Podcast Summary: Coaching for Leaders - Episode 711: Turning Down the Temperature on Outrage, with Karthik Ramanna

Introduction

In Episode 711 of Coaching for Leaders, host Dave Stachowiak delves into the pressing issue of heightened outrage in today's society and explores strategies for leaders to mitigate its impact within their organizations. The episode features Karthik Ramanna, a distinguished professor at the University of Oxford's Blavatnik School of Government and author of How to Lead in a Polarized World. Together, they unpack the complexities of leading amidst increasing polarization and offer actionable insights for fostering a more harmonious and productive work environment.

Guest Background: Karthik Ramanna

Karthik Ramanna brings a wealth of experience in leadership and public policy. As the director of one of the world's most diverse leadership programs at Oxford and a former professor at Harvard Business School, Ramanna has dedicated over 15 years to studying how organizations and leaders build trust with stakeholders. His extensive work culminates in his latest book, How to Lead in a Polarized World, which addresses the challenges leaders face in an era marked by division and dissent.

The Age of Outrage: Causes and Characteristics

Ramanna identifies three primary factors contributing to the current "Age of Outrage":

1. Fear of the Future: Technological advancements like Artificial Intelligence (AI) and existential threats such as climate change are generating unprecedented anxiety about societal stability and personal security. Ramanna notes, “[...] AI threatens to disrupt society on a scale perhaps even greater than the Industrial Revolution did” ([05:19]).

2. Feeling of Being Shortchanged: Many individuals, particularly in the middle and working classes of Western societies, feel that promises associated with globalization and immigration have not materialized as expected. This sentiment is exacerbated by visible economic inequalities, such as the wealthiest 0.01% paying lower tax rates than the middle class, fostering resentment and distrust in institutions.

3. Erosion of Consensus: The traditional Enlightenment belief in progress through knowledge and science is fracturing. Instead, tribal instincts are resurfacing, creating an "us versus them" mentality. Ramanna emphasizes, “We're seeing a broad retreat from the humanist consensus... and a return to our tribal instincts” ([05:19]).

Collectively, these factors have intensified societal polarization, making it more challenging for leaders to navigate conflicts and maintain trust.

The Importance of Temperance in Leadership

A central theme of the episode is the virtue of temperance in leadership—a concept that Ramanna feels has been undervalued in modern leadership discourse. While courage, justice, and wisdom are frequently highlighted, temperance emphasizes moderation, self-control, and the capacity to create inclusive environments for diverse viewpoints.

Ramanna asserts, “Temperance has come to be seen almost as a dirty word. It's almost come to be seen as weakness in leadership because it's seen as compromise” ([10:45]). However, he redefines temperance through the examples of Nelson Mandela and Yitzhak Rabin, leaders who demonstrated strength by fostering institutional trust and inclusive decision-making rather than unilateral, heroic interventions.

Practical Strategies for Leaders to Manage Outrage

Ramanna outlines several actionable strategies for leaders aiming to reduce organizational outrage:

1. Creating a Calming Environment ([15:14]):

   • Personal Regulation: Leaders must manage their own emotional responses by maintaining a conducive physical and psychological environment. This includes addressing basic needs like nutrition and rest to prevent biological triggers of aggression.
   • Mindful Presence: Developing self-awareness and emotional intelligence to respond rationally rather than react impulsively during crises.

2. Establishing Rules of Engagement ([19:28]):

   • Norms of Process: Before conflicts arise, leaders should set clear norms that promote open dialogue and mutual respect. Ramanna shares his experience at Oxford, where three key norms were established:
     • No Self-Censorship: “Under no circumstances should you censor yourself” ([19:28]).
     • Reciprocal Respect for Free Speech: Ensuring that everyone has the right to express their views without fear of retribution.
     • Commitment to Learning: Emphasizing that the community is a learning environment, not a debating arena designed to win arguments.

3. Prearranged Working Groups ([23:23]):

   • Proactive Engagement: Forming dedicated groups tasked with addressing potential conflicts before they escalate. For example, Ramanna discusses how a company like Google might preemptively create a working group comprising thoughtful and outspoken employees to navigate sensitive issues, thereby preserving the organization's culture of openness.

Examples and Case Studies

One of the most compelling examples discussed is Priscilla Ankut’s approach with the Kaduna State Peace Commission in Nigeria. Faced with predictable electoral violence, Ankut established the House of Kaduna Family, an initiative that fostered personal relationships among potential agitators. Ramanna explains, “She creates the conditions where the members of this House of Kaduna family start to humanize each other” ([28:57]). This humanization process built trust, enabling more effective conflict resolution during tense periods.

Personal Reflections and Insights

Ramanna shares his personal journey and the humbling realization that leaders can never fully satisfy all stakeholders. He emphasizes the importance of humility, acknowledging when to step back, and understanding the limits of one's influence. “The problems are so complex and so interwoven and so deep that I'm not going to be able to solve it all. And I don't need this to be a popularity contest” ([30:33]). This perspective encourages leaders to focus on incremental improvements and recognize the value of collective efforts over individual heroics.

Conclusion and Takeaways

Episode 711 of Coaching for Leaders offers a nuanced exploration of leadership in a polarized world. Karthik Ramanna provides a thoughtful analysis of the factors fueling societal outrage and presents the virtue of temperance as a critical tool for modern leaders. Key takeaways include:

• Embrace Temperance: Balance assertiveness with empathy to foster trust and collaboration.
• Proactive Planning: Establish norms and create working groups before conflicts arise to ensure swift and effective responses.
• Cultivate Self-Awareness: Leaders must manage their own emotions and create environments that reduce the likelihood of aggressive responses.
• Build Trust Through Humanization: Encourage personal connections among stakeholders to mitigate divisions.

By implementing these strategies, leaders can navigate the complexities of today’s polarized landscape, turning down the temperature on outrage and building more resilient, cohesive organizations.

Notable Quotes

• Karthik Ramanna: “AI threatens to disrupt society on a scale perhaps even greater than the Industrial Revolution did” ([05:19]).
• Karthik Ramanna: “Temperance has come to be seen almost as a dirty word. It's almost come to be seen as weakness in leadership because it's seen as compromise” ([10:45]).
• Karthik Ramanna: “Under no circumstances should you censor yourself” ([19:28]).
• Karthik Ramanna: “She creates the conditions where the members of this House of Kaduna family start to humanize each other” ([28:57]).
• Karthik Ramanna: “The problems are so complex and so interwoven and so deep that I'm not going to be able to solve it all. And I don't need this to be a popularity contest” ([30:33]).

Further Learning

Dave Stachowiak concludes the episode by recommending related episodes for listeners seeking to deepen their understanding of managing conflict and fostering effective team dynamics:

1. Episode 192: How to Create Team Guidelines, with Susan Gerke – A step-by-step guide to establishing team norms and rules of engagement.
2. Episode 529: The Way out of Major Conflict, with Amanda Ripley – Insights from Ripley’s book High Conflict on navigating and resolving entrenched disputes.
3. Episode 669: Three Practices for Thriving in Negotiations, with William Urie – Research-based strategies for handling negotiations and conflict resolution effectively.

Listeners are encouraged to visit coaching4leaders.com to access these episodes and additional resources through a free membership.