Tapping Into Precious Natural Resources

Tapping Into Precious Natural Resources

Posted on 24. Jun, 2010 by Derrick Strand in Leadership, Wake Up and Shake It Up

Derrick Strand Twitter1 150x150 Tapping Into Precious Natural ResourcesDerrick is not your typical management consultant or trainer.  He spends most of his time helping clients get rid of him. It is his philosophy that organizations have most of the answers already inside the minds of their people and unleashing that power is the key to long term success.  His results-based consulting and training specializes in leadership, organization, process improvement and innovation.

Using our natural resources has been the subject of many heated discussions over the years.  Whether it is oil, coal or natural gas, there are pluses and minuses to extracting these resources and the debate, I’m sure, will continue for years to come.

There is one natural resource, however, that doesn’t get much discussion.  It’s unfortunate since it’s a resource that has all pluses and no minuses!   These precious natural resources are the gifts and talents of the people in your organization.

Your people have abilities far beyond what you give them credit for.  Your people are much like some of the software tools we use.  For example, most of us use Microsoft Word, Excel, or Outlook on a daily basis.  If we are lucky, we may use 10% of its total functionality in our daily work.

Think of the people in your organization the same way.  Treat them as if you’ve only tapped into 10% of their abilities (which is true!) and it’s your job as a leader to extract the other 90%.  This 90% is much more valuable than any software that has been or will be developed!

Here are a few ideas on how to tap these precious resources.

Safe Environment – Job #1 of a leader is to create an environment where people feel comfortable sharing their thoughts and ideas without fear.  Without safety, people won’t share and without sharing, tapping into the 90% is impossible.

Vulnerability – Great leaders understand that they don’t have all the answers.  In fact, they know they have very few answers.  Communicate that solutions must come from them, not the leaders.  Being vulnerable in front of your people shows humility and helps to create a safe environment. It also shows their voices will be heard and valued if shared.

Think Differently About Skills & Competencies – Skills outside of typical business skills should be embraced.  Solutions to many business problems have come from strange sources that were intentionally or unintentionally tapped.  Many of your workers are musicians, painters, race car drivers, ball room dancers etc.  Tapping into these skills and applying them to business problems has resulted in significant advances at organizations that understand this concept (contact me for examples).

“What If” Culture – By intentionally applying the concepts above, you are on your way to developing a “What If” culture that is continuously looking for new ways to do things or for new products/services to sell.  Add a “What If” section to your weekly meetings that allows people to share ideas and thoughts, however random.  Encourage people to think this way until it naturally becomes woven into the cultural fiber.

Celebrate Successes – When breakthroughs occur based on tapping into these resources, the results need to be communicated to the masses!   Explain how tapping into different skill sets, “Thinking Differently” and asking “What If” resulted in these new breakthroughs.  Reward the individuals and teams that fully embraced these concepts and ask your people who haven’t participated yet to “hop on board” because they don’t want to miss this train!  Create that excitement and enthusiasm that makes people feel like they are missing out if they don’t participate.

Those organizations that truly tap into the precious natural resources of its people will be the ones that not only lead us out of these difficult times, but they will be the ones that make the most significant impact on people’s lives and on society as a whole.

Don’t you want to be one of these organizations?

Be included in the upcoming eBook by commenting below what you liked about Derrick’s post.

Connect with Derrick

Read more of Derrick’s thoughts via his newsletter, “Viewpoints”

Find out more about Derrick Strand and his innovative approach to consulting and training

Listen to Derrick’s internet radio show, “Business Overhaul”

Connect with Derrick on Twitter, too.

Share and Enjoy:
  • Twitter
  • Facebook
  • LinkedIn
  • Digg
  • del.icio.us
  • Mixx
  • Google Bookmarks
  • Blogplay
  • Print
  • Technorati
  • FriendFeed
  • Sphinn
  • RSS
  • NewsVine
  • StumbleUpon

Tags: , , , , ,

10 Responses to “Tapping Into Precious Natural Resources”

  1. KOT

    24. Jun, 2010

    So much of organizational success is driven by culture. Those that have great culture don’t get there by accident. It is a result of great leadership. Your blog highlights some really good ideas. I look forward to hearing more from you.

    Reply to this comment

    • Derrick Strand

      24. Jun, 2010

      Thanks KOT! Creating an environment where people have the greatest chance to succeed is the key. Culture, good or bad, will drive performance in the long run.

      I look forward to our future discussions!

      Reply to this comment

  2. Kathy Graham

    25. Jun, 2010

    Derrick,

    I am impressed by how many wonderful insights you shared with so few words. I agree wholeheartedly! I have always sensed in every organization that I have worked in that people are not using so much of their potential. I have also experienced being in fearful environments, where (even) I was reticent to give my opinion! Those organizations were inevitably “stuck”. I hope many leaders read this blog and take your words to heart!

    Reply to this comment

  3. Derrick Strand

    26. Jun, 2010

    Kathy,

    Thanks for your words. Most people I’ve talked to have had similar experiences. Unfortunately, it seems to be the norm instead of the exception.

    We need leaders that, on a day to day basis, cultivate an environment that allows it’s people to do create, innovate, solve and implement. I believe this is leadership’s biggest challenge. Please stay in touch so we can continue this great conversation.

    Derrick

    Reply to this comment

  4. Jay Cathell

    27. Jun, 2010

    Derrick,

    All your ideas are “spot on”. Where you mention celebrate successes you said “reward”. I have personally seen organizations get great ideas through contests with cash or gift awards. Some companies do that on a rolling basis.

    Great thoughts.

    Jay

    Reply to this comment

  5. Derrick Strand

    27. Jun, 2010

    Jay,

    Thanks for your thoughts. A combination of cash compensation, gifts and special recognition need to be included to really show the organization truly values the contributions of its people. Please stay in touch!

    Derrick

    Reply to this comment

  6. Karen Smith-Will

    28. Jun, 2010

    Derrick,
    Nice synopsis! I especially appreciate “Great leaders understand that they don’t have all the answers.”

    Humbleness is an attractive trait in a leader, though it is often unrewarded or even rewarded punitively. You mentioned that “Being vulnerable in front of your people shows humility.” Perhaps some leaders struggle with the distinction between “humility” and “humiliated.” They share the same root word, humilis (Latin, meaning “low”), but the connotations are vastly different. Leaders w/o all the answers use “complementary” recruiting to round out their teams. Leaders who think they have the answers may attempt the same thing–yet they feel humiliated or “on-upped” when their employees bring solutions or concerns. Potential value is lost and disincentivized employees become prone to apathy or attrition.

    Keep writing,
    Karen

    Reply to this comment

  7. Derrick Strand

    28. Jun, 2010

    Karen,

    Thanks for your thoughts. Some leaders may think that if they don’t have the answer, it’s a sign of weakness. Asking for help is actually a sign of strength. Insecurities in this space can drive leaders to put on this “front” that they are always always in control and know exactly what needs to be done.

    Saying “I don’t know,” “I was wrong” or the big one, “I’m sorry” are phrases many leaders struggle with. Leaders who can be open and vulnerable like this usually are pleasantly surprised by the reaction of their people. They are supportive, they understand that you are human and they now feel more comfortable that they can share openly or let down down their guard.

    Once the walls are down on both sides, all attention can be focused on building a great organization that involves and rewards everyone. The leader needs to make this happen. Thanks again for your input!

    Derrick

    Reply to this comment

  8. Derrick Strand

    29. Jun, 2010

    Amen, Karen!

    I really enjoyed your blog on apologies. Imagine how different relationships would be if people just said, “I’m sorry.”

    Reply to this comment

Leave a Reply