First Thing Monday #35
This week we set our teams up for AI success, learn the surprising science behind trash talk, and reignite team passion by embracing growth 🤖🗑️🪴
🌞 Hello Monday! I saw my first pollen puddle last week. That must mean Spring is almost here! The warmer weather and the chance to spend more time outside is welcome. I hope the weather is nice wherever you are this morning!
☑️ FTM is a weekly newsletter that includes a recap of all the news Millennial and Gen Z leaders need to know to help make better career decisions. Each issue includes four tips for developing better relationships in your workplace. Weekly issues come out on Monday mornings!
❓ Have a work question or topics you’d like us to discuss? Drop me a line 📱 simply reply to this email or leave us a comment below!
I’m Jon Cochran, a workplace sociologist with over 15 years of experience leading sales, marketing, and product development teams and working with brands like J.Crew, Hilton, and Mattel. I want to provide resources to help you take control of your career and maximize your satisfaction in the workplace.
⏰ What to read before your first meeting:
The Unbearable Vagueness of Medical ‘Professionalism’ (NY Times): For medical students, the once-straightforward ideal of professionalism – think TV's polished doctors – has become a confusing double standard. Core values like honesty and patient care are still crucial, but professionalism now includes a web of often unclear rules about dress, hairstyles, and even social media content. These new standards can unfairly target minority students: a Black student might be flagged for unprofessionalism for wearing braids, while a white classmate wouldn't face the same scrutiny. This creates a system where navigating professionalism feels like a minefield, especially for those who don't conform to traditional expectations.
Ozempic maker Novo Nordisk has a new goal for its leadership team: Make sure no more than 10% of your staff are stressed (Fortune): In an FTM first, we discuss Ozempic—but not for what you think! A recent survey revealed a startling number of employees (75% in the US alone) experiencing moderate to high stress. Novo Nordisk, the makers of Ozempic, recognized this widespread issue and took action. The company empowers managers through "local action plans" to address stress spikes within specific departments. Additionally, they offer a whopping 59 company-wide wellness programs, ranging from flexible work arrangements to on-site massage and healthy meal options. Leaders can create a healthier and happier workforce by prioritizing stress reduction and implementing programs like those at Novo Nordisk.
Glassdoor Under Fire for Reportedly Adding Real Names to Profiles Without Consent (Entrepreneur): Glassdoor, the popular platform for anonymous workplace reviews, is adding real names to user profiles, raising privacy concerns. Previously, users only needed an email address. Now, with integration from their social networking app Fishbowl, Glassdoor pulls names from support requests and potentially other sources, sparking user backlash. While their terms of service now reflect this shift, users are understandably concerned about potential retaliation from employers. This means employees should be cautious when leaving reviews on Glassdoor, especially if anonymity is a priority.
Navigating the Impact of AI on Teams (Information Week): AI is transforming workplaces, but leaders need to ensure it empowers, not undermines their teams. Focus on building AI literacy to address anxiety and equip employees with the skills to thrive alongside AI tools. A great first step? Introduce AI chat programs! These programs can be a low-pressure way for your team to interact with AI and understand its capabilities. By engaging with AI chat in these ways, your team can begin to see AI as a collaborative tool, not a competitor. Want extra credit? Share a list of prompts to help them get started.
Truth, Loyalty and Empathy Guide the Leadership Path of Capital One's Founder (SHRM): I feel like I learn most about leadership from first-hand accounts, so I really appreciated this profile of Capital One’s Nigel Morris. He prioritizes truth-seeking and data-driven decisions. For him, facts are the foundation – opinions and intuition come later. My favorite tip? When hiring, transparency is key. Discuss your company culture openly during interviews, allowing candidates to self-select if it's a good fit. By avoiding the "honeymoon period" culture clash, you can save yourself time and frustration in the long run.
🚰 The Water Cooler
We talk quite a bit about communication around here. But one style we don’t discuss much? Trash talk! Science reveals trash talk is a psychological weapon aiming to trigger your opponent's fight-or-flight response. This injects a surge of stress hormones that can narrow focus and hinder cognitive function, potentially leading to slips in performance for your opponent. Something to think about during NCAA Tournament season!
As a kid who grew up in Georgia, I was obsessed with Coca-Cola. So obsessed I even knew where the Coca-Cola section was at the library. NPR interviews author Sara Byala as she examines the relationship between Coke and Africa—a sometimes fraught relationship that also played a role in political change and female entrepreneurship across the continent.
Did you know “16 Carriages” was written and recorded before Renaissance was born? Beyoncé moves in mysterious ways! Cowboy Carter comes out on Friday.
For my fashion heads: it was a tough one last week, with news of Dries Van Noten leaving his eponymous label and Pier Paolo Piccioli exiting Valentino. The world doesn’t lack for beautiful clothes, but these two will be missed.
📖 Reflections for this week:
For yourself: Schedule a one-hour time block for a weekly one-on-one with yourself. Use this time to reflect and identify needs, goals, and frustrations. Openly acknowledging your internal dialogue can give you a clearer understanding of what you need to communicate to others. This allows you to explore your thoughts and feelings without judgment. Reflect on recurring themes and identify areas where you might need to adjust your approach.
For your boss: How do you prepare for your one-on-one meetings with your boss? These meetings are a great time to discuss your progress and challenges but also consider taking the opportunity to offer constructive feedback on how processes or communication can be improved. For instance, you could say, "I've noticed that communication can sometimes get lost in the shuffle with emails. Based on my experience working on [project name], I found that weekly team meetings helped keep everyone on the same page. Would you be open to trying this for this project?" This approach demonstrates your initiative, and problem-solving skills, and also fosters a collaborative environment where you can experiment with new ways of working together.
For your direct report(s): While regular check-ins are valuable, consider holding a quarterly "Vision & Roles" meeting with your team. This dedicated session goes beyond day-to-day tasks. Start by revisiting the team's overall goals and objectives. Then, break down each goal into its key components. Facilitate a conversation where each team member can articulate how their responsibilities contribute to those specific components. Encourage open dialogue and brainstorming to ensure everyone understands how each piece connects to the whole. Leave ample time for questions and discussion. This can foster an environment where everyone can clarify expectations and offer suggestions for improvement.
For your co-workers: Before embarking on a new project, hold a kickoff meeting where folks can share their understanding of the goals and expectations. Before you meet, gather information about the project goals, timelines, and deliverables. This allows you to come prepared to ask specific questions and share your expectations. During the meeting, actively listen to your colleagues' goals and concerns. Use open-ended questions like "What are your initial thoughts on the project timeline?" or "What resources do you anticipate needing?" Encourage open communication and collaboration from the outset to ensure everyone is aligned and working towards shared goals.
⚡️ And one last thing…
For as long as I've been managing, my team has thrived on achieving goals. Hitting targets, exceeding expectations, and seeing their names light up our dashboards fueled a sense of accomplishment that seemed to keep everyone motivated. But lately, I've noticed a shift. The spark of passion in their eyes seems dimmed, replaced by a sense of "going through the motions.” Even I felt it – a nagging dissatisfaction creeping in, despite the continued successes. Is this all there is? We needed to find a way to reignite the fire, to cultivate a sense of fulfillment alongside the results we achieved.
The answer, I believe, lies in embracing the power of discomfort. It might sound counterintuitive, disrupting a well-oiled machine. It's not about abandoning the drive for excellence, but about expanding the definition of success. Encouraging my team to step outside their comfort zones, perhaps tackling a project with unfamiliar software, offering constructive feedback to a colleague for the first time, or even spearheading an initiative outside their usual area of expertise might feel unsettling at first, but that's where the magic happens.
Deena, a data analyst on my team, consistently delivered exceptional reports. We noticed her potential for more and encouraged her to present her findings to our executive team. Public speaking was a hurdle for her, but with some coaching and support from our team, she delivered a captivating presentation, earning her not only respect from leadership but a newfound confidence in her abilities. Deena's experience is a perfect illustration of how discomfort can lead to personal and professional growth. By reflecting on her initial anxieties and the positive outcome, we can use this as a learning opportunity for the entire team.
Allowing your team to try new approaches, even if they lead to initial stumbles, can ignite a sense of ownership and spark innovation. We can create opportunities for cross-training, exposing team members to different facets of a project and fostering a deeper understanding of the bigger picture. Remember, the level of discomfort will vary, though. Public speaking might challenge one person, while another might find learning new software daunting. The key is to personalize these growth opportunities.
By embracing this approach, we not only gain valuable insights to improve future work, but we also empower team members to learn from each other's experiences. This fosters a culture that supports growth, where challenges and setbacks are accepted as developmental opportunities. Ultimately, this shift in perspective can lead to a more engaged and motivated team, driven not just by achieving goals, but by a deeper sense of purpose and the continuous pursuit of growth.
There will be bumps in the road, moments of frustration, and uncertainty. But through this discomfort, we can build teams that are not just driven by achievement, but also motivated by a deeper sense of purpose and personal fulfillment.
I’d love to hear from you. How do you create a culture of learning within your team? Leave a comment below or reply to this email!
It’s gonna be a lovely day,
Follow me on Instagram at @misterfantastik
Just googled "pollen puddle"...can you believe? Loved this one - thanks for you insight, Jon!
It's gonna be a good Friday!