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How to Create Connection in the Workplace: A Review of “Fired up or Burned Out” by Michael Lee Stallard

How to Create Connection in the Workplace: A Review of “Fired up or Burned Out” by Michael Lee Stallard
Fired Up or Burned Out cover

How do business leaders create a sense of connection and shared passion in their organizations? How can you make your employees (and by extension you r company) more productive and more innovative — instead of struggling to maintain the status quo?

These are the questions that Michael Lee Stallard sets out to answer in his book Fired Up or Burned Out: How to Reignite Your Team’s Passion, Creativity, and Productivity (Thomas Nelson, Inc. 2007; with Carolyn Dewing-Hommes and Jason Pankau). Stallard and his partners are the founders of E Pluribus Partners, a think tank and consulting firm focused on helping companies build connection among their employees and with their customers and clients. In Fired Up, they explain why such a sense of connection is important, and how to create it, offering good advice that would be as useful for small businesses and non-profit organizations as much as for corporations.

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The Case for Connection

We live in strangely disconnected times. While the Internet gives rise to new forms of connectedness, in our day to day lives, Americans (among other industrialized peoples) feel a great disconnectedness. This affects us i our homes, our communities, and especially in our workplaces.

In a 2002 Gallup study, only 25% of American workers reported feeling engaged at work. A global study carried out by the Corporates Executive Board in 2004 found that 76% of workers had an only moderate commitment to their employers, and 13% had little or no feeling of commitment.

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Organizations with disconnected and disengaged employees pay the price in lost productivity, lost innovation, and ultimately lost money — to the tune of $250-300 million dollars in the American economy as a whole, according to Gallup. On the other hand, corporations that have learned to foster a connection culture enjoy greater success by almost every measure. And employees who feel connected at work find themselves feeling more connected in other parts of their lives.

The Keys to Connection

Stallard identifies three factors that forster greater connection within an organization — Vision, Value, and Voice — and offers suggestions to increase them within an organization.

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  • Vision: Having a strong vision that employees identify with and that gives their work meaning encourages engagement across the board. Employees in organizations with strong visions are inspired and feel that their roles are important — from upper management to front-line and maintenance staff.
  • Value: By “value”, Stallard isn’t referring to values in the ethical sense, but to the value of people. Too many organizations fail to recognize or acknowledge the value of their employees, leading to disengagement. Organizations show they value their employees by making sure they’re in the right role for their particular strengths and talents, empowering them to make decisions within their area of expertise, and actively listening to them. Stallard cites the example of David Neeleman, the CEO of jetBlue, who sets aside a day every week to work alongside the crew on the company’s planes.
  • Voice: Vision and value come together in organizations that give employees a voice by fostering knowledge flow from bottom to top and back. Making sure the knoweldge flows both ways engages employees, allowing them to make better decisions, participate more fully in shaping and realizing the organization’s identity, and innovate more freely. Encouraging the flow of knowledge involves more than just putting a suggestion box outside the CEO’s door, but requires a total reshaping of the corporate or organizational culture.

Evaluation

I should say that I’m as far from the corporate world that Stallard and his co-writers describe as I could be. As a writer, I work more often than not on my own; as an adjunct instructor, I am only marginally attached to the two colleges I teach at. Still, I found much of the book exhilarating. I’ve worked too many hours and months of my life for corporations, non-profits, and other organizations that captured knowledge in rigidly stratified hierarchies, all too often leaveing the lower and middle reaches of the org-chart without adequate kunderstanding to perform our jobs, let alone to be more innovative.

Stallard and co. illustrate their work throughout with examples drawn from today’s corproate world, as well as from sports, military history, and elsewhere. The last part of the book, especially, shows Stallard’s ideas in action, with a close examination of the lives and careers of 20 notable leaders, ranging from Gen. George Marshall and Queen Elizabeth I to Frances Hesselbein (CEO of Girl Scouts of America from 1976 – 1990) and neurosurgeon Dr. Fred Epstein. These examples assure that the ideas expressed in Fired Up or Burned Out stay concrete and approachable, never zooming off into abstractions. And the ideas are good — the importance of fostering connection between employees and their organizations cannot be over-estimated.

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I did have a few qualms. The first has to do with the repeated use of “leadership” when they mean “management”. I understand that the corporate world lives and dies by the illusion that the terms are interchangeable, but Stallard’s work itself shows that is not the case. What kind of leaders allow their teams to become totally detached from their mission? What kind of leaders need to be told to share their vision, to value their people, and to give their team a voice?

Equating leadership with management creates an important gap in the book — because vision, value, and voice are assumed to come from management, there is little room left for, and thus little attention paid to, the kind of “grassroots” leadership that often rises from below to create vision, value, and voice in the absence of strong management. I’d have liked to see Stallard pay more attention to this — how can employees in leadership-deficient organizations create leadership from below?

My last issue isn’t the fault of the book, really, which is clearly aimed at a business audience. That said, given the ever-thinner line between our worklives and the rest of our lives, I’d like to have seen more attention paid to building connection outside of the workplace. Maybe in the next book… Or, more likely, the next author.

In the end, though, Fired Up of Burned Out is a powerful, interesting read, packed with great examples and practical advice. The information is most valuable to mid-level and higher management and team leaders, but there are lessons here for workers at every level, as well as for entrepreneurs and even the self-employed.

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Last Updated on September 28, 2020

The Pros and Cons of Working from Home

The Pros and Cons of Working from Home

At the start of the year, if you had asked anyone if they could do their work from home, many would have said no. They would have cited the need for team meetings, a place to be able to sit down and get on with their work, the camaraderie of the office, and being able to meet customers and clients face to face.

Almost ten months later, most of us have learned that we can do our work from home and in many ways, we have discovered working from home is a lot better than doing our work in a busy, bustling office environment where we are inundated with distractions and noise.

One of the things the 2020 pandemic has reminded us is we humans are incredibly adaptable. It is one of the strengths of our kind. Yet we have been unknowingly practicing this for years. When we move house we go through enormous upheaval.

When we change jobs, we not only change our work environment but we also change the surrounding people. Humans are adaptable and this adaptability gives us strength.

So, what are the pros and cons of working from home? Below I will share some things I have discovered since I made the change to being predominantly a person who works from home.

Pro #1: A More Relaxed Start to the Day

This one I love. When I had to be at a place of work in the past, I would always set my alarm to give me just enough time to make coffee, take a shower, and change. Mornings always felt like a rush.

Now, I can wake up a little later, make coffee and instead of rushing to get out of the door at a specific time, I can spend ten minutes writing in my journal, reviewing my plan for the day, and start the day in a more relaxed frame of mind.

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When you start the day in a relaxed state, you begin more positively. You find you have more clarity and more focus and you are not wasting energy worrying about whether you will be late.

Pro #2: More Quiet, Focused Time = Increased Productivity

One of the biggest difficulties of working in an office is the noise and distractions. If a colleague or boss can see you sat at your desk, you are more approachable. It is easier for them to ask you questions or engage you in meaningless conversations.

Working from home allows you to shut the door and get on with an hour or two of quiet focused work. If you close down your Slack and Email, you avoid the risk of being disturbed and it is amazing how much work you can get done.

An experiment conducted in 2012 found that working from home increased a person’s productivity by 13%, and more recent studies also find significant increases in productivity.[1]

When our productivity increases, the amount of time we need to perform our work decreases, and this means we can spend more time on activities that can bring us closer to our family and friends as well as improve our mental health.

Pro #3: More Control Over Your Day

Without bosses and colleagues watching over us all day, we have a lot more control over what we do. While some work will inevitably be more urgent than others, we still get a lot more choice about what we work on.

We also get more control over where we work. I remember when working in an office, we were given a fixed workstation. Some of these workstations were pleasant with a lot of natural sunlight, but other areas were less pleasant. It was often the luck of the draw whether we find ourselves in a good place to work or not.

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By working from home we can choose what work to work on and whether we want to face a window or not. We can get up and move to another place, and we can move from room to room. And if you have a garden, on nice days you could spend a few hours working outside.

Pro #4: You Get to Choose Your Office Environment

While many companies will provide you with a laptop or other equipment to do your work, others will give you an allowance to purchase your equipment. But with furniture such as your chair and desk, you have a lot of freedom.

I have seen a lot of amazing home working spaces with wonderful sets up—better chairs, laptop stands that make working from a laptop much more ergonomic and therefore, better for your neck.

You can also choose your wall art and the little nick-nacks on your desk or table. With all this freedom, you can create a very personal and excellent working environment that is a pleasure to work in. When you are happy doing your work, you will inevitably do better work.

Con #1: We Move a Lot Less

When we commute to a place of work, there is movement involved. Many people commute using public transport, which means walking to the bus stop or train station. Then, there is the movement at lunchtime when we go out to buy our lunch. Working in a place of work requires us to move more.

Unfortunately, working from home naturally causes us to move less and this means we are not burning as many calories as we need to.

Moving is essential to our health and if you are working from home you need to become much more aware of your movement. To ensure you are moving enough, make sure you take your lunch breaks. Get up from your desk and move. Go outside, if you can, and take a walk. And, of course, refrain from regular trips to the refrigerator.

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Con #2: Less Human Interaction

One of the nicest things about bringing a group of people together to work is the camaraderie and relationships that are built over time. Working from home takes us away from that human interaction and for many, this can cause a feeling of loss.

Humans are a social species—we need to be with other people. Without that connection, we start to feel lonely and that can lead to mental health issues.

Zoom and Microsoft Teams meeting cannot replace that interaction. Often, the interactions we get at our workplaces are spontaneous. But with video calls, there is nothing spontaneous—most of these calls are prearranged and that’s not spontaneous.

This lack of spontaneous interaction can also reduce a team’s ability to develop creative solutions—there’s just something about a group of incredibly creative people coming together in a room to thrash out ideas together that lends itself to creativity.

While video calls can be useful, they don’t match the connection between a group of people working on a solution together.

Con #3: The Cost of Buying Home Office Equipment

Not all companies are going to provide you with a nice allowance to buy expensive home office equipment. 100% remote companies such as Doist (the creators of Todoist and Twist) provide a $2,000 allowance to all their staff every two years to buy office equipment. Others are not so generous.

This can prove to be expensive for many people to create their ideal work-from-home workspace. Many people must make do with what they already have, and that could mean unsuitable chairs that damage backs and necks.

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For a future that will likely involve more flexible working arrangements, companies will need to support their staff in ways that will add additional costs to an already reduced bottom line.

Con #4: Unique Distractions

Not all people have the benefit of being able to afford childcare for young children, and this means they need to balance working and taking care of their kids.

For many parents, being able to go to a workplace gives them time away from the noise and demands of a young family, so they could get on with their work. Working from home removes this and can make doing video calls almost impossible.

To overcome this, where possible, you need to set some boundaries. I know this is not always possible, but it is something you need to try. You should do whatever you can to make sure you have some boundaries between your work life and home life.

Final Thoughts

Working from home can be hugely beneficial for many people, but it can also bring serious challenges to others.

We are moving towards a new way of working. Therefore, companies need to look at both the pros and cons of working from home and be prepared to support their staff in making this transition. It will not be impossible, but a lot of thought will need to go into it.

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Featured photo credit: Standsome Worklifestyle via unsplash.com

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