Byron's Babbles

What’s In Your Leadership Toy Box?

IMG_4980A week ago I facilitated one of our 3D Leadership gatherings in Florida. We used a Leadership Toy Box through line and had the participants pick a toy at the beginning and describe what leadership traits the toy possessed and how they could use the toy for great leadership. From that discussion we came up with a great list of leadership traits to focus on:

  1. IMG_4978Flexible
  2. Big
  3. Supportive
  4. Balanced
  5. Resourceful
  6. Wise risk taking
  7. Celebrate
  8. Confident
  9. Results driven
  10. Perspective
  11. Approachable
  12. Resilient
  13. Humble
  14. SynergisticIMG_4979
  15. Listens
  16. Caring
  17. Vulnerable
  18. Encouraging
  19. Purposeful
  20. Empathetic

Pretty incredible list, don’t you think? If you aspire to lead, but fill effective leadership roles whose vision will inspire, these are the leadership skills to answer. There are many other leadership traits that could be listed here, but these are certainly traits that, if mastered, would make a pretty effective leader.

The trait that came up the most in all our discussions was flexibility. Flexible leaders are those who can modify their style or approach to leadership in response to uncertain or unpredictable circumstances. Flexible leaders have the ability to change their plans to match the reality of the situation. This flexibility can be helpful when pushing through change. Dr. Ron Heifetz, Harvard University, was the first to define the distinctive theory of adaptive leadership. Adaptive leadership is about mobilizing others to make progress addressing the gap between the way things currently are and the desired state you are striving toward. Additionally, adaptive leadership is a way of reading the situation and understanding what is needed to work with others.

To fully get our minds wrapped around this we need to recognize there are two types of opportunities (challenges): technical and adaptive. With a technical opportunity there is an exact answer that is already known. Adaptive opportunities involve a human component and multiple viewpoints, opinions, attitudes, or diverse set of stakeholders. I believe if a leader takes the 20 items from above and applies them to an adaptive challenge she would be well served and in a position to lead effectively. This is why I am such a believer in creating an open environment for learning about leadership. It enabled the discussions, which started with toys, to get to learning about 20 skills for developing as a leader. What traits/skills would you add to the list?

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Displaying Leadery

Screen Shot 2019-02-23 at 6.10.31 PMSo, those that know me know I love coming up with new words. I am OK with making new words that end up getting the dreaded red hash-marked line under them (meaning it is misspelled or doesn’t exist). Today at our February Carolinas 3D Leadership gathering in South Carolina, the group came up with a new word: “Leadery”. I was all over it immediately because of my love for creating new words. Why can’t we create new words, anyway? Who is the new word police? What is the process for creating a new word? Well, I did a little studying.

It turns out any of us can create new words. In fact the term for someone who coins a new word is a neologist. If you say you knew this you are lying! Shakespeare is often held up as a master neologist, because at least 500 words (including critic, swagger, lonely and hint) first appear in his works. Experts, however, are not sure whether he personally invented them or was just transcribing things he’d picked up elsewhere. I’m guessing with his creative mind he invented them. From what I could find there are about 1,000 new words added to our language each year.

Back to “leadery”. In this case adding the ery to the end of the noun, leader, makes it an adjective. This is pretty cool because I would compare it to bravery. How many times have you heard that someone displayed great bravery? Or, she conducted herself with bravery? Or, the General led his troops with bravery? Probably a lot, right?

Well now we have a term for the act of practicing great leadership: “leadery”. Think about these potential sentences:

  • She showed leadery when taking on the principalship of the failing school.
  • It took tremendous leadery to do what was right.
  • It took a great deal of leadery to change the culture of the organization.
  • If we stay focused on self, others, and the wider world we can lead with leadery.
  • She instilled leadery in the team.

There’s a good chance that “leadery” won’t become one of the 1,000 new words for 2019, but it has sure been fun to learn about the development of new words. Why not have a word that compliments “lead” or “leading” the way that “bravery” compliments “brave”?

Final question: Can it be said you are displaying leadery?

“Innovation Happens Between The Ears”

I heard a great phrase from a retired U.S. Air Force General today. He said, “Innovation happens between the ears.” This quote was in reference to the story of the young Lieutenant George S. Patton developing a plan for making newly invented tanks into an effective tools for war in World War I in 1917. Tanks had not been effective yet because no one had taken the time, nor had the creative genius to figure out how to use the big, slow, machines that got stuck easily. Thus, innovation is not about the gizmo (in this case a tank); innovation is about how the gizmo is used to change the world.

I believe that the tanks mentioned above were just inventions, or worthless gizmos, until Patton got ahold of them and used them to innovate. In doing a little studying I came across the work of Canadian historian Benoit Godin. Godin attributes the differentiation between inventions/creations and innovation to a 1939 definition offered by Austrian economist Joseph Schumpeter. He defined invention as an act of intellectual creativity undertaken without any thought given to its possible economic import, while innovation happens when individuals figure out how to craft inventions into constructive changes in their organizations, personal lives, or to change the world. This is why some believe, while use of the word innovation is at an all time high, actual innovation is on the decline.

It has taken innovation to take many creations, inventions, and failures into complete successes. There is a very thin line between brilliant innovation and absolute failure, and there are many famous examples. Examples that include: penicillin, slinky, Wheaties, plastic, pacemakers, and my favorite, Post-It Notes. The creation of a weak glue when Spencer Silver of 3M was trying create a super strong glue in 1968 was revolutionary. It took till 1980, however for the first Post-Its to be distributed. It took a little while and another 3M employee, Art Fry, for Spencer’s mistake creation to become an innovation that has certainly changed our world. Let’s face it, Post-It notes are everywhere.

In the context of change, innovation does not happen for innovation’s sake, but to find more effective ways of doing things. How about you? Are you creating gizmos and procedures, or innovating to create social change and break the status quo?

Self-Awareness

The following is an excerpt from The 9 Dimensions of Conscious Success.

 

 

Self-Awareness

By David Nielson

 

Patrick Lencioni wrote in the Foreword of the book Emotional Intelligence 2.0:

Not education. Not experience. Not knowledge or intellectual horsepower. None of these serve as an adequate predictor as to why one person succeedsand another doesn’t. There is something else going on that society doesn’t seem to
account for.

 

I believe that “something else” is self-awareness.

When the film Animal House was released in 1978, some of my closest friends from college were convinced it was a “documentary” based on their real fraternity experiences. As entertainment, it contains many funny scenes, lines, and some great performances by popular actors of the day. I’ve always thought it was a very funny film and it certainly highlights many elements of college-level humor and bad behavior for that time. That’s clearly part of the “funny factor.” It’s designed to entertain, not to be a model for young people to follow. That said, the film can teach a lesson about the consequences of stumbling through life in a totally carefree, reactive manner (notwithstanding the humorous futures identified for the key characters at the conclusion of the movie, especially Bluto, John Belushi’scharacter).

 

The characters didn’t seem to demonstrate a very conscious intent with high awareness. The characters were not unconscious (except maybe after the toga party), but they certainly were not totally conscious either. Being clear about the various consequences of their choices was not much of a priority. I have to say I probably operated similarly at times when I was that age.

 

My simple definition of self-awareness is having the capacity for introspection and knowing at any point in time what is going on with you. It means you can see yourself as separate from others and the environment and can focus on your thoughts, feelings, physical state, and belief systems. This capacity or ability creates the solid foundation for much of life.

As my mentor John Jones used to say, “Awareness precedes meaningful choice.” From an early age, making good choices is a big part of life. It’s near impossible to make great choices with no self-awareness. As someone who has been in the business of helping others with their own development for many years, I can say that it truly is impossible to improve yourself without self-awareness.

 

 

About David Nielson
David Nielson brings over four decades of corporate, Fortune 500, and private consulting experience in organizational change management, leadership development, and training. David has helped guide large-scale change initiatives and business strategy driven by ERP, mergers, restructuring, and the need for cultural change. He’s been a featured and frequent speaker at PMI, Project World, Chief Executive Network, Management Resources Association, TEC, IABC, Training Director’s Forum, and the Alliance of Organizational Systems Designers.

David has worked around the world delivering training and consulting Services. In all those years, those countries, those clients; David has observed, learned and collected great experiences and teaching points. David decided to work on a way to “give back.”  His latest book, The 9 Dimensions of Conscious Success helps readers identify their definition of purpose professionally and personally to achieve conscious success.

 

Leading With Natural Self-Expression

Apple 🍎 Instead Of Potato 🥔

Mr. & Mrs. Potato Head are great examples to use as models for leadership development activities. The idea for the original Mr. Potato Head came from a Brooklyn-born toy inventor by the name of George Lerner.  He developed the idea of pronged like body parts that could be pinned into fruits, and vegetables.  He sold the idea to Hasbro toys in 1952 and they developed his idea into Mr. Potato Head which sold for 98 cents. We love using Mr. & Mrs. Potato Heads as a model to use during our first gathering of each cohort of our Noble Education Initiative 3D Leadership Program. I am also proud we are one of the largest distributors for Hasbro of Mr. & Mrs. Potato Heads. Pretty cool to get pallets of these great toys delivered.

Our sixth President, John Quincy Adams, said, “if your actions inspire others to dream more, learn more, do more and become more, you’re a leader.” I would like to change this and say, “If you have been inspired to dream more, learn more, and become more, you’ve been engaged in a 3D Leadership gathering.” This is how I always feel, and I believe the attendees do too, after one of our 3D Leadership gatherings.

This past week was no exception. I was in Florida and at the last gathering I facilitated in Apollo Beach, Florida one of our teachers redid the configuration of his Mr. Potato Head and really inspired the group and myself. He took an apple from the table (we always have fruit available for eating) and used it as the body instead of the provided plastic potato.

His explanation is what blew us away. He told us he not want to be constrained as a leader by using only the standard, provided pieces. He did not want to be constrained by the pre-made holes for the then pieces to be placed – with the apple, he could put them anywhere. The key to what he was saying was “constraint.” I love that he realized he needed to break the shackles of what has always been done. He did not want to be constrained by the “standard” Mr. Potato Head design. He had not let himself be constrained and took chances to run with an idea that allowed for maximum success.

When we do not let ourselves become constrained by the standard ways that things have always been done, or the way things have always been thought about then our personal way of being and acting will result naturally in our being our best. This is really an ontological approach to leadership. Personally, I want to be a part of developing leaders that leaves the individuals actually being leaders by exercising leadership effectively as their natural self-expression.

By thinking about natural self-expression, I want participants to understand we all have a way of being and acting in any leadership situation that is a spontaneous and intuitive effective response to what we are dealing with. We also want leaders whose world view is not constrained by what already exists and uses symbols and ideas to foster meaningful change. I believe our young teacher leader was exhibiting these leadership dispositions.

Leadership development should always be future oriented. We need to continue to think outside the normal pieces provided in the standard package and look for ways to develop our own effective natural self-expression leadership skills.

Pushing Our Boundaries & Reaching Beyond Ourselves

As I was driving across Central Florida from Orlando to Tampa yesterday on I-4, I noticed a place that I will definitely have to factor into my next excursion for facilitating my Florida 3D Leadership gatherings. When I got to Polk City I looked over to the north and saw a place called Fantasy of Flight. As you all know, I am an avid student of the history of flight; particularly as it relates to the Wright Brothers. I have blogged about them so many times I am not going to put any links to posts here, but if you search Wright Brothers here in my blog you will find lots about the inspiration I have found from these to great men in our world’s history.

I say world’s history because I really believe that their tenacity and vision for the why of flight might be the single most important innovation ever. This is why I was so struck by the name of this museum and event venue – Fantasy of Flight. It is so perfect because for so many flight was a fantasy. But, the right brothers took the fantasy and made it a reality. This quote from the owner, Kermit Weeks, is so perfect (Not to mention that I love metaphors!):

“Flight is the most profound metaphor for pushing our boundaries, reaching beyond ourselves, and freedom. And…don’t we All…fly in our dreams?” ~ Kermit Weeks

As I continued across the beautiful Florida countryside I noticed many birds and remembered how the Wright Brothers studied the wings of birds and how they took off, landed, climbed in altitude, and glided. I can imagine them fantasizing about flying. It is hard for me to imagine what was going through their minds. I’ve never lived in a time without airplanes, so I am envious of their incredible, artistic, and creative abilities that it took to invent the first plane. They used intersective innovation by taking the design of the bird and applying it to the first flying machine. Amazingly, those same designs and innovations on the first Wright flyer are in use on the plane I am sitting on right now, preparing to fly me home.

Imagine the audacity to think they could build a machine that would fly. Remember, people made fun of them. Also, the audacity to know what being able to fly would do to affect all generations to come. In other words, WHY being able to fly would be advantageous to the human race. Basically, everything in the Smithsonian National Air and Space Museum , where their first plane is on display, is there as a result of the Wright Brother’s innovative leadership! Additionally, there would be no Fantasy Of Flight museum without the Wright Brothers.

I am so glad I was paying attention on my drive yesterday and saw Fantasy Of Flight. It also gives me something to look forward to exploring. I so want to meet Kermit Weeks. I also see where they have flying experiences available in bi-planes – I am so doing it! I can’t wait to fly out in the open air like Orville did on that fateful day in December, 1903.

The Wright Brothers believed that just because it had never been done before, did not mean that it could not be done. They were modeling for us how to push beyond the boundaries. Think about all the impossible things that have been conquered by man. These things might include, landing on the moon, landing a craft on Mars, curing many diseases, organ transplants, and yes – even first flight.

What are you working on that is pushing your boundaries? What is your Fantasy Of (insert here)? Go ahead, fly in your dreams!

Collaboration

The following is an excerpt from The 9 Dimensions of Conscious Success.

 

Collaboration

 

By David Nielson

 

There is a notion that Edison was a master inventor who wore a lab coat and sat in his lab all day working alone and coming up with amazing inventions. This is far from the truth; in addition to being a great inventor, he was also a master collaborator. 

 

Edison brought in hundreds of collaborators to help create prototypes and commercialize his inventions—people such as investors, engineers, and others to help him develop and promote the products. This led to creating more than 200 companies. In 1890, Edition established the Edison Electric Company, bringing together his various businesses. 

When Edison heard that Alexander Graham Bell was going to commercialize his phonograph and cylinders, Edison knew it would make his technology yesterday’s news. He did not tackle this problem alone; he gathered a team, and for three days they worked on a technology that would jump over Bell’s—and they succeeded.

The thing about entrepreneurs is they are fantastic at creating ideas, but they sometimes fall short by not following through and implementing the ideas. That is one of the reasons why they have to learn to collaborate with others. 

 

“Many ideas grow better when transplanted into another mind than in the one where they sprang up.” ~ Oliver Wendell Holmes Sr.,
The Poet at the Breakfast Table

 

There are many other examples in history. Consider the teams that worked on putting a man on the moon. It took hundreds of a variety of people and talents to build the craft. They needed all sorts of engineers to figure out the trajectory, communications, and more to take a team into space, fly them to the moon, land and then walk on the moon, return to the craft, fly back to Earth, and finally safely land. It required tremendous collaboration to make that happen. 

 

A great movie, Hidden Figures, emphasizes the critical role of three women doing very important math and technical work to support astronaut John Glenn’s flight, without which the flight would not have been possible. Again, great collaboration to accomplish
a common goal—a common purpose.

 

 

About David Nielson
David Nielson brings over four decades of corporate, Fortune 500, and private consulting experience in organizational change management, leadership development, and training. David has helped guide large-scale change initiatives and business strategy driven by ERP, mergers, restructuring, and the need for cultural change. He’s been a featured and frequent speaker at PMI, Project World, Chief Executive Network, Management Resources Association, TEC, IABC, Training Director’s Forum, and the Alliance of Organizational Systems Designers.

David has worked around the world delivering training and consulting Services. In all those years, those countries, those clients; David has observed, learned and collected great experiences and teaching points. David decided to work on a way to “give back.”  His latest book, The 9 Dimensions of Conscious Success helps readers identify their definition of purpose professionally and personally to achieve conscious success.

 

 

We Must Listen For What Is Not Being Said

img_4774One of the things I love most about facilitating our Noble Education Initiative 3D Leadership gatherings is when participants say things that really make the group dig in and think. This is heuristic learning at its best. Last night one of our central Florida participants made the comment that as a leader she needs to “listen for what is not being said.” This caused a good discussion around the idea of why was something not being said or were the things not being said even known about to be said. That’s quite a mouthful, don’t you think?

So, how does one get better at paying attention to what is not being said? Good question, right?

Sometimes the challenge is on the end of the person or group communicating with us. If you think about it, we’ve all been in this situation, or at least I have. There are times when we just don’t have the knowledge, words, or correct vocabulary to express what we are thinking. Additionally, the other person does not have the emotional self awareness to convey what they are feeling to get their needs on the table for discussion. Furthermore, there are times when people are just afraid or uncomfortable to intimate their honest thoughts, opinions, and feelings.

We must, as leaders, listen for avoidance of topics, vague communication, or lack of knowledge. These are all cues that something may not be being said that should be. We can combat this by doing more listening than talking. Also, we need to listen to understand, not listen to respond with an answer. We should think more in terms of what is the right next question. Word clues are great to listen for. Finally, we need to pay attention to body language and other non-verbal cues that tell us the person or group we are convening with has more information that is not being told.

In our discussion, we decided there is to perfect equation for listening for what is not being said, but that we must be curious and listen for underlying issues or topics. We need to ask clarifying questions to make sure we we understand before moving on from a topic. Listen and clarify!

Get Some Sleep

The following is an excerpt from The 9 Dimensions of Conscious Success.

Get Some Sleep

By David Nielson

One time I was working with a company with change-management issues. I thought I was doing a solid job for the company until one of the senior executives approached me in the hall and said, “Listen, David, I only have a minute, but I needed to ask you a favor. I need your help convincing the senior leaders about the value of the work you are doing, the value of change management for the company, and why we are investing in it. I’m sorry I don’t have more time to discuss it, but I’m rushing off to a meeting right now. We can talk about it more later.”

She rushed off to her meeting before I could really respond, and I didn’t see her the rest of the day. A deadly seed of doubt had been planted within me. I went back to my hotel room that night deflated. I thought, They don’t think I’m doing a good job…that what I’m offering the company doesn’t have value. I knew better, but I took it personally. I was afraid my time with them was coming to an abrupt end.

The doubt triggered my insecurities, and because I had low self-awareness, I was not in touch with what was happening and what the potential impact was going to be. I tossed and turned all night, extremely stressed about what was going to happen— and what I could do about it.

The next morning, I had a presentation to give to a group. I knew the material backward and forward, and all of my materials were prepared. I was tired, stressed, and insecure and did not have the awareness to predict what would happen next.

I gave the presentation and received a lukewarm response. I was asked questions that I did not answer very well. I was totally off my game. In fact, one of my colleagues noticed and asked me what was wrong after the meeting. My low self-awareness had a negative impact, not only on my presentation but also on my purpose of delivering excellent material, content, and support to the company.

I had to clear the air, so I found the senior executive who had approached me. 

Listen, I need more clarification on what you need from me to help you relay the value of what I’m doing.”

“David, we all think you’re doing a fantastic job. We all can see the changes within the organization. The trouble I’m having is clearly articulating those changes to the rest of the team. I just need your help in the proper language and examples of your work.”

Oh! I had gone straight to the dark side. As my wife puts it, I had a “disaster fantasy.” Sometimes parents have these dark thoughts if they don’t see their child for a period of time and immediately go to thinking something terrible has happened to the child.

Having a strong self-awareness will filter out these disaster fantasies because we are more aware of our feelings, thoughts, and triggers. When we begin to feel something is amiss, with self-awareness we can begin to ask questions, seek clarification, and assume the best based on our skill sets and abilities.

**********************************

About David Nielson

David Nielson brings over four decades of corporate, Fortune 500, and private consulting experience in organizational change management, leadership development, and training. David has helped guide large-scale change initiatives and business strategy driven by ERP, mergers, restructuring, and the need for cultural change. He’s been a featured and frequent speaker at PMI, Project World, Chief Executive Network, Management Resources Association, TEC, IABC, Training Director’s Forum, and the Alliance of Organizational Systems Designers.


David has worked around the world delivering training and consulting Services. In all those years, those countries, those clients; David has observed, learned and collected great experiences and teaching points. David decided to work on a way to “give back.”  His latest book, The 9 Dimensions of Conscious Success helps readers identify their definition of purpose professionally and personally to achieve conscious success.

MacGyver Intersectional Leadership

I don’t watch a lot of television, but tonight I have scheduled time to watch the new episode of MacGyver. I love the old, original show that ran from 1985-1992, but also really like the remake version. I can’t wait for the 8:00 start time for the show. MacGyver is the poster child of resourcefulness and core values. There really needs to be a little MacGyver in every leader.

There are times in our leadership careers when we are faced with unforeseen circumstances that don’t fit the usual textbook solutions. What we do at those times will go a long way to determine our success or failure. So, what can we do? We need to be be like MacGyver and look for the solutions, not look at the problem. I love watching him look around for what’s available and really out of context to the problem till he uses his knowledge and skill to put it all together. We need to encourage purposeful efforts to find unusual concept combinations to solve the opportunities we have.

Skills and talents are not labels, they are tools, ‘MacGyver’ tools that allow leaders to improve how their organization functions.  When organizations dare to move from a weakness-fixing organization to a talent-focused organization, they will enjoy improved productivity, greater efficiency, new levels of engagement, higher retention rates, and overwhelming organizational improvement.

Really, people are more likely to bring something new to the organization if they are not recruited to fill an established role. And if they are motivated and engaged, they will be able to find intersections between their skills and the organization’s needs.

If you notice, all the members of the Phoenix Foundation team on MacGyver all have different skills. If we want to generate intersectional ideas, we should seek and provide environments where we and our team members will work with people who are different from us. In The Medici Effect, What Elephants and Epidemics Can Tell Us About Innovation, author Frans Johansson wrote: “A sure path to inhibit your own creativity is to seek out environments where people are just like you.” We all come to the table with with different skills and we need to develop those skills and search for the intersections.

In Cracking Creativity, Michael Michalko describes taking “thought walks” in order to look for random combinations or get new, fresh ideas for solving opportunities. I compare this to how MacGyver walks around and looks for items to put together to form a potential solution. Michalko tells this story about a group that did a successful thought walk: “A few months back, a group of engineers were looking for ways to safely and efficiently remove ice from power lines during ice storms, but they were stonewalled. They decided to take a “thought walk” around the hotel. One of the engineers came back with a jar of honey he purchased in a gift shop. He suggested putting honey pots on top of each pole. He said this would attract bears. The bears would climb the pole to get the honey, and their climbing would cause the poles to sway and the ice would vibrate off the wires. Working with the principle of vibration, they got the idea of bringing in helicopters to hover over the lines. Their hovering vibrated the ice off the lines.” All of that from a jar of honey. Amazing, right?

We need to learn from MacGyver and step into an intersection of fields, disciplines, or cultures, and combine existing concepts into a large number of extraordinary new ideas. So let’s stop looking at the problem and use our skills and talents to search for solutions.