Archive for the ‘ Differences ’ Category

Are You Blind to Change?

The video below by Derren Brown demonstrates a phenomenon called “change blindness,” where a change that should be obvious goes unnoticed.

You can find a similar experiment here, which was done at Harvard. How resilient to change blindness are you? Let’s try an experiment of our own. Something is changing between the flashes in a very obvious way in the picture below. Can you spot it?

Change Blindness - Market

How about in this picture?

Change Blindness - Soldiers

Was it difficult for you to spot the change in each picture? Don’t worry, it takes a while for most people. The longer the flash or delay between the slightly different images, the harder it is to see the change.

This can be the same with people. For instance, you may not notice a change in the demeanor of your direct report until much later, after which might you ask, “has he/she always been like that?” And by then, it may be difficult to understand exactly when the change happened and why. Even small changes in the organization can go unnoticed, until someone checks in on how things are going.

To combat this blindness, ensure that you are checking in frequently enough with your direct report. But, of course, there’s the risk of looking like a micromanager. When you meet, explain that you are simply there to support his/her success and allow the conversation to flow from your direct report (“Is there anything you need from me?” or “Is there anything I can do to support your work?” are great ways to quickly check in). If he/she is a novice on the task, provide more direction. If not, provide encouragement and autonomy while focusing on the positives.

When it comes to keeping an eye on the organization as a whole, metrics can provide insight on what changes are occurring. But instead of pulling every available metric, focus on the top 3-5 metrics that relate back to your business strategy and goals for the organization.

Since big changes may be happening without your knowledge, dedicate time to discovering these changes and their causes. This can provide valuable insight into what is happening now and what you can do to promote the growth and betterment of your organization.

Images Credit: User jbitel on Imgur

The boomerang generation: When 18 years isn’t good enough anymore

Get good grades they say. Get a college degree they say. Your life will be much easier they say.
I’m not sure who this “they” is but if someone can find them, I have a few friends and millions of young Americans who I’m sure would like to have a conversation with them.
The “they” that most parents may have been referring to was the previous economy, because Uncle Sam’s pockets have been quite drained for some time. He’s no longer the rich uncle that lives outside of town—now he’s more the one that lives in the baseboomerangkidsment.
Nearly eight-in-ten (78%) of 25- to 34-year-olds say they don’t currently have enough money to lead the kind of life they want, and thirty-six percent of this nation’s young adults ages 18 to 31 were living in their parents’ homes in 2012, according to a Pew Research Center.
Also, large majorities (78%) say they’re satisfied with their living arrangements (living at home with mom and dad). So the stigma associated with living with parents is nowhere to be seen with this generation.
And according to the Journal of Marriage and Family, 79% of adults between 18-33 receive financial help, though there are varying reports about this data. I must admit that I fall in this age range and I used to receive some financial help from my parents while I was out of college. Since my cell phone and auto insurance were tied to the same bill, they never passed it along to me—thanks Mom and Dad!
If I had to guess, I would say the majority of the boomerang generation would like to spend the rest of their 20’s and 30’s chasing the American Dream as much as the previous generations. Stagnate wages, higher unemployment, and large student debt have been major obstacles to financial independence for the boomers. Although it has not been easy, much of the boomerang generation is optimistic about their future and financial progress. Many would suggest that they live life “entitled” but I believe many are hungry to begin their careers and add value to the organizations they serve.

Gus is a Learning and Performance Professional at the Ken Blanchard Companies and is currently finishing his PhD in I/O Psychology. He can be reached at gus.jaramillo@kenblanchard.com

Party like its 1776!

With America’s recent bid for the World Cup title, coupled with the 4th of July weekend, I’ve been feeling pretty patriotic lately. I’ve decided that my first born’s sons name will be Tim Howard…Jaramillo. After the amazing 16 saves in the recent loss to Belgium in the World Cup by Tim Howard, I can admit that only this would be the appropriate and patriotic thing to do.  And with tTim Howardhis upcoming 4th of July weekend, I suddenly feel inspired to name my first daughter George Washington…Jaramillo. Some of these names, I’m sure, would have to be screened by my wife, but after some pillow talk and cuddling, I think they might be serious contenders.

The 4th of July weekend is a special weekend for so many reasons. In today’s modern America, it means fireworks, BBQ’s, family, and a whole lot of people trying some Pintrest(y) type desserts. We all need to eat a flag cake at least once in our lives, don’t we? Although John Adams never predicted the American hipster, he came pretty close to what celebrations look like today. He said the 4th of July, “Ought to be solemnized with Pomp and Parade, with Shews, Games, Sports, Guns, Bells, Bonfires and Illuminations from one End of this Continent to the other from this Time forward forever more.” He also wrote in a letter to his wife Abigail that the Second Continental Congress voted in Philadelphia to declare independence from Britain on July 2nd, not July 4th….whoops! And most of the signers actually signed on August 2nd and not on July 4th. Just to be safe, I’m recommending July 2nd-July 4th as national holiday(s). Who’s with me?

Whether it’s July 2nd or July 4th, I know one thing’s for sure. There have been incredible men and women who have sacrificed and fought to keep our nation independent. So let’s celebrate and cheer, not just for our nation, but for the folks who make up our great nation.

Gus is a Learning and Performance Professional at the Ken Blanchard Companies and is currently finishing his PhD in I/O Psychology. He can be reached at gus.jaramillo@kenblanchard.com

Overcoming the odds

My dad and I after the surgery

About 5 years ago my father was diagnosed with liver cancer. He was a heavy drinker in his younger days and his cirrhosis compounded his medical issues. Over these 5 years he has gone through chemotherapy, radiation, and a litany of drugs to stabilize his liver. 9 months ago he was finally cancer-free and was then able to be on the transplant list for a new liver. A few weeks ago we received a call that a new liver came in and he needed to be at the hospital as soon as he could. My dad said he felt strange about it and had mixed emotions about the process. “How can I live because someone else has died?” I can’t imagine the competing values he had to deal with. The surgery went better than expected and the transplant was successful.  When the doctor pulled the liver out he said he didn’t know how my dad was still alive. He barely had a few inches left of a functioning liver.

What’s different about dad now than before his surgery is his zeal for life. He has always been a very happy and positive person, but something has changed for him. He told me the other day on the phone that he has “a second chance at life.” It got me thinking. What if I lived like I had a second chance at life? How much happier and productive could I be if I lived like this? So go out and make the best of everything. You never know how much you can accomplish with the right mindset

“The Happiest people don’t have the best of everything; they just make the best of everything.”

What are Your Secrets to Being a Revolutionary Leader?

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How quickly things change in 10 years

Think about this: the first iPhone came out in 2007.

Technology changes so rapidly that it is incredibly difficult to keep up with the rate of change. But looking at leadership, have there been as many revolutionary changes in the last seven years as there have been in technology?

Mobile World Congress was this week in Barcelona. For those who don’t know, it’s a huge annual conference where some of the top smartphone manufacturers introduce their latest products. Though Apple was absent, Samsung announced their latest flagship phone, the Galaxy S5. Some advances from the previous version include improved battery life, updated camera, faster processor, a heart-rate monitor, and a new fingerprint scanner (a la iPhone 5s), but despite all of these, its reception has been generally lukewarm because the changes weren’t quite revolutionary.

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The response to the S5

Consumers of technology these days demand constant innovation from products. Why shouldn’t your direct reports, the consumers of your leadership, demand the same? Would you be able to keep up?

Let’s get the ball rolling on change. Are you currently doing something differently from other leaders to improve your leadership skills and/or meet the needs of your direct reports? Perhaps that thing you do is actually the game-changer that will revolutionize leadership as we know it. Share it in the comments.

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Image Credit: 1 | 2 | 3

Leadership: How to Adapt and Survive

Remember the T-1000 in Terminator 2? The bad guy who was made of liquid metal and could take on the appearance of any other person he met? What made him such a formidable enemy was that he could adapt to any situation. Don’t have a weapon? He’ll just turn his entire hand into a sword. Avoiding detection? Melt and become the floor. Crying baby? Morph into the mother and gently mimic her voice to soothe the baby.

Ok, maybe that last part didn’t actually happen, but who knows what could have transpired if the T-1000’s agenda didn’t involve constant destruction. Really, he could have accomplished almost anything. And that’s the point… he was flexible (both literally and figuratively). And great leaders are that as well (in the figurative sense, of course, unless we’re talking about yoga instructors).

adaptability

But most people do not seem built for this flexibility. By the time we’re ready to lead, we have shaped a certain identity that is already filled with characteristics, beliefs, and behaviors that are not easily changed, thus giving psychologists a reason to study personality. But you are more adaptable than you think.

Imagine you are in the crowd at a sporting event with your favorite team squaring off against its greatest rival. All your like-minded friends are there with you, cheering on your team and jeering the enemy. What are your behaviors? Now imagine you are with a potential client on an important business meeting at a coffee shop. Now you’re with your family at your favorite vacation destination. Now a romantic date with your significant other. Did your behaviors change? But you are still just yourself with your singular identity. How is it possible that you can exhibit, in some cases, such jarringly different personalities?

Different Faces

The answer is simple. Think of yourself as having varying quantities of various qualities. And, depending on the situation, you adjust the dials on some of those qualities to construct different personalities. But what’s empowering is that you are manually changing your behaviors. You are in control of who you display, because you can choose to see, for instance, the romantic date as actually the sporting event. This may not go over so well with your significant other, but then again, it may go over wonderfully. You really don’t know unless you try! And all it takes is a quick change in perspective.

So essentially, you have hundreds of different personalities living inside of you and you decide who comes out. Go out and try a personality you don’t normally use in a situation. Why? For the sake of becoming adaptable! Because learning and practicing adaptability can take you from a good leader to a great leader! And being more adaptable can benefit both you and those around you. Unless, of course, you’re the T-1000.

T-1000Image Credit: 1 | 2 | 3

Leadership Failure

Not too long ago I was put in charge of a couple sections of soldiers who were working on some military intelligence products for an upcoming mission. Since the teams were working on separate products, I assigned myself to one team and had a Lieutenant take charge of another team. The LT had been in the army for a few years, so I had no qualms about giving the team to him. I spoke with him privately and told him that he had “full autonomy” over his team and gave him full discourse over what his team did and how they finished their products. The next morning I come into work at 7:30 fully expecting everyone to be there for unit physical training. They weren’t. When I asked the LT where his team was, he said that he told them that they could do physical training on their own and that they didn’t need to show up until 9:30am. “What? Why did you do that? We always show up at 7:30.”Leadership

So, of course, they decided to sleep in and didn’t do any physical training for the day.

And of course my team was upset that they didn’t get to sleep in and come to work at 9:30. The last thing I wanted to create was resentment across the two teams. I thought that maybe a “team building” exercise was in order, but I didn’t carry it out because I felt I would probably screw that up too.  I was upset about the whole situation, but mainly I was irritated at myself.

After looking back on the incident, here’s what I learned:

  • I never really gave him full autonomy

Here’s what I really said: You can have full autonomy unless you do something I don’t want you to do or something that I disagree with you on. What I told him he could do and what I wanted him to do were two separate things.

  • I shouldn’t have given him full autonomy

Giving full autonomy over everything is not really leadership at all. I thought I was doing the right thing by giving him autonomy, but what I should have done in that situation was to give him more direction as to what is expected and necessary. Autonomy has its place and limitations; using it correctly is when it’s the most impactful.

  • My communication was not aligned with my expectations

I was never clear on my expectations. What was standard and status quo for me was not necessarily the same for him. Talking through each other’s expectations would have been helpful for minimizing conflict and building trust.

For any further information or questions contact me at gus.jaramillo@kenblanchard.com

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