The Leadership "Law of Threes"

You don't have to look very far in the world of sports for examples of positive and negative leadership, management, teamwork, and results.

In this piece at The National Football Post, Michael Lombardi discusses the leadership of Tom Coughlin, head coach of the New York Giants football team.

"Yes, I know he has one of the best teams, but what has impressed me about the job Tom is doing is his ability to handle Plaxico Burress and not let it affect the team. He is using a very simple leadership strategy called the “Law of Threes”. On each team there are three types of players. The first are the ones that will do anything that is asked, willing to help the program. The second group are the undecided players, the players that are not sure what to do. And the third are the malcontents. These are the players that want to buck the system all the time, and try to breakdown the team. As a leader, there is a tendency to try and win over the players in group three, by trying to make them happy. But all that does is move the players from group two into group three, and cause you to start to lose the players in group one. What Coughlin has done is focus on group one. He pays no attention to group three and what has resulted is that Plaxico is on an island and no one wants to join him. The team is bigger than Plaxico."

*Thanks to ESPN.com's Bill Simmons for pointing out this article*

Good leadership is usually good behavioral psychology (so why isn't that an MBA class?).

Do these three groups exist in your company or team?
How are you (or the other leaders) handling the situation?

I have to admit, I've never heard of these three laws before. An internet search only brings up references to this article.
But it makes good sense... maybe the "Law of Threes" is worth a try?

Learning From Music and Film: Chungking Express and Wong Faye

Today, I've got a double dip of music AND film for you!

On November 25th, one of my favorite Hong Kong films - Chungking Express - gets a reboot and release on DVD, courtesy of Criterion.

Chungking Express combines seven of my favorite things: the neighborhoods and alleys of Hong Kong, director Wong Kar Wai, actors Tony Leung and Brigitte Lin, cinematographer Chris Doyle, superstar singer Faye Wong, and Faye's excellent reworking of the Cranberries song "Dreams".

Here's a montage from the movie, backed by "Dreams". This clip shows Faye sneaking into Tony's apartment (repeatedly) while she cleans it up and tries to get to know him.

As you'll note, she's trying to figure out if he has a girlfriend.

A few notes

• In the opening thirty seconds, you'll notice a 'people mover' or escalator outside the window. This was (maybe still is) the longest escalator system in the world, called the Mid-levels escalator. It moves people up the hill in Hong Kong. Here's a link with more shots.
• This little apartment is a pretty typical one in Hong Kong.
• Learn more about Faye Wong, an icon of the Chinese music industry here 
• imdb entry on Chungking Express
• In 2005, Time Magazine chose Chungking Express as one of the All-Time 100 Best Films.

12 Types of Story: from Beyond Bullet Points

I had lunch with my buddy Bill Wundrum the other day - I love Black Angus' Cheesy Steak Sandwich, by the way - and we ended up talking about presentations.

At some point, I was telling Bill about Beyond Bullet Points, the excellent book by Cliff Atkinson . Cliff wants us to throw away our bulletpoints, and embrace a storytelling approach.
And you know what? I agree.

I'm tired of doing all the heavy lifting and trying to figure what the hell the presenter is trying to say, as he/she buries me in animations and data.

One of my favorite parts of this book is when Cliff points out 12 types of story.

1. Historical Narrative
2. Crisis
3. Disappointment
4. Opportunity
5. Crossroads
6. Challenge
7. Blowing the Whistle
8. Adventure
9. Response to an Order
10. Revolution
11. Evolution
12. The Great Dream

Before you create your presentation, ask yourself, "Which of these stories do I want to tell?

One Way to Communicate with Images

Take a moment and read the following passage:

Ken sat at a nondescript desk, in a nondescript office, in one of the
cookie-cutter high tech office buildings that populate Silicon Valley. At the
end of the day, Ken checked his emails and say a message from his Japanese
counterpart that read, "Call me".

Ken picked up his phone and dialed the number in Japan.

After exchanging pleasantries, the Japanese manager updated Ken on the days
events. Ken's blood pressure rose and his face turned red as he responded, "He
did what?"

As the call ended, Ken's pent-up anger burst out as he slammed down the
phone. This action relieved some of Ken's stress. Unfortunately, that stress was
soon replaced by a feeling of despair. Ken dropped his head into his hands as he
considered his options and thought, "My career is over".

Now read this version (click to enlarge):


Here are four questions for you:

1. Which method is more efficient?
2. Which method is more effective?
3. Which method is more engaging?
4. What are the pros and cons of each method?

There are, of course, no correct answers to these questions.

We know that Asians, particularly Japanese, are used to reading graphic novels (I'll use this word to include comics, cartoons, manga, and sequential art), but Americans are becoming more and more comfortable with this style of visual communication as well.
If you haven't noticed, look at how much the Graphic Novel section of your local Borders has grown in the past few years.

I've mentioned in the past few months that both Daniel Pink and Patrick Lencioni released business books in graphic novel format. Google also released the user guide for Google Chrome in this format.
Translation: The wave of graphic communication is growing.
Will you be riding it, or standing under it?

I'm rewriting one of my workshop manuals to be in graphic novel format. I'll be offering attendees both formats to see which they choose. As I get results, I'll keep you posted.

Links of Interest:

• Google Chrome Graphic Guide
• Scott McCloud's "Making Comics"
• Daniel Pink's "The Adventures of Johnny Bunko"
• Patrick Lencioni's "The Five Dysfunctions of a Team"

Book Review: Brain Rules

I'm a sucker for books about thinking.

A Whole New Mind, A-ha, Six Thinking Hats, How to Think Like Leonardo DaVinci, Thinkertoys, and The Mind Map Book are just a few of my favorites from the past few years.

So, of course I wanted Brain Rules.

Title: Brain Rules
Author: John Medina
Genre: Psychology, Business, Cognitive Science

Summary: According to Brain Rules, the the human brain is "designed to solve problems related to surviving in an unstable outdoor environment, and to do so in nearly constant motion."

Medina covers 12 Rules related to this proposition.

Favorite Quote: I'll summarize the 12 rules, along with my key learning from each point.

Rule #1: Exercise

Exercising boosts brain power. Data shows that the mind works better when the body is active.

The irony, of course, is that anyone who is going to school (as I am now) needs brain power, but has no time to be active.

But, Medina actually proposes that we should be active at work and school.
Hey, that I can live with!
I already do an occasional 'walking' one-on-one meeting, but now that I've got science to support me, I might do all my meetings out of doors (if you think I'm joking, you don't know me...).

Rule #2: Survival
Introduces a concept I've never heard of before called 'Theory of Mind'.

If I'm understanding it correctly, it's our ability to understand others (even animals and objects, like cars) in terms of their motivations. Only humans can do it.
You might call it empathy.

Rule #3: Wiring
"Every brain is wired differently". That one didn't surprise me.
One size training doesn't fit all? Yep... I kinda knew that.

Rule #4: Attention
We don't pay attention to boring things.

"The brain processes meaning before detail". Giving the overview provides brain candy. Sometimes, I may withhold too much in an effort (unfortunately successful) to create suspense. I say 'unfortunately successful' because that means that the brain isn't working, because...

"The brain cannot multitask". Whether it's with cell phones and cars, or with overviews and details, the brain can't track one thing while working on another.

"10 minute learnings". Medina designs learning modules in 10 minute segments, with a 'bang' (story, image, humor) at the start of end of each one, to hook the audience.

Rule #5: Short-Term Memory

Medina makes two points I find very interesting.

• "The more elaborately we encode information at the moment of learning, the stronger the memory". This is moderately counter-intuitive to those of us who believe 'simple is better'. It explains why all those memory systems that tell you to remember a guy named Bruce by tying his name to your love of Bruce Springsteen songs actually work. If we can design exercises that create a tapestry out of the information people want to remember, we can help 'lock' in those memories.
• 'Retrieval may best be improved by replicating the conditions surrounding the initial encoding'. This means learn it where you're going to use it. It's one of the reasons why classroom learning doesn't stick. And why 'on-the-job' training is successful.

Rule # 6: Long-Term Memory
Elaborative Rehearsal - "Deliberately re-expose yourself to the information more elaborately, and in fixed, spaced intervals, if you want the retrieval to be the most vivid it can be."

For years, people have commented on my memory. "You're a sponge" is something I often hear. It's not always meant as a compliment. I can remember whole episodes of Bugs Bunny or Monty Python skits - but I often can't remember someones name.

Brain Rules suggests that my genetic need to tell stories (and tell them often might) explain my detailed memories. When I watch a movie, I immediately want to discuss it with Angie. Then, at work, I explain it in detail to anyone who'll listen. And again. As a result, I can remember details about almost every movie I've ever seen.

Same goes for places I visit. I photograph them. I sort the photographs. I post the photographs, often writing about them on my website. I share them with friends and describe the context with vivid stories. And it's committed to memory.

Same with books I read, ideas I have, etc...
If I don't talk about it, it literally ceases to exist.
I thought that was only true for me, but it seems to be a common thing.

Rule #7: Sleep
Sleep is important. The problem is, we don't actually have any rules.

We don't know how much is enough, or how much is too much, or if naps are necessary, or just about anything else.

It looks like some people are 'owls' and some people are 'larks'. Check your preference here.

It also appears that humans use sleep as a retention device. The brain doesn't actually 'sleep'. It replays patterns from the day. If it's interuppted, it won't retain them.

So, try having deep thought right before sleep. You might have the answer in the morning.

Rule # 8: Stress
A cool three-part definition of stress

1. There is an aroused physiological response.
2. The stressor must be aversive (you would choose to avoid it)
3. You must not feel in control of the stressor

Rule #9: Sensory Integration
Involving more senses = more memory.
For example, sounds help the brain process better.

Rule #10: Vision
Since 50% of the brain is dedicated to processing visual information, we learn and remember better through visuals.

Rule #11: Gender
Men and women often learn better when separated. They learn differently, and women are more cooperative than competitive.

Rule #12: Exploration
Successful learning should follow the medical school model:

1. Consistent exposure to the real world.
2. Consistent exposure to people who work in the real world.
3. Consistent exposure to practical research.

Strengths: Entertaining, educational, and research-based. An ideal learning book.

Weaknesses: None for me.

Conclusion: You and your grey matter should hurry on over to a bookstore and buy a copy. I bought an extra for my office.

Post-it Flags: 16 flags

* Each time I find an interesting quote, model, image, or idea in a book, I mark it with a Post-it flag. The more flags, the more value I found in the book.

What is my Teaching Style?

My Teaching Styles

Here's something interesting I found on the web.

It's the Grasha-Riechmann teaching styles inventory. After filling out a survey, it will tell you which teaching style you are using. You can do it for an individual class, though I did it for my overall teaching style.
You can see from this, that I'm mostly a facilitator and delegator (from my perception, anyway).

Of course, much of that has to do with my workshop attendees, who are typically pretty brilliant people. It wouldn't make much sense for me to take a formal 'lecture' approach with them.

What teaching style do you use?

The Karma of Talent Attraction

I’m convinced that Talent Management is Karmic: What comes around, goes around...

What do I mean? You won’t attract the best talent until you let go, maybe even push along, your best talent. Does that make sense?

Well, I can assure you that it scares the hell out of even the best managers. I mean, we have to get work done, right? How do we do that without our best guys?
By believing that when you push them out, better ones will come.

Don’t believe me?

What about colleges? Would you go to one that wasn’t going to push you out in 4 years?
What about college football teams? Same thing, right? A good football player goes to a college that will give him the chance to turn pro.
What about the old apprentice system?
Or working for ‘hot’ companies?

They pull great talent, and push much of that talent to other jobs.

Let me give you an example.
Once upon a time, there was a division in a big company. 

You may know of one like this – employees called it the Hotel California: You could check in any time you like, but you could never leave…
They kept their top performers through a collection of less than ethical tactics (much like selling timeshares):

• The Guilt Trip: “Please don’t leave us. We can’t live without you.”
• Delay Tactics: This is a common car sales technique. "I’d love to sign your job bid, but I’m sure my boss would like to talk to you first." Of course, his boss is booked full this week, so just wait until next week (when they hope the other job is gone).
• Trash-talking: "You don't want to work for them..." Convincing employees that other departments are terrible places to work
• Undermining You: Telling the team that wants you about your weaknesses.
• Transfer Freeze: "We've implemented a transfer freeze. No one can move until it's lifted." This is usually a lie. Most companies have a pretty strong policy regarding the ability to transfer, because they don't want you to jump to another company.

As a result of stopping the outward flow of talent, this group lost its inward flow. It became the ‘Dead Sea’ of the company.
Word got out and no one wanted to work there.

So what do I propose? In order to attract talent, you’ll need to Generate Alumni. You want to place your talent in great positions and maintain great relationships.
As soon as you do that, more talent will come knocking on your door.

And having a pipeline of incoming talent is a foundation principle of Great Managing.