Productive teams know how to work together; what helps the high-performing teams is a shared operating system, much like your PC.
A shared operating system allows people to get the work done, but using a unifying set of core principles (like apps on a PC) creates shared understanding. Imagine if you used a slide deck tool incompatible with the Microsft PowerPoint used by a colleague or customer; how frustrating would that be? How much time would be wasted decoding and figuring it out?
There is no decoding with a shared operating system; we all know how we do stuff, so we’re straight into what matters. With a common set of ‘how we get stuff done’ principles, it enables teams to shortcut and accelerate their productivity and increase output.
There are moments, often, when we hit milestones that symbolise the end of something (like the end of a year), that we stop and take a moment to look back. This moments are opportunities to reflect, to learn and to prepare to start again.
Yet, in work, these moments are missed as we jump from project to project, urgent task to urgent task. Urgency getting in the way of growth, learning and, most importantly, using this wisdom to focus on the things that will have the biggest impact on our goals.
In this podcast, Ricky talks with Paul about the power of these moments, asking why these are so important, yet often undervalued in the workplace. Of course, they also get into some simple ways that you can make your reflection time more effective and why this does not need to take very much time at all if you do it right.
Join us as we explore the inspirational story of Nicola Marshall. Nicola ‘Nic’ is a driven and focused individual who combines a demanding role for one of the UK’s best-known brands with being a wife, mum of a teenage daughter and a cockapoo, yet still finds the time to train and compete in marathons and even a triathlon.
Nic is the People Director at Welcome Break, the UK’s largest Motorway Service Area Provider and a member of the Senior Leadership Team of the parent company Applegreen, where she leads the people functions across Welcome Break and Applegreen in the UK, ROI and US and is Chair of the Welcome Break Charitable Fund.
Listen as Nic shares how her passion for people led her from operational roles into the world of people development & HR with some of the UK’s leading hospitality businesses, including Whitbread, Greene King & Travelodge. Nic talks about her hopes, fears, and experiences that have shaped her career and how role models inspired her to succeed.
Why do people lie at work? The answer is we all lie, be that to others and ourselves, though we don’t (always) mean to lie.
What is happening?
In this video, we unpack workplace discussions and why they often lead to mistrust and dissatisfaction. We are all fallible, but why do we unintentionally lie at work? Why do we convince ourselves that something is true when it just ain’t so? Tune in to discover the world of confabulation and how to mitigate its impact in the workplace.
In this podcast, Rob and Ricky don their capes and dive into the world of stellar communication. (what they get up to in their own time is up to them!) What does it take to be a true communication superhero in an era riddled with distractions, impatience, and information overload?
Being an effective communicator isn’t just about conveying messages; it’s about understanding, connecting, and making an impact. Yet, many of us falter, whether it’s due to a lack of skills, a disregard for respect and courtesy, or simply a scattered focus and lack of purpose in our interactions.
In this episode, they dissect the critical skills that often go amiss in daily communications. They look at areas such as the role of respect and courtesy in dialogue and deep into the importance of having a clear focus and purpose behind every word and gesture.
They also provide actionable steps, techniques, and insights to help you rise above these challenges. It’s time to transition from a communication novice to a true communication superhero. Capes are optional.
Progress vs Perfection: why perfectionism is the enemy of progress!
In today’s video, join Ricky as he delves into progress versus perfectionism, why perfectionism might be holding you back and how embracing progress can be a game-changer!
What’s Inside: Understand the pitfalls of perfectionism
Ricky’s personal journey from hesitation to 100K views! The immense power of the progress mindset.
Practical insights on how to shift from perfection to progress. Don’t wait; get started!
Key Takeaways:
Perfectionism can lead to procrastination.
Fear of failure and burnout.
Progress promotes growth, resilience, and satisfaction.
The journey and the learning process bring more value than the end goal. Join our community, and let’s celebrate our journeys together!
Rob and Ricky as they dive headfirst into the intricate web of common communication pitfalls that leave many of us scratching our heads, wondering, “Where did that go wrong?”
Have you ever sat through a meeting and thought it was a complete waste of time? We explore the impact of poorly conducted meetings – how they not only drain our time but also our energy and productivity. We’ve all been there, and it’s time to address the elephant in the room.
But that’s just the tip of the iceberg. Assumptions. They say when you assume, you make an “ass” out of “u” and “me.” We delve into the dangers of making assumptions in communication, how they lead us astray, and the strategies to avoid them.
In our digital age, emails have become the backbone of corporate communication. But are they always effective? We discuss the overuse and misuse of email, leading to cluttered inboxes and missed messages. And as if that wasn’t enough, we’re also battling against the tide of information overload.
When it comes to boosting productivity, many people focus on external tools, systems, or processes, hoping these will unlock greater efficiency. However, the real key to sustainable productivity lies within—the “pilot in the box.” This metaphor highlights that it’s not the technology or resources at your disposal but the individual driving them that determines success.
This article explores the critical role of personal mindset, habits, and decision-making in achieving peak performance. It delves into how a growth-oriented mindset, intentional behaviours, and the ability to adapt to challenges are far more powerful than any external solution. By taking ownership of one’s mental focus, creating disciplined routines, and fostering self-awareness, individuals can transform how they work, making every tool and resource exponentially more effective. The message is clear: productivity isn’t about what you have; it’s about how you use it—and the pilot’s role is irreplaceable.
In an age where new productivity tools and apps emerge daily, it’s easy to fall into the trap of thinking that the next shiny toy or methodology will magically make us more productive; I know I have. I love a new gadget—who doesn’t?
Over many years, I have wasted so much money searching for that something special to make me more productive. I would use them until the next shiny, “fantastic new tool that solves all your productivity issues” arrived.
While systems, software and processes play a role in organising and streamlining tasks, when you boil it down, “it all comes down to the pilot in the box.” Now I realise that is a Top Gun: Maverick quote, but it sounds so cool I just had to weave it in somewhere. I mean that it’s down to me, you, us, the masters of our destiny, to change our mindset, habits and behaviour.
1. Mindset: The Power Of Perception
Our beliefs and attitudes can either propel us forward or hold us back. As popularized by Carol Dweck, a growth mindset means believing in the potential for development and seeing challenges as opportunities. When faced with a task, someone with a growth mindset doesn’t get bogged down by the fear of failure; they see it as a learning experience.
Conversely, constantly seeking the “perfect” system might be symptomatic of a fixed mindset—the belief that productivity is an inherent trait rather than something we can develop.
Thus, cultivating a mindset that embraces challenges, remains curious and is resilient in the face of setbacks can be more crucial than the intricacies of any productivity system.
2. Habit: The Rhythm Of Consistency
Every time we turn to a new system or software, there’s a learning curve. Often, once we’re familiar with a tool, we move on to another, forever chasing the promise of enhanced productivity. This constant shifting is a productivity trap in itself. But what if the secret to productivity isn’t in the tool but in the routine?
Habits, once formed, require less mental energy. They become second nature, allowing us to execute tasks efficiently without the cognitive load of decision-making. For example, regularly reviewing tasks could be more beneficial than any software in which those tasks are stored.
Creating positive habits, such as daily planning or setting specific times for checking emails, can profoundly impact your productivity more than perpetually switching between tools and systems.
3. Behavior: Actions Speak Louder Than Tools
Even with the best software and processes in place, our behaviour ultimately determines productivity. Procrastination, for instance, can’t be solved by any app, no matter how sophisticated. It requires introspection, understanding the root cause and taking corrective actions.
Behaviours like setting boundaries, learning to say “no” and prioritising tasks based on importance rather than urgency can drastically improve productivity. These u, rooted in self-awareness and discipline, can determine how effectively we use any system or tool.
Tools Are Tools: People Drive Productivity
Instead of constantly searching for the next big thing in productivity tools like me, it might be time for us all to look inward and realise that we—the “pilot in the box” of our mind, not the tools—are the primary drivers of our productivity.
The intricate dance between habits, mindsets and behaviours is far more profound than any external tool or system we might employ in our quest for productivity. These elements, deeply rooted in our neural pathways, cognitive structures and past experiences, are critical in determining our daily actions and overall effectiveness.
Mindset: Mindset shapes our perceptions and responses to challenges. A growth mindset encourages resilience and biologically primes the brain for adaptability and problem-solving. By embracing this mindset, you can take a proactive approach to tasks, fostering continuous learning and improvement.
Habits: Habits tap into the brain’s propensity to conserve energy. As they become ingrained, they free up our cognitive resources, allowing us to focus on novel tasks and challenges. By consciously establishing routines that align with our goals, we can harness this neurological efficiency for productivity.
Behaviour: By understanding the psychological impetus behind behaviours like procrastination or distraction, we can develop strategies to mitigate them. This introspection enables a more holistic approach to productivity, where we’re not just ticking boxes but addressing core issues that might hold us back.
In the hustle of the modern world, it can be tempting to reach for tangible, external solutions to enhance productivity. Yet the most potent tools lie within our minds. By delving into our habits, mindsets, and behaviours and tailoring these elements to serve our goals, we can unlock a sustainable, effective, and profoundly fulfilling productivity level.
This article first appeared on Forbes.com on 14th November 2023
Ricky has been a regular contributor to the Forbes Councils since 2023, where he shares his perspectives on all things leadership, change, culture and productivity, all with Thinking Focus’ unique perspective on metacognition, or as we prefer to say, thinking about thinking.
In today’s intricate world, decision-making and learning often occur in ambiguous contexts where clear-cut answers are rare. This article delves into the complexities of navigating these “grey areas,” emphasising the importance of critical thinking, ethical reasoning, and adaptability. It highlights how social contexts and cultural influences shape our perceptions and decisions, underscoring the need for continuous learning and cultivating environments that encourage open dialogue and diverse perspectives.
Not all lessons are black and white in the vast expanse of learning and development. Much of what we learn, especially in leadership, management and personal growth, lies in grey areas—complex, nuanced and often without clear-cut answers.
How, then, do you train and develop your people to work in the grey zones when a flowchart, manual, process, or, dare I say it, artificial intelligence (AI) can’t cut it? Not yet, at least.
Serendipity piqued my curiosity, leading me into the world of social learning theory.
A Chance Encounter Inspires A Challenge
When a global automotive manufacturer challenged my company to think differently and to look at a learning problem from another perspective, we had to embrace the opportunity.
The challenge was to address a development gap in their frontline people managers; while skilled and competent in the technical and process aspects of the role, they needed to be more effective in their soft skills. The need was to be able to have impactful people conversations that changed behavior. Challenges where the stock answer is “It depends” are not the happy place for managers who would sooner fix a technical issue than talk to their people. Of course, there were operational constraints and budgetary limits, too.
We train, develop and coach people worldwide for some of the biggest brands, but this needed a new solution, something like gamification. At that time, it was not at all in our sweet spot. So we set about doing our research.
We created a dilemma game for them, one that blended four distinct components:
Gamification to motivate and maintain interest;
Psychological safety to enable participants to feel comfortable surfacing issues or exposing perceived weaknesses (the game element also helps this);
Group coaching, where a facilitator runs the game and asks great questions to cause conversation, exploration and curiosity; and finally,
Social learning, encouraging people to share their experiences, good and bad, for the benefit of the group, all under the pretext of “It’s only a game.”
Players shared more than we ever imagined, and managers grew, not just in learning but in recognising that they are not the only ones who struggle. Additionally, they built an internal support network they can talk to when needed.
The Essence Of Social Learning
Social learning is at the heart of understanding how we navigate the grey areas.
Psychologist Albert Bandura, professor emeritus of social science in psychology at Stanford University, popularised the theory. Bandura suggests that people learn from one another via observation, imitation and modelling.
One of Bandura’s most famous experiments, the Bobo doll study, demonstrated how individuals, particularly children, learn and replicate behaviours they observe in others.
This fundamental concept illuminates the significant impact of environmental and social influences on our learning processes and decision-making abilities. Where you work and who you work with significantly impact what you learn.
Learning From The Environment: The Role Of Observational Learning
From early childhood, our learning is deep-rooted in observation. We watch the actions of those around us—our parents, teachers, and peers—and see the consequences of those actions.
This observational learning extends beyond mere replication of behaviours. It involves understanding the outcomes of actions and adjusting our behaviour in response.
When we witness positive results, we are encouraged to mimic those actions. Conversely, adverse outcomes might deter us but can also pique curiosity and imitation under certain circumstances.
This dynamic interaction with our environment shapes our understanding of the world, especially in areas where the answers could be more straightforward.
The Grey Areas: Navigating Complexity Through Social Contexts
The grey areas of decision-making and ethics represent a significant challenge for personal development and professional training. These are the domains where right and wrong are not easily discernible, where the ethical, practical and effective course of action might vary depending on context and perspective.
Training individuals to navigate these complexities requires a sophisticated approach beyond traditional didactic methods. How you get an answer becomes a more important skill than knowing the answer.
Creating realistic and contextual situations for discussion and exploration is critical. By simulating real-life scenarios that present ethical dilemmas or complex decision-making situations, learners can engage in critical thinking, explore different outcomes and consider the implications of various actions.
This experiential learning approach encourages individuals to reflect on their values, the influence of their actions on others and the broader societal implications.
The Impact Of Peers And Culture
Our peers and the culture we are a part of play crucial roles in shaping our responses to grey areas. The social norms, values and behaviours are prevalent in our immediate environment influence our perceptions of what is acceptable or desirable.
This social context can either reinforce positive behaviors or perpetuate negative ones. Recognizing the power of social influence is crucial for both learners and educators, as it highlights the importance of fostering positive, supportive and ethical communities.
Moving Toward A Future Of Informed
Decision-Making
Training for the shades of gray requires an emphasis on critical thinking, empathy and ethical reasoning. It involves cultivating an environment where questioning is encouraged and diverse perspectives are valued.
By leveraging social learning principles, educators and leaders can create more nuanced training programs that prepare individuals not just to choose between black and white but to navigate the vast spectrum of grey created by current levels of uncertainty with confidence and integrity.
Our Solution
What Would You Do? helps cross-functional groups surface common issues and performance gaps through social learning, gamification, group coaching and psychological safety. You can learn more here.
Conclusion
In a complex and nuanced world, navigating the grey areas is more crucial than ever. Understanding and applying social learning principles can better prepare us and others to make informed, ethical and impactful decisions.
By observing, discussing and reflecting on the multifaceted outcomes of our actions, we grow as managers and leaders, ready to face the challenges of tomorrow with wisdom and compassion.
This article first appeared on Forbes.com on 15th April 2024
Ricky has been a regular contributor to the Forbes Councils since 2023, where he shares his perspectives on all things leadership, change, culture and productivity, all with Thinking Focus’ unique perspective on metacognition, or as we prefer to say, thinking about thinking.
Dive into the riveting story of Neil Lloyd, how a career banker became the Managing Director of a full-service law firm – without even being a lawyer!
Listen as Neil recounts the significance of mentors in his formative years and discover the leadership principles that have guided him seamlessly across starkly different sectors. From sharpening his prowess in banking to architecting growth strategies at FBC Manby Bowdler, Neil’s ascent to Managing Director is nothing short of inspiring.
Neil was recently recognised with an Honorary Fellowship by the University of Wolverhampton, and The Lawyer magazine included him in their Hot 100.
But there’s much more to Neil; off the clock, he’s an avid marathon enthusiast, conquering some of the world’s most iconic races from London to New York.
Join us for a narrative of ambition, adaptability, and passion, and uncover how Neil Lloyd is redefining the boundaries of career trajectories.
