Six C’s for Strong and Flexible Management

I was asked by a client recently to present a course on core management practices – techniques and approaches that transcend good times, tough times and those times in the middle.

As part of my research for this program, I reviewed all of the successful management topics I’ve delivered over the years and looked at newer arguments and recommendations coming from current motivation theory and organizational psychology. Here’s what I’ve distilled the information down to:

Core management – in good times and in bad – consists of

A FOUNDATION of

Credibility – what you know, what you convey

Consistency – in what you measure, how you decide, how you communicate

A PROCESS of

Clear goals – for the organizational, the team and the individual

Courage – to make the tough decisions

Connection – between manager and staff and between staff and organization

Communication – planned, clear, two-way, respectful exchange of information

By practicing the 4 C’s of Process, you further strengthen your Foundation.

What’s Working?

The “What’s working?” question is a corollary to the constructive venting I talked about in an earlier post.

The organizational development approach of Appreciative Inquiry posits that identifying and leveraging the good stuff is as or even more effective than finding and fixing the bad stuff.

I’m not quite as idealistic as the hard core AI’ers so I like to start with a spirited and invigorating bitch session (for lack of a more delightfully appropriate phrase) followed by the “baby out with bathwater” question.

Spent from the exertion of spewing venom about one’s circumstances (ie: management-doesn’t-support-the-goals-we-don’t-have-the-resources-to-do-our-job-leadership-is-inconsistent-I’m-not-paid-enough-for-this-s$#t-why-does-XYZ-department-get-flex-schedules-and-we-don’t?-…) folks are ready for it.

Wow.  There’s A Lot Wrong

A team in the throes of improvement needs to hear some acknowledgement: “Wow.  There’s a lot wrong.  Sounds like we’ve got our work cut out for us.”  The thing is, if your team thinks there’s a lot wrong, then there is.  Until your team feels like things are going reasonably swimmingly, you will continue to peer through from the sorry-end of the knothole.  So you might as well acknowledge it so that they can move to the next stage.

Baby Out with the Bathwater

Once we’ve vented and once we’ve acknowledged the monumental problems that need to be addressed, we wonder: “Is there anything working well that we should take care to preserve?”  Afterall, we wouldn’t want to throw the baby out with the bathwater…

If you give the venting enough genuine space and time to breathe, then when you ask this next question, you are likely to hear about some pretty important (and leveragable) aspects of your organization that can help you get to goal.

Forget Positive Thinking

We’ve been beaten repeatedly about the head and shoulders in recent years to remember to “think positively”.  Woe to the team member who voices concern.  The trusty contrarian is now disdained and the nay sayers are summarily silenced.

Ironically, by squashing these Negative Nellies we are slowing down positive progress toward our most critical goals.

Research shows that our human brains are wired against change.  Introducing a new direction (information, competition, pace, etc.) causes a physiological stress reaction against the change.

The Value of Venting

Interestingly, one of the fastest ways to reduce the emergency brake effect of this stress reaction is to allow a bit of venting.  “What don’t we like about this news?” “What problems will it cause?”  “What can go wrong?” “Why is it stupid?” What may not have been taken into consideration?”

Our stress response is linked to survival.  Adrenaline is triggered which sets off flight/flight/freeze behavior.  At work this takes the form of the contrarian who fights back, the star team member who dusts off her resume to prepare for flight, the long timer who’ll bide his time, frozen in place.

Brain scan technology shows that just naming the threat – thinking it, saying it or, even more effective, writing it down – counteracts the threat response.  By giving credence to the stress factor and addressing it, we return out of threat mode and can enter a more rational state.

Once all the big bad stuff has been vented, we are in a physiologically more receptive place to ask: “How will we handle this?”

Tell Me More

Oh, how I love this phrase.  It has unearthed hidden diamonds of insight, helped avoid certain disaster, calmed raging emotions and has forged more meaningful relationships.

Try it.  The next time someone offers an opinion, an emotion, an idea, a problem to solve.

The Manager’s Magic Potion

Almost as easy as waving a magic wand, the Potion is a practice that can save you time, develop staff capability and increase innovation. As if that weren’t enough, with these five easy inquiries you can more easily delegate, manage performance and reward your stars. In short, you can run a more productive and motivated organization. Find out more here.

Dependency on External Motivation / Seth Godin

The following post is taken from Seth Godin’s fabulous blog.  See the original post here.  (And subscribe to his feed if you know what’s good for you)

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“One of the characteristics of the industrial age was the reliance on external motivation.

Go to work on time or the boss will be angry.

Work extra hard and the boss will give you a promotion.

If you get paid to work piecework, then your paycheck goes up when you work harder.

This mindset is captured by the Vince Lombardi/pro sports/college sports model of the coach as king. Of course we’ll have our non-profit universitiess pay a football coach a million or more a year, of course we need these icons at the helm–how else will we get our players to perform at their best?

I was struck by a photo I saw of male fencers at Cornell who practice with the women’s fencing team. Clearly, they’re not allowed to compete in matches (though the university counts them for Title XIV). I got to thinking about what motivates these fencers. Are they doing it because they’re afraid of the coach or getting cut? Would they fence better if they were?

The nature of our new economic system, that one that doesn’t support predictable factory work, is that external motivation is far less useful. If you’re looking for a big payday, you won’t find it right away. If you’re depending on cheers and thank yous from your Twitter followers, you’re looking at a very bumpy ride.

In fact, the world is more and more aligned in favor of those who find motivation inside, who would do what they do even if it wasn’t their job. As jobs turn into projects, the leaders we need are those that relish the project, that jump at the chance to push themselves harder than any coach ever could.”

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It is extraordinarily critical for those of us who are leaders, change agents and educators to understand the implications of this.  Where do we currently build skill in internal motivation?  We understand the why of it.  We need to develop the how.

Two-hour Team Building

Not gonna happen.

A client of a client wants a two hour team building session using MBTI.  Specifically, out of a team of 10 or so seasoned professionals there are a handful who are getting on like oil and water.  The session is scheduled for the first two hours of their annual team offsite which starts at noon.   In the span of those two hours they’d like to learn about MBTI and do some team building to learn how to work better and more productively with one another before they move into the second (and final) two hours of their annual team offsite.

You can raise awareness in two hours.  You cannot build a team in two hours.  And you definitely cannot raise awareness and build a team in two hours.  Not gonna happen.

This time it’s hard core.

You want the truth???  You can’t handle the truth!!!!!

Actually, the truth is, we’re not handling this very well at all.  And now we have hard core facts to back it up.  Facts for what?   Employee Engagement.  Yes, that’s right: facts, data, numbers.  Yes, for Employee Engagement.  Don’t believe me?  Well we have my good, smart friend Alana Dros to thank for doing the hard work of pulling this info together.  Alana is the best technical HR person I’ve ever worked with.  She is the STJ to my NFP, ying to my yang…  You get the point.  Anyway, here’s a few tid bits from a fabulous presentation she gave to a group of senior managers recently.  She has graciously allowed me to share this gold with you.   Read on…

The above chart was May 2005 Health Stream Recognition ROI Survey.  Adrian Gostick and Chester Elton’s research found links between recognition and business results:There are three measures shown in this chart.

  • ROE – Return on Equity
  • ROA – Return on Assets
  • ROM – Operating Margin

According to the data, companies that effectively recognize excellence enjoy:

  • an ROE more than three times higher than the return experienced by firms that do not.
  • an ROA more than three times higher than the return experienced by firms that do not.
  • and have six times higher operating margins than by firms that do not!

Here’s another take from June 2009 research by McKinsey:

In other news:

•79% of employees who quit their jobs cite a lack of appreciation as the key reason for leaving

•65% of Americans report that they weren’t recognized in the least bit the previous year

A Picture of Purposeful Engagement

This is a picture of my kids from a number of years ago.  It sits on a shelf above the stove where I was making tea in the kitchen this morning.  It occurred to me that this is a picture of purposeful engagement in meaningful work.  Do you think so too?  Why?

 

Three Kids Helping

Purposeful Engagement in Meaningful Work

New, Seasoned and Wise: Why “seasoned” isn’t necessarily good.

In my many years of management training and executive development work I have come to know three types of managers.  It doesn’t matter what level they are (first line supervisor, VP or CEO) – these are the three:

The New Manager

Pros: eager to learn, wants to do it “right”, open to ideas and best practices

Cons: wants to do it “right”, can lose forest for the trees, lack of context makes training “unsticky”, now knows enough to be dangerous

The Seasoned Manager

Pros: confident, lots of experience to share with others, doesn’t waste time or money on professional development

Cons: self-assured, been there-done that, HR signed them up for the mandatory course, “Yeah, I got this”, has known enough to be dangerous for awhile now and you could probably water ski on the resulting wake.

The Wise Manager

Pros: interested, open, thoughtful, understands that not in a hundred million years could a manager experience all that the human condition can deliver up and so is happy to learn yet another technique just in case.

Cons: often caught chuckling to self and smiling knowingly at New and Seasoned classmates

We’ve all been there.  Strive for Wise.