Overloaded Circuits: Why Smart People Underperform (HBR OnPoint Enhanced Edition) by Edward M. Hallowell
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Book Reviews of Overloaded Circuits: Why Smart People Underperform (HBR OnPoint Enhanced Edition)
Book Review: Introduction into attention deficit trait or brain overloading
Summary: 5 Stars
Edward M. Hallowell is a psychiatrist and the founder of the Hallowell Center for Cognitive and Emotional Heat in Sudbury, Massachusetts. He is the author of several books. This article was published in the January 2005-issue of Harvard Business Review.
The author introduces a neurological phenomenon (attention deficit trait or ADT) which is caused by brain overload and which he believes is now epidemic in organizations. It is brought on by the demands on our time and attention that have exploded over the past two decades. In this article Hallowell offers an analysis of the origins of ADT and suggestions to manage it. First, he provides a short introduction into attention-deficit/hyperactivity disorder (ADD). Unlike attention-deficit/hyperactivity disorder (ADD), a neurological order that also has a genetic component, ADT springs entirely from the environment. Hallowell then continues with a short section on the brain. "... studies have shown that as the human brain is asked to process dizzying amounts of data, its ability to solve problem flexibly and creatively declines and the number of mistakes increases." So how can we manage ADT? "ADT can be controlled only by creatively engineering one's environment and one's emotional and physical health." Hallowell introduces several preventative measures which can help executives control their symptoms of ADT. The article is completed with a short section on what leaders can do to counteract ADT and harness employee brainpower. Suggestions are: reduction in the number of overlapping projects and initiatives; reward employees that focus and say "no" to overloading; review the number of support staff within their organization; invest in amenities that contribute to a positive atmosphere; and matching employees' skills to tasks. However, the author believes that the most critical step to addressing the problem of ADT is to name it.
Yes, I do like this article. It discusses a very real, unaddressed issue within modern organizations. I agree with the author in that organizations which are able to address attention deficit trait will prosper through "more productive, well-balanced, and intelligent work environments." There is a useful short sidebar that provides bullet-points to control ADT in general, at work, and when you feel overwhelmed. It is important to note that management of ADT is about more than just better time management by executives and the author introduces some useful suggestions. Highly recommended to (senior) executives, HR-personnel, and other people feeling the pressure in modern organizations.
Book Review: Maximize employee performance
Summary: 5 Stars
I didn't create my Fortune 500 company from scratch by mollycoddling my managers, and I sure as rain didn't oversee double-digit revenue growth five years running by catering to weakness. HR always gets complaints that I drive the employees too hard, but I never paid much attention to the whiners and complainers until that horrible day one of my most loyal workers snapped and very nearly blew my head off with a shotgun. That's when I knew I had to make some changes.
I first saw Dr. Hallowell's article when it came out in the Jan. 2005 HBR. That was before the attempt on my life, so I didn't take the article too seriously. Later, after narrowly dodging 000 shot from a twelve gauge, I saw the same article available for download, with "enhanced features" including a key ideas summary and company examples. Well, I remembered the article talking about something called "attention deficit trait" (ADT) as a symptom of and response to the overload of a hectic work environment. Dr. Hallowell, psychiatrist, founder of The Hallowell Center for Cognitive and Emotional Health, and author of several, best-selling books on mental health and ADD, has the credentials to write with authority, or else he's simply trying to expand his ideas to a greater customer base. The latter doesn't discount the former, of course, and it's good business strategy to boot, so I applaud his efforts to get into the workplace psychology game.
We've mandated several of the ideas suggested in the article for combating ADT. We've set up a work-buddy system, removed all the junk food vending machines, given everyone free membership to the company gym, kept the cafeteria open twenty-four hours with healthful foods, mandated short breaks every two hours, and given seminars and training on time and stress management, giving every one of our employees access to whatever time management tool best suits him. Has it helped? No one's tried to kill me yet, and everyone seems less stressed. But just to make sure people don't think I'm getting soft, I fired a long-time employee the other day just to show them who's the boss.