Learning To Separate People And Their Ideas

I'm sure we have all been in this position - you are in a meeting where ideas are being shared. Someone puts forward an idea and someone raises an objection. The raiser of the idea reacts as if they have just been punched in the face - angry, defensive, aggressive. Or sullen, withdrawn, silent. Fight or flight. And all because someone raised an objection to their idea. People tend to hold their ideas very tightly. They identify with them. They are their idea. So an attack on their idea is very literally an attack on them.

Or what about this one - you were just in a meeting and someone says to you "that was a pretty bad idea they raised.. what a fool they must be". In this case we are associating the idea with the character of the person who raised it. The idea was bad so therefore, by extension, they must be bad. We see both of these situations all the time. Both associating strongly with your own ideas, and conflating the quality of an idea with the attributes or character of the person who raised it, are things most of us do all the time, and they are both extremely unhelpful.

CoachingDave Martin27 October 2020coaching, personal growth, mindset, learning, leadershipComment

Tension and the desire for change

We all carry within us a picture of how we would like reality to be. Then there is the objective reality that surrounds us. When those two do not agree, an uncomfortable tension is built up and it is this tension that creates the desire for change. Our imagined state is usually a much happier/more productive/more complete state than the one we actually find ourselves in. How many times have you said to yourself something like "I wish I could be more..." or even more commonly "I wish work could be more like...."? The difference between our dreams and aspirations and where we find ourselves creates a mental tension and this drives the desire to change.

Mental tension is uncomfortable. It needs to be resolved. It won't resolve itself - something needs to change to resolve that tension. There are only two things that can change here, either we make changes to make the world we live in more like the one we aspire to, or we lower our aspirations to make our dreams more like reality. Either we change the world, or the world changes us. Unfortunately, it is often much easier to adjust our aspirations downwards than to make real change in the world.

Organisational Change, CoachingDave Martin15 September 2020organisational change, change, personal growthComment

Our Need To Be Right

The meeting has become a little heated. Battle lines have been drawn. The argument has been going for a while now. Neither side is backing down. But then you see it! A chink in their logical armour. A flaw in their argument. This is your chance. You marshal your thoughts and go in for the kill! The argument is yours! It will be your proposal that gets accepted, not theirs. I mean, sure, their proposal had some good points, but yours was clearly superior. Clearly. Probably a good thing they didn't pick up in that bit where you had to fudge some numbers to make things look better… like you did with theirs.

OK. How often have we sat on the sidelines watching others slug it out and thought about how the argument has gone on way past the point where it is about getting a good outcome and become about winning the argument instead? Regardless of the quality of the outcome? How often have we been in this sort of situation ourselves and thought about how important it is to win the argument? So why does this happen? Why can we see how silly it is when we watch others but can't see that same behaviour in ourselves?

LeadershipDave Martin7 November 2019communication, coaching, personal growthComment

Agile Leadership

In previous posts (here, here and here) I have called out the need for really solid agile leadership to enable change. Without great leadership, change falters. We know what bad leadership looks like - directive, dis-empowering, disconnect between what they say and what they do. We all know the symptoms of bad management. But what does good management look like?

We can do the obvious and just say that good leadership looks like the reverse of bad leadership - non directive, empowering, behaves in accordance with what they are saying and so on. All that is true, but I have seen really empowering, non directive leaders who were still bad leaders at driving change. I think there is something fundamental that all leaders need to make them effective at delivering lasting change. That thing is the ability (and desire) to change themselves.

LeadershipDave Martin12 July 2017empowerment, personal growth, leadershipComment