Aligning with Eddie
Have you ever found yourself at the crossroads of another organizational transformation, feeling both the thrill and the weight of impending change? Throughout my career, rallying diverse teams toward a common goal has become a familiar theme. Change is daunting — people naturally resist the unfamiliar and cling to the known. Yet, as we all know, change is the only constant in life.
In smaller teams, fostering personal connections and sharing visions and dreams around the lunch table is easier. However, maintaining this intimacy and alignment becomes increasingly challenging as organizations grow. Values and strategies can become mere decorations —beautifully crafted but ultimately dormant. My entry as the Chief of Staff for a 3,000-person R&D organization plunged me deep into such a challenge, marking the beginning of our story with Eddie, a simple stuffed lion.
The Cost of Siloed Teams
Upon joining the R&D team, I encountered a pervasive challenge many large organizations face: profound misalignment across teams and functions. This was not just about gaps between individuals, but about extensive silos that stifled communication and choked innovation. Each team, although well-intentioned, seemed to march to the beat of a different drum.
I dedicated myself to strategic initiatives—optimizing operations, refining meetings, and crafting new workflows. Despite these efforts, a persistent dissonance fueled by misaligned goals and a lack of trust continued to undermine our progress.
The Turning Point
Sometimes, it's the smallest sparks that ignite the most significant transformations. We had organized a corporate retreat with a clear objective: to draw team members out of their day-to-day silos and foster a genuine connection across various functions. Despite sharing personal stories and insights, it still didn’t feel like a team.
I had brought along Eddie, my nephew’s stuffed lion, whose simple purpose was to snap some fun photos to send back for his school project. Yet, something unexpected happened that shifted everything. When I noticed two of our executives enthusiastically requesting photos with Eddie, it became clear that we had stumbled upon something that might just break down the barriers.
His presence bridged the emotional and operational gaps that had long segmented our teams. What began merely as a way to bring a smile through a child's toy became the glue that bonded different team members. This shift was pivotal—Eddie's impact went beyond lightening the mood; he helped us visualize how personal connection and shared lighter moments could catalyze professional unity and collaboration.
The Legacy of Eddie
Recognizing the impact Eddie had on our team, we launched the "Align with Eddie" initiative, aimed at breaking down the persistent silos between R&D and other functions such as sales, support, marketing, and operations. Eddie even inspired his own song—a light-hearted tune that allowed the stress and rigid professionalism of our daily routines to melt away, if only momentarily.
Initially our mascot for the R&D team, Eddie's influence quickly expanded, making him a rallying point for the entire organization. His presence transcended departmental boundaries, becoming a symbol of our ongoing commitment to our core values. Eventually, Eddie found a place on the desk of Meg Whitman, our CEO. There, he represented the purpose, vision, and values that resonated across all teams. He helped break down barriers to deepen engagement and provided a common platform to prioritize and execute our strategies with a precision that was as much emotional as it was operational. Eddie became more than just a mascot; he became the emotional bond that connected everyone in the organization.
Eddie's Lasting Effect on E Equals Why
Reflecting on Eddie’s enduring legacy, it’s clear that symbols and shared stories do more than just fill spaces—they shape cultures. Effective leadership extends beyond issuing directives; it’s about forging deep connections and empowering teams to advance together. Eddie’s story illustrates how unity and emotional engagement can profoundly transform an organization's spirit and output.
The insights gained from Eddie were transformative and are the bedrock of my approach to change and leadership at E Equals Why. They underpin the E3 Leadership Code—Express + Engage + Execute, powered by the Emotional Qualities I developed. This framework is designed not just for achieving repeatable success but for connecting deeply with the hearts of those we work with.
At E Equals Why, we encourage every client to embrace a unique rallying cry, whether it’s a mascot like Eddie or another unifying symbol. While it might seem quirky, this element of whimsy adds a personal and enjoyable quality to the work. More importantly, we advocate for a continuous approach to team building and leadership development, rather than a one-and-done method. Without ongoing commitment and consistent effort, even the most transformative symbols like Eddie could fade into mere memories.
Additionally, this journey has underscored the critical importance of team coaching over solely focusing on executive coaching. While individual coaching is valuable, it often overlooks the broader, more impactful benefits of collective development. By prioritizing team coaching, we tap into the collective potential, achieving results that far exceed the sum of individual efforts.
As I sit here smiling at Eddie, strategically positioned on my desk, I am constantly reminded of this experience. It reinforces my belief that true leadership involves aligning not just strategies but also hearts and minds. Eddie's legacy is a powerful reminder that in times of change, the most effective way to lead is together.
