Failure…The Other “F” Word

This post, from 2009, is about the possibilities that failure can provide if viewed as something other than a personal defeat or an instrument of blame.  After all, in the wise words of Winston Churchill: “Success is not final, failure not fatal: it is the courage to continue that counts.”

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Failure. I don’t like it.  And, I defy anyone to put up a hand and volunteer if asked, “Okay, so who wants to fail today?”

The fact is though, unless we live in a bubble and do nothing, we are going to fail at something.  Failure is a part of living and, often, the very thing that makes success so exhilarating, if only by contrast.

Leaders experience failure all the time. Indeed, it is often failure that gives them the fuel and determination to succeed in the end. So, if you are new to leadership, know that to be a good leader, sometimes you’re also going to fail.

Some people will say that however you look at it, failure is failure.  But I can think of two kinds of failure, the glorious kind and the pointless kind.

The late Randy Pausch, author of The Last Lecture, talked about glorious failure. As a professor of computer science at Carnegie Mellon in Pittsburgh PA, he regularly put out challenges to his students and then gave an award to the team of students that failed to meet their stated objectives.  He gave the award in acknowledgement of their dedication to new ideas; to their willingness to take risk and; to the effort they made toward achieving something that no one else had dared to try.

To me, glorious failures are also those that come from genuine effort.  These are failures that are used as springboards to something else.  They represent a piece of a larger puzzle and are used for learning, growth and exploration.

But, failures become pointless when we don’t pay attention to the lessons they teach.  I expect we do this for a number of reasons.  It can be embarrassing to try something and fall flat on our faces.  So the temptation to pretend it didn’t happen or to find someone to blame is often very strong.

Indeed, in some organizations, there is little tolerance for failure, at least in my experience.  Time is spent, and wasted, in rationalizing and blaming. The lessons that come from failure then become lost and useless.  And, people are less and less willing to explore new possibilities.

When it comes to trying new things I believe that good leaders do two things.

First, they focus on success.  That means they will do whatever they can to anticipate potential pitfalls that could get in the way of achieving their goal and work on mitigating these obstacles so that the way to the goal becomes less onerous.

Second, should they fail to meet their intended objective, they focus on learning. That means they will examine the outcome and circumstances  as dispassionately as possible with a view to squeezing as much juice out of the situation as possible.  To me, it goes something like this:

• Determine what worked and keep it for use at another time
• Acknowledge what didn’t work and determine what might be done differently next time.
• Take corrective action as required
• Remember the lesson and move on

And, if looking for someone to blame, good leaders look in the mirror first.

Oh, and just in case you want more evidence that failure can indeed lead to success consider this:

That’s what I think anyway.  What do you think?

Tackling Problems ~ How Big is Your “O”?

Problems.  Whether we choose to call them that or, (in the interests of putting a more positive spin on them), refer to them as ‘challenges’ they are part of life.  In the workplace, where time is of the essence, there are many problems to be solved.  And yet, much of that time can be wasted when people spend it working on the wrong problem.  It happens.

I think it happens because of the very human tendency to jump right into action without employing the critical thinking required to ensure it will lead to a good solution.

For example, many moons ago I was part of a team-building course in Toronto.  At one point, we were divided into groups and marched outside to tackle a project that involved climbing poles and traversing from one to the other with only the aid of ropes and some safety tackle.  Our goal was to successfully overcome the obstacles and complete the course in the best possible time.

We failed miserably. Not only did we not complete the course, we failed to overcome most of the obstacles as well.

With booby prize shamefully in hand, we reviewed what we might have done differently. And, in thinking about it now, apart from doing just about everything wrong, we simply didn’t spend enough time in “O”.

“O” stands for observation.  It is part of a mental process thatEdgar Schein refers to as ORJI in his book Process Consultation- Lessons for Managers and Consultants.

Here’s how it works.

Typically, when faced with a predicament, the human psyche follows a pattern.

We Observe and get a picture of what is going on.

We React emotionally to our understanding of what’s happening.

We Judge, and draw conclusions based on our understanding and how it makes us feel, and then:

We Intervene, making decisions and taking action based on what we see, feel and conclude.

In the case of our deplorable “team” effort, we spent perhaps a nano second really looking at the challenge ahead or trying to understand it.  We asked no questions of either the coordinators or each other.  We did not inspect the obstacle course or make any kind of effort to evaluate the resources available to us, human or otherwise. The loudest voice took the lead.  The action oriented ones chomped at the bit to get out in the field and DO something. And, the reflectors, being completely overwhelmed by the noise and confusion registered what can only be described as insipid protests about making a plan first, an offering that, not surprisingly, fell on completely deaf ears

So, instead of looking like this: “ORJI” our process looked more like this: “oRJI”

Having said that, not surprisingly, staying in Observation is hard. When problems are pressing, emotions can work in opposition to rational thought, often wanting to take over at the most inadvisable times.

So, here are a few thoughts about how we might delay a move to action long enough to establish that the information we are working with is accurate.

Gather factual data about the nature and scope of the problem

This means suspending our feelings about what’s going on long enough to get some solid information.

Ask questions and, when finished asking, ask some more.

If the problem is particularly perplexing it’s important to go deeper and wider asking questions of people who are, or will be, affected by it.

Determine what we might be assuming about the situation and the people involved in it.

Giving some time to validating our assumptions is never a waste.  Assumptions almost always hinder the process of getting at the true nature of a problem.

Make room for dissenting views.

This is simply about listening to every voice, be it soft or loud. And, often it is the dissenting view that holds the clue to a solution.

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I guess the bottom line is this. We are always going to experience problems.  Spending a little more time in “O”bservation will help us to address them in a way that provides the best chance of coming up with the best solution.

That’s what I think anyway.  What do you think?

Corporate Culture: 10 Elements That Help Drive Results

Recently, in the National Post, there was a whole section dedicated to Canada’s most admired corporate cultures.  In it was highlighted some very successful, vibrant companies, diverse in their business interests but with many themes in common. These themes reinforced my belief that success in any enterprise relies on its ability to bring people together and extract from them their best work, not through rules, policies, processes and bottom line focus but by creating cultures that invite participation .  It is from this softer, yet more difficult perspective that these companies drive results.

So, what does this “softer” perspective look like?  Well, as I read through the variety of articles on offer, I picked up ten elements that figure prominently in the cultures of these highly successful organizations.   Here they are:

Clarity of Vision and Values ~ This of course, comes up every time.  Most companies have some kind of vision statement and a published set of organizational values.  Not all actually use them as their guiding force.   And not all faithfully model the values they espouse.  Creating clarity about what business you are in; where you see it going; and how you intend to get there is a critical ingredient in everything else you do.  That’s the philosophy Claude Mongeau, CEO of CN Rail, has embraced and it has proven to be highly effective.

Respect and Civility ~ Eckler Ltd, an actuarial consulting firm has a simple but powerful mantra.  “Treat people like adults”

This company has high expectations of its workforce.  They hold themselves and each other accountable for the commitments they make while limiting the number of rules and policies they enforce.  Operating from a platform of respect and civility seems like such a simple thing to do and yet its potential for making productive conversations easier is enormous.

Learning and Growth ~ In highly successful companies learning, growth and development is not just a nice to do thing.  It forms part of the fabric of the organization and as such is not the first thing to get cut from the budget when times get a little tight.  Companies like Medavie Blue Cross see it as a critical part of ensuring a solid future for the company and everyone in it.

Service Before Selling~  Arthur Mesher is CEO of Descartes Systems, a Software Company in Waterloo Ontario.  When he first joined the firm, he noticed that people were not delivering on their commitments.  Theirs was a ‘sales’ culture that seemed to leave the customer out of the equation.  Mr Mesher recognized the limitations of the sales philosophy and the ineffective practices that went along with it.  And so he went about shifting the focus, away from sales numbers toward the achievement of customer satisfaction first and foremost.  This shift, while financially painful at first, now reflects the wisdom of the new maxim of service before selling in 2012 results any organization could be proud of.

Collaboration ~ Ray Kroc, Founder of McDonald’s Restaurants once said, “ None of us is as good as all of us”

This has formed the basis for McDonald’s organizational culture, which continues to value and build on collaborative relationships with its employees, franchisees and suppliers.

Social Responsibility ~ In today’s world, establishing roots in the community is an essential part of building a successful business.  Those who participate through sponsorships and volunteerism build a rich environment that people want to be a part of.  Organizations like McDonald’s, CIBC and Camp Oochigeas (a camp for children with cancer) are a testament to this.

Balance ~ When you treat people like adults, you also give them flexibility to find their own formula for delivering on their company commitments.  As Stuart Suls, CEO of Mr. Lube puts it, “ You only have one life.  It’s up to employers to give people the space to balance things out”

Simplicity of purpose ~ Being able to state your organizational purpose as simply as possible provides great clarity especially in hard times.  For instance, at the North York General Hospital, the CEO, Tim Rutledge expresses his organizational purpose in a way everyone can understand.  It goes something like: To make people better; keep them safe ; and give them timely access to care.  Everything else can flow from that.

Innovation and Finding a Place for Failure~ At Cineplex Inc., CEO Ellis Jacob says, “ I would rather you try something and fail, and learn from it than never try at all”

This is a tenet that so many have difficulty with because it can be costly.  But, in today’s world an essential ingredient to success is risk… and sometimes failure.  So taking a more positive perspective on failure is becoming increasingly important.

Diversity and Inclusion ~ This is a common theme among many of the companies recognized as having corporate cultures to admire and emulate.  There is, after all great richness in the diverse talents, skills and experience people bring to work every day.  Organizations who make the best use of their available resources tend to challenge their own assumptions, suspend judgement and invite a wide variety of people to take an active part in their present and future.

There are of course other themes that exemplify workplaces with much admired corporate cultures. But, if you are starting a new business or are working to effect change in your own organization this might be a place to start.  It couldn’t hurt.

That’s what I think anyway.  What do you think?

Leadership and Breaking the Rules

This post is a refreshed version of one I wrote in 2010.  While I’m not among those who believe rules are made to be broken, I do think some of us have a nasty habit of clinging to them long after they have passed their “sell by” date.  So here is my perspective on rules, along with a couple of things to think about before deciding to break them.

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I think we can agree that one of the key attributes for successful leaders today is the ability to adapt quickly to new situations.   We may also agree that in order for society to function in a reasonably harmonious way, there must be rules.

And there are all kinds of them.

In general, rules are put in place to ensure personal safety and to keep things in balance.  They are also imposed to provide structure in organizational settings that support the work and build a broad framework within which individuals are free to operate and contribute.

Some people are of the opinion that rules are made to be broken.  In fact, they are so convinced of this, they see no point in learning them in the first place.  The resulting behaviour from this laissez-faire approach is a kind of chaos that tends to serve no one in the end.  It lacks maturity and I hazard to say, increases, rather than diminishes, the need for more rules.

But sometimes rules really do only serve to get in the way.

In a world where improvisation is key to success, yesterday’s rules can be today’s impediment.  Old rules often slow the flow of progress, sometimes down to a trickle.  They stifle creativity and innovation.  And they create roadblocks to the implementation of needed change.  From this perspective, I think it safe to say that the work of leadership includes breaking rules.

But before we go off and begin declaring war on rules, I think we need a few, um, rules, to ensure that the breaking process provides as great an opportunity for a positive result as possible.

To start with, I can think of two rules that work for me:

First, before eliminating or dismissing existing rules, seek to understand why they were made in the first place.

It is pretty easy to make assumptions about why rules were made but before completely eliminating them, I think it wise to question their initial purpose.  If that purpose is no longer relevant, then throwing them out is probably a good thing.

And second, be prepared to accept the consequences that may come from circumventing or defying rules

There is always the chance that circumventing a rule can cause grief for someone else, somewhere else in the organization or outside it.  Breaking an established rule usually comes with a measure of risk.  As they often say in retail stores about handling merchandise, “ If you break it you own it”. Owning our choice to break rules in service of facilitating change is, I think, part of being a responsible leader

So, having said all of that, I have a confession to make.  I am an inveterate rule follower.  It was ingrained in me as a child to be good… to follow the rules.  And yet, in my growing, (ahem), maturity I really see the need to continually question rules that make no sense to me.  After all, most rules are conceived and administered by people. And most will come to a place where they are no longer useful or relevant to our lives or businesses.

If we are to encourage the innovators of our time we must also accept that rules should be subject to rigorous question and challenge. Settling for something because that’s the rule or that’s the way it is, is simply not good enough.   If we doubt it, we just have to reflect on the accomplishments of people like Nelson Mandela, Dr Emily Stowe, Rosa Parks and people like Richard Branson and Anita Roddick, each of whom defied convention, broke rules and challenged the status quo, sometimes at great personal cost.

Rules are meant to serve us, not the other way around. And so, if we are to adapt to new and changing circumstances quickly we must also have the courage to break a few rules along the way.

That’s what I think anyway.  What do you think?

Attention Leaders: Five Attitudes to Take to work in 2013

Attitude is a big deal.  The way we look at things and the beliefs we hold about them influence what we choose to do and how we choose to behave when we’re doing it.  That’s why I think it’s always a good idea, especially for those who lead, to conduct something of an attitude inventory from time to time.  And, what better time to do it than at the beginning of a New Year?

So, with that in mind, here are five attitudes that I think will be necessary for business leaders to take, in achieving success in 2013 and beyond:

Attitude # 1: Diversity is not a black and white subject   ~ There are a myriad of distinctions between human beings. Leaders who believe that diversity is limited to cultural, ethnic and gender differences must go deeper and wider to make optimal use of the richness in knowledge, thought and experience that exists in their organizations.

For example, organizations in 2013 include people from three generations, each with their own set of experiences and expectations.  Leaders who don’t seek to understand both the benefits this promises and the tension it creates, will be disadvantaged.  More importantly, if they fail to constructively accommodate these differences, they will also fail to create an environment in which people from each generation are willing to do their best work.

The Upshot:  If you look at building a diverse workforce as a nice to do initiative, you are missing the point…and the boat. Making optimal use of available talent brings optimal results and will keep you in the game. That makes valuing diversity a business imperative.

Attitude #2: Communication is only effective if it results in understanding ~ Communication is a huge topic in most organizations.  It, or lack of it, is often pinpointed as the culprit when things go wrong. And yet, so many cling to the idea that because they understand the message they are sending, it is reasonable to assume that those on the receiving end will understand it in the same way.

The Upshot: If you view communication as something that creates understanding, you may also see the wisdom in seeking out and engaging a wider range of communication tools.  And, there are a great many about thanks to the wonders of technology.   This attitude can help to reduce the confusion that comes from  unclear messages and increase potential for greater overall productivity.

Attitude #3: Learning and Training are not synonymous ~ Opportunities to learn are everywhere and yet some leaders continue to believe that if they have a wide array of training programs in their organizations and encourage, or even require, people to attend them, their job is done.  While it would be nice to think that, the truth is, learning doesn’t really happen in a classroom, on a webinar or from a book.  Learning happens when training is applied in real life circumstances. To create learning, you also have to create the culture and environment that welcomes it.

Lots of people who attend classes will come away with new ideas and yet have no place to apply them.  When this happens, the ideas, no matter how good, drift off into the ether.  Also, when people try something new and fail, the response to that failure becomes critical to the learning process.  Too many organizations make punishment the reward for honest mistakes.  When that happens, learning takes a back seat to survival.

The Upshot: If you want people to learn, grow and increase their value to your organization, create a whole learning environment that includes opportunity for application of new skill; a balanced attitude toward failure; genuine recognition of accomplishment and; a well constructed framework for individual accountability.

Attitude #4:  Collaboration is the watchword of the 21^st Century ~ In successful organizations, there’s no such thing as a one-man (or woman) band. There’s just far too much going on for a single person to manage successfully. And yet, there are still those who try to keep tight control over everything that goes on around them.

The Upshot:  Taking a collaborative perspective and putting it into practice is hard. It means making the work more important than you.  But, doing so most often reaps better results.  That is reason enough to take a collaborative attitude.

Attitude #5: Vision, values and purpose matter more than rules and policies ~ In every organization, there have to be boundaries.  For instance, legal and ethical boundaries are permanent fixtures in any reputable company and must be strongly enforced.  However, beyond that, encouraging people to contribute their best work relies on the strength of their understanding of, and belief in, your organizational purpose, vision of the future and the values you espouse.

The Upshot:  Leading from vision, values and purpose requires greater focus and discipline than enforcing a set of rules.  However, those who do it successfully create workplaces that attract talented, enthusiastic and committed people. In a world where competition for the best is fierce, that has to be a good thing.

That’s what I think anyway.  What do you think?

A Look at Leadership and Human Nature

This week Superstorm Sandy will be top of mind for a great many of us.  Not only was it a catastrophic storm for so many people, it served to remind us, once again, that disasters pull people together like no other phenomena.

I say this, not to be flippant but to call to attention how the best in good people seems to rise to the top whenever the worst things happen. It’s almost like our greater brain kicks in and we gain full access to whatever stores of resilience, resourcefulness and generosity we have inside us.

It would be great if we could bottle it, wouldn’t it?  Perhaps then we could take a spoonful whenever we begin to forget what’s important.  After all, in life or death situations, things have a way of shifting our view, away from politics, bottom lines and winning at all cost toward something decidedly more genuine, more human.

So what is it we forget about people when we are not in crisis that we would do well to remember and respect? And, how would doing this serve to improve our leadership efforts?

The answers to those questions require more than this one person’s scrutiny but when I think about it, I’m reminded of a few truths about being human, like:

Necessity is the mother of invention ~ When we feel an urgent need, we are driven to seek a solution that will fill it.  That necessity drives change.  For most of us, before we are willing to change, we have to both see and feel the need for it. The role of leadership in this is both to help people feel the urgency and to believe that the pain of change will be worthwhile in the end.

People are more resilient than they are typically given credit for ~ While, firm structures are important during times of uncertainty, so is faith in peoples’ ability to adapt and contribute to bringing about a new order of things. In leadership is it wise to remember that in general, human beings are not that fragile.   We fare much better when we are regarded, not as part of the problem but as part of the solution.

Caring for and about others is in our DNA ~ In crisis, our list of priorities tends to look different from the list we might draw up in more stable times.  Specifically, the safety and welfare of people always seem to come first when things are truly scary.  Everything else falls away.  Regrettably, when we are not in crisis, it is easy to forget that and shift focus to other, more financially or politically rewarding pursuits.  I suspect though that when leaders actively care for the people who follow them, the financial and political aspects of organizational life don’t suffer at all.

When we know the score we have it in us to be patient~ With a few exceptions, those who have suffered, and continue to suffer hardship from this latest blast from Mother Nature seem to have borne the discomfort and inconvenience of power outage and fuel shortage with stoic resignation.  People expected to lose electrical power.  Likely too, they expected to have to line up for batteries, gas and other supplies.   I  think that people who are not in crisis also appreciate it (and are much more patient with themselves and each other) when they know what to expect.  Patience allows for clear thinking. Clear thinking allows for greater productivity and problem solving. From that perspective, keeping people informed pays off.

That’s what I think anyway.  What do you think?

Leadership…And All That Jazz

This week, I’m offering you a refreshed version of a post I wrote in 2010.  Not to be immodest but it is one of my favourites. I love jazz and I think it a perfect metaphor for leadership. I  hope you enjoy reading it as much as I did writing it.  

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Warren Bennis once said, ‘I used to think that running an organization was equivalent to conducting a symphony orchestra.  But I don’t think that’s quite it.  It’s more like jazz.  There is more improvisation”

I must confess that I really like the symphony orchestra metaphor, simply because it is, well, beautifully uncluttered. But, as much as I would like to think it possible for all things to be in harmony at all times, I know the reality to be a lot messier, or jazzier, metaphorically speaking.

In fact, it is perhaps the jazz of life, (that stuff that requires spontaneity and improvisation), that transforms the vanilla of a well-ordered enterprise into something spiced with possibility and potential for greatness.

So it is with leadership.

In leadership, there are times for following a well-planned strategy.  And, there are times when doing so isn’t going to work.  The landscape has a way of changing rapidly, often requiring leaders, as creative beings, to rely on instinct to successfully navigate unexpected challenges or opportunities and explore unknown places.

At those times, improvisation is a useful tool.  However, as with jazz, improvisation, on its own will not create a joyful noise. It must somehow find its way back to the primary melody no matter how far afield it may go.

In leadership, the primary melody lies in the organizational vision and purpose.  And, how far afield we are willing to go to realize the vision and fulfill the purpose is usually dependent on a number of  things like:

How much we know

The more curious we are and the more we seek to learn about the immediate environment, our markets, our politics and the world, the better equipped we are to make spontaneous decisions that will serve our purpose, either now or in the future.

How much we are willing to risk 

When it comes to risk, those who extend themselves too far, risk losing sight of their core purpose and those who don’t explore at all, risk missing opportunities for growth that go beyond their current expectations. Being clear about how much we are willing to risk can help us determine the extent to which we are willing to improvise.

How much we believe

If we have our organization’s core purpose and future vision etched on our brains and hearts, the likelihood is that we will also feel more at liberty to play with improvisation without fear of getting lost.

How much we imagine

Just as jazz music is highly interpretive, the extent to which we use our imagination in leadership often determines the kind of organizations we build and the ability of the people working in those organizations to improvise effectively.

In short, I think there is a vital role for improvisation in organizations. Our appetite for spontaneity will of course vary but if we are wise, we will allow room for it.  It could make the difference between mediocrity and excellence.

That’s what I think anyway. What do you think?

Oh, and just for fun, here is Oscar Peterson providing a fine example of what can happen when improvisation blends beautifully with the primary melody.

Distraction…A Challenge to Good Leadership

Adlai Stevenson once said, “It’s hard to lead a cavalry charge if you think you look funny on a horse”.

I’m not sure what he meant by that specifically, but I’m thinking it has something to do with allowing distraction to get in the way of getting things done.

Of course, staying focused (most of the time anyway) is easier said than done.  After all, distraction, or the potential for it, is everywhere, rendering the leader’s lot a tricky proposition.

But, there are a few things you can do if you want to avoid spending time on things that really don’t matter that much.  And, there are usually some habits lurking about too that you might well do without.

For example:

Too much “me”.  Not enough “ you”

Here’s a new flash.  You’re human.  You are as vulnerable as anyone else to bouts of self-doubt and self-consciousness.   When this happens, your focus is going to be on yourself more often than on those you are there to lead.  You need to find ways to deal with that if you want to get out of your own way and keep the distraction factor down to a dull roar.  Usually it involves spending some concentrated time on some “know thyself” activities, things that will allow you to see yourself from a variety of perspectives.

How you choose to do it is usually a personal matter.  Self-assessment can take many forms and involve other people…or not.  However, here are a couple of things you might consider:

Take some Tests:  There are many good psychometric tests available that will allow you to get connected and acknowledge yourself for who you are, warts ‘n all.  Here’s a website that might help.

Hire a Coach: Leaders choose to do this for a variety of reasons. Working with a coach to gain clarity about yourself and particularly how others see you, are among them.

Just Ask people:  This can be a formal process or an informal one but the point is, we only see ourselves from the inside out.  If you want to know how you affect the environment and the people around you, and you trust the opinions of those you ask, sometimes it will be enough.

Too Much Time on the Ground

It is hard to stay focused when you are up to your neck in minutia.  And yet, some leaders allow themselves to get embroiled with the smallest of details. When this happens, it is easy to lose sight of the larger goals and become bogged down with side issues that have little or nothing to do with very much of anything.

So, what to do? Well, here’s a thought or two:

As a leader, you choose good people, train them, and give them the resources they need to do their jobs.  If you have done this well, then you must trust yourself, and them, enough to let go and let them get on with it.  Over- involvement in the nitty-gritty of the work takes you away from what you are really supposed to be doing.  Your job is to find the right forest.  Allow other people to take care of the trees.

The Seduction of the latest management Fad

It is easy to become distracted by new management approaches that “everyone is doing”.   You know, the kinds of processes that, when implemented, are purported to simplify your life, increase your bottom line and make everyone a hero.  For instance, was there ever a time when you found yourself sitting in a “quality circle” ? I don’t mean to pick on quality circles per se, but these things have a way of taking on lives of their own and before you know it, your goals are going one way and the people who are meant to achieve them are bound up in processes that get lost in bureaucracy, and complicated administration.

Management processes will help you get things done.  However, it is important to put them in perspective, to use them as tools to reach your goals rather than have them use you for their own sake.  Just because something is new and everyone is doing it, doesn’t necessarily mean it will work for you.

Explore, challenge and experiment, by all means but always with the achievement of your goals in mind. And, by the way, if you are a leader who has not been given a choice about what processes to follow, perhaps the best thing to do is to find the bits you can use to get to where you are going and leave the rest.

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The bottom line is, it is difficult to lead well while distracted.  And, it is still possible to look funny on a horse even when you’re focused.  The difference lies in the amount of time you’re willing to spend worrying about it.

That’s what I think anyway.  What do you think?

Leadership and the Importance of Observation

In Western Society, we’re big on jumping into action. Sometimes it leads to big things too.  At other times though, chaos is our only reward for leaping into busy work before spending any time at all finding out what’s actually going on.

Here’s an example:

Many moons ago I was part of a team-building course in Toronto.  At one point, we were divided into groups and marched outside to tackle a project that involved climbing poles and traversing from one pole to the other with only the aid of ropes and some safety tackle.  Our goal was to successfully overcome the obstacles put in our way and complete the course in the best possible time.

We failed miserably. Not only did we not complete the course, we failed to overcome most of the obstacles as well.

With booby prize shamefully in hand, we reviewed what we might have done differently. And, in thinking about it now, apart from doing just about everything wrong, we simply didn’t spend enough time in “O”.

“O” stands for observation.  It is part of a mental process thatEdgar Schein refers to as O.R.J.I. in his book Process Consultation- Lessons for Managers and Consultants.

Here’s how it works.

Typically, when faced with a predicament, the human psyche follows a pattern.

We Observe and get a picture of what is going on.

We React emotionally to our understanding of what’s happening.

We Judge, and draw conclusions based on our understanding and how it makes us feel and then:

We Intervene, making decisions and taking action based on what we see, feel and conclude.

In the case of my deplorable “team” experience, we spent perhaps a nano second really looking at the challenge before us or trying to understand it.  We asked no questions of either the coordinators or each other.  We did not inspect the obstacle course or make any kind of effort to evaluate the resources available to us, human or otherwise. The loudest voice took the lead.  The action oriented ones chomped at the bit to get out in the field and DO something. And, the reflectors, being completely overwhelmed by the noise and confusion registered what can only be described as insipid protests about making a plan first, an offering that, not surprisingly, fell on completely deaf ears

So, instead of looking like this: “ORJI” our process looked more like this: “oRJI”

Not surprisingly though, staying in Observation is hard. When problems are pressing, emotions can work in opposition to rational thought, often wanting to take over at the most inadvisable and inconvenient times.

So, here are a few thoughts about how to delay a move to action long enough to establish that the information you are working from is accurate.

Gather facts about the nature and scope of the problem

This means suspending, at least initially, feelings about what’s going on long enough to get some solid data.

Take time to determine the resources and skills available to you

In the case of our team exercise, we spent no time at all determining who knew what or who could do what.  As a result, a number of individual egos launched themselves into the project without knowing anything about the skills they had at their disposal or how they could best be used.

Determine what you might be assuming about the situation and the people involved in it.

Giving some time to validating assumptions is never a waste.  Assumptions almost always hinder the process of getting at the true nature of a problem.

Make room for many questions and a variety of voices.

This is simply about listening to every voice, be it soft or loud. And, sometimes it is the dissenting voice that holds the clue to a solution.

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The bottom line here is, great teamwork relies on  giving time to observation and critical thinking.  Launching into action without thought might look good initially but will most certainly require more backtracking and remedial work than you likely have time for.  And sometimes, it makes the difference between success and failure.

That’s what I think anyway?  What do you think?

Putting Rules in Their Place

To live a civilized life, we need rules, but when do rules start working against us instead of for us?  I think it is when they morph into something that satisfies the few while serving to control and stifle the ideas, ambitions and progress of the many.

Witness the British Government in 1964.  This was a time when, musically, the British invasion was happening everywhere… except inBritain where the government there placed a ban on Rock ‘n Roll music.  In fact, British rock and pop broadcasters were allowed only two hours of airtime per week, despite a growing demand for it from the public at large.

Here, from the movie, Pirate Radio is an idea (although somewhat exaggerated) of the government attitude of the time on this subject.

Your organization may not look very much like that. But as its leader, or one of its leaders, you will also have rules. Some will have preceded you.  Some you will make yourself.  Some you will develop with others.  And some will be imposed upon you. Whatever their genesis, these rules were at one time or another put in place for a reason.  In my experience though, it is often the case that the reason disappears long before the rule that was developed to address it.  As a result, governments and organizations alike accumulate rules that no longer serve any useful purpose.  An example of this comes from the Province of Alberta where the law still states “businesses must provide rails for tying up horses”.

The point is, that while rules must be respected, they should never be viewed as sacrosanct.  As such, they are fair game for challenge.

The process of putting rules under scrutiny does not necessarily have to be a big undertaking.  It could be simply a matter of developing a habit of examining them through different lenses, like these three, to confirm their continued effectiveness:

 Relevance in the current environment

If the rule in question seems more to hinder than contribute to your progress, it may be time to give it closer examination. Why was it made in the first place?  Do those conditions currently exist? What purpose might it continue to serve? If you abolish it, what are the risk factors associated with doing so? How will it affect other areas, or people, in your organization?

Alignment with organizational purpose, and values

In my mind, rules must fit with purpose and values, not the other way around.

For example, in Florida recently, a young lifeguard was fired for going outside the bounds of his designated area to save a drowning man.  The company’s argument for firing him was that he disobeyed a rule and they were concerned about being exposed to litigation.

It seems to me that the organization’s purpose was essentially to keep people safe from drowning. In fact, as it is a private lifeguarding company, keeping people safe from drowning is its whole reason for being.  But, had this particular lifeguard obeyed the rule and stayed within his designated area, a man might very well have lost his life.  So, while there may still be a place for this rule, in order to fit with the organizational purpose, it requires examination and change for alignment.

Accuracy of assumptions

Sometimes rules are made based on false assumptions so it’s always a good idea when examining a rule to consider the beliefs on which it is based.  Simply asking, ‘by enforcing this rule, what might we be assuming?’ could trigger a useful discussion about its continued place in the organization.

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So here’s the bottom line.  Rules have their place but they form only part of the framework that allows people the opportunity to do their best work.  Outdated, irrelevant, self-serving rules can get in the way. If you are a leader, you can’t afford to let that happen.

That’s what I think anyway.  What do you think?

Please Note: The clip from the movie “Pirate Radio” is not used for commercial purposes or financial gain.  It is respectfully borrowed  for illustration purposes only and not intended to infringe on copyright.