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Personal development

Strong ideas loosely held is the path to success.

Often our opinions are not heard by leaders, whether bias, credibility or other reasons. In that moment when there is no acknowledgement or you are shot down or the conversation moves on to someone who is listened to far more than you, you know that you flogging a dead horse. One of my colleagues has a saying “put it in the drawer and dust it down in two years”. When she told me this, I was puzzled. The reason: when I don’t get heard I keep going in the hope the message will land. Repetition irritates others and hope is never a strategy, its better to take my colleagues advice and move on and put the suggestion in the drawer for another day.

Strong opinions are often based on bias, so we need to consider our first position as an initial hypothesis, until we uncover further information to develop an opinion. Source https://medium.com/@ameet/strong-opinions-weakly-held-a-framework-for-thinking-6530d417e364. We need to actively seek out contradictory information instead of clinging to an opinion.

In the words of John Gruber: Strong ideas loosely held is the path to success. The inference is not to cling to your original idea, decision, or forecast even in the face of contradictory information. In fact, actively seek the contradictory information — this provides you with data to iteratively improve the situation or forecast, until you get to the right answer.

If you have not disproved your original opinion, when the opportunity comes knocking, you dust down your opinion and off you go for round 2! However by now you may also have a greater groundswell of support and evidence, but what was implemented is not working.

Malcolm Gladwell in his book Blink: the power of thinking without thinking , makes the argument that people frequently make some of their best decisions in mere seconds. We think without thinking, sizing up situations and determining how we feel about someone or something based not on voluminous new information, but rather on our accumulated experience.

The alternative is that other facts or information have emerged, which demonstrates your opinion or idea was ill informed and its time to well and truly move on. This is also a great personal learning to reflect on what bias created the strong opinion in the first place?

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Coaching High Performing Teams Leadership Legacy Personal development Resilience

Just completed a 6 week resilience team coaching during the pandemic

Building TeamResilienceJust completed a 6 week resilience training with Phil Crenigan a leading executive coach and my team. I have personally worked with Phil for many years as a business coach, so the opportunity for team coaching during covid19 on resilience was a unique opportunity.  There were many learning’s from our journey.  

Three weeks into working from home the team were overwhelmed by workload due to covid19 and the many challenges Covid19 posed. The resilience team coaching was timely as they faced new challenges working from home, concerned for family overseas, financial challenges and motivational issues.  The team shared vulnerabilities, what they were implementing from their leanings on the resilience g training, they supported each other and trust was built.  Patrick Lecioni would have been proud of us. 5 Dysfunctions of a team

Personally there were many reflections, honest conversations with myself and recognition of what was needed to move forward. 

  1. Developing resilience means I can move on quicker from situations that challenge me, spend less emotional energy on catastrophizing, and move to action swiftly.
  2. Building trust in the team is critical for people feeling comfortable talking about something that is so personal. The team have been amazing at sharing and supporting each other
  3. Doing the self-assessment on resilience, I started by putting top marks in all the boxes. That is not being honest with myself. When I revisited I realized I need to ask for Support more.
  4. Tools that I learned or re learnt:
    1. When catastrophizing, what is the worst that can happen?
    2. Asking for help more, working with peers and people outside the team
    3. Greeting people in the lift, supermarket, waiting for a coffee: Lighting up their day
    4. Revisit the team feedback about what I do well, keep doing it

Team coaching is critical to bringing the team together and during Covid having a forum to learn together really makes the difference.  Resilience is critical during these uncertain times. Even if you think you can handle uncertainty well, there is always room for improvement. 

I can recommend Phil’s Resilience team coaching as a way to build trust, accountability and most of all Resilience in the team.  https://www.execturningpoint.com/

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Personal development

Attractive Challenge

Girls should be taught that sexism in the workplace is an “attractive challenge” rather than developing a “hostile attitude” towards men, the former head of one of the country’s top schools has said. The article finished by saying “concentrate on the positives” of the future rather than on “putting on your armour for a battle”. Food for thought.

http://www.landoeducation.com/blog/2019/11/20/the-telegraph-girls-should-be-taught-that-sexism-in-the-workplace-is-an-attractive-challenge-former-top-head-says

I was sent this article by an amazing mentor. I read with intrigue, as over the decades in business I reflected on my own behaviour, what it was that triggered the hostile versus the attractive challenge. Working in software and now telco sales predominantly male industries, I have developed a hostile attitude to the “boys club”.

As an example the attractive challenge approach gives support when a male is hiring, offering up a list of female candidates from your network, offering an introduction, or call them to see if they would be interested in the role. Offering to be on the interview panel. This approach is far more supporting and helpful to your unaware male colleagues, than being hostile over their behaviour.

The attractive challenge when facing a bias situation: I am often told I am passionate, a male would be called courageous. An attractive challenge is questions such as ‘what is different between me speaking up on an issue and John speaking up about this issue? Why is John courageous and I am passionate? ‘ Drawing the individual to their own realisation of bias. In contrast the hostile attitude is reacting with why do you label women as passionate and men courageous ? This is confrontational and wont achieve the same outcome.

We all have choices, the attractive challenge coming from a calm place and coaching which has a greater effect than a hostile attitude, where you can damage your brand and your relationships.