WE ARE WHAT WE TOLERATE … is a core truism that tends to shape the culture (or at least the climate) as well as shape the spectrum of accepted behavior for societies as well as our organizations! There are many iterations on this basic tenet including some strong quotes from the leadership guru, John C. Maxwell, or one of the motivation gurus, Tony Robbins among others. The wisdom in this adage applies fully to each of us as individuals as well as leaders of teams, functions, units or the entire enterprise. It is equally as applicable and relevant as we think about the dynamics in our families and other social relationships. Collectively, it rolls up into the kind of customs, mores and codes of conduct that define us in all our communities, cities, regions and countries.
One of the biggest issues we see in so many organizations - is the need to dismantle the ubiquitous “culture of optionalism” that is a dangerous cancer growing and getting out of control! In our work around the world with organizations of every description and industry, we are often having this discussion in our workshops on how overcome this hurdle as we strive to build greater organizational focus, speed and adaptability to compete successfully in this faster, more turbulent VUCA world.
Invariably, as we work with leadership teams to help them build clarity in their strategy maps and plot the pathways to Shape the Future, we find that “strategizing" becomes the “easier” part of the equation. The really tough stuff comes as the leaders go back into their teams with the conditioned programming of an existing agenda and entrenched inertia of “the way we do things around here”. To be an Agile Leader in this world, it takes great skill and commitment to marshall the energy and fortitude to lead REAL transformation and offset the tendencies that promote this insidious culture of optionalism.
So, what are some of the symptoms and signs of this “optionalism” cultural virus? Do you recognize any of these organizational behaviors:
- Few people willing to step up to make decisions, own outcomes or initiate action without prodding
- Decisions and agreements that are made in meetings rarely get implemented on time … without any corresponding consequence
- Senior leaders tend not to communicate information actively down through their teams … resulting in many down the line folks operating blind … unaware of strategy or group priorities
- Rogue managers who do not own or share the core values are allowed to continue … sometimes even recognized or rewarded
- Functional agendas and priorities “trump" the group or enterprise priorities … without consequences or accountability
- Team members are regularly confused and uncertain … is it that people come first, or is it customers come first or is it profit at all cost … what is it this week?
Focused, Fast & Flexible - these three simple words amplify loudly as the counterweights to a culture of optionalism. Easy to say … hard to create and sustain! Focus is the anchor for agility when it embodies the Why, How & What for your Agility journey. The greater the clarity of these values, operating principles and success metrics - the less room there is for optionalism to exist. Focus directs and informs where we must build organizational speed and flexibility - especially when allowed (or expected) to percolate at all levels within the organization. Yes, we are what we tolerate and yet we can also be what you aspire to be … if you are willing to do what it takes and have the courage to be accountable to your vision and values. There has been lots of comparable discussion in the national news this past week or two … I am hopeful we can all work harder on this in all aspects of our lives. Our future and the future of our kids depend on it!
I would love to hear your experiences and perspectives.