t he f urthest t hing from a f ish m arket implementing the fish philosophy with a lack of...
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THE FURTHEST THING FROM A FISH MARKETImplementing the Fish Philosophy with a Lack of Leadership
By: Cara Giovinazzo
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EXECUTIVE SUMMARY
Fish Philosophy is presented not only as a way to change the organization for the better, but the people in the organization’s lives
“We can't always control what happens to us, but we can always control how we react to it.”- Robert Urich
Typical Week 40 hours work (M-F 9-5) 56 hours sleep (recommended 8 hours) 72 hours personal time (doesn’t seem like it)
Why spend that time miserable?
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EXECUTIVE SUMMARY
Culture is influenced greatly by the leadership, but all employees contribute to the organizational culture
Leader should be conscious of the effect that their actions have on their employees at work and in their personal lives
Proposal focuses on how employees can implement the Fish Philosophy when they do not have strong leadership or leadership that is not cooperative with the Fish Philosophy
Fish Philosophy should be practiced inside and outside the office
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BACKGROUND
Civil Litigation, Bankruptcy, Real Estate and Personal Injury law firm
Founded 1939 Managing Senior Partner successful
bankruptcy attorney with no management experience
6 partners, 2 associates and 1 of counsel Office Manager- no power About 20 employees General feeling of the employees is that they
hate their job No system of evaluation
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BACKGROUND
Old, dingy and neglected building Most employees arrive late, leave early and
abuse smoke and lunch breaks No respect Ignore phones or let them ring until the call
drops or do not return voicemails Partners treat lower level employees as
replaceable Most employees are there only because they
need the paycheck; few are there because they like the specific attorney they work for
Yelling, name calling, cursing and general verbal abuse is common
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BACKGROUND
For the most part, the lower level employees get along
There is often play already, but it is punished by a few partners
Some partners do not mind and encourage it, but they are outnumbered by the partners who discourage it
If you are laughing you can’t be working Rules are not stable, there is no employee
handbook and different employees are treated differently
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PROJECT DETAIL
Since the culture issue stems from the leadership, the office manager needs to initiate the desire for Fish Philosophy training
Much like the book, begin with meetings to introduce the concept to the employees and describe how to choose your attitude It is impossible to move forward with the other
steps until all employees feel that they can choose their attitude
Since there is likely to be resistance from the negative partners, the Fish Philosophy should be presented as a way of life as opposed to office protocol
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PROJECT DETAIL
Currently the culture does not focus on the needs of the employees, so there is likely to be little encouragement to follow the Fish Philosophy because would entail the most effort from the senior leadership The office rules are in place to favor and support
the partners, not the lower level employees “Cheerleaders” should be named to help get
others excited about the choose your attitude ideas with visuals or other inspirational messages
Employees should be encouraged to decorate desks with colors, flowers and personal effects
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PROJECT DETAIL
Since the Fish Philosophy needs to be taught in an effort to change the entire culture of the organization an off-site retreat would be ideal
The retreat would have to be mandatory, as it is unlikely that employees who do not have loyalty towards the firm would voluntarily attend
Off-site retreats are favorable to on-site retreats Makes the retreat feel “special” and not like a
normal meeting People can get involved because there are not
normal distractions from work
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PROJECT DETAIL
Hire a facilitator Relationship between the partners and the office
manager is not good There are power struggles and open insults
There would not be much cooperation if office manager facilitated and she would have too much of a personal stake in the discussions
More respect for a hired facilitator who knows the Fish Philosophy well
Office manager would be responsible for planning the retreat, but would not have the responsibility of leading the retreat
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PLAY
Since the employees already typically play during work, the focus in this area would be for the leadership to understand why it is important
The employees could explain the benefits of play during work Productivity Happiness Loyalty Low turnover More willing to go the extra mile for work
Ideas for appropriate play in the office
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MAKE SOMEONE’S DAY AND BE PRESENT
Both of these aspects of the Fish Philosophy should be in people’s lives everyday
How can each employee make someone’s day in their position
How can they make each others’ day Can we tell if people aren’t being present
with us? How are you not present right now?
Reading emails when on the phone Letting the phone ring or not returning calls
How will being present enhance the relationship of co-workers, customers and friends?
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HAVE SOME FUN!
The message of the retreat is that the Fish Philosophy should be lived outside of the office
By making the Fish Philosophy part of their everyday practice, it will automatically trickle over into their work even without the leadership enforcing it
To bring home the idea of play, the retreat will end with a fun activity such as laser tag, charades or any other activity that breaks down roles so all employees are equals and can bond as friends, not as employee and employer
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RESOURCES
Available Since the firm is successful, they have money to
host a retreat There is also enough money to give the
“Cheerleaders” a budget to purchase visuals to decorate with
Needed An off-site space for the retreat A facilitator A copy of the Fish book for each employee Budget for office parties, employee outings, etc.
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EVALUATION Exit survey after the retreat to determine whether
the employees felt the retreat was effective Measurable action plans need to be created at the
retreat and followed through then evaluated individually
Accountability is key Partners cannot punish employees for play if they are
getting their work done Employees cannot use play as an excuse to not get their
work done Cheerleaders should continue to update visuals and
created an exciting atmosphere that encourages the Fish Philosophy
Follow-up meetings to discuss new ideas and evaluate old ones in between a yearly retreat