Have you ever been bored at work? Has there been a day or many days where you say to yourself “This is the same old stuff all the time?” Do you ever wish you could just leave the dull people you work with and go on an adventure? You can.
Are you in leadership development or already an established leader? Leaders LOVE action!
Sometimes the best way to create an engaged work place is to have a learning environment with new, invigorating ways of getting people to think.
ENTER “THE SOCIAL BRAIN”!!!!
Once people really get the skinny on how we affect each other it changes all communication and relationships at work. We become “inner explorers” and it creates as much challenge and excitement as skiing a black diamond or hiking the Appalachian Trail.
Here are four ways to help your staff become socially adept and learn to play a more positive game of relating at work:
Safety: the only thing that is certain is uncertainty and yet there is a natural craving for what is predictable. You must have some policies and procedures that are as sure as seeing a red light means stop. Example is to let the staff know when and why there are performance reviews and what to expect. When the basics are clear and well explained it frees up creative parts of the brain to think new thoughts and sets the stage for real collaboration.
Inclusion: The part of the brain that registers pain is the same that registers rejection. When there is a lot of gossip and back-biting at work the pain builds, absenteeism is heightened and cooperation is down the tubes.
Fairness: Events that are seen as unfair register in the lower, limbic system of the brain and the resulting behavior is hostility. When we think that others get an unfair advantage we hold back and want revenge. Think lawsuits.
Empowerment: Being micromanaged and told what to do all the time causes us to feel inadequate and ultimately threatened. Again, the older parts of the brain that are there for safety and security take the lead and staff pulls back to become “Yes” people and repetition and routine take the place of innovation.
We really do change each other. Once we begin to understand this powerful concept it makes the culture at work more alive and effective. This big question is: What can you, and you, and you do to help rather than hinder?