All posts by Steven Cramer

The “Jane Award”

Vogue

“Not again!”, I said as the camera flashes went off in unison leading to yet another ritual of blinding light in the office meeting room. It was becoming an all too familiar event, but it was one that we all relished with eager anticipation, afterall, she is a celebrity.

She did look rather stunning I thought to myself, in her chic white business attire, but she deserves the attention. It was also really inspiring seeing her on the cover of the December edition of Vogue* magazine.

However, what I loved the most about her, was that she still just accepted her usual position in the organization and went about her duties without any fuss or change in attitude or demeanor. One day, I just hope I get to be like her and the many others in the company that have achieved her lofty status.

Her business card says it all and our company utilises these rare and key employees to their maximum potential. After all, without these critical staff, we wouldn’t be enjoying the business success that we have now all become accustomed to on a daily occurrence.

What, you didn’t get a chance to read her business card? My apologies let me hand it over and read it to you. Her name is Jane Brown, her job title is “Creative Thinker”.

Yes……”Creative Thinker”.

So what exactly does Jane Brown do, you may ask? Well, Jane, and the other employees just like her, are allowed to…..think. They are provided time in their job routine to contemplate new ideas and solutions for the business. They are encouraged to network with their work colleagues, to talk to other organizations, to share thoughts and to develop other left field, non-work related dissertations. Ideas related to the future needs of the business are strongly encouraged; in fact, they are demanded by our senior management.

So why is Jane on the cover of Vogue* you may ask? Simple, the process of innovation has no boundaries and can be utilised in all activities that we do, in this instance, Jane is seen as a role model to encourage everyone to think just that little bit differently.

I’m sure that your organization has many people just like “Jane”. These people should be recognised and applauded for their creativity. Who knows, it might just lead to the instigation of the “Jane Awards” in your corporate work environment?

*Yes, Edwina McCann (Editor-In-Chief, Vogue Australia), this is fiction, Jane Brown is not a real person, but just image if she was!!

2 Comments
by Steven Cramer on December 2, 2014  •  Permalink
Posted in Uncategorized
Tagged , , , , , , , , , , , , , , ,

Posted by Steven Cramer on December 2, 2014

https://thinkingfuturethoughts.com/2014/12/02/the-jane-award/

Neck Naked Innovation

32 of 365.

It’s 6 am in the morning and many woman of all ages (and some lucky men) with long locks of hair all over the world are having to make a strategic decision that will impact not only themselves, but also their work colleagues, family and friends.

That key decision is, should my hair be up or down? Now before you scoff at this important question, please understand that this key piece of personal grooming will influence their mood throughout the day, and potentially into the evening!

As I’m follicley challenged, I’m not that familiar with this mood influence, but according to “extensive personal research”, I’m now convinced of the data validity and the direct behavioural correlation. So for those of you looking for a worthwhile topic for an elaborate and complex government funded research project, look no further, this one will keep you mentally, and financially equipped, for years!

According to the “extensive data”, it’s not actually the length of the hair, but the feeling of the hair on the individual’s neck. The presence of neck hair apparently provides a feeling of protection from the surrounding environment, whereas no neck hair (the technical term known as “neck nakedness”) yields a sensation of freedom and potential optimism for the acceptance of new challenges! (yes, it’s all seen in the “analysis data”).

So, should you be planning to introduce a culture of innovation in your corporate office, may I suggest that an internal memorandum, issued by your HR Director, be quickly distributed instructing all employees to wear their hair up to ensure the best chance of success!

Now I can all hear you asking about those with a bald head. Well, the “data” suggests that these highly valued employees are the obvious candidates for the esteemed position of “Innovation Champions” as they have no creative inhibitions!

So next time you look at yourself in the mirror as you prepare yourself for your day of work, remember, the hairbrush is your key to corporate innovation!

3 Comments
by Steven Cramer on November 28, 2014  •  Permalink
Posted in Uncategorized
Tagged , , , , , , , , , , , ,

Posted by Steven Cramer on November 28, 2014

https://thinkingfuturethoughts.com/2014/11/28/neck-naked-innovation/

Oh, what a feeling!

Jockey Underwear

“Now these do feel a bit different”, I thought to myself. Yes, the colour was rather flamboyant, not particularly subtle, quite tight and rather a snug, all encapsulating, body hugging fit. However, they did feel fantastic, so I purchased three pairs and I looked forward to wearing one pair under my suit trousers to work the following morning. Yes, in case they are what you are thinking, you are correct, they were some spiffy new underpants!

As I’m quite shy and reserved, although some of you who know me better may beg to differ, I am not showing you a photo, nor am I providing any additional information on the style of underpants. So those of you who were wondering if they were Y-front, low-cut hipsters, G-string or whether I’ve gone with the famous “commando”, you will never know!

So what has this got to do with the corporate office you may be asking? The answer is actually very relevant. No, I am not proposing that you promote an underwear parade at your place of employment where employees, both male and female, model the latest in underwear fashions. However, the concept would be rather unique and may lead to a new revolution in team bonding, but somehow I suspect that the HR team will find some harassment rule that may be applicable?

It does however lead to the question, are you a creature of habit? If I was to continue with the theme of underpants, do you wear the same style and coloured underpants each day? Are you set in your ways, and are you reluctant to change and explore new fashions and ideas that may better meet your underwear requirements?

The key is to explore new experiences in your work life that may lead to exciting and stimulating innovations of thought that you may have only dreamed about. If we stay in the same job and don’t challenge ourselves to test new frontiers, you will quickly fall into a rut and corporate boredom will prevail. This applies to the organization as a whole, not just the individual.

So if your business has that stayed underwear feel about it where corporate life is becoming a little bit faded, shabby and a tad loose fitting, may I strongly encourage you to introduce some creativity into your work routine as the resultant feeling, with something a little bit different, may just provide that required motivational step you are looking for in your career and place of employment.

Go on, give it a go!

2 Comments
by Steven Cramer on November 22, 2014  •  Permalink
Posted in Uncategorized
Tagged , , , , , , , , , , , , , ,

Posted by Steven Cramer on November 22, 2014

https://thinkingfuturethoughts.com/2014/11/22/oh-what-a-feeling/

Not just any tête-à-tête!

2010-violin_MG_0227 - Version 2

Without any hesitation, or consultation, she picked up the red pen and scribbled some notes down in the margin of the musical score. She looked at her colleague seated next to her and nodded with a look of a “question mark” on her face, and was immediately greeted with an emphatic and resounding “yes” from his eyes. This intimate interaction continued throughout the remainder of the orchestral practice.

However, this little tête-à-tête was not just limited to this couple, it occurred with couples sitting next to them, behind them, in fact, all around them. There were trios, foursomes and even larger groups spontaneously erupting all over the stage!

Violinists, were talking to other violinists, trumpeters were waving to their friends in the double-bass section who responded with an immediate “thumbs up”! If you hadn’t had been watching, any one would have thought that there was an undisciplined, commotional, musical rabble in full force. However, what was occurring was the natural and evolving formation of sub-groups in the larger orchestra. The musicians were sharing their thoughts and ideas freely, there was no malice, withholding of information, and it appeared to be done most harmoniously and constructive.

The conductor then tapped his baton and immediately there was silence and all eyes and instruments were focussed on him. The orchestra then commenced playing with all their communal learning and experiences and the outcome was truly awe-inspiring.

I had just witnessed the final rehearsal of the Melbourne Symphony Orchestra (MSO) playing Mahler’s Symphony Number 2. But I’m sure that this famous and world-renowned orchestra would go through the same motions at all of their rehearsals.

So why can’t business learn from this orchestra? Why can’t they quickly form fully functioning sub-teams when required to focus on a work problem as a matter of normal practice? Businesses tend to only do this when in a time of crisis, or when a significant change is occurring?

The key is typically the prevailing culture of the organisation and it originates directly from the top. The conductor (or CEO) may be rather spiffy at waving his baton in a rather flamboyant and glamorous manner, but if the orchestra (or managers) aren’t following in “tune”, then the result will be utter chaos.

The right business culture takes time to develop. Work teams need to feel empowered and confident that their input into the larger business issue is significant and will make a difference. For instance, if the percussionists in the MSO didn’t play in time with the rest of the orchestra, regardless of how impressive the rest of the musicians played, the result would be rather discordant.

Another requirement is a willingness to listen to your colleagues in an open and unhindered manner. The conductor of the MSO listened and accepted feedback and suggestions for improvement from the various musicians, each of them a brilliant instrumentalist in their own right (just like a technical or functional expert in the corporate office). If your CEO doesn’t do this, well, is your CEO the right person for your business?

When a business has the right culture in play, the performance is “music to your ears, your employees, and to your customers”.

1 Comment
by Steven Cramer on November 16, 2014  •  Permalink
Posted in Uncategorized
Tagged , , , , , , , , , , , , , ,

Posted by Steven Cramer on November 16, 2014

https://thinkingfuturethoughts.com/2014/11/16/not-just-any-tete-a-tete/

Macabre Murderer of Marketing

Murder

The senior manager sat down exhausted in his large corporate black leather desk chair. The worn fabric felt so cool and relaxing as it snugged his body in a welcoming and inviting manner as it had done for the past thirty-five years.

He wiped the sweat from his forehead with his ragged company monogrammed handkerchief and looked at his hands now shaking with fear, thankfully he had achieved his objective before any “damage” had been done.

He carefully took out the black bound book that had lived in solitude and secrecy in his top desk draw and entered another name under the vast array of other recalcitrant employees that he had quietly “murdered” from a career perspective.

Yes, that was a close one he thought. If he hadn’t have acted, that employee might actually have changed the corporate status quo and may have injected some marketing creativity and innovation into the business. We can’t have that! But it was getting harder and harder to stop these employees infiltrating the company. He was also wondering what would happen when he retired at the end of the year. He was now despondent as he couldn’t find other younger employees that had the same unique business insight as him, nor his perceived flair of maintaining the existing corporate culture.

Mmmm, you might be thinking to yourself, as you may have already allocated a name to this senior manager in your business? If so, may I suggest that you publicly ‘call the behaviour” of these archaic and sorry individuals and lobby support amongst your colleagues to raise up a corporate mutiny for the long term betterment of your company! Don’t let this negative and destructive behaviour go unchallenged to avoid anymore creative casualties!

Sounds rather melodramatic doesn’t it? However, without creativity, innovation and marketing, it is the organisation as a whole that is suffocated as it loses the requisite lifeblood to ensure its longer term success and survival. May I suggest you don’t let this happen to yours, and if you see the signs of this occurring, try and quickly nip this potential “murder” in the corporate bud before it takes hold.

Just a thought to make you think that little bit differently.

1 Comment
by Steven Cramer on November 5, 2014  •  Permalink
Posted in Uncategorized
Tagged , , , , , , , , , , , , ,

Posted by Steven Cramer on November 5, 2014

https://thinkingfuturethoughts.com/2014/11/05/macabre-murderer-of-marketing/

Jockey Office Thoughts

Silks

The jockey adorned in an impressive satin quartered racing silk raised her white covered jodhpur pantalooned bottom above her mighty steed; her black crop was poised as she awaited the start of the race.

The masses that had come to see the great event cheered and shouted with such volume that the roar permeated throughout the racing track and the surrounding suburbs. It was so loud that those with hearing aids had to reduce the receptivity for fear of blowing the last remaining remnants of their fragile eardrums! The charming ladies looked absolutely gorgeous in their fashionable dresses and fancy stylish array of hats. The gentlemen all dressed in suits and bright ties complemented the occasion and looked quite spiffy. It was going to be a grand day out!

Once the race started, the booming announcer’s voice kept those punters informed on the status of their various Castillo boot cladded jockey as they competitively galloped in a rather uncomfortable looking postured position up high on their horses towards the winning post. For the winning jockey, the crowd would go wild, a voluminous frenzy would erupt and it was party time!

According to a “prominent blog writer”, a question now needs to be asked, and that is; “Why do such grand occasions not occur in the corporate office”? Why is it that when a new innovation is being developed, those employees working on it tend to sulk around the office in a mode of stealth. Is it for fear of failure, or perhaps that new innovations are not that exciting and interfere with the normal day-to-day business activities?

A “prominent blog writer” postulates that innovation should be greatly publicised within the corporate office. It should have the same sense of occasion and festivity associated with an important horse race. Those working on the innovation should be given a high profile and their progress broadcasted throughout the organization so all employees can feel part of the process of creativity and celebrate that winning feeling once the product/service is commercialised. So how do we do this? The key is communication and a function that lends itself nicely to those within your Corporate Affairs and Marketing teams. A “buzz of excitement” needs to be created and maintained along the innovation journey.

By the way, in case you are wondering, that “prominent blog writer” does not suggest that those members of the innovation teams should wear white jodhpur pants and silk shirts (OK, maybe the shirts, but definitely not the jodhpurs!), but it would make them a lot more visible within the organization?

1 Comment
by Steven Cramer on November 4, 2014  •  Permalink
Posted in Uncategorized
Tagged , , , , , , , , , , , , , , , ,

Posted by Steven Cramer on November 4, 2014

https://thinkingfuturethoughts.com/2014/11/04/jockey-office-thoughts/

Bow tie Leadership

Bow Tie

Should you be looking for a symbol of change in your corporate office? Well, look no further than a bow tie! Besides providing the wearer with some upper collar shirt pizzazz, this stylish and fashionable enhancement will set the custodian with a unique and highly noticeable position of business grandeur amongst your fellow work colleagues.

Let’s start with the basics. Firstly, forget your clip on bow tie, seriously, what’s the point! These are OK if you are 3 years old and don’t know any better and probably can’t tie your shoe laces either. However, if you are an adult, it must be a hand tied bow tie. Once you have mastered the tying procedure, a certain sense of personal achievement will have been attained, a skill that the wearer can most definitely list on their CV with pride and accomplishment.

In my office, I recently had the joy of adorning a bow tie for a 6 week period. I decided to wear this fashion statement to personally support a cultural change management program that had been initiated within my organization.

Now besides getting quite a few inquisitive looks from strangers I traveled with on public transport to and from the office (I still think it was bow tie envy), and from those I work with in the office, to me, the bow tie experience was quite profound and enlightening. So, what did I learn from a corporate leadership perspective that can be used in a change management program?

1. People noticed the bow tie (if you want to be a leader, you need to be noticed).

2. You can’t wear the same coloured bow tie each day (a leader needs to tailor the message for co-workers that can be readily understood, it can’t be a general communication).

3. The bow-tie was hand tied (it takes skill and some persistence to be a leader, the process needs to be practiced).

4. Bow-ties don’t suit everyone (some people like to follow…..and wear the traditional long length and rather boring and conservative tie, but then again, we wouldn’t want everyone wearing a bow tie!).

So, next time your organization is thinking of implementing a program of change, may I suggest you go and purchase a hand tied bow tie and start wearing it in the office. Yes, you will be noticed, you will feel different from the masses, but you will be making a fashion statement, and you will be a Leader!

2 Comments
by Steven Cramer on October 29, 2014  •  Permalink
Posted in Uncategorized
Tagged , , , , , , , , , , ,

Posted by Steven Cramer on October 29, 2014

https://thinkingfuturethoughts.com/2014/10/29/bow-tie-leadership/

Measuring Employee Happiness

The black color didn’t make the homecoming dress lose the sense of cute. Do you agree with me?

There is a question that has been puzzling me for a while now (well, at least a few minutes), and that is; “How should we measure real success in the corporate office?”

No, I’m not talking the traditional financial measurements such as profit, sales or share price, just to name a few. I’m referring to the more important measures of whether an organisation has a successful culture that promotes innovation and an employee mood of happiness.

There have been many a study which has tried to chart an individual’s mood, one of the more creative ones being the “Hemline Index”. “This theory suggests that hemlines on women’s dresses rise along with stock prices. In good economies, we get such results as miniskirts (as seen in the 1960s), or in poor economic times, as shown by the 1929 Wall Street Crash, hems can drop almost overnight.”
(Ref: http://en.wikipedia.org/wiki/Hemline_index#cite_ref-1)

Other such notable indexes also include items such as laxatives and deodorants! “During a recession, laxatives go up, because people are under tremendous stress, and holding themselves back,” said Shapiro, now chief executive of SAGE, a Chicago-based consulting firm. “During a boom, deodorant sales go up, because people are out dancing around.”
(Ref: http://www.nytimes.com/2008/10/19/business/worldbusiness/19iht-19lewin.17068071.html?pagewanted=all&_r=0)

Now as a corporate employee that understands the protocols of “acceptable behaviour in the workplace”, I would not even consider the application of the “Hemline Index”, the “Deodorant Index”, and I’m not even going near the “Laxative Index”, but there must be some other “acceptable” measures that can be used by the organisation to highlight their success in this area? This conundrum got me thinking!

What about the following potential mood measurements in the office:

1. The Wall Bounce Chart
A line could be painted on all office walls at a constant height position of say 5 feet. Theory (according to “someone”) suggests that when a person is happy, they tend to have a bounce in their walking step. Therefore the logical next step is to measure an employee’s “walk bounce” as they sojourn around the office corridors. The higher the bounce deviation from the 5 feet benchmark reference line, the happier the employees working in that office.

2. The Coloured Attire
According to the “someone” that discovered the walking bounce indicator, another indicator of employee happiness is the colour of their clothes. Those who habitually dress in sombre black or grey clothes (besides being residents of Melbourne) are typified as being quite conservative and less known to whoop it up in the corporate office. Whereas, those adorned with colour, well, they are exhibiting all the classic signs of success and a want to let the world know of their personal satisfaction and excitement.

3. The Organic Tea Bag
When an employee is stressed, the common drink of choice is coffee or tea. However, according again to that “someone”, another important measurement of happiness is the clutter observed around the organic tea bag jar located in the office communal kitchen. Happy employees are reported to drink more organic tea and they like to woft their tea bags around in the air with a gleeful flick prior to placing them in the bin. The result is a mixture of tea bag tags randomly tossed around the kitchen and the strange odour of combined chamomile, lemon, chai and green tea fumes.

I’m sure that you can think of many more mood measurement indexes that would complement the above three ideas.

So why don’t corporate organisations list these important indexes in their annual reports, or in the monthly newsletters? May I suggest that you lobby your GM of HR to get these indexes incorporated into your company’s cultural measures of employee success? Yes, it’s just a thought to make you think that little bit differently!

Leave a comment
by Steven Cramer on October 24, 2014  •  Permalink
Posted in Uncategorized
Tagged , , , , , , , , , , , , , , , , ,

Posted by Steven Cramer on October 24, 2014

https://thinkingfuturethoughts.com/2014/10/24/measuring-employee-happiness/

Hair Cut Frizz

Kathy (Frizzy Hair)

My friend spent many hours and dollars sitting in the hairdresser’s chair in the pursuit of that “just right look”. Her hair was washed, cut, coloured, styled and other things I have no idea about (my hairstyle has not required a visit to the barber for quite a few years) and the final result was “hair perfection”. She looked gorgeous, but more importantly, she felt fantastic and her mood exuded confidence and that killer professional personality of “look out world, don’t mess with me!”

But, on leaving the hairdresser, the heavens opened up and a massive downpour of heavy rain engulfed her magnificent locks of hair. The result, an unexpected frizzy hairdo, and one that no longer looked the same as it did a mere one minute ago.

Now my friend could have reacted two ways:

1. Complete emotional devastation with a flurry on large tears, cursing and screams of disappointment and anger.
2. A “WTF” attitude where she enjoyed the moment whilst it lasted, but now was wondering what benefits would be achieved from her completely different bohemian and rather artistic appearance?

In the corporate world, this experience typifies the influence of a “Change Management” program on the employee. In many instances, the “Change” is totally unexpected, has caught them off-guard and they had no desire to participate. The employee, like my friend, could respond in two ways; complete emotional devastation, or seize the change opportunity and move forward with a positive attitude.

The key is to have the latter, but to do this; the whole corporate organization needs to be fully aligned in the process. Those directly influenced by the “Change” need to be supported and nurtured so they receive consistent supportive signals of encouragement from their colleagues and management. For example, with the “frizzy hair look”, here the organization would need to promote and publicly value the skills associated with a bohemian and creative attitude. If the business still wanted the “pre-rained look”, then the employee would feel ostracised and may eventually leave the company as they perceived themselves as not fitting in to the required organizational culture.

There are many potential learnings for the HR Team from this “frizzy hair” analogy, the most important one being the environment the business establishes to accommodate and support those employees influenced by the “Change” that they have initiated. Frequently, employees are condemned for not coping with “Change”, but rather it is the fault of the organization for not fully anticipating their employee’s demands and needs as a result of the “Change”.

One final question for you to ponder a little bit further. For those of us with no hair, does this mean that we can cope with change easier than other employees?

2 Comments
by Steven Cramer on September 27, 2014  •  Permalink
Posted in Uncategorized
Tagged , , , , , , , , , , ,

Posted by Steven Cramer on September 27, 2014

https://thinkingfuturethoughts.com/2014/09/27/hair-cut-frizz/

Ideas that Think: “Idea-inks”

thinking.

“With so many great ideas out there, I know we will find the right one!”

I’m sure that many of you when doing a “braining storming” session have said this phrase to your colleagues in a desperate plea to find that truly innovative idea that will be the financial answer to all your company’s problems? However, in most occasions, I suspect you would have been disappointed with the result.

This got me thinking. What if we were to view “ideas”, rather than as a non-descript and transient thought, but as an idea with it’s own personal objectives and desires? Yes, I’m referring to “ideas that think”! Now this changes the game plan completely!

Let’s explore this concept further.

Firstly, let’s define these “ideas that think” which I will name “Idea-inks” for want of a better name.

Let’s assume that “Idea-inks” have their own unique and complex personality and they, like people, want to achieve self-actualization, just like in Maslow’s Needs Hierarchy. But they will also have basic survival desires to ensure their long-term ability to procreate. To do this, I can visualise “Idea-inks” wofting between corporate organizations trying to find the right environment that accommodates their requirements for psychological, safety, a sense of belonging, self esteem and that all important opportunity for innovation and creativity.

But what if your corporate culture is rather dull, boring and lacking the required inspiration for an “Idea-ink” to embed, establish roots and grow? If this sounds like your organization, then it’s not surprising that your brainstorming sessions lead to little, if any, new ideas being developed, after all, why should an “Idea-ink” want to live there, nor put the time into your company with little opportunity for potential long term self actualization prospects?

Corporate organizations need to “woo” the “Idea-inks” into your business. You need to make them feel welcome. But “Idea-inks” are not gullible, but rather insightful and quickly appreciate whether they are being sold something under false pretences.

If your business wants the most innovative ideas, then you want to target the most creative “Idea-inks”. Like all business transactions, if your corporate culture is poor, you will get the dud “Idea-inks”, if your work environment is continually dynamic and vibrant, you will be bombarded by a plethora of the most talented and inspiring “Idea-inks” fighting to maintain a presence in your office.

So the answer to getting a continual flow of the right business ideas into your corporate office is your culture and environment. Make sure you target the right “Idea-inks” for your company, and your creativity will be guaranteed!

5 Comments
by Steven Cramer on September 20, 2014  •  Permalink
Posted in Uncategorized
Tagged , , , , , , , , , , , ,

Posted by Steven Cramer on September 20, 2014

https://thinkingfuturethoughts.com/2014/09/20/ideas-that-think-idea-inks/

« Older Posts
Newer Posts »