Lisa DeAngelis, Director | UMass Boston | College of Management | Center for Collaborative Leadership

March 8, 2013
by Lisa DeAngelis
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International Women’s Day

I will profess that I hadn’t really understood the history of this day and so I took a bit of time to visit the website www.internationalwomensday.com. This holiday harkens back to 1910 when a woman named a Clara Zetkin (Leader of the ‘Women’s Office’ for the Social Democratic Party in Germany) tabled the idea of an International Women’s Day. She proposed that every year in every country there should be a celebration on the same day – a Women’s Day – to press for their demands. The following year more than one million women and men attended IWD rallies campaigning for women’s rights to work, vote, be trained, to hold public office and end discrimination.

There are still many issues of disparity with regard to gender, but my idealistic side wonders, will there be a moment in our history where there will no longer be a need for these “days?” Will society ever reach a point in which we can stop designing “days” to raise awareness of these issues? I don’t have an answer to that question, but I can ask myself, what, as a leader, can I do to ensure that my team feels they have equal access, opportunity, and voice.

In recognition of the purpose of this day, how will you press yourself to meet the demand of equality?

March 1, 2013
by Lisa DeAngelis
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What’s the issue Yahoo is trying to address?

This week there has been a great deal of debate over whether Marissa Mayer was right or wrong to eliminate Yahoo’s work-from-home policy. Having followed much of the discussion, and read the internal memo, I remain confused. What is the issue that Yahoo is solving for? Is it productivity? Is it morale? Is it innovation? Is it a lack of communication and collaboration? Is it issues with speed and quality? All of these are mentioned in the memo and in the ensuing debate. And yet, few if any of these are resolved by enacting a dictum of “face time.” Let’s take a moment to look at each issue separately.

Productivity While the commentary on the announcement focused on “productivity,” the actual memo spoke of “speed and quality.” Effectively these are the same. Is the organization (and the individual employee) delivering what they said that they would deliver, when they said that they would deliver it? As noted in many of the commentary on this decision, much of the research indicates that employees who are allowed flexibility in their work location are more productive. Employee productivity is less a function of proximity than a function of setting clear expectations and managing to them.

Morale Based on the comments from current and former employees, it appears that the morale issue centers around (a) individuals abusing the work-at-home policy and (b) lack of communication and guidelines regarding the enactment of the policy. How does it help morale to issue a drastic, across the board edict that punishes those who are productive when working from home?

Innovation I firmly agree that innovation happens through collaboration. I disagree that the only way innovation happens is when people physically see each other. The following is an excerpt from Regina Dugan’s TED Talk from March 2012.

“Last September, the gamers of Foldit solved the three-dimensional structure of the retroviral protease that contributes to AIDS in rhesus monkeys. Now understanding this structure is very important for developing treatments. For 15 years, it was unsolved in the scientific community. The gamers of Foldit solved it in 15 days. Now they were able to do so by working together. They were able to work together because they’re connected by the Internet. And others, also connected to the Internet, used it as an instrument of democracy. And together they changed the fate of their nation.”

I would think a company such as Yahoo would not only advocate for innovative on-line tools that allow for the type of collaboration described above, but also lead the way in creating them.

Communication and collaboration This, to me, is the root of the issue; though not in the way intimated in the memo. If Yahoo is looking to create a culture of communication, they missed the mark in the way they chose to deliver the message. Why not bring the affected population together, explain the decision, and engage them in the plan and communication?

There is never only one answer to an issue. Whether or not eliminating the work-from-home policy was the right decision for Yahoo will be determined in the months to come. In the interim, it seems they’ve learned an important and very public lesson regarding the way that they chose to convey it.

February 22, 2013
by Lisa DeAngelis
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Listen to the newbie

My household has recently been adopted by a puppy. That’s right, my husband, son, and two dogs, have been joined by a puppy. This has gotten me to thinking about cultural norms and assimilation.

Over the past few weeks, the puppy has adapted to many of our families practices – learning to signal when he needs to go out to the dog run (and where it is located); and his “place” within the family structure. At the same time, we’ve had to adjust to his sleep patterns, his manner of play, and his personality.

When a new employee joins an organization a similar process is enacted. The employee spends a period of time working to understand the explicit and implicit norms. Explicit norms include the policies and procedures of the company. Implicit norms are those unspoken rules such as whether people eat meals at their desk, flexibility in conducting personal business at work, etc. Concurrently, the organization is reshaped through the integration of the new employee.

Each employee has the ability to impact this assimilation process. First, recall what it was like to be that new hire. What are those things you wish someone had told you? Take the time to explain processes and procedures as well as “the way we do things around here.” And, be prepared to pause in the question, “why?” that will inevitably follow. This new hire may just offer be an opportunity to fix a broken process or streamline a cumbersome practice.

February 15, 2013
by Lisa DeAngelis
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Do you know where you’re going to?

Some of you may recall this song lyric. The song, originally sung by Diana Ross I believe, started with “Do you know where you’re going to? Do you like the things that life is showing you?” One of the consistent messages that we hear from the leaders who speak in the program is the importance of taking time to reflect.

Leaders recognize that it’s too easy to get caught in the undercurrent of daily life. Many of the leaders have shared stories of a time in their career where they realized that things were not going as they had planned. While the circumstances were unique, the recurring theme was, “I picked my head up, took a good look around, and thought, ‘Wow. How did I get to this place, and what do I do now?’” Through that experience, they each learned to create periodic check-in’s with themselves. The tactics that each leader employs differ – some journal, some schedule regular appointments onto their calendar, others take time away – but the purpose of the exercise is the same. By carving out time to reflect, a leader is able to re-center themselves in what’s most important to them, objectively assess what’s happening around them, and make grounded decisions that keep them moving in the direction of their vision.

February 8, 2013
by Lisa DeAngelis
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Building your character

Over the weekend I viewed the “Sports Illustrated Kids 2012 SportsKids of the Year: Conner and Cayden Long” video. I’m sharing the timing because it is important to the context. This past weekend was SuperBowl Sunday. Amidst all of the hype, publicity and egos, here was this video reminding me of true character.

Coach John Wooden is attributed with the quote, “The true test of a man’s character is what he does when no one is watching.” Conner Long clarifies for us that character can be demonstrated at any age. He chose to race as a way to connect with his brother, and he chooses to be a voice on his brother’s behalf. At the tender age of nine, Conner Long is truly a man of character. And, while character is what one does when no one is watching, I am so happy that Conner was recognized for his.

February 1, 2013
by Lisa DeAngelis
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The Power of your Network

For many, when they hear the word “networking,” their initial response is negative. Thoughts immediately go to uncomfortable, forced events where they’ve been told to “come back with at least 3 business cards.” The reality is we all network every day without even realizing it.

It’s networking when:

You ask your doctor to recommend a specialist
You ask other parents who they use as a babysitter
A peer reaches out to you to learn more about the company you work for
A co-worker asks for your help in resolving an issue

Take a moment and think about who you would reach out to if:

You were contemplating a career change
You received difficult feedback and wanted help putting it into context
You had to quickly address an eldercare/childcare issue
You received a significant promotion and wanted guidance on stepping into the new role

Hopefully you were able to identify several names for each of these issues. The names that you listed are likely individuals that you have built a relationship with over a period of time, who either have experience dealing with the issue you are facing or have access to those that do.

When you reach out to someone to network with them, in essence you are telling them that you trust their opinion; and the same holds true when others reach out to you. That trust grows through incremental exchanges – “let’s grab a cup of coffee and get to know one another,” to “I have a quick question I’d like to ask you,” to “I’d really appreciate your insight into this issue I’m facing.” It is an honor to be asked.

So, next time you think of networking as dreadful, and uncomfortable, keep in mind that it doesn’t have to be that way. A network is built over time, and sometimes that uncomfortable moment can turn into a mutually beneficial long-lasting relationship.

January 25, 2013
by Lisa DeAngelis
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4 Leadership Lessons from the Pinnacle Awards… In case you missed it

Yesterday the Greater Boston Chamber of Commerce honored several prominent women leaders with the Pinnacle Award for their contributions to the region. The list of honorees over the nearly twenty years that this award has been bestowed, is a virtual who’s who of the women who have helped to shape our city. This year’s recipients – Diane Hessan, Alison Quirk, Susan Windham-Bannister, Sharon Reilly, Myechia Minter-Jordan, Anne Hawley, Zenobia Moochhala, and Susan Hockfield – are strong additions to the list.

Attendees of the Award Luncheon were fortunate to receive the shared wisdom of these leaders. Below I’ve taken the liberty of sharing four of their insights.

“Dream big and ignore the outdated rules” Diane Hessan learned this while launching Communispace. She firmly believed in her concept, and knew that if it was to be successful, she had to do it her way. Diane’s message is about creating a bold vision for yourself. “Reach for the moon. Even if you miss, you will land among the stars.” As importantly, don’t constrain yourself by what you perceive to be the current reality. If the rules of engagement don’t work for you, create new ones. The rules that exist today were created because they worked at a certain point in time, and under certain conditions. This does not mean that they were meant to exist indefinitely.

“You are Alison Quirk Inc. Do what is best for your business” This sage advice from her father helped Alison Quirk put things in perspective as she contemplated a significant career transition. It is easy to get caught up in others expectations of us, particularly those of our family and our workplace. Far harder, but infinitely more rewarding, is to listen to your heart and follow the path that is uniquely yours.

“No matter how tall the tree, if it forgets its roots it will fall” This African parable has informed Sharon Reilly at many points along her leadership journey. There are two simple but profound lessons here. The first is that a person is truly able to impact the future when they honor the learnings of their past. The second is to remain true to yourself; know your values and remain steadfast in them.

“Show up. Speak up. And know when to shut up” As Zenobia Moochhala sees her vision becoming a significant international organization; she uses her “Three Up’s” to guide her. This emerging executive is rapidly building her ability to show up and speak up as a confident leader. She also understands that, as a leader, it is important to “shut up” which she defines as taking a step back and watching your team succeed.

These leadership lessons are important reminders; whether we are leading ourselves, a small team, or a large, international organization.

January 18, 2013
by Lisa DeAngelis
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Are you leading with a clear sense of purpose?

The reality is, when we are clear about what matters most to us (our values) and what our unique contribution to the world is (our purpose), we are able to lead ourselves and others in a very powerful way. A tradition at the beginning of each new year is to make a resolution. Typically these resolutions are based on changes we wish to manifest in our lives. I believe that the reason that most of these resolutions do not come to fruition is because they are not clearly linked to our values and purpose.

I can hear you now, “I’m far too busy to take time to reflect on my values and purpose.” In many cases I find this to be an excuse based in fear – fear that what you discover may take you off of the path you are currently on. My response to this is that knowledge is power. Armed with this clarity, you are able to take control of your current situation and make decisions that help bring your life into alignment with what’s important to you.

My purpose, which I first discovered several years ago, is to help others realize their fullest potential. Over the years I have had the opportunity to realize this purpose many times over – whether it be creating a scholarship program for inner-city high school students, coaching individuals, or in my current role as director of the Center for Collaborative Leadership. Each time I am able to reconnect to this purpose I find that my level of energy, engagement, creativity and passion well forth. As I am able to lead my life from that place of purpose, it has a wonderful impact on those I am in relationship with (my family, my coworkers, my clients).

January 11, 2013
by Lisa DeAngelis
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Where do you draw your inspiration?

Earlier this week I happened on the show The Biggest Loser and witnessed an interaction between Jillian Michaels and her team. It appeared that they were struggling with the intensity of the plan. Her feedback was to ask them to think about the millions of people inspired by the show. She then said words to this effect, “Let me be clear. None of them are inspired by me. They are inspired by you. They relate to your stories, they are encouraged by your determination, and they are inspired by your belief that you can do this!”

This brief interaction has stuck with me over the past few days. I am struck by the reminder of the power that each of us has. The power that Jillian had to reignite the determination of each of those individuals. The power that each of them had to drive themselves to participate in that program, and the power they have to spark action in their audience.

Each of us has limitless potential. Yet we are more comfortable focusing on what we think we cannot do than envisioning the possibility of what we can do.

My inspiration is my son. It is my hope that I am demonstrating to him, through the way that I live my life, that anything is possible. If, along the way, I am able to encourage those around me to step outside of their comfort zone, then I will be all the more inspired. That is the wonderful thing about inspiration – its contagious!

January 4, 2013
by Lisa DeAngelis
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Moving Away from the Carrot and the Stick

In 2009 TED produced a video talk by Daniel Pink on “The Puzzle of Motivation.” http://www.ted.com/talks/dan_pink_on_motivation.html. The essence of this 18-minute address is that while the work that we produce has significantly changed our “carrot and stick” reward systems have not. Pink supports his argument with findings from several scientific studies showing that pay for performance systems are effective when the work is routine, and the goals and path for accomplishing the work are clearly laid out. However, in a world where issues are complex and goals are unclear, pay for performance systems actually have a negative impact as they hamper the individual’s ability to be creative.*

If the old systems don’t work, what are we to do???

Again, Pink turns to science. He points to studies of organizations that focus on their employees’ intrinsic motivators. Organizations that allow their employees autonomy in how and when they do their work, that encourage employees to develop a level of mastery of their skills, and that help employees see how their work contributes to something bigger have higher employee satisfaction, higher employee engagement, higher productivity, and lower turnover.

Interestingly, Pink started this 2009 piece by suggesting that the economic downturn offered organizations an opportunity to walk away from a model that was ineffective and try something new. Four years later, I am hard-pressed to see any significant change, and yet it’s so simple. We already have everything that we need to begin to make this transition.

For those leaders looking at their 2013 review and reward budgets, and their talented staff, and wondering how they are going to keep their team with these meager funds, I offer you a challenge. Get creative! Reward your employees by truly engaging them. The results may far exceed your expectation!

*Pink does note that salaries should be adequate and fair