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Lemmings

September 24, 2014 By David Griesing Leave a Comment

Entrepreneur and investor Peter Theil was in Philadelphia on Monday sharing some of his contrarian views. One that he expanded upon at length affects innovation, education as well as our careers. Theil described it as “people acting in lemming-like ways.”

lemmings-350x220Lemmings are tiny hamster-like creatures that live near the Arctic Circle. Our image is of them frantically following one another to coastal cliffs in places like Scandinavia where they jump to their deaths in the frigid waters below. While we’re wrong to characterize lemming migration as mass suicide, there is no denying the herd-mentality that characterizes their movement from one place to another. It is the tendency we all have to jump off the same cliff that Theil was complaining about.

His impatience comes from wanting to nudge the world in a better direction if he thinks he can. As a result, Theil tends to be optimistic about innovation’s impact on the future and impatient with those who are failing to make the most of it. For example, on CNBC last week, he described Twitter as a “horribly mismanaged company” given its possibilities (“a lot of pot smoking going on there”), and took on Harvard Business School during the talk I attended, expressing his puzzlement about the games that are played there while accomplishing so little. Among entrepreneurs, his concern is that almost everyone is intent on “riding the last wave.”

“Big Data.” “The Cloud.” Whenever an idea gains some cache as the next big thing, everyone rushes in to contribute to what he calls “1 to n,” the adding of endless variations to something that has already been done. He called it the tendency “to ape” in the sense of imitating. Much harder but much better is to solve problems that no one else is thinking about in the way that you are. In other words, it is being able to go from Zero to One, which is also the title of a new book that captures his in-class discussions about entrepreneurship.

PETER THEIL / photograph by Olivia Poppy Cole
PETER THEIL / photograph by Olivia Poppy Cole

 

“Theil, who co-founded PayPal and was the first outside investor in Faceboook, is probably the most successful—and certainly the most interesting—venture capitalist in Silicon Valley,” notes a recent piece about him in the London Telegraph. Whatever people are doing at Twitter or Harvard Business School or in places where the topic is innovation, Theil gets exasperated whenever they seem more intent on climbing onto one another’s bandwagons than in thinking for themselves.

For some people, going to the best schools you can get into for four or more years after high school is just where the herd is headed. In Philadelphia, Theil admitted that he might still have gone to Stanford for college and then on to law school, but “would have thought about it a lot differently beforehand.” I know what he means. When a high school student has a more individualized sense of direction, why should she follow everyone else into higher education? So Theil started the 20-under-20 Fellowship Program, now in its fourth year, an admittedly rarified experiment in personal and professional development that I’ve talked about here before.

With a propensity to learn by doing, the fellows work with mentors that Theil has assembled in a 2 year, paid program that helps them to launch their own companies. When he was attacked by Larry Summers and others for what they viewed as his anti-college stance, Theil responded:

I didn’t think it would hit this sort of raw nerve. I mean, how fragile is the education system when 20 talented people leaving and doing something else is somehow enough to threaten it? My only claim is that not all talented people should go to college and not all talented people should do the exact same thing.

Which brings us to the work that we do. The career path that leads from the best possible kindergartens to the best possible colleges and professional schools is clearly the path that most young people want to be on. And they’re paying for the privilege with record student loans and crushing debt that hangs over them for years, if not decades. Is it worth it?  Here too, the road less travelled—where you sit with yourself and figure out what you need and want from your work instead of simply following everyone else—has much to recommend it. Wherever it leads will not only make you happier, but also vastly improve the chances that your career could take you (along with the rest of us) from Zero to One.

During his Philadelphia whistle stop, Theil said that we all tend to underestimate what is different, those people and things “that don’t have a comparable.” When someone as different as Theil himself achieves conventional success, it allows him to trumpet “the unique perspective” in front of Philadelphia’s management class. For those of us who seek the courage to be different, he connected the personal benefits to the opportunities it can give us to change the world in often breathtaking ways.

Filed Under: *All Posts, Daily Preparation, Entrepreneurship, Heroes & Other Role Models Tagged With: entrepreneur, entrepreneurship, herd mentality, innovation, lemming, Peter Theil, Theil Fellowship

Job Training for Yourself

September 1, 2014 By David Griesing Leave a Comment

The on-ramp into a better job isn’t what it used to be. Gone are the days when you show up and get trained to do what the boss expects from you. In other words, if you can’t demonstrate that you’re qualified to do the job on the day that you start, you probably won’t be hired in the first place. (“Companies want workers to arrive job ready.”)

In a weak economy, jobs continue to go unfilled because fewer employers are teaching the skills they require in training programs. Of course, when employers limit their hiring to people who are already doing that job, they narrow the pool of potential hires “to almost no one.” You face this kind of constraint whether you’re looking for your first job, want to advance within a company, or to find a job somewhere else. Increasingly, you’re expected to learn the skills required on your own dime in on-line courses, unpaid internships, or community colleges, in short wherever you can find or pay someone to show you the ropes.

STEET SCENE - NIGHT
LABOR DAY, 2014

 

As hard as it may sound, an even bigger training hurdle may confront you after you find a job. The challenge is to remain sufficiently engaged in what you’ve been hired to do that you never stop wanting to advance by improving the skills that you’re gaining.

Unfortunately, your co-workers probably won’t be helping you out here. In Gallup’s most recent State of the Workforce Study, 70% of all employees in North America are “disengaged” in their jobs, which it defines as “lacking in motivation” and being “less likely to invest discretionary effort in organizational goals or outcomes.” Working on auto-pilot and waiting passively for training instead of maximizing the opportunity that every job presents, will confine many of those who are in the workforce with you to jobs that barely seem worth doing.

On the other hand, when being engaged in your work (and refusing to become disengaged) is a personal priority, you have a chance to discover the parts of your job that bring you satisfaction as well as value in the marketplace. It’s a foundation (however small) that you can build on to move up to something better.

With this kind of mindset, you also seize whatever opportunities are available to become more proficient in the work areas where your satisfaction and marketability intersect. When no training opportunities are offered, you still go out and find them for yourself. That’s because they are personal investments that are tied to your feeling both productive and valued. It is partly about career advancement, but even more about self-worth. It is actively avoiding the deadening effects of opting out at work.

Among other things, this requires looking more closely at the components of your job. For example, what are you doing when you feel most proud of yourself at work? Is it when you’re presenting, selling, convincing, organizing, writing, learning new things, mobilizing people, being creative, or helping others? It is whatever makes you shine.

What gives you the greatest feelings of accomplishment? Solving a problem before anyone else, earning the praise of someone you respect, providing real value to a customer, improving a process, or doing more with less?

In your field (and related fields), what is the value of the skills and experiences that you’re gaining? What are the job descriptions where you might use the foundation you’re building for an even better fit? In a work environment like we have today, it is always time to think like an entrepreneur and do more research to understand the job market that you’re in.

When you’re continuously looking for opportunities to improve your pride, sense of accomplishment, and value in the workforce, training becomes less about what employers happen to be providing and more about the kinds of returns that you want for yourself in terms of growing capability, continuous satisfaction, and the ability to shape your own future.

Moreover, when these are your qualifications, it becomes easier to move from one job to another. Your natural allies become the men and women who made the same kinds of investments and share the same work priorities, even though they happen to be one or two rungs above you on the job ladder. Your way into conversation with them is your common interests, talents, experiences and rhythms of work. They will hear your commitments when you have them, feel your engagement when you are engaged. They will tell you whether you can find what you’re looking for in their jobs or industries, or where you should be looking if it’s somewhere else.

Conversations like this can also be your best guides through the unending thicket of job training. Those who see some of themselves in you are also more likely to give you sound advice about the training you’ll need to do their jobs, as well as the best places to find that training. The connection you make with them can sometimes be powerful enough that they offer to bring you on and train you themselves. That’s how much you’ll stand out in today’s workforce.

Knowing the most marketable and satisfying aspects of your work—along with why you need your work to be engaging in the first place—are always the keys to a better job.

The fact that employers are providing less training today will never stand in your way as long as that way of thinking is your guide.

 

Filed Under: *All Posts, Being Proud of Your Work, Continuous Learning, Daily Preparation, Introducing Yourself & Your Work Tagged With: accomplishment, employment, engagement, pride, qualifications, satisfaction, skills, training, work

Grace Note

July 11, 2014 By David Griesing Leave a Comment

Just when you thought it couldn’t get any worse in the Middle East, a mother’s voice cuts through the terrible din. The words belonged to Rachel Fraenkel, whose son Naftali had recently been kidnapped and murdered in the West Bank along with two other Jewish Israeli teens. In apparent revenge for these three deaths, Mohammed Abu Khdier, a Palestinian teenager, was kidnapped in Jerusalem and allegedly burned alive.

Fraenkel statement came after the traditional week of mourning for her son, and just hours after Mohammed’s funeral.

Even in the abyss of mourning for Gilad, Eyal and Nafali, it is difficult for me to describe how distressed we are by the outrage committed in Jerusalem—the shedding of innocent blood in defiance of all morality, of the Torah, of the foundation of the lives of our boys and of all of us in this country. . . No mother or father should ever have to go through what we are going through, and we share the pain of Mohammed’s parents.

You had to be listening to hear Fraenkel’s words over the bloodlust, the recrimination, the political exclamations, and the missile volleys between Israel’s cities and Gaza. It was a voice crying in the wilderness.

L’Chaim.

(AP Photo/Oded Balilty)
(AP Photo/Oded Balilty)

 

Samuel and Pearl Oliner began their book about rescuers of Jews and other victims during World War II with the following observation:

That people act in the service of their own self-interest is a maxim we are quite likely to accept. We are not even startled when they behave demonically. What we find difficult to accept or explain are behaviors that appear self-transcendent. (Preface at xviii)

Some of what is difficult “to accept or explain” comes from our reluctance to imagine the painful place that Fraenkel spoke from—to inhabit that sense of loss with her as she crossed a seething divide to grieve for another child who is tied by the cruelest of circumstances to her own. Because we hope it will never happen to us, that we’ll never have to find out what this kind of pain is like, we don’t take the five or ten minutes to envision for ourselves the possibilities that might exist beyond the pain. If we could be better at imagining “all the way through,” self-transcendence might be less of a puzzlement.

Sadly and far more often, graceful words and actions don’t break though the 24/7 overload to register with us at all. It’s the daily static of boredom, casual neglect, being hungry, bus exhaust, general shabbiness, deadlines, rudeness, fallen trees, gossip, bike riders yelling at cabdrivers, humidity, horniness, office chatter, cell phones, somebody complaining, body odor, feeling insecure, TV. The transcendent rarely breaks through it all, which means that on those occasions when it does, its break-through probably deserves its own place and time.

Prayer is partly the contemplation of exemplary stories, like Rachel Fraenkel’s: maybe on Sundays, or Friday nights after sundown, or at the end of the day before you go to sleep. Prayer never required a religion or specific words, but always calls for believing in something bigger than yourself, something that pulls you into a broader web of connectedness, and helps you to transcend the regular stuff of life.

Being quiet with your own ruminations is also required for prayer to happen, which reminds me of Tony Robbins tweet yesterday, that “Men prefer an electric shock to being alone with their thoughts.” (Silence is never as easy as it sounds.)  Finally, it helps if you can recognize the intervals of grace that flutter like butterflies across everything else that clamors for your awareness.

They are often the places where hope can be found.

 

Filed Under: *All Posts, Being Part of Something Bigger than Yourself, Building Your Values into Your Work, Work & Life Rewards Tagged With: connectedness, contemplation, grace, prayer, reflection, transcendence, transcendent

Characters Find a Theme

June 27, 2014 By David Griesing Leave a Comment

In 1921, Luigi Pirandello wrote the play “Six Characters in Search of an Author.” A half-dozen actors show up in the theater as incomplete characters looking for someone to finish their stories. In this absurdist masterpiece, the completion they find is disavowal, suicide, an accidental drowning, a great deal of confusion, and the playwright’s wondering why he ever agreed to get involved in the first place. Who would have thought that unfinished characters showing up today could find a more meaningful sense of completion in the most mundane of life’s details, but the characters in a pair of one act plays called “Sweating” and “Sleeping” (staged as part of Philadelphia’s on-going Solofest) did just that.

Steve Gravelle has hyperhidrosis, a condition characterized by excessive perspiration. We learn that one in 20 individuals is a chronic sweater, but Gravelle didn’t find anyone else who would admit to the condition until well into adulthood, so he mostly bore the stigmata of near-constant wetness alone. That kind of humidity can do something to you.

Standing in a basement under a cluster of blazing stage lights, he told us just what it was like in a series of funny, sad, profane, and revelatory vignettes, each concluding with his changing his shirt. As our own moisture gradually merged with his, it became like a crowded sauna down there, brilliantly setting the stage for Gravelle’s description of his time in a sweat lodge with a group of Quakers who had taken the ancient Indian ritual for their own. Gasping from breathing in and being nearly consumed by the intense heat, the experience ultimately produces a calm euphoria—a visceral arc that each of us got to travel with this very physical actor.

steve gravelleThe sweat lodge story may have been the first time that sweating was good for Gravelle, but in a further advance towards acceptance, his marriage ceremony became another. In Philadelphia, the end of July better come with air-conditioning if you’re going to host a wedding reception here. But in a laugh from the gods that was aimed directly at him, electrical transformers exploded, turning the reception hall into its own kind of sweat lodge.

Instead of resignation to the absurdity, Gravelle had wrestled with his flowing pores for so long that (in this most sacred of life-moments) he ended up accepting his fate in an abandon of joyous dancing. My only regret was that he didn’t do more to show us his abandon in a rhythmic whirl of cast-off droplets, like a congregation’s blessing during Asperges.

Sara Nye is Gravelle’s wife, and the angle she claimed to illustrate her life was the tendency to fall asleep at the most inopportune, embarrassing and occasionally appropriate times. These one act plays were staged in a South Philadelphia brownstone, and for “Sleeping” the audience repaired from cellar to upstairs bedroom with chairs arrayed in similarly claustrophobic manner, this time around an ample bed. Nye is a dancer and collaborator in the creation of spoken soundscapes that envelope a dancer’s movements. The recording of her soft-spoken narration here was underscored by lilting, almost hypnotic music, dotted (at least in the beginning) with strange exclamations and cries, presumably from somewhere in her unconscious.

Nye used the bed the way painter Francis Bacon locates his figures—as a stage for tremendous physicality. She gyrated, tented herself beneath the sheets, draped her torso over a corner, cosseted herself like a queen in the comforter, thrust her legs into the air, and caressed the sleeping pillow of her husband: all to illustrate how whatever she’s doing can be so easily overtaken by the oblivion of sleep.

While Nye’s precision was always supported by her gorgeously mesmerizing soundtrack, her reach was particularly assured when she read passages from Thomas Hardy’s Tess of the D’Urbervilles, only to have his beautiful cadences repeatedly broken off in mid-sentence by the doze that everyone who has taken freshman English knows only too well. In a nearly sublime conclusion that echoed the recent wedding epiphany below, the last time that Nye falls asleep, Gravelle tiptoes in to (quietly & tenderly) escort everyone but his sleeping wife out of the darkening room.

At the July Wedding
At the July Wedding

 

We’d all like a theme to make better sense of our lives. What did these unexpected viewpoints tell us about living, or tell the performers about themselves?

Sweating and sleeping in these ways set the players apart from the social norm, left them no choice but to see themselves as singular and slightly askew, and the places where they are supposed to belong differently. In tribal cultures, it is a common rite of passage to go out into the wilderness alone for a time, to think about your new role (as adult or wife, a recent hire or holy man) and what it will be like for you when you return. Each of these plays was a similar act of meditation. A deeply personal way to go out, so you can come back in and have it all make a little more sense.

Filed Under: *All Posts, Building Your Values into Your Work, Daily Preparation, Introducing Yourself & Your Work Tagged With: performance, perspective, point of view, rite of passage, Solofest, theater

Morality Play

May 24, 2014 By David Griesing Leave a Comment

Many who watched Frontline’s The United States of Secrets (May 13 and 20, 2014 on PBS) did so wanting to learn what happened before Edward Snowden’s massive disclosure of documents about the warrantless surveillance of American citizens. It was certainly the promised backstory—the bits and pieces gathered over the years and now stitched back together—that made me want to watch. But even more than the story itself, I was repeatedly overtaken by some of the characters in it. There are Shakespeare plays have had less courage, duplicity, guilelessness, arrogance and decency on display.

You can watch and judge for yourself.

Still from The United States of Secrets
Still from “The United States of Secrets”

 

When you do, keep an eye on 3 characters in particular, all of whom will interrupt the sidelong glance you’d usually cast in the direction of government bureaucrats:

Diane Roark, long-time staff member of the House Intelligence Committee;

Thomas Tamm, attorney and Justice Department liaison to the Foreign Intelligence Surveillance Court; and

Senior National Security Agency manager Robert Drake.

On a stage filled with dissemblers, careerists, and preening journalists, it is hard to take your eyes off of them. However you view opponents of our government’s surveillance programs, there can be no argument that each of these individuals risked their jobs, along with the quality of their future lives, to stand up for what they believed in the face of terrible odds.

Truly terrible odds.

Prevention of another 9-11 is what propelled the US reaction (or over-reaction) in the ensuing years. After more than a decade with no major terrorist incident on our soil, it is easy—much too easy—to discount the concerns that we all had much closer to that terrible day about the reasonable costs of our personal safety in a free and open society. Indeed, the courage in this documentary is directly proportionate to a threat we could all barely fathom on 9-12, and in the weeks, months and years that followed. The question could not be more important. What should you do (and those we rely on to protect us) do or not do, when caught up in the grip of fear?

By saying that the U.S. could not break its own laws to confront this threat, Roark, Tamm and Drake each challenged those they worked with in the government, as well as everyone in their chains of command (like vice-president Cheney) who were convinced that the fate of the nation would be undermined by their dissent. In order to do their jobs, these individuals were not only prepared to lose them, but also to be accused of having “blood on their hands” if their quibbling about legalities and moralities opened a fatal breach in the new “safety net” that was soon being assembled around us.

What they personally risked was like the excommunication that a former teacher of mine was threatened with when she encouraged a new dialogue within the Church about the nature of love; when she was told, in essence, “you cannot write about these things and be part of us anymore.” But being seen as “a Heretic,” “a Traitor” or “a Potential Murderer” didn’t stop (perhaps couldn’t stop) any of them, because they were not overtaken by their fears. Something even more basic and bedrock than that was involved, for better or worse.

You can catch a glimpse of these basic building blocks in Roark, Tamm and Drake. Because it is hard to speak from your conscience and easy to stay silent and go along, it can always be instructive to look in the faces of fairly ordinary and usually invisible people when they have simply refused to yield to larger forces.

My personal hope is that I can see in them something of my better self too.

Individuals who are working at the top of their games often learn about things that are far above their pay grades. Diane Roark was one of them, and in the immediate wake of 9/11 she started hearing about NSA surveillance of American citizens conducted without judicial sanction (that is, after a warrant arguing probable cause had been submitted and approved). She knew this was illegal, and began an impassioned harangue of her Congressional bosses. She argued with them. She documented what she kept learning and peppered them with memos. People connected to the government kept talking to her, because they were concerned too.

DIANE ROARK
DIANE ROARK

 

What Roark didn’t know was that the White House was also briefing her bosses on the House Intelligence Committee. She didn’t know that once these Congressional leaders were told about the new surveillance, how many of them felt that they could no longer exercise oversight, because the specter of having “blood on their hands” effectively silenced them.

Because Roark was unaware of this, she kept trying to convince her Committee members and, in an expression of frustration, was finally told to take her suspicions up with General Michael Hayden, who ran the NSA. Her bosses knew it was a dead-end, but the evasive answers she received and the assurance she finally got of authorization “from the top” made her more concerned than ever. She redoubled her efforts to convince somebody, anybody, that this program was “unethical, immoral, politically stupid, illegal and unconstitutional.” That was her job, after all. You can still hear the disbelief in her voice that the government she was working so hard to serve was acting in this manner. Roark resigned in frustration a year after 9/11, having dared to raise her voice, both loudly and clearly, when our leader’s fears were at their highest.

Thomas Tamm was the Justice Department attorney who submitted requests for warrants made by federal investigators to the special court charged with either authorizing or rejecting the surveillance of American citizens suspected of terrorism. In other words, he was literally one of the lynchpins in the pre-9/11 safeguards that had been established to protect citizens from being monitored by their government without probable cause.

 

THOMAS TAMM
THOMAS TAMM

 

Tamm came from a family of law enforcement professionals. His father and grandfather both held senior positions at the FBI. Like Roark, Tamm also started hearing about surveillance reports that were not tied to any standing warrant.

His immediate superior was repeatedly unresponsive when he raised his concerns with her (although she talked about probable illegality in a telling aside). Months passed and he went “outside his chain” to a Congressional staffer involved in government oversight but was stonewalled again. It was clear that the government was going around the job he was trying to do with a secret and unauthorized program. Unable to get any kind of response to his concerns from within the government, in a fateful move Tamm called a reporter covering post-9/11 security issues at the New York Times before, in the words of the narrator “disappear[ing] back into the bureaucracy.”

Angry about leaks to the press, Vice President Cheney’s office started a “manhunt for leakers” during this time, an initiative that continued under President Obama (despite assurances while he was campaigning that there will be “no more ignoring of the law when it is inconvenient on my watch”). His home as well as Roark’s were ultimately raided by the FBI, and both had their documents as well as computers seized. Both left their government jobs and endured years of uncertainty (and in Tamm’s case depression) facing possible arrest, although neither ultimately was. In the documentary, Tamm’s quiet sadness about these events is easily as compelling as Roark’s agitation.

Senior NSA manager Robert Drake was also alarmed when he started to suspect that his own agency was conducting warrantless surveillance. It was his job to find existing capabilities within the NSA that could be mobilized post-9/11.

The National Security Agency was chartered after World War II to ensure that there were no more surprises like Pearl Harbor, so it was not surprising that it had developed a program called “Thin Thread” that could eavesdrop on every American’s electronic communications, but with the built-in privacy protections mandated by law. (All personal data that the program captured was encrypted until a judge deemed that it could be read upon presentation of a warrant.) When Drake told his superiors about Thin Thread, he was surprised when they told him they were “going with another program.” He soon discovered that the other program was essentially Thin Thread without the legal safeguards.

ROBERT DRAKE
ROBERT DRAKE

 

If possible, Drake was even more dogged than Roark or Tamm in his efforts to convince his superiors to stop the warrantless surveillance. Unlike them however, as he continued to raise concerns his job duties were taken out from under him. He bypassed his chain of command and wrote directly to General Keith Alexander, by then the head of the NSA, that the warrantless surveillance program was “out of control” and needed to be “reigned in.” In the meantime, his worst fears were being confirmed by the New York Times’ reporting.

For 4 years, the stonewalling continued and his frustration festered. Drake ultimately reached out to a reporter at the Baltimore Sun. Before long he too was caught in the same dragnet for leakers as the others. When the FBI raided his home, for hours all they wanted to talk about with him was the press reports, and all he talked about in return was how law enforcement should be pursuing lawbreakers elsewhere in the government.

Prosecutors decided to make an example out of Drake, indicting him in 2010 under the Espionage Act because he allegedly had classified documents in his home. He exhausted his financial resources on his defense. After repeatedly threatening him to plead guilty, his attorneys successfully argued that the documents in question had previously been made public by the government itself. On the eve of his trial, all serious charges were dropped. Drake was required to pay a $25 fine for misuse of his government computer.

Roark, Tamm and Drake raised concerns about warrantless surveillance and assumed the attendant risks because the proper handling of intelligence gathering was at the core of their jobs. It was their business to know what was legal and illegal, and unlike most others in the government, they raised their voices and never bowed before the strenuous efforts that were made to stop them from doing so.

Whether they deserved what their principled tenacity brought them or suffered in vain is not for me to decide. On the other hand, when your work—your very job description—brings you knowledge of wrongdoing, you essentially have two choices: to raise your voice and assume the risks, or to remain silent and go along. The morality play that is The United States of Secrets is really about some of the ordinary characters who made the more extraordinary of these two choices.

 

 

Filed Under: *All Posts, Being Part of Something Bigger than Yourself, Being Proud of Your Work, Building Your Values into Your Work, Heroes & Other Role Models Tagged With: fear, moral courage, The United States of Secrets, warrantless surveillance, whistleblowers, whistleblowing

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David Griesing (@worklifeward) writes from Philadelphia.

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