Right Attitudes

Ideas for Impact

Teams

At the End of Every Meeting, Grade It

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After steering a consensus at the end of every meeting, allow two minutes to grade it.

Have the meeting’s chairperson go around the table and ask every attendee to give the session a letter grade. If someone doesn’t characterize it as an A, ask them to pinpoint what would have made it an A.

Through this initiative, your team can recognize the factors that influence the success of your meetings. The attendees are responsible for making future meetings an A and cutting barriers to achieving your organization’s objectives.

Few managers do this, but it’s a game changer. Close every meeting on a tone of achievement.

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Lessons from the Japanese Decision-Making Process

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Japanese firms traditionally use the ringi seido (“request for approval system”) to make critical decisions. A proposal is circulated to appropriate people, advancing from lower to higher ranks. As the proposal works through the management layers before landing at the top, each participant puts their stamp (the hanko) on the document.

This collective consensus process allows for a greater number of reasonable alternatives to be considered and for the risk to be spread. Although it may be slow, the implementation is faster once the decision is made. (Since the early ’90s, Toyota has followed a “three-stamp movement,” restricting the number of people needing to approve a proposal to three.)

Unlike consensus management in the west, the ringi system is often used to appease factions in an institution. Given the Japanese norms (nemawashi) of social structure and intercultural communication, everybody tends to be very diplomatic when giving an opinion. A decision isn’t made if unanimity isn’t reached.

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3 Ways to … Manage for Creativity

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Managers can create the conditions for innovation by encouraging a culture of being creative—not just productive—and razing barriers that stifle individual expression.

  1. Get less formal. Foster a culture characterized by a tolerance for failure and a willingness to experiment. Involve everyone and welcome great ideas from everywhere. Make sure everyone feels free to speak out: people will own solutions if they’ve been involved in the decision-making.
  2. Simplify the workplace. Look at things with a fresh eye, as an outsider might—sometimes you’re too close to things to see the truth. Drop unnecessary work, and explore what routines can be phased out or improved. Work with coworkers to eliminate extraneous loops and redundancies if your organization has far too many rules, approvals, and forms. Streamline decision-making.
  3. Defy tradition. If no one can recall why your team does something a particular way, the task is likely more convoluted than it needs to be. Hold a ‘why do we do it that way?’ challenge. Invite colleagues from different teams to come in and look at things in a detached way. Figure out what’s relevant and necessary (and what’s not) and frequently reevaluate the priority list as new things are added.

Idea for Impact: Managing for creativity is a conscious effort in experimentation.

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Why You May Be Overlooking Your Best Talent

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Many organizations have a hard time articulating their culture. They can’t explain what they mean when they evoke the phrase “culture fit.” Sometimes it’s just an excuse to engage employees better whom managers feel they can personally relate.

Affinity bias is a common tendency to evaluate people like us more positively than others. This bias often affects who gets hired, promoted, or picked for job opportunities. Employees who look like those already in leadership roles are more likely to be recognized for career development, resulting in a lack of representation in senior positions.

This affinity for people who are like ourselves is hard-wired into our brains. Outlawing bias is doomed to fail.

Idea for Impact: If you want to avoid missing your top talent, become conscious of implicit biases. Don’t overlook any preference for like-minded people.

For any role, create a profile that encompasses which combination of hard and soft skills will matter for the role and on the team. Determine what matters and focus on the traits and skills you need.

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Many Creative People Think They Can Invent Best Working Solo

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Apple co-founder Steve “Woz” Wozniak writes in his memoir, iWoz: Computer Geek to Cult Icon: How I Invented the Personal Computer, Co-Founded Apple, and Had Fun Doing It (2006):

Most inventors and engineers I’ve met are like me—they’re shy and they live in their heads. They’re almost like artists. In fact, the very best of them are artists. And artists work best alone—best outside of corporate environments, best where they can control an invention’s design without a lot of other people designing it for marketing or some other committee. I don’t believe anything really revolutionary has ever been invented by committee… I’m going to give you some advice that might be hard to take. That advice is: Work alone.

Teams aren’t automatically better at creativity. In what’s termed “collaborative inhibition,” everyone needs to be happy, so team members talk and talk until they’ve reached a consensus on a decision which is usually the lowest common denominator—something tepid that everyone, worn out from the prolonged discussion, can endorse.

Idea for Impact: The best creative decisions often reflect a unique, opinionated perspective. Look for ways to increase organizational creativity by building better environments in which individual creativity can thrive.

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An Underappreciated Way to Improve Team Dynamic

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Reverse mentoring (the youngest and brightest teaching the oldest and experienced) has obvious symbiotic benefits for the mentor and mentee. The approach can also stimulate compelling results for the core organization and help mobilize nontraditional teams.

Reverse mentoring flips the hierarchy. It helps senior employees avoid the “ivory tower syndrome,” which happens when they become so out of touch that they can no longer relate to the juniors’ day-to-day struggles. The fresh perspectives on how the young think and work can benefit their more established colleagues.

Reverse mentoring builds up the junior employees’ sense of belonging. When included in the decision-making process, they’re comfortable expressing their views.

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Nothing Unites Like a Common Enemy

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On a recent Airlines Confidential podcast, former CEO of Airbus-America Barry Eccleston discussed how Airbus has grown over the years to dethrone Boeing as the world’s largest commercial aircraft maker.

Airbus began in the late 1960s as a consortium of pan-European companies connected by a shared crusade to counter American industrial prowess. Once aviation’s leaders in innovation, these European underdogs had been surpassed by Boeing, McDonnell Douglas, and Lockheed in the ’50s and ’60s.

Once Airbus got started and was standing on its own feet, the concept of ‘Beat Boeing’ became the Airbus mantra. Indeed, it brought together the French, the Germans, the Brits, and the Spanish. If you think about it, Europe had been trying previously to do joint venture programs successfully for quite a while, but most of them didn’t happen. But this one did. And, I believe, it happened, not solely, but in large part, because everybody rallied around a flag, and the flag was called Beat Boeing. Do you remember, in the old days, the Avis slogan was “We are number two, and we try harder?” That kind of like, was where we were at in Airbus. We knew we were number two; we knew we could become number one, and we tried harder.

Idea for Impact: Nothing unites a team like a common enemy. The adversary doesn’t have to be a person, a team, or a competitor. It can be a being-the-underdog mindset or an against-the-the-odds challenge. It can even be a system that has resisted change.

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Don’t Demonize Employees Who Raise Problems

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One of the traps of successful leadership is being surrounded with “yes men.” Your team could hesitate to challenge your decisions, no matter how bad or mistaken they may be.

Hearing what others rally think can give you a valuable perspective. Nevertheless, it’s not really in human nature to invite others to inform you how—and why—you’re wrong. Human nature is such that we all want to hear nice things about ourselves and be reassured that we’re on the right track.

“When in doubt, keep your mouth shut,” indeed

Employees are terrified to speak up owing to the need for self-preservation. The apparent risks of speaking up are very personal and immediate, especially in comparison to some potential benefits to your organization someday. Employees impulsively play it safe.

Even if your employees are more knowledgeable, they may think twice before giving you candid feedback, especially if you’ve demonstrated tendencies of being vindictive, penalizing—even reprimanding publicly or sacking—anybody with a dissenting view.

Disciplining employees who raise problems only exacerbates the problematical frame of mind around a successful leader. It promotes the toxic culture of unquestioned power. As the American general and diplomat Colin Powell reminded in a famous speech at Sears headquarters, “The day your people stop bringing you their problems is the day you have stopped leading them. They have either lost confidence that you can help them or concluded that you do not care. Either is a failure of leadership.”

Idea for Impact: Cultivate a culture in which psychological safety thrives.

Create a work environment where your employees aren’t afraid to speak up and express their concerns. People will stick their neck out only if they sense a low psychological threat level.

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How to Bring Your Ideas to Life

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No matter how good an idea is, it’ll probably need some work before it can evolve into a helpful innovation. I’ve previously drawn attention to this aspect of the creative process in my 3M Post-it Note case study.

Another notable example of what transforms ideas into innovation is the “discovery” of penicillin and its curative effect on infectious diseases.

The Scottish bacteriologist Sir Alexander Fleming discovered penicillin. More specifically, Fleming found that a specific mold produced penicillin. This substance was previously known to inhibit the growth of bacteria.

In 1928, Fleming was working on cultures of Staphylococcus, a bacterium that induces blood poisoning. Upon returning from a vacation, he saw a discarded Petri dish that he had left behind without sterilizing. It had a zone around an invading fungus where his bacterium culture didn’t grow. A mold spore from another lab in Fleming’s building had unexpectedly fallen on one of his cultures. The spore had spread over the Petri dish while Fleming was away. Instead of throwing the dirty Petri dish away, he isolated the mold and identified it as Penicillium chrysogenum, which kills bacteria by inhibiting new cell walls.

Fleming suggested his discovery might be used as an antiseptic in wounds. He published an account of this work in 1929. However, he couldn’t find a way of extracting enough penicillin needed to be curative enough without it becoming ineffective.

In itself, Fleming’s discovery was thus not a substantial leap in terms of penicillin’s use as a pharmaceutical. After Fleming’s discovery, penicillin proved unstable and difficult to produce in pure form for almost a decade. It took two Oxford University scientists, Sir Howard Walter Florey and Dr. Ernst Boris Chain, to realize its full potential only in the 1940s. They showed how to prepare penicillin in usable form and demonstrated that it could be favorably applied to the treatment of disease.

From the time when its medical application was established, penicillin has saved millions of lives by stopping the growth of the bacteria responsible for poisoning the blood and causing many once-fatal diseases. Fleming, Florey, and Chain shared the 1945 Nobel Prize for Medicine to recognize their complementary achievements.

Idea for Impact: Often, there’s a divergence between an idea and its tangible application that the original creator can’t bridge by himself. The creator will have to expose the concept to others who can evaluate and trial the discovery in new contexts.

In other words, the creative process doesn’t end with an idea or a prototype. A happy accident often undergoes multiple iterations and reinterpretations that can throw light on the concept’s new applications.

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Don’t Underestimate Others’ Willingness to Help

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The biggest barrier to generosity may not be getting people to give but people’s reluctance to ask for what they need.

Mostly, people enjoy helping (but not so much that they can get burned out by their own goodness.) They want to give and be recognized for their giving.

People can’t give when they don’t know what others need

According to the University of Michigan’s Wayne Baker, a solution to the awkwardness of asking for help is the notion of reciprocity rings (or reciprocity bulletin boards.) Boeing, Citigroup, Estee Lauder, General Motors, Google, IBM, Novartis, UPS, and others have implemented informal networking groups to facilitate asking—and giving.

In All You Have to Do Is Ask (2020,) Baker explains that these onetime or recurring networking meetings have individuals explain one by one the specific issues they’re facing. The rest of the group taps their knowledge, resources, wisdom, or networks to help the requestor. In a sense, a reciprocity ring is an expanded version of the “daily stand-up,” “daily huddle,” or “scrum meeting” that many teams use to talk over what they’re each working on and where they need help.

Wharton School’s Adam Grant popularized the concept of reciprocity rings in his book Give and Take (2014.) He argues that reciprocity rings normalize asking and giving. They build trust and relationships by creating new and fast connections where they may not exist otherwise.

A charitable mood sets in—reciprocity rings engender altruism.

Helping others without the expectation to have that help reciprocated is the foundation of altruism. A reciprocity ring cultivates an environment of giving. According to All You Have to Do Is Ask, a reciprocity ring helps people overcome their hesitations and fears about asking for help because everyone’s making a request. Baker cites research that the takers in the groups tend to give three times more than they get. Over time, people tend to make more significant requests.

Idea for Impact: Assemble an informal network and facilitate opportunities to ask for and help one another. It’s an easy and effective way to build connections and strengthen the spirit of the community.

Take a cue from Bay Area career coach Marty Nemko, who organizes his own informal reciprocity ring. Nemko’s “board of advisors” meets for an hour every month, and each person talks about a thorny personal—or professional—problem they’re facing and requests input from others.

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