Mode one people - attributes

The first group of people I will look at as part of this series on followership and leadership are what is known as mode one or technical people.
The term technical leadership or followership comes from the thinking and subsequent approaches to problem solving that underpin and define this system.
Mode one individuals largely see the world as a series of technical issues that all have an answer. If you don't know the answer to a problem then someone else will. This is a world of experts and consultants, you just need to find the right expert to solve any problem. The view here is that everything has a well defined answer, you just need to find it. This approach is usually illustrated by 'flowchart decision making' with no shades of grey.
Mode one individuals (followers and leaders) tend not to entertain ambiguity and uncertainty easily if at all. The most frequent mode one reactions to ambiguity and uncertainty include:

• outright denial of the situation,
• create their own (usually imaginary) certainty / reality,
• displacement behaviour aka do something else (normally something comforting).

Mode one individuals (both followers and leaders) do not tolerate uncertainty and risk very well and operate to reduce these as much as possible, usually by resorting to methods of control.

Mode one leaders are autocrats. Mode one followers are largely passive and dependent people who want to be told what to do and they tend not vary from the script. Mode one leaders and followers go together well. However if a mode one follower is under a mode two, three or four leader, the leaders would do well to be very explicit about what is required of them. They will see people from other modes as increasingly unstructured and dangerous or a least unsafe. These are not great people in times of change as they will fight to get back to the old certainty or fool themselves that things have not or are not changing.

Mode one leaders in charge of organisations in times of change (like the current situation) are the number one candidates for loosing their business.

Mode one followers are the most difficult (but not impossible) to get to embrace change. Both mode one leaders and followers can embrace change if handled correctly.

A nice summary of mode one people:

Good at

• Following ‘characterised’ procedures
• Making incremental changes
• Postponing reward
• Staying safe
• Standardising procedures
• Leading from the front
• Detail
  

Struggles with

• Risk & Ambiguity
• Innovation
• Diversity
• Non standard thinking
• Empathy and emotional intelligence / resilience (they can appear very resilient but this is only due to denial and displacement)
  
• Co-operation and collaboration
• Strategic concepts (big picture)

Here is a video example of mode one behaviour when faced with something different from a previous blog.

Here are the distributions of modes in the leadership population.


Next I will look at mode two leaders and followers.

Lies, Hillary Clinton's Memory and Leadership Issues

A lot is currently being written about H.C.'s memory / lies / stories. Here are a couple more interesting and charitable blogs from a cognitive perspective :

1. http://scienceblogs.com/mixingmemory/2008/03/defending_hillary_clinton_from.php
2. http://www.neurosciencemarketing.com/blog/articles/hillary-kwame-and-our-fallible-memory.htm
   

I think that there maybe other explanations here, and one in particular that I have researched with leaders, particularly when they are reporting on how they see certain situations like the reality of the market conditions for example.
The phenomenon, 'context recollection' incorporates the affect of the emotions on story telling and recounting of memory events. If there is a strong emotional situational context, in which the story is being retold, particularly those contexts that produce euphoria or fear (risk and ambiguity) there is a strong tendency for the story or memory recollection to be molded to the current context to either carry on the euphoric emotions or to mitigate perceived threats.

The tellers of these untruths know and can report that the memory is not real, however the context appears to change the meaning of the untruth to 'not a lie' for the story teller.

Without evidence to the contrary, many leaders will stick to the 'untruth' and force agreement, creating a false certainty, ignoring and filtering out evidence that everyone else knows the veracity of the situation. Denial of this type is typical mode one behaviour.

This has a lot of consequences in situations where leaders are making decisions based on their understanding of the current situation and perceptions of the past. If they make decisions at times of euphoria or fear (even if they are not conscious of the emotion at the time) the decisions are usually awful ones. Their recollection of the success of the decision is likewise altered by the emotions experienced. This is why I place such emphasis on the development of emotional resilience and intelligence for leaders.