September 30, 2012

Survival x 3

So today I learned from Bear Grylls how survival comes in 3s.

That basically, the rule of thumb is that you can live: 

- 3 minutes without air. 

- 3 days without water.

- 3 weeks without food. 

No, I don't intend to test these assumptions--but thanks. ;-)

This "Rule of Three" reminded me on these three kayaks I saw--Red, White, and Blue--navigating the Shenandoah River.

They are together, like three legs of a stool--strong, upright, and moving forward.  

I like this rule of thumb and wanted to share with others with might benefit. 

(Source Photo: Andy Blumenthal)

Share/Save/Bookmark

September 29, 2012

Daddy Long Legs Exposed

Back in primary school, the kids used to call these "daddy long legs". 

Like everyone else, I've had the opportunity to see one of these, but never two in such a compromising pose. 

The other day watching a action movie, one character asks another, "So which are you scared of--snakes or spiders? Everyone is scared of one or the other."

The CIA lady says: "Spiders" and later admits, she lied. 

The Army Ranger lady says: "I'm not scared of anything."

Two different philosophies on defeating the enemy--do you overcome them with strength, courage, and bravado or perhaps you mislead them with deceit and cunning or with both approaches. 

In any case, the other saying that this photo reminds me of from childhood is "bees do it, birds do it" and now I know that spiders do it too. :-)

(Source Photo: Andy Blumenthal)

Share/Save/Bookmark

In The Blink Of An Eye

Yes, this is what it looks like.

I saw this motorcycle driver dead on the street and the cycle beside him/her.

Apparently the truck in front ran him over.

Everyone is waiting around for the ambulance to come and take him away.

There is a lot of gesturing and people are being kept away.

The street is closed down in both directions.

I couldn't help thinking about someone just going out for a ride on their motorcycle and simply not coming back--that's it, time is up, game is over!

And then I thought about the driver of truck--either going home knowing that he's just killed someone or perhaps going to jail for vehicular homicide--who knows. 

I sort of imagined the soul of the motocycle driver hovering over his shrouded body and watching and waiting like everyone else. 

Life truly hangs by a thread--and there is a Jewish saying about something can happen in just the blink of an eye. 

Very sobering, humbling, and definitely a moment for pause and reflection as we think what are we doing with our lives and how do we make every moment count. 

(Source Photo: Andy Blumenthal)

Share/Save/Bookmark

September 26, 2012

Mural of Brotherhood

Really love this mural of kids and adults holding together in joy and brotherhood, the big sun with the smiley face, and the butterflies.

This was posted up next to a local school near their track, field, and basketball courts. 

When all the world is topsy-turvy with riots and fighting, WMD and threats of annihilation, and all sorts of financial doomsday scenarios--it is uplifting to see this simple and pure painting spreading happiness.

Let's create a world for our children and grandchildren with more joy, positivity, and stability, and less stress, fear, and uncertainty.

(Source Photo: Andy Blumenthal)

Share/Save/Bookmark

September 25, 2012

OMG Diesel


Before the Jewish holy day of Yom Kippur, I wanted to share this beautiful photo that my daughter took of the skyline. 

I love the contrast of the sky, clouds, sunrise, and treeline--it is awesome! 

When I look at it, I feel less angry at her for accidentally filling the car today with diesel--oops. 

Helps me remember that we all learn by sometimes making mistakes.

I am just glad everyone came out okay and all that was lost was some money on siphoning out the gas tank and refilling it again with regular. 

Thank G-d for that beautiful skyline photo, it is helping me keep perspective today. ;-)

(Source Photo: Minna Blumenthal)

Share/Save/Bookmark

September 24, 2012

Baxter Disappoints


This new robot named Baxter, by Rethink Robots, is practically being touted as the greatest thing since Swiss cheese--"allowing our people to use their minds more than their hands"--but this demonstration video shows a clumsy and awkward robot instead. 

Bloomberg BusinessWeek (18 September 2012) actually calls it a "huge disappointment" and I've got to agree.

The product manager in video calls Baxter--developed with $62 million over 5 years--"easy," "complaint," and "collaborative," but unfortunately Baxter, the robot, comes off looking anything but as he slowly and laboriously tries to pick up and move items from one location to another, and the product manager pulls his arms and pocks at his screen/face to program it.

While I am a huge fan of robotics and see their potential to transform our society--where robots can becomes surrogates for humans in everything from work to even odd companionship, I do not see the breakthrough here by Rethink Robots--except in the affordability of this robot to be used in manufacturing for only $22,000 a unit. 

What I do like about Baxter is that it is generally a good-looking device--with a solid looking grey base and long 9 foot wingspan red stretch arms.  I even sort of like the eyes and brows giving it a humanoid nature, but the quirky and flimsy looking red screen hanging off the main body looks chinsy. 

Also, if the robot is so "friendly," you'd almost expect it to be on wheels and mobile with the ability to speak, so that it could more genuinely interact with others, but it does not.  

Baxter is the brainchild of one of the pioneers of the Roomba vacuum--another toyish device that I wouldn't spend a dime on. 

Maybe, the way to look at it is that we need to take baby steps before we get the real iRobots coming to us--and hopefully that day will come soon.

Share/Save/Bookmark

September 23, 2012

The Dumbest Parent, No Really

So we took our daughter out to shoot some arrows.


She was really good, shooting off one after another and hitting the bullseye way down field.

Of course, when I gave it a try, I couldn't even hit the side of a barn.
Next to us, at the range, where two girls and their mother.

The girls were jumping around with their bows, grabbing the arrows, and popping off shots at a target set at a distance appropriate for their age.

What comes next is the dumbest and most irresponsible parent I've seen for some time.

The mother yells out to the girls--"Hey, I'd like to take a picture of you guys!"

Then she goes over to them and pulls them off the range and faces them at each other about a foot apart--with their bows and arrows pointed at each other!

The girls not understanding the danger they are in and playing around as kids do--pull the strings on the bows back to pose for the shot--literally, and with the mother egging them on. 

I am feeling like I am watching a horrible accident about to unfold in front of my eyes.

I say politely, but with obvious fear and concern, "Stop!--the girls are pointing the arrows at each other--that's dangerous!"

But the mother, puts her finger up as if to hush me, and says emphatically that she just wants to take a picture and "it's so cute."

I am watching what appears to be the younger of the girls--the one on the right--start dancing around with the bow and arrow, pulling back and pointing right at the other girl--who in turn mimics her and does the same back.

At this point my wife joins me, and we are not sure how to stop this or whether its time to take cover, while the mother continues to ignore any semblance of safety and refuses to pull back from her cherished photo op of the children.

This mother was not just dumb, but completely irresponsible--for the safety of her kids and everyone else around on the court.

When the "photo shoot" was over--and the kids let the strings go and ran back to the range, we sighed a sigh of relief that nothing worse had happened.

A number of days later, I found myself doing some strategic planning and using the Force Field Analysis tool.

In the Force Field Analysis, we try to identify and examine the driving and limiting forces for and against change, and more importantly the actions we can take for influencing each force. 

Usually, we view the forces for change as something positive, and the limiting forces as a hinderance, blocking our goal achievement. But the more I thought about it, the more I realized that while change can be positive when undertaken for the right reasons, there are times when restraint is necessary as well. 

For example, in applying this to the situation at the archery range--the parent is hell-bent on taking the photo no matter the forces for restraint to prevent a serious accident happening to her kids or to others around them. In this case, some parental restraint would have been appropriate. From an influencing perspective, probably some much better supervision at the range would have been in order. 

To me, it was interesting to think about it in this context and contemplate how to tip the forces for change or restraint to where they need to be depending on the situation--whether it is a good goal and a good time to pursue it, or not. 

Also, it is worth noting how challenging it can be to influence driving and restraining forces, especially when dealing with ignorance, foolhardiness, or people who may just refuse to listen to reason.

As leaders, the Force Field Analysis can be a useful framework not just for planning, but for trying to understand our environment and how best we can shape the events around us--no matter how quickly or dangerously they may unfold.

(Source Photo: Andy Blumenthal)

Share/Save/Bookmark

September 22, 2012

Leadership Lessons In a Pie

There is an interesting exercise that examines and trains leaders on strengths and weaknesses.


In the exercise, there are 8 primary skills written on the floor in a pie shape taped off into slices.

People are instructed to step into the slice where they think they are the strongest.

For example, some stepped into slices labeled visionaries, others into change catalysts, team building, or communication, and so on.

Then the group of people from each slice takes a turn and explains to everyone else how to become good at that particular skill, where they are the experts.

Then the exercise is reversed and the participants are asked to find and step into the slice that is the most challenging for them.

In this second part, the group of people in each slice then explain to the rest of the participants what makes that skill in their slice so challenging for them. 

This is a thought-provoking and helpful leadership exercise that gives people an opportunity to examine and discuss their strengths and weakness and learn from each other.

While I wouldn't say that they all slices had the same number of people--they didn't, some had more and some less--each slice did some people to represent that skill.

Some thoughts on this pie exercise:

- By having to choose only one key strength (i.e. only one slice to stand in), it is humbling to realize all the other skills where you aren't as strong, but seeing other people in spread across those slices too--let's you know that it is possible. 

- Also, by having to identify your most challenging leadership skill, the one where you need to focus the most attention on, it is comforting to see other people in the same slice--you are not alone.

- Seeing and hearing about the multiple leadership areas for people--both strengths and weaknesses--points to the importance of diversity of people and skills in the workplace--everyone can do something, but no one can do everything perfect.

- It is healthy to take a self-accounting of your strengths and weaknesses and learn where you can help others and where you can learn from others--thus, teamwork in leadership is just as critical as what is expected in the proverbial "rank and file."

- Leadership skills are generally not something that you are born mastering--although some are labeled "born leaders" (or maybe  "born with a silver spoon in their mouth" in more appropriate)--the vast majority of people learn and grow their leadership skills over a lifetime--and that is a good thing, so stick with it! ;-)

(Source Photo: Andy Blumenthal)

Share/Save/Bookmark

September 19, 2012

Bug Be Gone


Bug
This was an amazing photo that my daughter took.

I don't know bugs and don't like bugs, but this photo is incredible to me.

The Martian head, the antennae, the orange wings, the creepy crawly legs, the weird tail sticking out the rear you know what.

I am just glad people are big and bugs are small, because if this was 6 feet long, I'd be running as fast as I could in any direction away from this bugger. ;-)

(Source Photo: Minna Blumenthal)

Share/Save/Bookmark

September 17, 2012

What Happened To My Shoes?

So yesterday, I was on one of the hikes of my life.


After a certain period of time, I said that we had had better head back, leaving ourselves enough energy to make the return trek.

But after a number of times at this mountain, my daughter was determined to make it to the major overlook and do "the full circuit."

I was so impressed with her determination and enthusiasm that I too caught "the bug" to just do it!

So we went and went--marker after marker--laughing, sort of, about how far we were really going--and would have to return.

But the weather was good--it had cooled off--and we felt that we could get there, and back, with some pushing. 

At one point, we hit the summit, and put our rock on the tall pile with the others left by those before us, and we went on to make it to the overlook.

We took some pictures and sat down on the rocks to take it all in--it was magnificent.

Then I casually look down at my hiking shoes, and notice something--the rubber soles had actually come loose from the rest of the shoe--on both feet.

My first thought--great products, not! from this company--darn it. :-(

My second thought--%^(*#$ how am I going to get back in broken shoes?

Making a long story short, the shoes were wobbling over the rocks, tree trunks, and terrain--and I prayed that I did fall or end up getting stuck barefoot in the hills. 

G-d was good to me and we made it back and I headed straight to the hiking store to get my money back for the shoes--I literally took them off at the counter and handed them in tatters to the customer service rep.

Now without shoes in the store, I walked around in socks to the shoe section and picked out a new pair--yay!

Some lessons:

- Enthusiasm is catchy and can spark you to do things you wouldn't normally think you could achieve.

- Never say never--who would think your hiking shoes would literally fall apart in the middle of a hike, but they can and did!

- Always be prepared--mentally and physically--for all sorts of eventualities; life doesn't just go the way we expect or want.

- Thank G-d for a happy ending--because it could easily go the other way.

- And finally don't buy brand X for your hiking shoes--they really stink! ;-)

(Source Photo: Rebecca Blumenthal)

Share/Save/Bookmark

Dealing With Change Resistance

In leadership class, I learned that in performance management, there are two major types of issues--conduct and performance. 


In conduct issues--people willfully do not follow the rules of the workplace. Conduct issues are those of "won't."

However, with performance problems--people cannot meet the expectations for quantity and/or quality. Performance problems are issues of "can't."

On Rosh Hashanah, the Jewish New Year, I wonder whether these same types of performance management issues apply to our lives as human beings and as children of G-d.

- Some people just won't do the right thing, instead willfully choosing to lie, cheat, steal, and mistreat others. They prefer the monetary or egotistical rewards of doing the wrong thing over the spiritual and relationship hardships and challenges to do the right thing.

- Other people can't do the right thing--they are too scarred by hurt, abandonment, loneliness, being told they are not good enough and can't compete, and so on. For these people, sometimes, no matter how hard they try, they feel that they cannot meet expectations.

Of course, willfully doing something wrong is worse than not being able to do something right. 

That is why for the first type of people--those with conduct problems--there is disciplinary action.

For the second type of people--those who have performance issues--we recognize their commitment and try to help them through things like coaching, mentoring, training, and counseling.

Performance issues may be linked to change resistance to change--and there are 3 dimensions of this:

1) Cognitive--"I don't get it"--the person doesn't fully understand and therefore agree with the rules. 

2) Emotional--"I don't like it"--a person emotionally rejects the rules of change, because they are afraid of the loss it will cause to them, personally and/or professionally.

3) Interpersonal--"I don't like you"--when people are not resisting an idea, but rather they are resisting you, personally. 

Great leadership is the ability to sense when any of these dimensions are off and help to course-correct them: 

- When people don't get it--we can inform, create awareness, and educate.

- When they don't like it--we can listen to them and show empathy, get them involved in the process, and maybe show them the "what's in it for me" (WIIFM).

- And when they don't like you (the most difficult one)--we can try to win people over by taking responsibility for the things we have done wrong, demonstrating over time that we are trustworthy, spending time together to better get to know each other and build the relationship, and maybe even give in on some issues, where appropriate.

Like on Rosh Hashanah, where we seek G-d's mercy on us and ask that he work with us, so too, we can learn to work with others to try and help them, where possible.  

(Source Photo: Minna Blumenthal)

Share/Save/Bookmark

September 16, 2012

The Shofar: We Can All Improve


The Jewish New Year (Rosh Hashanah) is tonight, and it is a time of introspection and commitment to do better in the future.


On Rosh Hashanah, we blow the Shofar (traditionally made from a ram's horn) in synagogue.

My sister-in-law, Sara Herbsman, told me a beautiful learning about the three types of blasts on the Shofar that correspond to 3 types of people that think they may be beyond repair, but who can still improve their lives:

1) Tekiah--tekiah means rooted and is one long blast--a person is never too stuck, stubborn, or set in their ways to change.

2) Shevarim--shevar means broken and the sound is 3 short broken blasts--that is a person is never to broken to fix.

3) Teruah--comes from the word Ra which means bad and is 9 rapid very short alarm blasts--that is a person is never too bad or evil to repent.

For those who have heard the Shofar blast, it is a moving experience--as if your very soul is stirred to introspection and fear of heaven.  

I remember learning in Jewish Day School that our prayers would ascend to G-d in heaven on the blast of the Shofar. 

But what I always like the best was the story of the one little boy in synagogue who did not know how to pray, but instead just cried--and his tears, full of sincerity, ascended beyond all the other prayers all the way to throne of the Almighty. 

May G-d bless us with a happy, healthy, prosperous, and peaceful New Year. 

Andy

(Source Photo: here with attribution to Elias Punch)

Share/Save/Bookmark

September 15, 2012

EI Differentiates Us From ET


Alien_boy
An extra-terrestrial (ET) from outer-space is alien to the human race and our culture and norms.

You wouldn't expect an ET--despite maybe their great technology that gets them here--to understand us Earthlings and treat us properly.

They may try and capture us and even harvest our vital resources (and organs), but no, they probably wouldn't be overly concerned with with how they act or treat us.

Hence, Emotional Intelligence (EI) is what differentiates us from ETs.

With EI we manage both our ourselves and our relationships--like (proper) human beings.

EI is made up of personal competencies and social competencies.
In terms of personal competencies--we need to be self-aware and manage ourselves with authenticity and self control--and not act like a bunch of unseemly aliens.

From a social competency perspective--we must extend ourselves to become socially aware and manage our relationships tactfully--so we don't go chasing and laser-beaming others.

There are a number of important social skills for us Earthlings to master if we want to live nicely with others:

- Listening--that's why G-d gave people 2 ears and 1 month (of course, aliens have the opposite--2 mouths and 1 ear).

- Feeling--showing empathy for our fellow human beings--understanding their interests, concerns, and perspectives (like no alien can).

- Giving--being selfless, giving, and nurturing to others personally and having a service-orientation to our customers.

- Teaming--developing and maintaining a breadth of interpersonal relationships and sharing and collaborating with them (this will help you fight off the invading ETs when they arrive).

- Managing conflict--deescalating issues and negotiating with others to reach agreements and resolutions (if only we could negotiate with the aliens not to eat us). 

- Visioning--coming up with and championing a forward-thinking and compelling strategy.

- Managing change--influencing and leading others to adopt new ideas and change the status quo (we need to change, learn, grow, and improve--because it's a big intergalactic world out there).

These are a lot of critical and challenging skills to master and no one is perfect at all of them.

But as imperfect as we are, it is our trust and test in life to be more than warring Earthlings fighting each other over continuously scarce resources, but instead to become social creatures as well--where we lean to gracefully manage ourselves and our relationships. 

Unlike ETs, we human beings are in so many ways--with EI--better than that! ;-)

(Source Photo: Andy Blumenthal)

Share/Save/Bookmark

September 14, 2012

The Ax Thrower

This is a picture I took at the Renaissance Festival.


The guy is throwing an ax in a pretty serious way. 

While everyone else was doing it with two hands over their head, this dude was pitching it up like a baseball. 

He not only looked the authentic part of the middle ages, but he played it well too--and man, you would not want to get in front of his ax throw. 

Wonder if he gives lessons? ;-)

(Source Photo: Andy Blumenthal)


Share/Save/Bookmark

Following The Guy In Front Of You Over A Cliff

Ira Chaleff speaks about his book The Courageous Fellowship.

After seeing holocaust survivors with numbers tattooed on their arms from the horrors of the concentation camps, Chaleff asks "How does this happen?  How do people follow murderous leaders?"

In response Chaleff comes up with the five dimensions to follow courageously:

- Courage to assume responsibility--don't expect your leader to provide for you, but you act for the common purpose that you both serve. (as John F. Kennedy said: "Ask not what your country can do for you--ask what you can do for your country.")

- Courage to serve--recognize the tough job of leadership and help to unburden and support the leader so he/she can be successful.

- Courage to participate in transformation--become full participants in the change and transformation process; ask what you can do differently to improve.

- Courage to constructively question and challenge--when policies and behaviors are counterproductive, step up and voice discomfort and objection.

- Courage to take moral action--in rare, but needed circumstances, you must be willing to dissent, leave, or refuse to obey a direct order when it is unethical or illegal.

I greatly appreciate Charleff speaking out and teaching others to do so and calling for all to "act as principled persons with integrity."

Charleff see leaders and followers less in the traditional hierarchical model and more as partners in achieving a common purpose--and this flattening of the hierarchy enables followers to question, challenge, and dissent when the boundaries of integrity are violated.

While I too believe we must serve courageously and not just follow blindly--as one of my teachers used to say, "if the car in front of you drives off a cliff, are you just going to follow him?"--I am not sure that Chaleff fully addresses the challenges and complexity in what it means to "step out."

While we may like to envision a flat organization structure, the reality in most organizations is that there is a clear hierarchy and as they say, "the nail that stands out, gets hammered down"--it is not easy to challenge authority, even though it can, at rare times, be necessary.

Finally, while Charleff focuses primarily on speaking up when there is a moral issue at hand, I think it is important to also be forthright in everyday issues and challenges that we confront.

Being good at what we do means that you don't just participate in leaderthink or groupthink, but you think on your own and share those thoughts earnestly.

However, once the decision is made--as long as and only when it is moral--then you must serve and support that decision and help make it as successful as possible.

Leaders and followers are a team and that means having the courage to fully participate and having the humility to respect chain of command and serve a noble mission, appropriately.
Share/Save/Bookmark

September 13, 2012

Let People Feel

Dr. Ben Bissell has a terrific presentation on Managing Change and
Transitions.

Basically Bissell explains that when we face Significant Emotional Events (SEEs)--major life changes (personally in our lives or professionally)--we go through 5 stages:

- Shock (i.e. Denial)--I Can't Believe it!

- Emotions (e.g. Anger)--How could this happen to me?

- Bargaining--Do we have to do it today?

- Depression (i.e. grief)---I can't take it anymore!

- Acceptance--1) Intellectual--If that's what they want! 2) Emotional--Ride the train or be run over by it.

When we have major life change, we can experience loss in terms of control, influence, respect, freedom, security, identity, competence, direction, relationship and resources--in essence, we are forced out of our comfort zone and must transition.

Since according to Biseell "all change produces loss (and fear), and all loss must be grieved, it is understandable why these stages of transition track to the Kubler-Ross model of the 5 stages of grief.

Bissell explains that getting through these stages is not quick and takes a minimum of one and a half years to make it all the way through the 5 stages--during which time, it's normal to feel abnormal. 

The problem is when you get stuck in one of these five stages, then you either:

- Get burned out and quit

- Act out and get difficult

- Become sick, physically or emotionally (e.g. migraines, chronic depression, etc.)

Some ways we can help people get through changes is to:

- Recognize and accept that these stages are normal and necessary.

- Give people a safe place to vent their feelings (i.e. low morale = unresolved anger).

- Increase information flow--when people are undergoing severe life change, you need to counter the tendency for distorted perceptions and help them see where they are going and how they will get there.

- Maintain other elements of stability and familiarity in the person's life--this gives comfort.

- Protect your health--your body, your breathing, your pace of eating and living, and your sleep.

- Give yourself time and space to play, be silly, be foolish, unwind (or else you will pop).

Bissell recognizes that the pace of change is continually increasing and "technology is seeing to that."

Therefore, there is an increased urgency to help people deal with change in healthy ways--working through the stages of transition.

However, from my perspective, when people suffer huge losses in their lives, they never really get over it. The loss is always there, even if it's just behind the scenes rather than out front like the first year or so.

When it comes to loss, people can experience enormous pain, which gets engraved in their consciousness and memories, and we should not expect them to just get over it.

In other words, it's okay to incorporate feelings of loss and grief into who we are--it is part of us and that is nothing to run from or fear. 

Just like good events can having lasting positive impacts in our lives, so do severe disruptions and grief.

People will progress and continue to heal, but they will always feel what they feel--good and bad--and we should never take that away from them.

(Source Photo: here with attribution to LiquidNight)

Share/Save/Bookmark

September 12, 2012

Why Orange?

So I made some new "friends" on the train home this evening.

These two Tibetan Buddhist Monks.

I asked about their amazing robes--"why orange?"

They said, they didn't know why, but told me black, white, blue, and red were a no-no. 

They started to teach words from their language to another inquisitive fellow from New York riding on the train, and asking them how to say this and that.

They were laughing at his pronunciation. 

As he was about to get off the train, he grabbed for their hands and gave them a good shake, and off he went. 

I asked if I could take their picture and they smiled and immediately sort of sat up and posed. 

At one point on the ride, the monk on the right pulls out a cell phone and starts talking away--the modern technology was sort of a funny contrast with their religious robes and serene nature. 

Anyway, I loved this picture and wanted to share this experience. 

Hope you enjoy!

(Source Photo: Andy Blumenthal)

Share/Save/Bookmark

September 11, 2012

Radiate Possibilities

Today, I had the opportunity to see one of the best leadership videos I have ever seen, called "Leadership: An Art of Possibility." 


It features Ben Zander, an Orchestra Conductor who is not just a leader of making music, but of driving people to excellence.

Zander's passion and energy bring out the best in people--and you can literally see them transformed as their playing comes alive, their faces shine, and they glow under coaching of this conductor extraordinaire. 

His leadership principles are:

- Speak possibility--create a shift in being (transformation) by seeing the possibility in everyone, and lead people by empowering, not commanding; help people get in touch with their inner passion, so they remember why they love what they do and why it is ultimately important.

- Quiet the inner voices--communicate that everyone can get an A and everyone has value; assume the best of everyone, eliminate the fear of judgement, barriers, and mindset of "I can't do it," so people can genuinely perform. 

- Enroll every voice in the vision--make every person feel and realize that they can contribute and make a difference on our journey together; shift from a mindset of pure individuals to that of living in a connected world; like in a symphony-- we create a "sounding together."

- Look for shining eyes and radiating faces--you know you are positively reaching people and impacting them when their eyes and face light up; and you need to ask yourself what you are missing, when you aren't getting this guttural reaction. 

- Rule #6 ("the only rule")--Don't take yourself so %@&$! seriously; mistakes happen and life goes on; really feel the joy, relief, ease, spontaneity, and community around what we do. 

The art of possibility is a paradigm shift where we move from having an external standard to live up to, and instead move to fulfilling the possibility we can live into. 

In essence, Zander's leadership philosophy is about removing the barriers that inhibit us and releasing our deep inner talents, so we can achieve our marvelous potentials--and self-actualize. 

As Zander states: the conductor actually does not make a sound, yet by empowering people, he leads them to make the most beautiful music together. 

If you get a chance to watch this video, I believe it is extremely valuable because the passion, love, and energy that Zander demonstrates turns every face into a presence radiating their own joy and excellence--it is truly leadership unleashed. 

(Source Photo: Andy Blumenthal)

Share/Save/Bookmark

September 9, 2012

Cries In The Night

Scream
Last night, we heard screaming. 

We were woken out of our sleep, by a blood-curdling cry.

I ran to the window to see what was going on, but the street seemed empty.

There was yelling mostly from what sounded like a young man--or boy.

He was saying things like "get away from me."

That turned into "don't hurt me."

Which ended in "H~E~L~P!  Somebody call the police. He's beating me..."

The police came quickly, yet we still heard the craziness.

"He abuses me. He beats me." and then "He tried to throw me off the terrace."

The boy was literally begging the police to take the man to jail.  

He seemed completely traumatized--unreconcilable--and kept repeating himself again and again. 

Until finally everything went abruptly silent and "the show was over," but the impact lingered in the warm, humid air of the night. 

People disagree, argue, and fight--they are only human; not every moment can be a "Leave It To Beaver" hour--loving and copasetic.

We all understand that the pace of life and stress gets to people and sometimes, they say and do things, they do not mean or intend--and some which they do, but that they are sorry for afterwards. 

Again, people are "only human"--or as we learned in Jewish day school, there are no angels here on this earth. 

But the blood curdling cries we heard last night, left us up, sitting and holding each other--and trying to make sense of it all. 

There is too much suffering out there--some of it we hear, some of it we don't, and some of it we tune out and ignore. 

As a child, I learned that the prayers of the community rise up together to beseech G-d almighty for his mercy and blessing. 

Sometimes, I wonder, whether the cries of anguish of the people who are hungry, sick, raped, and abused, also rise up in the same way--as one "communal" single cry for help or more as a chorus of people in need.

In the dark, at night, everything somehow seems worse, and while I tried to explain to the kids what this world is about...sometimes, it is hard to understand or even attempt to explain. 

Are these things tests, challenges, opportunities for growth, or punishments--only G-d really knows. 

But hearing (and seeing) people "losing it"--and their pain that you can hear mostly only in the dark of night--can put doubts and fears about the cruelty of some human beings into any soul.

These are memories that etch into our very consciousness--scaring and maiming, but hopefully also leaving us to appreciate every peaceful and loving moment bestowed on us.

(Source Photo: here with attribution to PalmSpringsDude)

Share/Save/Bookmark

September 8, 2012

We Are Driven!

Riots
We are driven to do what?


Some of us to succeed and others, seemingly, to various destructive behaviors that thwart our success.

In the book, The Charge, by Brendon Burchard, he argues that we need to harness our drives to increase our success rate. 

Burchard categorizes our drives into baseline and forward drives--and has 10 of them--almost like the Ten Commandments (Cs)--five in each area (or on each tablet). 

Baseline drives are those which he says make us happy:

- Control
- Competence
- Congruence
- Caring
- Connection

Forward drives are those which help us evolve:

- Change
- Challenge
- Creative Expression
- Contribution
- Consciousness

Wonderful--10 C's, all nicely packaged. 

While I generally agree with these human drives, something is not satisfying about these--they seem academic, stale, and the fodder of a marketing brochure.

Where is the energy of humans to live, love, and laugh? 

Where is the longing for spirituality, purpose, and meaning?

Where is the drive to do good and occasionally, to do what we know is wrong. 

Where are the vices--the drives to conquer, to own and to hoard, to go crazy at times?

Burchard has provided a very one-sided picture of human nature--maybe the side, we would rather acknowledge and focus on, but in ignoring human frailties and tendencies to veer off to the other extremes as well, he is missing an important point--and that is the human nature is a fundamental push and pull. 

Yes, we are driven to happiness and evolution, and on one hand these drives manifest in the rosier side of human nature such as care and contribution, but on the other side, people drives to happiness and evolution may mean their taking what they want, when and how they want it, and to the exclusion of others who are competing with them in a world of limited resources.

It is nicer and easier to envision a world, like the Garden of Eden, where there is plenty for the few, and everything is provided and just a pull from the fruit tree away. 

But in the real world, it is wiser to recognize that our happiness and evolution may mean someone else goes hungry tonight--sad, but true; and only when we are real, can we work to overcome this and to provide plenty for all--through safeguarding of basic freedoms and human rights for everyone. 

Happiness and evolution can be different for the individual and society--for the individual, one's gain may come at another loses (e.g. the stock market, competing for a spot in top-tier school, or beating out the competition for that plume Wall Street job), but for society, success means creating win-win situations where everyone can go to bed with a full stomach and knowing that they have a fair shot at opportunity tomorrow. 

(Source Photo: here with attribution to Beacon Radio)

Share/Save/Bookmark

September 7, 2012

Voting, The 7-Eleven Way

Want to know who is going to win the Presidential election? 

Just ask 7-Eleven!

With the rollout of 7-Election, they have accurately predicted the last 4 elections.

So get out and cast your...cup of coffee?

The red is for Romney and the blue is for Obama (and there are neutral cups for those still undecided voters). 

So far, from what I can see here, this is literally neck and neck.  

My best guess is that the donuts sell out first--especially the chocolate eclairs.

Disclaimer: This is not an endorsement of any candidate or coffee/donut. 

Happy Friday folks!

(Source Photo: Dannielle Blumenthal)
Share/Save/Bookmark

September 5, 2012

Engaging Millennials

I have a new article in Public CIO magazine called Trophy Kids at Work

Millennials may be having a tough time finding work--perhaps they are down, but they are certainly not out!

The article explores how to successfully engage millennials in the workforce by:

- Connecting in person and through social media

- Offering leading-edge technologies with room to experiment and innovate, and 

- Providing a sense of meaning through professional contributions. 

Hope you enjoy, 

Andy

Share/Save/Bookmark

September 4, 2012

2 Heads Are Better Than 1


My daughter brought this incredible video to my attention--conjoined twins Abby & Brittany--age 22--share a body from the waist down.

They have 2 heads and necks, 3 lungs, 2 hearts, 2 gallbladders, 2 stomachs, 1 liver, 1 large intestine, 1 small intestine, 2 left kidneys and 1 right, 1 pelvis, 1 pair of ovaries, 1 uterus, 1 bladder, 1 vagina, and 1 urethra. 

The video asks, what happens if:

- 1 gets sick?
- 1 dies?
- Who is the biological mother, if they have a child?
- How do they handle boyfriends?

I understand that 1 controls the left side of the body and 1 the right side--leaves you to imagine the unbelievable coordination issues to do everyday activities like walk, drive, type, swim, and so on that we take for granted.

Yet, despite their life challenges, they are actually staring in their own reality TV show on The Learning Channel (TLC), which premiered on August 28.

Here is a link for more information about these incredible women. 

Some of the things that I think about when I watch Abby & Brittany--are not the physical, but more the emotional, psychological, and spiritual issues, such as:

- Do they ever feel lonely?
- How do they handle the need for privacy?
- Are they introverts or extraverts or one of each?
- What are their personalities like?
- Do they like each other?
- Do they fight often and how do they resolve conflict with each other?
- Do they like/dislike similar things?
- Do they share the same religious beliefs?
- Do they feel responsible for each others actions (like if one hits someone or says something hurtful to another)?
- Do they believe in an afterlife?
- Do they intuitively share thoughts, dreams, ambitions (or only when they articulate these to the each other)?
- Do they consider their condition a random occurrence, a "freak act" of nature, a test, a punishment, or something else?

I imagine that they are hugely inspirational and am looking forward to hopefully watch the show tonight at 10 pm with my daughter and learn and marvel how they do it!

Share/Save/Bookmark

September 3, 2012

Holocaust, Still a Nightmare In Our Souls


This is an amazing video of the horrors of the Holocaust expressed through modern-day Israeli Rap music and ballet interpretation.

The video is to the violin accompaniment of a broken and wrenching tune of Adon Olam--a prayer in which we recognize the almighty--"When all shall end, He alone, shall reign supreme--He was. He is. He shall be. In glory."

The main part of the video starts at 0:45.

The singer asks: "Why exterminate childrens' dreams, adults' memories?"

As he raps, we shall not forget--"A big scream...It is stuck inside me. Six million! burned in my memory."

Again asked: "Who has the right to extinguish a culture?"

With Iran--the free world is threatened again.

Now we must "not to be afraid, to stand up!"

And "to live in dignity and to die in dignity."

May G-d remember the souls of those murdered for merit and have mercy on mankind.

The children of David be strong--"The path to heaven is 'survival.'"

"Dust to dust, our souls go to heaven."

Share/Save/Bookmark

Smart Cats Aren't Afraid to Innovate

It's really hypocritical that on one hand we put innovation on a pedestal, but on the other hand, we tend to nix new ideas. 

The Atlantic (July/August 2012) has an article called "Let's Cool It With the Big Ideas."

The author, P.J. O'Rourke, rails against innovation, saying: "I don't have a big idea, and I don't want one. I don't like big ideas."

Let's just say this article by O'Rourke proves his point and not only about big ideas. 

Unfortunately, like O'Rourke, many in our society seem to have a love/hate relationship with innovation. 

We love new ideas when they work to our benefit--like having a smartphone perhaps--but we fear the worst about failing and people seem to loathe change of any kind until it's a "proven entity." 

Hence as O'Rourke points out the derogatory feelings and sayings about new, big ideas:

- What is the big idea?
- You and your bright ideas.
- Whose idea was this?
- Me and my big ideas.
- Don't get smart with me.


The last one is really the clincher with it all--without new ideas and the bravery to explore them, our "smarts" really do go out the window. 

This is reminiscent of when the great Library of Alexandria burnt to the ground almost 2,000 years ago, destroying many of the "new ideas" of the philosophers, scientists, mathematicians, poets, and playwrights of the time, leaving us for centuries stuck in the Dark Ages!

Sure, new ideas are threatening to old ways of thinking and doing things, but we are an evolving species--stagnation is death. 

According to Harvard Business Review (October 2010) in "How to Save Good Ideas"--a more enlightened article here, explains how to counter fearful and destructive people "who try to kill ideas" using "fear-mongering, delay, confusion, and ridicule."

Some of the suggestions to counter the naysayers:

- When they attack you for "dictating" a new idea--you can explain that there is a vetting process, but like with a train conductor, we need to provide direction for our people.
- When they say, no one else is doing this--for any new idea, someone has to be the first to try it, and we have the capacity to innovate and succeed.
- When they criticize your timing--acknowledge that you can't do everything and the poor projects should be weeded out, but promising new ventures should proceed.  

From a leadership perspective, we cannot shove new ideas down people's throats, but rather we need to explore ideas openly and honestly. Leaders should explain the imperative for change, explore organizational and market readiness, look at costs and benefits, mitigate risks, and help people in adopting and adapting to change--and this last one can be the most difficult. 

For those that are comfortable with the status quo or afraid of what change may mean to their jobs, status, and security--there are times, when reassuring and working together can move people and the organization forward, but there are also times, when perhaps the person-organizational fit may no longer be right, and it is time to part ways. 

The way we do things today--no matter how comfortable--is not the way we will always do them.  Times change, challenges build up, opportunities emerge, and as survivors, we either adapt or fade into the annals of history. 

"There is more than one way to skin a cat," but if we are cool to new ideas, the cat will most definitely get away from us--and it may be for good. 

(Source Photo: here with attribution to Ivo Kendra)

Share/Save/Bookmark

September 2, 2012

From Coworker to Killer

People are people, but there are some who walk a fine and dangerous line. 

Some are stable, rational people--those, that we hope we can depend on. 

Others are prime time wack jobs--they are not "safe" and everyone knows to beware of them.

Finally, there are those who are like firecrackers, one step away from explosion--and these can pose a nasty surprise. 

These last two perhaps invoke the fear of someone in the workplace "going postal"--a reference to the 1986 killing by a postal worker of 14 people and then himself. 

In light of the workplace shooting this week in front the Empire State Building, Newsweek (3 September 2012) asks "How to Spot a Workplace Crazy?"

Their default answer--see the Department of Homeland Security's Active Shooter Booklet, which includes a list of 16 "indicators of potential violence by an employee" (page 10) from addiction to depression, over reactions to mood swings, unprovoked rage to paranoia, and more. 

Perhaps, their more genuine answer is that anybody can be the next workplace shooter--and that it is hard to really tell what demons lay in wait inside a person's head or heart or what can set them off.  

They reference  the book, Going Postal: Rage, Murder, and Rebellion, which states: "it can be anybody who's getting completely screwed in the workplace--so that's most workers in this country." 

When people feel a "perceived injustice" or they are "grievance collectors"--harboring hurt and anger at their mistreatment day-in and -out, they may be one step away from dangerous. 

As leaders and managers, we cannot control for everything that people feel or for all their personal struggles and life's circumstances, but we can do our best to treat others fairly, with compassion, to listen to them, and try to accomodate genuine needs.  

I was reminded of this again, recently, when I went with my daughter to a car dealership.  At one point in negotiating for a new automobile, I asked a question about the current odometer reading.  

The Manager yells over to a worker and tells him harshly to get on it and quickly.  It wasn't what he said per se, but how he said it--ordering his subordinate around like a thing, not like a person.  

My daughter turns to me and she is clearly uncomfortable with what she saw.  I asked her about it.  And she whispers to me, "Did you see how they treated the worker? It's not right." 

I couldn't agree with her more. And when the man came back with the information--we thanked him so much for helping us and told him what a good job he was doing getting everything ready--the paperwork and the vehicle.  

Is he going to "go postal" today, tomorrow, or never...I don't know--he seemed nice enough, but if people get pushed too far and their mental state is frayed, anything is possible, and we shouldn't tempt fate--more importantly, we should treat everyone with respect and dignity. 

(Source Photo: here with attribution to Charlie Essers)

Share/Save/Bookmark

September 1, 2012

Weighing the Odds


This was a very effective ad that I saw in the doctor's office for weight loss. 

Look at all the problems that excess weight causes.

And see how unattractive that big gut can be--no offense. 

While this week, research studies on monkeys were reported not to extend life span, I think we all know intuitively well that staying "trim and fit" is the way to go from a health perspective. 

There is a good saying that I plastered up a couple of years back that said "nothing tastes as good as thin feels!"

Many years ago, my cousin David was diagnosed with brain cancer. He tried all sorts of traditional medical treatments, and nothing much was working. After consulting some nutrition experts, his wife supported him in going on a macrobiotic diet, and this seemed to help him for some time.  Finally though David succumbed to the brain tumor after struggling about 10 years. 

This past week, a friend of mine, who has had some health problems recently, told me he was trying the vegan diet too for a couple of weeks, but already after a few days was touting how much better he was feeling. 

From my experience, the carbs and processed foods are the worst for us--and on top of it, completely addictive.  

When I am strong enough mentally, I really believe in Dr. Atkins high protein diet--although after a few days, you lose your appetite for good reason--it tastes, horrible.

With the odds against those carrying around a lot of extra pounds, we all need to keep fighting the good fight here--against the battle of the bulge. 

(Source Photo: Andy Blumenthal)

Share/Save/Bookmark