BOOK SUMMARY 337
Why Make Eagles
Swim?
·
Summary written by: Dianne Coppola
“We need a perspective on growth and
development that’s focused on where we as well as others are naturally gifted.”
- Why Make Eagles Swim? page 4
Why Make Eagles Swim? is
a book about valuing strengths and ignoring weaknesses. Management coach Bill
Munn advocates persuasively for an engagement philosophy that identifies and
develops people’s inherent talents so they can soar higher (like eagles)
instead of struggling to improve areas of weakness (teaching eagles to swim
better). He challenges the ‘myth of well-roundedness’; the idea that everyone
should strive to be good at everything, and illustrates through real-life
stories how an attributes-based approach is more effective in attaining
personal and organizational success.
An attribute is an inherent trait or characteristic that
influences your perception of and behaviour toward the world around you. Drawing on years of personal and corporate
experience, Munn has created 14 archetypal attribute profiles to describe these
inherent traits. Some people are natural communicators, others more conceptual
and strategic. Creators are inspired to act on new ideas while logicians
analyze for cause and effect. Each of us is a unique blend of these 14
attributes – some very strong, others more subdued. Understanding and
recognizing these attributes in ourselves and others opens up a different way
of valuing and utilizing our collective strengths.
The Golden Egg
Watch and Listen for Relevance
"As important as it is to uncover our own attribute
profiles, one of the most powerful applications of this concept actually lies
in tuning into the traits of others."- Why Make Eagles Swim? page 91
I confess my initial focus as I was reading this book was
to discover my own attribute profile. I was relieved to learn that
self-awareness is an essential first step as we are prone to interpreting
others’ behaviours through the lenses of our own strongest attributes and
biggest challenge areas. If you’ve ever said to yourself, “I don’t understand
how he can do that/be that way” you are likely seeing the situation through the
lens of your own attributes.
Munn suggests we can discover clues to the attributes of
others simply by becoming more active and engaged listeners. Rather than
listening for content, Munn wants us to watch and listen for relevance; to pay
attention to what someone’s words and actions reveal about their natural
attributes. For example, when someone says “She must have felt awful,” it
suggests they can’t imagine not feeling that way. This
individual cares how others feel and is highly empathic. Similarly we often
react negatively to attributes that oppose our own. By paying attention to what
‘drives us crazy’ in others, we can identify their inherent strengths and our
areas of weakness.
Munn warns us not to jump to conclusions based on a
single comment or action. Instead he advises readers to look for patterns over
time and, when in doubt, to ask questions to clarify any assumptions you might
be making. One fun way to practice listening for relevance is to watch
interviews, movies and TV shows. Take note of what people or characters said
and did that might reveal their strengths and weaknesses. It’s a low risk
environment and gives you an excuse for binge watching a season’s worth
of Big Bang Theory or House of Cards this
weekend!
Gem #1
Embrace Differences
"By working with and valuing people who are
different from you, you can propel your personal growth – and your
effectiveness in the workplace – to the next level."- Why Make Eagles
Swim? page 126
I listen to a jazz radio station and one song that
numerous artists have covered is “Let’s Call the Whole Thing Off” written by
George and Ira Gershwin. You may recognize its “You like to-may-toes
and I like to-mah-toes” stanza and the quandary of ending a
relationship with someone you love because they pronounce words (either,
neither, potatoes, pajamas) differently. It sounds ridiculous and yet so often
we let differences divide us rather than strengthen us.
Munn shares the story of Diane and Harry, two executives
with opposing strengths, who frequently clashed when working together. Diane is
a ‘developer’ focused on growing the skills of her team. She is also a
‘learner’ who gathers extensive information before making a decision. Harry is
her opposite: a ‘decisive’, in-charge guy (commander) who makes decisions quickly
and pays little attention to his team beyond how they achieve their objectives.
With the attributes paradigm as a point of reference, each learned something
from the other’s style that improved their own personal effectiveness. Diane
observed that her team’s performance suffered when she did not promptly address
unacceptable individual contributions. Harry recognized he could avoid costly
errors if he explored issues more fully and assigned tasks to align with
individual strengths.
We inadvertently trip ourselves up when we view some
attributes as strengths and others as weaknesses. Attributes are neutral –
neither positive nor negative. When we adopt this mindset, we will start to
recognize opportunities to appreciate and leverage the natural strengths of our
colleagues for the benefit of all concerned.
Gem #2
Dark Needs Light and Day Needs Night
"The attributes that are most at odds are actually
the pairs that most need each other."- Why Make Eagles Swim? page 145
Consider these two sayings:
·
Opposites attract.
·
Birds of a feather flock together.
Which one is true? Of course, both are true…and both are
false. People enjoy interacting with others who share similar values, hobbies,
dreams and social status. We are also drawn to people strong in traits we wish
we had. Yet, opposites don’t always attract: there are people who simply ‘rub
us the wrong way’ and we try to minimize our interactions with them.
Munn suggests that the real lesson of attribute-based
leadership is this: the very attribute you would naturally avoid
working with is probably the one that is best suited to help you. We
saw this in action with Diane and Harry. When you catch yourself becoming
judgmental of another person’s approach, remind yourself that all attributes
have value. Ask questions to explore the opposing perspective and challenge
your own preferences in service of the larger goal.
Beyond individual learning and development, attributes
can positively influence and improve hiring decisions, team composition,
problem-solving, and employee engagement. Identify your current team members’
natural strengths and align the work they are doing with those strengths. Fill
vacancies with people who possess different yet complementary attribute
profiles and educate your team about the benefits this diversity will yield.
I found the attributes framework presented in Why
Make Eagles Swim? a refreshing change from the fix-your-weaknesses
philosophy often encountered in the workplace. Using practical and insightful
examples from his corporate practice, Bill Munn showed how a strengths-based
paradigm promotes mutual understanding and appreciation, and establishes a
foundation for more meaningful engagement and collaboration.
While eagles can swim when they need to, it’s a
situational necessity not a natural preference. How many employees in your
organization are expending valuable time, energy and resources trying to make
situational gains in areas that are not aligned with their natural strengths?
Now, imagine the difference if you instead focused them on doing more of what
they do best. Bill Munn and I envision your employees and your organization
soaring to new heights!
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