by Adam L Stanley | Dec 31, 2016 | Life
Good riddance 2016!
The last year that stunk as much as this year was 2010. That was the year my step-dad died. My work got really stressful for a few reasons I will not share here. There was a horrific earthquake in Haiti and a tragic disaster with the BP oil spill. My TV favorite actors from The Golden Girls, Different Strokes, Dynasty, and Designing Women died. I wasted two hours watching the astoundingly awful “Grown Ups” with Adam Sandler that I can never get back. And politics started getting really nasty in America.
Well, this year, lovely 2016, is going down in such a way as to make that year look like roses. Work was great albeit there were tons of challenges and complex problems. My family had a great year. We lost my aunt and had some health challenges but were able to celebrate a few weddings, births, and graduations and other fun events that made Family Life more joyful in 2016.
2016: Worst Year?
Outside of family and work life however, it was a true shitshow of a year. My idols started to drop: Prince, David Bowie, George Michael, Alan Thicke, Natalie Cole, Mohammed Ali… Professor Snape. Come on!! I recently looked at the list of famous people who called it quits this year. Shocking. Like they were desperate to leave before ….
Which brings me to that other big thing that happened this year…. The election. What a season. Great for Saturday Night Live, Alec Baldwin as The Donald was almost as funny as Tina Fey as Sarah Palin. With SEVENTEEN candidates, it was bound to produce ample material. Sadly, 2016 also became the year where it seems the country stopped laughing. Hatred. Mistrust. Anger. So much Negativity.
There were multiple mass murders in 2016. Including ones that truly hurt me more than I would have imagined. Considering myself in my younger days traveling for work and occasionally visiting nightclubs or bars in the cities in which I worked. And pondering what if an insane, conflicted, homicidal man had come to one of those clubs and killed almost fifty innocent people. (#Pulse) Picturing walking the streets of Paris and the Christmas markets I experienced in Hamburg as I remember with horror hearing about the Nice and Berlin truck murders.
Zika! Brexit! Syria! Brangelina! Police shootings! Police ambushes! Yes, 2016, you sucked.
And Chicago…. I. Just. Can’t. So many young children dying from senseless gang violence. High taxes and troubled schools. Politicians in and out of jail. And so many closed minds!
To be honest, I’m not actually wanting to say goodbye to 2016 as much as I’m saying good riddance. Good riddance to the hate and the nastiness. Good riddance to the racism on all sides. Good riddance to feeling forced to choose sides between two outrageously flawed individuals, between rich and poor, black and white, LGBT or “straight”, Muslim and Christian. And good riddance to the hatred that resulted in so many deaths of innocent people. Good riddance to the steady stream of news of my favorite TV and music stars passing.
2017. I welcome you with renewed focus on showing love and compassion. I anxiously await more phone calls to and from friends. I pray that peace will prevail SOMEWHERE. I am hopeful that the worst is behind us and the best is yet to come. And regardless of whether I’m proven right or massively wrong, I will still never compromise my values. I will choose love over hate. And I will live each day as if it’s my last. That’s what really matters.
As always, I will not write a New Years Resolution, though I do hope to shed a few pounds and get more sleep in 2017 (most would say that is more of a necessity than a resolutional goal). However, I will suggest that we try to work together to make 2017 more forgiving, more loving, and more joyful than 2016. And I could find no one better (with the exception of Jesus) to give us the words to live by as we move into the New Year than the woman who was canonized into sainthood this year, Mother Theresa.
I love you each, specially, for whatever role you play in our world. You BE you and do it as GOOD as you can. Your life matters.
Be well. Lead On.
Adam
Related Posts:
Who Am I?
2015>2016: My Personal Ten Commandments
2014>2015: A new year resolution you can keep
Is 2016 the worst year in history? Worse than 1919? 1836? 1348? via @slate
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by Adam L Stanley | May 28, 2016 | Food
Foodie Review
El Ideas
2419 W 14th St
Chicago, IL 60608
Summary: Highly Recommended
Approaching the restaurant you may think that you’ve gone the wrong way. If you drove, you would likely struggle to find parking and if there is snow, you will probably have difficulty walking to the restaurant. When you walk into the restaurant itself you will wonder how you could possibly have paid so much for a meal in what looks like an old workroom for a mobile phone company. However, from the first bite that you taste, the first song you hear, you feel at home, comfortable, well fed, and very much satisfied with your decision to dine at El ideas.
I have now been here three times and this review is based on a combination of the visits. To establish my “street cred”, I have dined at the following restaurants that I think are in the same genre: Elizabeth, Goosefoot. Also, I have dined at the more formal versions: Grace, Acadia, Alinia, Everest, and Tru. I would recommend El Ideas over most of these places.
DECOR: 5
The concept of the restaurant is very unique. Come into our kitchen and watch us cook the food. Enjoy each others company and pretend as if you were in your own home with good friends you have known for quite a while. While there are some that sit in their chairs and remain at their table the entire meal, many of the guests wander around and share stories while watching the food as it being prepared. I thoroughly enjoy the overall experience.
The kitchen is easy to access and you can see all the action. Yet, unlike places like Girl and the Goat or other such spots, being near the kitchen does not mean smokey overkill and the need for dry cleaning. I also love that the kitchen staff plays awesome music throughout the night, turning it down each time they announce a course. You’re listening to “Bubble Butt Funk” while eating.
SERVICE: 5
It would be so easy for this place to have all kinds of attitude. The food is incredible, the prices are high, and the reviews consistently good. but there is absolutely no attitude. The team seems to truly enjoy their work and their art. The service is stellar, with each course served with an explanation and a buzz of excitement. Chef Phillip Foss is friendly and welcoming, not the prima donna style chef I have seen elsewhere. Stepping into his kitchen, you feel welcomed and they genuinely enjoy showing you their spices and maybe occasionally sharing a shot with you.
Bill, the front of house manager, is a no nonsense get it done kind of guy. He keeps things flowing smoothly and makes sure everyone has a great experience. I don’t recall seeing him smile but he made sure service was stellar.
FOOD: 5
In talking with some of the guests it was clear that they were a lot of frequent diners to fine food establishments. People like myself who have had tasting menus at Tru, Everest, the now defunct L20, and even Alinea. To some extent the menu here is similar. Smaller portions of flavorful creative cuisine. But the food here is much more like Elizabeth than those other places, with each course beautifully presented in a very creative manner. The food is playful, complex, and delicious.
My favorites include the one item that has been on every menu since the place opened, a play on french fries and ice cream that is pretty much impossible to describe so you just have to take my word for it. According to Eater, Foss “pours liquid nitrogen-chilled vanilla ice cream over a classic potato-leek soup, turning the vichyssoise into a creamy slush for a split second, before the heat of thrice-fried yukon gold nuggets at the bottom of the bowl melts everything back to liquid.” I’m not entirely sure what all that means, but it is a very interesting dish.
An amazing deconstruct of shrimp and grits would certainly be on my list, and the Uni was delivered with the lick your plate requirement. One of the few times you can lick the plate in fine dining without being given nasty looks, this was a fun part of the meal and certainly an equalizer.
Added plus: the restaurant is BYOB.
VALUE: 4
The fact that this restaurant is BYOB is fantastic and allows you to have excellent wine without paying 3x markups. That is fantastic. However, when I think about the fact that you still pay about $150+ per person I must say that this is pretty high end for a meal without alcohol. It’s fine dining so I would not expect it to be cheap, but would knock it down a peg simply because one could have an amazing meal at Momotaro or Brindille with wine for less per person. I would consider El Ideas about the same value for money as Grace, however, which is of course more of a true peer comparison.
OVERALL: 5
Overall, I would give El Ideas top marks and consider it amongst my favorite restaurants in Chicago. I would recommend it for friends, family, business colleagues, and potential romances. Frankly, it could be a very disarming first date as you two watch each other lick a clear glass plate. For food, the environment, great service, and the uniqueness of the experience, it is well worth trying to get a ticket for a special occasion or to splurge.
In relationship with #foodies,
Adam
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L’Anima (London) Food Review | Grace Food Review | Other Food Reviews
by Adam L Stanley | Apr 14, 2016 | Leadership, Relationships, Teamwork
Find the right “fit” for the role
“If you read the papers, you’ll see that people are hired for what they know, and they’re fired for who they are. Hiring for knowledge is a mistake management makes all the time.” — Unattributed, World 50 Member
So, I heard it again the other day. What, you ask? I heard the famous “he just wasn’t a good fit” for the team. The problem is, I get it. But that word has always driven me crazy because it was often used to deny people of different racial, religious, and gender backgrounds from roles. “Not a good fit” meant not part of the same country club or socioeconomic circles. But, as much as I hate the word, “fit” does matter. But in my case, I choose to define fit as having similar character and values. Character and values transcend race, gender, religion, etc. — and they are very important in hiring decisions. The fact is, outcomes are greater when you hire employees with values in sync with the values you hold as a manager, and more importantly, with the general values of the company. You are adding valuable people and you want them to be happy, engaged, and aligned.
Why this matters
Lots of really smart and really successful people talk about this yet some of the lowly C-suite mortals like me often neglect it.
Sir Richard Branson, billionaire mogul of Virgin Group: “If you can find people who are fun, friendly, caring and love helping others you are on to a winner. …. Personality is the key.”
Elon Musk, founder of SpaceX and the increasingly ubiquitous Tesla car: “[My biggest mistake is] weighing too much on someone’s talent and not someone’s personality…it matters whether someone has a good heart.”
These men are incredibly professionally and financially successful, as are their organizations. They recognize that values tie to performance. In fact, character and values oftentimes tie back to a new hire’s attitude. Mark Murphy, the author of Hiring for Attitude, conducted a study based on 20,000 new hires. He found that roughly half failed within the first 18 months on the job, and 89% of those failures came from problems related to attitude.
Amazingly, that same percentage — 89% — has been tied to hires not working out due to cultural fit in another study.
Character and values set the culture of an organization. Character and values drive the attitude of an employee.
See how this is crucially important?
Of course, hiring for character and values is tough, and it’s understandable why so many people do not intentionally do so. The way most companies set up headcount protocols means that when a role is open, a crucial metric becomes “time to hire.” When you combine the regular daily responsibilities of HR and hiring managers, you can have rushed processes based on video screens, 30-minute interviews with mostly generic questions (“What’s your biggest weakness?”). Furthermore, applicant tracking systems weed out potentially good candidates based on keywords and character does not always come through in print or catch phrases. Hiring for character and values takes time, and time is our most precious asset.
So, is it achievable?
How can you hire for Character and Values
Here are some quick tips:
Use LinkedIn recommendations.
I look closely to see what people have said about a key recruit. How does he or she lead, make decisions, and team with others? Is there a high level of energy and passion in her effort? I look for works like “trust”, “integrity”, and “fun.” If they do not have any, ask for references from a broad group and ensure you get detailed feedback on character and values. References are hard because they’re very curated — obviously if a past manager didn’t like an employee, he/she probably won’t post that on LinkedIn because of professionalism. (And if he/she does, the employee has the option not to show it publicly.) But looking at crucial words is valuable.
It’s ok to have a social component of the interview process.
Doesn’t have to be drinks, but if you are going to be in the trenches with someone, you must spend time with them outside of the office. Over coffee. A breakfast. Drinks. Plan, within HR rules of course, an interaction outside of the office where the plan in not to talk specifically about the company for which you are hiring. Talk about what matters to the potential employee. What makes him or her happy?
Ask probing questions about the “how”.
Resumes and bios often highlight the “what” and I find it surprising when interviewers spend half or more of an interview asking for a restatement of what is clearly written. I want to know how you delivered something as much as I want to know what you deliver. John Wooden is one of the most successful coaches of all-time in any sport — nine NCAA titles, 88 straight wins at one point — and a major psychological research study done around his processes showed that he overwhelmingly focused on the “how” as opposed to the “what.” Again, model success — it can work in hiring.
Always ask what they disliked.
It’s tough, and yes you will get canned answers sometimes. The famous “I just hated that guy that did not work to my level of expectations. It is hard for me to deal with people who have less of a work ethic”. BS. We all read that same book. I REALLY want to know who or what you didn’t like. If a lot of what you DO NOT like exists in my company, we would both be miserable if you join me. You would not be happy and therefore your performance would be subpar and thus I would not be happy. Work is a two-way street: you get money in exchange for performance, but the performance is within a context of co-workers, clarity of information, job description, skill set, and more. If you know you’re not a good fit for certain types of offices or organizations, be honest about that. You hurt everyone — from yourself to future co-workers — when you try to fit a square peg in a round hole.
Have them meet their peers.
For some reason, early in my career I came to expect to meet several peers during the interview process. They were interviewing me as much as I was interviewing them. As I advanced, I noted that these kind of interactions became more sporadic. If you are hiring, make sure to add a couple of peers to the interview schedule. If you are contemplating joining a company, demand to speak with your peers. Quick story about this from a collaborator of mine: after business school, he interviewed for a job based in Texas. He met a few (2-3) of the Texas-based team. Within a week or two of starting the gig, though, he realized he pretty much only worked with the Seattle-based team of the same company. They had barely met him and had no context for him, and he was sitting 1,200 miles away from them. That creates reduced productivity and bad teams, which shouldn’t be a goal for anyone. So meeting peers is important, but make sure they’re meeting the right peers.
Obtain senior buy-in
This comes up in any business article, of course — you have to make sure there’s senior buy-in on any major decisions in an organization. Hiring is maybe the most major decision; it’s half your money going out, and your people are your greatest strategic advantage. Hiring can sometimes be ignored by the top executives — they view it as the domain of HR or specific hiring managers, and because it’s harder to measure, they don’t focus on it as much. Hiring needs to be a focus of your executives. They need to be regularly telling people around the org what culture, values, and character traits they want to see. It needs to be commonplace for a C-suite leader to tell a middle manager what values should be in the company. Otherwise it becomes the domain of specific silos, and finance has a certain type of employee vs. marketing with another vs. Ops with another. Then when those teams need to collaborate, it can be a mess. You’ve seen it. I’ve seen it. And you can avoid it by aligning around character and values.
I’ve spoken about the perfect team traits and the importance of thinking of every employee as allies on a tour of duty. If you are going to make a significant hiring decision, bringing on another comrade on the tour, why not spend the extra time to make it the right decision. Hire for “fit” for character and values. You will be happier. they will be happier. And, the company will benefit for the extra time you took.
As always, I would love to hear your thoughts.
Be well. Lead On.
Adam
Related Posts:
Defining the Perfect Employee – Top Traits Series
Trait 1: Hard working AND talented
Trait 2: Pride in work product
Trait 3: Fun to work with
Investing in talent for the long-term
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by Adam L Stanley | Mar 23, 2014 | Leadership, Quotes and Inspiration, Relationships, Teamwork
Building relationships based on respect
People who have worked with me before have heard me on this particular soapbox quite a bit and for those I will suggest maybe they don’t need to read this particular blog. There will be nothing new here. That said, it is perhaps because I continue to hear stories from great talent I have met around the world that are working with people that still do not get it.
It is for these people that I write this blog.
Executives get busy and they get stressed. Markets start to squeeze and pressure mounts, causing many to revert to the old command and control techniques they used in prior decades. When the kitchen heats up, they forget the basics. I believe some need to be reminded of a basic principle that should be obvious to all: Organizations are successful when there is a strong relationship of respect among leaders at all levels.
Now, before I go further, let me be absolutely clear: effective leadership requires adapting your style from time to time to appropriately handle a given challenge. There are times for diplomacy, inclusion, and democracy (e.g., complex problem), and there are times for command and control (e.g., during an urgent crisis). However, underlying your leadership style, and regardless of the type of problem, the relationship of respect must prevail.
A relationship of respect requires three key elements: trust, accountability, and empowerment.
Every team that has worked with me over the past decade will have heard me speak explicitly of the three simple things that I feel are the most important elements of effective, increasingly global, teams. I sincerely hope that those that worked with me before that will see in this blog some of the elements of our team work that worked best even if we never put it to words.
Trust. Accountability. Empowerment.
You will notice that none of them involve bureaucracy, centralization, or added layers without added value! It also does not require being “nice”.
Trust: We must build and maintain levels of trust across borders and business units, recognizing the unique strengths and backgrounds of each individual. In companies that are complex, especially with multiple business units and geographies, the absence of trust can cause money, time, and valuable resources to be wasted on duplicated efforts.
Accountability: We must be a respectful organization and a collegiate one, but all of us must be held accountable as well. Accountability goes hand in hand with trust. When we all understand each other’s respective areas of responsibility and accountability, we create a culture of trust, and we can focus on the services and solutions we deliver and the goals we want to achieve without distraction.
It is important to note that accountability is as much about what is accomplished as it is about how it is accomplished. If you’re an a-hole, regardless of your delivery skills, people will find it hard to trust you and the relationship of respect will be difficult.
Empowerment: People must be allowed to make decisions and drive change without being micromanaged and without needing to get multiple approvals; they must be allowed to be leaders. Just as importantly, we must enable those whom we empower. Power without training is not a formula for success. Empowerment is about giving a person the ability to manage something tangible that adds value, but also about working with that individual to help him or her succeed.
Leadership is not easy, and successful teams are elusive to many people. But, with some basic focus on respect and these key principles, you will at minimum have the right foundation for success.
Be Well. Lead On.
Adam
Adam Stanley
Adam L. Stanley Connections Blog
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by Adam L Stanley | Mar 3, 2014 | Leadership, Quotes and Inspiration, Relationships, Teamwork
A New Beginning
Every day is a new beginning. All of life provides opportunities for new beginnings. Whatever has gone wrong, or right, in your life, you can begin again.
Jonathan L. Huie
New beginnings can be nerve wrecking. You spend years building a team, finding the people you can trust to get things done and do so in a values based manner. You drive strategy and create value for shareholders. And you check off so many boxes, proudly getting to a point where you can finally rest and look at the great things you and the team created …. and then you move on to the next challenge.
YIKES!! So much for resting.
“Success is simple. Do what’s right, the right way, at the right time” Arnold H. Glasgow
If I’m honest with myself, I will admit that I will likely never get to truly resting until retirement (target TBD). The fact is, I love gnarly, complex, global challenges and am thankful I have found that in my new role.
Leaders at All Levels
I am incredibly excited about this new adventure and will enjoy getting to meet the new teams around the world. One concept I have constantly addressed that I expect will be highly relevant here is the fact that everyone in today’s technology organizations must be leaders. From time to time, everyone will be called on to make decisions, act independently, and respond to crises without time to go up the chain for days.
You can’t always wait for the guys at the top. Every manager at every level in the organization has an opportunity, big or small, to do something. Every manager’s got some sphere of autonomy. Don’t pass the buck up the line.
Bob Anderson
I blogged about this a while back with “Leaders at All Levels”
Chicago
I LOVE Chicago, the place I have called home for so many years. And I love having the opportunity to give back to the community in which I love. Living in London over the past two years was an amazing adventure, the opportunity to more deeply explore another great city, and to work with colleagues in other European cities. While my prior role required that I moved to London for a while, I am confident that the relationships I built in Chicago will continue to grow. And, of course, I hope to see many of my friends from London throughout the year. Visit!!
As Marilyn Monroe said, “A career is wonderful, but you can’t curl up with it on a cold night.” So I expect my friends to trek on over to see me from time to time, share a lager or a cup of coffee, and warm my heart with their presence!
Let’s Go
Two great quotes come to mind as I contemplate the week ahead and my new adventure:
“If your work is becoming uninteresting, so are you. Work is an inanimate thing and can be made lively and interesting only by injecting yourself into it. Your job is only as big as you are.” George C. Hubbs
“You can’t build a reputation on what you’re going to do.” Henry Ford
I’ve enjoyed my time to reflect on the good and bad aspects of my prior leadership role, and the opportunity to give back via non-profit and civic consulting. But it’s time to go back to corporate, tackle this new and exciting challenge, and meet a new batch of great people with whom I hope to build something great.
Adam Stanley
Adam L. Stanley Connections Blog
Technology. Leadership. Food. Life.
AdamLStanley.com
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This blog is a revision of a prior post.
In talking with some of the guests it was clear that they were a lot of frequent diners to fine food establishments. People like myself who have had tasting menus at Tru, Everest, the now defunct 
VALUE: 4
Building relationships based on respect
