10 Signs Your Capital Investing Strategy May Be Upside Down

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Since the design of the first tool, men and machines have experienced a dynamic interplay characterized at various times by harmonious synergy and contentious strife.

The Middle Age craftsman was both owner and laborer and oversaw the manufacturing process from start to finish. The craftsman viewed the manufacturing process and the machines within that process from a holistic perspective. He decided to build or buy machines based on the impact to both the machine and his labor; not the machine or his labor. He also considered how any machine might better leverage his time and talent to improve the quality and/or quantity of his finished product (not just any particular step in the manufacturing process).

The Industrial Revolution severed the relationship between owner and labor and also introduced a new layer into the decision process, the professional manager. The Industrial Revolution also disaggregated the craftsman’s role across multiple individuals who only performed discrete steps of the entire manufacturing process. These narrowly constructed roles separated laborers from the output of their work with adverse consequences for everyone. Laborers felt stymied in their ability to contribute and stopped thinking (“just do what you’re told”). Unsurprisingly, managers began viewing laborers as low-value, interchangeable elements in the manufacturing process and used people only to perform work which they had not yet figured out how to automate. This disrespectful mental framework sank to such a depth that for much of the past few decades some industries chased cheap labor all over the world. I call this the Human Capital Paradigm.

In attempts to improve manufacturing some firms turned to an alphabet soup of new techniques and tools — 5S, TQM, TPM, PDCA, QIS, DMAIC, SPC, DOE, etc. Most of those efforts failed, because manufacturing leaders continued to apply those tools from the mental framework of the Human Capital Paradigm. What’s needed is a Human Capital Paradigm, which is best explained by comparison to its failed predecessor in the table below.

Financial Capital Paradigm Human Capital Paradigm
Improvements achieved by investing financial capital (money) Improvements achieved by balancing investments of human capital with financial capital
Discipline/repeatability for high quality sought through machines; managers do not believe people can be disciplined Discipline/repeatability for high quality achieved by people using reliable processes (as the late Bob Galvan of Motorola was fond of saying “People may make mistakes, but teams can be perfect.”)
Machines designed for high repeatability, but offered low flexibility (hard automation) Machines designed for flexibility (easily reconfigurable and capable of performing a range of tasks)
People perceived as highly flexible (able to perform a wide variety of tasks), but with low reliability People are highly disciplined without losing flexibility
Managers think; Laborers do Every team member expected to think and contribute toward continuous improvement

 

In the Human Capital Paradigm machines provide flexible discipline and people contribute disciplined flexibility. The challenge of building such a culture has implications that touch almost every aspect of designing, staffing and running an organization of any size. That challenge is too large for this post. However, I will close by sharing a sample list of attributes you might use to assess how your organization stacks up against the capital investment paradigm? While not an exhaustive list, these behavior-based markers can provide clues to your progress along this journey. I encourage you to use the list below to expand or jump start your own list of markers:

  1. Expectations and related consequences established by agreement, not edict
  2. Accountability for meeting expectations belongs to individuals, not managers
  3. A focus on what we want, not what we don’t want; managers focus on catching people doing things right and recognizing them for it; not discovering and punishing wrongdoing
  4. Team members measure themselves, rather than a manager or third-party
  5. Indicators of performance visible to everybody; most notably those performing the work
  6. Opportunities for improvement often identified by people doing the work not just engineers or managers
  7. Customer-driven variety, not changeover considerations predominately influence production scheduling
  8. Disciplined adherence to standard work procedures facilitates reliable outcomes
  9. Processes highlight abnormal process variations and trigger corrective action
  10. Repeatable processes used to test and verify the efficacy of ideas before widespread implementation

Stop Staring Out the Back of the Bus

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Why don’t they position the driver’s seat facing out the back of the bus? You can see the road. You can even tell whether the bus is between the lane markers. Of course, we all know that’s silly. Seeing the past does not allow us to anticipate or respond to what is coming down the road at us. Yet, that is what most managers do when they base a hiring decision on someone’s resume and inappropriate interview questions.

This post is the last in a three-part series on Hiring for Talent. The first post (“Too Many Corners on the Box“) exposed the fallacy of over constraining a hiring search by relying on long lists of experiences and skills. The second post (“I Hired Your Resume, But Unfortunately I Got You”) revealed the pitfalls of focusing on the past and made a case for concentrating more attention on forward-looking talents. This post discusses some methods for hiring talents.

You will never find what you have not first defined. As a first step we must identify the talents we are seeking to hire. Consider first company-specific talents. Since individuals frequently change jobs or roles within the same company the vision for the organization’s culture should overwhelmingly determine the talents you seek to hire. Yes, that means you must have first reduced your vision for the culture or company values to writing and, second, take that plaque, picture, or poster off the wall and really use it. Second, consider job-specific talents with your view out the front of the bus. Think in terms of the talents needed to tackle the challenges facing the person you hire.

But, that still leaves a question of how do we uncover a candidate’s talents? Resumes may provide clues, but almost never reveal answers. Poorly written resumes compound the problem by making isolated and unsupported claims of talent (usually in an overview section); such as Creative, Highly disciplined, Responsible, High integrity, Quick learner, High achiever, etc.

Here are three methods for uncovering and confirming a candidate’s talents:

  1. Trials. This method discovers talents from first-hand experiences during previous interactions. The most effective use of this method is when a manager hires someone they already know well from working together in a professional setting. However, this try-before-you-hire method is rarely suitable for hiring to fill most professional positions when the hiring manager and candidate do not know each other. Most candidates with exceptional talent will not assume the risk of a probationary hire.
  2. Testing. There exists a wide assortment of assessment tools; including instruments such as Myers-Briggs, DiSC, and Wonderlic to name a few. I have mixed opinions on assessment tools. These tools often reveal interesting and potentially helpful insights. However, they can get pricey and present logistic challenges to administer them. More importantly, the broad nature of many assessment tools can make it difficult to zero in on specific targeted talents. In my opinion, too many assessment tools attempt to provide a be all to end all solution and end up providing so much information that properly interpreting them requires a level of training and expertise that makes them impractical or unaffordable. Nonetheless, I know there are fans of various assessment methods…please feel free to share your views in the comments on assessments you’ve found effective.
  3. Talking. Not casual chatting about the candidate’s favorite food, team or vacation spot. Not surface-level conversation about where the candidate has worked and what they’ve done. Not a flag-waving recitation of the candidate’s amazing results. But rather, a structured and deep-level dialogue about what drives the candidate and fueled their accomplishments. It’s free; although it takes some work.

Using Interviews to Uncover Talents

A word of caution…Contrived or hypothetical scenarios shed less light on an individual’s talents and traits and may actually mislead the interviewer (in a hypothetical scenario I will always leave that last chocolate cookie on the plate). Google developed a reputation for off-beat interview questions, but has recently abandoned it (read more here). As a hiring manager I care little about what the candidate might do. I learn most from what they have done.

Since talents are innate or hardwired into our character as a toddler, the exercise of them rarely requires conscious thought or action. Consequently, our actions (human doing) indirectly reveal our talents (human being). In other words, a person’s behavior in real-life situations provides us a window to identify their talents. Consequently, we must use inference and pursue lines of indirect inquiry to uncover a person’s talents. Hopefully, you are now getting an appreciation for clearing understanding what you’re looking for in a new hire.

For illustration purposes, here are some behaviors for which you would listen if initiative were one of your target talents:

  • Identified a problem, trend or unexploited opportunity
  • Researched and presented potential solutions
  • Recruited an ad hoc team to pursue an opportunity
  • Got involved in a project outside their immediate work area
  • Volunteered time in nonprofit organization(s)
  • Founded a group or organization to address an unmet need in their local church, school or community

Finally, a few additional practical suggestions:

  • Use the same question set with each candidate to create a basis for meaningful comparison among the various candidates
  • The book “ Who” by Geoff Smart and Randy Street provides the best structured interview process guide I have ever used
  • Another great starting place is “The Most Important Interview Question of All Time” by Lou Adler

I Hired Your Resume, But Unfortunately I Got You*

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In the early days of moving pictures marketers quickly discovered the power of subliminal messaging. The human mind could subconsciously register a single image embedded within a movie projecting 24 frames per second. This advertising method gained favor among marketers, because it induced higher response rates among viewers than overt advertisements. The Federal Trade Commission deemed subliminal messaging deceptive advertising and outlawed it in the USA during the 1970s.

Repeated studies suggest that hiring managers are often heavily influenced by the subliminal power of first impressions. Too many of us will unconsciously make a go / no-go hiring decision in less time than it takes to watch a Super Bowl commercial. At that point, Confirmation Bias kicks into gear, and we spend the interview looking for things to affirm our initial subconscious impression.

Of course, you are smart enough to avoid that trap, or at least that’s what you tell yourself. However, unless you have a solid plan, you will end up looking at all the wrong things in all the wrong places when the time arrives to make your next hire.

Over the years I have often joked that a hiring interview is like a first date. We instinctively know that first impressions are important. We stand in front of the mirror to make sure we have the look just right. We apply extra diligence to observing social courtesies. We tell stories about our respective pasts with a focus on the positive. We talk about people we know, places we’ve been and events we’ve experienced. These fact-oriented discussions often do not tread into more sensitive topics; such as, why we act the way we do and what drives us.

Resumes reinforce this backward-looking, surface-level focus. In fact, the Latin root of resume means “to summarize” and “take back.” In other words, a resume summarizes the “what” of my past. When and where I worked. What I accomplished. A typical resume provides no sense of context; i.e. the external business environment, internal culture or surrounding talents and resources in which the candidate worked. The resume also gives no insights into the innate talents the candidate may have leveraged to deliver the results.

Granted, it’s important to understand the external/internal environments in which the candidate formerly worked, if for no other reason than establishing context for evaluating past accomplishments, but your environment is different to some extent than the candidate has previously experienced and changing all the time. However, the constant in this equation is the candidate’s talents. These raw abilities follow the candidate everywhere. When you hire a candidate you don’t get their past. Rather, you get their talents.

Unless you recognize this crucial distinction you may risk repeating the mistake of the hiring manager who lamented, “I hired your resume, but unfortunately what I got was you.”*

So, what talents are important? Most unique hiring factors are usually acquired skills (software coding) or related experiences (startups, R&D, finance, consumer goods, etc.). Talents typically have more universal applicability across projects, jobs and time. To illustrate the point, here’s a list of targeted talents I developed during my last startup:

1. Integrity. Managing becomes easy when I can count on people to say what they mean and follow through on their commitments. You don’t need lots of policies and rules if you hire people with integrity. You can trust them to do the right thing.

2. Intelligence. Experience is a weak substitute for raw intellectual horsepower. The business environment is constantly changing, and we wanted people with the smarts to solve the problems we don’t even know about yet.

3. Initiative. It is always easier to guide something in motion. Organizations waste tremendous amounts of energy just overcoming static inertia and moving into action. Besides, it is just plainly more fun to work with people who are willing to pitch in to solve problems.

4. Inquisitiveness. It is the best “I” word I identified to describe people who are curious about life and constantly looking for better ways to do things. Without people like this on the team, continuous improvement remains a theoretical concept.

In closing, here are some tips for integrating “hiring for talent” into your own culture:

  • Identifying the core talents and traits most important to your business culture takes time and careful thought; This may require researching the traits of successful people who have done similar work
  • Describe your target talents in writing–make your target hiring profile tangible; if not, we subject every hiring decision to the vague and subconscious biases of individual hiring managers
  • Develop methods for identifying and hiring people with your target talents…that’s the topic of the last blog post in this three-part “Hiring for Talent” series.
  • Talk about your target talents often; make them a visible part of your culture
  • Publicize and celebrate the linkage between those talents and the extraordinary results they produce
  • Align your reward system with your target talents

* Source, Jay Jordan in “Who” by Geoff Smart and Brad Street, pg 6

Too Many Corners on the Box

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Corners on a box define its outer limits and provide stability. However, if we continue adding “corners”, we eventually end up with a shape that approximates a soccer ball and which is both smaller than the original box and highly unstable. In the same manner, over constraining any problem-solving effort shrinks the potential solution set and yields unstable solutions prone to bouncing around from even the slightest external pressure.

I don’t have any empirical evidence to define a percentage effect, but my business experience informs me that once a manager has selected their team they have pretty well determined their fate. There is no other variable that comes remotely close to impacting performance as much as hiring the right team. Yet, there are few other management activities where the typical manager is less equipped to succeed.

The irregular nature of hiring means most managers practice this skill with insufficient frequency to remain sharp. Even managers (including me) who know some of the practices that will improve the odds of making an excellent hire are at times caught unprepared. Since we don’t have an existing funnel of candidates when an opening occurs without warning, we find ourselves in a reactive mode and compelled to publicly post a job description.

Since this Information Age vastly broadens the field of prospective candidates who learn of any job opening, any public job posting leads to a deluge of resume submittals. One common mechanized method for filtering this vast amount of input uses keyword search technology to winnow the stack of resumes to a more manageable size. Therefore, in order to feed the keyword search app, hiring managers develop a long shopping list of required skills and experiences. This check-the-box approach almost guarantees the hiring manager will receive a stack of resumes that tell him/her where a candidate has been (i.e. experiences) but will shed no light on the talents (core capabilities) that produced the results on that resume.

Candidates know the keyword game, too, and fill their resumes with buzz words. When you add our natural human tendency to assign failures to external causes and take excessive or even unwarranted credit for successes, you end up with experience statements on a resume that can mask a candidate’s contribution. An anecdotal example in the Atlanta market surrounds numerous claims by people supposedly involved in developing the Fridge Pack introduced by Coca-Cola around 2001. It’s important to understand whether someone got wet, because they made it rain or were merely around when it started raining.

If that’s not complicated enough, our dynamic marketplace guarantees that the challenges of today will change tomorrow. Consequently, the requirements for the job you fill today will change tomorrow. So when we hire on historical experiences alone we risk hiring built-in obsolescence. So, what’s a hiring manager to do?

A hiring manager must get beyond the numbers (results) to understand how the candidate achieved those results. A hiring manager must arm themselves to pierce the information fog by understanding the talents necessary to succeed in their market, firm and job and then make purposeful steps to discover candidates with those talents (sometimes called traits). Why concentrate on talents? The timeless nature of talents makes them applicable in changing circumstances. The portability of talents allows people to leverage them in any situation. Candidates who possess the desired attributes will bring them to the job just by walking in the door. Talents cannot be acquired via training. We must hire them.

In the next post, I’ll identify four inherent talents that I use to identify and hire exceptional people. The third post of this series will discuss how to discover talents undetectable using assessment tools.

Don’t Spin Your Tires

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My project is stuck. My team is under performing. We are falling behind the competition. We are missing our earnings projection. Why? What is the problem? Where do I start?

There are five discovery factors an effective leader must assess before launching any countermeasures to get a project/team/business back on track.

Before I proceed, please understand that I strongly support using one of the powerful problem-solving methodologies developed and rigorously field-tested over the past several decades; including the Lean Plan-Do-Check-Act or the Six Sigma Design-Measure-Analyze-Improve-Control. Those methods define a series of effective process steps for continuous improvement. However, they do not tell you where to start. While the discovery nature of those methodologies and related tool sets would eventually discover the root cause of your team’s poor performance, the urgency of the business situation typically allows for few, if any, false starts.

Even the best processes perform more efficiently (i.e., quickly uncover the root cause) when we seed or start the process by first assessing the most likely problem areas. If you discover oil in your car’s radiator (as we did recently in our household), it is a waste of time investigating the car’s electrical system. Instead, you will focus attention on the automobile fluids and look for sources of cross-contamination.

Where do I start when my project/team/business is under performing? Two fundamental principles undergird the elements and sequence of the five discovery factors I have developed and used over the years; one, people want to do a good job; and two, the selection of your team heavily influences the fate of your team/organization/business.

So, what are those five elements? Where should we begin an evaluation to identify the root cause of under performance?

  1. Talent. Do we have the right players on the team? Even the most well-intentioned person will fail in certain circumstances. I watched the movie “Lone Survivor” with my son last night and was again struck by the realization that there is no way I could become a Navy Seal. Their combination of mental and physical determination makes them a breed apart.
  2. Target. This is a combination of strategy and priorities. In short, are we working on the right stuff? If a particular baseball game requires the team to play “small ball,” but my batters are all trying to hit a home run, that’s a problem. If I am spending my team’s resources on improving the distribution system when we have a problem of product quality, we are focusing on the wrong target. The more typical problem is that everything is a priority, which means nothing is a priority.
  3. Tactics. Evaluate our processes. Do individuals or teams use their own work methods? Are performance standards widely deployed and rigorously tracked? Do we have documented processes for performing repetitive functions, including how to solve problems? Do we have documented processes that we frequently ignore?
  4. Training. Do we explicitly know the skills (as distinct from talents) necessary for high-performance in a particular project or organization? Do we know how team members’ skills align with those success factors? Have we provided appropriate training to fill in the gaps or cross-training to build sufficient depth and enhance flexibility.
  5. Time. Is the team investing enough time? More bluntly, are they working hard enough? This factor is intentionally last, because the answer to a business problem is rarely work harder. However, there are circumstances where solution requires working faster and longer. So, don’t ignore it.

The next time you find your team stuck, pull out this list and use it to start your own assessment of why the team is spinning its tires.

 

 

The Unequal Nature of Egalitarian Time

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The world isn’t fair. Personal, corporate, community and national assets are not distributed equally. Intelligence, wealth, and power may vary greatly from individual to individual. Yet, the life distance we measure as a day travels equally for every person on earth. This same window of time is available to all; regardless of individual intelligence, wealth, health or power. However, in retrospect we can see that some periods during our life or business were dramatically more impactful than others. While the seconds, minutes, hours and days marched on at a rigid pace, not all days presented the same opportunity window.

A former business leader of mine once said that for a stable business with modest growth a year is a year. However, a business experiencing fast growth must treat every quarter as a year and every week as a month; and a business experiencing hypergrowth must respect every month as a year and every week as a quarter. In other words, time is egalitarian (i.e. there are 24 hours in every day for everyone), but time is not equal for all people in all situations.

If it takes a calendar month to develop an “annual” business plan and you are a hypergrowth business, you spent a whole “year” planning and no time executing. If it takes three weeks to close the books and issue financial reports, the “year” in a hypergrowth business is 75% complete before the business know how well it’s doing.

It does not take much thought to identify rate of change as the distinguishing factor between stability and hypergrowth. Time speeds up when my life/business experiences a high rate of change. If I do not recognize times of rapid change and correspondingly adjust the pace at which I plan, decide and act, then I risk falling behind or missing a window of opportunity.

But be careful! In order to appropriately adapt we must recognize that our minds can warp our perspective of time. Consider how often you have heard someone remark how quickly the year has flown. Contrast that with your memories of the interminable wait for Christmas Day as a child. And, if you stop and think for a few moments, you can also recall periods of time as an adult when time seemed to stand still. Don’t ask me how that happens. The best analogy that comes to mind is the difference between high-speed and time-lapsed photography. A high-speed camera takes many frames per second, but when replayed at normal speed gives the appearance of slow-motion. On the other hand, time-lapsed photography compresses time and allows us to actually observe slow rates of change that are undetectable at normal speed.

I can only speculate that our minds possess remarkable potential to adapt to high rates of change. However, extended periods of stability can also slow our minds. This is why bright people with long experience in large corporations may struggle or even fail in a fast-paced entrepreneurial environment.

Bottom line…you must learn to recognize the signs of the time and adjust your behaviors accordingly or risk getting either left behind or overrun. As the iconic American humorist, Will Rogers once said, “You may be on the right track, but if you are just sitting there, you will get run over.”

Putting it into practice. How can I leverage the relativity of time?

  • Take time to reflect and train my mind to recognize the present pace of time in my life and business
  • Adapt my rhythms of planning, decisions and actions to suit the times
  • Take advantage of slower times to crystallize and capture lessons from past failures and successes; so that I am prepared to readily apply them to future problems and opportunities
  • Commit to a lifetime of learning. Leverage times of stability to learn new skills and explore new arenas.

Law. Liberty. Love.

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Liberty has an emotionally powerful appeal. We instinctively crave opportunities to choose our own way and resist boundaries that constrain us. This thirst for self-determination unceasingly appeals for freedom.

In its heroic embodiment, the pull of liberty compels some people to heroic actions that risk their lives and/or fortunes. Many Americans willingly laid down their lives to protect our freedoms. Yet, the license of liberty drives some to acts of callous disregard for others and even unspeakable acts of evil. Ancient writings speak of the chaos which results when every person does what is right in their own eyes and history is replete with examples of despotic power holders imprisoning, enslaving and killing millions of fellow human beings.

That contrast of outcomes suggests liberty is amoral. While often raised as a rallying cry, liberty alone will not produce stable families, societies or businesses. In order to avoid the risks of its worst excesses, we must somehow constrain liberty without squelching its productive nature. We may constrain liberty by external or internal forces.

External forces constrain liberty by cultivating fear and imposing physical force. A small element of a society (in extreme cases a single individual, such as a king or dictator) defines boundaries in the form of laws that prescribe the adverse consequences for unacceptable behaviors. These dictatorial lawgivers possess sufficient power to restrain lawbreakers and compel compliance through fear. In theory, a rational person will fear the negative consequence of breaking a law and instead choose to behave within the constraining boundaries prescribed by the laws of that society. When coupled with the human desire for liberty, this environment will encourage some to flirt with the lines of the law (i.e. how close may I get without getting in trouble?). Of greater and grimmer long-term consequence, the fear induced by the force of law reaps a risk-averse society or organization that squelches creativity and innovation.

An effective external constraint of liberty via laws relies upon several highly unstable presumptions in any society governed by fallible humans.

  1. Prudence — Laws prescribe a limited set of behaviors necessary for a safe and orderly society. Laws are few enough to remember and simple enough to understand such that each individual member of the society may moderate their own behaviors in full confidence of compliance with all the laws of that society.
  2. Reasonableness — Laws require no more than modest efforts to comply and are generally perceived as fair.
  3. Equality — Members of the society receive equal treatment under the laws. There are no exceptions or undue burdens for any element of society.
  4. Reliability — Laws are consistently enforced. Members of society know with certainty that they will get caught and punished for breaking the law and left alone when they comply.

The absence of any element unleashes increasing amounts of lawbreaking, which, in turn, causes the lawgiver(s) to deploy increasing levels of force and induce higher levels of fear. This societal death spiral will either choke the vitality of a society (consider the moribund Russian society under the yoke of the Soviet Union) or may induce rebellion (remember the birth of the United States).

Love for others as an internal driver can also compel us to restrain our exercise of individual liberty. We abandon other activities which may offer greater personal pleasure to care for our sick child. We moderate our language and even speaking volume around certain people or situations. We adjust our style of dress appropriate to the situation. We change our work style or schedule to accommodate the needs of the group. We give of our time, talents and treasure when others are counting on us. We make these choices voluntarily and often without immediate or even certain benefit to ourselves. Out of internally motivated love we choose to sacrifice our personal liberty for the benefit of those around us.

When we allow love to restrain our individual liberty we do not need long lists of dos and don’ts that cover every conceivable situation. We do not need bulging employee manuals or bloated legislation. We only need one beautifully and unforgettably simple guiding principle…Love your neighbor as yourself.

On the other hand, liberty constrained by law creates narrow spaces hemmed in by the boundaries of many laws and wastefully consumes attention and energy to understand and avoid those boundaries. The simplicity of liberty restrained by love creates vast open fields of opportunity for creativity and risk-taking. When I know that others have my best interests at heart I trust (not fear) them. This freedom from fear unleashes the innovative spirit within each of us.

Ask yourself this question…Do I personally and professionally cultivate relationships fueled by love or compelled by law?

Looking ahead…The choice to constrain liberty by law or restrain liberty by love impacts societies and businesses in innumerable ways and results in vastly outcomes. Present society defaults to liberty constrained by laws (including policies and procedures) to the point that “love” for others is rarely heard in the public square or board rooms. How societies and businesses might look if we constructively restrained liberty by love is the subject for a future blog post.

Rhythms & Sabbaticals

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Why haven’t you taken a sabbatical? I know. I know. You only wish you could take a multi-month break and return to find your job awaiting you. However, you not only should but can take a sabbatical (it’s not what you think). Read on…

A new friend, Gary Christopher of The Jholdas Group, recently recounted his plans for a sabbatical from his consulting practice that will include a bicycle ride across the continental United States with two friends. He’s blogging about that trip here. An undertaking of that magnitude requires no small amount of planning, and the consultant in Christopher clearly researched and planned his trip thoroughly.

Christopher noted that an effective sabbatical has four distinct phases:

  1. Releasing of present responsibilities for the duration of the sabbatical
  2. Resting from our regular labors; An arduous transcontinental bike ride hardly sounds like rest, but this respite from his profession is more about intellectual and emotional rest
  3. Reflection on the past, present and future
  4. Recalibration, or taking an inventory of one’s own life before returning to our daily routines and related responsibilities

Very few of us will ever take a multi-month sabbatical before retirement. However, it struck me that those same sabbatical phases can and probably should conjoin other rhythms in our lives. For example, every day we should release the day just concluded (we cannot change the past), reflect and learn from what transpired that day, rest to recharge for the coming day and recalibrate to establish a plan and priorities for tomorrow.

Depending on the speed or scope of our present lifestyles and obligations, we each should also apply these four sabbatical disciplines to some of the longer frequency rhythms of our lives; namely, weekly, monthly, quarterly or annually. God designed rhythms into nature, and we ignore them at our own peril.

If we desire to leave a powerful legacy, the process of these mini-sabbaticals will arrest aimless wandering and give our lives greater purpose and productivity.

Rivers & Swamps

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A river flows.  A swamp stagnates.  

A river gathers strength.  A swamp generates stench.

A river provides energy.  A swamp fuels decay.

A river identifies a path much traveled.  A swamp invites aimless wandering.

A river has boundaries that provide direction and generate power.  A swamp is a featureless morass that easily entangles and consumes.

Building Boundaries in my Life & Business

As a strategy leader for a multi-billion dollar business and now a mentor to embryonic businesses at a local startup incubator, we coach leaders to define the boundaries of their business.  Personal mentors–authors, pastors/priests, coaches/bosses–often urge us to do the same in our personal lives.  This exercise is both superficially simple and deeply difficult. There is a tendency to define ourselves and our business by what we do (i.e. our professional vocation, community role, the products we sell or the services we provide).  However, highly successful businesses dive below the surface to define why we do it and often think in terms of the desired outcome in the lives of family, friends, colleagues, customers and suppliers.  

Even if we can get below the surface to develop a richly fruitful understanding of what we do and why we do it, we face continual challenges in living up to what we believe defines us.  

Why is it so difficult?

I touched on part of the challenge in  Beliefs, Behaviors and Branding.  Beyond that, human nature instinctively resists the imposition of boundaries.  Boundaries restrain our freedom to explore.  Boundaries confine us to the mundane.  Boundaries limit our options.  The idea of going anywhere, doing anything and being anybody sounds seductively liberating.  But, in most cases we simply don’t like being told what to do.  

Why boundaries matter?

Whether we like it or not, individuals and businesses remain subject to natural laws.  One such reality is that every individual and business faces the reality of limited resources in every dimension.  Well defined boundaries for our businesses and lives avoid the wasteful spending of our limited resources.  Aligning our beliefs and behaviors provides the focus that generates exponential returns from our investments of time, talents and treasures ($$$).  Consequently, it becomes crucial to define who we are, what we do and why we do it so that we are equipped to recognize and rebuff ideas and invitations that fall outside our boundaries.  We must reframe those crossroads questions; not can we do it, but should we do it.   

Putting it into Practice.

  • Create a written list of your own resources
  • Carve out some reflective time to define (or update) your boundaries in writing — things you will (and won’t) do in life or business; this might be in the form of a mission statement, a list of values you cherish.
  • Periodically test the alignment among your beliefs, boundaries and behaviors (at least annually)
My present period of voluntary unemployment creates the luxury of more contemplative time.  Those reflective times have variously challenged, frustrated, and encouraged me.  It has forced me to consider the need to define some new boundaries in my life and build up the levees in other areas to prevent the chaos that occurs when a river overflows its banks.

Thanks to @BuddyHoffman for the reference to rivers & swamps that got my mind moving down the track of this topic.

Made for Eternity; Trapped in Time

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The Genesis account of Creation clearly portrays the idea that God designed mankind to live forever. According to the same Genesis account, the Fall of Man consigned our immortal souls to live in a temporal body and world subject to disease, death and decay. That juxtaposition of mortality and immortality creates a challenging internal tension that influences how I interact with the world around me and use my finite time and talents.

If I believe that my spirit will live forever and further believe that my actions here on earth will influence my eternal existence, how should that impact my decisions and actions. Even if you do not believe in an afterlife but are concerned about your personal legacy, read on.

While I may feel the pains of prior sickness or accidents, my body is always marching through time confined to the present. My mind may deliberate about the past or dream about the future, but I decide in the present. My limited mind cannot grasp eternity. However, that limitation does not preclude me from making choices for predetermined purposes with reasonably assurance of the outcomes. Am I suggesting we can predict the future? In a manner of speaking, I am saying exactly that.

Natural laws describe observable cause-and-effect in the world. The universal applicability of these natural laws forecast reasonably predictable outcomes. For example, violence usually breeds violence and kindness often begets kindness. When I align my beliefs and behaviors with these timeless truths my influence extends beyond my present space and time into eternity and defines my legacy.

So how do I do that?

First, I must become a diligent student of human nature and the physical world. My diligence in studying natural laws determines the degree to which I ground my own beliefs in timeless truths. As I have noted in previous posts, highly effective people take the time to capture their own beliefs in writing or regularly study the writings of others.

Second, I must periodically invest time to think deeply about my beliefs and rigorously assess their alignment with timeless truths.

Third, I must rigorously train my mind to set aside vengeance for the past and instead consistently choose the greater good of the future over the fleeting pleasure of the present. In other words, I must make purpose-driven choices.

Fourth, I must relentlessly discipline my behaviors into alignment with my beliefs.

In short, the key to reconciling my eternal nature with my temporal existence is discovering Truth and living my life in accordance with that Truth.
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A shout out to @EricMetaxas and @RaviZacharias who both tweeted on this topic recently and got my mind thinking about this subject.