I know this is supposed to be an editorial piecem but once you read the piece below, you'll agree that it doesn't need to be bookmarked by commentary. It speaks for itself.

From Michael Wagner's Own Your Brand blog:

Several scientists were studying a group of monkeys. It’s always the monkeys who get the attention.

In a large room the scientists had hung a climbing rope with a bunch of bananas at the top. When the monkeys were brought in, it was only a short time before one of them figured out that a short climb up the rope produced a great reward: a banana. However, when any of the other monkeys tried to follow his lead, they were sprayed with water. The first monkey up the rope was always allowed to climb to the reward, but others were always hosed down each time they tried to do the same.

Eventually, when the rope-climbing monkey would make a move to go for another banana, the others in the group would physically prevent him from climbing. Eventually he learned not to climb the rope.

The scientists then removed that “special monkey” and put a new one in the room. The moment the “new recruit” made a move for the rope, the other monkeys would beat him up. After several attempts, and several beatings, he too learned not to climb the rope.

New monkeys were periodically introduced into the group and each time the other monkeys made certain no one climbed the rope and got a banana.

Recently a friend told me he had left what appeared to be a super job with lots of potential, to be a night manager for Wal*Mart. He agreed the money and hours were better working for a giant in the financial service industry, but he was tired of getting beat up by his fellow employees every time he tried to get things done.

“Say what you want about Wal*Mart,” he affirmed, “but they expect you to perform and don’t stand in your way. I couldn’t handle the stress of being told to produce and being beaten up every time I tried.”

That’s what you get in some organizations when you reach for the banana – beaten up by the other monkeys!

I see businesses pursuing re-imagined brands and hitting their head on this reality all the time. New brand-critical standards arise as they discover and attempt to deliver on their brand difference. Frequently it’s been a long time since their team has had to welcome new definitions of success and new performers into their midst. It can get ugly at times; with those who want to live the new brand getting chased away.

Don’t let it happen!

The first requirement for creating a healthy re-imagined brand is a high demand on performance within the organization… regardless of what the other monkeys think. This is why brand ownership initiatives call for higher levels of leadership, if they are to succeed. We find commitment to growing a strong brand uncovers under-performing cultures that need to have their cage rattled. Otherwise you chase off the very people you need.

Banana, anyone?

Genius.

Have a great Wednesday, everyone.

BrandXPress recently published a piece that addressed the issue of employee engagement's role in the success of businesses. I could paraphrase, but the post is sort and well-written as it is, so here it is in its full glory:

A recent study by Standard Life shows that the employees the felt part of the business and understood its goals were willing and able to contribute their best to achieving those goals. Your internal communications plan and branding is a huge step toward employee engagement and here is a list of eight things to do about it:

1.Cultivate a culture that reinforces your Brand Contract and encourage employees to “live the brand”
2. Measure the effectiveness of your internal branding strategy to maximize the ROI on your internal branding initiatives
3.Insist that senior management models brand-focused behavior and cultural values
4. Set communication alignment goals (are you even measuring the effectiveness of your internal communications?)
5. Make positive examples of employee behavior that represents your values, mission, brand and business strategy
6. Reward employees for demonstrating their commitment to your brand contract and values
6. Show daily how commitment to mission and values is the touchstone that drives your decisions
7. Harness the entire creativity of every employee in bringing the brand to life
8. Involve all departments in branding, not just marketing – HR, operations, customer support, development, finance, and more.

I have no idea what #2 is about, but the other seven make a whole lot of sense.

(Okay... that's not true. I know what #2 is about... but I can't stand business-speak so I completely tuned it out.)

I particularly love #7 and #8:

"Harness the entire creativity of every employee in bringing the brand to life, and involve all departments in branding, not just marketing – HR, operations, customer support, development, finance, and more."

Wow. And yes. I've seen this in action, and it is absolutely magical. This isn't to say that every employee is creative or has something revolutionary to offer, but... well... wait a minute... Why not?

I guess it all depends on whom you are hiring, why you are hiring them, and how you are recruiting them to begin with.

Some of the questions you have to ask yourself is this: Are you hiring people who really click with you and your staff? Are you hiring people who were born to work for you? (Really.) Are you hiring people who embody your brand (or who at can at least rock it for you every day)? Are you hiring enthusiastic people? Brand embassadors? Creative problem-solvers? Project commandos?

If not, why not? I mean... really. Why not?

Is it that you can't find peoplelike this? (If so, you aren't looking very hard, because I run into two or three of them every week.) Is it that your HR/Recruiters can't find them? (Are they throwing safe choices at you instead of finding edgier candidates?) Or is it that you just choose to hire conservatively?

It's a question you really need to ask yourself... and answer truthfully.

Employee engagement is at the core of your business' success, and it starts with HR. It really does. Marketing and Sales might seem more important, but trust meon this: Get more involved with recruiting. At every level. Your employees are your most valuable investment. Don't lose sight of that.

Have a great Wednesday, everyone. :)