Driving Fear from the Workplace: Leadership is the Art of Possibility
Last week I read some powerful thoughts at ProjectConnections.com written by Kimberly Wiefling, founder of Weifling Consulting.com. I like to check in periodically with those writing in disciplines other than my own mainly to find fresh perspectives. When I clicked through to ProjectConnections.com I arrived at a very thoughtful piece titled ‘Avoiding Stone Age Practices in the Age of the Internet.’ Snappy titles will get my attention but this article has plenty of solid content as well, especially as it pertains to both leadership and engagement.
Kimberly wrote ‘Scrappy Project Management’ back in 2007, it is consistently a best seller among project manager’s guide books and currently #1 on Amazon Kindle in the Total Quality Management category. More importantly to me Kimberly is a project management expert who recognizes that people and culture are as important as process and planning when it comes to realizing successful projects . She also shares the same continuing disappointment that I do. In Kimberly’s words, “In spite of a wide array of research, books, and articles on exactly what works with millions of people worldwide, I still find that most work environments fail to implement even the most basic elements required of healthy, vibrant, work environments: corporate cultures capable of fostering and enhancing business results.”
To these words from Kimberly I give a “tip of the hat” to honor Dr. Deming’s words in his well recognized 14 Points for Management , specifically point '#8 Drive out fear, so that everyone may work effectively for the company.' With all the dollars invested in new systems and process analysis (how we do our work) it seems intuitive that we might we might allocate as much attention to who we are while we are working. Yet we do not, or when we do want it done in a half day session!
What exactly is present when FEAR is absent and why do modern managers have such a limited ability to address or eliminate fear in their places of work? I’ll conjecture the following theories and ask you to test my thinking against your own experience.
First, the model shown at right suggests that organizationally all Results become “possible” from a foundation of Engaged Relationship and the unspoken assertion here is that POSSIBILITY is a precondition for all desired Results. Show this model to a classically trained manager or MBA and they will say something like “OK, I am with you on the RESULTS thru OPPORTUNITY part but what about this POSSIBILITY you speak of? It was not covered at my university or in my management development curriculum.”
The point I wish to distinguish is that POSSIBILITY is the "space for accomplishment" and is what is present when FEAR is absent. It becomes available as the condition given by the creation of ENGAGED RELATIONSHIP; chosen not required associations.
An ENGAGED or CHOSEN RELATIONSHIP is one characterized by Mutuality of Purpose, Respect and Understanding. To get to this point means that all parties involved have engaged in dialogue sufficient to satisfy these conditions. Failing to pursue sufficient dialogue to accomplish this purpose there will be a resulting absence of POSSIBILITY and that space will be occupied by FEAR. Think emotional and psychological distress if FEAR doesn't register.
Secondly and in support of the earlier theory, while classic management training or development does not acknowledge or even recognize the importance of POSSIBILITY, it consequently also does not recognize Learning as a legitimate OUTCOME. Essentially the failure here is the function of only being able to register RESULTS using the language of finance and that language does not distinguish Learning as having measurable value. Take a look at this second model, one which includes OPPORTUNITY generated from Learning.
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What we often see is that while a given endeavor may not culminate in the desired financial RESULT there will always be Learning that occurs. The product of the RESULT that is realized and the Learning will provide a new place (OPPORTUNITY) to address the FUTURE from and the cycle begins again. Unfortunately, our insistence on the tyranny of the financial language leaves us with an inability to distinguish the new OPPORTUNITY in any powerful way or way that can be celebrated for its contribution to a new Future
OK, now don't get all crazy here, this does not mean we have to change all our compensation plans or find some way to measure learning. As a leader it is really just a matter of using your head. You know that even when you miss an objective something of value was produced. Don't act like you hit your objective, acknowledge the failure but also acknowledge the learning. What you will produce is far more valuable conversations that people look forward to because while they know they will be held to account they also know they'll be able to leverage the RESULTS they have produced as well and the LEARNING that has occurred. FEAR will decline.
