Asides

Why it is important for me to be recognised with Awards

It is always flattering to be nominated or suggested for awards and nominations, and obviously, I would be lying if I told you it doesn’t boost my ego or confidence I am human; of course it does! But I want to share with you the most important reason why it is important for me to be recognised as a leader, as an entrepreneur and an innovator. It is much bigger than just me.

I come from a small town in Sweden. I grew up pretty uncertain about a lot of things, but I always had a strong (some would say too strong) sense of what is Right and Wrong. I could handle a lot of things, but I always struggled with unfairness, and with undeserved authority (again, some would argue any authority…). A lot of the times this would get me in trouble, as I was fiercely (and naively) fighting for what I believed was right.

I haven’t given up that approach, but I have become much smarter about it.

Winning awards does two things for me:

It validates what I am doing: I run my companies not just to make money (I haven’t taken an actual salary yet, and the small profits are reinvested in research, development and staff training), but to do good. My work with Direct Relief and The Fistula Foundations are two tangible examples (read more here).

It also gives me a platform to speak from. I have almost 10 000 followers on twitter, and a large network on LinkedIn. I have been asked for comments by The Washington Post, on CNBC, BBC and other media. This means that when the times comes for me to really make a difference, I can start with a very large network, and go from there.

There are also numerous other benefits: It validates the companies to customers and partners, it gives my teams a boost, it brings us tremendous joy to go to award ceremonies together (and win!). Obviously, none of the awards would happen without I, M, T, D, E, R, O, J, L, L, R and T, which they know very well: a leader isn’t a leader without the team who chose to follow her. And the fact that THEY chose to follow ME, is the biggest award a true leader could ever get.

THAT is the real reward.

Are staff retention policies outdated? I say Yes.

“Let me know how you will find your next skills, and how you can continue to grow , inside or outside the company?”

I lean back to let her think, before I speak again.

I am having a development meeting with someone in my staff, and my question makes her frown involuntarily. That warms my heart, and I have to stop myself from grinning. I like when people want to stay!

I can see I need to remind her what it means to work in this generous and people focused environment, built on striving for excellence and constant improvement; I spend a lot of effort on making sure I get the communication right; encouraging people to learn from outside doesn’t always mean I want people to leave!

We are not your average company 

I get that it is not common to be encouraged to look both inside and outside for your next learning and challenge. I know it is certainly not what you usually get from a manager who thinks you’re a top performer, in a company you’ve been told you are highly appreciated. But we are not your average company, and we certainly don’t aim for average growth and development for our staff. I am an Improver, in its truest form, and that is highly visible in my relentless push for finding talent and then making it better, brighter, faster.

We are a fairly young company, and as such, each and every employee is tremendously impactful on our small and tight knit team. We are growing fast, which means there are ample opportunities to grow both in role, as well as move to a new position. We have more chances of providing new responsibilities internally than most other companies – we are lucky that way. However, in 2017, that means very little. Let me explain.

Don’t get laid off!!

It used to be great to keep a job your whole life. The goal was to never get laid off, to learn on the job and to be as experienced as possible – that was the best way to increase your salary. But all that has changed: technology and innovation drives faster much quicker than ever before, and the most effective way to raise your salary is often to switch companies every two years. It is no Ionger suspicious to having have more than 3 employers in a lifetime, and certainly the pure REASONS for working has changed with different generations. We are no longer satisfied with doing something we are capable of, we also want to do something we love. And that is exactly it:

I hire smart people. I hire people who are clever, hungry, eager and driven. And then I give them a carefully balanced mix of support and opportunity, tailored to the individuals personality. So then, the inevitable happens: they grown. And learn. And they love it.

Which is maybe why they want to stay, and don’t get me wrong, that’s awesome. But it may not be what is best, neither for them, nor for the company. Continued and accelerated growth is better, and we get that from people bringing in new thoughts and ideas, new viewpoints, new skills and experiences. If we can keep a great balance between harnessing the talent we have, combined with the new intelligence we get in, while continuing to support the learning we see, we will be a hot, magical melting pot of brilliance, where the love of growth, learning and progress brings out the very best in all of us.

In my companies staff retention policy has changed to staff returning policy. Give it a go. You might learn something new!

Sometimes I surprise myself: Work Ethics

I was chatty. I don’t know how that fits with being an introvert, because I am told they aren’t chatty. But on the radio yesterday (1.5h!) I was happily chatting. Perhaps because it was mostly about business and people around me, both being topics of interest to me.

Lately, I am getting a lot of invitations to speak and write. I am absolutely delighted, as it means I have something worth listening to, and if that can help and/or inspire someone, that’s great.

Sometimes I say things that I didn’t know I was thinking. For example, I don’t think I realised how much work ethic my parents have instilled in me. Perhaps that is both a strength and a weakness?

Strength, because it is natural to me, and I always do my very best, and I work hard. I am committed, and dedicated. You can trust me with getting it done.

Weakness, because when I was younger, I would get it done at any cost. I think I may have frequently bulldozed over people if they weren’t on board. (Sorry about that.)

Potentially also a weakness, because what I take for granted may not be natural to others. Am I expecting too much from my team?

I don’t have any answers – this is another area where I am still learning.

And….is there anyone out there who thinks they DON’T have great work ethics? Maybe we all think we do, and we are just fooling ourselves?

 

 

 

I’ve been on Holiday!!!!! My oh my…

Time out of the office

I am on an airplane, and next to me is a man in a suit. He just hung up the phone as we were pushing back, mid argument with what I am assuming was his partner. Apparently he works too much, isn’t focusing on the kids enough and hasn’t been with them on holiday for the last 5 years. I didn’t meant to eavesdrop, but it was hard not to hear – they were sort of agitated.

On my other side is my nine year old daughter. She is building something in Minecraft, her hair is tousled and her freckles are sparkling like stardust on her golden cheeks. She is in a grumpy mood, but I know it is just because she has absolutely loved our holiday, and doesn’t want it to be over, so I forgive her.

We have just spent a week in Playa Del Carmen, Mexico, and I haven’t worked a single minute. For the first time since I started company 1 (I have 3), I have taken a whole week off, and I have absolutely loved it …..once I figured it out, which took me about 24h. Turns out I forgot how to relax.

Interestingly enough, I always go on about work-life balance, and I am very good at it at home, I think. I spend a lot of time with my family, and I manage my work so that it doesn’t impact our daily lives too much. But…this whole holiday thing I have completely overlooked in the last 4 years.

So I have learnt two things this last week:
– Nothing fell apart while I was gone.
– I like holidays.

I think I will have to book another one. Who knew. (And how silly is it that I am actually slightly surprised by that?!)

(And You, Guy in suit next to me:
Hi. I am hoping you are reading this over my shoulder. (Or that youre already following my blog — then you’ll see it anyway)

I just wanted to remind you to make sure you are happy with your choices. I get that it is not always easy, and I don’t know your story. But I DO know that family and love ALWAYS comes first.
Happy to chat about it if you want to. Just ask about my vacation, and we can get started. ‘
key?)

 

Nobody* likes to feel naked in public

The professor in the back of the room is leaning back in her chair, arms crossed. She is tilting her head, eyes narrowing. I know I am in for a challenge, I can see it. The tension in the room is palpable.

I am 26 years old, and have been in the job for a couple of months. I represent a medical device company, and my customers and doctors, highly educated, are experts in their field. Decisions are made on facts, statistics and clinical data.

The professor asks me if I think the product I am talking about has better clinical trial results that the leading product on the market. 6 months ago I had never read a clinical trial. She is the lead author for over 250 publications in major journal across the world. There is only one thing to do: openly say that I don’t know.

This is a frequent occasion in my business, and rightly so. Medical device reps is on high turnover, often young, inexperienced, polished and smart, in for the career opportunities. In the good cases, there to make a difference, in the bad cases they are there to make a quick sale and move on.

Two things are imperative to do a good job in one of my companies;

Technical skills, and a humble approach to the knowledge of our customers. There is no way we can catch up with the 8 years of medical school. But we CAN be experts on one thing: our product.

I tell my team 2 things: don’t EVER try to diagnose and treat a patient. You will be asked to, and sometimes even pushed to. Stay away, and do not be flattered and dragged in, no matter how good your relationship with the doctor is. You are NOT trained and equipped to make such judgement.

Know everything there is to know about the product. Features, benefits, technical specs, clinical data, user experience, manufacturing process, origin, improvement history. Watch it being used. Listen, learn. Ask questions  of the users. My favourite one: Ask the user why she/he is using it. They will tell you better reasons than your marketing department can, with a lot more credibility. Know how it is used, in what applications. For us, anatomy is key, and I send my team on the same anatomy trainings that doctors attend. They need ton be extremely knowledgeable, so they can add value to the customer.

After all, it boils down to this: you need to earn the trust of your customer, and they will appreciate your dedicated. Few things can replace passion and dedication, no matter what field you’re in. And trust me…you can’t fake that.

And of my professor? I asked her to mentor me. We spent a couple of years with me tagging along every chance I got. Her patience and support benefits me yet to this day, and I thank her by paying it forward.

*Well, MOST people don’t like it.

 

Beware. Frustrated Entrepreneur.

….you KNOW IT WILL GET UGLY.

We work hard. I have hired the best I could find, and I have coached and refined their skills. They are like racehorses: competitive, well trained, prepared and with a winning attitude. They are GOOD. We run circles around most competitors, thanks to the internal dedication and alignment.

So you can imagine how VERY frustrating it is to me when we have to collaborate with companies who don’t have that kind of ethos. Companies who don’t focus on their staff, which means the staff don’t focus on their employer. While my gang would go through fire for our company and our colleagues, we sometimes run into companies who….just don’t. And boy do we get pissed off. We raise hell on earth. Rarely makes a difference though.

Reasons:
–If we promised a customer something, we WILL get it to them… on time.
–We try our VERY best, always. You better do the same if you want to supply us.
–Our CUSTOMER FOCUS is relentless. Yours should be too.

Doesn’t that sound simple!?

So why isn’t that the primary objective of EVERY organisation?!

5 things you can do for your team TODAY

1) Make sure you can hire the best talent, so make sure they have FLEXIBLE WORKING HOURS and that they can WORK PART TIME.
2) If you can, pay them BEFORE CHRISTMAS.
3) Give them their BIRTHDAY OFF, as a present.
4) Take every chance to BUILD UP INTERNAL RESPECT for individuals and roles in the company.
5) Hand over ownership to areas, topics or projects. Build leaders.

Do one of these, or which ever one you can. You will be repaid in multiples.