Remarkable - By Dr. Randy Ross & David Salyers
A few years ago I left a conversation feeling very depleted – under attack, yet not knowing what happened to change the dynamics of a relationship. I processed that conversation again and again in my mind, seeking to take ownership of my errors, and grow as result of the dialogue that had taken place. The dilemma – I still can’t put my finger on what went wrong, where I could have made a different choice to bring about an altered outcome. It was months later that I was invited to hear one of these author’s (David Salyers) speak at an event. He shared with us a quote by Albert Einstein, “Not everything that can be counted counts. Not everything that counts can be counted.” It was if his words spoke validation to me regarding that conversation years back – the person I had been speaking with didn’t value me for what I saw as the value I bring to the table.
When someone doesn’t see our value, it can deflate the passion we once had for the task at hand. We can grow cynical, resentful, even bitter. Our confidence takes a hit, we often stop dreaming big picture, and we definitely don’t feel empowered or supported to even voice some of the ideas that could positively impact our organization going forward. In short – it becomes our stumbling block.
In Remarkable I struggled to be able to grasp (nor even have a desire to read about) the metaphors involved with the mechanics of a clutch as used for the focus of the story line, however, the points made throughout the book are vital reminders of the value placed in each working part of our teams. It reminds us of the “loyalty, passion, and enthusiasm” our team members can bring to the table and how we, as leaders, are entrusted with helping them learn and grow both professionally (such as conflict management), but also personally (such as finances and balancing work and home). In turn, it emphasizes that team members should also be creating value FOR our organization, not just picking up a paycheck. In a “gimme” world with much entitlement, this is such a strong reminder to us as employees as well as to us as leaders in what to expect of ourselves and our team. We should always be evaluating not what am I getting out of this, but hand-in-hand of what am I putting INTO it – where did I add value today?
This value very closely relates with what team member actually hold as values themselves. The authors points out that “how we view things will drive how we do things” which greatly impacts our organizational culture. This culture, according to the authors, then should bring forth a mentality where team members:
– Believe the best IN each other
– Want the best FOR one another
– Expect the best FROM one another
From here the authors dive into the culture influences and such expression of values, beliefs and behaviors of those involved in the organization and how they should align with those OF the organization. As result an employee should bring both “productivity AND positive energy to the environment.” To achieve this task, organizations should be, according to the authors, given time to “think and dream”…to innovate – ON the clock. Providing such time expresses a confidence in your team member and is a display of your value for them. Such value shown in a team member often results in more engagement, a “we” mentality, a renewed energy, a sense of loyalty, and a passion to problem solve. As the authors put it, “success is a by-product of creating value. Happiness is a by-product of creating value. Significance is a by-product of creating value. Fulfillment is a by-product of creating value. Courage and optimism are by-products of creating value.” So it seems pretty obvious to have value as a company is to make a commitment to create value in others.
I returned from this event encouraged that I could continue to make a difference as I knew my value – loving on others, encouraging my team, using my communication skills to positively reflect those I am representing, and applying past experiences and previous education to aide in the creative problem solving within our organization. Although this may not be counted as value to some, I know it’s value to those it touches is priceless. As David Salyers shared, “To be remarkable we must think differently. Usually the reverse of what others think.” Yep, I am different – and THAT is part of my value. That discouraging conversation years ago was actually a blessing in disguise. As result I never want anyone to feel as I did and therefore I intentionally seek out everyone’s remarkable value.
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““When the people’s values align with the organization’s direction and commitment, a culture is crafted where people are free to express their passion, use their gifts, and fulfill their potential in creating value.””