I’ll show you a DEAD Neanderthal. Our brains are evolving quickly and not quickly enough. We no longer have to worry about deciding quickly between saber-toothed tiger and hunger or choose between the “four F’s” (Flight, Fight, Food and, uh . . . Mate). But our brains are still more comfortable deciding quickly and with having certainty rather than uncertainty. And therein lies a challenge for all of us.
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I’ve posted several times on the Fundamental Organizing Principles (FOPs), values and how we develop a personal and corporate culture around them. I also suggested that we need to try and discover where we are in relationship to the corporate culture and “mind the gap,” so to speak. Well, I got called out on this one!
Regardless of how I try, I cannot avoid making those New Year “commitments” to myself; even if I don’t voice them out loud. I try to convince myself that I don’t really care about all this year end craziness and a New Year is no big deal. It seems like I’m not successful avoiding the whole thing after all.
I’ve been in the Nashville, TN area since the 29th and leaving for home tomorrow the 9th. The trip is centered around visiting with my father and attempting to square away some “elder-care issues” to help my sister who normally handles that work. While I’m the oldest of the four children, Debbi is the oldest daughter and when Mom died Dad moved from Florida to Tennessee to be closer to Debbi. That was a very smart move on his part and my sister is delighted (most of the time) to be able to help him. This trip has put some things in perspective and while I’m sure many of you have already been through this process, I’ll share anyway and perhaps it will be useful for some who have not yet gone through the elder-care process. And, as is my want, I will stretch things to find a few analogies about leadership from my observations. So here’s some “lessons learned” from this trip.
WARNING: Geek-speak is about to happen in this blog and it’s not really about leadership (at least not directly). I think this is more about catharsis than it is about anything else, yet some of you may be amused by the trials and tribulations of a died-in-the-wool technologist, suffering at the hands of technology.
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Sometimes, an e-mail forwarded contains information that really is useful and/or makes me stop and think. Here is one such e-mail worth posting for all of us to consider.
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In Washington, DC, at a Metro Station, on a cold January morning in 2007, this man with a violin played six Bach pieces for about 45 minutes. During that time, approximately 2,000 people went through the station, most of them on their way to work.
For the layperson, understanding the meaning of quantum physics and relativity is usually a significant challenge. And it mostly winds up being incomprehensible. I don’t pretend to understand the details and I know that the even at a high level quantum concepts and relativity are often beyond my full understanding. So what does this have to do with business?
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Depending on your point of view, we in the USA are either cruelly over taxed or don’t pay our fair share of Federal Taxes. The TEA (Taxed Enough Already) Party crew thinks we are over taxed. I like to make sure I take advantage of all the tax breaks I can find, but in the end, I’m grateful for the fact that we earn enough income to have to pay taxes. My spouse and I also expressed liking to actually sign the checks to pay our bills. No on-line checking for us. How crazy is that?
So often recruiters are accused of “stealing your best employee.” While it is true that we do present opportunities to your employees, the fact is, we don’t steal them. To the amazement of most recruiters, the vast majority of the time the employee already has a resume prepared and ready to go.
All we do is ask them if they would be open to discussing a potential career opportunity. Virtually 95% of the time the employee replies, “Yes.” Why would anyone not want to know what is going on in the market, have a discussion around their career or just get a feel for current compensation ranges? Even if they are completely happy in their current position, this is good stuff to know.
The important, and I believe the most relevant question is,” Why, out of the 95% that are open to discussing career opportunities, do roughly 10% indicate that they are happy with their job, and although it sounds like a good opportunity, they aren’t interested in pursuing it further?”
What do these 10% have that the other 90% don’t? That is something a recruiter has nothing to do with. They generally have four things, 1) they are learning in their current position, 2) they feel they are having some impact on the company, 3) they are growing, and 4) they respect their boss. When these four things are part of a person’s job, the best recruiter can’t get them to move.
Recently, on one of the e-mail lists to which I subscribe, a colleague mentioned that he had been counseled by one of his mentors that the best thing he could do for his good employees was to fire a bad employee. Sounds harsh. Yet it is true that for the greater good, we have to sometimes admit that we will not be able to help an under performing employee to make the grade. It’s best for them and for the organization if we “make their services available to industry.”
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