Logo

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:

  1. “Create a holding environment” – a safe place to interact.
  2. “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.
  3. “Set the pace” – not too fast that we leave too many people behind; not too slow that we lose the vision and momentum.
  4. “Show the future” – remind people of the “orienting value” – that is, the positive reason to go through all the negative rancor.

One More Call

November 23, 2011

This blog continues with lessons learned on my highly motivating but sometimes hot seat at the MHSAA.  It’s Lesson No. 4:  Make one more call.

Not 100 percent of the time, but well over 50 percent of the time, if I had made one more call before making or communicating a tough decision, either the decision would have been different or, more often, the decision would have been received better.

Obviously there are limits to this. There always could be one more call.  But it has become a “Roberts Rule of Order” anyway to make one more call. For I can trace an inordinate percentage of wrong decisions, or bad reactions to correct decisions, to not making one more call.

More often than not on difficult decisions, I work in tandem with other MHSAA staff and especially Associate Director Tom Rashid who now routinely makes that one more call. It has improved both our decisions and communications.