Make Your Declaration of “In-dependence”!

Let’s face it: We all like to be independent. We like to know that we can take care of ourselves, that we can handle a crisis, that we can “rise above.”  And that’s a good thing. Nobody, after all, likes to be around people who can’t manage to take care of themselves.

But what about at work? Is this drive for autonomy really best for everybody?

Unless you work just for yourself, we argue that it’s NOT a great thing to be so completely self-sufficient. In fact, we think organizations are better off when people engage meaningfully with each other. That means we need to balance our urge to be independent with an acceptance that we are “in-dependence” with others. We need others and they need us.

How, exactly?

We exist in a network of “mutual relationships,” in which we others provide things that help us do our jobs, and we do the same for them. It could be as simple as providing data or a report, or as complex as completing job descriptions and capital expenditure budgets. But it’s always true. Always. No matter what the case, we do our work for a purpose, and that necessarily implies that someone else needs what we provide.  Even in the most basic organizational structure—something like an assembly line, for example—the person to your left gives something to you and the person to your right gets something from you. It’s a fundamental business axiom.

We believe that it’s time to think differently about how we value autonomy and independence as virtues for their own sake. It’s time to consider that what we should really value—and reward—is the ability to understand, respect, and balance our needs at work with the needs of others. Only when both are considered can an organization thrive.

Curious to learn more? We have a white paper on the topic which you can request here.

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A New View of Working Relationships: Part Two—Customers and Suppliers

In last week’s introduction to this series on Working Relationships, we threw darts at the myth that people at work know exactly what they need and how to get it. This simple dictum—a kind of “conventional wisdom—is simply untrue. People generally don’t know what they need, and so part of what we want to do when improving our working relationships is to surface exactly what we do need—and to understand why.

We begin shedding light on the conventional wisdom by first introducing some ideas about being a customer and being a supplier.

From the moment we get up in the morning we are, in one way or another, a customer. You may have your morning coffee while watching the local news, in which case you are a customer of your local cable company (on whom you depend to provide the signal), the owners of the channel you’re watching, and those who put on the broadcast itself. If you channel-surf from the news to, say, a sports or business station, then you become customers of those services and companies as well. Perhaps you stop to get gas on your way to work, in which case you’re a customer of Shell, perhaps, or Sunoco, and if you then take a toll road to the office, you’re again a customer—this time of your state’s transportation department.

The list is endless, and not just in a metaphorical way. From now until your very last day on earth, you will be a customer: dry cleaning, dentistry, movie theater, super-market, electronic store, plumber, airline, bookstore, hair salon, hockey team, university, emergency road service, doctor, manicurist…. There is not a day—not a single day—in which you can (or should) avoid this role.

Yet we never speak in these terms at work. We talk about having customers—those individuals and organizations to which our company sales products and services—but we don’t often think of ourselves as customers of each other, customers inside the company. We don’t imagine that the engineering department, for example, is a customer of the finance department when, in fact, engineering can’t do a thing—can’t purchase materials or hire staff or maintain equipment—unless the finance department approves the engineering budget.

Being a customer is almost like second nature to most of us; given that we have so many customer experiences—every single day, in fact—it should come as no surprise that it’s pretty easy for most of us. In fact, most of the time we probably don’t think of it directly, we simply expect certain things to be provided to us, and to be provided in ways that are easy, that cause neither difficulty nor confrontation. And most of our customer interactions are like that—we walk into some place (or log on some site) with a set of expectations and most times those expectations are met. So used to adequate (one might almost say “invisible”) service, we acknowledge it only in the most automatic ways—a “thank you” and a smile at most.

But for every time we’re a customer, someone, it’s worth remembering, is acting as a supplier, giving something to us. And it stands to reason that we are also suppliers, often and every day. We’re probably much less aware of it, but we provide things to others constantly, mostly without even realizing it.

At work this supplier role takes on very significant meaning, yet it’s a role we almost never acknowledge. Too often we complete work we’re “supposed to” complete, yet never really understand what it’s for or how it’s used.

If you think about it, there is a fundamental relationship between person-as-customer and person-as-supplier. There must be, or else why would any product, service, or work ever happen?

Next week: Defining the “Customer—Supplier Relationship”

Images Courtesy of: stuartphoto / 123RF Stock Photo
and lightwise / 123RF Stock Photo

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A New View of Working Relationships: Part One-Introduction

There are certain stories we all carry around with us, certain common cultural memes that resonate. For example, we’ve all probably learned that if you show up first, work hard, and recognize your opportunities you’ll likely be rewarded, because “the early bird catches the worm.” Or that consistent effort pays off because “slow and steady wins the race.” Similarly we’ve learned a host of values and mores, all guiding us toward ways we should behave.

These stories persist into our working lives; we carry them with us wherever we go, and that includes into our organizations and into the relationships we have with others in those organizations.

But as often as these stories are true, they are also misleading. We know, for example, that it isn’t always the early bird that gets the worm, because what really pays off is to “work smarter, not harder.” We also know that the sudden burst of inspiration can lead to innovation and growth for a company—along with instant “overnight” success for those who haven’t just worked slowly and steadily hoping to win the race.

One of the most pervasive myths that we find in working with organizations is the idea that everybody knows what they need to succeed, to get their jobs done. Ask anyone and they’ll tell you: “I need so-and-so to give me this-or-that.” And it will be spoken with such surety that no one will ever question that what people say they need is precisely what they do in fact need.

But, as it turns out, it isn’t.

When the company succeeds, so too can the individuals within it. But for that has to happen there needs to be a foundational understanding between and among the people who do the work, the people who actually are the company.

It starts with understanding need, but in a way that hasn’t been truly addressed before, in a way that recognizes that needs must be surfaced quite clearly, then negotiated and agreed to, almost as if they are an internal contract between parts of the company and the individuals within those parts.

We call this the development of mutual relationships, relationships that are based on fulfilling needs for each other in the context of performing actual work tasks.

And it’s entirely new.

Over the next few weeks we plan to introduce a variety of these new concepts—concepts that will change the way you think about relationships at work.

UP NEXT: What it means to NEED things…

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