This week in the Opt-In: Is the org chart obsolete? It might be and more.

In this week's opt-in:

• Will the org chart be obsolete? If we can see what it could look like maybe we can start building it.
• There were surprises for everyone during last week's Asking Bootcamp.
• Someone else is a fan of the fairytale analogy. And you should be too.
• Do you think the pay gap is because people don't pay fairly? That's what I thought until I found out it was more complicated than that.
• Is the workforce uberizing?

Is the org chart already obsolete?

I asked an executive which of these images describes their team and how they function. They paused for a moment and chose the second one.

"It's a great team; they really work well together."

I asked, "Which of these graphics do you draw when you describe your team to others? Moreover, which graphic would they draw?"

There was a much longer pause.

I won't go into the conversation we had next but suffice it to say that my client now understands that if he wants a team that looks, acts, and engages like the graphic on the right, they need to stop sharing the graphic on the left.

I know the org chart is simple to understand, but it creates a story of permission and power far more than a story of collaboration and creativity. Images tell tales of potential as much as words do.

I'm no artist, but it feels like the org chart keeps us in the past rather than moving us into the future. How would you draw a simple visual explaining a future team?

Want to get better at asking? It's not what you say at the end; it's about everything you do BEFORE you ask.

I’m taught a 6-day boot camp this week on how to ask. I pushed hard to unwind some ingrained lessons we’ve all been taught about asking. Including: - That asking someone for something is a selfish act. - That your ask should be an entire sales pitch. - That the answer to an ask is only yes or no. - You need to make a perfect number of questions to get a yes. - Asking is about being clear about your needs. - It’s about optimizing for the finish line.

The list goes on.

The thing about asking everyone needs to remember before they do or say anything is that an ask is about creating momentum for someone else. Start with what helps them to help. Not what you want. You’ll find yourself at a better destination.

Are you interested in joining the next one? We're thinking of putting it on again.?Click here, and we'll put you on the list to learn more.

It looks like I'm not the only one who thinks the Cinderella story makes for an interesting analogy.

And this one is particularly magical.

Read the entre POV from Andy Raskin here.

Let's get serious about fairness for a second, the pay gap has closed by .3%, meaning that pay parity will not happen until 2154. The?World Economic Forum just released its report on the gender pay gap.

Did you see this and think, “Wow, those other folks need to sort out what they’re doing because I’m paying fairly.”

I used to think that, too, until I learned HOW the pay gap is calculated. It’s not a role-to-role comparison. It’s a category-to-category average comparison.

You can see how it works by doing a “wage gap” calculation on your team on just gender. Add up all the salaries of people categorized as “men” and the same for “women.” Now divide each total by each category, and you have an average salary by category. Is your “man” category average bigger than your “woman” category average? Then you have a pay gap. It’s probably not a “fairness” problem; it’s likely a “more men in more senior positions who get paid more” problem. Right? So, if you’re in a leadership role wanting to help close the pay gap, now you know how.

Is there more to this narrative that DOES have much to do with cultural issues and fairness problems? Yes. Did I simplify a complex message down? Also yes.

But here’s the thing. I used to think the pay gap problem was a “fairness” problem. I didn’t think (even as a woman) that I had a “fairness” problem. So I did nothing. Then I learned how it was calculated.

Are there bad actors out there? Yes, but in my experience, the majority of people in leadership positions are trying to be fair, kind, and generous with their teams. And so they, like me, read something like this and think, “I’m fair.” and do nothing, like me.

I’m curious. You’ve read this far. What will you do differently? I’m still looking for better answers. #leadership #paygap #equity #hr #compensation #futureofwork

HT to Jocelyn Mangan, a champion for leadership. Thanks for putting the report on my radar.?Here's a link if you want to read the entire thing.

Is the workplace Uberizing?

It looks like the "buy" side of the workforce marketplace is starting to get more comfortable with on-demand team members.

There's a transformation happening in both how companies buy time and how people sell it.

And the people who will thrive and ultimately create the new future are those that understand that in THIS transaction, a win/win approach is not optional. Because if they're not opting in, they're opting out. And not just because they can but because they have other options.

Read the above from an employer's perspective, then again from your own. See, it works both ways.

Remember, you're the CEO and Founder of You, Inc, and your time is the product you offer the marketplace. If you're not easy to buy, people won't. It's that simple.

Until next time,