Showing posts with label understanding. Show all posts
Showing posts with label understanding. Show all posts

Saturday, April 16, 2016

convey the leader’s intent

General George G. Meade and Staff
Union Army General George Meade would sit down with his war council sometimes three or four times per day during the battle. This continual “confirmation of understanding” allowed Meade to better to communicate with his commanders and soldiers the tactics and strategies needed to survive the Confederate push.

This notion of the leader’s intent is an important one for all of us. The concept is simple: everyone in the chain of command must know clearly and concisely the mission’s objectives two levels above them and be able to communicate this information two levels below them. This understanding enables anyone in the army to make decisions “in the moment” that are consistent with the overall strategic objective set by the general.

A key part of this concept is to have a “briefback,” or “confirmation of understanding.” Having everyone on the team articulate in his or her own words an accurate understanding of the leader’s intent so that you, the leader, can be confident they understand it and will make the right decisions.


"Reflections on Leadership from Gettysburg" Harvard Business Review. 10/12/2015

Tuesday, March 29, 2016

awakened leadership

Awakened leadership is reflective. When you reflect on things, you consider them from multiple angles, and think deeper about them than a superficial thought or two. Your job, position, work relationships, the industry you are involved in, the very purpose of your performance, your private or social connections, the things you say, the things you do, and those you refrain from saying and doing: reflecting on all of the above can help you understand yourself better, and make you more mindful from here onward....

Awakened leadership is the continued awareness in your thoughts, actions, and communications that: 

  1. You have to make your decisions by reflecting on your lessons learned from past experiences, but even more by reflection on your wishes for the future and the possible effects these decisions will have on that. 
  2. You should consider the perspectives of others, and keep an open mind to potentially different ideas, which as they may enrich your understanding, insight, and consequently, the directions you will choose going forward. 
  3. You should question, even doubt, established patterns and procedures, as many of them were created when times, expectations, circumstances, goals, and mindsets, were entirely different. If you find that the old patterns and procedures still suffice, you can continue with them, but if you find that there is room for improvement or drastic change, you should implement that. 
  4. You should keep in mind that, while details are important to safeguard quality in everything, you also have to keep the big picture in mind, so that you can focus on what really matters in the long run. 
  5. You should make mindful leadership your new habit. Your mind is a wonderful instrument, but it has the tendency to lead you astray at every opportunity it gets. This is the time to step up in awareness and regain control over the directions your mind moves into. 

Restore your priorities in the right order, and realize the impermanence of everything, including yourself. If you can keep yourself mindful of the fact that you want to leave this world a better place than you encountered it, you have set an important step on the path to awakened leadership.


Tuesday, March 22, 2016

briefback communication


Communication in the military happens in three steps: The leader gives orders, the subordinate reflects those orders back, and then the leader clarifies what may have been misunderstood. "We are in world where most communication is one way," says [retired Lt. Gen. Frank] Kearney.

"Email is a classic example. We make assumptions that people understand our intentions, but just because you've sent an email doesn't mean that people have read it, much less understood it. With three-way communication, you clear things up easier and faster." 

This communication style, called a "briefback" in the military, requires the leader to articulate and listen. Kearney says it's a leader's job to communicate the mission and also to make sure it's understood and incorporated into the organization's "battle rhythm." If you listen at all levels of the business, you'll know what's being communicated, he says.


Jenna Goudreau

Sunday, February 7, 2016

an understanding heart

In Gibeon the Lord appeared to Solomon in a dream by night: and God said, Ask what I shall give thee. And Solomon said, Thou hast shewed unto thy servant David my father great mercy, according as he walked before thee in truth, and in righteousness, and in uprightness of heart with thee; and thou hast kept for him this great kindness, that thou hast given him a son to sit on his throne, as it is this day. And now, O Lord my God, thou hast made thy servant king instead of David my father: and I am but a little child: I know not how to go out or come in. And thy servant is in the midst of thy people which thou hast chosen, a great people, that cannot be numbered nor counted for multitude. Give therefore thy servant an understanding heart to judge thy people, that I may discern between good and bad: for who is able to judge this thy so great a people? And the speech pleased the Lord, that Solomon had asked this thing.

Old Testament, 1 Kings 3:5-10
As quoted in "Finish With Your Torch Still Lit." by Dieter F. Uchtdorf, Ensign. October 2015.

Saturday, January 30, 2016

iterative trial and error

While the process was difficult and time consuming, Pete and his crew never believed that a failed approach meant that they had failed. Instead, they saw that each idea led them a bit closer to finding the better option. And that allowed them to come to work each day engaged and excited, even while in the midst of confusion. This is key: When experimentation is seen as necessary and productive, not as a frustrating waste of time, people will enjoy their work – even when it is confounding them. 

The principle I’m describing here – iterative trial and error – has long-recognized value in science. When scientists have a question, they construct hypotheses, test them, analyze them, and draw conclusions – and then they do it all over again. The reasoning behind this is simple: Experiments are fact-finding missions that, over time, inch scientists toward greater understanding. That means any outcome is a good outcome, because it yields new information. If your experiment proved your initial theory wrong, better to know it sooner rather than later. Armed with new facts, you can then reframe whatever question you’re asking....

There is an alternative approach to being wrong as fast as you can. It is the notion that if you carefully think everything through, if you are meticulous and plan well and consider all possible outcomes, you are more likely to create a lasting product. But I should caution that if you seek to plot out all your moves before you make them – if you put your faith in slow, deliberative planning in the hopes it will spare you failure down the line – well, you’re deluding yourself. For one thing, it’s easier to plan derivative work – things that copy or repeat something already out there. So if your primary goal is to have a fully worked out, set-in-stone plan, you are only upping your chances of being unoriginal. Moreover, you cannot plan your way out of problems. While planning is very important, and we do a lot of it, there is only so much you can control in a creative environment. In general, I have found that people who pour their energy into thinking about an approach and insisting that it is too early to act are wrong just as often as people who dive in and work quickly. The overplanners just take longer to be wrong (and, when things inevitably go awry, are more crushed by the feeling that they have failed).  There’s a corollary to this, as well: The more time you spend mapping out an approach, the more likely you are to get attached to it. The nonworking idea gets worn into your brain, like a rut in the mud, It can be difficult to get free of it and head in a different direction. Which, more often than not, is exactly what you must do.



Tuesday, January 5, 2016

a Twitter-friendly headline

My favorite communication technique is what I call the Twitter-friendly headline. Whenever you launch a new product or service, clearly summarize it in one short sentence, preferably under 140 characters so it’s easily tweeted. Apple executives do this for every product announcement. The new iOS 7 was no exception. Twice in the presentation Tim Cook said, “iOS 7 is the biggest change to iOS since the iPhone.” Now take a look at a few tweets from popular media brands:

     @Mashable: Apple unveils iOS 7, ‘biggest change since the original iPhone.’

     @HuffPostTech: A look at iOS 7, the biggest change to iOS since the introduction of the iPhone.

     @USATODAY: Tim Cook calls iOS7 the biggest change to iOS since the introduction of the iPhone.

The Twitter headline works every time. Create one.





Tuesday, November 3, 2015

why did they do what they did?

Dismissing actions we don't admire merely because we don't care enough to have empathy is rarely going to help us make the change we seek. It doesn't help us understand, and it creates a gulf that drives us apart.


"Empathy." Seth's Blog. 8/12/2015

Monday, August 24, 2015

respect behaviors


10 things that make people feel disrespected:
  1. Looking at computer screens and cell phones during conversations.
  2. Outburst of anger.
  3. Cursing and slang.
  4. One sided conversations. Not listening.
  5. Wasting people’s time.
  6. Asking people to re-do work, even though clear instructions weren’t given up front.
  7. Not following up.
  8. Not showing up for meetings.
  9. Aggressiveness.
  10. Lies.
7 ways to show respect:

  1. Speak to aspirations.
  2. Talk more about strengths than weaknesses.
  3. Ask, “What do you think?”
  4. Take time to ponder suggestions.
  5. Focus on issues not personalities during disagreements.
  6. Say please and thank you.
  7. Feeling understood.
"The Leadership Behavior Most Employees Want." Leadership Freak. 8/11/2015