I’ve been working with Creatives in the workplace for close to 30 years. So, I echo a lot of what this author, James Wilkinson, has to say in his May 2017 article for StrategicCFO.com entitled: Creatives in the Workplace: Are you the Machine or the Inventor?
While this is a very insightful article, I do think there are a few key points that the author forgot to mention.
I believe that leadership must first create a culture that is driven by a purpose and shared values, and also include:
Again, in my opinion, leadership must create a culture that brings out the best in everyone, including those in the interview process. This is “a must-do” as well as a “must-have” in order to get the best out of a company’s talent, including those just coming in or trying to get in the door.
If you have further insight about company culture and shared values, I’d love to hear from you. Don’t hesitate to respond below, connect on LinkedIn or Twitter or send me an email.
Change Happens When the Pain of Staying the Same is Greater Than the Pain of Change!
- Tony Robbins
This quote is often mentioned in the context of human behavior change or in psychology narratives. However, I’ve also seen this same attitude in business decisions.
As a CFO or CFO consultant, I’ve often been involved in decisions surrounding process improvement initiatives (for agency management systems and other small to mid-sized company accounting systems) that, often-times, become related to computer software and hardware changes.
Over the years, examples of client or user complaints have included:
I’ve had these issues come up just recently:
In another case, change just needs to happen. A company simply does not care what it costs or how disruptive “a change” might be. Maybe this is just a way to clean house and eliminate the bad behaviors. There usually is some underlying reason agency management is looking at new systems.
Sometime this kind of change is a good strategy, but then the realization:
Taking the path of least resistance
Over the course of my career, I’ve been asked to consult with companies or make the right decisions in these situations ---many, many times. I go through the user interviews; identity work flows and develop ideas to make the processes more efficient. More times than not, the users already know what needs to be done, but human behavior always comes into play. An inefficient system many times is just a symptom of bad behaviors!
Then ultimately, a company decides:
But really what they are saying is: “The pain of change is not worth the pain of staying the same."
Any or all of these instances above show that the pain of change is not worth fixing the pain to stay the same. Or management totally miscalculated the pain to change. In any case, there is no good outcome.
So Now What?
Usually it starts with clearly understanding what problem you’re trying to solve. In many cases, the problem can be identified to bad behaviors around compliance, complacency and a lack of training. In other cases, it’s time to embrace the latest technology, and a collaborative effort of all stakeholders to learn, improve and embrace the latest technology together. Then a clearly, an articulated plan, with budgets and a time table to implement the change, is required.
If managed correctly, the pain of change will reward you with a positive ROI that will far exceed the pain of the current situation.
You may also determine that the real issue is related to human behavior or lack of training. Once you correct the behavior or provide the necessary training the pain goes away. Problem Solved!
Let’s continue the conversation. What is your story? How can I help?
Fill in the blank (copy and paste in the comments section below:
My current (System, Process, Career, Relationship) "Pain of Staying the Same" is GREATER than "the Pain of Change."
Almost every day you hear bad stories about people either dealing with triple digit increases on their health insurance premiums, being dropped from by an insurance company or some other issue about health insurance. Yet, we never hear of GOOD stories about solutions for health insurance issues!
I used to tell my direct reports, “don’t complain about a certain frustration or problem unless you’re prepared to offer a solution!”
I was recently charged with helping a company go through a health insurance open enrollment period. The situation was rather complex as we had issues surrounding a controlled group of companies. This means that the company cannot offer better insurance coverage at a lower cost to a group of employees without offering that same coverage and cost to all your employees. To that end, it turned out that the costs to the company and to employees went up 68% for employee coverage---almost 100% for family coverage and an over 45% increase to the company.
Unfortunately, small companies cannot absorb these types of costs so ultimately the costs get transferred to the employees in higher health premiums or higher deductibles/out of pocket. Bear in mind, in this situation there was a $6,300 max out of pocket; this means that the employee is required to pay the first $6,350 or $13,200 for family healthcare or medical emergency BEFORE the insurance covers the cost.
What’s an employee supposed to do?
Find another job where the employer pays more of the premium? Employees are often held hostage to work for employers in jobs in where they’re perhaps disengaged, enduring long commutes, or stressed out… the list goes on and on… just so that can obtain low cost medical coverage.
What does the employer need to do to retain their talent?
In my situation, I was simply frustrated that I couldn’t offer the employees another option!
Fast forward to recent article I read, in the April 21, 2017 Arizona Republic, about an Avondale, Arizona couple who experienced a 136% increase in their insurance premium. Their premium increased to $3,316, three times the cost of their monthly mortgage payment!
Yes! The triple digit increases cited by Trump in Arizona are real. Until a repeal or replacement of Obamacare is completed, we will continue to be held hostage by insurance companies and or employers that can provide a low cost health insurance program.
As a small business-owner myself, and part of the growing population of solopreneurs, I am also subject to this triple digit increase.
As I stated earlier, don’t complain unless you’re willing to offer a solution, but you see, I have found solutions!
The co-op health market is the solution. Check out these three providers: Medi-Share, Liberty Health Share or Altrua Health Share. All three solutions are well below the exchange rates and maybe even below the group insurance rates offered by your employer.
What other solutions do you have? Has anyone had any experiences with the providers mentioned above, other co-op providers or other options not mentioned?
Let’s share ideas and continue the conversation about how to offer MORE solutions not just complaints.
I was recently browsing through some of my social media channels and ran across this Inc. Magazine article by marketing executive Sangram Vajrek: Try This Life Goal: Impact One Billion People …Now that’s a BHAG: “Big Hairy Audacious Goal!”