Fired Up or Burned Out (Part 2)

arnold-schwarzenegger

This is a picture of the Governor of California. He’s got very large muscles. That has nothing to do with this post.

I’m reading “Fired Up or Burned Out: How to Reignite Your Team’s Passion, Creativity, and Productivity” and just sharing my reflections here. I love the book. I love reading about stuff like this. And I love thinking about how it applies to my world. In this case, how it applies to our church/school organization at Rancho Community Church and Rancho Christian. Here we go. (part 1 is here).

Chapter 1: The Case for Connection at Work

…connection is invisible, yet has a very real effect on the behavior of people.

…unless the people in an organization have a strong sense of connection – a bond that promotes trust, cooperation, and esprit de corps – they will never reach their potential as individuals, and the organization will never reach its potential.

We have so much potential, could a lack of connection be a barrier to our potential?

Employees in an organization with a high degree of connection are more engaged; more productive in their jobs… feel energy, empathy, and affirmation.

Connection transforms a dog-eat-dog environment into a sled dog team that pulls together.

(research shows that) 75 percent of workers do not feel engaged or connected at work.

The state of many organizations today is like that of a bodybuilder who exercises only one arm. The result: one bulging bicep and three skinny, underdeveloped limbs.

What are some of our strengths & weaknesses?

Widespread disengagement is a waste of human talent and energy. It’s not healthy…

So What? Increasing connection in the workplace is a significant opportunity to improve the performance of individuals and organizations.

Do we feel a need to increase connection in our organization?
How significant is connection at our church/school work environment?
How are we seeking to improve the performance of individuals? Ex: maybe we need more accountability in our workplace to help people reach their potential. If we simply impose new accountability measures without first making personal connections, we cause people to distrust, act fearfully, defensively, become suspicious of or all-together reject change.

Next: The Science of Connection (defining Connection)

3 thoughts on “Fired Up or Burned Out (Part 2)

  1. Michael Lee Stallard

    Alex,

    Many thanks for blogging about our book Fired Up or Burned Out. I’m looking forward to reading your reactions to the Connection Culture. My friend and colleague Rev. Jason Pankau presents the ideas from the book as they apply to chuches in a video at this link: http://www.lifespringnetwork.org/component/option,com_seyret/Itemid,311/id,139/task,videodirectlink/ We are teaching workshops about it at churches and at conferences in Chicago and New York City this month and next.

    With best wishes and warmest regards,

    Mike

  2. alex

    Mike, that’s so awesome that you stopped by to leave a comment. I will be checking out the link you left. As far as Connection Culture – that’s up next and is an amazing concept. Thank You.

  3. Pingback:Alex McLean » Fired Up or Burned Out (Part 3)

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