Leading in an Emergent World: The GA Smoke Diver Model
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Leading in an Emergent World: The Georgia Smoke Diver Model Judith L. Glick-Smith, Ph.D. 770-633-5582 www.mentorfactorinc.com [email protected] Twitter: @jglicksmith © 2014
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Presented on November 1, 2014, to the International Leadership Association annual meeting in San Diego, CA. This presentation provides a real-life model of love-based, values-based leadership that facilitates flow-based decision making.
Transcript of Leading in an Emergent World: The GA Smoke Diver Model
Leading in an Emergent World:The Georgia Smoke Diver Model
Judith L. Glick-Smith, Ph.D.
770-633-5582
www.mentorfactorinc.com
Twitter: @jglicksmith
© 2014
High Reliability Organizations
O Able to perform at maximum capacity in
emergent situations and environments
O Understand the importance of training,
mindfulness, and situational awareness
O Examples: Fire Service, Police, Military,
Emergency Rooms, Air Traffic Control
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Leadership Development in HROs
O Focus on development of leaders who
O Clearly articulate their vision and mission
O Set expectations
O Establish systems that support the work
of contributing individuals
O Foster a culture of mindful flow-based
decision making and critical thinking
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What Defines an HRO?
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O Capacity to anticipate
“unexpected”
problems
O Capacity to contain
“unexpected”
problems
O A mindful approach to
responding to events
Principles of Anticipation
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O Principle 1:
Preoccupation with
failure
O Principle 2:
Reluctance to
simplify
O Principle 3:
Sensitivity to
operations
Principles of Containment
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O Principle 4:
Commitment to
resilience
O Principle 5:
Deference to
expertise
Operationalizing an HRO Culture
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O Individual choice begins with leadership
O Individual mindfulness champions mindful behavior
O Culture is knowing and sense-making
O Culture change is often born out of tragedy
Georgia Smoke Divers
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O Extreme experiential training program for structural firefighters
O 6 years of decision making experience in 6 days
O Training strategies encourage
O Meditation
O Reflection
O A service-oriented approach both on and off the job
Make-up of Participants and Instructors
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O Candidates come from all walks of life
O Ratio of instructor to candidate is 3:1
O Instructors volunteer their time and often take vacation to come teach O This is part of the culture of
“giving back” and helping to “save lives”
What the Candidates Learn
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O How to work together with people not previously known to solve problems in complex, emergent environments
O Trust, patience, forgiveness
O The power of physically holding on to one another
Traits Necessary for an Informed Culture
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O Trust and
trustworthiness
O Reporting and
transparency
O Justice
O Flexibility
O Learning
Nuts and Bolts: Smoke Diver Core Values
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O Competence
O Honor
O Integrity
O Excellence
O Mental Toughness
O Passion
O Commitment
Choose to be Happy
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Work Hard /Have Fun
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Be Prepared / Practice Your
Craft (Stay Hydrated!)
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Rest When You Get Tired
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Take Time to Meditate
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Teach and Mentor Others
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Foster Community
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Celebrate Success!
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Georgia Smoke Divers
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O Anticipation and containment principles
O Conscious leadership by example
O Mindful management:Consistent communication is the key to mindfulness
O Using history and ritual to bind the group
O Facilitating individual and team success
References
O Glick-Smith, J. L. (2011). The path of the
razor’s edge: An examination of the flow
experiences of firefighters. ProQuest (UMI No.
3481816).
O Klein, G. (1999). Sources of power: How
people make decisions. Cambridge, MA: MIT
Press.
O Weick, K. E., & Sutcliffe, K. M. (2007).
Managing the unexpected: Resilient
performance in an age of uncertainty. San
Francisco, CA: John Wiley.22
