Word War II and Hubris

Word War II and Hubris

World War II started 80 years ago today with the German invasion of Poland. It ended six years later, with over 70 million dead.

I would argue hubris was a significant contributor to World War II. Hubris is the wanton insolence or arrogance resulting from excessive pride or passion. It is the classic temptation of mortals who, finding themselves garbed in the unaccustomed robes of leadership or success, start imagining themselves bulletproofed against disaster — and so tempt the fates. Their own belief that they will prevail is enough to qualify as excessive hubris when they are defeated.
I believe that there is a theme of hubris in the cause of the war and the eventual outcome, as set out below:

  • World War I. Russian hubris started the war. However, the arrogance of the British, French, and Germans encouraged it as each believed in they were right, and they would win the war quickly. Four and half years later and 40 million dead was the cost.

  • The Treaty of Versailles, due to the hubris of the victors, included the War Guilt clause, which John Maynard Keynes referred to as a “Carthaginian peace.” Although there were anti-war rallies at the end of World War I in Germany, many Germans remembered the humiliation of the War Guilt clause. It was this humiliation that made it easier for Hitler to convince the German people that there was a need for more war in the lead up to World War II.

  • German rearmament, in violation of the Treaty of Versailles, began shortly after the Treaty was signed, but exploded after the Nazis came to power in 1933. Despite warnings from Carl von Ossietzky, Winston Churchill, and others, Western leaders were willing to condone a rearmed and powerful anticommunist Germany as a potential bulwark against the emergence of the USSR. I would argue that their hubris, like those of the Weimar political parties, led them to believe they could control Hitler while needing him.

  • The Munich Agreement and Chamberlain’s “Peace in our time” was done to stop the outbreak of war. However, Hitler was potentially weak because of a planned coup by the German General Staff; and as Czechoslovakia had a modern well-equipped army, a war would Germany many lives. Finally, not defending Czechoslovakia made Hitler confident that the Western powers would never effectively oppose him. I would argue that hubris once more played as a role. Chamberlain believed that through appeasement, he could prevent war, and as his main concern was the USSR, he ignored all evidence and information to the contrary.

  • World War II began, as a result, of the British “guarantee” to the Polish colonels, who were on the verge of returning that part of Germany that Poland had acquired from the Versailles Treaty. The Poles, not realizing that the British had no way of standing behind the guarantee, refused to return the lands to German. The refusal was an act of defiance that was too much for Hitler and the superior Aryan race, Germany invaded Poland, and Britain and France declared war.

  • The Battle for Moscow, the first significant defeat of the Wehrmacht at the hands of an ascendant General Zhukov, was a turning point in the Russian campaign.

  • The Battle of Midway was intended to be the knockout blow that Pearl Harbor was not, where the American carrier fleet could be lured out and decimated by the Japanese. However, Japanese indecision and American luck resulted in a significant victory for the Americans, decisively turning the war in the US’s favor.

There are many examples of hubris in business that reflect the destruction of organizations. The greatest to me in recent history was the Financial Crisis of 2008, where all the issuers of CMOs and CDOs believe that property values would always go up. Another recent example to me was the destruction of Sears and KMart by Eddie Lampert.

Thus in life and business, we need to stop hubris before it destroys us. The benefits of the Wisdom of Crowds is known to many. However, these benefits can turn to negatives when Crowds are: not diverse; there is no specific answer, and social influences impose too much pressure. Thus the adverse effects of crowds exist in most corporate environments. How do you keep it at bay? In Vistage, I tell members the role of Vistage is to question your assumptions and stop hubris. I hope you have a group that will help you prevent your arrogance before it destroys you.

 

© 2019 Marc Borrelli All Rights Reserved

Recent Posts

Boosting Common Sense Decision-Making in Your Organization

Boosting Common Sense Decision-Making in Your Organization

Discover how to enhance decision-making in your organization by focusing on three crucial areas: solving the right problem, gathering all the available information, and understanding the intent. Learn to empower your team, foster a purpose-driven culture, and improve organizational clarity for better decision-making.

Do You Understand Your Costs to Ensure Profitability?

Do You Understand Your Costs to Ensure Profitability?

You can only determine profitability when you know your costs. I’ve discussed before that you should price according to value, not hours. However, you still need to know your costs to understand the minimum pricing and how it is performing. Do you consider each jobs’ profitability when you price new jobs? Do you know what you should be charging to ensure you hit your profit targets? These discussions about a company’s profitability, and what measure drives profit, are critical for your organization.

Sunk Costs Are Just That, Sunk!

Sunk Costs Are Just That, Sunk!

If you were starting your business today, what would you do differently? This thought-provoking question is a valuable exercise, especially when it brings up the idea of “sunk costs” and how they limit us. A sunk cost is a payment or investment that has already been made. Since it is unrecoverable no matter what, a sunk cost shouldn’t be factored into any future decisions. However, we’re all familiar with the sunk cost fallacy: behavior driven by a past expenditure that isn’t recoupable, regardless of future actions.

Do You REALLY Know Your Business Model?

Do You REALLY Know Your Business Model?

Bringing clarity to your organization is a common theme on The Disruption! blog. Defining your business model is a worthwhile exercise for any leadership team. But how do you even begin to bring clarity into your operations? If you’re looking for a place to start, Josh Kaufman’s “Five Parts of Every Business” offers an excellent framework. Kaufman defines five parts of every business model that all flow into the next, breaking it down into Value Creation, Marketing, Sales, Value Delivery, and Finance.

Ideation! Harder Than It Sounds

Ideation! Harder Than It Sounds

Bringing in new ideas, thoughts, understanding, and logic is key as your organization faces the challenges of a changing environment. But when you do an ideation session in your organization… how does it go? For so many organizations, many times, after a few ideas have been thrown out and rejected, the thought process slows down very quickly, and a form of hopelessness takes over. How does your organization have better ideation? I’ve come across a new approach with a few teams lately.

Recruit, Recruit, Recruit!

Recruit, Recruit, Recruit!

An uptick in business has begun this quarter, and companies are rushing to hire to meet this surge in demand. What amazes me is how many are so unprepared to hire. Continual recruiting is key to the survival of a company. It isn’t the same thing as hiring—continuous recruiting is building a pipeline of people that you would hire if you needed to fill a position, or “A players” you would hire if they were available.

We All Need Clarity

We All Need Clarity

If your organization is focused on obscurity over clarity, whether intentionally or not, your “A” player employees are vulnerable. There is a looming talent crunch. As we start to emerge from COVID, demand is increasing, and many are scrambling to fill positions to meet that demand. Headhunters and recruiters are soon going to be calling your key “A” employees. Have you been giving them a reason to stay?

Not Another **** Meeting

Not Another **** Meeting

As Leonard Bernstein put it so well, “To achieve great things, two things are needed: a plan and not quite enough time.” Your meetings can be shorter, more fruitful, and engaging, with better outcomes for the organization, employees, and managers. It’s time to examine your meeting rhythms and how you set meeting agendas. This week, I break down daily, weekly, monthly, quarterly, annual, and individual meeting rhythms, with sample agendas for each.

Is Your Company Scalable?

Is Your Company Scalable?

Let’s start here: Why should your company be scalable at all? If your business is scalable, you have business freedom–freedom with time, money, and options. Many business leaders get stuck in the “owner’s trap”, where you need to do everything yourself. Sound familiar? If you want a scalable business that gives you freedom, you need to be intentional about what you sell, and how.

Are you ready for the Talent Crunch?

Are you ready for the Talent Crunch?

Companies are gearing up to hire. Unfortunately, many are competing within the same talent pool. Some experts are currently predicting a strong economic recovery starting in May or June. But as the economy booms, there is going to be fierce competition for talent. How will you fare in the looming talent crisis? Your organization should be creating a plan, now, so you can attract the talent you need in the year ahead.