The Startup of You v2.0

Through my blogs on startups, meetups and portfolio careers, I was recently interviewed by Peter Judd from News Corp., who is trying to bring the discussion on entrepreneurship, startups and innovation to a wider audience, particularly people who may be looking at a career change. (We both agree that the National Innovation and Science Agenda is not cutting through to the general public.)  Apart from being an advocate for portfolio careers, I also pointed out that entrepreneurship or working with startups is not for everyone. Instead, it may be possible to change your current role to the one you want. Alternatively, taking a new look at your current circumstances can provide some fresh perspective on finding your dream career.

Francis Kenna: The Unbearable Lightness of Seeing (2016) [Photo by Rory Manchee]

Francis Kenna: The Unbearable Lightness of Seeing (2016) [Photo by Rory Manchee]

The impetus following the 2012 publication of “The Startup of You” has done much to fuel the current entrepreneurial phenomenon, combined with lean startup business models and agile product development processes. The drive for innovation in response to digital disruption and lowering technology costs also means that launching your own venture can be increasingly de-risked.

For example, I recently saw some data by Ian Gardner from Amazon Web Services, that showed the “cost of failure” has come down from $5m to $5k, in just 15 years. This is based on a comparison between what it typically cost to launch a new business at the height of the boom/bust in 2000, and what it costs today. With a mix of open source tools, cloud computing, APIs, SDKs and social media platforms, launching a new business has never been cheaper or easier.

Of course, there is a paradox here: if an increasing number of people, especially younger graduates and new entrants to the workforce, are more interested in doing their own thing and less interested in joining large or established organisations, it’s going to get harder for employers to attract and retain the best talent; on the other hand, without appropriate experience, on-the-job training and personal development, how do these aspiring entrepreneurs acquire the necessary business, technical and leadership skills to succeed in their own ventures?

For some people, it may be appropriate to take their entrepreneurial spirit of adventure into a “traditional” role to test some of their ideas, as well as build networks and get some practical experience. Equally, I can see a huge opportunity for companies to create the right opportunities to engage employees for flexible roles aligned with specific projects or objectives (rather than plugging them into org charts). Companies are also finding new ways of tapping into their existing workforce to identify hitherto hidden and unknown skills and knowledge. Many employers also recognise that leadership roles will increasingly be filled by people who are comfortable with rapid change, increasing complexity and heightened uncertainty, as well as having enhanced soft skills. (There’s even some current thinking that utilising “rebel talent” is a good thing.)

Whether you are starting out on your entrepreneurial journey, looking to reboot your career, or searching for meaningful work that aligns with your values and purpose, there are numerous opportunities (via meetups, hackathons, pitch nights and networking forums) to explore your options before you make a decision. And for companies looking to re-invigorate your workforce and unleash hidden talent, there are many ways to experiment through taking informed risks, by building in-house innovation hubs, running consultative and collaborative workshops, and inviting ideas and inspiration from your existing people, who are familiar with the challenges you face.

Next week: Banksy – an artist for our times?

Finding purpose through self-reflection

We hear a lot about “finding your purpose” these days, whether it’s to develop a personal career plan, or to validate a business idea. My colleague Carolyn Tate, founder of the Slow School of Business, spoke on “purpose” at the recent Huddle Design Fest drawing on her TEDx talk for Telstra entitled “Profit on Purpose”. During her presentation, Carolyn referenced the Japanese concept of 生き甲斐 (“ikigai” = “a reason for being”) which is sometimes represented in the following diagram:


“Finding the purpose of your life”. Graphic representation by @emmyzen (Emmy van Deurzen). Image sourced from Wikimedia Commons

Variations on this theme include, for example, the work of Lianne Bridges and Susan Biali. Earlier, more prosaic, interpretations might be found in the work of Richard N. Bolles (“What Colour is Your Parachute?”) or Spencer Johnson (“Who Moved My Cheese?”).

What it all boils down to is connecting with your values and interests, and finding a balance between what motivates you, what rewards you, what you can contribute, and what people want from you.

For me, a the starting point is developing a personal narrative, to understand how you have arrived at this particular point in your life and/or career, in particular your influences, achievements, challenges, experiences and insights. Through this self-reflection, some common themes should emerge that can form of the basis of defining your own purpose. This should include your core values, the things that are important to you, and your own particular passion.

Where I may differ in my interpretation of “purpose” is that I believe that our purpose can change over time. I don’t see purpose as singular or even linear – it’s multi-dimensional, dynamic, situational and contextual. Our needs and our circumstances don’t stay the same. Likewise, our relationships and the the external environment are constantly changing. So our purpose will likewise be different at different points in our life. For example:

  • Early in our career we may be technically qualified, but without relevant experience we may not be able to command the most senior roles or the highest pay – so our purpose may be to hone our skills and knowledge
  • Later, we may find that our focus on things like marriage, children and a mortgage means we may be willing to get well-paid for work that we don’t actually enjoy – someone I was coaching recently stated that “I’m caught in a job” which was preventing him from pursuing his passion (thankfully, he has since decided to pursue a portfolio of interests, rather than stick with a single job he no longer enjoys)
  • During the “third act” of our career, financial or material rewards may not be so important, but we still need to be engaged in work that we enjoy, that motivates us and which can still sustain us at more than just a basic level of food and shelter
  • Throughout, I think it is essential to keep connected to our true passions (especially creative outlets), in part to provide a counterbalance to work/financial/external imperatives, in part to explore alternative ideas, find linkages between our other interests, and even to connect with new technology – for example, in my own case, my interest in electronic music has led me to recording an album using iOS devices, releasing it via social media sites Soundcloud and Bandcamp, getting it broadcast on the ABC, and beta-testing new music apps

When working with clients to help them re-connect with their business or their career purpose, I like to do an audit of where they are now, and where they could be in 3-5 years time. Through a process of exploring what might be possible, and reframing the present to re-position it for future growth and development, we can discover ways to regain balance by prioritising what’s important, reconfigure or even abandon what isn’t working, and re-establish goals and objectives.

While it is important to strike a balance between the “four pillars” of the ikigai model, my experience is that rarely will all four be in equilibrium – at times they may even be in conflict with one another, or at least in a state of flux. But it’s the resulting points of friction, when we look at them objectively, that can be the source of ideas, context, clarity and resolution. Making time for regular self-reflection enhances our pursuit of purpose, and allows us to take stock of our current situation, without undermining our core values or abandoning our particular interests.

Next week: Challenging Monocultures via Crop Rotation

“Why? Because we’ve always done it this way…”

A couple of blogs ago, one of my regular correspondents kindly laid down a challenge. He suggested that part of the answer to the problem I was writing about (i.e., how to manage data overload) could be found within Simon Sinek’s “Start With Why”.

Why?I’m quite familiar with Sinek’s investigation of “Why?”, but I wasn’t sure it was applicable in the context of my topic. Don’t get me wrong – the “Golden Circle” is a great tool for getting leadership teams to explore and articulate their purpose, and it can help individual business owners to re-connect with the reasons they do what they do.

It can even facilitate new product and service development.

But, I believe it’s harder to apply at an operational or processing level, where the sorts of decisions I was referring to in my blog are typically being made: what tools to use, what systems to adopt, what software to deploy etc.

There are several reasons why organisations do things the way they do them. When undertaking a business process review, I frequently ask the question, “Why are you doing this?”

Here are some typical responses I’ve received (and my conclusions in parentheses):

  • “Because we have to” (compliance)
  • “Because we’ve been told to” (command and control)
  • “Because we’ve always done it like this” (inertia)
  • “Because everyone else is doing it” (cheap/easy/popular)
  • “Because our consultants recommended it” (cop-out)

In one experience, I had to implement a process change within a publishing team, comprising experts (writers) and technicians (editors). The problem was, that even though the content was published on-line, most of the production processes were done on hard copy, before the final versions were uploaded via a content management system. The inefficiencies in the process were compounded by a near-adversarial relationship between writers and editors, at times bordering on a war of attrition.

When I asked the team why they worked this way, their responses were mainly along the lines of “command and control” and “inertia”. Behaviours were reinforced by some self-imposed demarcation.

The writers felt it was their role as experts to demonstrate everything they knew about the topic (without necessarily saying what they actually thought); while the editors felt they were required to work within a rigid house style (to the point of pedantry), maintain writing quality (at the expense of timeliness), and to maintain content structure and format (over context and insight).

  • Both sides felt they were meeting the organisation’s purpose: to deliver quality information to their customers to help them make informed decisions.
  • Both believed they were following clear operational guidelines, such as production, technical, and compliance.
  • Both were passionate about what they did, and took great pride in their work.

Unfortunately, the procedures which they had each been told to follow were inefficient, at times contradictory, and increasingly out of step with what customers actually wanted.

Based on market feedback clients told us they:

  • favoured timeliness over 100% perfection;
  • preferred insights over data dumps; and
  • really wanted “little and often” in terms of content updates

Thankfully, the voice of the customer prevailed, and the introduction of more timely content management processes resulted in frequent updating (via regular bulletins) backed by the “traditional” in-depth analysis.

When starting a change management project, conducting a process review, or undertaking a root-cause analysis, if asking “Why?” doesn’t get you very far in getting to the bottom of a problem, I find that it can help to pose another question: “What would your customers think about this?” For example, if customers knew how many times a piece of data was handed back and forth before their order/request/enquiry was processed, what impression might that give about an organisation?

For most companies, their sense of purpose is driven by a strong or underlying desire to serve their customers better – it’s as simple as that.

Next week: The 3L’s that kill #data projects