Zombies

This month's theme of "Make a Difference," reminds me of one of my favorite "bad movies" of all time: "Hysterical," [review] featuring the Hudson brothers. In this movie, a coastal town is haunted by the widow of an ancient sea captain named Captain Howdy.

The widow haunts an old lighthouse, and her spirit sweeps the town with a ghostly beacon from time to time. When the beacon shines on the unsuspecting people of the town, Captain Howdy appears, kills them, and turns them into zombies.

Once people turn into zombies, they continue doing their jobs on autopilot, become devoid of passion (or even basic emotion), and never say anything but, "What difference does it make?" Once zombified the town's people are, essentially, checked out.

Ever worked anywhere where people have no passion, do their jobs on autopilot, and keep saying that their actions make no difference?

If your job feels like a town full of zombies then the problem -- like in the movie -- may be that you live near a lighthouse possessed by destructive spirit of sorts.

What's in your lighthouse?

In a work environment, the organization's leadership (tone at the top) typically serves as the lighthouse, or "beacon" for the team. The difference between a destructive and a constructive beacon is palpable:

• Constructive beacons inspire us, help us understand why our work is important, and give us work that energizes us.
• Destructive beacons act like our very own Captain Howdy, kill our passion and turn us into zombies.

The trouble with zombies is that they typically aren't very self-aware, which makes it easy to keep working on autopilot for a very long time. In fact, one of the perils of becoming a zombie is that you not only lose passion for your job, you may also lose enough passion to even care that you hate your job.

You can recognize that you're in a town with a destructive beacon if you dread going to work, feel like you're on autopilot, and feel like the life is being sucked out of you with every tick of the clock while you're at work.

Constructive beacons

When it comes to lighthouses with constructive beacons, there are two simple guidelines: Seek one, and be one.

If you are a leader in an organization, strive to become a constructive beacon. Work to provide a consistent, uplifting, and engaging vision for your organization. Create a culture that invites innovation, passion, and teamwork toward that vision. Pay attention to your team, share your vision and passion with them, and find ways to encourage the things your team members to that get you closer to your vision.

If you're an individual contributor, move away from the beacons that bring you down and seek an organization that ignites your passion, feeds your sense of purpose, and engages your mind and soul.

What difference does it make? Well now, that's up to you, isn't it?

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About the author: Dwayne Melancon is the author of Genuine Curiosity, where he is always on the lookout for new things to learn. His favorite lines from the movie "Hysterical" are those of Franklin Ajaye, who works in the library.

Comments

[Joanna Young]

Dwayne - I haven't seen the movie (yet) but I have certainly worked in a world of zombies and the memory alone is enough to make me feel scared...

I can also remember the feeling of getting close to zombified myself, when I was so tired, so bombarded, so strung out that running on autopilot became a defence mechanism. And as you say that's precisely the point when you start saying 'what difference does it make' - and once you get there it's very hard to get back.

One other thought on finding the way back and lighting the way (which is possible, 'cos here I am!) - even the smallest beam of light can make the difference. Small things change the way that people feel - about their work, about each other, about themselves.

If the big picture looks overwhelming - look back down at the day to day, focus on what you can do there, keep the small flame burning.

Joanna

[dave]

Dwayne, superb analogy! Ironically, I just spoke yesterday to a former teammate who is working for the largest beacon of self destruction in the universe. You walk into this company, put on a breathing suit (cause the oxygen has been sucked out along with all life) and punch your mind out till five.

Over the last few years I would frequently talk to this person and it always surprised me that he lost his passion for hating such a despicable environment. I'm pretty sure I felt the same way myself there but never identified with this part till you mentioned it.

On a more personal note, my position now is more of a beacon than ever. It's not that easy to keep up an intense light. Your guidelines help to keep things in perspective. Thanks!!

[Greg Balanko-Dickson]

Dwayne, your post makes some great points. I think you may have missed a pretty important point.

Simply telling a leader to "Pay attention to your team, share your vision and passion with them, and find ways to encourage the things your team members to that get you closer to your vision." without taking the time to reflect on their own situation,. feelings, and issues is simplistic and I think naive.

If as you say leaders are destructive beacons then their problem is a very personal and internal issue(s).

Unless the "destructive beacon" works on themselves first, they will not have the genuine ability to follow through with congruent and cogent discussions with the team about his/her own vision and passion.

If you cannot find your own light how can you lead others to find their own?

Sorry, Dwayne I just do not get it.

[Dwayne Melancon]

Thanks for the thoughts everyone!

Greg, I left out the part about "figure out whether you're a destructive beacon" because that is not likely to happen without some external intervention (in my experience, any way). (In contrast, I find it's often possible for subordinates can recognize their own crummy situation.)

Instead, I focused things you can try to consciously do as a leader to increase your positive impact. You're always one decision away from a better situation, even if the improvement is small.

And, in some cases, you need to change your situation before you can find or become a beacon - a fresh start can be liberating.

On another note, I'd love it if you'd share some ideas on how leaders can find their own light. It sounds like you have some strong opinions on that, and such a post would be awesome to read.

[Greg Balanko-Dickson]

Dwayne, I will add that topic to my writing ideas list.

[David Zinger]

Dwayne,

An enlightening post at least until Captain Howdy comes into the picture. I guess we should not say "howdy" anymore as people show up for work.

You made a bad movie good, thanks.

Whoa, I got to go, there is some bright beacon that I see.

David

[Rosa Say]

Like Dave, I think this is a superb analogy Dwayne – what a magnificent example of how a lifelong learner joyfully yet thoughtfully squeezes his own learning out of something as unlikely a candidate as a B-rate movie!

Your points and the discussion which has ensued here is enough for a workplace aloha coach like me to build a whole month of posts on … don’t be surprised if this is resurrected on Managing with Aloha Coaching one day! I love the challenge of finding a new, after-life calling for Captain Howdy :)

Gotta get a copy of this movie. And Dwayne, you’re a great coach.

[Dwayne Melancon]

Thanks very much for the compliments, Rosa!

Now: as for the movie, be warned - There are some very funny scenes, and hilarious lines *but* this is a very "campy" movie (I think the director is the same guy that did the Airplane! movies). It's one of those movies that people either love or hate. My wife and I love it, in spite of what anyone else thinks!