Fall 2018 Newsletter Vol. 21, No. 2
A subject that is not focused on directly in many articles, publications and media coverage for Leadership, but is criticized excessively when actions or decisions violate someone’s personal perceived boundaries. When viewed as a discreet subject, Boundaries are about the parameters of our beliefs of what is fair, reasonable, accepted or tacitly agreed to as rules of the “game” we are engaged in at the time. For years, with many commonly held beliefs and traditional rules governing what is fair, legal and tolerated, we are now in an “age of disruption” when, in many cases we least expect it. We are questioning the rules and questioning the questions!
Leaders need to clarify boundaries: On the surface, this may seem astonishingly simple, but in reality it is not. Boundaries are impacted by everything from legality to social media reaction to public opinion. The consequences of establishing, changing, ignoring , redrawing the lines, and establishing new directions all have some level of consequences. Take for example Professional Football. For the last couple of years we have seen much iteration of the boundary lines over the National Anthem. While many have aimed for some level of consensus, none has emerged. Last weekend’s Washington Redskins game left 25,000 empty seats in Redskins Stadium, showing a non-decision as an option is economically devastating to the fans and the future of one of our national pastimes.
While this is only one example of a boundary being re-imagined, an acceptable solution is a key function of Leadership. Sadly it does not appear to be happening on this issue and many other business issues.
One key aspect of boundaries has always been the concept of Cause-Effect- Consequences. Many of our traditional systems have been more of a loose compliance model allowing individual freedoms as long as the boundaries have not been crossed. Today, we have backed away from many of these boundaries. Partially good, but have we established new and realistic and generally accepted boundaries. Leaders, especially the forward thinking ones, are adept at this process. Yes, we need to change in many cases, but eliminating old boundaries without redefining new and more realistic boundaries has not happened in a critical thinking environment. Our organizations operate on a consensus model. We are free to enter and exit employment and utilize services from others at our personal discretion. But have these organizations clearly defined their boundaries on a proactive basis, or is it only by reactive negative publicity (usually social media) when someone or group believes they have been violated. Leaders, mangers and team workers need to know the boundaries so they can be advocates. As consumers and citizens we all need our leaders to clarify the boundaries for our own understanding and clarification.
Clarifying, voicing, listening and modifying are all skills that we all need to focus on during this age of disruption on boundaries. We do not need riots or prejudices, but reason and understanding if we are going to continue with the unprecedented growth in our economy on opportunities for those who want to contribute. Boundaries are good—if our parents did not teach us not to run out into the street to chase a ball, many of us would not be alive today to read this message. My personal boundaries are changing and evolving and I trust yours are also. Doing this in a productive way and avoiding unintended consequences is the difficult part of change. A challenge for 2018 and beyond. The business of people never ends!
“Life Long Learning Commitment” – For 2018. All is confirmed for my travels with Nanda Journeys to Hungary and Czechoslovakia. The group will be traveling from November 9 and returning November 21, 2018. Fortunately, I will be traveling with multiple leaders from earlier Journeys of Tokyo and Cuba and India. Kathy Claytor and I will partner on this Journey as we have in the past. The focus, as in the past, will be on Culture, Business, Education, Government and most importantly to connect with the people. Sounds like an exciting trip to two Countries I have not experienced. Be sure to follow me on Facebook and Twitter (@David_C_Miles) for live updates on this amazing journey!
“Life Long Learning Commitment” – For 2019. On January 25, 2019, fulfilling a long term goal (bucket list) I will be participating on an excursion/adventure to Antarctica. This trip will be “hosted” by George Washington University alumni travel. This 2 week journey will include a walk with Penguins and an exploration of the glaciers. This has forced me to insure that my physical abilities are up to the challenge. More information on the itinerary and travel in our next newsletter.
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Our Books. The 4th edition of The Four Pillars of Employable Talent and Building Block Essentials are being well received. We have donated over 300 copies of Building Blocks (a focus on success factors for job search) to colleges and Workforce Centers.
New! You can order your copy of these two invaluable resources directly from our website! We now accept credit cards.
Year End Thoughts! As we approach the 4th quarter of 2018, we have all experienced unprecedented changes in the world we work and live in. This is a great time to update (or create) the next version of your Career Strategic (and Life) Plan. You may want to reference the 4th edition of the Four Pillars of Employable Talent for information on how to develop an effective plan.
Dr. David Miles is Chairman of the Miles LeHane Companies, Inc. He is a member of the American Society for Training & Development (ASTD), a member and founding chapter President of the Society for Human Resource Management (SHRM), the Association of Career Professionals (ACP) and a Charter Fellow of the Institute of Career Certification International (ICC International), as the largest global non-profit certification Institute. Author of The Four Pillars of Employable Talent and Building Block Essentials. Follow David on Twitter @David_C_Miles.