Have you ever Complain?

Sep 29, 2010 // 2 Comments » // Change Initiation

I once read an observation that our (Singaporeans) favorite national pastime is to complain – an act of expressing dissatisfaction, uneasiness, censure or resentment. It went on to comment that we are so superior and advance in its practice that if it is inducted as an Olympic sport we would be at the medal podium every four years…Hahaha, I kind of supported that observation as I realized that I am quite competent at this art form but might not be any where near the level of many other ‘national athletes’ in our midst.

I was at the train station 2 weeks ago and heard a pleasant (depending on your taste) jingles that remind commuters about the on-coming train towards the platform. The jingles is easy to remember and has a nice rhythem to it but maybe due to the quality of the audio system, I was desperately trying to understand the words…but I think it goes like this:

Train is coming, train is coming, train is coming,

Please start queuing,

and Love your ride!

Just a few days after the jingles went public, complainers in all national and age groups scrambling for platform to showcase their prowess. From press to cyberspaces, workplaces to food-courts, many were performing at the highest level in complaining about the jingles without any hint that they need stretching or warm-ups before launching into a 9.0 difficulty of maneuver…I was unimpressed.

Like any sports, complains does attract its fare share of commentaries. I must say that some commentaries does bothered the line of becoming the complainers of the complain depending on the commentary objectivity and purpose. But I guess this is where the eco-system of the public forum feeds itself;

• The complainers requires something to complain,
• and they will need a place to exercise the complains.
• The public media provide the space for the complains,
• because it is in the public domain, it also invites commentaries about the complains.
• The complainers read the commentaries that was fed by their own complains,
• and the media generates interest and eventually business activities.

Interesting. But it sets me thinking about our innate desire to complain; why would we do that? I would like to share with you about my thoughts here:

• I complain because I am dissatisfied with someone or something.
• I complain because I am uneasy with someone or something.
• I complain because I want to call attention to what I am thinking and feeling.

We can perpetuate from the above and dwell deeper into this national sports. Any complains?

Point to Ponder:

1. What are we really complaining when we do just that?

2. What if we turn ourselves to the subject of the complains first…will the complain even materialize?

Take care of yourself first…is that selfish?

Sep 15, 2010 // 5 Comments » // Stories Retold

Charity BnB 2010

On 4-5 September, 98 cyclists handling some of the most exotic road bikes (and one lone mountain bike too) I have ever seen; and with the support of 32 volunteers which comprises of road marshall, masseurs, drivers, logistic helpers and many others taking on albeit small but important role, raise funds for charity by riding from Kota Tinggi town in the South-eastern part of Malaysia, state of Johor to Rompin – a fishing town 70km north of Mersing – total 320km.

The organizing committee chairman, Albert Yeo – a lay leader with Trinity Methodist Church who is also a good friend since my days at Hewlett Packard, suggested having me in the organizing committee for this year fund raising, I wasn’t sure what to expect but I did not hesitate when knowing that this is for a good cause – to raise fund for St. Luke Elder’s Care new centre at it’s Serangoon North centre. The event, which we started meeting and organizing since April went well and ended with the two days ride to Rompin as finale.

Here’s my learning:

I once heard a story shared by Margaret Wheatley, author of “Leadership and the New Science”, “Turning to one another”.

An elementary school has three rules to manage the children especially during school assembly, where teacher to students ratio were overwhelming. The three rules are:

• Take Care of Self
• Take Care of Others
• Take Care of the School

One stormy Monday morning with gutsy winds and pouring rains. The school workers were bracing themselves with anticipation that it will be a long day cleaning up the school hall after the hour long school assembly, what happened next was a total pleasant surprised to them.

1. The students arrived at the main school assembly hall all deck-out with their drenched rain-coats and muddied boots [Take Care of Self].

2. Without much instruction and coaxing, the students help one another to remove the rain-coats and muddied boots [Take Care of Others].

3. In almost unison, the students deck out their rain-coats at a given area and line up their boots uniformly in rows outside of the school hall and step into the hall barefooted; so that the hall will stay dry and clean [Take Care of the School].

These three simple rules enable the school to manage and organize chaotic nature of school children without  rigid instructions. The three rules have also build in the school children a sense of belongingness and responsibility for self, others and school.

I have since apply the three rules to some of my programs, I called it “The Principle of Care“:

1. Take Care of Self – so that you may have the capability and resources to apply the second principle.

2. Take Care of Others – so that others may have the capability and resources to apply the third principle.

3. Take Care of All – so that people do not form ‘groups’ or ‘clicks’ which may jeopardize the greater whole.

Two days before we headed off for the charity ride up to Rompin, Malaysia. One of the cyclist fractured her collerbone and ribs while riding casually at East Coast Park, Singapore. We visited her briefly at the hospital ward where she was recuperating after surgery and she uttered the two words that gave me the greatest of impression; “TAKE CARE”.

I am a total novice to road cycling, but I have also witnessed how the cyclist almost has an unwritten rule of the above principles; Take Care of Self, Others and All.

Points to Ponder:

To Take Care of Self so that you can Take Care of Others to Take Care of the Whole. Though the act starts with Taking Care of Self, but the intention in the end should be of Taking Care of ALL (includes team, organization, institution and environment etc.)

If you are not good enough – Volunteer!

Aug 28, 2010 // 3 Comments » // Leadership Infusion | Stories Retold

Picture source: ConversationCircles

Voluntary – of Latin origins voluntarius “of one’s free will”, of voluntas “will”. Originally of feelings, later also includes action. I became interested in the meaning of voluntarism and seeing many volunteers coming from all walks of life committing their time and energy to the recently concluded Youth Olympic Games (YOG).

A conversation sometime last year with a group of friends on volunteering for YOG…

“I have submitted my name as a volunteer for the inaugural YOG next year.” I shared excitingly.

“Oh..good for you. Our organization has also been invited to propose some of our members as volunteers…but it is very difficult for us because the actual event are still so far ahead, we don’t know what and how they want us to volunteer…” a friend lamented.

“What do you meant by don’t know what and how?” I asked.

“The organizing body wanted a list of volunteers but did not tell us what are we volunteering for, how long must the volunteers commit their time…and not even the duration of period we are suppose to commit!” he explained matter-of-factly.

Hearing this I asked: “Wouldn’t voluntary mean giving willingly without precedented knowing?”

I would not elaborate on the rest of the conversation but it did set me thinking deeper into the meaning of voluntarism…

I still vaguely remember when I first volunteered; I was eager to join my classmates in a favorite school-recess game call ‘One-Legged-Chase’ which they have already started before I arrived. I “willingly volunteered” as I wanted to be in the game, I was told to be the ‘One-Legged-Chaser’ (usually the disadvantage role in that game) for me to be in the game; that’s my first sensed that volunteering entails some form of ’sacrifice’…I was about 9 years old.

Since then, I would suppose that I have ‘volunteered’ countless time in school, home, at church and workplace; for friends, family, organizations and for the nation. But I have not learn about the meaning of volunteering until now. I am begining to understand that the true meaning of voluntarism. Briefly, they are:

• Giving my time, resource and expertise to causes that benefit the receiving.
• Doing something that not necessarily I am good at but I might be weak on.
• Serving the needs and wants of others that may not necessarily satisfy my needs and wants.
• Attending to the needs of others without attaining the need of self.
• Ultimately, a calling to serve with a belief of one’s own FAITH.

It took me some time of reflection and realization to come to the above learning. The biggest hurdle for me is about “PERFORMANCE“. I was humbled to learn that volunteering is less of what I can give but what I am willing to give even I am not good at giving. The humbling help me to learn that by willingly giving what I am weak at is a way to learn how selfish I can be in those things that I perceived I am strong, good or of abundance. If I am only giving what I am good, strong or of abundance of, then I am most of the time choose how and when I can give, why I should give and even who should I give to…then I think that is not of WILL but WANT.

The six days and approximately 36 hours of volunteering at Youth Olympic Village enable me:

- to be vulnerable (not knowing what to expect from youth around the world),

- to be youthful again (promoting games and events for youth),

- to be managed by people half my age (leaders are mostly young adults),

- to be humbled by the experiences (the job could be mundane but necessary, total distance traveled about 480km in public transport).

Points to Ponder:

• In which area of your life that you are good, strong and in abundance of? Start giving…
• In which area of your life that you are not so good, weak and less of? Try giving…

Giving and Receiving

Aug 15, 2010 // No Comments » // Stories Retold

Picture source: h.koppdelaney via Flickr

Growing up in the 70s, I wonder how many kids receive home tuition outside of school curriculum. It wasn’t common to have home tuition during those days. In fact, it would consider a luxury to have ‘outside-of-school’ lessons and materials where school is the primary place where you get your education.

I was exposed to an entirely Chinese environment at my paternal grandmother home (where my primary school is about 3 minutes walk away) in my childhood days; from the news and entertainment  from the “Rediffusion” (a public wired-radio) to daily Chinese newspaper 星洲日报 and listening to my uncles and aunties speaking in fluent dialects and mandarin. I was even dubbed the ‘future singing star’ entertaining the adults with many Chinese songs that I learned by listening and reading the lyrics from my third-uncle proud collection of Mandarin pop records of the 60s and 70s.

I moved back to my family home at Marine Parade when I enter secondary school. Unknown to my parents and I, my weakness in the English subject began to tell when I struggled even to conjured up three decent paragraphs of composition titled “My Dream” – I was thirteen then. With my poor command of the English language, other subjects took its toll except for Chinese where I continued to excel; even representing my class for the school “汉语拼音” competition which I remembered came in 3rd overall. As I continued to be a favorite student of my Chinese teacher; the opposite holds truth for all my English teachers, they somehow given up hope on me as the school system then would have their attention focus on the better students…but not for an angel God sent.

My family of six lives in a single bed-room rented flat with 1.5 meter wide common corridor lining 20 units in a row. At that time, neighbors were closely knitted and keeping each other house-door key was a common practice in case of emergency. Two units away to our right was an Eurasian family of Catholic faith – the Rodrigues family. Their youngest son Paul who at that time was serving the Armed Forces; used to challenge me to a game of ‘carom’ which I apparently am pretty good at it. One day after one such game, as I was still smarting away from loosing three sets in a row, he took notice of my agitation and asked:

“You seem troubled…What happen?”

“No lah…I am ok. Today I not so good…one more game ok?” with my halting spoken English my eyes were wondering and trying to rearrange the “carom pieces” for a new game.

“Are you free tomorrow evening from 7-8pm” he asked gently.

“Ummm…free…why?”

“Every evening 7-8pm?” he probed further.

“Depending lah…what is it?” I began to worry what he has in mind…

“I would like to spend an hour every evening tutor you on English language, sharing with you what I know. Are you keen?”

“Tuition…You mean you want to teach me English huh…wow…but…I can’t pay you…” I replied, embarrassed of my family poverty.

“When I was young like you, I was given tuition by my uncle. He said I should pay for it someday by giving tuition to others in need.” he shared compassionately and I still remembered his keen eyes through his thinly-framed glasses.

He continued: “So you see, the tuition fees were paid long time ago!”

As I was still wondering how he knows I need English language tuition, and more importantly how I can repay his kindness…

He said: ”Someday you will share what you know with others…”

Picture source: h.koppdelaney via Flickr

He saw me as a giver. He made me responsible and believed that I might have something to offer to someone in future…

Today, I realized that I was not a recipient of charity, but as a trusted courier.

Are you a Receiver today? Or a Giver tomorrow?

Because I WANT so I WILL

Aug 12, 2010 // 2 Comments » // Stories Retold

Picture source: MediaCorp Press

What a story!

Low Wei Jie, a primary six student from Compassvale Primary School – ran for more than two hours and covering about 15km just to be near to the Youth Olympic flame torch-relay excitement around the North East Community District. He was deemed too slow to represent his school for the start of the relay team but that did not stop him from doing the next best thing – running alongside the torchbearers in his flip-flops and home-cloths, clutching his digital camera along and determined to capture the best moment – rain and shine!

When I read the news this morning, I thought there maybe a lesson or two we can learn from this…

First, the boy – he would probably be very excited when the news about the YOG (Youth Olympic Games) flame torch-relay coming to where he lives and the relay starting from his school. I am not sure he know sure well the meaning of the inaugural Youth Olympic but with the ‘education’ started in school since last year, I am sure he would have caught up with the excitement building toward the event. I supposed he would have dreamed to be an Olympic flame torchbearer since the Beijing Summer Olympic in 2008 and watching the live telecast of the flame being carried starting from the ancient city of Greece towards the capital of China. I can imagine also the disappointment he must have felt when he was not among the two torchbearer selected to represent the school. But instead of letting the disappointment dwell in him and blaming everyone including himself, he has decided to run the course with other torchbearers and supporting them along the way.

What it meant for us? – Wei Jie has epitomized the old cliche of “If there’s a WILL, there’s a WAY”.  I was heartened by his determination – for whatever reason it may be – the point is while I have seen and heard enough tirade against the GenY and younger generation of Singaporeans being ’soft’ and lack the old school iron will; with this story we should begin to understand that maybe there’s a lesson or two to learn from them after all. A conversation with the young ones to listen to their hearts and minds.

Then, the school – I am sure the school would not have expected the wide media coverage (major local newspapers) and an almost heroic storyline coming out from a flip-floppers and digi-camera clutching Primary-sixer that was deemed TOO SLOW by the school selectors. I can’t help but thought “Why do you need to be FAST to be the torchbearer?”. I have always thought that the Olympic flame torchbearer runs in a painfully slow pace for some specific purpose (media coverage perhaps), so speed should never be a criterion. Endurance? I am not sure the actual torchbearers from the school would have comfortably complete 15 KM running in flip-flops and most of the time side way facing the flame!

Then why and how? Academic results? General conducts perhaps? Physical superiority? Good looks (Wei Jie quite a JJ Lin I thought)? Whatever the reasons, I would like to hope that the selected torchbearers resembled the same determination and willingness to hold the honor just like Wei Jie; and not DOING the lapse because they NEED to…that would have doused the spirit of the Olympic flame.

What it meant for the school? – We pride ourselves being a meritocratic society and it is one of the most important foundation of our 45 years of nation building. But I am not sure should other guiding principles such as compassion, love and tolerance get equal weightage in school early on before our young’s (they are only in primary school) eventually envelope by the meritocracy-centric working world awaiting…

INFLUENCE – beyond just Doing but Being

Aug 11, 2010 // 3 Comments » // HR Insights | Leadership Infusion

Picture Source: Alex_Bates via Flickr

Two Sundays ago, after our Sunday worship at a local church; and after fetching my second boy Eiffel from Sunday school, I was waiting for my eldest boy Timothy from the children worship hall two levels down from the adult worship hall. He is always full of enthusiasm after his bible study; armed with many questions prepared to ask me…

“Dad, you throw a pebble into a still pond and caused a ripple…the ripples spread out beautifully through the surface of the pond. What causes the ripples?” He speaks with his usual clear and  a wee bit mature voice for a 11 year old.

“Hmm…the first ripple.” I was trying to be scientific about it and was prepared to explain the law of physics…

“Nope!” came a immediate negative ascertain from Tim.

“Uhhh…the pond! Without the pond there won’t be any ripples…” sensing there might be some riddle-like trickery…

“Noooo…that’s an obvious Dad…Think!” Tim was half laughing and staring at me.

“Oh…I know, I know…THE PEBBLE! Without the pebble there won’t be any reaction in the first place.” I thought I got it at last and saying in much confidence and matter-of-factly.

“No Dad, its YOU! You caused the ripples by throwing the pebble into the pond…” He replied with a tad of ridicule and as he finished, he ran away looking for his brother Eiffel down the hallway.

I stood there thinking and still smarting away from the implications of what my son has ‘taught’ me…and the whole of Sunday I was still thinking about the meaning of INFLUENCE.

A recent conversation with a client lead us to explore the notion of Influence; they recognized the importance of people managers being in the position of accountability and positive impacts on their people…

“So would you like to share with me about your leaders in this organization; especially the managers.” I asked.

“Oh, we have about 15 senior to junior managers across the functions, they are in their early 30s to mid-50s…” She lamented matter-of-factly.

When she has finished, I asked: “Who do you think they are to others?”.

“What do you mean?” she responded impatiently.

Sensing a window of opportunity to dwell deep…I asked: “As a manager, what would you say about your influence to others that matters in this organization?”

“Umm…I guess I am very much a positive influence especially to the younger colleagues and new staff.” She continued: “I for one is pretty new to this organization; therefore I have no historic baggage with me here…for example…”.

“That’s great! I am glad you did. So how do you think I may help this organization?” I asked in earnest.

“My colleague will agree with me that one of the biggest challenges for our managers in general are the willingness to take accountability so that they will influence others to do so…We hope they can be more responsible beyond their scope of work.” she responded spontaneously.

“Tell me more.” I sensed the flow…

“Don’t get me wrong. Our people are very good in what they are supposed to do and they are experts in their respective field…But we also happened to believe that we have great products that will change the well-being of people around the world, but we also understand that we need people that are willing to bring this organization to where we should belong…”

We have a wonderful conversation sharing and understanding observations, examples, behaviors and assumptions that gives me great insight to the probable challenges the people in this organization may face. One of the key message when we meet with the team next month, is to help them be aware of their behaviors and action that may influence others and how they may want to commit to change that may impact others around them and the organization.

Have you ever ask:

‘What is my influence to the people around me?’

‘What is the implication of my thoughts, feeling and my action to my colleagues?’

‘How can people that I care or people that I have yet know could be in the realm of my influence?’

Life in four-twenty – Which stage are you in?

Jul 29, 2010 // 3 Comments » // Change Initiation

Picture source: Life by Kerbbi via Flickr

A recent UN released list of countries by life expectancy rated Singapore’s overall life expectancy from birth is at 80 years old. I thought that’s quite a long time to live on this earth – Well, depending what do you do with it!

A conversation I had with my mentor some years ago enlightened me about how I can choose to see my life in different stages, hence how I might be able to use it purposefully. Here are the four stages of twenty years I have learned:

Learning – The first-twenty (Birth to 20 years)

Without doubt the first-twenty years is the time we spend most in learning. This is not to say that we don’t learn after this stage, in fact lifelong learning is what keep us going throughout our life time. But we do spend the most time at this stage learning from school, our parents and friends. We experiment with our growing up, our potentials and interest. We learn via our physiological, psychological and social changes largely during the first twenty years or so. We are at our most rebellious,  we fall in love, we learn about friendship and camaraderie. We learn a lot about our fear, like and dislike, values and faith etc. For men in Singapore, I guess the learning would probably peak when we are enrolled in National Service which is a very steep learning curve for most of us.

Building – The second-twenty (21 to 40 years)

Physically and mentally we are probably at our best in the second twenty years. In Singapore societal norm, many of us will starts our career in our early or mid-twenties depending on your academic route. As we embarked on our career choice, this also could be a time for many of us to be involved in some form of serious relationship especially so when we begin to find our financial independence. I sensed that many of us will faced lots of uncertainty in the first 10 years of the second -twenty. We may move from one job to another, we might faced disappointment in our relationship (hence, emotionally we may lack maturity). Most of us would get married in late twenties to early thirties. Building relationship, family, financial prowess, home, career and I think this also could be the critical twenty years that we shape our idiosyncrasies.

Extending – The third-twenty (41 to 60 years)

Some says that life begin at forty. I am at this stage at the moment. I sensed that it got a lot to do with how we managed our second twenty. For me, its kind of a catch-up as I somehow lost focus in my early twenties. At this stage, we begin to extend our career to its full potential (and income), we also begin to extend our family tree, have more children, and for some lucky ones grandchildren. For some, we might also begin to experiencing some body-aches and health scares. We begin to see the importance of extending our life span so that we may enjoy the fruits of our labor. At this stage, we tends to extend our knowledge, experiences, know-how; both at work and social spaces. We begin to take on roles such as managers, leaders,  elders, mentor and coach. Some may spare no efforts in extending their reputations, titles, expertise and so on…

Giving – The forth twenty (61 to 80 years)

This is the season of giving. A time to contribute back to the place/people you have so benefited from…But don’t get me wrong, we ought to be giving at any stage of our life in any way we can. But there are so much to give when you begin the final twenty; your time (for those who are very successful career wise in third-twenty), your experiences and knowledge, your money (yes, you can’t take it with you can you?). What else? Your advice and positive influences…and many would argue that that is why our Minister Mentor would continue to be an valuable asset to our new generation of leaders.

I begin to realized that managing each twenty with care is so critical to how well we can best serve our purpose. For example, if we do not spend our energy and focus on the first twenty in learning, we may need to do catch up in the second twenty and what may not have fulfill in the second twenty might have to play catch up in the third-twenty and so on so forth…

Which twenty are you in right now?

What is your purpose in life that makes the present twenty clearer to you than ever before?

Why are you hired for?

Jul 28, 2010 // 2 Comments » // HR Insights

You should know what are you hired for…but have you ever ask WHY?

Here’s a recent conversation with a mutual friend who’s thinking about leaving a position that he took up less than 6 months ago.

“How’s things lately?”

“Work-wise not looking up, pal…getting tired of the politics at workplace.”

“Tell me more, what happen?”

“Actually, I am beginning to enjoy my role and handling the responsibilities with confidence; recruitment, headcount acquisitions and so on…but I dread the politics and micro-managing style my new manager brings with her from the public sector…”

He went on for the next 10 minutes without a script like a seasoned screenplay-writer. He vividly described the drama being unfold in the office like an episode out of a BBC award winning mockumentary “The Office” -  which has spin-off to many version in Europe and US.

“I am sure you know what you were hired for…but do you know why?”

“Umm….never thought about that. Why huh?”

Some years ago, I asked the same question about why am I hired into a position or role. What are the basis for the hiring person/people to fill the role that he/she is tasked to do. It’s easy at the first level of recruitment screening process; eligibility, suitability, experiences, qualifications and so on…But when it comes to the big decision-making for the reporting manager (the person that this role report to), I discovered there is more than just the factors mentioned above.

For the role that you are hired into, generally there are three broad categories:

Helper – I want you to be a pair of ‘hands and legs’

You are being engaged (hired with agreed compensation) as a pair of hands and legs. You are valued for your past experiences, your ability to ‘run-the-miles’ with task that are being assigns and largely able to take instruction to go about doing the work that’s expected of you. You may not be valued for your ideas, resourcefulness and initiatives depending on overriding situation such as personal ego and hierarchical structure etc.

Expert – I want you to be able to solve problems (for me first, then yours)

You are being engaged as a problem solver (or sometime famously dubbed as firefighter). You are expected to solve problem that are expected of us and provide some level of initiatives within the role and accountability. You may not be valued for your resourcefulness and initiatives beyond your level and role. Structurally, organization leaders tend to build experts around them to help them to be effective in their work.

Partner – I want you to be successful in your role (so that I can be successful in mine)

You are being engaged as a trusted partner. You are value for your expertise, insights, ideas and the ability to challenge assumptions and status quo. You are given space and time to explore options and empowerment to exercise initiatives within your level of influences. You and I must find alignment in our commitment to our collective goals…in another words; Your success and failure are mine.

I understand that at different juncture of our career life-span we may experience the different roles above that we are hired for…Nevertheless, I think it is critical to begin to ask ourselves some questions about the WHY of hiring.

I find it interesting to get to the crux of WHY we hire…and many time we avoid asking these questions:

1. Why is there a position to fill? Who’s role was it originally? Is it a new role? Why is there a need for this role?
2. Why the predecessor left? What happened? Is there a need to review the roles and responsibilities?
3. Is there someone within the organization can fill this position? Why and why not? Who?
4. Can the role and responsibilities be taken by existing team members? Why not?
5. What are the competencies needed to be successful in the role? Is there a need to change? Why and why not?

And when the above (and possibly more questions) have been exhausted, before you rush out there to fill the position because you have the budget or because your manager or business push you to do so, ask again:

1. Who should be involved in this hiring process? Why should they involved? Are they committed to the process?
2. When can we start and end? How critical is this to the business? What are our alternatives? What’s our budget?
3. How should we go about getting the right people? How should we interview for this position?
4. How would this hiring complement our business strategy? What is our value proposition?
5. Why we think that anyone would be keen to assume this role? What is our plan for this role?

The questions above just keep popping out of my head as I write…hence, it may not be very well researched and studied. But I do think that it is quite common-sense to a large extend as inviting people into the organization is not (and NEVER) like deciding to buy a piece of furniture or office equipment.

The other question I would invite you to think about…What you think you are currently hired for? WHY?

The Myth about Team-building – Build What?

Jul 23, 2010 // 2 Comments » // Change Initiation | HR Insights | Team Intervention

Picture source: Spain Team by prismatico via Flickr

Team-building has been within the theory and practice of Organization Development (OD), but from schools to non-profit organizations, sports arena to political scenes, it can be applied to almost any context. Almost everyone will be involved in some form of team-building in their lifetime wherever they play their roles…But have you ever ask the question:

“What really is team-building?”

“What are we actually ‘building’ when we team-build?”

“For what? Why?”

If you ask someone who has initiated team-building the reason why they do it you will be surprised with the many responses…

1. To motivate them…so that they can perform to what’s expected of them.
2. To build trust…so that they are able to resolve conflict and perform.
3. To bond them…so that they can work well across their roles and function.
4. To better communication…so that they can work well with one another and perform.
5. To skill them in working in teams…so that they understand how to be a team member and perform.
6. To “incentivise” them…after all they deserve a break! (after that, they better perform).
7. To have fun…because we believe in having fun in the work we do. (so that we can perform better).
8. To energize them…there has been a dipped in performances lately.
9. To do what other teams have been doing…after all it is an “in” thing nowadays and we happen to have the budget!
10. (Fill in your say…)

It is not difficult to realize that one of the key expectation for most team-building initiatives are about performance; there are many team or group performance/effectiveness/development model researched, selectively:

• Tuckman’s Group Development Model
• Tubbs’ System Model
• Fisher’s Theory
• Richard Beckhard’s Team Effectiveness Model
• McGrath’s TIP Theory
• Belbin’s Team Inventory
• Drexler Sibbet Model and many more…

But have we really take a step back and ask…what have we done (team-building) in the past that we have yet to do? Have we seriously ask WHY we team-build before the how and what? Or maybe we seriously need to consider what’s there to be done before and after team-building? What can we learn from team-building? About our people, our people’s manager, our leaders, our system and processes, roles and accountability, our relationship with one another?

Yes, there is always a place for team-building to induce the fun and playful elements. What about using fun and playfulness to gain entry to the hearts and minds of the people? Would there be a time when people get tired of fun and playful team-building? Can team-building take a dimensional change of its purpose and intention? If we have a valuable window of opportunity to help teams develop using the context of team-building, would it be a pity to let that slips?

I was giving this a serious thought some years ago and compared a group/team to a pool of water forming and moving in a concerted direction to serve its purpose/goal. It may grows in size (new members), reduce (members leave), quench thirst (meet objectives) and so on…moving in the direction decided by the organization body. I realized that for the water to stay relevant and useful it should be examined and evaluate from time to time…The three stages that I discovered were:

Freeze

At some point, the ‘group’ (water) need to stop doing (moving) what has been deemed useful or detrimental to their performances. By freezing, the ‘group’ may begin to examine the group elements by its actual size, volume, weight and shape.

Unfreeze

Once the elements have been evaluated, the group will begin to unfreeze (a calculated process) by asking important questions such as why, who, what, when and how the team can perform well again.

Refreeze

A collaborative and effective teams with intentional leadership are able to refreeze at specific point of time to regroup and collect and change to a new form of water with renew goals, roles, processes and relationship.

Many of my peers and senior practitioners that I shared with have agreed that team-building has taken an ambiguous positioning in the context of OD. From event company to hospitality industry, many would claim that they are able to help you to “build-team”. Therefore I urge you to re-examine the purpose and reason for you to send your team for team-building program.

Ask the question: “Why? For what?”. If you are unsure of the purpose for your intended team-building, let’s have a conversation.

The longest tennis match…and the meaning of competition.

Jul 14, 2010 // No Comments » // From The Inside Out

Wimbledon 2010

World record breaking match between John Isner (USA) and Nikolas Mahut (France)

- 6–4, 3–6, 6–7(7), 7–6(3), 70–68
- longest match: 11 hours, 5 mins
- longest set: fifth set 8 hours, 11 mins
- most games in a set: 138 in the fifth set
- most games in a match: 183
- most aces in a match by one player: 112 by Isner
- total aces in a match: 215 (together with Mahut’s 103 aces, the second highest number by a player in a match)
- most consecutive service games held: 168 (84 for each player)

When the news flashed across the bottom of my T.V. screen, it didn’t hit me the significance of this Grand Slam 1st round tennis match at the famous All England Club. As a tennis fan and a social player myself, I started to scout for more information and that’s so easy now a days…after reading some of the many tributes and news articles coming from around the world, I decided to blog-a-post to commemorate this historical match.

Many tennis fan who play the game a tad seriously will agreed that tennis is a game of the mind as much so as its demand technically. I would not qualify myself to share expertly the technical expect of this beautiful game as my recent 6-0, 6-0 defeat to a friend reminded me of my realistic tennis grading and wobbling knees…but having spend some years studying the game in its ‘inner’ expect and meeting a great teacher of the modern sports psychology – Timothy Gallwey who wrote the first book ‘The Inner Game of Tennis’, it was natural for me to ask the question:

“What was in their mind this whole 3 days slugging out at the court?”

“What were they playing for? Prize-money? Pride? Points?”

…and most importantly for the work at ConversationCircles: “What’s the meaning of competition I learn from this match?”

In contemporary culture, there is a great deal of opinions about competition. One school values it highly, trusting that winning is the way forward and the reasons for survival and even credit it as a natural instinct. Another school treated competition as unhealthy; that pitting one against another is divisive, that it leads to enmity and therefore lack of cooperation. Those who value competition tends to enjoy sports such as football, tennis, rugby and so on…Those who are not will rather enjoy recreation such as jogging, swimming, frisbee. If they do insist in playing tennis or golf, they may go the route of “non-competitively”. Their maxim is that collective enjoyment is better than competition.

So is there meaning in competition?

To be exact, “What’s the meaning of winning?”.

I asked deeper: “Is there a value to winning?”

I once had a conversation with an avid skateboarder who has skated for many years. I began by pointing out that skating is a form of recreation which didn’t involve one in competitiveness. He asked:

“But don’t skating compete against the conditions and elements at the park?”

“Yes, but you don’t compete against anyone; you are not trying to beat someone to win, do you?”

“No, but we are trying to hit a height and reach the floor safely!” “And yes, the real point for us skateboarder is to get in the flow of the obstacles and elements and perhaps achieve oneness with it.”

After showing me some of the pictures and videos of his stunts that it suddenly hit me that he was right; he does want to just go out there and have fun, yet he keep looking for more challenging parks and more sophisticated obstacles (sometime annoyingly in public) to test his skills he think he can handle. If he just want to have fun, he can just do it repetitively at a familiar park. Why would he move from one park to another? I am sure he value the challenges and obstacles it present. He value the obstacles which draw his greatest efforts. It is only the most challenging parks that he is required to use all his skills, concentration and his courage to overcome; only then can he realize the true limits of his capacity and his true potential. The potential may have been within him but until it is manifested in action, it remains a secret hidden from himself. The obstacles are a necessary part of self-discovery. I realized from his sharing that he is not out to prove himself, he is simply exploring his latent capacities.

I used to look at skateboarding ‘lowly’ as a sport and to some extend the public nuisance it brings. But the sharing open up my eyes to the meaning of winning. His sharing help me to understand that winning is about overcoming the obstacles presented to attain a goal, but the value in winning can only be as great as the value of reaching that goal.

Reaching a goal sometimes may not present as valuable as the experience that come in making your best effort in overcoming the obstacles. Hence, the process can be more satisfying than the winning itself. It’s strange but true, after that 6-0, 6-0 drubbing I actually felt good competing with a player light-years younger (in sporting terms) and enjoyed the process much more than his joy of winning (I think)!

In saying so I am sure the thoughts about winning may begin to diminish in their mind as quickly as the daylight in court no.18 at Wimbledon in the match between John Isner and Nicolas Mahut. This is definitely an extra-ordinary match that call for exceptional human spirits and courage. Many people says that there was no looser in this longest tennis match in history. I would take a step further and comment that we all loose by not learning valuable lessons from it.

“From the Inside Out” used the game of tennis to help you discover the innate potential to perform and identify the self induced barriers that often gets in the way. Call us to find out more.

PS: This is officially the longest blog-post till date – a record! I hope you’d enjoy reading as much as I’d wrote it…