How can Choice be bad for us? This surely goes against everything that we in the western world have taken for granted for decades, indeed hundreds of years. Choice is fundamental to freedom, and, for people who have no freedom, it makes total sense that increasing personal choice, will provide at least an illusion of freedom, and in turn enhance their welfare, satisfaction and happiness. Continue reading
So, another year is about to begin. Who knows what it may hold? For some, they approach it with trepidation. Others can’t wait to get started and to grab the opportunities that the new year will generate. It is a time when many people make plans and resolve to make changes, yet so many of those dreams will be but memories before January is out.
Every call to adventure is acted upon by two opposing forces. In one direction we can choose to embark on the adventure, to take the journey into the unknown and face the uncomfortable challenges that will inevitably lie ahead. In order to make this choice, the force of reward must be sufficiently strong to overcome the opposing force of inertia, the appeal of the status quo or the comfort zone we have become used to.
I spend a lot of time in workshops and working one on one with people who know that they are in a bind. They know that their current world is less than satisfactory. They recognise that changes would be positive and could make life better in so many ways. And yet, there is no guarantee that people will make the necessary commitment to move away from the world they inhabit, to make the journey that is necessary to gain the reward, the change, the life that they would prefer.
People know they would be healthier if they gave up smoking, that they drink a bit too much alcohol, that they don’t exercise as much as perhaps they could, or that they are in a dead-end job and a change would breathe new life into their career. They may even make a resolution each New Year to do something about it. Some may even get as far as joining a gym, giving up smoking or drinking for a while, or actively seeking job vacancies on the internet. And that does demonstrate some level of recognition that change may be attractive. So, why are so many of these attempts aborted so early? What is missing when people embark on these annual failed excursions, which rarely mature into fully fledged adventures resulting in transformation? Continue reading
I have long been a fan and admirer of Andy Murray, so naturally I was delighted for him when he recently reached the pinnacle of his sport by being crowned the world’s number one-ranked male tennis player. Amazing! Perhaps even more amazing when we reflect on the fact that he comes from a small town (Dunblane) in a country (Scotland) with practically no history to speak of in the game of tennis. His journey to get to the top has been far from easy. He has played in an era which has been dominated by three other great players, Federer, Nadal and Djokovic, an era that most tennis experts agree has been the most highly contested period of excellence in the men’s game – ever!
And here he now stands. On top of the world.
So, what next? Well, the only certain thing about being world number one is that the day
will come when you will no longer be world number one. Sorry to introduce such a note of pessimism to proceedings, but that is the stark reality. It’s a lonely place being out on your own. Not everyone has enjoyed it, and not everyone has coped well with it. Andre Agassi has described how miserable it made him, and John McEnroe found it lonely and exposed. He once said, “You’re out there on your own island, and you feel like you’re disengaged, not only with the rest of the world, but the rest of your competitors, some of them friends.”
This is similar to how many CEOs, Business Owners and Leaders describe the feeling of being at the top, or out in front of their organisations and companies. It can be a lonely place. Continue reading
If, as is reported, as many as one third of U.S. companies have abandoned the traditional appraisal system (ref:The Performance Management Revolution), and the signs are that more and more are joining the revolution, what is the future of performance management? How will companies ensure that people do what is expected of them in the future? How will managers know who’s good and who’s not? How will they advise on development, or decide who to sack and replace?
Major players such as Dell, Microsoft and IBM, as well as previous champions of the
forced ranking system such as GE, are at the vanguard of new approaches to retaining and developing talent. These companies are responding to many issues and criticisms which have been levelled at traditional performance management systems. In some organisations they have become enormous consumers of people’s time. With the move to
flatter organisational structures and virtual or globally dispersed teams, supervisors have had to contend with larger and larger teams. The answer to this problem in some companies has been to turn the job of performance management over to ‘specialist’ people managers, who do little else other than manage the entire cycle, quarter after quarter. Ranking, levelling, forced distributions, identifying rising stars, identifying laggards, assessing delivery against stretch targets, calculating the distribution of the bonus pot, and starting the whole cycle again. This has become an industry in its own right, and one that delivers no core benefit to the customer or the shareholder.
A number of factors have played a part in driving the shift we are now seeing. Continue reading
To me, teamwork is the beauty of our sport, where you have five acting as one. You become selfless ~ Mike Krzyzewski
Much continues to be written about what marks out successful teams from those that fail. Most of us can think about our own experiences of both, and, no doubt, recall factors that contributed to both positive and negative experiences.
The Olympic Games in Rio de Janeiro have been providing us with thrilling achievements, but while they shine a light on athletic stars and big names such as Usain Bolt, Simone Biles and Laura Trott, I am fascinated by the armies of unsung heroes. Team members who are vital parts of the success but who do not receive the same media attention. This can be coaches, trainers, physios and sometimes fellow athletes, who sacrifice themselves for the greater good. They may not receive the Olympic medal or the adulation, but their contribution is vital, often displaying a level of selflessness that appears extraordinary. I have touched upon the role of the ‘domestique’ in team cycling in previous posts, which illustrate this point further.
But, let’s take a closer look at this. The mental state required to achieve this is one of ‘selflessness’. And, to exist happily in this state, one must be more concerned about achieving the eventual outcome than about personal recognition for it being achieved. In other words, the outcome is the most important thing, not your own psychological state.
Let’s think Continue reading
You could be excused for wondering whether leadership has gone out of fashion right now. Whether it be politics, business or sport, wherever you look, there appears to be a vacuum at the top, and much discrediting of those leaders who remain.
What could be going on? Well, I think one of the problems is that we are mixed up about
what we want from our leaders. Perhaps we expect too much of them. Should they have all the answers? Should they be all-seeing and all-hearing? Is it reasonable to expect them to set strategy, direction, plan, implement, review, report and make key decisions, as well as dispense wisdom to all who seek it? Of course not. But, despite recognising this as impractical, and even unhealthy, as a society we are still encouraged to demand unequivocal and unwavering surety from our leaders.
At this time, perhaps more than at any time in the past, we need a different set of skills from our leaders. We live in a VUCA (volatility, uncertainty, complexity and ambiguity) world where knowledge is distributed more widely than ever, where more information is instantly available than at any time in history, yet despite all that information, decision-making has never been more difficult. Those who come out of the charismatic ‘all-knowing’ school of leadership present us with dangers. Continue reading
“Humble Inquiry is the skill & art of drawing someone out, of asking questions to which you do not already know the answer, of building a relationship based on curiosity & interest in the other person.” ~ Edgar H. Schein
Doing and telling are valued more in western, industrialised societies than asking and relationship building. We hire and promote people who can get the job done. Asking for help and admitting that you don’t know are considered taboos to striving and ambitious people.
However, one quality of great leaders that comes out consistently close to the top in studies of leadership is the ability to master ‘humble inquiry’. Leaders who ask questions, who do not pretend to know answers, and who recognise that their people are the real experts, inevitably command greater respect and are considered to be more effective leaders.
And why should this be so? Well, consider the charismatic, know-it-all boss who operates by telling. They may command a type of respect, possibly grounded in fear or concerns of inadequacy. But, will people be prepared to approach them with problems, issues or concerns? If relationships have not been established that make it easy for people to share problems, there is a danger that critical information could be withheld, even safety critical or life-and-death information may be held back.
This article was originally published in The e.MILE People Development Magazine in Nov 2014.
The leadership mindset that led us into the global economic downturn is not fit for the purpose of leading us back out again.
Recessions encourage cautious mindsets, resulting in refrains such as, “Batten down the hatches, let the storm blow over, it’s not a time for taking risks, let’s just make sure we are still standing at the end of this – we’ll be in good shape to start again.” And, “Sorry, there’s no budget for people development. Not the right time to explore new means of production. Not possible to invest in innovation initiatives.” These leadership mantras have become engrained in the psyche of many a business culture during the last five or six years.
Leadership mindsets have themselves become victims of the downturn. The focus on cost reduction and the bottom line has stunted many leaders’ abilities. The question is, how easily will they be able to shift into a frame of mind that embraces growth, change and innovation. Some who once had visions of new and exciting futures have resorted to being excited by ‘making budget’.
This is not the role of leaders. Continue reading
Which past champions disappear, slide off into the sunset, and enjoy the dreams of their past glories, and which go back to the gym, come back stronger, fitter, fresher and ready to mount another bid?
A huge congratulations to the three winners of the competition to win signed copies of “The Vital Edge”.
“The Vital Edge” will be winging its way to them shortly.
All three winners nominated truly awesome sports people as the ones who had inspired them most.