Interesting, and a creepy. It’s Weird Science for Gen Y.
It’s been around for a while but a fun watch. R’ha.
Real-time face tracking.
How do you approach your job?
I’ve always tried to work myself out of a job, and lessen the dependence the organization had on me as a resource. You know, in case I got hit by a bus.
When working in support and programming roles I documented the hell out of everything. Processes, code comments, dependencies, points of past failure.
Years after I left one role, I met up with the team there for drinks and a face I didn’t know approached me and introduced himself. After I’d moved on (because of a technology direction I wasn’t interested) it turned out the most of the UNIX team had also left. This guy was left with very little in-house knowledge and he wanted to thank me for the work I’d left behind. I was a bit floored.
It’s an approach I’ve continued to take - the easy, repetitive stuff or the routine things get cleaned up or automated. Documented and handed to less specialized resources, if need be. This has freed me to take on more interesting challenges.
Which brings me to an interview I had a few months ago. I was leaving an executive position and waffling a little on whether or not to take another leadership position or to go back to consulting.
The position was “C” level, and primarily in operations. But the company is a quickly growing startup and there was a bit of a sales component as well.
I seemed to gel pretty well with the people I met with, and even though I had decided to form a new company I expected an offer.
It didn’t come. Part of of me was relieved, but also I was a little curious.
This one question seemed to me to be the answer. The question was about the impact my leaving the previous organization would have on sales. Would they retract or grow at a slower rate?
I answered honestly, I didn’t expect any real impact. No reason to believe that the infrastructure we’d put in place would fail. Sure, there might be a minor blip but nothing anyone would remember in a year or two.
As I look at it now, this was the “wrong” answer.
As a sales manager, sure, I only want sales reps that make a difference.
But if I am hiring at the “C” level I want a builder who leaves a legacy, not someone that hurts my business value if they were to move on.
I’ll never be a person that guards my fiefdom. I’ll always be a builder.