There is plenty of data to show that diversity is good for the workplace. But in general we don’t really create it for ourselves, because we like to work with people who are similar to us.
“In terms of innovation, diverse teams way outperform non-diverse teams, but people are very comfortable working with people they have worked with in the past or people who are like them,” says Frans Johansson, author of Medici Effect: What Elephants and Epidemics Can Teach Us About Innovation.
Before you start commenting about how you are the exception, and your office is diverse, let’s be clear on what diversity is. The research about diversity at work is about diversity of experience, perspectives or work styles. This means that teams you might assume are diverse may not be – for example a multi-racial team of prep-school and Ivy-league graduates might have had a homogenous experience. This also means that places we typically think of as diverse, like San Francisco, are actually more homogenous than we realize (#6).
Diversity is a popular idea, but we misuse the idea of it all the time. We can learn a lot about diversity from preschools, by way of politics.
Wisconsin recently voted to ban gay marriage. Voters of Madison, where I live, strongly opposed this measure. The sentiment here is indignanation that their own state passed such a discriminatory law. Yet gay marriage is not about diversity in Madison. Gay people are part of the mainstream here, and are widely accepted.
A better gauge of Madison’s ability to accept diversity is whether their school system is willing to spend the money to comply with the Individuals with Disabilities Act at the preschool level. And the answer is a resounding no. The school system violates case law precedents and no one is standing up for the kids who are different and demanding that they receive fair treatment under the law.
Another preschool example: New York City preschools cost more than $10,000 a year. Most offer no financial aid, and on top of that, the admissions process is so difficult and grueling that many parents hire consultants to help get their kid in. (I hired a very popular one for $4000.) Almost all the schools talk about the importance of diversity, but how you can have diversity among people who will pay $10,000 a year for preschool? You have already eliminated 99% of the U.S. population.
Do you know where there are truly diverse preschools? In Head Start, where kids come to school speaking no English, where some kids have parents with Ph.D’s, and some have parents who can’t read. And you know what? These classrooms are very, very difficult to manage, because diversity is very difficult to manage.
And this brings me back to Johansson, who says that truly diverse teams are not easy. “Making diversity work requires a lot of effort up front. So you won’t get results as fast as you’re used to.” People must know this instinctively because we talk about diversity all the time, and create it only rarely. “People talk about it because they know they should,” says Johansson, “But they just don’t believe it.”
So what can you do to change things?
1. Understand that we each have an inherent bias against diversity.
2. Test your team for diversity. Did you mesh right away? Then you’re probably not coming from such different perspectives.
3. Embrace the multi-generational workplace. The reason generation is such a big issue in the workplace today is that in many instances, it creates diversity that you can’t escape. Usually you can decide to not to work with the person who would bring diversity to your team. You don’t need to give a reason, you just choose someone who is more like you. But what do you do when a whole generation is not like you? You have to learn to work with someone who has different pespectives.
So, the bad news is that we’ve been talking about diversity for twenty years, and accomplishing very little. The good news is that the fireworks at the multigenerational workplace are not just conflict, but the first signs of widespread diversity at work.
Forget the idea that networking is a job-hunting tool. Networking is the job hunt. But networking is not just passing out your business card and e-mailing your friends’ friend. Networking is making yourself buzz-worthy so people want to be connected with you.
This is not the old networking that celebrated extroverts and crushed introverts. Building buzz celebrates the diligent information broker and crushes the relentless self-promoter. Build buzz for yourself by processing information in new ways and connecting people and ideas in ways that are interesting and provide new experiences.
Here are four things to remember when you want to build buzz:
1. Be known for good work.
This is the most powerful tool in your career. Even if you start with no reputation and no connections, it’s not unrealistic to get known for doing outstanding work.
“If you’re great, people will notice you,” says Dana Zemack, founder of Zemack PR & Communications.
David Weekly is a programmer who has built such a strong reputation for having good ideas that popular blogs such as Slashdot, BoingBoing, and Lifehacker reliably post links to his new products.
“I want to build a reputation as someone who comes up with interesting things and tries to be useful,” Weekly said. “I use my reputation as a launch platform for my ideas.”
His current company is PBWiki, which offers a service that gives people a simple way to collaborate online, in a wiki, for example.When he announced the company he got 1,000 customers on the first day, just from being mentioned on those blogs.
2. Contribute to the community.
For Weekly, building buzz is not a single project, but an ongoing commitment to giving quality work to a larger community. And this should be how you think about yourself, as well.
The days of just pushing plain old information out to an audience are ending. Stories, not raw facts, are what people can relate to. “A great way to connect with people is by way of stories,” says Zemack. “When you build experiences or create a story around a something, then it becomes more engaging and personal.”
You can do this many ways but maybe the easiest is to add your comments to blogs. This is a way to broker information in a useful way, sort of like inviting yourself to a party, but it’s OK to do so, as long as you make relevant contributions.
Also, give away good information. There is so much information available that hoarding it will get you nowhere. People will just look elsewhere to get ideas. Instead, share as much as you can with the community, to build your reputation into what you’d like to be known for. “Information is not the main ingredient. It’s knowing how to enact it,” says BL Ochman, author of The What’s Next Blog.
3. Shape your own destiny.
How people see you online matters. For example, most young people would not date someone before Googling them, and we do this kind of electronic research routinely before buying products and services as well. Recruiters also use the Internet to identify job candidates rather than sift through piles of resumes. So you need to manage your online identity to make sure people see you as the person you want to be.
Peter Himler is author of The Flack and founder of Flatiron Communications in New York. His decades of experience in the public relations and communications field includes serving as spokesman for major companies, chairing organizations and giving lectures. He is all over Google, but had little control over what Google served up. By blogging, Himler shapes his online image — his “digital footprint” — because his blog now comes up first when you Google his name.
You can also take control of what people see by removing the bad stuff. There are no guarantees, of course, but if you want to clean up your online identity, ReputationDefender has proprietary resources for both finding the dirt and cleaning it up.
4. Think in terms of experience and get off the sofa.
The more types of meaningful connections you can make with an audience, the more effective the buzz will be. “The best way to generate buzz about what you do is to combine an offline and online experience,” says Zemack.
Advertising industry veteran Steve Hall, editor of Adrants, rattles off many fun examples of effective buzz-generating tactics that do not include a computer. For example, Canon paid couples to carry around its new product and ask passersby to take their pictures. That person who took the picture inadvertently learned how to use the camera. And, if things went as planned, the unsuspecting photographer would also hear a few benefits of using the camera: “We just love the zoom lens, could you use that, please?”
This is an experience you could never have online. (Though today the ethics of this particular promotion seem flawed.)
Also, just like people go to blogs to learn something and have a fun engagement with a community, people like to do the same thing offline. Throwing a party is one of the oldest tools in the box for building buzz, and it still works.
Zemack has made a name for herself, and her communications firm, by throwing ice cream parties and chocolate-tasting parties. The exotic flavors described by well-versed wait staff and perfectly complimentary hipster circles mingling over tasty cones allows people to learn something new, and to make new introductions — just the kinds of experiences Zemack wants a reputation for creating.
Over the course of the last year, I’ve interviewed a lot of people about entrepreneurship. The common thread running through all the interviews is that entrepreneurship is different than it was even five years ago. Barriers to entry are lower than ever, and if you measure success in terms of personal growth and flexible work, then the success rates for entrepreneurs is sky high.
Entrepreneurship has changed to become more appealing to a wider range of people. Here’s a list of the old and new ways of thinking when it comes to starting your own business:
Old: Entrepreneurs are born with a specific set of character traits.
New: Entrepreneurship is learned. There is no, single way to be an entrepreneur.
Old: Raise money and spend a lot of it on advertising.
New: Raise no money and spend no money on advertising.
Old: Women will get power in corporate America and change it.
New: Women are getting what they want by leaving corporate America to start their own businesses.
Old: The self-employed are happy because they are doing what they love.
New: The self-employed are happy because they have control over their work and they have a flexible lifestyle.
Old: Climb the coprorate ladder, learn the ropes, then start a company.
New: Start a company to get out of climbing the corporate ladder.
Old: Entrepreneurship is all or nothing.
New: You can test the waters by starting a company while you have a corporate job.
Old: Starting a business is risky.
New: Staying in corporate life is risky. Most businesses succeed, most jobs end.
Old: Do a lot of planning and make sure it’s going to work before you start.
New: Forget the big plan. Just try it. If it doesn’t work, you can just try again.
As thousands of U.S. companies ship jobs to other countries, the resounding response from young people is, “Who cares? I wouldn’t want one of those jobs anyway.” To the new U.S. workforce many of those jobs look boring, routine and uncreative – the equivalent of a manufacturing job to a baby boomer.
Kris Helenek is a software engineer at Student Universe, an online travel resource for students. He’s not particularly worried about losing his job to someone in, say, India, because he’s involved in discussions concerning product features – something difficult to outsource to someone lacking a deep understanding of the customer. But what about his future? Helenek says, “I’m confident that I’ll always be innovative enough and skillful enough that people will want to hire me.”
We are entering a new age in economic history, and it will elevate those who are nimble and creative. When we moved from industrial economy to the information economy, jobs became more interesting; coal miners were unemployed, tech support centers hired like mad, and secretaries became small-time database operators. Now we’re in the early stages of the “conceptual age” in which data will be less important than creativity, and jobs will be more fulfilling.
Daniel Pink presents this one-minute economic history in his book, A Whole New Mind: Moving from the Information Age to the Conceptual Age. He says, “Key abilities will not be high tech but high touch,” and we will value the ability to make meaning and connections in a world where information is a commodity.
According to Pink, the people who will do best in this economy are those who don’t just take and give orders but also move smoothly between boundaries, like the technical guru who understands marketing or the accountant who speaks four languages. “But,” Pink warns, “you cannot get a move-smoothly-between-boundaries aptitude test, so a lot of this is about self-discovery.”
Here are some traits you need to develop to do well in the conceptual age:
- Empathy. Think emotional intelligence on steroids. The most empathetic people have the ability to see an issue from many different perspectives. And work that can be done without infused empathy begs to be outsourced.
- Aesthetic eye. Pink says, “Design sense has become a form of business literacy like learning to use Microsoft Excel. Smart business people should start reading design magazines.”
- Ability to negotiate and navigate. The conceptual age will be filled with possibilities that point to no single truth. Pink says, “People must learn to do something that is not routine, that doesn’t have a right answer.”
Bottom line: You’ll have to be creative to stay employed. But really, who doesn’t want to be creative? It’s inherently more rewarding to be creative than to be an information drone.
Mihaly Csikszentmihalyi, professor of psychology at the Claremont Graduate University and author of Creativity: Flow and the Psychology of Discovery and Invention, says that, “Being creative is a way in which life becomes richer.
“But if you want to be creative you must learn to do something well. You need to learn a set of skills, and then, once you feel comfortable you can ask yourself how you can make it better.”
Those with no patience for methodically developing a special talent, pay heed: Innovation without a good knowledge in that area is not creativity but dilettantism. Not that dabbling in topics you know nothing about isn’t fun, but that lifestyle will not create the kind of value that allows you to flourish in this new economy. To find what you love to do, Csikszentmihalyi recommends exploration.
“A richer life is one in which you have access to different aspects of the world.” Sure, you need to find your talents to figure out where you will put your creative energy.
But Pink reminds, “Failure is a part of mastery.” So give yourself room for missteps.
This is good news for Helenek. He invested in Boston-area real estate as a way to hedge his technical career. He planned to live in half his duplex and rent out the other half. But after the deal closed a pipe burst, and now Helenek is working on a fixer-upper. Tough work, but the good news is you can’t outsource floor sanding to India.
My second son was born a year and a half ago with hemifacial microsomia. That means half of his face is deformed. I’m not linking to a description of the birth defect, even though I know you will Google it. I’m not linking because the pictures are always the worst cases. He does not look like the pictures.
Still, I knew he was deformed the minute he came out. The nurse handed him to me, and his face looked uneven. I tried to tell myself that maybe it was because babies’ heads are scrunched right after vaginal birth.
His Apgar score was fine, but after a few hours, when my husband left the hospital to go home to sleep, I went nuts. Summoning every available professional — there were very few that late at night — to tell me a diagnosis.
In the morning, they did emergency tests on his hearing, because his ear was deformed, and on his breathing, because the inside of his mouth was deformed. Then someone came to do a kidney test because the kidney and ears develop at the same time during the pregnancy and when one is deformed the other often is, too.
The baby did not pass his hearing test and one kidney did not look right. The doctor told me that the kidney problem is common and he just won’t be able to play contact sports.
I must have looked really bad because social workers started streaming in. I don’t remember what I said, but my brother remembers my first phone call to him: I am crying so hard it takes five minutes for him to hear that the baby is deformed. Then, when I calm myself down enough, I tell my brother that my husband will die when he hears this so I have to hide it from him forever.
This is when my brother says, “I’m coming there.”
I say, “No. I don’t want you to see the baby.”
The world can publish ten thousand books about how parents love any child they get. And it’s true. But it’s also true that there’s a moment, a short moment, when you think you might die from the news.
Right after the phone call to my brother, my husband came back, and I said, “The baby is deformed.”
He said, “Are you kidding? You think I can’t see that? I know.”
We took the baby home two days later. We diagnosed him by looking at pictures on the Internet. We were absolutely stunned to see a whole population of children who had the same weird deformity.
I brought him to New York University’s Institute for Reconstructive Plastic Surgery. Hemifacial microsomia is very complicated because it can affect eyes, ears, nose, throat, heart and nervous system, all at once. Many specialists work together to come up with a plan for surgery. At my son’s doctor’s appointment, I presented him at the front of a room, with a social worker next to me, while fifteen doctors asked questions and examined him.
Here’s what happened: My son’s surgery was performed by one of the best teams in the world for hemifacial microsomia. All the doctors were incredibly compassionate. The support team of social workers, speech pathologists, and administrators always knew what my son and my family needed before we did, and they figured out how to get it. My son has a scar, and his face is a little uneven, but many people don’t even notice at first glance.
I told myself that I should write thank you notes. The team at NYU changed my son’s life, and helped my family at a time when we really, really needed it. That was six months ago. It’s been on my to-do list for six months. It moves up and down. A few times, when I’ve been really industrious, writing thank you notes has been at the very top, the only thing on the list, and I still didn’t do it.
Last week I admitted to myself that my son will probably need more surgery once his jaw grows to full size. And I thought, Oh my gosh, I had better write those thank you notes or we won’t get into NYU for the next round of surgery.
So tonight, I finally wrote them. There were a lot. Each note made me cry. I thought about how much people did for us. How kind they were. How fragile I was. How tiny my son was. Everything. Every sentence made me cry.
And I learned a bit about procrastination. I had been so angry at myself for waiting so long to write these thank you notes. But I do not procrastinate because I am lazy or unorganized. I am not those things. I procrastinated because I could not bring myself to think about the operation again. I was not emotionally capable of writing the notes until tonight. Sometimes procrastination is the best tool we have for taking care of ourselves.
Thirty is a magic number for the new generation — a time when people want their career path and their family life in place. This is a difficult convergence to pull off, but more and more people are aiming for it.
Jessica Marshall Forbes summarizes these feelings as she describes getting married: “We always knew we wanted to get married before we were thirty. When you’re younger, in college, thirty seems like a turning point. And as I’m nearing that age, the significance hasn’t changed. Thirty is when you’re really grown up. At thirty you should know what you’re doing.”
For both men and women this is a key age to have their career goals in place. Lia Macko is co-author of the book, Midlife Crisis at 30: How the Stakes Have Changed for a New Generation — And What to Do about It Macko writes, “It may be socially acceptable to spend time searching for a professional calling during your twenties, but after 30, that grace period ends fast. Adjectives begin to change — ‘aspiring’ actors/filmmakers/musicians/writers are recast as ‘wannabes’ or ‘dilettantes’.”
However women have a more loaded marker of age thirty: Their biological clock. “Women take into account their reproductive potential is diminishing,” says Jeffrey Arnett, professor at Clark University and author of Emerging Adulthood. “Women think if they marry at thirty they can have two years with their husband and have a kid and then wait to years and have another kid. But if this doesn’t happen then they worry about the impact on their reproductive life.”
The worries are well founded: The chance of birth complications skyrockets after the age of 35. It used to be fashionable to tell women, “Don’t worry about babies. You have time. Concentrate on your career.” But now that the statistics on late motherhood are clearer, fears have set in. For Forbes, the self-imposed deadline for having children has everything to do with medical risk. She says age is not a concern “as long as I’m not getting to the point where complications start.”
So today many women find themselves in a position where they are struggling to line up a grand convergence of career, marriage and motherhood within a couple of years of age thirty. Lia Macko says, “In the past, women had kids when they were lower in the masthead. Now women are making decisions about kids and earning potential and marriage all at the same time and this is specific to their generation.”
This convergence means that it’s the first time in history that a large proportion of women have a big career and small children, and it appears that the combination is almost impossible. For example, sixty percent of women with MBAs are working at home, and an epidemic number of women are leaving corporate life when their children come. Women approaching age thirty face these statistics.
How can women alleviate some of the pressures of turning thirty? For one thing, Macko advises that you “Tune out the cultural white noise” and figure out a plan that will meet your own needs, regardless of the expectations people place on you.
Starting your own business is a great way to ensure that you can control your time as your thirty-year-mark approaches. Elizabeth Cogswell Baskin, author of How to Run Your Business Like a Girl, says that most entrepreneurs she interviewed for her book, “tried to do kids and corporate life and they couldn’t.” But Baskin encourages entrepreneurship at a relatively young age. She says “younger women are smarter about these issues from the get go” and realize before trying that corporate life is not compatible with family life.
Linda Babcock, professor of economics at Carnegie-Mellon University and author of the book, Women Don’t Ask: Negotiation and the Gender Divide encourages women to manage the convergence of fertility and finances by negotiating up front with their partner. “Ask questions like who will find the nanny and who will change jobs. You might change your mind, but you will set the tone for both parties making an adjustment when the baby comes.” Managing the changes one faces at age thirty is much easier if both partners are committed to absorbing some of the shock.
For those of you who are not in a position of convergence – for example, fielding the annoying question: “So you’re already 30. Where is your husband?” – recognize that all women face crisis issues at 30, it’s just that some issues focus on finding a partner or career and some focus on coping with having found them.
And while everyone has a different opinion about how to make women’s decision points easier, there is unanimous clamor that women must talk. The women who are most successful at navigating these issues are those who help each other, and talk about it with their significant others and their community. Dialogue is the first step toward finding a solution that works: Talk to your friends, and even your enemies – the wider the discussion the better.
I decided to spend the lull at the end of December working on my time management skills. What has happened, though, is I have merely gained a deeper understanding of why my time management has fallen apart.
Here are three strategies that everyone should be doing that I am not:
1. Do the most important thing first.
I have interviewed at least ten productivity experts who have said that this is one of their essential pieces of advice. So I decided to start doing this. But for the past week I have followed through on this commitment less than half the time.
Here is the cause for my failure: Fear. The most important thing of the day always matters the most, or is the hardest for me to do. Otherwise, I would have done it earlier. I am thinking that if I tell you this, then I will see how obvious it is that I have to plow through the fear or I’ll get nothing done.
But here’s a secondary reason I am not doing my most important thing first: I am addicted to the immediate gratification of blog metrics. I love that I can watch my achievements hour by hour. Minute by minute if I am particularly dreading my to do list and the traffic is particularly interesting.
I have a feeling I need to change the way I’m thinking about this problem. Dan Markus, one of the guys who told me how important it is to do the hardest thing first, gave me a suggestion: Treat yourself like you’d treat a kid. No dessert until you eat your dinner. No television until you clean your room. No blog metrics until you write your column.
2. Keep your email organized.
I know you’re supposed to use folders, and Merlin Mann can talk forever about how it’s important to keep your in box empty. So I have a filing system that empties my in box, but it involves arcane routines of renaming files that I transfer to folders I forget about.
So when I was buying the Lifehacker book I noticed that the book people most often bought with it was Total Workday Control Using Microsoft Outlook. So in a vote of confidence for the Lifehacker community, I bought the Outlook book, too.
Some people learn visually. I do not. And to me, the hundreds of screen shots in this book look like one of those puzzles where you try to find what has changed from one picture to the next. Besides that, just renaming one Task category took five pages. (Not that I got to the end, but I did skip ahead to take see where the end would be.)
I decided that my problem is not my task list so I stopped trying to adjust it. And according to the book, having a few more folders for moving mail quickly out of my in box will help. What a relief. Because I really like writing my to do list by hand.
3. Stick to a schedule.
If you don’t have a plan for how you’re going to meet your goals, then you probably won’t meet them. This advice is about to do lists, but also about schedules. You need to control your time so that you are spending it in a way that reflects your values.
I used to be really good at this. One of my strengths, for example, is that I block out 1pm to 8pm for my kids, and I can count on one hand the times I have made an exception to this rule in order to get more work done. But my schedule took a turn for the worst when I started blogging.
I told myself I need to remake my schedule where I block out time to blog each day. (Full disclosure: My posts take me more than three hours each. When I was first investigating blogging I interviewed Dervala Hanley, who is known for lovely writing. She told me she spent two hours on each post and I thought she was crazy to spend that much time on a blog. But now, look who’s crazy.)
Mysteriously, I figured out Outlook’s calendar without reading a book. So I started a calendar in Outlook. I scheduled every minute so I wouldn’t have time to sneak in visits to other bloggers’ metrics. I built in time for all the stuff I am not making time for lately — like getting my columns in before the deadline and spending enough time at the gym to feel like I’m actually doing something there.
My days were looking really good until I saw that I need three days every day to get my stuff done. Then it became clear why I am not sticking to a schedule: I’m not willing to give stuff up. (My husband says, “Give up the blog. That thing is like an online lottery ticket.” This comment, of course, is true. I will ignore it, but its a word of caution for anyone who is thinking of blogging.)
Parkinson’s Law says that our tasks expand to fit the amount of time we allot. (Thanks, Andy) This rings true to me because if I didn’t have kids I would swear that I had to work in the afternoons in order to survive. So I decided that I am not going to cut things out, I’m going to do things faster.
But to be honest, this has not been a rip-roaring success so far. For example, I told myself that I could only spend an hour on my post today. I went to Jason Warner’s blog, Meritocracy, and started thinking about his great statement of purpose that he posted this week. It is full of ideas about where we are with recruiting and what the workplace should provide people, and how we should treat each other. It’s an important post that would take me at least three hours to blog about. So I skipped it.
But believe me, this post that I wrote was no quickie, either.
The need to have regular human moments at work is similar to the need to stand up and stretch on an airplane: Your well-being depends on it. On top of that, a workday with regular face-to-face contact is more energizing than a day full of contacts exclusively via computer and phone.
So get out from behind your computer and have a “human moment” — a term coined by Harvard lecturer Edward M. Hallowell. He defines the human moment as “an authentic psychological encounter that can happen only when two people share the same physical space.”
The human moment is a quality of interaction you don’t get from computers, or even the phone. “In order to really converse with someone, you have to keep reading them– when they look at you, when they smile, when they turn away,” says Jayme Lewin Rich, an occupational therapist who specializes in treating sensory integration dysfunction. In front of a live person our brains read slews of visual cues every second, and we don’t get that opportunity otherwise.
Often the computer encourages superficial attention to streams of data, but talking face-to-face demands focused emotional and intellectual involvement. (This is why, for example, many people with autism love the computer and have little interest in faces.) Visual data about a person is fundamentally different for a brain to process than computer-screen data.
In the article, The Human Moment at Work (subscription) Hallowell presents a wide body of research to show that face-to-face interaction is essential for keeping our brains sharp. For example, deaths are three times higher for socially isolated people than for those with strong connections to others. And researchers at McGill University found that it takes less than a day of no normal contact with the outside world for an adult to start hallucinating.
Even when it’s not such drastic circumstances, talking to a live person can give us a surge of energy in the middle of the workday. “In-person contact stimulates an emotional reaction,” says Lawrence Honig, a neurologist at Columbia University. Bonding hormones are higher when people are face-to-face. And some scientists think that face-to-face contact stimulates the attention and pleasure neurotransmitter dopamine, and serotonin, a neurotransmitter that reduces fear and worry.
This explains why working at the computer or talking on the phone for a long time is as exhausting as staring at the TV. The brain starts to crave rest from input overload and fuel from human contact.
So when you’re feeling tired at work, try creating a human moment for an energy boost. It doesn’t have to be earth-shattering and intimate. It can be short and professional. You just need to be paying attention.
Most people change jobs every two years, and, guess what? It’s a good thing to do for your career.
The Bureau of Labor reports that people in their 20s change jobs every 18 months, and CareerJournal reports that 75 percent of all workers are job hunting. All this change has been scoffed at by people who say the word “job hopper” with a sneer, but if you want to be engaged and passionate about your career, frequent change is probably a silver bullet.
Troy Jackson, who has had stints in Fortune 500 companies, a startup, and Harvard Business School, explains the rationale for changing jobs: “Being in a new position and doing something for a year or two is great. But later, the things that are not as appealing about the job start to wear on you. So changing positions or going to a new environment keeps you excited and keeps you wanting to learn.”
But let’s be clear: Haphazard change, leaving job after job for frivolous reasons – like you want a cubicle near a window- is not going to get you far in terms of finding engaging work. But switching jobs specifically to spark more engagement in your career is a smart.
“The people who win are not necessarily the smartest people, but they’re the people who are able to sustain drive, commitment, passion and engagement,” says David Maister, management consultant and author of the blog Passion, People and Principles. “What it takes to succeed is not intellectually difficult. Everyone knows what to do: Eat less and exercise more, for example. Success is about having the confidence and determination to do it.”
A precursor to sustaining passion, of course, is finding it. Sometimes you can do this with some help from a career coach. Curt Rosengren, for example, specializes in helping people find what they’re passionate about and creating a work life that harnesses that. He says you need to understand what motivates you — for example some people are motivated by competition, and some people are motivated by making personal impact – because those are the goals that will make you most excited.
But in many cases, the intense soul-search is not as effective as just going out and trying jobs until you find one you like. We are not very good at guessing what we’ll like, according to Daniel Gilbert, Harvard psychologist and author of the book, Stumbling on Happiness. He recommends that instead of philosophizing about career passion, just try a lot of jobs to find one that makes you happy.
Once you find that passion, it’s enticing to keep doing the same thing that you’re good at; the work world encourages this, because once people know you are good at something, they will ask you to do it all the time. But after a while, your learning curve plateaus, your personal growth sputters, and then your passion dissipates.
Maister says each of us has three modes: Dynamo, loser and cruiser. The first two are when you are doing something – getting a lot accomplished or failing – and both are important for growth. We all cruise, too, but “the trick is to have a system around you where you don’t let yourself cruise for too long,” says Maister.
So how do you do that? Force yourself out of your comfort zone and try something new. Once you accept that success and failure are both worthy avenues of personal development, it’s easy to understand the importance of trying new things, and risking that they’ll be bad ideas.
Jackson agreed to relocate from North Carolina to Boston, where his wife had a new job, and he started interviewing for jobs. He focused on large companies, because that’s where he had always worked, but in an effort to look at something new, he interviewed at a smaller startup, HiWired.
“It wasn’t until I started interviewing and talking to the people I’d be working with that the opportunity really revealed itself,” he said. By seeing how things were done at HiWired, he better understood the frustration he had at larger companies where getting something done took forever. He also realized that he could have ownership of something large at a startup – in this case, all of marketing.
Now, he realizes that one of the things that energize him about his job is getting things done quickly. Jackson would not have found this opportunity if he had not interviewed at a company outside the normal scope of his targets.
Another way to keep yourself from cruising is to always understand what gets you out of bed in the morning. “Really clarify this, because this is what keeps your momentum,” says Laurence Haughton, management consultant and author of the book It’s Not What You Say…It’s What You Do. To this end, he recommends, “Getting a checkup: Going to the dentist or doctor reminds you to floss or get on the treadmill. Go to a mentor who understands your goals … but will ask you tough questions.”
The problem with finding work that makes you passionate is that we are all passionate about a lot of things that don’t mesh well with work. Sex, for one thing, is something we love to do but don’t do for work.
So when you are deciding your next career step, try using the criteria Maister uses in his own career: “I ask myself three things: Is it as much fun as I thought it would be? Can I get paid for it? Can I make a [notable] contribution with it or will I be just another player?”
A lot of maintaining momentum is actually about dealing with setback. And even a passion maven like Rosengren, says, “It ain’t all sunshine.” So recognize when you need to manage yourself through a bad time, and when you are in cruising mode and need to get out.
And next time someone calls you a job hopper, stand up tall and proud, and tell them it’s a new workplace, and strategic job hopping is a new way to create a passionate career.
It’s been a big few weeks here at Brazen Careerist.
First, I’ve been accepted at 9Rules, a smart, very picky, community of serious bloggers, and I’ve been invited to be part of the Washington Post’s blog program as well.
On top of that, blogs with very heavy traffic have been linking here, so average daily page views for December have jumped to about 4000.
With all this attention has come an amazing community of people who comment on the blog and who email me directly. The conversation is a gift to me — a bunch of very interesting people who are willing to talk about topics I’m interested in. The community is what makes blogging fun. People told me that at the beginning of my life as a blogger, but I didn’t get it until a few months later.
Hosting a conversation is tricky. I’ve been writing a column for seven years. People who have been reading for the whole time have put up with a lot of repetition as I revisit and revisit my pet topics. And when I see a bunch of new readers, I think, the conversation will be better if I get everyone up to speed on these issues.
It’s a fine line, though. Sarah Davis pointed out that I’m repeating myself. It’s true. In the post she’s referring to I link five or six times to other posts of mine.
I think, though, that sometimes to grow with a topic you have to revisit the topic, and look at a slightly different angle. It’s a fine line between that and sounding like a scratched record. I am working on finding the right side of that line.
Meanwhile, I like that Sarah is sticking with me – and reading critically – while I’m figuring out when to revisit a topic within a fast-growing community. I hope there are lots of people like her out there.