Feel the Learn: The Schur Way
Amy Poehler and Mike Schur, creator of Parks & Recreation, recently had a great conversation about work on Amy’s wonderful podcast, Good Hang. I’m a big fan of Amy Poehler and highly recommend the podcast. Ten minutes into her interview with Schur, they discuss what he is like as a boss and how views on work have changed in recent years.
As a People Nerd, I found the conversation to be — mwah — chef’s kiss. They start talk about work at time-marker 10:55, the discussion lasts about 6 minutes.
Listen to Amy Poehler & Mike Schur talk about work
Whether you manage one employee or a big ass company, learn from Mike Schur. In addition to Parks & Rec, he was a creator on The Good Place, Brooklyn Nine-Nine, and his current show, Man on the Inside, and a producer on The (U.S.) Office and Hacks, Mike Schur knows what he's doing. You heard Amy say how people love working for him. Here’s an interview where TV comedy legend Ted Danson professes his loyalty to Mike Schur.
In a time when execs constantly whine about lack of employee loyalty, we can stand to learn from the Schur way. So here are my four favorite takeaways from their conversation.
Build great systems. I’d love to talk with Mike Schur about his framework for a system. I’d venture to say that a good system requires (1) clear objective(s) (i.e., the what & why), (2) capable people (i.e., the who), and (3) shared approaches and expectations (i.e., the how). You can have a system anything. A system at the level Amy & Mike discuss – where there’s a big goal involving many people following broad approaches – is essentially the group culture. Or in this case, the CulSCHUR.
Great systems need clear rules & parameters that enable people to do their best. The best cultures explicitly and clearly establish their rules (i.e., norms and expectations) then they stick to them. When you’re in a consistent system, you quickly learn (and trust) how to operate within it. That enables people to feel secure and focus on great work.
Great systems need capable people who are in it to do great things. We all have a degree of ego, but people who are driven – like a car – by their self-preservation will never, ever prioritize the work or the team. They’re focused on what they’re trying to avoid (to not be disliked, a failure, ignored, insignificant, etc.).
It is the boss’ job (that’s you!) to ensure people remain in the mindset to do good work. Some people consider Psychological Safety touchy-feely talk, but the brain can’t distinguish if your existential stress is caused by a predator or toxic boss. It perceives both as Danger, and everyone has an instinctual need to not be in danger. People who doesn’t feel safe go into self-preservation (see above).
They also discuss the importance of trusting your people to do the work (tale as old as a micromanaged time) and how the new generation of the workforce will NOT put up with bullshit. A lot of wisdom in a 6 minute conversation. Remember, learning and growth can come from anywhere. Take a few minutes to feel the learn.