[Strategy] Crossing the Chasm for the Peacebuilder

For the innovative peacebuilder, the truly important switch must happen in how thinking about products and services cross the chasm.

Most of the time, processes (such as mediation, negotiation, or dispute resolution) are confused with products.

A process is, in essence, a service.

Sure, there are sometimes opportunities to grow a process past a service and into a product, but this is rare.

The idea that content focused around “how-to” can be a product, is supported by the digital reality we live in now. With digital platforms, developing digital components for processes we already think of as services, should become second nature.

But for many it hasn’t.

At least not yet.

There are four ways to cross the chasm in thinking, from a strong consideration and focus on services, to a strong consideration and focus on products.

Deep listening requires surveying clients (formally and informally), compiling that data, and executing on the results of that listening. By the way, deep listening is beyond active listening, and is something that peacebuilders are increasingly seeing as a tactic for clients at the table.
Deep understanding is the corollary to deep listening. Deep understanding requires accepting that crossing the chasm is the only way to scale. Plus, it requires accepting that one-offs, workshops, seminars, and more of the traditional ways of engaging with audiences, clients, and scaling a “lifestyle” business, have changed irrevocably.
Deep advice requires accessing the wisdom contained in the organizations peacebuilders may already be working in. It also requires listening to, and reading, advice that comes from non-traditional places. Accessing, and considering deep advice is strategic and tactical. Deep advice not only comes from outside the box, but also it comes from looking in another box entirely.
Deep courage is the last way to cross the chasm. Execution is about courage, and many of the reasons that serve to “stall out” the crossings peacebuilders attempt, is less about not doing the other three things listed above, but is more about the lack of courage to pull the trigger and execute on a truly scary idea.

Philosophy first, tactics second, and courage always to change how peacebuilding happens in our digital world.

[Advice] Curses Are Stories

Stories have immense power and we are delusional if we think that we are going to change them with good intentions, by throwing more money at them, by passing laws or even by ignoring their power.

Curses are stories.

As are myths, legends, gossip, rumors, and even tall tales.

It takes more than just raw talent or brute force to break a story. Many stories are resilient, not because of the content of the stories themselves (that’s another matter altogether) but because of the feelings that those stories generate.

Stories of conflict, despair, defeat, disappointment, are even more powerful, because it’s easier to convince people of a negative outcome than a positive one. Parties in conflict believe that their negative story is the only story possible out of a range of stories, and because they believe that, they continue to perpetuate the same story repeatedly.

But then, ever so often, a story has the power to change, from a negative one, to a positive one.

Usually this happens after the people hearing the story, absorbing the story, and repeating the story, either surrender, lose hope, or move onto to another story altogether. When a story changes from a negative to a positive, it usually takes one person (and usually that person is a man) to lay out a vision of another path, another story that can supersede the one that is ingrained in listener’s ears, hearts, and minds.

In the realm of politics (where stories—or narratives, if you will—drive votes) the name for the person who used to lay out the vision and tell a different story, and then doggedly pursue that story, was a statesman, or a visionary.

Part of the trouble with the modern (and post-modern) world, is that when every individual has a right to their own narrative (but not their own facts) the power of a story becomes even harder to break. It becomes integrated so deeply into identities, behaviors, and lived out choices, that it seems as if there could never be another version of the same story.

Or even, another version of a different story. And when every individual has a right to their own narrative, it becomes almost impossible for a single statesman to step forward and offer a unifying vision, because they aren’t granted the authority to do so by the same audience who desperately longs for a different story.

This is both a positive and negative development. It is corrosive because, without a sense from the individualized mass audience consuming the story that the story can change—it doesn’t. It is positive because it means that each individualized person can believe differently, act differently, and tell a different story without permission from above.

Stories have immense power. And the only way that we can change them is by becoming the visionaries we need to be to change the stories we tell ourselves.

And each other.

[Podcast] Earbud_U, Season Four, Episode #7 – Darren MacDonald

[Podcast] Earbud_U, Season Four, Episode # 7 – Darren MacDonald, Investor, Film/Movie Buff, World Traveler, Local Raconteur

podcast-earbud_u-season-four-episode-7-darren-macdonald [powerpress]

Movies are the stories of our lives.

Our guest today on the show, Darren MacDonald, is a local venture capital investor, film buff, and world traveler. This is the follow-up to episode #6 featuring Darren’s unique, humorous and engaging point of view.

In this episode, Darren talks about the power of film to cut through to the heart of stories. We cover all the films that came out last year, and have a spirited discussion about who killed Han Solo.

Considering that for a moment, here’s an existential question:

If your child had gone over to the side of evil would you be able to stop them, or would the love that you feel for them—the parental bond you have—cause you to give your life for them?

Yeah. Like I said, film has the power to cut through the muck and ask—and answer—the questions that matter.

Connect with Darren through all the ways you can below:

Check out our first interview with Darren here: http://www.hsconsultingandtraining.com/blog/earbud_u/earbud_u-episode-1-darren-macdonald/

Follow Darren on Twitter: https://twitter.com/upwordz

Connect with Darren on LinkedIn: https://www.linkedin.com/in/darrenmacdonald/

Connect with the Southern Tier Capital Fund: http://stcfny.com/

Connect with the Southern Tier Capital Fund on Twitter: https://twitter.com/stcapitalfund

HIT Piece 11.01.2016

I wish that you had more time.

Time to explore all that the world has to offer.

Time to be more.

Time to do more.

Time to have more.

Time to do the things that really matter in your life.

Time to develop more personally, professionally, and even spiritually.

Time to make the right decisions, for the right reasons, to impact more people positively in your life.

I wish that you had more time.

But you don’t.

And you’ve chosen to use the time allotted to you to do, well, those things that you believe matter, in the long run.

Whether you have considered the long run, or not.

[Opinion] The Listicle is Simple and Seductive

Three points need to be emphasized at the beginning of any training, workshop, or seminar.

Your way of thinking about conflict, communication, and persuasion must shift before anything else can happen.

Your way of consuming information, your attention span, and your level of caring about the content you are about to hear, must shift before any deep learning can happen.

Your way of listening to the delivered content must shift from passive to active, for without that shift, nothing else can happen.

The desire, of course, from some of the participants is for these three things to happen. And these points being made out loud makes those participants relieved.

But there are other desires in the room.

The desire to get the tools, get the skills, get the listicle version of the information, and then to leave.

The desire to get the lecture, get the knowledge, but to not engage in any deeper change. After all, such change is challenging, and if there’s no support in the environment from which you came for change that needs to happen, well then it’s easier to ignore the calls to change.

The desire to not care. This is reflected in the phrases, the questions, the statements, and the observations that spring forth from the participants. Typically framed by some participants as “I hope that you can keep me awake,” or “You kept me awake more than any other facilitator I’ve ever sat through.”

The desire for the listicle version, the shorthand, the summary, the 30-second point, is seductive. But ultimately, changing the philosophy about how we think, matters more than applying shortcut tactics to achieve an outcome we might not enjoy.

[Strategy] I’m Right

The reason why talk of biases (implicit and otherwise) doesn’t connect with audiences listening for tips on how to manage conflict, is that the audience already knows that they’re biased.

And they’re fine with it.

The challenge is not to harangue them until they give in and admit that biases (implicit and otherwise) can be attached to values.

The challenge is to persuade them that their biases aren’t helping them get the results they so desperately crave.

And yes, it’s easier to harangue and force an “I’m right you should listen to me” -argument, on an audience that has already heard your “I’m right you should listen to me”-argument and has rejected it.

It’s easier for the person presenting the “I’m right you should listen to me”-argument that is.

But the audience leaves (mentally, emotionally, or physically), loses interest, or gets distracted by something more entertaining.

And less badgering.

Persuasion serves to manage and resolve more issues in ways favorable for both parties (the biased and the unbiased) alike.

First, connect through persuasion. Then build a relationship. Then change behaviors.

And last, change the world.

Network Leap

The deep revelation of the revolution called the Internet, is that it continues to demonstrate that networks are the most valuable resource that an individual, a corporation, or a government possesses in order to leverage innovation, change, and advancement.

Of course, during the height of the Industrial Revolution last century, no one understood how to measure the revenue generated by any kind of network (personal or professional), but everyone knew somebody who had gotten hired via a referral, or who had made a purchase from strong word-of-mouth.

The Internet shows the power of such networks virtually (have you bought an online course lately?) even as it erodes the networks between people in the “real” world.

This is a particularly troubling realization for organizations built at scale, i.e. “real world” companies, from old line manufacturers (Ford) to healthcare companies (name your national hospital conglomerate of choice here).

The fact that a network matters more than physical size, monetary resources, access, etc., on the Internet is the main reason why corporate mergers (i.e. AT&T + Every Other Media Company You Can Name on the Planet) won’t do much to increase the overall market share of individual eyeballs and mass audience attention. The mass approach doesn’t work (because of the network impact of the Long Tail) and such mergers are the flailing attempts of declining industries to remain relevant in the face of the only thing that scales from individual to individual.

The web of the network.

Some sectors are provincially beginning to understand the impact of the presence of the network in the physical world, with the growing talk around the Internet-of-Things. But this is just the beginning.

The fact that the presence of the network matters more than the size of the network, is why Google will eventually get out of the search business altogether (probably around the middle of this century or so) and be the first Internet based company to burst from your computer or mobile phone application, out into the physical world.

Search matters less and less when the network matters more and more to accomplishing revenue, connection and growth goals at scale. Sure, Facebook may “win” the networking wars against search in their own little walled garden, but Google is planning on escaping to larger territories in the physical world where the presence of a network generates more revenues, because of the inability and myopia of Industrial Revolution based organizations to appreciate the impact of a network at scale.

These larger territories where networks aren’t as valued (yet) include the physical connectivity infrastructure of a city (Google Fiber), the physical place where individuals spend time commuting to work (Google Car) and the place where individuals spend the time connecting with others physically AND virtually (Google A.I. projects).

The fact that the network matters more than the technology facilitating the development of the network, is why virtual reality companies (Oculus Rift) and augmented reality games (Pokemon Go!) will be on the edges of individuals’ and companies’ radars for some time to come. The real “killer” app for both virtual reality and augmented reality technology will be the one that brings connectivity and an already established network into the new technology. And then pivots to connect that network to a larger, physical world.

For companies that can’t envision the leap to network based thinking (but who have executives and others on their cell phones texting, emailing, messaging, and otherwise building their virtual network constantly) here are a few suggestions:

Build the physical network between schools, industry, and government in your local town, or municipality. There is nothing less sexy or interesting than sitting at a table talking about how things were better economically in the middle of the Industrial Revolution, but that lament must be part of a larger discussion of expanding the web and the network using the same thinking and acting that individuals are doing virtually daily.

Realize that money is no object. Money is a story. Fear of change and resistance to the present reality and the future possibility are the objects. Recently the question came up in a workshop with an organization in transition “How do ‘crack’ the Resistance?” One way is to build trust. The other way is to change the thinking of the organization around what constitutes a “revenue generating” activity, and what does not.

Realize that there isn’t power in hoarding knowledge, access, or a carefully constructed network anymore. There isn’t power in hoarding money anymore (no matter how much cash on the balance sheets the Fortune 500 is hoarding). There isn’t even power in hoarding connections to politicians, power-brokers, or personalities anymore. The power is in sharing, reciprocity and building trust across boundaries, rather than busily building moats.

Or walls.

The full power of the Internet—in its ability to shape how humans build, how humans communicate, and how humans create network value—has yet to be fully explored.

We are at the beginning of a revolution.

[Advice] You Get The Conflict Culture You Hire For

The fact of the matter is, organizations get the conflict culture that they hire for.

If organizations hire for avoidance, they get that.

If organizations hire for aggressiveness, they get that.

But so many organizations don’t consider conflict culture.

That is, until they are in litigation, mediation, or negotiation, over a problem that could have been solved if they had hired employees at every level in the organization more intentionally in the first place.

So…

Hire more intentionally.

HIT Piece 10.25.2016

The top six questions for leaders (or aspiring leaders) at work, are as follows:

Who is responsible for the organizational culture at work? You, or your boss?
Who is responsible for the conflict culture at work? You, or your boss?
Who is responsible for the innovation at work? You, or your boss?
Who is responsible for having the courage to change? You, or your boss?
Who is going to accept responsibility if changing doesn’t work? You, or your boss?
Who is going to get the credit if changing creates more productivity at work? You, or your boss?

The answers to those six questions will define how you work, where you work, and what outcomes derive from the work that you do.

[Strategy] If I Were You…

“If I were you…” is the worst beginning to providing feedback to anyone.

The statement merely says, if the person giving the feedback were the person receiving the feedback then this is what the feedback would be.

This is a poorly considered bit of critical shorthand, because if the person giving the feedback were the person receiving the feedback, then nothing would change.

This is a poorly considered bit of persuasive shorthand, because if the person giving the feedback were the person receiving the feedback, then that person wouldn’t be persuaded to change in any meaningful way.

This is a poorly considered method of shortcutting through another’s experience to get to “empathy” and to get around the other party’s defenses.

The thing is, if the person giving the feedback were the person receiving the feedback, they would be acting in the same way that the person receiving the feedback is.

Better to say, “If my brain were in your situation” or “If my behavior could be inserted in between you and the problem,” and be done with it.