Byron's Babbles

Another Option Is Waiting To Be Uncovered

Posted in Educational Leadership, Global Leadership, Leadership, Leadership Development, Nuance, Nuance Leader by Dr. Byron L. Ernest on August 22, 2021

You gotta love the show, Monk. For those that have never watched it or don’t remember it, the show is about Adrian Monk, played by Tony Shalhoub, who develops obsessive-compulsive disorder, including being a germaphobe, after his wife was murdered. The condition cost him his job as a prominent homicide detective in the San Francisco Police Department. Because he is so good at what he does, Monk continues to help solve crimes as a consultant with the help of an assistant and his former boss, Leland Stottlemeyer, played by Ted Levine.

In the episode I happened to watch tonight, Willie Nelson was accused of and arrested for murdering his tour manager. Monk kept saying Willie didn’t do it, but the early evidence suggested otherwise. After some damning video evidence came out, Stottlemeyer said it was either “A” or “B” in terms of what actually happened. Monk said, “I believe it’s “C”. Stollemyer replide, “What the hell is “C”?” and Monk replied, “I don’t know yet.” I loved this because so many times when confronted with a decision, most of us default to choosing between “A” and “B” because, at first blush, the world appears binary (eg. Yes or No). Many times the standard “A” or “B” answer just doesn’t fit. Monk had shifted the thinking and conversation from binary affirmation to a learning conversation. We need to embrace and even search out option “C”. It may be the best of “A” and “B” or something completely new and different.

I would like to use the metaphor of a color spectrum here. We can see how immensely varietal the colors are, offering far more nuance than initially meets the eye. In my experience, this means that another option is waiting to be uncovered. Taking time to find the nuances can allow us resist the binary way of looking at choices. Let’s consider nuance and begin to view our choices more like the options available on a color spectrum. Like Monk, we might not know what option “C” is, but we know there is one.


Trust Is A Verb

I just finished rereading the great book Nuance: Why Some Leaders Succeed and Others Fail by Michael Fullan. I blogged about what prompted me to do this reread in “Nuance: Subtle Differences.” We are, and have been, experiencing times when complexity challenges our ability to adapt. This is particularly true in educational systems where we must meet individual student needs. Fullan offered help for thinking about systems change around three habits of nuance: joint determination, adaptability, and culture-based accountability.

Fullan argued that “trust is a verb before it becomes a state.” Someone can’t earn your trust without you first trusting them on something. In other words you can’t talk your way into trust. Trust becomes part of the community culture in real time. It is an action. When a leader is an active participant and becomes part of the group, accountability becomes a shared norm instead of something imposed from above. This resonates with me so much because I so desire the establishment and maintaining of a culture and community of innovation and commitment. This requires deep levels of trust.

Nuance: Subtle Differences

Nuance is a word I use a lot as a leader, as a noun, verb, and adjective. For me it is more than a word, however. As a student of Michael Fullan, I am a big believer that nuance is the answer to dealing with complex changes and the complex issues we have in the world today. In fact, being prompted to think deeply about what nuance means to me as a leader while reading Nonsense: The Power of Not Knowing by Jamie Holmes also prompted me to start re-reading Michael Fullan’s great book Nuance: Why Some Leaders Succeed and Others Fail. Holmes argued that straightforward answers are not always the best ones. The challenge is that in times of uncertainty and anxiety, people look for, and want straightforward answers. An inability to weigh new or different options is usually a hindrance. We many times desire simple explanations over ambiguity even when the simple explanations are completely false. Holmes also pointed to how President George W. Bush was reported to have said “I don’t do nuance” after the attacks on 9/11. Bush’s popularity increased following this. The problem was, there might have been some nuances overlooked during that period that could have lead to even better and more lasting solutions, but we were all fearful of other attacks and looking for immediate action. Studying history using hindsight can be dangerous, but there might have been cause to consider the nuances of the time. Harry Truman spoke often about the nuances of leadership and I blogged about this in “Remember, Freedom Is Yours Until You Give It Up.” In fact, I really hadn’t noticed how much I contemplate nuance, but I noticed is preparing this post that I have discussed nuance in nine different blog posts.

“The test of a first rate intelligence, is the ability to hold two opposed ideas in mind at the same time, and still retain the ability to function.”

F. Scott Fitzgerald

Under pressure people want a quick solution. This also drives these same people to favor just being told (authoritarian) what to do. I’ve experienced this before in policy discussions where things get a little messy with multiple good ideas, multiple ideas where the best of bad ideas has to be chosen, or opposing ideas that are both viable options. Individuals will suddenly say things like, “Just tell us what you want us to do.” When thinking of nuance I am reminded that two diamonds can be of identical size and color, but there are always slight differences not recognizable to the untrained eye. These differences can greatly add to or subtract from the value of the diamond. We need to think about the many complexities we deal with in our leadership worlds as diamonds and make sure we are studying all of the subtleties (nuances). The worst leaders tend to speak, direct, manage, and go “hands on” way too much. These leaders miss the nuances and go to what they know (or think they know) and insert themselves and begin “telling.” Remember, this fast and expedient route to the finish line can miss weighing all options and might miss great subtle and nuanced solutions.

Fullan taught us that “Nuance leaders have a curiosity about what is possible, openness to other people, sensitivity to context, and a loyalty to a better future. They see below the surface, enabling them to detect patterns and their consequences for the system. They connect people to their own and each other’s humanity. They don’t lead, they teach.” If you’ve ever experienced a leader that does this, you are thinking fondly of them right now. Unfortunately, there are so many leaders that have not figured this out. I was fortunate to have a leader early in my career who was a flawless nuance leader. He was extremely humble and I would compare him to being the orchestra director allowing us to express our own talents while bringing each instrument together for beautiful music. Our school was on an upward trajectory and serving our students at the highest level of excellence. Here’s what makes the difference: nuance leaders consider the lived experience of others as a result of the current reality and how that might change with each decision. Don’t forget to look for the subtle differences?