Imagine that! It's possible to learn while having fun.
In 1940 a fellow by the name of John Gallo was fired from his job at Ford because he was "caught in the act of smiling." This was his second offence. He had slowed down the production line by half a minute while he was laughing with his colleagues a few weeks earlier. Poor guy: two strikes (not even three) and he was kicked out! Henry Ford, the owner of the Ford car manufacturing company believed that "When we are at work we ought to be at work. When we are at play we ought to be at play. There is no use trying to mix the two."
We have come a long way since then right? Well, it depends... This Friday I had a call from a client from a federal government department asking that I help them design and lead a two-days team-building retreat. There had been a lot of folks coming and going in the last six months and they needed to spend some time solidifying their team. I suggested that we start off by exploring personality types as a way to build stronger relationships. "No! That won't do!" Said my client. "We are scientists and we have no patience for frivolous activities. We are serious people with serious jobs to do." I replied, "I must have misunderstood your objectives for your retreat. I thought that the focus of this retreat was team-building so that is why I suggested that we start the session with an activity that would help people better understand themselves and their colleagues in a work setting. How do you define team-building then?" She said: "It is really straight-forward. There is a lot of work to do and some employees are not doing their fair share. What we need to do is make a list of all the work that has to be done and decide who will do what." Hum... I thought. I beg to differ. Making a list of responsibilities and dividing it up amongst all the employees will not necessarily resolve the underlying human issue of people not feeling engaged and committed to their work... How do you explain that to a scientist? It is not black or white. It is a complex shade of gray.
But sometimes I do get to work in true partnership with a client who has the courage to do things differently, a client who recognizes that work can be fun and fun can lead to positive learning experiences (thanks Mary!)
Earlier this week, I had a wonderful time facilitating a session on leadership and effective team-work in Bathurst, New Brunswick. My client asked me to design a day of play, filled with interactive activities that would help participants explore the themes of leadership and teamwork. I was very happy to oblige. It was such a nice break from the usual requests I get from clients such as strategic planning sessions and national consultations on science priorities.
So I put my creative hat on and designed a fun-filled day of learning. In the morning, we did some storytelling to share personal stories of leadership and identify the key attributes of a good leader. In the afternoon, I created a half Survivor half Amazing Race challenge in which five teams competed. There were mental challenges like "Name That Tune" and "Word puzzles". There were physical challenges like a hockey competition and an odd (read yucky) food challenge. There were also creativity challenges like a treasure hunt with a twist.
In between activities, I would quiz participants on what they were learning about leadership. They were learning a lot as it turns out:
In the treasure hunt activity how did you go about finding the 30 items? Did you have a strategy? Did someone take the lead to organize sub-teams or did you all look for all 30 items at the same time? What worked best? What were some of the tricky's? What would you do differently next time? How would you translate what you have learned from this experience to a real life team situation in your workplace?
Daniel Pink, author of the book A Whole New Mind claims that the "right-brainers" will rule the future. The right-brainers are the creative thinkers. Pink outlines six fundamental human abilities that are essential for professional success and personal fulfillment. They are design, story, symphony, empathy, meaning and PLAY.
The importance of play in work, business and personal well-being manifests itself in three ways: games, humor and joyfulness.
Games, particularly computer and video games, are used to teach whole-minded lessons to customers. For example, in the late 1990's the US army was struggling to boost recruitment. After observing the new cadets' obsession with video games, the Army decided that the best way to reach young people was through their leisure activities on Sony Play Stations, Xboxes and personal c0mputers. The US army developed a video game called America's Army and released it for free on their GoArmy.com Web site in the summer of 2002. The first weekend the demand was so great, that it crashed the Army's servers.
For those of us who have kids (and husbands) who spend countless hours exercising their fingers on computer keyboards playing video games, we should not despair. Research has demonstrated that playing video games can sharpen many skills such as an individual's visual perception, his or her ability to detect changes in the environment, concentration, problem-solving and even enchances productivity and job satisfaction.
Fabio Sala wrote an article in the Harvard Business Review stating that "Humor, used skill-fully greases the management wheels. It reduces hostility, deflects criticism, relieves tension, improves morale, and helps communicate difficult messages. A natural facility with humor is intertwined with, and appears to be, a marker for a much broader managerial trait: high emotional intelligence." (p.198-199, A Whole New Mind by Daniel Pink).
Humor can be used positively or negatively in the workplace. Humor can be a cohesive force in a organization. As a facilitator, I am always encouraged when a group of people can laugh together because it usually means that team members have enough trust in each other to delve into difficult topics as well. However, humor, the black humor kind, can have the opposite effect. Rather than diffuse conflicts, black humor can reinforce workplace divisions and tensions and highlight workplace conflicts.
Joyfulness and laughter are social activities. There is strong evidence to show that people who have regular, satisfying connections to other people are healthier and happier.
People who can laugh together can work together. Laughter has more to do with relationships than jokes so don't fret if you are like me and often do not get the joke's punch line (It may be lost in translation: somehow when my French brain has finished translating the words from English, the funny part got lost along the way). If I feel comfortable with you, I am more likely to be myself and laugh along with you.
If you need more reasons to unbutton your starchy shirt collar and loosen up your tie (so to speak), research shows that laughing people are more creative and productive people. So what have you got to lose?
What do you say? Are you game (pardon the pun)? Can you find ways to inject a bit of fun and laughter in your workplace this week?
