johnmaconline

Lazy can be a great motivator and indicator of what to make if you know how to use it.

Ask yourself these three questions:

• What are you tired of doing? 
• What would you like to get done quicker? 
• What do you do repeatedly? 

Laziness is exactly why all home appliances exist. Laziness has given us hot water heaters, coffee makers, and gas fireplaces. Laziness begets smart lighting, smart pet doors, and just about anything that starts with “Alexa…”

And laziness isn’t just for our homes. Drive-thru windows, escalators, automated car washes, delivery services, fast-casual eateries, check-in kiosks, and streaming services — all derived from human laziness. 

Laziness isn’t a bad thing when you’re trying to decide what to make.

I met Tony Fadell when I was working on the iPod. 

It was brief. He attended a meeting between his Apple team and my team from Agere. Shook his hand. A few pleasantries. He kicked off the meeting and then left. That was it. He wouldn’t remember me.

He and I are the same age, interested in the same things, and have the same education. But other than that brief handshake and my doomed time working on his project, that’s where the similarities end. 

I’ll sum it up this way — he’s got a Wikipedia page. I do not. 

But not long ago, I thought about him again (and relived my nightmare that was iPod) because I read his book “Build.” In it, he talks about making great things and how to decide what to make. I say all of that, first as catharsis (you’re just a voyeur) but also to get to the point I’m trying to make, because he talks about it in this book:

When deciding what to make, make it a painkiller rather than a vitamin.

Painkillers are solutions that people voluntarily use. Vitamins are solutions that people should use but may or may not. 

Some might say need versus want, and although that’s also a reasonable approach to determining what to make, they’re not the same. Do you need anesthesia before the doctor cuts off your leg? No, but you sure as hell want it. You’re volunteering vigorously to have the painkiller. 

So painkillers may skew more towards the want end of the spectrum. If a painkiller disappears, people feel it. Many people use vitamins, but if the vitamin suddenly disappears, what happens? Some people will care, but many will not. 

There is an emotional immediacy and visceral reaction to painkillers. There is a general malaise towards vitamins. 

When deciding what to make, make it a painkiller. 

I like to make stuff.

I’ve dedicated my entire career to making stuff, and many of my hobbies are also about making stuff. I learned early in my career at a giant defense contractor that I’m happiest and most productive when I feel like I’m contributing to making stuff.

The first lesson of making stuff is to decide who its for. Because whatever you make is always for a person.

Is it for you? Someone else?

Once you know that, start by applying one single golden rule:

How can I make the right thing to do the easy thing to do for that person?

People, yourself included, tend to gravitate towards and fall back to what’s easy. Watch what they do, not what they say. If whatever you are making can make it easier for them to do the right thing, you have a winner.

Over the next few days, we’ll explore how you can make the right thing to do the easy thing.

Plain ole inertia is a powerful force.

Some people simply would rather keep doing what they’re doing than go find something new and different. The devil you know…

At first blush, you might be thinking, “Yeah, but if that’s why that person is staying, they’re probably not that good and they’re not the one we want to stay.”

But I’ve found that’s not always true, or even mostly true. Inertia is strong and may be in place for many reasons unrelated to the work itself.

Can you use inertia to your benefit?

The surrounding environment is a compelling reason for people to stay where they’re at.

I’m not talking about perks — how great the office is, or where it is, free lunch, ping pong tables. I’m talking about the people and the work itself.

Does the person enjoy the work itself and the people they do it with?

If so, that’s a great incentive to stay and keep going. Enjoying the people doesn’t mean they all agree on everything. In fact, some times it means just the opposite. But the good workers recognize the difference between creative tension that pushes the team forward and petty personality conflicts that keep it stuck in the mud.

How do you provide opportunities for the people to do the best work of their career?

Belief is a powerful motivator. Maybe the most powerful.

One of the reasons someone who has a choice of work chooses to stay at a particular job, even if the company isn’t doing well, is belief. It can be belief in the mission, the leadership, or that there is a pot of gold at the end of the rainbow.

Belief that we’ll get there and we’ll do the thing and I want to be a part of it.

Belief is about story. So, what’s the story of the mission? What’s the story of leadership? What’s the story of our future financial gains?

Build a great story in order to create belief.

As a leader or manager, you should care. A lot.

I’ve seen quite a bit written about why people leave, but quite frankly, not so much about why they stay. This is important, especially if you’re in a company that’s failing, falling, stagnant, or otherwise unsexy. 

I’ll qualify these reasons with the following statement: I’m talking about workers who could leave. They have the skills, desirability, and the ability to move on to greener pastures. Therefore, we’re excluding people who are stuck there for any reason (ie, geography, lack of skills, etc). 

People stay for one or more of the following reasons:

1. They believe in the mission, leadership, and/or financial upside.
2. They like the work they’re doing and the people they’re doing it with.
3. Inertia.

Over the next few days, we’ll take a look at each of these.