We often end up using words “change” and “transformation” interchangeably. In many cases that I observe, transformation is the fuzzy word that leaders use to describe operational shifts within their teams or businesses.

Many years ago, I participated in a tweet chat where someone aptly tweeted,

“Transformation prescribes the vision. Change subscribes to it.”

All change is not transformation. E.g. Painting walls of the house and redoing interiors is change. All transformation is change where the fundamentals/essence of the subject changes. E.g. Tearing down the walls of the house and rebuilding it from scratch is transformation. Nothing of the old remains.

Here is a quick #sketchnote summary that outlines the important differences and enables a better understanding.

Great Quotes: Creativity and Style

As a creator and professional, I often get hung up on adhering to the style that has always worked for me. Style is a reflection of who we are and it is built in the process of doing our work. The challenge is to ensure that our style does not limit us in exploring newer ways to be, do and express.

In that context, I read this brilliant post by Austin Kleon presenting quotes from the masters on Style. Here’s one that resonated the most with me.

“The way to professional accomplishment: you have to demonstrate that you know something unique, that you can repeat, over, and over and over until ultimately you lose interest in it… The model for personal development is antithetical to the model for professional success….Whenever Picasso learned how to do something he abandoned it.” – Milton Glaser

Doodle Card: The Way You Do It

You can do trivial things as if the world runs on your shoulders. Or you can do mighty things in spirit of playfulness. It is our awareness that matters. Awareness enables us to choose our discretion towards work.

Great work is always a reflection of joy that the creator pursues. This quote by Ram Dass is a powerful reframe of how we see our work and life.

(The image above is an experiment to communicate wisdom using zen doodles. I hope you like it.)

Visual Thinking: A Tool for Change and Transformation (Workshop)

Change depends on people’s ability to envision the future collectively and clearly. Visuals have always been a tool for enabling change and transformation. However, our brain easily skips the cliched computer generated visuals. Hand-drawn visuals like sketchnotes are a wonderful tool to learn immersively, collaborate and see problems clearly. Join the upcoming workshop to learn visual thinking practices as well as reconnect with drawing as a way to make sense.

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Updated: Visual Leadership Pack of 65+ HD Sketchnotes

If you liked the sketchnote summary above, check out the Visual Leadership Pack of HD Sketchnotes – a compilation of high-resolution sketchnotes with 68+ powerful (and timeless) ideas to elevate your leadership and learning game.

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“Customer Focus” is the most common corporate value that companies adopt. This often leads to a myopic focus on customer experience at the cost of other things that contribute to a superior customer experience.

Ultimately, people serve people. Organizations that adopt such lofty values often fail to deliver a superior customer experience because they fail at delivering a great employee experience.

I am very excited about the release of Tiffani Bova’s latest book – “The Experience Mindset” for three reasons:

First: The book is an excellent read at a time when businesses tend to obsess over customer experience at the expense of employee experience. The book goes on to show, through deep research and insightful stories, how successful companies go about improving employee experience (EX) and Customer Experience (CX) together to create growth. People are at the heart of how customers experience your company and building a culture that delivers positive employee experience is a significant competitive advantage.

Second: I had the wonderful privilege to collaborate with Tiffani again to create visual stories that are a part of this book. I had also illustrated case studies and chapter summaries for her WSJ bestselling book Growth IQ in 2018.

Third: The book was #1 Amazon New Release in categories of Organizational Change and Human Resources. Within a few weeks of the release, it went on to the Wall Street Journal Bestseller list.

BONUS: I am delighted to be associated with two books in Wall Street Journal Top 10 List. Apart from Tiffani Bova’s book “The Experience Mindset”, I also illustrated summary of the book “Emotional Intelligence 2.0” earlier this year. Working with top thinkers and authors across the globe illustrating their ideas and more importantly, learning from it is such a privilege.

Visual Thinking: A Tool for Change and Transformation (Workshop)

Workshop: Visual Thinking and Sketchnotes for Clarity, Communication and Problem Solving

[Updated] Visual Leadership Pack of 68+ HD Sketchnotes

If you are a visual learner, you might want to check out the Visual Leadership Pack of HD Sketchnotes – a compilation of high-resolution and high-signal sketchnotes with 68+ powerful (and timeless) ideas to elevate your leadership and learning game.

Relationships are built (or ruined) one conversation at a time. I have always seen effective conversation as a way to transfer energy between people in a way that fosters understanding, builds trust and inspires growth/change.

I can distinctly remember every single radical conversation I had with my peers/mentors/bosses that moved the needle for me and led me to growth opportunities. As someone who has immensely benefited from the conversations other people had with me, I try to use my conversations with others as a way to transfer positive energy that leads to learning, change and growth. This mindset of seeing conversations as a medium to exchange energy helps me immensely when I coach, train and facilitate people and teams.

Conversations are the currency of great leadership because they have the power to guide other people’s journeys, foster collaboration, build culture and tackle challenges as a team.

In their book “Managers as Mentors”, Chip R. Bell and Marshall Goldsmith write,

“Dialogues are interpersonal crucibles for blending facts, figures and feelings to enable learning and understanding.”

And yet, leaders having effective dialogues that move the needle for others is a rarity in many teams/organizations I work with. Why does this happen? Here are a few reasons that come to mind:

Poor listening (for verbal and non-verbal cues)

Dominating the conversation (ego, conversational narcissism)

Power struggle and authority

Extreme focus getting things done at the cost of others

Prejudices and constant judgment of others

Distractions

Lack of empathy

Here is a simple 10 point checklist sketchnote on how to have effective coaching dialogue with others.

Related Reading at QAspire:

Also Check out:

Raise the Bar: A collection of 68+ HD sketchnotes with timeless insights on leadership, learning and change.
Register for the upcoming “Visual Thinking and Sketchnote” workshop to reconnect with your visual thinking super-powers for better learning, communication and collaboration.

When You Are at Your Best, What Are You Doing?

Leadership is not an easy task, and even the best leaders are susceptible to errors in thinking that can hinder decision-making and, ultimately, organizational success. Research shows the most common cognitive biases and fallacies affecting leaders. Recognizing and avoiding these pitfalls can significantly enhance leadership effectiveness. Here is a list of those ten most common thinking fallacies leaders suffer from (and should avoid):

1. Confirmation Bias

Leaders with confirmation bias tend to search for, interpret, and remember information in a way that confirms their preexisting beliefs or values. This can result in poor decision-making and a lack of innovative thinking.

Examples:

A CEO ignores market research that suggests a new product will not be well-received because he or she firmly believes it’s a good idea.

A manager only listens to team members who agree with them, neglecting diverse opinions that could offer a new perspective.

2. Overconfidence Effect

This cognitive bias leads leaders to overestimate their knowledge, skills, or abilities, often resulting in rash decisions without adequate planning.

Examples:

A project leader believes their team can complete a complex project in two months, whereas realistic estimates suggest six.

A business leader expands into new markets without sufficient research, thinking that past success will automatically translate to new ventures.

3. Sunk Cost Fallacy

Leaders affected by the sunk cost fallacy continue investing in a project based on the amount already invested, rather than evaluating its future value.

Examples:

An executive continues to invest in a failing project because they have already spent considerable resources on it. Also know as “throwing good money after bad money.”

A team leader keeps an underperforming employee because of the time and money spent on their training.

4. Groupthink

In an environment where conformity is valued over critical thinking, leaders may disregard their own views or skepticism to avoid conflict. It also happens when team members with different perspectives are unwilling to share them because they don’t conform to the popular group thinking.

Examples:

A board of directors unanimously approves an unethical business decision because no one wants to appear confrontational.

A manager ignores potential issues with a new initiative because they don’t want to be the only one questioning it.

5. False Consensus Effect

Leaders suffering from the false consensus effect overestimate the extent to which others share their opinions and beliefs.

Examples:

A CEO assumes that their enthusiasm for a new corporate strategy is shared by all employees.

A leader thinks that their moral values are universally accepted by their team, without checking in for differing opinions.

6. Fundamental Attribution Error

Leaders often attribute people’s behavior to their character rather than situational factors, which can lead to unfair judgments.

Examples:

A manager attributes an employee’s late arrival to laziness, rather than considering external circumstances like challenges with childcare.

A leader blames a project failure solely on the team’s incompetence, ignoring contributing factors like inadequate resources.

7. Halo Effect

Leaders influenced by the halo effect judge someone’s performance or character based on a single positive trait. Also, strategies of successful companies are considered essential for one’s own company even though circumstances may differ substantially.

Examples:

A leader promotes an employee based solely on their charisma and popularity, overlooking other important skills.

A manager only listens to advice from people they personally admire, ignoring valid contributions from others.

8. Anchoring Bias

Leaders fixate on the first piece of information they encounter and base subsequent decisions on this “anchor,” often ignoring new data.

Examples:

A business owner sets the price of a new product based on the first estimate they hear, ignoring market research.

A CEO sticks with an initial supplier without exploring potentially more beneficial partnerships.

9. Negativity Bias

Leaders affected by negativity bias focus excessively on negative details or events, often overshadowing positive achievements.

A manager focuses only on what went wrong in a successfully completed project.

An executive remembers a single failed venture, neglecting multiple successes.

10. Dunning-Kruger Effect

Incompetent leaders overestimate their ability, not recognizing their lack of skill.

Examples:

A new team leader believes they know all there is to know about team dynamics, ignoring advice from more experienced colleagues.

A startup founder thinks they can singlehandedly manage all aspects of the business, from marketing to finance, without expert help.

Conclusion:

Understanding these common thinking fallacies can help leaders take a more informed and critical approach to decision-making. By being aware of these pitfalls, you can avoid them. To lead better, learn to think better.

Mark Sanborn is an inspiring leadership keynote speaker and Leadership Expert in Residence at High Point University, the Premier Life Skills University. He teaches leaders and teams how to be extraordinary. For more information about his work, visit www.marksanborn.com. 

What Will Be Different This Time?

Digital communication has transformed the way we convey messages using the spoken or written word. These changes may or may not be for the better, depending on your perspective. Knowing what they are, however, and understanding the changes can make you a better communicator.

So what is different today? 

1. Social media has given people a platform to share their thoughts and opinions on a global scale, leading to more public and open conversations.

2. And it has also made it easier for people to disseminate bad or incorrect information.

3. It is harder than ever to assess the validity of information.

4. Influence has been commercialized. The messenger often trumps the message in terms of impact. Profit is often driven by tenuous third party endorsement.

5. The use of acronyms and emojis has become more common in written communication. While convenient, it has resulted in decreased nuances in meaning and emotion.

6. Spelling and grammar have become less formal, with more informal language and contractions used in everyday communication. This informality isn’t without risk. As the cliche goes, casualness can create casualties. The effectiveness of beauty of good writing is affected.

7. The use of voice recognition technology has made spoken communication easier, with virtual assistants such as Siri and Alexa becoming more popular. The imperfect translation from voice to print can cause humorous if not disastrous consequences.

8. The use of video conferencing has become more common, making remote communication more accessible. It has also resulted in what has been called “zoom fatigue” and an over reliance on video conferencing diminishes relationships.

9. The use of slang and colloquial language has become more common, particularly in informal spoken communication.

10. The use of nonverbal cues, such as facial expressions and body language, is becoming more important in video communication.

11. The need for brevity in communication has increased, with people preferring shorter, more concise messages.

12. The use of artificial intelligence and machine learning has made it possible to automate certain aspects of written and spoken communication, such as chatbots and automated customer service responses.

13. ChatGPT is dramatically changing how we access and assemble information into various types of communication.

What changes, large or small, have you noticed?

Mark Sanborn is an inspiring leadership keynote speaker and Leadership Expert in Residence at High Point University, the Premier Life Skills University. He teaches leaders and teams how to be extraordinary. For more information about his work, visit www.marksanborn.com. 

At our recent IIC Partners global conference in Paris, Renee Arrington, President & COO of Pearson Partners, moderated a panel on Global HR Trends That Are Transforming Business, featuring three HR executives from leading European companies. The panelists represented diverse industries—heavy manufacturing and defense, technology and FMCG—and offered great insights into how their companies and leaders are rising to the challenges of the new realities of working.

The discussion highlighted five top HR trends transforming business:

Organizational change: The Chief Human Resources Officer might be better called Chief Change Officer. Great HR leaders must understand their businesses deeply to support the CEO in designing an organization that fits the corporate strategy—especially during digital transformations and in fast-moving industries.

Remote and flexible work: Organizations must orchestrate a delicate balance between employee freedom and employee responsibility. The logistics of the workplace have forever changed. Employees are experiencing newfound freedoms and can personalize and curate their work experiences in many sectors. Yet, with great freedom comes great responsibility. Employees must recognize the employer’s commitment to providing this freedom and fulfill their obligations to perform and contribute to the company culture.

Innovative recruitment: Recruiting talent for trades requires new thinking. In a company where the balance of workers is 80 percent blue collar to 20 percent white collar, engaging with talent early in their educational journey and providing training and mentorship to develop the necessary skillsets is essential. The recruitment process also must be rethought to include innovative ideas like “job-dating” in factories as a way for candidates to try new things before committing.

The employee experience: Positive employee experience must be your North Star. Internal communications and workforce policies must be transparent, and decisions need to be supported by accurate data. These are essential ingredients for exemplary leadership in these times.

The future of work: A four-day workweek is a possibility in some sectors, and technology will continue to drive change. One of our panelists predicted that the four-day workweek is on the horizon for some global cultures. Another commented that technologies like 3D printing in manufacturing would continue to shape how work is done and lead to profound changes across supply chains and talent development programs.

We are in a unique period of change for the working world. It is perhaps the first time multiple change drivers of very significant impact have converged simultaneously. The changes in where and how we undertake our work demand a revolution in organization design, culture, engagement and communication. Employee performance oversight and empowerment require a new level of organizational trust and transparency. Leadership competencies have evolved—particularly for HR, whose strategic imperative is to have the right leaders and managers in place to meet these extraordinary challenges.

Pearson Partners International is a proud member of IIC Partners, one of the world’s top 10 executive search organizations. Operating through 40 offices and 460 consultants, our partnership delivers executive search, board and leadership assessment, interim management and talent mapping services along with other leadership consulting solutions.

In the hectic pace of daily life, it’s easy to lose our sense of wonder. But there is a remarkable power in cultivating wonder—the ability to experience awe, curiosity, and a childlike sense of marvel. By embracing it, we can infuse our lives with joy, inspiration, and appreciation for the world around us. And ultimately, wonder makes a leader more effective.

Four Benefits of Wonder

Ignites Curiosity: Wonder sparks our innate curiosity, opening our minds to new possibilities and encouraging us to explore the unknown. It fuels our desire to ask questions, seek knowledge, and discover the wonders that lie beyond our comfort zones. Curiosity is the catalyst for growth, innovation, and personal transformation.

Cultivates Gratitude: When we approach life with a sense of wonder, we develop a deep appreciation for the simplest joys and experiences. We recognize the beauty in the everyday moments—a blooming flower, a smile from a stranger, the warmth of sunlight on our skin. Wonder helps us cultivate gratitude, fostering a positive mindset and enhancing our overall well-being.

Inspires Creativity: Wonder fuels our imagination and unleashes our creative potential. By observing the world through fresh eyes, we find inspiration in the extraordinary and the ordinary alike. It encourages us to think beyond limitations, embrace curiosity, and explore innovative solutions. Wonder is a wellspring of creativity, inviting us to express ourselves freely and boldly.

Nurtures Mindfulness: Wonder anchors us in the present moment, allowing us to fully immerse ourselves in the beauty and intricacies of life. It invites us to slow down, observe with intention, and savor the richness of each experience. By practicing mindfulness through wonder, we cultivate a deeper connection with ourselves, others, and the world around us.

How to Practice Wonder

Enjoy the Simple, Small Wonders: Take a few moments each day to pause and appreciate the simple pleasures. Notice the colors of the sky during sunset, listen to the sound of rain, or just notice what’s around you with more attention. By intentionally acknowledging these small wonders, you invite more joy and gratitude into your life.

Curate Your Surroundings: Surround yourself with objects, images, and reminders that evoke a sense of wonder. Fill your living space with books, art, or photographs that inspire awe and spark your imagination. Rehearse the experiences and wonders of the past. Take advantage of the chance to explore parks, gardens, or natural landscapes.

Nurture Childlike Curiosity: Approach each day with a curious mindset, seeking opportunities to learn and grow. Ask questions, be open to different perspectives, and explore new hobbies or interests. Engage in activities that challenge your mind and encourage exploration, such as reading diverse books, attending lectures or workshops, or participating in community events.

Find Wonder in Relationships: Cultivate deeper connections with others by embracing wonder in your interactions. Listen actively, be present, and appreciate the unique qualities and experiences each person brings. Engage in meaningful conversations that spark curiosity and inspire shared moments of awe.

Embrace Playfulness: Infuse your life with a spirit of playfulness. Engage in activities that make you laugh, whether it’s playing games, dancing, or engaging in hobbies that bring you joy. Embracing a lighthearted approach encourages a sense of wonder and helps you see the world through a more playful lens.

Conclusion

In a world that often emphasizes productivity and efficiency, the power of wonder offers a way to a more fulfilling and meaningful life. By nurturing our sense of awe and curiosity, we unlock the magic in the ordinary and find joy in the extraordinary. Make wonder as a lifelong companion, and let it to guide you on a remarkable journey of self-discovery, creativity, and appreciation for the wonders that await you each day.

Mark Sanborn is an inspiring leadership keynote speaker and Leadership Expert in Residence at High Point University, the Premier Life Skills University. He teaches leaders and teams how to be extraordinary. For more information about his work, visit www.marksanborn.com. 

Forbes Names Pearson Partners International One of America’s Best Executive Search Firms