Wells Fargo: “We believe shareholders come last.”

Someone sent me a link to this Forbes article about The Gospel According to Wells Fargo

There’s some good stuff in it, but my favorite has to be this:

We believe shareholders come last. If we do what’s right for our team members, customers and communities, then—and only then—will our shareholders see us as a great investment.

More and more companies subscribe to the same philosophy and have realized that they make more money and serve their investors better by putting investors last.

Book review: Inside Apple by Adam Lashinsky

I just finished reading Inside Apple by Adam Lashinsky and I was struck by two observations:
1: Apple gets a lot of things exactly right and some other things exactly wrong.
Ie- the design-driven development, the commitment to making great products and the pride their employees can take in contributing to that are all fantastic.

On the other hand, Apple’s culture of fear, paranoia and mistrust really comes through in the book. Check out this article about Apple’s secret police.

I think Apple could be even more successful (hard as that is to imagine) without the paranoia and bad behavior shown in the book. However, I think some people will conclude that “Apple are assholes and Apple is successful. Being an asshole makes you successful.”

2: The Apple culture is completely at odds with the Apple brand.
The Apple brand is about individuality and freedom of expression. The Apple culture is about secrecy, uniformity and doing what you’re told. Is that duality sustainable in the long rung? I don’t think so.

Finally, I simply can’t figure out from the book if Apple is a happy or unhappy workplace. It’s clear that employee happiness was certainly never a top priority for Steve Jobs and other top execs. On the other hand, their pride in their products and in working for Jobs’s vision makes them happy.

In any case, read the book – it rocks.

When your boss saves your job

Bob Sutton, author of the excellent book Good Boss Bad Boss tells this story from the very early days at Pixar:

The company was under financial pressure and much of this pressure came down on the heads of the Division’s leaders, Ed Catmull and Alvy Ray Smith.

The new president, Doug Norby, wanted to bring some discipline to Lucasfilm, and was pressing Catmull and Smith to do some fairly deep layoffs. The two couldn’t bring themselves to do it.

But Norby was unmoved. He was pestering Ed and Alvy for a list of names from the Computer Division to lay off, and Ed and Alvy kept blowing him off. Finally came the order: “You will be in my office tomorrow morning at 9:00 with a list of names.”

So what did these two bosses do? They showed up in his office at 9:00 and plunked down a list. It had two names on it: Ed Catmull and Alvy Ray Smith.

Remember, there are many great managers out there. If you work for one who isn’t great, don’t just accept that as the natural state of things. Do something about it.

Related posts

Kom til Arbejdsgl

We just announced our annual conference about happiness at work in Copenhagen. Here’s the announcement – in Danish.

Vi er super glade for igen at kunne invitere til Arbejdsglæde Live! konference, hvor du og 300 andre deltagere blandt andet kan høre:

Will McInnes – Måske Englands gladeste direktør.

Hans Erik Brønserud – Direktør for en af Danmarks absolut gladeste arbejdspladser.

Wikke & Rasmussen – Fra Voldsom Volvo til Flyvende Farmor. Med glæde.

Lise Egholm – Årets leder i Danmark 2011 fortæller hvordan hun skaber arbejdsglæde.

Rowan Manahan – En ekspert fortæller hvordan arbejdsglæde fremmer din karriere – også i en krisetid.

Paula Larrain – Dagens konferencier.

Læs meget mere om konferencen og køb billetter her.