Archives for category: Poltics

Any book that tries to deal with a subject that is as current as the COVID 19 pandemic is going to face an uphill battle. It will be out of date as soon as it is written, never mind published.


With that in mind, Nicholas A. Christakis has done a remarkable job. An epidemiologist, Dr. Christakis in Apollo’s Arrow places the COVID 19 pandemic into is historical context as a plague and also provides a definitive account of how this pandemic played out and where mistakes were made – spoiler alert; there is plenty of blame to go around. Where Apollo’s Arrow really shines, however, is in its examination of the social impact, both positive and negative of COVID 19 on individuals, countries, and our culture.


Due to his background, Dr. Christakis is able to not only make sense of the confusing early decisions made by multiple parties, but also in understanding the motivations behind those decisions. There is also no coddling of the reader in Apollo’s Arrow. In a time when most people’s expertise in epidemics comes from the movie “Contagion” – and I have to include myself in those numbers – it is refreshing to gain an understanding of why more well know terms are problematic, such as R-0, and others that are less well known such as NPI (non-pharmaceutical interventions) are used and why.


While it is impossible the remove the politics of the response to COVID 19, particularly in the United States, Dr. Christakis does try his best and it is noticeable that in his initial timeline he tries to keep politicians out of the picture. That’s is not to say that there is any mincing of words; “If the United States had been a student in my class, I would have failed them,” is an early example.
The debunking of wrongheaded ideas from politicians is also a key element of Apollo’s Arrow. The Swedish solution – “herd immunity” as soon as possible, is an example. Sweden has small healthy population, universal health care, and low levels of poverty; all of which make it distinctly different from the United States. Testing and the approach to testing is also examined in depth. If you only test those with symptoms, the ratio of positives to negatives will be high. If you only test those that are worried, the ratio will below. Randomized samples are the only way to know levels of infection.


As mentioned above, it is in the social science arena that Apollo’s Arrow really shines. That “fear has its own epidemiology, its own spreading dynamics,” is one such revelatory idea. Dr. Christakis does not spare the conspiracy theorists; “There is a feeling that we can change our reality if we change the words or images – the virus is real. Reality matters.” A surprising part of Apollo’s Arrow is how positive it is, with a recognition of the successes we have had and also that our species is capable of extreme examples of altruism. We probably do not hear enough about that.


Where Apollo’s Arrow fails is in relationship to the vaccine. It points out that while there is hope, the quickest previously created vaccine as for Ebola; and that took five years. That a significant proportion of the population of the United States, and several other countries, has been vaccinated for COVID 19 by early 2021 is an almost impossible hope by the vantage point of the author at the time of writing. This is a very welcome shortcoming; however, and given the variants that now exist and the unknown levels of protection that the various vaccines may provide to these variants, we should probably not be so smug.


For anyone who wants to stand back and view the early days of the COVID 19 pandemic, and its effects on our society, it hard to imagine a better book; written without the benefit of hindsight, to read on the subject than Apollo’s Arrow. I can’t recommend it enough.

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.

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