In the dynamic and often high-pressure world of STEM and academia, the success of teams and projects heavily depends on the individual contributions of each member. A common yet critical oversight many leaders face is failing to recognise and appreciate these invaluable contributions, especially from their most committed team members. This oversight can lead to a significant loss – both in terms of talent and morale.
 
(Particularly in academia, this can become difficult when the way in which people contribute or judge productivity is linear but quite diverse - not simply coming from the business and productivity frame but having distinct outcomes with broader implications for humanity, truth, and justice, making it a multifaceted and nuanced endeavour).

The Unnoticed Departure of a Valuable Team Member
Imagine this: an essential contributor on your team decides to leave. This departure isn’t due to a lack of challenge or opportunity but rather because they don’t feel sufficiently seen, heard, valued or appreciated. As a leader, you might be grateful for their contributions and believe you’re expressing your gratitude, but if these feelings go unshared, they feel unnoticed.
 
This scenario is more common than one might think, and it brings to light an essential question: Can you identify the indispensable individuals in your team? These are the ones who demonstrate your values, consistently deliver, innovate, mentor, and drive your endeavours forward. Recognising others is just the first step; the crucial part is developing a system and leadership practice of never taking them for granted and ensuring they know their worth and contribution to the team.

This is for you, Leaders:​

​As you develop your system of recognition, you will be putting your money where your mouth is. After all, it’s not just enough to think it - you must ‘lead by example’. Set a precedent for appreciation and recognition within the team. When team members see leaders appreciating each other, they are more likely to do the same.

Listen Up Non-Leader
If you're not in a leadership position, you still play a vital role in fostering a culture of appreciation.  Here are a few skills and actions that when applied authentically, can signal a step change in your leadership influence:

​In the world of STEM and academia, where the focus is often on data and results, the human element can sometimes be overlooked. It’s important to remember that behind every successful outcome, project, discovery, or innovation, there are people dedicating their skills, time, and passion. Valuing these individuals not only enhances team morale but also drives better results, fosters innovation, and creates a more fulfilling work environment.

Click on the image below for a quick reference guide I hope will assist you on your leadership journey:

Leadership challenges are a ubiquitous part of organizational dynamics, often stemming from the influence of individual values and personalities. These challenges can lead to conflicts, contentious decisions, and hindered progress. In this article, we will delve into the areas most susceptible to the influence of leaders' identities and beliefs and explore the extremes that may arise. Additionally, we will discuss how cultivating personal and group fluency can serve as a powerful antidote to address and overcome these challenges.

​The Fractured Social Contract: Historically, the professional realm operated on an implicit agreement: a linear path of long-term employment, loyalty to one's employer, and a clear separation between personal and professional lives. This social contract is facing challenges as younger generations, in particular, no longer adhere to these tenets. They seek fluidity, flexibility, and a sense of purpose from their professional pursuits.

​Demand for Work-Life Blend: Rather than balancing work and life as two separate entities, many now seek a blend, an integration that provides meaning and satisfaction on both fronts. This paradigm shift is rooted in an increased emphasis on individual well-being and the understanding that personal happiness can drive professional success.

​​The Offshoring Consequence: The rise of remote work has underscored a pressing concern - the more employees detach from physical office spaces, the easier it becomes for companies to consider offshoring operations. While remote work offers employees flexibility, it also challenges businesses to weigh the benefits of local expertise against potential cost savings from offshoring.  Many workers have yet to realize that by adopting a work from home existence, they have effectively made off-shoring a much more viable and ethical option for businesses.

​Redefining Human Rights in the Workplace: The conversation around work-life balance is not just about personal preference; it is about basic human rights. Every individual deserves the right to lead a fulfilling personal life without compromising their professional ambitions. This requires employers to adopt a more holistic view, understanding that employee well-being directly impacts organizational success. When values of diversity, equality or inclusion are threatened or violated we must respond with action.

​Culture - Defined by Tolerated Behaviors: The culture of a business is, invariably, defined by the worst behavior it's willing to tolerate (paraphrasing Gruenert and Whitaker). As employees demand better work environments and transparent values, companies must set clear behavioral expectations. This means actively addressing and rectifying behaviors that do not align with the company's stated values.

​The Empowerment Imperative: Companies, now more than ever, need to stand firm on their values. This involves not just passive adherence but aggressive defense and promotion of these values. When values are clear, actionable, and consistently upheld, they create an empowered workplace where individuals thrive.

​​The evolving social contract around employment, intertwined with the complexities of navigating leadership challenges influenced by individual values and personalities, marks a critical inflection point in today's professional landscape. As the demand for a work-life blend establishes itself as the new norm, organizations must not only reassess their cultural foundations and re-evaluate offshoring decisions but also foster personal and group fluency. This involves understanding and aligning personal values with the organization's vision, championing open dialogue, embracing diversity and inclusion, and creating a culture rooted in trust.

​By actively owning and addressing these intertwined challenges and opportunities, leaders create an environment where their workforce is more engaged, satisfied, and productive.  Such a holistic approach ensures that organizations can harness the collective strengths of their teams, drive innovation, and secure mutual growth and sustainable success in an ever-evolving business world.

Within leadership circles, the notion of servant leadership has achieved substantial recognition, marking a pivotal focus on leaders dedicating themselves to the needs and development of their teams. However, a critical discernment of its potential pitfalls is crucial, particularly for leaders embedded in academia and STEM organizations. Leaders, by understanding and addressing these warnings and fostering a balanced leadership interlacing self-care and personal progression, can optimize their leadership prowess in these dynamic environments. This opinion piece embarks on an exploration of the pertinent cautions surrounding servant leadership and presents practical strategies for leaders seeking to refine their leadership stance.

​Unearthing the Challenges of Servant Leadership:
Digging into the thoughts of eminent thinkers in servant leadership like Larry C. Spears, Robert K. Greenleaf, James Dittmar, and Brene Brown, we uncover crucial insights into potential challenges. Spears (2010) underscores the need for leaders to strike a balance between serving others and achieving organizational goals. Greenleaf (1977) warns against the risk of neglecting one’s own needs when prioritizing the needs of others. Dittmar (2014) explores the various manifestations of servant leadership that may hinder its effectiveness. While Brene Brown’s work doesn’t directly address servant leadership warnings, her expertise on vulnerability and excessive empathy offers valuable considerations within this context.

​​Redefining Self-Balance: A Prerequisite for Effective Leadership:
It’s time to break free from the misconception that pursuing self-balance is self-centered or counterproductive for leaders.
Too often, leaders suppress their own ambitions, personality, and even desires in a well-intended but misguided attempt to embody what they think a leader should be, or what the group needs. Counterintuitively, this selfless approach disconnects them from both their work and the people they lead.  They begin filling a function but not finding fulfilment. Remember, leaders create connection, joy, and balance. You can't give away what you don't have. My cautions against servant leadership do not advocate abandoning the approach altogether.  Rather, I want you to ponder the importance of being a 'whole leader'.  Your health, engagement and growth are part of the commitment to serve others. By embracing this balanced outlook, leaders can sustain their impact over time.
​
Decision-Making and the Essence of Self-Balance:
Servant leaders often face the dilemma of decision-making, prioritizing individual needs over organizational goals. Cultivating self-balance can provide leaders with the capacity to make enlightened decisions that are in sync with both team requirements and organizational objectives. Nurturing one’s development and well-being facilitates an empathetic and clear approach to decision-making.

Cultivating Autonomy and Responsibility:
In the context of servant leadership, the potential for engendering over-reliance amongst team members is a prevalent concern. Beyond mere empowerment and support, it is incumbent upon leaders to instill a sense of autonomy, responsibility, and reflective thinking within their teams. Maintaining a harmonious equilibrium between direction and independence catalyzes skill development and personal growth among team members.

Implementable Strategies for Balanced Leadership:
Leaders aspiring to achieve a balanced leadership style can incorporate the following strategies:

​Hotspots for Leaders:

​These are the things leaders may be criticised for, despite their motives. These hotspots therefore serve as practical examples of how a 'whole leader' applies a balanced outlook in making tough but necessary decisions. By doing so, they not only serve their team but also themselves, sustaining impact over the long term.

​​Conclusion:
In the ever-evolving professional landscape, recognizing and addressing the implicit cautions of servant leadership is imperative. By weaving self-balance and a multifaceted leadership approach that integrates individual development with a service focus, leaders can navigate inherent limitations and enhance their leadership effectiveness.
Leadership is an ongoing odyssey, necessitating continual reflection, adaptability, and exploration of diverse strategies. Let's abandon the notion that self-balance equates to selfishness and endorse it as a cornerstone of effective leadership.
Remember, the key to becoming a more effective leader is anchored in discovering your leadership equilibrium.

If refining your leadership balance resonates with you, please feel free to connect. Let's collaboratively navigate the nuances and opportunities intrinsic to contemporary leadership landscapes.

Observations
​As the energy sector experiences a paradigm shift, executive teams face unprecedented challenges. These aren't just strategic. Leaders themselves can experience the fear or apathy associated with challenges and change coming from all directions.

The need for an entrepreneurial mindset is evident, but the change also breeds apprehension. Is it wise to rely on instincts honed in a past era of abundance and success? The answer is a nuanced "yes". But can we trust our leaders intuition? Or do our instincts need recalibration? Failing to do this can paralyze decisions makers.

The good news: we can sort this out - but it requires openness and vulnerability - properly structured conversations can help us make this process safe. It is not intuitive. Read through to the end to discover what you can do about it.

The Evolving Energy Ecosystem and a Conundrum of Tradition
Emerging technologies in renewable energy and sequestration are rapidly altering the landscape. Established companies must not only adapt but become agile players. To do this effectively, marrying data-driven strategies with well-honed instincts can offer an insightful narrative that fosters optimized decision-making.

Leaders are grappling with a disconcerting reality: the instincts that once provided a stable foundation now seem less relevant. But should these be entirely disregarded? No. The challenge is to blend old-world wisdom with new-age strategies through a dialogue-centered approach, enabling actionable insights.

There is an urgency for large organizations to rekindle an entrepreneurial mindset:

1. Adaptability: Agility is key to quickly adjust to new opportunities and challenges.
2. Data-Driven Decisions: Marrying intuition with data can create a balanced roadmap for action.
3. Calculated Risk-taking: Your intuitive grasp of the market can be validated through frameworks that encourage thoughtful discussion.
4. Innovation and Growth Culture: Creativity underpinned by evaluation enables seamless adaptability.

Leaders, Intuition, and the Team Dynamic in Uncertain Times
Old rules are changing, but core leadership competencies remain invaluable. This duality can be managed by trusting your gut while also embracing a culture that values communication as a tool for making sense of uncertainty.

As we navigate uncharted waters, we may feel unqualified. Trust in one’s intuition and others' judgment wanes.

To combat this we have to have suffcient fluency in the structures of belief and emotion that steer our thoughts. If we can understand what internal tensions exist, and that we have choice, we can confront challenges that may seem nebulous. Once we're able to see our place on the innovation horizon, we can navigate the nebulous effectively. We can give ourselves permission to take calculated risk, and trust our instincts and subconscious. For decision makers this helps alleviate the need for data (that may not exist) and experts (that are learning as they go, too.)

Why 'Learning to Learn' Matters to the Bottom Line
In a fast-changing sector, the ability to continuously update skills and knowledge is vital. Old methods may offer a foundation, but openness to new learning experiences can be facilitated through candid, peer-to-peer conversations.

​But more importantly, navigating these complex times requires a surety of self, and a kindness towards our own thought process. The knowns of yesterday were comfortable. We are simply not approaching the unknowns of today - where agility and innovation are essential from a blank page. So a developed practice of listening to our intuition, and then decide if we must pause to adapt or trust in tried-and-true instincts will be the difference between a leader who can navigate decisions quickly - and move when there is no perfect answer. They will be easier on themselves, easier on the team, and more likely to find a way through first... rather than waiting for the answer.

My Parting Thought.
It can't be understated that today's energy transition continues to disrupt. It has laid bare just how comfortable and complacent many had come. It also shows us that leaders we thought were original and first-movers were actually traveling very deep tracks that had been cut by previous generations.

Today the path forward involves a balancing act between intuition and innovation. Leaders who can embrace the uncertainty and adventure see which intrinsic strengths they can leverage in new ways, and which asumptions to throw away, will find that they become experts and leaders. They will have a clearer compass move forward, and a foundational trust in self needed to change at a pace that the world requires.

Lead On!
Tim

#management
#leadership
#entrepreneurship
#energytransformation
#innovation

Episode Summary:
In this engaging episode of the Sweet on Leadership podcast, Tim Sweet interviews Tracy Borreson, an entrepreneur and advocate for authentic leaders. Tracy shares her insights into what it means to be authentic, how to avoid taking servant leadership too far, and how to build team dynamics. She highlights the importance of self-awareness and balancing leadership responsibilities to avoid burnout. If you're an entrepreneur who feels like you're juggling all the things alone, this episode is for you!
The conversation explores the concept of authenticity as being true to oneself and fostering honest communication. The episode emphasizes the need for leaders to prioritize self-care, create a high-performance culture, and encourage team members' involvement in solving problems. Tracy also introduces her upcoming conversation series, "Crazy, Stupid Marketing," where she tackles marketing misconceptions with a panel of experts. Listeners gain valuable insights into authentic leadership, team engagement, and effective marketing strategies.

Episode Summary:
​Tim chats with his cousin Dave Sweet, homicide detective, author, and consultant, on the overlapping themes between leadership in business and in the world of policing. You’ll hear fascinating insight...
​
Episode Notes:
​Tim chats with his cousin Dave Sweet, homicide detective, author, and consultant, on the overlapping themes between leadership in business and in the world of policing. You’ll hear fascinating insights into how our minds manifest and manage fear and align with strategies to help your teams open up, give feedback, and share ideas. Whether it’s eliciting opinions during a board meeting or encouraging a witness to give a statement, when leaders empathize and give speakers the freedom to be honest, the more valuable the information given will be. 
Dave talks to Tim about the idea behind his book, why he pivoted to the world of consulting, and what is next on his horizon. Dave’s desire to show up as a leader, see people as they are, and serve the community is what drives him in his profession as a detective and as a writer. Tim confirms that his cousin is perfectly matched for his job and that as leaders when our work aligns with our passion, it no longer becomes work but a calling. This episode will have you assessing your leadership skills, inspired to improve your communication, and learning to overcome your irrational fears. Stay tuned for part two of this conversation coming soon. ​

Have you ever basked on a golden beach, your toes buried in the warm sand and your mind wandering to new horizons? Maybe in a place where saying "sorry" isn't a reflex? And suddenly, you're covertly checking out local real estate prices and potential jobs, seriously considering putting those French or Spanish lessons to real use, and fantasizing about a full-fledged relocation. It’s as if the break from routine opens up a window to a world of possibility, something fresh, exciting and unexplored. We’ve all been there.
 
Yet, once the vacation ends and the tan begins to fade, so do those enticing dreams. But why? Let's explore the reasons and what we can do to capture the essence of those fleeting ambitions.

​While you may come back renued, revved up and inspired, your regular routines block your path – stubbornly in the way.
 
You’re dealing with the same demands on your time… the same bills, maybe kids' or parents’ schedules, the pending projects, the same old responsibilities and routines - they all seem to conspire against your new vision. 
 
It’s time to put your life on project status. Make it an area of interest.

​Venturing into uncharted territory? But guess what? There are seasoned navigators out there, people who've walked this path before and helped others find theirs. Seek them out. Find mentors, read books, attend seminars. Their views on what's possible can open doors you never knew existed. There's a guide who's been on similiar trails, who's been there, done that. If you've never been there before, lean on others' experience and expertise!

​Creating harmony is about ensuring everything is oriented in the same direction.  Each aspect of our life, from job to family to new venture are pointed at the same goals, and support the same values. It takes effort, but it's a game-changer.

Once you get a sense of the harmony needed to make sweet music, strings out of tune get more noticable. Don't become deaf to sourness, consider how you might tune your existing responsibilities to harmonize with your new desires. 

​Don't waste the urges that emerge when you're relaxed. While selling the farm for an island escape might be impossible - or is it a symbol of something deeper? Vacation epiphanies might be a call to action for something more profound. 
 
You deserve to dive into what these fantasies mean. Perhaps it's the need for a change in career, relationships, or lifestyle? Get chunky and explore beyond the surface and discover the essence of your desires. Dive deeper, and you might find it's less about the location and more about the flavour of life you crave.
 
Your time on this planet is limited, so don't waste it living the wrong life.

​You don't have to move to the other side of the world to satisfy your needs. Small changes can make a significant difference in your life. Sometimes, we can resolve to keep elements that worked for us on vacation, these can bring a fresh breeze of change into your daily routine, transforming the ordinary into the extraordinary. 
 
You don’t need a complete overhaul - changing the vibe can make a big difference.

​​In closing, take time to harness the power of dreams and those vacation "aha" moments. They’re more than just passing thoughts over a different sunset; they're potential life-changers. And remember, a vacation might be temporary, but the spark it ignites doesn’t have to be.
 
So, before you've washed the last of the sand out of your ears, and before the memory of that still morning when all was right in the world fades, make a real effort to put transformation in motion and commit to your dreams. 
 
I hope you enjoyed this article, but it is no substitute for the real conversation, challenge, and commitment. So, if you ever decide to make that move, look me up.

Elotes (Eh-LOH-tess) are a common street food throughout Latin America. This corn on a stick is boiled, roast or grilled. What makes Elotes great for groups is the fact that they can be easily prepared, held hot until
everyone is served and can be enjoyed standing up. This inexpensive meal is not only delicious to the North American palate but offers a real cultural experience. It takes advantage of the great corn grown here in Western Canada on sale from the backs of trucks everywhere. Don’t be surprised if after you try it, it becomes your favorite way to serve corn at home.


HERE’S WHAT YOU’LL NEED FOR 60 PEOPLE:

• 100-120 ears of good local corn (look for Taber or Jensen’s Trucks, or a local producer at a farmers market)
• 1 950g jar of REAL mayonnaise (I like the superstore NN brand, because it has more yolk, Don’t use Miracle Whip!)
• 2 750g containers of good sour cream (the best I’ve found is Olympic Premium, 14% MF)
• 6 limes (pick smooth heavy fruit, don’t use plastic limes)
• 2 tsp of Salt

FOR THE CONDIMENT TABLE
• Chili Powder (Make sure it is a FRESH bag or shaker, I like to by from the ‘Indian Cuisine’ section at the supermarket, as these inventories turn more frequently)
• Hot Sauce (an assortment of your favorites) MATERIALS NEEDED
• Paper plates (cheap and flexible), Napkins, Toothpicks
• Extra heavy skewers (almost pencil thickness) or bamboo chopsticks (1 per cob)
• Propane Picnic burner (commonly known as turkey fryers.) Check with employees (someone usually owns one of these) or buy from Canadian Tire or Wal-Mart
• A really, really big pot (often sold with the burner)
• A BBQ, coal or gas, pre heated and set low
• Full propane tanks for picnic burner and BBQ
• 2 Baking sheets or big roasting pans to hold the corn.
• A butchers block or stout table.
• Bowl, Whisk, Rubber Spatula
• Stereo (and Latin American music perhaps?)
• Garbage Cans
 
2 Hours before the event:
• Get the water boiling with the pot 2/3 full. Add enough salt to make the water taste like tears.
• Husk all the corn ahead of time, being careful to remove the silk.
• Make the dressing: Juice the limes, removing the pulp and seeds. Mix the juice with all the mayo, sour cream and 2 tsp of salt. DON’T ADD ANY CHILLI OR HOT SAUCE. Retain the containers. Blend completely with the whisk. Pour back into the empty containers (You’ll use these for dipping the corn). Refrigerate until needed.
½ Hour before event
• Start boiling the corn. The water should be a rolling boil when the corn goes in, and completely cover the corn. Get it in as fast as possible, as you want it to cook evenly.
• Light the BBQ, pre heat at medium, then set to low. Set the condiment table with spices, sauces, napkins and toothpicks.
• After 10 minutes since the last piece went in the water, remove all the corn and stack tightly on the cookie sheets or roasting pans
• Get water boiling, add water if necessary, and Add next batch of corn to the water and repeat
• Start to push the skewers into the end of the cobs. Holding the corn with a clean dry towel or oven mitt and use the cob as hammer. Drive 1/3 of the skewer into the center the corn by striking it against a solid surface.
10 Minutes before the event:
• Put corn on grill and slowly turn to toast and keep warm. When the first employee arrives
• Dip the corn into one a container of dressing covering the corn almost completely. Let the excess run back into the container. Don’t waste it.
• Put on a plate, and show the guest where the chili powders are (which they can add themselves based on taste and heat preference).


TURN UP THE MUSIC AND HAVE A GREAT TIME!

When you fake appreciation of a shitty birthday gift, entertain an unexpected visitor with false enthusiasm, or even fake the ecstasy of a partner's touch, you have to sell a little piece of your soul.  In the realm of work, we love to play pretend where it almost becomes second nature. We invest an absurd amount of time faking interest in things, convincing ourselves that we must be passionate about every single challenge that crosses our path.

Let's chase that: Instead of faking it, latch onto the sweet, sweet joy and fulfilment you actually get from the act of working, using your talents, collaborating with others, and lending a helping hand to those in need, all while receiving recognition for your efforts. To do this you have to understand what you’re looking for in the transaction of work.  And let’s face it, this isn’t something they teach in school.
 
Sure, keep your focus on the bigger picture and the grand impact your company aims to make in the world. But let's also be real here, that concept can often feel distant and abstract. Right now, at this very moment, let's shift our attention to savouring today, maybe even the next hour. Embrace the challenges that come your way and relish in the opportunity to showcase your talents.
 
Oh, and let's not forget the beauty of collaboration, my fellow humans. We are social creatures, pack animals even, and there's something special about finding pride within a pride. Even conflicts can be enjoyable if they lead to positive outcomes for everyone involved.

Fully embrace your human moments— the fears, jeers and tears.  The laughs, gaffs, and failed attempts – they are all the catalysts for personal growth and progress.
 
If we genuinely want to find joy in our work or anything else in life, we need to tap into the essence of deriving satisfaction from our efforts. It seems like this sense of satisfaction is slipping away from us. 
 
We’re becoming rabid consumers - society and tech spoon-feeding us and constantly bombarding us with ready-made answers and solutions. Right now creativity is under threat as artificial intelligence starts to supplant what it means to be innovative.
 
Escaping the clutches of helplessness and nihilism calls for the need to engage in creative thinking. It's about envisioning what's possible and then taking action to make it a reality. Paint a vision for yourself, and then get your ass in gear to make it happen. 
 
Don’t live vicariously through the lives you see on Instagram.

​Sure, you can avoid the pains of effort—but there will be trade-offs. The truth is, the quality of our work almost always benefits when we genuinely care and show up with gusto and enthusiasm. Not doing so not only cheapens the outcome of our work but also diminishes our sense of contribution. 
 
Starting today, pay attention to areas where minimizing effort is the focus. This doesn’t mean sacrificing quality or having a lower-quality work experience in the name of efficiency. Instead, consider how you and those you work with can apply themselves more effectively.
 
Let's embrace the joy of working in a way that makes us feel good. It’s not about doing less - just doing it with genuine enjoyment. Let’s build cultures that access dedication, genuine care, and unwavering effort as a vital role, essential elements to build a sense of excellence and growth we achieve.
 
In a world obsessed with shortcuts and quick fixes, let's not sell ourselves short. There is satisfaction to be found in the very brief journey you’ll have on this spinning cosmic marble, my friend.  You can revel in the purpose and integrity that comes from doing good and meaningful work.
 
Remember, your career is not just about work—it's about life. It's about living with intention, purpose, and a healthy dose of humor. So, learn to honor and apply your unique style, your unapologetic effort, and find purpose in everything you do, whether it’s work, play, or relationships.
 
If you’re eager to become more fluent in who you are and how to derive joy from a career that matters to you - let’s get into it.

To grow and stay current, change is inevitable, especially in the rapidly evolving sectors of science, technology, engineering, and mathematics (STEM). To stay ahead of the leadership challenge we face in ever changing technology, globalization and workforce dynamics, it's not about constantly adding skills but transforming the way we think and operate.

STEM leaders excel in learning and adapting, but the real key to sustained success lies in transformational thinking. In this blog post, we'll delve into this concept and the importance of strategic simplicity, language alignment, and performance well-being - insights from a recent conversation I had with Richard Young Phd, former olympic athlete and coach. By the end, you'll understand why the future of STEM leadership relies on simplifying, not complicating. You’ll further understand how these factors can be applied to foster a transformational, even seismic shift in the mindsets in STEM leaders wanting to increase their impact. 

The Power of Transformational Thinking in STEM
Let's face it - STEM industries are in a constant state of flux. A PwC survey revealed that 97% of tech industry CEOs consider innovation a top priority, with 61% planning to increase their innovation investments. But, are we focusing enough on the human element of this innovation?

​When businesses discuss transformation, they often look beyond current practices to create new solutions. For STEM leaders, innovation is an attractive approach.  But this is not transformation, and there is a limited understanding what transformation truly entails. 

Transformation is not about adding more to the mix; it's about creating a fundamental shift of what it means to “be”.   It is not building on what is already existing, it's about measured, intentional destruction and conscious reengineering. 

Compare this to an adaptive and additive approach - something STEM professionals do very well.  Because it is a preference, STEM leaders are often very open to the idea of ‘transformation’ - but then try to accomplish it through a  linear additive process.  This is flawed; let’s discuss the alternative.

Demystifying Transformation - a Fundamental Shift
Richard Young's theory of strategic simplicity, language alignment, and performance well-being offers a roadmap for embedding transformational thinking in STEM leaders. Let's break down these components:

Strategic Simplicity
Strategic simplicity involves identifying your strategy down to its core elements and focusing on them. It's about understanding your organization's purpose, values, and goals, and aligning all efforts towards achieving them. Strategic simplicity helps teams stay focused on what is essential and avoid distractions that can lead to loss of time, energy, and resources. The benefits are significant, enabling leaders to stay agile and adapt to changes in technology, globalization, and workforce dynamics. By focusing on the core elements of their strategy, leaders can avoid getting dogmatic, and bogged down in the complexities of their roles, or the myths of their disciplines.  It helps maintain clarity and direction and openness. Additionally, strategic simplicity helps leaders communicate their vision and goals to their team members, enabling them to align their efforts towards achieving shared goals by leveraging the most fundamental. 

When Steve Jobs rejoined Apple in 1997, he simplified their strategy to focus on user-friendliness and innovation. This move birthed the iPod, iPhone, and iPad - products that disrupted the tech industry.  He simplified what market performance had to be.

Language Alignment
Creating a shared language and culture that bolster your strategy and goals is crucial. It's about using inclusive, empowering language to cultivate a culture that promotes growth and learning. Language alignment helps STEM leaders create a shared vision and culture that enables their teams to work towards shared goals.

The importance of language alignment cannot be overstated. Quality of communication precedes quality of performance.  When leaders use language that is unclear and confusing, it can lead to miscommunication and misunderstandings among team members. This can create a lack of trust and collaboration, hindering the team's ability to work towards shared goals. By creating a shared language and culture, leaders can foster an environment of transparency, trust, and collaboration, enabling their teams to work together effectively.

Promoting Performance Well-being in Organizations
Performance well-being refers to employees' physical, emotional, and mental health, which are essential for optimal performance. This involves creating a supportive and inclusive environment that promotes employee satisfaction, productivity, and creativity. Prioritizing well-being can foster a positive and productive work environment. 

But to help others, leaders need to also advocate for their own wellbeing. Professionally, nothing is more important to a good work-life balance, then finding a job that fits.

​By focusing on the three questions and developing your skills in strategic simplicity, language alignment, and performance well-being, will help you become a consistent innovator and value creator as a STEM leader. Just like the notable leaders we've looked at, you can create a culture of success and growth within your organization while also taking care of yourself and your team.

In Summary
Transformational thinking is crucial in business, but particularly for linear and additive thinkers, such as STEM leaders who want to stay ahead of the game. By adopting Richard Young's theory of strategic simplicity, language alignment, and performance well-being and applying these practical strategies, you can foster a culture of innovation, create a positive work environment, and steer your organization towards success. A great framework for developing a transformational mindset! 
​
While STEM disciplines focus on additive and linear approaches, a leadership future in STEMis not about adding more skills or tasks to your plate, but transforming to lead others effectively. 

I'd love to hear about your experiences with transformational thinking in STEM leadership. Share your thoughts in the comments below!

Are you ready for this transformation? As an impactful and effective leadership consultant, I offer personalized coaching in adopting transformational thinking and adapting Richard Young's sport theories into your business. If you're interested, don't hesitate to reach out. This could be the first step towards transforming your thinking and your organization.

ON STAR WARS DAY: let's talk about Transformation and how it is necessary for any leader to grow as their influence increases.

Just before Obi-Wan Kenobi died in Episode IV, he said, "If you strike me down, I shall become more powerful than you can possibly imagine."

It is a powerful idea - through destruction, we can become more powerful. Obi-Wan's purposefulness endured, and his legacy and teachings would empower Luke, who followed. And that's exactly what transformation is all about.

Just like Jedi Masters who achieved enlightenment and joined the force, leaders in business also go through a transformation to be able to inspire, empower, and lift up others. They have to destroy that which they were for something new.

Nowhere is this more evident than when working with technical or academic experts. They've developed in specialized roles and environments - so taking the lead of people can seem like a galaxy far, far away.

Finding success in a specific discipline, then being promoted into leadership can be a shock. When undersupported, it can lead to struggle, which leads to apathy and fear. It's a trip to the Dark Side many may take, and it unnecessarily risks the success of the organization. It can be avoided - but you need a guide. You need to forget all you know or think you know.

​von Hoensbroech emphasized that I "deserve friendly, reliable, and affordable service every time you fly with us." Sure, but I don't believe this has to come at the cost of a light-hearted employee and more jovial flying experience. 

I understand why disgruntled travellers and shareholders want reassurance that they take operational and customer service issues seriously. But a flight infused with humour and lightheartedness can enhance the overall experience, build customer resilience, and even camaraderie with the staff - which can counter air travel's frequent and unforeseen stresses. 

As a proud Calgarian, it saddens me to see WestJet, a local company that was once known for its "employees/owner" culture, move even farther away from its roots of Western Pride, Hospitality and Irreverence that made it famous. 

While I understand the need for reliability and affordability, operational efficiency, humour, and lightheartedness are not mutually exclusive. Personal, positive vibes still are a competitive advantage in the airline industry. 

Empowering employees to have fun created the space to provide unique and enjoyable customer experiences is no small feat, and humour was a hallmark of WestJet's brand both inside and out.  WestJet may survive by getting serious - but will it thrive again as a cherished Canadian brand if it equates delivering reliable and affordable service with being cold?





And abandoning humour and levity could ultimately harm the employee experience and retention.

While making decisions is necessary, how we discuss those decisions is equally important.

When we disagree with someone important in our lives on issues that challenge our core values, it can be tempting to prioritize merely reaching an agreement. To maintain a healthy working relationship, openness and trust, and reach high-quality, collaborative decisions, we need to ensure we are listening and seeing each other along the way. The journey is as important as the destination - quick agreement is damaging if it comes at the cost of belonging and security.
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It’s equally important to realize that a well-made decision (making the best decision with the information you have at the time) can still have disappointing outcomes.

​Covid-19 continually forces us to choose between several sub-optimal options. Each choice carries risks and none guarantee a positive outcome, so we are unlikely to be completely satisfied with whatever decision we make.
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Consider the six attributes of decision quality, stay true to your core values, and work on building bridges of validation with those you care about.


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If you’d like help finding perspective and balance between the roles you fill in your life and work, we’re here to help. Book a free consultation.​

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When it began to gain prominence in North America, I, like everyone else though “Keep Calm and Carry On” was cool. I didn’t regard it as a mind-blowing advice, but it had a retro look and some kitsch to it.
Now… three years on, I’m telling clients to think twice before adopting "Keep Calm" when designing change and improvement slogans.  At best it's overused... at worst it's harmful and counter productive.  Leave it out of your HR and Change Management campaigns – and, do not promote it as a virtuous leadership behaviour.

“Keep Calm and Blankity Blank” statements are being overused by shortsighted leaders trying to forward their own agendas, to the point of nausea. The meme is applied like a salve to “sooth” the masses while asking them to do something. The medium is the message, and this medium implies it should be done without question – unfairly making it an issue of loyalty and stoicism.

Do you have employees that thrive at home and at work? Their lives literally depend on healthy organizational behaviour and company culture on the job.

Contact Tim to find out more.

​It was great to hear Dr. Mohan S. Sodhi speak at the Alliance Pipeline Seminar "Supply Chain 3.0 and the Search for Performance" on Friday.

Fantastic to meet and have conversations with Professor Sodhi, my friend (and Co-Author) Jaydeep Balakrishnan, Shawn Baker, Fernando Torres and many more. 

Dr. Sodhi (whose work you'll find in the Sloan management review and the Harvard Business Review) nailed home the point that organizations can incur an incredible loss if they fail to deal with supply chain challenges at the appropriate 'level' (operational, supply chain, social.) The analogs presented demonstrated the effect of failing to have an appropriate response when a threat materializes. 

I left with the feeling that this risk will become increasingly relevant if organizations go insular on increasingly public social issues, or go to social media to justify poor internal decisions or quality issues.  

We've seen disastrous of this mismatch when Airlines, Automobile Manufacturers, Technology and Government deal with mistakes that harm stakeholders.

I found the learnings extended far beyond supply chain; being equally valuable for governance and regulatory, and safety teams to consider.

A big thanks to Alliance and the Haskayne School of Business CASL for putting on this excellent series.

I hope this gives more perspective on what Calgary is experiencing.

I hope you'll consider joining our community and engaging in more leadership conversations that matter.
Best,
​Tim