Driven: Part 3, Or, What do YOU call work?

If it’s work then it can’t be play, and if it’s play then it can’t be work.

Or can it?

Think about this. Imagine a little kid who loves to draw. During play time at preschool, she draws because that’s what she loves to do. Then imagine she’s told that as a reward for drawing during play time, she’ll get a pretty blue ribbon. And for a while at school, she gets the ribbon every time she draws. And then one day there’s no ribbon.

What do you suppose happens?

Well, Daniel Pink* describes a study done some years ago (at 37-38) with a group of kids who liked to draw. Some were promised a reward for drawing and others were not. The kids who didn’t get ribbons continued to draw during play time because they liked to. But the kids who were promised ribbons for drawing quit drawing when the ribbons stopped coming.

Why?

The reward had turned play into work.

Or think about this. Remember Tom Sawyer and whitewashing the fence? Tom tricked other kids into whitewashing his fence for him, because he made the chore seem exciting.

He turned work into play.

Or think about this. Wikipedia. An online encyclopedia completely written by volunteers. Or open source software, such as FireFox. A free web browser developed primarily by unpaid programmers. Is what they do work? Is it play? What’s the difference?

What qualifies a task as "work"? Is it as simple as getting paid? Or does it have more to do with how we feel about it? What makes a task fun, and what makes it drudgery? Do we define work as unpleasant, and unpleasant tasks as work?

Once we realize that the boundaries between work and play are artificial, we can take matters in hand and begin the difficult task of making life more livable.

~Mihalyi Csikszentmihalyi, Beyond Boredom and Anxiety

Pink says that contingent rewards – if you do this, then you’ll get that – can result in a loss of interest in the project because the interest shifts solely to the reward. And that can be counterproductive.

It’s interesting, isn’t it? It strikes me as having huge implications for me as a self-employed (self-motivated) freelance paralegal. And the implications may be even greater given that I primarily work remotely such that my attorney clients can’t see me working.

About which, more in the next post in the series!

*This post is the 3rd in my series of musings on Drive: The Surprising Truth About What Motivates Us, from which the examples discussed in this post derive. Daniel H. Pink. New York: Riverhead Books, 2009.

Driven: Part 2, Or, The Bugs Bunny Secret to Workplace Bliss

Onward with my musings about Daniel Pink’s Drive: The Surprising Truth About What Motivates Us. What with the little explosions that keep going off in my head, it feels like the 4th of July around here!

One of the big premises of Pink’s book is that lots of biz owners believe something about employees that research shows is flat wrong. And based on that flawed belief, biz owners use means of motivating employees that don't work very well any more.

This flawed assumption is that people need rewards and punishments – carrots and sticks – in order to do anything.

That absent carrots and sticks, workers would be content to . . . well . . . not work.

That employees will do the bare minimum required to pick up their paychecks and go home.

As a result, many businesses manage their employees with a set of carrots (bonuses, salary increases etc.) and sticks (no bonuses, bad reviews, possibly loss of job).

Pink cites a lot of interesting research that shows why this is a bad assumption – that we are not lazy, passive slouches by nature, but instead, normally curious, interested and self-directed. Granted, some folks have had these cool traits drummed out of them. But for the most part, humans can be motivated to do good work by things other than carrots and sticks.

The tricky thing is, research shows that rewards and punishments can actually have really nasty side effects. Things like dampened motivation. Reduced creativity. Myopic thinking. Even cheating. (See p. 35).

There is a lot to all of this of course, and you've gotta check it out yourself for more details, but here’s the juice for today.

Even before I got to the inevitable section in the book where Pink talks about law firms to exemplify his theory (at 98-101), my brain was twirling with ways in which BigLaw uses . . . you guessed it . . . carrots and sticks to motivate both lawyers and staff.

Here's the caveat. In my experience, big law firms do not necessarily view their employees as hapless lazy folk who need a firm hand to get things done. My experience has been quite contrary to that – there has been an expectation that employees desire to do good work, and that everyone will do their best and get the job done right.

BUT talk about carrots and sticks! Can you spell minimum billable hours?

Quality is assumed - taken for granted even - and if your work isn't up to par, you may be shown the door, but quantity is the real name of the game.

In many offices, the minimum is impossible to meet without some serious overtime, even for paralegals, and heaven help you if you’re an associate and want to have a life. In many cases, timekeepers not meeting their minimum requirement are not getting a bonus Period. End. Of. Story. No matter how exemplary their work may be in every other respect. The carrot is more money, and the stick is less money (and no partner track) at best. At worst, it’s unemployment.

Such an environment could cause a paralegal to care more about racking up hours than about doing great work for the client. It could cause a paralegal to take less pride in the excellence of her work product, because the only thing that puts money in the bank is billables. It could even motivate someone to (gasp!) pad her hours.

And yet, wonder of wonders, that's not what I experienced! My colleagues and I wanted to do good work. We wanted to serve the client. We wanted to do our best to help win the case. We also wanted to be ethical and honest.

Now don’t get me wrong. My purpose here is not to trash BigLaw – my years in BigLaw served me well, and I'm not picking any bones with my past employers.

Nor is it to trash the billable hour – lots of other people are doing that these days and I’ll leave it to them.

My purpose is to tip my hat to my colleagues in BigLaw who do good work, and care about excellence, despite the fact that the environment in which they work could stifle those traits.

Oh yeah . . . Where in the heck does Bugs Bunny fit into all this?

Well, think about it.

Bugs Bunny never works for carrots. In fact, Bugs Bunny doesn't work at all. Because what Bugs does he would never classify as work. (About which, more in the next post in this series!)

Bugs just does what he's best at!

Which happens to be stealing carrots, eating carrots, and annoying the heck out of Elmer Fudd . . , well, I guess that is another story after all, isn't it?

Driven: Part 1, Or, Embracing My Inner Nerd

Do you know what one of my amazing nephews bought me for Christmas? Daniel H. Pink’s mind-blowing book, Drive: The Surprising Truth About What Motivates Us. (The other amazing nephew bought me another wonderful book, but that’s fodder for a different future post.) I didn’t read it right way, and now that I’ve started I find it hard to put down, and it’s causing my synapses to fire overtime.

So this is the start of a little series of posts recording my reflections as I read this book, because I believe it has such important implications for the path I’ve been on throughout my career, the reasons behind some of the choices I’ve made, my current virtual paralegal business venture, and on the nature of entrepreneurship itself – which as you know I think about quite a bit here on this blog.

As one might guess from the title, the purpose of the book is to discuss human motivation, how the theories of motivation and the tactics used to motivate in the business world have changed over time, with implications for employers, employees, and just about everyone else. 

Pink postulates two general categories of people as defined by what drives them: extrinsic motivation, which he calls Type X, and intrinsic motivation, which he calls Type I. So assuming the same baseline standard of living, a Type X person is more motivated toward achievement by outer rewards such as money or honors or recognition or perks, while a Type I person is more motivated to achieve by something more internal, “the freedom, challenge, and purpose of the undertaking itself.” (at 78.) And lots of implications arise from these two different motivations.

Well, the first explosion that went off in my head that I want to talk about is this:

I now realize that I have pretty much always been a Type I person.

When I was a young kid, I was content to read for hours. All that reading didn’t gain me popularity, influence or lots of friends (I think mostly it gained me a rep as a weirdo), but it was satisfying to me. 

There was a period during high school, when I would spend hours studying and researching stuff. Stuff that hadn’t been assigned by teachers. And that didn’t have any purpose in particular except that I was curious, and driven to figure it all out. 

(“GEEZE what a colossal nerd!!”  Well yeah, pretty much I was. Am. Whatever. My brother playfully refers to this trait of mine as OCD (is it playful??) and I take exception to this, but this longstanding little joke between my brother and me is a whole ‘nother story, so I’ll just move on.)

My first “real” job after college was for a non-profit organization at which I worked long hours, and had very little money. I did it because at the time, I cared about the work and the cause, and believed we were helping. I found the group effort very satisfying.

Later, my career path took a more conventional turn (such as law firms), but I still never did the angling some of my colleagues did to command the highest salary out there. As long as I felt valued by my supervisors and co-workers, and believed I could take pride in doing work of excellent quality, I tended to stick around, with or without hefty pay raises.

And I begin to see how this fact – the fact that I am so strongly motivated by the satisfaction of performing well, of making my own decisions and of providing work of value – has led me here. To start my own business. To continue the struggle to build a client base in a bad economy. To create a lot of informational and educational materials for which I’m not compensated financially – at least not at the moment (although there are certainly lots of other – well, intrinsic compensations).

It’s fascinating. My head is spinning. I hadn’t looked at myself and my career trajectory in quite this way before.

What about you? How do you think you’re motivated?

Calling the IT Department Redux! Or, lessons learned from revisiting the Dark Ages!

Yes folks, it has been a trying week here at Chez Moi, otherwise known as Sonoma Freelance.

And an illuminating one, as I've had a chance to see upclose and unpleasantly personal just how well all my business data backup efforts are working! (The answer is, pretty well, fortunately!)

In the middle of last week, I thought things were going along swimmingly. I was busily working and writing and playing away as usual (picture me skipping through meadows vineyards singing tralala) when all of a sudden I needed to reboot my laptop late in the day . . . .

And it wouldn't reboot.

Or not normally, anyway. I couldn't figure out exactly what was wrong or why, but even with my rather limited amount of Geekness, I realized I had a problem with Windows, or with my registry, or both.

[Mac users, put your hands down! Just stop it. No Gloating!!!

Do I need this????]

By morning the situation was worse, so I gathered up all my recovery disks (you do have recovery disks don't you?) and headed off to the computer repair store.

I was Laptop-less for 3 days. Three. Full. Days.

Interesting to experience just how reliant I am on my laptop not just for working, which is obvious, but for amusement. Entertainment. Use of time. I thought it was tough being without cable when I first cut it loose - that was nothing, I realize, compared to the restlessness, the fidgeting I experienced for three full days/evenings without that computer! What to do with myself????

Well, I cooked. I cleaned. I read! I got so much reading done - I mean books, not just my RSS feed and on-line newspapers! That part was cool, actually.

The short version is,  they backed up my data (onto my own external hard drive), and rebuilt Windows, and popped my backup data into a folder on my desktop, and handed a sortof unrecognizable, straight-from-the-factory laptop back to me. Which is where the real nightmare began, because I had to embark upon the mind-numbingly tedious task of reinstalling all my software, reorganizing all my files, and basically putting things back as they were - and I'm still not done.

However, I gained some insights about what works and what doesn't in this technological aspect of my personal and business life, and that's what I'll share with you here.

• The very good news is that my backup systems work! I didn't loose any important business or personal data! Most crucial files, including music and photos, were of course captured on my hard drive backup. (That not all were is an anomaly I can't explain, since I didn't perform that backup, but I'll take steps to fix that in all future backups.) And since all my work related materials back up constantly in real time to SugarSync, they were all there waiting for me when I re-synched. Yea!
• More good news is that even while my computer systems were down, I was still able to answer emails and remain connected with clients, colleagues, business contacts and friends (and even a few Tweeps!) via my phone - thank god for my trusty Droid!
• The bad news is that re-downloading large software programs took forever, and it seemed that my internet connection selected those two days to be particularly slow. Or perhaps that's just my paranoia at work. Anyway, I took the opportunity to order disks of some of that software so that if, heaven forfend, this ever happens again, I can just re-install from the disks.
• I also realized that I need to better familiarize myself with my external backup system. Restoring from SugarSync was pretty seamless - perhaps because I work with it a lot more, but restoring data from the external drive had a few kinks. Nothing devastating mind you, but just not as streamlined as I'd like, so I want to address that and establish a better protocol, so I'm armed for future tech glitches.

And of course, I'm still not back to normal. I still have software to re-install, and my music library isn't back yet, and files are still in weird places on my hard drive and I need to clean that up. But I'm functional. I did triage, and restored the systems I needed most urgently for my business, my client work and my writing projects. The rest I'll keep chipping away at.

So. How was your week?

Always Be Teaching

Lee Rosen, in his insightful blog Divorce Discourse, had a couple of great posts a while back (here and here) about the importance of cultivating a culture in a law office in which everyone teaches others how to do what they do, and everyone learns what others are doing. Every employee, from partner down to receptionist, should be both teacher and student. This appeals to me on many levels:

First, because it means that everyone understands the value of another’s job, which fosters mutual respect.

Second, because we hone and finetune our own knowledge and expertise as we think about how to share it with others.

Third, because this culture of teaching helps instill shared values about excellent service to clients, teamwork and courtesy.

And finally, it appeals to me because it means that no one is indispensable or irreplaceable, and that is a good thing. When some young staff member goes off to law school, someone else knows the status of her projects and can keep them moving. Perhaps anyone in the office is equipped to help a new client with an info packet, and filling out paperwork. And everyone knows how to make a photocopy in a pinch.

When I worked in BigLaw, I loved to mentor junior staff. I wanted to teach them what I knew about procedure; I wanted to impart knowledge about how to manage a case. I wanted to share best practices on how to approach projects. And I frequently found myself learning from them how to do something more efficiently! This happened in particular when younger, tech savvy staff quickly grasped and then taught me how to streamline a database search, or had new ideas about organization.

And I appreciated the time many lawyers took to mentor me about their philosophy of a case or a motion or a discovery task, and showed me exactly how they wanted something done.

Now as a virtual and freelance paralegal, I am constantly learning from clients their preferred procedures, and their understanding of and goals for their cases. And I sometimes find myself in a position of teaching them about a new technology too.

And while opportunities to share my knowledge with fellow legal support staff don't crop up every day as they did when I worked in a law office, I still relish the chance to teach and to learn from others. Active participation in my local paralegal association is one way to do this. Networking with fellow virtual paralegals and California LDAs is another. Also, I think this is one of the reasons I enjoy preparing my newsletter so much. (Sign up at the right!) I love being the curator of a resource which I hope provides useful tips and resources to colleagues. And getting emails from readers sharing their own tips and resources is an even greater kick.

Wherever we work and whatever our roll, this is an inspiring message: always be learning, but also, always be teaching.

Guest Post: 6 Ways Reading Paralegal Blogs Can Make You a Better Paralegal

Paralegals work in an environment that is constantly changing and knowledge about technology innovations, new areas of opportunity, recent cases, and paralegal industry news can help paralegals stay ahead. Blogs written by experienced paralegals can be an excellent source of useful information that can help you be more effective at your job. Here are a few reasons why reading paralegal blogs can improve your paralegal career.

Learn what is going on inside other law firms

Whether you’re looking for your first gig, a new opportunity, or career development, reading a variety of paralegal blogs can give you an inside scoop on what is going on at law firms. You can learn what skills are in high demand at law firms or what trends are changing the environment or the role of paralegals.

Stay informed with changes in the industry

The latest cases, innovative ways to use technology, or industry news are often covered by the top paralegal blogs.

Learn career enhancing tips

Paralegal blogs can share useful tips on how to become more effective and more productive. For example Practical Paralegalism has the Top 10 Tips for Brand New Paralegals.

Learn from the experiences of other paralegals

Nobody can know the ins and outs of every situation, so what could be better than to become familiar with the many experiences of many different legal professionals? Some paralegal blogs also feature interviews of experienced and successful paralegals. You can find some great paralegal interviews at The Paralegal Mentor.

Get the insights you need to move up the ladder

The ability to show deep knowledge about the inner workings of the industry will put you  ahead of others when it comes time for a promotion or a move to a bigger and better law firm.

Expand your professional network

Paralegal blogs will expand your network of professionals who you can turn to for free consultation and career advice. You can often connect with paralegal bloggers on Twitter or LinkedIn.

This article is a guest post by Charles Sipe from Criminal Justice Degree Schools, a site providing information on paralegal degrees and schools. 

Charles offers some great reasons to read paralegal blogs! I was also interested to learn that Charles lives in Seattle, where I spent ten happy years, and I've enjoyed "chatting" with him via email as we prepared this guest post!

Friday Six Word Memoir

You know what I haven't done in a really really long time? No, taking a vacation to Italy is not what I had in mind, although that's true too!

It's writing a Six Word Memoir. In fact, I haven't done one in so long, that more recent readers probably don't even know that it's one of my things.

See this for the origins of this folderol eccentric exercise.

I've found myself too busy this week! Too busy to blog. Too busy to tweet (much). Too busy to read what's in my beloved RSS feed (much). Almost too busy to answer emails. Definitely too busy to attend my usual Wednesday evening wine tasting event - now that's drastic!

It's true. I have a lot of plates spinning as I'm working hard to market and build a stronger business for 2011 plus take care of existing clients plus take care of administrative stuff (can anyone spell Tax Time?).

I'm writing a lot. (A lot.) I'm writing upcoming Newsletter articles (next issue comes out next week - sign up at the right!). I'm writing a white paper. I'm re-purposing previous articles for my website. I'm completely revamping and redesigning my website! (Stay tuned! Stay tuned for a change for this blog too!) Not to mention the client/potential client thing, clients being the point of the whole kit 'n kaboodle after all.

My head is spinning.

So here is the next in my occasional series of Six Word Memoirs - a memoir to encapsulate my week:

No rest for the good, either!

"I can't slow down, I can't hold back, although you know I wish I could . . ." (Cage the Elephant - gotta love that song!)

What about you? Got your own Six Word Memoir? Feel free to leave it in the comments!