It’s Your Career—Try Reframing the Problems to Stimulate Success

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!

How we frame a situation guides our development of options and biases our decisions. In my coaching work, framing is almost always an issue with under-performing professionals. Here are five common situations that can benefit from some active, personal re-framing.

Framing Error 1—Professional Development: “My company isn’t supporting my development.”

Reframe: You own your own professional development, not your company. Now, more than ever, you must take responsibility to invest in yourself for education and training and the most valuable of all developmental activities…participating in a series of challenging assignments. Seeking out these new challenges must be a deliberate part of everyone’s career strategy.

Framing Error 2—Politics: “Getting ahead around here requires me to play the games. I’m not going to do it.”

Reframe: All human groups are political. Given that someone must choose us for success, ignoring the politics and power issues in your work environment is naïve and limiting. A good strategy is to focus on cultivating “clean power” (no backs stabbed, no games played), by identifying and resolving the thorny issues that reside in the gray-areas between functions. This is typically project/team effort and requires that you gain buy-in across functions and involve a network of resources to resolve the challenges. Place your team members in the spotlight of success with these initiatives and you’ll not only gain the support of higher-ups but of a growing network of your colleagues. Congratulations, you will have grown your power without playing any questionable games!

Framing Error 3—Lack of Advancement: Blaming everyone but the person in the mirror for your lack of advancement.

Reframe: If you’re not advancing in your career at a pace that you believe is proper, it’s time to look in the mirror, not at the boss or your coworkers. Much like the use of “swim buddies” in the Navy Seals (someone who watches, supports and challenges you), you need a “feedback buddy” who will share the hard truth on your presence, your weaknesses and your strengths. We’re notoriously poor at seeing ourselves as others do and cultivating a clear understanding of this view offers ammunition for improvement and for better managing the perceptions about you.

Framing Error 4—Blaming the team. “My team isn’t performing up to my expectations.”

Reframe: You’re likely the one not performing to expectations. Reassess your role. Ask your team what they need you to do to better help them succeed. And then do it. You’ll be amazed how much better you will feel about your team when you’re doing your part.

Framing Error 5—Blaming the strategy. “This strategy just isn’t working. What were they thinking?”

Reframe: While it is possible the strategy is flawed, more than likely, there are problems of coordination, communication and execution. Look closely at where the situation is breaking down and collaborate with co-workers to identify solutions and offer insights to senior leaders. No senior leader expects the strategic plan to unfold exactly as it was drawn up on paper. Strategy refinement is an iterative process based on real-world feedback. Be part of the solution here by sharing insights and offering suggestions for strengthening.

The Bottom-Line for Now:

It’s easy to sit back and view the world of challenges as other people’s problems or other people’s mistakes. The human tendency to take credit for successes and offer blame for failures combines with framing errors to create a cognitive stew of biases and poor thinking. Get out of your own way by reframing the issues and problems, and then take action. Get this right and you’ll be dealing with a whole new set of framing challenges as you gain responsibility and grow in your career.

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.

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


Ideas for Professional Growth for the Week of July 5, 2015

many small light bulbs equal big oneNote from Art: Every week, I provide a few simple (but not simplistic) ideas for you to Do/Experiment/Explore in support of your professional development. Use them in great professional health and personal gain.


Focus on tackling that big decision you’ve been putting off for too long. Whether it’s the “go” on a new initiative, a critical strategy decision or the resolution of an important personnel choice (hire, fire, promote), it’s essential to tee the decision up and execute on it. The big issues that we delay rent space in our minds and slow down the overall cadence of our decision-making.

Take the time to rethink the issue. Look at it from multiple frames (positive, negative, neutral) and develop approaches that match each respective frame.

Identify your expected outcome from making this decision. Review your assumptions and then seek some outside help. Invite an objective third party to evaluate your framing and assumptions and challenge you on whether you’ve completely thought through the issue.

And take a tip from the late, great management guru, Peter Drucker, and start and maintain a decision-log. Take the time to document the issue, your framing, your assumptions and your expected outcome(s) and establish a date to review the effectiveness of the decision. This simple but powerful tool offers you a great opportunity to both assess and strengthen your decision-making effectiveness over time.


Rethink your approach to establishing team or initiative leadership. Instead of defaulting to the most senior person or the technical expert, challenge your team to select the individual who is best at working with people.

The design firm IDEO is famous for bringing together groups of professionals with diverse backgrounds and forming them into highly creative groups focused on studying and solving the business challenges of a wide variety of clients. A core part of their process is selecting a leader for the initiative that has the attributes the team believes are most essential for success. Often, the selection focuses on, “Who’s best working with people?”


Comparing your firm or function to someone other than your competitors. Too often, we develop tunnel vision around our industry and competitors and end up in a battle of “me-too” that no one wins, especially the customers.

When Southwest Airlines wanted to better understand how to turn planes around in record time, they didn’t study other airlines, they studied Indy Pit Crews.

Restaurant operators from all sectors send their teams in to study at Pal’s Business Excellence Institute…an institution established by this modest sized but wildly successful fast-food firm to share the practices that have helped Pal’s achieve quality and performance levels that are truly remarkable.

Idea Prompters:

  • Study customer service at Nordstrom’s or Zappos.
  • Explore how SRC applies financial literacy and drives remarkable employee engagement and great financial results.
  • Study how the Mayo Clinic is able to remain at the head of the medical field year after year and decade after decade through the application of a few very powerful values.

It’s time for your and your team and your firm to break out of your industry and competitive rut and studying the approaches of other successful organizations is a great starting point.

OK, I’ve done my part. The rest is up to you. Have a great week as you Do/Experiment/Explore! -Art

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.


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.

Art of Managing—Strengthen Performance by Clarifying Your Firm’s Values

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.

Clear, actionable corporate values…the type that are embedded in a firm’s DNA and used to reinforce ideal behaviors and support employee selection and development are incredibly powerful tools for managers to leverage in supporting the development of a great performance culture.

However, much like the infomercial that promises a nearly endless set of benefits with the frequently uttered, “But wait, there’s more,” there is indeed more that flows to you from the hard work of whittling your corporate values down to their meaningful, actionable essence.

The short-form of this post…if your values aren’t working hard for you and your firm every single day, it’s time for a refresh or reset.

Examples that Set Direction and Promote Performance:

Consider the primary value of The Mayo Clinic: “The needs of the patient come first.” Not only does this simple, powerful statement give birth to the hiring profile and support every single clinical and business decision, it points the way to the institution’s strategy…effectively how it will compete (as a relative term) in the market.

The Zappos Family Core Values define the hiring profile and expectations starting with the name “Family Core Values” and extending through ten short, crisp statements. The first value, “Deliver Wow Through Service,” goes a long way to defining how Zappos competes (strategy) and how it executes. As the firm’s founder has offered (I paraphrase), the original idea of selling shoes online seemed like another bad internet idea. However, the marriage of the first value with the business model supported the emergence of a firm that took a big chunk of the revenue and profit streams in the sleepy, unexciting old marketplace of shoe retailing.

Lesser known but successful regional chain, Mike’s Carwash, offers a set of Customer Service Values (separate from the Team Values) that leave no doubt about how the firm will compete and ensure that Mike’s is the destination for all of your future washes. The combined sets of values (Customer and Team) frame every decision and action from hiring to training to developing employees to managing the teams and the entire customer experience. Rocket fuel for effective performance!

The guiding principle behind the firm, S.C. Johnson (tagline: A family company) was stated by Herbert F. Johnson Sr. as, “The goodwill of people is the only enduring thing in any business. It is the sole substances. The rest is shadow.” The opening line in the “What We Do” section offers, “We make homes better for families.” Again, the simplicity and clarity of the thinking points in a direction and frames and filters every other decision at every level of the organization.

Successful companies in my experience operate with a set of clearly understood, actionable values. These values transcend behavior and point to purpose, direction and approach. Most of the time, they are codified or articulated,  however, in the case of some smaller or start-up organizations, they are present in the environment even if they are missing from the framed artwork on the wall.

The Bottom-Line for Now:

For those of us working in firms where the values are defined but not necessarily part of the daily routine, there’s nothing stopping you and your colleagues from translating them into something more meaningful and actionable for your teams. Use the existing values as starting points and work on clarifying them until they point to direction and frame decisions. And for those of you who either sit at the top or are comfortable catalyzing a positive revolution, start a movement to redefine your firm’s values. I checked, and there’s no law against discarding unproductive, cliché-riddled words with something that sets direction and defines the criteria for making decisions. It might just be a game-changer for your firm.

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.



Level-Up #2—Reality Check for the New Vice President

levelupThe Level-Up series at Management Excellence is dedicated to supporting the successful identification and development of new executives.

There are few more simultaneously exciting and disorienting experiences in your professional life than your initial promotion to a corporate position as vice president of something.

A Swirl of Emotions:

The promotion feels good personally, because in your mind, it validates your hard work and the sacrifices you made earlier in your career. And it is gratifying that someone or some group thought highly enough of your work and your potential to trust you at this new level. Congratulations!

It’s exciting, because you are confident that now that you have the title and authority that comes with it, and you’ll be able to push through those sweeping changes you know are needed to keep your firm at the top of the industry.

And it’s a bit disorienting, because there’s a lot of “new” involved. Your peers are new. Your routine is new…new meetings to attend, new reports to generate and new goals and assignments from your boss that are a lot fuzzier and more abstract than those you are used to tackling.  A great deal in this new role feels new, but after all, you haven’t made it this far without embracing change. And how tough can it be to succeed at this level? It’s not much different than every other promotion in your career. Or so you think.

And then reality sets in.

4 Hard Facts of Life in Your New Role as Vice President (and a few thoughts on what to do about them):

1. Don’t expect a ticker tape welcoming parade from your new peers. Title offers you admission to but not credibility in the executive ranks. Don’t expect a great deal of start-up help or even attention from the grizzled veterans sitting around the table with similar titles but eons more experience. To them, you’re furniture until proven otherwise.

A key part of early success or avoiding derailment is to prove credible to these brokers of power, influence and resources. Reach out to them individually. Strive to understand their priorities and in particular, their issues/needs vis a vis your resources and functional areas and then deliver help. If they begin to perceive you are serious about being part of the solution, the barriers will crumble and working relationships will form.

2. There is no honeymoon period. OK, I’ll give you until about mid-morning on your first day. After that, it’s, “what have you done for your firm lately?” Moral to the story: if you’re starting in your new role without an understanding of the terrain and challenges as well as the framework for a plan, you’re already behind.

Quickly focus on understanding your priorities. This includes tuning into the metrics your boss uses to evaluate you as well as learning to understand her priorities and goals. It also includes getting to know your new team members and plugging into their world with 3 simple questions: What’s working? What’s not? What do you need me to do to help you/your area with your goals? Remember to do something with the feedback. Quickly.

3. They promoted you because they trust you to make good decisions. Now make some! They might have left out the part about the issues requiring decisions being significantly more ambiguous than in prior roles and the outcomes being much more impactful. Yes, it’s important to be able to select that next market to penetrate or, to choose what products or programs to cut so that you can focus on things that hopefully will bring more value two years from now. Regardless of the ambiguity, you’re on the hook for some good decisions. Now.

It’s time to exercise those decision-making skills I’ve been writing about in at least 924 of my 1,000 plus posts here at Management Excellence. (OK slight exaggeration, but not by much.) Seriously, learn to leverage framing for fun and profit and be careful of the decision traps that bedevil so much human interaction. Learning to make good decisions or, teaching your new team to make decisions is a lot like that fitness program you’ve been thinking about. The view in the mirror doesn’t change unless you do something about it. Read, study and apply the tools of effective decision-making. Teach your teams to talk and frame and debate effectively, and liberally leverage outside perspectives to help or to sanity check. This is the hard work that will either keep you in this role, propel you to the next level or earn a one-way ticket heading in the opposite direction of the C-Suite.

4. Everyone’s waiting to figure out who you are. Seriously, your new team needs to know what you stand for and what your elevation to the lofty new title means for them. As mentioned earlier, your new peers view you as furniture or white noise until you prove yourself and the boss is excited but looking for validation of the decision to move you up. The title is great, the compensation not bad, but the stakes are high.

Accept that you’ve got to prove yourself all over again and get on with the work. The “What’s Working” discussions referenced above, are a great way to break the ice with your team. While it’s tempting to assert yourself in your first executive meetings, my council is to choose your contributions very deliberately and avoid the tendency to sound like a jackass as you share your pent up concerns about how the company is run. Seek first to understand in your new environment and find ways to prove helpful and supportive. The allies you make now will provide the treasure for revolution later on in your tenure.

The Bottom-Line for Now:

Congratulations on your new role and welcome to my reality check. You may have just earned the hardest job in the firm. Or, in any firm.

There’s a reality about the role of Vice President in most organizations that isn’t apparent until you occupy the position. You’re sandwiched between the needs and demands of the CEO and the needs and demands of those below you, and they often are at odds with each other. That and the fact that influencing change from your role may well be harder than doing it from the middle of the pack due to the power and politics swirling around the C-Suite, are sobering but real issues for anyone in this role.

Go into your new arrangement with eyes wide open and with the acceptance that the first-time Vice President’s role isn’t a linear extension of your prior role. A beginner’s mind is healthy in this circumstance, coupled with the recognition that you’re on the clock and under scrutiny from above, from the sides and from below. Seek quickly to understand and then leverage your skills for communication and action, all the while forging new alliances and serving a large number of cantankerous constituencies.

It’s simple.

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.