Change is Inevitable, but it's sad when it happens.

“Change is inevitable. Change is constant."
Benjamin Disraeli

In the nearly three years that I have been blogging at Lead Quietly, there have been countless changes in the makeup of the blogosphere.

Yes, blogs come and go and most of this activity goes unnoticed. In reality, the loss of a single blog from among 126 million isn't worth mentioning. Unless it is a blog that you cherish.

I am saddened by today's "game over" announcement at Joyful Jubilant Learning.

I have never met or talked to Rosa Say but she has influenced my thinking immensely. It started when I cited her work in May 2007 in my fifth post on Lead Quietly titled, 12 Rules for Self Leadership. I was amazed that Rosa visited my blog on the same day and left a comment. At that moment I was hooked on the concept of blogging as a form of learning and community.

In the final post at JJL, Rosa asked us to share a favorite post. In her words,

Point to a post you fondly remember in our archives, and share what the reading of that post may have contributed to your learning.

In July 8, 2007, I posted "It's All About Learning" and in the link I cited 7 Wonders of Joyful Jubilant Learning, the JJL collaboration to assemble 777 learning links to commemorate the date 07/07/07. Nearly three years later, a review of the collaboration is still a great learning experience. Just as important to me, as a novice blogger at the time, this post introduced me to several great thinkers and communicators that I still follow today, including David Zinger, Joanna Young, and Phil Gerbyshak.

Thank you Rosa for leading and facilitating this important discussion. And know that I will continue to follow your efforts wherever it goes. It's all about learning.

Thanks for reading. Please Lead Quietly and keep Meshing Up
Don

Bragging Quietly

We don't appreciate when people brag. We've all been in conversations where out of the blue we hear,

"My child just made the all-star team"

or

"I just bought a new ........"

and we respond by rolling our eyes.


On the other hand, there are other individuals in our lives where we might know the same information but it was presented in a manner that didn't have us rolling our eyes.

What is the difference? It appears that some people have mastered the art of bragging. What is the difference?

A review of the British Psychological Society Research Digest blog recently revealed a research study conducted by Dr. Nurit Tal-Or from the University of Haifa that provides an answer and insight to our question. Her research measured the impact of bragging approaches conducted in a study of over a hundred undergrads. The study offers "some insight into how to brag without coming across as big-headed."

The differences in approach came down to the simple notion of context. Quoting from the digest where Avi, a bragger and the study's subject, is bragging about his "A" grade on an exam,

The crux of it: context is everything when it comes to boasting. If Avi's friend raised the topic of the exams, Avi received favourable ratings in terms of his boastfulness and likeability, regardless of whether he was actually asked what grade he got. By contrast, if Avi raised the topic of the exams, but failed to provoke a question, then his likeability suffered and he was seen as more of a boaster. In other words, to pull off a successful boast, you need it to be appropriate to the conversation.

The research suggests a concept that we easily recognize. If you are boasting in context to the current conversation, you pass. If you boast "I bought a new (insert a favorite toy)!" without prompting or out of context, you will appear big-headed. Although, I am convinced that many of the hero-types in our midst might not mind appearing big-headed, big-headedness doesn't seem like a meshable, lead quietly type of posture.

Thanks for reading. Please keep meshing up and when you brag, keep it in context.

Don

FYI: My #themeword for the year is Mesh.

My #ThemeWord for 2010: Mesh

I want to Mesh up in a big way!

I learned and was inspired by the work of fellow blogger Jim Harris when he posted My #ThemeWord for 2010: KARMA on New Year's day. He introduced me to the concept of a #Themeword as an alternative to a New Year's resolution.

The challenge is simple and yet challenging. Think of a single word that reflects your hopes and dreams for the year.

I agonized about this for days. My whiteboard is fully covered with #themeword nominations.

For awhile, I gave up on a single word thinking that I would need six words. I would cite the work of Rajesh Setty in his Life Beyond Code blog where he proposed a six word elevator pitch. I could make it work with six words.

A couple days later, my reading exposed me to Seth Godin's What Matters Now (download the ebook). I'm a fan of Godin. He has this ability to start a conversation that is insightful, relevant, and contemporary. In his ebook, he compiled the word ideas of seventy big thinkers including the likes of Tom Peters, Chris Anderson, Guy Kawasaki, Dan Pink, and more. I was mesmerized by the book.

On page 71 I found my #Themeword, Mesh.

Written by Lisa Gansky, the word immediately found meaning with me. Here are some highlights from her short work.

• Some things are best shared.
• Quality of life is moving distinctly away from what we own.
• Access trumps ownership.
• Mesh will reshape how we go to market, who we partner with and how we find customers.

As I connected with the idea, I found that expanding on Lisa's thoughts was easy.

• Mesh suggests new levels of collaboration where every voice is welcome.
  
• Mesh promotes learning and sharing.
  
• Mesh suggest a balance of opinion and thought. Don't you wish the partisanship of Congress could be replaced with Mesh.
• Mesh proposes great community, perhaps Seth Godin-like Tribes who share a passion.
• Mesh seems consistent with our Mashup capabilities that combines technology, data, functions or ideas. Let's bring it all together.
• Mesh brings an element of transparency. You can see through mesh. It is not about hidden process or decision.
• Mesh might actually suggest a network that exists at the intersection of learning, sharing, collaboration, and problem solving. There could be millions of intersections in a mesh.
• Mesh is a "we" not "me" approach to problem solving.
• Mesh proposes action for the greater good.

My #themeword for 2010 is Mesh. I aspire to mesh and be meshed. I will try to be meshable. At the end of the year, I hope I can say, "I meshed up."

Interested in participating in the #themeword tradition? Follow these three simple steps:

1. Think of a word that reflects your hopes and dreams for 2010
2. Share your theme word with friends on Twitter, Facebook, or your blog
3. Be sure and use the hashtag #ThemeWord

Thanks for reading. Please lead quietly.

Don

Military commander calls for quiet leadership

I was intrigued yesterday by recent comments by Admiral Mullen, Chairman of the Joint Chiefs of Staff on his recent trip to Afghanistan.

Each soldier is going to have use leadership in the fight, the chairman said. They are going to have to learn all they can and make important decisions.

“I want to encourage you to do that: to lead quietly, to lead [while] listening, to lead [by] understanding what the challenges are for these people,” Mullen said. “Because in the end, they want to raise their kids to a higher standard of living, [and] they’d like to do it in peace and security, just like you and I.”

via defense.gov

On the surfact, his call for leadership does not seem very military-like but seems appropriate for the times and mission.

First he is asking for every solder to lead. This is a great example of "anyone can lead" when you consider the strict chain of command that the military makes famous. You don't need a title to lead, you don't have to be an officer.

Secondly, I appreciate his call for quiet leadership and interpret this as a call for a calmer more sane approach to the Afghan situation. He describes the importance of listening and understanding. It is very different from the command and control approach that many leaders define as leadership.

The quote gives me a new perspective on the renewed mission in Afghanistan.

This information came to me via a Google Alert that I have set up that alerts me when the phrase "lead quietly" is used on the web or news. I was pretty surprised to see the military reference.

Thanks for reading. Please lead quietly even if you are in the military.

Don

Posted via web from Intersectable

The Best Leaders are......

Introverts. They draw on important strengths that extroverts may not have.

The intersection of leadership and introversion doesn't get much attention. The reality of our world is that many people just expect leaders to be charismatic heroes, General Patton-types who rally the troops and lead the charge. But as you have read in this blog numerous times, "You don't have to be a hero to lead! Leadership is a choice"

Executive coach Jennifer B Kahnweiler indentifies the important leadership strengths that introverts have in a recent article on Forbes.com. As an introvert, I totally concur with these strengths and propose that the world might be a better place if we seized more leadership opportunities.

Here are the key characteristics that Kahnweiler identifies that may make an introvert a better leader:

1. They think first, talk later.
2. They focus on depth.
3. They exude calm.
4. They let their fingers do the talking.
5. They embrace solitude.

Please read the article. In the end it reminded me of one of my favorite introvert quotes that comes from Jonathan Rauch, writing in The Atlantic,

If we introverts ran the world, it would no doubt be a calmer, saner, more peaceful sort of place.

Kahnweiler's article is also suggesting that quiet leadership could be better, more leaderful. You don't have to be a charismatic hero to lead.

Thanks for reading. Introverts can make the best leaders.

Four Simple "Shared" Ideas for Building Community

I'm into simple and concise ideas about leadership.

This even applies to more complex leadership challenges like community building where I have written previously on simple concepts for community building. For example:

Building Community - Trust Begets Trust
Cites the work of Kouzes and Posner in The Leadership Challenge where the authors identify trust as a foundation for community and teamwork.

Building Community: Thank you as a way of leading
Proposes gratitude as an easy and remarkably powerful step in building the type of community that is essential for successful teams.

Building Community with Giving
Suggests that giving and service are key ingredients to building community across teams.

Becky Robinson at the Mountain State University LeaderTalk recently posted four simple ideas for community building. Her ideas were both "simple" and accessible.

Here are her four points along with my comments and links to my previous posts:

Shared relationships. People feel part of a community when they are well connected in relationships... leaders facilitate this interconnectedness. The more people are interconnected, the more likely they are to have a sense of community.

Get to know the people around you. To me, it starts with knowing about their families and names of spouses and children; it allows you to connect quickly.

Sustain the interconnectedness with smiles and gratitude.

Shared experiences. When people participate in activities together, collaborating as a whole or working in small groups, relationships have a chance to grow. Even after the activity is over, shared memories with others can contribute to a sense of community.

Draw people into your plans and tasks. Collaboration doesn't have to be hard. But is starts best with questions and listening; not telling. Also, let's dispel the myths that collaboration takes longer or suggests that a leader is soft or weak.

Shared goals and purpose. As people rally around a shared cause or goal, a sense of community builds. People feel emboldened by others who are working toward the same purpose.

I have previously cited the work of Kouzes and Posner who describe the importance of a shared vision across a team or organization. They suggest in their work, "Remember that leadership is a dialogue, not a monologue.... it's about developing a shared sense of destiny. "

Shared achievement. People enjoy being a part of something bigger than themselves, knowing that their contribution makes a difference. Leaders who recognize a groups' effort build community.

I feel that celebration should be an important element of the gratitude shown by an organization. As I have written before Gratitude is Transformational.

Becky's community building list is a perfect way to remind leaders that building community doesn't have to be hard.

Thanks for David Zinger for his Tweet that shared this nice list.

Thanks for reading. Please lead quietly. Don

Posted via web from Intersectable

Are You an In or an Out Leader? - Gill Corkindale - HarvardBusiness.org

How much time and energy are you spending in (or with) your team and how much time out in the wider organisation? It might seem like a simple question, but executives rarely take the time to think about it. It's important to do though, because this single question could answer many other questions that you — or your boss — have about your style and effectiveness.

Executives usually have a preference for one arena, which can be reinforced by their role, their personality, or even the corporate culture. A quality control manager, for example, would naturally be more inwardly focused while a communications director would roam across the business. Both roles would attract different personalities. Similarly, some organisations are structured as, or have developed into, silos due to the nature of their business or markets. Examples might include law firms, where separate practices evolve to serve clients in specific areas.

My suggestion is that executives need to balance the time they spend in both the In and Out arenas if they are to be effective.

via blogs.harvardbusiness.org

I liked Gill's label of In and Out Leadership. In my comment on the post I wrote:

I appreciate the thoughtful post and the distinction between In and Out Leadership and the need for balance.

I have this notion that the line that you draw between In and Out could also be positioned differently along different definitions. I think of one alternative as a line drawn between "we" and "me" leadership. You might identify leaders who fail to focus on the "we/inner" needs of the team by focusing on their own advancement or ego/"out" leadership needs. In this case balance is also required.

Regardless of where you draw the line, I like the distinction between In and Out Leadership.

The key seems to be balance.

Thanks for reading. Please lead quietly and stay balanced.

Posted via web from Intersectable