I have seen something else under the sun:
The race is not to the swift
or the battle to the strong,
nor does food come to the wise
or wealth to the brilliant
or favor to the learned;
but time and chance happen to them all.
Click here for more posts on luck.
Disputes are inevitable any time you are working with people to produce significant results. What is not inevitable is dreading or delaying the confrontation required to resolve the conflict. Here’s how to get it over within one conversation.
My 3 Rs of dispute resolution are:
- Relationship,
- Responsibility, and
- Request
RELATIONSHIP: Early in the conversation, state plainly the quality of the relationship you want to have with the person. Invite the other person to declare their intentions, too. A client once said to me, “I hope when we’re through negotiating this and we (more…)
I was near the desk at my health club when I overheard a woman ask the attendant if anyone had found a book she had forgotten earlier. The
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attendant said she had seen it by the exercise bikes, but now it was gone. The member said, “If you had brought the book to ‘Lost & Found’ I would have it now.”
The attendant explained, “I thought if I left it there you would find it when you came back.”
“Isn’t it the policy of the club to place property in this bin behind the desk?” the member insisted.
“It was only out for a minute. I would have moved it if you didn’t come for it soon.”
Experts develop deep domain knowledge that often allows them to exhibit a “sixth sense,” said ChicagoBooth professor James Schrager. … Strategy may be poised to be the next field revolutionized by the same concepts that have made behavioral economics and behavioral finance hotbeds of new ideas.
It all flows from University of Chicago PhD and Nobel laureate Herb Simon, who introduced the concept of bounded rationality that states that people don’t consider all alternatives as they decide most things, only a subset. The way we choose that subset is often the secret to how well–or poorly–our decision will turn out.
Simon indicated it took about ten years to be really good at something. Once there, you develop an “intuition” about how to make decisions. Simon believed these intuitions, although seemingly appearing from nowhere and often without conscious thought, are patterns you’ve previously learned. It is these patterns that can be of most use to strategists.
Introductory Video
If you have thought about getting a coach, I suggest you start by clicking here to watch my eight-minute video. I cover the most common questions of potential clients. The video is available in HD, so don’t hesitate to click the button for full screen.
For those who prefer reading to watching, here is (more…)
Maybe your business could make serious money by adding fun?
Perhaps the most valuable result of all education is the ability to make yourself do the thing you have to do, when it ought to be done, whether you like it or not.
–Walter Bagehot
Founding Editor of The Economist
in Physics and Politics, 1879
My job as a coach is to get you to do what you do not want to do, so you can be what you want to be.
–Attributed to Tom Landry
NFL head coach
Paying for performance seems like an all-purpose principal. Daniel Pink argues that it is not.
From TED: Career analyst Dan Pink examines the puzzle of motivation, starting with a fact that social scientists know but most managers don’t: Traditional rewards aren’t always as effective as we think. Listen for illuminating stories — and maybe, a way forward.
…chronically stressed rats lost their elastic rat cunning and instead fell back on familiar routines and rote responses, like compulsively pressing a bar for food pellets they had no intention of eating. … regions of the brain associated with executive decision-making and goal-directed behaviors had shriveled, while, conversely, brain sectors linked to habit formation had bloomed.
Behaviors become habitual faster in stressed animals than in the controls, and worse, the stressed animals can’t shift back to goal-directed behaviors when that would be the better approach.
I call this a vicious circle.
—Nuno Sousa, MD PhD
Life and Health Sciences
Research Institute
But with only four weeks’ vacation in a supportive setting free of bullies and Tasers, the formerly stressed rats looked just like the controls, able to innovate, discriminate and lay off the bar. Atrophied synaptic connections in the decisive regions of the prefrontal cortex resprouted, while the overgrown dendritic vines of the habit-prone sensorimotor striatum retreated.
–Brain Is a Co-Conspirator
in a Vicious Stress Loop
NYTimes.com
The Great Recession has led many of my executive coaching clients to reduce 401(k) contributions, celebrations, work hours (through furloughs), and cut other employee perqs. These leaders often explain the reductions as prudent adjustments to avoid layoffs. Employees, unfortunately, are likely to react by becoming less trusting and cooperative with their employers, as this new research illustrates.
By Laura Putre
“Even something that is not so strong as a vindictive action—something simply perceived as a negative act,” [Professor Boaz] Keysar says, “escalates quickly.”
The researchers paired up participants for several games of give and take. In one a designated leader decided how much of $100 to give to a partner. In another, leaders decided how much of $100 to take from their partners. … Subjects in the study also consistently reacted better to receiving something than to having it taken from them, even when the gift left them with less money, say $30 instead of $50.
Leaders, however, thought they were being fair … “They did not anticipate,” Keysar says, “that the other person was going to perceive them as doing something negative.” What’s more, he discovered that as the game wore on, each successive round saw partners grabbing more and more as they alternated the taking role. Perceiving the takers as selfish, the participants became less generous.
How to avoid the retribution? This paper doesn’t say. Other research suggests laying out the facts for employees and letting them design the adjustments. People are much more supportive of changes they have helped create.
See also, on this blog, step-by-step conversation instructions with video here:
The Conversation Contract.
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