Colour Your World to Boost Management and LeadershipPerformance

Red helps us focus on detail. Blue on creative thoughts. So researchers at the University of British Columbia’s School of Business claim in a study with 600 graduate students published in the Journal of Science.

Here’s another “soft” tool for a leader-manager’s tool kit. Decide what you want to achieve and change the setting accordingly as in live theatre.

When you want your staff to think strategically, cloak the work environment or meeting room in blue. Turn up the spectrum to red for all the detailed planning. Apparently, just changing the colour of computer screens helps boost the right kind of thinking.

These are learned associations. They might not apply universally to all cultures. So, before embarking on such an adventure, it’s best to check out with staff the colours in their mind’s eyes which trigger creative or detailed thinking.

Antidotes to Uncertainty: Adapt and Innovate

Financial history is a roller-coaster ride of ups and downs, bubbles and bursts, manias and panics, shocks and crashes.

---Niall Ferguson, The Ascent of Money

We are learning from our current worldwide financial crisis that the assessment of risk and uncertainty are two different concepts, two different thinking modes. Risk relates more to what we already know projected onto a number of future scenarios. As Niall Ferguson explains, risk is measureable uncertainty. That leaves real uncertainty as unmeasureable and thus as unknowable. Ferguson quotes John Maynard Keynes from his 1937 book General Theory: “There is no scientific basis upon which to form any calculable probability whatever. We simply do not know.” If only more of us were Ph.D. trained mathematicians!

Because surprises do happen despite our best efforts, leaders are in a bind. If the “long view” generated through strategic and scenario planning is limited (yet still relevant for mitigating risk), what can a leader do to off set disaster (uncertainty)? Darwin long ago gave us hints—adapt to our environment or perish. “The wild rewards the capable, adaptable and instinctive” explains Gino Ferri, professor at Laurentian University author of The Psychology of Wilderness Survival.

Anyone who has taken survival training knows that adapting is no easy matter. It’s down right scary. Leaders need some help!

Given the difficulty of figuring our how to adapt, one predominant message for leaders is to surround ourselves with great people who are diverse in expertise and who do not necessarily share our point-of-view. If “a team of rivals” worked well for Abraham Lincoln, as historian Doris Kearns Goodwin contends, then it should work now. This means reaching out to one’s broader network and replicating the “team of rivals” at other key nodes.

A second important message is to set up an environment for innovation. But, people can’t innovate well in an environment of fear. With daily job losses everywhere in the world, it’s hard not to feel anxious. The “team of rivals” approach fits well with setting the stage for novelty in thinking according to creativity researchers. The depth and breadth of knowledge elements available with minds from different disciplines and experiences increase the opportunity for unusual possibilities from which to choose---for real innovations. They suggest, in addition, that leaders consciously develop a positive emotional environment of surviving and thriving despite uncertainty to foster the creative spirit.

According to Teresa Amabile and others, there are spin-off bonuses to an emotionally positive work environment. The effect lasts for days. If the leader works at stoking the fires of hope and possibility, the positive feelings can last indefinitely, as well-documented in current brain research. These are greatly assisted by the joy individuals feel when generating ideas. It seems our brains and our beings thrive in such environments.

There is ample evidence from the history of long-lived organizations that adapting and innovating are central to survival. This is encouraging for all leaders grappling with the chaos we are facing.

Arie de Geus’s template for survival in a turbulent business environment provides further guidance. In his study of long-lived organizations (The Living Company), some more than 400 years old, he found four “habits”:

1. Sensitivity to the environment (learning and adapting)
2. Cohesion and identity (building a community with a cause)
3. Tolerance (ability to build constructive relationships with other entities within and outside itself)
4. Conservative financing (ability to govern its own growth and evolution effectively)

If, as Ferguson observes from his study of the history of money, that booms and busts are products, at root, of our emotional volatility, then, the lessons from surviving the “wild” can temper such ups and downs in our favour. This takes leadership of the right kind. Not greed. Not self interest. Not every “man” for himself. Instead, it heralds leadership which trumpets teamwork, respect for each other, including divergent views, and the certainty that together we can adapt, innovate, survive and prosper.

Barack Obama's Spirit Has Taken Hold of Me

The world’s in a big dance. Everyone is a belle at the ball of an unprecedented historical event. For those that get suspicious when walking into a room of smiling people, this must be unnerving. Yet, the warmth and goodwill swirling around our feet and heads seems infectious. Is it possible that the more generous feelings towards each other catalyzed by the arrival of Obama at our doorstep are manifesting themselves in all manner of acts of kindness?

As a sample of one, I have found myself taking unusual steps towards helping others. The acts of kindness have come out of the blue as if they landed on me from afar and I just had to pass them on. These actions are in addition to my normal pattern of “being there” for others. I suspect that millions upon millions of others are also finding themselves leaning more towards others than is typical.

We appear to be witnessing the favorable impact of an inspiring leader. This is encouraging. Although we face extremely difficult times, just maybe our collective willpower will enable us to get ahead of the curve.

Historian Niall Ferguson who has been on a round of interviews about his new book The Ascent of Money paints different scenarios for the future, some quite grim. But he does believe that innovation and collaboration globally can get us through.

These we know are powered by our imaginations and feelings of goodwill. Barack Obama has given us a nudge. Provided he keeps up his end of the bargain, and we have no reason not to believe he means what he says, we may find that the flywheel of change and transformation gains traction and speed quickly.

"I'm here to listen and learn" is an Obama refrain: Is he for real?

When I happened upon a CBC documentary on Barack Obama’s visit to Africa in August 2006, I couldn’t help think---is he for real? Over and over again he said to the ordinary folks, “I am here to listen and learn.” Frankly, I couldn’t believe my ears. The words almost sounded strange because they have not been commonly used by George W. Bush. “I’m the decider” has been more his style and phraseology.

After too many years of that kind of rigid leadership, I view Barack Obama through slightly jaded eyes. It is not that I don’t want to believe in what he is saying and how well he has put together a transition team. It’s just going to take some getting used to. The natural tendency is to not let one’s expectations rise too high in case they are dashed!

But, to use the well-worn phrase, I am “cautiously optimistic”. Scientists likely identify with my feelings. When President-elect Obama announced Steven Chu, a Nobel-prize winning physicist as his Energy Secretary, according to various media reports, most let out a collective sigh of relief.

Obama’s words on the role of science in his administration no doubt came as a happy shock. “My administration will value science.” “We will make decisions based on facts and we understand that the facts demand bold action.” Yikes! Can he really mean this? After years of ideology trumping science and non-scientists over-ruling scientists, is Obama really going to stay the course of not omitting inconvenient facts if they don’t suit his position?

A look back into Obama’s history yields some hope, literally. His book Dreams from My Father is chock full of clues. Barack Obama’s mother set the stage for his values. Obama describes his mother as “a lonely witness for secular humanism, a soldier for the New Deal, Peace Corps, (and) position-paper liberalism.” His father’s birthplace in Kenya provided concrete evidence of the struggles of ordinary folks. He also witnessed the poverty, the corruption and the constant battle for security in Indonesia where he lived for a while with his mother and her second husband. Empathy for the little people appears to have been “bred in his bones”.

Obama tells story after story of observing the challenges of people in his travels and most significantly through his efforts at becoming an effective community organizer. This is a guy who went around interviewing people in a down and out area of Chicago to find out what they wanted to change to make their lives better. Various mentors took Barack Obama under their wings and slowly but surely helped him through the extremely frustrating challenge of community development. My head tells me that no one would hang in for as long as Obama did without being truly sincere in his quest to help, to listen and learn.

In his words, he describes the apathy he encountered in a neighborhood and the insights that arose from such an experience: “As it was, many had already given up the hope that politics could actually improve their lives…” “Yet what concerned me wasn’t just the damage loose talked caused efforts at coalition building, or the emotional pain it caused others. It was the distance between our talk and our action, the effect it was having on us as individuals and as a people.” “The continuing struggle to align word and action” and the role of self-esteem in rising out of despair, “led me into organizing.”

Now, he has been given a chance to align word with action on the world stage. This deeply curious and reflective leader has a huge agenda and also a strong foundation where he has learned what matters at the feet of ordinary/extraordinary people.

I will watch with great anticipation. His lessons of triumph and failure will be a backdrop for learning more about how to succeed as a leader in our current world of chaos and opportunity.

Replacing Advice with Curiousity One Room at a Time

Engagement is the means by which there can be a shift in caring for the well-being of the whole, and the task of leader as convener is to produce that engagement.

---Peter Block, Community: The Structure of Belonging, p. 87.

Engagement precedes problem-solving, persuasion, commitment, accountability and responsibility. It’s so powerful in its manifestation that the term “engaged” enjoys a permanent place in our hearts. If it’s alive, things are good. If not, we are just putting in time. Creativity and innovation either thrive or fail to grow. No wonder organizational and political leaders want to “engage” employees or the electorate.

Yet, most struggle with how to engage. Like a chameleon, it comes and goes but does not seem to stick around. Engagement can’t be hurried because it requires dialogue. Engagement doesn’t do well in the face of “I know best” by a leader or manager. Engagement doesn’t take root when it’s difficult to voice an opinion because of the structure of a meeting. Engagement doesn’t get to “first base” if respect isn’t in the air.

We have reached a time in our society and organizations where we crave engagement. Generation Y won’t have it any other way. Generation X and the Boomers have no trouble agreeing as they have wanted more engagement for decades. Long ago they recognized that the challenges are far too complex for formal leaders to tackle without a helping hand from all concerned. Fortunately there is an upside to the interesting times we are experiencing--- democracy of the “kitchen table”, “Main Street”, “street corner” and “water cooler” variety is back in fashion.

Although percolating in millions of places around the world, we’ve seen its renaissance most recently with Barack Obama. Besides his rapid rise from “nowhere”, he demonstrated through his grassroots approach to fundraising and organizing volunteers that he has a firm grasp on engaging others.

His ability to engage comes from who he is, how he relates and how he organizes structurally to enable dialogue. His curiosity and depth of caring for “Main Street” (who he is) underpin his solution-finding. Like Roger Bannister breaking the four-minute mile barrier, Obama has set a new high for civic engagement. The principles are equally valid to organizational life.

How that came about is well-described in Dreams from My Father. Framed by his quest to make sense of his identity within two stories---“white” and “black”---Obama’s self-reflections shape and evolve his values and beliefs, his way of being and relating and his acumen at bringing people together to achieve something worthwhile.

After a successful stint at corporate life, becoming a community organizer beckoned. The pull of his mother’s advocacy for the “oppressed”, his father’s Kenyan roots, and his largely Hawaiian upbringing where hierarchy is less dominant likely played roles in his desire to do something at the community level. Fortuitously, that experience set the stage for his know-how in organizing “room by room”.

Peter Block offers some concrete guidance to organizing “room by room” and “convening” engagement. Using the small group (often within a larger group) as the prime way to enable dialogue and create accountability and commitment, he suggests that leaders convene by:

--Coming from a context of possibility, generosity, gifts (of others) and the importance of relationships

--Asking powerful questions that invite people to co-create such as “What is the commitment you hold that brought you into this room?” “What is your contribution to the very thing you complain about?” “What are your gifts….?”

--Listening and being present (no ego).

Barack Obama discovered these guidelines as he literally went around interviewing people to find out what the community wanted to do. His mentors were a multitude of ordinary people trying to survive, raise their families, and exercise their freedom. One gave him a useful piece of advice—not to take himself so seriously. Good advice for all leaders.

Paying Attention Goes a Long Way When Leading During Crises

Every interaction is a form of confrontation---a clash of priorities, a struggle of dignities, a battle of beliefs.

--- P. Koestenbaum, In LaBarre, 2000, p. 222

White water rafting is an apt metaphor for surviving in our current environment. Times of crisis, which keep rolling in one after another, starkly show whether a leader can adapt or not. Times of crisis test the leadership within each of us regardless of position. Many don’t make it because of an unwillingness to let go of old assumptions and beliefs and be present to the new. Where are you as a leader in this regard?

For the majority of us, turmoil first comes as external and beyond our control. But, whether we like it or not, our adaptation challenge is the same as those who are in the depth of the chaos: we are left to scramble without having been there before. How can we get beyond the fear and atmosphere of negativity from the terrorist attack in Mumbai and the continued turmoil in financial markets around the world? How can we help those around us both at work and at home cope with the escalating level of uncertainty?

This is the ultimate test of leadership: dealing with the emotional upheaval (yours and that of those who look to you for guidance) and the lack of information and best practices upon which to draw.

Paying attention helps. Robert Quinn in his book Building the Bridge As You Walk On It calls this “detached interdependence”. It means paying attention to what’s happening, transcending a need to control and allowing others to find and express their full capacities. It means being humble and strong and open to others’ views, yet not being attached to whether they like us or not. Underneath the stance of “paying attention” is clarity of our purpose---personally and organizationally. People “get” leaders and managers who are inspired by a reason for being no matter how dire the external circumstances are. They will rise to the occasion.

That’s why it’s fascinating to watch what various leaders do in these unusually turbulent times. What they do is typically a direct expression of their leadership beliefs in relating to people and getting the job done. What they do becomes an internal moral challenge: to serve one’s own interests or those whom they serve. It is a challenging polarity, as Quinn likes to remind us.

An example is the CEO of Maple Leaf Foods. In confronting his firm’s role in causing people to die from an outbreak of listeriosis in August 2008, he demonstrated this moral choice. Michael McCain quickly closed down the suspected Toronto plant and apologized profusely. He repeatedly used words to the effect that “the buck stops here”. McCain did not finger point and he kept the lines of communication open with the media. His pain was obvious, showing his own vulnerability but at the same time his resolve.

In the December issue of the Globe and Mail’s Report on Business McCain said he was doing what was right. “The core principle here was to first do what’s in the best interests of public health, and second to be open and transparent in taking accountability.” Although he emphasized that the handling of the situation was very much about his team not only himself (“It’s just what we are”.), he was reluctant to identify the obvious---his team was dependent on his core values and his willingness to be adaptive.

There is much more to the Maple Leaf story yet to be told. How McCain discovered the greatness within himself to “do the right thing” will become another interesting layer. How he struggled and the mistakes he made while trying to figure his way through the horrible situation will be most informative for preparing others when calamity strikes.

Quinn has some tips and comments related to leading and adapting during great uncertainty which likely mirror some of what McCain did:

--recognize that excellence requires you to go where you have not been before
--understand that leaving the comfort zone is terrifying
--in high uncertainty, you cannot rely on knowledge
--you must surrender your sense of control and begin to learn in real time
--in uncertainty and learning, you must continually clarify the desired result
--keep it simple. Establish a few operating rules, and move forward
--the learning process is improvisational; you must create as you go
--you launch a thousand ships knowing most will sink
--it is normal to be scared
--listen carefully to criticism
--forget self-interest and focus on collective success
--give yourself time to process feedback and get through the emotions
--trust yourself and others

If paying attention is a primary tool for stabilizing a crisis and leading effectively in general, being prepared is equally important. The Mombai massacre unfortunately revealed that India was not prepared, especially at the local level. The Taj hotel burned for more than three hours before firefighters arrived. Numerous police personnel were killed. The soldiers struggled for three days to gain control.

The recent crises in India (terrorism), the United States (financial implosion) and Canada (listeriosis outbreak) make one thing very clear: smart strategic and tactical planning and good governance are essential parts of a leader’s tool kit. Adaptive leadership is the thread that binds.

Barack Obama Activated Our Natural Empathy and Cooperation

The Republicans didn’t have a chance against Obama given the context of fear from which Americans wanted to escape. According to neuroscience, we all hold to a greater or lesser extent two moral world views---conservative and progressive. Sometimes, we hold both at the same time on an issue-specific basis. These modes of thought are hard-wired into our brains through biology and experience. They literally “light up” and drive our behaviour, often unconsciously, depending on the language, images and stories of the world around us.

Applying the world view contexts to the presidential election results, the financial crisis coupled with a myriad of legacy issues (war in Iraq and climate change, for example) tipped the balance towards empathy and cooperation. Since Barack Obama’s language of hope and change related closely to the latter, his stories appealed across a broad spectrum of people who were ready for a change. His messages, so different from the fear, coercion and isolationism of the last eight years, activated en masse the progressive moral world view of millions of American voters and people from all walks of life around the world.

As Professor George Lakoff, a distinguished Professor of Cognitive Science and Linguistics at the University of California, Berkeley describes in The Political Mind, the differences between the two moral world views are like a nurturing versus a strict parent. The nurturing parent models empathy, responsibility for oneself and others and the strength to carry out those responsibilities. The strict parent model, on the other hand, is concerned with authority, obedience, discipline and punishment.

In political terms, the progressive view champions caring—taking responsibility, acting courageously and powerfully. The role of government is to protect and empower—a social justice model. That means having in place a range of supports for community life beyond the hard services such as police, fire, the military, roads and well-run financial and legal systems. The softer services figure prominently in the government’s agenda---a social safety net, clean water, safe food, accessible health care and education, disaster relief, consumer and worker protection and environmental stewardship, etc...

Unlike the nurturing side of the progressive view, conservative thought politically is concerned with obedience to authority—knowing right from wrong and being loyal within a hierarchy. The role of government is to protect us from evil and minimize constraints such as regulations, taxes, unions, and certain anti-individual freedom laws. This model of government is more laissez faire.
In reality, each one of us and our political leaders link these different world views in a variety of combinations. What holds sway for voters is contingent on the situation and how it impacts our emotional needs. For Obama, the “perfect storm” of issues matched his generally progressive philosophy and acumen at mobilizing people, that is, engaging and empowering individuals and groups in managing their own wellbeing in tough times.

Now that the cheering has subsided, we are left wondering whether this cool, calm and seemingly centred and caring president-elect is who he seems to be. He has yet to create the data which will prove one way or the other. Academics have taken to analyzing his language and thoughts (contradictory) and comparing and contrasting his apparent attributes to former presidents. He compares well to Kennedy, Lincoln, Roosevelt (Franklin D.), Reagan and Clinton. The pundits are conducting their post-mortems in minute detail looking for any signs of what is to come.

One of them reflects the “morning after the party feelings.” Our very own Rex Murphy of CBC TV and the Globe and Mail believes that “Hillary woke Mr. Obama out of his dangerous complacency and gave him a taste of humility—not a welcome flavour…to the Obama palate.” Murphy goes on to explain that “she found his weak spot---the patrician element in him, the high yuppie disdain.” “She also taught him that some people in politics go for the jugular.” So, who will we see? The humble Obama from which empathy and caring arise or the patrician, overly cool Obama?

In that few get training in how to be a president in advance of landing the job, like most leaders, he’ll be learning as he goes. He and we will find out who he is as the issues are confronted and dealt with.

We can be certain though that he will be more curious, open and collaborative than his predecessor based on his track record. That’s good news. In that empathy and “real” reason” are both needed, we might see Hillary again working with not against Obama. For her many supporters, that will be a welcome outcome.