Last week, my friend and colleague Michael Reidy shared a powerful insight with me. I had just completed an overview of the Unstuck Minds Method at an Interaction Associates gathering. During the overview I showed a slide contrasting questions asked by leaders before applying the Unstuck Minds method (left-hand column in the table below) and the corresponding reframed questions developed during various workshops over the last couple of years (right-hand column in the table below).
The left hand column lists questions the leaders started with, questions about situations where the leaders felt stuck. The premise behind the Unstuck Minds Method is that leaders, teams and organizations can get stuck simply by pursuing a flawed question. We refer to such questions as “Quicksand Questions.” By contrast, the questions in the right-hand column help us move forward in ways we haven’t considered. We call questions that allow for novel options, “Unstuck Minds Questions.”
Before I share with you what Michael saw, what do you notice
about the difference between the Quicksand Questions and the Unstuck Minds
Michael pointed out that the questions on the left are asked
from a position of power and authority. The people asking the questions on the
left see progress as possible only when others are persuaded to change. By
contrast, the questions on the right support the needs of those who lack formal
authority, but without whom we can’t make sustainable progress.
Michael’s insight got me thinking about the role of power and control when it comes to posing questions. You need only watch a congressional hearing to see how status differences play out between the questioners and the questioned. It’s not just formal or political inquiry that introduces a power dynamic. Even the most innocent and sincere questioner can intentionally or unintentionally direct an interaction’s focus. Consider for example, the insatiable curiosity of young children.
Four-year-olds (and occasional precocious three-year-olds) ask a lot of questions. We talk about the power of the “beginner’s mind” or the curiosity of children who often pose the most interesting questions because they haven’t learned to limit their thinking by what makes sense (Have a look at the clip, “How Does Life Live?”).
We assume that the questions of children are motivated by pure curiosity. I’ve begun to wonder whether something else might also be going on. Imagine how empowering it must feel to suddenly be controlling interactions with adults. The four-year-olds who have been in the role of responders even before they had language suddenly have adults following their lead. The child poses a barrage of questions and the adults comply with responses.
The questions people ask about the situations they want to change reveal a lot about what they are thinking and feeling. Asking better questions may not simply improve the quality of our thinking. Asking better questions may reveal and diminish the hidden power dynamics keeping us stuck.
As I write this post I’m sitting in my Beijing hotel room,
the haze outside my window as impenetrable as the language. I arrived in China a
few days ago to work with a group of leaders on the topic of adaptability and
agility. It’s only now occurring to me that the participants in the program
weren’t the only ones developing their adaptability and agility.
Speaking of “impenetrable,” this week astronomers using a
global network of radio telescopes captured an image of a black hole.
Heretofore, the black hole only existed hypothetically. Einstein’s equations
predicted black holes and astronomers have detected indirect evidence of their
existence. Now they’ve captured a glimpse of one, or more accurately captured a
glimpse of the event horizon surrounding a black hole. The event horizon is the
boundary, beyond which nothing, not even light can escape. It marks the border
between our familiar universe and a place where all physical laws break down.
And speaking of a breakdown of laws, we are now in the second half of the Trump administration. Even as we become inured to the word, “unprecedented,” Trump continues to enjoy the support of millions of Americans. More and more it seems we are drawing geopolitical event horizons around groups of people; we cannot escape our event horizons and the rules we play by operate differently on either side.
I continue to feel disoriented by the state of our politics. The current White House seems like a black hole, except that information occasionally leaks out and we get a look at a place where the laws of decorum and maybe the laws of justice are breaking down. This week I also felt disoriented as I attempted to make my way around the Wangjing Sub-district of Beijing.
Interestingly, as I reflected on my own challenges with adaptability, I started to understand something about support for Trump that has eluded me.
I’ll explain what I mean with a slightly embarrassing story about what happened when I arrived.
Let me start by saying that I travel nearly every week for
work and I’ve taken dozens of trips overseas. This week was my fourth visit to
China. The difference is that in the past I’ve been pampered. Generally, when I
visit Asia I’m part of an International group hosted by one of my clients. I’m
greeted at the airport, transported to my hotel and there is always a helpful
person nearby to translate and offer guidance. This week, I had to make my own
Being an experienced traveller and a neurotic human being, I
planned meticulously. I downloaded useful Apps; I printed all my destinations
in Chinese characters to show taxi drivers, I made sure that my phone and
credit cards would all work. Still, I felt anxious and used up a lot of mental
energy imagining what might go wrong.
I landed at Beijing International airport and found my way
to the taxi stand. I stood in a long queue of people; I looked like I didn’t
belong and I felt like I didn’t belong (a useful experience for a white male
Baby Boomer American who travelled to China to teach something about
adaptability). A guy approached me and in broken English explained that he
would take me to my hotel. I was well aware that this was an attempt to take
advantage of me and yet in my jet-lagged, anxious state of mind, I agreed. I
asked about the price and he kept saying, “meter price.” When we arrived at the
hotel, he showed me a card with a price on it (the meter was never turned on).
When I objected to the price, his English got worse. In the end, I paid ten
times the appropriate taxi fare. My driver was an opportunist who made me an
offer that I would never have accepted if I hadn’t been stressed out and
disoriented. In a situation where nothing was making sense, I went with
something that made sense; even while knowing it wasn’t good for me.
We make bad decisions when we experience stress and being disoriented is a particular kind of stress. I anticipated feeling disoriented because I chose to travel to a place where many of the norms I take for granted don’t apply. I was prepared to feel out-of-place and I still let someone take advantage of me.
Imagine feeling disoriented not because you chose to travel to a foreign land, but because your home no longer felt familiar. You look around and suddenly notice that the rules have changed; the most popular and influential people don’t share your values. The people in positions of power make fun of people like you. It’s as if you are standing in a line and suddenly feel unsure that waiting in the line will get you what you want. Someone appears who has learned to speak enough of your language that you feel a bit more in control. At some level you understand that he’s only looking out for himself, but at least the situation makes sense to you.
I realize now that the appeal of preserving our routines and our priorities is not simply about conservatism. Sometimes when you’re worn out and worried, even a huckster can feel like a port in a storm.
Aikido is a Japanese martial art form with spiritual roots that can be traced back to Shintoism. Aikido emphasizes harmony and unity. Aikido practitioners learn to defend themselves while simultaneously protecting their attacker from injury.
Consider the difference between aikido and boxing. The
purpose of Aikido is to reconcile disharmony. The purpose of boxing is to
overpower your opponent. Which practice most closely matches your assumptions
In The West, we tend to think of influence as persuasion. When we equate influence with persuasion, we seek out techniques designed to make an impression and overcome objections. We develop our ability to verbally spar by learning how to jab and when to counterpunch. Advanced techniques include lowering your guard by pretending to listen when in fact you’re simply inviting your opponents to expose the weakness in their arguments.
In theory, we don’t have opponents at work; we have colleagues. In some cases, we want to influence our colleagues because we hold incompatible opinions about something. Most often, we want to influence our colleagues by being included in their thought processes. The lawyer wants to consult with decision makers before they sign a contract. The engineer wants their concerns about safety or quality to be taken seriously before promises are made to a customer. The HR business partner wants a leader to consider the implications of an organizational change on employee engagement, capability, and trust before setting the change in motion.
Setting aside structural or cultural explanations for why someone with authority might not seek out or even welcome input from an expert, what will it take for your input to become influential? If you frame your goal as persuasion, you’ll adopt techniques for packaging your point of view. If you frame your goal as reconciling disharmony, you’ll approach interactions with curiosity and empathy. I have written about “collaborative influence” in a white paper called, “How to Change a Mind; Yours and Others.” I have also proposed a thought framework that differentiates forms of influence in a blog post.
To get you started, here are three questions you can consider before attempting to influence someone at work:
Under what conditions are you most open to changing your mind?
Under what conditions are the people you hope to influence most open to changing their minds?
How might you create the conditions everyone needs that makes mind changing easier?
It’s that time of year when goals are set and performance contracts
renewed. The official corporate clipboard awaits this year’s scorecard. Santa
is not the only one who keeps a list.
Consider your most important relationships: family,
life-long friends, partner or spouse. It would be bizarre to judge the
relationship based on a scorecard that tracks what you get compared to what you
give. In fact, when you stop being grateful for having someone in your life and
start comparing what you give to what you get from that person, it’s a sign
that the relationship is deteriorating.
If you manage others or work in a function responsible for
improving relations between employee and employer, it’s likely that you want people
to feel a stronger emotional connection to their work. What happens to the
relationship when success gets defined in terms of an exchange of value?
In 1923, the scholar, philosopher and political activist, Martin Buber published his most famous work, I and Thou. The essay contrasts two ways of relating to the world: The I-It relationship and the I-Thou relationship. An I-It relationship presumes a distinction between subject and object. In an I-It world, we move around like billiard balls bumping into one another and experiencing temporary exchanges. We are tempted to perceive the world and talk about the world in an I-It way because that’s how things seem to us. We experience ourselves as self-contained and impervious to the stuff we encounter.
Despite how it seems, Buber suggests that reality is not about subjects (us) being separate or apart from what we experience as objects (not us). Rather, as we encounter others and things we enter into a dialogue, a transformation. An I-Thou way of relating reveals what we share rather than what differentiates. Describing the I-Thou relationship is a challenge for our language and our Western ways of thinking. Suffice to say that in those moments when we feel transcendent connections, when we lose ourselves in an experience we’ve had a close encounter of the I-Thou kind.
When we define a work relationship in terms of what gets exchanged between employee and employer, we highlight our boundaries rather than our mutuality. We reject our interdependence. Our I-It work relationship is not much different than the one between a thirsty person with money and a vending machine with beverages.
If it’s true that younger workers crave purpose and meaning,
we may need to reevaluate how we evaluate. Rather than asking your boss: What
incentives and compensation will I get for meeting and exceeding my objectives
this year? Try this question instead: How will we share responsibility for each
other’s success this year?
The story goes that my parents met with my sixth grade science teacher during a school open house and when they asked him how I was doing in class, he told them, “Well, you know what we say about Jay; often wrong, but never in doubt.” I will never know for sure what happened during the open house because my mother always opted for the version of any event that made for the better story.
During a dinner party shortly after the visit with the science teacher, she shared the comment with Dora and Bernie Jacobs, friends of my parents that I had known my whole life. After hearing the story, Bernie dubbed me with the nickname, “Often.” Forty-odd years after that parent-teacher conference, I told the story to Nancy Southern, the chair of my dissertation committee. She seemed to enjoy the punch line a little too much. “Still?” I remember thinking to myself, “I’m still an insufferable know-it-all?”
After trying out several colleges and even more majors, I stumbled upon philosophy. I felt strangely secure amidst the constant state of philosophical uncertainty. Come to think of it, maybe I was so committed to never being wrong that I eagerly embraced a discipline in which nobody was ever right. I loved being part of a community of people who argued in order to make ideas more beautiful and unassailable. I became a contradiction in terms, a devout doubter. I concluded that what others saw in me as a lack of doubt, I saw as unwillingness to accept ideas at face value.
I loved studying philosophy, but I dreaded coming home on breaks and talking to adults who wanted to ask me about school.
Jacobs: What are you studying in school?
Jacobs: What are going to do with that?
I would usually come up with some jokey deflection to mask my true feelings about being asked, “What are you going to do with that?” “I’ll open a philosophy shop,” I would say. Or, “I’ll go into foodservice like everybody else with a liberal arts degree.” By the way, I did actually go into foodservice although I feel like the phrase, “I went into foodservice” overstates the situation. I got a job washing dishes; twenty years later I headed a corporate training and development department for a chain of casual theme restaurants. I guess you could say that foodservice got into me.
Dora Jacobs, with her perfectly reasonable yet irritating question about what I would do with a degree in philosophy is in good company. For years, the quickest way to undermine my credibility with colleagues and clients was to mention my undergraduate degree. I offer in evidence Episode 5 of Season 2 of Aaron Sorkin’s HBO series, “Newsroom.” In one scene, the Director of the news division, Charlie Skinner played by the archetypically avuncular Sam Waterston is having a conversation in his office with an old naval intelligence buddy named Shep. Shep asks after Charlie’s daughter:
She’s in Amherst.
What’s she majoring in?
do you do with a philosophy degree?
It takes all the energy I have not to ask that question at Thanksgiving
Et tu, Aaron Sorkin?
It has taken me years to recognize that I avoided answering the question, because I felt insulted by the presumption that learning is a means to an end. Learning, like humanity vis-à-vis Kant’s Categorical Imperative, is for me an end in itself. (Hah! Take that Dora Jacobs).
Training in philosophy is like training to be a miner. Students of philosophy learn to recognize rich veins of inquiry and use the tools of the trade to open them up and assess their worth. We spend most of our time in the dark and below the surface. The sane ones come up to the surface and return to friends and family between shifts. The lost ones confuse the mine for reality. If you think I’m being overly critical of a noble academic discipline, consider that both Socrates and Wittgenstein likened philosophers to flies. The former thought of philosophers as gadflies to the state, the latter claimed that the aim of philosophy is to “show the fly the way out of the bottle.”
Because I had supported myself with foodservice work in college, I was able to parlay my sorting skills (thoughts and silverware) into a job as a restaurant manager. For me, the way out of the bottle was busyness. When hungry customers are lining up at the door, when servers and cooks are squabbling in the kitchen, and when bartenders are running out of clean glassware, the manager has no time to ponder the ethics of serving meat or whether alcohol influences the nature of truth. Eventually, somebody with authority decided that I was hardworking and thoughtful and rewarded me with a promotion to the corporate office. I now had my first office job. A job that involved running around less and thinking more. I was being lured back into the bottle.
Early in my corporate career, I received a performance review warning me that I was developing a reputation for being “quodlibetic.” Seriously, my boss included the word, “quodlibetic” in my performance appraisal. According to the Merriam Webster on-line dictionary, the word, “quodlibetic” means consisting or of the nature of a quodlibet: purely academic; also: characterized by or fond of academic discussion. I imagine my old boss wearing out a thesaurus to find a way to gently criticize me for derailing conversations with impractical questions and quibbling over inconsistencies in the way my co-workers expressed their ideas. I understood the feedback, but secretly I took it as a compliment.
Several years and a few promotions later I found myself working in an even larger corporate office for an even larger foodservice company. As a team leader, I was invited to attend a leadership development workshop led by an upbeat and inspiring woman named Linda Dunkel. Linda led us through a transformative three-day workshop called Facilitative Leadership®, a workshop designed by a Boston-based consulting and training company called, Interaction Associates. The moment Linda referenced Aristotle’s Rhetoric during a lesson on how to share an inspiring vision, I should have known that I would end up working for Interaction Associates.
Which brings me to the plot twist and the reason for this post. After nearly twenty years as a consultant with Interaction Associates, and more than thirty years after getting my undergraduate degree, it turns out that the world sorely needs philosophers. Specifically, the world needs leaders and citizens with thinking skills designed for conditions of uncertainty, ambiguity, and change. In fact, I would argue that the global ascendency of nationalism represents an inability to adapt when one’s worldview is challenged. If nothing else, training in philosophy prepares you to question world-views, including your own. It may be comforting to hold on to assumptions that no longer serve us, especially assumptions that shape our identity. Unfortunately, comfort holds us back; comfort settles for the status quo. The faster things change, the more tempting it becomes to blame change rather than blame our capacity to adapt. Without the ability to pause temporarily for philosophically detached reflection, we end up with rising levels of anxiety and divisiveness.
In the Fifteenth Century, it was reasonable to think that our Sun circles a flat Earth because that was how it seemed. The answers and knowledge of the Fifteenth Century comforted our ancestors, but also kept them stuck in their ways. Leaps of progress are not born of answers; transformative progress results from changing the questions. As questions improve, answers lose their footing, which clears the way for better questions. Before Newton, “Why does the apple fall to the ground?” was the best form of the question. After Newton, the question became, “Why do objects like the Earth and an apple attract one another?” After Einstein, the question became, “How does the Earth’s warping of space-time and the apple’s warping of space-time explain the two objects getting closer to one another?” As we continue to explore and learn about the universe at very large and very small scales, new insights and hypotheses arise that continue to shape the way we pose the question. Some theoretical physicists studying “dark matter” and “dark energy,” conclude that the phenomenon we describe as “gravity” is an illusion in the same way that the phenomenon we experience as “temperature” becomes meaningless at the microscopic level.
Until schools stop shoveling test answers into the heads of our children in the name of learning, we will have to reacquaint adults with the curiosity that came naturally to them as kids. When we become skilled at asking better questions, better questions will feel less scary and more practical. As a starting point, consider inviting a philosophy major to your next meeting.
A leader walks into a bar. She says to the bartender, “I’ll have a beer.” The bartender replies, “What problem are you trying to solve?” The leader walks out.
A couple of weeks ago, I worked with an aerospace company whose Human Resources department was shifting to a new service delivery model. Like many HR departments, they want to alter the way line leaders see the role of HR and make use of HR services. For the last several years, HR departments in large organizations have restructured, retooled and retrained so that business leaders stop viewing HR professionals as order takers and start collaborating with them as strategic business partners.
HR professionals aren’t the only experts who feel constrained by requests from decision makers. IT professionals are often asked to build solutions without due consideration of systemic impacts or even a conversation about more efficient non-technical options. I had breakfast with a marketing professional the other day who was working on a new template for creative briefs submitted by internal clients requesting design support. Her team felt the template needed updating so that business leaders stop submitting lists of specifications and instead describe desired impressions and the intended audience.
What problem are you trying to solve?
Consultants have been taught to ask their clients, “What problem are you trying to solve?” as a way to shift the conversation away from order taking. Asking about the nature of the problem rather than discussing how to implement a request allows the expert to problem-solve with the leader rather than simply enact the leader’s solution. Programs, task teams and new processes that originate from uncritically implementing a business leader’s request, often result in wasteful activity and misaligned priorities. After all, even if you are experiencing familiar symptoms and you tell your doctor you need an antibiotic, you can bet that the doctor is going to ask a few questions and conduct a few tests before writing the prescription.
In theory, it makes perfect sense to slow leaders down to ensure the right problem gets solved. We want to make full use of our functional experts who may have interesting perspectives or an alternative the leader hadn’t considered. At the very least, a functional expert can gather data so that leaders make informed decisions before taking action.
In practice, many leaders feel as though they have given due consideration to their situation and feel confident about the efficacy of their request. As Peter Block pointed out decades ago in his pioneering work Flawless Consulting, the consultant might want to establish a collaborative relationship with the client, but the client might simply want an extra pair of hands to get work done. Some people who walk into a bar want a suggestion from the bartender. Some people know what they want. The best bartenders know the difference.
The next time you find yourself across the desk from a leader placing an order for a solution and all the while you’re thinking, “That won’t work,” buy yourself a little time to plan a scoping conversation by making the following proposal: I’d like to schedule 30 minutes with you to learn more, so that I don’t make the wrong assumptions about what needs to be done.
Design the scoping conversation around four questions. The questions make use of the Unstuck Minds Compass model and will help ensure that you walk away from the scoping conversation with an agreement on the strategic question that will guide the work.
As an example, let’s say the head of a manufacturing group made the following request, “I want to put all of my supervisors through diversity training.”
1. Contextual Inquiry: What’s changing?
You will need to understand the leader’s motivation for investing time, energy and resources to change the current situation. In particular, you’ll want to know whether the need has been building over time or if it’s in response to something new. Listen for and ask about factors outside of the leader’s functional area.
For our example, you might learn that the leader has been hearing about sensitivities of younger workers to things like implicit bias. Perhaps the leader has been paying attention to media coverage of topics like “White Privilege” and the “Me Too movement.” The leader may also be thinking about demographic shifts creating a wide range of generations all working together in a manufacturing facility.
2. Critical Inquiry: What’s holding things in place?
Next, you’ll need to learn about aspects of the current situation that have become the source of dissatisfaction. Given what you learned about what’s changing, what is it about the status quo that has become unsustainable? What existing habits or routines will create tensions between the way things are and the way things are going?
For our example, you might learn that many of the plants have inadequate locker room facilities for women. You might hear a story about an argument that broke out about which cable news channel was being broadcast in a break room. Maybe the leader received an anonymous complaint about a plant supervisor who starts his weekly safety meetings with a prayer.
3. Collaborative Inquiry: Whom will we organize around?
Now that you understand the context of the situation and its relationship to the status quo, it’s time to focus the assignment. Any solution that depends upon people altering their behavior must consider the specific population being asked to change and how the change connects to their needs.
In our example, we might determine that focusing on all people managers in the manufacturing group makes the most sense. Maybe we learn that there is a wide disparity of comfort with the topic of diversity and inclusion among the managers. Deeper inquiry might reveal undercurrents of resentment and feelings of injustice below the surface of discussions about how we include and exclude people based on the circumstances of their identity.
4. Creative Inquiry: What question will guide our work?
Having a guiding question rather than a set of static outcomes allows for new information to emerge that can be incorporated into our definition of the challenge. A question points us in a direction. An Unstuck Minds question eliminates the thinking traps that limit and misdirect.
Our example started with a question about implementing a request: How do we get the manufacturing supervisors through diversity training?
After using the Unstuck Minds Compass to scope the issue, we might choose to ask ourselves a different question: How might people managers in our manufacturing facilities help our employees feel welcome and respected?
Once we have a strategic question to guide our work, we can describe success and identify the elements of our response. One element may include training, but we now know what needs the training should address and what other changes can be included that will put the training into a broader, more sustainable context.