Finally we have warmer weather.
And finally, those whom have decided to leave our companies this year have largely left. Perhaps it's time to make the remaining people, as well as the ones whom have just joined work a little harder AND happier.
Wouldn't it be nice that we can all have fun at work, and STILL get better results?
Hence, this month's topics:
This issue's main article is on "How to Have Fun @ Work and STILL Get Better Results", and we'll explore how we can make our people work harder, be happier and have lots of fun.
Want to know how motivated your team is? Get your team to log on to http://directions.wufoo.com/forms/z7x3x5/ and get them spend just 3 minutes to complete our "Motivation Level Diagnosis". This survey is totally confidential, so do send an e-mail to firstname.lastname@example.org if you'd want a report once we completed the survey. E-mail us if you'd like to customise a survey like this for your company.
Also, you can now train up to 35 of your colleagues on 40 modules of Leadership IQ's 100% Leader Series eLearning programme for as low as US$206 per trainee. Or train 35 of your colleagues in 1 module for as low as US$20.57 per trainee. All licenses are valid for one whole year, and your trainees can have unlimited access to the online training materials for an entire 365 days. Pls. contact email@example.com to find out more. (All fees include invoice taxes and TT charges.)
How to Have Fun @ Work and STILL Get Better Results
by Jerel Bonner
In today’s frenzied world of technical communication, the human element is being lost. The pervasive presence of Social Media available through our smart phones is taking our attention away from creating deep relations with the people in our lives and people are not as happy being connected without emotion. A recent engagement study by Leadership IQ shows only 6% of the companies in China have a highly engaged company culture.
In Thomas Friedman’s recent book “That Used To Be Us”, Joel Cawley, VP of strategy for IBM is quoted "Two things will differentiate companies, one is analytics and the other is the old fashion stuff”.
He also predicts
One type of old fashion stuff is having fun, which leads to being happier. This article shares the philosophy of “FISH”, which will help you as a manager create a work climate that includes fun; it leads to having happier and more engaged employees. The article concludes with suggestions for ways to create fun in the workplace that will lead to higher levels of engagement.
The philosophy of “FISH”
This book, published in 2000, is now seen as providing one of the most interesting and sought after “change management” concepts. It has four core principles for making the work environment fun. These principles are:
1) Choosing Your Attitude
This principle follows’ Stephen Covey’s Habit 1 “Be Proactive”, from the book, “Seven Habits of Highly Effective People”. Everyone must be more aware that they are responsible for their decisions and need to have the courage to make the right choices that will lead to their happiness. So give your team more opportunities to make the choice of how to have more fun at work. Remind them that if they are not considering their choices, then they are choosing to let other factors impact their lives and their job satisfaction.
2) Make Work ‘Fun’
Making ‘work fun’ is important, for you and your team may spend up to 2,000 hours a year at work. That’s 23% of the year. If we exclude the 9 hours a day that we are sleeping and eating that number is 33%. As a manager that realizes that one third of our life is at work, encouraging your employees to create more fun means a more positive work climate and happier staff.
Secondly, for managers there is limited fiscal risk in trying to have fun at work. If the working environment is already boring or uninteresting, changing the situations has only upside potential to retain and attract new talent.
In today’s business world, managers are looking for ways to get their departments to stretch their abilities. So by being a manager that nurtures a philosophy of having more fun at work, you are developing more creativity. Once again, practicing creativity and looking for ways to have fun at work has low risk. This can lead to employees forming new skills for solving other problems as well, leading your team to change faster than others.
3) Be Present
The focus of this principle is that we have to remember to concentrate on what we are doing and how it impacts others, especially when they are with us. We have the choice to care about others feelings, concerns, and emotions so that we can interact with them in a fun and productive way. It is not easy to be 100% focused on others, their moods, and their concerns.
According to research conducted by Leadership IQ, "Being Present" means implementing the following Engagement Drivers:
4) Make Their Day Feel Special
The last behavior is one of the hardest to achieve. How does one make others feel special? This too is another opportunity for you and your direct reports to practice innovation. When we think about making people feel special, we learn to be present and aware of our customer’s needs and emotions. When we make others feel special your staff will enjoy working for you, they will create more ideas, and like the positive energy that you add to their life.
As Tony Hsieh, CEO of Zappo’s and author of Delivering Happiness says, “People always remember how we make them feel”. It may sound old fashioned, though in tomorrow’s economy it will be an advantage that satisfies clients and attracts top talent to your organization.
Ways to Make Work Fun
Before I share some ways to make your work environment fun, I do not suggest playing pranks or games in a factory. Safety must never be compromised for fun. Now, on to some fun ideas that can keep you alert and present when you are around:
The Engagement Connection
The process of identifying and executing more fun into the company culture can be the foundation for moving your organizational culture to a more enterprising culture. Research shows that companies with high enterprising cultures have higher engaged employees.
The exercise of creating a more fun work climate is highly enterprising and innovative. When you allow your staff to drive these activities it will stimulate creativity and a sense of adventure that leads to constant change, which is the kind of climate where top talent thrives. You also enable your people to be more willing to embrace change, so that you can be more competitive.
As these changes become the norm, better business results are achieved through:
Success and Fun in One
The future for all companies is clear. Employees want exciting adventures at work. The market challenges will increase, and those companies that truly create a work culture built on the spirit of enterprise and fun will be the winners. Be the type of manager that ‘Lets the games begin!’
Need help in getting your team to have fun while producing great results? Simply e-mail firstname.lastname@example.org or call +86-136 7190 2505 or Skype: cydj001 and arrange to buy me a mocha. All information shall be kept in confidence.
Power Breakfast Hour: 22 May 2012
How to Have Fun @ Work and STILL Get Better Results
How to make your people stretch their abilities and give 100% at work; and
Developing creative teambuilding ideas so that your team have fun AND improve the ways they work together!
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Teambuilding Tips for Managers:
How to Make Your Own Movie and Win an "Oscar" in 24 Hours
By c.j. Ng
In case you are planning for a teambuilding event for your team, you might be caught in a dilemma between 2 criteria:
Most teambuilding events are "fun" oriented. They are
a way of getting team members out of their work, so as to
communicate and bond in a fun-filled manner. Fun
teambuilding programmes are sometimes held in resorts or
scenic locations, so that team members can do their
sight-seeing after their teambuilding.
Introducing a teambuilding workshop called "How to Make Your Own Movie and Win an 'Oscar' in 24 Hours". This is how it works:
Hence, there are a few key advantages in conducting such kinds of teambuilding:
AboutDirections Management Consulting
Directions Management Consulting is the partner of LeadershipIQ in China and Asia. LeadershipIQ helps more than 125,000 leaders every year through the facts drawn from one of the largest ongoing leadership studies ever conducted is used to help companies apply resources where the best possible results be achieved.
In addition, Directions Management Consulting is a leading provider of sales performance, innovation and experiential learning solutions in China and many parts of Asia.
is the sales performance arm of Directions Management Consulting specialising in conducting training, research and consulting services for sales managers and their team.
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Currently, Directions Management Consulting has served clients such as InterContinental Hotels Group, Unilever, Bristol-Myers Squibb, Roche, Philips Lighting, Carrier, Ingersoll Rand, Freudenberg etc.
Through collaboration with consultancies such as Forum Corporation, MTI, de Bono China, ProWay etc., the consultants in Directions Management Consulting have served clients such as PwC, Air Products, Evonik, Wacker, Epson amongst others.
Directions Management Consulting will increase its efforts to conduct leadership studies in China and other parts of Asia, so that more companies apply resources where the best possible results be achieved in this part of the world.
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