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Do free work – For a career you’ll love!

January 22, 2012 · by Bob Faw

Charlie has clearly articulated a powerful approach to creating a career you can love. It’s an approach that we have used successfully as well.

Our Story at Matchbox Group:

In mid-2009, when work slowed down dramatically, I did the same thing. We had all this free time on our hand so we decided to go out and do what we loved for free until people could pay us. We realized that the best thing for creating paying work, is when people have experienced good work of ours.

The ways that have worked for us:

We identified our “ideal client” and our “ideal gig”.
We began to speak about these favorite topics to groups of people that contained our ideal clients (CEO’s, human resource professionals, and other leaders).
Even more radically, we became very flexible with our price structures if an ideal client fit the following criteria:

Their mission is one we are passionate about

We like them as people and working with them was enjoyable

We have the time to do it

The easiest thing is to do whatever it takes to make our consulting programs work for the client. That often means going way above and beyond what we’d expected to see happen. Adding value in many unexpected ways as we go along. The wonderful thing is that this is a far more delightful way to work as well. Plus, the testimonials clients did for us went from very good to outstanding.
We produce free videos for our ideal clients. I’m a bit of a video production geek anyway, so it was an easy next step. We started asking if we can video-record portions of our programs. We created videos they could use to communicate changes to their far-flung employees and other stakeholders.

We even create videos and lead events far after we are officially done with a gig.

The benefits

No surprise, their gratitude helps us network and build a reputation much faster.
We’re doing more and more of the work we love to do.
We’re partnering more and more with clients we like and respect and who like and respect us.
I’ve always enjoyed my career, but now I love it more than ever.
We keep honing our skills at what we most want to master.
We feel engaged and alive, even when the money isn’t so strong. It keeps morale up.

My challenge for you

What can you do to create even more passion in your career?

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Join us at the Breakfast With The Best and Culture Con, 1/31!

December 16, 2011 · by Bob Faw

Michael and will be leading workshops on how to have a ‘best company to work at’ in the morning with the Breakfast with the Best and in the afternoon at the Culture Con.

Steps to a Culture of Passion

At Breakfast With The Best we’ll be hearing from the 10 best companies to work for in NH. Plus the gathering of 300-400 will be sharing their top practices as well! Come for great ideas and fun connections.

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Optimists are realists – the studies are in!

September 27, 2011 · by Bob Faw

Guest Blogger: Terry Paulson

When I wrote “The Optimism Advantage,” I was already sold on Seligman’s work on learned optimism. But in doing preparation for the book, I found other research that indicated that optimists are realists. It makes sense. If earned optimism comes from a track record of overcoming obstacles, than you’ve had the experience of facing, analyzing and overcoming problems. To do that, you have to really understand and accept the problem. They are realists because they believe that by understanding a problem, they can cope more effectively. Here are a couple of quotes that I saved that points this out.

“The myth: Optimists are amiable (probably IQ-challenged)Pollyannas who shield themselves from bad signs and aren’t prepared when trouble strikes. Lisa Aspinwall, a University of Maryland psychologist, got $50,000 for work showing just the reverse. She found that happy, optimistic people are more willing than pessimists to read bad news about their health habits and more willing to learn about their failures on tests. They also remember bad news longer than pessimists do. Far from being unrealisticPollyannas, optimists give up sooner than pessimists when presented with unsolvable problems, Aspinwall discovered. ‘Pessimists may not want to know bad news about themselves because, unlike optimists, they don’t think there’s anything they can do about it,’ she says. Optimists may want to know where they’ve erred ‘so they can improve later—of course, they think they can improve.’ And their open approach promotes better relationships. Optimistic couples are more likely than pessimists to bring up what’s bothering them so itcan be resolved. ‘They may be more confident that they can solve things,’ Aspinwall says, ‘but when something can’t be solved, they seem to recognize that earlier.’” Marilyn Elias (USA Today, 5-16-2000)“Numerous studies show that optimists, far from protecting their fragile vision of the world,confront trouble head-on, while it is pessimists who bury their heads in the sand of denial. In a 1993 study of women newly diagnosed with breast cancer, the women with an optimistic disposition were more likely to acknowledge the seriousness of the disease, experienced less distress and took more active steps to cope with it. ‘Pessimism was associated with denial and a giving up response.’ Said Charles Carver of the University of Miami, who conducted the study withMicahelScheier of Carnegie Mellon University. ‘Optimism was associated with positively reframing the situation, with women believing, ‘This is not going to go away, so let me make the best of it I can.’’Carver said.” TerenceMonmaney (LA Times, 1-5-2000, pp. A1, 15)“A study of 78 men with AIDS provided evidence that optimists live longer. Those who indicated that they had a realistic view of their disease’s course died an average of nine months sooner than those who were optimistic about postponing the end…. The central paradox of positive thinking is clear—Clinging to the belief in a positive future against reasonable odds sometimes makes it happen.” Shelley Taylor, Positive Illusions” (January 8, 2000, 4A, Sun-Sentinel, South Florida)

Dr. Terry Paulson is a psychologist, professional speaker, columnist and author of the popular books “The Optimism Advantage,” “Leadership Truths One Story at a Time,” “Making Humor Work,” and “They Shoot Managers Don’t They?”

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Video that speaks to positive life-transformation

September 27, 2011 · by Bob Faw

Last year I blogged about this amazing nonprofit in “Deep full-life transformation“.

This video is a compilation of client interviews we made over about 6 months. Very inspiring!

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Positive change agents – principles for enjoyable success

August 10, 2011 · by Bob Faw

We’ve used these principles to guide our positive change projects for years.

These principles are keys to motivating busy people.

Take the time to make goals clear and compelling.
The easier it is to contribute the more people do it.
Make starting steps doable and clear.
Make sure people feel confident enough in their role.
Frame goals, directions and other communication positively.
Steady guidance at a strategic level keeps people on track and confident in success.
Make questions specific, positive and generative.
Keep focused on your top priority goal. Ensure that you’ve applied all the resources you need to to this goal.

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Are you a positive change agent? – Survey

April 21, 2011 · by Bob Faw

I’m not talking about secret agents … positive change agents are actually in the middle of the action, right in the public eye. They take risks all right, but the kind that help people and organizations grow.

See how many of these statements describe you to find out if you’re a positive change agent, a positive change agent in the making, or needing a weeklong retreat with a gaggle of positive change gurus. Then click the number that fits below the list.

I look for a way to adapt when the change isn’t going my way.
I know the journey is just as important as the destination.
It is intuitively obvious that when people enjoy a change process it’s far more effective, fast and easy.
I prefer to build on strengths and find the best in people, and not the old “break ’em down and build ’em the way you want them” method.
It is obvious that the quality of a relationship is as important as the quality of an idea/product.
I know why Appreciative Inquiry, Positive Psychology, Strength-based development, Positive Deviance, or Solution focus work so well.
I’ve seen that win-win solutions make the most sustainable change.
I’ve found that buy-in comes from authentic questions, real listening, and a chance to make a difference.
I like solutions and talking about what to do far more than creating a list of problems and playing the blame game.
I prefer a few core principles rather than a thick rulebook.

I’d love to hear more about how you create positive change.

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Optimal balance of positive & negative

April 17, 2011 · by Bob Faw

No surprise to many of us… research has now shown that you need to be a lot more positive than negative on teams.

10:1 – Ideal Positive:Negative Balance

Using a “Capture Lab” researchers saw a strong average correlation between positive language and performance.

Low performing teams communicated 1 positive for every 3 negatives – 1:3
Medium teams averaged 2:1
High performing teams ranged from 6:1 to 11:1
Too much positive, 12:1 or more, “calcifies a team”, making necessary change and adaptation difficult.

Sustainable marriages apparently need at least 5 times as many positive emotions regarding one’s partner as negative–5:1

This ratio is yet another reason to use positive change approaches such as Appreciative Inquiry, Positive Psychology, building on your strengths, Solutions Focus, and Positive Deviance.

BTW, I make no money off these links, but I do make money using these methods in our positive change consulting. We find these approaches not only more effective for our clients, but far more enjoyable for them… and for us!

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Shifting the complex balance of decision making

March 1, 2011 · by Bob Faw

Teeter Totter Effect

Influencing decision-making is challenging if you don’t have direct power.

Even when you do it can be incredibly difficult if there are enough demotivators present. Many of the factors influencing decisions are unconscious, making it challenging to even sway oneself. If you doubt me…

CHOOSING TO LOSE WEIGHT: What percentage of dieters reach their goals? Even though we have high control, it would seem, over what food we put in our mouths, there are many other factors acting as demotivators against the “lose weight” goal. We eat for many reasons including emotional ones that counterbalance the desire to look good.

USING THE TEETER TOTTER EFFECT: Part of the success of influence rests upon our ability and willingness to put more motivators on the teeter totter, and take demotivators.

MOST CHANGE EFFORTS FAIL: As many as 70% of mergers and acquisitions lose profitability. A majority of those are due to culture clashes. These are situations where there are way too many balls on the demotivating side, and they were ignored, not understood, or assumed to not make a difference. Plus, there is rarely enough personal reasons for people in the organizations to work hard to make it work.

Free illustration handout click Teeter Totter Effect

FOCUS: Often helping people focus more strongly on the aspects of the change that motivate them personally are key to gaining buy-in to a major change. Also reducing the things that make them want to avoid your changes as if they were poison.

For ideas on how to have a positive influence see other blog posts:

Positive Change Questions

Influencing your mood

Feedforward – influencing future good action

Focusing on clear goals

I’d LOVE to hear your ideas on how to tip the Teeter Totter to positive action. Please comment or send me an email.

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Deep full-life transformation

December 17, 2010 · by Bob Faw

There is an organization that helps their clients truly transform their lives. The Care Center in Nashua, NH.

Their clients move from…

fear to confidence

despair to hope

and

homelessness to security.

I’ve had the deep honor of interviewing a number of their past clients. Almost every one has talked about living a life of fear,

in a home where the mother’s and children’s physical safety was always questioned…

or one step away from living on streets…

The Transitional Housing Program (their flagship service) is a tightly run process that truly gives the women and their families every opportunity and every tool that they need to transform their life.

They told me that the major ingredient the clients must bring to it is their own grit. They must also believe in the future life they want for themselves and their children. They have to adapt to the supportive guidelines, heal their emotional wounds in therapy, learn new parenting skills, and improve the way they deal with finances. When they did all of this, they succeeded.

I noticed that what usually first drove the women to the Care Center was fear and pain. What then helped the successful ones to transform their life was a vision of greater health, security and well-being for themselves and their children.

There are powerful lessons for all of us in changing our own lives.

Let the fear motivate you away from the danger; and then use the love for self and others to motivate to greater things.
Be willing to adapt to radically new ways of doing things.
Be grateful to those that offer you help – and take advantage of all the resources you can on your journey.

In the next few weeks I’m going to post video of some of the interviews, so that you too can be inspired by these heroic women.

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Conference room combat to improv jazz – true story

October 28, 2010 · by Bob Faw

This is a true story of Improv Leadership creating more dynamic presentations.

This is a guest post from a good friend and colleague of mine, Eric. He is a senior healthcare architect who has mastered the art of co-design with his clients using improv leader and solution-focus techniques. Here’s his story:

My work as a healthcare planner requires a capacity to talk about complex medical issues and translate those issues into a spatial solution for my firm’s clients; there is, of course, never enough time, space or money!

In the past, those meetings have been “conference room combat” for me, now they are “improv jazz”!

The difference?

I have come to recognize that the best solution is not “my solution” but is truly owned by the folks who will use the end result (the implemented plan). By freeing myself up from the presumption that, as the “planning expert” I must generate the “best plan”, I create the opportunity for me to participate freely in the dialogue. That dialogue, in turn, is free to head into unexpected turf and unconventional, but effective solutions.
Once I frame alternatives as potentials for them to review, criticize, examine, take apart and reassemble, clients actually respect my professional skills more, rather than less. It removes the “yes/no” charge from discussions about solutions, and directs the discussion into the wonderful grey area of “what if?” where true can emerge. We focus intuitively on the positive and the potential, and view obstacles as opportunities to be mastered!
By engaging in dialogue, my clients understand that I view their expertise and experience as critical to the process. When clinicians are invited to participate, they focus on real issues, rather than “grandstanding” or politicizing the process.

In “conference room combat”, someone may appear to win, but ultimately, everyone loses. The end product suffers. By creating an environment that allows fluidity of thought everyone has a voice at the table, and the result is an improvisational work session that can truly lead to better, more dynamic and optimal solutions.

Eric R. Lautzenheiser , AIA, ACHA

Director of Health Facilities Planning

Francis Cauffman

If you have a story to share and want to be a guest blogger here, let me know.

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