A Great Place

(A Random List of Cool Qualities of Organizations)

• A Positive Heartfelt Vision. Come to think of it, these organizations tend to be centered around an exciting or otherwise interesting vision for something to offer the local community. People who care about this vision feel connected to it and put in a lot of effort (whether its goal is to make others smile or feed the hungry), and the yardstick of the "community's benefit" serves to keep quality and ethical standards high. It must have deep heart-level importance in order for the best aspects of people's hearts to become involved.
• Voluntary Projects Only. From more than one organization I've been in, I've discovered that I really like places when people work on projects voluntarily. There is no coercion to do one thing or another; everyone picks something of his or her own, something he or she is interested in --- which tends to mean that the person will do a good job. One doesn't have to do any one thing in particular --- though one is expected to contribute once in a while.
• Voluntary Membership. Better yet, though many groups I know have a selection process, there is no coercion to have to belong or stay. Anyone is free to leave, and many do.
• Teaching and Learning. I've run into a couple very good teachers within my lifetime. I'd love to see more people who can teach so well. But even those who aren't great teachers can still be good teachers when they sincerely try to help others learn and understand --- and I'm indebted to many of them! In some aikido classes, everyone is a student and everyone is a teacher, and even the experienced folks learn something new every class --- from the beginners. One learns a lot by teaching. A humbling and rewarding experience....
• New material. Projects done by these groups tend to be things that haven't been done before, whether it's hanging a mock space ship from a 3-story ceiling to porting code to a new platform. Maybe it's figuring out how a handicapped fellow can use aikido techniques. There's room to grow and learn. New ground is being broken, complete with the excitement of real research (with real application).
• Commitment to Quality. That's a buzzphrase, but these groups don't have to use the phrase. They know it. They live it. Better to not do a job than do a bad job. This can't always be helped, but experience is a great teacher.
• Leadership by Competence. In a few rare groups I've been a part of, the elected leaders somehow almost always manage to be competent, likeable, and reasonable. For some projects, the leaders volunteer or are chosen by others --- or are just generally agreed upon to be the "right person." It's not at all a formal process, and yet it works. Leaders are chosen by the respect people have for them as good leaders --- not just based on some track record of performance. Leaders certainly don't feel they have the right to patronize.
• Competence. In my favorite groups, people are forthright about their abilities. If people claim to know what they're doing --- they do. And people tend to know what they're doing in general. If they don't (after all, everyone is a beginner at first), they quickly learn because they want to learn.
• Honesty. People I tend to hang out with are able to give and receive criticism. They may say, "Wow, that's really stupid" (kinda rude, I know) --- but then they can explain why and offer a better way. The person receiving criticism has the ability to listen and then either defend his or her position or accept the better advice.
• Tolerance. Most groups I "hang out" with are very tolerant of different types of people. Everyone is assumed to be reasonable, and that is all that really matters. Race, gender, religion, and other factors usually don't make a difference. Even different ways of expressing oneself are tolerated to a large degree --- except for signs that one doesn't tolerate others. In which case, an outcry is sure to occur.
• Communication. People in these groups tend to feel free to look at what others are doing and offer their comments. Sometimes division of labor is absolutely necessary, but even then, helpful comments are appreciated from everyone. There is almost never a comment like, "Shut up --- you're not part of this group! What do you know?"
• Openness. Not only is there communication, but there is openness within the group. Decisions are made where all the members can see them, and the reasoning is clear and logical. Secrets are not whispered behind closed doors. Judgments on people are not rendered in private by a secret group of powerful people.
• Caring. A rare trait when consistently evidenced by a group, this has a lot to do with the individuals involved. A caring group tends to attract more caring people. Something about these groups just tells one that the others will be happy to help if something comes up.
• Reliability and Responsibility. Though not always the case, in these groups, when someone says he or she will get something done, it's likely he or she will get it done. And done competently. These people know their limits and are honest about them.
• Room to Goof Off. These groups almost always leave room for play. Sure, someone's got to finish that coding, but she really wants to take out a couple hours to play a game. No problem. Really hungry? A bunch of people might wander off to grab food. Sure, class needs to be structured to some extent, but a good joke is a good joke and it really can liven up the place. People know when to goof off, and it helps in the long run.
• Leadership Through Respect. More on defining a "competent" leader: he or she almost never pulls rank. There's hardly ever a need. The others usually defer to the leader's judgment because either it's given with sufficient reason or because there's sufficient trust that the leader has everyone's best interests in mind. And the leader respects the talents and contributions of everyone in his or her team. Even the quiet people who work in the background are acknowledged and respected.
• Teamwork Through Respect. Team members also trust and respect others' skills and efforts. Individuals know their own limits and know others' limits, and know exactly what they can count on everyone else to do. Everyone is committed to the project, because (after all) it's voluntary, and nobody has to be there. Teams like this accomplish a lot, even pulling things off that many would have said were impossible.
• Projects Are Done for Fun. These groups tend to do projects not for any particular greedy reason, but for the heck of it. Because it's fun. And usually because it'll help others or make them smile. When something is both fun and helpful to others, even sleep-deprivation and hunger won't stop a good team! Now, here at MIT, we tend to call this true hacking.
• Room for Mistakes! There has to be tolerance and even expectation of some amount of failure, and there must be willingness to work patiently to explain, train, and guide -- both as superiors and as subordinates! No one is perfect. No one starts off knowing everything. Mistakes are a natural byproduct of learning. (I've learned: Apparent perfection is highly suspect!) That said:
• Honest Performance Feedback. A vital subset of communication. People tell others quietly, plainly, compassionately, and helpfully what's going wrong as soon as possible. No sudden "Your leadership sucks and I'm pulling a coup" or "Oh by the way, you're fired -- even though we never told you anything was wrong!" Willingness to work with and train people into new roles -- to smooth the path and make a difficult job easier -- tells people they will not be abandoned, and lives up to the good old "treat others as you would like to be treated." Moreover, maybe just helping someone see something in a different light might be all that's necessary!

Are these characteristics of a great-sounding place? Or does the loose framework and lack of structure sound a little frightening? In any case, I think I need to make the point that almost none of the groups I'm thinking of is a profit-oriented group. These groups are almost always volunteer or non-profit organizations. They also tend to be relatively small (no more than 50 active members at any one time, and perhaps 200 other inactive members).

Sadly, some of these groups also tend to have strict entry requirements, or a long scrutiny period before a person is "welcomed" in. This is the one drawback of these groups. However, it is my observation that with some of these groups, the selection is automatic --- those not interested tend to drop out or stay away. Only people with similar interests and mentalities remain --- and they sure form some effective and sometimes awe-inspiring teams!

Greed. Backstabbing. Lying. Power-hungriness. People who pretend to be reasonable on the surface, but who are filled with uglier things beneath. Leaders who pull rank to get their way. Leaders who patronize. Secret empire-building! Pressure to provide personal favors! Manipulation, of even the person at the top. Secret tribunals and judgments. Leadership by fear and threats (and lies). Basing all a project's designs on the goal of generating sales, not based on any inner vision or heartfelt joy. Unreliable teammates. All-powerful people whose words are law. The Dilbert theory of management (promotion to the level of incompetency). Hypocrisy!! Profit-as-the-goal mentality. Sexism/racism etc. Judgment based on looks, not competence. No training or learning on any side. Leaders who assume underlings are incompetent or unworthy. Leaders who take all the credit (and none of the blame). Political power games. Leaders and teammates who unfortunately are so busy protecting themselves, they hurt their underlings or peers. Winners and Losers. Adherence to the Clock. Superiority complexes in one group against another, even internal to the same organization. Lack of communication. Arbitary application of standards. Maliciousness. How-loud-you-are determines if you're heard or not. Secrecy and concealment. (Gee, so many of these are based on insecurity, aren't they?)

Where do I tend to find or notice these traits? Profit-driven corporations and power-seeking political groups. Big surprise.

I sincerely respect managers I've had and whom I've heard of who have not let their positions affect how they treat others.... Their priority is to help those below them get their jobs done. Whether or not one is Christian, I think this quote might ring true in an odd way: "You know that the rulers of the Gentiles lord it over them, and their high officials exercise authority over them.... Not so with you. Instead, whoever wants to become great among you must be your servant, and whoever wants to be first must be your slave...." (Mark 20:25-28).