Issue 102 ~ November 1, 2010
In this Issue:
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* Transcription
Thank God it’s Monday!™ 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 this same level of genuine support.
Your son’s hockey team wins the championship–game winner scored by the team captain with ten seconds remaining. It’s great that they won, of course, but you and your boy both wish that time could go back, and HE could score that game-winning goal.
Tim, your buddy in the cubicle down the hall, pretty much won the lottery. He closed a monstrous deal with a customer who would’ve bought anything from anyone. 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, it’s ME, ME, ME mentality and it 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 Marcia 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?
Have a great Monday!
Roxanne
Roxanne Emmerich’s Thank God It’s Monday! How to Create a Workplace You and Your Customers Love climbed to #1 on Amazon’s bestseller list and made the New York Times and Wall Street Journal bestseller lists—all in the first week of its release. Roxanne is renowned for her ability to transform “ho-hum” workplaces into dynamic, results-oriented, “bring-it-on” cultures. If you are not currently receiving the Thank God It’s Monday e-zine and weekly audios, subscribe today at www.ThankGoditsMonday.com.
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Issue 99 ~ October 11, 2010
In this Issue:
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Transform your team from “snooze-button hitters” to “rock-star performers” and create a buzz-worthy environment your clients will love. Sign up today and receive the TGIM e-zine and Roxanne’s weekly one-minute audio every Monday morning!
© Gino Santa Maria | Dreamstime.com
There’s a song I love to play over the loudspeakers at my public events. The song is “Let’s Get it Started” by the Black-Eyed Peas, and we use it to call everybody back from break, to pump them up and get them ready to GET IT STARTED again!
We could use just about any high-energy song to get people’s attention, but this one has something special, and its right there in the title––Let’s get it started. It doesn’t say, “Let’s hope somebody else gets it started.” It’s about US, you and me, getting started and making things happen.
Maybe you’re playing a waiting game in your company, waiting for management to get the memo and start making a positive culture change happen. You’ve filled out enough suggestion cards to fill the old card catalog at the New York Public Library. Maybe you’ve even dropped a few heavy hints in person. Nothing. Ever. Happens.
Time to stop waiting. It’s time to get it started.
Culture change is first and foremost about a change in attitudes. It’s about making people feel appreciated, giving them a common goal, and helping them to have fun in the process. NONE of these requires a lot of money or time, and best of all, NONE requires the involvement of the head honchos.
Still, you don’t have to do this all alone. Certainly there are two or three other people who would like to see your workplace transformed. Put together an informal group––a “coalition of the willing”––and brainstorm ways to turn the place around. There is nothing more fun than taking the bull by the horns and watching as you turn around not just a workplace, but the lives of the people who spend half of their waking hours IN that workplace.
Here are three ways to get it started:
1. Create your own contest. If you know your company has an objective to sell 750 widgets a month, create a contest. Split your staff into teams. Have them report daily and put points for sales up on a white board. Hoot and holler, give out prizes for individuals and teams. Prizes don’t have to be expensive—people will knock themselves out for a chocolate kiss.
2. Start a low-key campaign against dysfunctional behaviors. Quietly enlist as many co-workers as possible in a pact to not engage in gossip, backstabbing, whining, or nay-saying, and to gently call others on it when they hear it in action.
3. Connect. It’s easy to crawl into our shells, keep our eyes on the floor, and forget that we’re surrounded by actual no-kidding people all day. Make an effort to meet the eyes of your co-workers. Smile and say hello. Ask about the family. This isn’t rocket science––but these simple connections can do more for transforming a workplace culture than the most elaborate system of incentives.
At the end of the first month, pull the team together to take a reading. Odds are very good that you’ll see evidence everywhere that things will never be the same.
* Transcription
Thank God it’s Monday!™ Your discovery is right… your boss is NOT perfect. Not by any stretch of the imagination. So, that leaves you with two choices. You can spend your days complaining to others about the imperfections of your boss, but you must then expect the outcome: you’ll never be promoted to a management position because of your cruel way of handling your boss, or worse, you’ll be made a boss and you’ll have six people knocking you down all day every day. You’ve heard of Karma haven’t you?
Well, if you can’t complain, what do you do? You coach up. That’s right. You ask your boss for what you need. You follow a simple 4-step process that goes like this.
When you allow Tommy to keep coming in late, what happens next to the others in your department?
They start coming in late and pretty soon customers have to wait for service. My request is that when people don’t come in on time, you disallow this act immediately. Do I have your commitment?
What did you just do? You just asked your boss and said, when you create this observable behavior the outcome is this. My simple request is this. And do I have your commitment?
Now… doesn’t that feel better to know you can manage your boss? The good news is it will feel better for your boss as well. Rock on!
And yes, you get to choose the language every day.
Have a great Monday!
Roxanne
Roxanne Emmerich’s Thank God It’s Monday! How to Create a Workplace You and Your Customers Love climbed to #1 on Amazon’s bestseller list and made the New York Times and Wall Street Journal bestseller lists—all in the first week of its release. Roxanne is renowned for her ability to transform “ho-hum” workplaces into dynamic, results-oriented, “bring-it-on” cultures. If you are not currently receiving the Thank God It’s Monday e-zine and weekly audios, subscribe today at www.ThankGoditsMonday.com.
Love this audio message? You may also download the MP3 version and PDF transcript below:
Download Instructions: Right-click the download button(s) and
choose ‘save link as…’ to save the file to your computer.