A noted executive notices a trend
Former Google and Apple executive, investor, and entrepreneur, Ellen Petry Leanse noticed something simple in emails she was receiving from female friends and coworkers, but not males, and asserts that the very word can inadvertently undermine one’s credibility.
“It didn’t take long to sense something I hadn’t noticed before: women used “just” a lot more often than men,” Leanse notes, adding that it’s a permission word that puts one in a position of subordinance, and is one used frequently by women. Could this be undermining women’s credibility in the workforce or in other relationships?
Rather than dissect Leanse’s position, we’ll feature it below and invite you to weigh in with your comments – have you noticed yourself doing this very same thing?
“Just” Say No
By Ellen Petry Leanse, originally published on Women2.com:
A few months into the three-plus years I spent at Eastwick, a Silicon Valley tech strategic communications agency, I noticed something: the frequency with which the word “just” appeared in email and conversation.
Everyone at Eastwick was whip-smart and wired for success. The culture elicited high standards, impact, and accountability. “Type A” set the tone, led by Type A-in-Chief Barbara Bates, a proven entrepreneur and hard-driving, don’t-mince-words business leader. So the frequent appearance of “just” somehow ruffled my feathers. It seemed inconsistent with clarity I experienced at Eastwick, and it made me curious.
I wondered if the high ratio of female to male employees had something to do with it.
I arrived at Eastwick directly from Google, which had a more traditional gender mix, and where I didn’t seem to hear “just” nearly as much. “It’s your imagination,” I told myself. Yet after a while I knew it was real: that “just” just kept showing up in too many emails, meetings, and conversations.
“I just wanted to check in on…”
“Just seeing if you’d decided between….”
“If you can just give me an answer, then…”
“I’m just following up on…”
I started paying attention, at work and beyond. It didn’t take long to sense something I hadn’t noticed before: women used “just” a lot more often than men. It was a hunch – I had no data. Yet even if it was selective listening, it seemed I was hearing “just” three to four times more frequently from women than from men.
It hit me that there was something about the word I didn’t like. It was a “permission” word, in a way – a warm-up to a request, an apology for interrupting, a shy knock on a door before asking “Can I get something I need from you?”
The more I thought about it, the more I realized that it was a “child” word, to riff Transactional Analysis. As such it put the conversation partner into the “parent” position, granting them more authority and control. And that “just” didn’t make sense.
I am all about respectful communication. Yet I began to notice that “just” wasn’t about being polite: it was a subtle message of subordination3, of deference. Sometimes it was self-effacing. Sometimes even duplicitous. As I started really listening, I realized that striking it from a phrase almost always clarified and strengthened the message.
And as I began to pay attention, I was shocked – believe me – at how often I used the word.
At Eastwick, people weren’t shy about coaching each other: we all worked hard to better our skills. So I let a memo fly about the “J” word and suggested a moratorium on using it. We talked about what it seemed to imply (everyone agreed) and how different that message was from the way we saw ourselves: trusted advisors, true partners, win-win champions of our clients’ success.
As a team, we started noticing when and how we used “just” and outing each other when we slipped. Over time, frequency diminished. And as it did we felt a change in our communication – even our confidence. We didn’t dilute our messages with a word that weakened them.
It was subtle, but small changes can spark big differences. I believe it helped strengthen our conviction, better reflecting the decisiveness, preparedness, and impact that reflected our brand.
Yet “just” still bugged me. Sure, I’d had my little experiment with friends. But I’d acted on a hunch, maybe right, maybe wrong.
So I ran a test in the real world.
In a room full of young entrepreneurs, a nice even mix of men and women, I asked two people – a guy and a girl – to each spend three minutes speaking about their startups. I asked them to leave the room to prepare, and while they were gone I asked the audience to secretly tally the number of times they each said the word “Just.”
Sarah went first. Pens moved pretty briskly in the audience’s hands. Some tallied five, some six. When Paul spoke, the pen moved…once. Even the speakers were blown away when we revealed that count.
Now, that’s not research: it’s a mere MVP of a test that likely merits more inquiry, but we all have other work to do.
Plus, maybe now that you’ve read this, you’ll heighten your awareness of that word and find clearer, more confident ways of making your ideas known. In other words, help take the “J Count” down. Take the word out of your sentences and see if you note a difference in your clarity – and even the beliefs that fuel the things you say.
It’s actually easy, once you start paying attention. Like it?
If so, then, to riff Nike: well….”Do it.”
This web platform for cannabis is blowing up online distribution
(BUSINESS NEWS) Dutchie, a website platform for cannabis companies, just octupled in value. Here’s what that means for the online growth of cannabis distribution.
The cannabis industry has, for the most part, blossomed in the past few years, managing to hit only a few major snags along the way. One of those snags is the issue of payment processing, an issue compounded by predominantly cash-only transactions. Dutchie, a Bend, Oregon company, has helped mitigate that issue—and it just raised a ton of money.
Technically, Dutchie is a jack-of-all-trades service that creates and hosts websites for dispensaries, tracks product, processes orders, keeps stock of revenue, and so much more. While it was valued at around $200 million as recently as summer of 2020, a round of series C funding currently puts the company at around $1.7 billion—approximately 8 times its worth a mere 8 months ago.
There are a few reasons behind Dutchie’s newfound momentum. For starters, the pandemic made cannabis products a lot more accessible—and desirable—in states in which the sale of cannabis is legal. The ensuing surge of customers and demand certainly didn’t hurt the platform, especially given that Dutchie is largely responsible for keeping things on track during some of the more chaotic months for dispensaries.
Several states in which the sale of cannabis was illegal also voted to legalize recreational use, giving Dutchie even more stomping ground than they had prior to the lockdown.
Dutchie also recently took on 2 separate companies and their associated employees, effectively doubling their current staff. The companies are Greenbits—a resource planning group—and Leaflogix, which is a point-of-sale platform. With these two additions to their compendium, Dutchie can operate as even more of an all-in-one suite, which absolutely contributes to its value as a company.
Ross Lipson, who is Dutchie’s co-founder and current CEO, is fairly dismissive of investment opportunities for the public at the moment, saying he instead prefers to stay “focused with what’s on our plate” for the time being. However, he also appears open to the possibility of going public via an acquisition company.
“We look at how this decision brings value to the dispensary and the customer,” says Lipson. “If it brings value, we’d embark on that decision.”
For now, Dutchie remains the ipso facto king of cannabis distribution and sales—and they don’t show any plans to slow down any time soon.
Ford adopts flexible working from home schedule for over 30k employees
(BUSINESS NEWS) Ford Motor Co. is allowing employees to continue working from home even after the pandemic winds down. Is this the beginning of a trend for auto companies?
The pandemic has greatly transformed our lives. For the most part, learning is being conducted online. At one point, interacting with others was pretty much non-existent. Working in the office shifted significantly to working remotely, and it seems like working from home might not go away anytime soon.
As things slowly get back to a new “normal”, will things change again? Well, one thing is sure. Working from home will be a permanent thing for some people as more companies opt to continue letting people work remotely.
And, the most recent company on the list to do this is Ford Motor Co. Even after the pandemic winds down, Ford will allow more than 30,000 employees already working from home to continue doing so.
Last week, the automaker giant announced its “flexible hybrid model” schedule to its staff. The new schedule is set to start in the summer, and employees can choose to work remotely and come into the office for tasks that require face-to-face collaborations, such as meetings and group projects.
How much time an employee spends in the office will depend on their responsibilities, and flexible remote hours will need to be approved by an employee’s manager.
“The nature of work drives whether or not you can adopt this model. There are certain jobs that are place-dependent — you need to be in the physical space to do the job,” David Dubensky, chairman and chief executive of Ford Land, told the Washington Post. “Having the flexibility to choose how you work is pretty powerful. … It’s up to the employee to have dialogue and discussion with their people leader to determine what works best.”
Ford’s decision to implement a remote-office work model has to do in part with an employee survey conducted in June 2020. Results from the survey showed that 95% of employees wanted a hybrid schedule. Some employees even reported feeling more productive when working from home.
Ford is the first auto company to allow employees to work from home indefinitely, but it might not be the only one. According to the Post, Toyota and General Motors are looking at flexible options of their own.
Unify your remote team with these important conversations
(BUSINESS NEWS) More than a happy hour, consider having these poignant conversations to bring your remote team together like never before.
Cultivating a team dynamic is difficult enough without everyone’s Zoom feed freezing halfway through “happy” hour. You may not be able to bond over margaritas these days, but there are a few conversations you can have to make your team feel more supported—and more comfortable with communicating.
According to Forbes, the first conversation to have pertains to individual productivity. Ask your employees, quite simply, what their productivity indicators are. Since you can’t rely on popping into the office to see who is working on a project and who is beating their Snake score, knowing how your employees quantify productivity is the next-best thing. This may lead to a conversation about what you want to see in return, which is always helpful for your employees to know.
Another thing to discuss with your employees regards communication. Determining which avenues of communication are appropriate, which ones should be reserved for emergencies, and which ones are completely off the table is key. For example, you might find that most employees are comfortable texting each other while you prefer Slack or email updates. Setting that boundary ahead of time and making it “office” policy will help prevent strain down the road.
Finally, checking in with your employees about their expectations is also important. If you can discuss the sticky issue of who deals with what, whose job responsibilities overlap, and what each person is predominantly responsible for, you’ll negate a lot of stress later. Knowing exactly which of your employees specialize in specific areas is good for you, and it’s good for the team as a whole.
With these 3 discussions out of the way, you can turn your focus to more nebulous concepts, the first of which pertains to hiring. Loop your employees in and ask them how they would hire new talent during this time; what aspects would they look for, and how would they discern between candidates without being able to meet in-person? It may seem like a trivial conversation, but having it will serve to unify further your team—so it’s worth your time.
The last crucial conversation, per Forbes, is simple: Ask your employees what they would prioritize if they became CEOs tomorrow. There’s a lot of latitude for goofy responses here, but you’ll hear some really valuable—and potentially gut-wrenching—feedback you wouldn’t usually receive. It never hurts to know what your staff prioritize as idealists.
Unifying your staff can be difficult, but if you start with these conversations, you’ll be well on your way to a strong team during these trying times.
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