Archive for the ‘Community’ Category
As many of you know, I wrote a book called Growing Great Employees a few years back. One chapter focuses on how to get new people started well in your organization. I proposed that, in general, people want three questions answered when they start a new job: Who do I need to know?, How do things get done around here?, and What’s expected of me?
Not long ago a client of mine turned me on to an article published a few years ago in Business Week about the (then) emerging discipline of Social Network Analysis. I got very intrigued, and continued to research the subject.
Social Network Analysis (SNA) is “the mapping and measuring of relationships and flows between people, groups, organizations, computers, URLs, and other connected information/knowledge entities. The nodes in the network are the people and groups, while the links show relationships or flows between the nodes.” I got that definition from the website of orgnet.com, a company that’s been doing SNA and providing SNA software to clients for 15 years.
I find this both fascinating and useful: SNA is a way of making visible the answer to two of those three core questions – “Who do I need to know?” and “How does stuff get done around here?”
SNA provides critical insights into how information flows (and doesn’t); who is at the core of networks of people and who’s at the periphery; where there are silos and where interaction happens freely. If used well, it can help companies take best advantage of the employees who are “examplars” – those to whom others turn for advice, knowledge, insights. It can also help organizations see “blockages” in work and information flow, and focus more usefully on how to get things unstuck.
This isn’t new – many of these concepts are at the core of Seth Godin’s latest books, for instance, and orgnet.com has a big client list – but I love the idea that this way of visualizing organizations is becoming more widespread. It’s yet another indication to me that what has historically been thought of as “the soft stuff” in organizations is finally getting recognized as key to productivity and profit.
SNA demonstrates, in a very clear and 21st century way, that people really are our most important resource.
I read a great many posts and articles by and about entrepreneurs. Lately it has seemed to me that there are two basic entrepreneurial mindsets. There may well be more, and there may be variations on these themes, but these two entrepreneurial types seem to cover most of the territory I’ve observed.
Flavor #1 is the “make a killing” (MAK) entrepreneur. His or her core motivation is to crack the code on becoming wealthy. This kind of entrepreneur wants to build a better mousetrap not primarily to rid the world of disease-creating vermin, or give people a more humane mouse-removal option, but to exit the mousetrap business altogether with a very fat check in hand, and retire to the South of France. Now, these folks quite often create wonderful new things – but what they really want to do is figure out how to build something that can be scaled up and sold.
Flavor #2 is the “richard branson” (RB) entrepreneur. He or she is passionately committed to bringing a product or service to the world that’s better, faster, sleeker, simpler, more sustainable, more delightful, easier, etc. This entrepreneur wants to build a better mousetrap because he or she can see so clearly how much cooler it would be than anything that currently exists. And this person can’t wait to see how it’s going to happen. Now, this kind of entrepreneur quite often also gets rich (as witness the actual Richard Branson) and sometimes even buys a house in in the south of France – but he or she probably keeps working on the next, even cooler version of the thing while sitting on his or her terasse. Getting rich is not the point – or not the main point.
I’ve been thinking about this quite a bit lately because I’ve been realizing that I’m about
95% RB, and my business partner is about 65% RB and about 35% MAK (I haven’t run this by him yet – he might assess himself differently). And I see that his infusion of MAK-ness is very good for me and for the business. Without him, the business wouldn’t be growing as quickly, and we wouldn’t be thinking as much (or as practically) about creating new revenue streams that are more self- sustaining and scalable.
But I’m also watching my son – who is heavily weighted toward the RB side – having lots of difficulty finding an operating rhythm with his business partner, who is a pure, unadulterated, 100% MAK. They have these frustrating conversations where Ian focuses (passionately) on brand and how they can build a business and a reputation by giving their customers an experience and food that are uniquely attractive in a very specific way. And his partner just wants to focus on reducing food and liquor costs, increasing operational efficiencies and getting people in and out quickly, so their restaurant will blow up and turn a big profit. They’re speaking two different languages entirely, with almost no overlap, and I know that each thinks the other is…not wrong, exactly, but just not that appealing.
And it seems to me that if you’re an entrepreneur, it’s important to become aware of your primary flavor. It will help you get clear about what success looks like for you, and it will also help you make sure that your partners share enough of your mindset to speak the same language and be excited about the same future.
Which may very well include that house in the South of France, whatever your flavor.
My second grandchild was born last week – Charlotte Autumn Van Carpels. And when I met her, I was stunned (as I always am by babies, but it’s even more stunning when they’re somehow related to you) by her unsullied beauty and sweetness. As I held her in my arms, I thought about all the possibilities ahead of her: a hundred years of learning, love, accomplishment, joy and insight. The future world she’ll both be a citizen of and help to create.
It’s made me reflect on the traditional Christian doctrine of ‘original sin,’ the idea that all humans are born in a state of sinfulness, based on Adam’s fall from grace in Eden. I’ve never been able to understand this; it just doesn’t resonate with my experience of babies and young children. Looking into Charlotte’s gorgeous little face, I could only think: this is innocence and purity. In fact, my main impulse toward her is to do whatever I can to help her maintain some portion of that marvelous simplicity and light intact as she grows.
She seems to me to be a bundle of purest potential: full to bursting with life; her curiosity ready to be engaged; surrounded by a thousand thousand circumstances, objects and people that can ignite the process of her personal evolution.
And I like to think that we are all still that, 10 or 30 or 70 years later: bundles of potential, able to keep reaching new levels of understanding throughout our lives. I believe we stop ourselves, assuming that we’re too old, too big, too stuck, too tired.
But what if those 2nd century Christians had it exactly backwards: that instead of coming into this world tainted with sin, having to work our way painfully to some state of grace, we arrive in the most complete and lovely state of grace, and have the possibility of staying at least partly in that state while we figure out how to acquire the knowledge, insight, skills, experience and capability to live our best and most satisfying life.
Looking at Charlotte, I believe that’s true.
Some of you may not know that I write a bi-monthly email called the “Insider List,” and send it to everyone who has opted to receive it (you can do that here on the site, if you’re interested). Last time I wrote about the slipperiness of language – and how that slipperiness makes listening even more important. The example I used was the word/phrase “mayday” or “May Day,” which can either mean a happy spring holiday or a call for help.
In response, one of my “Insiders,” a friend and colleague named Todd Sattersten, sent me an email letting me know that there’s a word for words that have two opposite meanings: they’re called contronyms. Here are a few great examples (some of them from Todd):
sanction – ‘a penalty’ or ‘official permission or approval’
fine – ‘the state of being good’ or ‘a penalty for doing something bad’
shop – ‘buy’ or ‘attempt to sell’
custom – ‘special’ or ‘usual’
bolt – ‘secure’ or ‘run away’
dust – ‘add fine particles’ or ‘remove fine particles’
strike – ‘hit’ or ‘miss (a ball)’
buckle – ‘fasten together’ or ‘break under stress’
I love such quirky, illogical, counter-intuitive, imprecise aspects of language: I get a big kick out of the fact that such words exist, and that we’ve created a word for them.
And the fact that language is often like this is one of the main reasons listening well is so important. Contronyms are simply an extreme example of the potential for misunderstanding inherent in any conversation. It’s so easy to assume you understand what someone is saying…and miss what they’re actually saying.
If, instead, we were to approach every conversation assuming we really don’t know what the person is thinking or what they intend, and then get very curious about finding that out – I’m convinced about 90% of our misunderstandings, hurt feelings, and mis-matched expectations would simply evaporate.
Contronyms (and other slippery words) would lose their power to confuse – and speaking would become a bridge to understanding rather than a barrier.
What do you think?
A colleague of mine sent me a really interesting article from the NYT other other day, about the importance of ‘shared narrative’ in making people emotionally healthy. About 20 years ago, some researchers noted that kids who knew a lot about their own families tended to do better in challenging situations. They then created something they called the “Do You Know?” scale that asked children 20 questions, such as, “Do you know where your grandparents grew up? Do you know where your mom and dad went to high school? Do you know the story of your birth?”
It turned out that the “Do You Know?” questionnaire was an astonishingly accurate predictor. The article goes on to say, “The more children knew about their family’s history, the stronger their sense of control over their lives, the higher their self-esteem and the more successfully they believed their families functioned. The “Do You Know?” scale turned out to be the best single predictor of children’s emotional health and happiness.”
This reinforced a deep personal intuition I’ve always had as a parent: when my kids were small, we spent time talking about my parents and siblings; the experiences I’d had growing up; how their dad and I met; what we did in the world of work. We also talked about what they had been like as babies and small children, how they were alike and different from other members of the family. Finally, we told them about difficult things that had happened, and trials and tribulations overcome. Somehow I knew this was an important conversation for them to be a part of – and I was often surprised and saddened by how little the kids’ friends knew about their families: they often didn’t even know what their parents did for a living. We’re continuing that into the next generation, telling our granddaughter stories about ourselves and those who came before.
But it also reinforces something I’ve observed as a business consultant for the last thirty years: companies and teams that have a strong, mainly positive shared narrative about themselves also tend to be healthier, more flexible and more resilient in response to difficulty. For example, we worked with someone last year to help us further clarify our Proteus brand. She interviewed a number of staff members and consultants to find out about our current understanding of our own brand. And one thing she found is that each of us said very much thing same thing about what it was like working as part of our team, how we treat each other and our clients, what’s important to us. In other words, even though we needed to get crisper about our brand communication (we did), we had a really strong, consistent shared narrative about Proteus and ourselves as “Proteans.” I feel the power of that every day: it draws us together and helps us overcome the challenges of distance, the inevitable misunderstandings and disappointments of human interaction, and the ups and downs of growing a business.
We’ve been gathering around the campfire to share our stories since time immemorial…and it sounds like we need to keep doing it.
Every year, my husband and I take a break from the New York winter and spend some time unwinding on a beach. For the past four years we’ve gone to Jamaica. Mostly it’s pure lovely downtime – I really make the effort to “contain” work, so that I just have one 30-60 minute session of emailing or blogging each day. Like right now.
My brain really never stops considering things, though – that’s just how I’m wired – so I thought I’d share something cool with you that I just found out. Yesterday at the beach, Patrick brought me this fascinating creature (the picture at left); a big sea shell with a claw sticking out of it. He said it was crawling along the beach by pulling itself with its claw.
I looked it up just now, and I believe it’s a hermit crab. They have long, soft bodies that they curl into an abandoned shell (whose original occupant has died), and then grasp into the shell with their “tail” – really the end of their abdomen. As they grow, they need to find progressively bigger shells. But then I started wondering – how do they find a shell that’s the right size when they need it? They must be very vulnerable to predators, I reasoned, when they’re between shells.
Then Wikipedia gave me a really interesting answer:
Several hermit crab species, both terrestrial and marine, use “vacancy chains” to find new shells: when a new, bigger shell becomes available, hermit crabs gather around it and form a kind of queue from largest to smallest. When the largest crab moves into the new shell, the second biggest crab moves into the newly vacated shell, thereby making its previous shell available to the third crab, and so on.
And I started to think about how “vacancy chains” are a big part of human life, as well. It’s just that they’re somewhat more complex, so harder to see. But, for instance, every time someone moves to a larger/better house, it starts a vacancy chain. Every time someone moves to a bigger/better job: a vacancy chain. And we’ve used the internet to create more efficient vacancy chains, too: to sell stuff we no longer need because we’ve acquired a newer or better version, to let other people know that we’re wanting to move on to a better relationship, organization, dwelling.
There’s an internal analogue as well. When we learn something new, or understand something that previously eluded us, we’re moving to a bigger comprehension of the world and abandoning our outgrown worldview.
That kind of internal change is difficult; we feel vulnerable when we’re ‘between understandings.’ But here’s an inspiration to keep growing and ‘moving along the chain’ mentally and emotionally: when we cling to a smaller understanding of ourselves or the world around us, we’re actually getting in the way of evolution.
I’ve realized lately that there’s something I love no matter what form it takes: growth. The process of something changing its form to become more complete, more mature, more fully established and able to fulfill its innate purpose – wonderful.
It’s marvelous to observe in nature; it’s why I enjoy gardening so much. Think about it: a tomato seed is tiny, almost transparent, fragile-looking. (If you’ve never seen a tomato seed, here’s a comparison: a tomato seed is about the size and shape of this capital O.) And that tiny object, when put in the ground and watered, first breaks through the ground as a little green seedling. And then over the next few months – a remarkably short period of time – it grows as tall and wide as an adult person, yields dozens and dozens of tomatoes, each of which is hundreds of times larger than the original seed.
And I’ve understood that growth – any kind of growth – requires two things: a framework for expansion and a compulsion to evolve. In nature, DNA provides that framework. The tomato seed contains all the instructions needed for the fully mature plant, as the human egg and sperm do for the adult human being.
The compulsion to evolve is the thing that fascinates me. I see it in all life: it shows up in animals as the urge to survive and reproduce; in plants as breaking through the ground, turning toward the light. It shows up in human beings as curiosity, competition, the will to create a better life for one’s children.
Earlier this week I had the chance to spend a couple of days with a very senior team in a large client company of ours. I’ve been coaching the leader of this team for the past five or six years. My intention – as is always the case when I coach – has been to offer him good frameworks for growth, and help him get in touch with his own compulsion to evolve. It’s been a joy to observe his growth, as a person and as professional, over these years.
But this time I saw his team evolving, as well, and it was so exciting to me. Over the past five years, I’ve worked with this team on 3 different occasions. This time, I saw framework + compulsion. By framework, I mean that they’re finally set up properly: they have the right people in the right roles, they’re clearer than ever on what they’re trying to do and how they’ll do it. We did some work in this session that helped clarify those framing supports even more.
The new thing though, and the most wonderful to see: the awakening of the compulsion to evolve. In previous iterations, there were people on the team who weren’tat all sure they wanted to grow as a team. This time, every single person in the room genuinely wanted to evolve into a high-performance team that will get great results and have fun doing it.
And to me, that’s as amazing as the tiny seed becoming a gigantic fruitful plant. That a group of people would come together and make a conscious decision to pool their passion, their experience and their trust in order to evolve into a new thing; a team.
A business miracle.
There’s a name for phrases like this: in the English language, collective nouns for groups of a specific animal are called “terms of venery.” For instance, “a pride of lions,” or “a gaggle of geese.” As I understand it, this tradition began in Europe in the middle ages – and it became a fun and fashionable thing to do to create whimsical and ever-more-exotic terms of venery. In fact, in the 15th century there was even a fad for extending terms of venery to groups of human beings (“a sentence of judges,” “a melody of harpers”).
Some of these terms are simply wonderful. “An exaltation of larks” is one of my favorites, but I also like “a murder of crows” and “a clowder of cats.” I love how these terms were created to capture some essential quality of the animal described.
Over the past couple of days, I was in Austin to attend 800CEOREAD’s Author Pow Wow – an absolutely marvelous, fun, useful yearly conference of business book authors and the people who support and partner with us in the creation of our books: publishers, publicists, social media consultants, presentation skills experts, ghostwriters, agents.
It’s so great. Spending two days with 40 smart, curious, funny, collaborative people who are trying to figure out how to teach and share important ideas in an industry that’s changing faster than we can name the changes: Exhilarating. Inspiring. Reassuring.
So, my extreme thanks to 800CEOREAD, and Pow Wow sponsors Cave Henricks Communications, Shelton Interactive, and Greenleaf Book Group.
And I’ve decided that the proper term for our Pow Wow group is “an insight of business book authors.”
A friend just sent me a very lovely thing the other day. It’s a ‘virtual choir’ performance of Water Night, a piece of music composed and conducted by Eric Whitacre.
What’s a virtual choir, you might ask? In this case, it’s over 3,000 people from all over the world, each recording his or her part of the piece individually. Then the individual voices are edited all together to form a musical whole. Whitacre sent out an instructional video beforehand, first offering performance information (insights and direction about tempo, expression, style, diction, etc.), then conducting the piece for each singer to use as a guide in recording his or her part.
It’s an amazing accomplishment overall, and there are many wonderful individual stories contained in the creation of it, as well. A women whose village in Africa didn’t have internet spent two days downloading Whitacre’s conducting onto her cell phone. A man whose eyesight had deteriorated to the point where he could no longer see a regular conductor was able to sit close to the screen and blow up Whitacre’s image enough to follow his conducting. A woman who sat in hospice holding her mother’s hand while she recorded her part.
And the result is spine-tingling gorgeous, both aurally and visually. In the video, the thumbnails of the thousands of singers build into a wall of faces before Whitacre as he conducts and as the haunting harmonies develop.
How marvelous that we can use technology not only to do things faster, better, cheaper – but to create new kinds of beauty, as well.
I just got a wonderful Thanksgiving message from a woman I know only on LinkedIn – her name is Sheryl Brown, and she’s a member of our Leading So People Will Follow Group. She sent a heartfelt Thanksgiving communication, thanking all the recipients (folks to whom she’s connected on LinkedIn) for their efforts, and for their positive impact on her life. I loved the specificity and genuineness of her message – it wasn’t just “thanks for being you”; Sheryl clearly spent some time and thought thinking about what her LinkedIn connections do that makes her life better.
And she started out her post with this marvelous quote:
“Let’s be grateful for those who give us happiness; they are the charming gardeners who make our soul bloom.”
– Marcel Proust
Her post, and that quote, have inspired me to thank all the ‘charming gardeners’ in my life: I’m surrounded by so very many people who support and catalyze my happiness. Every day, you – my family, friends, colleagues and clients – inspire me with your affection, kindness, clarity, and hopefulness. You remove obstacles for me and others; you cheer my accomplishments and commiserate with my mistakes. You allow me to see myself more clearly. You help me – and you let me help you.
I know that I couldn’t be who I am or do what I do without the love and support of those around me.
So thank you. And in this season of giving thanks, may all the ways in which you support others come back to you in generous measure.