Promotion In Job Quotes

I'm sure that if woman laid out the rules- requirements- early on, and let her intended know that he could either rise up to those requirements, or just move on. A directive like that signals to a man that you are not a plaything-someone to be used and discarded. It tells him that what you have- your benefits- are special, and that you need time to get to know him and his ways to decide if he DESERVES them. The man who is willing to put in the time and meet the requirments is the one you want to stick around, because tthat guy is making a conscious decision that he, too, has no interest in playing games and will do what it takes to not only stay on the job, but also get promoted and be the proud beneficiary of your benefits. And you, in the meantime, win the ultimate prize of maintaing your dignity and self-esteem, and earning the respect of the man who recognized that you were worth the wait.

I determine to render more and better service, each day, than I am being paid to render. Those that reach the top are the ones who are not content with doing only what is required of them.

Creating a life that reflects your values and satisfies your soul is a rare achievement. In a culture that relentlessly promotes avarice and excess as the good life, a person happy doing his own work is usually considered an eccentric, if not a subversive. Ambition is only understood if it’s to rise to the top of some imaginary ladder of success. Someone who takes an undemanding job because it affords him the time to pursue other interests and activities is considered a flake. A person who abandons a career in order to stay home and raise children is considered not to be living up to his potential — as if a job title and salary are the sole measure of human worth. You’ll be told in a hundred ways, some subtle and some not, to keep climbing, and never be satisfied with where you are, who you are, and what you’re doing. There are a million ways to sell yourself out, and I guarantee you’ll hear about them. To invent your own life’s meaning is not easy, but it’s still allowed, and I think you’ll be happier for the trouble.

If you feel too much, there’s still a place for you here. If you feel too much, don’t go. It this world is too painful, stop and rest. It’s okay to stop and rest. If you need a break, it’s okay to say you need a break. This life –it’s not a contest, not a race, not a performance, not a thing that you win. It’s okay to slow down. You are here for more than grades, more than a job, more than a promotion, more than keeping up, more than getting by.This life is not about status or opinion or appearance. You don’t have to fake it. You do not have to fake it. Other people feel this way too. If your heart is broken, it’s okay to say your heart is broken. If you feel stuck, it’s okay to say you feel stuck. If you can’t let go, it’s okay to say you can’t let go.You are not alone in these places. Other people feel how you feel. You are more than just your pain. You are more than wounds, more than drugs, more than death and silence.There is still some time to be surprised. There is still some time to ask for help. There is still some time to start again. There is still some time for love to find you. It’s not too late. You’re not alone. It’s okay –whatever you need and however long it takes- its okay. It’s okay. If you feel too much, there’s still a place for you here. If you feel too much, don’t go. There is still some time.

If the people cannot trust their government to do the job for which it exists – to protect them and to promote their common welfare – all else is lost.

She raised her eyebrows, looping her hands around his neck and wriggling provocatively. 'Looks like I've just been promoted to Alpha then, huh?' Lucien made a face. 'Well the job is yours if you want it, but I should warn you that the contract is bull crap. I've received none of the perks that were promised.' 'Perks?' 'Oh, you know... a lifetime supply of beer and foot massages, a harem of women to bathe and clothe me etcetera...' She snorted and pulled back from him. 'Harem of women?' He grinned unrepentantly. 'Did I mention my sense of humour is greatly underappreciated?

It is horrible to think that the world could one day be filled with nothing but those little cogs, little men clinging to little jobs and striving towards bigger ones - a state of affairs which is to be seen once more, as in the Egyptian records, playing an ever-increasing part in the spirit of our present administrative system, and especially of its offspring, the students. This passion for bureaucracy ... is enough to drive one to despair. It is as if in politics ... we were deliberately to become men who need "order" and nothing but order, become nervous and cowardly if for one moment this order wavers, and helpless if they are torn away from their total incorporation in it. That the world should know no men but these: it is such an evolution that we are already caught up, and the great question is, therefore, not how we can promote and hasten it, but what can we oppose to this machinery in order to keep a portion of mankind free from this parcelling-out of the soul, from this supreme mastery of the bureaucratic way of life.

I do not write this in a spirit of sourness or personal disappointment of any kind, nor do I have any romantic attachment to suffering as a source of insight or virtue. On the contrary, I would like to see more smiles, more laughter, more hugs, more happiness and, better yet, joy. In my own vision of utopia, there is not only more comfort, and security for everyone — better jobs, health care, and so forth — there are also more parties, festivities, and opportunities for dancing in the streets. Once our basic material needs are met — in my utopia, anyway — life becomes a perpetual celebration in which everyone has a talent to contribute. But we cannot levitate ourselves into that blessed condition by wishing it. We need to brace ourselves for a struggle against terrifying obstacles, both of our own making and imposed by the natural world. And the first step is to recover from the mass delusion that is positive thinking.

So I buried myself under my covers and cried like it was my job and I was hoping for a promotion.

Instead of lauding roles, jobs, positions, and promotions, become an expert in imperfection, disrupting yourself to uncover new bugs, test new ideas, and explore new versions of yourselves and your life.

For those of us who can't be active on the front lines - and this will be most of us - our job is to create a culture that will encourage and promote political resistance. The main tasks will be loyalty and material support.

Confidence gets you off to a fast start. Confidence gets you that first job and maybe the next two promotions. But confidence stops you from learning. Confidence becomes a caricature after a while. I can't tell you how many confident blowhards I've seen in my coaching career who never get better after the age of forty." -- Bill Walsh

Employees hate meetings because they reveal that self-promotion, sycophancy, dissimulation and constantly talking nonsense in a loud confident voice are more impressive than merely being good at the job - and it is depressing to lack these skills but even more depressing to discover one's self using them.

Work provides us with a sense of purpose and can offer instant gratification in the form of praise, raises, and promotions. But the more we tie who we are to what we do, the more we emotionally attach to our jobs.

CALL TO THE WOLFPACK: Believe in yourselves. Stand up and say: GIVE ME THE EFFING BALL. GIVE ME THE EFFING JOB. GIVE ME THE SAME PAY THAT THE GUY NEXT TO ME GETS. GIVE ME THE PROMOTION. GIVE ME THE MICROPHONE. GIVE ME THE OVAL OFFICE. GIVE ME THE RESPECT I DESERVE— AND GIVE IT TO MY WOLFPACK, TOO.

In any career, there is a moment when you are no longer need to be pushed up from below, but rather pulled up from above. Know when that moment comes and adjust your strategy accordingly.

women are most likely to be evaluated based on their contributions, while men are most likely to be evaluated based on their potential—nebulous criteria that can result in a less qualified man getting the job.

It’s April 2006. It’s a Saturday. I’m walking through a market in Seoul, Korea, having a very public screaming match with a young Chinese-Korean woman whom I have recently promoted to Asia-Pacific Regional Manager. Despite the promotion, she is not happy. I think she wants my job. Right now, I’d happily give it to her if it would shut her up and calm me down. If I’d wanted a screaming match, I could have stayed at home; no, correct that, I’ve never had a domestic dispute as loud and unpleasant as this is turning out to be.

The opposite of play is not work—the opposite of play is depression.” He explains, “Respecting our biologically programmed need for play can transform work. It can bring back excitement and newness to our job. Play helps us deal with difficulties, provides a sense of expansiveness, promotes mastery of our craft, and is an essential part of the creative process. Most important, true play that comes from our own inner needs and desires is the only path to finding lasting joy and satisfaction in our work. In the long run, work does not work without play.”2

Phil Needle supposed what he meant was that he wanted to be God, just long enough to find his daughter. It was not a prayer but a promotion. This was why nobody liked God: they wanted his job.

I’m a firm believer that most people who do great things are doing them for the first time. Returning to my theory of hiring, I’d rather have someone all fired up to do something for the first time than someone who’s done it before and isn’t that excited to do it again. You rarely go wrong giving someone who is high potential the shot.

Why did you take this job?” I ask. “It doesn’t make sense. You’re so young—” “It was an honor to be promoted,” she says, but the words have a hollow ring. I can see her drawing back into herself, into her role. “Who did you lose?” I ask. Carmen flashes a smile that is at once dazzling and sad. “I’m a Librarian, Miss Bishop. I’ve lost everyone.

Artists are agents of chaos. It is the artists job to encourage entropy, to promote chaos. Idols must be killed, icons crushed, beliefs shattered. It is the artists job to encourage legitimate, unadulterated, raw thought and emotion. Art that does nothing new, that simply fills an established role, is not art. It is a product. A stale, stagnant product of a disgustingly mundane process that has been done so much it is assumed mandatory. Little different than feces. The last thing the world needs is to get shittier.

People who do “lowly” jobs with love and energy find themselves being promoted and offered other “better” jobs very quickly. Because they understand what Robert Frost meant when he said, “The way out is through.

Then, in the 1980's, came the paroxysm of downsizing, and the very nature of the corporation was thrown into doubt. In what began almost as a fad and quickly matured into an unshakable habit, companies were 'restructuring,' 'reengineering,' and generally cutting as many jobs as possible, white collar as well as blue . . . The New York Times captured the new corporate order succintly in 1987, reporting that it 'eschews loyalty to workers, products, corporate structures, businesses, factories, communities, even the nation. All such allegiances are viewed as expendable under the new rules. With survival at stake, only market leadership, strong profits and a high stock price can be allowed to matter'.

Over the years, I’ve hired and promoted a lot of young women and young men. Much of the time, this is how it went: ME: I’d like you to take on a bigger role. YOUNG MAN: I’m thrilled. I’ll do a great job. I won’t let you down. YOUNG WOMAN: Are you sure I’m ready? I’m not sure. Maybe in a year? These reactions aren’t innate. Men aren’t naturally more confident than women. We tell them to believe in themselves, and we tell women to doubt themselves. We tell them this in a million ways, starting when they’re young. We’ve got to do better. Every single one of us. What would happen if one woman told the truth about her life?

Antidemocracy, executive predominance, and elite rule are basic elements of inverted totalitarianism. Antidemocracy does not take the form of overt attacks upon the idea of government by the people. Instead, politically it means encouraging what I have earlier dubbed “civic demobilization,” conditioning an electorate to being aroused for a brief spell, controlling its attention span, and then encouraging distraction or apathy. The intense pace of work and the extended working day, combined with job insecurity, is a formula for political demobilization, for privatizing the citizenry. It works indirectly. Citizens are encouraged to distrust their government and politicians; to concentrate upon their own interests; to begrudge their taxes; and to exchange active involvement for symbolic gratifications of patriotism, collective self-righteousness, and military prowess. Above all, depoliticization is promoted through society’s being enveloped in an atmosphere of collective fear and of individual powerlessness: fear of terrorists, loss of jobs, the uncertainties of pension plans, soaring health costs, and rising educational expenses.

This last is important. Even in corporate environments, it is very difficult to remove an underling for incompetence if that underling has seniority and a long history of good performance reviews. As in government bureaucracies, the easiest way to deal with such people is often to “kick them upstairs”: promote them to a higher post, where they become somebody else’s problem.

When you make a mistake or otherwise find yourself behaving like a human, the best practice is to leave it at the stream. Don’t carry it around like that angry monk who kept obsessing about the other monk’s behavior. Just lay that burden down and let it go.

But the survey also indicated that men tended to place greater value on attaining a high position and earning a high salary, whereas women placed a higher value on the actual experience of work.

The old saying has it that when we promote our best salesman and make him a manager, we ruin a good salesman and get a bad manager. But if we think about it, we see we have no choice but to promote the good salesman. Should our worst salesman get the job? When we promote our best, we are saying to our subordinates that performance is what counts.

Our struggle today is not to have a female Einstein get appointed as an assistant professor. It is for a woman schlemiel to get as quickly promoted as a male schlemiel. We are coming down from our pedestal and up from the laundry room. We want an equal share in government and we mean to get it. The test for whether or not you can hold a job should not be the arrangement of your chromosomes. They used to give us a day--it was called International Women's Day. In 1975 they gave us a year, the Year of the Woman. Then from 1975 to 1985 they gave us a decade, the Decade of the Woman. I said at the time, who knows, if we behave they may let us into the whole thing. Well, we didn't behave and here we are.

Prioritizing friendship is sometimes tricky; society often indicates to women that it’s not on the same level as the other relationships in our lives, such as the ones with our romantic partners, our children, or even our jobs. Devoting ourselves to finding spouses, caring for children, or snagging a promotion is acceptable, productive behavior. Spending time strengthening our friendships, on the other hand, is seen more like a diversion.

Earth society has programmed us to keep our heads down and remain as these mindless drones. Everyone tells us we all have to follow the same blueprint: You gotta go to school. Graduate. Go to college, if you want the best job. Get married. Make babies. Work some more, get promoted. Then you retire. We want, and want, and want, and then we die. Then people say, Oh, what a great life that person led. But that's not living. It's just a way to exist.

Succeed at home first. Seek and merit divine help. Never compromise with honesty. Remember the people involved. Hear both sides before judging. Obtain counsel of others. Defend those who are absent. Be sincere yet decisive. Develop one new proficiency a year. Plan tomorrow’s work today. Hustle while you wait. Maintain a positive attitude. Keep a sense of humor. Be orderly in person and in work. Do not fear mistakes—fear only the absence of creative, constructive, and corrective responses to those mistakes. Facilitate the success of subordinates. Listen twice as much as you speak. Concentrate all abilities and efforts on the task at hand, not worrying about the next job or promotion.

Disclosing my real thoughts and feelings is risky. Disclosing what I really think and feel frees up energy and expands possibilities. Most people can’t handle the truth, so it’s better not to say anything. Though I have trouble handling the truth sometimes, I’ll keep telling it and inviting it from others. It’s important that I convince others that my point of view is correct. Exploring multiple points of view will lead to better decisions. I will gain approval and promotions by exchanging my personal identity for my organization’s identity. My personal identity will be expanded as my colleagues and I exchange diverse points of view. Reality can’t be changed. There’s no point in fighting it. Perhaps we can change reality with thoughtful conversations. As an expert, my job is to dispense advice. My job is to involve people in the problems and strategies affecting them. I’ll keep my mouth shut; this is a job for the experts. My point of view is as valid as anyone else’s. I need to ignore what I’m feeling in my gut; just put my head down and do my job. I know what I know, and what I know, I need to act on. Let’s

The flip side of positivity is thus a harsh insistence on personal responsibility: if your business fails or your job is eliminated, it must because you didn’t try hard enough, didn’t believe firmly enough in the inevitability of your success.

If I’d had a career, I could change jobs, apply for a promotion, do something. If I’d stayed in New York, I could have had it all, couldn’t I? But I am a Japanese Housewife, a proper, old-school job for life, and you only get to choose your colleague once.

Devereaux is going with our pitch.” “Hey, that’s just great,” I said superperkily. “Wendell’s or mine?” “Yours.” “But you want to fire me. So fire me.” “We can’t fire you. They loved you. The head guy, Leonard Daly, thought you were, I quote, ‘a great kid, very courageous’ and a natural to do a whispering campaign. He said you had believability.” “That’s too bad.” “Why? You’re not quitting!” I thought about it. “Not if you don’t want me to. Do you?” Go on, say it. 298 ♥elavanilla♥ “No.” “No what?” “No, we don’t want you to quit.” “Ten grand more, two assistants, and charcoal suits. Take it or leave it.” Ariella swallowed. “Okay to the money, okay to the assistants, but I can’t green-light charcoal suits. Formula Twelve is Brazilian, we need carnival colors.” “Charcoal suits or I’m gone.” “Orange.” “Charcoal.” “Orange.” “Charcoal.” “Okay, charcoal.” It was an interesting lesson in power. The only time you truly have it is when you genuinely don’t care whether you have it or not. “Right,” I said. “I’m giving myself the rest of the day off.

Breaking through the glass ceiling is only possible if you are stronger than glass.

As the neural grooves of self-blame and regret get established, rumination becomes your default mode.

A range of studies confirms the truth of a common female perception: that men often have trouble hearing women when they speak. A typical example occurs in meetings where there are very few women present—or even only one, that one being you. You make a point or an observation during a discussion. No one comments or appears to notice. Other participants carry on with the conversation.

On Gortician, a promotion was survival. Firings were literal. You were incinerated, and your successor’s first job was sweeping your ashes up for Ned’s Atomic Dustbin, Gortician’s recycle center.

I don’t understand. She’s always been so friendly toward me.” “Yes, so long as your work consisted of updating calendars and photocopying golf club bylaws.” “But there was no danger of my taking her place!” “She was never afraid of that.” “Then why denounce me? Why would it upset her if I went to work for you?” “Miss Mori struggled for years to get the job she has now. She probably found it unbearable for you to get that sort of promotion after being with the company only ten weeks.” “I can’t believe it. That’s just so … mean.” “All I can say is that she suffered greatly during the first few years she was here.” “So she wants me to suffer the same fate? It’s too pathetic. I must talk to her.” “Do you really think that’s a good idea?” “Of course. How else are we going to work things out if we don’t talk?” “You just talked to Mister Omochi. Does it strike you that things have been worked out?

From Rosie Ro Alex Subject Job Promotion Nothing is impossible, Alex. It was there all the time. I just wasn't reaching out far enough, that's all. Nothing is impossible. Not a bad statement to come from the pen (or rather keyboard!) of a cynic. Thank you for your faith in me, Alex. I would love to return that hug and kisses to you now! but then again, perhaps some things just might be beyond our reach after all.

The travails of being an employee include not only uncertainty about the duration of one's employment, but also the humiliation of many working practices and dynamics. With most businesses shaped like pyramids, in which a wide base of employees gives way to a narrow tip of managers, the question of who will be rewarded - and who left behind - typically develops into one of the most oppressive of the workplace, and one which, like all anxieties, feeds off uncertainty. Because achievement in most fields is difficult to monitor reliably, the path to promotion or its oppositie can acquire an apparently haphazard connection to results. The succesful alpinist of organizational pyramids may not be the best at their jobs, but those who have best mastered a range of dark political arts in which civilized life does not usually offer instruction.

Does that mean that we should never hire or promote an inexperienced manager who had not already learned to do what needs to be done in this assignment? The answer: it depends. In a start-up company where there are no processes in place to get things done, then everything that is done must be done by individual people–resources. In this circumstance, it would be risky to draft someone with no experience to do the job–because in the absence of processes that can guide people, experienced people need to lead. But in established companies where much of the guidance to employees is provided by processes, and is less dependent upon managers with detailed, hands-on experience, then it makes sense to hire or promote someone who needs to learn from experience.

It isn’t the education, the job, the promotion, the salary, the material increase—none of that. The real gold is the integrity you gain or lose throughout the process. If you don’t want to cross a line, don’t approach it.

In thousands of little ways, we pull and push our children to grow up, hurrying them along instead of inviting them to rest. We could never court each other as adults by resisting dependance...Perhaps we feel free to invite the dependance of adults becuase we are not responsible for their growth and maturity. We don't bear the burden of getting them to be independant. Here is the core of the problem: we are assuming too much responsiblity for the maturation of our children. We have forgotten that we are not alone - we have nature as our ally. Independance is the fruit of maturation; our job in raising children is to look after their dependance needs. When we do our job of meeting genuine dependance needs, nature is free to do its job of promoting maturity. In the same way, we don't have to make our children grow taller; we just need to give them food. By forgetting that growth, development and maturation are natural processes, we lose perspective. We become afraid our children will get stuck and never grow up. Perhaps we think that if we don't push a little, they will never leave the nest. Human beings are not like birds in this respect. The more children are pushed, the tighter they cling - or, failing that, they nest with someone else.

The point is, your definition of rising is always going to be personal, individual to you. But one of the biggest impediments to rising is also personal and individual: being blind to the behaviors and habits that keep you stuck.

She paused, and I took the opportunity to practice the only promotional skill at my disposal: fluttering my fingers over the telephone's mouthpiece, I attempted to cast a spell, silently chanting, It's me who you want. Me, me, me.

They" hate us because they feel--and "they" are not wrong--that it is within our power to do so much more, and that we practice a kind of passive-aggressive violence on the Third World. We do this by, for example, demonizing tobacco as poison here while promoting cigarettes in Asia; inflating produce prices by paying farmers not to grow food as millions go hungry worldwide; skimping on quality and then imposing tariffs on foreign products made better or cheaper than our own; padding corporate profits through Third World sweatshops; letting drug companies stand by as millions die of AIDS in Africa to keep prices up on lifesaving drugs; and on and on. We do, upon reaching a very high comfort level, mostly choose to go from ten to eleven instead of helping another guy far away go from zero to one. We even do it in our own country. Barbara Ehrenreich's brilliant book Nickel and Dimed describes the impossibility of living with dignity or comfort as one of the millions of minimum-wage workers in fast food, aisle-stocking and table-waiting jobs. Their labor for next to nothing ensures that well-off people can be a little more pampered. So if we do it to our own, what chance do foreigners have?

If you have been living your life saying to yourself, “I will be happy when I have a better house,” “I will be happy when I get a job or promotion,” “I will be happy when the kids are through college,” “I will be happy when we have more money,” “I will be happy when I can travel,” or “I will be happy when my business is a success,” you will never have those things because your thoughts are defying the way love works. They’re defying the law of attraction. You have to be happy first, and give happiness, to receive happy things! It can’t happen any other way, because whatever you want to receive in life, you must give first! You are in command of your feelings, you are in command of your love, and the force of love will give back to you whatever you give out.

China the Communist Party still pays lip service to traditional Marxist–Leninist ideals, but in practice it is guided by Deng Xiaoping’s famous maxims that ‘development is the only hard truth’ and that ‘it doesn’t matter if a cat is black or white, so long as it catches mice’. Which means, in plain language: do anything it takes to promote economic growth, even if Marx and Lenin wouldn’t have been happy with it. In Singapore, as befits that no-nonsense city state, they followed this line of thinking even further, and pegged ministerial salaries to the national GDP. When the Singaporean economy grows, ministers get a raise, as if that is what their job is all about

The ideas in each—from profit-sharing with employees to new approaches to job training, from reform of the financial system to promote long-term time horizons on investment to more progressive taxes and large-scale infrastructure investment—would help create a more just economy.

All you need do is refrain from smoking, drinking and the use of drugs. Eat only wholesome,low-fat foods, with the emphasis on vegetables, grains and fish. Seek work. Work hard. Show up on time. Do more than is expected. Think of ways to make the job efficient. Don't complain. Shave, bathe and wear clean clothes. Be cheerful. Don't gamble. Live within your means. Save. And then, when you have all this in balance, study things of substance. Read to satisfy your curiosity. Don't father children out of wedlock or bear them as a single mother. Exercise. You will find that you will be promoted - perhaps not knighted, but promoted. Is that doesn't happen, look quietly for a better position. Find a husband or a wife whom you love and who has the same good habits. Invest. Assume a mortgage if you must. Teach your children the virtues. And then, having become the means of production, you will own your share of the means of production, and if you do those things, all of which are within your power, you will live your own lives." They looked at him as if he were an armadillo that has just spoken to them in Chinese. Not having assimilated a single phrase, they all got up and went to the bus.

You see, the Mets are losers, just like nearly everybody else in life. This is a team for the cab driver who gets held up and the guy who loses out on a promotion because he didn't maneuver himself to lunch with the boss enough. It is the team for every guy who has to get out of bed in the morning and go to work for short money on a job he does not like. And it is the team for every woman who looks up ten years later and sees her husband eating dinner in a t-shirt and wonders how the hell she ever let this guy talk her into getting married. The Yankees? Who does well enough to root for them, Laurence Rockefeller?

So [Steve Jobs] had the Pixar building designed to promote encounters and unplanned collaborations ... "to make people get out of their offices and mingle in the central atrium with people they might not otherwise see." The front doors and main stairs and corridors all led to the atrium, the cafe and the mailboxes were there, the conference rooms had windows that looked out onto it, and the six-hundred-seat theater and two smaller screening rooms all spilled into it. "Steve's theory worked from day one, "Lasseter recalled. "I kept running into people I hadn't seen for months. I've never seen a building that promoted collaboration and creativity as well as this one.

Then they get these jobs and worry about promotions. It’s a vicious cycle, and not because it’s a rat race. I’m pretty sure that some rats love racing. The reason this sort of life is brutal has little to do with its fast and exceedingly demanding pace, but a lot to do with the fact that it allows so little time and space to think about what is it that we truly want.

Significance unfortunately is a useful means toward a personal ends in the advance of science - status and widely distributed publications, a big laboratory, a staff of research assistants, a reduction in teaching load, a better salary, the finer wines of Bordeaux. Precision, knowledge, and control. In a narrow and cynical sense statistical significance is the way to achieve these. Design experiment. Then calculate statistical significance. Publish articles showing "significant" results. Enjoy promotion. But it is not science, and it will not last.

When we encounter someone who holds a viewpoint we don’t agree with, we can begin to view their whole existence through the lens of our disagreement with them. Instead of getting to know them and engaging their ideas, we assume that we already know them because we know where they stand on a certain political or religious question. And the degree to which we disagree with them on this question becomes the degree to which we will disrespect and disregard their humanity. They become our cultural enemy with whom we can’t imagine having anything in common. We can’t imagine that they, like us, are people who love their families, walk their dogs, work hard at their jobs, enjoy a good book, and might just be working toward the common good (even if we disagree about what “good” looks like). By separating ourselves into categories of “us” and “them,” we can justify mocking them, misrepresenting their views, and (in extreme cases) condoning violence against them. But “when we engage in dehumanizing rhetoric or promote dehumanizing images,” writes sociologist Brené Brown, “we diminish our own humanity in the process.”6

I am part of a minority that is deeply misunderstood. People have very confused ideas about us. Many are frightened of us. I've even heard it said that many people wouldn't want their daughters or sons to marry one of us, and I know of people who have been denied jobs or promotions because they share this trait with me. But being what I am does not make me bad; being what I am does not make me dangerous; being what I am does not mean I don't love, or hurt, or have a sense of humor. My name is Malclom Decter, and I'm here today to tell the whole world what I am. ... I am an atheist.

Instead of viewing money and position as the sole or even chief markers of success, women also tend to place a high value on the quality of their lives at work and the impact of their contributions. Enjoying co-workers and clients, having some degree of control over their time, and believing that their work makes a positive difference in the world are key motivators for many successful women.

When groups are small, for example, everyone’s stake in the outcome of the group project is high. At a small biotech, if the drug works, everyone will be a hero and a millionaire. If it fails, everyone will be looking for a job. The perks of rank—job titles or the increase in salary from being promoted—are small compared to those high stakes. As teams and companies grow larger, the stakes in outcome decrease while the perks of rank increase. When the two cross, the system snaps. Incentives begin encouraging behavior no one wants. Those same groups—with the same people—begin rejecting loonshots.

The principle of neuroplasticity means that you have the ability to change how you respond to situations. Past experiences may shape your behaviour, but they need not determine it. you have the power to become more precise, more intentional, more present, more assertive, more autonomous, more at ease exercising authority, more confident setting boundaries, and a more effective advocate for yourself.

Abusers and abusive organizations may concede the basic reality of the wrong—“Yes, this happened”—but quickly add statements that either soften their responsibility or promote their integrity: “We value all people and only want what is best for everyone involved.” If these concessions do their job, the accused will stay in power, stay in favor with the community, and stay far from the shame their actions deserve.

It is necessary for the oppressors to approach the people in order, via subjugation, to keep them passive. This approximation, however, does not involve being with the people, or require true communication. It is accomplished by the oppressors' depositing myths indispensable to the preservation of the status quo: for example, the myth that the oppressive order is a "free society"; the myth that all persons are free to work where they wish, that if they don't like their boss they can leave him and look for another job; the myth that this order respects human rights and is therefore worthy of esteem; the myth that anyone who is industrious can become an entrepreneur--worse yet, the myth that the street vendor is as much an entrepreneur as the owner of a large factory; the myth of the universal right of education, when of all the Brazilian children who enter primary schools only a tiny fraction ever reach the university; the myth of the equality of all individuals, when the question: "Do you know who you're talking to?" is still current among us; the myth of the heroism of the oppressor classes as defenders of "Western Christian civilization" against "materialist barbarism"; the myth of the charity and generosity of the elites, when what they really do as a class is to foster selective "good deeds" (subsequently elaborated into the myth of "disinterested aid," which on the international level was severely criticized by Pope John XXIII); the myth that the dominant elites, "recognizing their duties," promote the advancement of the people, so that the people, in a gesture of gratitude, should accept the words of the elites and be conformed to them; the myth of private property as fundamental to personal human development (so long as oppressors are the only true human beings); the myth of the industriousness of the oppressors and the laziness and dishonesty of the oppressed as well as the myth of the natural inferiority of the latter and the superiority of the former.

Most people, myself included, really want to be liked—and not just because it feels good. Being liked is also a key factor in both professional and personal success. A willingness to make an introduction or advocate for or promote someone depends upon having positive feelings about that person. We need to believe in her ability to do the job and get along with everyone while doing it. That’s why, instinctively, many of us feel pressure to mute our accomplishments.

Why would I what?” Will asked, wanting another bite of his burger. “Why would you risk your job teaching some stupid fantasy book?” “Because alternative universe literature promotes critical thinking, imagination, empathy, and creative problem solving. Children who are fluent in fiction are more able to interpret nonfiction and are better at understanding things like basic cause and effect, sociology, politics, and the impact of historical events on current events. Many of our technological advances were imagined by science fiction writers before the tech became available to create them, and many of today’s inventors were inspired by science fiction and fantasy to make a world more like the world in the story. Many of today’s political conundrums were anticipated by science fiction writers like Orwell, Huxley, and Heinlein, and sci-fi and fantasy tackle ethical problems in a way that allows people to analyze the problem with some emotional remove, which is important because the high emotions are often what lead to violence. Works like Harry Potter tackle the idea of abuse of power and—” Will stopped himself and swallowed. Everybody at the table, including Kenny, was staring at him in openmouthed surprise. “Anyway,” he said before taking a monster bite of his cooling hamburger on a sudden attack of nerves, “iss goomfer umf.” “It’s good for us,” Kenny translated, sounding a little stunned

TRUE OR FALSE? Employers are prohibited from practicing sex discrimination in hiring and promoting employees.1 ANSWER: False. The U.S. Supreme Court ruled in 1987 that in job areas dominated by men, less qualified women could be hired.2 It did not allow less qualified men to be hired in areas dominated by women (e.g., elementary school teacher, nurse, secretary, cocktail waiting, restaurant host, office receptionist, flight attendant). The law also requires sex discrimination in hiring by requiring quotas, requiring vigorous recruitment of women, and requiring all institutions that receive government aid to do a certain percentage of their business with female-owned (or minority-owned) businesses.

Over the years, she’d trained several smarmy young men who’d gone on to become high-ranking executives. At the time, Jo had assumed it was her fault she’d never risen any higher. The men they’d promoted weren’t juggling a job and motherhood. They never had to scramble when the day care was closed or the babysitter called in sick. So Jo had watched as men who weren’t as smart or diligent or trustworthy as she was worked their way past her toward the company’s C-suite.

What Is Trust? There are many different models and definitions of trust in the published literature. However, the focus of this book is to learn to build and maintain trust in the workplace. For this purpose, trust is defined as choosing to risk making something you value vulnerable to another person’s actions. When you trust someone, what you make vulnerable can range from concrete things such as money, a job, a promotion, or a particular goal, to less tangible things like a belief you hold, a cherished way of doing things, your “good name,” or even your sense of happiness and well being. Whatever you choose to make vulnerable to the other’s actions, you do so because you believe their actions will support it or, at the very least, will not harm it. Some people tend to extend trust to others easily and with little or no evidence it is warranted. They only withdraw their trust it if is betrayed. Others believe that people must earn their trust by demonstrating trustworthiness. Whether you tend to extend trust more or less easily, you do so by assessing the probability that the other person will support or harm what you value in the future. In this sense choosing to trust or distrust is a risk assessment.

When women display the necessary confidence in their skills and comfort with power, they run the risk of being regarded as ‘competent but cold’: the bitch, the ice queen, the iron maiden, the ballbuster, the battle axe, the dragon lady … The sheer number of synonyms is telling. Put bluntly, we don’t like the look of self-promotion and power on a woman. In experimental studies, women who behave in an agentic fashion experience backlash: they are rated as less socially skilled, and thus less hireable for jobs that require people skills as well as competence than are men who behave in an identical fashion. And yet if women don’t show confidence, ambition and competitiveness then evaluators may use gender stereotypes to fill in the gaps, and assume that these are important qualities she lacks. Thus, the alternative to being competent but cold is to be regarded as ‘nice but incompetent’.15 This catch-22 positions women who seek leadership roles on a ‘tightrope of impression management’.16

soldiers serving in the Military Police and those serving in the Air Corps (the forerunner of the Air Force) about how good a job they thought their service did in recognizing and promoting people of ability. The answer was clear. Military Policemen had a far more positive view of their organization than did enlisted men in the Air Corps. On the face of it, that made no sense. The Military Police had one of the worst rates of promotion in all of the armed forces. The Air Corps had one of the best. The chance of an enlisted man rising to officer status in the Air Corps was twice that of a soldier in the Military Police. So, why on earth would the Military Policemen be more satisfied? The answer, Stouffer famously explained, is that Military Policemen compared themselves only to other Military Policemen. And if you got a promotion in the Military Police, that was such a rare event that you were very happy. And if you didn’t get promoted, you were in the same boat as most of your peers—so

It goes like this: go to school, get brainwashed, go to college, get more brainwashed, drink beer, get a degree, get a job, get married, have kids, get promoted, get a mortgage, take a yearly vacation, buy stuff on the holidays, retire, take up golf, be a grandparent, get cancer and die. The matrix exists to make sure you follow this formula, so that you can do your part to support the very system that’s enslaving you. Except you think you’re free because you went to Maui for a week last June. That’s not freedom, my love. That’s a bone.

THERE IS STILL SOME TIME If you feel too much, there’s still a place for you here. If you feel too much, don’t go. If this world is too painful, stop and rest. It’s okay to stop and rest. If you need a break, it’s okay to say you need a break. This life—it’s not a contest, not a race, not a performance, not a thing that you win. It’s okay to slow down. You are here for more than grades, more than a job, more than a promotion, more than keeping up, more than getting by. This life is not about status or opinion or appearance. You don’t have to fake it. You do not have to fake it. Other people feel this way too. If your heart is broken, it’s okay to say your heart is broken. If you feel stuck, it’s okay to say you feel stuck. If you can’t let go, it’s okay to say you can’t let go. You are not alone in these places. Other people feel how you feel. You are more than just your pain. You are more than wounds, more than drugs, more than death and silence. There is still some time to be surprised. There is still some time to ask for help. There is still some time to start again. There is still some time for love to find you. It’s not too late. You’re not alone. It’s okay—whatever you need and however long it takes—it’s okay. It’s okay. If you feel too much, there’s still a place for you here. If you feel too much, don’t go. There is still some time.

What I’m about to tell you,” Elliott told me, “ninety-nine percent of people in the world will never understand.” For the first time all week, it was just the two of us. Elliott had told Austin he wanted to talk to me one-on-one. We were standing on a rooftop lounge during sunset, looking out at the Manhattan skyline. “You see, most people live a linear life,” he continued. “They go to college, get an internship, graduate, land a job, get a promotion, save up for a vacation each year, work toward their next promotion, and they just do that their whole lives. Their lives move step by step, slowly and predictably. “But successful people don’t buy into that model. They opt into an exponential life. Rather than going step by step, they skip steps. People say that you first need to ‘pay your dues’ and get years of experience before you can go out on your own and get what you truly want. Society feeds us this lie that you need to do x, y, and z before you can achieve your dream. It’s bullshit. The only person whose permission you need to live an exponential life is your own. “Sometimes an exponential life lands in your lap, like with a child prodigy. But most of the time, for people like you and me, we have to seize it for ourselves. If you actually want to make a difference in the world, if you want to live a life of inspiration, adventure, and wild success—you need to grab on to that exponential life—and hold on to it with all you’ve got.

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.

Despite the occasional backlash, I’ll continue to speak on this topic until people stop assuming that this debate is about whether or not to allow women into combat. Women are already fighting in combat with or without anyone’s permission, and they’re doing so valiantly. What they aren’t doing is being trained alongside their comrades-in-arms, given credit for doing the same jobs as their counterparts, given promotions to jobs overseeing combat operations, or being treated like combat veterans by people back home (even some in the Veterans Administration). Not every man has the skill set or warrior spirit for combat. Not every woman does, either. But everyone that does have that skill set should be afforded the opportunity to compete for jobs that enable them to serve in the way their heart calls them. For some people, that calling is in music or art. Some are natural teachers. There are those who will save lives with science. I was called to be a warrior and to fly and fight for my country. I was afforded the opportunity to answer that call, and because of that, I have lived a full and beautiful life. People will always be afraid of change. Just like when we integrated racially or opened up combat cockpits to women, there will always be those who are vocal in their opposition and their fear. History will do what it always does, however. It will make their ignorant statements, in retrospect, seem shortsighted and discriminatory, and the women who will serve their country bravely in the jobs that are now opening up will prove them wrong. Just like we always have.

The history of black workers in the United States illustrates the point. As already noted, from the late nineteenth-century on through the middle of the twentieth century, the labor force participation rate of American blacks was slightly higher than that of American whites. In other words, blacks were just as employable at the wages they received as whites were at their very different wages. The minimum wage law changed that. Before federal minimum wage laws were instituted in the 1930s, the black unemployment rate was slightly lower than the white unemployment rate in 1930. But then followed the Davis-Bacon Act of 1931, the National Industrial Recovery Act of 1933 and the Fair Labor Standards Act of 1938—all of which imposed government-mandated minimum wages, either on a particular sector or more broadly. The National Labor Relations Act of 1935, which promoted unionization, also tended to price black workers out of jobs, in addition to union rules that kept blacks from jobs by barring them from union membership. The National Industrial Recovery Act raised wage rates in the Southern textile industry by 70 percent in just five months and its impact nationwide was estimated to have cost blacks half a million jobs. While this Act was later declared unconstitutional by the Supreme Court, the Fair Labor Standards Act of 1938 was upheld by the High Court and became the major force establishing a national minimum wage. As already noted, the inflation of the 1940s largely nullified the effect of the Fair Labor Standards Act, until it was amended in 1950 to raise minimum wages to a level that would have some actual effect on current wages. By 1954, black unemployment rates were double those of whites and have continued to be at that level or higher. Those particularly hard hit by the resulting unemployment have been black teenage males. Even though 1949—the year before a series of minimum wage escalations began—was a recession year, black teenage male unemployment that year was lower than it was to be at any time during the later boom years of the 1960s. The wide gap between the unemployment rates of black and white teenagers dates from the escalation of the minimum wage and the spread of its coverage in the 1950s. The usual explanations of high unemployment among black teenagers—inexperience, less education, lack of skills, racism—cannot explain their rising unemployment, since all these things were worse during the earlier period when black teenage unemployment was much lower. Taking the more normal year of 1948 as a basis for comparison, black male teenage unemployment then was less than half of what it would be at any time during the decade of the 1960s and less than one-third of what it would be in the 1970s. Unemployment among 16 and 17-year-old black males was no higher than among white males of the same age in 1948. It was only after a series of minimum wage escalations began that black male teenage unemployment not only skyrocketed but became more than double the unemployment rates among white male teenagers. In the early twenty-first century, the unemployment rate for black teenagers exceeded 30 percent. After the American economy turned down in the wake of the housing and financial crises, unemployment among black teenagers reached 40 percent.

The key to innovation—at Bell Labs and in the digital age in general—was realizing that there was no conflict between nurturing individual geniuses and promoting collaborative teamwork. It was not either-or. Indeed, throughout the digital age, the two approaches went together. Creative geniuses (John Mauchly, William Shockley, Steve Jobs) generated innovative ideas. Practical engineers (Presper Eckert, Walter Brattain, Steve Wozniak) partnered closely with them to turn concepts into contraptions. And collaborative teams of technicians and entrepreneurs worked to turn the invention into a practical product. When part of this ecosystem was lacking, such as for John Atanasoff at Iowa State or Charles Babbage in the shed behind his London home, great concepts ended up being consigned to history’s basement. And when great teams lacked passionate visionaries, such as Penn after Mauchly and Eckert left, Princeton after von Neumann, or Bell Labs after Shockley, innovation slowly withered.

Ramanujan’s refrain was always the same—that his parents had made him marry, that now he needed a job, that he had no degree but that he’d been conducting mathematical researches on his own. And here … well, why didn’t the good sir just examine his notebooks. His notebooks were his sole credential in a society where, even more than in the West, credentials mattered; where academic degrees usually appeared on letterheads and were mentioned as part of any introduction; where, when they were not, you’d take care to slip them into the conversation. “Like regiments we have to carry our drums, and tambourinage is as essential a thing to the march of our careers as it is to the march of soldiers in the West,” Indian novelist and critic Nirad C. Chaudhuri has written of his countrymen’s bent for self-promotion. “In our society, a man is always what his designation makes him.” Ramanujan’s only designations were unemployed, and flunk-out. Without his B.A., one prominent mathematics professor told him straight out, he would simply never amount to anything.

In culturally responsive teaching, rapport is connected to the idea of affirmation. Affirmation simply means that we acknowledge the personhood of our students through words and actions that say to them, “I care about you.” Too often, we confuse affirmation with building up a student’s self-esteem. As educators, we think it’s our job to make students of color, English learners, or poor students feel good about themselves. That’s a deficit view of affirmation. In reality, most parents of culturally and linguistically diverse students do a good job of helping their children develop positive self-esteem. It is when they come to school that many students of color begin to feel marginalized, unseen, and silenced.

machines again, and radios, and the latest Chevrolet. General Electric flooded the country with luxury gadgets: food processors, toasters, floor-polishing machines, FM radios, electric blankets, and so on. These were all products promoted by that epitome of the television salesman Ronald Reagan, a popular actor whose work in advertising eventually taught him to sell himself, too. Traditional ideals were put on hold and ‘selling out’ became a catchphrase – you accepted a job that gave you no satisfaction because the pay was good. These were the months and years when British singer Vera Lynn touched American hearts with ‘A kiss won’t mean “Goodbye” but “Hello to love”’. Yes, that’s when it started, with that kiss on Times Square.

However, if you trust God to look after you, more than your company can look after you, then there's a bright future ahead of you in the Kingdom of God. You will gain a position, where God can take you onto bigger and better things and promote you. Learn to put God first, and employ right ethical principles in your work place; despite what others around you are doing. Then you will have nothing to fear. In such circumstances, your good deeds will rise up to the Throne Room of God, and you will be noticed for your honesty. So don't fear losing your job! But trust God, who is able to move you onto bigger and better things, once he sees that you have put him before your own personal needs and security. Remain ethical, because God approves of such things!

We have now reached a level in which many people are not merely unacquainted with the fundamentals of punctuation, but don’t evidently realize that there are fundamentals. Many people—people who make posters for leading publishers, write captions for the BBC, compose letters and advertisements for important institutions—seem to think that capitalization and marks of punctuation are condiments that you sprinkle through any collection of words as if from a salt shaker. Here is a headline, exactly as presented, from a magazine ad for a private school in York: “Ranked by the daily Telegraph the top Northern Co-Educational day and Boarding School for Academic results.” All those capital letters are just random. Does anyone really think that the correct rendering of the newspaper is “the daily Telegraph”? Is it really possible to be that unobservant? Well, yes, as a matter of fact. Not long ago, I received an e-mail from someone at the Department for Children, Schools and Families asking me to take part in a campaign to help raise appreciation for the quality of teaching in Great Britain. Here is the opening line of the message exactly as it was sent to me: “Hi Bill. Hope alls well. Here at the Department of Children Schools and Families…” In the space of one line, fourteen words, the author has made three elemental punctuation errors (two missing commas, one missing apostrophe; I am not telling you more than that) and gotten the name of her own department wrong—this from a person whose job is to promote education. In a similar spirit, I received a letter not long ago from a pediatric surgeon inviting me to speak at a conference. The writer used the word “children’s” twice in her invitation, spelling it two different ways and getting it wrong both times. This was a children’s specialist working in a children’s hospital. How long do you have to be exposed to a word, how central must it be to your working life, to notice how it is spelled?

Much of what bureaucrats do, after all, is evaluate things. They are continually assessing, auditing, measuring, weighing the relative merits of different plans, proposals, applications, courses of action, or candidates for promotion. Market reforms only reinforce this tendency. This happens on every level. It is felt most cruelly by the poor, who are constantly monitored by an intrusive army of moralistic box-tickers assessing their child-rearing skills, inspecting their food cabinets to see if they are really cohabiting with their partners, determining whether they have been trying hard enough to find a job, or whether their medical conditions are really sufficiently sever to disqualify them from physical labor. All rich countries now employ legions of functionaries whose primary function is to make poor people feel bad about themselves. (p. 41)

I’ve been asked a lot over the years about the best way to nurture ambition—both one’s own and that of the people you manage. As a leader, you should want those around you to be eager to rise up and take on more responsibility, as long as dreaming about the job they want doesn’t distract them from the job they have. You can’t let ambition get too far ahead of opportunity. I’ve seen a lot of people who had their sights set on a particular job or project, but the opportunity to actually get that thing was so slim. Their focus on the small thing in the distance became a problem. They grew impatient with where they were. They didn’t tend enough to the responsibilities they did have, because they were longing so much for something else, and so their ambition became counterproductive. It’s important to know how to find the balance—do the job you have well; be patient; look for opportunities to pitch in and expand and grow; and make yourself one of the people, through attitude and energy and focus, that your bosses feel they have to turn to when an opportunity arises. Conversely, if you’re a boss, these are the people to nurture—not the ones who are clamoring for promotions and complaining about not being utilized enough but the ones who are proving themselves to be indispensable day in and day out.

The new black conservatives claim that transfer payments to the black needy engender a mentality of dependence which undercuts the value of self-reliance and of the solidity of the black poor family. They fail to see that the welfare state was a historic compromise between progressive forces seeking broad subsistence rights and conservative forces arguing for unregulated markets. Therefore it should come as no surprise that the welfare state possesses many flaws. The reinforcing of 'dependent mentalities' and the unsettling of the family are two such flaws. But simply to point out these rather obvious shortcomings does not justify cutbacks in the welfare state. In the face of high black unemployment, these cutbacks will not promote self-reliance or strong black families but will only produce even more black cultural disorientation and more devastated black households. This is so because without jobs or incentives to be productive citizens the black poor become even more prone toward criminality, drugs, and alcoholism- the major immediate symptoms of the pervasive black communal and cultural chaos.

... and being part of Stan 'Twitter is much more fun than logging on just to frown at politicians or congratulate acquaintances on their new jobs. When I'm doom-scrolling through a timeline full of terrible news and inane bickering, it's a treat to come across all-caps excitement or an ultra-niche joke. Or to wake up and find that there is a conversation going on and that I understand it, and that people are excited about something and I am too. This is the type of thing that can buoy a person for an hour or so at a time. In the same way that holidays give shape to formless years, album promotion and single releases give color to the days that line up one after another. There is a reason to stay up late. There is a reason to wake up early. There is something to do at lunch when you feel like you'd like to cry and take a nap. There are people who swear they hacked into an airport security camera, and aren't you interested to see what they saw, even if you find that totally weird and ultimately quite scary? I like Stan Twitter because it is so peculiar, even as millions of people participate in it and it should have become generic.

Having outgrown its Manhattan headquarters, most of Bell Labs moved to two hundred rolling acres in Murray Hill, New Jersey. Mervin Kelly and his colleagues wanted their new home to feel like an academic campus, but without the segregation of various disciplines into different buildings. They knew that creativity came through chance encounters. “All buildings have been connected so as to avoid fixed geographical delineation between departments and to encourage free interchange and close contact among them,” an executive wrote.11 The corridors were extremely long, more than the length of two football fields, and designed to promote random meetings among people with different talents and specialties, a strategy that Steve Jobs replicated in designing Apple’s new headquarters seventy years later. Anyone walking around Bell Labs might be bombarded with random ideas, soaking them up like a solar cell. Claude Shannon, the eccentric information theorist, would sometimes ride a unicycle up and down the long red terrazzo corridors while juggling three balls and nodding at colleagues.III It was a wacky metaphor for the balls-in-the-air ferment in the halls.

Originally, the word power meant able to be. In time, it was contracted to mean to be able. We suffer the difference. Iwas waiting for a plane when I overheard two businessmen. One was sharing the good news that he had been promoted, and the other, in congratulation, said, “More power to you.” I've heard this expression before, but for some reason, I heard it differently this time and thought, what a curious sentiment. As a good wish, the assumption is that power is the goal. Of course, it makes a huge difference if we are wishing others worldly power or inner power. By worldly power, I mean power over things, people, and situations—controlling power. By inner power, I mean power that comes from being a part of something larger—connective power. I can't be certain, but I'm fairly sure the wish here was for worldly power, for more control. This is commonplace and disturbing, as the wish for more always issues from a sense of lack. So the wish for more power really issues from a sense of powerlessness. It is painfully ironic that in the land of the free, we so often walk about with an unspoken and enervating lack of personal freedom. Yet the wish for more controlling power will not set us free, anymore than another drink will quench the emptiness of an alcoholic in the grip of his disease. It makes me think of a game we played when I was nine called King of the Hill, in which seven or eight of us found a mound of dirt, the higher the better, and the goal was to stand alone on top of the hill. Once there, everyone else tried to throw you off, installing themselves as King of the Hill. It strikes me now as a training ground for worldly power. Clearly, the worst position of all is being King of the Hill. You are completely alone and paranoid, never able to trust anyone, constantly forced to spin and guard every direction. The hills may change from a job to a woman to a prized piece of real estate, but those on top can be so enslaved by guarding their position that they rarely enjoy the view. I always hated King of the Hill—always felt tense in my gut when king, sad when not, and ostracized if I didn't want to play. That pattern has followed me through life. But now, as a tired adult, when I feel alone and powerless atop whatever small hill I've managed to climb, I secretly long for anyone to join me. Now, I'm ready to believe there's more power here together.

A good marketer can sell practically anything to anyone. Tobacco is literally dried, decaying vegetable matter that you light on fire and inhale, breathing horrid-tasting, toxic fumes into your lungs.121 At one point marketers promoted smoking as a status symbol and claimed it had health benefits. Once you give it a try, the addictive nature of the drug kicks in, and the agency’s job becomes much easier. If they can get you hooked, the product will sell itself. Since the product is actually poison, advertisers need to overcome your instinctual aversion. That’s a big hill for alcohol advertisements to climb, which is why the absolute best marketing firms on the globe, firms with psychologists and human behavior specialists on staff, are hired to create the ads. These marketers know that the most effective sale is an emotional sale, one that plays on your deepest fears, your ultimate concerns. Alcohol advertisements sell an end to loneliness, claiming that drinking provides friendship and romance. They appeal to your need for freedom by saying drinking will make you unique, brave, bold, or courageous. They promise fulfillment, satisfaction, and happiness. All these messages speak to your conscious and unconscious minds.

Physical beauty is a subject that many skirt around and almost everyone attempts to down-play thereby demonstrating some sound moral stance, but it remains one of the glories of human existence. Of course, there are many people who are attractive without being beautiful just as there are beauties who bore, and the danger of beauty in the very young is that it can make the business of life seem deceptively easy. All this I am fully aware of. I know too, however, that of the four great gifts that the fairies may or may not bring to the christening – Brains, Birth, Beauty and Money – it is Beauty that makes locked doors spring open at a touch. Whether it is for a job interview, a place at a dining table, a brilliant promotion or a lift on the motorway, everyone, regardless of their sex or their sexual proclivity, would always rather deal with a good-looking face. And no one is more aware of this than the Beauties themselves. They have a power they simultaneously respect and take for granted. Despite the moralists who tut about its transience, it is generally a power that is never completely lost. One can usually trace in the wrinkled lines of a nonagenarian, stooped and leaning on a stick, the style and confidence that turned heads in a ballroom in 1929.

Everything that is wrong with the inner cities of America that policy can affect, Democrats are responsible for: every killing field; every school that year in and year out fails to teach its children the basic skills they need to get ahead; every school that fails to graduate 30 to 40 percent of its charges while those who do get degrees are often functionally illiterate; every welfare system that promotes dependency, condemning its recipients to lifetimes of destitution; every gun-control law that disarms law-abiding citizens in high-crime areas and leaves them defenseless against predators; every catch-and-release policy that puts violent criminals back on the streets; every regulation that ties the hands of police; every material and moral support provided to antipolice agitators like Black Lives Matter, who incite violence against the only protection inner-city families have; every onerous regulation and corporate tax that drives businesses and jobs out of inner-city neighborhoods; every rhetorical assault that tars Democrats’ opponents as “racists” and “race traitors,” perpetuating a one-party system that denies inner-city inhabitants the leverage and influence of a two-party system. Democrats are responsible for every one of the shackles on inner-city communities, and they have been for 50 to 100 years. What

If government had declined to build racially separate public housing in cities where segregation hadn’t previously taken root, and instead had scattered integrated developments throughout the community, those cities might have developed in a less racially toxic fashion, with fewer desperate ghettos and more diverse suburbs. If the federal government had not urged suburbs to adopt exclusionary zoning laws, white flight would have been minimized because there would have been fewer racially exclusive suburbs to which frightened homeowners could flee. If the government had told developers that they could have FHA guarantees only if the homes they built were open to all, integrated working-class suburbs would likely have matured with both African Americans and whites sharing the benefits. If state courts had not blessed private discrimination by ordering the eviction of African American homeowners in neighborhoods where association rules and restrictive covenants barred their residence, middle-class African Americans would have been able gradually to integrate previously white communities as they developed the financial means to do so. If churches, universities, and hospitals had faced loss of tax-exempt status for their promotion of restrictive covenants, they most likely would have refrained from such activity. If police had arrested, rather than encouraged, leaders of mob violence when African Americans moved into previously white neighborhoods, racial transitions would have been smoother. If state real estate commissions had denied licenses to brokers who claimed an “ethical” obligation to impose segregation, those brokers might have guided the evolution of interracial neighborhoods. If school boards had not placed schools and drawn attendance boundaries to ensure the separation of black and white pupils, families might not have had to relocate to have access to education for their children. If federal and state highway planners had not used urban interstates to demolish African American neighborhoods and force their residents deeper into urban ghettos, black impoverishment would have lessened, and some displaced families might have accumulated the resources to improve their housing and its location. If government had given African Americans the same labor-market rights that other citizens enjoyed, African American working-class families would not have been trapped in lower-income minority communities, from lack of funds to live elsewhere. If the federal government had not exploited the racial boundaries it had created in metropolitan areas, by spending billions on tax breaks for single-family suburban homeowners, while failing to spend adequate funds on transportation networks that could bring African Americans to job opportunities, the inequality on which segregation feeds would have diminished. If federal programs were not, even to this day, reinforcing racial isolation by disproportionately directing low-income African Americans who receive housing assistance into the segregated neighborhoods that government had previously established, we might see many more inclusive communities. Undoing the effects of de jure segregation will be incomparably difficult. To make a start, we will first have to contemplate what we have collectively done and, on behalf of our government, accept responsibility.

MY FIRST ASSIGNMENT AFTER BEING ORDAINED as a pastor almost finished me. I was called to be the assistant pastor in a large and affluent suburban church. I was glad to be part of such an obviously winning organization. After I had been there a short time, a few people came to me and asked that I lead them in a Bible study. “Of course,” I said, “there is nothing I would rather do.” We met on Monday evenings. There weren’t many—eight or nine men and women—but even so that was triple the two or three that Jesus defined as a quorum. They were eager and attentive; I was full of enthusiasm. After a few weeks the senior pastor, my boss, asked me what I was doing on Monday evenings. I told him. He asked me how many people were there. I told him. He told me that I would have to stop. “Why?” I asked. “It is not cost-effective. That is too few people to spend your time on.” I was told then how I should spend my time. I was introduced to the principles of successful church administration: crowds are important, individuals are expendable; the positive must always be accented, the negative must be suppressed. Don’t expect too much of people—your job is to make them feel good about themselves and about the church. Don’t talk too much about abstractions like God and sin—deal with practical issues. We had an elaborate music program, expensively and brilliantly executed. The sermons were seven minutes long and of the sort that Father Taylor (the sailor-preacher in Boston who was the model for Father Mapple in Melville’s Moby Dick) complained of in the transcendentalists of the last century: that a person could no more be converted listening to sermons like that than get intoxicated drinking skim milk.[2] It was soon apparent that I didn’t fit. I had supposed that I was there to be a pastor: to proclaim and interpret Scripture, to guide people into a life of prayer, to encourage faith, to represent the mercy and forgiveness of Christ at special times of need, to train people to live as disciples in their families, in their communities and in their work. In fact I had been hired to help run a church and do it as efficiently as possible: to be a cheerleader to this dynamic organization, to recruit members, to lend the dignity of my office to certain ceremonial occasions, to promote the image of a prestigious religious institution. I got out of there as quickly as I could decently manage it. At the time I thought I had just been unlucky. Later I came to realize that what I experienced was not at all uncommon.

Today Hindu revivalists, pious Muslims, Japanese nationalists and Chinese communists may declare their adherence to very different values and goals, but they have all come to believe that economic growth is the key to realising their disparate goals. Thus in 2014 the devout Hindu Narendra Modi was elected prime minister of India thanks largely to his success in boosting economic growth in his home state of Gujarat, and to the widely held view that only he could reinvigorate the sluggish national economy. Analogous views have kept the Islamist Recep Tayyip Erdoğan in power in Turkey since 2003. The name of his party – the Justice and Development Party – highlights its commitment to economic development, and the Erdoğan government has indeed managed to maintain impressive growth rates for more than a decade. Japan’s prime minister, the nationalist Shinzō Abe, came to office in 2012 pledging to jolt the Japanese economy out of two decades of stagnation. His aggressive and somewhat unusual measures to achieve this have been nicknamed Abenomics. Meanwhile in neighbouring China the Communist Party still pays lip service to traditional Marxist–Leninist ideals, but in practice is guided by Deng Xiaoping’s famous maxims that ‘development is the only hard truth’ and that ‘it doesn’t matter if a cat is black or white, so long as it catches mice’. Which means, in plain language: do whatever it takes to promote economic growth, even if Marx and Lenin wouldn’t have been happy with it. In Singapore, as befits that no-nonsense city-state, they pursue this line of thinking even further, and peg ministerial salaries to the national GDP. When the Singaporean economy grows, government ministers get a raise, as if that is what their jobs are all about.2

The key point here is Macaulay’s belief that “knowledge and reflection” on the part of the Hindus, especially the Brahmanas, would cause them to give up their age-old belief in anything Vedic in favor of Christianity. The purpose was to turn the strength of Hindu intellectuals against their own kind by utilizing their commitment to scholarship in uprooting their own tradition, which Macaulay viewed as nothing more than superstitions. His plan was to educate the Hindus to become Christians and turn them into collaborators. He persisted with this idea for fifteen years until he found the money and the right man for turning his utopian idea into reality. He needed someone who would translate and interpret the Vedic texts in such a way that the newly educated Indian elite would see the superiority of the Bible and choose that over everything else. Upon his return to England, after a good deal of effort he found a talented but impoverished young German Vedic scholar by name Friedrich Max Muller who was willing to take on the arduous job. Macaulay used his influence with the East India Company to find funds for Max Muller’s translation of the Rig Veda. Though an ardent German nationalist, Max Muller agreed for the sake of Christianity to work for the East India Company, which in reality meant the British Government of India. He also badly needed a major sponsor for his ambitious plans, which he felt he had at last found. The fact is that Max Muller was paid by the East India Company to further its colonial aims, and worked in cooperation with others who were motivated by the superiority of the German race through the white Aryan race theory. This was the genesis of his great enterprise, translating the Rig Veda with Sayana's commentary and the editing of the fifty-volume Sacred Books of the East. In this way, there can be no doubt regarding Max Muller’s initial aim and commitment to converting Indians to Christianity. Writing to his wife in 1866 he observed: “It [the Rig Veda] is the root of their religion and to show them what the root is, I feel sure, is the only way of uprooting all that has sprung from it during the last three thousand years.” Two years later he also wrote the Duke of Argyle, then acting Secretary of State for India: “The ancient religion of India is doomed. And if Christianity does not take its place, whose fault will it be?” This makes it very clear that Max Muller was an agent of the British government paid to advance its colonial interests. Nonetheless, he still remained an ardent German nationalist even while working in England. This helps explain why he used his position as a recognized Vedic and Sanskrit scholar to promote the idea of the “Aryan race” and the “Aryan nation,” a theory amongst a certain class of so-called scholars, which has maintained its influence even until today.

The Blue Mind Rx Statement Our wild waters provide vast cognitive, emotional, physical, psychological, social, and spiritual values for people from birth, through adolescence, adulthood, older age, and in death; wild waters provide a useful, widely available, and affordable range of treatments healthcare practitioners can incorporate into treatment plans. The world ocean and all waterways, including lakes, rivers, and wetlands (collectively, blue space), cover over 71% of our planet. Keeping them healthy, clean, accessible, and biodiverse is critical to human health and well-being. In addition to fostering more widely documented ecological, economic, and cultural diversities, our mental well-being, emotional diversity, and resiliency also rely on the global ecological integrity of our waters. Blue space gives us half of our oxygen, provides billions of people with jobs and food, holds the majority of Earth's biodiversity including species and ecosystems, drives climate and weather, regulates temperature, and is the sole source of hydration and hygiene for humanity throughout history. Neuroscientists and psychologists add that the ocean and wild waterways are a wellspring of happiness and relaxation, sociality and romance, peace and freedom, play and creativity, learning and memory, innovation and insight, elation and nostalgia, confidence and solitude, wonder and awe, empathy and compassion, reverence and beauty — and help manage trauma, anxiety, sleep, autism, addiction, fitness, attention/focus, stress, grief, PTSD, build personal resilience, and much more. Chronic stress and anxiety cause or intensify a range of physical and mental afflictions, including depression, ulcers, colitis, heart disease, and more. Being on, in, and near water can be among the most cost-effective ways of reducing stress and anxiety. We encourage healthcare professionals and advocates for the ocean, seas, lakes, and rivers to go deeper and incorporate the latest findings, research, and insights into their treatment plans, communications, reports, mission statements, strategies, grant proposals, media, exhibits, keynotes, and educational programs and to consider the following simple talking points: •Water is the essence of life: The ocean, healthy rivers, lakes, and wetlands are good for our minds and bodies. •Research shows that nature is therapeutic, promotes general health and well-being, and blue space in both urban and rural settings further enhances and broadens cognitive, emotional, psychological, social, physical, and spiritual benefits. •All people should have safe access to salubrious, wild, biodiverse waters for well-being, healing, and therapy. •Aquatic biodiversity has been directly correlated with the therapeutic potency of blue space. Immersive human interactions with healthy aquatic ecosystems can benefit both. •Wild waters can serve as medicine for caregivers, patient families, and all who are part of patients’ circles of support. •Realization of the full range and potential magnitude of ecological, economic, physical, intrinsic, and emotional values of wild places requires us to understand, appreciate, maintain, and improve the integrity and purity of one of our most vital of medicines — water.