The following book excerpts from The Fourth Factor by Dr. Linda Ford are available for reprint with the author's permission. Please submit your reprint request to Phil West at Luminaria Media.
Sample Chapters
- From Chapter 5, p. 59 (277 words)
- From Chapter 8, p. 106 (215 words)
- From Chapter 9, page 118 (159 words)
- From Chapter 10, page 128 (216 words)
- From Chapter 12, page 142 (192 words)
- From Chapter 12, p. 145 (137 words)
From Chapter 5, p. 59 (277 words)
In this excerpt, Dr. Ford discusses the key elements of solid commitments: who, what, when, and most especially, why.
To understand the importance of why, let's talk about worms. Worms? Here's the deal. Back in the 1970s (when psychology professors had fewer constraints on using their students as guinea pigs), some professors experimented with what it would take to convince students to eat worms. Yes, real earth worms. (There are several such studies. See, for example, Foxman, 1970.)
It turns out that why was a pivotal factor. Read more...
From Chapter 8, p. 106 (215 words)
Here's the catch about this feedback business. It takes a certain level of trust for team members to be willing to give honest feedback. One of the best ways to build trust is to give and receive honest feedback.
How do you break out of this Catch-22? Read more...
From Chapter 9, page 118 (159 words)
Leading change requires trust. You'll be asking members of your organization to trust you, trust the process, trust each other, and so forth. If you're building on a strong foundation of personal integrity, you're halfway there. But you're only half way. Read more...
From Chapter 10, page 128 (216 words)
In this excerpt, Dr. Ford gives us a glimpse of the 800 pound Gorilla of corporate culture and its power.
If you want to state the directives and have the Gorilla ignore it and go right on doing what it's been doing, remember these three rules:
Stick to platitudes and generalities like "collaborate" or "involve everyone." If you're not specific, the Gorilla will feel free to ignore you. Read more...
From Chapter 12, page 142 (192 words)
So much of culture is outside of our awareness. You and your employees often behave the way you do out of habit, in unconscious conformance with the culture. It takes repetition of the new behaviors over time to make a shift in the culture. Everyone needs to see evidence of the messages in action over and over.
It's a little like watching a mystery movie. Read more...
From Chapter 12, p. 145 (137 words)
Seven Habitats
While the official systems are visible examples of official power in your organization, informal systems are manifestations of the Gorilla’s power. Consider these seven habitats of the highly elusive Gorilla:
- Cubicles, offices, and hallways
- Blogs
- Copier and printer rooms
- Social networking sites
- Cafés
- Instant messages
- Staff meetings