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03.18.10
Leaders Change MindsRosabeth Moss Kanter (Evolve!/2001) likens the constant change happening today to the croquet game in Alice in Wonderland, a game in which “nothing remains stable for very long, because everything is alive and changing.” Robert Kriegel adds, “Not only is everything changing, but everything exists in relationship to something else that is changing." He suggests, "If you or your products don't grow, improve and evolve, as in nature—they (and you) will face extinction.” Faced with this understanding we quite often either freeze and do nothing or go into a frenzy and begin to change everything.Certainly, change must become a part of our orientation. However, the changes must be calculated changes and not a reaction to perceived pressures or change based on the shallow "new-is-better" mind-set. As part of our ongoing maintenance (and it should be ongoing)—personally and organizationally—we must take a look at what should not be changed (and some things shouldn't) and what might, could or should be changed. Core values don't change, but methods (approaches) often do. If these things are not considered in advance, the tendency will be to make rash and impulsive moves from one ditch to the other when the pressure to change begins to loom over us. Change has become the mantra for leaders. We often feel the need to move into a situation and shake it up … because then we’re really leading. And if we are not careful we can get into a change for change’s sake mindset. If something doesn’t change we aren’t doing our job. But we must remember that when talking about change in a leadership context, we are talking about changing people—their minds—and situations only indirectly. Leaders change conditions through people. Sometimes the change we need is to get people to hold on—to stay the course—when they would feel like giving up, changing direction or abandoning the mission. Sometimes the status quo is exactly what is called for and changing people’s minds and perspectives to see that need, is the leader’s task. Sometimes the change we need may indeed look on the outside, like no change at all. But it is change just the same. Sometimes our yardstick is not how different it looks, but how consistent it is. That takes a lot of changing.
Posted by Michael McKinney at 09:46 AM
03.10.10
How to Decommoditize Your LeadershipAll leaders want to make a difference; be transformational. And some do and some really don’t. We’ve all known leaders that are easily replaced. And (hopefully) we’ve known some that we can’t imagine doing without.The difference begins with the bond we create by integrating who we are with what we do. Making a difference has a lot to do with how completely we integrate what we are (our character, values and attitudes) with what we do (our competencies). All leaders have to set direction, give orders, and display competence. But if that’s all they’re doing, they’re replaceable. What sets one leader apart from another, what makes an order compelling rather than coercive, is the kind of spirit that accompanies their actions; a commanding what-can-I-get-from-them approach or a servant what-can-I-give-them value system. But either way, what makes us take notice is their authenticity—their uniqueness. Are they being themselves or worse still, trying to be something they’re not? It is in the visible world that our “invisible” inner world is manifested. When we integrate our whole person, we create the potential for meaning in our work, trust with those we lead, and in turn, we build our uniqueness as a leader. In Rework, they write about building uniqueness in a business: “If you’re successful, people will try to copy what you do. It’s just a fact of life. But there’s a great way to protect yourself from copycats: Make you part of your product or service. Inject what’s unique about the way you think into what you sell. Decommoditize your product. Make it something no one else can offer.” The same is true on an individual level. You are your product. When you put more of you into the equation, you make yourself unique—even indispensable. When you add in humility, you create meaning that people can get behind. [In Seth Godin parlance: Indispensable + Humility = a Linchpin you can live with]
Posted by Michael McKinney at 05:25 PM
03.09.10
Get to the Why by Starting at the EpicenterWhen beginning or introducing anything—an idea, a project, or a new venture—you need to start with asking yourself why. In Rework, authors Jason Fried and David Heinemeier Hansson write candidly about where to begin:When you start anything new, there are forces pulling you in a variety of directions. There’s stuff you could do, the stuff you want to do, and the stuff you have to do. The stuff you have to do is where you should begin. Start at the epicenter.They suggest you begin by asking, “If I took this away, would what I’m selling still exist?” It’s easy to get bogged down in the details and get off on tangents. And while details are important, they can distract you, pulling you in the wrong direction or even derail your idea. They caution: “Getting infatuated with details too early leads to disagreement, meetings, and delays. You get lost in things that don’t really matter. You waste time on decisions that are going to change anyway. So ignore the details—for a while. Nail the basics first and worry about the specifics later.”
Posted by Michael McKinney at 11:31 PM
03.05.10
Becoming A LinchpinLinchpin is about personal leadership and is the most leadership oriented book Godin has written to date. He makes a good case for developing yourself to reach your potential against the backdrop of the changing workplace. Changing workplace or not, it is the thing to do.In the industrial workplace it was easier, even expected that you could hide behind your job in exchange for job security. “You weren’t born to be cog in the giant industrial machine. You were trained to become cog.” (His assessment of our educational system is spot on.) Today successful companies are looking for people who make a difference—linchpins. “Linchpins are the essential building blocks of tomorrow’s high-value organizations. They don’t bring capital or expensive machinery, nor do they blindly follow instructions and merely contribute labor.” Linchpins don’t worry about what’s in it for them, but instead focus on giving gifts that change people. They can see the reality of today and describe a better tomorrow. That is, if they can ignore that voice inside that tells them to keep their head down, don’t make waves, don’t stand out. Godin identifies that voice as your lizard brain. Overcoming the lizard brain takes training. “In the face of greed or fear from the amygdala [a-MIG-da-la or lizard brain], an untrained person surrenders.” “The goal,” says Godin, “is to quit the tasks you’re doing because you’re hiding on behalf of the lizard brain and to push through the very tasks the lizard fears.” He notes, “Ironically, it’s those who seek out discomfort that are able to make a difference and find their footing.” The good news is that this doesn’t necessarily mean you need to change your job, your boss or your co-workers. That wouldn’t solve your problem anyway. The problem rests with you—your attitude. The difference between a cog and a linchpin really comes down to attitude. It requires a change of attitude. It means choosing to do your old job in a new way. A choice to not hide your best work. A choice to find your opportunities to make something happen. A choice to overcome the resistance you face in doing your work because what you have to offer is important enough to make the effort. The subtitle of the book asks, “Are you indispensable?” When talking about being indispensable, we need to distinguish between your value and your attitude. By developing your unique gifts—becoming more of who you are—you are increasing your value, exposing your gifts, and making yourself indispensable in a “there is no one like you” sense. That’s different than thinking you are indispensable. That’s an attitude that will lead you to self-destruction. (Mike Myatt expresses well the pitfalls of that kind of thinking.) I don’t think Godin is advocating arrogance or parading a “you can’t do without me" attitude. Instead, he is advocating that we make the choice to develop our unique combination of gifts and give them to the world in a way that makes a difference—to change people’s lives with what is the indispensable contribution that every human being can make if they will but choose to overcome the resistance to play it safe and aim for average.
Posted by Michael McKinney at 01:30 AM
03.02.10
Leading Views: Structure Formally, but Work Informally
In The Right Fight, authors Saj-nicole Joni and Damon Beyer explain that in order for a leader to receive reliable information they need to go outside the constructs of the formal organization:
Great leaders learn how to work out tensions and conflicts through the informal networks that make the formal organization hum. They acknowledge their need for access to unfiltered information and recognize the creative potential in opportunities for unfettered thinking. They leverage their personal and expertise-based relationships in the informal organization to gather information, to gauge employee morale and mood, to allow things to bubble up from the best and the brightest, to test hunches, and to champion ideas. Beyond that, they set up systems that encourage everyone to participate in the informal knowledge sharing, creating an open culture radically unlike the “mushroom” environment of far too many companies—where the lower an employee is on the org chart, the more likely he is to be kept in the dark.
Posted by Michael McKinney at 06:33 PM
03.01.10
First Look: Leadership Books for March 2010Here's a look at some of the best leadership books to be released in March.
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Posted by Michael McKinney at 09:07 AM
Build Your Leadership Library![]() Build your leadership library with these specials on over 180 titles. All titles are at least 40% off the list price and are available only in limited quantities.
Posted by Michael McKinney at 09:06 AM
02.28.10
LeadershipNow 140: February 2010 Compilation![]()
Posted by Michael McKinney at 08:06 AM
02.26.10
Are Leaders Destined to Disappoint?Historian David Greenberg wrote in the Atlantic, “Americans have fallen, starry-eyed, for leaders who speak of a future unencumbered by history’s weight.” Intellectually we must know that this isn’t possible, yet is it too much to expect real change, fundamental change—a break from the past? It’s unsettling to think that we are only slaves to our past. Are we demanding too much?Greenberg continues, “Theodore Roosevelt’s New Nationalism, Woodrow Wilson’s New Freedom, FDR’s New Deal, JFK’s New Frontier, even George H. W. Bush’s New World Order—all began with the promise of the new. Of course, after the flush of a campaign, both voters and presidents have invariably discovered that history imposes constraints.” And we are left disappointed. Of course, this dynamic affects not only political leaders, but leaders everywhere. One always has to deal with what is (past and present) and the real level of desire (the crisis)—for transformational change to occur. Leadership is a creative act. A leader seeking transformational change needs to have three basic elements in place: clearly defined goals (the how), strong values with which to measure those goals (the why), and an environment that is urgent to change (an opportunity). Expectations create opportunities for leaders. The motivation from which springs the leader’s initiative is most often influenced by certain expectations on the part of the potential followers. Rosalynn Carter once said, “A leader takes people where they want to go. A great leader takes people where they don't necessarily want to go, but ought to be.” This suggests that a leader’s responsibility is to do more than just serve up our wants. As Insead’s dean J. Frank Brown said, “Leaders must learn to listen and question before they act.” We get the wrong kind of leaders when we place all of the responsibility of our expectations on their shoulders. In that environment we will always find individuals that are all too happy to pander to us and promise what they can never deliver in return for a title—placeholder leaders. Leadership is a shared responsibility. A great leader must elevate their followers and give them power and responsibility to act or they can never really lead them. Greenberg writes, “Twenty-five years ago, the political scientist Theodore Lowi published a book called The Personal President He concludes, “It is easy to propose that we lower our expectations for our new presidents—even, or perhaps especially, for presidents who come bearing lofty promises of transformation. But we can’t correct the problem, Lowi’s diagnosis suggested, simply by resolving to demand less from our chief executives or by vowing to learn from the past. The problem is rooted in nothing less than the presidency’s assumption of immense powers, and of a central role in our imagination. Candidates have no better path to victory than by inspiring us with dreams of a new political era, and presidents have no choice but to attempt “too much.” In doing so, however, they can only disappoint us.” Perhaps we aren’t demanding too much of our leaders, we are instead, demanding too little of ourselves. Can we separate ourselves from our “history” and act creatively for real change? Maybe we need a little less heroic leader and a little more heroic follower? It requires leadership at all levels.
Posted by Michael McKinney at 04:16 PM
02.23.10
The Purpose of Business is to Win Respect![]()
Posted by Michael McKinney at 03:02 PM
5 Global Trends Unfolding Over the Next DecadeIn an address by Muhtar Kent, President and CEO, The Coca-Cola Co., he described five global forces that will unfold over the next decade. Although he is focusing on the beverage industry, these are trends that will impact many industries.
Posted by Michael McKinney at 09:38 AM
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