Monthly Archive for November, 2011

Rules, Smules: The Price of Conformity

Whenever you find yourself on the side of the majority, it is time to pause and reflect. ~Mark Twain

Kamp Kiawah campers just arrived at the beach—twelve mostly happy, mostly engaged seven-year(ish) olds. These kids have a blast for the most part—and it’s a nice break for their parents (probably golfing, or shopping, or spa-ing somewhere around the island).  Yet, it seems there is always one kid hanging ten feet away from the group, in his own world perhapskamp kiawah. Is he the “bad” kid?  Or is he the Steve Jobs of the group: bored with their games, busy inventing games of his own? (See Dean Bob Bruner’s blog post on Jobs’ legacy.) The others kids seem to be having a great time, jumping and playing and following the counselor’s lead. If I look closely, I think they are actually playing “follow-the-leader.”  The rules of the game make it fun for everyone and prevent mayhem.  Conformity works. Playgrounds, schools, jobs, interviews.

One who walks in another’s tracks leaves no footprints. ~Proverb

As I watch the kids play, I can’t help but be drawn to the one kid off to himself. As you can see, I’m too far away to actually hear him or even see what he’s doing, but I’m drawn to imagine what’s going on in his mind and think about what we can learn from him. Is he imagining another game?  Is he happy?  What are the others thinking about him? Does he care?  By not conforming, is he causing havoc, or creating the possibility of something new happening at Kamp Kiawah today?  The world is full of the “Steve Jobs-type” kids—who, as adults, didn’t conform with the rest of the world yet changed the world in a significantly positive way:  Winston Churchill, Albert Einstein, James Joyce to name a few.  Nonconformity works, too.

Be who you are and say what you feel, because those who mind don’t matter and those who matter don’t mind. ~Dr. Seuss

In today’s world if you aren’t comfortable leading change, then you will be the one left out.  Throughout my career I’d like to think I’ve pushed the limits of conformity.  I’ve been the champion of change in nearly every role I’ve undertaken.  In general I like to challenge the rules and the status quo.  Most times it has worked for me; sometimes not so much. 

Most importantly, those times that I have sat on the sidelines, and not challenged the status quo, are the times I’ve been the unhappiest, the least satisfied in my career. Now I urge those around me, and I urge you:  be a champion of change, challenge the status quo, lead even when know one will play with you.  The price of NOT is too high, at least for me.

Not all those who wander are lost. ~J.R.R. Tolkien

Just Do It

My son Chase is starting his first business.  He’s 24.  I suspect it won’t be his only.  Check out www.brewdream.com or like him on Facebook.  He is just getting started, but he’s got an idea and a passion for making it happen. While I don’t think he’s read my nameplatecolleague Saras Sarasvathy’s book, Effectuation, I think he gets the concept.  The way I understand the concept:  just do it.  Learn along the way.  Make mistakes, but don’t make the same mistakes twice.  Get in the market and let consumers be your guide.  But most importantly, don’t sit on the sidelines—get in the game and just do it.

Many MBA students will receive advice and probably convince themselves that they should go get corporate experience first, then start their business.  Conventional wisdom suggests this improves your chances of getting funding and eventual success.  I used to get this advice.  But now I think it much more depends on the person, and in general, I think one is more likely to be successful if just do it.  The delay path works for some people, but I think many would-be entrepreneurs never get around to it.  They become trapped by the comforts of the corporate life.  Raising the Bar: Integrity and Passion in Life and Business: The Story of Clif Bar & Co.

I’m reading Raising the Bar: The Story of Clif Bar. Gary Erikson, the founder of Clif Bar, went on a bike ride one day, couldn’t stomach another Power Bar, and spent the next six months developing a better bar.  He just did it.

So my recommendation:  just do it.  Get some experience by getting in the market.  Yes, you can change the world.  But you can’t change the world sitting on the sideline.

She got the (wrong) job

Earlier this week Christine (my daughter in her first year of college) interviewed for a position in her school’s Leadership Center. Turns out, she got a job—not the job she applied for, but a different one. They selected her for a position that seems like a great fit for her skills and interest. I’m really excited for her. It got me thinking—why don’t more companies interview people for company fit, rather than job fit?  I’ve seen a few examples in the past few years that lead me to believe that this just might be a better way to find and retain great people.Google

Google hires for fit—they want to find great people with “googliness” and then they’ll find the right jobs and careers for them.

A few years ago Target brought a Darden student in as a finance Targetsummer intern.  She did well but told them her passion was for merchandising, not finance.  To Target’s credit, they made her a full time offer in merchandising, and now three years later she is a superstar in their merchandising organization.

Many times when interviewing, candidates get very caught up in the “position,” rather than thinking about the company as a whole. I think that might be a bit short sighted. In today’s world students will go on the perhaps seven to ten different careers.  I believe that starting with a company that “fits” you, that is doing things like you believe they should be done, that has people that you want to learn and grow from, is more important than what position you start in.

So now Christine has a position with the Leadership Center.  It’s a great position 101that seems to really fit her personality, her talents, and her long term goals.  I’m proud that she recognizes this, even though it’s not the job she thought she wanted. I’m also glad that the Leadership Center leaders have the foresight to see that Christine has the potential to contribute to their organization.

So next time you have a discussion with someone about your career, don’t worry about the position (if it’s the right one, or even if there is one).  Just explore and see if there’s a fit.

Leadership and staying out of the way

One day before the Fourth Annual University of Virginia Investing Conference at Darden (UVIC) kicks off.  I blocked my calendar months ago to handle last minute details and crises, and to make any last minute decisions. My most important job so far today:  going out and getting lunch for the real conference leader, Deanne, Darden’s Corporate Relations Associate. I was just getting back from this errand when my daughter Christine called and reminded me that she has a job interview today.  We discussed that they will probably ask her about leadership:  what is it, what’s her style?  We talked about “good” answers, but it sure got me thinking about leadership and UVIC. I am, well, the leader of this event. But what kind of leader am I being?  What’s been my leadership style? 

A great boss and mentor of mine taught me that great leaders fill the gaps, the voids that are being left by others.  He demonstrated that great leaders provide ideas and insights when others need a boost, and then get out of the way.  He always set the tone and the pace, but let others lead.  He tackled barriers and demons that got in his people’s way, but then let them steer around the obstacles along the way.

Deanne and Jennifer, co-leaders of the conference, have demonstrated enormous leadership on this year’s conference.  Here we are the day before:  no crises, no panics.  I’m sure we have a few bumps to experience in the next 24 hours, but they’ve left time and space to deal with them.  Watching them lead has taught me so much these past few months.  My own leadership has evolved as I’ve watched them lead through sticky situations and resource constraints. 

So, my conclusion for Christine and her leadership questions:  stay out of the way, and let them lead.

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