Believe it or not, you made it to Friday afternoon!
I know, there were times this week that you didn't think that was possible!
Now you are probably thinking two things.
Thank God it's the weekend
If I went to the quiet office this weekend, what could I get done?
Acknowledge what you did
Before you go there (planning your weekend), I want you to first acknowledge what you'd been through this week, what you have accomplished and where you've grown.
Before you start numbing...
Often times we are so focused on numbing out work by the end of the day or week that we miss noticing some of the positives, the accomplishments and the good things that happened.
Scan the past week
Notice the things that happened that you may have missed noticing before. Those things that got crammed in between the crappy phone call and the emergency meeting.
What stands out this week? Did you get a good chunk of work done on a project? Did you complete some necessary training? Perhaps you made it through a time sheet nightmare. Take time to notices some of the things that make you smile.
Go easy on yourself
You've done what you could this week.
You've done enough!
No regrets. We are only human!
Focus on what you accomplished!
Whether you do some extra work this week or not, be proud of what you've done this week and don't beat yourself up for not having done enough. There will always be work to do, long after you and the next person are gone. Don't focus on that. Focus, even if just for a moment on the work you did!
When we think of accountability we often thing about punishing an employee, We link accountability with the uncomfortable feeling of identifying someone's faults or errors. It awkward to have "that" conversation with someone about what they did ...wrong.
What is accountability really?
Accountability really isn't about blame and fault finding. Instead, when you look up the work accountability in the dictionary it means the expectation of account giving. It is about reporting and explaining what happened. It might include justification of why it happened that way.
Supervisors need to uncover the story
Accountability in this view now becomes a supervisors job to fact find. It is a request for the story.
"Hey you showed up late, tell me what's up"
Watch here as I talk more about accountability
Asking questions without judgement has people open to telling their story
When you ask these kind of questions, without judgement, your holding people accountable. Accountable to tell their story. When they do, you can back track to figure out the "why" of what they did. This will help you to course correct for them, coach them to a more acceptable response or provide information that will help them do it "right" in the future.
Accountability is getting people in their words to give you an account of what happened, It is a description of the events, a narrative or a story. Your job is to simply be curious about the story. When you are, the facts will come out.
Before you hold them accountable be clear on expectations
One last note: If you are wanting to hold people accountable, it's vital you clarify expectations first. Be clear on what you want, when you want it and the quality of workmanship you are looking for. Don't assume that they know, just because they have been there a while and should know. Your best bet, is to review expectations again clearly, in black and white preferable (write it down). Get their buy in. Ask them to commit.
"I'd like to see everyone take their garbage out of the vehicles at the end of the day. That way the vehicles will be clean for everyone the next morning. Does everyone agree to do that?"
Then...hold them accountable.
"I noticed there is still garbage in Unit #2. Anyone want to take responsibility for that?"
Accountability will save you from some of those awkward conversations
Accountability will make you all feel better. It will take away the awkwardness and then the ultimate very uncomfortable conversation when you've left it too long and it's really is something big to address.
Hold yourself and your employees accountable. Just simply get an account of what happened. Be curious about the story.
I am super excited to present you with another blog from a guest blogger. This time it is Robert Manolson BA, CCDP, Creator & Facilitator Powerful Play Experiences.
A few years ago I attended one of Robert's sessions. I love his energy and the fun he created in the room.
I don't think we have enough fun at work. We get bogged down in the "stuff" that shows up every day. The clients I work with want to enjoy life more. That can happen at work too!
Robert presents a powerful message about the value of adding fun into your day.
FUN AT WORK is permission for a time out from an all too busy world of work to feel engaged, manage stressors, open lines of communication, and strengthen employee relationships.
FUN AT WORK achieves the goal of simply bringing people together in a most unique experience. Through the sheer magic of playing together, we create a feeling of community in which team members at work are truly connected, operating more effectively with each other and generating more excitement and energy at the workplace.
A lighthearted introduction to a serious topic that prompts the obvious first question:
Does your Employee Health & Wellness Policy include FUN AT WORK? And more importantly, in your capacity of leadership and influence, are you spearheading a healthy Work-Fun Balance at your workplace? And if not, what's stopping you?
It's really all about big picture thinking and a big picture approach to creating a healthy workplace culture and a healthy workplace environment. In fact, take a look around and check out the number of companies and organizations committed to this whole new attitude towards FUN AT WORK as part of their refreshing approach to Employee/Team Health & Wellness.
Raising Fun Levels
What if your team members had permission for FUN AT WORK, permission to play at work, to interact, to laugh, and to engage in play experiences that totally generates a buzz of excitement in the workplace? Isn't it really all about happy staff? 100% of people surveyed agree that they all can use more FUN AT WORK, generate more excitement and energy, and create a dynamic team of individuals working together as partners in their department's success. That's a pretty bold statement. Agreed? But if asked, wouldn't your employees also clearly state that they too could use more FUN AT WORK? After all, the atmosphere at work is much more appealing and people even report an increased feeling of “community and connectedness” in the workplace.
1. When planning for the upcoming year the first step to best address incorporating FUN AT WORK is to organize a set of standards in your best practices model around the driving belief that we need to have more fun. Your ability to focus on enhancing the value of your department's services by totally integrating this attitude into your best practices model results in organizational learning opportunities, AGMs, meetings, staff appreciation events, etc., that are more appealing, invigorating and leading edge for staff and management.
2. Over the past couple of years, it's quite encouraging to see more and more companies wanting to increase fun levels at their workplace. They believe in the value of fun and play as solutions to workplace challenges. While there may be different reasons or objectives as to why they want to harness the power of FUN AT WORK, there are common threads. And although we can streamline these common threads to nicely fit into one or more of the following intentions, it is vital to be clear as to your FUN AT WORK intentions that best fit your particular workplace.
3. Ultimately it does starts with you when including FUN AT WORK in your Employee Health & Wellness Policy. Because FUN AT WORK is a whole new attitude and a vehicle for positive change, you need to embrace a refreshing, personal philosophy towards FUN AT WORK and play.
Because decision makers are motivated to get their employees happy to be where they are and all pulling in the same direction, the range of service providers as well as the techniques they apply continues to grow in popularity. There's been a noticeable increase in adventure activities, extreme sports and creative variations on the deluge of reality shows we see on television. How complex does this have to be? The only limits are your imagination. My general rule of thumb is to involve a broad range of staff and management in the planning process, yet keep the process simple and filled with lightheartedness. Most significantly, the value of FUN AT WORK means giving attention to people's concerns for their own physical and emotional safety. A safe experience is played with a responsibility that nobody is hurt. After all, at the end of the day it's really all about a smile on everyones' faces.
Now, go ahead. Make it happen!
Robert Manolson is the Creator & Facilitator of Powerful Play Experiences and is in the business of FUN AT WORK. He leads organizations in Workplace Fun & Wellness Workshops and believes that each day and every day we must re-energize and ignite our spirit within through the power of play and the value of FUN AT WORK. Contact Robert at www.powerfulplayexperiences.ca
I lead a full life full of love, adventure and growth. Check out my latest thoughts here.
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