Tag Archives: leadership

What I’m asking on my job interviews

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As I announced a few weeks ago, I’m leaving my current job and am on the hunt for the next great opportunity.  And while I’m sad to be leaving my current role, I’m excited about what the future holds and the opportunity to find the best fit for me and my next employer.  What I’ve learned over the last few years is that the most important thing is to ensure your world view lines up with the people you work with.  You need to understand, at their core, what drives and motivates them.  You need to really understand the goals of the leadership and the company in general.

I think this idea has been crystallized nicely in the two videos below.  The first is based on Daniel Pink‘s new book Drive, the second is a TEDx talk by Simon Sinek, that is based on the principles of his new book Why?

Both focus on this idea of what is the motivating factor in the office place.  And it comes down to much bigger things that simply monetary rewards.   It comes down to purpose.   And that’s what I’m looking for now – people who share the same purpose. The same outlook, the same opinion on what it means to run a successful business.

I’m looking for the Zappos, the 37 Signals, the Apple’s and all the other companies that aim to change the world and make great products and experiences.  I believe that if you do that the money follows.

If you believe that, then I’m interested in talking about how we can work together.

Leaning into Change

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In Seth Godin‘s latest book, Linchpin, he talks about the concept of leaning into your work in order to be successful. He argues that a change in posture, leaning in vs. standing by, is one way to tell the linchpins (irreplaceable people in an organization) from the employees. I love this concept because it is a powerful metaphor for thinking about how you show up each and every day. Are you leaning forward, into problems, roadblocks and opportunities? Or are you idly standing by waiting for something to happen, to react to?

Those that lean win. Those that stand by whine. It’s as simple as that.

I haven’t finished the book, so I’m not sure if Seth tackles this, but in thinking about leaning in, I’ve found in my own past experience that leaning in during times of change is absolutely critical. Because change is opportunity, even if oddly dressed. Too many people see change and stand by – waiting to see where the chips will fall. Waiting to see how the power structure will change or where and what the fall out will be. The people standing by at best miss an opportunity, at worst they find themselves in the fall out.

When change comes it’s time to lean – harder than you ever have.

Leaning into change is scary, and it doesn’t feel natural. I think it’s because you have to make a bet, and you’re often doing it with limited, incomplete or imperfect information. You may have a new boss whose agenda you can’t quite read. You may have a corporate shift is strategy, or a reorganization, or a brand new competitor named Google, or a million other things that create uncertainty. And our instinct is to stand by – let’s see what happens before I make a move. And I argue that that reaction is the exact wrong one to have. When the ground is shifting under your feet it’s time to asses the best you can and lean in hard. Sure, sometimes you’ll bet wrong, and that’s ok, because you can course correct along the way. Working with good intentions and a strong desire to improve your organization’s situation during a time of change is rarely why people get fired these days. It’s the people standing by that tend to get left in the dust.

Leaning in is easier to do when there isn’t any perceived risk. It gets harder as the stakes go up in times of change. It’s precisely why leaning in is that much more valuable at those moments.

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