When Presenting, Act Like You Want to Have Impact

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When Presenting, Act Like You Want to Have Impact

If I’m coming to your presentation, I’m really hoping you’re going to be a rock star. I want to be different when I leave—to feel like I’ve experienced something valuable that has changed me for the better, even in a very small way.

So, please, please, please—don’t do any of these common presenter missteps.

Don't Undersell What I’m About to Experience
Don’t start by explaining why most days this would be better because  you’re fighting off a cold at the moment, or that your flight got delayed, or that the hotel bed was lumpy and you didn’t sleep well. I’m not going to think more of you, just less of my experience with you.

Don't Skip the Microphone
If you’re presenting to a large audience (I mean more that 20 people), use the microphone that was provided for you. Period. Even if no one raised their hand when you asked, “Can everybody hear me?” Even if you think you’re really good at projecting. You’ll still have more impact with the microphone than without. (Besides, the people that couldn’t hear you when you asked if they couldn’t hear you—they couldn’t hear you ask.)

Don't Change Your Promise
If the people you are presenting to received a description of what you are about to say before they arrived, read it yourself before you begin. Stick to it. If you must deviate (and sometimes you should), start by explaining why you’re going to talk about something else instead—and realize that some people in the room might not be as interested in that, even if you are.

Don't Sit Down
Unless standing during your presentation would be really inappropriate, do so. Standing is almost always better. People can see you better. People can hear you better. You’re more likely to use your whole body to get your message across. You just look like more of a leader.

Presenting is performing. You shouldn’t put on an act, but you should make sure you’re creating impact.

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Andy Zimney is a Senior Advisor and Team Performance Coach at Employee Strategies, Inc., a boutique firm that partners with leaders to develop highly effective cultures that drive outstanding results. Contact ESInc to learn more about how they can assess your current culture and design customized and effective development experiences for your team. Or reach out to Andy directly.

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Vulnerable, not Victims

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Andy Zimney is a Senior Advisor and Team Performance Coach at Employee Strategies, Inc., a boutique firm that partners with leaders to develop highly effective cultures that drive outstanding results. Contact ESInc to learn more about how they can assess your current culture and design customized and effective development experiences for your team. Or reach out to Andy directly.
The Priority Quantity Trap (...oh, and the most important question of all time)

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The Priority Quantity Trap (...oh, and the most important question of all time)

There’s a story I tell people frequently about the opening lecture from the only college-level philosophy course I ever took. It’s a story I think of even more often as the holidays approach and our schedules fill up with more events, more errands, more commitments, more parties and all the other general craziness of the season.

"What is the greatest philosophical question of all time?" my professor asked on a crisp fall morning 20 years ago.

My fellow students and I called out clichéd guesses: "What’s the meaning of Life? Is there a God? Does objective moral truth exist?"

"NO!” my professor exclaimed, dramatically turning to the blackboard.

"The greatest question of all time, the question great philosophers have been trying to tackle since the beginning of time is… What should I do today?"

And he was right.

When we wake up in the morning, what could be more important than determining that what we will spend the next 16 hours doing has meaning and deserves our precious time.

There is no more democratic currency in our world than time. We all get just 24 hours in each day, 60 minutes every hour. I’m afraid, however, that when spending that time, most of us are living at such a rapid pace of doing that we’ve skipped right past examining the value of what we do. Instead, we engage in an almost blind faith that the things that happen to be on the calendar that day are worth their price in the minutes and hours they’ve been assigned.

But most likely, at least some of those activities are vastly overpriced.

The Ikea Effect

There’s a phenomenon out there that cognitive psychologists refer to as the IKEA effect. In short, it describes how we often value things that take up our time and energy more than it objectively deserves. If you’ve ever built a piece of IKEA furniture (I just spent several hours this last weekend doing this), you’ve probably experienced the sense of pride and accomplishment that comes after the project is complete. The new bookshelf means a little something more to you just because you built it yourself — more than the identical piece of furniture might be worth to you if you bought it preassembled and ready-to-go. It seems worth more simply because you made it.

To illustrate the point, scientists asked participants to build some origami swans according to instructions that they also provided. None of the participants were professional origami artists, so none of their sculptures were all that great, but when they asked the participants how much they thought others might pay for their sculptures, the subjects greatly over-estimated their worth when compared to asking other subjects who had not built any swans how much they might pay.

In fact, you can exacerbate the results by taking away some of the origami instructions from the participants. The task gets harder, the sculptures look even worse since they did not have the benefit of clear instruction — but because they took even more time and energy to complete, participants assume that other non-origami-builders will want to spend even more on their ugly swan sculptures.

The experiment reveals a deceptive and alarming trap. We are often easily fooled into believing that what we are doing is important simply because it happens to be what we’re doing. But what if we were to take a more objective look?

The Quantity Trap

My wife and I are parents of three elementary school-aged children who keep us plenty busy. We live active professional and social lives that call us to all sorts of events and meetings where I get to talk to others in the same boat and I’ve noticed a common refrain in many of the conversations I have:

"Hi, Judy! How’ve you been?"

"Busy! How ’bout you, Andy?"

"Busy! It’s crazy!"

We rarely follow up those introductions with any substantive discussion about what exactly is keeping us so busy, and certainly not any conversation about whether those things really deserve to keep us so busy.

It’s as if unqualified busyness itself has become a statement of self-worth and importance. Value has become a function of quantity, not quality. We assume that the busiest people around us are the most important and we wear our own busyness as a badge of our prestige. The end result is a situation where we feel forced to choose between two realities:

1. Respected and worthy, but harried, exhausted, and sometimes downright miserable.

2. Relaxed and rested, but left with the gnawing sense that we’re being lazy and in danger of becoming insignificant. If we really mattered, we’d be busier.

It’s a familiar tension, but not necessarily an old one.

As Greg McKeown points out in his book Essentialism, the word "priority" first appeared in the English language in the 1400’s. When it does, it’s exclusively singular and means exactly what it sounds like — that which comes before all else, the very first thing. And then, about 100 years ago, some guy in a conference room threw an "s" at the end and made it plural. Now, it’s not uncommon for businesses to draw up strategic plans that outline 10, 20, 50 priorities. They are literally describing 50 first things. In the industrial age, as productivity became paramount, we didn’t just start making more stuff. We started making more priorities.

And we’ve contracted the same malady in our personal lives. Everything feels important. But that can’t possibly be correct. In the end, there must be a few things that matter more.

Asking the Question

 

A number of years ago, I was fortunate enough to spend a year as a member of the Shannon Leadership Institute at the Wilder Foundation. One of the core purposes of the institute is to help clarify your own personal core values. After a year of reflection and exploration, I settled on the following three: Family, Physical and Emotional Wellness and Contribution.

Over the years, that clarity has been keenly helpful in sorting through all sorts of difficult decisions, especially when it comes to how I direct my time.

Like so many of the big questions, the answers are often very simple and very hard.

Getting clear on priorities (not 50 – but three or four) requires time. It needs reflection and conversation and exploration. It requires saying "no" to what we could do for the benefit of what we should do.

And just like a great strategic plan fails when you just look at the goals once a year at the annual meeting, managing our own priorities takes constant attention.

It’s something I’ve learned to make a priority in my own life — time for reflection and adjustment. But with all my own busyness recently, I was starting to feel off course. I began to wonder if my core values were clear to the people around me — especially my kids.

So the other night at dinner, I asked them.

Hey kids, what do you think is most important to Mom and Dad?

I was relieved to hear that "your family and your kids" was the first things out of their mouths. Next was "pizza". (They may have been projecting some of their own stuff there.) Work was also on the list, but it seemed to rank where it should, a little further down the list. Apparently I hadn’t drifted as far off course as I had feared, but it’s a question I’ll keep asking them and myself.

What should I do today? What’s really important? What comes first?

How often do we really slow down enough to answer those questions with any presence of mind? How often do we have the courage to ask the people we care about most what they think about how we spend our time?

I try to have conversations with my kids about these things, not just because their feedback and perspective is important to me, but also because I want them to build the same habit — to regard the currency of their time not as something that you spend extravagantly on stuff to impress, but instead invest in things that really matter.

As the holidays approach, the candidates for potential priorities will only increase: attending the various and many holiday parties, finding the right gifts, getting the house decorated just so, sitting down for a glass of wine and a conversation with the relative you haven’t seen in a year, making that special appetizer that takes 10 times longer to prepare than it does to eat, huddling with kids in front of a fireplace, playing in the snow, managing the inevitable spending – not to mention all the other responsibilities you were managing before the holidays came around. The amount of disposable stuff we’ll encounter will certainly increase, but so will the opportunities for real, significant time with the people and endeavors that matter to us most.

There are no better mornings than the ones in the next couple of months to wake up and start each day with the most important question of all time:

What should I do today?

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© Andy Zimney and Leading Off the Cuff, 2015.

This post originally appeared on the Youth Frontiers Blog.

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Andy Zimney is a Senior Advisor and Team Performance Coach at Employee Strategies, Inc., a boutique firm that partners with leaders to develop highly effective cultures that drive outstanding results. Contact ESInc to learn more about how they can assess your current culture and design customized and effective development experiences for your team. Or reach out to Andy directly.
Why Most Folks Limit Passion

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Why Most Folks Limit Passion

I’m a nerd. Like many others out there, I’m eagerly awaiting the release of the next Star Wars movie. I know when the next season of Game of Thrones will hit TV screens and really wish I knew when the next book will hit the shelves.

Being a nerd is all about diving deep into a subject. You learn everything you can. My kids are into Percy Jackson right now, which has led them to an interest in all the Greek gods and all the stories that go along with them. You probably have a nerd in your social circle somewhere—someone who can tell you the names of each character in a some fantastic fictional world, what planet they were born on or family they were born in to, what their name means in Elvish.

It’s a nerdery of consumption. All the information and experience is out there and you make it your job to absorb as much as you can.

But there is another level of obsession that tilts into creativity. Where the consumption inverts itself and becomes about output. 

The Star Trek nerd who start wring fan fiction for other readers. The Percy Jackson role playing that translates into my daughter making costumes for her younger siblings. This blog post that I am writing now.

Instead of being a spectator, you become a producer. You start contributing to the table of goods for others to consume.

Most folks stay on the consumer side of this balance. And there is a simple reason:

Creating is hard work. 

It can be exhausting, making something that didn’t exist before.

And it can be stressful.

I heard it quipped recently, “Stress comes from giving a f@%#.” 

It’s so much easier not to care that much. To let things be as they are. To stop doing and give into complaining and wishing and imagining.

So what drives us to go past that point? I’m not sure.

As I approach 40, I can’t help but wonder if there is something programmed into our DNA—a time release psychology that drives us to contribute something before it’s too late.

They say that children are obsessed with what they can get. Adolescents are obsessed with what they can prove. Adults are obsessed with what they can give. 

Age is not always a real determinant of which of those camps we fall into. In truth, we all have all 3 in us until the day we die.

But there is something about maturing that compels us to give, to contribute, to make something. We’ve built up the muscle to do the work, and now it’s time to get busy. Not because of what it gives us, but because of what it can create for the world.

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Andy Zimney is a Senior Advisor and Team Performance Coach at Employee Strategies, Inc., a boutique firm that partners with leaders to develop highly effective cultures that drive outstanding results. Contact ESInc to learn more about how they can assess your current culture and design customized and effective development experiences for your team. Or reach out to Andy directly.
Strategic Planning vs. Strategic Intuition: The Art of Choosing

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Strategic Planning vs. Strategic Intuition: The Art of Choosing

The word “strategy” entered the English language around 1810 in the midst of the Napoleonic wars as great thinkers all over Europe worked to decode how Napoleon Bonapatre had gone from a virtual unknown to emperor of Europe in less than a decade. 

In 1832, strategist Carl von Clausewitz published On War in which he explained how Napoleon dominated the European battlefield—not through strict planning, but through a much more intuitive process. 

Von Clausewitz described 4 key steps to Napoleon’s approach: 

    ◆    An in depth study of the past,
    ◆    An opening of the mind to all possibilities,
    ◆    A flash of insight, followed finally by,
    ◆    Resolution and clear action.

The key to Napoleon’s approach, von Clausewitz described, was “coup d’oeil” – a French term meaning ‘a strike of the eye.’ It was a form of intuition that led Napoleon to victory after victory. 

Six years later in 1838, another gentleman, Baron Antoine Jomini published a different book: Summary of the Art of War. Jomini’s writing focussed on a process much more familiar to us today. In Jomini's approach, narrowly focussed planning is emphasized: figure out where you are (A), set your sights on an objective (B), outline the steps in between, and then execute.

Von Clausewitz gave us strategic intuition. Jomini gave us strategic planning. 

Published only a handful of years apart, Jomini’s book which was written French and widely accessible took hold while von Clausewitz’s text in stilted German was forgotten. Over the years, most folks have never heard the term “strategic intuition,” while it’s hard to even drop off a box of doughnuts in the average conference room without hearing the term “strategic plan.”

When you reflect on some of the most successful and innovative leaders of our time (business and technology leaders like Thomas Edison, Steve Jobs, and Elon Musk; and social leaders like Alice Paul and Mahatma Gandhi), you quickly notice, however, that their approach is much more in line with the strategic intuition mindset.

The most significant breakthroughs and discoveries in our history were just that, discoveries. They did not come from knowing, but through exploration, adaptation, and a keen attention to what could come next. 

A to B is certainly straightforward. But Jomini and strategic planning leave out a critical question: How do you know what B should be in the first place?

Almost a century after von Clausewitz’s study of Napoleon, social psychologist and economist Graham Wallas published The Art of Thought in 1926. After studying a range of famous inventors and thinkers, Wallas identified 4 stages to the creative process that eerily echo the 4 steps outlined in von Clausewitz’s treatise on strategic intuition.

    ◆    Preparation: your past experience and learning in addition to new planning and study.
    ◆    Incubation: the intentional act of diverting your attention to seemingly unrelated activity.
    ◆    Illumination: the flash of insight in which a new idea or approach emerges.
    ◆    Verification: putting thought into action with a focus on learning.

Today, almost another full century since Wallas and 183 years since von Clausewitz, neuroscientists are discovering more and more evidence that backs up von Clausewitz’s and Wallas’ models. While good planning can certainly help great ideas along, great ideas don’t come from planning. In fact, much of the way we design our work actually inhibits key modes of critical thinking and activity, blinding us to key opportunities.

Strategic intuition, like strong strategic planning, can be learned. Like any other mode of thinking, practice and awareness are key.

I’ll be hosting a 90-munte workshop on The Art of Choosing, Nov 18, 2015. Come join us to learn how creative innovators including entrepreneurs, improvisers, and successful leaders think about problems. Through conversations, on-your-feet exercises, and inventories of your current structures and workflows, you’ll be able to identify creative constraints in your work and start doing more of what matters.

I hope you’ll join us or pass this invitation on to anyone you think might appreciate it.

Eventbrite - The Art of Choosing

In the meantime, check out William Duggan’s book, Strategic Intuition: The Creative Spark in Human Achievement

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Andy Zimney is a Senior Advisor and Team Performance Coach at Employee Strategies, Inc., a boutique firm that partners with leaders to develop highly effective cultures that drive outstanding results. Contact ESInc to learn more about how they can assess your current culture and design customized and effective development experiences for your team. Or reach out to Andy directly.
Kill the Panel by Giving it Some Life

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Kill the Panel by Giving it Some Life

I’ve been to a lot of conferences lately and there is one conference convention I wish would die: the panel discussion.

To be more specific, it’s the panel part I wish would go away.

A panel is almost the opposite of a discussion.

Participants are packed behind a long table. They can’t see each other very well. What we can see of them is hunched over a cafeteria table, their necks craning towards a microphone.

These “discussions” always remind me of congressional hearings, which have never struck me as terribly moving experiences.

Actual discussions can be very moving. 

So why not have your panelists stand next time? Give them some ability to move around. Or arrange them in comfortable chairs curved towards the audience so that we feel more like we’re hearing wisdom from our elders, not testimony from the defendants.

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Andy Zimney is a Senior Advisor and Team Performance Coach at Employee Strategies, Inc., a boutique firm that partners with leaders to develop highly effective cultures that drive outstanding results. Contact ESInc to learn more about how they can assess your current culture and design customized and effective development experiences for your team. Or reach out to Andy directly.

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Good advice from a 5th grade classroom wall

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Andy Zimney is a Senior Advisor and Team Performance Coach at Employee Strategies, Inc., a boutique firm that partners with leaders to develop highly effective cultures that drive outstanding results. Contact ESInc to learn more about how they can assess your current culture and design customized and effective development experiences for your team. Or reach out to Andy directly.
The Apple Watch is a Creativity Enhancer.  I Hope...

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The Apple Watch is a Creativity Enhancer. I Hope...

An experiment in managing distraction...

Yes, I’m one of those people. I preordered the Apple Watch early in the morning on its first release, several weeks ago, before almost anyone had seen or touched it in person. I ordered a relatively expensive piece of electronics that saves me the exertion of pulling my phone out of my pocket.

In all truth, during most of the lead up to its launch, I had no intention of buying an Apple Watch. But as talk increased, my curiosity grew—and maybe not for the reasons you’re guessing.

As an improviser, business leader, parent, and human being—I think about attention a lot. Just as our calendars and bank accounts often say more about our values than any other statements we make, how we direct our attention is a key indicator of our truest values and approach to life. Time and energy are more critical currencies than any dollars you can pull out of your pocket.

The Apple Watch, like all other smart watches and phones, will serve as a great test to its wearers’ values—but also, perhaps, as an asset. 

The notifications, trivial emails, cat videos, and candy crushing games we carry around in our pockets on our phones already steal countless minutes and hours that could be spent on more meaningful endeavors. I’ve been as guilty as anyone of burning an hour reading Buzzfeed lists when I really should be doing something more creative, productive, and significant.

So, why—you may be asking—am I entertaining the possibility of strapping those distractions to my wrist?!

A fair question.

The Apple Watch may prove to be only an exacerbation of the plague of attention-drain that we are all battling in this modern world. But I’m also hopeful that the Apple Watch and other similar devices may have potential as deliberate lenses and filters with which we can focus our attention.

Any screen that’s connected to the internet these days deserves careful scrutiny towards its settings and what information you allow to pop into your frame of view. With its prominent wrist real estate, a notification-capable watch deserves the most scrutiny of all. I don’t plan to allow any email notifications, nor will social media dings be allowed space on the postage stamp sized screen.

Even more powerful, the capacity of smart watches as not simply information presenters, but also as idea collectors, has real potential to magnify our creative output.

Never mind my smartphone, my brain pings me with annoying distractions as often as any device I own does: “I really should mulch the yard this Spring….we’re out of toilet paper…I can’t forget to call Julie at work about the proposal due on Monday….next week is picture day at school for the kids….what did I just come down to the basement to get?”  

All of these unorganized and random mental alarms interrupt our focus and interfere with our ability to be present and at the top of our game.  As David Allen says, “Your brain is for having ideas, not holding them.” 

The capacity of smart watches as not simply information presenters, but also as idea collectors, has real potential to magnify our creative output.

I have long used an app called OmniFocus to manage all my projects and todos. There are lots of apps that do this sort of thing, but OmniFocus is my favorite for reasons I’ll write about at some other time. The key feature I love is that it syncs a master database of projects, todos, responsibilities, and deadlines across my MacBook, iPhone, iPad, and now my Apple Watch. It integrates with Siri, which means that whenever one of these thoughts comes to mind I can quickly capture it and get back to the project I’m working on.

Next time my brain reminds me that I need to pick something up at the store, find some information about conference I just heard about, or draft an email to the board, I’ll just raise my wrist and dictate the note into my watch. It’s immediately captured to my OmniFocus lists and I’m back to what I was doing.

Your brain is for having ideas, not holding them.
— David Allen

Capturing new ideas and quickly dealing with distractions is one of the most critical keys to doing our most meaningful work whether that’s launching a new project, being prepared to make this afternoon’s meeting as productive as possible, or having a calm and present dinner with your kids. Having a clear mind that’s not encumbered with the heavy lifting of keeping track of everything allows your mind to focus on what it loves most: exploring new ideas and possibilities, solving problems, and being present with the people around you.

So, I’ll be experimenting with this new watch and seeing how well it works as an asset and a liability when it comes to living a more creative and productive life. I'll keep you posted on what I discover.

In the meantime, I’d love to hear how you deal with all the daily distractions that pop-up—both mental and digital. What are the tools (electronic or analog) you’ve discovered help support your most creative and meaningful work?

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Andy Zimney is a Senior Advisor and Team Performance Coach at Employee Strategies, Inc., a boutique firm that partners with leaders to develop highly effective cultures that drive outstanding results. Contact ESInc to learn more about how they can assess your current culture and design customized and effective development experiences for your team. Or reach out to Andy directly.
This Missing Element in Your Analysis: Fear

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This Missing Element in Your Analysis: Fear

Recently, one of our project groups was debating whether or not we continue offering a program that a few of our clients had become quite attached to. Despite its fans, the program had never quite caught on and was becoming more and more of a distraction. For more than an hour, we debated whether or not the program was viable or not listing pros and cons and making forecasts both dire and optimistic from different camps around the table.

Finally someone asked, “What are we so afraid of?” Within a few minutes, it became clear that the staff who worked most closely with our users were afraid that they would be perceived as untrustworthy when we suddenly pulled the offering from our menu. Support staff were afraid if we continued the project as-is that they they were going to start making significant mistakes on core operating procedures because of the number of distracting curveballs coming out of this relatively small endeavor. Senior leadership was afraid that the organization was losing a sense of sticktoitiveness that had so long defined its culture.  

Instantly, the nature of the debates changed in a profound and productive way. Arm-wrestling over assessments changed to proactively addressing fears and obstacles.

The majority of business conversations skip over a key element that every business has to deal with: fear.

There’s a lot of debate out there about whether it’s better to focus on assets or deficits. Do we focus on what we’re good at or shore up our weak areas? 

Fans of the Clifton StrengthsFinders assessment will starkly encourage you to give little attention to your weaknesses and focus only on the competencies in which you are strongest such as Adaptability, Command, Empathy, and Winning Over Others.

Jim Collins promotes a slightly more pessimistic point of view he calls “productive paranoia” in which teams actively seek out vulnerabilities and address them before they turn fatal.

More egalitarian folks tend to look at both sides of the coin. Almost every conference room has hosted its fair share of SWOT analysis sessions in which teams list out their Strengths, Weaknesses, Opportunities, and Threats.

But I think there’s another category that we should discuss more in the conference room: Fear.

Organizations are made of human beings—not robots—and because of that, organizations are much more like organisms than mechanisms. Sure they have their strengths and their weaknesses. You can draw up a scoring documents or multi-axis grids to quantify performance metrics, but only leveraging strengths and training up in less competent areas misses a big part of the story. Because they are made up of people, organizations necessarily have fears.

Employees have fears. Leaders have fears. Communities have fears. Customers have fears. Donors have fears. All humans have fears.

What often holds us back from our very best work is not lack of knowledge or skills—it’s overcoming fears.

Sure competencies or incompetencies should be noted and addressed, but if you are only looking at report cards when building an organization—or even more importantly, a movement—then you are missing something big.

People have all sorts of fears:  fear of failing, of looking stupid, of losing esteem, of straining relationships, of being perceived as too demanding or not demanding enough, or just not getting it. The list goes on forever. 

An organization’s users have fears too: the fear being betrayed or made a fool; of throwing away their time or money; of being associated with a product or cause or style that won’t meet the approval of their peers.

I’m sure you’ve heard people if your organization ask things like, “What’s the problem? How can we do better? What resources do we have or lack?” But when is the last time you heard somebody ask, “What are we afraid of?”

“What are we afraid of?” should not be a rhetorical challenge to your organization’s courage. It should be asked with earnest and the courage it will take to answer. Honest responses will point you towards different sorts of needs than the average strategy conversation. 

As a stage improviser, people often tell me how terrified they would be to stand on stage in front of hundreds of people without a script and with good reason, it can be terrifying sometimes—not knowing exactly what is going to happen next but needing to find success anyway. The irony is that most people of all walks go through their days with no script but expectations of success.

Perhaps there is something about a stage that makes the fears more apparent. Even if you’ve never stood on a one, you can probably empathize with the anxiety that comes with a big client meeting, or lunch with a donor, or a surprise phone call from a frustrated customer. They are all stages of sorts and identifying the specific fears associated with each of them illuminates opportunities for growth.

I often find it helpful to ask myself what I’m afraid of before I go on stage in the theater, or boardroom, or the workshop classroom. Naming those fears helps identify the resources or strategies needed to address them whether that be as simple as a change in perspective or as intensive as identifying a new and robust training regiment.

So next time, try modifying that SWOT assessment just a bit and do a SWOT-F. Because fears aren't always barriers. Sometimes they're beacons.

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Andy Zimney is a Senior Advisor and Team Performance Coach at Employee Strategies, Inc., a boutique firm that partners with leaders to develop highly effective cultures that drive outstanding results. Contact ESInc to learn more about how they can assess your current culture and design customized and effective development experiences for your team. Or reach out to Andy directly.
Where you start matters

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Where you start matters

There was a not so recent past in which ideas were turned into products and then products would be sold to users by selling them on the notion that they had a problem they didn’t realize they had. The work was convincing the users that the problem was real. 

 

Product then Pitch then Problem then User.

These days, that’s a tougher trick to pull off. In the era of Google and Amazon user reviews—products that don’t really fix problems don’t last very long. Pitches that don’t resonate with real problems, even petty problems, aren’t going to survive in a world of so much choice.

In this new world (which I’d argue is very much like the old world when we bought solutions from people instead of from infomercials) the process has to be inverted: 

User then Problem then Product then—if necessary— the Pitch.

Those who practice creativity have understood this since the beginning of time. If you want to create something of real value you have to start from something that comes from real meaning and real need. 

Hamlet, the iPhone, Doctors Without Borders—they all started with real human need and let the work unveil itself from there.

Work that matters starts with humans. Great ideas that are going to make a difference begin with keen observations of each other as people and communities.

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Andy Zimney is a Senior Advisor and Team Performance Coach at Employee Strategies, Inc., a boutique firm that partners with leaders to develop highly effective cultures that drive outstanding results. Contact ESInc to learn more about how they can assess your current culture and design customized and effective development experiences for your team. Or reach out to Andy directly.