The trajectory of creation is a never ending loop.
From a mathematical perspective, you need at least three points in space to generate an area. When you look for the definition of area you get: a space allocated for a specific purpose. So, you must be very “careful” on how you define those three points, because they will become the space for your purpose.
Remember the Personal Soundbox post? The creative loop is a constant energy flow. It resonates, just as you and your team does, on this three points:
Past: Experience.
Present: Actions, as a pivot.
Future: Vision.
This three elements [points] interact with each other generating the “space allocated for the specific purpose”. So, the importance of this is that your Personal Soundbox and your team’s, must resonates with the way this three elements are aligned.
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Friday at 3 o’clock in the afternoon, I asked my team to be on the office at 8:30 am on Monday. They were there and I wasn’t. I forgot about it!
I find it very serious. I’ve been talking about purpose and how to generate trust and this kind of errors are the ones that have a profound impact on teams.
What I did?
I said I was sorry. I didn’t try to make any excuses. I told them I forgot about it, that it was an error and that I understood their feeling of frustration and disappointment.
They told me it was find but their faces told me something else. I’m feeling guilty as hell.
Why I decided to write about it?
When we manage teams we are exposed to making errors and forget commitments. We are humans. But, we have a responsibility with ourselves and the team to right the wrongs and to be true to them.
Maybe this had a huge impact on them, but I’m sure that not saying anything would have been worst.
Lesson learned?
Be real. Tell the truth. And set an alarm! The engagement of your team depends on this.
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Politics (from Greek: πολιτικός politikos, definition “of, for, or relating to citizens”) is the making of a common decision for a group of people, that is, a uniform decision applying in the same way to all members of the group. It also involves the use of power by one person to affect the behavior of another person.
We are political beings. We manage expectations and promises with our clients, teams, investors, bosses, etc. We are constantly making decisions.
Therefor, it’s very important to be conscious about the importance of how we relate to people and how those decisions will generate an impact.
Almost every action done in a company [off course not all of the], depends on the “power” of the ONE person that is in charge. That’s why you should use you persuasion skills to base your idea or initiative and manage the politics.
Sometimes, politics is confused with bureaucracy. Don’t confuse them. Bureaucracy is lack of efficiency. Politics is the ability to negotiate, resonate and inspire.
Sadly, empathy has been removed from the “art of politics” and corruption made its entrance.
We must overcome it and transcend this awful version of it. How?…
Let’s re-incorporate empathy. Be aware! Inspire purpose and resonate.
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The process for obtaining the cultural instances of an organization I think is very similar to how an API works.
An API is set of routines, protocols and tool for building software applications and an application program (app or application for short) is a computer program designed to perform a group of coordinated functions, tasks, or activities for the benefit of the user. (Wikipedia)
If we establish that our brain functions as a very complex computer running lots of programs at the same time. And if we think our thoughts, behaviors, emotions and the way we interact with the environment, as our apps or softwares, is time to really consider that every organization -system- has an API running in the “cloud”, to which our brain -through the senses- connects all day long during our interactions which that particular system.
In order for it to work, we need to have an specific repertoire of “connectors”, language and structure in order for it to work.
In this API, there is the Library of all the ways in which we should behave, think and interact. It’s not consciously design in every way. Sometimes there are a few programs running that hasn’t been approved by anyone, although nobody validates them, they are still being access by our senses.
All of this routines and protocols, are at our disposal and it’s our duty to access to them daily. But, how do we access?
All the information regarding this matters are “accesible” by everyone that’s part of it.
As I said before is an unconscious process, but it supervised by our senses. It is felt in the body and it’s being transmitted by words. In all of our daily interactions with our organizations -including chit chats with our colleagues- is being access and we can’t run from it.
But, what if we have a compatibility issue? As in any software or process, we need to have an specific repertoire of “connectors”, language and structure in order for it to work. That’s way not everyone is suitable for a particular organization. But it’s on the very interest of it, that API works as it should and it’s openness can be shared.
It all comes down to this; the culture of an organization is a set of values, routines and protocol, among other things, that makes that particular construct special and unique. All the information regarding this matters are “accesible” by everyone that’s part of it. Nevertheless, is responsibility of the organization as a hole to make this API “up” and running.
