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Absurd!BlogIn-Depth Book Reviews

Absurd!: Technology Creates the Opposite of its Intended Purpose

by Ron Potter April 21, 2016

photo-1434494343833-76b479733705I’m continuing my series on an in-depth look at a wonderful little book that’s twenty years old this year.  The title is Management of the Absurd by Richard Farson.  You may want to consider dropping back and reading the previous blogs about ABSURD!  I think it will put each new one in great context.

Chapter 7 is titled: Technology Creates the Opposite of its Intended Purpose

Our author anchors this chapter with the statement “Technology helps us in countless ways, but it always backfires.  The term for this phenomenon in medicine is iatrogenic, meaning “physician-induced.”  There are more than a thousand different diseases that would not exist if not for the practice of medicine and the existence of hospitals.”

A couple of years ago I personally experienced one of these iatrogenic hospital infections.  The heart operation I went if for went well and I would have recovered quickly except that I contracted one of the hospital infections that made my daily life miserable and actually caused more life threatening risk than the heart operation.  Now, had my father and the kind of heart operation available to him years ago like I do today, he may have lived long enough to know his grandchildren.  So the intended consequence of better heart care was indeed met.  But the unintended consequences of difficult to contain and kill hospital infections was itself more life threatening.

Two major consequences that I see playing out in the corporate world today that fit into this category are email and forecasting.

Email and Forecasting

I’ve written about email in other posts and probably will again but let me summarize quickly here.

I couldn’t run my business today (nor could any other enterprise) without email.  And in fact as I was cleaning out some cupboards this week I came across my original Blackberry.  The Blackberry was introduced in January 1999.  I believe I purchased mine in March of 1999.  I’m not opposed to email or the devices we use to send and receive.

The problem I have is that emails are not well suited for many reasons other than exchange of information (iatrogenic).  Because of the proliferation and 24/7 availability of email we tend to use it for project management, decision making, arguments, disciplining, developing and a whole bunch of other reasons where it just doesn’t work very well.  Use it for information sharing but put it down and call or meet with the person or team to solve, improve or advance all of the other issues.

Forecasting is another place where I see the siren song of technology creating unintended consequences.  The belief seems to be that if we just have more information (often striving for “all” the information) it will help us become better forecasters.  Brain science debunks that theory right off the bat.  The human mind is just terrible at forecasting.  If you want to debate me on that statement, I’ll start with political polls and forecasts.  End of argument!  And other research done by the people who actually study forecasting for a living tells us that the companies who seem to be best at forecasting do it with a minimum amount of data.  More data doesn’t make better forecasting.

And of course to end on a personal note that all of us have either experienced or participated in, just watch the family out for dinner sitting at the same table together, each on their device “communicating” with someone else.  It’s an astounding and sad example of technology creating the opposite of its intended purpose.

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ROUNDUP: The Rise of AI

by Ron Potter August 3, 2023
A Note From the Editor:
As we recently mentioned, we are reposting popular blog posts while Ron is recovering from some health issues. As we watch the rise of AI, here are some books and articles you may be interested in.

Ron’s Short Review: Great view of how our rapidly changing technology and expectations of the next generation of young people are going to change the structures of our corporations.  Written way back in 2009, you can see much of this playing out already.


Ron’s Short Review: The shift to technology-based work is pushing us beyond the information age. If you’ve been an “Information Worker” you should learn how to augment technology to keep yourself relevant.

 


24/7 Connection

We never get away from it. 24/7 we’re connected. Maybe it’s because I spent much of my career without all of this modern connectedness that I’m a little better at managing it rather than it managing me (my wife will laugh at that statement). But, different than many of my younger colleagues, I believe it is ok to shut it off, not answer that phone, don’t respond instantly to that incoming message. I believe it’s because we don’t shut off this connectedness in the evening when we should be focused on family, or weekends when we should be focused on R&R and getting that job-list done or on vacation when we should be re-creating that our work-life balance seems out of whack. Continue Reading >>>


The Need for Empathy

I have been emphasizing the need for strong face-to-face relationship building for years with my corporate clients. One line from Alvin Toffler’s book Future Shock from years ago has always stuck with me. That line was, “High tech, high touch.” His point was not to assume that the increase in technology was going to diminish the need for personal relationships, the need for personal relationships was going to increase right along with the technical capabilities. Continue Reading >>>


Information Overload

Toffler defined “Future Shock” as “A personal perception of too much change in too short of time.” He also coined the term “Information overload.”

His term “high tech, high touch” lead into his discussion of one of the antidotes to dealing with future shock and information overload. His point was that as we deal more and more with this intrusion of the globally connected, instant on, information overload, we must also make sure we increase the “high touch” right along with it. This high tech world will not work without high touch, trusting, and personal relationships. Continue Reading >>>


More Information Isn’t Always Better

Forecasting is another place where I see the siren song of technology creating unintended consequences.  The belief seems to be that if we just have more information (often striving for “all” the information) it will help us become better forecasters.  Brain science debunks that theory right off the bat.  The human mind is just terrible at forecasting.  If you want to debate me on that statement, I’ll start with political polls and forecasts.  End of argument!  And other research done by the people who actually study forecasting for a living tells us that the companies who seem to be best at forecasting do it with a minimum amount of data.  More data doesn’t make better forecasting. Continue Reading >>>


Afraid of AI

So, I’m afraid.  For the first time in my life, I’m worried about technology running our lives rather than us using technology to enhance our lives.  Is ChatGPT the start of it?  Timnit Gebru spends her days looking at and learning about what is going on with AI.  She expected AI to one day power much of our lives.  But she didn’t believe it would happen this quickly. Continue Reading >>>


AI’s Untrustworthiness

While we’ve seemed to hold AI in high regard, let’s keep in mind that it’s unreal, counterfeit, fake, and false. Artificial intelligence is not to be admired, it’s to be looked at cautiously. I was talking with my daughter and son-in-law the other day and saying that I was concerned about kids today believing everything they see and read on their phones as if it were reality. Continue Reading >>>


The reviews were originally posted here and here on March 31, 2016 and February 1, 2018.
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ROUNDUP: Deep Work

by Ron Potter June 22, 2023
A Note From the Editor:
As we recently mentioned, we are reposting popular blog posts while Ron is recovering from some health issues. A few years on, we’re looking back at some posts Ron wrote at the beginning of the COVID-19 Pandemic.

Ron’s Short Review: This book changed my habit of getting meaningful work done. I have carved out time every month to isolate myself and my thinking on particular projects. The productivity improvement has been astounding.


Deep Work

The COVID-19 virus may be offering the opportunity that you’ve been looking for to stand-out in a crowded world.  In his book Deep Work by Cal Newton he makes some great points about Deep Work and the lack of it.

One of the things that Cal says is:

To remain valuable in our economy you must master the art of quickly learning complicated things. This task requires deep work. If you don’t cultivate this ability, you’re likely to fall behind as technology advances.”

“A McKinsey study found that the average knowledge worker now spends more than 60 percent of the workweek engaged in electronic communication and Internet searching, with close to 30 percent of a worker’s time dedicated to reading and answering e-mail alone.

This state of fragmented attention cannot accommodate deep work, which requires long periods of uninterrupted thinking. At the same time, however, modern knowledge workers are not loafing. In fact, they report that they are as busy as ever. What explains the discrepancy? A lot can be explained by another type of effort, which provides a counterpart to the idea of deep work:
Shallow Work: Noncognitively demanding, logistical-style tasks, often performed while distracted. These efforts tend to not create much new value in the world and are easy to replicate.”

How not to be replaced by a computer

The “easy to replicate” emphasis is my note.  Why did I highlight that particular statement?  Because when something is easy to replicate it means that a person who makes less wages can easily to the same work.  More importantly, a computer can be taught to do easily replicable work.  Your job is in danger of becoming computerized if you don’t shift from shallow work to deep work!

How do you counter this danger of being replaced by either cheaper labor or a computer?  You learn, practice, and become good at and known for your deep work and deep thinking.

Cultivate Deep Work (Thinking)

You can pick up almost any article, magazine, podcast or post that will tell you how to survive working from home.  These sources talk about

  • Get started early (don’t let your day get away from you before it starts)
  • Act like you’re going to the office (wrong, take advantage of doing things differently)
  • Have a dedicated workspace (good idea, but focus on making it a non-interruptable workspace)
  • Go to coffee shops, libraries, public lounges (may not be a bad idea but discipline must tag along as well.  You can’t go to a coffee shop just so you can enjoy your favorite drink)  And during the pandemic, many of these public places are not even available to us.
  • Stay off the public media! (Great suggestion.)  Regardless of where you’re working from, stay off public media.

What you really need is the discipline and focus for deep work.

Living a life of Deep Work and Thought

As Cal Newton closes his book he says

Deep work is way more powerful than most people understand. To leave the distracted masses to join the focused few, I’m arguing, is a transformative experience.
The deep life requires hard work and drastic changes to your habits. For many, there’s a comfort in the artificial busyness of rapid e-mail messaging and social media posturing, while the deep life demands that you leave much of that behind.”

Isolation Advice

Then I was reading a Wall Street Journal article titled “Coronavirus Lockdown Lessons from Antarctica.”  The article looks at many of the scientific teams that populate Antarctica during the wintertime and are completely isolated.  They focus on one team in particular from Norway that works at the Troll station.

“On a recent evening, Troll’s six-person team put together a list of advice for those struggling with extended lockdowns.

    • Give people space…folks have to be allowed time on their own to read books, listen to music, watch television.
    • Don’t let problems linger and get bigger—talk about it from the start.
    • Stay active, and even if you are in a small place, move furniture and get fit.
    • Take a deep breath, this is a time to be curious”

Curiosity

I think curiosity is the foundation piece to deep work.  Wikipedia says

Curiosity is a quality related to inquisitive thinking such as exploration, investigation, and learning, evident by observation in humans and other animals. Curiosity is heavily associated with all aspects of human development, in which derives the process of learning and desire to acquire knowledge and skill.”

Development and Learning

Notice that curiosity is heavily associated with development and learning.  I once had a friend who was fond of saying “as long as you’re like the little kid pulling his wagon up the hill, you’re doing fine.  But as soon as you stop exerting the effort to get up that hill and you sit down in your wagon to rest, you’ll find yourself at the bottom of the hill”

Reflection

I think the first thing to be curious about is yourself.  Socrates is quoted as saying “To know thyself is the beginning of wisdom.”  I’ll give Socrates a pass because he was alive about 400 years before Jesus but the Bible says “The fear of the Lord is the beginning of wisdom.”

Even if you don’t hold to the Christian faith, let’s put those two concepts together.  What they are really saying is that you must know who you are and how you fit into this life and humanity as a whole.  That doesn’t come easily.  A complete lack of this reflection is a sign of Psychopathy.  Just a few of the symptoms of Psychopathy include: Grandiose sense of self-worth, lack of remorse, guilt, or empathy.  Lack of long-term goals.  None of these symptoms show signs of self-reflection.  Start with yourself.

Notice that not having long-term goals is one of the signs associated with lack of self-reflection.  Where are you going?  What does the end of your journey look like?  What do you want to be remembered for?  These issues and others are not part of our busy lives, they are reached only by deep, reflective thought.

Opportunity

You’ve been handed an opportunity.  Don’t waste it!

  • What kind of person do you want to be?
  • How will you become a great leader?
  • What will make you an outstanding team member?
  • What is that thing inside you that you always wanted to learn or explore?

Build it into your routine.  Find a quiet place and a quiet time at least several times per week.  Force yourself to go quiet and think about these things.  You’ll come out the other end a better person.


This post was originally posted here and here on March 26 and April 23, 2020. This review was originally posted here on December 1, 2017.
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Am I a Luddite?

by Ron Potter March 23, 2023

I’m really sure I’m not a Troglodyte.  For one, I can’t grow a beard.  For two, my forehead is too big.  But more importantly, our current definition of a Troglodyte is: a person who is regarded as being deliberately ignorant or old-fashioned.  I may be old-fashioned but I really try not to be ignorant.

I also don’t think I’m a Luddite.  Unfortunately, Luddites don’t know that they are Luddites.

I haven’t been afraid of too many things in my life.  I’ve shared in previous blogs how my first job out of engineering school had me walking structural steel up to 160′ in the air with no safety equipment.  I was terrified my first day and told the chief engineer that I couldn’t do it.  He said, “Give it two weeks and if you’re still struggling, I’ll find another job for you.”  Two weeks later I could do it.  I had overcome my fear (although I was still very cautious).

Computer Fear

A lot of people were very fearful of computers taking over our lives when they first appeared.  I remember seeing my first Osborne “portable” computer in about 1981.

It had two floppy drives and a 5” blue screen. I was watching it run Visicalc, a precursor to Microsoft Excel. I saw this first microcomputer at a Las Vegas exhibit. I flew home and went to my boss and told him I was leaving the construction industry and going into microcomputers. He said, “What’s a microcomputer?” I said, hang on, you’ll find out.

While microcomputers frightened a lot of people, I was not worried.  It still took a human to control them.

Technology Adapter

I was an early adaptor in a lot of technology.  I recently showed you my Curta Computer.  When I show people even today, many of them have never seen one.

I was an early adapter of Blackberry phones. The first one I owned came out about three months after Research in Motion introduced them.

I was really quite comfortable with technology and its advances until last week.

ChatGPT and the Printing Press

I meet with a small group of guys about every week and we discuss whatever is on our minds.  One of the guys asked if we were familiar with “ChatGPT.”  I, like most of the group, said no.  However, I said no because the technology scared me and I had simply avoided it.  For the first time, I was afraid of technology because it seems like it has crossed that barrier of requiring human control.

There is a Wall Street Journal article with the title “ChatPGT Hearlds an Intellectual Revolution.”  The opening paragraph of the article says, “A new technology bids to transform cognitive process as it has not been shaken since the invention of printing.”  The article talks about the technology revolution that was introduced when Gutenberg printed the Bible on his press in 1455.

When I was in Germany years ago, I went to see the Gutenberg press and some of the documents it printed.  Those documents were beautifully illustrated pages from the Bible.  To me, it seemed like a wonderful invention in history.  But I know that at the time it frightened many people.  There was no instrument that could reproduce the written word and the fact you could now do it seemed almost evil.  I hope I’m not reacting the same way to ChatPGT, so I’ve tried to educate myself about the technology.

GPT

GPT stands for Generative Pre-trained Transformer.  The WSJ makes several interesting observations.

  • ChatGPT statements and observations appear without an explanation of where they came from and without an identifiable author.
  • Answers are not simply copied from the text in the computer’s memory.  They are generated anew by a process that humans are unable to replicate.
  • Within a few days of ChatGPT’s launch, more than a million people signed up to ask questions.
  • The WSJ asked ChatGPT to give “six references on Henry Kissinger’s thoughts on technology.”  All were plausible: one was a real title and the rest were convincing fabrications!
  • As models turn from human-generated text to more inclusive inputs, machines are likely to alter the fabric of reality.
  • What happens if this technology cannot be completely controlled?  What if there will always be ways to generate falsehoods, false pictures, and fake videos, and people will never learn to disbelieve what they see and hear?

Timnit Gebru

One ray of hope for me is a woman by the name of Timnit Gebru.  Ms. Gebru is the founder and executive director of the Distributed Artificial Intelligence Research Institute (DAIR).  Much of her work involves the ways AI (Artificial Intelligence) programs can reinforce existing prejudices.  She says, “We talk about algorithms, but we don’t talk about who’s constructing the data set or who’s in the data set.”  Go Timnit, I’m pulling for you!

So, I’m afraid.  For the first time in my life, I’m worried about technology running our lives rather than us using technology to enhance our lives.  Is ChatGPT the start of it?  Timnit Gebru spends her days looking at and learning about what is going on with AI.  She expected AI to one day power much of our lives.  But she didn’t believe it would happen this quickly.

Luddites

Who were the Luddites?  Many people think they were small-brained and stupid.  They were not.  Many people get them confused with the Troglodyte.  I spoke above about the Troglodytes being deliberately ignorant or old-fashioned.  Luddites were the craftsmen of the day.

The Luddites protested against manufacturers who used machines in what they called “a fraudulent and deceitful manner” to get around standard labor practices. Luddites feared that the time spent learning the skills of their craft would go to waste, as machines would replace their role in the industry.  Ned Ludd was an apprentice who allegedly smashed two stocking frames in 1779 and whose name had become emblematic of machine destroyers.

I don’t believe I’m a Luddite.  Although I’ve learned and used technology from the time it was invented, I don’t want to destroy it.  I do however want it to remain under human control rather than humans being under the control of technology.  The good news is that God is the one who is really in control of Troglodytes, Luddites, humans, and machines.  He’s the one in control and that comforts me even when I’m worried about the machines taking over.

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Loss

by Ron Potter January 26, 2023

I’ve lost both of my parents and all my aunts and uncles.  Although my father died of wounds from WWII earlier than he should have, he likely would have died by this age anyway.  He would have been 103 this year had he lived.  Thankfully, I still have all my siblings but the loss of family seemed natural to me.

Loss of High School Friend

The loss of friends, however, seems different and for me hurts just a little bit more.  I had a high school friend who I had been companions with since we had been a few months old.  Our parents were friends so we were together right from the start.  Throughout our high school years, we were almost inseparable.  We had fun together and got into trouble together.  Even the one cop in the small town we grew up in knew us and our parents.  For high school kids, that can be good and bad.

I have one memory of some new walkie-talkies that my father bought.  I took them to town and grabbed my friend as we went out “looking for trouble.”  The only thing was our one cop in town seemed to show up wherever we were and put an end to any pranks we had in mind before we could get in trouble.  We couldn’t figure out how he always knew where we were and what we were up to until we discovered that his police scanner could hear our walkie-talkies.

I couldn’t imagine being away from him until our lives diverged after high school.  I headed for college.  He went to Viet Nam.  After he returned we just didn’t seem to have much in common anymore.  That was sad to me but I figured it was part of growing up.

Cancer

But then years later he came down with cancer and came to Ann Arbor, Michigan, where I was living at the time, and he was getting treatment at the U of M Medical Center.  I’m so thankful that he and his wife (who also graduated from the same high school) reached out to me and let me know what he was going through and arranged times together when he was in town for treatments.  Our old friendship began to rekindle, and we had some wonderful times together.

A few months later my friend’s son called me and said his dad was bedridden and couldn’t speak and I should come and see him if I could.  I immediately drove the 3 hours it took to get to his home to find him in bed with no hair and extremely emaciated.  I wouldn’t have recognized him if I didn’t know who it was.  His wife and two children told me he had been bedridden and comatose for a couple of days.  I stroked his forehead, talked of some of our fun times together, and told him how much I missed him.  He squeezed my hand!

After talking with his wife and two children I headed back home.  By the time I got there, his son had called to say his father had passed soon after I left.  I saw him during the last few hours of his life and I may have been the only one whose hand he squeezed.  I just had to cry.  We had been together for 18 years, apart for a few, then back together again for about a year before he died.  Losing a good friend like that was very different than losing family to normal aging processes.

Post-College Friend

Another friend who graduated from Michigan, as I had, came to work for me a few years after I finished school.  We became very good friends.  In fact, after that first construction project together when we headed in different directions, we always kept in touch.  As it turned out, our kids were not too different in age and they have known each other since childhood.  In this blog, I couldn’t even begin to tell you all the fun we’ve had together through the years including river rafting, “up North” (Michigan) trips, and others.

I always had to laugh because he was one of the very first users of spreadsheet programs and recorded many aspects of his life and plans on them.  If he was telling me about an upcoming trip I would finally say, “Show me the spreadsheet.”  He would smile and then bring out the spreadsheet.  He even began to incorporate color as technology advanced.

Cancer (Again)

He retired a few years ago but soon after was diagnosed with cancer.  After we found out, he began to tell me all the things he wanted to do and accomplish while he still had his health.  I said, “Show me the spreadsheet.”   He smiled, then showed me the multiple-page, color spreadsheet.  It was all there, everything he wanted to accomplish. He had some ups and downs but we were able to enjoy each other’s company on a regular basis.

He died recently.  I was able to see him a few weeks ago on one of his good days but I’m having a hard time coming to grips with the loss.  The next day I was in my doctor’s office for a regular check-up and I couldn’t stop crying.  It took the doctor several minutes to diagnose grief over something physically wrong with me.

Grief

One definition is, “Grief is a strong, sometimes overwhelming emotion.”  It certainly has been strong in my life with the loss of my friend, but I don’t think it has gotten too overwhelming where my own physical or mental health is concerned.  That doesn’t mean I shouldn’t be careful and aware to make sure it doesn’t.

What is the Purpose of Loss?

I don’t know the answer to that.  I’m sure there are some intellectual answers about making you stronger or preparing you for other or deeper losses.  I just don’t feel it at the moment.  This is terribly sad to me.

God set the example when His only son, Jesus, was crucified.  God’s loss and Jesus’s sacrifice provided salvation for me.

I know that loss is supposed to make us stronger and it probably will in the long run.  But right now it’s just painful.

I raised the question with a group of friends the other day.  One of them who is a reader of my blog said he thought I was experiencing it because I would write about it in my blog and it would help many others.

All of those ideas are probably part of the answer but right now I just feel sadness.

Maybe that’s part of the answer.  Much of the world tells us we should be happy all of the time.  That’s not true!  We will and do experience sadness in life.  It’s unnatural to think we won’t or shouldn’t.

Handle your losses with dignity.

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BlogIn-Depth Book Reviews

Management of the Absurd

by Ron Potter May 5, 2022

As I continue the review of some of the books I’ve read through the years, next up is Management of the Absurd by Richard Farson.

Management of the Absurd

A dictionary definition of the word absurd calls it “wildly unreasonable or illogical.”  I consider myself both highly reasonable and logical so this definition didn’t make sense to me.  Which may be why I read it.  My notes alone for the book totaled up to 15 pages so I guess it caught my interest.

This book is written by Richard Farson.  In the book, he lays out eight parts.

  1. A Different Way of Thinking
  2. The “Technology of” Human Relations
  3. The Paradoxes of Communication
  4. The Politics of Management
  5. Organizational Predicaments
  6. Dilemmas of Change
  7. The Aesthetics of Leadership
  8. Avoiding the Future

I’ll quickly touch on each of the eight parts but I think you’ll notice the absurdity in the titles themselves.

A Different Way of Thinking

The most important discoveries come from taking a fresh look at what people take for granted.  They cannot see it because it is too “obvious” or is what they expect to see or not seen.  Farson calls this the invisible obvious.  I’ve often seen when the “expert” doesn’t pay any attention to the new person on the team or someone who doesn’t have the same “expertise” they do on a particular topic.  The absurdity comes from the fact that the best new creative ideas come from the person who is taking a fresh look at a topic.  This can come from the new person or, if you train yourself well, you can provide that fresh look no matter how much of an “expert” you are on a topic.

The “Technology of” Human Relations

Farson says that “The more important a relationship, the less skill matters.”  In both parenthood and management, it’s not so much what we do as what we are that counts.  It is the ability to meet each situation armed not with a battery of techniques but with an openness that permits a genuine response.

Effective leaders and managers do not regard control as the main concern.  Instead, they approach situations as learners or teachers or sometimes both.

My take from this section is the openness and genuine response that people respect and will be motivated by.  Trying to control or dictate situations will not motivate people.

The Paradoxes of Communication

Paradox is another one of those interesting words.  Webster says that it is “a statement that is seemingly contradictory or opposed to common sense and yet is perhaps true.”

Listening can also be a disturbing experience.  All of us have strong needs to see the world in certain ways, and when we really listen, so that we understand the other person’s perspective, we risk being changed ourselves.

The best kind of listening comes not from technique but from being genuinely interested in what really matters to the other person.

This is what I have come to think of as listening to understand rather than listening to respond.  Often when we’re listening to the other person, we’re building a list in our head about how were are going to respond.  That’s easier and takes less energy than listening to truly understand what the other person is saying and the belief system they are basing their statement upon.  Listening to understand creates a different set of questions, often forcing the other person to expose their own belief system.

The Politics of Management

Fighting for the rights of special groups has contributed to an erosion of civility.  When people are treated as representatives of special groups, society is fragmented.  The achievement and preservation of the community must become our top priority.  Otherwise, the concept of rights has no meaning.

Organizational Predicaments

Organizations that need help most will benefit from it least.

I experienced this with one client I worked with many years ago.  The head of HR knew that the team needed help and convinced them to employ my services.  After talking with the head of HR, I decided to highly discount my services because I didn’t believe that would have been willing to pay my going fee.  In their mind, they just weren’t in that bad of shape.  After working with the team for almost a year I believed we had learned a lot and gotten much better.  If we were climbing a ten-step ladder, we had just successfully made it up to step one.  However, to the team this was seen as such great strides—they felt like they had reached the top of the ladder.  Because they were so much better than they had been a year ago they no longer had a need for my services.  In their mind, they had achieved everything they could have.

Dilemmas of Change

I’ve talked about the word “dilemma” before.  The foundation is “dilaminent” which meant horns.  Being on the horns of a bull put you in a dilemma.  You’re going to get gored either way.

Our author Farson makes the point that creative ideas are relatively easy to elicit.   Implementing them is a much tougher task.

Farson says that it’s important that we fail.  We need to fail ofter.  If we don’t, it means we’re not testing our limits.

The Aesthetics of Leadership

Farson says, “There are no leaders, there is only leadership.”

One of the great enemies of organizational effectiveness is our stereotypical image of a leader.  We imagine a commanding figure perhaps standing in front of an audience, talking, not listening.  The real strength of a leader is the ability to elicit the strength of the group.  Leadership is less the property of a person than the property of a group.

Avoiding the Future

Farson closes with “If absurdity is ubiquitous, if the most important goals are lost causes, why do we keep playing this absurd game?  We play it because it is the only game in town.  Of course, it is absurd.  Of course, it is only a game.  But it is a game well worth playing and worth playing well.”

Management of the Absurd is a long thought-provoking book.  I have not done it justice in the blog so I suggest you find a copy, read it, and underline it so that you come away with the greatest learnings for you.

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The Good Ole Days

by Ron Potter November 18, 2021

Notice anything unusual about these medieval castle ruins?  You wouldn’t unless you knew it was built in the 18th century to resemble a medieval castle constructed in the mid-five hundreds.

Why do we have this fascination with the “good ole days”?

The Good Ole Days

I was born in the late nineteen forties.  So for me, the good ole days were probably the decade of the ’50s.  I have fond memories of lying in the front yard at night, looking at the stars, and listening to the Tigers play baseball on my portable radio.

We lived in the country about 3 miles from town.  I remember getting on my bike and riding to town and anywhere else I wanted to go.

We also lived on a piece of property with a wonderful stream running through it.  I remember leaving the house with my Red Rider BB gun.  On every occasion, my mother would say “don’t get wet!”  And on every occasion, I would come home wet.

To me, those were the good ole days.

But they weren’t all good.  I remember doing nuclear bomb drills at my school where we got under our desks.  Seems ridiculous now but that was all we had at the time.  My dad who had lost a leg in WWII built a new house in the early ’50s.  Off one corner of the basement, he built what we knew as the “storm shelter” but as I look back today, it may have been his attempt to build a bomb shelter.

Those “good ole days” were not all good.  But my memories of the good parts seem to outweigh the bad parts.  Research demonstrates that our mind enhances those good moments to the point of fantasy.  They were good but not as good as we remember.

The Good Ole Days were short-lived

For me, those good ole days were pretty much the 50’s.  The 60’s brought the sexual and drug revolution.  I didn’t understand or get involved with either.  I had a family member who dropped out of college in his senior year and moved to Haight-Ashbury in San Francisco.  That made no sense to me at all.

By the 70’s, I had graduated from Engineering School and was working.  I enjoyed it but it was work.  Not like the good ole days of being carefree.

In the ’80s I started a software company.  It was a new technology and it was exciting.  But still not like the good ole days.

From the ’90s on I had moved into Leadership and Team consulting and coaching.  Probably the most satisfying work I could imagine but I also had to sit in an airplane seat for 4 million miles to accomplish it.  Still not the good ole days.

So I began to wonder, are everyone’s “good ole days” short-lived and from an earlier part of their lives?  I imagine they could come from any portion of our lives but I believe they are probably short-lived.  So why this yearning for the good ole days when it was such a small portion of our lives?  A Wall Street Journal article indicated that 41% of Americans believe life is worse today than 50 years ago.

Placing our Identity in the past can be both natural and useful

I must admit that much of my identity is based on my life during the ’50s.  Life seemed to be simpler.  Life seemed to be more about community.  Life seemed to be more carefree.  I would head out the back door and jump on my bike and head in almost any direction I wished.  My grandchildren don’t have that kind of freedom today.  It’s sad to me but I also need to remind myself that every generation has probably experienced very changes.

Leaders and Team Members

I think the lesson here is to not get too stuck in our own “good ole days”, no matter how recent or distant.  I entered the workforce in the early seventies.  That was less than 30 years after the end of WWII.  America was rebuilding and the management approach of the day was built on a military model that many of the leaders had experienced first hand.  But that model was already beginning to chafe on the young generation (me) who wanted to be more entrepreneurial and innovative and not just do what we were told to do.

After starting in traditional engineering work, I saw my first microcomputer.  This was new and exciting and I wanted to be a part of it.  When I told my boss that I wanted to shift out of engineering and into microcomputers his response was “what’s a microcomputer?” I said hang on, you’ll find out.  In a few years, we had shifted the work that we had been doing on an IBM370 which we leased for tens of thousands of dollars per month to microcomputers that cost almost nothing in comparison.

Millennials

As I was wrapping up my 50 years in the business world, almost every leader I was working with was complaining about the millennial generation and their lack of a good work ethic.  I watched that generation get excited about things and put in many hours and a lot of brainpower.  They were working through something entirely new and exciting and different than any company had seen before.  It’s not that they didn’t have a work ethic (good ole day thinking) but they liked tackling things in new and innovative ways.  They were doing things differently, just like every generation before them.

As a leader, you need to keep an open mind and watch with curiosity and interest how the next generation is tackling things.  Mentor them.  Guide them.  Don’t tell them they need to do things as it has always been done in the good ole days.

Learn from them.  One of your jobs as a leader is to keep learning.

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Noise Is Overrunning Us

by Ron Potter September 30, 2021

We recently remembered the 20th anniversary of 9/11.

I was in New York City working with a client on 9/10.  Trying to get home that evening from La Guardia, we left the gate three times only to return each time for various reasons.  On the last return to the gate, the pilot came over the speaker and said that anyone who wanted to get off the plane was welcome to but he was going to try to take off one more time.  If I stayed on the plane and this take off didn’t work, I was unlikely to find a hotel room anywhere.  I would have to spend the night in the terminal.  If I stuck with it and the plane was able to take off, great.  It would be late but I would get home.

We finally did take off and I arrived home about 1:30 am on 9/11.  After a few hours of sleep, I awoke and watched the events of that horrible day on my TV.  But I was home.

For the next several days there was not a plane in the sky.  There was no noise from the jets flying overhead.  It was a bit unnerving.  I realized that we had become so accustomed to the noise of jets flying overhead that we just didn’t hear it anymore.  Until it stopped!

That was 20 years ago.  The noise in our lives has gone much beyond jets flying overhead.

Noise has Increased

The sound of jets in the sky has returned (although diminished during Covid).  And once again we barely hear it anymore.  But it’s a little frightening to me how much other noises have increased in our lives.

One that I find particularly annoying (although it may simply be my age) is the sound in restaurants.  When I go to dinner with someone I enjoy the conversation as much as the food.  However, as the noise levels of talking and laughing increase, for some reason the restaurant feels compelled to turn up the background music.  If you look around, no one is listening to the music, they’re trying to talk.  But because of the sound, they need to talk louder.  It’s a vicious cycle and renders quiet conversations impossible.  I’ve given up.

Invisible Noise

The noise that I’m worried about even more is technically not noise at all.  It’s the constant distraction and overwhelming presence of email, texts, and social media, etc.  Even in open-air restaurants where a conversation is possible, I see couples and families all setting together, all on their own devices.  This “noise” has diminished human contact.

I’m Not A Luddite

I’m not opposed to technology.  In fact, I purchased my first Blackberry in early 2000, just months after it had been introduced in late 1999.  Back then I even had to search for a nationwide network for the Blackberry to run on because the phone companies had not discovered that it could be a great revenue stream for their own networks.

Overworked and Increased Stress

It was soon after that I began to hear from clients and colleagues about how overworked they were and the increase of stress in their lives.  I tried to observe what was causing this feeling of being overworked and I really couldn’t see that people were working more than they always had.

What I did observe however was that they got no relief from their workload.

Prior to the availability of smartphones, people would close up shop at the end of the day (even long days), and head home for time with the family, rest, and relaxation.  That wasn’t happening anymore.  They felt they were suddenly on call twenty-four hours per day.

It’s not that they were working harder, it’s just that it never shut off.  If they received an email from their boss late in the evening, they felt it was important (maybe even required) to respond as-soon-as-possible.  This pattern interrupted their time of rest and recuperation, got them thinking and responding, and turning their work brain back on with no opportunity to recover.  This “noise” of being in contact 24/7 has overrun and disrupted our lives.

The Boss is Often Not Aware

One leader I was working with had a reputation of being a demanding tyrant.  I was surprised to find a very pleasant and caring person when I met her.  As I began to ask those who had labeled her a tyrant about the behavior that caused that reputation, they began to talk about her 24/7 demands through email and texts.  In their opinion, it never let up and was destroying their health and family life.

When I asked her about the behavior, her first response was that she had tried to make it clear that she wasn’t expecting an immediate response.  However, if you’re a direct report, it’s always hard not to respond to your boss.

I encouraged her to write her thoughts as an email draft whenever she wanted to but not to hit send until either late Sunday night or early Monday morning.  She was very happy to do that.

Within a week her direct reports asked what I had done because their stress levels had gone down and they didn’t feel obligated to think about work all weekend.  Simple things can make big differences.

Take Control of your Life

I wrote a couple of weeks ago about not allowing technology to take over our lives.  It requires personal discipline.

When you go on vacation but dedicate late night or early morning to “getting your work done” you completely override your body and mind’s need for rest and to just be unplugged.  Let your boss and colleagues know that you’re going on vacation and will be unplugged for a while.  For the most part, they’ll understand.

When you get back to work, delete those emails that have filled your inbox while you were gone.  The really important ones will resurface.

Take control.  You’re not a victim unless you choose to be.  You’ll be a stronger, healthier, happier person in the end.

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Science is Always Right

by Ron Potter February 11, 2021

But scientists are not always right!  Even scientists have a perspective on the world that will shape the scientific data they see.

All too often I hear people refer to science as the answer that ends all arguments.  As a Christian, I especially dislike the one where Christians don’t believe in science.  I’m a Christian and I believe in science.  I’m not technically a scientist but I do have an engineering degree that depends a great deal on science.

Francis Collins might be considered this nation’s leading scientist.  He is currently the Director of the National Institute of Health (NIH) and a leader in the Human Genome Project.  Dr. Collins wrote a book titled, Language of God: A Scientist Presents Evidence for Belief.

Virtual Meetings

My point in this rambling is that we are entering a new era of virtual meetings versus face-to-face meetings.  I believe this is our future.  Many companies, especially the ones with collaboration platforms such as Webex, Microsoft Teams, Zoom, and others are adding technology to improve virtual meetings.  I believe they will have a positive effect on meetings but they are also claiming that this technology will create high-performance teams.

I believe they’re missing a key point.

Tech That Aims to Improve Meetings

The Wall Street Journal recently printed an article called “Tech That Aims to Improve Meetings”.  For the article, they interviewed management experts, technologists, academics, and startup founders.  They broke the article into the following categories:

  • Who’s Paying Attention?  Worker’s posture and expressions are analyzed to determine positivity and engagement levels.
  • AI to Manage the Flow with an AI-powered moderator.  It would provide feedback, facilitate flow, monitor time, and interject if someone is getting cut off or talked over.
  • A Seat at the Table: The software would assure that the meeting includes a diverse ethnic and gender balance.
  • Immersive Presentations: Participants would use virtual-reality glasses to view materials such as PowerPoint slides and others.  The goal is to have the participants flip pages, go deeper and move their heads to flip between tables, charts, presentations, and the meeting itself, eliminating the need to flip back and forth between these things on a shared screen.
  • A Fitbit for Meetings:  In this one, each participant wears a smartwatch that analysis and tells them about their personal overall performance.
  • The Virtual Office Party: This is an attempt to provide the casual chat between participants by having their avatar hear only the voices of nearby avatars as they move around.
  • Data-Driven Collaboration:  Avatars are used in this one as well to “help” people casually talk while keeping track of personal interactions between employees to help match up people across departments when needed.

A line at the beginning of the article says “Critics say elements of tools under discussion raise concerns about worker privacy and may face resistance as being too intrusive.”  I think if they had explored this one point further the conclusion may be that none of this technology will work because workers will find it too intrusive.

The Culture Code: The Secrets of Highly Successful Groups

At the same time that WSJ article appeared, I was also reading The Culture Code by Daniel Coyle.  I found the contrast between the two documents striking.  While the WSJ article may be focused on running meetings more efficiently, that does not translate into higher performance.   In The Culture Code, it’s stated that the highly successful groups talk about relationships.  There isn’t much in the WSJ article that talks about relationships.

One section of the books talks about patterns of interaction:

“When I visited these groups, I noticed a distinct pattern of interaction. The pattern was located not in the big things but in little moments of social connection:

Close physical proximity, often in circles

    • Profuse amounts of eye contact
    • Physical touch (handshakes, fist bumps, hugs)
    • Lots of short, energetic exchanges (no long speeches)

High levels of mixing

    • everyone talks to everyone
    • Few interruptions
    • Lots of questions
    • Intensive, active listening
    • Humor, laughter
    • Small, attentive courtesies (thank-yous, opening doors, etc.)

One more thing: I found that spending time inside these groups was almost physically addictive.”

MIT’s Human Dynamics Lab

There is also an interview with Alex Pentland who runs MIT’s Human Dynamics Lab.  He said:

“If I lean a few inches closer to you, we might begin mirroring.  It only works if we’re close enough to physically touch.”

Pentland says that words are noise.  Group performance depends on behavior that communicates one powerful overarching idea:  We are safe and connected.

Safe and Connected

All the technology currently available or available in the foreseeable future may in fact make meetings more productive.  However, I currently don’t see any that help people feel safe and connected.  This will be the challenge for the near future.

GPS4Leaders

In the app we’re developing, we do get at the issues that help people feel safe and connected such as trust and relationships.  But it will still require the participants to take corrective action and make changes when the data indicates these are a problem.

Star participants and leaders of the future will be good at this!

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He Makes Good Decisions

by Ron Potter February 4, 2021

I happened to come across a National Football League (NFL) scouting report of a young college student who wanted to be drafted into the NFL.  The Scouting reports were not good.

The college student also took part in the NFL Scouting Combine where they test physical attributes.  The results of that were not good either.  The reports said he had poor arm strength and athleticism and his sprint times for the 40-yard dash were terrible.

In his report, one longtime analyst said, “I don’t like him. Smart guy. That’s it.”  The only positive part of another report said that “He makes good decisions.”

In spite of these poor reports, this young college student was drafted in that year.  Of the 200 drafted, he was taken at 199.

He Was Prudent

Prudent is not a word we see anymore.  In fact, it doesn’t really sound very flattering.  But the definition of prudent is: The perfected ability to make right decisions.  That seemed to be the only positive thing in his scouting reports and physical analysis.  He was Prudent.

The Perfected Ability to Make Right Decisions

There are two points that you need to pay attention to in that definition.

  1. Right.  It’s easy to make decisions.  It’s not easy to always make “right” decisions.  “Right” in this case means right for the individual, organization, country, and the world in general.
  2. Perfected.  Perfection comes with practice, patience, and wisdom.  It takes time.  You must work at it.  I’ve spent a lifetime trying to perfect my golf swing.  It’s far from perfect but it is better.  Even the pros who will hit thousands of balls a day are trying to perfect their golf swing.

Practice Makes Perfect

We’ve all heard that old adage.  But it’s not true.  Practice doesn’t make perfect if you not practicing the right things or the parts that need to be practiced.  Back to the golf pros, they not only have coaches but lots of technology to help measure and visualize their practice.  They get almost instantaneous feedback on each practice swing.

Feedback

This is why instantaneous feedback is so necessary.  I heard someone once say, if you swat your dog with a newspaper for something he did wrong yesterday, he’ll have no idea what he’s being punished for.  He will only become afraid of newspapers.  This is one reason why annual assessment sessions with employees are so useless.  There may have been an instance several months ago that needs to be fixed.  But by now each participant has formed a memory in their head that satisfies their own needs and ego.  Memory is powerful.

A college professor once had the students in his class write down everything about the day before when the space shuttle Challenger exploded during take-off.  Ten years later, the professor tracked down as many students from that class that he could find.  He handed them their own written record of that day to read over.  One student who had written 14 pages read it through and then tossed it to the side and said to the professor, “That’s not right.  Let me tell you what really happened!”  Ten years later his memory of the incident was more powerful than his recording of the incident the following day.  Memory is powerful.

Prudent Decision Making

Prudence is a process.  It has well-defined steps that will need to be practiced to reach perfection.  The Prudence process requires Trust, Diverse Points of View, and a Good Process

Trust

In my book, “Trust Me” I list the eight elements of trust.  Those elements are self humility, development of others, commitment to learning, listening and creating unity, focus on the issue, compassion for others, personal integrity, not avoiding constructive disagreement, and finally endurance to stick with it to the end.

Diverse Points of View

We hear the word diversity used a great deal these days.  But diversity by itself is worthless unless there is trust.  Trust must be established first.  Without trusted diversity of thought, there is no perfecting of the decision-making process.

Good Process

Prudent decision making is not haphazard; it is a well-defined process.  It can be simplified into three words: Deliberate, Decide, Do.

Deliberate.  Because “time is critical”, most corporate teams don’t do enough (or any) deliberation.  Other reasons I’ve encountered for not deliberating well include:

    • “We already know the answer.”  This happens because of ‘group think’ and ‘selective attention’.  If we don’t have the trusted diversity of thinking, it’s easy to fall into these traps that make us think we already know the answer.
    • This is only one right answer.  This means that all the other possible answers are wrong.  Leadership teams shouldn’t waste their time on truly right-wrong decisions.  Leadership teams should be spending their time on dilemmas.  This means they are dealing with right vs right decisions.  These are the hard decisions.
    • I believe what I see or I remember.  (See the “Feedback” section above.)

Decide.  One element of good decision making is described in something called Triple Loop Learning (Originally developed by Gregory Bateson and extended by Chris Argyris and Peter Senge).  The first step in triple loop learning is to share openly and honestly your beliefs and assumptions about the topic up for decision.

Do.  Having reached a decision through this process, the do part becomes much easier because all the parts of the team are working together.  There is full commitment from each member of the team.  I cover  “Prudence” in previous blogs–take a look to get more detail than we covered here today.

So who was that young college student that was drafted 199 out of 200 that year?  Tom Brady.

No other quarterback has appeared in more than 5 Super Bowls, let alone claimed over 4 rings.  Tom has played in nine Super Bowls and won six of them.  This weekend he will play in his tenth Super Bowl with the opportunity for his seventh win.

He makes good decisions!

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2020: The Top 10 REVIEW – Part I

by Ron Potter January 7, 2021

It’s good to have 2020 behind us. But before we completely settle in to 2021 and the new possibilities of this new year, let’s take a look at the posts with the most traffic from the year that was 2020. So this week, we’ll review #10 – 6 of Team Leadership Culture’s Top 10 posts.

#10 — Culture: Consistency – Core Values

In just about every company I’ve worked with over the last 30 years, their values were printed somewhere. Some times they’re in the employee handbook or other printed document but the majority of the time they’re printed in a beautiful art form on the front wall in the reception area… continue

#9 — Culture: Consistency Summary

The last quadrant of the Denison Culture survey is Consistency, “Does your system create leverage?”

We first introduced the mechanical image of leverage when we introduced the “fulcrum” of Consistency.  Most people have seen or heard the quote from Archimedes when he said: “Give me a lever long enough and a fulcrum on which to place it, and I shall move the world.”… continue

#8 — Culture: Involvement – Empowerment vs Delegation

Last week my blog post spoke of Empowerment in great cultures.  I need to take a short side trip here to talk about the differences between the words empowerment and delegation.  I’m not going to suggest that the words need to be used differently than they are today, that would be too large of a task…  continue

#7 — Circle of Influence – Part II

I was a little surprised by the number of comments and feedback I received recently about the Circle of Influence post.

The point was to be perfectly clear about the part of the organization you can influence versus those you can’t influence even though you may have concern for what’s happening or not happening “over there”… continue

#6 — Absurd!: The More We Communicate, The Less We Communicate

I’m continuing my series on an in-depth look at a wonderful little book that’s twenty years old this year.  The title is “Management of the Absurd” by Richard Farson.  You may want to consider dropping back and reading the previous blogs about ABSURD!  I think it will put each new one in great context… continue

Next week, we’ll take a look at the five top posts from 2020.

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Oxygen – Part III

by Ron Potter October 29, 2020

 

Over the last couple of weeks we’ve looked at the Project Oxygen findings at Google related to high-performing teams.

This list is from the book Work Rules by Laszlo Bock who is the person at Google that has helped shepherd the project.

The eight findings that help teams perform at their peak include:

  1. A good coach
  2. Empowers the team and does not micromanage
  3. Expresses interest in and concern for team members’ success and personal well-being
  4. Is productive and results-oriented
  5. A good communicator – listens and shares information
  6. Helps with career development
  7. Has a clear vision and strategy for the team
  8. Has key technical skills that help advise the team

In this week’s blog, we’ll cover the last three findings.

6.  Helps with career development

As I’ve mentioned in previous blogs on this topic, it’s difficult for me to distinguish between Leadership issues and Team issues.  This has mainly to do with my Mental Model of Team, Leadership, Culture.

This is not to say that Laszlo’s approach is incorrect, it’s just that I come at it from a different perspective.

In my mind, it’s difficult for a team to help a member in their career development.  Teams can certainly contribute but it is often the leader who is in the best position to help with career development.  What comes to mind is the lack of career development.  I have often been hired as a consultant to work with an individual who has “gone off the rails” in the mind of their leader.  The leader will tell me that unless this person deals with the issue, they will no longer have a position at the company.    In every case, the individual has held a senior position in the company, often they have been Vice-Presidents.

Shocking News

When possible, I have looked back over several years of performance reviews.  It’s always been amazing to me that if the person has worked for the company for any length of time, their annual performance reviews mention the issue I’ve been hired to help them deal with.  And yet, when I mention to the individual that unless they correct this issue they will no longer have a position with the company, they’re shocked.  They’ll say to me something to the effect that “no one has ever mentioned to me that my continued employment depends on me fixing this problem.”

People Pleasing

Why is there such a disconnect?  The person dealing with the issue says “no one” has ever told me it could cost me my job.  The person hiring me to tell the person will say, “I’ve put this issue in every performance review for the last several years.” Why the disconnect?  I believe it’s because almost everyone wants to be a people pleaser and believe that giving people bad news counters that desire.  Managers will say to an employee “you must fix this issue.”  They might even say “unless this issue is fixed I can no longer keep you in this job.”  But, because people don’t like to give bad news, they’ll almost immediately shift their conversation to tell the person all the things they do well.  The bad news never sinks in or is dealt with.  Think about that for a minute.  My boss says to me: you must fix this issue.  It can’t go on like this.

Yet almost immediately they will say: but I love how you handled such and such or you’re great at dealing with certain kinds of problems.  What does the employee hear?  Blah, blah, blah, but I love how you handle this or how you deal with these issues.  You’re doing great!

If there is an issue that must be dealt with

  • state the issue
  • don’t accept excuses
  • don’t move on until the is a plan in place
  • make sure there are milestones to fix the issue
  • make sure the consequences are clear if the issue is not fixed
People Caring

The way to be people-pleasing is to be people caring.  If people feel they are being held accountable with caring and support, they’ll be the happiest.

7.  Has a clear vision and strategy for the team

Once again this sounds more like a leader issue than it is a team issue.  However, while a leader should have a clear vision and strategy for the team, it should never be used to dictate to the team a course of action.

Team members need to be bought into the strategy/vision

If team members don’t have a shared strategy or vision, the team will never grow and develop together.  I’ve worked with too many teams through the years that didn’t take the time or make the effort to develop a shared strategy/vision.  In every case, competition develops as managers try to implement their own vision at the expense of others.  It becomes a tremendous waste of resources.

Leaders must have a strategy/vision but leaders must also be humble enough to see beyond their own vision and they must have enough grit to bring the team together around a joint vision.

8. Has key technical skills that help advise the team

This final “Oxygen” is true at both the leader and the team member levels.   Trustworthy teams and members must have both character and competence.  It never works to have one or the other, there must be both.

Information Technology

From a leadership standpoint, I believe the Information Technology (IT) area of the business is the most vulnerable.  The IT portion of the business is:

  • Complicated
  • Fast-moving/changing
  • Many faceted

I’ve seen too many IT leaders that fall short on one or all of these issues.  When that happens, the IT department can buffalo the leader.

Tyranny of Competence

With team members, I have more often seen what Robert Quinn calls the “Tyranny of Competence” in his book, Deep Change. This happens when an individual has so much competence in a given area that it is felt the competency must be protected at all costs and therefore, the individual may have a lack of character and there are no consequences.

Character and Competence must be present for teams to thrive.

Project Oxygen

This covers the eight elements found to be meaningful in building great teams.  Think about them.   Incorporate them.  Discuss them.  The more you can build these into your own makeup or a team’s makeup, the more success and satisfaction you’ll experience in life.

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