I wrote yesterday’s Oldie back in 2007; it ended with this comment,

Corporate responsibility is a major buzzword these days, but it’s hard to tell whether it’s tied more closely to

• doing what’s right;
• doing what you can get away with; or
• not getting caught.

It’s taken 13 years for practitioners of the second and third approaches to even consider changing.

The pressure they face to take such steps is real; the industry’s years of reliance on hypocrisy, lobbying, and misleading public relations tactics is eerily reminiscent of the approach taken by tobacco companies, and its litigation risks are set to follow a similar trajectory, with lawyers and activists framing failure to address climate change as a human-rights violation.

The changes certainly aren’t being driven by the Feds (consider the EPA’s decision to limit scientific research when drafting environmental and public health regulations), but by people.

The corporate responsibility façade is—finally, thankfully—crumbling. Activist investors and angry citizens have forced a reckoning. The Conference Board views the upcoming 2020 proxy season as a tipping point for disclosure of corporate political activity.

Even more potent are Gen Z’s and many Millennial’s attitude on choosing a place to work.

Young graduates evaluating prospective employers know that the true narrative of a corporation’s purpose can be found by reviewing who it does business with and which politicians it backs [emphasis mine].

There is no company that can survive without an adequate workforce and there is no Generation in history as suspicious and downright cynical about corporate America, including Big Tech, unicorns and startups in general than Gen Z — an attitude already infecting other generational segments.

Amazon employee reaction to CEO Jeff Bezos’ climate change initiative is a good example.

Amazon Employees for Climate Justice responded to Jeff Bezos’s recent $10 billion commitment to fight climate change by reminding their CEO that “one hand cannot give what the other is taking away.”

That two-faced approach isn’t unusual; in fact, it’s common practice — more plainly described as talk the talk, but screw the walk.

It will be difficult for that approach to continue working when it seriously limits recruiting efforts, not to mention paying customers.

Image credit: Frits Ahlefeldt

Three years ago Jason Ford, an entrepreneur and investor in Austin, TX, wrote a post on Medium titled The real reason my startup was successful: privilege.

It is far more honest and accurate than the typical stuff from founders talking (bragging) about how they did it on their own.

This is especially true of younger founders.

Like Rick yesterday, they have no recognition of the privilege that eased their lives and underlies their success.

The post was thoughtful, intelligent, calmly stated, no insulting, or trolling.

But a lot of people scanned it, their focus caught on a couple of words, so the misinterpreted what Ford had written, in many cases angrily.

A couple of months later he followed up with White privilege is real to respond to comments from the first post.

Ford says it better, but privilege, whether White or based on gender, zip code, alumni, or any of a myriad of other things is very real.

Ford says it much better than I do; read his posts and spread the word.

No problem, large or small, was ever solved by ignoring it.

Image credit: Stephen Dann

Poking through 11+ years of posts I find information that’s as useful now as when it was written.

Golden Oldies is a collection of the most relevant and timeless posts during that time.

It’s been nearly five years since I wrote about “Rick” and in spite of everything that’s happened in those years, including inheriting his grandmother’s large estate, Rick still doesn’t consider himself privileged. Not surprising, considering the American belief that anybody can bootstrap their way to success all on their own. That includes people like Kylie Jenner, who brags about being self-made, since she bootstrapped her company using her own money — all by herself. No question, bootstrapping is far easier when you are privileged.

Read other Golden Oldies here.

If you’re an outsider, or even an insider prone to objectivity, Silicon Valley’s culture is a mess.

When I said as much to “Rick” his response caught me off guard — although it shouldn’t have.

“I wish they would just give it a rest. I am sick and tired of all the crap about wealth inequality, lack of diversity and privacy rights. That stuff is not my responsibility. I’ve worked hard and deserve my success; nobody went out of their way to help me. I’m sure not privileged and I figure if I can do it so can they.”

I’ve heard this before, but it still leaves me speechless.

Rick is tall, white, nice looking, middle class family, raised around Palo Alto, and graduated from UC Berkeley; his dad worked for Intel.

Yet he doesn’t see himself as privileged.

Over the years I’ve known thousands of Ricks.

And therein lies the true problem.

Because it’s hard to change that which doesn’t exist.

Image credit: Dagny Mol

Scheduling is every boss’ responsibility.

Good scheduling means your people can count on having a life outside work.

If projects stack up, or have deadlines like these, you need to figure out what’s going on.

Don’t look to your team for a solution.

In most cases, look in the mirror to solve the problem.

Image credit: Dan4th Nicholas

I was going through some very old cuttings and this one jumped out at me.

I want all of my rights immediately, but have no urgent need of my obligations.

It was originally written about teenagers.

These days it seems to fit a lot of folks in the tech world and beyond — way beyond.

From sea to shining sea and on to Wall Street, then south to DC and the halls of Congress and the White House.

Image credit: studio tdes

Monday was about dealing with jerks in your workplace and yesterday about managing lazy co-workers.

What about bosses? Where are they? Why is it being left to workers to deal with problem co-workers?

Over the years (decades, actually), I’ve heard all the excuses — ‘I can’t be everywhere’, ‘I’m working on it’, or the ubiquitous ‘I’m busy’.

Those are the “good” excuses; here are the bad ones — ‘they’re really good at [whatever]’, ‘they’re a friend/relative of X’, ‘they’ve been here since the beginning’, and, in some ways, the worst ‘deal with it’.

Being self-motivated and self-managing should not include having to manage your colleagues.

That’s the boss’ job and why they make the bigger bucks.

I’ve never forgotten what Terry Dial, who eventually became vice chairman of Business Banking at Wells Fargo, told me decades ago when I was a recruiter, “People are 90% of our costs as well as the key to customer service and satisfaction. The only thing that should take priority over hiring a new employee is keeping a current one.”

That hasn’t changed in all these years.

Which begs the question, what are the bosses doing?

Avoiding direct interactions by hiding behind social media and chat apps, just as they hid behind email and, before that, memos.

Sometimes it’s because they are promoted in spite of not being a “people person,” which has nothing to do with whether they are extroverts or introverts.

Good bosses know that when someone is messing up, hurting or one of the other myriad causes of less than optimum behavior, it’s their responsibility.

Period.

No ifs, ands, buts, or excuses.

Image credit: Jordan Davis

Yesterday we took another look at the effects of, and how to deal with, jerks in the workplace. Today’s guest post by Ariel Schur addresses a different problem, i.e., colleagues who don’t pull their weight.

Most of us have dealt with a lazy colleague at some point in our professional career. They do the bare minimum, but just enough to fly under the radar. Coworkers like these unfortunately have the capability of single-handedly undermining group work or projects with looming deadlines. Yet, somehow, they have managed to remain employed – and some even manage to get ahead! Are employees simply supposed to grin and bear it? What can we do when we’re saddled with a lazy coworker?

There are effective ways to combat this issue at work and potentially change that colleague’s behavior moving forward.

Speak to your colleague directly

Approach your colleague with your concerns, relate their performance back to how it affects you. For example, “I’ve been taking on a lot of your work assignments lately and it’s preventing me from getting my own work done”, or “I had to re-do your part of the project because it didn’t follow the requirements”. Making them realize how their shortcomings are affecting the performance of yourself or the group is the first step if you want their behavior to change. From there, talk about ways to hold each other accountable and hold up each end of the bargain for future collaborations.

It is usually best to first try approaching your colleague with your concerns before going to your manager. Not only is this proper workplace etiquette, but why take the problem to someone else if you may be able to solve it on your own?

Document all correspondence

Any e-mail, conversation transcription, group notes, etc. will be helpful. Keeping a paper trail of all written (or verbal) communication is important for two reasons; 1) so you can remind your colleague of all the times you talked to them regarding the issue, and 2) you’ll have examples to bring up to your boss or manager, in the event that you do have to talk to them about the situation. If it does need to be reported, I suggest going directly to whoever is overseeing the project or would hold you responsible if the work is not completed.

Keep a Positive Attitude to Avoid Adopting Their Work Ethic

It’s easy to let a coworker’s laziness affect your attitude at work. You may even feel tempted to think “well, if they’re not going to do it, neither am I” – but that’s a bad idea. Your reputation is directly correlated to your performance and that is not worth risking. If you talked to your colleague and/or supervisor and do not see a change, do not let it influence the work you’ve put in. Always remain professional and continue to be the conscientious worker you are!

Dealing with lazy colleagues is never easy. Talking to them about the issue is often times enough for things to improve, but in some instances you may be required to take extra steps. Try to work with them, keep track of all the problems that arise as a result of their slack, and do not let it affect your own performance. Taking these steps to combat the issue are sure to make your life at your job easier moving forward.

Ariel Schur, LCSW is the CEO and sole founder of ABS Staffing Solutions. Her high-touch, service-oriented approach has been a refreshing change to the industry. Ariel prides herself on developing highly customized relationships with clients so that they can find the right employee matches for any and all employment needs.  Ariel has set a new standard for the “boutique” approach to staffing. Her work model is time-intensive, specifically tailored to her clients’ specific needs, and all-encompassing to provide the highest quality experience.

Back in 2015 I wrote about the importance of living your own life, instead of trying to live someone else’s as seen on Instagram. Last month we considered the idea that it is our values that are the basis of true authenticity and yesterday the lesson was that mea culpa was valueless if it wasn’t sincere, AKA, authentic.

Given all that, what do you do when you

1. know you messed up; and
2. are incapable of admitting it?

Gurus of whatever type love to apply the 80/20 rule to situations like this, meaning that once you know/understand the problem (80%) then applying a solution is relatively easy (20%), so just do it.

Which, based on all I’ve seen and my own personal experience, is bunk.

If there’s anything I’ve learned in my life it’s that one size or solution does not fit all.

What do you do when you know you should take responsibility and just can’t make yourself do it?

Let’s start with what you don’t do.

You don’t

• shift the blame (responsibility) to another person or the group;
• pretend it didn’t happen; or
• act oblivious.

Doing the first will turn your people against you; either of the others will make you look like an idiot — and turn people against you.

So what do you do?

Discuss the problem/situation openly, tacitly admitting the source by not specifying it and encouraging the team to provide solutions, as opposed to you.

Your people aren’t stupid or you wouldn’t have hired them.

They’ll understand your actions giving you time to change your MAP, so you can admit it openly the next time — because there will always be a next time.

Image credit: Bill Ohl

Poking through 12+ years of posts I find information that’s as useful now as when it was written.

Golden Oldies is a collection of the most relevant and timeless posts during that time.

Mea culpa has never been anyone’s favorite thing, but in the eight years since I wrote this post hearing it has become even more unlikely — unless, of course, the speaker has already been outed for whatever and mea culpa is their default fallback position/excuse.

Read other Golden Oldies here.

In the popular vernacular, the expression “mea culpa” is an admission of having made a mistake by one’s own fault (one that could have been avoided if the person had been more diligent).

Mea culpa are two of the most powerful words any manager can say—as long as they are authentic.

Creating a culture where mea culpa is not just tolerated, but applauded is the mark of the best ‘leadagers’ (Leader + Manager discussion).

The words offer no value if they are uttered insincerely or as a means to an end.

Publicly taking responsibility for an error, let alone a real screw-up, is the mark of a good leader, a great manager and a true mensch.

How often have you said ‘mea culpa’ and meant it?

Image credit: Markus Tacker

Today is the first day of the rest of your life.

Your life as lived in the real world with real people and real relationships.

As Arianna Huffington said,

What we’ve discovered is that technology might be great at delivering what we want in the moment, but it’s less great at giving us what we need over the long term.

The biggest step forward in the world of technology in 2018 was the realisation that we have to set boundaries in our relationship with technology to protect our humanity. (…) It was the year we realised that the consequences of allowing technology into every aspect of our lives aren’t all positive.

If, after all Zuckerberg’s lies and shenanigans you actually decide to delete Facebook from your life, you need to remember that it owns Instagram and WhatsApp, so they would need to go, too. If that works for you, here are two explanations of what to do. The first explains how to delete all three, the second focuses on Facebook.

You can take a less drastic approach than full deletion, yet give yourself far more control, by leaving the apps on your laptop, but deleting them from your phone (except for some Samsung models). They’ll still be there, but you’ll need to make a conscious choice to check them instead of responding like Pavlov’s dog to the notifications.

If even that is too much, start by turning off notifications.

You will be surprised at the difference it makes.

Don’t ignore the fact that tech is addictive and can take over your life in the same way as alcohol or drugs. And just like alcohol and drugs there are support groups and rehab centers for tech addiction. Even if you don’t believe you are actually addicted, check it out; it’s always better to be safe than sorry.

If instead you just want to take much more control, here are some links that can help you make conscious choices.

Use Location History Visualizer to gain a better understanding of what Google’s location tracking means to you. And understand that Apple isn’t immune.

One humongous thing you can do to shrink your online footprint is to switch from Google to Startpage.com. The lack of ads makes a huge difference in the quality of your browsing.

And take a close look at this infographic on how to make yourself invisible on the net.

Invest in a VPN; I have Avast’s, since I also use their virus software and consider the small annual charge to be one of the best investments I’ve made.

Here’s one on stopping robocalls on both iPhone and Android.

You don’t have to do it all at once, but you do need to think through tech’s effects on your life and your relationships and then go from there.

PS This just in. Amazon’s Ring, along with dozens of other IoT devices are famous for their laz security.

Beginning in 2016, according to one source, Ring provided its Ukraine-based research and development team virtually unfettered access to a folder on Amazon’s S3 cloud storage service that contained every video created by every Ring camera around the world. (…)  The Information, which has aggressively covered Ring’s security lapses, reported on these practices last month.

So before you buy one stop and think, “would I want whatever this device learns about me and my family shared across the strangers and media?” If the answer is “no” then you should probably skip it.