Are Your Employees Playing ‘Not to Lose’ or Playing ‘To Win?’

Written by Larry Fehd, CEO & Founder / HPS

Are your employees playing not to lose or playing to win? Understanding and reconciling immunity or resistance to change is one the greatest untapped resources within any organization. New research from neuroscience and leading change provides compelling evidence. Savvy leaders will recognize and capitalize on this unique innovation to take their organization culture, productivity and business results to levels unheard of in the past. The key to unlocking the door to this cultural phenomenon is held by leadership.

Harvard Business Review published an article recently entitled, “You Can’t Fix Culture: Just Focus on Your Business and the Rest Will Follow”. I could not disagree more with this premise and the latest research supports my opinion. “Just focus on your business and the rest will follow” is a dangerous assumption and analogous to saying, “I’ll just trust that my employees, teams and organization will, at their discretion, pour their hearts and souls into the business.”

My reading and experience in the areas of organizational culture and business performance more than overrides this theory. I believe that real world results in high performance organizations disqualifies the theory as a practical premise for moving forward. The problem is that the majority of leaders are not capitalizing on this breakthrough innovation. One of the barriers to innovation is a reluctance to do something different. Einstein underscores this phenomenon in his definition of insanity, “…doing the same things over and over again and expecting a different result.”

Business success, leadership methodology and organizational culture are not mutually exclusive. In fact, they are highly interdependent and – when functioning synergistically – serve as powerful catalysts for breaking through inertia and the status quo.

Business success, leadership methodology and organizational culture are not mutually exclusive. In fact, they are interdependent catalysts for breaking through inertia and the status quo and inspiring emergent innovations.

Invitational Leadership™ is the future of leadership and, first and foremost, facilitates a passage beyond inertia and the status quo. Invitational Leadership™ creates unique performance advantages and sets a new standard for achieving dramatically higher levels of employee, team and organization productivity. Ultimately, it systematically inspires, invites and ignites emergent innovation. Invitational Leadership™ correlates directly with and forms the basis of a high-performance culture.

Understanding and reconciling employees’ natural immunity or resistance to change is one of the greatest untapped resources within any organization.

Many leaders struggle to understand why employees either do or do not take risks? As we learned in last week’s post THE PASSAGE: AN EXTRAORDINARY INVITATION, “Is this unconscious comfort zone more a risk than safe place for the future?

In today’s world, problem solving tends to be a commodity and seldom moves one forward. Opportunities knock and the savvy capitalize upon them. However, innovation inspires both the evocation and the application of creativity. The application of creativity is the action that brings forth new value that changes the world.

Building a high-performance culture and reconciling immunity to change (i.e., “fertile and safe environment to incubate and birth emergent innovations.”) will differentiate the extraordinary organizations from all the rest in the future.

“Capitalizing upon and learning from failures and inadvertent mistakes vs public executions yield very different results” – Larry Fehd

Tips and Practical Applications:

  • While many find comfort in routine and predictability, there is inherent risk in maintaining inertia and the status quo. If you are convinced that business results and organization culture are not mutually exclusive – and both are significantly improved by Invitational Leadership™ – is it time to reconsider your current approach to leadership?
  • What will distinguish your leadership and organizational culture in the years ahead? Will you continue to walk a worn path or take the road less travelled? While both may be different routes with predictable destinations, will they take you to a destiny with less “insanity”, and better results?
  • Consider that making any assumptions or putting unnecessary limits on building a high-performance organizational culture may be analogous to Einstein’s definition of insanity: “…doing the same things over and over and expecting a different result.” What are you willing to begin doing differently in order to create a “fertile and safe environment to incubate and birth emergent innovations” in your evolving culture and organization?

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The Power of Invitational Leadership™,
The Results of Emergent Innovations

Future of Leadership and Passage
Beyond Inertia and Status Quo

© Human Performance Strategies (HPS). All rights reserved.

Larry Fehd

CEO & FOUNDER / HPS
C-LEVEL, SENIOR-EXECUTIVE AND TEAM
LEADERSHIP INSPIRER / IGNITER / INNOVATOR

Larry Fehd is CEO and founded Human Performance Strategies (HPS) in 2000 following a successful career with Johnson & Johnson where he led executive leadership, team and organizational development. He is masterful at helping clients to break through inertia and the status quo.  He conceived the new and proprietary concept of Invitational Leadership™. He envisions the future of leadership as a passage beyond inertia and status quo and works with clients to develop invitational leaders at all levels of the organization.  He consults to a diverse group of U.S. and international clientele, and speaks and writes about, building high-performance leaders, cultures, teams and organizations.

CONTACT INFORMATION:
lfehd@hp-strategies.com
(512) 415-0748

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