Yogi
October 27, 2015
We lost a treasure when Yogi Berra died last month at the age of 90.
I hope a lot of people attended his funeral. After all, it was Yogi who said, “Always go to other peoples’ funerals, otherwise they won’t come to yours.”
Yogi had an intriguing mind for math. It was he who told us to “Pair up in threes.” He informed us that “A nickel ain’t worth a dime anymore.” He said, “Baseball is 90 percent mental and the other half is physical.” And, “You better cut the pizza in four pieces because I’m not hungry enough to eat six.”
Yogi was a sage observer of everyday life. In fact, he told us “You can observe a lot just by watching.” He observed that “No one goes there nowadays, it’s too crowded.” And, “It gets late early.”
Of course, Yogi ought to have known a lot about baseball, a sport in which he excelled and enjoyed unprecedented and unduplicated success as catcher for 10 World Series championship teams. He was an 18-time All-Star; but with characteristic humility, Yogi confessed, “In baseball, you don’t know nothing.”
While wise about many things, Yogi wasn’t correct about everything. When he said, “It ain’t over til it’s over,” he was wrong. It ain’t ever going to be over for Yogi.
And yet, without Yogi, “The future ain’t what it used to be.”
Values Trump Rules
November 19, 2013
The last two postings, which were about rules and rule-making, have quoted from how: Why HOW We Do Anything Means Everything by Dov Seidman. The book deserves at least this additional commentary.
Mr. Seidman posits that in the modern world of hyperconnectivity and transparency (which he describes in detail), there is no such thing as “private” behavior. It’s all public and, therefore, how we do things is more important than what we do.
He states that to stand out in a positive way, an enterprise must “outbehave” the competition. And he says, such behaviors do not follow rules, they flow from values.
This means, according to Seidman, that effective leadership in this environment will be less about coercion (rules) and more about inspiration (values). Leaders will spend less time talking about the carrots and sticks of managing people, and more time focusing on “values and missions worthy of their commitment.”
It’s a shift from “task-based jobs” to “values-based missions;” a transformation from “command and control” to “connect and collaborate” leadership. “It’s a move from exerting power over people to generating waves through them.”
Instead of talking about organizations that are too big to fail, Seidman says we will have organizations “that are too sustainable to fail, too principled to fail, and too good to fail.”