, , , , ,

Move Toward Problems: Lessons from Seinfeld, Popovich and Formula 1 Racing

Recently, the universe has been attempting to get my attention. On three separate occasions I listened to experts in different fields discuss how they handle problems.  While most people avoid conflict, these people recommended running toward issues:

  • Comedian Jerry Seinfeld was on the Tim Ferris Podcast. During the conversation he mentioned how he never lets an issue fester. Instead, when he feels tension he immediately confronts. “I don’t like discourse and I am fearless in rooting it out and solving it. And if anyone is having a problem I’m going to walk right up to them and go, ‘Is there a problem? Let’s talk about this.’ Because I cannot stand this type of turmoil.” (Here’s a link to the entire thought provoking interview: Seinfeld/Ferris).
  • During a virtual professional development event, I heard Piers Thynee and Mark Mathieson of McClaren Group discuss the fast paced world of Formula 1 racing. Their team was charged with increasing ventilation production from 50 a week to 200 a day in response to the pandemic. Needless to say, inevitable obstacles appeared. They credited moving toward the problems, instead of hiding, as a key to their successful execution.
  • Current New Jersey Nets General Manager, Sean Marks, spent several years with the highly respected San Antonio Spurs. He noticed head coach Gregg Popovich was eager to engage in difficult conversations. “Pop would never shy away from a challenging conversation. He actually relished them.”

What can leaders do?

It is much easier to spot problems than it is to find solutions. Elite leaders ask themselves: “How can I improve the situation?” 

Most people hide from problems because they don’t want to disappoint someone they care about: parent, coach, boss, spouse, etc. The fear of letting others down is hard to handle.

What if we decided to create an environment that leaned into problems? What if we stated upfront: “there are going to be issues? Big issues. We expect and even welcome those challenges”

Would this approach empower others to move toward, instead of away, from issues?

It’s important to reflect on how we are reacting to bad news. When someone presents us with an issue, how do we respond? Huffing and puffing? Throwing our head on the desk? Or is it more subtle like bad body language, or a short cunning response?

Are we creating the psychological safety required for growth and improvement?

Man in the Mirror:

As the great artist Michael Jackson once said, “I’m starting with the man in the mirror.”

I’ve run from confrontation.

I’ve reacted poorly when others have brought inevitable issues my way.

I’ve avoided addressing credit card bills.

I’ve waited until tomorrow on tasks needed to be completed today.

I’m as guilty as anyone. 
Here’s the thing….avoiding only makes problems worse.

As we charge into a new year I plan on running toward issues and not avoiding them. I plan on creating an environment of trust, where problems and failures are expected and dealt with immediately. 

Within a short period of time I heard three powerful stories of successful people and organizations that embrace confrontation. 

Do you need to be more proactive in addressing issues in your personal life?

Can you inspire action in others by being empathetic when they face adversity? 

Happy New Year- Let’s run toward the challenges 2021 will present!

Mike 
P.S. I was a guest on Joe Ferraro’s terrific 1% Better Podcast this week. Here are two links:

Audio:

Video

/0 Comments/by
, , , , , ,

Leading Through Change

My relationship with change is complicated.  I get anxious considering the uncomfortable steps it requires; however, I’m attracted to the new possibilities it creates: better health, a new look, a change of scenery, and different responsibilities.  The thought of change causes fright. The notion of a mundane life repulses. 

When it impacts only myself, I’ve gotten better with change.  When considering the impact on those I love, it has become harder.  While the excitement of something new fires me up, it also leaves me feeling selfish.

I told you, it’s complicated. 

Connecting on Three Levels:

Recently, I attended a virtual conference focused on high-performance in sports.  There were fascinating speakers from the Premier League, NBA and the NHL. Who would have thought the presenter who impacted me the most would come from the luxury fashion industry?

Kim Wylie is the global director of people development and change at Farfetch.  According to Wylie, a leader must connect on three levels to produce lasting change.

  1. The Head-Rational Connection: How does it connect with the big picture? When discussing change leaders should explain how the change is affecting the larger operation. People need to know they are making contributions to something larger than themselves. When a leader asks an individual to change, it’s critical to articulate the impact it will create. 
  2. The Heart-Emotional Connection: What’s in it for them? Wylie contends that this is the hardest level of connection but the most important.  Leaders must work to make others feel a part of the change and allow them to shape the transition. Allowing individuals to own their new role enhances buy-in. 
  3. The Feet-Behavioral Connection: What support can you provide? A powerful example of this comes from the Brooklyn Nets.  Their General Manager, Steve Marks, understands how a new job impacts the entire family. The Nets work to ensure a smooth transition by providing lists of schools and daycares.  They realize transition can place a tremendous burden on families. The organization acknowledges this and has a process to assist. 

Final Thought:

If I wasn’t a believer before, 2020 has made it crystal clear: change is a part of life; whether I like it or not. Change is often positive, but that doesn’t mean it’s not scary. 

My guess is like me, you believe change is both unavoidable and necessary.  While this is true, we have to remember that not everyone feels this way.  We can’t dismiss people’s feelings with “stay positive” or “you should be thankful you still have a job.” Worse yet, we can’t assume our loved ones should simply adapt when asked to move to a new city, change schools and leave behind old friends. 

Investing the energy to listen and have a deep conversation is powerful.  Connecting on different levels: rational, emotional and behavioral- will help the process.  In these times of uncertainty going above and beyond to provide some level of certainty is not only necessary; it’s just the right thing to do.

Change is coming. The effective leader of the next decade will do more than just demand compliance.  They’ll be intentional about developing a culture filled with processes ensuring smooth and effective transitions. 

Question for the Week:

What are ways you can provide a level of certainty in these uncertain times? 

Upcoming Webinar:

On Wednesday, January 6th there will be a webinar discussing my new on-line course: Creating Culture.  Joe Ferraro host of the 1% Better Podcast will be joining me for a conversation on culture, change and high-performing organizations.  Here’s the link.  It would be great if you could attend. 

/0 Comments/by
, , , , ,

Speaking Greatness into Others

Recently, NBA TV showed a video montage of Steve Kerr interacting with his star player, Steph Curry.  In the clips, you see Coach Kerr discussing Curry’s value to the team despite his poor shooting statistics during the game.  “You’re doing great stuff out there.  The tempo is so different when you’re out there.  Everything you generate is so positive for us.” The clips also showed Kerr praising Curry’s courage to keep shooting despite poor results.  Steve Kerr was speaking greatness into his star-player.

Steve Kerr Speaking Greatness

It’s amazing, as a full-grown adult I can still vividly recall situations where people have spoken greatness into me.  Here are three examples:

  • As a teenager my father used to tell me that I was special and had much to share. He warned me that others will turn to drugs and alcohol for attention.  Dad explained that I was a “natural leader” and I didn’t need those things to stand out.  Instead of the typical threats and intimidation tactics many fathers use, my father chose to speak greatness.
  • I didn’t get to play a lot during my freshmen year in college. In addition, there were a lot of great players returning the next year.  In my exit interview the head coach, Don Schaly, spoke greatness.  He explained how impressed he was with my attitude and ability.  “I don’t know how, but the cream will rise to the top.  And, I believe in you.”  Enough said.  That vote of confidence was the impetus to spark my career.
  • Like many athletes, my identity was often tied to my performance. I did o.k. at school but I never flourished.  My senior year I took a Business Communication course with Dr. Mabry O’Donnell.  “O” was tough; she demanded your best effort.  After one speech I presented to the class she wrote on my evaluation, “Outstanding job.  You have the presence of a CEO.”  Wow!  This one comment breathed life into me. She spoke greatness into a student who really needed it.

How have you used your words recently?   The people that I mentioned have little, or no idea the positive impact they left on me.   Speaking greatness is rarely rehearsed; instead, it is a way of life.  If we choose to purposely live our life from a place of empathy and kindness our impact is organic.  If we can suppress our ego, we can become genuinely happy for others. We become a positive life force.

This week I will be more aware of my words and the impact they have on others.  I will look for opportunities to encourage and compliment others on their journey.  Please join me on the mission.

Make it a great week,

Mike

Update: 

My “One-Word” for 2018 is Presence.  This year I plan to be better at “being where my feet are.”  With that being said, the next four months are my peak season.  My writings will be less this time of year.  So many of you have “spoken greatness” to me on my writing and speaking pursuit.  Thank you all so much.

/2 Comments/by