There are some really common challenges in the workplace. But in many cases we’ve been trying the same solutions for years. And often without results. So…maybe it’s time for a new approach?
There are some really common challenges in the workplace. But in many cases we’ve been trying the same solutions for years. And often without results. So…maybe it’s time for a new approach?
Modern Mentor is hosted by Rachel Cooke. A transcript is available at Simplecast.
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Hey, it’s Rachel Cooke, your Modern Mentor. I’m the founder of Lead Above Noise—a firm specializing in activating workplaces – helping leaders bring simplicity, ease, and big giant results to the forefront.
Remember your questions and curiosities are the fuel behind this show. So if something – anything workplace related – has been on your mind? Then leave me a voicemail with your question at (201) 677-8113. And I just may answer it on a future podcast.
So, this week I had a real gift of an experience. I was sitting with a friend in a coffee shop and we saw a guy outside try to pull the door open and enter. No biggie – happens all the time, right? You try to pull a door, it doesn’t budge, so you realize you need to push it.
But this guy? He was committed. We watched him pretty nearly break a sweat trying to yank that door open.
Eventually he figured it out. But for a while there, all I could think was “hey man – really seems like pulling isn’t the solution you’re looking for. Maybe try a push?”
OK, enough about this poor guy. It’s a metaphor for today.
Because today I want to talk about problems. The kind that arise time and again, but we keep implementing the same, wrong solutions. The kind where we keep on pulling when what we need is a push.
They do, I believe, call that insanity. You know – trying the same thing over and over, but expecting a different result.
Here are some I see on repeat.
1. People are burned out.
I mean… this one kind of blows my mind. I feel like I’m still seeing the same posts, the same conversations on LinkedIn today that I was seeing 5 years ago.
Leaders are acknowledging burnout is real. And they’re committing to combatting it.
But the solutions they’re implementing just haven’t changed. And no one is questioning – why are we still battling burnout?
This comes up in Pulse Checks all the time.
Teams talk about their overwhelm. Their lack of clarity, their 5000 priorities, their lack of resources, their constant busyness.
And when I ask what their leaders are doing to help them, they still talk about quarterly mental health days; or offers of virtual yoga classes; meditation sessions. Or Employee Assistance Programs (EAP’s) providing counseling services or fitness benefits.
Listen, all of these are great. And I always tell leaders if you can swing ‘em, bring ‘em.
But they’re cures for a problem we should be solving. Preventing rather than treating.
The problem is these things are sexy. They’re buzzy and they get attention.
And the stuff companies should be doing? Less sexy. Things like:
· Really, ruthlessly prioritizing…and holding their leaders accountable to taking something off the list when something is added
· Demanding better meeting hygiene – ensuring meetings only happen with a clear objective, the absolute right attendees, and an accountability for action
· Matching resources with expectations. I keep hearing of teams of 3 people and some really dated technology being tasked with delivering the work of 40 people using robots. Leaders have to be sense-checking what they’re asking of teams and tools before setting those expectations.
When we’re able to make headway on these – and many other contributors to burnout – we see the tide turn. With or without the yoga.
2. The organization structure isn’t working.
Oh boy. This one’s a biggie. Because here’s what happens over and over and over.
Something in an organization isn’t working. Projects aren’t being delivered well or innovation isn’t happening or decisions aren’t being made. Or a million other things.
And way too often in these cases, a senior leader decides it’s time for a reorg. Because they assume the problem is reporting lines or formal decision rights or how teams intersect or overlap on an org chart.
But here’s the truth: Organization problems are almost never caused by structure. Reorg-ing is painful, confusing, expensive, and exhausting. And it should be done very rarely and thoughtfully.
We too often change structure to try and solve problems of people, process, and resource.
Like if something’s not being delivered, before you assume the solution is to change where teams report and who’s the “boss,” consider…
· Do we have the right people with the right skill, capability, and bandwidth on the case?
· Do we have basic processes – like approvals, decision-making, problem-resolution – that are serving our goals?
· Do we have the right tools, access, and knowledge management available?
Org structure, for some reason, often seems the most obvious choice. But if structure isn’t the underlying problem (and really, it almost never is), then it’s not going to solve what’s really going on.
Check your blind spots. Ask your teams what holds them back. And be willing to make the real changes.
3. People aren’t doing what they’re supposed to do
You know. Like coaching. Or giving feedback. Or collaborating, innovating, making decisions efficiently. All the things.
Not uncommon for one – or many – of these issues to pop up.
And commonly, when they do, senior leaders tend to default to a training solution.
People aren’t coaching, innovating, or making good decisions? Well, we just need to teach them how.
Listen – I do leadership development for a living. I believe in it as a solution. But only to the right problem. Leadership development is amazing at building capability and confidence. At creating space for practice and accountability.
But those aren’t always the reasons people aren’t doing the thing. Too often I hang in organizations where people aren’t innovating not because they don’t know how, but because they have no time. Or freedom to experiment and maybe even fail. Or someone shoots down every new idea immediately.
Sometimes great decisions aren’t getting mad because frontline leaders aren’t empowered to make them. They have to ask permission for everything, which creates bottlenecks.
Sometimes leaders aren’t coaching because they themselves are being micromanaged, and so they simply do the same with their own teams.
Organizations love training programs because if they’re effective they can be a bit of a magic bullet.
But they don’t solve organization design or behavior problems.
So, if something isn’t happening as it should, start by asking. Why not? And what changes could we make to drive change?
4. No one seems to be connected anymore
This one has gotten really hot in the past few years. With the explosion of hybrid and remote work – which, yes, are here to stay – feelings of connection have been lessened or lost.
And companies, rightfully, want to change that.
But too often they’re imposing solutions on people that are backfiring.
Companies today are still forcing fun. They’re doing in-office ice cream parties, or mandatory everyone-in-on-Tuesdays. Things that compel people to be physically present.
But connection doesn’t just come from physical proximity. It comes from intimacy. From building meaningful relationships with others. From collaborating purposefully on a project. From sharing wins and failures. From asking questions and receiving thoughtful advice.
How can organizations create this experience? Ask your teams. How do you prefer to experience connection? How can we better facilitate it?
I’ve helped clients set up peer mentoring programs; job shadows and rotations; lunch-and-learn series; programs through their Employee Resource Groups; new approaches to brainstorming and knowledge sharing.
There are countless ways to drive connection. Ping me for more ideas any old time.
And there you have it. Being a problem solver is a great thing. But if you’re feeling frustrated by something happening on repeat? Take a step back and ask yourself. Am I just pulling a door that’s screaming to be pushed?
And what might that push look like?
Join me next week for another great episode. Until then, visit my website at leadabovenoise.com if your workplace could use an activation boost – a talk, a workshop, a pulse check – you choose. You can follow Modern Mentor on Apple Podcasts, Spotify, or wherever you listen to podcasts. Find and follow me on LinkedIn. Thanks so much for listening and have a successful week.
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