Category Archives: Organization & People

Mechanisms

March 6, 2020
Amazon Way, Business, Clarity of Thought, Customer & Product, Leadership, Organization & People, Technology & Execution
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Mechanisms are complete processes built around a tool, owned by a leader that gets adopted broadly and regularly inspected and improved to ensure things get done, not because everyone has good intentions, but because the mechanism’s elements structurally force the desired behavior. “Good intentions never work, you need good mechanisms to make anything happen.” — Jeff Bezos I’ve written previously about how Good Intentions are Never Enough and why mechanisms are needed, but I didn’t go deep into how to make mechanisms actually work. …Continue reading →

Taxonomy and Lexicon

July 3, 2019
Clarity of Thought, Leadership, Mental Models, Organization & People
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How many times have you been in a heated discussion only to find out that the two sides were talking past each other because they were reading from two different dictionaries? I bet you can also remember situations where just a little more structure got everyone aligned quicker. Creating, explaining, and re-enforcing a strong Taxonomy and Lexicon is a critical skill for all leaders (reminder: everyone in our business is a leader, not just managers). Taxonomy …Continue reading →

Dive Deep != Micromanaging

March 28, 2019
Amazon Way, Leadership, Organization & People
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You’ve said it. You’ve heard others say it. You are not quite sure how you feel about it. “So-and-so is a micro-manager. He/she’s always in my shorts and doesn’t let me just do my job.” This week’s Amazon Leadership Principle tip may help you navigate this common meme more effectively. The following has been my pinned tweet for the past year: “The more details you know, the better questions you can ask. The better questions …Continue reading →

Have Backbone, Disagree and Commit

March 13, 2019
Amazon Way, Business, Customer & Product, Leadership, Organization & People, Technology & Execution
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Photo credit: https://www.flickr.com/photos/genista/

Have Backbone, Disagree and Commit Leaders are obligated to respectfully challenge decisions when they disagree, even when doing so is uncomfortable or exhausting. Leaders have conviction and are tenacious. They do not compromise for the sake of social cohesion. Once a decision is determined, they commit wholly. – Amazon’s Leadership Principles This Leadership Principle actually combines two principles that go hand-in-hand. First, there’s the “Have Backbone” part and then the part about disagreeing but committing …Continue reading →

Ownership

May 27, 2018
Amazon Way, Books, Leadership, Organization & People
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Organizations thrive when leaders think like owners—not just of their teams, but of the whole company and its customers. Yet, many mistake ownership for simply crushing their individual goals. How can you encourage true ownership culture without fostering silos? Amazon’s definition tries to make this tension apparent by explicitly stating ownership is broader than themselves or their team: Ownership – Leaders are owners. They think long term and don’t sacrifice long-term value for short-term results. …Continue reading →

Customer, Business, Technology, Organization (CBTO)

April 21, 2018
Business, Career, Clarity of Thought, Customer & Product, Leadership, Mental Models, Organization & People, Technology & Execution
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CBTO = Customer + Business + Technology + OrganizationContinue reading →

Merit Badges – A Mental Model for Success

April 1, 2018
Career, Clarity of Thought, Leadership, Mental Models, Organization & People
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The concept of a Merit Badge comes from the Boy Scouts. The idea is that a scout can only earn a particular merit badge (actually a patch that gets sewn onto a vest) by demonstrating mastery of the skill or ability defined by the badge. For example, a scout would only receive the “Firemanship” badge by clearly demonstrating, repeatedly, the ability to start fires without matches. Merit Badges can come in all sizes. A small …Continue reading →

Don’t Make Your Team Say No To You

January 9, 2013
Clarity of Thought, Leadership, Organization & People, Startups
4 Comments

Leaders are often visionary “idea people”. The difference between success and failure is how good these leaders are at training their teams to say No. Idea People often forget they are disrupting their own teams by voicing their ideas. If leaders don’t learn and practice skills for controlling the flow of ideas, their teams will fail. When I was building home networking for Windows at Microsoft, I learned getting a team to a focused plan, …Continue reading →

Be as Excellent at Saying No as Saying Yes

December 3, 2012
Clarity of Thought, Leadership, Organization & People, Startups
2 Comments

While in Amman Jordan last month, I had the opportunity to speak at Amman Tech Tuesdays, a local startup event held every month there. I was asked to talk about what I’ve learned in my career to an audience of about 500 geeks and entrepreneurs. I decided to talk about focus, a topic dear to my heart. The title of the talk is “Be as Excellent at Saying No as Saying Yes”. Below the video …Continue reading →

The Job Decision Matrix

April 26, 2012
Career, Clarity of Thought, Leadership, Mental Models, Organization & People
7 Comments

A Job Decision Matrix will help identify what is actually important to you in your career (and life). Gaining clarity on what is important to you, right now, will help you identify new job opportunities, avoid wasting time on job opportunities that are not right for you, and make a job decision with conviction. This blog post is one of my oldest on leadership and by far the one I’ve gotten the most positive feedback …Continue reading →

You are Thinking of Your Career Trajectory Wrong

April 8, 2012
Career, Clarity of Thought, Leadership, Mental Models, Organization & People, Startups
15 Comments

Most people think about their career trajectory as being like a bell-curve or that of a cannon ball fired from a cannon. Something like this: For 99% of all successful people, this is completely the wrong way to think about it. For that other 1% (the Bill Gates & Mark Zuckerbergs of the world) it might work. For the rest of us, there’s a mental model that will help keep you sane, help you appreciate …Continue reading →

My Best Hiring Stunt To Date

October 27, 2011
Leadership, Organization & People, Startups
9 Comments

I’ll be doing some serious recruiting soon. I will only hire the best, and attracting the best requires them noticing jobs are available. This got me thinking about “best-practices” for driving recruiting. Watching others lead, and as a manager myself, I’ve seen that no one way is “the right way.”  As a manager, it depends on who you are as a person.  I’ve seen successful teams get built around the “serious boss man” and I’ve …Continue reading →