January 27, 2022

TPL Insights: Building Peak-Performance Cultures #104 – How a High-Performance Mindset Enables Accomplishing Your Loftiest Business Objectives

By Rob Andrews

Today, as more and more companies endeavor to transform their organizations in the most fundamental ways, the absolute imperative for a high-performance mindset is clear. Last Spring, I got an email that read: “Rob, it seems like a million years ago I experienced The Pacific Institute and Lou Tice. The words Reticular Activating System brought back all those wonderful memories. Thanks for reminding me. Warm regards, Howard.” It was from Howard Behar, former President of Starbucks. Howard and people like him are one of the many reasons I love what I do and am more excited about it than ever before.

In the seminar Howard and I attended 41 years ago, we learned the importance of mindset, and that you must transform yourself before you can transform your organization. Freeing yourself from your old winning strategy, starting with a clean sheet of paper, and declaring that you will accomplish the impossible, is necessary if you are to successfully achieve lofty goals such as true diversity, equity, and inclusion. Transformation begins with the understanding that many of your aspirations that appear impossible aren’t, and that you are capable of far more than you imagine. It is only your current perspective, and lack of proper tools, which preclude you from achieving true diversity, as well as real stakeholder engagement and purpose driven leadership. In other words, it is our mindset that prevents us from reaching our full potential.

In 1981, I attended a week-long workshop conducted by Lou Tice, the late founder of the Pacific Institute. While I did not realize it at the time, this single workshop would have a profound and lasting effect on my life. Lou taught, as does Tracy Goss, and as does modern neuroscience, that we listen only for the things that are of value to us. We listen for things that confirm our beliefs. The problem is our beliefs are almost always limiting. Much of Lou’s powerful research comes from the landmark work entitled Born to Win: Transactional Analysis with Gestalt Experiments by Muriel James originally published in 1971. I mention this in case you are tempted to read a fascinating yet very technical book on gestalt theory. Most people to whom I’ve recommend the book don’t get through it because it’s very dry; yet I would be remiss if I didn’t acknowledge it, as the concepts are woven throughout my own firm’s transformational architecture.

In May of 1957, Scientific American published an article describing the discovery of a “reticular formation” at the base of the brain, which is the gateway to your conscious awareness. In other words, it acts as a “switch” of sorts, to turn on and off your perceptions of ideas and data, like the thing that keeps you asleep even when music is playing but wakes you up if a loved one is crying in another room. As David Allen says of the reticular activating system in Getting Things Done, “Just like a computer, your brain has a search function, but that of the human brain is much more powerful. It is programmed by what we focus on and, more primarily, what we identify with. It’s the seat of what many people have referred to as the paradigms we maintain. We notice only what matches our internal belief systems and identified contexts.” Many leaders dismiss the importance of setting “impossible” goals, BHAG’s (big, hairy, audacious goals), or whatever else you’d like to call them. The realization that your reticular activating system exists, and the basic knowledge around how it works, illustrates why setting BHAG’s are so important.

BHAG’s include any goal or objective that appears illusive or impossible. In 2022, there are many companies trying to engage stakeholders, achieve diversity and/or harness the power of purpose. They’re attempting these “initiatives” because they’re being pressured to do so by their boards or other outside influences. Most will fail because they’re trying to “check boxes” and “implement” initiatives. You can’t achieve true diversity or any other lofty objective by hiring it done or delegating. Achieving real change requires a mindset shift and a transformation of the organization from the very top down.

Most leaders approach goal setting backwards, which is why they don’t receive the right data they need to accomplish what seems impossible. They look for the how’s before they set the goal. Lou teaches that setting a game changing goal that truly inspires, is a crucial step to personal transformation, and to seeing the roadmap to its accomplishment. Tracy Goss says that if the goal is big enough, it will appear impossible, based on your current beliefs. The cool thing is that once you’ve set the goal and genuinely believe you can achieve it, all the how’s will begin to reveal themselves. Without the goal, the answers will be all around you, but you won’t see or hear them. Tracy teaches that paying close attention to what you’re listening for, will reveal much about your limiting beliefs. “One person hears such a strong, piercing acute awareness of an opportunity that he feels like the opportunity is screaming at him. The other person barely hears because he is not “listening for” that opportunity. The screams come across as barely audible whispers.”

In coaching sessions and workshops I have conducted since, my first objective is to expand participants’ perception of what is possible. From the board room to the shop floor, humans do not believe or behave according to reality. They behave according to reality as they perceive it. “That’s just the way I am,” or “that’s just the way it is” are parts of tapes that play in the minds of countless leaders who shortchange themselves daily because of the way they believe. I have also used these sessions to identify high potentials with enormous success, which will be the subject of a future post.

The purpose of this blog is to share what we’re learning about mindset. In future posts, we’ll dig further into how leaders who have undergone reinvention are building companies that dominate their sectors. These are organizations that practice the nine principles we’ve observed in organizations that outperform their peers: Unified Leadership, Disciplined Hiring, Leading with Purpose, Stakeholder Engagement, Cost Leadership, Measuring Everything that Matters, Customer Experience, Clarity in Everything, and a High-Performance Mindset. If you’d like to talk about how we can help your organization, or if you’d like a thought partner, please give us a call.

Warmest Regards,

Rob Andrews
Allen Austin
Consultants in Retained Search & Leadership Advisory