Filed under: A Bit Of Inspiration, Advertising, Attitude & Aptitude, Collaboration, Colleagues, Creativity, Culture, Emotion, Empathy, Linkedin, Loyalty, Management, Process, Professionalism, Relationships, Relevance, Reputation, Resonance, Respect
It seems that as an industry, we care more about frameworks than what they are supposed to help create.
Actually, it’s worse than that …
It seems we aspire to be known for the creation of a framework rather than the work.
Nothing summed this up more to me than an article I read on Linkedin …
I must admit, I read it a few times to try and comprehend what I was looking at …
Trying to work out why my initial response was shock and – to be honest – disgust.
After all, they’d received a lot of positive comments from a lot of smart people, so surely I had got the wrong end of the stick?
But then, after a lot of consideration, I realized I hadn’t read it incorrectly … this person really had put forward a framework on how to interact with colleagues having a tough time.
Which is why I responded with this …
If truth be told, their write up on why this mattered to them, made sense.
Too many ‘managers’ DO jump to solving problems rather than listening to them.
But the great irony to their proposed solution is that they had inadvertently just put forward a methodology that is part of the reason we have these problems in the first place.
Because business has equated professionalism with optimised efficiency rather than human emotion.
Conveniently – or deliberately – forgetting that while frameworks may help create the consistency, it’s humanity who creates the value.
Or said another way:
It doesn’t matter what business you’re in.
It doesn’t matter who you conduct your business with.
It doesn’t even matter how you make your business operate.
At the end of the day, whatever line of work you’re in – business is always personal.
Filed under: A Bit Of Inspiration, Advertising, Agency Culture, Attitude & Aptitude, Authenticity, Comment, Contribution, Creativity, Culture, Details, Pretentious Rubbish, Process, Professionalism, Reputation, Respect, Systems
Over the years, I’ve had people call me ‘unprofessional’.
Never for the work I produced, but for how I have approached the work.
Whether it’s the way I’ve dressed.
Whether it’s the way I’ve proved a point.
Whether it’s the way I’ve asked a question.
Whether it’s the way I’ve countered an objection.
I should point out this never came from people you would think could take exception to it.
Over the years I’ve found myself in the ridiculous situation of presenting to – and working with – some of the World’s toughest and best CEO’s and CMO’s, be it Richard Branson, François-Henri Pinault, Phil Knight, Elizabeth Warren, Myley Cyrus or even James Hetfield.
And not one of them had an issue with me. Not one.
If truth be told, I think they quite liked the fact I was ‘me’ … to the point I presented to Phil Knight wearing Birkenstocks and then I was sent some Nike’s that had been adapted into a ‘birkie’ for me. [which I sadly lost in one of our country moves]
No, the people who labelled me as unprofessional were almost universally ‘middle-men’ … people who thought their position in a company meant they could dictate how people acted, not just presented.
[The exception to this was Anthony Kiedis of RHCP fame, but as I have documented many times – given how much of a prick he is universally acknowledged to be, I take that as a badge-of-honour rather than a personal slight. Plus the others in the band were lovely]
Anyway, the point of this whole rant is that it seems professionalism is becoming more and more about appearance and process adherence than the standard of the work and the rigor that went into it.
Don’t get me wrong, ‘presentation and process’ has a role to play … but when the people who are the most focused on it tend to be the people who’ve never made anything significant with it, you start to think they maybe use professionalism as a label to hide behind rather than a standard of work to live up to.
But here’s the other irony …
Often the companies who claim to bang on about ‘professional standards’ the most, are the ones with the most questionable behaviors.
And while that could lead me to talk about companies like McKinsey …
Or the financial institutions and their complicit, self-serving actions relating to the Sub Prime Mortgage bullshit …
I thought I’d highlight something else …
This.
Seriously Linkedin, why – of all the images you could have created to represent ‘a new job’ – did you choose this?
It makes Google’s logo look like it was designed by Picasso, rather than – arguably – Stevie Wonder.
But at least Google’s has charm and charisma. And represented who they [once] were …
But this?
What the fuck does this represent?
I’ll tell you … a company who loves to talk about professionalism but increasingly behaves in ways that are the antithesis of it.
A dumbing down of standards and behaviors in an attempt to gain increased popularity.
Hell, even Microsoft’s ‘Mr Clippy’ is arguably less offensive given that had an alleged degree of usefulness associated with it.
Empashsis on the word ‘alleged’.
Which is why if anyone ever questions your professionalism in the future, reply with “you’re welcome”, because you’re not only likely doing something right, you’re doing something they never could or that anyone in their right mind would ever aspire to.
Filed under: 2025, A Bit Of Inspiration, Advertising, Agency Culture, Ambition, Aspiration, Attitude & Aptitude, Career, China, Clients, Colenso, Colleagues, Comment, Community, Context, Contribution, Creative Development, Creativity, Culture, Curiosity, Effectiveness, Emotion, Environment, Family, Fear, Honesty, Hope, Imagination, Individuality, Katie, Love, Loyalty, Luck, Management, Martin Weigel, Metallica, Miley, Mr Ji, Paula, Perspective, Planes, Planning, Relationships, Relevance, Reputation, Resonance, Respect, Standards, Strategy, Success, Wieden+Kennedy
Once upon-a-time, I hired a head of planning for NIKE at Wieden Shanghai.
They’d come to my attention via a colleague who’d worked with them in the past.
On top of that, they had a good pedigree of work and – just as importantly – they loved sport.
I was excited to welcome them into the team and everything was good … until it wasn’t.
One evening, I received an email saying they’d thought about it and didn’t want to do it.
I understood the cold feet, they were US based and I was asking them to move to China … but we had spent a lot of time discussing this and they had assured me they were up for it.
And they probably were – when it was theoretical.
Everything is fine when it’s theoretical.
The problems always lie once you move to reality.
What bugged me was this person refused to get on the phone to discuss it. They sent their email and in their mind, that was the only correspondence they were going to enter into.
Was I pissed?
Yeah, initially I was … because we’d invested a lot of time and effort into helping this person get a good taste of what the opportunity was, what life was like here and what we’d do to make their move as easy as possible. Add to that, I always take huge responsibility when bringing people over from another country and it all felt like they had just wasted our time a bit.
But by the emorning, I was fine with it.
In fact, I was bloody happy about it.
Because if they didn’t want to come to us, I sure as hell didn’t want them to be with us.
Now I appreciate that may sound cold as hell – and I was grateful they made the call before they actually moved here – but I haven’t got the time to waste on people who aren’t excited about what they could be doing and learning and who only want to repeat or surround themselves with the stuff they know and have done.
We used to have a lot of those people apply to be at Wieden Shanghai.
Same with Colenso, albeit to a lesser degree.
People who want to work at the agency, but don’t want to move for it.
Oh they say all the right things.
They complain about all the right things.
But then you realise they don’t want to change any of the things.
They prefer to be a blame thrower rather than an opportunity grabber.
I find that bonkers … especially for strategists … but it happens more than you could ever imagine. People only focusing on what they lose rather than all the things they gain.
And you gain a lot. In every single possible way.
But that’s not what this post is about …
Because the person I hired to replace the person who walked away, was the brilliant Paula Bloodworth.
THAT Paula Bloodworth. The fucking weapon of strategy and creativity.
A person with a reel that is better than entire agencies, let alone strategists.
And while I take absolutely no credit for all she has gone on to achieve, I do express my gratitude to the person who pulled out the job.
Had they not done that, Paula would not have entered my life … and given she is one of the most important people in my life – not as a colleague, but a full-on friend – that is something I feel eternally grateful for.
In many ways, my job at Colenso followed a similar story.
They’d hired a CSO from Australia, but before they could move, COVID happened and they realised they didn’t want to leave where they were.
It was at that point, Colenso saw I’d been made redundant from R/GA and – having almost got together in 2015 – they put in a call.
Had that not happened, I’d likely still be in the UK or back in the US … rather than at a place that is increasingly more special to me with each passing year.
‘Accidental Luck’ is everywhere …
Hell, we’re in talks with someone who embodies this on steroids.
Where they sent a VERY speculative email at the very moment a candidate we were talking to, pulled out.
OK, it helps they’re talented and have a ton of potential we see and can/will grow … plus there’s the good fortune we have a new client who is not only based in the very country they’re from, but also works in the same category they’ve been focused on for the past few years and they want to become what they want have always wanted a brand in that category to be … but suddenly a person we may never have known – let alone hired – could be someone we get to call a brilliant new member of our strat gang soon.
Hopefully.
For fucks sake, hopefully, hahaha.
[And if they don’t, they don’t – we all move on – however the real lesson they need to understand is what I write about next in this post … that is if they read this blog, which they don’t. Which is another sign they’re smart … haha.]
Which goes to the point of this post.
We can plan our careers to within an inch of their life.
We can study and follow the latest theories and systems.
We can spend time looking at every possible permutation.
We can demand every part of the job is described in minute detail.
Hell, we can even write 20 Linkedin posts a day, every single day.
But none of that – absolutely none – matters as much as being ready to act when the opportunity strikes.
Yes, it’s nice to think you will always have companies come to you.
Yes, it’s nice to think you will always have options and choices.
But often, the best thing you can do for your career is be ready to go when someone else isn’t.
If I am being honest, I owe pretty much everything I have ever done to the fact I’ve always been willing to move to wherever the best opportunities was located and then work my ass off to make great things for them.
Or said another way, if I heard of something exciting [and credible] was on the table, I was on the plane.
No if’s.
No buts.
No umming and ahhing.
I was sprinting towards it.
Doesn’t matter if it was an agency in China, an artist in America or a fashion designer in Italy … if it is interesting, intriguing and scary-as-fuck, I am there.
Now of course I appreciate not everyone has the ability to do this.
I also understand that ‘moving countries’ for a job has become infinitely harder.
And I get that there are occasions where opportunities can turn into fucking nightmares.
[Though that’s very rare as long as you stick to the rule that is detailed a bit further below]
But this isn’t really about your willingness to move countries – though that can help – it’s more about your hunger to go after what excites and interests you …
That doesn’t mean a role has to be perfect.
Frankly, when companies say there are no faults, that is ALWAYS a red flag … it’s more about whether the opportunity excites you and if the company and the person who will be your boss have a track record of consistently doing good shit. Maybe not pulling it off every time, but always pushing to do interesting things and having a on-going history of doing it.
It’s how I ended up working at Wieden … which definitely isn’t perfect.
It’s how I ended up working with Artists … who definitely aren’t perfect.
It’s how I ended up working with amazing creatives … who definitely aren’t perfect.
It’s important, because for all the good things the Bloodworth’s, the Weigel’s – and dare I say it – the Campbell’s have achieved, one of the biggest reasons for it is whether it’s a boss, a team, a company, a client or even a creative opportunity … we never, ever, ever look a gift-horse in the mouth.
Filed under: A Bit Of Inspiration, Advertising, Agency Culture, Apathy, Attitude & Aptitude, Colleagues, Comment, Communication Strategy, Corporate Evil, Corporate Gaslighting, Culture, Management
Just a reminder that anyone who delivers feedback that’s purposefully designed to push you down while actively lifting themselves up, is an asshole.
No ifs. Just butts – so to speak.
Just to be clear, that doesn’t mean people can’t take feedback.
That doesn’t mean people can’t take tough feedback.
That doesn’t mean they’re being ‘woke’.
If anything, it’s how you ensure your feedback is understood rather than just heard.
I say this because far too many people use feedback like a sword and seemingly feel happy about it … which not only means they’re a prick, but that they have deliberately chosen to ignore the recipients feelings as well as where they may be complicit in what’s happened.
Which is why if anyone needs a reminder on why remembering this approach is not good – which is terrifying in itself, but so be it – check out the stories on Corporate Gaslighting.
And don’t think I’m not looking at HR departments for their role in allowing this to happen.
If I need to remind you, your job is to protect the people, not the C-Suite.
Thank god for the good ones out there … the ones who make is a worthy profession rather than the scapegoat department.
Happy Monday, hahaha.
Filed under: A Bit Of Inspiration, Advertising, Agency Culture, Attitude & Aptitude, Business, Collegues, Comment, Complicity, Corporate Evil, Creativity, Culture, Experience, Fulfillment, Management, Marketing, Marketing Fail, Perspective, Process, Professionalism, Reputation
A few weeks ago, my beloved Nottingham Forest imploded.
Despite having the best season we had experienced in decades, I woke up to the news that our manager, Nuno – the best and most successful one we’d had in decades, was potentially going to leave the club after just one game.
One.
A game that we had won and that I’d written about here.
Add to this that Nuno had very recently signed a new contract and the whole thing made no sense.
Until it did.
Because while details were still murky at the time, it appeared that a new, senior executive had joined the club and in a period of just 2 months, they had caused huge rifts with his decisions, stubbornness and ego.
Now I am not denying that the way our manager raised this issue – via an interview – had a lot of room for improvement, however the real issue was that a club bursting with optimism had burst in a matter of weeks because of one, senior, leader.
In many ways, this is not a story of football, but of modern corporate behaviour.
Let’s be honest, we’ve all seen it …
Where someone comes in and thinks they know how to do the job of everyone else better than everyone else – regardless of the fact they’ve never done those jobs or being as successful as those in the job.
And rather than start by listening, learning, discussing and collaborating … they immediately turn it into a ‘big swinging dick contest’ and before you know it, they’ve destroyed everything that made things special before they came.
People.
Culture.
Process.
Standards.
Everything.
But if that wasn’t bad enough, they then blame it on the people they went out of their way to undermine which they’ll then justify using words such as “efficiency”, “consistency”, “modernisation”, “uniformity”, business demands” and/or “unlocking the power of our collective strength”.
I should point out at this stage, this is not always the case.
But I should also point out, it is often the case … as demonstrated by the fact that despite the owner of Nottingham Forest publicly stating he supported Nuno and would be holding ‘clear the air talks’ shortly, he ended up ‘clearing Nuno’s desk’ and firing him.
So why does this keep happening – both in football and in companies?
Is it because companies like hiring psychopaths?
Is it because companies only care about the cash?
Is it because employees are idiots when not controlled?
While it would be tempting to say yes, we all know that’s not the case.
However there is a reason why I think happens more and more – and to that, I point to this brilliant piece by the original manager of Guns n’ Roses – Alan Niven.
Put simply, he highlights how too many companies hire senior leaders from other industries – believing their ‘business knowledge’ will help them achieve greater success. And while that sounds all well and good, they forget that while business may have some steadfast principals … every industry works very differently from one another and if you fail to realise how a specific industry truly operates – or you try to make it work how your previous industry operated – you find many end up tearing things down, rather than building them up.
Pretty much nails it.
And while he writes about the music industry, we don’t have to look too far to see this happening all around us.
Where people who have never made the work, decide and dictate how the work should be made.
Placing more importance on scale, conformity and cost-saving than creativity.
Believing the only thing that motivates is money, rather than acknowledging the importance of standards, craft and respect.
Of course every industry can improve.
Every industry has things they can tighten-up and evolve.
But if you’re not from the industry, you often see the bits you don’t understand as the bits that need to be addressed and then before you know it, you’re killing the very thing that drove and defined your value.
And everyone suffers … except the people who instigated all the change.
Because the way their remuneration is structured, even when they lose, they win.
Experience matters.
Not just in terms of the roles you’ve had, but how you gained them.
Because while outside perspectives are powerful and beneficial, when there’s more people with that context than there those who have the knowledge and understanding of how everything actually works … then you find that many of their strategies end up driving a companies demise rather than their future.
Or as my mentor Lee Hill said:
“The greatest lesson I’ve learned is that when it comes to industry practice, logic is personal rarely universal”.