Archives for category: Career Advice

courage
Farnziska Iseli’s book “The Courage Map: 13 Principles to Living Boldly” is a short book that makes the case for adding more courage into our lives to make them more interesting, more enjoyable, and more successful.

Ms. Iseli then further breaks down courage, as the title suggests into 13 key principles. These 13 principles are obviously important to Ms. Iseli, and have informed her business, personal, and travel life. It is also obvious, that some of these principles have been thought about extensively over a number of years give the book a sense of intellectual rigor that is sometimes not found in other books of its type.

The Courage Map can be a little schizophrenic; however, as personal development books go. On the one hand, it dips in and out of travel book territory to underline and exemplify the 13 principles at the core of the book and one finds oneself wanting to either hear more about a particular principle or about the anecdote about Iranian border guards.

This is a little frustrating, because it lends the book the air of a spoiled adventurer, which Ms. Iseli patently is not. For those who do not know, Ms. Iseli is a highly successful serial entrepreneur and speaker. I found myself throughout wanting to find out more about Ms. Iseli’s travels and gain a deeper grasp over what her trips meant to her and he philosophy of courageous living. Almost as if there were two books fighting each other.
This is a shame, because there is some really good thinking in “The Courage Map.” There are short throw away phrases that resonate long after they have passed in the book. Who doesn’t understand what a “poop shower” is? I for one am glad to add it to my vocabulary. Likewise, the insight that “kindness is like snow – it beautifies everything it covers,” a quote from Kahlil Gibran, is an immediate and pivotal idea to glean from any book.

Which chapters resonate with the reader, I suspect, will be wildly different with each  individual reader. I found the chapter on non-attachment particularly illuminating and gave a serious reason for thought and pause – really the purpose for any book of this type. While I found the chapters on “flow” and “love” a little too in the realm of new age mysticism.

There is a lot to take from Ms. Iseli’s book, and it is a book I expect to dip back into. Not all of it is for everyone I suspect. But its central theme, that we should all learn to live a little more boldly if we want to be happy, is an admirable quality and certainly one that is helped with a thoughtful reading of “The Courage Map.” While perhaps a little frustrating for some readers, there is some great stuff here in “The Courage Map,” which makes it worth your time to read and keep on your shelf.

design your future

When you review books, and particularly when you are behind in reviewing the stack of books at your bedside like I currently am, you form opinions of them as they wait to be read.

This is, of course, complete nonsense, the very definition of judging a book by its cover. But it happens.

For some reason when “Design Your Future: 3 simple steps to stop drifting and take command of your life” was sent to me, I took an instant dislike to it. I don’t know if it was the cover, or the tag line, or just more likely the subject matter. I rarely find that books meant to inspire me to change my life ever actually do. But I read it more out of a need to get it off my nightstand than anything else.

So by way of contrition let me be the first to say, I was wrong about this book.

I absolutely loved it.

Mr. Quartuccio has managed to mix basic cognitive behavioral therapy tools with basic goal setting and created a rather elegant way of looking at one’s life and life goals, without the pitfalls and baggage that makes people like me hate books of this type. “Design your Future” is an easy read with an elegant layout that does not feel simplistic.
The main idea of “Design Your Life” is that awakening, disrupting, and designing your life is a constant process that puts you in command (not control) of your life and helps you identify what is actually important to you. That most of us drift through life, afraid to make changes, but unhappy with our lives and with vague life goals that show a constant lack of progress, is probably not news to many people. That the stories we tell ourselves reinforce the status quo, and therefore continue to make us miserable, however, may be. What is really unusual is to finish a book with a real sense that these issues are solvable with a little work on your part.

One of the most intriguing tools in the book is the suggestion to write your own eulogy. Not as macabre as you might thing, writing your own eulogy actually gives a destination to your life. How long do you want to live? What are the things that you want to achieve before you die? What is actually important to you? By creating these fundamental goals for one’s life, one can then work backwards to see what the lessor goals need to be while also providing motivation. “I want to lose 20lbs” because I need to lose weight is a little adrift as a life goal, while “I want to lose 20lbs because my doctor says that will help me in my goal to make it to 80 years old” is more anchored into a general scheme to take control of one’s life.

I also really like the book’s emphasis on completing things rather than trying to make them perfect. “Ultimately, perfectionism is a guise for fear. Fear of being judged or being attacked or having your flaws exposed or whatever other weird hang-up you’re carrying. The book you’re reading is littered with so much imperfection it makes me cringe. But guess what? I’ve got a book.”

The nitpicker in me finds the over emphasis on meditation in “Design Your Future” a bit much, however, in fairness to Mr. Quartuccio he does acknowledge that all he wants to do is “ignite a personal curiosity” which he did in me.

Design Your Future is a surprising and useful book that talked directly to me. Perhaps it was just the right book at the right time; however, who cares. It’s a great read and made me think.

I’m off to write my eulogy.

vegas small

The worst week of my working life.

I’m sure it is the same for a lot of you.

I’m lucky.

We were prepared.

We had a plan.

We are open.

I have a job.

I am well (so far).

But I am pretty beaten.

The constant planning, changing of the plan, and then changing again.

Messaging to staff and clients, much of it contradictory, from day to day.

The difficult conversations; “it’s not enough” through to “it’s too much.”

The constant conversations, decisions, and monitoring of decisions.

Getting into work first, and leaving late.

Snapping at people who are just trying to keep things light and being their normal upbeat selves. Or whom are not as quick at checking their email as you would like.

Trying to enforce social distancing.

Seeing the town I love, and I’m proud to call my home, look like it is dying.

The constant, ever present, worry about colleagues, friends, and family.

I am not ashamed to say I cried at my desk yesterday.

But I did not cry because of all of the above. I cried because I as posted that we would be cutting our hours, not letting clients into our building, and fearing, as I have for weeks, for what is to come, a client responded:

“So typical of Craig Road, they care about their patients, and pet parents. ❤️”

And what I thought about is my colleagues.

The team I work with.

The ones who have done everything they can to help prepare, implement new policies, and new cleaning regiments. Who have been dedicated to ensuring we had the basic supplies we need to be there for our patients. Who accepted daily temperature checks like is was the most normal thing in the world. Those who have had really bad days and still are at work, and want to work, to look after our clients, and our patients.

My Team.

The internal culture of workplaces can be a fragile thing. But it can also be resilient. They can even thrive in adversity. People check in on other people. Making sure that their colleagues are OK.

Making sure that I’m OK.

The stuff of nightmares, does not have to be a nightmare.

Undoubtedly, the worst is yet to come.

We will get through it.

Things will be different.

We will have changed.

But we will also have grown, and we will have our teams with us.

Stay safe.

codelling
The best book I read last year, and I’ve read it three times now, was The Righteous Mind by Jonathan Haidt.

All two of my repeat visitors may be wondering as why they have not seen a review of this book. The simple answer is that the themes and messages were so fundamental and altering of one’s world view that I’m still trying to get it straight in my head and I worry that by writing a half-hearted review I will not do the book justice.

The Coddling of the American Mind by Greg Lukianoff and Jonathan Haidt is similarly dense; however, this is a book with a belief and a wrong that it feels needs to be righted. A mission if you will. The subject is a contentious one; that making academic spaces places of intellectual and emotional safety does a disservice to the purpose of a university, to the students themselves, and to society as a whole. However, this is not a rightwing attack on the “snowflakes” of the left and the colleges of the liberal elites. The Coddling of the American Mind is a well thought out analysis on what is going wrong in our academic institutions, and therefore with our students, and how both sides of the political spectrum need to understand their part in how we ended up here. The book is also a plea for why seats of learning must change. As perhaps the most vivid analogy in the book states:

“Students are treated like candles, which can be extinguished by a puff of wind. The goal of a Socratic education should be to turn them into fires, which thrive on the wind.”

This is a book written by liberal academics who care about the academic world and the students who undertake a college education. While the authors lay blame at a number of doors, including the left AND the right, it also offers up potential solutions and gives credit where credit is due to universities who are resisting slide towards “safety-ism.”
An area where the book really breaks new ground, in my opinion, is its definition of Generation Z or as it likes to call them iGen (short for Internet Generation). This is not the first generation to have internet access; however, it was the generation that always experienced having the internet in the palm of their hand, and always has had Facebook.

“This is not a book about Millennials; indeed, Millennials are getting a bad rap these days, as many people erroneously attribute recent campus trends to them. This is a book about the very different attitudes toward speech and safety that spread across universities as the Millennials were leaving.”

I’m not a fan of the handwringing that seems to take place over millennials these days, but the tangible differences in information flow, and how iGen is exposed to the world and therefore responds to it, makes a lot on sense and of course is a significant cause for concern. The book also uses the tools of cognitive behavioral therapy to show just how out of tune the thinking of some students has become.

The Coddling of the American Mind treads some of the same ground as Anti-Social Media by Siva Vaidhyanathan (which I reviewed here) however its argument goes much further than Facebook and Social Media alone. With Universities bending to the will of students and parents, because they consider them clients, what is getting lost is critical thinking.

This is an important book for society as whole, but particularly for anyone in the academic world or who deals with the students it produces.

Which is probably everyone.

The Personality Brokers Cover

I’ve never been a particular fan of Myers-Briggs personality testing, and their ilk, that still permeate business and management culture to this day.

And if a takedown of Myers-Briggs by exposing the complete lack of any scientific basis for personality testing in general is what you are looking for there are perhaps better books. Although, it has to be said, the author does a pretty good job of debunking Myer-Briggs while telling its history anyway.

The Personality Brokers is an examination of how Myers-Briggs became the cultural phenomena that it is today. Its highly humble origins in child rearing of highly dubious quality and obsession with Carl Jung – both his work and the man himself. Through what should have been its repudiation; training spies in World War II and personality typing Nazis – badly. All the way to it being a possible solution searching for a problem and the attempt to automate the hiring process.

The Personality Brokers is a cautionary tale of how wanting something to be true because it would be so useful if it was, does not excuse ignoring the evidence. The fact the it is still a tool used by both business and government today is astounding given the history of the Myers-Briggs and, when pointed out, the obvious reasons why it cannot work as a tool in the workplace.

That it is tool that has cost people their jobs, and possibly their lives, over decades should be a scandal of the highest order. Myer-Briggs offers organizations a way of sorting the workforce without the sticky and inconvenient truth that people defy categorization. What Ms. Emre does in this illuminating volume is show that Myer-Briggs personality testing has always been a dangerous myth that people wanted to believe and therefore overlooked its flaws. That it is something that Jung would have found abhorrent, and perversion of his work.

One cannot help asking “why?” all the way through this book. Why did this idea go so far? Why has not been stopped? And why are business people so gullible when offered a solution that really is too good to be true. While there have undoubtedly been people who have found Myers-Briggs useful, both as managers and professionals, it holds little value over traditional goal setting or positive thinking.

This is a great book for arguing with your boss about.

feminist Fight club

Its not often that someone recommends a book for me to read and that they then warn me about the same book. Feminist Fight Club came with the warning: it is not for the “faint of heart” supporter of feminism.

Feminist Fight Club is not for everyone. In fact, I’m sure it will annoy a number of people. Not so much for its content, but for its tone. It sometimes feels like one is reading the Communist Manifesto. Make no mistake, this is a revolutionary guide for the repressed in both tone and content. As with my caveated recommendation; I agree that not everyone is going to agree with Feminist Flight Club’s view of the world.

I am not one of those people.

This is a handbook for women who find themselves sidelined, un-listened to, and the victims of idea theft, by oblivious and clueless male managers and colleagues. The book makes the assumption that the workplace has evolved beyond the blatant sexual harassment of the “Mad Men” era; but that there is still a long way to go. It is a book to dip in an out of rather than read in one sitting; which is where its tone may become wearing over an extended period of time.

However, there is some superb advice, and insight, dressed up as rhetoric in the book. While the section on meetings can be found from many other sources on meeting etiquette; the book has one of the best chapters I have ever read on holding salary negotiations with a manager – regardless of the sex of either party.

If there is a fundamental problem with the book; it is that in its zeal to evangelize one audience it risks alienating another. What is potentially lost due to this zeal is actually some excellent advice on office politics and the way interactions between colleagues should actually take place. That being said there are not a lot of books that are as “in your face” and confrontational as this one is and that makes it all the more interesting.

From this male view point, Feminist Fight Club did make me re-examine how I have interacted in particular circumstances, and made me more aware of subtle and institutional sexism on television, and one assumes in real life.

This is not a book to convert anyone, it is a book to hone one’s skills, to become a better feminist, a call to arms, or to just become a better person.

courage small

The Courage to be Disliked is an odd book.

It uses the literary device of a conversation between two people, which I have used myself and for which I now apologize. I can now see how annoying it can be. The conversation between a philosopher and a young man can at times feel patronizing and is not helped by the ham-fisted characterizations on the audio edition (which was what I was listened to.)

The title is a little misleading, but is really a reference to being comfortable in your own skin and not let what you perceive as the opinions of others dictate your happiness.
The Courage to be Disliked does bring up a number of interesting, and potentially controversial, ideas. The idea of compliments and praise being a form of manipulation, for example, while very interesting is also ripe for abuse.

What the book also does is to introduce the reader to the ideas of Alfred Adler and Alderian psychology. Alder, a contemporary of Freud and Jung, was arguably so far ahead of its time that it is only now that we are really realizing just how important his ideas are.

This is a book about personal development, how we perceive the world and how we feel about how the world perceives us. It has some significant short comings in execution; however, its mission is to bring complex psychological concepts to a wider audience is admirable and it certainly achieves its goals.

The Courage to be Disliked is perhaps hamstrung by the readers preconceptions, given its title and blurb. It does not live up to its press, but that does not mean that there are not valuable lessons to learn from Kishimi, Koga, and Adler.

The following is a short talk I delivered at the Uncharted Veterinary Conference in April 2018 as part of their Mic Drop Series.

How valuable is experience when it comes to leadership?

Should we value experience?

Is it a benefit or a hindrance?

So let’s define some terminology…

A leader is someone who is followed.

A visionary is someone with an idea or ideas.

And a manager is someone who makes things happen.

All of these can be combined, or not, depending on a persons personality, experience, or skill set.

Some examples of Visionary leaders…

Steve Job of Apple,

Elon Musk of Tesla and Space X,

Jeff Bezos of Amazon.

Visionaries who have, literally, changed the world.

they are all looked up to and considered gods of technology. People regularly compete to work for these people and to work on those products.

They also all have the reputation for being awful managers of people to the point of cruelty.

If Visionary leaders are horrible managers then what about managers who have vision?

Tony Blair – former British Prime Minister,

Michael Eisner – Former CEO and President of the Walt Disney “Company,

George Lucas – Film Director and former owner of Lucasfilm.

Tony Blair was elected in 1997 on a wave of hope and goodwill, he transformed his labor party in “New Labor” which had been out of power for 18 years. Despite some major successes, Blair resigned in 2007 and labor lost the next election and has not been in power since. New Labor is in ashes and Blair is widely reviled in the UK, and even by those in his own party, for his tone deaf approach to the Iraq war and for his corporate connections.

Michael Eisner led the Walt Disney Company from 1984 and 2005. He revitalized the company in the eighties and nineties with “Who Framed Roger Rabbit,” “The Little Mermaid, “The Lion King,” the expansion of the theme park business, cruise ships, and the creation of stage shows. He ultimately split with his long time collaborator Jeffery Katzenberg and Roy Disney and saw an unprecedented shareholder revolt in 2004 that lead to his resignation in 2005.

George Lucas – transformed the movie industry with the original Star Wars trilogy. Arguably then did more than anyone else to sink it with his widely panned prequel trilogy. He is criticized for having a singular vision and for not listening to the feedback of others.

If visionary leaders are horrible managers and managers with vision ultimately self destruct,what about managers who just manage?

Bob Iger – Current President and CEO of the Walt Disney Company,

Bill Gates – Former CEO and President of Microsoft,

Tim Cook – Current CEO of Apple.

When was the last great breakout product from any of these companies, who are led by these managers, that was not bought it?

These companies are profitable, they make good products, just not great ones.

Why do some mangers, particularly those with vision fail, when managers without vision can succeed?

How come some visionary leaders can break all the rules and still win?

This is my story.

The period of time I’m taking about I’d been in my job for about 4 years.

I knew the answers to all the questions I was asked.

I’d tried most of what is suggested by others and had strong opinions about those suggestions.

The ghosts of what had happened in the past in the workplace haunted my current interactions.

I anticipated the responses of others and therefore do not even try to have new interactions.

I overvalued my own experience.

I believed my own story, my own press.

The things that made me a good manager – a manger with vision, a leader, I now actively rejected since I had the experience to no longer need them.

And the staff, and the people I worked with, pushed back.

I became the bad guy.
I became the roadblock.
I became the one who would not listen.
I became less and less effective.
I became the manger who kept his own counsel on everything.
I was the most capable – but I was he least able.

Some call this burnout.

I call it not learning from the experience of others.

The first step in recovery is to acknowledge that there is a problem.

Interestingly during this time I, the experienced world traveler, for the first time in my life, missed four flights because I knew, knew, when my flights were and that I didn’t need to double check.

Solving this problem is not hard, you’ve, I’ve already been that person. You just need to find them again and be aware of the trap that you are currently trying to climbing out of.

The tools that made you a good manager, a great leader, when you started are the same tools that allow you to continue being so. You just have to remember that the process can be as important as result.

Capability only has value if you have the ability to use it.

Capability only has value if you have the ability to use it.

And it is those around you, those that you lead, that give you that ability. You undervalue it at your peril.

Thank you.

 

lego-1698657_640
(image courtesy of https://pixabay.com )

I’ve written a lot about Yelp.

Why I think Yelp’s business model is flawed, how I’ve pretty much come to terms with Yelp on a daily basis, and how to defend yourself from Yelp Bombing when things really go wrong. However, there is a new review demon out there, and they are making all the same mistakes as Yelp and the other review sites, but unfortunately, they also are adding a raft of new ones. This is the rise of the job boards allowing for reviews of employers from “in theory” former employees.

Indeed.com, and Glassdoor.com, are the two that have recently come to my attention, but I am sure there are other sites going down this road and it is such a flawed idea that it is actually quite amazing that it got past the development stage.

Glassdoor, is a site whose purpose is attract reviews of employers by former or current employees. They actually do a reasonable job of allowing a platform for employers to promote what they do, the benefits they offer, and the company culture. Glassdoor also state that they perform checks to ensure that reviews are genuinely from employees, have a flagging system for reviews with issues, and also have a platform for companies to respond. Glassdoor also offers companies the opportunity to place job ads through their system as a source of revenue – if not the only the only one.

Indeed.com has followed a slightly different path. They have an extremely successful job posting board, with fantastic SEO properties at a reasonable cost. I’ve used Indeed.com for years. However, Indeed.com now offers users of their site to review employers.
So, what is the problem with job sites allowing for the reviewing of employers?

Let’s, for a moment, think about those who go to job board sites on their free time. By definition, those people are either out of work or looking for work so they can leave their existing job. There is absolutely no reason for a happy and content employee to visit one of these sites. This is in stark contrast to Yelp and other consumer view sites. People tend to have just one job, but everyone uses multiple businesses every day. Therefore, the majority of people in a position to review on a jobs site are those who have either chosen to leave, or who have been terminated from a job. The number of terminated employees who have warm feelings towards their former employer, regardless of the right or wrong of their termination, are pretty minimal. There is a reason that it is against Yelp’s terms of service for former employees to review a business they used to be employed by.
Reviews are anonymous. It’s hard to respond to a review that states “I was wrongly terminated” other than with the most generic of responses when you have no idea who the employee might be.

In addition, most HR departments and employers decline to give any kind of review about an employee’s employment due to the legal consequences of doing so. It’s hard to see these kind of reviews as anything other than an attempt to entrap an employer. Much like Yelp and the other online review sites, the sample volume is pitiful – only more so. If an employer has 200 employees, but only three reviews, how is that in anyway a representative sampling.

Finally, employers are the ones being asked to pay for this system. What is in it for employers? Sure, great reviews might help attract new talent, but not in a system that seems geared towards creating bad reviews. Indeed.com, for example, at the time of this writing has no flagging system for bad reviews and no way of communicating about a review other than sending an email to Indeed.com’s main customer service department. Indeed.com’s reps, much like Yelp.com’s reps, state there is nothing they can do about a product they are asking employers to pay for.

Now gaming this system would be a pretty straight forward process. These sites are actually asking for employees (current and past) to review their employer and unscrupulous employers can bring pressure to bear on employees, whether perceived or actual. But then what is the point? If the sites want genuine reviews, this is not how you go about getting them – it might not even be possible. There is a reason why LinkedIn, for all its faults, has never gone down this road other than with personal endorsements. You can read a lot into a lack of endorsements on LinkedIn.

Because of the legal climate, former employees get little in the way of references from the majority of employers. It could be that if both employers and employees genuinely want an open review ecosystem then that could be possible. But that would mean that employers would have to be free to review former employees. That is not going to happen any time soon and I’m not sure anyone wants to see what kind of bloodbath that would cause.

Company reviews from jobsites, as they currently stand, are untrustworthy at best, and perhaps a platform for dishonesty and disingenuous communication. They should be treated with scorn by both employers, who are being asked to pay for them, and jobseekers to whom they do a disservice.

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One of the things that is interesting about the veterinary profession is how wrong a lot of the “experts” can often be. The people who were bemoaning that there were ‘too many vet schools pushing out too many graduates for too few jobs’ a few years back are the same people who are now complaining of how hard it is to hire an associate veterinarian! Dr. Dave Nicol does not belong in this camp at all. Not only is he willing to talk the talk, but he is also willing to walk the walk, with a career that includes managing and owning large and small practices on multiple continents.

Dr. Nicol’s latest book, you can read my review of his first book “The Yellow Pages are Dead” here, is timely and astute. While the need, and competition, for new graduates has never been greater, it seems that as a profession we seem to be failing them in multiple ways. “So You’re A Vet…Now What?” aims to fill the gap that is not being filled by most employers and is certainly not being filled by the veterinary schools. Chapters range from how to not get sued to “your health and wellness,” handling the emotional toll of euthanasia, and how a new graduate should choose a first job.

As well as focusing on the major issues facing new graduates, “So You’re A Vet…Now What?” also tackles the more complicated subject of company culture and the new graduates place in fostering great leadership, in themselves and others. The book aims not only to foster great new graduates, but help turn them in to excellent veterinarians that clients will want to see, employers will want to employ, and staff will want to work with.

Dr. Nicol’s friendly, and conversational tone makes “So You’re A Vet…Now What?” an easy and short read, I finished the book in a single sitting that lasted a little over three hours; however, it is also a book that new graduates will want to refer back to. With some great stories, I want to know what happened to the vet through the glass – see chapter five, and real-world examples, this book is literally the new vet’s handbook.

For employers, there are some controversial topics, and I find a couple of the ‘lines in the sand’ a little too ridged. Additionally, since Dr. Nicol hails from the UK and currently practices there, it is little U.K. centric which American readers may find a little jarring; however, these are all very minor quibbles / observations on an excellent and important book not just for new graduates but for employers of new graduates and the larger profession beyond.

The book is available as a digital download from http://www.drdavenicol.com and a printed version is forthcoming.

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