Everyday Heroes
October 21, 2014
The last two Heisman Trophy winners have been mostly an embarrassment to college football after receiving what is supposed to be the sport’s highest individual award.
This has caused me to recall that Charles Schulz, the creator of “Peanuts” comic strip, was said to have often asked people to name the last few winners of the Heisman Trophy, the Pulitzer Prize, Miss America and Academy Awards. He reported that few people could name many of the recipients.
Then Mr. Schulz would ask the same people to name teachers and/or coaches who had inspired them. He reported that just about everyone had at least one to name quickly.
Schulz’s point was that for most of us, it is not award winners whom we remember. For most of us, the really important people are the “everyday heroes” who influenced our lives without fanfare or tribute.
Holding Back
February 24, 2015
I wrote last week in this space about the positive place for disagreement in organizations; and I held back on pushing the topic a bit further.
Sometimes an organization leader has to hold back. Sometimes the leader needs to recognize that the organization has more disagreement than it can handle and that taking on another topic for which much disagreement is likely would be like drinking from a fire hose.
In Leadership on the Line (HBS, 2002), authors Ronald Heifetz and Marty Linsky write that “leadership requires disturbing people – but at a rate they can absorb.”
Heifetz and Linsky describe the need to “orchestrate the conflict” in four steps:
- “Create a holding environment” – a safe place to interact.
- “Control the temperature” – turn the heat up to get people’s attention, and turn it down for them to cool off or to catch up.
- “Set the pace” – not too fast that we leave too many people behind; not too slow that we lose the vision and momentum.
- “Show the future” – remind people of the “orienting value” – that is, the positive reason to go through all the negative rancor.