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The fifth force slides july, 2013 (1)
1. Managing Your âFifth Forceâ
Because (Team) Social ContextâŚ
âŚDrives Behaviors, Performance, and Risk
Fifth Force #1 â Introduction
2. 2
Manage Your Fifth Force to:
Enhance Your
Teamâs Performance
Lower Your
Teamâs Risk
Develop Leaders
Simultaneously
As the Fifth Forceâs
âfieldâ drives behaviors
7. 7
Mother Natureâs Weak Force
1. Gravity
Force
Strength
=1
Range
=â
2. Weak
Force
Strength
~1025
Range
~10â17M
You can freely ignore
this force (unless you
are a physicist).
9. 9
Mother Natureâs E-M Force
1. Gravity
Force
Strength
=1
Range
=â
2. Weak
Force
Strength
~1025
Range
~10â17M
3. EâM
Force
Strength
~1036
Range
=â
Many
manifestations in
ordinary life.
11. 11
Mother Natureâs Strong Force
1. Gravity
Force
Strength
=1
Range
=â
2. Weak
Force
Strength
~1025
Range
~10â17M
3. EâM
Force
Strength
~1036
Range
=â
4. Strong
Force
Strength
~1038
Range
~10â15M
You can
ignore this,
too.
Thatâs
everything
Mother
Nature has!
12. 12
Teamsâ and Leadersâ Fifth Force
1. Gravity
Force
Strength
=1
Range
=â
2. Weak
Force
Strength
~1025
Range
~10â17M
3. EâM
Force
Strength
~1036
Range
=â
4. Strong
Force
Strength
~1038
Range
~10â15M
Strength
~â
Range
=Human
Interaction
5. Social
Context
Man-made
14. 14
The Fifth Force: Risk and Performance
Bottom Ave. Top
>
Ave.
<
Ave.
Explosions, failures, crashes Success, profits, performance
Team Development
(Assessment) Benchmarking
Scale
HNBT
P. xix
STEREO
P. 54
Avionics
Systems
Division
15. 15
Space Shuttle Challenger â Root Cause?
Jan. 28, 1986
â A Horrible
Explosion
The
(common)
Fault
Attribution
Error
Carrying a small
satellite
Altered Perception:
Team unconsciously
required an ever
stronger technical
argument to delay than
proceed.
âIt is unfortunate
thatâŚthese forces
are invisible and
unacknowledged.â
Why?
Diane
Vaughn
In todayâs language:
A flawed Team Social
Context put âGood
People in a Bad Placeâ
Launch pressure
= Fifth Force ď
âNormalization
of Devianceâ
16. 16
Recurrent Overruns
ď NASA Hostility
= Fifth Force ď
Rationalized Test
Results
Hubbleâs Flawed Mirror â Root Cause?
âThe root
cause was a
leadership
failureâNever told
NASA
âTeam Social
Contextâ was not
in the vocabulary
Launch
April 24,
1990
Misâspaced
Measuring
Device, the
âNull-
correctorâ
17. 17
Confucianism in cockpits
= Fifth Force ď
Forbidden to correct or
criticize seniors
KAL Crashing at 17X Norms!
What erroneous
assumption
caused this to
persist for years?
That individual
pilotâs abilities
was the
problem!
Cockpit Observers
Crew Resource Management
(CRM) â Interpersonal
abilities over technical
knowledge/skills
Safe flight restored
18. 19
Context ď Performance >75% of the Time
âAsch
Experiment,â
One-Third
answered
incorrectly
Tokyo
Train,
2005,
106 Dead
Tenerife
Island,
1977,
583 Dead
Bill Gates
Industrial
Revolution
Context
(environment)
drives performance
>70% of the time
Throughout
history, context has
driven wealth (and
fame)
19. 20
Hubble Servicing Missionâs Context
Hubble has
operated more
than 20 years with
10,000
publications!
Bottom Ave. Top
>
Ave.
<
Ave.
âThere are no great men â just great challenges that ordinary
men, out of necessity, are forced by circumstances to meet.â
â Admiral Bill Halsey
20. âSeeingâ Invisible Fields
First, we need to make this âInvisibleâ Field visible.
Diane Vaughan (Challenger), âIt is unfortunateâŚthat
these forces are invisible and unacknowledged.â
Fifth Force #3 â Behaviors & Contexts
21. 22
Contexts ďł Behaviors
Would you modify your behaviors in each of these contexts:
Giving /
receiving a
marriage
proposal?
FiancĂŠ's
family
dinner?
Bachelor /
bachelorette
party?
Hijacked on
honeymoon?
22. 23
Making Invisible Force Fields Visible
How might you
measure invisible
Social Contexts?
Measure Teamâs
and Individualâs
Behaviors
Observe the field
w/tracer particles
How might you
observe invisible
magnetic fields?
Social contextâs
invisible fields
drive behaviors
(Previous slide)
23. 24
Alignment & Leadership Development
To efficiently align ferromagnetic particles, would you?
Or
Use tweezers? Use a field?
The parallels to leader development are surely obvious.
Note: A team is a group of people, under a leaderâs influence,
interacting sufficiently to develop common behavioral norms.
24. 25
Which Behaviors to Measure?
Intuited
Emotional Logical
Sensed
DecidingInformation
âThe right coordinate system turns an
impossible problem into two really
hard ones.â â Undergraduate physics.
Dilbert
25. 26
Universal human needs underlie every 4âD process.
4âD dashboards are operating in 75 countries.
âVisioningâ â
We all need
hopeful
futures
âCultivatingâ â
We all need to
feel
appreciated
âDirectingâ â
We all need
the ability to
succeed
âIncludingâ â
We all need to
feel that we
belong
The Four âDimensionsâ ⥠Human Needs
Intuited
Emotional Logical
Sensed
London France Malaysia SOEs-China
26. 27
Physiological Needs:
Air, water, sleep, food, warmth
Emotional Need #1:
Feeling safe
Emotional Need #2:
Feeling valued
Emotional Need #3:
Feeling Included
Logical Need #1:
Realistic, Hopeful Future
Logical Need #2:
Meet Accountability Expectations
Human Needs Hierarchy
Self-Actualization
Realizing Oneâs Potential in Work and Life
27. 28
4 (of 8) Behaviors ďł Contexts
âMagicalâ
Solutions
Appear
100%
Commitment
to Outcome
Clear and
Achievable
Expectations
Clarifying Roles,
Accountability
& Authority
Expressing
Authentic
Appreciation
Mutual
Respect w/Open
Communications
Authenticity
and Efficiency,
Absent Anger
Appropriately
Including
Others
28. 29
Alignment & Leadership Development
To efficiently align ferromagnetic particles, would you?
Or
Use tweezers? Use a field?
The parallels to leader development are surely obvious.
Note: A team is a group of people, under a leaderâs influence,
interacting sufficiently to develop common behavioral norms.
33. 34
TDA Report â Team Self-Development
Team Leaders discuss report with
members and direct three actions:
1. Schedule re-assessment
2. Decide workshop or modules
3. Assign behavior-specific actions
Responsible Action Due
Smith, John Develop and
Implement our
Appreciation
Enhancement
System
6/28/2012
Bottom Ave. Top
>
Ave.
<
Ave.
57%
68%
72%
81%
6/07
9/07
4/08
6/09
Real âABCâ Team Data Individualâs Perceptions
Relatively low scoring behaviors are candidates for action items
Addressing Shared Interests Being Outcome Committed
Appropriately Including Others
Keeping All Agreements
Resisting Blaming or Complaining
Clarifying Roles, Accountability and Authority
Most Recent Previous Assessment Current Assessment
Expressing Authentic Appreciation Expressing Reality -based Optimism
34. 35
Some (Typical) Case Studies
We âsavedâ Teams, just-in-time
Diving Catches?
Fifth Force #5 â Case Studies
HNBT
P. xix
STEREO
P. 54
Avionics
Systems
Division
35. 36
You (+ charge)
# 1 â Context-shifting ď Restored Profit
My
customer
relationship
is broken
Charlie,
I am in
real
trouble
We need a 4-
D Workshop,
but they
wonât attend
## - This
isnât about
changing
them
Rather,
you
changing
you!
Them (+ charge)
36. 37
You Them
Charlie,
I am in
real
trouble
My
customer
relationship
is broken
We need a 4-
D Workshop,
but they
wonât attend
## - This
isnât about
changing
them
Rather,
you
changing
you!
Change
yourself from a
âprotonâ to a
âneutronâ
# 1 â Context-shifting ď Restored Profit
37. 38
Bottom Ave. Top
>
Ave.
<
Ave.
Bottom Ave. Top
>
Ave.
<
Ave.
Context-shifting ď Restored Profit
1. Team
Development
(Assessment),
as always
2. Three-day
Workshop
(~24
participants)
Good
to Go
Shift Story-lines Manage Emotions Express Appreciation Shared Interests
3. CSW & Re-
Team
Development
(Assessment)
What you can Authentically
Appreciate about the other party,
or your mutual (difficult) Situation?
Which Emotions (and group) are you experiencing?
What Shared Interests can you
identify by asking, âWhat do they
want that I can want for them also?â
Reaching broadly, whom (person or
organization) should you Include to
garner support and avoid stimulating anger.
What explicit or implicit Agreements
have you broken that could affect othersâ
perception of your trustworthiness?
What Unpleasant Reality must you
acknowledge and what Optimistic
Outcome can you now imagine realizing?
How Committed are you to
realizing your Outcome â if less than 100%,
how can you enhance your commitment?
How can you reduce Victimsâ helplessness;
Rescuersâ weariness, Rationalizersâ
anxiety, or Blamersâ (deadly) anger?
Have you clarified and communicated
your Roles, Accountability, and
Authority to all involved?
What Green Storyâlines support behaviors that take you to your Outcome? (Responseâable)
What Red Storyâlines support behaviors that take you away from Outcome? (Blamer, Victim)
What Outcome are you 100% Committed to realizing? (Think expansively)
What Situation do you want to resolve â involving people, performance, competition, etc.?
Actions & 4âD Requests you will now take/make and are these sufficient?
Which Emotions (and group) must you now express?
38. 39
Context-shifting ď Restored Profit
Bottom Ave. Top
>
Ave.
<
Ave.
Then, recurrent TDAs sustained performance & profit for years
Takeaways: Aligned 4-D
Processes (Assessments,
Workshop & CSW) restored
profit and saved the
Program Managerâs job.
39. 40
# 2 â STEREO Project
Charlie,
âStereoâ
is in real
trouble
Conflict across
the two
implementing
organizations
HQ is threating
cancellation of
this $500M
Project
1. Team
Development
(Assessments)
for each org.
Bottom Ave. Top
>
Ave.
<
Ave. Bottom Ave. Top
>
Ave.
<
Ave.
NASA/Goddard JHU/APL
âSinsâ = Inexperienced Leadership; Broken RAAs;âŚ
40. 41
STEREO Performance Moves to Top
2. Three-day
Workshop
(~12 leaders
each side)
Shift Story-lines Manage Emotions Express Appreciation Shared Interests
+ 0.5 years
+ 1.0 years
+ 1.5 years
+ 2.0 years
+ 2.5 years
+ 3.0 years
+ 3.5 years (and beyond)
Bottom Ave. Top
>
Ave.
<
Ave.Bottom Ave. Top
>
Ave.
<
Ave.
JHU/APLNASA/Goddard
3. Dual Team Development (Assessments) every ~6 months
41. 42
STEREO Becomes a Model Project
The Stereo Project Manager:
âWe went from being the butt of ugly jokes to
being a model of managerial excellence thanks to
the 4-D System.â
The Stereo Deputy Project Manager:
âIt was amazing, to watch our performance, and
our customerâs perspective, track right along with
our 4-D assessment scores.â
42. 43
# 3 â Avionics Systems Division
About 150
people
organized into
10 teams
We must
perform to
save the
program
Top
Leaders (2)
8 People 16 People
18 People 13 People 9 People 14 People
11 People 15 People 13 People 16 People
1. Formed a
âLeadership
Teamâ
Top leaders
plus the
leaders of all
the sub-teams
They understood
that people mimic
their leadersâ
behaviors
43. 44
4- D Processes Applied
Shift Story-lines Manage Emotions Express Appreciation Shared Interests
- Leadership team shared
all their TDA Results
- All shared TDA actions -
Many were the same
2. TDAs for
âleadâ & 10
working
teams
~24 Person
âLeadership Teamâ Bottom Ave. Top
>
Ave.
<
Ave.
Bottom Ave. Top
>
Ave.
<
Ave. Bottom Ave. Top
>
Ave.
<
Ave.
Bottom Ave. Top
>
Ave.
<
Ave. Bottom Ave. Top
>
Ave.
<
Ave. Bottom Ave. Top
>
Ave.
<
Ave. Bottom Ave. Top
>
Ave.
<
Ave.
Bottom Ave. Top
>
Ave.
<
Ave. Bottom Ave. Top
>
Ave.
<
Ave. Bottom Ave. Top
>
Ave.
<
Ave. Bottom Ave. Top
>
Ave.
<
Ave.
. . .
. . .
10 Teams
All âteamsâ
Scored in
lower
quintiles
They met every 6
months to discuss
issues and TDA
results/actions
3. Three-day
âleadership
teamâ
Workshop
44. 45
Long-term Performance Enhancement
All team scores (like Stereo) moved up together.
After two- years, all teams were in the top-quintile.
Years later, they continue periodic TDAs to
maintain top-quintile performance.
~24 Person
âLeadership Teamâ Bottom Ave. Top
>
Ave.
<
Ave.
Bottom Ave. Top
>
Ave.
<
Ave. Bottom Ave. Top
>
Ave.
<
Ave.
Bottom Ave. Top
>
Ave.
<
Ave. Bottom Ave. Top
>
Ave.
<
Ave. Bottom Ave. Top
>
Ave.
<
Ave. Bottom Ave. Top
>
Ave.
<
Ave.
Bottom Ave. Top
>
Ave.
<
Ave. Bottom Ave. Top
>
Ave.
<
Ave. Bottom Ave. Top
>
Ave.
<
Ave. Bottom Ave. Top
>
Ave.
<
Ave.
. . .
.
10 Teams
45. Fifth Force #6 â Common Assessment Mistakes
Common TDA Structural Errors
46. 47
Top
Leaders (2)
8 People 16 People
Mistake â TDA Crosses Multiple Teams
Mixed Results No Action Focus Blaming Others?
A single
Multi-team
TDA
47. 48
Top
Leaders (2)
8 People 16 People
The Best Method â Three TDAs
Segregated Results Action Focus No Blaming
TDAs for
each Team
TDA for pseudo
âleadership
teamâ
Bottom Ave. Top
>
Ave.
<
Ave.
Bottom Ave. Top
>
Ave.
<
Ave.
Bottom Ave. Top
>
Ave.
<
Ave.
48. 49
Mistake â TDAs
âI want a
TDA to
improve
teamwork.â
âNew 4-D
provider setâs
up and briefs
TDA report.â
They were not a âteam; they
were geographically diverse
entrepreneurs w/ little contact
Instead,
(coordinated)
IDAs for all
Invite all
knowledgeable
colleagues to
participate
All share
resulting
ideas/actions
Share their
benchmarks with
trusted others
Better â IDAs
49. 50
Now, Proceed with your TDA?
With your team membersâ
e-mail addresses in the
dashboard, we launch
your TDA
Educate
Bottom Ave. Top
>
Ave.
<
Ave.
Benchmark
?
Boost
~15 Minutes
on-line
~90 Minutes
to process the
TDA Report
Fifth Force #7 â Closure
50. Closure
Never doubt that a small group of thoughtful,
committed citizens can change the world.
Indeed, itâs the only thing that ever has.
â Margaret Mead, Anthropologist
Visit www.NASATeambuilding.com for resources
System4-D
52. 53
4-D Processes Plus Your Content
4âD
Systems
Processes
Your (Expertise) Content
+
High-Performance Context
53. 54
Innate Personality Culture Project Mindset
Three Team-Level Fifth Force Diagnostics
4âD
Systems
Processes
Your (Expertise) Content
3 Diagnostics
59. 60
What ROI Would you Want?
E.G., for your savings?
110% per year? â 10% interest on your money?
200% per year? â Double your money every year?
Can you imagine a return of thousands of percent?
60. 61
A ~240 Person Model Program
Top
Leaders (2)
20 People 20 People 20 People 20 People
20 People 20 People 20 People 20 People
20 People 20 People 20 People 20 People
61. 62
Optimal Deployment of 4-D Processes
5: DIRECTING DIMENSION
ď Any Drama-states you need to process and exit?
ď Any unclear Roles, Accountability, or Authority
statements or processes?
1: DEFINE THE PROBLEM/SITUATION:
⢠Situation you want to resolve:_______________________________________________________________________________________
⢠Outcome you are committed to realizing: __________________________________________________________________________
⢠Your âRedâ limiting Story-lines:______________________________________________________________________________________
⢠Your âGreenâ empowering Story-lines: ______________________________________________________________________________
⢠Your experience & expression of emotions: _________________________________________________________________________
Context Shifting Worksheet (âCSWâ)
3: INCLUDING DIMENSION
ď Who needs to feel included, and how can you
ensure this?
ď What implicit or explicit agreements have you
broken that you must now process?
2: CULTIVATING DIMENSION
ď Who needs to feel appreciated, and how can you
ensure this?
ď What do they want that you can want for them
also?
4: VISIONING DIMENSION
ď What uncomfortable reality must you confront to
create the Outcome you want?
ď How Committed (in %) are you to realizing the
above Outcome?
Specific Actions/Requests you will now take/make: ______________________________________________________________
________________________________________________________________________________________Are these adequate? ______
IDAs with
Coaching &
CSW
Monthly Coaching for Team
Leaders w/IDAs every 6
= $70,000
How NASA
Builds Teams
(Wiley, 2009
All 242 people @ $20
= $5,000
TDAs with
Consulting
65 TDAs (5 for each of 13
teams) @ $1,000 each
= $65,000Bottom
Quintile
< Ave.
Quintile
Average
Quintile
Teams, First and Following Percentile Ranks
> Ave.
Quintile
Top
Quintile
53% 66% 70% 75%
66%
71% 76% 80%
72%
75% 79% 83%
77% 81%
84% 90%
One Threeâday WS for the Team Leaders &
WS Modules for all Teams, 2 x per year
= $90,000
62. 63
Marshall
All NASA
Average First TDA Scores by Year
60%
65%
70%
75%
80%
85%
2003 2004 2005 2006 2007 2008
MSFC
All NASA
Marshall
All NASA
Average First TDA Scores by Year
60%
65%
70%
75%
80%
85%
2003 2004 2005 2006 2007 2008
MSFC
All NASA
Quantitative Evidence of Culture Change
Then, TDAs
sustain the 12%
benefit, >> ROI
Benefits (~$750K/month) & ROI
Salaries for 242 people x 2 years
@ $125K (with overhead)
= $144,000,000
Savings
per 6
months
First
3%
Next
6%
Next
9%
Next
12%
6% of $144M
= $18,000,000
ROI =
8,000%
Investment
= $220,000
64. 65
Quantitative Culture Change (1)
~10% of
NASA
engaged
~20% of
MSFC
engaged
Average NASA First TDA Scores per Year
63%
66%
71%
69%
73%
76%
50%
55%
60%
65%
70%
75%
80%
85%
90%
2003 2004 2005 2006 2007 2008
Average NASA First TDA scores
up ~10%
Correlation is not causality. Is there another test?Annual increase in first team assessments ~participation!
Average MSFC First TDA Scores per Year
61%
65%
73%
71%
86%
80%
50%
55%
60%
65%
70%
75%
80%
85%
90%
2003 2004 2005 2006 2007 2008
Ave MSFC First TDA scores
up ~20%
65. 66
Marshall
All NASA
Average First TDA Scores by Year
60%
65%
70%
75%
80%
85%
2003 2004 2005 2006 2007 2008
MSFC
All NASA
Marshall
All NASA
Average First TDA Scores by Year
60%
65%
70%
75%
80%
85%
2003 2004 2005 2006 2007 2008
MSFC
All NASA
Quantitative Culture Change (2)
Quantitative Evidence of Culture Change
The data suggest organizationâwide cultural improvement
proportional to your 4âD engagement
20% Engagement yields
20% Improvement
10% Engagement yields
10% Improvement
67. 68
Innate Personalities Cultures Project Mindset
Mindsets (Attitudes) Behavioral Norms Unacknowledged
Realities
Six Fifth Force âSub-Systemsâ
68. 69
The Power of Repetition
Habituating
the
Timesâtable
Habituating
the Eight
Behaviors
The
Refrain
Beethovenâs
Fifth
Symphony
69. 70
Histogram of Teamâs Scores
50% 100%300 teamsâ first assessment scores
(Notional process)
Fitted a curve
Bottom Ave. Top
>
Ave.
<
Ave.
Divided into
5 equalâarea quintiles
ď§ Quintiles ď¨
70. 71
Two (Contrasting) Team Social Contexts
Bottom Ave. Top
>
Ave.
<
Ave.
Victims/Blamers
& Disorganized
Blind Optimism &
Low Commitment
Unappreciated
& Conflict Reigns
Feel Excluded &
Low Trustworthiness
No Drama &
Clear Accountability
Grounded Optimism
& 100% Commitment
Mutual Respect
& Collaboration
Feel Included &
High Trustworthiness
ď§ Quintiles ď¨
The context you live your life in is your choice.
71. 72
49 101
177
284
561
824
1,116
1,345
1,561
1,824
0
1000
2000
2003 2004 2005 2006 2007 2008 2009 2010 2011 2012
Evidence ď Performance âĄTDA Scores
1. âFace Validityâ â âBottomâ and âTopâ TDA teams in prior slide
2. Anecdotal evidence â Read How NASA Builds Teams
3. Voluntary participation by NASA teams (2003â2011)
Skeptical? Try a 15âminute onâline TDA, and see for yourself.
72. 73
Choosing Behaviors to Measure & Manage
Addressing
Shared
Interests
Expressing
Realityâbased
Optimism
Being
100%
Committed
Resisting
Blaming &
Complaining
Clarifying Roles,
Accountability
& Authority
Expresses
Authentic
Appreciation
Appropriately
Including
Others
Keeping All
Your
Agreements
Our eight behaviors (behavioral norms for teams) are:
â Grounded in core needs by the four Dimensions (2 / Dimension)
â Supported by broad research e.g. Gallupâs âLeading IndicatorsâŚâ
â Confirmed by experience â ours and our clients (>1,000 teams)
â Learned & habituated with (experiential) learning materials
â Reinforced by positive results (feedback)
â The most precise Team Social Context measurement possible
73. 74
Resources at www.4-DSystems.com
Threeâday Workshops &
Workshop Modules
How NASA
Builds Teams
(Wiley, 2009 Japan Taiwan Korea China RussiaBulgaria Czech
TDAs with
Consulting Bottom
Quintile
< Ave.
Quintile
Average
Quintile
Teams, First and Following Percentile Ranks
> Ave.
Quintile
Top
Quintile
53% 66% 70% 75%
66%
71% 76% 80%
72%
75% 79% 83%
77% 81%
84% 90%
5: DIRECTING DIMENSION
ď Any Drama-states you need to process and exit?
ď Any unclear Roles, Accountability, or Authority
statements or processes?
1: DEFINE THE PROBLEM/SITUATION:
⢠Situation you want to resolve:_______________________________________________________________________________________
⢠Outcome you are committed to realizing: __________________________________________________________________________
⢠Your âRedâ limiting Story-lines:______________________________________________________________________________________
⢠Your âGreenâ empowering Story-lines: ______________________________________________________________________________
⢠Your experience & expression of emotions: _________________________________________________________________________
Context Shifting Worksheet (âCSWâ)
3: INCLUDING DIMENSION
ď Who needs to feel included, and how can you
ensure this?
ď What implicit or explicit agreements have you
broken that you must now process?
2: CULTIVATING DIMENSION
ď Who needs to feel appreciated, and how can you
ensure this?
ď What do they want that you can want for them
also?
4: VISIONING DIMENSION
ď What uncomfortable reality must you confront to
create the Outcome you want?
ď How Committed (in %) are you to realizing the
above Outcome?
Specific Actions/Requests you will now take/make: ______________________________________________________________
________________________________________________________________________________________Are these adequate? ______
IDAs with
Coaching &
CSW
74. Authentic Appreciation
The single most important habit to enhance
performance, reduce risk, and enhance (save?) your
marriage and other relationships.
Expressing
Authentic
Appreciation
Context of Mutual
Respect &
Open Communications
Fifth Force #12 â Appreciation
75. 76
Unmet Needs at Work
â70% report receiving no praise or
recognition in the workplace.â
â Gallup
â64% of those who leave their jobs say itâs
because they didnât feel appreciated.â
â US Department of Labor
70 percent hate going to work, or have
mentally checked out, roaming the halls
spreading discontent â Gallup
76. 77
What People Most Want at Work
About 20% of the workers
are giving all they can
Another 20% donât want
to give more
The middle 60% say âThey would
give more to their work if there
were more in it for them.â
What is the âmoreâ they want?
They want to feel appreciated.
Will this take more time?
77. 78
How do you name
appreciating
bosses?
Appreciating Bosses?
Departing CEOâs of Fortune 500 companies
cite lack of appreciation as the primary reason
for leaving their jobs. â News Report
As one moves up in the organization, are
their (emotional) needs for appreciation
more, or less likely to be met?
78. 79
Obstacles to Appreciation
Bart Simpsonâs dinner blessing:
âDear God, we paid for all this stuff
ourselves, so thanks for nothing.â
79. 80
Living in the Mindset of Gratitude
âA thankful heart is not only the
greatest virtue, but the parent of all
other virtues. â â Cicero
âI maintain that thanks are the highest form of
thought, and that gratitude is happiness doubled
by wonder.â â G. K. Chesterton
âWe are all heirs and heiresses to a society of
freedom and plenty that most of us did
absolutely nothing to earn.â â Ben Stein
80. 81
Step 1 - Speaking Your Gratitude
Prepare to stand up and
speak what you are grateful
for aboutâŚ
Wait! Do not express
Appreciation for an individual
now. That is the next step.
Now, say, âI am grateful forâŚâ (e.g. the
opportunity to work with people as
motivated and dedicated as you)
Can any of us choose to live
our life seeing the glass as
half empty, or half full?
82. 83
Expressing Your Appreciation (2)
Speak directly to them saying
â(Name), I appreciate you forâŚâ
If they are not present, tell the group what
you appreciate about this person
83. 84
Completing the Process (3)
If they are not present, finish with âAnd, Iâll
tell them as soon as I see them.â
The process completes when they look you
in the eye, and say, âThank Youâ
84. 85
3) Completion: The process
completes when they look you
in the eye, and say, âThank Youâ
1) Preparation: Standing, if
they are in the room, look
them in the eye
Appreciation Process â Letâs Do It
2) Appreciate: Speak directly to
them saying â(Name), I
appreciate you forâŚâ
85. 86
Decide to Live âHAPPSâ Appreciation
Promptly â The sooner, the
better
Specifically â The more specific,
the better
Habitually â Habits are your
personal bureaucracy
Authentically â Decide to live in
the mindset of gratitude
Proportionally â Appreciate
proportional to their contribution
86. 87
Appreciate People in Your Life Now!
Many words were spoken into the ears of the dead
that they yearned to have heard while they were alive.
Tonight, begin habitual appreciation before it is too late.
87. 88
Takeaways â Appreciation
Commit to living in Gratitude (Mindset), and habitually
Expressing Authentic Appreciation (Behavior):
Because this can sustain a Fifth Force
(Social Context) of:
⢠Good feelings;
⢠Open communications;
⢠High performance;
⢠Enhanced Health;
⢠While meeting our universal need to âfeel appreciated.â
Comments or Questions before we proceed?
Editor's Notes
I find myself drifting into too much emphasis on 4-D processes because I love them. The maxim in all 4-D interactions with clients is âmake it about them.â This slide introduces some practical applications that people will (hopefully) perceive as useful in their own work and broader lives.
This is quick review of the only four forces that Mother Mature provides. This sets the stage for the all-powerful âFifth Forceâ that is man-made therefore manageable. (Our brief journey into science is just for fun. It goes very quickly, and should be easy for a non-scientist to present.These charts require no technical background, whatever.)
Gravity is the natural phenomenon by which physical bodies appear to attract each other with a force proportional to their masses. It is commonly experienced as the agent that gives weight to objects with mass.(FYI â The phenomenon of gravitation itself, however, is a byproduct of a more fundamental phenomenon described by general relativity, which suggests that space-time is curved by the presence of matter.)
I assign an arbitrary strength of unity (â1â) for this force. The blue face in the bottom of the panel is âMother Nature.â Gravity controls matter on large scales. Although this is, by far, the weakest of the fundamental forces, it has infinite range as it falls off as 1/R2. We unconsciously adapt to both gravity and the Fifth Force.
This mysterious force, only of interest to physicists, is responsible for the radioactive decay of subatomic particles and initiates the process known as hydrogen fusion in stars. Weak interactions affect all known fermions; that is, particles whose spin (a property of all particles) is a halfâinteger.
The weak interaction has a very short range (around 10â17â10â16m). FYI âAt distances around 10â18meters, the weak interaction has strength of a similar magnitude to the electromagnetic force; but at distances of around 3Ă10â17m the weak interaction is 10,000 times weaker than the electromagnetic.
We are all familiar with various manifestation of the electro-magnetic force.
It is interesting to contemplate the role of the ElectroâMagnetic force in ordinary life. It is the only force with the combination of strength and range to give matter form and to make biology happen. In honor of that role we offer this image.FYI â There are four main effects, all of which have been clearly demonstrated by experiments:Electric charges attract or repel one another with a force inversely proportional to the square of the distance between them: unlike charges attract, like ones repel.Magnetic poles (or states of polarization at individual points) attract or repel one another in a similar way and always come in pairs: every North Pole is yoked to a south pole.An electric current in a wire creates a circular magnetic field around the wire, its direction (clockwise or counter-clockwise) depending on that of the current.A current is induced in a loop of wire when it is moved towards or away from a magnetic field, or a magnet is moved towards or away from it, the direction of current depending on that of the movement.
FYI â The strong interaction is observable in two areas: on a larger scale (about 1 to 3 femtometers (fm)), it is the force that binds protons and neutrons (nucleons) together to form the nucleus of an atom. On the smaller scale (less than about 0.8 fm, the radius of a nucleon), it is the force (carried by gluons) that holds quarks together to form protons, neutrons and other hadron particles.
A force which can hold a nucleus together against the enormous forces of repulsion of the protons is strong indeed. However, it is not an inverse square force like the electromagnetic force and it has a very short range. Once again, it is of only interest to physicists.
The Fifth Force is manmade, as the image of the Great Wall suggests. Therefore you can and must manage it. I assign a strength of infinity as it trumps everything else, and its range is that of human interaction, e.g. most commonly within a team.
An introductory slide
The upper image is the benchmarking scale for our Team Development (Assessments). Bottom-quintile Fifth Forces put âgood people in bad places,â increasing risk, and debilitating team membersâ capacity to lead. The Fifth Force, Team Social Context, is far more powerful than individual abilities. These bottom-quintile Fifth Forces exploded Space Shuttles, ruined Hubble Space Telescopes, crashed KALâs jumbo-jets, and a Tokyo train. You ignore it at your peril!The box on the right indicates how top quintile Fifth Forces put âgood people in good placesâ enhancing team performance, reducing risk, improving competitive advantage, while simultaneously developing each Team Membersâ leadership abilities. The image in the upper left is about restoring a companyâs profit from 67% of a fee pool to 96%. I did this work myself and describe it in my book, How NASA Builds Teams (âHNBTâ) in the introduction, page xix. The image on the upper right is a $500M project, the Solar TErrestrial RElations Observatory, called âSTEREO. The name comes because this pair of satellites takes the first stereo images of solar activity. A senior manager asked me to contact the project as it was about to be cancelled. I provided a three-day workshop for the leadership team and my Client Program Manager managed Team Development (Assessments) over multiple years. The two elements of STEREO, a NASA team and a contractor team moved from the bottom quintile to the top quintile more-or-less in lockstep. The project manager (and Deputy) reported their experience that both STEREO teamsâ performance and sponsorsâ impressions moved in tight correlation with the assessment scores. When they reached the top quintile, they were celebrated as a model of projects excellence. You can read a brief summary in HNBT, P. 54.We frequently learn much of what we know from our clients. A team that was building avionics (electronics) to return back to the moon pioneered large-scale development. They moved about a dozen teams in a 150-plus person organization from the bottom quintile to the top with, once more, strong correlation with the teamsâ performance. This happened after HNBT went to press, so itâs not described there. Finally, perhaps you noticed that, even though much more difficult, the Hubble Servicing mission was entirely successful. I learned from my experience of the Hubble mirror flaw aftermath. The fact that the Failure Review Board named a âleadership failureâ as the root cause of the flawed mirror slowly got my attention. I had an instinct that I needed to design the repair missionâs social context (did not have the terminology then) for success, and did so.
(Note: If you are uncomfortable briefing these next two NASA stories, just skip them â adequate other examples follow.)Top Panel: I drove my car into the basement of NASA Headquarters to find members of my staff waiting for me. Before I could speak, they approached me and said, âCharlie, did you hear? Space Shuttle Challenger has exploded.â They were waiting for me because my Division had a low-cost small satellite called a âSpartanâ payload in Challengerâs cargo bay. I wondered, âCould my small payload have broken loose, gone through the cargo bay doors, and destroyed the boosters?â Of course, this is not the case. A âSolid Rocket Motorâ boosterâs âfield jointâ failed. I watched Challengerâs failure investigation closely, including the Congressional hearings. My people had worked closely with Shuttle astronauts as they had to deploy and retrieve our small satellite, nicknamed âSpartanâ using the Shuttleâs âarm.â I also knew many of the Shuttle propulsion managers well, as I had worked with them on âSpacelab.â They were first-rate engineers and managers.When Board member and renowned physicist, Richard Feynman, one of my personal heroes showed how the Solid Rocket Boosterâs âO-ringâ material stiffened in his ice water, I erroneously concluded that the mistake was technical, and lost interest in the incident. This is a common error that we technical people make â we assume that all problems that are apparently technical have technical rather that social root causes.Middle Panel: I later read sociologist Diane Vaughanâs 600 page book about the Challenger explosion, The Challenger Launch Decision, (1996). She was âadoptedâ by the Rogerâs Commission, the official failure review Board. She shifted the inquiry to the proper one, asking âWhy did they proceed to launch when all the technical evidence suggested otherwise?â Letâs examine the Fifth Force (Social Context) dynamic. The political pressure to launch, launch, launch was enormous. By National policy, all payloads, military and commercial, would fly on the Shuttle, with all other launch vehicles phased out. Launch delays rippled throughout the system delaying all downstream launches. This Fifth Force context caused the launch management team to descend gradually and unconsciously into the behavior she called âNormalization of Deviance.â In this state, behaviors that are deviant in a larger context become accepted and ignored in a local (team) context. (Frank calls this âincremental stupidity.â) Examples include the widespread belief in the US that house prices could go up faster than GDP indefinitely or that discrimination because of race or sex is OK. In Challengerâs case, the deviant social context altered the launch teamâs perception. They gradually and unconsciously required a stronger technical argument to delay a Shuttle launch than proceed.Bottom Panel: She wrote, âThe revisionist history and sociological explanation presented here are more frightening than the historically accepted interpretation, for the âinvisible and unacknowledgedâ [quotes are mine] tend to remain undiagnosed and elude remedy.â In todayâs (4-D) language: A flawed Team Social Context put âGood People in a Bad Place.â
Top Panel: In April, 1990, as NASAâs Director for Astrophysics, I sat in the blockhouse at Kennedy Space Center. I had led the team that built Hubble Space Telescope for the past 8 years. Launch day had finally arrived. The Shuttle delivered the telescope to its ânominalâ orbit, and one-by-one the telescopeâs complex systems worked as intended. I began to relax.When testing was complete we began imagining common astronomical images. The image in the green frame is what we hoped we might see when we looked at a nearby spiral galaxy in the Virgo cluster, Messier 100. (The image is from the telescope after the successful space repair.) Instead, the image we saw is in the red frame. Hubble Space Telescope, NASAâs crown jewel, is useless. Middle Panel: Mirrors like are fabricated with an âindeterminateâ process â the surface is measured, then polished to remove the âbumps,â then re-measured for many (~20) cycles. A device called a ânull correctorâ creates an optical wave front that shows differences from the desired surface. An image of Hubbleâs null corrector is on the left. As I recall, the device was several feet high and a foot or so across. The device was thoroughly tested shaping a 60 inch test mirror. Hubbleâs 96 inch flight mirror required a simple re-spacing. A technician, working alone, violated a procedure and mis-spaced the ânull correctorâ by 1.3 mm. FYI â The technician placed a precision bar provided by the National Bureau of Standards in the center of the null corrector to re-space it. The instructions said to spray a metal cap on the bar after spraying it with a non-reflective coating. He could not locate the spray, so he covered the cap with non-reflective tape. He then took his âXactoâ knife and cut a hole in the cap. He did not notice that he chipped off a small piece of the tape. Then, as bad luck would have it, when he tried to center the metering bar, the laser beam hit this spot. Believing that this was the center of the metering bar, he mis-spaced the device by the height of the cap, or 1.3 mm. When the Review Board discovered that this is what happened, my relief was profound. Finally, bad management did not cause the failure, and with the problem solved, I could go back to my regular job, directing the Astrophysics Division. Things then took a turn for the worse. General Lew Allen, the Review Boardâs Chairman wondered how an error in a single device could have created an error in something as important as the primary mirror that went undetected. He soon found that many, many measurements of the mirror with other devices (i.e. refractive null correctors) were rationalized away. More bad luck â the spacing error was large enough to ruin the telescope and small enough to be rationalized away by people who wanted to do so. Hubble was difficult technically, and we had an ineffective management arrangement, associate contractors. The project overran repeatedly at about $400M at a crack. My NASA perspective was that the contractors were to blame and rained criticism on them. This Fifth Force (social context) led them to only address technical problems that they believed were real, and there were plenty of these. In their highly stressed condition, they never contemplated that the mirror could have been manufactured incorrectly. The mirror cost was about 0.5% of the overall program cost. Bottom Panel: Failure review chairman General Allen then wondered why NASAâs scientists had not insisted on additional testing of the mirror in view of the suspicious test data. Several of them had worked on ground-based telescopes and understood the perils of spherical aberration. He then made another astounding discovery. The contractor, Perkin-Elmer, had never transmitted the numerous test discrepancies to NASA. We sued them and settled for $50M, far less than the cost of the flaw. When the investigation completed, General Lew Allen, Board Chairman told the Congress that, after 15 years and $2 Billion, that a âleadership failureâ was the root cause. If the terminology had been available in the lexicon of the day, he surely would have named the cause a âflawed social context.â Of course, I was leader of the Hubble team, and had been so for the previous 8 years. It was my good fortune that nobody at NASA paid much attention to the finding. Everyone focused on the technical mistake, just as I had with Challenger. Moreover, I was so busy managing the aftermath that I had no time to think much about my culpability. Looking back, the context motivated the contractor to ârationalize problems away with (sloppy) root cause analysis,â and then not report them to NASA. The remedy to this condition would have been incredibly simple. Habituating the first 4-D behavior, âExpressing Authentic Appreciation,â could have, in my opinion, saved seven astronautsâ lives, and prevented Hubbleâs launch with a flawed mirror. I wish I knew then what I know today!
Top Panel: In the 90âs Korean Air Lines (KAL) was crashing at 17 times the international norms. Things were so bad that the President of Korea would not fly on KAL. This continued for four years. Why do you think finding the cause of this intolerable condition took so long? The reason is that nobody understood the power of team social context to override individualsâ abilities. The investigators kept looking for some flaw in KAL pilotâs individual abilities. Mid Panel: Finally, a subsidiary of Boeing placed observers in KALâs cockpits to watch the pilots fly. They saw that KAL had imported a Fifth Force, Koreaâs Confucian social context into their cockpits. It was inappropriate for the first office to criticize the captain in any way. (The fact that they also had a rank differential from the military exacerbated the problem.) When a KAL captain was driving the aircraft, the first officer chose to âtune-outâ rather than risk criticizing him. Sometimes, first officer would read a newspaper or magazine as the plane flew along. It takes two pilots working together to fly a modern jumbo jet. In normal operations, one flies the aircraft and the other operates the radio and aircraft systems. Safe flight requires the full attention of both the captain and first officer, working as a team and crosschecking each other. Each must feel free to say, âStopâ when the action of the other might be unsafe. Bottom Panel: The Boeing subsidiary understood that they had a social context problem that would not be easy to fix. They implemented a clever strategy. Since tower communications worldwide are in English, they convinced KAL to insist that all cockpit communications were in English also. The pilots had to become fluent in English or be fired. This helped keep the Korean social context out of the cockpits. They then taught the pilots how to cross-check each otherâsâ actions. The crashes went to the levels of the rest of the industry. For me, the most interesting thing about this is that the problem persisted for years! The reason is that we are habituated e.g., by our education system, to focus on individualsâ abilities. Investigators kept looking for flaws in KALâs pilotsâ abilities which, of course, were nonexistent.
Top Panel: During the 50âs, a professor at Swarthmore College, Solomon Asch, began studying a very specific aspect of the Fifth Force, the power of conformity. I find simple experiments most compelling. People were shown a pair of cards and asked which line, A, B, or C was closest in length to the line on the first card. This is so easy that a child could do this with 100% reliability. Hereâs the set-up. Subjects are unaware that seven people who report before them are plants, intentionally giving the same incorrect answer. The astounding result was that one-third of succumbed to the Fifth Force, and answered incorrectly. For many years I believed the subjects knowingly chose to answer incorrectly to âfit-in.âMany have followed this fascinating (and controversial) experiment. Recently people repeated the experiment using MRIs to see what was happening in subjectâs minds. They found no activity in the decision making regions in their brains. They concluded that the subjects were reporting what they actually perceived. This is entirely consistent with the Fifth Forceâs effect on all perceptions. Mid Panel: A flawed âteamâ social context caused the biggest loss- of-life in civil aviation history. In a difficult situation, big-jets diverted to a small airport at Tenerife Island. The most highly respected captain/trainer for KLM airlines (Jacob Veldhuyzen van Zanten) was flying a 747. When a garbled communication came from the tower, he advanced the throttles for takeoff. The first officer then said, âCaptain, I did not hear a takeoff clearance.â The captain scowled at the first officer and retarded the throttles. When a second garbled communication came from the tower, the captain advanced the throttles again. The first officer remained silent, not wanting to embarrass the very senior captain a second time. The KLM jet crashed into a Pan Am 747 that was stationary on the runway shrouded in fog, killing many hundreds of people, the worst accident in aviation history.Bottom Panel: Incredibly, half of the population of Japan rides a train each week-day. The Tokyo railway company punished and shamed train operators who made errors. When an operator overshot the platform by 100 meters, he radioed the conductor and asked him not to report his error. The conductor called in the mistake, and said it was only 8 meters, just below the level of disciplinary action. Then, the operator reversed the train so passengers could move in and out. The train was now 90 seconds late and heading to a station with very short transfer times. The operator approached a sharp curve in the track with a speed limit of 70 KPH at 116 KPH. Realizing the error, he attempted to slow the train with the service brake and the train derailed killing him and 105 other people. He did not use the emergency brake which might have saved everyone, because this would bring (abusive) disciplinary action.
Top Left Panel: During the 50âs, a professor at Swarthmore College, Solomon Asch, began studying a very specific aspect of the Fifth Force, the power of conformity. I find simple experiments most compelling. People were shown a pair of cards and asked which line, A, B, or C was closest in length to the line on the first card. This is so easy that a child could do this with 100% reliability. Hereâs the set-up. Subjects are unaware that seven people who report before them are plants, intentionally giving the same incorrect answer. The astounding result was that one-third of succumbed to the Fifth Force, and answered incorrectly. For many years I believed the subjects knowingly chose to answer incorrectly to âfit-in.âMany have followed this fascinating (and controversial) experiment. Recently people repeated the experiment using MRIs to see what was happening in subjectâs minds. They found no activity in the decision making regions in their brains. They concluded that the subjects were reporting what they actually perceived. This is entirely consistent with the Fifth Forceâs effect on all perceptions. Mid Left Panel: A flawed âteamâ social context caused the biggest loss- of-life in civil aviation history. In a difficult situation, big-jets diverted to a small airport at Tenerife Island. The most highly respected captain/trainer for KLM airlines (Jacob Veldhuyzen van Zanten) was flying a 747. When a garbled communication came from the tower, he advanced the throttles for takeoff. The first officer then said, âCaptain, I did not hear a takeoff clearance.â The captain scowled at the first officer and retarded the throttles. When a second garbled communication came from the tower, the captain advanced the throttles again. The first officer remained silent, not wanting to embarrass the very senior captain a second time. The KLM jet crashed into a Pan Am 747 that was stationary on the runway shrouded in fog, killing many hundreds of people, the worst accident in aviation history.Bottom Left Panel: Incredibly, half of the population of Japan rides a train each day. The Tokyo railway company punished and shamed train operators who made errors. When an operator overshot the platform by 100 meters, he radioed the conductor and asked him not to report his error. The conductor called in the mistake, and said it was only 8 meters, just below the level of disciplinary action. Then, the operator reversed the train so passengers could move in and out. The train was now 90 seconds late and heading to a station with very short transfer times. The operator approached a sharp curve in the track with a speed limit of 70 KPH at 116 KPH. Realizing the error, he attempted to slow the train with the service brake and the train derailed killing him and 105 other people. He did not use the emergency brake which might have saved everyone, because this would bring (abusive) disciplinary action. Top Right Panel:Distracted Driving â No matter how skilled are you are as an individual driver, if you enter a context that distracts you, this context places you at great risk.Middle Right Panel:Context â The book, âTraining Ainât Performance,â by Stolovitch and Keeps ASTD Press (2004) is a treatise on how consultants too frequently offer training solutions when the context is the problem. They relate an amusing story about a breakfast restaurant which relies on excellent toast to create competitive advantage. The owner requests that consultants provide training for the waiters, who make the bread.The consultants show the owner that the problem is not training, but context, e.g., Flawed RAAs, inadequate equipment and workstations. They also describe Peter Deanâs research with Thomas Gilbertâs âBehavior Engineering Modelâ showing that environment (context) dominates performance 75% of the time. Lower Right Panel: Malcolmâs books, Tipping Point, Blink, and Outliers all make the case for contextâs potency. He argues that if Bill Gates had been born 5 years earlier or later, we would never have heard of him â Gates success was enabled by the context he was born into. He studied the 75 wealthiest people in history and tied each personâs success to their context. Several Americans became rich because they were born at the right time in the Industrial Revolution.
Slide is self-explanatory
Imagine that it was beneficial to align iron filings. Would it be efficient to take tweezers and align them one at a time? This is like the training events that I attended as a NASA executive. I went off with unassociated people for a week or two. This was ineffective in creating any meaningful behavior change back at work. These intellectual ideas were incompatible with my workâs Fifth Force (social context), so any changes were temporary. Moreover, I demonstrated little behavioral change so my workâs Fifth Force field was unchanged.Would it be more efficient to run a current through a coil of wire and align all the particles simultaneously? (Forgive me, but I am fond of rhetorical questions.) The analogy is surely obvious. Managing your team/organizationâs Fifth Force enhances team membersâ leadership effectiveness en masse. You can manage your Fifth Force with 4-D processes, which combine synergistically.Finally, note our definition of a team. It has no requirement for working on a common task.
This is an important slide. Consider the first behavior (upper left), âExpressing Authentic Appreciation.â As the down arrow indicates, this behavior sustains a context of mutual respect and enjoyable work. Do you believe that people solve difficult problems more easily when they are enjoying their work? Of course, they do.Now notice the adjacent âupâ arrow. The improved context, which influences everyone who interacts with the team, makes it easier to âExpress Authentic Appreciation.â The same dynamic is in play for all the behaviors and associated contexts. Thus, we have a forward feedback loop â behavior changes the context, modified context enhances the behavior â round and round we go.Next, consider the (yellow) âIncluding Dimensionâs,â Appropriately Including Others. The images on the left indicate sharing of power, information and rewards. This creates a context where people relate authentically (instead of hiding behind personas) and action is efficient and aligned. People who feel excluded become angry, and disruptive. When people experience a context of appropriate inclusion, they find it easier to appropriately include others.Visioning (blue) Dimension â âBeing 100% Committed,â Psychologists call this the âred convertible syndrome.â As participants if they have had this experience. Have they ever thought about a kind of car they want to buy, and seen them everywhere?When I moved to what we jokingly call âthe Peopleâs Republic of Boulder,â because it is so progressive politically my friends told me that the national car is a Subaru. At the time, I owned a BMW that was getting old and needed replacement. When I drove, all I saw on the road was Subaru cars, so I concluded that this is what I must buy. There were no BMWs anywhere. I went and test-drove a Subaru, and that was that. No way was I going to buy such a car. I decided then to buy another BMW. On the way back home, I saw lots of BMWs and no Subaru cars, anywhere.During a trip to Shanghai, my client gave us a car and driver to see some Unesco World Heritage gardens about two hours out of the city. The car was a black Toyota. At 5 PM, the driver was not where he said he would be. I became anxious as I did not know how we were going to get back. Even in Beijing, taxi drivers refused to carry people who did not speak Mandarin. Moreover, finding our way to a bus seemed impossible. As I looked anxiously up and street, I noticed that every car was black, and wondered why Chinese only owned black cars? Then our driver finally arrived and I noticed that cars went back to multiple colors. The cars did not change; only my perception changed. At the peak of the trauma of Hubbleâs mirror flaw, I, and the NASA Administrator met with the Congressperson responsible for NASAâs budget. She was very angry with me, poked her finger into my chest, and said, âThere will never be a dollar appropriated for a Hubble servicing mission. This is just a bad dream that must go away.â I then realized two things: 1) No one was going to repair Hubble, unless I did it; and 2) I had both the motivation and capacity to do so. So, I covertly (and illegally?) reprogrammed $60M, and began the ultimately successful Hubble servicing mission. When I later told people what I had done, they said, âCharlie, what a great act of courage.â I told them, not so, I was 100% Committed and this action seemed completely natural.Directing (orange) Dimension â âClarifying Roles, Accountability, and Authority,â I like to focus on âAccountabilityâ as it is the most important of the three. Donât we all need to be clear about what others hold us accountable for doing, and having the resources to succeed? Can you see how much easier realizing this clarity is in a context where everyone else is similarly engaged?
Imagine it is beneficial to align iron filings. Would it be efficient to take tweezers and align them one at a time? This is like the training events that I attended as a NASA executive. I went off with unassociated people for a week or two. This was ineffective in creating any meaningful behavior change back at work. These intellectual ideas were incompatible with my workâs Fifth Force (social context), so any changes were temporary. Moreover, I demonstrated little behavioral change so my workâs Fifth Force field was unchanged.Would it be more efficient to run a current through a coil of wire and align all the particles simultaneously? (Forgive me, but I am fond of rhetorical questions.) The analogy is surely obvious. Managing your team/organizationâs Fifth Force enhances team membersâ leadership effectiveness en masse. You can manage your Fifth Force with 4-D processes, which combine synergistically.Finally, note our definition of a team. It has no requirement for working on a common task.
The following are a few case studies. In each case, teams/projects were in near-terminal difficulty when they contacted us for help. I thought that the image âdiving catchâ fit the situation. The three images below are the activities we address herein.
You need to animate this slide to see what changes. It illustrates a conversation I had with my client. He wanted a physical metaphor (my specialty) for how changing who he was could fix the situation. I suggested that he and his customer were âlike chargesâ like protons or electrons. Of course, like charges repel. I told him that he (metaphorically) could change the situation by becoming a neutron.
You need to animate this to see what
They employed multiple (aligned) 4-D processes to enhance their performance (and customer relationships).
The processes were completely successful. The program manager kept his job, profit was restored, and the used TDAs every 6 months for years to sustain top-quintile performance for years.
This slide is, I believe, largely self-explanatory. Note: Story slightly altered to protect anonymity and enhance instructional benefit.) We managed TDAs for the major STEREO teams and found bottom-quintile scores for both NASA and contractors. The project manager identified the âDeadly Sinsâ in play and remedied them. The next TDAs showed improvement into the next quintile and we are now ready for a three-day workshop. Perhaps, the most interesting aspect is that the two geographically separated organizations, each blaming each other, had similar low internal Fifth Force contexts.
The project leaders on both sides decided to build a pseudo-leadership team with 12 members from each side to meet the maximum workshop participation of 24. I conducted the workshop, which went very well. We continued TDAs of teams in both organizations and our 4-D Client Program Manager (âCPMâ) produced averages for management. (I do not recall exact details, as I did not manage the administration of the TDAs.) I do clearly recall watching the results evolve over time. I was amazed at how these two disparate organizations moved TDA scores up in near lockstep. It seems that, although the teams were assessed separately, they had enough social interaction to strongly influence each otherâs assessment scores!
As I have said, many times, perhaps the most persuasive evidence that TDAs both stimulate and track performance is the overwhelming testimonials of team leaders who use them. These are from the STEREO leaders.
Clients, who are using 4-D process, are our best source of both new ideas and verification (or not) of existing ideas/processes. The Avionics Systems Division at NASAâs Johnson Space Center has been a 4-D stand-out for years. This marvelous organization pioneered large-scale organizational enhancement with 4-D processes.They understood that the most important aspect of the process was that the leaders modeled the eight behaviors. Therefore, like STEREO, they formed a 24 person leadership team, and then participated in a three-day workshop. These people were the first to formally incorporate assignment of action items into the assessment process. Each team selected three they could do within their team, and three that they needed help from outside (e.g. their management) to complete. They were meeting every four to six months to coordinate activities. They allocated a half-day to discuss 4-D assessment results at each gathering. The Leadership team shared their latest TDA result, including their performance benchmark. The others all shared their six action items.
They understood that the most important aspect of the process was that the leaders modeled the eight behaviors. Therefore, like STEREO, they formed a 24 person leadership team, and then participated in a three-day workshop. These people were the first to formally incorporate assignment of action items into the assessment process. Each team selected three they could do within their team, and three that they needed help from outside (e.g. their management) to complete. They met every four to six months to coordinate activities. They allocated a half-day to discuss 4-D assessment results at each gathering. The Leadership team shared their latest TDA result, including their performance benchmark. The others all shared their six action items.
This is the story I discussed earlier, restoring the contractorâs fee. Read the story in HNBT, page xix.
You may think that the image is an overstatement, but itâs not. Not all TDAs go well. The most common mistake is to fail to grasp that what we name as âassessments,â because they measure performance are even more important as developmental tools. They are Fifth Force (team social context) diagnostics illuminating high-leverage, behavior-specific actions. Notice, if you get the architecture wrong recovery is difficult, perhaps impossible.
Not all TDAs go well. The most common mistake is to fail to grasp that what we name as âassessments,â because they measure performance are even more important as developmental tools. They are Fifth Force (team social context) diagnostics illuminating high-leverage, behavior-specific actions. Notice, if you get the architecture wrong recovery is difficult, perhaps impossible. Here are some mistakes we made early on:As seen in the slide, crossing multiple teams dilutes (destroys?) the potency of the process. We made other mistakes, all because we acceded to clients requests. A senior executive insisted that I combine a number of teams in a single assessment. The data averaged to the mean, and the sheer volume of the comments was more than anyone could read, or make any sense of. In the end, everyoneâs time was wasted as no team leader wanted to act on data that was not specific to their team. Another mistake is agreeing to include outsiders, such as sponsors or customers. There are two difficulties with this course of action. First, there was no new information gained â perceptions of behaviors by team members have never been significantly different from outsiders looking in. Moreover, I have more confidence in the perceptions of people embedded in the team than people on the outside looking in. Finally, outsiders seldom fully engage in the post-assessment development activity. Their inclusion is a distraction.
Not all TDAs go well. The most common mistake is to fail to grasp that what we name as âassessments,â because they measure performance are even more important as developmental tools. They are Fifth Force (team social context) diagnostics illuminating high-leverage, behavior-specific actions. Notice, if you get the architecture wrong recovery is difficult, perhaps impossible. Here are some mistakes we made early on:As seen in the slide, crossing multiple teams dilutes (destroys?) the potency of the process. We made other mistakes, all because we acceded to clients requests. A senior executive insisted that I combine a number of teams in a single assessment. The data averaged to the mean, and the sheer volume of the comments was more than anyone could read, or make any sense of. In the end, everyoneâs time was wasted as no team leader wanted to act on data that was not specific to their team. Another mistake is agreeing to include outsiders, such as sponsors or customers. There are two difficulties with this course of action. First, there was no new information gained â perceptions of behaviors by team members have never been significantly different from outsiders looking in. Moreover, I have more confidence in the perceptions of people embedded in the team than people on the outside looking in. Finally, outsiders seldom fully engage in the post-assessment development activity. Their inclusion is a distraction.
There is a common pattern among managers. My experience is that they want the people below them to work as a team, with much less interest in teaming with their peers. Therefore, they may tempt you to do a TDA when their subordinates are not a team. (Recall our definition of a team, âA group of people, under a leaderâs influence, interacting sufficiently to develop common behavioral norms, i.e., a Fifth Force.) I had a case like the one described in the slide (in Australia). The team never completed the action items, as the room full of âBluesâ could not stay âon-taskâ and I was not there in person to force this. IDAs per the chart would have been a much better approach.
At this point, the team and members should decide to proceed with their TDA. The middle highlights the benefits of a TDA, and the bottom illustrates the (small) time commitment.
I include a few slides explaining what happens in our workshops. Here are a few thoughts. First, I resist scheduling (committing to) workshops until we complete at least one TDA. In our experience, bottom-quintile teams have a social context that is so troubled that learning is very difficult. A typical syndrome is an overpowering need to talk, talk, talk, mostly off-subject. These âbroadcastsâ are typically âStory-linesâ that have been in play at work for some time. It is much smarter for us to work with teams as consultants, find what is suppressing the context (e.g. âDeadly Sinsâ), remedy the context, confirm with a reassessment, then workshop. Thus, the best time for team to decide to schedule a workshop is during the processing of their TDA report.
The following is such an important point that I will make it now and again later. The workshop is to combine your content with 4-D processes to: 1) Enhance your Fifth Force, lowering risk and enhancing performance; and 2) Give you a set of tools so you can sustain your Fifth Force yourself. If you lack the discipline and will to do this, do not engage in a 4-D workshop.
You perform three social context diagnostics that you can only do as a group (team).
Tell the participants that they will later explore the core of leadership and likely find that attitude is much more important than âskills.â Yet, most leadership training is skills training. The 4-D System analyzes attitude into two manageable components, Story-lines and Emotions.
This continues the orientation showing the eight behaviors.
Now we illustrate a really important aspect of our workshops. Participants write the âunpleasant truthsâ also known as âelephants in the roomâ anonymously on 3x5 cards. We (usually our âsecond chairâ) organize these and type them up overnight. We then form into small groups about the middle of day three to prioritize them. Then, the larger group selects one or more to process as a group with the Context Shifting Worksheet, âCSW.â
It you let yourself and others dribble Story-lines that are irrelevant to this method (red circles), you are wasting an important opportunity. We can manage your speaking space â and, we are only with you for a brief period. You doubtless have the same issue back at work, so use this opportunity for you to take Response-ability for your teamâs speaking space, so you can continue this when you are back at work.
This is a cartoon illustrating the concept of ROI.
Imagine an organization with 12 teams of 20 people each. Moreover assume that each team and the overall leadership have two influential leaders each.  One of the most potent aspects of the five 4âD processes is their interchangeability. Here is an example of blending a workshop for the top leaders with TDA for all teams for simultaneous development of the entire approximately 240 individuals. We had a NASA team of roughly this size building avionics for the moon program with teams who all benchmarked in the bottom quintile. Teams who work closely together tend to benchmark similarly. Over two years all the teams moved to the top quintile realizing a performance enhancement of about 30%. Letâs do the math.
Here is the best part â you can âmix and matchâ the processes to meet client preferences, as they are all coherent and synergistic. The colored arrows represent the eight behaviors which are the common link between all processes. FYI â Some years ago I read Coveyâs â7-Habitsâ and was moved. I then attended his two-week workshop at Sundance, Utah. I was very disappointed to observe that there was little connection with the material in the book after the first morning. I determined that if I were to do similar work, all processes would reinforce each other. All 4-D processes align around the same eight behaviors. Top Panel: This is my book. Whereas âbusiness booksâ make one feel that they are doing something useful, but I think they are nearly useless as behavioral change agents. My book is an entertaining read, and much more useful as a reference manual for all the other processes. Next Panel: These are, of course, the TDAs discussed earlier. Next Panel:Individual Development (Assessments), âIDAsâ are very similar to their team counterpart. These are a few of the differences:These measure individuals' behaviors, in contrast to teamsâ behavioral norms;The examples in these assessment are, of course, different;While team assessments may include as many as 20+ invitees for large teams, we recommend about a dozen invitees for IDAs;We suggest that first time users include themselves so they can experience the assessment themselves. This will help people understand their IDA report, and take effective action;We also suggest that people include their spouses as invitees. A useful conversation will likely follow when they review the IDA report together;We generally use Individual Development (Assessments) in conjunction with coaching by our International Coach Federation (ICF) certified coaches;We organize IDA scores by coach and only retain coaches who are effective in improving their clients scores, averaged over lots of clients;We urge clients to provide IDAs with report briefings by coaches to all participants before attending workshops;The benchmarking scale is skewed to the right, making the same numerical scores benchmark much lower; andWe track improvements in IDA scores to benchmark our coaches. If you are a coach, we suggest that you track your clientâs progress and use these data for marketing to your clients.My IDAs: I can tell you how IDAs affect me, as I used them periodically with the 4-D team. My Story-line is that I cannot be in integrity bringing 4-D processes into the world unless I can benchmark in the top quintile. People who know me in my past know that I have a âblack beltâ in ass-chewing.When I received my first IDA, I benchmarked in the middle of the top quintile. I immediately scheduled my next IDA. Knowing that this was coming motivated me think carefully about how I interacted with my team. My initial impulse, when someone screwed up, was to think, âHow could you be so stupid?â Then, I reflect that an IDA is ahead for me. So, I instead call the person and say, âWould you like to talk about a better way to do this?â I continued IDAs every four months or so for two years, and my scores moved steadily up to the top of the top quintile. I then stopped using the IDAs because there was no longer any need. I had now habituated the kinder, more helpful, behaviors. Notice the image in the third panel from the top. Itâs the Context Shifting Worksheet (CSW). Our coaches use it in perhaps 70% of our sessions. I recently suggested to a coach in China that they accumulate IDA results over a year or so and present them to their clients. She said, âMy clients want results faster than that.â So is said, âLearn to use the CSW. You can crack previously unsolvable problems within an hour. Howâs that for quick results?âBottom Panel: People love our threeâday experiential workshops. âSmileyâsheetâ scores average â9â (out of 10).
We now look at your costs for an optimized combination of processes for simultaneous development of a large group of people. You can, of course, mix and match the processes to match your clientâs budget and desires. Note â I used our commercial prices, set by our US General Services Administration contract. Also, if you decide to do the work yourself you need to account for your internal labor costs. Cost summary:242 Books @ $20 = $5,000 â Amazon charges a bit more for single copies â you should be able to negotiate this price when buying quantities. We provide a copy of How NASA Builds Teams for every TDA participant.65 TDAs (5 for each of 13 teams @ $1,000 each:$65,000 (4-D Provider) âI assume that you charge the same $600 that is our retail price for running an assessment then add consulting at $250 per hour. The early assessments will require more support, and after completing a few the team should be able to do their TDA with minimal help; or$6,500 (Do it yourself) â We âwholesaleâ TDA reports to people with dashboards for $100 each.312 Coaching Sessions (13 Team Leaders once per month) with IDAs every 6 months â I made an arbitrary estimate of coaching demand. Our clients love our coaches! $70,000 (4-D Provider), or$0 (Do it yourself, or omit)One Three-Day Workshop with IDAs for 24 participants$40,000 (4-D Provider, with IDAs and Coaching) â This includes a number of cost elements: The workshop ($30,000), Presenter Travel ($4,000), Presenter Travel Hours at half-rate ($2,000). I also recommend adding a "batch" of IDAs for all ($5,000), and a coach briefing of each IDA report ($6,000 = 24 x $250), and a second coaching session after the workshop to clarity actions; or$0 (Do it yourself)52 Behaviorâfocused workshop modules (13 teams, twice per year, following TDAs)$52,000 - 26* $1,000 (4-D Provider) â These are easy sessions of about two-or-three hours using slides addressing a specific behavior. The cost estimate is probably high â and this is just a guestimate anyway, or$0 (Do it yourself) Now letâs look at the participantsâ internal labor cost:Participation of ~240 people 65 TDAs x ~1.25 hours each at $150 per hour, or about $300,000.Participation of 24 leaders in a three-day workshop, 24 people x 3 x 8 hours x $150 per hour or about $85,000Most companies have some allocation for internal training built into their overhead structure.  Returns Summary (Over Two Years) (Usually hidden)It might be useful to address some of the assumptions:Employee cost of $150 per hour is an annual salary of $90,000 per year for a US aerospace company with a âwrap-rateâ of 3.3, or $150,000 for a company with a âwrap-rateâ of 2; (âWrap-rateâ is another term for overhead.)The estimate of 3% per cycle is reasonable given the data on the chart showing 5% performance enhancement per TDA for the teams in the lower three quintiles, as seen in the previous slide. Moreover, it conservatively assumes that the first TDA has no effect; Note that we picked the midpoint of the two-year period of 6% as an average for the entire period. Moreover, the performance boost at the end of the two year period is 12%! I suggest that nothing more than recurrent TDAs will sustain, and likely improve the teamâs performance going forward;Recall the beginning slides about how âlow-quintileâ teams experienced failures from unmanaged social contexts. The benefit is as much a risk reduction story as a performance-enhancement story;Read the testimonial on the back jacket of about how I helped Northrup-Grumman win $9B of business with these processes; andRecall the slides with quantitative evidence of broad-scale cultural change â you could have this in your company.
Intro slide.
Here are some âExtra Slidesâ that some of you might want to copy and insert into your presentation.
To build a complex system like Hubble with daunting technical requirements, you âflow-downâ into subsystems and manage them. To manage the complex invisible Fifth Force, you have to manage the underlying âsub-systems.â To build a complex system like Hubble with daunting technical requirements, you âflow-downâ into subsystems and manage them. To manage the complex invisible Fifth Force, you have to manage the underlying âsub-systems.â
This is a kind-of-fun slide I made while thinking about the power of repetition:Top-Panel:How did you learn the âtimes-table?âSimilarly, you must reiterate the learning about the eight behaviors being a participant in multiple reassessments.Mid-Panel:In âOutliers,â Malcolm Gladwell investigated the difference between people who were famously successful and those less so. He assembled an impressive battery of evidence that the differentiator was 10,000 hours of experience. This is an amazing argument for the potency of repetition. Bottom-Panel:How important is the repetitive drum-beat/rhythm in your music.Notice that nearly every song has a repetitive chorus/refrain?Finally, notice what we all remember from Beethovenâs Fifth Symphony â dun, dun, dun, and d-u-u-n.
Evidence that Performance is Proportional TDA Scores(Usually hidden)People who have not used our TDA process are naturally skeptical about their effectiveness. In fact, our biggest problem is the sloppy and ineffective processes that characterize so much of what other companies in this industry offer. Technical teams have had almost universally bad experiences with other team development companies.  New clients sometimes ask us for hard evidence from our clients that our assessment numbers track actual team performance. I wish that I could find the will and resources for a comprehensive longitudinal study that eliminates all the âconfounding variables.â I cannot. Some of these âvariablesâ overpower even the most socially effective teams. These include impossibly difficult technologies, woefully inadequate funding, and the other factors in the âSeven Deadly Sins.â We need a different strategy. Here are some arguments you might find persuasive. People in the trade use the term âface validityâ for what we physicists call âintuitively obvious.â Another term is âcommon sense.â Refer back the chart âTeam Benchmarkingâ that contrasted the context of both bottomâquintile and topâquintile teams. Can you see that the performance differential would be profound?Next, read the reports from our clients in How NASA Builds Teams. Unfortunately, we have many more that we cannot appropriately use. Governments (and many large corporations) prohibit their employees from making statements with attribution that would have the appearance of endorsing commercial entities. Because NASA is by far our biggest client with over 1500 voluntary TDAs, I wish this were not the case. However, that is the reality. Here is something I can relate. On one occasion several years ago, our NASA sponsor, the NASA Chief Engineer, significantly cut our budget. We soon learned that he had cut several other budgets as well, and that he requested eâmails from people who wanted to object to his actions. We were concerned about this because we knew how passionate our NASA clients feel about the work we do, with and for them. My colleague went to NASA Headquarters to confirm his desire. His staff assured us that he wanted us to do this.The next day I received an eâmail from him asking me to, âCall off the dogs.â He had received 160 passionate eâmails expressing strong support for us in less than 24 hours. I reminded him that he had requested this. He then apologized, and sent me copies of his first 30 responses, including the incoming eâmails. I copied and pasted a few in the Appendix. He promptly restored our funding.What do you imagine about project, engineering, and management teams? Do you think they live in constant time stress? Launch delays are expensive, and managers are fired if they miss them. Do you think they would voluntarily undertake team and individual development activities unless they experience them as effective? Look at the voluntary use of Team Development (Assessments) by busy NASA teams. Then, I make what I think is the most persuasive argument of all. I say, âYou know, I could spend the next several hours presenting arguments about why you should conduct a TDA â and in the end, you might, or might not be convinced. I have a better idea â why not take 15 minutes and benchmark your teamâs performance against hundreds of âpeerâ teams, saving us both that time?â This works, nearly every time.
Choosing Behaviors to Measure & Manage (I frequently often hide and skip this slide) â The choice of behaviors was a core decision for us. I am always more interested in why we are doing something than what we are doing. So, I provide the criteria we used for our choices.  First, since each of the four Dimensions addressees a core human need, we must measure and manage at least one behavior in each. This focus on deep, universal needs also helps our work âtravelâ internationally. Our deepest needs are the same, transcending race or nationality. Since no Dimension is inherently more important than another, we chose to sample them equally. We initially chose three behaviors per Dimension, and then reduced to two when we understood that this improved the precision of the measurement (see below).  In our early days, we did not have the persuasive data proving the effectiveness of 4âD Processes. Therefore we used examples from broad research and our teamâs experience as program/project managers. One of my favorite papers is Gallupâs âA Hard Look at Soft Numbersâ by Coffman and Harter. Gallup interviewed over one million employees, in 450 companies worldwide. They found that 12 key areas consistently related to employee retention, productivity, profitability, and customer loyalty. Our inquiry was whether these mapped onto (aligned with) the four Dimensions. No surprise here, they did.  I selected my team of about 15 âClient Program Managersâ by recruiting the most highly respected (retired) managers from NASA and industry that I knew. Each of them then confirmed that our chosen behaviors were characteristic of their most successful programs/projects. More importantly, they provided examples of these projects when they talked with prospective clients.  Our early work was almost totally with commercial teams. We began in the accounting industry, and then moved to aerospace companiesâ project and proposal teams. As teams used our processes and reported their improved performance and customer relations, demand grew. We caught NASAâs attention in 2003, and won a big contract to reduce risk in NASA flight projects. We had two conditions that NASA readily accepted. First, we insisted that all participation remain voluntary. That is, management agreed to never force a team to use 4âD processes. Moreover, if management wanted, for example, a teamâs assessment scores they would get them from the client; we never provide team data to anybody but the team leader. Our NASA client reorganized into the Office of the Chief Engineer, and we placed new emphasis on engineering teams in âfunctionalâ organizations. NASA, like most of aerospace, uses a âmatrixâ organization. We now probably do as much work with management and engineering teams as we do with project teams.  We have now used 4âD Processes more than 1150 teams, 70% NASA and 30% commercial. The imbalance is because we prefer to support our â4âD Network Providersâ in commercial arenas. We provide them, for example, free referrals from commercial clients who signâin to our web site.  The next criterion was whether we had firstârate training modules that had experiential (learning by doing) elements, with uplifting Significant Emotional Experiences (SEEs) for our workshops. These are both important learning stimulants.  Next, did the behavior produce a positive result for people? People will only habituate behaviors when they experience good and enjoyable results from them. The final inquiry was whether measuring these eight behaviors (behavioral norms for teams) provided a sufficiently precise measurement of teamsâ social contexts. I used to believe that measuring more behaviors would yield a more precise result than a smaller number. Then, I read a story in Malcolm Gladwellâs âBlinkâ about diagnosing heart attacks in Cook County hospital, which I also relate in How NASA Builds Teams. Focusing on a smaller number of the most important indicators improved the precision of heartâattack diagnoses. I then worked with our coaches to pare our â12â behavior assessments, workshops, and everything else down to the most important â8â behaviors. Thus, we simultaneously reduced the assessment time for our clients, and improved the precision of the measurement.  Here is a bit of additional insight into the eight behaviors. When you:"Express Authentic Appreciation,â you meet peoplesâ universal need to feel appreciated."Address Shared Interests," you enhance collaboration and reduce crossâorganizational conflict."Appropriately Include Others," you meet peoplesâ universal need to feel that they belong,"Keep All Your Agreements," you demonstrate your trustworthiness."Express Reality Based Optimism," you stimulate creativity.âLive 100% Committed," you alter your perception to reveal solutions."Avoid Blaming or Complaining," you can direct your energy appropriately, andâClarify Roles, Accountability, and Authority,â you provide an essential foundation for high performance and ultimate success.
Here is the best part â you can âmix and matchâ the processes to meet client preferences, as they are all coherent and synergistic. The colored arrows represent the eight behaviors which are the common link between all processes. FYI â Some years ago I read Coveyâs â7-Habitsâ and was moved. I then attended his two-week workshop at Sundance, Utah. I was very disappointed to observe that there was little connection with the material in the book after the first morning. I determined that if I were to do similar work, all processes would reinforce each other. All 4-D processes align around the same eight behaviors. Bottom Panel: This is my book. Whereas âbusiness booksâ make one feel that they are doing something useful, but I think they are nearly useless as behavioral change agents. My book is an entertaining read, and much more useful as a reference manual for all the other processes. Next Panel: These are, of course, the TDAs discussed earlier. Next Panel:Individual Development (Assessments), âIDAsâ are very similar to their team counterpart. These are a few of the differences:These measure individuals' behaviors, in contrast to teamsâ behavioral norms;The examples in these assessment are, of course, different;While team assessments may include as many as 20+ invitees for large teams, we recommend about a dozen invitees for IDAs;We suggest that first time users include themselves so they can experience the assessment themselves. This will help people understand their IDA report, and take effective action;We also suggest that people include their spouses as invitees. A useful conversation will likely follow when they review the IDA report together;We generally use Individual Development (Assessments) in conjunction with coaching by our International Coach Federation (ICF) certified coaches;We organize IDA scores by coach and only retain coaches who are effective in improving their clients scores, averaged over lots of clients;We urge clients to provide IDAs with report briefings by coaches to all participants before attending workshops;The benchmarking scale is skewed to the right, making the same numerical scores benchmark much lower; andWe track improvements in IDA scores to benchmark our coaches. If you are a coach, we suggest that you track your clientâs progress and use these data for marketing to your clients.My IDAs: I can tell you how IDAs affect me, as I used them periodically with the 4-D team. My Story-line is that I cannot be in integrity bringing 4-D processes into the world unless I can benchmark in the top quintile. People who know me in my past know that I have a âblack beltâ in ass-chewing.When I received my first IDA, I benchmarked in the middle of the top quintile. I immediately scheduled my next IDA. Knowing that this was coming motivated me think carefully about how I interacted with my team. My initial impulse, when someone screwed up, was to think, âHow could you be so stupid?â Then, I reflect that an IDA is ahead for me. So, I instead call the person and say, âWould you like to talk about a better way to do this?â I continued IDAs every four months or so for two years, and my scores moved steadily up to the top of the top quintile. I then stopped using the IDAs because there was no longer any need. I had now habituated the kinder, more helpful, behaviors. Notice the image in the third panel from the top. Itâs the Context Shifting Worksheet (CSW). Our coaches use it in perhaps 70% of our sessions. I recently suggested to a coach in China that they accumulate IDA results over a year or so and present them to their clients. She said, âMy clients want results faster than that.â So is said, âLearn to use the CSW. You can crack previously unsolvable problems within an hour. Howâs that for quick results?âTop Panel: People love our threeâday experiential workshops. âSmileyâsheetâ scores average â9â (out of 10).
(Note: This is a wonderful experiential exercise which I have used with great success world-wide. If you are briefing a public group this exercise gives them an unforgettable experience. If you are briefing a team leader, or potential client, skip this exercise.)
Why not decide to live your life in the beautiful field of giving and receiving appreciation. This is the standard you should to strive to meet and it is the same as in our assessments. You should get a dashboard and run recurrent Individual Development (Assessments) to cement this wondrous behavior into your life.