Responding To Foolish Holocaust Denial

So I just watched a video where the radical Muslim speaker tries to explain how it is not the Earth that rotates around the Sun, but rather how really the Earth is fixed in space, and it is the Sun which rotates around it. 

His logic and proofs include things like the following:

- If the Earth was really moving, and you tried to fly to China, the plane shouldn't have to move, since China would just come to the plane. 

- Also, if the Earth was moving in the same direction as the plane, and you were flying to China, then you would never get there, because you'd just be chasing a moving China. 

This is how people's inner darkness, ignorance, and evil can attempt to extinguish the light. 

Similarly, this past week, the "leader" of Iran took the opportunity on International Holocaust Remembrance Day (Jan. 27)--of all days --to once again express his vile denial of the Holocaust.

Khamenei declaring: "It's not clear if the Holocaust is a reality or not."

And calling for the "dear people of Iran" to "stand up to the ignorance" of the West.

Wow, who is calling whom ignorant and trying to brainwash the good people of Iran. 

It's funny, but there are so many nice people from Iran that I've had the opportunity to meet and befriend, and one of them is an elderly man who is a swimming buddy of mine-- and he is such a nice person--I really enjoy talking with him (despite some of our differences of opinion). 

The point is that when the leadership is corrupt, evil, and insecure, then they try to extinguish the good in the masses of the people, so that the people stay in the dark, blinded by scare tactics, scapegoats, and hatred--this is how they stay in power. 

When it comes to Holocaust denial though, I think this is definitely going way too far, and I imagine the souls of the Six Million righteous who perished in the Holocaust--under the worst genocide the world has ever known--that they are watching and they are listening. 

And Khamenei and his cohorts of evil doers will most certainly have to contend with all these very real martyred righteous souls. 

So in their warped ignorance, foolishness, and hatred--where the sun rotates around the earth and with utter darkness they attempt to extinguish the light of the good people--I imagine with the strongest and most vivid of images and sounds that certainly Heaven does not await them...but a very fiery Hell of their own making indeed. 

(Source Photo: here with attribution to slgckgc)

Responding To Foolish Holocaust Denial

Watch Out For Organizational Psychopaths

Ever feel like this at work?

The knives are flying and you're the target--where's the next one going, the heart of head?

Harvard Business Review has a telling blog about bosses at work that are borderline psychopaths.

Hard to spot because of their "chameleon-like qualities," they are:

- "Self-serving"--basically they have what I call the selfish disorder, they want power, money, and status but don't really care about the organization, mission or people, just themselves!

- "Manipulative personalities"--they hide their agendas, but work over others with charm, favors, even pretend friendship to get what they want.

- Domineering--corporate psychopaths are bullies, who assert themselves over others; they are insecure and endlessly competitive and abuse the people that work for them rather than recognize and reward them. 

- Win-lose---they play corporate gamesmanship, appearing collegial enough, but really are always trying to get one up on their colleagues, staff, and even their bosses. 

-"Unburdened by the pangs of conscience"--they don't care what it takes to get what they want for themselves: they will lie, cheat, steal, and try to get rid of the competition (even if that is everyone that works for them or around them).   

Estimates are that "perhaps 3.9% of corporate professionals" have these psychopathic tendencies--With all the crazies out there, that seems on the low side. What do you think?

Thank G-d, however, that there are some good bosses out there--seek those people out who act like mensches, who elevate others and do not treat them like the enemy within--those people are true gems. ;-)

(Source Photo: Andy Blumenthal)

Watch Out For Organizational Psychopaths

Who's The Boss (The Good and Bad) ?

Harvard Business Review had a helpful list of 8 leadership types: 

1. Strategists - (Chess game) - provide vision, strategy, enterprise architecture.
2. Change agents - (Turnaround expert) - reengineering the organization.
3. Transactors - (Deal-maker) - make deals and negotiate positive outcomes.
4. Builders - (Entrepreneur) - create something new.
5. Innovators - (Idea generator) - solve difficult problems.
6. Processors - (Efficiency expert) - run organization like a well-oiled machine.
7. Coaches - (Develop People) - get the best out of people for a high-performance culture.
8. Communicators - (Influencer) - explain clearly what (not how) needs to be done to succeed.

I would say these are the positive archetypes of leadership, but what about the negative leadership models?

Here's a shot at the 8 types of awful leaders (and wish they throw in towel and go away):

1. Narcissists - (Self-centered) - focused on stroking their own egos and pushing their own agendas, rather than the success of mission and people.
2. Power mongers - (Domineering) - Looking to grow their piece of the corporate pie, not the pie itself.
3. Competitors - (Win-Lose) - deals with colleagues as enemies to defeat, rather than as teammates to collaborate with.
4. Micromanagers - (My way or the highway) - doesn't delegate or people the leeway to do their jobs, rather tells them how to do it the right and only way. 
5. Insecure babies- (Lacking in self-confidence) - marginalizes or gets rid of anyone who is a challenge to their "leadership," rather than valuing and capitalizing on diversity.
6. Sadists - (Bullying) - use their leadership pulpits to make others squirm under their oppressive thumbs and they enjoy it, rather than using their position to help people.
7. Thieves (Credit grabbers) - steal other people's ideas and recognition for their own self-promotion, rather than elevate others for their contributions. 
8. Biased baddies - (Whatever I want) - manage arbitrarily by subjective management whim and playing personal favorites, rather than through objective facts and maintaining equity. 

How many of you have dealt with the good as well as the bad and ugly?  ;-)

(Source Photo: Andy Blumenthal)

Who's The Boss (The Good and Bad) ?

Loneliness Is A Scream

One of the scariest things for many people is not being with other people. 

I don't mean intentionally not being with others--taking time away from the hustle and bustle for yourself--but rather being left alone. 

Think of the horrors of POWs kept in isolation, prisoners put in solitary, or just everyday kids icing out other children in school, adults marginalizing colleagues at work, and family members abandoning spouses and children at home. 

Elizabeth Bernstein makes the distinction between being alone (a potential voluntary state) and loneliness (when you feel that you are forced into an isolated state) in the Wall Street Journal today. 

It's an awesome article that explains so much about loneliness:

- We all experience loneliness from "homesickness, bullying, empty-nesting, bereavement, and unrequited love."

- Loneliness can occur when you are without anybody ("isolation") or with the wrong somebody ("dissatisfaction").

- It's a survivalist function and evolutionary to feel scared when your alone, because when you are "too close to the perimeter of the group, [then you become] at risk of becoming prey."

- Loneliness is also associated with memories or fears from childhood--when we were young and vulnerable--that someone wasn't there or going to be there to take care of us. 

- Too much loneliness is a "strong predictor of early death"--greater than alcoholism, 15 cigarettes a day, or obesity.

- Loneliness is on the rise, with "some 40% of Americans report being lonely, up from 20% in the 1980's" and this is correlated with more people living alone, now 27% in 2012 versus 17% in 1970.

- Loneliness can be placated by "reminding yourself you're not a [helpless] child anymore," building emotional health and personal self-sufficiency, doing things you enjoy when alone, and reaching out to connect with others. 

She jokes at the end of her article that when we aren't feeling lonely, we are annoyed that people just don't leave us alone.

This is a very real concern as well, especially with a multitude of family needs (significant others, young children, elderly parents), 24x7 work environments, and the reality of pervasive online communications and even invasive social media. 

Not exclusive to introverts, too much people can make us feel put upon, crowded, and even worn out--and hence many people may even run from excessive social activity and crowds.

Yet without a healthy dose of others, people can literally go crazy from the quiet, void, boredom, as well as from the real or perceived feelings that they are in some way unworthy of love or affiliation. 

So even though some people can be annoying, users, or try to take advantage of us, no man is an island, and growth, learning and personal serenity is through degrees of love and connection, for each according to their needs. ;-)

(Source Photo: here)

Loneliness Is A Scream

Needy And You Know It

Some people are so needy--they are almost like children in adult's clothing, while others are so distant they may as well be living on another planet--they are in there own world. 

The Wall Street Journal (15 July 2013) asks why some people seem to demand so much? 

It explains that there are three types of people:

1) Secure--these people were raised in a consistently caring and responsive manner and they become warm and loving people themselves able to form healthy balanced relationships--where they can be apart from and together with others and function well in both situations.

2) Avoidant/Dismissive--those who are raised in an environment where neediness was not tolerated and was seen as suffocating, and so they learn to minimize closeness to others--they are distant and detached. 

3) Anxious/Needy--People raised in an inconsistent environment, where they got mixed messages about nurturing, and they end up constantly feeling insecure and needy, like they will get drawn in and then rejected again, so they smother other people with their neediness and don't recognize and respect appropriate boundaries. 

This third personality type, who is always needy and ends up pushing away other people, who feel suffocated, reminds me of a funny scene in Woody Allen's "Annie Hall" where a couple visit the therapist, who asks each of them how often they have sex? The man says, "Hardly ever. Maybe three times a week." But then the woman when asked the same question says, "Constantly. I'd say three times a week." 

Just like people can't really change their basic sexual needs (men apparently wanting physical intimacy more often then women), so too people can't change the home life they were raised in--good, bad or indifferent. 

Whether people are needy and clingy, aloof and dismissive, or plays between hot and cold, we need to figure out how to care about and love them for whoever they are. 

Boundaries are key. Taking some personal space is healthy. Together time and intimacy is critical. 

It's all about finding a balance--where each person has the time and space to be who they are, and then come back to a warm and caring relationship to share, rejuvenate, and laugh and cry together. ;-)

(Source Photo: Andy Blumenthal)

Needy And You Know It

We Don't Accept You Here

A number of years ago I had received an interesting job offer--not actually for a job I had applied to, but for "something else", and apparently the job was supposed to come without any questions asked. 

Because when I asked about the typical things that you like to agree on before you start a job, I found that it wasn't going to work out then for this executive because of "cultural fit."

At the time, it was quite clear that cultural fit was just another term used to discriminate not those that could do the job well from those that couldn't, but rather those who would be too thoughtful, innovative, or even challenging to the (failing) status quo. 

In this particular case, the leadership was highly corrupt (in more ways than one) and it came out in front-page investigations and findings not long after, with the actual sacking of many of the head honcho bunch.

When it comes to hiring, it is challenging for many leaders to not just punch the checklist for diversity, but too really embrace it, and this stems from many reasons including fear, bias and hatred of cultures that are different than our own, but also the need for highly insecure leaders to singularly "rule the roost" without any challenge of opinion. 

These leaders think that if everyone fits their mold and subordinates themselves to them alone, then they are by default always right--regardless of the actual consequences of their decision-making.

The problem is that there is no one to vet issues with, play devil's advocate or give an alternate viewpoint--and the insecure leadership with their minion of look-alike, think-alike followers will often drive the train over the cliff--without anyone so much as saying a boo. 

This last week, when a record number of women Senators (20) and congresswomen (82)--were sworn in to the 113th Congress, there was hope of their bringing to the old political mix a new sense and style of collaboration that could help the nation resolve the many issues that we are embroiled in heated negotiation and impasse (e.g. the debt ceiling, the national deficit, the budget, immigration, and more).

Similarly, Bloomberg BusinessWeek (3 January 2013) published an article called "Only BFFs Need Apply"--about how job applicant's cultural fit often trumps their actual qualifications.

BusinessWeek sums up the dilemma with hiring based on cultural fit: While it "may summon up obnoxious images of old boys clubs and social connections...a cooperative, creative atmosphere can make workdays more tolerable and head off problems before they begin." Put another way: the "American ideals about team diversity collide with the reality of building a cohesive, practical staff."

However, the problem with relying on cultural fit is not only that you don't often get the best candidates, but that it is used not just to describe common values and work ethics, but rather inappropriately "as an excuse for feelings interviewers aren't comfortable expressing" such as not being able to accept a person's accent or that they cover they head for religious reasons. 

While hiring lackeys may have a short-term benefit of cohesion, in the long-term, the lack of diversity may result in groupthink and even that "the one person who has a different thought could have saved a business."

Of course, there is also legal prohibitions against discrimination in hiring and personnel management, as well as the ethical issue of hiring unfairly and what that does to the moral fiber of the organization and its people--it's corrosive to their values and capabilities and will lead to the revulsion and loss of good employees, customers, stockholders, and others over time.

Here's the enterprise architecture slant on this topic: "you have to decide if you're hiring for the culture you have or the culture you want." ;-)

(Source Photo: here with attribution to Tobucil and Klabs)

We Don't Accept You Here

Raise Your Glass To Great Bosses

It's a funny time of year. Folks are celebrating the holidays, and for some of them the traditional office party is full of cheer, while for others it’s a nightmare.

In a way it's a paradox for some that they have a holiday party with the same bosses that treat them otherwise badly the rest of year!

This reminds of some of the worst traits a boss can exhibit--here's a “top 10”:

1) Selfishness: Every day it's all about the boss--their power trip, their ego, their next promotion--instead of about the mission and the customers.

2) Amoral: To some, integrity and business do not go together.

3) Discrimination: They tolerate or in too many cases, even exhibit blatant discrimination themselves.

4) Disrespect: This can be overtly or implicitly, hurting the employee professionally and personally as well.

5) Inconsistency: Flip-flopping is not just something that bothers people about politics, but it makes for a bipolar work environment, where employees are damned if they do and if they don't, but the boss can always say, “I told you so (and the opposite).”

6) Favoritism: Plays favorites instead of judging employees only on the true factor, merit. This causes workers to become demoralized as they see people hired and promoted for all the wrong reasons.

7) Insecurity: They are threatened by seemingly everyone and everything--can't give anyone else credit or recognize the good around them--a one-person team who sees anybody else’s success as implying their own failure.

8) Competitive: They have to be the smartest person in the room, and innovation and objectivity is squelched--no risk is worth the wrath of “boss Khan.”

9) Stealing: If someone else does have something of value to contribute, this boss just steals it and presents it as their own (attribution or recognition, what for?)

10) Micromanagement: Looking over your shoulder every minute, redoing your work, not trusting you, they are control freaks, a complete nightmare to work for.

Bosses come in all shapes and sizes. I’ve been fortunate to work for some of the best, and I hope that I do them justice with my own employees over the course of my career.

Here’s hoping that at your holiday party, you were able to raise your glass with a boss who makes you feel valued and respected--that's a holiday party to really celebrate!

(Source Photo: here)

Raise Your Glass To Great Bosses