Tag Archives: leadership

From Curiosity to Attention

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“You had my curiosity. But now you have my attention.”                                              as spoken by Leonardo DiCaprio’s character (Calvin Candie) in the move ‘Django Unchained’

“Be curious” is a very popular term used widely within the coaching fraternity.  It is of course great advice, as it encourages people to ‘simply notice’, without judgement, and with an open questioning mind. Being curious helps raise self-awareness. It also encourages one to consider and reflect on things that may otherwise go unnoticed. However, merely ‘being curious’, in itself, is unlikely to create the sufficient mental conditions for significant learning and change to occur. To achieve this, generalised curiosity needs to be cranked up to a state of sharply focused ‘attention’.

Being curious is the equivalent to being a casual ‘observer’ of the game. Having focused attention requires you become completely ‘immersed’ in the game.

source ackowledgement: crit365.com

source acknowledgement: crit365.com

I have touched on this subject many times in the past, most notably in Slow Down, you Move too Fast.  Before getting to agreements that something needs done about a problem, and long before specific actions are decided upon, it is vital that high levels of attention are shone on the issue. People simply do not agree to take action on situations unless they first of all recognise that it is important enough to do so, and that there are high enough stakes at play to make it worthwhile. Continue reading →

Discard the new year speech

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Another year begins. You are re-charged and ready to hit the ground running.  You’ve spent time thinking about all those issues and challenges that need tackling and you are determined to get things moving.  Before you dive straight in, and start giving the big motivational speech, consider whether this might be the year to tackle some things in a new way.

source: guardian.co.uk

source: guardian.co.uk

What different results might emerge if you considered some of the following ‘alternative’ ways of engaging and ‘energizing’ your people?

Giving away Ownership   Instead of spelling out what you want done in precise detail, just paint a picture and outline the general direction.  Allow room for people to be creative, innovative and own the solutions.  They may just surprise you. They’ll get greater satisfaction than they do when implementing someone else’s solution, and will most probably do more than you expected.

Demonstrating Trust   You’re always busy, and often feel compelled to ‘catch up on things’ every time you are back in the office.  What if you were to make it clear that you Continue reading →

Resilience in the moment

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“A good half of the art of living is resilience.” ~ Alain de Botton.

As companies embark on another tough year ahead in 2013, and a climate of ongoing uncertainty, they are increasingly placing ‘resilience’ as one of the most important qualities they are looking for in their people. But, how do you recognise resilience in people, and how do you help people develop it further?

GlaxoSmithKline have defined ‘resilience’ as: “the ability to succeed personally and professionally in the midst of a high pressured, fast moving and continuously changing environment”.  

Traditional views are reflected in the language often used to describe resilient behaviour:

  • “Bouncing back after being knocked down”
  • “Taking the blows and coming back for more”
  • “Living to fight another day”
source: northjersey.com

source: northjersey.com

These expressions are adversarial and have their roots in war-like and conflict-driven situations. It is arguable that a mind-set of resilience, steeped in this language, is likely to generate more friction than collaboration.

  • What would it feel like to be resilient ‘in the moment’?  Not walk away to ‘re-group’ and then come back re-charged and ready for the fight.  Not retreat in order to re-think your strategy and make sure you win the argument the next time.  
  • But instead, there and then, you were to demonstrate emotional resilience, to really hear what was being said?
  • What if you could ‘flip’ the situation, get behind what was being said, and assess the dynamics objectively and not react?
  • What if you could show genuine curiosity in what’s happening, to hang around long enough to ask questions, to listen deeply, and to hear people out?
  • What might happen once they have been heard?  What different level of engagement might then be possible?

Continue reading →

Enough v Perfect? You choose.

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I am enough!

As a leader, would you ever tell your people they are “Already enough”?  What would stop you saying that?  Have you ever said to yourself, “I am enough”?

with thanks to: Hugh at gapingvoid.com

with thanks to: Hugh at gapingvoid.com

Doesn’t it amount to an admission of defeat? Isn’t it saying I can’t get any better? Where is the ambition in the word “enough”? It is surely the antithesis of everything we aspire to. To keep improving, to become more effective, to control, to perfect. To be perfect.

But, think again. We are a society riddled with uncertainty. As a result we battle against that uncertainty and it comes out as anger, as fear, and with bitterness. The more scared we get, the more certain we become in our beliefs. The angrier we get, because others just don’t get it, the more it results in increased frustration and fear. A vicious cycle of fear, anger and increasing uncertainty.The struggle to attain is driven by ever rising expectations. Expectations from where? From parents, from peers, from ourselves? The pressure to be the best you can be, to maximise your potential. They are well-meaning expressions, I find myself using them as self-motivators, what harm can they do? The trouble is, they don’t come with an instruction manual. No-one ever knows Continue reading →

What’s a genius anyway?

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Pablo Sarasate (violin virtuoso) stated “A genius!  For 37 years I’ve practiced 14 hours a day, and now they call me a genius” (cited in Simonton, 1999) *.

Last week I wrote a post called ‘Stroke of Genius’ and it attracted a pretty high level of interest. Clearly a popular topic. And many comments I received were along similar lines, mentioning that identifying talent in the first place is often the most difficult challenge faced. I figured that I owed it to myself and readers to address this area in today’s post.

source: blog.kennedyviolins.com

source: blog.kennedyviolins.com

Well, right up front, we need to think about recruitment.

Recruiting talent
Do you know what you are looking for in the first place?

This is not as simple a question as it might first appear. For example, if you are a company, can you answer the following questions?

  • What does the company look like today, and what will it look like in two, three, or four years time?
  • What is the company’s medium to long term strategy?
  • What sort of people will it need to succeed in that strategy? Same as today or very different talent?
  • What sort of roles will be most critical in the future? And how much market demand will there be for those people?
  • What aptitudes will it take to operate in these future positions?

Are the people who are making recruitment decisions and identifying talent sufficiently aware of the future strategic plans for the business? Or are they blindly cultivating talent based on a model of today’s business? Continue reading →

Stroke of Genius

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I was intrigued by an article I read this week on 5 Reasons Your Top Employee Isn’t Happy. It got me thinking about how we manage talent.  And maybe there lies the problem – in that very word ‘manage’.  Talent is a precious thing, but should it be given ‘maverick status’ or does it need to be controlled?  Well, I guess the answer might well vary depending on the culture of the company, what period in the company’s development you are at, or what sort of leader you are?

source: bbc.co.uk

source: bbc.co.uk

I immediately thought about the football team analogy. I have played and watched football over more years than I care to remember, and the recurring debate about how teams should accommodate rare talent just never goes away.  What I have seen,  is that teams who are riding on the crest of a wave, winning everything in sight, and blowing the opposition away, can often afford the ‘luxury’ of the occasional ‘maverick’ or ‘outlier’.  Often described as a genius, these players entertain the crowds and keep the sports (and sometimes front-page) writers happy.

But, when the going gets tough, everyone is expected to put in a shift. Sulking on the wings with your hands on hips, complaining about not getting good service, doesn’t go down well – not with the crowd (or shareholders), team mates (or work colleagues) or coach (boss).

It’s a big issue for companies too. When someone is bestowed the title talent (or genius) – what is expected of them and of others?   Continue reading →

Get Less Busy

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source credit: geniusbeauty.com

People in our workforces are under serious strain.  They are constantly being asked to do more with less. Our businesses and government departments are responding to the austerity drives by trimming more and more from their budgets, which inevitably means fewer people are left to do the work. Meanwhile the demands are increasing. With everyone in the economy tightening their belts, company profits are falling, which means that a smaller and smaller workforce is being challenged to work smarter, harder, more innovatively and to ‘keep their chins up and stay engaged’.

In the midst of this, what are our leaders getting up to?  Well, from what I can glean, I see leaders who feel a great deal of responsibility for this state of affairs, and who are responding by working themselves harder and more intensely than ever.

The irony is, that at this time, perhaps more than ever before, our leaders need to be making themselves much less ‘busy’, and focusing more than they ever have done on nurturing their workforce.So, what can we be asking our leaders to be thinking about right now that will help them to do just that? Continue reading →

Leading with uncertainty

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“I have not failed. I’ve just found 10,000 ways that won’t work.” ~ Thomas A. Edison

I’m getting more than a little concerned about the world’s changing attitude toward ‘risk’.

src: stuartduncan.name

A fundamental part of our biological makeup, and a reason for the way our limbic systems work the way they do, is that we are well equipped for surviving. The very fact we are around today, writing and reading this post, is evidence of our species’ success in navigating millenia of ‘survival’ challenges. Being able to assess risk, and make decisions based on the available information, is key to that continued success. Certainty and absolute prediction do not exist in nature. The best we can do today is build up banks of data based on past events, use super-computers to model trends, and use experts to ‘predict’ based on probabilities. And, even then, it is remarkably difficult to get it right. The US Presidential elections were being predicted by political analysts and pollsters using many different indicators of what has happened (or not happened) in the past. But, they did not all get it right. Hurricane Sandy was being tracked minute by minute, modelled by the most powerful computers, and its likely course predicted by the best weather forecasters, but no-one could be certain exactly where, and how it would strike, and with what level of ferocity.

Now, I like to think that, as humans (who are inherently wired to understand probability, risk and prediction), we are tolerant and acceptant of the fact that getting predictions absolutely correct is simply not achievable.  But, I fear I am naive in this belief. I sense Continue reading →

Dance under those Lights

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George Bernard Shaw is reputed to have described a sick man as “being unable to think of anything but his ailment”.  The general malaise and depression that swamps much of our news, both regionally and from around the world, is reminiscent of Shaw’s sick man. Get too close to a problem and you can’t see beyond it.

Our organisations and businesses are being driven by a management obsessed with ‘looking in the rear view mirror’. Think about it!  What goes on in meetings in organisations and businesses, day in day out? How much of the focus is on what has been going wrong, and why?  How much time is devoted to looking at trends, and graphs, and budget forecasts based on productivity over the last month, quarter or year? How much of the employee performance appraisal is devoted to the fine detail of relative value and contribution of people over the past quarter or year, and not about the development, potential and possibilities in the future?

When managers are obsessed by the problems of the here and now, the next decision, the next quarterly review, the next appraisal or the next monthly operational review data pack (… please save us from the dreaded review pack !!), then they are focused on the ailment.

Where is the vision in all of this?  Where are we going?   Continue reading →

Are you in Control? Time to let go.

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Imagine yourself riding a motorcycle in a high-speed race. You are at full throttle going round the final bend. Only a delicate balance between gravity and centrifugal forces are preventing you from flying off the track. At that moment, are you in control of your bike, or are you out of control? The answer is you are ‘right on the edge’. Too much ‘in control’ and you probably aren’t taking enough risk, and are unlikely to win the race. Too much ‘out of control’ and the likelihood is you are in for a very painful crash.

In your life, are you in control or out of control? Or, have you found the right balance – not just for you, but for your teams, your colleagues, and for your organisation? Are you pushing the limits constantly, in order to win the race, and, as a result, are you in danger of spinning out of control? Or, are you driving a safe race, within the pack, within your comfort zone, making sure you finish, but never in danger of winning? What about the people you see around you? Do you recognise the cruisers and the risk takers?

The reality of course is that Continue reading →