Status Quo Sucks

One of the better blog posts I’ve seen in awhile! Check it out!

Learning Rebels

Status Quo Sucks. So sayeth George Carlin.  And you know, he’s on to something.  I have yet to read about business success where the mission/value statement said something like “Keep Calm, Keep the Status Quo” or “Status Quo is the Backbone of Innovation”.  Nope.  Can you be successful and maintain the status quo?  For a period of time perhaps; Woolworth, Blockbuster, RIM, all giants in their time – but because of a shocking lack of foresight, because of a steadfastness to the status quo that was their business model…well, you know how the story ends (or in some cases, how the story is likely to end).

Change_TimeCompanies that bury their heads in the sand, thinking that innovation will not outrun them, is not a new story. I’m sure the buggy whip guy was a happy camper until that pesky automobile came out.  History repeats itself time and time again on this…

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2013 in review

Here’s an interesting (at least entertaining) perspective on my blog from last year.  Thanks to WordPress for creating this.  Enjoy (particularly the news that searches for “Hamsters” seemed relevant for driving traffic to my blog in 2013! 🙂

Here’s an excerpt:

The concert hall at the Sydney Opera House holds 2,700 people. This blog was viewed about 9,800 times in 2013. If it were a concert at Sydney Opera House, it would take about 4 sold-out performances for that many people to see it.

Click here to see the complete report.

Two Choices Every Team Must Make

Michele does a remarkable job here addressing the issue of team dynamics and dysfunction. Conflict is a part of every relationship and every team. But how we deal with it can either make or break us (individual AND as a team).

Michele Pepe

The choice is simple: Have a fifty conversations with other people about what is wrong on your team, or have two conversations with the actual team about what is wrong.

Which one do you choose?

Teams do this all the time. The team members have multiple conversations with people outside of their team about what is wrong, who is wrong, and what the other person(s) needs to do.

What teams rarely do is have constructive conversations with each other about what is wrong and they are willing to do about it.

This fall, I was working with a team that was having major interpersonal issues. Two people didn’t work well together. One person felt caught in the middle. Another tried to gloss over all the problems and pretend that they didn’t exist. The leader didn’t have a clue about what was going on. Meetings were tense, even hostile at times…

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Affecting Organizational Culture

Great ideas for boosting engagement, morale, and instilling a positive organizational culture. Nice job on this post, Mandy!

Oh, Mandy!

A Mandy Moment:

Some time ago, I worked at a fairly large call center. Inside the beautiful glass building, up the elevator and into the call center’s main floor, I would enter through the electronically secured doors to a sea of fabric cubicles and soft “productivity green” walls. Luckily, there were always seats available, but sitting at the same desk for more than a few days at a time was unheard of. No problem, all this girl needs is a desk and a computer that works. And a coffee.

Hmm. Didn’t have time to grab my Tim’s on the way in. Going to have to go at least 2 hours before getting a coffee, but that’s ok I get a 15 minute break. Wait. I’m on the late shift today so my first 15 minute break is at 1pm. That means I’m going to have to fight through the lunch rush…

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