when I was 12 years old I ran a mouse Empire in my parents basement it all
Empire in my parents basement it all
Empire in my parents basement it all started with a drive to PJ’s pet center
started with a drive to PJ’s pet center
started with a drive to PJ’s pet center in the family station wagon we all piled
in the family station wagon we all piled
in the family station wagon we all piled in drove out to the pet store I got to
in drove out to the pet store I got to
in drove out to the pet store I got to pick out a mouse found a nice orange one
pick out a mouse found a nice orange one
pick out a mouse found a nice orange one brought it home set up the cage put
brought it home set up the cage put
brought it home set up the cage put shavings in food water as a 12 year old
shavings in food water as a 12 year old
shavings in food water as a 12 year old this was one of the most exciting
this was one of the most exciting
this was one of the most exciting moments of my life and over the next
moments of my life and over the next
moments of my life and over the next couple of weeks I fed this mouse and I
couple of weeks I fed this mouse and I
couple of weeks I fed this mouse and I watched it get rounder and rounder and
watched it get rounder and rounder and
watched it get rounder and rounder and rounder and one morning I woke up and
rounder and one morning I woke up and
rounder and one morning I woke up and there wasn’t one Mouse anymore there
there wasn’t one Mouse anymore there
there wasn’t one Mouse anymore there were eight and I ran downstairs all
were eight and I ran downstairs all
were eight and I ran downstairs all excited told my parents I have a pet
excited told my parents I have a pet
excited told my parents I have a pet mice this is the greatest thing ever
mice this is the greatest thing ever
mice this is the greatest thing ever but they weren’t so excited about this
but they weren’t so excited about this
but they weren’t so excited about this they had agreed to have one pet mouse in
they had agreed to have one pet mouse in
they had agreed to have one pet mouse in the house but weren’t so happy about eat
the house but weren’t so happy about eat
the house but weren’t so happy about eat but we agreed that we should let these
but we agreed that we should let these
but we agreed that we should let these mice grow up a little bit but we were
mice grow up a little bit but we were
mice grow up a little bit but we were going to take them back to PJ’s pet
going to take them back to PJ’s pet
going to take them back to PJ’s pet center so after a few weeks these mice
center so after a few weeks these mice
center so after a few weeks these mice had grown to a certain size we piled
had grown to a certain size we piled
had grown to a certain size we piled back in the family station wagon and we
back in the family station wagon and we
back in the family station wagon and we drive out to PJ’s Pet Center and we go
drive out to PJ’s Pet Center and we go
drive out to PJ’s Pet Center and we go in and we say here we have these extra
in and we say here we have these extra
in and we say here we have these extra mice and they say thank you very much
mice and they say thank you very much
mice and they say thank you very much we’re gonna give you 50 cents for every
we’re gonna give you 50 cents for every
we’re gonna give you 50 cents for every white Mouse and we’ll give you $1 for
white Mouse and we’ll give you $1 for
white Mouse and we’ll give you $1 for all the brown mice so I’m 12 years old
all the brown mice so I’m 12 years old
all the brown mice so I’m 12 years old and I’m thinking this is unbelievable I
and I’m thinking this is unbelievable I
and I’m thinking this is unbelievable I just make $5 so I go home and
just make $5 so I go home and
just make $5 so I go home and immediately I start working on my first
immediately I start working on my first
immediately I start working on my first business plan and a couple days later I
business plan and a couple days later I
business plan and a couple days later I come down to the kitchen table say mom
come down to the kitchen table say mom
come down to the kitchen table say mom dad I have this business plan instead of
dad I have this business plan instead of
dad I have this business plan instead of making $5 once I’m gonna make literally
making $5 once I’m gonna make literally
making $5 once I’m gonna make literally dozens of dollars a month so to this day
dozens of dollars a month so to this day
dozens of dollars a month so to this day I’m not sure why they agreed but they
I’m not sure why they agreed but they
I’m not sure why they agreed but they let me go get another mouse a male mouse
let me go get another mouse a male mouse
let me go get another mouse a male mouse and we went from having two mice in the
and we went from having two mice in the
and we went from having two mice in the house to five to 10 and ultimately I was
house to five to 10 and ultimately I was
house to five to 10 and ultimately I was producing 40 mice a month and selling
producing 40 mice a month and selling
producing 40 mice a month and selling them to PJ’s pet center at this point my
them to PJ’s pet center at this point my
them to PJ’s pet center at this point my landlords aka my parents
landlords aka my parents
landlords aka my parents said 40 mice is a little bit stinky it’s
said 40 mice is a little bit stinky it’s
said 40 mice is a little bit stinky it’s really awkward when our friends come
really awkward when our friends come
really awkward when our friends come over so how about this we’ll give you an
over so how about this we’ll give you an
over so how about this we’ll give you an allowance but you got to go and get rid
allowance but you got to go and get rid
allowance but you got to go and get rid of all these mice and so ended my first
of all these mice and so ended my first
of all these mice and so ended my first business with my first successful exit
fast-forward now I graduate from
fast-forward now I graduate from university I decide you know having gone
university I decide you know having gone
university I decide you know having gone through co-op decide I don’t want to go
through co-op decide I don’t want to go
through co-op decide I don’t want to go and work for someone else I’m gonna
and work for someone else I’m gonna
and work for someone else I’m gonna start my own business go out and buy a
start my own business go out and buy a
start my own business go out and buy a book like good – great which talks about
book like good – great which talks about
book like good – great which talks about how you build a really strong nucleus
how you build a really strong nucleus
how you build a really strong nucleus for your company by bringing the right
for your company by bringing the right
for your company by bringing the right people in we grow the company a little
people in we grow the company a little
people in we grow the company a little bit we start to you know have to figure
bit we start to you know have to figure
bit we start to you know have to figure out products we buy books like crossing
out products we buy books like crossing
out products we buy books like crossing the chasm or the lean startup that help
the chasm or the lean startup that help
the chasm or the lean startup that help you you know find product market fit and
you you know find product market fit and
you you know find product market fit and get your first customers and that allows
get your first customers and that allows
get your first customers and that allows us to continue to grow the business
us to continue to grow the business
us to continue to grow the business we’re now approaching 70 people and
we’re now approaching 70 people and
we’re now approaching 70 people and something starts to happen this this
something starts to happen this this
something starts to happen this this team worked this engagement level this
team worked this engagement level this
team worked this engagement level this culture we had starts to waffle so we do
culture we had starts to waffle so we do
culture we had starts to waffle so we do what we’ve always done we go to chapters
what we’ve always done we go to chapters
what we’ve always done we go to chapters and we buy a book this time on hierarchy
and we buy a book this time on hierarchy
and we buy a book this time on hierarchy and talks about the CEO needs to hire
and talks about the CEO needs to hire
and talks about the CEO needs to hire VPS who needs to happen need to hire
VPS who needs to happen need to hire
VPS who needs to happen need to hire directors who hire managers and this
directors who hire managers and this
directors who hire managers and this will fix your problem so we set about
will fix your problem so we set about
will fix your problem so we set about and we implement this structure and we
and we implement this structure and we
and we implement this structure and we nearly destroyed the company and having
nearly destroyed the company and having
nearly destroyed the company and having gone through this we sort of realized
gone through this we sort of realized
gone through this we sort of realized like hierarchy is not for us this was
like hierarchy is not for us this was
like hierarchy is not for us this was not for us at least was not the solution
not for us at least was not the solution
not for us at least was not the solution and we start having a conversation
and we start having a conversation
and we start having a conversation internally about you know what made us
internally about you know what made us
internally about you know what made us so unique and so effective when we were
so unique and so effective when we were
so unique and so effective when we were smaller and we come to this conclusion
smaller and we come to this conclusion
smaller and we come to this conclusion that it’s this idea that individual
that it’s this idea that individual
that it’s this idea that individual engagement is what drives businesses
engagement is what drives businesses
engagement is what drives businesses forward so today I’m going to talk to
forward so today I’m going to talk to
forward so today I’m going to talk to you guys about an alternative way to
you guys about an alternative way to
you guys about an alternative way to think about organizational structure we
think about organizational structure we
think about organizational structure we believe that if you focus organizational
believe that if you focus organizational
believe that if you focus organizational structure on the individual experience
structure on the individual experience
structure on the individual experience as opposed to hierarchy and the rigid
as opposed to hierarchy and the rigid
as opposed to hierarchy and the rigid structure that comes with it you’ll get
structure that comes with it you’ll get
structure that comes with it you’ll get higher engagement from individuals and
higher engagement from individuals and
higher engagement from individuals and ultimately higher engagement from your
ultimately higher engagement from your
ultimately higher engagement from your company I’m going to talk today
company I’m going to talk today
company I’m going to talk today where did hierarchy come from how do we
where did hierarchy come from how do we
where did hierarchy come from how do we find ourselves in the situation where
find ourselves in the situation where
find ourselves in the situation where that book was even on the shelf and the
that book was even on the shelf and the
that book was even on the shelf and the PERT in the first place I’m gonna talk
PERT in the first place I’m gonna talk
PERT in the first place I’m gonna talk about why we believe the hierarchy is
about why we believe the hierarchy is
about why we believe the hierarchy is fundamentally broken and we’re going to
fundamentally broken and we’re going to
fundamentally broken and we’re going to talk about how we’ve gone about
talk about how we’ve gone about
talk about how we’ve gone about implementing a different structure
implementing a different structure
implementing a different structure that’s worked what worked well for us so
that’s worked what worked well for us so
that’s worked what worked well for us so first let’s look at wereld hierarchy
first let’s look at wereld hierarchy
first let’s look at wereld hierarchy come from why do so many companies
come from why do so many companies
come from why do so many companies operate this if you go back to the 20th
operate this if you go back to the 20th
operate this if you go back to the 20th century a lot of the large companies of
century a lot of the large companies of
century a lot of the large companies of the day they made things the jobs people
the day they made things the jobs people
the day they made things the jobs people did were highly mechanical material
did were highly mechanical material
did were highly mechanical material would come in one end of the building
would come in one end of the building
would come in one end of the building you stamped some metal you’d pop some
you stamped some metal you’d pop some
you stamped some metal you’d pop some rivets and you’d ship it out the other
rivets and you’d ship it out the other
rivets and you’d ship it out the other end and the tasks were largely
end and the tasks were largely
end and the tasks were largely repeatable the other thing that was true
repeatable the other thing that was true
repeatable the other thing that was true about the 20th century organization was
about the 20th century organization was
about the 20th century organization was the communication had a very high cost
the communication had a very high cost
the communication had a very high cost to it if I wanted to communicate out to
to it if I wanted to communicate out to
to it if I wanted to communicate out to a thousand people who worked for me I
a thousand people who worked for me I
a thousand people who worked for me I needed a way to cascade that
needed a way to cascade that
needed a way to cascade that communication through various levels of
communication through various levels of
communication through various levels of Management to get it down to the people
Management to get it down to the people
Management to get it down to the people who actually did the work but now if we
who actually did the work but now if we
who actually did the work but now if we fast forward to the 21st century through
fast forward to the 21st century through
fast forward to the 21st century through automation through outsourcing the types
automation through outsourcing the types
automation through outsourcing the types of jobs that we do in large large
of jobs that we do in large large
of jobs that we do in large large organizations are largely creative not
organizations are largely creative not
organizations are largely creative not mechanical the other thing that’s
mechanical the other thing that’s
mechanical the other thing that’s changed is communication the cost of
changed is communication the cost of
changed is communication the cost of communication has gone virtually to zero
communication has gone virtually to zero
communication has gone virtually to zero we have thick tools like email like
we have thick tools like email like
we have thick tools like email like slack like video broadcasts that allow
slack like video broadcasts that allow
slack like video broadcasts that allow people in organizations to on mass
people in organizations to on mass
people in organizations to on mass communicate with thousands of people
communicate with thousands of people
communicate with thousands of people really efficiently so the environment in
really efficiently so the environment in
really efficiently so the environment in which we all work in the 21st century
which we all work in the 21st century
which we all work in the 21st century has evolved but yet we’re still stuck in
has evolved but yet we’re still stuck in
has evolved but yet we’re still stuck in the 20th century in terms of how we
the 20th century in terms of how we
the 20th century in terms of how we think about organizational structure so
think about organizational structure so
think about organizational structure so when we talk about the individual
when we talk about the individual
when we talk about the individual experience let’s unpack that a little
experience let’s unpack that a little
experience let’s unpack that a little bit let’s figure out what we mean and
bit let’s figure out what we mean and
bit let’s figure out what we mean and I’ll go back to the conversations we
I’ll go back to the conversations we
I’ll go back to the conversations we started having internally around the
started having internally around the
started having internally around the time we decided hierarchy just wasn’t
time we decided hierarchy just wasn’t
time we decided hierarchy just wasn’t for us and one of the things that we we
for us and one of the things that we we
for us and one of the things that we we started to hear as we had these
started to hear as we had these
started to hear as we had these conversations was that to get people to
conversations was that to get people to
conversations was that to get people to a point where they were most engaged
a point where they were most engaged
a point where they were most engaged they wanted to work on a business need
they wanted to work on a business need
they wanted to work on a business need it was best aligned to something they
it was best aligned to something they
it was best aligned to something they were passionate about and something they
were passionate about and something they
were passionate about and something they were good at so passion skill and need
were good at so passion skill and need
were good at so passion skill and need you know in all the different
you know in all the different
you know in all the different conversations we were having that was
conversations we were having that was
conversations we were having that was the common
the common
the common theme that was coming up and the more we
theme that was coming up and the more we
theme that was coming up and the more we researched it this wasn’t necessarily an
researched it this wasn’t necessarily an
researched it this wasn’t necessarily an idea that was unique to us there’s a guy
idea that was unique to us there’s a guy
idea that was unique to us there’s a guy named Dan pink who gives a great talk
named Dan pink who gives a great talk
named Dan pink who gives a great talk about autonomy mastery and purpose which
about autonomy mastery and purpose which
about autonomy mastery and purpose which we believe are just different words for
we believe are just different words for
we believe are just different words for passion skill and need and there’s a
passion skill and need and there’s a
passion skill and need and there’s a real science around getting people to
real science around getting people to
real science around getting people to that sweet spot where they can work on
that sweet spot where they can work on
that sweet spot where they can work on the things that link to their passion
the things that link to their passion
the things that link to their passion skill in need and their engagement level
skill in need and their engagement level
skill in need and their engagement level so that was great you know that told us
so that was great you know that told us
so that was great you know that told us a little bit about the individual but in
a little bit about the individual but in
a little bit about the individual but in order to think about organizational
order to think about organizational
order to think about organizational structure we had to look at leadership
structure we had to look at leadership
structure we had to look at leadership so let’s take this the business need of
so let’s take this the business need of
so let’s take this the business need of leadership well we start having these
leadership well we start having these
leadership well we start having these same conversations what do you guys
same conversations what do you guys
same conversations what do you guys expect from your leaders you know hey
expect from your leaders you know hey
expect from your leaders you know hey leaders what do you think your jobs are
leaders what do you think your jobs are
leaders what do you think your jobs are and the three things that come up in
and the three things that come up in
and the three things that come up in these conversations is this idea that we
these conversations is this idea that we
these conversations is this idea that we expect our leaders to turn vision into
expect our leaders to turn vision into
expect our leaders to turn vision into strategy we expect our leaders to
strategy we expect our leaders to
strategy we expect our leaders to execute a plan and we expect our leaders
execute a plan and we expect our leaders
execute a plan and we expect our leaders to coach and mentor and have empathy so
to coach and mentor and have empathy so
to coach and mentor and have empathy so that’s great we now we can say okay well
that’s great we now we can say okay well
that’s great we now we can say okay well the business need of leadership are
the business need of leadership are
the business need of leadership are those three things but now let’s apply
those three things but now let’s apply
those three things but now let’s apply this idea of the individual and their
this idea of the individual and their
this idea of the individual and their skills and their passions and what we
skills and their passions and what we
skills and their passions and what we found was and I’ll take myself as an
found was and I’ll take myself as an
found was and I’ll take myself as an example what we found was that on these
example what we found was that on these
example what we found was that on these three dimensions that we expect all
three dimensions that we expect all
three dimensions that we expect all leaders to do everyone who’s a leader
leaders to do everyone who’s a leader
leaders to do everyone who’s a leader has one of these that they were just
has one of these that they were just
has one of these that they were just born with so in my case turning vision
born with so in my case turning vision
born with so in my case turning vision to strategy I love doing it I’m super
to strategy I love doing it I’m super
to strategy I love doing it I’m super passionate about it it’s been my you
passionate about it it’s been my you
passionate about it it’s been my you know life purpose since I was 12 years
know life purpose since I was 12 years
know life purpose since I was 12 years old trying to build a mouse empire
old trying to build a mouse empire
old trying to build a mouse empire leaders generally have learned a second
leaders generally have learned a second
leaders generally have learned a second one you know they got into leadership
one you know they got into leadership
one you know they got into leadership they’re passionate about being leaders
they’re passionate about being leaders
they’re passionate about being leaders they want to get better at it so in my
they want to get better at it so in my
they want to get better at it so in my case coaching mentoring empathy I’ve
case coaching mentoring empathy I’ve
case coaching mentoring empathy I’ve learned to say good morning to people
learned to say good morning to people
learned to say good morning to people learn to say thank you but I have to
learn to say thank you but I have to
learn to say thank you but I have to think about that and it’s a skill I’ve
think about that and it’s a skill I’ve
think about that and it’s a skill I’ve developed over time on the third one
developed over time on the third one
developed over time on the third one usually leaders have one of these
usually leaders have one of these
usually leaders have one of these dimensions that they have a blind spot
dimensions that they have a blind spot
dimensions that they have a blind spot for that they are not passionate about
for that they are not passionate about
for that they are not passionate about that they’ve never been good at for me
that they’ve never been good at for me
that they’ve never been good at for me its execution you don’t trust me
its execution you don’t trust me
its execution you don’t trust me you to plan so I want to just kind of
you to plan so I want to just kind of
you to plan so I want to just kind of stop and really drive this point home
stop and really drive this point home
stop and really drive this point home because these two concepts drive the
because these two concepts drive the
because these two concepts drive the rest of my talk right so we have this
rest of my talk right so we have this
rest of my talk right so we have this individual model passion skill need
individual model passion skill need
individual model passion skill need that’s what drives people to be the most
that’s what drives people to be the most
that’s what drives people to be the most engaged and the most productive then we
engaged and the most productive then we
engaged and the most productive then we have this leader model where we expect
have this leader model where we expect
have this leader model where we expect leaders to drive strategy execute plans
leaders to drive strategy execute plans
leaders to drive strategy execute plans and have empathy for the people that
and have empathy for the people that
and have empathy for the people that they work with so let’s watch what
they work with so let’s watch what
they work with so let’s watch what happens when we put these two concepts
happens when we put these two concepts
happens when we put these two concepts into a hierarchy so there’s me driving
into a hierarchy so there’s me driving
into a hierarchy so there’s me driving vision saying thank you being horrible
vision saying thank you being horrible
vision saying thank you being horrible and execution so what do I do well I do
and execution so what do I do well I do
and execution so what do I do well I do something logical I hire people around
something logical I hire people around
something logical I hire people around me who are good at execution but the
me who are good at execution but the
me who are good at execution but the problem is by the very nature of this
problem is by the very nature of this
problem is by the very nature of this model they’re good at execution but
model they’re good at execution but
model they’re good at execution but they’re not good at something else maybe
they’re not good at something else maybe
they’re not good at something else maybe maybe they’re not good at saying thank
maybe they’re not good at saying thank
maybe they’re not good at saying thank you maybe they’re not good at
you maybe they’re not good at
you maybe they’re not good at communicating strategy and as you build
communicating strategy and as you build
communicating strategy and as you build out this or this hierarchy what happens
out this or this hierarchy what happens
out this or this hierarchy what happens is this dilution of those three things
is this dilution of those three things
is this dilution of those three things by time you get to the bottom of the
by time you get to the bottom of the
by time you get to the bottom of the pyramid no one knows what the strategy
pyramid no one knows what the strategy
pyramid no one knows what the strategy is
is
is there’s execution going in all different
there’s execution going in all different
there’s execution going in all different directions and no one feels valued and
directions and no one feels valued and
directions and no one feels valued and these are the leaders of the
these are the leaders of the
these are the leaders of the organization so now the people that work
organization so now the people that work
organization so now the people that work for those leaders are confused they
for those leaders are confused they
for those leaders are confused they don’t feel valued and they ultimately
don’t feel valued and they ultimately
don’t feel valued and they ultimately are disengaged they don’t want to work
are disengaged they don’t want to work
are disengaged they don’t want to work there and this was what we had
there and this was what we had
there and this was what we had experienced so we went through this
experienced so we went through this
experienced so we went through this exercise we sort of unpacked
exercise we sort of unpacked
exercise we sort of unpacked you know engine being engineers we did a
you know engine being engineers we did a
you know engine being engineers we did a root cause analysis and we figured out
root cause analysis and we figured out
root cause analysis and we figured out that this was what was going on an
that this was what was going on an
that this was what was going on an organization so the insight that we took
organization so the insight that we took
organization so the insight that we took away from this was this idea of
away from this was this idea of
away from this was this idea of functionalizing a leader so we don’t
functionalizing a leader so we don’t
functionalizing a leader so we don’t have managers anymore we have three
have managers anymore we have three
have managers anymore we have three functions that do the things that a
functions that do the things that a
functions that do the things that a manager used to be responsible for doing
manager used to be responsible for doing
manager used to be responsible for doing we still have this individual but now
we still have this individual but now
we still have this individual but now each individual has these three
each individual has these three
each individual has these three functions of leadership that they
functions of leadership that they
functions of leadership that they interact with it’s supposed to push and
interact with it’s supposed to push and
interact with it’s supposed to push and pull and help them get to that sweet
pull and help them get to that sweet
pull and help them get to that sweet spot where they can be most engaged and
spot where they can be most engaged and
spot where they can be most engaged and most productive so let’s look at what
most productive so let’s look at what
most productive so let’s look at what that does to the hierarchy so these are
that does to the hierarchy so these are
that does to the hierarchy so these are now individuals right we said before
now individuals right we said before
now individuals right we said before we’re going to focus on the individual
we’re going to focus on the individual
we’re going to focus on the individual experience as opposed to the tyranny of
experience as opposed to the tyranny of
experience as opposed to the tyranny of structure so these are the individuals
structure so these are the individuals
structure so these are the individuals we invert
we invert
we invert the pyramid so now we have these leaders
the pyramid so now we have these leaders
the pyramid so now we have these leaders and their job is to support the
and their job is to support the
and their job is to support the individual not to be their boss each of
individual not to be their boss each of
individual not to be their boss each of the individuals in a team has a
the individuals in a team has a
the individuals in a team has a relationship which with each of those
relationship which with each of those
relationship which with each of those three types of leaders that give them
three types of leaders that give them
three types of leaders that give them each of the three things and those
each of the three things and those
each of the three things and those leaders go and work on the type of
leaders go and work on the type of
leaders go and work on the type of leadership that they want to work on
leadership that they want to work on
leadership that they want to work on based on their passions and their skills
based on their passions and their skills
based on their passions and their skills you get a way more engaged leadership
you get a way more engaged leadership
you get a way more engaged leadership sphere and as a result you get a way
sphere and as a result you get a way
sphere and as a result you get a way more engaged individual and team now one
more engaged individual and team now one
more engaged individual and team now one of the the the problems with this model
of the the the problems with this model
of the the the problems with this model is it looks a bit chaotic there’s lines
is it looks a bit chaotic there’s lines
is it looks a bit chaotic there’s lines going everywhere how does an individual
going everywhere how does an individual
going everywhere how does an individual actually experience this in their in
actually experience this in their in
actually experience this in their in their average day one of the things that
their average day one of the things that
their average day one of the things that we’ve done is we’ve organized people we
we’ve done is we’ve organized people we
we’ve done is we’ve organized people we kind of stole up a a play a page from
kind of stole up a a play a page from
kind of stole up a a play a page from agile we organized people around
agile we organized people around
agile we organized people around business needs as opposed to function so
business needs as opposed to function so
business needs as opposed to function so instead of having a marketing team and a
instead of having a marketing team and a
instead of having a marketing team and a sales team we have a sales team or a
sales team we have a sales team or a
sales team we have a sales team or a sorry a territory team focused on all
sorry a territory team focused on all
sorry a territory team focused on all the things that you need to do inside a
the things that you need to do inside a
the things that you need to do inside a territory customer support sales
territory customer support sales
territory customer support sales marketing and that’s what we interface
marketing and that’s what we interface
marketing and that’s what we interface with the leaders the other critique of
with the leaders the other critique of
with the leaders the other critique of this model is that what happens if
this model is that what happens if
this model is that what happens if there’s a tie
there’s a tie
there’s a tie what happens if someone’s career path
what happens if someone’s career path
what happens if someone’s career path and the strategy are in conflict or what
and the strategy are in conflict or what
and the strategy are in conflict or what happens if someone’s strategy and and
happens if someone’s strategy and and
happens if someone’s strategy and and the need to execute in the short term
the need to execute in the short term
the need to execute in the short term are in conflict so what we’ve done is at
are in conflict so what we’ve done is at
are in conflict so what we’ve done is at any given time one of those three
any given time one of those three
any given time one of those three functions of leadership is in charge and
functions of leadership is in charge and
functions of leadership is in charge and they can break the tie but it’s not
they can break the tie but it’s not
they can break the tie but it’s not always the same group if we’re trying to
always the same group if we’re trying to
always the same group if we’re trying to make culture better one year we might
make culture better one year we might
make culture better one year we might make it the coaching and empathy side of
make it the coaching and empathy side of
make it the coaching and empathy side of the side the leadership team if we’re
the side the leadership team if we’re
the side the leadership team if we’re trying to drive strategy for you might
trying to drive strategy for you might
trying to drive strategy for you might make the strategy team in charge and we
make the strategy team in charge and we
make the strategy team in charge and we found that this allows us to move
found that this allows us to move
found that this allows us to move quickly not get stuck in in little
quickly not get stuck in in little
quickly not get stuck in in little Quagmire’s while still maintaining this
Quagmire’s while still maintaining this
Quagmire’s while still maintaining this idea that leaders can support
idea that leaders can support
idea that leaders can support individuals using what they’re good at
individuals using what they’re good at
individuals using what they’re good at and what they’re passionate about now as
and what they’re passionate about now as
and what they’re passionate about now as I was putting this talk together I was
I was putting this talk together I was
I was putting this talk together I was imagining being in the audience and I
imagining being in the audience and I
imagining being in the audience and I know what you guys are all thinking
know what you guys are all thinking
know what you guys are all thinking here’s this guy up here talking like a
here’s this guy up here talking like a
here’s this guy up here talking like a professor showing lots of diagrams about
professor showing lots of diagrams about
professor showing lots of diagrams about organizational structure
organizational structure
organizational structure so the next part of this talk I actually
so the next part of this talk I actually
so the next part of this talk I actually want to give you guys some practical
want to give you guys some practical
want to give you guys some practical experiences that we’ve had in terms of
experiences that we’ve had in terms of
experiences that we’ve had in terms of how you apply this so that you don’t
how you apply this so that you don’t
how you apply this so that you don’t think this is all just theory and that
think this is all just theory and that
think this is all just theory and that you know that it can actually be
you know that it can actually be
you know that it can actually be effective so the first lesson is you
effective so the first lesson is you
effective so the first lesson is you have to hire the right types of people
have to hire the right types of people
have to hire the right types of people not everyone can thrive in this type of
not everyone can thrive in this type of
not everyone can thrive in this type of environment
environment
environment people have to have to want to what we
people have to have to want to what we
people have to have to want to what we call flow have to want to go find that
call flow have to want to go find that
call flow have to want to go find that intersection of their passions skill and
intersection of their passions skill and
intersection of their passions skill and you need if they’re complacent it
you need if they’re complacent it
you need if they’re complacent it doesn’t work so we spend a lot of time
doesn’t work so we spend a lot of time
doesn’t work so we spend a lot of time trying to find the right types of people
trying to find the right types of people
trying to find the right types of people we’ve gone as far as codifying using
we’ve gone as far as codifying using
we’ve gone as far as codifying using what we call core values what those
what we call core values what those
what we call core values what those right types of people are and what we
right types of people are and what we
right types of people are and what we find is if you if you fill the
find is if you if you fill the
find is if you if you fill the organization up with the right kinds of
organization up with the right kinds of
organization up with the right kinds of people you can build all of your
people you can build all of your
people you can build all of your business processes around this idea of
business processes around this idea of
business processes around this idea of trusting your employees which I know
trusting your employees which I know
trusting your employees which I know sounds obvious but is not how most
sounds obvious but is not how most
sounds obvious but is not how most organizations run we design for the 99%
organizations run we design for the 99%
organizations run we design for the 99% the people we can trust given that we’ve
the people we can trust given that we’ve
the people we can trust given that we’ve hired the right people as opposed to
hired the right people as opposed to
hired the right people as opposed to designing business processes around the
designing business processes around the
designing business processes around the 1% that you can’t trust which is how
1% that you can’t trust which is how
1% that you can’t trust which is how most hierarchical organizations run so
most hierarchical organizations run so
most hierarchical organizations run so what happens if I bring someone in who’s
what happens if I bring someone in who’s
what happens if I bring someone in who’s got a passion for a business need they
got a passion for a business need they
got a passion for a business need they have the skills to do it over time let’s
have the skills to do it over time let’s
have the skills to do it over time let’s say they finished the project or the
say they finished the project or the
say they finished the project or the business grows something changes that
business grows something changes that
business grows something changes that business need I brought them in for is
business need I brought them in for is
business need I brought them in for is no longer needed because they finished
no longer needed because they finished
no longer needed because they finished their project so the second concept and
their project so the second concept and
their project so the second concept and this is I think the most important part
this is I think the most important part
this is I think the most important part of this whole thing is this idea of the
of this whole thing is this idea of the
of this whole thing is this idea of the bench and by bench what we mean is that
bench and by bench what we mean is that
bench and by bench what we mean is that if you don’t provide people with a safe
if you don’t provide people with a safe
if you don’t provide people with a safe place to go when they’ve when they’ve
place to go when they’ve when they’ve
place to go when they’ve when they’ve finished the business need using the
finished the business need using the
finished the business need using the thing that their passion doing the thing
thing that their passion doing the thing
thing that their passion doing the thing they’re passionate about using they’re
they’re passionate about using they’re
they’re passionate about using they’re skilled then they they crave security
skilled then they they crave security
skilled then they they crave security they don’t want to move off of that role
they don’t want to move off of that role
they don’t want to move off of that role right and then they get stuck in this
right and then they get stuck in this
right and then they get stuck in this area where now they’re not passionate
area where now they’re not passionate
area where now they’re not passionate anymore or their skill isn’t being
anymore or their skill isn’t being
anymore or their skill isn’t being useful isn’t being used where they’re
useful isn’t being used where they’re
useful isn’t being used where they’re working on a business need that doesn’t
working on a business need that doesn’t
working on a business need that doesn’t matter anymore
matter anymore
matter anymore so if you have someone let’s say for
so if you have someone let’s say for
so if you have someone let’s say for example who’s great at building teams
example who’s great at building teams
example who’s great at building teams but doesn’t love operating the team at
but doesn’t love operating the team at
but doesn’t love operating the team at some point the team is built and that
some point the team is built and that
some point the team is built and that person needs to be able to move to the
person needs to be able to move to the
person needs to be able to move to the side without
side without
side without feeling like they’ve failed so for us
feeling like they’ve failed so for us
feeling like they’ve failed so for us the bench is something we actually
the bench is something we actually
the bench is something we actually celebrate if someone finishes executing
celebrate if someone finishes executing
celebrate if someone finishes executing on a business need and they move to the
on a business need and they move to the
on a business need and they move to the bench that’s that’s awesome because now
bench that’s that’s awesome because now
bench that’s that’s awesome because now they can go and they can take some time
they can go and they can take some time
they can go and they can take some time and they can find the next thing where
and they can find the next thing where
and they can find the next thing where they can find that intersection of their
they can find that intersection of their
they can find that intersection of their passion skill need one of the types of
passion skill need one of the types of
passion skill need one of the types of transitions that we see people make is
transitions that we see people make is
transitions that we see people make is they go from being contributors to being
they go from being contributors to being
they go from being contributors to being leaders and that brings me to our third
leaders and that brings me to our third
leaders and that brings me to our third lesson in hierarchical organization you
lesson in hierarchical organization you
lesson in hierarchical organization you know I imagine that a higher leader
know I imagine that a higher leader
know I imagine that a higher leader leader comes in they get down on one
leader comes in they get down on one
leader comes in they get down on one knee
knee
knee some guy takes a sword anoints them you
some guy takes a sword anoints them you
some guy takes a sword anoints them you are now a leader you’re the boss
are now a leader you’re the boss
are now a leader you’re the boss right you have this power now you can go
right you have this power now you can go
right you have this power now you can go and do boss things in our environment we
and do boss things in our environment we
and do boss things in our environment we don’t do that ever
don’t do that ever
don’t do that ever leaders emerge in our organization and I
leaders emerge in our organization and I
leaders emerge in our organization and I always say leaders are people who lead
always say leaders are people who lead
always say leaders are people who lead you know if someone comes up to me and
you know if someone comes up to me and
you know if someone comes up to me and says hey I want I want to I want to be a
says hey I want I want to I want to be a
says hey I want I want to I want to be a leader great lead go do it and we find
leader great lead go do it and we find
leader great lead go do it and we find that that that approach makes it so that
that that that approach makes it so that
that that that approach makes it so that when you do bring in a leader because
when you do bring in a leader because
when you do bring in a leader because sometimes we do hire people we have a
sometimes we do hire people we have a
sometimes we do hire people we have a need business need for a leader we have
need business need for a leader we have
need business need for a leader we have someone who’s passionate about leading
someone who’s passionate about leading
someone who’s passionate about leading we have someone with the skills to lead
we have someone with the skills to lead
we have someone with the skills to lead we bring them in but we don’t give them
we bring them in but we don’t give them
we bring them in but we don’t give them the title we don’t give them the reports
the title we don’t give them the reports
the title we don’t give them the reports we just say welcome to the team and what
we just say welcome to the team and what
we just say welcome to the team and what happens every time is those people will
happens every time is those people will
happens every time is those people will rally the people who crave leadership
rally the people who crave leadership
rally the people who crave leadership they want to learn you want to know
they want to learn you want to know
they want to learn you want to know where to go they’ll rally around that
where to go they’ll rally around that
where to go they’ll rally around that person but if they don’t well then that
person but if they don’t well then that
person but if they don’t well then that person wasn’t a good leader in the first
person wasn’t a good leader in the first
person wasn’t a good leader in the first place and you’re better off to not have
place and you’re better off to not have
place and you’re better off to not have put them into that environment and said
put them into that environment and said
put them into that environment and said hey this is your boss because then I’ll
hey this is your boss because then I’ll
hey this is your boss because then I’ll lose credibility so to conclude on this
lose credibility so to conclude on this
lose credibility so to conclude on this there’s a new way to build organizations
there’s a new way to build organizations
there’s a new way to build organizations or an organizational structure it’s
or an organizational structure it’s
or an organizational structure it’s centered around the individual
centered around the individual
centered around the individual experience at the core of that idea is
experience at the core of that idea is
experience at the core of that idea is two truths one you have to build your
two truths one you have to build your
two truths one you have to build your organization in a way that allows people
organization in a way that allows people
organization in a way that allows people to find the intersection of their
to find the intersection of their
to find the intersection of their passion their skill and a business need
passion their skill and a business need
passion their skill and a business need and two if you want to be true be
and two if you want to be true be
and two if you want to be true be faithful to that idea for contributors
faithful to that idea for contributors
faithful to that idea for contributors you have to functionalize leadership you
you have to functionalize leadership you
you have to functionalize leadership you have
have
have to break leadership into three pieces to
to break leadership into three pieces to
to break leadership into three pieces to allow the individuals who are leaders to
allow the individuals who are leaders to
allow the individuals who are leaders to apply their passions and skills in each
apply their passions and skills in each
apply their passions and skills in each of those three areas execution strategy
of those three areas execution strategy
of those three areas execution strategy and empathy and if you do that you will
and empathy and if you do that you will
and empathy and if you do that you will have way more engagement inside your
have way more engagement inside your
have way more engagement inside your inside your company your company will
inside your company your company will
inside your company your company will perform better your turnover will go
perform better your turnover will go
perform better your turnover will go down and you’ll win in your markets and
down and you’ll win in your markets and
down and you’ll win in your markets and I’ll leave you with one final thought
I’ll leave you with one final thought
I’ll leave you with one final thought there is a revolution happening in the
there is a revolution happening in the
there is a revolution happening in the way that organizational design is done
way that organizational design is done
way that organizational design is done we hear it in terms of terms like hala
we hear it in terms of terms like hala
we hear it in terms of terms like hala cracy and agile and nodal organizations
cracy and agile and nodal organizations
cracy and agile and nodal organizations these are all words that we’re trying to
these are all words that we’re trying to
these are all words that we’re trying to use as a society to find our voice our
use as a society to find our voice our
use as a society to find our voice our common voice on this new type of
common voice on this new type of
common voice on this new type of organizational structure and I would say
organizational structure and I would say
organizational structure and I would say to you all as you go out into the work
to you all as you go out into the work
to you all as you go out into the work fete workforce as you build startup
fete workforce as you build startup
fete workforce as you build startup companies as you want to build your own
companies as you want to build your own
companies as you want to build your own Mouse empires don’t accept that
Mouse empires don’t accept that
Mouse empires don’t accept that hierarchy is the way that this has
hierarchy is the way that this has
hierarchy is the way that this has always been done because it
always been done because it
always been done because it fundamentally will make your
fundamentally will make your
fundamentally will make your organization’s slower and it will result
organization’s slower and it will result
organization’s slower and it will result in disengaged people who work for you
in disengaged people who work for you
in disengaged people who work for you embrace some of these new ideas find
embrace some of these new ideas find
embrace some of these new ideas find your voice on it and we will all build
your voice on it and we will all build
your voice on it and we will all build great organizations together thank you
great organizations together thank you
great organizations together thank you very much
very much
very much [Applause]
”
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