The Schools of Experience - Developing Yourself and Selecting Talent

During holidays I really like to spend time with a good book and this Thanksgiving was no different.  I am reading (and re-reading) Clayton Christensen's book:  How Will You Measure Your Life?  This book is a fantastic read and it uses models of operation to help guide you in both your personal and professional life.  I may call on this in future postings but today I want to discuss his chapter on selecting talent called: The Schools of Experience.

In this chapter, Professor Christensen discusses how one should look at their careers and subsequently how someone should look at hiring talent.  The old model of climbing a ladder is no longer useful in a "flat" world (using Thomas Friedman's analogy and applying to corporate America).  Most organizations are extremely flat - especially relative to years ago - and this means it is a collection of experiences which will both drive your career and should drive your selection of talent.   He has many examples but let me provide two from my own career:

Transition from the Military:

The military was a fantastic place to both give back to the Country and also to accumulate many experiences:  Leadership, operating in stressful environments, fast decision making, and I could go on.  Truly, I cannot imagine any civilian business giving better experiences at those situations than the military.

However, the military does not provide a lot of financial experience, profit and loss experience or business competition experience (There is, after all, only one Pentagon!).  So, when the opportunity presented itself, I moved into the business world.  In that world I have experienced all the items I mention above.  Was it a "promotion"?  If measured by wages, true cost of living, or titles it could have actually  been considered a demotion.  If measured by gathering huge experiences which I could not get in the military, it was a huge promotion!

Transition from "Big Company" to Entrepreneurial Company:

The skills required to work in a big company with large well established processes are completely different than those required in the small and entrepreneurial world.  So, using the theory of "experiences" I decided I wanted that small experience even though I was in a well established executive position at a great company.

Using supply chain metrics, was it a promotion?  I went from managing 14M square feet of warehouse space to 6M square feet.  I went from $300M+ of transportation spend to $80M.  To the stereotypical person, this could be seen as a "lesser role".  Trust me, it was not!

I quickly learned the skills used in a large company are close to useless in a small, everyone does the work, entrepreneurial and "scrappy" company.  The experiences I gained at this smaller company could never have been attained in the larger, well established company.  And, if I were to just do what I did in the large company in the entrepreneurial company, I would have failed.   I had to adapt, learn, gather new experiences and apply them to the unique issues.

What does this mean for talent acquisition:

Even today with the sophisticated human resources (HR) departments I still find people rely on the "ladder" model versus the "experiences" model. For example, if you were hiring for a start up company would it matter that someone become a SVP in a multi-billion dollar company?  That person has incredible experience (and has been successful) in delegation, building staff, using sophisticated ERP such as SAP etc.

What this person lacks is start up skills.  Can they do a lot of the work themselves?  How will they perform without "staff"?  Etc.  The "ladder" model shows that this person is a great pick but the "experiences" model shows the person to be lacking in a number of major areas.

Conclusion:

We can use the "experiences" model to guide both our careers (choose experiences over perceived promotions) and we can use it in talent selection.  It tells a different story when this is applied versus the "ladder" model.  My advice for those starting their careers is to work to get many different experiences and work to stitch together a set of skills, acquired by experiences, that will serve in you in a multitude of settings. This will ultimately serve you better than "climbing the ladder". 

Clay Christensen: How Will You Measure Your Life

I am going to use today's posting to refer you to one of the most brilliant people I have ever met and had the pleasure to listen to: Clay Christensen.  When I attended the General Management Program at the Harvard Business School he taught two class sessions for us and was mesmerizing.  Many of you have probably (hopefully) read his various classic books on innovation starting with "The Innovators Dilemma"  (note: if you are in a leadership position in a company and have not read this book, you do so at your own peril).

He has now written a business / life book entitled "How Will You Measure Your Life".  I am attaching two videos here.  The first is him speaking about this book and the innovation topics in a detailed, entertaining and profound talked at the Linkedin Headquarters.

The second video is his much shorter but also impactful "Tedx Talk" in Boston on this topic.

I will be back to logistics later and I wanted to ensure I did my part to share the wealth of this brilliant man.

Leadership in Logistics is As Important as The Technical

I have always believed leadership in the logistics field is as important, and maybe more important, as the technical aspects of the job.  As a logistics and supply chain executive you will be responsible for leading many people and, in fact, what you do will be far more about leadership than about your technical expertise.  The people you lead will have the technical expertise and the question is can you get them to do what needs to be done and have them use their ingenuity and innovation to go beyond anything you may have thought imaginable.  Some of this was discussed in detail in Adrian Gonzales' article:  Putting Leadership Development Back on Your Calendar.. and Your Budget!  He makes a lot of great points showing how important this is to the logistics and supply chain professional.

There are also many great development programs where you can "sharpen your saw" (Stephen Covey) such as the Executive Masters for International Logistics and Supply Chain Strategy (EMIL-SCS) at Georgia Tech.  This will help you gain technical expertise and help you gain leadership expertise.

Having said all of this, I love to listen to Clay Christensen of Harvard University speak.  He is brilliant in business (The Innovator's Dilemma), he is a moral and good man and he is a great leader.  His new book How Will You Measure Your Life is a "Must Read".  Listen to Professor Christensen speak on leadership, a moral compass and a direction to take in life.  As yourself what makes the "measure of a man"?  How will you judge your life? Will it be by money or by status or will it be by the good you do and what you leave to the rest of the world upon your passing?  I ask you, especially if you are starting out, to think deeply about this topic and question. This is the core question to answer.

When answering, don't forget the great words of John Bogle, Founder of Vanguard Group: "Not everything that can be counted counts and not everything that counts can be counted".