Random Acts
“We are so used to the notion of our own inevitability
as life’s
Dominant species that is hard to grasp that we are only here
because of timely extraterrestrial bangs and other random flukes.”
~ Bill Bryson ~
What is a random act you ask? Impetuous – Haphazard
– Spontaneous. The best definition I could find for Random was: ‘having no specific pattern, purpose, or
objective’. If you were to Yahoo or Google - Random Acts, you get many search results of Random Acts of Kindness
and/or Random Acts of Violence: The lady on the side of the freeway with a flat as the thousands whiz by, then
one actually stops and gives assistance without the expectation of any payoff or six teenage boys driving around
town in the cover of darkness targeting joggers or bikers with their paintball guns.
The purpose of this exercise is to direct some attention to those several types of acts in the workplace that
have negative connotations such as: meanness, stupidity, selfishness, aggression, deceit, arrogance, apathy, destruction
or vulgarity just to mention a few, and perhaps answer the question: “Can any of these acts simply be random or
are they part of the actual personality / makeup / attitude / demeanor / soul, of those who practice them?” Are
these ‘acts’ on purpose? Are they part of a pattern? Do they have an objective? I think yes… for they produce the
ripple wave of fear – confusion – discomfort - that sooner or later washes over any ‘random acts’ of the opposite
nature.
Several years ago, I had the opportunity to be associated with one of the Holiday Inn Master Franchise groups.
This particular group was a family affair created by a father that happened to be a doctor of medicine who had
developed great people skills, an elder son that practiced empowerment and a younger son that believed in the authoritarian
style. This younger son ruled by 'divine' right and enforced obedience through, in the end, dismissal. His favorite
term was: “my way or the highway!” I chose the highway out of Daytona Beach and was the better for it.
Back in 2003, a With Regard was published relating to A New Kind of Leadership. In that column, I presented
some of Nelson Searcy’s Thinking about Leadership from Smartleaders.com. One of those specific
thoughts was that ‘leaders reproduce themselves’. Almost all current resources on leadership and/or management
indicate that those in leadership/management positions actually become role models. This means that others look
to them for examples of acts that may have contributed to their achievement of the leader/manager status. My term
for this situation is mirroring.
The truth is that what most people see in our employees/associates is a direct reflection of what they (the
employee/associate) see in us. The real truth is that their perception goes deeper than the surface image we want
to display and down deep to the image we project when we are not playing a role. Example: one attempting to project
the image of a nice guy when their guard is up, but is truly mean spirited when crossed. In most instances astute
and wary employees/associates see right though this deliberate act. Most surveys conducted about what employees/associates
don’t like about their bosses is, that they are unfair and inconsistent. You have to know that these opinions are
formed by observing random acts rather than the contrived ones.
If you look in the mirror and see a strutting peacock and actually like what you see, be sure that every one
of your associates will observe the fool pretender hiding beneath all the fluff. If you observe an associate berating
one of their associates in public, be sure that they learned how to do that by observing your methods of giving
feedback. If you micromanage everything within your régime, be sure that the overwhelming majority of your
associates will do only what’s necessary to avoid your wrath. If you frequently take off typical workdays for no
apparent reason, be sure that your associates see that as a privilege gained by the fortunate few and will mirror
your every act so that they, too, one day can work whenever they want to, impervious to the demands of the position
held.
Way back in 2000 we produced With Regard to This and That and presented the following thoughts: “Sunday
dinner, which was at approximately noon in rural Kentucky (and after Church), generally consisted of fried chicken
as the entrée. Now my Dad got to pick first and he always took the back and the neck. Said he liked them!!
I assure you that you will never find the neck and the back among the pieces in the largest bucket of Kentucky
Fried Chicken in the world. Even though we may be entitled, by rank or position to take that last
piece of cake (leaving the crumbs for someone else), the cream off the top, or the best pieces of the chicken,
should we always do so? Are we afraid that if we allow others to taste the best which is offered,
that they will want our share? Do we believe that if we don't establish our dominant position at
every opportunity, others will take that as a show of weakness? NO, we do not need to pound on our chest
like the Great Silverback Ape, to establish our due. If you will allow me to sit at the head of the table,
I will not always take the best pieces of chicken.”
FINAL THOUGHT
The term "Litmus Test" has evolved from a simple one step test to determine the ph factor of a liquid
into a universally understood action of determination. Example: With all the words spewed out during the typical
political campaign, it is hard to determine where each of the candidates stand with respect to your own positions.
A litmus test in this situation would be that one question that would clear up (for you) where each candidate stood.
There are some such litmus tests that would indicate how your ‘random acts’ are affecting your workplace.
Are you experiencing an unusually high employee/associate turnover? All workplace studies indicate that the
majority of such situations are caused by bad management practices. Yes, employees/associates are working for wages,
but, more importantly, they are working to have their non-financial needs met. Employees need to feel respected,
worthwhile and appreciated in their work. Chances are that if you find yourself in such a situation, you are too
busy doing your thing to recognize the importance of each and every one of your employees/associates.
Is your hot button attention to details and yet the results within your régime tend to be lacking in
consistency thus requiring constant ‘faultfinding’ conversations with your subordinates? Chances are that if you
find yourself in such a situation, your ‘random act’ is to say: “Go” and not “Let’s Go” and you are not experiencing
this situation for the first time.
Is your private life (or other business ventures) frequently ‘on the job’ conservation between yourself and
other associates or just between other associates? Are you having problems meeting deadlines or frequently being
asked questions that begin with: Have you..? You will find that your ‘random acts’ at work indicate that your mind
is not on the management of your staff or the tasks only you can accomplish, but totally absorbed in other affairs
and everyone (including both your subordinates and superiors) know it.
Are you so intent on the creation of a ‘professional image’ that you are beginning to undercut many of the things
that tend to make the workplace a pleasant environment? It’s OK for you to have ‘fun’ on the job, but do you discourage
even casual conversations between co-workers in the office, during the most recent fade to black? If so, your true
colors may be showing and the curtain could be coming down on the goody-two-shoes act.
While you may be deeply involved in making policy, do you berate others for supposed violation of policy and
routinely violate the same policies yourself? Do many of your random acts lead others to believe that you feel
‘above the law’? If so, you’re setting yourself and your employer up for a major fall.
Currently many sports organizations at every level are requiring random drug tests to determine if athletes
are enhancing their performances artificially. I have listed a few of our on-the-job and/or in-the-workplace random
tests. If you are failing any of these (or other) simple tests, here are four words of advice: “Get your act together!
JS 7/06
