#Reinvent Yourself At Work Like the #TryGuys

the try guys

The @TryGuys are four #millenials who have created a media frenzy out of simply trying new things. These millennials are creators of a comedy documentary series that shows them getting outside of their comfort zone. They try just about anything, from watching baby twins for a day to dog sledding in Alaska.  In the process, they have gained over 17 million subscribers on YouTube [https://bit.ly/2EQCUXA]. Also, throw in a blog [#tryguys], a podcast [https://bit.ly/2F6vC29] and even a self-help book [https://amzn.to/39fpiDh].

Why are the Try Guys so popular? The Try Guys highlight the fact that they are not the “Success Guys” for a reason. They do not master any of the tasks they take on, but that is not the point. Try Guy Keith Habersberger says:

“By going in and simply trying and failing or doing OK, being open to a new experience and broadening your horizons just makes you a better person. We have seen it. We have become smarter, more emotional sensitive people as we have grown and tried the 200 things we’ve tried.” [https://bit.ly/2Qm4a5C]

So how can we model the Try Guys and jump into new things in our organizations? Here are three ideas:

  1. Try New Approaches To Solve Problems

We tend to come at challenges with the same methods that we have relied of for years. Presented with the same problem, I have observed the following

  • Leadership development professionals suggest coaching.
  • Process gurus dive into Lean Six Sigma.
  • Culture consultants look to the behavioral soft stuff.
  • The list goes on…

While this may not be surprising, embracing new approaches can be a challenge. Look to a methodology that you have never applied and try it!

  1. Try Working In New Areas

We tend to become experts within specific businesses and departments. Some of us are connoisseurs in health care or retail. Others of us are wizards in Information Technology or Sales Departments.

Try working with a business or department that is completely new to you. Over the past few years I have applied my expertise to new segments like agribusiness. I have supported new departments such as Health and Safety.

The new areas I have jumped into have provided me with innovative insights and creative outcomes that I could have never imagined. Not to mention how much working with new people, products and technology has been a much needed “shot in the arm” for my practice.

  1. Try Getting Out of the Office

We tend to burn through a great deal of office time coming up with big thoughts. There is an academic bent to our work as we think through organizational challenges and solutions. However, if we spend too much time holed up in our offices we lose touch with what is really happening in our organizations.

Going to our workplace job sites can open our eyes to the most needed and practical organizational solutions. For example, the Health and Safety department I began working with led me to the shop floor at a number of plants.  As a result, I saw some fundamental aspects of our business. Why? Because I experienced these things first hand!

Perhaps the biggest lesson from the Try Guys that we can apply to our organizations is basic and yet powerful. The Try Guys would tell you to simply jump in and try these new approaches!

Note: This blog does not reflect the views of my employer.

The Importance of Peers In Our Organization Development Work

“We have all known the long loneliness, and we have found that the answer is community.”

Dorothy Day

As #OrganizationDevelopment (OD) professionals working with peers is one of the most important factors leading to our success.  Helping our organizations succeed is a team sport and the ideas and support we receive from our fellow OD colleagues is invaluable.  I have been a sole provider of OD consulting at several organizations.  The freedom to design and deliver interventions that I deem to be the best is empowering.  However, I will take an OD partner to collaborate with any day.

As we start our careers, most of us learn the field of OD from our peers.  This was certainly the case of my career path.  I learned a great deal about the theories of organizations in my Doctorate program.  However, I became adept at actually doing OD work early in my career by spending countless hours with my OD teams discussing business challenges, designing solutions and co-leading interventions.  The powerful and unique viewpoints and techniques that each of us brought to the table was my true school of OD.

I focused on industrial organizational design as part of my academic program and early application work.  My peers steeped in the psychological world of OD opened up for me the importance of coaching, teams and culture.  Working with talented colleagues I observed first-hand how to navigate the “soft” side of our work.  I learned a great deal from them and it motivated me to become a well-rounded consultant just as prepared to take on an organizational design or process project, as a teaming or culture challenge.

Once we have found our footing as an OD professional, we are looking to hone our ability to provide even more impactful work.  At this stage in our careers there is no substitute for the clashing of ideas that professionals steeped in various aspects of organization provides.  I can clearly recall a heated discussion where each member of our OD team saw a business problem from a completely different perspective.  Each of us made a case that the root cause of the problem at hand stemmed from people, process, structure and even technology challenges!  In the end, our solution encapsulated each of these aspects of organization and was much more effective than addressing a single root cause.

I would be remiss if I did not mention that in addition to success, OD colleagues provide a deep level of satisfaction in carrying out our work.  I experience this on a daily basis with my current OD peers.    Together we share the highlights when things go well with a client, as well support each other through the challenges and disappointments.

As OD consultants we help our clients work through challenges.  But who helps us when we run up against road blocks?  The answer is simple, it is our peers who provide us with the community that allows us to carry out powerful, fulfilling work.

As OD consultants we help our clients work through challenges.  But who helps us when we run up against road blocks?  The answer is clearly our peers.  At a recent MN Organizational Development Network (http://www.mnodn.org)  meeting some of the founders of the OD practice in the 1970s cited the community of practitioners as being one of the keys to putting our field on the map.  That has not changed over time. It is our peers who provide us with the community that allows us to carry out powerful, fulfilling work.

Note: The content of this blog does not reflect the views of my employer.