Showing posts with label Rocky. Show all posts
Showing posts with label Rocky. Show all posts

April 8, 2015

The Soul Of A Fighter

This was an awesome piece of art on the street in downtown Washington, D.C. 

The boxer against the bright yellow background and wearing red boxing gloves that say "Soul Matters" is striking.

For many year, I had a wonderful Rocky poster with the words, "His whole life was a million to one shot."

I emphathize with and respect the person who has to fight (practically) against all odds to overcome challenges and but through the grace of G-d and a strong fighting spirit goes forward for their chance at success.

It almost doesn't matter whether you (fully) succeed, but rather that you gave it your best shot, fought the good fight, and put your heart and soul into it. 

Always do the right thing and pray for the opportunity to make a difference. 

(Source Photo: Andy Blumenthal)
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February 9, 2013

Have Some Chutzpah


Nobody likes to get or feel rejected--whether asking someone on a date, applying for a job, coming up with a new idea...you don't want to get shot down...you want to be appreciated for who are you and what you "bring to the table." 

I used to have a teacher who used to tell his students "nobody appreciates how great you are like your mother does."

In other words, don't get overconfident and think your so smart, so good-looking, or so otherwise great--just because you received unconditional love from your parents--who tell you everything you do is so amazing and you are G-d's greatest gift to mankind--doesn't mean it's really true.

So get real about yourself!

Bloomberg BusinessWeek (7 January 2013) had an article about something called "Rejection Therapy"--where for 100 days, this guy--Jia Jiang--"makes at least one preposterous demand everyday" that get him "strange looks, rude comments, and outright dismissal."

He posts videos of this to his site entresting.com or "Hope from nope."

Jiang is trying to learn a little chutzpah and determination in the face of rejection--especially for landing some venture capital funding for a social networking app he wants to build. 

To teach himself to get out there, try his best, be willing to fall off the horse and get right back up again, Jiang now purposely seeks to get rejected every day--thinking that "Everybody has failures periodically. The people who are generally successful are the ones who bounce right back."

So he asks random people for crazy things...like a policeman, if he can sit in his/her squad car--just to see what happens and if he gets rejected whether he can brush it off--and generally be strong in the face of (repeated) failure and some accompanying adversity. 

It's a crazy experiment, but one that is getting Jiang noticed--maybe you've got to be a little crazy to stand out from the crowd. 
In the end, it's not about rejection, but about trying your best and being willing to take some bruises and bumps along the way to your goals. 

The path to success is littered with wounded and even dead bodies--to succeed you've got to have some chutzpah--plus a dose of resilience and perseverance--to get out there and try, try again. ;-)

(Source Photo: Andy Blumenthal)

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December 30, 2011

Are You Thing 1 or 2?

The old Dr Seuss story of The Cat In The Hat had the crazy part when "Thing 1" and "Thing 2" jump out from under The Cat's hat and proceed to make a messy house disaster even worse.

Recently, I saw some people wearing the matching type shirts--you know the ones that that generate attention--bright red, with one shirt saying "Thing 1" and the other person's shirt saying "Thing 2."

It was cute the way the family members were connected through the shirts, and I smiled to myself thinking, like in the children's story, which one is the bigger "trouble-maker" in this family--Thing 1 or 2?

Today, I saw this picture online of these twins, again with these matching type t-shirts, but this time, one said "Ctrl + C" and the other one had written on it "Ctrl + V" -- these are the well-known Microsoft commands for copy and paste.

I guess with twins, the copy-paste imagery makes a lot of sense--copy kid 1, paste, and there you have it, kid 2.

Generally, t-shirts have messages about peace, rock and roll bands, corporate branding, or satire of some sort--I wouldn't say it's exactly a fashion statement, but more of an identity thing--how we choose to brand ourselves in a world of 7 billion people. It's not necessarily about who we are, but more like how we choose to identify ourselves--a meaningful one for example, is for breast cancer awareness.

I remember as a kid, my sister, who was a budding biomedical scientist, bought me t-shirts from a scientific catalogue--so that I was wearing the Periodic Table and Einstein on my chest from very early on in life. While I always did like science too, it was not what I ended up pursuing, but I would still wear these shirts today, because in some ways, I still identify with science and psychology and learning and so on.

These days, if I had to choose some t-shirt themes, I am pretty sure technology and futurism would be in the mix. Then again, my current t-shirts include a hefty mix of Rocky and Everlast--you see identity is a complex subject. Also, a whole bunch came 4 for 10--who can say no to a sale? ;-)

A simple t-shirt, and the messaging can take you from Dr. Seuss to Microsoft, the Periodic Table and to the future (or even to the bargain bin).

What are you wearing--who are you?

(Source Photo: here)

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August 12, 2011

To Follow Or Not To Follow

Theskystallione

Twitter is a great streaming feed for news and information, but what you get depends on who you follow.

While Twitter does provide suggestions based on whether they are "promoted" or who you already follow (i.e. follow Joe because they are "followed by" Julia), it doesn't tell you a lot of information about them except their Twitter handle, short profile, location, basic stats, etc.

A new service called Twtrland helps you decide who to follow by providing lot's more information and displaying it in an organized fashion--simply plug in the Twitter handle you are interested in knowing more about and you get the following:

1) Basic Info--Picture, profile, stats on follow/follower/tweets

2) Top Followers--Let's you know who else (from the who's who) is following this person.

3) Advanced Stats--Provides measures on how often he/she gets retweeted, tweets per day, retweets, etc.

4) Graph of Content Type--Displays in pie chart format the type of content the person puts out there: plain tweets, links, pictures, retweets, replies and more.

5) Samples of Content by Category--Examples of this persons tweets are provided by category such as: famous words, plains tweets, pictures, links, retweets, and mentions.

I like the concept and execution of Twtrland in organizing and displaying tweeters information. However, I cannot really see people routinely taking the time to put in each Twitter handle to get this information. Making a decision a who to follow is not generally a research before you follow event. The cost-benefit equation doesn't really make sense, since it doesn't cost you anything to follow someone and if you don't like their tweets, you can always change your mind later and unfollow them if you want.

Overall, I see Twtrland more as a profiling tool (for research or interest) by getting a handy snapshot of what people are doing/saying online in the world of micro-blogging, rather than a decision support system for whether I should add someone to my follow list or not.

(Source Photo: Twtrland Profile of Sylvester Stallone, Rocky!)

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August 5, 2011

Facial Recognition Goes Mainstream

Bar

Facial recognition applications are no longer just for the military and law enforcement to identify hostiles or criminals, but rather is going mainstream.

The Wall Street Journal (5 August 2011) reports from the bar scene to the television and from vampire gaming to celebrity match-ups, facial recognition software is now part of our everyday technology mix.

Facial recognition is "at a tipping point where some of these face-recognition technologies are not just gimicks, but are becoming useful." Moreover, the technology has become quite good with "frontal face images, the error rate of rejecting a legitimate claim--when the face image and name match-decreased to 0.29% in 2010 from a rate of 79% in 1993."

So here are some examples of how facial recognition is being used:

- SceneTap: Free app for iPhone and Droid "displays real time stats on the local bar scene...shows the number of people at the bar, the male-to-female ratio, and the average age of the patron"--all from facial recognition--this is not bad except for the bartender on a slow night.

- TVs with Viewdle: TV set-top boxes with facial recongition can "identify who is sitting in front of the TV then customize programming accordingly...displaying most recently watched or recorded shows"--can anyone say America's Got Talent!

- Third Eye: Facebook game that based on facial recognition identifies people as either vampires or slayers. Even without the app, I'd bet I'm one of the slayers :-)

- FaceR Celebrity: This iPhone app uses a picture and facial recognition software to determine which celebrities you most closely resemble. For me, it's Sylvester Stallone, all the way--I'm sure of it.

A lot of people are concerned about the privacy implications of facial recognition--collecting and storing images of faces and using it for surveillance and tracking and getting into your business...like knowing what bars or whereever else you are going to.

But apps like SceneTap say they don't collect personal information, nobody sees the video feed, and they don't match the images to photos on the web or Facebook to identify exactly who is entering the bar. This is sounding a little like TSA and the body imaging scanners they use--i.e. don't worry nobody sees your privates! :-)

But perhaps, whether or not they do or don't isn't the point, they could and that is a privacy concern.

Facial recognition technology, even though it is used in gaming, it is not kid's play, and it should be regulated to avoid a society where Internet "big brother" has virtually unlimited capability to track and match each and every facial you!

(Source Photo: here)

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March 20, 2011

A Rocky Moment

I was searching for just the right clip for how I feel about determination and perseverance, discipline and focus--and this is it.

Fight the good fight--Go Rocky!

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November 27, 2010

Leadership Lessons from 127 Hours


Rarely does a movie get an 8.7 out of 10 in the reviews, so I had to go see the movie 127 Hours about Aron Ralston, the hiker who got trapped under a boulder in 2003 while mountain climbing in Utah, and had to amputate his own arm to free himself.
This was an incredible story of survival.

The guy had to drink his own urine to survive after running out of drinking water and finally had to break his own bones and cut off his own forearm with a dull blade and use a pliers to tear through his tendons in order to finally dislodge himself after 5 days of being trapped.
But what is even more amazing to me than what Aron had to do to survive is what he has chosen to do afterwards with his life.
Aside from the media appearances, motivational speaking, writing a book Between A Rock And A Hard Place, and getting married and having a son, Aron continues to be an ardent mountain climber.
While many people would actually choose to “lick their wounds” and basically find another hobby—a safer one, Aron continues to do what he loves—climbing.
He is not deterred.
To the contrary—he climbed Mt. Kilimanjaro in 2009 and still plans to climb Mt. Everest.
Aron inspires me, yet I have conflicting emotions about his choices.
Part of me thinks this guy is off the wall, since he took so many life-threatening chances (for example, climbing without even letting anyone know where he was) and nearly got himself killed, and now he continues to do pursue this dangerous sport with only one arm!
And another part of me is awed by him. He is unstoppable. He knows what he loves and he pursues it, no matter what: Terror, trauma, two arms or one, Aron will be climbing as long as he is able.
It is a great thing to be true to yourself, to have a passion, and to pursue it relentlessly. However, I believe it is a blessing to also have the wisdom to balance even the greatest of pursuits with sound judgement, so excuse the pun, you don’t end up having to cut off your nose (or in this case your arm) in despite of your face.
Aron is an inspiration similar to the movie character Rocky in terms of his determination and perseverance, but even Rocky knew when his health was at risk and it was time to hang his gloves up. Knowing when it’s safe to go and when it’s necessary to pause or even stop is an important part of our survival skills and it doesn’t mean that we are any less passionate about who we are or what we are about or believe in.
Passion should mean we responsibly grow into our pursuits and not unnecessarily die trying. In the movie, I got the impression that Aron was more than a little reckless, and he paid a heavy price for it, but I admire his bravery and that he continues to pursue his dreams.
In our organizations, we should encourage everyone to find their passion in the work they do—because that is a motivator for people that supersedes any paycheck or bonus management can provide.

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September 25, 2010

Rethinking Topgrading

Topgrading is a best practice for hiring top performers, developed by Dr. Bradford Smart, and used by many leading companies.

According to Dr. Smart—managers have only a 25% success rate in hiring star performers:

  • 1 in 4 hires end up actually being a high performer (“A players”)
  • 2 of 4 disappoint as mediocre (“B players”)
  • 1 in 4 turns out being low performers (“C players”)

Smart blames this on ineffective hiring techniques—resumes, traditional competency/behavioral interviews, and candidate selected references—where candidates can provide incomplete information, play up accomplishments, downplay negatives, and deceive interviewers.

Instead, Smart’s practice of Topgrading calls for a much more thorough screening process and therefore one that yields up to 90% success rates; the techniques used include:

  • Reference calls specifically with former bosses, not just anybody provided by candidates.
  • Complete career histories including salaries, ratings, likes/dislikes, and reasons for leaving.
  • Competency/behavior interviews (same as in traditional hiring), but augmented by a second chronological interview that walks through with candidates all of their jobs (from the first to the last) in somewhat painstaking detail and includes all of the following: success/accomplishments, failures/mistakes, appraisals by bosses, and key decisions and relationships.

Topgrading also calls for Tandem interviewing—using 2 interviewers at a time. Again, the idea is to be thorough and thereby more careful in the hiring process to yield better results.

While I certainly agree with improving our hiring competencies and doing everything we can to hire the “best and brightest,” I think the premise of having everyone be an A player, all the time, is really more than a little naïve.

People are not things, like gems or coins that you trade and collect and see who has the shiniest, most valuable collection. Rather, people are human beings, and they come to work, as they do to all aspects of their lives, imperfect.

While I understand that Smart means by A player is not someone who is perfect, but “one who qualifies among the top 10 percent of those available,” and that we should of course strive to hire the top qualified available people for all our positions, I also believe that people come in all shapes and sizes and finding top quality is not a one size fits all (i.e. like a caste system), rather we need to find and match the right person to the right job.

Many will say, that prior successful behavior is the key determinate to future success, however, if your not failing, your probably not trying hard enough—so I think we need to look at people as a composite of who they are, what they’ve done, what their potential is, where do their interests lie, is it a god fit, and so on. It’s more than just are they “top 10” (grades, schools, appraisals, etc.). Remember the movie Rocky, he didn’t start out a top 10, but ended up the world champion.

In the end, we are all a lot more than our career histories and reference checks, and timing and fit have a huge impact on whether we are successful in a particular endeavor.

I know that I have certainly seen top performers from one job “fall on their face” in another job that was just wrong for them, and vice versa, people who failed miserably in one job (due to a misfit in culture, organization, boss, duties, etc.), thrive when they are in a better suited opportunity.

So Topgrading’s scientific approach to hiring has the potential of missing the finer point that people are complex organisms. The quantifiable approach is helpful, but only when coupled with qualitatively looking at the fit being the particular organization, job, person, place, and time.

Moreover, in searching only for the A players, Topgrading has the potential to perpetuate the way of thinking that we must only look for those who are robotic, conformists that get the best grades and appraisals, rather than breaking the mold and looking for those that are non-conformist, innovative, and put everything into question. Who will reward someone like that? Not everyone. So in some cases, it may actually be the A players that are the worst players—it actually depends on the situation.

In summary, I would say yes, Topgrade to do due diligence as a leader and manager in looking for and hiring the best talent, but recognize that people have ups and downs—sometimes due to the job, sometimes due to factors completely outside the job, and sometimes its their own undoing—but don’t expect that every one you hire will be perfect, are you?


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May 27, 2010

Five Ways To Motivate Employees With Meaning

By Andy Blumenthal
(Published in Information Management)


Employees need to be motivated to perform. No, not just with money, and not even with a pat of the back (although both can go a long way to demonstrate appreciation for a job well done).

People need to know that their efforts have meaning and effect—i.e. that they are not in vain. This can have some of the biggest impact of all on motivating behavior, because people inherently want to be productive human beings and for their life to have some ultimate significance. This concept was best portrayed by Victor Frankl, the Holocaust survivor who wrote In Search of Meaning, and it is the basis of logotherapy, which has been shown to help sufferers of terminal illnesses better cope with the remainder of their lives.

When people at work feel that they have no chance to succeed, they may cease to find meaning in their efforts. This can lead them to decrease their engagement at work instead of going all out to prove themselves. As the Wall Street Journal noted in a recent article, this is what happens when golfers compete with extremely superior rivals like Tiger Woods, and they just “cave.”

Why this de-motivational reaction from people who care about doing their best?

From an IT perspective, this is like an Integrated Definition Function Model (IDEF 0) that examines input, process, output, and outcome: When loss is viewed as a predestined outcome, the process is seen as meaningless, and the input therefore as wasted. In the face of meaninglessness, people recoil to save their energy for something they feel that they can really have a shot at, rather than invest in something that they see as going nowhere.

If the above is true, then, why do some people “fight to the death” when their “backs are against the wall”?

My grandfather used to say, “Where there is life, there is hope.” Some people are able to confront what seem like insurmountable obstacles, and fight their way forward anyway.

This is the core theme of the “Rocky” character and the incredible success of the movie series. In every movie, Rocky represents the determination to succeed against all odds.

I believe that the essence of life is the search for an opportunity to make a meaningful difference, and when one is able to make a difference, that is inherently motivating. (And so of course, the opposite is true.)

So if you are a leader, and your employees are demoralized, how can you engage them so that they feel like their work makes a real and significant difference? Here are ways that work:

  • Visualize the end-state: Articulate for people a compelling vision and a clear set of goals as well as why they are important.
  • Take an incremental approach: Show people an incremental path forward; small wins can add up to big success.
  • Focus on the customer: Look together at positive downstream effects of their work on their customers (and other stakeholders).
  • Make use of their work products: No one wants to build “shelfware.” Demonstrate that you really do appreciate their efforts by actually using the work they generate.
  • Be a mensch: Treat people according to the Golden Rule; for example, it’s really a small thing to say “please,” “thank you,” ad even an occasional “how are you today?” By treating people with respect, you show that they are valued personally and professionally.

As a leader, what better way to motivate and drive personal and organizational success then to provide genuine opportunity to contribute of ourselves in a meaningful way, in a way where our efforts have an impact, are valued and valuable, and where everyone can succeed.


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June 16, 2009

Rocky and The Total CIO



The Total CIO:
  1. Multitasks
  2. Always is training (and learning)
  3. Leads by example
  4. Inspires others
  5. Is determined and persistent
  6. Has inner strength
  7. Everything is a potential technology/tool
  8. Means business
  9. Gets results
  10. Above all, has a heart

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October 12, 2008

Nimbleness, Ingenuity and The Total CIO

We all know the story of David and Goliath, where little David slays the monstrous adversary from the Philistines, Goliath.

From a religious perspective, of course, David is victorious over this incredible enemy, by the hand of G-d; it is a miracle!

Metaphorically, David slays the Giant with a rock and sling shot overcoming the daunting Goliath and his foreboding weapons (sword, spear, shield, and armor); it is David’s nimbleness and ingenuity that overcome the hulking and conventional giant, Goliath.

You have to love this story.

Good wins over evil. The smaller defeat the larger. The underdog overcomes the “sure thing.”

The modern day, Hollywood version of this is Rocky whose sheer determination and laser focus prevails against superior adversaries. How many times does the smaller Rocky defeat the larger, better trained, more muscular opponents? Remember—Apollo Creed (taller, trimmer, faster), Hulk Hogan (the giant who literally picks Rocky up over his head), Clubber Lang (the awesome Mr. T), Ivan Drago (the steroidal, methodically-trained Soviet), and so on.

David versus Goliath, Rocky versus Ivan Drago…

While these are amazing and inspiring stories of success, these aren’t unique stories or themes in history. Why?

As the old saying goes, “the bigger they are, the harder they fall.” Small, nimble, and innovative can and will overcome large, lumbering giants. This can be in the ring (like Rocky), on the battlefield (like David and Goliath), and in marketplace competition (like challenger brands such as Apple, Google, Honda…).

Recently, the Wall Street Journal has an article entitled “Honda’s Flexible Plants Provide Edge.” (23 September 2008)

“One recent morning, the Hondo Motor Co. plant here churned out 120 Civic compacts. Then the production line came to a halt and workers in white uniforms swept in to install new hand-like parts on the giant gray robots that weld steel into the car’s frames. About five minutes later, the line roared back to life, and the robots began zapping together a longer, taller vehicle, the CR-V cross-over. In the automotive world, this is considered quite a feat.”

Honda’s plants are the most nimble in the industry.

In the first 2/3 of the year, while sales are down 24% at Chrysler, 18% at CM, 15% at Ford, and even 7.8% at Toyota, Honda is up 1.7%!

Like with Honda’s more efficient production process—“to shuffle production among different plants as well as make different models in one plant--flexibility and innovation are the rocks and slingshot of the modern day David. Watch out Goliaths!

The great lesson here for large, successful organizations is that no matter how much bigger and better you are than the competition, you can never rest on your laurels.

Time can change everything.

The smaller, seemingly disadvantaged enterprise is eyeing those in the #1 spot and taking it as their personal challenge to unseat them. They are clawing their way up and will use their smaller size to outmaneuver, and their ability to innovate to leap ahead of the competition.

The Total CIO (like King David and Rocky) find a strategic advantage to enable them to overcome stronger and/or larger competitors. The Total CIO leverages technology/business process improvement as tools of innovation to change the game completely.


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