Holding Back
February 24, 2015
I wrote last week in this space about the positive place for disagreement in organizations; and I held back on pushing the topic a bit further.
Sometimes an organization leader has to hold back. Sometimes the leader needs to recognize that the organization has more disagreement than it can handle and that taking on another topic for which much disagreement is likely would be like drinking from a fire hose.
In Leadership on the Line (HBS, 2002), authors Ronald Heifetz and Marty Linsky write that “leadership requires disturbing people – but at a rate they can absorb.”
Heifetz and Linsky describe the need to “orchestrate the conflict” in four steps:
- “Create a holding environment” – a safe place to interact.
- “Control the temperature” – turn the heat up to get people’s attention, and turn it down for them to cool off or to catch up.
- “Set the pace” – not too fast that we leave too many people behind; not too slow that we lose the vision and momentum.
- “Show the future” – remind people of the “orienting value” – that is, the positive reason to go through all the negative rancor.
Monkey Business
July 23, 2013
During the summer weeks, "From the Director" will bring to you some of our favorite entries from previous years. Today's blog first appeared Aug. 24, 2012.
I hesitate to assert that my wife and I are hikers, but we certainly are avid walkers. Walking is a routine of our daily life; and it’s a highlight when we travel. Walking is the means by which we absorb the sights, sounds and smells of each locale, while faster modes of tourism pass us by.
One of my wife’s delights as we travel is to discover monkeys in the wild; so sometimes monkey sighting has been the goal of walks, for example, in Costa Rica and Panama. This has made us familiar with howler monkeys; and I’m sorry to say, it’s caused me to see parallels between howler monkeys and modern media.
The growls of the howler monkeys send messages through the treetops. One howler begins, and others forward the message for miles. I’ve been told by locals (I’m no expert) that the monkey culture doesn’t reward creativity and that there’s an expectation that the message at the end of the line is the same as it began.
Sort of like forwarding an email, photo or video; or sharing a posting on Facebook. Or like the wire services’ distribution of news through traditional media. It’s rare that anyone vets the information; and retractions or corrections are even rarer.
I read in Barbara Kingsolver’s novel The Lacuna that the most important thing about a story, and about a person, is what you don’t know, which gets to the heart of the weakness of much of modern media. Yes, because of the volume of information in today’s 24/7/365 “news” cycle with thousands of channels and the universal access to reporting news through social media, we’re likely to get most of the facts, eventually; but the salient and true facts are likely to be lost in the rush and the clutter.
Set at a time before television, Kingsolver’s protagonist in The Lacuna writes in 1946: “The newsmen leap on anything . . . The radio is the root of the evil, their rule is: No silence, ever. When anything happens, the commentator has to speak without a moment’s pause for gathering wisdom. Falsehood and inanity are preferable to silence. You can’t imagine the effect of this. The talkers are rising above the thinkers.”
However real that observation would have been then, it’s clear today that cable television, talk radio and the Internet have raised the talking-without-thinking effect to heights that would have been unimaginable in the 1940s.