Yesterday, I received an email from a Dad promoting a fundraiser his adult son is conducting—a Wounded Warrior Project. His Marine son escaped being on the receiving end of the project, but he is surely haunted by memories and guilt. I do not know this young man; I can only imagine his pain. Any of us trying to live through the loss of a son, daughter, or buddy who is only starting their life intimately knows this expansive, indescribable void. This young man is trying to bring good from the nonsensical events around him—he is growing into a leader.
Are there any ethics in business today? Time and again, headlines proclaim where companies and leaders have gone astray. You cannot help but wonder what our fellow humans will do next. Men and women in search of money, power, fame, or all three, decide they are exempt from the rules and social norms the rest of us struggle to follow. It boggles the mind. Unethical, however, is just a waypoint in the spectrum from truth to criminal. Face it, we are all liars. It may be telling our children about Santa Claus, portraying our speed to the policeman, covering up a politician's extramarital affair, or promising fortunes through investments in Ponzi products. Deceit is everywhere.
"Networking? I am just not good at that." I hear this time and again. With the recent financial issues in Europe, the line is repeated with a frequency reminiscent of 2009. So, it is time to pull out the pom-poms, put on the short skirt, and be the cheerleader chanting its virtues. For those of you that know me, the visual may be a little disturbing, but I conjure it up with your best interest in mind. The fact is, most of us dislike networking. After all, "work" is its middle name. It is, however, how people do business and find jobs. No argument, it is difficult to approach total strangers, publish an essay for the world to critique, or launch a tweet into the ether's unknown, being fully aware there is no way to delete a disgruntled individual's flame-o-gram on your dissertation. It takes guts to air ideas for others to appraise, "like," deride, or amplify. The best way to start, however, is to jump in and immerse yourself. An acquired talent, networking takes practice and it is more than face-to-face interactions.
"Project management is easy. We have been managing people for hundreds of years. Just take any manager, give them a project, and tell them to get it done." Experienced project managers will accurately predict the end of this story—there is a disproportionate chance this project will fail. Rather than "manager" being the key noun, a leader is required to deliver project value on time and within budget. To distinguish the project manager further—functional managers need only manage subordinates, while successful project managers lead extended project teams. This fundamental difference drastically increases the project manager's scope of the responsibility, since the project team includes an entire flock of stakeholders.
The west coast of the United States is where I call home. Many refer to us as "left coaster" because... well... that is how it looks on a map and many of us are politically a little further to the left than others. Around here, common thought is that everyone should be open-minded. A sentiment that I proudly subscribe to as I lack most prejudices. You can imagine my shock when I found out that my unbiased presumptions are not only undesirable, but also undeniably wrong.
There I was, in a posh Montreal hotel conference room, two customers on one side of the table, and my client and me on the other. Taped to the back of my laptop lid was a conference-center supplied piece of paper with a hastily scrawled note on it. The entire message consisted of only two letters followed an exclamation mark. The letters were "N" and "O." They sent a succinct message that was hard to ignore as the customer incessantly strove to get a little more functionality brought into the failing project's scope. For every request, I would drop my chin slightly, look over the top of my glasses, tap my right index finger on the top of my laptop, and they would relent. Instead of being a pessimistic curmudgeon, I was bringing realism about the budget and timeline and doing what leaders do—making hard decisions.
Change is difficult. Regardless of who you are, it is tough. Recently, I challenged readers of this blog to improve how they tie their shoes. I can confidently wager that a large majority have stayed with their old habits. It takes significant force to reprogram out brains, affect the cultural inertia, and gain acceptance to change, tolerance of occasional mistakes, and, eventually, achieve an organization steeped in transformational principles. Nowhere is it more apparent than when delivering projects that alter the way people perform daily tasks. The reason is that, all too often, the goal is to deliver the project; it is someone else's job to gain adoption.
I need your help. Why is it that as we get older, so many of us lose the desire to learn? Where is the fun in that? A few years ago, I was nearly sucked into it myself—at least for a few minutes. A half-dozen of us were sitting in a coffee shop talking about growing our businesses and conversation turned to Twitter—about its uselessness. As I drove back to my office, I thought, "The six of us ought to go tell the twenty million people using Twitter how foolish they are." With that utterance, I realized how I had been drug into the world of stasis. I spent the subsequent three days immersed in social media, studying Twitter, LinkedIn, Facebook, and numerous other social tools. Now I am perplexed on how to get others to see the value. Let me fill you in on what I have learned about teaching people, maybe you can point out my flaw.
Why would anyone need to teach a group of managers how to tie their shoes? It seems improbable anyone could make it to this point in his or her career lacking this simple skill. However, I feel quite confident that a vast majority of project managers, managers, leaders, and probably you, are improperly lashing your laces. This prognostication will go one step further stating that even after proving a better method, they, and you, will be unwilling to put forth the effort to change. Adopting change, beyond just tying your shoes, is at the root of our inability to improve many of our business processes. Furthermore, studying this behavior and the subsequent difficulty of maintaining a new and better method will help us understand the high recidivism rate.
"We can fix this project ourselves." I hear that line all the time. And, of course, you can. It will just be a lot slower and more expensive because consultants cheat. Consultants simply have much more flexibility than employees do. At least consultants that put the client first. For instance, they can... Wait, I am getting a little ahead of myself. We need a little context before making that case. Obviously, consultants cannot do everything. It takes a delicate balance of consultants, employees, and contractors to get the optimal performance out of an organization.