flying your freak flag (kansas shrm 2014)
DESCRIPTION
Closing keynote for the 2014 KS SHRM conference - Flying your Freak Flag: Putting Authenticity to WorkTRANSCRIPT
#freakflag @joegerstandt #KSSHRM
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authenticity
authenticity
authenticity
authenticity
Bronnie Ware
The Top Five Regrets
of the Dying:
A Life Transformed by
the Dearly Departing
Top Regrets of The Dying
1. I wish I’d had the courage to live a
life true to myself, not the life others
expected of me.
2. I wish I hadn’t worked so hard.
3. I wish I’d had the courage to express
my feelings.
4. I wish I had stayed in touch with my
friends.
Top Regrets of The Dying
1. I wish I’d had the courage to live a
life true to myself, not the life others
expected of me.
2. I wish I hadn’t worked so hard.
3. I wish I’d had the courage to express
my feelings.
4. I wish I had stayed in touch with my
friends.
5. I with that I had let myself be happier.
Top Regrets of The Dying
1. I wish I’d had the courage to live a
life true to myself, not the life others
expected of me.
2. I wish I hadn’t worked so hard.
3. I wish I’d had the courage to express
my feelings.
4. I wish I had stayed in touch with my
friends.
5. I with that I had let myself be happier.
Top Regrets of The Dying
1. I wish I’d had the courage to live a
life true to myself, not the life others
expected of me.
2. I wish I hadn’t worked so hard.
3. I wish I’d had the courage to express
my feelings.
4. I wish I had stayed in touch with my
friends.
5. I with that I had let myself be happier.
Top Regrets of The Dying
1. I wish I’d had the courage to live a
life true to myself, not the life others
expected of me.
2. I wish I hadn’t worked so hard.
3. I wish I’d had the courage to express
my feelings.
4. I wish I had stayed in touch with my
friends.
5. I with that I had let myself be happier.
Top Regrets of The Dying
1. I wish I’d had the courage to live a
life true to myself, not the life others
expected of me.
2. I wish I hadn’t worked so hard.
3. I wish I’d had the courage to express
my feelings.
4. I wish I had stayed in touch with my
friends.
5. I with that I had let myself be happier.
Top Regrets of The Dying
1. I wish I’d had the courage to live a
life true to myself, not the life others
expected of me.
2. I wish I hadn’t worked so hard.
3. I wish I’d had the courage to express
my feelings.
4. I wish I had stayed in touch with my
friends.
5. I with that I had let myself be happier.
There can be no
happiness if the
things we believe in
are different from the
things we do.-Freya Stark
self censorship
playing small
covering
downplaying differences
conforming
playing into expectations
Fear of Being Different Stifles
Talent
29% altered their attire, grooming or
mannerisms to make their identity
less obvious
40% refrained from behavior
commonly associated with a given
identity
57% avoided sticking up for their
identity group
18% limited contact with members
of a group they belong to
groupthink:
mode of thinking that happens
when the desire for harmony in a
decision-making group overrides a
realistic appraisal of alternatives.
Group members try to minimize
conflict and reach a consensus
decision without critical evaluation
of alternative ideas or viewpoints.
Group intelligence is
not strongly tied to
either the average
intelligence of the
members or the team’s
smartest member.-Thomas Malone, MIT Center for Collective
Intelligence
low
belongingness
high
belongingness
low value in
uniqueness
high value in
uniqueness
low
belongingness
high
belongingness
low value in
uniqueness
high value in
uniqueness
inclusion:Individual is treated as
an insider and also
allowed/encouraged to
retain uniqueness within
the work group.
low
belongingness
high
belongingness
low value in
uniqueness
exclusion:Individual is not treated
as an organizational
insider with unique
value in the work group
but there are other
employees or groups
who are insiders.
high value in
uniqueness
inclusion:Individual is treated as
an insider and also
allowed/encouraged to
retain uniqueness within
the work group.
low
belongingness
high
belongingness
low value in
uniqueness
exclusion:Individual is not treated
as an organizational
insider with unique
value in the work group
but there are other
employees or groups
who are insiders.
high value in
uniqueness
differentiation:Individual is not treated
as an organizational
insider in the work
group but their unique
characteristics are seen
as valuable and required
for group / organization
success.
inclusion:Individual is treated as
an insider and also
allowed/encouraged to
retain uniqueness within
the work group.
low
belongingness
high
belongingness
low value in
uniqueness
exclusion:Individual is not treated
as an organizational
insider with unique
value in the work group
but there are other
employees or groups
who are insiders.
assimilation:Individual is treated as
an insider in the work
group when they conform
to org. / dominant culture
norms and downplay
uniqueness.
high value in
uniqueness
differentiation:Individual is not treated
as an organizational
insider in the work
group but their unique
characteristics are seen
as valuable and required
for group / organization
success.
inclusion:Individual is treated as
an insider and also
allowed/encouraged to
retain uniqueness within
the work group.
low
belongingness
high
belongingness
low value in
uniqueness
exclusion:Individual is not treated
as an organizational
insider with unique
value in the work group
but there are other
employees or groups
who are insiders.
assimilation:Individual is treated as
an insider in the work
group when they conform
to org. / dominant culture
norms and downplay
uniqueness.
high value in
uniqueness
differentiation:Individual is not treated
as an organizational
insider in the work
group but their unique
characteristics are seen
as valuable and required
for group / organization
success.
inclusion:Individual is treated as
an insider and also
allowed/encouraged to
retain uniqueness within
the work group.
low
belongingness
high
belongingness
low value in
uniqueness
exclusion:Individual is not treated
as an organizational
insider with unique
value in the work group
but there are other
employees or groups
who are insiders.
assimilation:Individual is treated as
an insider in the work
group when they conform
to org. / dominant culture
norms and downplay
uniqueness.
high value in
uniqueness
differentiation:Individual is not treated
as an organizational
insider in the work
group but their unique
characteristics are seen
as valuable and required
for group / organization
success.
inclusion:Individual is treated as
an insider and also
allowed/encouraged to
retain uniqueness within
the work group.
low
belongingness
high
belongingness
low value in
uniqueness
exclusion:Individual is not treated
as an organizational
insider with unique
value in the work group
but there are other
employees or groups
who are insiders.
assimilation:Individual is treated as
an insider in the work
group when they conform
to org. / dominant culture
norms and downplay
uniqueness.
high value in
uniqueness
differentiation:Individual is not treated
as an organizational
insider in the work
group but their unique
characteristics are seen
as valuable and required
for group / organization
success.
inclusion:Individual is treated as
an insider and also
allowed/encouraged to
retain uniqueness within
the work group.
Is it safe to be
unpopular?
Your playing
small does not
serve the
world.-Marianne Williamson
an
example…
awareness
accountability
adventure
advocate
@joegerstandt
awareness
accountability
adventure
advocate
awareness
accountability
adventure
advocate
awareness
accountability
adventure
advocate
awareness
accountability
adventure
advocate
awareness
accountability
adventure
advocate
@joegerstandt
Who are you?
What are you here
for?
What is your gift?
share
accomplishment
adventure
challenge
change
community
connection
creativity
democracy
discovery
diversity
equality
fairness
faith
family
friendship
generosity
gentleness
global view
goodwill
goodness
gratitude
happiness
harmony
health
integrity
justice
leadership
love
loyalty
money
patriotism
peace
personal growth
power
quality of work
reliability
resourcefulness
respect for others
responsiveness
self-reliance
service
spirituality
status
success,
tradition
tranquility
truth
unity
Do you
know??????????What
brings you
joy???????What does
success mean to
you???????????What
motivates you???????
awareness
accountability
adventure
advocate
@joegerstandt
Is there
any
evidence?
you need a team
awareness
accountability
adventure
advocate
A comfort zone is a wonderful thing
to have, but nothing ever grows
there.
What would
you do if you
were not
afraid?
share
awareness
accountability
adventure
advocate
How will you help others?
share
Art is either
plagiarism or
revolution.
-Paul Gauguin
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www.facebook.com/joegerstandt
402.740.7081Thanks, yo.