Micromanaging? That’s SOOOOO Industrial Revolution

When I step outside in my Victorian era tailcoat, vest, and top hat, I tend to get some concerned looks, but it’s when I take a leisurely ride through the park on my comically lopsided penny-farthing that I end up on a lot of Instagram stories. Why?

I look like an idiot.

If my roommates’ parents were to take a steam-powered locomotive from San Francisco to visit Cleveland, I’d be perplexed. Doing that instead of taking a plane would be like Frodo taking the One Ring to Mordor on foot… rather than just using GIANT EAGLES. Seriously – Gandalf had giant freaking eagles at his disposal. The quest to save Middle Earth from destruction could’ve been over in days!!! Why would you take such an outdated, antiquated method of transportation when there are GIANTE FREAKING EAGLES called AIRPLANES!? You could even take Amtrak, make a stop at every single goddamned town, and still be more efficient in your travel.

It doesn’t make sense to rely on 19th century practices when there are so many better ways to do things, does it? So why do many of today’s creatively stifling management practices run on 19thcentury thinking?

With the dawn of factory work, companies relied on measurement and monitoring in order to control thousands of workers. According to the book Alive at Work: The Neuroscience of Helping Your People Love What They Do, managers created policies that stifled employees’ natural desires to explore and try new things so that they would focus on narrow tasks. This system was crucial to production and reliability, but it hampered self-expression, the ability to experiment and learn, and withered away their connection to the final product, thus eliminating meaning and engagement from work.

Now, we live in a world that’s evolving at an unprecedented rate where thinking outside of the box, taking risks, and innovation are key qualities that employees need… but the old industrial management practices are still entrenched in most workplaces.

Employees are unable to leverage their unique skills. They’re shoehorned into a system that creates stress, fear, and encourages office politics so that there are constant missed opportunities for collaboration, breakdowns in communication, and a rampant lack of meaning.

The Industrial Revolution discovered new ways to innovate technology so that people could work more efficiently, but if factories were still relying on the same machinery from 150 years ago, they’d actually be hurting their efficiency.

Most workplaces are still relying on the same management practices from 150 years ago, yet little effort has been made to change this entrenched system. Time continues to pass and we’re heading into a new, automation revolution. IT’S TIME FOR CHANGE!

There are workplaces out there that engage their people in ways that gives them the freedom to explore, take risks, make mistakes, and learn from those mistakes. This makes their teams much more innovative and their people much more fulfilled by their work, thus creating the production that Victorian era managers were looking for without the sacrifices to their employees’ humanity. These workplaces, however, are few and far between…

If advancing our technology allowed mankind to take such a giant leap forward during the Industrial Revolution, imagine how big of a leap mankind would take by advancing how we treat other people – you know, the ones who use and innovate the technology. Giving humans the opportunity to take advantage of the biological need to explore our creativity at work is our GIANT FREAKING EAGLE; let’s work together and USE IT!

Think About It:

Do you work better when you’re free to be creative or when you’re micromanaged and every part of your work is monitored?

Think of a time you were able to think outside of the box on a project: how did it engage you? How did it make you feel? Were you able to come up with solution ideas more quickly?

If you’re a leader, how can you communicate to your people that it’s okay to stretch themselves creatively and take risks? If you had just a little more creative freedom with your work, what would you do differently?

How can you spread this shift in workplace thinking at your job?

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Conduct Your Life With Exuberance

Imagine being 80 years old with more energy and life than you had in your 40s, 30s, and even your 20s…

Seem impossible? Meet Benjamin Zander, the musical director of the Boston Philharmonic Orchestra and the Boston Philharmonic Youth Orchestra, who will have you second-guessing your perception of age and energy from the moment you meet him. At the end of April, I will be hosting the Akron Symphony Orchestra’s annual charity gala, and one of the auction prizes is a visit to Zander’s home in Cambridge, a trip up the Charles River in his pontoon boat, and VIP treatment at a Boston Philharmonic concert. Since I was already in Boston to perform comedy, I decided to reach out to see if I could arrange a meeting.

The moment he swung open his front door, I knew I was in for a treat: “THERE YOU ARE!” he exclaimed in his sing-song British accent, arms joyously in the air as he wrapped me in a warm embrace. It was as though he was reuniting with a long-lost friend, and I went from being nervous to meet the world-renowned conductor, to feeling like we had known each other for years.

As we spoke with one another, his eyes sparkled, reminiscent of Sir Ian McKellen’s as Gandalf at the beginning of The Lord of the Rings, and he smiled from ear-to-ear and nodded along as he listened to me talk about why I’m passionate about bringing more laughter to the world. Unsurprisingly, he shared my value of humor as he spoke about the fun he and his musicians have during orchestra rehearsals.

“Having fun at rehearsals is so important, even though the symphony is supposed to be serious,” he shared. “The world is much better off with more laughter.”

Though I only spent about ten minutes with the incredibly busy conductor, it felt as though time stood still, and we connected on much a deeper level. The zeal with which he approaches others is evident in his TED Talk, which I HIGHLY recommend watching – even if you’re not into classical music – because his message transcends music:

“I have a definition of success. For me, it’s very simple – it’s not about wealth, fame, and power – it’s about how many shining eyes I have around me… It really makes a difference what we say – the words that come out of our mouth.”

He goes on to quote an Auschwitz survivor:

“I will never say anything that couldn’t stand as the last thing I ever say.” 

When I reach 80, I can only hope to have half of the spirit that Zander has, but he left me with powerful questions to ask myself: do you leave people with shining eyes? Are they happier and filled with more energy that they were when you met them? How can you leave every interaction inspiring others to live with energy and exuberance?

Ask yourself these questions every day and find that life becomes a little happier, more exciting, and  more fulfilling.

Check out Benjamin Zander’s TED Talk here: https://www.ted.com/talks/benjamin_zander_on_music_and_passion#t-1197578

Check out The Art of Possibility, the transformative book he wrote with his wife: https://www.amazon.com/Art-Possibility-Transforming-Professional-Personal/dp/0142001104/ref=sr_1_1?keywords=the+art+of+possibility&qid=1555090828&s=gateway&sr=8-1

Engage Your Creativity: Change Your Scenery

Ah… Portland, Maine: the Portland of the northeast.

This is my second time visiting this eclectic city bursting with personality – even on the grayest, snowiest days. Looking at the overcast skies and slush-soaked streets, you wouldn’t think there would be an explosion of ideas going on in my brain. But alas, I’m writing this right now because I can’t stop my brain from spitting out new ideas and I need an outlet for them. Every time I travel, I’m overwhelmed with new ideas, new spins on old ideas, and most importantly, I leave writer’s block in the dust. Why is this?

It turns out, working in a new setting can engage our creativity in ways that racking our brains for ideas inside the same four walls can’t possibly hope to achieve.

Here are two key benefits to working in new locations:

Open-mindedness: Working in the same environment means stronger connection to previous ideas, rather than open-mindedness to new ones.

New connections: You may see something that inspires an unrelated connection to an old idea or project that ignites the spark of creativity you’ve been looking for.

“Foreign experiences increase both cognitive flexibility (the mind’s ability to jump between different ideas) and depth and integrativeness of thought; the ability to make deep connections between disparate forms,” says Adam Galinsky, a professor at Columbia Business School. – https://www.theatlantic.com/health/archive/2015/03/for-a-more-creative-brain-travel/388135/

Exposure to different environments actually changes the neural pathways in your brain. This means that exploring new places can boost your ability to leap between diverse ideas and make richer mental connections between ideas. https://blog.join.me/change-scenery-can-spark-creativity/

You don’t need to drive 600 miles to get a fresh perspective, simply leave your usual workspace and head to a new coffee shop, park, or someone else’s house (particularly a stranger’s that you’ve broken into. Try on their clothes and glue pictures of your face onto their family photos and get out before they get home for EXTRA creativity),* and get to work!

Where’s somewhere new you can work on that project you’ve been struggling creatively with to engage your brain’s creativity?

 

 

 

 

*Please don’t actually do this

 

How a Workplace Taboo Can Increase Employee Engagement and Productivity

“This is not the time nor the place to laugh.” “Why are you laughing when you should be working?” “Work is work. You’ll have time to play when you’re done.”

These should sound familiar to many of us, especially coming from the mouths of our managers and executives as a hearty guffaw is stifled before it can breathe life into the otherwise routine, stressful, and mundane workday.

Comedy and productivity are two things you probably don’t associate with one another, but believe it or not, the evidence is overwhelming:

Comedy (humor, to be more precise) in the workplace increases productivity, counteracts stress, builds trust, strengthens relationships, improves performance, builds leadership skills, engages employees, reduces sick days, enhances learning and memory, provides needed perspective in the face of failure, opens lines of communication, attracts great people, drives creativity, strengthens confidence, and transforms workplace culture into one centered around the well-being of others, making work meaningful, and a breeding ground for happiness.

So sure, make your work environment “humor free,” but eliminating light-heartedness from work is no laughing matter.

We have been entrenched in a culture of work focused on appeasing shareholders, reaching quotas, and meeting deadlines for as long as the humans on this planet have been alive – and even longer than that – so the “work-is-work” mentality is ingrained in our DNA. It’s no wonder a majority of workplaces don’t place very high value on the power of laughter – they have no idea of the benefits. It’s not like we learn about the numerous benefits of humor in the workplace, in college, or even at work trainings, so what I’m writing here might be news to you.

And that’s okay… but now, it’s time to do something.

Now, we’re entering an age where information is readily available at the click of a button, and study after study, poll after poll, and case after case show that positive laughter in the workplace is transformative. Now, we can find companies who have instituted humor programs, see the positive results, and figure out what works for our company. Now, we can finally feel great about letting loose and laughing a little, because even though our bosses don’t seem to value humor at work… well actually… they do:

  • A survey of 730 CEOs by Hodge Cronin and Associates found that 98% would rather hire someone with a good sense of humor than someone with a more serious demeanor.
  • 91% of executives in a Robert Hath International survey agreed that humor is important for career advancement, while 84% believe that people with a good sense of humor do a better job than their counterparts.

There are far too many positive side effects to continue to list, so I’ll let the following articles, books, and studies do the talking.

https://hbr.org/2018/11/the-benefits-of-laughing-in-the-office

https://hbr.org/2014/05/leading-with-humor

https://wol.iza.org/articles/are-happy-workers-more-productive/long

http://mentalfloss.com/article/564511/laughter-at-work-can-boost-productivity

https://www.marketwatch.com/story/laughing-at-work-can-actually-make-people-take-your-career-more-seriously-2018-11-20

http://www.hbs.edu/faculty/Publication%20Files/Bitterly%20Brooks%20Schweitzer%20JPSP%202016_54efbab5-2561-4408-b008-38d958e0ad50.pdf

http://apps.prsa.org/Intelligence/Tactics/Articles/view/11933/1143/Play_at_Work_Increasing_Communication_and_Producti#.XKG6dutKjOS

Improv:http://time.com/4357241/improv-lessons-success/

TED Talk: https://www.youtube.com/watch?v=6iFCm5ZokBI

Ha! The Science of When We Laugh and Why – Scott Weems

The Humor Advantage: Why Some Businesses Are Laughing All the Way To the Bank – Michael Kerr

Work Rules!: Insights From Inside Google That Will Transform How You Live and Lead – Laszlo Bock

What are some ways you can infuse humor into your work?

Work isn’t the time or place to laugh, eh? Knowing what we know now, that’s damn funny.

Vote for the Person, Not the Party

“You have to vote Republican, David.”
“How could you vote for any Republicans?”

These were two messages I’ve received this week from two people I care deeply about when politics came up in our conversations. Neither of them could understand why I wasn’t voting along party lines – something I used to do when I first started voting. Through extensive research and experience, I’ve learned that my beliefs do not adhere to strict party lines. My ideologies lie within both parties because they are founded on basic tenets of human behavior, not politics. When I chose to major in political science, I thought I wanted to eventually run for office in order to make the world a better place, but what I really learned was that politics was about winning, not making others better.
This shook my foundation, and I realized that to make the world a better place, we must work together to promote ideologies beyond politics – ideologies that are human.

These are the ideologies that will make people, and the world as a whole, a better place. However, political affiliation has clouded our vision, and we get into arguments over who is right and who is wrong, completely ignoring the fact that we both want to live in the same world. Every human being, regardless of ideology wants to live a life of happiness, autonomy, safety, abundance, accomplishment, meaning, love, trust, connection, and engagement, but each of us has our own methodology and beliefs of how to create this life. Focusing on this, rather than what we want, is what divides us, and the current political climate and constant onslaught of propaganda is widening that division.

I’m not writing this to change your mind or to tell you who to vote for, I’m writing this to inform you of the human qualities that have and will create a world, country, and community filled with happiness, autonomy, safety, abundance, accomplishment, meaning, love, trust, connection, and engagement. Ask yourself, not if the person you’re voting for is Republican or Democrat, but if they exhibit the following, which transcend political ideology:

· Vision: Is there a goal? Is their focus on creating a world of the above qualities? Or are they focused on simply defeating the opponent?
· Openness: Do they consider the perspectives and well-being of others who are unlike them? Or do they belittle and ignore these perspectives because it doesn’t fit their ideology? Do they surround themselves with the best people or do they foster a culture of groupthink by surrounding themselves with yes-men and ass-kissers?
· Accountability: Do they have a history of owning their mistakes and shortcomings? Or do they place blame on others, events, and the political climate?
· Growth: When they make mistakes, do they consistently take new actions that prove that they’ve learned? Or do they continually make the same mistakes over and over?
· Innovation: Do they have new ideas and take risks with an eye toward making the world a better place? Or do they stick to the safe confines of the status quo, so as not to rock the boat?
· Optimism: When confronted with a problem, do they see it as a challenge to learn to be better? Do they see it as a necessary part of making the world a better place? Or do they see it as an obstacle that should be eliminated?
· Leadership: Are they focused on making other people better, inspiring a culture of trust and togetherness, taking ownership of defeats, and giving credit to others in the face of victory? Or are they more concerned with boosting themselves, spreading a culture of division and mistrust, spreading blame in the face of defeat, and taking credit for victories?
· Service: Is their focus on building up other people and inspiring the importance of better service and being able to serve more people? Or are they concerned with building a bigger name for themselves and spreading the emphasis of making more money over serving others?
· Connection: Are they willing to bridge the gap with others who are resistant to them and overcome differences through a focus on common goals? Do they see the individual behind political affiliation, gender, race, religion, and economic standing? Do they see other people for their potential? Do they encourage others to unite when their differences come into play? Or are they resistant to differences, focusing on what they don’t have in common with others? Do they see other people as stereotypes instead of as individuals? Do they see people for their problems and shortcomings? Do they set people against one another?
· Integrity: Do they have a history of following through with promises and owning up when they are unable to? Or do they avoid questions, skirting blame in order to take less of a hit on their character?
· Honesty: Do they tell the truth and create a culture of trust founded on reality? Or do they try to make themselves seem bigger and better, creating a culture of mistrust not founded on reality?

I am not voting for a political party this election, I’m voting for the human qualities in which I believe. If you want to create a better world, I strongly encourage you to do the same. Sure, each candidate is flawed, but if we focus on these flaws, it will be incredibly difficult to create the world we all want. Take the time to learn about each candidate, and vote for whichever person exhibits the above qualities, but also remember to exhibit these qualities in your everyday life too. Don’t leave it up to the politicians to create a better world when you have the power to make your own world better and inspire those around you to do the same.

Gun Violence and the Solution That’s Right Under Our Noses

Last month, President Donald Trump and Secretary of Education Betsy DeVos hosted a roundtable discussion where they invited victims of school shootings to the White House to discuss their experiences and ideas for solutions. Regardless of your position on the president and Mrs. DeVos, this was a welcomed development in the debate over gun violence. Instead of debating, arguing, and the typical candor between politicians, real people came together to share solution ideas for a problem that has divided us for years. Not one to watch the news (or what I call “the noise” because I’m just so damn clever), I was transfixed. In a culture where we’re focused on who’s right vs. who’s wrong rather than “How can we come together to create a solution?” for once those in attendance had a common goal: create a culture of safety. Not five minutes after the meeting ended, came the hot takes from pundits and social media accounts focused again on who was right and who was wrong, why the president is an asshat, and his meeting notes, including a reminder to “hear” those voicing their concerns. We were right back to focusing on problems instead of creating solutions. In all this noise, we missed out on the solution to the problem that was offered during the meeting that doesn’t just take care of the symptoms like mental health reform, banning certain guns, or arming teachers: a cultural shift focused on how we see one another.
During this meeting, one person really stood out to me: Darrel Scott, father of Rachel Scott, who was killed in the 4/20/97 shooting at Columbine High School. This was the school shooting that brought the topic of gun violence into the national spotlight almost 21 years ago, and still, few solutions have been reached. In fact, mass shootings have only intensified, because in these twenty-plus years, Columbine has dropped out of the top 10 list for deadliest shootings (um… yay?). It’s time for new ideas, because the ideas we’ve been working with for over two decades are clearly not doing the trick. What Scott said struck a chord with me since I study and share how to create positive workplace cultures for a living. Scott has a brief opportunity to get to the core of, not only the issue of gun violence, but the issues of violence in general and the underlying lack of happiness plaguing the country. Scott isn’t just talking about it a solution, he’s actively doing something to fix the deeply rooted cause of violent behavior: a lack of human connection.
Since his daughter lost her life, Scott has founded Rachel’s Challenge,* a nonprofit on a mission to create a positive climate focused on making schools safer, more connected places where bullying and violence are replaced with kindness and respect. According to Scott, the program has touched 28 million students since its founding in 1998, has prevented 7 school shootings, prevents an average of 150 suicides a year, and has seen improvements in the schools with whom they have partnered. According to the website, this includes gains in community engagement, faculty/student relationships, leadership potential, and school climate, as well as reductions in bullying, alcohol, tobacco, and drug use. While debates rage on over whether to arm teachers, ban automatic weapons, or apply stricter background checks when purchasing a firearm, Scott, a private citizen just like me and you, free from the entanglements of bureaucracy and politics, is, putting it bluntly, getting shit done.
Scott’s solution: “We must create a culture of connectedness. We must create a culture in which our classmates become our friends.” He goes on to explain how he has seen students connect with one another and makes a fascinating point: “Every single one of these school shootings have been from young men who are disconnected.”**
In his book, Flourish: positive psychologist Martin Seligman lists positive relationships as one of the five elements of human well-being.***

“Selfish-gene theory argues that the individual is the sole unit of natural selection. Evidence shows that the group is a primary unit of natural selection.”

Sure, I have read books in the field of positive psychology that re-affirm this, but it’s through my research in other fields like leadership, history, and, yes, even improvisation that have led me to go as far as to say that a lack of human connectedness is the causation of aggression, violence, and discrimination.
From Simon Sinek in his book Leaders Eat Last:

“When we cooperate or look out for others, serotonin and oxytocin reward us with the feelings of security, fulfillment, belonging, trust, and camaraderie.”

Humans are wired to get along, but we’re conditioned to covet personal gain, which goes against this biology, and costs us opportunities to make connections, become happier, and grow exponentially. In his book Sapiens: A Brief History of Humankind, historian Yuval Noah Harrari wrote:

“Evolution favors those capable of forming strong social ties. In addition, since humans are born underdeveloped, they can be educated and socialized far greater than any other animals.”

To solve the problem of gun violence, we must create a culture focused on humans connecting with one another in order to make each other better and to make the world a better place, which is what Darrel Scott and his wife are doing with Rachel’s Challenge. I believe that the long-term solution is an overhaul of the education system where the goal is for students to learn to connect with one another and work together, rather than work separately for individual accomplishment. Until then, each of us can play a small role on creating a culture of connectedness in our own lives and circles. Though each of us as individuals has a small voice, we have an opportunity to come together and connect as a cacophony of voices on a quest to create safety, happiness, and love. It is in the pursuit of creating something we all believe in that can connect us, rather than arguing over who is right or who is wrong, which denies us the chance to create connection.
Darrel Scott is just one voice who has brought together a chorus of many voices to make a difference and bring us closer to a more human culture:
“The focus must not be just on unity or diversity, because if you focus too much on diversity, you create division. If you focus too much on unity, you’ll create compromise. But if you focus on relatedness and how you can relate with one another, then you can celebrate the diversity and you can see the unity take place. The focus really needs to be on how we can connect. That’s something our organizations have learned: how to connect students with each other, with themselves, with their teachers, and with their parents.”

Imagine the freedom of walking the streets without the fear of violence – with a feeling of confidence that every person you pass has your best interests at heart. We have the choice to focus on how this isn’t possible, which is what has been happening, or we can shift our focus onto how we can come together and create this culture. One thing you can do today is not to debate, but to listen to the ideas of others and remember that no matter who we are, we all want to feel safe and loved. How can you help make this happen and connect with others today?

“The most important decision we make is whether we believe in a friendly or hostile universe.” – Albert Einstein
“The real voyage of discovery consists not in seeking new lands, but in looking with new eyes.” – Marcel Proust
*Darrel Scott speaks at about 33:50 in this video:
https://www.denverpost.com/2018/02/21/darrell-scott-columbine-shooting-donald-trump/
** Learn more about Rachel’s Challenge and how a culture of connectedness is helping students all over the country build relationships with classmates, parents, teachers, and themselves.
***The other four are positive emotion, engagement, meaning, and accomplishment.

Feedback? More Like Needback

Do you want to get better at what you do?

Of course you do!

We’re all wired to want to be better, but sometimes it’s hard to see beyond our current situations.

“I’m good where I am.”

“I’m fine doing this the way I have been.”

“I’m so friggin good, I can’t get any better.”

Oh, honey…

Listen, we’re all biased. We don’t always mean to be, but it can be difficult to get a different perspective on ourselves when we spend 24/7 looking through our own eyes. To get better, however, that new perspective is necessary… Maybe a few new perspectives.

When I write a script, I never submit it without asking someone else for their opinion on how I can make it better. This is the first time that person is seeing this script I’ve read over and over for the last week, so chances are, they’re going to see it differently.

That’s the key benefit of asking for feedback.

A common misconception of receiving feedback is that you have to do what the other person suggests. If multiple people who aren’t in contact with each other have the same ideas, that’s definitely a sign you should do something, but if one person says, “Cut this line,” I always make sure to take a step back and ask myself:

“Is keeping this line making my script better?”

“Is it true to the character?”

“Does it advance the action or positively contribute to a joke?”

Whether I choose to keep the line or not, I was able to see the script through new eyes, explore new possibilities, and build my self-awareness, which are all necessary steps to create personal growth.

No matter what you’re working on and no matter what the person offering feedback says, he or she has provided you with a new vantage point and, from there, you can access a new level of self-awareness.* You now have new options and can decide whether to get other opinions, use the feedback, or ignore the feedback, but either way, be grateful to the other person for helping you glimpse a fresh perspective and contribute to your growth.

*Although if they call you an asshole and to never talk again, you may want to reconsider who you get your feedback from.

The Problem With Problems is the Problem

What’s 9+8?

This is a problem. In order to come up with a solution, we have to take the three components of the problem (the 9, the 8, and the +) and combine them in such a way that we discover the solution. Whether you use traditional arithmetic, Common Core (if that’s your thing), or some method involving stones, what matters is that you arrive at the solution.

Great! …but what’s the point?

I’m so glad you asked!

The point is that we didn’t spend time arguing over whether or not 9 and 8 were a good match and could be added together. We didn’t waste energy debating whether the plus sign was meant to be a symbol for ‘and’ or if it was meant to be a division sign. We didn’t turn the opportunity into a challenge over whether the government is being paid under the table by lobbyists to use the numbers 9 or 8 more frequently in math problems. We simply saw there was a problem and used our own individual methods for getting to the solution.

When we focus on solutions, we aren’t wasting precious time and energy focusing on what’s wrong, why it’s wrong, or how the other person’s method is wrong. We want to come to a solution, so that’s what what we focus our energy on in order to get what we want and move on to the next problem and find a solution for that.

What’s the Metaphor Phor For?

The problem: climate change

The solution: a clean environment with more efficient technology that makes our lives easier, healthier, and creates a positive economic impact

The problem: discrimination

The solution: a culture where people are genuinely interested in understanding those who are different; where acceptance, empathy, and a “help one another” mentality are the norm

The problem: a historically low number of people are happy or engaged by their work

The solution: hire David Horning to speak at your next conference, seminar, or meeting

Kidding.

The solution: a society where people are as excited about going to work as they are about drinking bloody marys with friends at Saturday brunch.

We could sit here and debate about our problems for hours, or we can choose to focus on what we want: solutions. Either way, we’re expending the same amount of energy, so wouldn’t it make more sense to focus that on what we want, rather then what we don’t? Instead of continually asking distracting questions like, “What’s wrong? Why is it wrong? Who’s to blame for it being wrong?” let’s start asking a question that shifts our focus toward creating solutions: “What do we want and what can we do to create it?”

Oh, yeah… the answer is 17.

What’s Your Work Experience?

When you’re filling out a job application or updating your resumé, this is a question you have to consider. Your response is probably a list of previous jobs and brief descriptions that you think make you sound way better than how you would describe those jobs to a friend. Great. Now your prospective employer knows the version of your story you want them to know:

  • Provided quality customer service to customers
  • Accurately calculated ROIs for new company initiatives
  • Efficiently mopped

Looking back, however, what’s more important is your real work experience, or your experience of work. Think of the last job you had, what was your experience? Was it focused on making money to provide for yourself and your family? Was it centered around meeting and working with cool people? Were you there to give back to the community or fulfill a passion? Was it a positive, negative, or just “eh” experience? Was it filled with stress, dealing with impossibly difficult people, and a lack of motivation? Or was it enjoyable, filled with supportive people, and an inspiring, engaging environment? When we think of an experience, we think of something that happens to us or around us, when in reality, our experience is something we create for ourselves based on our perspective. If you work for an accounting firm because of the benefits, you’re going to have a different work experience than you would if you were there because you cared about your coworkers. Ask yourself, “What experience did I create for myself and others at work?” Then ask “How can I improve my current work experience, not only for myself, but for those around me too?”

One of my first days working at a restaurant in Cleveland, one of the people training me told me, “This place is bullshit. Get out while you can.” He was fired not too long after this and, according to him, the reason he was fired was, unsurprisingly, “some bullshit.” I have now worked there for over two years, but I know that if I were to spend it looking for “bullshit,” I’d find it and not enjoy the job like I have. Instead, I focus on providing guests and coworkers a fun, memorable experience by making my positive experience contagious. Though it isn’t my dream job, I have enjoyed every minute of it, all because of my conscious choice to mold my experience to make me and those around me better.

How can two people work at the same place and have two completely different experiences?

Imagine you’re a camera operator at a basketball game. You’re positioned along the baseline under the basket. On the opposite end of the court, a foul is called, resulting in boos from the home crowd and protests from the players. The TV broadcast then cuts to an instant replay from your camera’s angle to see what exactly happened, but because of where you were positioned, you didn’t get a clear shot of the incidental contact between players. However when the broadcast switches to another camera angle closer to the action, the foul becomes evident. Both cameras witnessed the same play, but each captured a different story.

The work experience you create is determined by what you choose to see. If you choose to see the “bullshit,” then it’s going to be tough to create a positive experience for yourself and the people you work with. If your focus is on creating a positive, rewarding experience, the “bullshit” will be harder to come by. What work experience did you create at your past jobs? What work experience are you creating for yourself at your current job? What kind of experience do you want to have? What can you do to change your experience into one that is enjoyable and fulfilling, but also supportive of those around you? Your call to action today is to assess your perspective of work, decide what type of experience you’d like to have, and take one step toward creating that experience for yourself.

Your experience depends on your camera angle, which determines your subsequent action, creating your result. I can’t imagine you wanting to be surrounded by “bullshit,” so create your work experience the way you want. The better your experience, the better the experience for those around you, and the better you perform.

5 Simple Steps to Show Your Team You’re on Their Side

Have you ever watched an episode of a soap opera, then, a few years later, tune into the same soap opera to find former friends as bitter enemies, former enemies as close allies, and former actors replaced with someone bolder and more beautiful? So goes the way of the soap opera. I suppose if you were to write an hour-long TV show that airs five days a week, you’d need to have your characters stab each other in the back, break alliances, and form new ones in order to keep things fresh. In the real world, however, if you want to be productive and keep your company on the air for over twenty years, backstabbing, withholding vital information, and working solely for personal gain isn’t going to do the trick. It doesn’t matter if you work at General Hospital or you’re located in Dallas, Knot’s Landing, or your zip code is 90210, a toxic culture will ensure turnover, decreased productivity, and a lack of passion. Whether you’re the CEO, HR director, or an accountant, if you consistently demonstrate that you’re willing to go out of your way to support your team, it will build their confidence, eagerness to produce, and inspire them to support those around them as well. If your workplace has developed a culture of support, your team can focus on what’s important, rather than be distracted by the ill intentions of others, and you increase your chances of success. Since we only have one life to live, we might as well live it to the fullest and transform work into something that excites us, so here are five simple ways to to demonstrate to your team that you’re there for them:

1. Create connections

You should probably see other people…
If there’s someone you work with who you aren’t very familiar with, make it a goal to learn five things about that person. Even better, take the time to learn about those who you don’t exactly see eye-to-eye with. Do they have kids? Pets? What are their names? What kind of things do they do together? What sort of hobbies do they have? What’s the coolest thing they’ve ever done? Learning about your coworkers will transform them from just another colleague to a real human with needs, desires, and passions. When you build a rapport with another person, it will be easier for you to take a step back and see yourself in them (but with different kids, experiences, and needs) through their humanity the next time you disagree on something. It also gives you a repertoire of conversation topics if you happen to get stuck on an elevator together.

2. Get excited about going the extra mile

You’re slogging through a looooong stressful day and the clock seems to be going backwards when suddenly, Janet from accounting knocks at your door and hands you a cup of coffee without you even asking. Even if you don’t drink coffee, this small action offers you a split second opportunity to reframe and refresh your situation because it communicates that someone cares about you. If you’re going out to pick up lunch, ask people if they would like anything. When you’re walking across the office to make copies, see if those around you need anything copied too. Distribute foot massages without expectation of reciprocation. Okay, maybe check with people before you crawl under their desks and start to remove their shoes, but the spirit of caring remains the same and can build goodwill between team members.

3. Smile

If someone had a rough morning with kids who don’t want to go to school, an argumentative spouse, or a coworker who doesn’t understand that “I don’t want a foot massage” means they actually don’t want a foot massage, a smile can go a long way. Simply making eye contact and sharing a genuine smile as you pass someone in the hallway can break up the snowball effect of a bad morning. Make it a habit to be happy to see everyone and others will be happy to see you.

4. Celebrate successes

Sure, it’s great to recognize the professional accomplishments of a team member, but to get the whole team invested in and excited for the successes of someone outside of work demonstrates that you care for their personal well-being too. Anyone can give a pat on the back for a job well done at the office, but to be interested in the success of someone outside of work bridges the gap between professional and personal relationships. It also gives them the internal inspiration to continue bettering themselves and to celebrate your personal successes too

5. Root for the home team

The people around us are the most important tool we have at our disposal. The beautiful thing about life is that we all have goals and, though some may be the same, we all have different reasons why we want to achieve these goals. A common misconception is that “there isn’t enough to go around,” however, this is blatantly false. We are wired to compete for resources so that we can survive to produce offspring and keep our species strong. The resource-abundant world in which we live has made this wiring obsolete, yet it still can rear its head and dominate our thinking: “He didn’t deserve that promotion, I did!” If, instead of competing for superiority, we worked together to make each other better, we would tap into a resource we don’t have at our disposal if we decide to fly solo: a supportive teammate. Focus on achieving your goal, but if the opportunity arises to share information, resources, or connections with others, don’t hesitate to do so. This has the potential to establish a supportive relationship that can flourish even more in the spirit of mutual growth. Disclaimer: be sure you aren’t working against yourself; the goal is to be constantly working to better yourself and those around you. In addition to being wired to compete, human beings are also wired to reciprocate; an evolutionary trait that won’t become outdated anytime soon. By shifting the focus away from being better than those around you, you can use that energy to focus on bettering yourself and those around you, a focus that can pay exponential dividends in the long run.