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How to Use the HERO Model for INDIVIDUAL changes…

I’m often surprised at what business psychologists know, that ANYONE could benefit from knowing and practicing… 

This content is #1 of 3 articles.

Title: The HERO Model: An approach for Navigating Organizational Changes in Family Enterprises

All leaders and advisors struggle with Organizational Change.  How could our work be anything else?  Family enterprises are infinitely complex.  No one likes to be told to change.  We all bring our biases and adopt heuristics to reduce that complexity.   Attorneys say, “We mitigate risk.”  Wealth advisors say, “We leverage capital assets.”  Next Gens say, “We want to innovate.”

We all use heuristics (patterns for what works) to reinforce the structures that reflect our worldview for each family system.  One common example is the multidisciplinary views of capital, that include financial, social, human, family, legacy, and intellectual views of capital.   Those views of capital are resource-based, and the capital diminishes as we age.  In my final years, for example, I will forget people and information, and my financial assets will be invested into healthcare… just like each of our clients. 

What would happen if more practitioners adopted a more pervasive and universal view of capital? 

Social psychologists (like me) know that Psychological Capital (PsyCap) is a dynamic, validated construct that can be used to describe our clients.  PsyCap is defined as a construct based on 4 inter-related competencies: Hope, Efficacy, Resilience, and Optimism (see the APA link here, or read the book here).

As the primary author, Fred Luthans, recently stated to me, “PsyCap has and continues to take off across the world … I have over 166,000 citations of my research which has been awarded in the top 1% of all researchers in all fields in the world and ranks #1 in organizational behavior textbooks. In other words, I am very happy with how PsyCap research is going, especially in the global economy.”  (direct communication 9.5.24).

 The HERO model is more than a convenient acronym.  The HERO-within model is a critical approach that practitioners can apply at multiple levels- individual, team/ family, and organizational/ societal. 

I have applied the PsyCap model with countless clients for decades.  You can also do so!

And ANYONE can apply this model to themselves.

Practitioners, by definition, need to practice new behaviors and share them widely.  My opinion is that practitioners have a fiduciary responsibility to practice both new ideas (innovation) and celebrate strengths (stability) every day. 

The purpose of these 3 short articles is to introduce the HERO model, like a new vocabulary term, and examples that can be applied by advisors in any discipline.  I invite you to assess how you can apply these practical examples with yourself, your loved ones, and with the clients you serve. 

Imagine that you are building a house with a garden that you hope will support generations of loved ones.  Hope is defined as “the will and the way” to build a better future (read the book here).   Every business founder believes “I can build this product or service.”  Their hopes are often defined in founder’s history books or videos, vision statements, the stories told and re-told at gatherings.  Efficacy is the capacity to build that new house, to get the job done.  We all use blueprints such as values statements, family constitutions, charters, phased strategic plans for new projects.  Resilience is our capacity to respond to adversity by returning to the same or a better level.  Examples include our responses to global disease, market adversity, or loss of our loved ones.  Optimism is our choice to believe in a positive outcome, such as well-being for our children and grandchildren.  All four of these competencies can be measured, taught in under 90 minutes, and developed over time.  The PsyCap impact is more significant when all four competencies are measured (a second-order effect) than when only one or three competencies are measured. 

Here are examples for how we can accelerate PsyCap at three levels:  Individual, Team/ Family and Organizational/ Societal.

Article #1 of 3: The HERO Model applied at the Individual level

We all need to look in the mirror at times.  We all need to exhale.  All good leadership development models start with self-awareness and lead to new actions, so it makes sense to start this list of activities with assessments, then several new behaviors that you can implement immediately.  

   A.  Pre-Meeting or Annual Surveys.   For years I’ve embedded these 4 questions into surveys so that I can provide a summary of PsyCap changes over time.  Directions:  On a scale of 1 (low) to 10 (high) how do you assess each of the following?

                  1.  Hope.  I have “the will and the way” to achieve my goals.

                  2.  Efficacy.  I feel confident that I know what I need to do to achieve my goals.

                  3.  Resiliency.  I can get through difficult times or challenges.

                  4.  Optimism.  I am optimistic about what will happen to me in the future.

When I share the data, I also encourage people to use these four vocabulary words regularly.

   B.  Self-Assessments.  Individuals and teams can clarify values using free tools like https://www.viacharacter.org/ or https://www.lifevaluesinventory.org/

Personality and behavioral data including strengths and derailers can be assessed from https://www.hoganassessments.com/ or https://www.discprofile.com/

   C.  360-Assessments.   The most valid form of assessment is anonymously collected from others and focuses on the behaviors of family and non-family leaders.  See my process at https://assessnextgen.com/

   D.  Reflected Best Self activity.  When I ask 10-15 people to describe my strengths and weaknesses, those details can help me identify how I can be “At My Best.”  Our colleagues and loved ones may never have been asked to provide feedback or advice.  (See details at https://hbr.org/2005/01/how-to-play-to-your-strengths). 

   E.  Three Good Things.  The gold standard in social science, with over 100 years of research, occurs when a random sample population repeatedly has a significant result from an isolated behavior.  Imagine that you practice this new behavior for a week.  When going to bed, write down or state out loud Three Good Things that happened that day.  Simple activity, right?  If we measured your subjective well-being (happiness) daily, it would increase.  Related prosocial measures, like gratitude and kindness, also increase.  If you extend your Three Good Things activity into a journal for months and years, then you can ask your loved ones if they notice any results.  (read the book here).

   F.  Adopt a metaphor, such as building a new house with a garden where your great grandchildren can flourish.  When we “design a future self or future house” then we can adopt that metaphor and practice flourishing.  Ask any founder.  Or ask any parent.  When we hold newborn children, we always whisper our best intentions and hopes.  Why not do the same for yourself and your clients?

Time to pause… what do you think?

Article #2 in this series will focus on the team/ family level.

Article #3 in this series will focus on the organizational/ societal levels of organizational change.

Conclusion

Like every practitioner, I’m regularly reminded of how little I know.  I ask for advice, and read, and on good days I listen well.   Then I try something new.  The PsyCap term may be new to some readers.  However, the words “hope, efficacy, resilience and optimism” are ancient and familiar. 

If we embrace the HERO model for our loved ones and our clients, then we are practicing ancient wisdom, in a new way.  (See my riveting dissertation here).

My experience is that Psychological Capital describes family-centric values over a longer term than any other measure of capital. 

Please add your thoughts if you share that bias or want to continue this conversation!

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Daddy, What are the 2 keys to success?

Recently our high school-aged daughter asked, “Daddy, you talk to people all day long about their success.  If you can make it simple, what are the two keys to success?”

If she was quizzing me, then I failed.   Perhaps because I did not expect the question, perhaps because I wanted to say something special to her.

I said something trite:  Focus on your strengths.  Persist.  Follow your passions.  Build a great team.  But sadly, like most of us, perhaps, I just  could not find the words.  Frankly, I struck out.

Then yesterday someone made it simple.  Now I can answer her…

What are the 2 keys to success?

1.  Attention, and 2.  Support.

Just as we attend to an infant and support their growth, we create gardens of success.  Every successful person talks about those who gave them attention.  Their mentors.  Their elders.  Their coaches.  Those who listened well, believed in them, supported them.    After repeated actions toward a desirable goal, those people thrived and eventually felt successful.

This morning I shared this idea with someone.  She doodled a circle, then drew an exclamation point, bold, in the center of the circle, to represent “attention,” then she gave it legs to represent “support,” then gave it an arrow to represent a future success.  That image works!

******************

The same pattern occurs in a coaching engagement.  When I first meet someone they may be uncertain of the process, unclear about why they are receiving the attention.    A common fear is that coaching is a process of “fixing behavioral gaps or deficiencies.”  As if we could dunk people into a “flea and tick bath” and they emerge cleaned, ready for the next challenge.  Instead, people decide if they like the attention, if they can use the support, and if they want to develop their strengths.    That choice is the key to success.

So, key coaching questions may include, “Who do you need to give more attention to?”   Or, “How can you support someone’s strengths?”

Time to go… I now have an answer for my daughter.

What are you going to do?

 

Why I hate the phrase “Soft Skills”

I hate the phrase “soft skills.”

Yesterday, I was at a project site, working with 10 people in 10 hours, and each person had concerns related to CORE business skills.  Nothing ”soft” at all.

Their concerns included:  conflict management, communication, delegation, listening, feedback, role clarity, alignment, engagement, motivating others, self-motivation, maximizing productivity of others, career development, managing work and family and health….

These are CORE Skills.  Essential to their success.   And there is nothing “soft” about developing these skills.

Perhaps it is time to rename skill development into two columns:  Core skills (essential to business, hard to quantify) and technical skills (secondary to success, easy to quantify.)

  1. Consider what is taught in MBA programs?  Or your training department?
  2. Consider what is tied to your employee incentives?  Or promotions?
  3. Consider what has determined your success to date?
  4. Consider what will likely determine your future success?

My hunch is that your answers to questions 1 and 2 included technical skills.  Easy to train, easy to measure, easy to track, yet secondary to your success.

Yesterday, one of my clients talked about his “Success Team.”  He listed 4 influential people, and 3 were on site.  I urged him to develop at least 6 people on his Success Team.  And if he did not know the names of his target Success Team members, I urged him to select “the smartest person in the U.S. who wants this project to succeed.”  He wrote down that phrase, and he will find the people soon.

Thankfully, we can each develop our core business skills when we ask for help.

One of my coaches says, “Individuals do not succeed, despite what history books and company records state.  Teams succeed.”

So, how are you developing your core business success skills?

Who are you asking for help?

From Total Immersion Swimming to …. your challenges

My undergraduate roommate was a NCAA swim champion.  All of his friends shaved their heads and legs to prepare for important swim meets.  And they coerced me (and everyone who lived in that hallway) to take swimming lessons.  So, I became a Water Safety Instructor (WSI).  Years later I taught advanced lifesaving skills at a summer camp.

I swam for only two reasons:  1) to cool off when it was hot outside, or 2) to survive.   Later, I taught whitewater kayaking and canoeing.  When the rapids tossed my boat upside down or sideways I had to swim hard.  My helmet had a sticker saying “Don’t Drown- It will Spoil Your Day.”   So I flailed in order to survive.

I never learned to swim a proper freestyle.  I learned to flail.  To survive.

When I turned 51, one of my triathlon buddies cornered me.  “So, when are you going to get past this head trash?  When are you going to learn to swim properly?”

He pointed me toward Total Immersion Swimming instruction.  I checked out videos on YouTube.  Their instructors looked smoother than Michal Phelps.  I was ready to face my fears.  So I hired a local coach and stumbled toward the local pool.

Coach Dinah siad, “Show up at 0800 with goggles.  You don’t need to prepare anything.”  She was wrong.

I bought goggles, but did not know how to fit them.  They leaked.  She taught me to mush them into my face until they created suction and kept the water out.  Lesson #1= do what you can to at least look like a swimmer.

From the bottom dresser drawer, I grabbed the 20+ year old purple triathlon swim shorts.  My wife said, “Those are too short to wear.”  She was right.  When I got to the locker room I learned that the elastic was gone.  Unfazed, I stapled the waist band 1″ shorter.  McGyver-style.  Then I stuck a jumbo-sized paper clip into the waistband.  As if that could keep those old shorts from falling down.  When I leaned forward they revealed more than anyone needed to see…

Coach Dinah pulled out her video camera and simply said, “Show me your best stroke.  Off you go.”

When I shared the video clips with my wife and daughters, later that night, they laughed until one rolled onto the floor.  My shorts nearly slid off my backside.  My arms flailed. I made thousands of bubbles…. and made it 2/3 of the way across the pool.

Just one more example of a time when the phrase “conscious incompetence” applies.  I stood a long distance from “unconscious competence” or mastery.  This process had started ugly…

I certainly had a lot of room to develop.

Coaching others is similar…

I know that we can each face challenges and develop new behaviors.  I know that we can change.  I know that we can overcome bad habits, we can improve patterns that formerly caused us to flail.

Coach Dinah is helping me embrace new challenges.  Here are some takeaways.  They may apply to your world too:

  • Regular practice helps develop new skills  In the last 14 days, I skipped 10 days, then practiced 4 days in a row.  That is more than ever, but not enough.
  • Video trumps imagination.  I had never imagined how poor my form was.  The video provided objective data, undeniable evidence, of the current state.  The YouTube and instructional videos provided different evidence, of an improved state.
  • Breathing is not necessary.  I loved this idea.  Coach Dinah explained that for the first few sessions my focus needed to be on proper body position to reduce resistance.  She said, “Just put your head down and go.” Perhaps someday I will get to the lesson that includes proper breathing technique…
  • When scared, just stand up.  The pool water depth varies from 3.5 to 5 feet.  No problem.  I can stand up, and breathe with confidence, at any time.

Call me foolish, but every so many years I need to learn a new skill.   Life is filled with challenges.  I no longer want to be scared by the idea of a long freestyle swim.  So it is time to learn some new behaviors.

How about you?

What challenges are you confronting?

And how is your “Coach Dinah” helping you progress?

Who/ What do you listen to?

One of my coaching clients recently shared some CDs based on this question.  He provoked me.  And I loved it.

Take this quiz:

1.  I watch the evening news (despite its focus on violence and deprivation)

2.  I listen to negative feedback from customers more than positive feedback

3.  I regularly focus on the positive qualities of my life, and state them as choices

4.  I agree that over 70% of people are motivated by fear

Now pause.  And notice what you are feeling or thinking…

Who/What do you listen to?

If you listen to negative messages you will see the negatives.

If you are reading this blog, then you probably want to see positive results.

Here are three favorite resources: Martin Seligman’s research into Learned Optimism assures us that those who learn to be optimistic can have tremendous health and professional benefits.  And Marcus Buckingham’s research at the Gallup foundation in Significant Strengths found that individual and team success is a result of intentional focus on your strengths.

In 2008 I attended a 3-day coach certification program lead by iPEC in Chicago.  The gist of the content was to introduce the relationship between anabolic energy (positive, constructive, healing and growth-oriented) and catabolic energy (draining, destructive, potentially toxic.)

We have choices: to live anabolically or catabolically.

And we all know that who we listen to effects how we think/act.  Examples abound, from talk radio to war-based propaganda to marketing.

A better question may be:  Who/What do you CHOOSE to listen to?

Some people wake up and intentionally:

  • spend 30+ minutes in yoga, or regular exercise
  • spend 10+ minutes in prayer, or reading uplifting material such as “Success” magazine
  • spend 20+ minutes writing expressions of gratitude in a journal, or love letters to family, or  paint a gift

Throughout the day some people intentionally:

  • begin every conversation by asking, “Is this a good time for us to talk?”
  • end every conversation with a specific, genuine compliment
  • maintain a list of the 5+ daily calls to friends or positive people that they make
  • create a better future by focusing on HOW to make someone feel better, be more productive, own a success, etc

So, who/what are you CHOOSING to listen to?