What’s your Why?
Since I went solo ‘What’s your why?’ has been popping up a lot. At first, I had no idea how can ‘my reason for starting up’ Neupauer training make any difference to people.
The thing is, it drives everything I do and sometimes even gets in the way because my desire to help create better working environment for everyone is personal.
When I was a child (yes, the image is me when I was 15), I felt like a black sheep of my family. Not only around my parents and siblings but extended family too as we lived in the same small town. I made decisions that were different to the traditional thinking and upbringing, which often came with the unknown surprises and setbacks. And because nobody in my family had any experience, they couldn’t advise me, but I’d also often hear ‘I told you so’ whenever my actions backfired. Despite my family and even teachers’ reservations I went on to study music. Harp to be specific. It was different and exciting and rebellious. It turned out to be 3 years of hell… I left home for the UK when I was 19 with £100 in my pocket (£50 of which I spend on a taxi from the airport). When I knocked at the door of the person who ‘told me to come’ door, she opened up with a surprise “You actually came!! No one ever does”. I was fighting back tears, knowing I can’t return home. Luckily all turned out well and I stayed.
Later, I got to see myself as a rainbow sheep instead. My life was full of experiences nobody from my family had. It wasn’t always easy, but it made me into a person I am now.
So, how did I end up helping people build better relationships in the workplace?
Despite my education, I managed to get promoted to a supervisor. No management experience, but I was good at my job. Little did I know that do get someone else to be equally as good requires a whole set of new skills. Admittedly I got the job done and great results too, however, my team hated me. Even though I was told that I’m not there to be liked, the feeling that people talk badly behind my back was enough for me to do something about it. I started buying books on management and ‘how to talk to anyone’, psychology books to help me understand not only myself but those around me. I attended People Management Development training but sadly I didn’t feel there was enough emphasis on building trusting relationships with my team. And so, my self-development continued. Especially as I saw the benefits of working alongside my team instead of trying to be ahead, above, or somewhere completely different. I made many mistakes and made some people cry. No intentionally but still. It’s not something I’m proud of.
Fast forward years later, when I needed to return to work after having children, I got a flexible job to fit in around my family. The roles have changed when I worked for a manager who had no idea how to lead a team. Interestingly, she was a friend of mine, often asking me for advice when people wouldn’t turn up on time or just didn’t care. I got to experience her management style first-hand and there were many times I left work in tears. She, also, was promoted and without any people management or leadership training, let to lead a team. This time, I got to be on the other side, where my colleagues would say bad things about her. Sadly, most people didn’t even enjoy the job and wouldn’t go the extra mile to help customers, because nobody cared about them. This was an eye-opening experience where I got to see how bad management affects the attitude of employees which then affects how customers are treated. All because leadership, people skills, communication, people management or whatever you want to call it wasn’t important. Once the reputation is damaged with customers, it’s hard to bounce back. The reviews that followed this period weren’t pretty and if I was General Manager or the owner of this company, I would want to know what the heck is happening and what can we do to change it…. Not my circus, not my monkeys….
The third major factor in my decision to help change places of work to more understanding is my experience as a listening volunteer at our local Samaritans branch. I realised that 99% of the problems we have involve another person. And as we spend so much time at work, it is important the environment is encouraging and motivating. People care about each other rather than go against. Animosity is managed not encouraged. That it is a place people feel safe and understood. Not judged or feel like they are just a payroll number.
Even before the pandemic, mental health pressures on everyone have changed. Jobs as we knew them have changed. The world has changed. The pandemic only highlighted some of the issues we were facing.
As human beings we evolved to feel, to have emotions and act on them. When employees are physically, emotionally, and mentally healthy, they will achieve far greater results. This will make them feel even better creating a circle of achievement and purpose. Turn it the other way where people don’t feel like they matter, their managers don’t accept that there is a life outside of the work or even worse, enforce rules to keep personal problems outside of work (this usually works until the said manager is going through their own personal issues and they realise that their expectations are impossible) and you have a perfect crisis on your plate. The results and productivity go down, pressure goes up, issues escalate, and no one benefits from it.
What can you do to avoid this?
Invest in your people first. Make sure the relationships within the workplace are based on trust. That people know how their differences can benefit the common goals. What the strengths and weaknesses are so they can help each other…. If you look after your employees well, they will look after customers but also after your business when crisis hits.
If you’re struggling to get your team to work together, contact me to arrange a chat to see if I can help you create a working environment everyone enjoys.
What’s your WHY?