Make it OK for employees to challenge your ideas — Hal Gregersen

Hal Gregersen, Executive Director of the MIT Leadership Center

Hal Gregersen, Executive Director of the MIT Leadership Center

From Harvard Business Review

Kodak. Sears. Borders. The mere mention of any of these companies brings to mind the struggle to stay relevant amid today’s technology and boundless alternatives. But behind each of them lies a deeper story of at least one leader who is or was “sheltered” from the reality of their business.

This dangerous “white space” where leaders don’t know what they don’t know is a critical one. But often, leaders — especially senior ones — fail to seek information that makes them uncomfortable or fail to engage with individuals who challenge them. As a result, they miss the opportunity to transform insights at the edge of a company into valuable actions at the core.

Nandan Nilekani, an Indian entrepreneur, bureaucrat, and politician who co-founded Infosys and was appointed by the Indian prime minister to serve as Chairman of the Unique Identification Authority of India (UIDAI), believes it’s vital to keep this channel of communication open in any leadership position.

“If you’re a leader, you can put yourself in a cocoon … a good news cocoon” said Nilekani during our recent discussion. “Everyone says, ‘It’s alright, there’s no problem,’ and the next day everything’s wrong.”

So how do leaders keep themselves from being isolated at the top? For Nilekani, it comes down to one vital factor: asking and being asked uncomfortable questions.

The question “Why are we the way we are?” inspired him to write his book, Imagining India: The Idea of a Renewed Nation, which discusses the education, demographics, and infrastructure of his native country. Following his work with the UIDAI to help create a government database of the entire population of India (named “the biggest social project on the planet”) and his recent campaign for Indian National Congress, the question “How do you get kids to read and how do you get kids to learn arithmetic?” drove Nilekani to create a scaleable solution to bridge the education gap for younger generations in India and other parts of the world. And the umbrella question that defines Nilekani’s leadership journey is, perhaps not surprisingly, “What is it that I can do to have the best possible impact on the most possible people?”

Read the full post at the Harvard Business Review.

Hal Gregersen is Executive Director of the MIT Leadership Center and a Senior Lecturer in Leadership and Innovation at the MIT Sloan School of Management

 

Charlie Baker is an effective manager, but is he a leader? — Bill Aulet

MIT Sloan Senior Lecturer Bill Aulet

MIT Sloan Senior Lecturer Bill Aulet

From the Boston Globe 

In the fall of 1977, the aspiring Harvard varsity basketball players used to play pickup games every afternoon. All of us were vying for the limited spots on the team. The competition was fierce. I remember one not particularly athletic guy, less of a thoroughbred and more of workhorse, a Clydesdale. I did not see him making the team, but Charlie Baker surprised us. He not only made the team, but turned out to be a terrific teammate.

Governor Baker’s challenges now are much bigger and more significant, but the same attributes he showed back then — a hard worker who knows his limits, a guy who doesn’t take himself too seriously, but is still comfortable being an enforcer when needed — have never left him. Read More »

The Paris accord is #OurAccord – Jason Jay

MIT Sloan Senior Lecturer Jason Jay

MIT Sloan Senior Lecturer Jason Jay

From The Huffington Post 

The UN international climate change negotiations in Paris, COP21, concluded on Saturday. The outcome: 196 countries came to the table, and committed to preventing the worst effects of climate change. For the first time, developing countries recognized their future responsibility, while developed nations acknowledged their historic contribution. Together they set out an aggressive goal to keep global warming below 1.5 degrees C. Like countless others, I eagerly shared the news on my Facebook feed and I rushed to explain the significance to my five-year-old son.

Reading responses to the COP21 accord in the news and social media, however, revealed a wide mix of reactions. Some share my enthusiasm; others are more tentative, wondering how “they” can follow through on targets that are aspirational and not binding. There is a chorus of critiques, from multiple sides of the political spectrum. Many have validity, particularly those grounded in the science who have run the numbers on future warming.

Read More »

MIT Sloan Experts Twitter Chat: #FailBetter – Anjali Sastry and Kara Penn

 

MIT Sloan Sr. Lecturer Anjali Sastry

MIT Sloan Sr. Lecturer Anjali Sastry

Smart leaders, entrepreneurs and change agents bravely push innovation to the limit, but do so with a key theme in mind: ensure every failure is useful.

Join Anjali Sastry, Senior Lecturer at MIT Sloan (@AnjaliSastry), and Kara Penn, MBA ’07 (@kara_penn), on Tuesday, December 8, from 7 pm to 8 pm as they discuss the research and inspiration behind their book, Fail Better: Design Smart Mistakes and Succeed Sooner.

Read More »

General Motors should expect more failed parts — Steven Spear

MIT Sloan Senior Lecturer Steven Spear

MIT Sloan Senior Lecturer Steven Spear

From USA Today

General Motors CEO Mary Barra appeared before a Senate panel once again Thursday to discuss the company’s flawed ignition switches and vowed that GM will “do all it can to make certain that this does not happen again.”

In terms of damage control, much of what Barra and GM appear to be doing right now is positive: fessing up about product failures, bringing in outside investigators and firing employees that failed to take appropriate measures.

And while these are important steps, they amount only to a good, if somewhat belated, crisis management strategy. In fact, these efforts pale against the very real organizational challenges that lay ahead for GM and Barra. In order make good on her promise to Congress, Barra must prevent the kinds of engineering failures that caused the ignition problems in the first place and the organizational failures that propelled the problem to its current tragic magnitude. And that will mean changing the culture at GM.

Engineers like to be right. They like to prove that they have the correct answer.

Highly trained and highly motivated to solve problems, at the point of releasing a design or demonstrating a model or a prototype, everything in them is wired to prove that they’ve arrived at the right answer. The premium is so high on being “right” that even when data starts proving them wrong, they work to show that they are right somehow. They seek to explain what is happening is an exceptional outlier or an aberration; not that it is a sign of a problem. Read More »