Last week, an author called Barbara Ehrenreich spoke at the Royal Society of Arts, an organisation that I chair, about her latest book, Smile or Die: How the Relentless Promotion of Positive Thinking Has Undermined America .
I profoundly disagree with her theory. As Michael Skapinker wrote in the FT yesterday , optimism built America, and without it the country will never recapture its glory. Aldous Huxley said about the place: “The thing that most impresses me about this country is its hopefulness.” Yet there appears to be a disturbing and broader case of doubt in the US. In December, Time magazine carried a front cover with the headline: “The Decade From Hell”. And meanwhile, Nobel Prize-winning economist Paul Krugman wrote in the New York Times that the past 10 years had been “The Big Zero”, because average wages, stock and houses prices in the US had stagnated. Even the American far right has doom-mongers. I appeared on the Glenn Beck show on Fox News last year. I found it difficult to take his apocalyptic views seriously, yet he has a huge following. Everywhere it seems there is a feeling of pessimism that recalls the dark period in the 1970s following the Vietnam war. I’m afraid the US remains mesmerized by the terrorist attacks of September 11 2001, even nine years later. The recent overreaction to a bomb on an aircraft on Christmas day is proof of an inability to put such threats into perspective. The Afghanistan and Iraq conflicts are part of this disastrous pattern. Those ill-advised wars have fed the sense of gloom. Meanwhile, arch-defeatists such as Al Gore have created a vast “global warming” propaganda machine to frighten us all into submission about climate and energy. And the financial crisis, with its after-effects of unemployment, bankruptcies and debt, appears to have compounded the national feeling of misery – or at least that’s how it appears to a foreigner who has always been an unremitting admirer of the US. The west needs a confident America – indeed, capitalism demands an America that is bullish about the 21st century. More than anywhere ever, industrial inventions and technological advances originated there. The US needs to recapture its hope and vision, its enthusiasm and vigour. It should not look to Europe for examples. The Old World has a tendency to be cynical. The loss of empires, the end of deference, the rest of the world catching up, an inevitable diminution of economic and political might – these trends have inclined too many Europeans to fear the worst and be nervous about the future. This attitude to life is not good for the soul, and it makes progress seem like a concept from the past. Because progress is precisely what the US – and even Britain – has been making in the past 10, 20 or 50 years. Be it in health, real standards of living – you name it – in more or less every aspect of work or leisure, there has been improvement in a pretty relentless fashion, thanks to free enterprise, science and democracy. Unfortunately, many of these advances are incremental and do not create headlines. I suspect that the media and politicians believe they get more mileage from worrying us. And plenty of left-of-centre academics and commentators prefer the spectre of decline and fall to the idea of rising prosperity. It gives them something to complain about, in their masochistic, gloating way. So, for example, California, which has always been at the cutting edge, needs to get a grip, shrug off the blues, ignore the depressives – and help lead the recovery. Despondency cures nothing. America has space, it has ingenuity, it has freedom, it has scale. By most measures it remains the best place on earth to start a business. A spirit of adventure, of limitless possibilities, of manifest destiny, lies at the heart of the American psyche. The rise of China must not dim the American zest for growth. And in spite of Barack Obama’s “audacity of hope”, I do not believe big government is the cure. How would intellectuals such as Ehrenreich have us behave? Life provides its share of cruel and inescapable truths, but despair or denial are surely not the answer. Give me a belief in the power of opportunity any time. |
Works Cited Johnson, Luke. “Why We Need an Optimistic America.” Financial Times 20 Jan. 2010, sec. Business Life: 10. Print. |
Tag Archives: coaching
Positive Thinking is Still Key to Prosperity
Years ago, before I had my own video cassette recorder, let alone DVD player, the Financial Times used to have a cinema in the basement. If you had a video, you would go down, hand it to a projectionist who seemed to have been there since talkies began and snuggle down to watch.
I once took down a video by the management guru Tom Peters. In the film, Mr Peters regaled his audience with tales of companies that had innovated, delighted customers and reinvented themselves. Voice rising, face glistening, he exhorted his audience to do it too, rousing them to a whooping, hands-aloft ovation. Our projectionist extracted the video from the machine and handed it back to me. “Goes on a bit, doesn’t he?” he said. I relayed the remark to my colleagues. “Makes you proud to be British,” one said. It is easy to laugh, but hasn’t America’s unembarrassed enthusiasm been responsible for its business dominance? Aren’t Microsoft, Apple and Google the result of people stilling all doubts to turn their ideas into world-leading companies? As Robert Reich, former US labour secretary, observed: “American optimism carries over into our economy, which is one reason why we’ve always been a nation of inventors and tinkerers, of innovators and experimenters.” That sunniness has to be good for business, doesn’t it? No, says Barbara Ehrenreich, the US writer, in her book Smile or Die: How Positive Thinking Fooled America and the World. Ms Ehrenreich has plenty to say about business, but what exhausted her patience with positive thinking was breast cancer. As she researched her options after her diagnosis, she was startled by how cheery everyone was. The treatment might be disfiguring and literally nauseating, but there were upsides. “In the lore of the disease – shared with me by oncology nurses as well as by survivors – chemotherapy smoothes and tightens the skin and helps you lose weight, and, when your hair comes back it will be fuller, softer.” Besides, there were medical reasons to stay cheerful: it raised your chance of staying alive. In one study, 60 per cent of survivors attributed their recovery to a positive attitude. Ms Ehrenreich, a PhD in cell biology, evaluated this claim and found it bogus. A study which concluded that patients in support groups lived longer could not be replicated. Your attitude made no difference. This fluent, furious section is the book’s best. Switching to the allegedly dolorous effect of positive thinking on business, Ms Ehrenreich is less convincing. She reminds us that business has not always been linked to optimism. Max Weber traced capitalism’s roots to Protestantism, which required hard work and deferred gratification. That changed with the rise of service businesses, which demanded constant growth in customer desires and employees who could meet them. Hence the need for the ever-present smile, the positive attitude and the corporate dislike of moaning. Ms Ehrenreich recounts the rise of the motivational speaker, the team-building exercises and the dismissal of staff for showing insufficient enthusiasm. This positive thinking contained the seeds of meltdown. The Robert Reich quote above has a second part: “Optimism also explains why we save so little and spend so much.” America’s financial wizards believed that, however much people borrowed, the market would take care of itself. “What was market fundamentalism other than runaway positive thinking?” Ms Ehrenreich asks. Well, you can be a positive thinker without it. The recent speech by Jeffrey Immelt, General Electric’s chief executive, about how government money could help lead America to a clean-energy future, was a rejection of market fundamentalism, but it still contained homilies about the US being a “country where no one’s dreams are too big”. Ms Ehrenreich advocates a “vigilant realism”, one that analyses dangers, rather than dismissing them as unimportant “compared with one’s internal state or attitude or mood”. With the US financial system and much of its car industry surviving thanks to taxpayer largesse, who can argue with that? As she says, companies could have done with “the financial officer who keeps worrying about the bank’s subprime mortgage exposure or the auto executive who questions the company’s overinvestment in SUVs and trucks”. But who does it better? For all of China’s power, it still does not have a single world-class innovative company. Yes, there are lessons to learn about evaluating risk. But you can be paralysed by risk too. Any innovation is a leap of faith, a belief that the risk is worth running. Americans have been good at that. I wouldn’t count them out yet, or their positive thinking. ______________________________________________________________________________________ Resources: Skapinker, Michael. “Positive Thinking is Still Key to Prosperity.” Ft.com. Financial Times, 18 Jan. 2010. Web. 18 Jan. 2010. <http://www.ft.com/cms/s/0/d9deafc4-0461-11df-8603-00144feabdc0.html>. |
How to Raise Your Game in 2010
Been a loooong year,” sang John Lennon, as the music faded away on the last track of his 1975 album Rock’n’Roll. This December we know what he meant.
It has been a year of high anxiety. Good news has usually been followed by bad, making it hard (and unwise) to believe that the worst was over. For those who had never experienced it, bumping along the bottom has become a meaningful concept. But let’s not slump into excessive end-of-year doom. Looking ahead, here are three ideas to help business leaders have a happier time in 2010. Having realised there was a problem, Commissioner Kelly took action. Four years ago, NYPD established its Real Time Crime Center, a 24-hour, seven-day data warehouse that provides information and support to detectives who are investigating violent crime. Information is delivered to them at the crime scene. Clear-up rates and speed of operation have both improved significantly. This is what managing with “analytics” can do for you. Successful companies – Google, Amazon, Tesco, Netflix – have got terrifically smart at extracting the right amount of relevant data from their businesses, and making it work for them: finding unexpected, unseen patterns in customer behaviour, and exploiting them. In 2010, it will be time to get serious about managing proliferating data more intelligently. But don’t spend all your time poring over the stuff, because idea number two is going to require putting the spreadsheets down and getting out of the office … When I asked the chief executive of the global recruitment business Manpower, Jeffrey Joerres, about his management style recently, he spoke eloquently about the need to get out of the office and meet people face to face. Being a leader involves a lot more than just sending e-mails and “gazing at charts”, he said. “We are a company of do-ers, and if you have this big chasm between executives and [staff], you have no idea what the challenges are.” Increasingly, the gurus tell us, strategy is execution. In other words, it’s how you do things that matters. Jeff Immelt, chief executive of General Electric, gets it. In a speech at the US military academy West Point two weeks ago, he argued forcefully that business leaders have lost their way. “We are at the end of a difficult generation of business leadership, and maybe leadership in general,” he said. “Tough- mindedness, a good trait, was replaced by meanness and greed, both terrible traits … rewards became perverted,” he added. Large sections of Mr Immelt’s speech could have been written by Ken and Will Hopper, authors of one the most important business books of the past decade, The Puritan Gift. Indeed, in it they salute the GE boss as their kind of leader. The Hoppers’ book emphasises “the importance of a good managerial culture in determining the nature and direction of any society”, as Will Hopper puts it. Good managers master their craft, while also possessing what Mr Immelt calls “domain knowledge” – that is, they know what they are doing in their specific discipline. If only bankers had been better at banking, how much happier we would all be. It has been a long year. With hard work, and after drawing on these ideas, next year could be better. ____________________________________________________________________________________ Resources: Stern, Stefan. “How to Raise Your Game in 2010.” Ft.com. Financial Times, 21 Dec. 2009. Web. 2 Jan. 2010. |
Creating our Future Together Through Inquiry Based Management
Course DescriptionThis course is designed to increase your capacity to have a positive managerial impact within KCTCS and increase your sphere of influence. It is not a course to teach you about Appreciative Inquiry, collaboration and management; it is more like a practicum to build your understanding and expertise in the management practices that generate full engagement, collaboration, and accountability. In keeping with this, instead of an 18-hour management course condensed into three days, it is an 18-hour management course spread over six months.
The course format supports the implementation of new knowledge and new skills through daily practice, inviting you to accomplish your work in different ways. You should find these practices save you time and effort while they build strong relationships among your team. This mixed media learning course includes on-site training, bi-monthly 30-minute webinars, discussion, teamwork, reading, and practice. All sessions will be highly experiential and engage you in provocative discussions and practical applications of new ideas. You will be challenged to see from different perspectives, increase your curiosity, and to implement new procedures that increase efficiency, effectiveness, and collaboration. Required Reading Following my commitment to honor your busy work schedule, there is limited required reading for the course. A short reading assignment may be emailed to you the week before each webinar. Any reading will also be posted in the Library on our Web-Ex classroom LINK. Additional articles, recommended books, links to videos and relevant websites are listed at the end of this syllabus as well as in our Web-Ex Library LINK. Required Materials and Equipment
On-Site Sessions: Please wear comfortable clothing and rubber-soled, closed toed shoes (like tennis shoes). Bring paper and pen and an Attitude of Inquiry! This part of the course is essential and it will be fun and provocative. Expect to be challenged, surprised, puzzled, and inspired. Webinars: You will need access to the Internet and … Kathy, I need you guys to specify exactly what’s needed here.
Recommended Reading Additional articles, recommended books, videos and website forums are listed at the end of this syllabus as well as on the Web-Ex Library LINK. Course Objectives and Content
This course will increase your capacity to influence staff engagement, accountability, and creativity as your team collaborates to achieve your department or division’s strategic outcomes and support the overall mission of KCTCS. Objectives:
Course Requirements: The lessons in this course build upon one another; therefore, it is important to attend sessions in the order listed on the syllabus and to practice each week’s lessons and engage in the required discussions sequentially. On-site Class: Two half-day morning sessions will provide the essential foundation upon which all other lessons are grounded. These two sessions are mandatory. Bi-monthly Webinars: 30-minute live webinars are offered twice each month. Managers may participate in the webinars at their desk, laptop while traveling, or with their cohort- any place with access to the Internet. Each webinar will consist of:
It is HIGHLY recommended that you attend all of these webinars as live sessions since discussion and Q&A are part of the 30-minute session. It is understandable that there may be an occasional unavoidable conflict with a session. When this occurs, you can view the missed webinar in the Recorded Section of our webinar classroom. Questions can be emailed to me or you can call me. Attendance at a minimum of 75% of the live webinars is required for certification. Recorded webinars must be viewed within a couple of days of the live session so that you have time to practice that week’s lesson before the next webinar. Practice: In between each webinar, you will have the opportunity to practice new ways of working based upon the lesson. After each session there will be specific opportunities/ assignments for the next two weeks. These might be challenging but not difficult. You should find them highly rewarding! Cohorts: You will have the opportunity to learn from, support, coach, and inspire one another through one of two cohort practices-meetings or discussion board. Taking just a few minutes at least every other day to reflect and share how these new practices are impacting you and your team is an essential part of expanding your capacity and that of your colleagues. Feel free to participate in both if you want! (a) Cohort Meetings: For those of you who enjoy getting together with others to talk about your experiences or ask questions, make a plan to meet for coffee or lunch 2-3 times a week (e.g., Monday, Wednesday, Friday). These don’t have to be long meetings, but they should be genuine reflections. A minimum of two meetings per week is required for certification. (b) Discussion Board: For the more introverted managers there is discussion board! Your posts should reflect genuine practice and commitment to one another. A minimum of 3 posts per week is required for certification. Staff Feedback and Exceptional Modeling: The fastest way to grow and build relationships is to ask for feedback. Appreciative Inquiry is a delightful way to request feedback. Once each month you’ll have the opportunity to solicit feedback from your staff (and other colleagues, if you choose). The questions you will ask will speak specifically to your personal goals for this course. You’ll be asking staff for high points, times in the last month when you were succeeding at your goal(s) and how that success impacted their work and engagement with the overall department/division. You’ll also be asking them for specific ideas about what they valued about the way you were managing. Finally, you’ll ask them for suggestions for what else you might do to further your success in meeting your goal(s). Final Report Your final assignment will be to reflect on your 6-month journey. You’ll have the opportunity to do your own personal reflection and to review feedback from your staff and colleagues. You will compile a list of changes you’ve made, results of these changes, and a personal statement about your sense of competence as a manager. Certification At the beginning of the course, you will establish your personal goals for your own management practice along with your commitment to your self and your colleagues in achieving your goals. At the end of the course, you and your colleagues will reflect on your efforts and progress towards your goals. Certification requires full participation in the course, feedback from your colleagues, and your own reflection in achieving your goals:
General Guidelines
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Inquiry Based Leadership
Developed with Kentucky Community & Technical College System (KCTCS)
In an effort to immerse Appreciative Inquiry as a planning tool across KCTCS, an opportunity is being created for SO managers and supervisors. As a group that is critical to the overall success of KCTCS becoming AI, employees are invited to enhance their core interpersonal skills, learn additional techniques to manage change and innovation, increase the positive impact they have on KCTCS, and investigate new methods to manage performance. Two Programs: Creating our Future Together with Inquiry-Based Management Creating our Future Together with Appreciative Inquiry Programs Includes: Two days of on-site introduction to Appreciative Inquiry and 6 months of coaching. Coaching will be provided to teams in the form of 30 minute live webinar sessions that are scheduled bi-weekly. These coaching session will enable teams to increase the practice of Appreciative Inquiry in their daily work. |
Program Facilitator: Cheri Torres |
![]() This is the question that motivates Cheri Torres and has her focused on collaboration. Given current global challenges, Cheri uses strengths-based organizational design practices to help clients respond effectively to increasing levels of complexity in their environments and growing demand for innovation and change. Her strategy is to expand collaborative capacity in communities and organizations using Appreciative Inquiry, Sociotechnical Systems Design, and Experiential Learning. She does this by partnering with her clients to intentionally design workplace environments, multi-stakeholder conversations, organizational systems and individual and team training to maximize value for all stakeholders. Her experience has taught her that systems and events that are intentionally designed for collaboration elicit our inherent collaborative capacity, regardless of our differences in background, views, or values. Expanding that capacity through lessons and intentional practice leads to increasing competence in thinking and working together with joy and creativity, resulting in sustainable innovation and ever-evolving excellence. |
Business Roundtable Launches Broad-based Commission to Address Needs of American Workers
The Springboard Project will recommend how to best equip the current and future U.S. workforce for success in the post-recession economy
Washington, D.C. – Today Business Roundtable, an association of chief executive officers of leading U.S. corporations, announced the launch of The Springboard Project – an independent commission that will develop innovative approaches to help American workers acquire the new skills and the education needed to thrive in the 21st century’s evolving labor market. The commission, which will bring together a diverse group of education and business leaders, labor experts, union chiefs, academics, foundation heads and government representatives, is holding its first meeting today in Washington, D.C. “Given the transformations in the current economy and the long-term impact they will have, this is the moment for business and government to join forces with labor and the online community to make sure that our workforce has the training and resources to meet the demands of an ever-changing marketplace,” said William D. Green, chairman & CEO of Accenture and chairman of The Springboard Project. “I am looking forward to working with such an esteemed and talented set of experts to tackle the unique challenges the American worker faces today and will continue to face even after the recession passes.” Today’s meeting will officially kick off The Springboard Project’s nine-month mandate to develop innovative and feasible recommendations to the Obama administration, Congress, the private sector, labor and individuals. “American business leaders are optimistic about the future of our economy and the long-term prospects of American workers,” said Harold McGraw III, Chairman of Business Roundtable and Chairman, President and CEO of The McGraw-Hill Companies. “America’s talented workforce and strong history of innovation have helped us overcome economic hardship before, and we have assembled some of the nation’s best minds to help identify practical and productive ways to ensure today’s workers are equipped to help us succeed again.” The Springboard Project will:
The Springboard Project will issue its recommendations at the end of 2009. More information about The Springboard Project can be found at www.businessroundtable.org/springboard. ————————————————————————————————————————————————— |
The New Untouchables
Last summer I attended a talk by Michelle Rhee, the dynamic chancellor of public schools in Washington. Just before the session began, a man came up, introduced himself as Todd Martin and whispered to me that what Rhee was about to speak about — our struggling public schools — was actually a critical, but unspoken, reason for the Great Recession. There’s something to that. While the subprime mortgage mess involved a huge ethical breakdown on Wall Street, it coincided with an education breakdown on Main Street — precisely when technology and open borders were enabling so many more people to compete with Americans for middle-class jobs. In our subprime era, we thought we could have the American dream — a house and yard — with nothing down. This version of the American dream was delivered not by improving education, productivity and savings, but by Wall Street alchemy and borrowed money from Asia. A year ago, it all exploded. Now that we are picking up the pieces, we need to understand that it is not only our financial system that needs a reboot and an upgrade, but also our public school system. Otherwise, the jobless recovery won’t be just a passing phase, but our future. “Our education failure is the largest contributing factor to the decline of the American worker’s global competitiveness, particularly at the middle and bottom ranges,” argued Martin, a former global executive with PepsiCo and Kraft Europe and now an international investor. “This loss of competitiveness has weakened the American worker’s production of wealth, precisely when technology brought global competition much closer to home. So over a decade, American workers have maintained their standard of living by borrowing and overconsuming vis-à-vis their real income. When the Great Recession wiped out all the credit and asset bubbles that made that overconsumption possible, it left too many American workers not only deeper in debt than ever, but out of a job and lacking the skills to compete globally.” This problem will be reversed only when the decline in worker competitiveness reverses — when we create enough new jobs and educated workers that are worth, say, $40-an-hour compared with the global alternatives. If we don’t, there’s no telling how “jobless” this recovery will be. A Washington lawyer friend recently told me about layoffs at his firm. I asked him who was getting axed. He said it was interesting: lawyers who were used to just showing up and having work handed to them were the first to go because with the bursting of the credit bubble, that flow of work just isn’t there. But those who have the ability to imagine new services, new opportunities and new ways to recruit work were being retained. They are the new untouchables. That is the key to understanding our full education challenge today. Those who are waiting for this recession to end so someone can again hand them work could have a long wait. Those with the imagination to make themselves untouchables — to invent smarter ways to do old jobs, energy-saving ways to provide new services, new ways to attract old customers or new ways to combine existing technologies — will thrive. Therefore, we not only need a higher percentage of our kids graduating from high school and college — more education — but we need more of them with the right education. As the Harvard University labor expert Lawrence Katz explains it: “If you think about the labor market today, the top half of the college market, those with the high-end analytical and problem-solving skills who can compete on the world market or game the financial system or deal with new government regulations, have done great. But the bottom half of the top, those engineers and programmers working on more routine tasks and not actively engaged in developing new ideas or recombining existing technologies or thinking about what new customers want, have done poorly. They’ve been much more exposed to global competitors that make them easily substitutable.” Those at the high end of the bottom half — high school grads in construction or manufacturing — have been clobbered by global competition and immigration, added Katz. “But those who have some interpersonal skills — the salesperson who can deal with customers face to face or the home contractor who can help you redesign your kitchen without going to an architect — have done well.” Just being an average accountant, lawyer, contractor or assembly-line worker is not the ticket it used to be. As Daniel Pink, the author of “A Whole New Mind,” puts it: In a world in which more and more average work can be done by a computer, robot or talented foreigner faster, cheaper “and just as well,” vanilla doesn’t cut it anymore. It’s all about what chocolate sauce, whipped cream and cherry you can put on top. So our schools have a doubly hard task now — not just improving reading, writing and arithmetic but entrepreneurship, innovation and creativity. Bottom line: We’re not going back to the good old days without fixing our schools as well as our banks. ———————————————————————————————————————————————- Friedman, Thomas L. “The New Untouchables.” Nytimes.com. New York Times, 20 Oct. 2009. Web. 17 Nov. 2009. <http://www.nytimes.com/2009/10/21/opinion/21friedman.html>. |
Introduction to Appreciative Inquiry
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Strategic Planning Using Appreciative Inquiry
Overview:
Designed For:Professionals involved in the following areas: business, education, government, health-care, human services, non-profit organizations, and management and organizational development consultants. Learning Outcomes:Developing Your Organization’s Next Strategic Plan with Appreciative Inquiry will provide executive teams and planning committees an overview of how Appreciative Inquiry works and answer key questions, such as:
Material / Technical Requirements:
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Richard Lyons
![]() Richard E. Lyons has served as a professor of management, department chair, instructional dean, corporate trainer, faculty and staff developer, and independent consultant. His grounding in sound research and quality management practices, as well as deep learning from his varied experiences, has enabled him to exceed expectations of clients systematically. Richard launched his consulting and presentation practice in 1999, shortly after the publication of his first book, The Adjunct Professor’s Guide to Success. He has since authored three other books – Teaching College in an Age of Accountability, Success Strategies for Adjunct Faculty, and Best Practices for Supporting Adjunct Faculty. His extensive research on these topics and familiarity with best practices that align with that research undergird his consulting. The strategies that he espouses have been well received not only by clients, but also by audiences in dozens of presentations at varied academic conferences. Richard has presented on the campuses of community and state colleges, universities and proprietary institutions, in three countries. Besides traditional institutions, these have included historically Black colleges and universities, historically women’s institutions, and those that serve significant populations of Native American, Hispanic and other diverse populations. He also regularly utilizes webinars to deepen workshop participants’ mastery of critical learning outcomes. His travel experiences in over forty countries enable him to address issues in a global, futuristic context – a factor of increasing importance at many institutions. Active throughout his career in professional organizations, Richard presently serves on the board of the North American Council for Staff, Program and Organizational Development [NCSPOD]. Richard earned his B.A. in Management and M.S. in Business Education at Western Kentucky University, and his doctorate in college teaching and curriculum at the University of Central Florida. |
Specialties:
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