Wealth Advisor @ Convergence Wealth. Prior work in PE, SMB, F500. I think & write about management, strategy, & culture. See pinned tweet for a list of threads.
Columbia, MO
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1/ Compilation of threads on management, operations, culture, and strategy. Would love your ideas for future topics!
100 ideas on managing people:
1/ My first @threadapalooza. I've been managing people for 18+ yrs and tweeting about it for 10. Here's 100 tweets on what I've learned and try to implement in my work @PermanentEquity :
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1/ Wrapping up 2023 with a quick thread: my favorite visualizations from the past year. Some are mine, some aren't, but I hope you'll enjoy a stroll through these.
First, a reminder for managers:
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He may not have written a line of code, but Soham Parekh did more for Twitter engagement than any engineer in the last 3 years.
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CMac
1/ My first @threadapalooza. I've been managing people for 18+ yrs and tweeting about it for 10. Here's 100 tweets on what I've learned and try to implement in my work @PermanentEquity :
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We spend more time teaching kids how to use a graphing calculator than Excel. This is insanity.
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An actual conversation at Chipotle $CMG
Hi, I'd like a quesadilla.
I'm sorry, those are only available online.
You can't make a quesadilla for me if I order it here?
No, sorry.
[To my kid] What do you want?
[Kid] A quesadilla.
Can you make a kid's quesadilla? It's on the menu up there.
Yep, I can do that.
For the love. Are you sure you can't make an adult one?
Yeah, I can't, sorry. Online only.
You've got to be kidding me. OK, fine. [order a bowl]
[Cashier, pointing to kids meal] What's that?
A kids quesadilla.
I'm new, sorry. I don't know how to ring that up.
[Me, committing seppuku with a plastic knife]
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I have a document called "Working With Mark" that I share with new folks when they join the team. I thought I would share the section called "My Management System" in hopes that it is helpful and/or sparks some good discussion. Here goes:
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Storytime. I went to Chipotle with two 50+ aged employees of a company I was working with. We wait in line and the first one steps up:
"One steak taco please"
The tortilla goes down on the foil with a scoop of steak.
"A little more, please... A little more... A little more."
Repeat this with every single ingredient on the line (except guac of course). At the end, it's an Everest-sized pile of stuff, the tortilla is nowhere to be seen, and the foil is barely visible.
He gets to the end of the line and says "one steak taco and a water." And they ring him up.
The second guy steps up and they ask what he wants.
"Oh, I'm with him, I just need a water cup."
They split the 'one steak taco' between them for lunch.
And they both put Sprite in their water cups.
Chipotle is now down ~50% (from $90B to $44B) in the 16 months since that Wells Fargo analyst bought 75 identical Chipotle bowls to compare the weight and found that the food chain clearly had consistency issues with portion sizes.
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Good observation. Hopefully the large building is the gathering place and everyone lives in the smaller buildings.
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There are two types of wealthy people:
Those who desperately want you to know they are wealthy and those who desperately don’t.
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One of the loudest signals you can send about your culture is a lack of action on underperformers and toxic employees.
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Some doodles on wealth. Summary:
1) We feel we've achieved wealth when what we have is greater than or equal to what we think we need
2) Both of these things are movable
3) One is easier to move than the other
4) No matter how rich, very few people achieve true wealth
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A platform that was kinda hate-y
With no edits after it was too late-y
Decided with ease
They’d fix none of these
And instead gave us 280
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Ƒʉͫcͧкͭιͪηͣ 𝔟к
5 ways to kill your culture:
1) Break promises
2) Promote undeserving people
3) Incentivize cutthroat behavior
4) Bog down performers w process
5) Dismiss constructive feedback
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A scraping together of recent tweets on management, strategy, people, and culture. 100 tweets to end the year:
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Nothing exemplifies LinkedIn like the work anniversary congratulations for my friend who died over a year ago
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Your ability to find something negative about any situation doesn't make you smart, it just makes you negative.
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Seems built on the presumption that people won’t return to Twitter after following a link, which is old-school behavioral analysis
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One of your primary jobs as a leader is the removal of ambiguity. This will put you in a position where you feel like you're often:
1) Repeating yourself
2) Stating the obvious
3) Asking stupid questions
4) Relaying messages
5) Verifying claims
It doesn't matter. Keep doing it.
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You have never met a purely rational human, yourself included.
So asking someone to set aside their feelings and think rationally is a fool’s errand.
Instead, seek to understand the emotions and their origin. Rationality can guide, but it’s more effective wrapped in empathy.
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Gifting is so fascinating. I have zero artistic ability. My wife has zero artistic ability. We have a 15yo that just sits down and does stuff like this. Can’t wait to see how she uses it in the world.
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2/ In systems, there's a non-linear relationship between the complexity of the system & the number of problems you're trying to solve
In other words, it may be cheaper, more efficient, & more effective to have many little single-problem systems than a monster that solves all
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I don't mean to brag but I was just invited to an exclusive event at my local Honda dealership.
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Reminder that one of the largest costs of not dealing with underperformers is the toll they take on your best performers
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The size of your business is capped until you learn how to distribute decision-making.
You can’t distribute decision-making without either high systemization or high trust.
So you can either build a bureaucracy or hire great people. Or stay small.
Your call.
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3/ Your team has Principals - people who are experts in a specific area.
You have Managers - people who excel at planning, communication, prioritization.
Position your team at the intersection of these people. Deep mentoring from Principals + Managers to deploy their skills.
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Rules are great at preventing problems you've seen before.
Culture is better at preventing problems you can't foresee.
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Christian here. I’ve heard this mindset described as “leaning on a shovel and praying God makes a hole.”
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Also, why care about lazy linking? Let the market filter out accounts that engage in behaviors users don’t like.
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An observation: the older someone gets, the less likely they are to mock or enjoy someone else’s failure.
An explanation: the older someone gets, the more likely it is that they themselves have experienced failure.
Think you’re failure-proof? Just wait.
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1/ How to deliver bad news, a quick thread:
Deliver it quickly. Don't wait until you've solved the problem. If it's a critical issue, don't even wait until you fully understand the problem. Share what you know as soon as you know it. Not doing so wastes precious time.
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the tweet I qt the most:
What causes #poverty? Nothing. It's the original state, the default and starting point. The real question is, What causes #prosperity?
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The most difficult words are also the most powerful.
1) I was wrong.
2) I'm sorry.
3) I forgive you.
4) I need to give you feedback.
5) It's time to call it quits.
6) I have enough.
What else?
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Yesterday the Thanksgiving Day parade featured Paula Abdul, Gloria Estefan, and Mariah Carey, which means that I am now the target market for the Thanksgiving Day parade and it's very upsetting.
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There's an ocean of difference between failure that comes after logical theses, good process, original thinking, and strong effort,
and failure that results from sloppy/nonexistent theses, lack of process, repeating past mistakes, and laziness.
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6/ Two things to consider when someone is giving/selling advice/solutions & promising all 3 points of the Iron Triangle:
1) It's probably not true
2) Make sure their definitions of Good, Fast, and Cheap align w yours. The easiest way to deliver all 3 is to lower your standards.
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@aminespn @ryanruggiero @mikeisaac my favorite part of the video is when the officer shows him his badge and requests his cooperation
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4/ When it comes to our team, we tend to measure what's right in front of us. Make sure you're thinking deeply and measuring what matters...
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1/ Good morning! Here are 50 Ideas that might change your mind on management, operations, & people:
Zero sum games are few & far between. Approach everything with an abundance mindset. Always take a smaller slice of a bigger pie. The world opens up when you’re using this lens.
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"No parties. Max occupancy 4 adults. Please start laundry and ensure all dishes are clean and put away. Pool is not for guest use."
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@teslamotors @ericgarcetti @lapdhq LA crime increases overnight because everyone wants a ride
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Don't Hire: People who use complex words for simple ideas.
Hire: People who use simple words for complex ideas.
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A lot of management is not allowing your lowest performers to dictate how you work with your highest performers.
Managers often respond to bad behavior by one employee by implementing policy that addresses the behavior rather than dealing with the employee.
Don't hamstring good people with policies designed for bad people. Deal with the actual problem.
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Too many young people build a lifestyle based on work that pays well but they eventually find isn't fulfilling. Then, when they learn what they actually want to do, they've priced themselves out of the (often lower) pay.
Managing your expenses now keeps your options open later.
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True leadership is an inversion:
- True leaders work for their teams, not vice versa
- True leaders seek recognition for their teams, not themselves
- Highest achievement of a true leader is to make themselves obsolete
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1/ I want to share some theories on trust capital. What is trust capital? It is the currency of relationships and works a lot like other types of capital. Diving in...
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4/ If your employees feel like they have to manage people to make more money, that's a fail. Management jobs are for people who are passionate about helping others optimize their gifts, not just for people looking for more compensation.
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In short-term games, being ruthless is a competitive advantage.
In long-term games, being generous is a competitive advantage.
This explains more than you think about people’s career choices and successes.
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I once asked a multiple PhD mathematician what you do for work if you don't want to teach. He told me many of his colleagues are security guards and toll booth operators. He explained after I expressed surprise:
"So they can read and think all day and read and think all night."
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5/ Have a younger employee who is "out over their skis?" Consider this framework for a conversation:
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If you’re not receptive to and grateful for bad news, it will stop being delivered to you.
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1/ It's counterintuitive, but one of the most freeing things you can do for your team is set boundaries. This concept is best explained by a quick parable I once heard. 🧵👇
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“This is a turnkey business that can run by itself.”
The business:
Mickael Marvyn Lacrosse
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Managers often respond to bad behavior by one employee by implementing policy that addresses the behavior rather than dealing with the employee.
Don't hamstring good people with policies designed for bad people. Deal with the actual problem.
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Your 118-page PowerPoint strategic plan 10 seconds into actually owning the business nitter.app/i/status/1791816019532…
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You have one sentence to establish the maximum amount of trust with a total stranger. What do you say?
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11/ 5 ways to kill your culture:
1) Break promises
2) Promote undeserving people
3) Incentivize cutthroat behavior
4) Bog down performers w process
5) Dismiss constructive feedback
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