Charlie Kim and Meghan Messenger, Co-CEOs of Next Jump, in a two-part keynote for Next Jump Leadership Academy, April 19-21, 2017. Slides 1-30 "Coaching Your Organization" by Charlie Kim. https://www.youtube.com/watch?v=OH89weEyDGg Slides 32-55 "Coaching Yourself" by Meghan Messenger. https://www.youtube.com/watch?v=2oH_fSaAaEY

1. @charlieykim@meghanmess
MONEYBALL of LEADERSHIP
Predictors of High Performance
April 19, 2017

2. 2
IN THIS TALK…

4. 4
Moneyball: an attempt for hiring
Somehow, in our minds, that 35-year-old, with
three screaming kids and soccer practice four
nights a week, is more effective than the 50-year-
old with no kids at home, who is willing to work
wherever and whenever you need them.
So, now you can play Moneyball!
You already know that most employers in the
world hate old people. Thus, there are tons of gray
hairs limping around out there willing to take all of
your crappy low-ball offers, and they’re probably
more loyal for those low wages then any younger
worker you have on staff.
Yeah, for capitalism! You get great talent at low
rates. Who needs H1B’s when we have old people!
MONEYBALL METRIC
for HIRING:
HUMILITY

5. + -
STARTING LINEUP CAN’T CHANGE

RT ADJUSTMENTS
PRACTICE GROUND
UP OR OUT

GAMEDAY ONLY

ORG CHART
PROMOTE NEVER DEMOTE
NO PRACTICE GROUND

6. 6
NOISE vs SIGNAL

7. 7

LEADERSHIP PRACTICE
STUDENT TEACHER
[Better Me] [Better You]
PYRAMID MODEL

8. 8
TOP 12 SIGNALS of LOW vs HIGH performing cultures
1) ENTITLEMENT
2) VICTIM MINDSET
EVERYTHING IS IMPOSSIBLE/ WHY BOTHER
3) DEATH BY A 1000 CUTS
LITTLE THINGS GO WRONG ALL THE TIME
4) NO GAS (“GIVE A SHIT”)
NOT MY JOB, DO MINIMUM REQUIRED
5) LHF (“LYING/ HIDING/ FAKING”)
WALKING ON EGGSHELLS
6) BUREAUCRACY
LOTS OF RULES
7) TOLERATING BADNESS
LOW EXPECTATIONS OF SELF OR OTHERS
8) OBSESSION ON SHORT-TERM RESULTS
9) EVERYTHING IS MISSION CRITICAL
10) FEAR OF FAILURE
11) SOLO STARS
12) ARROGANCE & INSECURITY
+- 1) GRATITUDE
2) RESPONSIBLE
BALANCE OF FAITH AND REALITY
3) GSD (“GET SHIT DONE”)
TEAMS SWARM TO FIX PROBLEMS
4) GAS
HIGH EFFORT, LOTS OF CARE
5) NO LHF
ERR ON INFORMATING/ SHARING INFO
6) TRUST
TREATING PEOPLE LIKE ADULTS
7) BRILLIANT IN THE BASICS
HIGH EXPECTATIONS OF SELF AND OTHERS
8) PLAYING THE LONG GAME
9) SPACE TO FAIL/ PRACTICE GROUND
10) INVESTMENT IN LOSS
11) COMRADERY (TAKING CARE OF OTHERS)
12) BALANCE OF CONFIDENCE & HUMILITY

9. 9
EVOLUTION OF WORK: new definition of TALENT
GEN X
1965 – 1980
60MM
MILLENNIALS
1981 – 1996
68MM
BABY BOOMERS
1946 – 1964
61MM
INFORMATION AGE: InnovationMANUFACTURING: Conformity
DECISION MAKING DOING
SENIOR
MANAGEMENT
WORKERS
DECISION MAKING DOING
SENIOR
LEADERS
JUNIOR LEADERS
100% 0%
0% 100%
80% 20%
20% 80%

10. LEVEL 1: GAS “GIVE A SHIT”
LEVEL 2: NO LHF “LYING/HIDING/FAKING”
LEVEL 3: INDEPENDENT THINKING
LEVEL 4: INVITING CRITICAL FEEDBACK
LEVEL 5: DECISION MAKING
10
5 LEVELS of LEADERSHIP TRAINING what matters, in what sequence
MONEYBALL of LEADERSHIP
Predictors of High Performance
MONEY METRIC
“ON-BASE%”

11. 11
LEADING YOUR ORGANIZATION
Moneyball of Leadership
OUTCOME:
Score/Results

13. 13
LEADING YOUR ORGANIZATION
Moneyball of Leadership
 Decision: thoughtful or reckless?
 Informed/ data-driven decisions
 Do you only point out problems?
 Never contribute original thought
 Can you be creative & innovative?
 What are you not telling me?
 Hidden agenda/ motive?
 Can I trust you fully?
 Don’t want to hear about your
problems if you don’t even show up
 Show me you care
 Did you get feedback?
 From who?
OUTCOME:
Score/Results

14. 14
LEADING YOUR ORGANIZATION
Moneyball of Leadership
 Decision: thoughtful or reckless?
 Informed/ data-driven decisions
 Do you only point out problems?
 Never contribute original thought
 Can you be creative & innovative?
 What are you not telling me?
 Hidden agenda/ motive?
 Can I trust you fully?
 Don’t want to hear about your
problems if you don’t even show up
 Show me you care
 Did you get feedback?
 From who?
OUTCOME:
Score/Results
HOW?
+TECHNOLOGY
to SCALE

15. LEVEL 1
GAS

16. 16
GAS “give a shit”
No matter how good your strategy is, if your people
don’t have gas “don’t give a shit”, it won’t work.

17. 17
GAS  how to…
1) GOOD FOOD
HEALTHY & DELICIOUS IS HARD
2) RECOGNITION
SERVANT LEADERSHIP
3) COMMUNITY
A LOT OF DOING THINGS TOGETHER
4) TOUCH THE MISSION
PEOPLE NO LONGER JOIN COMPANIES,
THEY JOIN CAUSES
LESSONS from the NAVY:
1) Food is the fastest way to impact
morale..you can feel it almost instantly,
if the food is good = morale is high, if
the food is bad = morale goes down.
Also, food is a huge responsibility,
watching expiration dates, cleanliness,
etc.[HEALTH..higher GAS].
2) The number one thing that people
remember from the deployment is not
the hard work/suffering but instead the
comradery, bonding, everybody
invested in everybody else's success and
growth
3) When people don’t touch the mission
on a consistent basis, bad things happen

18. 18
GAS  how to…TECHNOLOGY allows SCALE
1) GOOD FOOD
HEALTHY & DELICIOUS IS HARD
2) RECOGNITION
SERVANT LEADERSHIP
3) COMMUNITY
A LOT OF DOING THINGS TOGETHER
4) TOUCH THE MISSION
PEOPLE NO LONGER JOIN COMPANIES,
THEY JOIN CAUSES

19. LEVEL 2
NO LHF “LYING/ HIDING/ FAKING”

20. Michael: A Case Study
Patient 1: Michael
• 36 year old male
• Severe brain trauma – car accident
• 6 years standard rehabilitation
• Initial visit – 86% inefficient

21. Michael: A Case Study
Inefficiencies decreased to
3% within 3 months

22. SELF CORRECTION INSIGHT IS HUGE.
[SELF-AWARENESS]
BUT YOU HAVE TO KNOW THE TRUTH.
Tom Fuller (NxJ Head of Engineering) 04.12.2017

23. 23

24. 24
TWO KEY INSIGHTS ON FEEDBACK:
 ANONYMOUS
 VISCERAL

25. 25
YOU
FEEDBACK: people closest to you know the truth
MONEYBALL of LEADERSHIP
Level 2: No LHF
⬈
METRIC
 SELF
 TEAM
 DEPT
 COMPANY
 INDUSTRY
Benchmarking

26. Recommendations:
• Reflect: what you
changed to improved?
• Discussion with
manager: opportunity
to take on more
responsibility
• Document & teach
Recommendations:
• Mindset: You are
paying ”tuition” to
upgrade.
• Reflect: on lessons
learned. Replace a
practice that is NOT
working, with a new
one
Recommendations:
• You are not pushing
yourself; take-on more
risk; playing it too safe
• Reflect: are you
repeating the same
behaviors, without
challenging your
assumptions?
• How are you asking for
feedback? (see video)
Recommendations:
• You have not GAS in
your own development
• Will you be in same
position a year from a
now?
• Get started; find a
practice ground
• Quantity over quality
⬈ ⬊ ⬌ 0
Flat
(“complacent”)
Hiding“Investment
in Loss”
Trending Up
growing growing NOT growing NOT growing

27. 27
LEADING YOUR ORGANIZATION
Moneyball of Leadership
 Decision: thoughtful or reckless?
 Informed/ data-driven decisions
 Do you only point out problems?
 Never contribute original thought
 Can you be creative & innovative?
 What are you not telling me?
 Hidden agenda/ motive?
 Can I trust you fully?
 Don’t want to hear about your
problems if you don’t even show up
 Show me you care
 Did you get feedback?
 From who?
OUTCOME:
Score/Results
WHAT’s NEXT:
in our lab

28. PRODUCT
STRATEGY:
DEFENSE
+
OFFENSE

30. HUMAN PERFORMANCE MAP

31. BREAK
5 MIN

32. 32
IN THIS TALK…

34. LEVEL 1: GAS “GIVE A SHIT”
LEVEL 2: NO LHF “LYING/HIDING/FAKING”
LEVEL 3: INDEPENDENT THINKING
LEVEL 4: INVITING CRITICAL FEEDBACK
LEVEL 5: DECISION MAKING
34
5 LEVELS of LEADERSHIP TRAINING what matters, in what sequence
MONEYBALL of LEADERSHIP
Predictors of High Performance
MONEY METRIC
“ON-BASE%”

35. 35
LEADING YOURSELF
Moneyball of Leadership
 Do I have an opinion? POV I’m sharing?
 What am I afraid of?
 Does my leader care about me?
 Do I make it easy for others
to tell me the truth?
AM I MAKING THE RIGHT CALLS?
 Right decisions – consistently
 Wrong decisions – lessons learned
 Indecision – the most common
OUTCOME:
Score/Results

36. LEVEL 2
NO LHF “LYING/ HIDING/ FAKING”

37. 37
No LHF

38. 38
LHF: Lying/ Hiding/ Faking

39. 39

40. Lying Truth

41. The 2nd Job
In an ordinary organization, most people are doing a
second job no one is paying them for.
In businesses large and small; in government
agencies, schools, and hospitals; in for-profits and
non-profits and in any country in the world,
most people are spending time and energy covering
up their weaknesses, managing other people’s
impressions of them, showing themselves to their
best advantage, playing politics, hiding their
inadequacies, hiding their uncertainties, hiding their
limitations. Hiding.
We regard this as the single biggest loss of resources
that organizations suffer everyday.
41

42. 42
why we LHF
TOP 5 REASONS
1. We Feel Inferior – it’s contagious
2. We Make a Mistake – leads to downward spirals
3. Loyalty – how we justify it
4. No Solution – “don’t bring up problems w/out solutions”
5. Not the Expert – someone knows more
-----------
Inappropriate Transparency [No LHF done wrong]

43. 43
1. We Feel Inferior – it’s contagious

44. 44
We cannot “stay in our own lane”, we feel inferior watching others succeed

45. 45
DOWNWARD SPIRALS
2. We Make a Mistake – leads to downward spirals

46. 46
DRIVERS of our SUCCESS are also our LIMITING FACTORS
 You have more responsibility & stress
 Now you worry about how you look
 You make a mistake, “you’re in your head”
 You start LHF (hiding emotionally)
 Emotional Hiding quickly turns into
Physically Hiding
 You show up to the “bare minimum”
 When junior, effort gets you noticed
 Gives you the opportunity to get promoted
 Back to basics: SHOW UP/ EFFORT
 Reapply GAS

47. 3. Loyalty – how we justify it 47

48. WHERE IT GOES WRONG: LOYALTY
ENTERPRISE
TEAM/Dept
SELF
48

49. 49
Inappropriate Transparency
FLOOD LIGHTING
DRAMA GRENADE

50. Lying Truth
USE MORE OF MY BRAIN
BEFORE: 1/3 used (2/3 wasted)
NOW: 2/3 used (majority of brain)
HOW?

51. We need to UNTRAIN our HARD HABITS

52. 52

53. 53
Cost of Failure is REAL
BROKEN LEG

54. 54
MUST CREATE PRACTICE GROUND
CULTURE
initiatives
REVENUE
initiatives
ABOVE the water-line
Blowing a hole through the ship is ok
BELOW the water-line
Blowing a hole sinks the ship
Central Intelligence Agency (CIA)
 July 2016, attends NxJ Leadership Academy
 February 2017, using culture as practice ground to train leaders

55. Thank You
meghan@nextjump.com
twitter: @meghanmess
charlie@nextjump.com
twitter: @charlieykim