Positive Interview Quotes

I think that my job is to observe people and the world, and not to judge them. I always hope to position myself away from so-called conclusions. I would like to leave everything wide open to all the possibilities in the world.

Extremism is so easy. You've got your position, and that's it. It doesn't take much thought. And when you go far enough to the right you meet the same idiots coming around from the left. (Interview, Time Magazine, February 20, 2005)

I think being a liberal, in the true sense, is being nondoctrinaire, nondogmatic, non-committed to a cause - but examining each case on its merits. Being left of center is another thing; it's a political position. I think most newspapermen by definition have to be liberal; if they're not liberal, by my definition of it, then they can hardly be good newspapermen. If they're preordained dogmatists for a cause, then they can't be very good journalists; that is, if they carry it into their journalism." [Interview with Ron Powers (Chicago Sun Times) for Playboy, 1973]

Cat doesn’t have to work. She’s a woman of independent means. I settled enough money on her to allow her the freedom to do anything she wished. She went to boarding school for four years, and stayed to teach for another two. Eventually she came to me and said she’d accepted a position as a governess for the Hathaway family. I believe you were in France with Win at the time. Cat went for the interview, Cam and Amelia liked her, Beatrix and Poppy clearly needed her, and no one seemed inclined to question her lack of experience.” “Of course not,” Leo said acidly. “My family would never bother with something so insignificant as job experience. I’m sure they started the interview by asking what her favorite color was.

Let my assure you, Brethren, that some day you will have a personal Priesthood interview with the Savior, Himself. If you are interested, I will tell you the order in which He will ask you to account for your earthly responsibilities. First, He will request an accountability report about your relationship with your wife. Have you actively been engaged in making her happy and ensuring that her needs have been met as an individual? Second, He will want an accountability report about each of your children individually. He will not attempt to have this for simply a family stewardship but will request information about your relationship to each and every child. Third, He will want to know what you personally have done with the talents you were given in the pre-existence. Fourth, He will want a summary of your activity in your church assignments. He will not be necessarily interested in what assignments you have had, for in his eyes the home teacher and a mission president are probably equals, but He will request a summary of how you have been of service to your fellowmen in your Church assignments. Fifth, He will have no interest in how you earned your living, but if you were honest in all your dealings. Sixth, He will ask for an accountability on what you have done to contribute in a positive manner to your community, state, country, and the world.

Grit, persistence, adaptability, financial literacy, interview skills, human relationships, conversation, communication, managing technology, navigating conflicts, preparing healthy food, physical fitness, resilience, self-regulation, time management, basic psychology and mental health practices, arts, and music—all of these would help students and also make school seem much more relevant. Our fixation on college readiness leads our high school curricula toward purely academic subjects and away from life skills. The purpose of education should be to enable a citizen to live a good, positive, socially productive life independent of work.

Everyone at some point in life have faced rejection and failure, it is part of the process to self realisation.

Some years ago, there was a lovely philosopher of science and journalist in Italy named Giulio Giorello, and he did an interview with me. And I don’t know if he wrote it or not, but the headline in Corriere della Sera when it was published was "Sì, abbiamo un'anima. Ma è fatta di tanti piccoli robot – "Yes, we have a soul, but it’s made of lots of tiny robots." And I thought, exactly. That’s the view. Yes, we have a soul, but in what sense? In the sense that our brains, unlike the brains even of dogs and cats and chimpanzees and dolphins, our brains have functional structures that give our brains powers that no other brains have - powers of look-ahead, primarily. We can understand our position in the world, we can see the future, we can understand where we came from. We know that we’re here. No buffalo knows it’s a buffalo, but we jolly well know that we’re members of Homo sapiens, and it’s the knowledge that we have and the can-do, our capacity to think ahead and to reflect and to evaluate and to evaluate our evaluations, and evaluate the grounds for our evaluations. It’s this expandable capacity to represent reasons that we have that gives us a soul. But what’s it made of? It’s made of neurons. It’s made of lots of tiny robots. And we can actually explain the structure and operation of that kind of soul, whereas an eternal, immortal, immaterial soul is just a metaphysical rug under which you sweep your embarrassment for not having any explanation.

The psychotic clown I sent for his birthday will feel like a feather falling on a pillow atop a cloud. The laxative in my lunch? Child's play. If you think it was bad when I sent that fake resume for his open assistant position and the stripper came for the interview? No. We're talking Defcon Five, Vietcong-level mind fucking, do you hear me, Chloe?

Remember: the greatest danger you face in the world today is that you are replaceable. As you get older, people who are younger, cheaper and more in tune with trends are rising up and threatening your position. Your only salvation is to mine your uniqueness, to combine various skills that set you apart. No one can do what you do. That is your endgame.

Counselor, you can come along, but I prefer to interview Stella alone.” “Let’s just say I’ll think about that.” “Is there a legal precedence that you feel you need to be there?” “No, no legal precedence. Just looking out for my client.” “Stella is now my client, as well. I don’t take any of my cases lightly. I’ve been hired to find the murderer and that’s what I intend to do. Stella is the starting point, and her interview is pivotal. If you are in the interview room with us, she may not divulge information that could be crucial to my going further. I hope you can understand my position in this.

At the highest levels of the medical cartel, vaccines are a top priority because they cause a weakening of the immune system. I know that may be hard to accept, but its true. The medical cartel, at the highest level, is not out to help people, it is out to harm them, to weaken them. To kill them. At one point in my career, I had a long conversation with a man who occupied a high government position in an African nation. He told me that he was well aware of this. He told me that WHO is a front for these depopulation interests

Positive thinking, after all, is an all-American coping mechanism, practically a national pastime. Author James Rorty noted this during the Great Depression, when he traveled America talking with people forced to seek work on the road. In his 1936 book, Where Life Is Better, he was dismayed that so many of his interview subjects seemed so unshakably cheerful. “I encountered nothing in 15,000 miles of travel that disgusted and appalled me so much as this American addiction to make-believe,” he wrote.

A great attitude toward your approach to an interview—demonstrated by your good posture—is everything.

Who are we to say getting incested or abused or violated or any of those things can’t have their positive aspects in the long run? … You have to be careful of taking a knee-jerk attitude. Having a knee-jerk attitude to anything is a mistake, especially in the case of women, where it adds up to this very limited and condescending thing of saying they’re fragile, breakable things that can be destroyed easily. Everybody gets hurt and violated and broken sometimes. Why are women so special? Not that anybody ought to be raped or abused, nobody’s saying that, but that’s what is going on. What about afterwards? All I’m saying is there are certain cases where it can enlarge you or make you more of a complete human being, like Viktor Frankl. Think about the Holocaust. Was the Holocaust a good thing? No way. Does anybody think it was good that it happened? No, of course not. But did you read Viktor Frankl? Viktor Frankl’s Man’s Search for Meaning? It’s a great, great book, but it comes out of his experience. It’s about his experience in the human dark side. Now think about it, if there was no Holocaust, there’d be no Man’s Search for Meaning… . Think about it. Think about being degraded and brought within an inch of your life, for example. No one’s gonna say the sick bastards who did it shouldn’t be put in jail, but let’s put two things into perspective here. One is, afterwards she knows something about herself that she never knew before. What she knows is that the most totally terrible terrifying thing that she could ever have imagined happening to her has now happened, and she survived. She’s still here, and now she knows something. I mean she really, really knows. Look, totally terrible things happen… . Existence in life breaks people in all kinds of awful fucking ways all the time, trust me I know. I’ve been there. And this is the big difference, you and me here, cause this isn’t about politics or feminism or whatever, for you this is just ideas, you’ve never been there. I’m not saying nothing bad has ever happened to you, you’re not bad looking, I’m sure there’s been some sort of degradation or whatever come your way in life, but I’m talking Viktor Frankl’s Man’s Search for Meaning type violation and terror and suffering here. The real dark side. I can tell from just looking at you, you never. You wouldn’t even wear what you’re wearing, trust me. What if I told you it was my own sister that was raped? What if I told you a little story about a sixteen-year-old girl who went to the wrong party with the wrong guy and four of his buddies that ended up doing to her just about everything four guys could do to you in terms of violation? But if you could ask her if she could go into her head and forget it or like erase the tape of it happening in her memory, what do you think she’d say? Are you so sure what she’d say? What if she said that even after that totally negative as what happened was, at least now she understood it was possible. People can. Can see you as a thing. That people can see you as a thing, do you know what that means? Because if you really can see someone as a thing you can do anything to him. What would it be like to be able to be like that? You see, you think you can imagine it but you can’t. But she can. And now she knows something. I mean she really, really knows. This is what you wanted to hear, you wanted to hear about four drunk guys who knee-jerk you in the balls and make you bend over that you didn’t even know, that you never saw before, that you never did anything to, that don’t even know your name, they don’t even know your name to find out you have to choose to have a fucking name, you have no fucking idea, and what if I said that happened to ME? Would that make a difference?

We can block our blessings with one thought, one decision. Sometimes your blessing may require certain actions on your behalf. You asked for the job? Now, you must get dressed and go to the interview and prove yourself worthy of the position. When you move, you activate your faith. And, suddenly everything falls into place. Faith without works is dead.

Ad we interviewing each other? Something like that. What position am I applying for? Best friend. I thought I already had the job. Don't be so sure, you arrogant son of a bitch.

You’re showing young girls that you don’t have to be thin to be beautiful, many a freshly body positive women’s mag editor has started off an interview with me, causing my pelvic floor to seize up in a fit of fury. No, I correct them, I’m showing young girls that you don’t have to be beautiful to matter. The thinking that women of all shapes and sizes can be beautiful is still hugely problematic, because it is predicated on the idea that the most important thing a woman has to offer the world is her appearance.

The newspapers kept stroking my fear. New surveys provided awful statistics on just about everything. Evidence suggested that we were not doing well. Researchers gloomily agreed. Environment psychologists were interviewed. Damage had ‘unwittingly’ been done. There were ‘feared lapses’. There were ‘misconceptions’ about potential. Situations had ‘deteriorated’. Cruelty was on the rise and there was nothing anyone could do about it. The populace was confounded, yet didn’t care. Unpublished studies hinted that we were all paying a price. Scientists peered into data and concluded that we should all be very worried. No one knew what normal behavior was anymore, and some argued that this was a form of virtue. And no one argued back. No one challenged anything. Anxiety was soaking up most people’s days. Everyone had become preoccupied with horror. Madness was fluttering everywhere. There was fifty years of research supporting this data. There were diagrams illustrating all of these problems – circles and hexagons and squares, different sections colored in lime or lilac or gray. Most troubling were the fleeting signs that nothing could transform any of this into something positive. You couldn’t help being both afraid and fascinated. Reading these articles made you feel that the survival of mankind didn’t seem very important in the long run. We were doomed. We deserved it. I was so tired.

Alls—how it’s possible even the worst things that can happen to you can end up being positive factors in who you are.

I wish I could," laughed the vampire. "How positively delightful. I should like to pass through all manner of different keyholes and feel the tickle of their peculiar shapes. No." He shook his head. "That is, how would you say today . . . bullshit?

if you take a positivist position, as I do, questions about reality don’t have any meaning. All one can ask is whether imaginary time is useful in formulating mathematical models that describe what we observe.

Does this sound like you? You rock up for the job interview full of confidence, you know full well you can fill the position easily and possibly better than most, you’re friendly, outgoing, and personable, and you scare the shit out of the interviewer. They don’t know what to make of you.

There was an advertisement in the newspaper for a teaching position in a school with the worst reputation in town, with the sort of class that no qualified teacher with all the parts of her brain correctly screwed together would voluntarily face. It was attention-deficit hyperactivity disorder before attention-deficit hyperactivity disorder had been invented. “There’s no hope for these boys and girls,” the headmaster soberly explained in the interview. “This is not education, this is storage.” Maybe Sonja understood how it felt to be described as such. The vacant position attracted only one applicant, and she got those boys and girls to read Shakespeare.

Police and prosecutors are morally and professionally obligated to make every effort to identify specious rape reports, safeguard the civil rights of rape suspects, and prevent the falsely accused from being convicted. At the same time, however, police and prosecutors are obligated to do everything in their power to identify individuals who have committed rape and ensure that the guilty are brought to justice. These two objectives are not mutually exclusive. A meticulous, expertly conducted investigation that begins by believing the victim is an essential part of prosecuting and, ultimately, convicting those who are guilty of rape. It also happens to be the best way to exonerate those who have been falsely accused. Rape victims provide police with more information--and better information--when detectives interview them from a position of trust rather than one of suspicion.

The trip back from Pointe du Lac was thrilling. And the constant chatter of Lestat was positively the most boring and disheartening thing I experienced. Of course as I said, I was far from being his equal.

Stop for a few seconds and create a clear mental picture of yourself as completely relaxed, calm, positive, smiling, and in complete control of the interview. Then inhale deeply, filling up your lungs and putting pressure on your diaphragm. Hold this breath for a count of seven and exhale for a count of seven. While you are breathing deeply, continue to hold a picture of yourself as the very best salesperson you could possibly be.

Carefree Scamps are unconventional to the extreme but they get better results, and frequently their employers, who were often in two minds about offering them the position in the first place, eventually realise they’ve found a diamond, yet not only are they unsure how to handle them, they can seldom work out how specifically they accomplish their objectives because in one way or another they’re always rocking the bloody boat. The Carefree Scamp takes quite a bit of ‘managing

You’re showing young girls that you don’t have to be thin to be beautiful, many a freshly body positive women’s mag editor has started off an interview with me, causing my pelvic floor to seize up in a fit of fury. No, I correct them, I’m showing young girls that you don’t have to be beautiful to matter.

I believe that it is dangerous for a young person simply to go from achieving goal after goal, generally being praised along the way. So it is good for a young person to experience his limit, occasionally to be dealt with critically, to suffer his way through a period of negativity, to recognise his own limits himself, not simply to win victory after victory. A human being needs to endure something in order to learn to assess himself correctly, and not least to learn to think with others. Then he will not simply judge others hastily and stay aloof, but rather accept them positively, in his labours and his weaknesses.

The political merchandisers appeal only to the weak­nesses of voters, never to their potential strength. They make no attempt to educate the masses into becoming fit for self-government; they are content merely to manipulate and exploit them. For this pur­pose all the resources of psychology and the social sciences are mobilized and set to work. Carefully se­lected samples of the electorate are given "interviews in depth." These interviews in depth reveal the uncon­scious fears and wishes most prevalent in a given so­ciety at the time of an election. Phrases and images aimed at allaying or, if necessary, enhancing these fears, at satisfying these wishes, at least symbolically, are then chosen by the experts, tried out on readers and audiences, changed or improved in the light of the information thus obtained. After which the political campaign is ready for the mass communicators. All that is now needed is money and a candidate who can be coached to look "sincere." Under the new dispen­sation, political principles and plans for specific action have come to lose most of their importance. The person­ality of the candidate and the way he is projected by the advertising experts are the things that really mat­ter. In one way or another, as vigorous he-man or kindly father, the candidate must be glamorous. He must also be an entertainer who never bores his audience. Inured to television and radio, that audience is accustomed to being distracted and does not like to be asked to con­centrate or make a prolonged intellectual effort. All speeches by the entertainer-candidate must therefore be short and snappy. The great issues of the day must be dealt with in five minutes at the most -- and prefera­bly (since the audience will be eager to pass on to something a little livelier than inflation or the H-bomb) in sixty seconds flat. The nature of oratory is such that there has always been a tendency among politicians and clergymen to over-simplify complex is­sues. From a pulpit or a platform even the most con­scientious of speakers finds it very difficult to tell the whole truth. The methods now being used to merchan­dise the political candidate as though he were a deo­dorant positively guarantee the electorate against ever hearing the truth about anything.

A lot of us for instance are very good at our jobs but absolutely hopeless at job interviews. Does this sound like you? You rock up for the interview full of confidence, you know full well you can fill the position easily and possibly better than most, you’re friendly, outgoing, and personable, and you scare the shit out of the interviewer.

There are few things more important than being prepared—for an interview, an important meeting, selling your home, a new baby—the list goes on.

On a medical school professor noted for slowly, carefully interviewing the patient: "He taught the love of truth.

Posture Power, when interviewing for a job remember. Poor posture shows uncertainty and a lack of confidence and ability. Good posture conveys confidence and an air of capability.

This orc had his fingers inside me twice this morning, and now he’s interviewing men for the position of my husband. Rage boils in my veins at the sheer nerve.

Rape victims provide police with more information—and better information—when detectives interview them from a position of trust rather than one of suspicion.

When an individual responds actively and constructively (as opposed to passively and destructively) to someone who is sharing a positive experience, love and friendship increase.

Being prepared and sharing your knowledge earns the confidence of those who are interviewing you, depend on your expertise, or seek you out for solutions, answers, or presentations.

When my principal interviews candidates for a teaching position at my school, regardless of whether it’s a language arts position, he always asks them to discuss the last book they read.

Kovner lists risk management as the key to successful trading; he always decides on an exit point before he puts on a trade. He also stresses the need for evaluating risk on a portfolio basis rather than viewing the risk of each trade independently. This is absolutely critical when one holds positions that are highly correlated, since the overall portfolio risk is likely to be much greater than the trader realizes.

Undertrade, undertrade, undertrade is my second piece of advice. Whatever you think your position ought to be, cut it at least in half. My experience with novice traders is that they trade three to five times too big.

... Your questions, Captain Delmonico, go beyond the limits of acceptable behavior! I intend to report you to everyone in a position to discipline you, is that understood?" He was beginning to splutter. "You're a-a-Gestapo inquisitor!" "Mr. Smith," Carmine said gently, "a policeman investigating murder uses many techniques to obtain information, but more than that, he also uses them to learn in the small amount of time at his disposal what kind of person he's questioning. During our first interview you were rude and overbearing, which leaves me free to tread heavily on your toes, even though your toes are sheathed in handmade shoes. You imply that you have the power to see me - er - 'disciplined', but I must tell you that no one in authority will take any notice of your complaints, because those in authority all know me. I have earned my status, not bought it. Murder means that everything in your life is my business until I remove you from my list of suspects. Is that clear?

In the second part of life you begin to question yourself. Or rather, you don’t; you avoid such questions, but something in yourself asks them, and you do not like to hear that voice asking “What is the goal?” And next, “Where are you going now?” When you are young you think, when you get to a certain position, “This is the thing I want.” The goal seems to be quite visible. People think, “I am going to marry, and then I shall get into such and such a position, and then I shall make a lot of money, and then I don’t know what.” Suppose they have reached it; then comes another question: “And now what?”…Then the answer is: “Well, there is nothing ahead. What is there ahead? Death is ahead.” That is disagreeable, you see; that is most disagreeable.

Or as billionaire entrepreneur Richard Branson said far more colorfully in an interview: “I don’t know why the tie was ever invented … now everyone looks the same and dresses the same. I often have a pair of scissors in my top pocket to go cutting people’s ties off. I do think that ties most likely are still inflicted on people because the bosses, they had to wear it for 40 years and when they get into positions of responsibility they’re damned if they’re going to not have the next generation suffer.

insinuating that any current majority white leadership in any industry has got there through hard work and no outside help, as if whiteness isn't its own leg up, as if it doesn't imply a familiarity that warms an interviewer to a candidate... [is] wilful ignorance".

Sometimes my friendship with Ed feels amazing and beneficial, because it’s good to know I can feel that way with someone, and to see him glow with adoration in return. Other times, it’s like endlessly overperforming in an interview, for a job where the position has already been filled.

The insistence is on merit, insinuating that any current majority white leadership in any industry has got there through hard work and no outside help, as if whiteness isn’t its own leg-up, as if it doesn’t imply a familiarity that warms an interviewer to a candidate. When each of the sectors I mentioned earlier have such dire racial representation, you’d have to be fooling yourself if you really think that the homogeneous glut of middle-aged white men currently clogging the upper echelons of most professions got there purely through talent alone. We don’t live in a meritocracy, and to pretend that simple hard work will elevate all to success is an exercise in wilful ignorance. Opposing positive discrimination based on apprehensions about getting the best person for the job means inadvertently revealing what you think talent looks like, and the kind of person in which you think talent resides. Because if the current system worked correctly, and if hiring practices were successfully recruiting and promoting the right people for the right jobs in all circumstances, I seriously doubt that so many leadership positions would be occupied by white middle-aged men.

The dominant experience is sadness,” explains Bonanno, in a podcast interview with Dr. David Van Nuys, “and there are also some other emotions….There’s anger, sometimes contempt, or shame, where people are having all kinds of memories and difficult experiences….So rather than this elaborate, steady state of months of deep sadness, it’s really much more of an in and out kind of an oscillatory state, and this sadness is punctuated at times by positive states and smiling, laughter and connection to other people.” For many people, says Bonanno, these “periods of sadness…gradually get less intense.

There's no hope for these boys and girls, the headmaster soberly explained in the interview. This is not education, this is storage. Maybe Sonja (disabled) understood how it felt to be described as such. The vacant position only attracted one applicant, and she go thtose boys and girls to read Shakespeare.

When some bigoted white people heard the message of Donald Trump and others in the GOP that their concerns mattered, that the fear generated by their own biases had a target in Mexican and Muslim immigrants, many embraced the GOP to their own detriment. We talk at length about the 53 percent of white women who supported the Republican candidate for president, but we tend to skim past the reality that many white voters had been overtly or passively supporting the same problematic candidates and policies for decades. Researchers point to anger and disappointment among some whites as a result of crises like rising death rates from suicide, drugs, and alcohol; the decline in available jobs for those who lack a college degree; and the ongoing myth that white people are unfairly treated by policies designed to level the playing field for other groups—policies like affirmative action. Other studies have pointed to the appeal of authoritarianism, or plain old racism and sexism. Political scientist Diana Mutz said in an interview in Pacific Standard magazine that some voters who switched parties to vote for Trump were motivated by the possibility of a fall in social status: “In short, they feared that they were in the process of losing their previously privileged positions.

Defining a job candidate who is a "cultural fit" is about the person being open minded, looks for the positive in others and knowing that life is too short to focus on differences. When interviewing someone, I ask them to describe something they are proud of and why. The best answers are a challenge they overcame using a unique approach.

Paul He paces the hallway getting more and more impatient with every stride. Having decided to go into work late today, he didn’t expect his flatmate, Lee, to make him even later. Paul has known Lee for five years. They first met whilst attending an interview for an IT support role. On the day of the interview the company decided to do a group interview with all the candidates for the positions that were available. Paul was paired with Lee and instantly disliked him as, only a few seconds after being introduced, Lee stole his pen. During the interview process, several technical questions were asked which Paul had answered correctly, but Lee’s answers were always incorrect with Paul having a feeling that Lee was making things up as he went along. The interview stages went well for Paul and, after being told that he had got the job, on his first day at the company, he was surprised to see Lee start work as well. Puzzled, Paul put it down to fact that Lee’s flirting with the HR lady that day had helped him get the job.

If you want to increase your neural resonance skills, take a moment right now and practice. Turn your attention to someone who’s talking near you, or watch a person being interviewed on TV. As they talk, imagine that you are that person. Visualize yourself in the position they describe and put in as much detail as you can, as if you were actually there.

Let’s be honest: Any prison interview of this type begins as a mutual seduction. I am there to seduce the convict into believing that my sole purpose in being there is to help him get out. And he is there to seduce me into believing that he is worthy of getting out. It usually takes a fair amount of time to get beyond those opening positions as the pretense is gradually stripped away to reveal who we each are. My part in this case was to come across as if I was helping him think about and prepare for the big day when he would be paroled. This was not insincere on my part. I had to go into this session with a completely open mind, and with the goal to turn on the switch in his brain that would reveal his inner thoughts and fantasies.

I had a strong bias in favor of Russian scientists; many can be put to active use as chess coaches (I also got a piano teacher out of the process). In addition, they are extremely helpful in the interview process. When MBAs apply for trading positions, they frequently boast “advanced” chess skills on their résumés. I recall the MBA career counselor at Wharton recommending our advertising chess skills “because it sounds intelligent and strategic.” MBAs, typically, can interpret their superficial knowledge of the rules of the game into “expertise.” We used to verify the accuracy of claims of chess expertise (and the character of the applicant) by pulling a chess set out of a drawer and telling the student, now turning pale: “Yuri will have a word with you.

In the interview I was told that I’d be replacing Robert, who was a robot. The company thought they could save some money and automate the front desk position, because they didn’t have to pay Robert, there was no fear of legal action being brought against the company in the form of a frivolous lawsuit, and Robert’s operating cost was only about a nickel a day, give or take four pennies.

When people are looking for causes of failure, they are predisposed to one of these positions. Suppose you apply for a job, but fail to get hired. Here are some possible answers you give. Global: I don't look good on paper and I get nervous at interviews. Specific: I don't really know enough about the kinds of products they sell. To look good at an interview, I need more of a feel for the business. Chronic: I don't have a dynamic, take-charge kind of personality. It's not who I am. Transient: I had just recovered from the flu and had not been sleeping well. I wasn't at my best. Personal: The job was there for the taking. I just couldn't get it done. Universal: they probably already had an insider picked out; the job search was just for show, and no outsider would have gotten the job.

SOCIAL/GENERAL ICEBREAKERS 1. What do you think of the movie/restaurant/party? 2. Tell me about the best vacation you’ve ever taken. 3. What’s your favorite thing to do on a rainy day? 4. If you could replay any moment in your life, what would it be? 5. What one thing would you really like to own? Why? 6. Tell me about one of your favorite relatives. 7. What was it like in the town where you grew up? 8. What would you like to come back as in your next life? 9. Tell me about your kids. 10. What do you think is the perfect age? Why? 11. What is a typical day like for you? 12. Of all the places you’ve lived, tell me about the one you like the best. 13. What’s your favorite holiday? What do you enjoy about it? 14. What are some of your family traditions that you particularly enjoy? 15. Tell me about the first car you ever bought. 16. How has the Internet affected your life? 17. Who were your idols as a kid? Have they changed? 18. Describe a memorable teacher you had. 19. Tell me about a movie/book you’ve seen or read more than once. 20. What’s your favorite restaurant? Why? 21. Tell me why you were named ______. What is the origin of your last name? 22. Tell me about a place you’ve visited that you hope never to return to. get over your mom’s good intentions. 23. What’s the best surprise you’ve ever received? 24. What’s the neatest surprise you’ve ever planned and pulled off for someone else? 25. Skiing here is always challenging. What are some of your favorite places to ski? 26. Who would star as you in a movie about your life? Why that person? 27. Who is the most famous person you’ve met? 28. Tell me about some of your New Year’s resolutions. 29. What’s the most antiestablishment thing you’ve ever done? 30. Describe a costume that you wore to a party. 31. Tell me about a political position you’d like to hold. 32. What song reminds you of an incident in your life? 33. What’s the most memorable meal you’ve eaten? 34. What’s the most unforgettable coincidence you’ve experienced or heard about? 35. How are you able to tell if that melon is ripe? 36. What motion picture star would you like to interview? Why? 37. Tell me about your family. 38. What aroma brings forth a special memory? 39. Describe the scariest person you ever met. 40. What’s your favorite thing to do alone? 41. Tell me about a childhood friend who used to get you in trouble. 42. Tell me about a time when you had too much to eat or drink. 43. Describe your first away-from-home living quarters or experience. 44. Tell me about a time that you lost a job. 45. Share a memory of one of your grandparents. 46. Describe an embarrassing moment you’ve had. 47. Tell me something most people would never guess about you. 48. What would you do if you won a million dollars? 49. Describe your ideal weather and why. 50. How did you learn to ski/hang drywall/play piano?

Reasonable? Your demands are about as reasonable as the ones made of the Ten Heralds on Proving Day! With all due respect, Brightness, you seem to want potential wards to be master scholars already. I may be able to find a pair of eighty-year-old ardents in the city who might fit your requirements. They could interview for the position, though they may have trouble hearing well enough to answer your questions.

The hiring rules are strictly followed, no matter who the applicant. Not long after she graduated from Harvard, Molly Munger applied at Munger, Tolles for an associate's position. She interviewed with Carla Hills, but Hills did not offer her a job, allegedly because Molly had not made the Harvard Law Review. Apparently in Hills estimation, that meant Molly's credentials weren't quite up to Munger, Tolles's standards.4

I discovered this tie several years ago when reporting on an FDA source’s tip about the suspected link between antiperspirants and breast cancer. The FDA official told me that the agency was contemplating requiring a breast cancer warning on antiperspirants based on several studies suggesting a possible link. But some inside the FDA felt that industry opposition would be insurmountable. It was an inside debate that would interest many in the public. As I pursued the story, the cosmetics industry wouldn’t do an interview but referred me to the American Cancer Society, which, they assured me, would defend their interests. Indeed, the American Cancer Society was all too happy to agree to appear on camera debunking any idea of a link between antiperspirants and breast cancer. But in my pre-interview with the Cancer Society’s chief doctor, I discovered he hadn’t read—and apparently didn’t know about—the latest peer-reviewed, published studies suggesting a link. That’s when I thought to ask the Cancer Society if it got funding from the cosmetics industry. The answer was a very defensive “Yes.” But the charity wouldn’t disclose how much and said they wouldn’t go through with the on-camera interview unless I agreed not to ask about the antiperspirant industry funding. I forwarded the studies to the American Cancer Society’s doctor. When he did the on-camera interview with me, he reversed his earlier position that had claimed the antiperspirant–breast cancer link was a “myth.” Instead, he answered my questions by deflecting—repeatedly stating, when asked about the latest antiperspirant studies, that women have more important things to focus on, such as getting regular mammograms.

When I interviewed with the Chief of Family Medicine at a large medical corporation on the West Coast, he explained that, since he was part of a team of people who arranged for pharmaceutical companies to issue cash grants, he was in a position to offer me a particularly enticing salary. “What are the grants for?” I asked. “We have a quality improvement program that tracks physician prescribing patterns. We call it ‘quality’ but it’s really about money.” And that’s all it’s about. It works like this. In his organization, any patient with LDL cholesterol over 100 is put on a cholesterol-lowering medication. Any person with a blood pressure higher than 140/90 is put on a blood pressure medication. Any person with “low bone density” is put on a bone-remodeling inhibitor. And so on. The doctors who prescribe the most get big bonuses. Those who prescribe the least get fired. With a hint of incredulousness in his voice, he explained, “So far, every time we’ve asked for funding for our program, the drug companies give it to us.” If this is where healthcare is headed, then these hybrid physicians-executives will instinctively turn their gaze to our children and invent more creative methods to bulldoze an entire generation into the bottomless pit of chronic disease.

Bear in mind that Mother Teresa’s global income is more than enough to outfit several first-class clinics in Bengal. The decision not to do so, and indeed to run instead a haphazard and cranky institution which would expose itself to litigation and protest were it run by any branch of the medical profession, is a deliberate one. The point is not the honest relief of suffering but the promulgation of a cult based on death and suffering and subjection. Mother Teresa (who herself, it should be noted, has checked into some of the finest and costliest clinics and hospitals in the West during her bouts with heart trouble and old age) once gave this game away in a filmed interview. She described a person who was in the last agonies of cancer and suffering unbearable pain. With a smile, Mother Teresa told the camera what she told this terminal patient: “You are suffering like Christ on the cross. So Jesus must be kissing you.” Unconscious of the account to which this irony might be charged, she then told of the sufferer’s reply: “Then please tell him to stop kissing me.” There are many people in the direst need and pain who have had cause to wish, in their own extremity, that Mother Teresa was less free with her own metaphysical caresses and a little more attentive to actual suffering.

Susan’s and Jennifer’s job searches are likely made harder by the color of their skin. In the early 2000s, researchers in Chicago and Boston mailed out fake résumés to hundreds of employers, varying only the names of the applicants, but choosing names that would be seen as identifiably black or white. Strikingly, “Emily” and “Brendan” were 50 percent more likely to get called for an interview than “Lakisha” and “Jamal.” A few years later, a researcher at the University of Wisconsin conducted a similar study in Milwaukee, but with a unique twist. She recruited two black and two white actors (college students, posing as high school graduates) who were as similar as possible in every way. She sent these “job applicants” out in pairs, with virtually identical fake résumés, to apply for entry-level jobs. Her twist was to instruct one of the white and one of the black applicants to tell employers that they had a felony conviction and had just been released from prison the month before. Even the researcher was surprised by what she found: the white applicant with a felony conviction was more likely to get a positive response from a prospective employer than the black applicant with no criminal record. When the study was replicated in New York City a few years later, she and her colleagues saw similar results for Latino applicants relative to whites.

By doing research - whether in written sources such as books, magazines, or newspapers or through personal interviews - you acquire information. The information you collect allows you to operate from the position of choice, confidence, and responsibility. You can choose to use some, or all, or none of the material you've gathered; that's your choice, dictated by the terms of the story. Not using it because you don't have it offers you no choice at all, and will always work against you and your story.

King and Malcolm X were often portrayed as antagonists, in part because of Malcolm’s vitriol and because of comments attributed to King in a 1965 Playboy magazine interview conducted by Alex Haley. But the recent discovery of Haley’s unedited interview transcript shows that King was not as critical as Playboy made him sound. The magazine quoted King saying of Malcolm: “He is very articulate, as you say, but I totally disagree with many of his political and philosophical views … I have often wished that he would talk less of violence, because violence is not going to solve our problem. And in his litany of articulating the despair of the Negro without offering any positive, creative alternative, I feel that Malcolm has done himself and our people a great disservice. Fiery demagogic oratory in the black ghettoes, urging Negroes to arm themselves and prepare to engage in violence, as he has done, can reap nothing but grief.” Here’s what King actually said. PLAYBOY: Dr. King, what is your opinion of Negro extremists who advocate armed violence and sabotage?

Self-Management If you can read just one book on motivation—yours and others: Dan Pink, Drive If you can read just one book on building new habits: Charles Duhigg, The Power of Habit If you can read just one book on harnessing neuroscience for personal change: Dan Siegel, Mindsight If you can read just one book on deep personal change: Lisa Lahey and Bob Kegan, Immunity to Change If you can read just one book on resilience: Seth Godin, The Dip Organizational Change If you can read just one book on how organizational change really works: Chip and Dan Heath, Switch If you can read just two books on understanding that change is a complex system: Frederic Laloux, Reinventing Organizations Dan Pontefract, Flat Army Hear interviews with FREDERIC LALOUX, DAN PONTEFRACT, and JERRY STERNIN at the Great Work Podcast. If you can read just one book on using structure to change behaviours: Atul Gawande, The Checklist Manifesto If you can read just one book on how to amplify the good: Richard Pascale, Jerry Sternin and Monique Sternin, The Power of Positive Deviance If you can read just one book on increasing your impact within organizations: Peter Block, Flawless Consulting Other Cool Stuff If you can read just one book on being strategic: Roger Martin and A.G. Lafley, Playing to Win If you can read just one book on scaling up your impact: Bob Sutton and Huggy Rao, Scaling Up Excellence If you can read just one book on being more helpful: Edgar Schein, Helping Hear interviews with ROGER MARTIN, BOB SUTTON, and WARREN BERGER at the Great Work Podcast. If you can read just two books on the great questions: Warren Berger, A More Beautiful Question Dorothy Strachan, Making Questions Work If you can read just one book on creating learning that sticks: Peter Brown, Henry Roediger and Mark McDaniel, Make It Stick If you can read just one book on why you should appreciate and marvel at every day, every moment: Bill Bryson, A Short History of Nearly Everything If you can read just one book that saves lives while increasing impact: Michael Bungay Stanier, ed., End Malaria (All money goes to Malaria No More; about $400,000 has been raised so far.) IF THERE ARE NO STUPID QUESTIONS, THEN WHAT KIND OF QUESTIONS DO STUPID PEOPLE ASK?

Especially important are the political implications of the idea that the new possibilities opened by a certain act are part of its content - this is the reason why, to the consternation of many of my friends (who, of course, are no longer my friends), I claimed apropos the US 2016 presidential elections that Trump's victory would be better than Clinton's for the future of progressive forces. Trump is highly dubious, of course, but his election may open possibilities and move the liberal-Left pole to a new more radical position. I was surprised to learn that David Lynch adopted the same position: in an interview in June 2018, Lynch (who voted for Bernie Sanders in the 2016 Democratic primary) said that Trump 'could go down as one of the greatest presidents in history because he has disrupted the thing so much. No one is able to counter this guy in an intelligent way.' While Trump may not be doing a good job himself, Lynch thinks, he is opening up a space where other outsiders might. 'Our so-called leaders can't take the country forward, can't get anything done. Like children, they are. Trump has shown all this.

I've always believed that culture is defined and created from the top down, but it comes to life from the bottom up. This meant that I had to build our culture by working with the leadership group (i.e., the owner, general manager, and executives), the coaching staff, and the football team. To strengthen the culture among the leadership group, it was important to reiterate to the owner, team president, and general manager the shared beliefs, values, and expectations that we had discussed in depth when I was interviewing for the head coaching position. It was important to have collaborative conversations on a regular basis to discuss the changes we were making and why we were making them.

Ten years ago a book appeared in France called D'Une foi l'autre, les conversions a l'Islam en Occident. The authors, both career journalists, carried out extensive interviews with new Muslims in Europe and America. Their conclusions are clear. Almost all educated converts to Islam come in through the door of Islamic spirituality. In the middle ages, the Sufi tariqas were the only effective engine of Islamisation in Muslim minority areas like Central Asia, India, black Africa and Java; and that pattern is maintained today. Why should this be the case? Well, any new Muslim can tell you the answer. Westerners are in the first instance seeking not a moral path, or a political ideology, or a sense of special identity - these being the three commodities on offer among the established Islamic movements. They lack one thing, and they know it - the spiritual life. Thus, handing the average educated Westerner a book by Sayyid Qutb, for instance, or Mawdudi, is likely to have no effect, and may even provoke a revulsion. But hand him or her a collection of Islamic spiritual poetry, and the reaction will be immediately more positive. It is an extraordinary fact that the best-selling religious poet in modern America is our very own Jalal al-Din Rumi. Despite the immeasurably different time and place of his origin, he outsells every Christian religious poet. Islam and the New Millennium

I HAVE to stay here. I simply have to. To be honest, too much of my identity comes from possessing this space. As my job used to define me, living here’s all I have left. This apartment makes it OK that I can’t buy Prada’s newest anymore. I can be content going on lousy interviews and begging for positions that pay half of what I used to earn as long as I know at the end of the day my glorious penthouse awaits. The minute I climb into my Jacuzzi tub, all the day’s unpleasantness is rinsed down the drain. When I step onto my deck and survey the city, I feel like anything is possible. This apartment keeps me centered; it keeps me sane. Without this place, I’m just another nobody from Indiana with a worthless state college degree. Before

From an interview with Susie Bright: SB: You were recently reviewed by the New York Times. How do you think the mainstream media regards sex museums, schools and cultural centers these days? What's their spin versus your own observations? [Note: Here's the article Susie mentions: http://www.nytimes.com/2005/12/05/nat... ] CQ: Lots of people have seen the little NY Times article, which was about an event we did, the Belle Bizarre Bazaar -- a holiday shopping fair where most of the vendors were sex workers selling sexy stuff. Proceeds went to our Exotic Dancers' Education Project, providing dancers with skills that will help them maximize their potential and choices. This event got into the Times despite the worries of its author, a journalist who'd been posted over by her editor. She thought the Times was way too conservative for the likes of us, which may be true, except they now have so many column inches to fill with distracting stuff that isn't about Judith Miller! The one thing the Times article does not do is present the spectrum of the Center for Sex & Culture's work, especially the academic and serious side of what we do. This, I think, points to the real answer to your question: mainstream media culture remains quite nervous and touchy about sex-related issues, especially those that take sex really seriously. A frivolous take (or a good, juicy, shocking angle) on a sex story works for the mainstream press: a sex-positive and serious take, not so much. When the San Francisco Chronicle did its article about us a year ago, the writer focused just on our porn collection. Now, we very much value that, but we also collect academic journals and sex education materials, and not a word about those! I think this is one really essential linchpin of sex-negative or erotophobic culture, that sex is only allowed to be either light or heavy, and when it's heavy, it's about really heavy issues like abuse. Recently I gave some quotes about something-or-other for a Cosmo story and the editors didn't want to use the term "sexologist" to describe me, saying that it wasn't a real word! You know, stuff like that from the Times would not be all that surprising, but Cosmo is now policing the language? Please!

Matthews’s pursuit of this issue, like that of nearly every other interviewer, seemed to reflect the simple, widespread ignorance of the reality that Trump was taking the same position of every president since Truman, and of every major candidate in that long period, definitely including his rival Hillary Clinton. She would surely have given essentially the same answers to Matthews’s questions as Trump did if she had been in that same forum, consistent with her stand in 2007. No candidate or president has ever come close to adopting and proclaiming a no-first-use policy (with Barack Obama being the only president311 to encourage serious internal consideration of it, especially in his last year, before rejecting it in face of opposition from his secretaries of defense,

What’s the magic number of candidates then? I worked with our firm’s research center in India on a massive analysis to study the relationship between how many people we had presented to our clients in thousands of executive searches all over the world and the “stick rate” of the one hired—that is, how many years he or she had stayed at the company, either in the original position or moving up to a more senior role. My expectation was that a larger pool of people interviewed would increase the stick rate, and that happened up to a point. But after three or four candidates, it rapidly declined, confirming that too many options generate suboptimal decisions. So three to four seems to be the right number, just as it is with the interviewers you involve in your key people decisions. But wait: Weren’t Kepler and Darwin out of this range with their eleven

Treating Abuse Today 3(4) pp. 26-33 The national discussion regarding the veridical truth of memories of childhood abuse will have a beneficial effect. Therapists will be reminded that dire consequences can ensue from poor practice, careless technique, and unchecked countertransference and parallel process. Hopefully, it will also stimulate legitimate research into the nature of traumatic memory. Unfortunately, the polemic often has been hysterical, scapegoating, accusatory, speculative, rumor driven, biased and antiempirical. Since many members of the FMSF, Inc. Scientific Advisory Board are frequent professional witnesses for the defense in cases of alleged sexual abuse, we questioned whether the organization was acting more as an advocate for a previously determined position or whether it was truly taking a scientific approach to determining the veridical truth of recollections of child abuse.

Our search for a new chairperson had gone pretty much as expected. In September we were given permission to search. In October we were reminded that the position had not yet been funded. In December we were grudgingly permitted to come up with a short list and interview at the convention. In January we were denied permission to bring anyone to campus. In February we were reminded of the hiring freeze and that we had no guarantee that an exception would be made for us, even to hire a new chair. By March all but six of the remaining applicants had either accepted other positions or decided they were better off staying where they were than throwing in with people who were running a search as screwed up as this one. In April we were advised by the dean to narrow our list to three and rank the candidates. There was no need to narrow the list. By then only three remained out of the original two hundred.

Book authors are in high demand for speaking engagements and appearances; they are the new ‘celebrity’ and celebrities gain access. Authors not only make money from royalties or book advances but from their keynotes, presentations and strategically branded product lines. This includes entrepreneurial ideas for you to extend yourself beyond just writing and prepares you to add speaking and consulting to your revenue stream. You have to begin to look outside book sales and towards the speaking market. There are radio, interviews, news, television, small channel television keynotes, lectures, seminars and workshops. These types of events have the possibility to be much more lucrative than just selling books. In essence, the book builds and brands you in the public eye. It gives you credibility and the opportunity to be more than you are. It enables you to now be a voice, a teacher, a leader, an expert - after all, you wrote the book on it!

It is understandable how this shame came into being. The nation made the black man's color a stigma. Even linguistics and semantics conspire to give this impression. If you look in Roget's Thesaurus you will find about 120 synonyms for blacK, and right down the line you will find words like smut, something dirty, worthless, and useless, and then you look further and you find about 120 synonyms for white and they all represent something high, noble, pure, chaste - right down the line. In our language structure, a white lie is a little better than a black lie. Somebody goes wrong in the family and we don't call him a white sheep, we call him a black sheep. We don't say whitemail, but blackmail. We don't speak of white-balling somebody, but black-balling somebody. The word 'black' itself in our society connotes something that is degrading. It was absolutely necessary to come to a moment with a sense of dignity. It is very positive and very necessary.

Qualities such as honesty, determination, and a cheerful acceptance of stress, which can all be identified through probing questionnaires and interviews, may be more important to the company in the long run than one's college grade-point average or years of "related experience." Every business is only as good as the people it brings into the organization. The corporate trainer should feel his job is the most important in the company, because it is. Exalt seniority-publicly, shamelessly, and with enough fanfare to raise goosebumps on the flesh of the most cynical spectator. And, after the ceremony, there should be some sort of permanent display so that employees passing by are continuously reminded of their own achievements and the achievements of others. The manager must freely share his expertise-not only about company procedures and products and services but also with regard to the supervisory skills he has worked so hard to acquire. If his attitude is, "Let them go out and get their own MBAs," the personnel under his authority will never have the full benefit of his experience. Without it, they will perform at a lower standard than is possible, jeopardizing the manager's own success. Should a CEO proclaim that there is no higher calling than being an employee of his organization? Perhaps not-for fear of being misunderstood-but it's certainly all right to think it. In fact, a CEO who does not feel this way should look for another company to manage-one that actually does contribute toward a better life for all. Every corporate leader should communicate to his workforce that its efforts are important and that employees should be very proud of what they do-for the company, for themselves, and, literally, for the world. If any employee is embarrassed to tell his friends what he does for a living, there has been a failure of leadership at his workplace. Loyalty is not demanded; it is created. Why can't a CEO put out his own suggested reading list to reinforce the corporate vision and core values? An attractive display at every employee lounge of books to be freely borrowed, or purchased, will generate interest and participation. Of course, the program has to be purely voluntary, but many employees will wish to be conversant with the material others are talking about. The books will be another point of contact between individuals, who might find themselves conversing on topics other than the weekend football games. By simply distributing the list and displaying the books prominently, the CEO will set into motion a chain of events that can greatly benefit the workplace. For a very cost-effective investment, management will have yet another way to strengthen the corporate message. The very existence of many companies hangs not on the decisions of their visionary CEOs and energetic managers but on the behavior of its receptionists, retail clerks, delivery drivers, and service personnel. The manager must put himself and his people through progressively challenging courage-building experiences. He must make these a mandatory group experience, and he must lead the way. People who have confronted the fear of public speaking, and have learned to master it, find that their new confidence manifests itself in every other facet of the professional and personal lives. Managers who hold weekly meetings in which everyone takes on progressively more difficult speaking or presentation assignments will see personalities revolutionized before their eyes. Command from a forward position, which means from the thick of it. No soldier will ever be inspired to advance into a hail of bullets by orders phoned in on the radio from the safety of a remote command post; he is inspired to follow the officer in front of him. It is much more effective to get your personnel to follow you than to push them forward from behind a desk. The more important the mission, the more important it is to be at the front.

So, absent the chance to make every job applicant work as hard as a college applicant, is there some quick, clever, cheap way of weeding out bad employees before they are hired? Zappos has come up with one such trick. You will recall from the last chapter that Zappos, the online shoe store, has a variety of unorthodox ideas about how a business can be run. You may also recall that its customer-service reps are central to the firm’s success. So even though the job might pay only $11 an hour, Zappos wants to know that each new employee is fully committed to the company’s ethos. That’s where “The Offer” comes in. When new employees are in the onboarding period—they’ve already been screened, offered a job, and completed a few weeks of training—Zappos offers them a chance to quit. Even better, quitters will be paid for their training time and also get a bonus representing their first month’s salary—roughly $2,000—just for quitting! All they have to do is go through an exit interview and surrender their eligibility to be rehired at Zappos. Doesn’t that sound nuts? What kind of company would offer a new employee $2,000 to not work? A clever company. “It’s really putting the employee in the position of ‘Do you care more about money or do you care more about this culture and the company?’ ” says Tony Hsieh, the company’s CEO. “And if they care more about the easy money, then we probably aren’t the right fit for them.” Hsieh figured that any worker who would take the easy $2,000 was the kind of worker who would end up costing Zappos a lot more in the long run. By one industry estimate, it costs an average of roughly $4,000 to replace a single employee, and one recent survey of 2,500 companies found that a single bad hire can cost more than $25,000 in lost productivity, lower morale, and the like. So Zappos decided to pay a measly $2,000 up front and let the bad hires weed themselves out before they took root. As of this writing, fewer than 1 percent of new hires at Zappos accept “The Offer.

After many years and hundreds of interviews with workers in every conceivable profession, she has found that employees have one of three “work orientations,” or mindsets about our work. We view our work as a Job, a Career, or a Calling.14 People with a “job” see work as a chore and their paycheck as the reward. They work because they have to and constantly look forward to the time they can spend away from their job. By contrast, people who view their work as a career work not only out of necessity, but also to advance and succeed. They are invested in their work and want to do well. Finally, people with a calling view work as an end in itself; their work is fulfilling not because of external rewards but because they feel it contributes to the greater good, draws on their personal strengths, and gives them meaning and purpose. Unsurprisingly, people with a calling orientation not only find their work more rewarding, but work harder and longer because of it. And as a result, these are the people who are generally more likely to get ahead. For

Remember your Creator in the days of your youth, before the days of trouble come and the years approach when you will say, “I find no pleasure in them.” ECCLESIASTES 12:1 NOVEMBER 9 I was once interviewed by reporters from a hometown of mine—Findlay, Ohio. They asked me the usual questions. Finally, one of them asked, “Dr. Peale, have you any advice for young people about how to work for a good future for themselves, and, beyond that, how they can help make the world a better place for people everywhere?” With that question in mind, I would suggest that the essential first step would be to let God release a fuller measure of our potential. Everyone has potential. God put it in you. That is a tremendous word: potential. Eleven men once got their potential freed and began to use it, and they turned the whole world upside down with their message of Christ. They were so dynamic that wherever they went, they turned things upside down, bringing new life, new understanding, and new joy. Did anyone ever say that about you? How to release our potential—this is the challenge.

Michelle Alexander, an associate professor of law at Ohio State University, has written an entire book, The New Jim Crow, that blames high black incarceration rates on racial discrimination. She posits that prisons are teeming with young black men due primarily to a war on drugs that was launched by the Reagan administration in the 1980s for the express purpose of resegregating society. “This book argues that mass incarceration is, metaphorically, the New Jim Crow and that all those who care about social justice should fully commit themselves to dismantling this new racial caste system,” wrote Alexander.4 “What this book is intended to do—the only thing it is intended to do—is to stimulate a much-needed conversation about the role of the criminal justice system in creating and perpetrating racial hierarchy in the United States.”5 Liberals love to have “conversations” about these matters, and Alexander got her wish. The book was a best seller. NPR interviewed her multiple times at length. The New York Times said that Alexander “deserved to be compared to Du Bois.” The San Francisco Chronicle described the book as “The Bible of a social movement.

People, especially those in charge, rarely invite you into their offices and give freely of their time. Instead, you have to do something unique, compelling, even funny or a bit daring, to earn it. Even if you happen to be an exceptionally well-rounded person who possesses all of the scrappy qualities discussed so far, it’s still important to be prepared, dig deep, do the prep work, and think on your feet. Harry Gordon Selfridge, who founded the London-based department store Selfridges, knew the value of doing his homework. Selfridge, an American from Chicago, traveled to London in 1906 with the hope of building his “dream store.” He did just that in 1909, and more than a century later, his stores continue to serve customers in London, Manchester, and Birmingham. Selfridges’ success and staying power is rooted in the scrappy efforts of Harry Selfridge himself, a creative marketer who exhibited “a revolutionary understanding of publicity and the theatre of retail,” as he is described on the Selfridges’ Web site. His department store was known for creating events to attract special clientele, engaging shoppers in a way other retailers had never done before, catering to the holidays, adapting to cultural trends, and changing with the times and political movements such as the suffragists. Selfridge was noted to have said, “People will sit up and take notice of you if you will sit up and take notice of what makes them sit up and take notice.” How do you get people to take notice? How do you stand out in a positive way in order to make things happen? The curiosity and imagination Selfridge employed to successfully build his retail stores can be just as valuable for you to embrace in your circumstances. Perhaps you have landed a meeting, interview, or a quick coffee date with a key decision maker at a company that has sparked your interest. To maximize the impression you’re going to make, you have to know your audience. That means you must respectfully learn what you can about the person, their industry, or the culture of their organization. In fact, it pays to become familiar not only with the person’s current position but also their background, philosophies, triumphs, failures, and major breakthroughs. With that information in hand, you are less likely to waste the precious time you have and more likely to engage in genuine and meaningful conversation.

Here are my 12 Rules for Living: I go to bed and get up at the same time seven days per week (8 p.m. and 4 a.m., respectively). I stick to my diet, avoid caffeine after 1 p.m., and avoid alcohol within three hours of bedtime. I write for at least sixty minutes first thing every morning. I do not check email before noon and I do not talk on the phone unless it is a scheduled interview or conference call. I act polite and courteous, and I do not swear. I create a to-do list at the start & end of every workday and update my daily gratitude & achievement journal. I do not engage in confrontations with anyone, in-person or online. This is a waste of time and energy. If I have caused harm, I apologize and fix the situation. And then I take a deep breath, relax, breathe out, and re-focus my efforts back on my work and goals. I am guided by these two phrases: “Nothing matters.” – I can only work towards my big goals and my vision of helping others, while the opinions of others do not matter. “It will all be over soon.” – Everything, both good and bad, comes to an end. I must enjoy the good while it lasts, and persevere through the bad until I have beaten it. Everything that happens to me—good and bad—is my personal responsibility. I blame no one but myself. These are the choices I’ve made—this is the life I’m living. I accept the consequences of my actions. I will help ten million men and women transform their lives. I will not be the person I don’t want to be. I will not be petty, jealous, or envious, or give in to any other of those lazy emotions. I will not gossip or speak badly of others, no matter who I am with or what environment I am in. I will not be negative when it is easier to be positive. I will not hurt others when it is possible to help. I will know the temptations, situations and environments in life that I must avoid, and I will, in fact, avoid them, even if it means loosening relationships with others who “live” in those environments. It’s my life and that matters more than what other people think of me. “I will always keep the child within me alive.” – Frank McKinney. I will make time to laugh and play every day. “I will write with honesty and feeling.” – Ted Nicholas. The opinion of others does not matter. What matters is the number of people that I can help by sharing advice and encouragement in my writing. My 12 Rules have made me much happier

If the symbolic father is often lurking behind the boss--which is why one speaks of 'paternalism' in various kinds of enterprises--there also often is, in a most concrete fashion, a boss or hierarchic superior behind the real father. In the unconscious, paternal functions are inseparable from the socio-professional and cultural involvements which sustain them. Behind the mother, whether real or symbolic, a certain type of feminine condition exists, in a socially defined imaginary context. Must I point out that children do not grow up cut off from the world, even within the family womb? The family is permeable to environmental forces and exterior influences. Collective infrastructures, like the media and advertising, never cease to interfere with the most intimate levels of subjective life. The unconscious is not something that exists by itself to be gotten hold of through intimate discourse. In fact, it is only a rhizome of machinic interactions, a link to power systems and power relations that surround us. As such, unconscious processes cannot be analyzed in terms of specific content or structural syntax, but rather in terms of enunciation, of collective enunciative arrangements, which, by definition, correspond neither to biological individuals nor to structural paradigms... The customary psychoanalytical family-based reductions of the unconscious are not 'errors.' They correspond to a particular kind of collective enunciative arrangement. In relation to unconscious formation, they proceed from the particular micropolitics of capitalistic societal organization. An overly diversified, overly creative machinic unconscious would exceed the limits of 'good behavior' within the relations of production founded upon social exploitation and segregation. This is why our societies grant a special position to those who specialize in recentering the unconscious onto the individuated subject, onto partially reified objects, where methods of containment prevent its expansion beyond dominant realities and significations. The impact of the scientific aspirations of techniques like psychoanalysis and family therapy should be considered as a gigantic industry for the normalization, adaption and organized division of the socius. The workings of the social division of labor, the assignment of individuals to particular productive tasks, no longer depend solely on means of direct coercion, or capitalistic systems of semiotization (the monetary remuneration based on profit, etc.). They depend just as fundamentally on techniques modeling the unconscious through social infrastructures, the mass media, and different psychological and behavioral devices...Even the outcome of the class struggle of the oppressed--the fact that they constantly risk being sucked into relations of domination--appears to be linked to such a perspective.

Where to stash your organizational risk? Lately, I’m increasingly hearing folks reference the idea of organizational debt. This is the organizational sibling of technical debt, and it represents things like biased interview processes and inequitable compensation mechanisms. These are systemic problems that are preventing your organization from reaching its potential. Like technical debt, these risks linger because they are never the most pressing problem. Until that one fateful moment when they are. Within organizational debt, there is a volatile subset most likely to come abruptly due, and I call that subset organizational risk. Some good examples might be a toxic team culture, a toilsome fire drill, or a struggling leader. These problems bubble up from your peers, skip-level one-on-ones,16 and organizational health surveys. If you care and are listening, these are hard to miss. But they are slow to fix. And, oh, do they accumulate! The larger and older your organization is, the more you’ll find perched on your capable shoulders. How you respond to this is, in my opinion, the core challenge of leading a large organization. How do you continue to remain emotionally engaged with the challenges faced by individuals you’re responsible to help, when their problem is low in your problems queue? In that moment, do you shrug off the responsibility, either by changing roles or picking powerlessness? Hide in indifference? Become so hard on yourself that you collapse inward? I’ve tried all of these! They weren’t very satisfying. What I’ve found most successful is to identify a few areas to improve, ensure you’re making progress on those, and give yourself permission to do the rest poorly. Work with your manager to write this up as an explicit plan and agree on what reasonable progress looks like. These issues are still stored with your other bags of risk and responsibility, but you’ve agreed on expectations. Now you have a set of organizational risks that you’re pretty confident will get fixed, and then you have all the others: known problems, likely to go sideways, that you don’t believe you’re able to address quickly. What do you do about those? I like to keep them close. Typically, my organizational philosophy is to stabilize team-by-team and organization-by-organization. Ensuring any given area is well on the path to health before moving my focus. I try not to push risks onto teams that are functioning well. You do need to delegate some risks, but generally I think it’s best to only delegate solvable risk. If something simply isn’t likely to go well, I think it’s best to hold the bag yourself. You may be the best suited to manage the risk, but you’re almost certainly the best positioned to take responsibility. As an organizational leader, you’ll always have a portfolio of risk, and you’ll always be doing very badly at some things that are important to you. That’s not only okay, it’s unavoidable.

More than anything, we have lost the cultural customs and traditions that bring extended families together, linking adults and children in caring relationships, that give the adult friends of parents a place in their children's lives. It is the role of culture to cultivate connections between the dependent and the dependable and to prevent attachment voids from occurring. Among the many reasons that culture is failing us, two bear mentioning. The first is the jarringly rapid rate of change in twentieth-century industrial societies. It requires time to develop customs and traditions that serve attachment needs, hundreds of years to create a working culture that serves a particular social and geographical environment. Our society has been changing much too rapidly for culture to evolve accordingly. There is now more change in a decade than previously in a century. When circumstances change more quickly than our culture can adapt to, customs and traditions disintegrate. It is not surprising that today's culture is failing its traditional function of supporting adult-child attachments. Part of the rapid change has been the electronic transmission of culture, allowing commercially blended and packaged culture to be broadcast into our homes and into the very minds of our children. Instant culture has replaced what used to be passed down through custom and tradition and from one generation to another. “Almost every day I find myself fighting the bubble-gum culture my children are exposed to,” said a frustrated father interviewed for this book. Not only is the content often alien to the culture of the parents but the process of transmission has taken grandparents out of the loop and made them seem sadly out of touch. Games, too, have become electronic. They have always been an instrument of culture to connect people to people, especially children to adults. Now games have become a solitary activity, watched in parallel on television sports-casts or engaged in in isolation on the computer. The most significant change in recent times has been the technology of communication — first the phone and then the Internet through e-mail and instant messaging. We are enamored of communication technology without being aware that one of its primary functions is to facilitate attachments. We have unwittingly put it into the hands of children who, of course, are using it to connect with their peers. Because of their strong attachment needs, the contact is highly addictive, often becoming a major preoccupation. Our culture has not been able to evolve the customs and traditions to contain this development, and so again we are all left to our own devices. This wonderful new technology would be a powerfully positive instrument if used to facilitate child-adult connections — as it does, for example, when it enables easy communication between students living away from home, and their parents. Left unchecked, it promotes peer orientation.

The bad news is, everyone looks great on paper and in interviews, but everyone also looks exactly the same. People have figured out how to present themselves as competent, qualified managers who won’t make waves and who won’t make mistakes—but nobody is able to say, “I’ve got ideas that are really new and different!” People are afraid to present themselves as innovators, and consequently innovation itself has become a lost art. This is a problem for American business. But it’s also a golden opportunity for anyone who values originality and knows how to put it to work. You can instantly set yourself apart from the crowd by focusing on what you’ll do right instead of what you won’t do wrong. To do that, you’ll need insight about your strengths and weaknesses, and intelligence about how to maximize your contribution. But most of all you’ll need inspiration—the power to create energy and excitement by what you say, how you look, and above all, what you do. Those are some of the topics we’ll be talking about in this chapter. As a first step toward making yourself unforgettable to others, consider how you see yourself in your own eyes. Image is built upon self-perception. If your self-perception is out of sync with the way you want to be perceived, you will have a hard time making a positive impression—especially if you’re not even fully aware of the problem. This happens to many people. For some reason, we tend to think less of ourselves than we’d like. We also tend to have a lower opinion of ourselves than other people have of us. It

Still others assert that they have grown enormously as a result of their traumatic experience, discovering a maturity and strength of character that they didn’t know they had—for example, reporting having found “a growth and a freedom to…give fuller expression to my feelings or to assert myself.” A new and more positive perspective is a common theme among those enduring traumas or loss, a renewed appreciation of the preciousness of life and a sense that one must live more fully in the present. For example, one bereaved person rediscovered that “having your health and living life to the fullest is a real blessing. I appreciate my family, friends, nature, life in general. I see a goodness in people.”12 A woman survivor of a traumatic plane crash described her experience afterward: “When I got home, the sky was brighter. I paid attention to the texture of sidewalks. It was like being in a movie.”13 Construing benefit in negative events can influence your physical health as well as your happiness, a remarkable demonstration of the power of mind over body. For example, in one study researchers interviewed men who had had heart attacks between the ages of thirty and sixty.14 Those who perceived benefits in the event seven weeks after it happened—for example, believing that they had grown and matured as a result, or revalued home life, or resolved to create less hectic schedules for themselves—were less likely to have recurrences and more likely to be healthy eight years later. In contrast, those who blamed their heart attacks on other people or on their own emotions (e.g., having been too stressed) were now in poorer health.

Suppose that you need to hire a sales representative for your firm. If you are serious about hiring the best possible person for the job, this is what you should do. First, select a few traits that are prerequisites for success in this position (technical proficiency, engaging personality, reliability, and so on). Don’t overdo it—six dimensions is a good number. The traits you choose should be as independent as possible from each other, and you should feel that you can assess them reliably by asking a few factual questions. Next, make a list of those questions for each trait and think about how you will score it, say on a 1–5 scale. You should have an idea of what you will call “very weak” or “very strong.” These preparations should take you half an hour or so, a small investment that can make a significant difference in the quality of the people you hire. To avoid halo effects, you must collect the information on one trait at a time, scoring each before you move on to the next one. Do not skip around. To evaluate each candidate, add up the six scores. Because you are in charge of the final decision, you should not do a “close your eyes.” Firmly resolve that you will hire the candidate whose final score is the highest, even if there is another one whom you like better—try to resist your wish to invent broken legs to change the ranking. A vast amount of research offers a promise: you are much more likely to find the best candidate if you use this procedure than if you do what people normally do in such situations, which is to go into the interview unprepared and to make choices by an overall intuitive judgment such as “I looked into his eyes and liked what I saw.

Betsy didn’t want to be at the party any more than Cole did. She’d met the birthday girl in a spin class a couple of years earlier and had been declining her Evites ever since. In an effort to meet new people, however, this time Betsy replied “Yes.” She took a cab to the party, wondering why she was going at all. When Betsy met Cole there was a spark, but she was ambivalent. Cole was clearly smart and well educated, but he didn’t seem to be doing much about it. They had some nice dates, which seemed promising. Then, after sleeping over one night and watching Cole wake up at eleven a.m. and grab his skateboard, Betsy felt less bullish. She didn’t want to help another boyfriend grow up. What Betsy didn’t know was that, ever since he’d started spending time with her, Cole had regained some of his old drive. He saw the way she wanted to work on her sculptures even on the weekend, how she and her friends loved to get together to talk about their projects and their plans. As a result, Cole started to think more aspirationally. He eyed a posting for a good tech job at a high-profile start-up, but he felt his résumé was now too shabby to apply. As luck would have it—and it is often luck—Cole remembered that an old friend from high school, someone he bumped into about once every year or two, worked at the start-up. He got in touch, and this friend put in a good word to HR. After a handful of interviews with different people in the company, Cole was offered the position. The hiring manager told Cole he had been chosen for three reasons: His engineering degree suggested he knew how to work hard on technical projects, his personality seemed like a good fit for the team, and the twentysomething who vouched for him was well liked in the company. The rest, the manager said, Cole could learn on the job. This one break radically altered Cole’s career path. He learned software development at a dot-com on the leading edge. A few years later, he moved over and up as a director of development at another start-up because, by then, the identity capital he’d gained could speak for itself. Nearly ten years later, Cole and Betsy are married. She runs a gallery co-op. He’s a CIO. They have a happy life and gladly give much of the credit to Cole’s friend from high school and to the woman with the Evites.

The biology of potential illness arises early in life. The brain’s stress-response mechanisms are programmed by experiences beginning in infancy, and so are the implicit, unconscious memories that govern our attitudes and behaviours toward ourselves, others and the world. Cancer, multiple sclerosis, rheumatoid arthritis and the other conditions we examined are not abrupt new developments in adult life, but culminations of lifelong processes. The human interactions and biological imprinting that shaped these processes took place in periods of our life for which we may have no conscious recall. Emotionally unsatisfying child-parent interaction is a theme running through the one hundred or so detailed interviews I conducted for this book. These patients suffer from a broadly disparate range of illnesses, but the common threads in their stories are early loss or early relationships that were profoundly unfulfilling emotionally. Early childhood emotional deprivation in the histories of adults with serious illness is also verified by an impressive number of investigations reported in the medical and psychological literature. In an Italian study, women with genital cancers were reported to have felt less close to their parents than healthy controls. They were also less demonstrative emotionally. A large European study compared 357 cancer patients with 330 controls. The women with cancer were much less likely than controls to recall their childhood homes with positive feelings. As many as 40 per cent of cancer patients had suffered the death of a parent before the age of seventeen—a ratio of parental loss two and a half times as great as had been suffered by the controls. The thirty-year follow-up of Johns Hopkins medical students was previously quoted. Those graduates whose initial interviews in medical school had revealed lower than normal childhood closeness with their parents were particularly at risk. By midlife they were more likely to commit suicide or develop mental illness, or to suffer from high blood pressure, coronary heart disease or cancer. In a similar study, Harvard undergraduates were interviewed about their perception of parental caring. Thirty-five years later these subjects’ health status was reviewed. By midlife only a quarter of the students who had reported highly positive perceptions of parental caring were sick. By comparison, almost 90 per cent of those who regarded their parental emotional nurturing negatively were ill. “Simple and straightforward ratings of feelings of being loved are significantly related to health status,” the researchers concluded.

In a Harvard Business Review article titled “Do Women Lack Ambition?” Anna Fels, a psychiatrist at Cornell University, observes that when the dozens of successful women she interviewed told their own stories, “they refused to claim a central, purposeful place.” Were Dr. Fels to interview you, how would you tell your story? Are you using language that suggests you’re the supporting actress in your own life? For instance, when someone offers words of appreciation about a dinner you’ve prepared, a class you’ve taught, or an event you organized and brilliantly executed, do you gracefully reply “Thank you” or do you say, “It was nothing”? As Fels tried to understand why women refuse to be the heroes of their own stories, she encountered the Bem Sex-Role Inventory, which confirms that society considers a woman to be feminine only within the context of a relationship and when she is giving something to someone. It’s no wonder that a “feminine” woman finds it difficult to get in the game and demand support to pursue her goals. It also explains why she feels selfish when she doesn’t subordinate her needs to others. A successful female CEO recently needed my help. It was mostly business-related but also partly for her. As she started to ask for my assistance, I sensed how difficult it was for her. Advocate on her organization’s behalf? Piece of cake. That’s one of the reasons her business has been successful. But advocate on her own behalf? I’ll confess that even among my closest friends I find it painful to say, “Look what I did,” and so I don’t do it very often. If you want to see just how masterful most women have become at deflecting, the next time you’re with a group of girlfriends, ask them about something they (not their husband or children) have done well in the past year. Chances are good that each woman will quickly and deftly redirect the conversation far, far away from herself. “A key type of discrimination that women face is the expectation that feminine women will forfeit opportunities for recognition,” says Fels. “When women do speak as much as men in a work situation or compete for high-visibility positions, their femininity is assailed.” My point here isn’t to say that relatedness and nurturing and picking up our pom-poms to cheer others on is unimportant. Those qualities are often innate to women. If we set these “feminine” qualities aside or neglect them, we will have lost an irreplaceable piece of ourselves. But to truly grow up, we must learn to throw down our pom-poms, believing we can act and that what we have to offer is a valuable part of who we are. When we recognize this, we give ourselves permission to dream and to encourage the girls and women

Robert Askins Brings ‘Hand to God’ to Broadway Chad Batka for The New York Times Robert Askins at the Booth Theater, where his play “Hand to God” opens on Tuesday. By MICHAEL PAULSON The conceit is zany: In a church basement, a group of adolescents gathers (mostly at the insistence of their parents) to make puppets that will spread the Christian message, but one of the puppets turns out to be more demonic than divine. The result — a dark comedy with the can-puppets-really-do-that raunchiness of “Avenue Q” and can-people-really-say-that outrageousness of “The Book of Mormon” — is “Hand to God,” a new play that is among the more improbable entrants in the packed competition for Broadway audiences over the next few weeks. Given the irreverence of some of the material — at one point stuffed animals are mutilated in ways that replicate the torments of Catholic martyrs — it is perhaps not a surprise to discover that the play’s author, Robert Askins, was nicknamed “Dirty Rob” as an undergraduate at Baylor, a Baptist-affiliated university where the sexual explicitness and violence of his early scripts raised eyebrows. But Mr. Askins had also been a lone male soloist in the children’s choir at St. John Lutheran of Cypress, Tex. — a child who discovered early that singing was a way to make the stern church ladies smile. His earliest performances were in a deeply religious world, and his writings since then have been a complex reaction to that upbringing. “It’s kind of frustrating in life to be like, ‘I’m a playwright,’ and watch people’s face fall, because they associate plays with phenomenally dull, didactic, poetic grad-schoolery, where everything takes too long and tediously explores the beauty in ourselves,” he said in a recent interview. “It’s not church, even though it feels like church a lot when we go these days.” The journey to Broadway, where “Hand to God” opens on Tuesday at the Booth Theater, still seems unlikely to Mr. Askins, 34, who works as a bartender in Brooklyn and says he can’t afford to see Broadway shows, despite his newfound prominence. He seems simultaneously enthralled by and contemptuous of contemporary theater, the world in which he has chosen to make his life; during a walk from the Cobble Hill coffee shop where he sometimes writes to the Park Slope restaurant where he tends bar, he quoted Nietzsche and Derrida, described himself as “deeply weird,” and swore like, well, a satanic sock-puppet. “If there were no laughs in the show, I’d think there was something wrong with him,” said the actor Steven Boyer, who won raves in earlier “Hand to God” productions as Jason, a grief-stricken adolescent with a meek demeanor and an angry-puppet pal. “But anybody who is able to write about such serious stuff and be as hilarious as it is, I’m not worried about their mental health.” Mr. Askins’s interest in the performing arts began when he was a boy attending rural Texas churches affiliated with the conservative Lutheran Church-Missouri Synod denomination; he recalls the worshipers as “deeply conservative, old farm folks, stone-faced, pride and suffering, and the only time anybody ever really livened up was when the children’s choir would perform.” “My grandmother had a cross-stitch that said, ‘God respects me when I work, but he loves me when I sing,’ and so I got into that,” he said. “For somebody who enjoys performance, that was the way in.” The church also had a puppet ministry — an effort to teach children about the Bible by use of puppets — and when Mr. Askins’s mother, a nurse, began running the program, he enlisted to help. He would perform shows for other children at preschools and vacation Bible camps. “The shows are wacky, but it was fun,” he said. “They’re badly written attempts to bring children to Jesus.” Not all of his formative encounters with puppets were positive. Particularly scarring: D

Adventists urged to study women’s ordination for themselves Adventist Church President Ted N. C. Wilson appealed to members to study the Bible regarding the theology of ordination as the Church continues to examine the matter at Annual Council next month and at General Conference Session next year. Above, Wilson delivers the Sabbath sermon at Annual Council last year. [ANN file photo] President Wilson and TOSC chair Stele also ask for prayers for Holy Spirit to guide proceedings September 24, 2014 | Silver Spring, Maryland, United States | Andrew McChesney/Adventist Review Ted N. C. Wilson, president of the Seventh-day Adventist Church, appealed to church members worldwide to earnestly read what the Bible says about women’s ordination and to pray that he and other church leaders humbly follow the Holy Spirit’s guidance on the matter. Church members wishing to understand what the Bible teaches on women’s ordination have no reason to worry about where to start, said Artur A. Stele, who oversaw an unprecedented, two-year study on women’s ordination as chair of the church-commissioned Theology of Ordination Study Committee. Stele, who echoed Wilson’s call for church members to read the Bible and pray on the issue, recommended reading the study’s three brief “Way Forward Statements,” which cite Bible texts and Adventist Church co-founder Ellen G. White to support each of the three positions on women’s ordination that emerged during the committee’s research. The results of the study will be discussed in October at the Annual Council, a major business meeting of church leaders. The Annual Council will then decide whether to ask the nearly 2,600 delegates of the world church to make a final call on women’s ordination in a vote at the General Conference Session next July. Wilson, speaking in an interview, urged each of the church’s 18 million members to prayerfully read the study materials, available on the website of the church’s Office of Archives, Statistics, and Research. "Look to see how the papers and presentations were based on an understanding of a clear reading of Scripture,” Wilson said in his office at General Conference headquarters in Silver Spring, Maryland. “The Spirit of Prophecy tells us that we are to take the Bible just as it reads,” he said. “And I would encourage each church member, and certainly each representative at the Annual Council and those who will be delegates to the General Conference Session, to prayerfully review those presentations and then ask the Holy Spirit to help them know God’s will.” The Spirit of Prophecy refers to the writings of White, who among her statements on how to read the Bible wrote in The Great Controversy (p. 598), “The language of the Bible should be explained according to its obvious meaning, unless a symbol or figure is employed.” “We don’t have the luxury of having the Urim and the Thummim,” Wilson said, in a nod to the stones that the Israelite high priest used in Old Testament times to learn God’s will. “Nor do we have a living prophet with us. So we must rely upon the Holy Spirit’s leading in our own Bible study as we review the plain teachings of Scripture.” He said world church leadership was committed to “a very open, fair, and careful process” on the issue of women’s ordination. Wilson added that the crucial question facing the church wasn’t whether women should be ordained but whether church members who disagreed with the final decision on ordination, whatever it might be, would be willing to set aside their differences to focus on the church’s 151-year mission: proclaiming Revelation 14 and the three angels’ messages that Jesus is coming soon. 3 Views on Women’s Ordination In an effort to better understand the Bible’s teaching on ordination, the church established the Theology of Ordination Study Committee, a group of 106 members commonly referred to by church leaders as TOSC. It was not organized

Selling is crucial to your success because without the sale, you do not make any money. The great thing about writing a book to position yourself is that the book does a lot of the selling for you. People read the book and come to you for more answers. If you have products created to match the theme of your book, your platform (website) will do the selling for you. Automate as much of the process as you can with opt-in boxes, video sales landing pages and special offers. Make it as easy as you can for your fans and followers. Once your products are created, simply write about them, talk about them, and create articles from the content and say, “Yes” to interviews. The buzz created will point people back to your site where your automatic sales team is ready to take orders 24 hours a day.

The final option to have your book completed is to hire a ghost writer. The challenge with this option is that it is important to note that your voice IS an integral part of your branding. When you hire someone else, what your readers will ultimately get is their voice. When they see you later at your website or on your social media, your voice will not be the same. This will trigger a feeling of inconsistency when relationships need to be built upon trust and authenticity. Your audience will eventually come to think you are not the “real deal” and will find another to replace you. Finally, your book is a springboard and launching pad to greater things such as speaking, interviews, a product line, etc. Will your ghost writer be available for all of that as well? How will you be able to “ghost write” your way through an interview? Hence the reason I stress speaking in your own voice. You may think you are not perfect, but your authenticity will speak in volumes to your followers and they will be customers for life if they see your true being.

The biggest problem in Chinese society is not money, but rather the lack of a developed civil society. Civil society has received a lot of attention in recent years. But in truth, squared off against the overwhelming presence of the state, the positive elements of civil society are completely powerless." [In interview. Pathlight: New Chinese Writing (Summer 2013)]