"Two Weeks Notice"

Chris Dixon's post "12 months notice" reminded me of an experience I had a few years back. Dixon writes about the two ways todo business - He calls them "legalistic based or "trust" based. I prefer to call it trust or not.

We had hired a very talented young exec a few years out of school. I enjoyed having him in the office, appreciated his dedication and helped him develop his business. Regardless of his future career choices, I considered our relationship a nice addition to my network.

I always expected he would either go back to graduate school or want more industry specific experience. We had discussed this and I was prepared to help him in either of these endeavors. I anticipated that when he was considering his next steps that we would discuss his options openly. It was a very surprising to me when he came to tell me that he had accepted a position with a client and was giving his 2 weeks.

I don't know where/when "two weeks notice" became a status quo expectation but when you as an exec/manager are entrusted with client relationships and ongoing long term projects "two weeks notice" can be a fast way to damage your credibility. If you are not on your way to a competitive position, and you value your relationship with your co-workers, then consider that giving only "two weeks notice" can be a very effective way to damage those relationships and your professional reputation.

Adapt Evolve Succeed

Jennifer McClure wrote a post for Fistful of Talent about recruiters that is equally applicable to many careers and industries. In good times I would often consider a business that is not growing a dying business. Lately, I prefer to suggest that businesses and executives that are not adapting to the changes in the economy, technology and the changing demands of the markets, will go the way of the dodo bird.... read on at Fistful of Talent

Business in Context

A few weeks back I hosted a 2 round table discussions among owners and executives of recruitment firms. The level of candor and honesty was more surprising than the widespread level of hardship. It’s oddly reassuring to hear from other people sharing the same hardships. Most of the 20+ business owners did also have stories of people in their organization who have had continued success but all had been forced to downsize and significantly reduce costs.

I had no inspiration to post over the past months and then I found myself back in the pediatric ward at NYU Hospital on Friday night. The opportunity in being here far exceeds any level of reassurance in mutual hardship at a professional conference. In the past 2 days we shared a room with a girl suffering from kidney infection, we played with a little boy recovering from his 3rd brain surgery in the past months and learned about Jasmina, the five year old girl in the next room with a rare and aggressive form of leukemia who needs a bone marrow donor and transplant to survive.

We will be home later this week, the kids we shared the weekend with will fight on and until this weekends memory fades, business will be approached in the context more important struggles.

The Collapse

Michael Lewis, (Liar’s Poker) succeeds at explaining what went wrong in his article on portfolio.com link here. He walks in the shoes of the guys who saw it coming and made a bundle on the crash. Their revelation and explanation of how CDO market grew large enough to bring down the house is stupefying.

Collaboration & Systemic Change

Peter Senge has had a big influence on my understanding of leadership and ability to impact change. The book he is most closely associated with is The Fifth Discipline. I found a review on You Tube . The book was updated in 2003 and is still is required in many graduate programs. (If you get bored - Chapter 3 starts at the 5 minute mark of the video.)

Companies are living organizations constantly changing based on the actions of people who impact them. Collaborations between people and organizations bring new opportunities for both the individual and the organization to learn, grow and improve. In concert with the collaborations and communication tools and processes the allow sharing, there is always an opportunity for those who are open to reach higher, grow and achieve more.

I have always found opportunities to achieve more appealing and rewarding in difficult times. Today's environment presents the biggest and most challenging opportunity for people to show their potential than at any other time in my career. The Fifth Discipline in all its irony does not address discipline itself. Whether you choose to read the book or not - discipline, determination, extra effort and respect are traits shared by successful people. In the face of Systemic Change that requires Collaboration it's easy to forget what you need to do to achieve. Don't let it happen to you.