Tuesday, December 31, 2024

Top 10 Leadership Reverie blog posts from 2024

As we approach the end of another year, I wanted to share the top ten Leadership Reverie blog posts for 2024, as well as the top ten blog posts of all-time (at least as of today).

Here are the Top Ten Leadership Reverie Top Ten blog posts for calendar year 2024:



3.  Nurses are first...again! (January 20, 2024)

4.  The Last Toast (May 3, 2024)

5.  Turning to the dark side... (February 5, 2024)

6.  Horrible Bosses (January 30, 2024)



9.  "Handle Hard Better" (March 24, 2024)



Here are the All-time Top Ten Leadership Reverie blog posts, as of today:


2.  "What you permit, you promote..." (February 15, 2021)



5.  "Vontae Mack No Matter What" (July 22, 2020)

6.  Two sisters and an orange (February 27, 2019)

7.  "The legs feed the wolf..." (September 13, 2017)

8.  First blog post! (January 2, 2016)


10. Napoleon's Corporal (October 22, 2017)

Friday, December 27, 2024

Black Monday is coming soon...

We've hit that point in the year when the days are starting to get longer again!  The College Football Play-offs are in full swing and finished the inaugural first round weekend.  The NFL season is getting really interesting, as the play-off race starts to get tight.  And, more than a few NFL head coaches are likely preparing to coach their final games of their tenures - that's right, NFL's Black Monday is just around the corner!  So far this season, the Chicago Bears, the New York Jets, and the New Orleans Saints have fired their head coaches and have started searching for their next one.  There will undoubtedly be more on that infamous Monday morning after the last NFL regular season weekend!

What's interesting this year is that legendary coach Bill Belichick (see my post "All Things Must Pass" and "All Things Must Pass II" for more on his career) passed up a potential opportunity to go back to the NFL and try to break Don Shula's all-time coaching wins record (328 regular season wins) and accepted a job as the University of North Carolina's new head football coach.  I'm not sure whether there were any teams seriously considering hiring Belichick, who needs 26 more NFL wins to tie Shula's regular season wins record.  I heard that age was at least one potential reason - Belichick is 72 years old and most NFL teams want a coach with a longer tenure than perhaps Belichick would be able to provide.  What's remarkable is that the average tenure of an NFL coach is just about 3 years!  With that in mind, Belichick would have been 75 years old at the end of a typical NFL head coaching tenure.  He would still likely have been the oldest active head football coach, but it still would have been reasonable in my opinion.

Business school professor and author (and New England Patriots fan) Michael Roberto recently posted about Belichick's successor at the New England Patriots, Jerod Mayo (see "Selecting a Leader: Lessons from the Patriots' Jerod Mayo Experiment").  Mayo's team has only won 3 games this season, at least so far, and there is at least some speculation that he may be one of the coaches looking for a new job come Black Monday 2025.  Firing a coach after just one season would be fairly unprecedented, but Roberto provides some compelling statistics.  First, Mayo was hired with only 5 years of coaching experience (most NFL head coaches have close to 20 years coaching experience at the college and professional level).  Second, Mayo had only worked as a coach under Bill Belichick.  Most NFL head football coaches have worked under several different head coaches, suggesting that a diversity of experience and exposure to a number of different coaching philosophies is important.  What's also important here is that many of Belichick's assistants have not been successful as head coaches (see Roberto's 2022 blog post "When Hiring Leaders from the Outside Fails").  Finally, Roberto suggested that the so-called "Curse of Expertise" (also known as the "Curse of Knowledge") may be playing a role here as well (see his 2021 post "Super Bowl Coaches, The Curse of Expertise, and The Importance of Perspective Taking" and my 2021 post "The curse of expertise" and my 2024 post "See one, Do one, Teach one" for more).  The thinking here is that star players rarely, if ever, go on to succeed as head coaches.  As Roberto writes, "Experts sometimes have a difficult time teaching much less experienced and accomplished people.  Why? They forget what's it like to be in the novice's shoes."

Professor Roberto makes some great points about the challenges that NFL owners and general managers will face when considering who to hire as their next head coach, but more importantly he argues that organizations outside of sports face similar challenges!  For example, according to recent research by the Harvard Law School Forum on Corporate Governance, the median CEO tenure for S&P 500 companies is 4.8 years, which is a 20% decreased from 2013-2022.  Given all of the challenges in leadership today (see my post "Welcome to the age of chaos..."), I suspect that most corporate boards will be risk-averse and look to hire individuals with a proven track record.  But experience is certainly not the only factor that they should consider.  Boards also prioritize strong leadership skills, ethical conduct, excellent communication skills, the ability to build relationships with key stakeholders, and the capacity to adapt to changing market conditions.  Regardless, as Roberto writes, "Learning on the job is difficult for any leader, but particularly for those who don't have a reservoir of relevant experiences upon which they can draw in challenging situations."  Particularly in today's turbulent climate, finding leaders with at least some experience with crisis leadership would seem to be crucial.

NFL's Black Monday is always entertaining and usually educational for me.  It will be interesting to watch how Jerod Mayo's career turns out.  I wish him well.  I also think that it will be interesting to see what happens with leadership transitions and trends in the world outside sports.

Wednesday, December 25, 2024

Santa Claus the Leadership Icon?

I came across a great blog post by Jathan Janove called, "5 Powerful Leadership Lessons from Santa Claus" that I thought was worth sharing, particularly for those who are celebrating Christmas today.  The post begins with a question, "Can Santa Claus be the most underrated leader in history?"  When we think about great leaders throughout history, Santa Claus probably doesn't come up for discussion.  However, Janove makes a great argument and suggests, "Santa Claus is a highly charismatic leader, respected by many, and manages a team of top performers of elves and reindeers. He provides excellent customer service and always gets the job done year after year on a strict schedule — which is everything to thrive for as a leader."

Here are some of the things that make Santa Claus (and anyone else, for that matter) an outstanding leader:

1. He has a clear vision.  

Having a clear vision of what they want to accomplish as a leader is one of the most important, and one of the most frequently talked about, aspects of leadership.  Santa wants to share hope, joy, and cheer.  Beyond having a clear vision though, great leaders are able to communicate their vision and inspire others to follow that vision to success.  No matter what is happening around the world, Santa Claus inspires millions of people around the world with the spirit of Christmas.

2. He sets clear boundaries and expectations.  

I often talk about the High Reliability Organization concept of "Deference to Expertise".  Rather than giving their teams a detailed set of instructions or "playbook" that covers every possible scenario, great leaders set clear boundaries or "guardrails" along with their expectations of what the teams should try to achieve.  While Santa Claus is a happy, jolly elf, he also has certain expectations for what is acceptable behavior for all the children around the world.  He expects people to make good choices and rewards them for doing so.  However, I don't think that I have ever seen a list of what Santa Claus considers to be behaviors that will place you on his "Naughty List" versus his "Nice List".  Instead, he provides a framework of what is good behavior versus what constitutes bad behavior, then he leaves it to the children to behave properly.

3. He builds a solid, high-performing team.

I can't think of a more efficiently run organization than Santa's Toy Shop at the North Pole.  Just imagine what they accomplish - delivery of toys to all of the boys and girls around the world on Christmas Eve night!  Santa knows that he can't accomplish this by himself, even with Mrs. Claus helping.  He built a team of expert elves to make the toys, wrap the toys, and then help him deliver the toys.  Santa is a great leader, but he knows that behind every great leader is a great follower.

4. He is caring and responsive.

Every December, children all around the world write Santa a letter telling him how good they've been over the last several months.  They also ask Santa to bring them toys on Christmas morning.  Santa reads each and every letter, and he "makes his list and checks it twice" to make sure that the children were good that year.  Great leaders are great listeners.  They lead with kindness and empathy.  And they take care of their teams.

5. He embraces those who are different.

I don't know about you, but I've never been able to tell Dasher, Dancer, Prancer, Vixen, Comet, Cupid, Donder, and Blitzen apart from one another.  But I definitely can tell which reindeer is Rudolph!  Santa knew that he needed a diverse team to help pull his sleigh on Christmas Eve night.  He knew that each one of the members of his team had their own role to play, even Rudolph and his red nose.  Santa gave Rudolph a chance, even though he was different from "all of the other reindeer" who "used to laugh and call him names."  And did Rudolph ever deliver!  Great leaders recognize that there is strength in diversity, and they embrace those who are different than the rest. They help each member of the team play to his or her strengths so that the organization achieves its goals.

For all of these reasons and more, Santa Claus is a great leader!  And I heard him exclaim 'ere he drove out of sight, "Merry Christmas to all, and to all, a good night!"


Monday, December 23, 2024

Are You Happy?

I don't often read books that are found in the "self-help" section of the library or bookstore.  However, after a conversation with my wife about a podcast that she had listened to by the author and "Happiness" researcher Arthur C.Brooks (I've posted about him once in the past, see "The mathematics of happiness"), I checked out his most recent book, Build the Life You Want: The Art and Science of Getting Happier, that he co-authored with Oprah Winfrey.  Apparently it's a book that needs to be read widely!  According to research cited by Brooks and Winfrey in their Introduction, the percentage of Americans saying that they are "not too happy" increased from 10% to 24% in the past decade, while the percentage of Americans saying that they are "very happy" has decreased from 36% to 19% during the same time period.  There is no question that the COVID-19 pandemic had an adverse impact on our overall level of happiness, but importantly these trends started even before the pandemic.  Regardless of why, the simple fact of the matter is that we are just not as happy as we once were in the past.

One of the most important things that I learned from the book is that happiness is not a destination, but rather a direction.  People can in fact be happy and unhappy at the same time!  It makes perfect sense to me that our level of happiness exists along a continuum, but "unhappiness" and "happiness" are not opposite ends on the same continuum.  It's not like this:




Instead, both our level of happiness and our level of unhappiness exist along a continuum.  It's actually like this:




In other words, feelings of unhappiness and happiness can co-exist.  We can feel both at the same time!  Some neuroscientists even believe that the positive feelings of happiness and the negative feelings of unhappiness correspond to activity in different hemispheres of our brain!  Negative emotions, such as unhappiness, largely involve the right brain, while positive emotions like happiness involve the left side of the brain (see in particular research by Richard Davidson).

Brooks and Winfrey use a scale developed by three psychologists at the University of Minnesota and Southern Methodist University in 1988 (see the original study here) called the Positive and Negative Affect Schedule, or PANAS (you can take a free version of the test online on his website here).  It's quick and easy!  Basically, you rate yourself on 20 different emotions, some of which are positive and some of which are negative, using a five-point scale (ranging from 1=very slightly or not at all to 5=extremely).  It took me less than three minutes to complete, so it is super easy.  I did take the PANAS test on two separate days and scored fairly similar.  I scored 35 on positive affect and 15 on negative affect, which is right around the average.

The original PANAS study constructed a 2x2 table based upon whether an individual scores "high" or "low" in positive emotions and negative affect, thereby generating four different archetypes:
















Individuals that score "High" on both positive affect and negative affect are classified as "Mad Scientists" who tend to react very strongly, either positively or negatively, to things that happen in life.  Individuals that score "Low" on both positive and negative affect are classified as "Judges".  "Judges" are "cool as cucumbers" and don't react much to anything.  Their friends and relatives may get a little frustrated with them, because they don't respond positively or negatively to things that happen.  

Individuals who score "High" on positive affect and "Low" on negative affect are classified as "Cheerleaders", which I think is self-explanatory.  Conversely, individuals who score "Low" on negative affect and "High" on positive affect are classified as "Poets".  "Poets" often are labeled pessimistic by their friends and family members.  However, they are also good to have around, because they often detect problems before things get too out of hand.  

Brooks writes, "Learning your PANAS profile - your natural blend of happy and unhappy feelings - can help you get happier because it indicates how to manage your tendencies, but in separating the two sides, it also points out vividly that your happiness does not depend on your unhappiness."  

If I were to be 100% honest, I was a little surprised to be smack dab in the middle of average.  Perhaps that means that, depending upon the situation, I may lean towards all four archetypes? Knowing how others perceive me, I would have guessed that I would lean more towards a "Judge".  Regardless, I thought this was a useful exercise that taught me a lot about myself.

There are some other useful tidbits in the book that I will address in future posts.  I generally consider myself a fairly happy person, but I also realize that self-care is important.  With that in mind, I do plan on incorporating some of the exercises discussed in the book.  I will leave this post, as I frequently do, with a quote - this one from the book.  Brooks said, "Happiness isn't found in some finite checklist of goals that we can diligently complete and then coast. It's how we live our lives in the process. That's why the four pillars of happiness are faith, family, community and meaningful work. Those are priorities we have to keep investing in."  

Saturday, December 21, 2024

Autonomy and Alignment

I wanted to revisit the book The Art of Action by Stephen Bungay.  The book is in essence a guide to improving how we, as leaders, can navigate through our VUCA world, based upon lessons from military history, particularly the nineteenth century Prussian generals Carl von Clausewitz (who wrote the classic treatise on strategy On War) and Helmuth von Moltke (the Elder).  One of the reasons that I like this book so much is that Bungay introduces a leadership concept that he calls "directed opportunism", which reminds me a lot about the High Reliability Organization principle of "Deference to Expertise".  The German Wehrmacht in World War II called it Auftragstaktik, and today the U.S. military calls it mission command.  Retired Navy Captain David Marquet (check out his book Turn The Ship Around) calls it "pushing authority to information".  Whatever you choose to call it, the concepts are all the same.  Front-line leaders, who have the most up-to-date information about the situation at hand, should be empowered to make decisions that will help the team to achieve its overall mission objectives.    

There are two additional points that Bungay makes that are critical to the success of this style of leadership, and of course they were first learned by von Moltke when he re-organized the Prussian Army as Chief of Staff in the early nineteenth century.  Prior to a disastrous defeat to Napoleon at the Battle of Jena-Auerstedt on October 14, 1806, the Prussian military selected its leaders from the aristocracy.  Before developing the operating model that would become Auftragstaktik, von Moltke recognized that military leaders would have to be selected based on their success on the battlefield.  The Prussian army officer corps became a meritocracy.  He also recognized that his military leaders would need to be trained, so he developed a war academy and invested significant time training his front-line leaders in strategy and tactics, as well as instilling a culture of independent thinking and initiative.  The lesson for us today is that if "Deference to Expertise" is going to work, we have to train our leaders as well as empowering them.  We have to similarly instill a cultural mindset of independent thinking and initiative, so that these leaders will make the necessary decisions to achieve the overall objectives of the organization.

Helmuth von Moltke knew that he needed to provide a high level of autonomy to his front-line leaders for his new operating model to be effective.  However, von Moltke also knew that a high level of autonomy demanded a high level of alignment at the same time.  He realized that the more alignment you have, the more autonomy you can grant.  The one enables the other.  Alignment is achieved when everyone is on the same page about the strategic intent (what to achieve and why).  Autonomy is thereby granted around actions (what to do and how).  














The key to successful leadership is to find the right balance between autonomy and alignment.  While alignment ensures that all of the members within an organization or team are working toward the same overarching goals, autonomy allows individuals to use their expertise and situation awareness to make decisions within the context of their particular role, without being micromanaged.  According to Bungay then, the secret to achieving high performance is both alignment and autonomy.  Leaders set clear strategic direction while trusting their teams with the autonomy to execute.

Thursday, December 19, 2024

"A gift you can open again and again..."

I grew up with books.  I was lucky enough that my parents loved to read as much as I do, and they kept a large stock of books on hand in our family room.  I used to love going to the public library, and every summer I would participate in the library's summer reading program.  I remember that a librarian once questioned if I really read all of the books that I was turning in for credit - she found out when she quizzed me on what each of the books were about!  I agree with the writer Jorge Luis Borges, when he said, "I have always imagined that paradise will be a kind of library."  Or Malcolm X, who said, "My alma mater was books, a good library…. I could spend the rest of my life reading, just satisfying my curiosity."

I'm not just an avid reader, I am a bibliophile in every sense of the word.  To this day, I still have a hard time walking into a bookstore without buying at least one book (see my posts, "Today's word is...tsundoku""Anti-library", and "Clean your room!").  As Garrison Keillor once said, "A book is a gift you can open again and again."  

I just don't understand how people can read on either their cell phones or a Kindle device.  To this day, I still like to read hard copies of books, short stories, articles, manuscripts, and essays.  I just can't seem to read anything well online.  At least for me personally, my level of reading comprehension and ability to retain what I read is just better with paper versus digital.  As it turns out, I'm not that different from everyone else!

I read a recently published meta-analysis ("Don't throw away your printed books: A meta-analysis on the effects of reading media on reading comprehension") published in the journal, Educational Research Review, with great interest.  Remember that a meta-analysis is a statistical technique used to combine the results of multiple scientific studies on the same topic. By pooling data from multiple, similar studies, investigators can greatly improve the statistical power of the available research on a particular topic.  Here, a group of international investigators reviewed research published from 2000 to 2017 that compared reading comprehension when reading text on paper versus digital media.  The meta-analysis gathered data from 54 studies that involved a total of 171,055 study participants.  They found:

1. Paper-based reading yields better comprehension compared to digital-based reading.

2. The advantage of paper over digital has increased over time (at least since 2000).

3. The advantage of paper over digital increased even further when readers were pressed for time (compared to self-paced or leisure reading).  

There were some additional findings of note.  Apparently, having to scroll through digital media is a major disadvantage, at least when it comes to reading comprehension.  In addition, online reading on computers performed slightly worse than reading using hand-held devices.  

There are a number of other potential benefits to paper-based reading.  Printed books provide a tactile, sensory experience (even the smell of paper contributes to the experience) experience that digital books just cannot replicate. Printed books are easier on the eyes, while online reading can cause eye strain.  Finally, from a sustainability perspective, digital-based reading would seem to be more environmentally friendly, though the production and disposal of digital devices is certainly not without its own environmental impact.  

I suspect that others are starting to catch on.  Books are more appealing to read for a variety of reasons.  Perhaps that's why the big-box retailer Barnes and Noble seems to be making a comeback!

Tuesday, December 17, 2024

Welcome to the age of chaos...

I recently came across a blog post written by Jamais Cascio on April 29, 2020 entitled "Facing the Age of Chaos".  The first few sentences quickly grabbed my attention: 

"We are in an age of chaos, an era that intensely, almost violently, rejects structure.  It isn't simple instability, it's a reality that seems to actively resist efforts to understand what the hell is going on...The methods we have developed over the years to recognize and respond to commonplace disruptions seem increasingly, painfully inadequate when the world appears to be falling apart.  It's hard to see the big picture when everything insists on coloring outside the lines."

It's important to consider the context during which the post was first written.  Some experts would argue that the year 2020 was the worst we've ever experienced.  The World Health Organization had just declared COVID-19 to be a worldwide pandemic on March 11, 2020.  In and of itself, the COVID-19 pandemic was enough to make 2020 a year of chaos, but also recall that there was a lot of political turmoil leading up to one of the most contentious U.S. presidential elections in history, as well as a number of climate disasters (remember the bushfires in Australia?) even before March, 2020.  

Cascio used the well-known acronym VUCA (volatile, uncertain, complex, and ambiguous) to describe 2020.  If anything, our world has become even more chaotic since 2020, leading some authorities to describe this era in which we currently live as the "Age of Chaos".  Cascio has an interesting take on all of this and said, "The concept of VUCA is clear, evocative, and increasingly obsolete.  We have become so thoroughly surrounded by a world of VUCA that it seems less a way to distinguish important differences than simply a depiction of our current default condition."  

In other words, Cascio feels that VUCA is our new normative state.  If everything is volatile, uncertain, complex, and ambiguous all of the time, it seems pointless to use a label for it.  As a way of getting around the fact that VUCA is our "default condition", Cascio proposes a new acronym, which he calls BANI.  Here, B=Brittle, A=Anxious, N=Non-linear, and I=Incomprehensible.  Jeroen Kraaijenbrink wrote an article on BANI in Forbes (What BANI Really Means) suggested that BANI as a framework "says something about people and how they have mistakenly perceived the world up to now" and that "BANI should be seen as a correction, or a reality check, intending to shatter four illusions of humanity's current perception of the world."

B=Brittle

When something is brittle, it is easily broken or subject to sudden and often catastrophic failure.  Cascio uses the term to describe something that appears to be strong until it isn't, at which point (the breaking point) it falls apart.  Its strength is merely an illusion.  For this reason, Kraaijenbrink refers to the concept of brittleness as the "illusion of strength".  It's the widespread and mistaken belief that "everything will be alright" except when it won't be.  

Brittle is the complete opposite of resilience (Cascio uses the term anti-resilience).  We frequently make systems more brittle by trying to maximize their efficiency.  For example, there's no question that the Just In Time (JIT) inventory management strategy has greatly improved efficiency and lowered costs.  At the same time, however, JIT has made our supply chain more brittle.  If there is a sudden and acute shortage of a raw material or other critical component, the system can rapidly fall apart.  We've seen other examples of brittle systems in the past several years, including the 2008 Financial Crisis, the impact of the grounding of the container ship Ever Green in the Suez Canal on the global supply chain, and the U.S. energy grid, to name just a few.  

A=Anxious

As Cascio writes, "In an Anxious world, every choice appears to be potentially disastrous."  Everyone is waiting for the proverbial other shoe to drop.  Anxious describes a state or feeling of helplessness, or not being able to cope with or deal with the world asks of us.  More importantly, it represents the inability to effectively manage what happens in the world around us.  For this reason, Kraaijenbrink refers to it as the "illusion of control".  

Cascio suggests that anxiety drives passivity - we can't make a bad decision if we don't make any decision, right?  Anxiety is largely driven by the 24/7 access to information.  Unfortunately, at times, the news media prioritizes the immediate over the accurate, which only creates misinformation, disinformation, hoaxes, exaggerations, or even fake news.  Our anxious world makes it difficult, if not impossible, to fully trust where we get our information from, even our leaders.  

N=Non-linear

I've talked about complex systems in the past (see "A jumbo jet is complicated, but mayonnaise is complex..." and "Like clockwork?"), and one of the defining characteristics of a complex system is non-linearity.  In a linear system, the output is directly proportional to the input and can be described with the equation for a line that we all learned in middle school, y=mx + b.  Conversely, in a non-linear system, output is not proportional to the input.  Therefore, in a non-linear world, our actions and the results that they produce can be wildly out of balance.  The best example of non-linear systems is the famous butterfly effect, first described by the MIT meteorologist Edward Lorenz in the early 1960's (see his classic paper here).  Lorenz suggested that the flap of a butterfly's wings in one part of the world could produce a tornado in another part of the world (for more on the butterfly effect, see my posts "For want of a nail...", "Butterflies", "Butterfly wings and Stone heads", and "Robin Hood and the state of Texas").

Non-linearity means that what we expect to see as the result of the decisions that we make isn't always what we actually see - small changes can have surprisingly big effects and vice versa.  Poor decisions can spiral out of control.  There is no cause-and-effect relationship.  For these reasons, Kraaijenbrink refers to non-linearity as the "illusion of predictability".  

I=Incomprehensible

When something is incomprehensible, it is difficult or even impossible to fully understand.  Here, we try to find answers but the answers just don't make any sense.  Whenever we seek to understand, we often ask for more information, more data.  Unfortunately, this information overload often makes our world even more incomprehensible!  For this reason, Kraaijenbrink calls this concept the "illusion of knowledge".  

I am not sure that I see a significant difference between VUCA and BANI, but Kraaijken adds one final point, which I think is important.  He writes, "Rather than saying something about the world, it (here he is referring to BANI, as opposed to VUCA) first and foremost says something about how we perceive it.  It is not the world that has become more Brittle, Anxious, Non-linear, or Incomprehensible.  It is us  who finally have to let go the illusion that it is not.  As such, BANI is one great reminder for all of us. We're living in a world that's delicate, uncontrollable, unpredictable, and impossible to comprehend. Let's celebrate, accept, and wonder."

Sunday, December 15, 2024

"Attitude Creates Reality"

The older I get, the more I realize that attitude is everything.  Thomas Jefferson once said, "Nothing can stop the man with the right mental attitude from achieving his goal; nothing on earth can help the man with the wrong mental attitude."  Albert Einstein said, "Weakness of attitude becomes weakness of character."  Winston Churchill said, "Attitude is a little thing that makes a big difference."  

And sometimes, just a change in perspective can make all the difference in helping to change one's attitude.  The American businessman and author Harvey Mackay once said, "When you wake up every day, you have two choices. You can either be positive or negative; an optimist or a pessimist. I choose to be an optimist. It's all a matter of perspective."  I recently posted about a new Honda commercial ("Unstoppable Dreams") that demonstrates how a change in perspective, in this case, reading a poem from the bottom up rather than from the top down, can flip the meaning from a negative to a positive.  Here's another poem that I came across that does the same thing.  Read the poem from the top down first, then repeat and read from the bottom up.

Today was the absolute worst day every
And don't try to convince me that
There's something good in every day
Because when you take a closer look,
This world is a pretty evil place.
Even if
Some goodness does shine through once in a while
Satisfaction and happiness don't last.
And it's not true that
It's all in the mind and heart
Because
True happiness can be obtained
Only if one's surroundings are good
It's not true that good exists
I'm sure you can agree that
The reality
creates
My attitude
It's all beyond my control
And you'll never in a million years hear me say that
Today was a good day.  

It's incredible how a change in perspective can change the meaning.  Perspective changes attitude, and as the poem states, attitude creates reality.  Next time you find that you have a poor attitude, try changing your perspective.

Friday, December 13, 2024

Be humble

The organizational psychologist and author Adam Grant posted this past weekend about a new article published in the journal Nature Behavioral Health that I thought was really interesting (see the article "The effect of seeing scientists as intellectually humble on trust in scientists and their research").  The investigators (Jonah Koetke, Karina Schumann, Shauna Bowes, and Nina Vaupotic) examined the relationship between trust, principally in scientific research, and humility.  One can easily deduce their motivation for doing so, given all of the mistrust around scientific research and public health that exists today.  For example, in a recent post ("If only out of curiosity..."), I provided data from several Gallup surveys that shows trust is declining in a number of our institutions and organizations, including the federal government, the health care system, and even organized religion.  The public's trust in scientists took a major hit during and shortly after the COVID-19 pandemic, and while trust has improved slightly, it is still nowhere near pre-pandemic levels.

Koetke, Schumann, Bowes, and Vaupotic defined "perceived trustworthiness" as having the qualities of expertise (seeing the scientist as competent), benevolence (seeing the scientist as concerned for the wellbeing of the public), and integrity (seeing the scientist as honest).  They defined "intellectual humility" as the intrapersonal awareness of the limitations of one's own knowledge and that he/she could be wrong.  The investigators conducted five studies involving over 2,300 participants.  They found that seeing or describing a scientist as higher in "intellectual humility" increased their perceived trustworthiness, and most importantly (perhaps), increased the participants' intentions to follow the scientists' research-based recommendations and/or seek further information.  

Grant summarizes the research findings by stating simply, "Scientists are more credible when they admit what they don't know, acknowledge what they got wrong, and update their views."  He went on to generalize these findings by stating, "What leads us to ignore experts isn't their knowledge.  It's their arrogance...Trust is earned by expressing humility, not by asserting authority."

The Hollywood actor Dick Van Dyke perhaps said it best, "Just knowing you don't have the answers is a recipe for humility, openness, acceptance, forgiveness, and an eagerness to learn - and those are all good things."  What he didn't say, is that just knowing you don't have all the answers may be the key to trust.

Wednesday, December 11, 2024

Backbriefing

We often talk about closed-loop communication as a technique to improve patient safety in health care.  In this particular context, closed-loop communication is a three-step process:

1. The sender initiates the message.
2. The receiver accepts the message and provides feedback confirmation
3. The sender verifies that the message was received.

The Joint Commission (previously known as the Joint Commission on Accreditation of Healthcare Organizations, an organization that accredits more than 22,000 healthcare organizations in the U.S.) recommends using readback/hearback in order to make sure that communication is clear, concise, and most importantly, understood.  Similarly, in order to make sure that patients and family members understand medical instructions, a number of hospitals have implemented what is called "teachbacks", in which the patient or family member verbalizes their understanding by explaining back to the healthcare provider what was originally explained to them.  

Suffice it to say then, that I was interested to hear about a technique proposed by the historian and leadership consultant Stephen Bungay called "backbriefing", which he discussed in his excellent book The Art of Action.  The book is in essence a guide to improving how we, as leaders, can navigate through our VUCA world, drawing upon lessons from military history, specifically from two nineteenth century Prussian generals - Carl von Clausewitz (who wrote the classic treatise on strategy On War) and Helmuth von Moltke (the Elder).  Bungay recommends "backbriefing" to make sure that leaders and teams are aligned on the goals and objectives of the organization (specifically to close what he calls the "Alignment Gap", which is the gap between what leaders want their teams to do and what the teams actually do - see my post "Friction and Leadership" for more on the Alignment Gap).  

Similar to the closed-loop communication process used in healthcare and discussed above, "backbriefing" consists of three steps:

1. The brief.  The leader provides an explanation of the goals and objectives of the mission, as well as any guardrails or rules of engagement.  The leader doesn't discuss a specific plan, but rather the specific problem that needs to be addressed as well as the leader's own intent for what he or she wants the team to accomplish.

2. The backbrief.  The team repeats, in their own words, both what they heard, including their plans for how they will carry it out.  The backbrief describes again the problem to be solved, as well as the initial proposed solution for it.

3. Feedback and adjustment.  Both the leader and the members of the team review the intent and the work and revises as necessary.  For example, there may have been either a miscommunication or a misunderstanding, and this step is when that gets corrected.  Importantly, if changes are made to the original brief and backbrief, a repeat brief and backbrief is performed.

For more on "backbriefing", take a look at Stephen Bungay's article in the Harvard Business Review, "How to make the most of your company's strategy".  Or better yet, check out his book The Art of Action.

Monday, December 9, 2024

"If only out of curiosity..."

We hear a lot about the precipitous decline of trust in our society today.  According to a Pew Center survey this past spring, only 22% of U.S. adults said they trust the U.S. government to do the right thing just about always or most of the time.   The decline in trust isn't just limited to government.  Over the last few years, trust in a number of institutions and organizations, including the military, the health care system, the media, and even organized religion, has continued to decline (see data from the most recent Gallup poll):




















This erosion of trust is widespread and impacts almost every part of society today.  Just as important, Americans are losing trust in the leaders of these institutions and organizations too.  For example, one study showed that only 1 in 4 employees trust the leaders of their organizations.  We know, based on decades of research, that trust is a critical driver of employee engagement.  Trusting employees are more motivated and are less likely to look for another job elsewhere.  Trust and good leadership seem to go hand in hand.  

Someone once asked the late General Colin Powell, "How would you define the key characteristics of effective leadership that allow you to go and be an advocate for good?"  General Powell didn't hesitate for one second and responded simply, "Trust" (see the video clip here).

General Powell explained further, "The longer I have been in public service and the more people have asked me about leadership over the years...leadership ultimately comes down to creating conditions of trust within an organization.  Good leaders are people who are trusted by followers.  Leaders take organizations past the level that the science of management says is possible."

General Powell then talked about an important lesson he learned about leadership during his time at the U.S. Army Infantry School at Fort Moore (formerly known as Fort Benning), Georgia.  He recalled, "One of my sergeants back in the Infantry school at Fort Benning almost 50 years ago, which is where I learned everything I ever got to learn about leadership was at the Infantry school, and he said to me one day, he said, Lieutenant, you’ll know you’re a good leader when people follow you if only out of curiosity! I’ve never had a better definition, because what he was saying, and I’ve seen it and experienced it in my life so many times, what he was saying is they trust you, and you have built up that trust."

If trust is such an important driver of engagement and critical to a leader's success, how then, do we foster trust, particularly during a time when trust of leaders and organizations is declining everywhere?  Abbey Lewis, writing for the Harvard Business School, suggests that there are three keys for leaders to build trust:

1. Transparency: Share information openly and candidly, provide regular feedback, and encourage open communication.  Lewis defines "open communication" as creating an environment where employees feel free to speak up about their concerns and express their opinions (sounds a lot like creating a culture of psychological safety!)

2. Authenticity: Lewis writes, "Leaders become more authentic when they begin with knowing who they are—what they value, what they’re good at, how emotionally intelligent they are—and how others perceive them."  Leaders also need to show that they are vulnerable by admitting that they aren't perfect, that they do not know all of the answers, and that they too can make mistakes.  

3. Reliability: Leaders have to follow through on their commitments.  Leaders need to show integrity by being fair and honest.  And they need to show that, even though they can make mistakes (see above), they still know what they are doing.

In one of my previous posts ("The trust equation"), I mentioned an article in the Harvard Business Review by Jack Zenger and Joseph Folkman ("The three elements of trust").  Zenger and Folkman surveyed over 87,000 leaders and similarly found that the three most important drivers of trust were (1) positive relationships, (2) good judgement/expertise, and (3) consistency.  However, by far the most important driver was the ability to form positive relationships.  When leaders scored low on "Positive relationships", trust significantly decreased, even if they scored high on both "Good judgement/expertise" and "Consistency".  Forging positive relationships is about being transparent and authentic as a leader.  When positive relationships have been formed between leaders and their teams, the individuals on the team will follow the leader, "even if only out of curiosity."

Saturday, December 7, 2024

Never Forget

Eighty-three years ago today, at just before 8 AM, the Imperial Japanese Navy Air Service attacked the American naval base at Pearl Harbor, Hawaii.  The surprise attack killed 2,403 civilians and military personnel and wounded nearly 1,200 others.  As a result of the attack, the United States formally declared war on Japan and shortly thereafter entered World War II.  Those who lived during that tumultuous time would come to be known as the "Greatest Generation" (former NBC news anchor Tom Brokaw wrote an outstanding book on this generation entitled, appropriately enough, The Greatest Generation), and based upon everything that I have learned and experienced, this is completely accurate.  One of the members of that generation, who happened to be our 41st President, fought during World War II.  

Then Lieutenant (Junior Grade) and naval aviator George H.W. Bush was shot down during an attack on a Japanese base at Chichijima.  He and his crew bailed out (two of the crew died shortly after, while one crewman's parachute failed to open and was lost at sea), and he was later rescued by the submarine USS Finback.  The other pilots and crew from his squadron who were also shot down were later executed by the Japanese.  Bush was clearly one of the lucky ones, and he once asked himself, "Why had I been spared and what did God have for me?"  His experiences during the WWII further shaped him and had a profound impact on the kind of leader that he eventually became (see my post "Hail to the Chief" for more on our 41st President).

One of my absolute favorite speeches by President Bush was delivered on December 7, 1991 at the USS Arizona Memorial in commemoration of 50th Anniversary of the attack on Pearl Harbor (here is a video clip of the speech).  I encourage all of you to watch it - it is very moving.  He ended his remarks by looking out over the water, his voice cracking as he fought back his emotions:

Look at the water here, clear and quiet, bidding us to sum up and remember. One day, in what now seems another lifetime, it wrapped its arms around the finest sons any nation could ever have, and it carried them to a better world.

May God bless them. And may God bless America, the most wondrous land on Earth.

Today, we honor and cherish those who gave their lives in the service of their country on that "Day of Infamy".  But we also remember, today of all days, an entire generation - The Greatest Generation - who likely saved our world from ultimate destruction.  We too remember their sacrifice.  Let us never forget...

Thursday, December 5, 2024

"To whom does the gift belong?"

I am reading a book by the author Bronnie Ware called The Top Five Regrets of the Dying.  The book is a memoir of how Ware's life was transformed when she started to work as a palliative caregiver.  Along the way, Ware began to write a blog post on the most common regrets that the dying people she cared for expressed to her.  The blog post was so popular, that she subsequently expanded the post and turned it into her memoir.

There's a beautiful story in the book that I thought was worth passing on.  It involves the ancient philosopher and religious teacher Siddhartha Gautama, also known as The Buddha:

One day the Buddha was walking through a village.  A very angry and rude young man came up to him and began to insult him.  The Buddha was not upset by these insults.  Instead, he asked the young man, "Tell me, if you buy a gift for someone, and that person does not take it, to whom does the gift belong?"

The young man was surprised to be asked such a question and answered, "It would belong to me, because I bought the gift."

The Buddha smiled and said, "That is correct.  And it is exactly the same with your anger.  If you become angry with me and I do not get insulted, then the anger falls back on you.  You are then the only one who becomes unhappy, not me.  All you have done is hurt yourself."

In other words, if someone is angry with you and yells at you or insults you, to whom does that anger and insult belong?  If you do not accept it, it belongs to the one who was angry and not you.

Tuesday, December 3, 2024

Nordstrom's Employee Handbook

I've talked a few times in the past about the American luxury department store chain Nordstrom (see my post "The Tire Story").  The corporate culture at Nordstrom is legendary for its focus on customer service (see Robert Spector's excellent book, The Nordstrom Way).  Part of that culture starts with Nordstrom's famous employee handbook, which is remarkable in its simplicity yet powerful in the tone it sets.  It's handed out to every new employee upon hire and simply states, "Our number one goal is to provide outstanding customer service.  Rule #1: Use your good judgement in all situations.  There will be no additional rules."

While it is true that every new employee is handed a postcard with this information, there is a lot more to the story than just the famous "Rule #1".  All companies, even Nordstrom, have to comply with employment related rules and regulations, so the actual employee handbook includes more information than "Rule #1".  Still, the concise statement and single rule drive the corporate culture and makes clear what is expected of all employees when it comes to customer service.  

I see a lot of parallels between Nordstrom's "Rule #1" and the High Reliability Organization principle of Deference to Expertise.  How about you?

Sunday, December 1, 2024

"Do not command more than is necessary..."

As I mentioned in a couple of previous posts (see "Friction and Leadership" and “The Art of Action”), I recently finished a book called The Art of Action by Stephen Bungay.  The book is in essence a guide to improving how we, as leaders, can navigate through our VUCA world (though Bungay does not use that specific term) by aligning our teams, delegating effectively, and making better decisions.  In his book, Bungay draws upon lessons from military history, specifically from two nineteenth century Prussian generals - Carl von Clausewitz (who wrote the classic treatise on strategy On War) and Helmuth von Moltke (the Elder). 

Bungay talks about a concept that he calls "directed opportunism", which is a leadership approach that combines strategic direction with the flexibility to take advantage of unforeseen opportunities.  Bungay states that leaders first need to set a clear overall goal or mission, i.e. the "direction".  However, they also need to provide enough autonomy and freedom for their teams to respond to changing circumstances and pivot, if necessary, to take advantage of new opportunities (the "opportunism").  "directed opportunism" is all about agility, flexibility, and adaptability.  Front-line leaders are empowered to make decisions that are consistent with the mission or goals of the organization, though within limited guardrails.  "Directed opportunism" as defined and explained by Bungay reminds me a lot of the High Reliability Organization principle of "Deference to Expertise".

Bungay begins the chapter on "directed opportunism" with a quote from von Moltke, who said, "Do not command more than is necessary, or plan beyond the circumstances you can foresee."  Bungay writes, "It is a melancholy fact that a disproportionate number of fundamental organizational innovations have their origins in disaster.  Only the prospect of perdition, it seems, releases real creativity and radical change." For the Prussian military, the disaster that released their creativity and set in motion their subsequent transformation occurred on October 14, 1806, at the Battle of Jena-Auerstedt

The Battle of Jena-Auerstedt was actually two separate battles fought on the same day between the French forces commanded by Napoleon I and the Prussian forces commanded by Frederick William III.  Napoleon's French Grande Armée exploited the so-called "fog of war" (which Clausewitz called "friction") - uncertainty about the enemy's plans, movements, and strengths - through a combination of clear objectives, rapid maneuvering, and quick decision making and annihilated the outmatched and largely outdated Prussian army.  The Prussian army's defeat would later result in the reduction of Prussia to half its former size at the Treaty of Tilsit in July 1807.  

Clausewitz survived the battle and recommended a number of key reforms, which were largely carried out by von Moltke.  First, and perhaps most importantly, military leaders were to be selected based upon merit, not on heritage.  Second, a Prussian War College was created to train officers to fight like Napoleon did at Jena-Auerstedt.  Third, and perhaps most relevant to the current discussion, a greater emphasis was placed on the outcome of a mission rather than the means and ways of achieving it, providing greater flexibility for officers to adapt to the situation at hand.  Here was the beginnings of what was subsequently called Auftragstaktik, which is now known as mission command.

Simply put, the concept of directed opportunism as practiced then and now allows organizations to remain agile and adaptable while still working toward a long-term goal.  Instead of rigidly adhering to a pre-set plan (see also "Plans are useless, but planning is indispensable"), leaders empower their teams to make decisions on the ground, where the real-time information and context are more readily available (what David Marquet calls "pushing authority to information" rather than the more traditional approach of "pushing information to authority").  "Directed opportunism" encourages initiative, responsiveness, and creativity, enabling teams to adjust to challenges and capitalize on unexpected opportunities without straying from the overall strategic intent.

Bungay lists a number of key aspects of "directed opportunism", which include:

1. Clear strategic intent.  A shared sense of purpose or goal should guide decision-making throughout all levels of the organization.

2. Decentralized decision-making.  Leaders have to trust and empower their teams to make decisions and act independently within the framework of the overall mission objective ("deference to expertise with guardrails").

3. Flexibility and Adaptability.  Flexibility and adaptability are absolutely vital in the dynamic, fast-changing, VUCA world of today.  As long as leaders are keeping their sights on achieving the overall objective, they can change their tactics based on new information and real-time insights.  

4. Exploiting Uncertainty. Leaders should see uncertainty and change as opportunities rather than as obstacles (see an interesting discussion on the explore/exploit trade-off here).

Directed opportunism balances a clear strategic direction with the freedom to act opportunistically.  Bungay's preferred term describes a leadership approach that is known by many other terms.  But what's important here is that they all describe the approach that is necessary for organizations to be successful in our VUCA world.