Forbes: To Succeed You Must Seriously Disrupt

As rightly Adam Hartung wrote: “We are taught, trained and indoctrinated to go along and get along, to not disrupt. In fact we’re constantly told to seek harmony”, though we live in a dynamic, continually changing world. Challenging status-quo is something leaders consistently emphasize on. change is live, and as said; if you stop changing; you die.

What’s important in Hartung article is not only the action of disruption and the status quo challenge, it is the perseverance and patience such change and bold moves require. Such disruption at Sun, or Honda, the two cases Hartung articulated requires taking long breathe and hold it for years, for fruitful results to unveil. It requires courage and momentum, it requires sacrifice and pain, it requires energy and energizers. How many leaders and companies do you think will have such mysterious blend! How many supportive boards executives are there!… Eventually, it narrows down to instilling a leadership, or say, disruptive culture at first place, so such bold moves and actions are welcome and entertained.

Here is snapshot from Hartung article, while you can visit Forbes to get it in full.

“From the day we start kindergarten we fear the teacher’s call to our parents saying, “Hello Mr. and Mrs. Smith. I’m sorry to tell you that Mary has been disruptive in class.” We are taught, trained and indoctrinated to go along and get along, to not disrupt. In fact we’re constantly told to seek harmony. But in business that can destroy your entire value.

Micromanage at Your Peril: Another perspective

This article by Christina Bielaszka-DuVernay published in Feb 2008 is quite interesting. The article was quoted recently by a leadership guru; Marshall Goldsmith in 18 Feb 2010 article titled “The Mark of a Great Leader”. Though Goldsmith main focus on his article was Self-Awareness as a leadership skill, he contended that micromanagement is one of the first things leaders should notice about their leadership style, and simply, stop doing it!

For Christina, though she contended that micromanagement is a ‘natural tendency’, and ‘might reveal opportunities for improvement’, she concluded that the typical result of such out-dated style is ’employees’ disengagement’. She presented wonderful cases and demonstrated solid numbers to expose the cost and perils of micromanagement. Please go thru her article.