Leading Change

I heard a great presentation on change management.

Some highlights I really liked:

- U.S. Army War College in developing high performance leaders seeks to develop competency to operate in an "VUCA" environment:

Volatile
Uncertain
Complex
Ambigious

- The key is NOT to get "emotionally/amygdala hijacked" where our "reptilian brain" in response to threats jumps to:

Fight, Flight, or Freeze

- Instead, we need to manage change methodically as "transitions" (which are personal and emotional) so that we understand that:

Every Ending is a New Beginning

(G-d does not close one door without opening a new one for us.)

-  When one thing in life comes to an end, this is where there is enormous potential for growth in:

The Reinvention of Ourselves

Release the emotions and be ready to move on!

- In short, it can be difficult to accept change unless we realize that:

Problems = Opportunities

And this is the critical place where we can try new things and learn and grow. 

(Source Photo: Andy Blumenthal)

Leading Change

Struggling With Some Decisions

So I've been helping some family members with some really big decisions lately. 

As we all know, there are pros and cons to every alternative. 

I remember how you can diagram decisions out like the branches of a tree with probabilities for each branch to try and get to the highest value decision. 

The problem is we don't know everything that may happen down the road or even know the probabilities for each possibility--or as they say:

We don't know what we don't know.  

So it's hard to make a great decision and not second guess yourself.

Well, what if...

You can "what if" yourself to sleepless nights and death and never decide or do anything meaningful. 

We have to make the best decisions we can usually with limited information. 

Using gut or intuition is not a solution either--those can end up being very wrong especially when we let our raw emotions dictate. 

So I do not take decision-making for myself or helping others lightly, especially my family. 

I want to protect them and help them make good decisions that will bear fruit and joy down the road. 

I definitely don't want to waste everyones time and efforts and lead them or myself down a dead end or worse off of a cliff.

In the end, we have to turn to G-d and whisper:

Oh G-d, please help us to make the right decisions, because only you know what the results will be from it. 

And so, I am definitely whispering!

At the same time, we need to move forward and not let fear and doubt get in our way of living. 

Yes, we have to be prudent and take calculated risks (everything worthwhile is a risk), but also, we have to look at the potential rewards and the costs for these (every decision is an investment of time and resources) and then just try our best. ;-)

(Source Photo: Andy Blumenthal)

Struggling With Some Decisions

Mural of Brotherhood

Really love this mural of kids and adults holding together in joy and brotherhood, the big sun with the smiley face, and the butterflies.

This was posted up next to a local school near their track, field, and basketball courts. 

When all the world is topsy-turvy with riots and fighting, WMD and threats of annihilation, and all sorts of financial doomsday scenarios--it is uplifting to see this simple and pure painting spreading happiness.

Let's create a world for our children and grandchildren with more joy, positivity, and stability, and less stress, fear, and uncertainty.

(Source Photo: Andy Blumenthal)

Mural of Brotherhood

Adapt and Live!

The Times, They Are a-Changin' is a song by Bob Dylan (1964), it is also the reality of our times today, and how we react to all the change can make or break us.

Like with Agile Software Development, one of the main values is "responding to change over following a plan," to improve the success of software development, similarly in the world today, we need to be able to rapidly and flexibly respond to change in order to successfully compete.

Fast Company (February 2012) has two important articles on this topic--one is called "Generation Flux" and the other "The Four-Year Career."

Generation Flux is about how we are living in a time of "chaotic disruption" and that this is "born of technology and globalization." Generation Flux is a mindset of agility versus a demographic designation like Gen X or Y.

All around us we see the effects of this rapid change in terms of business models and leadership turned upside down, inside out, and sideways.

Recently, we have seen:

- Mainstay companies such as American Airlines and Hostess declare bankruptcy

- Some titans of the Fortune 500 companies ousted, including Carol Bartz of Yahoo, Leo Apotheker from HP to name just a few

- Others, like RIM and Netflix have fallen from grace and are struggling to regain their footwork--some will and some won't

At the same time, we have seen the ascension of companies like Apple, Google, Facebook, and Amazon becoming the "kings of the hill"--driven in part by their agility to get in and out of markets and products:

- In 2010, Google was getting out of China; today Google is expanding its presence once again. In addition, Google continues to start up or acquire and discontinue services regularly; just last year they closed Google Desktop developed in 2005, Google Health Service started in 2008, and Google Aardvark purchased in 2010 (and more)

- Amazon, once an online book and music retailer has now become the premier e-Commerce company as well as the No. 2 in tablets and in the top 3 in cloud computing.

- Apple was slick in developing the navigation wheel on the iPod only to get rid of it completely with the touch-screen of the iPad.

- Facebook continues to adapt to security and privacy concerns, but still has more to do, especially in terms of simplifying choices for their users.

According to Fast Company, to survive, we need to be profoundly agile and "embrace instability, that tolerates--and enjoys--recalibrating careers, business models, and assumptions." The article points out that this is just as Darwin has professed, ultimately it is the agile that will survive--not the strongest or smartest.

For organizations, change, agility and adaptability is the name of the game, and they are depending on petabytes of information and the business intelligence to make sense of it all to make the right decision every day.

For individuals, "the long career is dead" (U.S. workers have a medium job tenure of only 4.4 years and have an average of 11 different jobs over a lifetime) and "the quest for solid rules is pointless" (with automation and robotics atrophying low- and middle-skill jobs and part time, freelance, and contract work all on the rise). Now, in an agile marketplace, "career-vitality" or the continuous broadening of individual capabilities is encouraged and expected, and the "T-shaped" person with both depth or subject matter expertise as well as breadth in other areas in becoming more and more valued.

Moreover, hard skills are important, but social skills and emotional intelligence are critical to get along, share information, and collaborate with others.

Of course, not all change is good, and we need to speak up and influence the direction of it for the good, but in the end, standing still in the path of genuine progress is like standing in front of a speeding locative.

While the quiet and serenity of maintaining the status quo is often what feels most secure and comfortable in uncertain times, it may actually just be the forerunner to the death knell for your career and organization. There are no short-cuts to continuing to learn, explore, and grow as the world around us rapidly evolves.

Adapt and live or stagnate and die.

(Source Photo: here)

Adapt and Live!

Rational Decision Making and Enterprise Architecture

In the book Images of Organization by Gareth Morgan, the Nobel Prize winner Herbert Simon is cited as exploring the parallels between human and organization decision making, as follows:

“Organizations can never be completely rational, because their members have limited information processing abilities…people

• usually have to act on the basis of incomplete information about possible courses of action and their consequences


• are able to explore only a limited number of alternatives relating to any given decision, and


• are unable to attach accurate values to outcome

...In contrast to the assumptions made in economics about the optimizing behavior of individuals, he concluded that individuals and organizations settle for a ‘bounded rationality’ of a good enough decision based on simple rules of thumb and limited search and information.”

While EA provides a way ahead for the organization, based on Herbert Simon explanation, we learn that there is really no 100% right answers. Organizations, like individuals, have limited ability to plan for the future, since they cannot adequately analyze potential outcomes of decisions in an uncertain environment with limited information.

Architects and the organizations they serve must recognize that the best laid plans are based on bounded rationality, and there is no "right" or "wrong" answers, just rational planning and due diligence.

Rational Decision Making and Enterprise Architecture

Adaptive Leaders Rule The Day

One of the key leadership traits is of course, agility. No single course of action—no matter how intelligent or elegant—will be successful in every situation. That’s why effective leaders need to be able to quickly adapt and to apply situation-appropriate behaviors (situational leadership) to the circumstances as they arise.

Leaders need a proverbial "toolkit" of successful behaviors to succeed and even more so be able to adapt and create innovative new tools to meet new unchartered situations.

Harvard Business Review, July/August 2009, has a interesting article called “Leadership in a (Permanent) Crisis” that offers up some useful insights on adaptive leadership.

But first, what is clear is that uncertainty abounds and leadership must adapt and meet the challenges head on:

“Uncertainty will continue as the norm even after the recession ends. Economics cannot erect a firewall against intensifying global competition, energy constraints, climate change, and political instability.”

But some things that effective leaders can do in challenging and uncertain times are as follows:

“Foster adaptation”—leaders need to be able to function in two realities—today and tomorrow. They “must execute in order to meet today’s challenges and they must adapt what and how things get done in order to thrive in tomorrow’s world.” Or to put it another way: leaders “must develop ‘next practices’ while excelling at today’s best practices.”

Stabilize, then solve—in uncertain times, when an emergency situation arises, first stabilize the situation and then adapt by tackling the underlying causes and building capacity to thrive in a new reality.

Experiment—don’t be afraid to experiment and try out new ways of doing things, innovate products and services, or field new technologies. “The way forward will be characterized by constant midcourse corrections.” But that is how learning occurs and that’s how success is bred—one experience and experiment at a time.

“Embrace disequilibrium”—Often people and organizations won’t or can’t change until the pain of not adapting is greater than the pain of staying the course. Too little pain and people stay in their comfort zone. Too much change, and people “fight, flee, or freeze.” So we have to be ready to change at the tipping point when the discomfort opens the way for change to drive forward.

Make people safe to question—unfortunately, too often [poor] leadership is afraid or threatened by those who question or seek alternative solutions. But effective leaders are open to new ideas, constructive criticism and innovation. Leaders need be confident and “create a culture of courageous conversations”—where those who can provide critical insights “are protected from the organizational pressure to remain silent.”

Leverage diversity—the broader the counsel you have, the better the decision you are likely to make. “If you do not engage in the widest possible range of life experiences and views—including those of younger employees—you risk operating without a nuanced picture of the shifting realities facing the business internally and externally.

To me, while leaders may intuitively fall back on tried and true techniques that have worked for them in the past, adaptive leaders need to overcome that tendency and think creatively and in situation-appropriate ways to be most effective. The adaptive leader doesn’t just do what is comfortable or known, but rather he/she synthesizes speed, agility, and courage in confronting new and evolving challenges. No two days or situations are the same and leadership must stand ready to meet the future by charting and creative new ways ahead.

Adaptive Leaders Rule The Day