Rule Breaking Is A Pattern For Me

I think most rules are actually assumptions.

Yes there are laws of physics, rules of the road, and rules in school. But when I see fear and hesitation in someone about what to do or not do, 9 times out of 10 they’re making assumptions.

Sounds like: “Well he doesn’t like…”. Or “We typically do…”

What’s happened is that someone has taken an anecdote and turned it into a wholesale excuse.

You’ve heard it about church like “Well our people don’t…” or “In this town people just….” 

In finance it sounds like “Buy low, sell high.” Or “You have to put down 20% on a house.” Or “Debt is evil.”

Or in Politics you’ve heard it like “All cops are…” or “the Republicans are all….” Or my favorites are about the absolutes people imply about racism. ID's, economics, math, viruses, and hurricanes have all been stated as racist … actually from people’s mouths on TV and some from church pulpits. What the actual heck?!

We love to state opinions as rules. And when we’re fearful, weak, prideful, or ignorant the easiest thing to do is blame a “rule.”

I've employed a strategy to combat this in my own life for years.
I ask “Did/does it work?” Or “Can I find just one instance that’s not correct?”

With that fun background in mind, here are ...

5 Ways To Be A Rule-Breaking Developer

1. RULE: Start with skill, talent, and fit when recruiting, hiring, and developing. 
   • BREAK IT: Start with likability.
     I'm asked weekly, even yesterday and 3 times last week in Seattle, "What do you look for when hiring?" I ALWAYS start with "Do I like them?" Because if I don't like you it will be hard for me to fight through that to want to develop you. Don't lie, you know that when you don't like something (or someone) it's really hard to do it well or do it for a long time. This is why most people suck at development: they don't like the person and often times don't even like to teach, train, or talk to other people outside their friend circle. 
2. RULE: Look for what role they can fill and hire for your weaknesses.
   • BREAK IT: Start with the end in mind.
     The "rule" sounds good but is grossly incomplete. Your weaknesses and needs are very temporary things. Not to mention relative. Do need a quick fix or are you actually trying to develop people? What will their role or place be in 6 months or 2 years? Development is more about them but most hiring managers think it's about themselves and their immediate needs. Which is why they never seem to get ahead and "Can't find the right people." The "right people" are built, not hired. 
3. RULE: Some people can't be developed.
   • BREAK IT: A developer can develop anyone.
     This "rule" comes from people thinking they're responsible for someone's complete outcome. But think, not even Jesus could control Judas' outcome (and don't give me the predestined excuse; use the rich young ruler then). The point is that a developer focuses on development, not outcome. It's what you're pouring IN, not what you're wanting to get out. One is selfless, the other is selfish. Yes you can consider the end game, yes you can have hopes for them, yes you an have standards for people to meet. But my point here is that you need to have the mindset that there is ALWAYS something you can pour in whether you see the fruit or not.
4. RULE: See their development through to the end.
   • BREAK IT: Know your development stop button.
     Commitment is essential but going down with the ship is stupid, not honorable. There comes a point in almost anything in life when you're done. That's not the same as quitting either. Know when your skill, voice, insights, or wisdom have reached their lid with a person's development. Then move on. Heart, mercy, grace, and WWJD are all misused excuses for stagnation that suck the life and effectiveness from leaders and teams. Know when you're done. 
5. RULE: Development is more about their growth than our numbers.
   • BREAK IT: Have standards and hold to standards.
     Standards are not the opposite of development. Coddling a lazy person isn't development. "Going at their pace" is also an incomplete view of development. Did you have your kid weighed and measured by the doctor? Did you have your kid tested at school? Yes we each have our own pace but we also have standards. Development works to bring those together. A reason many are so bad at development is that they like the comfort of conversational "development" without the essential tension of evaluation. Without evaluation, how do you even know if they're developing or developed?

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