Mike Lynn, thoughtLEADERS Principal, sat down with Jim and Jan of The Leadership Podcast to discuss structured thought problem solving, on a micro level. In continuation of our new collaboration with The Leadership Podcast, Mike goes into his explanation on structured thought problem solving, on a micro level, in this short form “chalk talk.” These chalk talk series are bitesize sessions on a common (but challenging) leadership issue. Mike explains the difference between structured thought problem solving at a macro level compared to micro level, and utilizing this practice to save time and be more efficient. Jim and Jan ask Mike to delve further into identifying the need for this type of practice and how to notice in yourself whether you are “good” or “bad” at problem solving, plus how do “facts” fit into it all. Stay tuned for more of these brief Chalk Talks featuring Mike, as well as many more members of the thoughtLEADERS team.
About Ryan Shaw
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Entries by Ryan Shaw
Who said love and business didn’t go together, find out just where you’re making a misstep. Today’s post is by Steve Farber, author of Love is Just Damn Good Business (CLICK HERE to get your copy). At a 2009 conference in Dubai, I was making the case that love is more than a touchy-feely emotion but actually a profitable leadership and management tool that results in good business. Following my keynote, a healthy (yet borderline contentious) debate broke out among the participants. As the discussion developed, two familiar factions emerged. One essentially said that I was selling them a bunch of American nonsense. “Leadership is not about love,” they said, “it’s about fear.” The other, primarily younger, faction was pointing to the first and saying, “See what we have to deal with around here?” Ten years ago, this type of debate was fairly common among my clients. The leaders in Dubai expressed their views more openly and passionately than in some other countries, but the divide on how they viewed love as a business principle reflected what I found pretty much anywhere I travelled. Attitudes have changed markedly since then, but there’s still resistance to the idea that leaders actually can operationalize love to the benefit of their bottom line. That’s primarily due to three pervasive myths that linger in today’s workplace.
Our reader poll today asks: How often do you move team members around to cross-pollinate skills and culture? Rarely: 34% Occasionally: 30.88% Never: 18.41% All the time: 16.71% Don’t let them get stagnant. Leaving your people in the same role, same location or same team for extended periods of time creates risks and misses opportunities. The risk is they get bored or disillusioned and when that happens, performance drops or they leave the organization. By not moving them around, you’re also missing an opportunity to spread and reinforce culture, build new skills and strengthen co-worker relationships. Granted, there’s a balance of how often you move them, but no movement at all is problematic. Think about how you can create some fresh experiences for the members of your team. These don’t have to be permanent reassignments — projects are a great way to get things moving around. Do you agree with these poll results? Let us know in the comments below! – Mike Figliuolo at thoughtLEADERS, LLC Did you enjoy this post? If so, I highly encourage you to take about 30 seconds to become a regular subscriber to this blog. It’s free, fun, practical, and only a few emails a week (I promise!). SIGN UP HERE to get the thoughtLEADERS blog conveniently delivered right to your inbox!
Take a step back from your milliennial frustrations and understand how to leverage the entire Field to your advantage. Today’s post is by John Jay McKey, author of LEVERAGE THE FIELD FOR SUCCESS (CLICK HERE to get your copy). An executive might view the “job hopping” reputation of Millennials as a cause for frustration. Such a position sees the higher costs due to employee turnover and related training costs. But here is the other side of the coin: Millennials are more savvy than past generations in seeking a job they find rewarding. Executives of best-in-class companies know that happy employees are more productive employees, but what is the right mix of addressing job satisfaction vs. the costs of turnover and additional training? What approach will maximize investment and minimize costs? When devising your solution, consider the propensities of the quantum field, a.k.a. “the Field”. What is the Field? The Field – which is also referred to as “quantum reality” – is a matrix of electromagnetic waves that permeate everything. “So what?” you may ask. Consider the following reality as proven via scientific experiments and measurable observations: i) at the base of all physical matter are tiny electromagnetic energy waves, ii) as two electromagnetic waves intersect, they exchange data, and iii) communication in the Field is instantaneous. This reality means that all living and innate matter in our world are connected every single instant. How can the reality of “the Field” help solve the challenge of job-hopping Millennials? Let’s examine the top goals of the Field.
Our reader poll today asks: What is your perspective on personality assessments like Myers-Briggs? They’re incredibly insightful and helpful tools. 19.3% They’re interesting and foster some good conversations. 52.4% They’re amusing, but I don’t use their results a lot. 14.1% They’re distracting and can be misleading. 7.9% They’re hogwash, and I wish we didn’t use them at all. 6.2% It’s the conversation. 72% of you find value in personality assessments like Myers-Briggs with a note that they’re more about fostering conversations than generating deep insights. Be careful not to overemphasize the results of these tests and miss out on the point that they get people speaking the same language. That’s where respondents say the value lies. Also recognize that a large portion of respondents (28%) place no credence in the results. So before you rush out and conduct the latest and greatest assessment (or before you subject your team to yet another session on the same old ones), understand what you’ll do with the results and how you’ll use them on a regular basis to change the conversation. If you don’t plan on acting on them regularly, you should probably consider investing elsewhere. Do you agree with these poll results? Let us know in the comments below! – Mike Figliuolo at thoughtLEADERS, LLC Did you enjoy this post? If so, I highly encourage you to take about 30 seconds to become a regular subscriber to this blog. It’s free, fun, practical, and only a few emails a week (I promise!). SIGN UP HERE to get the thoughtLEADERS blog conveniently delivered right to your inbox!
Mike Lynn, thoughtLEADERS Principal, sat down with Jim and Jan of The Leadership Podcast to discuss structured thought problem solving, on a macro level. In continuation of our new collaboration with The Leadership Podcast, Mike goes into his explanation on structured thought problem solving in this short form “chalk talk.” These chalk talk series are bitesize sessions on a common (but challenging) leadership issue. Mike breaks down exactly what structured thought problem solving is exactly, and what it means for organizations and the impact it can have. The group furthers the discussion about where the gap lies with current leadership and organizations, and how this structured thought problem solving is directly correlated to a businesses proclivity for risk. And Mike explains how this idea is both a methodology and a mindset necessary for organization growth. Stay tuned for more of these brief Chalk Talks featuring Mike, as well as many more members of the thoughtLEADERS team.