A periodic visit to the 100 Acre Wood. Here’s the backstory.
Author Archives: Bob Adams
Do You Understand the Nature of YOUR Crisis?
There are few certainties in ministry today. Unfortunately, one of them is the inevitability of a potential crisis occurring in our country, your community or even your church that could have a major effect on your congregation and even your reputation.
A crisis is an event, precipitated by a specific incident, natural or man-made, that attracts critical media attention and lasts for a definite period of time. Certainly, the COVID-19 pandemic qualifies.
But life is full of other types of disruptions, some seemingly minor in nature and others truly of a global scale. In between those two bookends are countless events that require leaders to be at the forefront in communicating to their organizations, the community, and the greater public.
When your church finds itself in the midst of a crisis, the ripple effects can disrupt lives and operations for the foreseeable future if public opinion is not properly addressed and stewarded.
Skillfully managing the perception of the crisis can determine the difference between an organization’s life or death. In the pitched battle between perception and reality, perception always wins.
There is a solution – you can prepare for the inevitable crisis by proactive actions that will help in preempting potential crises or help make them shorter in duration. Finding yourself in a crisis situation is bad; not being prepared when a crisis occurs is devastatingly worse.
THE QUICK SUMMARY – Crisis Communications: The Definitive Guide to Managing the Message by Steven Fink
Skillfully managing the perception of the crisis determines the difference between a company’s life or death. Because in the pitched battle between perception and reality, perception always wins.
The inevitability of a crisis having a potentially major effect on your business and your reputation – at some point – is almost a guarantee. When your company finds itself in the midst of a crisis, the ripple effects can disrupt lives and business for the foreseeable future if public opinion is not properly shaped and managed.
Fortunately, there is a solution. Crisis communications and crisis management legend Steven Fink gives you everything you need to prepare for the inevitable—whether it’s in the form of human error, industrial accidents, criminal behavior, or natural disasters.
In this groundbreaking guide, Fink provides a complete toolkit for ensuring smooth communications and lasting business success through any crisis. Crisis Communications offers proactive and preventive methods for preempting potential crises. The book reveals proven strategies for recognizing and averting damaging crisis communications issues before it’s too late. The book also offers ways to deal with mainstream and social media, use them to your advantage, and neutralize and turn around a hostile media environment.
A SIMPLE SOLUTION
According to author Steven Fink, a good working definition of a crisis is any situation, that if left unattended, has the potential to:
- Escalate the intensity
- Damage the reputation or positive public opinion of the organization or its leadership
- Interfere with the normal operations
- Fall under close government or media scrutiny
- Impact the organization’s financial well-being
Using the five-step list above as a pragmatic guide, the responsible leader will realize that what may not qualify as a minor crisis in one situation may actually threaten the existence of the organization in another.
So the question becomes, do you know what YOUR crisis is?
Before you can even begin to think about communicating during a crisis, there are three absolute imperatives that must be undertaken in any crisis situation.
Steven Fink
Identify your crisis
Isolate your crisis
Manage your crisis
IDENTIFY
How hard can it be to identify a crisis when it’s happening to your organization? Actually, it’s harder than you might think. Focus on identifying your crisis – the one with which you have to deal, the one over which you have some measure of control. Try to avoid distracting scenarios, of which there will be many.
In a crisis, especially a crisis with competing interests, the only person who is looking out for your organization’s reputation is you.
ISOLATE
Isolation might very well mean designating a crisis management team to deal exclusively with the crisis, with its members temporarily delegating their normal duties and responsibilities to others for the duration of the crisis. Ideally, this team would be isolated from the rest of the company, and hopefully, keep quiet about its progress until the appropriate time.
MANAGE
If you have properly identified and then successfully isolated the crisis, the actual management of the crisis is the easiest part (assuming you are a good manager to begin with). That’s because you will now be laser-focused on the specific task at hand, and once you’ve cleared away the distracting brush, your mission becomes crystal clear. When that occurs, making vigilant decisions – the epitome of good crisis management – is well within your grasp.
Steven Fink, Crisis Communications: The Definitive Guide to Managing the Message
A NEXT STEP
While the COVID-19 crisis is certainly on everyone’s mind, it is truly a once-in-a-lifetime event, and “understanding” it in terms of the discussion above is beyond the scope of this exercise.
However, your organization likely has faced a crisis within the last year – a physical event, a natural disaster, or a personnel issue. No matter what the crisis, it was a disruption to your normal activities.
Using a past crisis, have your team walk through the three steps listed above. You are actually doing a post-mortem or after-action report: using a past event, evaluated through a new lens (the three steps above) to help prepare you for the next time you have a crisis.
Taking note of any actions you should have done, but didn’t, develop an action plan to make sure you do it the next time.
Part of a regular series on 27gen, entitled Wednesday Weekly Reader
During my elementary school years one of the things I looked forward to the most was the delivery of “My Weekly Reader,” a weekly educational magazine designed for children and containing news-based, current events.
It became a regular part of my love for reading, and helped develop my curiosity about the world around us.
Along with early and ongoing encouragement from my parents – especially my father – reading was established as a passion in my life that I was happy to continually learn from, share with my children, and watch them share with their children.
Reading keeps our minds alive and growing.
The Hidden Secret of our Special Street
One of the reasons we chose our home over 31 years ago was that it was being built on a very special street, one that backed up to a park…
…a 100 acre wood, if you will.
As kids of all ages know, the One Hundred Acre Wood is home to Winnie the Pooh and all his friends, and the setting for the beloved stories about his adventures there.
The Hundred Acre Wood is based on an actual place called the Five Hundred Acre Wood, situated in the Ashdown Forest, in East Sussex, England, where A. A. Milne was living when he wrote the books.
Today, areas of this wood have been named after locations seen or mentioned in Milne’s Pooh books, as a tribute to the author, including a bridge identified as the Poohsticks Bridge, and an area designed as the Enchanted Place. There is also a memorial plaque dedicated to both Milne and Ernest H. Shepard, who illustrated the classic books.
During our children’s early years, the stories of Winnie the Pooh were read and reread by my wife and I, and then read by our children on their own. It was an easy leap of imagination to think that our “One Hundred Acre Wood” was the same as Winnie the Pooh’s, meaning adventures of all kinds were to be found there.
And so they did, discovering adventures in the woods or making them up with friends.
Now, our children have moved away. Their children have been introduced to Winnie the Pooh and his friends. Our children may or may not remember our “One Hundred Acre Wood,” but you can be sure that when their children come to visit Nina and GrandBob, they will introduced properly.
Then again, maybe we’re rereading the stories for ourselves.
A children’s story which is enjoyed only by children is a bad children’s story.
C.S. Lewis
The Ongoing Journey of Fatherhood
You become a father in a few short seconds…
…fatherhood takes the rest of your life.
On Father’s Day 2021 I find myself in a unique place in time:
- My father has been gone for 9 years, but I still see and feel his influence in my life daily.
- All three of my sons celebrate Father’s Day as fathers in their own right: Between them, they have a 13-year old, a nine-year old, an 8-year old, a 10-year old, an 8 year old, a 2-year old, a 16-month old, and a 10-month old.
- My oldest son left for college in 1999; the youngest graduated from college six years ago, but the flip side of being empty nesters:
- My oldest son and wife welcomed the teenage years with our oldest grandson this year; along with his sister and brother, they are definitely always on the go. The mountains, streams, and lakes beckon, and they are a fishing family much of their free time.
- My middle son and wife continue their adventures as an Air Force family, along with providing foster care for 2 siblings (the 16th and 17th children they’ve had in their care over the last five years). With their two daughters, their household is always in motion – but it’s filled with love, overflowing.
- My daughter is moving to a new and exciting work adventure this week. It will require commuting, work from anywhere, and living “here and there” for a few months, but she and her husband have done that before. I am so proud of her recognition of excellence at her workplace of the last 6 1/2 years which led to this new opportunity.
- My youngest son and his wife have weathered the work hardships of 2020 while welcoming their son, and remain committed to their work while keeping family first. They are both loving, generous, and absolutely infatuated parents of the youngest grandchild.
- Of course, without my wife none of this would have been possible. Through 41+ years of marriage we’ve had laughter, tears, adventures, and accumulated thousands of life stories of our family’s experiences. The journey continues each day, and becomes sweeter.
Fatherhood is a journey, and each step along the way brings a new opportunity to grow and learn just how to be a father. I’m 40+ years in, and sometimes I feel like it has just begun.
At other times, I look back and wonder where the time has gone.
Leaders of Remote Teams Must Learn to Protect the Overachievers
Your team has probably been working remotely for a year or more now, and even as the country moves into fast-forward about “opening up”, it’s likely that remote work will continue in some form for the foreseeable future.
What may have been quick emergency actions like having the basic tools and defining remote processes is now moving toward a new normal.
To make it through the current crisis and return to that new normal, you and your team will need to be resilient. The good news is that leaders can help create the conditions that make this possible.
As Bryan Miles, CEO and cofounder of BELAY, a leading U.S.-based, virtual solutions company says:
“Productivity comes from people completing their tasks in a timely, professional, adult manner, not from daily attendance in a sea of cubicles and offices.”
How will you lead your team through both this changing tide and new reality?
THE QUICK SUMMARY – Remote: Office Not Required by Jason Fried and David Heinemeier Hansson
The “work from home” phenomenon is thoroughly explored in this illuminating book from bestselling 37signals founders Fried and Hansson, who point to the surging trend of employees working from home (and anywhere else) and explain the challenges and unexpected benefits. Most important, they show why – with a few controversial exceptions such as Yahoo – more businesses will want to promote this new model of getting things done.
The Industrial Revolution’s “under one roof” model of conducting work is steadily declining owing to technology that is rapidly creating virtual workspaces and allowing workers to provide their vital contribution without physically clustering together. Today, the new paradigm is “move work to the workers, rather than workers to the workplace.” According to Reuters, one in five global workers telecommute frequently and nearly 10 percent work from home every day. Moms in particular will welcome this trend. A full 60% wish they had a flexible work option. But companies see advantages too in the way remote work increases their talent pool, reduces turnover, lessens their real estate footprint, and improves the ability to conduct business across multiple time zones, to name just a few advantages. In Remote, authors Fried and Hansson will convince readers that letting all or part of work teams function remotely is a great idea–and they’re going to show precisely how a remote work setup can be accomplished.
A SIMPLE SOLUTION
A common belief among managers contemplating remote work teams is the fear that their employees would slack off when out of the office and away from their watchful eyes.
The reality is that remote employees are more likely to overwork than underwork.
The employee who has passion and dedication to their work often has difficulty balancing their work and demands of their private lives when their work is being done in the spaces normally dedicated to private lives.
Leaders of remote teams must be aware of the signs of overwork, and intentionally work to prevent it.
Be on the lookout for overwork, not underwork.
If you’ve read about remote-work failures in the press, you might thing that the major risk in setting our people free is that they’ll turn into lazy, unproductive slackers. In reality, it’s overwork, not underwork, that’s the real enemy in a successful remote working environment.
Working at home and living there means there’s less delineation between the two parts of your life. You’ll have all your files and all your equipment right at hand, so if you come up with an idea at 9pm, you can keep plowing through, even if you already put in more than adequate hours from 7am to 3pm.
The fact is, it’s easy to turn work into your predominate hobby.
If work is all-consuming, the worker is far more likely to burn out. This is true even if the person loves what he does. Perhaps especially if he loves what he does, since it won’t seem like a problem until it’s too late.
It’s everyone’s job to be on the lookout for coworkers who are overworking themselves, but ultimately the responsibility lies with the managers to set the tone.
In the same way that you don’t want a gang of slackers, you also don’t want a band of supermen. The best workers over the long term are people who put in sustainable hours. Not too much, not too little – just right.
Jason Fried and David Heinemeier Hansson, Remote: Office Not Required
A NEXT STEP
As the leader of remote teams, how you practice working remotely will often set the pattern and practice of your team.
Using the following ideas from Work Together Anywhere, evaluate your own remote practices, and then determine how you will share the expectations with your team.
Motivation and Self-Discipline
- Have a set routine
- Dress like you’re going to work
- Work in a space designated for work
- Set a schedule and stick to it
Productivity
- Experiment with time- and task-management methodologies and apps
- Minimize multitasking; instead, focus on one thing at a time
- Pace yourself to regulate your energy, maximizing your stamina and mental acuity
- Make sure your workspace aids rather than hinders your productivity
Self-Care
- Balance stints of productive, focused work with sufficient breaks that include movement.
- Don’t forget to allow yourself the perks of remote working, like taking a break in your living room, or eating lunch on your patio
- Combat the risk of loneliness by actively seeking social interaction both in person and online
Communication and Collaboration
- Adopt a virtual-team mindset by trusting others to deliver the results they committed to while doing the same
- Practice positive communication by being overtly friendly and assuming positive intent
- Be reliable, consistent, and transparent: make sure your teammates know what you’re working on and how to reach you, within agreed upon guidelines
Celebrating National Doughnut Day…
In honor of National Doughnut Day, a “sweet” repost from the past, updated for today:
National Doughnut Day was established in 1938 by the Chicago Salvation Army to honor women who served doughnuts to soldiers during World War I. The holiday is traditionally celebrated on the first Friday of June. But there’s also another National Donut Day in November!
Here’s an infographic from Fast Company magazine about today’s National Doughnut Day:
Upon closer look at the picture above – especially the statistic in the doughnut hole – it’s nice to know that I’m above average.
Seriously.
Like many things in my life, this fondness all came about because of a book: Homer Price and the Doughnut Machine. I have great memories of reading about Homer and Uncle Ulysses and the automatic doughnut machine. I remembered the image of doughnuts stacked to the ceiling with more coming out of the machine every minute. I’ve looked for a machine like that for a long time, but the Krispy Kreme shop is as close as I’ll come! Reading that book gave me a taste for doughnuts that continues to this day.
Thinking about Homer Price, I just happened to be near my favorite used bookstore in Charlotte – Book Buyers. On a whim, I pulled in, went to the children’s section, and there it was, just like I remembered it. With my $1 purchase, I’m going to start the day off, reading the story again – with a doughnut, of course!
There’s no “Hot Light” in my hometown, but that’s not going to stop me from celebrating somewhere…
If you’ve still got a sweet tooth, check out this post on the secrets to Krispy Kreme’s success.
As Leaders of Remote Teams, We Need to Prioritize Outcomes, Others, and Ourselves
Your team has probably been working remotely for most of the last year now, and even as discussions about “opening up” begin to become more prevalent, it’s likely that remote work will continue in some form for the foreseeable future.
That’s the question Google is tacking with a new set of policies recently rolled out by the company’s CEO. They center around just three words:
Flexibility and Choice.
What may have been quick emergency actions like having the basic tools and defining remote processes is now moving toward a new normal.
To make it through the current crisis and return to that new normal, you and your team will need to be resilient. The good news is that leaders can help create the conditions that make this possible.
As Bryan Miles, CEO and cofounder of BELAY, a leading U.S.-based, virtual solutions company says:
“Productivity comes from people completing their tasks in a timely, professional, adult manner, not from daily attendance in a sea of cubicles and offices.”
How will you lead your team through both this changing tide and likely new normal?
THE QUICK SUMMARY – The Long-Distance Leader by Kevin Eikenberry and Wayne Turmel
As more organizations adopt a remote workforce, the challenges of leading at a distance become more urgent than ever. The cofounders of the Remote Leadership Institute, Kevin Eikenberry and Wayne Turmel, show leaders how to guide their teams by recalling the foundational principles of leadership.
The authors’ “Three-O” Model refocuses leaders to think about outcomes, others, and ourselves—elements of leadership that remain unchanged, whether employees are down the hall or halfway around the world. By pairing it with the Remote Leadership Model, which emphasizes using technology as a tool and not a distraction, leaders are now able to navigate the terrain of managing teams wherever they are.
Filled with exercises that ensure projects stay on track, keep productivity and morale high, and build lasting relationships, this book is the go-to guide for leading, no matter where people work.
A SIMPLE SOLUTION
Leadership has never been a simple task. Factor in the many complications of leading your team remotely, and it would seem that leadership difficulties have magnified exponentially.
According to author Kevin Eikenberry, “It may have always been lonely at the top, but now we’re literally, physically, by ourselves much of the time.”
Being a Long-Distance Leader may feel radically different from how you’ve led in the past, but the core part is still the same: you are a leader, first.
Accept the fact that leading remotely requires you to lead differently.
What’s needed is a change in mindset from time-based working to results-based working, which calls for evaluating output rather than hours.
Kevin Eikenberry and Wayne Turmel
There are three areas of focus all leaders must recognize and use to reach their maximum success.
- Outcomes—you lead people with the purpose of reaching a desired outcome.
- Others—you lead with and through other people to reach those outcomes.
- Ourselves—you can’t leave yourself out of this model. While leadership is about outcomes and other people, none of that happens without you whether you like it or not.
At the highest level, organizations exist to reach outcomes of one sort or another. As a Long-Distance Leader, this focus on outcomes is, if possible, even more important and can definitely be harder. There are three reasons for this difficulty:
- Isolation. When people are working remotely, they are likely alone more of the time, often leading to silos of the smallest nature – people acting as if they are a team of one, and forgetting how their outcomes are part of the larger whole.
- Lack of environmental cues. Working from a home office or remote location, people do not receive the very clear clues and cues that reinforce the organizational focus.
- (Potentially) less repetition of messages. Unless leaders consistently, and in a variety of ways, communicate and reiterate the goals and outcomes for the team, people may get lost in their own bubble.
Long-Distance Leaders must also focus on others. Here are seven reasons why:
- You can’t do it alone anyway. Leadership is about the outcomes, but those must be reached through others.
- You win when they win. True and lasting victory comes from helping others win, too.
- You build trust when you focus on others. Focusing on others and showing them you trust them first will build trust with others.
- You build relationships when you focus on others. When you’re interested in, listen to and care about others, you build relationships.
- You are more influential when you focus on others. Since we can’t control people, only influence them, our focus on others will help be a positive influence.
- Team members are more engaged when you focus on them. People want to work with and for people who they know believe and care about them.
- You succeed at everything on “the list” when you focus on others. Whatever your to-do “list” contains, by focusing on others first, achieving that list will be more successful.
The great paradox of leadership is that it isn’t about us at all—as we have just said, fundamentally leadership is about outcomes and other people.
Finally, who you are, what you believe, and how you behave plays a huge role in how effectively you will do the other things. Here are three reasons why Long-Distance Leaders must focus on themselves:
- Assumptions. You have assumptions about what it means to work remotely. We could give you the statistics that show teleworkers are more productive, but if you don’t believe that, or assume people are multitasking on non-work items while they are at work, you will operate based on that belief rather than the facts.
- Intention is important, but not enough. Throughout this book we talk about being intentional with nearly everything. Here, though, the challenge lies in the gap between what you want and mean to do, and what you actually do.
- Making a decision. As a long-distance leader, you will face many choices and have lots of ideas. But none of them will work until you decide to act.
Kevin Eikenberry and Gary Turmel, The Long-Distance Leader
A NEXT STEP
Use the following questions by author Kevin Eikenberry to honestly evaluate how you are practicing the three “O” principles listed above: Outcomes, Others, and Ourselves.
- What do you feel are the most important outcomes expected of you as a leader?
- How has working remotely impacted those outcomes for you and your people?
- What do you feel are the most important ways to focus on others in your organization?
- How has working remotely impacted that focus?
- How do you see yourself in your role as a leader?
- How has leading remotely impacted your beliefs and behaviors?
If You Want to Be a Coach, You’d Better Have a Whistle
Like many parents, my coaching career began with my own kids. First it was my oldest son (now 40) and Pee Wee Basketball. After a couple of years, I traded my tennis shoes for a pair of soccer cleats, and began a 10-year run coaching various levels of soccer teams for all 4 of my kids at one time or another, often multiple teams in the same year. When my youngest son (now 28) moved beyond my coaching skills and desires, it was time to retire and become a spectator.
Of the many lessons I learned as a coach, one stands out:
If you want to be a coach, you’d better have a whistle.
Imagine a group of 14 5-year olds, most who have never participated in any kind of organized sports. Add a beautiful spring day, a group of over-eager parents, and the child’s natural tendency to just want to kick the ball. Often jokingly referred to as “herd ball”, that’s what most kids’ introduction to soccer looked like.
Over a 10-year period, I coached 14 different teams, often 2 seasons a year. The teams went from beginning level soccer as 5 year olds to Challenge level for 12 year olds to Classic level for 18 year olds. Coaching both boys and girls of all ages and skill levels, with each one bringing their unique personality to the field, it was often challenging at best to coach.
Enter the whistle.
You may consider it a throwback to a different time, but I found it quite effective for all ages of players (and quite a few parents, too). It may have been unorganized chaos on the field to begin with, but after two sharp and loud blasts on the whistle, the players would stop what they were doing and give me their attention. What I did with their attention is another story, but it’s the sound of the whistle that is important here.
It stopped everyone from what they were doing and turned their attention to the coach.
You may not be a coach, but as a leader you have a room full of team members, often doing all kinds of different activities at once. When you need to get their attention, what do you do? How can you quickly and efficiently get their attention and make the best use of everyone’s time?
Leaders need a whistle, too.
The difference between a great practice session and a good one – and often the difference between a great organization and a good one – is established in systems that allow your productive work to be obsessively efficient.
Great leaders step in with whistles – clear, distinctive signals – to make people’s practices efficient as possible – even in professional settings and even with adults.
How is time wasted in your organization? What can you do differently?
Maybe it’s time to buy a whistle…
inspired by Practice Perfect: 42 Rules for Getting Better at Getting Better
How to Unwrap the Power of a Beautiful Question
The most important thing business leaders must do today is to be the ‘chief question-asker’ for their organization.
– Dev Patnaik
Patnaik is quick to add, “The first thing most leaders need to realize is, they’re really bad at asking questions.”
A questioning culture is critical because it can help ensure that creativity and fresh, adaptive thinking flows throughout the organization.
By asking questions, we can analyze, learn, and move forward in the face of uncertainty. However, the questions must be the right ones; the ones that cut to the heart of complexity or enable us to see an old problem in a fresh way.
Nothing has such power to cause a complete mental turnaround as that of a question. Questions spark curiosity, curiosity creates ideas, and ideas lead to making things better.
Questions are powerful means to employ (read unleash) creative potential – potential that would otherwise go untapped and undiscovered.
THE QUICK SUMMARY – A More Beautiful Question: The Power of Inquiry to Spark Breakthrough Ideas by Warren Berger
In this groundbreaking book, journalist and innovation expert Warren Berger shows that one of the most powerful forces for igniting change in business and in our daily lives is a simple, under-appreciated tool–one that has been available to us since childhood. Questioning—deeply, imaginatively, “beautifully”–can help us identify and solve problems, come up with game-changing ideas, and pursue fresh opportunities. So why are we often reluctant to ask “Why?”
Berger’s surprising findings reveal that even though children start out asking hundreds of questions a day, questioning “falls off a cliff” as kids enter school. In an education and business culture devised to reward rote answers over challenging inquiry, questioning isn’t encouraged–and, in fact, is sometimes barely tolerated.
And yet, as Berger shows, the most creative, successful people tend to be expert questioners. They’ve mastered the art of inquiry, raising questions no one else is asking–and finding powerful answers. The author takes us inside red-hot businesses like Google, Netflix, IDEO, and Airbnb to show how questioning is baked into their organizational DNA. He also shares inspiring stories of artists, teachers, entrepreneurs, basement tinkerers, and social activists who changed their lives and the world around them–by starting with a “beautiful question.”
A SIMPLE SOLUTION
With the constant change we face today, we may be forced to spend less time on autopilot, more time in questioning mode—attempting to adapt, looking to re-create careers, redefining old ideas about living, working, and retiring, reexamining priorities, seeking new ways to be creative, or to solve various problems in our own lives or the lives of others.
When we want to shake things up and instigate change, it’s necessary to break free of familiar thought patterns and easy assumptions.
We need to learn to ask beautiful questions.
A beautiful question is an ambitious yet actionable question that can begin to shift the way we perceive or think about something—and that might serve as a catalyst to bring about change.
The nonprofit sector, like much of industry, is inclined to keep doing what it has done—hence, well-meaning people are often trying to solve a problem by answering the wrong question.
People tend to approach and work through problems – processing from becoming aware of and understanding the problem, to thinking of possible solutions, to trying to enact those solutions. Each stage of the problem solving process has distinct challenges and issues—requiring a different mind-set, along with different types of questions. Expertise is helpful at certain points, not so helpful at others; wide-open, unfettered divergent thinking is critical at one stage, discipline and focus is called for at another. By thinking of questioning and problem solving in a more structured way, we can remind ourselves to shift approaches, change tools, and adjust our questions according to which stage we’re entering.
The Why stage has to do with seeing and understanding. The “seeing” part of that might seem easy – just open your eyes and look around, right? Not really. To ask powerful Why questions, we must:
Step back.
Notice what others miss.
Challenge assumptions (including our own).
Gain a deeper understanding of the situation or problem at hand, through contextual inquiry.
Question the questions we’re asking.
Take ownership of a particular question.
The What If stage is the blue-sky moment of questioning, when anything is possible. Those possibilities may not survive the more practical How Stage; but t’s critical to innovation that there be a time for wild, improbable ideas to surface and to inspire. If the word why has a penetrative power, enabling the questioner to get past assumptions and dig deep into problems, the words what if have a more expansive effect – allowing us to think without limits or constraints, firing the imagination.
The How stage of questions is where the rubber meets the road. It’s the point at which things come together and then, more often than not, fall apart, repeatedly. Reality intrudes and nothing goes quite as planned. to say it’s the hard part of questioning is not to suggest it’s easy to challenge assumptions by asking Why, or to envision new possibilities by asking What If. Those require difficult backward steps and leaps of imagination. But How tends to be more of a slow and difficult march, marked by failures that are alley to be beneficial – but don’t necessarily seem that way at the time.
Warren Berger, A More Beautiful Question: The Power of Inquiry to Spark Breakthrough Ideas
A NEXT STEP
According to author Warren Berger, when it comes to questioning, companies are like people: They start out doing it, then gradually do it less and less. A hierarchy forms, a methodology is established, and rules are set; after that, what is there to question?
In A More Beautiful Question, Berger lists a series of questions from consultant Keith Yamashita that leaders should consider. To arrive at a powerful sense of purpose, Yamashita says, organizations today need “a fundamental orientation that is outward looking”—so they can understand what people out there in the world desire and need, and what’s standing in the way. At the same time, leaders also must look inward, to clarify their core values and larger ambitions.
At a future team meeting, ask the following questions, and record all answers.
- How is our mission best expressed in everyday life?
- Which of our values are most relevant in this season? Which of our values is most aspirational?
- What ministry or program is having the most impact? Which is having the least? Why?
- What area of spiritual growth is most underdeveloped among our body?
- What are we most excited about in the next year?
- What is most important in the next 90 days?
- What do we want to celebrate five years from now?
- How will the results of this exercise change the direction of your organization?
Sometimes a Picture is Worth More Than a Thousand Words
I first became a GrandBob at age 50 (relatively young, I think!).
Now, with my 8th grandchild firmly in hand (haha!), I think I’m getting the hang of it.
Of course, it also means grandchild #1 is a teenager…
