SMART or SAFE? Setting Goals and the Leadership Brain

Goal setting is vital to the success of every team – and the process also increases brain performance. According to neuroscience consultant Marilee Sprenger in ” The Leadership Brain for Dummies,” the brain sees goal-setting as an extension of itself – it takes ownership of the goal and the accomplishment.

But what do you do when your team has different kinds of “brains” trying to set goals? Could it be that you need to consider two kinds of goals?

The SMART approach to goal-setting is linear, logical, and very left-brain oriented. Those teams that think in a left-brained format appreciate this type of goal setting because it is easy to track and measure. SMART goals are:

  • Specific – each goal specifies your target exactly.
  • Measurable – each goal must be measurable so you know when you’ve reached it – or not.
  • Achievable – a goal that is within reach increases motivation and those brain chemicals that keep you motivate.
  • Realistic – a realistic goal is one your team has the resources to realize.
  • Time – specific time frames provide clear deadlines for action.

But what about teams that aren’t as left-brained? How do they set goals? Consider SAFE goals. Approaching goals in a nonlinear manner appeals more to the right hemisphere of the brain. If your team members are creative, visual, and right-brain dominant, consider SAFE goals:

  • See it – see yourself working toward the goal; then picture it already achieved.
  • Accept it – accept that you can achieve the goal, and picture what that looks like.
  • Feel it – adding emotion to your visualization is very powerful: feel good about your accomplishment; enjoy the satisfaction of a job well done.
  • Express it – visualize yourself telling others about the accomplishment of the goal; make presentations at team meetings about your contribution to the success.

The SAFE method is especially good for those brains that need to have the big picture in order to accept the fact that they can in fact accomplish their goals.

So, does your team need SMART or SAFE goals? Or a combination of both?

As leader, it’s your job to know the difference and lead accordingly!

Next: Bridging the Digital Divide

 

inspired by The Leadership Brain for Dummies, by Marilee Sprenger

Leadership Brain for Dummies

Brain Science and Decision-Making

Making good decisions under a variety of circumstances is a critical leadership skill. Your brain works differently to decide when you have little time than it does when you can consider your options.

courtesy tvblogs.nationalgeographic.com

courtesy tvblogs.nationalgeographic.com

Marilee Sprenger, author of “The Leadership Brain for Dummies,”, offers the following ideas to help you make the best decision when you have the time to research the situation:

  • Clearly define the problem – exactly define the challenge
  • Gather all the data related to the problem – enlist your team’s help
  • List all possible solutions – even the crazy ones
  • Consider the consequences of each solution – with a little thought, the right solution may turn out to be a disaster in waiting

When you’re making decisions with little time:

  • Consider previous situations – the decisions you made in that situation probably apply to the current one
  • Look to the future impact – even when pressed for time, considering the ramifications of your choice is critical
  • Gather as much information as you can
  • Listen to your instincts – as well as your logic

Making good choices is a matter of gathering input from all areas of your brain. Understanding how your brain processes information – even in a time crunch – will help you make better decisions.

Next: SMART or SAFE?

inspired by The Leadership Brain for Dummies, by Marilee Sprenger
Leadership Brain for Dummies

Feed Your Brain

I always thought Cherry Coke and a Hershey’s bar was brain food, but neuroscience is proving me wrong.

courtesy nu-spoon.com

courtesy nu-spoon.com

Marilee Sprenger, author of “The Leadership Brain for Dummies,” thinks that our leadership brains can be nourished so that they excel. You can provide great leadership and brain “nourishment” for your team by:

  • Providing training opportunities – on the job, onsite, offsite, virtually – you name it. Learning never stops, and the brain thrives on it.
  • Conducting personal meetings – by letting team members know you value their contributions, they are secure and will be more productive.
  • Keeping stress levels low – high stress interferes with the brain’s functions; offer coaching, mentoring, and partnering programs to help your team thrive without stressing out.
  • Celebrating successes – big or small, celebrations help teams bond. Make them regular and special; after all, humans are social animals.
  • Connecting teamwork and the organizational goals – help your team’s brains make pathways to work more efficiently.
  • Promoting life outside of work – emphasize exercise, rest, and family time; without breaks, the brain can’t work at its best.

Tomorrow: Using Your Leadership Brain in Decision-Making

 
inspired by The Leadership Brain for Dummies, by Marilee Sprenger
Leadership Brain for Dummies

I Like Dummies…

… the books, that is.

Dummies Man

courtesy thefinancialcoach.co.za

I’ve been a big fan of the “Dummies” books for a long time. I own at least 15 and have read many more – they serve as great introductions to a new topic and help chart a course for expanded learning later on.

I guess you could say they are like Cliff Notes on steroids – or is that mixing too many metaphors?

For instance, when our youngest son decided to give rugby a try after 14 years of playing soccer, it was “Rugby for Dummies” to the rescue. From a brief history of the game to key terms to strategy, after a few nights reading I felt somewhat knowledgeable about the game and could appreciate the fact that my son was a hooker. That’s another story.

A couple of years ago, I became aware of a book by John Medina entitled “Brain Rules”, a fascinating study of how the latest studies in neuroscience were helping us understand more about our brains. After reading though that book, I wanted to learn more about brain science.

Enter “The Leadership Brain for Dummies.” Author Marilee Sprenger translates the recent abundance of brain science into leadership principles which help your team keep operating at its best.

Applying Brain Science to Leadership

When you lead with the brain in mind, you address the structures of the brain and its needs. Scientists commonly consider the brain as a structure with three separate “brains” that have their own specialized jobs. Understanding how these different brains work and what they need enable you to better relate to and lead your team.

  • The survival brain wants safety and security. In a nutshell, its job is to keep you alive, and so it’s always on the lookout for changes in the environment that might put you in jeopardy. You address this brain’s needs by providing a predictable ans stable workplace – agendas, schedules, information, and procedures.
  • The emotional brain deals not just with emotion but memory. You help keep this brain moving along by being socially aware (noting your feelings but not letting them rule you), and you put it to work for you by giving your team an emotional connection to training. Any information that is connected to an emotion has a better chance of becoming a long-term memory. Also, remember that your emotions are contagious – whatever you are feeling will spread to your team.
  • The thinking brain handles the brain’s executive functions: decision-making, future planning, judgment, and emotional control. The brain learns through feedback. Change your team’s minds by providing immediate, constructive feedback.

Tomorrow: Feed Your Brain

 

inspired by The Leadership Brain for Dummies, by Marilee Sprenger

Leadership Brain for Dummies

 

Is Your Life a Story?

Tom Peters thinks so.

In fact, he goes even further. In his book The Little BIG Things! Peters has a chapter entitled:

You Are Your Story – So Work on It!

A few highlights:

He/she who has the most compelling/most resonant story wins:

  • In life
  • In business
  • In front of the jury
  • In front of the congregation

Stories are 100 percent about emotion – and emotion, far more than dynamite, moves mountains.

-> Your schedule today is…a short story with a beginning, narrative, end, and memory that lives on.

-> Your current project is…an unfolding story about making something better, exciting users, etc.

-> Your organization’s reason for existence and therefore its effectiveness, is…a story.

-> Your career is…a story.

Master the art of storymaking-storytelling-story doing-story presenting.

How are you writing – and telling – your story today?

 

inspired by The Little Big Things, by Tom Peters

The Little Big Things

Want a Truly Innovative Organization? Think INSIDE the Box…

Stuck in a rut? Facing a deadline to a particularly vexing problem with no solution in sight? Maybe you just want to mix things up to get some new momentum, but you don’t know where or how to start…

Are you tempted to think outside the box?

A very traditional view of innovation and creativity is that it should be unstructured and not follow any patterns or rules. Leaders everywhere are encouraged to “think outside the box.” The problem facing you should be a launching pad for brainstorming ideas, no matter how wild or far-fetched they are. The theory is that moving as far from your problem will help you come up with a breakthrough idea.

Maybe it’s time to think inside the box instead.

I first heard the term “think inside the box” when I became a part of Elevation Church in Charlotte NC over 4 years ago. Elevation’s core values are expressed in what we call The Code – here’s the definition:

We understand what God has done in and through our church is not normal. The only explanation is God’s hand of favor and mercy over a group of people willing to follow Him faithfully. To help maintain our unity, tone, and trajectory, we developed 12 core values as a church that make us unique. We call it The Code.

One of those values is “We think inside the box.”

The Code 6I’ve seen it demonstrated time and time again – from a choreographed dance step illustrating the battle of Elijah and the prophets of Baal to creative videos for worship to innovative partnerships with local groups who serve our community.

Thinking inside the box is now the norm at Elevation.

For many organizations, though, the concept is unknown. Fortunately, that’s about to change.

Authors Jacob Goldenberg and Drew Boyd recently released their new book, Inside the Box: A Proven System of Creativity for Breakthrough Results. It is the first book to detail their innovation method called Systematic Inventive Thinking – inside the box thinking.

Here’s a quick overview of five techniques Goldenberg and Boyd have discovered after studies of innovation-related phenomena in a variety of contexts.

  • Subtraction: Innovative products and services tend to have had something removed, usually something that was previously thought to be essential to use the product or service. The original Sony Walkman had the recording function subtracted, defying all logic to the idea of a “recorder.” Even Sony’s chairman and inventor of the Walkman, Akio Morita, was surprised by the market’s enthusiastic response.
  • Task Unification: Innovative products and services tend to have had certain tasks brought together and “unified” within one component of the product or service, usually a component that was previously thought to be unrelated to that task. Crowdsourcing, for example, leverages large groups of people by tasking them to generate insights or tasks, sometimes without even realizing it.
  • Multiplication: Innovative products and services tend to have had a component copied but changed in some way, usually in a way that initially seemed unnecessary or redundant. Many innovations in cameras, including the basis of photography itself, are based on copying a component and then changing it. For example, a double flash when snapping a photo reduces the likelihood of “red-eye.”
  • Division: Innovative products and services tend to have had a component divided out of the product or service and placed back somewhere into the usage situation, usually in a way that initially seemed unproductive or unworkable. Dividing out the function of a refrigerator drawer and placing it somewhere else in the kitchen creates a cooling drawer.
  • Attribute Dependency: Innovative products and services tend to have had two attributes correlated with each other, usually attributes that previously seemed unrelated. As one attribute changes, another changes. Transition sunglasses, for example, get darker as the outside light gets brighter.

The authors have found that the key to using these five techniques is the starting point. It is an idea called they call “The Closed World.”

We tend to be most surprised with those ideas “right under noses,” that are connected in some way to our current reality or view of the world. This is counterintuitive because most people think you need to get way outside their current domain to be innovative. Methods like brainstorming use random stimulus to push you “outside the box” for new and inventive ideas. Just the opposite is true. The most surprising ideas are right nearby. We have a nickname for The Closed World…we call it Inside the Box.

Are you ready to do some thinking – inside the box?

inspired by Inside the Box, by Drew Boyd and Jacob Goldenberg
Inside the Box

Looking Back to Look Ahead

Henry Petroski, a professor of civil engineering and history at Duke University, has a brilliant, innate talent to help people see the miraculous in the mundane. Author of twelve books including “The Evolution of Useful Things” and “Success Through Failure”, he has made it his calling to help the rest of us see the world through the eyes of the engineer.

I’m reading his book, The Essential Engineer, and this sentence stopped me cold:

Design is effectively proactive failure analysis

He was writing about the continual change in automobile design; how we can predict the changes coming in auto design by looking at what annoys us today or what features we wish it had or think it should have.

What a brilliant, simple statement!

Now apply it to ChurchWorld.

  • Are there things that aren’t working in your church?
  • By identifying what is still lacking in your church today, is it possible to predict what will be standard in your church tomorrow?

What are you designing for tomorrow that is a correction to today?

Stop Crying Over Spilt Milk – the Glass is Still Half Full

In addition to being a knowledge addict, I am a horizontal organizer.

This often manifests itself in a cluttered (to some) office, but in actuality it is creative genius in process…

…the problem is, the process almost never finishes.

Or, as someone once said, I would be a procrastinator if I could ever get around to it.

Which leads to “my” garage (in all honesty, my wife will not let me say “our” garage –it’s all on me).

I served for over 23 years on 3 different church staffs. During that time, I accumulated, created, and mostly saved a lot of resources including books, notebooks, workbooks, lesson plans, sermon notes, leadership training materials, etc.

Upon leaving the church staff vocation and becoming a church consultant over 9 years ago, all those resources came home to reside in our garage. They were stored in cataloged (for the most part) boxes – over 40 of them, in case you were wondering.

From time to time, I would venture out into the garage to search for a resource that would help with a consulting project. Over time, those trips became less frequent, and the resources just sat there.

For some reason, at this time and season in my life, I have begun a summer project to reduce a vast amount of the stuff in my garage, with an eventual goal of putting the family car in at night (I’ve read somewhere that’s what garages are for, but I have no actual working knowledge of that in 33+ years of marriage).

A portable storage unit sits in the driveway, and it has become my sorting/storing/waypoint for stuff on the way out of the garage to a final destination – the recycling center, Goodwill, anyone interested in church-type books, or as a last resort, the dump.

Pause that train of thought for a minute; I want to hook up another car and redirect you.

One of the new books I’m reading this week is Red Thread Thinking. As a part of my typical reading regimen, I look at the front and back covers, table of contents, and introduction before I dive into the book. Reading this book’s TOC, I came across a chapter title that stopped me in my tracks:

Don’t Cry Over Spilt Milk Because the Glass is Still Half Full.

photo courtesy ecoblog.co.za

photo courtesy ecoblog.co.za

Going straight to the chapter, the first three sentences had me hooked:

Your last failure may be part of your next success. The fastest, most profitable innovation opportunities could be right in front of you, yet unnoticed. Uncovering your hidden assets unlocks new opportunities because virtually all innovations are linked to other inventions, successful or not. 

On the next page, this:

Seeing new value in old resources just requires a little skill and motivation to gather knowledge from diverse sources, then figure out how it might be put to new uses.

And finally:

It’s time to unearth old notes from previous development projects. Are there innovations or ventures that you started to work on and then abandoned for some reason? Do an “idea audit” and see what’s in the back of your filing cabinet or closet [or garage]. It’s time to reassess – and see what you can uncover that’s worth revisiting.

Brilliant.

My summer cleaning project just took on new meaning.

inspired by Red Thread Thinking by Debra Kaye, with Karen Kelly

Red Thread Thinking

Doing Daily Battle with the Curse of Knowledge

My name is Bob Adams, and I’m a knowledge addict.

As such, I also suffer from the Curse of Knowledge. Best documented by Chip and Dan Heath in their excellent book Made to Stick, it is defined as:

Once we know something, we find it hard to imagine what it was like not to know it.

Our knowledge has  “cursed” us.

Curse of Knowledge

courtesy schneiderb.com

The Heaths recount a famous study done in 1990 by Elizabeth Newton as she earned a PhD in psychology at Stanford. She created a simple game in which she assigned people to one of two roles: “tappers” or “listeners”.

Tappers received a list of twenty-five well-known songs, such as “Happy Birthday to You” and “The Star-Spangled Banner.” Each tapper was asked to pick a song and tap put the rhythm to a listener by knocking on a table. The listener’s job was to guess the song based on the rhythm being tapped.

The listener’s job in this game is quite difficult. Over the course of Newton’s experiment, 120 songs were tapped out. Listeners guessed only 2.5% of the songs: 3 out of 120.

The real revelation came by what happened before the tapping game: When Newton asked the tappers to predict the odds that the listeners would guess correctly, they predicted the odds at 50%.

Fail.

The problem is that the tappers have been given knowledge (the song title) that makes it impossible for them to imagine what it’s like to lack that knowledge.

When they’re tapping, they can’t imagine what it’s like for the listeners to hear isolated taps rather than song.

That, my friends, is the Curse of Knowledge.

Once knowing something, it becomes difficult for us to share our knowledge with others, because we can’t readily re-create our listeners’ state of mind.

Becoming an expert in something means that we become more and more fascinated by nuance and complexity. That’s when the Curse of Knowledge kicks in, and we start to forget what it’s like not to know what we know.

Novices at anything perceive concrete details as concrete details. Experts perceive concrete details as symbols of patterns and insights that they have learned through years of experience. Because they are capable of seeing a higher level of insight, they naturally want to talk on a higher level.

That, most likely, leads to communication problems.

When you have worked for years in your particular area of specialty, it’s easy to forget that a lot of the world has never heard of your particular area of specialty, or at least at the depth you want to discuss it.

It’s easy to forget that you’re the tapper and the world is the listener.

How can you overcome the Curse of Knowledge?

The Heaths offer a couple of suggestions:

  • Giving our audience permission to ask “Why” as many times as necessary helps to remind us of the core values and principles that underlie our ideas and forces us to backtrack to the foundation of our passion.
  • Stories can almost single-handedly defeat the Curse of Knowledge. Stories have an amazing dual power to simulate and to inspire. Look for the good ones that life generates every day to get to the heart of the issue.

As for me, I will always have the Curse of Knowledge – I’m driven to learn more and more about many different topics. I don’t think there’s anything wrong with that. My passion and my vocation intersect in my job: as the Vision Room Curator for Auxano, I’m expected to dive daily into the vast and expanding knowledge pool out there…

…I’ve just got to remember that I’m a tapper, and you’re a listener. 

inspired by Made to Stick, Chip and Dan Heath

Made to Stick

Boundaries for Leaders: Results, Relationships, and being Ridiculously in Charge

In the end, as a leader, you are always going to get a combination of two things: what you create and what you allow.  – Henry Cloud

According to clinical psychologist and leadership consultant Henry Cloud, boundaries are made up of two essential things: what you create and what you allow.

A boundary is a property line. Boundaries for LeadersIt defines where your property line begins and ends. If you think about your home, on your property, you can define what is going to happen there and what is not.

As the leader of an organization – a small group, a team, a department, maybe even the whole organization – you are responsible for the boundaries of that organization:

  • The people you invite in
  • What the goals and purposes are going to be
  • What behavior is going to be allowed – and what isn’t
  • The culture
  • The agenda
  • The rules

The leaders’ boundaries define and shape what is going to be and what isn’t.

In Boundaries for Leaders, Dr. Cloud leverages his expertise of human behavior, neuroscience, and business leadership to explain how the best leaders set boundaries within their organizations–with their teams and with themselves–to improve performance and increase employee and customer satisfaction.

In a voice that is motivating and inspiring, Dr. Cloud offers practical advice on how to manage teams, coach direct reports, and instill an organization with strong values and culture.

Boundaries for Leaders contains seven leadership boundaries that set the stage, tone, and culture for a results-driven organization, including how to:

  • Help people focus their attention on the things that matter most
  • Build the emotional climate that drives brain functioning
  • Facilitate connections that boost energy and momentum
  • Create organizational thought patterns that limit negativity and helplessness
  • Identify paths for people to take control of the activities that drive results
  • Create high-performance teams organize around the behaviors that drive results
  • Lead yourself in a manner that protects the vision

Boundaries for Leaders is essential reading for executives and aspiring leaders who want to create successful companies with satisfied employees and customers, while becoming more resilient leaders themselves.

 

part of the BookNotes Series – brief excerpts from books I am currently reading