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Book Review: Liberal Fascism

Talk about a lighting rod – people instantly become alert and defensive when they hear it. The word, of course, is “fascism” – not “liberal” (although that raises hackles enough among many who suspect it is being directed at them).

So, let’s begin by normalizing the word “fascism” a bit. The author of this brilliantly written book, Jonah Goldberg, argues that it has come to mean whatever liberals choose to define as bad. For example, anyone the liberal elite believes is antagonistic to its agenda might be tarred as a fascist, and in the modern political dialogue in America, the label would stand a good chance of sticking.

Goldberg, while noting that there is no single definition accepted by scholars for the term, dedicates a good part of this book to explaining why this application, as he argues is used by liberals, has come into being, and why it is wrong.

He has his own definition: “Fascism is a religion of the state.” This is closer to the one I use. To me, fascism is the cultural impulse for each member of a society to submerge his or her distinct individuality into the collective identity of the state.

But the author also says this about it:

The lethality of a poison depends on the dosage, and a little fascism, like a little nationalism or a little paternalism, is something we can live with—indeed, it may even be considered normal.”

Looked at another way, anything that isn’t even generally viewed as toxic can become so if taken to the extreme. So, if we wish to really understand the term “fascism,” we might want to try to view its development before it picked up its politically volatile baggage. And much of this book provides a fascinating and revealing look at that development, upon which it then builds its main argument.

But one thing most of us can agree upon is that fascism, however neutrally descriptive we may come to see the word, does suggest a submissive passivity on the part of the average individual that we wouldn’t want to accept as normal in a modern, vibrant, healthy society.

Now, here’s why I was attracted to this book: One of my deep concerns about the way leadership is being taught by the modern leadership movement is the presence in it of a powerful school that promotes something that I find equally objectionable. This is the argument that leadership takes the form of a directive authority emanating from an individual of exalted ability and character at the top, which then radiates downward and outward throughout an organization composed of specially cultivated “followers.”

Recall that one prominent and influential guru actually argues that the very organization should be so structured as to give the most effective expression possible to the “musings” of its leader. Anything ringing a bell here? How might we describe such a corporate culture, were it a regular society, wherein people submerge their individual abilities into a collective spirit of “followership” in order to express the “leader’s” ineffable genius?

So, I read the book. And I’m glad I did. I was delighted to find that it is not merely an extraordinarily enlightening read (for example, whatever your political or ideological affinities, you will find yourself repopulating some cherished pantheons), but an engaging, gripping - even a rousing - one, as well. I am confident that you will enjoy it also.

Note that it is essentially about modern cultural and political history, not management or business. But you will find much to stir your thinking about those latter topics, if you only pause during your reading now and then, and reflect a moment about the goings on in your workplace.

Let’s take a look at some excerpts from the book. You may recognize this one from our own series here entitled Socratic Genius:

The experts and scientists know what to do, we are told; therefore the time for debate is over.”

This is the poisonous pressure to cow people into submission with the notional possession of superior expertise – attained by people living off the largess of the excess capacity of a thriving economy, most members of which themselves lack the time and resources to dedicate to the personal acquisition of it. So, while they underwrite it, they run the risk as well of becoming overrun by it.

Here’s another one you may recognize:

. . . historians tend to forgive the powerful for transgressions they would never condone by the weak.”

We’ve talked here about the tendency of those who celebrate great leaders to pick and choose among those who were successful or not, and even among the experiences of those who were both, although they all exhibited the promoted leadership characteristics. It is worth noting, certainly, that this is a common vice among hero-worshipers of all kinds.

But Goldberg is talking about something rather more sinister, here: in the context of that quote, he notes that Lord Acton’s admonition that power corrupts and absolute power corrupts absolutely was directed not at the powerful themselves, but at their chroniclers. We who fall in thrall to the mighty glory of such individuals lose our clarity of perception and analysis. We see what that power has conditioned us to see, and that is what we record as its true nature.

But it is not its true nature – it is a destructive corruption of it. My argument is that something much like this has happened to our ability to understand and use the concept of leadership in the modern world. Would that I had Goldberg’s power of expression in elaborating my thinking in that regard; although, with or without it, as mentioned yesterday, we will be giving that effort another go.

But having returned to the business/management realm, consider this, one of my favorite bits from this energizing book:

Debates about economics these days generally enjoy a climate of bipartisan asininity. Democrats want to “rein in” corporations, while Republicans claim to be “pro-business.” The problem is that being “pro-business” is hardly the same thing as being pro–free market, while “reining in” corporations breeds precisely the climate liberals decry as fascistic.”

“Bipartisan asininity.” How can you resist a book with gritty, sharp-edged gems like that? And note the relentless drive past rhetoric to the underlying principles, to ensure that we know what is – or is not – really being said. This is another vitally incisive section of the book, helping to make it altogether an irresistable must-read.

Please do pick up your own copy of Liberal Fascism: The Secret History of the American Left from Mussolini to the Politics of Meaning. Whatever your personal political inclinations, you will learn a good bit about Western European and American politics and culture, arguing tightly from first principles, and even – if you are alert to it – leadership. Enjoy!

Today’s tip: Speaking of counter-intuitive thinking, please stop over to see this excellent piece on why not to get an MBA, at Young Go Getter.

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What are you doing?

Leadership is the most poorly understood area in modern management theory, yet it is clearly among the most important. Writing about leadership has been weak and contradictory. There are too many unresolved tensions among the many descriptions of different “types” of leaders: the traditional leader/general at the head of a hierarchical pyramid, the “visionary” who controls a wide, flat organization through core corporate visions and the “coach” who “empowers” his people. There are too many prescriptions for “how to be” a “leader” in “today’s” organization.

But there is far too little discussion of what, at bottom, leadership is all about.

What is it all about? What does it do?

Is it a program of behaviors that will generate desired responses from your employees or help you “get ahead” of your peers? Is it all about how you dress, speak or look? Is it about changing the specific ways you deal with others? Is there a checklist of things you can “do” that will make you a leader?

Is it that easy?

No, it’s not. It’s not a part of your work life that you can attend to periodically, like your wardrobe or your technical skills. In fact, it isn’t even solely about you. And that fact is the central message of this site.

Rather, it’s about you and everything and everyone you deal with. It’s something that comes from you, at you, that is in you and all around you. It’s a process in which you are a participant, an environment in which you live and work and a fundamental element of your character. It’s all of these things or it’s nothing. You will perceive it in all of these ways or you’ll never quite get it at all.

Please see the “Must Read Posts” at the upper right (or here, here, and here, if you are viewing this in a reader or email), for more on this.

We will be spending parts of the coming weeks revisiting this subject. I will attempt to describe what leadership is and what it does. I will then endeavor to remake my case that the people we think of as leaders today are typically more destructive than creative of it.

I hope you will join us.

Today’s tip: Please stop over to Robert Cenek’s eponymous site for a refreshingly level-headed view of the putative differences in the ways the various generations engage with work; you will also find an astute observation about what lies behind many of the niches in the consulting industry.

If you look at the contents section on the sidebar of the main page of this site, you will see a listing of the article series that have been published here. You can click through to view summaries of the pieces, and then read the full series or selections that are of most interest to you. Enjoy!

And while you are, please also subscribe by email or RSS reader - thanks!

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The real vanguard

While there remains considerable resistance in certain quarters to the idea, the real advances enjoyed in the world since the advent of the industrial age have come from commerce, from business people who respond to market signals, which ultimately are sent by consumers. That is, progress has be driven from the bottom up, not from the top down.

People often associate the one approach with the putative “nation of shopkeepers,” England, and the other with the supposed pinnacle of elitism, France. Both depictions are caricatures that serve their purpose poorly. So, of course, it could only be a Frenchman who would be able to make perhaps the first clear-eyed observations of what was really going on. Consider this, by Voltaire, from his “Letters on the English:”

I need not say which is most useful to a nation; a lord, powdered in the tip of the mode, who knows exactly at what o’clock the king rises and goes to bed, and who gives himself airs of grandeur and state, at the same time that he is acting the slave in the ante-chamber of a prime minister; or a merchant, who enriches his country, despatches orders from his counting-house to Surat and Grand Cairo, and contributes to the felicity of the world.”

It seems pretty plain, stated that way. But the discussion continues, because one of the peculiar things about power flowing around society is that it creates its own markets. Markets are like vacuums; they demand to be supplied.

And there is a market for central control. That is, it too is often driven from the bottom up. It is provided by people who fear the buffeting and change that unfettered free market economics might subject them to – as well as the welfare and future of their families. So, of course, there are those more than happy to supply this market.

The presidential election this year in the United States will certainly give us plenty of opportunity to observe this. But as you are doing that, consider the degree to which your own organization resembles a society, with its own dynamics driving the currents of power around and throughout it.

Is it a central command economy? A democracy, of sorts? Are there conflicting markets for control, guidance, favor, support? Does power flow where it is needed?

As important as may be any answers you are able to generate for such questions, the reasons for them are even more important. Understanding those reasons will help you determine how functional your organization really is, how well designed it is to actually give productive expression to its purpose.

Perhaps your outfit will turn out to be a complex combination of top-down and bottom-up organization. Are there not good reasons for that? Can you manage the unorthodox nature of it?

Today’s tip: Speaking of bottom up generation of advancement, please see this fascinating piece, from The Economist, about how ordinary people like you and me – or our kids – are being successfully recruited to solve difficult problems in science. From the article: “Many of the best players were not scientists but were able to find the correct structure faster than computers.”

Note: My apologies to those who have commented on the posts of the past few days; each will get a response, hopefully by week’s end. Thank you for you patience.

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If you enjoy this way of accessing this site, you can sign up for text alerts (of new posts) to your phone simply by enrolling your number in the mobile subscription link, also at upper right on the sidebar of the main page. Why not try it now!

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A bridge too low

The “it can’t happen here” syndrome is persistent, and consistently defies experience. Why is that?

I recently read about a bridge in a developing economy that had been built too low for traffic to pass under it. The solution? Lower the road.

The question is, how long did it take them to realize they were building it too low? And, why did they finish it anyway?

But, of course, this can happen anywhere, and the developed world is filled with like examples. Terminal 5 is perhaps the most recent, but hardly a rarity.

And, events like these occur all over the world, at all sorts of levels, in all sorts of endeavors. From the military to politics to commerce, people seem to marry their ill-fated ventures, cross their fingers as tightly as can be, and simply hope that what they know will happen, won’t.

What’s at the bottom of this? Groupthink? The sense by an executive that too much personal credibility has been invested to back out? Shortsighted bootlicking by juniors? Starstruck “followers” who simply don’t think to examine what they’re being asked to do?

What sort of organizational cultures permit behaviors like those? What are your conjectures about this?

Today’s tip: Speaking of following through on more or less obvious disasters, here’s a glacially unfolding one for you: Rob Jacobs, author of Education Innovation, has offered an insightful glimpse at how we likely are mis-organizing something as simple and fundamental as our classrooms.

We appreciate your visits here very much, and would love to have you as a regular reader. Please take a moment to subscribe, either by email or via an RSS reader, using the options available just below or at the upper right. And welcome aboard!

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Shades of Mary Parker Follett

I once saw a review of some writing by Mary Parker Follett by a modern day guru who professed hesitation about reading it, because he might discover that she anticipated some of his “work.” The truth is, very little new insight is available that cannot ultimately be traced directly to her.

For example (this isn’t where MPF comes in, yet), last December Steve Roesler, of All Things Workplace, published a brilliant essay I’ve been wanting to comment on called Inhibiting Change: Will We Grow Businesses in a Risk-Avoidance Culture. This piece is a fascinating integration of academic work on personality and psychology with the world of work, and if you missed it, please take a moment to view it now; Steve is brilliant at helping us establish context from which we can make sense of what is going on.

Another thing he does well is prompt intelligent and vigorous comment chains to his posts. Wally Bock, of Three Star Leadership, offered this one:

I think there are two other factors at play in risk-avoidance. One is that we insist on making failure/success activities out of what should be learning activities, also called experiments. The other is that we allow people to make decisions based on their position in the organization rather than their fitness to make the decision.”

“. . .we insist on making failure/success activities out of what should be learning activities. . .” Do any of you recognize that? It is a tendency that we all fall prey to, and it is a major contributor to the shortcomings of our talent development programs.

Here’s the Mary Parker Follett part: “. . . we allow people to make decisions based on their position in the organization rather than their fitness to make the decision.” This is vintage MPF; “vintage” because she saw this well over 75 years ago, and “MPF” because it is still viewed as so radical.

The phrase, “fitness to make the decision,” is interesting because it can refer either to ability or to location. For example, the decision might involve a technical matter, and we allow the technical expert in our organization to make it. I recently had a problem with my website, and the customer service representative didn’t hesitate to call in a technician with specific experience in the area. I happen to know that this isn’t their protocol, but she did it anyway in order to solve the problem right then and there.

Or, a decision might simply be begging to be made at one of the customer/vendor/competitor interfaces with your company, and we may want to authorize the employee at that interface at that moment to make the decision. Years ago, I was calling AT&T to get an 800 number. Somehow, I wound up talking with an engineer on an assignment deep in the bowels of the company. He was the one who was available, and on learning of my request, he didn’t redirect me; he simply pulled up the company database and worked with me to find a number I liked.

Mary Parker Follett was a lifelong student of how democracies organized societies in the United States; she came to business consulting late in her life, but brought many of her intelligent insights with her. Moreover, she was able to see many American and British organizations already employing them.

If you haven’t read her yet, see my review here, and pick up your own copy of the best compilation available of her work here.

Today’s tip: A main purpose of this site is to reopen the dialogue about the putative difference between a “leader” and a manager. It is interesting to see Miki Saxon, at Leadership Turn, doing just that, with a seven-part series on the topic starting here. She doesn’t reach my conclusions, but she conducts a rigorous, honest examination. Please stop over to see it.

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