Strategy #24: Foster a support group environment

I do a lot with support groups, and one thing I’ve noticed is that nobody ever leaves a support group meeting in a worse frame of mind then when they arrived. They always leave with a bit more hope and inspiration, and perhaps with a new idea and a new friend, or both.

What if the same thing was true in the workplace? What if, upon leaving at the end of their workday, people were more energized and more enthused than they were when they arrived in the morning?

There’s a real paradox involved here, isn’t there? People who are in a support group, by definition, have something serious to complain about (cancer, bereavement, addiction, whatever). And yet, in these meetings you rarely hear people complain; rather, they tell stories, they share ideas, and they encourage each other. You’ll hear more complaining in the company cafeteria than you will in a cancer support group meeting!!!

Now clearly, by definition the workplace is a place where work is to be done. Its primary function cannot be to “support” the people who work there through all of the trials and tribulations of life. It is, however, in your best interest as a leader to do whatever you can to help your people feel supported.

So here’s a question: what could you possibly do to help people go home with more energy and more joy at the end of the day?  Before you reach the end of this special report, you’ll read about two of my favorites: root beer float parties and personal-finance support groups.

“Remember, if you have a problem, it’s your problem. Solve it. Don’t blame other people. Don’t burden people with your complaints. Ninety percent of the people you meet don’t care about your troubles. The other 10 percent are glad you have them.”

Lou Holtz: Winning Every Day

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