Archive for the ‘chicken killer’ Category

Pickles In the Water

January 2, 2024

My Personal “Boys in the Boat”

By Peter Zaballos

I was a sophomore at a small private high school right at the junction of Oakland and Berkeley.  An odd place, a two-story warren of cinderblock classrooms, whose courtyard seemed to capture the ambitions and vanities of the students and staff, focusing them, amplifying them. But I did not really fit in as I had carefully avoided ambition of any kind. 

But it was through rowing and the influence of my rowing coach that I found the courage to name an ambition and to act on that ambition. More importantly, I learned to name an ambition that was about more than me, it was about a group. That together as a group, we could have the courage to aspire, to risk, and to win.

An arc of self-discovery so similar to the one eloquently told in Daniel James Brown’s novel, “The Boys in the Boat.”

My classmates came from families who had high expectations – about their own lives and the lives of their children.  In that respectat least, my parents fit in.  Unlike mine, many of the parents were wealthy, well educated, and motivated.  They held high aspirations.  They were keen observers of status and stature.  And were climbers of social ladders.  It was that intersection of interests that captivated my parents. 

As children of poor immigrant parents, when it came time to prioritize the lives for their own children, my parents focused almost single-mindedly on education. Not the learning part, not what it does on the inside of a person, but what it gained for you on the outside. The assurance of success, the label, the stamp of approval, a permanent, durable barrier separating the difficult and meager experiences they had from the ones they wanted for us.

The society of this school seemed to cleave cleanly. It was a world where there walked those classmates who knew what they were capable of and had a sense of purpose that was derived from this knowing. And there were the others, like me, struggling for identity and self-substance. Where the word “uncertain” all too frequently could be used to describe my actions and thoughts. A lack of comfort in my own skin.

What could be said for the students could also be said for the school itself. An ambitious emerging institution, whose headmaster’s self-conscious quest for legacy and status could be seen and felt for what it was. Like its students, the school was in its formative years, manifesting assurance and purpose in some areas, tentative uncertainty in others.

There were fewer than 150 of us altogether. A pecking order was established first and foremost by academic prowess, with a similar structure and sorting extended to sports, clubs, and socializing. Wherever you turned there was classification, evaluation, stack ranking.  

I had no idea how I got accepted into this place. For as long as I could remember I put the very least amount of myself into school. It wasn’t so much the time, it wasn’t even the effort. It was more basic than that. I methodically and subtly perfected the requisite motions and appearance of participating in an education, while also perfecting the ability to fail, miserably — making a bargain with myself that the freedom of this choice was worth what the price I paid in humiliation in the classroom and at home.

Deep down, if I had had the courage to look closely at myself, I would have seen I lacked the confidence to name ambitions in general, with schoolwork just being the place where I confronted this most visibly.

Yet there did exist a refuge in all of this; sports offered a way to hide in plain sight. The hours spent on a field with others, the hours spent on my own, training, running, riding my bike to get in shape, were hours I was away from the constraining expectations and operations of my education.

It was how I could create a sense of belonging to the school. Soccer in the fall, baseball in the spring. Bookends. Never the star, but always a player.

So, when the headmaster informed us at a daily assembly that the school would be starting a crew team, I was immediately interested. It turned out the father of one of the students had rowed and encouraged the headmaster to start a team. The father even produced a coach, Daig O’Connell, a recent graduate of UC Berkeley and a former member of its varsity team. Anyone interested in joining could come to a meeting after school that day.

Who else would sign up for this? The room filled with a few people, people like me, at the margins of the academic and social strata. The folks who were athletically inclined, but who played in the shadows of the more talented and more ambitious.  

We were like a human equivalent of the “Land of Misfit Toys.”

I think Daig couldn’t quite get comfortable with his own experience with crew and the context of our school. Jeez, he’d rowed varsity at Cal, won loads of races, championships, everything. And at Cal there was nothing glamorous about crew; it was serious, hard work.  

Daig introduced the term “candy ass” into our lexicon, a term for someone who liked the benefits of hard work but who was unwilling or unable to produce it. At the time we laughed at the mental image and mocking nature of this insult. But it wasn’t until months after he left that it dawned on us he was really speaking about us. We didn’t really work hard. We weren’t serious. And for all Daig’s experience, he just wasn’t a leader.

So while we raced once, it was a slap-dash excuse of a performance; most certainly we could never have been accused of being fluid or graceful. And it came as no surprise that Daig quit at the end of that first season.  

But we’d formed some sort of connective tissue within ourselves to one another. We’d found a refuge, an identity of our own creation.

The headmaster? He was hooked. Crew team + private school = exclusive image buff. That seemed to be comfortable math for him.  

So he sought out another coach, and soon we were told we had a new one named Giancarlo Trevisan. Giancarlo had an even more impressive pedigree than Daig. He’d been a member of the Italian national crew team and a member of their Olympic team too. Those latter credentials must have been the icing on the cake to bring him on.

There he stood, in pressed slacks, lace-up leather shoes, a neat collared shirt, and one of those light khaki jackets that were so popular in the sixties when he was rowing but looked so awkward and odd in this era. Giancarlo seemed serious, but in this room it was hard to tell if he was serious about his sport or just uncomfortable in these academic surroundings. Maybe it was that he was simply aware of where he found comfort, and that it wasn’t here, indoors.

He was tall and thin, and had the chiseled, dark features we all associated with the stereotypical Italian. His nose seemed to cleave his face in profile; it pointed the way to his smile, or his scowl, both of which began in his eyes.

It was at the first practice the following week, when we stepped into that boathouse, that we realized this was a world wholly different from the one we’d experienced the year before with Daig. Giancarlo was all business, all discipline; matters about rowing, and effort, and expectations were not negotiable.  Giancarlo was a leader.

Miles (who later rowed Varsity Heavyweight at Cal), me, Betsy, Humphrey, John and Giancarlo front and center.

We’d carry the shell to the dock, hoist it over our heads, swing it around and place it in the water. No joking, no horseplay. He’d be there, in his launch, watching and waiting. That khaki jacket, those pressed slacks, but with his leather lace-ups replaced with Converse All Stars. And we’d slowly paddle off to begin a workout. He would idle alongside, his face, his demeanor narrowly focusing on the process of learning not so much about how to row, but how to make use of yourself deliberately, openly. 

At the “catch” the oar is quickly flipped ninety degrees by the inner hand (the one closest to the oar blade) and dipped into the water. Just as quickly the legs are driven down, with arms acting as a tether, pulling the oar through the water until it’s just about to hit the stomach. Quickly the oar is pushed down while the inner hand again flips the oar 90 degrees, turning the blade horizontal, and you push it away, slide forward, and start the stroke all over again. Hundreds, thousands of times at each practice.

There begins the suffering. Blisters develop on palms and fingers. Butts become sore and numb from sliding up and back on the seat — and I mean that literally, how a part of your body can be both incredibly sore, while also being numb. That inner hand’s forearm becomes leaden from flipping from horizontal to vertical, vertical to horizontal with every stroke. Every time someone’s oar scrapes the water on the backstroke just as it’s being flipped vertical, water gets scooped into the air, hitting whoever is behind in the face with a cold, greenish slap. 

Rowing is a complicated sport. The shell is long and thin, with triangular metal “riggers” jutting out at alternating sides, where the oar is locked into place and pivots. One is perched on a seat that slides on rails with feet laced into footrests. Completing a stroke entails pushing the oar forward, blade parallel with the water as it pivots in the oar-lock, body sliding forward until the chest is flat against thighs, with arms extended out to the side the oar is anchored to.  

Rest comes in only two sizes: everyone or no one. So caring for yourself, your needs can only be done in motion, in concert, with the rest of the boat. It was this juncture where Giancarlo focused our attention: we were individuals together. It was there that we could see and feel the bright line connecting his passions to his ambitions, his experience to his expectations, his anger to his humor.

On one particularly miserable afternoon early in the season, cold and gray, a light drizzle had succeeded in soaking us just enough so those backstroke splashes felt personal, meant to harm. We were well into the day’s workout, wet and weary, when Giancarlo directed us to turn around, and row another 4,000 meters. And to alternate the tempo between ¾ and full power. Grueling and painful on a good day, but today it just seemed tortuous.

Then John, who rowed the two-seat, said what we were all thinking. “No, I’m not going to do that, I want to go in.” The reaction this provoked in Giancarlo was unambiguous and instantaneous. He was furious and turned his launch around, tilting it over in the turn almost on its side. The rage on Giancarlo’s face was purple and ugly.  

In that small launch, with arms and legs flailing, he seemed to be desperately trying to reach across the water and grab John, making the launch rock with each convulsion. “What did you say? You’re going to turn that boat around, now!” He barked these statements in his heavily accented English. He was offended as much by the insubordination of John’s action as he was by the broken commitment to the group, how John had unraveled the group’s integrity. John wanted to go in, because he was tired. But no one could go anywhere by themselves.

Newton’s Third Law saved John: the motion of Giancarlo’s arms towards the shell sent the launch further away from us, which sent Giancarlo into an even greater rage. And made it even harder for him to find his words, because he had to divert his energy and concentration to the rocking launch.  

We heard John’s laughter next. It broke the moment. Giancarlo stopped moving, his breathing loud and labored, and then he too broke into a smile, and laughed.  And we sat there, letting our relief fill the space where tension and anger had previously been. Giancarlo spoke first. “So, are you ready now?” That was his compromise. The same instruction, but phrased as a question. It called John’s bluff while letting him save face.  

We picked up where we had left off, but this time John, without saying a word, helped turn the boat around, and out we went for that next 4,000 meters. Each of us made a little wiser, a little more connected, a little more trusting in each other, and in Giancarlo.

In the boat my skin felt just a little bit more close-fitting. My uncomfortable self worked so very comfortably in this crew team. Removed, away from the school but still part of it. Away, but belonging at the same time. And no place to hide. From myself, from my team-mates, and especially from Giancarlo.

* * * * *

I lived about 25 miles south of my school, in a town not far from where Giancarlo lived. Practices happened in downtown Oakland at Lake Merritt in the late afternoon, and the school would give us rides there, but we needed to make our way home on our own. When practice was over Giancarlo would give me a ride home in his VW bug because my house was on his way home. We’d talk rowing, and life, all the way home. I don’t remember a lot of the specifics, I just remember the relaxed and open tone.

Those drives home, he seemed to know what questions to ask to get a sense of my landscape within, he seemed to perceive that the path I took to become what I was in that boat was neither direct nor easy.  Perhaps this is what great coaches do. He saw that little piece that shone through in spite of my best defense. That person I really was and would become.

Over this first season we spent hours and hours together on and off the water, him driving alongside us in the powerboat, shouting instructions in his heavily accented English. I think I saw and experienced every emotion that I was capable of manifesting. Frustration and joy, calm and anger, impatience and flexibility.   

I just kept rowing, and he kept teaching. I’d never had to make a choice about a goal and face the possibility of failure, of being out in the open with my ambitions. But this was exactly what Giancarlo was striving to impart, to coax to the surface. For each of us personally, for us as a team.

Other people — our parents, our teachers — had provided much of the basic outlines of our lives. This crew team was different. It was a choice, and there was no place to hide. We’d chosen to grasp the link between a goal and disciplined, hard work.  We had to say to ourselves, “I will do this, I want this,” and be witness to that commitment.

We began to understand courage, to take those first glances within and see who and what was there.

With enough practice, technique, skill, and strength, a crew team moves the boat together, not like a marching band, standing next to each other and coordinating movements. But together as if each member was born at the same moment and shares some deep genetic connection. It’s called “swing,” and it’s about becoming able to communicate without speaking, thinking the same thoughts at the same instant, to move and think together as one. And when you achieve swing, this incredibly hard work we are all putting in somehow becomes almost effortless.

It’s swing that enables each member to pay attention to energy levels, reserves and motion within the boat without needing a single word being spoken.  

Hands away together, at the same height and speed. Seats forward together, in unison, oars in the water, at the same time and depth, legs driven down with the same transmission of power. Completely effortless, but requiring every ounce of energy and concentration each rower can muster.

At one particularly intense and frustrating practice, we were working on our “power series” — a set of 10 or 20 strokes in the middle of a race where the team might need to put some distance on a competitor or catch up to one who is ahead. It’s a series of strokes meant to break the complacency, break the rhythm in a good way with deliberate, powerful changes.  And on this day we just weren’t making a crisp shift in tempo and intensity, it was ragged and disjointed.

Giancarlo was getting frustrated. We were not translating his direction into the actions he expected or felt we were capable of. He was struggling to find the words to convey how differently he wanted these strokes to be and feel. Maybe it was the wind carrying his voice away, but we couldn’t understand what he wanted and it just wasn’t working. And we were frustrated too, because we so wanted that effortless feeling, that sense of unison.

A momentary convulsion rippled through the boat, and it had started with one of my teammates, Humphrey, completely breaking our concentration. What was it? It sounded like laughter. I heard Humphrey blurt out, “Did he say ‘put a pickle in the water’?”  In an instant we stopped rowing and doubled over in laughter. Giancarlo swung his launch around but, unlike with the outburst months ago from John’s insubordination, this time approached us with a sense of trust. We were stopping for a reason not related to avoiding effort and strain. We were stopping out of a sense of playfulness, confidence, and assurance.

As he got closer Humphrey shouted to him, “Did you say put a pickle in the water?”  Giancarlo cut his engine and let out a laugh. “No,” he shouted back. A pause. “I was saying put a big hole in the water — with your stroke.”  That accent did us in. We all laughed, together.

Our four, in the Oakland Estuary, trailing whoever we were racing (“pickle in the water” visible in the upper left corner of the photo).

I think it was there, at that moment, that we realized just how much we had committed ourselves, to our ambitions, to Giancarlo, and to each other.  We had learned how to speak the same language, and it had nothing to do with accents.  It was having a vocabulary that let us speak of our ambitions. As we approached the competition season, it began to weigh on us that all these months of practice would come down to six minutes of racing time. An entire season’s worth of racing amounting to less than an hour on the clock.  

In a race, the rowing is done differently than in practice. The countless hours you’ve spent on the water going back and forth and back and forth are replaced with a sharply defined standoff: you, your competitors, a 2,000-meter straight line, a start and a finish.  

Just beginning to move at the start is different. In practice, you just start. No drama, no tension. In a race the start is almost overwhelmingly defined by drama and tension. The rudder is held by someone to keep it in line with the rest of the competitors. Everyone is crouched, seats slid forward, arms and oar extended, so that when the command to start the race is given, the first action is to aggressively apply power to your oar, to move off the line and into the course as quickly as possible.

After the completion of that first stroke, the seat slides forward only part way – to speed the next — and down it goes again. The next time it slides forward a little more, and then again, and within five strokes each rower is taking the full length of the slide, and making long and fast fluid motions. It feels like the slow uncoiling of a tightly wound spring, and it’s a struggle for the team to settle into the more sustainable rhythm needed for the rest of the race. With the start complete, the coxswain takes command, keeping track of where the boat is relative to competitors, getting a sense for the energy and timing of the group and each rower. 

Anyone who feels the boat losing ground to a competitor can’t do much on their own to affect that. They need to somehow convey urgency and aggression to each other without any one of them becoming the person who disrupts the progress by going too soon, or pushing or pulling too hard or too fast. They rely on the coxswain’s commands and that unspoken communication among the rowers to understand who has reserves and who doesn’t.  

The coxswain’s primary job is to be the jockey of the boat — to understand the race strategy, and adjust the tactics to confront how the race is unfolding — to understand the state of the crew, to read the rower’s abilities, reserves, and confidence.  To motivate and direct. The cox also steers the boat, holding a rope in each hand, which trails back to the tiller at the stern of the shell.  The rope threads through wooden dowels, which act as grips, and also serve the same purpose as drums did on roman galleys. Those wooden dowels are slapped against the side of the boat (the gunwales) and produce a loud “crack” that is felt as much as it is heard by the rowers. To keep time, to signal urgency.

The coxswain’s more nuanced, more intimate, more fundamentally critical role is communicating where the boat is relative to the competitor.

Competitive progress and results in a race are spoken of using a special lexicon: “seats” (how many seats – places in the boat – a boat is ahead or behind the others), “open water” (that there is a gap between the leader and the next boat), and best of all “lengths”, (how many lengths of a boat separate the leader from the next boat).  

We had no idea how good we were, or more importantly, could be. No real first-hand knowledge of how we stacked up against other crews; the prior season had told us so little. If anything it informed us of desire, but what was murky was not knowing if what we desired was achievable. Candy asses or worthy competitors? We didn’t know.

Until our first race.  

This is a sport where uniformity is considered a requirement — same height means same stroke length, making it easier for everyone to move together.  Same weight/build means more uniform stroke power, making headway more consistent and smooth. But we were a dog’s breakfast of athletes. We ranged in size from 5’ 8’’ (me) to 6’ 3” (Humphrey), more than one of us stocky and muscular, one thin as a string bean.  

Like the flight of a bumblebee, where the laws of physics say it shouldn’t be able to fly, the sensibilities and experience of the rowing community said we’d make a poor crew team.  We had joined a league with 30 years of history, rowing against schools that had worked to create reputations, had legacies to care about and care for.  They were older schools than ours, schools that had earned the elite credentials our school was so actively striving to emulate, or surpass.

A first-time crew coming from this yet-to-be established school, its role in the local education landscape still forming, and with a coach who spoke with an Italian accent — well, whatever reputation preceded us inspired little in the way of fear or respect.

So that first race meant a lot to all of us. When we arrived, the other teams couldn’t believe their eyes when we got out of our cars and walked up to the dock with Giancarlo. Redwood High was the reigning champion, and the first thing their coach said to Giancarlo was “Where’s your varsity?” Not only unwelcoming, but just plain rude. Giancarlo explained, in his accent, that we were in fact the varsity.

It was the nervous look we got from him that told us what we needed to know.  Nervous because he wanted to get us on the water, in his and our element. 

We got in our seats, tightened the laces on our footrests, put our oars in the oarlocks, closed the cages, and pushed off the dock. We paddled out into the open water and waited for Giancarlo to pull alongside in his motorboat. The warm up was focused, nervous, and silent. Fifteen, maybe twenty minutes of practicing starts and making sure we could transition to a steady tempo for the longer middle section of the race.  

“You know what to do. Fast off the start, and then settle down, find your rhythm,” he said as he turned the steering wheel and peeled deliberately away from us. Just as he was about to leave earshot, he added, “Put a pickle in the water,” and punctuated his joke with a broad grin. He was nervous, but not too nervous to be himself.  

He’d watch us from his launch, alongside the racers, as we made our way up the course. Out of earshot, out of sight, and out of mind.  

We headed to the start line, a series of four small platforms anchored in the water, each boat pulled up to a platform. We backed up to ours, and a race official leaned over and took hold of the boat’s rudder.  

Each of us had his seat drawn forward, oar extended, blade in the water, tensed and ready to drive his legs down for that first stroke. We were all waiting to hear the official say “Etes-vous prêt?” (are you ready?) and then the pause before he says “Partez” (go).

Coiled, tense. But the official said “Boat 1 bow-seat take a quarter stroke” to point the boat. A flush of activity in the boat, and we coil again. More silence. 

Again it’s the official calling out “Boat 3 two-seat take a quarter stroke.” 

More silence. More agony. But then we heard it, “Etes-vous pret?” and a rush of adrenaline hit my bloodstream like a fire hydrant knocked over in a car chase, and the knot in my stomach hurting, burning. Then we heard “Partez.”  

The noise was deafening. Seats sliding, oars snapping back against oarlocks, breathing, water splashing. Each rower struggling to keep a clear sense for how the weight was shifting with each stroke, how quickly seats were sliding forward, how much strength got put into the leg drive, into each sweep of the oar.

Those first ten strokes were violent indeed, each rower close to panic, struggling simply to keep up.  

As we transitioned from the start sequence to the more deliberate tempo of the race, we also began to let go of individual fears to secure a tighter grip onto collective fears, our collective self.  

We were now 50 yards into the 2,000-yard race.  

As we found our rhythm, we began to get a sense for what needed to be done.  It was subtle, but in these frantic moments, this calm place emerged. We could feel our advantage before we could see its manifestation in our position on the water.

The boat seemed to lift little by little out of the water. We could feel the effort of each stroke seem to diminish the more we moved together. But none dared look to the left or the right, to see where we were against our competitors. Finally someone shouted, “Where are we?”

Our coxswain Betsy shouted back, “We’ve got two seats on Bishop O’Dowd, down a half a length on Redwood. Open water on Berkeley.”  

What? Redwood HIgh is the reigning champion, and we were only down a half length.  And Berkeley High? They had 2,000 students to choose from.  The news hit us like bricks, but bricks from behind, roughly propelling us forward.   

Now we could hear the other coxswains, shouting similar updates to their teams. Frantic, loud.

Pickles in the water. We focused on rhythm and channeled our energy, our confidence, to our oars.    

“Twenty power strokes, on my mark,” shouted Betsy. We leaned into ourselves, our reserves, but not in a desperate way, in a calm and comfortable way.

At the end of our twenty Betsy delivered the news. “We’ve got open water on Bishop, pulling even on Redwood, 1,000 yards to go,” she shouted. We felt good.

We heard Redwood’s cox call for twenty. “Twenty more, now!” came the response. And there was no desperation or panic in her voice, because she could see how nervous the other team was, she could see the upper hand coming our way.

More pickles in the water: large, comfortable, deliberate, well sized.

Five hundred yards to go and we heard, “We’ve got two seats on Redwood!”  She’d stopped telling us about the other teams, they were behind us, and no longer relevant. Instead of calling for power strokes, she just had us pick up the pace in general. Slapping the wooden tiller handles on the gunwales of the boats, making that slap/crack sound we could hear and feel.  

We began rowing away from them. The crack of Betsy’s tiller handles was faster than the crack we heard from Redwood. And Redwood could hear this too.  And she just kept at it. We no longer had the breath or the energy to ask where we were, and she wasn’t saying. We were more worried about how long we could hold on to this pace than knowing our exact position.

“Twenty more strokes to the finish, give me twenty power strokes!” And that was all we needed. Twenty brutal, grueling strokes, arms, legs, shoulders, lungs — everything on fire.

We crossed the finish line, not sure of anything. Betsy screamed, “We won, we won, we won!” as we slumped over our oars, chests heaving, but quickly leaving that behind to start celebrating. Splashing each other till we were soaking wet with fetid lake water. Screaming with delight and pride.

We looked over at the Redwood team, and the dejection and defeat on their faces was etched in angry acid.  We weren’t supposed to win, or even come close.

There was Giancarlo, pulling up alongside of us, a bursting, barely contained smile. And for a moment, we were all there together, unsure of what all this meant. And we lingered, just a bit. In this place of comfort, certainty, trust.  Knowing we’d be rowing back to the dock differently than we had rowed out from it. 

It was hard to contain the excitement, harder still when we saw the anger, the dejection, frankly, the embarrassment of the other teams. This wasn’t supposed to happen. The boat was up and out of the water in a flash, cleaned and put away even quicker. Giancarlo exchanged pleasantries with Redwood’s coach, but it appeared nothing pleasant was taking place between them.

For the rest of the season we continued to line up at starts with that knot in our stomachs and Giancarlo’s sparse but playful sendoffs. With the same violent conversion of power and energy into fluid, efficient motion. And in the process we made a transformation, gaining an understanding of who and what we truly were, and found rare comfort there. 

We won, a lot. Went all the way to the league championship. And won that too.

Our eight, on the right outside lane, at the Nationals in Philadelphia. We would finish third.

Along this arc of achievement, we found a place where our fear and our bravery were held comfortably together in our hands. Making silent pacts with our inner voices, speaking words of hope and naming goals. Articulating ambition, feeling its texture, knowing its taste in our mouth, its scent in the air. Most important, gaining an understanding that ambition and humility can and should be close, intimate friends. 

It wasn’t about success, it was that we went down a path of our own choosing, guided and driven by acknowledged ambitions. 

* * * * *

A little over a year ago my parents mailed me a set of old photos and awards from when I was a kid, and in with these were some photos of my time on the crew team. Pictures of us, taken from a bridge overlooking one of our races, where we’re all little dots in a boat, with oars outstretched, all perfectly parallel.  As we had so meticulously been trained to do.

My favorite photo is the one taken just after we had won the league championships. All of us lined up, holding our oars in the air. We’re wearing shirts that said “CPS Varsity Crew,” our inside joke, going back to that first race.  With expressions of joy on our faces. Pure joy. Misfit joy. There’s Giancarlo, kneeling in the front. That wide grin visible, and, if you knew where to look and how to read his expressions, a certain sense of pride.  For us, and for him.

So there I was on the phone with my friend Miles, a member of that first team, having not spoken to each other in more than twenty years. We each spontaneously, independently remarked that rowing for this man was the first time each of us had ever felt like a success, at anything. That we had ever felt valued, and valuable, for simply who we were, and who we could be.  

It was heartbreaking and wonderful to see how he had had the same effect on each of us.  

Giancarlo gave us this place where we could take our very first personal risks. He taught us to be deliberate, and to acknowledge and manifest our own ambition, and he gave us the opportunity to learn what it was we had within ourselves.

PART FOUR: GORDON BELL BUYS A PORSCHE 911

April 21, 2021

By Peter Zaballos

TALES FROM THE EARLY-ISH DAYS OF SILICON VALLEY

When I was at LSI Logic in the mid and late 1980s I had a chance to meet with and work with some of the titans of computing. In a lot of cases not the publicly recognizable titans, but people who profoundly changed and influenced the nature of computing, laying the foundation for the types of devices and experiences we take for granted today.

One of those people is Gordon Bell, and I met him when he was the head of engineering at Ardent Computer. Yes, that Gordon Bell. The architect of the Digital Equipment VAX. The recipient of the National Medal of Technology and the IEEE John von Neumann Medal.

[I wrote about the role LSI Logic played in enabling Ardent and later, Stardent when they merged with Stellar Computer]

I met with Gordon to understand how complete their system architecture was and what he felt the remaining challenges and risks would be. I loved hanging out with him – he was as brilliant as he was affable – comfortable in his own skin.

Along the way we talked about all sorts of stuff, and discovered we both liked sports cars. A lot. Back then, when Silicon Valley seemed to be driven more by a collective desire to simply push the state of computing forward, and less so about making a ton of money, sports cars were just more affordable. On an engineer’s salary you could own a Porsche, even a Ferrari. And lots of folks I worked with did.

An ad from 1985 for a 911 cabriolet

In fact, Palo Alto High School would have a car show – where people would bring their cars and park them on the football field and then folks like me (and presumably Gordon) could wander around and slobber all over the range of cars. And this car show was primarily Porsches, Ferraris, and Shelby Cobras. The cars that were casually displayed on that football field are worth millions today. Back then, tens of thousands. 

And it turns out that Silicon Valley had some real racing expertise in its back yard. I discovered this by accident, when I was looking to buy a house and found one I liked in Los Gatos. The yard was literally strewn with Porsche 911s in various states of repair. When I asked the real estate agent who the seller was she said Jerry Woods. It would be years later that I realized that Jerry Woods is the technical genius and chief mechanic of the Porsche 935 Paul Newman helped take to second place in the 24 Hours of Le Mans. I should have bought that house — and the cars!

But I digress. Actually, this is a great example of the nature of the conversations Gordon and I would have about cars. Going deep down these tangents, then remembering to bring the conversation back to engineering and semiconductors.

My favorite memory was him telling me how he had just purchased a Porsche 911.

He went on to say how much he hated going to car dealers. He just hated the whole process of being somewhere unfamiliar like that, and being at the mercy of a salesperson who had the upper hand on information.

So he said he called the local Porsche dealer in Palo Alto, and asked to speak with a salesperson. When he got that person on the phone he asked “Do you have this month’s edition of Road and Track? Go find it and call me back.”

When the salesperson called him back he said “Turn to page 7. Do you see that 911 in that ad? I want that car. And I want it in this specific color. And I want you to deliver it to me here at the office. I will have my bank make payment on my behalf. You just need to show up with the car and paperwork. We can sign it all here.”

There was silence.

The salesperson tried in vain to talk Gordon out of this. 

As Gordon told me this story he was almost giddy with delight. I think he got as much pleasure from how he bought that car as he did from driving it.

And talk about a forward thinker. People buy cars like this all the time now. Back in 1985? He must have been the first.

Read “Whistleblower” Right Now

February 25, 2020

By Peter Zaballos

In the space of a few hours I devoured Susan Fowler’s incredible story of strength — “Whistleblower” — and you should too. Right now.

The bravery this woman demonstrated, telling a story of harassment and mistreatment that is sadly prevalent, is as important. The strength it must have taken her to press “publish” on her blog post, not knowing the impact or the consequences, is simply staggering.

Her story shines a light on what women confront every day. And men may either see it happening or are perhaps a party to, and in any case most certainly are not doing enough about ending the behavior.

MEN DON’T SEE OR FEEL WHAT WOMEN EXPERIENCE

That’s right. Women put up with significant – for lack of a better term – abuse – that men simply don’t. And worse, that men don’t even see it or are aware of it. They may not be aware of it for benign reasons – perhaps you can’t see what you haven’t yet experienced yourself. And they may not be aware of it because they are the perpetrator of the abuse. But the difference between the paths men and women traverse each day is real, and significant.

There’s the sexual abuse of being cat-called when walking down the street. Being touched inappropriately and the unwanted and unwelcome hugging. Or being told something offensive – a joke or a reference to their body – and then being admonished for not going alond with “the joke.”

Put another way, men simply don’t worry about the following:

  • Walk down a street at night, by themselves
  • Go for a run or bike ride, by themselves
  • Walk past a group of the opposite sex
  • Meet a member of the opposite sex in a business context without worrying about a sexual advance

I have lost count of the women who have told me this is their DAILY life. This list is as sobering as it is horrifying. And men never worry about having any of these circumstances happen to them. And what they don’t see, they often don’t feel or believe.

WHAT SUSAN DESCRIBES IS REAL

Being a woman is hard enough, but what’s worse is not even being able to do your job – the one place which should be a safe place to be yourself and do your best work. And in the last ten years of my career, the more I took the time to speak with the women on my teams and in the companies I have worked for, I can say that Susan’s treatment is not uncommon.

I have spoken to tens of women who have described major and minor acts of abuse. There’s the daily intellectual abuse of being talked over, having ideas appropriated, or being simply ignored or dismissed because they are women. And then there’s sexual abuse or even assualt. And as Susan so bravely points out, there can be shocklingly little in terms of protecting women, with limited or no options to respond.

Susan Fowler is courageous because she wrote about what she experienced not knowing what the consequences would be for her. And the consequences in the short term were huge — (did she lose her job? Spell out the consequence for those who don’t remember the details of the story). And, we learn in the book, this was not her first experience speaking out and paying dearly for her bravery and honesty. What she endured at Penn pursuing her degree (or rather, degrees) was horrifying.

READ WHISTLEBLOWER, NOW

Please buy and read Whistleblower. It will show you in searing detail what it is like to be a woman in a male-dominated culture. It is extreme. Uber was much worse than many companies, but what she experiences there is a reflection of what women experience in general as they make their way through careers, and life.

Thank you, Susan for being brave enough to share your story. We all now have the obligation to make sure this doesn’t happen again.

Tiny acts of aggression

February 10, 2020

By Peter Zaballos

I’ve written a fair amount about equality in the workplace and the need to understand and empathize with people who are not in positions of power and authority – here, here, here, here, here, and here. Empathizing is critical to how we will get gender and racially balanced leadership teams and workforces.

And when you happen to be in a position of power and authority – like white males – you simply do not see or experience the headwinds, aggression, obstacles, and outright discrimination that the people in the minority do.

I’ve been blogging since 2008, and in that time the comments I have gotten on my blogs have fallen into two categories: Generally complimentary, and machine-driven manufactured comments meant to drive some SEO agenda (I think). I approve every human generated comment, and trash or mark as spam every machine-generated comment.

Over the weekend I got this comment on this blog post I published:

I am one to be transparent and run to the controversy, not away from it. So of course I approved it. It is so over-the-top, and so out of character.

In almost twelve years of blogging I am experiencing the first troll. Perhaps this is a badge of honor. I’ve finally arrived. But to me it highlights the difference between what me – a white male – experiences online, and what women and minorities do.

I am a serious car fanatic, and one of my favorite publications focused on car nuts like me is Jalopnik – the writing is super high quality, and they intentionally focus on writing with diverse viewpoints. Their writers and editors are comprised of men, women and minorities. Intentionally.

So it came as no surprise that Jalopnick exposed the horrifying difference in treatment that their male writers and editors experience from their female editors and writers do. Horrifying.

You don’t need to look far or wide to see how prevalent this imbalanced treatment is. Just follow an independent woman on twitter and you’ll see the different paths men and women encounter online. Here’s one. Susan Fowler. From yesterday.

Follow @susanthesquark

Yes, I’ve got a troll on my blog. Yes he/she said nasty things. It’s easy for me to let this blow by – I am secure in the knowledge I am none of what trash is being thrown at me – but women get 100x this. Every day. It’s not so easy to let that volume of crap blow by you.

So, go listen to the ‘Not To Be Sexist, But’ podcast by Dave Obuchowsky. Please.

Follow Susan Fowler. Even better, buy her book. Please.

Understand the world these women navigate.

And as my wife would remind me, the difference between me and this troll is that tomorrow morning they will wake up as a troll. 

So, “CML” thanks for reminding me. Reminding me that tiny acts of aggression directed to me are just that. Tiny. And are nothing compared to what women (and minorities) deal with. Every day. 

And CML, good morning to you!

Unseen Entrepreneurs

September 12, 2019

Why are some innovators so easily overlooked?

By Peter Zaballos

I want to tell you about a serial entrepreneur I know in the small town I used to live in.

When my wife and I moved the family to Wisconsin in 2001, the state was “trending” — its economy was fairly strong and it was attracting entrepreneurs who were finding like-minded folks interested in bringing new ideas to life away from the intensity of the coasts. (This changed during the recession, and Wisconsin, at least, hasn’t really recovered.)

Image result for wisconsin

The region in general is one where there is not a lot of risk taking. For good reason — if you’re a farmer you control so little of what might make your season successful, you can’t count on abundance every year. Taking risks is hard, and being bold even harder. When I was a venture capitalist looking at investments in the Midwest and as an executive at a technology firm in the Midwest I ran into the same thing — a very complicated relationship with being bold.

That entrepreneur I know there, while born and bred in Wisconsin, seems to have the same high tolerance of risk that I do. And, like me, when they see a problem or opportunity they have a viable solution for, they can’t not do it — they simply just can’t let it go.

Let me give you an example. In our college town of about 14,000 residents — only about 8,000 are full-time residents (the rest are students living in rentals who generally leave over the summer) — a small farmer’s market in a parking lot of a hardware store on the edge of town brings a dozen or so produce, honey, and other vendors together with the people who want those things on Saturday mornings. People drive in, pick up what they need, chat with a vendor or two, maybe stop into the hardware store, and leave.

It totally works in terms of a marketplace, but it misses a bigger opportunity — creating a space that could bring the community together and foster business, cultural and social growth.

The entrepreneur I know was a founding board member of a downtown revitalization organization that was frequently asked by community members to bring the market downtown, where there are parks and greenspaces designed for public events and businesses that could use the added foot traffic. Multiple times the group reached out to the Saturday market — once going as far as scouting locations with them — but the Saturday market always ultimately declined to move downtown.

Everyone saw this as a problem with just one solution: get the Saturday market to move downtown. When the City Council asked the downtown group to try, once more, to establish a downtown market, the entrepreneur went outside of the box and proposed adding a second weekly market instead.

They were met with “Why do that, when we already have a farmer’s market?” and “Are you going to be able to get enough vendors or enough visitors and customers?” and “Isn’t it too late to start a market this year?” The entrepreneur didn’t know the answer to any of these questions, but they were willing to try anyway. So they proposed 1) a team of key stakeholders, including vendors from the Saturday market, to plan the market, and 2) that the new market be a pop-up, a proof of concept, to make people feel less anxious about the risk.

This is where their world and my technology startup world have a high degree of alignment. Starting a tech company is one long slog through “won’t big company X just kill you?” or “that’s not going to get to scale” — in both of our cases you create something by focusing on the very small number of reasons why it will succeed while ignoring the substantially larger number of reasons why it will fail.

The entrepreneur led a team through the process of researching the market, engaging key constituents such as city officials and understanding their concerns so they could be addressed, deciding what kind of market they wanted to be (Grower only? Arts and crafts? Dog-friendly? Live music? Food carts? More about the quantity of options or the quality of options?) and then, finally, deciding when and where it would happen. Subgroups focused on critical operations needed to make the market happen: working with the city streets division and the police to ensure public safety and needed infrastructure like trash pick up and caution cones; attracting vendors mid-season (to reduce perceived hurdles for risk-intolerant vendors, the entrepreneur had the key insight of waiving vendor fees for the first year); and getting the word out to the community, among others.

With clarity of vision and a well-thought-through plan, the team launched Whitewater City Market on July 21, 2015. The planned layout was for eight vendors: 17 showed up. By week five, 45 vendors were coming, and the community was showing up in droves.

The entrepreneur and their team worked furiously to keep up: collecting stats, taking surveys, meeting every week to assess what went well, what didn’t, and adjusting accordingly. And with clear consistent communication and a continuous process improvement approach — the market came to feature local craft beer and kombucha and moved from its initial location to one that provides more shade, among other improvements — the number of weekly vendors grew to 60 (after swelling to 90, a number unsustainable for the size of the town), and the visitor count routinely exceeded 1,000. 

This is significant in a city of 8,000 full-time residents. Imagine creating — out of thin air — a forum that brings more than 10% of a community together. Every week. 52 weeks a year. Because, by popular demand, the market runs year-round, moving inside a local library on Saturday mornings November through April where about 20 vendors offer eggs and kombucha and bread and winter vegetables and aquaponically grown greens and the like. The market is sustainable, generates income for vendors and its parent organization, and supports two part-time paid internships.

And there are numerous unseen benefits to the market. In recent years the community lost its local grocery store, so the need for locally produced food is even more critical. The market offers “incubator” spots free of charge to new vendors for up to three markets so they can test whether there’s a market for what they have. Because there are two markets in town — the other one continues to happily plug along — having two places to sell his produce helped at least one farmer stay in business and on their farm.

And the large number of customers make for fast innovation: the market’s honey vendor went from testing home-brewed kombucha with customers to bringing it to the market, launching Komboocho Brewing, selling it at multiple markets and finally commercially canning and bottling it and making it available in retail locations in less than two years.

The Whitewater City Market is also the only place I know where you can get your axe sharpened while enjoying a wood-fired pizza.

Truly a success story, and one of many I can tell you about this person. Before I introduce the entrepreneur, tell me — who did you imagine them to be? 

If you pictured a man, you wouldn’t be alone. The image most people tend to have when you say “entrepreneur” is generally about mostly men building high technology companies. Lots of growth. Computer science nerds. Engineering chops. 

What if I told you that entrepreneur was my wife, Kristine?

I wrote earlier about the painful lessons Kristine and I learned when we decided she would leave her career to care for our children and I would focus on my career. It did my career well — I’ve spent it entirely in high growth technology startups and as a venture capitalist. Hers, not so much. So, over the years she’s thrown her excess capacity into side projects that combine her strategic ability to see viable solutions to an unmet need and and her dogged focus on process and communication to actually get the job done.

The more I witnessed the success and trajectory of the Whitewater City Market, the more it became apparent that I was, in fact, married to an incredible entrepreneur. Starting a city market was exactly about seeing a need no one else has seen — or, if they had the idea, was unwilling or unable to see through to fruition. Because, in life as as in tech startups — ideas are cheap; it’s execution that matters. 

And the skill and insight to do this is the same whether you run a tech startup or a nonprofit. The need to deeply believe in the value of your solution in the face of — best case, aggressive indifference, but more often disbelief or opposition — is exactly the same. And the need for funding, to be constantly fundraising and making due with what your financing will support — also exactly the same. 

Don’t believe me? Let’s see what key challenges both for-profit and nonprofit leaders face:

  • Identifying a truly unmet need. That’s easy to say. Maybe it’s better framed as “seeing the potential for a solution when no one else does.” It’s the same whether you are building a software-defined anything or bringing a community together.
  • Assembling a leadership team. Whether you’re a venture-backed startup or a community market manager, finding competent leaders who can scale what you’re doing is hard. And essential. 
  • Leading. Leading with a capital “L” is essential to any business breaking new ground. This is so much more than leading employees and volunteers. It’s about orchestrating buy-in from all the people and entities that have an influence on your idea. Investors, partners, government entities, neighbors, and even competitors — they all need to see the potential and follow.
  • Communicating a vision. This is inextricably linked to leading. But in a nonprofit you are leading people whose compensation is not financial. Communicating a vision to inspire volunteers is sure a lot harder than doing it for folks you are paying to listen to you.
  • Orchestrating change. I mentioned before, in both for-profit and nonprofit startups the biggest execution challenge a CEO will face is orchestrating the massive change this new opportunity is going to require. It requires focusing the one reason you will succeed and ignoring the tens or hundreds of reasons why you might fail. 
  • Persisting despite setbacks. Another key quality of leading is pushing yourself and your team over the hurdles and regrouping and persisting when you hit a wall — and you will. Managing setbacks and outright failure is one of the most difficult and most vital aspects of leadership. 

It’s pretty much the same challenges — the difference is in how we reward success (or not). But despite the similarities, I have seen the bias against non-profit street cred first-hand when my wife and I go someplace and meet people, frequently other folks from the tech industry. When they ask what I do and I explain, there’s this instant acceptance and validation. And all I usually say is something like “I ran marketing at a cloud computing company.” And truly, all my companies have ever done is solve a fairly technical problem that, unless you’re in DevOps or are a CTO, you won’t understand or appreciate. But I get instant credibility and interest.

When Kristine explains what she does, the conversation path is short and awkward, and she is generally received with what amounts to “well isn’t that nice, you’re helping people.” I have seen the eyes glaze over, and I have rarely heard anyone ask a follow-up question. It really annoys me, because that rigid mindset is the kind of mindset that prevents seeing an incredibly successful serial entrepreneur at the top of her game.

I say “serial” entrepreneur, because the market is just one of the side gigs she manages on top of her day job in marketing and communications at the university in town. She’s not unlike Marc Beniof, who saw the potential for software-as-a-service and faced a full decade of “smarter” people telling him his idea would never work. (That idea was SalesForce.com.) Originally I’d compared her to Elon Musk, who started and runs multiple companies, but but both my wife and my daughter pointed out that he is rather creepy in terms of his relationships with women. 

What’s the tie-in with Beniof and Musk? In the same way people wonder how Elon Musk can run three companies at once, the people in our community (and I) wonder how Kristine can run all three of the businesses she is the founder and CEO of (more on the other two in another blog post) in addition to her day job at UW-Whitewater. She does it because she can’t not do it and she puts in the hours to make it happen. Just like all the entrepreneurs I know.

So why am I writing this? It’s hard not to acknowledge that this is most certainly a love letter to my wife. But it’s also a letter of admiration to an inspirational entrepreneur from a guy who spent 30+ years building technology startups and lamenting that people starting and running “nonprofit” businesses are not seen as peers to people running for-profit businesses. And when I say “people” — I really mean women as well as people from diverse backgrounds.

Kristine isn’t just “behaving entrepreneurially” but is in fact a kick-ass serial entrepreneur. Maybe you have one in your community. You should tell them that.

You miss 100% of the shots you don’t take

December 15, 2009

Something I have just loved about being in the venture capital business is the people I’ve met, running businesses I did not fund.  And of those there are a few I found so relevant to my own interests, and with founders who had such passion and integrity, that I continued to meet with them well after saying “no.”  Trying to be a productive sounding board, making introductions, passing along knowledge or experience where it seemed helpful.

It’s always been such a pleasure to get the updates from these CEOs, they arrive when you least expect them and it’s exciting to see how things are developing, where the connection is no longer the possibility of financing, but a genuine interest in the business and a relationship with the CEO/team.

Dustin Hubbard of Paperspine is one of these.  His company offered a subscription service for books.  Physical books.  He  had the idea for his company after finishing a book, and having no room for it in his already jammed bedside table.  So, he planned and planned, left his job at Microsoft, started and ran Paperspine out of his garage.

Paperspine worked really well, and solved problems that people cared about.  It probably saved my family hundreds of dollars, just with my 16 year-old daughter, a voracious reader, and who routinely dropped tens of dollars at bookstores, only to read the books once.  She loved Paperspine.  She was on a five book out at once subscription at one point, and it enabled more massive reading without bankrupting her.

And while Dustin had gotten Paperspine off the ground with funding from friends and family, he couldn’t raise his next round of financing – in a market where raising money is almost impossible anyway.  But he applied himself to solving this problem with every ethical means imaginable.  Cut costs to get to break even, went back to work at Microsoft, tried to expand into ebook rentals.

Dustin and I spoke every 45-60 days, where he would walk me through his latest set of challenges, his ideas to address them, and we’d then spend the next hour testing his assumptions, plans, and brainstorm solutions.  But he always arrived prepared and ready to dive into a meaningful discussion, and sometimes I could help, other times I think he just valued the opportunity to have someone outside the company to run his thinking by.

But for many reasons, some within in his control, many outside it, he was unable to get his next round of financing.  And he seemed to be reaching the limit of how much this business was encroaching on his life, quality of life, and family.

So, last night I was truly saddened but not necessarily surprised to receive an email from Dustin, saying that he was closing the doors.  I can only imagine how hard this was for him, how heartbreaking.

And he closed off his dreams for Paperspine with the kind of grace and thoughtfulness that we should all take note of, and admire.  You should read his final blog entry, a real fitting testimonial to a worthy business, and an incredibly decent founder.  And you can see pictures of his “warehouse” in his garage, and learn more about how he took his idea and brought it to life.

His wife framed this so well, reminding him that “you miss 100% of the shots you don’t take.”

That phrase captures the essence of what it means to take an idea that crossed your mind, and have the courage to start a company to bring that idea to life.  And you bring it to life focused on why it will and should succeed, while also keeping, in a separate place, the knowledge that there are many reasons why it could fail.

Dustin, you should be very proud of what you accomplished and learned these past two years, but you should also be very proud of how you ran your company, and how you finished.  Well done, not painless, but well done, indeed.

A-players hire A-players, B-players hire C-players

April 28, 2009

This is one of those sayings in the startup world that is so accepted that it’s crossed the border of familiarity and become a full-time resident of the land of trite.  

Guess who coined it?  Steve Jobs.  That’s right, Steve Jobs, when he was getting the Macintosh off the ground.  It’s a phrase we used at RealNetworks a lot, and one that my partners and I use as a result. 

But that it’s trite doesn’t mean it isn’t relevant or true.  It is.  Absolutely. 

And it’s a subtle but important concept to really understand.  What do A-players do for you?  Everything.  Most important, it’s the tone they set in the organization and their influence on the behavior and performance of others. The hiring is critical too, but that’s a byproduct of everything else.

  • A-players are at the top of their game.  This means they know the difference between good and great.  In the work they do, and in the standards they set for those around them and those in their organizations.
  • A-players aren’t threatened by someone better than they are.   Rather, they’re relieved.  That stuff they were struggling with?  They’re happy to get that into the hands of someone who can run with it, faster and more nimbly.  How liberating.
  • A-players know what they don’t know.  A corollary to the point above is that A-players know when they don’t know something, and ask questions.  They have the security to not need to know the answer to every question, and know how valuable intellectual curiosity is.
  • A-players can’t tolerate C-players.  So they make sure the C-players are replaced.  And guess what? The rest of the organization is relieved and inspired.  They know who the C-players are, and have felt the drag on performance.  It may sound harsh, but it’s true.

To me the most essential capability A-players bring to an organization is the tone they set for it.  Their definition of “good” is so much greater than a B or a C player’s, it’s as if they’re speaking a different language.  In fact they are, and it’s critical the organization you’re in all speak the same language. 

This is why starting up companies is so liberating for A-players.  I remember when I was at LSI Logic in the early days, fresh out of college with my head spinning in this startup.  The CEO, Wilf Corrigan, made a comment to me once about why he loved being CEO of LSI Logic so much more than being CEO of Fairchild Semiconductor (which he had been before founding LSI).  He said “because I created a company with only people I wanted to have there, not ones I inherited.”  At the time the answer sounded sensible, but now I realize what he meant was he could hire A-players from the start. 

But don’t get me wrong.  A-players are not a homogenous bunch.  There’s a huge, huge spectrum of abilities and characteristics among them.  Some can be incredibly thoughtful and compassionate, others can be intellectual bullies and seemingly heartless.  But the connective tissue that binds them all together?  They know where to set the bar/standard and how to hold themselves and everyone around them to it.

Man On Wire – Best Startup Movie Ever?

April 1, 2009

I saw Man On Wire for the first time in February; I’d read a snippet somewhere about this being the story of the man who tight-rope walked between the two World Trade Center towers in 1974.  And at a certain level, that’s exactly what this movie is about.  It’s exquisite.  The tight-rope walker, Philippe Petit is almost a caricature, his vision and ambition equal parts boundless and focused.  I’ve seen the movie three times now, and each time it’s more revealing.

What viscerally strikes me is how it tells the story of starting up a company.  This is all about having an idea so audacious it’s almost not believable to someone who hasn’t drunk your kool-aid, yet.  It’s about staying focused on the one reason why you will succeed and not the 10,000 reasons why you will fail.

Man On Wire reveals four super-compelling principles that underscore what it’s like to be in a startup, and if you haven’t been in one, it’s a wonderful way to get a sense for what it feels like to be there:

  • A meticulously constructed plan, discarded.  Philippe Petit spent six years planning this act, including building scale models of the towers’s roofs, constructing a tight-rope the same length as the towers in a field, and on and on.  And guess what?  The day of the “coup” huge elements of the plan had to be thrown out, the real world just didn’t cooperate.  This is “why the numbers in your operation plan are wrong” writ larger than life.
  • Repeated visualizations of the outcome.  This is one of the critical mechanisms to ensuring you’re focused on why you will succeed.  Philippe from the moment he learned of the Towers construction, visualized walking between them.  For years and years visualized walking that wire, how he would do it and succeed. This is critical when you only get one shot at an opportunity, like he had. 
  • Significant emotional toll.  Getting something done that’s ambitious, with a visionary leader means you will do things that are difficult and way outside your comfort zone.  You will find out who the chicken killers are, who can be relied on and who can’t, and most importantly what you can rely upon yourself for.  It’s messy and painful, and you will be different as a result of this experience.
  • The fear of not succeeding.  Philippe’s obsession was on success.  Startups are all about being laser focused on why you will succeed, and your only fear is success NOT happening.  I just can’t say this enough.  People who are afraid of failure may very well get great things done, but just not at startups.

For me the most piercing and fiercely honest confession of the entire movie is when Philippe describes the moment when he committed himself to walking that wire.  A simple shifting of weight from the foot resting on the tower to the foot resting on the wire.  Silent and internally deliberate. 

Compare/contrast this with the article in this April’s Outside Magazine about why people participate in risky sports, and profiles BASE-jumper Ted Davenport.  Neuroscientist Russell Poldrack asserts that there are three ingredients to risk taking: desire for adventure, relative disregard for harm, and acting on your desires without fully thinking them through.  That last factor strays way, way too far into the landscape of recklessness and separates Philippe from Ted.  There was nothing reckless about Philippe Petit.  Deliberate, honest, ambitious, meticulous.

So see this movie for the reasons I outline above.  Also, let yourself ask the other questions.  Like “how can someone afford to spend six years planning this”?  How “real world” is that?  We’re not getting the full story here, but it sure is enjoyable. 

Before your Netflix delivery arrives watch Philippe break Stephen Colbert out of character on the Colbert Report, and you’ll hear Philippe describe that moment when he shifted his weight onto the wire.  Mesmerizing.

Effective networking – as easy as public speaking

March 19, 2009

Over the past few weeks I’ve had a series of conversations with people about what makes an effective networker, and following up my post about the Seattle 2.0 Awards event, “networking” seems like a timely/relevant topic.

To me networking is the ability to develop a real and sincere personal relationship with someone around a topic that the two of us find interesting, relevant, and important.  It’s bidirectional, about giving and getting.

No surprise it has nothing to do with LinkedIn or Facebook.  Just look at the About LinkedIn page: “We believe that in a global connected economy, your success as a professional and your competitiveness as a company depends upon faster access to insight and resources you can trust.”  This is under the heading Relationships Matter.

Wait a second, this is about stuff for you, it’s not about relationships. 

Networking is about taking “what goes around comes around” to heart, and focusing on what you give to someone, beginning with an understanding of that other person.  It’s creating some durable residual value through a conversation, and the goal is to produce a lasting memory of you and your talent/intellect.  Along the way they’ll learn about you, but that’s secondary; it’s the byproduct.

OK, but this can be scary to do.  You are going to reach out to someone you don’t know or know well and ask for something.  In some aspects, this puts you in a situation similar to public speaking (and we all know how comfortable that can be for people).  You need to “perform” and expose some vulnerabilities.  It gets a lot less scary for me when I don’t view this as networking, and instead view this as a way to form and nurture a personal relationship.

Perhaps in this first conversation you do have a favor to ask, or maybe you just want to establish the relationship, or have this person keep an eye out for a role or opportunity relevant to you.  It’s this slice of memory that will provoke them to make the introduction you just asked for, remember your name and repeat it to a relevant contact, or to take your call and grant you a favor someday later when you ask it.

I do this all the time for people, and I don’t mind it one bit.  As a matter of fact, I love it.  I just did it while writing this post.  Someone I know has taken on an ambitious consulting project, and a former colleague of mine who has since become a rock-star marketing exec could help her out.  I loved connecting them, a good fit of two thoughtful, talented people –  who I have real and sincere personal relationships with.

This is taking your values as a person and applying them in a professional context (something I touched on in an earlier post) and doing this in an interpersonally “deliberate” manner. 

And then I thought, well there is networking I hate and am not comfortable with.  It’s the “forced” networking of work-related events – when you’re in a crowd and making the small talk that on occasion produces an interesting and memorable discussion.  This is perverse because in my role as a VC a big part of my job is to get out into the market, to attend events, and to “network.”  I am horrible at small talk, and I admire people who can establish ease and comfort quickly with someone new, and find some common ground.  I am still learning here.

But I approach this in the same way I had to learn to speak in public.  It doesn’t mean I’m always comfortable, it just means I’ve trained myself to do it.  And there are a lot of conversations along the way that just seem to fill space and time, but there are also those moments when I meet someone where we can establish an actual, meaningful conversation.  And then I’m right back in my comfort zone.

Failing in Style – Guest post by Jenny Hall, former CEO of Trendi.com

March 16, 2009

Jenny Hall has graciously agreed to a guest post.   Jenny was the CEO of Trendi.com, a social networking destination focused on young women’s fashion that was shut down in October of 2008, and discusses what she learned as a first-time CEO through the startup and eventual failure of Trendi.

This blog focuses on this juncture of success, failure, and finding the meaning from each.  I think you’ll enjoy what Jenny tells us through her first-hand experiences at Trendi.  Thank you, Jenny, for being OpenAmbition’s first guest writer.

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I really don’t like failure, but I know it’s one of the best sources of learning. I learned a lot the past few years working at a startup, and I learned even more as a result of it failing.

I joined Trendi.com in March of 2007 as the head of marketing and I ended at Trendi in October of 2008 as the last employee and CEO. We had investors, a smart team, a fabulous domain name, a popular blog and so much more going for us- so many reasons to succeed– yet we failed. 

When people ask me “what happened?” I usually say we ran out of money. That’s the cop-out answer- running out of money is a symptom of the underlying issues. I think our underlying issues were communication related (unclear communication with each other, of expectations, and with our customers) and experience related (being young, excited, wanting to do it all and getting nothing done.)

I learned lessons from the mistakes we made as a company and my personal mistakes. Of the many lessons learned, these are the ones that stand out the most to me.

Your target audience should be so excited about your product that they’re pushing you to launch, even if it’s crappy when it launches.

I joined Trendi after the founder received funding for his idea. (I know- that never happens! We were lucky.) I talked to my target market occasionally, but didn’t seek their regular input for 2 reasons- 1) I trusted the investors and founder were right in their beliefs that the idea was a winner and 2) I was afraid of the reaction if I discovered we were wrong and proposed changing the concept.

I should have let my market share what they value, even if it differed from what we wanted to create. Sometimes we get caught up in what we’re building, fall in love with it, and fail to realize other people don’t see it the same way. It’s like parents with ugly babies (hey, there ARE ugly babies) that filter out all negative comments because they’re so in love with what they created. Trendi was, in some ways, my ugly baby.

Launching a product your market is begging to use, even with a few rough edges, will have more success than a fully developed site that doesn’t add any value. Plus, you’ll tie your market emotionally to the product. They feel invested and valued and voila- you have your first product evangelists. Furthermore, their input is the ammunition needed when confronting a team, investors, or a board about why a major change needs to take place.

Keep the focus simple and narrow.

Once you know what your audience values, keep your focus only on the features you need. Trendi started out (on paper) as a simple 8-page design. We quickly escalated the site to include a robust back end, picture management system, full social network, etc.

Extra features added time to our launch, increased the burn rate and made the user experience…fragmented. We assumed the users would like what we built only to find out they didn’t like or use all the features and it was difficult for them to figure out the ‘point’ of the site when they arrived.

We over-built Trendi for one main reason: We didn’t have a plan.

Sure, we had some general milestones, but we didn’t have an actionable, communicated business plan. When there is no plan, startup employees turn into hormonal 13 year olds with severe ADD. Anything catches their attention and can change the intended course of action. What are the competitors doing? Why don’t we have this cool feature? Let’s make it pink! No grey! We need a YouTube video STAT! (Get the idea?)

People often ask where our board was during this process and I’m embarrassed to say we didn’t have a formal board. We had our investors who would give us time when they could and we had some friends we would call on informally…but no board to help us keep focus.

Don’t do it just because all the cool kids are doing it.

There were an onslaught of “social shopping” sites in 2006 and early 2007. We jumped onto that trend and while it’s important to know the trends and competitors, it’s more important to figure out what your substantive differentiation is, how that difference adds value and how to make money because of it.

This is a mistake businesses and people make all the time- doing something because everyone else is doing it. Why do we feel more comfortable when we’re doing what everyone else is doing?

I now know questioning the trends and value proposition needs to be done regularly- at least monthly- to ensure the choices made are in the best interest of the company.

Hire only when it’s absolutely needed.

Everyone should be fully utilized before anyone else is hired and increasing the number of employees doesn’t always speed up the launch. For a company like Trendi, we probably only needed a CEO, two developers, and a designer. Ideally the CEO would have been someone who deeply understood the target market, could raise money, inspire the team, and was a stellar marketer, writer or able to contribute another key skill.

Instead, we were almost a year into the project and 15 employees deep before our Angel (who owned the majority of Trendi at that point) stepped in and made a drastic change that involved laying off most of the employees.

Yowza. Hard lesson learned. The team stayed lean and more productive after that.

If it won’t matter in 3 months, don’t spend too much time on it.

We could spend a whole day talking about how our rating system would look or a week bantering back and forth about a press release. I should have asked myself – will this matter in 3 months? If it won’t matter then, why spend too much time on it now? Time is a precious commodity in a startup and should be spent on what matters the most- quickly building a product your customers love.

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Funny how our resumes show our successes and we take full credit, yet we leave off the failures and if they come up, we blame others. I wish I could blame Trendi’s failure on other people and circumstances, but I can’t. No startup has it perfect- we all deal with difficult employees, investors and economic strains. I have to accept that as a company we made mistakes, but I also have to look back and accept my personal contribution to those mistakes.

Accepting the personal mistakes hurt my ego. I screwed up and it made me question my ability to lead others, my knowledge as a marketer and my future ability to start another business. But somewhere in facing my failure and accepting these mistakes, I was able to learn how I can be a better leader, new things I can try as a marketer, and that I do have the strength to try again.

I always hope for success and aim high, but I now face failure with a humility and thankfulness I didn’t have before. Ignoring failure only hurts you later- you can stuff it away and try to pretend it didn’t happen, but it’ll bite you in the butt at some point. I know that if I face failure as a teacher (a harsh one, but still a teacher) I’ll become stronger and smarter.

I like tea, Thai food and good happy hours. If you want to join me in Seattle for any of these, email me at jennymhall@gmail.com.