The Benefits Of Success Measured By The Effectual Stretch
It wasn’t exactly the romanticized version of backpacking through an exotic land, especially if you consider a cheap roller suitcase a backpack, which unfortunately I did. But that was me then in 1998, when my then girlfriend (now wife) had bitten me with the travel bug. Prior to that my travel was limited to North America. When I was 13 I went to Hawaii, which I actually thought was another country.
My wife had traveled extensively prior to us meeting, including the romanticized version of backpacking through Europe after college, only to get most of her belongings stolen in Prague after only two days into her trip. She could’ve got home after that, wanted to go home after that, but regrouped, bought a few new things, and went on to travel for another few weeks.
And so our first big journey together was to Costa Rica. A lovely country, it was the first time I had been to such an exotic land, and to travel with someone else who lived boldly, to experience such visceral sensations I had never before experienced was amazing in and of itself. But the meeting of people I had never met before, some of whom had alien worldviews compared to mine, and exchanging those worldviews with one another, was the epitome of the “effectual stretch.”
The “effectual stretch” meaning pushing oneself to learn and expand beyond what’s known and comfortable in a way that’s produces desired yet diverse effective results, whatever those results may mean to each person. It could mean the literal extremes of success or failure, or that fatty layer in between that gives sustenance to our tenuous journey of sinew and bone.
We’ve attempted to impress the same approach and attitude on our daughters, teaching them to be bold yet aware, to protect themselves but not live in fear, to keep getting back on the bull like they own the beast, horns held tightly in hands. This includes exposing them to travel, new locales and people, experiences that we hope will shape their adult lives and those they interact with for the better.
Listening to a recent Freakonomics podcast about empowering a better workplace and the cities where those workplaces are, I had to smile when I heard American economist and Harvard University professor Edward Glaeser talk about how he was taking a sabbatical while “…attempting to civilize my children by taking them to a variety of different cities.”
Glaeser believes that encouraging industrial diversity would contribute more to economic growth. Cities that embrace a people-centric view of community (around infrastructure, education, services, etc.) means that businesses are more likely to thrive in said communities. The same podcast includes commentary from Glaeser on Zappos CEO Tony Hsieh’s ambitious Downtown Project, which is primarily an urban revitalization effort, but also an effectual stretch project on a grander community scale due to the emphasis on business and workforce diversity. It’s a “collision” strategy that encourages others to live and work together, continually exchanging ideas in order to create positive and effectual change while powering sustainable business.
Which brings me to the live TalentCulture #TChat Show we did from Cork, Ireland for the IT@Cork European Technology Summit of over 400 attendees, as well as the tech talent diversity panel session that Meghan and I moderated at the summit. The panelists and guests included a diverse group of business leaders, an academic and one inspirational young student: David Parry Jones, VP UK and Ireland VMWare; Noelle Burke Head of HR Microsoft Ireland; Michael Loftus, Head of Faculty of Engineering and Science CIT; student Ciara Judge, one of the Kinsale winners of the 2013 Google Science Award; and Caroline O’Driscoll, Tax Partner at KPMG, and Vice Chair of IT@cork.
Not only is the city of Cork (and much of the Republic of Ireland for that matter) investing in business-friendly infrastructure and creating competitive tax codes, they embrace the above collision strategy. The not-for-profit IT@cork European Tech Cluster, the organization behind the European Tech Summit, represents the interests of the IT industry in Ireland. This includes indigenous and international IT professionals, executives, multinationals, government leaders, public sector, academia, entrepreneurs, investors and the legal and financial professional services community joining together to drive thought leadership, collaboration and global strategic alliances.
Amen. The good news is that IT@Cork is being replicated in various iterations throughout communities worldwide. Even less formal, but no less impactful, events take place, including the likes of Event Santa Cruz in my own backyard, founded by Matthew Swinnerton, brings together local entrepreneurs and the community every month, again to facilitate the effectual stretch and diversity of ideas.
Although our core theme of the IT@Cork panel session and #TChat Show was gender diversity, what became crystal clear was the theme of broader diversity and inclusion. It’s all about attracting a wider array of backgrounds and worldviews of both women and men who support one another. This is what can lead to a competitive advantage in business and an equitable advantage for cities and communities around the world.
According to PwC’s 2015 CEO Survey, talent diversity and inclusiveness are not just the softer issues only given lip service, but instead are now considered crucial to being competitive. Of the CEOs whose companies have a formal diversity and inclusiveness strategy, 85% think it’s improved their bottom line. They also see such strategies as benefiting innovation, collaboration, customer satisfaction, emerging customer needs and the ability to benefit technology.
So it’s clear for me and many others today that the best business outcomes for organizations today can only be achieved through diversity and inclusion growth collisions. However, it’s also important to note that no matter progressive and elevated organizations are, complex regulatory changes and an increase in Office of Federal Contract Compliance Programs (OFCCP) audit frequency and intensity abound. This means many organizations need assistance to ensure diversity programs and Affirmative Action plans are documented and compliant, while at the same time magnifying their overall diversity impact.
Ever since my wife and I had met one day at the beach nearly 18 years ago, it’s been one growth opportunity after another. Not always travel related, and certainly not always successful, it’s been more about having an explorer’s mentality and approach to mindful and agile living both at home and at work. Business and community leaders who invest and sustain this approach will reap the benefits of success measured by the effectual stretch.