Resistance Is...

by Scott Airitam

President, Scott Airitam's Leadership Systems, LLC

As I was coming in from taking my youngest to the bus stop this morning, a friend tells me that she has to go to the dentist. I actually cringed. Then, the measure of self-awareness I've been blessed with kicked in and I started asking why I was having that reaction to the dentist. Sure, I've had unpleasant and uncomfortable visits to the dentist's chair, but my life would be so much worse if I hadn't gone through those experiences. Stopping to think about it rationally, the short-term pain or discomfort of visiting the dentist (let's label it 1% of my time) makes the rest of my life (let's call it 99% of my time) much higher in quality.

With that being said, another side of me kicked in after all of that and I started making the reasonable parallel that many adults react to training in that way. Of course, I had to ask why. So, now you have a blog to read.

So, in my experience, there is a healthy percentage of people who do not want to be there in most of the classes I facilitate. This generally has nothing to do with me or my company, it would exist regardless of who created or delivered the session. They resist the very improvement opportunity that would make them better. Now, if they stopped and thought about it rationally, they might change their approach, but, I'm not mad at them for their resistance. Their reluctance to learn, grow, develop, and to better themselves isn't always born of a lack of desire for those outcomes, instead, it is often much more deeply rooted.

You see, many people resist because they want control. As adults, they have a lot of responsibility, and, the surface level excuse for their lack of enthusiasm is that they don't have time for the training class. They've got important stuff to do. I try very hard not to take that one as an insult. Anyway, that's often all surface talk. I know it is because I've honed my craft to a point that most people who spend any time at all in a Leadership Systems class forget that they didn't want to be there within the first hour. What it really boils down to is control.

Most kids don't like to go to school for the same reason. Other people, who claim to know what's best (parents, teachers, school administrators, even politicians and police) FORCE children to go to school, regardless of what they want to do. I'm not questioning whether kids should go to school or not, of course they should. But, for every action there is a reaction, right? In this case, by forcing someone to do something for so many years, when they are an adult and can choose, they often choose to go against that which was forced upon them. Regardless of how good it is for them.

So, we meet adults who can certainly benefit from the sessions we offer, but, have a compulsion not to...because they can.

Organizations are only as good as the talent they bring in and the synergy they can create among the people. When organizations foster an attitude that self-improvement and team-improvement are not priorities, those organizations are weakening their position in their market space.

For this reason, we purposefully develop all of our sessions based on an adult learning model that engages people--that's why I can say that people forget that they were forced to be there inside of an hour. People let down their guard in our sessions, mainly because our sessions don't feel like school at all, even though we are conscious of the learning milestones that are being reached. We look to actually create behavior change. It has to be this way, or those who resist continue to throw up passive or active roadblocks to their own learning in the classroom. For this reason, I can't fathom how training organizations that aren't proficient in experiential learning, accellerated learning, and adult learning continue to thrive. They do mainly because they find clients who just want to document that training hours have been made available. I guess there are some companies out there that just want to check the box.

For me, though, helping people to learn, grow, and develop is important. Helping organizations to come together and take the next step is a passion. I would love a world where people were conscious about getting better, being better employees and better people, and where everyone's self-awareness kicked in and made them inquire of themselves, "why?"

To Tear Down? Really?

by Scott AiritamPresident, Scott Airitam's Leadership Systems, LLC

It's really interesting to me that after my last post, I've had four outside conversations with people that want to get me to say that we should leave the door open to use The Last Man Standing Approach.

One of those conversations was pretty brief because there was a misunderstanding--the person was trying to apply it to hiring. So that one doesn't count.

Nevertheless, I cannot say that there is prudence in leaving yourself an out to use a destructive practice.

In each of the conversations, the common denominator was that the person I was talking to had a true need behind the desire to "have permission" to use The Last Man Standing Approach. That need was that they felt they would be setting themselves up to be weakened by not being able to be direct.

What they weren't able to see at the beginning of those conversations was that Leadership allows for directness. It calls for directness when it is appropriate and needed. Sometimes that comes in course correcting someone, other times it is needed when there is no time to allow for "learning by trying" and instead the Leader has to step in and make the decision.

The other side of the discussions revealed another need. In two of the people, the habit of venting anger and frustration on employees is so ingrained that they were having a hard time imaging not being able to do that. The success of the last blogpost is that it made these people think, and, to some degree, question what they have been doing.

The Leader will shield his people from as much of the junk that obscures productivity and development as possible. This includes the Leader's moods as well as high level politics, dysfunction in other groups, lack of tools necessary to do the job, and quality co-workers. In short, the Leader is going on the offensive against anything that might tear down productivity and development of his or her people.

I've worked with too many groups where the head person brings me in to "fix" the group, and, after analysis, it's either the obstacles that person is throwing in the way of their people or the lack of removing obstacles that is the real problem with the group.

Holding onto that crutch is not a way to build up--it is a recipe for tearing down.

The recipe for building resides in developing more capable Leaders. I've worked with groups such as National Air Traffic Controllers Associations, Southwest Airlines, and Lake Pointe Medical Center because they are interested in building up their Leaders. All have seen significant success from the process because it is holistic and it doesn't bring any negative side effects other than hard work and discipline.

If those were my organizations, that is the "negative" side effect I'd sign up for as well.

Debunking Leadership Myths--Myth #2

by Scott Airitam
President, Scott Airitam's Leadership Systems, LLC
www.leadeshipsystemsonline.com

Ok, so somewhere along the line I was asked to be Chair-Elect of the Rowlett Chamber of Commerce.  And, logic tells me that somewhere along the line, in a moment I can't quite recall with any certainty, I said, "Yes."  Now, don't get me wrong.  I really feel like it's an honor to have been asked, and, just as much an honor to serve, but with my work schedule, my volunteer activites outside of the Chamber, and my commitment to my family and social life (big believer in balance here) I don't know how I was thinking I was going to do this.

The Chamber's situation is challenging because of the growth the city is going through and the need to change how things are done at the chamber to keep up.  It reminds me of a job I had.  I started with a company, AMX Corp., as the Director of Business Capabilities.  My job was to create a business savvy core of Leaders within the organization as it grew from a $40 million dollar company to a $100 million dollar company.  To do this, I was to create a training process, an internal consulting organization, and an on-the-job training process under the umbrella of a department called Business Capabilities.  It was a challenging job, but a great job and I had immediate success.  The real challenge came when I was asked to take over the AMX University, which was responsible for the technical training of customers, product distributors, dealers, and AMX staff.  Being a technical firm, this was a critical position because it affected the ability and desire of people to both sell and buy our product. The problem was that the AMX University had a number of deeply rooted cultural challenges when I took over--much like the Chamber.

Now, at AMX, taking over AMX University meant taking the Leadership reigns of a group of people who's skill sets were quite different from my own and who's ideas about work were vastly different than mine.  I knew the world of training and I knew how a training organization should be run, but I didn't understand the technical aspects of the programming language or the hardware, which were the very things we were training.  Because I didn't understand all of those technical aspects I also did not really get the AMX University employees or customers who lived in that world every day.  And, here I was expected to Lead them.

This brings us to a very common Leadership Myth.  Leadership Myth #2 is: To be a great Leader, one must be competent in every aspect of the work the followers are asked to do.  I will admit, that it helps to have that competence.  It is not a requirement, though.  

In truth, great leaders understand the mission and how to influence their people.  Great leaders command respect.  I gained the respect of my high-tech staff at AMX University because I was willing to go the extra mile to ensure the mission was accomplished.  When I demanded the same of them, it was difficult for that group to avoid accountability for working to the standards I set. An example of this is when a trainer quit on a Friday and we had a programming class starting on a Monday.  All Friday I worked in vain to find someone qualified to teach the session.  I tried rearranging schedules and I tried borrowing people from other departments.  When none of it worked out, what do you think I spent all day Saturday and all day Sunday doing?  Making myself qualified to lead the session.  The session was three days long and people flew in from all over the world to take it.  I led the session.  It wasn't perfect, but it was successful and my team recognized that I was willing to do whatever it took to make sure we achieved our goals--even when the situation seemed impossible.  Within a year of me taking over the AMX University, it was a department that people wanted to transfer to, not the other way around.

So, now I look to Lead the Chamber of Commerce for my home city, Rowlett.  I do not have all of the skills the 18-person board of directors will bring to the table for us to meet our goals.  I can't claim all of those competencies.  I can be a great Leader to them, though, allowing them to do work they can be proud of and work that is meaningful.  I can lean on them, creating value in what each brings to the table.  This creates commitment.  This creates the want to do in followers and it allows me to completely refrain from trying to be a dictator telling them what they have to do.  With that, I look forward to Leading a Chamber of Commerce that achieves great things.