Shipulski On Design

Posts Tagged ‘People’

There is a dearth of engineering leadership capability, and it negatively impacts the company’s bottom line every day.  And it’s prevalent in all levels of the engineering organization.

Entry-level engineers feel the lack of engineering leadership capability as soon as they arrive.  They want to know how to get things done, how to address a lack of information, how to address a conflict, and how to develop themselves and their career. And yes, they want to know how to approach the work, use the tools, and follow the protocols.  But first-level engineering leaders don’t know how to help the young engineers in these ways because no one taught them.  And they don’t even know they’re supposed to give that type of guidance because no one ever gave them that type of guidance and support.

The result is a confused, disgruntled, and frustrated entry-level engineering crew who are unhappy and ineffective.  And the two things you don’t want in your entry-level engineers are unhappiness and ineffectiveness.  This directly impacts the bottom line.

Step up one level in the engineering organization, and though the needs are somewhat different, the problem is the same.  The mid-level engineering leaders don’t teach how to work across teams, how to assign work that will help engineers grow, how to create development plans, how to execute the work defined in those plans, and how to build confidence in their team members.

The result is more ineffectiveness and more frustration, but on a larger scale.  Talent retention becomes a problem, and engagement in the work wanes.  Both are bad for the bottom line.

Step up another level and, though the problems are different, the situation is the same.  The top-level engineering leaders can’t develop the mid-level leaders, the first-line leaders, and the entry-level engineers.  They were raised in the broken system and don’t know how to grow talent.  And the problem is so widespread that the engineering organization thinks it’s normal that no one gets guidance, mentorship, and support.  It’s such a big problem and so widespread that no one recognizes that there’s a problem.

But there is a problem.  A big problem.  And there’s a root cause that can be remedied.

The engineering organization is judged on completing projects as fast as possible and with the fewest resources.  And this forcing function blocks leadership development altogether.  And because of how they’re measured, the engineering organization believes there is no time to improve leadership capability and grow world-class engineering leaders.  But this thinking is wrong.

In a karma yoga way, the projects are the mechanism to develop engineering leadership.  Teaching engineers and leaders how to collaborate across teams IS leadership development.  Guiding young engineering leaders through a process to balance schedule risk and technical risk IS leadership development.  Working skillfully through resource conflicts CREATES engineering leadership capability.  Growing engineering leaders does not require extra work.  And it does not slow down the projects.  It makes projects go faster because skillful engineering leaders spot problems early (because someone taught them how) and fix problems immediately (because someone showed them how to do it on the previous project).

Engineers were not taught how to be an engineering leader in engineering school.  And we aren’t taught how to be engineering leaders in our day-to-day work.  And engineers are starved for engineering leadership, and engineering leaders are equally starved for mentoring and guidance.

Systematically developing engineering leadership talent is not a cost; it’s an investment.  What would happen to your bottom line if your engineering teams collaborated more effectively, if your engineers were engaged in the work, if engineering resources flowed naturally to the most important projects, and if your engineers and engineering leaders stayed with your company twice as long as they do now?

To improve your bottom line, invest in improving your engineering leadership capability.  This is The Way.

Image credit — Rob Roy

The marathon is a two-to-three-hour race.  The training plan is specialized and designed to get the athletes ready to run twenty-six miles.  And the marathon runners are lean and light because the physics of their event demands it.

The 100-meter sprint is a sub-ten-second race.  The training plan develops explosive power to accelerate quickly and strength to hold on for the last twenty meters.  Sprinters are muscled all over – shoulders, chest, glutes, quads, and calves – because that’s what’s required to win their event.

The decathlon is a multi-day event.  The training plan includes jumping, vaulting, throwing, sprinting, and distance running. Decathletes are strong, nimble, fast, robust, and multi-skilled because they compete in a wide range of events.  They do it all, and they do it on their own.  They are often called the best track athletes because they are highly capable in ten diverse events.  But they cannot outlast a marathon runner or out-accelerate a sprinter.

The 4 X 400-meter relay is a three-plus-minute race in which each of the four teammates runs 400 meters carrying a baton and passes it to their teammate.  They train as a team for their specific distance and build the right amount of strength.  They are muscled all over, but a little less so than the sprinters.  And they must work together with their teammates to time and coordinate a high-speed baton pass within the pass zone.  If they drop the baton, they all lose, so teamwork is a must.

Some questions for you.

What are you built for?

Does your sport fit you?

Do you have a good training plan?

How much time will you spend on your training?

Do you want to work on one thing or ten?

Do you want to run solo or with a relay team?

Image credit – Steve Austin

Reduce the energy cost of virtue so it’s less than the energy cost of sin. (Dave Snowden)

Said another way – make it easy to do the right thing.

Don’t push through.  Move obstacles out of the way.

Don’t tell people about their problem. Ask people about their problem.

Try small experiments and do more of what works and less of what doesn’t.

Don’t tell people they have a problem.  Volunteer to help them.

Instead of Ready, Fire, Aim, try Ready, Aim, Fire.

Before trying to improve things, define the system as it is.

When two competing theories cause disagreement, agree to try both.

Slow down to go faster.

Say no so you can say yes.

Give praise in public and give criticism in private.

Say nothing negative unless you’ve exhausted all other possibilities.

Build trust BEFORE you need it.

These are good ways to create the conditions for good things to happen.

Image credit — Peter Addor – The monkey that makes a monkey of us.

What is this all about?

What is the reason you do what you do? What’s your WHY behind the WHAT?

When you don’t do what you said you’d do, what’s the reason? And what does that say about you?

If the reason is right, I think it can be okay NOT to do something you said you’d do.  But I try to set a high bar on this one.

When things get tough, what gets you to push through?  For me, it’s about doing something for the people I care about.

When things go well, what causes you to give credit to others?  For me, it’s about building momentum and helping people understand the special things they did to make it happen.

Why do you show up?  When you ask yourself, do you have an answer?

How do you show up for? And the more difficult question – WHY?

When is it okay to be compliant in a minimum energy way?  And how do you decide that’s okay?

When do you decide to apply your whole self to something that others think is misaligned with the charter?  I think this says a lot about a person.

What are you willing to do even though you know you’ll be judged negatively for doing it?  I’m often unsure why to do it, but I’m sure it’s the right thing to do.  I don’t know what that says about me, but I’m okay with it.

To me, the WHY is far more important than the WHAT.  The WHY explains things.  The WHY tells the story.  The WHY gives guidance on what will happen next time.

When you do something happen that’s out of the ordinary (a WHAT), I suggest you try to figure out the WHY.  I have found that some seemingly nonsensical WHATs make a lot of sense when you understand the WHY underpinning the WHAT.

And during this holiday season, may you give people the benefit of the doubt on their WHATs, and take the time to understand their highly personal WHYs.  That can make for a happier holiday season for all.

Image credit — Christopher Henry

When the ocean gets tired from holding its water up to make high tide, it lets go and relaxes into low tide.  The ocean takes direction from the moon who knows it can’t always be high tide.  This is The Way.

When the earth gets tired from heating up the northern hemisphere it wobbles on its axis and relaxes its northern territories into cooler weather.  And the reduced energy demand in the north frees up energy for the earth to focus on heating up its southern hemisphere.  Taking direction from the  sun, the earth knows it cannot always be hot in the north or the south.  And it know it doesn’t have enough energy to make it hot in the north and south at the same time. And it knows it can’t be lazy all year and let it be cold in both hemisheres year round. It’s natural for winter to follow summer and for the hemispheres to be out of phase.  The earth and sun know this.  It’s natural for them.

Bears have their fun in spring summer and fall.  They are all-in on eating, taking care of young bears, and making new ones.  After three seasons of fun and games, bears know they need to hunker down and rest for the winter.  That is how it is with bears and how it will always be. It is natural bear behavior. And it works.

When you work out hard, your body knows it needs to rest the next day.  It knows it needs to recover from the elevated stress of the workout so it gives you feedback that it’s important to do less the following day. There’s nothing wrong with that.  In fact, there’s everything right with that.   It’s natural and it works.

And there are natural rest cycles at work,  After a full week of planning meetings, people need to downshift into work that is less taxing and gives their bodies time to process the plans.  This is not weakness, it’s natural.

And there are even natural hibernation cycles at work in the form of vacations and holidays.  Like with bears, our bodies need (and deserve) deep rest.  And just bears don’t check their email when hibernating, neither should we.  Taking time for deep rest is not irresponsible or wasteful, it’s natural

Without a trough there can be no crest.  And without rest there can be no high performance.  This, too, is natural.

Image credit — Geoff Henson

It doesn’t take much to make a difference, but if you don’t recognize the need to make one, you won’t make one.

When you’re in a meeting, watch and listen. If someone is quiet, ask them a question. My favorite is “What do you think?” Your question says you value them and their thinking, and that makes a difference. Others will recognize the difference you made, and that may inspire them to make a similar difference at their next meeting.

When you see a friend in the hallway, look them in the eyes, smile, and ask them what they’re up to.  Listen to their words but more importantly watch their body language.  If you recognize they are energetic, acknowledge their energy, ask what’s fueling them, and listen.  Ask more questions to let them know you care.  That will make a difference.  If you recognize they have low energy, tell them, and then ask what that’s all about.  Try to understand what’s going on for them.  You don’t have to fix anything to make a difference, you have to invest in the conversation.  They’ll recognize your genuine interest and that will make a difference.

If you remember someone is going through something, send them a simple text –  “I’m thinking of you.”  That’s it.  Just say that.  They’ll know you remembered their situation and that you care.  And that will make a difference.  Again, you don’t have to fix anything.  You just have to send the text.

Check in with a friend.  That will make a difference.

When you learn someone got a promotion, send them a quick note.  Sooner is better, but either way, you’ll make a difference.

Ask someone if they need help.  Even if they say no, you’ve made a difference.  And if they say yes, help them.  That will make a big difference.

And here’s a little different spin.  If you need help, ask for it.  Tell them why you need it and explain why you asked them.  You’ll demonstrate vulnerability and they’ll recognize you trust them.  Difference made.  And your request for help will signal that you think they’re capable and caring.  Another difference made.

It doesn’t take much to make a difference.  Pay attention and take action and you’ll make a difference.  But really, you’ll make two differences. You’ll make a difference for them and you’ll make a difference for yourself.

Image credit — Geoff Henson

Here’s what it looks like when the same old tricks no longer carry the day.

Efficiency of effort

• For the same energy, you get more in return.
• For the same energy, you get the same in return.
• For more energy, you get the same in return.
• For more energy, you get less in return.
• Out of energy.

Efficiency of profit

• Increased profit and increased sales.
• Lesser increased profit and unchanged sales.
• Unchanged profit and unchanged sales.
• Decreased profit and unchanged sales.
• Decreased profit and decreased sales.
• No profit and no sales.

Vibrancy

• High-energy citizens with a strong customer focus.
• Medium energy team members with some customer focus.
• Medium-energy people with little customer focus.
• Lethargic nameless humans with no customer focus.
• Nobody home.

Time Horizon

• Long-term purpose, medium-term execution, short-term adaptation.
• Medium-term execution, short-term adaptation.
• Short-term execution, shorter-term bickering.
• Shortest-term floundering.
• Out of time.

Truthfulness

• Truthful communication is delivered clearly and skillfully.
• Truthful communication is delivered less skillfully.
• Partial truths delivered.
• Partial truths delivered unskillfully.
• No truths.

Trust

• Many tight groups of informal networks share information naturally and effectively.
• Informal networks share information naturally.
• Informal networks share information.
• Informal networks go underground to share information.
• Informal networks go underground and band together to protect each other.
• Informal networks give up.

Image credit — philhearing

When you catch someone doing good work, do you praise them?  If not, why not?

Praise is best when it’s specific – “I think it was great when you [insert specific action here].”

If praise isn’t authentic, it’s not praise.

When you praise specific behavior, you get more of that great behavior.  Is there a downside here?

As soon as you see praise-worthy behavior, call it by name. Praise best served warm.

Praise the big stuff in a big way.

Praise is especially powerful when delivered in public.

If praise feels good when you get it, why not help someone else feel good and give it?

If you make a special phone call to deliver praise, that’s a big deal.

If you deliver praise that’s inauthentic, don’t.

Praise the small stuff in a small way.

Outsized praise doesn’t hit the mark like the real deal.

There can be too much praise, but why not take that risk?

If praise was free to give, would you give it?  Oh, wait.  Praise is free to give.  So why don’t you give it?

Praise is powerful, but only if you give it.

Image credit — Llima Orosa

What could we change to become happier? 

Happiness comes when our reality (how things really are) compares favorably with our expectations. If happiness comes from the comparison between how things are and our expectations, wouldn’t we be happier with any outcome if we change our expectations of the outcome? But how are expectations defined? What makes an expectation an expectation?  Where do our expectations come from?

If we expect to have no control over the outcome, wouldn’t we be happier with any outcome?  Aren’t we the ones who set our expectations? And hasn’t the Universe told us multiple times we don’t have control? If so, what’s in the way of giving up our expectations of control? What’s in the way of letting go?

What could we change to become more thankful?

Thankfulness comes when our reality, what we see or recognize, compares favorably with how we think things should be. If thankfulness comes from the comparison between what is and what should be, what if we changed our shoulds?  Wouldn’t we be more thankful if we lessened our shoulds and reality compared more favorably? But how are shoulds defined?  What makes a should a should? Where do our shoulds come from?

If we can help ourselves believe we don’t have control over how things should be, wouldn’t we be more thankful for how things are? And aren’t we the setters of our shoulds? And hasn’t the Universe often told us our shoulds have no control over it? If so, what’s in the way of giving up the belief that our shoulds have control over anything? What’s in the way of letting go?

Shoulds and expectations are close cousins and both influence our happiness and ability to be thankful.

At this Thanksgiving holiday, may we be aware of our shoulds and enjoy our friends and family as they are. May we be aware of our expectations and enjoy the venue, the food, the weather, and the conversations as they are. May we suspend our natural desire to control things and be happy and thankful for things as they are.

And may we love ourselves as we are.

Happy Thanksgiving.

Mike

Image credit — Bennilover

I was invited to an important meeting.  Here’s how it went.

I was invited to an important meeting.  I want you to attend with me.

I was invited to an important meeting with my boss.  Will you join me?

I was invited to an important meeting but I cannot attend.  Will you go in my place?

I was invited to an important meeting but the company will be better served if you attend.

I heard you were invited to the meeting instead of me.  I think that’s great.

Here’s a presentation I put together.  I want to explain it to you.

Here’s a presentation I put together.  What does it say to you?

Here’s a presentation I put together.  What’s missing?

I want you to create a draft of a presentation which we’ll review together.

I want you to create the presentation.  I’ll review it if you want.

I want you to create the presentation and deliver it.

I heard you helped someone create an interesting presentation and it went over well.  I’m happy you did that.

This is the situation and this is what I want you to do.

This is the situation and this is what I think we should do.  What do you think?

This is the situation. What do you think we should do?

This is the situation.  What are you going to do?

What’s the situation?

What’s the situation and what will you do?

What was the situation and what did you do?

I heard you helped someone with their situation.  That made me smile.

Image credit — Bastian_Schmidt

Whatever business you’re in, you’re in the people business.

Scan your organization for single-point failure modes, where if one person leaves the wheels would fall off.  For the single-point failure mode, move a new person into the role and have the replaced person teach their replacement how to do the job.  Transfer the knowledge before the knowledge walks out the door.

Scan your organization for people who you think can grow into a role at least two levels above their existing level.  Move them up one level now, sooner than they and the organization think they’re ready.  And support them with a trio of senior leaders.  Error on the side of moving up too few people and providing too many supporting resources.

Scan your organization for people who exert tight control on their team and horde all the sizzle for themselves.  Help these people work for a different company. Don’t wait. Do it now or your best young talent will suffocate and leave the company.

Scan your organization for people who are in positions that don’t fit them and move them to a position that does.  They will blossom and others will see it, which will make it safer and easier for others to move to positions that fit them.  Soon enough, almost everyone will have something that fits them.  And remember, sometimes the position that fits them is with another company.

Scan your organization for the people who work in the background to make things happen. You know who I’m talking about.  They’re the people who create the conditions for the right decisions to emerge, who find the young talent and develop them through the normal course of work, who know how to move the right resources to the important projects without the formal authority to do so, who bring the bad news to the powerful so the worthy but struggling projects get additional attention and the unworthy projects get stopped in their tracks, who bring new practices to new situations but do it through others, who provide air cover so the most talented people can do the work everyone else is afraid to try, who overtly use their judgment so others can learn how to use theirs, and who do the right work the right way even when it comes at their own expense.  Leave these people alone.

When you take care of the people part of the business, all the other parts will take care of themselves.

Image credit – are you my rik?