Many people use the terms “stress” or “overworked” when asked about their job. I’ll admit I’ve been one of those people from time to time. The last few years, though, I’ve tried to make a conscious effort to see the positive in everything at work — from coworker confrontations and generational gap issues to challenging client requests and policy changes. Sometimes these can be scary, and fear typically leads people to tell themselves a story that bad things are about to happen. They immediately assume the worst. My awareness of this thought process has led me to stop telling myself that story, and before assuming the worst, slow down to consider the positives.
Below are a few philosophies I’ve implemented throughout my career to help me stay positive and make my career a better life experience:
- Work hard when it’s time to work — play hard when it’s time to play. I don’t know where this saying originated, but for me, it was the motto of my college advertising professor. I remember him telling our impressionable freshman class this advice as if it were the single most important thing we would take away. He said it was the philosophy that got him through his many years as an advertising executive, and from that moment on I’ve tried my best to live by it. I’m lucky because at work I not only get to consult and propose marketing solutions to my clients, but I’m privileged to be able to train and mentor others along the way. That balance is very satisfying for me, and that’s the work part. When it’s time to play, I try to go big, typically taking a trip someplace new (far off, when I can) to explore and get away. Hiking and snow skiing are my typical escapes, with the mountains, deserts, and forests as my playgrounds. Extreme sports like bungy jumping, rafting, and mountain biking are always welcome considerations in my travel itineraries. If I can’t go big, I try to find time to hike the elaborate cornfields of Iowa. Okay, that’s not true (mainly because I fear snakes and moving combines), but I do try to find excursions around the region to experience new things.
- Don’t nibble. Again, I’m not privy to the exact origins of the Nibble Theory, but I know it dates back at least to the ’70s, as it was the subject of a sermon at my local church back in Oklahoma when I was in grade school. The nibble theory in a nutshell is a simple concept: Each of us holds a “bubble” around ourselves containing our confidence, self-assuredness, and self-worth. When someone is feeling down, they have a tendency to think their bubble is small, and the bubbles of those around them are large. In an effort to make their bubble bigger (and other bubbles smaller), they “nibble” on the large bubbles (i.e., insulting, gossiping, and/or making fun of people behind their back) to grow their own. If you’re a Two Rivers Marketing associate, you’ve probably heard “nibble nibble” at some point, and that’s where it comes from. My goal (which I regretfully admit I don’t always live up to) has been to respect the theory and try not to nibble. If you stop to think about it, all of our bubbles grow and shrink from day to day; so when your bubble is bursting at the seams, doesn’t it seem more logical to share a compliment or word of encouragement to someone you see struggling within their small bubble, versus nibbling to grow your own?
- Trust and let go. I’m a big believer that trust is the primary key to a successful team. If you don’t trust your teammate(s), it’s tough to let them work on their own. The first step is to allow them to build trust with you; and to do that, you have to be open, accessible, and honest. Allow co-workers to prove themselves to you — let them show that they can meet deadlines, have great attention to detail, catch things others miss, etc. Offer constructive criticism to help correct mistakes and propel their growth. Over time, either trust will be established or it won’t. If it is, be courageous enough to let them succeed on their own. I don’t mean ignoring their work or throwing them to the wolves, so to speak. Simply let them do their job and offer support when/if they need it. Micromanaging is not motivational — it’s irritating. In my opinion, there’s never really a need for it. Either you establish trust and let people do their job, or you potentially have a staffing issue you need to address. Just remember most people want to succeed at their job, so be patient, and be sure to provide the knowledge and tools necessary for that to happen.
- If you can’t have fun, be fun. This was the creed of our founding agency partner, Tom Dunphy, and continues to be a part of our agency culture. I remember asking Tom one day what it really meant. I mean, is there really a difference between “having fun” and “being fun”? I’m still not sure, but I like the saying. For me, the meaning is simple: Work is a big part of my life journey, so why not make it fun and meaningful, instead of stressful and dreadful. Live the creed, and lead by example. I take my work very seriously and I consider myself a hard worker, but I always try to have fun while I’m doing it. When work is fun, our results are better. When our outcomes are successful, we’re happier (and our clients are, too). It’s a rewarding cycle to be a part of; and for me, it begins and ends with having fun.
Implementing these philosophies is a part of what makes work worthwhile for me. If you have any to share, please leave a reply below.
Tags: creativity
