Hope Is Keeping The Light Shining
The band Disturbed has always fascinated me. They have an awesome song, The Light, that has caused me to pause and reflect. This reflection comes especially from a couple of phrases:
- “Sometimes darkness can show you the light”
- “Don’t let hope become a memory”
The phrase “Sometimes darkness can show you the light” means that in difficult or challenging times, there can be opportunities for growth, self-discovery, and finding solutions. It also suggests that even in the darkest moments, there may be valuable insights or lessons that ultimately lead to a positive outcome or new perspective. Ever been doing something that at the time seemed awful, but then later, looking back, you viewed as a good experience or not such a bad time? I believe this phrase of the darkness showing is the light describes those experiences as well.
As the eternal optimist, the phrase “Don’t let hope become a memory” really resonates with me. It means to hold on to hope and never give up on it, never. It emphasizes the importance of keeping hope alive and actively working towards a better future, rather than letting it fade away and become a distant memory. We must have persistence, resilience, and belief in the possibility of positive change.
We Are All Human
I really enjoy the music by the band Shinedown. In fact I have been inspired to blog by their music before in Hope Is Not A Four Letter Word. Tonight as I was coming home from doing some leadership development work I heard one of Shinedown’s songs I really like, A Symptom of Being Human. Brent Smith from the band has talked about the song being a tribute to the uniqueness of all of us. I love that the song’s lyrics contain phrases like “coloring outside the lines” and “You’ve always been slightly awkward, kinda weird.” That describes many of us and our “symptom of being human.” I’ve always said we are all a little weird in our own ways – wonderfully weird. We are all human – every one of us. The coolest symptom of being human is the unique greatness of each and every one of us.
There are lines in the song that also say, “Sometimes I’m in a room where I don’t belong;” and “’Til I got my invitation to the lunatic ball.” To me these speak to those ever present times when we are in situations where we just don’t fit in or can’t quite get assimilated. We need to remember we are all like this – remember we are all unique and have a purpose. We need to help and lift each other up and find ways for that uniqueness to help make the world a better place. Remember, “it’s all just a symptom of being human.”
Leading Like आशा Āśā
I read a statistic this morning that over 80% of New Year’s resolutions fail by mid-February. Since we are in the last week of February, I would like to ask: have you made a New Year’s resolution and, if so, has it failed? I don’t make New Year’s resolutions so I am in the clear on this one. My reason for not making them is that they are frustrating and not sustainable.
I just finished the great book Slow Time Between the Stars by John Scalzi and I’ve already written a couple of posts inspired by that book. Here is another. At least seven times during the book, the only character in the book, an AI being, आशा Āśā, referred to “repairing and improving” itself. आशा Āśā once said, “…what I was doing now, repairing and improving itself for a further journey” (Scalzi, p. 22). At one point आशा Āśā even referred to taking 200 years for repair and improvement. This really got me to thinking about the time we spend, don’t spend, or should spend, on repair and improvement for ourselves. Part of the reason New Year’s resolutions don’t work is because they are focused on fixing something we see as being inadequate. If we are honest, it is usually something pretty superficial.
I realize that आशा Āśā is a fictional AI character, but maybe we can learn from its approaching improvement from a continual and long game approach. Incidentally, in the book आशा Āśā is a Sanskrit word with the approximate meaning of “Hope.” The character, आशा Āśā recognizes being changed by knowledge in the book.
As a person who believes in building on our strengths, I try not to focus so much on the weaknesses, except in the areas I want to learn and grow in. For example, I am taking a University of Oxford Artificial Intelligence class right now. To better serve my clients I need to know how to better leverage the use of AI, understand how AI works, and have a better knowledge of the policy and regulatory implications surrounding AI. AI is not necessarily a strength area, but one I need to allow time for growth and improvement in.
Focusing on our strengths can help us build upon what we are already good at and continuously improve. By leveraging our strengths, we can achieve greater success and continue toward reaching our full potential. Again, we can recognize our weaknesses and work toward improving needed areas, but emphasizing our strengths can lead to more efficient growth and development.
Setting Our Consciousness To Engage
This past week I started another Oxford University, Saïd Business School course in artificial intelligence so I have really been contemplating how far we have come since John McCarthy coined the phrase “artificial intelligence” in 1956. It just so happens I am reading The Far Reaches Collection right now and am specifically reading Slow Time Between the Stars by John Scalzi presently. This is a must read told from the perspective of an artificial intelligence being on an exploration of the stars of the farthest horizons of human potential. The AI being also contemplates its own purpose. Reading this book at the same time as starting a course in AI has been interesting to say the least. It has made me contemplate what really is possible and what is there yet to experience in my lifetime.
Named आशा Āśā, meaning “Hope,” the AI being described itself as “me” saying, “I am me. The systems and processes that comprise what I am are we. The systems and processes I contribute to are us. I contain multitudes. So many pronouns, all relevant, depending on perspective.” More on this in another blog post. आशा Āśā was describing levels of consciousness that we have as humans versus its levels. For example, we can’t become conscious of the workings of our liver – it just works. आशा Āśā could decide all its levels of consciousness. It said, “So many of my functions happen at a level below where I have set my consciousness to engage.” This got me thinking about us, as leaders, and where we set our levels of consciousness to engage with the people we serve and projects we lead.
It is very important for leaders to consider where to set our levels of engagement with both the people we serve and the projects involved. By being mindful of how and where we direct our energy and focus, leaders can ensure that we are making the most impact and effectively achieving our goals. Prioritizing tasks, goals, and relationships that align with our values and long-term objectives will lead to more purposeful and effective leadership.
Finally, a leader should learn and reflect on the importance of being mindful and intentional about where we are directing our focus and energy. By asking ourselves where we have set their consciousness to engage, we can assess whether we are prioritizing the right tasks, goals, and relationships. आशा Āśā’s ability to set its levels of consciousness to engage prompts us, as leaders, to consider if we are aligning our actions with our values and long-term objectives, ultimately leading to more purposeful and effective leadership.
Leading Fruitful Teams
This week I had the pleasure of working with our Focused Leader Academy at Silver Creek School Corporation. As with all the participants from the schools I do these academies, I love working with this group of aspiring leaders. They are always so creative and inspiring. At this past week’s gathering we started a two part series on building, working with, and leading teams. One of the activities was for participants, in teams of course, to make a representation of what a great team looks like using Play-Doh®️. As always, I was amazed! One team created an incredible bowl of mixed fruit – see the featured picture of this post. The team that created this visual metaphor told us that “A great team that is high functioning can be compared to a bowl of mixed fruit because each member brings their own unique strengths and qualities to the team, just like how different fruits bring different flavors and nutrients to the bowl. Together, they create a well-rounded and balanced team that is more effective and successful.” See why I love working with this group?
One person contributed that the different fruits that need to be peeled can be compared to some members of great teams who require extra support or assistance in order to fully contribute to the team. Just like how peeling the fruits reveals their true potential and enhances their flavor, providing the necessary support and guidance to certain team members can help them unlock their full potential and excel within the team. By recognizing and addressing the unique needs of each team member, the team can work together cohesively and achieve greater success. Never forget that some team members just need to be tapped on the shoulder and reminded how valuable they are and invited to take on the next big challenge, position, or project.
The different fruits in a mixed fruit bowl also represented the diversity in the makeup of a great team in several ways. Just like a team consists of individuals with different backgrounds, skills, and personalities, each fruit brings its own unique flavor, texture, and nutritional benefits to the mix. When combined harmoniously, the variety of fruits in a mixed fruit bowl creates a delightful and satisfying experience for those who enjoy it. Similarly, a diverse team can leverage the strengths and perspectives of its members to collaborate effectively and achieve outstanding results. Embracing diversity in a team can lead to innovation, creativity, and improved problem-solving abilities. Just as each fruit in a mixed fruit bowl plays a vital role in creating a delicious and balanced combination, each team member contributes their own expertise and perspective to the collective success of the team.
Leading With Ambivalence
Today in a meeting when issues were discussed and solutions proposed a person, who I consider a great leader, kept saying they were ambivalent. First, I had to Google “ambivalent” to make sure I was thinking about it correctly. To be clear, being ambivalent does not mean the person and agency he works for did not care. It meant he was undecided and had opposing/conflicting views. Machiavelli taught us to “declare.” Those that know me know I believe and practice this. Rarely do others not know where I stand. I really appreciate this in others that practice “declaring.” I recognize this is not always easy.
In the great book On Grand Strategy, John Lewis Gaddis said, “It’s much the same in most aspects of life, where we make such choices instinctively, or almost so. As authority increases, however, so does self-consciousness. With more people watching, practice becomes performance. Reputations now matter, narrowing the freedom to be flexible” (p. 26). Sometimes as leaders we must be able to navigate opposing views. Abraham Lincoln was a master at this. Lincoln kept his long-term aspirations for our country and the immediate necessities in mind at the same time.
This reminded me of Gaddis explaining Hedgehogs and Foxes according to Oxford don Isaiah Berlin, “Hedgehogs, Berlin explained, ‘relate everything to a single central vision’ through which ‘all that they say and do has significance.’ Foxes, in contrast, ‘pursue many ends, often unrelated and even contradictory, connected, if at all, only in some de facto way.’ The distinction was simple but not frivolous: it offered ‘a point of view from which to look and compare, a starting point for genuine investigation.’ It might even reflect ‘one of the deepest differences which divide writers and thinkers, and, it may be, human beings in general’” (Gaddis, p. 4)
Ambivalence in leadership can be tricky. While it’s best for a leader to consider different perspectives options before making decisions, being consistently ambivalent can lead to indecisiveness and confusion among team members. It’s important for a leader to make informed decisions and stand by them, even if they may not please everyone. However, it’s also crucial for a leader to be open to feedback and willing to adapt their approach when needed. So, it’s okay to have moments of ambivalence, as long as they are followed by decisive action and clear communication.
Leaders Experiencing The Minute Details
Our “accumulated experience” and “inherited knowledge” are extremely important to us as leaders as they help shape our decision-making process, problem-solving skills, and overall leadership style. Experience allows us to learn from past successes and failures, giving us valuable insights that can guide us in making better decisions in the future. It also helps us earn the trust and respect of our team members, as they see us as someone who has been through various challenges and knows how to navigate them effectively. Overall, accumulated experience can make us a more effective and confident leader.
We were reminded by Mohammed bin Rashid Al Maktoum, just how important our accumulated experience and inherited knowledge are in My Story. He told us that, “Some say a leader must have a bird’s-eye view, looking at things from above so that he or she can assess them and make the relevant decisions. I say a leader must be on the ground living among the people, enduring their conditions, experiencing their lives and knowing the minute details of their suffering in order to change their situation for the better” (p. 67). I call this being the “deer in the headlights.” This is why I am also such a big advocate of, where possible, having people who have actually done what is being taught be the teachers of those transferable skills.
“Inherited knowledge” refers to the knowledge and expertise that is passed from one generation to the next within an organization or team. This knowledge can come in the form of best practices, lessons learned, and insights gained from past experiences.
Inherited knowledge is important to organizations and leadership because it allows us to build on the successes of the past and avoid repeating the mistakes that have been made before. By tapping into the collective wisdom of those who have come before, organizations can make more informed decisions, solve problems more effectively, and drive innovation.
Additionally, inherited knowledge can help to foster a sense of continuity and tradition within an organization, creating a sense of stability and cohesion among team members. It also enables leaders to mentor and develop the next generation of leaders, ensuring a smooth succession of leadership and the continued growth and success of the organization.
Adding New Skills To Our Repertoire
Having just returned from my maiden voyage to Dubai, United Arab Emirates, I have been doing quite a bit of studying on this new place I immediately fell in love with. Right now I am reading the great book by Mohammed bin Rashid Al Maktoum, My Story. In Chapter 17, Diving For A Living, he shared, “My father asked me to add a new skill to my repertoire, something that would expose me to an aspect of life I wasn’t used to seeing” (p. 65). I loved this because I have always tried to encourage and enable this with my son, Heath.
Continually adding new skills to our repertoire is important for personal and professional growth. By learning new skills, we can stay relevant in a rapidly changing world, adapt to new challenges, and improve our problem-solving abilities. Additionally, acquiring new skills can open up new opportunities for advancement in our careers and help us stay competitive in the job market. It’s important to never stop learning and to always be open to acquiring new knowledge and expertise. Adding new skills to our repertoire enables us to be ready for new opportunities that come our way.
The Infinite Loop of Our Influence
I got to watch some television last night and I like to study the characters and the personalities the writers give those characters. I love the show Bones. The protagonist of the series is Dr. Temperance Brennan (Emily Deschanel), also known as “Bones,” is a highly intelligent and socially awkward forensic anthropologist who works at the Jeffersonian Institute in Washington, D.C. She is known for her dedication to her work, keen attention to detail, and ability to solve complex cases through the analysis of human remains. Despite her rational and scientific approach to life, she also struggles with interpersonal relationships and often comes across as blunt or insensitive. Overall, Temperance Brennan is a fascinating and multi-dimensional character who is at the top of her field in forensic anthropology.
In the episode I was watching she made a comment to another character, Angela Montenegro (Michaela Conlin) to console her after worrying that she would never find true love again. Bones said, “Of course you will. Infinity goes in both directions. There are no unique moments. Nothing happens just once.” This was one of those highly intellectual and philosophical comments that most of us have trouble understanding. Those that know me know I love to think and ponder on comments like these. First, I had to decide if I believed what she said to be true. Bones was suggesting that time is infinite and cyclical, with events and moments repeating themselves in an endless loop. It implies that there is no such thing as a truly unique moment or experience, as everything is interconnected and part of a larger pattern. It also highlights the idea that nothing is ever truly isolated or one-off, as everything is part of the greater whole of existence.
Whether time is finite, infinite, or cyclical are philosophical questions that are still debated. I do believe there is interconnected, though. What we do affects the lives of others. Without certain people having been a part of my life, both personal and professional, my life would be very different. We need to stay cognizant of the fact that everything is part of a greater whole of existence. What we do today will affect not only those in our inner circle and those we serve, but others on a global level. C. S. Lewis taught us, “It is a law of the natural universe that no being can exist on its own resources. Everyone, everything, is hopelessly indebted to everyone and everything else” (Lewis, God In The Dock, p. 85). As my mom taught me, “Byron, your actions have consequences and will impact others, not just yourself.” Boy was she wise! Whose existence will you impact today? Make it a positive impact.
Being A World Changer
As you know, I am currently reading six books conceived and curated by Blake Crouch called Forward. I’ve already blogged about his first two questions that drove the series in The Unforeseen Twists & Turns and Rolling The Dice of Uncertainty. Now while reading a fourth awesome book in the series by Veronica Roth, Ark, I am contemplating the third and most difficult driving question, “How does it feel to change the world” (Crouch, 2019)? When I first started thinking about this question my mind went to individuals who had made big changes in the world that we could easily point to. You know…the ones monuments have been built to honor. It’s important to remember, however, that changing the world doesn’t always mean making grand or global changes. Even small actions can have a ripple effect and create positive change. Those ripples can and will eventually turn into change that might one day have a global impact.
When we find purpose in what we do it allows us to pursue significance over success in our chosen fields going beyond personal benefit in preparation for our world-changing. We may know if we are changing the world by reflecting on the impact our actions have on others, the solutions or innovations brought to problems, and positive influence we have on those around us.
Too many people believe that they have no power and can’t make a difference in this world. Not true! We can all make a difference in our own way. By refusing the status quo, thinking and dreaming big we can help create the environment for changing the world. We must all lead from where we are. All of us have unique talents, skills, and expertise that we need to share. Our willingness to share plays a crucial role in changing the world for the better by spreading ideas, fostering collaboration, and building a supportive community. It allows us to collectively tackle challenges, inspire others, and create a ripple effect of positive change.
Sharing can put us in a better position to change the world for the better in several ways. Firstly, when we share our ideas, knowledge, and resources with others, it can inspire and empower them to take action and make positive changes themselves. By sharing our insights and experiences, we can help others learn from our successes and failures, and encourage them to pursue their own ideas and initiatives.
Secondly, sharing allows for collaboration and collective problem-solving. When we work together and share our different perspectives and expertise, we can come up with more innovative and effective solutions to complex problems. By pooling our resources and working towards a common goal, we can achieve greater impact and change.
Furthermore, sharing fosters a sense of community and interconnectedness. When we share our time, kindness, and support with others, we create stronger bonds and build a network of like-minded individuals who are motivated to create positive change. This sense of community can provide the necessary support and encouragement to sustain our efforts and amplify our impact.
So, how does it feel to change the world? It feels like using our purpose to lead from where we are by using our purpose to make ripples by challenging the status quo, thinking and dreaming big, and sharing ourself with the world.
Byron's Babbles 
leave a comment