Organiz'l Mngmnt Discussion Topic 1

For my first article and topic of discussion I have chosen to refer to a blog hosted by Dr. Marshall Goldsmith entitled "Ask the Coach". Dr. Goldsmith's profile in the Discussion Leaders section of the Harvard Business Review web site describes him as "a world authority in helping successful leaders achieve positive, lasting change in behavior."

In the article When Should You Keep Your Ideas to Yourself? (January 21, 2008 1:07 p.m.), the author discusses the propensity for "technically and intellectually gifted managers" to want to revise good ideas and make them their own. Dr. Goldsmith describes one of the reasons managers tend to add value to an idea is based on their need to "prove to the world how smart we really are". He suggests that, in doing this, the manager has just reduced the staff member's connection and commitment to the idea and that the ownership of the idea has just moved to the manager. He suggests that to cease this behavior it is best to follow this formula:
1.) Ask if the idea has value and merit as it is;
2) Decide whether your contribution will increase that value; and
3) If the increased value is worth reducing the staff member's commitment to the idea.
Your reception of the idea and subsequent behavior should then proceed accordingly.

There were more than 10 comments contributed by business professionals at various levels of the food chain. These comments offered a number of valid points of view. One gentleman suggested that culture plays a role in this discussion, which I am sure is correct. Another person suggested that everyone carry a journal with them and list their ideas as they happen. Then, during a group meeting, ideas would be expressed to all at the same time. AK Hand, President of Centaur Pharmaceuticals noted that if the idea is original and could be patented, great care should be taken regarding where and when an idea is suggested.

All of these are valid points, as I say. A free exchange of ideas is the goal of any organization. The managers have an opportunity to foster positive change that benefits all parties involved and also benefits the bottom line. Staff have an opportunity to show their stuff, and feel valiated by being part of a successful team. The teams are motivated by high moral. Everyone wins.

As is probably true of most people, I have been on the receiving end of this type of behavior. It was not a rewarding experience, but it taught me a lot about what kind of leader or team member I will aspire to be. Just after I created a very successful conference series, leadership at various levels both inside my organization and from partnerships outside the organization proceeded to take credit for the original idea and the success of the program. Eventually a press person from a local newspaper became very enamored of the series and our role in educating the public. In conversation with my superiors, and in front of witnesses, he complimented me for the origination of the idea. Though others still try to take credit for the conception of the series many years after it's inception, someone with personal knowledge usually steps in to correct the record. Now, when I have an idea, I am very careful about documenting the presentation of the idea, and to whom I offer it.

I am very clear about giving credit where credit is due. I have come up with some very good ideas and will continue to do so. I hope the people I share them with have respect for me and will offer their improvements, so that the best possible version will be acted up, and hopefully I will get the deserved amount of credit. http://discussionleader.hbsp.com/goldsmith/2008/01/tips_for_managing_smart_people.html