Apr 25, 2024 | Culture, Leadership
‘Resilience’ is a word we are hearing a lot these days and will hear more today.
On this ANZAC day 2024, there will be a lot of words sprayed around that amount to acknowledgement of the resilience of ANZAC troops.
They clung to the cliffs on the Gallipoli peninsular, died in the mud of Passchendaele, slogged across the Owen Stanleys a couple of times, and lived under rocks in the seaside splendour of Tobruk.
It is used to describe both the personal characteristics required of the individual, and the culture of organisations.
The dictionary definition leaves a bit to be desired, referring to the ability of a person or organisation to return to a previous state. ‘Elasticity’ is a common simile.
How do we measure resilience? If we cannot measure it, as the saying goes, we cannot improve it.
What is the measure of resilience shown by the ANZACS in those meat grinders? Indeed, how do we measure the resilience of those at home, watching as the casualty lists were posted?
In a commercial context, resilience implies the degree to which an enterprise is able to absorb and adjust to the unexpected. Usually, it refers to the short term from the decisions made by others that drive an unexpected outcome that changes the status quo. Substantial competitive moves, new products that deliver new value, or the emergence of something that could be classed to some degree as ‘disruptive’.
Measuring by financial outcomes is misleading. Financial outcomes are the result of other decisions taken on the inputs to the business. Do that well, and you become financially secure, do it poorly and you go out of business.
The allied high command on the Western Front measured the outcomes of their initiatives by two things: the ground gained, and the casualties incurred. Of the two, the first was the more important to them. Field Marshall Haig never got close enough to the lines to understand the resilience required to ‘jump the bags’, again. The linkage and enormous gap between his orders, written in the splendour of the Château de Beaurepaire, and the squalor and death on the front lines that was the outcome, was never meaningfully acknowledged.
Measuring outcomes is always easier than measuring the inputs, then allocating cause and effect to the decisions but is rarely useful. Just as measuring your weight every morning will not assist you to lose weight in the absence of resulting reduction in calories, throwing yourself at a machine gun nest will not win ground.
It does however require resilience, courage, and dedication to both those beside you, the wider objective, and willingness to ‘do the work’.
In our modern world, despite the continuous marketing of the silver bullet products promising the contrary, there is no substitute for domain knowledge, planning, optimised resource allocation, and the sheer resilience to stick at it in the face of adversity.
It comes down to the culture at the micro level. How the individual behaves, and how that behaviour translates to the immediate group.
It has always be so.
It is a lovely autumn day in Sydney, as we reflect on those that gave us the opportunity to enjoy the freedoms we take for granted. It is also my beautiful daughters 38th birthday. Happy birthday Jenn!
How time flies.
The header is an arial photo of the gorge, hidden in the Wollemi State Forest, after the fires of 2019-20. The green spine is made up of the only stand left of Wollemi Pines. They have survived since the dinosaurs roamed the area. Resilience.
Oct 6, 2023 | Culture, Innovation, Leadership
Metrics increasingly drive our commercial lives.
We need the metrics to ensure that we are focused on the outcome, it drives the resource allocation choices that must be made.
Usually, we face a series of binary choices, do A or B, then X or Y. This is comfortable for us, our brains are triggered by binary, friend or foe, run towards or run away, is it a stick or a snake? Evolutionary psychology at work.
In the short/medium term this works well, it ensures focus on what is deemed currently to be important. However, it actively excludes stuff that is ‘interesting’ but not necessarily useful now. Those require us to accept risk, experiment, be comfortable with failure, all the things that our evolutionary psychology has bred out of us. Next time you want to spend some resources on something because it is ‘interesting’ but outside the plan, good luck getting that formally approved. You will have to be prepared to be an outlier, renegade, argue against what has gone before, and you know what happens to many of those who do that.
Breakthroughs only occur when someone forges a path towards the unknown because it is for some reason, interesting to them. It will always be inconsistent with the status quo, it will always be out in the fringes, messy, usually unseen by most, but that is where the breakthrough gold hides.
To see these outlier factors requires critical thinking, a disapproval of the safe optimised way forged by the status quo. By definition, you cannot plan for the unexpected. However, you can create a culture where critical thinking is encouraged, and fed into the processes that together can become a renewed status quo.
These interesting things do not comply with the way we create plans and budgets. They are long term; they do not accommodate the plans associated with most of the daily activities we undertake. They are the source of long-term breakthrough; they are often the result of serendipity. Penicillin was not developed because Fleming had an objective to develop an antibiotic. The product category ‘antibiotic’ did not exist. Serendipity took place, then it took 15 years and a war to become commercialised.
How many breakthroughs can you think of that emerged from a plan? They always come through long experimental slog, underpinned by critical thinking.
My conclusion is That critical Thinking and planning are not mutually exclusive, but are uncomfortable bed-mates. in the absence of the encouragement and culture that makes uncomfortable relationships possible, they will not survive together.
Header credit: It is a reproduction by Hugh McLeod of the wonderful copy written by the creative team at Chiat Day advertising for Apple after Steve Jobs returned.
Apr 5, 2023 | Change, Culture, Innovation
Never before has the need for creativity been more critical.
Never before have set about crushing creativity before it has a chance to bloom more than we do now.
My nephew is dyslectic, always had trouble at school, with teachers, sitting still, and anything that required him to read and write. In a parent-teacher interview when he was about 12, my sister was distraught and angry to hear that her son, who had by then built a computer from bits and pieces, powered by a cobbled together solar panel on the roof, would be lucky to progress beyond being a day labourer.
He was lucky. After scraping into a regional university with a practical focus, he earned a masters degree in electrical engineering, got bored, and went back and did medicine. He is now an ophthalmic surgeon, restoring sight in the footsteps of Fred Hollows.
Had his practical talent not been recognised by an academic with a long life of non-academic experience behind him, my nephew may have continued tinkering in the garage while making his living on a production line. What a waste that would have been.
How many like him have we wasted?
How many like him will we continue to waste as we dose up the kids who cannot sit still in school, or colour between the lines, with Ritalin?
Back in 2008 an executive coach named Wayne Burkin wrote a book called ‘Wide Angle Vision: beat your competition by focussing on Fringe suppliers, Lost customers, and Rogue employees’. The title says it all.
Creativity and the resulting change does not come from those who can colour between the lines, always behave in a disciplined manner, are prepared to do as they are told at all times. It comes from the outliers, the originals, the rebels, as Steve Jobs noted, those who ‘Think Different’.
Seth Godin’s remarkable essay introducing us to the ‘Purple Cow’ resonates even more now than when it was written back in 2003. Paragraphs 5 and 6 should be reproduced and stuck on every wall of every room that ever has a student of any kind in it, and every office of anyone seeking to be a leader.
Never have we needed those who think different to have their hands on the wheel of the companies and institutions that together make up the economy, and will shape our kids futures more than we do currently.
Header cartoon courtesy of gapinvoid.com
Feb 20, 2023 | Change, Culture, Governance
Lifelong employment is a thing of the past, casualisation, remote work, and the gig economy have consigned that idea to the dustbin of history.
It seems to me that there should be a revision to the way we seek to employ people, on whatever basis that employment occurs.
When recruiting for my clients as I do from time to time, I use a checklist that has a number of elements not usually obvious in most recruiting processes I have seen, or indeed been subjected to. The checklist assumes that anyone you are speaking to has the required domain qualifications and experience to in theory, get the job done. After that I look for ‘the 3 C’s and E’
Curiosity. To my mind curiosity is essential to be able to see alternatives and options from outside the domain. A wide span of interests, hobbies, reading, and an apparent ‘let’s just see’ attitude are signposts.
Critical thinking. To be able to subject opinions, data, and so-called facts to a process that strips away the inbuilt bias, self-interest, ‘short- termism’ and just bullshit, to reveal the foundation assumptions and facts. ‘How would you approach……..’ Type questions and resulting conversation surfaces this ability quite quickly, as does asking about times they have failed to reach an objective, and what they learnt as a result.
Collaborative capacity. Collaboration has unfortunately been turned into a cliché. However, the reality is that we are in a knowledge world, and most of the valuable knowledge is elsewhere, so you better figure out a way to get access to it. Generally, those who demonstrate they take responsibility for problems in their area of responsibility, while passing on praise for good work by others will find themselves as a ‘node’ in communication networks, rather than being just a receiver or originator of input. The number and distribution of ‘Nodes’ drives collaborative outcomes.
Education, in its broadest sense. STEM education is vital, from cutting-edge technology to basic trade skills. These technical skills drive productivity. Just as important are the ‘soft skills’, the capacity to see through the eyes of others, engage in constructive debate, and accommodate conflicting ideas in your brain at the same time. Education powers the three ‘C’s above
The recent changes have been profound, and the train has not stopped. One of my concerns for the world my grandchildren will inherit is what we are going to do with those who are displaced by technology? The argument that they will find new jobs created by the changes as has always happened in the past, may not happen as smoothly this time. The chances are in my view, that we will see increased levels of pain and anxiety.
We have an emerging social disruption over the next 20 years we have no idea how to manage, and really are not even considering the challenges in any meaningful way.
Header cartoon courtesy Tom Gauld. Originally published in New Scientist magazine.
Nov 1, 2021 | Culture, Governance, Strategy
A gem of insight from Microsoft CEO Satya Nadella happened in the last minute of this interview by HBR editor Adi Ignatius:
‘What do you think is the biggest source of innovation and why? Is it diversity, technical skill, humanity, employee equity, something else’? Ignatius asked on behalf of a listener to the interview.
SATYA NADELLA: Empathy. To me, what I have sort of come to realize, what is the most innate in all of us is that ability to be able to put ourselves in other people’s shoes and see the world the way they see it. That’s empathy. That’s at the heart of design thinking. When we say innovation is all about meeting unmet, unarticulated, needs of the marketplace, it’s ultimately the unmet and articulated needs of people, and organizations that are made up of people. And you need to have deep empathy.
So, I would say the source of all innovation is what is the most humane quality that we all have, which is empathy.
Empathy. There you have it, from one of the most successful CEOs of the last 20 years.
Being able to put yourself in the shoes of someone else, seeing their problems, motivations, opportunities, hopes and dreams from their perspective.
Satya Nadella has completely rebuilt the culture of Microsoft from the ground up since becoming CEO in February 2014, following Steve Ballmer. In that time, the share price of Microsoft has risen from $36 to $332 today, making its market capitalisation a few billion short of 2 trillion $US, and second only on the share market popularity contest to Apple. Nadella seems to know a bit about what drives success.
Empathy.
It was a really simple answer to what can easily be treated as a complex question requiring a long and detailed answer, employing technical terms, cliches and jargon to impress and further complicate. Instead, he used one simple word, with a short and simple explanation of why he used it.
If I asked your employees and colleagues how much empathy you displayed, what would be their answer?
