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Lessons on people, culture and group dynamics I’ve learned that I feel contribute the most to organizational success
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Do right by people as a human first
If all else fails, let this one guide every conversation/conflict you have, decision you make and action you take. Done right fundamentally, and people will know you care and have their best intentions at heart, no matter what transpires
If all else fails, let this one guide every conversation/conflict you have, decision you make and action you take. Done right fundamentally, and people will know you care and have their best intentions at heart, no matter what transpires
You win with people
Not buildings, not technology, and certainly not with meaningless mantras. Invest in the people first, do right by them as humans, make them feel valued for their work and want to stay, or don’t be surprised if they’re looking for the next exit out
Not buildings, not technology, and certainly not with meaningless mantras. Invest in the people first, do right by them as humans, make them feel valued for their work and want to stay, or don’t be surprised if they’re looking for the next exit out
You win with people, pt. 2
Show me your budget and I’ll show you what you believe you win with. If you tell your people there’s no money for deservedly bumping their pay, but drop 5-6 figures on new equipment, you’ve completed an exercise in putting the cart before the horse
Show me your budget and I’ll show you what you believe you win with. If you tell your people there’s no money for deservedly bumping their pay, but drop 5-6 figures on new equipment, you’ve completed an exercise in putting the cart before the horse
Hire fundamental alignment + differing lenses
Hire people who believe in the mission, but may approach it differently than you. A group of people with a variety of experiences, backgrounds, and knowledge looking at the same problems is a recipe for growth and innovation
Hire people who believe in the mission, but may approach it differently than you. A group of people with a variety of experiences, backgrounds, and knowledge looking at the same problems is a recipe for growth and innovation
Establish a shared model of reality
What is objectively, not emotionally, true about the mission? This must be discussed and agreed upon by all stakeholders before any worthwhile discussion can be had, or action can be taken, if everyone is going to paddle in the same direction
What is objectively, not emotionally, true about the mission? This must be discussed and agreed upon by all stakeholders before any worthwhile discussion can be had, or action can be taken, if everyone is going to paddle in the same direction
Encourage dissent
Invite people to poke holes in potential courses of action. You want your people to tell you what you need to hear, not what you want to hear. Hiring an echo chamber puts a massive cap on the potential of your organization
Invite people to poke holes in potential courses of action. You want your people to tell you what you need to hear, not what you want to hear. Hiring an echo chamber puts a massive cap on the potential of your organization
You are not your idea
So don’t get offended if someone challenges one. Ideas being challenged only serves to reinforce their validity, or improve upon them, leaving everyone and the idea itself better off.
So don’t get offended if someone challenges one. Ideas being challenged only serves to reinforce their validity, or improve upon them, leaving everyone and the idea itself better off.
Foster an environment that doesn’t cultivate a fear of failure
It stifles creativity and exploration. Reframe failure as growth opportunities or lessons, which is exactly what they are, and help others to learn from them in the process, which can ultimately catalyze success
It stifles creativity and exploration. Reframe failure as growth opportunities or lessons, which is exactly what they are, and help others to learn from them in the process, which can ultimately catalyze success
Play stupid games, win stupid prizes
Having to beat the boss to work or stay later than them is dumb.
Working longer hours than necessary to do the job well is dumb.
The prize of playing the workaholism game? Burned out, uninspired, unenthused staff eagerly looking to leave
Having to beat the boss to work or stay later than them is dumb.
Working longer hours than necessary to do the job well is dumb.
The prize of playing the workaholism game? Burned out, uninspired, unenthused staff eagerly looking to leave
Treat subordinates well
Treat interns as humans with ambitions of their own, afford them chances to grow towards those ambitions, don’t burden them unnecessarily, help them learn from mistakes, know their coffee orders and always buy, take them for meals, answer their questions
Treat interns as humans with ambitions of their own, afford them chances to grow towards those ambitions, don’t burden them unnecessarily, help them learn from mistakes, know their coffee orders and always buy, take them for meals, answer their questions
Embrace conflict
It’s healthy for any group of people. Good conflict resolution aims to discuss and resolve the problem objectively and with the mission in mind, while allowing everyone to be heard and understood. Bad conflict resolution is the diametrical opposite to that
It’s healthy for any group of people. Good conflict resolution aims to discuss and resolve the problem objectively and with the mission in mind, while allowing everyone to be heard and understood. Bad conflict resolution is the diametrical opposite to that
Idea meritocracy
Best idea wins- regardless of hierarchy in the organization. You just give more weight to the ideas of people who have a higher believability factor to them due to a demonstrated track record of prior successes solving the problem
Credit to @RayDalio
Best idea wins- regardless of hierarchy in the organization. You just give more weight to the ideas of people who have a higher believability factor to them due to a demonstrated track record of prior successes solving the problem
Credit to @RayDalio
Hire slow, fire fast
The best hires are done to find the most capable people, not just pull from the ole boys club. Take your time honing the process of how you go about that.
Conversely, if people prove to not be a good fit for the mission, move on quickly
The best hires are done to find the most capable people, not just pull from the ole boys club. Take your time honing the process of how you go about that.
Conversely, if people prove to not be a good fit for the mission, move on quickly
Clear, enforced standards
Define expectations clearly with no room for interpretation. Once defined and agreed upon, uphold them vehemently for ALL members of your organization, otherwise they are just fluid guidelines that undermine your culture, and thus your mission
Define expectations clearly with no room for interpretation. Once defined and agreed upon, uphold them vehemently for ALL members of your organization, otherwise they are just fluid guidelines that undermine your culture, and thus your mission
See the big picture
At the end of the day, we have one life to live and then you die. That’s it.
Afford people the chance to be with their families, see weddings and funerals, and be a human, rather than guard a desk. Nobody dies wishing they had worked more.
// END THREAD
At the end of the day, we have one life to live and then you die. That’s it.
Afford people the chance to be with their families, see weddings and funerals, and be a human, rather than guard a desk. Nobody dies wishing they had worked more.
// END THREAD