Why every leader should take an improv class

Have you? If that’s a no, put it on your development list, right near the top. 

And if you have, you know what I’m talking about. 

In this crazy world of change, no one teaches better, trains better or helps us deal like an improv class. 

The performers who make stuff up on TV and theatres the world over, moved things online during the pandemic, and they adapted nicely! 

Here are five reasons why taking improv has got to be on your list for either an in-person class or an online one. Or a bit of both! 

1. You’re constantly thinking on your feet 
2. Communication is essential 
3. Your nerves get tested
4. You fail a lot (I think this one, this one is what makes us more willing to experiment, try and have a go)
5. Growth becomes a mindset. 

Read more in this article in Inc. Magazine by Jason Hennessey 

And then sign up at your local improv troupe, group or club. 

In Melbourne, that’s the wonderful Impro Melbourne and a big shout out to the wonderful people, teachers, performers and players like
Jason Geary
Patti Stiles 
Lliam Amor
Rik Brown 
Katherine Weaver 
Jenny Lovell 

In Perth, check out Glenn Hall !

Improv is where the great lessons, techniques and mantras like ‘yes and’ come from! 

There’s plenty more to be had. As soon as you can, do it. Ready?

Connecting with no watercooler

Many people grieve the spontaneous and serendipitous connections at the watercooler. 

Lots of moments have been lost with remote work: 
interactions in the kitchen, collecting documents from the printer, walking to and from (and in) the bathroom, riding the elevator, walking to the station or car park, strolling to the cafe, walking between meetings...

So many incidental interactions and happy collisions (or avoidance 🥸) that were happening, and now aren’t. 

Alex Howland, Ph.D. suggests 4 ways to spark watercooler moments in Forbes:
1 camera off and avatar on
2 channels for non-work conversations
3 cross functional digital events
4 creative virtual worlds. 


🎯 AND these techniques work well with teams I’ve been working with:
- drop in zoom for coffee or chat, anytime
- shorts: 12 minute check ins and catch ups
- play time: virtual casual play time, reminiscent of school days, no work only play
- commute pairs: hang out with 1 other person as you begin your work, to chat, connect and share 
- cowork: mics off and cameras on for calm companionship. 

Experiments are useful. What will you try? 

It’s the creative challenge of the changing times we’re in. 

Is it for information only

The difference between being invited for consultation and information are so, so different. 

Yet they’re often substituted. 

🔅‘Please comment on this change’ is different to ‘this change is happening’. 

🔅‘What do you think of this proposed process’ is different to ‘things will change on the 8th of the month’. 

🔅’What’s your advice on this idea’ is different to ‘here’s how things are going to be’. 

Check if it’s really consultation or just information. 

Don’t invite people to a forum if there’s no discussion, input, invitation or conversation. 

That’s information. 

If it’s all PowerPoint and the same heads talking ... that’s information, not consultation. 

Sadly, many people are so ready to give their ideas and suggestions, but there’s no room. time or space for it. 

The newer world of work makes many more opportunities available for co-creation, consultation and collaboration ... not just communication. 

It’s acknowledging that people have plenty clever, creativity and ingenuity to share ... to help solve tricky problems, deliver greater value and make faster change. 

That’s richer than ‘for your information’. 

What can you turn from information into consultation? 

What’s new in your change toolkit

Change is almost always a complex, gnarly process with many moving parts... and people.

Resistance is common.
Misunderstandings frequent.

We’re change fatigued, weary (and wary) of more change to things at work.

And preaching 'change is a constant' doesn't get people into it any quicker or easier. 

It’s hard to engage and inspire people on why it's happening and what their role is.

Many change messages don't cut through the overload and overwhelm people are struggling with, particularly when remote and online. 

Conflict, debate and tension escalates, creating problems beyond the change program.

Your toolkit of change becomes vital. 

How do we do things differently to get the results needed? 

Channel your efforts to:
▪️ ENGAGE 
▪️ LEAD &
▪️ IMPACT. 

Focusing here helps cut through the complex nature of change. It gives the change team 3 elements, a mantra for strong, clear and decisive activity. 

Engage. 
Lead. 
Impact. 

6 ways we’re overloaded

We know what overloads and overwhelms us: information, overwork, deadlines, social issues, politics, uncertainty. 

While we need to keep a handle on managing our own overload, it’s important to consider others and how we might be overloading them...accidentally or unknowingly.  

Here’s how we overload:
1. Meetings are too long
2. Focusing on the work for too long
3. One person speaking for too long. 

These are about the pressure and expectation we have of ATTENTION. There’s no break and pressure piles up with no relief or release. 


And then there’s:
4. Rambling, unstructured information 
5. Too much context or background 
6. Lengthy presentation packs. 

These are about the quantity and types of INFORMATION. We expect we can keep processing, analyzing, digesting and synthesizing information... endlessly. 

All 6 of these overloads are “too much”: too much unreleased pressure and too much wrestling with information. 

Combined, they lead to the reduced engagement, slowed progress and increased confusion of overload. And exhaustion. 

Take each in turn and use it as a kind of gate, filter or checklist. 

We can’t expect others to ‘just deal with’ what we haven’t considered, constrained or refined.