This action might not be possible to undo. Are you sure you want to continue?
I know when business leaders dispense the best advice they ever got, it's supposed to come from other titans of industry. But mine came from a food-splattered, sex-crazed short-order cook at a Bellevue Red Robin. I worked there as a dishwasher before college, in a space barely largely enough to turn around in, called The Pit. It had a hose dangling above a sink. To the left was a steam-sanitizer that heated dishes to 300 degrees in 30 seconds, and to the right a 20-foot steel table that wave after wave of busboys loaded with dirty dishes. The garbage disposal button below the table occasionally electrocuted people; this once included Dan, our skeptical kitchen manager. When Dan could stand again, he didn‘t promise to fix the disposal; he just told me to ―wear rubber boots and go f*** yourself.‖ The other dishwasher also went to my high school. It was a relief to see him there because he was cooler than I was. When the dishes piled up, he‘d vomit into the sink from the stress, sigh, then hit the garbage disposal button to suck it down. He quit a month after I started.
I was to be the restaurant‘s only dishwasher until we found someone new. That whole summer, we never did. Some of the prep cooks took a turn in the mornings before I got there, but mostly let the cookware pile up. While asleep, I dreamed about those dishes. And all my other time that summer was spent cleaning them. I liked it when Dan told me, ―Without you, this whole place goes down.‖ It was the first time a job had consumed me, and I found I didn't mind being consumed. But I didn't have a natural dish-washing gift. I was dainty and uncertain, hosing off a few plates before pausing to contemplate a blackened fajita skillet. E very night, I got ―into the weeds.‖ In business, this means you've strayed into unnecessary detail. But I heard it first in restaurants, where it means you've fallen terribly, terribly behind. It also means despair. When I got into the weeds, no one would save me. I'd just have to work later, until 3 or 4 a.m. It was hard to feel that everyone else closing the restaurant was waiting for me without helping me. It was hard to stand for so long. When I crept into the house, the family dogs rushed me because I didn't even smell like a person anymore; I‘d become a hamburger. It was the first problem I‘d faced that wasn't defined like a homework assignment, measured out by a teacher or manager to the exact degree that I could manage. Instead, what I could manage just had to be re-defined to be whatever it took to conquer the problem. The next time this happened was a decade later, when I began a startup. I‘d have never made it if a line cook named Steven Livestead hadn't taken pity on me. He worked to the accelerated rhythms of our Saturday-night soundtrack, which got diners to eat faster. When dropped patties and melted ice cream piled up at his feet, Steven would call out, ―I NEED A LINE SWEEP, I NEED A LINE SWEEP!‖ And then before anyone could possibly respond, he‘d wield two brooms as if they were lashed together, bumping into people and yelling like a kamikaze in a movie, distraught and doomed, but kind of happy too. Steven was the one who brought out a box of Dove Bars, telling each of us to eat two so that Dan never knew the box existed. He sexually harassed waitresses using a long pair of tongs to increase his range. After drinks in the parking lot, he drove them around on his Ninja 1000. My first night alone on the job, I got so far in the weeds that the line cooks ran out of dishes. While the tickets piled up, Steven came back to the dishpit to find out ―what the f*** is wrong with you?‖ It was a question I had already begun, with genuine curiosity, to ask myself. To Steven, the answer was obvious after a second. He watched how I reacted to a particularly intractable blob of mystery shit -- a frozen pond of hamburger grease, a frieze of gristle -- and screamed, ―ATTACK, ATTACK.‖
He told me the dish sanitizer had to be running continuously, which meant I had to clean a tray of dishes every thirty seconds. He made me take the time to organize The Pit -- shoving aside all those intractable fajita pans so we could bang out 100 plates fast. And when he saw that I scoured the bottom of each plate, he said:
―WHEN IN THE HISTORY OF THIS RESTAURANT HAS ANYONE EATEN FROM THE BOTTOM OF THESE PLATES?
I was an eager pupil. The only thing that made me sufficient for the job was that I felt insufficient: it had never occurred to me that the problem was we needed a second dishwasher, or to accept the conclusion that I was a bad dishwasher, saying with a shrug that I was cut out for better things. I learned instead to hit the dishes as if my life depended on it, blasting the ladles and ashtrays until my face was covered in teriyaki and drenched ashes. Seeing that, Steven would yell out his highest praise,
YOU‘RE AN ANIMAL! YOU‘RE AN ANIMAL!‖
And that was it, the best advice I ever got, repeated every night for 70 nights. As a former chess-team captain and late-adolescent D&D player, I desperately needed to hear it. It wasn't nuanced or intellectual in the way I would have preferred; it was reptilian. But from that moment on, my whole professional future became the slow process of not being such a weenie. I still haven‘t forgotten what I learned that summer. I learned the best way to sort silverware, dumping it out on the counter with each hand independently grabbing for knives, then forks, then spoons. I learned that I could work my way out of despair. I learned to value speed in everything I do. I learned how other people lived; I learned how to be alone. I learned, even when all hell is breaking loose, first to take time to make my environment productive. I learned that people love to be good at things, even the silliest things. But mostly I learned how to be hard on myself, which let me mow down the other students when I went off to college at the end of that summer, and into a wider world where hardly anyone else had ever washed dishes for a living.
Best Advice: Work Hard, Get Lucky
The best advice I ever received was not really advice but more of an approach to living. luck is the fortune which occurs beyond one‘s control. That's probably how it was eventually passed along to me. It applies to several aspects of life: careers. The harder you work. Ben Franklin apparently once said ―Diligence is the mother of good luck. manage the highs and the lows. relationships. the luckier you get There's some debate about who first made this statement. The idea that the harder you work the luckier you get has always appealed to me even though it seems like an inherent contradiction – after all. health and wellness. you can't control a bad break. forget your opponents and play against par). sports. and probably many others." although more recently people think of legendary South African golfer Gary Player as the person who coined the phrase. What some . I think about this concept a lot like my friend Lane Becker does who describes it in his new book Get Lucky: How to Put Planned Serendipity to Work for You and Your Business. as my Dad started teaching me golf and its many truisms at an early age (there are conveniently plenty of great life lessons learned by analogy on the golf course – one shot at a time. Lane‘s idea of planned serendipity fits with my approach in that it‘s possible to put yo urself in a position to benefit from an unexpected occurrence if you work hard and make the right choices.
dedication and hard work that. Yet you can increase the chances that good fortune will find its way to you if you work hard to put yourself in prime position. and label it plain luck. However. but because you're skilled enough to repeatedly hit accurate shots over and over. I‘ve never been a fan of counting on blind faith or strokes of pure luck to help me achieve my goals. but those who do find themselves in a place filled with opportunities. Few people are actually willing to travel the sparsely populated extra mile. does not presume you can guarantee great things will happen – you obviously can‘t cause an undefined or unexpected thing to occur. are really just improving their odds of being at the right place at the right time.people call luck others call preparation. The world often works in weird and unexpected ways. of course. . when you dig in to a successful person‘s past. proactive networking. outgoing and personable people are typically exposed to a greater number of potential friends or partners than those who make minimal efforts to socialize. When you work hard on your golf game and improve from a 20 handicap to a 3 handicap. and you can increase your chances of being a part of that minority. but it undoubtedly puts those who make the extra effort in the best position. having not seen the behind-the-scenes climb. however defined. for example. there will always be cases in which a person is in fact the beneficiary of a completely random event. This approach. To be lucky is to be in the minority of good fortune. which by definition puts them in the minority. there's usually a rich story of perseverance. work) you put into meeting people and exploring different opportunities. laid the groundwork for that person‘s "lucky" outcome. persistence and dedication to increasing your chances of being at the right place at the right time. When it comes to relationships. with that person having made no preparation nor done any work to increase the probability of something great happening. It's easy to look from the outside to see another person‘s extraordinary success in life. The idea that the harder you work the luckier you get doesn‘t guarantee good fortune.e. outsiders call it luck. at the very least. I believe that the probability of landing that "lucky break" goes up in direct proportion to the amount of hard work contributed to the cause. you're putting yourself in a much better position to make a hole-in-one. for example. more often than not. When those opportunities convert into realities. And. When it comes to business. the higher the probability of serendipitously meeting someone that makes you feel like the ―luckiest person in the world‖ (how often have you heard people say that?). yet insiders know it was made possible by out-hustling everyone else. and there are no guarantees in life. exhausting travel for in-person meetings or the relentless pursuit of new ideas and opportunities can often lead to serendipitous breakthroughs or connections that can change the course of an organization. however. People who make an exceptional effort at something. The more effort (i. You still need all the pieces to come together – the wind needs to be exactly right and you need a soft bounce when the ball hits the green. when conditions are perfect you're in the ideal situation to be able to capitalize.
the ringmasters. Walt Mossberg and Kara Swisher.If there‘s a positive outcome I‘m striving for. Brilliant dreamers. I suggest you do the same! The Dreamer’s Dilemma: Prevent Your Dreams from Turning into Nightmares Silicon Valley is full of dreamers. the Valley‘s leading dreamers and their backers. If you‘re pursuing something big or important in your life. trekked down to a small resort outside Los Angeles to dream big at D: All Things Digital. During the day. pepper CEOs with questions as their targets do their best to stick to talking points and avoid sweating out. Silicon Valley is also full of even bigger piles of money to hyperloop those dreams into tomorrow‘s reality. I‘ll follow this approach and work as hard as I can to put planned serendipity to work for me. The format is simple. and others from around the country who want to be just like them. Lazy dreamers. . Crazy dreamers. This week.
Watch it here and I imagine you may feel the same way as many in the room shared the same feeling. Barry Diller (IAC). This year‘s interviews featured Sheryl Sandberg (Facebook). John Chambers (Cisco). Or 10. Ben Silbermann (Pinterest). founders. and the goals I‘ve tried to achieve. Walt and Kara‘s discussion with the CEO of Tesla Motors and SpaceX and cofounder of Paypal simultaneously inspired me to dream bigger and reach for my baby blanket.At night. I‘m not going to even try to put the session into words. Milli Vanilli winning a Grammy Award. where billionaires. Loic LeMeur. Jeff Zucker (CNN). Elon made dreamers feel like first graders held back for another year. Dropouts of the game of ―change the world‖ we all signed up to play. dinners and drinks move to poker and pizza upstairs. Jeffrey Immelt (GE) and Kazuo Hirai (Sony). tweeted: A whopping 82 others agreed by retweeting or favoriting his sentiment. the founder of LeWeb and a longtime Silicon Valley leader. I questioned the importance and relevance of the projects and companies I‘ve spent my working life working on. Dick Costolo (Twitter). knowing we‘d have to give it back after we were ousted for being phonies. . technology and the world. But one session – Elon Musk – captured my imagination and still has it in solitary confinement two days later. Tim Cook (Apple). journalists – and even a few bankers – talk about the future of the internet.
Her insight into gender issues in the workplace was awesome and human and important. arcane tax strategies and alternative ways to distribute today‘s content.") The others talked about smaller versions of their current products.‖ he said. For Elon. Elon. Sickening. it felt as if Steve Jobs had returned to the D conferece. and I think we should really try our hardest to make it happen. He painted a vivid picture showing why we needed to make cars THAT PEOPLE WILL ACTUALLY BUY that are better for the collective us. Elon mentioned matter of factly that he has cut deals with both Toyota and Mercedes to supply electric car technology to the companies to power their own fuel-efficient vehicles. billions to haul stuff back and forth from the space station. yes. That‘s cool.‖ Elon says so matter-of-factly. this would be the accomplishment of a lifetime. on the other hand. The other CEOs refused to talk about specific news while Elon announced that by the end of the year you‘ll be able to drive from Los Angeles to New York solely on electric power. shined. Elon helped us all dream about why multiplanetary life would be so cool. before adding that it would be kind of cool to die on Mars. entrepreneurs and creators. discussed our existential need to create more fuel-efficient transport. a rail gun. ―It‘s a fixer-upper of a planet but we could make it work. That‘s nuts! These historic companies rely on Elon to make their cars more efficient! Most of us are driven by the laws of reason. as Shervin Pishevar so eloquently pointed out as he asked Elon about his hyperloop project ("a cross between a Concorde. But also power marketing for why our youth should become scientists. for the record. ―It‘s difficult but achievable. . But just as the crowd and Twitter was jamming to her inspiration. new ways to get theme park visitors to spend more money. we awoke yesterday to news that Elon may be dating Cameron Diaz. it‘s a sidenote.And to make matters worse for our collective egos. The contrast between Elon‘s presence and every other CEO was stark. Elon announced that the US government is now paying his company. and sad. she was asked about hate speech on Facebook. For an hour Wednesday night. the company‘s mobile strategies and what it‘s like working with Mark Zuckerberg. For any other entrepreneur. He is focused on transportation that will get us from Los Angeles to San Francisco in less than 30 minutes so we can spend more time with people we love. Facebook's Sheryl Sandberg. and an air hockey table. SpaceX. This would seem like mere science fiction if it weren‘t for the fact that he has already done the ―impossible‖ on multiple occasions. The only laws Elon holds sacred are the laws of physics.
or even non-existent. What if our kids continue to drop out of the sciences. They‘ll want to create the next Minecraft. Like.and dated at least a dozen of them. And makes me feel so stupid. do we need any of the above? Who knows? But what really scares me are the bigger questions. or finding someone to have an affair with? Actually. I pee my proverbial bed dreaming my cute little dreams while Elon combines a few Hs and Os from the chemistry set that is his life. That scares me.] What the fuck is going on here? Or for those in Silicon Valley. [He thinks he should yet refuses to actually call it an ad network as ad networks are out of favor. . what if we‘r e no longer capable of doing better? What if we don‘t want to do better? My kids won‘t want to create new technologies that help us live better. like I did? What if our kids are like me and can‘t remember 4 of the elements on that table that hung on the wall of my high school s cience class. problems? Do we need another photo-sharing application? Do we need another social marketing platform? Do we need another site to let strangers rent our houses? Do we need another dating app that takes the friction out of meeting new people. mocking me like the impenetrable bastard it is? I bet Elon knows every one of those elements by name .Elon talked about doing the impossible while just hours later I found myself in a hotel suite engaged in a heated debate about whether or not a young entrepreneur should turn his social software company into an ad network. are we in a giant A-B test whose sole outcome is to help us optimize the monetization of the time we have left on the depreciating asset we call our planet? What if Kara and Loic are correct? What if our biggest minds are actually focused on the smallest. explore new planets and leave the world better than when we entered it. And then flip it for a few pairs of Google Glass and free food.
he‘s ripped and would probably beat the crap out of me. They put me in the best position to succeed and make the most use of my time on this planet. hairy. It‘s the only way to live the life I want to live. Because it‘s hard enough to accomplish my own dreams that it makes my brain melt trying to comprehend Elon‘s. how do I start answering those questions? I have no fucking idea. Because in addition to being a multibillionaire. And you don‘t either.I fret about which mobile phone to carry while he builds his dream home on Mars. And it's the only way you and everyone in that room this week can live. I‘m focused on Elon‘s dreams and not my own. Focusing on Elon‘s big. And that‘s about all I know. I need to stop. They work for me. I can only focus on my own reality. His are directed by Jerry Bruckheimer and shown on massive IMAX 3D screens. awesome dreams makes me want to eat a pint of Ben & Jerry‘s Phish Food and punch the guy in the face. . My dreams are black and white and released direct to DVD. What if we continue to create the world‘s best engineers at our world‘s best universities and continue to send them home to another country to create the next generation of the world‘s best companies? What if we are so far removed from our roots in creating stuff that matters that we don‘t even know where to start? What if we create political organizations to do good but mess it up so royally that people pull out right away? What if Elon pulls out first? What does that say for the rest of us? What if I'm not invited back to D? What if I'm ousted as the phony entrepreneur I am who just got lucky building stuff that wasn‘t important? What if? What if? What if? What if? Man. and a sick Tony Stark-like inventor/entrepreneur who owns companies that makes space ships and rocket ships and having a model/actress lady friend who was in There ‘s Something About Mary. fat. which isn‘t a good idea. And my dreams aren‘t just business related. But what I do know is that I can‘t keep writing like this and thinking like this. I know a few things about the internet and marketing and starting companies. So my dreams fit me.
I dream about being a great husband. And he was smart enough to see that he had the innate skills and drive to make it happen. you have a 50-50 chance. But that shouldn‘t be an excuse stop me from trying. A dad that doesn‘t roll his eyes or shake his head too many times. of getting there. He got into it because no one else would. And I dream that one day I‘ll be part of the large movement that kicks cancer once and for all. You can dream with me here. and all you can do. Dream about how you can help make the world a whole lot better tomorrow than it was today. It‘s easy to dream big. Who are we to worry about. So here's the deal with the dreamer's dilemma. A dad that is patient and doesn‘t lose his cool. A dad that is trusted. or could. or compare ourselves to. I‘ve had my dreams. Elon didn't get into the electric car business because he wanted to. This isn‘t something that comes easy for me and I want to continue to try to be better. doing this seems harder for me to do than building a vacation home on Mars like Elon. And that puts on the kids in their own rocket ships that take them on their own journies to dream their own big or small or weird dreams. Dream about the person you want to become. And even then. and he had a dream that we could have cars that are better for us. at best. They need to have their own. A friend that is present and dependable. Sometimes. Dream about the world you want to create. is dream what you dream. I dream about being a great dad. And that means being present both physically and mentally for Kass. And never stop dreaming. Success can only happen if your skills and drive are equal to or greater than the scope of your dreams. Do I think I‘ll see 100% of all cancers cured by the time I die? Not really. This intersection of dreams and execution is where the magic happens for Elon. But it‘s hard to turn those dreams into reality. I dream about being a great friend. others‘ dreams when we can‘t even execute on our own? So all I can do. This is my Mars dream. two things that have been easier said than done over the last few years. . and all of us.
whatever they are. Elon. And with that.And don‘t let ANYONE or ANYTHING get in the way of your dreams. ―They had written off the Tesla Roadster as a niche product for techno-geeks (another shout-out to the audience) but we‘ve moved beyond that. Congrats. Magic Lessons for Retailers . and bring them to life. and thanks for making all of us dream a little bigger. ― I imagine Elon will have fewer doubters in the future. give you the inspiration you need to dream in your own way and. be the change you want to see in the world. Some will be great for just your own little world. and everyone else who have made some of their dreams come true. turn those critics into the electric power to fuel your dreams. Tune out the critics. as Gandhi said so eloquently. so many people called bullshit on the Model S it was ridiculous. but then we brought it to market. ―After the Roadster.‖ Elon said Wednesday last night. Let Elon. But all of these dreams are important. as Elon did. go for it. Most will be somewhere in between. And you will have fewer doubters if you also tune into your dreams. I hereby declare my two days of being completely depressed about Elon‘s inspiring work over. Some of that change will be great for the world. and then we did that. Then they said you‘ll never make a profit. If you think your dream should come true and you‘re not violating any rules of physics (or basic human ethics). So I hope they will observe there is a trend here. Or better yet.
share plans with fellow travelers and ensure that they can access all of the logistics involved with a park visit from their mobile phone. the bands interact with park features and act as a link to a much broader MyDisney experience. find pictures snapped by Disney photographers and much more. Data is being used in ways that are obviously of value to guests. The new Disney experience will provide park managers with the data to know their guests and to be even more effective at managing lines and the flow of people through the park. customize their trip. In addition to the "magical" experiences that Disney technologists envisioned. Guests can create a Disney profile that can be used to track their history of Disney visits. Guests opt-in to any of the features they wish to activate and parents have full control over the ways bands worn by their kids can be used. It doesn't know whether different types of guests route differently through the parks. bracelets that park guests can use to access the park. and when not obvious.Disney World will roll out MagicBands. Although millions of visitors come to the parks over and over again. Disney is now able to address a challenge most physical businesses face. sign up for fast passes. reducing wait times and learning far more about how people spend their time. . guests are likely to be suprised in delightful ways that add to the magic of a park visit! In addition to enhancing the park experience. so privacy concerns are avoided. Disney has no idea whether the visitor walking in the gate is a first time guest or a lifelong visitor. make meal reservations. It doesn't have a link between avid online users of Disney sites and games and the people who show up in parks. interact with characters. purchase items.
and what it will take to get to where you want to be. not just delivering coffee. Cutting Your Frontline Sales Force Could Be a Huge Mistake . if railroad companies in the U. You‘ll have more certainty about what your business needs to grow now. Knowing what business you‘re really in means having a deep and thorough understanding of your customer and the value they gain from you. and that was the seed that grew into Starbucks. For instance.To create an effective business map. you‘ll understand what business you need to be in to become the dominant force in your market. they could have prevented the entire industry from going bankrupt as the trucking industry took over. and you‘ll be better able to steer your organization in accordance with that vision. where he saw people eagerly meeting in cafes before and after work. Having a business map really means framing your business in terms that enable you to see opportunities (and threats) that you might otherwise overlook. The next two questions are: “What business am I really in?” and “How is business?” How is this useful? Back in the early 1900s. what business is Starbucks in? Most people would say the coffee business. Most important. He saw the promise of a transitional meeting place between home and work. you‘re in a better position to identify where you are now. But ask Starbucks CEO Howard Schultz. not the railroad business. realized that they were really in the transportation business.S. He knew his business was about creating an experience. Once you really understand how to consistently offer more value than anyone else in your market. and he will likely tell you about his trip to Italy. first ask yourself “What business am I in?” And then drill a little deeper.
Find the right frontline talent . for example. This could be one of the biggest mistakes retailers can make and will likely accelerate the threat of ―showrooming‖ – the practice of checking out products in a store then buying them online. Our research into the frontline of retail staff. now is the time for retailers to be reinvesting in the quality of talent on the frontline with techniques to close the sale in the store. Retailers without knowledgeable staff on hand to help customers make decisions are losing sale after potential sale. recouping the cost of the extra human help within an average of 10 to 15 minutes during normal selling hours. providing extra sales assistance during select hours led to a conversion rate increase of 9%. despite undertaking extensive product research. the cost of hiring a good salesperson is recouped by selling just one additional product per hour on the floor. suggests that most retailers are hiring the wrong people to do this and not providing the right training or incentives to drive in-store selling. With tax equivalency approaching. At one self-help apparel company. just one additional sale every two hours is needed. however. retailers have been cutting back on frontline sales as volume has shifted online. or $20 per sale. With an average selling price of $200 and an average gross margin of 10 percent. Consider the case of home electronics sold through discount stores. Bolster your sales staff When done correctly. and comparing prices on their own. adding salespeople offers one of the more attractive payback opportunities in retail. Many retailers assume that customers walk into stores for purely transactional purposes: they know what they want and just need to buy it.In the last few years. reading online reviews. But McKinsey research indicates that as many as 40 percent of customers remain open to persuasion once they enter a store. When the profit margin from up-selling or cross-selling accessories is added.
45 percent of frontline employees across multiple retailing sectors have the personality and attributes to be effective sellers. That leaves even natural salespeople often unable to answer basic questions about their products from potential customers who are increasingly informed (in some categories. it's time to plan out your content mix. How are you helping your frontline sales team drive retail growth? The Content Marketing Mix June 02. In addition. 2013 767 5 1 inShare42 So now that you've been inspired to try your hand at social content marketing. at most. and you understand your audience and what kind of content may appeal. Our research indicates that.Having staff that understand and enjoy the sales process is critical. Understanding the content mix that works for your audience is incredibly important and many companies get this very wrong. we found that few retailers provide training with the specificity and quality to effectively support sales associates in their mission to sell more. I break content down to four very general categories: . more than 75 percent appear in the store having done extensive independent research). Retailers need to redesign the way they hire and deploy staff into selling roles to attract employees with the personality and attributes required to succeed.
like to get a coupon. .and even they will be less and less interested as time goes on. who is behind the product (slightly crosses over to brand. it's posting the concert dates and new singles. They are the ones that most resemble the traditional marketing one-way message. which I'll explain next) and why people should buy your product. PRODUCT Product type content is the stuff that most people understand as self-promotional. it's posting where you are featured as an expert in the Washington Post. These are posts about your product itself: the features. a content schedule made up of too many of these posts will not be interesting to anyone other than already devoted fans . when. what. where and how of what you are selling. though many companies are trying to create interaction with these by adding a sharing. If you are doing content for your consulting business.A. how they enjoy/use your product. If you are doing content for a dental office. It's the who. me. If you are doing content for a cosmetic company. when it is available or goes on special. the benefits. it's the scientific study that shows a 25% reduction in crows feet. the comparisons and the contrasts. These types of posts are essential for communicating what it is you are selling. me" posts. etc). where people can buy it. If you are doing content for a rockband. it's posting the specials on cleaning and whitening. Product posts are the "me. liking or commenting incentive (share to enter a contest. comment to let us know how you would wear this. However.
It didn't say. Brand posts answer the question. which will lead to a deeper relationship and long-term loyalty. Brand type posts are still product related. The image itself was fairly innocuous with the rainbow colored filling between the iconic chocolate wafers and the word 'PRIDE'. this is where you showcase the issues and ideologies that people can connect with in order to support that person. more meaningful and just plain better. If you are doing content for a fashion retailer.B. C. current events and pop culture. more efficient. less alienating. but focus more on the "why" by empathizing with your audience and connecting with them on a more emotional level. but they speak to how the customer connects to the product rather than the awesomeness of the product itself. leading to a wide number of supporters and detractors discussing and sharing the ad. When Oreo posted the gay pride cookie. This is where the content gets social. less confusing. "support gay rights" or stand up for anything in particular. less alienating. the image went viral because of many factors. providing tools to help them show their team colors. If you are doing content for a sports team. Oreo took a risk with a holiday that divides many (as gay rights is widely contested). they talk more about the customer and how they serve the customer's needs. this is where you can connect with the audience's competitive instincts. "Why would YOU give a damn about my product?" but they don't list the features and benefits. BRAND Brand type posts still relate to your product. but the biggest was that they took a risk. LIFESTYLE Lifestyle type posts don't directly relate to your product. They are posts that recognize memes. It listens and learns and evolves with the needs of the audience. They can even help you improve your product. holidays. less confusing. this is where you focus on the outcomes of looking and feeling great wearing the clothes (quite often done visually and in a fantasy setting). This will give your audience a feeling of personal investment in the product. but they do speak to your audience. more meaningful and better. but a family focused company giving any recognition to the gay . If you are doing content for a public figure. Brand type posts are answering how you are making your customers‘ lives simpler. These posts connect to your audience by recognizing what else is going on in their minds and show that your company gets the audience. more efficient. These posts evolve over time as you interact with the audience and understand what makes their lives simpler.
These posts weren't the most shared or liked. ideas. Many brands do well aligning to pop culture. Occasional Lifestyle type content posts will pack a good amount of punch if you post them sparingly. . but be careful with the rights to images. They tend to get shared quite widely as people can use them to communicate their endorsement of the holiday or meme by simply posting to their own walls. sleeper campaign turned into national news and Oreo cookies were top of mind for people again. Mac did a wonderful 'Face Off' campaign for Halloween in 2012 where they posted some amazing Halloween makeup tutorials and invited budding makeup artists to submit their own. One of my clients was asking for their audience to submit a big design project. Community type posts are very good at involving your customers in the future of your brand. we collected supporter stories on how people came to meet and support Justin. These content posts highlight customer stories. feedback and lifestyles. There are several sites online that list all sorts of fun holidays (i. Memes can be a clever way to connect with your audience. Many cosmetic brands will hold contests for their audience to do makeup tutorials. A 'yesterdays' meme will make you look out of date (posting a Harlem Shake video today. The next thing you know.Halloween . a cute. or Best Friends Day on June 8) that could tie back to your product easily or creatively or speak to your particular audiences. and interviewed and highlighted the really unique ones. it's probably best you keep these posts a small percentage of your content. D. but don't get too complex.and combining it with community). When doing the Justin Trudeau leadership campaign. but they were meaningful and encouraged more people to share their own stories. posting them to the blog. Talk Like a Pirate Day on September 19. Lifestyle type posts are simple to fall back on. which led to setting the left wing audience off to counteract the ire. The results were incredible and some of their most popular posts (good example of using lifestyle . but make sure the memes are known enough and current. for example) and a too obscure meme may go over the heads of your audience and may offend. Facebook and Twitter. An example of a community post for a fashion retailer would be street style photographs where their customers talk about what they bought and what they are wearing. We used these stories in a post. Unless you can be creative about it like Oreo (without looking like a copy cat).community was enough to set the right wing audience off. don't overdo these as they could start to look like desperate attempts at content ideas and pandering. COMMUNITY Community type posts focus on your customers and audience.e. However.
Ultimately. you will break down types of posts even more finitely. laborious task to a fun and learning experience. Color Inspiration. 2013 39. these four classifications I've outlined are very top level and only to be used as a guideline for your initial content planning. but they empower your customers to be involved with your brand. a client of mine who provides design inspiration and guidelines for Canadians who are designing or redesigning their rooms and homes. but have broken these posts down to: DIY projects.454 276 141 inShare3. THE CONTENT MIX These four classifications aren't black and white.which required too much work. Community posts can also be brand. Your content planning will move from a daunting. you should let your audience and their engagement and feedback determine how it evolves. From there. we look at the type of post and the type of content of each post to determine how to adjust and balance going forward. grow loyalty though involving your customers in your evolution and then help your loyal. The overall purpose of content marketing is to build and connect with your audience. As your content evolves. which is important for relationship building. Design Terminology. have focused most of their energy on brand type posts. But I recognize that sitting down in front of a blank calendar to create engaging content can be daunting and I've found the four types of content to be a good exercise to get started. Decotheca. Currently people love the DIY projects the most. Community type posts most likely won't be your most shared or liked post. bringing in a larger audience. this leads to you being top of mind and increasing your sales or supporters. And remember. A product post can have lifestyle and brand type elements. When assessing content. get feedback to improve your product. for instance. "Are You Mad at Me?" June 02. loving audience spread the word for you. Design Style Overviews. they got many more submissions. but overdoing these would reduce their effectiveness. etc. When they reduced that ask to a before and after photo.298 . The mix also varies depending on your audience and your own goals. do almost exclusively lifestyle posts (that have a brand bend) and people love them. but this approach wouldn't work for everyone. Accessories. Oreo Cookies.
and the question came out of the blue: ―Are you mad at me?‖ Of course not. I responded immediately. I‘m guessing I was thinking hard about some story as I walked through the newsroom one day -probably furrowing my brow. since I had to no reason to be. who was startled enough by my body language to later pull me into a conference room to wonder if the air needed to be cleared between us. As an editor. but I realized later what was going on. . my mind a million miles away -. wondering what was up. I said.That surprising question packed a powerful lesson. and I would often have just a short window to get a story into shape for the next day‘s paper. A colleague I had worked with over the years came up to me in the hallway and asked if we could talk in a conference room. I faced a lot of tight deadlines. I was puzzled.when I briefly locked eyes with my colleague. Sure. We sat down.
even if I was on a tight deadline and wrestling with a difficult problem. and a lady at Nordstrom‘s had showed me how to tie a scarf in a very unusual kind of way for my new suit. They won‘ t be able to figure out where you‘re coming from and that‘ll be threatening. confidence and optimism. and it was the first job where I was truly responsible for the performance of a company. Here was one of them: ―It was when I first became a company president. And I didn‘t see that nearly as profoundly when I was leading a functional organization or a smaller enterprise. And I go to work and wear my suit. the president of BAE Systems.That colleague did me a huge favor. Here‘s a smart tip that Jeffrey Swartz. ―And that‘s when I realized that life was never going to be the way it had been before. cues. the example I set. I had asked her about important leadership lessons she had learned. that people were watching everything I did. people will be confused. but the responsibility that goes along with it. It was about my behavior. ‗Pick a face. the tone I set. how confident I was — all those kinds of things. And it wasn‘t just going to be about how I dressed. I found myself making much more of an effort to be aware of my body language. told me he learned from his father: ―I remember him saying. particularly with the team of reporters I was leading. Do they look concerned? Is something up? The leader who best crystallized this notion for me was Linda Hudson. the f ormer CEO of Timberland. Many CEOs have told me similar stories about moments when they realized how much they were. It really was now about me and the context of setting the tone for the organization. I‘ll let her tell the story. intensely scrutinized by employees who often pay more attention to the non-verbal cues than what their leaders are saying. the way I carried myself. and I went out and bought my new fancy suits to wear to work and so on. is something that I think about virtually every day. But to this day. because I learned a memorable lesson that day about how people can read so much into subtle. From that moment on.‘‖ . And I‘m at work on my very first day. which comes from my interview with her a few years ago. and I have my first day at work. in effect. then you have to be serious all the time. and I run into no fewer than a dozen women in the organization who have on scarves tied exactly like mine. people are looking at you in a way that you could not have imagined in other roles. constantly under the bright lights of a stage. And then I come back to work the next day. If you want to be serious. not only the awareness of that. I had mastered the day-to-day mechanics of running organizations. and to always show energy. Because if you‘re serious one day and happy the next. and often unintended. But I don‘t think the leadership part of it had settled in quite as profoundly as it did when I took over a company.‖ It‘s a challenge that every leader faces. ―I was the first female president of the General Dynamics Corporation. ―That was a lesson I have never forgotten — that as a leader.
The CEOs I interview each week for my Corner Office series offer regular reminders of the power of simplicity. It‘s a short and punchy list – ―Be in. In last week‘s interview with Brad Garlinghouse. Ever since that colleague asked me the surprising question about whether I was angry. There are so many interesting things we can do in our life.852 It is a key test for leaders: Can you take complex tasks – like working through countless variables for. say. Be Bold. the CEO of YouSendit. I‘ll let him explain what they mean: ―‗Be in‘ is all about passion. he described the new cultural values that he helped develop after he was brought in to help turn the company around. Be Real. and I feel like if someone is just kind of showing up. 2013 77. your organization‘s values or strategic goals – and distill them into a short list that everyone can remember? And just how short should the list be? I would suggest no more than three. I‘ve tried to pick a face – no more furrowed brows – and be consistent.Pick a face. it‘s not worth it for them or for us.‖ – and it‘s memorable. The Power of Simplicity May 28. then their employees can spend more time focusing on their work. . Life is short.325 606 279 inShare3. If leaders are consistent. and less time searching for clues in the boss‘s body language. at the most.
we‘re not trying hard enough. and they were the ones where you just didn‘t feel like people were being real in terms of their communication. and we sat in circles.‘ ―And we ended up all going to Israel. a different company. To me. and we should congratulate ourselves. we started to get more reflective about what all this meant.‘ is really about being authentic in our communication. ―And the last one‘s about being bold. but so does the fact that there are only three values. We were in small groups of 20. as a company. So let‘s acknowledge that we‘re going to do that as a team. and we spent three days doing this cultural evaluation. came.‘ ―We had 40 core values at that point — innovation. We eventually got to two core values: be an owner and help others. and I provided context to the whole thing. and then you walk out of the room and someone‘s putting the parking brake on and you don‘t even know they‘re doing that. on the second day. We went from $20 million to $100 million in five years. and helping others is about being reflective and understanding that we‘re in a community here. And now we are going to move forward. I t seems to be the sweet spot for what our brain can remember day-to-day. shared the story with me of how he worked with his employees to boil his company‘s values down to just two. We can‘t be selfish. I have seen different cultures in my career that I felt had atrophied and needed revitalization. It‘s a little Kumbaya-ish. you‘re going to end up with a culture that is stagnant and not thinking about the next generation of products and experiences. I remember some people said: ‗I don‘t want to come. What‘s better than three? How about two? Robert LoCascio of LivePerson. If you don‘t do that. ‗be real. This is dumb.‖ This skill – to create simplicity out of complexity – is one that separates people as they move up in an organization. driving the business. customer first.‖ The repetition of ―be‖ helps make it stick. ―I invited everyone into the process. This is kind of crazy. if we‘re not failing a little bit. We should be very proud. all the typical ones and then a bunch of other ones. All the employees.―The second value. You‘d sit in a meeting and work through something and think you got somewhere. If a company has eight values. The first day people were like: ‗I don‘t know what‘s going on here. Then. But everyone came. it‘s a good bet you‘ll be reaching for a scrap of paper to make a list before you head out the door. Be an owner is about us being owners as individuals. I think great cultures encourage risk and are tolerant of failure. and it was a really fascinating process. that instinct is almost beaten out of the system.‘ There was a lot of friction. where our research offices are. can the employees really be expected to remember them all? Think about a time you had to make a quick run to the grocery store – if you have to pick up eight things. more than 300 of them. and we need to design a different environment. I call it a ―Simple Mindset.‖ and it‘s one of the five qualities that I've identified in . I remember that I had an all-company call and said: ‗You know what? We‘ve done amazing things. As some companies grow and develop. And so that‘s where we ended up with our core values.
stalk them. blog. and meet them. . etc. Have you seen examples of leaders putting their ―simple mindset‖ into action? Don't sell your time for a living June 01. kids versus work. First and foremost. Turns out this personal business model sucks. or anything else. Then Do It On Nights And Weekends For The Rest Of Your Life. Even The Onion agrees. this is what I'd say: Jobs suck.my book -. in their article Find The Thing You're Most Passionate About.―The Corner Office: Indispensable and Unexpected Lessons from CEOs on How to Lead and Succeed. Then study the people who have become successful enough to support themselves in this craft. And the important aspect of this personal business model is that you'll be able to make money even if you are sleeping. YouTube channel. There's so much conflict stemming from the fact that this is the predominant mode of work in our society. Stop selling your time There's a better way . video tutorial. copy them. The key is to find a way to stop selling your time. and to find another business model instead. and they pay you for that time. Let's call this the "sell your time" version of a personal business model: You sell your time to an employer. from 9-5p. . and are paid for your time to just grit your teeth and do it. crafts. and study them. Weird. Anything. all the way to the top of an organization. I think it's important to learn to make something. . All the hand-wringing about work/life balance. It could be an app. Or haven't ever tried.drawings. 2013 3.an important source of these anxieties come from the fact that a "sell your time" model of work means you've set your personal time (and goals) in direct conflict with the time you have to sell for work.238 33 3 inShare264 If there's one thing I could tell every graduating student. table.but somehow a very large number of professional workers find themselves in a state where they only know how to repackage other peoples' work rather than doing anything themselves. It's something we've all done as kids . At least the traditional version of a job. Anything. finding what you love. 1) Learn to make something. It always shocks me when people don't really know how to make anything.though it might not be the easiest way.‖ – to help explain why some people get promoted over others. in which you do something you sorta hate. etc.
is still killer. Most people I know who do interesting.000 hours (roughly 10 years) to become a worldclass expert. creative work went through years of this. It‘s normal to take awhile. This kind of positive feedback will keep you going. no matter how bad it is. For the first couple years you make stuff. . A lot of people never get past this phase. You'll want to try and build an audience. . And if you are just starting out or you are still in this phase. Again. It is only by going through a volume of work that you will close that gap. starting as a beginner: ―What nobody tells people who are beginners — and I really wish someone had told this to me . There's a great quote from Ira Glass (of This American Life) about the difficulty of getting good at anything. And your taste is why your work disappoints you. But there is this gap. But your taste. or a customer base. you gotta know it‘s normal and the most important thing you can do is do a lot of work. And then 10. whoever they may be. We know our work doesn‘t have this special thing that we want it to have.whether that's improvements in craftsmanship. So even while you're learning to make stuff. It‘s gonna take awhile. It‘s trying to be good. it's to get out of selling your time for a living. Put yourself on a deadline so that every week you will finish one story. this is a skill in itself and may take years to figure out.‖ There are a lot of ways to do this It's important to remember that there's a lot of paths to take in order to wean yourself off the "sell your time" model. or from finding an audience for your work.2) Create a feedback loop with your audience/customers Remember that the end goal isn't to make art. 3) It'll take years to become competent It's been discussed endlessly in books like Malcolm Gladwell's Outliers. This means you'll want to constantly show people your work. We all go through this. and your work will be as good as your ambitions. and it‘s just not that good.sometimes you may be picking up early skills that will help you on your own . but it takes years of solid practice to be any good at anything. And I took longer to figure out how to do this than anyone I‘ve ever met. you'll want to learn how to make stuff that people actually want. but it‘s not. But even before you sink years into something. They quit. is that all of us who do creative work. It'll also be an opportunity to find small wins in what you do. it has potential. we get into it because we have good taste. the thing that got you into the game. you'll get frustrated much earlier on because you'll think that you suck at it. This means you need to create a feedback loop between you and your customers. You‘ve just gotta fight your way through.
ultimately.thing later on. I'm not saying to run off and quit your job right away. You might find that it's better to team up with a bunch of people to accomplish the same goals. 2013 3.that's why an early stage startup has some of the same feelings of mission and is appealing in the same way.218 61 15 inShare227 . Stop Judging And Allowing Judgements To Kill Your Dreams May 31. the goal is to stop people from both hating and becoming dependent on their work.
you can at least become aware of it and protect yourself from it. for others and for yourself. I have read Ben Casnocha's excellent posts about his meditation retreat and his follow-up post a few months after. Someone recently judged me about learning to meditate. It is the most creative place on Earth for a week. Musk is said to have first thought the SolarCity idea at Burning Man. nobody judges you there. I have just started to notice it myself and I am trying to fix it by not judging others either. Most people thought he was crazy when he launched SpaceX. as each time I do it I might influence them not to do what they want to try. He also sells more than $1 billion in rockets every year to NASA. Friends.970 . I do not mind being judged as "weird" but I do notice it. That is stupid. You can wear and do whatever you want. the press and strangers predicted Elon's failure. I am not surprised. I thought about this as I meditated today. If you cannot stop others from judging you. he would have just stopped pursuing his dreams instead of making them come true. I was really interesting to read that in his 10-day total silence meditation retreat what he found the most liberating was that no one was judging him anymore. Most people never start their own business not because they cannot or because they do not have a good idea or even lack skills. Elon Musk launched two fully electric cars and made them profitable while everybody was telling him he was going to fail. Not even eye contact is allowed between the participants for 10 days. I also notice it when I judge others. which was not always the case. It is because their friends and family judge them and tell them they will fail. Had he listened. 2013 50.As I was writing yesterday. So many of my friends meditate that I wanted to see what it was like and commit to it fully over a long period of time.353 336 114 inShare1. I am trying to protect myself from both judging and being judged so I can see broader and do much more. making out to be weird — if not scary. So they do nothing. I always want to learn new things. Judging is a dream killer. "This is not what you should do. Why would you ever want to do this" and so many more. I am curious. The Dreamer’s Dilemma: Prevent Your Dreams from Turning into Nightmares May 31.
This week. . pepper CEOs with questions as their targets do their best to stick to talking points and avoid sweating out. Brilliant dreamers. Walt and Kara‘s discussion with the CEO of Tesla Motors and SpaceX and cofounder of Paypal simultaneously inspired me to dream bigger and reach for my baby blanket.Silicon Valley is full of dreamers. But one session – Elon Musk – captured my imagination and still has it in solitary confinement two days later. technology and the world. Lazy dreamers. Walt Mossberg and Kara Swisher. Silicon Valley is also full of even bigger piles of money to hyperloop those dreams into tomorrow‘s reality. Crazy dreamers. Barry Diller (IAC). founders. trekked down to a small resort outside Los Angeles to dream big at D: All Things Digital. journalists – and even a few bankers – talk about the future of the internet. Jeffrey Immelt (GE) and Kazuo Hirai (Sony). and others from around the country who want to be just like them. Tim Cook (Apple). dinners and drinks move to poker and pizza upstairs. At night. During the day. This year‘s interviews featured Sheryl Sandberg (Facebook). Jeff Zucker (CNN). where billionaires. the Valley‘s leading dreamers and their backers. Dick Costolo (Twitter). The format is simple. Ben Silbermann (Pinterest). the ringmasters. John Chambers (Cisco).
I questioned the importance and relevance of the projects and companies I‘ve spent my working life working on, and the goals I‘ve tried to achieve. I‘m not going to even try to put the session into words. Watch it here and I imagine you may feel the same way as many in the room shared the same feeling. Loic LeMeur, the founder of LeWeb and a longtime Silicon Valley leader, tweeted:
A whopping 82 others agreed by retweeting or favoriting his sentiment. Elon made dreamers feel like first graders held back for another year. Or 10. Dropouts of the game of ―change the world‖ we all signed up to play. Milli Vanilli winning a Grammy Award, knowing we‘d have to give it back after we were ousted for being phonies. And to make matters worse for our collective egos, we awoke yesterday to news that Elon may be dating Cameron Diaz. Sickening, yes. But also power marketing for why our youth should become scientists, entrepreneurs and creators. The contrast between Elon‘s presence and every other CEO was stark, and sad. For an hour Wednesday night, it felt as if Steve Jobs had returned to the D conferece, as Shervin Pishevar so eloquently pointed out as he asked Elon about his hyperloop project ("a cross between a Concorde, a rail gun, and an air hockey table.") The others talked about smaller versions of their current products, new ways to get theme park visitors to spend more money, arcane tax strategies and alternative ways to distribute today‘s content.
Facebook's Sheryl Sandberg, for the record, shined. Her insight into gender issues in the workplace was awesome and human and important. But just as the crowd and Twitter was jamming to her inspiration, she was asked about hate speech on Facebook, the company‘s mobile strategies and what it‘s like working with Mark Zuckerberg. Elon, on the other hand, discussed our existential need to create more fuel-efficient transport. He painted a vivid picture showing why we needed to make cars THAT PEOPLE WILL ACTUALLY BUY that are better for the collective us. He is focused on transportation that will get us from Los Angeles to San Francisco in less than 30 minutes so we can spend more time with people we love. Elon helped us all dream about why multiplanetary life would be so cool. ―It‘s a fixer-upper of a planet but we could make it work,‖ Elon says so matter-of-factly. ―It‘s difficult but achievable, and I think we should really try our hardest to make it happen,‖ he said, before adding that it would be kind of cool to die on Mars. This would seem like mere science fiction if it weren‘t for the fact that he has already done the ―impossible‖ on multiple occasions. The other CEOs refused to talk about specific news while Elon announced that by the end of the year you‘ll be able to drive from Los Angeles to New York solely on electric power. That‘s cool. Elon announced that the US government is now paying his company, SpaceX, billions to haul stuff back and forth from the space station. For any other entrepreneur, this would be the accomplishment of a lifetime. For Elon, it‘s a sidenote. Elon mentioned matter of factly that he has cut deals with both Toyota and Mercedes to supply electric car technology to the companies to power their own fuel-efficient vehicles. That‘s nuts! These historic companies rely on Elon to make their cars more efficient! Most of us are driven by the laws of reason. The only laws Elon holds sacred are the laws of physics. Elon talked about doing the impossible while just hours later I found myself in a hotel suite engaged in a heated debate about whether or not a young entrepreneur should turn his social software company into an ad network. [He thinks he should yet refuses to actually call it an ad network as ad networks are out of favor.] What the fuck is going on here? Or for those in Silicon Valley, are we in a giant A-B test whose sole outcome is to help us optimize the monetization of the time we have left on the depreciating asset we call our planet? What if Kara and Loic are correct? What if our biggest minds are actually focused on the smallest, or even non-existent, problems?
Do we need another photo-sharing application? Do we need another social marketing platform? Do we need another site to let strangers rent our houses? Do we need another dating app that takes the friction out of meeting new people, or finding someone to have an affair with? Actually, do we need any of the above? Who knows? But what really scares me are the bigger questions. Like, what if we‘re no longer capable of doing better? What if we don‘t want to do better? My kids won‘t want to create new technologies that help us live better, explore new planets and leave the world better than when we entered it. They‘ll want to create the next Minecraft. And then flip it for a few pairs of Google Glass and free food. What if our kids continue to drop out of the sciences, like I did? What if our kids are like me and can‘t remember 4 of the elements on that table that hung on the wall of my high school science class, mocking me like the impenetrable bastard it is? I bet Elon knows every one of those elements by name - and dated at least a dozen of them. That scares me. And makes me feel so stupid. I pee my proverbial bed dreaming my cute little dreams while Elon combines a few Hs and Os from the chemistry set that is his life. I fret about which mobile phone to carry while he builds his dream home on Mars. My dreams are black and white and released direct to DVD. His are directed by Jerry Bruckheimer and shown on massive IMAX 3D screens. What if we continue to create the world‘s best engineers at our world‘s best universities and continue to send them home to another country to create the next generation of the world‘s best companies? What if we are so far removed from our roots in creating stuff that matters that we don‘t even know where to start?
I know a few things about the internet and marketing and starting companies. and a sick Tony Stark-like inventor/entrepreneur who owns companies that makes space ships and rocket ships and having a model/actress lady friend who was in There‘s Something About Mary. They put me in the best position to succeed and make the most use of my time on this planet. And that‘s about all I know. And that means being present both physically and mentally for Kass. Focusing on Elon‘s big. I‘m focused on Elon‘s dreams and not my own. And you don‘t either. which isn‘t a good idea. They work for me. I dream about being a great dad. I dream about being a great husband. So my dreams fit me. This isn‘t something that comes easy for me and I want to continue to try to be better. A dad that doesn‘t roll his eyes or shake his head too many times. It‘s the only way to live the life I want to live. They need to have their own. I‘ve had my dreams. And my dreams aren‘t just business related. I need to stop. And it's the only way you and everyone in that room this week can live. I can only focus on my own reality. And that puts on the kids in their own rocket ships that take them on their own journies to dream their own big or small or weird dreams. awesome dreams makes me want to eat a pint of Ben & Jerry‘s Phish Food and punch the guy in the face. how do I start answering those questions? I have no fucking idea. . Because in addition to being a multibillionaire. hairy. Sometimes. he‘s ripped and would probably beat the crap out of me. A dad that is patient and doesn‘t lose his cool. A dad that is trusted. fat.What if we create political organizations to do good but mess it up so royally that people pull out right away? What if Elon pulls out first? What does that say for the rest of us? What if I'm not invited back to D? What if I'm ousted as the phony entrepreneur I am who just got lucky building stuff that wasn‘t important? What if? What if? What if? What if? Man. doing this seems harder for me to do than building a vacation home on Mars like Elon. Because it‘s hard enough to accomplish my own dreams that it makes my brain melt trying to comprehend Elon‘s. But what I do know is that I can‘t keep writing like this and thinking like this.
but then we brought it to market. A friend that is present and dependable. or compare ourselves to. But that shouldn‘t be an excuse stop me from trying. two things that have been easier said than done over the last few years. And never stop dreaming. of getting there. This is my Mars dream. and then we did that. He got into it because no one else would. turn those critics into the electric power to fuel your dreams. You can dream with me here. And even then. ―After the Roadster. Success can only happen if your skills and drive are equal to or greater than the scope of your dreams.‖ Elon said Wednesday last night. It‘s easy to dream big. Elon didn't get into the electric car business because he wanted to.I dream about being a great friend. ―They had written off the Tesla Roadster as a niche product for techno-geeks (another shout-out to the audience) but we‘ve moved beyond that. at best. So I hope they will observe there is a trend here. If you think your dream should come true and you‘re not violating any rules of physics (or basic human ethics). Do I think I‘ll see 100% of all cancers cured by the time I die? Not really. or could. So here's the deal with the dreamer's dilemma. But it‘s hard to turn those dreams into reality. go for it. Then they said you‘ll never make a profit. And he was smart enough to see that he had the innate skills and drive to make it happen. you have a 50-50 chance. and all of us. And don‘t let ANYONE or ANYTHING get in the way of your dreams. Dream about the world you want to create. And I dream that one day I‘ll be part of the large movement that kicks cancer once and for all. and all you can do. Tune out the critics. Or better yet. and he had a dream that we could have cars that are better for us. Dream about how you can help make the world a whole lot better tomorrow than it was today. ― . This intersection of dreams and execution is where the magic happens for Elon. Who are we to worry about. is dream what you dream. so many people called bullshit on the Model S it was ridiculous. as Elon did. Dream about the person you want to become. others‘ dreams when we can‘t even execute on our own? So all I can do.
Elon. I thought there must be other great ways that companies big and small can add in a little humor each time they touch a customer in some way.I imagine Elon will have fewer doubters in the future. give you the inspiration you need to dream in your own way and. Some will be great for just your own little world. I am not suggesting you make your brand a laughing stock.233 After reading Don Peppers‘ article recently about a great way that Miracle Noodle had used an idea to create a funnier dispatch docket to it‘s customers. But all of these dreams are important. And with that. and bring them to life. Let Elon. a smile on anyone‘s face has got to be worth going the extra distance. I hereby declare my two days of being completely depressed about Elon‘s inspiring work over. but making your customer smile at some point can‘t be a bad thing. and thanks for making all of us dream a little bigger. Most will be somewhere in between. be the change you want to see in the world. Some of that change will be great for the world. and everyone else who have made some of their dreams come true. 7 Ways To Make Your Customers Smile May 30. . 2013 20. Congrats. whatever they are. And you will have fewer doubters if you also tune into your dreams. as Gandhi said so eloquently.205 202 81 inShare1.
why does the message have to be so flat and uninspiring? This could be the first time that your soon to be customer interacts with you so why not change your messages to lighten their day? If you are a smaller company or a solopreneur maybe. 2. why not post amusing messages that pop up when your visitor is waiting for a search result to finish? HubSpot do this well. 4. great choice of product I must say!‖ 3. and probably thousands of others that have had the pleasure of receiving it directly too. a daily quote or even a brief joke? 6.com.com/best-unsubscribe-ever/ 5. why not change your phone message daily and include a personal message about what‘s going on. On Screen Messages So your customer has placed their order and a message pops up on their screen to say thanks.Here are a few examples of how you might add humor to your brand and spread a smile across your customers' face: 1. This video takes it to the extreme but if it works. A Google Adword campaign can be more effective if the message catches your new customers eye by making them smile. Your Online Personality As so many people do their research online before they actually buy a product. It made me smile when I read it. Telephone Automated Messages Whether you are choosing from a menu or on hold. Unsubscribe Messages Rather than the customary ―we are sorry to see you go…‖ message. . why not? Sorry I couldn't embed this one. so it‘s your last chance to keep them. Generic Email Contacts Many companies have a generic email address that is used on their website such asinfo@xxxxxx. How can your brand be a little more creative here? Sayhello@xxxx. When they get to your website. "Thanks from your personal online shopping companion. http://waldowsocial. with little messages saying things like ―off to the races‖ to amuse you while it searches for a moment. why not write something a bit more creative. this for many is the first touch point from your brand. Shipping Messages CD Baby originally made this famous as Seth Godin picks up in his blog when he received the message that Don‘s experience is based on. how can you make that a better experience and make them smile? It may be something simple like the sign off. they are about to leave your subscribe list.com.
com could be a more inviting alternative. But be warned.95. CD Baby also have another way to get a message to them listed on their contact us page. it‘s by homing pigeon! 7. it doesn‘t always work. the value of the Ratner group plummeted by around £500 million. Advertisements Remember the movie Crazy People with Dudley Moore? His ―tell the truth ads‖ were mistakenly printed instead of the approved ones and were a roaring success. I say. Ratner resigned in 1992 and the company changed it‘s name to Signet Group." After the speech. which very nearly resulted in the firm's collapse. "because it's total crap.518 . There is a fine line telling the truth to make your customer smile and not going overboard and ending up in a pickle like Ratner did. People say. as long as it‘s appropriate and just the right amount to suit. all for £4.orchiefhelper@xxxx. "How can you sell this for such a low price?". he commented: ―We also do cut-glass sherry decanters complete with six glasses on a silver-plated tray that your butler can serve you drinks on. When Gerald Ratner made a speech at the Institute of Directors in 1991. Some other areas you touch your customer in some way and where you could add humor could include: Your invoices Your Thank You notes Your newsletter welcome message Adding humor and making your customer smile is a great way of keeping your brand name in their minds.881 314 88 inShare1. 2013 18. Leave Them Laughing: 4 Things To Remember in your Presentations May 20.
where you probably didn‘t learn a dot. Take a look at this video of Steve Jobs presenting. but engaged. . Its just human nature. Instead. felt stupid and maybe even callous because we hadn‘t been given permission for our outburst. then they are scattered at regular intervals throughout. but it also have a very serious side to it too. right on the very last slide. what are the main ingredients to keeping your audience not only awake. This last slide is so important.You have probably sat through many a boring presentation. but every presentation should have some humour in it somewhere. to be entertained. so plan where and how that humour is going to be delivered. so give your audience permission at the right places. If the best content rich presentation has no humour. those of us that did laugh. they probably won‘t. Do you need to show your increase or decrease via a line or will a bold image suffice? Plan your funny bits We are not all born comedians. the slide your audience will remember you by. then it will always lose out to the maybe empty but funny presentation. That‘s why we have canned laughter on sit coms. As the presenter didn‘t smile or laugh at that time. at a seminar or conference. So if it‘s your turn to present to the team. and then bang. Avoid too much information Too much information with several different line colours adds confusion to the audience. so make sure that you grin broadly or laugh with them to encourage laughter at the right places. there was a funny bit. to tell us the viewer when to laugh! Listening to a very serious presentation some time ago. I plan to get my first laugh within the first 1 minute of my presentation. delivered to you from his heart. ones packed with pie charts. the words are all in his head. Try using a handful of funny images or very short video clips rather than risk a joke falling flat. There is very little information on his slides. Tell us to laugh If you don‘t give your audience permission to laugh. we probably would have all laughed. but nothing else. leave them laughing. way too much text and cheap clip art. Audiences all over the world want one thing from a presentation. inspired and ready for more? Minimalize your slides. Add in a bad presenter and you have the perfect recipe to put any insomniac to sleep with boredom. the few words and numbers on there are simply for you the audience to look at and maybe a prompt for him. but you had a good time. Had the presenter laughed.
you are all but finished. 2013 27. Stop Shouting. it really knits everything together. and your final slide. ―Just one more thing‖. you must practice. Those are the two important areas to win or lose your audience. As you wrap up your presentation. Lastly. Steve Jobs also always included a ―just one more thing‖ slide. have a ―Just one more thing‖ slide and tell the audience. run through your notes. practice and practice again. ―and finally…‖This will ensure that they know you are drawing to a close.358 256 98 inShare1. but focus on practicing your first 2 slides. I like to tell a very short story at this point to demonstrate a real life experience about what I have been presenting.Your Columbo finish Lieutenant Columbo always said at the very end of asking his suspect questions. your close. On the day of your presentation.908 . Start Engaging: The New Rules of Selling May 30.
social age.FM at the Nasdaq Marketsite about the new rules of selling in the era of social media. the question advertisers asked was essentially "how many people can I reach by shouting at them and shoving it down their throats. and sold it to Salesforce where he is now Chief Marketing Officer of Salesforce Marketing Cloud. when — Whoah! — I did not want that in front of my face. shouting at me. Back in the days of Mad Men. I recently interviewed him for Newswire. Kass. the traditional model of advertising is fundamentally broken." Indeed. feeling good. they invented the PopUp advertisement. adding. especially the online sort. You can watch a soundbite from our conversation here: I strongly agree with his main point. . that the Pop Up ad shows that in the digital. than Lazerow." Lazerow told me. "That's why we hate it." is Michael Lazerow's perfect description of how I feel on seeing my screen invaded by a Pop-Up ad. There are few shrewder observers of trends in marketing. who co-founded BuddyMedia with his wife.When the Mad Men of advertising first went online to try their hand at selling. Could they have come up with anything more annoying or more likely to turn off potential customers? "We are living our life. doing our thing.
and start shouting. 2012 13. Yet in my experience.‖ True. far too many brands still defer to their inner Mad Man. that people want to share on Facebook or talk about around the water cooler. But what does it mean? For Lazerow. by Oreo cookies:―Power out? No problem. I've read many of them. Lazerow mentions the "beautiful photography of Burberry" and Virgin's use of celebrity stories as particularly effective.‖ The biscuit baker‘s reward? 16. But even leadership development experts can't possibly read them all. there are a growing number of successful engagements by brands. a tweet when there was a power blackout during the Super Bowl. "If you are not producing content that people engage with.000 Facebook likes.So. the goal of engagement for a marketer is to figure out "how do you as a brand get into the conversation. So let me summarize what some of our newest research has found. that is easier said than done. Obviously.704 453 137 inShare1. As Lazerow warns. That spells trouble. you are going to die as a brand.808 There are more than 10. .000 retweets and 20." That means producing genuinely interesting content. says an Accenture report entitled Turbulence for the CMO. The Economist article lists a whole series of examples. A recent article in The Economist about the future of marketing noted that "Nearly 40% of CMOs do not think they have the right people and resources to meet their goals. You can still dunk in the dark." What Makes a 21st Century Leader? October 18.000 books in Amazon on the topic of leadership. what is the new golden rule of selling? For Lazerow. including my favourite. it boils down to one word: "engagement". I'm hearing this word all the time in my interviews nowadays: engagement is shaping up to be 2013's business buzzword of the year.
but at its core leadership has not changed. 21st Century Leadership Competencies As this data shows (directly from more than 700 companies who participated in this research). core . It's just very hard.Our research shows that 21st century leadership competencies are different.
capabilities to deal with a more diverse. But also Optimistic. They understand their people well and know how to being diverse groups together. you'll fail. because once the environment changes (and it always does). And what makes people follow you is that you have "common sense. however. and stay very close to customers. Much research (by SHL. But they also have an optimistic outlook. 4. and always tries to learn from mistakes? Or are you the one telling others what they need to learn? If you are the former. to force managers and leaders to get to know the business you're in. and their own organization. . Great leaders understand that they are constantly learning. They have an ability to "see the future" in a way that others can understand." GE. Their newest leadership program asks rising executives to spend at least 7 years in the same business area. It's often called "learning agility" in the HR field. Great leaders are Realists. our research shows that five things really matter: 1. Great Leaders are Learners. If you're the latter. Underlying these competencies. judgement. Are you the type of person who reads a lot. the world's #1 assessment company and others) shows that great leaders always see a "way out" of a problem." "Common sense" comes from experience. understand how to innovate. Great Leaders have common sense. fast-changing. Today's strong leaders come from the business and they understand the domain. global workforce. These people always study their market. 2. Are you a hands-on leader? Do you understand in detail what your people are doing? Can you really add value in their daily work? If not. great leaders seem to have an uncanny ability to "see the right direction. you better find the right place to fit. 3. chances are you're a great leader (or becoming one). They don't wear rose colored glasses. their customers. Great leaders see reality.leadership skills are being complimented by new strengths . has greatly reduced its management rotation process (as have many other companies). for example. their discipline. They never stop learning. What makes you a leader? People follow you. and a practical way of understanding how problems are solved. Great leaders are hands-on." When a problem arises. questions your own thinking. Today's leaders make faster decisions. They're no longer just "great general managers. you're not keeping up.
5. Great leaders have high energy. As George Marshall, the chief of staff for the US Army during World War II (he essentially "remade" the Army), put it: "Great leaders have high physical energy." You, as a leader, will be asked to work long hours, travel, and endure difficult and often highly uncertain situations. Without a high degree of physical energy you may find this difficult. We only need to look at leaders like Steve Jobs of Apple, Marissa Mayer of Yahoo, Ginni Rometty of IBM, and dozens of other high-performing leaders to see that they are hands-on, highly trained experts in their businesses - with the ability to rapidly bring people together in today's new borderless workplace.
Start Celebrating Yourself Today
June 03, 2013
2,509 43 16
We can spend so much time managing our careers, our money and our relationships that we don‘t always stop to recognize our successes. We're too busy moving on to the next meeting, project or item on our to-do list. Or we set the bar so high we won't hit it for awhile, if at all. So today, let's celebrate. Let's forget about outcomes. It's not about whether you got the promotion, the salary bump you asked for or the new client. Right now, it's the fact that you asked, you researched, you presented.
For just a few seconds, focus less on what's important to your boss, your company and your colleagues and zero in on what was progress for you. Did you wake up early enough so that your morning wasn't rushed? Awesome. Did you bring your lunch this week and save the money to go toward a new car? Nice work. Did you rely less on your notes during a presentation? Way to go. I bet, with a little practice, you'll even be able to find things to celebrate in less than idealcircumstances. Like Rebecca, who started a discussion in Connect: Professional Women's Network, noting that she was laid off after 20 years in marketing and wanted to reinvent herself. Nearly 2,000 people commented with tips and support for handling the transition. Being laid off is rough, but I'm celebrating Rebecca being vulnerable enough to ask for advice and all the who people responded with encouragement and job leads.
How To Confront Those Who Don’t Honor Their Commitments
June 03, 2013
17,029 149 45
and integrity. and feel at peace. It helps you evaluate whether or not the causes for the breakdown arose after the promise and were thus unforeseeable. your counterpart thinks she promised Y. If this is the case. you end up with a new agreement that closes the matter. Every productive confrontation includes a request for resolution. e-mail her a summary with a request to confirm or correct it. At best. At worse. For example. As I said in my previous post. then discuss how to avoid repeating this in the future. Your goal is to prove that you have been wronged. then you can accept his apology and move to negotiate a recommitment. Ask what happened. if she called you at the last minute. If your counterpart acknowledges that his behavior was a breach of integrity and that he should have called you. you realize that your counterpart is not trustworthy and you can responsibly decide what you want to do about it. For example. 3. Here are three steps for a productive complaint: 1. you may confront your counterpart about the fact that he did not show up for the meeting as agreed. you seek to soothe your anger by criticizing another. Check the commitment. Then. The key is that you clearly express what you need to close the issue. you may confront your counterpart about the fact that he didn‘t let you know when he decided not to attend the meeting. restore trust. The second level concerns trust in the relationship. The first level concerns effectiveness in the task. For example. Many problems result from miscommunication at the time of commitment: You think you requested X. If he argues that . You might attack the person you blame for your problem or even criticize him to third parties.When you complain unproductively. ask why. You repeat your story over and over. the relationship. For example. 2. or it may include additional conditions. It‘s much harder to justify the lack of an early warning. Your goal is to repair the task. This may just be to recommit to the original promise. This serves as your ―signed contract. integrity means ―no surprises‖ and one can preserve it even when one cannot deliver on one‘s commitment. and the hurt. inquiry shows respect. summarize the agreement and verify that she concurs. or not at all. Besides helping you understand the other‘s perspective. but it pales in comparison to the damage caused by holding your counterpart to a commitment she believes she didn‘t make. You address the person directly. When you confront productively. he might have gotten an urgent request from a customer that you agree takes priority over an internal meeting. The next time you get a commitment from this person.‖ There are three levels of confrontation. You may worry that step one provides an opportunity for the other to get off scot-free: ―I never said I‘d do that!‖ This is a real risk. you seek to restore coordination. He might have an excellent reason for not keeping his promise. You confront only once. Negotiate a recommitment. trust. The other key is that you ask for what you really need to close the issue. and you follow through to resolution. You end up full of negative assessments and righteous indignation.
2013 10. you give him an opportunity to correct matters and reestablish trust. a productive confrontation shouldn‘t create conflicts. he‘s obligated by his own word to honor it. of course. the relationship. 5 Keys to Great Storytelling: Lessons from Barbara Corcoran June 03. and his integrity. that your counterpart receives it with grace. Therefore. then you must proceed to the next level. letting you know of the problem as soon as he finds out and trying to minimize the consequences for you. A person who breaks a commitment affects the task.‖ you might confront him about the meaning of his commitments. Provided. If your counterpart insists that he didn‘t have to call because the absence ―was not his fault. it should resolve them.831 109 30 inShare611 . therefore.he didn‘t need to call because he had a good reason to skip the meeting. The promise came from him. When you confront him with grace. rather. The third level concerns integrity in the person.
Barbara Corcoran wore a bright red dress the day I first met her, which, combined with my bright orange, may have looked from afar more like a fire than like 2 people. But fiery is definitely a great word to describe her. Corcoran, the real estate entrepreneur, celebrity author and star of ABC's Shark Tank, is full of life, energy – and stories. In fact, after I read her book Shark Tales and heard her on my friend Tim Healy's radio show, I knew that she was one of the best storytellers I've ever encountered in business. So when I sat down with Barbara to interview her, we chatted about how to tell great stories in businessand in life. We agreed that great storytelling is the best way to – essential because people remember stories, and use them to draw parallels to their own lives. Stories persuade people, and help people feel connected – two essential skills for any leader or salesperson.
Corcoran's own success is an incredible rags-to-riches story – from one of ten children to waitress to real estate mogul. But I'll let you read her book to hear that story. In the meantime, here are the 5 keys to great storytelling – for better business – according to Barbara Corcoran: 1) Have a purpose Know your audience and your story's purpose – is it to entertain, to educate, to put at ease, or to persuade, for instance? Understanding the purpose for telling your story allows you to keep it simple and effective. For example, in order to teach me how she became a great storyteller, Barbara told me the story of her growing up in "a large Irish family, where everyone was always telling stories and in order to get attention, yours had to be good!" 2) Share a beginning, middle and end Every great story has a beginning, a middle and an end. Make sure yours moves smoothly through each section and don't stick around too long on anything. "Delivery is important, too," Barbara told me. "Enthusiasm is everything!" 3) Put skin on the bones It's the details – the color, sights, sounds, smells, and other descriptive language that really bring stories to life. "Describe what you were and the other people were wearing," said Barbara. People want to be able to have enough details to picture the story in their heads – so the more details you give, the more meaningful and memorable your story will be. "When I told people I sold by business for $66 million, they shrug. When I tell them about my next visit to the ATM machine, and the smell of the money coming out, and the sound of the receipt spurting out of the machine with my balance, then, they get excited." 4) Be the vulnerable underdog Of course, you might not always be the underdog in every story, and you may not always be able to be humble or vulnerable in your recounting of the story. But whenever possible, Barbara says, include this. "People always identify more with the underdog than with the perennial champion. And vulnerability leads to trust and intimacy, and opens people up to what you have to say." 5) Tell your own story This was an important lesson I learned from Barbara. My wife and I happen to have an amazing story about a sponsored wedding that led to our first business. It's a story we often tell when introducing Likeable Media to new clients. And, don't get me wrong, it's a great story, when we tell it. But Barbara helped me to realize, when other employees tell the Likeable story, they need to make it their own. People will always respond better to a story that stars the storyteller, not someone else. If you take into account these five principles, you too can become a better storyteller, and a more effective business communicator. As for those of you looking to meet and pitch Barbara Corcoran in the Shark Tank, she was clear: "Storytelling is everything. Show me an MBA and your sales
numbers, that's fine. But tell me a great story about how you got started and your vision, and we'll talk."
How to Sell Anything Using Social Media
May 30, 2013
28,211 237 81
Three years ago, my wife and I sold our co-op apartment in New York to move into a bigger home – and I created a Facebook page entitled Dave's House for Sale, dedicated exclusively to selling my home. The page actually generated three leads, which led to one offer. But I got a better offer the oldfashioned way, so despite my desire to be able to say I sold my house on Facebook, I had to take the better deal. Three weeks ago, a client of our partner agency in Turkey, Likeable Istanbul, sold a car on Twitter. Dogus Otomotiv‘s second hand car dealing brand DOD managed to sell an automobile via its Twitter account (@DODcomtr) with a proactive strategy and successful customer listening. It is proof that today, no matter what you are selling, you can use social media to your advantage. It started when Duygu Cakir, a music director and program producer for Super FM, posted a tweet saying she wanted to buy a car. Likeable Istanbul‘s social media specialist for DOD caught this tweet by constant listening and replied to her. After Cakir‘s positive answer, DOD started sharing suitable models with her on Twitter.
000-a-pop sales to its four social media sites. DOD wanted to share this sale on social media. so they took a photo of Cakir and her new car and shared it on Twitter (pictured above). The most valuable business asset of social media is listening.000 silkscreen up for sale on Facebook. But just like hard-selling doesn't work in person. you'll notice when your connections. This is your specialty. great questions and great care. Invest your time up front in these relationships. Monitor their social feeds. Uncover problems and needs. there was relationship-selling: listening. it's essential to ask for the sale. 2. listening and engagement is super important at the early stages of the sales funnel. Rock and Roll Fantasy Camp credits social media with driving 25% of its $6. Build relationships first. You won't get the sale unless you ask for it. Show your friendship first. Engage when you feel compelled. Ask for the sale. you'll note that these are also five key steps to selling anything . using great content.After considering a few models. It's always easier to make a sale when you build a relationship first. especially when the conversation has nothing to do with what you're selling. or widgets. Listen carefully. 4. helping sove problems. and closing. there are lots of social . Use social networks such as Twitter and LinkedIn to find prospects and get to know them online before you even think about selling something. Help people solve those problems. Now.anywhere. insurance. Pay attention to what your prospects are saying online. think not of the sale but of the help you're providing to someone whose needs you've uncovered online. 3.000 worth of sales of adaptive vehicles in the last quarter alone. 5. Whether your job is to sell cars. Social media purists will tell you that it's all about listening and conversation. followers and prospects say something that's a hint that they need what you have. Here are five simple reminders about the best processes to use when selling through social media: 1. you absolutely can use social media to your advantage. That's your opportunity to engage further in a conversation that will lead to a sale. and whatever it is you're selling. Those are the 5 key steps to selling anything using social media. camp. antiques. it doesn't work with social media. But in the end. Long before social media. Cakir wanted to see a car suggested by DOD and soon after she decided to buy it. homes. And as I said. If you're listening well enough. The Mobility Resource credits social media with driving over $300. If you're paying attention. without asking for anything in return. Reyne Haines is an antique dealer who has sold many thousands of dollars worth of items using social media and currently has a $22. whether through an online link or a request to take the conversation to a phone call or even an in-person meeting. Likeable Istanbul selling cars on Twitter is just one of many examples. Demonstrate your expertise and your willingness to help.
But to those people who embrace it all.612 493 inShare7. 2013 222. it allows you to sell at greater scale and efficiency than ever before.networks and technologies and tools that may overwhelm some people. The Secret to Putting Together an Insanely Successful Team May 28.293 .517 1.
our goal is simply to put the best person in the job.What are 13 of the most common words that keep companies from realizing their full performance potential? (Hint: They are 13 words that are very difficult to argue with.‖ Can‘t argue with that.) Those words are: ―Hey. can you? Who can be against putting the best person in the job?? Except…… .
And we will have accomplished a great deal on increasing opportunity and diversity. I've tried to round out the group by including a visionary. Raymond Felton.and then wrecked everything in a frenzy of secret schemes. I‘ll admit it: I often do.with a basketball example. Frankly. to prison. because I can imagine how I would do it. simply because of its appeal as a Wall Street whodunit. our goal is simply to put the best team in place. But the book gains enduring value from an unexpected bonus: a clear-eyed look at the reasons why so many powerful people can't keep secrets. You Will Keep This Confidential June 04. ethnicity).. 2013 23 0 0 inShare3 Over the past few days. But humans are human.. Rajat Gupta. . So let‘s take this to its logical conclusion. it‘s just easier. If we can change our mindset from ―Hey. And that‘s because they're all point guards. this is particularly true if it‘s a difficult job or a stretch assignment. In any random group of UNC basketball players from the past it could well be that Phil Ford." a fascinating account of ambition gone bad.. Ty Lawson and Kendall Marshall would be the best players. But would they be a national championship team? No way.Research has shown that the best performing teams are diverse teams. a skeptic. Jimmy Black. The power of diverse perspectives is such that diverse teams outperform non-diverse teams…. to name a few.and they outperform even more capable teams. And it‘s also easier for me to picture how somebody who looks like me and sounds like me will get the job done. Look for the book to pop onto bestseller lists. whether acquired (time spent abroad. It's hard to miss with an insider-trading scandal that destroyed one of the world's biggest hedge funds (Raj Rajaratram's Galleon Group) and sent a former head of McKinsey & Co. And I have also worked to include diverse backgrounds. a doer.S. -. they will almost certainly be beaten by teams that have more diverse player skills. our goal is simply to put the best person in the job‖ to ―Hey. many of us prefer to spend time with likeminded individuals. time spent at competitors) or innate (gender. The book chronicles a gifted group of Indian and Sri Lankan immigrants who rose to prominence in the U. a client advocate and an ―historian‖ as part of the team.‖ we will have accomplished a great deal on improving company performance.. betrayals and insider trading. When left to our own devices. While arguably possessing the most valuable skill set on a team. When I have built business teams in the past. I've been devouring an advance copy of "The Billionaire's Apprentice.
consultants and tech executives all work at firms with strict dataprotection agreements. Rajaratram. Life was a constant hunt for the best perks. in which people who gather information for a foreign country are knowingly breaking the laws and ignoring their instinct for self-preservation. the informants at the center of Rajaratram's web ended up grotesquely compromised. but that would be a mistake. people strained to please whoever was rewarding them the most. A huge gulf has arisen between stated policies and actual conduct. praising their insights on many occasions. But guess what? The Galleon boss's informants rode the same roller-coaster of money and ego in their day jobs. As former CIA agent Jason Matthews explained in a recent Wall Street Journal essay. Such eagerness might be mistaken for lasting loyalty. Along the way. There aren't any lifelong "home countries" or enemies. Everything is transactional. Spying doesn't happen unless agents are deeply motivated by money.and insecurities -. Over time.As author Anita Raghavan explains. confidentiality has become a strangely rubbery concept. Rajaratram and his business entities paid handsomely for money-making tips. the largest paychecks and the most adulation. finance and consulting are retooling their networks all the time. Even minor characters in the book treat "confidential" as a genteel relic that can be ignored with impunity. As seen in the Galleon story.of his informants. the first few steps toward competitive espionage now seem to be traveled with an eerie calm. We learn quickly that the big beneficiary of each leaked secret is Galleon's founder. money and ego enter the picture. taunting them periodically for not knowing more. In business settings. By the book's account. . at any time. It hardly matters that bankers. The craziness persisted until the end. Some accepted payments under pseudonyms in hastily created foreign accounts. the first few interactions with Rajaratram's world are justified as legitimate social mingling or business prospecting. most tipsters didn't regard their sub rosa work for Rajaratram as fundamentally different from their regular careers. Others decided it wasn't safe to chat via regular channels. Again and again. that creates the book's central tension: Why would any of his targets succumb? I don't think we can rely anymore on traditional models of the ways that espionage rings work. Allegiances could be transferred. spying historically has been regarded as rare and dangerous stuff. Rajaratram also played to the vanity -. on the chilling belief that it's easy to get rich if you can see tomorrow's earnings announcement a day ahead of time. elite players in tech. So they resorted to mobile phones registered in a gardener's name. though. to someone new who was offering a better deal. ideology. His hedge fund repeatedly seeks wormholes into tech companies' internal data. There isn't much ideology or conscience. Eventually. conscience or ego. of course. Yet no one felt enough remorse to back out. Once the villain is in action. That's not done lightly.
Shortly after I graduated and left Ann Arbor the program withered back to where it had been before I was engaged. training and a shared recognition that confidentiality must be taken seriously.Is there a better alternative? Any rampant misuse of private information -. But I see a host of areas where greater care could pay off.can't be stopped by a single action. So does vigilance. 2013 7. Ones that try to mask sloppiness with a few spray-on legal policies will be disappointed again and again.either at Galleon or elsewhere -.903 73 29 inShare407 In college I developed a service learning program that took University of Michigan students to a local prison each week to teach creative writing. . but grew significantly in both the number of students engaged and the quality of the experience for all participants. starting with more careful hiring. Character matters. It was painful to see and I vowed to never let that happen again. Firms that build a culture around taking good care of sensitive information will reap the rewards. It had existed in a smaller form before I took it over. How Are You Planning for Your Succession? June 03.
vision and values. I knew I would leave some day and it was critical to me and to the mission that the organization wouldn't only survive but thrive. I was getting the entrepreneurial itch and also recognized the need for a new type of leadership for this next chapter of Taproot‘s story. What followed was a series of conversations that engaged key staff and board members in thoughtful leadership transition planning that led to the public announcement in January of this year that I would be making the transition over the next 18 months. but having made these investments gives me the confidence that the Board. Economies in Perspective) June 03. over the last two years we have set the table for the change with specific investments including: An updated strategic plan to provide stability during the process and a clear initial direction for the new CEO. A clear and well-articulated mission . Planning for change has made it easier for me and for the team to imagine a thriving Taproot without me in the daily mix. to capture all of the learning from our first ten years for nonprofit partners and a baseline of knowledge to serve as the foundation for the next phase of the organization.360 21 9 inShare67 . These relationships are owned by different members of the team to ensure both our ability to scale and to have the partners connected to the organization and not the founder. They also raise real resources – about 25% of our budget.Communicating and living our mission. An exceptional executive management team. Promotion of two "home grown" talents to the management team and have been critical to bring institutional knowledge into the group as well as deep commitment to our mission. Powered by Pro Bono. What I Learned in Italy (Or. This month is my last month at CEO and will then spend the following 12 months as a senior advisor.Succession planning was core to the design of the Taproot Foundation since its first year. A talent pipeline – We have supported and developed staff to be able to grow into management roles.Taproot‘s board pushes back and asks the hard questions. Executive Management Team and army of ―Roots‖ (as we call our employees) is set up for success. Several years ago. vision and values. Experienced executive directors run Taproot‘s local offices and built the local community around them and not around me. I shared with the board my intention to leave at some point in the next chapter of the organization‘s development. We published our new book. In addition to the ongoing investments in succession. we made very intentional investments to create: A strong board of directors that is independent from the founder . To that end. We are not done with the process and will surely learn as we go. Relationships with nearly 200 institutional partners – I don't manage a single one of them. 2013 3.
S. "US growth lackluster!". Bond market crash: As predicted for the past two years. Japanese stock correction: Investors started buying Japanese stocks last fall. but there is really nothing new under the sun. While the price drop and yield increase may seem dramatic in the short-run. up from about 1.I'm just back from a trip to Italy. When other U.S. the worst monthly performance since December 2010. "QE to end!". economy and my thoughts as to when the tide might turn for Italy and the rest of the PIIGS (Portugal. ― Niente di nuovo sotto il sole‖ (nothing new under the sun). When locals found out what I did for a living. I keep thinking of an Italian saying.S. there has been a flurry of turmoil seen over the past week and a half. using a QE-type of bond buying and by doubling the nation‘s monetary base. "Jobs report is key!"). Ireland. Italy. The U.2 percent. recovery would accelerate. Yes. Life is always a matter of perspective. interest rates on government securities across the globe have finally started to rise. travelers found out what I did for a living. Greece and Spain). Despite scary headlines during the time I was away ("Bonds dive!". they wanted to know when the rotten U.S. the Nikkei 225 has . it has been long-telegraphed by improving economic conditions. 10-year treasury yield increased to 2. but the gains accelerated after the recent Bank of Japan pledge to drive up inflation to 2 percent within two years. they wanted to talk about the U. where the economy is still in dire straights. "Japanese stocks plunge!".6 percent at the beginning of the month. Let‘s review. Yes.
fallen 17 percent from its May 22nd peak and saw its first monthly decline in the past 10. Such action would lead to higher bond yields and lower bond prices and could potentially jar the equities markets as well. Jobs report (once again) is key: Here we go again…just as investors come off an anxiety-inducing week. Many will point out that the decline in the unemployment rate from a peak level of 10 percent in 2009 has been partially attributed to the exodus of discouraged people leaving the labor force. US growth: The government revised down its original estimate for Q1 growth to 2. the government will release a monthly jobs report on Friday. 5 Career Lessons I Learned in the Amazon June 05. as aging baby boomers retire.5 percent and the second quarter is likely to remain muted. due to sequestration spending cuts.5 percent. Right now. but it remains up more than 25 percent this year. the timing and magnitude of the action is in question. some investors are worried that the Fed may withdraw stimulus sooner than later. and that the unemployment rate will remain unchanged at a four-year low of 7. As economic conditions improve. The plunge in the participation rate to late 1970‘s levels has mostly been driven by demographics.000 in May.121 139 39 inShare519 . but many are now predicting that 2014 could be the year that growth returns to the post-World War II average of 3 to 3. The central bank has said that it would maintain its low interest rate policies at least until the unemployment rate drops to 6. compared with earlier expectations that interest rates would not rise until mid-2015. about one-third of the decline is due to the severity of the recession and the weakness of the recovery. Helping to boost the numbers could be a resumption of larger growth for the construction sector. It is expected that non-farm payroll employment will increase by a 165. The pullback in government spending at the local. QE to end: As signs of recovery continue. Still.5 percent. state and federal levels has been a headwind for growth during the recovery.4 percent from 2.5 percent. concerns are mounting that the Federal Reserve will have to taper its bond-buying program (―Quantitative Easing‖ or ―QE‖). bond market futures are pricing in a Fed rate increase in late 2014. While there is no doubt that QE will end. 2013 9.
I was reminded of this experience because this week. I knew this would be a once in a lifetime opportunity. and hopped on a plane to the Amazon (actually. UPS. I thought it was fitting to share five valuable lessons I took away from living in the Amazon. But this past year. the Boy Scouts announced this month that they‘ll finally welcome gay youth into their ranks. Back then.org to petition their local Boy Scouts councils to allow in gay members. First. and a boat).I always knew I wanted to do a semester abroad in college. the incredible organization that runs the School for International Training and hosted my Amazon trip all those years ago. It was beautiful. The lesson was clear: some problems are better tackled in strategic stages than with a single show of force. Unsure what lay ahead. Hundreds of Scouts from around the country used Change. My original plan was to go to Italy and study art history. One of my favorite things about the Amazonian area in Brazil where I lived was the spirit of . In honor of this event.org (the world‘s largest social change platform) – and that in my work at these companies. I didn‘t know I would go on to leadership roles at some of the world‘s great internet companies. I decided to pick the program furthest from any of my previous experiences: a semester studying Amazon rainforest ecology. we had to first remove the tarantulas. and now Change. Intel. but could also be dangerous. 1. tackle the tarantulas. I was recently reminded of this lesson during an exciting moment at Change.org – and in response to these voices and other pressure. I even studied two years of college Italian in preparation. To get rid of the snakes. Advocates have tried to dismantle the organization‘s anti-gay membership policy for decades. even bringing their case to the Supreme Court a decade ago – to no avail. Other Scouts successfully called on AT&T. two planes. 1. I learned so much about the incredible ecosystem that is the Amazon and the amazing plants and animals that thrive there.8 million people took action on Change. poisonous snakes lived nearby our sleeping area. And yet other petitions got major music acts like Train and Carly Rae Jepson to pull out of concerts sponsored by the Boy Scouts while the ban was still in place. So when I came across a catalog from the School for International Training. we had to identify why they were in the camp in the first place: it turns out they like the tasty tarantulas that were also hanging around our camp. I hope they‘ll prove as useful to you as they have for me. I packed up my belongings.org involving the Boy Scouts. from Yahoo! to Google. and other major corporate funders of the Boy Scouts to pull their funding until the ban was lifted. Welcome everyone – they may have something to teach you. But when the day came to apply to a study abroad program. All in all. I would repeatedly draw on lessons I learned in the rainforest. and I felt like I should do something more unusual – something off the beaten path that would really challenge me. 2. To get rid of the snakes. I‘ll be speaking on a social innovation panel hosted by World Learning. a bus. I felt torn. said goodbye to my parents. an incredible thing happened. Every night we were at risk of them coming close and either purposely or inadvertently biting one of us. In one area we visited.
we just need to welcome them and their experiences. Everyone in our lives. Women Helping Others Achieve – or.openness and curiosity among all the people I encountered. There‘s always something we can learn from the people around us. Not only did virtually every person I met welcome me into their home and serve me food and drink (no matter how little they had to eat themselves). but I quickly learned to appreciate it – and I began treating others in the same way. When I look at the posts I have written on LinkedIn so far. seeing each person as a source of potential knowledge. WHOA. as we call it. That inquisitiveness has stuck with me throughout my career. We all have something to teach and something to learn. like my recent post about 5 mentor archetypes. we‘ve created a system of co-mentorships in which women across the career spectrum – whether just out of college or decades into their careers – provide mutual support and insight.org‘s new women in leadership mentoring program. they interestingly all seem to carry this common theme: we have a lot to learn from everyone around us. from colleagues to family and friends – and even sometimes strangers – has something to teach us. . That‘s the logic behind the unique structure of Change. I wasn‘t used to being received this way. Rather than go the traditional route of pairing more established women with their less experienced female colleagues. but they also all treated me as if I had valuable wisdom to share.
Speak someone else’s language. but I flourished. the first time you do it. .3. Yes. Thinking back on this still makes me smile. ―É um garfo. Push yourself. I just didn‘t know the word.‖) He didn‘t grasp that I knew the concept of a fork. (And I have an extra appreciation for people navigating the world in a language other than their first!) 4. technical jargon or just a different communication style. for that matter – without pushing yourself to try things you haven‘t done before. You eat with it. gaining confidence in my ability to thrive in new situations.‖ be it business-speak. But for some reason I can‘t explain. became a general manager and eventually a CEO when I‘d never led a company before. I wish I could say I‘d always been that student who dreamed of studying abroad in a challenging environment like the Amazon. And you know what? Not only did I survive. One of the most challenging things about my trip was moving to a place where almost no one spoke English. and I began listening more and molding my own way of speaking to match theirs. I was struck by the thought that you only get so many chances in life to really push yourself beyond your comfort zone. the actual children in the home where I was staying didn‘t understand my lack of basic language skills. you can‘t progress in your career – or grow as a person. Filled with adrenaline. I started a nonprofit. In the process of becoming conversationally fluent in Portuguese. the sheer act of trying to understand people gave me a headache for the entire first month. I felt like a child – and in an ironic twist. an important shift happened: I stopped taking for granted that people could understand me. you haven‘t done it before. Although I studied intensive Portuguese every day for many weeks after I arrived. This lesson has proven immensely useful to me throughout my career.‖ (―It‘s a fork. I had a key realization that has stuck with me since then: no matter how good you eventually become at something. Knowing I could handle the Amazon gave me the internal strength to do many things. the opportunity to do so in a way that would truly be immersive was more real than it would probably ever be again. Você come com ele. I can remember my exchange brother holding a fork in front of me and saying in Portuguese. as everyone – even people who speak my native tongue. in the moment of choosing a study abroad program. The truth is. anyone can theoretically pack up their belongings and visit or move to a remote part of the world – but at that moment. English – comes to work with their own ―language. that was not the case. I took the jump. but as I noted earlier. Adjusting my own language to match my colleagues‘ demonstrates an appreciation of their backgrounds and generally helps me get my point across more effectively.
5 Mentor Archetypes I’ve Met – And How to Spot Them May 23. In the small village where I lived. Yet they they had so much joy spending time with each other. They made or handed down instruments. No matter how much or how little you have.865 .5. fished for shrimp from the river. there‘s always joy to be found in life. 2013 37. and often had just a few articles of clothing. Don‘t forget to celebrate it. I was staying in the Brazilian part of the Amazon. and sang to their hearts‘ content about their community.837 426 100 inShare2. a region perpetually celebrating life with music and dancing. sat on the dock of the river. Don’t forget to sing and dance. and the beauty surrounding them. the feeling of being alive. the people didn‘t have many physical goods – they ate acai berries off the trees.
and they‘ll probably tell you to find a mentor. But what does it mean to ―find‖ a mentor? People rarely explain what a good mentor looks like. I couldn‘t agree more – I‘ve been fortunate enough to have some incredible mentors over the course of my life.Ask any career development expert how to succeed in the workplace. . and they‘ve given me immeasurable support and encouragement when I‘ve needed it most. much less how to go about spotting one.
You‘ll find that some people. always make themselves available to give advice that works. like my dad. Below. at Google. and now at Change. of course. (That one has come in really handy. seek out people who excel at things you want to learn. He was incredibly wise. And. the academic enrichment program I started at his school. I thought I‘d write about it. I made sure to listen in return. and chat messages. I was 21. To find a Role Model. Archetype 2: The Role Model The name really says it all. Then ask them how they did it. fresh out of college.‖ and. ―Always wear your nametag on the right side of your shirt – that way. applying and interviewing for 50 jobs before finally getting one – and going on to become a very successful consulting partner. the Listener. and ask for guidance. Try to get at the underlying values that drive their work. Yes.So. there‘s something so unexpectedly fresh and welcome about a real Listener. He has tips for practically everything. because they thrive on helping others succeed. and think about which ones you might embrace for yourself. the Motivator. My mom was. you‘ll find examples of each mentor archetype – and tips on how to spot the mentors-to-be in your life: Archetype 1: The Advisor Ever known someone who had a piece of advice for every situation? Someone you knew you could count on for a handy aphorism or a timely story.org. but what stood out to me as a young woman was her endless energy. Archetype 3: The Listener In a world of rapid-fire texts. I‘ll never forget my dad‘s ―3 Rules of Business. was a fantastic mentor for that reason. doesn‘t it? The Role Model mentors by doing. upon which he wrote vigorous notes as I talked. rule 3: Don‘t work with jerks. including such gems as. Ham Clark. Trust me – you want those people in your corner. at my own startup. she did this with a supportive spouse. my mentors have fit into what I‘ve come to call my ―5 mentor archetypes‖: the Advisor. then the Headmaster at Sewickley Academy. and still is. your nametag will face toward them. showing me through her life that it is possible to have a great career and be a great mom at the same time. memorable soundbites. and he also showed a depth of caring and belief in me by always listening to what I had to say.) To find your Advisor. and watching him pull out a big yellow notepad. and an essential one at that. Rule 2: Sooner is better than later. stemming from a deep-seated belief that persistence and passion pay off. Rule 1: More is better than less. and here was the headmaster of a prominent school actually valuing my ideas enough to write them down. ―Never start a sentence with an apology.‖ which have guided my work over the years at Yahoo!. My first boss. just when you needed it the most? For me. Without fail. that person has always been my dad. sharing their wisdom and cheering you on. when you shake someone‘s hand. the quintessential Role Model. Tweets. she got her MBA at night and completely changed careers in her 30s. and the Achiever. I remember sitting down to talk about Summerbridge. Because he listened. look for someone who‘s living the life you envision for yourself.‖ Behind any good Advisor is an ability to distill life lessons into short. the Role Model. He made me feel that what I was . Ham taught me that listening is a skill. With two kids and a full-time job.
she got us to think bigger about the impact of the work we were doing on a daily basis. ―If the timing doesn‘t work. She had such a difficult role: come into a team with hundreds of people and establish herself. And. Archetype 4: The Motivator I still feel inspired when I think back on the day Cammie Dunaway. emphasizing what made her want to wake up in the morning – her vision for our company and our team. I‘ll never forget one of my first interactions with Jeff that ultimately that ultimately changed the arc of my career. and it was one of the best professional experiences I‘ve had. Archetype 5: The Achiever I had the good fortune of working with Jeff Weiner. I‘d been on maternity leave for several weeks with my second child. now CEO of LinkedIn. but Jeff somehow knew I could do it before I did. which caused me to be much more careful with my words. and she gave people a clear plan for how to get there. look out for someone who reminds you of your greater purpose. I joined the team (at first just two days a week in the office and three days from home). as a leader who could inspire people to do their work better than ever before. Because Jeff consistently set high expectations for what I could accomplish. instead of pushing back against their high . and can make you better because of it. as a good Listener has a voracious appetite for understanding. joined the Yahoo! team as our new CMO. still an outsider. In the process. she wore purple nearly all the time. that pressure can push you to a level beyond what you think it possible.‖ Most other bosses wouldn‘t think of calling someone who had just had a baby with that sort of request. inspiring way. formerly of Frito Lay. The pressure to accomplish greatness can be overwhelming – but if you embrace it. And all the while. setting a high bar for himself and for his team. and he called to let me know that people inside the company had suggested I become part of an all-star team he was building to relaunch Yahoo! Search. showing her love and allegiance to the brand she was stewarding!). It‘s easy to identify an Achiever mentor: look for the people who set high standards for themselves and who push you beyond your comfort zone.saying was important. If he was listening that closely. This daunting task seemed easy when I saw Cammie do it. You‘ll likely leave conversations with a Motivator feeling energetic and empowered. You actually need someone who‘s active – an active listener. she maintained an incredibly high level of energy that left people feeling excited to get back to work (plus. please don‘t feel like you have to do this. I‘d better be saying something worthwhile! A common mistake when seeking out a Listener is to look for someone quiet and passive. for many years at Yahoo! and learned so much during that time. ―but we‘d really love to have you. I became so used to clearing a higher bar that even when I wasn‘t working for him any longer.‖ he said. Jeff is the ultimate Achiever. I wouldn‘t trade that sort of mentorship – even if it was a bit challenging at the time. I still set those performance standards for myself and for my teams. she told her own personal story. Although I didn‘t know exactly how I‘d make it work. Seek out someone who‘s not afraid to try to ―get inside your head‖ by asking probing questions. Her style was to motivate people by explaining what motivated her. and a good Motivator knows how to point that out to you in a compelling. Each person‘s contributions have value. Instead of talking just about work. To recognize a motivator.
You start closely examining everything they do and say. including Susan Dalton. An important shift happens in how you interact with your family. In my experience. Interestingly. and I‘d like to thank a few more of them. without realizing it. coaches and colleagues when you recognize them as valuable sources of knowledge. friends. 2013 3. You might be surprised at what you can accomplish. they all fit into one or more of these five archetypes. To Know Yourself: Why It Matters June 06. In addition to the ones I mentioned. from how they structure their day to how they treat the people around them. and in the process. there are more mentors in my life than I can count.expectations out of fear of failure. Rob Solomon and Beth (Lasky) Anderson – among so many others who‘ve made a major impact on my life. Bill Harris. the best mentors are the ones you already have in your life.162 30 13 inShare351 . you learn from their wisdom and success. A common myth about mentors is that you‘ve got to probe your extended network to find them. try to live up to them.
Here is a list of illusory ideas that countless people live by. The desire to know reality implies many things. One can take a very broad view of wisdom .Wisdom has become a musty word even though it described the highest vision of life for many centuries. The illusion that physical objects are the measure of what is real. But the only real test must come in daily life. relationships. The illusion of inhabiting a separate body. is a grave mistake. the application of wisdom to the hard realities of work. The illusion of death as a great ending. . The world's wisdom traditions agree on this point.it was taught by Jesus. Because we classify these figures as either religious or philosophical. and so on has been largely ignored. and Muhammad. Confucius. I think. The illusion that we are alone in the universe. different as they were from one another. In the earlier post I suggested that the first requirement for anyone who wants to be wise is a desire to know reality. Plato. The first is that reality doesn't exist right before your eyes. family. This test depends on knowing what wise choices are and what they aren't. Someone who makes wise choices in life should wind up happier and more successful than someone who doesn't. The illusion of having a separate mind. today. due to random chance and accidents. That. The illusion that happiness comes from maximizing pleasure and minimizing pain. The illusion that life isn't fair. cut off from a higher power or intelligence. Wisdom is about skill in living. It is veiled by illusion. as much as they did two thousand years ago. In a previous post I described what the wisdom principle is. and illusion is born of the mind. here and now. Buddha.
tapping into the source of cosmic intelligence. Wisdom doesn't consist in turning materialism on its head and saying no to Dawkins and company (although that might be a good start). all the other illusions on the list will seem like reality instead. the rise of chronic stress. and it's not news that it holds sway in modern culture. and mastering many skills in awareness that are unknown to those who feel satisfied with life on the surface. because it involves exploring your own consciousness. and the emptiness that comes from endless consumerism and the pursuit of distractions to fill the hole inside. . and then taking the time to seriously investigate the validity of each illusion. the journey to wisdom also happens to be fascinating. devoid of higher intelligence. we are utterly alone. I think they have it upside down . with enormous validation from science. but it hasn't been extinguished by gaining more creature comforts. "Of course" God is absurd. If you are a strict materialist. "of course" the universe is random. As Richard Dawkins and other scientific materialists are quick to argue. The motivation to find a better way existed thousands of years ago under much harsher conditions for the average person. Skeptics protest that the whole "perennial philosophy" that espouses wisdom amounts to wishful thinking and empty promises. finding connections to the soul. and the best life consists of having the courage to live with this aloneness until death makes its inevitable claim and you are extinguished forever.The last illusion is called materialism. Wisdom consists in taking seriously that reality might be different from the daily spectacle that greets our eyes.materialism has promised far more that it can deliver. as witnessed by the epidemic of depression and anxiety in our culture. and purely physical.
012 www. This is all to the good. 2013 74. a woman who has risen up the ladder to become the chief public relations person at a major international corporation. What's Happening Inside? May 24. In the next post. how can you know what is happening inside? I recently met Donna. As a result. and accomplishments. to follow the impulses of ego. in terms of money.479 852 336 inShare5. they generally meet with good fortune. and mine. status. and to constantly look out for number one. we'll examine the rewards of the true self and how they can be achieved.kristinbairokeefee. me.com When aiming for success. to find their true selves beneath the distractions and demands of I. people spend many years building up the externals of their lives. she is enthusiastic. "Know thyself" was wise for telling people to look beyond those things. The expected rewards arrive. even bubbly. Now fifty. She can . but if your attention is entirely focused outwardly."Know thyself" wasn't wise advice because it told people to learn about their likes and dislikes.
and since the self changes over time. the reason for this is that once you have given yourself away. countless successful people cannot handle retirement day. Sadly. or personal demons no one would enjoy meeting. it means you've gotten lost in a private dream. Krishnamurti put it. What gave the East its advantage is that the quest has been mapped out accurately for thousands of years in the great wisdom traditions rooted in India.to the point that her family doctor has prescribed tranquilizers? I talked with her for an hour. But it's not necessary to "go Eastern" in order to seek your true self. energy. The negative aspects are psychological. Her time. intelligence. and it remains interesting for a lifetime – if you have a real goal in mind. it has been starved of attention. themselves. Without other people to validate her. In the West. Nothing is more important than knowing what is happening inside. and work. wise.travel wherever she likes. Getting past your demons and finding your true self is the very essence of a quest. No wonder everyone who knows Donna sees her as a wonderful person . . the self is considered a problem. That's how the self naturally grows and evolves. This is the process of waking up. One advantage that the East has over the West is that in the East the self is the source of creativity. Their divorce. You aren't asked to become so self-absorbed that you forget the outside world of family. it's just a matter of getting back into balance. and emotions had gone outward to family. you can experience the timeless and still catch the train. which is a shallower level than the true self. but they exist at different levels. Missing the train home from work doesn't mean you're spiritual. and it soon became apparent that she had given away too much of herself. Not that you are like a doctor checking in on his patient. who you really are is dynamic. and these qualities grow the more you pay attention. and now her beautifully managed external life is mismatched to an inner life that is disorganized and unsatisfying. and joyful. a successful private banker. and loses interest. and her ex-husband. The point is to learn who you really are. friends. shifting. because it means losing their external drive and being left to live with a stranger. So why is Donna suddenly having days filled with anxiety and occasional panic attacks . peaceful.except herself. you are already forgotten and alone. self-indulgence. leading to egotism. and bliss. For decades it didn't seem to matter what was happening inside. You only need to be interested in what's happening inside and to keep paying attention. External rewards will still be there. friends. which is calm. In her anxious moments she dreads a future where she will be forgotten and alone.her college-age children love her. for instance. In other words. is still her best friend. much less seeing how worthy she really is. Donna has a hard time enjoying her own company. they both agreed. and her efforts to become Super Mom have paid off . and constantly renewing itself. and career. I don't think Donna is an exception. becomes boring. As the noted spiritual teacher J. When the opposite happens and the self stagnates. has worked out for the best. Both images are true. paying as much attention to the inner world as you do to the outer.
List A: External. Roughly estimate how many hours you devote to each time.As a quick indicator of how much of your attention goes outward and how much goes inward. look at the following two lists. the world "out there" Family Friends Career School. higher education Status Wealth Property and possessions Politics Hobbies Exercise. going to the gym Going to the movies .
the world "in here" Meditation Contemplation Prayer Self-reflection Stress management Reading spiritual material. poems and inspirational literature . Having sex Internet and social media Video games Television Travel Service organizations Charity List B: Internal.
there is also higher success. It goes by the name of wisdom. like a close family. or out of compassion Appreciation and gratitude. just be aware of these two lists and how much you participate in them. and most of us realize the value of meditation and stress management. enrich your inner life. even if time hasn't been set aside to pay attention to them. toward yourself and others Exploring the world‘s wisdom traditions Taking a period of silence Church attendance Going on a spiritual retreat Most people would favor externals 4 to 1 or even 10 to 1 over their inner life . 2013 6. Consciousness is on the rise. I'm not suggesting that there's an ideal ratio to aim for.and that's up from twenty years ago. the inner life isn't precisely measured in hours. Turning 'Otherness' Into an Asset June 05. For now. Psychotherapy Personal growth Intimacy Bonding with someone else empathically. and certain externals.just as there is higher consciousness. In the next post we'll discuss why it's so valuable to know what's going on inside .572 101 50 inShare433 .
‖ . No introduction of mine ever skips the question. when I realized that it is precisely this otherness that allows me to question the conventional wisdom. ―the way things have to be.‖ and ―the right way to do things. traces of my accent come through in a conversation. where are you originally from?‖ And this — after living most of my life in the US! I‘ve come to appreciate my otherness only later in life.In my recently published book. The Nature of the Future. I talk about my experience of being an immigrant (I came to the US from the former Soviet Union) as being both a blessing and a curse. ―So. It is a curse when no matter how hard I try.
But in my work as a futurist. but not in many other parts of the world. a new way of doing things. I got used to feeling at home and yet slightly estranged in many places. I never heard this growing up in the Soviet Union. willing to discover a new land. learn a new language. we all need to be looking at the future with the immigrant‘s eyes. After all." I don‘t think she meant the comment as a compliment. with a sister who was a math whizz and surrounded by girls who were outperforming boys in math in high school. now directing the Institute for the Future in Palo Alto. a friend said to me. California. Margaret Mead famously wrote about the profound changes wrought by the Second World War: ―All of us who grew up before the war are immigrants in time. immigrants from an earlier world. After college. I have come to view my immigrant history as a blessing.I bristle when I hear from ―experts‖ that teenage rebellion is a normal part of the adolescent development. none of us is a native in that land. She always comes back from some faraway land and tells everyone how people there live differently. where young people do not have the luxury of an extended childhood or a desire to live in nuclear families. living in an age essentially different from anything we knew before. Being an immigrant. we are all immigrants to the future. 'You are like Pippi Longstocking. Normal where? Maybe in the West. I laugh at scientific studies showing that girls are not as good at math as boys are. and I certainly viewed it more as a curse at the time.‖ The same applies to thinking about the future. while I was working in Europe for a refugee agency. .
when so much of our work is being what I call socialstructed (i.‖ and being ―different‖ is hard. disciplines.‖ tend to be more innovative. Researchshows that groups that include a variety of people with varying experiences and knowledge. and thinking styles. In the process.572 101 50 inShare433 . what diversity means will be redefined. learning. Turning 'Otherness' Into an Asset June 05. requires microcontributions of large diverse groups) to turn your difference into an asset. In the next ten years we will see innovation emerge as a new imperative for diversity. feeling like the ―other" turns out to be an asset. particularly if you are young. In IFTF‘s forecast on the Future of Work in 2007 we wrote. ―For decades diversity in many global organizations has been largely a political and social imperative. work.With the benefit of hindsight I have come to view many experiences where being an outsider. being different.‖ We already see this happening in many massively collaborative endeavors. skills.e. No one asks to be the ―other. including those who may not be considered ―experts. and much more. broadening it to include a host of new dimensions—age. cognitive. However. or ethnic characteristics of the workforce. race. 2013 6. and backgrounds. from Wikipedia to multiplayer games that rely on diversity and collective intelligence of large groups. And for organizations to make diversity an innovation imperative. Conversations about ‗diversity‘ usually revolved around the gender. there is no better time than now.
when I realized that it is precisely this otherness that allows me to question the conventional wisdom. where are you originally from?‖ And this — after living most of my life in the US! I‘ve come to appreciate my otherness only later in life. It is a curse when no matter how hard I try. traces of my accent come through in a conversation. ―So. ―the way things have to be. No introduction of mine ever skips the question.‖ and ―the right way to do things.‖ .In my recently published book. The Nature of the Future. I talk about my experience of being an immigrant (I came to the US from the former Soviet Union) as being both a blessing and a curse.
After college. After all. we all need to be looking at the future with the immigrant‘s eyes. we are all immigrants to the future. I never heard this growing up in the Soviet Union. living in an age essentially different from anything we knew before. learn a new language." I don‘t think she meant the comment as a compliment. I got used to feeling at home and yet slightly estranged in many places. now directing the Institute for the Future in Palo Alto. But in my work as a futurist. She always comes back from some faraway land and tells everyone how people there live differently. .‖ The same applies to thinking about the future. I have come to view my immigrant history as a blessing. willing to discover a new land. but not in many other parts of the world. 'You are like Pippi Longstocking.I bristle when I hear from ―experts‖ that teenage rebellion is a normal part of the adolescent development. immigrants from an earlier world. while I was working in Europe for a refugee agency. Margaret Mead famously wrote about the profound changes wrought by the Second World War: ―All of us who grew up before the war are immigrants in time. a new way of doing things. California. none of us is a native in that land. a friend said to me. Being an immigrant. I laugh at scientific studies showing that girls are not as good at math as boys are. and I certainly viewed it more as a curse at the time. Normal where? Maybe in the West. where young people do not have the luxury of an extended childhood or a desire to live in nuclear families. with a sister who was a math whizz and surrounded by girls who were outperforming boys in math in high school.
‖ and being ―different‖ is hard. and backgrounds. However. skills. In IFTF‘s forecast on the Future of Work in 2007 we wrote. Conversations about ‗diversity‘ usually revolved around the gender. requires microcontributions of large diverse groups) to turn your difference into an asset. being different. disciplines. when so much of our work is being what I call socialstructed (i. cognitive. and thinking styles. including those who may not be considered ―experts. particularly if you are young. No one asks to be the ―other.‖ tend to be more innovative. and much more. 2013 9. what diversity means will be redefined. Researchshows that groups that include a variety of people with varying experiences and knowledge. feeling like the ―other" turns out to be an asset. work.With the benefit of hindsight I have come to view many experiences where being an outsider. And for organizations to make diversity an innovation imperative. there is no better time than now. In the process.140 64 23 inShare235 . I Can't Say No to The 'Yes Man' June 04. from Wikipedia to multiplayer games that rely on diversity and collective intelligence of large groups. learning. race. In the next ten years we will see innovation emerge as a new imperative for diversity. broadening it to include a host of new dimensions —age. ―For decades diversity in many global organizations has been largely a political and social imperative.‖ We already see this happening in many massively collaborative endeavors. or ethnic characteristics of the workforce.e.
About the woman — Why hasn‘t she responded? She should respond. when men help others they are rewarded. Neither did. I am just going to stop following her. one woman. I still like what he has to say. I don‘t really expect him too. I followed them on Twitter.Some years ago. while women are not because . I‘ll keep following him. wasn‘t all that surprising. According to research. I thought — he didn‘t reciprocate. whose ideas really resonated with me. commented on their blogs. It turns out my reaction. one man. because it is considered an imposition. albeit petulant. hoping they would eventually engage with me. If she doesn‘t. I discovered two thought leaders. About the man.
to learn to say ‗no‘. we can say yes to generosity. or a giver’s inclination is to neglect his/her own responsibilities.‖ At this point. the least productive engineers were givers – people that had done more favors than they received. I really did. and read his Harvard Business Review articleIn the Company of Givers and Takers. The antidote to timidity is to become more agentic. dream so your children can dream. we didn‘t expect them too. setting themselves up for burnout. but alas. According to Jungian psychology. Just as ‗yes‘ tends to come more easily to women. he cited the research of Stanford professor Frank Flynn: ―When Flynn examined the patterns of favor exchange in one company. as Grant avers. In other words. they are punished. For example. ―givers haven‘t yet learned how to ―distinguish generosity from three other attributes—timidity. First. Because agency can feel incompatible with generosity. there will be more of themselves to give. I wanted to. Determined to swiss cheese his premise. a woman is considered feminine only within the context of a relationship or when she is giving something to someone else: women are socialized to be givers. Whether a professional or a parent. or leaving themselves at the mercy of takers.‖ Let‘s take each in turn: Timidity. When women don‘t. learning to say ‗no‘ is one of the most profoundly difficult tasks of feminine development. or “an unwillingness to advocate for ourselves‖ – As Flynn has demonstrated. we receive hundreds if not thousands of requests a month: a giver wants. I thought. And while Adam Grant may be the ‗yes‘ man. I listened to his interview with Business Insider‘s Aimee Groth. ‗No‘ the key word of protection. Grant‘s proposed hack is to make choices in the context of our relationships. availability. when men don‘t help.‘ Yes works for him because he has the x-factor Y chromosome. tends to come more easily for men. It is especially so for women. . I threw all caution aside and became curious. When a giver can buck timidity. But then came the finding: ―When Flynn turned his spotlight on top-producing engineers. giving away more than they received. feels compelled. Availability. this can be problematic for men and women. because we expected them to. The solution in this instance is to create boundaries. to recognize we can make choices. I couldn't say 'no' to Adam Grant.of our presumed desire to be communal. When we learn to say a thousand no‘s to mere giving. Warren Buffett has said ―Every important yes requires a thousand No‘s". more scope for generosity. his mantra ‗give to get ahead. and be responsible for those choices. they too were givers. to sa y ‗yes‘. According to the Bem Sex Role Inventory.‖ Up until that point I was on firm footing. his moniker is ‗the ‗yes‘ man‘. he clearly knows how to say ‗no ma‘am. Imagine then my skepticism when I heard about Wharton professor Adam Grant. and empathy—that tend to travel with it. Is the feeling "If-I-give-anymore-I-justmight-give-myself away" the problem? Or is it.
‖ Based on my experience. and thus I must say yes to Adam Grant. My example takes place in an old office in Carlsbad. the person runs a serious risk of being manipulated by shrewd takers. of yes and no. like availability and connectedness. hoping to meet an American to learn about the United States and the Western world. All are vital. are feminine strengths. ―But‖ says Grant.‖ In order to avoid this third trap. But of course my dad didn‘t know it when he first met that person. I agree. while only 17% of empathizers do. And for anyone trying to become more generous. for example. you rarely realize something significant is happening until it‘s happened. nor was Lee . There is much at play in the tug-o-war between give and take. What Your Business Mentor Can Teach You In life. Indeed. of the perspective takers. That‘s where I met my business mentor Lee Leichtag for the first time. far more than the mere ‗yes man‘ moniker or ‗give to get‘ headline-grabbers would suggest. He cites research indicating that an emphasis on what will serve people well leads to optimal agreements. used to go to the Beirut pier every day as a young boy. ―if a busy person is moved by empathy to spend time doing favors he or she cannot afford. That daily ritual eventually introduced him to the person who would move our family from Beirut during the war to Minnesota. Grant recommends we start with perspective taking. California. Of course. who wants to move beyond the childish play of give and take and become truly generous -. Empathy.Empathy – the ability to understand what another is feeling. My father. and ultimately change our lives forever. woman or man. 40% reach optimal agreements. to imagine what people are thinking and what their interests are. His ‗yes‘ may be on the other side of no. even as I am learning to ‗no-gotiate‘ until I say yes. This will likely come more naturally than ―greater assertiveness or bounded availability. we learn to become perspective takers. I was not looking for a mentor.the only getting ahead that really matters. But his work is providing the tools to anyone.
within a second. He got us a sandwich to split. despite myself. By the time I got back to Digitaria. who. I went on to tell Lee that digital will change the way we connect. but speak to me in terms I can understand. ―if you are going to sell me something today. I was afraid of what he would say. Lee wanted me to be great. I walked back into Lee‘s office. instead of letting me set a time to meet again. He made money and lost money. but it was on me to understand what he was teaching.‖ Lee went on. said: ―you might be the future. ―Dan.. but I felt his presence. It was powerful.‖ Lee picked up the phone and said. From that point forward. About a week later. you either get kicked back out through them or you have to come back to learn more. after I first met Lee. but we found each other. ―Dan. but he eventually became successful because he was able to show mutually beneficial value.‖ He added: ―Dan. said. consume and sell products in the future. half a sandwich in hand. I had no idea the ultimate impact Lee would have on my business acumen for the rest of my life. please know I come from a world where if you cannot clearly show how you drive profits.‖ He did not say hello. Lee leaned back. ―I am going to have Diane set up the meeting. I would have to set up another meeting. a man who I just met was pushing me to come back. ―Tell me again how you think you can help me. Lee was incredibly successful. again without a greeting. He was in the Pharmaceutical business and sold his company for a significant amount of money. my immediate reaction was to never go back. it is important to know that we start at excellence and work our way up. Fortunately. I shook his hand and introduced myself. I really knew nothing about Lee. I could tell that once you walked through Lee‘s doors. I know he wants to speak with you. we got connected by a mutual friend. at the time. deep down. now. universities.‖ He said. I did not want to hear his feedback. He asked me to sit down.. Of course. When I first met Lee. I told Lee that I would come back in about a week and clearly explain to him how I could help. but you have a lot to learn. He began prodding me about this thing he‘d been hearing about: the Internet. with a bright shirt.looking for a student. I had never met anyone like him before. But the truth was. From the moment I said hello. he didn‘t exchange a greeting but instead looked at me in the eye and said. you should have been wearing bright colors. I knew everything Lee said was correct. Keep in mind.. looked at me. He began showing me what he was doing at hospitals. it was passionate. . Lee accepted me and began telling me everything I needed to know about his business and how he got where he was. you do not make it through the front door. So I called Lee‘s office immediately. he wanted to get right into it. spoke with his assistant Diane. In addition to his success in business. Lee was not an ordinary person. Lee gave his money to many causes.but come to impress.‖ Lee told me he lived through the Great Depression. But. I knew. other Community-based work. he did not waste time. I later learned that every time I stepped into Lee‘s office he wanted to teach me something. but Lee wanted me to be ready. Lee was already teaching me lessons. ready to tell him how I could help. he was a successful businessman and philanthropist. Lee liked what I had to say. I would rather move forward and pretend that I never met Lee. I am going to pass you through to Lee.‖ Remember: A half hour ago I was rationalizing reasons to never call this guy again.
the (minor) impact of the Affordable Care Act on our business. You'll Never Need to Recharge June 06. when I met you.196 In a recent interview I did with the Wall Street Journal. 2013 32. he said. All in all. Lee taught me about cash flow management. the experiment in human nature that we call Panera Cares. One day I asked him: ―Lee. sales.After our first meeting. his daughter Joli. what do you do to recharge? .‖ I could probably dedicate an entire book to the things I learned from Lee. I missed that journey. I saw me. I returned to Lee‘s office as often as I could. Another lesson. another insight. and the good times I spent with him. leadership and the importance of giving back to the community.‖ If You're Learning. which quotes one of his favorite sayings: ―Keep it simple. But it was a rather innocuous question that took me by surprise. his wife Toni. You had no idea who I was. You gave me back that journey. The reporter asked. another conversation. as well as my management style. but you gave me the most valuable asset you have: your mind. I carry him with me everywhere I go. so thank you. Why?‖ Without a pause. ―Dan.625 439 98 inShare2. we hit on a wide range of topics: discount programs disguised as loyalty programs. it was a pretty in-depth Q&A. Over a course of 5 years. the opportunities and challenges that come with taking a suburban brand into urban environments. both in my heart and on my business card. and all other people whose lives were changed by Lee and Toni. you have spent so much time with me over the years.
with the overriding goal of ensuring that when customers exit our "stage. We don't launch shuttles into space. "The desk is a dangerous place from which to view the world. Nor am I immune to the stress that comes with running a public company for 22 years and shouldering responsibility for more than 70.Man's Search for Meaning. And that helped them endure the Nazi's brutality. My work is also energizing because I believe I'm doing work that matters. frustration. If you find meaning in your work and you go to work to learn about life." they are nourished in soul as well as body. I've never had reason to refresh my spirit and renew my spark. we're contributing our resources and know-how to the fight against food insecurity in America. inertia. a prominent Jewish psychiatrist and Nazi concentration camp survivor. I never feel the need to recharge because I rarely feel burned out. wrote that those who endured the death camps believed that "life was still expecting something from them. The performances always differ. Hence. I doubt you'll ever have reason to recharge. I'm engaged in the world around me. their lives still held meaning. And through our pay-what-you-can cafés and other efforts. And what will work in the world. is that I view my work as a lifelong learning journey. and cynicism that come with a temporary slump or even classic burnout. But we do touch the lives of 8 million people each week in thousands of cafes across the country. 2013 21.000 Panera associates. But thankfully. In his seminal book.362 268 . We don't cure cancer at Panera. How humanity works. so there's no need to refresh.The fact is. And what I always find is a kind of real-time performance art—dynamic interactions between our frontline crews and constantly shifting casts of customers. I get tired. Of course. Viktor Frankl. the results are actionable ideas and a broadened vision. Learn Good Management From Bees and Golfers June 06. The reason. After three decades in the food industry. I'm not a scientist. We've given customers an inviting place to gather and feel welcome." I couldn't agree more. We've helped entire communities care about the quality of their food. And I inevitably learn something new. All of that gets me up before dawn and keeps me going until late in the evening. where one in six households don't always know where their next meal is coming from. When I learn. something in the future was expected of them. I think. I've never experienced the chronic exhaustion. The work itself will renew you. I visit anywhere from 25 to 100 Panera cafes every month. I can unreservedly declare that I still love what I do. Eighty-hour work weeks and way too many red-eye flights will wear anybody down. The British author John le Carré once quipped. Opportunities for change are revealed." Whether it was a father whose young child was living in a foreign country or a scientist who had books he still needed to write. I go to work to learn about how the world works.
65 inShare1.541 .
the caddie suggests a shot and it goes all wrong. letting go of control of important tasks —even when the outcome impacts you directly. And that‘s understandable. It was likely back in third grade. Be decisive.125 . But the most effective delegators hand down plumb assignments and support employees while they figure out how to complete them. Ah. another buzzword to decode. 2013 11. in fact. Yes. that it can be hard to unpack these concepts and dive into what it actually means to effectively delegate or develop others. Consider the relationship between golfers and their caddies. Develop others. ―Real delegation requires something unexpected.‖ writes Eric Barton in Leader Board. ―Caddies don‘t just carry around a pro-golfer‘s bag.‖ writes Barton. Use the 2-question Interview to Assess Soft Skills June 06. Think strategically. Bees. They spend hours doing course research so they can suggest which club to use on each shot. Once a crew of trusted employees is assembled. when a teacher paired you up with a partner to write a paper or build a contraption to drop an egg from two stories up. Consider the first time anybody asked you to work on a project with someone else. Chances are. as Barton details in the debut column. for instance. Too often managers want to hand out only secondary assignments to the people who work for them. effective managers don‘t just delegate. Even individual hives work together. So neat. The caddie-golfer relationship is an example of all that goes right with effective delegation. It‘s human nature—we want to be responsible for our own professional fates. And it doesn‘t always work out. are generally loathed. agreeing on what land to cover . writes Barton. But it‘s rar e for a golfer to place blame on his caddie or regret delegating such a big decision.Delegate. Build consensus. yes. speak to each other using pheromones that communicate when the hive is hungry or needs water or needs to produce more workers. People are another story. they also foster teamwork. ahem. Decoding the most important but hard-to-explain qualities that set the best leaders apart from the rest is the focus of a new column on the newly-launched BBC Capital. assignments that require input from multiple people. That‘s largely because the relationship is built on trust and. keeping the best or key tasks as their own. one of you did all the work and the other sat back and took credit. The key: Hiring and developing people you can trust. ―In the US. or brainstorming sessions where the group decides a matter. never competing. you can learn a lot from the world of professional golf about delegation. Turns out.‖ Sometimes. the keys to being an effective manager and leader all tied up in such neat little buzzwords and phrases.
From what I‘ve seen the real problem is a lack of understanding of how technical and non-technical skills are actually used on the job. influencing and collaborating on technical and non-technical issues with all types of people. here‘s the 4-step process I suggest using for assessing both technical and non-technical skills. For example. As described in The Essential Guide for Hiring & Getting Hired. winding up with too much tech and not enough non-tech. ―Soft skills‖ encompasses more than personality. . the wrong things are measured the wrong way. drive and initiative. dealing with changing circumstances. Covert how the skill or trait will be used on the job as a performance objective. balancing and prioritizing work. This is a smokescreen. 110 38 inShare771 In Part 1 of this post . hitting budget and schedule deadlines. and coaching and team development. This is much better than saying. Use The Most Important Interview Question of All Time to assess the traits. That‘s a lot of important stuff that is far from soft. I‘m not sure if it take exceptional technical skills to assess technical skills in others. Maybe that‘s why technical managers over-emphasize technical competency and give short shrift to everything else. ―must have 8-10 years in advanced state-of-the art optics design. I suggested that soft skills were misnamed. First describe the performance objective to the candidate including both the technical and non-technical challenges. dependability. a can-do attitude and strong communications skills. I‘m okay with non-technical skills or ―foundational skills‖ as one commenter suggested. but ―soft‖ is too soft for something so important. if a senior engineering staff position requires close collaboration with operations and product marketing to meet a tight schedule. whether the interviewer possesses either in abundance or not: 1.‖ 2. to name a few. If true. As a result. including traits like communicating with both techies and non-techies. the performance objective would be: working closing with marketing and operations lead the engineering design effort to launch the XYX EOIR optical product line by Q3. it means that it also takes exceptional soft skills to assess soft skills in others. the ability to plan and organize.
‖ These are the people who seemed great during the interview. like being aware of potential pitfalls. and knowing the impact on the people involved. How would you pull this off?‖ The subsequent back-and-forth dialogue allows the interviewer to dig into all of the soft-skills associated with the actual job. figuring out the required resources.Then ask the candidate to describe some major accomplishment that best compares to this. affability and personality style. That‘s why step one – converting the skill into some measurable outcome – is the key for increasing assessment accuracy. for meeting a tough delivery schedule I‘d want to see multiple examples of the candidate meeting some comparable challenging deadlines. The best people have the ability to figure out how to solve realistic job-related problems. but by focusing on realistic non-technical issues the new hire will likely face on the job. This same four-step process can be used to assess technical and non-technical skills. I suggest using a scorecard to collect this information during a formal debriefing session. 4. and organized the entire effort. Complete the assessment giving equal balance to all of the hard and soft skills. (Here‘s a sample from The Essential Guide for Hiring & Getting Hired. The quality of the candidate‘s questions are a key part of the assessment. This is called the Most Significant Accomplishment question (MSA) in Performance-based Hiring jargon. How to Tradeoff Potential for Experience and Why You Should May 30. and then make a superficial assessment of soft skills usually based on presentation. Ask the problem-solving question (PSQ) to assess critical non-technical skills. emotions or intuition. conducting what-if business analysis. understanding the technical challenges. you‘ll have the needed information to make a proper assessment. There are a lot of soft skills involved in this. what a plan of action would need to include.001 . overcame schedule challenges. appreciate the implications of different approaches.473 496 177 inShare4. ―we have to get the XYZ project done in 6 months instead of the 9 as originally planned. 3. the problem for most interviewers is a lack of understanding of how the technical and non-technical skill are actually used on the job. From a practical standpoint you need to have both to be successful. This is a great way to hire ― 90-day Wonders. and know how to develop a workable plan before implementing a solution. 2013 54. or just reacted to the events as they unfolded. dealt with setbacks. the interviewer will naturally revert to a personal benchmark for technical competency or box check skills. The PSQ starts by describing a realistic job-related problem like.) As part of this assessment it‘s important to use specific evidence to rank all of the technical and non-technical factors. not feelings. This fact-finding can often take 10-15 minutes. Unfortunately. some of the fact-finding would include getting specific examples of how the candidate collaborated with other functions. made technical compromises. As part of this I also want to see if the candidate anticipated these problems and planned them out properly. For the example above. Without this. but 90 days later you begin to wonder. For example.
They quickly agree when they‘re hiring or promoting someone whom they‘ve worked with in the past. It hasn't been easy.For 35 years I‘ve been successfully convincing hiring managers that raw experience and skills are far less important than past performance and future potential. experience. when the person is unknown. to name just a few: Some (but not all) Problem with Filtering on Experience eliminates the hiring of diversity candidates (race. However. or someone referred by a trusted advisor. gender) as an option since by definition diversity means the person didn‘t follow the classic career progression . academic and industry filter automatically kicks in. the skills. age. This is shame for a variety of reasons.
S. all that‘s left is a method for assessing future potential. on these pages and in The Essential Guide for Hiring & Getting Hired. and a means to translate past performance from different industries. they're more predictive and they possess the advantage of opening up the door to more high-potential and diverse candidates. referred. more legally sound. For each company ask about major projects and accomplishments. Here's my two -step solution: first look for the Achiever Pattern during the work-history review and then ask theproblem-solving question in the two-question interview. Not only are these equally objective. This is pretty easy to spot if you know how to read between the lines. With the legal excuse put aside. the toughest customers and the most difficult technical problems. . Determine if each job change was part of a bigger career plan or a reaction to a problem. prohibits returning military veterans from consideration for anything other than entry-level or lowlevel supervisory positions prevents strong people from other industries from getting a fair assessment precludes high potential people who have progressed more rapidly than their peers from being considered excludes all fully-qualified and fully-employed people from consideration who are not willing to take a lateral transfer Here's a list of 61 reasons why it's so hard for hiring managers to see the obvious. ―potential and performance‖ gap is actually quite easy. I make the claim that bridging the ―experience and skills‖ vs. Even if the person lost their job. or applied to a job posting. nor is there any legal obligation to (or advantage in) posting boring ads. labor law firm). Achievers do much more than just applying to a posting. The Achiever Pattern indicates that the person is consistently performing in the top 25% of his/her peer group. David goes on to suggest that performancebased job descriptions can be substituted for skills and experiences. Achievers tend to carefully select jobs based on some major overriding career goal. and essential for improving the quality of people hired. Many achievers have been recruited by their former bosses or referred by their previous co-workers. and offer this tidbit of his: Employers are not legally required to post their internal job descriptions when advertising an open position. find out how they found their next one. Achievers get assigned to handle the most important projects. Find out how they got their last few jobs to see if the person was rehired. For the legal part I‘ll refer you to this white paper and webcast by David Goldstein of Littler Mendelson (the premier U. or rehired others. Despite these challenges. Here‘s how: Find out if the person was rehired.
you then need to let them drive. Ask about any type of recognition received and how and why. even if they don‘t have a lot of experience. you can be assured the person is an achiever with strong team skills. Get comparisons of performance to the person’s peers. differences between the top and average. Compare the person‘s specific performance to others in the group by asking about rankings. you can rest assured there‘s an achiever out in front. patents. Achievers leave lots of evidence in their wakes. Achievers receive lots of recognition. Of course. Stop box checking skills and experience as the first step in your interview process. As Jim Collins said in Good to Great. look for the Achiever Pattern instead. They learn new skills quickly. and see if the work is expanding in scope and challenge. or a great team. and what the person did differently to get to the top of pack.511 164 61 inShare749 . Then find out how they learned what was needed to be learned. If this has increased significantly to include expanded functional responsibility. awards won. and if the wake is big enough. published whitepapers. special bonuses. track the growth of the teams the person has been assigned to over the past few years. You‘ll quickly discover why you want to hire more achievers. Breaking Organizational Walls June 07. determine if it occurred at different companies and with different managers. commendations. Rather than use affability to assess team skills. During the interview ask the person to describe their biggest accomplishments with the least amount of skills and experience. 2013 13. This can take a variety of forms like bigger raises. promotions. you need to put great people on the bus if you want to build a great company. presentations at industry conferences. regardless of their years of experience. coaching roles and fellowships. broader crossfunctional involvement. Achievers do more with less. Assigned to important teams and early exposure to executives. standings. and how they applied this knowledge. and more exposure to senior management inside and outside the company. Look for this pattern.
Unfortunately these insights often get diluted or lost as they travel up the chain. more so than management and often more accurately then the formal status processes. Most companies have several different mechanisms to ensure better communication and tighter management for this reason.In my recent post about career mistakes. The front lines know when products are running behind. . The absolute best ideas and thoughts in an organization emerge from those that are on the front lines. if the quality is on track or if there are other issues that need course corrections. I shared the importance of connecting across organization levels and removing the barriers of intimidation between executives and the broader teams.
I was intimidated by the higher-ups or the corner office. I had my reservations that the technology would reap rewards for our dev teams. organic connection in my organization. many colleagues agreed with me – those who otherwise wouldn‘t have been able to weigh in on this type of .I have adopted several techniques to create a structure. The most important characteristic to doing this right is accessibility. I found them to be extremely valuable to build relationships across the team regardless of level. However. In my experience. Turns out. I love when people come to me with projects that don‘t have to do with our dayto-day responsibilities. Social Networks Taking a page from the success social media for personal use. I did my homework. I often post pictures from meetings I go too. conduct polls and most importantly have a real dialog with those in the organization who know the most about a given topic. carry out live AMA with the team. I recently adopted an enterprise social network to create a real-time. I now set aside a few hours per week on my calendar for 1:1 meetings that are open to anyone in my company (direct reports excluded because they already have standing meetings). I held office hours where students could come in and ask questions about recent lectures. There are two practices that I have adopted that have helped me with stronger bonds with my own teams. read up on the technology. It gives me insight into the passions of my colleagues. the other a bit newer: Office Hours One of my first jobs at my university was as a teaching assistant (TA) and as most TA‘s do. which is why as a manager at Microsoft I instituted office hours once again. when I was a junior-level employee. or just talk through an idea they had that may not have much at all to do with the course curriculum. have me review their work. I just decided to implement them again at EA as well for the same reason. process and environment where there is far more organic and native connection between teams and management layers. Holding office hours may not attract someone who is more shy and doesn‘t want to request a 1:1 meeting. The dividends in doing this right are incalculable for any leader regardless of where they sit in an organization. Being available and connecting with the front lines in a genuine and authentic way is the key to success. It gives me a chance to step away from my regular role. went deep into the design and still had doubts – so I posted the question on our ESN and asked the broader team to share their opinions and experiences with the software (whether they were connected to the project or not). roll up my sleeves and think about technology solutions. I always found this time valuable and enriching for myself as well as the students. It‘s an opportunity to strip away the job titles and just have an enlightening conversation that sparks creativity and innovation. I wrote about this in an earlier post on Millennials. Recently I was confronted with a decision to approve the use of a new technology for one of our most high profile games. One is a tactic that‘s been around for decades. The first few months of using the ESN has been extremely valuable.
Hope this helps. In the end. Breaking organizational walls in a company. healthy lifestyle while being a founder. They almost don't believe it. I'm here to debunk this and to share a few tips I've learned along the way to help maintain an energetic.that I'm constantly smiling. 5 Tips on Staying Energetic as a Founder June 09.537 115 35 inShare658 I am approached a lot by curious people who wonder how I'm always able to stay "energetic". People think I'm always on the go and that I never sleep. I rejected the proposal because of this additional value and insight I got from asking for feedback. 2013 8.decision. That my energy is contagious . whether by being accessible via office hours or creating a comfortable environment to talk and discuss hard problems online is key to building a healthy work environment and breaking down those walls. .
It's all of your senses. some days you may need to . Stop Reading the News so Much The worst thing to happen since the dawn of the internet is this insatiable need to want to check everything all the damn time. and realize that news focuses on the lightning strikes . Stop hanging out with people that make you want to fall asleep. to meetings. product. new ideas. I love doing this. It's possible and it's the secret that most people don't share. there's no such thing.find something that you can just tilt your head and go "woah". Then you start checking your phone. Finding your own tempo means knowing when to spend time with others. Optimizing time means knowing which hours you'll get more done in 60 minutes than some get done in an entire day. You're constantly thinking about your company and what you've potentially missed. But when it becomes FOMO (find out what this stands for if you don't know). to absorb energy.you can feel it. There will be time devoted to your team.and concentrates them into a firehose. don't force yourself. e-mail. Whether this is travel (it is for me). I need to be around people who are just as happy as me to feel like there are others just as excited about life. Make your own path. But you can certainly distract yourself with a good dose of wonder.but the perception that this is consistently so is just wrong. I believe that everyone has a peak number of hours that they can truly be productive . If it's not at 9am.Find Your Own Tempo Not everyone needs to work 20 hours every day.the notable stories . if you're doing this you're probably doing something wrong. It just doesn't happen.you can push yourself . Find a setup where you know when you're the most inspired and productive. or going on "vacation". and more. You'll never be able to turn it off.spending too much time reading about other people's lives is only wasting time you could be spending living your own. You need a break. or listening to a good symphony . or reading. You'll know your peak . Remember that you are living your own life . Find Your Source of Wonder This is directly tied to everything above. Quite honestly. Leave your most inspired hours to brainstorm. It's . Then you start browsing Facebook. As a founder. disconnect and find your own tempo. I think wonder literally lights up your brain and gives you something more than you can't get from just looking at a computer screen. and when it becomes less encouraging and more discouraging. Sometimes it's encouraging and inspiring. and about your next moves. Your tempo involves not taking a "break". mind map. and question the status quo. to phone calls.then following hours are just diminishing marginal returns in work results. decks. Yes.
occasionally making a funny. If that's happening too much.DO posted this video of a TED talk on smiling recently. When we get older we are always reminded that we need to act "adult". if people around you see that you're happy.there's a lot of research that tries to prove it. Smile My friend Omer Perchik from Any. Smiling makes you happy . because now that he had it his girlfriend expected him to text her all the time. Anytime you feel like you're being thrown into a situation you don't want to do. This TED talk talks about the power of smiling and something that I've always abided to without even knowing about this talk. I asked him if he liked it. but who cares about the research. Follow your gut. life is pretty good when you think about it. A smile is the best way to disarm a grumpy person. they are bound to be happy. At the end of the day. I feel like it eats at you. I remember sitting in the front seat of the bus and talking to a tour guide who was bringing us to Ha Long Bay (a breathtakingly gorgeous place. It gives you a natural high. you need to figure out why. and drinking coffee like water. Try Being You and Stop Second Guessing Yourself My version of this is talking loudly. by the way). be spontaneous. Of course there are inappropriate moments not to yell like a sailor. That's why I like him. Get them wondering why you're so happy. but it's important to let loose once in a while in a situation that doesn't necessarily involve alcohol and karaoke. . He's a smiley guy. You won't regret it. and do what you want to do. The funny thing is sometimes the most childish adults are called "eccentric". They're given a ticket to be the unique one because they've decided that life is too short to conform to holding your mouth and being civil. One thing that struck me when visiting countries like Vietnam and Cambodia when I went on exchange in Southeast Asia back when I was in University was just how happy everyone was.the curiosity that triggers a part of your brain that you haven't triggered for a while.try it. It's a magical thing and I will continue to seek it out like a drug. Maybe you're hanging out with the wrong people. it sometimes makes us unhappier. Don't let that happen too often. Because. I always will remember the whooshing feeling you get stepping out of a train station or an airport to a completely foreign place. Smile big. It hit me that as our lives appear to get better. We talked about his life and I remember him mentioning that he recently got a candy bar cell phone. Smile . at the end of the day. He didn't even know he needed to do that until he got it. He said he hated it.
Remember to give yourself something to look forward to. If you've done it right. Be active and drink life up.672 58 21 inShare256 . 2013 4. Hitchhiking to School and Other Lessons in Connecting June 08. you should look forward to every day.There are many more ways to harness the energy within you.
So I decided to turn things around and .In the summer of 1973. I was not happy at all about the move. At first I tried the English method where you walk along with your back to the traffic and your thumb stuck out. I had a one-hour-plus. which is 35 miles southwest of London. two-bus trip. where I caught my connecting bus. Instead of a five minute walk. So I started hitchhiking to school. And if I missed the 408 to Guildford. One reason I hated it was that I had one year remaining at Godalming Grammar before heading to university. I had an hour's wait for the next one. to the village of East Horsley some 12 miles away. my family moved from the quintessentially English town of Godalming. It rarely worked.
your voice. More than once. You‘ve got to get yourself in a place where you will be noticed. I got a lift in the Mayor of Guildford‘s limousine. And these were more innocent days. Use whatever is in your personal arsenal. At least if I could get in. to help make a connection. to see if there were any warning signs before I jumped in and to try and find common ground. the next thing they almost always said was. I often got a ride within a few minutes of turning up. were simpler times when car ownership was much lower in the UK than it is today. In those fleeting moments. I had never had so much leg room in my life. But the key thing I learned was to make eye contact with each and every driver (and passenger. The first question was always. when they were younger. I also learned to quickly read a person. humor or good stories. I often heard from those that picked me up. where I went to university? That in life and in business and the non-profit sector. ―I don‘t usually pick up hitchhikers. It worked. The 70‘s. Or as Woody Allen said. I tried to make a connection while stopping short of pleading or appearing desperate. ―Where are you going?‖ I learned to say. that they.‖ Once you‘ve got in position. saying they weren‘t going that far. On one of my last days of school. whether it be charm. as well. I often got picked up by women. Use your eyes. sincerity and a willingness to listen. you‘ve then got to connect with people. ―80% of success is just showing up. too. if only about the weather. It was simply an acceptable way for young people to get around. a driver would go out of their way to take me to school. As the dress code at my school required a jacket and tie. if possible) as they came into view. I could explain my full plans while riding along. many drivers would simply take off. . After they asked me where I was going. I would take it as a huge compliment as I worked hard at being as unthreatening as possible while waiting for a ride and as reassuring as possible when I got it. They felt an almost karmic need to pick up hitchhikers now that they had grown. trust. had once hitched. ―Guildford‖ as most traffic was headed that way. ―I don‘t normally get picked up by women!‖ Naturally. There were few horror stories of hitchhikers being attacked by those that picked them up or vice versa.positioned myself at the end of an S-bend in the road and at the beginning of a lay-by which allowed buses to pull over. I looked the part of an upstanding young man heading off into the world with purpose and direction. your body language to convey warmth. So what did I learn from that year of hitching and the subsequent three years of thumbing a lift back home from Cardiff. of course. I stood still and faced the traffic and gently pulled my outstretched thumb back and forth in a motion similar to casting for a fish. If I asked for my final destination. got a job and could afford a car. it is all about positioning.‖ And my usual response was. The cha uffeur had just dropped his Worshipfullness off at a function and was heading back to the town hall and decided he‘d pick me up for the ride back.
If you‘re in the early stages of your career. 2013 26.700 Here’s the commencement speech I gave at UC Berkeley's Graduate School of Informationin 2010.Trust in the kindness of strangers. I was trained to play a very specific role as a designer of the products we surround ourselves with. In spite of the drumbeat of news stories to the contrary. It’s been adapted a bit for length. I am a designer and I was trained at an educational institution very different from this. And make sure to thank them for whatever help or assistance they may offer. make eye contact and figure out a way you can help this person who has. you will need help from a variety of sources including complete strangers. showed up in your life and who may be in need of a ride home. most people are good and want to help.682 300 51 inShare1. keep an eye out for others who may need a lift or a kind word or some form of encouragement. So stop. but my advice to you is the same: start designing your life. serendipitously. Ask them for their contact details so you can keep in touch. It‘s amazing how even the smallest of gestures can have a profound impact on a young person‘s life. And as you progress on your career path. . Class of 2013: Start Designing Your Life May 21.
Problems that. Open your eyes. and perhaps more meaningful. The gulf between what you have learnt here and what you experience over the next thirty or so years likely will be even greater for you than it was for me. Designers have a habit of being awkward on this subject. might have greater impact on the world. Here are few things you might think about: Don’t ask what. if solved.I was taught to use my skills to create products that are more attractive. Ask why. easier to use. We create a perfect picture of a possible future. it certainly isn‘t appropriate when designing one‘s life. I am sure there are many of us here whose partners regularly accuse us of that! The more familiar we are with a situation the more we . I discovered that I could apply those same design skills to many kinds of problems. I am not going to paint some beautiful detailed picture of a perfect life that you might wish for. My friend Dan Pink talks about this problem in his book The Adventures of Johnny Bunko. There is not much you can do to change that. and that‘s why I think it is possible to design a life. the next business project. Designers sometimes do that. He talks about being ‗mindful‘ as a strategy for reaching the right balance between actively affecting your future without trying to achieve a futile level of control. The only problem was that most of those products were obsolete within a few months or years and most are now occupying landfill. They ask. I think that mindfulness is at the heart of design. And while it may be possible to approach the design of a car or a house that way. and more desirable—and I spent the first several years of my career doing exactly that. interesting. We hide it under a metaphorical black cloth and ―ta-da!‖ we pull off the cloth and expect the audience to swoon in wonder. why is this even the right question? They do this because they have learnt there is nothing more frustrating than pouring one‘s creativity into doing a great job of answering the wrong question. So invest plenty of time in getting to the right question before you invest your creative energies in finding solutions. We then expect our clients to go and perfectly execute our vision. But I was fortunate. We spend most of our lives not noticing the important things. But I think the principles of design thinking might help you create a life that is more rewarding. We have a habit of accepting the challenges that get put in front of us—the latest school assignment. Perhaps there is something you can do to prepare for it. creative.
parents. Make it visual. whatever it is that shows how you think. Design is a Darwinian process and diversity always creates the strongest ideas. This will be invaluable not just in the prosaic drumbeat of performance reviews and job interviews. They show what else is going on. Demand options. It is easier to feel proud of your contribution when you have a record of it. Great design thinkers observe the ordinary and in that ordinariness find great insight. prototypes. Build on the ideas of others. Being visual allows us to look at a problem differently than if we rely only on words or numbers. this material will document a process of growth and record the impact of many minds. Good design thinkers observe. Just remember to give them credit where it is due. Something exists at the end of the process that did not exist before. Preserve those pictures and sketches you use to inspire and create. Just as it is too easy to accept the questions that get put in front of you. Design thinkers seek out options. He used them as the starting point for his own thinking. but in your own reflection on your life or when you try to explain to your friends. or perhaps kids. multiple solutions that can compete with each other. No matter what your professors might have implied about their own work! Creativity is a social activity and you should feel no hesitancy in standing on the shoulders of others. never mind enjoyment. Do it anyway. Great ideas evolve. Record your observations and ideas visually.take it for granted and in the process miss the opportunity for insight and inspiration. Pictures put things in context. Leonardo da Vinci‘s sketch books are full not just of his own ideas but those of other inventors and engineers. . Keep videos. Picasso was famous for happily using the work of his fellow painters as genesis for his own masterpieces. Don‘t worry if you think you can‘t draw. I wish you the best of fortune as you leave here and embark on the task of designing your lives. what it is you really do. even if it is just a rough sketch or a photo on your phone. Drawing forces you to make decisions about what you want to happen. Assembled as a portfolio. Why are manhole covers round? Why do I dress this way to go to work? How do I know how far back to stand from the person in front of me in line? What would it be like to be colorblind? You will be shocked how inspirational it is to look carefully at mundane things. Don‘t stop until you have explored at least three ideas you would be excited by. They show the whole idea. Balance your portfolio. They do not spring fully formed from the minds of geniuses. Try getting into the habit of stopping once a day to look at an action or an artifact as though you are a detective at a crime scene. so it is far too easy to accept the first solutions you come up with. If you chose to apply design thinking to your activities as you go forward then remember to document the process as it unfolds. One of the most satisfying things about design is that the results are tangible.
045 We often get sucked into trivial decisions.3 Ways to Avoid Decision Quicksand April 29. Have you ever agonized over which restaurant entrée to order? Which shade of white to paint the kitchen? Which flight to purchase? .079 407 195 inShare2. 2013 122. Here are 3 ways to avoid this painful phenomenon.
You‘re struggling and struggling but the harder you work the more you get sucked in.‖ Not only does it lead to wasted time. period. and sink deeper into the quicksand. The Italian place has great food. Suddenly a choice that seemed relatively unimportant starts to feel more weighty and consequential. Decision quicksand happens to everyone. You‘re choosing a vacation destination or a restaurant to go for dinner. Soon you‘re starting to get frustrated. After all. Like a walk in the park. Want to avoid the quicksand? Here are 3 simple ways out. but a pretty trivial one. The reason it happens is less about you and more about the situation. and deserve. Often there are many options to sift through. It starts simply enough. collect more information. You compare each dimension one by one. weighing the benefits of each.. And set a timer. It doesn‘t mean you are bad at decision making. You‘re relaxed. it also makes people unhappy and less satisfied with choice. What if you get it wrong? Will the meal be terrible? Will you wish you went somewhere else? Before you know it you‘ve spent 45 minutes scanning menus online.If so. to be difficult. or conflicting tradeoffs on different dimensions. But unimportant decisions frequently end up being more difficult than we expect. You‘ve been caught in something my colleague and I call ―Decision Quicksand. Pre-Commit. like whether to switch jobs or buy a house. They require. So we devote more energy to the decision. you‘re not alone. We expect important decisions. however. Once it goes off. happy. they‘re important. Five minutes at the most. We start spending more and more effort and the decision comes to seem more and more important. Which entrée to choose? Which flight to pick? That should be easy! Just pick and go. We‘ve spent an hour on a trivial decision and we can‘t figure out a way to escape. You‘re trapped and you can‘t seem to find a way out. sure. but you had to wait a while last time to be seated. but didn‘t someone say that new Greek place was worth checking out? And what about that Sushi place you like? It‘s close by. And this unexpected difficulty leads us to think that the decision must be more important than we originally thought.. You think you‘ll quickly pick something and move on.and your stomach is starting to grumble. Each option has positives and negatives. We don‘t expect the same difficulty. If something like this has happened to you. 1. Decide how much time you want to spend in advance. and ready to knock it out. I‘m going to pick a flight in 10 minutes. But then you begin comparing options. careful deliberation and weighing of alternatives. . If the decision is this difficult it MUST be worth my time and effort. It‘s a decision. So you go back-and-forth. Both seem good in some ways and bad in others. you have to choose whichever option you were looking at last. for less important decisions. don‘t worry.
Decision quicksand leads us to be so narrowly focused on a choice that we think the world revolves around that decision. now heading up social globally for Burberry. Well. Either option is great. So stop deliberating and move on with your life. You‘d have a wonderful time in either Disney World or Hawaii. We believed there was ―good‖ social media and ―bad‖ social media practices. There was one big problem – hiring experts. ‗Good‘ drove sustainable. worse. Satisfice. IP First. now leading global accounts for us. and others. positive word of mouth. Then Training Early on we developed a training program. Take A Break. That planning framework has evolved over the years thanks to efforts by our ―grown‖ experts – leaders like Kaitlyn Wilkins. Stepping away for a few minutes and doing something else will provide some needed perspective and help you see whether a particular decision is really worth the effort. marketers had a fascination in a phenomena known as ‗viral videos. The Dangers of Growing Experts From Within June 10. They were impossible to predict and questionable in terms of effect. most often. That‘s what we were doing. authentic and. We had to grow our own. trying to find the best possible option. Our discipline hadn‘t been invented yet. any of the options would make you quite satisfied. But few choices are that important. ‗Bad‘ was either snake oil or.331 47 19 inShare200 We started Social@Ogilvy eight years ago. John Stauffer. There were no university programs churning out bright young things.‘ They represented every thing wild and wonderful about social media. No significant competitors to steal talent from. Only problem was they were a bit of a chimera. 3. technically we first created some pretty important intellectual property (IP). Our team was called 360 Digital Influence then and we were a team of so-called experts in the art and science of social media marketing and communications. No industry associations holding quality training seminars. Flip a coin. We created a planning framework to create predictably great programs.2. People often maximize. 2013 8. But in many cases. unethical. Training Global Teams . At that time.
That was key for two big reasons: Our teachers had credibility. Having the training function integrated and supported by the rank and file has kept it alive and vibrant for these eight years. We designed and delivered immersive training workshops around the world like the recent "Community Director" training in Madrid where teams collaborated. . In a world full of good talkers – the social media pundits who declared themselves experts but had no practical experience – our teachers were the folks delivering work for Ford. Since their core job function wasn‘t training there was no visible training head count to be cut by some fiscally-squeezed executive. The same experts. myself included. Nestlé. who designed and delivered social media programs for our clients designed and delivered the training. competed and presented.Next came training. IBM and other major brands.
Hastie Afkhami.The Danger Our training mission has become more sophisticated. She launched Social@Ogilvy . who has seriously professionalized our program. She understands change management and that mindset has helped us immeasurably. We hired a learning and development expert.
the Principles of Social Design. Our general training workshops have evolved into deep-dive workshops in critical specialties like community management 3. our e-learning platform. How the Matrix Changes Leadership Focus June 03.0. It takes coordinated action within a company to track the growth of internal talent and align their compensation and rewards with their abilities and accomplishments. This aligns well with Reid Hoffman. Certainly some of our bright stars will move on to another adventure.030 82 24 inShare592 . 2013 14. Sounds good.Accelerator. hungry to learn more and thrilled to be called on to train the next generation. In the karmic world of business. we are essentially accelerating their development. training our experts from within is worth it. A Learning Culture is Magnetic At the end of the day. Many will stay. By training. social planning. right? The danger is that we become the university for the industry. that‘s all good. We need to take extra care to recognize them and align compensation and growth plans. Ben Casnocha. to scale the training across our worldwide teams. and more. and Chris Yeh's article in HBR on Tours of Duty.
It‘s funny that one of the defining. this isn‘t about an alternate reality created by computers where enlightened heroes punch their way through. Both the matrix and The Matrix have a . Multiple reporting lines are a de facto standard in companies as are leaders with influence but no hard authority. is the name of the organizational structure of so many corporations today. dystopian science fiction movies of the past 20 years. The Matrix.No.
dark side. I had about five big contributors and many supporting team members working on it beside myself. I often identify one of my leadership faults as having ―eyes bigg er than my stomach. I have to build project teams where I and a colleague (or more) share responsibility and the resources to make something happen. So. The toolbox is full of nine utilities. Business Demands Focus There is something about the matrix that changes how leaders must apply focus to an organization. That goes against most business wisdom that focusing on less is the winning leadership move. why so many? . It‘s all about partnerships. exploitation of people as ―batteries‖ energizing the machine and so forth. But matrix structure and leading through influence and relationships are facts of life. Often at the same time. The Matrix Demands Diversity In the matrix. I could have gone ―chips-in‖ on this project and maybe one other. The strategic leader analyzes the ―signals of business‖ and carefully places one or two big bets that he or she believes will pay off. The military hierarchies of the sixties are few and far between. and so on. And I could certainly go on with the metaphor of elusive realities. We just developed the next generation Social Planning Framework & Toolbox. The Social Brand Print analyzes the strength of a brand‘s social content and presence. This project by itself will have big impact on how our teams in 35 markets do great work for our brands.‖ I like to try lots of things. But I have many other projects in the works at the same time. I don‘t know about you but that just isn‘t my reality. I like to rally teams to explore different directions. Social Paths applies insights to discover the best opportunities to use social media along the customer journey. And I am tired of feeling bad about it. Each is smart and address a business need. Focus is a big deal to me. It was a big project. This is the planning model we use for integrated social media marketing and communications programs.
I embrace those initiatives. Across Ogilvy & Mather. transformational ideas to tactical ―must-do‘s‖. Like Tom Sawyer who attracts children to help whitewash a fence. Innovation and improvement can come from anywhere these days. Worldwide Chairman and CEO Miles Young established these and has consistently communicated around them. The real answers lie here: We are innovating and operationalizing our use of social media practices for business at the same time. How do you balance the needs for narrow focus and the mechanics of the matrix? Is leadership focus more art or more science? The Power and Myth of Company Culture May 28. The actual team members are always willing to contribute to the IP of our discipline. This is usually a big concept that can significantly accelerate our business. We choose a more ‗agile‘ approach of designing prototypes and get them out into people‘s hands. I cannot know what will completely work or be useful to enough markets. I know that‘s a cop-out. It is easily communicated and can be shared by anyone inside our team. we share a priority we call the ―twin peaks:‖ pervasive creativity and effectiveness. we remain focused. It determines where we place resources and influences which projects we pursue. 2013 7. This is how I harness the matrix. it can provide a sense of belonging through shared values and an intangible. They are all important. I need to romance managers to allow their people to commit time to work on our projects. At it‘s best. There are pockets of entrepreneurial drive across our network where teams take it upon themselves to build a better mousetrap. Leadership Alignment Makes All the Difference With all of our projects. In my own group. On the innovation side. Matching people to projects and their general availability means I am better off with a collection of projects underway. Rather than squelch that drive (as if I could).771 44 7 inShare623 Company culture can be a huge motivator for people. we have a single annual priority. That means I need enough projects brewing to count on enough winners. we have rallied our core team around 6 key missions that will help us align to achieve our business goals and the key priority. emotional belief that we are on a shared journey. I embrace it and make these projects part of the plan. In a matrixed world. Lastly. Most leaders could say the same thing. My team lies embedded in the matrix.The first answer is that we have a big aspiration. we align around a meaningful big priority and then balance everyday between the right number of projects to realize it and the chaos of too many projects. The projects that fit within this structure run the gamut of big. .
That means higher productivity. Not everyone goes. I love the people at Ogilvy. Mention that I sent you. It is grander than you can imagine yet homier than you would ever expect. I find our culture palpable and anchored in behaviors. It is not lip service nor generic motivational posters (eagles soaring). She is so much more than David Ogilvy‘s widow. And it helps us work together. Check out the Website here and send an email to Douglas at info@touffou. We find the fun in the work earlier. When I travel to offices in Paris. Part of it is status-seeking (―I was chosen to go to the meeting in Touffou…‖). sixteen hours of the day. we see China. We share values. It will be a terrific experience.‘ The Eternal Pursuit of Unhappiness is a chapbook that has floated around for years. I find it well-intentioned vs. Part of it is to simply share a sense of our shared culture. Have You Been To Touffou? One ritual (or is it a rite of passage?) at Ogilvy is participating in a meeting at Touffou. This was the home of David Ogilvy. It captures a shared belief that we must always be trying and learning to make things better. language and ritual.) Productive behaviors For me. We get down to business faster. Part of our culture is that there is no UScentricity. We are a founder-based company where much of our character can be traced to David Ogilvy and the early experiences at the company. When we move across the world to collaborate on projects. I was lucky enough to visit recently for our global Digital Council meeting. even Vietnam as ―key markets‖ and go out of our way to understand what is important to doing business there alongside our colleagues who make that country home. Those that have been find ways to share about it. France. Spending time with Herta Ogilvy was the highlight. I am like everyone inside a big company. Brazil. Herta Ogilvy‘s home outside Poitiers. Ogilvy & Mather has a very tangible culture. Part of it is to find the others who have visited to share stories and amazement (―Could you believe the dungeon underneath the chapel?‖). a few of those hours are a modest dinner with local colleagues in that city. Indonesia. I feel privileged to have been there and will likely talk about it for the very reasons mentioned above. That makes it easier to stay at it fifteen.com. Or where a single sharp personality makes me wonder if it is . After all. I have days where the silly bureaucratic needs wear me down.Getting people aligned around values and culture feels better. (Note: You can hold your own meeting there. we know how to talk and behave with each other. India. She embodies our culture in many ways. If anything. manipulative. South Africa and soon. We have created derivative works to help interpret these values and make it easier for us all to ‗walk -the-walk. It certainly helps me enjoy work more and I work pretty hard. I know that I share more than a business card with my colleagues there. Retention of talent Strong culture helps retain talent. Herta has created a marvelous experience from the exquisi te food to the rooms tucked away in turrets and wings.
They did not invent social-by-design. Still. With leaders like Sheryl Sandberg and Mark Zuckerburg. People stay at or return to Ogilvy for many good reasons. but timescales are long. they are quickly making them their own. Still. These are all Silicon Valley staples. The myth Can culture be manufactured or engineered over a short period of time? That‘s the myth. We cultivate communities of ―alumni‖ – people who have moved on. carries that torch for Ogilvy supported by many who believe in our culture. . Miles Young. I witnessed Alan Mulally. Most have only been around a few years. They did not invent hackathons.worth it. Culture has been cultivated over the long haul. They start as mo st start-ups do. They did not invent concierge services to improve the work life of their hard workers. often to the very brands we support. Senior Vice President. The culture. with a borrowed culture. I am not sure its accurate to call Facebook a start-up anymore. We talk about ―boomerangs‖ – people who have left Ogilvy and returned. Leaders need to protect those initiatives from the natural impulse of management to sacrifice everything to the ―numbers‖ or to the business metrics. What about start-ups? We talk about the culture of Silicon Valley start-ups all of the time. support a ―One Ford‖ initiative that held the company together during hard times and anchored their culture in shared missions. I am certain that Facebook‘s culture will strengthen over time. a term likely sparked by how we speak about college affiliations. Marketing and Communications at IBM. CEO of the Ford Motor Company. Worldwide Chairman and CEO at Ogilvy & Mather. Imagine what it will be like in 25 years. We tell each other that we are ―Ogilvy Red‖. define the company. That is why executive leadership support of behaviors and initiatives that can strengthen culture are so important. Jon Iwata. Short-lived Start-up Culture These are leaders of companies that have been around for decades. stories of hackathons and ―Fail Faster‖ posters (I actually love that Facebook has a print department cranking out graphic design ―artifacts‖). I expect the culture at Facebook will be strong. Certainly the culture is at the top of the list. the people and the wonderfully creative work I get to do most days help me endure. I believe culture can be cultivated and grown. They did not invent agile work processes. I see an authenticity in what they do and how their employees talk about themselves. distinctive and one of the reasons people want to work there. is the author of some of the most useful corporate thinking on the value of corporate character – those shared beliefs that bind us together.
Where Do You See Yourself? June 19. 2013 2. but bring in the underdog. And because we see ourselves it makes it real and achievable to us with our ―if they can do it. It doesn‘t stop there though. The big stars of the game are far removed from our reality and we can‘t compete at their leve l. . so can I‖ attitude. there are more instances we look for ourselves subconsciously. those that are perceived as really having no chance at all of getting the prize but somehow made it to the finals? Because we can see ourselves. Joe Public. and we instantly see something there that could be us. the lucky few to be in the spot competing where they are now.155 30 4 inShare107 Why do we inevitably support the underdogs in a sporting event. the weekend warrior.
Call it an interest. We are not being selfish when we do this. Everything You Think About Business Leadership Is Changing June 19. even though we know nothing about them simply because they encouraged us to talk about ourselves. call it hog wash. and you only. 2013 14. I don‘t know I can‘ t explain it. but somewhere in our subconscious. it registers. its really hard not to seek yourself out first. but its there. Am I right? Dale Carnegie encourages us to talk about the other persons interests. Try it if you don‘t believe me. Take a group photograph with you included in it. we think the person we have been talking to is interesting. that makes us think about ourselves but not selfishly so. to get them talking about themselves rather than us talking about ourselves. he had employed 20 people that were all like him! Can you imagine how their business was running internally.896 184 61 inShare1. James Blunt sang ―You‘re Beautiful‖ which sent many women swooning (me included!). If we spent 10 minutes talking to a stranger having answered only questions about ourselves. you wanted to be the person he was singing to and so you saw yourself. He took himself and the majority of his team through a behavioral profiling process and found that each one of the team was an identical profile type to his own.004 . the frustrations involved with no mix of behavioral styles? Have you ever said during an interview ―You remind me a little of myself when I was younger‖? I know I have. call it human nature. He made you feel like he was singing directly to you.Take the true story about a CEO whose company had some pretty tough staffing issues. There is something inside us. Who do you look for first? You. the way we are wired maybe. and because we see ourselves we go ahead and employ.
The one that traditionally comes to mind is that of a Jack-Welchian type ―taking the hill. And these same resources are also allowing customers to ―talk back‖ to companies. sports and gambling analogies abound. It is clear that the bank did not fully engage with its customers on what they valued. a significant competitive advantage. who didn't have similar resources. And this has been in part because having many customers also meant having better insights into their behavior.Quick. (I recognized that the weekly client surveys we conducted at Merrill Lynch gave us a HUGE advantage over our wealth management competitors.‖ ―beating the competition. in a way it couldn‘t have been a decade ago. and the bank reversed course.‖ as they‘ve said they did. Negative customer reaction was swift and dramatic.) But this is changing. size matters. or how they would react to the shift.) And even if large companies didn‘t always really ―listen to their customers.‖ War.‖ ―gaining share. expecting competitors to fall in line. Technology and social media today are enabling almost anyone to tap into what consumers want… by simply asking.‖ ―cutting losses.‖ operating through ―command and control. the bank instead bet that its might as an industry leader would serve as a forcing mechanism. I've heard a number of thought leaders (like the super-smart Nilofer Merchant) point out that this dramatic shift of the ―rules of engagement‖ with customers was exemplified by Bank of America‘s debit card fee roll-out. (―Any color as long as it‘s black‖ worked back in the day. In this world. and in some cases to mobilize their reaction to company actions. their sheer might and resources could often shape their industry in a certain direction. Picture a business leader. regardless. .
I gained a first-hand preview of this when I led Smith Barney and Merrill Lynch. Steve Jobs was once asked what his favorite product was. He shared that he was very proud of all the products that Apple hadn‘t built. this does make me more optimistic about the progress of women in business and the value we place on their leadership qualities. collaboration and co ordination. it can certainly help companies of all sizes understand what consumers value. By taking several months to engage them instead in a discussion of what they observed from clients. And. where we were spinning our wheels – and what our business strategy should be – we saved an enormous amount of time and resources. There are often creative ways to find more people and dollars. How you spend your time also sends a strong signal to your team about what you view as important. Thus. the most successful CEOs of their future will view customers not in a paternalistic way (at best) or as sales targets. . Here are three principles I use when determining how to best use my time: Decide What Not to Do It is often more important to decide what you are not going to do. but instead as partners… whose buyin to a course of action will be the key component of their success. While this approach may not lead to Steve-Jobs-type innovation. A number of leaders of those businesses over the years had approached the job with a ―follow me‖ mentality… and the Financial Advisors just sat back and watched them with bemused smiles. but the one resource you can never create more of is time. Combine the scarcity and importance of this resource. The first step in good time management is picking your priorities and sticking to them.964 81 11 inShare363 As a leader. people and dollars. yes. and you quickly realize how vital it is for leaders to be deliberate about how they spend their time. The same is true for all of us. Managing Your Most Precious Resource: Time June 19. what wasn‘t working. the prototypical leader of the future will shift from the steely-eyed command-and-control type to one who is more open to feedback….one who specializes in communication. 2013 2. what was working. and allowed them to make those products great. And I found that the great ideas were as likely (or more likely) to come from the 200th Advisor whose hand I shook at a get-together as from our strategic planning department. because those decisions made it possible to focus on the ones they did build. and had their buy-in on strategic moves. there are typically three sets of resources in your toolbox: time.Thus.
For myself. One size does not fit all. 2013 6. Hold Yourself Accountable Making the plan is the easy part. The key to successful time management is proactive planning. The hard part is sticking to it. every quarter I ask my assistant to color code everything against my 40-30-2010 plan – and we measure whether I am on track or off. thirty percent is invested in building our organization‘s capability and leadership bench through 1:1‘s. meeting with my personal coach and other select mentors. and this tracking allows me to adjust course and steer closer to the goals I have set. proactive time allocations to maximize this most precious of resources. and then make clear. so I encourage you to find the mix that works best for you. Don't Screw Up Your Mission Statement! June 19.046 75 27 inShare286 . twenty percent is invested outside the company learning from others by engaging with fellow leaders in roundtable discussions. I allocate my time in a 40-30-20-10 split: forty percent of my time is invested in running the company through operating mechanisms and product reviews. seminars and board rooms. I encourage all leaders to carefully examine how they invest their time. and the last ten percent is invested in personal growth and development. Often times.Define a “100 Point” Plan Time will slip away from you if you are not clear and diligent in your planning. skip levels and teaching at leadership development seminars. For myself. I am off a bit. The key is making a ―100 point‖ plan so that you are the master of your own time. The trick is to be brutally honest with yourself. Allocating your time can be the biggest challenge or opportunity for any leader.
The key line declared that our airline would become ―the premier value-based carrier in the Americas.it didn‘t take us long to realize that not a single customer. David Neeleman..‖ The what? Yes. thanks to their forward-thinking products and unimpeachable integrity. We had wanted to change that. full of buzzwords and the language of lofty virtue. we wanted to ―bring humanity back to air travel.‖ In the forty years that I‘ve served on different corporate boards. So we went back to the drawing board. one of our early attempts to craft a pithy. What they don‘t realize is that these attempts at being aspirational and inspirational often come off as interchangeable and irrelevant. more than a few have had mission statements are long and flowery. airplanes had come to feel like crowded. expensive buses in the sky. crewmember or shareholder would know what ―premier value-based carrier‖ meant. .At jetBlue. When jetBlue was founded in 1999. I‘ve seen lots of businesses claim that they're changing the world. meaningful mission statement came out sounding like our auditors drafted it.. More than just making flying more affordable. we wanted to transform it into an enjoyable and inclusive experience – in the words of our founder.
―we aspire to be the premier provider of tasty take-out food while maintaining uncompromising principles. This is the art of saying what you mean. If you‘ve ever achieved this kind of simplicity. false starts. A Simple Plan to Eliminate the Skills Gap June 21.‖ I‘m constantly reminding myself that if I haven‘t figured out a simple way to explain something to other people. 2013 674 10 1 inShare72 . But the simple ideas that emerge from that kind of process can be the most powerful and inspiring. Mission statements written in business-speak or soaring rhetoric tend to invite eye-rolling and suspicion. you know it‘s rooted in the hard and often frustrating work of deep thinking. rather than loyalty and appreciation. When you write a good mission statement – or a good business plan or pitch – you‘ll know how well you did by the number of heads nodding in agreement. ―It is our responsibility to assertively administrate timely deliverables in order to solve business problems‖? Or. and trial and error. both to your team and to your customers. it‘s time to mean what you say. but I would give my life for the simplicity the other side of complexity. or a product – that anyone can understand. The trick is to boil something down into a set of goals – or plans for execution – a vision so clear than everyone can start working on it right away. Once you‘ve done that.‖ Holmes‘ far-side simplicity is the kind that captures complex ideas in a sentence – or an image. I probably haven‘t figured it out yet.The famed Supreme Court Justice Oliver Wendell Holmes had a nice way to describe the value of reducing things to their essence: ―I would not give a fig for the simplicity this side of complexity. How inspired are you when you hear something like.
I hit upon an epiphany: It‘s what you DO with what you HAVE that counts. During the interview they were evaluated more on the comparability of their past accomplishments to real job needs and less on their absolute level of skills and experiences. They were successful in their new roles. so this is the group whose names rolled by along with the LA traffic. The big idea is that past performance – the DOING – is a better predictor of job success than skills – the HAVING. About a third had been promoted or were given expanded roles during the first year. speak at more events or have more patents. Here‘s what stood out: They all possessed the Achiever Pattern. Since I was working with their managers and many started hiring other people from me. They were assessed largely on their past performance. not their skills. I had been thinking about this for a while.Many years ago while stuck in LA traffic. Later. and after about 100 mid-level manager placements. . but a pattern emerged on that drive home as I pondered the differences between the best and the rest of my first 100 placements. I knew they were being promoted or given expanded roles very quickly. I put this concept into the graphical form shown. not what you HAVE. awards. They also receive more honors. People with the Achiever Pattern get assigned bigger jobs quickly and get promoted more rapidly than their peers. fellowships and write more whitepapers.
As a result of these vagaries of human nature. (Note: it has been validated both academically and legally. We eventually found these to work the best: 1. Here‘s a link for those who want the complete version. but potentially more important. we suggested 30 minutes. This was enough time for the interviewer to look for the Achiever Pattern and ask one MSA question. A promotion is designed to give the person a chance to develop skills and experience he or she doesn‘t already possess. To gain a sense of this. 3. To address this. The second question involves a formal discussion around real job-related problems the person is likely to face on the job. and anyone who wants to make a career move into a new industry without having to make a giant leap backwards to get ahead. consider people who have been promoted. interviewers would naturally use their personal and unvalidated interviewing techniques. Listen to the judge: the idea for this was to delay any yes or no decision until all of the evidence was heard. Unfortunately. This is The Most Important Interview Question of All Time. even more powerful countermeasures were needed. aka the Most Significant Accomplishment Question (MSA). returning military vets. . but minimize it‘s importance when assessing someone we know? Breaking this barrier would open the doors to more diverse candidates. not the list of skills and experience listed in the job description.) The process starts by looking for the Achiever Pattern as part of the work-history review. This question uncovers thinking ability and potential.Less obvious. As a minimum. like handling a difficult business challenge or overcoming a technical roadblock. even this wasn‘t enough. but flawed. 2. Use a measuring stick: without some sort of reference point to assess candidates against. Despite the improved predictability of the Performance based Interview. executives still overvalued their intuition. and just about everyone overvalued first impressions. This alone minimized the seductive impact of first impressions. By narrowing the focus of each interviewer to specific areas critical to on-the-job success. Techies still overvalued tech skills. Equally important. was that this bias to measure performance occurred naturally when the person was known or highly referred to the interviewer. we required the hiring manager to define real job needs as a series of realistic performance objectives. I arrived home. most interviewers reverted to their natural. The first question involves digging into a candidate‘s major accomplishment s and comparing these to the true performance requirements of the job. approach when interviewing candidates not personally known or referred to them. valuable data was gathered that could later be shared. A number of years later the twoquestion Performance-based Interview emerged. their subsequent performance is highly predictable. Divide and conquer: it‘s impossible to make a complete and accurate assessment about an unknown person in a 30-60 minute interview. We refered to these as performance profiles or performance-based job descriptions. but obsessed with the idea of how to eliminate the ―known‖ requirement as a precondition for shifting the emphasis to past performance. This begs the question: why do we naturally over-emphasize skills and experience for the unknown person. high potential people who are light on experience. It was at this point. especially using flawed techniques. exhausted.
when you find a job of interest. (LinkedIn shows you the closest connections. Perhaps HR and recruiting leaders should spend more time in LA traffic. don‘t hit the ―apply now‖ button.. and relying on the collective biases of the interviewing team to cancel each other out. . here‘s a step-by-step process for building a robust network.4.) Networking is as much art as science.) By discounting rankings based on feelings or superficial data... John Sullivan (FYI. Not knowing the job. Find 1-5 people people who can vouch for your ability. To minimize the impact of biases and emotions. all of the interviewers were required to share their evidence in a formal debriefing. Enforce “listen to the judge” or call a mistrial. Research by Dr. The process worked.. Networking Rules! . (Here‘s a sample of the Quality of Hire Talent Scorecard we used for this. does not seem like a great way to bring on new talent. (Sign-up for a "how to" and Q&A networking webcast on June 25. using flawed interviewing techniques. With this in mind. This information supports the contention I made in a recent post that job-seekers should spend most of their time networking (at least 60%) and no more than 20% of their time responding to job postings. performance-based information became the primary basis of the assessment. Instead. . don‘t hit the ―apply now‖ button. when you find a job of interest. I called it Performance-based Hiring. but it doesn‘t need to be haphazard. a friend and frequent co-speaker at many recruiting events) indicates that the probability of getting interviewed by applying to a job posting is less than 1%. use the job post as a lead to find someone in your network connected to the hiring manager. and getting connected to influencers is hard work. Instead. Then connect with these people on LinkedIn and request a personal meeting. 2013) Networking Rules! Step-by-Step Phase 1: From the Known to the Unknown 1. Equally important.
Note: this is the hardest part of this process. like sending an article of interest. Put your feet on the street. Use LinkedIn and join groups in your area of specialty and contribute. Every function has national organizations and each of these have local chapters you can join. 5. During this meeting have the person look at your resume or LinkedIn profile for just 20 seconds. Pretty soon you‘ll begin hearing about some jobs of interest. While Phase I is an important aspect of building a network. Right now I‘m looking at a number of very strong people on one of my alumni groups who stand out as major contributors. 6. You‘ll ask about these people during the meeting. too!). 3. 1. disciplined and worth recommending to others. I can now contact them directly through LinkedIn Join and participate in groups of interest. The referrer will consider it a coincidence. 5. 8. Use LinkedIn to find nodes who work in industries and companies of interest. 4. Be a joiner. If I was still recruiting I wouldn‘t hesitate to reach out to these people. I just found 20 people who are well-connected product marketing people who are members of the same groups I‘ve joined. For example. 4. Implement Phase 1 and Phase 2 in parallel until you’ve landed another job. Prove you’re reliable. Personally meet with these people. Of course. Become good at presenting yourself. Expand these new contacts using all of the appropriate steps in Phase 1. product managers. You‘ll need to iterate this process 4-5 times with every connection in order to get enough coverage in any given job market. nor would I ignore their requests to contact me. Have the person ask you The Most Important Interview Question of All Time and then take their advice on how to improve your presentation. Before the meeting look at the person‘s connections on LinkedIn and select those who work at companies that are hiring and/or seem to be well-connected nodes. in parallel you need to engage with more people you don‘t know. Have them highlight what stands out.) 6. Phase 2: Build a Network from Scratch Prepare a network target list. if I had to mention this. For example. connect and repeat steps 2-6. but you‘ll know it‘s a result of your hard work. Force the connection. (A node is someone who works with lots of different people like project managers. sales reps. . 2. 3. active participant and leader in organizations of interest. 7. so be persistent. see some of the great ideas in the comments below and join this group for even more. One way: describe the biggest goal you have ever had that you have already accomplished and how you did it. Side note: it‘s better to have a list of possible connections to ask about ahead of time. A resume needs to excite the reader enough to want to read it in-depth. Expand your network. Discuss their reaction and modify your resume so your best stuff grabs their attention. Here are a few ideas on how to get started. Nurture the network. Conduct network research. but don’t be a pest. and VPs. rather than asking if the person knows someone who might know someone who is hiring (but do this. you really are a networking rookie.2. at least 50-75 people. Seek advice from others. This includes a thank you note and semi-regular contact. but sometimes the obvious isn‘t to everyone. Once you get the recommendation to the new person. At the end of the session pull out your list of names from step 5 and ask the person if he/she would be willing to contact this person on your behalf.
939 354 100 inShare4. the celebration of successes). 2013 20. . There are many elements to consider as we evaluate strategies to effectively lead a group of individuals in today's world of work — but. and it‘s likely the way you‘ll get your next job. A belief in the ability to persevere toward goals and find paths to reach them. Efficacy. Hope. researchers are actively examining the impact of the construct Psychological Capital (PsyCap) in the workplace. they have the ability to influence not only what transpires within our work lives. We have previously discussed how the tenets of positive psychology could serve as a guide to achieve greater levels of workplace happiness and eventual success.487 Those who lead or manage others have the unique potential to serve as an energizing force within organizations today. but how we process those moments. advises building on the aspects of our work lives that help us garner strength and flourish. including the psychological vantage point or "mindset" they bring to bear upon a problem. can positivity play a central role in enhancing a team's outlook and performance outcomes? A growing body of evidence says. PsyCap is comprised of a number of key "state like" psychological resources. can affect how we move forward. Getting started Note to Managers: Positivity Matters June 20. As such. Akin to this theory. is of primary interest. The movement. This will be helpful to others using networking to land new positions. Resilience and Optimism). Resilience. which stresses the identification of what is "right" within our work lives. A leader's view of a challenging situation. With their position and collected experience. Efficacy. The ability to bounce back in the face of adversity or failure. yes. continue to build and nurture your network. understanding how leader behavior affects the attitudes and actions of team members. regardless of how you found it. (Emphasizing our strengths. (The "HERO" resources. The HERO resources: Hope.Once you have another job. The confidence that one can put forth the effort to affect outcomes.
can build confidence. Leaders with stronger psychological resources are more likely to develop alternatives pathways to meet these obstacles — a skill that can be learned by followers. Those leaders that "flex their positivity". set more robust or challenging goals — and are highly motivated to accomplish such goals. A generally positive view of work and the potential of success.485 47 23 inShare349 . may indeed have the ability to change the tenor of the workplace. Performance feedback. Some implications: Leader selection & development. but outwardly express positivity — and provide model behaviors when interfacing with their employees. These leaders are more likely to bend with adversity and deal with failure. particularly those who interface with multiple employees. as well. Optimism. After the Crisis. Pausing to note accomplishments. Psychological capital has universal benefits. An example of the classic research of Bandura (1977) (which posits social learning through role models) — leaders can help shape follower attitudes and behavior. Organizations can readily assess the psychological resources possessed by candidates who will lead or manage the work of others. It follows. have the opportunity to serve as powerful role models. The development of psychological capital within organizations should not exclusively focus upon leaders — but those in varying roles and levels. in stride. by exhibiting strategies that reflect higher levels of key psychological resources (for example behaviors that reflect resilience and hopefulness. but follower performance. and has revealed that leader psychological capital can not only be significantly related to levels of follower psychological capital. Goal setting. for example) and the expression of a positive mindset when interacting with their teams. Employees at all levels. maintain energy and enhance self-efficacy. Recent research has explored this dynamic. through the process of modeling. How Do We Move Forward with Our Work Lives? June 11. it appears in our best interest to encourage leaders to not only strengthen their psychological resources. Furthermore. Problem management. One explanation for these findings: positivity in the workplace can become somewhat "contagious".) Going forward. training opportunities for leaders can include the development of these resources (resilience and optimism. Exhibiting behaviors which express positivity when facing issues and obstacles can be critical. This in turn can enhance workplace well-being and the achievement of valued outcomes. 2013 5. Leaders can utilize the power of feedback to build needed resources. Leaders with higher levels of psychological resources (such as hope). that we should explore the potential impact of leader positivity and the associated behaviors on members of their team.
The dark clouds are still visible — and the visceral reaction to protect ourselves remains. process. Avoid self-blame. Yet they seem frozen within past experiences — looking over their shoulder as they try to press on. The continued pressure of meeting the needs of customers. It is as if on one hand we know the storm might be resolving. as both physical and emotional distress seems to be more prevalent. the trauma is the variety of doubts that infiltrate their work lives. for some of my clients. During interviews. the more trauma I seem to observe. things are subtly improving business-wise. The closer an organization's industry is to the "epicenter" of the economic crisis. and the extended uncertainty that has traveled with it. . Take a moment to acknowledge that you. Celebrate your resiliency. with far less in the way of resources and support. They hesitate to take risks and make key decisions. the same strategies may not enhance our long-term position. It is the disturbing level of lingering stress caused by the economic downturn. Examine hesitancy. your team or your organization have weathered – and are still capable of weathering – the storm. They seem saddled with the memory of what they have been through. the fear that the entire process will repeat in the next chapter of work life brings doubt. Let them vent and weigh the options — for all that it is worth. (See a discussion of financial PTSD here. I deal with work-related behavior — the elements that combine to form jobs and organizations. Yet. Talk with your team about all that has happened and discuss the changes (both good and bad) that have occurred.) There is so much to work through. Process. and attempt to rekindle hope for the future. Build a forum to discuss ideas that may help the group get "back on track". Many find it difficult to shake off all that has happened and move forward as who they once were. Often this is triggered when we contemplate letting go of the strategies that kept us afloat during trying times. and it walks with them side by side. These actions may have been quite effective for the past. as much of what has happened was beyond your control.I've been observing a trend of late — and it is one that many of us may be struggling with. The frustration of evolving roles or dramatically lowered salaries. but we still want to hunker down in a place of safety for just a while longer. However. Their confidence has suffered. and with good reason. The pain of job loss. Interestingly. each and every day. For others. the mood seems akin to post-traumatic stress disorder. then focus forward. this goes beyond job analysis and process improvement. What we might do: Reflect. Then attempt to rally energy and reconnect in "positive mode". and they have become comfortable. But in this case. process.
He also told me that his father will setup a vegetable and fruit stall in a month's time and would contact me. One of the boys is doing his BBA and the other is doing his Engineering from colleges in Coimbatore. expectations and promises are often breached. if you or someone you know. Why were they able to do this without training and why the thousands we train for hours are unable to do it ? The small difference is. We went on our way and ate the mangoes right through the week and they were delicious. but ownership comes much after the alignment to one's dreams and aspirations. There were three brothers who caught our attention. this was their livelihood and their means of fulfilling their dreams. These boys asked us to come back and that they will continue to give us really good quality mangoes. physician. Are you wondering what's so special about this that I need to write it up ? Here's some background . :) Now.. gave us special discounted prices and kept their word of letting us know if they were closing the stall. ownership matters.) In times of duress. We thought of stopping at the same place on our way back. extending the business etc etc and here are two Mango sellers who did all of this with no training. social worker or coach. so we just drove back home. Take a moment of pause and reflect on the health of the contract that you have with your employer. so that we continue to remain their customer. They come to Bangalore during their holidays and the Mango season to make some money that can fund their education ! We were very impressed and definitely happy to see the enterprise these boys had shown. we spend hours training people on customer service and closing the loop with the customer. June 19th...) Seek help if needed. They gave us an excellent product. I was at a client's place waiting for the meeting to start and as I picked up the phone to turn off the volume. is suffering from debilitating stress. they smartly introduced their father's vegetable and fruit stall. We bought a lot for the week at ISB and for gifting as well. .. Not just that. reach out to a trusted friend. About four weeks back when we were driving down to ISB for my Term 8. Can you find a connect with the work you ask an employee to do and their dreams ? Yes. We did go the next day and again found these boys and bought mangoes. so that we could buy another last tranche of Mangoes. also because the mangoes they had for sale were quite good. The Mango People On Wednesday. (More on this in a later post. I picked it up and it was one of the Mango people who was telling me that they are closing the stall and moving out that day. Ultimately. do so with your team individually. Share your situation and get a proper plan in place to affect concerns. We exchanged phone numbers and asked them to let us know when they were winding up. Then we went the next week again and that's when we got talking. Mend the psychological contract. The call on Wednesday was for that purpose. I got a call. but there was some traffic blockade and vehicles were backed up for a couple of kilometres. (If you manage others. we stopped at the series of mango stalls that had been setup on Jayamahal Road.
then live-in (joint venture) then either get married or breakup. magic happens. align it with their everyday work. there is uncertainty. Facebook. between 2 and 5 crores. they couldn’t reach out to the better choices out there. Then came the Industrial revolution. The business world reflects life – our parents got married (merger or acquisition) for life but today we first evaluate many partners (globalization) from around the world and then go steady (Startegic alliance). Computers. Internet. for some it was access to new markets. If you can kindle the desire of reaching their dreams in your people. new ideas germinated. And this post is the result. there were strict societal/parental (government) norms and the world was comfortable with the feudal system. As we had friends of every color from across the world on Facebook our outlook got global – we learnt about new customs. the world got Googled and my friend Steve made it his Job to put the googled world under our finger tips !! Rapid technological advances became a major motive for alliances. another major motive for seeking alliances. for some it was low cost production. To marry or date? We will be learning about Strategic Alliances in this term and while our Prof has given us just 415 pages to read. no internet. governments have relaxed rules. both men and women find other cost effective options. Russian revolution twice. anyway you figured out that Alliances offered lower transaction costs (another motive). Think of your parents marriage (M&A) and what it cost … A few thousand rupees would have made it a rich wedding and today you have wedding planners who play in a well segmented market – under 1 crore. it set me thinking on how can I draw similarities between all the technical definitions am learning and examples from day to day life …. All the training in the world cannot replace the impact of desire that one's dreams bring forth. The men wanted choice as always and the women had better choices for the first time and economic freedom to walk out of a bad relationship – thus entered economic uncertainty (for men at work and home). In our parents’ time marriages (mergers and acquisitions) worked because there was limited awareness.Understand your employee and help him or her link their dreams to the vision of the organization and you can sit back and relax. product life cycles are short. and suddenly there is no longer any reason to remain invested in the 1 to . And then the rapid technological advances keep happening. Twitter. for some it was access to low cost capital. above 5 crores and the obscene crores segment.
No guarantees that the marriage will still succeed. but atleast you improve the chances (Arun and Prof. go steady. progressive or otherwise depends on many other factors. small rocks and gravel …. be smart. date. Krishnan and I had two study-groups around it and I quote from it often. I recently came across a misinterpretation of the above leading to demotivation !! One of my mentee had picked this up and applied it to her team without providing any context… The goals didnt get set. in politics rarely you find M&A and only Alliances because it offers so much more flexibility and you can play up or down the entire spectrum of goodwill to acrimony without batting an eyelid – wily politicians. Little realising that her team was planning . …. and whether you have complementary skills. before the email-email game starts and a busy nonproductive day goes by. Deshmukh’s probability) and not burn a hole all over your sari/shirt…. I personally apply that always by figuring out what is the one or two big priorities for the day/week and get to them first. I have recommended that book to many people. so the moral of this post and Term 8 is. When people come to me with time management issues. whether there is learning opportunities from each other and hopefully if the M&A does happen. Yes yes I jumped to our favourite bashing boy – the UPA alliance. Infact I have a mini training on it that I have repeated often with several groups. The teaching is get to the most important things first and dont waste time on the unimportant and non-urgent. The wiser ones then go the dating. You know exactly the strengths and weaknesses. medium rocks. one of the remedies I prescribe is the prioritization teaching that is in “Seven Habits” about putting in the big rocks first and the gravel and sand will anyway fit in. there is huge cost again and mental trauma added to the mix… And sometimes one or both the partners just wither away and sometimes they become wiser. steady (strategic alliances) and/or live-in (joint venture) route and may never go marry or the marriage (M&A) will be an informed decision. Ofcourse this is gender neutral global advise. Grow up.obscene crore marriage. Man. Hmmmm interesting. huh !! Ok. live-in and be fully informed before you marry. Ugly or happy divorces happen. It’s a landmark book in many ways and an all time favourite of mine. they will get done anyway. Perils of mis-interpretation Many of us in the corporate world have heard of Stephen Covey and his first book “Seven Habits of Highly Effective People”. but she would ask her team members to fill out a daily time sheet of big rocks. it leads to an united front.
and also that they were neighbours. What’s important is for everyone to understand what the team’s priorities are and then let each person do it in their style. Not just me. Atleast you would have managed to say something. I also took his ethics lesson to heart and values and ethics became the cornerstone of my career. As soon as I knew Vish was from NIIT. so there was no way to stay in touch and I anyway didn’t introduce myself to him in that session. They got it the minute context was provided. spend the time to explain. when I got promoted I asked for an executive coach. S&S just took over. able to hold an audience spellbound with my conviction. mentor. Venki is my coach. There may be some who don’t understand the priorities or are not bought into them. Venki called and we did manage to meet on Tuesday. debate and convince or get convinced. no email and we had to book a trunk call and STD had just been introduced. the gang managed to meet him which was almost like being in one of our OYD or CYD sessions. Venki escaped me then too. but telepathy worked and just as I picked up my phone on Monday during a break. Am writing this with her permission so others may benefit from her experience. An uncontrollable Shalini. I never managed to meet him through Vish. So he was oblivious of my existence ! Life moved on. So happy ending in a difficult situation. Then I met another close friend of Venki’s nearly 12 years later in Spectramind and he became my mentor and a dear friend. he made the mistake of taking a post lunch class on ethics for 30 newly recruited faculty and not letting one of us blink. I asked him if he knew Venki and he said yes. Krishnan came into my life six months later and became the my life’s idol and meaning besides filling the gap for a corporate mentor. Then again as a manager let each person find their way to reach the goal… Forcing “one” way will demotivate and so will filling out an inane time sheet. an articulate Shakun and both not letting the clear thinking Raghavan to utter a word … Rohit you were sorely missed. .to literally collect a few of these and dump it on her head !! Prioritisation is not about a time sheet and filling out a time sheet of to-do’s may get your team nowhere.. friend and my first and enduring corporate idol. This was a time when there was no internet. Your score 100/10 I didn’t think I will get a chance to meet him in this trip. I had found my corporate guru and I thought then that someday I should be like him. communication and leadership skills. Then I moved to my current organization and four years back. On an August afternoon 24 years back. She has rectified her approach and the team is coming around.
I can help you :) Privilege of watching transformation When I was asked to summarise what my corporate life stood for. we learn something and that is invaluable. values based. and if you want to improve that rating… We can talk about it. Your rating on my ordinal scale is 100/10. the famous grid developed at GE by Jack Welch and copied widely across. I love the whole process of unlocking potential. our 30 minute conversation went on for an hour and a half ofcourse it led to him becoming my coach and when we did the “Control Your Destiny” session in Oct 2010 – it was déjà Vu for me to be in class again and an absolute honour to introduce my corporate idol to my team. Please continue to guide and shape my career and we will find more people who can carry on your vision of an ethical. One of our leaders recently wrote that mentoring is “giving forward” and you have “given forward” not just for me but to the whole team. I don’t intend to repay any of my debts to you because I would like to remain indebted – there is much to learn still. Every time we meet you. I learnt to be more tolerant of different styles. The rest is history – my team ofcourse just became fans as expected. you challenged me when I thought I couldn’t think any further. The challenge is what parameters do you use to evaluate potential. Don’t complain about having to work on Saturdays for my sake – when you make mistakes of the kind you did during FDP in Aug ’89. I do promise to “give forward” and I think you are fine with that. Venki. This is a guy called Venki Iyer. shared many profiles and when none of them worked out and I told her exactly the type of person I had in mind. you validated my belief that its ok to stick to your values and ethics and the rewards are just. from your part of the country. I said its about “Making a difference”. . you taught me new things and most of all. this is what happens. Many organizations have the performancepotential nine blocker grid. but he doesn’t accept coachees as easily. It’s a gift that you are able to spot potential and then it becomes a responsibility that you help the person live upto that potential. When I met him. I had finally tracked Venki down. 20 years later. inclusive work environment.” And I asked her if he was from NIIT and she said yes and I knew.Our Talent Development leader then. inclusiveness became second nature and I will never forget the lesson on working from my strengths. you brought perspectives that expanded my vision. :) Thank you for starting me off on the right path and rejoining the journey when I needed your guidance the most…. after looking through my career graph. The grid is just that – part subjective and part objective assessment of a professional. she said the famous words – “there is one person.
it leads to mixed results. I use two yardsticks always and it has usually kept me on the right path – one is the values that the person brings to the table. the big picture view. The willingness to take ownership is important since it brings a very different level of involvement – the long term thinking. Without the basic right values. I sat there feeling so proud and so happy. This may be very rudimentary but what is needed is calibration on what each organization defines as potential. from the “Vadamecum” mornings to hearing you articulate the goals of your department so well. displayed their unlocked potential during a leadership meeting. but potential is the tricky one. your genuinity and sincerity just shone through. And when you overlay the other complexity of mapping the potential to what is required in the role. Rohit Sharma. planning for succession. your hidden eloquence finally came out in the open. chances are that there have been no calibrations of the kind I mention above. letting the buck stop with you – all these come by when a person is willing to take ownership. it doesn’t matter if the person has a Mensa level IQ or a Hercules’ physical prowess – failure is guaranteed and the organization that they will build will have a very weak foundation. it has been a privilege to see the growth. the Master said “Never do unto others what you would not have others do unto you” and that is the essence of fairness. As you look around organizations and the leaders. I read this nice fable long long back about how when asked to reduce the Torah to one sentence. is willing to backup his/her claims with actual work/data and someone who won’t take credit for work not done by them… Even if it means failing. . Someone who doesn’t make false promises. Rohit Malik. two is the willingness to take ownership. accountability. I don’t see a lot of calibration on this – the whole activity gets reduced to a tick in the box. or culture and strategy. since there are always some metrics and some folks to compare against. if you see dissonance between the role and ability.Performance is relatively simpler. another special corporate moment got added to my list :) thanks for the privilege of watching a transformation unfold. otherwise the Performance-potential grid will be a wasted exercise. The only two values that I look for are integrity and fairness – integrity that is not the glib talk about “walk the talk” but someone who is totally aligned within himself/herself. Yesterday was special for me as two people that I have had the pleasure of knowing for a long time.
Ravi Venkatesan was interviewing Prof Joseph Stiglitz. And I said this to many people. Narayan Murthy ! This conversation was held in the Infosys campus.. Murthy had come by. Thank God. we sat 10 ft away from Mr. in their board room and Mr.000 rupees 25 years back could create a world class campus like this in India spells hope. like the other great organization. but just getting the chance to sit in the same room with him was great. Prof Stiglitz had some compelling arguments about why Walmart’s entry into India is no good for the Indian retail industry. Couldn’t get a picture with him or shake his hand as he left before the session finished. Murthy deserves a big “thank you”. Antony is trying to get you the data on Spicejet and all of us are asking our CFO’s what our Cost of Capital is !! You helped many of us to overcome our Cognitive inertia and pushed us against our Action inertia … And forever made us all wary of the word “Synergy” in the corporate context. especially in the second half. All that we learnt in our macro economics class at ISB was worth it because I understood everything that was spoken. I just hope and pray. And he is carrying back all of his Red Bull cans this time. the Tata group. They will need to find the next generation of leaders to lead the sustaining of hope. we had a Prof who had more data on our organizations than we had and our answers changed depending on how far or how close he was standing when he asked the questions ! Prof Kale. courtesy Prof Kale !!! For the first time. that this organization survives a 100 years and more. For that alone. On the last day you spoke of the many biases that we should be aware of but by then we were already Kale-biased We are never again accepting any story without asking for data. Mr. Without Red Bull Ahmed started the last four terms with a stash of Red Bull cans that helped him keep his energy up. the Infosys campus represents hope… The fact that an organization started with 10. All of us have been told how you cant ride two horses or sail on two boats – you brought home the point in your own way on how companies need to choose between cost leadership or differentiation and will sink if they are stuck in the middle. . our assignment is all done !! Today was a truly a great day – besides the interesting conversation that Krishnan and I could witness. a two time Nobel laureate. and fascinatingly enough. you came in with a brilliant strategy to teach us “competitive strategy” and executed flawlessly.I attended a Nasscom session today. It’s no mean feat.
The drive was beautiful – classy road. we got to meet the assistant deans and for the first time I drove down from Bangalore along with Krishnan and Amma. your artistry and mastery lies in the fact that each class sounded slightly different but you brought it all around to the opening note. and we will ensure you scale the heights you choose to. there are no substitutes in place. We thought no one can do one up on Prof Kamma’s explanation of EVA – but you got really close with your EVA model and linking financial metrics to operational metrics – the loop is closed. We all love Prof Deshmukh. well and truly well. Prof Kumar gave us the macro economic view of FDI in retail and you gave the operational reasons why the “Kirana” stores are needed. PGPMAX and ourselves. If in the marketing class we saw the video where some folks in China were sleeping in an Ikea store. that you were singing a single song in all the classes. Prof Kale and Prof Chopra – both of you have raised huge entry barriers with your respective styles of teaching. You said in the last class. We owe you ideas and our collective mastermind. the term nearly went by without anyone complaining about the food (I am ignoring the last day’s lunch). no reasons to get below 120 kmph ! Another first in this term was seeing a deer on one of my . you made us realise why the Ikea managers sleep peacefully because their operations strategy is perfectly aligned to their business strategy. The gala was muted. ofcourse you are suppliers of your time.Prof Chopra – I was a little worried before coming into your class since I saw that you had co-authored the pre-read textbook alongwith Prof Deshmukh. perseverance and openness to learning is the bigger lesson for all of us ! Hats off to you Bhaskar. the Brazil tickets gave us a tour of all the airline websites. The visit to Bhaskar’s dairy plant and just hearing him speak of his struggles to setup Creamline dairy was hugely valuable. This term was also about using Ideascale and all of us coming together to think about how to create more value for ISB. where to target it and how to improve – after we separate simplicity from complexity. To have created an amazingly successful business in 22 years deserves a standing ovation and Bhaskar’s humility. so have huge bargaining power and we as buyers are demanding that you continue teaching PGPMAX and between all the professors the subjects are complementary so the rivalry is intense only in styles !! Love the market structure and we are coming back for more. because we would have missed your artistry in teaching a black and white topic like operations !! You have improved our questions you have ensured that we will always ask what is improvement. but there are some strange reactions in many of our minds and bodies when anyone talks of Probability and Central Limit Theorem – it reminds us of our first test and many of us nearly packed our bags in term 1 after that test. We are so glad we didn’t.
Term 5 is a high five …. . the great JRD made Jamshedpur a TATA city and you acquired CORUS in the biggest acquisition till date to move Tata Steel to the 12th largest producer of steel in the world !! The legacy that you inherited was HUGE… And everyone wondered if you can better it. If only all the corporate honchos and the corporate gurus can understand this simple truth. Your forefathers have touched every facet of life for an Indian – and you are leaving a global footprint. A bigger Thank you for proving again and again and again that doing business ethically is not just possible. And all above board transactions. build an organization that has the community in the centre and builds itself around it. down road no. There is a lot of money to be made – the right way. Can’t wait to see what you do to philanthropy !! A new era begins ….cycle rides inside the campus. exceeded your mentor JRD’s expectations and perpetuated the enduring Tata legacy. As you retire from your role as the chairman of Tata Sons. And time flies. The Tata group truly lived upto the credo of why companies were first formed – developing the community. but like me. Had seen several peacocks but this is the first time I have seen a deer. but the only way to do business. to get in all the sights. his son setup India’s first steel plant and your predecessor. In a world that is ready to take every shortcut in the book and innovate a new shortcut to make a quick buck. Thank you Ratan – you lived upto your name.. The truly rich are those that give freely – and that is why you and the Tata group are truly the richest. Your value increases manifold when you give freely – think of what you can contribute to developing the community. We better choose our seats well. a brand name synonymous with values. you stood for values and never taking a shortcut. Stupendous ! There are many things that will be written about your style of working and your vision etc etc but the enduring legacy of the Tata group is – you always looked at what you could contribute to the community. 10000 crores when you took over and 21 years later its a $100 billion conglomerate !!! Wonder if there is a bigger corporate success story than that …. If Jamshedji Tata gave India the first 5 star hotel and had to import steel for the dome. A new era begins The news channels talk of the end of an era …. community centric way of doing business is the right way. You don’t know me. 3. For more than 100 years this group’s existence is proof that ethical. there are several professionals for whom you are a role model and an inspiration.
emotional monopoly has sometimes a bigger social cost and over a sustained period of time. The social cost is again enormous. the pain that their child goes through. It’s a big price that one pays for wanting emotional monopoly. the social cost being all her other relationships. has complete monopoly of both his parents emotions. In a relationship each person wants emotional monopoly over the other and the social cost is infidelity. broken homes…. It does seem obvious that emotional monopoly – given or assumed has a huge cost – stop being possessive everyone !! Now if only Linda Goodman was alive to change what she wrote for the Aries and Scorpio types :) . low engagement. sometimes her health. In friendships too some people want emotional monopoly ok am guilty of that and the social cost is losing out on other friends. the trauma that they go through.The Social cost of Monopoly One of the classes in Managerial Economics spoke about the social cost of monopoly and that set me thinking … What is the social cost of emotional monopoly ? A young child. cheating. and all the other children not getting any attention. just born will have complete monopoly of its mother’s emotion. sometimes losing the friend like I nearly did in college with Vidya ! At work emotional monopoly turns into something more dangerous – favouritism and bias. sometimes even the post partum blues. no team dynamics and a terrible culture Just as monopoly in the market has a social cost. till they are able to get him out of it – the social cost being the social stigma. divorces. The young adult man getting into drugs.
This action might not be possible to undo. Are you sure you want to continue?
We've moved you to where you read on your other device.
Get the full title to continue listening from where you left off, or restart the preview.