Embracing Change: My Footwear Industry Journey and Insights
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Chapter 1: My Journey in the Footwear Industry
In my previous blog, I reflected on how my career journey is ongoing. This time, I want to delve into the importance of embracing and driving change.
Having penned 252 blogs about my experiences in the footwear sector, I have shared both the highs and lows that have contributed to my personal and professional growth. Central to my journey is one fundamental principle: “embrace and drive change.”
My initial encounter with significant change occurred when Koby’s Shoes was acquired by Payless Shoe Source. At that time, I had spent three years in store management while living in Southern California. The heavy traffic in Los Angeles was frustrating, and I longed for my family and friends.
When I received the news of the acquisition, I was assured that I could retain my position. However, I was also given a modest severance package if I chose to leave. Discontented with my living situation, I opted for the severance, which effectively funded my move back to Fresno.
Soon after, I secured a role at Cincinnati Shoe Company, which had shoe departments within Rodders, a high-end department store in Fresno. Two years later, when they chose not to renew the lease, I was offered a job in the Bay Area. I accepted, unaware of the exorbitant cost of living there. Our budget was so tight that we often collected coins in a jar to treat ourselves to an occasional beer.
While some might view this as a misstep, I gained invaluable insights from the experience, eventually landing a position at Nordstrom in 1989. My time at Nordstrom was a turning point in my career; I learned essential skills that have driven my success and the importance of treating people with respect and dignity—an aspect that is often overlooked in many companies today.
When Amazon acquired Zappos, there was concern that it would transform into a miniature version of Amazon. Fortunately, Tony Hsieh, the CEO, maintained a “business as usual” approach for many years. I welcomed this change as another opportunity for learning. I continued to apply the skills I had honed throughout my career and enjoyed a fruitful journey. As a leader, it’s crucial to set a positive example. I firmly believe that a strong team relies not just on its leader but on every individual member. Hence, maintaining a positive, solution-oriented attitude during times of change is essential.
Change can also manifest in different forms, such as a complete shift in management style. My experience with “Holacracy” exemplifies this. Holacracy acts as an operational framework for organizations, providing a structured set of rules and processes that empower every employee, rather than just management, to innovate and voice their opinions.
The company organized training sessions for all employees, and Brian Robertson, the creator of Holacracy, guided us through the process. My philosophy has always been, if it’s safe to try, why not? The concept was straightforward, but we had to adapt to the rules of engagement. In true Zappos spirit, we modified some rules to align with our unique style.
Tony was passionate about Holacracy. When asked how it operates, he clarified that many misunderstand it as eliminating all hierarchies. Instead, he explained, “It’s a hierarchy of purpose rather than a hierarchy of people.” The general company circle reflects the business's purpose, containing sub-circles and roles that cascade from that central purpose.
He acknowledged that many companies struggle with Holacracy, emphasizing that it’s not a one-size-fits-all solution but rather a platform for experimentation. He likened it to an iPhone with the latest operating system but no apps, stating, “We’re engaged in the hard work of building the apps. Some succeed, and some don’t, but we keep iterating.”
Having a positive and solution-driven mindset is invaluable during challenging times. Due to the transitions associated with the new Holacracy model, Steve requested that I revamp our progression strategy to align with our new direction. I assembled a team that I believed would drive change.
I intentionally chose individuals who would challenge my perspectives, leading to lengthy discussions. Ultimately, we developed an effective progression plan for all merchants, revisiting the first plan I created in 2004. We identified what worked and what needed improvement, restructuring roles to establish a clear path for success, which we termed the “Career Path.”
The key to any transformation is maintaining a positive outlook and adapting continuously. If something fails, pivot and try again. It’s vital to set aside personal feelings and prioritize the collective good, especially when establishing policies—if only politicians would follow this principle!
Technological advancements also drive significant changes. I recall the excitement of buying the latest Boston album on vinyl at Tower Records, where I had to protect my precious records from heat and scratches. With the advent of compact discs in 1982, the vinyl era began to fade, culminating in Tower Records' closure in 2006.
VHS tapes revolutionized home viewing in the late 70s, and by the late 90s, DVDs gradually replaced them. While these shifts were largely beneficial, some individuals still struggle with change; there are likely still vinyl enthusiasts and VHS tape watchers today.
Another major shift we currently face is the transition to remote work, which accelerated during the COVID-19 pandemic. Many businesses had to adapt to this new working model, often resulting in significant cost savings and, in many cases, increased employee productivity. Where productivity lagged, it often stemmed from individuals who struggled with change or were not previously productive. Ultimately, a positive outlook and a focus on solutions are essential for success.
Chapter 2: Embracing Change through Learning
Change is a constant in life and business. One must learn to embrace it for growth.
In this video, "Change is Inevitable: Embrace It," the speaker discusses the importance of adapting to change and utilizing it as a catalyst for growth.