Velocidade de aprendizagem (parte III)

Parte II.

"But all of us are vulnerable to forgetting the crucial practice of asking questions as we move up the ladder. High-achieving people in particular frequently fail to wonder what others are seeing. Worse, when we do recognize that we don’t know something, we may avoid asking a question out of (misguided) fear that it will make us look incompetent or weak. “Not asking questions is a big mistake many professionals make,” Norma Kraay, the managing partner of talent for Deloitte Canada, told us. “Expert advisers want to offer a solution. That’s what they’re trained to do.”
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Leaders can encourage inquiry in two important ways— and in the process help create an organization where it’s psychologically safe to ask questions.
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When leaders show interest in what others are seeing and thinking by asking questions, it has a stunning effect: It prompts people in their organizations to do the same.
Asking questions also conveys the humility that more and more business leaders and researchers are pointing to as vital to success.
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one way a leader can make employees feel comfortable asking questions is by openly acknowledging when he or she doesn’t know the answer. Another, she says, is by having days in which employees are explicitly encouraged to ask “Why?” “What if…?” and “How might we…?”...
Get People to See the World Through Others’ Eyes
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LEADERS SHOULDN’T JUST encourage employees to be curious about different groups and ask questions about their thinking and practices; they should also urge their people to actively consider others’ points of view. People from different organizational groups don’t see things the same way.
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Creating a culture that fosters this kind of behavior is a senior leadership responsibility. Psychological research suggests that while most people are capable of taking others’ perspectives, they are rarely motivated to do so."

Trechos retirados de "Cross-Silo Leadership"

Velocidade de aprendizagem (parte II)

Quando penso nos problemas de medição, análise e decisão nas organizações (recordar, por exemplo, "Velocidade de aprendizagem") não consigo deixar de pensar no sentimento de insegurança de quem ocupa as posições de chefia, e receia expor-se ao escrutínio dos outros.

Ontem, na minha leitura matinal apanhei este artigo "5 Behaviors of Leaders Who Embrace Change" onde sublinhei:

"The old adage says that bad news doesn’t travel up. During the integration of an acquisition or even in the internal merger of business units, there will be bad news that the organization needs to learn from. But for real learning to occur, people need to feel psychologically safe to share the good, the bad, and the ugly."

Ao ler isto, não pude deixar de fazer a ponte para uma outra leitura recente, "The Infinite Game" de Simon Sinek:

“Human beings are hardwired to protect ourselves. We avoid danger and seek out places in which we feel safe. The best place to be is among others around whom we feel safe and who we know will help protect us. The most anxiety-inducing place to be is alone—where we feel we have to protect ourselves from the people on our own team. Real or perceived, when there is danger, we act from a place of fear rather than confidence. So just imagine how people act when they work in constant fear of missing out on a promotion, fear of getting in trouble, fear of being mocked, fear of not fitting in, fear of their boss thinking they’re an idiot, fear of finding themselves on a short list for the next round of layoffs.
Fear is such a powerful motivator that it can force us to act in ways that are completely counter to our own or our organization’s best interests. Fear can push us to choose the best finite option at the risk of doing infinite damage. And in the face of fear, we hide the truth. Which is pretty bad in any circumstance, but when an organization is doing badly, it’s even worse.
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The new chief had to build a “Circle of Safety” first. Without it, nothing else he needed to do would work.
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A Circle of Safety is a necessary condition for trust to exist. It describes an environment in which people feel psychologically safe to be vulnerable around their colleagues. Safe to admit mistakes, point out gaps in their training, share their fears and anxieties and, of course, ask for help with the confidence that others will support them instead of using that information against them.
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In an organization, it is the leader’s responsibility to take the first risk, to build a Circle of Safety. But then it is up to the employee to take a chance and step into the Circle of Safety. A leader cannot force anyone into the circle.”

Seja no público, seja no privado, quantas organizações criam este circulo de segurança, onde se pode ser franco e frágil?

Israel e os jogos infinitos

Li este artigo "How having the right kind of rival can help you thrive in a changing world" sobre o último livro de Simon Sinek:

"Professor James P. Carse has argued that there are two types of games: finite games and infinite games. In finite games, the players are known, the rules are fixed, and the end point, winners and losers are all clear, as in a game of football or chess. But in infinite games — like business or politics or life itself — the players come and go, the rules are changeable, and there is no defined end point. There are no winners or losers, just ahead and behind.
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To anyone who has spent time watching or playing games and sports, the notion of a finite competition where one player or one side beats the other to earn a title or prize is familiar."

E o que me veio à mente ... uma opinião de  2007 sobre a intervenção armada israelita no Líbano:

"(ainda à dias, um alto comando do exército israelita demitiu-se, por causa do desenlace da guerra no Líbano no passado Verão. Interrogo-me, poderia haver outro desenlace no terreno? Interrogo-me, poderia o exército convencional israelita, ter procedido de outra forma? Interrogo-me, qual teria sido o verdadeiro critério de sucesso para a intervenção armada do exército israelita, por que não acredito que estivessem à espera de uma vitória convencional no terreno, mas adiante…)"

O alto comando israelita pensava estar a jogar um jogo finito?
Eu não conhecia esta terminologia dos jogos finitos e infinitos, mas para mim qualquer guerra entre israelitas e os seus vizinhos tem de ser encarada pelos israelitas como um jogo infinito:

"the players come and go, the rules are changeable, and there is no defined end point. There are no winners or losers, just ahead and behind"

O mesmo para a campanha "cruzada" na República Centro Africana. Os jogadores que jogam um jogo infinito pensando que é um jogo finito, estão condenados a perder, como nas guerras de libertação colonial

O comportamento do líder

Ler "The Power of Disadvantage":

"Teams trust leaders when leaders disadvantage themselves for the advantage of others.
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Do you reserve “glory” assignments for yourself? Distributing crumbs to the team and keeping the cake for yourself models self-seeking.
How do you stand with your team when performance disappoints?
How are you making time for coaching and mentoring?"

E recordar "Leaders eat last : why some teams pull together and others don’t" de Simon Sinek.

"Leaders are the ones who run headfirst into the unknown. They rush toward the danger. They put their own interests aside to protect us or to pull us into the future. Leaders would sooner sacrifice what is theirs to save what is ours. And they would never sacrifice what is ours to save what is theirs."

E recordar tantas justificações que ouvimos acerca das benesses dos políticis que nos pastoreiam.

BTW, recordar "Crédito fácil e barato"

Perder-se para crescer

Excelente artigo de Seth Godin, mais um, em "Do we have to pander?" convida à reflexão sobre o porquê de uma empresa.
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Para que existe uma empresa? Qual a sua razão de ser? Qual a sua essência? Como se distingue?
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Demasiadas empresas, qual Fausto, trocam a alma pela perspectiva de crescimento desmesurado. No exercício desgraçam-se, perdem-se, vulgarizam-se.

Culture eats strategy for lunch

Mais um interessante postal de Spinek "Spot The Northwest Flight Attendant" e, é tão fácil a gestão ficar cega a esta realidade.

Value is a feeling not a calculation, o poder de perguntar porquê?

Mensagem importante para empresas B2C.
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Mas importante também, e descurado demais, para empresas que operam B2B.
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Como Sinek escreveu ontem no Twitter "Value is a feeling not a calculation".
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Há dias perguntei no Twitter "É possível a um mestre jogar xadrez contra si próprio?"
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Costumo escrever, os macro-economistas não fazem ideia sobre como se cria valor, só conhecem regras e leis, não têm relações amorosas com clientes, produtos e fornecedores. Essas relações amorosas, sentimentos, feelings, são o fundamento para a criação de valor...

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Os macro-economistas só operam ao nível do neocortex. São incapazes de pensar na criação de valor, porque, como um mestre de xadrez, como conhecem as regras e as leis, e só as conhecem a elas, não percebem como é que, para lá dos custos, se cria valor através da diferenciação... através dos sentimentos... such a sticky feeling.