Byron's Babbles

The song “Sleep When I’m Dead” is an anthem for those of us who have bold visions, think outside of normal paradigms, and want to keep learning and forging ahead every day. Autumn Kings nailed it on the head with this song. As a person who often uses the idiom of not sleeping till I am dead, this song really resonates with me. Allow me to share some of my favorite phrases from the song:

• “They counted me out”
• “They told me to stop”
• “Everyone’s talking; Addicted to gossip; But I can’t be bothered”
• “I will not bow; I will not break”
• “They tell me that I’m in over my head”
• “But I can’t be tamed”

I love this song! I love this group! Earlier I described this song as an anthem. What did I mean? The attitude of this song is one of never giving up, not worrying about what others say, and constantly striving for our own next steps, making this song an anthem of determination and forging ahead. The song signifies a mindset of relentless determination and perseverance. It suggests that we need to be so focused on our goals and passions that we are willing to sacrifice rest and comfort in order to achieve them. It embodies a spirit of resilience and drive to keep pushing forward despite any obstacles or challenges that may come our way.

This past week I ended up in a fascinating conversation about “emotional contagion.” Emotional contagion is an important human trait because it allows us to connect with others on an emotional level, understand their feelings, and empathize with them. Elaine Hatfield (1993) defined emotional contagion as “the tendency to automatically mimic and synchronize expressions, vocalizations, postures, and movements with those of another person’s and, consequently, to converge emotionally.” This is not always viewed as a positive thing, but could help to build strong relationships, foster teamwork, and creating a sense of unity within a group or community. We must also be aware that emotional contagion can also influence our own mood and emotions, leading to a positive or negative impact on our mental well-being. This ability to share and transfer emotions plays a crucial role in social interactions and overall human behavior.

Emotional contagion is also an important concept to consider in our role as a leader as well. Leaders need an understanding of emotional contagion because it can have a significant impact on the dynamics within their team or organization. This includes the leader’s relationships with others. When leaders are aware of how emotions can spread among their team members, they can better manage and influence the overall emotional climate in the workplace. By being attuned to emotional contagion, leaders can create a more positive and supportive work environment, enhance communication and collaboration among team members, and ultimately improve overall productivity and morale.

By understanding emotional contagion, we can can help others effectively address any negative emotions or conflicts that may arise, preventing them from escalating and affecting the team’s performance. In essence, by understanding and leveraging emotional contagion, leaders can foster a more cohesive and successful team dynamic.

Reference

Hatfield, E., Cacioppo, J. T., & Rapson, R. L. (1993). Emotional contagion. Current directions in psychological science, 2 (3), 96-100.

Geddy Lee, the frontman, bassist, and keyboardist for Rush, told us in My Effin’ Life, “We need a diversity of influences.” He was referring to all the different artists and bands they had been fans of, studied, and listened to. As Geddy also said, “If you have three bands influencing you, you are a derivative. If you have 100 bands influencing you, you are original.” His point was that we need lots of influences. Having a diversity of influences allows for a more well-rounded and inclusive learning experience.

“There is no such thing as a new idea. It is impossible. We simply take a lot of old ideas and put them into a sort of mental kaleidoscope. We give them a turn and they make new and curious combinations. We keep on turning and making new combinations indefinitely; but they are the same old pieces of coloured glass that have been in use through all the ages.” ~ Mark Twain

To avoid being a “derivative,” it’s important for us to focus on developing our own unique ideas, perspectives, and approaches. This can be achieved by having many influences, through continuous learning, experimentation, and exploration of different and disciplines. Additionally, staying curious, open, and willing to take risks can help us break free from conventional thinking and create truly original work. Remember that true innovation and being original comes from combining existing knowledge and experiences in new and creative ways.

I am reading an awesome book, My Effin’ Life, right now by Geddy Lee, the frontman, bassist, and keyboardist for Rush. Having seen this band several times, I had to read the book. It is an awesome book and is going to prompt many posts. A point Geddy made after telling how he had been kicked out of Rush, the band he formed, and the being asked to rejoin was that “Skepticism is good to have in your toolbox.” I’ve never really considered myself a skeptic, but I can’t argue it’s use. As Geddy pointed out, skepticism can be a useful tool for a leader to have in our toolboxes because it allows us to question assumptions, dig deeper into issues, and consider multiple perspectives before making decisions. However, it’s important for leaders to balance skepticism with open-mindedness and trust in our teams. Overly skeptical leaders may create a negative work environment and hinder progress. So, while skepticism can be beneficial, it’s important for leaders to use it wisely and in moderation.

Skepticism can be used in a positive way when leaders question the status quo and traditional practices in their industry. By being skeptical of current methods, we can drive innovation and encourage our teams to think outside the box. Skepticism can also help us identify potential risks and challenges before they become major problems, allowing us to develop proactive solutions. Ultimately, skepticism can lead to more informed decision-making and positive outcomes for our organizations.

My son and I had the opportunity to spend time at the Ford Piquette Avenue Plant Museum yesterday. It is a great place learn more about the automotive icon, Henry Ford, and about the history the automotive industry including the innovation behind some of the world’s most iconic vehicles. Innovations, such as the electric windshield wiper motor invented by one of Ford’s female engineers. Visitors can explore the birthplace of the Ford Model T and see how Henry Ford revolutionized the production process with the assembly line. That was a great exhibit in the museum, by the way. Additionally, the museum showcases the impact of early automobiles on society and the evolution of transportation over time. It’s a fascinating place to gain insight into the past and appreciate the ingenuity that has shaped modern-day vehicles.

The museum also does a great job of illustrating how industry must keep up with the latest needs and desires of customers. One thing Ford struggled with was making changes to keep models new and modern like the sleeker more beautiful models other companies were coming out with.

Leaders can learn good lessons from Henry Ford’s example, such as his production processes and his ability to revolutionize an industry. They could also learn the importance of perseverance and dedication to one’s vision. However, leaders could also learn to be cautious of the negative aspects of Ford’s leadership style, such as his controversial views on labor relations and his authoritarian management style. Overall, studying the example of Henry Ford can provide valuable insights for leaders looking to make a positive impact in their industries. We must always remember these leaders of the past were human. As humans, we have good traits and traits to improve on. We must study others as humans, learning from the good and bad.

This morning I wrote Reminiscing. Now, as promised, I am writing Reminiscing Part 2. In this new phase of parenthood where I have a Dad/Lad adult relationship it is interesting the things we talk about. Yesterday, as we were sitting at a Purdue March Madness Pre-Game event in Detroit, Michigan my son, Heath, said, “You know, I’m sitting here thinking of all the athletic events I went with you to while you were principal at Emmerich Manual High School. I really wish that great basketball team would not have lost in the championship game of sectionals. I still remember the pre-game talk you gave them and the consolations of how proud you were of them after the game.” We went on to talk for about an hour about that timeframe of our lives. Wow, amazing what my middle schooler, at the time, remembers of what is dad said and did. Scary! Huh? Remember and beware, we aren’t always aware of the influence we are having.

I am so glad that my son started the walk down memory lane. The tables are turning from me being the story teller to him telling the stories. Reminiscing about memories with a father and son, or any parent/child relationship can strengthen their bond and create a sense of nostalgia and connection. It allows us to reflect on shared experiences, cherish moments from the past, and deepen our relationship through storytelling, lessons learned, and laughter. These shared memories can also serve as a source of comfort and support during challenging times, creating a strong foundation for our relationships moving forward.