When the mayhem in the financial world let loose in the fall of 2008, I was the COO of an international corporate finance company. It didn’t matter how long you had done business with a counterparty, how much money they had made with you in the past, or if they had introduced you as their best client just last month.

This was war. I saw some of the saddest displays of human behavior that I have witnessed in my entire career.

Relationships became meaningless, literally overnight, and trust was suddenly a word that no longer held any value. Corporations insisted their employees go for the jugular as a bloody grab for what cash remained in the system ensued. I actually heard one CEO claim that they would, “Rape and pillage their way back to profitability.”

That was my catalyst . . . realizing that spending the second half of my career stuffed behind a desk dealing with auditors, accountants, and deal guys with ocean sized egos just wasn’t going to work for me any longer. I picked up my head and began to observe and learn what was happening outside the world of finance and investing.

As a 40-something with 20 years of career behind me—more than half of it working around the globe for conservative Goldman Sachs Companies—the wild west of social media, online networks, web 2.0, friends, fans, and tweets seemed to come out of nowhere.

While learning more about these phenomena, I soon realized they were symptoms of a far larger shift in capitalism that was beginning to shape the 21^st century.  I spent the better part of a year, reading, thinking, writing, and formulating my own conclusions about where things were heading and how the global recession could in fact be a catalyst for capitalism to take a new turn.

Below are some new perspectives on how we can harness the power of connectivity to create growth and prosperity, how we can blow the lid off the box in which we’ve kept capitalism bound, and how the Conceptual Age will bring more meaning, and more joy to our personal and professional lives if we are simply willing to let go of our old ideas and seek out new ones.

If you and your firm are not willing to embrace these changes, you’re likely to miss what are shaping up to be some very large and exciting steps for business and humanity.

The Power of Connection

Hindsight is obviously very far away, and others who are much smarter than I will likely come up with better concepts to explain this massive shift. However, for me it’s all about changing the way we connect to people, organizations, ideas, and personal passions. It’s about learning how to connect the un-connectable dots.

Enhancing existing connections inside and outside of companies is the one thing that most old-school business leaders overlook. Who can blame them?  We were taught in business school to focus on recurring revenues, leveraged buy-outs, IPO’s, and shareholder value. This accepted path to wealth and prosperity worked quite well in the 20^th century, but said nothing about creating meaning, developing connections, unleashing human potential in the workplace, and heading into retirement feeling as though you had created something decent in the world.

News flash…seismic shift…game changer! Social media, email, cell-phones, blogging, reality TV, and interactive marketing, are all signals that people are craving stronger and more meaningful connections in their lives.  And the younger generation is demanding it both at work as well as in their personal lives.

New companies and young leaders are gaining competitive traction, not just through adept financial practices or differentiated products, but simply because they posses a mindset pre-wired to embrace connections. Connections that allow them to more easily and effectively drive innovation, productivity, and success.

Connectivity is about a new perspective that can bring many great and wonderful changes, including dramatic increases in productivity, differentiated competitive advantages, continued long-term prosperity and happiness in the workplace. It’s about how business doesn’t really have to be boring and antagonistic. It’s about lightening up and bringing a bit of fun into the office.

Capitalism

It is also about taking a hard look at where capitalism and our economic system have come from and where they could be heading – if we have the courage to be more innovative with our underlying systems. It is about questioning some of the things we thought were true, but maybe weren’t, or aren’t any longer. It is about remembering how to push the envelope and seize the joy of creating something new and meaningful.

This is particularly true for America, which is at great risk of loosing its position as the great innovator. We’ve become complacent with mediocrity, and unless we are willing to make some serious changes, we will pay a high price (or at least our children will).  We now fight wars without regard to borders, which in the cold war days was unconscionable.  Likewise, economic systems are loosing borders as well and the very best entrepreneurs and innovators will move to the places where they can most easily create.

When we realize that not using known medical technology to vaccinate children in third world countries against life threatening diseases is actually a choice, and not a permanent side effect of capitalism, then we are free to make a different choice.  When governments realize that their highest and best use in most cases is simply to promote alignment for growth and not be the growth, solutions will come with greater ease.

What will drive the next big movement in the world of capitalism? What seems awkward today but will be a no-brainer 20 years from now? What will make going to work an adventure instead of a chore?  What will create the next wave of competitive advantage in the market place? What will the next Microsoft do better than everyone else?  What will expand capitalism such that its benefits are more than we can currently contemplate? My answer is simply connectivity.

The capitalistic continuum has always adapted to society, and continues to become more esoteric and less concrete over time. The primary resource of modern capitalism has morphed over the centuries from capital to labor to knowledge and now to connectivity.

The next wave of capitalism will focus on alignment and the inherent values and desires of human beings not only to be economically successful, but also compassionately responsible. It is through such alignment that we will actually become better capitalists as we learn to exploit its full potential.

The Conceptual Age

The Conceptual Age is about asking smarter questions? Broadening horizons, embracing new perspectives, and establishing new mindsets always begins with new questions; never new answers to the same old questions.

What do we want? What kind of legacy do we want to leave the generations to come? What do we want our lives to be about?  In what kind of world do we want to live?  How can we better connect to the bottom of the pyramid? It’s also about realizing that we have the power to not only answer these questions, but also to bring those answers to life.

Daniel Pink (A Whole New Mind) walks us through the ages from the 18^th century Agricultural Age (farmers), to the Industrial Age (factory workers), to the Information Age (knowledge workers), and finally to the 21^st century and the Conceptual Age (creators and empathizers) all transpiring as we increase affluence, technology, and globalization and the world becomes more connected.  Pink describes success in the Conceptual Age as requiring high concepts (ability to detect patterns and opportunities and combine seemingly unrelated ideas) and high touch (ability to empathize, and understand human subtleties in the search for purpose and meaning).

The very best ideas generally reside in those overlapping slivers between disciplines and the Conceptual Age will show us more of those opportunities and more importantly how to better recognize them.  It moves us from an era of scarcity, opposition, and secrets, to one of abundance, collaboration, and transparency.  It allows us to remember that we are all on the same team and generally want the same things out of life.

Check back for future posts where we will explore each of these three areas in more detail.

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The opportunity to redevelop the real estate industry such that it contributes to the solutions the world is seeking, instead of continuing to pile on to the multitude of challenges, is huge. Such challenges include the energy crisis, climate change, natural resource preservation, population growth, urban sprawl with ineffective infrastructure, and a lack of sustainable growth practices. Those with the courage to see these opportunities and act upon them quickly will realize tremendous competitive and economic advantages.

Indulge me for a moment as I try to integrate the big picture of how the real estate industry can play a significant role in addressing the challenges we face as global citizens. Then, I’ll offer some details and specifics that outline a new approach to real estate.

Tom Friedman says in his book Hot, Flat, and Crowded, “We Americans are in no position to lecture anyone. But we are in a position to know better. We are in a position to set a different example of growth. We are in a position to use our resources and know-how to invent the renewable, clean power sources and energy efficiency systems that can make growth greener. If we, as Americans, do not redefine what an American middle-class lifestyle is – and invent the tools and spread the know-how that enables another two or three billion people to enjoy it in a more sustainable fashion – we will need to colonize three more planets.”

Real estate investors and developers play a huge role in how communities and cities are constructed, how buildings utilize energy, and what infrastructure and transportation is necessary to connect where we live to where we work, shop, and play. Without drastic changes in how we construct and live in our communities, what’s left of America’s competitive advantage in real estate will continue to fade. Others will take the lead in creating the technology and investment and development models that allow populations and standards of living to grow in sustainable ways that are also grounded in the pursuit of happiness and wellbeing for oneself and the rest of the world.

The global economic crisis should represent the perfect opportunity and context in which to effect meaningful change, unfortunately little is different today than it was 5 years ago in an industry that has endured massive losses over the last 2 years. The only changes fund managers (who ultimately control where and how capital is deployed) appear to be making are to appease their investor base with executive musical chairs, token fee reductions, and maybe a claw-back clause. Their plan is to ultimately convince investors that the world will soon get back to normal. Some fund managers are even sitting out a round or two of fundraising in order to avoid setting a precedent of unfavorable terms with their investors. These kind of non-structural changes or avoidance strategies will, unfortunately, not bring a new mindset, new strategies, creative partnerships, and the innovative models that are needed in the dynamic and interdependent world in which we all now reside. The pace of global change is so great, that the concept of “normal” may eventually become obsolete.

Investors, on the other hand, realize they have been paying too much to fund managers who, quite frankly, have lost their edge, allowing their value proposition to shrink to an almost unrecognizable point because such a large portion of profits have been driven by extremely favorable financing terms. Because investors rely on the income from their investments to fund whatever it is that they do (pensions, universities, etc.), they need to make commitments and keep the economic wheel turning. And, with so few new choices, many institutional investors are forced to give in to what fund managers are offering.

Large institutional investors have more power today than they realize, and with the right leadership they could help re-shape the industry for the better. Relying heavily on a previous track record as an indicator of likely success, in a future that will undoubtedly look quite different than the past, may not be the best strategy. A better bet may be fund managers that are more adaptable to change, that are more willing to present structures which focus on creating long-term value, and have a desire to begin working toward sustainable and energy efficient strategies of investing and development. When assets are viewed in terms of creating economic, social, and ecological value, growth is more balanced and sustainable and less susceptible to large swings in the financial and capital markets.

Suburban sprawl with carbon copy retail centers, minimally constructed housing developments, and energy-gorging apartment complexes are all simply unsustainable and will not work for the future. They are also poor examples to set for emerging markets that have to figure out how to support a net increase of 3 billion people over the next 40 years and typically look to America for answers.

The real estate industry will have to evolve because we are rapidly approaching the tipping point where it is economically advantageous to create and embrace new types of value. The real question is who will be the first group to realize just how incredible this opportunity is for those with the courage to change. Detailed below are two areas in which I believe the real estate industry can make great strides and become the leader the world needs in building more efficient communities that promote healthier lifestyles and sustainable living.

First, we must start with an investment model that is focused on creating value instead of creating fees. The days of creating a majority of profits from financing arbitrage while collecting huge fees and adding very little value are over (or at least they should be over). Those who can design integrated investment models that eliminate the double promote and have a viable long-term strategy that includes some elements of sustainability will have a tremendous competitive advantage.

Second, we must build asset management strategies that not only address the needs of capital but also begin to address the energy and climate conundrum we are all facing, offer end-users options that help solve their daily problems, and are congruent with the direction local municipalities and communities are headed. Typical asset management models are based on a pyramid structure driven by a chain of command. An integrated asset management model, as depicted below, puts the asset at center stage and focuses on adding value by integrating end user needs, investor needs, social needs, and environmental needs into one cohesive strategy.

An integrated asset management model is all about adding value. For example a C class apartment complex that provides residents with free parenting classes, free money management classes, and partners with a local non-profit that provides a mobile medical clinic to families that cannot afford healthcare, will enjoy the highest occupancy rate in its market. Alternatively, a high end retail center whose tenants all relate to health and fitness, sponsors weekend community races and farmer’s markets, will be able to charge a premium, because tenants will insist on being where the action is. Or how about an office complex that caters to “green” businesses that are happy to pay a premium because the building is carbon neutral and net positive on energy. These are just a few examples of a multitude of creative strategies available in an integrated model that views value through a multiple lenses.

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I am often asked to review and blog about new business books coming to market, and only rarely do I oblige.  When Tony asked me to review his new book, I said yes immediately. His ideas around managing energy as opposed to time resonated with me years ago after reading, The Power of Full Engagement and plays a big role in my own consulting practice. The energy management concept, if explored to its full potential, can do more to transform an organization than any other single component.

The great thing about Tony’s new book is that it is full of sound research that reinforces what Tony is teaching and helps us to really understand why we do the things we do, even when they are counter productive to our goals.  More importantly, he provides practical advise on how to begin the process of change that will work for anyone in any stage of their career, or any organization at any level of health.

Not only will you find great information to help you become a better employee, leader, or manager, but you will also find that this book will help you become the person, spouse, parent, child, and sibling that your heart desires.

If any of the following statements resonate with you, then you should RUN, not walk, to the nearest bookstore and get a copy of The Way We’re Working Isn’t Working.

• I always feel like I am behind in my work and will never catch up
• I want my team to be more productive
• I desperately want to find balance between my work life and home life
• I want my team to be more accountable and responsible
• I struggle with the daily distractions of email, phone calls, and endless request for my time and can’t get any of my own work done
• My company does a poor job of retaining employees

What I personally love the most about The Way We’re Working Isn’t Working is how it very easily connects to my own work around helping organization find competitive advantages that work in the 21^st Century.  Tony reminds us that, “In a fiercely competitive and rapidly changing marketplace, creative and big picture thinking, curiosity, and openness to learning and empathy are a largely untapped source of potential competitive advantage.”  Going from more, bigger, faster to richer, deeper, slower seems counter intuitive to most, but is in fact the best way to distinguish your company from its competitors.

I have asked Tony to give us his thoughts on a few more in-depth questions on this angle around competitive advantage.

1)   Why do you think it is so hard for organizations to fully grasp that strengthening their connection with and investing in the well being of their employees can be a tremendous competitive advantage?

There’s an instinctive tendency in all of us to default to the easiest solutions. It’s easier to demand more of people than it is to consciously invest in them. It’s also part of the short-term preoccupation that characterizes so many organizations.  If you view people as expendable and interchangeable, you don’t worry about investing in them because you believe they’re all replaceable.  Leaders with a more  long-term view recognize that when you invest in people they become more valuable over time.

We make that investment in ourselves in the years we spend in school. But many organization are too concerned with the next quarter’s revenues to think about investing in the future. But the best organizations do just that. Companies such as Apple and Google offer more to their employees than most other companies – not just in perks like the free meals Google provides or the fitness facilities Apple has, but also mentally, in terms of the environments of learning and growth they actively nurture; and spiritually, by giving employees the sense that they’re doing something that truly adds value to the world. It shouldn’t be a surprise, in turn, that these sorts of companies attract better employees and have great results.

2)   In your work with a vast array of companies, do you see more of a correlation to the age of a company and the age of its executive team and their likelihood to fully embrace energy management in their culture, or is it more highly correlated to specific industries?

There’s no question that a certain kind of company is more readily drawn to our work.  They tend to be more progressive, forward thinking and innovative than average.  We’ve had our greatest successes with technology companies and with creative companies, but interestingly, we’ve also had significant success with more traditional financial institutions.  I think that may be because the folks drawn to the world of finance are often fiercely competitive, and we’re offering a science-based way for them to improve personal performance.

Ultimately, though, we’ve been able to work in almost every kind of organization, because in the end it’s usually one or two senior leaders who make the decision about whether to bring us in.  The trick, we’ve learned, is to introduce them to our work first at a personal level.  When they see its impact in their own lives, they become evangelists for the practices we’re teaching, and the new way of working we’re advocating.

3)   What is the one piece of information that you provide to clients that seems to resonate with them the most when it is difficult for them to see how proactively managing the 4 types of energy can have a profound impact on personal satisfaction and corporate success?

In an era of overwhelming demand, what resonates first is the science-based case we make for the fact that human beings aren’t meant to operate continuously for long hours. We all know, intuitively, that the way we’re working isn’t working, and that it’s actually depleting us.   It’s thrilling for people to understand that intermittent renewal actually drives higher and more sustainable performance.  Our work gives people permission to work in ways that serve them better – and make them feel better.  And that ultimately serves their organizations better.

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As an executive in two finance companies during the bubble years I became very familiar with the hiring process.  What I generally saw was that hiring managers were not interested in taking any risk on people and generally liked to hire people that were just like themselves.  I suppose they felt as though they were taking enough risk on their deals, that they wanted to avoid any in the hiring process (too much market risk, not enough people risk).  Or maybe, they were simply taking the easy way out.  Just find the person who is doing what you want somewhere else and offer him/her more money to leave.  This is unfortunately what the recruiting business had come to during those years.  The reality is, most hiring managers (especially in the finance arena) are great at deals, but relatively poor at managing people.  Therefore, it was much easier to hire people who have previously done the exact job that you are hiring for so that you can spend as little time as possible with them and have little risk that they are not good at the job you are hiring them for.  It’s relatively sound logic as long as you are not interested in adding any creativity, ingenuity, or loyalty to your business.  How loyal do you think employees are that go from job to job chasing money?

Hiring for what people have done and not who they are, gets you people who have the ability to do certain tasks, but does nothing for adding to the moral, innovative, and energy building aspects of a business.  As with most things I write about, this was fine and worked well enough in the 20^th century, but will be far less effective in the 21^st century where the world, and particularly business, is beginning to work differently.  Employees, especially the younger ones, want their careers to be about something, they want to feel as though they are making the world a better place, and they want to work on something that is exciting.  People of my age and older, we never thought those goals were possible or even plausible to attain, so we simply gave in and focused on the money convincing ourselves that it is the ultimate measure of success.  I personally, am rooting for the kids of today and tomorrow, hoping they have the courage to get what they want.

When you hire people for who they are, what innate traits they bring to the table, and how they think, then you can maximize their potential in ways that maximize your business success.  Earlier this year, at the Front End Innovation Conference in Europe, there was a graduate student presenting some fantastic research on the traits of an innovative person.  She did a great job on the research and a great job at presenting, and I found it fascinating that the discussion it sparked really showed what a novel concept this was for so many people.  Sure, there have been personality tests that have been used in hiring practices for some time, but they really only tell you a few things like can you manage people, and will you get along with the others in your group.  I don’t dismiss those questions by any measure, but I sure would love to start hearing questions like, “What do you want to create? What are your passions? How connected are you to your own internal wisdom?” used somewhere in the equation.

When I asked on twitter whether you should hire people for what they have done or who they are, I got some great responses.  My favorite from @KrisSchindler and one that I agree completely with is to look for “intellectual curiosity”.  This concept has largely vanished from large institutions, and in my opinion, is not focused on nearly enough in our education system.  It’s a skill all of us are born with, and some of us choose to use it and others do not.  Who do you want working for you?

People Risk is not only about taking risk that someone with a different background who can think from new and creative positions is going to be good for your company.  People Risk is also about allowing yourself as a manager or executive to find the unconditional value in each person as individuals and as they interact within the company.  This takes time, and even more importantly, this takes being vulnerable enough to make those really strong connections that inspire people to work at their full potential.  When people are working at their full potential in an environment where they are respected, they have no desire to go somewhere else.

Alex Pattakos, PhD, writes in his book, Prisoners of Our Thoughts:

“The transformation of work in the twenty-first century is, in many respects, a call for humanity—a new consciousness that suggests more than simply trying to strike a balance between our work and our personal life.  It is a call to honor our own individuality and fully engage our human spirit at work—wherever that may be.”

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Overtime, many businesses end up evolving through the lens of problem solving and not through the lens of what they want to create.  When you take the time to focus on what differentiates a company from its competition, what value it brings to its clients and the world, and what it really wants to become, the problems will automatically solve themselves.  If you are driven as an organization to create a shared vision and something is standing in your way, you will quickly find a way to remove it.   All the while, still focused on a unified vision.

To be successful in the 21^st century, companies must learn to get out of problem solving mode and into the mode of passionate creation.  When solving problems, you are by definition looking to the past and limiting the upside of your answer resulting in a real lack of creativity, innovation, and initiative, which are all forward looking characteristics.  Focusing on questions that matter, questions that lead to ideas and initiatives that create value, brings Courage, Collaboration, and Creativity to the table.  With those three ingredients, the sky is the limit in terms of success.

People ask me all the time HOW to bring more Courage, Collaboration, and Creativity into their organizations.  They completely understand the need, but are unsure how to make it happen in a meaningful way.  These are not the things they teach in Business School.  I tell them there is one key element.  If they can passionately embrace this one key element, the rest will fall into place.  The key is the leadership team being willing and able to ensure that the underlying business model (the core from which the company extends) is courageous, collaborative, and creative itself.  Because the majority of companies today are based on business models that date back to the 1800’s, this can feel like a daunting task.  In reality, it may require a lot of change, but it is also the ticket to phenomenal results.

The challenge of bringing real innovation into companies that are large and set in their traditional ways, is also what can give new companies a real competitive advantage.  Young companies can very easily and very quickly create environments where employees soar, that attract the best clients, and that ultimately enjoy greater success.  This gives a whole new twist to the question of, barriers to entry.  We may also need to ask, what are the advantages to entry.

Courage

If a company is willing to show the courage necessary to break out of a traditional models, try something new and more appealing and show its desire for collaboration through its core actions, then the employees will be much more likely to do what is necessary to engage the best clients, discover the best new product ideas, and work to their fullest potential.  Leaders must model the kinds of behaviors they are seeking.

Successful 21^st Century Businesses will be those that are always searching for something new and rely less and less on the status quo.  Always searching for what has changed, what new questions have emerged, and how it all interconnects.   They will use change as the fuel for their business model because they understand that they pace of change will only continue to increase overtime and at greater and greater rates.  They will also have the courage not to follow the herd and not to allow fear to dictate business decisions.

Collaboration

So many companies fail to harvest the energy and creativity already available inside their firms because their business models are designed to promote internal competition and silos.  If you want to promote cross-pollination and tap into the additional intelligence that exists only at the intersections of knowledge bases, then the internal business model must specifically promote those behaviors.

Creating teams that cross departments, functions, and even regions to work on organization wide projects is a simple way to begin working toward promoting a true culture of collaboration.  Promoting relationships and interaction between people who wouldn’t normally interact is critical.  Collaboration also promotes trust which will is quickly becoming one of the non-negotiables of success.

Creativity

When people are fearful of the consequences of any type of failure, they automatically go into a safety zone where the chances of failure are as small as possible.  This is a place where creativity cannot thrive, because creativity requires a certain amount of risk.  When people are not afraid of failure and know that it comes with a lot of great knowledge for success, they will be bring their full arsenal of creative tools.

Creating is a very natural state for human beings and one that fulfills our hearts and passions.  Thus when employees are free to create, try new things and receive critical feedback, their productivity will naturally increase.  Based on my two decades in the corporate world, working all around the globe, I estimate that most companies are operating at about half the productivity that is possible when employees are engaged and operating at their full potential.  This is not something that anyone really wants to admit, but we all know it is true.

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“Individually and Together” — three words I heard this weekend from Will.i.am being interviewed as he fondly remembered the journey of success for his group The Black Eyed Peas.  Yes, I am over 40 and a fan of the Black Eyed Peas!  As a writer, sometimes you hear a group of words in one context and your mind instantly relays them to another and you know that somehow you must capture that connection on the page.  For me, these three words hold the keys to success in the 21^st Century for any business, large or small, local or multi-national.  When I was growing up, if a member of a band did something on his or her own, it was basically viewed as defecting.  Today, the Black Eyed Peas show us that band members doing their own thing and great stuff with the group is actually great for business.  Maybe the Cold War really is over.

How does one reconcile the dichotomy between a world increasingly focused on the individual and simultaneously asking its citizens to work in greater collaboration for the greater good?  The problem lies in seeing the two forces as a mutually exclusive.  The minute we begin to see them as more alike than unalike we begin to tap into their power.  By individually pronouncing ones passions and desires and focusing on what really drives you forward, you are more able to contribute to joint tasks in a selfless manner.  It is difficult for many of us to see this because society dictated for much of the last century that you are either out for yourself or you are for the good of others, and never the two shall meet.  The missing link is the belief that somehow left to our own devices, we are pre-programmed for choices and behaviors that are unsuitable and against what is good in this world.  Based on my experience, this could not be further from the truth.

Leaders today are challenged with how to allow maximum individualism while maintaining a strong thread of common vision between every person in an organization.  It’s a bit like the challenge that search engine companies are facing today: how to put a context around what any individual is searching for (based on their individual profile) such that they find exactly what they are seeking and perhaps something even better that they didn’t know existed . . . all the while maintaining some semblance of privacy.  When the figure it out, it will be a game changer.

It’s about giving employees back their power of creativity, permission to fail in search of excellence, and the respect that every person on the planet deserves regardless of their role.  It’s about leadership with less ego and more personal confidence creating the skills necessary to embrace and lead any group of individuals to their highest potential.  It’s about tapping into the personal energy of every member of an organization such that the energy of the group expands beyond the sum of its parts.

In another part of the same interview, Will.i.am spoke of inspiration, indicating that when it calls, you don’t hang up . . . you give it directions to your house.  Unfortunately, most of us hang up on inspirational thoughts and chalk it up to another wrong number from Mr. Impossible Dream. When, in reality such inspiration can at any moment become a pivotal point in our lives leading us to create a life full of impossible dreams that come true every day.    It’s a mindset that I have been aware of in my own life for sometime now and have slowly been shifting toward, and I will tell you that its power is immeasurable.

So, what does it really take to be a successful 21^st century leader that can relate to each individual and then relate them all to each other?  It takes courage to love who you are, to love who everyone else is (regardless of where they are in life), to believe your team can connect the un-connectible dots, and the sincerity and vision to bring everyone together.  It takes the courage to know when to go for it and when to do more research.  It requires a willingness to take personal risk by really putting yourself out there.

Be the energy . . .

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Just as we must be careful of the words we use with ourselves, so as not to unintentionally sabotage our own motivation; we must also be careful with the words we choose to exemplify our commitment to excellence inside our businesses.  There is a big difference between a goal of being the best and one of constantly improving and learning.  On the surface one might guess that being the best is always the best option, but I beg to differ.  The difference is in the mindset.  Being the best is a place to get to while always improving is a place to come from.

If your goal is to be the best, then what is there for you to strive for once you’ve reached that plateau?  In the 20^th century, being the best was a title much easier to hang onto once attained because change occurred at a much slower pace.  Today, you could loose such a tile in a day from one disgruntled customer who was savvy enough and creative enough to reach one million viewers on you You Tube with a story of how he was wronged by your firm.   And the kicker . . . it doesn’t even matter if it is true.

If your goal is to be the best, then how do you and your employees feel when you are not the best?  You probably feel as though you are failing in some respect.  Sure, that bit of anger and resentment toward the one who is the “best” may fuel some extra time at the office, but it is also affecting your mindset and your ability to really come up with that next great idea that might in fact land you top of the heap.

If you goal is to be in a state of constantly improving and forever learning, then it really doesn’t matter who is perceived as the best on any given day, you and your team are always looking for that next edge.  There is no anger, no resentment, and no feelings of failure to cloud anyone’s mind, judgment, or motivation.

Excellence comes from doing the ordinary things extraordinarily well with energy and enthusiasm as if they were the most important job in the world.  This is the key to excellence.  Everything counts no matter how big or small a role it plays.  Little things add up to big things.  Your energy when you complete the ordinary will dictate your energy with the extraordinary opportunities come your way.  It’s the same reason why some people seem to get all the opportunities?  They don’t really; they are simply ready to greet them when they arrive.

Never loose your desire to learn, or tire of improving yourself ~ from artist Jane Farr who has joined Ancora Imparo (Italian for I am still learning) and Kaizen (Japanese for being in a continual state of improvement) in the beautiful drawing above.

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Click here to read Realistic Impossibilities

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The short answer is EVERYTHING. The long answer is what this post is all about.  These are three of today’s most pressing issues that are all too often discussed in a vacuum.  The best progress will be made at the margins where each of these pressing issues overlap.  When we begin to see them each as an integral component of global economic progress and prosperity and not discrete issues, much will be gained.

Perhaps the inclusion of 21^st century business models is a surprise to many lumped in with the other two that get a lot more focus and media airtime, but please notice that I use the predication “21^st century”.  If we want to do something about the ramped greed and selfish strategies that exist in many of today’s firms, then it must be added to the mix.  If created correctly, new and improved business models can be a large part of the solutions to climate change, global economic development, and their own perils of decreased employee morale and disgraced public opinion.

• They all require new, passionate, and innovative solutions. In fact, we must assume that the very best solutions are not yet known.  Thus, the solution frameworks that are being bantered around today need to accommodate the unknown solutions of tomorrow.  It’s beyond out of the box thinking and into a world without the constraints of boxes of any sort.  It’s about unleashing the mass of untapped potential and productivity that lies dormant inside people and organizations around the world.

• They are each integral to the success of the others. Slowing population growth in the developing world is one of the keys to avoiding a climate catastrophe down the road.  Economic development and the creation of a middle class is the most effective way to slow population growth in the developing world.  Private sector ingenuity is key to new technologies that will reverse the current trajectory of climate change as well as promote economic development in the developing world.

• Alignment is key to effective solutions in each case. Businesses are learning how to align their shareholders, employees, customers, and the public in ways that will dramatically increase productivity.  When transparent alignment and partnerships are created between foreign aid, domestic and foreign private investment, and public money, global economic development will become significantly more efficient and effective.  Unless we properly align the big players in the world on climate change soon, it will likely suffer the same fate as the Green Revolution in Africa.

The most successful businesses models in the 21^st century will be those that realize contributing to the creation of new markets is a winning long-term strategy, that focusing on something besides growth and profits is the key to engaging employees and winning the hearts of customers (yours as well as your competitors), and that how you decide to be in the world can be just as important, if not more important, than what you sell.

Too often when these topics are discussed in the media, there is too much focus (in my opinion) on the facts known today which narrows the conversation and too little focus on what we want to create.  In other words, discussions and potential solutions are being filtered based on what we know how to do today and not on whether or not they fit what it is we are trying to create.  All great movements start with an unadulterated view of what should be created, if anything is possible.  There isn’t much humans can’t do once they set their minds to it.  Some things take a few months and others a few generations.  The problem is that we sometimes lack the belief that it can be done, which ends up being the biggest thing that holds us back from succeeding.

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If your company is following suit in a growing trend and starting an Innovation campaign, beware of the pitfalls.  Many companies assume they can create a few goals, advertise the idea, provide a bit of training, and expect that greatness will appear.

If it is unbridled success you are after, and you are trying to create a stark competitive advantage, it is critical to start by innovating your management strategy.  Asking employees to be innovative and contribute to the next competitive advantage while employing a management strategy left over from the Industrial Revolution is like asking your 1960’s percolating coffee maker to give you a triple shot skinny vanilla latte with extra foam.  You will be lucky to get a decent cup of joe and a monstrous mess.  However, if you are willing to entertain at least some components of a 21^st century management strategy, I promise you will likely be blown away by the creativity and innovation that follows.

Hierarchical organizations, not matter how progressive, generally promote a unidirectional flow of information, which hinders the establishment of an innovative organization.  Take, for instance, a large multi-national fast food chain that I was recently in discussions with.  They wanted to become creative and innovative to ensure they didn’t loose market share in what is a relatively competitive industry.  They hired an innovation guru, wrote up a manual on innovation, and then informed all their employees of their new direction. They simply couldn’t understand how 2 years into it, it just wasn’t working.  Unfortunately, they are still trying to make their dictatorial strategy work, as they simply couldn’t grasp the idea that the executive team had to make the first move in the game of innovative.

There is no shame, blame, or guilt intended here.  We’ve all been doing as we were taught in business school when in comes to organizing and managing companies.  The difference now is, we know there is a better way and with it comes higher productivity, greater enjoyment, less turnover, and most importantly the magic that emboldens companies like Patagonia, Best Buy, Zappos, and Dutch Brothers Coffee.  All companies who understand that it starts with innovation at the top.

Without creativity, a collaborative flow of information in all directions, and trust, all attempts at suddenly becoming an innovative firm that is competitive in the ever-changing world of the 21^st century will likely fail.  The essential ingredient for creating an innovative work environment is the courage of the folks at the top to change the rules of the game.  With that one ingredient, everything else will come naturally.  Not without hard work and dedication, but without friction.  Your team will amaze you, inspire you, and keep you humble enough to savor every moment, even the ones that aren’t so great.  It is possible to create an environment where failure is understood to be a key to success and support and trust are commonplace.

If you want employees to think creatively, design solutions to fix problems beyond the ones you know about, collaborate, and generally bring their A-game, you must be willing to give them the freedom to do those things in their own way and with their own style.  People are only going to give you as much as you believe they can deliver and no more.  If you believe your team is invincible and you tell them often, then that is what they will become.

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