All in Teams
I’ve been thinking about the idea of relationships and, in particular, what makes a particular relationship enduring versus one that’s not. It’s a subject that’s been on my mind a lot lately as I’ve considered my own relationships over the years - both close and otherwise - to better understand what is it that has made some of them stick and others not. In particular, what makes for a “good friend”?
It’s amazing to me that the one subject that has had the most influence on our ability to get anything done in business (and, frankly, personal) life is also the one that is given the least attention (relatively) at Business School: working with people.
Don’t get me wrong - it’s not as if there isn’t any acknowledgement that it’s critical (there is) or that Professors don’t speak to its importance (they do).
Episode 10 of the podcast is now available and this episode kicks off this month's focus on the art of Communication, a subject that's integral to our ability to succeed in just about anything we do.
Conversations about great company cultures are almost always accompanied by talk of nice offices with modern conveniences, bring-your-pet-to-work days, free food and more. In fact, read about the latest hot startup, and modern media (conventional or otherwise) will be abuzz with stories about the lengths these companies are going to for their employees (from no dress code to unlimited vacations to relaxation pods).
It’s not surprising then that these ideas become comingled: that amazing work culture goes hand in hand with these kinds of tangible amenities.
There’s a debate raging at the moment around the football club I support (Arsenal) as you whether they should replace the club’s manager of the last couple of years, Unai Emery.
Emery, for those who don’t know, replaced a club legend, Arsene Wenger, who managed the team for 22 years and brought us the greatest period in our history. He not only transformed the club but he transformed English football, in general.
I was speaking with a client the other day about a specific change initiative they were about to implement.
The client’s team had been working off of a planning process that was individualized and not institutionalized, and hence, had different leaders at the same level working at different levels of depth and rigor, from the amount of data they utilized during that process to the quality of the analysis and output.
Not an entirely uncommon phenomenon in many big companies and one that had evolved over the years as a result of organic and inorganic growth. All the same, this was now leading to missed opportunities and a lack of true strategic alignment.
Presentations and pitches are tricky things.
By definition, the goal is to sell something to someone. It could be to get a business idea funded, to get approval to move forward on a project or, to make a sale. In all cases, we’re trying to convince someone to part with something valuable (usually, but not always, money) in return for whatever it is we have to offer.
Epictetus’ words are easy to understand, but difficult to practice. Not surprising, given that it’s in our nature to be liked, to gain approval, to be considered valuable.
The problem is that when we accept these opinions, when we consider ourselves to be “important”, we think we’ve “arrived” and achieved some special end-state or level of wisdom.
…Is not a phrase I’m entirely comfortable with.
Sure, there’s a maturity that comes with age - what we can refer to as wisdom. This experience also has a way of tempering our roughest, ‘least-rounded’ impulses which. in so many ways, is not at all a bad thing.
But the idealism of youth brings with it a daring, an audacity that has (more often than not) broadened our way of thinking, pushing our boundaries and forcing us to confront those things that hold us back yet we’ve taken for granted.
“How people may emotionally connect with music I’ve been involved in is something that part of me is completely mystified by...Human beings are really different, so why would it be that what I do connects in that way? I discovered maybe around (Radiohead’s album) The Bends that the bit I didn’t want to show, the vulnerable bit...that bit was the bit that mattered.” Thom Yorke
The 1,000 true fans of what you do, the ones who will follow you through hell and high water, aren’t there because they expect you to sell them something. They aren’t interested in you because you’re thoroughly researched, or because you’re crafted to the nth degree.
This week, I’m sharing my favorite ideas from “A Million Miles In A Thousand Years”, an amazing book by Donald Miller. It’s a non-fiction book that speaks to how we should think of our lives as stories to be lived, making them more meaningful in terms of how we live it, and how we (and others) will remember ourselves as we grow older and when we eventually leave. This is Day 5.
This week, I’m sharing my favorite ideas from “A Million Miles In A Thousand Years”, an amazing book by Donald Miller. It’s a non-fiction book that speaks to how we should think of our lives as stories to be lived, making them more meaningful in terms of how we live it, and how we (and others) will remember ourselves as we grow older and when we eventually leave. This is Day 4.
God doesn’t come from theology, but from inside our bellies - Russell Brand
The fact of the matter is that handbooks, while helpful, are not really needed. The guidance is useful, often thought provoking, and many times, confirming.
You’ve probably seen some version of the cartoon.
Two characters in front of a complex flowchart or process map drawn on a whiteboard. The steps on the chart are numerous, many run in parallel, all interlinked and codependent in some way. There’s no clear path to the end until, a single process step with the miracle action we’ve been waiting for:
Every organization has that person. The one who raises issues, flags problems, talks about solutions and fixes to move the ball forward.
I’m not talking about the complainers - folks who have nothing better to do, and don’t have any real intent to solve the problem. I’m talking about those who want to get things done and are vocal about it. Very vocal, in fact. Sometimes, they’re in your face. Many times, they’re irritating. Many times, it feels like they’re too much.
Expectations management is everything in business.
If you’re going to do something, do it. If you have no intention of doing it, don’t say you will. That’s pretty clear cut and I think we’ll all agree with that.
The problem arises when we get comfortable in the grey areas, at the edges of “well, this isn’t really a big deal”. We brush off - consciously or otherwise - these little things.
When it comes to communication, authenticity and simplicity are the two most important ingredients.
Whatever you’re trying to do - convince someone to buy something, change how they behave or join your team - it always pays to get straight to the point and be real about why your message is so important.
The biggest challenge that any organization - small or large - faces is finding and keeping good people. It doesn’t matter whether you’re a start-up team of 3 or if you’re Google, the core challenge remains the same: employ the best people possible.
And getting the best people is a complex goal with multiple aspects to it, each as important as the other.
How do I find the best people to do what is needed? How do I incent them to do their best work? How do I make sure they stay?
I was on Twitter recently and came across the following tweet:
One of the things that I love about the Montessori education system is its focus on developing independence and confidence and instilling self-esteem in children.
In fact, one of the central tenets of that system is Valorization. I was reminded of this in a recent video from the RPMS school (which is where my kids went). Valorization is about:
