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Saturday, September 28, 2013
The Cheapest Generation
SEPTEMBER 2012
The Cheapest Generation
Why Millennials aren’t buying cars or houses, and what that means for the economy
DEREK THOMPSON AND JORDAN WEISSMANNAUG 22 2012, 9:20 PM ET
In 2009, Ford brought its new supermini, the Fiesta, over from Europe in a brave attempt to attract the attention of young Americans. It passed out 100 of the cars to influential bloggers for a free six-month test-drive, with just one condition: document your experience online, whether you love the Fiesta or hate it.
Young bloggers loved the car. Young drivers? Not so much. After a brief burst of excitement, in which Ford sold more than 90,000 units over 18 months, Fiesta sales plummeted. As of April 2012, they were down 30 percent from 2011.
Don’t blame Ford. The company is trying to solve a puzzle that’s bewildering every automaker in America: How do you sell cars to Millennials (a k a Generation Y)? The fact is, today’s young people simply don’t drive like their predecessors did. In 2010, adults between the ages of 21 and 34 bought just 27 percent of all new vehicles sold in America, down from the peak of 38 percent in 1985. Miles driven are down, too. Even the proportion of teenagers with a license fell, by 28 percent, between 1998 and 2008.
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by Jordan Weissmann
In a bid to reverse these trends, General Motors has enlisted the youth-brand consultants at MTV Scratch—a corporate cousin of the TV network responsible forJersey Shore—to give its vehicles some 20-something edge. “I don’t believe that young buyers don’t care about owning a car,” says John McFarland, GM’s 31-year-old manager of global strategic marketing. “We just think nobody truly understands them yet.” Subaru, meanwhile, is betting that it can appeal to the quirky eco-conscious individualism that supposedly characterizes this generation. “We’re trying to get the emotional connection correct,” says Doug O’Reilly, a publicist for Subaru. Ford, for its part, continues to push heavily into social media, hoping to more closely match its marketing efforts to the channels that Millennials use and trust the most.
All of these strategies share a few key assumptions: that demand for cars within the Millennial generation is just waiting to be unlocked; that as the economy slowly recovers, today’s young people will eventually want to buy cars as much as their parents and grandparents did; that a finer-tuned appeal to Millennial values can coax them into dealerships.
Perhaps. But what if these assumptions are simply wrong? What if Millennials’ aversion to car-buying isn’t a temporary side effect of the recession, but part of a permanent generational shift in tastes and spending habits? It’s a question that applies not only to cars, but to several other traditional categories of big spending—most notably, housing. And its answer has large implications for the future shape of the economy—and for the speed of recovery.
Since World War II, new cars and suburban houses have powered the economy and propelled recoveries. Millennials may have lost interest in both.
Half of a typical family’s spending today goes to transportation and housing, according to the latestConsumer Expenditure Survey, released by the Bureau of Labor Statistics. At the height of the housing bubble, residential construction and related activities accounted for more than a quarter of the economy in metro areas like Las Vegas and Orlando. Nationwide, new-car and new-truck purchases hovered near historic highs. But Millennials have turned against both cars and houses in dramatic and historic fashion. Just as car sales have plummeted among their age cohort, the share of young people getting their first mortgage between 2009 and 2011 is half what it was just 10 years ago, according to a Federal Reserve study.
Needless to say, the Great Recession is responsible for some of the decline. But it’s highly possible that a perfect storm of economic and demographic factors—from high gas prices, to re-urbanization, to stagnating wages, to new technologies enabling a different kind of consumption—has fundamentally changed the game for Millennials. The largest generation in American history might never spend as lavishly as its parents did—nor on the same things. Since the end of World War II, new cars and suburban houses have powered the world’s largest economy and propelled our most impressive recoveries. Millennials may have lost interest in both.
When Zipcar was founded, in 2000, the average price for a gallon of gasoline was $1.50, and iPhones didn’t exist. Since then, it has become the world’s largest car-sharing company, with some 700,000 members. Zipcar owes much of its success to two facts. First, gas prices more than doubled, which made car-sharing alluring. Second, smartphones became ubiquitous, which made car-sharing easier.
The emergence of the “sharing economy”—services that use the Web to let companies and families share otherwise idle goods—is headlined by Zipcar, but it also involves companies such as Airbnb, a shared marketplace for bedrooms and other accommodations for travelers; and thredUP, a site where parents can buy and sell kids’ used clothing.
From a distance, the sharing of cars, rooms, and clothes may seem a curiosity, more hippie than revolutionary. But technology is allowing these practices to go mainstream, and that represents a big new step for consumers. For decades, inventory management was largely the province of companies, not individuals, and continual efforts to reduce inventory—the stock of things just sitting around—helped companies improve their bottom line. But today, peer-to-peer software and mobile technology allow us all to have access, just when we need it, to the things we used to have to buy and hold. And the most powerful application is for cars.
The typical new car costs $30,000 and sits in a garage or parking spot for 23 hours a day. Zipcar gives drivers access to cars they don’t have to own. Car ownership, meanwhile, has slipped down the hierarchy of status goods for many young adults. “Zipcar conducted a survey of Millennials,” Mark Norman, the company’s president and chief operating officer, told us. “And this generation said, ‘We don’t care about owning a car.’ Cars used to be what people aspired to own. Now it’s the smartphone.”
Some automakers are slowly coming around to that view. Last year, Ford agreed to become Zipcar’s largest supplier on more than 250 college campuses. Young people prize “access over ownership,” said Sheryl Connelly, head of global consumer trends at Ford. “I don’t think car-buying for Millennials will ever be what it was for Boomers. But we know if they have the opportunity to drive Ford, they’re more likely to choose Ford if they buy a car.”
Subaru’s publicist Doug O’Reilly told us, “The Millennial wants to tell people not just ‘I’ve made it,’ but also ‘I’m a tech person.’ ” Smartphones compete against cars for young people’s big-ticket dollars, since the cost of a good phone and data plan can exceed $1,000 a year. But they also provide some of the same psychic benefits—opening new vistas and carrying us far from the physical space in which we reside. “You no longer need to feel connected to your friends with a car when you have this technology that’s so ubiquitous, it transcends time and space,” Connelly said.
In other words, mobile technology has empowered more than just car-sharing. It has empowered friendships that can be maintained from a distance. The upshot could be a continuing shift from automobiles to mobile technology, and a big reduction in spending.
Millennials, of course, are sharing more than transportation: they’re also sharing living quarters, albeit begrudgingly, and with less gee-whiz technology involved. According to Harvard University’s Joint Center for Housing Studies, between 2006 and 2011, the homeownership rate among adults younger than 35 fell by 12 percent, and nearly 2 million more of them—the equivalent of Houston’s population—were living with their parents, as a result of the recession. The ownership society has been overrun by renters and squatters.
Nine out of 10 Millennials say they eventually want a place they own, according to a recent Fannie Mae survey. But this generation’s path to homeownership is fraught with obstacles: low pay, low savings, tighter lending standards from banks. Student debt—some $1 trillion in total—stalks many potential buyers as they seek a mortgage (or a car loan). At a minimum, homeownership rates are highly unlikely to soon return to the peaks they hit during the housing bubble.
Still, in the next decade, a group of people the size of California’s population—most of them Millennials—will likely come together to form new households. The question is: Where, and in what manner?
In some respects, Millennials’ residential aspirations appear to be changing just as significantly as their driving habits—indeed, the two may be related. The old cul-de-sacs of Revolutionary Road and Desperate Housewives have fallen out of favor with Generation Y. Rising instead are both city centers and what some developers call “urban light”—denser suburbs that revolve around a walkable town center. “People are very eager to create a life that blends the best features of the American suburb—schools still being the primary, although not the only, draw—and urbanity,” says Adam Ducker, a managing director at the real-estate consultancy RCLCO. These are places like Culver City, California, and Evanston, Illinois, where residents can stroll among shops and restaurants or hop on public transportation. Such small cities and town centers lend themselves to tighter, smaller housing developments, whether apartments in the middle of town, or small houses a five-minute drive away. An RCLCO survey from 2007 found that 43 percent of Gen‑Yers would prefer to live in a close-in suburb, where both the houses and the need for a car are smaller.
Wholly apart from their urban sensibility, townhouses and other small houses are more affordable, all else equal, and developers know that to attract Millennials, they need to cater to tattered bank accounts. “The types of properties young people are buying now are different from what [that age group] bought five years ago,” said Shannon Williams King, the vice chair of strategic planning at the National Association of Realtors. “They are within walking distance of shopping centers. These buyers want bike shares and Zipcar. They like feeling connected.” In short, the future of the house might look a lot like the future of the car: smaller, cheaper, built for a new economy.
If the Millennials are not quite a post-driving and post-owning generation, they’ll almost certainly be a less-driving and less-owning generation. That could mean some tough adjustments for the economy over the next several years. In recent decades, the housing industry has usually led us out of recession. When the Federal Reserve lowered interest rates in the midst of the sharp recession of the early 1980s, for instance, a construction boom helped fuel the “Reagan Recovery.” With the housing market moribund, the Federal Reserve has lost a key means of influencing the economy with lower interest rates. The service-led recovery we’ve gotten instead is not nearly as robust.
“I don’t think car-buying for Millennials will ever be what it was for Boomers,” said Sheryl Connelly, head of global consumer trends at Ford.
Smaller houses built in dense, mixed-use neighborhoods generally take longer to build than McMansions on green-field sites. And of course, because they require fewer fixtures and furnishings, their construction spurs less economic activity.
What’s more, both construction and automaking are solidly blue-collar sectors. They employ millions of middle-class workers, who could be hurt by a transition away from home construction and auto manufacturing. The tech companies that sell personal electronics and provide high-speed Internet connections don’t need as many workers. And the jobs they do create—domestically at least—skew heavily toward the top of the socioeconomic ladder.
Yet in the long run, there’s good cause for optimism as well. Nobody is suggesting that the American consumer has bought her last house or car—only that houses and cars may lose some of the outsize importance they’ve had to the economy for the past 10 or 20 years or more. “There are a lot of countries, Germany for example, where homeownership rates are a lot lower than ours, and they have healthy incomes,” said Robert Lerman, an Urban Institute fellow in labor and social policy. Simple arithmetic says that if Americans spend less money on cars and houses, they’ll have more money left over to spend or save—and not all of that will go to electronic gadgets.
Education is the “obvious outlet for the money Millennials can spend,” Perry Wong, the director of research at the Milken Institute, told us, noting that if young people invest less in physical things like houses, they’ll have more to invest in themselves. “In the past, housing was the main vehicle for investment, but education is also a vehicle.” In an ideas economy, up-to-date knowledge could be a more nimble and valuable asset than a house.
What’s more, the shift away from traditional suburbs toward denser, urban-light living could have major economic-growth implications on its own. Economic research shows that doubling a community’s population density tends to increase productivity by anywhere between 6 percent and 28 percent. Economists have found that more than half of the variation in output per worker across U.S. states can be explained by density. Our wealth, after all, is determined not only by our own skills and talents, but by our ability to access the ideas of those around us; there’s a lot to be gained by increasing the odds that smart people might bump against each other. Ultimately, if the Millennial generation pushes our society toward more sharing and closer living, it may do more than simply change America’s consumption culture; it may put America on firmer economic footing for decades to come.
Derek Thompson is an Atlantic senior editor. Jordan Weissmann is an Atlanticassociate editor.
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Wednesday, September 25, 2013
How I Hire
How I Hire: Likeability Does Not Equal Profitability Inge Geerdens on LinkedIn
I have a confession to make: I am no genius in recruiting for my own company. Sure, I am an expert, being the owner of...2m
How I Hire: There Is No Lone Genius; Hire a Team With These Four Types By Beth Comstock 23h
Burger King’s New French Fries Took Ten Years to Developthedailybeast.com 22h
How I Hire: 80+ Perspectives on the Ideal Candidate linkedin.com 1d
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Friday, September 20, 2013
What Interviewers Wish They Could Tell Every Job Candidate
What Interviewers Wish They Could Tell Every Job Candidate
September 16, 2013
In the best interviews, job candidates say a lot and interviewers very little – after all, the interview is about the candidate, not the interviewer.
But there are a few things interviewers would like to tell job candidates well before the interview starts.
1. I want you to be likeable.
Obvious? Sure, but also critical. I want to work with people I like and who in turn like me.
So: I want you to smile. I want you to make eye contact, sit forward in your chair, and be enthusiastic. The employer-employee relationship truly is a relationship -- and that relationship starts with the interview (if not before.)
A candidate who makes a great first impression and sparks a real connection instantly becomes a big fish in a very small short-list pond. You may have solid qualifications, but if I don't think I'll enjoy working with you, I'm probably not going to hire you.
Life is too short.
2. I don’t want you to immediately say you want the job.
Oh, I do want you to want the job -- but not before you really know what the job entails. I may need you to work 60-hour weeks, or travel 80% of the time, or report to someone with less experience than you... so sit tight for a bit.
No matter how much research you've done, you can't know you want the job until you know everything possible about the job.
3. I want you to stand out....
A sad truth of interviewing is that later I often don't recall, unless I refer to my notes, a significant amount about some of the candidates. (Unfair? Sure. Reality? Absolutely.)
The more people I interview for a job and the more spread out those interviews, the more likely I am to remember a candidate by impressions rather than by a long list of facts.
So when I meet with staff to discuss potential candidates I might initially refer to someone as, "the guy with the bizarre stainless steel briefcase," or "the woman who does triathlons," or "the gentleman who grew up in Lichtenstein."
In short, I may remember you by "hooks" – whether flattering or unflattering – so use that to your advantage. Your hook could be your clothing, or an outside interest, or an unusual fact about your upbringing or career. Better yet your hook could be the project you pulled off in half the expected time or the huge sale you made.
Instead of letting me choose, give me one or two notable ways to remember you.
4. ... but not for being negative.
There's no way I can remember everything you say. But I will remember sound bites, especially the negative ones – like the candidates who complain, without prompting, about their current employer, their coworkers, or their customers.
So if for example you hate being micro-managed, instead say you're eager to earn more responsibility and authority. I get there are reasons you want a new job but I want to hear why you want my job instead of why you're desperate to escape your old job.
And keep in mind I'm well aware our interview is like a first date. I know I'm getting the best possible version of "you." So if you whine and complain and grumble now... I know you'll be a real treat to be around in a few months.
5. I want you to ask lots of questions about what really matters to you...
I need to know whether I should hire you, but just as importantly I need you to make sure my job is a good fit for you.
So I want you to ask lots of questions: What I expect you to accomplish early on, what attributes make our top performers outstanding, what you can do to truly drive results, how you'll be evaluated… all the things that matter to you and to me and my business.
You know what makes work meaningful and enjoyable to you. I don't. There's no other way to really know whether you want the job unless you ask questions.
6. ... but only if the majority of those questions relate to real work.
I know you want a positive work-life balance. Still, save all those questions about vacation sign-up policies and whether it's okay to take an extra half hour at lunch every day if you also stay a half hour late and whether I've considered setting up an in-house childcare facility because that would be really awesome for you and your family.
First let's find out if you're the right person for the job, and whether the tasks, responsibilities, duties, etc. are right for you.
Then we can talk about the rest.
7. I love when you bring a "project."
I expect you to do a little research about my company. That’s a given.
To really impress me, use the research you’ve done to describe how you will hit the ground running and contribute right away – the bigger the impact the better. If you bring a specific skill, show how I can leverage that skill immediately.
Remember how I see it: I have to pay your salary starting day one, so I'd love to see an immediate return on that investment starting day one.
8. At the end I want you to ask for the job... and I want to know why.
By the end of the interview you should have a good sense of whether you want the job. If you need more information, say so and let's figure out how to get what you need to make a decision.
If you don't need more information, do what great salespeople do and ask for the job.
I'll like the fact you asked. I want you to really want the job -- but I also want to know why you want the job. So tell me why: You thrive in an unsupervised role, or you love working with multiple teams, or you like frequent travel.
Ask me for the job and prove to me, objectively, that it's a great fit for you.
9. I want you to follow up... especially if it's genuine.
Every interviewer appreciates a brief follow-up note. If nothing else, saying you enjoyed meeting me and are happy to answer any other questions is nice.
But "nice" may not separate you from the pack.
What I really like – and remember – is when you follow up based on something we discussed. Maybe we talked about data collection techniques and you send me information about a set of tools you strongly recommend. Maybe we talked about quality and you send me a process checklist you developed that I could adapt to use in my company. Or maybe we both like cycling, so you send me a photo of you on your bike in front of the sign at the top of the Col du Tourmalet (and I'm totally jealous.)
The more closely you listened during the interview, the easier it is to think of ways to follow up in a natural and unforced way.
Remember, we're starting a relationship -- and even the most professional of relationships are based on genuine interactions.
I also write for Inc.com:
5 Questions Great Job Candidates Ask
Best Interview Technique You Never Use
14 Revealing Interview Questions
What Interviewers Wish They Could Tell...
Apple: The Beginning of a Long Decline?
No Job Posted...Send Resume Anyway?
SNAP Challenge Day #1: Prepping for the...
Facebook is Doomed
Say Goodbye to MBTI, the Fad That Won't...
Your Team Can Smell a Rat
How to Spot a Great Leader in Four Easy...
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September 16, 2013
In the best interviews, job candidates say a lot and interviewers very little – after all, the interview is about the candidate, not the interviewer.
But there are a few things interviewers would like to tell job candidates well before the interview starts.
1. I want you to be likeable.
Obvious? Sure, but also critical. I want to work with people I like and who in turn like me.
So: I want you to smile. I want you to make eye contact, sit forward in your chair, and be enthusiastic. The employer-employee relationship truly is a relationship -- and that relationship starts with the interview (if not before.)
A candidate who makes a great first impression and sparks a real connection instantly becomes a big fish in a very small short-list pond. You may have solid qualifications, but if I don't think I'll enjoy working with you, I'm probably not going to hire you.
Life is too short.
2. I don’t want you to immediately say you want the job.
Oh, I do want you to want the job -- but not before you really know what the job entails. I may need you to work 60-hour weeks, or travel 80% of the time, or report to someone with less experience than you... so sit tight for a bit.
No matter how much research you've done, you can't know you want the job until you know everything possible about the job.
3. I want you to stand out....
A sad truth of interviewing is that later I often don't recall, unless I refer to my notes, a significant amount about some of the candidates. (Unfair? Sure. Reality? Absolutely.)
The more people I interview for a job and the more spread out those interviews, the more likely I am to remember a candidate by impressions rather than by a long list of facts.
So when I meet with staff to discuss potential candidates I might initially refer to someone as, "the guy with the bizarre stainless steel briefcase," or "the woman who does triathlons," or "the gentleman who grew up in Lichtenstein."
In short, I may remember you by "hooks" – whether flattering or unflattering – so use that to your advantage. Your hook could be your clothing, or an outside interest, or an unusual fact about your upbringing or career. Better yet your hook could be the project you pulled off in half the expected time or the huge sale you made.
Instead of letting me choose, give me one or two notable ways to remember you.
4. ... but not for being negative.
There's no way I can remember everything you say. But I will remember sound bites, especially the negative ones – like the candidates who complain, without prompting, about their current employer, their coworkers, or their customers.
So if for example you hate being micro-managed, instead say you're eager to earn more responsibility and authority. I get there are reasons you want a new job but I want to hear why you want my job instead of why you're desperate to escape your old job.
And keep in mind I'm well aware our interview is like a first date. I know I'm getting the best possible version of "you." So if you whine and complain and grumble now... I know you'll be a real treat to be around in a few months.
5. I want you to ask lots of questions about what really matters to you...
I need to know whether I should hire you, but just as importantly I need you to make sure my job is a good fit for you.
So I want you to ask lots of questions: What I expect you to accomplish early on, what attributes make our top performers outstanding, what you can do to truly drive results, how you'll be evaluated… all the things that matter to you and to me and my business.
You know what makes work meaningful and enjoyable to you. I don't. There's no other way to really know whether you want the job unless you ask questions.
6. ... but only if the majority of those questions relate to real work.
I know you want a positive work-life balance. Still, save all those questions about vacation sign-up policies and whether it's okay to take an extra half hour at lunch every day if you also stay a half hour late and whether I've considered setting up an in-house childcare facility because that would be really awesome for you and your family.
First let's find out if you're the right person for the job, and whether the tasks, responsibilities, duties, etc. are right for you.
Then we can talk about the rest.
7. I love when you bring a "project."
I expect you to do a little research about my company. That’s a given.
To really impress me, use the research you’ve done to describe how you will hit the ground running and contribute right away – the bigger the impact the better. If you bring a specific skill, show how I can leverage that skill immediately.
Remember how I see it: I have to pay your salary starting day one, so I'd love to see an immediate return on that investment starting day one.
8. At the end I want you to ask for the job... and I want to know why.
By the end of the interview you should have a good sense of whether you want the job. If you need more information, say so and let's figure out how to get what you need to make a decision.
If you don't need more information, do what great salespeople do and ask for the job.
I'll like the fact you asked. I want you to really want the job -- but I also want to know why you want the job. So tell me why: You thrive in an unsupervised role, or you love working with multiple teams, or you like frequent travel.
Ask me for the job and prove to me, objectively, that it's a great fit for you.
9. I want you to follow up... especially if it's genuine.
Every interviewer appreciates a brief follow-up note. If nothing else, saying you enjoyed meeting me and are happy to answer any other questions is nice.
But "nice" may not separate you from the pack.
What I really like – and remember – is when you follow up based on something we discussed. Maybe we talked about data collection techniques and you send me information about a set of tools you strongly recommend. Maybe we talked about quality and you send me a process checklist you developed that I could adapt to use in my company. Or maybe we both like cycling, so you send me a photo of you on your bike in front of the sign at the top of the Col du Tourmalet (and I'm totally jealous.)
The more closely you listened during the interview, the easier it is to think of ways to follow up in a natural and unforced way.
Remember, we're starting a relationship -- and even the most professional of relationships are based on genuine interactions.
I also write for Inc.com:
5 Questions Great Job Candidates Ask
Best Interview Technique You Never Use
14 Revealing Interview Questions
What Interviewers Wish They Could Tell...
Apple: The Beginning of a Long Decline?
No Job Posted...Send Resume Anyway?
SNAP Challenge Day #1: Prepping for the...
Facebook is Doomed
Say Goodbye to MBTI, the Fad That Won't...
Your Team Can Smell a Rat
How to Spot a Great Leader in Four Easy...
Nailing a Presentation in the First 60...
The Secret to Making Good Decisions
Why You Should Dump Your 5-Year Career...
How I Failed
The Hobby Every Frazzled Executive...
An Elite Education, for Just $10,000 a...
The Fed Just Shocked Investors: Here's...
Why It's Time to Ditch Your Office
The Biggest Marketing Lesson from...
Karl Marx Was Right About Employee...
Financial Crisis: How Hank Paulson...
Financial Crisis Anniversary: Where We...
Sunday, September 15, 2013
7 Leadership Lies You Need to Stop Believing
7 Leadership Lies You Need to Stop Believing
BY MARK SANBORN | August 28, 2013|
34 Comments |
http://www.entrepreneur.com/article/228109
Image credit: berkley.patch.com
We live in an age that seeks quick fixes and easy answers. Sometimes leaders abdicate their thinking to others and accept "prevailing wisdom," which is often an oxymoron.
I grew up, like most, accepting many things at face value. It wasn't until I started giving important issues like leadership a second and third thought that I realized I'd been believing what turned out to be some seriousleadership myths.
Here are seven leadership lies and why they simply aren't true:
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Share your thoughts
1. "All managers are leaders." Truth: some managers can lead and others don't or cannot. Management is a subset of leadership, not its equivalent.
Managers are good at setting up, monitoring and maintaining systems and processes. They hire people. But if they can't bring out better performance in people and take the organization beyond where it is, they aren't leading.
Leadership always involves change, improvement and growth.
2. "Some are born leaders." Truth: even someone with a predisposition to lead must learn the skills of leadership.
A young person who is 6'6" might have the predisposition to play basketball, but he or she still needs to learn the skills before they can play successfully.
Leadership might be more latent in some than others -- and you can't always tell -- so focus on what is developing someone's behaviors, not their biological background.
3. "Leaders always have the right answers." Truth: leaders ask the right questions and know where to find the best answers.
If your people always come to you for answers, you're stunting their ability to think. And if everyone in your company keeps asking the same questions, I assure you, you're not that innovative.
Without questioning and curiosity, leaders simply manage by using familiar answers long after the marketplace has started asking different questions. It isn't about knowing the answers as much as it is about knowing who to ask and where to look.
4. "You need a title to lead." Truth: to lead you only need to know when it is appropriate to do so and how to do it.
When I stay at a hotel, the majority of people I encounter -- from the front desk to housekeeping to foodservice -- have no formal title or power over people, yet they are responsible for creating my experience there -- good or bad. Good staff willing to take the lead are as important (and probably more) than the official leaders at the top.
Leadership is about making things better, and the best organizations teach everyone to take responsibility for leading.
5. "Leaders are focused." Truth: Leaders create a shared focus.
If your team isn't focused, it doesn't matter how focused you are on doing what matters. A manager is usually focused, but a leader creates shared focus and doesn't waste resources by allowing team members to do work that doesn't matter.
Being focused is about self-responsibility and discipline. Creating shared focus is about engaging others in the leadership agenda and making it specific to their jobs.
6. "Leadership is about ambition." Truth: leadership is about the greater good.
There's nothing wrong with ambition, but it primarily serves the ambitious. If what you're doing serves only you, you almost certainly aren't leading.
When others are served better as well -- customers, colleagues, vendors, the community -- that is the sign of effective leadership.
7. "Anyone can lead." Truth: Nobody can lead if they lack the desire to do so.
You can't make people lead any more than you can make a horse drink once you've led it to water. Desire is the sine qua non of effective leadership.
And you, Mr. or Ms. Leader, cannot become better without the same desire. I've observed that nobody improves by accident. Getting better is about getting past the common thinking, lies and misconceptions and digging for wisdom. Once you know the truth, it can set you free and make you a better leader.
Read more stories about: Leadership, Management, Management lessons
Share your thoughts
Mark Sanborn
Mark Sanborn is an author, speaker and president of Sanborn & Associates Inc., a leadership development firm based in Lonetree, Colo.
The author is an Entrepreneur contributor. The opinions expressed are those of the writer.
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Do you Skype? I’ve been using it for years. I pay about $3 a month for unlimited outbound long distance to the US/Canada. I chat to people on skype, I have skype-to-skype calls, and it is integrated into JibberJobber so I can start a call or chat with one click.
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Monday, September 09, 2013
The Mistake Busy People Make
PSYCHOLOGY
The Mistake Busy People Make
We think we need to manage time, but we also need to manage bandwidth
By Sendhil Mullainathan @m_sendhilSept. 09, 2013Add a Comment
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Busy people all make the same mistake: they assume they are short on time, which of course they are. But time is not their only scarce resource. They are also short on bandwidth. By bandwidth I mean basic cognitive resources — psychologists call them working memory and executive control — that we use in nearly every activity. Bandwidth is what allows us to reason, to focus, to learn new ideas, to make creative leaps and to resist our immediate impulses. We use bandwidth to be a good participant at an important meeting, to be a good boss to an employee who frustrates us and to be attentive parent or spouse.
When we schedule things, we don’t want to just show up, we want to be effective when we get there. This means we need to manage bandwidth and not just manage time. And this is where things get tricky, because bandwidth does not behave the way time does. Time can be dissected easily: an hour can be cut up in many ways. Fifteen minutes on this memo, a five-minute walk to another meeting, 30 minutes at that meeting and then 10 minutes debriefing. Oh, and maybe a quick phone call on the walk to that meeting. The busy are expert at dissection: that’s how they make it all fit.
(MORE: Does Listening to Music While Working Make You Less Productive?)
But bandwidth cannot be dissected like time can. Picture yourself at dinner with a friend whose marriage is on the rocks and wants some advice. Now imagine her request comes at a time when you have a big-project deadline looming. You value her friendship so you make time for dinner, but once you’re there, you find your mind wandering back to that project. You hear the advice you’re giving and feel it’s muddied. You try to console her, but it feels a bit off-key: after all you’ve only heard 70% of what she’s said. The problem of course is that while you’ve made time for her, you didn’t make bandwidth for her.
This is the big mistake: we focus on managing time and end up mismanaging bandwidth. Here is another example. An important strategy memo requires two hours to write. As a good time manager, you find the time for it — a one-hour block between two meetings and two half-hour blocks later. But by the time you’re really focused and have got the previous meeting off your mind, your first hour is nearly over. And the other half hours might as well not have been there. Your two hours got you maybe 30 minutes of quality work.
(MORE: 10 Ways We Get Smarter as We Age)
But we can become better bandwidth managers. First, recognize that different tasks require more or less bandwidth. That round-table project update meeting may be time-consuming but not bandwidth consuming. The final decision on what to do about that nice but underperforming employee is not time-consuming but is bandwidth consuming. Being a good parent or spouse may be both time- and bandwidth consuming.
Second, recognize that some tasks tax your bandwidth even when you are not working on them — a looming deadline or a challenging decision call your mind away from whatever you’re working on. They leave you with less bandwidth for everything else. Finally, other tasks do not tax bandwidth but refresh it. It may be time with family, watching a basketball game, time at the gym or simply doing nothing.
These simple ideas can change how you schedule your day. Don’t place tasks requiring heavy bandwidth (that strategy memo) right after tasks that tax bandwidth. Give yourself more time than you need to get the previous meeting off your mind. For bandwidth-demanding tasks, recognize that big contiguous blocks are better than smaller blocks. Finally, find those tasks that refresh bandwidth and make time for them.
A friend of mine, a busy entrepreneur, confessed to me that he fills up his calendar with fictitious meetings for Tuesday. Sometimes he wanders record shops (yes, they still exist!). Sometimes he runs errands that have piled up. Sometimes he just loafs on the sofa. These are investments in bandwidth. “I’m just more productive overall since I started secret Tuesdays,” he told me. That’s the real secret of secret Tuesdays.
Sendhil Mullainathan @m_sendhil
Sendhil Mullainathan is a professor of economics at Harvard and the co-author with Eldar Shafir of Scarcity: Why Having Too Little Means So Much. The views expressed are solely his own.
by TaboolaFROM THE WEB
Tuesday, September 03, 2013
The Perfect Nap: Sleeping Is a Mix of Art and Science
Monday, September 2, 2013 As of 10:12 PM EDT
YOUR HEALTH
Updated September 2, 2013, 10:12 p.m. ET
The Perfect Nap: Sleeping Is a Mix of Art and Science
Why Some Snoozing Sessions Leave You Groggy While Others Help
By:
SUMATHI REDDY
CONNECT-
Article
Graphics
Comments (23)
MORE IN HEALTH & WELLNESS »
There's an art to napping.
Studies have found different benefits—and detriments—to a nap's timing, duration and even effect on different people, depending on one's age and possibly genetics.
"Naps are actually more complicated than we realize," said David Dinges, a sleep scientist at the University of Pennsylvania's Perelman School of Medicine. "You have to be deliberative about when you're going to nap, how long you're going to nap and if you're trying to use the nap relative to work or what you have coming up."
For a quick boost of alertness, experts say a 10-to-20-minute power nap is adequate.
A snooze on the couch on a Sunday afternoon may seem like the perfect way for a responsible adult to unplug. But at a time when roughly one-third of people report not getting enough sleep, more naps, albeit short ones, might make for a more functional workforce, researchers say.
How Long to Nap
View Graphics
Sleep experts break sleep down into several stages, which the brain cycles through roughly every 90 to 120 minutes. These stages are broadly characterized into non-rapid eye movement (NREM) sleep and rapid eye movement (REM) sleep. NREM is further broken down into stage one and two, which are considered light and intermediate sleep, followed by slow-wave sleep. Awakening from slow-wave sleep, the deepest kind, results in what doctors call sleep inertia or sleep drunkenness: that groggy feeling that can take awhile to shake off. Finally, there's REM sleep, often associated with dreaming.
Sara Mednick, an assistant psychology professor at the University of California, Riverside, said the most useful nap depends on what the napper needs.
For a quick boost of alertness, experts say a 10-to-20-minute power nap is adequate for getting back to work in a pinch.
For cognitive memory processing, however, a 60-minute nap may do more good, Dr. Mednick said. Including slow-wave sleep helps with remembering facts, places and faces. The downside: some grogginess upon waking.
Finally, the 90-minute nap will likely involve a full cycle of sleep, which aids creativity and emotional and procedural memory, such as learning how to ride a bike. Waking up after REM sleep usually means a minimal amount of sleep inertia, Dr. Mednick said.
Experts say the ideal time to nap is generally between the hours of 1 p.m. and 4 p.m. Napping later in the day could interfere with nighttime sleep.
The body's circadian rhythms help people to expect to be awake in the morning and early in the night. "So if you take naps when your brain doesn't expect to be sleeping, you feel kind of thrown off," contributing to the sleep inertia effect, said Rafael Pelayo, a clinical professor at Stanford University School of Medicine's Sleep Medicine Center.
A telltale sign of being very sleep-deprived, he said, is dreaming during a short nap. "Definitely in a 20-minute nap you should not be dreaming," he said.
Ilene Rosen, an associate professor of clinical medicine at Penn's Perelman School of Medicine, said the ideal duration of a nap is still being debated, but generally speaking the "10-to-20-minute nap is really the optimal time in terms of bang for your buck."
Leon Lack, a psychology professor at Flinders University in Australia, found in a 2006 study in the journal Sleep that among shorter breaks, 10-minute naps packed the most punch.
The study compared naps ranging from 30 seconds to 30 minutes, testing 24 participants at each of several intervals. After each nap the individuals were tested on a variety of mental-processing tasks. The sharpness of the 10-minute nappers became apparent "right away," Dr. Lack said, and remained apparent for about two to 2 1/2 hours.
Those who took 20- and 30-minute naps tended to feel groggy immediately after the nap for up to about 30 minutes. From there, they showed mental sharpness similar to what researchers saw from the 10-minute nappers, with that sharpness lasting a bit longer.
Jonathan Brandl is a Newton, Mass.-based consultant who works from home. Up at 5 a.m. to hit the gym, he finds himself fading around 2 p.m. His solution is a fast snooze in a comfy chair in his den. His trick for waking up: He holds a pen or pencil in his hand, which usually falls about 10 to 15 minutes into his nap, waking him up.
"After the nap, I feel totally refreshed and then power through the rest of the day," the 56-year-old Mr. Brandl said.
Though napping at work often remains taboo, experts say growing scientific evidence of its benefits has led select workplaces to accept it.
Christopher Lindholst, chief executive and co-founder of New York-based MetroNaps, has installed specially designed sleeping pods for Google, Huffington Post, an Iowa construction company and the Arizona Diamondbacks baseball team. The chairs retail for $8,995 to $12,985.
The 60-minute nap may not be kosher in most workplaces, but it also has its pluses.
In a 2012 study in the journal Neurobiology of Learning and Memory, researchers split 36 college-aged students into three groups. Each group learned a memory task, pairing words on a screen with a sound. Afterward, one group had 60 minutes to nap, another 10 minutes. The final group didn't sleep.
Upon retesting, the napping groups fared better, as expected, said Sara Alger, lead author of the study and a postdoctoral research associate at the University of Notre Dame.
More interesting, she noted, was that on further testing, including a week later, the 60-minute group performed far better than the 10-minute group, which now performed as poorly as the non-napping group. The researchers concluded that slow-wave sleep—only experienced by the 60-minute nappers—is necessary for memory consolidation.
Researchers continue to explore why some individuals don't seem to benefit from naps. Dr. Mednick said ongoing studies are looking at potential genetic differences between habitual and nonhabitual nappers.
Kimberly Cote, a professor of psychology and neuroscience at Brock University in St. Catharines, Ontario, said individuals who don't normally nap tend to slip into the deep stages of sleep more quickly than those who do. Studies have found through monitoring brain waves that regular nappers are good at maintaining a light sleep when they nap and show better performance improvements than their non-napping counterparts.
"We're not sure what those individual differences are," she said, "if that's something that they've learned to do over time or if there's something biologically different that allows them to nap like that."
Another trick to waking up perky after a short nap is to drink a cup of coffee before sleeping. Caffeine won't hurt such a short break and should lessen the effect of sleep inertia.
Dr. Dinges recommends sleeping partially upright to make it easier to wake up. Studies, he said, have found that not laying totally flat results in avoiding falling into a deeper sleep.
"A lot of people say, 'I only need four hours of sleep a night.' There's a few of them around but not very many," he said.
Write to Sumathi Reddy at sumathi.reddy@wsj.com
A version of this article appeared September 3, 2013, on page D1 in the U.S. edition of The Wall Street Journal, with the headline: A Field Guide to the Perfect Nap.
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Copyright ©2013 Dow Jones & Company, Inc. All Rights Reserved.
By:
SUMATHI REDDY
CONNECT-
Article
Graphics
Comments (23)
MORE IN HEALTH & WELLNESS »
There's an art to napping.
Studies have found different benefits—and detriments—to a nap's timing, duration and even effect on different people, depending on one's age and possibly genetics.
"Naps are actually more complicated than we realize," said David Dinges, a sleep scientist at the University of Pennsylvania's Perelman School of Medicine. "You have to be deliberative about when you're going to nap, how long you're going to nap and if you're trying to use the nap relative to work or what you have coming up."
For a quick boost of alertness, experts say a 10-to-20-minute power nap is adequate.
A snooze on the couch on a Sunday afternoon may seem like the perfect way for a responsible adult to unplug. But at a time when roughly one-third of people report not getting enough sleep, more naps, albeit short ones, might make for a more functional workforce, researchers say.
How Long to Nap
View Graphics
Sleep experts break sleep down into several stages, which the brain cycles through roughly every 90 to 120 minutes. These stages are broadly characterized into non-rapid eye movement (NREM) sleep and rapid eye movement (REM) sleep. NREM is further broken down into stage one and two, which are considered light and intermediate sleep, followed by slow-wave sleep. Awakening from slow-wave sleep, the deepest kind, results in what doctors call sleep inertia or sleep drunkenness: that groggy feeling that can take awhile to shake off. Finally, there's REM sleep, often associated with dreaming.
Sara Mednick, an assistant psychology professor at the University of California, Riverside, said the most useful nap depends on what the napper needs.
For a quick boost of alertness, experts say a 10-to-20-minute power nap is adequate for getting back to work in a pinch.
For cognitive memory processing, however, a 60-minute nap may do more good, Dr. Mednick said. Including slow-wave sleep helps with remembering facts, places and faces. The downside: some grogginess upon waking.
Finally, the 90-minute nap will likely involve a full cycle of sleep, which aids creativity and emotional and procedural memory, such as learning how to ride a bike. Waking up after REM sleep usually means a minimal amount of sleep inertia, Dr. Mednick said.
Experts say the ideal time to nap is generally between the hours of 1 p.m. and 4 p.m. Napping later in the day could interfere with nighttime sleep.
The body's circadian rhythms help people to expect to be awake in the morning and early in the night. "So if you take naps when your brain doesn't expect to be sleeping, you feel kind of thrown off," contributing to the sleep inertia effect, said Rafael Pelayo, a clinical professor at Stanford University School of Medicine's Sleep Medicine Center.
A telltale sign of being very sleep-deprived, he said, is dreaming during a short nap. "Definitely in a 20-minute nap you should not be dreaming," he said.
Ilene Rosen, an associate professor of clinical medicine at Penn's Perelman School of Medicine, said the ideal duration of a nap is still being debated, but generally speaking the "10-to-20-minute nap is really the optimal time in terms of bang for your buck."
Leon Lack, a psychology professor at Flinders University in Australia, found in a 2006 study in the journal Sleep that among shorter breaks, 10-minute naps packed the most punch.
The study compared naps ranging from 30 seconds to 30 minutes, testing 24 participants at each of several intervals. After each nap the individuals were tested on a variety of mental-processing tasks. The sharpness of the 10-minute nappers became apparent "right away," Dr. Lack said, and remained apparent for about two to 2 1/2 hours.
Those who took 20- and 30-minute naps tended to feel groggy immediately after the nap for up to about 30 minutes. From there, they showed mental sharpness similar to what researchers saw from the 10-minute nappers, with that sharpness lasting a bit longer.
Jonathan Brandl is a Newton, Mass.-based consultant who works from home. Up at 5 a.m. to hit the gym, he finds himself fading around 2 p.m. His solution is a fast snooze in a comfy chair in his den. His trick for waking up: He holds a pen or pencil in his hand, which usually falls about 10 to 15 minutes into his nap, waking him up.
"After the nap, I feel totally refreshed and then power through the rest of the day," the 56-year-old Mr. Brandl said.
Though napping at work often remains taboo, experts say growing scientific evidence of its benefits has led select workplaces to accept it.
Christopher Lindholst, chief executive and co-founder of New York-based MetroNaps, has installed specially designed sleeping pods for Google, Huffington Post, an Iowa construction company and the Arizona Diamondbacks baseball team. The chairs retail for $8,995 to $12,985.
The 60-minute nap may not be kosher in most workplaces, but it also has its pluses.
In a 2012 study in the journal Neurobiology of Learning and Memory, researchers split 36 college-aged students into three groups. Each group learned a memory task, pairing words on a screen with a sound. Afterward, one group had 60 minutes to nap, another 10 minutes. The final group didn't sleep.
Upon retesting, the napping groups fared better, as expected, said Sara Alger, lead author of the study and a postdoctoral research associate at the University of Notre Dame.
More interesting, she noted, was that on further testing, including a week later, the 60-minute group performed far better than the 10-minute group, which now performed as poorly as the non-napping group. The researchers concluded that slow-wave sleep—only experienced by the 60-minute nappers—is necessary for memory consolidation.
Researchers continue to explore why some individuals don't seem to benefit from naps. Dr. Mednick said ongoing studies are looking at potential genetic differences between habitual and nonhabitual nappers.
Kimberly Cote, a professor of psychology and neuroscience at Brock University in St. Catharines, Ontario, said individuals who don't normally nap tend to slip into the deep stages of sleep more quickly than those who do. Studies have found through monitoring brain waves that regular nappers are good at maintaining a light sleep when they nap and show better performance improvements than their non-napping counterparts.
"We're not sure what those individual differences are," she said, "if that's something that they've learned to do over time or if there's something biologically different that allows them to nap like that."
Another trick to waking up perky after a short nap is to drink a cup of coffee before sleeping. Caffeine won't hurt such a short break and should lessen the effect of sleep inertia.
Dr. Dinges recommends sleeping partially upright to make it easier to wake up. Studies, he said, have found that not laying totally flat results in avoiding falling into a deeper sleep.
"A lot of people say, 'I only need four hours of sleep a night.' There's a few of them around but not very many," he said.
Write to Sumathi Reddy at sumathi.reddy@wsj.com
A version of this article appeared September 3, 2013, on page D1 in the U.S. edition of The Wall Street Journal, with the headline: A Field Guide to the Perfect Nap.
You Might Like
Woman Tries to Sell Daughter’s Virginity
Tips for Being a Better Conversationalist and Why You Need Them
Why do you switch your knife and fork when you eat?
'Broken-Hipsters' flood the urban environment
Problem for Bezos: Mall Becoming Cheaper Than Amazon
Content from our Sponsors
What's this?
Finish Your Homework! 15 Tips for ADHD Students (Health Central)
5 Non-Prescription Ways to Treat ADHD Symptoms (Health Central)
Five Signs of Senior Stress (Comfort Keepers)
Bipolar Celebrities (Health Guru)
Warning Signs of Bipolar Disorder (Health Guru)
Copyright ©2013 Dow Jones & Company, Inc. All Rights Reserved.
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