The Romper Room Effect
Posted on 28. Jan, 2011 by Denise Martin in Blog, Leadership and Development
In 1952, a new “kiddie learning show” show was launched – Romper Room. Syndicated across the country and shown in England, Ireland, Japan and Australia, the show provided a much needed ‘time out’ for weary parents as their children sat, eyes glued to the TV. The preschoolers interacted with their televisions, audibly answering questions when asked such as, “Did you know the horse was brown?”
Tiny squirming children would wait patiently (or not so patiently) for the highlight of the show, the closing scene where Miss Nancy (the original host out of Baltimore)
or Miss Debbie, Miss Susan, Miss Sally, etc. would position her magic mirror in front of her face, look directly into the camera, and recite the names of the good boys and girls she could see that day.
Some children would jump up and down in front of the TV, attempting to get Miss Whoever’s attention as the roll call began,
“I see Sarah, I see Bobby, I see Suzie…” And 40 years later , “I see Michelle, I see Tiffany, I see Tyler, I see Brandy” – you get the idea.
(Nope – I never heard Denise. -Ahh the agony!)
Which, years later leads us to the Romper Room Effect in leadership.
As a leader, how many times have you had the opportunity to hold up the magic mirror? A way to see people that are doing good things, just waiting to be noticed?
That employee wanting you to notice he is doing a good job. That volunteer wanting you to recognize the hours she is putting in makes a difference.
Did you see him/her? Did you offer a thank you? A “good job” comment?
The recent Bureau of Labor Statistics report indicates that the number of people leaving their jobs, not affected by a layoff is up by 6%.
Up in an otherwise down economy. Why? Many cite their boss as a primary reason for exit, along with lack of opportunity for contribution, or loss of confidence in senior management.
Most reasons for leaving are concerns about how they are viewed, treated – noticed. [note: compensation is hardly ever noted as the reason to leave.]
What about you? As a leader, do you see and value the people vying for your attention??
If not, perhaps it’s time to look in the mirror.
Walls
Posted on 07. May, 2010 by Denise Martin in Blog, Change Management, Leadership and Development
Four walls (room) – to protect what’s in and keep out – well, what’s out.
Break Through!
Wailing Wall – a place to seek, mourn, and pray.
Great wall of China – way to define large borders.
THE WALL – of Fenway Park – a place to target when batting it up with the
Boston Red Soxs
We are good at walls. We are even better using terms involving walls for organizational analogies: Building walls, scaling walls, climbing walls.
“Tear down that wall Mr. Gorbachev.” -Ronald Reagan
For change-leaders creating momentum, reinventing, moving people to new places – challenging and frustrating moments encountered can be when you……..
HIT THE WALL!
When something smacks you to a dead stop. An obstacle seems insurmountable. Difficult. Walking away seems better than moving forward.
What is a Change leader to do?
1. Acknowledge.
The wall is a temporary derailment. Hitting a wall doesn’t change anything. The original challenge is still in play, has to be dealt with, and you are still the one to make it happen.
In order to tame it, you have to name it. It’s just a wall.
2. Personal Choice Moment
You have to decide it you’d prefer to:
A. Jump over it
B. Climb it
C. Walk around it
All methods work. After all, while potentially large, it’s just a wall.
3. Setbacks ≠ Stop
Setbacks or new obstacles don’t indicate that the original change is no longer needed. Newly discovered impediments are just incremental obstacles that were not originally uncovered in the analysis. Once removed, better for all in the long term. Include the setback into the plan and keep moving forward. If a personal setback, what did you learn, how can you use it as growth experience?
Don’t give up – keep going!!
Good Luck!