Servant Leadership starts with forming a habit to spread the knowledge

I was volunteering at the #Agile2016 conference this week in Atlanta, Georgia and had an opportunity to support another volunteer friend who was trying to organize an open space session. What was so impressive was this friend's willingness to get over the comfort zone to get in front of a crowd to facilitate this session with the only goal of creating a stickiness of the information gained from attending the conference to others. It was so wonderful to see how this friend exemplified servant leadership forming a habit to facilitate this session.

Marshal Goldsmith (2007) published a classic book where he advanced 20 habits for fast forwarding one's career by identifying habits that may be bringing themselves down creating trust erosion in the team. These behavioral traits may be in our own blind spots that we may easily fail to recognize how we are sowing the inappropriate seeds for our own professional growth while simultaneously bringing the team down. Joshua Arnold (2016) referred to some of these behavioral traits as HiPPO (HIghest Paid Person's Opinion) in one of this presentation at the Agile 2016 conference. Readers are advised to check this classic to get more insights.

It was a classic example for me to see in action how one individual took the initiative to form a habit not only to benefit from his own reading of a classic book but also push the individual limits to get over the stage fear because of the belief that there was something he had the world should know to benefit from. Now, servant leadership is exactly that - leading with others in mind encouraging the drive to excel, acting with humility, and strategically advancing long term benefits over short term quick wins.

This friend proposed the idea at the open space session providing an elevator pitch creating an interest for about a dozen people as he described the 20 habits creating an activity for people to form a group and select one of the habits that resonated with them in groups, create visual images of these habits, and identifying strategies on the impact of this habit and recommendations to eliminate this habit. The amount of time this friend spent at evenings and nights to form the elevator pitch and create stickiness for anyone that may come for his open space session applying the techniques suggested by Laura Powers (2016) really hit a homerun as the attendees to the session appreciated the new packaging on these habits as they emphasized how this session helped them. I was so glad to be part of supporting him in his endeavors.

As I continued to support this friend in this session, I really renewed my own interest in the coaching of such down-to-earth individuals who not only try to improve themselves but attempt to leave the world in a better place than they found it by avoiding excuses. As Kish (2016) and Jurgen (2016) pointed in the various leadership stages of genius tribes and managing for happiness respectively in their keynote address, it is the knowledge that we gain from such selfless individuals and their friendship.

What are we doing today to get ourselves out of any comfort zone that we have encapsulated ourselves in advancing the great experience and knowledge that we have gained? Servant Leadership is a lot bigger than teaching someone to fish! It is teaching someone to serve society by creating a community pool and teaching everyone to be self-organizing and self-sustaining. It is applying leadership beyond the individual, team, and the organization. 

Reference

Arnold, J. (2016). How to train your HiPPO.  Atlanta, GA: Agile Alliance.

Goldsmith, M. (2007). What got you here won't get you there. New York, NY: Hyperion Books.

Kish, C. (2016). Leadership for genius tribes. Atlanta, GA: Agile Alliance.

Jurgen, A. (2016). Managing for happiness. Atlanta, GA: Agile Alliance.

Powers, L. (2016). The neurology of learning: Your brain on agile games. Atlanta, GA: Agile Alliance.

Thinking Differently: Transformation from Individual to a Group and to a Team

In today’s project centric, globally diverse, distributed and virtual team environment, the ability of the members in a team to collaborate is an integral part of individual’s and team’s success. Bruce Tuckerman outlined the four major stages of a team’s development as individuals become part of groups and evolves to be a team. While agile methodology may promote the need for the self-organized team within an engineering context in a product development setting, every other type of business units such as the technical operations, infrastructure, business development, sales and marketing benefit from effective team habits.

But little do many recognize what differentiates a team from a group. A set of individuals with a like mindset may be assembled to form a group but if everyone has an agenda that is larger than the common goal of the group, then, the team still not established.  The group may be best represented by the Forming and Storming stages as espoused by Tuckerman where the team is still dependent on the leader to make the decisions for the team. As the group member’s polarity on priorities is aligned towards the common business, they morph as teams entering the later stages of Norming and Performing.

Stephen Kohn, the president of Work & People Solutions of a management and training firm, along with his senior partner Vincent O’Connell consolidated their management and training experience to identify six key traits of an effective team (Kohn and O’Connell, 2007). One of these six habits includes the lateral thinking promoting how teams can innovate and invigorate by working towards common goals avoiding ineffective arguments. Often, the thinking process is associated with the systematic way of logical breakdown of ideas.

Toyota’s 5-Why principle to get down the root problem is such an example of decision tree analysis. Perhaps emanating from the control systems theory of constraints model, this hierarchical analytical thinking approach is good, but does it always generate creative ideas? For instance, how could the famous Schumpeter have predicted the “Creative Destruction” model that led to the demise of “brick-and-mortar” organizations opening the new avenues of eCommerce and eBusiness during a period of industrial automation dominated by scientific management principles?

Lateral thinking is generative and involves asymmetric pattern processing, which is not always done in sequential order, infers Edward de Bono who coined this approach in 1967 (“de Bono, n.d., de Bono, 1999). These principles are analogous to how the Agile principles promote generative behaviors through the prescriptive processes. This lateral thinking paves its foundations through six “thought” domains, called six hats. In the first domain, the team is provided with all the information available for the team to on a “fact-finding” expedition, absorb, and brainstorm alternatives. This first domain is called the white hat thinking.

The next stage leads to eliciting the team’s emotional reaction to the alternatives and decisions. Focusing on immediate reactions without any bias, this second domain, called the red hat, attempts to unearth emotional relationships. In a balanced way, the two subsequent stages evaluate playing devil’s advocate looking at the downside to selecting a solution and looking at the optimistic side of benefits of choosing the solution. These domains are called black hat and yellow hat respectively.

The next stage explores invoking additional ideas that could offset the downside and enhance the benefits like an effective and proactive risk management approach. The techniques such as force field analysis are good tools to explore for teams besides brainstorming, Delphi and Wideband Delphi approaches as they evaluate the ideas for execution friendliness if bound by time constraints. This fifth domain of additional idea generation is the green hat. The final hat, called blue hat, puts on the tactical glasses to operationalize and institutionalize the idea by streamlining the processes necessary to execute.

Great, how does these relate in real life? Say, we are confronted with a scenario of quality defects in a production application come to us. 

• Most of the “white hat” thinking would be to immediately soak ourselves in getting the details of what happened, when it occurred, how it was unearthed, etc. As the team gathers the information and evaluates the audit trail or transaction logs, the team may isolate the issue to a specific module or any systemic events. Instead of looking at the people side of the equation, effective team explores red-hat thinking evaluating alternatives and corrective action and seeks gut reactions. 
• The focus is shifting from “What happened” to “Why it happened” and “How to prevent”. Effective teams would naturally morph into wearing the black hat and yellow hat in terms of the sense of urgency to fix to address customer concern, business impact, etc. 
• While the symptom can be addressed this way, the team wears the green hat to address the root cause of the problem with a better and permanent fix to avoid similar issues affecting other customers and finally take on the blue hat to also streamline the processes by updating documents and manuals, communicating changes required, and providing training as necessary.

Isn’t it wonderful to realize the truth to the expression of “wearing multiple hats” to think differently? As you can see, the team’s ability to think laterally enhances the overall team’s ability gain trust as the organizations begin to see the team’s effectiveness in working towards the goal instead of pursuing individual agenda. As the team practices lateral thinking, the daily sprints become effective, additional meetings become redundant and unnecessary, and innovation is collaborative where together everyone achieves more (TEAM) (Temme, 1996). In these teams, the project manager becomes more of a mentor and coach, keeping the team engaged to follow the processes towards desired results.

References

de Bono, E. (1999). Six Thinking Hats. New York: Little Brown

de Bono, E. (n.d.). Thinking Tools. Retrieved April 28, 2013, from http://www.edwdebono.com/lateral.htm

Kohn, S. & O’Connell, V.D. (2007). 6 habits of highly effective teams. Franklin Lakes, NJ: CareerPress

Temme, J. (1996). Team Power. Mission, KS: SkillPath Publications