During the recent webcast I did for the American Management Association, participants submitted more questions than we were able to answer in the allotted 15 minutes for Q&A. The AMA sent me the questions so that I could answer them on my blog. Although I am not able to answer them all at once, I will continue to chip away at the list and post all the answers below.
Several people asked about increasing connection during difficult economic times when many companies are laying workers off.
Recently I was interviewed by Anita Bruzzese, Gannett Newspaper’s workplace columnist, about that issue. You can read the interview here.
What are the six universal needs to thrive?
Respect, recognition, belonging, autonomy, personal growth and meaning. Read more about them in an article I wrote here.
Several people asked how they can influence upper management to embrace Connect Cultures.
Purchase a copy of Fired Up or Burned Out for the individuals you know in upper management and give them a copy along with a note that says “thought you would enjoy this, especially the inspiring stories of great leaders.” The book was written to persuade readers to embrace Connection Cultures. It includes inspiring stories and research from diverse fields of knowledge. You can also email the Connection Culture ebook around to your colleagues at work. It’s downloadable and free. Finally, send information on our speaking and training to your colleagues who hire speakers and trainers. Finally, and most important, be an intentional connector who models connection.
Several people asked what can be done with people who don’t embrace the values that increase connection?
If someone is agnostic, keep working on them. If they are intentional disconnectors who are hostile to connection, get rid of them. They don’t share your values and shouldn’t be on your team in a part of your organization.
How do I create a Connection Culture if my overall organization doesn’t embrace it?
Research shows that organizations vary dramatically in terms of connection in business units. One business unit may be a Connection Culture while down the hallway another unit may be sucking the life out of its members. Another way to say this is that organizations have subcultures and you can create islands of connection. It’s not ideal, of course, but it’s the next best thing and it does make a positive difference in the lives of the people in the Connection Culture, it will have a positive effect on performance as well as be a model for others to emulate.
