The idea of culture change is easy; the details of execution are complex. Most of us can only speculate how the organization is actually going to respond to change and why. Enterprise level “cascading” plans are unlikely to succeed. When leaders use the word “cascade” in the context of culture change, they are referencing an old corporate communications/change-management paradigm that is useful for communications but NOT useful for the real work of culture change or adult development. Few leaders truly understand how culture works — a new approach is needed to support leaders responsible for shaping culture.
No you can’t “cascade” culture change… but you can scale courageous culture attributes.
The CXOs ideal, courageous culture vision may or may not be possible yet — especially in certain pockets of the organization — and for good reason. Only in the midst of executing an expert culture change prototype can we begin to learn more about what’s possible re: the three, big “HOW-TO?” questions:
1- How to define the way teams should connect to superiors/subordinates to be most effective? Why ? Under what circumstances/situational context?
2- How to break down the silos and unite cross-functional teams? Why? Under what circumstances/what situational context?
3- How to build versions of progress (prototypes) that demonstrate value to the organization. How to define and measure which new prototype elements work/don’t work? Why? Under what circumstances/situational context?
But before solving the complex execution details mentioned above… we need to focus on understanding/clarity and get alignment around what’s really going on in our culture.
What aggressive/defensive norms are working against us? Where are the anomalies working for us? against us? Under what circumstances/situational context?
What passive/defensive norms are working against us? Where are the anomalies working for us? against us? Under what circumstances/situational context?
What causal factors provide the greatest leverage for change? Why? Under what circumstances/situational context?
If you don’t first get the clarity & alignment…. you’re screwed. You’re not gonna scale or cascade anything besides culture incompetence.
This past year, I met with hundreds of senior executives across the globe for the sole purpose of getting in some high-quality practice reps—working on our path to emotional mastery together. In many geographies, in many languages, in many world-class companies from many industries, we came together to strengthen our innovation mindsets and muscles so that we can accelerate getting to our individual and collective next levels as world-class Jedi business leaders focused on playing the long game.
These leaders are wrestling with the fast pace of change, asking questions like: What does our next-level business environment look like 10 years from now? What kind of company will we need to be to compete in 2030? Who do I need to BE/BECOME to help lead my company to get there successfully? Will my “current-level” thinking and behaving be enough?
Some sessions were private one-on-ones, some were in learning groups, and more often than not we met in the weekly course of business, during work stream meetings, KPI review sessions, M&A integration planning sessions or weekly team meetings. We met so that we could engage in real-time, “learn by doing,” high-quality practice reps.
Many senior executives can clearly articulate what their personal leadership gap is (e.g., “I’m a poor listener,” “I don’t ask enough questions,” “I typically react aggressively,” “I display passive-defensive reactivity,” “I am known for my technical abilities, not for developing trust/relationships,” “I don’t overtly walk the talk when it comes to our company culture or company values, but I run the No. 1 sales region, so I think I make up for it that way”). They’ve heard plenty of consistent feedback over the years from their bosses, peers and their 360s. All of them claim to have good intentions about closing those gaps.
Unfortunately, though, many are NOT very intentional about doing the personal work needed to actually close the gaps. They are all sincere (THE GOOD NEWS), but not all serious about it (THE BAD NEWS). Many executives are instead operating out of a default modus operandi, merely working on mitigating the impact of their gaps (after the fact), setting up damage control and disaster recovery/cleanup protocol versus upgrading their ability to deliver their desired next-level performance on the front end.
I know this because I privately asked them some very direct questions like: “You said you’re working on neutralizing your tendency to bully people in meetings (and instead engage them in a way that leaves them feeling strong), but you just talked over three people in the meeting we just had. Did you notice that? How exactly have you been working on closing this leadership gap?”
When they replied that they didn’t actually have a plan or a protocol for practice, I asked, “Why not? Why haven’t you asked for help?” They didn’t have a reason. They usually seemed surprised by the question and obviousness of what I was implying—that they knew what to do but weren’t doing it. When I ask them the follow-up question, it usually sinks in… “So, who are you BEING now that you know what to do and yet are still choosing not to do it?”
I challenge them to first reflect and get clarity—get specific about what different results they want (but are having trouble getting with their current-level approach), get specific about the WHY or the motive for wanting it and then get some expert help to experiment on “getting there” (closing the gap FASTER) by practicing differently. The treatment is simple: deliberate practice, an experimentation lifestyle, test and learn. “THE JEDI PADAWAN ON THE PATH TO MASTERY” looks and sounds like this: “I’m getting expert help (sometimes challenging + sometimes loving support); I have an explicit/tangible performance goal; I’m engaged in consistent, deliberate/expert practice (mostly with others); I’m seeking out consistent/ objective feedback (testing, learning, game filming); I’m focused on learning to love the process of learning (and sharing that learning with my team).”
THE #1 MISTAKE (SMART) PEOPLE MAKE THAT KEEPS THEM STUCK
I need the same kind of challenge, support, reminder, clarity and awakening to help me be more congruent with my walk/talk. Only then can I determine if I am indeed on the path to mastery (overcoming the gap) or if I am making the all-too-common “dabbling/hacking” (approach to learning) mistake. “THE DABBLER/HACKER DEFAULTING TO PLAN A” looks and sounds like this: “I’m working on it (mostly on my own); I’m trying harder (when I have time) to not be so reactive, but I’m too busy right now to stop and train; I need more self-discipline to train consistently; I know what needs to be done, I just can’t do it in the moment; I think faster than most people; and, yes, I can get pretty impatient frequently—that’s why people think I’m mad and yelling at them…but I’m not mad, I’m just passionate and moving fast.” The “dabbler/hacker” orientation does NOT support effective follow-through on closing the gap. The dabbler/hacker orientation is apparently satisfied at the current level of performance. If they were consciously dissatisfied or suffering enough at the current level, they would approach closing the gap differently. That usually is the telltale sign that we aren’t ready to change, yet. When will we be ready? Don’t worry…there will always be more suffering. When we are done suffering, that’s when we will be ready to change. With that new level of awareness, openness and curiosity, we will be ready to experiment with a new expert approach and a new expert system to find ways to close the gaps more effectively. Then, and usually only then, we can see past the DOING gap and get to work on the root cause: the BEING gap.
Yes, there is an expert way to accelerate our own readiness. Just trying harder doesn’t work.
In some cases, the awareness will come too late and the unnecessary suffering will lead to permanent damage. In some cases, the stakes are too high to allow suffering and permanent damage. Even then, unfortunately, we often approach these kinds of high stakes domains that we say we care about (e.g., taking care of others and taking care of ourselves) so unconsciously that a game film replay of our lives would show us that sometimes we pursue the less effective “dabbler/hacker” approach, even when it matters most.
None of us would say that it is OK to be a “dabbler/hacker” when it comes to our important relationships, right? Is it OK to approach our health with this “dabbler/hacker” orientation? Is it OK to approach our leadership development with this “dabbler/hacker” orientation?
Is it ok (for world-class professional leaders) to approach our leadership development with this “dabbler/hacker” orientation?
Of course not. There’s too much riding on it. There are too many people counting on us to BE a “next-level” leader already, and maybe we’re behind schedule. Taking a mastery approach in the leadership domain will have an exponential impact on all of the results we get, in all of the dimensions we care about most (e.g., career, physical, mental, emotional, relational, spiritual). BECOMING THE KIND OF LEADER WHO LEARNS TO LEAD DIFFERENTLY
To succeed in a time of building agile/adaptive businesses, the most effective leaders are UN-LEARNING the outdated, top-down, “leader-knows-best” success formula and are instead LEARNING to hold themselves 100% responsible for the fate of the company on one hand…and on the other hand hold 0% (absolutely no) responsibility for controlling the choices that need to be made by other people. Let’s read that again…
We leaders are 100% responsible for the fate of the company on one hand…and on the other hand, we assume 0% (absolutely NO) responsibility for controlling the choices that need to be made by other people.
This key leadership polarity may seem counterintuitive, but it is more effective when it comes to exceptional, sustainable results. Successful leaders today design and grow cultures where diverse groups of human beings can bring 100% of their individuality, creativity, courage and curiosity to bear on the most complex problems of the times, and cultures and systems where there can be leaders at all levels making better, faster, more collaborative decisions. That’s how you “fit in here.” You speak up, ask for help, test, learn, make mistakes, etc.
We can’t fake that kind of next level leadership. That’s a BEING fix, not a DOING fix. Who we are (BEING) determines what gets traction at the DOING level and then ultimately determines the results we get. That’s why New Year’s resolutions don’t usually work; they are approached from the DOING level. A DECADE FROM NOW…
I hope 10 years from now I will become the kind of leader that is capable of BEING more conscious and deliberate than I am right now. I’m much further ahead of where I was a decade ago, but I still have a long, long way to go.
I didn’t start the deeper work on my BEING level until I became a parent. I wish I had started much sooner. But that’s when I started to get more serious about waking up and choosing to focus on becoming something better. I finally saw the glaring dissatisfaction I had with my current level and realized WHY I wanted to become a better version of myself. That’s when I started engaging in the mastery of next-level practices and eventually started seeing the next-level results. WHERE WILL MASTERY MATTER MOST TO YOU IN THE NEXT 10 YEARS? What are you focused on learning? What do you want to experiment on in 2020? Let’s get specific. Let’s celebrate noticing our gaps. Let’s build our 2020 plan. “The question we all need to think about is when and where to play a long-term game.A good place to start is with things that compound: knowledge, relationships, and finances.” –FS
This post is an invitation to myself and others to notice where we might be taking the dabbler/hacker approach versus the necessary mastery approach. Use this list of reflection-provoking planning questions below. Modify them, make them your own, or use a different list of questions to capture your thinking for an increased likelihood of BEING successful in 2020. Once you have this clarity, then you can more effectively plan your weekly sprints (experiments) and quarterly goals. 2019 CURRENT YEAR/CURRENT-LEVEL REFLECTION POSITIVE:
• What did I love most about 2019? When was I happiest?
• What am I most grateful for from 2019?
• Which three moments were most meaningful? AUTHENTIC/PURPOSEFUL:
• Where did I really use my strengths?
• How did I live out my values/purpose? DISAPPOINTMENTS/LEARNINGS:
• What were my biggest disappointments? …frustrations? …failures?
• What were my biggest inconsistencies with my values/purpose/priorities?
• What still makes me feel angry? …sad? …anxious? …scared?
• What is the most honest thing I can say about my disappointments?
• What is the most compassionate thing I could say to myself about my disappointments? (reframing) MOMENTUM
• What momentum did I start to build in 2019 that I want to take forward? 2020 NEXT YEAR/NEXT-LEVEL PLANNING
• What do I love to do that I want to do more of in 2020?
• What core values are most inspiring to me?
• What priorities do I want to focus on in 2020?
• What would be most inspiring for me to accomplish in 2020?
• What would be my heart’s desire or biggest dream? Click here for access to the downloadable PDF or email me at raff.viton@axialent.com if you would like a PDF of the full 2019 REFLECTION/2020 PLANNING DOCUMENT.
In 100% of the deals where significant value was lost, the senior leaders (in corporate and private equity firms) all report that culture issues were the cause.
If everyone knows the # is 100%, then optimism about the culture integration (of M&As) would seem to be negligent at best & self-sabotage at worst.
“Buyers and sellers both are saying culture and people need to be the highest priority from day one.” – PwC
Culture is such an obvious driver of value, but “many are scarred” by overestimating their own competency and underestimating the importance (but not in hindsight). Many have learned the hard way that changing culture requires experts in both the technical and human competency of changing culture.
65% of companies (and 57% of private equity dealmakers) say cultural issues hampered the creation of value in addition to the 100% that said it caused value loss
83% of the deals that lost significant value saw between 21% – 30% of key talent leave the business
The PwC research goes on to recommend: “Put culture at the heart of the deal: Keeping people and cultural aspects up front in planning is fundamental. Failing to plan for cultural change will undermine the value created. In the face of disruption across all industries, it is important to ensure these core elements are all working in harmony to ensure maximum returns, effective integration and long-term value creation.”
“Culture, if poorly managed, can absolutely be a deal-breaker” — Iñaki Cobo of KKR London
McKinsey & Company agrees: “Understanding culture, and proactively managing it, is critical to a successful integration. This requires a comprehensive approach. Cultural factors and organizational alignment are critical to success (and avoiding failure) in mergers. Yet leaders often don’t give culture the attention it warrants—an oversight that can lead to poor results.”
Leaders get a lot of things right on the tangible and technical side of the integration but often overlook the human side due to their lack of understanding/culture competency – it is a costly blindspot.
If only a fraction of the deal cost was invested in culture competency, many of the significant losses could be avoided and the likelihood for exponential value to be created would be significantly increased. What gets in the way? The hubris or lack of awareness is baffling – why do leaders keep repeating this mistake over and over while doing all the technical things right? Perhaps it’s because on the surface, they believe they are doing enough and it looks like things are going ok – many things do go very well…
WHAT USUALLY GOES WELL? (BUT ALONE IS NEVER SUFFICIENT) Dedicated new team time: Both parties usually demonstrate a sincere openness to working together. Space is usually opened for people to share how they feel, acknowledge the different backgrounds, and highlight concerns and opportunities. Strong leadership steps up to get things done: Usually, leaders are willing to step up and take on tasks and difficult challenges moving forward. There is a strong focus on action and getting things done. A high level of business knowledge: On both sides, the knowledge and understanding of the business is usually high. (However, usually the knowledge and understanding of the human side of change/integration is not as high.) Strong leaders role model well: Some leaders effectively and/or intuitively role model the type of culture they want to see.
WHAT GETS IN THE WAY OF CULTURE INTEGRATION? A. We need to work inside out with an understanding that change starts from within: Persistent ineffective mindsets are the biggest blockers. From a cognitive level to new habits, mindset shifts from fixed to growth, victim to player and knower to learner need practice. It typically appears that the acquirer’s integration investment in the culture/people dimension has been ad hoc and limited, reflecting a “hope for the best outcome” versus a guarantee and commitment for the best return. B. Significant gaps in leadership’s ability to “listen to understand” and/or seek first to understand, then to be understood: People need help building the muscles/ability to differentiate between opinion versus fact. They do not know how to do this, which in turn creates barriers to being received and understood, despite good intentions. Interactions improve when people learn to speak constructively and responsibly about issues as well as their own emotional journey. C. Thinking “win-win-win” requires more listening and empathy: People and teams need support to help them become more self-aware and practice real empathy. For example, many times the acquirer will mention that the existing standards/processes would remain in place unless there was a compelling reason to change. Surprisingly, this invitation for certainty can often create a sense of disappointment among the acquiree’s executives. D. There are pros and cons of the “acquirer’s way” for integrating the acquiree: Become conscious that the acquirer’s way can be very effective for many purposes. Yet when dealing with a culture like that of the acquiree, where they value something slightly different, it can also be a liability. E. People’s perception of leadership matters: Individual leadership styles matter a great deal during the integration. It dramatically affects how engaging and inspiring they are (or are not), and how they are perceived by others. Many leaders don’t have a sufficient “mirror” helping them to be more aware of their own impact on others. WHAT CAN WE DO TO START STRONG AS ONE NEW TEAM?
Here’s how to start strong, preserve the best of both cultures and create value together…
1. Design a vision for the merger to be a model/symbol of the acquirer’s long-term commitment to the “marriage,” to innovation, to people, and to dominating the category. Use a statistically valid model (and practical visual device) to build alignment and to tell the story – e.g., the Organizational Culture Inventory (OCI/OEI®) is the world’s most thoroughly researched and widely used culture tool. Custom diagnostics/models are not better – they are too confusing, they don’t measure the right things and they cost more.
2. Support joint leadership teams to align culture and strategy – start by exploring their culture readiness (as an on-ramp to building shared clarity and alignment) and engage the teams in high-performance team development (individual and collective development/learning journeys).
3. Have joint leadership teams lead the co-creation of a new organizational culture plan with curiosity, collaboration and purpose. Use an expert process, expert model, and culture experts objectively supporting the team. Align the culture with the desired mental models and behaviors of the most senior leaders (assuming the most senior leaders represent the ideal culture attributes – if they don’t then we obviously need to have a different conversation – we will need to work on that ASAP.)
4. Avoid theoretical approaches and work hand in hand with business execution – think of this work as a culture prototype in the context of business. Implement a culture champions program to model culture throughout the organization and continuously gather real-time feedback. Pay close attention to communications coming from global and their impact on regional and local markets. The volume of global communications from different departments can be overwhelming and result in a lack of focus locally. Make sure communications are aligned behind a common vision for priorities 5. Measure the culture progress by identifying tangible metrics that allow for assessing the degree of progress. CASE STUDY
You already know this…burnout is caused by poor workplace culture;poor workplace culture is caused by ineffective leadership who can’t yet create an environment of escalating performance, work/life integration, connection and purpose in the face of escalating change.
While some companies are trying to improve the employee experience, most are missing the human part of employee experience and its intrinsic connection to workplace culture – and so our wellbeing is continuing to suffer beyond what’s reasonable. 79% of employees are suffering from burnout:
If your company culture has been reporting high employee burnout, chances are its still getting worse not better. Burnout is still causing many employees to leave. “The likelihood to leave an organization for a similar role, pay, and benefits at another company actually increased to 59%.” Most cultures are not yet strong enough to cause employees to stay.
OPTIMIZE YOURSELF: Transform burnout into meaning, focus and innovation advantage. YOU are the most important innovation project at your company and the most valuable investment in the employee experience.
Let’s not wait for the company to fix your personal burnout let alone your company culture. Let’s fix our own burnout, take responsibility for our team’s micro-culture and/or let’s leave a bad culture for a better one. We have more than enough capacity for change. Everything we need to beUNSTOPPABLEand to get to our next level of performance (whatever we decide that is) is already inside of us.
Don’t focus on changing – just focus on learning – experiment and learn (test & learn) what new sustainable practices work best for you to help you optimize your life. Think about yourself as the most important lean-start-up initiative ever:“I AM AN INNOVATION PROJECT”. Don’t just train alone – ask for help and train/practice/get the reps in together. Training together is how adults accelerate and deepen learning. Don’t just try harder – experiment & train with NEW, emerging best practices and expert tools. Practice with deliberate focused training, clear goals, immediate feedback, expert coaching and progress measurement. Practice like your health/wellbeing, relationships and success depends on it. Train and experiment on the things that matter most to you – not your company.
Some companies are investing in culture and employee experience in new and more holistic ways – visit IamAnInnovationProject.com or NoMoreDyingAsCaterpillars.comto see new programs like “LEADING DISRUPTION & INNOVATION” – “OPTIMAL ME”(created by and in collaboration with J.Oseas Ramirez Assad) and others that have been piloted and are now being deployed across very special, Fortune 500 companies. These companies are investing in helping individuals override the entrenched socially-defined norms of the system by taking the focus off of the system and focusing deliberately on the individual. Most companies will not invest in you quickly enough – or deeply enough – so you need tooptimize yourself.Your success & wellbeing depends on it. You already know this – I’m just reminding you that you know this.
“Genius is not enough. It takes courage to change people’s hearts.”
— Green Book
In this final blog post in my culture shift series, I will take a look at some of the symbols and systems that shape workplace culture and explore one of the fundamental shifts needed for a new paradigm.
One of Axialent’s founders wrote the book “Conscious Business.” When I first read the book, I was particularly encouraged by this quote:
“Many believe that it is necessary to sell out in order to achieve economic success, or drop out in order to pursue a meaningful life. This is a false polarity. When business is conducted as an expression of your core values there is harmony between material and spiritual wealth.”
This expanded what I thought about business and settled a dilemma I had wrestled with internally. How do we transform the way we conduct business, consistently aligning vision and values, profit and purpose, and experience this harmony between material and spiritual wealth? What if more people could experience prosperity, ease and joy in their work and lives? What if you don’t have to sell out or drop out to find peace? Research states that the average person will spend up to 90,000 hours at work over a lifetime. During those 90,000 hours, the environment you work in really does matter and ultimately impacts your success, health and well-being. How do we work together to shift systems and create more conscious cultures?
First, we become more aware of the way we think and talk about things. Language is a powerful symbol of what we value and is expressed through rituals and stories. We pass these stories on, and they express what is most important in a particular culture and signal how business gets done. For example, I recently watched the documentary about Theranos called “The Inventor: Out for Blood in Silicon Valley.” It was evident that in order to succeed at Theranos, you did not challenge the vision and were expected to spread the claim that the company could perform over 200 blood tests with a single drop of blood. Those who spoke up with concerns and evidence to the contrary were contacted by lawyers or the CEO and COO personally. This culture of dishonesty, fueled by centralized command, enabled fraud and mistreatment of employees.
Since many of the messages about what is valued in an organization are nonverbal, it takes effort to take a sincere look at their unintended impacts. Symbols to consider include:
How leaders’ behaviors set the tone: What is acceptable and what is not?
How budgets are allocated: What do we choose to prioritize and why?
How time is spent: Meetings, email, etc.
Who gets promoted: What is it based on? Performance, potential, relationships, etc.
Who leaves: Why are they leaving? Do we conduct exit interviews?
Recognition and compensation: Are we equitable and fair?
Title: Who has power and authority to make decisions?
Once these symbols and their impact have been considered, then strategies and plans can be made for organizational change. Structures that might need evolution include:
How you do strategic planning and budgeting: Who has a seat at the table? What is our process for decision-making?
Performance review and reward: Do we reward what we say we value? When competing commitments are exposed, how will we decide what to prioritize?
Measurement, reporting and learning: What do we measure? How do we share data? How do we learn from our missteps and utilize these learnings to inform our future choices?
Organizational structures: Do we need to reorganize or redesign roles to be more effective?
So what are the barriers to real change? Power and intent.
Many business practices happening today are rooted in the mental model of power over and zero-sum game, a win/lose mindset, which is contributing to a deficit of spiritual wealth including meaning, well-being and joy. Tolerating bad behaviors at the highest levels in an organization can have a negative impact on the culture, as people take their cues from those at the top of what is acceptable behavior. What is needed for greater harmony and sustainability is a fundamental shift to a mental model of power with and power through, a win/win mindset, where we really practice “partnering” to help improve all aspects of business and life. This shift in intent will require a rebalancing of valuing intellect and knowledge as much as the wisdom of the heart.
“The culture of your business is its heartbeat. Without a healthy one, the business will ultimately fail.”
— Conscious Capitalism
Just like getting an annual physical to check on the health of your body, building in practices to check on the health of your organization’s heartbeat, your culture, is essential. Here are a few ideas to consider:
The Culture Journey Experience. This interactive experience helps leaders and change agents understand the complexities of culture, leadership and their connection to performance in an accelerated environment. You will explore foundational forces, current operating culture and levers for change.
Assess and measure the current state of your organization’s climate and culture using both qualitative and quantitative tools.
Prioritize conversations on workplace culture as part of the executive team’s agenda just as you would other business metrics.
It takes courage to examine your own heart as well, which is an ongoing practice, and to aspire for something greater — not just yourself and your organization but for humanity.
CXO you are, after all, known as a courageous individual & the culture is a reflection of the leadership (past and present).
Years of expertly-executed reorganizing and cost cutting have recently been exchanged for retooling and future-proofing the company against disruption, uncertainty and change. An increased ability to anticipate, adapt and respond more quickly will drive greater advantage for the organization, keep us healthy and strong for the road ahead. “WE’RE SAYING & DOING A LOT RE: CHANGE/TRANSFORMATION”
For many months, the board and the CEO have been focused on a more generative and healthier balance of efficiency, velocity, flexibility, long-termism, sustainabla-bla-bla results, strengthening core yada-yada values, human capitabla-bla and clarity of purpose + profit bla-bla-bla. (Even if you believe in these “buzz words” – we all recognize that they can be a trigger/distraction.)
The organization is DOING a lot in the name of change with regard to strategy, vision and business process. And your company has already invested millions in new product development/innovation, agile processes/structures, office design, change management protocol, new internal communication campaigns and many town halls. You even built beautiful digital centers of excellence.
“BUT STILL, TRANSFORMATION ISN’T HAPPENING FAST ENOUGH”
Meanwhile, new competitors are growing rapidly and creating a significant threat. Despite all the changes you have made, the market is telling you that you are not executing fast enough and the transformation is not happening deeply enough. Your brands and digital channels are growing X times slower than your competitors. Even your newer executives, hired from companies that were “born agile and digital” are experiencing surprising difficulties and unexpected blockages from within the organization. You strongly believe that the company culture is what’s causing the lag, drag and counterproductive friction. Culture is unintentionally undermining the execution of your growth strategy. The organization is not moving forward in terms of the performance improvements expected by now. Your leadership team wants better results. Accordingly, you committed to your pioneering CEO that you would Transform (with a capital T) your company into a courageous and adaptive, high-performance culture — one that is fully engaged, agile, creative and collaborative…one that is more capable of digital-yadayada, customer-centribla-bla, etc. “Transformation with a capital T, which we define as an intense, organization-wide program to enhance performance (an earnings improvement of 25 percent or more, for example) and to boost organizational health. When such transformations succeed, they radically improve the important business drivers, such as topline growth, capital productivity, cost efficiency, operational effectiveness, customer satisfaction, and sales excellence.” –Bucy, Hall and Yakola (McKinsey & Co.) THE BIG “T” RARELY FOLLOWS A “DO AS I SAY” PATH; EVEN THE “DO AS I DO” PATH HAS LIMITS
Your C-suite peers and report directs are likely somewhat cynical about the idea of culture Transformation being successful at your company (and justifiably so) — not because they think you are insincere, but because they are convinced that the system “is what it is.” The system always wins, and the system itself lacks the objectivity to be fixed by the system.
Our traditions are usually stronger than our intentions to change.
Plus when the other execs talk about being on board with fixing the culture with transformation efforts, whether they are aware of it or not, they are likely talking about transformation with a little “t.” In the spirit of Bruce Lee, rather than being in such a hurry to fix it, we’re better off if we first focus on enriching our understanding of it. Most executive teams lack a shared language and understanding of this complex topic. Most HR and change management functions don’t have the expertise to best support the executive team with an effective orientation to the topic let alone help them make a conscious choice about committing (or not) to a strong plan to develop cultural empathy and lead the way. (The strong HR execs that do have the expertise, are often caught in a very tough spot, because they are viewed as part of the system themselves.)
Most executives are unaware of how unaware they are when it comes to leading Transformation and shaping culture. We are often unaware of our own contribution to the very thing we complain about. When it comes to the big “T,” we (leaders) are often the limiting factor. Here is what I mean: Many senior executives and their peers don’t really know how culture works from a socio-technical systems (see image below) standpoint. Most don’t know the difference between organizational culture and climate. Most don’t have a clear understanding of the levers for change, the sequence of steps, the essential versus important, etc. Most don’t have experience experimenting (and learning) with emerging best practices in adult development. BEING > DOING; BUT MOST EXECUTIVE TEAMS AREN’T READY FOR THAT
You and your peers have earned the benefit of the doubt — that you are sincere about change (+ you have more than enough courageous) — but only you know if you’re serious about the deep (identity) work of Transformation necessary to change your individual and collective BE-ING level.
“Most are not serious about change because it requires senior managers to change their behavior. You know how corporate bosses can be. This is not always a very welcome method. I’ve been kicked out of plenty of boardrooms.” Eric Ries (author of The Lean Startup)
Unlike Mr. Ries, I am actually not advocating that you should (or shouldn’t) be serious about it. (No need to kick me out of your boardroom.) I believe it makes total sense if you’re not ready yet. I believe it depends on your business context and it depends on what you/your system truly value most. If you (and your system) value control, obedience and compliance to old norms – then it is a mistake to promise new standards of courage, collaboration and creativity. It is a mistake to make promises about the big “T” when you are only ready for the little “t.” How do you know when you are ready?Typically, readiness doesn’t come until you have suffered enough trying to fix it the old way – just focused on the doing & trying harder. Once you are dissatisfied enough with your current-level results, then you are ready to consider expanding the goal beyond executing/DO-ING the little “t” and instead work on the big “T” = the BE-ING. Our biases/norms today cause us to react to change with a disproportionate reliance on the “DOING” (technical domains/hard skills, e.g., technology, behaviors) versus securing the path to value by also focusing on the “BE-ING” (human domains/soft skills, e.g., mindsets and identity). Devaluing serious attention on the human domain (in favor of the technical) has historically been the default protocol for most corporations. To succeed at the big “T”, we need both at full strength; we need to upgrade both.
While you may be pitching the big “T,” the majority of the executive team may only be agreeing to the little “t.” Despite the frustration and burnout, if they are not yet ready to agree to the big “T,” then be patient. They will be ready soon enough. For now, “no” is the second-best answer to “yes.” At least then, you can all make that choice consciously/more deliberately. Again, they will be ready soon enough to choose readiness. Change is a chronic condition. It is persistent and long lasting. There will be plenty more suffering. Eventually, once the suffering becomes too great…those of you that stuck around will collectively be more ready to courageously experiment with the deeper, more effective work of the big “T” together.
It’s not your fault if you’re not collectively ready for the big “T” right now – but nonetheless it is your responsibility.
Here is a sampling of consistent leadership team quotes from executives (in various states of individual readiness) across many different industries: BLAME, DRAMA AND LACK OF TRUST ARE THE ENEMIES OF RAPID ADAPTATION & COURAGE
Many executive teams approach culture change with the wrong mindset and a limited set of tools. Few ever get to the real work of Transformation.
We often hear root-cause explanations (for why it’s so hard) that sound more like “blame-centric” perspectives and worldviews, suggesting that specific people (e.g., millennials, old-timers) “who just don’t get it” make the culture work difficult. Many of us get too caught up in the drama of focusing on where/who to blame for the lack of progress. The analysts/media will blame the brand (for being exactly what they said it was — sleepy, stuck in the past). The board will blame the C-suite. The C-suite/leadership team blames the board, and now they blame you, the CXO (but not to your face). The leadership team blames each other. The leadership team blames HR. The leadership team and HR blame middle management and their inability to “get with the program.” Middle management blames leadership and their unwillingness to listen. The frontline employees blame their direct manager and the corporate ivory tower. And the suffering continues. This response is a reflection of the current culture. The culture is a reflection of the current (and past) leadership. This tendency for blame and persecution will only stifle improvement + learning & development efforts and make it even harder. I like to say, if it’s hard for you… then chances are you’re doing it wrong. There is a much more effective response available when the team is ready for it. INDIVIDUAL COURAGE DOESN’T SCALE. COURAGE IS A TEAM SPORT.
It’s good that you are courageous. Unfortunately, courage doesn’t scale from an individual act. Courage is a group behavior. Individual heroics are distracting and represent a VERY misguided storyline when it comes to building a courageous culture. The reality is that most courageous individuals often appear less courageous when they are working in a low trust environment. Lencioni’s work showed us that when the environment is lacking trust then the consequence is a paralyzing sense of bystander-ing that occurs from a fear of conflict, fear of speaking up and fear of making mistakes, lack of commitment, etc.
Usually, at least one leadership team member (avoiding ownership of the trust issue altogether) will say something out of desperation to bring the focus back to courage like:
“I just want courageous people who will try new things and charge up the hill on their own; I want generals, not soldiers waiting for me to tell them what to do. They should know what to do by now. They’re either soft, they’re lazy, they don’t care or they don’t get it. People need to know we are serious about this transformation. Maybe we should fire some of the cowardly people to make the rest move faster.”
The overwhelming majority of your employees aren’t lazy and they aren’t cowardly. They aren’t stuck; employees do get it. Your employees are delivering on exactly what you/your system still values most. They are actually delivering on the current, unwritten norms of the culture = conformity.
Inside an organization, courage is not something you DO alone.
As the existential, humanistic psychologist/philosopher Rollo Reese May famously said (alongside Viktor Frankl and other major proponents of existential psychotherapy),
“the opposite of courage…is not cowardice; it is conformity”— it is the need to fit in.
Courage, like conformity, has to be the group’s agreed-upon way of BEING – a group identity – for it to be scalable and sustainable.
We have to learn to make courage an act of conformity – not an act of valor.
The expert way to do that, is to learn-by-doing – with the explicit intent of becoming. (check out this multi-dimensional example of “courage as a team sport” illustrated by the SPURS)
So if courage is a team sport, how do we make courage a cultural act of conformity?
Psychological safety is the answer, according to Amy Edmondson research from Harvard. Her work illustrates how great performers who find themselves in fear-based, aggressive-defensive and passive-defensive cultures will likely behave like they are afraid to make mistakes and therefore don’t take risks and don’t pursue learning new things as energetically (or as wide-spread) as courageous cultures. The same employees, once they transfer out of the fear-based environment into a constructive culture, will behave courageously in the face of new challenges and changing circumstances. The same goes for adaptability and agility. Most organizations learn in the long run that it is not simply about DOING courageous/agile stuff; it is about BEING courageous/agile. Transformation with a big “T” is a team sport. Transformation happens more quickly and more deeply in community. Culture = the visible and invisible norms (e.g., systems, symbols, behaviors) of our community. Culture is about learning what it takes to fit in—beyond the poster on the wall and the verbal and nonverbal messages. BE-ING CURIOUS, BEING CLEAR AND BE-ING CONSISTENT
Culture is about decoding the way we get stuff done, successfully around here – historically, currently and ideally. Leaders have to be crystal clear, aligned and exquisitely consistent about their approach/curiosity to explore those gaps.
Leaders need a reliable, MRI level of detailed visibility into the invisible components of culture (and a simple model) to understand and discuss where you are currently as a culture — and where you want to be in the near future. You need to see clearly where you have anomalies of ideal culture success and current culture gaps. To have an effective culture strategy, you can’t afford to use anecdotes or guess about the gap to be closed. It is easy to check. “Check” means the expert use of qualitative and quantitative tools. “Check” also means ask. Just ask. And your openness to receive the answers matters. Culture isn’t declarative; it’s interrogative. Here’s a line of questioning that I use to check on the awareness, urgency and alignment of executive teams involved in both the big “T” and little “t” imperatives: I’m curious…you are a year or so into this transformation…how’s it going? What are you most excited about? What are you most concerned about? How are you feeling about the transformation?
What is the business reason/goal for this transformation? What are the key metrics used to measure degrees of success in the execution of this transformation?
What are the business consequences of not transforming successfully? On a scale of 1 – 10, how important/urgent is this? What if you don’t intervene and people just do (think, relate, act) as they have been doing to date?
IDEAL STATE: Do the executives who make up the leadership team have clarity about the ideal culture (vision) you are transforming to? Imagine if you woke up a year from now and find that the vision has come true and your goals have been accomplished. What does that look like? When culture change has taken hold, it makes it a lot easier and more likely to achieve your industry-leading/pioneering performance-level goals. How can you tell? What does that look like/feel like? What is different? What are some key habits and areas of mastery that you are excited about? What are people inside and outside your company saying about it?
CURRENT STATE: Compared to this ideal, what is missing in the current situation? Do these executives have clarity about the current culture and where you are at now? Do you have individual and collective diagnostic tools? From your perspective, how do people need to perform differently in the next X years in order to transform?
CULTURE PLAN: Do the executives agree on the gap to close? Do they agree on the plan, priority and sequence to close it? What have you done already? What is keeping you from closing the gap and shifting to the ideal culture? What are the identified blockers/obstacles?
PERSONAL IMPACT: Why did you raise your hand for this? What matters the most to you? Why? What happens to you (personally) if you don’t accomplish the vision? What happens to the council?
Does the leadership team have clarity, shared language and understanding about how culture evolves and the impact of history on the current state? Have they identified causal factors (e.g., systems, structures) that are part of the work climate? Do they understand how they reinforce and shape the current culture and what may be levers for change in improvement plans?
How well does the leadership team embody the ideal cultural attributes? How are they being supported? Are they first going to create a shared learning environment for both the technical and human dimensions of change?
How many people in the organization, beyond the leadership team, are being impacted by the transformation?
NEW CONVERSATIONS AND PERSPECTIVES ABOUT CULTURE
Senior leaders report culture as being critical to business success. A new approach is needed to support leaders responsible for shaping culture.
Understand and appreciate the complexity and unique culture perspectives of peers and experts.
Understand how culture is created and the impact of history on the current state as well as important aspects of the work climate that shape and reinforce the current culture.
Build a common language for understanding the layers of culture using qualitative and quantitative methods.
Discover how culture evolves. Identify paths that increase the likelihood of shared learning and positive results with any major change effort.
Identify causal factors (systems, structures, etc.) that are part of the work climate. Understand how they reinforce the current culture and how they may be levers for change in improvement plans.
It is always amazing to see what is possible when we engage each other in a newly designed dialogue/mutual learning experience. Some very insightful commentary and shifts of perspective take place. Where transformation is the goal, the unit of work is dialogue. ADDITIONAL EMPATHY AND MOMENTUM
I am always reminded that we (leaders) have a lot to learn about the complexity of culture change efforts and the impact our own leadership has on keeping the status quo (traditions) in place — despite our intentions to lead change. Perhaps in conversations like these, more leaders can begin to see how MAYBE it makes sense that our people are stuck and confused about what to do with regard to culture change because we (the leaders) are stuck and confused too. Usually, that sparks an environment/energy that is more ready than ever to learn how to shift culture more quickly and sustainably. THREE PART APPROACH TO BUILD A MORE COURAGEOUS CULTURE
The approach and sequence matter. The means is the end. The idea of the work to be done is simple: test and learn what works (in the context of business) to help deliver better results + build stronger team trust + create stronger sense of individual fulfillment and satisfaction. The details of the execution are complex. EVERY TRANSFORMATION JOURNEY IS DIFFERENT
It is about engaging with others differently. It is about how we choose to take care of each other while pursuing excellence, together. Here are examples of journeys, shifts and models (used by Axialent) that are most effective at helping high-performance teams build an even more courageous culture inside of multinational organizations. “BE agile versus DO agile”(Supporting one of the largest AGILE transformation projects in the world.) “From Bureaucratic to Innovative”(Supporting R&D teams across the world leverage the potential present in the system.) COURAGEOUS CULTURE IS A LIFESTYLE CHOICE
We can’t BECOME courageous just by deciding to do so any more than we can just BECOME healthy just by deciding to do so. Deciding isn’t the same as being. If everyone could just BE the better, more effective version of ourselves we would. We would all eat healthy, exercise, meditate and stop doing the old counterproductive habits that trip us up. We aren’t lazy, apathetic, lacking discipline or willpower. We all have competing priorities – some we aren’t even consciously aware of. We are all at our own current level – working on our own next level. We are all somewhat socially-defined and self-authoring. We are all social beings. We all need to fit in. Courage is a group behavior & a way of working/BE-ING together. A courageous culture unleashes and amplifies our courage – it expands our capability to learn and adapt.
To win today, high-velocity organizations need to fuel unprecedented learning, awareness, people development, cognitive flexibility, complex problem-solving and impeccable coordination of action (at scale). To sustain it at scale, we need to build deliberately developmental cultures (mutual learning environment vs unilateral control) fostering safe, courageous, high-trust, high engagement, productive conflict/healthy debate, mutual accountability and a focus on results. How will you help your organization become the kind of culture that is even more courageous, adaptive and agile? We (collectively) have to work on BECOMING that kind of culture over time – becoming an environment where diverse human beings can bring 110% of their grit, energy, intelligence, creativity and courage to bear on the increased challenges that face us all. Change is a persistent, unstoppable, chronic condition (a 21st-century lifestyle) that we’ll always have to live with & embrace together as a group.
The condition is complex, but the treatment is simple. Do more of what makes you stronger: EQ/Mindsets+AQ/Muscle Building. Prioritize and strengthen the muscle groups that upgrade the culture vs fall victim to our unconscious obedience to current norms.
We’re all always working on culture — we’re either helping it become more adaptive and courageous or we’re unintentionally keeping it stuck. CXO, You got this!?
“John, the team has to understand that winning is our number-one priority. Winning eclipses everything.”
That’s what the CEO of a booming Bay Area fintech company told me shortly after he hired me to help accelerate his company’s already impressive success. I was meeting with him to hear his views on his team’s performance opportunities.
“Of course, the ideal scenario is for us to win together,” he went on, explaining his aspirations for the executive team. “But at the end of the day, it’s all about winning – period.”
The intensity in this CEO’s voice was clear, and I’d heard similar mantras from many other business leaders over the years. In my stints as a CFO at Microsoft and Novartis, I encountered this “win no matter what” mentality dozens of times, and I’ve often run across it working with clients at my executive coaching and leadership development firm too.
It’s not surprising that such a mindset is so prevalent in the corporate world. After all, leaders face intense pressure to succeed – not only from shareholders, competitors, and boards of directors, but from their very own teams.
And yet, I’ve also spent many quiet moments with senior leaders who lamented the harshness of a “take no prisoners” culture. These leaders have often told me that the pressure to maintain this posture puts them at odds with their highest ambitions – things like leading a balanced life, helping others succeed, treating people with dignity, and so on.
In fact, while senior business leaders might not reveal these vulnerabilities in public, they’ve often privately told me they feel torn between the imperative to deliver awe-inspiring results and the moral sacrifices they think they have to make to achieve them.
For example, one rising star on my team at Microsoft confessed, “I think I have the talent to become a corporate vice president, but I’m not sure I’ve got – or want – the killer instinct to get there!” That is, she felt torn between her personal values and the Machiavellian maneuvering she believed getting to CVP would require.
Although achieving success while living a life you can be proud of might sound like a paradox, the truth is that this dilemma can be resolved – and interestingly enough, the resolution lies in the definition of “success” itself.
To show you what I mean, I’d like to take a step back and examine a distinction we hear a lot about in today’s business world: the difference between the “what” and the “how” of a targeted outcome.
The “what” is our business results – sales growth, profits, innovation, market share, customer satisfaction, and so on. The “how,” on the other hand, consists of a series of behaviors on the road to get those results. In other words, the “how” is the way we interact with the humans around us as we strive for the “what.” The key here is that our mindsets and values inform our behaviors, which in turn produce business results – ideally the results we’re aiming for.
But of course, you’re not the only person whose behavior impacts your business results. Those outcomes also depend on the behaviors of the people you work with: bosses, peers, team members, and even customers.
It follows logically, then, that the way to maximize results is to optimize your interaction with other people, the humans around you. That’s the “how” that leads to the “what” you want. Neglecting the “how” eventually negatively impacts the “what” – kind of like killing the goose that lays the golden eggs.
Imagine you own a restaurant at a busy airport. Most of your customers aren’t regulars; they’re just passing through. What’s more, local labor is plentiful and cheap – so you decide to cut corners on meal quality and pay your employees a pittance.
At first glance, this business model seems to yield great results: your transaction volume stays high because the airport is always busy – and you never see your dissatisfied customers again, so who cares if they’re unhappy? Meanwhile, your stingy wages keep costs low, and when an employee complains you simply replace them with one of the faceless applicants lined up at your door. Seems like a successful approach, doesn’t it?
Well, like I said a moment ago – that depends entirely on your definition of “success.”
If your “what” is only to make money, then poor service and low salaries will certainly get you to that goal. At least in the short term. However, if your “how” includes things like serving delicious meals, offering convenience to busy travelers, and providing employment to people who need it, then shortchanging customers and employees isn’t acceptable. With those conditions in mind, no matter how much money you’re making, you’ll never feel proud of your work – or at peace with yourself.
As you can see, success can show up in lots of other places besides your financial statements.
I’m not saying hitting your goals is not important. It is. Especially if you want to keep your job. I’m saying the surest way of attaining sustainable success you can be proud of is by focusing on how you do what you do.
This is the concept of “winning beyond winning” or “success beyond success”. When you work toward objectives in a way that’s congruent with your most important values, you win – even if you don’t hit your stated goals – simply because you’ve acted with integrity.
This approach is more than a platitude for consoling yourself in case you miss the corporate mark. It’s a measure of intellectual honesty, and an effective acid test for judging performance you can be proud of.
What’s more, by focusing on your behavior, you double down on the only thing that’s truly within your control – your ability to choose your response in the situation. In every circumstance, there are factors outside your control. But one factor that’s always within your control is your ability to choose your course of action, even if you can’t control the outcome of that choice. As the sacred Hindu text of the Bhagavad-Gita says, “You have a right to your action, but not to the fruits of your action.”
As human beings, we’re endowed with consciousness, the awareness of the choices around us. This awareness allows us to reflect on whether our behavior aligns with our values, whether we “walk our talk.”
Next time you’re faced with an apparent choice between “success” or honoring your values, take a moment to pause, breathe, and reflect – and consider the possibility of broadening your definition of “success.” You might discover there’s a way for you to get everything you want.
Here’s a brief description of this small group/executive event… (email me at raff.viton@axialent.com if you are interested in attending this particular small group (10-15 people) executive event in Chicago and/or we can explore ways to bring this learning experience into your organization)
Senior leaders report culture as being critical to business success, however, few truly understand it – a new approach is needed to support leaders responsible for shaping culture. Using visuals, two-way dialogue, reflection questions, data, scenarios, and a workbook, this interactive presentation will take you on a journey that combines peer learning with targeted education based on facts and fundamentals about culture, climate, and change management that are not widely recognized. Axialent in partnership with Human Synergistics leverage the learning map expertise of Root Inc. to develop this experience, based on visuals, two-way dialogue, reflection questions, data, scenarios, and a workbook.
Participants will walk away with a workbook, insights, applicable ideas, and actionable steps to help leaders and colleagues understand the complexities of culture, leadership, and their connection to performance improvement. The Culture Journey Experience Goals and Content:
Share key learnings, experiences, and culture-related concepts to understand and appreciate the complexity and unique culture perspectives of peers and experts.
Understand how culture is originally created and the impact of history on the current state, as well as important aspects of the work climate that shape and reinforce the current culture.
Build a common language for understanding the layers of culture using qualitative and quantitative methods.
Discover how culture evolves and identify paths that increase the likelihood of shared learning and positive results with any major change effort.
Identify causal factors (systems, structures, etc.) that are part of the work climate and understand how they reinforce the current culture and maybe levers for change in improvement plans.
Apply learnings at each step of the workshop to your own organization or organizations with which you work.
Receive a workbook with discussion and reflection questions so you can apply key workshop learnings with colleagues at your organization after the event.
I recently watched Sophie Scholl – The Final Days, a German historical drama nominated for Best Foreign Language Film in 2005. The movie tells the story of the last days of 21-year-old Sophie Scholl, a member of the non-violent anti-Nazi student group the White Rose. Tried for distributing anti-war leaflets at Munich University in February 1943, she was found guilty of High Treason by the Nazi People’s Court and executed the same day.
Although the film ends with Sophie’s tragic execution, I found her story powerfully inspirational. Sophie Scholl’s fierce loyalty to her core values even in the face of Nazi interrogation reminded me how vital our principles are in determining the best course of action in any situation, the importance of which I’ve previously written on. Her conviction that the truest form of success is living congruently with your beliefs – no matter the outcome – illustrates the principle of winning beyond winning.
I’d like to believe I would be willing to make the ultimate sacrifice to defend my own beliefs, but I admit I wonder just how strong I would be in the moment. Would I deny my dearest convictions, like the Apostle Peter, and afterwards weep bitterly with regret?* I suppose there’s only one way to know for sure.
Beyond Sophie Scholl’s example of holding true to her beliefs under penalty of death, another principle struck me in her story – a mindset, really, which I believe is an empowering truism we can leverage in any situation. Every Situation Holds This Truth
Imagine holding an apple in your hand. If you drop the apple, it will fall. If asked why it falls, you’ll probably say “gravity,” and then quickly add because you let it go. I often do this demo in my leadership seminars and these are the most common answers.
And you’d be right – the apple falls both because of gravity and because you let it go. One of these elements, gravity, is outside your control, while the other, letting go of the apple, is within your control.
It’s empowering to acknowledge (and embrace) that in every situation there is at least one element within your control – the ability to choose your response. Imagine your freedom is unjustly taken away and you’re thrown in jail, deprived of adequate food, water, shelter, and clothing. Even in that terrible situation, although there are many elements outside your control, you still have the power to choose your response, your attitude.
In his groundbreaking memoir Man’s Search for Meaning, written after surviving Auschwitz and three other Nazi death camps,† Viktor Frankl noted that while some prisoners turned their faces to the wall and gave up on life, others achieved near sainthood, comforting their fellow captives and offering up their last piece of bread. Emphasizing the power of choice, Frankl wrote, “Everything can be taken from a man but one thing: the last of human freedoms – to choose one’s attitude in any given set of circumstances, to choose one’s own way.” Victim or Leader?
At a very young age, we learn to choose innocence over responsibility. We learn to play the victim. A little child is more likely to say, “it spilled” or “it broke,” rather than “I spilled it” or “I broke it,” thus preserving their innocence, looking good, and staying out of trouble. Just yesterday, my four-year-old granddaughter, after spilling her drink on her clothes, explained, “Papa, it leaked!”
Yet it’s not only kids who act this way. We adults do it all the time, too. We deflect responsibility by taking on a victim mindset, blaming external factors for our mistakes or shortfalls in performance. At work, how often have you heard statements like “the project got delayed,” “the file got lost,” or “the team fell short,” employing a voice of innocence rather than a voice of responsibility?
This victim mindset can be appealing, especially when the going gets tough. It’s a palpable relief to blame our shortcomings on external factors. Gratifying though it may feel in the moment, however, that mindset also leaves us powerless. By relinquishing responsibility and living in a place of resignation and resentment, we surrender our agency. Leadership Mindset
Leaders work hard to avoid a victim mindset. They empower themselves by looking for elements over which they have control, making astute choices, and acting decisively. They recognize the greatest power they have is the ability to respond in any situation. Flipping the familiar adage on its head, they responsibly believe if you’re not part of the problem, you can’t be part of the solution. Imagine the absurdity of an airline pilot who discovers that one of the jet’s engines has burst into flames midflight, begins cursing the sloppy maintenance crew, and then simply throws their hands up in disgust.
Leaders know that while every situation will present them with certain elements outside their control, there will always be at least one element within their control, even if it’s only the ability to respond. This is the concept of being “response-able”‡ – able to respond – and it may be our species’ greatest gift. The capacity to choose for ourselves in any situation is the embodiment of free will.
We face challenges of every kind all the time. Some are comparatively mild. Others are quite severe, even life-threatening. The question to ask in the face of any difficulty is this: how can I best respond to this challenge?
I don’t know if Sophie Scholl expressly asked herself that question or not, but she certainly chose her answer to it.
When you adopt a leadership mindset, you maturely accept your challenges for what they are, including the elements outside of your control, and resolve to respond the best you can. Rather than resignation and resentment, you adopt acceptance and resolve. Putting it Into Practice
Learning the difference between a victim mindset and a leadership mindset won’t do you any good until you put the knowledge into practice. So here’s my homework for you today: consider the victim stories you struggle with, inside yourself and with others. Share them with a trusted colleague, friend, or partner. Consider how you want to leverage a leadership mindset instead. Make a goal to do so and write it down.
By confronting the victim mindset head-on and choosing to reject it in favor of a life of “response-ability,” you empower yourself in the face of challenges and increase your leadership impact. After all, as a leader you model the behavior others will imitate…for better or worse. “Between stimulus and response there is a space. In that space is our power to choose our response. In our response lies our growth and our freedom.” –Viktor Frankl
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* By referencing Peter this way, I mean him no disrespect but take comfort in his humanity.
† Pardon a second reference to WWII – how awful the cost of the lessons learned from it!
‡ Kofman, Fred. Conscious Business. Boulder: Sounds True, 2006. Print.
In the first blog post of my Culture Shift Series, FROM Toxic – Defensive and Reactive – TO Constructive and Creative, I wrote about three warning signs your workplace culture might be toxic, I defined culture, and I explained how to begin a detox at an organizational level. Over the past 10 years, I have worked in organizational change, leadership and team development, and raising consciousness. Early on, my work focused more heavily on changing processes and systems with less emphasis on personal transformation. The thinking was if we can get these systems in place and get people to buy in and adopt them, then the change will be successful. What I noticed with this approach was a lack of sustainability in the results, so I evolved my focus to the interconnection and interdependence between personal and organizational transformation, which is the human dimension of business.
An organization’s future is created through the choices the individuals within that organization make. What is the mindset shift that is needed at the individual and team level to enable sustainable behavior change and support culture transformation? The organization cannot transform unless the people within the organization are willing to challenge long-held beliefs, biases and assumptions so they can source new aspirations, possibilities and choices. Choice follows awareness.
The challenge for most of us who work with other people is it is easier to focus on what someone else is doing, like your boss, co-worker or employee, and blame them instead of focusing on what you can do and how you might be contributing to the problem. Unfortunately, you cannot change other people. Who you can change is yourself and who you would like to be to shape the future.
For me, personal transformation begins with acceptance and making peace with the present. From this space, I find it easier to open up, invite curiosity versus judgment, and access my inner wisdom to source a fresh perspective and explore my options. Here are some of my practices when I need a reset or find myself stuck. Personal Transformation — Detox 101
Make peace with the present: Accept where you are now and appreciate all the things you are experiencing, even if some of them are really frustrating. These experiences are shaping and growing you.
Access your personal power: Remember, you are at choice. The way I come back to choice when I am feeling stuck and blaming others is to remind myself: I am choosing this job or this relationship so I am also choosing all of the stuff that comes with it right now that I don’t want. This shift in attention creates different energy and helps me reclaim my power as a creator in my life.
Imagine what is possible: Allow yourself to dream and think bigger. What do you really want? What brings you joy, fulfillment and satisfaction?
Reflect on what isn’t working: This requires accurate self-assessment and a willingness to move from complaints to solutions. What small changes can you make now?
Align vision with values: Vision is knowing what you want for your life. Values are who you want to be while you are in the process of creating your vision. Whether you get what you want or don’t get it, pursuing your dreams in a way that is consistent with your values is what ultimately brings satisfaction, fulfillment and inner peace.
Address any unresolved matters: What grudges or grievances do you need to let go of to free up your energy? Do you need to make any apologies or forgive anyone?
Establish boundaries: You set boundaries by stopping certain behaviors of yourself first and then making clear requests of others. Get clear on what is OK and what is not OK. Take greater responsibility for your commitments, and look at your motives for saying yes and no.
Elevate your personal standards: No gossip, complaints or negative self-talk this week. Practice being impeccable with your words. Before speaking, ask yourself: Is it kind? Is it necessary? Is it true?
Practice gratitude and appreciation: Studies show that regular practice of gratitude and appreciation, including writing down the experiences you are grateful for or making a mental list, can lead to better health, less stress and a more optimistic outlook on life.
Ask others: Choose three to four colleagues and ask, “What one thing could I do that would make the biggest difference in our relationship?” Then just listen and say thank you for sharing their perspective. If you are in a leadership role or manage others, consider requesting a 360° assessment.
Build a support team: You don’t have to do it alone. Think about the support you need and what would help keep you motivated and accountable. Ask for help and celebrate successes along the way. Consider engaging with a coach or a mentor.
You are part of a whole, so choosing your thoughts, words and actions with increased awareness of the impact and having clear intention will contribute to creating a more constructive work environment. Richard Fields writes in Living Mindfully, “One thing we know from learning theory is that we get more of whatever we practice and repeat in life.” Practice well. Then repeat.
