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

6 Lessons You Can Learn From Ellen’s Apology

Pictured: Ellen in what I like to call her “Sorry Suit”

Toxic workplaces: we’ve all worked somewhere that seemed to drain our happiness, but when the place is a nationally televised talk show featuring a personality with a message of “Be kind,” it hits different.

For those who weren’t aware of the workplace toxicity reports on Ellen, here’s a quick refresher:

One current employee and 10 former staffers claimed they endured a culture of racism, fear and intimidation. They blamed senior managers on the show for allowing the behavior.

The allegations in the Buzzfeed report included former employees saying they were fired for taking time off for medical leave or bereavement. — Source: Today.com

36 former employees of the show reported “handsy” behavior, asking for sexual favors, and groping by multiple producers and higher-ups at “The Ellen DeGeneres Show.” — Source: Insider.com

This coupled with comedian Kevin T. Porter’s viral tweet thread requesting stories about Ellen being mean, it seemed as though the world was piling on Ellen DeGeneres, and rightfully so. It’s one thing to run a toxic workplace environment, it’s quite another to run a toxic workplace environment while asking your audience to be kind, which is why the stories got so much traction and #cancelellen was trending.

Here are six (plus one) lessons I learned while watching Ellen apologize.

Lesson 1: When confronted with reports of a toxic work environment, address it immediately

When Ellen returned today, she was expected to address the elephant in the room, and she did, but the Buzzfeed report was released in July, it’s now two months later. Imagine your workplace’s environment being so negative that employees reported it to your local news organization, then you disappear into your office for two months before addressing it publicly. Whether you’re the culprit of the mistreatment of others or not, it’s your job to address criticisms and complaints as though you’re the perpetrator. You set the tone. Even if you don’t have all of the answers, other people are counting on you to say admit that, and assure them with your words and actions that you’re actively pursuing a solution. I live by the quote, “This wasn’t my fault, but it’s my responsibility now,” and if you’re a leader, you should too. It gives you power, shows you’re willing to shoulder the burden of responsibility, and gives people the courage to come to you if something is stopping them from doing their jobs to their best of their abilities. During her statement, Ellen admitted to fumbling the responsibility that comes with her power — a step in the right direction.

Lesson 2: Be open to vulnerability

“Being known as ‘The Be Kind Lady’ is a tricky position to be in. So let me give you some advice out there: if anybody’s thinking of changing their title or giving yourself a nickname, do not go with ‘The Be Kind Lady.’” — Ellen DeGeneres

In a position of power, it is easy to take ourselves too seriously in order to maintain an air of confidence and control. If you make a mistake and you’re looking for forgiveness from your team, your customers, or your community, it is incredibly helpful to show your human side. We all make mistakes, and admitting that is a huge step in winning back the trust of others. By admitting that she’s not always kind, that she gets sad, mad, anxious, frustrated, and impatient, and that she’s a work in progress, Ellen delivers the message that at least she has some self-awareness — a fantastic starting point.

Lesson 3: Use humor without minimizing the situation

To open her monologue, Ellen broke the ice with a little bit of humor:

“How was everybody’s summer? Good? Mine was great!”

Then, when accepting responsibility, she did it again:

“This is the Ellen DeGeneres show, I am Ellen DeGeneres. My name is there. My name is there. My name is… on underwear.”

Some may assert that this is minimizing some of these serious allegations, but the humor is well-placed, and is mostly targeted toward herself. Though not all apologies and course corrections need a dose of humor, be sure to use it to point out your own flaws, mistakes, and vulnerabilities, but also be sure to use it as a springboard or stepping stone toward making changes.

Lesson 4: Offer gratitude openly

Though I wish she would’ve spent more time showing gratitude toward her employees, Ellen at least made mention of the people who allow her to do what she does best: make people laugh. As a leader, we need to do this every day and as much as possible, hence the italics for emphasis. We cannot reach our full potential without the contributions of others, and to help them reach their potential, be vocal about pointing out the positive impacts they have on your day, whether in public, or 1-on-1.

Lesson 5: Communicate a vision

When offering regret, admitting to mistakes, and asking for forgiveness, be sure to communicate that you’re committed to your original why. If you are mistreating employees, putting profits over people, and allowing hate in your workplace, you’ve lost your vision. When you ask yourself why your organization exists, the answer is always to serve people, and those people especially include your employees.

Lesson 6: Commit to change

“I still want to be the one hour a day that people can go to escape and laugh. I want to continue to help all the people that we help every day.” — Ellen DeGeneres

From this quote, for example, Ellen and her employees will know if she is actually committed to her vision because if they don’t feel going to work is an escape. If they don’t laugh while they’re at work, then it’s much harder to bring those things to their viewers. If your vision at your organization is to help your community, that should be the first thing on your mind when an employee is falling short of your expectations. If your actions don’t match your words, then your apology means nothing and you’ve learned nothing. We all make mistakes, but the only way to regain trust and show that you’ve grown is to act on your words.

Bonus Lesson: Follow up

I would love to see Ellen deliver a follow-up monologue stating all of the ways the working conditions have improved. Transparency is key here. If you want to mean what you say, push yourself to give updates on all of the changes you’ve made and ask for honest feedback. When people come to you with ideas, even if it seems like they’re attacking or complaining, keep in mind that they’re doing it because they want you to be better, which makes them better too. Be open to asking for help if you need it and you feel you aren’t keeping your word. Ellen’s latest stand-up special is called Relatable, and one of the most relatable things she, and you, can do as a leader is to be a vulnerable and flawed human being who needs reminders to “be kind.”

We could all use that reminder nowadays.

The Dos And Don’ts Of Maintaining (And Boosting) Mask Morale At Work

Masks are now mandatory at your workplace and not everyone’s happy about it.

Regardless of where you stand on wearing a mask, the reality is that in many cases, you’re legally mandated to wear one in public, unless you’re eating or drinking, or face the consequences. It’s a minuscule disruption of the daily status quo and will have the same impact on someone’s ability to do their job as adding a new coat of paint to the office walls. Somehow, however, it has become a national talking point that has led to verbal altercations, assault, and even murder.

And murder has a tendency to lower morale.

As a leader, you have so much on your plate, and now employees are complaining about having to wear a mask while they work, while others are complaining about their coworkers who refuse to wear one.

What do you do? Here are some dos and don’ts for making sure the people in your organization are compliant while maintaining morale:

Do: Remember Human Behavior

Throughout all of history, when confronted with new ideas policies, or technology, people have a bad habit of resisting change.

You purchase new technology that’ll make their jobs easier: “I don’t want to learn this. I’m doing just fine with the technology I have.” You introduce a new policy that’ll boost morale: “That’s not the way we’ve always done it.” You hire new managers: “I’ve been here longer! They have no idea what they’re doing!” It seems like you can never win.

The goal here is to make them comfortable with the uncomfortable, and in this case, the uncomfortable is wearing a thin piece of cloth over their faces.

Don’t: Judge Or Allow Judgment Thinking

Right, wrong, good, bad, stupid, smart – it doesn’t matter how people judge the mask wearing policies. You’ll have people on all sides of the spectrum, which is a beautiful thing, but that’s not what’s important here. Focusing on people’s opinions on mask wearing and the effects of mask wearing are inconsequential to the results you are looking for.

Do: Emphasize Opportunity Thinking

Let’s just get this out of the way: mask-wearing is going to be a part of our culture for the foreseeable future, so the best option here is to just lean into it. Instead of offering our opinions based on what already is, it’s more engaging and productive to focus on how it’s an opportunity to build your brand, have fun, incorporate the mask into your work, or lean into the creativity of your coworkers. When we see something as an opportunity, there is no limit to its potential. When we see something as good, bad, etc., we create a closed-ended situation.

Don’t: Close Your Door To Complaints

Though judgment thinking isn’t as productive as opportunity thinking, it’s human nature to judge and focus on what’s wrong. If you close your door to complaints, this is a subconscious message that your door will be closed to ideas too. Open up a line of communication and guide the complainers and those who can’t stop thinking about how much this sucks away from their position toward action.

Do: Clearly Communicate That You’re On Their Side

Communicate the fact that you want them to be able to work to the best of their ability and be happy while they’re doing it. Set a hard line by saying something like, “There’s nothing I can do about mask-wearing, but I’m willing to help you find ways to make the most of this situation.” Now listen to them without responding, other than asking clarifying questions when necessary. Through the power of asking questions, guide them to the realization that this is an opportunity for them to creatively contribute to something they care about. If they have ideas, don’t shoot them down. Let them work the idea through, and if it isn’t a solid or actionable idea yet, give them the option to work it out and come back to you. The important thing here is to make sure these people feel heard and that you’re not just smiling and nodding so they leave you alone.

Do: Lean Into The Talent Of Your People To Create A Shared Experience

If you must mask, mask in style. See if you can get the okay from higher-ups to allow a mask-designing contest, where your resident artists, comedians, or fashion designers can create a mask that’s fun, fabulous, fits with the culture, or all three. This creates a shared, collaborative experience that reminds everyone, “We’re in this together.”

Create Your New Normal

The status quo has already been disrupted, so now is the PERFECT time to disrupt YOUR status quo too.

“Crazy times we’re living in.”

At any point in human history, people have uttered those words, but now, that statement seems more real than ever. As news reports continue to pile on the negativity, managers demand increased production from their people, and everyone else has to figure out how to work within the new normal presented by the coronavirus, I have some good news:
This is going to make the world a better place.
More specifically:
This is going to make your world a better place.

Though it may not seem like it at the moment, it’s how we deal with the uncertainty of a crisis like this that defines who we are and what we can accomplish.
During a life-disrupting event such as this, we need each other more than ever. Now is the time to connect with that difficult coworker and offer assistance or support if he or she needs it. Now is the time to reach out to your employees to see if they have any ideas to improve the quality of their work and the quality of the culture in the workplace. Now is the time to reach out to your customers, clients, and communities to learn how you can offer your services to ease some of the burden on their everyday lives. Now is the time to have that conversation with your spouse, children, parents, or friends telling them that you care about them, sharing your gratitude with them, or simply letting them know that you’re there.

Though the media is promoting social distancing, the last thing we can afford to be is socially distant from others. Sure, keep physically distant where you can, but remember that what you do matters in the lives of others.
In a time like this, sometimes remembering that is exactly what you need to put a smile on your face, and more importantly, on the face of someone else.
Though we don’t have control over what’s going on in the world, we do have control over how we respond. Let’s use this as an opportunity to create a new and improved normal; a normal that is more human and less transactional.
A normal where we collaborate to create a better world, better communities, and better workplaces.
This disruption of the status quo is an opportunity for each of us to disrupt our own status quo with something new and positive.
What’s one thing you can do today?

Coping With Quarantine: Be Happy Now

Being stuck inside during this quarantine has been trying on my patience because I’m so used to getting out and working at the restaurant, speaking, and doing comedy, I’m ready to pull out the few hairs I have left on my head… but I’m not going to do that – it’s going to be awhile before I can get a haircut.

Being cooped up at home, I decided, “Why not do something to help others who are cooped up?” so I decided to go through some old notebooks and I found notes from the book The Happiness Advantage by Shawn Achor. It’s an easy and interesting read about positive psychology – the science of happiness – and it’s the book that got me interested in becoming a speaker in the first place. (For a general idea of the topic of the book, check out Achor’s 12-minute TED Talk here: https://www.youtube.com/watch?v=GXy__kBVq1M)

The book begins by talking about how most people follow a formula that we learn when we’re kids, and we keep learning it in school, the media, and our workplaces.

That formula: if we work hard, we’ll become successful, and when we become successful, then we can be happy.

This formula is broken.

If you say, “If I’m successful, then I’ll be happy,” that keeps pushing our happiness further and further out when happiness and optimism actually fuel our performance and achievement. Think about it: do you do better when you’re feeling good, or when you’re stressed out, pissed off, or have coronavirus?

The formula we’re conditioned to believe is actually backwards because, it turns out, it’s happiness that leads to success. If we keep telling ourselves “I’ll be happy when…” then our happiness will always lie in the future because our brains only understand right now, which is why it’s so important to ask ourselves, “How can I be happy now?”

When I first read this, it blew my mind because it made too much sense.

What is positive psychology?

Positive psychology breaks from traditional psychology’s focus on what makes people unhappy and returning them to “normal,” while positive psychology focuses on what makes people thrive and excel. Achor refers to this as “escaping the cult of the average” because typical psychology sees average as the goal for those who fall below that curve instead of looking at those above the curve and asking:

  • “How can we raise the average?”
  • “What makes those above the average so happy and how can more people achieve    that?”
  • “How do their brains work? How do they talk to themselves?”

This spoke to me, man.

Okay, so what are the benefits?

In one study, doctors that were put in a positive mood before making a diagnosis showed almost three times more intelligence and almost three times more creativity than doctors in a neutral state. The positive doctors even made accurate diagnoses 19% faster. Who needs coronavirus tests when you have happy doctors?

Optimistic salespeople outsell their pessimistic counterparts by 56% – that’s pretty good.

Our brains are hardwired to perform at their best when they’re positive, and that’s because of the dopamine, serotonin, oxytocin, and endorphins that counteract the cortisol (the stress chemical) that limits our perspective.

The moral of the story

“Once I get out of the house, I’ll be happy.”

“When I get back to work, I’ll be happy.”

Cool, but right now, you’re not out of the house. You’re not working. Saying the above is going to make this quarantine feel like forever. Instead, move that happiness into the present and start looking for even just one thing that makes you happy right now. For example, I have food in my refrigerator, I’m grateful for that, and that gratitude makes me feel good. Saying, “I’ll be happy when…” is like saying, “I’ll be full once I eat,” when you have food right in front of you.

Take a few minutes a day and make a list of things that make you happy, so that when you do get back to work, you’ve got a mental edge and you can help bring others into that frame of mind.

Choose to be happy NOW, so start by finding things that make you happy NOW.

Comment, reach out if you have questions, and share with people you think may benefit from a happiness injection.

When It Comes to Work, Act Like a Kid

Many of my posts begin with anecdotes about how I once was reprimanded for “acting out.” Admittedly, it’s a great starting point because through this discipline, I realized many of the absurd, stuffy, and unnatural standards humans are meant to abide by. Society states that we must behave a certain way, or else we’ll be treated differently, and God forbid we let down other people’s expectations of us (insert eye roll emoji). Remember being told to “ACT YOUR AGE” as a kid? What I wouldn’t give up to be told to “ACT LIKE A KID” again. Why? Human beings have an innate desire to explore, try new things, and make discoveries, and there is no better time in our lives to do this than when we’re children. Our curiosity peaks when we’re young because the older we get, the more we are told by adults to “stop acting so childish.” The unintended result of this is that we lose our biological desire to explore for fear of consequence. This creates a pattern of stagnation that stifles our childlike wonder to a place that makes us uncomfortable with new ideas.

Regaining this quality is vital in the workplace today. With so many jobs being outsourced to machines, simply working to color inside the lines and meet quotas is becoming an outdated way to work. Modern companies need their teams to think outside of the box, but our childhood conditioning taps us on the shoulder to tell us not to rock the boat for fear of consequence, and too many people listen.

It’s up to you to make the conscious decision to revisit what makes you human. There’s a reason when you would fall as a kid, you would get back up and get right back to what you were doing – it’s our natural instinct. Now, with fear of failure instilled into our psyches by our parents, teachers, and bosses, we’re far less likely to try that new way of doing things that may be the solution to whatever challenges we’re facing. One strategy I use as a comedian to add depth to a joke is to ask myself:

  • “What would a child think about this?”
  • “What would a child do in this situation?”

I’m not advocating you act with reckless abandon and use the airplane seat in front of you as a punching bag, but I am advocating you:

  • Try one new way of doing a rote task at work this week
  • If it doesn’t work, take stock of what worked and what didn’t
  • Adapt your gameplan
  • Try the updated way of doing things

In hindsight, one of the worst things you can do is “act your age.” Because deep down, no matter how old you are, you are a child that needs to explore your world and find new ways to do things that are exciting, interesting, and fun. How can you use this natural curiosity to make your workday better?

 

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.