Archive for the ‘equality’ 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.

Black Lives Matter

June 23, 2020

A post from the DiamanteScholars.com blog

By Peter Zaballos

Seattle protest organized by Black Lives Matter, June 3, 2020

[This post originally appeared on the Diamante Scholars Blog and was published there on June 11, 2020]

When we founded the Diamante Scholars a year ago, one of the core tenets of the program is that it “helps high school students with overlooked and unseen potential find a path to higher education and career success.”

Overlooked. Unseen potential.

What has happened in this country over the past ten days is all about overlooked, unseen potential. It’s about systemic racial discrimination. It’s about the fact that the United States is a fundamentally racist nation that (hopefully) is about to admit that and do something about it.

Achieving equality begins and ends with understanding what life is like for someone other than yourself. My wife and I attended the George Floyd protest at Westlake Center in Seattle on Saturday, May 30. And we saw people of all colors there. Peaceful. Families. And we also saw agitators — like a white guy carrying a baseball bat. Who brings a baseball bat to a peaceful rally? We all know where that rally went. But those peaceful people of all colors were not the instigators of the violence or the looting.

We also attended a protest rally outside the Seattle Courthouse on Wednesday, June 3 that was put on by Seattle Black Lives Matter. Again, people of all colors were there. And one of the speakers, who I believe was Ebony Miranda, made a point of thanking all of us for being there. They also reminded us that when it comes to defining the issues that matter, Black people are the ones who define what matters to them. They are the ones living with racist oppression every day because of their skin color.

I cannot know what it feels like to be Black – I’m a white male and have lived my life with privilege. Every step of the way. For years my black friends have told me about what it is like to be them. To be highly educated and highly successful and to still endure the constant judgment and discrimination that comes just from the color of their skin. One of my friends years ago educated me about DWB traffic violations – Driving While Black. About how often he is pulled over in his car simply for being Black and driving a nice car.

But it’s not just this one friend. This past week a close friend, Dave Cotter, who is Black — and a successful technology executive — wrote a heart wrenching blog post about what it is like to be him. About being pulled over in his own neighborhood and in the surrounding neighborhoods and being asked “is this your car?” and “why are you here?” He’s even been pulled over driving his ski boat, and asked if that was his.

For those of us who aren’t Black this moment is all about listening. It’s all about empathy and understanding. And all about empowering, about hope, about opportunity for action.

And about how the direction we need to head is clear. 

Why am I writing this on the Diamante Scholars blog? Because we are committed to helping students find their paths and realize their potential. Regardless of race, ethnicity, religion and many of the many other factors that make us human and unique. Because we are committed to seeing our students for exactly who they are: people with dreams, people with futures ahead of them, people who deserve to be seen for their talents and actions.

While racial injustice and racial discrimination are not new, what does seem to be new is the broad acknowledgement that enough is enough, and it is time to do something about it. And what is getting done is messy. It is certainly unfortunate that violence and looting have happened, but it’s a fundamental tragedy that Blacks have been systematically oppressed for 400+ years. And we have to change this.

On August 28, 1963 Rep. John Lewis gave a searing speech at the “March on Washington” and his words are just as urgent and relevant today as they were then. Which is tragic in its own right, but this passage seems to be fit once again for what we are seeing across our nation:

“To those who have said, “Be patient and wait,” we have long said that we cannot be patient.  We do not want our freedom gradually, but we want to be free now! We are tired. We are tired of being beaten by policemen. We are tired of seeing our people locked up in jail over and over again. And then you holler, “Be patient.” How long can we be patient? We want our freedom and we want it now. We do not want to go to jail. But we will go to jail if this is the price we must pay for love, brotherhood, and true peace.”

We are committed to seeing our students for exactly who they are: people with dreams, people with futures ahead of them, people who deserve to be defined by their deeds and actions. And who deserve to be free. We strive to empower our scholars to use their voices, to be advocates of racial justice. And their voices are here for us to listen to them, and for us to learn from them as well.

Here is how Kristine and I are personally supporting change where we live, in Seattle. 

We support the brave protesters who are literally putting their lives on the line to stand up for justice by helping them with bail as they get arrested. 

We support the Black-owned businesses that are critical employers and fixtures in our community.

We support local politicians who can take on the structural change that is so urgently needed

Finally and most important, we are listening and learning:

  • And most importantly, we spend time with our Black and brown friends, to clearly understand how different the paths they take through are from ours.

We found some of the above resources from the 2020Protests.com website, which also lists protest resources for people in California.

Do what others doubt. Help end racial injustice.

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!

What I’ve Learned Over a Career

September 19, 2019

By Peter Zaballos

Reflections Upon Retiring

I have officially “stopped working,” which is a way of avoiding saying I have retired. I’m still active on two technology company boards. Still very much on a number of near-vertical learning curves.

But leaving my professional role has caused me to look back. And looking back, it’s easy to see and feel what was meaningful — and what wasn’t — in 30+ years of building high-growth technology companies. Let’s start with what wasn’t.

What wasn’t meaningful were the financial and business milestones I had a hand in achieving,  because business metrics are outcomes — of strategy, execution, and culture — but they aren’t the end in themselves. They’re the means to an end. I helped three companies change the very shape of computing, and only one of these companies — LSI Logic — had the winning trifecta of brilliant strategy, incredible execution, and a culture of compassion and performance. C-Cube Microsystems and RealNetworks failed miserably on culture.

And along the way I met some incredible, incredible people. People with staggering intellect and, most importantly, people with huge hearts and abundant generosity. But I also met a lot of people with none of those qualities. And who seemed to become quite successful as well. That was puzzling and frustrating.

And the long hours I put into my different roles? Not a lot of meaning there. As a matter of fact, the further into my career I got, and the higher I rose in the executive ranks, the more jaded I became at the devotion to long hours. 

I wish I could have told this to my younger self, especially when my wife and I were in the thick of raising four children born over a span of five years. A few years ago, when I was at SPS Commerce, I heard a sales rep tell a group of people they had cut their honeymoon short by two days, at the insistence of their manager, to attend a meeting. As I sat there I thought — with the benefit of hindsight — that no meeting would be worth cutting your honeymoon short.

[And it told me about the real culture at that company. Not the one written down. More on this topic further down.]

And on a related note, I also grew weary of the need to always being “hard core” about competing, about winning, almost for winning’s sake, of what in the end were ephemeral competitions.

But when I think back to what was meaningful, it really came down to this: being in a position of power and authority to create the conditions where the people that worked for me could do their best work and discover their best selves. To set the tone, to shape the culture. To be able to actively work to achieve equality in the departments I led. And to be a voice on an exec team pushing for equality across the companies I worked at.

Equality created lasting effects for the people on my teams, and is the polar opposite of a business metric. The people on my teams were able to achieve and exceed business metrics/targets because they could be valued for their contributions. 

The first time I noticed inequity in a specific case was when I was at RealNetworks in 1999 — having joined through their acquisition of Vivo Software — and I inherited a department to run. The first homework I gave myself was to look at compensation across my teams, by role and by gender. I discovered one woman was paid substantially less than her male counterparts. 

It took almost a year of fighting process and bureaucracy to “true-up” this woman’s compensation. And it started me doing a similar analysis in every leadership role I had after that. But that was super tactical, from ground level looking skyward.

I think the first time I realized the impact I could have on equality and culture from the top down was when I wrote my first user manual when I was an exec at SPS Commerce. This simple document simply outlined what I expected of myself, my peers, and the people on my teams. 

Feel free to check out my User Manual

It was the act of writing this document where it dawned on me that not only did I have the ability to set a tone of equality in the orgs I led, but that I had an obligation to my teams and to myself to do so. I was literally kind of giddy over the next few months.

The flip side is that it was sobering to realize how much opportunity I took for granted as a man that women had to work for, fight for, or just resign themselves to never having. And I discovered this because once it became clear for my teams that our values and culture were real, the results were shocking:

  • That the  woman on my team (quote is above, sent to me and her manager) thanked me for making her feel comfortable and empowered to take time off to attend her kindergartner’s graduation.
  • I have had a woman tell me I was the first executive to tell her that taking care of her health in her very stressful role is more important than her job.
  • I have had a male boss ask me, every single time a woman on my team was pregnant, “Do you think she’s going to come back after maternity leave?” He never once asked me that question about any of the men on my team whose wives were pregnant.
  • On the day when we finally (after weeks and months of proposing this) had “equality” on the exec staff agenda, I had our male CEO open the discussion with “Well, I assume if we had an all-female leadership team that would be sexist.”
  • I have seen women on my teams treated like servants by men who were their peers — asked to literally get coffee for the men or rebook their hotels with better rooms when they were traveling as a group.

I have also seen people make amazing contributions and incredible achievements in their roles, when provided the conditions to be their best.

  • I witnessed a shy, unsure of-herself customer service rep make the huge leap into product management and then, over a period of 18 months, turn into a bad-ass, decisive, confident product manager responsible for more than half the company’s revenue.
  • I witnessed a woman who had previously sold cell phones at a Verizon store become a master of marketing and digital demand gen and, as a result, was headhunted to be a marketing executive at another high-growth technology company today.
  • I had the good fortune to hire two phenomenally talented product designers, one in his first role designing software. And by giving these people the freedom to follow their creative instincts, create a culture of design excellence that produced truly delighted users of their products.
  • I witnessed a two-member team apply record-breaking amounts of curiosity to become masters at digital marketing through constant reinvention and data-driven refinement. 
  • I hired a brilliant person from a shoe company into his first full role in marketing. He left a year later to go back to the shoe industry and has so far reinvented two blockbuster, multi-billion dollar international footwear brands.
  • My partners at Frazier Technology Ventures – Len Jordan, Scott Darling, Paul Bialek, and Gary Gigot – discovered that when we stripped away our egos we could have direct, blunt conversations about decisions we were making. This set the standard for me valuing the lack of ego as a chief hiring criteria.

What have I regretted? Well, I mentioned above, working long hours in the end just took time away from my family, and I really can’t point to a meaningful source of business satisfaction that makes up for that. Other regrets:

  • That I did not listen to that little voice inside me when I had to fire people — or ask them to leave — because they were not performing or were not able or willing to live up to the expectations for conduct I had for them. That little voice said to go the extra mile, to fight with HR and in some cases the CEO, to get these people a package that would let them leave gracefully.
  • That I did not listen to that little voice inside me and instead followed the advice of others in letting people go with the bare legal minimum in notice, disclosure, and dialogue. I expect those people left my departments feeling they were not treated with the respect they deserved, and earned, through trying as hard as they could.
  • That I did not put my own job at risk more often pushing for more equality as a company, pushing the CEO and leadership team to take a more difficult but right path. This is where hindsight really stings — when I can see I was right but was afraid or buckled under pressure.

What else I’ve learned along the way:

  • Your brand – personally and as a business – is built on how well you say “no.” You say no 10 time more than you say yes. Doing a good job saying no means you are creating 10 times as many positive word-of-mouth evangelists. It also means you keep your focus on empathy and humility.
  • And since you say no much more than you say yes, you’ll spend time with people who you won’t say yes to. Learn to give more than you take when you do this. Help them some other way. Introduce them to someone else who can help. Offer wisdom and experience.
  • Treating people well on the way out the door is as important as it is rare. Being generous to people you fire, who decide to leave to advance their career, or who are just not a good fit matters. A lot. It is shocking how rarely I have been supported by HR leaders and CEOs on this topic.
  • How a company treats the behavior of their salespeople and developers defines the culture, not the “values” that are written down. I have seen sales people lie (to customers, to me, to other employees) but suffer no consequences because they “deliver.” Same for developers. That corrodes the culture and causes the high-value talent to leave.
  • How a company handles equality defines the culture, again regardless of what “values” are written down. It takes real bravery to foster equality in a culture. It is always easier to let fear cause a company to tolerate harassment. We need more bold, brave leaders. We absolutely need more women leaders. And leaders of color. And leaders from other cultures.

So at the end of this phase of my professional life, I would say that what mattered, what was meaningful, what was important was creating conditions for people to be their best selves. And that how you treat people matters, enormously.

What’s next for me? I’m on the board of two tech companies in Boston and am for sure going to continue stay on steep learning curves there. 

And my wife and I are launching the Diamante Scholars program at Diablo Valley College (the community college I attended)  to help under-performing, high-potential students find their path (more on that in an upcoming blog post). 

I’m attending community college myself to learn Spanish. 

And I am learning to drive race cars

But most of all, I am going to keep learning to be better. At everything I do and am. If I learned anything from 30+ years building high-growth tech companies, it’s that you can always be better. You can always learn.

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.

Unthinking Power and Authority

September 4, 2018

by Peter Zaballos

This past week my wife and I moved our youngest of four children to college – totally fun and a momentous occasion for the three of us, and the family as a whole. And it was an awkward, even painful learning moment for me in how easy it is for men to assume positional authority and ignore better input from women.

Image result for not being listened to

In this case, we were moving our son into a college outside New York, and wisely chose to fly there instead of doing the 14+ hour drive (which we have done one too many times with one of his older brothers and older sister). We landed at JFK and I picked up a rental car and headed to campus. I grew up in California and am definitely a product of that state’s car culture – I don’t mind driving at all, I kind of like it. And having spent 10 years living in Boston, I also have gotten completely comfortable in driving amidst the aggressive chaos that is northeast urban auto jostling.

I now travel with a phone case that plugs into the dashboard, so am good about getting our coordinates in Google and letting that take the load of getting us from starting point to destination. Early on Google had a disclaimer on their directions that said something like “do a reality check before following these instructions” and that is precisely where I ran afoul of getting us from where we started to where we needed to go.

My wife on the other hand is confidently old school. When we travel the first thing she grabs is a printed map. She is as awesome at orienting herself with a map as she is adept at using it to explore and get to the destination. We’ve taken some wonderful vacations where her annotated and highlighted paper map of where we went and what we explored is such a rich record of time well spent.

What made this drop off at college different from the other three is that my wife and son had been to the campus earlier in the year and spent a fair amount of time exploring it and getting to know it. And there was me with Google and at the wheel of the car striving to get us to where we needed to go from Google’s perspective. And that’s where the humbling learning moment for me started to take its slow motion trajectory.

As we got closer to the campus I was following Google and my wife was following her experience and astute sense of memory and direction. As we got to the campus I was trying to find what Google was telling me to look for, and my wife was telling me what she knew from experience and her sense of direction. I effectively ignored her until it was too late. And I can try and explain why “ignore” was not really ignore, but this is where it doesn’t matter what I feel or think, but what she does, because she is on the receiving end.

The analogy I will use here is as spot-on as it is uncomfortable. If a woman feels she has been harassed, it really doesn’t matter what the harasser feels or how they interpret the circumstances. The sole “owner” of that perspective is the one on the receiving end.

But what ended up happening was a fairly tense exchange that shut us both down in the moment. Her lingering frustration later caused her to have to speak up and effectively justify why she should have been listened to and considered. And me trying to justify my behavior around being focused on getting to the “destination.” – which in hindsight is ridiculous.

From her perspective she was put in the position of (a) having better information and (b) having her better information ignored and dismissed. Sound familiar women?

But at the time I had both position (I was the driver) and authority (google maps) – and we were conditioned that when we drove places it was my position and authority that made the final decisions. Nothing malicious here, but over time, it put me in the position of being the decider. And in this case, I sure was deciding. And my wife was sure feeling not listened to or considered.

At the time neither of us realized any of this. We both just shut down and simmered. Until we found the right parking lot, and our attention conveniently shifted to this wonderful day and our son’s new adventure at college. We avoided the fact that if I had been listening to her we would have been where we were supposed to be sooner, with less stress, and more focus on our son’s first day at college – which for she, me, and him was such a wonderful, wonderful moment to savor.

It wasn’t until much later that night, after we had flown back home and were on our way (with me driving) from the airport to our house. It was then my wife brought up the whole experience. And it was through the process of unpacking the issue that we both reached a point where we able to focus on how each of us felt, which is where the real conversation happened.

We talked about how we became conditioned to me being the driver over time and that there were a few ways to address this. One might be her driving more when we are together, especially when she knows the terrain more. Which is a good alternative, but to me feels a bit “brute force.” Switching the position and the authority. To me the real solution is creating the conditions where I listened to hear and she could feel heard. That’s the harder solution.

I take women’s equality seriously. Yet here I was, repeating a pattern of male behavior and causing my wife to repeat a pattern of feeling ignored or dismissed. It was pretty easy to respond so unthinkingly – isn’t that the opposite of thoughtfully?

And it made me consider how hard it is to create the conditions where these kind of conversations can take place. In most workplaces women don’t get that safe place to share their thoughts like this and be vulnerable. They just learn to deal with being dismissed and not heard. We have to be able to do better than this.

Because in those moments, the focus needs to be on how to get to the destination as efficiently as we can – whether a marketing campaign or an algorithm – and savor the moment of why we are all together, working on a common goal.

 

Being Mansplained To And The Opportunities That Are Missed

July 25, 2018

by Peter Zaballos

I’ve certainly been aware of mansplaining and am generally sensitive to it. But I have seen it happen less than I have had women remark on it. And they remark on it with a sincerity and authenticity that is breathtaking.

It was on a recent business trip when I experienced this myself, first hand. I was traveling with a woman who is on one of my teams, and we were visiting some of our sales regions to review our marketing plans and priorities to get feedback and engagement. One of those invaluable investments of time that ensure we develop campaigns that are relevant and have impact.

And before I go further, the story I am about to tell involves really talented, experienced, and caring people – we have an awesome culture and that’s one of the many reasons I love being here. But that is also the point. Even with talented people in a great culture, this can happen.

That’s certainly one way to approach this

At the first meeting we had a handful of sales reps in the room, and before I’d even gotten to the overview of our plans one of the reps spent literally ten minutes explaining how demand generation worked. Ten minutes.

How his prior company did it. The concept of a buyer’s journey. The need to ensure you have marketing plans directed all the way through from the top of the funnel to the sale.

Some of his pronouncements were on target — many interpretations of how marketing gets done from the vantage point of a sales rep. I sat there and every so often responded with “that’s certainly one way to approach this.”

But it was ten minutes. Of him explaining to me what I’ve been doing for more than 20 years. And I’m really good at marketing. A two-time CMO. The first CMO at my current company. But he explained it all to me.

When the meeting ended, my female colleague and I shared a laugh about it all. To me, it felt like a single occurrence.

No way, really? Is that how you do that?

Two days later we met with the entire sales team for the region. And as I was reviewing our plans for marketing, there was an active discussion and then a series of mini lectures on how to do our marketing well, which culminated with a discussion of competitive analysis and a sales rep reminding me “don’t reference our competitors directly in our marketing.”

At this point I lost patience and — in front of everyone — replied “no way, really? Is that how you do that?”

When the meeting wrapped up, I pulled my colleague aside and asked her “is this what mansplaining feels like, is that what happens to you?” And she rolled her eyes and said “yes, all the time.”

So when I saw the awesome tweet featuring an “Am I mansplaining” flowchart from Kim Goodwin I felt like I understood this a bit better.

Men, study that flowchart. Commit it to memory.

The opportunities missed

But what really happened in my exchanged with these talented salespeople here was a series of missed opportunities. By leading with explaining and not questions, it both annoyed me and focused my attention on being explained to, and not on exploring what we could all be doing together to ensure our marketing had the greatest impact possible.

It would have been awesome if these conversations had started with “can you tell me about how you’re going to approach marketing?” instead of “this is how we did it at my last company.”

And when you consider that what happened to me were isolated instances on this trip and that it happens to women systemically – the greater issue is how much opportunity is unexplored when men talk over women, when men lead by explaining and not by asking questions.

We lose all lose as a culture by letting mansplaining persist, but women bear the professional and personal consequences of confronting it every day, of having their ideas ignored or talked over.

As I have posted before, men just glide through life feeling little if any of what women feel every day — encountering obstacles, biases, and mansplaining and being talked over.

On this business trip, I visited this landscape but so easily could return to my male-centric journey through my career. Women are not so fortunate. Men can help here. When you have that urge to explain, ask a question.

There is no “career path,” just a network of relationships

March 30, 2018

And how you get from one adventure to the next

A few weeks ago I was asked to give a talk at the University of Wisconsin-Whitewater College of Business and Economics, on the subject of career paths. And the title of my talk was “There Is No Career Path.”

I wasn’t all that that creative. Steve Jobs made this point in his Stanford Commencement speech in 2011, six years before he died. His point was that a career path is only visible in hindsight. The “path” is produced by following your interests and talents. But I want to take that a step further.

My observation is that your career is a product of the relationships you develop along the way in your job along with following your interests and your talents. Notice I didn’t say college alumni networks. One of the points I made to the UWW students was I attended two of the top five universities in the world (Berkeley and MIT), and my alumni networks have produced zero jobs for me.

Networking

But the relationships I developed at LSI Logic, at C-Cube Microsystems, at RealNetworks, and as a venture capitalist at Frazier Technology Ventures have produced six incredible jobs, and have formed the foundation of my career.

When you unpack “relationships” there’s a lot to examine. For me, relationships are formed by establishing trust and credibility with the people you work with and for. And you do that by doing what you said you would do. By speaking your mind. By being honest. By acting with integrity. By being in a culture that aligns with your values.

Your network of relationships is fundamentally about about your personal brand.

That’s right, your personal brand is made up of the people you work with. How well you communicate to them. How well you support others. And that all involves . How you treat them. Those experiences, those memories persist. They’re your personal brand.

Finding the next adventure

And here I am, at another juncture where I am about to move to my next adventure. I left my role as CMO at SPS Commerce in early January, to return to Seattle. Family reasons draw us there, and I really wanted to get back to my roots – building category-creating technology companies.

And it’s this network of relationships that is guiding me. Which made me think of another set of conversations I’ve been having with folks I know – about how instrumental these relationships are to discovering your next adventure.

I’ve been employing the method that has propelled me to where I am now, and which I know will get me to where I want to be next. It involves four activities:

Hone your story – What this means is having clarity about what it is you want to do and what you’ve done to prepare you for this, and it’s being sober and humble about what you’re really good at. And finally, it’s about being compelling about why this next adventure is right for the role and for you – and for whoever it is you will work for.

“Your story” is what you say after you meet someone, you exchange pleasantries, and there’s a pause. You then tell the story. Why you’re there with them, why there is context, and you paint a picture of your future that they might be able to help you with.

Lots of conversations – This is the foundation of the process. This is where you start speaking to lots of people who might be able to help sharpen your focus, sharpen your story (you’ll be telling that to them), and who might know someone else who you might meet. But fundamentally you are asking someone to spend time with you. To help you.

It’s awesome your contact will meet with you, so be considerate of their time. Thank them. And make sure you see if there’s anything you can do to help them. It will make you feel less bashful about asking for feedback, or to be connected to someone else.

Considerate networking – Expect and insist on “double opt-in introductions” – this means the person connecting you someone needs to check with that person to confirm they’re interested BEFORE making the introduction . Only after that person agrees to be introduced, then expect the introduction. This means there’s mutual interest in the conversation.

This also introduces an obligation to responsiveness on your part. That means as soon as you see that email connecting you to the other party, respond promptly – before the other party has to. Your contact is doing you a favor, so demonstrate grace by making it easy for them for them to find a time and place to meet. And while you’re at it, be considerate of the person who made the introduction. In your reply, move that person to the bcc line of the email. That way they will see that the connection has been made, but they are not burdened with seeing the 7+ email exchanges that went into finding a date and place to meet.

Let go of the outcome – This is the hardest part. The only part of this process you can control is your ability to meet with people, tell your story, and explore where this all takes you. What it won’t do is provide a linear path to an awesome next role for you. But enough of these sincere conversations, where you’ve been considerate and forthcoming, will produce a conversation, at some point, that will point to a person or a role, that is exactly what you’re looking for.

It’s that simple. I can tell you every one of the awesome opportunities I am exploring right now have followed these four steps. And it has had nothing to do with where I went to school.

And like with you career – there is no deterministic path you can see stretching forward. Just a network of relationships guiding you down the road.

 

International Women’s Day – and why it is essential. By Peter Zaballos

March 16, 2018

Here’s my belated post commemorating this important day

Last week week we celebrated an important and urgent topic. Treating women equally. International Women’s Day. Treating women equally to men is the goal, and I’ve written about what I think that looks like.

But every day we see what it doesn’t look like. And this is easy for me to write, because I’m a man, and I don’t see and feel the many ways women have it harder to make it through their days.  I saw something recently, last week, that reminded me of the importance of this topic, and why we have work to do to achieve equality.

I ran right into that last Friday. I was listening to a new podcast about legendary business rivalries. The podcast is called Business Wars (I’m not linking to it because I don’t want to inadvertently send them traffic). During an episode on the Nike/Adidas rivalry there was a sponsor ad for Plated – one of the many meal delivery services.

The host of this podcast is a man. And this is how he described Plated’s offering:

“I was so impressed by the quality of the delivery, and my wife was blown away by the step-by-step instructions, the whole family was knocked out by the flavor…”

I had to skip back 30 seconds to listen to it again. Did I really just here this male remark at how his wife, and only his wife, was surprised by how easy this meal was to prepare? Isn’t that one of the gender stereotypes we’re trying to remove from daily life? The wife in the kitchen, the husband standing by?

I dashed off an email to Plated (the only address I could find was their customer support contact – help@plated.com) and to the podcast’s publisher, Wondery via their PR firm (jon@RLMPR.com also the only email address I could find). Here’s what I sent (could have edited it better, but I was pissed off and impatient):

Screen Shot 2018-03-10 at 10.36.22 AMAnd guess what? I got a machine generated auto-reply from Plated, and nothing from Jon Lindsay Phillips, who is the Executive Director of RLM Public Relations, listed as the media relations contact for Wondery. It’s been a week now.

I held off on writing this post until now to give either Plated or Wondery a chance to respond. Hoping to hear them acknowledge the mistake and vow to fix it. That was disappointing.

I’m no longer subscribing to Wondery’s podcasts and I have no interest in supporting companies like Plated who promote gender stereotypes.

The surprising thing is I had been pointed to Business Wars by Reid Hoffman’s “Masters of Scale” podcast, which is outstanding. And Reid Hoffman is someone who is a strident supporter of women’s equality. My next stop is to drop him a line. As an avid listener of his podcast, I expect to hear back pretty quickly.

Women have a hard enough time being treated fairly, without companies like Plated putting more obstacles in their way. Or rather, perpetuating obstacles that urgently need to be removed.

In the meantime, men and women can make dinner. And do. And men and women can support each other at home. And do.