Bad is the new good

Posted on by Stuart Murray
Iowa Loses to Wisconsin. By Phil Roeder
Iowa Loses to Wisconsin. Photo courtesy of Phil Roeder.

Several of the things that make work unpleasant are actually making you more effective.  And that bodes well for increasing your value, improving your job security, and advancing your career.

I have a confession to make.  I keep a list of things that I have failed at.  It’s on the back-page of my in-house accountability document, the “boast report” where I write down my team’s accomplishments for the year.  Only a few people have read it, contrary to the very spirit of boasting.

The document came in handy one time when my value was questioned.  My own boss simply forwarded the document to another senior leader, and that was the end of debate.  It was seven pages long… in bullet form.  I doubled-down after that and started to list efforts where I had attempted and failed.  It’s one of my favorite things to do.

Talking About Mistakes Improves Learning and Relationships

We have come a long way since feeling shame about our mistakes. And talking openly about our failures is considered a key to success.

We must now think of talking openly about mistakes as a key to success.  A New York Times article by Oset Babur from August 17, 2018 delves into the research on meaningful failures.

Babur talks with Allison Wood Brooks from Harvard Business School, who encourages people to discuss their failures.  That is because “…discussing failures can help to humanize the sharer by making them seem more approachable and relatable in the workplace.  It also generally increased levels of so-called ‘benign envy,’ which can motivate and drive employees to perform better.”

It brings to mind the principle from Brené Brown’s famous TED talk that making yourself vulnerable is the key to meaningful relationships.

By contrast, boasting about your achievements creates malicious envy.  Attempts to convey an image of perfection are “…harmful for those in leadership positions who risk coming across as disingenuous..”  It’s an in-person version of the effects of Facebook, that if everyone is portraying their best moments, it makes us collectively miserable we’re not doing as well as everyone else.  To be precise, if we are engaging with others about what is truly happening in their lives, we become more connected and happier.  But if we’re passive observers of these boasts, we become increasingly unhappy.

Babur interviews Amy Edmonston from Harvard Business School who describes different types of failures.  One failure type is called intelligent failure, which occurs “when we’re working in areas in which we don’t have expertise or experience, or in areas that are unchartered in a broad, industry-wide sense.”  Intelligent failures are a result of exploration and they generate new information.  Refusing to talk about failure prevents learning, causing a recurrence of the same mistake.  You need a safe environment where you can trust that talking about failure will be valuable.

Constructive Friction – How Jerks Make You More Effective

But you don’t want to be too safe.  It’s also helpful talking to people you disagree with. To summarize, jerks make you more productive.  An August 2018 Linkedin article by Michael Arena reports on research from Stanford University’s Bob Sutton and Huggy Rao when describing feedback on ideas produced in-house:

…constructive friction is essential to scaling ideas because the resistance to the initial concept creates a pressure-testing effect that encourages iteration and co-creation. …when ideas and concepts are modified in response to friction from another team, their perspective is incorporated, therefore enhancing the likelihood of broader organizational endorsement. Internal friction, creates organizational lift—much the way headwinds assist with an aircraft’s takeoff.

Arena notes that there is a distinction between constructive friction and destructive friction.  Yes, there are jerks who are just dragging things down and poisoning the organizational culture.  The positive force is constructive colleagues on rival teams that provide brutal-yet-accurate feedback that your first and second drafts are not going to fly.  It’s as if we need a companion course for respectful workplace workshops, that if you truly love your colleagues you must give powerful feedback.

Is there anyone in your workplace who cares for you in this way?  I hope so.  Sometimes you need friends who always take your side.  But other friends keep you guessing.  And it’s the ones that keep you guessing that are helping you grow.

Instability and Uncertainty Cause Your Brain to Learn

In an Inc.com article from August 2018 Jessica Stillman shares research that you only learn when you are uncertain about the outcome.  The research comes from Yale’s Daeyeol Lee who did research on monkeys.

…scientists taught a group of monkeys to hit various targets for a reward of tasty juice. Sometimes the odds of a particular target producing a sweet treat were fixed … Sometimes the target was more unpredictable… If the monkeys could predict how often a target would pay off, brain regions associated with learning basically shut down. When the monkeys couldn’t guess what would happen, their learning centers lit up.

Once you have figured out the best way of doing something, such as your commute home, you stop thinking about it and don’t try to improve the outcome.  “For this reason, stability kills learning.”

Stillman recommends that in order to keep learning, you need to seek the unpredictable and bring “strategic instability” into your life.  She recommends travel, change of routine, new projects, and seeking unusual perspectives, including a list that she got from Stripe co-founder Patrick Collison.

The Best Workplace Culture is Not Too Cozy

You may have thought that if you achieved success, you might get to live a life that is easier.  You won’t have to deal with jerks, things will finally become settled and comfortable, and you will only have to talk about success.  But the opposite is true.  To be a winner you must expose yourself to constant disruption, seek out the jerks, and talk openly about your failures.  You can’t climb to the top and rest, because that pile of people below you is still moving.  You must always be in play, always strive to break even and get ahead.  Excellence is in the striving, not in being there.

Talking about failure without punishment depends on the trust level in the organization.  The high-productivity learning organization needs a workplace culture that nurtures, provides support, and fosters trust.  Only then can we get that savage feedback we desperately need.  Only then can we stay constantly on-edge with new changes that keep us learning every day.

You can slip into bed at night knowing that on average, the world is just.  These uncomfortable moments feel good when they end.  To sleep, perchance to fail.

“I’m busy” is the call of the meek (and they shall not inherit the earth)

Posted on by Stuart Murray
It's All in the Eyes. By Chris Gilmore
It’s All in the Eyes. Photo courtesy of Chris Gilmore.

Have you ever been stressed and overwhelmed by your workload, but then got the satisfaction of getting a grip of your to-do list?  I manage this several times a month, and I find it empowering and calming.

My favorite part is when I write a fresh list without dragging over the crossed-out items from the prior list. Then I write next to each task the priority number in which I would like to approach them.  After that, I write an new fresh list, prioritized in the order I had chosen.

It turns out I was onto something.  Having a clear sense of purpose and direction is the thing that makes us productive.  And that’s totally different from being busy.

Instead of resorting to the “I’m busy,” proclamation, simply organize your obligations and commitments.  You’ll realize it’s a good thing.

But once things are under control, you lose your bragging rights about being busy.  That’s a bad thing.

“I’m Busy” is a Humblebrag

In an article by Jessica Stillman in Inc.com from 2016, she shares research showing that people who say they are busy are perceived to be more important.  People know the “I’m busy” humblebrag is compelling and they use it liberally.  I think people only say “I’m busy” because others are saying it too.  Kind of like straight people drawing attention to the fact they’re straight, or women’s right activists saying they don’t call themselves feminists.  If there weren’t these crowd-sourced self-impositions to look busy and conform to norms, would we still be grabbing for labels that allow us to fit in and be validated?  Surely it would be easier to bring our best to the workplace and be our usual, weird selves.

As people increasingly say they are busy, the evidence suggests otherwise.  In another article by Stillman she reports data from the U.S. that people are sleeping more and finding more time to watch television compared to a decade ago.  This article was from two years ago when people were still watching televisions instead of being addicted to their phones. On average, people are not more busy.  “It’s not entirely surprising that we fit in all [that]… leisure — the average full-time workweek is a moderate 42 hours.”

Busy People Are Not Always Giving Their Best

In those cases where people are truly busy, it’s not a good thing.  Beyond a certain point people suffer cognitive overload.  In an article in Inc.com from June 2018, Wanda Thibodeaux interviews Fouad ElNaggar, the chief executive of an employee experience portal called Sapho.  ElNaggar cites oft-quoted research that people “…check email 47 times a day… And it takes an average of 25 minutes to get back on task after being interrupted.  They experience an endless tidal wave of beeps that require an acknowledgement or response and with mobility.”

ElNaggar references research that people compensate for the barrage of interruptions by working faster.  This leaves people stressed-out “…and subsequently, focus, concentration, and creativity – all tank.”  These are not the people who have got into the zone and got a lot of work done exceptionally well.  These are people who are controlled by clients, superiors, Facebook friends, and advertising algorithms coming out of the Silicon Valley.  These are people who have become unimportant.

He asserts responsibility for this problem sits with leadership, but notes individual employees need to share some blame.  He encourages individuals to take control of their calendar and decline meaningless meetings, assign narrow windows to handle email (i.e. not all day long), and keep the cell phone out of the bedroom.

However, this opens two controversial opinions.  One, he presumes we have enough control over our work-day to make these trade-offs.  Only leaders that give employees autonomy can expect employees to improve their work pace for the better. The second is that ElNaggar’s remedies imply you can become more effective by being less busy.

How Productive People Differ from Busy People

In an article from February of 2018, Larry Kim asserts productive people have a mission in their lives, have few priorities, and focus on clarity before action.  “Busy” people want to look like they have a mission, have many priorities, and focus on action regardless of clarity.

Productive people want others to be effective, and busy people want others to be busy.  The list of behaviours and attitudes are not mutually exclusive, but you get a sense of two different styles.

Described in this manner, people who say “I’m busy” are not actually drawing attention to their importance.  Rather, they are broadcasting that they lack focus, have no control, and are short on self-management.  “I’m busy” is a malfunctioning humblebrag, as it serves a backhanded compliment that insults the self.

But it might be early days for this realization.  You might have superiors and influential colleagues who have that busy buzz to them.  If this polarity between productivity and busyness comes into public view, it’s not going to look good for the busy-bees.

The biggest revelation from Kim’s article is that “Productive people make time for what is important.”  Productive people are all about mission, priorities, and focus, and they are allowed to target their time and effort.  If you have ten minutes to spare to get “important” work done, that important work is to consider your values and your mission, and create a fresh draft of your priorities that put everything into perspective.

People might not see you breaking a sweat, but with time you will deliver better results.  But remember, it looks way better when there’s no boasting.  And that will go a lot further after we’ve outed the “I’m busy” call of the meek.

Pay Equity need not be a beast of burden

Posted on by Stuart Murray

IMG_2876 - Copy

I sometimes get self-conscious about being more supportive of feminism than some of my women colleagues.  Sure, I have lots of tools at my disposal to help make a difference.  And yes, it is part of my job in Human Resources to make things fair and reasonable.  But is this really my fight?  Should I really be getting excited about it?  I’ll give an example.

In April 2018, Tracey Smith from Numerical Insights blogged that the Gender Pay Gap is NOT the Same as Pay Equity.  It’s an interesting read because there is some truth to it, but the devil is in the details.  I have worked on a several efforts to equalize pay between men and women, and I can confirm the pay equity exercise is narrow in scope and changes salaries far less than some would hope.

The problem is branding.  It’s too popular.  It has become the yoke that carries all the hopes and dreams of the broader equality conversation. We need to expect less of this one solution, and allow for some levity. We need to give pay equity permission to wear sweatpants to the convenience store and grab a slushie, without paparazzi snapping photos for Stars Without Makeup.

Some Problems Are Not Solved by Pay Equity Alone

Smith references the predominance of males in some professions:

Certain STEM-based professions (Science, Technology, Engineering and Math) are naturally male-dominated because the graduating classes are male-dominated. That’s the hiring pool, so through no fault of any company, these STEM companies will be “more male” in the specialized jobs.

She also notes it is common for fewer women to apply for management jobs, implying women are self-selecting away from these roles in child-bearing years.  As a result of men self-selecting into higher-paid professions and higher-ranking roles, this creates average salaries for men that are higher.  Smith asserts that this is not a measure of pay equity, and that’s true.  The smaller number of women in these roles might be paid equal to their male counterparts, so pay equity might have been achieved already.

But let’s step back, consider the larger picture, and match problems with reasonable solutions.  If there’s a shortage of women graduates from STEM disciplines, we should consider reserving an equitable number of college and university spaces for women in these fields.  If women are less likely to put themselves forward for management openings, workplaces can cultivate leadership styles that are less critical, are more encouraging, and are time-structured to get people home at a reasonable hour.  If the problem is career growth during childbearing years, a suitable remedy is maternity leave provisions and government-funded child care.

Which tools should we consider if we want to achieve broader equality between the sexes?  My favourite tool is, “all of them, now.”  Does that sound better?  It makes far more sense that ridiculing pay equity for its shortcomings.

Battles Over Pay Equity Legislation Are More Than Meets the Eye

Smith also noted that the United States recently cancelled legislation to require the reporting of average salaries by sex.  The government expressed concerns that the reporting obligation would “lack practical utility, …[be] unnecessarily burdensome, and …not adequately address privacy and confidentiality issues.”  There was something fishy about this quote, so I cut-and-pasted it into a Google search and got something totally different.

In a Washington Post article, reporter Danielle Paquette described this cancelling-of-legislation as the Trump administration reversing an Obama-era rule to shrink the gender wage gap.  That article notes Ivanka Trump originally supported the Obama-era measure, but after she consulted experts, “worried that it wouldn’t work as intended.”  We have since learned that the only expert consulted at the White House is the President himself.  The Obama-era official who brought in the rule and leaders of women’s equality organizations panned the decision.

The Post article quoted Nancy Hammer, who spoke on behalf of the Society for Human Resource Management:

She recommends that employees go to their human resources department if they’re concerned about their paycheck, giving their employer a chance to explain or fix the issue.  Otherwise, Hammer said, “to really do it, you’d need to practically report on every single employee.  That’s not a practical way at looking at this issue nationwide.”

It’s ironic that she thinks it’s impractical to report on every single employee. Moreover, she asserts that for women, as individuals, to approach their human resources department to fix unequal pay without government or union backup, is totally practical. I would note that Nancy Hammer is a lawyer speaking on behalf of HR generalists.  The correct professionals to consult about this work in Compensation, and in North America their profession is represented by WorldatWork.  Also, employees are legally allowed to talk to each other about their pay, despite of the fact that HR often discourages such talk.

Pay Equity Analysis is Not Onerous

Under conventional pay equity plans, employers do in fact report on every single employee, bundled by job classification.  This data-bundling includes average pay and headcount indicators of whether a classification is predominantly made up of men or women.  This data, combined with other sources, allow employers to do a simple statistical analysis to measure pay inequality and take appropriate action.

The analysis is done either by consultants or in-house by HR departments.  The analysis is made available to regulators, union representatives, and litigants alike, under appropriate confidentiality protections.  The process involves slightly more work than creating a new pay structure in the first place.  It’s not practical to do it this way nationwide, because it is done at the organizational level as is normal for pay structure design.  The cancelled legislation obliged employers to report simplified data that was consistent with this approach.

Activist Campaigns Even the Score with the Trump Family

Let’s go back to Ivanka Trump speaking against this legislation.  In July of 2018, Ivanka Trump closed shop on her fashion brand.  Sales were flagging.  In particular, sales were way down at Nordstrom and Hudson’s Bay Company, two of the companies targeted by #grabyourwallet.  For those unfamiliar, #grabyourwallet is a consumer activist campaign that calls on people to refuse to give money to the Trump family.  The campaign was a response to the Access Hollywood tape revealing that Donald Trump thought he could accost women sexually, in public, without recourse, because he was rich and famous.  Some women felt otherwise, hence the campaign.

Let’s return to how women advance their own careers.  If women are reluctant to advance themselves into situations that make them vulnerable because the environment makes them unsafe, maybe the best remedy is to foster and support an activist base that keeps men on their toes about abuses of power.

And if a company is openly unsupportive of women’s equality, one possible remedy is for an activist base to reduce it to rubble.

But don’t try to do this alone.  Team up with others to bring more than one solution.  Pull your car into the convenience store and pick up your old friend in the sweatpants.  As she hands you your own slushie she smiles and says “I found your wallet.”  And drive onward to the next adventure.

The Thank-You Note – The Gift That Keeps On Giving

Posted on by Stuart Murray
Pelikan Fountain Pen, by David Blackwell (=)
Pelikan Fountain Pen.  Photo courtesy of David Blackwell.

Do you remember the last time you received a thank-you note?  It felt special, didn’t it?  Strangely, we feel nervous about sending these kinds of notes.  Do thank-you notes actually accomplish anything? Aren’t we supposed to focus on getting real work done?

I pride myself on making a productive contribution to my workplace.  One of the most powerful impacts I have is when I find people who want to use Excel better.  I give them a few tutorials to upgrade their skills, and send them off as a more productive player.  I want more people in our human resources office to open spreadsheets and crank out the numbers themselves.  It lessens the burden on me, and creates an environment where everyone talks freely about the numbers.  And voila, we have the research-influenced workplace.

What is baffling is when people send me thank-you notes and Starbucks gift cards for devoting my precious time to help develop their skills.  Don’t they understand that I am manipulating them to achieve my own selfish goals?  Don’t they understand that I’m an economist?  Who are these social workers and coaches and creatives types, to think they can bring me into their magical world with nothing more than a few words of gratitude?  My cunning plan has gone horribly awry.

What Exactly Are the Rules of Gift Exchange?

Generosity and gratitude are a common source of misunderstanding.  I once got really curious about gift exchange.  It started out as an attempt to understand social norms, but I ended up reading anthropological research about gift-giving in archaic societies. (Of course I did).  I read a couple of books on the topic, including Marcel Mauss’ The Gift (W.W. Norton & Company Inc, 1990).  This “gift economy,” just to introduce the Wikipedia page on the topic, makes huge distinctions between the market behaviours of commercial transactions and non-market gift exchange.  This is important to understand, because showing up at work every day is a market activity.  But if it’s a good workplace, colleagues act like they are in the same tribe.

Gift exchange has many subtle rules that are similar across cultures and across time.  There is usually a time lag between gift-giving moments.  The giving of a gift places the other person in debt, and the gift must be repaid for fear the relationship could be severed.  There is a tendency towards reciprocity and balance, and attempts to profit from the exchange are mostly taboo.  The dynamic fosters qualitative relationships, as opposed to the quantitative relationships of market trade.

Also, those who are obliged to accept charitable gifts feel a sense of being poisoned and stigmatized, as they are unable to keep things even.  You can subjugate vulnerable populations by staying one-up on them with gift-giving.  Who says anthropologists can’t learn a trick or two from economists?

Thank-You Notes are Undervalued

I see thank-you notes as a key part of gift exchange.  The notes acknowledge an exchange of good-will.  They place, in writing, that gratitude has been established.  There is the implication that a favour might be returned one day, or paid-forward to a third party.  Thank-you notes formalize that an emotional thread has been established between giver and recipient.  Society is a web of such threads, and we weave ourselves into this web as it entangles us in obligations, for better or worse.

In an article at the British Psychological Society, Christian Jarrett reviews research conducted by Amit Kumar and Nicholas Elpey on expressions of gratitude.  The researchers asked participants to send thank-you notes to people who had contributed to their lives in a meaningful way.  The researchers then followed-up with the recipients to ask how they felt.

“The senders of the thank-you letters consistentlyunderestimated how positive the recipients felt about receiving the letters and how surprised they were by the content. The senders also overestimated how awkward the recipients felt; and they underestimated how warm, and especially how competent, the recipients perceived them to be.” (Emphasis added)

These misjudgments discouraged people from sending the thank-you notes in the first place.  The authors note that withholding this gratitude is to refrain from “a powerful act of civility.”  The notes benefit both the recipient and the sender, as the sender is perceived to be more competent.

Is Formal Recognition a Meaningful Workplace Practice?

In addition to hand-written notes and kudos emails, some workplaces have formalized recognition programs that distribute points between employees.  All employees are given points to distribute to someone other than themselves (just to be clear), and there’s an electronic system to keep score.  Top givers and top receivers are profiled on a periodic basis, and sometimes points can be cashed in for swag or experiences.  A quick internet search reveals programs such as Kudos, Achievers, Point Recognition, and Terryberry.  Terryberry has a great infographic detailing the benefits of these programs, referencing credible sources at the bottom of the page.

In terms of effectiveness, recognition programs cause higher customer satisfaction, better employee engagement, and staff turnover that is about 24-31% lower, depending on the study.  To clarify, if your turnover rate used to be 8% and it dropped to 6%, that’s a 25% reduction in turnover.

These programs net a massive value proposition.  If a company spends 1% of payroll on these programs, 85% see a positive impact.  Delta Airlines saw a 564% return on their investment.  Massive percentage returns are often the result of an incredibly low denominator.  That is, if Delta spent 1% of payroll and saw a 6.64% increase in productivity, that is consistent with a 564% return.  But it’s nothing to sniff at.  If you know of people trying to earn more than 10% per year on the stock market, you would have to acknowledge that recognition is far more impactful than anything being pushed to you by bankers.

Incentive Plans and Recognition Programs Are Very Different

A key detail that must not be missed, is that recognition programs bear little resemblance to formal incentive plans.  In Alfie Kohn’s 1999 book Punished by Rewards, he details how performance-contingent rewards (i.e. do this and you’ll get that) cause behaviours that largely decrease business effectiveness.  When you offer an employee a 10% target bonus for exhibiting certain behaviours, they tend to minimize risk, abandon creativity, game the system, and express severe outrage when they get less than the maximum bonus.  And so, this 10% bonus achieves approximately zero return on investment, and possibly a negative return.

The issue is that people don’t like to be controlled by overlords, and incentive plans are inherently controlling.  Incentive plans have a scientific legacy that they are designed by people who make no distinction between humans and rodents.

By contrast, recognition systems are expressions of warm-feeling and a sense of emerging qualitative relationships between peers.  When you exchange thanks with peers, you love them a little.

So, reflect on your week and think about those who helped you achieve your goals.  Get past that misinformed sense that expressing gratitude will create discomfort.  Establish those threads of good-will between peers, and weave together an archaic society of those who can keep things even.  It makes you more competent.  It makes you human again.

What If You Can Do It All?

Posted on by Stuart Murray
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Costumes. Photo courtesy of Joel Kramer.

Adaptability is turning out to be a smoldering-hot skill-in-demand.  And lucky for me, I just discovered that I’m part of a newly-defined category of high-functioning misfits.  There are people who have a diverse range of interests and must stay in that varied space to function at their best.  That special thing where I change obsessions all the time is not a flaw. Instead, I can simply join the subculture of people who cherish adaptability.  Maybe you can join me?

The TED talk by Emilie Wapnick is called “Why Some of Us Don’t Have to Have One True Calling.”  Her talk takes-apart of the presumption that we must find that one thing we’re passionate about and strive to be the best at that one thing.  Yes, there are people who are specialists at heart.  But that style doesn’t work for everyone.

For those who change interests frequently, Wapnick has coined the phrase “multipotentialite.” These people have multiple areas of potential strength into which they can grow in irregular busts of enthusiasm and learning.  Multipotentialites have three super-powers, which happen to be powers that are desperately needed in the smart machine age:

  1. Idea Synthesis. Combining two or more fields, generating an innovation at the intersection.
  2. Rapid learning. As experienced newcomers they “go hard” into each new learning area.
  3. Adaptability. Morph into whatever is needed in every situation.

Idea Synthesis

I discussed hybrid skills briefly when reviewing Josh Bersin’s forecasts for 2017.  Bersin asserted that combining two unrelated skills was an emerging trend in the future of work.  Job descriptions where employers demand a single skills bundle are falling out of favour.  Instead, people will rock their workplace by bringing together two or more skills that aren’t normally seen together, such as coding skill and sales.

At research universities it is understood that the best research is often found at the overlap between disciplines.  In a 2003 article in Science Magazine, Elisabeth Pain notes:

Multidisciplinarity has a LOT to offer to early-career scientists in terms of opportunities and excitement. The Human Genome Project, the World Wide Web, and the boundaries of the infinitely small are only a few of the fertile fields where new research is flourishing. Those scientists who have taken the plunge swear by multidisciplinarity and will even say that you won’t be able to survive in science if you don’t keep an open mind to the advantages afforded by multidisciplinary approaches.

If you have ever been on a cross-functional work team, you may have noticed some special skills are required; trusting the expertise of those in other areas of knowledge, taking for granted there is no tradition or external reference, and working towards common language with the absence of jargon.  I find that common language is particularly interesting.  I was on one project where almost everyone had a different professional vocabulary, a different software language, and a different mother tongue.  I had to speak slowly and clearly, putting relationships first.

Emilie Wapnick, in addition to her TED talk, has a great website called “puttylike” (with a mailing list) which includes a brief overview of how she has helped people identify their hybrid expertise and turn it into a “renaissance business.”  She encourages people to bundle their interests under an umbrella concept, identify how two concepts can be woven together, and name the lens through which they look at the world, with that lens being their unique offering.

Adaptability and the Growth Mindset

Adaptability is becoming an critical skill.  Natalie Fratto in an article in Fast Company asserts that adaptability “…will soon become a primary predictor of success, with general intelligence (IQ) and emotional intelligence (EQ) both taking a back seat.”  Fratto thinks the current interest in emotional intelligence has happened already making the next new thing compelling.

Fratto links adaptability to the concept of having a growth mindset, the idea “that your qualities can improve with effort and experience…” according to another article in Fast Company.  By contrast, those with the old status-quo view have a fixed mindset, which presumes our qualities are stable over time and our previously-accumulated knowledge and record-of-wins is a reliable measure of future worth.  People with a fixed mindset are not keen on receiving feedback, are judgmental of others (making performance stereotypes), and don’t put effort into helping people grow.  In the Fast Company article, Rusty Weston quotes Carol S. Dweck when discussing her book on the topic Mindset, the New Psychology of Success.

“As you might expect, growth oriented managers are more likely than fixed mindset managers to accept feedback or embrace change. ‘The irony of a fixed mindset,’ says Dweck, ‘is you want to be so successful so badly is that it stands in the way of going where you want to go.’”

Angela Duckworth has also created a quick video that explains the two mindsets clearly.

How Fast Can You Learn?

Josh Kaufmann is the author of The First 20 Hours: Mastering the Toughest Part of Learning Anything.  I tried to read it several years ago but I learned so much from the first thirty pages I put it down and moved on.  If you have even less patience than that, his TED talk covers the same topic.  Kaufmann offers a rebuttal to the book Outliers in which Malcom Gladwell cited research that to accomplish world-class performance you need 10,000 hours of deliberate practice.

There was a flaw in the way Gladwell’s writing influenced public thinking.  Yes, you need 10,000 hours to become exceptional, but what if you only wanted to be “good enough” at a certain skill?  Kaufmann found that in that case you only need to commit 20 hours.  But you must apply these 20 hours in a particular way.

  1. Deconstruct the Skill: Define the skill and break it down into smaller pieces. Many skills are a package of several sub-skills, so identifying and learning sub-skills in sequence will move you quickly towards the packaged skill.
  2. Learn Enough to Self-Correct: Learn just enough that you can self-edit and self-correct.  In keeping with permission-to-fail you must be allowed to try things out, occasionally fail, learn and reflect on the mistakes, then try something different in a continuous loop of learning.
  3. Remove Practice Barriers: You need a devoted time and place where nothing pulls you off-course. No internet. No kids. No work. Just you and your learning.
  4. Practice At Least 20 Hours: Persevere, don’t give up if you’re feeling stupid and frustrated after a few hours.  Getting past that wall is a major performance barrier, so just keep going.  In this case it’s just perseverance: a good IQ will not save you.

Kaufmann finishes his TED talk by performing a medley on the ukulele, after having just spent 20 hours learning that one skill for the first time.  He’s not going to sell an album, but he was pretty good.  Well done!

For me, changing obsessions makes work seem like a series of action films.  I see a future in which teams of people with unusual talents are carefully put together, in a manner that resembles movies like Ocean’s Eleven, Seven Samurai, and the first part of Lord of the Rings.  The teams develop their way-of-talking, their manners, their code that none of them truly works in isolation.  They change as individuals in a manner that co-evolves with the world they are taking advantage of, the world they are shaping.

Then they’re done.  And onward to the next adventure.  Onward to the next obsession.

Workplace Wisdom Needed in This Day and Age

Posted on by Stuart Murray
Landscape. byi Rosmarie Voegtli
Landscape. Photo courtesy of Rosmarie Voegtli.

What are the biggest blind spots in communication between the generations? Probably the ones that are never discussed.  When I’m formatting charts and tables, I have a rule that the font size has to be at least 12-point.  As my information goes up the chain of command, higher-ranking people tend to be older.  Their eyes aren’t what they used to be, and they might not tell you. You have just to “know” they can’t read 10-point.  If only things were more transparent.

What does it take to create a team environment in which all generations are encouraged to bring their unique perspectives?

Developing Positive Attitudes About Older Workers

Older workers are a vulnerable population – particularly when they’re laid off. In an interesting article at the New York Times, Kerry Hannon reviews several businesses that are getting the most out of older workers.  Employing older workers is all about having the right attitude. At Silvercup Studios, which produced Sex and the City and Sopranos, more than half of the workforce is over 50. The company perceives that older workers are more settled, have a greater sense of loyalty, and can be retained at a lower cost than bringing in someone new.

Hannon references the Age Smart program delivered by Columbia University’s Mailman School.  The program strengthens the relationship between employers and older workers.  Age Smart’s fact sheets are packed with interesting and relevant information.  One of the fact sheets emphasizes that the visibility of older workers to older customers “enhance business relations and open opportunities with this market…” Often the most compelling case for diversity management is to match employee and customer demographics for comfort, understanding, and increased sales revenues.

The job tenure of older workers tends to be longer, increasing the return on investments in learning.  This is important because the stereotype is that older people don’t learn as quickly.  But they can still learn with more time, and older workers bring a lot of accumulated knowledge in the first place.  Your mixture of new vs. established knowledge can be improved with age diversity.

Sometimes, but not always, the old ideas turn out to be the right ones.  For example, my hippie stepfather taught me that if you are attending a political rally, the protester advocating violence is probably a cop.  He observed this phenomenon 50 years ago.  His advice kept me out of trouble.

Older-Worker Programs Require Good Practices Generally

The biggest benefit of having proactive programming for older workers is that it obliges the employer to create a more deliberate workplace.  High-functioning diversity programs begin with good human resources programs onto which a diversity lens is added.  Age-inclusive workplaces are no exception:

“Age-diversity training and education allows managers to build cohesive and functional organizational culture among employees of all ages. Proven tools and techniques to address age as a diversity issue also assist managers to set goals, track progress and remain accountable to organizational leadership for continued progress and improvement.” (Emphasis added)

As I mentioned when discussing women’s financial security, personal financial worries tend to distract employees from focusing on their best work. Programs to ease employees into a viable retirement involve features such as financial planning, phased retirement, and opportunities for post-retirement work engagements.  These hybrid supports “…decrease stress, reduce absenteeism, increase productivity and improve employee loyalty…”

Knowledge Management Harnesses Older Workers’ Knowledge

Hannon interviewed staff at Huntington Ingalls Industries, a major shipbuilder, where “Nearly half of our employees could retire at any day…”  They have no age limit for their apprentice program.

“To keep its aging workforce engaged with their work, there are intergenerational mentoring programs. Younger workers mentor older ones, too. ‘…the younger workers are helping employees who have been here longer get really comfortable with using the technology.’”

I’m impressed by the sophisticated attitude about who knows best.  You learn a lot by teaching others because you have to become clear about what your expertise is and how to explain it.  Giving younger workers the opportunity to impart technological knowledge to older workers is a win for both parties, and the business too.

Age Smart makes a distinction between professional development programs that are age-neutral (i.e. offered equally regardless of age, like the program above) and age-sensitive programs that are aimed at middle-aged and older workers.  But both types are beneficial:

“Both types have been shown to improve job performance, increase promotions and improve retention among older workers. They also develop and universally apply performance metrics across the organization to ensure optimal performance and job fit from employees of all ages.” (Emphasis added)

Effective workplace cultures are built around passing information freely between employees, not the monopolization of knowledge for power and job security.  As such, Age Smart employers are encouraged to engage in knowledge management.  They need to “identify and prioritize the types of knowledge and information that is critical for organizational stability… institutional knowledge, relationship knowledge, job knowledge, tacit knowledge and historical knowledge.”  This practice is generally a good idea but the aging workforce makes it an imperative.

Flexible Work Arrangements Have Diverse Benefits

Older workers also benefit greatly from flexible work arrangements.  Hannon spoke with leaders at the accounting firm PKF O’Connor Davies, who noted that workers approaching retirement often arrange to relocate to offices nearer to home or work part time from home, often to be close to relatives needing care.

When employers organize flexible work arrangements they are encouraged to “Offer a variety of flex options, define expectations clearly and make them universally available to all those who meet criteria.”  This makes things fair and creates accountability, hallmarks of a good practice.

“Workplace flexibility is an increasingly utilized strategy to boost engagement and improve retention among employees of all ages. It is particularly important for managing older workers to stay effective at work while balancing changing life priorities.  …Establish a culture of flexibility where management is trained to manage flexible schedules and virtual offices, and employees are educated about flex options. Ensure these options are not perceived as damaging to career security or growth.” (Emphasis added)

As mentioned in my overview of work-from-home arrangements, those working from home can experience a reduced likelihood of promotion. That may not be a major sacrifice amongst those easing into retirement.  But in order to find out, you would need to ask them as individuals about their perspective.  (See how that works?)

Not everyone will tell you what they’re thinking.  Age Smart employers are encouraged to create documents in large fonts, because eye problems start to emerge after age 40.  If you asked me, I would say I can see everything just fine. I’m only 48.  I’m going to rock forever!