The Middle Way Management Assessment Instrument (MWM-AI) Study

Research, Research, Research
Any rigorous research project takes time, energy, and good, old-fashioned elbow grease. Fortunately, I was able to convince several amazing people to help me complete the Middle Way Management Assessment Instrument™ (MWM-AI™) study. Special thanks go to Dr. Debra Elliott, James Rivera, and the inimitable Dr. Theodore Kariotis. These brave souls provided resources, comments, and encouragement throughout the process.

The Process
The process of completing a mixed-methods study is a lengthy one. In my case, it was composed of several steps:

1. Delphi study to define and refine survey/questionnaire items,
2. Limited field test of survey/questionnaire instrument - testing for validity, reliability, and internal consistency of items,
3. Full-scale administration of validated survey/questionnaire instrument,
4. Statistical analyses and write-up of full scale survey.

The Delphi Study
A Delphi study is simply a qualitative, panel-of-experts effort intended to create a reliable outcome based solely upon the expertise offered by the panel. In this case, the panel of experts was comprised of leaders and managers in several industry segments. This group included managers with years of experience at various educational levels, including undergraduate and graduate degrees.

A typical Delphi study allows the panel of experts to initially suggest several items for inclusion in a survey instrument. Since Middle Way Management™ is my own, new construct, I offered 100 items to the group along with an explanation of the guiding philosophy of Middle Way Management. Most of the panel participants had already been exposed to the approach via this blog or through personal communication. Regardless, the group completed two passes at the list of items. They eventually settled upon 25 items that I could take out to a limited field test.

Jim Rivera was instrumental in this phase of the study by pointing out that an executive manager's (e.g., C-level, President) point of view might be decidedly different than a front-line manager's. Based upon his input, I created a final instrument that captures the respondent's organizational level and branches to appropriate items. Thanks, Jim.

The Limited Field Test
Once the survey instrument had been defined and refined, I could embark upon the quantitative portion of the study. As a member of LinkedIn, I actively recruited several of my links to participate in the limited field study of the MWM-AI. I also recruited friends and colleagues, many of whom graciously participated.

In the end, 27 people completed the MWM-AI, a small sample, yet sufficient to test reliability using Cronbach's Alpha (this measurement essentially confirms that groups - in this case, all - of survey items measure "the same thing"). I was delighted to discover an alpha coefficient score of .964 over the 25 items of the instrument. Conventional social scientific wisdom dictates an acceptable level of > .80, though some researchers suggest > .70 is also acceptable. Either way, I was good to go - time to take it to a larger group.

The Real Deal
This is where Debra Elliott stepped up to the plate. Debra successfully negotiated with her organization to administer the final MWM-AI across all levels of her organization. Thanks, Debra. The results were interesting (I'm summarizing them in an article and won't bore you with the details here) and I was able to run Cronbach's Alpha on a larger sample of 137. The result: .966 across all 25 items. Again, good to go!

Future Directions
Now that I've validated the MWM-AI, it is truly ready to be delivered to the world. In fact, you can visit the survey here:

The Middle Way Management Assessment Instrument (MWM-AI)

Go ahead and punch away at it. I would be very interested in any comments or suggestions you may have to improve the instrument.

Now go, manage with compassion!

Onward! Darin

Resources that helped determine proper sample sizes for Cronbach's Alpha:

Duhachek, A., Coughlan, A. T., & Iacobucci, D. (2005, Spring). Results on the standard error of the coefficient alpha index of reliability. Marketing Science, 24(2), 294-301. doi:10.1287/mksc31040.0097

Duhachek, A., & Iacobucci, D. (2004). Alpha's standard error (ASE): An accurate and precise confidence interval estimate. Journal of Applied Psychology, 89(5), 792-808. doi:10.1037/0021-9010.89.5.792

Copyright © 2009/2010, Darin R. Molnar, PhD. All rights reserved.

Middle Way Management and Human Neuroplasticity

In my last post, I detailed my return to this blog after a long and fruitful absence. In this post, I will explain how a new neuroscientific methodology can help you take Middle Way Management™ to the next level. You will see that Middle Way Management is not just a theoretical approach to leading and managing people, it offers a proven methodology for practice where the rubber meets the road - in your daily organizational life.

Middle Way Management and Neuroplasticity
While conducting the MWM-AI study and fleshing out the first book on Middle Way Management, I came across several interesting ideas that I realized would significantly enhance the practice strategies of Middle Way Managers™ everywhere. These ideas are centered on the latest neuroplasticity research designed to help people purposefully change the neural pathways in their brains with the intent of permanently changing personal habits and their subsequent behaviors.

An additional benefit of this process is that managers working with organizational members will effect habitual and behavioral changes of their own! I sincerely believe many of the behaviors evident within work teams often reflect those of the leader/manager. This includes both positive and dysfunctional habits and behaviors. By working with team members to change their neural maps, Middle Way Managers will become more efficient and effective managers with little direct effort of their own.

Cognitive Neuroscience
The science behind all of this is grounded squarely in the discoveries of cognitive neuroscientists over the last 20 to 30 years. It uses stories as a means of communication and takes place over a 30-day period. The specific science that works to re-map the neural pathways happens when the organizational member's brain waves shift into "alpha mode" and the brain's subconscious storage processes take over (i.e., during the third step below). This way, team members are changing their habits incrementally and permanently in no more than five minutes per day!

The steps of the methodology are

1. Team member agrees to work with the manager to change a habit/behavior,
   
2. Manager identifies the habit/behavior domain to be changed,
3. Team member collects complementary stories within the habit/behavior domain and shares them with the manager (resistance will be encountered during this stage and must be overcome in a positive, encouraging manner),
4. Manager checks in weekly with the team member and provides positive encouragement,
5. Manager and team member observe changed behavior(s) during the process,
6. Manager and team member wrap-up the process and make an assessment of status.

Team members' habits and behaviors are typically changed by step 6 above. Conventional wisdom exists that suggests at least 21 days before the change(s) becomes permanent and can be observed in the workplace. Unfortunately, this 21-day period is not based on demonstrated science, yet the anecdotal evidence is sufficient to at least mention the duration. Naturally, the longer a team member practices the story collection/sharing process, the stronger the newly mapped neural nets become.

Next Steps
To help managers become proficient in the identification of the behavioral domains that become the loci of change for the team member, I will be offering a free tool designed to help them make the correct diagnosis. This Web-based tool will be available via the Middle Way Management website and I will post a major announcement on this blog when it becomes available for unlimited, free usage. Until then, I will work to complete the book, including detailed information on this new methodology.

Until then, manage with compassion!

Onward! Darin

Copyright © 2009/2010, Darin R. Molnar, PhD. All rights reserved.

Back in the Game!

I'm Baaaaack!
After a long absence during which I was conducting the Middle Way Management Assessment Instrument™ (MWM-AI) study and writing the first Middle Way Management™ book (it's almost ready for prime time), I'm back! Fortunately, I've learned a lot along the way and have much to share with you in the months ahead.

New Developments
Two new developments will prove crucial to the continued development of Middle Way Management as a valuable leadership and management approach: 1) The MWM-AI and 2) A new neuroscientific approach to changing habits and behaviors in the workplace. While the MWM-AI offers a metric for initial and ongoing organizational assessments, the neuroscientific approach I am proposing is based upon the latest in neuroplasticity studies; it's grounded in Science and is a methodology proven time and again in the workplace.

Because these two topics offer enough information for several articles, I will reserve detailed comment about them for subsequent posts. Suffice it to say the MWM-AI study produced a reliable survey/questionnaire instrument of 25 items that is valid, internally consistent, and ready for action! I will be offering this instrument free of charge to anyone interested in developing a Middle Way Management practice based upon solid research and statistical analysis.

I could write an entire book on the new neuroscientific approach alone - and probably will. The approach utilizes stories, easily overcomes the inevitable resistance, and acts to physically create and re-map neural pathways in the brain. This way, Middle Way Managers™ can work with team members for mutual benefit. Yes, you understood me correctly - the act of working with a team member will also change the habits and behaviors of the manager for a success double-whammy. This is based upon prior and developing research, all of which I will document in a subsequent post or two (maybe three).

Future Topics
Finally, as a means of whetting your appetite, I'll list a few upcoming blog topics:

• Middle Way Management, Honesty and Candor
• Middle Way Management and Vision
• Middle Way Management and Tipping Points
• Middle Way Management and Daily Nutrition
  
• Middle Way Management and Competence
• Middle Way Management and Laughter
• Middle Way Management and Three Worldviews (pre-modern, modern, and post-modern)
• Middle Way Management and Language
• Middle Way Management, Conflict and Compromise
• Middle Way Management and Engaged Listening
• Middle Way Management and the Three Ds (debate, discussion, and dialogue)

I hope this makes you want to read more. I know I'm interested to see what I come up with.

Until then...manage with compassion!

Onward! Darin

Copyright © 2009/2010, Darin R. Molnar, PhD. All rights reserved.