Does America Have an Unhealthy Focus on Labels?

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Recently, I was an attendee at a non-profit gala; when I was unable to hear the speaker due to attendees talking and poor audio technology, I tapped my knife against my glass to get folks refocused on the speaker, hoping to not miss anything important being said. Unfortunately, by trying to wrangle in the crowd such that I could benefit from a little less background noise, I got labeled as a control freak, which surprised me. The person who said it was simply joking, but the experience did get me thinking.

According to a quick google search, control freak is defined as "a person who feels an obsessive need to exercise control over themselves and others and to take command of any situation." Likewise, the Learning Mind explains "10 Signs You Are Dealing with a Control Freak" as (1) They always correct people when they are wrong, (2) They always criticize and judge other people, (3) They are leaders, not team players, (4) They take full credit for their successes, (5) They will never admit when they're wrong, (6) They know what's best and try to change others to fulfill own agenda, (7) They spend a lot of their time trying to prevent bad things from occurring, (8) They never delegate tasks to others, (9) They always have to have the last word, and (10) They have no time for anyone who makes a mistake. I will happily admit that I do spend a good deal of time trying to prevent bad things from occurring, hence why I own a productivity consultancy, and I dislike wasting time with folks who consistently make the same time-wasting mistakes over and over again; however, there is a big difference between committing each day to making the world a better place and being a control freak.

Lately, in the media, there has appeared to be a movement toward "You do you", including an awesome book entitled You Do You that was published in November 2017 by Sarah Knight. Yet, as a business owner and community leader, I find it's important to be cognizant of others' perceptions of you because they directly lead to how those making assumptions about you will respond to your needs, initiatives or offerings. The tricky part is that no one can get inside another person's head, and human nature is to fill in the blanks of what's not been shared verbally or visually; usually, how we fill in others' blanks is not how those folks would fill in the blanks for themselves, but we can base our fill-in-the-blank answers on only our personal experiences, perspectives and thoughts. Similar to deeming someone to be a control freak would be the label of perfectionist or saying that someone lacks time management skills. They are assumptions, and we've all heard the saying about what assuming makes us.

Since humans can't get inside each others' heads, how do we know that our definition of perfect does or doesn't match someone else's definition of perfect, how can we determine if someone's longer hours working on a project are because they are trying to get it "just right" and aiming for perfection or simply trying to figure out how to get it done at all, how can we decide that someone is late because they have poor time management skills versus simply having had a more pressing priority pop up to deviate a timely arrival and who are any of us to determine another person's delegation skills if we don't know for certain who is actually getting everything done that we are attributing to that person?

Teams are made stronger, more productive and far better at achieving greater results by bringing together diverse individuals with varying experiences, perspectives and thoughts; however, the power behind including diversity within any group is limited by the communication skills of all team members. Are we subconsciously sabotaging our teams? How do we speak up so others don't make inaccurate assumptions about us? Or how do we ask questions to get others' true answers instead of filling in the blanks incorrectly?

When presenting a team-building workshop to a client earlier this month, we focused a good deal on embracing varying perceptions as we cling to the wisdom from Michael Jackson's "Man in the Mirror" song lyrics that we can change only ourselves, not others. In other words, we have to be "starting with the man in the mirror", and I find the Serenity Prayer helpful in knowing how to react to any given scenario... "God, grant me the serenity to accept the things I cannot change, the courage to change the things I can, and the wisdom to know the difference."

Are the assessments we make of others helpful as we attempt to focus on what we can change about ourselves? Moreover, as humans, how can we reign ourselves back and stop making such assumptions of others? How does the human impulse to apply labels impact our success in teams?

Is Your Team Filled With March Mania?

Whether you are not a fan of basketball at all or you are wildly cheering for your favorite team, you're probably well aware of the fact that March mania is here, which means college basketball is heating up and folks are getting their office pools started. As conference champions are crowned and the madness of the National Collegiate Athletic Association basketball tourney nears, I see many parallels.

If you're asking what successful businesses have in common with winning basketball programs, here are a few of their similarities:

- Teams need strong leadership. For sports programs, that leader is the head coach, and Coach Mike Krzyzewski is a shining example of how strong leadership creates a winning environment. The leadership lessons from Coach K are limitless, like "Make people feel you, not just understand you", "Be responsive to the short-term goals, but never lose sight of your long-term mission", "Empower others to scale and sustain your impact", "Meet your people where they are" and "Your platform is a gift... Use it wisely"; however, there is no question that leadership is needed to succeed, and that same principle applies to any company's team.

- Team is defined as "Together, Everyone Achieves More". Each individual is human, which means our abilities are limited; however, if everyone is contributing to the same goal, the sum of those parts creates a much larger impact than any one can do individually. Larger goals can be achieved when everyone on the team is working together, associated in a joint action. For a college basketball program, that would be an NCAA Tournament championship; however, for your company, that success comes in achieving whatever "big, hairy, audacious" goal your team set for itself. Loftier goals are achieved only when working together, like the members of a crew rowing in sync and in the same direction.

- Teams succeed when members skillfully fulfill their roles. Throughout the history of basketball, the most successful teams pass the ball more on each possession than their opponents, trust their teammates to be in the right position at the right time, communicate clearly as to what is needed of each role player and have team members that dedicate themselves 100% to the specific roles asked of them. Whether asked to play point guard, shooting guard, small forward, power forward or center, each member of the team knows their role and how it meshes with the other roles to achieve the team's greatest goals. Winning teams pull together groups of stellar athletes to win against schools that have "the best player" but no one on the same page to fill the other roles.

Whether a basketball team or business entity, when each member does an assigned part and carries the associated workload, the combination of those roles is a winning team, where the synergy from working together creates bigger, better, stronger results.

Do you have a favorite sports team? How does that team exhibit principles of teamwork to make it more successful? How can your company implement the teamwork tactics of your favorite sports team to achieve greater success?

Is the Sum of Your Life's Parts Greater Than Each Alone?

As I was flipping through a catalog from Franklin Covey recently, I came across a quote that really reflects one of my productivity philosophies: "The sum is greater than the parts... When it comes to organizing your life, nothing happens in isolation. As you take an active role in planning your days, weeks and months, the choices you make influence each aspect of your life, multiplying and amplifying your results." It is only by proactively planning for each element of our lives that we are able to achieve our optimum overall outcome.

I love the quote of how TEAM stands for "Together, Everyone Achieves More", referring to the phenomenon how many different people working in harmony towards a shared goal will culminate in greater results than any individual working alone. Yet, that quote applies to much more than simply humans working together, including the power of work-life integration.

The are many elements encompassed in life: work, home, community and the private realm of mind, body and spirit. True harmony can come from integrating these various elements together. While the percentage of each day's 1,440 minutes fluctuates between elements as your priorities evolve, the return on investment of time in each element includes enhanced results for all the other elements in our lives. The benefits from one will boost the benefits experienced from others.

For example, by volunteering for a non-profit, we can learn skills that help in our businesses; likewise, managing our teams at work can help when leading our families at home.

According to Dictionary.com, synergy is "the interaction of elements what, when combined, produce a total effect that is greater than the sum of the individual elements", and this can benefit your productivity. Utilizing the synergy between elements of your life leads to better work - life integration and enables you to more thoroughly achieve your desired results.

How do you utilize work-life integration for greater productivity results? Are you regularly auditing your investment of time to ensure the way you're spending your time best reflects your priorities? Are there creative ways to achieve multiple goals with individual actions?