We all have what the Harvard Business Review calls “default behavior,” moments when we let our visceral automatic pilot usurp reason. These default reactions can lead to impulsive decisions. A study published in Proceedings of the National Academy of Sciences, found that highly experienced parole judges reasoned more carefully at the start of each workday and after meal breaks, when on average they granted parole to 65 percent of applicants. But as their sessions wore on, favorable parole judgments fell to an astonishing 0% prior to each food break.
Whatever drives us toward default—be it hunger, fatigue, or a certain type of person who “rubs us the wrong way”—is not serving us. One big reason, in our opinion, is that during default moments we are listening less and cutting off the flow of new information. Lee Newman, Dean of Innovation and Behavior at Madrid’s IE Business School suggests three steps for overriding your automatic pilot response:
1) Know your default triggers.
2) Anticipate and mentally rehearse your overrides.
3) Design your days to minimize triggers at high-stress times.
We want to hear: What drives you into “default” mode and what are you doing to regain control? Are you doing anything to modify your behavior? Join the conversation and click "comments" on our Community of Practice Forum.
There are seven words you cannot say on network TV (and, no, we are not going to name them!). Likewise, there are some words and phrases that should not be said at work -- or perhaps anywhere. One phrase that stands out to us, among the seven nominated by Ilya Pozin, CEO of Open Me and columnist for Forbes, Inc. and Linked In, is:
“It’s not my fault.”
Trying to shift blame to work colleagues, or even to surrounding circumstances, is not constructive
communication. On the other hand, those who calmly and non-defensively address mistakes are respected for their character. They signal they are willing to shift course after missteps and that they have more at stake than their egos. Please let us know your thoughts: When has owning up to a mistake served you well and enhanced your credibility?
Laszio Block, Senior Vice President of People Operations at Google (a.k.a. the head hiring guy) has said that apart from cognitive ability—by which he means the ability to learn—the most important thing his extraordinarily innovative company looks for in a potential employee is “emergent leadership.”
Emergent leadership, says Block, means that when you are a member of a team faced with a problem you, at the appropriate time, step in and lead. Just as critical, believes Black, is the ability to step back and relinquish leadership to someone else.
We applaud Block’s philosophy. Effective leadership is about enabling collaboration, not hoarding power. Strong leaders have the strength — as Block puts it — “to step back and embrace the better ideas of others.”
Please let us know your thoughts: What leadership qualities do you look for in potential employees and work colleagues? Share your responses to the weekly discussion question on our Community of Practice Forum.
Known as America's "winningest coach,” and dubbed Coach of the Century by ESPN, John Wooden brought the UCLA Bruins an unparalleled ten NCAA basketball championships. Most notable in his formula for success: It's not about going for the win—it's about the details: not only concerning basketball moves but also more “invisible” details, like how to put on socks and shoes! Wooden is positive that it is the details that bring achievement. In the process of getting the details right, the wins come.
We couldn’t agree more. The latest research on “grit,” which we have referred to in recent weeks, is showing that focusing on the “how” of what we do—and reinforcing in others the drive to work on process and perseverance—will yield lasting rewards. In the words of John Wooden, “It’s the little details that are vital. Little things make big things happen.”
We want to hear: Can you share an example of how getting the details right resulted in success? Share your responses to the weekly discussion question on our Community of Practice Forum.
We recently posted about the benefits of constructively praising children by acknowledging their effort rather than blanketing them with gratuitous comments like: “You’re smart” “You’re good at that” and “Good job!” Po Bronson, author of Nurtureshock: New Thinking About Children, presents fascinating evidence for this approach here.
As grandparents, we too are rethinking the ways in which we praise. A recent weekend began with our grandson becoming frustrated when he was unable to complete tasks easily (from building a train track to shooting a basketball). His refrain of despair in such situations: "I can't do it!" So as a family, we committed to reinforcing effort vs. results: “It makes sense that you can’t do it yet—you only practiced a few times.” Or: “I noticed that when you were having trouble putting the track together you kept trying to figure it out and then you realized you just needed to turn that one piece around.” By the end of the weekend, after six missed basketball shots in a row, he said: "I just haven't practiced enough to get it right so I need to keep trying." Pretty amazing!
We want to hear: Are you rethinking the ways in which you praise your kids/grandkids—or perhaps youngsters that you teach or coach? What kinds of results are you having? Share your responses to the weekly discussion question here.
The most effective leaders are talented at skills that require empathy, such as persuading, motivating, and fostering collaboration. But in his book FOCUS: The Hidden Driver of Excellence, Daniel Goleman identifies a danger for leaders: As people rise in power positions, research shows that they tend to pay less attention to those whose social status is not as high. Empathy can be a casualty of this dynamic.
Some antidotes for the potentially out-of-touch leader: create a group of colleagues who will be candid with you (inside or outside your organization) and keep in regular touch with them; wander around the office and spend informal time getting to know employees; and create a workplace atmosphere where people feel safe “speaking truth to power.”
Leaders, we want to hear: What are some of your strategies for staying in touch with the needs and goals of the people who report to you? Share your responses to the weekly discussion question here.
Last night we heard NPR's report on toxic leaders. In a study that looked at eight suicide victims in the army, all had toxic commanders who made the soldiers' lives miserable with no let up. "When you're ridden mercilessly, there's just no letup, a lot of folks begin to fold," the study's author concluded. He went on to describe toxic leaders as "abusive and self-aggrandizing, arrogant and petty, and ‘unconcerned about, or oblivious to, staff or troop morale.’" The researcher also described toxic leaders as "good at snowing their superiors — so they kept getting promoted." The report suggests that the impact of destructive leadership goes beyond the military. A key question posed: Are we tolerating this kind of leadership?
We applaud the army's initiation of an evaluation system where officers get anonymous feedback from those who report to them. We believe in the power of such information. Please let us know: Have you experienced the impact of 360° feedback? What happened when such a system was introduced in your organization? Share your responses to this weekly discussion question on our Community of Practice Forum.