Home > Blog > leadership

Posts tagged leadership

Do you Dare to Lead?

Avatar
Posted on by Kat Buckley

Being curious, building resilience, admitting vulnerability: these were all up for discussion at the second Lucidity Business Book Club meeting

Since I picked up this book, Brene Brown has started popping up everywhere and I am not ashamed to say I am a bit of a convert to her ideas – and I am not alone. Her Ted talk on vulnerability has been seen by over 40 million people. In her recent Netflix series about courage she jokes about intimidating people as she introduces herself as an ‘expert in shame.’

Brene is research professor at Houston University, where she and her team do lots of research about courage, shame, vulnerability and empathy. Her team works with top organisations helping them develop their leadership teams and improve organisational culture. These universal themes of courage, shame and vulnerability permeate all our lives, affecting how we feel, live and love. You can apply them to different parts of your life too from love to children.

She has written a number of bestsellers around these topics such as ‘Rising Strong’ and ‘Daring Greatly’. This new book, the one chosen for the Lucidity Book Club, ‘Dare to Lead’ was the result of feedback from different leaders who said they wanted a workbook, something that pulled all the different tools from her other books together to help them be better leaders.

One thing that stuck with me from the intro was how she explained that most people think of courage as an inherent trait. But she says it is not – fear is not a barrier to bravery, people in fear do brave things a lot, it’s more about how we respond to fear. This book is a toolkit to help you learn to get better at getting braver.

So what did the book group think?

This is not a quick read. During the book group, we talked about how dense the book is. It is packed with insight but it’s definitely the kind of book you are going to need to go back through a few times. It covers a lot of ground, in a lot of detail.

There are lots of moment in the book when you recognise something of yourself, your styles or someone else at work. In the first section called rumbling with vulnerability there’s a section on empathy misses and I know a few of us cringed at the realisation we had had massive empathy fails.

In the chapter about rumbling with vulnerability: she talks about the importance of learning how to rumble – this is about having difficult conversations. The book used unfamiliar terms. The language was a bit of a barrier for some, and I admit I had to go over things a few times to make sure I was really getting it.

Someone described it as very Americanised. They said they had flashbacks to Westside Story every time they read the word rumble. It nearly had them putting the book down permanently. The way they got around it was by changing the word rumble to ‘having an honest and open conversation’. You have to be committed to the book to get past this. It would definitely be a flag for any skeptics with reservations about casting aside their vulnerabilities at work and its value.

There was a bit of a discussion about how confident you would feel taking this into work and doing it with your team using the same language. We all agreed, there were things here and there that could make a difference straight away but getting buy-in from everyone would be tricky – unless it was led from the top.

It’s worth mentioning the workbook on her website that accompanies the book. It has all the personal and team exercises and the website has lots more information. There is a glossary too which really helped me while I was getting to grips with the new terms.

One of the other sections we talked about was the section on values. Brene spends a fair bit of time making sure you understand why your values and ‘leaning’ into them is important if you want to be a daring leader. Whittling down honestly to your two main values is not an easy task though. Some of the book group had managed it. If I am honest, I am still working on mine!

Amour is another of Brene term which she dedicates a whole section too. This is what we use to protect ourselves at work, and in our lives, it could be something like hiding behind cynicism or using your power over people to get what you want. The book talks a lot about how being curious and asking questions can help us understand our own armour. The book had helped one person recognise a lot of the different types of amour being lugged around her office. It also got her wondering why and thinking about how this is affecting the organisation she works for.

At the end, everyone gave one take away from the book. We had one person who was definitely going to have that difficult conversation with their CEO. Someone who would be embracing courage and speaking up, rather than letting it brew into something else. Another, working on doing empathy better, much more consciously. Someone else will be working on those difficult conversations and getting braver at saying no to clients and pushing back.

I had so much to take away from this book but the section which resonated with me the most was in the final section Rising Up. This focuses on our own resilience and how we can build it up. In it, she describes us as story making machines – wherein the absence of facts we fill it with our own story – most likely negative.

My husband has just got a senior leadership role and with that a new team, so we spent most of the last month passing the book back and forth, as I ooo’ed and ahh’ed as I came across things that I thought could help him and me.

Wanting more, I have been scouring her website. I took advantage of the free audio chapter on her website for her book Rising Up – which looks at how we can raise courageous children, and in case I was in any doubt, it confirmed I am definitely hooked on Brene.

Guest blog by Sarah Younger, Communications and Development Officer at St Michael’s Fellowship and a member of Lucidity’s Business Book Club.

Interested in joining our book club? Take a look at the Lucidity Network – a place for people pushing to make change happen, a place to learn, a place to share and a place to connect. Check it out and join us here.

The secret innovation skills you need – that are rarely taught

Lucy Gower
Posted on by Lucy Gower

Being an ‘innovation manager’ or a person that leads innovation is a role of contrasts and contradictions.

The balance of skills, attitude and experience required depends a bit on what innovation means to your organisation. Sometimes you need to be a product development manager, sometimes a culture change manager, more often both, and on occasion, once you’re in post it’s for you to interpret what the organisation needs and what the senior leadership want – which are often different things. Then there’s the innovation brief that makes my heart sink, ‘we want to innovate and change and disrupt – but we want to be sure it will work’, setting an innovation manager an impossible challenge from the outset.

Sound familiar?

However you choose to approach innovation in your business two things are consistent regardless of what sector or industry you work in.

  • Innovation is about spotting an unmet need or solving a problem. It’s about generating ideas and implementing solutions to make life better for your target audience (and that might be customers, clients and employees).
  • Not all of your ideas or innovations will work.

This means that an innovation manager has to be a lot of things; a diplomat and a dictator, a negotiator with a bloody-minded streak, an ideas person and a completer-finisher, a business analyst and a dreamer, candid and kind, a risk taker who likes a safe bet and possess both gravitas and humility.

The secret skills of innovation are often at opposite ends of a spectrum. You have to be well versed in contrast and contradictions and be able to flex between them in a blink of an eye.

Here are my top tips to thrive in the contradictory role of an innovation manager;

1.   Exude confidence in your approach and also confident vulnerability about what you don’t know. Help people to feel comfortable with diving into the unknown. Help people to learn that it’s OK not to know the answers, and that is part of ‘doing innovation.’

2.   Get a chronic case of ‘toddler syndrome’ and keep asking ‘why?’. Don’t settle for the ‘way things are done here’. Challenge ‘the way we do things here’ at every opportunity and help others to do the same.

3. Become very self-aware, what assumptions or stories do you have that prevent you from doing something new? Keep challenging yourself as well as others to unlearn what you know. Ask, ‘What if we had to start from zero – what might we do differently?’

4.   Be charming and disagreeable. Open up discussions, encourage different points of view and alternative ways of thinking, and do it in a way that others find enchanting.

5.   Take innovation very seriously and also not seriously at all at the same time. You’re looking for an important breakthrough which is serious business, yet our best thinking occurs when we are relaxed and even more so when we’re in a playful mindset.

6.   Be sensitive and thick-skinned – sensitive to the needs of your colleagues and partners. Remember that many people fear change, so tune into and be mindful about how your colleagues are feeling, yet at the same time focus on the needs of your audience, the people that you are innovating for, which sometimes means forging on through despite everything if you are going to deliver on your brief.

7.   Fall deeply in love and be fickle – to innovate, to introduce something new, you have to fall in love to have the passion to keep going to overcome barriers when things get difficult (because things will get difficult). You also have to be fickle and prepared to fail fast and drop your idea if it doesn’t work.

8.   Move fast and slow – turn your ideas into reality as quickly as you can. Don’t wait for perfect and a big launch, involve your stakeholders and your customers as early as possible which can sometimes slow down progress but the insight you gain will be worth the reduction of speed.

9.   Smile, (even if inside you are crying) and be respected for making good decisions and getting the job done rather than being known for being ‘nice’.

10. It’s OK to cry, to be vulnerable and for the idea not to work. The important thing is to share why not and what next so that everyone involved can learn.

11. Focus on why making change happen is important and lead by example. Help to shift the organisational culture to help people have the courage to try, followed by the tenacity to learn from failure and give it another go.

Those soft skills that are rarely taught, they are skills that you learn by trial and error, and that are hard to articulate on a job application. These are the skills that make you a successful innovator. At Lucidity we run training, provide coaching and consultancy on the ‘soft’ skills you and your organisation require to succeed at innovation. If you’d like some help perfecting them then get in touch at hello@lucidity.org.uk.

You might also like the Lucidity Network – a place for people pushing to make change happen, a place to learn, a place to share and a place to connect. Check it out and join us here.

Why watching this movie can help solve your staffing problems…

Avatar
Posted on by Kat Buckley

A guest blog by Vanessa Longley.

Like many millions of others, this weekend was planned around a cinema trip to see Avengers: Endgame – the latest instalment in the Marvel Cinematic Universe (MCU). But as well as the usual dose of superhero satisfaction, I came away thinking how Kevin Feige could teach us more than a thing or two about how to build and retain successful teams.

Feige is the President of Marvel Studios, who in the last 10 years has released 22 hit films grossing over $16billion – the highest grossing film series of all time[1].  This, from a franchise that spent previous decades hovering on the brink between limited success and failure.  Who recalls the 1986 Marvel ‘classic’ Howard the Duck which lost $21m after being panned by the people that mattered, the fans, despite being produced by a living film legend – George Lucas! Or 2003’s Daredevil which was considered so disappointing, its leading star Ben Affleck said: “[Batman’s] the movie I want to do. I want to be a part of that…I hate Daredevil so much”[2]

So from a struggling company, to a stellar performer: what on earth (or if we are seriously embracing the MCU), what on the ‘multi-verse’ has Feige done to drive this sort of turnaround, that we too can learn from?

Plan ahead…

Back in 2007, when my daughter was still trying to choose between Tinky-Winky and La-La and hadn’t even heard of superhero’s, Kevin Feige had a plan for how exactly she (and millions of other teens) were going to spend this weekend. Before the first Iron Man film had made a penny, Feige had planned out not just the next two or three movies, but a decade of interwoven narrative across all 22 films and hit TV series. His plan embraced the existing cohort of superhero movie watchers from 2007, and the future generations of film goers who could be tempted into to MCU.

And isn’t this the job of every great manager? You are employed to see the bigger picture, to know where you’re going, to plan the staffing and skills you’ll need not just now, but for the organisation you want to become.  I’ve seen plenty of organisations with a three-year or five-year plan, but how many organisations do you know with a ten-year plan?  Not many.  And of these forward looking few, how many have a clearly defined staffing plan built into this vision of the future?  Well, I’m struggling to think of one (though excited to talk to you if this is how you are planning!).  Yet, we all accept that our staff are usually our most expensive asset, and the defining difference between success and failure.  And still we tend to have better long-term plans for the office furniture than we do for staff development.

So isn’t it time to learn from Feige, to start planning 10 years out for what we think our people will be doing.  And of course the plan will flex and change along the way, but that doesn’t change the need for a long-term vision. If you are just focussed on your staffing needs today, you’ll never be ready to deliver a future vision.

Be a superfan…

Yes we all know it is possible to just turn up and do the job: no heart, soul or passion required…but why would you want to? If you aren’t invested in what you do emotionally then why would your staff be! Kevin Feige has made no secret that he is a HUGE fanboy. He has been preparing to be President of Marvel Studios from the moment he first sneaked his torch into bed to read comics after lights out. This is a man who still collects the ticket stubs from every film he goes to. He LOVES what he does and this passion is infectious. Many of the A-listers who have become part of the MCU reference Feige’s passion for the project as a key draw:

“When I found that out about him, and seeing the familiar excitement and inner light that comes from a huge fan speaking about how much they love the whole magical world…that really speaks a lot to who he is…I was like YES!” – Scarlett Johansson[3]. 

Those of us lucky enough to have experienced being led by someone with passion have seen how it injects energy in a team and motivates everyone to be their best.  And with staff identifying ‘belief in what we do’ as a key management skill; it isn’t just about getting the right people, it’s about getting them to stay.  It’s said that people don’t leave jobs, they leave bad bosses and the research backs this up: 61% of those defining their relationship with their boss as ‘bad’ are actively looking to leave this year[4].  So, if you want to attract and keep the top talent in your industry, then try communicating your passion for what you do. If some of your staff don’t share it, fine, these are the ones who are likely to move on anyway.

Don’t plan around the hero’s you don’t have…

By the time Feige started to design the MCU many of the rights to its key characters had been sold off years before when Marvel was in financial trouble. So he faced the prospect of trying to build the most successful movie franchise ever, with a load of second tier characters. But rather than focus on what he didn’t have, Feige put his energy into those he did:

“Yeah, the “B-list characters”… I never really thought that because I knew that Iron Man was really cool and Hulk was arguably, next to Spider-Man, the biggest character we had. The goal was…to make the best Iron Man film we could, and make the best version of Hulk.” Feige [5]

Feige is sharing with us one of the most important lessons here: whatever the quality of the team you have, these are the people you’ve got. Moaning about needing great staff in order to make your targets isn’t going to help. Instead focus on how to make your team great. So, your task as a manager is to work out where to put your energy. Which team members may not be at the top right now but have the potential, or the right attitude, and with training and effort could be your superstars? Investing your time in them now can give you an extraordinary return down the line. And if there are people in the team who are never going to deliver then don’t ignore it.  Do something about it, because whilst performance management is no one’s idea of fun, moving on might be their opportunity to find a role they love and your chance to recruit a new star.

Focus on the individual 

All MCU fans have a favourite ‘origin story’, the films where we are introduced to a character and watch them develop their superpowers.  For Feige it’s Black Panther, but the point is he puts time, love and attention into every origin story.  This is no mean feat when you remember he has been holding that ten-year plan in his head throughout.  He knows where the whole over-arching story is going, yet he has time to focus on each individual character’s storyline, and how they develop over time.  And this is the point; each character is allowed to individually develop within the Marvel universe.  They make mistakes.  They learn. They become better superheros. As Feige says: “I was never cynical about sequels…I was always excited to see how characters I loved would grow and change”[6]

Feige knows it’s important because fans care about this sort of detail.  The little things matter.  And that’s just as true for our staff.  Yes, they want to be part of a great team and contribute to a massive organisational vision.  But they also want to know you can pick them out in a line-up.  So make sure you know the detail; remember to praise individually, comment if they’ve tried to do something new – even if it’s not been successful or everyone else finds it easy – recognise the effort of the individual.  And invest in each person, don’t try and squeeze them into some HR driven organisational development plan that sets out what and when they can learn.  Work out what works for them…and remember it.

A team is stronger together…

Embedded within the MCU are the much-loved ensemble films: the Avenger series where characters across the MCU come together to fight a common enemy.  Those new to the franchise might struggle to keep up when viewing one of these ensemble movies.  They are fast paced with a cast of (what seems like) thousands all of whom seem to be leads and have story arcs that impact on the final resolution.  But what might seem confusing from the outside is actually a team effectively integrating under pressure to deliver a positive outcome.

One of my bosses (a huge Marvel fan) would often call an: “Avengers Assemble”. This was our organisational shorthand for the need for the team to come together to jointly tackle an urgent situation. Sometimes this was a real organisational crisis, sometimes it was when one team member needed the support of others. But it was a recognition of the strength of bringing the team together; uniting the individual skills and talents that each member of your team has into a superhero problem solving squad.  So whether you see yourself as a Kevin Feige or a Nick Fury[7], what are you doing to get your staff to pull together towards a common goal?

And accept the Endgame…

So Feige’s plan always includes an ending, and Avengers: Endgame is it (though for hardcore MCU fans I’m aware this is actually the end of phase three). The end of a 10-year journey, and saying goodbye to some much-loved characters (can’t say who as Thanos has demanded my silence!). Like all great managers, Feige knows that the strongest teams have change and growth built into them. When you are surrounded by fantastic high performing staff you should be planning what happens next – ensure successions plans are in place for everyone.  So if a key staff member is ready to leave you can afford to be gracious. Accept this phase has come to an end and help them move on successfully – if you do they will become advocates for you and your organisation, making the next round of recruitment tons easier.

But it’s never really over…

Feige has already started to reveal highlights from his next five-year plan. It includes new superheros, plenty more special effects and probably many more box-office breaking films. This type of long-term success doesn’t happen by chance. It comes from long-term thinking and planning, staff investment and development, doing the day-job but never forgetting that your team are looking to you to help them see (and be inspired) by the future.

So if you are looking for some help with your staffing issues, why not channel a bit of Marvel this week?  There are 22 good films I could recommend…

 

Vanessa Longley has worked in Fundraising and Communications for over 20 years and is currently researching creative leadership in the charity sector. Her favourite Marvel movie is Doctor Strange.

 

[1] Williams, Trey (6 May 2018). “How Marvel Became a $16 Billion Franchise: Fandom, Cribbing From Comics and Kevin Feige. TheWrap.

[2] Mccluskey, Megan (14 December, 2016). “Ben Affleck on hating Daredevil”. Time Magazine

[3] Joanna Robinson (6th December, 2017). “An extended conversation with Kevin Feige” Vanity Fair.

[4] Barna Group (18th February, 2015).  “The different impact of good and bad leadership”.

[5] Joanna Robinson (6th December, 2017). “An extended conversation with Kevin Feige” Vanity Fair.

[6] Rianne Houghton (12th June, 2018). “Marvel Studio boss reveals best MCU films”. DigitalSpy

[7] For non MCU nerds, Fury is the head of a secretive government sanctioned organisation SHIELD forming strategic alliances with superheros to protect the planet and our current existence.  I could go on…but it’s probably best I don’t!

Leadership lessons from Gary Gower – a wire fox terrier

Lucy Gower
Posted on by Lucy Gower

I’d wanted a dog for so long I was boring myself.

Gary

I was worried about money, the huge responsibility of keeping something alive and having to change my lifestyle – no more last-minute trips or evenings out on a whim. Close friends and family gave me an ultimatum ‘set yourself a deadline and either get a dog or stop talking about it’ Fair enough if I was bored it’s no surprise that everyone was too.

I remember having a dog as a child; a black Labrador called Barnaby (I was proud to have named him after my favourite TV programme Barnaby the Bear). I remember him being a best friend (especially in my early teenage years). Barnaby knew all my angst and he was an excellent listener, never judged, completely trustworthy and was just ‘there’. I felt safe when Barnaby was around. I remember long walks, day trips to the beach, how he forgave me for painting his nails, how he’d know when you were sad and lick your hands (or feet) and he was a lovely, well-behaved gentle soul.

I wanted a dog to hang out with, to go for long walks with, to give me a distraction from work. When you work for yourself and love what you do it’s very easy to work all the time and I was falling into that trap.

When I told people I was thinking about getting a dog they’d say ‘you’ll have to walk him every day’.  No problem. Walking is how I get my thoughts together, plan my day and keep my sanity in check. I felt like I was the only person walking around Alexandra Palace every day without a dog.

Introducing Gary

To be honest I wasn’t quite prepared when Gary arrived aged 12 weeks in March 2018. The first thing he did was a poo under the kitchen table. I was only a puppy myself when Barnaby came to live in my house so I missed the hours of standing in the garden in the rain toilet training, non-stop play, leg humping and the chewed shoes, books and laptop cables.

Gary is a wire fox terrier. He is now one year old. Here he is.

Gary the dog
Gary the wire fox terrier

The fox terrier breed is known for being curious (when Gary arrives anywhere new he needs to check everything, and when he goes somewhere he’s been before he needs to check everything is still in the same place). They are independent – all the other puppies stuck close to their owners in puppy training class, if I’d let Gary off the lead he’s have headed out to explore for himself on his own terms. They are also stubborn, if they decide something, it’s a cunning game and a battle of wills to get them to come around to your way of thinking.

Let’s face it, If I was a dog, I’d likely be a Wire Fox Terrier.

I’ve never apologised so much or felt like such a giant failure as when I’ve been training Gary. He’s taught me a lot about dogs and inadvertently has made me think more about human behaviour and how to get the best from people. This is what Gary’s taught me;

Patience and perseverance – people don’t necessarily understand what you want first time. It’s not because they’re being obstructive.  Is up to you to try different tactics and to keep going until they understand.

Reward good behaviour – if someone does a good job tell them. Make it abundantly clear that they nailed it so they are more likely to do it again.

Tone of voice and body language is more important than words. Professor Albert Mehrabian‘s research cited that 7% of communication is in the words that are spoken, 38% in the way that the words are said and 55% of communication is in facial expression. If I get the tone of my voice and my facial expression right, the words are less important. If Gary’s running off and I call him and I sound and look cross he’s not likely to come back in a hurry. If I call him like he’s missing out of the best party of the decade if he doesn’t do a U-turn, I have more success.

Forward plan and avoid bad situations – it’s possible to minimise bad outcomes, for example, I’ve learned that if there’s a children’s party in the park with lots of small people waving chicken twizzlers that we go a different route and avoid the likely chaos of Gary being an unwanted guest. Can you simply avoid some of your potentially bad situations?  

Other people’s treats are nicer than your own – Gary wants something because someone else has it. My human example of this is when you are employed to do a job, you present your expertise/business case to the board.  They are not sure. You call in the consultants to do the same presentation. The board agree and are delighted. If you get the result you want it doesn’t matter how you get there. (even though it’s annoying)

See the situation from someone else’s perspective – no one sees the world in the same way that you do – and even if they do how will you ever know? Not to get all philosophical here, but you have your own unique lens on the world, never assume that anyone else sees a situation in the same way that you do. Gary sees me running about trying to put him on his lead as enormous fun. I see it as massively annoying, embarrassing and inconvenient.

Keep it simple – humans are excellent at over-complicating things. When things are getting too complicated and I’m trying to make it simple I ask myself ‘What would Gary think?’ It might not get the right answer, usually it’s  ‘if its fun do it, if it’s not don’t’ but it helps put my mind in a different train of thought.

Ask for help – if you ask for help people are generally kind and will offer it. You don’t have to take all the advice, but listen, and make the best decision for you in your unique situation with your unique perspective.

Dogs bark at things they don’t understand – and so do humans. It can be easy to become anxious or defensive when we don’t understand. If you don’t understand be brave enough to ask for clarity.

There is no one right answer – you just have to take the information you’ve got and do what you think, do the best you can, learn and keep going.

And if that wasn’t enough Gary makes me laugh every single day, sometimes joyous laughter and sometimes in frustration, but thanks to Gary I’ve made some new friends, walk my daily 10,000 steps, switch off from work more often and have a different perspective on many situations.  And something surprising happens every day.

You can check out Gary for yourself on Instagram – he’s Garygowerwft

Innovation for introverts

Lucy Gower
Posted on by Lucy Gower

Are there any other introverts out there that know networking is extremely important to everything… yet it’s still quite an effort to turn up to networking events - even when they look brilliant.

Innovation for introverts

I know it might be surprising I feel like this, given I run training on networking and I lead the Lucidity Network (which involves networking). Perhaps the reason I do both of these things is because I know how important networking is to pretty much everything and also how difficult it can be, so I just want to make it as easy and pain-free as possible for people.

I define introversion and extroversion as where you get your energy from. As an introvert, I get my energy from being by myself. Extroverts get their energy from other people. You’re not stuck in an introvert or extrovert box though. It’s like a spectrum. I sit towards the middle of the introvert side of the spectrum, and I can switch on my inner extrovert when needed, for example, if I’m at a conference, running training or presenting. I just have to go home afterwards and be on my own to refuel.

One isn’t better than the other, it’s just useful to understand your own preferences and those of the people you work with so you can adapt your communication to get the best out of both introverts and extroverts.

Last week I prized myself off my sofa into the cold and dark November night to go to the 100%Open Union networking event on innovation for introverts.

Here’s what I took away

When it comes to innovation introverts come into their own.

  • They have no need for external affirmation
  • They make order out of chaos
  • They are the best listeners
  • They connect disparate dots that may save the business.

 

To get better results make sure you are engaging both introverts and extroverts.

Here’s how;

Often it’s just the loudest people that get listened to. If you manage a team make sure you make space for introverts to be heard. This takes the form of great facilitation and good planning, for example, ensuring everyone has the opportunity to speak in meetings and structuring ideas sessions with some tasks that people can do on their own.

A web-based platform or community is a good way to solicit ideas from everyone (we heard from Waitrose and how this approach has lead to a range of new business ideas).

Offer quiet zones at work especially if you work in an open plan office

Encourage introverts to lead, chair meetings, present on topics, lead projects.

Become aware of the loudest voices, encourage them but do not allow them to be the only voice that is heard.

Let me know how you get on.

I’ve designed the Lucidity Network to be a place for introverts and extroverts. It’s a pick and mix of online and offline learning and connection to a dynamic network of people that can help you. We’re open for new members a few times a year. Join the Lucidity Community Facebook group to get in the Lucidity groove for clearer thinking and better results and be the first to hear when the Lucidity Network is open for members.