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Stay Away from Workaholics

workaholicI find writing this post a bit ironic and I am, without a doubt, a workaholic. Between the rapid growth of KidoZen, leading the strategy side of TelIago and some third-party projects I work around 16 hours during weekdays and another 8-10 hours during the weekend. I don’t complain about it. I have the privilege to be at a point in my life on which I enjoy what I am doing more than at any other time in my career and I am convinced that it takes that kind of effort to make a difference in this highly competitive market.

Having said that, I tried very hard to not encourage that type of behavior within our team. At KidoZen, our teams work fairly regular 8-10 hour days and although, occasionally, we end up putting insane hours at the end of each release cycle, we never encourage or reward that type of behavior. At this point in my career, as I am convinced most workaholics are damaging to the team dynamics.

My reasoning here is very simple: If you are going to regularly work insane hours you need a structure to sustain that rhythm and most people don’t even think about. I can work long hours because I meticulously divide my focus during the day on different aspects that help keep me fresh. Contrary to that thinking, I found that most workaholic behaviors are completely triggered as a continuous and disproportioned response to short-term needs with little strategy or structure around it.

Here are some of the reasons why, I think, you should stay away from workaholics:

  • Workaholism is contagious: When someone regularly work insane hours to accelerate certain delivery, their colleagues feel compelled to do the same even if they are not equipped to do so
  • Competitiveness: Related to the previous point, workaholism indirectly foment a level of competitiveness within a team that can be detrimental to the long term goals of a specific project.
  • Long term performance degradation: Unless you take the time to structure a method that allows you to regularly work long hours, your performance will degrade over time as an inevitable consequence of exhaustion.
  • Burnout factor: Being burnout as a consequence of working long hours ends of affecting the overall performance and attitude of the team.
  • Short-term focus: If you are constantly burning hours focusing on short term objectives, it becomes really hard to keep thinking and contributing to the long term strategic vision of a product or company.
  • Working hard for the wrong reasons: Ultimately, I can live with workaholics as long as they are driven for the right reasons but I found out that, more often than not, you encounter people whose only objective with working long hours is not passion or motivation but a selfish desire to score some points with their management team.

Those are just some of the elements why I fundamentally try to not encourage workaholic-type behaviors within our team. I would be very interested to hear your thoughts about it. More about this topic in a future post….

 
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Posted by on May 17, 2013 in Uncategorized

 

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Announcing KidoZen: An Enterprise Mobile Platform as a Service

KIDOZEN-LOGO-NEGATIVE_2Today is one of the proudest days of my life. After almost a year of running a very successful and humbling private program we are super happy to announce the general availability of our KidoZen platform.

KidoZen is our attempt to DEMOCRATIZE and REVOLUTIONATIZE enterprise mobility providing a simple, secure and feature rich model to enable enterprise-ready backend and management capabilities to mobile apps. KidoZen is challenging the traditional mobile enterprise application platform (MEAP) model that for years have contaminated the enterprise mobility ecosystem an incredible complex and costly solutions that resemble the mainframe models 40 years ago.

What’s KidoZen?

KidoZen mobile-first platform as a service focus on providing the foundation for the mobile-first enterprise by enabling cloud and on-premise backend to enterprise mobile apps and a sophisticated and secure management experience through an enterprise application store. By using KidoZen, enterprises can drastically improve the agility and time to market with their mobile applications by enabling backend capabilities in minutes rather than weeks.

How is KidoZen different from other mBaaS players?

Contrasting with other mBaaS players, KidoZen is focus exclusively on enabling enterprise-ready mobile backend capabilities. A good part of our mBaaS platform focuses on providing integration with line of business systems through our mobile line of business APIs, we obsess about security, compliance and provide both on-premise and cloud deployment models.

How is KidoZen different from MEAPs?

KidoZen enables backend to enterprise mobile apps in a super simple manger leveraging the mobile development platforms or tools of their preference. A quick example: suppose that you are writing an Android app that needs to authenticate to Active Directory and get a list of items from a SharePoint Server behind the firewall. Using the KidoZen Android SDK developers will only need one line of code to authenticate to AD and another one to query the contents of a SharePoint list.

Try to do the same thing with your favorite MEAP ;)

Details about our private beta program?

It was huge, plain a simple. We were able to acquire some of the biggest brands in the world as customers (over 40 enterprises) and grow a fairly solid partner ecosystem that you are going to hear a lot about in the next few days. We are super grateful to our customers and partners for all the support and feedback provided throughout the last few months.

Immediate Roadmap?

We have put a lot of effort on expanding KidoZen’s mobile line of business APIs to facilitate the implementation of mobile apps that integrate with corporate systems. For the next few weeks, you are going to see a lot of exciting announcements with some of our customers and partners.

 
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Posted by on May 2, 2013 in Uncategorized

 

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Want to Be Creative? Be Happy!

creativity

Cognitive science has become one of my favorite non-technical subjects during the last year. For the last few months, I have been reading a ridiculous amount of books and research papers about different cognitive science subjects ranging from psychology to neurosciences. It never ceases to amaze me how a basic understanding of human’s reactions can help us to make better decisions in the business world or influence the culture of an organization. A great example of this are some fascinating studies that a good friend sent me about some of the elements that influence creativity.

Creativity is one of the most important aspects of successful entrepreneurs. The ability to make creative decisions can influence different aspects of a company ranging from a product design to the culture of an organization. However, creativity is rarely constant. Sometimes individuals can make incredibly creative decisions but that creativity seems to dissipate at times.

Influencing people’s creativity is not an easy task and certainly not one that has a magic answer. However, cognitive science teaches us that there is a very simple factor that can help to increase creativity: happiness!

Yes, you read it right. It turns out that there is a direct correlation between being happy and what psychologists call “intuitive performance”. By that fancy term, scientist refer to people’s ability of making accurate, intuitive and creative decisions. As a lot of studies prove, when in a good mood, people are more likely to make intuitive and creative decisions. Following that argument, it’s pretty clear that we can influence people’s creativity by fomenting an environment and a culture that makes them happy.

However, some other unexpected things derivate from the effects of being in a good mood. It also turns out that, while undoubtedly creative, people that are in a good become less vigilant, analytical and more prone to logical errors. A good mood, is obviously a sign that things are going in the right direction in certain aspects which makes the brain be at a “cognitive ease” state on which we are more relaxed but also less analytical or vigilant.

There you have it, happy people are more creative but can also be less analytical!

Hmmm….interesting dilemma…..

Not really!

From a company culture standpoint, I will always pick creativity and happiness every time. I am convinced is a better formula to win in the long run.

 
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Posted by on May 1, 2013 in Uncategorized

 

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Dreams Fly High at Venture Hive: The Hidden Treasure of Miami’s Startup Scene

venturehiveLast Friday was demo day at Miami’s startup accelerator Venture Hive. This was the opportunity for the companies in the program to present to potential investors and other influential people in the South Florida business community. For me, Friday represented the culmination of three months of my first role as a mentor on a startup accelerator program. While watching the presentations and trying to revisit all the wonderful memories and experiences of the last few months, I couldn’t avoid but feeling very proud of having had the opportunity to contribute to such an important program to help build the startup community in South Florida.

12 weeks I was introduced to Dr. Susan Amat by my great friend David Walsh was crazy enough to propose me as a mentor for the Venture Hive program. I was very hesitant for the obvious reasons: I didn’t know if I have a lot to contribute in terms of experience to the new companies and I my time was very constrained running KidoZen and Tellago. However, after talking to Susan for a few minutes I was completely dazzled by her passion and big dreams to transform a city known mostly as a touristic spot into a startup hub for the South East of the US and Latin America. To this day, I would never forget David’s description of Susan “Jesus, you really need to meet this person” he said “because she is the only person I know who has more energy than you” J and he was completely right. After meeting Susan and her team, I didn’t know exactly how but I knew I wanted to help.

The rest is history, for 12 weeks I had the privilege of mentoring NightPro: a company that is disrupting the nightlife event management scene and which platform is being used by some of the most prestigious clubs in the world. The founders: Juan and Francisco are the core of a super talented team that never seems to stop working and have managed to capture a segment of the market which has escape to the powerhouses in the space like EventBrite or TicketFly. Week after week I worked with that team trying to help in the few areas I knew I could contribute such as technology readiness, raising capital, strategic alliances, etc. Even when I was traveling all over the world, we managed to have online meetings at 3am to make sure I stay on the loop on NightPro’s current activities.

During my time at Venture Hive, I witnessed the evolution of the different teams from small technical solutions or ideas to companies with an structured vision, execution plan and, in some cases, sophisticated technology solutions.

Living in a highly competitive environment, it’s gratifying to see how the different startups managed to compete and yet collaborate intensively in order to make everyone better. That’s the secret of Venture Hive: everyone pulling together to achieve a bigger dream. Obviously, a lot of the startups in the program are going to fail but as long as some of them succeed (and they will) Susan’s dream will continue on and Miami will be able to open its doors to those entrepreneurs from the South East of the US and Latin-America that are dreaming to change the world.

 
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Posted by on April 22, 2013 in Uncategorized

 

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I Want Control, I Want a Pretty Tittle, It Makes Me Feel Happy

controlThe story sorts of goes like this:

One of your employees continuously express the desire of leading or managing specific activity and have more control over certain decisions given their particular expertise on that specific area. After months of hearing this argument, you finally decide to promote that person to that management position to implement some of his ideas. Immediately, you realize that, even though your employee is very happy with the new “title” or position he constantly struggles to make any decision and is constantly asking for the involvement of his superiors to address some of the tasks that fall under his new role.

Sounds familiar?

As recent research studies proves, the sense of control is one of the elements that contribute to people’s true happiness. The ability of influencing the outcome of a situation based on our own actions gives us a sense of comfort and confidence that ultimately becomes an important factor in our happiness.

If we extrapolate this to corporate environments or startups, is not strange to find people who constantly request greater and greater levels of controls for no apparent reason other than to feel important or appreciated. Contradicting with that addictive desire of acquiring control, we must acknowledge that most people have no idea how to exercise control effectively. Quite the contrary, most people struggle when making decisions and going through the pain of taking ownership and responsibility for specific situations.

Even though most capable people like the feeling of having control over specific outcomes, they are constantly challenged by the responsibility that comes with any level of control and start making erratic decisions that affect the rest of the team or, sometimes, making no decisions at all. However, there is no doubt, that people are genuinely happier when they feel in control over specific situation. To address this contradiction, most big organizations create all sort of vague mid-management titles like “Director of X” or “Manager of Y” titles that gives employees the illusion of control in very constrained environments that prevents from causing any harm.

During his days at Opsware, Silicon Valley legend Marc Andreeseen famously said something around the lines of “if titles make employees happy, give them titles….”.

Whether you agree with that philosophy or not (I personally don’t ), there is no doubt  that granting the right levels of control to the right people is a continuous challenges for most Sr. managers in organizations. The easiest answer to that challenge is to hire really talented people that are also solid team players and granting them the right levels of ownership and control so that they can also influence the rest of the organization.

Easier said than done though :)

 
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Posted by on April 11, 2013 in Uncategorized

 

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No Talent, No Problem: Become a Big Company Bureaucrat

Everyone working or doing business with large enterprises at some point have run against the frustrating bureaucracy reigning in those environments. This type of bureaucracy is an inherent aspect of big organizations but I’ve also been surprised of encountering a few startups launched by people with big company background which amazingly presents the same frustrating levels of bureaucracy.

Seeing that phenomenon has made me realize how much bureaucracy is not only a product or big company environments but also a consequence of hiring people with “bureaucratic DNA” ;)    At the end of the day, a lot of times bureaucracy is a mechanism created by people with no real talent in order to survive in a company environment.

How to spot a big company bureaucrat?

If you are working in a big company you already know who those guys are. If not, just look around for some of the following characteristics:

  • They want control but have no idea what to do with it: Bureaucrats demand and fight for control all the time because it makes them feel important. However, when granted control over a specific situation, they have no idea how to make effective decisions.
  • They have no real talent: You wonder who these people bribed to get to their position ;) Big company bureaucrats bring little or no marketable talent and instrument complex processes to hide that fact in the eyes of their colleagues.
  • They manage by fear: When in management positions, big company bureaucrats constantly inspire fear to their subordinates. This is just about the only way they know how to manage a team because fear is the only thing that makes them feel in control.
  • They can’t make a decision without calling a meeting: Making decisions entails taking risks and big company bureaucrats are adverse to risks; so what do they do? They call meetings to make other people responsible for the decision.
  • They call meetings for everything: Big company bureaucrats not only call meetings to get consensus about decisions but they call meetings for everything. Meetings makes bureaucrats appear busy in the eyes of their colleagues and, at the end, they have nothing better to do.
  • Everything is a crisis: Big company bureaucrats feel comfortable in crisis environments because they don’t know how to discriminate real important decisions from average ones. Besides, crisis offers bureaucrats the feeling of being in control that they so desperately need.

What do you think? Do you live surrounded by big company bureaucrats?

 
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Posted by on March 26, 2013 in Uncategorized

 

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Most Enterprise Software Analysts are Useless: Find the Right Ones

During last week’s trip to Europe, I received a call from the CIO of a fairly large organization whom I met last year, soliciting some advice on a technology evaluation process they were conducting on the mobility space. Needless to say I was a bit surprised by the sudden call given that this trip to Europe was exclusively focused on a couple of speaking engagements and I hadn’t scheduled any customer or partner visits. When I inquired a bit more about the causes of their request, the customer explained that they have been increasingly disappointed by the results of their technology evaluation efforts with a very prestigious analyst firm and needed a (in their own words) “more hands on opinion”.

As I started reviewing the analyst recommendation, it turned out our customer was absolutely correct in their assessment. The entire research reflected a very high level technology viewpoint of the different products as focused almost entirely in the support for some well-known buzzwords. While clearly frustrating, this experience is far from being an isolated incident. The fact of the matter is really hard to find enterprise software analysts with the hands-on knowledge about the technologies they evaluate, the technology knowledge and the market perspective to offer a pragmatic analysis about a specific technology trend. Most analysts in large firms, they have little or no practical experience developing products or solutions in the enterprise and they focused their analysis in large customer surveys. Also, these group of enterprise software analysts always seemed to be disconnected with the investment trends taking place in the venture capital or private equity communities which fosters a lot of the innovation that eventually impact the enterprises.

As a result, a lot of organization pay large amounts of money for receiving some very basic and often wrong advice that almost always tends to favor the most established players in the market.  A solid research in an enterprise software space should be a combination of a solid understanding of the current technology but also about the vision behind the product, market conditions, etc.

Obviously, my opinion about enterprise software analysts is far from being a generalization and you can still find some very talented analysts that come from a product engineering background who tend to go very deep in their researches in terms of the technical capabilities of a specific product of technology. I’ve been lucky enough to spend time with some of those rarely talented analysts and received some very valuable advice.

I know my thoughts about this topic can come across as very blunt, but I find it incredibly infuriating every time I see organizations being affected by relying on research materials that are completely disconnected from reality. My advice to enterprise customers to always do the correct due diligence when interacting with analysts. It’s not that hard to determine when you are interacting with an analyst with a solid understand of the space and your current needs or whether you are dealing with a someone who just likes to play to be an expert.

 
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Posted by on March 11, 2013 in Uncategorized

 

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