Archives for October 2010

Warrens, Plazas and the Edge of Legibility

Long-time reader and astute commenter, Xianhang (Hang) Zhang wrote a very interesting post a couple of weeks ago on his blog: The Evaporative Cooling Effect. It is part of a fascinating series he is doing on social software. The post explores a phenomenon that is very close to the status illegibility phenomenon I explored two weeks ago, and in fact draws inspiration from the same Groucho Marx/Lake Wobegon observations that I started with.

Evaporative cooling is basically the effect of the highest status people in a group leaving, lowering the average status of those left behind.

What I found fascinating though, was Hang’s suggestion for how to combat the effect (and thereby stabilize groups). In my post, I proposed that status illegibility helps create the stability. Hang brings in another dimension, which is illegibility in the group’s environment/context.

In particular, in social software (or physical environments for that matter), smarter-than-average early adopters often leave when the “unwashed masses” start to jump on the bandwagon, devaluing the social cachet. Hang proposes that one of the best ways to combat this is to build (or rather catalyze the evolution of) “warren” architectures instead of “plaza” architectures. Here are the pictures that pair of evocative terms produces in my head. You might imagine something else:

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Coloring the Whole Egg: Fixing Integrated Marketing

Three kids are selling lemonade in their neighborhoods one hot day, to passers-by.

Kid Red yells things like “The best lemonade in town!”

Kid Green yells things like “Hey Joe, how ’bout some lemonade?”

Kid Blue yells things like “It’s hot today! Get your lemonade before you head to the beach!”

Can you identify the future marketer, salesperson and PR guy? It turns out there is a systematic way of guessing. On this important question hinge many things: business vision, market positioning and corporate culture. The answer also drives a mutually-exclusive 3-way choice that sorts companies into marketing, sales, and PR-driven kinds. And perhaps most important, the mutual exclusivity means that the most seductive idea in selling, a 1972 idea known as the “Whole Egg,” (an integrated sales+PR+marketing model) originated by Ed Nay, then president of Young & Rubicam needs an update. The Whole Egg is not a white egg. One primary color will dominate. One of the three functions will always lead. Looking for balance is a recipe for failure. To get to a whole egg, you must first pick a color to paint it.

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The Gervais Principle IV: Wonderful Human Beings

Each of them – and they constitute 80% of humanity – is born the most beautiful baby in the world. Each is an above-average child; in fact the entire 80% is in the top 20% of human beings (it’s crowded up there). Each grows up knowing that he or she is deeply special in some way, and destined for a unique life that he or she is “meant” to live.

Series Home | Part I | Part II | Part III | Part IV | Part V | Part VI | ebook

 

In their troubled twenties, each seeks the one true love that they know is out there, waiting for them, and their real calling in life. Each time they fail at life or love, their friends console them: “You are a smart, funny, beautiful and incredibly talented person, and the love of your life and your true calling are out there somewhere. I just know that.” The friends are right of course: each marries the most beautiful man/woman in the world, discovers his/her calling, and becomes the proud parent of the most beautiful baby in the world. Eventually, each of them retires, earns a gold watch, and somebody makes a speech declaring him or her to be a Wonderful Human Being.

You and I know them as Losers. Welcome to Part IV of the Gervais Principle series. Read Parts I, II and III first, otherwise you will misunderstand (and possibly be deeply offended by) this post.

Last time, we left one of the unfortunate Clueless, Andy Bernard, staring with deep frustration and anger at the world of the Wonderful Human Beings, pining to join, but rejected and humiliated.

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How Good Becomes the Enemy of Great

“Good is the enemy of great” is an insight that a lot of people have stumbled upon, though I can’t trace the origin of the phrase.  It might be Jim Collins’ Good to Great, but I am not sure. A hint about the dynamics are in that book (again, an insight I’ve heard elsewhere): good people with a bad process will always beat incompetent people working with a good process.

The clue is in the word process. Process is how good becomes the enemy of great. And I mean process in its most general form, not just the rigid bureaucratic stereotype. So a specific portfolio analysis technique for picking stocks to maximize some risk/returns function, or any sort of “methodology” is a process. A 12-step program is a process. A “Maximize Your Creativity” book that deals in colorful balls and right-brained art exercises is still a process. “Be agile and improvise” is also a process. If it can be defined and written down as a prescription, with any kind of promise attached, it is a process.

Here’s why this happens. Processes (and systems) of any sort first emerge when a spectacular and undisciplined success occurs. Like a startup — XYZ Corp. say, getting wildly successful. Or the PQR basketball team racking up a string of victories. Or an actor making it big in Hollywood. First, there’s a success that attracts imitative greed. Then something very predictable happens. A “great” story is retold in ways that only capture the “good” part.

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