Doesn’t Get It Award, First Ever
June 13th, 2006I meet a lot of people in my work - all are wonderful in their own ways. Often, I meet truly exceptional folks, ones who remind me what greatness is, what I should strive for everyday, all the time.
And, every once in a while, an experience leaves me thinking, “Wow - he really doesn’t get it.”
So, herewith, the inauguration of the periodic, “Doesn’t Get It” awards, dedicated to those whose gaffes or inadvertent stumbles serve as warning-signposts on the roads of professional life.
I recently spoke at an annual meeting of a non-profit organization, and before my talk I got to visit with many of the staff in attendance.
As part of one conversation, I asked one of the staff, “how many folks work in your office?”
His answer: “Four and a half.”
WOW. This person was thinking of people as FTE’s (full time equivalents)… and not as real, honest to gosh… people.
Peter Drucker once wrote an HBR article titled, “They’re Not Employees, They’re People”.
So, my conversational acquaintance gets the “FTE of the Year” Award… and the first ever “Doesn’t Get It.”
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June 13th, 2006 at 9:40 pm
I can see what you are saying about the DGI award, but in a feeble attempt to defend this newly crowned award winner, I wish to present a possible argument. I usually have to think in terms of FTE’s and as People. It depends on context and to whom I am speaking. The budget driven mentality of the places I have worked have caused to me to think in both camps, and it may have done the same to him.
Thank being said, I have never answered that question like that EXCEPT when it was in the context of discussing budgets.
Not much of a defense. More of a rationalization. I only point out that I can see the possible root of such a distorted view.
David
June 14th, 2006 at 4:21 am
David-
Thanks for your post.
I hear you. And, I still gotta say, you’re meeting someone new, from outside your organization… there’s not much context there to suggest an FTE answer.
Imagine what would have happened had some of this person’s staff been in hearing distance. OUCH.
Mark
June 14th, 2006 at 12:46 pm
It unfortunately reflects the world we live in - and why this forum and passionate “people” people/leaders are so criticial. I’m all for budgets and forecasts - they’re tools though, not methods to label folks. If those “FTEs” fail, my business fails - nd they will if I look at them as line items. If those people fail, my business fails, but many other things will also crumble. My job as a leader is to support individual and team progress, communicate and develop skills that create business success. If I do those things right, then I’m not referring to my most vauable assets as “FTEs”. I’d love to see that group’s productivity. Talk about bad first impressions - and why managing and leading are often two different things. Looking forward to the next “Don’t Get It” - very valuable lessons to be shared, Mark.
June 14th, 2006 at 2:12 pm
I decided last night while chatting late into the night with a client who had seen the post that we would also have a “Gets It” award. I have a good friend, Jerry Conti, who often used that appellation as his highest form of praise.
Mark
June 15th, 2006 at 10:48 am
Sweet sassy molassy-I could probably go on for days about this. Being a dentist (a group that is among the stingiest in all the world) I run into “doesn’t get” at virtually every dental meeting I go to. A couple of classics–
1) Many offices set up a bonus system, based on production. Dentists love to come up with grand schemes and pissy bonuses. A guy I know set a system up that with a 10% monthly increase in production, why he’d give the staff a BONUS of $100, each. Wow. I asked if he thought that the extra $100 bucks would change anybodies life and how much harder would he work for a measly $100. He just looked at me like I had 3 heads.
2) I know of several dentists who have let long term employees go instead of coughing up the extra 0.75-1.00 dollar an hour they’ve asked for, because “By God, I’ve got principles.” So they get to spend several thousand $$ finding and training new staff instead of just paying the staff they have better.
Obviously, they just don’t get it. I could gone on all day with stories like this!
June 17th, 2006 at 12:31 am
Ok, so maybe I don’t get it sometimes either. Being in a startup, I am always so self-conscious regarding our misery size, that I say the “half” for our admin person with pride - “we’re two and a half”. In my head that shows that we see a reason for the admin person and we can actually somewhat support someone who’s not a founder. I often talk to folks who could potentially buy our products or invest in us, and very often they ask “how many of you are there?” I understand where they are coming from, they need some assurance about our ability to support THEM long term. My typical answer is:
“We’re two and a half people, plus about 20 consultants supporting various aspects of our business.”
Now I’ll be paranoid - should I say 3 (and therefore almost lie - we can’t afford 3) or say 2.5 and not lie, or say something witty and not address the question?
thanks,
Eve
June 18th, 2006 at 2:03 am
Eve-
I wouldn’t nominate you for the award, rest assured. And, I avoid thinking about “should” when it comes to management.
That said, I would recommend you say 3. Very few people - not even investors, or VCs, or customers, would think or expect you to think in terms of FTEs.
And more importantly, while you might say the half with pride, the person who is the half probably doesn’t appreciate it. He or she feels like a complete person when working with you.
It’s just a shift in thinking. You are people. She is a person. The work you do benefits people.
It’s all about people. Especially for small start-ups.
Mark
November 9th, 2006 at 5:28 pm
There are 11 “people” employed in my office. But only 8 of them “work”, the other 3 are “busy, busy, busy.”
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Really enjoy your podcasts (the best there are, IMO) and your articles. Keep up the good work!