Tactfulness is hard. I’ve always biased myself toward direct communication and tried hard to sniff for and handle fallout. I like to think of that as an engineering-inspired approach to communication. This is one of many strategies, and it doesn’t always mesh well with others.
Let’s start with what I might intend as a pleasant, helpful interaction:
Hey person responsible for a different area of my company, I see a small area of what you’re working on that could be better. Let me help you make that better.
Let’s translate that into the core of the received communication:
Hey person,
You’re doing it wrong.
Let me show you how to do it right.
Not very tactful, is it? I’d say that team-member to team-member, that can work, but’s pretty prickly.
The thing is, there are tons of things which can be evaluated in that manner. Take a moment to critically evaluate every effort put forth by your company. How many of them would you like to tweak? How many of the could be just a little bit better if you could get your hands on it? A lot. There will always be a lot, and you can learn a lot more if you spend time going to wonderful conferences filled with brilliant people.
Significant change at the product-scale can be done by an individual. Overhead is low. It’s possible to systematically sand down every rough edge. Nobody will be upset if I fix a typo in their comment.
Change at the company scale is more difficult. Repertoires, cultures, goals, and contexts vary in different teams and at different levels of “management.” These shifts are so extreme that they even vary within a given person when they’re playing their different roles.
The robot inside of me would like to interject for a moment:
This is bullshit. We should all be honest, open, logical, collaborative, highly-efficient machines.
Sorry robot, that’s not possible, nor is it correct. We are emotional, social beings, and we’re more creative that way. Imagine a company of Roombas.
So, here’s the painful piece:
No matter how right you are(n’t), nobody wants to be told how to do their job. Nobody wants to be told that they could be doing their job better. Nobody wants to be told they are wrong, especially with the corollary that someone else is right.
So hang on to that nugget for a moment and return to your list of things to fix about your company. How the hell are you going to communicate those ideas without and endless dance around politics and culture?
List of Idea Injection Strategies for the Aspiring Lynchpin
Strategy 1, order your ideas by importance and clustered by ownership area. Take your cluster of ideas to the person (singular!) who owns that area and can give you an OK to hack in your fix. They may do so, or they may give you an excellent reason why you’re wrong and you now need to go away and let them do their job. Both of these results are relatively ok, as you’ll either improve things or learn something, but neither are good enough. At scale, you cannot be the ‘low-hanging fruit champion’ of your company, nor can you be the guy who understands everything about everyone.
Strategy 2, pester your peers/manager(s) about how you feel it’s important to the company to execute Your Vision. Tell them you’re passionate about it. Tell them you think it current operations are inefficient. (Sounds a bit pompous, ya?)
…Honestly, I think this strategy might be appropriate. If you can’t convince anyone about the validity of your ideas… your ideas need some work. This type of communication sounds great for the Rands-style for 1:1 meetings, but there’s no need to repeat yourself. The downside to this is that you’re essentially placing your idea in a little paper boat and sending it into the stream of communication with the hope of it getting picked up in a land far away. Again, this won’t scale and still can hit the dynamics of “The dude from the other team had this message from you: ‘ur a n00b, do eet lik3 dis:…’” Not OK. You don’t want to play telephone with your ideas, nor do you want to be perceived as the whiney one.
Strategy 3, beer. Lots of conversations can be had in casual contexts which don’t apply to the structure of work. I haven’t figured this out yet, but I see it all the time. In my case, a beer-like environment is lunchtime. If there’s someone whose brain I want to pick, I just need them to like me and an empty seat beside them. “Have we tried…”, “What if we…”, “Could you tell me about…”, conversations seem to work well here.
This is why it’s important to go to the business lunches. This is why, if the CEO is a golfer, you should take up golf. As companies scale, face-to-face time outside of your team scales against you, and you need a lot more time than you think.
Unless your focus is narrow, all of this still scales unfavorably.
This is too complicated. Can I just enter my idea into a machine and have it ranked against all other ideas, prioritized, and implemented by responsible parties?
No. (…unless you really like agile development)
People don’t like their work to be based on someone else’s idea. Even if they do it, the fact that it already hasn’t happened is an indicator of two things:
1. They have a different mentality.
2. It’s not their plan.
Even with optional efficiency in implementation, having a smattering of idea generators scattered throughout the business will be fragmented and weird. Misaligned vectors. If everyone does this, nothing will progress. It’s sub-optimal, and single-ownership beats this out.
…But, someone doing something important is doing it wrong!
Stop right there. Just stop.
Nobody is ever wrong.
Right and wrong are relativistic to a context. Everyone is always right within their own context unless they’re lying to you. Sometimes they lie to themselves and that propagates to you- that just means that their context is shaped by emotion, denial, or some other psychological demon.
This whole debate comes down to something fundamental. What do we do when one of us thinks the other is wrong?
Oh, I know!
Tell the person they’re wrong.
Or even..
Tell the person that you’re right.
Yeah… no. These are blunt force weapons. Not usually appropriate. Right and wrong are usually pretty inconsequential relative to being thought of as an ass.
How about if we try…
Expanding your context until they are right.
Expanding their context until you are right.
Expanding both of your contexts until you’re both right.
This is sounding better.
I can always find something which I can say is “wrong” or “bad”, and sometimes I can even say that there is a “right” or “better” thing to do, but providing answers is not a sustainable strategy, it doesn’t scale, and it’s a good way to become hated.
Teach. Share context. It’s necessary.
Let’s start with what’s intended to be a pleasant intention:
Hey person responsible for a different area of my company, I see a small area of what you’re working on that could be better. Let me help you make that better.
Let’s make this better:
Hey person,
You’re doing it.
Have a beer.