professional development

Whole Wide Work Hall of Fame 2 [video]

Haig Chahinian

PepsiCo Chair and CEO Indra Nooyi encourages her employees to bring their whole selves to work, and she spoke on this subject once again at the BlogHer ’11 conference in San Diego. Considering her organizational ideologies in the context of her leadership role, we’re very happy to induct her into the Whole Wide Work Hall of Fame. Congratulations Ms. Nooyi!

The WWW Hall of Fame distinguishes prominent figures who promote the ideals of revealing and engaging your whole self at work. In the brief clip below with interviewer Willow Bay of the Huffington Post, she says:

But most importantly, we want to create a company where every employee can bring their whole selves to work. The reason I say that, Willow, we notice that many people who live in communities, who live in the cities we operate in, they come and park themselves at the door. They come to the company, and they’re a different person. When they leave they pick themselves up and go out again.

That’s not how it’s supposed to be. We should be seamless. We want to create an environment in PepsiCo where everybody can bring their whole selves to work, so that we can get the best out of everyone. Taken together, it’s performance with purpose. It’s just a way of saying capitalism should have a conscience.

 Take a look:

We’d like to hear Nooyi describe more precisely how her employees can bring their whole selves to work; right now she relates the concept at a pretty high level.

Perhaps she’d like us to come and speak with her employees about the specific “how-tos” of this significant skill set?

To watch the full video, click here

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Biases Not All Bad, Have Benefits

Haig Chahinian

Bias is bad, or so we’ve learned. And yet we all have prejudgments that have formed over time in complex ways. New research is indicating that employing some of our prejudices on the job sometimes can help advance the world.

Cordelia Fine (right), a senior research associate at the Melbourne Business School, recently wrote in the New York Times:

Some academics have recently suggested that a scientist’s pigheadedness and social prejudices can peacefully coexist with — and may even facilitate — the pursuit of scientific knowledge.

She introduces us to:

the philosopher of science Heather Douglas (left) [who] has argued that social values can safely play an indirect role in scientific reasoning. Consider: The greater we judge the social costs of a potential scientific error, the higher the standard of evidence we will demand. Professor A, for example, may be troubled by the thought of an incorrect discovery that current levels of a carcinogen in the water are safe, fearing the “discovery” will cost lives. But Professor B may be more anxious about the possibility of an erroneous conclusion that levels are unsafe, which would lead to public panic and expensive and unnecessary regulation.

Both professors may scrutinize a research paper with these different costs of error implicitly in mind.

First, did you note Douglas’s role? She’s a philosopher, specifically of science. There are millions of occupations out there!

And next, it seems reasonable to apply this analysis to the everyday workplace, no? Yet we caution: we’re talking only about thoughtful conclusions that have been considered with an open mind, and not knee-jerk reactions about whole groups of people.

Dr. Fine concludes the article with the statement:

Maybe progress would be even faster and smoother if scientists would admit, and even embrace, their humanity.

Hooray for bringing your whole self to work! Revealing the stuff of which we humans are made in this case can help propel progress. We considered inducting Dr. Fine into the Whole Wide Work Hall of Fame for making this declaration, yet first we’d like to see more similar work from her.

In conclusion, feel free as you engage all your many facets at work; even your biases can make your work output better.

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How to Make Great Discoveries

Haig Chahinian

We increasingly incorporate technology into our work lives; LinkedIn, iPhones, MS Outlook all help us get more done, more quickly. As computers and the Internet help us manage more of our daily living, we think about what makes us essentially different from all the silicon.

So we were heartened to read that Svante Pääbo, a prominent German evolutionary geneticist at the Max Planck Institute for Evolutionary Anthropology, is dedicating his life’s work to finding out what makes us essentially human. His approach? Sequencing the entire genome of the Neanderthal.

The human genome was sequenced in 2000, a significant feat in the history of biology. Still, Craig Venter and company had a lot of material to work with; humans are everywhere. Pääbo, however, is working with small fragments dating back 30,000 years. And that’s if the chip of bone or speck of skin is recent.

Amazingly, Pääbo is halfway through mapping the Neanderthal genome. Once it’s done, he’ll compare it bit by bit with the human genome, and see where the two diverge. It’s estimated that the two genomes vary by 4%; Pääbo is hot on the heels of that small, yet significant, percentage!

Yet he may have never progressed this far had he listened to some of his former colleagues. Indeed his career path is intriguing, as reported in a recent New Yorker profile by Elizabeth Kolbert:

When [Pääbo] was a teenager, his mother took him to visit the Pyramids, and he was entranced…

“I really wanted to discover mummies like Indiana Jones,” he said…

In the early nineteen-eighties, Pääbo was doing doctoral research on viruses when he once again began fantasizing about mummies. At least as far as he could tell, no one had ever tried to obtain DNA from an ancient corpse. It occurred to him that if this was possible, then a whole new way of studying history would open up.

Suspecting that his dissertation adviser would find the idea silly (or worse), Pääbo conducted his mummy research in secret, at night.

 The results of his work were a hit! Read more →

Crazy Good Leadership

Haig Chahinian

We could also call this post “Come Out at Work: With Depression, Part 2″ as we uncover more about the positive attributes of mental illness at work, now as it relates to leadership.

Psychiatrist Nassir Ghaemi, author of A First-Rate Madness: Uncovering the Links between Leadership and Mental Illness (Penguin Press, 2011), wrote recently in The Wall Street Journal about the benefits of mental illness, namely depression, for people in leadership roles. He writes:

In business, for instance, the sanest of CEOs may be just right during prosperous times, allowing the past to predict the future. But during a period of change, a different kind of leader—quirky, odd, even mentally ill—is more likely to see business opportunities that others cannot imagine.

Ghaemi sheds light on the nature of depression, in particular, relative to leadership greatness:

Depression has been found to correlate with high degrees of empathy, a greater concern for how others think and feel. In one study, severely depressed patients had much higher scores on the standard measures of empathy than did a control group of college students; the more depressed they were, the higher their empathy scores… Depression seems to prepare the mind for a long-term habit of appreciating others’ point of view.

He then looks at the example of Dr. Martin Luther King, Jr., who attempted suicide in his adolescence and experienced severe depressive episodes as an adult:

Nonviolent resistance, King believed, was psychiatry for the American soul; it was a psychological cure for racism, not just a political program. And the active ingredient was empathy.

As a society, we can help ourselves by removing the taboo associated with having depression. And as an individual, if you’re in a leadership role and live with depression,  it’s sounding increasingly wise not to spend energy hiding it. Rather, determine how to overcome any embarrassment about being depressed so you can leverage what’s natural in you and become a better leader.

What gets in your way of coming out as depressed at work?

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Come Out at Work: With Dyslexia, Part II

Haig Chahinian

We’ve covered the subject of revealing your dyslexic nature at work before, yet a book full of new supporting evidence is prompting us to get excited about it all over again. Doctors Brock L. Eide and Fernette F. Eide have written The Dyslexic Advantage: Unlocking the Hidden Potential of the Dyslexic Brain (Hudson Street Press, 2011). Mm… the title basically says it.

To dive right into the good stuff, a review in Scientific American Mind relates:

[People with dyslexia] can excel at “big picture” thinking. [They] frequently prefer thinking in narrative form, a proclivity that makes them natural storytellers, and they tend to have exceptional spatial navigation skills, visualizing 3-D structures with ease.

Turns out that in addition to film and TV star Whoopi Goldberg, novelist Anne Rice, actor Danny Glover and entrepreneur Richard Branson live and work with the strengths that dyslexia brings. The Doctors Eide offer that:

It is time to stop classifying dyslexia as a learning disability and start appreciating that different brain-wiring patterns allow people to process information in unique ways. When it comes to learning, they argue, there is no good or bad, right or wrong, only a difference in style, which should be fostered rather than corrected.

Right on! The folks we’ve referenced in this post have flourished not in spite of their learning style, but because of it. Again from the Scientific American Mind article, you see:

Being dyslexic allowed them to break from conventional ways of thinking to dream of fantastic new worlds and create alternative solutions to vexing problems.

We’re not going to call dyslexia a “learning disability” again. It’s a learning difference, a learning style.

Do you have dyslexia? National Coming Out Day will soon be here. What are you waiting for?

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Fit In, Stay True to Your Self

Haig Chahinian

We were away the last few weeks, and worked to enjoy summer time with family. During our break, we really let our hair down. That is, we stopped shaving (photo near right). The feeling of a fuzzy face was fabulous.

After Labor Day it was time to go back to work, and we typically toil in buttoned-up office environments where conservative, formal appearance is valued.

Read: no beards allowed.

What were we to do? We could remain unshaven, stand firm on our freedom of self-expression, and rebel against the unwritten rules. No corporate culture would dictate how we present ourselves to the world!

Then, the night before our first day back to a hermetically-sealed high rise, we shaved. Did we give in? Worse, did we give up? Yes, and no. We gave in to the “look like the rest of us” dynamic of the places where we often conduct work, yet we did not give up.

We like to practice what we preach, and bring our full selves to work. In making the decision to fit in superficially–meaning, on the outside–we freed up the considerable energy it takes to reveal and engage the full spectrum of our internal wherewithal. Which is what we appreciate the most.

So it was a little humiliating at first to shave off the beard we were growing to love. Yet the trade-off of homogeneity on the outside for diversity on the inside is worth it. We fit in and align ourselves on the surface with people at work, so that we can be free to leverage the less common parts of our selves that truly represent who we are.

How does fitting in at work help you stay true to your self? And what are the benefits?

The Whole Wide Work Hall of Fame

Haig Chahinian

We’re loving on Sheryl Sandberg, Chief Operating Officer of Facebook Inc., because she knows what we know about professional development. And she’s talking about bringing your whole self to work so much, we’re excited to induct her into the Whole Wide Work Hall of Fame as the inaugural member. Hats off to Ms. Sandberg!

Starting today, the Hall of Fame will distinguish prominent figures who promote the ideals of engaging your whole self at work. Think someone should be inducted? Tell us who, and we’ll investigate, with a shout out to you!

So what’s the fuss about Sandberg? We’ve been wanting to write about her since Brad Stone wrote a profile in Businessweek a short while ago. The article referenced the TED Talk from December 2010 in which she spoke about women and leadership, and still somehow we couldn’t find the hook we were seeking to feature her on WWW.

Until now. In the mid-July edition of the New Yorker, Ken Auletta wrote about her in the context of men in Silicon Valley. The way she manages her self as a worker and what she demonstrates about bringing your whole self to work is pretty brilliant. From the story:

David Fischer, Facebook’s vice-president of advertising and global operations, recounts a performance review of a female executive that he and Sandberg conducted. Fischer says that he told the executive numerous times that she wasn’t assertive enough, but he felt that she wasn’t hearing him. “Sheryl jumped in after I finished and said, ‘I don’t know what you’re feeling, but I can imagine what it might be. Let me tell you about when I was younger.’ ” She recounted her own insecurities, and, he says, “I just watched this woman go from sitting there listening to me but just hearing a bunch of business-type words. . . . It just opened up the whole conversation.”

It gets better: Read more →