It was 95 degrees in the shade when we arrived. The picnic area boasted the usual grouping of wooden tables surrounding a central grill, all (thankfully) shaded by a long-faded overhang. Greeting us were the warm smiles of colleagues I haven’t seen in well over ten years. Sure, the lines on our faces were a little deeper (time is unkind) but the memories flooded back quickly, with hugs, cheek kisses and “remember when” dominating the atmosphere.
This was the twenty-year reunion of the founding of the best company I’ve ever worked for.
As I sipped on an icy cold beer and recanted tales of old, I began to reflect on what made this firm so special. We were far from perfect by any external measure (who builds a software product on OS/2?), yet we managed to win more than our fair share of the market, took the company through a highly successful IPO and eventually sold portions of the firm to leaders in each of the markets we served. Nearly everyone who worked at the company admits that their experience there was unparalleled and they have yet to find that kind of happiness again in their career. Several have tried to “get the band back together” by launching their own firms or working together in other areas, yet it hasn’t really panned out in the same way.
But why?
What was it about this time and place that made it so special? As I reflect back, there are three things that stand out. They may seem cliché and perhaps even obvious, yet these characteristics seem to be so elusive in today’s workforce:
1) Leadership
Our CEO was the most charismatic, highly personable and infinitely approachable leader I’ve worked for. He did not sequester himself in a corner office or lord above his flock (despite the photo) but instead infused himself into every aspect of the business. He trusted his lieutenants and let them lead in their respective areas (hell, that’s why you hire good people, right?). When he spoke with you he was engaged, making eye contact, asking questions and truly trying to understand how he could best apply your existing or emerging talents to the business. And he had fun, subscribing to the edict that business does not need to be stuffy or boring. Everyone I know would work for this man again in a heartbeat.
2) Opportunity
I held six different roles in five years. That wouldn’t have been possible without recognizing each individual’s contribution and a belief in one’s ability to learn and grow. Several of those roles I created myself by identifying an underserved need and preparing a case for their value. And I wasn’t unique, as those around me were allowed to bring every ounce of their experience and perspective to the table, something I have never seen repeated at another firm. Despite serving the HR market, we didn’t do skills assessments, inventories or even complex performance reviews. Every day arrived with the collective knowledge of where we stood and where we needed to be. It was fascinating.
3) Victory
We won because we decided winning was more fun than losing. We didn’t always have the best product, the newest features or the easiest service delivery model, but we did have a celebratory style and this became a contagion among employees and clients alike. When a new client was signed, our CEO would bring the entire company together, we would ring a bell outside the main conference room and he would thank every single person who had been involved. This also happened when we brought a new product to market, met demanding end-of-quarter shipping deadlines, executed a new partnership agreement, fixed some tough bugs, and so on. No department was immune from celebration, no victory was too small, and we loved seeing one another win.
A closing thought
I spend an inordinate amount of time chatting with businesses about the hard decisions they need to make and the effect those decisions may have on their employees. And perhaps it won’t surprise you to learn that one phrase that comes up time and time again is…
“It’s not personal, it’s business.”
We need to change this mentality because it could not be further from the truth. Business is highly personal and is entirely dependent on relationships, so if you walk around with an attitude that your employees are just numbers on a spreadsheet or interchangeable cogs in the wheel of commerce, don’t be surprised when mediocrity or disengagement rear their ugly heads.
I want more of you to make business personal again because I’ve seen the magic that comes from people feeling connected to something greater than themselves. And to do this well, you need to actually engage. I’m not talking about another eye-stabbing engagement survey; I’m talking about human contact on a human level.
It’s quite likely that this was the last time I’ll ever see some of my former colleagues. And that’s okay, because I like remembering them at the top of their game, when we came together for a common purpose and when we didn’t dread getting up in the morning, going to work and slogging through another day. I wish them well and hope they find that sort of happiness again in their career. They deserve it.
Very inspiring post, Mark, and right on point. I have been close to having this experience and, at certain times, had one or two of the pieces, but never all three at once. A leader must take the business personally, and therefore inspire the organization to invest their whole selves into making the dynamics of human beings working together successful. As a teacher of mine once said (and he may have heard it from someone else), we are human beings, not human doings – and the more we can help each other remember this, the more enjoyable, and successful, our work lives may be.
Thanks Richard. I like your, “we are human beings, not human doings”.
Hi Mark, I love this post. We need more organizations and leaders who will take the “business is personal” oath. It’s unfortunate that many companies use “it’s not personal, it’s business” when they need to do some tough things – like laying off half of their workforce. Seems to me that if there were more of a recognition of the personal side of work, perhaps fewer of those drastic measures might happen (I “get” layoffs and all kinds of other tough decisions businesses must make, but wonder if good personal relationships in the workplace might mitigate some of these).
I agree with what you’re saying Mary Jo. Personal doesn’t eliminate those painful moments yet it makes it easier to hear from someone who knows you and understands the unfortunate effects of such things as layoffs.
Hi Mark,
Thank you for encouraging people to recognize the humanity of their employees, colleagues, customers,… No wonder you loved working for the company you describe above; I love that you each felt empowered, supported, and connected (to each other, and to the company). Even IF decision makers within a compnay must make choices that negatively affect their employees (such as a layoff), the way they handle it and approach their colleagues, employees, and others can make a meaningful difference.
Thanks, as always, for your thoughtful and heartfelt post!
Shahrzad
Thanks Shahrzad. Humanity is a rare commodity these days.
Great post Mark. I have one comment about this sentence from your post: “It’s quite likely that this was the last time I’ll ever see some of my former colleagues”. My comments are as follows: You can run, but you cannot hide. Many years from now, when you’re sending tweets about your latest shuffle-board victory at your retirement community, we will be there. The only difference is that less people around us will get the OS/2 jokes. See you at the 25th anniversary in 5 years. I think we’re going to have it at your house.
Dammit Diamond, how’d you find me so fast?
And yes, it’s my house at 25 years. I’ll even bake the cake!
Congratulations! This post was selected as one of the five best independent business blog posts of the week in my Three Star Leadership Midweek Review of the Business Blogs.
http://blog.threestarleadership.com/2010/09/29/92210-midweek-look-at-the-independent-business-blogs.aspx
Wally Bock
Thanks so much Wally. I really appreciate the inclusion.
Mark,
Nice blog entry. I believe the most identifying factors to making a company succeed is not only in the opportunities they provide but also in the strengh and inspiration of their leadership team. A piece of advice my boss and mentor has given to me that really helped put things in perspective is, “if you’re not scared, you’re not growing.”
Helen Cheuck
I agree with almost everything you’ve said Helen with the exception of the, “if you’re not scared” piece. For what it’s worth, fear has really dominated most of the truly awful firm’s I’ve worked for. Perhaps I’ve misunderstand the quote so feel free to straighten me out.
Oh man, we’re doomed.
You have no idea Laur.
I think the second point is particularly important. Most companies try to squeeze you into whatever box they happen to need filled at the moment, rather than trying to find where you can flourish and contribute the most. By the same token, I think that a really good company allows you to work in a style that motivates you and allows you to do your best, rather than in whatever style is conventional for the company or the manager.
I love your comment here Harris and believe you’ve hit the nail on the head. However, this often requires a shift in mindset that’s simply too difficult for many companies to overcome. Let’s hope this perspective shift continues (for everyone’s sake). Thanks for stopping by.
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Mark,
I love hearing stories like this. Your personal points are good lessons for leaders looking to take their organizations to the next level.
Organizations that set a high bar on the work they do coupled with setting a high bar on the satisfaction level for the employees doing the work pull together an incredible team. These are the companies that can hit their stride because they are not crippled by high turnover AND they inspire the best from those who are fortunate to work there.
This fortune is based on the cost savings high turnover brings; team angst in having to incorporate a new person onto a team, therefore, resetting the team development clock for every new addition; AND productivity coupled with commitment.
Love you story. Would love to hear more for our case study reviews.
Dianne Crampton, Author
TIGERS Among Us – Winning Business Team Cultures and Why They Thrive
http://www.TeamBuildingSuccessNow.com