Tag Archives: Google

Google Trends as life advice?

[this post first appeared on Medium]

I was in Portland last week looking for artisans to interview for the Artisanal Economies Project and stumbled upon a vintage clothing store.

A clothing store is not perfectly artisanal, but I figured it qualified. It is, after all, curatorial, small batch and non industrial.

The woman within was happy to help but she told me that her store was threatened by insolvency. We talked for maybe 30 minutes and it became clear she had stalled. She could not stay in her present location, but she wasn’t sure where she and her husband should move.

“We’re from the midwest…” Marie trailed off, “If you have any suggestions, please let me know.”

Back in my hotel room, I wondered if Google Trends could help. I had the honor of talking to Hal Varian about Google Trends several months ago, and I’ve been looking for an opportunity to explore what it can do.

I searched “vintage clothing” and it was clear that this is in decline nationally. Marie is right to be concerned.

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Google Trends allows us to drill down by state. Oregon shows lots of volatility and a still more marked decline.

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Google Trends ranks the states. This chart shows the states that rank low. And it turns out that Oregon ranks very low indeed, 45 out of 46 states. By this reckoning, Marie lives in almost the worst state in which to have a vintage clothing store. So moving anywhere is probably a good idea.

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The next chart shows the states that rank high. It suggests that California or New York might be better choices.

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Google Trends let’s us drill down to the city level.

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This suggests Eugene would be better than Portland. (And Boise would be very bad indeed.)

There are several issues here.

1 The chief of these is whether Google Trends is, for Marie’s purposes, measuring what we want to measure in the way we want to measure it. I will leave this issue to readers. I would just say that these data must be dramatically better than the ones that Marie and her husband now have at this disposal.

2 Should Marie and her husband trust a life decision to these data. I think the answer has to be ‘yes.’ Again, at this point they have NO alternative data with which to work. (They appear to be considering a return to the midwest simply because they come from there. From an “industry” point of view, this is anti-strategic.)

3 The last question is the most obvious intellectual one. Why should vintage clothing be doing badly in Oregon? (Marie told me that there used to be 12 stores in Portland and now there are only 4.)

I would have thought that vintage clothing would be one of the best ways of ‘keeping Portland weird.’ That is to say, I would have thought that vintage clothing would have resonate with this and other cultural things that define the locality.

4 This bring us to the prize question. By the looks of things here, a change is taking place in Portland. Consumer taste and preference has shifted. It is an anthropological truth that a shift of this order cannot be trivial. It must indicate a deeper change taking place in the culture of Portland, in the very “mentality” (as the French social scientist would call it) of the city.

Any change of this kind is interesting to an anthropologist. But when it is something taking place in a city now famous for setting the trend for some part of the rest of the country, then, yowser, this is very interesting.

Best of all, this change is, at least for me, counter intuitive. I would never have guessed it. I have no ready explanation. I am mystified. And this means that the change in question is, at least for me, disruptive.

Now to figure out what it is…

5 Google trends has several clear and verified uses. Marie’s example that it might also serve for the purpose of life navigation. Career counsellors and life coaches, take note.

(post script: “Marie” is a made-up name.)

Culture inside and outside the corporation (The two faces of of the Chief Culture Officer)

This week I took part in a #TChat on employee engagement and specifically onboarding. (Thanks to Marla Gottschalk for including me.) I found myself arguing that onboarding should introduce new hires to the deep culture of the organization, the one that is buried in assumptions and largely hidden from view. Meghan M. Biro, a founder of TChat, invited me to “break it down.” Here goes.

The corporate culture is a complicated culture. It gets reshaped every time a new leader storms the C-suite. (Marissa Mayer is transforming Yahoo now.) It is changed by a succession the managerial models (“reengineering!”) and buzzwords (“tipping point!”). McKinsey and various other consultants introduce new ideas. Mergers and acquisitions bring in new ways of seeing and doing. The average corporate culture is a crowded house, an accumulation of ideas and practices.

And it would be one thing if these ideas and practices were explicit and obvious and sat like a simple “subroutine” in the corporate code, there to be plucked cleanly out when we wanted to change things. But of course, these ideas live cheek by jowl in an unexamined mass. I can’t remember ever hearing someone say, “Oh, ok, now that we’re moving to this idea, let’s root out the old one.”

No, we muddle through, assuming, apparently, that old ideas will expire on their own, or leave in disgrace. But of course they persevere. Every so often someone will break one out during a committee meeting and we all silently think, “Welcome, old friend.” More often, they serve as an assumption we resort to “when things get complicated.” The trouble is, they have a way of making things still more complicated. After all, the ideas that works for one person or group often contradicts and wrong-foots the rest of us. You’re thinking one thing. I’m thinking another. Key projects end up as “ships passing.”

Good luck onboarding a new hire. A handbook may capture the most recent, the most explicit, and the most formal of the ideas and values that govern the culture, but that teeming mass of additional ideas it tends to leave out. It will take weeks, sometimes months for the new hire to glimpse all the ideas at work in the corporate culture and the rules that govern when and by whom they’re used. Time wasted. Value squandered. And sometimes a lost hire. 

Who is responsible for this complicated culture? We have a COO for operations, a CMO for marketing, a CFO for finance. Why not a CCO, a Chief Culture Officer, for culture? As the party who grasps the welter of ideas that inform and animate the corporation, the CCO becomes a critical agent, an intervening angel. She can step in and say to two warring departments and say, “actually, you’re both right. You, department X, are using ideas that came to use from a talk Tom Peters gave here in 2005. And you, department Y, appear to be holding to the managerial mandate we got two years later when McKinsey came in. Here’s the Rosetta stone, the translation table, that sorts this out. Ok, begin again.”

Crisis management aside, the CCO can be there at the moment of creation, inventing the culture of the corporation, auditioning new ideas, integrating them with older ideas, helping clarify the mission, values and purpose of the organization. The CCO now fashions these not only as a grand statement for the annual report but as a work-a-day understanding that helps the organization day all the time.

In effect, this CCO would act as an organizing intelligence, a problem solver, a diplomatic officer, someone who can intervene when a team struggles to define its problem and its solutions. Corporations have always been complicated, but now as they learn to speak to complexity with complexity, things can get very murky very fast. A CCO, acting as an angelic intervention, would be extremely useful. “Ah, yes,” people say after a visit from the CCO, “that’s what we’re for, that’s who we are. Let’s start again.”

This is a grand calling, but I don’t think it exhausts the responsibility of the CCO. I think the corporation should ask the Chief Culture Officer to monitor and master the culture outside the corporation. And by “culture” here I mean, the cultural meanings and social rules that make up American life. When we know these meanings and rules, we negotiate daily life without a hitch. If we don’t know, life turns into a series of mysteries and frustrations. (Try ordering a cup of coffee in the Middle East and see what it’s like not to know the meanings and the rules.)

I recently gave a speech for a large, very serious federal bureaucracy. They wanted me to talk about culture in particular and Culturematics in particular, but I couldn’t for the life of me figure out why. Waiting back stage, preparing to go on, I turned to my handler and said, “What am I doing here? Why do they care about culture?” The reply was illuminating. “They keep losing their new employees. They work hard to find the right hires. But the kids come in and after a couple of weeks, they ask your question, ‘What I am doing here’ and leave.”

There will be several ways the CCO can address the issue of employee engagement but one is to use culture to craft a new connection with the hire. We can ask employees to serve as part of the intelligence net with which the corporation (or bureaucracy) keeps track of changes in the world “out there.” And now we have engaged them in something they care about. We have tapped their magnificent knowledge of popular culture. We can listen to them as they listen to one another and the world. They are now our eyes and ears. With this gesture, we honor the whole of the employee, and not the narrow part they bring to work each morning.

It is one of the peculiarities of capitalism that it has asked people to leave their other selves at the door. Someone may have a haircut that shouts “I have a life outside this place,” but we don’t want to know. Traditionally, the response has been, “We don’t know what you do on your own time and we don’t want to know. Just do your job. Everything extraneous to “job performance” is precisely that, extraneous. At best a distraction. A worst, a sign of disloyalty!” When that guy from fulfillment wanders into the cafeteria, someone asks with a small note of horror, “What do you suppose Karl does in his spare time?”

As it turns out, on the weekend Karl becomes a formidable competitor in the gaming world, when he is not working on his Anime collection. Now, there was a time when it truly didn’t matter what Karl did with his free time, but these days, the corporation wants to keep an eye on the entire waterfront of contemporary culture, especially the world of gaming. If the corporation has anything to do with entertainment, marketing or innovation, a working knowledge is essential.

Karl has a working knowledge. And he would be thrilled to be asked. He would be honored to do a brown bag lunch with other members of the organization, swapping stories, comparing notes, mapping out what they know about our culture. The organization is filled with Karls. And between them, they can map a lot of American culture. For some reason, we now ignore our Karls. I was talking to Tom Guarriello about this the other day, and he just shook his head. “When was the last time the corporation left this much value sitting on the table?”

What the corporation needs is someone who fully grasps the corporate culture inside the corporation, someone who can make this knowledge more supple, more available, more strategic and more tactical than it is now. And it needs someone who knows about culture “out there in the world.” What the corporation needs is a Chief Culture Officer.

Or so it seems to me. I welcome thoughts and comments from the HR community. I can only really to speak to “culture outside” and I welcome the chance to work with people who know about “culture inside” the corporation.

Please leave a comment below, or feel free to send me a note at grant27@gmail.com.

References

Baribeau, Paul. 2012. 5 ways to become the Chief Culture Officer.  Workplace Tribes. August 23.  Click here.  

Biro, Meghan M. 2012. Time for a new leader in the C-Suite. Forbes. Aug. 13. Click here.

Biro, Meghan M. 2012. Workplace culture leaders humanize the onboarding process. Forbes. August 22. Click here.

Collins, David. 2000. Management Fads and Buzzwords: Critical-Practical Perspectives. Routledge.

Lambert, Avi. 2012. Chief Culture Officer. Squidoo. Click here.

McCracken, Grant. 2011. Chief Culture Officer. Basic Books. Click here.

McCracken, Grant. 2012. Culturematic. Boston: Harvard Business Review Press.
Click here.

Acknowledgements

Special thanks to Meghan M. Biro and Avi Lambert who encouraged me to participate in the #TChat and for the conversation that followed.  Thanks to Tim Sullivan and Tom Guarriello for several discussions on the theme.

Explanations

The image is an “umbraculo” in Barcelona.  I like a wall that lets the inside out and outside in.  

Google + and the late-adopter advantage

Ooph.  To be standing in the intersection, when the new comes roaring through.  My hat, pipe and papers all went flying.  

I finally, belatedly, got my invitation to Google + and I have been fiddling with it.  

On first glance, it feels like an elegant restatement of the social media proposition.  

Indeed, it so simplifies and clarifies that it may actually claim a “late adopter” advantage, forcing on Facebook and Twitter what Veblen once called “the penalty of taking the lead.” 

The fun of being on Google+ as the moment is that it is filled with people doing “edge finding,” trying to figure it what it is, how it works, what you can make it do.  

Please come find me there.  And if you need an invitation, send me an email at grant27@gmail.com.  (But I think by this name the gates may be open, no invitation required.)

Fee-based Facebook and Google

It’s clear, isn’t it, that we pay for Facebook and Google one way or the other.

One way: We pay by fee. 

The other: We pay in privacy. 

I get why Facebook and Google are prepared to play loose and fast with our privacy.  That’s the business model.  This is the way they make money.  They "have to."

Actually, there’s an alternative.  It is to give us the option of paying for Facebook and Google in something less precious than our privacy.

I’m not saying millions would sign up for this option.  But it would clarify the debate nicely.  It would allow Google’s Eric Schmidt to say, "Oh, privacy is important to you?  Here’s the alternative.  Pay us."

(And wouldn’t it be interesting to see someone run these numbers.  What would Facebook have to charge us in the currency was, um, currency?)  

But I think this wouldn’t just be useful for Facebook and Google.  I think it might be obligatory.  I think a fee option is something they’re obliged to make available.  It would be mean they no longer "have to" invade our privacy.  

Sublime, rise and fall of an indispensable idea

Google’s Ngram is out.  Everyone is plugging in words.

Nick Wingfield asked Ngram to track the word "awesome."  This is the little word that could, emerging sometime in the 19th century and climbing steadily for 100 years. It spikes after World War II, and peaks around 1980, dipping briefly and oddly, Nick notes, at just around the time it was embraced by Jeff Spicoli (the Sean Penn invention in Fast Times in Ridgemont High).  

This little word changed horses in the middle of the stream. In the 19th century, "awesome" meant "capable of inducing awe."  At some point it came to mean "good, very good" as in "Dude, that’s so totally awesome." 

Why the shift?  In a world that was flatter and more democratic, awe disappeared as a social reflex.  In a world of rising technology and science, awe disappeared as a response to nature.  In a world that was increasingly explicable and routinized, awe disappeared as a response the inscrutability of the world.  I bet even our gods were less "awesome."

What’s a word to do?  Find a new home. Dream up a new meaning.  Make yourself useful some other way.  Hence the company of surfers.  It’s not the company a word usually seeks out.  The parties, the weed, the complete inability to graduate from high school.  But, hey, words go where the action is.    

Inspired by Wingfield’s study, I plugged in a world of my own.  I tried "sublime."  You will see the results to the right.  Not pretty.

Sublime hit a high point and has been sliding ever sense.  And I guess the high point was occasioned by Edmund Burke who loved the word deeply.

The passion caused by the great and sublime in nature … is Astonishment; and astonishment is that state of the soul, in which all its motions are suspended, with some degree of horror. In this case the mind is so entirely filled with its object, that it cannot entertain any other, nor by consequence reason on that object which employs it.

I think sublime fell for the same reason that awesome rose.  It fell into bad company.  It was a great and dignified term for Burke, but eventually it became a party favor, something to be used by members of the English middle class to describe cocktail dresses and garden parties. Run with a crowd like this and only bad things can happen.  

It’s a pity because this really is a good word.  It’s about how some things in the world can so astonish us that it explodes (or at least beggars) our categories of perception/conception. By this, the Burkean definition, "sublime" is a tremendous word.  As the world gets more and more turbulent and confusing, it is becoming more and more sublime.  "Sublime" actually helps us come to grips with our attempt to come to grips with the structural properties of contemporary culture.  And that, in my book, makes it totally awesome.  

References

Burke, Edmund. 1958. A philosophical inquiry into the origin of our ideas of the sublime and beautiful. London: Routledge & Kegan Paul, p. 57.

Wingfield, Nick.  2010.  Ngram for "awesome."  Facebook status update.  December 17.