Monthly Archives: April 2011

Keeping Up with the Joneses


Roberto Goizueta, the former Chairman of Coca-Cola, asked a question of his senior managers:

“What is our market share?”

“45%,” came the confident reply.

“How many ounces of liquid does a human being need to drink a day?”  Goizueta asked.

“64 ounces a day,” someone offered.

“On average, how many ounces of all our products does a person drink per day?” Goizueta asked.

“2 ounces,” said one of the executives.

“What’s our market share?” came his final question.

While I don’t think we should allow Coca-Cola to convince us to replace water in our diet with their products, I do think Goizueta’s question was visionary!  He saw that his leaders were operating under a limiting belief – that we only have to be better than our biggest competitor (in Coca-Cola’s case, it was PepsiCo).  He gave the executives a larger playing field.  In effect, he said, Pepsi is irrelevant.  Stop measuring our success by how we compare to our competition.  Start measuring our success by how we compare to our potential.

What a paradigm shift!  The problem with comparing yourself with others is that you only have to stay one step ahead to feel good about yourself.  If the one to whom you are comparing yourself starts to slide, you can slide, too, and still feel good about where you are in relation to your competition.  (See graphic below.)

You might say, “At least we’re not as bad as them!”  Or, “Yes, we’re slipping, but so is everyone else.”  That may numb the pain, but the truth is, you’ve lost your edge.  The sooner you admit it, the sooner you can get back into the game.

On a personal level, comparing yourself to your friends, coworkers or neighbors can become an excuse for not living according to God’s standard and calling on your life.  While you’ve got your eyes fixed on everyone around you, you will almost invariably start to drift away from where God wants you to be.  Where they are is irrelevant to your walk with the Lord.

It’s true that if you focus on those that are ahead of you in the areas you want to grow, it can motivate you to higher levels of performance, but be careful even about these types of comparisons.  They are dangerous for a few reasons:

  • If your competition slips or lets up for any reason, you might be tempted to, as well.
  • If a change takes them out of your life, you might lose your motivation for growth.
  • If they get too far ahead of you, you might get discouraged and give up.
  • And even if they motivate you to higher levels, ask yourself if you are really doing it for the right reasons.  Is it to look good to others, to feel like you are better than others, to “win”….or is it to live by a high standard or to please God?

Keeping up with the Joneses is a losing battle and only serves to distract you from the fulfillment of your greatness.  Let the Smiths or the Petersons take on the Joneses.  Compete with yourself until you reach your full potential.

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Filed under blame, Change, comparison, competition, Compromise, Daily walk, growth, Incentives, leadership, management, paradigm, paradigm shift, performance, Relationships, self-image, self-worth, Spiritual Growth, success, team, teambuilding

Thermopylae


Thermopylae is a narrow pass (about 50 feet wide) in ancient Greece, between Mount Oeta and the Malian Gulf.  It leads from Thessaly (Thessalia) into Locris.  In ancient times, it was the main route by which an invading army could penetrate from the north into southern Greece.

It is best known for being the site where King Leonidas I died with his 1400 men (of whom 300 were Spartans) during the Persian Wars as they attempted to stop Xerxes and the Persian invasion of Greece in 480 BC. When Xerxes arrived with his enormous contingent of soldiers (Herodotus estimated it at 2.6 million, but it probably wasn’t nearly that high), he expected the small group of Greeks to retreat in light of his superior numbers, but Leonidas and his men refused to move.  In fact, they appeared confident, even calm, in the face of certain death.  Xerxes tried to wait them out for four days, but they wouldn’t leave.

When fighting finally began, it took three days for Xerxes to defeat the Spartans.  The Greeks easily repelled the initial attacks on their position, for what they lacked in numbers, they made up in determination and strategy.  The Spartans believed in a code of courage and discipline.  Retreat and surrender were not options.  They made their stand at Thermopylae, because the narrow pass nullified the threat of Xerxes’ overwhelming numbers.  Further, Leonidas knew that the Persians’ shorter spears made them unable to engage the Greeks at close quarters.

Had it not been for betrayal by a fellow Greek, Leonidas and his men might have held off the Persians indefinitely, but Ephialtes, a Thessalonian, showed the Persians how to use a path over the mountain to attack the Greeks from behind.  Once betrayed, it was all but over for the Greeks.  Leonidas was killed as he helped defend the pass.  Xerxes then dispatched his 10,000 Immortals, an elite fighting group.  The remaining Greeks retreated to a small hillock, where they formed a circle around the body of Leonidas.

Xerxes asked for the body of Leonidas in return for sparing the lives of the remaining Spartans, but the brave warriors refused.  Xerxes didn’t want to command his men to close in on the Spartans, because it was clear that the Persian armies were afraid of the Spartans.  They had never seen such determination and reckless abandon.  The Spartans didn’t care about preserving their lives.  They only wished to die honorably and protect the body of their leader.  Faced with his soldiers’ reluctance to fight, Xerxes ordered his archers to shoot arrows into the dense circle of Spartans until the sky was blackened and every Spartan dead.

Why did Leonidas and the Spartans fight so hard even after the battle was clearly lost?  Leonidas took counsel of an oracle before the battle, who foretold that either Sparta would perish or one of her kings would perish. By his death, Leonidas hoped to sacrifice himself to save his city.  And as it turns out, he did.  While the Persians went on to take Athens, they had been delayed long enough at Thermopylae to allow the Greeks to regroup and reinforce.  Later in 480 BC, the Greek navy defeated the Persians at the Battle of Salamis, halting Xerxes’ advance on Greece and putting an end to his imperial ambitions.  Had the Greeks not be able to repel the Persians, the later contributions of Socrates, Plato, Aristotle and other Greeks would never have been possible.

The Spartans had cohesion.  They stuck together no matter what the threat.  They didn’t do it because it was their job as soldiers.  They didn’t do it because of the paycheck.  They didn’t even do it just for their love and respect they had for their leader.  They did it, because they had a common purpose that was larger than all of them.  They had a unifying vision and a common enemy to that vision.

If you want the commitment of your team members, you’ve got to give them something worthy to fight for….a common purpose, a common enemy, something larger than the fading motivation of a paycheck.

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Filed under Challenges, commitment, conflict, determination, discipline, Engagement, failure, focus, leadership, management, motivation, overcoming obstacles, ownership, passion, performance, Persistence, pressure, priorities, purpose, sacrifice, team, teambuilding

Breaking Out of the Silos (EXERCISE)


Purpose

This activity helps participants to challenge silo mentalities by forcing them to work collaboratively to complete a task.  The task is a painting task, in which each team (or individual) will only receive some of the colors they need to finish.  In order to meet all the requirements of the task, they will have to negotiate for resources from other teams or individuals.

 

Setup

  • Give each team (or individual, depending upon the size of your group) several colors of paint (poster paints work well).
  • Teams or individuals should get different color combinations so that no one group or individual has everything that he or she needs.  Recommended color combinations are:
    • Team #1 – Black, white, red and yellow
    • Team #2 – Black, white, blue and yellow
    • Team #3 – Black, white, green and yellow
    • Team #4 – Black, white, red and blue
  • Give each team or individual enough paintbrushes for each team member to participate in the painting, a large sheet of paper (a flipchart works well for groups), something to mix their paint on (a piece of cardboard or a paper plate) and several small cups with water in them for rinsing the paint brush.

Timing

Explaining the Exercise: 5 minutes.

Activity: 20 minutes

Debrief: 15 minutes.

 

Procedure

  • Tell participants that they are going to work in their teams to produce a work of art with the supplies that you have given them.
  • To be judged successful, each team or individual must paint a picture of Noah’s Ark complete with the rainbow that was God’s promise never to flood the earth again. (You can choose another theme if you like; the only essential element is the rainbow, because it uses all the color combinations that will force the teams to break out of their silos.)
  • The rainbow must be at least one-third of the picture, and it must contain all the colors of a rainbow (which can be remembered with the acronym ROYGBIV – Red, Orange, Yellow, Green, Blue, Indigo, Violet).
  • The picture must fill the paper.
  • They will have 20 minutes to complete their paintings.
  • (After they begin, observe how they solve the problem of not having all the right color combinations for the rainbow.  You may want to bring out your observations during the debrief.  When the 20 minutes are up, have the groups answer the debrief questions below.  Then, discuss their insights as a large group.  Emphasize the need to share limited resources so that everyone could succeed.  This is not a competitive activity.)

Debrief

  • How did you resolve the problem of not having enough colors to make all the colors of the rainbow?
  • How willing were the other teams to share their paint with you?
  • How willing were you to share your paint with them?
  • Why was this difficult at times?
  • How is this like sharing limited resources in the work environment?
  • What could you do to make it more likely that individuals and groups would share their resources for the greater good of the organization?

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Filed under Abundance, generosity, overcoming obstacles, performance, Problem Solving, Productivity, Resources, Scarcity, team