Summer Reading (On #Management #29)

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My summer reading list is topped by two (not-quite) thrillers about secrets, lies, and workplace culture, and I write about them in Issue 29 of my newsletter, which goes out to subscribers starting on July 15.

Everyone seemed to be reading Bad Blood:  Secrets and Lies in Silicon Valley (library).  I discovered Ranger Games (author’s site) (library) via a blog post by its author.

Sometimes the books I’m reading seem to talk with one another.  I love that.

If friction between culture, ethical choices, and free will interest you — and it should — Ranger Games and Bad Blood both explore workplaces where something has gone off the rails.

In On Management #29, I also talk with Orbital founder Gary Chou and entrepreneur/developer Kirsten Lambertsen about their favorite books about work.

Neither of which turned out to actually be a book, which was fine by me.

As previously noted, much of my writing energy is now being channeled into Anne Libby On #Management.

On #Management is free, though I recently launched a supporting membership program, which you can find over on Substack.

  • This month, Supporting Members will receive my additional analysis about new developments in managing people in a #Me Too world.
  • I’ve also opened my calendar one day a month to supporting members, for 1:1 office hours.  In the next week or so I’ll open up appointment slots for August 16.

Photo:  Reading, by mrhayata, used under CC BY-SA 2.0.

Engaging with Change (On #Management, #28)

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Changing skies IMG_3416

When I was more actively blogging, I wrote about Michael Lewis’ Moneyball, as a lesson in hiring.

I recently re-read Moneyball, and watched the film again, too.  This time, I took away lessons about change at work.  And I wrote about it in my most recent newsletter.  Here’s an excerpt.

“…people didn’t want to change.

Players were comfortable in the status quo, even when it was painful to be on a losing team.  Scouts and coaches told Beane it wouldn’t work, that they knew better. 

Others said, “Yes, ok” to his face, and then kept doing what they wanted to do.  (The worst.)

Some who couldn’t get on board had to go.  After they left, they weren’t quiet:  they took their opinions to the press.  Ever find out that a former employee is still trying to exert influence by whispering negative things to your team?  Change is hard.

The film also shows, subtly, that you can’t go it alone.  You need support from your boss.  And from your people:  results started to come after Beane enlisted team members as leaders in the change process….”

In On Management #28, I also talked with Karin McGrath Dunn, President of PRD Management, about change as a  multi-year journey, and how organizational values matter when you’re leading people and change.

As previously noted, much of my writing energy is now being channeled into Anne Libby On #ManagementOn Management #28 actually went out a few weeks ago; new subscribers will receive a link to all of this until Issue #29 goes out, probably in early July.

On #Management is free, though I recently launched a supporting membership program.

  • This month, supporting members received my essay that’s actually a response to a member’s question, “You Don’t Need to Change Your Culture.  You Have to Change the Way You Treat People.”
  • I’ve also opened my calendar one day a month to supporting members, for 1:1 office hours.  I’m currently booking appointments for July 19.
  • To get my (free) newsletter, or become a supporting member, head over to Substack.

Photo:  Changing Skies by Ronnie Robertson, used under CC BY-SA 2.0.