Great article by Zach Holman on startup growth, hiring, and culture:

I think a number of startups end up reaching some type of blindness as they grow and reach success. They are the same companies whose founders are college dropouts, but now that they’re a hundred employees they decide to follow Google’s model and recruit exclusively from top five-ranked schools. They are the same companies that hire a monoculture, not realizing that their success stemmed in part from the oddball founding crew that came together in the initial years. They are the same companies that miss out on the clever-but-unknown hacker because they’ve been in the spotlight themselves for so long.

I don’t know when it happened, but it seems we’ve reached a tipping point where most tech articles now take their titles out of the BuzzFeed playbook. That said, Christopher Mims’ Everything you know about Steve Jobs and design is wrong, according to one man who should know is quite interesting. His review of Hartmut Esslinger’s book Keep It Simple quotes these astute observations about design and corporate culture:

I explained that to make design a core element of Apple’s corporate strategy, it would have to be seen as a leadership issue; world-class design can’t work its way up from the bottom, watered down by the motivations and egos of every layer of management it passes through. […]

Bottom-up design never succeeds, because even good efforts by departments within such systems remain insulated within the layers of the company’s organizational structure and everything really new, courageous and potentially game-changing is destroyed by its passage through ‘the gates of rejection.’

Ainsley Wagoner shares a story from architecture school in How We Measure Success. She describes a lecture in which their architecture professor first painted a picture of what it’s like to chase the best internships straight out of school, and work oneself to death. And then the professor contrasted that option with this one:

Or you can stop right now and ask yourself what kind of life you want to have. Look around you and figure out where you can make a real impact as designers and architects. Become developers, change the zoning laws, get involved in your communities to affect real change, you can do so many things besides being a cog in the starchitecture mega-firm machine. But whatever you do, you need to ask yourself what your priorities are. What do you want your life to look like in ten years? And allow the answers to that question influence your picture of success.

I don’t think this is a question you ever stop asking yourself…

In Where the Happy Talk About Corporate Culture Is Wrong Cliff Oxford makes the case that there is big difference between Human Resources Happy and High Performance Happy in organizations:

Here’s how I define H.R. Happy: Bosses are at least superficially nice and periodically pretend to be interested in employees as people. These employees can count on birthday-cake celebrations and shallow conversations about what their hobbies are outside of work. This approach allows H.R. people to do the job they love — compliance and regulations — instead of the job they should be doing — finding and recruiting the best available talent.

And the flipside:

High Performance Happy is an attitude with a skill set that says we are on a mission that is bigger than any one of us. We find our happiness in being on a world class team that is making a difference.

I don’t agree with all of Cliff’s advice on how to foster cultures of High Performance Happiness, but the distinction is certainly spot-on. As for how to get to a culture like that, I still think Jocelyn Glei has one of the best summaries in her article What Motivates Us To Do Great Work?:

For creative thinkers, [author Daniel Pink] identifies three key motivators: autonomy (self-directed work), mastery (getting better at stuff), and purpose (serving a greater vision). […]

As creative thinkers, we want to make progress, and we want to move big ideas forward. So, it’s no surprise that the best motivator is being empowered to take action. […] In short, give your team members what they need to thrive, and then get out of the way.

(link via Marcelo Somers)

Even though the mere thought of giving up coffee and switching to tea makes me break out in a cold sweat, I really enjoyed Teresa Brazen’s The tea, leadership, loyalty axis. It’s a good reminder about the importance of being mindful and present:

These days, people who aren’t checking their phones, email, or doing some other kind of work in their head while in conversation with others really stand out. Have you noticed how good it feels to be around these anomalies? How often are your colleagues really giving you their undivided attention (and vice versa)? Make no mistake: inattention is noticed, no matter how sly we are at texting under the table.

It reminds me of this classic tweet from Scott Simpson:

My new standard of cool: when I’m hanging out with you, I never see your phone ever ever ever.

— Scott Simpson (@scottsimpson) June 17, 2010

(link via @tarungangwani)

I recently had a long conversation about coffee with the manager at the flagship TRUTH.coffeecult retail store. Talking to people who have a passion for their craft — regardless of what that craft is — always invigorates me in my own work as well. One of the things Dominic told me is that since they’re a roaster that supplies coffee to other businesses, TRUTH’s retail coffee shops aren’t their most lucrative business opportunity. So why do they even bother with retail spaces? His answer really got me thinking:

We want to give people the tools they need to tell that our coffee is better than others.

TRUTH realizes that for most people, coffee is just coffee. Whether it’s Starbucks, Denny’s, or Ricoffy doesn’t really matter, as long as it has caffeine in it. But people like Dominic and the team at TRUTH aren’t ok with that. They see a city full of people who are losing out on the joys of an artisan coffee experience, and they want to change that.

But they also know that in order to accomplish their goal, they can’t just give people a cup of TRUTH and leave them to it. They have to teach them why it’s better. They have to explain the roasting process, show the care and precision that goes into pulling an espresso shot, and provide guidance on the flavours they need to look for. Only then will their customers be able to appreciate why TRUTH is better than other coffees.

This is not unlike the work we do in web design. When we work with clients or internal teams who are not aesthetically inclined, or don’t immediately see the value in prototyping and user research, we can’t just yell, “BUT OUR WAY IS BETTER!” and storm off in a fit of righteous anger. Instead, we have to give clients and teams the tools they need to tell that an iterative, research-led approach is better than just pumping out some PSDs real quick. We have to show case studies, and we have to explain how the investment will result in major returns for the business. We need to show passion for our craft, we need to speak confidently about what we do and why we do it, and we need to communicate the benefits to them in a clear and concise way.

Dominic went on to tell me how one person came into TRUTH earlier that day and asked to see how they make a cappuccino. The barista brought her around, showed her how the machine works, and she ended up pulling her own shot and steaming her own milk. The barista didn’t care about sharing secrets, or letting some “lesser being” touch his espresso machine. Because his goal isn’t to show people how good he is. His goal is to get people to love coffee. And if that means letting someone pull their own shot — imperfect as it may be — then so be it.

Our role as designers isn’t to show people how good we are, either. It also shouldn’t be our primary goal to win industry awards. Our goal should be to get the people we work with to fall in love with the design process, and to utilize that passion in them and ourselves to design great solutions. And the only way we’re going to be successful at that is if we invite our clients and teams to step behind the counter to see how and why we do what we do.

Every time I start a new job I take my dad to see my office. He loves seeing where I work, and I love showing him. It’s a thing. As much as I enjoy this unspoken ritual of ours, there’s always a predictable response from my dad that serves as a clear indicator of our large generation gap. At some point he’ll ask a question along the lines of, “So… no one has an office? You just sit out here in the open?” I’ve tried many times to explain the idea of co-location and collaborative work, but I don’t think it’s something that will ever compute for him.

This isn’t a criticism on how he’s used to doing things (especially if he’s reading this… Hi Dad!). But it shows how our generation’s career goals have changed from “I want the corner office!” to “I just want a space where I’m able to do good work.” We’ve mostly gotten over our obsession with the size and location of our physical workspaces. But we haven’t completely managed to let go of that corner office in our minds: the job title.

Even that’s starting to change, though. This tweet from Jack Dorsey has received over 1,700 retweets so far:

Titles, like “CEO”, get in the way of doing the right thing. Respect to the people who ignore titles, and fight like hell for what is right.

— Jack Dorsey (@jack) September 29, 2012

In episode 60 of Back to Work, Merlin Mann and Dan Benjamin discuss what they call “work as platform”. The basic idea is that we need to stop looking at work as a thing you do for a company. If you view your career like that, your success will always be linked to the success of the company, as well as your ability to survive within that particular culture. You will be at the mercy of people who are concerned about their own careers, not yours.

Instead, if you think about your work as platform, your attention starts to shift to using whatever job you are doing to develop your skills further, so that you’re never at the mercy of one company. Here’s Merlin, from about 31 minutes into that episode of Back to Work (edited down slightly):

If you think just in terms of jobs, you become a little bit short-sighted, because you tend to think in terms of, “What’s my next job?”, or “If I want good jobs in my career, what do I put on my resume?” So in terms of what you can do to make the kinds of things you want, and have the kind of career you like, I think it’s very interesting to think about what you do in terms of having a platform for what you do.

There’s always this thing about “doing what you love.” Well, doing what you love might not ever make you a nickel. And if doing what you love sucks, no one is ever going to see it, like it, and buy it, which is problematic. That’s not a branding problem, that’s a “you suck” problem. So the platform part is thinking about what you do not simply in terms of what your next job is — it’s a way of thinking about how all of the things that you do can and should and do feed into each other.

I think it’s worth giving yourself permission to take a dip into the douche-pool, and think a little bit about what platform thinking might mean to you. Because if you are just thinking about how unhappy you are with your job your horizons are going to become pretty short, and your options are going to be very limited.

So here’s how I want to pull this all together. Just like we’ve moved on from the idea that the big office is a big deal, we have to let go of the idea that a big enough title is equal to a successful career. Much more important is that we figure out what it is that we want to spend our time and attention on — and then working at our craft to make that our platform.

I was really inspired by Jason Santa Maria’s interview in The Great Discontent, in which he said the following:

One of my greatest fears is being at a big company and rising through the ranks to become a manager of people. That’s an art and there are people who are really good at energizing others and getting the best work out of them, but the thing I most enjoy is being hands-on and seeing something through to the end. I want to keep making things and not just talk about making them.

That resonates with me. It doesn’t have to resonate with you, and that’s the point. We don’t all have to follow the same path. You don’t have to run out and learn how to code. But be curious enough to find out if coding is your platform. Build your own platform, and make your own work. That’s what it means to “do what you love.”

John Gruber wrote the following in the context of recent leadership changes at Apple, but it’s applicable to life in general. From Seriously, Apple Is Doomed:

What you want is to be (1) right more often than wrong; (2) willing to recognize when you are wrong; and (3) able and willing to correct whatever is wrong. If you expect perfection, to be right all the time, you’re going to fail on all three of those — you will be wrong sometimes, that’s just human nature; you’ll be less willing or unwilling to recognize when you’re wrong because you’ve talked yourself into expecting perfection; and you won’t fix what’s wrong because you’ll have convinced yourself you weren’t wrong in the first place.

I’ve mentioned before that the ability to admit that you’re wrong is an essential characteristic of a good designer. I maintain that some of the biggest product failures can be traced back to a refusal to recognize that the idea/design isn’t perfect.

“Design like you’re right, listen like you’re wrong.”

I love the conclusion of Leah Hager Cohen’s The Courage To Say ‘I Don’t Know’:

In Jean-Jacques Rousseau’s “Émile: Or, Treatise on Education,” the philosopher writes, “I do not know is a phrase which becomes us.” Too often we fear uttering these words, convinced that doing so will diminish us, will undermine our status and block our advancement.

In fact these words liberate and empower. So much of the condition of being human involves not knowing. The more comfortable we become with this truth, the more fully and unabashedly we may inhabit our skins, our souls, and – speaking of learning – the more able we become to grow.

I’ve been saying “I don’t know” a lot recently. It’s uncomfortable, but I think it forces me to dig deeper for the right answers.

I’ve long been fascinated by the Dunning–Kruger effect and its distant cousin the Peter Principle. If you haven’t heard of these theories yet, I recommend you don’t read about it at bedtime if you value sleep. This is the kind of thing that keeps you up for days as you try to figure out how it applies to everything you’ve ever done.

Dunning-Kruger basically states that people who are incompetent don’t realise that they’re incompetent, because they lack the competence to figure it out. That’s really scary stuff.

Anyway, in June 2010 Errol Morris conducted an interview with David Dunning, and it’s a fascinating read. Among other things, Dunning gives more background about the research they did, and also goes into detail on the idea of “unknown unknowns”, that scary realm of not knowing what you don’t know. From The Anosognosic’s Dilemma: Something’s Wrong but You’ll Never Know What It Is:

Unknown unknown solutions haunt the mediocre without their knowledge. The average detective does not realize the clues he or she neglects. The mediocre doctor is not aware of the diagnostic possibilities or treatments never considered. The run-of-the-mill lawyer fails to recognize the winning legal argument that is out there. People fail to reach their potential as professionals, lovers, parents and people simply because they are not aware of the possible.

This is a five-part series, and I’ve only read part 1, but I’m really looking forward to digging into the rest of the series. If you have an interest in human behavior, and you’re not scared of freaking yourself out a bit, this is highly recommended reading.

(link via @berkun)