Playing a role of a CIO again! Journey is everything.

Last year, I went through a period of career reflection. I summarized almost 10 years of my consulting work and, to my surprise, discovered there was a lot going on under the surface.

First, I realized I was no longer learning. Situations began to repeat themselves, and companies started to look increasingly similar. I also discovered that the thrill of being proud of advising others, which initially motivated me to start consulting, was no longer compelling or necessary for me.

Second, I felt I wasn't building anything I could own in the long term; my need for ownership was clearly unmet. Similarly, my need for belonging was unfulfilled—people and companies changed, but I always remained an outsider.

My energy was flowing in one direction only: outward, with no chance to achieve balance and get some energy back. While I helped many CTOs, PMOs, TOs, PMs, and executives, I realized I hadn't been helping myself.

In conclusion, I decided that my next mission is to focus on one thing, with the same people, and build something together for the long term.

So, I switched to a CIO position. My first impression is that it is a far better position to promote personal and systemic change than that of a Transformation Coach. It is much more effective than being an external consultant because my voice is from the inside.

Being a CIO provides me with a better ability to be effective and create a higher impact.

Playing this role comes naturally to me this time. I am finally capable of leveraging people skills, tech skills, and organizational skills. I must admit it wasn't the case the last time I held a similar role. I spent a decade maturing after acting as an IT director for the first time.

The journey is everything. I can now openly recommend myself as an IT director to any company, which was not the case ten years ago. But that's just a side effect ;) Primarily, I feel I am using my energy for the right thing. I derive my actions (again!) from my personal inner locus. This feels really good.

I enjoy reflecting on my journey and am happy to share it with you and as many people as I can influence, to leave this world a better place.

A journey of self-transcendence - towards expressing myself

Summarizing my experiences and building my own understanding of what is important, what is meaningful and what is relevant resulted in a few mini books published on Leanpub and one fully fledged book - Good Companies, published on amazon. Clearly writing is my channel of expression.

The journey took me a few years before I was able to make my own sense of reality, extract the essence of my experience and use it to switch to the forward-looking frame. In this new frame I discovered endless potential for growth and transcendence. For me personally, for companies, and for societies.

Even now, one year after the Good Companies book was published, I resist removing a weekly reminder in my calendar that I set years ago in order to shape and define the rhythm of my efforts. Clearly the journey has transformed me and became a cornerstone of who I am, of my identity.

What's for you in my story?
1. Hear your inner voice, grow up to your mission, let it become the source of your actions.
2. Find your natural channel of expression
3. Let the change happen despite the associated feeling of "losing control" and departing from what you are used to and how it used to be, from your comfort zone.

A refreshing switch from enterprise to small scale

During my first weeks of work that I had started recently, my family and colleagues were empathizing with me asking about how I found the company. I came up with two metaphors that I feel are describing my thoughts quite accurately. To give you the context I started my career in small startup companies, spent the last decade with enterprise size companies, and joined a small company a month ago.

Boeing vs light plane. Joining a small company of 40+ persons after working in enterprise size companies feels like switching from piloting a Boeing intercontinental to piloting a light recreational plane designed to carry two persons. It feels light, agile and lean - every manoeuvre is possible! A decision made in seconds? Yes! Talk to a person responsible directly? Yes! Find a spot for a meeting today in calendars? Yes! Talk to the CEO? Surely, yes! :) This feels absolutely amazing! 
Also, activities like planning a workshop for the product team a week ahead is possible. Defining the strategy for IT department, nominating chapter leaders is doable darn fast! And so on.

City habitants vs villagers. Another change when changing the scale so rapidly is the change in interactions with people. Interactions are direct. There are no line managers, hierarchies, etc. Awesome, easy. Yet the most significant change is in how people present themselves. What do I mean by that? Enterprise makes people feel and behave as if they were anonymous, similarly to how I find habitants of big cities. One interacts with a shoal of anonymous, similar people. One cannot have time to distinguish them by investing in building individual relations. In a small scale the interaction is of a completely different nature. It resembles the interaction between habitants of a small village. Firstly, everyone knows each one - there is no anonymity. That's how I like it! There is no thing that your colleagues will not know about you. Also, personal characters are fully visible. I say the characters are sharply cut from wood by a talented artist. Everyone has a personal cut. The same applies to me, too!

Overall, this change of daily experience feels refreshing to me. Real people and high decision power to create reality every day! Sounds awesome, doesn't it?!

Interview (in Polish): KRYZYS WARTOŚCI w nowoczesnym świecie - jak się ODNALEŹĆ? | Piotr Trojanowski

W dzisiejszym dynamicznie zmieniającym się świecie, gdzie technologia i biznes ewoluują w zaskakującym tempie, często zapominamy o podstawowych wartościach i równowadze między życiem zawodowym a prywatnym. W tym odcinku "Kryzys Wartości w Nowoczesnym Świecie", zgłębiamy tematykę holistycznego podejścia do życia i pracy. Rozmawiam z Piotrem Trojanowskim o tym, jak zarówno liderzy biznesowi, jak i każdy z nas może odnaleźć harmonię i sens w codzienności. Poruszamy kwestie sztucznej inteligencji, transformacji biznesowej i znaczenia pełni człowieczeństwa w nowoczesnym świecie. Dołącz do nas, aby odkryć, jak możemy razem budować bardziej świadomą i zrównoważoną przyszłość. *W filmie poruszymy tematy* Redefinicja Sukcesu: Jak nowoczesne spojrzenie na sukces wpływa na nasze życie zawodowe i osobiste. Rola AI w Biznesie i Życiu: Zrozumienie wpływu sztucznej inteligencji na decyzje biznesowe i codzienne życie. Zmiany w Edukacji i Biznesie: Jak adaptować się do przewidywanych rewolucji w szkołach i firmach. Wyzwania Transformacji Biznesowej: Przejście od status quo do innowacji i autonomii pracowników. Społeczne Skutki Technologicznej Ery: Dyskusja o nowym układzie społecznym w obliczu zmian technologicznych. Holokracja i Nowoczesne Organizacje: Eksploracja nowych modeli organizacji biznesowych. Równowaga Pracy i Życia: Jak znaleźć balans między karierą a życiem prywatnym w świecie pełnym presji. Duchowe i Emocjonalne Aspekty Biznesu: Znaczenie wartości, duchowości i emocji w podejmowaniu decyzji biznesowych.

Surviving service market collapse together!

When I (re)started my consulting career at the beginning of 2020 I was so pleased to be on my own again! The feeling of the wind in my hair, endless opportunities, and being a skipper of my own fate. After 4 years it still feels natural for me, it reflects who I am. However, these 4 years turned to be the most challenging period in my career. First due to COVID-19, and this year, 2023, due to the effect of "the most expected recession ever" when companies literally cut all budgets to their roots.

I have been working in IT industry for 20+ years: I followed a technological career path for circa 12+ years, then got involved in running teams and projects, then I evangelised all the best practices of IT, software engineering practices, starting from XP, ending at Enterprise Agility, to massive companies that were lagging behind the innovation levels of their competition. In a way similar to many IT people, I was pulled out from IT work to play a bigger, "societal" mission to help those companies catch up. And then the mission was exposed to the market conditions of 2023. 

Instead of doing purely the domain work I spent a significant portion of my time on pre-sales and marketing activities. (By the way, allow an off-topic here: this is why I claim that companies should replace hiring for positions with hiring to a distribution of roles, where, as in our personal lives, we play multiplicity of roles. Positions are oftentimes to rigid structuring limiting value generation and contributions).

Here are the lessons learnt that I feel I should share with my peers: advisors, contractors, small boutiques, expert think-tanks, etc.

1. You are still the same valuable (wo)man! Your knowledge and expertise are needed. It's not the right time of the cycle though. 

2. Don't panic. Understand and respect the market cycle. There are things you can control, things you can influence, and things that concern you (which you cannot change).

3. Invest in yourself - as countries extend their engagement in public service work during crises, you should also invest in yourself. Get ready for the new cycle! Refresh your value proposition - the market will require more in the new cycle as the overall body of knowledge grows and experiences from the past are processed and transformed into new ideas and needs. 

In my case, for example: I passed SAFe SPC certifications (never needed it - my experience was self-explanatory). I have caught up on th AI / ML trends and progressed on the Google Cloud Machine Learning Engineer Path towards Google Certified Professional exam. (it's been great fun by the way to see all the concepts that were "theoretically possible" when I was a student, implemented at an enormous scale).

4. In parallel - refresh personally: first close all open loops from the past. Process experiences, accept them. Look for what new qualities have emerged through your experiences. Find your preferred channel, reading, writing, physical activities, art, and leverage it to process the cloud of thoughts into clarity. 

In my case, my natural channel is writing (check out my Good Companies book, available on amazon) and (amateur level) sports. 

Before jumping into new endeavors, you need to understand, refresh your understanding, who you are, who you want to be, where your skills are, where your interests are, where your values call you. As they say: start with the end in mind.

5. Take special care of and pay special attention to your relation with your life partner. They may not be fully aware of the sources of your changed behaviors. Put yourself in their shoes and see how this "infected" you infects them, their stability, their roots, so that they do not lose ground under their feet - they are used to relying on you, they have relied on you for years. 

For example: I took my wife on a trip to Paris that we have been postponing for years. This was the best trip ever!

6. Network heavily - during recession there are plenty of people who lost their jobs or contracts. It's not an easy time and you may not want to go through it alone. You also may not want your peers to go through this alone. There is a certain level of pressure coming from societal norms for those labelled as "unemployed". For me, historically, the network has been the most effective source of work. 

Again, what I did in this area: I promised myself to reach out to one person I used to work with in the past every weekday. It really feels great.

p.s. I am planning a separate post on what I did with the blessing of more free time that was usually the case.

Credits: Photo by Kenny Eliason on Unsplash

Whole-Mind Thinking by Alan Seale and my renaissance of Human Integrity

One of the books that took me by surprise is Alan Seale's Transformational Presence. 

I may say I have a resonating relation with this book. The book first surprised me with novelty of its narrative, then gave me relief that I was not alone, apparently not the only one who thought this way, helped me make sense of what I had sensed yet could not name for a long time, equipped me with a frame and vocabulary to use, and gave me strength to talk about the new perspective I learnt openly. 

I am grateful to Alan for enabling all those above-listed personal developments of myself. 

I am also surprised what a strong mark the social formatting I received in childhood left on my mind. For years I was not aware of this transparent layer of norms through which I was perceiving the world.

Examples of my discoveries in the book are The Whole-Mind Thinking and the The Whole-Being Awareness. They are central concepts which put together define the mental frame presented. I pictured the essence of The Whole-Mind Thinking on the poster below while I leave it to you to find out what The Whole-Being Awareness is.

I used The Whole-Mind Thinking in my book Good Companies to illustrate the wholeness and architecture of human intelligence in the first transformation story: Story 1: Renaissance of Human Integrity. 

I believe Story 1 is the most natural place to start the transformation - in order to transform the world, we first need to be strong and integral ourselves. The mission we need to accomplish needs us strony and integral! 

Two Transformation Intention Checks

I think we all deserve a dose of vaccination against glorification of "arbitrarily chosen shared values" as the pivotal transformation axis.

What resonates strongly with me in Otti's post are the two elements that open up space for trust and prove the intentions of originators of a transformation, namely

1. the need for redistribution of power and wealth, and
2. the goal of mitigation of the root causes vs taking the risk of reinforcing a rotten system

These two Intention Checks, as I decide to call them, are core to bear in mind, strive for, track and validate continuously when designing and leading a transformation.

These two Intention Checks are also promising candidates for becoming the pivotal transformation axis, and for becoming an explicit element of a transformation contract.

And also, these two are the litmus paper test, or smell sensors, of openness so necessary in organizations.

See also LI posts to read the whole discussion.

Myth Busters Series: VUCA SUCCs (sucks!)

I need to admit I have long felt uncomfortable with the VUCA world framing. At some point I discovered more people not quite happy with it. (e.g. see the post of Dr Claudia Gross here.)

Historically, the VUCA term was originally coined in geopolitical context to frame leadership theory during the post-cold-war era. Its first application was in the context of military leadership at United States Army War College. (Wikipedia will introduce you to the story best.)

But then VUCA was quickly adapted by management consultancies which transferred the term into the business world. Equally quickly it became a buzzword in the context of transformation, a buzzword aiming to create a sense of urgency for a change. 

I never felt comfortable with how VUCA is used in the business context. Here goes why.

First, it brings wrong metaphor of military leadership, battlefield, etc. Companies are not battlefields for me. The framing in consequence implies focus on operational context, which is important at a battlefield, while I believe companies currently need strategic awakening. All the effort to make companies operationally excellent forgets that it is direction of development that matters in the first place. Speed of operation will build up as a consequence of people's deep connection to the direction.

Second, I saw VUCA being used as a technique for creating an artificial sense of urgency by consultants and managements of organizations. And there is little worse than that - after a few times of using this technique employees grow cautious of the intentions behind the technique and grow immune to similar "change marketing" statements. They become untrustful and thus reserved to enrolling in successive transformation efforts.

Anyway, enough on the old VUCA. It's neither a good metaphor nor a good starting point.

What is true for me in the business context is the following: Simple, Unequivocal, Consistent and Certain (SUCC). Let me bust the myth of VUCA and demystify its individual components one by one while introducing their SUCC counterparts. 

Volatile? - Our efforts are rather persistent and Consistent - we have been very determined in implementing the technological layer between us and the natural environment. And yes, we have been consistently yet unconsciously suffering from the effects of this separation (see Awakening from the Meaning Crisis by John Vervaeke)

Uncertain? - our future is Certain - we are going to cause the extinction of humankind and the planet or at least cause irreversible changes to those.

Complex? - our world is pretty Simple. We are all, i.e. individuals, societies, governments and institutions, slaves of the economic system we have created, (see the lifetime works of Professor Stefano Zamagni), The economic model is based on our atavistic, reptile-level assumptions and principles. And yet we are not capable of changing it.

Ambiguity? - our world is Unequivocal. We have been destroying the planet and ourselves being stuck in the mental frame of exploitation. What also is unequivocal is our lack of capability to accept and understand the results of our actions. 

This bias in our collective understanding, the blind spot, the degenerated least common denominator of supremacy of humankind which we agree to be the cornerstone of the collective understanding, is exactly the root cause of why we have been hurting ourselves and everything around us.

All right, so how do we use the new SUCC acronym? I suggest we stop the destructive self-deception and replace the false VUCA business world framing with the VUCA SUCCs demystifier.

This is not to celebrate our SUCCess in this very focused and determined effort of our worst collective ego to exploit the world as a defense against the made-up threats of VUCA. What I mean is to stigmatize VUCA once and forever.

Stigmatize it with what calls us so strongly on individual level, with what everyone of us feels, senses and experiences through listening to our inner voice - how this VUCA journey SUCCs (sucks)!

From now on I am always going to use these two acronyms together - VUCA SUCCs.

#goodcompanies 

The Joseph Pelrine's Mentoring Codes

About a year ago Joseph Pelrine shared his thoughts and reflections on mentoring in this LI post. 

After a year I find myself coming back to it regularly. The mental frame is generous, developmental, and resonating. I copy it here to spread the word and, honestly, for easier reference for myself. In the same spirit of easy referencing I dared to coin the name for this frame.

So, ladies and gentlemen, without further due, here is the copy of the original post of Joseph. 

The Joseph Pelrine's Mentoring Codes 

Some thoughts on mentoring. During a recent conversation with a young friend, I was saddened and shocked to hear that they were looking for someone to mentor them, but all the people they asked demanded lots of money to do so (n.b. they work in a completely different field, so I can’t help them). 

I guess I’m stupid. I could have earned a lot of money from the people I’ve mentored. But I don’t work like that. For me, 

helping others is a social norm and a moral responsibility

My mentoring doesn’t come free of charge, though. I ask for 4 things from the people I mentor: 

1. Make me proud of you. Always strive to do your best. You won’t always succeed, but I’ll help you learn from your failures so that you get better. 

2. Don’t go dark on me. Stay in touch with me and let me know how you’re doing, especially if you’re not doing well. Sometimes we can pick up subtle clues to potential problems that will help us get better. 

3. Look for opportunities for us to work together. Even though I’m not asking you for any money, I don’t mind if your company or your client supports our work financially 

 

4. Pay forward. I’ve only gotten to where I am because my mentors gave freely of their knowledge, and only asked of me what I’m asking of you. As Edith Piaf (supposedly) once said: "when you've reached the top, send the elevator back down for the others".

p.s. Joseph has remained our guru since the dawn of resonate. 

Contractor's fate - characteristics of entrepreneurial approach to career

Image by Gerd Altmann from Pixabay

For those of you who are considering becoming a contractor or already are contractors and looking for peer stories this is a very personal glimpse of my experience after a decade of being a contractor.

• Energy (in)balance. It is hard to maintain the energy balanse. This job is really about radiating your energy. I need to cumulate the energy and then radiate it into the human system of the client. I invest in others, both in individuals in companies, I help them grow, I help them achieve success. Lots of people I helped got a career boost thanks to what we did together and thanks to my contribution. Some are grateful, some others are not, assigning success to themselves. Once the job is done the split of benefits is drastically unequal: career advances vs a time to leave for me.  I enjoy that I helped them yet also wish there was something long term in it for me. No, there is nothing long term for me except satisfaction. It is difficult to absorb some of the energy back to compensate for the energy invested. Only a fraction of clients calls again. 

• Yes, it feels lonely sometimes. I work with some of my best friends at resonate.company yet we rarely work together at the same client. Working together is exactly what made us friends and we knew we wanted to repeat this experience, but it is not so easy. So, the synergy effect suffers.

• Lifetime adjourning. It feels lonely also because I have initiated a lot of Communities of Practice within client organizations and enjoyed being the "founding "leader" and then I had to leave them. So, I know a lot of friendly people in companies, yet I have to adjourn to make space for them to grow and become leaders.

• It is you who needs to pull the trigger and leave. For hygiene I tend not to work with the same client for more than 18 months. The power of the external perspective I bring deteriorates with time and I feel I become trapped in the internal perspective as everyone else. At the same time diversity of your exposure to various clients is what makes you attractive and appealing for clients, so even when it is tempting to stay, you should leave to build your value proposition.

• Long-term sense of ownership. As long as there is plentiful of high energy emotions during client engagements, engagements are usually short term, in months, sometimes a year. There is nothing that extends for 5, 10, 20 years and you can say it is your child, your creation. No product, no business unit, no company. They all have new owners. Except for my company, the one I continuously create, of course. That is why I am a part of a bigger digital boutique together with my friends. Our company is something that will outlive me hopefully. And, except for other assets you create - a book for instance, or other acting in addition to your regular contracts. I authored a few books and that is what heals my sense of long-term ownership. As you can see, the long-term ownership becomes your own duty. You cannot rely on a ready to use logo that simply is there and invites you to build long-term ownership simply by identifying with it. By the way, this need for long-term authoring is sometimes perceived by sponsors of contracts as "not engaged enough". I find such framings very unjust, narrow, and missing the understanding. Contractor's duty to develop her own company deserves respect in the same way as a full-time employee's commitment to spend their lifetime in one company. They both look for fulfillment through contribution to something bigger than themselves individually.

• Yes, it feels great to be on my own! No boss, not an aspirational one, not a stupid one. Would I exchange it for a full-time job engagement? May be. It depends :) For sure it would need to be a full-time job with friends and with a high dose of autonomy. It happened to me that my old friends have hired me as a contractor to help them with some topics and it felt really good. I did not care what form the collaboration took formally: a contract or full-time position. It was of secondary importance as long as I could be collaborating and co-creating with friends. 

• Jealous full-timers? I meet lots of people who initially feel a bit jealous of the freedom that is associated with contracting. Many people never had the courage to try, which I fully understand - it takes a characterological profile and a mixture of courage, stupidity, and risk appetite. Sometimes it just takes a coincidence. In my case, it happened naturally, as my first job back in 1998 was remote and in a small company so it did have aspects of contracting. And, by the way, if it makes it easier for you - I never thought I would be a contractor. Some people still say I have the worst profile for a contractor ever. The truth is that I start every job with a thought at the back of my mind that it is going to last for a lifetime. Coming back to my point - being jealous says a lot about the person who is jealous, about some lack, about an unfulfilled need, about questioning whether her style of investing time and building career, and sometimes about the need to go wild. Let me say, that as a contractor I experience jealousy in the same frame but in the opposite direction - I am sometimes jealous about stability, long-term focus, and ownership, about personal development budgets, about weeks of paid holidays, about paid sick leaves, etc. Again, let's appreciate we are just humans trying to contribute and fulfill our lives, and let's respect each other.

Kate Raworth - economy designed to thrive not to grow! TED talk

I am apparently a few years after the pioneers, still trying to catch up, even with the whole research I did for the Good Companies book... :) And it still feels good that my ideas are genuine so that I can contribute them to the world! What a year that was - the Pinker's book and Raworth's book published!

Here goes the summary of Kate Raworth TED talk.

• It is time to reimagine the shape of the progress curve - do we need economies that grow, whether or not they make us thrive?
• Gross Domestic Product (GDP) invented in 1930s and very soon became the overriding goals of policymaking
• Governments still think that the solution to their economic problems lies in more growth
• W.W. Rostow,  The Stages of Economic Growth, 1960 book installs the believe that growth is necessary for something beyond than itself, like national dignity or better life for children
• Roster left us flying into the sunset of mass consumerism. Yet the plane can never land. He knew this, and left us with the unanswered question:

What to do when the increase in real income itself loses its charm?

• We are financially, politically and societally addicted to unending growth, through ROI in business, GDP in politics, and a century of consumerism propaganda in societal dimension, respectively.
• GDP is 10x biger than it was in 1950s, brought prosperity to billions of people. Yet economy became devisive - 1% rich problem, degenerative - destabilizing this delicately balanced planet on which all our lives depend, 
• Politicians offer new destinations of growth, yet

    I think it's time to choose a higher ambition, a far bigger one: to meet the needs of all people within the means of this extraordinary, unique, living planet so that we and the rest of nature can thrive.

• No economist from the recent century saw this picture (of the current state), so why would we imagine that their theories would be up for taking up its challenges? We need ideas of our own because we are the first generation to see this, and probably the last with a real chance of turning this story around.
• The new economy must be regenerative by design and distributive by design. 
• We intuitively understand that when something tries to grow forever within a healthy, living, thriving system, it's a threat to the health of the whole. So why would we imagine that our economies could be one system that can buck this trend and succeed by growing forever?
• We need to overcome the structural dependency on growth so we can instead focus on thriving and balance
• It is boundaries that unleash our potential

John Vervaeke - Awakening from the Meaning Crisis

 Thanks to Mariusz Kreft I have recently discovered the series of lectures by John Vervaeke, Awakening from The Meaning Crisis. 

It is the most powerful material I heard so far on why there is so much human disintegrity, we feel so much of absurdity and are so disconnected from the reality.

What is wisdom, what is meaning, how do we pursue it, what is the vehicle that awakens our virtues, how do we become the most human, how do we fulfil ourselves?

Please find here a sample transcript as a teaser for the series:

Aristotle points out that there is this deep form of foolishness that comes from a lack of character. He calls it AKRASIA. Akrasia is when you know what the right thing to do is, but you don't do the right thing. 

Why you behave foolishly? Ignorance is when you do the wrong thing because you don't know. A part of foolishness is when you know what the right thing to do is and you still do the wrong thing. Here's Aristotle answer: You do the wrong thing because although you have the right beliefs (aka impotence of beliefs), you don't have sufficient character. 

You have not trained things, skills, sensitivities, you have not created the virtual engine that is regulating your growth and development, such as you will not live up to your potential. For Aristotle you become a good person if you actualize, if you in-form your being with a virtu-al engine that realizes those things that are distinctive of our humanity.

What makes us different from the plants, the animals, and other species with minds? a.k.a. Why am I more valuable more than this table? What are those characteristics that are unique to us? Here is where Aristotle gives the axial revolution his answer: Your capacity for overcoming self-deception, your capacity for cultivating your character, for realizing wisdom, and for enhancing the structure of your psyche and your contact with reality. That's what rational means. 

Your purpose is to become as fully human as possible. How are you cultivating your character to do so? This is what Aristotle is going to ask you again and again. How much your live is dedicated to recognizing and cultivating those rational capacities, those things that make you most human in contrast to all the other things around you.

by John Vervaeke.

Personal relation with "Your work is shit" leadership style

 I have a confession to make - I am a big fan of "Your work is shit" approach by Steven Jobs. It is so unpopular these days that I already feel guilty, passe and removed from your social media. Still here I am, making the confession to show my vulnerability in a hope to be understood better.

To understand where I am coming from you need to know that I am very demanding from myself. I have always been. As a result I am also very demanding from people I work with and live with. I reflected on this many times, asked myself questions how it influences my relations with others, how it influences my ability to co-create, etc. I explained to myself that I have the Achiever profile - I am fuelled by achieving. But I felt this explanation is not the whole story - that's only how it looks at the surface. Achievement is actually just a side effect of the real driver - the urge to become wholly embedded in solving a piece of puzzle. When I am solving a puzzle nothing else exists, aka the flow. This is how I engage in work. Till it's done. Then I can go out and socialise, eat pizza and drink beer. Until the next wave of urge to Solve comes. So more than an Achiever I am an Obsessive Solver, a Craftsman. Coming back to "Your work is shit" - this helps me produce better solutions - by challenging what I have done and my current approach. This helps me cross the boundaries and limitations and breakthrough to wider landscape of options. 

There is on more thing wrt "Your work is shit" - this frame is, in my honest opinion, very close to my favourite quote "The ABC of Business Decay" by Warren Buffet - Arrogance, Bureaucracy and Complacency. Especially the Complacency resonates between these two famous quotes. If I am complacent with my work it means for me that Complacency has reached me. And, as always, there are others working harder than myself while I am contemplating Complacency. 

I recommend starting every decision making, every option generating workshop by posing the "Your work is shit" frame - to open up discussion about how we can do it better. It is similar to another brainstorming technique by the Heath brothers - the Vanishing Options test. It goes like this: Imagine your favourite option is not an option given the situation. What are other options? It is also related to BHAG goal setting. BHAGs are goals that are not achievable by the current means and the current levels of thinking.

How all the above influence my desired identity of a Transformation Leader? Some will say, such confession crosses me out as a transformation leader. Honestly? I think there is a great match between being the Solver and being a Transformation Leader. A Transformation is a huge effort and it is supposed to take companies across a big river full of crocodiles to another bank. Such effort usually needs a BHAG goal to even risk it. And a realisation coming from the first attempts to solve it - that the BHAG is not achievable by the current habits, thinking and ways of working.

So here I am: suspected of being Achiever while actually being a Solver. Suspected to be a Toxic Leader while I feel a Radical Candor leader: I always care personally and yes I always challenge directly. 

Credits: Photo by Tamara Gak on Unsplash

Remodelling of employee-employer relationship

This article describes my understanding of the current state and the desired direction of evolution of the employee-employer relation (EER). I was triggered to share my view by the McKinsey’s Organization insights presented in the “Great Attrition or Great Attraction? The choice is yours.” article published here.

I fully agree with the bottom line presented, "Employees crave investment in the human aspects of work (whereas employers were more likely to focus on transactional ones like compensation).".  This is our current reality on the global scale, there is no doubt about it.

Still I feel I need to share my view both on the presented means of attraction as well as on the wider topic of the employee-employer relation itself. I believe the attrition issue needs to be solved on a deeper, more systemic level. On the level of the nature of the employee-employer relation itself.

The research confirms the gap between the employees' expectations and what employers offer. The opportunity for remote work on the big scale is a relatively new phenomenon and clearly a significant contributor to "The Great Attrition". Employees have gained a new dimension, a new degree of freedom that they can shape for their convenience. 

However the overall landscape has not changed, it has existed for decades. The landscape is defined by, as the report says, the transactional nature of the employee-employer relation. As a consequence of the transactional nature of this relation we observe deep and common disconnectedness of employees from their employers and employers' goals.

It is the very nature of the relationship that we need to challenge in order to eliminate the gap. Imagine the world of work if we can find a more balanced relation, a relation that matches the needs of the both parties closer. Imagine the world of work if we can align the goals of both employees and employers!

Any other means, including those suggested in the article, are not sufficient to solve the original issue. Their impact is limited, and these may only serve as temporary fixes to something that needs a proper remodelling or even a replacement.

Here is what I mean by that. The transactional nature of the employee-employer relation creates a gap. Clearly the gap originates from the difference in goals of the two parties. On one hand employees care for and expect adding the human aspects of work into the equation, on the other hand employers offer a transaction. A transaction that can be decorated by additional elements, which may obscure the underlying nature, but still is a transaction. The transactional nature will not change if we sprinkle the relation with additional elements. 

Employees invest their most precious irreversible resource - their personal time and, so no surprise, they expect this sacrifice to be valued and appreciated by the accepting party of employers. Yet, employers are not in the frame of appreciating this kind of gift, employers are not equipped, not in the position to satisfy this expectation of employees. Employers are rather positioned in the frame of exploiting this gift to generate profit for the investors, the magical Return of Invested Capital (ROIC), the holy grail of nowadays business. Such a framing of employers defines companies' attitude to the relation and, as a result, defines the nature of the relation with employees. As long as employers are trapped in the frame of ROIC the relation will remain transactional and the gap will exist.

The level of the roots of the nature of the relationship is the appropriate level on which we can tackle the gap. If we want to eliminate the gap, and I believe this is what we all want in the long term, we need to talk about remodelling or even replacing the transactional nature of the relationship. We need to help employers relieve themselves from the frame of the ROIC, the root cause of the transactional nature of the relationship. Only then employers will be in a position to come up with an approach fitting the needs of employees. 

We may not yet know how to do this in practice, but this is clearly the direction to pursue. After all, employees are us, we are societies and it is societies that define the employee-employer relation. It may be hard to imagine, because the currently existing relation has been with us for really long and we got used to treating it as an unchangeable element of the landscape. 

I believe we are well equipped for such a change. We have proven for ages that we are capable of reacting to challenges of life and we can update our value systems and worldviews to adapt.

Photo by Kelly Sikkema on Unsplash

Entrepreneurs that restore the common sense - Ricardo Semler

"The main thing I was looking for in the companies is How do you set up for wisdom?"

"We have come from the age of revolution, industrial revolution, an age of information, an age of knowledge, but we are not any closer to the age of wisdom".

With this classic from 2014 I am clearing my mind for a productive weekend. Absolute MUST HAVE for CEOs, HR and corporate middle classes. How much time you spent this week asking yourself how to set up your company for wisdom? Do you really need to follow the herd? Do you really have to accumulate first to give back later?

Clearly Ricardo Semler is our guru! His message restores the common sense and gives courage to free ourselves from the dominating perspective and status quo of the corporate world, and to hear and experiment with the natural intuitions.

Consciousness levels wrt Change

Whether it comes to a personal change, change of a leadership style or an organizational change - we all, or the leaders, or the organizations, spend our time at one of the three consciousness levels, ordered level of awareness from low to high:

Level 1: Ego Blindness - we do not see a need for a change. Characterised by self-importance, being ego-driven, inability to see at the situation from different perspectives, being in the comfort zone, arrogance, complacency, etc. No change is possible at this level.

Level 2: Denial - we believe a change is necessary, but it concerns "them" rather than us. Characterised by attribution error, confirmation bias, group bias, fear, status quo, being in the comfort zone, etc. No change is possible at this level.

Level 3: Humble Contribution - we understand that we are a part of the change. Characterised by systems thinking, responsibility, belonging, contributing to something bigger than myself, driven by a purpose, etc. Change is possible at this level.

Do not loose your chance to spend most of your time at Level 3! This is where you are most open for a change which and treat the change itself as an element of your personal growth.

Level 1 and Level 2 are comfy and addictive yet can become painfully disappointing in a long-term. But only for those who will be able to realize that by eventually free themselves from Level 1. Some "lucky guys" will never leave Level 1 and can still live a self-oriented life.

Sometimes I envy those who stay on Level 1... but just for an eye-blink :)

A bit of motivational mentoring from Jim Carrey

For all that wander, hesitate or doubt, procrastinate, spin their wheels, ... , etc.

 

p.s. Thank you mematic.net, I hope I am not breaking any copyrights (which I could not find) by placing this image on my blog  My intention is to spread the goodness of Jim Carrey's thought.

Simple truth about a need for balancing codification of best practices and fresh innovation

For all these companies that grow fast and try to codify their best practice into some sort of DNA, or just a palette of processes and routines, here is a simple reminder straight from John Kotter that codifying needs to be balanced with spontaneous so that the whole spectrum of personal profiles is represented and thus the diversity necessary for continued innovation and growth is maintained. Otherwise codifying simply filters a range of profiles, e.g. entrepreneurial profiles, out causing bias towards what is known. Clearly entrepreneurs, aka Pioneers, aka Innovators need less rigid environment and more freedom.

https://vimeo.com/74875986

Tribute to Marshall Rosenberg - why don't you join me!

Please join me in recognizing the Marshall Rosenberg's legacy of Non-Violent Communication. There is never enough of recalling his masterpiece and the impact he made. 

Cannot wait to see your versions! :))

"This is what the children at home are saying to you, when they say 'No'. This is what the other person is saying to you. This is what they are singing when they are saying 'The problem with you is...'. If you have the giraffe's ears on, this is what you hear about what is going on inside this person".

The original video: https://youtu.be/eF6kMJxOpvI?t=2198

The idea of recording this song to tribute Marshall Rosenberg and encourage you to join "the movement" and sing was on my TODO list for a couple of weeks. It finally turned into action after a coaching call with Michael Spayd and Mariusz Kreft. Be careful with these guys - you have been warned ;) 

By the way - wouldn't singing the song together be a nice check-in for your team meetings?

On certifications

I hear a lot of criticism of individuals who share the fact they have completed a course with a certificate on social media, especially on LinkedIn. And, as you know me :), I am blogging about it as I think this criticism misses the point. Certifications can be valuable, no need to hate those, it's better to understand the context.

One cannot stop people from being proud of making a step ahead to being closer to what they identify with. And there is nothing wrong with it - each of us wants to fulfil herself / himself in life and this is only possible to achieve if one understands her/his identity first. It is for a reason the Identity level is high in the Dilts pyramid. Plus I cannot imagine hard work and breaking personal barriers without celebration!  

Having said that, it is a completely separate matter how their identity expresses itself on the level of capabilities and behaviours in reality of a specific work environment. So one cannot hire people based on their identity, but based on their skills, behaviours in a specific environment. It is a mutual responsibility of both a recruiter and a candidate to understand the match on all levels, before committing. (Well, one can also run a test for a couple of months and decide based on evidence and experience).

And finally, yes - many people believe that the route to mastery leads through certifications. And Imho these two are related to some extent. My belief is rooted in the Shu-Ha-Ri development model. And this is why I'd advice everyone interested in taking courses to look for ones that are led by practitioners who have hands-on experience vs theorists (unless you strive to become a theorist). Even more I'd encourage to replace courses with learning through work in a natural setup as courses pull people out of their natural environment into an artificial environment. So invite your guru and work with her/him in your work environment.