This post is ultimately about business, but let’s start with children and sports.
It has been reported that 7 out of 10 children in the USA quit sports before they reach the age of 13. While getting kids involved in sports is relatively easy, keeping them engaged is a much bigger challenge. For many, the fun simply disappears.
About a decade ago an Associate Professor at George Washington University, conducted a study sponsored by the National Institutes of Health to understand what "fun" really means to children involved in youth soccer in the USA. The study found that fun is at the core of the sports experience. According to the research, fun comes from the activity itself—a sense of fulfillment that players get from competing with and for their teammates and coach.
As my children were growing up, and now with my grandchildren whenever they head to sports, dance, or other activities, I often say “Have fun!” When picking them up after school I also always ask them if they had fun at school that day. It’s interesting that I ask my adult children how things are at work, but never whether they had fun that day.
Reflecting on my own experience with competitive sports, I always believed why do something, especially voluntarily, if you’re not enjoying it? Having fun, of course, doesn’t eliminate the need to practice, face challenges, improve skills, or contribute to a team effort.
The study identified three top factors that make sports fun: 1) trying hard, 2) positive team dynamics, and 2) encouraging coaching. It also highlighted that children thrive on autonomy, not rigid rules, when it comes to sports. “Experiences perceived as "not fun" were often those that were overly controlling. In fact, nearly 84% of the 81 factors contributing to fun are rooted in fostering children’s autonomy, competence, and social connections to the sport.”
When thinking about the work environment, a clear parallel emerges. Individual and organizational success depends on hard work, creating collaborative and supportive teams, and receiving constructive feedback from supervisors. And in terms of fostering autonomy, a “command and control” style of management has long been out of favor.
Yet, during many performance reviews throughout my working career, I cannot recall anyone asking me if I was having fun. And entering the office in the morning no one said, “Let’s have some fun today!”
Maybe it's time to start doing just that.
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