Symbiotic Synergy - What is it?

It’s human nature that we wish to be heard. Our natural born instinct is to contribute. We naturally seek affirmation that we are of value. Quite often in the work place when a Manager or Team Member seeks to display those traits, it comes at the cost of someone else being quashed.

The essence of successful team work comes from both symbiosis and synergy.

Symbiosis reflects a mutually beneficial relationship, where the success of one means the success of another. We commonly see this in the relationship of the clown fish and the anemone.

Synergy is the concept that the whole is greater than the sum of the individual parts. In team work terms, the knowledge and skill sets of the individual members are of most value when they are combined and the collaboration of them will result in greater outcomes. Sort of like 1 + 1 = 11

Symbiotic Synergy breeds respect, innovation, creativity and an ongoing culture of development. Mistakes aren’t punished; they are accepted as lessons and measured in future risk. The political blame game is disintegrated and replaced by a culture of responsibility. Brain storming isn’t a special event; it is a daily occurrence that breeds acceptance and superior innovation.

Symbiotic Synergy puts Autonomy, Mastery and Purpose into the hands of the staff via a balanced collaboration and drives the organisation to heights that a traditional Management style could never hope to achieve.

Here’s a few good “c” words:  If you’d like a creative culture of collaboration… contact us today… enquiries@outsidethe3.com

Out with Old.... In with the New

The theme of the day Leadership...


I recently read a blog by Michael Cardus stating his belief that we shouldn't separate the terms Manager and Leader


I can understand his perspective on this, in many ways the premise that differentiating the two terms and roles is only down to semantics. However, I personally believe it's important that we do differentiate the terms and create a dichotomy. There is a wide chasm between the attitudes of people that are placed in these positions of authority.

My personal differentiation is along the lines of: 
MANAGER: 

• Displays the old school attitude of we are the "Officers" they are the "grunts"
• Cover their backside and play the political games, will often stall a decision or have someone else make it if risk involved. 
• Works only to procedure, "because that's how we've always done it!" 
• Protect their personal interests first, the company's second, their staff at the very bottom of the pile. 
• Doesn't readily accept input from others, because they are always right 

LEADER: 

• Accepts all responsibility 
• Isn't afraid of making a tough decision 
• Encourages input from others and happy to admit there are alternative ways 
• Display trust to their staff and shows EQ in dealing with them 
• Isn't afraid of mistakes, doesn't place blame, focuses on the lesson, breeding a culture of measured risk and innovation 
• Puts staff first, understanding the right staff will rise to the company goal and therefore support him 

Australia has seen a revolt against the former today (Thurs June 24th 2010), with a Prime Minister being kicked out of the top position after dropping from 70% approval ratings to 35% just 18 months ago. Kevin Rudd was a Prime Minister with a reputation for his "Manager" style attitude, unwillingness to yield after making poor but colossal policy decisions without consultation, very high staff turnover within his office and many anger tantrums. 

Politics aside, in every organisation I walk into today, the "Manager" style of leadership is all too prevalent. Despite all the training available, despite all the research and information available, for some reason many in authority still believe that wielding the whip will get the best results. This fallacy is long dead, I learnt this at the ripe old age of 24 leading a team on the construction site. If I'd used the same "manager" style of leadership that I always seen around, I would have ended up with a shovel in my head!

I think the movement to create the dichotomy is a healthy one, while the semantics of words regarding the fact that they still have to accomplish similar tasks, the major difference is in attitude.


As you make each leadership decision and each time you talk to your staff... Ask yourself this simple question: "if I was on the other end of this conversation, how would I react?"


If you'd like to read more regarding this differentiation, I found this wonderful article that explains this from yet another perspective, that "While a manager receives their authority based on their role, a leader's authority is innate in their approach."

Do you have Donkey Vision?

I came across a fun trivia fact about Donkeys.... yes... Donkeys! 


Apparently, The placement of a donkey's eyes in its heads enables it to see all four feet at all times. The mind boggles in trying to place this ability in human terms. Yet if we go a little abstract in business terms, it's not that big a stretch. How well grounded are we? Are we single sighted? Or do we allow our vision to be positively influenced so that it becomes well balanced?


Be Prepared to Learn
There's always a danger in saying "I know what's best!" Sometimes that's true, yet it also important to allow humility in and let other teach us. I remember when I was just 18 or so having a chat with a wise old Apple Orchard Farmer... a man I considered a great mentor and teacher. One day he turned and said "That's fantastic Troy, you've taught me something new today, I love that!" What a great attitude for a very experienced man.


Balance from the Top Down
From a management perspective are you well balanced in the way you care for those that report to you. Do you mentor them, encourage them, give them responsibility along with the faith and trust that they will deliver without having to look over their shoulder? It's not always an easy balance to find, especially when the pressure is on and the deadline is imminent... yet for me personally, this is the big differentiator between a Leader and a Manager.


The Lost art of Listening
I've also been thinking a lot over the last couple of days about the lost art of Listening and how it finds it's place in the balance we show.


I was recently asked to assist with Event Management for a large Leadership Conference in the education space. Both myself and one of the other team members had worked successfully together on similar events and were happy to lend our help and experience... however we noticed that each time we presented an idea we were promptly rejected. These ideas weren't costly, they weren't outrageous, they were good quality simple common sense ideas that would add professionalism and prevent disaster. 


We quickly realised that those running the event lacked humility. They were so caught up in displaying authority that they rejected the very advise and experience they requested. 


Can we Handle the Truth?
Do we sometimes do this? It can be very easy to ask other for assistance, yet when they tell us something we aren't prepared to hear, do we promptly reject it without giving it the respect it deserves?


We have two ears and one mouth... surely we should listen twice as much as we speak.


We have two eyes and two feet... surely we should be able to stay well grounded if a donkey can with four feet and only two eyes?

Symbiotic Synergy - Becoming a Global Citizen

Today I'm going to try and bring together a couple of very different topics:

1. Some highly disruptive neighbours
2. An education data analysis project I've been working on

Neighbours be Gone

I live in a fantastic neighbourhood. To the right of our house is a lovely park and playground, to our left is a genuine and caring family that would do anything for you and they often do. Directly across the road is a great bloke that we get along wonderfully with and like next door, we'd always be happy to help him out as he does for us. Most others are friendly and quiet, unassuming respectful people... until we go across the road and one house up to the left where we find a mother and 3 teenage-twenty something kids. These people drive us crazy... they're selfish, disrespectful, loud, obnoxious and filthy. I'm holding back there too. Despite every household surrounding them clearly spelling out what behaviour is and isn't acceptable, they continue to find new lows.

Every month without fail, sometimes on a weekly basis they hold parties where dozens of cars line the street belonging to drunken tweens that leave rubbish on everyone's lawn, they go till all hours of the morning yelling and screaming, smashing bottles and then tooting horns and laying down rubber as they leave at 3am. They've threatened neighbours who've asked them to turn it down, even physically. They've had police visit, they've had warnings from the local council... all to no avail, they simply don't care about anyone else.

Data Analysis

For many months I've been engaged in analysing countless amounts of school performance and education performance data, creating a snapshot overview of the region I work in and how this data will affect future education planning and reforms. Feedback is sought from every angle, from high ranking education officials who create policy down to the school principals that implement it. The process is highly educational on it's own. As each perspective is sought, each perspective is shared and married with the next. The understanding begins to build and a better picture is formed that is educated and intelligent.

I have been amazed not only at the insight of many talented individuals and teams, but also of the breakdown in information flow between highly related departments. To get simple information can often be a laborious task at times. I've become aware of glaring inadequacies in both the collection, but especially the sharing of this information. People that are experts fail to see how simple changes could create the most Everest style leaps in collaboration, not asking them to do anything impossible, usually just a common sense minor tweak.

Symbiotic Synergy

This is a term I coined many years back: Symbiosis, the cooperation of a partnership and Synergy, the sum of the whole being greater than it's individual parts. It reflects the need for us as individuals to realise that we require those around us, whether our family, our friends, our workmates... in order to accomplish our best. By working together as a united team we accomplish much more than individuals working towards a common goal. We need to both feed off the energy of others and supply energy and motivation back. This comes in many forms.

Both my Noisy Neighbours and the Data Analysis Snapshot have brought this to the forefront. The neighbours so blissfully either unaware or uncaring, showing complete disrespect and creating disharmony and disruption. Those around them wondering how they can't understand and act on the flashing neon signs of expectation of behaviour. The data project, such amazing progress made, so much more can be accomplished, yet it will take teamwork from people not even on the same team.

Global Citizenship

If we apply this to life, can we ask ourselves what it means to be a Global Citizen? How are we contributing to our immediate environment? Whether it's the physical environment and our little bit of climate change contribution or whether it's the mental, emotional and physical well being of those people closest to us. We need to regularly examine our actions and the ongoing effects these might have.

Yes that long shower will cost the environment and your hip pocket. Yes that bit of rubbish does need to be picked up. Yes that dish you put in the sink at work is your responsibility to clean up. Yes that harsh word spoken in frustration did have a dramatic, yet unseen affect on that person's day... and Yes, that compliment really made that person's day... and that hand you gave to that stranger really meant a lot... and the recycling effort you made and the energy saving efforts you made will drive climate change.


In life, who else will be affected by the decisions you make? Our decisions may need to be guided by examining how they might affect our 'colony'. We all make mistakes, sometimes we make selfish decisions that inevitably hurt others. Do we learn from these? Do we surround ourselves with friends and family that contribute well to our 'colony' citizenship?


In business do we make decisions that are best for our customer? They are the life blood after all. Do we make decisions in consultation with them, to ensure we know what they need rather than guess. Likewise, do we do the same when it comes to our employees and our team members... they're like the circulatory system. Do we consult them on change, or tell them how it's going to be?

It's about respect, it's about thoughtfulness, it's about a desire to learn, to strive, to improve!

Become a global citizen in everything you do. Appreciate the effect that something little is really part of something big.


A kind word or a cooperative act may build strong foundations of trust, respect, collaboration and improvement... an inconsiderate word or competitive act one could tear them down.

Rocking the Boat - Part 2 - Ride the Storm or consider Mutiny

Tough Times call for Tough Decisions
In everyone's career path there will always be a time when a colleague or boss will become a major cause of stress, sleepless nights and unhappiness... if you've never experienced that, then  you have found a miracle... don't ever leave your job! Period!


I have worked in numerous styles of organisations, seen countless management styles and had a variety of bosses from born leaders to downright disgraceful bullies. I have managed some of the most wonderful and responsible staff as well as some of the the laziest good for nothing... ok... I'll stop there.


Workplace relationships are just that... relationships... with people that we often haven't chosen to deal with if we didn't hire them, yet we spend more hours per day with them than our own spouses or family. It is critical for our health then, that these relationships run smoothly. If they don't, you have some tough decisions to make. Battle through in hope of repair... or leave.


Recognise the Signs

Many years back, I pulled into my driveway at home and felt my shoulders tighten and exhaustion sweep over me, knowing that walking in the door was going to be draining... I realised nothing was going to solve the problems I was having with my partner, despite constantly working to fix them and it was time to call it quits. Nowadays I can't wait to walk in the door and be greeted by my loving partner. Like a spousal relationship, if you have nightmares about arguments with workmates or other problems at work, then something is wrong. 

• If you regularly need to gather the strength to go through the door at work... then something is wrong. Life isn't meant to be that hard.
• If someone asks you about your job and you respond with "I love my job... but..." then something is wrong. The "but" says it all.

I once worked for an amazing IT company that had the potential to be a stand out leader in the industry (and in many respects it was), yet there were two things that held it back. The distant Director who only spent a few hours a week on the business, mainly to use it  for dodgy backend transactions into another partner business he ran... and the second... get this... the most junior clerk in the business... who, with a 'blame everyone else' mentality and bullying tactics caused more problems than any single person I've ever met. 


Even the General Manager was in fear of firing her after the failure of numerous interventions. I was earning more money than any of my previous roles, yet sadly after only a year, I chose to leave in preference for getting a good nights sleep. A few months later, over coffee with the GM he apologised for not listening to my recommendation to replace her... which he had since done.


A fellow employee that is abusive or bullying can be hard enough to deal with, let alone a boss or manager, but be aware of your rights and how a workplace should escalate an issue and how seriously it must be taken. A recent case in Australia saw a young girl commit suicide over the awful abuse she received from fellow employees and a boss that looked the other way. Be smart about it. Build a case, get evidence. Record emails, etc... Most phones have some voice recording capability, discreetly turn this on before meetings if this is a common arena for their tactics. If you tried multiple interventions without success and you're not receiving the support you need... Move on...


If you have an abusive boss... One Rule... MOVE ON
You can attempt multiple things, but in the end, they are like that for one reason or another and nothing you do will change them. Your time and talents are better spent with someone who will truly appreciate and value them. If you can't change positions or negotiate within the organisation to be under a different manager or boss, the leave. It's an easy thing to say, "leave your job", yet for someone engrossed in this situation it's a very trying time and a scary thing to leave. I don't say this lightly, I've been there, I was scared. I've rappelled off cliffs and 20 storey buildings without fear, but I was scared. This is the time to start canvassing your network like you've never done before... you will be surprised and amazed!


A couple of months ago I read this letter in a popular Help Me style blog and it reminded me VERY closely of an abusive Boss I once had.


Meet my boss... Satan
My experience was with a boss that was quite literally the most awful and abusive person I've ever met. It was a tumultuous time in my life, I had gone through divorce, immense personal upheaval and grief. I was the perfect person for him to prey on because I was in a weakened state. Many of his employees were also in the same state, or become the same while working for him... or became alcoholics because of the stress. He would walk into the office popping an ecstasy pill and smoking a joint. He'd come down off the drugs and then start paranoid delusional screaming abuse to whoever he wanted to victimise that day. 

Like most there I didn't know the way out, I was trapped, jobs were hard to come by... 
The turning point was one night after 2 hours of circular arguments with him over replacing his failing IT systems, I turned to him and said "This is a waste of time, I care more about preventing the failure of your business than you do, you simple want to argue for the sake of arguing and now I have missed out on spending time with my sons". At this point he called my fatherhood skills in to question in unyielding abuse... and I walked off in tears... for a moment.


Out in the factory I was consoled by fellow workers also staying back late. I realised enough was enough and I had to return to confront him... to the sheer horror of those around me (I think someone even wanted to call the police!). Their fear prevented them from seeing the thing that my anger had suddenly given me clarity over, that bullies are cowards and it was time his bluff was called.
I walked back in to the office with my head held high and fury in my eyes, he immediately shrunk in his posture. I stormed right up to him without hint of fear (even though the heart was pounding) and spoke to him only inches from his face, my eyes never leaving his and I quietly but firmly announced: "Whatever cowardly abuse, criticism and illogical arguments you want to dish about my work skills, I'll let you do that if that's the only way you can deal with life. Your can live in your world of drug induced paranoia and the illusion that your broken down and illegally pirated IT systems will survive, let alone the rest of your ailing business and the livelihoods of the 75 people you employ... but I put you on notice right now... I will say this once, so listen carefully... if you ever talk about my fatherhood, my children or any other topic that you have no knowledge of, nor right, nor business talking about, then I don't care who you think you are... there will be consequences. No one speaks to me like that. You of all people will not give me advice on Fatherhood. I am an exceptional father. Period. You had no right to say what you did, you have no right to speak to me that way and you will never do that again... is that understood?"


He sheepishly responded with a "yes" and a genuine apology... something no staff member had ever seen him do before.


Now, I'm not recommending you start calling your Boss a coward or confront them. This was an extreme circumstance, with the end result being he ordered staff to sabotage IT Systems so he could find fault with my work and fire me. Gladly they gave me the heads up about his tactics and I made one of the most difficult decisions I have had to face... I walked. It sounds simple in retrospect, but I felt like I was walking into an abyss at the time and that I would lose my house, my car, everything.


Two days later I found a box with business cards of dozens of people I had dealt with in recent years and I rang every one of them. While I didn't succeed immediately, 4 out of the first 5 phone calls were along the lines of "oh Troy, if only you had called 2 weeks ago, I just filled the position, it would have been yours!"... What an ego boost, just the confidence builder I needed right then. It changed everything and it wasn't long before I had a fantastic role in a quality company.


So how is your job going? Honestly...

Negativity - Quick, call the Centre for Disease Control!!

Recently on LinkedIn someone asked the simple question "What are different ways to eliminate negativity in people around you?"


It sounds simple doesn't it: "Hey Doc, I've got a case of negativity in my organisation, what do you suggest?"... "Take some pain killers, Echinacea and Vitamin C, drink plenty of fluids and get some bed rest"... 


Unfortunately it doesn't work as easy as that. 

I'm an inherently positive person, not your Snow White and Bunny Rabbits prancing around type, but nonetheless, consistently happy and positive in my outlook on life. My instinct and initial response is much more likely to be YES, than it is to be NO! I certainly understand the need for trepidation, caution and playing devil's advocate when appropriate, so I know how negativity can be used as a tool. However, I've seen many an instance where it is like a disease. We've all seen negativity in organisations, maybe we've contributed to that in someway. If it is consistent and detrimental to an organisation, can it be "eliminated"?

There is also a bigger question of whether the negativity you are being exposed to in others is the result of:

1. Ingrained and habitually negative behaviour in most things a person(s) does... or...
2. Their negativity is towards specific tasks or projects. 

Negativity isn't always like a mild flu virus that just takes some bed rest and a few vitamins to resolve, if it's habitual in someone, it's more like a form of Obesity. It takes a life changing decisions and ongoing resolve, on the part of that individual, for that form of negativity to change. It can take honest, heartfelt and considerate discussions and mentoring from a friend or colleague to be the catalyst for that change. If ongoing mentoring  doesn't help, it could be an indicator around depression or other mental health issue and much more specific assistance is required. This should be acted upon!

Where it's related to a task or project, this form of negativity can be as contagious as swine flu. If you have faith, you could involving the negativity 'host' in decision making processes and giving them ownership in the task or project. This can assist, especially if there is strong and logical reasoning for their perspective. Have them clearly discuss, document and prove the reasoning behind their negativity. If they aren't able to do this in a logical and clear manner, or there is simply no merit to it, then they need to be removed from the task or project for the sake of the future.


I'm going to generalise a bit here... 
Positivity comes from happiness within, an "I accept all responsibility" attitude. 
Negativity can often come from a "it's not my fault" attitude. 
Maybe you can trigger the ownership with them to overcome the blame game.


If you've tried multiple interventions, you might ask yourself "What if a person seems almost evil in nature but you still have hope in them?"... in my experience, I've tried over long periods of time with those type of people using multiple interventions. The unfortunate truth is, their strength of that type of negativity is far greater than the positive influence you might attempt. A little like kryptonite to superman. The danger is, your strength can be drained if you're exposed to long.


I've hate giving up on others, maybe you do to. My advice. Clearly map out some time periods and interventions you wish to attempt, maybe even communicate this with the person. Stick to those timelines so that you're not dragged in and weakened. Be firm and walk away when the time expires...


In a business environment, sometimes the negativity, the blame game, etc comes from the simple fact they aren't right for the job or organisation. I've followed up on people that have left or been fired from an organisation due to negativity, or maybe they've changed roles within the same organisation. If they find the right role, the change is instant, dramatic and ongoing. 


Managers -  Take head, are you the cause of the negativity? Is there a cultural component that has been breed? Change it now! Take risk, take responsibility and take action. If it is a singular person or group that is the cause, call them on it, set timelines for change or repercussions. If they don't change, time to spring clean... you'll be amazed how quickly the breathe of fresh air of positivity will breeze through the organisation.


Employees - Are you the cause or are you blaming others around you? Have you clearly outlined validity around your negative outlook. Are you able to change or is it simply that your time in that role or that organisation is done? A change is as good as a holiday, so can you create a change in your role, your responsibilities or maybe even your job so that positivity and creativity return to your life?