Showing posts with label Speak Up. Show all posts
Showing posts with label Speak Up. Show all posts

July 4, 2018

Happy 4th of July From Andy Blumenthal


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January 20, 2017

Find Your Government Representatives, EASY

Wanted to share this useful tool...it's call My Reps

And you can find out YOUR county, state, and federal government elected officials.

All you do is type in your zip code. 

Get the names, address, telephone numbers, and even some emails for contacting your representatives about the issues you care about. 

This is what democracy is all about. 

Your officials represent you and they need to hear from you--let your voice be heard!

Great little app from the Center for Technology and Civic Life...thank you. ;-)

(Source Photo: Andy Blumenthal via My Reps website)
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September 1, 2015

Guillotine, Other Options Plz

I took this photo of a bumper sticker on a pickup truck in Washington, D.C.

"Stop Bitching. Start A Revolution."

So I'm thinking this is not the type of message you like to see in the capital of the country. 

But looking beyond the call by whomever for a forcible overthrow of the government (yeah, hopefully they don't mean it)...

Perhaps what they do mean for people to do something more than just complain about the things they see that are wrong or broken, and instead to do something positive. 

Not a real revolution, but an evolution of change--incremental change, even baby steps, but leading to positive and constructive betterment! 

Stop just huffing and puffing about this and that.

Consider speaking up, coming up with new and better ideas, advocating for something more, and actually helping to build it. 

The guillotine is normally not the solution (French Revolution aside)--but that doesn't mean you can't do squat. ;-)

(Source Photo: Andy Blumenthal)
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May 9, 2014

# Bring Back Our Girls

A fundamentalist Muslim terrorist group, Boko Haram, kidnapped 276 schoolgirls this week in Nigeria. 

After torching their village market, killing more than 300 people, razing 100 houses, destroying 500 vehicles, and attacking their boarding school, Boko Haram is threatening to sell these innocent children. 

Please speak up for those who can't!

We need to defend human rights and support women's and children's rights.

No more abuse, no more discrimination, no more hurt. ;-)

(Source Comic: Andy Blumenthal)
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November 2, 2013

Exposing Rape

On the Metro in Washington, D.C. there is a sign that warns people about sexual harassment. 

In the crowded rush hour trains, people can take advantage and try something.

But the advertisement reminds people that if they do the wrong thing, they are the ones who will be exposed--and punished. 

This is in contrast to a story today in the Wall Street Journal about a gang rape of a 16 year-old girl in Kenya. 

She was attacked in June--while walking home from her grandfather's funeral!

Six men ambushed her, took turns raping her, and then threw her unconscious body in a toilet pit--as if to say that she was just a thing for their sexual satisfaction and nothing but a proverbial piece of sh*t herself (excuse the directness here). 

But to make matters worse, the horrific act was not punished, but mocked. 

The rapists were "told to pay for some pain medicine for the girl and mow the grass at the police station"--I am feeling sick again!

I write this blog for this victim and for women everywhere to try to do my little part to expose the continued injustices against them--from inequality and unsafe conditions in the workplace to sexual harassment and rape in society. 

Perhaps, if we all expose the injustices, we can finally make it unacceptable and rub it out of existence evermore. 

(Source Photo: Andy Blumenthal)

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October 9, 2013

Think B4 U Speak

This was a sign hung in a local high school.

And thought this was pretty good. 

Think before you speak...

THINK = True + Helpful + Inspiring + Necessary + Kind

If it doesn't meet those criteria...shush, or in plain language--keep a lid on it! 

Remember, two ears and one mouth--so speak half as much as you listen. ;-)

(Source Photo: Dannielle Blumenthal)
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January 1, 2013

Panera Bread and The Disabled Man

So how many of you have seen the ABC show "What Would You Do?" hosted by John Quinones.

The show is a little like "Candid Camera," which ran for over 5 decades, in which a practical joke was played out on people with a hidden camera capturing their reactions. Then when the joke was over, the people would be told "Smile, you're on Candid Camera."

The new show "What Would You Do?" is similar in that a scenario is played out with a hidden camera, but rather than a joke, people are tested with illegal or unjust situations to see what they would do and whether they would speak up for the victim? It is a test of character and conviction. And at the end of the scenario, Quinones and the cameras are revealed. 

I was reminded of this show yesterday, when I was in at Panera Bread and at the table next to me was a disabled man in a scooter--hunched over and not looking too well. 

At one point, the disabled man leaves the table for a moment to get something to eat or go to the bathroom, perhaps.

In the meantime, another man comes over and takes his table. When the disabled man in the scooter returns and asks for his table back, the other man simply ignores him (intentionally) and keeps eating as if the diasabled man wasn't even there. 

The kicker here was that the disabled man could not really sit anymore else as this particular table had the extra room around it that he needed to get his scooter in at.

The disabled man put his head down and just shook his head in disbelief that the other man wouldn't let him sit back at the table. 

The man eating his sandwich finally says, "No one was here--this is my table!"

At this point, I couldn't stand seeing this poor man suffer anymore, and I said "He was sitting there, the whole time, and just left for a moment." To which, I thought this whole "misunderstanding" between the men would be resolved.

But I was wrong!

The man eating his sandwich at the table then shakes his head and nods his shoulders indicating that he just didn't care and too bad on the disabled man. 

In turn, I offered the disabled man our table and that we would move instead, but he refused and just waited for the other man to do the right thing. 

At this point both myself and my wife and the people sitting on the other side of the man try to intervene and ask that he please give the disabled man his table back, where he had been sitting, so he could finish his meal.

Then, the man at the table slams his fist down and starts cursing us all out, loudly. 

My wife got up to get the store manager, and while she does this the man finally moves to another table pushing an empty chair at us. 

I couldn't help thinking how this was like the show "What Would You Do?"--but this was real life and this horrible man was no actor!  

And John Quinones did not appear to interview everyone after and have a few laughs. Instead, we were saddened by how some people can be so cruel to others and I was reminded by something I had read from Voltaire that stated that "every person is guilty of all the good he didn't do."

My hope is that whatever hurt this person had in their life that would cause them to treat others this way is healed and that they can find in their heart to have mercy on others and help them rather than get angry and spiteful--there are more tables to eat at and the food is just as good over there. ;-)

(Source Photo: Andy Blumenthal)

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December 29, 2012

Rape Outrage!

On the Night of December 16--coming home from watching a movie at the New Delhi Mall, a 23-year old woman was savagely gang-raped and her male companion, who tried to defend her, was beaten while on a bus being driven around the Indian capital for 45 minutes!

I iust want to stand with those protesting against the barbarism of the people who brutally gang-raped, tortured, and grotesquely inserted a metal rod inside her, causing her such bodily damage that even a team of eight specialists at Mount Elizabeth Hospital in Singapore that specializes in multi-organ transplants, could not save her. 

The woman had such severe internal injuries that most of her intestines had to be removed, and according to CBC News, she suffered from organ failure, a lung infection, as well as brain damage. 

After the rape, torture, and beatings, the victims were stripped and thrown off the moving bus.

It is sick and evil that the driver not only stood idly by and did nothing to help her, but has been charged as well in the actual rape!

I am deeply saddened not only by the gang rape, but also according to the Daily Times that they happen with such frequency that they are "rarely [even] reported in the Indian press." 

This is another wake up call for people of good conscience to stand against those that commit evil and to not be silent in the face of such atrocities.

The cries of this woman, and other victims of violence like her, can be heard throughout the world. 

She will not be forgotten, and to those savages may justice be done--in this world or the next by the all-mighty G-d who hears our prayers.

(Source Photo: here with attribution to Daniel Crompton)

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December 9, 2012

Pets, But Not People


I remember learning how the Nazi's in the Holocaust and WWII would take great care of their dogs, while at the same time exterminating Jews, Gypsies, gays, the disabled, as well as political opponents and prisoners of war. 

While I fully respect people who are pet owners and love their pets, it is odd how even today the love of animals and their treatment can be elevated above how we treat each other.Some recent articles about our pets that stood out:

- An article in the Wall Street Journal (2 December 2012) compares helicopter parents to now helicopter pet owners. One example given, from a pet-rescue site states: "All dogs must be constantly supervised in their yards for their safety...animals such as bats, bees, and snakes can gain access to yards" and threaten your dog. Another example provided was about a couple who wante dto adopt a dog, but had to complete an 50 question application. 

- Two days later, another article in the Wall Street Journal (4 December 2012) about people memorializing their pets by turning their ashes into diamonds. "Producing a one-carat diamond requires less than a cup of ashes or unpacked hair." And "some gems start at about $250, while pet diamonds cost about $1,400." No really!

In contrast, here were some recent articles about how we memorialize those who were gruesomely murdered and tortured by Nazis (may their name be obliterated):

- The Wall Street Journal (1 December 2012) presented an article on how "every year since 1963, the Space Medicine Association (SMA) has [disgracefully] given out the Hubertus Strughold Award to a top scientist or clinician for outstanding work in space medicine" even though, "Dr. Strughold, a former scientist for the Third Reich, was listed as one of 13 'persons, firms, or organizations implicated' in some notorious Dachau concentration camp experiments." In particular, Dr. Strughold was implicated in the "infamous hypothermia, or 'cold experiments,' in which inmates were used, and typically died as subjects [brutally] exposed to freezing conditions" such as immersion in freezing water or in vacuum chambers that simulated altitudes of nearly 20,000 feet. Yes, the concentration camp prisoners exposed to these experiments at Dr. Strughold's own instuitute, included "children 11 to 13 old [who] were taken from a nearby psychiatric facility" and subjected to oxygen deprivation experiments," yet the SMA continues to use Dr. Strughold name as worthy of an annual award--yes, beyond belief and sick indeed. 

- Bloomberg BusinessWeek (6 December 2012) describes how in India, a clothing store in Ahmedabad is named Hitler with a swastika used as the dot over the "i" in Hitler, and Mein Kampf is a bestseller. Similarly, in 2006 a cafe opened in Mumbai called Hitler's cross and a pool hall named Hitler's Den opened in Nagpur. Last year, a comedy was released called Hero Hitler in Love and there is a hit soap opera called Hitler Didi (or "Big Sister Hitler"). While the article states the "Hitler's popularity in India is not a result of anti-Semitism" but rather that Hitler weakened the British in WWII, thereby freeing their country. Nevertheless, the hero treatment for Hitler stands out in stark contrast to his life as a notorious murder of millions.

So while many admirably love their pets and seek to treat them kindly and with care, there are those who still love for the likes of Hitler, the Nazis and the murder, cruelty, and chaos they inflicted on the world. 

What is commentary on and future of a world, when people love and respect their pets more than their fellow human beings? 

As the English Statesman, Edmund Burke, said, "The only thing needed for the triumph of evil is for good men to do nothing."

(Source Photo: here with attribution to Glenda Wiburn)

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October 1, 2012

First They Came For...


This was a short film/music video that my daughter brought to my attention. 

It reminded me of the famous quote about how anyone can be targeted and if we do not speak out, who will be there to speak for us. 

"First they came for the Jews
and I did not speak out
because I was not a Jew.
Then they came for the Communists
and I did not speak out
because I was not a Communist.
Then they came for the trade unionists
and I did not speak out
because I was not a trade unionist.
Then they came for me
and there was no one left
to speak out for me."

- Martin Niemoller

Warning: Graphic images--nudity and violence.

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September 14, 2012

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.
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July 22, 2012

Changing Organizational Fear To Firepower


Senator Chuck Grassley posted a video of the Acting Director of the ATF sternly warning employees that "if you don't find the appropriate way to raise your concerns to your leadership, there will be consequences."

But as Senator Grassley has pointed out in the video's description--"the essence of whistle-blowing is reporting problems outside of an employees chain of command." In other words, reporting problems to external oversight authorities like Congress is an important and protected action in exposing shortcomings and addressing potentially serious issues.


The Congressional Research Service provides an overview of The Whistleblower Protection Act (WPA) of 1989--basically, as I understand it, WPA protects federal whistleblowers who report gross agency misconduct (e.g. mismanagement, waste, and abuse) and prohibits threatening or taking retaliatory personnel action.  Moreover, the Whistleblower Protection Enhancement Act (WPEA) was introduced in 2009 to broaden the protections to, I believe, more violations except minor or inadvertent, but this has not yet been passed.  Further, the Office of Special Counsel investigates whistleblower complaints.


Unfortunately, as pointed out in The American Thinker, employees have taken the message as "a warning to keep their mouths shut," especially after agents exposed the Fast and Furious failed gun-running operation to Congress in 2011.


An agent quoted in The Washington Guardian states: "The message was unmistakable. Keep your head down and the only way you can report wrongdoing is by going to your chain of command. It was chilling, Orwellian and intimidating. What are you supposed to do if your chain of command is the one you think is involved in the wrongdoing? That was why OSC and IGs were created."


President Obama's Transition Website states more clearly how whistleblowers should be viewed and treated: “Often the best source of information about waste, fraud, and abuse in government is an existing government employee committed to public integrity and willing to speak out. Such acts of courage and patriotism, which can sometimes save lives and often save taxpayer dollars, should be encouraged rather than stifled. We need to empower federal employees as watchdogs of wrongdoing and partners in performance.”

Whether one works in the government or the private sector, actions that are taken as bullying is problematic, not only from the perspective of morale but also in terms of productivity,  as pointed out in an article in SelfGrowth called Leadership: Are You a Bully Leader?


"Bully leadership is sharp, authoritative, angry, and feels uncomfortable to those in contact with it...the bully leader bark out orders, threatens consequences and use strong, harsh statements..." as many have clearly come away from with this video.


In a dysfunctional organization where employees are bullied and threatened, the results are devastating to employees and to the vital mission they serve:


- Stifling productivity--employees do not give their all--they "do what needs to be done and that is all. They don't go above and beyond," so productivity declines precipitously.


- Stomping out ideas--since the bully leader "needs to be the one with the great ideas," employees don't share their input--they know to keep it to themselves.


- Squashing effectiveness--bully leaders want to control everything and "lack trust in other people," the result is a negative (and perhaps even a hostile) work environment where motivation, quality, and effectiveness are decimated.


It leads me to wonder, can those who lead by fear become more inspiring figures who empower employees and engender communication, trust, and fairness?


Obviously, changing a dysfunctional organizational culture is probably one of the hardest things to do, because the most fundamental everyday norms and “values” that the organization runs on must be overhauled.


However, it can be done, if top leadership on down is sincere and committed to change. The goals should include things like effective collaboration, delegation, empowerment, and recognition and reward.

Fear and intimidation have no place in the workplace, and all employees should be valued and respected, period.

We should encourage employees to speak out sincerely when there are issues that cannot be resolved through normal channels.

In the end, the most positive change will be when we strive to build a workplace where employees can focus on serving the mission rather than worrying about being afraid.

This post shouldn’t be seen as a referendum on any one organization, but rather a way forward for all organizations that seek to raise the bar on performance and morale.

I know that the people of ATF are highly principled and committed, because I worked there (in IT, of course) and am proud to recall their tremendous efforts.

(Source Photo: Andy Blumenthal)
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February 10, 2012

Speak Up or Shut Up

We've all been there--organizations that are run by the king or queen and their proverbial gang of 6 or 7 or 8 or 9.

These are the organizations that are dominated by powerful, but narcissistic leadership (notice I do not call them leaders--because they are not). 

According to Forbes, (11 January 2012) in an article entitled Why Narcissistic CEOs Kill Their Companies, in these organizations, the c-suite is dominated by those showing four narcissistic personality traits:

- Exploitative--They are in charge and everyone else had better respect--or better yet worship--them. Typically they are surrounded by "yes men" and eager beavers, ready to please at just about all costs. 

- Authoritarian--They insist on "being the center of attention," they always know better, are always right even in the face of evidence to the contrary, and with their people, it's their way or the highway. 

- Arrogant--They are full of themselves and usually something else :-) and believe they are superior and therefore entitled to their positions of power and stature.

- Self-Absorbed--They admire and and are preoccupied with themselves, and not focused on what's ultimately good for the organization, the mission, and its people. 

In such organizations, and with such pitiful leadership, generally we find cultures of fear and what Harvard Business Review (January-February 2012) says are organizations where people "are afraid to speak honestly."

In these dysfunctional organizations with inept leadership, the workforce is stunted--they cannot genuinely contribute or grow and where organizational candor, trust, and collaboration is low, organizational performance is predictably poor.

HBR suggests that greater candor and sharing is possible by "breaking meetings into smaller groups," assigning people to "notice and speak up when something is being left unsaid," and to "teach 'caring-criticism'"--where input is provided constructively and not personally attacking and where honest feedback is viewed as "generous, rather than critical."

I think these suggestions may help organizations that are fundamentally well-run by caring and professional leaders, but when narcissists and power mongers rule the day, then the culture is not speak up, but rather shut up. 

One of the things that I have been fortunate to experience and learn is that diplomacy from the top-down goes a long way in creating a professional and productive work culture. 

When people are given respect and the freedom to speak up constructively, when they can work in true-teaming environments, and when relationships matter more than winning the day, then the workforce and all the individuals therein have the opportunity to grow to their potential. In speak up organizations, people can voice their opinions, provide valuable input, and contribute to the mission--both the people and the organization thrive. 

In contrast, when the workplace is shut up, because of narcissistic and poor leadership, the workforce is essentially shut down--they are in essence muzzled in speech and ultimately in deed. These organizations choke off their own talent and lifeblood, while their head swells from the arrogance and power at the top.

Diplomacy is a skill not only in international relations, but in life and in the workplace, and diplomatic leaders are not narcissists trying to wield and hold power, but rather polished and professional leaders who foster a culture of speak up and team up--they are ready to take their organizations and people to new levels of productivity, growth, and meaning.

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November 18, 2011

Milgram And The Moral Fiber Of Leadership

Four year ago (7 November 2007), I wrote a blog called The Milgram Experiment And Enterprise Architecture, which discussed lessons from this experiment in terms of the awesome responsibility that we all have, but especially people in leadership positions, to do the "right thing."

Today, I sat with my mouth agape seeing the Milgram Experiments repeated 50 years later in a study for television, conducted by the Discovery Channel, where they asked "How Evil Are We?"

I watched one participant after another administer what they believed where painful shocks to a another person with a heart condition screaming and begging for the experiment to stop.

Of 11 people, only one women stepped up, stood up, and refused to participate, saying that she could not harm another human being.

All the rest, continued to administer what they thought were painful shocks to an unwilling screaming participant having heart pain, simply by being prodded by a man in a lab coat at the back of the room saying "the experiment requires you to continue" and "it's absolutely essential you continue."

To the viewers horror, the participants continue to to push the lever to shock the other person at an even higher voltage!

When they ask the people afterwards who administered the shock, who would've been responsible if the person receiving the shock had a heart attack and died? one lady immediately turns around and points to the other man in the lab coat.

Like in the evil Nazi death camps, "authority remains a decisive force" and people will do horrible acts saying they were "just following orders."

In the Discovery program, when they add a second person to the experiment who stops the shocking and refuses to go on, only then does the other person refuse as well.

So aside from the lesson that we must always safeguard our own moral compass and do the right thing even in the face of others prodding us to do things that are immoral, unethical, or illegal, we can also learn that by speaking up when we see something wrong, we can indeed influence others to do what's right as well, and in essence "lead by example".

My hope and prayer is that all of us can overcome negative impacts of nature and nurture to see with clarity when something is not right and have the courage to stand up and say and do something about it.

Like the sole participant who refused to administer the shocks and said that she couldn't go home at night and look herself in the mirror if she did these bad things, we too can live our lives so that when we go home to our maker, we can look at our lives with our consciences clear and at peace, and perhaps even having made a real and lasting difference in this world.

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April 11, 2011

Optimizing Culture For Performance

Interdependence

Strategy + Business (Spring 2011) has an interview with Edgar Schein, the MIT sage of organizational culture.

In it, he describes why it is so hard to change this.

In my experience, organizational culture is key to success.

Why do we want to change organizational culture to begin with?

Sometimes it becomes dysfunctional and can get in the way of performance.

Sometimes, leaders think they can simply change a culture, but Schein disagrees. He says that you cannot simply introduce a new culture and tell people to follow it--"that will never work."

"Instead you have to...solve business problems by introducing new behaviors."

However, you cannot solve problems or even raise concerns where "in most organizations the norms are to punish it."

Schein states that "the people with the most authority...must make the others feel safe"--to speak up, contribute, and even make mistakes.

Schein goes on to call for people "to work with one another as equal partners"--breaking down the traditional organizational boundaries--so that we stop telling people, so to speak, that "you're in my lane" or "that's above your pay grade."

He goes a step further, stating that the healthiest work cultures are interdependent, meaning that people actively try to help one another solve problems.

What an enormously powerful idea, that everyone has something valuable to contribute. Every opinion contributes to the dialogue--and all employees are worthwhile.

That is my definition of a healthy culture, for the organization and its people.

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