It’s based off of a survey. The information comes straight from those who have completed it. Evidently GenY is not looking too hard-working. I’m not laying judgement based on the title of this post. Simply stating the facts that the people who completed the survey provided.
Pass it on!
We all have our own distinct opinions. We often argue for these opinions. You see it happen at your place of business. Between customers and sales people. Between various departments and employees. Each area is often so entrenched in their own feeling of what is correct that “they” or “you” forget that other ideas could actually trump, prove incorrect, or increase the effectiveness of those arguments.
The Collision of Ideas
I am a believer in the “collision” of ideas. An understanding that our own development and success could be enhanced by our ideas and opinions colliding with those of others. It may not matter whether the ideas are similar. It only matters that the two separate and possibly opposing but similar ideas collide. This collision could lead to better ideas or the building from one truth to an even better truth.
Yet so many people, organizations and working departments often never actively create opportunities to talk to each other.
That lack of discussion or coming together could be diminished because the parties in question believe it to be a waste time, that the other person may try to sabotage or put down the idea. It could also be due to the simple battle between sales and administration, between the glass ceiling and the front line, or even the annoying but popular argument of HR versus Business. It’s as if the dissension is more comfortable than the prospect of success?
Regardless, the collision of ideas is needed in order for innovation to occur. It is needed in order for processes to be improved, for business to be profitable. But the most important reason for ideas to collide is to allow people to come together and understand the common purpose toward achieving the common goal!
In the video below Neil Degrasse Tyson, American astrophysicist and Director of the Hayden Planetarium, and popularizer of science speaks shortly on what he believes causes the ineffectiveness of government politics and eludes to the essential need for the cross-function within teams!
When questions are asked on how to best deliver Trust, Engagement, Effectiveness or Morale in the workplace; articles usually tout the names of CEO’s, Executive Teams and Heads of HR as the key deliverer’s of advice. These articles are passed along and then referred and referenced in articles and discussions. Often this “advice” from an opinion perspective are taken as the new “best practice” approach. Simply… because some big company CEO or Executive team member “stated” from their perspective what should be done.
I don’t know about you but I very rarely see any new ideas or approaches from any of these big companies or big names.
The same ideas and advice given by the big “best in class” companies” are often similar or done less effectively than what you may be doing in your own small, less well-known organization.
“Insanity: doing the same thing over and over again and expecting different results.”
~ Albert Einstein
We all want to know how! We all want to be given steps. It helps. Yet let’s stop doing this!
Let’s stop asking similar questions to those at the top of the organization expecting them to offer anything drastically different then what has been offered in the past.
I say this. Instead of always asking for best practices, advice and approaches from the top, begin to ask it of those in the middle to the bottom!
I’m not saying the advice you receive from the top isn’t good. I’m just saying that your employees perspective shouldn’t be treated like it’s bad!
Any true executive leader would offer this same advice!
What do you think?
From a talk I did at the Cincinnati USA Regional Chamber of Commerce as part of an the HYPE Talent Symposium.
Do agree, disagree? Why?
