The Economics of Being Nice

I recently attended the NFL’s Business Management and Entrepreneurship program at Wharton’s San Francisco campus. My favorite part of this trip (as with most any trip) was meeting interesting people. One of these people made a simple statement about the attitudes of people around Silicon Valley. It resonated with me, and I would like to expand on it a little bit.

Generally, people are friendly, helpful, and open in Silicon Valley. It’s a highly competitive area, but also highly collaborative. One might assume that people are incentivized to hoard their resources from other market participants/competitors in an effort to succeed or prevent others from succeeding (I don’t want to make this post about Game Theory, but if you’re interested in learning more about why people make certain choices, I recommend reading a little bit about it.).

People have seen the guy who was sitting next to them one day become Mark Zuckerberg the next. The realization that there is so much talent and potential for success around them does wonders for the collaborative environment. Here’s the thing, you don’t want to get a bad reputation for having been a dick to the next [insert successful businessperson here].

From my perspective, this look into the human psyche should benefit us in a few ways. I’m going to try to extrapolate some (probably far-flung) conclusions here based on these realizations. Utilizing our innate understanding of social hierarchies, if we can create an environment where everyone has a great opportunity to move up in the world (I’ll let you define what that means in your own life.) through learning and implementing their ideas– technological or otherwise, we may be able to improve relationships across society (i.e. gender, socio-economic, race, etc.).

Many of the speakers at the program emphasized how helping others, with no expectation of anything in return has helped them tremendously down the road. I hope I can learn this lesson, and I hope society can take more from Silicon Valley than just the next messaging app on their phone.

I’ve been very fortunate to meet some amazing people–some of the most talented, intelligent, and dynamic people you could think of– in all sorts of different fields. I find the ones that really have staying power, the people I want to be around, are generous and genuine regardless of who you are on the totem pole at your company or what you can offer them. If you want a quick judge of character, watch how they act toward those whose job it is to serve them (waiters, employees, etc.). I realize it’s not a foolproof way to judge character, and I also am not foolish enough to think people don’t treat me differently because I play in the NFL. I hope that I can practice what I preach, because some day I won’t be Coby Fleener, the NFL player. I’ll just be Coby Fleener.

Build Your Company like a Winning NFL Team

If you are founding a company and want to learn to hire people, look no further than your favorite NFL team to learn how to (or how NOT to) build a winning team. Unfortunately for me, only one in 32 teams will build the best team and get the exit they want– a Super Bowl victory. Unfortunately for you, the odds of attaining your goals are likely much worse. However, companies have multiple options for “success”: from IPO to being bought by a large Silicon Valley powerhouse to building a successful, privately held company (despite what your VC’s tell you, those actually do exist).

Each season for an NFL team is like starting another business in the same field. Your non-compete has run out and you prepare to forge a new start-up company. You will try to bring the best and brightest with you from your previous team, but some have other agendas. Other companies/teams will offer them better pay. Some teams will offer them more responsibility/playing time, flexibility, autonomy, etc.

Before you can even think about building out a successful team though, there has to be a foundation for growth. You want to build your house on rock, not sand. So who/what do you grow your team/company around?

1. Intrinsically motivated people. No rah-rah speeches needed here. These players are willing to work individually for their success and for the success of the team. There is nothing worse than a selfish teammate. “A rising tide lifts all ships” is a common coach-ism. Translated, it means that success for the team will mean success for the individuals on the team, regardless of their place in the pecking order.

2. Clearly stated goals. “Getting better traction” and “Increase conversion rates” are not specific enough. You need to define success during the process, even if it’s only a stepping stone to something bigger. Your team will need feedback on these goals. More importantly, hold people accountable to the process required to achieve the goals, not the goals themselves. There are other variables that will impact the outcome of whether or not a goal is attained, but the process of getting to that goal can be coached and improved.

(Note for #3: Let’s pretend, for the sake of argument, that there is a free market for NFL labor.)

3. Now you must do your best to acquire talent. You can do this through the draft (hire someone fresh out of college), or you can hire away from other teams. No matter what your offer entails, realize that your history as an employer will have a huge impact on how excited people are to come work there. Assume prospective employees talk to current/past employees. They can be a huge boon in bringing in their talented friends with positive statements about their job OR they can turn people off instantly.

So where do you start? What’s the most important position in your company? If you answered “Tight End”, you’re funny and awesome, but I’m betting your company is struggling.

The Quarterback/Founder is the most important player on a team’s offense. Why? It’s not because he gets all the endorsements and fancy commercials, or because he gets to call the plays (He doesn’t. For the most part–that’s the offensive coordinator). It’s because he handles the ball on EVERY. SINGLE. PLAY. Like most founders trying to navigate their way through the twists and turns of building something, QB’s must too become adept at making competent, quick decisions, and moving on to the next play regardless of the outcome.

Founders, you are expected to be the leader. Force yourself to do it, even if you aren’t comfortable with it yet. Andrew Luck’s freshman year, he had to control a huddle filled with guys older and more experienced than he was, but he forced himself to get comfortable leading that group. Because of the position you are in, you will be looked to for leadership.

Teams without a good quarterback struggle. Even the _______ people in the media (I’ll let you fill in the blank) can figure that out (I wouldn’t put too much stock into anything else they say). As a company grows, a founder usually grows into the role of Head Coach, simply because he or she can’t make every decision. Delegating to competent assistant coaches becomes crucial. We’ll save management hires for another post.

Bringing in the right people is probably the most difficult task faced by NFL teams and growing companies. Using these basic concepts, you can help propel your team in the right direction.

Parent-proof Computers

If you’re like me, you’re the first person family members call when they’re experiencing a technological problem. By “technological problem” I mean, “Something just popped-up and covered what I was doing… I think the computer is broken.”

If you’re busy with work, and would prefer not to repeatedly call your Mom to talk her through a Teamviewer setup (I highly recommend this as option #2), I would suggest buying a Chromebook.

Chromebooks are a wonderful choice for parents or grandparents who struggle with computers for a few reasons:

1. They’re (relatively) cheap. A laptop that costs under $300? Think of it like an app developer… you only have to give up 100 cups of coffee.

2. Security/Updates. No need to close the annoying anti-virus expiration reminder anymore. Due to cloud storage, a lesser-known OS, and automatic updates that constantly improve your computer, there is a very slim chance at a security breach.

3. Cloud Storage. If you’ve ever dropped your computer, you know the pain of wondering when your last backup was. With a Chromebook, your images, documents, etc. are all stored in the magical cloud, meaning they are automatically backed up, and instantly accessible from any other computer (including Macs and PCs).

There are a few negatives that I should point out, but really aren’t problematic for most:

1. Wifi needed. This actually isn’t totally true anymore. Chromebooks are useable without the internet, but are limited.

2. Specific software. If your older relatives love designing things using CADD software or playing World of Warcraft, they won’t do too well with a Chromebook. Don’t expect to install much outside software. Chromebooks are designed to take advantage of the internet, not your local hard drive.

3. Initial setup. You’ll need to help set up a Google account and connect them to their wireless router. Relatively painless stuff.