I’ve posted this previously, but it’s worth another look.  I do that because of a recent visit to an organization struggling to recover but caught up in “Kerr’s folly.”  It’s a good team exercise to have a group fill in the list of hopes and rewards.  They are usually quite surprised.

 In 1975 Stephen Kerr wrote an article for the Academy of Management titled “On the Folly of Rewarding A, while Hoping for B.”  It was updated in 1995 and remains a classic.

 When it comes to revitalizing downsized organizations, organizations too often hope for enhanced creativity and innovation while rewarding command and control managerial behavior.  If a person is “commanded” and “controlled” he will shut down, become passively compliant, and never venture outside the box.  This is a current manifestation of Kerr’s “folly.” 

 Here are some others from the 1995 Academy of Management Executive article:

We hope for. . . But we often reward …
long-term growth; environmental responsibility quarterly earnings
teamwork individual effort
setting challenging “stretch” objectives achieving goals; “making the numbers”
downsizing; rightsizing; delayering; restructuring adding staff; adding budget; adding Hay points
commitment to total quality shipping on schedule, even with defects
candor; surfacing bad news early reporting good news, whether it’s true or not;
agreeing with the boss, whether or not (s)he’s right

Here is my February News & Record column:          

            Personalization of conflict as in “if you think that way, there’s not just something wrong with your ideas, there’s something wrong with you,” and one dimensional, “I’m right – you’re wrong,” unyielding, take no prisoners argument, seem to be the political and social currency of the realm these days.

            Be it a North Carolina constitutional amendment to ban same-sex marriage, the right to carry concealed handguns in our city and state parks, or needing a photo ID to vote, we don’t wont for issues that can form the grist for dysfunctional, divisive polarization.  The pot is further stirred because it is an election year. 

            As supposedly rational Americans, we should be embarrassed by the personal attacks and irrelevant sniping by candidates Romney and Gingrich in the recent Florida “debate.”  Members of the media should be even more embarrassed by the performance of the “moderator,” Wolf Blitzer, who steered the event away from an examination of pertinent national issues into a reality TV-like sideshow.  It may have increased the network’s ratings but it was much more show business than debate.

             Even though Governor Purdue’s withdrawal has complicated matters, this contentious, mean-spirited, environment does not augur well for our forthcoming gubernatorial contest, or for that matter, for this year’s edition of our County Commissioners election.  Something’s wrong.  We need to stop, look at the process, and find a better way. 

            What goes around comes around, and we can go back to the ferment of the 60’s to find a mirror.  In 1966 Steven Stills wrote a song that was performed by Buffalo Springfield called “For What it’s Worth.”  The lyrics will be familiar to anyone who has seen the movie “Forrest Gump” or likes protest music. Here’s a telling excerpt: “There’s battle lines being drawn, nobody’s right if everybody’s wrong.”  Another that fits: “A thousand people in the street, singing songs and carrying signs, mostly saying ‘hurray for our side’.”  The 60’s refrain “Stop children, what’s that sound, everybody look what’s goin’ down,” provides instruction for the political climate of 2012.

            We need to stop personalizing differences, separate people’s ideas from their individual value, and honor the opinions of those who hold a different world view.  It may seem a tall order, but it is the essence of civilized discourse and fundamental to our unifying concept of democracy.

             A simple, but very powerful way to start is to stop putting people down and belittling them for their beliefs.  A familiar example is the disparaging comment, “I live in the real world.” This is usually delivered in a condescending, reproachful, manner during an argument.  What it communicates is that the other person’s world view is “unreal” and they are, therefore, irrelevant.  It is guaranteed to result in defensive resistance and is not a foundation for productive engagement, be the venue Greensboro, Gilford County, North Carolina, or the United States. 

            We need to select public leaders who understand the difference between task oriented, productive conflict, and interpersonally focused, destructive conflict. They must find ways to overcome the current epidemic of destructive conflict and promote healthy dissention. The traditional view that conflict must be avoided is a myth.  Without conflict, groups and organizations drift into what behavioral scientists call “groupthink,” and are more concerned with getting along than rocking the boat, thus, shutting down innovation and risk taking. 

           We need to return to the philosophy of pragmatism that underlies our unique and spectacular American success story.  Pragmatism, like all philosophical concepts can become complex and conceptually fragmented but, reduced to its essence; it liberates us from the tyranny of theory and frees us up to get things done.  The incredible power of our system is that we find ways to not fall on the sword of irreconcilable differences, but have the ability to compromise and accomplish great things. 

            In Still’s prophetic lyrics, we here in Greensboro and in this great nation need to “stop,” hear “that sound,” and “look what’s goin’ down.”  What’s goin’ down is we must stop personalizing conflict and devaluating differences.

            We need to find ways to eliminate the polarizing gridlock caused by our inability to create practical options for compromise.  We need to select leaders who understand the power and promise of pragmatism as articulated by the uniquely American philosophers John Dewy and William James.  The stakes are high and if we don’t stand back, hear that sound, and look what’s goin’ down, our collective future is at risk

I was once asked for three quick, clear, and concise bits of advice for a person who just got word that she or he would be laid off.  I have had another request so here they are again:

 Take a mental and physical time out.  Get away from your desk and your work space.  Do something physical take a walk, do some stretching, go to the gym for an hour.  You need to gain physical and emotional space.

 Bargain.  Take an inventory of your current projects and priorities.  Calmly and objectively meet with your boss and let her or him know how important these tasks are and how qualified you are to do them.  There is no downside but there could be an upside in terms of pushing out your actual termination date, potential consulting work, or working part time.

 Vent.  Keep your emotions in check until the day ends but as soon as it does, find someone to talk to.  You badly need emotional support and the best kind is not someone with gratuitous advice, but simply someone who can engage in empathetic listing. This can be a spouse, a significant other, a friend, or a helping professional.  Given the epidemic of layoffs you can intellectually understand what just happened, but you can’t get through the emotional impact without opening out to someone else.  You don’t need to wallow in it, but you do need to find someone to lean on.  This is something everyone should do.