Page 134 - Make Work Great

Growing Your Crystal

nor enjoyment; instead, it fi lls the workplace with pubescent antics
and personal dramas.
As you begin to build your funnel model (see Figure 5.3), beware of
the difference between selectivity and exclusivity. Be ruthlessly selec-
tive in spending your time and energy on those who will be interested
in your new patterns and able to notice your example and make use of
it. At the same time, be widely inclusive in who you consider. Don’t go
looking for yes-men, social climbers, or those who calm your doubts
through their words or actions. Instead, seek anyone who is capable,
competent, and ready to learn. In doing so, you’ll be building a crystal
that is stable, diverse, and sustainable over the long term.

EXERCISES

1. In your role-modeling so far, who around you has been par-
ticularly receptive to your new patterns of behavior at work?
Are any of these people candidates for addition to your cultural
crystal? How many candidates do you have at this point?

2. Consider the funnel model in Figure 5.3. Are you ready to work
a bit harder with one or two more individuals as additions in
progress? Think carefully about how many you can handle at
one time and remember your limit. Be careful not to overload
yourself: it’s far better to succeed on a small scale than to fl oun-
der on a grand one.

3. If you have identifi ed a second person as a potential addition in
progress, review the guidelines in Chapter 4 that correspond to
your relationship with that person (employee, manager, or peer).
Make a plan for the fi rst thing you’ll do to engage with your
second addition in progress.

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