culture

Update from the MIX Management 2.0 Hackathon

Over the past year, I’ve had the fun job of being the Community Guide on the Management Innovation Exchange  (we call it the MIX). It’s a great gig because I have the opportunity to meet and collaborate with smart folks from around the world who are interested in improving the way our organizations work.

Over the past few months, we’ve been running an effort we call a “management hackathon.” We ran our first hackathon experiment last year, with a small group of about 60 management innovators attempting to uncover how to enable communities of passion in or around organizations (if you’d like to read the report highlighting our findings, go here).

Our newest effort is called the Management 2.0 Hackathon, and for this one we’ve gone much bigger. This hackathon is a collaborative effort to come up with innovative management hacks based on the principles that have made the Web one of the most adaptable, innovative, and inspiring things humans have ever created. Our goal is to take the best lessons from the Web’s success and apply them to reinvent management practices in organizations.

There are now over 750 contributors taking part from six continents. For fun, here’s a map showing where our participants live and work:

Over on the MIX website, I’ve written a few blog posts highlighting some of our recent accomplishments.

Here’s a link to a post about the navigator tool we created, highlighting examples of organizations that are already using the principles of the Web to innovate today.

Here’s a link to a post I just wrote late last week with some of the most innovative hack ideas that have been suggested by contributors.

Sound interesting? If you’d like to participate in the Management 2.0 Hackathon and share and help develop management hacks with us, it’s not too late. In fact, we’ve had almost 50 new participants join in the past week alone.

If you want to start hacking with us, go here to create your account and read the instructions for our current sprint. It’d be great to have you on the team!

What ‘default to open’ looks like at New Kind

Over the last few years, I’ve written quite a bit about the concept of defaulting to open, which was one of the major things that drove the culture at Red Hat and was an honest extension of the philosophy behind the open source movement. The term ‘default to open’ was also recently expanded upon by Google SVP of People Operations Laszlo Bock in this article from Google’s fantastic Think Quarterly online magazine.

The other day I was sitting in the New Kind office, and was inspired to take the picture you see here. I thought it did a nice job capturing what ‘default to open’ looks like at New Kind.

The first thing to notice when you look at this picture is that everyone is sitting in the same room together.

No one at New Kind has an office. We all share a big open space. Now having said that, what you see here—everyone sitting at their desks—is pretty rare. While we are together by default, if someone gets a phone call or has a meeting, they typically get up from their desk and head into one of our dark conference rooms for privacy and to ensure they don’t annoy everyone else.

With the exception of our big collaboration space, all of the conference rooms at New Kind are gloomy rooms with no outside windows, so unless folks are on deadline and trying to escape distractions, they are not places to linger longer than necessary. That’s a good thing because it tends to keep us together. And if we are sitting at our desks and trying to avoid distractions, headphones are our friends (In fact, I’m writing this at my desk while listening to the new Sleigh Bells album).

Not only does everyone—including our Chairman and CEO—sit in the same room together by choice, but as you can see from the picture, everyone also has the same inexpensive IKEA desks and file cabinets. Yes, we have titles at New Kind so that we can interface successfully with the outside world, but they sure don’t get you much inside the office.

The last thing I’d like to point out that really shows what we mean by ‘default to open’ is that there are two people sitting in this picture, Adrienne and Billy, who are not technically New Kind employees, but do work with us regularly. Adrienne is a fantastic designer and the genius behind the amazing food blog AdrienneEats. Billy is a writer and social media expert with a Klout score second only to Nation of the people in this picture (impressive!). Neither of them is in the office every day. In fact, some days you’ll see other people sitting in those seats or elsewhere in the office with us.

When we first formed New Kind, we had a vision of the company as a community. The core concept behind New Kind was very simple:

We wanted to

1) do meaningful work
2) with people we like.

That’s it. So we regularly invite people we like to sit in the office with us, whether they are New Kind employees or not. New Kind is a community, open to those people who share our worldview. Often the folks who work with us in the office are collaborating with us on projects. Sometimes they are working on projects for other clients. We don’t really care, we just like having them around.

Do you have a similar setup and philosophy in your office? Tell me about it!

College rankings and the dark matter of reputational precision

Earlier this week, the New York Times published a disturbing piece entitled Gaming the College Rankings, exposing how Claremont McKenna, an elite college in California, had misrepresented data in order to climb up in the US News & World Report college rankings. By gaming the system, it rose to become the ninth-highest rated liberal arts college in the United States.

The most disturbing part of the article? Apparently Claremont McKenna College is not alone. Over the past few years, many leading institutions have admitted, been caught, or are suspected of gaming the rankings, including Baylor, Villanova, the University of Illinois, Iona, and even the United States Naval Academy.

Pretty depressing stuff.

So what motivates great academic institutions to risk their reputations to rise in a ranking from a magazine that only remains barely relevant? This quote from the article hits the nail on the head:

“The reliance on [the rankings] is out of hand,” said Jon Boeckenstedt, the associate vice president who oversees admissions at DePaul University in Chicago. “It’s a nebulous thing, comparing the value of a college education at one institution to another, so parents and students and counselors focus on things that give them the illusion of precision.”

The illusion of precision.

These top universities and colleges are risking their hard-earned reputations for an illusion.

Picking the right place to go to college is an excruciatingly difficult decision. I remember looking at these rankings when I was choosing a college too. Why? Those of us who did it were looking for any information we could find to help us ensure we were making a smart choice. These rankings gave us a quantifiable data point that we could use to validate our decision.

The problem is that the data we should be analyzing when making this decision is much harder to see and quantify. The dark matter of institutional brands resists easy measurement and the results of analysis are vastly different for each individual.

For example, I went to the University of North Carolina at Chapel Hill, which is #29 in the most recent US News & World Report rankings. But I grew up in Winston-Salem, where #25 Wake Forest University is located. Should I have applied there instead? Would I be more successful today if I had received a degree from Wake Forest?

Or what if I had made the decision to go to the University of Georgia (#62), where I was also accepted? Would I be living in a van down by the river because I gave up the opportunity to learn at a school ranked 37 spots higher?

The illusion of precision provided by the rankings may give someone peace of mind as they make their big decision. But at what cost?

The right college is different for every person. Some of us are better suited for big schools. Or small schools. Or nerdy schools. Or party schools. Or cheap schools. Or football schools. And how much does the college itself even matter? If your goal is to be a rich Wall Street banker, Harvard (#1) may have a program that will get you there. But if you want to be a marine biologist, Harvard may not be able to hold a candle to UNC-Wilmington (#11, regional universities in the South), and you’ll probably pay off your student loans faster.

Are the rankings actually harmful? I never thought they were—most people are smart enough to recognize that a degree from a high-ranking college is no guarantee of life success (and a degree from a low-ranking one is no indicator of future failure). The rankings were just one mostly-meaningless data point that gave your parents bragging rights when talking about your education with their friends.

But reading this article made me change my mind. If a great institution risks its reputation for the sake of rising a few spots in a mostly-meaningless ranking, what does this say about its culture? And is US News & World Report (along with others who do similar rankings) at all culpable for forcing colleges to worship a false god in the hope of building fast, cheap, and superficial brand value?

I’m certainly going to look at these rankings in a different light from now on… how about you?

A Nobel Prize winner takes on Jim Collins and the business book industry

Over the holiday break, I finished up Daniel Kahneman’s new and much-praised book Thinking, Fast and Slow. I consider it quite an achievement, and by that I mean both the book itself (a deep, personal, and introspective look back at the career of one of the most important psychologists of our time) and my actually reading it (the book weighs in at almost 500 very dense pages).

Here is me thinking fast, but reading slow.

One of the many interesting things about Dr. Kahneman is that, as a psychologist, he actually won his Nobel prize in economics. If you are interested in learning more about how that happened, go here.

Over the last few months, Kahneman’s book has been sitting near the new Jim Collins book Great by Choice in the rarefied air of Amazon.com’s top 100 books list (I reviewed Great by Choice a few months back here). So I thought it was interesting that Kahneman challenged Jim Collins and his book Built to Last in Chapter 19. It was a pointed attack not just on Collins but the entire genre of success story-inspired business books.

Since I spend quite a bit of time reading these sorts of books, I was really interested in his viewpoint. I mean, have I been wasting time reading that I could just as usefully spent watching reruns of Tosh.O or Arrested Development on TV? Is there real value in studying successful businesses and leaders or is it just an illusion?

Here’s what Kahneman says:

“The basic message of Built to Last and other similar books is that good managerial practices can be identified and that good practices will be rewarded by good results. Both messages are overstated. The comparison of firms that have been more or less successful is to a significant extent a comparison between firms that have been more or less lucky. Knowing the importance of luck, you should be particularly suspicious when highly consistent patterns emerge from the comparison of successful and less successful firms. In the presence of randomness, regular patterns can only be mirages.”

Ouch.

Kahneman cites Philip Rosenzweig’s book The Halo Effect (which is now on my reading list) and quickly jumps to the punchline of that book:

“[Rosenzweig] concludes that stories of success and failure consistently exaggerate the impact of leadership style and management practices on firm outcomes, and thus their message is rarely useful.”

So are we to believe Kahneman and Rosenzweig? Is there really no value in studying the leadership and management practices of great companies?

Even after reading the whole book Thinking, Fast and Slow and understanding the psychological principles that trick my brain into applying great importance to these sorts of success stories, I still find the conclusion a hard one to accept. And then Kahneman throws the knockout punch:

“Stories of how businesses rise and fall strike a chord with readers by offering what the human mind needs: a simple message of triumph and failure that identifies clear causes and ignores the determinative power of luck and the inevitability of regression. These stories induce and maintain an illusion of understanding, imparting lessons of little enduring value to readers who are all too eager to believe them.”

Okay, I get it. Kahneman views me as a sucker. And who am I to argue with a Nobel Prize-winning psychologist?

But I just can’t help it. I think there is plenty that we can learn from the lessons of innovative businesses like those that Collins profiles in Built to Last. Kahneman may be right that these books suffer from an illusion of academic rigor that breaks down under close study. And yes, they probably need a disclaimer (“The author makes no promise or guarantee that if you follow the principles outlined in this book you will become Google overnight. Individual results may vary.”).

But what these books lack in academic rigor they make up for in one simple area: they inspire people. To not settle for what they see today. To try something new. To learn. To grow. To believe.

They create the possibility of hope. “Others have done it. I could too!”

So in that sense, Kahneman’s critique is somewhat akin to an adult telling a three-year old child that there is no Santa Claus. My view? The analysis is technically correct, but emotionally bankrupt.

Where success story business books fail the analytical brain, they often are just what the emotional brain needs.

So I don’t know about you, but I’m going to keep on reading business books. By constantly refueling my head with new ideas, I’ll always have something to learn and try. I’ll continue to be inspired by authors like Jim Collins, by companies and leaders who have seen great success, and I’ll suspend my academic doubts in the hope of learning new lessons that might just work.

I’d love to hear what you think. If you believe Kahneman’s critique of Collins and the genre is on the money, or if you believe instead that there is still value in sharing and learning from business success stories, let me know in the comments section below.

Greg DeKoenigsberg’s Law of Institutional Idiocy

Every organization has people who act or work in ways that are detrimental to the brand. Often, if these people get results (meaning they make financial targets or otherwise achieve the goals that have been set for them), they are praised and rewarded.

These off-brand people are a deadly disease. Anyone who is rewarded for working in ways that are harmful to the brand experience will damage your ability to deliver on your brand positioning.

For The Ad-Free Brand, my friend Greg DeKoenigsberg let me do a sidebar about what he calls the Law of Institutional Idiocy. It does a great job showing how the disease of off-brand behavior spreads, but it also applies at a broader organizational level beyond the brand as well. Here it is:

In the beginning, your organization has a tree full of healthy employees.

And then, an idiot sneaks into the company.

That idiot chases away people who don’t like to deal with idiots and uses his or her influence to bring aboard more idiots.

If you’re not very wise and very careful, that idiot gets promoted because people tire of fighting with idiots, who also tend to be loud, ambitious, and politically savvy. And then he or she builds a whole team of idiots. Other idiots start popping up elsewhere in the organization.

That is how you end up with an organization full of idiots.

Letting off-brand people continue to operate unchecked is a quick path to a brand with a multiple personality disorder. It is not only confusing to your brand community, but also can cause lots of internal disagreement and conflict and generally just isn’t they way ad-free brands like to operate.

How do you deal with those who don’t live the brand? Some organizations have a no-tolerance rule and seek to quickly eliminate those who do not live the brand. Some instead just focus on the positive, rewarding those who live the brand while passing over those who do not, even if they are getting results.

No matter which way you go, do not leave anti-brand behavior unchecked. It could make all of your other efforts a waste of time.

A review of the new Jim Collins book “Great By Choice”

I admit it. I’m a total Jim Collins fanboy.

Ever since my friend Paul Salazar first introduced me to the book Built to Last back in 2002, I’ve been a willing member of the cult of Jim Collins. During my time at Red Hat, we took some of the ideas from Built to Last as inspiration for the process we used to uncover the Red Hat values. Then we later employed many of the principles from Collins’ next book Good to Great as we further developed the Red Hat positioning, brand, and culture.

Check out this picture of my copies of Built to Last and Good to Great, with little Red Hat Shadowman stickies marking the key sections I refer to the most. (I’m such a nerd.)

While many of the Big Concepts (TM) expressed in these books may initially seem a bit cheesy and Overly Branded (TM), I’ve come to love and occasionally use some of the terms like BHAGs (Big Hairy Audacious Goals), the Tyranny of the OR, Level 5 Leadership, and my longtime favorite The Hedgehog Concept. Why?

Because they are just so damn useful. They make the incredibly complex mechanics behind successful and not-so-successful organizations and leaders simple and easy for anyone to understand. They are accessible ideas and you don’t have to be a former management consultant with an MBA from Harvard in order to understand how to apply these principles to your own organization.

I’d go so far as to say that over the past fifteen years, no one has done more than Jim Collins to democratize the process of creating a great organization.

So when I found out that Jim Collins had a new book coming out, his first since the rather dark and depressing (but no less useful) How the Mighty Fall in 2009, and that he’d been working on this new book with his co-author Morten Hansen for the last nine years, I was ready for my next fix.

I finished the new book, entitled Great by Choice: Uncertainty, Chaos, and Luck–Why Some Thrive Despite Them All a few nights ago, and here are my thoughts.

This book comes from the same general neighborhood Collins explores in his previous books (I’d describe this neighborhood as “what makes some companies awesome and others… not so much”), but instead of simply rehashing the same principles, this book explores a particularly timely subject. From Chapter 1, here’s how Collins and Hansen set up the premise:

“Why do some companies thrive in uncertainty, even chaos, and others do not? When buffeted by tumultuous events, when hit by big, fast-moving forces that we can neither predict nor control, what distinguishes those who perform exceptionally well from those who underperform or worse?”

In other words, what common characteristics are found in companies that thrive when the going gets wacky? (Times like, for instance… right now.)

In this book Collins and Hansen clearly did an immense amount of research to answer this question. In fact, as with Built to Last and Good to Great, the appendixes at the end “showing the math” for how they reached their conclusions take a third or more of the book.

Their research led to a set of companies that they refer to as the “10x” cases because, during the study period, these companies outperformed the rest of their industry by 10 times or more. After looking at over 20,000 companies, the final organizations that made the cut were Amgen, Biomet, Intel, Microsoft, Progressive Insurance, Southwest Airlines, and Stryker.

Now you may look at this list, as I did, and say to yourself, “Okay, I get Southwest Airlines and Progressive Insurance… but Microsoft????”

Well, as it turns out, the period they were studying wasn’t up until the present day. Because this research began nine years ago, they were studying the companies from 1965 (or their founding date if it was later) until 2002. So in that context, the choice of Microsoft makes a lot more sense. In 2002, Microsoft was still firing on all cylinders (believe me, I remember).

I won’t spoil the whole book for you, but Great by Choice has an entirely new set of Big Concepts (TM) that will help you understand the characteristics that set these companies apart from their peers. This time around, we are introduced to:

-The 20 Mile March: Consistent execution without overreaching in good times or underachieving in bad times.
- Firing Bullets, Then Cannonballs: Testing concepts in small ways and then making adjustments rather than placing big, unproven bets (basically akin to the open source principles of release early, release often and failing fast). But then placing big bets when you have figured out exactly where to aim.
- Leading above the Death Line: Learning how to effectively manage risk so that the risks your organization take never put it in mortal danger.
- Return on Luck: My favorite quote from the book perfectly articulates the concept: “The critical question is not whether you’ll have luck, but what you do with the luck that you get.”

Many of these concepts come with an awesome allegorical story to illustrate them. That’s the great thing about a Jim Collins book: you can’t always tell whether you are reading a business book or an adventure book. In this case Collins (who is also an avid rock climber himself) shares tales from an ill-fated Everest expedition, the race for the South Pole, and a near death climbing experience in Alaska interspersed with specific stories from the businesses he is profiling.

Overall assessment: The book is a fitting companion to Built to Last, Good to Great, and How the Mighty Fall. Simple, accessible, easy to digest, and with some very actionable key concepts that you can immediately put to use. And, unless you read all of the research data at the end, you’ll find it to be a quick read that you can likely finish on a plane trip or in an afternoon.

So go on, pick up a copy and let me know if you agree.

–

If you found this post helpful…

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Google PR team: I salute you for defaulting to open

It’s been a week now since Steve Yegge of Google fired the shot heard ’round the tech industry. In case you missed it, Steve wrote a thoughtful, yet highly charged rant intended to begin an internal conversation about Google’s failures in learning how to build platforms (as opposed to products).

In the post, he eviscerates his former employer, Amazon, and in particular CEO Jeff Bezos (who he refers to as the Dread Pirate Bezos), but doesn’t pull any punches with his current employer either. It is an extremely passionate, well-written piece which, my guess is, will change the conversation internally at Google in a positive way.

But there was one problem:

When posting it to Google+ (which he was admittedly new to), Steve accidentally made his rant public, where the whole world could see it.

And over the past week, pretty much everyone has.

This prominent re-post (Steve took his original piece down, which I’ll get to in a second) has generated, as of this writing, 487 comments and over 11,000 +1s on Google+.

The comments are spectacular and largely supportive. Some have referred to this as Steve Yegge’s Jerry McGuire moment.

But my post isn’t about Steve. He’s received plenty of attention in the past week, poor guy.

It’s about the Google PR team that, in a time of crisis, made the tough decision to stay true to the spirit of openness that Google Senior VP of People Operations Laszlo Bock described in his recent piece in Think Quarterly. From Laszlo’s piece:

“And if you think about it, if you’re an organization that says ‘our people are our greatest asset,’ you must default to open. It’s the only way to demonstrate to your employees that you believe they are trustworthy adults and have good judgment. And giving them more context about what is happening (and how, and why) will enable them to do their jobs more effectively and contribute in ways a top-down manager couldn’t anticipate.”

So if “default to open” is the overall philosophy at Google, how does it play out in practice? As it turns out, Steve Yegge’s rant provides a pretty good data point.

In a Google+ message explaining his decision to take down the original post, Steve described the reaction of the Google PR team this way:

“I’ve taken the post down at my own discretion. It was kind of a tough call, since obviously there will be copies. And everyone who commented was nice and supportive.

I contacted our internal PR folks and asked what to do, and they were also nice and supportive. But they didn’t want me to think that they were even hinting at censoring me — they went out of their way to help me understand that we’re an opinionated company, and not one of the kinds of companies that censors their employees.”

This is not, in my experience, the kind of support that most PR folks would have given Steve in this situation:) And because of it, this episode, however traumatic, serves as one piece of proof showing that Google’s “default to open” approach is not just aspirational bullshit.

I’m sure there are plenty of places where people could argue that Google is not being open enough, or could stand to be more open than they are today.

But in this particular case, in a moment of crisis—where many weaker leaders would have given in to the frightened urge to attempt a cover up—Google stood by its core beliefs and defaulted to open.

While openness is sometimes ugly and painful (as it certainly is in this case), it often allows great opportunities to emerge that would otherwise never see the light of day.

I suspect that when the waters recede, this authentic, beautiful, and raw piece of communication might be the starting point toward something better, not just within Google, but in the tech industry as a whole.

And for supporting openness, even in its most painful form, Google PR team, I salute you.

How is your organization faring in the war of control vs. freedom?

In October 1969, when experts at the US Department of Defense Advanced Research Projects Agency (DARPA) connected the first two nodes of what has now become the Internet, they probably weren’t considering the ramifications of their actions on future organizational cultures. But while these DARPA folks likely wouldn’t have considered themselves management innovators, the Internet they created has rocked the traditional management science to its core.

Sure, organizations have embraced the technological changes that have come with the Internet (or they have not, and have since disappeared). But fewer organizations have truly embraced or even begun to understand the cultural changes that the Internet has ushered in.

We may live in 2011, but given how many of our organizations are structured, we might just as well be working in 1911.

Fundamentally, traditional management and the Internet are at odds over one simple thing:

Traditional management is designed for control. The Internet is designed for freedom.

That’s why the principles used to manage assembly line workers in 1911 are often rejected in 2011 by a new generation of employees who have grown up enveloped in the freedom of the Internet. To them, the old management model is an anachronism; a legacy system held onto by an aging generation of leaders who are unwilling to give up control because they see freedom as a threat.

In volunteer-based community settings, efforts to exert control are often poisonous. Volunteers will simply quit before being forced to do something they don’t believe in or value. Yet in traditional organizational settings, control—over people, resources, and information—is a fundamental lever.

If you’d like to see your organization become more aligned with the spirit of the Internet than the legacy of traditional management, consider looking for places to replace control-based practices with freedom-based practices.

If you manage people, start thinking of your staff members as volunteers in a community. By giving them more freedom to choose things they’d like to work on while giving them additional say in their own futures, you stand a better chance of keeping them feeling like… well… paid volunteers.

When employees are forced to work on projects they haven’t chosen, and don’t believe in or value, they may not actually quit their jobs, but they will often quit in every other way—doing just enough to get by and keep their job safe, or in some cases even undermining the effort.

Often this is a fate worse than having them quit. They become organizational drones, complacent, indifferent, and dispassionate. They’ll stop contributing ideas because they think no one cares. They’ll stop giving full effort because they think it doesn’t matter.

Replacing control with freedom is a great way to inspire your employees to view themselves as volunteers, deeply engaged in achieving the organization’s goals, rather than drones or mercenaries, who seek only safety and a regular paycheck.

Moving from control to freedom is one of the most difficult transitions an organization (or even just a manager) can make. This transition requires much more than simply a good strategy for change—it requires a will to change. Those in charge—the very people who have the most to lose by giving up control—must make a decision that granting freedom is a strategic imperative. The competitive landscape is littered with the carcasses of formerly successful organizations whose management team did not know how—or didn’t have the will—to make the leap.

The strategic decision to change a control-based culture into a freedom-based culture is not one that leaders should take lightly, and it is not necessarily right for every organization in every situation. But in order to compete with companies born in the age of the Internet, employing the children of the Internet, and built in the spirit of the Internet, in the long term there may be few other options.

[This post originally appeared on opensource.com]

Why is this blog called Dark Matter Matters?

Over the past couple of weeks, I’ve had a few people ask me why my blog is called Dark Matter Matters, and since I haven’t told that story in a while, I thought I’d share an excerpt from The Ad-Free Brand explaining it (and appending some more recent information). Here goes:

In late 2008, I was struggling mightily with the question of how you measure and quantify the value of brand-related activities. As someone whose father is an amateur astronomer, I’d long been intrigued by the concept of dark matter in the universe. If dark matter is new to you, Wikipedia describes it as “matter that neither emits nor scatters light or other electromagnetic radiation, and so cannot be directly detected via optical or radio astronomy.”

In other words, it is matter out there in the universe that is incredibly difficult to see, basically invisible, but that has a large gravitational effect. What’s particularly interesting about dark matter is that, apparently, there is a lot of it. Again according to Wikipedia:

“Dark matter accounts for 23% of the mass-energy density of the observable universe. In comparison, ordinary matter accounts for only 4.6% of the mass-energy density of the observable universe, with the remainder being attributable to dark energy. From these figures, dark matter constitutes 83% of the matter in the universe, whereas ordinary matter makes up only 17%.”

I find this fascinating.

And dark matter is still a theoretical concept. Again from the Wikipedia entry: “As important as dark matter is believed to be in the cosmos, direct evidence of its existence and a concrete understanding of its nature have remained elusive.”

But it was actually reading about all the problems with the Large Hadron Collider in 2008 (at the very same time I was having my own problems figuring out how to measure the value of brand-related work) that helped me make the connection between what I do for a living and this concept of dark matter.

The Large Hadron Collider is the world’s largest particle accelerator. It was built on the border of France and Switzerland and is about 17 miles wide. One of the things that particle physicists hope to prove with this enormous project is the existence of dark matter.

I’m no physicist, but as I understand it, the accelerator shoots protons at super-high speeds around the collider, and, if these scientists are lucky, the collisions eventually might produce a few particles that will exist for only a few milliseconds and then disappear again. And these particles might prove that dark matter isn’t just a theory.

Might being the key word. In fact, noted physicist Stephen Hawking bet $100 that they won’t find anything (a bet which he may soon win). The cost of building a collider to maybe prove the existence of dark matter? About $9 billion dollars. (And as of this post, written in September 2011, three years since its was first fired up, we are still looking for evidence.)

Another attempt to prove the existence of dark matter used the Hubble Space Telescope. This image below (which I also used for the header of the blog) was taken by Hubble and first shown by NASA in May, 2007.

In this picture, you are looking at many galaxies a really, really long way away. But you can also see fuzzy gray areas all over that look like clouds. When the astronomers first looked at this photo, they thought the fuzzy areas were a problem with the image. But after analyzing it for over a year, they realized that the fuzziness might actually be evidence of dark matter.

Their reasoning? The fuzziness is actually a gravitational distortion of the light rays from distant galaxies that are being bent by dark matter on their way to Earth. The effect you see is kind of like looking at the bottom of a pond that is being distorted by ripples on the surface.

So finally, scientists had discovered some real visual evidence of dark matter.

I believe the type of activities I talk about in the book and on this blog—those related to building brand, culture, and community—are the dark matter within organizations. Often brand, culture, and community are extremely difficult to measure well, and sometimes accurate measurement is simply impossible.

That’s not to say we don’t try anyway. I’ve seen and even tried many formulas, processes, and products that attempt to measure the value of brand, community, and culture-related efforts. Some of them can provide valuable information.

Others, not so much.

Yet here’s the kicker: brand, community, and culture are having a huge impact on your organization, whether you can effectively and cost-effectively measure that impact or not.

Just as dark matter is a strong gravitational force within the universe even though it is notoriously hard to see and measure, so are many of the things that will lead to the long-term success of ad-free brands.

So that’s how the blog got the name.

One last thing: I’ve been toying with the idea of changing the name at some point down the road, perhaps re-naming it The Ad-Free Brand and simplifying things. If you have any thoughts on that, or if you like the dark matter analogy and think I should keep it, I’d love your opinion. Feel free to comment below or send me an email at chris(at)newkind.com.

Mozilla: A study in organizational openness

My theme this week is organizational openness and transparency and today I’d like to highlight a fantastic example of an organization that has built a culture with openness at its core: Mozilla.

Most of you probably know Mozilla as the organization famous for its open source Firefox web browser. But what you may not know is that open source is more than just a technology decision for Mozilla; the open source way is deeply ingrained in every aspect of its culture.

Last week, Mozilla Technology Evangelist Paul Rouget wrote a post on his blog entitled Mozilla Openness Facts. In it, he attempts to capture as many examples of openness in action at Mozilla as he can.

Here are just a few of the examples Paul shares (read his post if you want to see the rest):

1. An open door office policy: open source contributors are welcome to drop by Mozilla offices and hang out. In fact, Paul notes that he first met current Mozilla CEO Gary Kovacs (before he joined Mozilla) when Gary visited the Paris office where Paul works.

2. Transparent financials: Sure, many companies publish their financial results publicly… because they are public companies. Mozilla isn’t, but still does.

3. Open meetings: No strategy behind closed doors here. Not only are many of Mozilla’s meetings open to the public, they often post the phone numbers (and even video conference URLs) on their wiki.

4. Public product roadmap: Want to know Mozilla’s future technology direction? No need to hire a private investigator, you can find the product roadmap on the wiki too.

Not all of these examples are unique to Mozilla and some of them are simply a part of being a responsible member of the open source movement. But what is unique is that someone took the time to catalog the openness examples.

It’s a fantastic idea, and perhaps something that every company that bills itself as open should attempt to do in a public forum.

I reached out to Paul to ask him a few questions about openness and what motivated him to compile the list of examples. Here are some highlights from our conversation:

First, I asked him about some of the challenges that come with openness and transparency. One of the points he made that resonated most with me is that “being open is not a passive task.” It isn’t enough just to make information open—you must be active about helping people find it.

“Open meetings are meetings where anybody can come. But you have to promote these meetings. Make sure the contributors hear about them. Same for mailing lists and IRC channels, open channels, but you need to find them… Just keeping the doors open is not enough,” says Paul.

Paul also pointed out another crucial lesson of organizational openness, that being open doesn’t mean everyone has the right to vote on everything.

“Being transparent and open doesn’t mean we are a democracy. We listen to everybody, but we believe that the most skilled people should make the most important decisions. And you don’t have to be an employee to be a decision-maker.”

Finally, I asked him why he took the approach of “showing vs. telling” in writing the post (which I loved, very esse quam videri). Here was his response.

“I was trying to define openness. I failed. Much easier to show. Everybody is talking about how transparent and open they are. Even big and closed companies. I say b$%^&*!t, they are not. They just use openness as a new buzz word and a new marketing thing. If you are open, show me your meeting notes, show me your source code, let me be part of your team conference calls, let me look at your metrics, and let me work with you.

I wanted to show that being open is much more than just being open source.”

Well shoot, that sounds a lot like what we are trying to show with opensource.com:)

Nicely done, Paul. Nicely done, Mozilla.

[This post originally appeared on opensource.com]