Your Superpower is Your Authentic Self!

I had someone ask me what my superpower is? I found that a hard question to answer. I mean do you think being able to write a 500-word blog post in 15 minutes a superpower!? Some bloggers probably do, but no one else!

I was told that my true superpower was me just being me. My authentic self. Then I asked this person how much I owed them for the life coaching session! ūüėČ

We are told constantly to be ourselves, or live our true life, find a way to be yourself, etc. The reality is being your authentic self might be your superpower, but like all superpowers, they can be used for good or evil.

Let me give you the best example ever! Donald Trump is his authentic self. It’s his superpower and he rode that superpower right into the White House. His authentic self was a superpower he used for evil, and ultimately it destroyed him and his legacy.

What I find a leader of people is that employees living their authentic self either works wonderfully or awfully and rarely anywhere in between!

Here’s the thing about being your authentic self, you must first know if your “authentic self” something others want to be around or if your authentic self off-putting to others. I’m not saying you shouldn’t be yourself, but if your authentic self is a complete asshole, you might want to work for yourself and not someone else!

Let be really frank here, any gender can be an off-putting authentic self. It doesn’t mean you don’t love who you truly are, but you must also realize who you truly are isn’t what most people want to be around. Your superpower isn’t going to be asked to join the Justice League, you’re going to be asked to join the villain side.

In real life, you actually don’t become a villain, unless you’re DJT. Most likely you become your own boss, or you live a miserable existence trying to fit into a work world that doesn’t want you and you don’t want it. Some of the best and brightest people I know can’t work for others. Their superpower is something that allows them to be awesome, but not when working closely with others on a daily basis.

Why does this matter? 

It matters because if some idiot is trying to sell you the snake oil of “Just be your Authentic Self” you must first determine, is your authentic self something others will embrace and want to be around. If so, great, you’re going to probably have a great career. If it’s not, and you want to work in the corporate world, you’re probably in for a lot of therapy.

Also, let me be very clear, not living your authentic self while you are at work isn’t the worse thing in the world. You can be one thing at work and another thing in your personal life. Is it ideal? No. But, I’ve seen many people in my career be successful in doing this. It’s a little like Clark Kent and Superman. I can be Clark Kent at work and then go home and be Superman in the rest of my life.

The worse thing that can happen is you try and force your authentic self onto others and believe they should “accept” your authentic self. Nope. That’s not how it works. You can’t make anyone accept your authentic self, you can only make yourself accept that. If I don’t like your superpower, you can’t make me like it, and if I’m in a position to determine the trajectory of your career, you’re in trouble.

Superpowers are awesome, but they can be super for good or super for bad. Love who you are, but don’t expect others will necessarily love it.

I hear you…

It’s what you hearing…Listen!

It’s what you hearing…Listen!

It’s what you hearing…LISTEN! (DMX – X Gon’ Give It To Ya)

I hear you…

2020 was not what you expected or what you wanted. I hear you.

You aren’t where you want to be in life. I hear you.

You didn’t accomplish all you wanted this year. I hear you.

You lost more than you won this year. I hear you.

You took some big losses in 2020. I hear you.

You felt like the world has turned upside down. I hear you.

You’re afraid that 2021 might not be much better. I hear you.

You’re not sure your career is on pace for where it should be. I hear you.

I hear you.

What I love about New Years’ is we are given this freedom, once per year, to start over or continue, or do just make a decision to move in another direction and go, “yeah, in 2021 I’m going to do “X”!”

We are congratulated on this announcement. Good for you! I can’t wait to see how that turns out!

So, I hear you, and now is the time for you to make a decision. You can continue being your version of 2020 or you can try and be something else in 2021. Quite frankly, this has worked really great for me in some years, and not at all in other years. Still, I like the exercise.

If I could be “X” in 2021, what would that be and how would I get there, and am I willing to put in that work or change to get there?¬†

This isn’t about anyone or anything else. It’s just you. We love to believe it’s about other things. If I just had another job. If I just had a different significant other. If I just lived someplace else. If I just wasn’t so unmotivated. Then, my entire life would be better!

I hear you.

Now, write down what you want to do in 2021 and email it to me at sackett.tim@gmail.com. Let’s get to work on that.

What can your employees count on from you in 2021?

At the HR Technology Conference his fall, Marcus Buckingham gave a talk on some new research he did on resilience. It was definitely timely because of the year that is 2020. Also, when you talk to c-suite leaders all will say one of the most sought after attributes they want in their employees would be resilience.

From his research, Marcus found that employees determine how much they trust a leader and an organization comes down to just a few simple things, and one of those major things is not what you hope and dreams are for the organization, but what you can specifically tell employees that they can count on, 100% count on.

We see organizations come out all the time with examples of this:

  • Google said they will not have in-office work until September 2021, but the plan is to bring people back in-office at that point. Concrete date and plan, of course, it might get pushed out again, but at the very least you know you have remote work until September 2021.
  • I’ve seen CEOs come out in 2020 and tell their employees we will not lay one person off this year. For many employees in those companies, that was such a relief to hear.
  • It can be as simple as letting your employees know you will not be changing your benefit plan for the coming year or moving your home office after a merger or acquisition.

Of course, all leaders want to share their vision and dreams. We love aspirational leaders, even if we don’t completely trust them! What all employees want, based on the research, is a leader who will tell them what they can count on moving forward, even if it’s something small.

“I can you this much, for sure…” Then, from a trust standpoint, you move heaven and earth to make that happen! So, the old leadership axiom of under-promise, over-deliver fits really well into the trust dynamic.

Also, don’t make this lame!¬†

“You can count on me to always tell you the truth!” No, I can’t! That’s a lie right there! As soon as something happens, let’s say talks about acquiring a new company, or having your company acquired, you won’t be able to share anything about that.

“Hey, are we getting bought?” Well, I can’t yes or no to that question, and that’s the truth! No, you’re an idiot who is saying nothing, and now I don’t trust you.

What can your employees count on? 

Sometimes this is the most difficult question to answer because there is way more we can’t count on, then we can. But, if you can come up with those few concrete things, you can leverage that trust a long way.

2020 has shown our employees are not as fragile as we like to believe. For the most part, employees who truly understand the truth of their circumstances are much more resilient than we think. “Hey, 2021, is going to be extremely hard on the organization. We need sales, or we will be in trouble. Everything we will do needs to focus on how to help us sell more.”

Yes, some employees will run and find a new job. But, many more will fight and show their resilience and reward your honesty. At the end of the day, we just want to know we aren’t being lied to and after that, it’s pretty remarkable what we are willing to face and conquer.

Guest Bloggers Wanted! #Rant

Can I be real a second?
For just a millisecond?
Let down my guard and tell the people how I feel a second?

No! I don’t want your stupid Guest Blog Post!¬†

Several times a day I have “writers” reach out to me and ask me if they can submit a guest blog post to my blog. Anyone who blogs, in any industry, has this happen to them. The more traffic your blog gets, the more requests for “guest blogs” you get.

The problem is, all of these guest blogs aren’t what they seem. But, these folks pitching their guest blogs act like the people who own blogs have no idea what they are really trying to do.

The seedy underbelly of the blogger world! 

You didn’t know I was going to open up the kimono today and let out all the secrets, did you!? Here’s the real deal, 99.9% of folks who request to write a guest blog are only doing it so they can put up marginal content that is loaded with links that go back to a client site they are getting paid by.

They don’t care about the content.

They don’t care about my audience.

They only care about getting paid and getting their below-average content on as many blogs as possible.

Welcome to the show, kids!

I don’t want your guest blog, I want to punch you in the face!¬†

Look, I get it. We all need to make a buck. I’m not trying to stop you from that. I’m trying to stop you from having to lie to people all day, every day. I think the better ‘sales” strategy for pitching me a blog, should be:

“Hey Tim” (No, not just “Hi” so I know 100% you have no idea who I am)¬†

“I’ve got a piece pre-written with 7 link backs to my client. I’m getting paid $X for this piece if I can get it on your blog and promote the crap out of it. I’ll Venmo you $X if you work with me and getting this posted.”¬†

“Here is the Title and what it’s about. Are you game?”¬†

Here’s why you suck, super hard!¬†

  1. You contact me and ask to use some of the most valuable real estate I own, but you only give me your Gmail address and your first name. No company name. No LinkedIn profile link. No phone number. Why is that? Because the vast majority of you are frauds and you don’t want me to know who you really are.
  2. Your content, at its best, is vanilla. While your client loves it because you blew hot air up their asses, everyone else thinks it’s crap.
  3. See #1

Guest Blogs that I Accept

Rule #1– I don’t accept guest blogs.

Rule #2 – When I do accept a guest blog there are personal reasons for me doing so. I had my son guest blog to help him find a job. I had friends in the industry guest blog for me while I was on vacation because I love their voices in our industry and I want more people to meet them and hear them.

Rule #3 – You can’t sell my audience a bunch of crap disguised as content with a ton of link backs, where you are getting paid and me and my audience are getting your lame content!

Rule #4 – Pay the dude who owns the blog! I’m like all the kids – I have PayPal, Venmo, Cash App, etc. You can pay me in U.S. Currency, BitCoin, Gin, Puppies, etc. but if you’re getting paid, I want to get paid. It’s a fairness thing. Why should you get to put up your work for free on my blog and get paid, and I’m not? Does that seem fair to you?

So, here’s the deal!¬†

There are about 13,000 ghostwriters, link-back, guest blogger types right now that have bots set up reading this title “Guest Bloggers Wanted” who will start emailing me constantly, without ever reading this post believing I truly want their shitty content. I don’t. But, like everyone in the world, I’ve got a price. If you pick the right price, we can probably do business. The odd of you picking the right price, are not in your favor!

Guest Blog Inquiries Can Be Sent To: 

YourParentsDontEvenLikeYou@Gmail.com

The 12 Steps of Recovery for Passionate A$$holes!

I wrote a post a while back titled, “The 5 Things HR Leaders Need to Know About Developing Employees“. In that post I had a paragraph:

When I was young in my career, I was very ‚Äėpassionate‚Äô. That‚Äôs what I liked calling it ‚Äď passionate. ¬†I think the leaders I worked with called it, ‚Äúcareer derailer‚ÄĚ. ¬†It took a lot for me to understand what I thought was a strength, was really a major weakness. ¬†Some people never will gain this insight. ¬†They‚Äôll continue to believe they‚Äôre just passionate¬†when in reality they‚Äôre really just an asshole.

I then had a reader send me a message and basically said, “This is me!” And I was like, “That was me too!” And then we kissed. Okay, we didn’t kiss, but it’s great to find another like yourself in the wild!

The reality is, I’m a recovering Passionate Asshole.

What’s a “Passionate Asshole” who are asking yourself? Here’s my definition. A passionate asshole is a person who feels like they are more about the success of the company than anyone else. I mean everyone else. They care more than everyone! And because we care so much, we treat people poorly who we feel don’t care as much as us!

Passionate assholes truly believe in every part of their being they’re great employees. You will not be able to tell us any differently. They are usually high performing in their jobs, which also justifies even more that they care more. But, in all of this, they leave a wake of bad feelings and come across like your everyday basic asshole.

You know at least one of these people. They’re usually younger in the 24-35-year-old range. Too early in their career to have had some major setbacks and they have high confidence in their abilities.

Here are the 12 Steps of Recovery for Passionate Assholes:

Step 1: Realization that you’re an Asshole, not the best employee ever hired in the history of the universe. This realization doesn’t actually fix the passionate asshole, but without it, you have no chance.

Step 2: You understand that while being a passionate asshole feels great, this isn’t going to further your career and get you to your ultimate goal.

Step 3: Professionally they have to be knocked down in a major way. I was fired. Not because I was doing the job, but because I was leaving a wake of bodies and destruction in the path of doing my job. You don’t have to be fired, demotion might also work, but usually, it’s getting canned that will do the trick.

Step 4: Someone you truly respect needs to tell you that you’re not a good employee, but an asshole, during a time you’ll actually listen.

Step 5: Find a leader and organization¬†that will embrace you for who you’re trying to become, knowing who you truly are. You don’t go from Passionate Asshole to model employee overnight! It’s not a light switch.

Step 6: Time. This is a progression. You begin to realize some of your passionate asshole triggers. You begin to use your powers for good and not to blow people up who you feel aren’t worthy of oxygen. Baby steps. One day at a time.

Step 7: You stop making bad career moves based on the passionate asshole beast inside of you, telling you moving to the ‘next’ role is really the solution to what you’re feeling.

Step 8: We make a list of people we’ve destroyed while being passionate assholes. Yes, even the people you don’t like!

Step 9: Reach out to the people you’ve destroyed and make amends. Many of these people have ended up being my best professional contacts now late in life. Turns out, adults are actually pretty good a forgiving and want to establish relationships with people who are honest and have self-insight.

Step 10: We are able to tell people we’re sorry for being a passionate asshole when find ourselves being a passionate asshole, and not also seeing the passion within them and what they also bring to the organization is a value to not only us¬†but to the organization as a whole.

Step 11: You begin to reflect, instead of reacting as a first response. Passionate assholes love to react quickly! We’re passionate, we’re ready at all times, so our initial thought is not to think, but to react decisively. You’ve reached step 11 when your first thought is to no longer react like a crazy person!

Step 12:¬†You begin to reach out to other passionate assholes and help them realize how they’re destroying their careers and don’t even know it. You begin mentoring.

I know I’ll never stop being a Passionate Asshole. It’s a personality flaw, and even when you change, you never fully change. But, I now understand when I’m being that person, can usually stop myself mid-passionate asshole blow up, and realize there are better ways to communicate and act.

I’m not a Dr. but I did stay at a Holiday Inn Express!

On Friday, the Wall Street Journal published an opinion article regarding incoming First Lady Dr. Jill Biden, using the pre-nominal “Dr.” when she has a doctorate in education, Ed.D, versus a medical doctorate, Ph.D. There is no doubt that Jill Biden did the work and received the degree, from a real, actual university.

The question really comes down to, is there really a difference in calling someone “Dr.”?¬†

I’m a brain surgeon, call me Dr. I’m a clinical psychologist, call me Dr. I’m a Pharmacist, call me Dr. I’m a Physical Therapist, call me Dr. I’m a Professor of Sport History, call me Dr. I’m a Vaccine Scientist, call me Dr. I teach English 101 at a local community college, call me Dr.

For each of those titles, currently, to obtain that title you have to have a doctorate degree. Well, actually, you don’t have to have a doctorate to teach at a university or community college. To become a medical doctor, Pharmacist, Physical Therapist, today, you must get your doctorate in the U.S. Regardless, many people get a doctorate but do jobs that don’t necessarily need a doctorate to do that job.

As a recruiting professional, I have an opinion. 

I believe we call people Dr. when in normal society those people are called “doctors”. When I go see a Physician, most people, who don’t know them personally, will call them “doctor”. If in a normal work setting, someone doesn’t call you “doctor”, but you call yourself doctor, that comes off really bad.

The worse is when you expect someone else to call you “doctor” but the average person in the world would never expect to call you “doctor”. Then you come across as pompous. “Tim, it’s nice to meet you!” Yes, that’s Dr. Tim, thank you. “No, that’s Dr. Asshole, goodbye!”

This is just good situational awareness if you are on the job market. We deal with many candidates who have their doctorate in various sciences. It’s very rare in a professional work setting they would ever use “Dr.”, and if they corrected a hiring manager during an interview, let’s face it, that wouldn’t end well.

Does any of this really matter? 

Before someone loses their head and puts in a 700-word comment about how I’m a misogynist against Dr. Jill Biden, check yourself. I could care less about what Jill Biden wants to be called. If she wants to call herself Queen, good for her! Dr. Queen, even better!

The reality is, most likely, this Op-Ed wouldn’t have been written if Jill Biden was voted in as President, and her first husband, Joe, has his doctorate in education, and called himself Dr. Joe Biden. So, that’s a problem. It doesn’t make the Op-Ed opinion wrong, just questionable.

If she’s comfortable with calling herself Dr., that’s all that really matters. I have a feeling that if I got an Ed.D or any other kind of doctorate degree, I would force people to call me Dr.! “Hey, Mr. Teddy Starbucks barista, that’s “Dr. Timmy”! Get it right!” I would also expect that people would say bad things behind my back if it wasn’t normal for someone with my degree to be called “Dr.”

What do the “real” doctors think?¬†

I got feedback from three friends who all have a doctorate degree. All three felt like this was basically bad form on the part of the writer of the Opt-Ed. He comes across as a sexiest, old, out of touch elitest.

There is, though, a background within the doctoral community of hazing between those with doctorates about who has the “better” degree and from the “better” school. Also, MD’s, medical doctors, most likely look down on all other doctorates who don’t save lives.

As my one friend put it, I will definitely give it to my fellow doctorate friends who have an Ed.D versus a Ph.D, or went to a B-level school versus an A-list school. But, let’s not kid ourselves, I could have not gone to my Ph.D class on management, or done poorly, and no one is losing their life!

The fact is, all doctorate recipients did the work. Professionally, they will take being called “Dr.” in that professional setting. Professors might not ask to be called “Dr.” but if a student calls them by “Dr.” it fits the professional setting. If Jill Biden is working on Educational Policy and Strategy, if completely fits her being called Dr. Biden, that is her professional role.

If I’m going out for dinner with Jill and Joe, in a personal setting, of course, it would seem weird for her to want me to call her Dr. Jill Biden at the dinner table, if we were just having a social dinner. But, that’s not what this is about. This is about someone you thinks he knows more than everyone else, and he’s going to mansplain it to us all, especially, a woman.

If Jill wants to be called Dr. Jill Biden, call her that. If you don’t like it, then don’t put yourself in a position to have to use her name. I’m sure she would appreciate that.

3 out of 4 Employees Actually Want to Return to the Office!

I think most HR pros disagree with this number. I didn’t make it up like I do most of the time, but I was having this feeling that way to many HR leaders and pros were feeling that their entire office workforce just wanted to remain remote. The number is from this recent Human Experience study.

Basically, it’s saying 25% of workers want to return full-time to the office, 50% want some kind of hybrid model where they will return, but have additional flexibility to work remotely, and 25% want to stay remote on a permanent basis.

My guess is most HR leaders and pros if asked this question are under the belief that 50%+ of their office workers want to remain remote, full-time. At least, that’s what I¬†hear when I ask that question to them. Much smaller sample, but it’s also what I hear and read.

What the article is really showing is that our workforce has had a taste of flexibility, and most really, really liked what it tasted like!¬†I find that in very large cities, organizations and leaders are much more flexible. It’s just the nature of big city life. Trains don’t always run on time, commutes can be crazy, etc.

As you get out into smaller communities the expectations changed. You can always make it into work because you’re driving your own car. If you were 15 minutes late in Milwaukee, people will question you. If you’re 30 minutes late in New York, no one says a thing. So, having some flexibility to be treated like a real, functioning adult, for most people has been a breath of fresh air.

But, and it’s a big but – we can’t be naive as HR leaders believing everyone just wants remote. They don’t want remote, the vast majority, want flexibility. They want some understanding. I can be a high performer, and¬† I can meet my goals and exceed them, just treat me like an adult.

The pandemic might change many things about work and life moving forward, but it won’t change our desire as humans, most of us, to want to have live interactions, one-on-one, face-to-face, to congregate, to share ideas, and see your real-life body language, if at all possible.

Don’t be fooled by a loud minority voice saying a remote workplace is the best workplace. It’s “a” workplace, great for some, horrible for many. Just as in-office is great for some, and horrible for others. The best organizations will figure out the balance.

I’ve Got a Great Business Opportunity for You!

No. No, you don’t. You have a great business opportunity for you, and you need me to make it happen.

Email Subject Lines in the Past Week

  • “Business Opportunity”
  • “Potential Opportunity”
  • “Great Business Opportunity for You!”

There was one common theme with each one of these messages sent to me. Not one of them was an opportunity for me to make money, but each was an opportunity for me to pay someone else money!

Idiots Using these Subject Lines

Do you seriously believe that these subject lines are working? That people are reading them and going, “OMG! I’m the Luckiest Girl alive today! This beautiful human chose me for this opportunity that I was neither looking for nor really even wanting! #Blessed”

I have a feeling there is something clinically wrong with the person who uses this subject line. I want to get them professional help. Medication, therapy, a punch to the throat, whatever it takes, I’m a giver, a helper of sorts.

I would love it if we could have a law where if some moron uses a subject line like this we can send them away for a while. Like prison, but more used car sales lot they have to live in for eternity. Every day, all day, just wandering the lot getting approached by an overly aggressive used car salesman that won’t leave them alone.

Look, I Get It 

I run a company that has to sell our services. Every morning I get up, shower, get dressed, and head off to work. “Gotta make the donuts!” They don’t make themselves. Our world is predicated on someone buying whatever it is we’re selling.

So, I feel for you, but I’ve got a few words of advice –

Be Better! 

Be someone who you want your kids to be. Be someone you want your grandmother to talk about at bridge club. Be someone who will get referred by one client to a future client.

Also, I get you can’t just put up a subject line that says, “Hey, buy my crappy lead generation tool!” (Although, I bet your click-through rate on that is a minimum of 100% higher than “Business Opportunity”.

The world isn’t looking to do work, to make you money. Maybe I’m wrong, maybe your subject line of “Business Opportunity” was just one big miss by me. You were saying, “Hey, I’ve got a business opportunity for me, I just need a sucker like you to bite”, if that’s the case, my bad, continue being an awful person.

Great Business Opportunity

As always, I’m here to help, fellow sales pros. Here are some subject lines that are guaranteed to get some click-through:

– I’ve got your bag full of puppies!

– You need to verify your Pornhub password

– BOGO on Wine, Chocolate, and Jimmy Choos

– Is this your Mom on Facebook?

“But, Tim, these are all lies!” I know, and I’m super excited you found the commonality between my subject lines and yours. Good luck!

 

There Is a 75% Chance of Selecting Better Talent if You Only Hire…

ME! No, I’m only joking. I’d be way higher than 75%! ūüėČ

You all know I love data and some of the fun things we can pull out of studies about performance and selection. A 2014 study on world-class athletes found that the top-performing athletes had older siblings in 75% of the participants studied!

So, want to hire better performers? Ask this question:

Do you have older siblings? 

Ironically, those only children, the super great ones all those parents love, only have a 5% chance of being world-class! Oldest kids get the other 20%, and middle kids, well they don’t get anything but to continue to complain it’s unfair! ūüėČ

Why do people with older siblings tend to perform better? 

Okay, I get it, we are talking about world-class athletes and performance, but really the same foundations are set by older siblings no matter what the skill or profession. Want to be a better cook? It probably helps to have older siblings who were cooking around you and showed interest, which made you interested, etc.

Siblings tend to compete with each other, and the youngest will always be at a disadvantage until they are not. If you’re kicking little Timmy’s butt all over the court, you won’t work as hard to continue to get better, but little Timmy will never stop until he beats you. (By the way – this isn’t a “boy” thing, the study was done on female world-class athletes – it works across all genders)

The youngest kids get all the advantages of being pushed harder and getting knowledge transfer from seeing older siblings fail and succeed. On average, they are more likely to gain from being in an environment where older siblings are performing.

Does this concept transfer to the world of work? 

I don’t have hard data from a study that it does, only anecdotal evidence to say it depends! I’ve worked with brilliant people who come from all kinds of family dynamics. I do find, on average, that those people who were raised as younger siblings bring competitiveness to the workplace that if channeled appropriately can be very good.

I do think it also depends on how close in age they are to their siblings. The closer the better in my experience. My younger brother is 15 years younger than me. He’s more only-child than younger sibling grinding it out trying to beat me. My two oldest sons are twenty months apart, one year apart in school age. They are strong competitors, and my youngest you is four years younger than his brothers gets competition shoved down his throat, by his brothers in everything he does.

So, today, younger siblings who have taken all the beatings from your older siblings, smile bright! You probably have a better shot a being great, because of those beatings!

Are you struggling to be happy at work?

In 1942¬†Viktor Frankl, a prominent Jewish psychiatrist, was taken to a Nazi concentration camp with his wife and parents. ¬†Three years later, when his camp was liberated, his pregnant wife and parents had already been killed by the Nazis. He survived and in 1946 went on to write the book, “Man’s Search For Meaning“. ¬†In this great book, Frankl writes:

“It is the very pursuit of happiness that thwarts happiness.”

What Frankl knew was that you can’t make happiness out of something outside yourself. ¬†Riding the Waverunner doesn’t make you happy. You decide to be happy while doing that activity, but you could as easily decide to be angry or sad while doing this activity (although Daniel Tosh would disagree!). ¬†Frankl also wrote in Man’s Search for Meaning,¬†“Everything can be taken from a man but one thing,¬†the last of the human freedoms — to choose one’s attitude in any given set of circumstances, to choose one’s own way.”

I get asked frequently by HR Pros about how they can make their employees or workplace happier. ¬†I want to tell them about Frankl’s research and what he learned in the concentration camps. ¬†I want to tell them that you can’t make your employees happy. ¬†They have to decide they want to be happy, first. But, I don’t, people don’t want to hear the truth.

Coming up with ‘things’ isn’t going to make your employees happy. You might provide free lunch, which some will really like, but it also might make someone struggling with their weight, very depressed. ¬†You might give extra time off and most of your employees will love it, but those who define themselves by their work will find this a burden.

Ultimately, I think people tend to swing a certain way on the emotional scale. ¬†Some are usually happier than others. ¬†Some relish in being angry or depressed, it’s their comfort zone. ¬†They don’t know how to be any other way. ¬†Instead of working to ‘make’ people happy, spend your time selecting happy people to come work for you.

In the middle of a concentration camp, the most horrific experiences imaginable, Frankl witnessed people who made the decision to be happy. Maybe they were happy to have one more day on earth. Maybe they were happy because, like Frankl, they discovered that the Nazis could take everything from them except their mind.

Provide the best work environment that you can. ¬†Continue to try and make it better with the resources you have. ¬†Give meaning to the work and the things you do. ¬†Every organization has this, no matter what you do at your company. ¬†Don’t pursue happiness, it’s a fleeting emotion that is impossible to maintain. ¬†Pursue being the best organization you can be. ¬†It doesn’t mean you have to be someone you’re not. ¬†Just be ‘you’, and find others that like ‘you.’