Dog Park Rules
Many of you know my two passions are organizational innovation and dog rescue. They may look different, but they have much in common. In fact, today I'd like to mix the two by writing about some agreements from our local off-leash doggy playspace that help everybody have a productively good time.
As a consequence of bringing many dogs into our family's life, we often take our three dogs to the local off-leash canine recreation facility (aka the dog park) to spend time in the presence of 30-50 playful dogs of all shapes, sizes and temperaments. So, as a consequence, I get reliable opportunities to observe a unique situation: two companion species that are both group-oriented, coming together under a set of rules that are created and shared by all. This is actually unique to humans and dogs; no two species demonstrate this capacity and preference.
The only written rule comes from the city; "clean up your poop." Every other rule is an implicit or explicit agreement within the community of dog folks and dogs who routinely meet at the park. So here are a few of those rules, with a bigger-picture application added.
Approach new acquaintances with an inquiring and confident attitude. Dogs of all sizes usually stop, look and then run forward to greet another dog. Without human intervention, they quickly establish who is in charge and their comfort level. Minus open hostility, they assume positive intent.
I know that I could put fewer barriers in front of my professional and personal relationships if I immediately focused on how a new acquaintance would enrich my life rather than complicate it. How do you feel about and treat new colleagues?
Hold out your open hand to be greeted. Most of the stuff that hurts dogs comes from above, so they are typically afraid of a hand coming from above, even if it is a pet (sound familiar?). A better approach is to offer an open under-hand to be sniffed. Almost immediately, a new bond is created.
Metaphorically, this relates to our handshake and working to create a productive bonds. Perhaps we could do a bit more to assume (and recognize) positive intent. When I am asked to comment on some dysfunctional leadership situation, I routinely ask how the implicit/explicit system allowed it to happen.
Do not assume everybody is as friendly as you are. Even when offering your hand, look for signs of aggression or distrust. Sometimes past experience has effected how we view the present. Strive to create new experiences that are positive and demonstrate a great potential future, with both yourself and others. This begins with maintaining your own safety, so you can take measured risks. Nobody likes getting bitten by accident.
Ask for permission before you enter personal space. Every dog and every human has personal space requirements. For dogs, personal space can be millimeters for friends to yards for strangers. Same for humans.
In the workplace this can be as much about broaching personal topics as hanging out in someone's cube. Recent studies quoted in Smarter Faster Better by Charles Duhigg (2016) discussed how the primary engine for engagement is possessing a sense of control in some portion of your work, no matter how small. I believe this is one of the prime motivators of the kind of low level aggression we often see between co-workers. Open space offices, 24/7 connectibility, weekend workloads are all ways that our "my space" is being reduced. No wonder Apple named their social interaction site after our most basic need.
Every game can be played so that everyone can participate. One day, I observed three big puppies playing a very rough game of keep-away together with a (much) older dog watching. The older dog made a small soft bark as if to say "can I play too?" The other dogs immediately stopped, walked over to the old dog and began playing the same game, except at one-third speed!
Best in class organizations and leaders find ways to make sure all associates have a way to participate in the game. In organizations we call these stock options, profit sharing, employee recognition, engagement, transparency, on-boarding, networking and work/life balance. It also means making sure we measure what matters.
Everybody has to win sometimes to stay interested in the game. Unlike my Chesapeake Bay Retriever puppy, many dogs will quickly tire of a game if they continue to fail at it (Scout just runs until she drops). Many times I have noted dogs quickly giving up a captured prize so their play partner can participate.
For us human play partners (coworkers), we demonstrate this principle by sharing resources to create optimal enterprise outcomes. So, occasionally we need to "give oneto the team". In addition, this principle of shared success and public credit to others results in higher levels of support for you and engagement with your ideas on the part of coworkers.
Light growling to get others' attention is expected and rewarded. Dogs have a low, slow growl to indicate a boundary is being encroached or something is not quite right (squirrel in the front yard). They expect and trust it of each other. If we are attuned to their vocalizations, we humans can actually take advantage of their superior senses to get early warnings or to augment our own perceptions. Ever gone camping with your canine companion and they woke you up because of an animal in the area thatthey heard while you were both asleep?
In an organizational context, this may be appropriately raising questions and concerns in service to the enterprise. Remember Smarter Faster Better? The first study referenced was on United States Marines.
Even they engaged more when asked their opinion about completing missions. If it works for the Marines, it's good enough for me. Identifying thought leaders and central networkers, then getting their read on situations may be the best early warning system you will ever have. No skunks in the tent!
Big dogs are expected to be gentle, little dogs are expected to act tough. At the park, differing size dogs often play together with wild abandon. The goal, of course, is everybody have fun while nobody gets hurt. Sometimes the big dogs don't appreciate their size; bowling over little ones or failing to stop. It's usually pretty comical, with an occasional yelp. We all try to keep things under control, both dogs and people. Usually the dogs are better at keeping order than the people. The humans just yell, while the dogs maneuver apart and catch a breath. Our dog Shiva was a large Chessie/Lab mix. She was a three-time rescue (we were her third home) and was as tough as nails. She also was the loving Alpha of the dog park who was renowned for stepping in the middle of dog fights to quiet the melee. Everybody played nice in her park.
So, you are a big dog, or want to be one some day, right?. Everybody knows you're the boss or on the way up. So, be selective about when you remind us through force how powerful you are and who you know (or think you know). Use words like "please", "thank you", "help", "great work", "credit goes to" and "we". The best use of your positional power is to help conflicting parties find common ground. Done right, your ambition can combine with your use of soft power to build support and inclusion. Ultimately this will become the model for those who follow after you.
And don't forget...
Pick up your poop.
Orginally published here.
