Tag Archives: Consulting

Are you using a leadership mirror?

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Courtesy of Dreamwallsglass.com

Courtesy of Dreamwallsglass.com

I recently read a McKinsey Quarterly article on “Why leadership-development programs fail”. The article highlights several factors that, while appearing obvious on the surface, are often misunderstood: overlooking context, decoupling reflection from real work, underestimating mind-sets and failing to measure results.

Since I have personal experience of some of these pitfalls, I thought I could enhance the lessons from the McKinsey article by sharing some of my observations; thus, enabling you to make the right decisions when it comes to developing leaders within your own organisation.

Let’s start with the first pitfall: overlooking context. The article points out that a brilliant leader in one situation may not perform well in another. Although this is not unusual, it makes you wonder whether that person was a real leader to start with. Real leaders are able to anticipate and adapt to any situation because they carry more than one arrow in their quiver. Just because a formula worked in the past does not mean it will work forever. Different situations demand different approaches and tools. Versatility is an important trait of good leadership. People who stick to the tried and proven approach often do so because they are comfortable with it or, even worse, because they don’t know what else to do – not exactly a sign of strong leadership.

But I guess this also proves the point that a generic approach to leadership development – the one size fits all attitude – is not appropriate. Everyone is different; someone’s strength is someone else’s weakness. This almost guarantees that in a classroom setting someone will be bored. This may also help explain why the article points out that adults retain just ten per cent of what they learn in the classroom. Personally, instead of trying to fight against this phenomenon, I prefer to use it to our advantage by pairing up executives who display the opposite strengths and weaknesses. For example, someone with great personal skills could be matched with someone who has difficulties with people but who is brilliant at strategic thinking. This not only helps individuals, it strengthens the leadership team by reinforcing the bonds between senior leaders. This approach also helps bridge the second pitfall – decoupling reflection from real work – because it provides leaders with time to reflect and analyse their own performance in a non-threatening setting. It also encourages growth and development because it allows leaders to monitor their progress – thereby addressing the last pitfall of failing to measure results.

The remaining pitfall – underestimating mind-sets – is more difficult to deal with. In most organisations, there exists a huge gap between the top floor and the shop floor. Leaders are so far removed from the day-to-day activities of the organisation that they have often lost their sense of reality. This misunderstanding frequently leads to suboptimal policies and plays to internal politics and infighting. Without understanding the real organisational dynamic behind undesirable behaviours, it is unlikely that sustainable behavioural change can be achieved. As the article points out, people’s actions are often derived from entrenched beliefs, which regularly go unquestioned simply because they are so obvious. This is where consultants – who are not tainted by years of “business as usual” – can add considerable value. They can provide an unbiased view of reality and identify the drivers of undesirable behaviours. Consultants provide leaders with a unique opportunity to look at themselves in the mirror and map out the shortest way to get results.

Francis Lambert – Zabok, 20 January 2014

Does your organisation have a codex?

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Pirate Codex for 8 year olds

Pirate Codex for 8 year olds

The other evening I sat down in front of the television with my eldest son. The first film in the Pirates of the Caribbean series was playing and, although I had seen the film on numerous occasions, I was just looking forward to us spending some time together. We were not disappointed and had a great evening. But what caught my attention was the part where the governor’s daughter invoked the right of “Parley” from the Pirate Code when she was captured by Captain Barbossa’s crew. Wow, even pirates have a code of conduct! Come to think of it, so do the Mafia and many other successful organisations nowadays.

As we have learned, a code of conduct can be a powerful motivator and engagement tool when used properly; in fact, it is the foundation of most religions – an example being the 10 Commandments, the ultimate code of conduct. So, what is it about them that makes them effective?

Clarity – Both the rules and the consequences of not following the rules are clear, and everyone knows and understands them. Knowing the boundaries of the framework in which we live and/or work promotes trust.

Common understanding  ­–­ Being able to trust that everyone else in the organisation will follow the same rules reinforces our sense of security.

Fairness – The rules are the same for all. A sense of justice is achieved by everyone living and working by the same guidelines, no matter what their position is in the organisation.

Nowadays, it’s not surprising that companies strive to establish common values and a distinct culture, as they have understood the power of codes of conduct. But beware – codes of conduct are like a double-edged sword: for all the positive energy that they can bring about, there is a lot of damage that they can do, as well. Only those prepared to follow all three points above can succeed.

If the rules are complicated and not clear, leaving room for interpretation, then people will invariably interpret situations differently, and this will ultimately undermine trust. If they can’t be sure that everyone is acting according to the rules, then people will become insecure and secretive. If the rules are not applied to everyone, then there will be no role models and no justice – sooner or later, this results in a “what can I get away with” attitude.

Francis Lambert – Zabok, 31 October 2013

Are You Seeing the Forest through the Trees?

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Grand_Portage_Trail_Sign

Probably one of my favourite things about growing up in Canada was summer camp: one full month of outdoor activities and getting close to nature. The highlight of the adventure was the canoe expedition. The camp’s duration was dictated by the age of the participants: 2 days and 1 night for the 6-year-olds and up to 20 days for the 16-year-olds. First, we were put into pairs, then we were off: paddling in the different lakes, setting up camp – the next day, more paddling. The slowly changing landscape in various shades of green, mixed with the peace and tranquillity of the lake and the steady rhythm of the paddling, was sometimes hypnotic and provided many daydreams. But it was not all fun and games. The “portage” – from the French word porter meaning to carry – was a nightmare: we had to carry not only all our gear and backpacks, but also the stupid canoe. The woods were infested with mosquitos, and with the canoe on your shoulders you couldn’t even swat them away. It was enough to drive you mad – and a real test of character. But we went through it – and by the third day of not washing with soap the mosquitos had stopped bothering us.

ac632970_portage_1220

The trail was often poorly marked, but after making a few unnecessary detours in the mosquito-infested woods I learnt very quickly how to read a map and use a compass, always looking for the shortest possible way through the woods or the best way to pick up the supposed trail. The interesting thing about a map is that it provides a “bird’s eye” view of the terrain, giving you information about what lies ahead of you – things that you may not be able to see at that moment in time. It gave us a view of the forest. Although we may not have been able to see the other lake, we started our portage, confident that it lay about 800 m to the west, just beyond the hill. We took our bearings with the compass, picked a point in the distance and started walking. Once we had reached that point, we repeated the process until we had reached our destination – the other lake. It’s easy to see the parallels to classic management theory:

1)    Vision:            Reaching our camp site safe and sound

2)    Mission:          Getting there one hour before nightfall

3)    Milestones:

  1. Paddle across the lake to where the trail starts
  2. Portage through the mosquito-infested wood
  3. Paddle to camp site
  4. Set up camp

But, as you can imagine, management theory often differs from reality. So, what is the problem? The bloody canoe! You see, when you walk around wearing a canoe as a hat, you can’t see more than two metres in front of you. It makes it kind of hard to get your bearings and pick a point in the distance. In reality, as 12-year-olds, my partner and I were victims of our own size and youth. Only one person should carry the canoe; that way, you can tip it back and see where you are going. The two-man approach is just not a good option in the woods, but it seemed like our only option at the time – neither of us had the strength to carry the canoe alone. Needless to say, we struggled; we just could not see the forest through the trees. Although we had a map and we knew there was a lake a short walk away, our struggles with the canoe demanded all our attention and drained our energy.

So often in business, we see a similar picture. We all have some kind of canoe to deal with, something that impedes us from seeing the bigger picture by sucking up all of our attention, and, because we get distracted, we lose sight of the objective and the task at hand. In our example, the problem was obvious: the canoe. Although it took us a few frustrating trials, we did figure out a way to make the task easier for ourselves, in the end.

In a business situation, becoming aware of the issues and forces that are obstructing your view of the forest should be your top priority – only then can you deal with them. (That is, of course, if you have already defined where you want to go and what your objectives are.) In most companies, the real boss – the CEO – sits just too far from where the value is created. As commander in chief of the organisation, his role is – like it or not – to give purpose to the jobs of the employees. Failure to do so results in an uncommitted workforce – people just putting in their time for their pay cheque, without much concern for waste, quality or efficiency. Sure, you can invest in quality systems, define standards and measure against them – in an attempt to maintain a high standard of work – but if you can’t get your people committed to their work, you will never make it to the top. You give purpose to people’s jobs by, first of all, sharing a set of values and mores; after all, knowing what to expect from each other gives everyone a sense of security. Therefore, describe the conditions under which the company is operating; talk about the competitive landscape, the strategy and how everyone plays their part in its execution, but, more importantly, break down the task into small enough chunks so that progress can be measured. After all, it is in the day-to-day activities along the value chain where the vision gets realised. If you are not aware of what is obstructing you, then you have little chance of success.

Francis Lambert – Zabok, 18 August 2013

Keeping up expectations

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“If you paint in your mind a picture of bright and happy expectations, you put yourself into a condition conducive to your goal.” Norman Vincent Peale

You may have heard me talking about my wife and how we are complete opposites. I like to see it as a “yin-yang” relationship. Of course this also means there is constant tension, which is both good and bad. Good because we are always exploring the limits of our individual comfort zones, and bad because this process requires an endless amount of patience and understanding. One of our recent debates was about a weekend escape I’d planned for the two of us. After 20 years of marriage, I finally convinced my wife that it was okay to leave our kids at home alone. (Our eldest will be 18 in September, and his brother is only 17 months younger.) Eventually, it was agreed that we should go somewhere for the weekend – but where?  This seemed to be an impossible question to answer; there were just too many variables. In the end we conquered our indecisiveness: we just got into the car and left. I figured we would get as far as Zagreb (which is about 25 km away) and then make our decision just where the motorway splits in two. I’m all for adventure and this was certainly testing the limits of my comfort zone. Deep down I believed my wife was afraid of being disappointed; however, not knowing where we were going to end up meant that we had no expectations.

But it is one thing for my wife to choose not to have expectations about her vacation, it’s another when this becomes your guiding principle. Expectations are the carrots that dangle in front of mankind; they pull evolution forward. We see them at the personal level, for instance, a scientist would not perform an experiment if he did not expect some kind of result, or you would not go on a diet if you did not expect to lose weight. However, we also see them at the societal level, where expectations are derived from religious norms and beliefs and guide our social maturity. Expectations are the seeds of hypotheses and science.

You may ask yourself why I chose to write about this; after all, there is nothing new here. But you may be surprised to discover that I regularly observe missed opportunities that are simply due to low expectations. I have also realised that setting proper expectations feeds the “Strength of the Workplace” model of Marcus Buckingham and Curt Coffman, published in their book First Break All The Rules. The model depicts three main elements of employee satisfaction: meaningful work, opportunity to contribute and feedback for good work. Setting expectations reinforces all three elements and enables employee growth and development. The same is true for personal development. Expectations of one’s own performance – be it about staying in shape, attaining at school or triumphing on the sports field – dictates one’s success. Without expectations there are no champions. It is through having expectations that progress is made and learning takes place. You see, expectations allow you to calibrate your efforts and set “smart” (Specific, Measurable, Achievable, Relevant, Timely) objectives that will help you overcome challenges along the way to your goal.

In consulting, one of our favourite tools is getting people to describe what a perfect day would look like and how others would know it was a perfect day. Similarly, we like to ask the “consulting genie question”: if you had three wishes, what would you change about your work, in terms of your job and the company you work for? This line of questioning raises awareness and helps create a vivid image of an ideal situation – even if it’s only a dream at that moment.

By creating a contrasting image of a better environment we raise awareness, which allows us to see the deficiencies and opportunities for improvement in the current work environment. Once we have this information we know where we’re heading. It is then a simple task to divide our journey into several stages, each with its own milestone. These stages, in turn, will get broken down further into smaller measurable criteria and units that will provide the basis for your planning.

It is easy to set expectations for yourself and your team when the purpose is clear, the task is meaningful and you are contributing to make things better. The other vital ingredient is feedback: expectations don’t work if you don’t measure results or don’t get any feedback about your effort. It is all very well if we diligently measure our performance using certain indicators; what is crucial is that we seek an explanation for any deviation from that which we had expected. The indicators you use to measure performance will take on a new meaning when you not only understand them but also are able to influence them with the quality of your work. Analyse the deviation and learn from it, no matter whether it’s positive or negative in its outcome; that is the essence of continuous improvement.

Francis Lambert – Zabok, 12 June 2013

The importance of habits

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First I must apologize for the long absence of this blog. Facts are, I just lost my groove. So I reflected of the events in order to draw a lesson that I could share with everyone. During my analysis, I realize the importance of the habit. Sure, nearly every self-improvement book theses days peaches the importance of the habit, but it only when you have experienced it yourself that you truly understand the effects of habits have on your productivity.

When I started my blog some of my friends that already warned me about starting strong and quickly running out of steam. “The first three are easy, maintaining the pace is the real challenge”. But I was not to be fazed; I have discovered a good rhythm and created a habit. By the time November came around I have consistently delivered and I was proud of myself. The only problem now was that my environment surrounding my habits had changed. You see I have discovered that my most productive time is early in the morning; and we are fortunate to have a wonderful terrace where I like to sit and, depending on the time of year, watch the sunrise. These moments, alone and surrounded by nature, are truly priceless to me and where I am in my most productive state.  The only problem now was the temperature. When the snow came, even my jacket could not save me, it just made no sense to be sitting outside any more. Then of course came Christmas and everything that comes with it, many distractions and activities, but I still managed to get one article out. However by the time January rolled around I had completely lost my groove. Not only was it to cold now, and the snow firmly controlled the terrace, I had started a new project which required me to drive long distances every week and there just did not remain enough time for the blog.

This just happened to be the time, when I found out about podcasts. One but one particular podcast, “accidental creative” by Todd Henry, gave me some great insights about building habits and how to integrate my new work life with my creative side and my ability to deliver, quality material on a regular basis.  In fact I was so impressed by his podcast that I bought his book “the accidental creative”.  The insight that Todd shared in his book is that often people under pressure, who generally can’t find enough hours in the day, need to perhaps add something to their routine rather than cut back on their activities. That something is a  “point of reflection”. By stepping back and going through your plan of activities of the day you can correct your focus and increase the amount of time you are most effective, by rationalizing the urge to stray from the task at hand. This simple exercise will allow you to challenge your behavior and maintain a much higher level of focus. By increasing your awareness of distractions, over time it even allows you to alter your behavior and sustainably increase your productivity.  Make a plan of your activities everyday and take a few minutes each hour to review your plan. Make corrections as you see fit to maximize your outputs. You will also need to create the right environment as to minimize distractions. For example: I write on a piece of paper as not to be distracted by the lure of email; man’s instinct is to respond to the stimulation of that familiar email “ping”, as you sit there wondering who sent me an email. No having a computer in front of me completely eliminates the temptation.

Fortunately for me the sun and warm weather are back and the terrace season is opened.

Zabok, HR – 28th April 2013

How do you know when your time has come…?

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Chances are, if you are asking the question yourself this question, your time has already come; it’s just waiting for you to make your move. So why don’t you?

Well as we have learnt in my last blog (The individuality of duality), it is most likely that your elephant is holding you back. If you remember the elephant is in charge of “now” and unfortunately “now” is when action happens. Your rational side, the rider can come up with the best ideas and make great plans, it’s all in vain if you can’t get our elephant to take action and stay focused on the task at hand. Perhaps the best way of illustrating this is to tell you about my current internal debate. My rider has planned that I sit here now and write (because it’s early in he morning, I feel at my best, it’s quiet and I’m comfortable).  My elephant is restless and is constantly bombarding me with ideas of other activities that need doing and would be a lot more gratifying write now. So how do I manage this debate? I breakdown my plan into small steps and reward my elephant with gratifying moments every time I accomplish a step; in my case completing this page or paragraph before making another cup of coffee.

I need to stress that there is not one recipe for this. Each rider needs to learn what works best with his elephant and every situation will demand different steps and rewards. However if you understand the dynamics of rider and elephant, you will quickly see patterns of this dynamic in your own behavior. Opportunities will emerge that you can use to tame your elephant and set you back on your path.

Ok, so what if you haven’t asked yourself the question: How do I know my time has come? Well maybe you are on the right path already and are a master elephant rider. However if you are like most people, you are trapped in a somewhat comfortable and unfulfilling life path.  You may be asking yourself the question all the time but don’t know where to start and what to do.  Fortunately there is hope.   Now that we have learnt that for change to succeed you have to control your elephant and what better way to do so than with emotions. In their book “Success Built to Last” Jerry Porras, Stewart Emery and Mark Thompson make a case that successful people all share one thing in common, they are passionate about what they do.  Here is a quote:

“It’s dangerous not to do what you love. The harsh truth is that if you don’t love what you’re doing, you’ll lose to someone who does! For every person who is half-hearted about their work or relationship, there is someone else who loves what they’re half-hearted about. This person will work harder and longer. They will outrun you. Although it might feel safer to hang onto and old role, you’ll find your energy is depleted and, miraculously, you’ll be the first in line for he layoffs when they come.”

It makes total sense, if we stick to our example, it could not be easier for the rider.  The path he wants to follow is a breadcrumb trail for the elephant. Because passion means emotional engagement, what for someone is work is for someone else fun. Following the path naturally satisfies the elephant’s hunger for gratification, thereby minimizing the efforts of the rider.

You may say that this is great advice for kids entering high school, but not practical for 50 year olds’ who are approaching the sunset of their careers. Of course you are right, however I believe that it’s never too late to change, by the time you are fifty, you should be well aware of what you like and what gives you pleasure. If you are not doing this for a living than it may be too late to change careers, but it’s probably not too late to reorient yourself in a position where you can make use of your work experience to date and do something else that will bring you closer to your passion. And don’t feel bad because the 15 year olds’ may still have a lot of time ahead of them but it is rare that the already know what the are passionate about.

Here again I would like to make a reference to Marcus Buckingham and Curt Coffman and their book “first Break all the rules”[1] . They make a reference to  a model that constitutes employee satisfaction:

Marcus Buckingham and Curt Coffman’s book “first Break all the rules”

Basically for employees to be satisfied they need to understand how their role or position is linked to the organisation’s vision and mission. They need to constantly be reminded of the importance of their work as to stimulate their sense of pride. The opportunity to contribute is obvious, who wants to work in a place and be considered a robot. You may have heard some of these classic statements: “ just do what you are told” or  “you’re not paid to think, you’re paid to produce”.  Although this one seems obvious, you would be amazed how many times, in my 20+ years as consultant, employees complain that the issues we identified through our observations and analysis have been known for years but no one does anything about them. Finally, feedback for good work, again this may seem obvious but a lot of companies have not even defined what good work is, so it’s difficult to measure against it. As for feedback, let’s not talk about your direct boss that you probably see every day, what about your boss’s bosses?   Can you remember last time you saw them, let alone received feedback from them?

Whatever you are doing in your career at the moment you can use the model above to test how satisfied you are with your job, it may help you answer the  original question

However, before you can answer: How do I know my time has come?  You will first have to fill in the blank  “my time has come … (to what?) : look for another job? Ask my girlfriend to marry me? Start exercising? Have another beer or position myself in front of my boss? Start a change program in my company? Start my own business and follow my passion. However you phrase it, your answer will ultimately lead to change.

 

Zabok, HR 31st May 2012

[1] They have also developed a very simple but effective employee questionnaire that can be used in association with organizational maturity model.

Your time has come

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The company had been experiencing difficulties. After years of changes in it’s sales engine it was not getting traction in the market and as a result was not growing. Well there were some good explanations: the 2008 Financial Crisis, the Euro debt crisis, industry cycles etc. However things started to go astray long before that. People familiar with the company will tell you the company reached its peak shortly following the management buy out.   Which of course one could say was good for the management behind the buy out and potentially bad for the banks and investors, at the time.  Of course that is easy to say now, with hindsight we know there were changes in leadership and management. We also know we lost talent along the way and all too often theses talented people in turn set up their own competitive business or strengthen the racks of the competitors.

What is interesting is the dynamics of the decline. A classic tale of austerity!   As the company fails to meet expectations year after year, the investors get more and more worried so they get more and more involved, over time filling key positions with trusted people, who don’t necessarily have experience in the business.  These people then take decisions without the full understanding of what makes the company successful. So we start with the classic track: Expenses need to be reduced.

As the one big-ticket item, management first delays the annual regional meeting and celebration (European Company Meeting). The event is a celebration for all the hard work and success stories we individually, or at least as project team, experience on projects. It is also often the only opportunity many people will have to meet there colleagues from other offices and build their networks. Above all it is an opportunity to share and bond together, thereby releasing and incredible amount of energy that always lasts until the early hours of the morning. At first it is just a 6 months delay, then slowly but surely it becomes an, “every two year event” and finally becoming and exception. Unfortunately it is people that make up the assets of the company and thinning out the so-called “ECM” may seem like a wise thing to do, unfortunately it undermines the very fabric of the company.

Of course the annual party is not the only expense that is cut back. Since operations make up 90% (or at least it should) of the workforce it was decided that “Non billable expenses” are to be eliminated in operations. The logic being that operations people work on projects where clients pay the operational expenses. This policy was effective in two ways: it reduced expenses and thwarted all other operational activities that one couldn’t morally expense their clients.   Training some became the next victim of eliminating non-billable expenses. During it’s peak the company invested a lot in training, in fact I was personally involved in upgrading our training initiative, taking the ownership for the “Operational Fundamentals” course in 2005 and delivering the course 9 times to roughly 200 new starters until 2009, when training was sacrificed altogether.

But in the end these cuts are not enough, now the company has started cutting personnel.  The company is downsizing and to be sure it has the biggest impact on its payroll, it is the people with the highest salaries who are targeted first, never mind that they have the most experience and knowledge.  That’s how I got my notice the other day, yep after years of dedication I had finally become a number on a piece of paper, someone who was perceived as “non value add”.  At first I was shocked, but then, thinking all this through, I realized that my time had come.

If the management did not see the need to keep me around then why would I want to stick around? It is kind of paradoxical that the company that preached “linking the top floor with the shop floor” has itself become so disconnected.  Quite frankly I’m happy I got laid off, because it’s no fun to work where you don’t feel appreciated.   So “adios” old job! And hello new opportunities!

To stay true to my motto of  “ helping people”, I have decided to share my experiences, ways and methods, to look at, and deal with change, both personally and organizationally.  You see I have learned that change does not have to be painful and it does not have to be hard. After all, the essence of our being, the cells that make up our bodies, are constantly changing. And just as a year is made up of changing seasons, our lifetimes on earth are made up of different chapters.  Evolution is change!  Yes learning something new does require more mental effort, but it can also be rewarding so whenever you are faced with a life changing event don’t be afraid. Just because it “looks like” you have been dealt a lousy hand, does not mean you are out of the game. Who knows if “what looks like a lousy hand” turns out to be the best hand at the table?  You have to make the best out of what you have, and as Marcus Buckingham and Curt Coffman have wonderfully captured in their book “first Break all the rules”, stop focusing on trying to repair yourself and start focusing on what you are good at (what you enjoy doing) because that is what you will excel at.  Getting laid off is kind of like coming to a “ T ” intersection in life. You can turn right or left, you just can’t go straight! It provides an opportunity to truly assess ones life and take a different turn. Many people are not given that opportunity and continue doing a less than satisfying job until the day they retire. Why? Because they themselves are afraid of changing, they are reasonably comfortable with what they have.

So just like Greece, the company is stuck in a negative dynamic current, brought on by austerity. The mismanagement of the past has to be paid by the citizens / employees of today. Unfortunately focusing on reducing expenses and costs does not help generate more revenue. The glass is always half full or half empty depending, which way you look at it.  Picking your way to look at it will decide, like the intersection in the road, where you end up.

Zabok, HR – 28th May 2012