A bit of background…
My first five years as a tax-paying adult had me sitting in a crummy little cubicle in a crummy little office park. My cubicle neighbors were my clones; not only equal in age, but all of us wearing the same uncomfortable ties and starched shirts. I am sure that my boss was incubated in such a cage and thus where his business acumen, bitterness and sarcasm were born (I know that is where mine was born and later killed). Yes, during those five or so years my nativity was in full bloom. A lot of yes sirs and yes ma’ms with aimless direction. The only things stitched into my brain were politics and fear. It was in this magnificent setting that I was told of a higher calling; that I, Dan Curran, was being groomed for management.
It was that bad.
At the time, my exposure to Management was generally limited to a guy all of four years older than myself. For some unknown reason, I knew this all felt very, very wrong. Don’t let me give you a false impression, I completely understand the need for order, direction and authority – someone has to have the final word. I have been told that McDonald’s has a turnover rate of 110%+ a year. No doubt these “transient” employees need clear direction and a patient manager. However, for the rest of us, the word management is an inhibitor that most often fails to stimulate and inspire. It certainly deserves to be the noun that it is.
At NGAGE, I really cannot think of one person or department I manage. As a matter of fact, I actually have zero interest in managing anyone – never have. If you are being interviewed by myself or one of our employees and you put forth a need to be managed, then I simply do not want you working for us. Trust me, it would be a terrible fit for both parties. Our goal is not to chew anyone’s food or to look over any shoulders (who has time for that?). Rather, our desire is to build career momentum and accelerate the learning curve for our employees. We believe the best people in digital are self-taught and basically unbridled maniacs. Do you think for one second we want to interfere with this type of organic growth?
So, what word do I prefer to use? Pick one yourself:
* Mentor
* Teacher
* Leader
* Coach
Great expectations.
From the time each of our employees walks into the NGAGE office, we want everything (and more) that they can offer. We ask for both their hearts and minds. Our client campaigns depend heavily on innovation and are simply too complex to allow such ineffiencies. NGAGE employees are afforded collaboration with leaders and mentors whose only agenda is for the team’s success.
The intent of managers and managent books is not my beef. Rather, my frustration lies with the actual term and the lack of creativity, collaboration and professional growth it encourages. Working in the digital space as we do, there is too much to learn and not enough time. We need everyone to be a teacher and share their knowledge and insight both to internal and external audiences.
It’s up to YOU to do more.
Frederick Winslow Taylor is the grand pappy of what is called the Scientific Approach to Management. He believed the specialization of labor produced optimal work conditions when supported by an incentive pay system and proper oversight. Far be it for me to critize a great thinker such as Fredrick (yawn), but I am more interested in coaching someone to success vs. giving them “proper oversight” or managing them to success. I try to make it very clear to our NGAGE team: Trying is not good enough. You must have the discipline to do more. You must have the drive to train, and train hard. This is not management talk, this is teaching and coaching.
By the way, although mistakes are never fun and often financially costly, I cherish a good employee F’up every so often. Success usually just makes you fat and happy and seldom teaches. A manager may have to document a mistake. A mentor will celebrate and make the most of such life lessons.
By the way, who the hell wants to grow up and be a manager anyway? But I digress….
