Our guest today is Dave Zwieback,  the author of Beyond Blame: Learning from Failure and Success and an engineering leader in various organizations in & around New York City.

Dave does workshops for organizations looking to build People First cultures.  If you’re interested in hosting a highly-rated, practical, hands-on workshop based on the book at your company, please contact workshops@mindweather.com. You’ll learn the theory and, most important, get to practice conducting Learning Reviews, a critical new practice for building resilient, people-first learning organizations.

This episode is for you if you’re interested in learning about: soft-skills, career, or management.

Favorite Quotes:

  • I want to work in organizations that have a People first Culture.
  • It is really difficult to judge culture from the outside.
  • This is a preference thing of mine:  I want to work in a culture that puts people before profits, but I’ve worked only in software teams.  If you’re going to send a person to mars, then you’re going to be a mission first organization.
  • Most of the time, you don’t have to choose between the people, the mission, and the product. Knowing which type of organization you are in those times will help you choose when you do have to choose.
  • It’s important to know if a team will do Death Marches.  Do we refuse to have death marches, or do we do them when we have a deliverable or product at stake and we will do anything to make to happen?
  • We’re not putting people first because of some hippy ideal.We are setting up the conditions for people to succeed in a sustained way.
  • We know from research that for 6 weeks or more at 60 hours / week the productivity is the same as it’d be at 40 hours a week.
  • In a people first organization, we’re taking care of the most fundamental needs on the Maslow Hierchy of needs. That enables them to explore, discover, and to find the best work (the self actualization).
  • “How likely are you to share the full story of what happened if your job is on the line? Especially the bits that might get you fired?”
  • In serious legal cases “immunity is offered in exchange for information”
  • “Just Culture” — A culture where there is no punishment in exchange for a fuller account of what happened.
  • Let’s compare and contrast these two cultures:  In Retribution Culture, the punishment needs to be equal to the crime.  In Restorative Culture, Given the thing that happened which was undesirable, the question is: how can we restore the community a state of goodness?
  • My main value is People First; not to the inclusion of product & profits. We get to B through A.