“I am reading every book by Peter Drucker I can get my hands on.” That’s what Tsukuba International School Principal, Shaney Crawford, said to me nearly nine years ago. Never before, nor since, has any salaried manager or company CEO ever told me anything even remotely similar even though this is precisely the type of self-education that most ought to be doing. When Shaney Crawford asked me to serve on the school’s board, I immediately agreed.
Engagement surveys mask both organizational dysfunction and organizational health. If you are using their results to make decisions, you are at risk of making the wrong ones.
Empowering people can be motivating and serve as a boon to your business’s results, but only if you do it right. However, nothing engenders cynicism more than pro forma exercises in prima facie empowerment. Too frequently, I find ham-fisted attempts of managers at making people feel empowered, often at the behest of some kind of edict issued by HR managers who are oblivious to the damage they cause.
There is no percentage in fear of the hypothetical, no matter how reasonable a hypothesis might sound. Anyone can prognosticate doom about anything someone doesn’t like for whatever reasons. The impossible is only something no one has done yet.
If you are a business leader pursuing diversity, you are chasing the wrong goal. It is not diversity that matters, but rather excellence that counts. Diversity of people is merely a natural result.
If you have ever heard someone use the adjectives traditional Japanese to describe an uninspiring manager, the moniker is only half-true. Only by replacing the word traditional with mediocre can you accurately reflect reality. There is nothing traditional about mediocrity in Japan, just as anywhere else in the world.
The best military strategists always choose the terrain on which they will do battle, rather than allowing the enemy to choose for them. So, in business, why would you possibly allow others to define the topography of your business environment instead of choosing the topography yourself?
Yet, that is often precisely what business people do.
“Not invented here” syndrome is not unique to Japan and is one of the most common forms of passive resistance to any reasonable organizational improvement or change in organizations everywhere in the world. Make no mistake, those who warn of the dangers of “not invented here” pretend to be doing so in the best interest of the business. Yet, it is only their individual self-interest about which they care.