The Importance of Human Connection

The Importance of Human Connection

As I wrote about recaptcha, a tool meant to differentiate between humans and AI, I realized that humans are not really in charge of so many things. The whole point of Recaptcha was to distinguish humans from AI but it has now been proven that AI is better at it than humans. Which is definitely sad for humanity but not the point I’m trying to make today. AI is now showing up in many forms and one alarming form (to me) is in team meetings. Instead of showing up, people will send an AI note-taker to take notes, summarize, and list next steps. Which has advantages. It’s efficient. But, what it can’t do is connect with other people on your team. What it can’t do is show up for someone who is presenting. What it can’t do is be human. That is not AI’s fault. That is ours if we choose to deprioritize human connection at work. If our meetings aren’t efficient enough, fix the meetings but keep the connection.

References and Resources

How AI finally won its war on CAPTCHA images by Dr Peter Bentley/BBC Science Focus; Type: Article

Bots Are Better at Solving CAPTCHAs Than Humans, Research Shows by Emily Price/PC Mag; Type: Article

The Perfect Hamster Wheel

The Perfect Hamster Wheel

If you’ve ever dealt with perfectionism, you’re likely familiar with this spiral or the perfectionism cycle (below). The way to catch yourself in Perfectionism is to notice when your comfort zone gets smaller. Do you stay away from risks? Do you hide? Do you lose confidence? Do you overthink or beat yourself up? Those are all signs that you are in the spiral. Believe me, I know this one all too well. A tried and true way out is to find a team (co-conspirators) you can rely on – to push you when you need it, to lift you when you do it, and to catch you when failure happens. If you innovate, you will fail. Ask any innovator whether they have failed. It will be ok. Real co-conspirators will be there for you, as you will be there for them. Now, break the cycle and get out of that spiral.

References and Resources

Hidden Potential: The Science of Achieving Greater Things by Adam Grant; Type: Book

Below is a helpful visual for those perfectionists out there.

Daenerys is Wrong

Daenerys is Wrong

Two key elements separate the best employees from the pack if you work in the tech industry:

  1. Results matter – effort is a baseline expectation, but Results are where all lasting measures are tracked. No Sales Leader tracks hours spent, but they do track Sales close rates, forecasting accuracy, and revenue earned – all results-based statistics.
  2. Impact is Greater than Intent – Similar to Results, Impact is what is measured, not Intent. You can have the best intent in the world, but it doesn’t count if it doesn’t have the desired impact. The heart does matter, as does integrity, but no business survives on great intent, only great impact.
Culture Schmulture

Culture Schmulture

Kidding. Culture is everything. If you want to get work done and have happy customers, you need happy employees. To have happy employees focused on the customers, you need to ensure they are not spending all of their time removing knives out of their back. So, what’s one fence you can mend this week? What’s one relationship that you can improve at work that will have a positive impact for you and your colleagues? Do it, because an awesome work culture is everyone’s responsibility until it’s not. For Executives and people leaders, in particular, it is even more important that they model a culture that is inclusive, engaging, and fun.

And You Get a Motivational Poster

And You Get a Motivational Poster

Suppose you enter an office, and it has the standard Motivational posters showcasing rowers rowing with the word “Teamwork” underneath it or a picture of a Mountain with the words “Bravery” or “Vision.” In that case, our advice is to run. Fast. It’s the 2020s (check the calendar), and we are way beyond this false motivational garbage.

If you need to put these posters up, please feel free to go here instead.

Feedback Fairness

Feedback Fairness

Feedback should always be given and received freely. That’s why I’m a massive fan of 360 feedback—feedback from peers, managers, staff, etc. What makes that work is that there is a natural trust in the feedback system itself. On the other hand, online reviews (of restaurants, in this case) should always be questioned because the reviewing system is flawed. A reviewer does not need to prove that they ate at the restaurant or that they even were in the same city as the restaurant. A quick scan of the reviewers feedback can tell you a lot – and 9 times out of 10, they do not give positive feedback. Imagine, in a work scenario, if a coworker gave negative reviews 90% of the time. Would that person still have a job? It’s just not the same for online review tools.

References and Resources

Getting 360-Degree Feedback Right by Maury Peiperl/Harvard Business Review; Type: Article

Transition Back to the Office is Hard

Transition Back to the Office is Hard

Transitioning back to the office has been more challenging for some and it’s pretty clear that the “RTO” Return to Office mandates that many companies have rolled out are not the answer. Recent Return to Office mandates at Apple, SpaceX, and Microsoft have been followed by increased departures (see article below). Although seeing each other is essential for team communication and engagement, being home with reduced commute time has been a blessing for many. Finding a balance between company culture and employee satisfaction has to be the priority. Would employees accept work from home if they kept their cameras on in team meetings? Would employers consider reducing or sub-letting their space instead? There are a slew of questions to ask and answer way before the draconian tactics of RTO should be used–in my humble opinion.

References and Resources

Ordered back to the office, top tech talent left instead, study finds by Taylor Telford/Washington Post; Type: Article

The Key to Success

The Key to Success

Many receive this advice when entering the job market: “Follow your passion.” If you have yet to see Scott Galloway share his thoughts on this advice, you should spend the three minutes to do so. I’m insanely passionate about soccer but not great at it. Also, three knee surgeries put that idea to bed. And guess what? I’m not a soccer player.

Following your passion is limiting and too narrow for most. Instead, if you want good advice, follow the work that you are good at and feel good at. As a result, you’ll spend more time doing it, and who knows? You might then find that you are passionate about it.

References and Resources

Scott Galloway on follow your passion; Type: Video

BONUS: How the US Is Destroying Young People’s Future by Scott Galloway/TED; Type: Video

Sadists Anonymous

Sadists Anonymous

Recaptcha drives me nuts. It reminds me of the time when I would stand waving my hands furiously to trigger a faucet or hand drier about 10 years ago. In short, the tech is not there yet. About 75% of the time, I can’t seem to prove to Recaptcha that I’m a human. No, I can’t read that squiggle of a non-sensical word. And does the “car” image want me to include trucks? And what about the sliver of the car that crosses two boxes, do I check those too? Ugh, insanely crazy and frustrating. Which brings me to the point. Though Recaptcha intends to serve a purpose (to distinguish between bots, AI, and humans), it’s execution (it’s impact) is not good enough. New technology without a clear benefit is just a mandate. The benefits have to be there for people to embrace any change – especially if the technology works for it’s stated purpose. The intent has to be significantly closer to it’s impact.

But what do I know? According to Recaptcha, I’m at least 75% bot.

References and Resources

Verifying that you’re not a robot by Stevie Martin

Self-awareness

Self-awareness

Or pants.

Self-aware leaders become harder to find as you advance in the organization. I can think of one recent leader I crossed paths with who could benefit from this exercise. But this is for everyone else who is willing to be reflective. I have blind spots, and though I regularly seek feedback, I found this exercise to be the most effective. The first step in identifying your blind spots is being willing to self-reflect, not as a self-punishing exercise, but as a learning one.

Go to this website, find a quiet spot, and spend time answering each question. I promise you will get out of it what you put into it, so do the work—for your sake.

Learning: We all have blind spots—every single person, at every level in every Organization. If you want to learn yours, do a personal self-audit.

References and Resources

Your Next Five Moves: Master the Art of Business Strategy by Patrick Bet-David; Type: Book