Trent - I've been having the same internal conversation. Where I've landed is that ORIX is an orange/blue organization. As a result, the expectation of employees is that they strive to exceed expectations. I mean, one of our values is pursue excellence. I think for someone to really be successful in our org culture, there has to be a good bit of orange in their blood. Our performance plans, comp plan and incentives are designed to motivate in line with the orange mindset. The Foundation is geared towards those with some green in their blood, but not a primary driver.

I think a balanced team is an ideal team, but a pure green (in my view) doesn't fit the corporate culture. Those that are in this mindset may be a good fit for a while if their green energy is being fulfilled in other ways and the job allows them whatever it is they need to pursue those other outside interests. However it seems to become problematic when there is a motivation or performance issue because we aren't structured in a way to provide the type of motivation that mindset needs to be fulfilled. If the green mindset person isn't passionate about their job, you may get status quo performance but won't get peak performance over the long term.

The issue then becomes a team dynamic issue where your achievers resent your status quo.

 Jordan Massey  |  Director  |  Internal Audit  |  ORIX USA Corporation  |  1717 Main Street, Suite 900  |  Dallas, TX 75229<x-apple-data-detectors://1/1>  |  t  |  469-385-1378<tel:469-385-1378>     c  |  214-906-1926<tel:214-906-1926>     e  |  jordan.massey@orix.com<mailto:jordan.massey@orix.com>  | www.orix.com<http://www.orix.com/>  |  www.orix.com<http://www.orix.com/business-page>  |  www.orixfoundation.com<http://www.orixfoundation.com/>

On Oct 26, 2017, at 7:37 PM, Foley, Trent <Trent.Foley@orix.com<mailto:Trent.Foley@orix.com>> wrote:

With Tom, I got to experience the munchies effect of plenty of second hand mary jane.

Everyone at the event seemed very friendly.  I went in worried about breaking drum circle etiquette, and upon asking one of the “regulars” if pictures are okay, I received what would serve as the resounding theme for the night:  “Nobody here gives a f***”.

The environment encourages all to let down their guards.  In my attempt to lessen my self-conscientiousness, immerse, and understand, I am left to believe the following of the general clientele:

  *   In search of meaning – and searching in any place possible (geodes, chemical enlightenment, connection with community)
  *   Desire to disconnect from reality … or with the younger/college kids in attendance, fully disconnected
  *   Desire to be loved by those around them – the light twirlers and belly dancer come to mind

The environment is somewhat intoxicating (well maybe it was the haze).  As the night progressed, I felt getting sucked into the “disconnection”, and a battle begun between my rational thoughts (self-control) and irrational feelings (self-gratification).  My traditional mindset re-emerging, I decided to get out of there fast.

Leading these individuals would be quite a challenge for my leadership style.  I previously thought I employed certain green leadership techniques here at the office through encouraging collaboration and group think, but am thinking now these are really disguises for the achiever leadership mindset.  I verbally express to my team that the ultimate goal for these dynamics is to achieve a “better” design or “faster” deliverable.

I have chosen to compose my team with mindsets that are easier to lead (for me that means having a good dose of achiever in their blood).  Is this wrong?  I am hard pressed to find a role on my team in which a pure-blooded green mindset would excel.  Reflecting back to last April, the 2 individuals in the IT department that were laid off had thick green mindsets.  I now better understand their perspective and approach to life, but for the one in particular that reported to me, I do not believe this would have changed my decision remove from the team.  Please call me out if you think this is close-minded.

Trent Foley  |  IT Director  |  Technology Solutions  |  ORIX USA Corporation  |  1717 Main St  |  Dallas, TX 75201
t  |  214-237-2062     c  |  979-574-1502     e  |  trent.foley@orix.com<mailto:trent.foley@orix.com>     |     www.orix.com<http://www.orix.com/>

From: ironlady@stagen.simplelists.com<mailto:ironlady@stagen.simplelists.com> [mailto:ironlady@stagen.simplelists.com] On Behalf Of Wiegand, Tom
Sent: Thursday, October 26, 2017 3:56 PM
To: ironlady@stagen.simplelists.com<mailto:ironlady@stagen.simplelists.com>
Subject: Green Elephant Drum Circle

Very, very green immersion experience last night, once we could see through the purple haze!

My observations of the folks attending the Green Elephant Drum Circle, not wanting to stereotype but:  they are non-conforming folks, they are free forming, want to express themselves physically, spiritually, they are not pretentious, no designer labels seen, most had been or were smoking pot, they want to feel good today, not too worried about tomorrow.  I suspect, again not wanting to be presumptuous, they held service jobs, hourly pay type jobs.  I believe this crowd is a subset of a bigger green group that has different traits.  I’m commenting on the group I observed last night.

Going a step further, if I had to lead 20 people from last evening in a business setting, I would clearly need to think through every aspect of my approach and execution.

Short Term Perspective.  I would need to address each person individually, meet with them one on one, attempt to get to know them, understand their story in life, their mindset, I think this could likely not be accomplished in a whole group setting.  Long term motivation ideas, long term incentive could be discussed but I think these folks don’t think that far out, so I’d need to highlight the short term, what’s in this project for them today and next week.  Many of them are likely at work to punch the clock, put in their hours and get paid, so I’d need to understand delivering that element to them, let them know the organization does have minimal rules and if they follow those rules they’ll get paid.

Long Term Perspective.  Longer term perspective, I think many if not all of these folks do possess business skills, ideas, contributions valuable for the longer term that they do not know they have.  And I would think of ways to first convince them that they have these skills and good ideas, and then get them to pursue them.  Turnover is likely a problem, would need to somehow address that.  If an employee has long term goals within an organization, he/she is more likely to be engaged beyond the monthly paycheck.  Finding and pursuing longer term goals, advancement for green folks

Last night was fun, perhaps the greenest place in Dallas last night!

Tom Wiegand  |  Managing Director   |  ORIX USA Corporation
1717 Main Street, Suite 1100  |  Dallas, TX 75201
t  |  214-237-2225  e  |  tom.wiegand@orix.com<mailto:tom.wiegand@orix.com>  |  www.orix.com<http://www.orix.com/>