"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.

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.

Say What you Mean, Mean What you Say

If you have something to hide, people are likely to feel it before you tell them and tacitly question your authenticity before you realize it. Many people struggle with Saying What They Mean (whether for fear of being candid or intent to mislead)and are not so good at concealing their thoughts. This is something that's likely to be impeding their ability to achieve.

The most successful people I know are easy reads. You don’t need to de-code what they mean. They are just naturally adept at saying what’s on their minds. It sounds silly – and it reminds me of Peter Senge .

Senge founded the Organizational Learning lab at MIT – wrote The Fifth Discipline, a cognitive approach to business, and invented the concept of a Learning Organization. To summarize a 400 pager; it about expanding your capacity to create the results you desire. It's probably the most influential applicable concepts to management I have come across. If you prefer Cliff Notes to Books start here: http://www.rtis.com/nat/user/jfullerton/review/learning.htm

If you have never heard of Senge it might be because he was a huge advocate of controlled growth. He believed there was a maximum annual growth rate beyond which an organization achieved diminishing returns. He had the unfortunate distinction of writing this just prior to the growth of the Internet in the mid 90’s. The overwhelming majority of this thoughts hold up very well – If you manage or aspire to manage people the book is a must read.

Randy Pausch

Randy Pausch's inspirational "Last Lecture" has inspired millions of people. He was featured on Prime Time Live last night and was an ABC person of the week some months back.

"I've never known anger to make any situation better"
--Randy Pausch

more links to Randy Pausch