Best of HigherEDge, first published on January 9, 2013.
We had our first snow and ice of the year and the news has been filled with reports of car accidents and spin-outs. It reminded me of this post. I hope those of you in the midwest scraped your windows so you could avoid a crash due to a blind spot. Todd Thorsgaard
Has this happened to you? You are a good driver, you have the best intentions, and you are paying attention and following all the rules, yet when you signal your lane change and start to move – suddenly you hear a horn honking! Next comes screeching brakes or a crunching sound and an impact. What happened? There was a car in your blind spot.
As leaders, we also have blind spots. Have you ever been surprised by how people on your team react to something you have said or done? Are there times when the pep talk you gave to help motivate someone or the wise piece of advice that you knew was exactly what your team member needed didn’t have the effect you intended?
I still remember the reaction I got from teammates in one of my first jobs after graduate school. My boss called me into her office for my 30 day check-in. I was meeting all my initial goals and I was providing good consulting resources, but my colleagues had shared that they did not think I valued their experience and they didn’t like my “attitude.” I was crushed! I respected them and was so happy to be working on a high performing committed team. What was going on? It was a blind spot. I had just spent a period of time in graduate school where we were expected to always ask critical and probing questions, on every idea raised by anyone. I thought I was demonstrating respect and letting my colleagues know how much I valued their experience and insight by asking questions and seeking to better understand what they were sharing. What they were feeling was that I was challenging their ideas and didn’t trust their experience!
Leadership is a two-way street filled with people. As Anita described in her last post, successful leaders need to understand how their actions impact others. The Johari Window, a tool created by Joseph Luft and Harrington Ingham in 1955, highlights that we need feedback to better understand ourselves and to minimize our blind spots. (click on image to enlarge)
Increased self-understanding leads to greater effectiveness in leading others. I needed to ask my boss in that new job what was happening, why were people reacting the way they were? I was unaware that when I immediately responded with a question to a colleague’s idea they felt like I didn’t value their expertise. It felt attacking. I was destroying trust while I blindly thought I was engaging in a spirited debate. Now, as a leader, my natural style is to focus on facts and reasons and I can be blind to how that feels to people on my team. I have learned that I need to continually seek feedback from others on the impact of my actions. Luckily I also have a trusted relationship with my current manager and I am able to ask about my blind spots and the impact they have on my leadership.
What leadership blind spots have you discovered in yourself? How can you invite feedback from others or gain more self-awareness?
After college I took a road trip to the western United States with two roommates, Digger and Jorgy. While we had a great adventure I also learned a fascinating lesson about the challenge of strategic leadership.
As we were driving Digger kept exclaiming, “do you see that bird!” And Jorgy would say, “no, where?” Then Jorgy would shout out, “look at that formation” and Digger would say, “what formation, where?” Digger, the ornithologist, was always scanning the sky or treetops, while Jorgy, the geologist, was always scanning the ground. They did not easily see what the other saw.
Author and leadership consultant Bruna Martinuzzi suggests that a strategic leader has to be able to “keep an eye on the ground and on the horizon at the same time.” In an article she wrote last year she provides advice on how to develop that tricky skill of looking up and down at the same time, or developing “the ability to oversee the day-to-day operations while directing the long-term strategic imperatives.”
- Practice Using Reframing. Reframing is the ability to view an issue or topic from a completely different and new perspective. A physician I worked with at my previous employer shared my favorite example of reframing. Whenever she worked with a patient who kept failing when trying to quit smoking she would reframe it by focusing on the patient’s willingness to keep trying, not on the failure. Then they could reinforce the patient’s tenacity and agree to work on trying something new. Marinuzzi describes how leaders can use a Reframing Matrix to view an issue from four different perspectives before you make a decision.
- Adopt Practical and Conceptual Approaches. Honestly acknowledge if you typically use a more concrete or a more abstract approach and then force yourself to carve out time in your schedule to practice the opposite. If you tend to be more practical, take time to research industry trends and analyze trends over time. If you are more comfortable in the conceptual realm, take time to review the project plans of your people or examine the day-to-day processes your people use to get their work done.
- Strike a Balance Between Informing and Inspiring. Examine all your different types of communication and assess how often they focus on creating clarity and sharing of information versus inspiring and motivating people. Strategic leaders must do both.
As a strategic leader you can help your team keep their eyes on the ground and the horizon.
My grandfather was a master painter and wallpaper hanger and I had the amazing fortune to work for him for over 20 years. One of the many lessons I learned from him was that you have to deliver the basics to get the opportunity to become a true master at your craft. The first years that I worked for him I spent much of my time painting the insides of closets or the priming coat of paint. Strategic leadership also has a foundation in delivering the basics before moving to the strategic.
Rosabeth Moss Canter, in a November Harvard Business Review article, highlights that successful strategic leaders are those that have mastered execution and implementation by following these four imperatives.
Question everything. Force yourself to challenge your assumptions and tackle “sacred cows” that exist in your organization or industry.
Inform everyone, then empower champions. Focus on both breadth of awareness and ideas and depth of committed support. Share information broadly and ask for all ideas to ensure that you are considering all options. Then take action to support your early and enthusiastic adopters to demonstrate early results.
Keep relationships tight and rules loose. Build a large network of people who are comfortable sharing good and bad news with you. Focus on creating a shared vision and trust and then giving people the freedom to take action and make decisions based on their expertise.
Modify quickly. Recognize and be willing to acknowledge bad news or challenges. Learn from what isn’t working and modify as soon as possible.
Developing a strategy and announcing it isn’t enough, you have to dive in and get the closet painted.
In the end, Dorothy, the lion, the scarecrow and the tin man each had what they needed within themselves to get to the end of the yellow brick road. To build organizational capacity, leaders and team members must also travel down an unknown road into the future. This type of action in the face of uncertainty requires personal accountability by leaders and the development and support of personal accountability for team members.
Roger Conners and Tom Smith, in their book The Wisdom of Oz, share ideas on how to assume accountability for our own actions, how not be defined by our circumstances and how to take action to reach our goals.
Their Four Steps to Accountability are:
- See It – acknowledge your own blind spots to reality and seek out additional information to truly “see” the whole picture. This often involves asking others for their point of view – and listening to it.
- Own It – acknowledge your own role in the current situation and take responsibility for finding a solution or taking action to move forward.
- Solve It – do the work required to find a solution, or make a change. This can involve doing research, seeking input, working with others, trying options, or other techniques. But you must take ownership of finding what you need to do.
- Do It – take concrete action to do what you need to do when you need to do it!
We don’t always know what the future will bring but if we accept our personal accountability we can shape our own future and not be controlled by a wizard behind the curtain.
Posted in Accountability, build organizational talent, Developing Capacity, Leadership, leadership development, leading authentically, self awareness
Tagged accountability, asking questions, blind spots, Leadership, self-awareness
I rode my first teeter-totter last week on my mountain bike. To me it felt like a well thought out and reasonable action to take. I have been practicing my “skinny” skills and my bike handling has improved over the past year. I have watched my brother ride teeter-totters and he has shared with me information on technique so I felt well prepared. Was I afraid? Yes! Was it scary? Yes! Was it a risk? Yes! (Did I make it? Yes!)
We all assess and take different types of risk. Leaders are asked to take “appropriate” risks and then make decisions. Your success depends on your ability to accurately understand, assess, judge and take risks.
Dylan Evans, a researcher on risk and author of Risk Intelligence, believes that we can develop our skills in this area and actually build our “risk quotient.” The starting point for increasing our risk intelligence is the ability to accurately understand and accept what we do know and what we don’t know. Research has shown that most of us are bad at estimating probabilities based on what is actually know or not known. We end up either overconfident or excessively uncertain, both of which lead to poor risk assessment and decisions.
Leaders can use the following checklist that Evans developed to better understand and improve their risk intelligence.
- Do you consciously review what you know before making a decision?
- How does what you know actually relate to the decision?
- How likely is each piece of information to be true and how does that likelihood influence your decision?
- What else do you know that might actually relate to the decision?
Purposely and consciously asking these questions and using the results will increase your ability to assess risks and then make better decisions about an uncertain future.
Good luck on your next teeter-tooter of leadership!
Posted in change and transition, decision making, Developing Capacity, Leadership, leadership development, self awareness
Tagged asking questions, assessments, blind spots, Change, Leadership, leadership development, questions, risk taking, self-awareness
I guess the simple answer is to start with ourselves and our team. As leaders our opportunity to make a difference starts with the culture of respect we create within our own team.
But how? I found a number of practical ideas on the Critical MultiCultural Pavillion created by EdChange.org. It is a website created by a team of educators dedicated to equity, diversity, multiculturalism, and social justice. They provide resources for workshops, staff meetings and projects that support progressive change in our educational systems. I want to share an activity that I recently experienced and encourage you to give it a try with your team! It is called the “Circles of My MultiCultural Self” and the full instructions can be found by clicking on the link.
Briefly, each of us created our own set of circles identifying cultural and personal elements of ourselves that we defined as important for making us who we are. Next we spent a few minutes with a partner, each sharing a story about a time we were most proud of one of our defining elements and a story when it was a painful moment. Finally we were asked to identify a stereotype about one of our unique elements, or circles, that was incomplete, incorrect or failed to fully capture who we are.
As we shared our stories and the stereotypes we have heard I was struck by how different my experiences have been as a member of the majority culture from my colleagues from a minority culture. What I defined as important, or had experienced as painful moments, were mostly internal or personal elements that I got to choose to share or not share. I was in control of sharing that I am a cancer survivor or a divorced co-parent of a teen-age girl. My colleagues from a diverse or minority culture mostly described painful moments and identifying characteristics that others attributed to them or imposed on them! They were labeled as “black” or “from another country” or “as having a confusing and hard to understand accent.” They were not allowed to define themselves.
This was a small but powerful growth experience for me and for the team as a whole and a step in creating an inclusive work environment.
Their website offers a number of resources for leaders looking for ways to support equitable opportunities for all people to be successful at work.
Posted in building teams, Diversity, equity, inclusion, leading authentically, racial tension, self awareness, trust
Tagged blind spots, cultural competency, diversity, equity, Leadership, self-awareness
#OscarSoWhite, Black Lives Matter, Native Lives Matter, Atticus Finch and Go Set a Watchman, the Syrian refugee crisis, the achievement and opportunity gap, white privilege, David Duke, the list goes on and on …
At a personal, organizational and societal level we are all facing the reality of living in a diverse world. A world that treats people differently and provides different opportunities based on observable and unobservable traits, characteristics, cultures and genetics. It can feel overwhelming at times. As a leader I find myself asking, “what can I do to make a difference?”
Over the next month, we will be exploring ways to make a difference. We will be blogging about the Minnesota State Colleges and Universities leadership competency – Valuing Diversity. It is defined as:
- demonstrating inclusivity in work processes and work teams
- encouraging and promoting the diversification of our faculty, staff and student body
- actively seeking out and inviting alternative viewpoints in planning, discussions and decision making
This is a volatile topic that exposes a wide variety of strong opinions and realities. Acknowledging and tackling challenging issues is an important aspect of leadership so we encourage you to dive in with us!
To get started I want to share two quotes that I heard at the MnSCU Student Affairs/Diversity and Equity conference last week. They reminded me of the personal and organizational accountability we all have to make changes.
“Equity is a practice, not a number or an outcome.”
“What can I do to shrink my bubble of ignorance.”
I look forward to our dialogue and sharing of ideas as we address our leadership roles in valuing diversity.
Posted in Diversity, higher education, integrity, leading authentically
Tagged accountability, blind spots, cultural competency, diversity, equity, higher education, Leadership, self-awareness