Suzanne Mercier - Sunday, July 11, 2010
Yesterday, I blogged about the implications for organisations in the higher demand for tacit skills and knowledge in the 2020 workplace, according to authors Jeanne C. Meister and Karie Willyerd. Today, I continue looking at organisations and the predictions for what a 2020 workplace will look like.
The authors put forward a crystal ball prediction for the 2020 workplace including 5 principles that will resonate strongly in the workplace (tomorrow's blog) and 20 predictions of what the workplace will look like. As I went through the 20 predictions, I recognised all of them as qualities that define the way a solopreneur or small business owner already operates. Here are just 3 of them:
1. You will be hired and promoted based upon your reputation capital.
That is certainly a major part of any small business securing work. Firstly, "can you do the work?" and secondly, "do I respect you and want to work with you?"
2. Job requirements for CEO's will include blogging.
Those of us who recognise that offering value, sharing information and positioning our expertise is a critical success factor in business are already doing that.
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3. Lifelong learning will be a business requirement.
As solopreneurs or owners of small business, we know that if we aren't at the leading edge of knowledge in our area of expertise, we are diminishing our own value; Plus we also know that we need to grow as human beings, because we are our product or service.
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Working on your own, or in a small business is not the same experience as working in the corporate environment. Solopreneurs and small-business owners have greater freedom about the way we operate, the hours we work, how we structure what we do; we set our fees and we decide what we're going to offer the world. However, there is a price to pay for that freedom. We experience fear and uncertainty because the buck stops with us. We are the Visionary, the strategist, the business development person, the person who creates or sources our products and services, the person who delivers them, the customer service person, the financial controller and the accounts clerk. If we lose traction for any reason, we can go under. Working for yourself without the structure, resources and protection of a corporation around you, is the greatest personal development programme you will ever participate in.
Any environment that creates uncertainty has the potential to trigger peoples' feelings of imposterhood. Solopreneurship and small business ownership does that for many of us already. If the original research by Clance & Imes holds true, 70% of people on the line inside the corporate environment will have experienced the imposter syndrome too. With the prediction of a 2020 workplace, it's going to create uncertainty across the board and dealing with the imposter syndrome may become an even more obvious Critical Success Factor.
The opportunity for organisations to prepare for this brave new corporate environment is to recognise that personal development is the key to business performance.
What do you think? I'd love to hear.
All the very best
Suzanne
Suzanne Mercier - Saturday, July 10, 2010
As a result of reading "The 2020 Workplace" (Jeanne C. Meister & Karie Willyerd, 2010), I have been thinking about workplaces today and in the future. According to the authors, the 2020 workplace will be a whole new game driven by 5 generations in the workplace together, mobile technology, individuation of work conditions and incentives, acceptance of lifetime learning and corporate social responsibility. The concept of the knowledge economy will shift and the more technical work will demand what the authors call "conceptual tacit skills".
Tacit knowledge and skills are personal skills that are hard to transfer to others. The individual may not naturally recognise and appreciate these skills as valuable or unique. Examples of tacit skills and knowledge include habits and culture that form the backbone of the way we interact with the world around us, or riding a bicycle, or a child learning a language. The authors define the key tacit skills in an organisational context as problem solving, judgement, listening, data analysis, relationship
building, collaborating and communicating with
co-workers.
Where the tacit knowledge and skills are considered valuable by an organisation, there is considerable motivation to transform those tacit skills into explicit skills which can then be transferred to others. And this is where the Imposter Syndrome comes in.
The Imposter Syndrome hits talented and successful people. However, people who are in the grip of feeling like a fake or fraud do not value their strengths or accomplishments. At a core level, they don't think they're good enough; that don't measure up. They often believe that if they can do something, it's not exactly rocket science. And the less tangible something is, the more likely they are to be uncertain about whether it is of value and whether they measure up.
If organisations are going to successfully tap into the tacit knowledge and skills of their talented employees, they need to help people understand the value of who they are as well as what they know. That means they will need to help us value ourselves as human beings so we can actively contribute to organisational performance. While many are doing this already with concepts like "talent management", most organisations are not and may get left behind well before 2020!
What do you think? I'd love to know.
All the very best
Suzanne
Suzanne Mercier - Thursday, May 27, 2010
Questions that come up at the end of a presentation help me understand how I can support people to understand better what they may be experiencing or to address some of the arguments that come up in their minds. One of the ones that comes up regularly relates to the old catchphrase of 'fake it til you make it' which means to imitate confidence so that as the confidence produces
success, it will generate real confidence. People want to know whether faking it til you make it gets in the way of authenticity.
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To me, faking it til you make it certainly
produces a more positive result than retreating - in the short term. However, it involves
denying how I feel - sweeping those feelings under the rug and patting
it down. In other words, hiding the lack of confidence I feel which
comes from fear and the feeling of being 'not good enough' as we are. That
feeling is real, the thinking behind it is not. If we could see who we really are, we would
never doubt that we are good enough again.
Cary Grant was probably the most famous
proponent of fake it til you
make it. He openly admitted that he created the Cary Grant
"character" and said he knew
the kind of man he wanted to be - and after years of
pretending he finally became
that man. Cary Grant had a very troubled childhood - his mother
disappeared when he was 9 years old - so no doubt he had a mask or two
in place. Perhaps faking it was the best he could do with his
understanding and resources at the time.
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I do realise there are many ways to the centre of town and that my way is just one of those. I just don't think that glossing over such disapproval of ourselves is the answer. It brings to mind the biblical analogy that building your house on the sand means it has poor foundations that won't withstand any tests Putting masks on over a feeling of not good enough doesn't help us recognise the truth of who we are which is pure possibility.
Fake it til you make it might seem like a great solution - it most likely would help you achieve desired results in the short-term. Longer-term, though, it is far better to be authentic - to truly see ourselves, accept our strengths and successes, accept that we have weaknesses and that everyone does. To journey towards an increased understanding of who we truly are, we need to accept that we create the whole of our reality through our habitual thoughts and beliefs and that as creators, we can change those patterns (which is a similar principle to 'fake it til you make it').
The difference between 'fake it til you make it' and peeling back the masks to see who we truly are underneath is that the first approach comes from the space that we are not inherently good enough and therefore need to change who we are while the second approach comes from the space of accepting that who we truly are - beneath the layers of self-protection and the masks we hide behind - is absolutely perfect. One approach is denial and the other is acceptance.
What do you think? I'd love to hear.
All the very best
Suzanne
Suzanne Mercier - Wednesday, May 26, 2010
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When I talked about imposterhood in the early days, I was so excited
that I'd discovered the reason I had sabotaged myself for so many years
that I thought everyone else would be as excited as me. I was wrong. In more
than one situation, I offended members of my audience who misunderstood
me - for which I am responsible - and thought I was accusing them of
being an imposter. These people became quite defensive and verbally
attacked me in the middle of my presentation. I quickly recognised that
others might not be as excited as I was about discovering their
self-sabotage patterns. I became sensitive to the language of
feeling versus reality - of feeling like a fake and fraud, of feeling
not good enough.
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Many of us confuse our identity with our behaviour and while the Imposter Syndrome refers to a faulty self-belief - which does relate to how we see ourselves - we are actually talking about feeling not good enough and the behaviour we engage in so we can protect ourselves from discovery and exposure.
It always felt as though I was walking on the glass of other peoples' sensitivities, so the problem has been sitting in the back of my mind for quite a while. In conversation with a colleague a few days ago, the solution emerged. When someone is triggered by uncertain circumstances into feeling vulnerable and is exhibiting the symptoms of the Imposter Syndrome, that person is "imposturing". They are engaged in the process of feeling like an imposter and engaging in the protective behaviours to avoid others seeing them that way.
I think it's a solution ... and I may well be kidding myself. This is, after all, a confrontational subject.
What do you think? I'd love to hear.
All the very best
Suzanne
Suzanne Mercier - Tuesday, May 25, 2010
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I have been so passionate about Purpose and the power it has to lift us up beyond our fears and foibles, that I was absolutely delighted to have a friend point me in the direction of Dan Buettner's TED presentation on the optimal formula for longevity. Dan Buettner is a National Geographic Explorer and Writer. He was involved in a project called Blue Zone which was dedicated to identifying areas in the world where people lived longer lives and to exploring the reasons for their longevity.
The areas the Blue Zone Team visited were Okinawa, Japan, the Highlands of Sardinia and Loma Linda, California. The video is well worth viewing
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Buettner arrives at 7 key tenets for longevity as a result of extensively studying these cultures. Finding and living our Purpose (or iki gi as the Japanese call it) was one of the principles and the Blue Zone team claim that Purpose can add up to 7 years to our lives.
My experience of Purpose goes back around 20 years when a friend, Jelena, asked me what my Purpose was. I totally surprised myself because out of my mouth came "To bring heart and soul into the corporate environment". That Purpose has guided my path in the intervening time and I have lived it to the best of my ability along the way.
When we live from Purpose, we step into possibility. We step beyond the fear and our self-imposed limitations and into being of service in some way. We think way beyond ourselves to the broader community. We give in the best way we can and while we don't do it for a return, we experience a feeling of fulfillment as a result of being of service.
I realise now that behind my Purpose is the recognition that so many of our workplaces are driven by fear which manifests in competition, winners and losers, in abuse and neglect, in manipulation and in scarcity. These conditions don't breed engaged employees making their contribution to the success of the organisation.
Taking this further, I realise that my purpose is about activating behavioural change through a mindset shift so our workplaces are more about kindness, opportunity, recognition, appreciation, support, growth, connection and community. Those are pretty big shoes and I trust I'm growing into them.
What's your Purpose? I'd love to hear.
All the very best
Suzanne
Suzanne Mercier - Monday, May 24, 2010
Over the past few months, I've had the opportunity to work with a number of people who would probably classify themselves as Type A personalities. According to Wikipedia, Type A's can be described as high-achieving workaholics who multi-task, drive
themselves with deadlines, and are unhappy about delays. Because of
these characteristics, Type A individuals are often described as stress
junkies."
I think it would be fair to say that type A personalities are driven to achieve results. They are not driven to go on a journey with no marked path; a journey of indeterminate length and with an unknown destination or outcome.
I believe their need for outcomes and instant results makes it more challenging for them to undertake the life-long journey of rediscovering who we are and how we can be of service to the broader community, which will bring meaning and fulfillment to their lives.
What do you think? I'd love to hear.
All the very best
Suzanne
Suzanne Mercier - Wednesday, May 19, 2010
A friend of mine, Diego Villaveces (aka The Crazy Columbian) kindly invited me to a wonderful function on Thursday 3rd June. "Haven't you heard of 'Wake up Sydney'?" No, I hadn't. And I have now because I immediately checked it out.
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Jono Fisher, the founder has a really inspirational story of life's
amazing twists and turns. Having dropped out of corporate life, Jono
took up a new career as a male nanny during which his life opened up in
ways he couldn't have imagined. In his words, "I threw myself into a
world of simplicity, children, nature
and discovering what was really important to me." After some wonderful insights
on life, it turns out what was important to him was to create a
catalyst for Sydneysiders to come together in dialogue and inspiration.
"Wake Up Sydney" was born. Take a look at their trailer for an
idea of what they're doing.
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Wake Up Sydney is part of a global movement with millions of members - a huge community committed to making a difference in this world we live in for now.
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What I love about the work Jono is doing, now supported by many who love
his passion and purpose, is that it is generous and authentic. A true
journey to make a difference in the world. He leaves us with this
thought: Now is the time for the tribes of Sydney to gather,
collaborate, be entertained and accelerate this revolution toward a more
kind, conscious and sustainable world.
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I think that's an admirable Purpose, don't you? If you want to experience Wake Up Sydney, I believe there are still tickets left for the event on Thursday 3rd June. I'd love to see you there.
What do you think about the power and passion of living on Purpose? I'd love to know.
All the very best
Suzanne
Suzanne Mercier - Tuesday, May 18, 2010
So many of us are into instant gratification. We buy things when we don't have the money, just the credit. What happened to lay-by? We want a health practitioner to fix our health problems in an instant when they reflect a lifetime of indulgences. I remember wanting to play guitar, picking it up and getting frustrated because I didn't get it immediately. Needless to say, I don't play guitar now - something I still regret although not enough to do something about it. No, we're not good at waiting for much at all. If we have a problem, we want it solved NOW!
It's the same with personal development. We want to be "better" now. We don't want to go through the pain and angst of the journey during which we uncover the layers of garbage we've covered ourselves in - the masks, the protective mechanisms, the double brick defenses. But unless we're willing to go on the journey, nothing changes. Remember the definition of insanity? Well, wanting things to be different in our lives but not being willing to change what we do is just that.
How can we get past the self-imposed limitations and how can we see who we truly are and what we're capable of if we're not willing to go on the journey? Yes, the journey involves entering the unknown. We know what it feels like to be who we are in the world right now. We don't know what it will mean to be real.
In my experience, the journey is filled with challenges, certainly. Unlearning old habits isn't easy. It can take a while before we pick up what's happening and then give ourselves the choice to change it. The journey isn't always pretty - crucial and real conversations ask a lot of us. The upside though is an increased liking of myself, a lighter feeling, more joy for no apparent reason. So, yes, this journey has its challenges. The upside, though, is so much more than I had ever imagined. And I'm even getting a handle on the instant gratification because I do think it stops us from making the tough decisions that come along the road.
What do you think? I'd love to hear.
All the very best
Suzanne
Suzanne Mercier - Monday, May 17, 2010
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Recently, I participated in the Hire and Rental Industry Association
Conference on the Gold Coast. I've been fortunate enough to work with
this association over the past 3 years and am constantly reminded of how
wonderful these people are. They are genuine, down to earth, caring
and treat each other as family. Many of them own and run family
businesses, and a high proportion of them are very wealthy. I've now
been embraced as part of the family by those I've worked with over the
time. I really enjoy being around them and truly experience that what
you see is what you get with the people who own and run the hire and
rental businesses.
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As it often does, my thoughts went to exploring the differences between these people and some of the other people I work with. Now, I believe people are people and it's not that one person is a warmer, kinder, more genuine person than another. I think it's contextual.
My hire and rental clients / colleagues work in an area where they buy and rent out equipment of some kind. Their work is tangible. They can see what they do on a day-to-day basis. They can assess a piece of equipment in terms of its functionality, appearance, quality and so on, on objective criteria. Their equipment is used for tangible projects from DIY to building bridges and buildings.
On the other hand, many of my other clients work with ideas and information (as I do). Intangible! How do you compare one idea with another? Who can assess the idea or information on objective criteria? Given that we interpret life around us according to our own filters, it is unlikely that we would come up with "objective" criteria that we would agree with 100% anyway. How do we know if we have thought up something worthwhile? How do we know if we are intelligent particularly now that we are more broadly focussed than IQ? When we are dealing with something as intangible as an idea or information, I believe we are more likely to doubt ourselves. Even Einstein was quoted as saying "I have no particular talent. I am merely curious!"
Many of you have heard me talk about what causes the imposter syndrome. and those feelings of being a fake and fraud, not good enough. I talk of the perfection driver and citicism, both of which set us up to experience feelings of imposterhood. When something goes wrong with a piece of equipment, or it doesn't deliver to expectations, that something can be fixed. It's about the equipment. However, when something goes wrong with our thinking, our ideas or something that emanates from that thinking, we tend to make it about us - who we are not what what we did - and that reinforces that feeling of not being good enough.
I think an influence on feelings of imposterhood - not necessarily a criteria for imposterhood - is whether we work in an area which is intangible and which involves our unique intelligence and perspective.
What do you think? I'd love to hear.
All the very best
Suzanne
Suzanne Mercier - Sunday, May 16, 2010
Rapport building is essential to establish a connection and develop a relationship at some level. We have all had occasions on which we have just gelled with someone - really connected - and started talking as though we've known each other for years. That is natural and true rapport. We may also have experienced situations where someone tried so hard - perhaps too hard - to connect with us and it didn't feel right.
We can create rapport intentionally with people we meet by seeking to find values and views we have in common to set up the foundation and framework for developing a relationship. We certainly find it easier to get into rapport with some people than with others. My question is this. When we purposely seek to create rapport with someone, are we being authentic or manipulative?
My belief is that if we are connecting on the basis of genuine values and views, we are at least identifying an authentic foundation for the relationship. On top of that, if our intention is one that is either mutually beneficial or serves a higher purpose than our own needs and desires, it is authentic and not manipulative. On the other hand, if the rapport is built on sand - in other words, one person is making out that they hold certain values and views and they are simply not true for that person - then that is a shaky foundation. And if their intention is to serve their own purpose, then I do believe their attempts to build rapport are manipulative.
I also believe that most of us have a reasonably good BS detector and can, at some level, pick up the incongruence.
What do you think? I'd love to hear
All the very best
Suzanne
Comments
A great blog piece building on the book's predictions. There is much more material coming out now about what we need to be doing across a range of spheres for 2020 - and the Australian Human Resources Institute recently published a paper covering global factors of which HR practitioners need to be aware.
I like your solopreneur analogy - and the challenge is to get individuals in a corporate environment to think like this whilst also being part of a collaborative corporate team.
Well done.
PB