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Ten Lessons from China’s Olympics Preparations

Ten Lessons from China’s Olympics Preparations

Ten Lessons from China's Olympics Preparations

    It looks like much of the gold that was brought to China for this year’s Olympics will remain there after the games’ end. Michael Phelps’ legendary 8 gold medals for the US team helped the Americans bring up their count but not nearly enough to keep them in the top spot for winning gold since the fall of the Soviet empire. Even if you discount a few from China for biased judging, they still won this year’s Lycra War. This 29th Olympiad became China’s great coming out party. Everyone was invited and entertained while these enthusiastic hosts met their ambitious goals for the August event.

    There are some important lessons we can learn from what some call China’s great awakening. This relates to Napoleon’s account to his European colleagues that China was a sleeping tiger – one he figured should best be left asleep while his forces agitated in Europe and the New World. Since Napoleon is no longer around, we decided to fill in and take some careful notes from our experience in China these past several days. We have come up with the following ten lessons from China’s Olympic preparations:

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    1.    Plan

    China had a plan that went into high gear from the moment they learned the country won the bid in 2001 to host the 2008 Games. An important aspect was the focus on addressing the approximately 120 sports the country had never achieved any measurable success in such as swimming, track and field and water events.

    The country and organizing host city engaged in massive planning efforts to ensure the infrastructure was in good shape. Fabulous venues, subways, airports, highways and railways were built, dirty factories shut down, and automobiles restricted. The IOC suggested China went a bit too far in its planning that went overboard in some aspects of security and media control. The IOC had to publicly tell the hosts not to obstruct reporters.

    Plan well and start planning far enough in advance to achieve your goals, however lofty your goals may seem when they first start to take shape.

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    2.    Slogans for communicating the strategy

    “China Project 119” was a simple and clear slogan for communicating the strategy for China’s need to concentrate special resources on the 119 events in which the country was the weakest.  “Impossible is nothing” was an Adidas co-sponsor slogan that became one of the main public slogans used for boosting the Games to the general public. Use such slogans if you have a need to communicate ideas to large numbers of people.

    3.    Public buy-in

    Those who suggest that these Olympic Games were primarily a propaganda gimmick that came from a committee located in Beijing do not understand the Chinese people or the country very well. One would need to go deep into the countryside to find someone who did not have an awareness of or interest in this major national undertaking. Even mountain goats in the Tibet region had Olympic rings painted onto them! If that was purely propaganda, it does not explain how traffic patterns in diverse cities changed in response to events in Beijing with crowds gathered around television sets in the cities and around radios on the trains during various events.

    On the other hand, the Hong Kong crowd seemed indifferent in comparison to the mainland Chinese. Olympic flags, T-shirts and paraphernalia are everywhere although it is hard to know how much of it is authentic and from IOC approved suppliers. The Chinese buy-in was huge and you should make sure that you have whatever buy-in you need for your great undertakings.

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    4.    Resources

    There was about $40 billion dollars invested in this year’s Olympic Games by the Chinese. Some claim about $6 million was additionally spent on each medal-winning athlete. The country has only recently become able to afford this level of spending but did not appear to cut corners on costs. Put up the required resources for your project, plus support and reward your key players well is the message here.

    5.    Know yourself and the competitive landscape

    The Chinese Olympic leadership set its sights very high – taking aim at the American gold medal count as being the only target worth beating. The sights were high but the leadership understood its own strengths and weaknesses well enough to know that it was an achievable goal. It also knew the strengths and weaknesses of the competition. The American team had its traditional great individual capabilities which Phelps demonstrated to an extreme. The Chinese were able to overcome this through numbers, sifting through a quarter of the world’s population to create its talent pool.

    6.    Bring in the best

    The country brought in about 50 top coaches from a dozen countries to give their team the edge needed to make it over the top. This comes on top of the 2500 coaches China has sent to over 100 countries beginning in the 1960s. Great planners, architects, engineers, administrators and professionals of all types were brought in or consulted on the myriad aspects of the Games. As an example, China had global accounting powerhouse PricewaterhouseCoopers working on medal count spreadsheets.

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    7.    Great propaganda

    Starting several years ahead of time, a 24-hour national television channel was launched featuring Chinese athletes winning events and preparing for the upcoming Games. It is hard to see how this could not inspire athletes and interest the public. This programming was continually available considering that there are relatively few television channels available in China with about half of them still dedicated to old Chinese martial arts based movies and shows. Currently, the other half are dedicated to the Olympics and news. This is only one example of the positive propaganda used to generate and sustain interest in these events. There are many others. The lesson here is to deploy effective propaganda to support your initiatives.

    8.    Sufficiently developed infrastructure

    Along with new railways, airports and roadways, the whole nation’s plumbing system was reworked as part of the preparations for the Games. Entire river systems were altered with water, sewage and industrial wastewater pollution standards substantially upgraded. Ten years ago, finding a relatively clean western-style toilet complete with paper was a treat to find. Now it is the norm. The lesson here is to ensure you have sufficient infrastructure in place that you won’t find yourself in an uncomfortable place due to lack of suitable facilities for whatever you are trying to accomplish.

    9.    Strong motive

    The Chinese have accomplished amazing things in their recent development into a modern society. The Games represent a great opportunity for individual athletes, communities and the country as a whole to show off in a constructive way. This strong motivation is reinforced by the clearly aligned need to continue promoting Chinese interests internally and abroad. Whether your primary motive is showing off or something else, make sure it is a strong one that is clearly aligned with your interests.

    10.    Selection, screening and training process

    CBS News correspondent Barry Peterson recently reported that “Nine-year-old Zhang Huiman is on the lonely road to Olympic gold, running 20 miles a day preparing for the games of 2020.” Peterson also reported that the nation is “so obsessed with Olympic gold that it is training 200,000 handpicked kids in state-run sports boarding schools. It’s the same system the Soviets used to train gold medalists like Maria Filatova in their Cold-War sports duel with the United States.” The systems and processes are robust. When Chinese star athlete Liu Xiang failed to clear his first hurdle in Beijing, the massive selection, screening and training process ensured that China’s Olympic aspirations were not dashed. China’s numerous gold-winning weightlifters, divers and gymnasts were more than able to compensate. Have a similarly reliable process for achieving your goals.

    We’ll need to see how much of the gold China ends up with at the end of the Games. We already know it will be more than the Americans, who have been dominant since the former Soviet team divided into multiple countries. If you’ve learned any other lessons from China’s Olympic preparations, please share them in the comments.

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    Last Updated on December 10, 2019

    7 Strategies to Keep Employee Motivation High

    7 Strategies to Keep Employee Motivation High

    Highly motivated employees are essential to the success of any business. Most people spend a third of their lives at work.[1] That’s a significant amount of time away from home, apart from the people who make us happy and the things we love to do. So keeping employee motivation high is essential for creating an office environment that gets the best out of our people.

    But do you know what motivates your people?

    It’s simple:

    • Is their work stimulating?
    • Does it challenge them?
    • Is there room to grow, a promotion perhaps?
    • Do you encourage creativity?
    • Can they speak openly and honestly with you?
    • Do you praise them?
    • Do you trust your staff to take ownership of their work?
    • Do they feel safe in their work environment?
    • And more importantly, do you pay them properly?

    Every one of these factors contributes to the general happiness of your employees. It’s what motivates them to come into the office each day and work hard, hit goals, and get results.

    In contrast, an unmotivated employee is typically unhappy. They take more sick days, they’re not invested in seeing your business succeed, and they’re always on the lookout for something better.

    Stats show that 81 percent of employees would consider leaving their jobs today if the right opportunity presented itself.[2] So it’s up to you to set aside time and energy to create a work environment that benefits every one of your employees.

    These seven strategies will help you motivate your people to consistently deliver quality work and, more importantly, to stick around for the long term.

    1. Be Someone They Can Rely On

    You rely on your people to turn up to work each day, to come to you when they have a problem they can’t solve, to be honest, and to always engage professionally with customers.

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    But this is not a one-way street. You, too, need to be someone your team can rely on. They trust you to have their backs when a client is unreasonable, to know that the decisions they make are in your best interest, and to make good on your promises.

    If you say you’ll attend an important meeting, be there. If your company makes a profit and you’ve said you’ll pay a bonus, pay it. The goodwill of your people is something you never want to test, let alone lose.

    Be reliable; it’s astounding how much this motivates your people.

    2. Create an Awesome Company Culture

    There’s no denying that company culture trickles down from the top. Your leadership and attitude massively influences the attitudes, work ethic, and happiness of your staff. If you’re always stressed-out, overly demanding, and unreasonable, it’ll create tension in your office which will adversely affect your employees’ motivation levels.

    In fact, the HAYS “US What People Want Survey” found that 47 percent of staff who are actively looking for a new job, pinpoint company culture as the driving force behind their reason to leave.

    So if you have high staff turnover, you need to determine whether your company culture might be the motivating factor behind your churn rate.

    Here are four ways to build a culture that keeps your employees highly motivated.

    • Be conscious of the image you present. Your body language and attitude can positively or negatively impact your employees. So come to work energized. Be optimistic, friendly, and engaging—this enthusiasm will spill over to your people and motivate them to be more productive and efficient.
    • Appreciate your people and be reasonable. Celebrate your team’s achievements. If they’re doing a good job, tell them. Encourage them to challenge themselves and try new things. And reward when deserved. If they’re struggling, help them. Work together to find solutions and be a sounding board for their ideas.
    • Be flexible. Give your people opportunities to work remotely—this is highly motivating to staff, particularly millennials. They don’t want to be battling traffic each day on their way to work. They don’t want to miss their kids’ baseball games or ballet rehearsals. Stats show that companies that offer flextime and the ability to work from home or a coffee shop have happier and more productive employees.
    • Create employee-friendly work environments. These are spaces that inspire and ignite the imagination. Have you ever been to Google’s offices? No headquarter is the same. From indoor slides and food trucks, to hammocks, and funky work pods on the wall, gaming rooms, and tranquil interior gardens, there’s something for everyone. It’s a space where people want to be, catering to their need for creativity, quiet, or team building; you name it.

    So take a look at your company culture and ask yourself, Is my business an attractive workplace for talented professionals? Does it inspire commitment and motivate my people? What could I do to improve my company culture?

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    3. Touch Base with Your Team Weekly

    Make time for your people, whether you run a remote business or work in an office, set aside time each week to talk to your people one-on-one. It’s non-negotiable.

    When there’s an open line of communication between staff members, work gets done. Don’t believe me? A study by Gallup found that 26 percent of employees said feedback from their leaders helps them to do a better job.[3]

    Your people want to feel trusted. They want to take ownership of their work, but they also need to know that when they have a question, they can reach out and get answers. If you’re unwilling to make yourself available, your team will quickly become unmotivated, work will stagnate, and your business will stop growing.

    So block off time on your calendar each week to touch base with your people, even if only to let them know that what they’re working on matters.

    4. Give Them the Tools They Need to Do Their Jobs Well

    Imagine trying to run your business without electricity. How would you contact your clients? What would happen when your phone or computer battery died?

    Technology is super critical to the success of your businesses. It allows you to work more efficiently, to be more productive, and to handle matters on-the-go. That’s why you need to give your people tools that will make their jobs easier.

    Make sure their equipment is in good working condition. There’s nothing more frustrating than a laptop that takes ages to boot up. It’s got to go. Replace outdated software with new software. Don’t make your designer work in Coreldraw; give them access to the most up-to-date version of Adobe Creative Suite. Take it a step further and buy them a subscription to Shutterstock or Getty Images.

    Make working for you a pleasure, not a pain; and watch your employees’ motivation levels rise.

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    5. Provide Opportunities to Learn and Upskill

    Would you believe me if I told you that 33 percent of people cite boredom and a need for new challenges as the top reason for leaving their job?[4] If you want to retain your talent, you need to upskill.

    Thanks to technology, we live in a rapidly evolving world that demands we change with it. A copywriter is no longer just a writer; they now need to be experts in SEO, Google Adwords, CRMs, and so much more.

    A pastry chef needs to be a food stylist, photographer, and social media manager. An entrepreneur needs to be a marketer—or at least take ownership of the marketing message for their business—if they hope to scale.

    Technology makes all of this possible. No matter your location, your people can continuously expand their knowledge and gain new skill sets—something that’s highly motivating to employees. They want to know that there are opportunities to grow and develop themselves.

    If you won’t invest in your people, then your business becomes just another job to tide them over until they find where they truly belong. So be the company that sees value in developing its people.

    6. Monitor Their Workload

    Overworked employees tend to be unproductive and unhappy. Your people cannot be at full capacity every day, month to month. Something’s got to give. They’ll become deflated and their work will eventually suffer, which will negatively impact your business.

    What I like to do is implement a traffic light system. It helps me to keep a finger on the pulse of my business. So there’s red, yellow, and green:

    • Red means they’re fully loaded.
    • Yellow means they’re busy, but they can potentially take on more.
    • Green means they haven’t got enough to do.

    I use this traffic light system because I don’t want my team members to be stressed out of their brains all the time. If they are, they won’t make good decisions and they won’t do good work.

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    If my people are regularly overloaded, I have things to think about. Perhaps I need to hire a new person to help ease the load or take a closer look at what projects are good to go, and which can take a back seat.

    And this is why #3 is essential. If I’m regularly engaging with my people, I’ll know that while they’re coping with their workload, it is impacting their performance and health, and I’ll take action.

    7. Don’t Mess Around with Your Employees’ Pay

    Never mess around with your people’s salary. As a business owner or high-level manager, it’s easy to forget that most people live from paycheck to paycheck. Delayed compensation can mean a missed bill payment, which could result in costly penalties they can’t afford or hits to their credit score.

    So it’s your job to ensure that you pay your people on time.

    The Bottom Line

    A motivated team is an asset to any business. These people never give up. They get excited about coming to work each day and can’t wait to test a new theory or tackle a particularly tricky challenge. They’re proud of the work they do. And more importantly, they have no reason to leave.

    Wouldn’t you rather be part of their success story than the business that drove them away?

    More to Motivate Your Team

    Featured photo credit: Emma Dau via unsplash.com

    Reference

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