When You Break Something Of Value

Today, it broke.It was a cheap rubber wristband that I have been wearing for the past few months.Nothing this cheap was meant to last longer than that.If you know me at all, you know that I actively try to remove excess stuff from my life--so you might be wondering why I care or why I have a cheap rubber wristband in the first place.

Here's what happened:

I was running one of my team's LEGO® shows for kids in St. Paul, MN.Part of our shows makes room for displayers of all ages. It helps get locals out to be part of the show and it helps kids network with other builders who are in their community. Pretty cool, right?Well, one kid was so excited to be there that he brought these rubber LEGO® wristbands to give out.

When I spoke with him and thanked him for his hard work, he gave me one of his wristbands.

"Thanks for inviting me, I'm SO excited to be here," he said.It's moments like these when you realize that what you do helps other people be themselves and be part of a community that encourages learnings, that you smile and realize it's all worth it.This kid had the time of his life connecting with older builders and meeting other kids just like him.So no, it doesn't matter that the wristband broke--because I will never forget that kid.Take this as a reminder that it's easy to confuse the value of stuff with the value of experiences.

2 Minute Action

It doesn't have to be a wristband, but what can you give to someone around you to let them know you appreciate them?

• It could be a handwritten "COUPON - Good For 1 Free BackRub."
• It could be a flattened penny.
• It could be a pack of Juicy Fruit gum.

It doesn't matter what the vehicle is, it just matters what sentiment you gave it.It will take you 2 minutes to write a post-it note or give someone a wooden nickel with a story that holds meaning.

You'd Be Surprised At How Many People Make This Productivity Mistake

You walk in and instead of confidently starting on your prioritized "to-do" list, you start responding to emails, fielding help-desk tickets from customers, taking phone calls, and diving into whatever is pressing on your attention at that moment.You'll never be in control of your project if you always feel like a slave to the urgency of a crisis.This is known as a "Fire-of-the-Day" management style.Whatever seems to be burning down today is where your attention goes.Here's the tell-tale symptom:If you're exhausted at the end of every workday, but you can't really describe what you did, you're experiencing this one.There’s nothing worse than feeling like you have no control over your own project.One way to get a grip on the reins and get buy-in from your team is to create Critical Productivity Indicators (CPIs) that are measurable, actionable, and don't mean they'll "get the axe" if they mess up.When your team is clear about what “success” means, you’re going to see a lot more collaboration and confidence on "progress report day."What are CPIs? Below are some I've developed for organizations.  All together, they form a Productivity Index, a composite score used to gauge how healthy a team is.Steal this and run with it.

2 Minute Action:

Look at the list below. What's the most important, pressing issue for your team? Only pick one.Take 1 minute and define the question.Take the next minute and create a few answers.You don't have to solve this right now, but having a good question in your head will let you see your work differently today.It's up to you to carve out the time to develop solutions.

• Activity - How much work is being done?
• Prioritization - What kind of work is being done?
• Efficiency - How much work is redundant or wasted?
• Productivity - How much useful output is generated by your team?
• Potential - How much productive work you could be doing?
• Visibility - How clear your team is on their responsibilities?
• Reinforcers - What is motivating consistent, high-quality work behavior?
• Standards - What goals, targets, or benchmarks are in place?
• Capacity - Does your team have all the skills necessary?
• Alignment - Is everyone clear on the mission and priorities?
• Proximal Zone - Where does your team fall in Vygotsky’s Proximal Zones, and the anxiety-boredom spectrum?
• Sentiment - Does your team believe in the mission and are they invested in success?