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Being a Venter … Lessons about self-care from a trailer

I was sitting in a senior management meeting after a particularly gruelling month of traveling and stressful responsibilities, when my CEO raised the topic of an important (and complex) project he needed done. He asked who would be willing to take it on.

All my fellow senior management team members around the table were looking down or away – too scared that if they made eye contact, it would become their job! As no-one offered and the silence was killing me, I felt obliged to raise my hand and offer to take it on. I did not know how and when I was going to be able to do it, as I was already struggling to cope with a tremendous (and unrealistic) workload … but someone had to do it and I felt it was my responsibility to step up and get it done. My CEO said “thank you” and asked to see me after the meeting.

I thought he wanted to see me to discuss the project, but he had a different conversation in mind! He looked at me and said, “Anel, I’m going to start calling you ‘Venter’ from here onwards”. I was confused (to say the least) and responded, “My surname is ‘Jacobs’ though …” But what followed was a conversation that I’ll never forget and that had a profound impact on my life …

“Anel, we can all be seen as cars, journeying through life. You have a nice little car – it may look compact, but you have an enormously strong engine and big boot space. You’re even one of those cars where all the seats can be adjusted whichever way to make space for more luggage. I’m also fully aware that my business is benefitting from the fact that you have no husband or children, and you’ve decided to use their seats as additional packing space for work luggage. And I’ve watched you pack your car completely full. You’ve packed it up to the roof, and then you’ll still find space to squeeze in smaller pieces of luggage, or parcels that others have asked you to take with you ‘as you are driving that way in any case’. I admired it. But then, when you could not pack in a single additional item, I saw you hook up one of those Venter trailers to your car …”

By now the penny dropped and the ‘Venter’ started making sense!

“And you filled it to the brim. I thought to myself, ‘This is surely it, surely she will stop now’, but alas! And just as I thought I’ve seen it all, when you had no more space in your trailer, I saw you add a roof-rack to it and pack every inch of it full!

I know you take on as much as you do with the best of intentions, but I need to be honest with you: You have become a danger to my business!”

Hearing this last sentence was totally unexpected … was I not being loyal, and hardworking, and dependable? Surely these are GOOD characteristics! His words were like a knife being thrust into my gut – it actually caused me physical pain! But he went on to explain …

“Anel, our business journey is an uphill one currently, with very steep stretches ahead of us. I need everybody’s cars to be as strong as they can possibly be to get us to the other side. My problem is this: Your engine is going to fail at some point in the near future, because you’ve overloaded it with a completely unrealistic load. The way I see it … You’ve made a chain of irresponsible decisions in doing this. If your engine fails at any point in this journey, I do not merely lose the load that was your car’s responsibility to transport. I also lose everything that you’ve added to it – which should have been travelling with some of the other cars available on this journey. And that is a risk that I can no longer take. You need to do something about this, as you pose a danger to my business that I am no longer willing to assume or allow.”

He instructed me to choose one of my fellow senior management members who should take on the project, to which I responded, “No, YOU need to give them the instruction, it cannot come from me.” His answer was, “No, YOU assumed that responsibility when you raised your hand. So YOU need to see it out.”

So, I chose someone and had the conversation … I don’t need to explain how unpopular I was and how uncomfortable it was for me!

But looking back at this conversation (which happened almost five years ago), this is what I’ve learnt:

  • Self-care is not self-indulgence – it is self-responsibility and self-control.
  • I am not only an individual, I am also an important business resource – which should be used to its maximum capacity, yes, but that also needs to undergo preventative maintenance if it is to last for the required number of years.
  • Looking after myself is not merely a personal responsibility – it is a business priority and is mission-critical.
  • By allowing an unequal workload in my team, I am not doing the business any favours – I am, in fact, disguising flaws in the system and allowing it to exist.
  • By allowing an unequal workload in my team, I am also not doing the individuals any favours in the long term – I am disempowering them, I am blocking them from growing and reaching their potential.
  • By taking responsibility for transporting an unrealistic amount of luggage, I am making my own portion of the journey uncomfortable, stressful, rushed and distasteful. I remove my own opportunity to “enjoy the ride”, to explore the scenery and to connect with my fellow travelling companions. Is it any wonder that I then reach points in my journey where I want to abandon it, where I lose all pleasure in the journey and where my engine starts to make the ugliest of noises? If I assume the responsibility for the extra luggage, I also need to assume the responsibility for the consequences, and cannot blame anyone else for it.
  • I need to reframe what I say to myself (and others) from “It’s so busy at work right now, I can’t afford to take care of myself!” to “It’s so busy at work right now, I can’t afford NOT to take care of myself!”
  • And, the most important lesson of all: Whatever I’m not changing, I am choosing!

Remember: “Take rest; a field that has rested gives a bountiful crop.” (Ovid)

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Giving feedback with impact

Most of us dread giving feedback – whether it’s at work, at home or any other area of our lives!  Int his blog post we explain what feedback is, why it is important and share some tips for giving feedback with impact.

What is feedback?

Feedback is information that is sent, or information that is received.  It can also be described as conveying our reaction to something – be it performance in the workplace, something a spouse did or receiving poor service from a supplier.    

Why is feedback important in workplaces?

  • Feedback is at the core of personal and professional growth.  92% of the respondents in a study done by Zenger & Folkman agreed with the statement, “Negative (redirecting) feedback, if delivered appropriately, is effective at improving performance.”
  • Feedback elevates employee engagement.  A study done by OfficeVibe found that 4 out of 10 workers are actively disengaged when they get little or no feedback, and 43% of highly engaged employees receive feedback at least once a week compared to only 18% of employees with low engagement.
  • Feedback is a need for employees.  65% of employees in the same OfficeVibe study said they wanted more feedback.  This number increases to 72% for people under the age of 30.
  • Feedback given in a constructive manner can lower employee turnover.  The OfficeVibe study found a 14.9% lower turnover rate in companies that implement regular employee feedback.
  • Feedback has psychological benefits.  Feedback can “clear the air” for both the giver and receiver of feedback.  It can alleviate a sense of frustration.  Feedback can also provide clarity.

How do I give feedback with impact?

  • Be clear about your reason for giving feedback.  Make sure that your intention is to be helpful, and not hurtful.
  • Determine the best time to give the feedback.  Generally, it is best to give feedback immediately whilst your mind is fresh with your observation.  The receiver will also recall the behaviour or incident in this case.  Sometimes, however, it is better to delay giving feedback.  This may be because of your own emotional state, the emotional state of the receiver, if you need time to investigate the situation or if you need to wait until you see additional evidence of a specific behaviour.
  • Give constructive feedback.  Give people feedback that they can actually do something with.  They should know what they can do to improve their performance or behaviour.
  • Give feedback directly and choose the best environment.  People need to hear feedback on their behaviour directly from you, not via someone else.  You do, however, need to consider whether the feedback is best given in front of others or privately.  The rule of thumb is to give feedback privately whenever this is possible.
  • Describe behaviours (factual) rather than make judgements (interpretive).  Focus your feedback on the behaviour observed and not on the personalities, or any form of judgement.  You may, for example, interpret someone’s silence during meetings as a lack of confidence or commitment.  This does not mean that your interpretation is correct.  Therefore, address the disengagement, not what you think it means.
  • Describe the impact of the behaviour or performance.  Help the person understand why the change is needed.
  • Give examples.  This will enable the receiver to understand the feedback and to understand the complete picture.  It will help them to recognise behaviour that they may be unaware of currently – remember that we all operate with “blind spots”.
  • Take ownership of your feedback.  Use “I” language.  Try to avoid “People say …” or “Certain team members asked me to talk to you about …”
  • Use positive word choices, stating the behaviour that you want.  For example: “I would like you to contribute more to our team meetings” and not “I would like you to not be so quiet in our team meetings.”
  • Balance grace and truth in your conversation.  Too much emphasis on truth, may give the conversation too harsh a tone.  Too much grace, may decrease the efficacy of the conversation – the message may not get through.

“Criticism may not be agreeable, but it is necessary. It fulfils the same function as pain in the human body. It calls attention to an unhealthy state of things.”(Winston Churchill)

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Give meaningful and reinforcing recognition

Most people agree:  Giving and receiving recognition at work is important.  But Adrian Gostick and Chester Elton, authors of Leading with Gratitude, found that there’s often a perception gap around recognition in workplaces, with “67% of managers thinking they are above average in offering praise and recognition to their employees, but only 23% of their workers agree.”

Why the disconnect? As leaders, we all too often mean well, but end up

  • not prioritising recognition
  • not making time amidst our busy schedules to give recognition
  • lacking self-awareness about how little recognition we give, or
  • simply end up not knowing how to give specific and meaningful recognition.

This becomes a challenge to our leadership because most employees rate individual recognition from their manager as the number one motivator for staying with (or leaving) a company. 

In this blog post, we explain what recognition is, why it is important and share some tips for giving recognition.

What is recognition?

Recognition is the acknowledgement (formal or informal) of a person’s achievement – acknowledging that they have reached specific goals, produced high quality results or displayed specific behaviours that are worthy of recognition. 

Why is recognition important?

Employee recognition has been (and continues to be) the topic of many studies.  Here are some of the benefits of giving recognition in the workplace, that are supported by research:

  • Knowing that we matter, is a fundamental human need.  Employees respond to appreciation expressed as recognition of their good work, because it confirms that their work is valued.
  • Recognition is the most important factor in employee engagement.  Employee engagement, in turn, is found to be the key driver of organisational performance improvement.
  • Recognition includes giving credit where credit is due.  This builds trust and a strong collaborative team- and/or organisational culture.
  • Recognition reinforces desired behaviour, performance and outcomes.  Recognition motivates employees to maintain, or even improve, on that which they have been recognised for.

How do I give recognition in such a way that it has a positive impact?

  • Recognition must be authentic and true for it to have a positive impact.  If it is false, it will have no impact, or have even been found to have a negative impact.
  • Recognition must be specific for it to lead to reinforcement.  Recognition in general terms such as “Well done!”, “Good job!” or “You go, girl!” have little and short-lived impact.  It needs to be specific in terms of what is recognised and why it is recognised (the impact).
  • Recognition should be expressed in a timely manner – ideally, as close to the event as possible.
  • Respect individual preferences when expressing appreciation or giving recognition.  Some people like to be recognised in public.  For others, the spotlight makes them uncomfortable and they would prefer for the conversation to happen in private.  If you are unsure, or do not know the employee well, consider giving the recognition in private and asking, “Would it be in order with you if I share this with the team?”.

Remember these words by Dale Carnegie:  “People work for money, but go the extra mile for recognition, praise and rewards.”

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Conquer the communication challenges caused by masks

Our face-to-face communication is severely affected by the COVID-19 pandemic. Social distancing and face masks are some of the protective measures that have been put in place to slow down the transmission of the virus. But these measures pose significant communication challenges – especially in our daily, face-to-face communication.

Many populations globally veil the face for religious or cultural reasons. In the field of medicine, doctors, nurses, technicians and therapists are accustomed to wearing masks daily. These groups have already adopted a different communication skillset to ensure effective interaction with others. But the rest of us need to adjust our current communication “toolbox” to conquer the communication challenges caused by mask-wearing and other protective measures.

The role of nonverbal communication

There have been a number of studies on the complex topic of nonverbal communication – with varying results. But most of these studies found that between 70% and 93% of all communication is nonverbal.

Two of the nonverbal communication cues that have the biggest impact on our messages, are challenged by mask-wearing:

  1. Facial expressions play a prominent role in communication. But when people wear masks, the bottom two-thirds of the face is covered – hindering our ability to see and understand one another’s expressions during conversations, thereby drastically decreasing the impact and effectiveness of our communication.
  2. Our tone, pitch, rate and volume of speech all contribute to understanding a speaker. But proper application of face masks involves covering the mouth and the nose, which supresses sound and makes it challenging to understand each other.

The communication challenges caused by mask-wearing

  • Masks muffle sound, making it more difficult to hear and understand what is being said.
  • Masks take away our ability to read lips. This has a big impact when communicating with hearing aid-assisted persons, and when communicating across different accents.
  • Masks take away our ability to see facial expressions, which help us better understand the message.
  • Speaking with a mask can be hard for people with voice or throat problems.
  • Masks can be physically uncomfortable for people who wear hearing aids or cochlear implants.

Most of the communication studies that have been conducted during the COVID pandemic found that face masks negatively impact hearing, understanding, engagement and feelings of connection during communication. Mask-wearing was also generally found to increase anxiety and stress during communication, and to make communication fatiguing, frustrating and embarrassing – both as a speaker and listener.

How to conquer these communication challenges

  1. Always be aware and mindful that your normal way of communicating is impacted by wearing a face mask.
  2. Do not assume that your communication partner is aware that you are speaking to him/her. Make sure you have their attention by using their name, or gently touching or gesturing to them.
  3. Face the person that you are speaking to directly, and make sure nothing is blocking your view. Avoid talking as you walk away from the person and avoid turning your face in a different direction.
  4. Be mindful of the impact of distance. As the distance between two people increases, the sound level drops, and visual signals are harder to decipher. You may need to increase the volume of your voice, but without shouting.
  5. Be attentive and look out for signs that the other person may not be hearing or understanding you. Try talking a little slower, and check for understanding.
  6. Because you are losing facial expression as nonverbal communication, be aware of your body language and other nonverbal cues that you may be sending. The impact of these will be amplified by mask-wearing, as the non-masked cues will be the only ones visible to your communication partner. The recipient of your communication will, therefore, rely on these cues in interpreting your message and communication intention.
  7. If the loss of facial expression and decreased impact of tone of voice hinders the transfer of your message, focus on using other nonverbal tools such as eye expressions, brow movements, movements of the head (such as nodding in agreement), body posture and hand gestures.
  8. Reduce ambient noise, or move masked conversations to a quiet place if possible.
  9. Communicating while wearing a mask can be challenging and frustrating. Be patient and kind – with yourself and with others.

Let us focus on using these tips to conquer the communication challenges caused by mask-wearing, as we navigate our way through the pandemic.

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Setting goals that work

Goal setting is a powerful process for thinking about your ideal future, and for motivating yourself to turn your vision of this future into reality.  Top-level athletes, successful businesspeople and other top achievers all set goals.

Do you set goals for yourself?  Or have you given up on the idea?

In this blogpost, we take a look at the benefits of goal setting and how to set goals that work for you.

Why set goals?

In setting goals, we visualise the future that we want.  This benefits us in the following ways:

  • Goals help us define and focus on what we want to accomplish.
  • Goals give us direction and help us plan and prioritise.
  • Goals assist us in our decision-making – it gives us criteria to evaluate options against.
  • Goals stretch us, thereby helping us grow.
  • Goals serve as motivation – it gives us a sense of control, as well as a sense of accomplishment when we achieve these goals.

How do I set goals that work?

Often, we abandon goal setting as a useless exercise when our goals do not lead to these benefits.  It is, however, not goal setting itself that is failing us, but rather the way in which we set our goals.  Here are our tips for setting goals that work:

  • Set goals that motivate you and that are priorities for you.  We’ll never succeed by chasing someone else’s dream or definition of success.  Know why you want to do what you are setting out to do.
  • Be very specific about what it is that you want to see happening.  For example, what would “live a healthier life” look like?  Would it include weight loss?  Would it include fitness?  Would it include an eating plan?  Would it include a more balanced life?  Be very clear about what it is that you truly want.
  • Ensure that you can measure your goal.  If you cannot measure it, how will you know that you’ve attained it?  You have to be able to “tick it off” to reap the motivational benefit of a sense of accomplishment.
  • Set goals that stretch you, but that are also realistic.  Goals are a lot like playing the violin.  If the instrument is not strung tight enough, it won’t make beautiful music; but if you string it too tightly, the strings can snap.  In the same way, goals should stretch us – but we should also believe that we can achieve it, otherwise we’ll just give up on our goals.
  • Pen it down!  Writing our goals down and keeping it in a prominent place, serve as a continuous reminder and a reference.
  • Share it!  Select an “accountability buddy” – someone whom you trust and who will motivate you, but who will also hold you accountable for chasing your goals.
  • Have a plan.  A goal without a plan, is merely a dream.  Write down how you will achieve your goal and, specifically, what your first step will be.  Enable yourself to get started on the road towards your goals!

Seth Godin said, “The people who get things done, who lead, who grow and who make an impact … those people have goals.” So go ahead – use these tips to set one goal that has meaning for you, today.  And experience the value of goal setting for yourself!