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Lessons in Team Management from NASA and the movie Apollo 13

Time Magazine Cover, December 6, 1968
Time Magazine Cover, December 6, 1968

 

I’ve always been fascinated by the Space Race of the 1960s.  I am particularly amazed by the fact that in less than ten short years we went from considering space the realm of Hollywood and science-fiction to the kind of reality that you could watch live on the television in your living room.  How did they do it?  Computers? A bottomless budget? Sure, there were major advances in computer processing and increases in federal financing, but how did they go from being behind the Soviet Union to surpassing them en route to being the first nation to rendezvous, dock and land on the moon?  I believe it has a lot to do with the team management practices that were exercised by NASA’s space flight leadership team.  In former Flight Director Gene Kranz’s book Failure is not an Option he described how the NASA team was able to advance quickly through the Apollo program towards landing on the moon by saying, “Apollo succeeded at critical moments like this because the bosses had no hesitation about assigning critical tasks to one individual, trusting his judgment and then getting out of his way.”  The basis for this trust was largely due to the emphasis NASA leadership placed on communicating, mapping out systematic solutions to complex problems, and establishing clear responsibilities for solving those problems and executing their designed solutions.

What’s interesting is that this is exactly what we were taught to do in MP.  Upon reviewing the slides Professor Noonan presented during the Fall Semester, it is apparent that many of the lessons shared by our own “decision Jedi” were actually put to use by NASA in their effort to win the Space Race.  Two slides, in particular seem applicable, which I’ve paraphrased below:

Intro Deck, Slide #24:

MP learning objectives and topics include: (a) defining the central problem in a situation; (b) connecting that problem to effective teamwork; (c) developing and delivering valuable insights; and (d) connecting those insights to effective action.  “Excellence is an art won by training and habituation.” – Aristotle

Part 3 Deck, Slide #2:

How can we organize and manage team effort?  (A) Appropriate work stream: (i) Targeted analyses, (ii) Spanning the tree, (iii) Driven by issues, and (iv) Focused using hypotheses; (B) Productive: (i) Focused info, resource needs; (ii) Clear, specific deliverables and declines; and (C) Effective use of team: (i) Responsibility and (ii) Coordination.

During the Space Race, the engineers and test pilots at NASA trained religiously, and spent extensive time developing rules and procedures for their flights.  Since no one had ever flown in space before, each new mission provided an opportunity to literally “write the manual” on how certain objectives should be reached.  Because the lives of the colleagues and friends, as well as the future of the nation, depended upon their precision, these engineers would try to consider every step of every mission from all angles before lighting a single rocket.  In doing so, they were essentially asking themselves closing their eyes and asking themselves, “what do we need to do to achieve X?” and then building out mental “issue trees,” branches of which were then assigned to specific departments or team members to research, resolve and execute.

Apollo 13 (Theatrical Poster)
Apollo 13 (Theatrical Poster)

Although this kind of structured team management and leadership was a part of each stage of the Space Race, the most enduring display came in April of 1970, during the Apollo 13 mission.  One of the most detailed accounts of how the Apollo 13 problems were tackled can be found in Flight Director Gene Kranz’s account in Failure is not an Option.  Kranz describes how he broke the task down into key parts (e.g., power, trajectory, using the LM as a lifeboat for three men when it was designed for two, etc.) and then began in a structured and disciplined form of “brain storming” (or what some might call “brain steering”) during which every option was explored to ensure that the issue tree was mutually exclusive and collectively exhaustive.  Short of reading Kranz’s book yourself, you can get an idea of what happened during the Apollo 13 mission by viewing the 1995 film starring Tom Hanks.  Below are some key points in the film and links to YouTube clips that help provide a nice representation of this kind of team management:

Flight Director, Gene Kranz - sporting his famous "white team" vest
Flight Director, Gene Kranz – sporting his famous “white team” vest

1)      Shortly after the explosion occurs on the Command Module, mission control begins to devolve into chaos over the news that the Apollo 13 spacecraft is mysteriously venting oxygen into outer space. Gene Kranz focuses the group by saying, “Let’s work the problem people, let’s not make things worse by guessing.” (NOTE, only the first 42 seconds of this clip are from the scene that I’m referring to here, you can ignore the rest).  Kranz’s statement reframes the crisis as a problem that can be solved, not a moment for mindless panic, and in so doing he returns his team to the tasks they’ve been trained to do: solve space flight problems in a systematic fashion.  Moreover, although it’s hard to appreciate from this short clip, you can get a sense for how direct the lines of communication are in mission control. Every person has a role to play and their area of expertise is distinct.  Gene Kranz sources information from each of them and provides specific instructions to each group.  He never says, “somebody go do that” it’s always clear communication directed at a specific individual or sub-team so everyone knows who is responsible for generating the answer to a specific question.

 

2)      After relocating the astronauts to the LM (a/k/a Lunar Module, LEM), Gene Kranz makes it clear that the old flight plan is being tossed out the window and he focuses the team’s brainstorm efforts on the key question, “How do we get our people home?”  When the sling-shot around the moon idea is presented a debate ensues, displaying how team members are wearing “different colored hats,” to essentially test the strength of the proposed solution.

 

3)      When faced with the challenge of managing the power supply, a man named “John” proposes that everything must be turned off otherwise the LM will run out of power in 16 hours, not 45 hours.  A cacophony of negative responses fills the room but Gene Kranz assesses the situation, makes the decision to power down the LM and moves on with the remaining team members to say they need to find a squeeze every amp out of the electronics in the spacecraft –“failure is not an option!”  This particular scene displays the trust Kranz placed in his team members and their expertise, and, again, the power of positioning each challenge as a problem that can be solved by specific team members or sub-groups of team members.

 

4)      As one team works on the electronic power issues, another is just discovering that the CO2 levels in the LEM are rising and that the filters from the Odyssey and the LEM are not compatible.  This leads to the famous “Square peg in a round hole” problem.  This might be the most incredible problem solved during the mission, and if you’d like to read more about it, you can do so here.  The work done by Ed Smylie’s “tiger team” unquestionably saved the lives of the three astronauts, but again it shows the value of breaking a big problem (“how do we get our guys home?”) into smaller questions and dividing the task of researching and resolving those problems up to be the responsibility of smaller groups or individuals.

 

Years later, the Apollo 13 the flight commander, Jim Lovell, during a separate interview, suggested the Apollo 13 mission and provides several key takeaways for business leaders:

  1. Identify the problem and figure out what you have to solve it;
  2. Communicate – you need to share information with your team members in order to solve the problem;
  3. Good leadership and good teamwork are marked by perseverance and initiative.

Thanks to this structured approach to problem solving and team management, NASA was able to bring the crew of Apollo 13 home and in the process they achieved what is largely regarded as the administration’s finest hour.  If you’re interested in learning how you too can achieve this level of success within your own organization, I would invite you to review the aforementioned slides and check out the movie Apollo 13 on iTunes or your preferred viewing platform.  Remember, “FAILURE IS NOT AN OPTION!”

Apollo 13,  James A. Lovell,  John L. "Jack" Swigert and Fred W. Haise, arriving at the USS Iwo Jema after landing in the South Pacific Ocean
Apollo 13 crew members Fred W. Haise, James A. Lovell, and John L. “Jack” Swigert, arriving at the USS Iwo Jema after safely landing in the South Pacific Ocean.

More Tips on Prezi

The class got a brief glimpse into what Prezi can do during the final MP class on Thursday, but I thought that I would provide a few tips, tutorials and links that I used to orient myself with the program.

In the simplest terms, there are four steps to make a presentation in Prezi:

1. Enter content onto the canvas (words, pictures, videos, etc.)

2. Frame the content with one of the shaped frames (circle, square, brackets) or an invisible frame.

3. Connect the frames in a path (similar to re-arranging slides on the left-hand side of the page).

4. Re-position the frames to convey relation (drag and drop the frames on the canvas).

You can see the whole tutorial on transitions between slides from this link:  http://prezi.com/-oebfwip4irw/the-official-prezi-transitions-tutorial/

When creating spacial relations, remember that you can convey relation in three ways:

1.  In the x-y direction, i.e. up, down or diagonal

2. Rotation (make sure that you don’t rotate slides too much, or the transitions may become confusing and difficult to follow. In general, its best to use rotations <45 degrees).

3.  Size/Depth.  The ability to zoom in and out can either be used to convey differences in size, relationship into or out of the page, or even both.

What other great things can you do with Prezi?

Turn those boring Power Points into Prezi’s!

Share your Prezi!

Check out the official Prezi blog for even more great tips!

 

 

 

 

 

 

 

Einstein’s Secret to Amazing Problem Solving

“Einstein is quoted as having said that if he had one hour to save the world he would spend fifty-five minutes defining the problem and only five minutes finding the solution.”

In the beginning of our MP journey we discussed the importance of fully understanding the problem at hand. With that we were tasked with evaluating the problem for our projects by using the idea of a problem statement summary. This tool helped guide us to clearly define the problem. I have found this tool a great resource, but always look to find even more resources to help in this department, as it is so important.

There are many times I still find it challenging to spend a lot of time on the problem at hand. It is so tempting to just dive right into a solution. Although I may know how important it is to analyze, develop, and clearly understand the problem, it is easy to jump ahead without even realizing it.

This article explains that being able to clearly define a problem is something that can be learned and developed over time.  It also explains that you may need to use a multitude of strategies or tools to help you get there.

Below are 10 strategies that you can use to help define a problem (see full article for an in depth description)

1) Rephrase the problem

2) Expose and Challenge assumptions

3) Chunk Up

4) Chunk Down

5) Find Multiple Perspectives

6) Use Effective Language Constructs

7) Make it Engaging

8) Reverse the Problem

9) Gather Facts

10) Problem-Solve your Problem Statement

Please be sure to take a look at the full article to give you a deeper understanding of the strategies listed.
https://litemind.com/problem-definition/

Data And Information Management

My clients contact me with a variety of questions – information on our products and services, technologies provided, their project status, charges, quality metrics, data access, turnaround times, etc. There are questions I can answer right away and there are questions I can quickly look up in our information system to find the answers to. Two years ago, I was spending a significant amount of time everyday searching in individual records, logs, and online resources, calling other divisions, harassing innocent interns, and/or just simply guessing to get the answers.
Effective data and information management is an essential component for many organizations. It is especially a concern these days as the amount of digital information is exploding at an exponential rate. The consequences of poorly managed data can be significant. The following are the examples  discussed in this article:
  • Financial losses: Your organization’s headquarters are flooded unexpectedly. Your backup system is outdated, and, as a result, you lose months of data, worth millions of dollars to your organization.
  • Litigation risk: Hackers access your customer database, which includes addresses and credit card numbers. These customers are now at risk of identity theft, and they decide to sue you for violation of their privacy.
  • Excess data storage costs: Your organization has no process for data cleansing – replacing or deleting inaccurate, incomplete, or outdated information. Consequently, your data storage costs and IT resource needs double each year.
  • Inefficient workflow processes: Your team members can’t find the information that they need to do their work, because each department has its own database, and none of these systems communicate with one another.
  • Missed opportunities: Your sales reps struggle to access the inventory database, which informs them of product availability and delivery dates. Competitors win sales from you, because they have immediate access to this information.
  • Brand/reputation loss: Customers are frustrated, because departments can’t communicate effectively with one another. As a result, your organization’s reputation and sales suffer.
  • Negative press/publicity: One of your team members loses their laptop, which contains information about a well-known client. As a result, your organization receives negative media coverage and you lose a number of clients.

For me, developing an effective information system was a life saver; I did not have to spend most of my time answering emails and calls, but could actually do some productive work.

Most people give bad speeches. But most people can give good speeches

“Most people give bad speeches. But most people can give good speeches.” These are within the closing statements of Megan Mcardle’s article, “The Fine Art of a Proper Powerpoint”. Throughout our lives, we’ve had to listen to countless presentations and have probably had to give a few ourselves. Among these, there are those that captured our attention while others have lulled us to sleep with no recollection of what the subject of the presentation was. There are plenty of resources online to help guide what a proper presentation should look like, but I don’t intend to bore you with that. Miss Mcardle makes several good points in her article, which I will touch on, but I’ll also describe what experience has taught works best.

The number one mistake that most people can identify as a guaranteed sleeper presentation is when the presenter puts all the material on the slides and then proceeds to read what the audience is looking at. As Ms. Mcardle puts it, “Listening to people read from their notes or their slides is considerably less interesting than listening to a five-year-old read from “My Pet Goat”–at least the five-year old is really trying.” As a presenter, it’s important to remember that you are meant to be the subject matter expert on what you’re presenting, otherwise, why are you the presenter? Being the most knowledgeable on a topic doesn’t come easy, but that’s why you’re given time in advance to prepare (for the most part anyway). In your slide craft, it’s important to know what information the audience needs to visually see versus what they should expect to hear from you. With that in mind, you can begin to prepare your slides.

Avoiding the “reading” method of presentation will help reduce the overall word count that is placed on each slide. It forces you to take on the role of the educator with the material, rather than the messenger. Slide craft focuses on ensuring enough material, mixed with white space, appropriate graphics and visuals, and proper takeaways are present from each slide. Slides with a purpose are the only ones that should fill a presentation. Crafting the look of the slides is often the easiest part, the content chosen needs to be meticulously determined by understanding who the audience is and catering the content specifically for their position. Not all gaps have to be filled within the slide, there’s a Q&A session for a reason. No presentation, however, can ever account for content not prepared for; therefore, the most important part of the presentation is the pre-work of the material you’re presenting on (recall the Delta presentations, without the work we put in before, we would’ve had no material to present).

At this point, the slides are mostly ready and the delivery practice begins. When delivering, remember that you know the content of the presentation and you’re explaining to, expanding on, and educating with the material to the audience. This requires audience engagement. The #1 way to be sure that they’re engaged is to look at them. Eye contact helps not only engage the audience, but it also lets you know when you’re beginning to lose the audience. This awareness helps you change your presentation on the fly. Since you’re familiar with the material, you can determine if you need to expand further on the slide, move on, or ask a pertinent question to determine overall audience engagement. Knowing the material and being passionate about what you’re delivering help this type of presentation style. If you are excited about your subject, the audience will feed off this energy and remain engaged more easily. There are many more nuances to presentation delivery, and the best way to improve is to just give more presentations, which will help you find the style that works best for you. Plenty of resources are available online but if you can keep the presentation clean and focus on the audience, you’re well on your way. Besides, “The slides, after all, have probably already heard this talk before.”

 

European businesses forget that the United States is not united at all

I know this article is not really related to any of the categories but I read it and thought it is a great view of what I have experienced in my first 2 years living in the US (more personally though, and not business related)

http://www.telegraph.co.uk/finance/economics/10260066/European-businesses-forget-that-the-United-States-is-not-united-at-all.html

The article basically shows that lots of Europeans still think that the USA is one big country where everything works in a similar fashion everywhere. 

However it is rather the opposite! This might also be a reason the why so many european companies struggle to crack the US , because they do not know this.  

Lots of british supermarket brands like Tesco and Marks& Spencer tried to enter the US market, however none of them was successful.

If european businesses would keep in mind the huge regional differences in the USA and their customer, a successful market entry would be possibly much easier.

 

 

 

 

How People Solve Problems

Problem solving is an area that each of us is challenged in every day. It may look different for everyone tactically, but we are all facing difficult problems both in our personal and professional lives. This article supposes that problems can be divided into 4 classes. Each of the classes ranges from a well-defined problem with no solution, to a well-defined solution with no problem. The idea of creative solutioning was discussed some in our joint Strategy lecture with guest speaker Sean Coyne, who shared with us the idea of brainsteering, or focusing our problem solving to a specific problem or task. The article touches on the idea of problem solving via exploitation, or using what you already know, and exploration, or moving beyond what you already know to solve problems. These can also be referred to as the Edison and the Einstein ways of solving problems. Which category do you fall into? Which would you like to fall into? Moreso, which would you like your managers and direct reports to fall in to?
While our day to day lives may be relatively standard and we tend to approach problems the same way, I think this article serves as a good reminder to re-focus our problem solving and figure out which pieces of the “puzzle” we already have, which could change, and which are completely ambiguous. Sometimes the answer lies in just looking at the problem differently.

 

How to Give Constructive Feedback

Giving feedback can be one of the hardest things we do as managers or employees. Somehow the word “feedback” has taken on a negative connotation. But getting or giving feedback doesn’t have to be painful — and it’s a skill we are all going to have to learn.

One of the biggest complaints I’ve heard at my company is the fact we don’t get enough feedback throughout the year.  Many people joke that if they don’t hear any complaints, they just assume they are doing a good job.  But feedback is essential for mitigating problems — and helping employees realize their full potential.

Forbes has a great article on tips to how to make the feedback process better for you and your employees. Here are some of the key tips I got out of it:

1. Be honest. Employees can spot a manager that’s not being straightforward a mile away. Just keep your comments short and sweet.

2. Give real-life examples. Keep track of what the employees is doing wrong or right. It helps you to understand where they’re coming from, and why they’re doing certain things.

3. Lay out a plan of action. Figure out ahead of time how to mitigate negative behavior or reward good work.  It doesn’t help to say “You need to work on this,” or “Great job!”  You and the employee need to put a plan in place that’s actionable, achievable and will help them move forward.

4. Be willing to accept feedback yourself. Employees aren’t perfect. And neither are managers. This helps foster trust between employees and managers if you can take your own advice!

So what’s been your best or worst experience with feedback?

http://www.forbes.com/sites/ekaterinawalter/2013/11/19/how-to-foster-employee-trust-and-growth-through-constructive-feedback/

A Pilot’s Lesson in Planning

DZ N684CD 12-17-2006
The author, after returning from a cross-country flight to Kitty Hawk, NC.

One the most exciting and challenging days in the life of a student pilot is the day he or she sets out on their long solo cross-country flight (“Cross-Country”).  Although the name suggests a flight across the United States of America, in this context the term Cross-Country refers to a journey that is at least 150 nautical miles, involves full stops at three different airports, and a leg of at least 50 nautical miles between two of the stops.  Although it is only one of the final steps before a pilot’s license can be awarded, it is largely viewed as the true test of a student’s ability to responsibly map out and execute a flight plan.  It requires a demonstration of skill, discipline and focus, and for this reason it is considered a rite of passage that separates real “pilots” from mere “flyers.”  Reflecting upon my own my Cross-Country experience, I can see now that the principles applied in preparing for that flight can also be applied to planning a business project.    If you search, “how to plan a Cross-Country flight” on Google, you’ll receive a number of hits, ranging from brief overviews to detailed instructor guides, but my personal favorite guide is Rod Machodo’s Private Pilot Handbook.  Below, I’ve selected the most relevant points from all of these sources, and a quote from Mr. Machodo’s chapter 14 titled “Flight Planning: Getting there from here,” and I then explain how these practices can be applied as a framework for planning out a business project:

CrossCountry2
A sectional chart

 

 

A flight plan with way-points, course headings, and estimated time marks.
A flight plan with way-points, course headings, and estimated time marks.

Flight planning is information management.  Your job is to assemble, interpret, and put to use all the information needed to safely make a flight from Point A to Point B.”  ­- Rod Machado

Identify your destination.  All general aviation Cross-Countries begin with the choice of a destination.  While you might get into your car just to go “drive around town,” with the peace of mind that if you need to get fuel or food, you will be able to find it along the way, you would never do the same with an airplane.  As a pilot, you always need to know where you’re going –even if “there” is just doing touch-and-go’s in the traffic pattern of your home base airport.  The reason you need to know where you’re going when you take-off is that the destination will govern important details such as how much fuel you will need to store, which sectional map to examine to identify waypoints, what radio frequencies you will use to communicate with other airplanes and controllers on the ground, what weather you will need to look out for en route, and what kind of provisions you should pack in the event of an emergency (e.g., are you flying over water, a desert, snow-capped mountains? Survival in each environment requires different provisions).

Planning out a project in business is no different.  As discussed during the Fall Semester, there’s a tendency to just want to dive-in and start smashing the watermelon, but just as a pilot’s choice of destination will affect such basic decisions as how much fuel he needs to load into his tanks and what map he’ll need to examine for way-point identification, the selection of a business project’s objective or “destination” is equally important.  Without knowing the objective, it’s impossible to plan out how to achieve it.

Selecting a Route.  Once a destination is selected, it’s time to choose a route.  This process begins by selecting the correct aviation map, known as a sectional chart.  Within the U.S., there are over 50 sectional charts to choose from, each focusing on a different part of the country, so again, identifying the destination is a prerequisite to choosing the right chart.  Examining the chart is an essential step because of how much information a pilot can obtain from a careful reading.  In addition to showing the location of airports, these charts also provide information on geographic formations that are visible from the air, obstructions (e.g., cell towers) that should be avoided, radio frequencies used by ground based operations and other aircraft in the region, private airstrips, airspace classification (which connotes different rules and procedures that need to be applied), and much more.

Although there is tendency to want to take the shortest route by drawing a straight line between two points on the chart, the truth is that the shortest route is not always the best.  I distinctly recall when I was planning my flight from an airport south of Washington, DC to Ocean City, MD and then down to the mouth of the Chesapeake Bay, that the most direct path would take me through restricted airspace, controlled by the U.S. Navy.  Moreover, the most direct path would not bring me within eyesight of significant landmarks that would be distinguishable from the air.  As the flight involved a significant amount of flying over-water, it was essential that I select a route along which I could double-check my heading, and measure my actual progress against my predicted time-marks by looking out the window.  Accordingly, I selected a less direct route that would bring me in close range of several distinguishable landmarks to make sure I remained on course and on-time .

In business, once the objective has been identified, there’s a similar tendency to want to select the fastest route towards achieving that objective; however, the fastest route is not necessarily the best one for you or your resources.  The fastest route may be the most costly, it might involve exposure to unacceptable risk, or it might not be feasible with the resources that are available.   Moreover, like a flight plan, a project plan must include distinguishable way-points (a more colloquial term might be “mile markers”) against which the team can measure its performance and ensure it remains on course, and just like the use of time-marks the plan should layout realistic deadlines for when those way-points will be reached.  Simply telling someone “go solve this problem and come back when its done,” is not as effective as saying, “go solve this problem by completing these 10 specific steps and as you complete each step check back with me so we know we’re on point.”  Laying out a plan that allows you to break the project up into these measurable tasks and metrics will enhance your ability to track your team’s progress and report on that progress to the stakeholders,  just like a pilot tracks his progress and reports it to the controllers on the ground.

Plan for Uncertainty.  The “if” in If everything goes according to plan,” is something no pilot can afford to ignore.  Rarely does everything go exactly according to plan.  Something as mundane as the direction of the wind could change and in so doing it would alter your airspeed, heading, and even the runway you had planned to take-off or land-on, and of course there are no shortage of more major “if’s” that could alter your plans.  With this in mind, a good pilot needs to plan for contingencies (e.g., identifying alternative/emergency landing spots along his route), manage his own and his passengers’ expectations about timing and variability of conditions, and always make sure reserve fuel is left in the tank. It also means a pilot needs to consider what kind of provisions (e.g., survival gear, communication devices, food, water, temporary shelter, etc.) he might need to survive in the event he is forced to put the plane down along his route.

While some business projects are couched as “do or die,” “bet the company,” or even “get it done, no matter the cost,” projects, every plan needs to consider what resources are required to achieve the objective, whether these resources are available, and what contingencies should be put into effect if certain scenarios arise.  While all business environments may not be as unpredictable as the weather, relying on a blind belief that “everything will go as planned” in your industry is no small folly.  Accordingly, a good plan must at least acknowledge the points that are uncertain or that could be variable, and consider what should happen if those variables change.

Executing.  Executing a flight plan properly requires skill, discipline, and flexibility.  A pilot needs to be (a) skilled at maintaining his desired heading, speed, altitude, and communications while also on the lookout for incoming traffic and obstructions; (b) disciplined at checking his progress along his route, clocking in at regular intervals to measure changes in both the internal performance of his plane (e.g., engine RPMs) and the effect of outside forces (e.g., head or tail winds) on his progress; and (c) flexible in his ability to deviate from the plan as new information comes to him (e.g., materialization of a summer thunderstorm directly in his flight path).  This last point on flexibility is particularly essential because one of the biggest causes of general aviation accidents is a disease known as “get-home-itis,” wherein the pilot becomes so focused on the idea of getting home that he may compromise his normal risk tolerances and decide to try to fly through bad weather or mechanical failures in an effort to “just get home” rather than divert to another airport or delay his departure.  Get-home-itis is characterized by a loss of sight of the big picture, which is to stay alive and well.

In business, the proper execution of a plan also requires this combination of skill, discipline, and flexibility.  The skill of coordinating of team members  and the discipline to follow-up with each of them to make sure a project is meeting its way-points on-time and on-budget are essential, but again, flexibility is particularly important.  There are countless examples of companies that became so consumed with a project and the sunk costs associated with it that they were unwilling to cut their losses before it was too late.  The formulation of a plan is essential to achieving an objective, but sometimes the plan needs to be changed, and sometimes the individual objective may even need to be modified, so that it remains consistent with the company’s overall goal.  No matter how good your plan executed, it will never be viewed as a success if it undermines the big picture objective of your company.

Conclusion.  All too often, people are inclined to think of planning as a static, stagnant, and un-dynamic process.  The prevalence of phrases like “analysis paralysis” in the business suggest a lack of respect for putting in the time and energy necessary to develop a proper plan from the start; many people -desperate to start “taking action” – prefer to smash the watermelon first and ask questions later.  This demonstrates a fundamental misunderstanding for what planning is and how it should be done.  Mr. Machado’s assertion that when you plan, “your job is to assemble, interpret, and put to use all the information needed” to achieve your objective, beautifully explains that planning is an active process.  It’s not static or stagnant and it’s not something you do at the beginning and then never revisit –if it is you’re doing it wrong.  It’s about actively examining the goals and the steps needed to achieve them, and just as a flight plan can evolve mid-flight, business project planners should also be prepared to evolve their plans mid-project, as new information comes to them.  So the next time you get tasked with a new project, I encourage you to think of yourself as a pilot.  Identify your destination, break out your map, and begin selecting the right route for you and your resources.  When the time comes to execute, be disciplined in trying to reach the way-points and in measuring whether your reaching them on-time and on-budget, and if not, don’t be afraid to re-calibrate your plan the way a pilot might adjust his heading to account for changes in wind direction.  Above all else, avoid your own form of “get-home-itis.”  Put the objective of your project in context with the overall goal of your company.  If everything goes according to plan, you’ll be soaring above the competition, but since everything rarely goes according to plan, at least you’ll be prepared for whatever comes your way.

Solo Flight
Shaking hands with my CFI after my first solo flight. Summer 2006.

 

 

Unlocking Your Strengths

I recently had the opportunity to attend a half day training seminar and I found the topic extremely relevant to each of us as we transition from execution to management within our companies. I think everyone knows how passionate I am about personal growth and development, and I stand firmly behind the idea of strength-based feedback. This post is going to focus more on how to give feedback rather than receiving it yourself, but the framework can be applied in either direction.

Strength-based development is the practice of deeply knowing and documenting an individuals’ distinguishing capabilities and linking their strengths to priority development areas in order to accelerate learning and growth.

Strength-based feedback is comprised of three steps. Step 1 calls for an inventory of strengths. Step two pushes you to link the strengths to development goals, and then in the third step you apply the strengths and development goals to an action plan.

A strength inventory is a comprehensive list of the skills, characteristics and value an individual brings to your organization. They are individual and specific and supplemented with examples on how the strength manifests in behavior and actions. By creating this inventory, you provide explicit recognition of the strengths, which fosters self-confidence.

The next step is to link the strengths to development goals. It’s important to remember that we can only focus on a small number of development goals at a time, so as you’re providing feedback, focus on what’s most important. For example, if someone on your team really struggles to speak up in meetings, but they can create very polished presentation slides, your feedback should focus on helping them pivot their strength in slide creation to polishing their presentation skills in the same manor.

The final step is to create an action plan together with your employee. Agree to tactical goals that the individual can refer back to, and do so regularly. An example might include “…improve first impressions and body language and avoid coming off as more junior. Leverage your natural confidence and credibility and extend it from beginning to end of an interaction.” Each subsequent meeting you have should include an update on the action plan and a focus on what the individual has done to address each of the goals you agreed to. The action plan encourages collaboration and fosters a shared responsibility between you and your employee to monitor their personal growth and development together.

How have you helped foster development on your own teams at work, either as a colleague or manager?