Lessons Learned from 30 Days of Blogging

Posted on Published by Eugene Eric Kim

Last month, I decided to blog every day. As I explained earlier:

For whatever reason, I’ve found writing hard to do the past few years, and this year has been the hardest. I’ve also been disinclined to think out loud, even though I’ve had a lot I’ve wanted to say and share, both personally and professionally.

Mid-way through the experiment, I reported:

What it’s been doing is helping unlock whatever has been inside of me. I’ve been precious about sharing what I’ve been thinking, not wanting to say them unless I can say them well and feeling paralyzed as a result. I’ve also found it overwhelming at times to try to blog. I guess things are crazy in the world right now, and it’s not only affecting my mental health, it’s hard for me to make sense of it all.

Blogging as a practice has reminded me not to be too precious. The less I try to say, the less overwhelming I feel. The more frequently I share, the less I have to worry about saying it all in one piece, which makes it much easier to write. Plus, even though I don’t think I’ve shown it yet, I’m starting to remember what it feels like to write well. I’m rounding into shape again, which always feels good.

…

The biggest surprise has been that sharing regularly has helped me re-engage with my broader community. I didn’t think anyone really followed this blog anymore, and because I’m rarely on social media anymore, the algorithms seem to have decided I’m not worthy of most people’s feeds. Still, some people are paying attention to what I’m saying, and getting to hear from them has been a treat and is also motivating me to write more.

After having finished the experiment, I’m not sure I have anything different to report, other than to say that I don’t think I had any breakthroughs after 30 days, and I want to keep exercising this muscle. I thought seriously about extending my project through the end of the year, but I opted against it for a few reasons. Even though it wasn’t particularly stressful, it wasn’t stress-free either, and I don’t need the added pressure this month. It also tires out muscles that I’m using for work right now. I can focus on developing these muscles more when work settles down.

In the meantime, I think the exercise still is helping me share more than I was before. This is my third blog post in December. I think a good pace for me is to be blogging about once a week, especially when those posts are more or less organic.

Maybe the most interesting thing for me was seeing what I chose to blog about. This wasn’t just a writing exercise, it was a sharing exercise. I aggregated all of the tags from those 30 days of blog posts and ran them through WordClouds.com to see if I could detect any patterns.

Not surprisingly, I wrote a lot about COVID-19 and the elections. It was nice to see that I wrote quite a bit about collaboration. This wasn’t my goal, but I admit I was curious to see how often I felt compelled to write about “work stuff” — the original purpose of this blog — especially when I had so many other things on my mind. I loved that I wrote about a lot about making — food and art and photography and stories in general.

Finally, I was curious about the people and places I wrote about. Here were people I knew whom I mentioned in various posts (not including my partner and sister, whom I mentioned often and didn’t bother tagging):

I loved seeing this list. My interactions with others play such a huge role in what I think about and how I feel, and I love being able to share this space with the people in my life.

People I mentioned whom I don’t know:

Places I mentioned:

  • Africa
    • Nigeria
  • Alaska
  • California
    • Bay Area
      • Colma
      • Oakland
        • Joaquin Miller Park
        • Mountain View Cemetery
      • San Francisco
        • Fort Point
        • Golden Gate Bridge
    • Los Angeles
      • Forest Lawn
  • Cincinnati
  • Santa Fe
    • Ghost Ranch

A World Where Mediocre People of All Races and Genders Have Opportunities

Posted on Published by Eugene Eric Kim

Today, the Miami Marlins named Kim Ng their new General Manager. She is the first female GM of any of the major professional sports leagues in the U.S. (baseball, basketball, football, and hockey), and she is the first Asian-American GM of Major League Baseball.

I’ve been a fan of hers since she joined my Dodgers as an assistant GM in 2001. It’s a historic moment for sure, and it’s also shameful that it took this long for her to get a GM job. Her credentials are impeccable. She’s been in baseball for 30 years, and she has three championship rings. By all accounts, she’s an incredible negotiator, talent evaluator, and manager, and she is highly respected by some of the biggest names in baseball. It seemed like a sure thing for her to get a GM job in the first decade of this century, and she got plenty of interviews. But it never happened, and in 2011, she took a job with Major League Baseball.

Progress has to start somewhere, and this is definitely something to celebrate. However, all too often, people point to barriers like these being broken and think that the work is done. The work is not done. If we live in a world where only exceptional folks like Ng get opportunities, then we will have failed.

A truly equitable world would be one where all professional sports leagues were full of mediocre GMs of all genders and races.

I didn’t fully understand this until I learned about Janice Madden’s groundbreaking study of Black coaches in the NFL. She found that, from 1990-2002, Black coaches far outperformed white coaches. Her research led to the Rooney Rule in 2003, which required that teams interview at least one minority candidate for coaching positions.

Here’s the kicker. Success isn’t just more Black coaches in the NFL. Success is more mediocre Black coaches in the NFL. As Madden explained:

If African-American coaches don’t fail, it means that those with equal talents to the failing white coaches are not even getting the chance to be a coach. Seeing African-American coaches fail means that they, like white coaches, no longer have to be superstars to get coaching jobs.

We should absolutely celebrate when we see superstars in any field who are women, Black, transgender, etc. Representation matters. But we should be even happier when we see fields full of mediocre women and other underrepresented folks, because that is a true indicator of equal opportunity.

I hope Ng succeeds, but in a weird way, I’ll be just as happy if she’s mediocre.

Why You Can’t Have It All

Posted on Published by Eugene Eric Kim

Anne-Marie Slaughter wrote a wonderful essay in this month’s Atlantic Monthly entitled, “Why Women Still Can’t Have It All.” It’s directed toward women, but it’s really for everyone who cares about work-life balance in his or her own life and in society as a whole. Her basic premise is that “having it all,” while possible, is predicated on a series of half-truths:

  • It’s possible if you’re just committed enough
  • It’s possible if you marry the right person
  • It’s possible if you sequence it right

To change this, we need to:

  • Change the culture of face time
  • Revalue family values
  • Redefine the arc of a successful career
  • Rediscover the pursuit of happiness
  • Enlist men

Slaughter’s essay struck me on two levels. First, the lack of women in positions of structural power does not reflect an “insufficient commitment.” Slaughter writes:

To be sure, the women who do make it to the top are highly committed to their profession. On closer examination, however, it turns out that most of them have something else in common: they are genuine superwomen. Consider the number of women recently in the top ranks in Washington—Susan Rice, Elizabeth Sherwood-Randall, Michelle Gavin, Nancy-Ann Min DeParle—who are Rhodes Scholars. Samantha Power, another senior White House official, won a Pulitzer Prize at age 32. Or consider [Sheryl] Sandberg herself, who graduated with the prize given to Harvard’s top student of economics. These women cannot possibly be the standard against which even very talented professional women should measure themselves. Such a standard sets up most women for a sense of failure.

While these “superwomen” are trailblazers, we cannot view the existence of these kinds of women as a measuring stick for a more equitable society. I recently had a Facebook exchange with Tara Hunt about some of the systemic challenges that women in technology face. I referenced Janice Madden’s study of African-American coaches in the NFL and wrote:

I think the problem is that if you’re a woman in tech, you have to stand out in order to make it. We’ll know that real progress has been made when there are just as many crappy female programmers or entrepreneurs as there are male.

Second, we have to reevaluate how we define success for ourselves and for society as a whole. If success is solely about rising to the top of our professions, then the vast majority of us our failures. When did balance, happiness, and family fall out of that equation? And if they haven’t, if we all truly value those things, what kind of structural shifts do we need to make to support them?

At the beginning of the year, I blogged about Groupaya’s three goals for 2012. One of our goals is, “Space for renewal, learning, and play.” I noted:

This is my favorite goal, and it will be the hardest one for us to achieve successfully. When you’re action-oriented, it’s very easy to spend all of your time, well, doing stuff. But it’s not necessarily healthy nor good for business nor good for the world.

When I said, “it will be the hardest one for us to achieve successfully,” what I really meant was that it would be the hardest one for me.

I go out of my way to emphasize to my peers how important I think this goal is. I am constantly reminding my business partner, Kristin, never to apologize for her lack of scheduling flexibility due to her 10-year old son. (The fact that she often does speaks to the unfortunate societal mindsets around work and family to which Slaughter alludes and that we all unconsciously perpetuate.) I am constantly discouraging my colleagues from working on weekends. I go out of my way not to overallocate people’s times.

While my colleagues will credit me for all of these things, they will also (un)happily point out that I am terrible at modeling them and that it sends a very mixed message. Earlier this year, I was complaining to Kristin and my other colleague, Rebecca, about a client who was having trouble respecting boundaries. I observed how often this client emailed or called “after hours,” then admitted that it was more the symbolism than the logistics of this that bothered me, because in reality, I kept similar hours.

“You mean you both work late into the night and start work early in the morning,” responded Rebecca in exasperation. She then told Kristin about an epic email exchange that she was copied on between this client and me that had started after she had gone to bed and that had continued before she had woken up.

I have realized for some time that the sheer numbers of hours that I work along with the lack of clear start and stop times create stress for my colleagues and undermine our collective goal for space and work-life balance. On the one hand, I resent this. I’m not asking others to be like me. Why should I be punished for my persistence and commitment? Why should I hold back if I feel passionate about what I’m doing and compelled to keep doing it?

On the other hand, it’s not about either-or. It’s about finding the balance. The truth is, I’m not happy about where the balance lies for me right now. Adjusting how often and when I work won’t just help others, it will also help me.

Moreover, when I dig deeper into why I work the hours that I do, it’s not all about passion and drive and all that rah-rah stuff that I like to pat myself on the back about. There’s a dark part of me that doesn’t truly believe that we can be “successful” (whatever that means) if I don’t “work my ass off” (whatever that means).

The rational part of me understands the hidden traps of this kind of thinking. The rational part of me understands that space and balance means that I’m more creative, I’m more effective, and I’m more pleasant to be around. I know from experience that slowing down can mean going faster. I know all of these things, but I’m worried that my dark, hidden beliefs undermine my attempt to achieve balance. Even worse, I’m worried that they undermine my attempt to support my colleagues in living this balance.

Finding this balance takes work and discipline, but it also requires reexamining the structures around you. We’re experimenting with a lot of things at Groupaya right now. We have tools that help manage our information flow so that we’re not disturbed after hours. We all track our time, and I’m trying to figure out how we might reward people for working smarter, fewer hours.

It’s not easy, and we don’t have the answers yet, but it’s a necessary exploration. If your structures don’t reinforce your beliefs, then neither will your behaviors. This is true for individuals, for organizations, and for society as a whole.