Leadership Caffeine™ —The Inner Game of Leading

image of a foam coffee cup with brown outer sleeveThe Leadership Caffeine™ series is over 200 installments strong and is dedicated to every aspiring or experienced leader and manager seeking ideas, insights or just a jolt of energy to keep pushing forward. Thanks for being along for the journey!

A great deal of what’s written and spoken about leadership focuses on describing the actions most often associated with effective leaders. The actions are tangible…we can see them and observe their impact on people and we can mimic them in our own attempts at guiding, motivating and developing others. It’s good to mimic good behaviors. However, it’s important to remember that these actions of effective leaders are backed by a strong, personal belief in purpose.

The best leaders are guided by a deep and profound belief in what they are doing and why they are doing it. What propels them with energy and enthusiasm into every day and every situation is a well-formed, unyielding internal view on their role and the impact they have on others at every encounter.

The most effective leaders I’ve worked for or worked with are driven by something deeper than the pursuit of numbers or the results of a business scorecard. They view numbers as measures much like last quarter’s grades or barometric pressure or ambient temperature. They’re interesting…they’re indicative of something that happened and in some cases they foreshadow future changes, but they’re not the purpose. The numbers are not the drivers…they’re the mile markers.

Learning to lead effectively takes time and practice and ample failing. People who use roles responsible for leading others as stepping stones to personal reward treat others more like disposable supplies than the precious, remarkable works in process they truly are.

Alternatively, those who inspire us to reach and learn and eventually draw the best from ourselves are often driven by an inexhaustible fuel supplied through personal crisis.

In their classic article, “Crucibles of Leadership,” Warren Bennis and Robert Thomas offer, “the skills required to conquer adversity and emerge stronger and more committed than ever are the same ones that make for extraordinary leaders.”

Yes!

For some of us, the personal crisis isn’t one calamitous event, but that moment in time when we begin to wonder about the bigger issues in life.

I frequently encounter experienced professionals striving to balance the tug-of-war between success and significance that engages so many of us during our middle years. They’re driven by a sense of time slipping away that only those of us who have lived awhile can appreciate. And they’re frustrated that whatever they thought they were looking for earlier in their careers has somehow eluded them thus far. They’re looking for “more” but not certain what “more” is.

Many have supervisory and managerial experience, but have spent little time thinking about or recognizing the reality of their ability to find both success and significance in the daily acts of leading. When awakened to the profound power and responsibility of their role to impact others positively, many have refocused and rededicated themselves to serving others as a means of achieving that sense of significance they found so elusive. Whether the individuals have been CEOs or as in one case, a supervisor in a hide rendering facility, their transformations into effective leaders has been remarkable and for them profoundly satisfying. The impact they’ve had on people around them…priceless.

These people shifted their mental models to focus on a definition of success and significance that eludes too many of us. They recognized the truth in the quote: “Be kind for everyone you meet is waging a great battle,” and they redefined as their goal to support others as they moved through their own crucible moments. And then they put this perspective to work through their actions.

These are indeed actions worth mimicking, particularly now that we understand the inner drivers behind the actions.

And don’t confuse this leading is serving perspective with softness. These people are fierce competitors in their markets and fair and effective at hiring, firing and developing. In many regards, their singular focus to make a difference for the people around them dramatically transforms the workplace environment and those numeric outcomes.

The Bottom-Line for Now:

The inner game of leading is profoundly personal and spiritual for each person. If you have the occasion to support the growth and development of others, recognize your ability to create the ripple effects that may well change the lives of people for the better. While not everyone will respond to you, it’s those who do that you are working for and serving. Now, it’s time to get your inner game of leading supporting your daily actions. After all, it’s the role of your lifetime.

Don’t miss the next Leadership Caffeine-Newsletter! (All new subscriber-only content!) Register herebook cover: shows title Leadership Caffeine-Ideas to Energize Your Professional Development by Art Petty. Includes image of a coffee cup.

For more ideas on professional development-one sound bite at a time, check out: Leadership Caffeine-Ideas to Energize Your Professional Development

New to leading or responsible for first time leaders on your team? Subscribe to Art’s New Leader’s e-News.

An ideal book for anyone starting out in leadership: Practical Lessons in Leadership by Art Petty and Rich Petro.

Leading the Project? Define Your Charter to Support High Performance

Graphic with the words of Art of Managing and other management termsThe Art of Managing series is dedicated to exploring the critical issues we face in guiding our firms and teams to success in today’s volatile world.

Effective leadership is a critical success factor for projects of all shapes and sizes.

And breathing is good for living.

It’s hard to argue with either of these statements, nonetheless, too many project managers deeply skilled in the mechanics of their vocation fall short on learning and practicing the soft-skills critical for high performance team development. When project fail…and too many do, there’s a safe bet that people-related issues are key contributors to the initiative’s demise.

Great project managers define their role beyond the project mechanics liberally. Working with team members at the front-end of the project to define the role and accountabilities of the project leader is a great practice that improves the odds of team success. The development of a Project Leader’s Charter is a simple, powerful technique that helps everyone involved gain a clear, consistent and comprehensive view of the leader’s role.

Great project leadership is both science and art. A large part of the role is about forming and framing the environment for your talented team members to do their best work in pursuit of meeting customer and stakeholder needs. Ensuring that you and the team define the values that drive acceptable behaviors to tackling the sticky issues of how decisions will be made to how the team will talk, work, decide, resolve and perform together are all captured in your Project Leader’s Charter.

Seven Simple Steps to Defining and Developing Your Own Project Leader’s Charter:

1. Start by Asking Questions: take the time to think deeply about what your role in creating success with this initiative should be. Meet individually and in groups to discuss the following:

  • What’s the nature of this project? Innovation? Implementation? New development?
  • How does the project connect to firm’s/customer’s strategic initiatives?
  • What are the critical success factors for this initiative to succeed?
  • What does this team need from project leadership to succeed?
  • The pre-post mortem, part 1: assume the project has concluded successfully, what might you imagine we would say about the project leader’s role and contributions to the success of this initiative?
  • The pre-post mortem, part 2: assume things went wrong and we failed to hit our objectives. Where did project leadership let us down?
  • You get a vote…ask and answer: what can I do to optimize our chances of success?

2. Write the Draft: armed with the input from your team members, write a draft of the charter. Start with, “My Charter as Project Leader is… .” Strive to minimize the cliché statements and use verb phrases that specifically describe what you will do and what you are accountable for with this initiative. Length isn’t incredibly relevant…from a few well developed sentences to a couple of paragraphs supported by bullets. Quality and clarity count more than length.

3. Review the Draft with Team Members and Solicit Feedback: the iterative nature of this activity ensures that team members buy-in to your role and clearly understand what to expect. An indirect benefit is that this will challenge them to think about their role as well. Revise and share the final draft.

(Best Practice Tip: one project manager I know has everyone on a team create and share their individual Charters with each other as a means of ensuring role clarity and visibility.)

4. Post the Charter: I love to see these shared in project documents as well as made visible and public for the duration of the project. Some Project Managers hang them in their offices or cubicles. Others grab wall space for project documents and ensure that this is visible in that public setting.

5. Live the Charter. Daily: the exercise of writing the Charter is healthy. Reading it daily and considering how to incorporate the key tenets in your day’s activities is priceless.

6. Remember the Charter When “It” Hits the Fan: something always go wrong at some point in time. The Charter is your guide to the right behaviors in the middle of whatever crisis is threatening your team. Return to it and develop your actions in concert with the behaviors and values outlined in the document.

7. Ask the Team to Evaluate Your Performance Using the Charter as a Guide. We learn by doing and feedback is part of the process of growing and improving. Ask your team members to evaluate your performance versus the key tenets and behaviors/activities identified in your Charter. Use this input as rocket fuel for improving with your next project adventure.

The Bottom-Line for Now:

Striving for high performance should be the goal for every project manager on every project. It’s lofty, difficult and in some cases, the pursuit of high performance gets lost in the haste and pace to navigate the pitfalls and move the army forward. Let a carefully thought-through Charter serve as a guide to your True North during every project. Get your role right as project leader and the odds of success for the entire team, your firm and your customer improve dramatically.

Don’t miss the next Leadership Caffeine-Newsletter! Register herebook cover: shows title Leadership Caffeine-Ideas to Energize Your Professional Development by Art Petty. Includes image of a coffee cup.

For more ideas on professional development-one sound bite at a time, check out: Leadership Caffeine-Ideas to Energize Your Professional Development

New to leading or responsible for first time leaders on your team? Subscribe to Art’s New Leader’s e-News.

An ideal book for anyone starting out in leadership: Practical Lessons in Leadership by Art Petty and Rich Petro.

Just One Thing—Quit Playing Down to Their Level

Just One ThingThe “Just One Thing” Series at Management Excellence is intended to provoke ideas and actions around topics relevant to our success and professional growth. Use them in good health and great performance!

Good competition raises the level of performance for all involved.

Whether in athletic endeavors or business, a skilled, aggressive competitor forces us to raise the quality of our own game. Strenuous competition with aggressive, skilled performers tests us physically and mentally and helps us find that extra gear needed to perform at our best.

Annoyingly, the opposite also seems to hold true. When the level of competition is low, we typically back off of our own best game.

In business, lack of aggressive competition or the lack of highly skilled performers results in a fat, dumb and happy cadence in the workplace. We lose our edge and we settle into a gear that minimizes stress and conserves fuel. Hunger disappears. The drive to innovate or to pursue excellence abates. Effectively, we play down to the level of the competition.

Great performers love to be around other great performers…whether on the same team or on opposing sides. Just the presence of highly skilled performers is enough to help us raise our performance expectations and levels. When confronted with the opposite, it’s awkward…less interesting and less motivating for them.

I see the negative form of this situation play out in the workplace in a number of different ways.

Good people with fresh ideas and new ways of approaching old problems find themselves swimming in a sea of toxic politics or suppressed by a crowd of collegial passive-aggressive types. Eventually, they grow tired of swimming against the tide and jump out in search of fresh challenges.

The brilliant individual contributor is hired to help lead the firm in a new direction and after the welcome messages fade, she finds herself in some form of alternate reality where heads nod in the right direction and people focus their energy in another. Some recognize this situation early in their tenure, and when solid efforts at coalition building yield little in the way of support, they leave…with most people failing to recognize the future of the business walking out the door.

The worst of all of these situations is a team of hard-working, capable people who are hungry to promote change but held back by poor leadership. In my experience, many of these people refuse to give in to the reality that the big changes they believe in and need to help the firm level-up are not forthcoming. They continue to raise the issues to little or no response and meanwhile, they execute their day jobs in good fashion, settling for any morsels of improvement they can drive. And slowly, over time, their expectations and their cry for “new” or “improved” reduces to an occasional whisper and they begin to accept the current state. This is when they’ve let the other players reduce the level of their game.

The gravitational pull of the status quo is strong. Moving from mediocrity towards excellence takes remarkable energy and great leadership. In the absence of great leadership, the acceptance of mediocrity across the culture wins.

The Bottom-Line for Now:

No business can thrive when key individuals or teams are playing down to a level that resembles mediocrity. No one can survive and thrive in their career by playing down a level. “Do not go gentle into that good night.” Either refuse to give up…find a way forward…or find a better team to play on.

Don’t miss the next Leadership Caffeine-Newsletter! Register herebook cover: shows title Leadership Caffeine-Ideas to Energize Your Professional Development by Art Petty. Includes image of a coffee cup.

For more ideas on professional development-one sound bite at a time, check out: Leadership Caffeine-Ideas to Energize Your Professional Development

New to leading or responsible for first time leaders on your team? Subscribe to Art’s New Leader’s e-News.

An ideal book for anyone starting out in leadership: Practical Lessons in Leadership by Art Petty and Rich Petro.

The Importance of Exercising Your Core-4 Professional Muscle Groups

Graphic image with the words, It's Your Career and other related professional development wordsThe “It’s Your Career” series at Management Excellence is dedicated to offering ideas, guidance and inspiration for strengthening your performance and supporting your development as a professional. Use the ideas in great career health!

Our core body muscles groups…those muscles in your pelvis, lower back and abdomen all work in harmony to provide stability and to help propel us through our daily lives. A strong core is critical to long-term fitness health and stability, while a weak core leaves us susceptible to muscle injuries, lower back pain and other muscle-related maladies.

For the past seven months I’ve been involved in a rigorous physical regimen…a midlife makeover of sorts and for as much as I would gravitate to what my trainer calls the “mirror muscle” exercises, he has pushed me hard to balance my work and to ensure proper focus on my core muscles. The results for me have been transformational.

Much like our physical core, there’s a set of professional core muscles that require on-going exercise and development for optimum health.

Your Core-4 Professional Muscle Groups:

1. How we lead others…our leadership skills.

2. How effectively we translate noise and issues in the external world into patterns and then decisions and actions—our perceptual acuity.

3. How we present and handle ourselves in a variety of circumstances—our professional presence.

4. How well we’ve mastered the art and science of running our businesses—our operational acuity.

As we advance in our careers and strive for that next level of responsibility, our Core-4 professional muscles provide stability and support for our efforts and they help us propel through the issues in our businesses with confidence, character and energy.

For individuals living through what I term a Level-Up experience—a new role filled with ambiguity and uncertainty, the Core-4 professional muscles are what you will draw upon to navigate the new challenges in front of you.

When these Professional Muscles Atrophy, they Set Artificial Limits on Our Advancement:

I frequently encounter professionals who need help reviving or developing one or more of these professional muscle groupings as part of strengthening their own performance and/or striving to get to a new level of responsibility in their careers. In many cases, one or more of these under-developed professional skill sets serve as limiting factors in a person’s advancement.

  • A project manager had outstanding technical skills yet struggled to win the hearts and minds of her teams. The feedback on her was that she viewed people as resources to plug in where needed and her command and control style was off-putting to many. It was not viewed as a good day when someone was assigned to one of her projects. As she adapted her style to take on a more personal-professional approach, her team performance and post-project reviews both increased.
  • A great product manager striving for a promotion to vice-president was perceived by colleagues and senior managers as cold and aloof. While his business acumen and success in identifying offerings were undeniable, the presence factors worked against him at promotion time in a big way. Through video feedback he was able to see how others perceived him and coaching helped him strengthen his presence with staff and executive audiences. Once the presence improved, the barriers to promotion melted and he earned that VP slot.
  • A tactically excellent promotions manager was perceived as topped out because of his weakness in contributing to strategy work. A blend of education/training and strong coaching on looking externally and translating competitor and customer issues into ideas and opportunities for his firm helped strengthen his perceptual acuity and supported his rise to a new and broader opportunity.
  • A star on the factory floor was viewed as an excellent candidate to move into a broader operating role, however, his limited understanding of how other parts of the business functioned was viewed as a barrier. A blend of external education and internal assignment rotation helped round out his understanding of individual functions and how they connected, and several years later, he’s a star in a much more expansive operating role.

All of the individuals in these examples benefited from a great boss interested in helping them develop and grow. And all required development in one or more of the Core-4 professional muscle groups. While we’re not always fortunate enough to have that great boss…or in my case, that great physical trainer, every one of us is accountable to ourselves for spending time in our “professional gyms” and strengthening those critical components of our successful success.

Are You a Professional Couch Potato?

How hard are you working on developing your Core-4 professional muscle groups?

Much like the mid-life spread that too many of us fall victim to, it’s easy to let these muscles atrophy. When meeting prospective new coaching clients, I look and listen for how they spend their time developing themselves. What are they reading? What are they writing? Who do they engage with in social media? Are they pushing themselves by taking on new experiences in the workplace? Have they invested their own time and money on strengthening their skills?

It’s common for me to find mid-career professionals who have spent years metaphorically sitting on the couch doing nothing to exercise those critical muscle groups. Yes, work-life balance, children, family obligations are all facts of life for most of us as we move towards mid-career, however, ignoring the needs of your professional self for development is akin to ignoring the need to exercise and stay fit.

The next few “It’s Your Career” posts will offer you some practical guidance to help you assess your own Core-4 conditioning program and to identify and begin strengthening in those areas. And while having a trainer to guide your efforts, you still need to do all of the hard work.

Ready to hit the professional gym?

Here’s Your Warm-Up:

Our next post in this series will focus on one of the most overlooked of the Core 4…strengthening professional acuity. While the term is a bit odd, this focuses squarely on helping you improve your critical and strategic thinking. In preparation, invest some time scanning different business publications (FastCompany, INC, Forbes, Fortune, The Wall Street Journal, Harvard Business Review) or their respective websites and look for examples of firms doing interesting things with technology, design or their business approaches. Take a few notes and we’ll put these to work in our next post.

 

Leadership Caffeine™—Uncertainty…Get Over It

image of a foam coffee cup with brown outer sleeveThe Leadership Caffeine series is over 200 installments strong and is dedicated to every aspiring or experienced leader and manager seeking ideas, insights or just a jolt of energy to keep pushing forward. Thanks for being along for the journey!

“Taking control of uncertainty is the fundamental leadership challenge of our time.” Ram Charan in the opening line of his latest book, The Attacker’s Advantage—Turning Uncertainty into Breakthrough Opportunities.

Frankly, this is a remarkable time to be in business and to be serving in a leadership role. The risks, fears of change, possibilities of disruption or the realities of creative destruction and non-destructive creation are all facts of our business lives and they create a remarkable backdrop for us to create…to innovate. But first, we’ve got to fight our natural tendencies when determining how to act in this environment.

3 Nearly Fatal Leadership Mistakes in this Era:

1. Waiting for Normal to Return.  Some leaders imagine a return to an environment that feels more like equilibrium. Newsflash…the new equilibrium is a constant state of disequilibrium. Quit waiting on this friend to return. She’s gone.

2. Fighting Unseen Dragons. Others have as their sworn duty the need to protect their firm against risks…known and unknown. This fear-driven response to the environment narrows the options and in some cases induces an organization-wide paralysis that nearly certainly leads to decline and death. If you’re not moving, you’re dying.

3. Striving to Control the Weather. Worse yet, some attempt to impose order on the big forces propelling ever faster change in our world. Whether it’s through traditional approaches to long-term strategic planning (oxymoronic) or expecting the customers and market to bend to the whims of leadership’s wishful thinking, the attempt to impose order on these forces is a lot like expecting you will succeed in making the weather respond to your bidding.

Welcome to The Leadership Blender:

For those of you comfortable being uncomfortable in what I describe as the leadership blender where speed and ambiguity are the order of the day, this is the best of times. As Charan suggests in his new book, the advantage goes to the attacker. Translation: the team that plays offense stands a greater chance of success than the firms striving to perfect their defense.

A great example of this in action was the software firm whose plans to merge with a larger, complementary firm were derailed in the immediate aftermath of that very bad day in September, 2001. Instead of hunkering down, the firm and the firm’s leaders bet it all on a new vision in the face of what was the most disorienting time in most of our lives. The competitors hunkered down…the attacker rewrote the rules of a market and won.

Open Season on Innovation:

For those leaders willing to emphasize action in the face of ambiguity, it’s open season on innovation with the most creative firms, entrepreneurs and leaders leveraging modern tools to reinvent old businesses in new ways…or to carve new markets from the unstated but insatiable needs of growing demand for things that help, amuse or simplify. Historically, we looked at these individuals and teams that took risks that seemed far-fetched and counter-intuitive as heroes. Today, these heroic qualities are essential for leaders.

While the traditional tools of effective leadership…respect, fairness, accountability, coaching, guiding…are timeless, there are a series of critical new skills that we must cultivate to succeed in this world of change.

5 Critical New Skill Sets for Today’s Leaders:

1. Leading Without Authority. In a world without traditional borders of time, geography and culture, the new leader must be capable of assembling and motivating temporary teams to seize opportunities. The goal is to bring the best resources available at the time to bear on a problem or an opportunity. A good number of the resources will have little formal accountability to the team leader, yet, they will be eminently accountable to the team for results.

Today’s role of Project Manager comes the closest to resembling tomorrow’s critical integrator leader…the individual who spans boundaries and disciplines and organizes resources to execute and then moves on to the next challenge. Sadly, this critical role is grossly under-positioned, narrowly defined, under-supported and under-developed in most organizations. In a world driven by projects around temporary and unique activities, building a strong project leadership culture and investing in growing great project managers is essential for survival and success.

2. It’s Leading AND Following. Smart teams will increasingly take responsibility for selecting their own leaders, with the sole criterion being the best person to enable success with the initiative at hand. Authority will come less from a title attempting to legitimize power and more from the belief that you are the absolute right person to enable us to succeed at this time with this initiative. An outcome of this “fitness for purpose” approach to team leader selection, will be the need for leaders to be comfortable and adaptable to a shifting role as leader one day and follower the next.

Our industrial revolution age style of hierarchical organizational structure and thinking fights this adaptive approach. Frankly, we need to adapt our thinking or risk obsolescence. Imagine your boss suggesting tomorrow that you relinquish your role and title of director or manager to someone else to play a role as an individual contributor on a strategic initiative. For many, it’s a horrifying…or at least uncomfortable thought that smacks of a demotion. In reality…to survive and succeed in this new reality, all of us will increasingly be asked to play a variety of different roles at different times. Your momentary title is not the issue. Your ability to lead today and support a project team tomorrow as a contributor with expertise and passion is what your firm needs to succeed.

3. Building Coalitions for Fun and Profit. Your success will increasingly be a function of your ability to tap talent, resources and knowledge in environments outside of your core function. Those who learn to connect disparate networks of resources will not only grow their personal power in an organization, but will be the ones tapped to lead the most mission critical, boundary spanning initiatives.

4. Learning to Exploit the Math (and the Data). The volume, access to and velocity of data represents one of the fundamental new forces and resources in our world. Charan in The Attacker’s Advantage, describes the need for organizations and leaders to become increasingly mathematical…to employ algorithmic approaches to vast quantities of data in pursuit of making decisions and adjusting direction. I agree. The ability to leverage data and the tools around data to select strategies, guide decisions and gauge and adapt to results will be table stakes for tomorrow’s leaders, yet too many of us operate blind to these tools or handicapped by organizations that missed this memo. Strive to develop your comfort and command of the tools of data and to incorporate them in the work of your teams. For many of us, first, we need to get our organizations on board with this mission critical task.

5. Actively Harnessing Diversity. Much like the accessibility to data described above, the access to resources of all ages, cultures and backgrounds offers remarkable opportunities for leaders. Learning to work across cultures and to build teams that blend backgrounds and generations is a critical job for anyone striving to lead in this world. Our technologies enable around-the-world collaboration, yet we must develop the cultural intelligence necessary not only to engage but to inspire blended groups to create something remarkable.

An additional opportunity in this category is the ability to blend the generations to leverage the experience of the oldest workers with the perspectives of the youngest. Much of the planet is aging quickly, and it’s reasonable to believe in many cultures that the older workers will remain involved in some form or fashion for years to come. Learning to blend and lead these mixed age teams is just another great opportunity for all of us.

The Bottom-Line for Now:

There are so many complex variables at work in our world today, that the level of predictability is almost nil. The days of long-range plans are dead, replaced by a mid-term vision and a series of short-term ideas and experiments. The practicing leader must be strategically and tactically nimble, able to quickly identify, select and execute upon opportunities in rapid succession…learning and adapting on the fly….but not hesitating. The old saying, “speed kills” is replaced with “without the right speed, we’re roadkill.”

The future is remarkably bright for those of you who thrive on change and that cultivate advanced interpersonal and political skills. Ultimately, you will succeed or struggle based on your ability to perform in an environment where the only constant is change.

Don’t miss the next Leadership Caffeine-Newsletter! (All new subscriber-only content!) Register herebook cover: shows title Leadership Caffeine-Ideas to Energize Your Professional Development by Art Petty. Includes image of a coffee cup.

For more ideas on professional development-one sound bite at a time, check out: Leadership Caffeine-Ideas to Energize Your Professional Development

New to leading or responsible for first time leaders on your team? Subscribe to Art’s New Leader’s e-News.

An ideal book for anyone starting out in leadership: Practical Lessons in Leadership by Art Petty and Rich Petro.

 

 

 

 

 

Art of Managing—Helping Your Firm Navigate a Level-Up Situation

Graphic with the words of Art of Managing and other management termsThe Art of Managing series is dedicated to exploring the critical issues we face in guiding our firms and teams to success in today’s volatile world.

“85-percent of organizational problems are system related and only 15-percent are related to people.” –W. Edwards Deming

As managers, it’s our sacred responsibility to create and continuously improve an environment and system that allows our people to do their best work.

This system that Deming speaks of is an amalgam of the values, behaviors, processes and approaches in pursuit of the firm’s core mission that define the personality of an organization. The approaches and processes around decision-making, planning, developing talent and executing on projects and core operations are all part of the system. Innovation, creativity, employee and customer engagement and financial performance are critical outcomes of an effective system.

Few managers would disagree with their responsibility and accountability for creating this effective environment. Like breathing, it’s a good idea to invest time and energy in practices that promote a healthy, efficient and effective system. In reality, many firms do a good job of this in stable markets…the operative word being “stable.”

I’ve worked in and around many organizations where the firm’s leaders point proudly to a long string of successful years and effectively suggest that they’ve cracked the code of sustaining performance. Their organizations are well-tuned for the current state, the numbers are just good enough to keep stakeholders happy and employees have that swagger of consistent champions.

And Then “It” Happens:

“It” is most often some form of disruption…an unanticipated competitor move, a new market entrant, a disruptive technology innovation or some unexpected shock to society. Regardless of the source, change becomes the order of the day and the long-successful senior leaders react to the situation in a logical fashion and begin to talk about the firm moving down a new path with new strategies or approaches.

New initiatives and projects are born and the latest books consumed in search of answers or approaches that lead to answers. And when results aren’t immediately visible, energy and enthusiasm for experimentation and innovation wane and the pursuit of new consistently loses out to the gravitational pull of the old. From investment dollars and attention, the pursuit of new is often suffocated…for what seems like perfectly rational reasons chasing today’s problems. After a period of time, the wheels on the vehicle that is the effort to pursue new begin to wobble and parts start to fly off as the firm races towards an uncertain destination via an unknown path through uncharted terrain.

With apologies for mixed metaphors, the ride begins to resemble Theodore Roosevelt’s harrowing and horrifying post-presidential journey deep into uncharted portions of the Amazon, as he and his colleagues navigated all manner of disasters and dangers as they followed the aptly named River of Doubt.

Once the dangers become visible and the wobble of the wheels sensed by everyone, the fun begins. That is if you find journeying through organizational and career hell some form of perverse fun.

The Level-Up Opportunity:

This moment in time when a firm faces the critical need to change is what I describe as a Level-Up opportunity.  Level-Up opportunities typically involve individuals, teams or entire firms learning to navigate situations of extreme ambiguity and potential peril. We face them as individuals in our careers as we take on new challenges and climb the ladder of responsibility. Organizations face Level-Up opportunities as they strive to do something new…develop and implement a new strategy, move to a new market, capture a new group of customers or pursue an innovation they perceive will leverage their strengths and enhance their fortunes.

It’s somewhere during the flailing phase at the front-end of of a Level-Up situation that people recognize that the old system doesn’t work for new needs. Sure, business the old way continues just fine, after all the system is optimized for the old. However, when it comes to new, the gears grind, the engine smokes, rpms rise and speed slows to a crawl.

It’s time to change the system.

The old ways don’t work for new markets, customers, technologies or business models. It’s also at this time where too many senior leaders choose the wrong paths and tactics. Like Roosevelt’s team attempting to descend a seemingly never-ending number of treacherous rapids and falls during their journey down the River of Doubt, what worked for us at the last rapid or fall results in us smashing our canoes to bits on the rocks in this new environment, endangering lives and squandering precious time and resources.

Beware the Siren Song of Two Powerful Actions:

There are two reflexive actions by senior managers that often exacerbate the wobble. The first is a creeping belief that the people that brought them this far aren’t the right people for the journey ahead. They begin to doubt the abilities of their people to learn, adapt and succeed.

The second mistake is to assume that the organization’s structure is at fault. It’s not. It’s the strategy and system.

While there are nuggets of truth in both of these reflexive thoughts, the actions must be filtered against a clear strategy and tempered appropriately or you risk making a difficult situation impossible.

Change is difficult. Ambiguity and complexity are powerful adversaries in the fight for successful change, and while no simple list of ideas offer the absolute right answers, these seven are intended to help you strive for clarity and simplicity while learning to deal step by step with ambiguity.

Seven Ideas to Help Your Firm Navigate a Level-Up Opportunity:

1. Senior Executives Must Link Arms on the New Strategy Direction. Easy words…damned difficult to achieve in practice. Most senior leaders struggle to show up in the same zip code on strategy much less end up on the same page in the same book in the same house. CEO leadership is essential here…with clarity as an absolute and once the direction is set, senior manager compliance essential. Fight it out with vigor and honor, but link arms and go forward aligned and resolute.

2. It’s Not a Strategy If No One in the Firm Understands It. The hard work of strategy begins after the boardroom brawling ends on this topic. Your job is to simplify the strategy and ensure that everyone not only gets it, but sees how they play a role in supporting it.

3. Remember, It’s Not Important to People Just Because You Said it Is. Don’t assume awareness equals either understanding or support. Your approach to strategy development and then execution task definition and implementation must get everyone involved in offering input and backing words with actions..

4. Bet on Your People First and then Acquire to Fill Key Gaps. There’s no doubt that anything new requires education, training and yes, some fresh perspectives from people immune to the firm’s dominant logic. Strive to objectively assess the skills needed for the new strategy and then focus on whether those skills can be learned, trained or whether they must be acquired. We’re too quick to assume acquisition is the answer…when the reality is that your good people are typically hungry for something big and new to do and willing to pour their hearts and souls into it. (For people who resist new learning and new directions, drop them off politely and professionally at the next rest stop. You’ve got no time to waste.)

5. Tune the Organization to Align Superpowers with Key Opportunities. Instead of assuming that a new structure is the solution….something that often emerges from these challenging and frequently political battles over change, use as your emphasis aligning the absolute best resources with the biggest opportunities. Strategy should highlight the best opportunities…now, plug in the people with the right superpowers to succeed for each key opportunity. More often than not, wholesale restructuring squanders precious time and creates confusion. The Superpower-to-Opportunity approach reduces resistance and accelerates the time to implementation so critical in this situation.

6. Use Formal Project Management Practices to Execute the Key Strategy Initiatives. Most strategies breakdown in the execution phase…not the idea phase. For your key initiatives, establish formal project teams complete with an executive sponsor, a clear charter and scope and a well define project team with priorities and targets. Then use this project-focus to provide visibility into progress and to capture lessons learned along the way.

7. Use Process Mapping Relentlessly to Support Building the New System. The work of mapping out key processes around selling, marketing, supporting, deciding, measuring etc. is priceless. Remember that the gravitational pull of “we’ve done it this way” is extremely powerful. Process Mapping helps identify opportunities for new approaches and of course, it highlights flaws, blind spots, inefficiencies and in general it supports cross-functional collaboration and learning.

The Bottom-Line for Now:

Deming was once asked what he hoped his legacy would be. In the interview (I paraphrase), he responded quickly with, “I’ll doubt I’ll be remembered at all.” Then after thinking about it, he offered, “I would like to be remembered for trying to help (American) companies from committing suicide.”

The seven suggestions above are not foreign to most senior leaders. They reflect some good commonsense. However, their use in synchronization is way too rare. When striving to navigate a Level-Up opportunity and adapt your system to changing circumstances, using these ideas is like breathing…a really good idea. Anything else has a bad outcome. Now, breathe…

Don’t miss the next Leadership Caffeine-Newsletter! Register herebook cover: shows title Leadership Caffeine-Ideas to Energize Your Professional Development by Art Petty. Includes image of a coffee cup.

For more ideas on professional development-one sound bite at a time, check out: Leadership Caffeine-Ideas to Energize Your Professional Development

New to leading or responsible for first time leaders on your team? Subscribe to Art’s New Leader’s e-News.

An ideal book for anyone starting out in leadership: Practical Lessons in Leadership by Art Petty and Rich Petro.

Leadership Caffeine™—What to Do When You Grow Fatigued

image of a foam coffee cup with brown outer sleeveThe Leadership Caffeine series is over 200 installments strong and is dedicated to every aspiring or experienced leader and manager seeking ideas, insights or just a jolt of energy to keep pushing forward. Thanks for being along for the journey!

Much of our common dialog around leadership focuses on the lofty and noble. That’s good and appropriate. After all there are some remarkable opportunities for growth and reward in the life of a conscientious leader. Empowering people who respond in great form to drive remarkable outcomes is indeed exhilarating. Taking a short leap of faith on an unproven player in a new role and watching (and helping) it work is what it’s all about. Looking back at the careers and achievements of people who intersected with you during your journey for a moment in time is truly amazing and humbling.

Why then is it so damned exhausting to serve as a leader? And better yet, how does someone entering the power dive of leadership fatigue find a way to pull out and continue serving enthusiastically in pursuit of the noble?

Vexing (and very real) challenges and questions for anyone who has served in a role responsible for others.

An Inelegant Escape (With a Great Outcome):

I hit the wall hard earlier in my career and made what was likely my biggest career blunder in my drive to escape the tyranny of the team. After being in a supervisory or managerial role for all but 6 months of my first 14 years out of college, I had had it with the drama, soap operas, head cases and garden variety of issues that all people and all teams bring to the occasion. All my teams had been successful…our businesses grew nicely and the talent was everywhere. And I was out of gas spinning the plates and keeping the wings from breaking off during our tumultuous flights for success.

In my attempt at achieving escape velocity from the life of a leader, I took an individual contributor’s role as a senior staff member working for a brilliant (but very) mid-twentieth century style command and control leader. It didn’t take long to recognize that something was wrong. While the people around me were brilliant and the many divisions and firms under this corporate umbrella fascinating, there was no team for me to develop and I wasn’t building with anyone. I discovered that if I wasn’t building people, teams and businesses, I felt like I was dying. Fortunately, this role led to an unexpected door into a new role and new firm leading others and growing a business that by all standards was the most rewarding portion of my corporate career. Happy ending. Good fortune. The next time around, the experience with all of its headaches was so rewarding from a people perspective, I dedicated my first book to a good number of those “family” members.

You’re Not Alone:

I’ve discovered that I’m not alone in having hit the wall of leadership fatigue. Many former colleagues and coaching clients have experienced their own form of this syndrome. Many suffer in silence, counting the days and marking time. Others have pursued radical career changes and entrepreneurial adventures and a good number have managed to find ways to revitalize and reset around this wonderful, vexing, draining, exhilarating role of leading.

Here are a few thoughts drawn from the wisdom and examples of others striving to recover from a bad case of leadership fatigue. Feel free to add your guidance here for all of us striving to keep the energy high.

Ten Ideas to Help You Fight Leadership Fatigue:

1. Create an Artifact to Remind Yourself Daily of Your Real Purpose. The daily challenges in our organizations can be all consuming. Chasing the urgent consumes much of our time and the urgent-unimportant has a way of filling any openings. An exercise I’ve used for years now to help leaders remind themselves is to develop and make visible their own personal leader’s charter. I have my own…and those who have followed this tactic have developed their version of why they are serving in this role and what they are accountable for in leading others. A simple morning re-read of this framed charter hanging on the wall or sitting on a shelf provides a powerful reminder of your real role and the opportunity you have to build others and your business with every single encounter in the upcoming day.

2. Cultivate a Beginner’s Mind. This one is difficult for the young and brash. It takes a few laps around the blocks of professional life to recognize that you don’t have the answer to every problem. Approaching issues by suspending judgment and seeking first to understand is a remarkable way to change the tone and tenor of every day. Beginners learn to ask questions and viewing people and teams and challenges from a fresh perspective can lead to an inner calm and a perpetual journey of discovery. The wisest leaders I’ve worked around understand that with every person and every day they are beginners.

3. Keep it in Context. Remember, you have the privilege of helping people and helping your firm every single day. Each day is a blank canvas that you get to fill-in with positive encounters, helpful ideas and productive interactions. Problems and issues represent opportunities to serve and to teach. Recognizing and reminding yourself of this privilege of serving helps to tame the stress.

4. Don’t Cede Control to the Gremlins. Faced with circumstances that are personally toxic…a hostile environment; a micromanaging maniacal senior executive breathing down your neck or an endless barrage of Everest-like problems, it’s easy to fall into the professional death spiral. Unless lives (yours and others) are on the line, beware this trap of equating your self-worth and your life’s value with your miserable work experience. While I don’t advocate a casual attitude about your work, remember that you have to give permission to that miserable manager or the stressful circumstances to take control of your perception of self. Strive to not cede that control by looking at the reality of the less than life or death issues swirling around you. (In some cases, external help/counseling/coaching is a great idea if you’re in this mode.)

5. Engage In the Moment—One Encounter at a Time. Instead of focusing on the noise and heat that you expect to encounter every day, reign in your focal point to the person, group or issue immediately in front of you. Much of our angst is over the expectation of what will happen. The act of focusing on what’s happening in the moment versus boiling the ocean of uncertainty over what may happen or what’s happening in the background is liberating. You get to create the future one controllable moment at a time.

6. Get a Coach. I love great executive and professional coaches for all of the wonderful wisdom they bring to our issues and for the metaphorical clubbing upside the head they provide to help us see ourselves and our situations with a level of clarity that we are unable to gain on our own. Great coaches peel back the layers of complexity and help us identify our core issues and then they kick our asses in pursuit of resolving or strengthening around those issues. If you’ve ever had a great strength training or conditioning coach, the professional coach has the same priceless impact. They see you through eyes other than your own and they push us harder than we would ever push ourselves.

7. Master Another Discipline. It’s amazing how pursuing something new…a new language, a craft or a hobby that takes you completely out of your daily life can help you cope with those vexing daily circumstances. While you hate to say that the workday becomes less important, the pursuit of a new passion is energizing and it creates a halo effect around your work days. You’re aware that you are tackling something bigger and different than your daily work and strangely/interestingly, it makes your work all the more bearable.

8. A Healthy Body Breeds a Healthy Mind. Working on your diet or fitness offers nearly instantaneous feedback and it’s amazing what a host of small victories (more time, faster time, more strength, the first few pounds, the next weight target, the better fitting clothes) will do for your daily attitude. In my case, it has been transformational for both mind and body.

9. Manufacture “You” Time. Finding time to think deeply about what you are doing and what you need to do is priceless. Our always-on world and our omnipresent devices don’t make this easy. Something as simple as 15 minutes of reading (in your profession, in your faith, pure escapism… whatever) gives your brain both a much needed stress rest and a jolt of energy and creativity.

10. Don’t Be Afraid to Push the Eject Button. While it may sound like I’m suggesting you give up, there are absolutely circumstances where enough is enough. I tripped and stumbled a bit with my own eject activity, however, I would do the same thing all over again. The transition helped me refuel and regain much needed context. Importantly, it set the stage for some of my life’s best work. Sometimes a new adventure is just what the spirit needs to revitalize.

The Bottom-Line for Now:

I’ve encountered too many people suffering in silence in their roles responsible for others. Nothing good comes of this martyrdom…for you for or for those around you. Pick a strategy to recharge…try a variety of approaches until something works or, cultivate the courage to go do something else. The only mistake is to stay locked in irons, making yourself and everyone around you miserable. Leading others is too important to be left to someone out of gas and out of heart. Given our challenges in this world, we need all the leadership energy and heart we can muster.

Don’t miss the next Leadership Caffeine-Newsletter! (All new subscriber-only content!) Register herebook cover: shows title Leadership Caffeine-Ideas to Energize Your Professional Development by Art Petty. Includes image of a coffee cup.

For more ideas on professional development-one sound bite at a time, check out: Leadership Caffeine-Ideas to Energize Your Professional Development

New to leading or responsible for first time leaders on your team? Subscribe to Art’s New Leader’s e-News.

An ideal book for anyone starting out in leadership: Practical Lessons in Leadership by Art Petty and Rich Petro.

Leadership Caffeine™—Know When to Assert Yourself

image of a foam coffee cup with brown outer sleeveThe Leadership Caffeine series is over 200 installments strong and is dedicated to every aspiring or experienced leader and manager seeking ideas, insights or just a jolt of energy to keep pushing forward. Thanks for being along for the journey!

There are points in time when the only right choice is to assert and dictate direction or a decision. In those crucible moments for firms and teams, the failure of a leader to assert is the height of malpractice and irresponsibility.

From critical strategic choices to decisions on talent, teams and execution, there are times when the kinder, gentler form of participatory leadership just doesn’t cut it. This is a difficult topic for those who ascribe to a softer style of leading, Yes, I applaud your daily repression of the command and control style in favor of a more participatory and consensus driven approach. However, when timeliness is of the essence and lives or jobs are on the line, you must step-up, step-in and assert yourself.

I’ve encountered too many well-intended but misguided leaders who through their slow-to-act approaches have squandered opportunities, opened the door for competitors and caused damage to their own careers. In polling these leaders post-crisis (in many cases, years later), what I consistently heard was some form of, I truly expected my directs to suspend their own views and come together as a group around what was right for the organization in that time of crisis. The fact that they didn’t is disappointing.

The only person this leader should be disappointed in is the one staring back at them in the mirror.

I would like to live in that world where people in groups suspended their own personal views and interests in the name of some form of corporate, arm-linking kumbaya focused on the greater good. And while it happens in some circumstances, in 30+ years of navigating corporate hallways and boardrooms through all manner of crises, I’ve learned not to hold my breath waiting for that momentary alignment to emerge on its own. Strong leadership for key directional decisions is essential for unifying people’s hearts, minds and actions.

Your job in crisis situations is to catalyze action along a clear vector. You’re the compass…you determine the vector and your approach to the crisis situation will either help people shake off fear and the resultant paralysis or, you’ll be the cause of chronic running in place.

Don’t wait for perfect clarity to emerge before you decide. It never does. Your leadership must bring clarity to others. Once the team begins moving, you can tweak the course as the fog lifts.

The Bottom-Line for Now:

Once you’ve successfully led the team through the storm, you can return to your regularly scheduled style of soft leadership. In the meantime, assert yourself, darn it! Your team, your firm and your career depend upon it.

Don’t miss the next Leadership Caffeine-Newsletter! (All new subscriber-only content!) Register herebook cover: shows title Leadership Caffeine-Ideas to Energize Your Professional Development by Art Petty. Includes image of a coffee cup.

For more ideas on professional development-one sound bite at a time, check out: Leadership Caffeine-Ideas to Energize Your Professional Development

New to leading or responsible for first time leaders on your team? Subscribe to Art’s New Leader’s e-News.

An ideal book for anyone starting out in leadership: Practical Lessons in Leadership by Art Petty and Rich Petro.

The Saturday Serial Number 1—Welcome to ACME John Anderson

A text slide reading: The Saturday Serial: A Management and Leadership Story Delivered One Post at a TimeThe Saturday Serial is an on-going management and leadership story and case based on a fictional firm and fictional characters all dealing with very real challenges in leadership and management. The intent is to stimulate thinking and discussion in a format different than the traditional “how to” blog post. Each episode includes a series of discussion questions for your consideration (or use with your team). I’ll share my views on the prior week’s chapter and questions in a subsequent post.

Episode 1:

The electronic sign in the lobby, offered up a friendly, Welcome to ACME CONSOLIDATED SOLUTIONS GROUP (ASCG). As John waited to check in with the receptionist, he was pleased to see his name scroll past: John Anderson, Manager, Product and Marketing. Nice touch, he thought as he stepped up and gave his name to the receptionist.

John was excited to be starting at ACSG today. This was his third employer in 14 years since graduating from college. While ACSG was a big conglomerate, John would be working with one of the smaller units…the Data Systems Solutions Group (DSSG)…an area that from all of his research, appeared to be an important part of the conglomerate’s future. During the interview process, John had been impressed with the entrepreneurial spirit he sensed in the people working in the Data Systems Solutions Group, and he liked the fact that he could help grow a start-up under the umbrella of a firm with deep pockets and diverse business interests. Also, John was mid-way through his MBA program and it didn’t hurt that the firm offered to pick up the future tuition costs as part of their generous employee education reimbursement policy.

All in all, John was excited to start this next chapter in his career.

After a quick greeting with his boss, Pat Paulsen, John was off to a whirlwind of meet and greet sessions. He met with security and had his picture taken for his permanent i.d. badge. HR took him through benefits sign-up and then Pat walked him around the Data Systems Solutions Group offices and introduced him to all of the unit’s 54 employees, including his new product management and marketing team members. After some time spent with I.T. setting up log-in credentials, it was 11:45 a.m. and John was scheduled for lunch with the unit’s six-month new CEO, Victoria Pyott. Victoria’s policy was to have lunch with every new employee regardless of level or title on their first day, and John was impressed with this thoughtful treatment.

Over lunch, Victoria outlined her view on the opportunities and challenges for the team in DSSG, and John was impressed with both her excitement about the unit’s prospects and her frank assessment of the challenges for the upcoming 18 months.

“We’re in a great arena,” offered Victoria. “The opportunity to help firms, teams and managers make better sense of their data is huge. All of us in all of our firms have spent years investing in systems to capture and access data, but we’ve still not resolved some of the fundamental issues…how to get the right data at the right time for the business problem or process issue we’re attempting to resolve. There’s all manner of software packages and tools to help clients do this, but by and large they’ve failed, because they’ve been expensive, complicated to install and integrate and frankly, very complicated to use. We can’t expect the finance or supply chain manager to be a software or even data expert…we have to create offerings that make their lives easier and that easily help them develop trusted, complete data on demand for the problem at hand,” she stated.

“Of course, like any firm motivated to grow and supported by a parent company that looks for results, not just promises in the future, we have to do a better job turning our ideas into solutions that we can monetize,” added Victoria. “That’s where you and your team come in, John. Thus far we’ve been led by the vision of our CTO, Raj Nataraj, and while he’s brilliant, he doesn’t have that knack for commercializing his vision. I’ve invested heavily in your team, and when your predecessor was grabbed by our parent company to lead another new initiative, we worked hard to find the right replacement. I think you’re absolutely the right person at the right time to lead this team and help lead this business into a successful future. It won’t be easy, but you have my support and the support of our entire management team.”

After returning to his office and sitting down with his manager, Pat, he relayed the lunch discussion and shared his over-the-top excitement with her.

“John, Victoria is right,” said Pat. “We’ve got a great opportunity and your role and your team is critical. But remember, no one said this would be a day at the beach. There are challenges ranging from the choice of markets and the development of the best entry strategies to critical product investment calls and challenging execution issues. We’re a young unit, but we’re big enough to need more process around our approach to daily operations…while at the same time insuring that we keep that entrepreneurial culture. And yes, I read once that these jobs would be easy if it weren’t for the people. It’s true here…there are a wide variety of personalities, all with different perspectives and all trying to help the firm grow and go. More than a few of them missed the memo on teamwork. You definitely have your work cut out for you, but I’m glad you’re here. And I’m thrilled to have your help and to offer my support,” she said.

“Now, are you prepared for your first team meeting?” asked Pat. “It’s in five minutes.”

While the morning’s raw enthusiasm was still there, John was beginning to understand the magnitude of the work out in front of him. He smiled, and said, “Absolutely. Just point the way to the conference room.”

Discussion Prompters:

  1. The initial meeting with a new team is one of the more challenging for any manager. What do you think is running through the minds of John’s new team members as they head to the conference room for this first meeting with their new boss?
  2. What are John’s objectives for this initial, formal group contact?
  3. What must John do and say to make a positive first impression?
  4. What must John avoid to minimize tarnishing that first impression?
  5. Help John get started on the right foot in the weeks ahead. What should John do in the early days of his new role as the head of Product Management and Marketing in the DSSG?

All characters and firms are fictional and any resemblance to any person or any firm is purely coincidental. The Saturday Serial is a copyright (2015) of Art Petty, The Art Petty Group and The Management Excellence Blog.

Introducing The Saturday Serial—An Ongoing Management & Leadership Case

A text slide reading: The Saturday Serial: A Management and Leadership Story Delivered One Post at a TimeA note from Art:

I’ve long believed serials are great ways to share stories. Dickens published many of his works in serial format and the dockworkers were reputed to shout from the shore as ships arrived with the latest installment of The Old Curiosity Shop, “Did little Nell live?” The Golden Age of Science Fiction was filled with stories told one chapter at a time from issue-to-issue and today’s Game of Thrones novels from George R.R. Martin are an excellent example of the serial on steroids, with fans (myself included) waiting impatiently to learn the fate of our favorite characters and hoping that Mr. Martin finishes the story. Who lives? Who dies? Who conquers?

Serials provide readers an opportunity to become invested in a story and the characters, and I believe the approach provides authors an opportunity to think and then create new twists and new approaches to challenge the characters and further engage the readers. As a child and teen I was addicted to the Encyclopedia Brown Mysteries because I appreciated the characters and I loved the ability to try and solve the cases. I’ve added that twist here in the form of discussion questions and I look forward to sharing my ideas and learning how readers might solve these business cases.

Welcome to my intent and attempt to share and cultivate management and leadership lessons beyond the format of a stale blog post and endless lists of “10 ideas to… .” While I love writing the Management Excellence blog and the first 1,025 posts are testament to my commitment, I’ve wanted to experiment with the serial and management fable format here for a long time. I’m emboldened by the reader appreciation for the short, fictional cases around my mythical APEX Corporation, inserted in front of the chapters in my book with Rich Petro, Practical Lessons in Leadership. Those mini-cases and their discussion questions and the author’s take on the cases have been a staple of this book and something many managers have leveraged to stimulate thinking around the issues we all face in growing as leaders. I’m grateful for the appreciation many of you have expressed for those cases.

Lencioni and Goldratt popularized the novelized or fable form of business lessons in their various writings and I understand that some of you love those and others don’t. For those who prefer their business and leadership lessons and questions with a taste of drama, The Saturday Serial is ideal for you.

Beginning with my first episode, “Welcome to ACME John Anderson,” you will meet a growing cast of characters facing a series of very real management, leadership and career challenges in this fictional high-tech, global conglomerate and its various units and divisions.

Yes, the issues are real. I see them every day and I’ve experienced and observed these dilemmas around strategy and execution and learning to lead and learning to manage in many flavors  for 30-years. And while the characters and firms are all fictional, I will wager a fair amount, you will recognize these issues and challenges…and many of you will be dealing with them in real time. Now, you get to see and hear them unfold here in this on-going series of stories and cases, and hopefully, we’ll all engage in sharing some ideas on how to navigate the challenges. After all, the intent of my work and this entire blog is to help those striving to grow their firms and grow in their careers find useful and creative ideas and answers to the vexing challenges we all face during our journeys.

Welcome to The Saturday Serial at Management Excellence I hope you’ll tune in and chime in as the story develops. After all, the beauty of this format is that you can help determine the outcomes. -Art

Check out Episode Number 1.

 All characters and firms are fictional and any resemblance to any person or any firm is purely coincidental. The Saturday Serial is a copyright (2015) of Art Petty, The Art Petty Group and The Management Excellence Blog.