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.

Have you ever had one of those days (or weeks, or months) where you just feel stuck? What do I mean by stuck? That feeling that you are not making progress. That you are doing the same thing over and over and nothing is changing. Solving the same problem time after time and knowing that tomorrow you will probably be solving the same problems again. That feeling that you are working really hard but not really achieving anything.

If you do feel that way, I'm going to let you in on a secret - it's not just you. Unless you have talked openly to others about this (and how many of us have done that?), you probably feel like it's just you. That everyone else around you feels fine and is having a great, fulfilling experience. But they probably aren't. That feeling of being stuck is pretty common. Most of us have spent weeks, months or even whole careers feeling like that. It's not much fun. It's draining. Soul destroying. It leads to stress, burnout and just plain unhappiness. Fortunately, there is something you can do about it.

Last time we asked the question - "What makes a great leader?" and in order to answer that, we had to look at what it is that a leader actually does. What really is leadership? It turns out that the function of a leader is to allow large groups to work in a coordinated and purposeful way. Then we started to look at what sort of skills leaders are encouraged to develop and which of those skills really make the difference between a leader and a great leader.

The skills that really make a difference are not the ones that many people assume are the important ones. Technical skill in whatever it is you are doing is fairly unimportant. How driven you are personally is not that important. The reason for this is that those skills are ones that don't scale. Being technically good as the leader doesn't make the group any better once you hit the capacity of that one leader to dispense technical advice. Being driven to succeed as a leader doesn't make the group driven to succeed. Those things are individual things. They have a scale of one. What matters when leading groups are skills that scale across the whole group - things that lift the whole group up, not just the leader.

What is leadership and why do we need it? If you do a search for leadership books on Amazon you get back thousands of titles, all with a different take on what makes a great leader. Some emphasise technical skills. Some emphasise people skills, others emphasise whatever magic formula the author believes holds the secret. You could read leadership books for the rest of your life and and up more confused than you were when you started.

So what is the secret? What does make a great leader. Why do we need leaders anyway? The only way we will answer the question of what makes a great leader is to work out what leaders really do.

As a brewer, when you hook up a keg of beer to the gas and hook up the tap, one of the things you learn quite quickly (unless you really like drinking nothing but foam) is that the pressure of the gas pushing the liquid through the tube creates a resistance in that tube that poses the flow. The more pressure, the more resistance. Eventually the resistance becomes too much, creates turbulence and the tap will pour gas and foam rather than lovely beer. Electrical engineers recognise this phenomenon as well - the more current you push through a wire (the pressure of the electrons), the more the wire will resist their flow and cause energy to be lost as heat. Eventually the wire will get so hot that it will melt.

This is a well known phenomenon of many of the physical sciences. Whenever you push one thing into or through another thing, there is resistance and that resistance is proportional to the pressure doing the pushing - small pressure, small resistance. Large pressure, large resistance. Importantly, that resistance can build to a point where it will cause damage to the materials involved. Push too hard and the wire will melt or the pipe will burst. Pushing harder may actually get you less flow because the resistance is greater. So why am I telling you this? Because it applies to coaching as well, but unlike the physical sciences we often don't recognise it.

A long time ago (although not in a galaxy far, far away), a rather clever fellow by the name of Buddha pre-empted the discovery of neuroplasticity by a thousand or so years when he said something along the lines of

"We are what we have practised. What we practice today is what we will become".

I say along the lines of because there are dozens of different translations but the message is basically the same. That the things we practice become stronger.

If I were a neuroscientist I could say it like this -

"If it fires together, it wires together".

Neurons that fire together build stronger connections so that sequence of firing becomes easier in future. As we practice something, the neurons fire together, wire together, build strong connections and whatever it is we are practising becomes easier and easier. We are used to this when learning skills - as we practice we get better. At first we have to think about what we are doing and it is slow and clumsy but eventually our bodies take over and things become smoother and more skilful. The sport you are practising becomes easier. The language you are learning becomes easier.

What is the purpose of a company? Any company? Why do they exist? Why do they do the things they do, employ the people they employ, produce the products and services that they produce? Ask that question and most of the time you will get one answer - to make money. While that answer isn't wrong, it's also incomplete.

Legally, the directors of a company are required to maximise returns to shareholders. There are other legal requirements to make sure that a company is solvent, able to pays its bills and so on. So yes, making money is a important part of what a company does. But that's not its purpose - its reason for existing. Nothing exists just to produce money (except maybe for a mint but that's different). To be truly successful a company must fulfil some sort of other purpose - it must produce goods and services that people want to buy, and it must produce them in a way that is acceptable to the society in which they sell them. So really, an organisation's purpose is "Do XYZ, in order to be profitable". Not just "Be profitable".

One of the most highly prized skills these days is problem solving. Being known as a problem solver is an almost surefire way to guarantee success in whatever organisation you are in. As the great Vanilla Ice once said - "If there was a problem, Yo, I'll solve it". Mind you, he did also say "Word to your mother" which is somewhat less profound. Problem solving is indeed a very valuable thing, but at the same time a very limited one. Problem solving implies finding the root cause of an issue and solving it - making sure that it doesn't occur again. But what happens when the root cause of a problem isn't something that can be fixed?

Many of the problems that confront organisations (and society as a whole) these days are not problems where you can look at the problem, see the root cause and fix the system so the problem goes away. Many of the key problems we face are caused not by an easily fixed flaw in the system, but by the system itself. They aren't really problems at all but behaviour that emerges from the operation of the system. What I'm talking about, of course, is complexity. When a system behaves in a complex way, it exhibits unexpected behaviour and we see that as a problem. But you can’t just go in and fix a complex system. Any fix you make will itself have unexpected consequences. Complex problems can't be fixed. At least not in the conventional sense of finding a root cause and applying a discreet solution. What do problem solvers do when confronted by complexity?

One of my favourite authors of all time is the late Sir Terry Pratchett (those of you who know me are currently making that "oh really, never would have guessed" face that people make when someone states the blindingly obvious). His books are a perfect blend of humour, absurdity, high fantasy and really, really deep insights into human behaviour. Over the last few months I have been re-reading my collection and have just reached what is probably my favourite Pratchett book of all - The Hogfather. While reading, one passage jumped out at me because I realised that I see this every day. At work and at home - 

“The phrase ‘Someone ought to do something’ was not, by itself, a helpful one. People who used it never added the rider ‘and that someone is me’.”

Terry Pratchett - The Hogfather

How often do we see this? Someone identifies a problem, points at it and says "problem over here... someone fix it", maybe raises a ticket in the appropriate ticketing system... then walks away, patting themselves on the back for a job well done. How often is the person who does that us?