This isn’t a blog about whether to get a dog

Have you ever talked about doing something and just never got round to it? Do you have items on your ‘to do’ list that have been on it for years? Do you put things off and then tell yourself that you’ll start fresh from Monday?

Yes? I suspect that most of us have.

It’s so tiring talking about things again and again, putting them off and making excuses for not doing them.

It was happening to me.

For years I’d been talking about getting a dog.

I’d tell people how much I wanted one and how my life would be better with a dog in it. But there were so many reasons not to change, the responsibility of looking after another living thing, the cost of vets bills, insurance, food, doggy day care and then the limitations, not being able to go out all the time or go on holiday. People I spoke to fuelled by doubts and by the time I’d had the conversation with them I’d talked myself out of getting a dog.

But the topic kept playing in my mind. I couldn’t shut it down and I was boring myself. I decided that I either had to get a dog or shut up talking about it.

Then one day I just bloody got the dog.   Here he is. He’s called Gary. You can follow his adventures on Instagram at garygower_dog _diaries.

The doubters were right. When Gary was a puppy it was really hard. The first thing he did when he arrived aged 12 weeks was a poo under the kitchen table. I spent most of Easter 2018 standing in the garden in the rain training him to go to the toilet outside. The rest of that Easter was spent going backwards and forwards on the tube and bus so he wasn’t scared of public transport. We spent a lot of time sat on the bench opposite Wood Green bus garage getting him used to traffic noises and sirens. There was the night I slept on the kitchen floor next to his crate with a broken foot in a plaster cast (which is a different story) because he wouldn’t stop barking. There was the day he humped my arm while I tried to conduct a work Skype call. There was the day he chewed through my laptop cable which cost £80 to replace. There was the day that he ran amok on Southwold beach and it took a core group of 5 of us plus most of the population of Southwold over an hour to catch him. There was the day he rolled in a dead fish. There was the day he jumped up and took a hat out of a strangers hand, shook it to death and dropped it in a muddy puddle. It took months before he realised doing a poo in the hallway in the middle of the night was NOT OK. He’s been massively disruptive. I’ve never apologised so much since I had a dog.

He’s also been brilliant. I’ve learned a lot from Gary. Patience, that the simple things in life can bring great joy, to live more in the moment, not to take things too seriously and be grateful that all I have. He looks after me. Because I have to walk him every day, I have to switch off from work (and when you work for yourself and love what you do that can be hard). I get more regular exercise. People talk to us on the tube, and if people don’t like him they move and we get a seat! I’ve met new friends, discovered new places to walk and can now throw a ball really far.

Do you know what? It is a big responsibility looking after another living thing, he does cost me money and when I go on holiday either he comes too or someone else looks after him. The logistics of who looks after Gary and when causes me headaches. And the joy of Gary far outweighs all the negatives.

So my point?

This isn’t a blog about whether to get a dog. This is a blog about genuinely thinking about what you want and deciding to commit (do you want a new job, to move house, a different relationship, learn a new skill, lose weight, a different lifestyle…?) The context doesn’t matter, what does matter is that you make a choice whether to do the thing or not. The talking about the thing and not taking steps to achieve it is a tedious and tiring place to be. You deserve more than that.

Making any sort of change is hard. Friends and family won’t necessarily give you the best advice either. You have to get brave and focus on what you want.

So, those things on your list; tackle them or scrub them off forever and free up your brain to focus on the things you really want to do. Ask yourself what would happen if you don’t do the thing? I didn’t want to be the person that always wished they followed their heart and got a dog. I wanted to be the person walking on the beach with my dog. What’s your thing on your list that you’d regret not doing?

Go on, channel your inner Yoda. ‘Do or do not, there is no try’

I set up the Lucidity Network to help people push forward and do the things they want to do. It’s a community of generous people who help each other get the important work done. It’s facilitated via a Facebook Community with meet-ups and online content to help members tackle the complexities of working life that didn’t come with the management handbook. You can find out more and sign up here. And if you join, you might even get to meet Gary.

 

 

Carrots and sticks are so last century

Drive: the surprising truth about what motivates us, by Daniel H Pink was the first book to be reviewed by the Lucidity Book Club. Overall the group enjoyed the book and whilst some of the concepts may be easily recognised, it was acknowledged that implementing all of them into a work environment may not necessarily be that straightforward. It was agreed that the use of examples and provision of toolkits for various scenarios at the end of the book provides a useful resource to draw on in the future.

Using science and research, Pink presents a very clear argument as to why current business/working systems are outdated. Pink states “Carrots and sticks are so last century. Drive says for 21 st Century work, we need to upgrade to autonomy, mastery and purpose”, before going on to explain that, when it comes to motivation there is a gap between what science knows and what business does. The current operating system, built around external reward and punishment motivators, doesn’t work. The book provides examples of the types of work that can be motivated by carrots and sticks and those that can’t, highlighting that a ROWE (results only work environment) is needed. The challenge is how to implement this concept in diverse work environments. Fundamentally it is about trust and management shifting their attitudes to trusting their staff, this aspect resonated strongly within the group discussion.

The main points the book makes is that:

1. Times have changed but companies are slow to adapt to that change.

To illustrate Pink posed a question: in 1995 which encyclopedia would people have expected to survive, MS Encarta or Wikipedia? Few people would have imagined a Wikipedia world back then.

2. We have moved from a Motivation 2.0 world (carrots and sticks) to a Motivation 3.0 world (inherent satisfaction in the work itself).

Explaining that for routine tasks incentives may still work, but for more creative tasks these can have a limiting or event sometimes damaging effect, causing people to stop an activity previously enjoyed, or encouraging some to take shortcuts. Examples included research with primary school children, those that would choose to stay in the classroom and make drawings in their play break, when offered a payment stopped doing so.

3. There are 3 elements to Motivation 3.0 – Autonomy, Mastery and Purpose

  • Autonomy is our default setting, people need autonomy over task, time, team and technique to be high performing. Companies that offer autonomy, sometimes in radical ways, outperform their competitors. One well-known company that ‘gets’ autonomy is Google. Creation of 20% time, where people are free to work on projects of their choice, has enabled products such as Gmail to be created. The book talked about reward not just being about money, which raised concern in our discussion that it could be used as an excuse not to pay enough. However, Pink clearly states that salaries must be at a reasonable level for everything else to flow from, i.e. removing salary from the motivation conversation enables the important aspects of Motivation 3.0 to be explored. We also discussed the need for tools, having autonomy over how, where and when you work is limited if you don’t have the appropriate tools or support to carry out the task at hand.

 

  • Mastery is an interesting concept. According to Pink it is i) a Mindset – requiring you to see your abilities not as finite, ii) a Pain – it requires effort and grit and iii) it is Asymptote – it is impossible to fully realise. Pink’s example of learning French helps to illuminate this idea. Learning French to pass a test is not the same as learning to speak French fluently. Both can fuel achievement but only one achieves mastery. Mastery happens when people are in the ‘flow’ which is the optimal experience when the challenges we face are matched to our abilities, however Pink cautions that “the path to mastery is not lined with flowers or rainbows….if it were more of us would make the trip”.

 

  • Purpose is no surprise, it is something that all humans seek, ‘a cause greater and more enduring than themselves’. Through the use of language and policies, Motivation 3.0 allows purpose maximisation to take its place alongside profit maximisation.

Our conversation ended with us looking at aspects of the book that we could apply to our own areas of work. Use of the toolkits to analyse where ‘flow’ happens for each of us, or possibilities to explore what autonomy and mastery means to our teams were starting points. Finally, we asked what our personal motivations are and common themes emerged around working with great people and improving peoples living and working circumstances. No carrots or sticks required!

Guest blog by Sam Mills is Head Of Projects at Changeworks and Lucidity Network member.

Interested in joining our book club? Take a look at the Lucidity Network – a place for people pushing to make change happen, a place to learn, a place to share and a place to connect. Check it out and join us here.