May 16, 2022
“The mission doesn’t change. The circumstances change how we approach it.” Kurt Reinhart
In 2009, I was nine years into management consulting, and two years into my own consulting business. I was designing, developing, and delivering retail management development and leadership programs. As I was in the midst of delivering a large-scale training program, something became a big topic. At almost every workshop, as we explored best practices, newly promoted managers kept asking, “What if this happens?” They were challenging what to do when they faced a host of possible situations. These were situations that popped out of classic managerial and leadership circumstances. To name just a few: getting buy-in, team conflict, perfectionism, coaching poor and rock star performance, tardiness, and my personal favorite, personal hygiene.
These conversations stimulated me to write a book about organizational flexibility. Specifically, improvisational management. It focused on the need to be adaptable, and, most importantly, that context dictates action. The managers and leaders wanted a “one size fits all” formula that would help them navigate these unexpected or uncomfortable situations. But in their search for prescriptive answers, their deficiency became clear: the inability of new management to plan for change.
Creating a Culture of Organizational Flexibility
In What If; A Guide to Improvisational Management, I discussed there is no absolute “A + B =C” formula. There is a formula of sorts. “A + Variable(s) = Customized Approach”. “A” represents the thing that must be done. It is the task, system, objective, mission or core value. “Variable(s)” represents what makes up the situation. It can be seen in the context, history, environment and even the degree of belief and buy-in with everyone involved. “Customized Approach” represents our response and action. And the most important element in living out this formula of sorts is creating a culture of organizational flexibility.
If you want to evaluate the necessity and power of organizational flexibility, look no further than COVID. This pandemic, and the ripples it created, represents the ultimate case study. Within this experience, we realized the leadership book we relied on did not contain this chapter. And if it did, I do not believe it could have shared the sheer scope of how it challenged leadership teams.
COVID challenged everything in our leadership arsenal. Skillset. Mindset. Belief. It provided ample opportunities to bring into question our ability to see this unprecedented moment as an opportunity. To remain adaptable in uncertainty and constant change. To innovate our what and how. COVID had us questioning our organizational flexibility. What did we learn?
Start Thinking about Organizational Flexibility Today
Get a sheet of paper and a pen. Draft your answers to some or all of following questions:
- How do you define organizational flexibility, adaptability, agility, and improvisation?
- How do you typically respond/adjust to change, uncertainty, discomfort, criticism, and inefficiency?
- How open are you to alternate approaches, suggestions, and necessary changes in your own behavior?
- Where and in what situations do you typically engage your organizational flexibility?
- When you craft a change management plan, does it offer the right level of flexibility?
- What are your strengths when flexibility, versatility, and innovation are required?
- Describe a challenge you have dealt with, and how you overcame it
- How do you handle having multiple priorities at the same time?
- Consider your team. How do you work with people with differing personalities, views, and work styles?
- If you could change something in the course of your life, what would it be?
Each of these questions provides a glimpse into our culture of organizational flexibility. In challenging situations with a diversity of people, managing and leading in all efforts to achieve a seemingly unachievable goal.
Imagine something ahead. An objective or mission you believe will create good or produce impact. Your circumstances change, or things get turned upside down. How do you approach the path ahead?
The Value of Organizational Flexibility in Management Culture
Commander’s Intent is a military doctrine in executing a mission. Simply put, it promotes leaders and subordinates to exercise judgment and initiative – to depart from the original plan when the unforeseen occurs – in a way that is consistent with the desired outcome. In other words, the mission does not change, however the means to achieve it can and will.
Leadership will always involve tension. Tension between what we believe, what we know, and what we do. Flexibility represents an elasticity in that tension. It is a pivot posture in how we move forward.
I close with this. The uncertainty and unexpected happen. They are constant variables. Our teams need us to know our mission, and be willing, honest and open in our drive to get it done. We do not control the winds of change – we do control how we adjust our sails. Cheers.
Using Organizational Flexibility to Create a Change Management Plan
- Define organizational flexibility, adaptability and improvisation
- Prior to any implementation, ensure a clear goal and discuss potential tripping points
- When possible, run a pilot to test efficiencies and effectiveness of process and teams
- Encourage consistent and ongoing “pulse checks” during implementation process
- Identify and educate change management best practices
- Look for positive ways to make changes work rather than identifying why change will not work
- Encourage curiosity and collaboration
In the ever-evolving landscape of management, the essence of the mission remains constant, yet the approach must flex with the shifting circumstances, embodying adaptability and improvisation as essential pillars of effective leadership. Interested in learning more about the Russell Cellular? Visit our blog or check out our locations.
May 4, 2022
Not too long ago, I experimented with a moustache and goatee. It wasn’t a conscious decision, just a whim for a new look. To my surprise, someone remarked that I resembled Colonel Sanders. I’m still processing that one. As you might know, Colonel Sanders, with his iconic fried chicken recipe, had 11 special and secret herbs and spices that elevated both his chicken and his brand into legend.
These mysterious spices, though cryptic and closely guarded, formed the foundation of his success. Each herb had its place, its significance, and together they harmonized to create his recipe for success.
“The two most important days in your life are the day you are born and the day you find out why.” – Mark Twain
Now, leadership isn’t quite like fried chicken. There’s no direct comparison except for one crucial aspect—they’re both end products, results of following a recipe.
In this series, we’ll delve into each “herb” of leadership, examining how distinct aspects of leadership contribute to a collective, desired outcome. We’ll explore each characteristic’s unique “flavor” profile and, more importantly, how we can identify and embody these traits in our own leadership styles. It’s not just about understanding what they are but also about integrating them into our daily practices.
The Cornerstone of Leadership—Purpose.
Finding purpose is akin to finding the key ingredient in a recipe. It’s the foundation upon which everything else is built. Purpose imbues everything we do with meaning. It guides our choices, our successes, our failures, and ultimately, how we live our lives. It’s the filter through which every thought, word, and action passes.
But how do we discover our purpose? It’s not always a straightforward journey. It requires introspection, reflection, and sometimes, a bit of trial and error. Here are some questions to kickstart your exploration:
- What are your core values?
- What does your ideal day look like?
- What activities ignite your passion?
- What comes naturally to you?
- What do others praise you for?
- What’s on your bucket list?
- How do you measure success in your life?
These questions can be applied individually or expanded to team or organizational levels to shape culture and direction.
As you contemplate these questions, remember to give yourself grace and space. Discovering purpose isn’t a race; it’s a journey that unfolds over time. Embrace the uncertainty and unexpectedness of the process.
You may find that your purpose has been there all along, waiting to be acknowledged. Or perhaps, you’re just beginning to uncover it. Either way, let purpose be the guiding force in your personal and professional journey, enhancing every aspect of your life like salt on the kitchen table.
Activities to help you get closer to finding your purpose:
- Write out your personal philosophy.
- List the top five things you want to accomplish.
- Craft a legacy letter to your future self.
- Identify your core values and aspirations, aligning them to create a roadmap for your journey.
Remember, purpose isn’t just a destination; it’s a continuous journey of self-discovery and growth. Embrace it, and let it enrich every aspect of your life and leadership journey. Interested in learning more about the latest technology? Visit our blog or check out our locations.
May 4, 2022
Upon assuming leadership roles, individuals are confronted with various inquiries: What tasks await? How can they be accomplished? What standards and expectations exist? To what extent will success be gauged? These questions represent just a fraction of the considerations faced upon embracing leadership responsibilities.
“Mastery is not a function of genius or talent. It is a function of time and intense focus applied to a particular field of knowledge.” – Robert Greene
Most organizations, albeit with some variability, offer growth and development pathways to equip new leaders with requisite skills, abilities, and knowledge. These pathways may encompass job responsibility checklists or lists of duties and responsibilities. However, a tension often arises: will this knowledge enhance managerial skills or leadership acumen? Which aspect will receive greater emphasis? (Further exploration on this topic will be undertaken in a subsequent post.)
Whether it’s a personal development pathway, a team-oriented initiative, or an organizational endeavor, success planning necessitates skill development.
Mastery in Leadership
Mastery, broadly defined, entails possessing an extensive understanding and profound knowledge of a subject. It denotes a high degree of proficiency, surpassing mere job proficiency to encompass a confidence in executing tasks adeptly.
Moreover, mastery transcends mere skill acquisition or job performance; it originates from a deeper wellspring. It emanates from an internal impetus, a relentless drive to excel and improve.
Initiating Your Professional Development Mastery Plan
Grab a sheet of paper and a pen. Contemplate and jot down responses to the following inquiries:
- Firstly, what constitutes the essential elements for accomplishing specific tasks?
- Secondly, how will hard skills be acquired and honed?
- Thirdly, what are the soft skills required, and how will they be cultivated?
- Fourthly, where do I seek knowledge, understanding, and learning?
- Fifthly, what hurdles impede my growth and development?
- Additionally, in the absence of adequate resources, what alternative avenues can be pursued?
- Moreover, how much time, energy, and effort am I dedicating to ongoing growth and development?
- And finally, how will success or failure be gauged?
Pause and reflect, be it individually, with your team, or as part of organizational strategy. Consider how these responses contribute to fostering mastery from your vantage point. These answers offer insights into avenues for achieving excellence. Reflect on how they intertwine.
Merely posing questions achieves naught; action is imperative to propel oneself toward mastery. Whether as an individual, team, or organization, deliberate on how to stimulate and harness mastery effectively.
Furthermore, emphasis shifts from the mechanisms fostering skill acquisition to leveraging acquired knowledge, understanding, growth, and development toward mastery.
Now, I issue a challenge to you, dear reader. A single word encapsulates the essence of embodying mastery:
Resourcefulness of Leadership
Resourcefulness entails adeptly utilizing skills, abilities, and knowledge at hand. It involves devising creative solutions when faced with obstacles or challenges. Resourceful individuals exhibit ingenuity, patience, purpose, and passion in navigating difficulties, leveraging their expertise to seize new opportunities.
In his book Coach Wooden’s Pyramid of Success, legendary basketball coach John Wooden describes resourcefulness as follows:
“Resourcefulness is using our wits, proper judgment, and common sense to solve problems and meet challenges. It is using initiative in difficult situations and involves inventing, creating, imagining, synthesizing, evaluating, classifying, observing, and analyzing solutions to overcome the trials that life throws at us. Resourcefulness is dreaming up ways to meet our goals.”
Resourceful leaders, I recently read, are adept at realizing their objectives. They excel in creative thinking, decision-making, and identifying alternative avenues for achieving tasks deemed insurmountable.
Determination sustains them through adversity, ultimately leading to triumph. Resourcefulness stems from a profound sense of mastering one’s domain and its execution.
Unveiling the Benefits of Mastery
For me, mastery yields a myriad of benefits, fostering self-discovery, personal development, self-improvement, and self-worth. It prompts reflection on existing skills, identifying areas ripe for enhancement or refinement. By embracing the “what, why, how, and to what extent” of mastery, individuals fortify their resolve and resilience, embarking on a growth mindset journey, one step at a time.
Fostering Mastery Development
- Embrace Immersive Learning: Immerse yourself and your team in problem-solving scenarios.
- Engage in Role-play Activities: Utilize ongoing role-play to navigate real-life situations.
- Encourage Creative Thinking: Foster a culture of challenging the status quo through creative ideation.
- Implement Assessments: Administer personal and 360-degree assessments to evaluate skill sets and pinpoint areas for growth.
- Revise Delegation Strategies: Reevaluate delegation practices to nurture talent within your organization.
In conclusion, mastery isn’t an elusive trait reserved for the few; rather, it’s a journey open to all who dare to embark upon it. Through deliberate effort, resourcefulness, and a commitment to continuous improvement, individuals can ascend the path toward mastery, enriching both their professional and personal lives. Interested in learning more about the latest technology? Visit our blog or check out our locations.
