Break the Rules and Upend Business As Usual

Under New Management

Upend Business As Usual

 

Should salaries be public?

Is it possible to eliminate the performance review process?

Should customers come second?

Do open offices work?

 

Most businesses have rules and practices that have developed over many years. Whether inherited from long ago practices or invented by the company, these rules often continue unquestioned.

My friend Dr. David Burkus is a business school professor and author who questions many common business practices. His research reveals that many of the rules are outdated, misguided, and possibly counterproductive. His research looks at the contrarian practices of companies such as Zappos and Netflix where the rules are being rewritten.

 

“Great leaders don’t settle for low levels of efficiency.” –David Burkus

 

From designing office space to eliminating annual performance reviews and unlimited vacation policies, David’s book ignites a debate and conversation.

Some of the “rules” may stand the test of time because they work while others may be held in place based solely on tradition. Regardless, his newest book, Under New Management: How Leading Organizations Are Upending Business As Usual, is a good reminder that it’s time to review all the rules and determine whether they still serve a valid purpose.

 

The Case for Change

David, in one book, you have assembled some of the most contrarian practices being used in business today. What led you to this approach?Under New Management

After I wrote my first book, The Myths of Creativity, in which I talked a bit about practices like hackathons and 20% time that spurred innovation, I started to get even more curious about the things innovative companies were doing that seemed unusual or opposite of best practices. As I travelled down that rabbit hole I found lots of people writing about why the ideas were unique and appealing, but no one was making the case for why these practices work so well. Since organizational psychology is my background, I started to look at these ideas through the lens of human behavior and found compelling reasons for why they might be better than best practices.

Do you believe many of our management practices and principles are outdated? Is this a global view?

Well that depends. As Daniel Pink rightly pointed out in Drive, the shift from industrial work to knowledge work left a lot that needed to change about how we motivate people. I think that shift has broader management implications, which I explore in Under New Management. So yes, if you’re organization does mostly knowledge work, it’s likely that your management practices are rooted in some outdated assumptions.

 

Ban Email and Increase Productivity

Let’s look at email. Does banning email really work? Do these techniques work in larger organizations? Doesn’t moving to other technology tools just move the problem and not address the fact that it is people, not the tool, that cause it?

Email is an amazing tool because it’s cheap and it’s asynchronous. But it’s a difficult tool for exactly that reason. It’s easy to send…so we send it far too much. And because it’s asynchronous, it moved us to a world where we’re always on. There are a lot of other tools that are also cheap and asynchronous, but it’s a matter of how the tool is used.

And yes, to some extent, it’s a people issue. The companies that banned email took a deep look at their communication needs and settled on another tool for internal communication. If you’ve looked at what your team’s communication needs are and email meets those needs….great. But odds are, there’s a better tool out there.

 

“Leaders are discovering that limiting email improves productivity.” –David Burkus

 

13 Counterintuitive Ideas to Upend Business As Usual

  1. Outlaw email.
  2. Put customers second.
  3. Lose the standard vacation policy.
  4. Pay people to quit.
  5. Make salaries transparent.
  6. Ban non-competes.
  7. Ditch performance appraisals.
  8. Hire as a team.
  9. Write the Org chart in pencil.
  10. Close open offices.
  11. Take sabbaticals.
  12. Fire the managers.
  13. Celebrate departures.

 

Eliminate the Performance Appraisal

Questions to Shape Self-Improvement

Questions for Your Personal Development
This is a guest post by friend and mentor Bruce Rhoades, who retired after having run several companies. He often helps me with strategy. I am delighted that he is a regular contributor.

Questions to Shape The Year Ahead

It is that time of year when many people assess the past year and make plans for the next one. Businesses develop strategies and goals, individuals write resolutions and families plan vacations. Many individual plans involve possessions, places and events.

One of the most important, but perhaps difficult, topics to assess is personal improvement. If you are happy with yourself and your current situation, everything else will seem better. Since it is sometimes more difficult to “see yourself” and develop actions for self-improvement, here is a list of questions to help identify some candidate areas for improvement.

The list covers many topics to generate ideas. I suggest that you simply read the list, make lots of notes as you go and not try to develop or prioritize actions until later. Suggestions for next steps are discussed at the end.

 

“If you are happy with yourself and current situation, everything else will seem better.”  –Bruce Rhoades

 

Questions to Ask Yourself

Learning and Growing

What new skills would I like to develop for work or for personal satisfaction?

Am I listening to different perspectives and diverse viewpoints?

What should I read to expand my horizons?

What new challenges should I undertake?

Do I have a role model to observe?

 

Appreciation and Gratitude

What am I thankful for?

Do I tell those I love that I love them?

What are my opportunities to tell others what I appreciate about them?

Do I celebrate the success and happiness of others?

How often do I praise or compliment others?

 

“Do I celebrate the success and happiness of others?” –Bruce Rhoades

 

Relationships

Am I satisfied with my relationships? Kids? Colleagues? Family?

How can I be a better partner — one that I would like to have?

Are the boundaries I have set with others the right ones?

Where should I be a more positive influence?

Are the people that demand my time the ones who I really want to use my time?

Are there relationships that I need to repair or let go?

Which relationships do I want to grow?

Do I feel and express appropriate emotion?

How and where can I be less controlling or bossy?

How can I improve my attentiveness and listening?

How do I want to be remembered?

 

“Are the boundaries I have set with others the right ones?” –Bruce Rhoades

 

Leadership

What culture do I want to create for work, family and friends?

What kind of role model am I? What attributes do I want others to emulate?

How can I bring out the best in others? At work? With family? With friends?

Are my actions consistent with my talk?

What opportunities do I have to make a difference in someone’s life?

How can I help others to grow? Who?

How can I be a better team member?

What are my opportunities to teach?

 

“What kind of role model am I?”  –Bruce Rhoades

 

Balance

The Genius of Opposites: Extroverts and Introverts

Genius of Opposites

How Introverts and Extroverts Achieve Extraordinary Results Together

 

  • “I don’t understand extroverts. She is so out there.”
  • “I don’t know what he is thinking. What is bothering him?”
  • “How do I break through to her?”
  • “Was that a conclusion or is he thinking out loud?”

 

As an extrovert married to an introvert, I have long been interested in what makes an effective partnership between very different people.  I’ve learned that I’m far from alone and that many successful duos are two people with different styles and approaches. Whether a married couple or a business partnership, it is possible to adapt and develop a winning partnership. Learning to leverage each other’s strengths and capitalize on your differences can improve your results.

Author and speaker Jennifer B. Kahnweiler, PhD is known as the “champion for introverts.” I recently talked with her about her research and her new book, The Genius of Opposites: How Introverts and Extroverts Achieve Extraordinary Results Together.  She has developed a system designed to help opposites stop emphasizing the differences and instead drive toward results.

 

“Relationships are most successful when opposites stop focusing on differences.” -Dr Kahnweiler

 

Famous Opposites

Would you share a few examples of famous opposites?

Sure, there are many. The Wright Brothers, Venus and Serena Williams, Mick Jagger and Keith Richards, Mark Zuckerberg and Sheryl Sandberg, Penn and Teller, Siskel and Ebert, Teddy Roosevelt and William Howard Taft, Steve Jobs and Steve Wozniak.

 

Sticking Points

What most bothers introverts about extroverts and vice versa?

There are a lot of disconnects on both sides. Introverts think extroverts are changing their minds and don’t have clear thinking when they toss out ideas. But they are just releasing their energy, and they get charged up that way. They are just downloading ideas.

Introverts also wonder why extroverts need so much going on. They think extroverts don’t have enough self-discipline to just be there and get work done. Introverts judge that a lot. But extroverts like more stimulation, and the juggling makes them energized and engaged. They get their work done, just in spurts.Jennifer Kahnweiler headshot

Other misfirings in their wiring? Being private (introverts) vs. being an open book (extroverts) causes challenges. Introverts want to get to know you slowly and warm up to you. Extroverts feel excluded when introverts don’t share and get tired of pulling answers out of introverts who don’t offer much info during conversations.

Introverts crave quiet time for recharging, creativity and decompression and are frustrated when extroverts don’t let them have it. Like a teenage boy, my introverted husband Bill keeps a sign on the door that says, “Do Not Disturb.” He means it, too!

 

A Model for Bringing Us Together

Opposites can form a strong partnership if they follow your ABCDE model. How did you develop this approach? Is one part more difficult for an extrovert or introvert?

I interviewed over 40 sets of opposite partners and key themes emerged. I asked them to explore the successes and struggles they had in working with their opposite partner. Because they spoke with me or wrote me separately, some unique perspectives emerged. I also read about figures from sports, entertainment and science. I learned that the success factors crossed over fields and roles.

I think the challenges we face in opposite pairings are equally difficult for introverts and extroverts. And if we are honest about it, we each drive each other crazy from time to time!

Extraordinary Results

“Genius opposites do not just ‘happen’.” -Jennifer Kahnweiler

 

How Opposites React to Stress

How do opposites react to major stress?

Quotes and Leadership Lessons from Joel Osteen

Qualities of A Winner

You Can, You Will: 8 Undeniable Qualities of a Winner is the latest book by Joel Osteen. Fans of Joel Osteen’s positive message will enjoy the stories throughout the book of inspiration and encouragement.

A few years ago, I had the opportunity to talk with Joel, who is the pastor of Lakewood, the largest church in the U.S. He’s immediately recognizable from his television ministry, bestselling books and stadium appearances. Not too long ago, I noticed he has his own SiriusXM station.

My Mistakes

9781455575718As I look back on my earliest interviews for this website, I laugh. My first three in-person interviews included Pastor Joel Osteen, Secretary of State Condoleezza Rice and writer and producer John Carter Cash, the son of Johnny and June Carter Cash.

Let me be frank: I didn’t know what I was doing. I wasn’t a professional interviewer. My colleague, Drew Bordas, had vast video and audio experience.  At that point, I think his total experience was that he occasionally videotaped his kids at home. Looking at this interview, I am thankful that Joel was so kind, so encouraging, and so forgiving to allow us to stumble through it. What makes it more remarkable is if you know Joel Osteen’s backstory. Joel is a true pro when it comes to production. Before he stepped up to minister after his father passed away, he worked behind the scenes and became a video and audio expert.

Here are some lessons I learned from that visit.

 

6 Leadership Lessons

 

1. Don’t condemn and judge others.

He says it, but my visit proves he lives it, too.

How often we waste time condemning, criticizing and complaining.  It wastes time, drains energy, and is counterproductive.

 

2. Encourage others.

Not only was he unaffected by his platform and position, humbly spending time with us, but he also was incredibly encouraging. He frequently quotes Proverbs 15:4:  “A gentle tongue brings healing.”

Organizations thrive when individuals are recognized and encouraged.

“A gentle tongue brings healing.” -Prov. 15:4

 

3. Find your life purpose.

Whatever you do, you want it to be in line with your life purpose. Observing Joel, I can see that he knows his own gifts and his purpose.  He focuses his energy and talent on it.  He genuinely wants everyone to have a blessed life, and he believes in the positive nature of people.

An organization with a unifying purpose will galvanize everyone to achieve.

 

4. Choose happiness.

As he says, “Whatever challenges you may face, whatever circumstances are weighing you down, you can choose your response.  How you live your life is totally up to you.”  His books are full of strategies on how to live a happier, more abundant life.

 

5.  Know what to ignore.

Greatness and the Great Pumpkin

bigstock-Giant-Pumpkin-24162473

Creating Greatness

Every year there are giant pumpkin contests where a fierce competition ensues to show who has grown the biggest fruit.  Only a few months ago, the new world record was set at 2,032 pounds.  My wife enjoys baking pumpkin bread, and I cannot imagine how many loaves that monster pumpkin would help create.

In reading about the creation of these giant pumpkins, I noticed that the growers credit good seed, good soil, and good luck.

You cannot grow a champion pumpkin without the right seed.  The little seeds are specifically developed to yield amazingly large pumpkins.

 

“Spend the majority of your time developing your own unique gifts.” -Skip Prichard

 

In addition to the seeds, you must have the right soil.  Scientists study the soil of the winners, developing hypotheses about everything from the correct pH balance to how much potassium and other minerals are needed.

The luck part is less predictable, but the weather is important.  Lots of sun is important, moderate rain and protection from extensive wind or too much heat.

Reading about these gargantuan pumpkins, I thought about achieving results.  It’s the special mixture of seed, soil, and weather (luck) that makes it possible to create great things.

 

THE RIGHT SEED

Like the pumpkins, we need to start with the right seed.  If you want to create great results, it starts here.  Your ideas, your talents, and your abilities are where it all starts.  The right seed is a mixture of discipline and innate talent.  Much of our lives is spent investing in our education and skill in order to develop the best seed.

If you feel like you didn’t spend enough time creating the right seed, here is the good news:  you can start today.  No matter your age or present circumstances, you can begin the journey of personal development today.

Spend the majority of your time developing your own unique gifts.

 

“The only thing that overcomes hard luck is hard work.” -Harry Golden

 

THE RIGHT SOIL