Have you ever asked yourself ‘If it is the truth… is it gossip?” I have many times. I have wondered were to draw the line and what is right to say and what is wrong. I have kept my mouth shut when I should have said something. My lack of communication led to a full blown storm in the workplace. I have also said something when I should have kept my mouth shut. It feels good for a moment, but can last for a lifetime.
Brian Tracy tells the story about the moment his life changed. He was reading at his table in a run down apartment. He did not like his life and was drowning in the tears of his own pity party. He was suddenly hit with a revelation. He was watching his life go by. He was not being a player in his life; he was being a spectator of his life. From that moment on, he set his mind on getting in the game.
When I started working for Apple Retail I went through 5 interviews. Yes… 5! Two group interviews, one 1 on 1 with a manager, one 1 on 1 with the store leader, and one 1 on 1 with the regional leader. All of that just to be on the sales floor. You can bet it made me feel like they put a large importance on their selection process! Later I found out that my group of 13 new hires were selected out of 200+ applicants. Wow I felt empowered!
At Ritz-Carlton, the tiniest details matter. In the fantastic read “The New Gold Standard” by J. Michelli, he tells the story of the development of a new pen for the famous hotel. The design was selected, the vendor was chosen and all the appropriate measures were put in place. It looked to be a seamless roll out. As the pen was being distributed out to a select number of hotels, the leadership traveled to see how it was going. When they went to write something with the first pen distribution, they found that the ball point for the pen broke off easily… again and again.
When I was in school for my undergrad, I took a class called Leadership and Group Dynamics. It turned out to be one of my favorite classes ever! One day in class, my professor taught us the Tuckman’s Group Development Model. Forming, Storming, Norming, Performing and Adjourning. All groups and teams go through this model at some level, but the one step that gets left out consistently is Adjourning.