pics from holiday part 1

pics from holidays part 1

Learned Helplessness

If when you give feedback to those you lead you always provide solutions to their dilemmas, then all your staff will develop is learned helplessness - a loop of giving answers rather than encouraging the search for answers.

Give staff permission and the opportunity to explore the dilemma for themselves. Even if they make a few mistakes, they will have ownership of it rather then leaving it with you to sort out. 

It feels good sometimes to feel needed, but maybe the best/right thing is to enable people to the point that they don’t need you – at least for answers all the time. They will still need encouragement, support, training and direction.

Self-Leadership

Your external fruitfulness is directly linked to your internal reality.

I was at a conference a few years ago and heard a guy by the name of Bill Hybels talk about self-leadership. It was a great session – he was very transparent and authentic. He presented 8 questions that leaders should regularly ask themselves in the hope to bring some self-reflection and personal development. Although they are yes/no questions, I think each response should include asking “why?” it’s a no or yes and then what action can be taken. Here they are;  (evolved slightly)

1. IS MY PURPOSE SURE?

2. IS MY VISION CLEAR?

3. IS MY PASSION HOT?

4. IS MY CHARACTER CLEAN?

5. IS MY PRIDE SUBDUED?

6. ARE MY FEARS AT BAY?

7. ARE MY PSYCHOLOGICAL WOUNDS UNDERMINDING MY LEADERSHIP?

8. IS MY LEADERSHIP PACE MAINTAINABLE?

i'm in

diversity and decision making

"Plans fail for lack of council" - Ancient Proverb

How far should we take this whole idea of "celebrating diversity"? 

Its become relatively easy I believe for my generation to embrace diversity when it comes to gender, race, food and cultural backgrounds (Please don't take your mind back to Bondi beach a year or so ago) From what I can see of those around me directly, we have done a pretty good job at it. 

Of late though, I have been challenged to celebrate it in new ways including the diversity of personality types. Rather than writing off the Phlegs as being too laid back or the Choleric as being too domineering or the Sanguine as being too happy or the Melancholic as being too perfect, maybe we should endeavor to actually embrace the diversity of the way people think and operate in life. Each personality can bring something unique and fascinating and when you see a particular decision that needs to be made, or the world in general through another's eyes, it can often lead to the most refreshing and thought-provoking experience. Difference and even disagreement are not necessarily bad things.

Disagreement is not always disunity. 

In my opinion, holding the “It’s my way or the high-way” attitude is actually a sign of cowardly leadership, – more on that later

The best decisions made don't necessarily occur when everyone toes the party line, shouting and cheering the leader’s lead without question or deliberation. The best decision comes when a leader creates a welcoming, creative environment of dialogue regarding what the best decision is rather then merely demanding it. A space where, if required, people are free to disagree, to thrash out all the options and points of view, to figure out where an idea may fail. A place where an idea can be accused, defended and justified.

The main ingredient to make this effective though is a commitment to the best solution rather than a commitment to ego. When you can create that kind of environment, the best decision is usually generated. 

I have been asked on numerous occasions to go into organisations and facilitate this kind of decision making process where-by the leader is able to sit in the discussion without bias, considered equal and learns to listen (hopefully). This obviously requires a great level of trust by the leader toward the team as well as the ability to put aside personal insecurities that often drive a leader to retain the level of control they have... but more on that later. The most common outcome is a decision that is well thought through and has walked through the tunnel of skepticism and proved itself worthy of implementation. More importantly, the decision is owned by the team and that intrinsic alignment to the decision (ownership/buy-in/etc) will be the greatest force to its success. 

So next time you're in a meeting and have a fantastic idea, don't look to the like-minded or yes-men for approval, share it for all to comment on and welcome the laughing at,  the scoff, the tear to shreds, the disagreement, the pick at, the doubt, the roll of the eyes, or even the walk out the room. But maybe at the end of the process you will be left with a decision that stands with integrity and is owned and considered by all as the very best decision. 

perth beaches are brilliant

In an attempt to increase my health and fitness for 2008 I have been hitting Floreat beach most mornings with a friend to walk, jog, run, stagger, nearly pass-out and walk a little more. I probably see a maximum of 30 people. Imagine doing the same thing in China... see below