Succession is hard. Big companies spend millions on leadership programs, have huge, motivated talent pools to draw on, and even turn to external recruitment, and it's still uncommon to have a successful transition or a long-lived company. It's even tougher in the nonprofit and volunteer worlds.
I wonder if going sideways can help work around the succession challenge. Instead of hoping for the right intersection of same time, same place, same Bat channel (an interested, capable, available potential leader turning up when you want to start grooming one and sticking around until the right time), what about the franchising approach instead?
I realized that this is one of the things my parents did, and that's how they managed to do so much. They didn't count on any one initiative staying around for the long term. My dad probably would have gotten impatient and bored anyway. Instead, they got the hang of quickly starting things up, and they inspired people to start similar efforts. After the first few projects, happy sponsors and relationships made the next ones easier and easier. My dad could just share a crazy idea on Facebook and people would sign up to help make it happen. Professionally, my parents cared about teaching both the art and the business of photography, and having workshops open even to active competitors.
This approach is probably out of scope from most leadership programs that focus on succession planning because they assume you need a specific thing to continue, but franchising is the closest business analogy, I think. It might be a good way to increase impact through a wider reach. It could be like:
Figuring out swarms might be an interesting challenge: how to quickly gather people around a particular project, and how to help other people with their own. There's a lot that to practice even without a candidate successor, so that might be one way to keep growing.
At the moment, I'm focusing on:
We were talking about the 2×2 matrix of size of impact versus number of people affected. My friend said many people focus on the “big impact, lots of people” quadrant. I think I like the “small impact, few people” quadrant, which perfectly characterizes things like my Emacs stuff and my consulting. I like small fixes and improvements. I scale up by trying to help things stay fixed/improved and available even when I'm not actively thinking about them, which is why coding and writing fit me well. If I can get even better at making and sharing those little improvements, and making them findable when other people want them, that sounds like a good path for growing. I also like connecting the dots between ideas, which is another example of a small contribution that can have a larger effect.
The long-term impact could be mostly about the ripples from people I've helped (like the way I get to learn more about cool things to do with Emacs by people who tell me I helped them get curious about it a long time ago! :) ) and maybe maybe maybe someday, books worthy of being part of the Great Conversation / archive of human knowledge.
I probably won't do anything as awesome as my dad's advocacies, but I think this path of sharing little ideas, experiments, and lessons learned – this path could work for me. :) If it happens to resonate with you and you want to pass along lessons learned or share the things you're figuring out, that would be great!
]]>What did I learn?
We know what can help: identifying characteristics of effective leaders, focusing on leadership instead of technology, collecting and sharing success stories, compiling a cookbook that focuses on needs instead of tools… That part is just a matter of doing it, and there are lots of programs already underway.
Is it going to be enough, or are there other things we can do to break through? If it took e-mail ten or so years to become part of the corporate culture and enable all sorts of opportunities, can we wait that long for connected leadership to become part of the way we work?
We tend to have a culture of waiting for permission instead of experimenting (and asking for forgiveness if needed). This means that lots of people are waiting for their managers and executives to participate in this.
Me, I’m all for people taking responsibility for leadership at any level. We might not make big decisions, but we can still make a difference.
What am I going to do based on what I learned?
I’m going to take a look at the characteristics that describe IBMers at their best. I’m going to figure out how to develop those characteristics myself, and how other people can develop them.
I’m passionate about helping individual contributors build and demonstrate leadership. I’m neither a manager nor an executive, and I don’t want to wait for everyone at the top to “get it” before the benefits can trickle down to everyone else. So I’m going to keep poking this idea of leadership until more people can identify with it and ask themselves, “How can I be a smarter leader?”.
What are you going to do to spread be the word about smarter leaders? =)
What worked well? What could we improve further?
I did a good job of picking on people to get the ball rolling, and the conversation can get even better if I can figure out how to bring more people into the conversation.
Lots of good stuff!
]]>Things I’m planning to talk about during the virtual leadership session tomorrow:
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]]>At an external networking event a few years ago, I talked to an up-and-coming MBA grad who told me about the rotational program he was in. He was scheduled to spend one year in one department, one year in another, and so on. I envied how he was being groomed.
Deliberately moving through different departments helps you build a wide base of experience and a diverse network. The formality of the program means that the frequent job shifts won’t be taken against you, as they might in an organization that values depth and specialization. Management development programs like that are essential for cultivating people with a broad understanding of the organization. Without sponsors or organizational backing, most people would find it difficult to shift from one part of the organization to the other.
Rotational programs and other leadership development initiatives tend to be offered only to high-potential people, where high potential is not only based on performance, but also velocity. When I was starting at IBM, my eldest sister advised me to find the fast track, get on it, and stay on it. While not entirely following her advice—I’d pick coaching people on collaboration over working tons of overtime on well-understood projects, even though the first doesn’t show up on my metrics and the second doesn’t—I’ve also nudged my manager about some of the development programs I’ve seen. I’ve volunteered for things like the Technical Leadership Exchange and the Take Two women’s leadership program. I read as much as I can, as widely as I can. I learn from people all over IBM.
Envy is a surprisingly useful driver as long as you don’t let it consume you. This reminds me of the invitation-only web development course I heard about when I was in high school. I wasn’t invited—me! and I’d done well in our programming competitions!—so I talked my way into it. It reminds me of how I envied the courses that students in other universities got to take, so I read through the online course materials and learned whatever I could on my own.
It’s not about the world being unfair, and it’s not about other people receiving opportunities that you have to make for yourself. It’s about looking around and saying, “Hey, that’s a great idea. How can I borrow part of that idea and make something for myself?”
Back to rotational programs. I don’t know what fields need to be set in my record for me to show up on HR’s radar (in a good way), but I’m not going to worry about that. I don’t have to wait for permission to learn as much as I can from other parts of this huge organization. I probably have the perfect starting point, actually. During my graduate studies, I learned about research. In Global Business Services, I’ve learned about development and consulting. In my Innovation Discovery engagements, I'm learning about marketing and sales. From our clients and experts, I learn about strategy, operations and finance. I help people in communications and learning and IT. I can take free online courses in almost any area. I don’t have the depth that comes from everyday delivery, responsibilities, and war stories, but I’m learning from people who do.
This matters because there’s tremendous value in being able to break down silos and work across organizational boundaries. The more we can reach out and tap the talent throughout IBM and the world, the more powerfully we can work. If we can learn from different parts of the organization without a formal rotational program, then that broader understanding becomes available to anyone who wants it. If we can influence and inspire without formal authority, then other people can learn emergent leadership too. If we can figure out this different way of working, we can share it with other organizations and influence the world.
I don’t have an executive sponsor or an HR program shaping my career path, but I have many mentors and role models, including some who take a chance on me and give me opportunities beyond my level. That’s enough to make a difference. The limiting factor here isn’t training. It’s my time and energy. There’s so much more to learn.
If you’re waiting for training—or an organizational blessing—look around and see what you can do with what you have. You don’t need a rotational program or a classroom course. Think about what’s really limiting you, and find out what you can do about it.
Thanks to David Ing for nudging me to think about this!
]]>I think about the choices I make and try to project the consequences decades down the line. Do I look for a role in a growth market, and can our relationship thrive despite the distance? Do I focus on becoming an individual contributor, or do I prepare for people management? Do I focus on Canada or find a global role?
This profile of senior technical women from the Anita Borg institute helped me understand a little bit more of the road ahead. For example, if three out of four senior technical women have a partner or spouse who also works full-time, then maybe W- and I can balance our careers. If half of the single senior technical women surveyed have children, then people can lead even in a difficult situation like that. If senior technical women are more concerned with professional development than with work-life practices, that tells me that work-life practices and the need for flexibility probably won’t be limiting factors. Senior women in management roles think more about new opportunities outside or inside the company than senior women in technical contributor roles think of these things, so senior women in management may be at a higher risk of turnover. This reminds me of a mentor’s advice to stay technical, because strong technical contributions are a way to stabilize your position.
A recent IBM feature highlighted a few female IBM Fellows, the highest technical rank in the company. I’d met a couple of them already, thanks to my passion for collaboration and Web 2.0. I’m glad to work with a company that cares about diversity, and I’m looking forward to learning from everyone’s inspiration.
]]>The study showed that top-performing companies focus on:
What can we learn from that, how can we challenge ourselves, and what are some ways we can get started?
People
How can we learn more, and how can we help others learn?
How can we reach out to people outside our departments and outside our organizations?
Processes
How can we make our team’s processes more flexible and responsive?
How can we build collaboration into the way we work and the tools we use?
Information
What real-time information could help us make better decisions, and how can we get it?
How can we combine information to give us a better view of the big picture?
No matter where we are in the hierarchy, we can help our organizations work smarter. What are you doing to build a smarter planet?
]]>In grade school, I got into a lot of trouble with my math teacher because I didn’t show my work. I wrote the right answer, but I didn’t show the intermediate steps because I was doing a lot of it in my head. After lots of missed points on tests, I eventually got the idea. I needed to show my work so that the teacher could double-check that I was doing everything properly. Now, I show as much of my work as possible, and not just in mathematics – in every area that I can. I think out loud. I post my mind-maps. I publish my in-between steps. It’s probably one of my most useful habits.
There are a number of reasons why showing your work can help you work better.
Showing your work means that other people can check if it’s correct. This is particularly important when you’re learning. Talking through your processes helps other people verify that you haven’t missed a step or done things incorrectly.
Showing your work can also help you share your knowledge with less effort. If you publish your in-between work, people can learn from it and from your growth.
Showing your work helps you teach more effectively. As you gain experience, you take more and more for granted. Eventually, you might find it difficult to explain topics to people who are new to the field. Your records of in-between work help you remember and empathize with the challenges faced by new people.
You might be afraid to show your rough drafts. What if someone thinks you’re sloppy or indecisive? What if you’re wrong? What if someone steals what you’ve done?
What other things are stopping you from showing your work? We can explore those reasons in a future blog post.
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