Create Your Own “Operations Manual” So Colleagues Know “How You Work”
On my wedding day, my girlfriends gave my husband a giant binder covered in pink fur. It was called, The Fisherman’s Guide to Life with Candra. These women, who knew me better than anyone else in the world, decided the fisherman in question (my new hubby) could benefit from having an “operations manual” to help him understand some key things about me. They told him, for example, that I get up early, I fall asleep in an instant (occasionally, mid-conversation), that I love dressing up in costumes, and that I get very stubborn when someone tells me “No, that is not possible.”
Pink fur aside, this gift was no joke. In fact, studying and discussing the contents of the binder helped me and my husband avoid tussles along the way since now he had a ton of information about what makes me tick (and what ticks me off!). In the early days of our marriage, I wished I’d had the same kind of guide for him.
Years later, as a leadership and culture coach, I realized my girlfriends really had been onto something. As I worked with business teams and leaders, it occurred to me that having each person create their own “operations manual” to share with their manager and coworkers could help any organization run more smoothly.
Simply put, an operations manual lets others know what you prefer (or not) when it comes to how you work. It’s a powerful tool during the best of times, and now, when so many of us are remote, it can be a game-changer. For example, when leaders understand who on the team is a morning dove vs. a night owl or who’s juggling work deadlines and also overseeing their kids’ online learning, they can be more flexible and compassionate. Having insights like these will help you be a better leader when we eventually get back to the office, too. You’ll never “unknow” what you now know about your people!
When we understand each other’s styles, values, and preferences, we can adjust how we work together to give workers more of what they want and need. It allows us to follow what we call the “Platinum Rule.” You’ll probably remember learning the Golden Rule as a child—treat others as you want to be treated. At Live Bright Now, we’re fans of the Platinum Rule: Treat others as they want to be treated. To the extent that it’s possible, creating a company culture based on identifying and prioritizing people’s preferences means employees are more likely to enjoy their work and feel inspired doing it. That, in turn, generates big payoffs in terms of productivity, job satisfaction, long-term retention, and pretty much every other business metric you can think of.
When I work with clients and teams either in person or remotely, one of my favorite exercises is to ask everyone to create an “Operations Manual for Me.” It’s an invitation to reflect on and share about the personal style differences, priorities, and quirks that make each of us, well, us.
What kind of revelations and insights come from the exercise? In one session, the biggest guy in the group let us know that while his size (and his enormous beard) might make him seem intimidating, he’s more teddy bear than grizzly. This soft-on-the-inside guy told his team that if anyone was feeling down, they could always come to him for a hug (virtual, for now!).
In another group, an introverted rockstar employee admitted she hated being recognized for her work in public. So her highly creative boss, who knew how much she loved her dog, showed his appreciation for her excellent work by sending special treats for her prized pooch. In other words, he found a way to recognize her in a way that mattered to her.
I’ve got countless other examples of how creating an “Operations Manual for Me” changed everything for a business team. It makes so much sense: Just as we adjust our expectations, conversations, and interactions with each of our dearest friends and relatives, we also need to shift how we relate to the people we work with. Another bonus? As a leader, you’ll build heaps of trust and goodwill simply by letting your team know you’re curious about who they are, what they like, and what makes them tick.
Need culture guidance to help your organization run more smoothly? Get in touch.