TAG Consulting

Why Resistance Is Your Ally

December 11, 2017

Call it what you will – resistance, pushback, challenge, opposition – it’s basically an opposing force that slows or stops movement. Anyone in leadership, be it parenting, teaching, directing a government agency or pastoring a church, should come to expect resistance. Resistance is everywhere!

It is important to NOT be surprised when resistance emerges. In fact, it is an element in the process of leadership that we should welcome. Welcome it, then learn how to handle it correctly.

All of us resist at times. It’s a way of protecting ourselves from real or perceived danger, most notably when change is unfolding. In and of itself, resistance is not a bad thing. It’s merely energy. If we can effectively redirect this energy we can move the resistance in the direction of change.

The first signal resistance sends to my mind is ‘I don’t like this change. In fact, I don’t like ANY change!’.

The second thing resistance signals is ‘OK, I can tolerate some change, but you’re going too fast’. When we receive the signal – whatever it is – it’s up to us to determine what the signal means.

Resistance signals issues that are lurking underneath the surface and that are tapping into our most deeply held values. That’s one of the great benefits of resistance and why we don’t hesitate to call it our ally.

Resistance is our ally because it lets us know that there is something important on in our life, our leadership, or both. It lets us know something needs to change and that change will be for the better.

Toxic Culture or Thriving Ethos?

December 11, 2017

Darya Zabelina and Michael Robinson of North Dakota State University, conducted a study several years ago with two groups. The first group was given the following prompt: You are seven years old. School is canceled, and you have the entire day to yourself. What would you do? Where would you go? Who would you see?

The second group was given the same prompt minus the first sentence. This means they didn’t imagine themselves as seven years old – they remained in their adult mindset. Neither group could see the other prompt given.

Next, the psychologists asked their subjects to take ten minutes to write a response. Afterwards the subjects were given various tests of creativity, such as inventing alternative uses for an old tire, or completing incomplete sketches.  Zabelina and Robinson found that “individuals [in] the mindset condition involving childlike thinking…exhibited higher levels of creativity than did those in the control condition.” This effect was especially pronounced with subjects who identify themselves as introverts.

Which begs the question: What happens to our innate creativity when we age?

Zabelina and Robinson discuss a few reasons. The first is that regions of the frontal cortex – a part of the brain responsible for rule-based behavior – are not fully developed until our teenage years. This means that when we are young our thoughts are free-flowing and without inhibitions. Curiosity, not logic and reason, guides our intellectual musings. The second is that current educational practices discourage creativity.

Sir Ken Robinson says, “The whole system of public education around the world is a protracted process of university entrance. And the consequence is that many highly talented, brilliant, creative people think they’re not, because the thing they were good at school wasn’t valued, or was actually stigmatized.” So that’s where we lost our creativity.

Plato said “Whatever is honored will be cultivated.”

The opposite is true too. What we do not honor, we do not cultivate. Creativity has suffered at the hands of university entrance.

But, there is hope…no matter the reasons, the authors stress, adults can still tap into their more imaginative younger selves. Creativity… giving life to an idea, expression, thought, movement or a construct is life-giving for people, vital to organizational health, and directly impacts the mission. Every system has within its ranks the creative answers to the most challenging questions that system faces. Which means that innovation is not to be delegated as the solitary work of the Marketing Department or the Research & Development group.

Your climate matters. Strong organizational climate is found where creativity and innovation is honored. Better yet, where it is fueled. Everyone in our organizations has something to offer. Do we give them the space and permission to wrestle with the challenges and opportunities our organization faces?

We know that a toxic culture is a place where…
…new ideas can be seen as a threat to the establishment
…there is a pervasive fear of failure
…we are structured so as not allow out of the box thinking
…micro-managing is a way of life
…there is not enough time nor the permission to utilize one’s “work” time to be creative
…the physical work environment is disheartening
…there is no mechanism for brainstorming
…the generation of new expressions and ideas is limited to certain senior leaders or appointed positions.

So, let’s turn that around. A thriving ethos is a place where…
…new ideas are invited and encouraged as a way of finding new paths forward.
…we embrace failing so we can learn a new way.
…we structure to permit innovation in and out of the box.
…we unleash the “what if” in everyone.
…we provide tinkering space that might lead to the next break through idea.
…we design our spaces to invoke a catalyst of creative energy.
…everyone brings fresh thinking.

Does your organization more closely resemble a toxic culture or a thriving ethos?


Shane Roberson

A Football Coach Crafts Thriving Culture

December 4, 2017

You’ll appreciate this whether or not you are a football fan.

Coach Scott Frost took over a moribund University of Central Florida football program and turned it around dramatically. This season they are undefeated leading into their season-ending bowl game – a remarkable achievement!

This past weekend, Coach Frost – after a real struggle – decided to accept the head coaching position at his alma mater, Nebraska.

Many times when this happens, there is bitterness all around as players and fans at the former school feel jilted.

Not the case with Coach Frost. Media members reported nothing short of a love fest. But it wasn’t all rainbows and unicorns. There were reasons behind the love.

Reporter Robin Washut wrote about what UCF players told him Coach Frost had meant to them:

He taught us how to love each other.”

“We forgot what the importance of team was, and he brought that back to us.”

“When Coach Frost came here, he built trust with everyone.”

If you’re looking for a great description of what a culture-crafting leader does, you can stop right there!

Would your team say those things about you?


Photo cred: Omaha World-Herald

Leadership Is All About Connection

December 1, 2017

A college freshman walks into his very first college course – the dreaded eight o’clock class.

Freshman year can be a bit awkward, especially so for this young man. He barely graduated high school, was forced to suspend any dreams he had of going away to school like the rest of his friends and felt stuck going to a junior college. Life did not quite work out his way up to this point.

His father died when he was 15, he was cut from every sports team, never “fit in” anywhere in high school. A shy, overweight, average young man who felt fairly invisible in what felt like the college for misfits.

The students shuffled in, plopping behind desks that felt sized for a middle school student. In walks a man just under six feet tall, wearing wrinkled black pants, white dress shirt untucked, adorned with a black necktie that was loosened like he had already been through a long day.

His wiry black hair was disheveled and his grin completed the package of the image of a mad scientist. Professor Herman Heluza fit the bill for what one would expect for a junior college instructor of a freshman English class.

Already defeated, our young college student readied himself for another series of struggles, trying to make something of himself. Failure defined his existence to this point.

He was never a particularly good student, especially in high school. He had all but given up being anything. He knew he wasn’t very smart, believed that he didn’t have much in the way of mental capacity and intellectual capabilities. It had be reinforced throughout high school. Just to graduate from High School he had to beg a teacher to give him a D in Geometry after he had failed it once before.

English was definitely not his strong suit. Identified as having a reading comprehension problem in sixth grade, he never quite recovered. His work was always sub-standard. He knew how to do just enough to squeak by. In his writing, he grew used to seeing a lot of red ink all over his papers.

He submitted his first paper, not thinking much of it. Receiving it back in class he skipped through the first few pages to go to where the grade would be, on the back page.

Wait, what? A double take. A big letter A. Verifying it was his paper, his immediate thought? “This crazy prof didn’t read my paper.”

Over the course of the semester he kept getting papers with very few comments (translate…very little red ink) and A’s. Wow, this had never happened before, ever!

The final paper, Professor Heluza provided ample feedback with a note at the end, “Please make an appointment with me to come see me as soon as possible!” Yikes! Gulp! His first thought? “He thought I cheated.”

The student remembers, “I knew this was all too good to be true; he thinks I’m plagiarizing.”

The two connected in the professor’s office. Professor Heluza sat down, looked the student in the eye (a bit uncomfortably) and said “I love your writing!”

Shocked, the young man listened. Herman leaned in a little closer, “There’s a gift inside of you that you have to let out. The world needs what you have to offer! You are going to be a great writer and speaker some day.”

That day, this odd, disheveled, sort of weird College Freshman English Professor named Herman connected a skipped over, discarded, “dumb” student with purpose and meaning. Heluza was able to tap into latent potential, unrealized capacity that gave this young man a platform from which to contribute.

There is a gift inside each of us that is waiting to be expressed! It is your unique contribution that fulfills your innate sense of what it means to be human. You long – we all do – for a place to contribute and make an impact.

What Herman Heluza did for that young man was to connect his capacity with a specific way to contribute.

John Quincy Adams said “You’re a leader if you inspire others to dream more, learn more, do more, and become more.” You could say Professor Heluza was a leader! Leaders of thriving organizations inspire people to realize their capacity, their gift, to contribute to the organization. It’s all about connection, taking the time to meaningfully engage so we can see the potential in people even when they have lost sight of what they can offer.

There is more power in relationship than any position, piece of information or expertise can provide. Relationships are power. Our new economy is based on an age old natural resource; our ability and capacity to connect with people and their potential. Herman Heluza connected capacity with contribution and saved the life of a young man who thought he would amount to nothing.

Here’s something to consider:
 As a leader, what tone are you setting?
 Are you cultivating a climate where meaningful connections are established?
 Are you about opening gifts and breathing inspiration into people?
 Does your organization have a culture that is a place where people can contribute the best of what they have to offer?

The rest of the story? The young man went on to graduate college with a Bachelor’s Degree (with honors), one semester obtaining a 4.0 GPA. He completed a Masters degree from an Ivy League university and went on to get his doctorate and eventually became a published author and speaker.

All because of the power of one person recognizing the gift of another!

Shane Roberson