Same Old Same Old - Every Day

One of my favorite preachers is Mike Breaux, and he describes the “same old life” this way.

“You get up at the same old time, shut off the same old alarm clock, walk in the same old bathroom, look at the same old face in the same old mirror, get in the same old shower, dry off with the same old towel and put on the same old clothes.

Then you walk down to the same old kitchen, get out the same old bowl, pour the same old cereal and eat it with the same old spoon, drink the same old coffee, read the same old paper and kiss the same old wife. After that you get in the same old car, drive the same old way to the same old job, sit at the same old desk and laugh at the same old jokes the same old boss tells the same old way.

You clock out at the same old time, get back in the same old car, drive down the same old street, pull into the same old garage, hug the same old kids, walk back into the same old kitchen and sit down and eat that same old dinner.

Finally, you walk to the same old family room, sit in the same old recliner, watch that same old TV show, fall asleep in that same old chair, get up and go to the same old bed, ask that same old wife that same old question, get that same old answer, then roll over and set that same old alarm clock and get up the next morning and do the same old thing all over again.”

That story makes me laugh but also hits too close home. The “same old same old” mentality is driving me crazy, especially at the Y. We keep doing the same old programs the same old way expecting different results. Isn’t that the definition of insanity?

IBM once surveyed over 1500 CEOs. In the interviews, CEOs said that creativity was the leadership quality they valued most. Creativity offers new risks, new ideas, new ways of influencing and communicating. Creative leaders invite innovation and encourage others to move past outdated approaches and take balanced risks. They are open-minded in expanding their management and communication styles, particularly to engage with a new generation of employees, volunteers and members. 

The IBM study asks: 

• How will you develop the critical capabilities to enhance creativity among your leadership team?

• In what ways can you explore, reward and integrate diverse and unconventional thinking?

• What is your approach to challenge your current business model to get the most from currently untapped opportunities?

• How will you leverage new communication styles, technologies and tools, both to lead a new generation of talent and encourage breakthrough thinking?

After you read this, will you respond the same old way?

On Boarding for Staff

I think I found a new way to do the on boarding for new staff at the YMCA; I am going to give them a year of Netflix with the instructions to watch the entire series of The West Wing. My wife will say that my infatuation with the show is just a crazy desire to have everyone stand whenever I enter a room. There may be some truth to that because every time I enter a room I always say, “Stay seated” even though everyone is already seated and very few even acknowledge my presence.

It’s probably not a good idea to ask employees that already work long hours to use 150 plus hours of their free time to watch an old TV show. Maybe I could just give them a couple of episodes from each season to watch and then we could meet periodically and debrief over the lessons.

I’ve thought about just showing them special clips but I think the leadership lesson is understanding the characters. These characters exhibit a skill set of unbelievable work ethic, an impassioned belief in the mission of their work, and an unwavering loyalty to each other. The characters have wildly different personalities yet they blend this diversity of thought into debates and arguments that help bring about decisions that are timely and thoughtful. The debates show passion and when employees are passionate about their work, they are also productive.

While the work of the Y is not trying to change America, it is trying to change our community. Change is exhausting and the often thankless work demands that our staff teams be committed to the mission and to each other. I am not sure of the magic needed to create a team that trust each other, is honest with each other, and is accountable for incredibly high standards. That is exactly the kind of stuff that Patrick Lencioni, author and business guru, has been stating for years. I guess my idealistic hope is that in watching it modeled on a TV show, that somehow osmosis will create the same environment. Now how much is the monthly Netflix subscription? And it's leadership from The West Wing, not House of Cards.

5 Traits for Your Team From the West Wing

1.       Passionate about the Mission

2.       Open to creating relationships with their peers

3.       Strong work ethic

4.       Belief in team success over personal success

5.       Really good at their job