From Top To Bottom

The the other day, I was walking through the grass.

I came across these toys horses that had been left in a pile.

I thought about the innocence and beauty of children.

How nice it is to just sit in the green grass and play with your horsies. 

Today, I was downtown and GWU has a big graduation going on.

This guy wrote on the bottom of his cap, "If youre reading this, I just graduated."

Of course, this is America, and so he left off the apostrophe (') in you're (you are).

Oh well--neither STEM nor spelling is apparently part of the education curriculum anymore. 

But how quickly the kids grow up and before we know they're college graduates. 

From childhood innocence and dependence to adulthood independence and its colorful assortment of sin. 

All grown up and what we hope happens next...

...off to start a big career, continue with graduate studies, marriage and kids of their own...the sky is the limit. 

We need smart and enthusiastic people coming of age with big ideas, teamwork, and precision execution to solve the ginormous problems we face.

Still huge debts, hunger and poverty, dreaded old to frighteningly new illnesses, a unsustainable use of our planet with tongue in cheek efforts to change, rising social inequity and racial tensions, and raging terrorism and WMD that is making a global and more deadly comeback.

I have no grads this year, but we sure as hell need every person coming off the assembly line to step up and make a difference. 

Right now, the leadership in the world (commercial, spiritual, and government) is overwhelmingly deadwood (people lacking in caliber and  integrity like Steve Jobs, the Lubavicher Rebbe, Nelson Mandela, and Ronald Reagan).

From failing products and falling profits, to "religious" sex abuse, demagogues overseas, and plenty of lying and corruption at home. We need and should expect more, demand more, perhaps in the young people there will be more--that is our hope and saving grace. 

(Source Photos: Andy Blumenthal)

From Top To Bottom

Help Is Coming

So I used to have a boss who said something really funny.

He used to go, "Everybody says they want to help us" and then bemoaningly he would seem to repeat that a few times. 

The next part which he didn't need to explicitly say was that "But no one does!"

It was the words, but also much the tone--yes, the walls could be caving in, the ship could be sinking, everything going up in flames, and of course, everyone is there looking on, shaking their heads pitifully, and seemingly stretching out their hand in an offer of help. 

For this boss though, the help couldn't come fast enough or with enough resources to help resolve all the issues going on at the time. 

I suppose first and foremost, we have to help ourselves. 

Secondly, there needs to be a core understanding from the beginning of what is really doable and what is simply fantasy fare. 

Third, if help is on the way--great, but it's got to be timely enough and come with enough raw horsepower to make a genuine difference. 

Finally, sometimes miracles do happen and everything works out great--the day is saved--but even then so much underlying damage has been done that you need to rebuild from the core foundations again. 

And for the next time, you'll need to ensure capabilities beyond what was ever imagined before. ;-)

(Source Photo: Andy Blumenthal)

Help Is Coming

It's Not Easy

So I went for a haircut yesterday evening.

And when I walked into the Hair Cuttery, there were a number of mentally disabled people waiting there. 

3 had already gotten their haircuts, and 1 was still in the barber's chair. 

One of the 3 said hello to me and started conversing with me even though he  had obvious difficulty getting the words out. 

There was an open chair between them, and he even offered me to sit down with them, which I did. 

I asked about him and he told me the others we're his roommates.

I asked how he liked his roommates and he gave a big smile, nodded, said how nice they were, and while pointing to them started to introduce them and encouraged them to speak with me as well. 

I could see as they interacted and later got up how they shared some challenges, but also how each clearly had their own unique difficulties to deal with--for example, one was stooped and went along with a limp, while another was more reticent and seemed openly annoyed by the others trying to get his attention. 

When it was my turn for the haircut, they were heading out and a couple of them waved goodbye to me. 

I said goodbye back and was sad seeing how difficult people's lives are. 

It strikes me that even for those in the healthiest states, life can be very difficult at times.

So I imagine how much more so for those with physical and developmental disabilities--the things we take for granted can be extremely difficult for others to navigate around, reach, manipulate, read, hear, understand, speak, and do.

Life seems unforgiving at times. 

My daughter said to me that while it's natural for people to look out for their own self-interests, really we all need each other to survive and make it. 

Our self confidence in our stand-alone capacities is really just an illusion. ;-)

(Source Photo: Andy Blumenthal)

It's Not Easy

Making The Deadline

It was funny at work recently.

The team was having some "technical difficulties" getting something done. 

It wasn't like it wasn't going to happen, it was just taking a little longer than expected. 

I was riding herd on this, since we had made a commitment to get it done by a certain date and time and it was important to get it right. 

After a number of delays, I started to question whether we were really going to be able to meet the deadline, and one of my colleagues asks about how the boss will react if we don't make it. 

Then all of a sudden, they blurt out, "Is he going to sh*t a brick if we don't make it?"

I was a little taken aback at the saying, but then it was sort of a funny image of the extreme kvetchy face a person would be making in such a situation--trying to pass not a (little) stone, but literally a big brick. 

As it turns out, we made the deadline--although we had to use the buffer time we had carefully built in--and the team did a great job, so no bricks, no stones, and just kudos all around. ;-)

(Source Photo: Andy Blumenthal)

Making The Deadline

The Millennial Workplace

So a colleague from a law enforcement agency told a funny story the other day.

When he was an agent-in-training he said they told them, "Keep your eyes open and your mouths shut."

Basically, you are new--so watch and learn before you do something stupid and potentially get yourselves or someone else in trouble. 

But now as someone who been there for decades and is a supervisor, he was interviewing someone right out of school, and in the interview the kid says, "I want to be in charge!"

The difference from Generation X and the new Millennials couldn't have been starker. 

But what did this guy do, he didn't show the candidate to the door by his earlobes, but rather he ended up hiring him. 

Times have changed--not only with all the technology we use--but also in terms of people's expectations from the job.

What do people want these days--aside from good compensation and comprehensive benefits?

- Engagement through challenging and meaningful work that has tangible outcomes from day one

- Innovating and creating versus pushing paper and doing routine, repetitive work

- Using current and cutting-edge technology

- Opportunities to stay and advance or building the resume to "move out to move up"

- Lots of feedback, teamwork, sharing, and transparency

- Considerable work-life balance 

The bottom line is don't be surprised by the kid who wants to be in charge from the get-go, instead relish their gusto and unleash their talent in your organization--with guidance, they can do amazing things. 

It's not your fathers workplace anymore. ;-)

(Source Photo: here with attribution to g Tarded)

The Millennial Workplace

Measured {Leadership + Management} + Staff = Success!

So I heard from a colleague this week an argument about:

Too much leadership dilutes good management. 

AND [similarly]

Too much management dilutes good leadership.

What is this a tug of war (without the showy skirts please!)?

Or 

Can you ever have too much of a good thing? 

Typically, leaders provide the vision and managers the execution.

I don't see how it is really possible to have one without the other and have anything useful at the end of the day.

A vision without delivered execution is just another big idea.

And

Execution without a meaningful vision is just chasing your tail.

Too much leadership with grandiose vision after vision overwhelms the ability to manage a successful execution.

Too much management of the devils-in-the-details and even the best leadership vision isn't going to see the light of day.

So the conclusion:

Great leaders need to set the goal posts high but doable and then get out of the way so that talented managers can make sure to get the job done and done right.

And don't forget that it's a diverse and skilled staff that actually does the heavy lifting and need to be respected and appreciated.

Tug of war over! ;-)

(Source Photo: here with attribution to Jamie McCaffrey)

Measured {Leadership + Management} + Staff = Success!

Team, It's Not About You

This mug on teamwork was really funny.

Teamwork (noun):
1) A group of people doing what I say.
2) Work done that I can take credit for.

Of course, this really isn't teamwork, unless you consider it the "I Team." 

Yes, this is sort of sterotypical of bad bosses:
- They take the credit for the team's work when everything goes well.
- But they pass along the blame when something goes wrong. 

Has this ever happened to you?

It reminds me of another funny saying about how greedy, narcissistic people think:

"What mine is mine, and what's yours is mine."

In other words--mine, mine, and mine, why thank you!

The best bosses are humble and giving. They make sure everyone knows what the goals are and are working efficiently to achieve them. 

The credit goes to the indivudals and team who are working their butts off, and when appropriate, the boss will take the heat to help others save face and enable them to press forward with the mission. 

I remember one of my colleagues who is a supervisor and he was called out for doing a great job. Immediately he goes, "It's my team that make me look good." And knowing this person, that wasn't just talk or a show...he was completely sincere. 

That's leadership and an impressive human being--someone to emulate!

(Source Photo: Andy Blumenthal)

Team, It's Not About You

A Delicate Balance

I love this desk doodad that I found in the gallery. 

Two guys perched at opposite ends of a strewn out ladder, balancing precariously on top of a sphere (maybe the Earth). 

Take a step forward or backwards and it can upset the balance of things and everyone falls down. 

Don't move--and you are in perpetual stasis--just balancing with the other guy so as not ruin the equilibrium of things, you're stuck in limbo.

Maybe this is the definition of either doing nothing and going nowhere or creating a lose-lose situation, where you try to benefit yourself at the expense of others and down you both go. 

What's the only way out?

You both have to step forward and advance together--create a win-win--the balance and fairness is maintained and both move closer to each other and the center of things. 

Climbing the ladder is really a balancing act with others you work with.

I tell people at work who get into it with each other, "listen, what's more important winning the petty argument OR building the relationship with the other folks who presumably you'll be working with for a long time to come?"

You may be able to talk or strong arm your way into getting what you want now, but do lasting damage to the relationship. 

Unless, it's a matter of right and wrong, make your best argument, but then be willing to compromise, especially if it means better teamwork and success in the longer scheme of things. 

Being task/goal-oriented is great, but drop the ball on being people-oriented and it's all be a big bust. ;-)

(Source Photo: Andy  Blumenthal)

A Delicate Balance

Don't Just Hire Another You

So the corporate cat is out of the bag...

The New York Times confirms that "more than 80% of employers worldwide named cultural fit as a top hiring priority," where cultural fit is a sugarcoated synonym for hiring others like themselves!

Your resume influences whether you get an interview, but then "chemistry"--personality ("not qualifications") takes over--"like you were on a date."

Often cited reasons for hiring someone:

- Someone you would enjoy "hanging out" with, and "developing close relationships with."

- Those with "shared experiences," alma maters, and pedigrees--including "hobbies, hometowns, and biographies...and even "those who played the same sport."

What about diversity?

Well apparently, it's still an "old boys network" out there, even though diversity has been found especially important for "jobs involving complex decisions and creativity,"  and so as not to become "overconfident, ignore vital information, and make poor (and even unethical) decisions."

No doubt, personality and values can also be important in getting along with others in the group--even a few jerks on the team, can create plenty of havoc, discord, and dysfunction. 

Maybe after meeting the knowledge, skills, and abilities (KSA) requirements, one of the litmus tests should be not whether the person is the same as us, but whether they are moral and decent human beings that can act appropriately with others.  

Not an easy thing to judge from some interviews, testing, or even reference checking--even when these are done well, there are still quite a number of hiring surprises that happen.

Or as they say about marriage, you don't really know the person until you wake up with them in the morning. 

There are also more extensive background checking that can help vet employees, such as in the Federal system, where many sensitive positions require an in-depth security clearance review process that looks at everything from criminal background, financial responsibility, psychological stability, national loyalties, and more. 

We need to know who we are dealing with, not intrusively, but responsibly for good hiring decisions. 

Honestly, you don't just want to hire the candidate that just looks good, like the pretty girl with no personality or a hideous disposition. 

To be clear, there should never be ANY hiring biases in the workplace--conscious or unconscious. 

Hiring mangers should make sure the person they are hiring is excellent in terms of the KSAs, has a broad set of terrific references, and can reasonably act like a mensch under a broad set of circumstances--the last one is the hardest one to ensure. ;-)

(Source Photo: Andy Blumenthal)

Don't Just Hire Another You

Going To War, In The Office

So occasionally in the office, people perhaps forget where they are...

And instead of working together to solve problems, they go to war with each other and make more problems. 

Yes, there are power politics and plenty of my slice of the pie versus your slice of the pie--whose slice is bigger, whose got more cheese and toppings, and whose slice is pipping hot. 

Most often these office controversies happen behind the scenes or closed doors.

Behind the scenes, you can't see the knives violently slashing and behind paper-thin closed doors you (usually) can't hear the screaming!

But every once in a while the "passion" of the work spills over into the public domain--sometimes in a meeting, hallway, cafeteria, or the even the company picnic. 

In all these cases, the professionalism goes out the window way too fast and out comes the drawing of lines in sand, the I'm right and you're wrong (including wagers for a good lunch or even maybe a nice crisp $100 bill), and threats to escalate (as if this wasn't ugly enough already).

What comes over people in the moment--perhaps they simply feel like they are in the right or that they are simply defending themselves, or maybe there is spillover from problems at home, ego at play, socialization issues, or even personality disorders.

Whatever the reason, as one of my best friend's fathers used to say, "When 2 people fight, they are both wrong!"

Or some people say that "they both end up with black eyes"--even if one comes away worse than the other...

And I think if you've ever had a car accident with another driver, you would know that the insurance companies agree with this principle, and attribute some portion of blame to each driver--whether 50/50 or 99/1--everybody plays a part whether in an accident, dispute, or an all out brawl.

What's interesting watching these unfold is how the participants are almost in their own world with everyone else as bystanders, sort of just fading into the distance--so they do everything wrong:

They speak emphatically in absolutes (and maybe even yell a little), cite chapter and verse (but from different books), name drop (ever bigger executives in the organization whether they really know them or their positions on the issues or not), name call and make personal digs, and perhaps--although it should absolutely never come to this--get physical (like slamming their portfolios, coffee mugs, and doors, or I heard one person who even threw something at their colleague).

Aside from these folks typically losing the argument and whatever they were after, what's worse is they lose everyone's respect, and maybe even their jobs. 

The arrow of the workplace fight shoots way up, and comes down hard and fast right in their behinds...it's a stupid, but endlessly painful and deserved ouch.  ;-)

(Source Photo: Andy Blumenthal)

Going To War, In The Office

The Power Of One, Many, And G-d

I took this photo at Broward College in Fort Lauderdale. 

I like how they took the pictures of the professors, administrators, and students and wallpapered it outside on the facade of the building. 

It says, "I am the voice of innovative education and civic engagement for the 21st century."

It's a cool idea showing the individuals and the power they have to make a difference as well as the aggregate of the photos, as a group, displaying that we are somehow all in it together. 

We can't just rely on others, and we can't take it all on ourselves...progress is a shared responsibility. 

We do our part and contribute to the greater group--it takes a variety of talents to get things done, so we leverage everyones strengths for the good of the team. 

- Education is one part.  

- Experience is another.  

- Engagement is a third

And all these ingredients only come together with divine providence and the good fortune from the Almighty.

This last one is the secret sauce as they say. ;-)

(Source Photo: Andy Blumenthal)

The Power Of One, Many, And G-d

Graduation Day

So proud of Minna graduating from University of Maryland today. 

And in only 3 1/2 years...record time, while she worked an internship too.

With a major in communication, please G-d she will go out as the keynote speaker said, "the glue that mends broken dialogue" in society.  

Communications comes from community...from marketing and branding to public relations and diplomacy, communications is key in everything we do from vetting ideas, innovating, decision making, teamwork, and even social media. 

Lots of luck in your future and may Hashem bless you in all that you do.

(Source Photo: Andy Blumenthal)

Graduation Day

Reach Out To Lead

The New York Times today had an editorial called “Our Unrealistic Hopes for Presidents.”

In this piece, Brendan Nyhan lowers the bar on all leadership, and most importantly on the President of the United States. 

He advocates for us to “give up on the idea of a leader who will magically bring consensus and unity to our politics.”

While I agree that there is no “magic” in leadership or politics, it is precisely a leader's job to see to the vetting of ideas, compromise and consensus, and a way forward for the people, organization, and/or nation.

The leader, especially the president, establishes the vision, motivates and inspires, so that we are elevated from being focused on our own selfish motives  to being “One nation under G-d with liberty and justice for all.” (Pledge of Allegiance)

Or as JFK stated:

“Ask not what your country can do for you, ask what you can do for your country.” 

This is the type of greatness that our leaders can raise us to and it defies race, party, or creed.

Certainly it wasn't easy for the founding fathers of this nation to come together and write the Constitution and Bill of Rights that is not geared to the right or left, but is just plain brilliant and correct!

Yes, this is precisely what leadership is--not blame, finger pointing, go it alone, or defeatism--and that is why NOT everyone is cut out for the “top job" and why we seek the the 1 in 311 million for the job!

Nyhan writes “At election time, candidates seduce us with promises to bring America together, but inevitably fall short and end up leaving office with the country more polarized than when they arrived.”

In plain English...this is called broken promises and failed leadership!

A leader, absolutely, must bridge the divide, create an overall unity, a sense of purpose, bring the commitment of the hearts and minds--whether to feed the hungry, land a man on the moon, or win the war whether against fascism or terrorism.

Nyhan states disparagingly about us that “The public and the news media still want someone…a uniting figure who works across the aisle to build support”—Uh YES, how else will we ever get anything big and meaningful really done?

He tells us to “stop asking who can achieve the unity,” that times have changed, and that instead we should accept the “norm of polarization,” conflict, and disharmony in our nation. 

Sure, there are times of urgency and crisis, when a leader must decide and act in lifesaving haste; however, in most usual cases, decisions and actions can come about by joining together rather than tearing asunder. 

No, we should never stop demanding great leadership--those who can overcome both the petty divides as well as the more substantial differences, to see through to a greater good, common purpose, and a better future for us all. 

We can’t do this as Nyhan proposes by giving up on working together, and trying to go it along, without anyone who thinks differently than us, and “govern well without their support.” 

In corporate America or politics, leadership by decree is known as dictatorship, and that is not what this democracy or for that matter real success is about. 

Whether in the boardroom or the Oval Office, we need to demand leadership that explains their point of view, listens to other perspectives, and is able to form compromise and win-win scenarios.

When one side feels ignored or that they've been worked around instead of with, then the result is sure to be bitterness and prolonged fighting to overturn the "my way or the highway" decision or to poke the other side right back in the eye when they have the chance. 

We don't need excuses, but strong leaders who know how to “work the room" or "reach across the aisle"-- to bring facts to the table, and sentiment to touch people’s hearts, to give clear vision to help us see “the bigger picture” of what can be done, if we only can act deliberately as one.

(Source Photo: here with attribution to Niels Linneberg)

Reach Out To Lead

Paper Thin

I took this photo to show something "paper thin."

Did this after my daughter told me a quote she thought was pretty smart and which I immediately liked as well:

"No matter how thin you slice it, there will always be two sides."

- Jewish Philosopher, Baruch Spinoza

I think of the two sides in terms of peoples opinions.

And it's true, no matter how thin you cut the differences, there will always be at least two views about it--usually more! 

It doesn't make it easy to get to consensus, but I guess we all have to give a little. ;-)

(Source Photo: Andy Blumenthal, excuse the glare)

Paper Thin

Overqualified And Underwhelming

Ok, so this sign is sarcastic for the question I received the other day.

A colleague, who is a supervisor, asked me :

"How do you take a group that doesn't know how to do the work (literally does not know how) and get them going, then teach them to do it on their own instead of doing nothing, waiting, blaming?"

My response was:

You can't do everyone's job for them...you will fail that way (and they will fail that way). 

You have to learn to work effectively with others...you have to delegate and let them do their jobs. 

As a manager, you should review, edit, comment, question, suggest, recommend, and quality assure (not micromanage).

Send staff to training, mentor, and guide them, but don't do the job for them. 

What do you think?

(Source Photo: Andy Blumenthal)

Overqualified And Underwhelming

Go Quick And Far

I love this African proverb that I heard recently:

"If you want to go quickly, go alone. But if you want to go far, go together."

When we're alone, we are traveling "light"--we don't have to worry about or help another person...we can go quickly.

However, when we go together with another, we have a companion and support, and can endure more and go much farther.

In life, going it alone...is more of a "flight" response. When you have to run, you get away as quickly as you can.  

In the movie Last of the Mohicans the fleeing male character yells to the woman, "Stay Alive! No matter how long it takes, I will find you."  They disperse, each one moving as speedily as possible to survive.

Similarly, when we have to "fight," there is power in numbers. We are always stronger and more capable as a team.

Already from The Three Musketeers, we acknowledge the familiar refrain of, "All for one, and one for all."

Similarly, when a military force advances it does so in strength with coordination and in unison, but when it is under severe attack and is retreating, often it does so chaotically, running with "every man for himself" trying to save as many as possible.

Overall, while we need the strength of unity and the speed of an agile runner, in the end we have to have faith, hope, and perseverance to survive.

Ernest Hemingway said, "The world breaks everyone, and afterwards some are strong at the broken places." ;-)

(Source Photo: Andy Blumenthal)

Go Quick And Far

Happy Mother's Day To My Very Feminist Wife

Just want to wish my lovely wife a very happy Mother's Day. 

My wife is a big feminist!

She doesn't like to do too much cooking, cleaning, laundry etc. 

More for good 'ol hubby--me--to do.  

For example, today I am painting my daughter's room. 

I did the heavy lifting on this. 

Now my wife and daughter and doing the corners and touch up. 

Hey, it's all in a day's work for a modern-day husband. 

But I love my wife and family. 

Even if there's a little more for me to share in. ;-)

(Source Photo: Michelle Blumenthal)

Happy Mother's Day To My Very Feminist Wife

How NOT To Interview For A Job

So I am at this place of business this evening, and I overhear someone trying to apply for a job.

Note, I feel bad for the guy who is looking for extra work, but the interview just is going all wrong. 

- Easy-Smeasy - He asks "What is the easiest part of the job?" Ugh, didn't sound exactly like he was looking for a challenge.

- Keep your head down - He exclaims, "And never do someone's else's job!" What about helping where the help is needed?

- Great facilities you got here - He ends with, "And when I work here, my kids are really going to love coming to use the facilities here all the time!" Not exactly, a what will I do for you strong ending. 

I didn't get to hear the whole interview dialogue, but this was enough to get the idea about some things not to do in an interview. 

The funny/sad thing was, I think this gentleman really thought that he was going to get the job after all. ;-)

(Source Photo: Andy Blumenthal)

How NOT To Interview For A Job

You're Not All That

So they say that all sin is rooted in arrogance. 

We get too big for our britches and think we can do whatever we want including stepping on others and defying our maker. 

An interesting article in Harvard Business Review reminds us to beware of narcissism and hubris. 

Narcissism is a character disorder where because of feelings of inadequancy from childhood, people have to self-promote themselves every which way toSunday--they are "insufferably self-centered."

Hubris is a reactive disorder where due to past success and accolades from others, we become overconfidant, until the luck changes "toppling from their pedestals" and shrinking their ego back down to size."

I like the reminders from HBR cautioning about these:

- "Have more than thou showest; speak less than thou knowest." - Shakespear

- "Humble pie should be the only dessert served."

It's one thing to have decent self-esteem anchored in your knowing right from wrong and acting accordingly, and it's another to think and act like you have all the answers--none of us do. 

If your showing it off, it's likely a turn off. ;-)

(Source Photo: here with attribution to Jampa)

You're Not All That

So It Really Is A Popularity Contest

Good, Sue Shellenbarger in the Wall Street Journal finally said it..."likability matters more than ever at work."

Yes, you also need to know your subject matter and be able to perform like a pro, but just that alone is not enough.

If your a card or a jerk, no one wants to know you.

The old Jewish thinking about being a mensch, first and foremost, still holds true.  

"Likable people are more apt to be hired, get help at work, get useful information from others, and have mistakes forgiven."

Employees also track employees likability on social networks and recruit those who can well represent them and make transformative changes. 

What contributes to likability:

1. Be Authentic - an ounce of sincerity is worth more than a boatload of of b.s. -- people see right through it.

2. Use Positive Cues - eye contact, smiling naturally, and a warm, varying, and enthusiastic tone make you approachable and believable.

3. Show interest in others - selfishness, narcissism, and I, I, I will get you no friends; show genuine interest in the other person--be cognizant of what's in it for them--give a damn!

4. Listen - 2 ears, 1 mouth; close the mouth and listen to the other person--don't just hear them, understand them, empathize, feel something!

5. Find common ground - look for shared interests or commonalities; we can all relate to others with whom we can identify.

Short and sweet, treat others as you would want to be treated (Golden Rule) and it doesn't pay to be a ass! ;-)

(Source Photo: Andy Blumenthal)

So It Really Is A Popularity Contest