Tag Archives: decision making

Monday Morning Moment – Isolation and Community

Photo Credit: Jackie Hill Perry, Art of It

After one-and-a-half years in COVID, we all have grappled with a need for social distancing and isolation. What happens then when the diligent pursuit of physical safety causes a loss of community?

None of us want to get COVID or its latest variant. However, we also desperately need community. It is on each of us to make creative and persistent decisions toward going after community. Especially the most vulnerable of us, or we will suffer more than the health impact of COVID [see links below].

The dilemma with isolation is somehow it has brought a social lethargy with it. We are becoming more solitary and our community has shrunk to the lowest and tightest we can manage.

Not necessarily out of fear of COVID, but out of a growing incapacity for community. Real community. “Iron sharpening iron” relationships.

I know I am not alone in the need for such community. We have probably all thought of how altered our relationships have become over the last several months. Not the closest maybe, but especially those that spurred us toward a higher accountability, responsibility or integrity. Those relationships where we are helped to make better decisions or extend kindnesses (especially toward those outside our inner circles).

[Whether introvert or extrovert, we can easily sink down into a solitary life of less. And less is not always more. This less can breed a sort of self-serving life where we gauge our relationships by our own gains and extend ourselves by our own comfort levels. Been there, done that. Ugh! ]

COVID or not, we still need other people, and they need us. Whether on a work project better served with team problem-solving or a family crisis that could use “all hands on deck”. Death and divorce are still happening, but life celebrations are also still with us – all calling for the touch of our community.

In the Wiki fandom Mary Shelley article, we read a fascinating take on the impact or lack of community on the characters of Shelley‘s novel Frankenstein.

In the novel, Victor Frankenstein is a brilliant scientist. He is overwhelmed by a series of losses and the grief, as well as his increasingly unhinged genius, drive him into isolation. He decides to make a human-like creature who would be like a son to him.

It did not turn out well. The creature, because of the rejection and isolation he himself felt, was determined to be a monster.

Both Victor and the creature Frankenstein, throughout the story, are plagued with isolation and a terrible lack of caring community.Photo Credit: Pixabay

The theme of isolation in Frankenstein raises many questions about the role of community and its importance. Many characters in the novel find themselves in isolated positions, and a few suffer grave consequences because of it. Characters suffer from both physical and emotional isolation, although, as in the case of the monster, the isolation is not always self-inflicted. Victor Frankenstein, on the other hand, chooses to isolate himself from his family, his peers, and even the monster he created.

In Frankenstein, horrible things happen when a character is isolated from the others. When Victor’s knowledge and ambition are unchecked by his peers, a monster is created…the destructive power lies not in the monster or his creator, but in solitude. Shelley uses this theme and its manifestation in her characters to pose questions about community, knowledge, and its role in society. Is unbridled knowledge always dangerous, or is there a middle ground? Should one abandon his or her pursuits if they are driving him or her away from a community? 

Shelley makes it clear that there are two different types of isolation: self-inflicted and societal. We see self-inflicted isolation manifested in Victor; he detaches from his world and the people he loves and as a result, everyone suffers tremendously. Rejection from society is demonstrated in the monster’s life. Again and again, he is turned away from love and companionship, which what he has longed for since he was first brought to life.” – Wiki-Fandom Analysis of Frankenstein – Mary Shelley, an Academic Wiki

Of course, this is a novel, but incredibly insightful as a tale of human nature. We need community…we are made for community.

Somehow we must rally during this protracted social experience of COVID. What is your mindset on this and what are your intentional actions toward community and away from isolation? The kind of isolation that eventually diminishes us and our relationships. Please comment below.

In closing, I do want to affirm an Isolation in Community. We may have to deal with social distancing for sometime still. Especially those most vulnerable to severe illness from COVID. For some isolation can’t be avoided, but there is an isolation in community. Where we take steps toward and lean in to deeper community. Even if it isn’t always in person. This takes a different sort of effort, but we know it is possible. Fortunately. For me, it’s actually using the phone for conversations (including Facetime). It’s not stepping out of responsibilities (work or community service) because of a need for social distancing, but figuring out alternate ways to serve, or get a job done. I have also experienced the fruit of it, thanks to your efforts. Our mail is less junk mail and more actual real connections through cards/letters. Thanks for that. Again, please comment below what your experience has been here.

Photo Credit: Heartlight

Isolation – Good Therapy

Isolation and Community – Helen Thorne – Biblical Counseling UK

Loneliness and Social Isolation Linked to Serious Health Conditions – CDC

Creative Communities Are Addressing Social Isolation – Maryjoan Ladden

Monday Morning Moment – Spend a Minute with Pollyanna and the Contrarian – There’s a Place for Each of Us

A friend recently gave me the card above and it set me thinking about how far we get from who we are sometimes. She gets me. She knows my heart, even when it feels a tad dried up.

What would you say to the idea that we are all on some spectrum of Pollyanna to Contrarian (Curmudgeon even)?

Is that a bad thing? I say no.

Since my teens, friends (and not so friendlies) have used the word “Pollyanna” to define my responses and outlook. That person is defined as one who “looks for the good in everyone and everything – and she finds it!” For some odd reason, it wasn’t to be considered a compliment. Even one of my sons has said, “You can’t trust Mom’s take on people” – the reason being I see beauty in everyone, and all sorts of redeeming qualities. Well…I used to anyway.

Now, in recent years, reluctant contrarian is more what I’ve become. [After writing this piece, I came across someone who writes under the title of reluctant contrarian. Funny.] It certainly wasn’t my ambition to become curmudgeonly…but life happens. We see the things that, if tweaked, could make a difference in a person, product, or process…and wonder aloud why not? Then, if we persist in our opinion, we become like a dripping faucet or clanging cymbal. Sigh…

When my friend gave me the card (image above), it set in motion a resolve in me. To rediscover that Pollyanna inside. To look for the good. To extend grace. To brighten the day. To play Pollyanna’s Glad Game…until it becomes a habit again.

Photo Credit: The Glad Game, Pollyanna, Pinterest

The Glad Game – Lost in the Magic – Shez C.

What’s Wrong with Being a Pollyanna? – Christin Ditchfield

Pollyanna Principle: The Psychology of Positivity Bias – Courtney E. Ackerman

The Perils and Possibilities of Pollyanna – Dr. Judith Rich

Pollyanna vs. Curmudgeon: The Case for Realistic Optimism – Peggy Haslar

This contrarian/curmudgeon thing that happened to me in the last few years probably relates to some process of entropy – how life in this broken world drifts toward disorder or randomness…unless we constantly intervene.  This idea breaks down with those who start as contrarians. They don’t move toward being more Pollyanna’ish over time, BUT…it could be they move to being curmudeongly. What do you think?

[Sidebar: I asked my husband – who naturally bends more in the direction of contrarian: “Which would you say you are: Contrarian or Curmudgeon?” He answered quickly: “Are those my only two choices?!” We got a good chuckle out of that…and then decided he was serious more than contrarian, analytical more than curmudgeonly.]

What’s the contrast between these extremes? Night and day.

Photo Credit: Thesaurus

How to Become a Curmudgeon – Wikihow

Curmudgeon’s Day – Word List – Facebook

Walter – Analyst Contrarian – Corsairs – Some language but fascinating workplace observations

Finding My Inner Curmudgeon – Chuck Bloom

I do think there is a healthy place in the world for us to co-exist. The Pollyannas and the Contrarians. In fact, The article above – Walter – Analyst Contrarian – Corsairs – speaks to this somewhat in the workplace. I see the wisdom of cooperating “adversarial pairs” in any setting. Here’s a bit of what the article poses:

“There are two sides to most things. Honestly, most things are wickedly multi-dimensional but most humans are only good at comparing two things…two distinct points of view…Forcing alternate perspective is a great technique for combating cognitive bias…It doesn’t prevent it. It simply makes it more apparent…Minimally, take the contrarian side of every issue…Always test the opposite hypothesis…By forcing a counter view, you expose both sides of the argument…Taking the opposite position artificially, occasionally exposes that your initial inclinations were actually dead wrong. Two perspectives create intellectual leverage…use it.” – Walter – Analyst Contrarian – Corsairs 

For life in the world beyond business, I have had the great pleasure of being on advisory boards and ministry teams, both having very different sorts of people as members. Some more task-oriented, some more people-oriented. Some more thinkers, some more feelers. This is reminiscent of Roger Martin’s The Opposable Mind – regarding integrative thinking – where you are able to seriously consider different points of view – like how we grab hold (with our hands) and understand assessments not our own.

Beware, if you’re looking at yourself [people who think just like you] all around the board or conference room table. We gain from both the Contrarian and the Pollyanna… and all those in between.

Finally, brothers and sisters, whatever is true, whatever is honorable, whatever is right, whatever is pure, whatever is lovely, whatever is commendable, if there is any excellence and if anything worthy of praise, think about these things. – Philippians 4:8

5 Friday Faves – Some Good News, Final Fantasy VII on Guitar, Sound Thinking, Coronavirus Survival Tips, and Busting with Bonuses

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Hey Everybody! Hope you’re faring well through these days of Coronavirus and social distancing. Many of you may be still going out to work, and we are grateful for all your essential services keeping us supported in our different living situations.

I didn’t post Friday Faves last week. So we have Friday Faves from two weeks today. Hope you’re finding joy in this odd journey of ours right now. We may be physically distanced, but we are together in this (that’s almost become cliche except for it’s still true).

1) Some Good News – We can find it, or create it if need be. Some good news. Actor John Krasinski has done just that. He is scripting and posting a weekly YouTube video entitled appropriately Some Good News. His first post focused on the 15th anniversary of the American TV show The Office. Below you will find Episodes 2 and 3.

Please share in the Comments your own brush with good news this week and any good news you made happen for others. Let’s safely crush this physical distancing experience!

YouTube Video – SGN Prom with John Krasinski and Friends

2) Final Fantasy VII on Guitar – If the lilting music of the Final Fantasy videogame franchise has special meaning to you, then Nathan Mills of Beyond the Guitar gets it. The chief composer of the Final Fantasy themes is Nobuo Uematsu. Nathan’s latest arrangement from the franchise is Aerith’s Theme from Final Fantasy VIIHere it is:

YouTube Video – Final Fantasy XV: Valse di Fantastica – Classical Guitar Cover

YouTube Video – Final Fantasy XV: Main Title Theme (Somnus) – Classical Guitar Cover

YouTube Video – Final Fantasy X: To Zanarkand – Classical Guitar Cover (Beyond the Guitar)

3) Sound Thinking – One of my go-to Bible verses in scary situations is 2 Timothy 1:7 where the Apostle Paul states: For God has not given us a spirit of fearfulness, but one of power, love, and sound judgment.” Some translations use sound mind or self-control for the phrase “sound judgment”.

Either way, there is such a thing as sound thinking, and it is worth determining whether we are pursuing and exercising that level of reason…or not. Otherwise, we will continue to keep passing each other in conversations, even good friends, shaking our heads when we disagree with ideologies. Preferring to discount, blame or revile, rather than understand each other’s take on something that matters to both of us. Especially in today’s super-charged political conversations and in our government’s decision-making.

Photo Credit: Trainer Collective

In my wondering on sound thinking, I found a very helpful book chapter by author Martin H. Levinson. The 2006 book (its revised edition just released) is Sensible Thinking in Turbulent Times and the chapter was General Semantics: Sound Thinking for Every Day Life.

In this chapter, Levinson offers Ten Blocks to Sound Thinking – with General Semantics “Correctives”. The blocks follow; read the succinct and incredible helpful correctives in this rapid read chapter. I would love an opportunity to sit around a circle with friends and associates of mine who think vastly differently than I do on a range of topics and sort out how we might come more to the center using these helps.

10 Blocks to Sound Thinking (Martin H. Levinson)

  • Allness Attitudes [communicating as if we know all there is to know about a subject]
  • “Knee-jerk Reactions
  • Either-or Thinking
  • Rigid Evaluations
  • Projection Problems [stating opinions as if they were facts]
  • “Useless” and Poorly Structured Questions
  • Elementalism [assuming there is only one cause of something]
  • Jumping to Wrong Conclusions
  • Relying on Common Sense [taking assumptions for granted]
  • Labeling and Category Errors

So much to consider. I will close this with a quote, measured and sound, from a friend of mine, Helen Phillips, on the topic of our country’s mediation of the Coronavirus pandemic:

“We’ll never know whether these drastic measures have spared us from a fate we cannot fathom with thousand or tens of thousands more people sick and dying, or not. If the stats tempt you to feel indignant, and a false sense of ‘perhaps the whole thing was a big fat overreaction’, how do you claim to know which is which? Who can be certain what’s ‘real’ and what’s successful mitigation through extreme precaution as intended. Everyone is speculating, everyone is claiming someone else is wrong, everyone has an opinion and a conspiracy theory from the cheap seats with no ‘skin in the game’.

At the end of the day, who among us bends under the burden of tremendous responsibility? Who among us truly believes they have solutions for the world’s problems? Who among us rarely sleeps, evaluating the deluge of evolving data? Who among us thinks they know what’s best for an organization, a state or a nation?

Perhaps instead of feeding the dragon of obsession and negativity, maybe we should do a little more soul searching, heart checking, gratitude evaluating, neighbor loving and realize the roots of our faith are growing deeper.”

What  a 16th Century Mystic Can Teach Us About Making Good Decisions – Annmarie Cano

4) Coronavirus Tips for Survival – Have we exhausted this subject yet? I can’t imagine we have. Fortunately, I have a good friend who is also a cancer nursing specialist. She helped me devise a survivorship plan after my bout with cancer. She is also the source of much of my plan for staying healthy and hopefully surviving COVID-19 should I contract it. First a little musical respite with DJ Brinson and Emily Gardenire:

I have listed several sources below with a wide range of viewpoints on keeping COVID-19 at bay or surviving it should you get hospitalized. The tips are just based on what I’ve read and what conclusions I’ve made. Not scientific, not tested, etc., etc., etc.

  • Pray, trusting God isn’t finished with me yet…or if my time is done on earth, then trusting Him for grace for me and for my family.
  • Be aware of what surfaces I’m touching (especially outside of my home environment) and wash my hands often and thoroughly. Hand sanitize regularly.
  • Keep my hands off my face.
  • Social distance. Stay 6 feet apart from those not in my “stay at home” environment. Only gather in very small groups with others abiding by same rules (family, close friends, colleagues when necessary).
  • Although social distancing, be creative and purposeful – serve others and stay in contact. Pray for those around you and far from you.
  • During social distancing, make time to complete or update an advance medical directive.
  • Vitamin C.
  • Learn to sleep on my abdomen and sides (this may be necessary if I end up hospitalized).
  • If hospitalized, up to being put on a ventilator, I want it all (oxygen, of course; hydroxychloroquine and azithromycin (if available); testing and treatment for cytokine storm syndrome; red blood cell and plasma infusions; whatever else is the latest and greatest.
  • Have whatever contact is possible with my family.
  • Ventilator…not at all sure about this one.

Here’s a Playbook for Stopping Deadly Cytokine Storm Syndrome

Being Prepared in the Time of COVID-19 – Three Things You Can Do Now – The Conversation Project

Why Some COVID-19 Patients Crash: The Body’s Immune System Might Be to Blame – Geoff Bromfiel

Covid-19 Had Us All Fooled, But Now We Might Have Finally Found Its Secret – LibertyMavinStock

YouTube Video: Empowering Talk: Protecting Families During COVID-19 Pandemic – Dr. David Price – New York City

Nightmares, Flashbacks, Uncertainty: A 29-year-old Recovers After Coronavirus Brought Him Near Death – Marissa J. Lang

Coronavirus Survival Tips from a Doomsday Prepper

Deaths Delayed – Carl R. Trueman

John Piper on the Coronavirus and Christ – Podcast & Transcript – Collin Hansen

Do you have any tips for us about staying well? Please comment below.

Photo Credit: The Jeff Katz Show, Facebook

5) Busting with Bonuses – I couldn’t decide on a fifth favorite so will leave you with these bonuses as the fifth. The Spring here is spectacular and I’m especially grateful having been “staying at home” for over a month now. Hope you’re doing well. Thanks for reading and keeping company with me.

Photo Credit: Facebook, Servants to Asia’s Urban Poor

Don’t Waste Your Ruined Plans – Gaye Clark

You Can Thrive in the New Normal – Here’s How – Matt Monge

Fight Songs (The question was asked by a friend, “What is your fight song?” – this week I had two. They follow below.)

Photo Credit: Ann Voskamp

The book titles below (left to right, first row and then second) tell a story. #CoronavirusPhoto Credit: Casual Christian Comedy 2, Facebook

5 Friday Faves – Mental Errors in Decision-making, Country Forever, Peggy Noonan, Love Letters, and Boomers

Another week; another weekend. Flew by. Here are my Friday Faves on a Sunday. Go.

1) Mental Errors and Decision-making – I really like the writer/speaker James Clear. He is the author of the best-seller Atomic Habits. He writes authoritatively about habits and decision-making, both topics that I find fascinating and life- and work-enriching. He also cares about the problem of malaria and its impact on the most vulnerable. [He donates a percentage of his book sales, etc. to the Against Malaria Foundation.] How is it that we haven’t come up with a cure for malaria?!Photo Credit: James Clear

This week, I discovered his article 5 Common Mental Errors That Sway Your Decision Making. Errors in our thinking can negatively affect our decision making, and we won’t necessarily see it happening. Clear’s 5 are listed below but click on the link for his fascinating and informative commentary on each:

  1. Survivor Bias – we point to those who are successful and forget that there are many more who tried doing the same thing without success.
  2. Loss Aversion – we err on the side of conservative when we hold onto what we already have rather than risking the gain of something even better.
  3. The Availability Heuristic – James Clear’s definition: We overvalue and overestimate the impact of things that we can remember and we undervalue and underestimate the prevalence of the events we hear nothing about. [Global violence/global peace. Examples in your life?]
  4. Anchoring – The tendency of “anchoring” your mind on the first information you obtain, and then jumping on the next bits of information as improved from the first (ex. regular price and then sale price).
  5. Confirmation Bias – We are more included to look for information that supports our beliefs rather than consider what goes against our beliefs.

Read Clear’s book, subscribe to his weekly newsletter, and follow James Clear on Twitter. He will help you become an excellent decision-maker.

The Decision Making Guide: How to Make Smart Decisions and Avoid Making Bad Ones – James Clear

YouTube Video – Atomic Habits: How to Get 1% Better Every Day – James Clear

2) Country Forever – If you don’t like country music, this might not be your thing. Still the production of this medley of country songs made me smile. Just to think back on all these great songs. Marking the seasons of life sweetened by this music. Click on the link and you’ll see what I’m talking about. So glad to have these memories.

3) Peggy Noonan – I’m so thankful we were invited by friends to share in a subscription to The Richmond Forum. This past week, we sat enthralled listening to the latest speaker, writer Peggy Noonan. Her take on the last six presidents of the United States and what they could have learned from their predecessors was brilliant. Insightful, and both funny and sobering. I took notes in the dark as she spoke.

Peggy Noonan was speech writer to President Reagan, and she continues to use her words to help our nation understand where we are and how we might think on our situation. She is courageous, fair, hopeful. I’m still processing her talk on our Presidents, but she was one of this week’s Faves for me. Below are some of my favorite quotes of hers from other places and times:

We must try again to be alive to what the people of our country really long for in our national life: forgiveness and grace, maturity and wisdom.

You don’t have to be old in America to say of a world you lived in: That world is gone.

You don’t tell people who disagree with you they’d be better off somewhere else. And you don’t reduce them to stereotypes; you address them as fully formed people worthy of respect. You try to persuade them.

I love eulogies. They are the most moving kind of speech because they attempt to pluck meaning from the fog, and on short order, when the emotions are still ragged and raw and susceptible to leaps.

Presidents have a right to certain prerogatives, including the expectation of a certain deference. He’s the president; this is history. But we seem to have come a long way since Ronald Reagan was regularly barked at by Sam Donaldson, almost literally, and the president shrugged it off.

Democracy involves that old-fashioned thing called working it out.

I ought to pray as much as God’s on my mind, because then I’d pray a lot. All I can tell you is God is real, and so that infuses everything.

[All the above Peggy Noonan quotes are taken from Brainy Quote, except the first was on The Richmond Forum page.]

4) Love Letters – Dave and I discovered we were in love at the first part of summer in 1983. We parted company for that summer as I returned to Georgia and he stayed in Connecticut. He wrote me every day…every single day…until I returned again. I’m pretty sure it ruined him for letter writing from then on.

An early and powerful influence in my life was the writing of Jim Elliot. The quote below had a strong impact in my 20-something life.Photo Credit: Brainy Quote, Jim Elliot

Years ago, I read a collection of his journal published by his wife:

Shadow of the Almighty: the Life and Testament of Jim Elliot – Elisabeth Elliot

Now their one daughter, Valerie Elliot Shepard, just 10 months old when her father was killed, has published a collection of love letters.

Devotedly, the Personal Letters and Love Story of Jim and Elisabeth Elliot

The love letters between Jim and Elisabeth Elliot.

I’ve just started reading the book, and it is one of the most intimate experiences I’ve had in reading. Elisabeth Elliot, through the years, also became a distant mentor to me. Her writing and teaching. I would never meet her or hear her speak in person, but it didn’t matter. She, like her late husband, Jim, taught me much about fiercely and resolutely loving God with all one’s heart.

The letters span their friendship, lengthy courtship, and engagement. They wrestled with their love for each other, because both loved God first…supremely. They finally found a way to walk together with God, and their letters are so beautiful, so full of love for Him and for each other.

[Video preview]

5) Boomers – I still watch the TV show This Is Us. It is so emotional and full of flash-backs and flash-forwards that Dave stopped watching it with me. Season 4/Episode 15 “Clouds” was the one I watched this week. In the episode, the expression “OK Boomer” was used by son, Kevin, when he watched his mom, Rebecca, at a record store, reminisce over the Joni Mitchell song “Our House” (actually written by Graham Nash). Mom Rebekah said, “I miss the crackle on the record right before the music starts.”

I knew exactly what she was talking about…that sound. “OK Boomer!” Anyway, that scene (not on YouTube or I would share it) did take me back…to my own younger Boomer days when singer/songwriters Joni Mitchell and Crosby, Stills, Nash, and Young made up some of the  soundtracks of our lives.

Photo Credit: Neil Young News

Graham Nash “Our House” – Lydia Hutchinson

OK Boomers, any memories of your own you’d be willing to share in Comments below?

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That’s it for this week. Hope you are well and able to have a bit more rest before the weekend closes down. Monday awaits.

Bonuses:

‘When I have to search a student’s cell phone, I’m sick to my stomach at what I find. It gets worse every year.’: Assistant principal’s plea for parents to monitor cell phone use, ‘The internet is the most dangerous place behind closed doors’

Just How Contagious is COVID-19? This Chart Puts It in Perspective – Matthew R. Francis

Death Index: Top 59 Ways Americans Die – some surprises and some not.

Monday Morning Moment – Overthinking – Handicap or Superpower?

Photo Credit: Confessions of an Overthinker

A blog on overthinking has been on my radar for weeks now, but I keep overthinking it!

How about a definition to start? Overthinking: “Something is on your mind and you continuously think about it, the thought gets deeper and you start thinking about circumstances, events and possibilities that could be…” I like this definition because it feels normal rather than obsessive, anxiety-provoking, or neurotic…with the resultant analysis paralysis.

My husband is a deep thinker but he is not an overthinker. He is adept at compartmentalizing and seems to know what each issue requires in terms of his own decision-making and personal responsibility.

For me, thinking through things is much more fuzzy-boundaried. I can be crystal clear about solutions – what needs to be done to take us (whomever “us” might be) to the next level of operation or relationship. Where I get muddled up is when a decision or a direction doesn’t make sense. Overthinking the why’s and “what happened?” goes into overdrive.

Being an overthinker is a new revelation for me. The “aha” moment came recently during a conversation with a brilliant young woman, a friend of mine who considers herself an incorrigible overthinker. We have deep conversations on just about everything. Total ease and transparency. No judging. It dawned on me as we talked that evening that we agreed on how much of life required some measure of overthinking. It’s just not that simple…life.

As I have processed this whole overthinking thing, it seemed a good solution might be to have a support group…along the lines of overthinkers anonymous. After a quick online search, a plethora of such blogs, websites, and Facebook pages popped up – with the goal of helping those of us who overthink.Photo Credit: Breadbin, Ken Breadner, Will Farrell

If you have a bent toward overthinking but you find it uncomfortable, then you have all sorts of resources to recognize it and turn it around. Below are just a few of those postings. [Scroll past them if you don’t want to be “fixed” for some happier news.]

Stop Overthinking and Live in the Present! – Darius Foroux

Overthinkers Anonymous

Rule 33 – If It Exists, I Have Overthought It – Ken Breadner

Overthinkers Anonymous – the 12 Steps – Thirsk Counseling

Are You an Overthinker? You’ve Been Poisoned.

Science Says This Is What Happens to You When You Overthink Everything – Amy Morin

What if…let’s just say…overthinking is a positive thing? What if we overthinkers bring certain strengths to the table that could prove valuable to a work team or family/friend group? What if overthinking, when disciplined and matured, could be like a regular superpower?!Photo Credit: Pinterest

The links below are all about overthinking is a positive (or potentially positive) character trait. The authors list out several strengths found in overthinkers. They include creativity, tact, self-awareness, eye for detail, memory/recall, intuition, life-long learning, empathy, compassion, careful decision-making, and a commitment to doing what’s right.

Overthinking Is Not as Bad as They Told You: 3 Good Reasons Why It Might Be a Real Superpower

12 Hidden Benefits of Being an Over-Thinker That You Need to Realise – Katie Adcock

Overthinking Is Actually a Good Thing – Holly Riordan

5 Exceptional Personality Traits of an Over-Thinker

6 Reasons Why Overthinking Could Be Good – Javannah Melissa Evans

Overthinking has to be trained and tooled toward positive outcomes. Since beginning to see my own bent toward overthinking, I no longer view it as a weakness. Others might, but hopefully not forever.

Overthinkers are sometimes criticized for “beating a dead horse“. It is very hard for us to give up on something that we feel strongly about. Here’s what might help, those of you who have us on your team or in your organization…to harness our problem-solving and decision-making capabilities:

Just trust that we mean “good and not evil“. Reason with us rather than just diagnosing us as bothersome. If we feel like something seems murky, if not downright wrong, consider the possibility. Entrust us with a meaningful project or body of work…we will apply ourselves probably more than is necessary, but you will reap the good of it, if you can endure the discomfort of our overthinking. We get that it is just easier to make that decision without a lot of extra input, but it’s possible the overthinker has thought of something you haven’t.

Just sayin’.

[I’d love to hear your thoughts on overthinking – in the Comments below. This overthinker has just scratched the surface of this topic and would love a chance to dialogue about all the positives and negatives.]

Monday Morning Moment – Strengthening Decision-making with Collaborative Conversations

Blog - Collaborative ConversationsPhoto Credit: AJCarlisle.files.wordpress.com

[Adapted from the Archives]

Change is normal, and resisting change is normal as well. You may be part of an organization or company where sweeping changes are being implemented, even this week. Or maybe you are not on the inside loop of these decisions, so you are not privy to the change coming. Whether you are part of that process or not, consider how you might have a role in making change work, in your sphere of influence, among your colleagues.

You may already have read and profited from the book Crucial Conversations. Now consider collaborative conversations. Collaboration, simply defined, is “working together towards shared goals”. Collaborative conversations bring a collective intelligence to bear on the problem to be solved, vision to be defined, or direction to be changed.Blog - Collaborative ConversationsPhoto Credit: ThoughtFarmer.com

David Perkins, a Harvard professor, wrote about collaborative conversations in the workplace, using the metaphor of King Arthur’s round table. He described the beneficial nature of bringing several principal players (or stakeholders) to the table and treating each one with an equal or autonomous voice.

Perkins’ book King Arthur’s Round Table: How Collaborative Conversations Create Smart Organizations is a tremendous resource in developing this kind of decision-making work environment. An Executive Book Summary* can help you get started.

“A round table makes it a little easier to pool mental effort. A round table makes a group a little more intelligent…For a group to display intelligence in a sustained way, the members have to value their exchanges and stick together to keep making them. This depends on positive symbolic conduct [side messages sent by our words and behavior]…and collaboration… It’s not ideas, but people with ideas that make things happen.”David Perkins

“One of the simplest ways to immunize a culture against broken trust, corruption, and animosity is to build a common vision.”David Perkins

I personally thrive in such a setting and intuitively understand the value-adding nature of collaborative conversations. In researching this workplace topic, and choosing the links below, I came across a fascinating paper** by Heather Davis, a professor of RMIT University Australia.

Davis presented her paper at the 14th International Conference on Thinking (2009, Malaysia). She discussed how workplace leaders often choose “languages of war” in making and communicating decisions and creating change. Her paper is heady stuff but if you read her thoughts below you will want to read the whole paper. It gives huge support to the role of collaborative conversations.

“In [leadership’s] ‘language of zealous allegiance’, there are expectations of allegiance [in the workplace] that lay a path for uncritical acceptance and passivity. This manifests in an expectation that followers be conscripted wholly to the cause. There is little room for questioning. ‘Conscription means one important thing: there is no questioning of orders, one only executes them; “either you’re with us or you’re against us”.’ “

“Rhetoric plays out in the workplace too and can be tested by how well leaders:

  • hear and acknowledge the ‘other’ point of view,
  • see the ‘other’ as people rather than pawns or simply abstractions,
  • manage the distance, materially and metaphorically, between themselves and the people and sites affected by their decisions.”

“In the corporate world there are many examples of executives living and working in gated communities or otherwise removed by dint of corporate hierarchy or geography from the people and conditions affected by their decisions. Often, these leaders are also surrounded by people who can only agree, leading to little opportunity for double loop learning or deeply reasoned decision making processes. Whether our leaders live in gated communities is their business, but if they think, work and take refuge within a ‘gated’ mindset then we all need to be concerned. These conditions lead to hubris and have been the undoing of many leaders and corporations.”

The role of the organisation is ‘to know its purpose and not be diverted from it’ (Drucker, 1993). This is a timely reminder here – easier said than done in times of flux, complexity and discontinuous change.”

“The main difference between Perkins’ languages of war and peace are that the war metaphor is founded on exclusivity and a preference for limiting discourse to its [leadership’s] own narrowly defined boundaries. Perkins’s peace metaphor is founded on inclusivity and opening up the space for conversations and conflicting views [i.e., collaborative conversations].”

“Oppositional language and the pitting of one deeply held worldview against another will not lead to resolving the underlying problems of the workplace. Rather, space for conversations to surface underlying assumptions is required. Perkins’ language of peace metaphor confirms that that there are always other lenses to view the world through, not just the one that [leadership] prefers.”Heather Davis

Provocative reading from this Australian educator.

Bottom line: Those of us in leadership carry a great burden of responsibility. We at times must make difficult and sometimes painful decisions. Adding voices to that decision-making can generate even more challenging processes to negotiate. However, we will make more sustainable decisions for “better futures” if we bring those most affected (or most experienced or insightful) to the table. Whenever possible. That’s the gain of collaborative conversations – working together toward shared vision and shared ownership.

Stay engaged in your workplace. Don’t entertain indifference. Stay in the conversation. You can make a difference.

*King Arthur’s Round TableHow Collaborative Conversations Create Smart Organizations by David Perkins – an Executive Book Summary

**Troubling Invisible Barriers to Better Futures: Surfacing the “Five Languages of War” in the Workplace – a scholarly paper by Heather Davis, presented at the 14th International Conference on Thinking

Leadership Lessons from King Arthur – a Review of Harvard Professor David Perkins’ book King Arthur’s Round Table

The Five Literacies of Global Leadership – What Authentic Leaders Know and You Need to Find Out – by David Hames – Business Book Summary

The Perils of Indifference – a Speech by Elie Wiesel

How to Lead When Change is the New Normal – Emer Coleman

The Art of Collaboration (Collaborative Behaviors) – by Steve Dale (includes a SlideShare)

Collaboration: What Does It Really Mean? – Carlos Dominguez

What Is a Coaching Conversation? from Opening the Door to Coaching Conversations by Linda Gross Cheliotes and Marceta Fleming Reilly 

Cutting Through the Hype – What “Collaboration” Really Means – ThoughtFarmer.com

5 Choices You’ll Regret Forever – Travis Bradberry

Monday Morning Moment – Operational Transparency – Opening Up Windows to Our Lives at Work, Home, and Community

Photo Credit: Flickr

Let’s take a close look at our work and life for a moment. When product and customer service are both excellent, we experience the greatest value as both employees and consumers. However, when there are processes at work that we can’t really visualize or don’t understand, we may question the value of either the product or the service. Especially when those processes are obscured in their availability. Especially if when we seek to see and understand, we remain without adequate information. We can grow disheartened, disgruntled, and even repelled.

Let’s have a look.

We could take a deep dive into government operations or into a large for-profit or non-profit, but let’s just look first at a very normal experience of a popular fast-food restaurant. Without naming the company, this chain is known worldwide for providing consistently good food. When the product is excellent, we don’t feel the need to look inside the operation (or kitchen, so to speak). As for customer service, that’s another matter.

In the rush of lunch-time ordering and food delivery at the drive-through, a young mother with two small children in-tow has to leave her car and come inside the restaurant twice for corrections on her order. One correction was just the number of chicken pieces (four when she asked for and paid for six). The counter staff person couldn’t take the four-piece back, in accordance with health standards, and give her a six-piece. So instead of just saying to the customer, “We’re so sorry. Keep the four-piece and I’ll get you a six-piece”, she tossed the four-piece in the trash can and returned, without emotion, with a six-piece. The rest of the exchange, on both sides, was polite but not restorative for either.

The mom will probably go back…one day…but this did not build the trust that could have been built. The employee also was probably not left with any sense of appreciation for how hard everyone was working behind the counter for demanding customers.

What does this have to do with operational transparency?

Well, given the perceived quality of the product, little transparency in food preparation was required. That wasn’t the issue. The small but significant dilemma here was the transparency of the customer service model (which was bare-bones “correct the problem” without consideration of customer experience or inconvenience – or so it seemed, from the employee’s response to the mother).

Harvard Business School professor Ryan W. Buell defines operational transparency as the deliberate design of windows into and out of the organization’s operations to help customers and employees alike understand and appreciate the value being created. To determine when and how to design such windows, managers must understand when and how customers and employees want to open up operations to scrutiny—and when both parties would prefer that work be undertaken behind the scenes.*

*Operational Transparency – Ryan W. Buell

Is too much of a company’s operations behind the scenes? Are we expected to just trust that companies, governments, and civic organizations are working with our best interests in mind?Photo Credit: Flickr

The article by Ryan W. Buell linked above is a brilliant examination, with lots of real-world examples, of how important transparency is in our operations. For internal and external outcomes – both with product and employee/customer relations. [Don’t miss the read.]

Back to restaurants, the food service industry is really starting to run with this. One of our favorite restaurants is Mezeh Mediterranean Grill. It is a highly visual food experience. You order at the counter with the help of customer-savvy servers who guide the diner through the process.Photo Credit: Reston Now

Employees not helping the diners are doing food prep and working the grill, all in plain view. By the time the customers reach check-out, they have a bowl or plate of generous portions of savory, authentic Mediterranean food plus an added sense of value from the excellent customer service.

Operational transparency.

Home delivery food franchises and online shopping companies are upping their transparency by providing accurate tracking options for their customers as well as other perks aimed toward customer satisfaction and loyalty.

Photo Credit: Twitter

In the workplace, we need to listen to customers who actually give us feedback, especially complaints. There’s much to be learned by that sort of engagement. Becoming more and more transparent will help. Buell’s research shows the employees benefit as much as the customer with greater operational transparency.

As a stay-at-home, work-from-home spouse, I understand my husband’s question of “What did you do today?” It is the same as my question to him. “Writing and laundry” and “meetings all day” neither tell the whole story of either of our days. Operational transparency applied to our dinner conversation could make it a whole lot more engaging and valuable.

Taking the mystery out of how decisions get made and products/services actually happen can add greatly to the employee and customer experience.

Just as our teachers in school instructed us to “show our work”, we can do that for each other in creative and credible ways.

I have no idea how a letter gets from my friend in London to me in Virginia in less than a week…but it is easy to get frustrated when it hasn’t arrived in three weeks. The postal worker dealing with my frustration would be well-served…as would I…by opening a window into the complexities of the work of mail gathering, sorting, and delivering.

My father-in-law went from being admitted to an ICU post-stroke one day, to lying in bed all the next with an IV hanging but not dripping and no word from a doctor, to a visit and discharge by a palliative care team the third day. We welcomed the discharge home but a bit more transparency on that second day would have been really helpful.

Operational transparency builds trust, enhances communication, and facilitates accountability (see image below). Even when transparency reveals a negative (as in the fast food experience of the young mom), the company can turn that around once exposed.

From the Ryan Buell’s article, in closing:

“Don’t forget to close the loop. Transparency is the most beneficial when it’s allowed to flow in both directions—from the customers into the operation and from the employees out to the customers. Forcing employees to toil in obscurity deprives them of seeing how their work is helping customers, reducing their feeling that their work is appreciated and undermining their motivation. What’s more, transparency for employees can give them the information they need to customize service and help them learn better ways of operating.

Consumers [can] take work for granted and employees [can] lose out on the learning and motivation that customer connections afford. With that in mind, businesses should stop reflexively hiding their operations for the sake of efficiency and instead thoughtfully consider when and how to open them up to create more value for customers and employees alike.”

Operational Transparency – Ryan W. Buell

Photo Credit: Flickr

Creating Reciprocal Value Through Operational TransparencyRyan W. Buell, Tami Kim and Chia-Jung Tsay

Let’s Be Real – Why Transparency in Business Should Be the Norm – Robert Craven

YouTube Video – Defaulting to OpenWhile transparency is often associated with increased accountability to the public, the most visible outcome of open public data in recent years has been more and better services for citizens. This session addresses the opportunities and challenges of making open data useful, actionable, and relevant for users inside and outside government. Mike Migurski Chief Technology Officer at Code for America moderates a conversation with Alan Williams, 2013 Code for America Fellow; Joy Bonaguro, Chief Data Officer, City and County of San Francisco; Ryan Buell, Assistant Professor, Harvard Business School; and Mark Head, Developer Evangelist, Accela

Open Data

Monday Morning Moment – Your Company’s Secret Change Agents – with Richard T. Pascale, Jerry Sternin, and Chinese Philosopher Lao Tse

Photo Credit: Waggl

We have all encountered people in life who are bright stars in our universe. They aren’t necessarily those who climb the corporate ladder or win public office. However, in their own niche, in their own small place in a company or community, they are brilliant change agents, people making a difference and moving us to a better situation. Just by showing up.

[Please take the time to share in Comments your experience of such a person – either at work or in your family or friend space.

Organizational change is usually driven from top-down planning and execution. Occasionally, those changes are not received well by the company employees or organizational members. Ownership doesn’t follow and at some point the change fizzles into something altogether different.

Wouldn’t it be wisdom to create successful and sustainable change? What is missing from typical change orchestration? Is change planned in the isolation of the executive conference room or in the company of those most impacted by the change.

Business authors and educators Richard T. Pascale and Jerry Sternin wrote several years ago about the very environment where positive and impactful change takes place. Their piece is titled Your Company’s Secret Change Agents and was introduced to me by a friend in a huge time of change himself. I wondered if his own situation resonated with this piece.

Pascale and Sternin write about the power of positive deviance. it is defined below.

Photo Credit: Slideshare

Positive Deviance is based on the observation that in every community there are certain individuals or groups whose uncommon behaviors and strategies enable them to find better solutions to problems than their peers, while having access to the same resources and facing similar or worse challenges.

Five basic steps serve as the backbone of the approach. The 5 D’s are:

  1. Define the problem, its causes and common practices, and articulate desired outcome.
  2. Determine presence of PDs,
  3. Discover their uncommon but successful behaviors & strategies through PD inquiries,
  4. Develop activities based on the inquiry findings
  5. Discern (monitor and evaluate) the results. – Positive Deviance Initiative

The Power of Positive Deviance – How Unlikely Innovators Solve the World’s Toughest Problems – Richard Pascale, Jerry & Monique Sternin (Slideshare produced by Melih Arat)

Your Company’s Secret Change Agents – Richard T. Pascale and Jerry Sternin

The Power of Positive Deviancy – Jerry Sternin and Robert Choo

What Pascale and Sternin discovered was the essential component to change embraced by those impacted was the work done to find and learn from those “positive defiants” in the particular community. The practice of PD inquiry sorts out who those persons are and then discovers what they are doing well that others within the workplace or community aren’t. It’s not a judgment as much as a fact-finding mission.

“It’s easier to ACT your way into a new way of THINKING, than to THINK your way into a new way of ACTING”. – Pascale and Sternin

Too often we think our own personal expertise (knowledge) can move us and others to a changed attitude which would then impact practice. For sustainable change to take place (as in habit formation), we figure out what effective practice is and as we begin doing it, then our attitude changes and our knowledge grows. What are your thoughts about this?

The authors quote 6th century Chinese philosopher Lao-tzu in simply and eloquently describing this process:

Learn from the people

Plan with the people

Begin with what they have

Build on what they know

Of the best leaders

When the task is accomplished

The people all remark

We have done it ourselves

Photo Credit: Brilliant Ink

I love when worlds converge giving greater import to what is happening. In recent weeks, I’ve been taking a course with Wendy McCaig, executive director of Embrace Richmond, instructing. The topic is Asset-based Community Development – (ABCD). It is very similar to positive deviance in setting out toward change.

ABCD is community and relationship driven. It’s not a more resourced agent coming in and trying to fix the problems of a workplace, organization, or neighborhood. It is a “working with process”. Like the PD inquiry, ABCD uses a methodology focused on listening – to individuals and to communities. These listening conversations are geared toward finding the positive deviants within that community…and seeking out their practices, attitudes, and particular knowledge.

What Is Asset-based Community Development? – Graeme Stuart

Something I ask friends and former colleagues (free-lancing as I am now) often, especially when they are struggling with a top-down decision- and change-making structure is “Who is thriving in your situation?” “What are they doing to thrive?” “What are you doing to add to or contribute to the health of your organization?”

Too often, we get tunnel vision regarding change; thinking we have no other option but to respond…or react. Like Pascale, Sternin, Lao Tse, and also Wendy McCaig…I know and believe in those secret change agents. If you don’t know any, search them out.

Or…become one.

Both/and really. Search them out AND become one as well.

[Do your bosses, your organizational leads, and yourselves a big favor…introduce them to your company’s secret change agents…those positive deviants in your lives.]

Monday Morning Moment – Adam Grant on 3 Traits of the Highly Functional Workplace

Photo Credit: Pixabay

I love Mondays! It’s ripe with possibility…and prospects of new beginnings. The tricky part of the start of any week is not settling into your work station and returning to the “same ol’, same ol'” – whatever that might entail. Even when we are excited, or at least hopeful for what’s next, we can default to usual rhythms and routines. They are familiar and comfortable (at least on the surface). Neuroplasticitythe brain’s ability to restructure itself after training or practice – can be both our enemy AND our friend.

If you love your work and you see how you fit integrally on your team, and you love your team, that is fantastic! Celebrate that every day! For you, I would just love if you could take a minute and comment below. What do you see at work in your situation? What do you do yourself to nurture that workplace experience?

[Even if you love your job, would you be willing to consider how you could help other teammates to have your experience and move to the top of their professional game?]

Adam Grant is one of those guys who loves his work…and shares generously with all his readers and TED Talk and podcast viewers/listeners.Photo Credit: Flickr

WorkLife with Adam Grant: A TED Original Podcast

Adam (he makes it feel comfortable to refer to him by his first name) is an organizational psychologist and professor at Wharton Business School. He’s authored excellent books and is now moving into a new role as pod-caster. He has affirmed much of what I believe about workplace culture and its impact on day-to-day function, employee engagement, and outcomes/product.

Author, entrepreneur Damon Brown interviewed Adam Grant and posted recently on the traits of companies which are the most highly functional. His findings weren’t surprising to me, but I’d like to hear what you think.

Best-Selling Author Adam Grant: The Most Highly Functional Companies Have These 3 TraitsDamon Brown

3 Traits of the Most Highly Functional Companies:

  1. These companies make a high priority of helping their employees discover both their weaknesses and strengths, together with their coworkers. The goals relate to outcomes, sure, but, as part of that, the professional development of each employee, as well as team cohesion and a “best practice” level of collaboration. How refreshing when both department heads and all stake-holders turn a mirror on themselves for the sake of both the individual and the whole. Having this core value could turn a company on its head…in a good way!Photo Credit: Pixabay
  2. Adam Grant has discovered that many high functioning organizations have flexible hierarchies. You might walk into one of these work meetings and not be able to tell who the “big boss” is. Also, when a decision is made, it is not always top-down. Sure, the decision is given authority from the top, but the process clearly demonstrates and validates the employees closest to a decision (and the impact of the decision) to make that decision. Again, please comment below if you work in such an environment. For me, the whole idea of this is so reasonable and wise. By the way, even if your hierarchy is currently rigid, what would it look like, if you began working toward flexibility? What could be your next steps?Photo Credit: Pixabay
  3. Highly functioning organizations use the word “family” in describing themselves. Not in a smarmy, feel good way, but in actual experience of community and belonging and care. We as colleagues can make this happen within a team, whether it is a top-down experience or not. We communicate and demonstrate, in good faith, that we have each other’s back. We show genuine care for each other and don’t allow ambition or personal preference blind us to the needs of the rest of our team. This actually can eventually have a cross-team impact…if we are patient. If you wonder how, just search on-line for Adam Grant – he has both written and spoken volumes on this.

All three of these traits, or patterns, point to a vision that is highly peopled. It is not just driven from the top. Nor is it owned by one work group over another. A shared vision, in the truest sense of its meaning, gives room for all players…with their varying strengths and weaknesses. There is space for leaders and those who prefer to follow (excellent leaders or even those not-so-much), for the persuaders and those willing to consider the persuasion, for the decision-makers and those who want to speak into the decisions. Your over-all vision might be right but engaging all employees in going after that vision makes for highest function (especially for all you efficiency folks out there). Highest function and greatest care for each employee. That is a vision all of us could share or even own.Photo Credit: Flickr

What all this says to me is that people matter. Not just the most brilliant, bombastic, or brand-worthy, but everyone in the organization. Maybe you already work in such a company. if not, you …each of us can move it in the direction of such a company.

After all…it’s Monday. Who knows what could happen by the end of the week?

Best-Selling Author Adam Grant: The Most Highly Functional Companies Have These 3 TraitsDamon Brown

WorkLife with Adam Grant – Podcast – The Problem with All-Stars

Why Our Brains Fall for False Expertise, and How to Stop It – Khalil Smith

Infographic: 1 of These Four Strengths Is Your Superpower – Damon Brown

Self Sacrifice Won’t Get You Ahead. Wise Leaders Do This Instead – Damon Brown

Monday Morning Moment – How an Accidental Diminisher Becomes a Multiplier

Liz Wiseman has written on this brilliantly in her leadership book – Multipliers – How the Best Leaders Make Everyone Smarter . Wiseman is the president of The Wiseman Group, a leadership research and development firm, headquartered in Silicon Valley, California.

Blog - Liz Wiseman

Photo Credit: LiveIntentionally.org

I first heard her speak at the Global Leadership Summit this year. This engaging young woman clearly has had multipliers in her own life and has obviously learned from some diminishers as well.

On the inside cover of Wiseman’s book Multipliers, she defines two terms: “Diminishers” and “Multipliers”:

“The first type drain intelligence, energy, and capability from the ones around them and always need to be the smartest ones in the room. These are idea killers, the energy sappers, the diminishers of talent and commitment. On the other side of the spectrum are leaders who use their intelligence to amplify the smarts and capabilities of the people around them…These are the leaders who inspire employees to stretch themselves to deliver results that surpass expectations.” – Liz Wiseman

Photo Credit: Slideshare

[Sidebar – Diminishers are not necessarily evil people. Their focus could be so tuned to the endgame that people and processes get lost in the pursuit. It’s possible some are accidental diminishers. Hopefully they will have an “aha!” moment, maybe through the multipliers in their own lives. They, too, could change their habits and disciplines.]Photo Credit: Multipliers Books

A diminisher (accidental or not) holds tightly to control, is exclusive (tribal) in her relationships, gives rationale that seems well-thought-out but demeans the hearer, wants the stage, breaks down trust, and lacks care or respect for those in her charge. I shudder at the possibility that I could become such a person…but it is possible for any of us to stray into the relational style of a diminisher.

A hard-wired diminisher may not be able to change – wouldn’t see her thinking or methods as a problem, in fact, sees them as part of how she ended up in charge. However, an accidental diminisher could recover…if he saw what was happening…through over-work, too much responsibility, or having personally experienced the ill of diminishing and taking on its qualities without being aware.

I want to always be a multiplier – one who genuinely cares for people, who inspires confidence in others, who sees the possibilities, who risks by giving over control to another, who stirs thinking and enlarges the lives of those in his/her circle of influence…a circle that’s widely inclusive.

Being a leader is a humbling, stretching experience and, for the sake of those under your watch in your workplace or organization, we want to offer the best leadership we can, right? However, we can all fall prey to habits over time that diminish others.

Forging disciplines that keep us from diminishing is wisdom. Liz Wiseman and Greg McKeown offer three points from which to start:

  1. Shift from giving answers to asking questions. The best leaders don’t provide all the answers, they ask the right questions.
  2. Dispense your ideas in small doses. If you are an idea guy who is prone to tossing out more ideas than anyone can catch, you have “the gift of gab.” Try articulating your ideas in increments. Introduce fewer ideas and leave white space. First, it creates room for others to contribute, and second, your words will be heard more frequently and will be more influential.
  3. Expect complete work. People learn best when they are fully accountable and face the consequences of their work. Ask people to go beyond pointing out problems. Ask them to find a solution. By wrestling with it themselves, they’ll grow their capability and be able to operate more independently.

Wiseman also talks about effective leaders (or multipliers) as operating in the role of change agentsdo we reserve the right to make the final decision every time or do we wrestle through decisions with those most affected by them? The latter can definitely be more messy but is also more effective and honoring.

“Multipliers invoke each person’s unique intelligence and create an atmosphere of genius—innovation, productive effort, and collective intelligence…He’ll outstretch all your capabilities to make it happen. He is highly demanding, but you feel great. You know you are signing up for something that will challenge you on a daily basis for many years to come. You will challenge yourself and all your capabilities…Exhilarating, exhausting, challenging, gratifying. He’s a big source of energy. He is a source of power and a tail-wind for what we do.”  – Liz Wiseman

Thank you, Liz Wiseman. You are a wise woman (I’m sure you get this all the time…couldn’t resist). Thank you, to all those multipliers in my life’s journey.

Read Wiseman’s book. I’d love to hear your stories of multipliers in your life…and any diminishers that you learned from but (hopefully) were not diminished in the season you were together…maybe you became a multiplier in that person’s life. Journey strong, Friends.*

Multipliers – How the Best Leaders Make Everyone Smarter by Liz Wiseman with Greg McKeown

*Excerpts from my previous blog: Liz Wiseman’s Leadership Book on Multipliers and the Story of a Multiplier in Our Lives – Deb Mills Writer

Are You an Accidental Diminisher? – Liz Wiseman & Greg McKeown

Leadership Mindset – Are You a Multiplier or a Diminisher? – Tony Flatau

Can a Diminisher Become a Multiplier?

The Shadow Side of Leadership – Jesse Lyn Stoner – [Read comments]

Slideshare – The Multipliers – Why Some Leaders Create Genius Everywhere – Greg McKeown

YouTube Video – Leaders as Multipliers with Liz Wiseman

YouTube Video – Liz Wiseman – The Multiplier Effect 0

Multipliers Quotes from GoodReads

2013 Global Leadership Summit Session 3a: Liz Wiseman

Brian Dodd – 4 Leadership Lessons From Mt. Rainier and the Inc. 500 Fastest Growing Business List – another example of a Multiplier