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CREATE RITUALS
Celebrate Success and Grow from Mistakes
Most organizations have rituals—from the everyday routines (coffee breaks, tea time, etc.) to major events such as annual meetings and retirement parties. Successful companies recognize the importance of tradition and are intentional in creating recurring experiences that give staff something to look forward to, aspire to, and reminisce about. They don’t have to be costly and can be created by employees at all levels of the organization. Bestowing a humorous prize for greatest recovery after an indelicate error normalizes mistakes and supports growth. Booming classic rock tunes for two minutes when a big deal is closed boosts morale. Gathering as a group and doing a cheer before making the sales pitch communicates that this is a special moment, we are in it together, and we are ready.
Recognizing significant milestones creates a sense of shared history and team cohesiveness. Noting the comings and goings of team members provides the personal touch that expresses an appreciation for the individual beyond the service they provide to the organization.
Daily ritualized actions between just two people can give the day form and reassert the personal connection (especially when working remotely). For example, Gerry Sanseviero, the administrative director of Katzman Consulting, always starts the day by sending me a Good Morning message that reviews immediate goals and wishes me well. I do the same for her. Our days always end with a signoff email, a quick appreciation for what was accomplished and the hope that the night will be fun, restful, or both. Sometimes Gerry includes a picture or cartoon to make me smile. She’s very good at that.
Big companies have Human Resources departments that design firmwide initiatives, but sometimes the best rituals are organically grown and local to your team. Effective rituals fire up our emotions and prepare us for action. The New Zealand rugby team, the All Blacks, has been performing the legendary Haka, a Maori war dance with vigorous feet stamping and rhythmic shouts, before its matches since 1905. In addition to being really cool to watch, neuroscientific research shows that acts like the Haka trigger feelings of connectivity, which stimulate mental flow states. These in turn reduce anxiety and increase energy and focus.
THIS IS FOR YOU IF
• The end point of your project is far off into the future.
• Your team works together but doesn’t actually take time to be together.
• An infusion of pride and joy isn’t such a bad idea.
• You want to help shape your team’s culture.
TAKE ACTION
Honor significant years at the company (e.g., 1-, 5-, and 10-year anniversaries). Get a large card and have everyone sign it, or collect notes and put them in a nice box. If you work virtually, set up a private electronic page where colleagues can share positive affirmations for the employee you want to recognize. HR may have the records, but it’s easier if there is an appointed person who keeps the master calendar of your immediate team members’ start dates. Why not volunteer for the job? It’s an easy way to spread joy and respect.
Celebrate all of the employees who are having a birthday in a given month with one cake and quick toasts for each person.
Recognize the rhythms of work. Acknowledge project milestones, especially if the final goal is far off. Host a “we are halfway there” gathering. It’s a good chance for staff who have been on the project from the start to share stories of how far you have come. Restate the dream. Why are we doing this? What’s the goal? Ask community members or customers who are going to benefit from your work once it’s done to join you at this celebration of progress.
Have a monthly award for fabulous mistakes. You can only nominate yourself (the aim is not to shame others). You can do this even if you work virtually. The first Tuesday of each month may be when the team hops on a call to tease (and learn from) the person who wins for biggest blunder. Ask everyone to share one regrettable moment. “Presentations” should be no more than three minutes. This is meant to be fast and light. The goal is to clear the air, offer support, and have a chance to say, “What could we do differently in the future?”
Consider rituals to contain negativity. For example, declare Thursdays “Complaining Day” and self-police the rest of the week to maintain a positive attitude.
Book the “we did it” celebration before the final push toward completion. You can then just show up and party once you have hit your target, rather than risk your team being so exhausted from delivering, they won’t have the energy to plan.
To maintain rituals, you can’t always wait for everyone to be free, especially during busy times. The more consistent you are, the more likely staff will make an effort to attend. Be sure you are clear on who is responsible for coordinating activities. If any of the ideas you just read appeal to you, present them at your next team meeting and ask for volunteers. Put the date and person in charge into your calendars.
KEEP IN MIND
• Don’t let a poorly performing ritual become another bad habit ingrained in your company’s culture. If it doesn’t work, drop it. Keep on experimenting.
• If you work in a family business, be sure your personal celebrations aren’t hijacked by business tensions and demands. Agree to have a moratorium on office discussions at key events.