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.
Criticism
October 18, 2011
The phrase “throw in the towel” comes from the sport of boxing. It recalls a manager throwing a towel into the ring to stop a bout in which his boxer is getting badly beaten.
Over the years I watched a lot of administrators of schools and school sports throw in the towel as they’ve watched their ideas and ideals get bruised and battered, and as they suffered constant and frequently unfair criticism.
Criticism is a fickle thing. It can be motivating or maddening. To some people criticism is one or the other; to other people criticism sometimes has a positive effect, sometimes the opposite.
Criticism from a well-informed source who has tried to see the matter from multiple perspectives and who delivers the opinion privately will almost always have two positive effects. First, it will influence future thought processes and decisions. Second, it will establish a closer relationship – even a good friendship – between the parties.
It is criticism based on bad information or from a biased viewpoint delivered by gossip or in group settings that is least productive to the cause and most poisonous to the community.
But even bad news badly delivered can be motivating. While sometimes it may give rise to brief thoughts of “why bother?”, it more often motivates me to work harder, to serve better, to think wider and deeper, and to give more. This reaction is a result of many life experiences, including school and college sports participation.
Those of us who played competitive athletics were subject to much criticism throughout our playing careers. Sometimes it was unfair, and we learned to rise above it. But usually the criticism was from a coach who knew his or her stuff, who thought we could do better, and who was giving us the information to become better. While some people merely survive criticism, competitive athletics can teach us how to thrive on it.