We’re looking forward to co-hosting tonight’s #BEaLEADER Twitterchat as @PrPinkPonies/@PrettyPinkPro and our networks from Meetup.com, Etsy, USC et al…
“How do you manage people who are better than you?”
There Is An I In Team: HBR Presentation w/ Mark De Rond and Angela Herrin
I listened to a recent web presentation provided by the Harvard Business Review titled, “There Is An I In Team”.
I’m fascinated by collaboration among team members as a result of having had a couple of long term boyfriends who played Division I sports (Hot!).
It made very little sense to me in college that men can experience anger and frustration with a teammate or rival, duke it out, then grab a beer and hang out as friends the following day.
They seemed to be able to separate their roles on their teams from who they are off the team. But, how?!?!?
These abilities — a) getting over setbacks and moving forward, and b) separating one’s role on and off his/her team — are paramount to one’s chances of success in large organizations (i.e. Professor Xavier’s school for the gifted, or if you prefer reality, large world class corporations).
The HBR presentation I mentioned is one of the better studies on how the best teams function, what makes teams effective, and how to manage teams to accomplish wins. De Rond takes his observations of university rowing teams and boat races to examine coordination between team members.
One insightful observation De Rond discovered in the results of team surveys is that high performers typically underestimate their own teammates**. And, as we all have experienced, this makes high performers or those who are highly intelligent dismissive of others.
If this is true, what can we do to exploit the value high performers can provide while mitigating the risks these high performers’ behavioral tendencies often cause?
Surprisingly, the answer isn’t found by forcing all team members to get along. It turns out that expressing emotional experiences and venting to teammates create winning performance***.
While most of us define team harmony as an absence of competitiveness between members, this is only half of the story. Competition (“lack of harmony”) cannot truly be forced out of individuals because it is innate. If suppressed, competition resurfaces in more destructive forms under the radar of team leaders and creates more dysfunction than if they were acknowledged, accepted and resolved in a psychologically safe and moderated space.
My favorite take away from this presentation is this:
Harmony cannot be forced in teams. Harmony is created naturally when teams experience wins and achieve great things through collaboration with one another.
I’m often cut off mid-sentence and asked, “But..what do you wanna do?”.
Fair enough question.
(SPOILER: There are no images in this post)
It isn’t as if I responsibly mapped out my professional trajectory like I was taught to do…Instead, I followed my heart (whatever that means) and learned important lessons along the way. But, that doesn’t help clarify things, does it?
How silly was I to add “passion” to the bulletpoints on my resume? The entire Dalek population would explode attempting to grasp this concept.
That said, using a wordcloud tool has failed to capture the essence of the value I can add to any organization – instinct, experience, heart, loyalty, intuition, perserverance, empathy, connection, et al…These terms are not trending on LinkedIn — Google alerts would’ve informed me, and I just checked.
So, since my unorthodox list of accomplishments are invisible to search engines (and, incomprehensible to Daleks), I decided to explicity define “success” for myself as a courtesy to my new friends and acquaintances.
Here is what my point B looks like:
*You’re having your A.M. coffee while reading about the biggest networking event of the year on a page in the WSJ.
(Blurb for one of many well-known international events)
The text reads:
Notable Speakers include:
Abby Joseph Cohen one of the most respected figures in investing circles and is the chief US investment strategist for Goldman Sachs Group, Inc.
Anna Wintour, Editor-in-Chief, Vogue
Carrie Fisher, Actress best known as Princess Leia
Sarah Blakely, CEO & Founder, Spanx
Genevieve Bos, Founding Publisher, Pink Magazine
Sheila Kahanek, former Accountant, Enron.
I hope that helped clarify some things for you.
Have a great weekend!!!
*end scene;P(SPOILER: To be continued…)
— HBR Exchange (@HBRexchange) May 25, 2012
[<a href=”http://storify.com/hbrexchange/hbrchat-overcome-your-work-addiction” target=”_blank”>View the story “HBRchat: Overcome Your Work Addiction” on Storify</a>]
HBR Twitter chats: #HBRchat
Look at the last thing you bought, what problem did it solve, what benefit did you buy?
— Ronald Skelton (@ronaldskelton) May 6, 2012
How much thought do we put into where we spend our time, energy and money? Do you consider how the product in your shopping basket got to your hand? How was it manufactured? Whose idea was it to create this? What was intended when the decision to produce the product was made?
Let us know — do you think it matters???
We encourage you to pause and think about what message you’re helping create each time you make a purchase or decision. What you buy makes a bigger statement than you think — it supports ideas, practices and institutions. Be smart. Choose wisely.
Thanks for stopping by.
All the best,
Below is a link to the recent #HBRchat (Twitter discussion forum) with Harvard Business Review.
This popular weekly chat is moderated by @HBRexchange. One of the more engaging chats on Twitter.
If you have a moment to follow the transcript from yesterday’s chat to see how it works, we’ve provided a link below.
Yesterday’s chat was especially interesting in that everyone had varying perspectives on whether or not and how much rivalry affects productivity in professional teams. Good exchange by all.
Have a wonderful weekend!!!
HBR Twitter chats: #HBRchat
— HBR Exchange (@HBRexchange) April 27, 2012
What 3P had to say:@UneFrancofille @MikePWeiss re: competition should stay “on the field”. Separate professional from personal. #HBRChat
Rivalry is selfish; Your responsibility is to do what’s best for your entire team — not undermine it. #HBRChat
@svsashank : #Agreed. Leaders are obligated to create a culture of professionalism and integrity. #HBRChatHBR:Workplace rivalries can be so destructive, it’s not enough to simply ignore, sidestep, or attempt to contain them. Instead, effective leaders must turn rivals into collaborators—strengthening their positions, their networks, and their careers in the process. In fact, it’s important to think of these relationships not as chronic illnesses you have to endure but as wounds that must be treated in order for you to lead a healthy work life.
This week’s #HBRchat is based on the HBR article “Make Your Enemies Your Allies” by Brian Uzzi and Shannon Dunlap. http://hbr.org/2012/05/make-your-enemies-your-allies/ar/1
Q1. Have destructive workplace rivalries affected your career? How?
Q2. How can you redirect a rival’s negative feelings towards you?
Q3. Have you ever had success working with a one-time rival or seen others?
Here’s the link to HBR’s chat, Turn Your Enemies into Allies: http://storify.com/hbrexchange/hbrchat-topic-april-26-turn-your-enemies-into-all
|“Cool, Determined and Under 30” (via Inc. magazine)|
Tonight we met inspiring local entrepreneurs who create and sell handmade goods via their online store on Etsy. These Los Angeles creatives utilize technology and the platform provided by Etsy to lead teams of like-minded sellers.
We don’t necessarily think about the handmade goods seller when the word “entrepreneur” is used, however, these small business owners aren’t sitting around bedazzling for nothing — they make it rain!
Stay tuned for more feedback and some background on the L.A. – based Etsy Entrepreneurs in an upcoming post!
I often revisit this conversation between Malcolm Gladwell and television journalist, Robert Krulwich where they discuss what defines a “genius”.
This conversation looks at the following topics and questions:
- Is it “good” to segregate the superstars from the average stars?
- What makes Tiger “Tiger Woods”?
- What if it was a rule that we couldn’t ask one another from which university we graduated?
- What is the “selection effect”?
- Is our education system “…run like a modeling agency”?
(If you don’t have a flash player, please use this link to view the interview. Thanks for stopping by.)
We chatted tonight with Jeff Rickard (@RickardonSports) for tips and tools from the world of sports.
This is an ongoing discussion we encourage others to discuss. Here’s the link:
#3pcwin TweetChat at: http://tweetchat.com/room/3pcwin
Seize each opportunity!!
You were known as a focused player who wasn’t very personable. Did that hurt your career?
Well, it had a negative effect on how I was portrayed. But I had no one to explain the value of public relations to me. When I was in college, there was such an intense demand from the press that John Wooden said they couldn’t talk to me at all. So that was what I took for normal going into the NBA. Being at the top of my game and working as hard as I could for the people who employed me—that was my primary focus, and everything else was secondary. So I didn’t always respond to social situations in a pleasant way. When it came to talking to people, I was kind of reserved. But shyness is something you have to overcome. Later in my career, I started doing a lot better relating to fans and talking to the media. I think that’s continued to improve in my retirement.
Excellent interview with Kareem Abdul-Jabbar and Harvard Business Review. This interview highlights elements of success and transcends industries beyond sports. We continue to explore lessons from athletes on tonight’s #3PChat with @RickardonSports. Please follow and ask questions using “#3PCwin”. Thank you.
This interview discusses:
- Why PR matters in addition to your team’s results.
- What role managers play in development.
- Being multi-dimensional
- How to play with Magic.
- How being described as “difficult” hurts your game.
- Improvement in general.
- Being accessible.
- How to market and sell yourself.
- Et cetera…
We highly recommend this interview with Kareem as he reflects on his trajectory as he evolved from a great player to a winning player on and off court:
Some consider the art of dressing, fashion and styling as a superfluous use of one’s time and energy. They’re right. Fashion can be overthought and when combined with the forces of retail marketing, fashion can result in addiction to consumption.
The Hollywood cliché of the teenage girl’s obsession with her image, shopping with her friends and becoming an over-accessorized one dimensional version of her true potential stems from a very real power fashion magazines, shows and other media have on our values. It can be a limiting existence to live life pursuing an impossible opportunity to become another Kardashian sister.
However, if taken seriously without being obsessively vain, the art of dressing becomes a tool for the sophisticated individual. Fashion – or, in the case of our topic, dressing – is akin to a product’s packaging in that it serves several important roles.
We liken the importance of dressing to the importance of a container; both are extensions of the product itself and both help create a product’s appeal, ensure its preservation, and operates as a means of communication between the brand and its target market.
If you open most books about packaging, you’ll learn that an effective package provides a product with the following:
As a professional possessing valuable skills and talent to offer the world you, too, are a product that needs to be packaged appropriately to appeal to the audience you aim to reach.
Think about it. If a product’s packaging didn’t accurately reflect its contents, how would the buyer react upon discovering that the delicious marshmallows he brought home from the store were instead a package of raw tofu???
Being inappropriately ‘packaged’ will result in disappointments.
Proper Packaging: clothing that serves its purpose
So, how exactly do we package ourselves? Glad you asked.
Dressing up or down (or not at all) can be fun. However, when functioning in society, there are responsibilities we must honor before fulfilling our desire to amuse ourselves and do whatever we’d like without regard for rules.
Like a product’s container, our clothing must serve its primary functions before it acts as an extension of our individuality and brand’s message. Typography is useless on a box that doesn’t properly secure the eggs on its way to your kitchen from the grocery store.
In other words your clothes have responsibilites. Your clothing need to fulfill their responsibilities before they can scream, “Louis Vuitton!”.
As a courtesy, we’ve developed a guideline in the form of a checklist to make sure your outfit is at the very least serving its primary purpose.
1. Containment – Does it sufficiently contain and cover its contents?
2. Protection – Is your outfit appropriate for the environment, weather, social context you’ll be wearing it to? (i.e. flip flops outdoors during a snowstorm, etc…)
3. Convenience – Does your clothing allow you to move comfortably and with ease? Does it fit you properly? Will you have difficulty performing at your optimum level in these clothes?
4. Information – What message does your clothing communicate to society as a whole?
5. Marketing – Are you wearing any symbols or styles that will connect with the specific group you wish to appeal to? Will your market be attracted to you given how you are presented?
(To be continued…)
I receive applicable and straightforward career advice by listening to the Manager Tools, LLC podcast.
One of the topics I found most useful is what hosts, Mark and Mike, refer to as “behavioral diversity”. In simple terms, behavioral diversity refers to the concept that our tendencies are some combination of four broad categories represented by the letters D,I,S & C in the DiSC model.
I won’t go into DiSC theory here as it is lengthy and there are better resources of information for this behavior identification model. You also have to take a test to better understand your own behavioral profile.
That said, if you’re already somewhat familiar with DiSC, the outline we provide in this post (below) of the basic behavior types may serve as a useful communication reference guide.
As Mark often says (via Drucker, perhaps), “communication is what the listener does”.
Meg & the Ponies
Please note: the DiSC information was published and is owned by
© 2012 Manager Tools, LLC. All rights reserved
The piece attached in this post was produced by RHR International (@RHRIntlLLP), an organization dedicated to improving the performance of individuals, teams and business organizations.
We find the study to be unique in that RHR uses quantitative research and analysis to better understand how internal experiences are demonstrated in outward the leadership behavior of women in executive levels.
“We explored the internal psychological processes and resources of women leaders – “their inside,”
and how that interacts with “the outside” to create the experience of being a woman leader.”
Link to the article: Executive-Women-Leadership