{"id":4288,"date":"2019-05-23T08:48:23","date_gmt":"2019-05-23T15:48:23","guid":{"rendered":"https:\/\/knowyourteam.com\/blog\/?p=4288"},"modified":"2022-09-02T12:21:59","modified_gmt":"2022-09-02T19:21:59","slug":"newsletter-issue-39","status":"publish","type":"post","link":"https:\/\/canopy.is\/blog\/2019\/05\/23\/newsletter-issue-39\/","title":{"rendered":"Newsletter Issue 39"},"content":{"rendered":"\n<p><em>Every few weeks, I ask one question to a founder, CEO, manager, or business owner I respect\u2026<\/em><\/p>\n\n\n\n<p><a href=\"https:\/\/knowyourteam.com\/blog\/newsletter\">Subscribe to our Newsletter here.<\/a><\/p>\n\n\n\n<hr class=\"wp-block-separator has-css-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"the-heartbeat-podcast--a-chat-with-camille-fournier\">The Heartbeat Podcast: A chat with Katica Roy<\/h3>\n\n\n\n<p><a href=\"https:\/\/t.dripemail2.com\/c\/eyJhY2NvdW50X2lkIjoiNjA4MzM5OCIsImRlbGl2ZXJ5X2lkIjoiNjYyNDU0ODEyMSIsInVybCI6Imh0dHBzOi8vdHdpdHRlci5jb20va2F0aWNhcm95P19fcz13YmF0Ymh2dXFwcmsycGZmc212eSJ9\">Katica Roy<\/a> is the CEO and Founder of <a href=\"https:\/\/t.dripemail2.com\/c\/eyJhY2NvdW50X2lkIjoiNjA4MzM5OCIsImRlbGl2ZXJ5X2lkIjoiNjYyNDU0ODEyMSIsInVybCI6Imh0dHBzOi8vd3d3LnBpcGVsaW5lZXF1aXR5LmNvbS8_X19zPXdiYXRiaHZ1cXByazJwZmZzbXZ5In0\">Pipeline<\/a>,  a software company that helps companies increase their financial performance by closing the gender pay gap. Prior to founding Pipeline,  Katica was the Global VP and Head of Learning for SAP. In our conversation, she shared the importance of knowing your own value, being highly aware of the \u201cripple effect\u201d you have as a leader, and how she delivers tough feedback to her team. Watch or listen to our conversation below.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-video is-provider-youtube wp-block-embed-youtube wp-embed-aspect-16-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe width=\"1400\" height=\"788\" src=\"https:\/\/www.youtube.com\/embed\/ht6Wc6MUANs?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture\" allowfullscreen><\/iframe>\n<\/div><\/figure>\n\n\n\n<hr class=\"wp-block-separator has-css-opacity\"\/>\n\n\n\n<p><a href=\"https:\/\/knowyourteam.com\/blog\/podcast\/episode-39-interview-with-katica-roy-ceo-and-founder-of-pipeline\/\">Listen to the podcast and read the transcript of the interview here.<\/a><\/p>\n\n\n\n<hr class=\"wp-block-separator has-css-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"what-ive-been-writing-lately\">What I\u2019ve been writing lately<\/h3>\n\n\n\n<p><strong><a href=\"https:\/\/t.dripemail2.com\/c\/eyJhY2NvdW50X2lkIjoiNjA4MzM5OCIsImRlbGl2ZXJ5X2lkIjoiNjYyNDU0ODEyMSIsInVybCI6Imh0dHBzOi8va25vd3lvdXJ0ZWFtLmNvbS9ibG9nLzIwMTkvMDUvMTgvdGhlLTMyLWJlc3QtZW1wbG95ZWUtZW5nYWdlbWVudC1xdWVzdGlvbnMvP19fcz13YmF0Ymh2dXFwcmsycGZmc212eSJ9\">The 32 best employee engagement questions with the highest response rates<\/a><\/strong><br>\u201cHave you met the last person we hired? How many miles do you travel to\/from work each day, and how long does it take?\u201d<\/p>\n\n\n\n<p><strong><a href=\"https:\/\/t.dripemail2.com\/c\/eyJhY2NvdW50X2lkIjoiNjA4MzM5OCIsImRlbGl2ZXJ5X2lkIjoiNjYyNDU0ODEyMSIsInVybCI6Imh0dHBzOi8va25vd3lvdXJ0ZWFtLmNvbS9ibG9nLzIwMTkvMDUvMTgvcHJ1bmluZy13aGF0LWdyZWF0LW1hbmFnZXJzLWRvLz9fX3M9d2JhdGJodnVxcHJrMnBmZnNtdnkifQ\">What great managers do: Prune<\/a><\/strong><br>\u201cPruning [is] done periodically, only when the season is fitting. If you  prune all the time and you can accidentally over prune a plant and  deprive it of nutrients. Leadership is similar.\u201d<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"what-ive-been-reading-lately\">What I\u2019ve been reading lately<\/h3>\n\n\n\n<p><strong><a href=\"https:\/\/t.dripemail2.com\/c\/eyJhY2NvdW50X2lkIjoiNjA4MzM5OCIsImRlbGl2ZXJ5X2lkIjoiNjYyNDU0ODEyMSIsInVybCI6Imh0dHBzOi8vaGJyLm9yZy8yMDE5LzAzLzQtcmVhc29ucy1nb29kLWVtcGxveWVlcy1sb3NlLXRoZWlyLW1vdGl2YXRpb24_X19zPXdiYXRiaHZ1cXByazJwZmZzbXZ5In0\">4 Reasons Good Employees Lose Their Motivation<\/a><\/strong><br>\u201cThese reasons fall into four categories \u2014 a quartet we call the  motivation traps. Namely, they are 1) values mismatch, 2) lack of  self-efficacy, 3) disruptive emotions, and 4) attribution errors.\u201d Written by Richard E. Clark and Bror Saxberg, Harvard Business Review<\/p>\n\n\n\n<p><strong><a href=\"https:\/\/t.dripemail2.com\/c\/eyJhY2NvdW50X2lkIjoiNjA4MzM5OCIsImRlbGl2ZXJ5X2lkIjoiNjYyNDU0ODEyMSIsInVybCI6Imh0dHBzOi8vd3d3Lm1ja2luc2V5LmNvbS9idXNpbmVzcy1mdW5jdGlvbnMvb3JnYW5pemF0aW9uL291ci1pbnNpZ2h0cy93YW50LWEtYmV0dGVyLWRlY2lzaW9uLXBsYW4tYS1iZXR0ZXItbWVldGluZz9fX3M9d2JhdGJodnVxcHJrMnBmZnNtdnkifQ\">Want a better decision? Plan a better meeting<\/a><\/strong><\/p>\n\n\n\n<p>\u201cIn a recent McKinsey survey, 61 percent of executives said that at  least half the time they spent making decisions, much of it surely spent  in meetings, was ineffective. And just 37 percent of respondents said  their organizations\u2019 decisions were both high-quality and timely.\u201d Written by Aaron De Smet, Gregor Jost, and Leigh Weiss, McKinsey Quarterly<\/p>\n\n\n\n<p><strong><a href=\"https:\/\/t.dripemail2.com\/c\/eyJhY2NvdW50X2lkIjoiNjA4MzM5OCIsImRlbGl2ZXJ5X2lkIjoiNjYyNDU0ODEyMSIsInVybCI6Imh0dHBzOi8vd3d3LnN0cmF0ZWd5LWJ1c2luZXNzLmNvbS9hcnRpY2xlL1N1Y2NlZWRpbmctdGhlLWxvbmctc2VydmluZy1sZWdlbmQtaW4tdGhlLWNvcm5lci1vZmZpY2U_Z2tvPTkwMTcxXHUwMDI2X19zPXdiYXRiaHZ1cXByazJwZmZzbXZ5In0\">Succeeding the long-serving legend in the corner office<\/a><\/strong><br>\u201cMoving too quickly can be as problematic as moving too slowly. Setting  the right pace requires resisting arbitrary pressure for you to chalk up  fast wins, while moving rapidly enough on the company\u2019s critical  priorities to keep things moving forward. Many experienced leaders look  back on their years as CEO and feel that they moved too slowly on their  company\u2019s critical priorities.\u201d Written by Per-Ola Karlsson, Martha Turner, and Peter Gassmann, strategy + business<\/p>\n\n\n\n<p><strong><a href=\"https:\/\/t.dripemail2.com\/c\/eyJhY2NvdW50X2lkIjoiNjA4MzM5OCIsImRlbGl2ZXJ5X2lkIjoiNjYyNDU0ODEyMSIsInVybCI6Imh0dHBzOi8vbWFyZ2luYWxyZXZvbHV0aW9uLmNvbS9tYXJnaW5hbHJldm9sdXRpb24vMjAxOS8wNS90aGUtcGV0ZXItcHJpbmNpcGxlLXRlc3RlZC5odG1sP19fcz13YmF0Ymh2dXFwcmsycGZmc212eSJ9\">The Peter Principle Tested<\/a><\/strong><br>\u201c\u2018Our research suggests that companies are largely aware of the Peter  Principle. Because workers value promotion above and beyond a simple  increase in salary, firms may not want to rid themselves entirely of  promotion-based incentives. However, strategies that decouple a worker\u2019s  current job performance from his or her future career potential can  minimise the costs of the Peter Principle.\u2019\u201d Written by Alex Tabarrok, Marginal Revolution<\/p>\n\n\n\n<p><strong><a href=\"https:\/\/t.dripemail2.com\/c\/eyJhY2NvdW50X2lkIjoiNjA4MzM5OCIsImRlbGl2ZXJ5X2lkIjoiNjYyNDU0ODEyMSIsInVybCI6Imh0dHBzOi8vcHJvZHVjdGhhYml0cy5jb20vbXktYmlsbGlvbi1kb2xsYXItbWlzdGFrZS8_X19zPXdiYXRiaHZ1cXByazJwZmZzbXZ5In0\">My Billion Dollar Mistake<\/a><\/strong><br>\u201cI was setting a bad example but expecting stellar results from my team.  I wanted them to be doing customer research, digging into our data and  using all that information to build the features that actually mattered.  Instead I was making the situation worse, not better.\u201d Written by Hiten Shah (I also interviewed Hiten on The Heartbeat podcast last year <a href=\"https:\/\/t.dripemail2.com\/c\/eyJhY2NvdW50X2lkIjoiNjA4MzM5OCIsImRlbGl2ZXJ5X2lkIjoiNjYyNDU0ODEyMSIsInVybCI6Imh0dHBzOi8va25vd3lvdXJ0ZWFtLmNvbS9ibG9nL3BvZGNhc3QvZXBpc29kZS0yNC1pbnRlcnZpZXctd2l0aC1oaXRlbi1zaGFoLWZvdW5kZXItb2Yta2lzc21ldHJpY3MtY3JhenllZ2ctZnlpLWFuZC1wcm9kdWN0LWhhYml0cy8_X19zPXdiYXRiaHZ1cXByazJwZmZzbXZ5In0\">here<\/a>)<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"a-handy-leadership-tip\">A handy leadership tip<\/h3>\n\n\n\n<p><em>From our online leadership community of 1,000+ managers in <a href=\"http:\/\/t.dripemail2.com\/c\/eyJhY2NvdW50X2lkIjoiNjA4MzM5OCIsImRlbGl2ZXJ5X2lkIjoiNjYyNDU0ODEyMSIsInVybCI6Imh0dHA6Ly90aGV3YXRlcmNvb2xlci5pbz9fX3M9d2JhdGJodnVxcHJrMnBmZnNtdnkifQ\">The Watercooler<\/a> in <a href=\"http:\/\/t.dripemail2.com\/c\/eyJhY2NvdW50X2lkIjoiNjA4MzM5OCIsImRlbGl2ZXJ5X2lkIjoiNjYyNDU0ODEyMSIsInVybCI6Imh0dHA6Ly9rbm93eW91cnRlYW0uY29tP19fcz13YmF0Ymh2dXFwcmsycGZmc212eSJ9\">Know Your Team<\/a>\u2026<\/em><\/p>\n\n\n\n<p><strong>Separating job roles from compensation<\/strong><br> <br><em>How do you avoid attrition of talented employees by not having enough  management roles? Yet, at the same time, how to do you avoid the <a href=\"https:\/\/t.dripemail2.com\/c\/eyJhY2NvdW50X2lkIjoiNjA4MzM5OCIsImRlbGl2ZXJ5X2lkIjoiNjYyNDU0ODEyMSIsInVybCI6Imh0dHBzOi8vZW4ud2lraXBlZGlhLm9yZy93aWtpL1BldGVyX3ByaW5jaXBsZT9fX3M9d2JhdGJodnVxcHJrMnBmZnNtdnkifQ\">Peter Principle<\/a>?<\/em><\/p>\n\n\n\n<ul><li>Review\n what \u201csuccess\u201d is for each employee. The key is to make sure people\u2019s \nindividual ideas of success is aligned with the organization\u2019s idea of \nsuccess.<\/li><li>Develop\n multiple career paths for individual contributors, beyond management. \nHave it be just as easy and just as rewarding to move up levels within \nan individual contributor track as it is to move into management and \nmove up the management track. For example, you can have people \nprogressing into engineering managers (which has multiple levels), or \nprogress as an individual engineer (which also has multiple levels). \nAndy Grove in <a href=\"https:\/\/t.dripemail2.com\/c\/eyJhY2NvdW50X2lkIjoiNjA4MzM5OCIsImRlbGl2ZXJ5X2lkIjoiNjYyNDU0ODEyMSIsInVybCI6Imh0dHBzOi8vd3d3LmFtYXpvbi5jb20vSGlnaC1PdXRwdXQtTWFuYWdlbWVudC1BbmRyZXctR3JvdmUvZHAvMDY3OTc2Mjg4ND9fX3M9d2JhdGJodnVxcHJrMnBmZnNtdnkifQ\">High Output Management<\/a> calls these individual contributors who advance \u201cknow-how managers.\u201d<\/li><li>Provide\n \u201cmentorship\u201d roles instead of pure management roles. Some people \nfunction better as technical mentors and leaders rather than as people \nmanagers.<\/li><li>Have\n your lead roles be rotating roles with an additional bonus. For \nexample, people elect their leads, and that person stays and leads as \nlong they see fit, but function more like the representative of the \ngroup rather than a \u201cboss.\u201d Compensation is not exactly separate because\n you get a bonus, but you\u2019re not changing the role, so it\u2019s not a direct\n step-up. It\u2019s a strategy that Semco used \u2013 you can check the Pyramid \nand Circles item of <a href=\"https:\/\/t.dripemail2.com\/c\/eyJhY2NvdW50X2lkIjoiNjA4MzM5OCIsImRlbGl2ZXJ5X2lkIjoiNjYyNDU0ODEyMSIsInVybCI6Imh0dHBzOi8vaGJyLm9yZy8xOTg5LzA5L21hbmFnaW5nLXdpdGhvdXQtbWFuYWdlcnMlMjAyP19fcz13YmF0Ymh2dXFwcmsycGZmc212eSJ9\">this post<\/a> from 1989 on it.<\/li><li>Know that people will leave \u2013 and support them when they do. Attrition can be a natural and healthy part of a growing team.<\/li><li>Encourage\n folks to be honest when they feel they want to leave, and support them \nwhen they do. One Watercooler member has a Slack channel dedicated to \n#alumni as a way to stay connected to folks, and show the company\u2019s \ndesire to support them even after they\u2019ve left.<\/li><\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"just-for-fun\">Just for fun<\/h3>\n\n\n\n<p><strong><a href=\"https:\/\/t.dripemail2.com\/c\/eyJhY2NvdW50X2lkIjoiNjA4MzM5OCIsImRlbGl2ZXJ5X2lkIjoiNjYyNDU0ODEyMSIsInVybCI6Imh0dHBzOi8vd3d3LmVuZ2FkZ2V0LmNvbS8yMDE5LzA1LzE5L2ltcG9zc2libGUtZm9vZHMtYnVyZ2VyLXNhdXNhZ2UtZW1waXJlLz9fX3M9d2JhdGJodnVxcHJrMnBmZnNtdnkifQ\">Impossible Foods\u2019 rising empire of almost-meat<\/a><\/strong><br>Absolutely fascinating piece (especially, as I eat vegan most of the time! \ud83d\ude1d)<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Interview with Katica Roy, CEO and Founder of Pipeline<\/p>\n","protected":false},"author":2,"featured_media":4157,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"episode_type":"","audio_file":"","cover_image":"","cover_image_id":"","duration":"","filesize":"","date_recorded":"","explicit":"","block":"","itunes_episode_number":"","itunes_title":"","itunes_season_number":"","itunes_episode_type":"","filesize_raw":"","footnotes":""},"categories":[107],"tags":[109],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v20.1 (Yoast SEO v22.4) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Newsletter Issue 39 - Canopy | Blog<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/canopy.is\/blog\/2019\/05\/23\/newsletter-issue-39\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Newsletter Issue 39\" \/>\n<meta property=\"og:description\" content=\"Interview with Katica Roy, CEO and Founder of Pipeline\" \/>\n<meta property=\"og:url\" content=\"https:\/\/canopy.is\/blog\/2019\/05\/23\/newsletter-issue-39\/\" \/>\n<meta property=\"og:site_name\" content=\"Canopy | Blog\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/knowyourteamhq\" \/>\n<meta property=\"article:published_time\" content=\"2019-05-23T15:48:23+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2022-09-02T19:21:59+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/canopy.is\/blog\/wp-content\/uploads\/2019\/05\/KYT039.png\" \/>\n\t<meta property=\"og:image:width\" content=\"2070\" \/>\n\t<meta property=\"og:image:height\" content=\"1164\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Claire Lew\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@clairejlew\" \/>\n<meta name=\"twitter:site\" content=\"@KnowYourTeamHQ\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Claire Lew\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/canopy.is\/blog\/2019\/05\/23\/newsletter-issue-39\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/canopy.is\/blog\/2019\/05\/23\/newsletter-issue-39\/\"},\"author\":{\"name\":\"Claire Lew\",\"@id\":\"https:\/\/canopy.is\/blog\/#\/schema\/person\/94d1f9d2f817b329f35174edc7d4fa5f\"},\"headline\":\"Newsletter Issue 39\",\"datePublished\":\"2019-05-23T15:48:23+00:00\",\"dateModified\":\"2022-09-02T19:21:59+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/canopy.is\/blog\/2019\/05\/23\/newsletter-issue-39\/\"},\"wordCount\":900,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\/\/canopy.is\/blog\/#organization\"},\"image\":{\"@id\":\"https:\/\/canopy.is\/blog\/2019\/05\/23\/newsletter-issue-39\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/canopy.is\/blog\/wp-content\/uploads\/2019\/05\/KYT039.png\",\"keywords\":[\"Newsletter\"],\"articleSection\":[\"Newsletter\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\/\/canopy.is\/blog\/2019\/05\/23\/newsletter-issue-39\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/canopy.is\/blog\/2019\/05\/23\/newsletter-issue-39\/\",\"url\":\"https:\/\/canopy.is\/blog\/2019\/05\/23\/newsletter-issue-39\/\",\"name\":\"Newsletter Issue 39 - 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My mission in life is to help people become happier at work. 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