Previous Workplace Quotes

The first time I heard Robert Anda present the results of the ACE study, he could not hold back his tears. In his career at the CDC he had previously worked in several major risk areas, including tobacco research and cardiovascular health. But when the ACE study data started to appear on his computer screen, he realized that they had stumbled upon the gravest and most costly public health issue in the United States: child abuse. He had calculated that its overall costs exceeded those of cancer or heart disease and that eradicating child abuse in America would reduce the overall rate of depression by more than half, alcoholism by two-thirds, and suicide, IV drug use, and domestic violence by three-quarters. 20 It would also have a dramatic effect on workplace performance and vastly decrease the need for incarceration.

I’d met Madison, as I’ve already mentioned, two months earlier, in Budapest. I’d been at a conference. She’d been there with some girlfriends. We’d got talking in the hotel bar. An anthropologist, she’d said; that’s … exotic. Not at all, I’d replied; I work for an incorporated business, in a basement. Yes, she said, but … But what? I asked. Dances, and masks, and feathers, she eventually responded: that’s the essence of your work, isn’t it? I mean, even if you’re writing a report on workplace etiquette, or how to motivate employees or whatever, you’re seeing it all through a lens of rituals, and rites, and stuff. It must make the everyday all primitive and strange—no? I saw what she was getting at; but she was wrong. For anthropologists, even the exotic’s not exotic, let alone the everyday. In his key volume Tristes Tropiques, Claude Lévi-Strauss, the twentieth century’s most brilliant ethnographer, describes pacing the streets, all draped with new electric cable, of Lahore’s Old Town sometime in the nineteen-fifties, trying to piece together, long after the event, a vanished purity—of local colour, texture, custom, life in general—from nothing but leftovers and debris. He goes on to describe being struck by the same impression when he lived among the Amazonian Nambikwara tribe: the sense of having come “too late”—although he knows, from having read a previous account of life among the Nambikwara, that the anthropologist (that account’s author) who came here fifty years earlier, before the rubber-traders and the telegraph, was struck by that impression also; and knows as well that the anthropologist who, inspired by the account that Lévi-Strauss will himself write of this trip, shall come back in fifty more will be struck by it too, and wish—if only!—that he could have been here fifty years ago (that is, now, or, rather, then) to see what he, Lévi-Strauss, saw, or failed to see. This leads him to identify a “double-bind” to which all anthropologists, and anthropology itself, are, by their very nature, prey: the “purity” they crave is no more than a state in which all frames of comprehension, of interpretation and analysis, are lacking; once these are brought to bear, the mystery that drew the anthropologist towards his subject in the first place vanishes. I explained this to her; and she seemed, despite the fact that she was drunk, to understand what I was saying. Wow, she murmured; that’s kind of fucked. 2.8 When I arrived at Madison’s, we had sex. Afterwards,

Performance measure. Throughout this book, the term performance measure refers to an indicator used by management to measure, report, and improve performance. Performance measures are classed as key result indicators, result indicators, performance indicators, or key performance indicators. Critical success factors (CSFs). CSFs are the list of issues or aspects of organizational performance that determine ongoing health, vitality, and wellbeing. Normally there are between five and eight CSFs in any organization. Success factors. A list of 30 or so issues or aspects of organizational performance that management knows are important in order to perform well in any given sector/ industry. Some of these success factors are much more important; these are known as critical success factors. Balanced scorecard. A term first introduced by Kaplan and Norton describing how you need to measure performance in a more holistic way. You need to see an organization’s performance in a number of different perspectives. For the purposes of this book, there are six perspectives in a balanced scorecard (see Exhibit 1.7). Oracles and young guns. In an organization, oracles are those gray-haired individuals who have seen it all before. They are often considered to be slow, ponderous, and, quite frankly, a nuisance by the new management. Often they are retired early or made redundant only to be rehired as contractors at twice their previous salary when management realizes they have lost too much institutional knowledge. Their considered pace is often a reflection that they can see that an exercise is futile because it has failed twice before. The young guns are fearless and precocious leaders of the future who are not afraid to go where angels fear to tread. These staff members have not yet achieved management positions. The mixing of the oracles and young guns during a KPI project benefits both parties and the organization. The young guns learn much and the oracles rediscover their energy being around these live wires. Empowerment. For the purposes of this book, empowerment is an outcome of a process that matches competencies, skills, and motivations with the required level of autonomy and responsibility in the workplace. Senior management team (SMT). The team comprised of the CEO and all direct reports. Better practice. The efficient and effective way management and staff undertake business activities in all key processes: leadership, planning, customers, suppliers, community relations, production and supply of products and services, employee wellbeing, and so forth. Best practice. A commonly misused term, especially because what is best practice for one organization may not be best practice for another, albeit they are in the same sector. Best practice is where better practices, when effectively linked together, lead to sustainable world-class outcomes in quality, customer service, flexibility, timeliness, innovation, cost, and competitiveness. Best-practice organizations commonly use the latest time-saving technologies, always focus on the 80/20, are members of quality management and continuous improvement professional bodies, and utilize benchmarking. Exhibit 1.10 shows the contents of the toolkit used by best-practice organizations to achieve world-class performance. EXHIBIT 1.10 Best-Practice Toolkit Benchmarking. An ongoing, systematic process to search for international better practices, compare against them, and then introduce them, modified where necessary, into your organization. Benchmarking may be focused on products, services, business practices, and processes of recognized leading organizations.

The first time I heard Robert Anda present the results of the ACE study, he could not hold back his tears. In his career at the CDC he had previously worked in several major risk areas, including tobacco research and cardiovascular health. But when the ACE study data started to appear on his computer screen, he realized that they had stumbled upon the gravest and most costly public health issue in the United States: child abuse. He had calculated that its overall costs exceeded those of cancer or heart disease and that eradicating child abuse in America would reduce the overall rate of depression by more than half, alcoholism by two-thirds, and suicide, IV drug use, and domestic violence by three-quarters. It would also have a dramatic effect on workplace performance and vastly decrease the need for incarceration.

In other fields too, female ambition had become the norm. By 1988, over 90% of East German women fought their own battles in the workplace. The GDR had reached the highest rate of female employment in the world as women entered every last bastion of previously exclusively male domains.

What you haven’t been addressing, you’ve been allowing. Having company values written on an office wall that you don’t actively Revisit doesn’t activate accountability. We can only productively hold people accountable for contributing to a specific result with a previously asked and agreed upon expectation paired with active Revisiting.

Each study has concluded the same thing: almost all of our jobs will overlap with the capabilities of AI. As I’ve alluded to previously, the shape of this AI revolution in the workplace looks very different from every previous automation revolution, which typically started with the most repetitive and dangerous jobs. Research by economists Ed Felten, Manav Raj, and Rob Seamans concluded that AI overlaps most with the most highly compensated, highly creative, and highly educated work. College professors make up most of the top 20 jobs that overlap with AI (business school professor is number 22 on the list ). But the job with the highest overlap is actually telemarketer. Robocalls are going to be a lot more convincing, and a lot less robotic, soon. Only 36 job categories out of 1,016 had no overlap with AI. Those few jobs included dancers and athletes, as well as pile driver operators, roofers, and motorcycle mechanics (though I spoke to a roofer, and they were planning on using AI to help with marketing and customer service, so maybe 35 jobs). You will notice that these are highly physical jobs, ones in which the ability to move in space is critical. It highlights the fact that AI, for now at least, is disembodied. The boom in artificial intelligence is happening much faster than the evolution of practical robots, but that may change soon. Many researchers are trying to solve long-standing problems in robotics with Large Language Models, and there are some early signs that this might work, as LLMs make it easier to program robots that can really learn from the world around them.

A University of California–Irvine study found that when we’re distracted from an activity in which we are fully immersed, it takes us an average of more than twenty minutes just to regain our previous momentum.

If she had, instead, assumed that her colleague was being curious, possibly wanting to know what he needed to do to be selected for similar roles in the future, then she may have felt willing to mention the 2 previous projects she had co-facilitated and how her research was related to the focus on this team’s goals.

Doing this calculation showed that the United States experiences about fifty-nine thousand excess deaths and about $63 billion in incremental costs annually compared to what would be predicted given its per capita income level. Considering the total toll we previously estimated (of about 120,000 excess deaths and $180 billion in costs), our analyses indicate that about half of the deaths and about a third of the incremental costs from workplace conditions appear to be potentially preventable if the United States were more similar to other advanced industrialized economies.

MAKING THE CALL Suppose you had a successful social encounter at a party. Last night went fine. But now you sit by the phone, the person’s phone number in hand, afraid to make that call you know you want to make. Maybe the person doesn’t really want you to call. (Then why did she give you her phone number?) Maybe she’s changed her mind. (There’s only one way to find out!) If you have a problem following up, you need to internalize this self-coaching advice: Dread, then do. If you feel anxious, use relaxation techniques to ready yourself to make the call. Then make it. No matter what, you will feel relieved and even proud of yourself once you’ve done it. Appropriate follow-up is crucial; otherwise, all the groundwork you’ve laid in your initial conversation will go to waste. When you call someone on the phone, remember all the skills you’ve practiced so far. And be sure to call when you say you are going to call. Imagine how you’d feel if someone whose company you’d enjoyed promised to call you on Tuesday and the call didn’t come until Friday, if at all. And finally, remember to ask about things the person told you in previous conversation. This is your chance to broaden your new friendship, so make plans and follow through on them soon. (Remember: friendship first. It’s okay, especially at this stage, for a woman to initiate a social engagement with a man, whether it leads to romance or not). If you would like to follow up with someone in your company or outside it who could become a valuable part of your career network, the procedure is much the same. Stay in touch in whatever ways are appropriate for your workplace. A clipping of a work-related article with a simple note—“Bill: Thought this would interest you,” and your name—lets the person know you appreciated his knowledge and insight. If you like, you could follow up on an outside contact with a brief note saying you enjoyed meeting the person, and then call later, perhaps with an invitation for a business lunch or a lecture. Developing contacts inside your workplace and beyond could help you build job opportunities. And feeling connected to the business community in which you work can be fulfilling too. People may soon want to begin networking with you!

Appearance Like it or not, appearance counts, especially in the workplace. Dressing appropriately and professionally is a minimum requirement when applying for a job. Do whatever you can do to make a favorable impression. Dressing appropriately is a way to say that you care about the interview, that it is important to you, and that you take it seriously. It also says you will make an effort to behave professionally once you are with the company. Keep in mind that you are owed nothing when you go on an interview. But behaving professionally by following appropriate business etiquette will nearly always gain you the courtesy of professional treatment in return. The following ideas will help you be prepared to make the best impression possible. In previous exercises, you have examined your self-image. Now, look at yourself and get feedback from others on your overall appearance. Not only must you look neat and well groomed for a job interview, but your overall image should be appropriate to the job, the company, and the industry you are hoping to enter. You can determine the appropriate image by observing the appearance and attitude of those currently in the area you are looking into. But even where casual attire is appropriate for those already in the workplace, clean, pressed clothes and a neat appearance will be appreciated. One young photographer I know of inquired about the style of dress at the newspaper he was interviewing with; informed that most people wore casual clothes, he chose to do the same. At the interview, the editor gently teased him about wearing jeans (she herself was in khaki pants and a sports shirt). “I guess your suit is at the cleaners,” she said, chuckling. But her point was made. Making the effort shows that you take the interview seriously. Second, you should carry yourself as though you are confident and self-assured. Use self-help techniques such as internal coaching to tell yourself you can do it. Focus on your past successes, and hold your body as if you were unstoppable. Breathe deeply, with an abundance of self-confidence. Your goal is to convey an image of being comfortable with yourself in order to make the other person feel comfortable with you.

Family life, which constitutes the smallest and most basic form of association, has deteriorated markedly since the 1960s with a sharp increase in rates of divorce and single-parent families. Beyond the family, too, there has been a steady breakdown of older communities like neighborhoods, churches, and workplaces. At the same time, there has been a vast increase in the general level of distrust, as measured by the wariness that Americans have for their fellow citizens due to the rise of crime, or in the massive increases in litigation as a means of settling disputes. In recent years the state, often in the guise of the court system, has supported a rapidly expanding set of individual rights that have undermined the ability of larger communities to set standards for the behavior of their members. Thus, the United States today presents a contradictory picture of a society living off a great fund of previously accumulated social capital that gives it a rich and dynamic associational life, while at the same time manifesting extremes of distrust and asocial individualism that tend to isolate and atomize its members. This type of individualism always existed in a potential form, yet through most of America’s existence it had been kept in check by strong communal currents.6

The floods that hit the U.K. in the winter of 2013–2014, for instance, would have been trying for any government: thousands of homes and workplaces were inundated, hundreds of thousands of houses and other buildings lost power, farmland was submerged, several rail lines were down for weeks, all combining to create what one top official called an “almost unparalleled natural disaster.” This as the country was still reeling from a previous devastating storm that had struck just two months before.33

One of the particularly striking things about the middle class proclivity for authenticity is that it significantly blurs the boundaries between public and private life. It involves projecting the internal search for authenticity into ever more public spaces. Almost any aspect of social life, even the most apparently inauthentic, becomes a potential zone for articulating our true self. For instance, employees seek to express and explore their authentic identities in their place of employment (Fleming and Sturdy, 2011). This encourages employees to bring what had previously been considered as private sentiments such as love, desire, and emotions into the workplace (Illouz, 2006; 2008). At the same time, we also witness the extension of the workplace into all aspects of our private lives (see also Fleming and Spicer, 2004). This can mean the number of hours and effort devoted to work time is radically extended. Many of the activities such as socializing, undertaking leisure activities and even romance become implicated with work. As our private life shifts into the public sphere it becomes denuded of intimacy and subjected to forms of cold instrumental calculation. Moreover, our public life becomes increasingly infused with emotive and highly personal expressions that had once been curbed by reason, rationality and due process.

all adults, especially high-achieving ones, are subject to a cognitive bias called naive realism that gives us the experience of “knowing” what's going on.25 As noted in the previous section, we believe we are seeing “reality” – rather than a subjective view of reality. As a result, we often fail to wonder what others are seeing. We fail to be curious. Worse, many leaders, even when they are motivated to ask a question, worry that it will make them look uninformed or weak.

Today the issues most vulnerable to becoming displacements are, first of all, anything related to safety: product safety, traffic safety, bicycle safety, motorboat safety, jet-ski safety, workplace safety, nutritional safety, nuclear power station safety, toxic waste safety, and so on and so on. This focus on safety has become so omnipresent in our chronically anxious civilization that there is real danger we will come to believe that safety is the most important value in life. It is certainly important as a modifier of other initiatives, but if a society is to evolve, or if leaders are to arise, then safety can never be allowed to become more important than adventure. We are on our way to becoming a nation of “skimmers,” living off the risks of previous generations and constantly taking from the top without adding significantly to its essence. Everything we enjoy as part of our advanced civilization, including the discovery, exploration, and development of our country, came about because previous generations made adventure more important than safety.

Men and women face choices and constraints that differ significantly from those faced by their counterparts in previous eras because of the contradiction between the demands of relationships of any kind (family, marriage, motherhood, fatherhood) and the demands of the workplace for mobile, flexible employees. These choices and constraints are responsible for pulling families apart. Rather than being shaped by the rules, traditions, and rituals of previous eras, Beck and Beck-Gernsheim argue that contemporary family units are experiencing a shift from a “community of need,” where ties and obligations bound us in our intimate lives, to “elective affinities” that are based on choice and personal inclination. In spite of these difficult changes, the lure of the romantic narrative remains strong. In an uncertain society, “stripped of its traditions and scarred by all kinds of risk,” as Beck and Beck-Gernsheim put it, love “will become more important than ever and equally impossible.

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In 2017 I became extremely ill with flu-like symptoms and was confined to bed for a week, 2018 was filled with colon issues that resulted in a colonoscopy removing a 5mm polyp from the sigmoid colon. Intestinal pains were a feature of high altitude workplaces and I had previously seen a gastroenterologist in 2006 for extreme intestinal pains that were so severe that I was falling over with them. The removed polyp was causing malnutrition to occur and I had been high dosing with nutritional supplements to offset it. My very high altitude coworker had died from fatal colon cancer.

it seems to have two names, the alternate title for it is, ‘The 20 Habits of Wealthy Traders’]: Wealthy traders are patient with winning trades and are enormously impatient with losing trades. They realize that making money is more important than being right. They look at charts as a picture of where traders are lining up to buy or sell. Before they enter any trade, they know exactly where they will exit for either a gain or a loss. They approach trade number 5 with the same mindset they did on the 4 previous losing trades. They use ‘naked’ charts and focus on zones. They realized a long time ago that being uncomfortable trading is OK. The markets are their workplace. They are a participant, not an onlooker. They stopped trying to pick tops and bottoms. They stopped thinking about the market being ‘cheap’ or ‘expensive.’ They are willing to change sides if the market tells them to do so.

It was impossible for me not to notice that the women's movement in Norway during the 1960s and 1970s took a different, more inclusive course from that taken in the United States during the same period. The main goals of feminist leaders here focused on making it possible (and safer) for women to choose not to be mothers, expanding women's access to higher education and jobs and professions that had previously been closed to them, giving women the means to combat sexual harassment and domestic violence, and creating access to political office. Norway's feminists worked on all of these issues but on another vitally important area as well: They demanded legislation that would significantly benefit Norwegian mothers and babies. Paid maternity leave, onsite nursery care in the workplace, flexible schedules for working women, and parental benefits were all part of the legislative advances made in Norway during the 1960s and 1970s. Architects followed suit by designing shopping malls, airports, and other public areas with comfortable, attractive places for nursing women and their children to use.

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