Growing up, my ol’ man had a nickname for everyone. I don’t know if it was because he couldn’t remember anyone’s name or because he thought it was funny. Whatever the reason, if you knew him (and he liked you) you got assigned a name. At his work there was a Flopjaw, Leo, Goliath, and a myriad of others. His naming wasn’t just relegated to work; each of us kids had a name as well. My brothers were Buck, Beanhead, Doodle, and my sister was “Sis” (okay, not that imaginative but it was still a nickname). Either through nature or nurture, this “gift” for naming people was passed on to me. Regardless of where I worked or the position I held, I’ve named my co-workers. Never derogatory - but a positive reflection of the traits they radiated during their daily interaction with me. It made no difference if I was working with Sparky, Sprocket, or Sparkle, the result of my nicknaming was nearly always positive. Here’s what it could do for you if you’re willing to take the risk.

Force Reflection

If you are to come up with a really accurate, positive nickname for a co-worker, it takes time and reflection. You MUST take the time to really watch, learn, and get to know this person. This is never a bad thing - especially when you are focusing in on the good. We spend hours, days, and, yes, sometimes years focusing in on the things that irritate us about others. Taking some time to focus in on the good can help us change our perceptions of that person and, in turn, appreciate them on a different level. If we change our perceptions, we can change our world!

Brake Barriers

Once I would finalize a name (and, yes, it would sometimes take a few revisions to get it just right), I would start easing the person into their new name. Undoubtedly, the question would always arise, “Why are you calling me that?” This question would give me the perfect opportunity to ease into his or her positive traits. For instance, when working with Sprocket (who could be negative at times), I explained to her that she was named such because “You make things go!” When I would call her Sprocket she would smile and I could see her spirit lift a bit. But here’s the key: A nickname has to be positive and if the person doesn’t like the name it can’t be used.

Build Community

In a formal organization, we are quick to figure out who fits where and who does what. Once we have this down, we then start to know people as what they do versus who they are. Add some cubicles and email and you’ve got a nice, sterile environment where teamwork, productivity, and creativity wane. Nicknames add personality and are personable. They are a huge florescent splash of color on a flat white wall. When we know each other by more than title and/or job but as people, there’s no limit to where we can go as an organization.

Do not feel as if this burden lies solely on you. Bring your team into the mix and ask them to help. Here are some possibilities for brainstorming at your next meeting to help each other come up with positive nicknames:

• Rap Names
• Disney Characters
• Greek Gods
• Western Icons
• Famous Explorers

The possibilities are endless and the reward great when we work to know those around us, break barriers and build community. Those are the organizations people want to be a part of - where they can flourish and progress is made! Oh, and my nicknames? I’ve been Chipper the Skipper, Golden Boy, The Professor, Pookey Bear, and one of the Wonder Twins. But the best is the one that came from the master himself, my father, who just refers to me as “The Wiener.”

The stench of sweat, mothballs and fear permeated the room as the timer went off and the instructor said, “Go!” It was our final locker inspection for my graduation from boot camp and we all needed to pass in order to move on to the next “adventure.” 80 sweaty, stinky, and desperate men sped to get all the items from their locker folded and stowed within millimeters of what had been given to us as the standard. Through the cloud of anxiety, flurry of dripping sweat, and flying clothes, my Company Commander looked over and said, “LUTZ!? What are you doing!?” Yes, it looked crazy, but from the (what seemed like) thousands of items that needed to be put away, I had taken my skivvies (underwear) and placed them on the top of my head like a hat to keep them out of the way until I was ready to stow them. I replied sheepishly, “Sir, it keeps them out of the way!” He cocked his head, looked at me confused and then said, “Okay, if it works, DO IT!” At that moment, I looked around and saw 80% of my teammates throwing their “tighty whities” on their head in an effort to achieve the goal. We, as a team, passed our inspection and moved to the next challenges that were put before us. Our leader knew that achievement came from empowerment, not exact direction. Certainly, he had trained us, given the method, and told us the end result but he knew that the journey had to be ours to take and ours to own. Moving your team from despair to dreams can be easier than you might think.

Step One: Show Them Most adults learn best through active participation–show them how to do what needs to be done. Model the behavior and attitude you want others to display. Live the values that embody who you are. These are the things that are needed to lay the ground work for success. All too often we, as leaders, assume that because we know something, our team members also know. Showing bridges the gap between what we think and what really is. It eases the stress of the unknown and ensures that each team member is on the same page from the very beginning. Showing is different from exact direction. Showing is coaching; showing is mentoring; showing is being a part of what is going on and signifies an investment in your people and the process.

Step Two: Tell Them As you show them, tell them what it means. What is the expectation? What is the standard? How is it going to look, feel, and be like when we “get there?” Clearly communicate the value of what is being done and how each person factors into the end result. We, as leaders, need to turn the radio dial to WIIFM (What’s In It For Me) and let our team know how what is being done benefits them. We also need to address the “why.” One of my favorite quotes is, “The person that knows how to do a job will always be employed but the person that knows why will always be his boss.” We should tell the “why” so that we are developing those around us to someday take the reins. Be clear, be concise, and tell them!

Step Three: Watch Them Once you have shown them the way and clearly explained the expectation, step back and watch your team come up with new ways to get there. If they start veering off course, give them a little latitude to explore new possibilities and then, if it seems like it’s not going to work, go back to steps one and two to get everyone back on track. Watch them spread their wings as they soar to new possibilities! Watch your team develop personally and professionally as you, gently, guide the way. Watch out! You will be amazed at the places you will go!

No matter where you are at in this process, don’t forget to have fun! You set the pace! If you want to foster a climate of increased creativity, innovation, and teamwork, the responsibility lies with the person in charge. Through active participation, communication, and empowering people to take control, you will create a climate that is high in confidence, resilience, and team satisfaction! So, get out there! Get your team wearing their underwear on their heads!

Whenever I teach a class or give a presentation on teamwork, I always give the old adage of “There’s no ‘I’ or ‘U’ in the word TEAM.” Just like clockwork, as if drawn by the laws of physics, someone will shout out, “Yah, but there is a ‘ME’!” I then enthusiastically reply, “YES!” My astute audience member is right, the word “ME” can be found in the word “TEAM” and that is exactly what leaders should be working to do - finding the “ME” in their own teams. Encouraging the “ME” is recognizing the individual effort and contribution that bring diversity and depth to any team endeavor. Every team member brings a unique set of talents, skill, and abilities to the group. If leaders want their teams to really succeed, they need to encourage that uniqueness and remember: “It’s all about the “ME!” Here are some easy ways to encourage the “ME” and catapult your team to the next level:

Serve “ME”

To bring out the “ME” it’s imperative that leaders create an atmosphere of trust and cooperation from serving the team. Team members should know that you are with them every step of the way because of your actions, not your words. If we want the creative lightening that comes from the “ME” of team members, leaders need to show their own. Revealing your own “ME” as a leader models the way for others and demonstrates authenticity. Although letting your inhibitions go and revealing your true “ME” may seem risky, it’s the only way to serve.

Embrace “ME”

It’s not enough to accept diversity; leaders have to embrace diversity. Welcome it with open arms, hug it, squeeze it, and never let it go. We should embrace all facets of diversity - not only the diversity we see, but also (and equally important) the diversity of new thoughts and new ideas. That is at the heart of encouraging the “ME.” Bring those “nay-sayers” to the team; bring the resisters; bring them all - they all have something to contribute. The greater the diversity of the team, the greater the depth of thought and action. Go deep and wide with diversity!

Rewarding “ME”

As important as it is to reward the team as a whole for great work, it’s even more important to acknowledge those who really put all of their “ME” into the effort. It is important to note that there is a delicate balance to maintain in this effort. A leader has to know who has done what, when they did it, how it contributed to the whole and, ABOVE ALL ELSE, not leave any “ME’s” out. This is why we “Serve” the team first. As leaders, we know because we are there. It gives us the depth we need to be specific and authentic in our praise. If you want to see it again, you have to reward it!

The “ME” in team is about investment - leaders and team members investing themselves into the project, process and each other. The job can get done with out it, but it lacks the luster it could have if all put in their “ME’s.” It’s very much like the difference between eating packaged cookies vs. home made. Packaged are good and can get the job done in satisfying a craving but home made have that extra, lip-smacking goodness that keeps people coming back for more. The latter is made with an investment of the individual, sharing their special talents. It was made with “ME.” Invest in your team today and remember, it’s all about “ME!”