Monthly Archives: April 2012

Has Anyone Seen My Desk? I Parked it Here Somewhere.

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 I recently came across an article through Fast Company Magazine titled, “You’re Hired. Now Figure Things Out”.  In this article they talk about an employee handbook from the video game development company, Valve.  They are responsible for several top games including the Half-Life Series and the Portal games.  This handbook was written by the employees and made it to the internet for the rest of us to enjoy.   The focus of the handbook is the new employee working to find his or her way in the unique environment at Valve.

Some of the highlights of the work environment at Value are listed below, but to get the full vibe, read the handbook yourself:

  • No true management structure or hierarchy
  • A Desk on wheels with expectation that the employee will wheel the desk around to join a team.  They literally unplug and wheel their desks to different project team.  Then plug in and go.
  • Oh yea, no set work assignments – find a team, join it, and wheel the desk over
  • Big decisions on projects can be made by anyone (see no true management above)
  • Hiring and customer focused rule as focus for all staff

I have read this handbook several times and WOW, cool stuff, but really does this work?  Apparently it does … for them.  Yet, what about corporate structure, goal planning, tracking performance and … leadership?  Well a closer look shows us that, no worries, this company has these elements covered.

Before I add my own thoughts on Valve’s business approach I had to verify that these guys are a real company with real products and they make money.  For my validation I asked an expert, my video game obsessed 17 year-old son.  Yep I went to one of those customers of this company who knows their games well and has his own opinion.  My son is not just good at playing video games, he is up to date on the industry and who is who and what is what.

No worries, my son validated that the games produced by Valve are awesome and this company is at the top.  My son also shocked me by telling me that he has read the same employee handbook and loved it. Oh, oh I think he may expect all companies to work this way!  (Note-to-self: talk to son about how “real” companies work.)

These guys at Valve are smart to get this manual out to the web as it will certainly aid their efforts to recruit the best of the next generation to their company. Good for Valve … but are there lessons for other companies?

So with my own level of validation complete, let me dive into this company a bit and provide my own observations concerning leadership and related.  My observations are taken entirely from the handbook (hey, you are going to read it right).  Yet, to get a opportunity to hang out at this company and see it for myself would be amazing.  I often talk about the role of anthropology in business – think of the “Valve jungle” as a place to sit still and observe and act as a participant observer.  A business anthropologist would find much to work with and write about for this organization.

Here are a few of my observations:

  • Valve reinforces the definition of Leadership that I follow – a process of influence.
  • The Strength of Cuture: Valve understands how culture can truly hold a group or people together.  Apparently they talk about it and work to get new employees set in their strong culture.
  • Valve has Strong Guiding Principles.  This is linked to culture and either you are on board, or out the door.
  • Flat Structure: they do develop structure as needed based on projects, but there is no set and enduring structure.  They say in the handbook very directly that traditional structure begins to serve its own needs vs. the needs of the customer and business.
  • Structure is necessary and it will develop, as needed.  It will then dissolve and reform for the next project.
  • Everyone is involved with customer service.  All are involved with the true nature of the organization: to get folks (my 17-year-old son and others) to love their products and the company behind these products.
  • People are the company.  Valve puts much energy into recruiting and the hiring process.  Once on board employees are supported to find their contribution.  They do track performance and spell out the process.

I am impressed by the approach by Valve.  For me they represent such a great example of leadership in our modern age.  Leadership can and should be shared.  Leadership is influence and all staff can influence the organization to bigger and greater.

Valve.  An example of We Move Together.

Time For A Strategic Significant Emotional Event

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“Painful as it may be, a significant emotional event can be the catalyst for choosing a direction that serves us and those around us more effectively.  Look for the learning.”  Louisa May Alcott

There comes a time when the leader has done all she can and people issues continue in the workplace.  The leader is not breaking through to solve the issue … heck, what is the true, bottom-line issue anyhow?  All she knows as the leader is that the group is on rocky ground, folks are acting up, and the work results are not near what they need to be for their success.  What is the leader to do?

There are times when the leader may need to trigger a so-called Strategic Significant Emotional Event (S.S.E.E.) in the workplace.   Unfortunately all of us will experience a number of significant emotional events in our lives.  That is life.  These events can lead to a change in our outlook, mindset and behavior.  We are different people once we make it through to the other side of a significant emotional event.

What I am talking about here today though is not these life events.  I am focused on the leader realizing that her workplace can use a strategic significant emotional event.  The focus is on the term “strategic” in that she, as the leader, will trigger the event itself and force the team to hit bottom as a means to build the team up into a stronger, higher performing unit.  Typically the focus is on one person in need of the S.S.E.E.  Yet the group itself may be suffering and a reset is needed for the good of the group.

Here are some rules of the road for the Strategic Significant Emotional Event:

  • The leader has to be committed to see the task through: just like an exorcism you do not want to back out half way through.

  • Communication, more communication and then some really good communication.  This serves the leader in all situations including these tough situations.

  • The leader should maintain a tough love mindset: push hard to get the breakthrough, but deep down hold onto the deep caring for the person(s) involved.

  • The leader can not shy away from the true issue once identified.  In many cases this may be one specific person and not the larger team.  The team knows it and the leader knows it.  As such, to put the full team through a tough and deep conversation will be counterproductive if indeed the discussion should be more focused.

  • The leader understands that the answer comes from the person or team.  The leader can not mandate the solution.  The leaders role is to push and pull and stay firm to get the person or team to see the issue and impact and are willing to change.

  • The leaders’ behavior has to be different and even extreme through this process: get louder, get taller, speed it up.  You are committed and show it.

  • The leader needs to focus on the desired behaviors needed for success in the job function.  But on the flip side …

  • The leader must focus on the bad behavior directly observable and call it out.  This is the key moment and where the S.S.E.E. hits the moment of truth.  The best tool for the leader here is the mirror – metaphorically hold up a mirror for the person or team to see their poor behavior.  Think about it – when you have behaved badly do you want to look yourself in the mirror?  What is the impact of this bad behavior.

  • The leader needs to treat the S.S.E.E. as an event (an intervention).  In most cases it is advisable to call it what it is and do not dance around the topic.  Bring the group to a meeting room or if one person, talk to her one-on-one in a defined well-chosen location.

  • The leader needs to track her own emotions.  This process is tough and it may be turned back onto you.  The leader has to recognize where her emotions stand and work to control them.

  • The leader needs to be committed to the next step.  Once the team becomes focused and committed to a change, there may be important things the leader commits to going forward.  On the flip side, if the desired behavior changes do not happen, the leader needs to make the tough choice to change the team or remove the person from the job.  Either way, when coming out of a deep and profound discussion, there will be followed up and the leader must follow through.

On top of all of the rules I list above, the leader needs the support of her more senior leaders and HR department.  These days the level of direct and deep interaction I am calling for here is often muted and discouraged.  I will refrain from why I think this is the case. Nonetheless, the leadership team up and down the chain need to support the tough love of the strategic significant emotional event.  I have been involved in several of these and yes, both receiving and delivering.  I may discuss these events in future posts as I have learned much from them and developed as a leader through these events.   

Thursday Thought – Leadership Music

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Note: Each Thursday I will post a little something to inspire us to finish the week strong. These posts will be either a quote, a piece of art, or short video. Congratulations, you made it over the hump and let’s finish the week together.

Years ago I attended a Systems Thinking conference focused on the Learning Organization .   At this conference I was introduced to the music of Michael Jones.  Over 15 years later I still listen to his album, Touch when I need to focus my mind, be creative, and work to solve a problem.  On his website he has this beautiful statement about leadership.

When a leader leads from their gifts
they will seek to temper
power with beauty
accomplishment with humility
and action with reflection
so that they may discover
their familiar world with
fresh eyes and fresh ears
each day

I invite you to listen to one of the Michael Jones songs from his album, Touch.

We All Have Our Music

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I recently read a post on the Harvard Business Review website titled, “Choosing Between Making Money and Doing What You Love“.  I enjoyed the article as it reinforced a basic tenet for success.  One that we all have heard over and over, but so few of us actually listen to and follow: Do what you love and the money will follow.

For the authors of this article and their related book, they stress a key component of career choices today.  The stability of the past is gone and the unknown is the way of the road.  Predicting what is around the corner is more difficult.  In this environment we need to focus on our personal desire.  What is the burning flame inside us that shines on what we truly want to do professionally?  This desire will lead us to be more creative, more resourceful and produce our best work.

Okay got that (and yea, I did know that already).  Yet, with my focus on leadership effectiveness and development I have to be honest with myself and ask THE QUESTION.  Am I focused on my desire and what I truly love to do?   The answer is … yes, I am and no I am not.  Yep, I will explain more below.

Beyond myself, how well do I support my team in their pursuit to follow their desire and focus the work on what each person truly loves to do?  This article has a beautiful line that I grabbed for my title today, “We all have our music”.  Each of us have gifts and desires – the music – that if fully matched to our work will lead to great results.

The authors stress that while we need to be careful to not run off to follow our desire and music without some level of awareness of basic economic needs (Hey, they pull in Maslow’s hierarchy of Needs), all of us can take steps to move forward, listen to our music and work to bring it forth into the world.  If big steps are not possible, then small steps in the right direction do work.  In fact the psychology is well-developed here – take small steps toward your goals if that is all you can accomplish now and you will build momentum toward the big steps you will take later.

Why is this important for me as a leader?  I want to be authentic and true to myself – how else to lead others?  I do hear the music.  I am focused on leadership: mine and yours.  These blog entries are my small steps forward and yet, I find that my stride is beginning to widen.  Beyond taking care of me, I believe that one of my most important roles as a leader is to listen carefully for the music coming from others in my leadership circle.  When possible, I will place people in roles that match their desire.  Yet, honestly in some (many) cases the best place is not here; it is out there.  My job as a leader is to listen, then talk, and then listen some more to my folks to get them to hear the music – their music.  Who knows where it will take them.  Yet is it not an issue if people leave to follow their passion?

This reminds me of one of the worse behaviors I have witnessed from a leader in my past.  This is when an employee gives notice that she is leaving to take a new job.  She heard her music, it got louder and she found a position that allowed her to be her best.  How did the leader react?   With indifference and even anger that the employee is leaving.   Have you seen this behavior?  I have witnessed it several times over the years.  While it can be a shock when a good employee leaves, we need to support folks that want to follow their music and where it can take them.  We will be okay as others will follow to take their place.

Do you hear your music … beautiful, huh.

My Reading Stack

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I love to read.

For pleasure. For relaxation.

To learn.  To spark my creativity.

I tend to read several books at once.  I should focus on one book and finish it, but I tend to have several open at once and I smoothly alternate between them depending on my mood and what I am focused on.

I own an electronic reader (Nook) and it is way to easy to purchase books and have them on my reader within a couple of minutes.  My library has many books lined up for my reading pleasure.  For business books on leadership and otherwise, I generally buy the actual book vs. a Nook electronic version since I tend to bounce around in them, write in the margins and share them with others.  The actual books look good too on a bookshelf.

For today’s post I want to share the books I am actively reading,  all of which relate to my writing on leadership.  Let me know what you think of my choices and of course send some recommendations my way.  Anything on leadership, creativity and just being the best-you-can-be type books work well.

Meaningful Workplaces by Neal Chalofsky.  I have read other books from this author.  He is an expert on HR practices.  This book specifically gives me great ideas about building a work environment where people actually enjoy being at work and remain authentic.

Inside Apple by Adam Lashinsky.  This is a newly published book on how Apple works from the inside.  I recently finished the Steve Jobs biography by Walter Isaacson.  I am interested in how Apple operates as a company and this two-part reading will help me.

Becoming Enlightened by The Dalai Lama.  Hey, I am exploring my own spirituality.  This is a very fascinating read and opens possibilities for me.

Rowing the Atlantic by Roz Savage.  She competed in a race to row across the Atlantic ocean solo.  I am enjoying her story – talk about taking a risk … powerful stuff.

Fire Starter Sessions by Danielle LaForte.  This book was published very recently and I discovered it through my Nook.  Who is this woman?  Now that I found her I will keep reading.  This is a fun read and gets me excited to focus on my strengths and how I can kick some butt going forward.  I may be sharing copies of this book with folks I know who may need a little kick in the pants too.

Yep, I have each of these books cracked open and am actively reading.  I will finish each before I jump into the next batch.  Really though, I will do my best to finish one and then get to the next.

Another observation on reading.  Years ago when I was more directly involved in HR and running workshops, I would ask managers and other participants what they were reading.  I got all sort of responses, but consistently people were reading.  These days when I ask the same question, most often I find that people are not reading books as much.  That is a shame.  The depth we can get through a book is important – we can not learn and develop by only reading twitter posts.

Let me know what you think of my current list.  Give me recommendations for other books.  What is in your current reading stack?

Thursday Thought – Here Comes The Sun

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Note: Each Thursday I will post a little something to inspire us to finish the week strong. These posts will be either a quote, a piece of art, or short video. Congratulations, you made it over the hump and let’s finish the week together.

For inspiration today I give you the Beatles and one of their uplifting songs, “Here Comes the Sun“.  If truth be told, this is my wake up song each weekday on my alarm - great music and message to start my day.  George Harrison was a wonder and while I could show a link to him singing this song, I choose to show my son perform the song from several years ago during a guitar school performance.  The video quality is not great, but I smile each time I listen to my son perform this song.  It is my wake up song, I trust each of you have a wake up song too.  (yea, I am hinting at deeper meaning there).

As my son plays his guitar, hear George sing, “Here comes the sun, here comes the sun, and I say It’s all right“.

Midnight Archaeology

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Where is my flashlight?  Oh yea, the office lights work; I am good. It is late at night and I am the only person in the office.  This can also be a Saturday afternoon or a Sunday morning – either way, I am alone in the office.  The work is done and I am thinking about my leadership writing and it hits me.  What can I learn about my environment by walking around and studying the artifacts, structure and symbols embedded in my workplace with no people around?  Hey, I studied Anthropology – it is time for some office archaeology.

I am not trying to be silly here – there is much for a leader to gain by seeing his or her environment through the lens of an Anthropologist.  A leader needs to recognize the importance of culture and the interlinked role of the leader in setting and developing culture.  A core resource for me has been the writing of Edgar Schein and his classic, “Organizational Culture and Leadership”.  This book is included in my resource page and I highly recommend it for all leaders.  Early in this book he provides an important message for leaders, “Try to understand culture, give it its due, and ask yourself how well you can begin to understand the culture in which you are embedded”.

There are many ways to define and work with culture and I will certainly write more on the topic in future posts.  For today Schein provides me with an accessible definition as I perform my “midnight archaeology”.  He defines culture with three levels.  The first level is the realm of the archaeologist – artifacts.  As Schein points out these are the offices, work space, furnishings, visible recognition, the way that its members dress, how each person visibly interacts with each other and with outsiders, and even company slogans, mission statements and other operational creeds.

The second level is the shared values of a group.  The third and deepest level is the tacit assumptions of the group.  For a leader each of these levels, from the directly observable to the deeper values and assumptions, are very important.  Once again I will circle back to these concepts down the road, but do not wait for me – explore these topics yourself.

As I return to my midnight walk through my empty office space I focus on the available artifacts.  How would I describe this workplace to outsiders using the language of an anthropologist? What did I discover as I walk around the empty office space?   Well, I will hold those observations for those I work with each day, but all good.  One observation that I will share with you is my team’s recent work to create a centralized gathering spot.  The layout of the workspace does not naturally allow for this, but folks are working with what they have to create a central gathering spot.

These observations are from my own workplace where I am a participant.  Imagine having the same observer mindset as you visit other locations where you are an outsider.  Look around you.  Look at the details. Look at the whole.  What does it all mean?

A key concept for an anthropologist is holism.  We work to pull together all the artifacts, shared values, and tacit assumptions to see the larger system at hand.  Remember culture is a learned way of being and as such it can be adjusted and changed as you, the leader, see fit.  That is a big responsibility and beyond today’s topic.  For today I want you to take away the following:

  • Understanding culture is important for the leader. An interesting point by Schein is that leaders create and change cultures, while managers live within them.
  • Work to understand your own work culture through observation and discussing with others living within the culture; work to define your work culture.
  • Remember the importance of holism – stepping back to see the larger context; if it helps, see the leader as pulling back to see the whole while the manager drills down to analyze the details ( see my post, Two Sides of the Same Coin).
  • Observation is such an important skill for the leader – both as a participant in your own workplace and when visiting other locations.  I invite you to read my post of Sit Still and Observe for a related discussion.

Let’s end with a little fun.  I remember this cartoon from years ago.  While I am a big fan of what archaeologist do, they need to be careful on how they interpret what they dig up.  How can they possibly look at workplace cubicles as a prison? :)

Don’t Be A Sissy

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I try, I really try not to be a sissy.  My problem is I am not an asshole.  No worries, I think I am okay here.    In our world today (certainly here in the United States) there is too much polarization.  You are on the left or the right – there is no middle ground.  Thus, if I am not an asshole, I must be a sissy.  I need to choose one end of the spectrum.  I will not; I can care and be tough.  I focus on service in my role as a leader.  I see the positive in EVERYONE.   Yet, I know when to be tough and direct. I never forget that we have a job to do and goals to accomplish.

I was reminded recently (by another blogger)  of one of my earlier posts, Two Sides of the Same Coin, highlighting the importance of both strong leadership and strong management.  We can not lose sight of the job at hand and the goals we want to meet.  Our balance point is being productive and results-oriented along with a commitment to show respect and compassion.  This focus on balance takes us away from the extreme position of this end of the spectrum or the other end of the spectrum, neither a sissy or an asshole.

From here I want to link to a post on the site for Eagle’s Flight.  These guys have outstanding experiential training and I have facilitated several of their programs in the past – great actionable stuff for learning.  Anyhow, on their post they refer to Google’s “Eight Good Behaviors” and assign each to one of their experiential learning programs.  I invite you to explore the Eagle’s Flight catalog and also the Google Eight Good Behaviors.  I admit #4 was the inspiration for this post, yep “Don’t Be A Sissy”.

Google’s Eight Good Behaviors:

  1. Be a good coach
  2. Empower your team and don’t micromanage
  3. Express interest in team member’s success and personal well-being
  4. Don’t be a sissy: Be productive and results-oriented
  5. Be a good communicator and listen to your team
  6. Help your employees with career development
  7. Have a clear vision and strategy for the team
  8. Have key technical skills so you can help advise the team

There is nothing new here really, but these eight behaviors are powerful through execution and accountability.  If this is indeed a common language at Google, then they can be opening addressed and folks can be held accountable.

I guess I could have focused on one of the other behaviors as a basis for my post today, but that sissy thing spoke to me.  Really, I am not a sissy.  I feel better now.

Remember the balance folks – compassion and results.  What do you think?

Opening Day – A Time of Renewal

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Today is the home opener for my baseball team, the SF Giants.  As I listen to the morning local sports radio, on site at the ball park, I am reminded of the renewal baseball fans have each year when their team begins a new season.  Every fan is an optimist and believes this will be the year.  Yea, even Cub fans.  We put aside the past season and see the possibilities of the future.  Spring is here along with baseball – it is a time of renewal.

This spirit of renewal with a new baseball season serves as a metaphor for leadership.  As a leader we will have times when we are afforded an opportunity for renewal.  It may come with new work responsibilities and team members.  It may come with a new reporting line and new boss.  It may come with just the fact that it is a Monday and you choose to renew your leadership approach with your existing team.

The SF Giants have a great slogan for the past couple of year.  It links the players and the fans together as one, “Together We are Giant”.   We should feel free to use this as we lead our teams as it paints a great picture of the sum of the parts lead to something great and powerful.  That is what we are working to accomplish each day as leaders – we move together to accomplish our goals.

With a spirit of renewal we focus our energy forward.  As a leader you have an opportunity to refocus on the existing goals or to develop new goals.  For you as the leader it is critical to assure the team understands the goals. With each step forward, you and your team moves away from the issues of the past.   Some of the team may resist and want to hold onto the past – ah, an opportunity.  Bring this thinking to the surface and talk about it; yet be careful.  Often as leaders we can spend too much time with those who want to stand looking back and not want to follow the team moving forward.  As a leader assure you spend your time honoring and supporting those who choose to move forward with you.  Focus on the natural “pull” from the staff moving forward.

Back to opening day … Play Ball!   A metaphor for renewal and a lesson for leaders.

Thursday Thought – Back to the Boat

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Note: Each Thursday I will post a little something to inspire us to finish the week strong. These posts will be either a quote, a piece of art, or short video. Congratulations, you made it over the hump and let’s finish the week together.

Once a rower, always a rower.  It has been years since I have rowed on the water, but I can still taste it.  I can still smell it.  I can still feel the oar in my hands, working with seven other men to propel the boat faster and faster.  Rowing (or Crew) is amazing and can serve as inspiration for all of us with its ultimate teamwork and grounding for leadership.  It hurt so much; yet once a rower I can accomplish anything. I invite you to get in the boat yourself and experience the magic.  Enjoy this video.

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