Tag Archives: teamwork

Keeping It Real

Back in 2015, an engineer at Twitter asked his security team to look into fake accounts. He said he was stunned to find that a significant percentage of the total accounts created on Twitter had Russian and Ukrainian IP addresses and he also found that they were, for the most part, fake. They were “bots”.

Photo by Alex Knight on Unsplash

No, today isn’t a political rant about how our Democracy might just have been hijacked by a foreign power. Rather, what happened next, as told in this piece by Bloomberg, is instructive to any of us in business because it raises a few issues that are common to us all.

The engineer was part of the security team. That team was tasked with keeping the platform secure. He took his findings to another team – the growth team – which had the responsibility for increasing the user base. That user base number is critical for every business since how the business is valued is based in part on how many users (we can’t really say people in this case, can we?) are active. Discovering that a significant percentage of the user base was fake could have a negative effect on the business’ balance sheet, and in this, we begin to see the problem.

There is a misalignment of goals. If part of security is keeping the platform free from spambots, the people responsible for deleting the spambots can’t have any goals which make deleting those bots counterproductive. In this case, the engineer was told to “stay in his lane”. In other words, pay no attention to the man behind the curtain – the reality of our user numbers – it’s not your job.

No organization should have these kinds of silos. No organization can base its public statements about growth and user engagement on numbers it knows are fake. It’s one thing for users to inflate their follower numbers by buying fake followers but it’s quite another for Twitter itself to be aware of these non-human accounts and to do nothing about them because they want to keep their user numbers up.

I don’t mean to single out Twitter. The same issue persists on Facebook and other social platforms and it’s way more insidious than research can find. There is a term – dark social – that refers to sharing activity among the network’s members that isn’t easily measured. Let’s say a fake account spreads a lie and maybe even buys an ad to do so. We can see how many impressions the ad had or how many followers the fake account has. What we can’t easily see is the network effect. I see the post and am outraged about it. I tell five friends, who tell five of their friends, etc., particularly when it’s shared off the network itself via email or text.

I am fairly certain that each of these networks could identify and stop this activity despite what you might have seen in Congress last week. Those were the lawyers testifying, not the engineers. The point for your business is to keep everyone’s goals in alignment, don’t build silos, and to be honest with yourself and with your investors. These are public companies who might just be committing fraud, but every company has the same responsibility for honesty and transparency.  You with me?

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Filed under digital media, Huh?, Thinking Aloud

Winner Winner

Monday for is a day of some reflection since it inevitably follows a weekend of sports watching. This time of year one can watch just about any sport being contested at the highest levels. College and pro football are in full swing, as is world soccer. Baseball is in the playoffs as is NASCAR. The NHL and NBA seasons are just getting started, as is the new professional golf season. Not a Saturday or Sunday passes without a bunch of winners.

Business has seasons but they’re generally not as cut and dry as those in sports. It’s pretty much a year-round effort, but it does have quite a bit of winning and losing that goes on. Every day can bring about a victory: a new contract won, a great new hire, a new position or job, or an improvement in the bottom line that the entire team worked to bring about. It’s important, however, to think about what winning means to you. What does it mean to win?

That implies a few other questions you should be asking yourself and your organization. Why are you doing what you’re doing? That question gets at your purpose and begins to provide the measuring stick for victory. We succeed by effort and by striving to reach a goal or goals. Defining what they are is an important piece for each individual and for the common goals your team needs to have.

As businesspeople, we need to remember that winning is different for everyone. We need to foster an environment where each person can win by their own definition. How can we help one another to improve? How can we put ourselves and our organizations in the best position? The answers to those sorts of questions are what fills up sports TV pregame shows and the analysis of how well each player and team accomplished what they set out to do is postgame fodder. Maybe we ought to do pre- and post-game interviews in our places of business since it would become fairly obvious if we’ve defined winning and set ourselves up to achieve victory. What do you think?

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Learning Management From A Chef’s Life

It’s Foodie Friday and this week I’d like to highlight a business lesson I was reminded of while watching “A Chef’s Life.” If you’re not familiar with the show, it’s a series (now in its fifth season) that features Vivian Howard, the chef at a restaurant in eastern North Carolina, as she runs her restaurant, raises her kids, writes what is now an acclaimed cookbook, and improves her craft. I watch it both for the great storytelling as well as to learn about the local food traditions and recipes of the Carolinas

As the series has progressed and Vivian’s star has risen, she has sent some time ruminating on the fact that she spends far less time in the kitchen of her restaurant than when she opened it. She also talks about how strange it feels when she actually does go back into the kitchen, whether it’s to develop new dishes or to do a quality check. This resonated with me even though my business has nothing to do with running a restaurant.

Executive chefs are really managers. While they were once line cooks, the amount of time they spend cooking is inversely proportionate to the responsibility they have. Like any manager, their job is to make sure that the entire operation is moving in sync and that the people who do the actual work have the tools and materials they need. They teach where necessary but other than in emergencies, they don’t step in and actually do the job that is the responsibility of their subordinates.

This is probably the hardest thing for new managers to understand. I remember that when I began managing people it was extremely frustrating to watch my subordinates take more time to do projects I could do in a flash. Their work was often full of errors, mistakes I wouldn’t have made just because I had a lot more experience. But doing the work for them would have been just as big an error since they wouldn’t learn and I would not be working with the other members of the department.

On the show, Vivian remarks that show doesn’t feel as if she’s doing anything when she’s in the restaurant’s kitchen now because it runs most days without her. I used to feel the same way as I was learning that my job entailed different “doings.” Wandering around and listening, clarifying goals, working with other department heads, giving a pat on the back to someone and a kick in the butt to another are all part of the manager’s job but when you’re used to having an overloaded project list and deadlines, it doesn’t feel as if you’re doing much at all. In reality, Vivian has done a fantastic job managing since her operation runs well on its own. She can focus on the next project – new dishes, new restaurants, the next book – while knowing her business is operating efficiently. Not a bad model for any of us!

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Filed under food, Thinking Aloud