family, or bitter enemies. The more immersive, involved, and inclusive an experience is, the more you connect people. Anyone can reap the benefits of humor, and doing it as a group is a way to speed up the process, see one another as individuals instead of job titles and actions, and create a shared story, whether virtually or in person.

Step 12: Delegate

This is the step for those of you who consider yourselves more analytical than creative – you don’t have to be funny to use humor. By leaning into those who are or, at the very least, to those who are more creative or upbeat, you contribute in the way that suits you best by leaning into the talents of others. Yeah, giving up control to others is scary, but if you consistently follow the above 11 steps, even if it doesn’t go as planned, not only do you have the tools to adapt and respond, but you’ve built a culture where others do too.

We could all use a laugh right now. If you’re able to implant the idea that work – the place where people spend a significant chunk of their time – is a place where they can actually enjoy themselves, laugh, and accomplish tasks in new ways, you’ve set yourself apart from a normal that has dragged down people’s potential too long.

If your team is struggling with uncertainty, stress, overwhelm, virtual fatigue, and pessimism, chances are good that engagement levels are down, meaning fewer ideas, less collaboration, and lower returns. Effectively incorporating humor into your culture solves these problems, and I can help. Schedule a free conversation today, and we’ll team up to come up with a plan to transform your team into one that is more creative, effective, and equipped to deal with adversity and uncertainty.

What’s The Worst That Could Happen? A Fun Way For Your Team To Face Their Fears… Together

What if everything — and I mean everything — that could go wrong did go wrong? When rolling out a new policy, adapting to new rules and regulations, or getting used to a new executive, there is bound to be just a little bit of fear. As we limp into 2021 after a 2020 that nobody — except for maybe a tiny bat in China who dreamed of world domination — saw coming, there’s going to be some battle-weary soldiers in the office, so when you announce another change, resistance will inevitably kick in.

Don’t resist the resistance unless you want more resistance. Instead, embrace it.

In 2014, online retailer Zappos decided to shift their management model to a holacracy, a management model where the traditional functions of managers are eliminated and job titles are replaced by roles that individuals acquire. The traditional pyramid of hierarchy is replaced by, according to Business Insider:

A series of “circles” dedicated to specific functions like marketing and customer relations.

It’s centered around self-management and requires employees to have high levels of engagement, meaning, and organizational buy-in to work. Say what you will about the management model, what I’m more interested in is how the employees and executives at Zappos, as well as outside experts, responded to such a seismic shift.

How did the employees respond?

When former CEO Tony Hsieh sent out a memo asking for full employee commitment to the new system, 18% of the company chose to take their severance packages. Yikes.

How did outside experts respond?

In the never-ending quest to prove that new ideas don’t work, publications like HBR, Inc, and Business Insider were quick to draw attention to the mass exodus from Zappos.

How did Zappos executives respond?

They made a video spoofing the idea of a holacracy. You read that right: Hseih starred in an employee-produced video where he falls asleep on the couch, and wakes up in a dream where the company has fallen into the chaos of anarchy, like the press predicted:

This video was a fun, outside-of-the-box way of communicating to the remaining employees that even if the new management style didn’t work, it could always be worse. Though Zappos has gradually transitioned away from holacracy, the switch didn’t involve panic or a coup like the video portrays, and the company has maintained a positive, creative workplace culture that consistently shows up on best-places-to-work lists.

So what was the point of the video?

It served three purposes:

  1. It allowed for employees to work together in a creative setting, side-by-side with the CEO and one another, on a fun project they could look back on, be proud of, and share with family and friends that “My job and my boss are pretty cool.” Be honest: would your boss take part in a video spoofing his own decisions?
  2. It gave employees a shot of perspective. When faced head-on with change, humans have a bad habit of gravitating to worst-case scenario situations. One way to ease this stress is to take that worst-case scenario and manifest it in the form of a fun project like this that delivers the subconscious message, “Relax — that worst-case scenario is not only implausible, it’s kind of silly.” Using humor in this way is a great tool for level-setting perspectives, so instead of stress and fear, people begin asking the question, “What can we do next?”
  3. It delivered a message to outsiders: this is a fun and engaging place to work. Imagine you’re looking for a job and you’re deciding between the “business-as-usual” company and the “we don’t take ourselves seriously” company. Though the former is consistent and you’ll feel safe and secure, the latter is one of the biggest online retailers in the world because it takes risks, has fun, and is willing to take an occasional L. Would you rather work at a company that takes work seriously, takes its customers seriously, and takes itself seriously, or a company that takes its work and customers seriously, but doesn’t take itself seriously.

If you’re a leader, making a short video to poke fun at your own ideas is one way to help your team want to get on board with new ideas, instead of making them feel like they have to get on board. Added bonus: the video that Zappos made cost zero dollars and was put together exclusively by team members. Sure, the editing, sound, and writing isn’t award-worthy, but it’s okay because the people who made it aren’t professionals. Because of the fundamental shift of workplaces we experienced in 2020, we need to find new ways to generate buy-in from our teams, and making a video where you communicate that “Yeah, this could go wrong, but with you by my side, we can make this thing work… and if it doesn’t, then at least it won’t be as bad as what happens in this video,” is just one way of many to do it.

Note: I wrote this in response to the loss of a visionary risk taker and leader whose legacy will live on in all those he inspired through working for him, reading his book, watching his interviews, and so on. If more leaders modeled their behaviors after Tony Hsieh, we’d fundamentally change the meaning of what it means to “work:”

“I think when people say they dread going into work on Monday morning, it’s because they know they are leaving a piece of themselves at home. Why not see what happens when you challenge your employees to bring all of their talents to their job and reward them not for doing it just like everyone else, but for pushing the envelope, being adventurous, creative, and open-minded, and trying new things?” — Tony Hsieh

Avoid These 3 Outcomes Of Workplace Humor

Definitely avoid punching down (Source: Cambridge News)

In my years of preaching the importance of humor in the workplace, I’ve been met with resistance because just as so much can go right, so much can go wrong. The goal of using humor is to uplift, add value, break the tension, release stress, and bring people together, but if it isn’t done right, humor can have the opposite effect. Here are three outcomes of using humor in the workplace that you want to avoid:

1. Distraction

If you’re going through the loss of a loved one or you’ve been working hard all day and need respite, humor provides a welcome distraction and a jolt of perspective. If you can feel the tension rising between people, sometimes a well-timed one-liner or acknowledgement of incongruity can release that tension instantly. Humor is a fantastic tool when the goal is added perspective or tension release. If you’re using humor as a distraction or if you’re doing it all. the. time… you may be distracting yourself from the bigger picture. Humor is a means to an end, not the end itself, so if you’re noticing an incongruity — say there’s a blatant disregard for diversity — cracking a joke about it and not doing anything can be just as toxic as being openly bigoted. Note the problem, laugh about the fact that it’s a problem and your current actions aren’t solving it, then do something about it by trying something new.

2. Division

Incorporating humor as a cornerstone of your culture may not connect with all audiences — and that’s okay. When people would rather work in serious mode, the last thing you want to do is form a roving band of jesters poking fun at those who won’t join in, or shutting off those who aren’t as funny. People are socially awkward, so if someone who was nervous about contributing humor fears being laughed at instead of laughed with, he or she will feel like an outsider. Even if their quip isn’t funny, laugh politely and avoid the desire to talk about that person once they’re out of earshot. Start from a place of appreciation, because even if that other person without a funny bone in their body feels welcome, your inclusivity will lead to them eventually surprising you with a perspective that has everyone rolling.

3. Demoralization

If humor is at the expense of someone, or it appears as an exclusive club to your less-funny employees, the benefits of it are nullified. Though witty takedowns and scathing comebacks are commonplace in comedy clubs, “comedian owns heckler” videos, and Comedy Central Roasts, chances are good your employees aren’t professional comedians, so replicating this style of humor is often toxic at work.

Humor at work is meant to be a means-to-an-end, inclusive, unifying, and uplifting. If the results are anything other than these three things, it’s time to course correct.

Contact me at https://www.watercoolercomedy.org/booking

You’re Being Conditioned Out Of Being Human

Sir Ken Robinson: We don’t grow into creativity, we grow out of it. Or rather, we get educated out of it.

What’s the world going to look like in 50 years? Will the entire world, from continent to continent, be connected to free, unlimited wifi? Will formerly barren landscapes burst with lush, sustainably farmed crops, reducing world hunger to zero? Will there be fully green cities, running on renewable energy with carbon emissions at zero? Will there be access to healthcare for anyone who needs it, regardless of socioeconomic status, to lower mortality rates, and nearly eradicate infectious disease? Will a 94-year old Tom Brady break his own record for oldest player to win a Super Bowl MVP?

Many of you are probably thinking, “Those things are impossible,” but before you click out of this article, let me remind you that we’re in the 21st century at the dawn of the Automation Revolution, while the system in which we work and are educated is a 19th century system from the dawn of the Industrial Revolution. So, yes, in our current system, those things are impossible, but that isn’t inevitable. Our system is costing us the contribution of millions of people who spend their days driving trucks, making sales, and micromanaging their subordinates, instead of exploring their creativity to discover their true potential.

Rather than lament what isn’t, it’s vital to begin from what is, which is where the work of thinkers such as Sir Ken Robinson come into play. Though Sir Ken unfortunately passed away last week, that doesn’t mean his calls for an education revolution have to pass away with him.

His work is painfully relevant today, because many of the worlds problems stem, not from inequality, systemic racism, or capitalism (though those don’t help), but from receiving an education that doesn’t allow children to explore, play, or embrace their differences. In an industrial world, people are conditioned to be compliant, to memorize facts, and to meet quotas, but human beings are at our best when allowed to explore our creativity. Because we’re taught to not question the way things have always been done, it costs us the opportunity to find ways to make things better.

Remember the embarrassment of answering a question incorrectly in front of the class? Or when you thought you had a great idea, and you were laughed at? Think about how it felt to receive a bad grade on a test or project. In the current system, failure, being wrong, and making mistakes are the worst things a person can do. This conditions the creativity out of children, and we become a world where only 15% of people are engaged at work (Gallup) — a world where over 3 million teens have experienced a depressive episode in the last year (SAMHSA). A world where only 14% of American adults say they’re very happy (University of Chicago).

By conditioning the creativity out of people, people are becoming like the robots that will be taking human jobs, and ironically, to prepare for the incoming wave of automation, people need to be creative. As Sir Ken said in his prophetic first TED Talk from 2007,

“If you’re not prepared to be wrong, you’ll never come up with anything original. By the time they get to be adults, most kids have lost that capacity. They’ve become frightened of being wrong, and we run our companies like this — we stigmatize mistakes — and we’re now running national education systems where mistakes are the worst thing you can make. The result is that we’re educating people out of their creative capacities.

We don’t grow into creativity, we grow out of it. Or rather, we get educated out of it.”

Sir Ken Robinson

Most of you reading this aren’t kids (if you are, go outside and play, you psychopath), but that doesn’t mean you can’t take something away from this: it’s okay to be wrong. It’s okay to think outside of the box and get your ideas shot down. It’s okay to be laughed at because you think or do things differently. If we want to leave future generations a world we can be proud of, we’re going make a lot of mistakes, but with each mistake, we’ll be one step closer to a world where children are taught that it’s okay to be themselves, take risks, and make mistakes. If we don’t start taking action now, the world in 50 years won’t feel much different than the world today, and that’s not something we can be proud of.

4 Reasons Why The Office Clown Is Important To The Workplace

In school, I took more than my fair share of trips to detention and, as a result, received a fair share of admonishment from my parents after coming home with notes from teachers.

“You don’t want to be the class clown, do you?”

“You don’t need to talk out in class – you have a D in math.”

“Stop trying to be funny all the time. It’s not going to get you anywhere”

They also used to tell me that I couldn’t possibly make a living playing video games while 176 gamers are out there mashing buttons for six figure salaries (esportsearnings.com).

Now that I’ve fully embraced my role as class clown, I’m here to spread the good news: if you’re the class clown, KEEP GOING.

And if you’re a manager who has a class clown on your hands, LEAN INTO IT.

I’m not saying to head to your local open mic and try your hand at stand-up comedy (unless you really want to), but I am saying that there are benefits to being the class clown in the workplace. Whether you’re the class clown or you’re in a leadership position and trying to figure out what to do about the class clown in your workplace, lean into the laughs. Don’t worry, there are ways to utilize it as a tool to improve your culture. According to a study reported in The International Journal of Humor Research, office jokers were considered invaluable team members by coworkers and managers. Here are 4 reasons why:

1. They provide stress relief

Have you ever had a stressful day at work where it seemed like everything was going wrong when suddenly, a beautiful angel came swooping into your office and made you laugh so hard you forgot you were having a terrible day? Sometimes, it’s just what the doctor ordered, and stifling your resident joker’s ability to do this can be harmful for office morale. A quick shot of dopamine in the form of a joke making light of the day can offset some of the demoralizing effects of stress and give us a jolt of perspective.

2. They’re integral in building a strong culture

So you say you want to attract and retain the best and brightest applicants. In various surveys and polls, millennials would rather work somewhere where their work carries meaning and allows room for creativity over a company that just pays well. In a world where companies are competing with, not only their competitors down the street, but on the other side of the country to hire the best talent, culture plays a vital role. If potential hires can see that you not only allow your people to showcase their creativity and humor, but you embrace it, they’re more likely to be excited about your potential partnership. As an added bonus, office jokers naturally put fun twists into stories about the company, thus playing a key role in keeping the corporate history alive.

3. They question authority without subverting it

As a manager, life becomes easier when you give someone a task and they respond, “Yes, right away!” But sometimes, believe it or not, your employees may have a better idea for how things could be done since they have a different perspective of their jobs than you. For many managers, the thought of employees not being subservient to every request and demand can be scary, but fear not, because questions can often bring better answers and ideas than your people blindly nodding along with everything you say. You don’t want blatant insubordination, but there’s a difference between that and your office joker poking holes in the legitimacy of your commands. Along with this openness, you must be vigilant about being open to new ideas. If you’re going to be open to your authority being questioned, you better make it clear that:

  • those who question you damn sure better have a new idea that improves upon yours
  • you have a forum for employees and coworkers to come to you with ideas and you LISTEN and try to improve upon them when necessary

otherwise, people will have trouble taking you seriously.

4. They push boundaries

Bringing humor into a professional setting carries with it many risks, but in today’s world of rapid and continuous expansion, taking risks is one of the most important actions for keeping your organization ahead of the curve. When you embrace office jokers, especially when you’re comfortable with their challenges, this signals to the rest of the office that you’ve got an open mind when they try new things, which is a natural human tendency. With risks come failure, which is where your leadership is most important. When your people fall short with their new ideas, it’s up to you to help them discover new ways to course correct by utilizing objective facts – not subjective emotions –  from which they can learn. Human beings learn more from messing up than from everything always going to plan. Allowing the office joker more freedom in itself is a risk, but if the strategy initially doesn’t work out, it gives you the wisdom to respond in a new way, which communicates the important act of showing, not telling. By course correcting yourself, you serve as an example for how your people should respond when their ideas don’t work. After all, this is a team effort – no matter if your role is manager, clown, or both.

3 Reasons Why Leaders Should Use Humor To Unlock The Potential Of Others

Another sideways glance and furrowed brow from a presentation attendee around 25 years my senior after another presentation about how humor makes better leaders: “I get where you’re coming from, but I don’t see why I should change what I’ve always done.” I’m used to this response by now, but at first, it was hard not to snap back, “WERE YOU LISTENING AT ALL!?” Then came the realization that I was tucking a fake mustache and a papal mitre into a suitcase while this sharply dressed, more-successful-than-me executive questioned my credibility. I get it. When you picture a successful business executive, what do you see? How do they carry themselves? Dignified? With importance? Are they stern? Some Mad Men-esque Don Draper figure pops into many minds, but with a little bit of humor and a loosening of the tie, leaders can take an already successful enterprise away from renting a Bentley from Enterprise to blasting off into the cosmos on the Starship Enterprise. A little bit of humor coming from the top can unlock maximum potential in your people, and here are three reasons why:

1. Makes you more approachable

A warm smile and a hearty laugh go a long way to make you appear approachable to the people who call you “boss.” When we’re able to laugh, especially at our own mistakes, it makes you more human, thus more relatable, by communicating to those who may be too shy to come to you with ideas. I hear the platitude, “My office is always open,” from many managers, but just because it’s open, doesn’t mean people feel comfortable coming in. By having the vulnerability to be able to laugh and be open to others laughing at you it makes others actually want to see you succeed as a leader, as long as you’re open to their ideas.

2. Sparks creativity and trust

When people genuinely laugh, it’s when they’re at their most authentic, and seeing someone in a leadership position so open to being real creates a natural sense of trust.  When we trust our leaders are authentic, it gives us an intrinsic motivation to want to help them overcome challenges and difficulties or come up with new ideas. If you’ve ever had a boss you’ve loved, you know that feeling of wanting to overdeliver for them. By laughing and being real about your own mistakes, it communicates that your employees don’t have to be perfect. Think about it, would you rather be around someone minding their Ps and Qs and calculating what they’re saying or someone who is real?

3. Reduces sick days

What? How do you reduce sick days by laughing? I don’t want to dive too deep into the biology of what happens when we laugh, but at the very least, it increases blood flow, reduces muscle tension, and massages internal organs. That’s not something a chair at Brookstone or a masseuse at your local strip mall can do. All of these unintended results of laughter being a core part of work allow your employees’ blood pressure to go down so they’re feeling better, taking less time off, and working with a renewed energy.

If what you’ve been doing as a leader all of these years is working, by all means, stick with it! I’m not saying you should overhaul the way you run manage, but you should definitely find more reasons to laugh, especially if it’s at your own mistakes. We’re all human; communicate that it’s okay to be more human to your team and you’ll unlock even more of their potential than you even dreamed.

3 Ways to Maximize Your Guest Speaker’s Impact

You’ve been tasked with finding, vetting, and hiring a guest speaker for your meeting, conference, or seminar and you want to make sure the audience gets the most out of the experience. There are an endless supply of speakers you can hire, but you’ve narrowed it down to the one you think best fits the bill. You’ve seen many speakers – some good, some not-so-good, so you want to be sure the audience receives the presentation as both you and the speaker intend. Here are a few ways to make sure you and your speaker knock it out of the park.

1. Be clear with your audience what they should expect

Make sure the speaker has sent you a summary that explains the premise and purpose of the presentation – complete with audience takeaways, a concise biography, a link to their website, and a video link. Then, post all of these to an email to your potential attendees or some sort of event page, that way the audience has is fully aware what is about to happen. As a speaker who employs humor in a way that pulls no punches on the current status quo of the modern workplace, I have received feedback from previous clients stating the audience was offended by some of my content. Each time, the client provided merely my name and the title of the presentation without any further context. Being clear about what people should expect will save the audience from attending a presentation that may be uncomfortable, uninteresting, and irrelevant to them, while saving you the hassle of negative feedback along the lines of, “The speaker is not what I expected. Wish he had told fewer jokes.”

2.  Allow the speaker to use his or her own A/V upon request

If the speaker asks to use their own computer for a slideshow, it may be out of the ordinary for you, but there is a good reason why they made this request. LET THEM USE THEIR OWN EQUIPMENT. Every time past clients have requested I run my slideshow off of their computer, I have run into technical difficulties. I have had downloaded fonts I use in slideshows get reformatted on the new computer, jamming the on-screen text into a jumbled mess. Once, the font I used got reformatted into Wingdings on the new computer, so a very information-heavy slide looked like a Hieroglyphic-laden joke and I had to take the time to explain that it wasn’t intended that way. My presentations also incorporate music, which, when I have to run them off of another computer, I have to disrupt the flow of the presentation to play the music off of my phone.  My presentation files are also take up hundreds of megabytes in storage space and have frozen and even crashed a previous client’s PC laptop. I warned them, but they insisted. This note is for your convenience as much as that of the speaker. It may take a moment to switch the projector from your slideshow to the speaker’s, but I promise it’ll be worth it in the end. Put your A/V specialist (or the guy who knows what plugs go where) in contact with the speaker and allow them to communicate their needs. Remember to have the speaker arrive early.

3. Do not introduce the speaker while the audience is eating

Do you want your audience to get the most out of your speaker? Of course you do, but it’s tough to truly place 100% of your focus on the information the speaker is sharing when they’ve got a build-your-own taco in front of them. I get it, you want to kill two birds with one stone and maximize your time, but it might be more effective to ask the speaker to shorten their talk rather than have the audience trying to saw through their chicken marsala, pass the bread, and take notes on effective ways to communicate. Comedians hate performing while servers pass the checks – it’s a distraction to both the performers and audience – and the same goes to event servers dropping off the dessert while the speaker is trying to list ideas for building a better company culture. I open my presentations with a bit where I have attendees close their eyes and imagine themselves in their happy place. When watching the video of the event, I noticed about half of the attendees blatantly ignore this and continue eating. The follow-up punchline died on stage, and, because the opening is vital to the rest of the presentation, I never established a connection with a majority of the audience. Be sure the venue gets the main course on the table at least 15 minutes before the presentation begins, read the room, and introduce the speaker once desserts have been dropped off.

6 Ways To Introduce Humor In Your Workplace, Even If You’re Not Funny

Many workplace studies conclude that integrating humor into your leadership strategy can actually make your employees more creative, productive, and successful (7 Reasons Why Work Is The Time And Place To Laugh). Now you want to incorporate these findings into your office, but you don’t have a funny bone in your body, which you learned long ago when you gave that speech at your friend’s wedding, and it’s given you PTSD.

You’re not alone. Though, according to humor researcher Scott Weems, 94% of people believe they have a good sense of humor, only around 50% of people would rate above average.

It looks so effortless on Netflix when those comedians are making their audiences double over with laughter for a whole hour, but they have been perfecting their craft onstage every night for decades. Meanwhile, you’ve been stuck in the same routine at your job for the same amount of time and you’re looking to spice things up in the boardroom.

Here are 6 simple ways to introduce humor to your workplace, even if you’re not funny:

1. Know your limits and poke fun at them

You’re not funny, and that’s fine, but acting like you are when you aren’t can drive others away while owning up to it can make you more likable. In fact, owning up to any of our shortcomings can make us more likable and more relatable, especially if we’re in a leadership position. If we can laugh at our own weaknesses, stress, and mistakes, this subconsciously communicates empathy. Though laughing at ourselves may seem counterproductive, it helps others to stop striving to be perfect, own up to their pitfalls, and shows that you’re approachable in times of duress. Now it’s up to your leadership skills to work together on filling in each others’ weaknesses with your unique strengths. That’s leadership.

2. Foster a creative culture; stop saying no

You want your team to be creative, take risks, and come to you with ideas, but you keep saying no. If someone keeps telling you no, do you want to keep coming to them with ideas? NO! When people approach you to pitch their ideas, from their perspective, they are working to make your organization better and their day easier. Even if the idea is outlandish and implausible, at the very least, listen to them and ask questions. Take some time to explore together why they think it’s a good idea and see if your added perspective can guide them to the solution they’re looking for. At the very least, this will give them more confidence to come to you the next time they have an idea instead of pocketing it in fear you’ll shoot them down. Who knows? Maybe it’ll be the idea you’ve been looking for.

3. Know who your class clowns are and give them the freedom to work their magic

Keep an eye out for groups of people laughing together in your office and remember that this is a good thing – let your employees be human and bond. In fact, look to see if the same people are often involved in these shenanigans. As long as their humor is uplifting and open to all, not only should you let them keep doing their thing, but give them a platform, because keeping the office happy keeps them energized, and that’s when your people are at their best. Not only that, their sense of humor can work as a glue to bring people together during tough times and challenging projects. If it’s something they’re interested in, see if they’d take the responsibility of heading up a humor program to keep laughter as part of the everyday workplace culture. When people are laughing, it’s important to facilitate that culture, even if you aren’t the comedian in the room.

4. Share what makes you laugh

Did you see a funny clip on Facebook? Did you scroll through a thread on Reddit that had you rolling with laughter? Why are you keeping it to yourself? You don’t have to create the content, but sharing what makes you laugh may just be what the doctor ordered to break any tension in the room.

5. Delegate creative projects

Your creative team members are chomping at the bit to break from the routine and flex their creativity. Let them! This falls in line with knowing your people and knowing who to trust with what – you’re looking for the people who, instead of saying “no,” look for novel ways to approach problems. When a new, exciting project comes along, be sure to seek these people out to help with the creative planning stages and watch their eyes light up and their work become more inspired.

6. Organize events that will foster laughter

Does your team seem to be in a funk? Are you not getting the creative input from your people that you’re looking for? This is the perfect time to shake them out of their ruts by hosting an event or putting together a project that focuses on the fun. We’re all children at heart, and to activate that energy, sometimes we need to forget that we’re at work and let loose. Bring in an improv coach and play games that you don’t need formal training to participate in, organize a murder mystery dinner, hire comedians to turn your workplace into a comedy club and break up the workday, host a roast of yourself, someone else in a leadership position, or even the company in general to loosen people up.

There are many activities that can get your team laughing, activating their creative juices – all you have to do is give the okay and be open to the ideas of others. It’s one thing to be funny, but it’s even more important to appreciate what’s funny and foster an environment where people can lean into that.