Find Your Problem's Secret Ingredients

Did you know that many problems have two secret ingredients?

No, it's not a special sauce or patented process. The secret ingredients are two things that hide under all the symptoms and cloud a problem solvers focus on the situation.

Centered problem solvers figure out what are the secret ingredients and how they are effecting the ideas being created, the pain being felt, the reactions of the people involved. Very often there are two secret ingredients:

Problems have one or both: a solution and/or a viable use.

Sometimes people don't want to solve what is framed as a problem because it already serves their needs. They like it. A person may not see the injustice in unequal distribution of resources if they have all the resources they need. A person may not see hunger as a problem if they eat in fine restaurants every night. A person may not see unhappy customers as a problem if the work is easier when the customer goes away.

The viable use could even be sensible, useful, and correct. Identifying something as a problem doesn't mean that it IS a problem, and certainly not for everyone.

That's why centered problem solvers stay curious. That's why to solve a problem on a long term basis (I'm hesitant to say forever) it's useful to figure out what the secret ingredients are. Your secret ingredients might vary, but they are probably there. What will you do about them?

-- Doug Smith

Front Range Leadership: Training Supervisors for Success

doug smith training: how to achieve your project goals

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The Benefits of Supervisory Training

When was the last time you had any leadership training? How often do the supervisors in your organization get training? If you are like most organizations, it's never enough. Some teams go without any supervisory training at all and expect supervisors and managers to learn as they go, on the job. Unfortunately, while it is memorable to learn from your mistakes, it comes at a high cost. People get tired. People leave. Important accounts go away. Customers complain. And teams struggle without the skills and knowledge it takes to build cohesive teams that are capable of solving problems, improving performance and achieving goals. Admittedly, I can be expected to support training since I'm in the business. Still, take a closer look at your own leadership career and decide for yourself. Are leaders better off with more training and development or with less? Supervisory training can generate benefits that pay off long after the training is over. Here are just a few of the things sup...

Busy

What to do? High performance leaders prioritize based on mission, vision, values, and goals -- of course! And also, we prioritize based on what will just plain do some good. What's the point in leading unless it is to make a better world? There are enough needs in the world to keep everyone busy improving things. Keep going! -- doug smith

For example

Get good at something that won't obsolete itself. For example: emotional intelligence creating great conversations encouraging people leadership What would you add to the list? Which ones are you developing? -- doug smith

Your Reputation

More authority means higher levels of responsibility. More power requires more service to others, not less. What you do with your power is who you will be known as. Also, how you use the power you have creates who people will remember you as. How do you want to be remembered? -- doug smith

Show Integrity

The goals we seek bring a lot of pull to them. We get wrapped in them. It's useful and it's powerful when we care about our goals so much that they propel us forward and keep us working even when we're tired, beyond the boundaries of our usual limitations. But they should not take us beyond the boundaries of our usual values. They should not trick us into bending the rules just because the rules are in the way. Truly high performance leaders of character who are focused, and centered, and noble maintain integrity. No cheating is ever worth the outcome. Integrity is so rare that many people don't even recognize. If you do, be thankful. We need leaders like you. To truly understand integrity you've got to keep it. Even when it's hard. Even the lines are blurred. -- doug smith

Appreciate!

Do the people on your team get enough appreciation? Are you sure? No one wants to be taken for granted. We all benefit from recognition and appreciation. Plus, when high performance leaders give out appreciation, they discover that not only does the person who is receiving the appreciation enjoy it, it's also enjoyable for the giver. It's free, and the results are wonderful. Appreciation brings its own reward. -- doug smith

Growing

Mountains never stop growing; why should we? It came as a surprise to me to learn that the Rocky Mountains are still growing. Trimmed a bit by years of erosion, they are still poking their way skyward and changing in the direction of growth. As leaders we find ourselves faced with the dynamic between growth and erosion, life and decay. Standing still leads to the less desirable choice. Growth requires our attention, our efforts, our drive. Growth requires the courage to step forward, the creativity to find new ways of dealing with challenges, the clarity of purpose to know which direction you are growing in and the compassion to forgive those who slow you down. What are you doing to spark your leadership growth today? -- Douglas Brent Smith

Search and Improve

Sometimes we do things a certain way because we've always done things a certain way. It's easy, it's comfortable, it's probably inadequate and it can certainly be improved. Finding the right process powers your productivity. Better performance starts with better processes. For the next twenty-four hours, pay attention to each process you engage with, and ponder how you might make that process better or, find another better one altogether. -- doug smith

Does Punishment Work to Motivate People?

Do you believe that people only respond to two basic motivations, punishment and reward? If that's the case, then punishment should be an effective motivator, right? People will do whatever they have to do to avoid punishment, right? Maybe. Fear certainly does effect behavior. A strong leader may create an atmosphere where people will do what they are expected to do to avoid punishment. Fear may prod some people into towing the line. They will do what they are told to do. But, they will likely do no more. Fear creates a lowest common denominator mentality. Of course we do not want to be punished so of course we will do whatever it takes to avoid that punishment. Sometimes, whatever it takes creates side-effects that leaders don't want, don't count on, and don't deal with effectively. It can spiral into an non-virtuous cycle of failure. No leader really wants that. Here's one of the biggest problems with leading by punishing: P eople find ways to get even with those ...

Personally

Improving performance does require us to take our work seriously. But it does not require us to take ourselves too seriously. Taking things personally is a waste of self-esteem. -- doug smith

High Performance Leadership

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