Thank God It's Monday®! Blog

Signs Of Disengagement

Have you seen the TV series Lie To Me? The main character is an expert in micro-expressions, including the subtle signs that someone is not telling the truth.

When it comes to disengagement at work, a lot of the same signs are in play, and you don’t have to be an expert to spot them. You just have to care enough to look for them.

When people are disengaged, they make eyes at others during meetings as if others can’t see it. The person playing with a pencil, not making eye contact, or even texting during a meeting is disengaged. They might stand off to the side after the meeting is over, speaking under their breath, or even leave early without permission.

Forbes columnist Kevin Kruse suggests an intervention as early as possible. Engage the disengaged person by asking for input or opinions during the meeting: “Michelle, how do you think we can approach this in the most effective way?”

If the person doesn’t snap out by the end of the meeting, have a quick chat right away: “I couldn’t help noticing that you seemed a little distracted during the meeting. Do you have any concerns about the way this is being done?”

This can be done no matter who you are. You don’t have to be the project leader to address disengagement, just a team member who cares.

Roxanne Emmerich

Create efficiency in all that you do

Whatever job you are doing, chances are you could shave off substantial time and get the same result, or use the same amount of time and DOUBLE the result, just by saying, “How can this be done differently to create a better outcome in less time?”

But we rarely do it. We dive right in and flail around, thinking a quick start is the best way to save time. No way.

This is especially important as we mature in our work. In fact, it’s the WAY we mature. Some people never get this, so they don’t improve, and they’re in the same job for 20 years because their performance is always the same. That’s not good.

If they’ve been in the same job for 20 years, their performance should be DRAMATICALLY improved from when they started. They should be able to get all the same results in half the time, or twice the results in the same time—at a minimum.

Otherwise…what were those 20 years really about?

This doesn’t always happen all at once. You don’t ask yourself, “How can I do this twice as fast?” right this second—although you could. But every day we should be asking the question, “How can I do this a little bit better, a little more efficiently?” Over time, those little efficiencies add up to a powerful result.

Fixing a Struggling Sales Team. . . When you’re on it

Have you ever been on a sales team that’s failing to hit the numbers, month after month…after month?

If you are hitting your own numbers, it’s tempting to just keep your head down and continue coming out on top. But the overall numbers matter to the health of the company, which means they should matter to you as well.

In fact, if you’re not on the direct sales team, hitting those goals matters because money for raises and bonuses comes from increased revenue.

YES, it DOES matter to you, no matter what.

So what can you do? Step up and solve the problem.

The most likely problem is people aren’t following the sales process. Perhaps they don’t know how to sell at premium pricing. Or perhaps they don’t have the confidence to make or handle the calls.

Whatever the problem, realize you are there to be a part of the solution. And realize that the solution can never work unless people get honest. Almost all sales discrepancies have to do with people not being full authentic about not following the sales process or making the right number of sales calls.

You’ve heard the old statement…the truth will set you free.

What can you do today to help your organization hit its revenue goals?

Encourage your colleagues to be honest with management about how they need to do things better or different. When the company wins, everybody wins.

Normalize the Impossible

People said it was impossible…

but on May 6th, 1954, Roger Bannister proved the world wrong, breaking the elusive 4-minute mile and establishing a new world record that had stood for 9 years!

Even more interesting that the achievement was the world’s reaction. What had been thought impossible, was suddenly just the starting point for even greater achievement.

Less than two months later, John Landy also broke the four-minute mile, besting Bannister by a full two seconds. And within three years, a total of 16 runners had joined the club.

Had the human body changed? hmmm…no I don’t think so. Had the track shrunk in size? Nope. A mile was still a mile.

So what changed? Runners believed it was possible. A limiting belief, a psychological barrier had held others back for years. But one after another, runners began to believe.

The world record currently stands at 3 minutes, 43 seconds. Fancy that.

What barriers have you constructed in your life? What have you deemed as impossible? Imagine infinite possibility. Disallow those psychological barriers and normalize the impossible.

How can you break the four-minute mile in your life?

Build Community

With family, something is unique. You hurt when they hurt, you laugh when they laugh, you feel what they feel.

But elsewhere, it’s hard to find that same level of genuine support.

For example…

Your son’s hockey team wins the championship and the game point goes to the team captain who scores in the last 10 seconds. It’s great they won, but you and your boy both wish that time you could reverse time and he could score the game-winning goal.

Tim, your buddy in the cubicle down the hall, pretty much just won the lottery with a big deal he closed. And you’re thinking…you’re mature enough to congratulate him, but dang, you begin to think that he doesn’t deserve this kind of luck. YOU deserve this kind of luck! Right?

We’ve all been there. And it isn’t good. More than anything, this ME, ME, ME mentality gets in the way of establishing a sense of community, a sense of family, in the workplace.

Imagine just for a second what things would look like if everyone had each other’s best interests at heart.

When Jim closes the deal, you’re so excited for him that it may as well have been you.

When Mary gets sick, she’s on your mind.

When Sally gets promoted, you’re thrilled.

When Tom struggles with his project, you assist him as if it were your own. When the business thrives, YOU feel fantastic!

A sense of family and community at work—now wouldn’t that be something? So why not make it that way?

BE the source of the miracle!