Author

Matthew Furlong

Posts by Matthew Furlong

Relationship with Change

Relationship with Change

Change Management is a tough job. On an individual level, every single person has a different relationship with Change. Some folks resist all change, and some embrace change like a new pair of underwear. Most folks, however, have a sliding scale that varies based on many factors. Those people may embrace one type of change and struggle with another. Familiarity has its benefits, as does evolving and changing. But each and every person likely has a different relationship with change – exploring your own relationship with Change is a great start.

Learning: We all have a different relationship with change, which is okay. This is not to be overly cliche, but change is constant. I embrace most changes, but walking a cat on a leash is where I draw the line.

What’s your relationship with change?

Worst Company Ever – YAY!

Worst Company Ever – YAY!

LinkedIn is an interesting community. On one hand, it’s a great place to connect with work colleagues or companies with shared interests. On the other hand, it’s pure Marketing. It’s storytelling and typically only in a positive light. How many companies have announced they won a “The Best Workplace” award? So many, it does make you wonder how many of those awards actually exist. Equally, if anyone posts something about their frustration with their company on LI, the employee is seen as being negative. And that’s because LI is skewed positive towards the company. Instead, what ends up happening is that people post their negative reflections on Glassdoor instead. And so Glassdoor skews towards a negative light towards a company.

Learning: The truth about any company is usually between the Glassdoor ratings and their LI posts—also, Tech Vs. Humans is proud to announce that it won the Best Place to Work Award for all 2020s. It’s a real award, trust us.

Learning and Doing

Learning and Doing

I love a great TED Talk and constantly find my way to a new one—like every day. It’s a problem. I wrote this because in a world of so many TED Talks, TEDx talks, podcasts, and ways to learn, I thought it would be a good idea to 1) post TED Talks that I love and 2) hear from you about TED Talks or Podcasts that you love.

Learning: Learning should always be balanced with doing. For me, staying in a perpetual learning state shows that I’m avoiding something, afraid of something, or both.

Top 5 Ted Talks (Today’s Version)

To Be Honest

To Be Honest

Credibility is a finicky thing. Building it is tough, and it gets even trickier if you are prone to use words and phrases that diminish your voice. Hedge Words, Authority Weakeners, Redundant Words, or Hesitation Signals are weak words that diminish credibility.

  • Hedge Words: Maybe, Possibly, Sort of…
  • Authority Weakeners: If that makes sense, If you know what I mean…
  • Redundant Words: Basically, To be honest
  • Hesitation Words: I guess, I think, I’ll try to…

Learning: Clarity is key. If there is a reason you are using these words or phrases, state the reason or try not to use them.

You’ll Need a Note From a Doctor

You’ll Need a Note From a Doctor

First, I’ve never heard of anyone calling out sick with Imposter Syndrome – yet it is very real. If you suffer from Imposter Syndrome, you know it’s not a one-day fix. But it would be best to start with an understanding that it is pervasive. Ever heard of the phrase “Fake it ’til you make it?” It’s like the equivalent of “Chin up,” but it’s one you’ll hear if you’ve ever struggled with Imposter Syndrome. Unfortunately, too many leaders and managers think vulnerability is a weakness. It is not. But there is no true panacea for Imposter Syndrome as it is a mindset shift that requires time, kindness, and support. To learn more, click the link below.

Learning: As humans face greater AI capabilities that can simulate human empathy, it is our humanity that will differentiate us. So, strive to be self-aware, grow your empathy, and be kind.

References and Resources

Imposter Syndrome by Psychology Today; Type: Article

Have you figured out how to overcome Imposter Syndrome? If so, we’d love to hear from you.

Rejected. Definitely Rejected.

Rejected. Definitely Rejected.

Companies are getting super creative in how they humanely reject candidates. Often, companies state that they recognize the candidate’s experience and value but decided to move in another direction. That may be true, as “not you” qualifies as another direction and it just feels kinder. Some will go further and state that they’ll keep your resume on file for when a better role opens up. And, other Companies are now asking for surveys on the “candidate experience” after you receive a rejection. Or whatever it is these new polite rejections can be categorized as. Candidates are not looking for “You suck – we would never ever hire you if you were the last unemployed person on earth” but something in the middle and closer to honesty is preferable.

Learning: Rejections are part of applying for jobs—sadly, there is little to learn from them. Connections, perseverance, and resilience will get you the next opportunity and will most likely make you awesome at it.

If a company truly wants to help candidates without offering them the position, they should extend the offer to meet with the candidate, review their resume, and provide constructive feedback. That isn’t easy to do when you have 600 candidates applying, but if you are asking a candidate to go through 5-8 rounds of interviews, then it is the least you can do.

Brené Brown For The Win

Brené Brown For The Win

Brené Brown is brilliant. I have always loved the world she creates and guides us into with her books, TED talks, podcasts, etc. However, I will say that she is also creating a world that many struggle with. Being vulnerable is not only hard. In some cases, it’s just not safe to do. Work environments, still to this day, do not respect leaders that are vulnerable. Although, I would say that good leaders encourage it – they also are held to the standard of the Organization. I would also agree with anyone who says “there is a limit to vulnerability.” At the end of the day, the work needs to get done and done well. But, I think we all can work towards embracing Brené’s world more. My two cents.

Learning: For now, vulnerability is an aspiration. But like any goal, there needs to be a balance between the work, the human, and the vision (of what could be).

Heart to Heart

Heart to Heart

I don’t believe digital transformation is a way for consulting firms to make more money. They were making gobs of money well before that term came about. However, I have heard this sentiment multiple times from multiple layers in multiple organizations. It is a valid opinion, as far as opinions go, and I agree that there have been many failed digital transformation efforts. At its core, digital transformation is synonymous with massive change management efforts. And those are not easy. Of course, there are still plenty of folks that feel that Change Management is made up, as well. So, there’s that. Those folks likely sued the movie studio that made “A Never Ending Story” once the end credits came up.

Learning: Digital Transformation is a complex journey, but it’s also a never-ending one. In the Digital work age, evolution is continuous.

Larry and the Law of Diffusion of Innovation

Larry and the Law of Diffusion of Innovation

Change is constant—we all know that. However, I admire the skill of leading the right change at the right time. When it is possible to impact change, roughly 16% of people will happily raise their hands and run into the burning building (of change). I am one of them. However, I have learned this lesson: not all change needs to happen, and some change does not have to happen NOW. The right change at the right time is the sweet spot. Unless you are Larry, he’s part of the #neverchange movement. Sadly, no one has heard from Larry in a month because he’s still using dial-up and a rotary phone.

Learning: Not all change is necessary, but it is constant. Knowing where you are and what you need to manage the wave of change is critical to leading a team through it.

Not Aligned. Definitely, Not Aligned

Not Aligned. Definitely, Not Aligned

Introverts and most people would not make a peep in this kind of environment. Whether an All Hands or a Summit or something of that scale, silence does not translate to agreement. A more personal and “in the field” approach will suit you better if you seek real alignment.

Navigating feedback takes a lot of work as a leader. You are there to make the tough calls, not abdicate responsibility. Conversely, you must gain inclusion to have lasting change, so feedback is necessary.

Learning: Leaders who assume feedback will come from the dynamics of large groups are likely not seeking feedback at all.