Tapestry™
Tuesday, October 7, 2008
Cultural beginnings of male managers
Editor's note: Even today’s transformed caveman needs a personal and business marketing plan. Robert Middleton, "The Info Guru", is offering a Marketing Start-Up Kit completely without cost or obligation. Click on the following ad to learn more.
The way male managers power dress, posture and exercise power is due to humans' evolutionary biology, according to research from the University of New South Wales (UNSW).
Prehistoric behaviors, such as male domination, protecting what is perceived as their "turf" and ostracizing those who do not agree with the group is more commonplace in everyday work situations than many of us want to accept, according to the research which was carried out in hospitals.
To read the rest of this story, click here.
Prehistoric behaviors, such as male domination, protecting what is perceived as their "turf" and ostracizing those who do not agree with the group is more commonplace in everyday work situations than many of us want to accept, according to the research which was carried out in hospitals.
To read the rest of this story, click here.
Editor's note: Even today’s transformed caveman needs a personal and business marketing plan. Robert Middleton, "The Info Guru", is offering a Marketing Start-Up Kit completely without cost or obligation. Click on the following ad to learn more.
Labels: Corporate, gender, Leadership
¶ 10/07/2008 0 Comments Links to this post
Friday, September 5, 2008
Survey shows gender bias in leadership
A survey released by Pew Research Center shows a gender bias when it comes to leaders. Although 69 percent of respondents felt both men and women are equally good leaders, six percent felt women make better leaders while more than 20 percent felt men were better leaders.
Women held the greatest positive opinion in the area of integrity. Fifty percent feel women have more integrity while only 20 percent felt men had more integrity.
It should be noted that despite the overwhelming opinion of equality, only 2 percent of board members for Fortune 500 companies are held by women.
A survey released by Pew Research Center shows a gender bias when it comes to leaders. Although 69 percent of respondents felt both men and women are equally good leaders, six percent felt women make better leaders while more than 20 percent felt men were better leaders.Women held the greatest positive opinion in the area of integrity. Fifty percent feel women have more integrity while only 20 percent felt men had more integrity.
It should be noted that despite the overwhelming opinion of equality, only 2 percent of board members for Fortune 500 companies are held by women.
Labels: gender, Leadership, Survey
¶ 9/05/2008 0 Comments Links to this post
Monday, June 16, 2008
Building a legacy
Are you building your legacy? Will you be remembered after you are gone? If so, what will the memories be?
At the turn of the millennium I did some serious reflection, motivated by a quote from the famous yodeling cowboy Roy Rogers, “A hundred from now it will not matter what my bank account was, the sort of house I lived in, or the kind of car I drove. But the world may be different because I was important in the life of a child.”
These words struck me and made deeply and now tower over me behind my desk. As my corporate career ended I decided that I wanted to be remembered as some who made a difference in the lives of others.
I truly delight when I see people connect to some life changing golden nugget in a face-to-face workshop or seminar or when they understand how to achieve their goals in a coaching session. It gives me a tremendous feeling of worth in fulfilling my role on this earth.
This last week has been particularly moving for me. It started with a presentation to a local downtown development authority. The community was challenged by as their population was transforming with at least five new emerging cultures. My friend Joe pulled on his experience working successfully in 55 countries and I contributed my knowledge of retail as we showed this group of 30 businesspeople how to connect to the new cultures in their community. I later heard comments from the mayor, city manager, and councilmen that it was the best DDA meeting they ever had. Joe and I had really opened their eyes and together we all saw a vision of success.
A second triumph was a call from a Fortune 500 company in Wilmington, Delaware. My niece had presented my book, Life’s Leadership Lessons, to them for their leadership book club. The book, which gives practical, anecdotal solutions to the 53 biggest challenges of personal and business leadership, was chosen from more than a half-dozen options as the next book they would study. What a great feeling to know that the events of my life will be inspiring others to reflect on the events of their lives in building their leaderships abilities.
The week concluded with my first open-enrollment online class hitting cyberspace. Being on the internet individuals are able to take the class at their own speed when it is most convenient for them. The class is “6 Easy Ways to Beat the Clock”, uses a variety of anecdotes illustrating six practical, proven methods of time management that have positively changed my life. They are secrets to hitting goals more consistently and with less stress – resulting in a higher feeling of personal success and self worth. It will takes a cultural view of time management without pushing people into a to-do-list mentality and will continue teaching and making an impact long after my working days.
Are you building your legacy? Will you be remembered after you are gone? If so, what will the memories be?At the turn of the millennium I did some serious reflection, motivated by a quote from the famous yodeling cowboy Roy Rogers, “A hundred from now it will not matter what my bank account was, the sort of house I lived in, or the kind of car I drove. But the world may be different because I was important in the life of a child.”
These words struck me and made deeply and now tower over me behind my desk. As my corporate career ended I decided that I wanted to be remembered as some who made a difference in the lives of others.
I truly delight when I see people connect to some life changing golden nugget in a face-to-face workshop or seminar or when they understand how to achieve their goals in a coaching session. It gives me a tremendous feeling of worth in fulfilling my role on this earth.
This last week has been particularly moving for me. It started with a presentation to a local downtown development authority. The community was challenged by as their population was transforming with at least five new emerging cultures. My friend Joe pulled on his experience working successfully in 55 countries and I contributed my knowledge of retail as we showed this group of 30 businesspeople how to connect to the new cultures in their community. I later heard comments from the mayor, city manager, and councilmen that it was the best DDA meeting they ever had. Joe and I had really opened their eyes and together we all saw a vision of success.
A second triumph was a call from a Fortune 500 company in Wilmington, Delaware. My niece had presented my book, Life’s Leadership Lessons, to them for their leadership book club. The book, which gives practical, anecdotal solutions to the 53 biggest challenges of personal and business leadership, was chosen from more than a half-dozen options as the next book they would study. What a great feeling to know that the events of my life will be inspiring others to reflect on the events of their lives in building their leaderships abilities.
The week concluded with my first open-enrollment online class hitting cyberspace. Being on the internet individuals are able to take the class at their own speed when it is most convenient for them. The class is “6 Easy Ways to Beat the Clock”, uses a variety of anecdotes illustrating six practical, proven methods of time management that have positively changed my life. They are secrets to hitting goals more consistently and with less stress – resulting in a higher feeling of personal success and self worth. It will takes a cultural view of time management without pushing people into a to-do-list mentality and will continue teaching and making an impact long after my working days.
If you have not made some positive steps toward building your own legacy let this posting serve as an encouragement to you. Start with your epitaph and work backwards to develop a plan to make it true. Trust me, life is much better when you can see what awaits after the final chapter.
End Notes
- If you are interested in taking advantage of the introductory special for "“6 Easy Ways to Beat the Clock”, which is a 67% savings, click here.
- If you want to know more about my book, "Life's Leadership Lessons", click here.
Labels: Book, Leadership, Success_Story
¶ 6/16/2008 0 Comments Links to this post
Saturday, February 23, 2008
TV cockroach bugs President – fires 30
Thirty people lost their jobs on Turkmenistan's state run television channel after a cockroach crossed the news desk during a live broadcast. Soon after taking office President Kurbanguly Berdymukhamedov ordered the central Asian broadcaster to transform its culture from the soviet era image. The cockroach was apparently a vivid reminder of the older style so the president ordered the firings.
If your company is trying to break with a past culture, how far will you go?
If you want to change your image how serious about it are you?
No one can doubt the seriousness of President Kurbanguly Berdymukhamedov.
Thirty people lost their jobs on Turkmenistan's state run television channel after a cockroach crossed the news desk during a live broadcast. Soon after taking office President Kurbanguly Berdymukhamedov ordered the central Asian broadcaster to transform its culture from the soviet era image. The cockroach was apparently a vivid reminder of the older style so the president ordered the firings.If your company is trying to break with a past culture, how far will you go?
If you want to change your image how serious about it are you?
No one can doubt the seriousness of President Kurbanguly Berdymukhamedov.
Labels: Corporate, Leadership, Regional
¶ 2/23/2008 0 Comments Links to this post
Monday, January 21, 2008
The content of one’s character
When we look back over the course of history there are several speeches that still ring with passion and spirit to invoke modern emotion. Kennedy’s “Ask Not” challenge, Lincoln’s Gettysburg address, and Martin Luther King's “Content of Character” speeches have stood the test of time.
When we recall the words of Dr. King we tend to gloss over the specific meaning of what he had to say. Most think that content of character simply means we should judge people for who they are beneath the pigmentation of their skin. Although this is true, if we are really to appreciate the content of character we must understand what creates one's character in the first place.
Character is nothing more than a group of cultures. It is what we have learned from our experiences based on our experiences in whatever religious, economic, geographical, recreational, vocational, physical inventory, gender, sexual orientation, and racial cultures. Character is the cultures taught to us by her parents, witnessed in our friends, impressed upon us by the media, and demonstrated by our heroes.
King's words prompt us to look into the soul of a person instead of pre-judging outward appearances.
Pre-judging is easy. It is often wrong and can cost us friendships, business opportunities, and growth experiences.
I remember a Franchise Expo we held in the early days of MBC Global. An older unshaven man in ragged clothes toured the display floor feeling no need to impress. The exhibitors ignored him, preferring to talk to the crisp, well pressed suits. When he did speak, he did so in what appeared to be uneducated English. Without being introduced to a single franchise opportunity he decided to exit. As he was leaving I spoke to him briefly. He said he wanted to come even though it was a weekend day normally dedicated to sleeping in and spending time with his family. The following Monday he sat behind his desk managing his empire of 84 gas stations.
Just as these franchise salespeople missed an opportunity, we all miss opportunities when we jump to erroneous conclusions simply because we don't get to know the contents of one's character.
Before passing judgment take the time to understand the cultures contained within a person's character. Only then will you be able to get beyond your prejudices.
When we look back over the course of history there are several speeches that still ring with passion and spirit to invoke modern emotion. Kennedy’s “Ask Not” challenge, Lincoln’s Gettysburg address, and Martin Luther King's “Content of Character” speeches have stood the test of time.When we recall the words of Dr. King we tend to gloss over the specific meaning of what he had to say. Most think that content of character simply means we should judge people for who they are beneath the pigmentation of their skin. Although this is true, if we are really to appreciate the content of character we must understand what creates one's character in the first place.
Character is nothing more than a group of cultures. It is what we have learned from our experiences based on our experiences in whatever religious, economic, geographical, recreational, vocational, physical inventory, gender, sexual orientation, and racial cultures. Character is the cultures taught to us by her parents, witnessed in our friends, impressed upon us by the media, and demonstrated by our heroes.
King's words prompt us to look into the soul of a person instead of pre-judging outward appearances.
Pre-judging is easy. It is often wrong and can cost us friendships, business opportunities, and growth experiences.
I remember a Franchise Expo we held in the early days of MBC Global. An older unshaven man in ragged clothes toured the display floor feeling no need to impress. The exhibitors ignored him, preferring to talk to the crisp, well pressed suits. When he did speak, he did so in what appeared to be uneducated English. Without being introduced to a single franchise opportunity he decided to exit. As he was leaving I spoke to him briefly. He said he wanted to come even though it was a weekend day normally dedicated to sleeping in and spending time with his family. The following Monday he sat behind his desk managing his empire of 84 gas stations.
Just as these franchise salespeople missed an opportunity, we all miss opportunities when we jump to erroneous conclusions simply because we don't get to know the contents of one's character.
Before passing judgment take the time to understand the cultures contained within a person's character. Only then will you be able to get beyond your prejudices.
Labels: Diversity, Leadership
¶ 1/21/2008 0 Comments Links to this post
Monday, January 14, 2008
Who is responsible for the ’64 Civil Rights Act?
There is much debate in the American Presidential primaries about who is responsible for the Civil Rights Act of 1964. Democrat candidate Hillary Clinton was quoted as giving primary credit to President Lyndon Johnson who signed the act. History has credited passage of the act to Dr. Martin Luther King, Jr.
Who is ultimately responsible for major historical advancements? Is it the person with the power to finally enact the outcome? Or is it the person that initially put into motion a series of events that led to enactment? Or could it be the people involved along the way?
History can be kind or unkind to individuals. Many have taught that Henry Ford invented the automobile. In reality he had nothing to do with that intention -- he merely invented an assembly line to mass produce what others had done. (Yes, we know that the word “merely” is a drastic understatement).
There is much debate in the American Presidential primaries about who is responsible for the Civil Rights Act of 1964. Democrat candidate Hillary Clinton was quoted as giving primary credit to President Lyndon Johnson who signed the act. History has credited passage of the act to Dr. Martin Luther King, Jr.Who is ultimately responsible for major historical advancements? Is it the person with the power to finally enact the outcome? Or is it the person that initially put into motion a series of events that led to enactment? Or could it be the people involved along the way?
History can be kind or unkind to individuals. Many have taught that Henry Ford invented the automobile. In reality he had nothing to do with that intention -- he merely invented an assembly line to mass produce what others had done. (Yes, we know that the word “merely” is a drastic understatement).
What about flight? Did the Wright Brothers’ success at Kitty Hawk mean that they should be given sole responsibility for the airplane? Could they have done it without the research, trials, and errors over hundreds of years as man sought to overcome gravity?
These are inventions -- and perhaps not clearly connected with the Civil Rights Act of 1964. So let's look at something more political.
Franklin Roosevelt signed the treaties that ended World War II. Can one therefore say he won the war? Can one therefore say he is responsible for the end of the war? By doing so do we diminish the sacrifice and efforts of soldiers, airmen, and sailors from dozens of countries who laid their lives on the line in the name of national sovereignty?
Even closer to the issue at hand, should Abraham Lincoln receive full acclamation and credit for freeing American slaves when he signed the Emancipation Proclamation? Could the proclamation have stood were it not for the dedication of Union soldiers, the work of the Underground Railroad, and many people who spoke loudly that all people were created equal and deserve freedom?
Granted, Lyndon Johnson was the only person in a position to sign an act of Congress. However if we give him full or majority credit for this deed, do we diminish the contributions of millions of people supporting Dr. Martin Luther King, Jr? And as for the doctor himself, do we undermine the magnificence with which he laid his life on the line by creating a vivid enough vision of a nation of equality sufficient to build an army of such proportion?
We can long debate who is responsible for the Civil Rights Act of 1964. In doing so let us remember that had it not been for the courageous, visionary leadership of Dr. King, President Johnson would not have had any document in front of him in the first place.
These are inventions -- and perhaps not clearly connected with the Civil Rights Act of 1964. So let's look at something more political.
Franklin Roosevelt signed the treaties that ended World War II. Can one therefore say he won the war? Can one therefore say he is responsible for the end of the war? By doing so do we diminish the sacrifice and efforts of soldiers, airmen, and sailors from dozens of countries who laid their lives on the line in the name of national sovereignty?
Even closer to the issue at hand, should Abraham Lincoln receive full acclamation and credit for freeing American slaves when he signed the Emancipation Proclamation? Could the proclamation have stood were it not for the dedication of Union soldiers, the work of the Underground Railroad, and many people who spoke loudly that all people were created equal and deserve freedom?
Granted, Lyndon Johnson was the only person in a position to sign an act of Congress. However if we give him full or majority credit for this deed, do we diminish the contributions of millions of people supporting Dr. Martin Luther King, Jr? And as for the doctor himself, do we undermine the magnificence with which he laid his life on the line by creating a vivid enough vision of a nation of equality sufficient to build an army of such proportion?
We can long debate who is responsible for the Civil Rights Act of 1964. In doing so let us remember that had it not been for the courageous, visionary leadership of Dr. King, President Johnson would not have had any document in front of him in the first place.
Picture credit: Lyndon Baines Johnson Library
Labels: Leadership, News, Race
¶ 1/14/2008 1 Comments Links to this post
Sunday, January 13, 2008
Learning the culture of success – from my daughter
Two years ago my daughter had a dream of someday becoming a cheerleader. She translated her dream into action steps which involved weekly gymnastics training, the addition of a trampoline in our backyard, and occasional jogging.
She went to her first tryout and poured her heart into it. She practiced every evening and on the weekend, teaming with another to develop her final routine. She had confidence in her effort and performance. She had trouble sleeping the night before the new cheer squad would be announced as anticipation chased away all morsels of melatonin. Tears flowed when her name was absent from the final list.
She would not give up. She read cheerleading books from the library, subscriber to a cheerleading magazine, and intensified her use of the trampoline to develop and refine her moves.
Finally it was time for another try-out. She committed her body and time to the sacrifice necessary to make the time. But alas, at the end of the tryouts only the names of others were on the roster.
It was summertime when thoughts of school fall to the back of the mind, yet my daughter continued to hone the skills required for the cheerleading squad. “This year there will be more girls on the squad,” she reflected with surety that she would be among the new members. Learning, practicing, and mind-development filled the summer days, although giving into some of the uniqueness of the summer season’s special activities.
Soon the weather chilled signaling another fall with another opportunity to make the cheer team. The long afternoon tryout drills were tiring, but they did not dim her hopes – which thrived until the third occurrence of announcing the squad, without her.
Disappointment was severe – three tries and three failures. In despair, she indicated she would move on to something else.
We were surprised when she announced that another cheerleading tryout was coming up for the winter semester and stated she was once again going to make another attempt for the team. As with each prior endeavor, the try-outs occupied her time. She worked out on the trampoline, did back-walk-overs in the house, read her books and magazines, and dreamed that her action plan would finally deliver the most wanted reward. She tuned out the critics by encouraged others trying out to do better, which also helped her draw on her talent.
When I went to pick her up after the new squad was announced she was sitting in a rejected posture on the bench in front of the school. “How long is she going to subject herself to disappointment?” I thought.
As she approached the car she could contain herself no longer: “I made it!”
Saturday, the team won a championship trophy. That’s them in the picture above.
Not only had my daughter’s dream, turned into a plan which grew to fruition, she experienced that rare feeling that she was part of championship team.
Who could learn from my daughter’s lesson? What about the entrepreneur that feels like giving up? What about the business executive that feels they are in over their head? What about the culture that feels they will always be oppressed? What about other dreamers?
Two years ago my daughter had a dream of someday becoming a cheerleader. She translated her dream into action steps which involved weekly gymnastics training, the addition of a trampoline in our backyard, and occasional jogging.She went to her first tryout and poured her heart into it. She practiced every evening and on the weekend, teaming with another to develop her final routine. She had confidence in her effort and performance. She had trouble sleeping the night before the new cheer squad would be announced as anticipation chased away all morsels of melatonin. Tears flowed when her name was absent from the final list.
She would not give up. She read cheerleading books from the library, subscriber to a cheerleading magazine, and intensified her use of the trampoline to develop and refine her moves.
Finally it was time for another try-out. She committed her body and time to the sacrifice necessary to make the time. But alas, at the end of the tryouts only the names of others were on the roster.
It was summertime when thoughts of school fall to the back of the mind, yet my daughter continued to hone the skills required for the cheerleading squad. “This year there will be more girls on the squad,” she reflected with surety that she would be among the new members. Learning, practicing, and mind-development filled the summer days, although giving into some of the uniqueness of the summer season’s special activities.
Soon the weather chilled signaling another fall with another opportunity to make the cheer team. The long afternoon tryout drills were tiring, but they did not dim her hopes – which thrived until the third occurrence of announcing the squad, without her.
Disappointment was severe – three tries and three failures. In despair, she indicated she would move on to something else.
We were surprised when she announced that another cheerleading tryout was coming up for the winter semester and stated she was once again going to make another attempt for the team. As with each prior endeavor, the try-outs occupied her time. She worked out on the trampoline, did back-walk-overs in the house, read her books and magazines, and dreamed that her action plan would finally deliver the most wanted reward. She tuned out the critics by encouraged others trying out to do better, which also helped her draw on her talent.
When I went to pick her up after the new squad was announced she was sitting in a rejected posture on the bench in front of the school. “How long is she going to subject herself to disappointment?” I thought.
As she approached the car she could contain herself no longer: “I made it!”
Saturday, the team won a championship trophy. That’s them in the picture above.
Not only had my daughter’s dream, turned into a plan which grew to fruition, she experienced that rare feeling that she was part of championship team.
Who could learn from my daughter’s lesson? What about the entrepreneur that feels like giving up? What about the business executive that feels they are in over their head? What about the culture that feels they will always be oppressed? What about other dreamers?
Labels: Business, Leadership, Millennial
¶ 1/13/2008 0 Comments Links to this post
Wednesday, January 9, 2008
Face it Baby Boomers, X and Y have arrived
For the first time in their generation Baby Boomers are seeing their power waning. The generation that first experienced television was catapulted into power before most of the generation’s age had reached double digits. They did so on the strength of simple things like the Hula Hoop and Frisbee. Marketers like McDonald's learn they could move much more product by taking their message directly to the children, bypassing parents.
Baby Boomers were influential in ending the Vietnam War, beginning the suburban sprawl, and expanding individual homeownership. Through it all they assumed leadership in the business, educational, religious, and political arenas.
The Baby Boomer reign is over.
Last year several surveys showed that Baby Boomers were ready to hand over the reins of the business world. The results indicated the boomers want relief from the stress of business leadership, preferring to let the younger Generation X have a chance to fully develop the new contemporary management style. This is not just an American trend, it is happening throughout Europe and Asia as well.
The worldwide political scene is also experiencing this age shift in leadership. In December, Fidel Castro, who has been leader of Cuba for almost the entirety of the Baby Boomer's lifespan, was ready to turn over leadership to the younger generation.
In the United States, the recent Iowa caucus saw record numbers of Generations X and Y turning out to support candidate most exemplifying the desires and wishes of their generation. Most specifically, they desire to do away with the partisan battles that have stalemated our government. Other candidates are quickly redefining themselves to show they can also deliver what Generations X and Y are looking for: a fresh approach.
For the first time in their generation Baby Boomers are seeing their power waning. The generation that first experienced television was catapulted into power before most of the generation’s age had reached double digits. They did so on the strength of simple things like the Hula Hoop and Frisbee. Marketers like McDonald's learn they could move much more product by taking their message directly to the children, bypassing parents.Baby Boomers were influential in ending the Vietnam War, beginning the suburban sprawl, and expanding individual homeownership. Through it all they assumed leadership in the business, educational, religious, and political arenas.
The Baby Boomer reign is over.
Last year several surveys showed that Baby Boomers were ready to hand over the reins of the business world. The results indicated the boomers want relief from the stress of business leadership, preferring to let the younger Generation X have a chance to fully develop the new contemporary management style. This is not just an American trend, it is happening throughout Europe and Asia as well.
The worldwide political scene is also experiencing this age shift in leadership. In December, Fidel Castro, who has been leader of Cuba for almost the entirety of the Baby Boomer's lifespan, was ready to turn over leadership to the younger generation.
In the United States, the recent Iowa caucus saw record numbers of Generations X and Y turning out to support candidate most exemplifying the desires and wishes of their generation. Most specifically, they desire to do away with the partisan battles that have stalemated our government. Other candidates are quickly redefining themselves to show they can also deliver what Generations X and Y are looking for: a fresh approach.
Labels: Baby-Boomer, Gen-X, Gen-Y, Generation, Leadership
¶ 1/09/2008 0 Comments Links to this post
Saturday, January 5, 2008
How diversity got Dorothy back to Kansas
Are you ready for something a little lighthearted? Looking at diversity topics is a serious matter as it is through diversity that we build relationships, productivity, and business. Yet the fantasy world often provides anecdotal comparisons to life.
I received a letter asking me who the real leader was in the “Wizard of Oz”. Certainly the story revolved around a diverse cast of characters. There was Dorothy, the human from the rural farm culture, the Good Witch from the elitist culture; the scarecrow, an admirer of the academic culture who decided to stop giving directions to others and take a journey for himself; the lion, a misfit in a warrior culture; the tin woodsman, a laborer that felt unloved; and the wizard, a circus performer out of his element.
Individually they were unable to fulfill their goals. Together they were able to draw on their knowledge and ideas to find their dreams. That is the way it is with diversity - different individuals coming together to do great things.
So who was the true leader in the story. For that you need to visit my article.
Are you ready for something a little lighthearted? Looking at diversity topics is a serious matter as it is through diversity that we build relationships, productivity, and business. Yet the fantasy world often provides anecdotal comparisons to life.I received a letter asking me who the real leader was in the “Wizard of Oz”. Certainly the story revolved around a diverse cast of characters. There was Dorothy, the human from the rural farm culture, the Good Witch from the elitist culture; the scarecrow, an admirer of the academic culture who decided to stop giving directions to others and take a journey for himself; the lion, a misfit in a warrior culture; the tin woodsman, a laborer that felt unloved; and the wizard, a circus performer out of his element.
Individually they were unable to fulfill their goals. Together they were able to draw on their knowledge and ideas to find their dreams. That is the way it is with diversity - different individuals coming together to do great things.
So who was the true leader in the story. For that you need to visit my article.
Labels: Diversity, Leadership
¶ 1/05/2008 0 Comments Links to this post
Thursday, December 27, 2007
Will Smith and the Adolf Hitler comments
Will Smith’s recent reaction to the misrepresentation of comments he made during a newspaper interview shows superior leadership. It was in promoting his most recent box office smash that he made comments about Adolf Hitler.
The specific comment he made was “Even Hitler didn't wake up going, 'let me do the most evil thing I can do today.' I think he woke up in the morning and using a twisted, backwards logic, he set out to do what he thought was 'good.'”
Immediately several of the gossip-driven media picked up on the words “Hitler” and “good” in the same quotes. Selecting these words from the longer quote, they created a new story to sell their advertising space. Major media was quick to pick up on the controversy – many also omitting “twisted, backwards logic,” which is an important phrase in understanding what Smith was saying.
Most of today's leaders would have stayed out of the fray following their own misstated quotes thinking the truth would overcome the media surge. However Smith jumped on it immediately to correct any misconception.
This is an excellent example of how leadership is demonstrated. Smith did not want his reputation slurred while waiting for the truth to surface. He apparently understands that the longer misconception is in the public domain, the increased likelihood people will believe it, even once the truth eventually comes out.
Smith also seems to understand what many people have yet to learn. I have worked with thousands of people during my years in retailing and consulting. When you take the time to talk to people you understand that everybody wants to do “good”. It is part of the two universal elements of all people have: a desire for acceptance and a need for security. By doing good they will be accepted. Yet in workplaces some people learn a twisted concept of what good really is from their experiences.
Smith’s leadership ability should be applauded. He tackled controversy head-on. Do you hanlde controversy head-on, or do you hope it will pass?
The specific comment he made was “Even Hitler didn't wake up going, 'let me do the most evil thing I can do today.' I think he woke up in the morning and using a twisted, backwards logic, he set out to do what he thought was 'good.'”
Immediately several of the gossip-driven media picked up on the words “Hitler” and “good” in the same quotes. Selecting these words from the longer quote, they created a new story to sell their advertising space. Major media was quick to pick up on the controversy – many also omitting “twisted, backwards logic,” which is an important phrase in understanding what Smith was saying.
Most of today's leaders would have stayed out of the fray following their own misstated quotes thinking the truth would overcome the media surge. However Smith jumped on it immediately to correct any misconception.
This is an excellent example of how leadership is demonstrated. Smith did not want his reputation slurred while waiting for the truth to surface. He apparently understands that the longer misconception is in the public domain, the increased likelihood people will believe it, even once the truth eventually comes out.
Smith also seems to understand what many people have yet to learn. I have worked with thousands of people during my years in retailing and consulting. When you take the time to talk to people you understand that everybody wants to do “good”. It is part of the two universal elements of all people have: a desire for acceptance and a need for security. By doing good they will be accepted. Yet in workplaces some people learn a twisted concept of what good really is from their experiences.
Smith’s leadership ability should be applauded. He tackled controversy head-on. Do you hanlde controversy head-on, or do you hope it will pass?
Labels: Leadership
¶ 12/27/2007 0 Comments Links to this post
Monday, December 17, 2007
View of culture = perceptions of the past
Could it be that our entire view of life is based on each individual’s past. That argument is made in the article “Do Your Employees Consider Your Corporate Policies Racist”, published by Workforce Management. The article begins by providing survey results showing a difference in perception of major headlines over the past decade. It concludes by suggesting analysis methods to determine the answer to the article’s title question.
In the interim, the article makes the claim “a person’s belief ultimately comes down to one simple thing: a personal perspective, shaped by personal experience and values.” If this is true, how does one change perspective?
MBC Global finds that in many cases an organization’s product mix, services offerings, marketing strategy, and storefront appearance also reflect thinking of days-gone-by. New thinking is required for survival in today's economy -- which is very culturally driven. The analysis recommended by Workforce Management is important, however should not be limited to a review of human resources policies or racial culture. Look at the cultures present in your marketplace and see how you can improve.
Could it be that our entire view of life is based on each individual’s past. That argument is made in the article “Do Your Employees Consider Your Corporate Policies Racist”, published by Workforce Management. The article begins by providing survey results showing a difference in perception of major headlines over the past decade. It concludes by suggesting analysis methods to determine the answer to the article’s title question.In the interim, the article makes the claim “a person’s belief ultimately comes down to one simple thing: a personal perspective, shaped by personal experience and values.” If this is true, how does one change perspective?
MBC Global finds that in many cases an organization’s product mix, services offerings, marketing strategy, and storefront appearance also reflect thinking of days-gone-by. New thinking is required for survival in today's economy -- which is very culturally driven. The analysis recommended by Workforce Management is important, however should not be limited to a review of human resources policies or racial culture. Look at the cultures present in your marketplace and see how you can improve.
Labels: Corporate, Leadership
¶ 12/17/2007 0 Comments Links to this post
Sunday, December 16, 2007
Corporate Culture: Why is it so hard to change?
Researchers at Ohio State University have concluded a study of 286 businesses that were spun off from the parent company between 1980 and 2005. Looking at 10 policy areas, they found a remarkable connection to the policies of the company from which they were spun off.
This further exemplifies the difficulty with which culture can be changed. Corporate cultures are well ingrained at all levels of an organization. New people to an organization they complain about certain elements of a culture, but once they start to follow the accepted culture of the organization they begin to find success. The more they follow the culture, success continues.
When they reached the upper levels of the organization, any proposed change to the culture is a threat – why would they want to change a culture that made them successful?
So how do you change the corporate culture?
Actually there are two ways that cultures can be successfully changed.
Researchers at Ohio State University have concluded a study of 286 businesses that were spun off from the parent company between 1980 and 2005. Looking at 10 policy areas, they found a remarkable connection to the policies of the company from which they were spun off.This further exemplifies the difficulty with which culture can be changed. Corporate cultures are well ingrained at all levels of an organization. New people to an organization they complain about certain elements of a culture, but once they start to follow the accepted culture of the organization they begin to find success. The more they follow the culture, success continues.
When they reached the upper levels of the organization, any proposed change to the culture is a threat – why would they want to change a culture that made them successful?
So how do you change the corporate culture?
Actually there are two ways that cultures can be successfully changed.
- From entry-level up. Most experts will tell you that this is impossible. They are incorrect. Cultures have been change from the ground up when the culture has been so oppressive a mutiny occurs. Workers at the lowest level of the organization can create a culture that slowly passes up. It is a very difficult and very rare process, one that is not recommended.
- From the top down. To be successful in changing a corporate culture, it has to be sponsored by the highest levels of an organization. Sponsorship does not mean approval – it means participation. Unless the top levels of the organization truly want change, it will not happen.
Labels: Corporate, Leadership
¶ 12/16/2007 0 Comments Links to this post
