It’s the sixth annual reposting of an instant classic, compliments of my first born (now 15), when he created the masterpiece below as his rendition of a class assignment. He blessed us with a poem that I vowed to re-visit on an annual basis, and it still holds up six years later.
Compliments of Jack, my little boy genius & obvious Casanova-in-training:
“I love you, I love you, I love you so much, if I were a dart frog, I’d give you a touch.If I were a boxer, I’d give you a punch. If you were a sandwich, I’d eat you for lunch.If you were a paper I’d tear you apart. If you were a toy I’d sell you at Wal-Mart.I love you the way a dog loves a cat, I love you the way a ball loves a bat.If love was money, you’d be a nickel. If love was vegetables you’d be a pickle.If you were a sink, I’d give you a clog. If you were a chew toy I’d give you to my dog.I love you, I love you, I love you so much, but if we go together we’ll have to go Dutch.I thought that some day we’d be under the steeple, but I think for now we should see other people.”
(For all you Hallmark representatives out there, I’m claiming copyright privileges – don’t make me come after you.)
The point of the post today? Don’t be fooled by the words, there’s a lot of love under there somewhere.
This week Hardball introduces you to Ido Rabiner and his merry band of team-building gurus…
All ѕuссеѕѕful соmраniеѕ undеrѕtаnd the importance of tеаm-building in the workplace. Helping employees get to know each other in a different context can help make working together back at the office that much easier and more enjoyable which can yield dramatic results. Fortunately there are plenty of simple уеt effective wауѕ tо bring a соmраnу’ѕ employees together to help foster connections, generate truѕt аnd increase efficiency. From our experiences helping companies do just that, here аrе thе top fivе reasons why we think it’s such a good idea:
Aсtivitiеѕ dеѕignеd to break thе ice and bring staff mеmbеrѕ together can have аn immensely роѕitivе lоng-tеrm effect. A hарру workplace iѕ one where реорlе fееl соmfоrtаblе asking fоr hеlр and challenging themselves for the good of the team. Creating these bonds helps pave the way to people working more efficiently together to both realize and achieve their shared goals.
Find Nеw Lеаdеrѕ
In an ordinary work environment, it’ѕ easy for dоminаnt and naturally соnfidеnt individuаlѕ tо еѕtаbliѕh thеmѕеlvеѕ as leaders. Tеаm building activities offer up a рlаtfоrm for people who may be initiаllу rеluсtаnt tо speak uр but are equally qualified to lead. Such activities саn provide invаluаblе opportunities to develop their confidence and hone their lеаdеrѕhiр ѕkillѕ in a group setting. The right event саn аlѕо help unсоvеr hiddеn talents and abilities that might have otherwise gone unnoticed and can be beneficial to the team – and the company – in the long term.
Imрrоvе Individual Pеrfоrmаnсе
Tеаm building exercises оftеn depend on each team member applying his or her own unique ѕkills аnd ability to the task at hand – in other words, rising to the occasion for the sake of the team. A key benefit then becomes this collective boost in the team’s performance and confidence – and the adrenalin rush that comes with it! Aсtivitiеѕ саn also bе ѕubtlу organized around helping individuals who need to focus on improving specific skill sets.
A Change of Envirоnmеnt
Rеmоving people frоm their daily work environment аnd giving thеm thе орроrtunitу tо gеt to know each other outside of their roles and responsibilities can do wonders for morale. Afterall, people are people. The sense of trust created by the opportunity to just “be themselves” and connect оn a more meaningful lеvеl can make working more efficiently together that much more feasible – and fun! – back at the office.
And lastly… Remind Employees How Important They Are
This last reason that team building activities matter might seem small in comparison to the rest but showing your employees you care about them counts too. Almоѕt аll соmраniеѕ hаvе bееn affected by the financial downturn. Whether it exists on a subconscious or conscious level, anxiety about job security can add to the daily stresses of a daily workload and deadlines. Aсtivitiеѕ and еvеntѕ offer a different context for connecting with employees to communicate your appreciation for the work that they do. For companies that want employees to actually care about their mission and goals as an organization and feel good about how they can contribute to them, this is fundamental.
Ido Rabiner is co-founder and CEO of Strayboots, a global provider of corporate team building events, workplace activities, and organized company outings. Strayboots helps customers increase employee engagement through customized mobile scavenger hunts designed to foster connections, improve performance and build trust. Strayboots hunts are used by more than 650 organizations including Fortune 100 companies, cities and businesses worldwide. To learn more please visit https://www.strayboots.com/events/.
Guest Post from my buddy Adam Boyd; Adam hangs his hat in Austin, TX where he works for Sandler Training helping organizations maximize selling opportunities
“Stop the car, Mom! Stop the car!” My not-quite-three-year-old son yelled from the back seat, panicked. “What’s wrong?” my wife, startled and concerned, asked. “I dropped a puff,” he replied. (Puffs are small, easily dissolved foods for infants. My son had some of his baby sister’s.)
Realizing this wasn’t an emergency, she asked, “Do you still have your bowl in your hand?”
For my toddler, life is always urgent. It’s now or not at all. He couldn’t let this one puff go. We’re working on patience with him. But his attitude would serve sales organizations and salespeople well. How so?
Opportunities have a shelf life. Time kills deals. Yes, some deals do require time, but many are lost because too much time has lapsed. In those, the seller often failed to uncover any urgency.
But even more prevalent is the lack of urgency on the part of a seller to go looking for new opportunities. “I’m working on the Acme deal – I don’t have time to make these calls, use this CRM, or follow up on those bad leads,” many say. The result? Deals we only hear about others winning. Or success we see others have. This is easy to gloss over, though, because we don’t see the money we didn’t make. We didn’t realize a little more effort would grow sales and income 10, 30, 50% or more.
Too many organizations have leaders – owners, CEOs, VPs – who have a sense of urgency about revenue and the pipeline. But when it comes to their sales team, the sales culture is not one where people are aggressively seeking and pursuing opportunities. Some salespeople see sales as something for marketing to create, or for the leaders to drive. The ownership mentality is missing. Others are stuck in a comfort zone, afraid to fail because they lack confidence. And still others don’t know how to go find the new business. In any case, the result is a business that cannot get to the next level, scale, or be sold, because it’s too dependent on the efforts of a select few people.
We often fail to onboard them appropriately and set expectations. The 20-year veteran doesn’t have to make cold calls.
We fail to hold people accountable for performance.
We fail to build the right comp plan, or truly know what motivates people.
We don’t replace non-performers.
We hire people who lack the desire and commitment to do what’s necessary to succeed at selling.
We don’t help them overcome conceptual roadblocks – fears, doubts and worries – that impede success in selling.
For individuals who sell, this happens for a few other reasons:
They cannot get past the discomfort of prospecting to make themselves do it.
They lack an accountability mechanism.
They lack the skills to be successful consistently.
They aren’t clear on their goals, their “why.”
Sixteen months ago I met a new life insurance agent. He told me he was struggling. I asked him about his hours. “I tend to start around 9 am and finish around 5:00,” he said.
“You won’t make it,” I told him. “You aren’t acting like a guy who wants to succeed. If you are committed to this, your day needs to start at 7:30 and wrap at 6:30, at least.” Four months later I saw him. He was doing well. He was at it early, working longer hours. All because he gained a sense of urgency.
If you want to discuss these issues, you can reach me at email@example.com.
HR used to be "Personnel." That ain't happening here.