LEADING STRATEGIC CHANGE in TURBULENT TIMES · 2009-10-30 · “Culture eats strategy for...
Transcript of LEADING STRATEGIC CHANGE in TURBULENT TIMES · 2009-10-30 · “Culture eats strategy for...
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LEADING STRATEGIC CHANGE
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LEADING STRATEGIC CHANGEin TURBULENT TIMES
© James G. ClawsonNCSL Chicago, ILOctober 2009October, 2009James G. ClawsonDarden GSB, University of Virginia
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Our Agenda
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© James G. Clawson
Our Agenda
1 Strategic Challenges & Leadership Implications1. Strategic Challenges & Leadership Implications2. Leading Self3 Leadership Level Techniques3. Leadership Level Techniques4. Your Leadership Foundation
Overnight Break
5. World Class Performance6. Conclusion
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Turbulent Times Turbulent Times 3
© James G. Clawson
for our Generationfor our GenerationPopulation GrowthPopulation GrowthEnergySustainabilityClimate ChangeClimate ChangeWaterReligious Conflict & TerrorismGlobal Communication ExplosionGlobal Communication ExplosionDrugsImmigrationTechnology Advancements (includingTechnology Advancements (including weaponry)HealthcareImploding Global Economy—p g yfluctuations likely to continue
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© James G. Clawson
What will it take to
deal with / deal with / lead in
turbulent times like these?like these?
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Problems: Problems: 55
The Source of Change?The Source of Change?
“ th t ti i t f ff ti “…the starting point of any effective change effort is a clearly defined business problem.” Beer, Eisenstadt, Spector—Why change programs don’t produce change. HBR
What problems do you SEE?p yWhat kind of problem is strong enough to motivate you to initiate change?to motivate you to initiate change?
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STRATEGIC6
STRATEGIC CHALLENGES
•SOCIETAL•ORGANIZATIONAL
WORK GROUP UNIT•WORK GROUP or UNIT•INDIVIDUAL
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h h llh h ll
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What challenges What challenges d f t d ?d f t d ?do you face today?do you face today?
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HistoricallyHistorically
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© James G. ClawsonHistorically, Historically, Problem Problem
LeadershipLeadershipLEADERSHIP ACTIVITY Questions AnswersLEADERSHIP ACTIVITY Questions Answers
Problem Solving Old New
Problem Finding New Old
Problem Creating New Newg
Adapted from Pathfinding by Harold Leavitt 1995Adapted from Pathfinding by Harold Leavitt, 1995
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The Structure of The Structure of 9
© James G. Clawson
Problems:Problems:WantWant--Got GapsGot GapsWantWant Got GapsGot Gaps
1. Stakeholder1. Stakeholder
2. WANT 3. GOT
Gap?
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That said, there’s an “issue” with goals and achievement with goals and achievement orientation..
•Goals tend to set up a “problem orientation” to lifeorientation” to life….
•How can problem solving be a p gproblem?
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The Problem with The Problem with 11
Problem Solving: OSCILLATIONProblem Solving: OSCILLATION
R i i h bl l d i l h Recognizing the problem leads to action to solve the problem
Leads to less intensity of the problemy pLeads to less action to solve the problemLeads to the problem remaining
False sense of security: you know just what you are supposed to do: find and solve problems. If you didn’t h bl h ld hi k b ? H ld have problems, what would you think about? How would you spend your time?
What drives the action is the intensity of the problem y pREACTIVE OSCILLATION.
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“P bl ” I l bl“P bl ” I l bl
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“Problems” are Insolvable“Problems” are Insolvable“All of the greatest and most important problems of g p plife are fundamentally insoluble…they can never be solved, but only outgrown. This “out growth”
d f h i i i iproved on further investigation to require a new level of consciousness. One higher or wider interest appeared on the patient’s horizon and through this appeared on the patient s horizon, and through this broadening of his or her outlook, the insoluble problem lost its urgency. It was not solved logically problem lost its urgency. It was not solved logically in its own terms, but faded when confronted with a new and stronger life urge.”
-- Carl Jung
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Oscillation drains energyOscillation drains energy
CentralizeC t
DecentralizeGeographyCustomer
OrganizationGrow
Acquire
Geography Organization
ContractOrganic Salesq
Diversify Stick to Knitting
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Structural Conflict Structural Conflict 14
Structural Conflict Structural Conflict leads to Oscillationleads to Oscillation
TENSION RESOLUTION
Hunger Eat
O i ht Di tOverweight Diet
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The Path of The Path of Least Least Least Least ResistanceResistance
© James G. ClawsonRobert Fritz1984, 19891984, 1989
Random HouseHouse
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Fritz’s Alternative:Fritz’s Alternative:16
Orient to the Orient to the Creative ProcessCreative ProcessD ib t l h 1. Describe accurately where you are(Collins’ “confront the brutal facts”)
2 Make a vision of what you want to create2. Make a vision of what you want to createwith your life/work. Make sure it’s something you want so bad you
WhatMake sure it s something you want so bad, you are magnetically attracted to it.
3. Formally choose the result you want.
result do you 3. Formally choose the result you want.
4. Move on (if you really want it, you will naturally ‘flow’ in that direction.)
ywant
to create?y )to create?
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Two Orientations to Two Orientations to
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© James G. ClawsonTwo Orientations to Two Orientations to Life and BusinessLife and Business
PROBLEM SOLVING▫ Reactive
CREATION ORIENTED▫ Assertive
▫ Responsive▫ Outside-In▫ Oscillating
▫ Inside-Out▫ Forward Progress▫ Creative Completions
▫▫▫
▫ [▫ [▫ [
▫▫
▫ [▫ [
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Human Human 18
© James G. ClawsonHuman Human BehaviorBehavior HABITUAL?
1. Visible Behavior
2. Conscious Thought
3. VABEs (values assumptions beliefs and (values, assumptions, beliefs, and expectations)
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Habitual Points of ViewHabitual Points of View
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Habitual Points of ViewHabitual Points of View
•Follower’s Point of View (FPV)•Follower s Point of View (FPV)•Bureaucrat’s Point of View (BPV)•Leadership Point of View (LPV)
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Th L d hi P i tTh L d hi P i t ff ViVi
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The Leadership PointThe Leadership Point--ofof--ViewView
1 Do you SEE what needs to 1. Do you SEE what needs to be done?
2. Do you UNDERSTAND all th f t l ?the forces at play?
3. Do you have the courage to 3. Do you have the courage to ACT?
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The Importance of The Importance of 21
© James ClawsonThe Importance of The Importance of Organizational CultureOrganizational Culture
“Culture eats strategy for breakfast ”breakfast. Sign hanging in the Ford Motor Company’s Organizational Change War Room
“Culture isn’t just one aspect of the h ”game—it is the game.”
Louis V. Gerstner Jr., former CEO of IBM, Business Week, 2/12/07, p. 73)p )
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Problems at GMProblems at GM22
© James Clawson
“But in working for the largest company in the industry for so long, they (“guys like Wagoner—smart, sincere, dili d d E l S ”) b diligent—modern day Eagle Scouts”) became comfortable, insular, self-referential, and too wedded to the status quo—traits that persist even now, when GM is q p ,on the precipice. They prefer stability over conflict, continuity over disorder, and GM’s way over anybody else’s They believe that hard work will overcome else s. They believe that hard work will overcome adversity, and that tomorrow will be better than today—despite four decades of evidence to the contrary. In many ways the story of General Motors since the 1960’s many ways the story of General Motors since the 1960 s is a tale of accelerating irrelevance.”
Alex Taylor III, Fortune, 12/8/08, p. 94.
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You are You are alwaysalways teaching.teaching.23
© James Clawson
Every encounter between a superior and a subordinate involves learning of some kind for the subordinate. (It h ld i l l i f th i t b t th t i should involve learning for the superior, too, but that is
another matter.) When the boss gives an order, asks for a job to be done, reprimands, praises, conducts an appraisal interview, deals with a mistake, holds a staff meeting, works with his subordinates in solving a problem, gives a salary increase discusses a possible promotion or takes any other increase, discusses a possible promotion, or takes any other action with subordinates, he is teaching them something. The attitudes, the habits, the expectations of the subordinate
ill b ith i f d difi d t d will be either reinforced or modified to some degree as a result of every encounter with the boss. . .The day-by-dayexperience of the job is so much more powerful that it tends to overshadow what the individual may learn in other settings.
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Level Level ThreeThreeThree Three
Leadership Leadership pp4e4e
Jim Clawson
Darden Graduate School of Business
University of Virginia
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The Leadership MapThe Leadership Map25
EnvironmentLegal, Cultural,Financial, etc.
p pp p
SELF
RESULTS
Financials?Customers?TASKOTHERS Customers?
Core Capabilities?Learning?
Employees?ORGANIZATIONORGANIZATION
25
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The New ContextThe New Context
We are in the midst of a major managerialmajor managerial paradigm shift…
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Global Population GrowthGlobal Population Growth6.0
5 55 5
Bio & Energy Revolution
pp
5.55.5
5.0
4.54.5
4.0
World
PopulationIndustrial Revolution
InformationRevolution
3.53.5
3.0
2.52.5
in
Billions
Th
Revolution
2.0
1.51.5
1.0
0.5
ThePlague
500 400400 300 200200 100 A.D.A.D. 100 200200 300 400400 500 600600 700 800800 900 10001000 1100 12001200 1300 14001400 1500 160016001700 18001800 19001950
20002000
Source: US Census Bureau, Population Reference Bureau, adapted fromSource: US Census Bureau, Population Reference Bureau, adapted from Breathing Space, by Jeff Davidson
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Wh h l d hi
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What are the leadership implications of those challenges?p f g
Wh t ki d f l d hi ill it t k t What kind of leadership will it take to understand, meet, and overcome those challenges?challenges?
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The world craves clarity The world craves clarity
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The world craves clarity …The world craves clarity …
And most “strategic” conversations are And most strategic conversations are fuzzy, misleading, and confusing…
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ChartersChartersLEADERSHIP
Strategy
ChartersCharters
MissionVision
Values
Goals
Values
1. Mission Statement
2. Vision Statement
3 Values Statement
4. Strategy
5. Operating Goals and Milestones
6 Leadership3. Values Statement 6. Leadership
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Charter Framework31
Charter Framework
Element Statement
Mission
Vi iVision
Values
Strategy
GoalsGoals
Leadership
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e.g. Darden School Chartere.g. Darden School Charter32
Element Statement
Mission “To better society by preparing principled leaders in the world of practical affairs.”
Vision “to be an international leader in management education widely Vision g yrecognized in the business and academic communities…”
Values Eight Core Values: action-oriented graduates, student-centered learning, integrated and innovative curriculum, supportive and g, g , ppequitable learning climate, managerially relevant research, mutually strengthening partnerships.
Strategy Teaching teams, Recruiting, Faculty-led committees, Surveys, etc.
Goals Measured by Polls, Surveys, Course Ratings, Enrollments, etc.
Leadership Deans, Area coordinators, Section Faculty Leaders, Program Faculty Leaders
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What’s your personal charter?What’s your personal charter?
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y py p
Element StatementWh t’ i i i lif ?What’s your mission in life?
Where do you want to be in 25-30 ?years?
Upon what values and beliefs do you base your behavior?base your behavior?What’s your strategy for getting to your vision?What are the interim milestones (goals) along the way?Wh ’ i t d fi th thi ?Who’s going to define these things?
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LEADING SELFLEADING SELFLEADING SELFLEADING SELF
Bob Johnson
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The dangerous The dangerous © James G. Clawson
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“outside“outside--in” nature of corporate goals.in” nature of corporate goals.100%
Assertiveness OUTSIDE
50%
INSIDE
50%
FEAR OFINSIDE REJECTION
0%
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Are you Are you l dil dileading leading your ownyour ownyour own your own life or life or living living
t idt id i ?i ?outsideoutside‐‐in?in?
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Is leading self about managing Is leading self about managing 38
Is leading self about managing Is leading self about managing time?time?
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d h
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Leadership is about managing energyabout managing energy, first in yourselffirst in yourself and then in others.
First sentence in L3L 4e page 3First sentence in L3L 4e, page 3
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Why people behave the way they do…Why people behave the way they do…
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Transcender? Locus of ControlEXIN
MEMESGENESIN
ENERGY?Generation to Generation
Key Questions
1 When I’m cold
ENERGY?
Two key legacies
NewbornChoice Theory (Glasser)1. IKWRFY2. IHARTTYWRFY
1. When I m cold…
2. When I’m hungry…
3. When I’m wet…
4 When I’m alone and afraid
Two key legacies
3. IHARTPYIYDDWRFY4. When I m alone and afraid…
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Beware your BlindBeware your Blind Spots!Spots!© James G. Clawson
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SEE NOT SEE
Beware your Blind Beware your Blind Spots!Spots!OTHERSOTHERS
SEE NOT SEE
SEEPUBLICPUBLIC PRIVATEPRIVATE
SELFSELFPUBLICPUBLIC PRIVATEPRIVATE
NOT
SELFSELFBLINDBLIND
NOT SEE SPOTSSPOTS
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Why people behave the way they do
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© James G. Clawson
Why people behave the way they do…
Will you ever become anythingWill you ever become anything more than a vessel that transmits the genes and memes (VABEs) of the previous generation on to the next?
Will you become a transcender?
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Do you understand?43
© James G. ClawsonyWhy People Behave the Way They Do
L3:ValuesAssumptions EVENTSpBeliefsExpectations
EVENTS
L2: CONCLUSIONS
L1: BEHAVIORSAY & DOFEELINGS
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Development: Development: 44
© James G. Clawson
Life is like a Symphony . . .Life is like a Symphony . . .
M lti l A t• Multiple Aspects• Multiple Rhythms• Different Movements• Different Movements• Experienced all at once• Can be coordinated and beautiful or • Can be coordinated and beautiful or
disjointed and distressing
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© James G. Clawson
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© James G. Clawson
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47
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Aspects of LifeAspects of Life
48
© James G. Clawson
Aspects of LifeAspects of Life
•Organizational• Physical Organizational
•Political• Physical
• Intellectual•Familial
•Social• Spiritual
• Emotional•Marital
Emotional
• Professional•Sexual
•Parental• Financial
• MaterialMaterial
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Physical Rhythm49
© James G. Clawsony y
27!27!
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A Personal Developmental A Personal Developmental © James G. Clawson
PhysicalSocial
Balance Balance WheelWheel
Physical
IntellectualParental
Social
SpiritualMarital
EmotionalFamilial
ProfessionalPolitical
FinancialMaterial
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A Personal Developmental A Personal Developmental © James G. Clawson
Balance Balance WheelWheel
PhysicalSocial Physical
IntellectualParental
Social
SpiritualMarital
EmotionalFamilial
Professional
FinancialMaterial
Political
FinancialGoals
See also www.CareerNextStep.com
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How do all these How do all these © James G. Clawson
aspects aspects balance out?balance out?
PhysicalParental
Social
Intellectual
SpiritualMarital
Parental
p
EmotionalFamilialCore?
Professional
Material
Political
FinancialMaterial
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TIME USE PROFILETIME USE PROFILE © James G. Clawson
53
AspectAspect Time AllocatedTime AllocatedAspectAspect Time AllocatedTime Allocated
Physical
Social
IntellectualIntellectual
Marital …
Etc.
Total = 168 plus shadow timeTotal 168 plus shadow time
53
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MANAGING ENERGYMANAGING ENERGY
54
© James G. Clawson
MANAGING ENERGYMANAGING ENERGY
• What’s your dominant thought on the way • What s your dominant thought on the way into work in the morning on a typical day?
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What happens when one crosses the What happens when one crosses the
55
© James G. Clawsonppppdivide between choice and obligation?divide between choice and obligation?
Energy?Productivity?
Creativity?Creativity?Innovation
Engagement?
CHOICE OBLIGATION
Commitment?Buy-In?
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56
What’s the difference between What’s the difference between © James G. Clawson
“I t d l i lf t tl th ti I d id d
What s the difference between What s the difference between “work” and a “job?”“work” and a “job?”
“I stopped loving golf at exactly the time I decided to turn pro.”
- Tom Weiskopf Golf July 2004 p 133Tom Weiskopf , Golf, July 2004, p. 133
People pay me a lot of money to go away from my f il i h l id h b ll family, stay in cheap motels, ride on the bus all night, and eat rubber chicken. But when the curtain goes up and the light on the camera goes on THAT goes up and the light on the camera goes on, THAT I do for free.
- Grammy winning musician
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The difference between The difference between 57
© James G. Clawson
The difference between The difference between “work” and a Job“work” and a Job
JOB: what you have to do
???
WORK: what you choose choose to do with your life
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Going to a JobGoing to a Job
58
© James G. Clawson
Going to a JobGoing to a Job
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Going to WorkGoing to Work59
© James G. ClawsonGoing to WorkGoing to Work
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60
© James G. Clawson
What should Penguins do with Polar What should Penguins do with Polar W at s ould e gu s do w t ola W at s ould e gu s do w t ola Bears?Bears?
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Self Leadership is Managing Energy Self Leadership is Managing Energy
61
© James G. Clawson
Self Leadership is Managing Energy Self Leadership is Managing Energy
INFUSES DRAINSINFUSES•
DRAINS•
••
••
••
•••
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Y lif i f tl t t d
62
© James G. Clawson
Your life is perfectly structured and designed to produce the g presults you’re getting now.
Albert Einstein noted that the definition of insanity is expecting different results while you continuedifferent results while you continue doing the same thing.
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CAREER CAREER CONCEPTSCONCEPTSCAREER CAREER CONCEPTSCONCEPTS
© James G. ClawsonDeveloped by Mike Driver andand Ken Brousseau at USC
http://www decisiondynamics us/global/career model asp?sm=12http://www.decisiondynamics.us/global/career_model.asp?sm=12
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LinearLinear64
© James G. ClawsonLinearLinear
APower
and
A BStatus C
TimeMotivation:
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Steady State
65
© James G. Clawson
Steady State
Powerandand
Status
TimeMotivation::
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Spiral
66
© James G. Clawson
Spiral
Powerandand
Status
TimeTimeMotivation:
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Transitory
67
© James G. Clawson
TransitoryMINUSes
AlcoholDrugs
PLUSesClimbing
Powerand
DrugsGambling
SexEtc.
TravelKayaking
Etc.and
Status
Time
Motivation:
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Some Fundamental Some Fundamental © James G. Clawson
68
Some Fundamental Some Fundamental QuestionsQuestions
• What is your career concept?y p• What kind of “life theme” is
implied by your career concept?implied by your career concept?• What are the implications of your
ca ee concept fo the kind of career concept for the kind of work you should be seeking?
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Change begins with selfChange begins with self69
© James G. Clawson
Change begins with self…Change begins with self…WorldWorld
NationNation
St tState
Community
SELFSELF
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70
It's not the critic who counts It's not the man whoIt s not the critic who counts. It s not the man who points out where the grown man stumbles, or how the doer of deeds could have done them better. The credit belongs to the man who actually is in the arena, who strives violently, who errs and comes up short again and again, who knows the great enthusiasms, the great devotions, and spends himself in a worthy cause who if he wins knows the triumph of highcause, who if he wins knows the triumph of high achievement, but who if he fails, fails while daring greatly, so his place will never be with those cold andgreatly, so his place will never be with those cold and timid souls who know neither victory nor defeat.
Theodore Roosevelt 26th President of the UnitedTheodore Roosevelt, 26th President of the United States
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71
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© James G. Clawson
Level Three LeadershipLevel Three Leadership
Jim Clawson
Darden Graduate School of Business
University of Virginia
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Ti C
73
© James G. Clawson
Time Cone
DEATH
FUTUREDEATH
TODAY
PASTPAST
BIRTH
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Looking ahead: Looking ahead: 74
© James G. Clawson
What organizations will you be called on to lead?What organizations will you be called on to lead?
FUTUREFUTURE
TODAY
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Looking back: Looking back:
75
© James G. Clawson
What are your core leadership principles?What are your core leadership principles?
FUTURETODAY
PASTPAST
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Covey’s Seven (+1) HabitsCovey’s Seven (+1) Habits
76
© James G. Clawson
Covey’s Seven (+1) HabitsCovey’s Seven (+1) Habits1. Be Proactive2. Begin with the End in Mind3. Put First Things First3. ut st gs st4. Think Win/Win5 Seek First to Understand5. Seek First to Understand6. Synergize7 Sharpen the Saw7. Sharpen the Saw8. Find Your Voice
Seven Habits of Highly Effective People, Stephen Covey, Simon and Schuster, 1989.
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Jack Welch’s Operating PrinciplesJack Welch’s Operating Principles
77
© James G. Clawson
Jack Welch’s Operating PrinciplesJack Welch’s Operating Principles
• Control Your Destiny or Someone Else WillControl Your Destiny or Someone Else Will• Face Reality as it is, not as it was or as you
wish it werewish it were• Be candid with everyone• Don’t manage lead• Don t manage, lead• Change before you have to
If you don’t have a competitive advantage • If you don t have a competitive advantage, don’t compete
Control Your Destiny or Someone Else Will, Noel Tichy and Stratford Sherman, HarperBusiness, 1993.
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Thomas Jefferson's Thomas Jefferson's 78
© James G. Clawson
Ten CommandmentsTen Commandments1. Never put off until tomorrow what you can do today.2. Never trouble another for what you can do for
yourself.3. Never spend your money before you have earned it.4. Never buy what you don't want because it is cheap.5. Pride costs more than hunger, thirst, and cold.6. We seldom repent of having eaten too little.p g7. Nothing is troublesome that we do willingly.8. How much pain the evils have cost us that never
happened.pp9. Take things always by the smooth handle.10. When angry, count 10 before you speak; if very
angry, count 100.g y,
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A E i
79
© James G. Clawson
An Exercise
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Levels of Human ActivityLevels of Human Activity80
© James G. ClawsonLevels of Human ActivityLevels of Human Activity
1. Visible Behavior
2. Conscious Thought
3 VABEs Chamberlain’s 3. VABEs L3 Approach
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Leadership Leadership h i d Ch i d C
81
© James G. Clawson
Technique and ConsequenceTechnique and Consequence
1.Level One Techniques: BUY-IN1.Level One Techniques:Pay, rewards, punishments, threats, coercion, intimidation
BUY IN1. Passion
2. Engagement2.Level Two Techniques:
logic, data, evidence, reason, statistics, charts, analysis
g g
3. Agreement
4. Compliance
3.Level Three Techniques: vision purpose
5. Apathy
6. Passive Resistance
A ti R i tTechniques: vision, purpose, values, stories, music, symbols, strategy, TPOV
7. Active Resistance
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In search of high performanceIn search of high performance
82
© James G. Clawson
In search of high performanceIn search of high performance
Subpar Extra-ordinary
Ordinary
Good Enoughy
Good Enough1’s
2’s 3’s 4’s5’s
How do you shift this distribution?How do you shift this distribution?
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T diti l L d hi T h iT diti l L d hi T h i
83
© James G. Clawson
Traditional Leadership TechniqueTraditional Leadership Technique
• Planning• Organizing• Motivating• Controllingg• Goal Setting• Performance ReviewsPerformance Reviews• Reward Systems and Incentives …
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M l F d ti f
84
Moral Foundation of Extraordinary Extraordinary Leadership
© James G. Clawson
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The Moral Foundation ofThe Moral Foundation of
85
© James G. Clawson
The Moral Foundation of The Moral Foundation of Extraordinary PerformanceExtraordinary Performance
Subpar Extra-ordinary
Ordinary
Good Enoughy
Good Enough1’s
2’s 3’s 4’s5’s
0 100Truth TellingPromise Keeping0 100 Olympicp g
FairnessRespect for the Individual
0
0
100
100
OlympicGold
MedalRespect for the Individual
Rich Teerlink, CEO Harley Davidson
0 100
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The HBS MBA OathThe HBS MBA Oath
86
© James G. Clawson
The HBS MBA OathThe HBS MBA OathAs a manager, my purpose is to serve the greater good by bringing people and resources together to create value that
no single individual can create alone. Therefore I will seek a course that enhances the value my enterprise can create for society g y p y
over the long term. I recognize my decisions can have far‐reaching consequences that affect the well‐being of individuals inside and
outside my enterprise, today and in the future. As I reconcile the interests of different constituencies, I will face choices that are not easy
for me and others.
Therefore I promise:
• I will act with utmost integrity and pursue my work in an ethical manner.
• I will safeguard the interests of my shareholders, co‐workers, customers and the society in which we operate.
• I will manage my enterprise in good faith, guarding against decisions and behavior that advance my own narrow ambitions but harm
the enterprise and the societies it serves.
• I will understand and uphold, both in letter and in spirit, the laws and contracts governing my own conduct and that of my
enterprise.
• I will take responsibility for my actions, and I will represent the performance and risks of my enterprise accurately and honestly.
• I will develop both myself and other managers under my supervision so that the profession continues to grow and contribute to the
well‐being of society.
• I will strive to create sustainable economic, social, and environmental prosperity worldwide.
• I will be accountable to my peers and they will be accountable to me for living by this oath.
• This oath I make freely, and upon my honor.
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Six Steps Six Steps 87
© James G. Clawsonppto Effective Leadershipto Effective Leadership
1. Clarifying your center
2. Clarifying what's possibley g p
3. Clarifying what others can contribute
4 S ti th th t ib t4. Supporting others so they can contribute
5. Being relentless
6. Measuring and celebrating progress
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When you attempt to influenceWhen you attempt to influence
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© James G. Clawson
When you attempt to influence When you attempt to influence others, what level do you target?others, what level do you target?
Level 1
Level 2
Level 3
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The Motivation Problem: “Buy In”The Motivation Problem: “Buy In”© James G. Clawson
•Passion
The Motivation Problem: Buy InThe Motivation Problem: Buy In
Passion•Engagement•Agreement•Compliancep•Apathy•Passive Resistance•Passive Resistance•Active Resistance
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Leadership Level TechniquesLeadership Level Techniques© James G. Clawson
Leadership Level TechniquesLeadership Level Techniques
Level One Level Two Level Three
ForceI ti id ti
LogicD t
VisioningS lf Di lIntimidation
CoercionThreats
DataEvidenceAnalysis
Self DisclosureStory Telling
MusicRewards
PunishmentsAwards
DebateArgumentCitations
SymbolsTestimony
Higher PurposeAwardsBonuses
Title
CitationsCharts
Higher Purpose
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Interaction among Interaction among 91
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Levels of Human BehaviorLevels of Human Behavior
Level One: VISIBLE BEHAVIOR
Level Two: CONSCIOUS THOUGHTLevel Two: CONSCIOUS THOUGHT
Level Three: semiconscious VALUES, ASSUMPTIONS, BELIEFS and EXPECTATIONS (VABEs)BELIEFS, and EXPECTATIONS (VABEs)
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Consequences of Level ImpactConsequences of Level Impact© James G. Clawson
• Passion
Consequences of Level ImpactConsequences of Level Impact
L l O Passion• Engagement• Agreement
Level One
ForceIntimidation Agreement
• Compliance• Apathy
IntimidationCoercionThreatsR d Apathy
• Passive Resistance• Active Resistance
RewardsPunishments
Awards Active ResistanceBonuses
Title
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Consequences of Level ImpactConsequences of Level Impact© James G. Clawson
• PassionE
Consequences of Level ImpactConsequences of Level ImpactLevel Two
L i • Engagement• Agreement
C li
LogicData
Evidence• Compliance• Apathy
P i R i
AnalysisDebate
Argument • Passive Resistance• Active Resistance
ArgumentCitations
Charts
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Consequences of Level ImpactConsequences of Level Impact © James G. Clawson
• Passion• Engagement
Consequences of evel ImpactConsequences of evel Impact
Level Three
Vi i i • Engagement• Agreement• Compliance
VisioningSelf DisclosureStory Telling Compliance
• Apathy• Passive Resistance
y gMusic
SymbolsTestimony • Active ResistanceTestimony
Higher Purpose
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What’sWhat’s youryour mix?mix?© James G. Clawson
What s What s youryour mix?mix?
Percentageg
Level One
Level Two
Level Three
What kind of Buy‐In are you getting?
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© James G. Clawson
PowerPoweris the s eability to getothers to dowhat you wantth t dthem to do.
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Sources of PowerSources of Power
97
© James G. Clawson
Sources of PowerSources of Power
LegitimateCoerciveRewardExpertiseExpertiseReferent/Social
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Leadership© James G. Clawson
Leadership 1. The ability to influence others, and
2 Th illi t i fl th2. The willingness to influence others
3. So that they respond voluntarily.y p y
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Lif ’ St E iLif ’ St E i100
Life’s Story ExerciseLife’s Story Exercise
© James G. Clawson
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Jimmy Buffett’s Life StoryJimmy Buffett’s Life Story © James G. Clawson
101
y yy y
101
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What themes or patterns do you see in © James G. Clawson
102
What themes or patterns do you see in Jimmy Buffett’s life?
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I broke out of the grip of Catholicism and made it through adolescence without killing myself in a car.
103
I flunked out of college. I learned to play the guitar, lived on the beach, lived in the French Quarter, finally got laid, and didn't go to Vietnam. I got back into school, started a band, got a job on Bourbon Street, graduated from college, flunked my draft physical, broke up my band, and went out on the road solo. I signed a record deal, got married, moved to Nashville, had my guitars stolen, bought a Mercedes, worked at Billboard magazine, put out my first album, went broke, met Jerry Jeffbought a Mercedes, worked at Billboard magazine, put out my first album, went broke, met Jerry Jeff Walker, wrecked the Mercedes, got divorced, and moved to Key West. I sang and worked on a fishing boat, went totally crazy, did a lot of dope, met the right girl, made another record, had a hit, bought a boat, and sailed away to the Caribbean. I started another band, worked the road, had my second and last hit, bought a house in Aspen, t t d di i N E l d t i d b k l th ti i h dstarted spending summers in New England, got married, broke my leg three times in one year, had a
baby girl, made more records, bought a bigger boat, and sailed away to St. Barts. I got separated from the right girl, sold the boat, sold the house in Aspen, moved back to Key West, worked the road, and made more records. I rented an apartment in Paris, went to Brazil for Carnival, learned to fly, went into therapy, quit doing dope, bought my first seaplane, flew all over the y, py, q g p , g y p ,Caribbean, almost got a second divorce, moved to Malibu for more therapy, and got back with the right girl.I worked the road, moved back to Nashville, took off in an F-14 from an aircraft carrier, bought a summer home on Long Island, had another baby girl. I found the perfect seaplane and moved back to Florida Cameron Marley joined me in the house of women I built a home on Long Island crashedto Florida. Cameron Marley joined me in the house of women. I built a home on Long Island, crashed the perfect seaplane in Nantucket, lived through it thanks to Navy training, tried to slow down a little, woke up one morning and I was looking at fifty, trying to figure out what comes next.
Loves Music BreaksLoves Music BreaksThings
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Was he a success? Was he a success? © James G. Clawson
104
Was he a success? Was he a success? What does it mean to be successful?
• Money?Fame?• Fame?
• Health?Relationships?• Relationships?
• Impact on Society?How about:• How about:
After you’re done, you want to do it againagain.
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Does Does experience lead experience lead to wisdom?to wisdom?
105
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Does Does experience lead experience lead to wisdom?to wisdom?“Most people do not accumulate a body of p p yexperience. Most people go through life undergoing a series of happenings which pass through their systems undigested. Happenings become experiences when they are digested, when they are reflected on related to generalwhen they are reflected on, related to general patterns, and synthesized.”
Saul Alinsky, Rules for Radicals, quoted by Henry Mintzberg in “The Five Minds of a Manager” HBR 11/03
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Another story … Another story … © James G. Clawson
106
yy
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© James G. Clawson
107
Lessons from Howard Schulz?
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Digesting Life’s Digesting Life’s © James G. Clawson
108
g gg gEmotional Ups Emotional Ups and Downsand Downs
Event +5/-5
Parents’ DivorceParents Divorce-5
Graduating withGraduating with Honors +5
W ki t thWorking at the bank -3
108
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Life’s Story Analysis Part Two:
109
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Life s Story Analysis Part Two: Chart of Emotions
+5
00
-5
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Jim’s Life’s Story 110
© James G. ClawsonJim s Life s Story Chart of Emotions
+5
00
-5
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Patterns in Life’s StoriesPatterns in Life’s Stories © James G. Clawson
111
Patterns in Life s StoriesPatterns in Life s Stories
What insights or inferences could you get f h ffrom each of
these key events?
111
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Digesting Life’s Digesting Life’s Emotional Emotional © James G. Clawson
112
g gg gUps Ups and Downsand Downs
Event +5/-5 Lesson Taken AwayParents’Parents Divorce -5
Graduating 5
gwith Honors +5
Working at the 3bank -3
112
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Wh t l f thi ?Wh t l f thi ?© James G. Clawson
113
What can we learn from this?What can we learn from this?
I f b i l lif• Inferences about your emotional life• Inferences about your emotional trends• Self Management skills• Insights about semi‐conscious VABEsInsights about semi conscious VABEs• Connections with your Reactions Journal?
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Lif ’ S A l i P ThLif ’ S A l i P Th© James G. Clawson
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Life’s Story Analysis Part Three:Life’s Story Analysis Part Three:Lessons Learned, Potential ThemesLessons Learned, Potential Themes
Event +5/-5 Lesson Taken AwayParents’ Divorce -5 Marriage is a bad thing
Graduating with Honors +5
You can excel at things you like, but can you get a job?
Working at the The daily grind and sitting at a
Insights and
Potential LifWorking at the
bank -3The daily grind and sitting at a desk all day working other people’s stuff is killing me.
Life Themes
114
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Leadership is about managing energy, managing energy,
first in yourself first in yourself, and then in those around you.
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And your Life’s Story is the source of your Leadership Energy.Leadership Energy.
A illi iAre you willing to use it to influence othersto influence others at Level Three?
116
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Barriers to Level Three C i tiCommunicationDistance in Leadership Communication
Professional PrivatePersonal
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Two Key Translations in Self AssessmentTwo Key Translations in Self Assessment118
© James G. ClawsonyyMaking Sense of our ExperiencesMaking Sense of our ExperiencesFILTERS
T1
L3: Experience
&F li
L1: Behavior:
L2: ConsciousThoughtsFeelings Say &
Do
Thoughts
T2T2
FILTERS
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Your Story createdyyour Level Three VABEs …
And your VABE’s And your VABE’s determine determine your leadership styleyour leadership styleyour leadership styleyour leadership style
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So, are you willing to tell/share/use your Story?tell/share/use your Story?
Are there four volunteers willing to do so?
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What is your reaction to listening to y gthese stories?What can we learn from this?What can we learn from this?
Cl it f M• Clarity of Message• Authenticity• MemorabilityMemorability• Respect to audience• Common Experiencep• Bonds that develop between us• Power of the influence
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Common, Emotional Connections are most powerful…
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The Importance of BeingThe Importance of Beingp gp gA Level Three LeaderA Level Three Leader
1. Visible Behavior 2 C i Th ht2. Conscious Thought3. VABEs (shoulds, oughts)3. VABEs (shoulds, oughts)
Level Three Leadership is more powerful and long-lasting.
123
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WORLD CLASS PERFORMANCEWORLD CLASS PERFORMANCE
125
© James G. Clawson
WORLD CLASS PERFORMANCEWORLD CLASS PERFORMANCERisky RecreationsRisky RecreationsRisky Recreations Risky Recreations
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FLOWFLOW
126
© James G. Clawson
FLOWFLOWTime warps (slow or fast)Time warps (slow or fast)Lose sense of selfIntense focusPerform at highest levelSeems effortless (flow)Internally satisfyingRegain larger sense of self
Adapted from FLOW by Mihalyi Csikzentmihalyi,
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Flow Flow 127
© James G. Clawson
Flow …Flow …Can be designed into life Is RepeatableIs RepeatableCan be transported
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NEWBURG’S CAREER SAMPLES
128
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NEWBURG S CAREER SAMPLES
World Class AthletesWorld Class AthletesTouring MusiciansHeart SurgeonsExtraordinary ExecutivesExtraordinary ExecutivesWarriors
550 World Class Performers
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129
© James G. Clawson
129
The Resonance ModelThe Resonance Model
ddream
revisit your preparationdream
obstacles
Doug Newburg, PhD
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130
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A fundamental question …q
Does how you feel affect Does how you feel affect your performance?y p
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i l f
131
© James G. Clawson
Focusing on Feel to PerformDave ScottDave Scott
49, Six-time Ironman Hawaii Champion
“D i I “During a race, I never wear a wristwatch, and my bike doesn’t have a speedometer. They’re distractions.
All I work on is finding a rhythm that feels strong and sticking to it ” feels strong and sticking to it.
Outside, 9/03, p. 122
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© James G. Clawson
Jim Collins’ Jim Collins’ answer: answer:
The The PASSION
Hedgehog Hedgehog Concept Concept
BHAGs
Concept Concept and and
PassionPassion
Good to Great, by Jim Collins, Harper132
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Does how you Does how you feelfeel © James G. Clawson
133
yy ffaffect your performance?affect your performance?
• How many times have you been asked by supervision at work how you want to feel?
• How do you WANT to feel?• The pervasive management assumption:
PWD WTHTD ROHTF
• This is a formula for mediocrity.
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Examples of Examples of FeelFeel
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Examples of Examples of FeelFeel ……Easy speed (Jeff Rouse)y pPlaying to win at the highest level (Dawn Staley)O f hOut of my chestBeing at one with my surroundingssurroundingsPeaceful, satisfied, aliveBuoyant, connected y ,masteryLight, unhurried, and
dengaged.
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Be careful of the Be careful of the
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Be careful of the Be careful of the “achievement orientation”“achievement orientation”
O h d f hOther dangers of the achievement orientation:
1. Winning at any cost2. Making the numbers is #1
Energy
2. Making the numbers is #13. Emerging hollowness4. Character and ethical implications
Energy
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The Resonance ModelThe Resonance Model © James G. ClawsonThe Resonance ModelThe Resonance ModelPreparationPreparation
ddream
preparationp p
Preparation, practice, rehearsal, WORK
Doug Newburg, PhD
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The Relationship between Dream and The Relationship between Dream and 137
ppPreparation: Vijay Singh, pro golferPreparation: Vijay Singh, pro golfer
“Confidence doesn’t come from winning. Winning comes from confidence. And that confidence comes from hard work.”
- Vijay Singh, Golf Digest, “From the Gallery,” June 2005. Singh won nine tournaments in 2004, was ranked #1 in the world, and is known for 4, ,his extraordinary practice regimen, hours and hours a day.
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STAMINA: the preparation “problem”STAMINA: the preparation “problem”© James G. Clawson
STAMINA: the preparation problemSTAMINA: the preparation problem
dream
ipreparation
Doug Newburg, PhD
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Typical Reaction to Obstacles:Typical Reaction to Obstacles: © James G. Clawson
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ypypGetting stuck in the “Duty” CycleGetting stuck in the “Duty” Cycle
dreamdream
preparation
sobstaclesss
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We all start out knowing magic. We are born with whirlwinds, forest fires and comets inside of us. We are all born able to sing to birds and read the clouds, and see our destiny in grains of sand.
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But then we get the magic educated right out of our souls. We get it churched out, spanked out, washed out, and combed out. We get put on the straight and narrow and told to be responsible. Told to act our age. Told to grow up, for God’s sake. And you know why we were told that? Because the people doing the telling were afraid of our youth, and because the magic we knew made them ashamed and sad about what they had allowed to wither in themselves.
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After you go so far away from it though you© James G. Clawson
After you go so far away from it though, you can’t really get it back, just seconds of knowing and remembering When people getknowing and remembering. When people get weepy at movies, it’s because in that dark theater the golden pool of magic is touched justtheater the golden pool of magic is touched just briefly. Then they come out into the hard sun of logic and reason again and it dries up andof logic and reason again and it dries up, and they’re left feeling a little heavy, and they don’t know whydon t know why.
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The truth of life is that each year we get a little© James G. Clawson
The truth of life is that each year we get a little further from the essence that is born with us. We get shouldered burdens some of them goodget shouldered burdens, some of them good, some of them not so good. Things happen to us. Life itself does its best to take that memory ofLife itself does its best to take that memory of magic away from us. You don’t know it’s happening until one day you feel like you’ve losthappening until one day you feel like you ve lost something… and you’re not sure what it is. It’s like smiling at a pretty girl and she calls youlike smiling at a pretty girl, and she calls you “sir.” It just happens.
From “Boy’s Life,” Robert MacCammon
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The Resonance ModelThe Resonance Model © James G. Clawson
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Breaking through the SOS BarrierBreaking through the SOS Barrier
dream
re isit re isit
dream
revisit revisit your your dd
preparationdreamdream
obstacles
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Revisiting the DreamRevisiting the Dreami i h i lReconnecting with your emotional
experiencingReconnecting ith “ h ?”Reconnecting with “why?Balancing experience with resultsGetting OUT of the “duty cycle”Getting OUT of the duty cycleParadoxically improves results
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One surgeon …One surgeon …146
© James G. ClawsonOne surgeon …One surgeon …
Asks patients to tell “why they want to live longer”Asks for a photo after surgery
hi i i h h i dThis reconnects patients with their dreamsReconnects surgeon with his dream: to prevent deaths like his grandfather’sdeaths like his grandfather sPersonal Management Process: he reconnects with his dream through patients’ photoswith his dream through patients photos
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How do you approach your work?How do you approach your work?
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How do you approach your work?How do you approach your work?
dreamdream
revisit your preparationpreparationyour dream
preparationpreparation
obligationobligation
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“f l” d “ l” h“f l” d “ l” h
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“feel” and “goal” are not the same…“feel” and “goal” are not the same……we still had a long way to go. Like ants getting over an g y g g genormous obstacle we climbed up without appearing to make any progress. The slope was very steep. . . The air was luminous and the light was tinged with the most delicatewas luminous, and the light was tinged with the most delicate blue. On the other side of the couloir, ridges of bare ice refracted the light like prisms and sparkled with rainbow
fhues. The weather was still set fine--not a single cloud--and the air was dry. I felt in splendid form and as if, somehow, I had found a perfect balance within myself--was this, I p y ,wondered, the essence of happiness.
Maurice Herzog, Annapurna, p. 166
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ResonanceResonance152
© James G. ClawsonResonanceResonance
I think that what we’re seeking is an experience of being alive, so that our life experiences on the purely physicallife experiences on the purely physical plane will have resonance with our innermost being and reality so thatinnermost being and reality, so that we actually feel the rapture of being
lialive.Joseph Campbell, The Power of Myth, 1988Joseph Campbell, The Power of Myth, 1988
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K P i t K P i t
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Key Points …Key Points …
Pay attention to your internal Life’s Dream as well as your external Life’s Dream: HOW DO YOU WANT TO FEEL EVERY DAY?FEEL EVERY DAY?Pay attention to your experience along with your achieving.achieving.If you’re not resonating, will you be performing at a world‐class level?It’s your life, what are you willing to work for?Ignore Task AND Process at the risk of your enjoyment AND your performance
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Five Key QuestionsFive Key Questions154
© James G. ClawsonFive Key QuestionsFive Key Questions
5. What
1. How do I wantto feel today?
5. What are you
willing to work for?to feel today?
2 What does it take4 How can I 2. What does it take to get that feeling?
4. How can Iget it back? RESONANCE
3. What keeps me from that feeling?
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What is your What is your
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• How do you want to feel today?• What does it take to get that?• What does it take to get that?• What keeps you from it?
H i b k?• How can you get it back?
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PURPOSE OF LIFEPURPOSE OF LIFE
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PURPOSE OF LIFEPURPOSE OF LIFE
Fi d Y RFind Your ResonanceInvest in Your ResonanceEnjoy Your ResonanceHelp Others Find Their ResonanceHelp Others Find Their Resonance
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Making a DifferenceMaking a Difference
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LEADERSHIP LEADERSHIP 159
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POINT OF VIEW (LPV)POINT OF VIEW (LPV)
1. Do you See what needs to be done2 Do you Understand the situation 2. Do you Understand the situation
thoroughly3 Do ou ha e the Courage to Initiate 3. Do you have the Courage to Initiate
action to make it better
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Some Lessons from the SeminarSome Lessons from the Seminar
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Some Lessons from the SeminarSome Lessons from the Seminar• Develop a Leadership Point of View
d d f l h b b• Transcend your dysfunctional habits, beware your blind spots.L t L d t L l Th• Learn to Lead at Level Three
• Create your charters (personal, professional)• Manage how you want to feel to increase your • Manage how you want to feel to increase your
performance, and of those around you.• Lead yourself and manage your energyLead yourself and manage your energy• Remember Joshua Chamberlain’s example
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Leadership is about Leadership is about ppmanaging energy, managing energy,
firstfirst in yourself andin yourself andfirst first in yourself and in yourself and then in those around then in those around you. you.
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AN INVITATION / CHALLENGEAN INVITATION / CHALLENGE
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