Thursday, June 1st, 2017
This week has been an interesting confluence of events across the world stage.
Uber continues to be in the news, this time they decided to fire the head engineer, Anthony Levandowski, who is at the heart of the lawsuit with Google.
The US is on the verge of leaving the Paris Accord, something that could quite possibly have a generational effect.
Suicide bombs continue to tear apart lives across the globe.
What is at the root of these three things?
I believe it is fear.
They say the coward dies a thousand tiny deaths, but a brave person dies one glorious death.
I can tell you right now these are cowardly acts.
To begin, Uber is in the fight for its life. They are losing money every day with their current model. They are betting big on automation and have come up against Google over perceived theft of proprietary documents.
If they lose this they could be done. When you step back and look at the ride sharing model, it’s needed but it’s not unique. The barriers to entry are low and there is no differentiation of product from one company to the next.
They need to lead the space in automation because it’s the future and is inevitable. Fear has led them to both hire and fire the engineer at the center of it all. Perhaps they believe this will help their case, time will tell.
The US leaving the Paris Accord is monumental. I am not a scientist, but I can say this: I inherently know that pumping carbon emissions into the air is bad. Add to that the science that supports it and you begin to see the need to somehow influence climate change for the better.
Why would a president risk the lives of future generations so that a few energy companies can prosper?
Fear. Fear has gripped the voters in the first place who chose not to better their lives through education, which would enable them to better their lives.
Fear is in the president’s heart as well to think that climate change is not real.
Finally it brings us to terror.
These plots are designed to disrupt and bring fear to the masses. It is sometimes effective and can have lasting implications.
How do we combat fear?
One way is by seizing the courage to move one step forward at a time. Embrace the fear and look st how destructive it can be and then make a move against it.
That could be helping someone that isn’t like yourself. Learning about a new culture. Perhaps even sitting down to talk with someone on a different political aisle then yourself to learn why they believe the way they do.
It starts with believing people have value regardless of position and then embracing them.
Perhaps that’s too simplistic, but I know in my own life it has worked and is scalable.
Image credit: Pati Morris
Thursday, May 25th, 2017
I was having a conversation this week about Silicon Valley companies. Some of them are doing amazing things.
When I was job hunting I would look at several and imagine myself there changing the world.
There were several though that also had great funding, great people, but I could not understand for the life of me what they did. They had a great list of customers, but I could not understand the value they brought.
There are two possible solutions to that conundrum.
One, I am just not savvy enough to understand (a very real possibility).
Two, they were full of hype and energy, but not substance. I can imagine that both statements are true when you look at the vast array of companies in the valley.
With that said, have we lost the forest for the trees? Have some companies been so hyped that people continue to pour money into them hoping for a huge payday that may never come to fruition?
Uber is in the news for a variety of reasons, some good, some bad. I recently read an article that Uber and Google are working on flying cars. While the concept of flying cars seems cool… I guess, I am more concerned with the participating companies.
Google provides value, products and that elusive quality, profit. They are well established, have multiple streams of income and could fail at this endeavor and live another day. It’s exciting to see them using their money for grand ideas, but it won’t decimate them either.
Uber provides value and services, but zero profit.
In fact, if Uber was run like a traditional company or household, they would have never even gone to market.
They operate more like a country that can print its own money. They take on debt, lose billions every year, yet keep on trucking.
Venture capital and perhaps greed are what allow this to occur. If they fail at the flying car concept what does it mean for the rest of the business?
I know there are very smart folks who are there and who are invested. I often wonder what their long game is. Do they believe they will become profitable at some point if they hang on long enough?
Another thing to consider is the economy. We have easy money right now with very low rates of interest.
For an investor it makes more sense to go with a high risk investment versus storing it in savings, because they essentially lose money due to inflation.
When the markets tighten does that mean Uber cannot seek out another round of funding?
My point is this.
Have we lost sight of the incremental steps it takes for us to achieve greatness by thinking we can accelerate the whole process with enough capital or am I the Luddite here?
I am a believer that debt can be good when there is a viable business model. I am less impressed though when a company has never turned a profit and had no projections to do so at any point soon, but can be valued so highly. What makes Uber so unique?
I say we need to keep dreaming the big dreams, but also look at the foundation.
Is it built on sand or rock?
Image credit: Artur (RUS) Potosi
Thursday, May 11th, 2017
Public image for both companies and people has always been important and even more so with the availability of information at our disposal. But even with these tools we are still dealing with asymmetrical information when making decisions and establishing culture.
I spoke to a friend over dinner the other night who travels overseas for work quite a bit. As a result he is not up to speed on current US events and was unaware of the string of crisis that have impacted Uber.
He was shocked to learn that they were involved in lawsuits, scandals and more. It was actually a bit like hearing it for the first time myself as I had a chance to see his emotions as he learned the news.
His opinion of Uber was shaped on asymmetrical information.
I had mentioned in a previous post that some local companies that tout their high employee reviews are not as shiny from the inside. Again, asymmetrical information.
The director of the FBI has been fired, we as the public are dealing with asymmetrical information for the reasons behind it.
I state all of this to say that we must constantly strive to learn, ingest and understand as much as we can when making decisions about the companies we deal with and people we hire.
I recently took part in a process where a new employee was terminated. It was unfortunate but they were not a good fit for the role, exaggerated a bit during the interview process and then didn’t make up for it after being hired.
This person is someone that I wouldn’t mind being friends with, but they were not suited for the role they were in. The hire was a result of asymmetrical information.
I have looked back on my own life at times when I made foolish mistakes due to my lack of information. Rash decisions that cost me time and money. How do we learn from them?
Here are a few ways I have dealt with this moving forward.
- Have trusted friends or mentors to bounce ideas off of.
- Take a day or two when making big decisions.
- Try to remove emotion from the decisions to ensure you’re not swayed.
These all may be basic (I am not as lofty as I would like), but they can make an impact for the positive.
Image credit: Steve Corey
Tuesday, May 9th, 2017
Many of the actions of people such as Travis Kalanick, Donald Trump, Parker Conrad, etc., are deplored, yet they seem to have no effect on people’s opinions.
They go their merry way while thousands of far superior leaders are ignored.
When the subject does come up the usual response involves the infamous “yes, but…”
Why is that?
I finally found an answer that makes sense from Margarita Mayo, a Professor of Leadership and Organizational Behavior at IE Business School in Madrid.
Mayo terms the first type of leader ‘humble’ and the second ‘charismatic’.
Humble leaders improve the performance of a company in the long run because they create more collaborative environments. They have a balanced view of themselves – both their virtues and shortcomings – and a strong appreciation of others’ strengths and contributions, while being open to new ideas and feedback. (…)
[Charismatic leaders], despite their grandiose view of themselves, low empathy, dominant orientation toward others, and strong sense of entitlement, their charisma proves irresistible. Followers of superheroes are enthralled by their showmanship: through their sheer magnetism, narcissistic leaders transform their environments into a competitive game in which their followers also become more self-centered, giving rise to organizational narcissism, as one study shows.
Mayo’s research and the other’s she cites (with links) provide proof of the value produced by the humble leader vs. their charismatic counterpart.
However, I think there is another problem happening in the background that is word-related.
Ask most people if they want to be remembered as ‘humble’ or ‘charismatic’ and most will choose charismatic.
Warren Buffet aside, ‘humble’ is more often associated with dorky, weak, shy, and unassuming.
Not adjectives most people would choose to describe themselves.
Thanks to Wally Bock for leading me to this article.
Image credit: Edvin J.
Friday, April 28th, 2017
A Friday series exploring Startups and the people who make them go. Read all If the Shoe Fits posts here.
Way back in 2009 I wrote Leaders Should NOT Be Cowboys. While the advice was accurate at the time, it made the basic assumption that founders were adults.
I suppose it was naïve to assume that anybody starting a company, let alone being handed millions of dollars to do it, would have a certain level of mental and emotional maturity — or at least know when to shut up.
But the world has changed drastically.
It’s now a world where nothing is private and letting it all hang out has been take to extremes; where sharing all aspects of your life is expected and the resulting personally identifiable data packaged and sold; where sex/sexism in one form or another is prevalent; where anybody can freely and anonymously critique/shame/bully/insult whomever they please; where frat boy culture/attitude/thinking is the new norm, where etc., etc., etc.
Take a look at Uber, Thinx, Tanium, or the US president; the list goes on even when the actions are well camouflaged, as they are at Google and Facebook.
These new CEOs aren’t necessarily cowboys in the previous sense.
They have moved past that and are more aligned with the back end of their horses.
Image credit: HikingArtist
Wednesday, April 12th, 2017
A newish reader called me, mainly, he said, to see if I really did answer my phone (the number and an invitation to call is prominently displayed in the right-hand column). He seemed even more surprised that I would take time to chat.
The conversation covered several topics, but the question I found most appropriate to mention here was, “Do you really think word choice and punctuation make all that much difference or is it just your own personal hang-up?”
Fair question and one I’ve heard before.
Regarding the importance of punctuation I referred him to the lost lawsuit in yesterday’s post, which he hadn’t read, yet.
As to the importance of word choice you need to look no further than the care taken by the shared economy giants, such as the UK’s Deliveroo when referring to their non-employees.
The critical importance of using the correct terms (click the link above for a sample) can be found in Deliveroo’s bend-over-backwards effort to avoid having the government class their non-employees as employees, with all the associated rights and costs.
The six pages of do’s and don’ts are meant to serve as a template for how staff should speak to and about its couriers (though it prefers to call them “independent suppliers”). For example, they want to avoid saying “We pay you every two weeks”, preferring the more obtuse passive phrase, “Rider invoices are processed fortnightly.”
Words are incredibly powerful, as I wrote way back in 2009; more than 50 years ago James Thurber concurred.
Precision of communication is important, more important than ever, in our era of hair trigger balances, when a false or misunderstood word may create as much disaster as a sudden thoughtless act.
Of course, precision is just as important, if not more so, when intentionally creating false views and misunderstandings as proven beyond doubt by recent elections here and around the globe.
Image credit: DailyExcelsior.com
Tuesday, April 4th, 2017
It’s likely you are too young to have heard of a book called The Hidden Persuaders.
Originally published in 1957 and now back in print to celebrate its fiftieth anniversary, The Hidden Persuaders is Vance Packard’s pioneering and prescient work revealing how advertisers use psychological methods to tap into our unconscious desires in order to “persuade” us to buy the products they are selling.
A classic examination of how our thoughts and feelings are manipulated by business, media and politicians, The Hidden Persuaders was the first book to expose the hidden world of “motivation research,” the psychological technique that advertisers use to probe our minds in order to control our actions as consumers. Through analysis of products, political campaigns and television programs of the 1950s, Packard shows how the insidious manipulation practices that have come to dominate today’s corporate-driven world began.
It was considered highly unethical and, although there was no social media to spread the word, people were vocally upset enough that many companies stopped doing it.
Gone but not forgotten.
The behavioral social science behind Hidden Persuaders continued to grow and became a driving force underlying the deliberate addictiveness of video games.
60 years, continued research and a name change to “gamificaton” and it has become the basis of today’s management approach for gig economy companies like Uber.
Uber helps solve this fundamental problem by using psychological inducements and other techniques unearthed by social science to influence when, where and how long drivers work. It’s a quest for a perfectly efficient system: a balance between rider demand and driver supply at the lowest cost to passengers and the company.
Employing hundreds of social scientists and data scientists, Uber has experimented with video game techniques, graphics and noncash rewards of little value that can prod drivers into working longer and harder — and sometimes at hours and locations that are less lucrative for them.
Is it ethical to manipulate a workforce to produce more work at less cost to their non-employer?
Of course, Uber and “ethical action” seems an oxymoron, but psychological manipulation does appear to be on the uptick in many companies.
This article should be required reading for anyone who works in the “gig economy” or is thinking about doing so.
Hat tip to KG for pointing it out.
Image credit: Geoff Simon
Thursday, March 16th, 2017
Most of my writing is based on what is going on in my life right now. I have found it’s easier to write about what I know and tap into the emotion of it all. One thing I learned recently is culture can be a double-edged sword and should be respected as such.
If any of you are reading more than Entertainment Weekly I am sure you have seen the meltdowns that are occurring at Uber, the falling stock prices at Valeant Pharmaceuticals and maybe the second bankruptcy of Radio Shack. All of these are a result of a culture that betrayed the very members it was meant to protect.
How do we watch out for that in our personal lives?
One way I do it is by seeking constant feedback. I have found I have a significant blind spot when it comes to measuring myself, so I suck up my pride and go to those I know will give me a real answer. Perhaps these companies could have done the same?
When looking at these three cases I have found one commonality, pride. Let’s examine each and see what you think.
Uber is pretty public at this point. The CEO had a history of being bold, in your face and decisive. This has its place but can also become unbalanced. Additionally, somewhere from the top down the idea that women should not be treated equal came out and as a result you have cases of sexual misconduct and favoritism playing out.
Valeant was a darling of Wall Street for many years. Its former CEO was incentivized to get his stock to a certain price point. If he did that he was rewarded with stock options that were incredible. Harvard did a study on it and thought the scheme was amazing. What people didn’t know though was the CEO was utilizing accounting methods that favored the stock price. He also utilized a private pharmacy that was undisclosed to the public to deliver his prescriptions. This had an added benefit to the stock. Both methods were found to be unethical, the stock crashed and shareholders lost billions.
Radio Shack recently filed for a second bankruptcy. They have been unable to turn around their stores to get to a profitable point. I am not too old to remember going into these stores as a child and enjoying them. They offered some great products, were knowledgeable and if you were a radio geek you could find just the part you needed. Unfortunately they didn’t expect a rise in cell phones, online ordering and other buying trends. These have all contributed to its losses. They are still around but I wonder for how much longer.
I bring all of these up as examples where the culture of each led to misses and failures.
Culture in my mind is the mentality of a company — its thought processes.
On an individual basis are you allowing your culture to betray you?
Image credit: Rory Finneren
Thursday, March 2nd, 2017
As a nation, and perhaps as a species, we reward success above all else.
I am in sales and a mantra I have heard many times is, “exceeding quota covers a multitude of sins”. Did you show up hungover to a team meeting? Did you grope someone at an after-hours event? Did you mouth off to your boss?
These are things I have all personally witnessed at work and the one question always asked was, “are they hitting their quota?”
Why do I bring this all up you ask?
As you may have read Uber is having a tough few months and an even worse week. I won’t jump on the bandwagon to bemoan their culture, but I will say it’s probably not limited to them alone.
Because we have put value in success above all else it is easy to forgive when those companies or people err.
In my professional life I have had an opportunity to work in both large and small organizations. These are all made up of people with strengths and weaknesses, but one common thing I see is those that produce revenue and growth get away with a bit more.
Now this is only anecdotal, but headlines can support this claim to a degree. Uber, Google, Wal-Mart have all had scandals or missteps.
While this may not be indicative of social decay, it points to an opportunity for improvement.
One thing I truly believe is culture begins with self.
The choices we make as individuals are what shape the greater group.
When I see these stories of harassment, abuse or other issues it is not a company that is doing it, it’s an individual. Personal responsibility must be an expected outcome if we want a change.
How can we start?
There is always the Golden Rule or Karma to consider.
If you want to consider science alone we can look to Newton’s third law as reference.
All of these have a common theme — your actions will have equal reactions in measure.
Perhaps that can be a basis for culture moving forward?
Image credit: Dani Mettler
Tuesday, February 28th, 2017
What do Hampton Creek, Theranos, Zenefits, Lending Club, WrkRiot, ScoreBig, Rothenberg Ventures have in common?
They all channeled the “fake it ‘til you make it” ethos of Silicon Valley.
Only they didn’t make it.
Previous well-known cheats include MiniScribe, WorldCom and Enron and they’re only the tip of the iceberg.
Cheating is the getting of a reward for ability or finding an easy way out of an unpleasant situation by dishonest means. It is generally used for the breaking of rules to gain unfair advantage in a competitive situation. — Wikipedia
Yesterday’s post focused on the prevalence of cheating at all school levels and its acceptance as a laissez-faire, “everyone does it” attitude.
Of course, cheating isn’t new, but the more ubiquitous it’s become the more it’s been shrugged off.
And it’s this cheating mindset that has shaped Silicon Valley over the last decade or so.
Along with faking it is the “do whatever it takes to win” form of cheating as exemplified by Uber’s Travis Kalanick.
Cheating on ideas, such as meritocracy and fairness, has certainly contributed to the rise of the bro culture, also exemplified by Uber and recently documented by Susan Fowler. However, as Uber engineer Aimee Lucido points out, Uber is far from being alone.
It does seem that a large percentage of the egos that drive, and aspire to drive, innovation, along with the egos that fund that drive, have lost touch with the society they claim to serve and, instead, bought into an attitude espoused by Donald Trump.
“And when you’re a star, they let you do it. You can do anything.”
We would be better off if they would channel Sophocles, instead.
Image credit: Sean MacEntee
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