What is a paradox?
A paradox is a statement that apparently contradicts itself and yet might be true (or wrong at the same time).
This is a paradox! 
As we discuss the leadership skill of PTO we have an interesting paradox or contradiction …
PARADOX: On the one hand we are promoting and teaching thinking skills and individual sovereignty and the right of individuals to think for themselves. On the other hand, we have a leadership program which teaches the leadership skill of “Peel The Orange”, which is the skill of being able to carry out appropriate instructions, without question, on command.
So, are you ready for your first orange?
DFQ #14
Think carefully and demonstrate your clearest thinking skills to peel this orange:
Resolve the PTO paradox in 111 words.
I don’t really think there is a paradox or contradiction as it appears to me that it is all about trust. For example, in most manufacturing facilities there is time allocated for the review of work practices which we call tool box meetings and there are times when you follow instructions and “peel the orange” because that is what has been agreed and adopted as “standard work” This is CVS to BVS in action.
Therefore it is a question of timing, as trust is generated between the instructors and teams in the knowledge that their CVS is systematically reviewed, and would be considered better practice at any given point in time
When accepting a directive to PTO the skill is, knowing when to simply PTO and when to stop and ask the person who wants you to PTO the right question.
The imperative to PTO is generally clearer in the Military than Business. The answer to Why? in the Military is “Because it will save your life!” in business typically fluffy Mission, Vision and Strategic Goals need meaning and to be communicated by trusted leaders for followers to accept PTO.
PingTO requires trusting leadership that the task requires doing. This doesn’t stop the Peeler from autonomously, thinking about the task they’ve been asked to do and acting with initiative in completing it.
PTO is used for telling someone how to do a task or function. It is up to the individual to determine whether or not they want to follow the defined path PTO presents.33
PTO presents the standard, possibly the best way to perform a task or function. This allows the users to reproduce and expected result in a defined timeframe with reduced variation. 30
Free thinking when performing a task can cause large variation in the result. Free thinking however can be used to improve upon PTO. If validated maybe used to create the new PTO standard.33
Therefore, a good leader must be able to convey PTO whilst looking for BVS improvements.15
There are times for leaders to peel the orange and other times for contributions to the science and practice of orange peeling, which may ultimately transform it for the future.
There are times each day to think, act, listen and sometimes do as you are asked without question, placing trust in those that do the asking.
The leader needs to be mindful of the needs of the organisation, rather than always seeking to act in order to have individual input. This is a wisdom and judgement that comes with practice and familiarity — to accept the things you cannot change, change the things you can and the wisdom to know the difference.
(111 words)
I suggest that,during training which is interactive ,each individual comes to value the qualities and contribution of thinking of their colleagues , and when…after successive and repetitive drills , and rehearsals , and the transmission of all necessary memes has been done ,there is an “automatic”understanding among a body of men as to who will “act” and why ……in response to specific commands ….THEN……PTO becomes a vital part of the process to achieve results …the survival of the group.
In these circumstances ,after exhaustive training to ACT ,on the order,,,,,
men will willingly …. give up momentarily their urge to think for themselves and ACT first…….so all will live.
It’s a question of trust and acceptance that some things need or have to be done in a certain way or at a particular time otherwise there may be other consequences, perhaps highly detrimental to the organisation or other colleagues. In these situations, you will need to accept that it‘s not your call to decide otherwise. Others with a wider grasp of the situation have already determined the appropriate direction. You do of course have the option that if you feel your integrity is challenged, you can choose to leave and work for another organisation. You don’t always have to think of an alternative way to PTO just because you can.
If one accepts the proposition that to be a successful leader requires an understanding of the needs of a successful follower, then there is no paradox. “Peel the orange” teaches by experience, by placing the leader in the follower’s role. Through thoughtful participation in this guise the leader learns the elements of clear instruction, building of trust and self confidence, as well as the mistakes likely to be made when these are not present. The successful leader also understands that under some circumstances he or she may not be the appropriate person to direct events, and, by following without question when it is correct to do so, essentially leads by example.
The paradox of peel the orange is dependant on how restrictive the instructions are and how much freedom there is in being able to complete the task. We all have milestones to complete (peeled orange) and we all start from a defined point (an un-peeled orange). The important thing is that the “peeler” is able to think and innovate within the boundaries of peeling the orange and that the “peeler” has complete trust in the leader who is ordering that this “blessed” orange really needs to be peeled. Now to do this in one hundred and eleven words will require a bit of filling so here it is exactly 111 words!
Follow instruction is the easiest way to get specific result and reduce time of idling for the best methods. The leader in my opinion should have both skills of giving clear and direct instuctions as well as motivate people to deliver expected results. Which direction to use depends on competencies of person(s) we are dealing with, the situation(s) if require fast specific accurate results, the task(s) itself if it allows to apply creativities.
Just like in research you have to use a hypothesis as a base and build up on it. As you progrees you get results but have to make corrections on the way. Just like a pilot have to make adjustments to reach the final destination. Similar to driving as well you are MINDFULL always looking at the road you keep steering “subconsciously” and reach the destination.
Peling the orange is similar. You use your THINKING to arrive at the best possible outcome.