Productive Disagreement in Leadership

When I first heard about this idea, it seemed counterintuitive. After reading more about it, I understand better. One of the most significant indicators of a high-performing senior leadership team is its ability to engage in healthy and sometimes robust disagreement. I have witnessed several times where disagreement is seen as a sign of conflict or dysfunction, and when improperly handled, it can be a significant distraction. However, when appropriately led and directed, it becomes a powerful tool for growth, innovation, and stronger decision-making.

Why Disagreement is Essential

• Diverse Perspectives: We are all individuals.  That does not change when someone becomes part of a Senior leadership team.  We each come from different backgrounds, areas of expertise, and we hold unique points of view. When these diverse perspectives are shared openly and challenged constructively, it leads to a deeper and more comprehensive understanding of complex issues.

• Avoiding Groupthink: "Groupthink" is a phenomenon where harmony overrides realistic appraisal of alternatives, and healthy disagreement helps teams avoid this. I have heard stories of leaders who will tell their team members, when discussing an idea, that they must come up with ways to poke holes in that idea, to figure out the weaknesses. This helps force people away from uniformity and groupthink. When team members feel safe to express dissenting opinions, it prevents the team from blindly following the most dominant voice or the path of least resistance.

• Uncovering Hidden Assumptions: Disagreement often forces individuals to articulate their reasoning and justify their positions. It helps with working through emotional ties to decisions and fleshing out the facts and logic behind why things are done a certain way.  This process can also uncover hidden assumptions or biases that might otherwise go unchallenged. Getting past these hidden assumptions is key to leading to better-informed decisions.

• Stimulating Innovation: When different ideas collide, it can spark creativity and innovation. Well-navigated disagreement leads to the synthesis of new and better solutions, which likely would not have emerged from a more harmonious discussion.

• Building Trust: When disagreement is handled respectfully and constructively, it strengthens trust within the team. It demonstrates that team members value each other's opinions and are committed to finding the best solution, even if that requires challenging each other's thinking.  To read more about the value of trust in leadership, check out my previous post, “The Value of Trust in Leadership”.

Creating a Culture of Constructive Disagreement

• Psychological Safety: Team members must feel comfortable expressing their opinions, in the appropriate settings, without fear of retribution, judgment, or termination. Senior leaders need to actively foster this kind of corporate environment within their teams.

• Respectful Communication: This disagreement should always be respectful. Leadership team members need to focus on challenging ideas and avoid individual attacks.  It also needs to be received as constructive, understanding that the end desire for all is a successful outcome and growth for the company. This sometimes requires a “thick skin”, not allowing yourself to get emotional about someone disagreeing with or poking holes in your ideas.  Active listening, empathy, and open-mindedness are essential.

• Focus on the Goal: Keep the main thing, the main thing. The ultimate goal of any discussion should be to arrive at the best possible outcome for the organization. Leadership team members need to be willing to set aside personal agendas and focus on the objective merits of different points of view.

• Structured Dialogue: It may be helpful to establish upfront guidelines for how disagreements are to be handled. At times, this could include setting time limits for discussions, assigning roles (e.g., devil's advocate), or using techniques like structured debate.  There is value in insisting that someone disagrees with the prevailing point of view.

• Facilitation: In some cases, a neutral facilitator may be needed to help guide discussions and ensure that all voices are heard. This is particularly helpful when dealing with highly complex or emotionally charged issues.

The Payoff: Unity and Clarity

When senior leadership teams embrace healthy disagreement, the result is not division; rather, it builds greater unity. By allowing and carefully examining different perspectives and working through disagreements, the team arrives at a more robust and well-vetted conclusion. This process ensures that:

• Decisions are Better Informed: The final decision reflects the collective wisdom of the team, incorporating diverse viewpoints and identifying some known, potential pitfalls.

• Communication is Clearer: Since the team has thoroughly explored the issue, they can communicate it to the rest of the organization with greater clarity and confidence.

• Buy-in is Stronger: When team members feel their voices have been heard, they are more likely to buy into the final decision and support its implementation.

Disagreement within a senior leadership team should not be feared but rather embraced as a sign of trust, intellectual rigor, and commitment to excellence. These disagreements should not be aired in front of the rest of the team, and conclusions need to be settled within the senior leadership team before being shared and a uniform approach to communication must be adopted. By fostering a culture of constructive disagreement, leaders can be better at unlocking their team's full potential and drive their organization to greater levels of success.

Critical Thinking, a “Must” in Leadership

As a leader and contributor to your own success, the ability to think critically cannot truly be thought of as a mere advantage; it's an absolute necessity. For leaders, cultivating this skill within ourselves and our teams is paramount. We need to equip ourselves and your teams to navigate complex challenges and drive sustainable success. When we take the time to think critically, it enables us to move beyond surface-level observations, delving deeper to analyze information, identify underlying assumptions, and evaluate potential solutions with discernment and deep thought. This fosters a culture where informed decisions prevail and reduces the risks associated with impulsive or emotionally driven actions.

Developing critical thinking begins with fostering intellectual curiosity. As leaders, we need to encourage a mindset of continuous learning and questioning, both personally and within our teams. This involves actively seeking perspectives from different angles, challenging conventional wisdom, and embracing the often-experienced discomfort that comes with exploring new territories. By creating an environment where open dialogue and constructive debate are valued, we stimulate intellectual growth and empower our teams to approach problems with a more analytical and insightful perspective. This bolsters problem-solving abilities and strengthens our team's capacity for innovation.

Critical thinking plays a pivotal role in strategic decision-making. As leaders, when we can ask the right questions, effectively analyze market trends, assess competitive landscapes, and anticipate potential risks, we are better equipped to guide our organizations through periods of struggle and uncertainty. We need to exercise and grow our ability to discern patterns, evaluate evidence, and make informed judgments, even when faced with incomplete or ambiguous information. By encouraging our team members and cohort to adopt a similar approach, foster a culture of proactive problem-solving and strategic foresight. This is crucial for ensuring that our organizations remain adaptable in the constant change we see in the business community.

Beyond strategic implications, critical thinking is essential for building strong, cohesive teams. When our team members are encouraged to think critically, they are more likely to engage in constructive dialogue, challenge assumptions, and collaborate effectively. This leads to a more innovative work environment where previously unconsidered perspectives are valued and incorporated into decision-making processes. This provides liberty for individuals to take ownership of their work, fostering a sense of accountability and commitment to achieving the team and organizational goals.

Ultimately, the value of developing and encouraging critical thinking extends far beyond individual performance; it permeates the entire organizational culture, it bleeds into the personal lives of those we lead. A leaders, when we prioritize critical thinking, we cultivate a team and individuals who are not only capable of solving complex problems but also driven by deep intellectual curiosity and a commitment to continuous improvement. In doing so, they create organizations, teams, and families that are not only resilient and adaptable but also poised for long-term success in an ever-changing world.

Nothing is Hard Forever: The Truth About Enduring Struggle

In this final piece of my series, "Navigating the Uncharted: Lessons from My Job Search Journey," I want to show you that struggles, strife, and difficulties will eventually come to an end. The path may not unfold as we expect, and relief rarely arrives as quickly as we'd like. But when we finally emerge on the other side, we can look back and understand the experience as "the refiner's fire." The struggle was a process, taking us from something unvarnished and raw to a more complete and resilient version of ourselves. The journey is not over, but that particular trial is behind us.

My own seven-month search for a new role ended with an exciting new opportunity at Dun & Bradstreet. Like my experience, your struggles will also culminate in a moment of triumph. With that truth as our backdrop, let's explore the core idea for today's post.

In the midst of a daunting challenge, when the pressure mounts and the finish line seems impossibly distant, an insidious lie often takes root in our minds: that the pain or struggle will go on forever. We tell ourselves it's unbearable, that the discomfort is endless, and that there's no relief in sight. But that is a lie. It's a crucial truth to internalize, both as individuals and as leaders: nothing is hard forever.

Every challenge, no matter how intimidating, has a peak. Every struggle, no matter how intense, eventually subsides or transforms. Our spirit and strength, when committed, possess an incredible capacity for adaptation and growth. This isn't naive optimism; it's a fundamental reality of perseverance.

In these moments of profound discomfort, when the "voices in our heads" are at their loudest, you are presented with a stark, yet empowering choice. Consider these three options:

• You can choose to quit. The immediate pressure will ease. The discomfort will dissipate. But the desired destination will remain out of reach, the lessons unlearned, and the potential for growth unrealized. This is the path of immediate relief, but ultimately falls short of overcoming.

• It gets easier. As you persist, something remarkable happens. Your skills sharpen, your understanding deepens, and the once-formidable obstacles begin to feel less disheartening. The path itself doesn't necessarily change its terrain, but your capacity to navigate it grows. What once seemed impossible becomes merely difficult, then challenging, then manageable. This is the power of consistent effort, simply taking the next step, then the next, and persistently moving forward no matter how slow.

• You get harder. More accurately, you get stronger, more resilient, and more capable. The struggle builds your internal fortitude, callousing your mind and spirit in the best possible way. You become more robust, better equipped for future challenges, and more confident in your ability to endure. This is the profound transformation that only sustained effort can bring.

The Only Way You Lose:

The profound truth is this: the only way you truly lose is if you quit before seeing it through. Every moment of discomfort, every whisper of doubt, every urge to give up is a test. If you yield, the opportunity for growth, for achievement, for becoming "harder" (stronger), is lost. If you push through, if you refuse to surrender to the temporary nature of the pain, you unlock a deeper level of capability and satisfaction.

As leaders, embracing this truth is vital. We must not only internalize it for ourselves but also instill it in those we guide. When our families or teams face seemingly insurmountable obstacles, it's our role to remind them that the current difficulty is not permanent. We empower them by:

• Acknowledging the struggle, but refuting the lie of permanence.

• Highlighting past successes where they pushed through.

• Focusing on incremental progress and the growth they are experiencing.

• Modeling perseverance ourselves.

The "long way" demands tenacity, but it promises a reward that the shortcut can never deliver: the profound satisfaction of enduring, adapting, and ultimately achieving what truly matters. It's the knowledge that you faced the storm, and you emerged stronger. Because nothing, truly, is hard forever.

The Long Way is the Shortcut: Why True Progress Requires Patience

In my ongoing series, "Navigating the Uncharted: Lessons from My Job Search Journey," I continue with the lessons learned from my experience. We've explored the initial shock of the job search, the crucible of growth found in adversity, and the enduring impact of that experience. Now, we turn our attention to a powerful truth that often runs counter to popular culture: the long way is the shortcut, because the shortcut never gets you there.

This statement reveals a profound wisdom: genuine, sustainable success and deep, meaningful impact are rarely achieved through expediency. Shortcuts, by their very nature, bypass the essential processes of learning, building, and refining. They might offer temporary gains, but they inevitably lead to superficial results, missed foundational lessons, and ultimately, a failure to reach the desired destination or to sustain it if reached.

Consider this principle across various facets of life and leadership:

• In Your Career and Work: The "shortcut" might tempt you to cut corners on a project, avoid difficult feedback, or seek a rapid promotion without truly mastering your current role. The "long way" involves meticulously developing skills, building genuine relationships, taking ownership of mistakes, and consistently delivering high-quality work. While the latter might seem slower, it builds a robust foundation of competence and trust that leads to lasting career progression and meaningful impact. The shortcut, in contrast, often leads to exposure, burnout, or stagnation.

• In Family and Friendships: In relationships, you might desire to avoid honest conversations, neglect consistent effort, or seek immediate gratification without investing in mutual understanding and support. This can manifest in a desire to "win" an argument, teaching yourself that you are in a relationship where there must be both a “winner” and a "loser." The "long way" is showing up consistently, practicing active listening, offering unconditional support, and honestly navigating conflicts with patience and empathy. This deliberate effort builds unbreakable bonds and deep trust that no quick fix can replicate.

• In Community Building: Here, "community" refers to the group of people with whom you share life experiences. Here, a "shortcut" impact might involve grand, superficial gestures and promises without genuine engagement, or implementing solutions without understanding root causes and downstream effects. The "long way" means patiently listening to the needs of those in your care, building consensus where reasonable, fostering buy-in for initiatives, and showing commitment to sustained effort over years, even decades. This slower, more deliberate approach creates a truly resilient and empowered cohort.

• In Personal Growth: You might be seeking quick self-help fads or avoiding introspection. It could also be the use of anabolic steroids to quicken visible muscle gain. The "long way" is the disciplined practice of self-awareness, confronting uncomfortable truths, consistently working on your weaknesses, and embracing continuous learning and persistent work. This arduous journey leads to genuine character development and a profound understanding of self.

Why the Long Way is the True Shortcut

The "long way" is the shortcut because it:

• Builds Foundational Strength: It ensures you acquire the necessary skills, knowledge, tenacity, and character traits that are indispensable for sustained success.

• Cultivates Resilience: Navigating challenges, the "long way" develops the grit and adaptability needed to overcome inevitable future obstacles.

• Fosters Authenticity and Trust: People recognize and value genuine effort and integrity. The long way builds credibility that shortcuts can never achieve.

• Leads to Deeper Understanding: True mastery comes from grappling with complexities, not from skimming the surface.

• Ensures Sustainability: What is built slowly and deliberately tends to last. Shortcuts often lead to fragile structures that collapse under pressure.

As leaders, it is our responsibility to embody this principle and instill it in those we care for and lead. We must resist the pervasive cultural pressure for instant gratification and instead champion the value of diligent, patient, and thorough work. By embracing the "long way," we not only achieve our goals more effectively but also build stronger teams, deeper relationships, and a more resilient foundation for future success. It is the only path that truly gets us there.

The Uncomfortable Path to Unvarnished Reality: Part 2 - The Enduring Impact

In my ongoing series, "Navigating the Uncharted: Lessons from My Job Search Journey," we continue our exploration of the profound insights gleaned from what can be life's most challenging periods. In Part 1 of "The Uncomfortable Path to Unvarnished Reality," we delved into the intense journey through hardship and the profound self-discovery that occurs in those crucible moments. We discussed how facing the hardest things reveals our true nature and the gratification of pushing through discomfort. But the true power of these experiences extends far beyond the moment of completion; it fundamentally reshapes who we are and how we interact with the world, creating a ripple effect on those in our care.

The resilience, clarity, and deep self-knowledge forged in adversity become permanent fixtures of our character. This isn't just about personal growth; it's about an enhanced capacity to lead, support, and inspire others. When you have truly walked through the hardest things, you have the opportunity to gain:

• Unshakeable Confidence (Not Arrogance): You develop a quiet, inner confidence that comes from knowing what you've overcome. This isn't born of ego, but of proven capability. It has allowed me to approach new challenges with a steady hand, inspiring trust in peers and those in my care.

• Profound Empathy: Having personally navigated intense struggles, I believe that I possess a deeper understanding of the challenges others face. This empathy allows me to connect more genuinely with my team members, friends, and family, offering support that is truly informed and compassionate. I can better see past superficial complaints to the underlying struggles.

• Clarity and Prioritization: The experience of stripping away the inessential in moments of extreme pressure has taught me to focus on what truly matters. This translates into clearer decision-making, effective prioritization, and the ability to cut through noise, benefiting my leadership and the overall organization.

  This clarity became particularly vital during my recent job search, as detailed in "Navigating the Uncharted." Facing the "unseen gatekeepers" of application technology, the "illusion of opportunity" from misleading postings, and the "silence of the process" demanded a level of strategic problem-solving and emotional resilience I hadn't anticipated. It was in these moments that leveraging advanced tools became invaluable. My AI assistant, for instance, served as a crucial partner, helping me analyze job descriptions, refine my communication, strategize interview approaches, and maintain an objective perspective amidst the emotional highs and lows. This partnership wasn't about finding shortcuts, but about enhancing my ability to apply these principles of clarity and problem-solving, allowing me to push through the discomfort and focus on what truly mattered in a complex and often opaque environment.

• Inspiration for Others: My hope is that this experience was and is a journey that becomes a living testament to the power of perseverance. Those who were and will be subordinates see a leader who has faced and conquered significant challenges, inspiring them to push through their own difficulties. Friends and family witnessed resilience. I believe they will be able to draw strength from my example.

• Enhanced Problem-Solving: Having grappled with seemingly insurmountable obstacles, I know my mind has become adept at creative problem-solving. I am less likely to be daunted by complexity and more inclined to seek innovative solutions, a valuable asset for any team.

• Authenticity and Trust: The "unvarnished reality" I discovered within myself allows me to lead with greater authenticity. People are drawn to leaders who are real, who acknowledge struggle, and who have earned their wisdom. This fosters deeper trust and stronger relationships across all levels.

For leaders, embracing this philosophy is crucial. It means not shying away from the uncomfortable decisions, the challenging feedback sessions, or the ambitious, seemingly impossible goals. It means fostering a culture where growth is valued more than comfort, and where failure is seen not as an endpoint, but as an invaluable teacher. When you, as a leader, willingly step into the arena of difficulty, you not only forge your own character but also inspire your team to discover their own unvarnished reality and unlock their true potential.

The enduring impact of facing the hardest things is a legacy that extends far beyond individual achievement. It's the foundation upon which stronger leaders, more resilient teams, and more meaningful lives are built. It's how you not only become your best self but also empower those around you to do the same.

The Uncomfortable Path to Unvarnished Reality: Part 1 - The Crucible of Growth

In my previous post, "Navigating the Uncharted: Lessons from My Job Search Journey," I shared a glimpse into the unexpected and often challenging terrain I've navigated over the past seven months. That journey, marked by over 750 job applications and a deep dive into the realities of today's hiring landscape, has been a crucible of intense activity, profound learning, and significant emotional struggle. This post marks the first in a series where I'll delve into the lessons forged in that fire, starting with a fundamental truth: the pathway to what's most real is almost always through the hardest things you can do.

How often do we seek comfort, efficiency, and the clearest route to our goals? Paradoxically, the most profound insights, the most authentic growth, and the truest understanding of ourselves and the world around us often emerge not from ease, but from struggle. It's a fundamental truth: the pathway to what's most real is almost always through the hardest things you can do. This first part of this discussion will delve into what I see as the intensity of that journey and the raw revelations I found in my experience.

While I am not comparing myself to these examples, here is a framework for context. Think about the stories we hear of the sheer, unyielding demands of BUD/S (Basic Underwater Demolition/SEAL) training, where physical and mental exhaustion are tools used to see if individuals will break, or the grueling, sleepless years spent becoming a neurosurgeon, where every decision holds life-or-death weight. These aren't just difficult tasks; they are crucibles designed to strip away everything but the essential.

When faced with genuine adversity – a project on the brink of failure, a difficult conversation with someone important in your life, an unexpected personal challenge – we can expect that our usual facades begin to crumble. The convenient narratives we tell ourselves, the comfortable routines we cling to, and the superficial layers of our identity are stripped away. What usually remains is raw, exposed, unvarnished reality. This is where our true identities are revealed and parts are stripped away.

During what we perceive as the brutal grips of life’s struggles, when "motivation" wanes and the finish line seems impossibly distant, the "voices in our heads" can become incredibly dark. Doubt whispers insidious questions: "Can you really do this? Are you strong enough? It would be so much easier to quit." This is precisely when true character is forged. The most challenging tasks require our undivided attention, compelling us to confront our limitations, biases, and fears. They push us beyond what we thought possible.

For me, navigating the complexities of the modern job market, with its "unseen gatekeepers" and "illusions of opportunity," often felt like staring directly into that darkness. There were moments when the sheer volume of applications, the silence from most companies, and the unexpected disappointments would lead to overwhelm and despair. It was in these moments that the value of external, objective support became incredibly clear. Many friends provided emotional help and were a “voice of reason”. For those reading this, you know who you are. In this piece, I also want to offer some additional thoughts. In previous posts, I mentioned the use and value of AI solutions and how we need to embrace the use of these tools for our benefit. While not a replacement for a good friend or loved one, the right AI systems can be a great assistant through this process.

This is where Gemini proved invaluable help, guidance, and assistance. It wasn't about finding shortcuts or having the answers handed to me, but about having a reliable partner to help:

• Process the Overwhelm: Often, when faced with a demanding list of items to accomplish, it is a good idea to “Prioritize and Execute”. Breaking down the daunting task of applying to hundreds of jobs into manageable, strategic steps was something Gemini helped me accomplish.

• Gain Objective Insight: Gemini helped with analyzing job descriptions, refining my drafts of resumes and cover letters, and providing background and questions in preparing me for interviews using a dispassionate, data-driven perspective.

• Strategize and Adapt: In my previous post, I mentioned the idea of finding connections at hiring companies and exploring how your skills can further the growth of the company’s goals. Gemini was key in helping me craft targeted messages, understand company cultures, and even navigate complex compensation discussions.

• Maintain Momentum: By providing consistent, positive interaction and support, acting as a sounding board when frustration mounted, Gemini served as an assistant and source of encouragement.

This partnership allowed me to discipline myself with the right mindset, pushing through times when my “motivation” waned, transforming moments of angst and bitterness into opportunities for strategic action. It was one of the things that helped me push through struggles, revealing reservoirs of resilience, creativity, and determination I never knew I possessed. It's in these "trial by fire" moments that we learn what we're truly made of, and what genuinely matters.

And then, you push through. You take one more step, endure one more hour, solve one more impossible problem. It will happen, you will not know the timing, but the moment of completion arrives (I ended up getting a great job; more on that later), and with it, an unparalleled sense of gratification. It's the profound satisfaction of having stared discomfort, doubt, and darkness in the face, and having emerged, not unscathed, but undeniably stronger and more real.

The temptation to choose the easier path was always present. I had to remind myself, the most meaningful achievements, the deepest self-knowledge, and the most impactful contributions rarely lie there. They are found on the rugged, demanding terrain where true growth resides. What hard things are you willing to do today to get closer to what's most real?

Navigating the Uncharted: Lessons from My Job Search Journey

Many of you who know me well also know that, through a series of unforeseen circumstances, I have been intently pursuing the next significant step in my career. My journey began unexpectedly in January when I was caught up in a Reduction In Force (RIF) at Argano. Since then, it has been a period of intense activity, profound learning, and, at times, significant emotional struggle.

Since January 3rd, I have applied to well over 750 job postings. This sheer volume has provided a unique vantage point into our current hiring landscape. I've spent these past months actively engaging with my network, making personal contact with many of you, and forging new connections. I've had countless conversations, some leading to moments where I thought for sure I had landed that next great opportunity, only to be met with the disappointment of a different outcome. As I review the hundreds of roles I've applied for, each one a hopeful step forward, I'm reminded of the sheer scale and often unpredictable nature of this terrain.

This journey has illuminated some systemic realities of today's job market that are worth discussing:

• The Unseen Gatekeepers: Application screening technology is often the first hurdle. HR teams (sometimes called "People Success" teams) increasingly rely on these tools, which, while efficient, often filter out highly qualified candidates before a human even sees their application. This lack of human interaction at the initial stage can be a significant barrier for many.

• The Illusion of Opportunity: I've observed that not all job postings represent genuine, open positions. There are often two common scenarios, both of which can create misleading impressions and leave applicants with false hope:

  • Identified Candidates: Companies may have policies requiring external job listings, even when a hiring manager has already identified a candidate for the role. This practice, while often policy-driven, can inadvertently create negative impacts. The identified candidate may get hired by another organization due to unnecessary delays, leaving the hiring manager without the team member they knew they could trust. Meanwhile, applicants (both internal and external) who genuinely match the criteria invest time and hope in a role that was never truly available. These are just two of the negative impacts I am highlighting; there are several more.

  • Market Research: Particularly with consulting firms, job postings can sometimes be used to gauge market salary expectations for potential future projects, rather than for immediate hiring. When a company chooses to post a listing without a genuine intent to hire, it creates a misleading impression for the job market and the broader business community. While sometimes labeled a "common practice," it raises questions about transparency. As I reflected in my recent post on avoiding Groupthink, blindly following such practices can inadvertently erode trust in the very organizations People Success teams represent.

• The Silence of the Process: Roughly 65-70% of all the job postings I applied for yielded no feedback whatsoever regarding the reason for non-selection. This lack of communication, while perhaps efficient for recruiters, leaves applicants without crucial insight and, frankly, without the common courtesy of a response after their time and effort invested.

• The Power of Connection: Navigating these automated screens and opaque processes has underscored a crucial lesson: having and making personal connections is more vital than ever. It's often the essential step to bypass the technical filters and gain genuine human interaction. As part of your consideration of applying to a job listing, I encourage you to check out the hiring company and its leadership team. Most of the time, you can do that on the company’s website. See if there is something in the company’s publications, blog posts, or LinkedIn threads where you can help the leadership team know that you can help resolve a specific hurdle they may be facing. Consider writing a professional email and/or LinkedIn invitation for connection with your personalized note on how you can help them achieve their goals.

In the end. I have landed my next job. More on that later.

Over these next four weeks, I will be sharing a series of posts on the lessons I have had to learn, absorb, and apply in my own life throughout this journey. These are not just theoretical concepts; they are insights forged in the crucible of real-world experience, in the moments of hope, the depths of frustration, and yes, even times of despair.

I am sharing this today to let all who read these posts know that this series is as much self-talk and self-help for me as it is intended to guide and support others who may be navigating similar difficult terrain. I hope that by openly discussing these lessons – from pushing through discomfort, anger, angst, and even bitterness when things feel unbearable, to understanding why the "long way" is often the true shortcut – we can all find strength, clarity, and resilience on our paths.

Stay tuned for the first post next week.

Avoiding "Caesarification": The Power of Humble Leadership

Marcus Aurelius, the Roman Emperor and Stoic philosopher, offered a profound caution about the seductive allure of power: "Beware of becoming Caesarified, dyed in purple. It does happen. Keep yourself simple, good, guileless, dignified, unpretentious, devoted to justice, pious, kind, affectionate to others, and resolute in carrying out your proper tasks. Strive to be and remain the kind of person philosophy would have you be.

This isn't merely a historical warning. Aurelius, a leader himself, understood the corrupting influence that high office could wield. When I think of "Caesars," my mind often goes to Julius and Augustus, but Aurelius was keenly aware of those closer to his time – figures Caligula, Nero, and Domitian; Each, in their own way, allowed the immense power of being Roman Emperor to lead them down dark, destructive paths.

While our modern leadership roles may not involve empires or legions, the warning still rings true. Leadership can often be subtly associated with ego and self-aggrandizement. Aurelius's words serve as a potent, timeless reminder of the enduring importance of humility and integrity.

The "Caesarification" Trap:

"Caesarification" encapsulates the insidious process of becoming consumed by power, vanity, and the superficial trappings that can tempt us when we're given a leadership title. Whether it's "Manager," "Director," "Vice President," or any other elevated designation, there's a powerful pull to lose sight of our core values. This "Caesarification" is a stark warning against becoming detached from the very realities of those we are meant to lead.

In today's world, this trap can manifest in several ways:

• Ego-Driven Decisions: Prioritizing personal gain, recognition, or ambition over the genuine well-being of the team or the organization's mission.

• Arrogance and Detachment: Becoming isolated and inaccessible, losing touch with the daily concerns, challenges, and aspirations of those being led.

• Abuse of Power: Using authority for personal advantage, to intimidate others, or to suppress dissenting voices.

• Loss of Integrity: Compromising ethical principles or personal values for short-term gains or to maintain an illusion of perfection.

The Antidote: Virtuous Leadership:

Aurelius offers a clear and powerful antidote to "Caesarification": the deliberate cultivation of virtues that ground and guide effective leadership.

• Simplicity: I've heard this expressed in a few ways, like "Keep the main thing, the main thing" or "Don't major in the minors." The core theme here is the immense value in avoiding unnecessary complexity and focusing relentlessly on what truly matters for your team and your mission.

• Goodness: As Dr. Jordan B. Peterson once profoundly said, "I've spent some time thinking about trust like I actually think that the only true natural resource is trust, that if people trust each other, they can make the desert bloom." Acting with integrity and unwavering ethical principles is absolutely core to building that invaluable trust.

• Guilelessness: Transparency, or the lack thereof, can be sensed by others long before we even realize it. Being sincere and transparent in our interactions goes a long way in inspiring others to genuinely want to follow us. Remember, if you merely have a title but no one truly wants to follow you, you are not a leader.

• Dignity: Unchecked and misplaced emotions can quickly create an atmosphere where new ideas and genuine growth are suppressed. Maintaining composure and respect for oneself and others is a vital foundation for fostering growth, encouraging innovation, and strengthening team cohesion.

• Unpretentiousness: At our core, we are all just people. We all have unique strengths and inherent weaknesses. We all "put our pants on one leg at a time." Remaining humble and grounded, regardless of your position or title, is incredibly powerful. You'll be amazed at how much you can learn, gain, and grow by simply being genuine and approachable.

• Devotion to Justice: Your team will know, instinctively, if and when you're willing to "go to bat" for them. They need to know that when you institute or live by the rules, you ensure they are applied equally to everyone. Upholding fairness and equity in all decisions means you do not show favoritism towards those who fail to meet established standards.

• Kindness and Affection: Take the time to genuinely get to know those in your care on a personal level. You don't need to be their best friend, or even anything more than just friendly. But showing empathy and compassion towards others lets them know they matter and that you truly care about them as individuals.

• Resolute in Proper Tasks: This one can be among the more difficult for me personally. I have a natural tendency to want to fix everything myself. I am continually learning to let go and trust the professionals who are properly delegated to their roles. Ensuring a proper set of duties and tasks for specific roles is key to preventing individuals from becoming overwhelmed. It's equally key to stay focused on one's own core responsibilities and duties.

Practical Applications for Modern Leaders:

Cultivating these virtues isn't abstract; it requires deliberate practice. Here are some practical ways to apply Aurelius's wisdom today:

• Practice Self-Reflection: Regularly assess your actions, decisions, and motivations to ensure they consistently align with your core values. I've found that I can only truly do this if I carve out a specific, regular time each week where I can be quiet and genuinely review what I have done and how I responded.

• Seek Feedback: Actively solicit honest feedback from your team members and colleagues to gain genuine insights into your leadership style and its impact. For this to be truly successful, it is absolutely important to surround yourself with people who are comfortable telling you uncomfortable truths and observations.

• Stay Grounded: Actively maintain connections with people from diverse backgrounds and perspectives, both inside and outside your professional circle. This is key to effective leadership; I do not want myself surrounded by groupthink. I want people who are willing to come at things from a different angle.

• Prioritize Service: Focus intently on serving your team and the organization, rather than seeking personal glory or recognition. Some refer to this as "Servant Leadership." However, I caution that Servant Leadership can inadvertently lead to your being a doormat and getting walked all over if you fail to set appropriate boundaries and consistently hold both yourself and others accountable for their actions.

• Embrace Humility: Acknowledge your limitations openly. As a leader, you will not have all the answers, nor will you always be the most technically astute person in the room. Be willing to admit mistakes. If you seek to come across as perfect, the reality is that you will inevitably be seen as a phony or a fraud.

• Live Your Values: Let your actions consistently reflect your core beliefs and principles. Practice what you preach. Do not ask anyone to put in extra work if you are not willing to put in that same effort yourself.

The Legacy of Virtuous Leadership:

By embodying Marcus Aurelius's virtues, you can create a culture rooted in trust, mutual respect, and genuine collaboration. This approach inspires others to strive for excellence and contribute meaningfully to a greater purpose. By consciously striving to avoid "Caesarification," leaders can leave a lasting legacy of positive impact that extends far beyond their tenure or title.

Marcus Aurelius's timeless wisdom reminds us that true leadership is not about power or prestige, but about the enduring strength of character and unwavering integrity. By cultivating the virtues he espoused, we can avoid the pitfalls of "Caesarification" and truly become the kind of leaders who inspire positive, lasting change.

Climbing Walls: Leadership Lessons from Michael Jordan

How many of you have watched the movie The Shawshank Redemption? It is a classic movie with some lessons that can be applied to the lives we each live. One of the key messages, as it applies to my thoughts today, is around never giving up. Even if you can only take small steps, or if all you can do is barely scrape the surface today, make some kind of progress. As I am typing this post, there is one obstacle that I am facing that a few of you know about. There are moments when all I can do is breathe. I just need to make it through the next moment. I cannot look too far ahead, otherwise I get overwhelmed and my mind goes into “doomsday” thinking. Some obstacles currently seem insurmountable.

Michael Jordan got cut from his varsity high school basketball team in his Sophomore year. Yet now his name is synonymous with peak performance, as he dominated the basketball court with raw talent. He possessed an unwavering mindset, a relentless drive to overcome obstacles. In his own words, "Obstacles don't have to stop you. If you run into a wall, don't turn around and give up. Figure out how to climb it, go through it, or work around it." This quote is a profound lesson in patience, leadership, resilience, and the power of a problem-solving mindset.

The "Wall" in Leadership:

In leadership, the "wall" can take many forms:

• Market Disruptions: Many of us have seen and experienced unexpected economic downturns or shifts in consumer behavior. For me, I remember the 1970s Oil Embargo, the bursting of the Tech Bubble, the bursting of the Housing Bubble, and the shutdown due to the SARS-CoV-2 (aka COVID-19) virus. There are likely others from my lifetime that my mind has mentally blocked.

• Team Conflicts: It is important to understand your team’s dynamics. Look up and read the fable of the frog and the scorpion. That could help you understand the value of understanding unique personality traits and how they can lead to internal disagreements or breakdowns in communication.

• Technological Challenges: I have had the privilege of being associated with multiple new or upgraded business systems implementations. The reality with these systems is that change is difficult. When we have become accustomed to our systems behaving in a certain way, and that changes, it creates discomfort. Many organizations and individuals are in a position where they need to adapt to rapid technological change. This causes unease.

• Personal Setbacks: Failures, rejections, or moments of doubt. I think we all struggle here. While in the moment, it may be difficult, but items considered “failures” can be reframed as times when the learning was the most intense. The image of a Phoenix arising from its ashes represents what “failure” can truly mean. If we are living, growing, and pursuing excellence, we will experience personal setbacks.

• Organizational Resistance: Overcoming the "that's how we've always done it" mentality. Technological challenges, as mentioned above, are not the only things that create new experiences. Sometimes, business processes have to change, new leadership shows up and has new ideas for efficiencies, or a myriad of other hiccups occur in the organization that require change. Change is hard; there is a reason that there is a whole mindset and industry around Organization Change Management.

These walls or obstacles can feel insurmountable, tempting us to retreat or abandon our goals. As Jordan’s quote attests, the true test of leadership lies in how we respond to these challenges.

Climbing, Going Through, or Working Around:

• Climb It:

• Learn and grow, acquire new skills, build on existing areas of expertise, seek a mentor or coach, and explore new ways to apply your skills.

• Go Through It:

• Do not discount the power of perseverance and determination. Push through adversity, stay focused on the goal, and maintain a resilient mindset. Have the courage to face challenges head-on. Remember, sometimes a little morale boost from a friend can make a big difference.

• Working Around It:

• Discern if adaptability and strategic thinking will help. Find alternative paths, explore new opportunities, and leverage creative solutions. Keep in mind, there could be a need for flexibility in the face of adversity.

Applying this to Leadership:

• Cultivating a Problem-Solving Culture: When you have a team that is comfortable seeing challenges as opportunities for growth, their contributions might be better than something that only one person thought about. Using synergies to support one another often leads to stronger outcomes, so long as the leaders help their team overcome “groupthink”.

• Empowering Teams: As a leader, are you providing or finding ways to equip your teams with the tools, resources, and autonomy to overcome obstacles? What can you remove from their path or routine to open creative thinking?

• Leading with Resilience: Resilience is often learned by watching others successfully navigate struggles. As a leader, strive to demonstrate a positive and determined attitude in the face of adversities.

• Encouraging Innovation: Ask leading questions, one at a time, and let those you lead come up with solutions. Help them think in ways that may seem a bit “out there”. Explore new solutions.

Beyond the Wall:

Overcoming obstacles isn't just about reaching a destination; there is a lot about the journey that makes your team successful. It's about the lessons learned, the skills developed, and the character built along the way. By embracing this philosophy, leaders can transform challenges into stepping stones, paving the way for greater success.

Michael Jordan's quote is a powerful reminder that obstacles don't define us; they refine us. As leaders, we have the choice to either surrender or find creative ways to overcome the obstacles. By embracing a problem-solving mindset and cultivating resilience, we can not only climb the walls in our path but also inspire others to do the same.

Building Resilience: Your Antidote to Groupthink

Inspired by: https://www.dmrpublications.com/the-construction-and-destruction-of-culture/

Note of Interest: In 1942, Albert Camus wrote an essay titled “The Myth of Sisyphus”. In this essay, Camus argues that despite what may seem to be a meaningless existence, one must embrace struggle and find meaning in the act of rebellion against the absurd. In the end Camus concluded that “One must imagine Sisyphus happy”, suggesting that Sisyphus has found meaning in his relentless work of rolling the massive boulder up the hill.

Businesses in our current environment have been made to be highly complex and leaders face the constant challenge of making sound decisions under pressure. A principal threat to effective decision-making is "groupthink". This is a phenomenon where the desire for harmony or conformity in a group overrides a realistic appraisal of alternatives. As a leader, how can you build resilience into your team, allowing them to challenge assumptions, think independently, and ultimately avoid the pitfalls of groupthink?

Understanding the Root of the Problem

To address groupthink, it's crucial to understand its underlying causes. I recently read a saying, "Remember that emotion drives bias. Bias drives belief. Belief drives behavior. And behavior determines our outcomes." Pause here for a moment. Think about how significantly our emotions shape our biases. Emotions have a profound influence over what we believe to be true. These beliefs often guide our behavior, which ultimately determines the results we achieve. When team members are afraid (a deep-seated emotion) to express dissenting opinions due to fear of conflict or rejection, groupthink usually takes hold, and your team's ability to make objective decisions is compromised.

The Power of Resilience

Resilience, the ability to bounce back from adversity, is a critical skill in business and everyday life. Resilient teams are better equipped to handle setbacks, adapt to change, and overcome fear and challenges. When team members are resilient, they tend to:

• Challenge assumptions: They feel safe and emboldened to question the status quo. They are comfortable offering alternative perspectives, even when those perspectives differ from the majority.

• Embrace healthy conflict: They understand that vigorous, healthy disagreement leads to better outcomes and are willing to engage in constructive debate.

• Learn from failure: They learn that what can be viewed as a setback is a chance to better prepare for next time, enabling opportunity for growth and improvement, rather than being a source of shame or blame.

• Maintain objectivity: They are more likely to rely on truth and objective facts, and less likely to be swayed by emotional appeals or potential personal bias.

Coaching and Mentoring for Resilience

As a leader, you fulfill a vital role in coaching and mentoring your team to develop resilience. Consider the following strategies:

• Create a space for building confidence: Foster an environment where your team members understand that they will feel uncomfortable expressing their opinions, and that is okay. Constructively share those views and thoughts, even when the conversation might seem awkward or unpopular. Encourage open communication, active listening, and respect for well-thought-out viewpoints.

• Promote self-awareness: Help team members understand their personal biases. Encourage them to reflect on how emotions might be influencing their thoughts and decision-making.

• Develop critical thinking skills: Coach, Mentor, and teach team members how to evaluate information objectively, identify logical fallacies, and construct sound arguments.

• Encourage experimentation: Give your team room to take calculated risks and try new approaches. Help them reframe what they might call “failures” as learning experiences and opportunities for growth.

• Provide support and encouragement: Offering support and encouragement is particularly important during challenging times. Embrace the wins, both big and small. Show recognition for efforts to develop resilience.

• Model resilience: Strive to be a living example. As a leader, your behavior sets the tone for your subordinates. Demonstrate resilience by being open to feedback, admitting mistakes, and bouncing back from setbacks with a “let’s get after it” attitude.

By prioritizing resilience, you can help lift your team above groupthink. This will lead them to make better decisions and achieve greater success. Remember, building resilience is unending; it requires patience, commitment, and a genuine belief in the potential of those in your care.