. . . with great and interesting posts every day.
Today Alex wrote on the recession, which is worrying lots of people. I’m a Zimbo so I am going, ahh! this ain’t so hard. Forgive me. This is what I have to say.
1. I have never worked with a lazy person, ever.
I have worked with people who were thoroughly disengaged and very unhappy. I have worked with people who I thought were misdirected (yes I thought, they didn’t).
People like working. The great trick is integrating people. And I will be the first to say that can be hard. I always take the view that we hired someone because they are good. If we are falling out, the responsibility is mutual and we should help the person (typically with the least power) move on to a better place – where they are highly valued, better paid, etc. And if we are so far down the road of conflict we can’t see the good anymore, we should back off and let someone else manage the relationship. I want to kiss goodbye (with relief as right now we are on a path to hating each other) and recover our friendship in due course. We both mismanaged our relationship. It is time for us to recover and make good.
2. I don’t want to work in a place where some pigs are more equal than others . . .
I’m a conventional HR-based psychologist. I do selection – you know those awful tests and reports telling you who you are. I can run up a comp-and-benefit scheme explaining who gets more money and why. I predict labor demand within organizations and match supply (to make sure we don’t suffer too much when you leave). I run the hello and goodbye programs. And I bollock anyone who gets into a disciplinary scenario because of the paper work they make for us all.
But I don’t want to work in a place where one person is more important than anyone else.
Everyone is important otherwise why did we hire them? Floors are not cleaned as a luxury. Clean floors are essential to the smooth running of our business, etc. etc.
I hate the idea that we look after the top 10% of people. Why do I select people, then, I hear you say? Because we have the technology to identify the matches that will never work – the extreme cases. Let’s make ourselves useful, folks. I am also happy when my deli refuses to sell me something because what I intend to do with their food is just plain horrible. There is nothing wrong with someone who knows, leaning over to someone who doesn’t, and saying, if you want to achieve X, do it like Y. What a wonderful expression of goodwill. I am saved disappointment and I feel great that someone cared enough to tell me.
3. Can organizations be egalitarian? Don’t we need leaders?
I discovered Barbara Sliter’s blog Creatorship – courtesy of Galba Bright. Thank you so much.
I have stopped believing in leadership. I believe we thrust up people to represent us. It is a dynamic process, as we are seeing the States right now. The answer is not given, and the person who most respects the dynamic will win, by definition.
On a daily basis, in my conventional role as a work psychologist, leadership is shared. I deliver data, collected professionally and organized to inform action in the circumstances we are in. Our understanding of the situation evolves during discussions, as mine does. And “leadership” shifts with the part of the situation we are considering. The “leader”, be it the senior line manager present, or any one else, leads by representing our collective and considered view to us and to others.
Sometimes the senior line person is so much more experienced than the rest of us, they add an overview we all recognize immediately as bringing us together. Mostly, they are sufficiently experienced, in our line of work and in leadership roles (they probably started practicing at pre-school!) and recognize when we are reaching agreement which they sum up effectively so that we can move forward with full confidence in each other.
Often, they find the group view is very much at odds with their own, but they represent our view effectively anyway. They value their people. We are on the team for a reason. Together we will make good decisions. We won’t always be right. And sometimes we will be right, but won’t win.
But we will put our best foot forward! They know that.
Barbara Sliter puts this so much better than I do. People who haven’t had the privilege of working in professional, collegial settings are ready. Ready to co-create meaning at work.
What I can do, is add the stories and the robust HR technologies for the pay systems, etc. I’ve seen places where the “least senior” person chairs the meeting. It works. And why not? They will be the least opinionated after all!
4. Recessions offer opportunity too.
Go back to Zimbabwe I hear you say. Maybe I will. I haven’t heard that for a while – at least 6 months. I must be keeping good company.
What counts in life is finding opportunity in what looks like a negative space. A 3% downturn is not trouble, believe me! But it is disconcerting. The firms that sit down, and openly talk about what is opening up for them, will thrive.
To refer to the American elections again, I deliberately engaged with Obama-skeptics to find out their objections. They don’t want universal health insurance, presumably because it may cost them a little. My scampering mind screams OPPORTUNITY! Where is Melissa Clark-Reynolds? I don’t know if you are Kiwi, Alex, but Richard will know whom I mean.
Whomever asks the best questions under frustration wins! I’ve also just found Galba Bright’s blog. He has posted today a great heuristic for managing meetings and particularly tricky meetings. I am going to look at that more closely today.
Thanks, Alex. I liked your post. It is closer to the egalitarian world I like (provided I am in charge of course!). I like working with knowledge workers. And BTW, Gen Y really get this. I had a conversation late last night with a colleague’s son who had been deputed by his father to help me with a website. At one point the young man said to me: tell me a little more about your skill set so I know what you will be contributing. Yep, indeed. They hold their own!