My Final Will and Testament – Influences – Reflection #9  — Part 1 People

images If you have gone this far with “My Final Will and Testament” you will not need the introduction that I have used for the past 9 Reflections.  If this is your first visit to my series of fourteen reflections than I suggest that you go back to number one and start there.  This link will take you to the first reflection in my series:  “Things that I Have Loved in Life.” You will get the background to my thoughts and desires concerning this series of Reflections in this first blog.

Imagine that this is the last day of your life on earth.  In the time that you have left, you want to leave a “Testament” for your family and friends. 

  1. These are the Influences (people, literature, and Music) that have shaped me.

There are many categories of things which I could describe that have shaped my life.  However, for reasons of expediency I have limited them to three: People, music, and literature.  I will briefly discuss some of the major formative experiences in each category.  On any given day, I could add or subtract several of these experiences and swap them out with others.  The things that have made a difference in my life are like the desert sands.  They shift and take various shapes depending on how the winds of my mind are blowing.  Because the elements of this reflection are so numerous, I am going to break them down into three parts.  In Part 1, I will reflect on the People who have made the greatest contributions to my life.  In Part 2, I will reflect on the Literature that has most influenced my ideas and thoughts.  In Part 3, I will describe the Music that has moved my feelings, my emotions, and my soul.

Part 1, People:

This is easily the most formative and impactful of the categories that have made me the person I am today.  This category includes the people who have had the most influence on my life.  People that I will never forget.  These people have all helped me to be a better person.  They have been positive forces in my life.  I will refrain from discussing those people who have had a negative impact on my life.  It should be noted that negative events can easily be just as life changing as positive events.  However, in this “Last” testament, I want to stay positive.  There are ten people I need to mention who stand out from the rest.  My apologies to anyone who I have left out who reads this blog and feels slighted.  I am listing these friends, counselors, and mentors in chronological order of appearance in my life.

Mother Fyndoca: (1956)

My fifth-grade teacher at Mount St. Francis Academy who knew that I was a rascal and a troublemaker but who also saw the potential I had.  She never let me off the hook for any mischief I did but she never let go of believing in me.  She was always there to encourage me with compassion and understanding.  She died to young from cancer.

Kwame Rice: (1971)

I met Kwame while taking a Sociology class at Rhode Island College in 1971.  We had a diverse group of students including Latinos, African Americans, and Italian Americans in the class.  Providence is a very heavy Italian Community.  It is also quite a melting pot for other cultures.  The major focus in the class was going to be on Race Relations and Prejudice.  The class was excited because we reflected quite a bit of diversity and experiences.  We anticipated many interesting discussions.

The Professor must have been worried about conflict because he selected Judaism as the subject for our talks.  There was not a single Jewish student in the class.  Kwame, an African American student, who was also a returning veteran, and I met after class.  Both of us were equally annoyed by the Prof’s decision.  We jointly decided that whether he wanted to or not, we were going to bring up other ethnic groups in the class for discussion as well as Jews who faced discrimination.  The class had so much diversity that we were not going to let this opportunity pass.  It was clear from the start that Kwame and I were kindred spirits.

It is fifty-three years later, and we are still good friends and brothers.  Kwame is now a Pastor, and we regularly have discussions on the problems of America in terms of religion, politics, race, and a host of other subjects.  Over the years, these talks and our friendship have given me a whole different insight into the history of America and how Black people and other minorities have been treated very differently than White people.  Kwame cares deeply about people and trying to create a just society for all people regardless of race or religion.  Now that he is retired, he devotes much of his time to helping Veterans at a center in Providence.  He is still fiery about his passions and convictions and has not given up on any of them.

Margo House: (1976)

Margo was a counselor and a good friend.  During my separation from my first wife, she more or less adopted me.  I was alone with no job, no friends, no family in a town 2000 miles from where I was brought up.  Margo invited me on trips with her family and helped me to see that there was still light at the end of the tunnel.  She was a kind woman who never took any money for the counseling and advice that she gave me.

Evelyn Rimel: (1977)

Dr. Rimel was my counseling instructor when I took the MS program in Counseling at Stout State University.  She was open-minded and never gave negative comments to any students.  She showed her compassion for all of her students and did not discriminate among the students.  Every student had her complete attention and help when needed.  She could demonstrate the power of love and compassion to change lives far better than anyone I have ever known before or since.  She loved all people and it showed up in her efforts to help make her students into change agents for a more loving world.

Sister Giovanni: (1979)

I was hired as a counselor/teacher at Guadalupe Area Project (Gap) in West Side St. Paul by Sister Giovanni.  Sister G as she was known to all was a direct forceful woman who brooked no stupidity or false pretenses from anyone.  She was the founder and leader of GAP.  You might say that she could be as hard as iron and as soft as cotton.  She was never ambivalent, but she always knew the right amount of force to apply to any problem or person.  She accepted me for the teacher that I was and helped give me guidance to become a better teacher both mentally and spiritually.  During my hiring interview, I told her that I was an Atheist, her reply was, “I don’t care what your religion is as long as you are a good teacher.”

Bill Cox:  (1980)

The separation with my first wife led me to a period of introspection and self-reflection into my life, my heart, and my emotions.  I realized that I had a great deal of blame for the problems in my marriage.  Many of these problems stemmed from the macho culture that I grew up in.  It is a culture that America seems to be imbued with.  Women are often treated as chattel and as second-class citizens.  Somehow I found my way to something called the “Men’s Center.”  It was in the heart of downtown Minneapolis on Park Avenue.  The director of the center was William (Bill) Cox.  He was a retired Methodist Minister.

The Men’s Center hosted a weekly gathering of men who wanted to discuss what it meant to be a man today.  What were the pros and cons of the messages that society sent us about being male in America?  Something akin to the Women’s movement was going on during the early 80’s and the Men’s Center and Bill Cox were at the heart of it in Minnesota.  There were numerous new books coming out on the subject of male masculinity.  We even developed a yearly conference on masculinity in Minnesota.  I eventually took a role in this movement and presented several workshops.

Bill was a unique individual.  He was instrumental in founding and funding the Men’s Center.  He lived and breathed the desire to help other men.  He spent most of his waking time trying to grow the Men’s Center.  Over the years, Bill and I became close friends.  We did workshops and talks together on Masculinity.  He was another brother in my life along with Kwame.  When Karen and I were married in 1989, Bill was the minister for our wedding.  I could always go to Bill for advice and support.  He was one of the kindest, most intelligent men I had ever met.

Dr. W. E. Deming (1986)

I met Dr. Deming for the first time at one of his five-day Quality Improvement seminars in San Francisco.  Dr. Deming forever changed the way I looked at work and productivity.  I credit three people as geniuses that I have read about in my life:  Sigmund Freud, Albert Einstein, and Dr. W. E. Deming.  Of the three, I have only had the pleasure of knowing Dr. Deming personally.  I worked with Dr. Deming during the period from 1986 until he passed away in 1993.  My relationship with Dr. Deming was one of the great adventures of my life.  Dr. Deming could be charming or to say the least disarming.  He was never one to mince words or as they say to “suffer stupidity lightly.”

I had joined Process Management International (PMI) after completing my Ph.D. degree in 1986.  PMI was founded by three former managers from Control Data Corporation in Minnesota with the guidance of Dr. Deming.  The practice of PMI was based on Dr. Demings famous 14 Points for Management.  I was familiar with Dr. Deming but did not know anything about his points/principles.  At the conference with Deming in San Francisco, I was designated to be one of his two helpers.  My boss Lou Schultz introduced me to Dr. Deming.  Lou said to Dr. Deming, “I would like you to meet one of my new employees.  Dr. Persico has just graduated from the University of Minnesota with a Ph.D. in Business.”  Dr. Deming shook my hand while replying “Humph, business schools, teach you all the wrong things.  Ph. D in business a total waste of time.”   That was my first meeting with Dr. Deming.  I cannot say that I was totally enamored with Dr. Deming at this point in our relationship.

Over the years, I worked with Dr. Deming many times.  At first, I was willing to concede that he might have been right about some of the things that I learned in business school being useless.  However, the more I learned from Dr. Deming, the more “right” he became in his pronouncement about business schools teaching all the wrong things.  Later on, I was 99 percent sure that he was correct.  I learned more about business from Deming than I ever did in my five or so years at the University of Minnesota.

The teachings of Dr. Deming opened a whole new way for me to see the world.  There was good in this and bad in this.  The good was in teaching me what a force for solving the problems of the world a business perspective could be.  The bad was in raising my expectations about how things could be only to see smart business-people doing dumb things over and over again.  Dr. Deming used to say, “There is nothing common about common sense.”  Also, “You put a good person in a bad system and the system will win every time.”

Sam Pakenham Walsh:  (1986)

Sam was easily the most educated and one of the smartest men I have ever met in my life.  If there ever was a model or prototype for an educated Oxford man it would have been Sam P-W.  Sam was also a consultant at PMI.  I was assigned to work with Sam on my first consultant engagement with International Nickel Corporation (INCO) in Canada.  While I learned most of what I know from Deming about business, I learned everything about consulting with clients from Sam P-W.  Like Deming, Sam was direct and did not mince words.  I respect this in a man or woman and value it most highly in a friendship.  Sam and I became good friends over time.  We had our share of disagreements and arguments, but we never lost respect for each other.

One of Sam’s most powerful abilities was what endeared him most to me but often was his downfall with clients.  Sam was the quintessential intellectual.  He reminded me of Thomas Jefferson.  Sam read more and knew more about philosophy and science than anyone else I have ever met in life.  Up to the time that Sam died at the age of 86, he was still learning and studying new ideas and new theories.  Sam’s ideas could be very esoteric, and this often did not go over well with clients.  Only the most open-minded and astute clients who would take the time to understand what Sam was telling them were receptive to some of his ideas.  He was frequently discounted as being too intellectual.

When it came to the realm of intellect, I lost my primary benefactor when Sam passed away.  Never one to be pragmatic, Sam taught me about thinking and logic and reasoning.  He understood more about the Scientific Method and Process Analysis than anyone else that I have ever worked regularly with.   Being logical and rationale is an endeavor that with Sam in mind, I continue to try to develop in my life.

Dr. Hana Tomasek: (1987)

Dr. Tomasek was a refugee from the Czech republic who fled her native land after the Russian invasion of 1968.   Hana came to this country speaking little English and with only her husband Yara and two suitcases.  They fled in the middle of the night and somehow evaded the border guards to find freedom in the USA.  Hana had a Ph.D. in Chemistry, and her husband Yara was an inventor and mechanical engineer with several patents to his name.  Since she could speak no English she could not find a job commensurate with her knowledge, skills, and abilities.  Hana took a job in a piece work factory nights making jewelry until she learned enough English to find other employment.

When I met Hana, she had become a contract consultant with PMI.  She helped other consultants to develop teaching, consultant skills and methods for working with clients.  Hana helped me with several classes and seminars that I had to put on while I was working with clients.  Hana had the people skills that anyone would be envious of.  She could always get her ideas across without offending anyone.  While I learned my business skills from Dr. Deming and my consulting skills from Sam P-W, I learned my people skills from Hana.  We became good friends.

Over the years, Hana, Karen, Yara and I did many things together.  From canoe trips to parties and Fourth of July celebrations, our lives were enriched by our times together.  We eventually went to the Czech Republic and stayed with a friend of Hana who took us around Prague and the Czech Republic.  We met some of Hana’s other friends and relatives.  Hana never forgot her folks back home and regularly made trips to her homeland to start a consulting company there.  Her company helped to put the Czech Republic on the road to Quality Management and Quality Improvement.  She spoke many times at conferences in the Czech Republic and was much admired by all the people there as well as anyone she ever met in the USA.

When Hana passed away, some of us put a memorial bench up in her honor near the lake that she loved so much.  Hana was one of those unique individuals who help to make the world a better place.

Helen Boyer: (1999)

In 1999, I quit full time consulting and went to work for the Minnesota Metropolitan Council.  My title was Principle Consultant 2.  It was my job to put the Met Council on the right path to implementing a Quality Improvement Program.  Helen Boyer was the Director of the division that I worked in called the Environmental Services Division.  I had a boss directly over me, but I reported to Helen on a regular basis.  She was a severe but totally fair task master.  I was the expert in Quality Control, but she was the expert in managing a regional government body representing seven of Minnesota’s metropolitan counties including, Anoka, Carver, Dakota, Hennepin, Ramsey, Scott, and Washington County.

Perhaps more than any other manager I have ever worked for, Helen gave me the opportunity to do the work that I was hired for.  She backed me up when needed and provided me with the time and labor to implement a large number of major quality improvement projects.  She never rejected any of my ideas out of hand.  In fact, I never remember her rejecting any of my ideas.  She always insisted on facts and data to support an idea, but she was one of the most open-minded people I have ever known.  Helen had a degree in Law and a degree in Chemistry which served her well as the leader of a division that was scientifically oriented but still rife with politics.

When I came to the Met Council, I was about a 1 in knowledge of Government politics.  With Helen’s help, when I left two years later,  I had graduated from a one to a five.  If I had stayed longer, I would have made even more progress.  However, “Ever Upward” was my financial motto back in those days and I left for a  great deal more money than I could be making in the Government.

Karen Blomgren:  (1983) Due to my “Special” relationship with Karen she is out of sequence. 

In 1989, Karen Blomgren Hinze and I went to China together.  We went there on our own and came back about two weeks before the Tiananmen Square Massacre on June 4, 1989.  The Chinese uprising had actually started nearly two months earlier when the Chinese Communist Party (CCP) general secretary Hu Yaobang died in April 19.  We spent three weeks traveling around China from about the third week of April to the second week of May.  During this time, we traveled from Shanghai, to Hangzhou, to Huangshan, to Nanjing and back to Shanghai.  We traveled by local bus, commuter bus, train, bicycle, foot, car, and even a gondola.  We traveled most of the trip by ourselves but a few times with some new friends that we met on our travels whom we remain friends with today.  During this trip, I bought Karen an engagement ring.

When we returned to the states, we planned our marriage.  On Sept 5th, 1989, Karen Blomgren Hinze became Karen Blomgren Persico.  Karen does not actually use the name Blomgren which is her maiden name.  However, I have a difficult time not thinking of her as a Blomgren since she was so close to her Mother and Father.

Karen grew up as an only child.  She may have been somewhat spoiled.  Nevertheless, Karen’s parents not having enough money to pay her way to college for a degree in Nursing, Karen worked and paid it all off herself.  She has never shown any resentment for her parents not being able to give her a free ride.  Karen has never expressed anything other than gratitude and admiration for the way that she was treated as a child and for the lessons that her parents taught her.

Karen is one of the kindest and most optimistic people you will ever meet.  She is also one of the most frugal humans I know.  She would rather shop at a Goodwill or Salvation Army than go to any regular retail store.  The other day, I wanted to take her to some upscale designer outlet shops in Tucson to buy a new purse and dress for my 60th high school reunion.  I told her “why am I still working part-time if we can’t afford some luxury items once in a while?”  Fourteen years down here and we had never been to even one of these fancy outlet shops.

We drove down and went from outlet store to outlet store.  We saw all the big names, Michael Kors, Prada, Coach, Ives Laurent, and many others.  Karen looked and looked.  She picked out products that had sixty percent off.  A purse that went for 500 dollars was reduced to 200 dollars.  Item after item she put back on the shelf or rack.  The same thing happened in every store we went to.  Frankly, I was bewildered at how much many of these products still cost even with a sixty percent discount.

I finally said, “how about we go back to Casa Grande and check out the Marshalls and Ross stores there?”  In the blink of an eye, we were back in the car and headed north to Casa Grande.  Once we arrived in the Promenade parking lot, It did not take Karen 20 minutes to find a nice dress and a new purse.  I think the total amount for both was about 60 dollars.  No one could ask for or find a better wife if they went to every continent in the world.  Karen is always ready to give me a back rub when I need it.  She is a great cook.  Sews many of the things that grace our house and is always ready to take off with me on some of my adventures.  She is not a complainer even when my adventure turns out to be a dud.  Karen is optimistic, always positive and hopeful as well.  Many people have told me that it is a miracle that she puts up with my pessimism, my radical politics, and my negativity towards the world.  If I were to use the word blessed, here is what I would say “I am blessed to have Karen for my wife.”

Well, that’s all.  I could have said a lot more about each of these wonderful people.  I should also have remembered many other people whom I have passed over.  Alas, our allotted space and time in the world never permits us the ability to recognize all the good deeds that others have done for us.  My apologies again for anyone that I have slighted or overlooked.

Next, I will publish Part 2 of my reflections on the Influences that have shaped my life.  More specifically, Part 2 will deal with the “Literature and Authors” that have shaped my thoughts and behaviors.  

 

 

 

 

 

 

The Four Most Important Searches in Our Lives – The Search for Adequacy

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It is my belief that we all want to feel that we can do something well.  Something that we will be proud of and perhaps something that we can be remembered for.  Adequacy is not being exceptional or a gold medal winner.  It is simply feeling that we can succeed at something and that we are competent at something.  Adequacy is the opposite of inadequate.  When we feel inadequate, we feel that something is missing in our lives, and we feel inferior.  No one wants to feel inferior.  Many of us will search our whole lives for a feeling of adequacy.

Some people think that we are born with an “original” sin.  I think we are born with an original disease.  I call it “Comparisonitis.”  It is the tendency to compare ourselves to others and to be compared to others.  This disease starts at birth and haunts us our entire lives.  We are compared in school with grades, at work with performance evaluations, at sports with ranking and even intellectually with IQ tests.  We are constantly measured against other people.  Most of us are found wanting.  We are instilled with a sense of inadequacy that infects our lives.  Our Search for Adequacy is a search to overcome the inadequacy driven by society, family, and friends.

S363910When we are born, we are compared to growth charts and Gesell Developmental schedules. for our development.  Lag behind and your parents will be worried.  As we grow up, we get compared to sisters, brothers, cousins, and others.  Who has not heard the comment “You are just like your father,” or “your sister had straight A’s when she was your age.”  In school, we will be tested from kindergarten through college on a variety of measures designed to see how we stack up.  Each state will routinely rate the children in a school district or region to compare to other children in the country.  Children and schools are then ranked and rated from best to worst.  Everyone with any eyes and a brain knows that the school districts with the most money will almost always have the highest rated schools.

Dr. Deming believed that such rankings and ratings had no statistical validity.  During Covid, the comment was repeatedly made that we must get kids back to school because they are falling behind.  I am bewildered since I do not know what they could be falling behind.  Standardized testing is one of the worse things to ever happen to education and so-called education experts continuously come up with statistically worthless comparisons to warn us about how bad our children are doing compared to other nations.

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Let me give you two examples of how worthless these claims are about success and falling behind.  First example, If I read a novel, in about six to eight weeks, I will have forgotten at least 80 percent of what I have read.  Textbooks are even worse in terms of retention. After I finished my Ph.D. program, how much of the material that I had covered in courses the previous 4 years do you think I retained?  Was I falling behind the Japanese?  Was I falling behind the Ph.D. students still in school?  How can you fall behind when it is perfectly normal to lose memory of anything from mathematics to languages if you do not routinely use them.

Second example.  I had French for seven years in middle school and high school.  A year after leaving high school, I could not speak a sentence in French if my life depended on it.  I passed seven years of French studies but without speaking it regularly with anyone.  Most of the knowledge I gained of the French language was worthless.  Dare I say most of the knowledge taught in schools is worthless.  Meaning that if it will not be used in life, it will not do you one bit of good.  I think of the classes I took in Algebra as another example.  This was a class that I received an A in.  I loved mathematics when I was in school.  I still am waiting to use any of my long-forgotten Algebra skills.  I will make an exception to my above complaints for schools.  If you have a good memory and you go on a Trivia contest, some of your schooling may help you to win a first place.

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Comparisons in the workplace can be and often are just as egregious and useless as comparisons in schools.  Performance appraisals, performance ratings and other HR devices to measure individual productivity are notoriously misleading.  People are ranked and rated by measures with little or no statistical validity.  You may work for one supervisor that rates employees very leniently and another who is a Simon Legree.  Merit raises may be based on “who you know” and awards such as “employee of the month” are usually nothing more than popularity contests.  Dr. Deming called performance evaluations one of his seven deadly diseases for companies.  In “Out of the Crisis”, page 101, Dr. Deming states the following as one of the seven deadly diseases:

“Evaluation of performance, merit rating, or annual review… The idea of a merit rating is alluring. the sound of the words captivates the imagination: pay for what you get; get what you pay for; motivate people to do their best, for their own good. The effect is exactly the opposite of what the words promise.”

One of my favorite quotes is a statement by Senator Hubert Humphrey which is engraved on a wall at the University of Minnesota.  He stated the following:

“Democracy is a system that achieves extraordinary results with ordinary people.”

In my consulting experience, I often found organizations stating that they wanted to hire the best people out there.  Even considering the faulty means of evaluating candidates that are often used by companies, the fact remains that there are not enough extraordinary people to go around.  I encouraged companies to follow Dr. Deming’s advice.  Do not rely on ratings and rankings to compare people.  It was Deming’s belief that most people wanted to do a good job.  The system usually placed the majority of limits on what an employee could do.  Thus, it was management’s responsibility to remove the barriers and obstacles in the system preventing and limiting increased productivity.  No amount of exhortations and warnings of firing will make a difference in a bad system.  Another famous Deming quote was “Put a good person in a bad system and the system will win every time.” 

2021-Billionaires_Main_NovAbout fifteen years ago, I wanted to test out a hypothesis.  Forbes Magazine each year publishes its list of 200 richest people in the world.   It gives a great deal of information about each person such as schooling and net worth.  I wanted to test whether or not a college degree made a difference in net worth.  I added up the overall net worth of all college graduates and compared it to the overall net worth of all those who did not complete college.  About fifty five percent of the Forbes richest people had either a bachelor’s degree or a master’s degree.  The remaining forty five percent either did not enter college or did not finish college.  Who do you think earned more money?  Imagine my surprise to find that the average net worth of non-college degreed rich people was 3.5 billion dollars compared to 2.5 billion dollars for degreed people.  All the hype on college degrees may just help make colleges richer.

Is it any wonder that so many of us grow up feeling inadequate?  Our Search for Adequacy is full of roadblocks and barriers.  I could go into the realm of sports in schools to demonstrate this even further but anyone who went to high school or college knows how biased this system is.  Schools teach competition versus cooperation and comparison versus individuality.  Thus, millions of us wonder about our value and standing in a society that seems bent on destroying our self-esteem.

Conclusions:  

  1. We search and we search but will we ever find that we are adequate? How can we find what society seems to want to hide from us? 
  2. Do not allow yourself to be compared to others. We are all unique and we all have unique skills.  No two people on the face of the earth have ever been and ever will be exactly alike.  Even identical twins who may share the exact same DNA will have slightly different fingerprints.
  3. Read what Dr. Deming and other statistical experts have to say about the value of testing and rating systems. Knowledge and understanding of statistics can help you to see whether or not a system is useful or destructive.
  4. Find a support system that will help to build your self-esteem. We all need help from others.  Find positive people to help you and stay away from people that demean your skills and abilities. My spouse Karen belongs to two music groups, one for mountain dulcimers and one for the ukulele.  She also belongs to a quilting group. These groups are comprised of positive people who help each other.  There are no tests for dulcimer playing.  No teachers comparing each ukulele student to other ukulele students.  No employers ranking and rating employees on their quilting performance.

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Next week we will look at Man/Woman’s Search for Authenticity.

Authenticity is being true to yourself.  It is being who you really are versus who others want you to be.  It is being true to a set of values, morals or principles that define a good life.  It is defining oneself and not letting others define you.  What do you want your life to be like?  What will you stand up?  What is worth living for and dying for?  These questions frame a Search for Authenticity which will continue our entire lives.

The Three Boxes of Life:  What Does the Coronavirus Have to Do with Them?

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In 1970, Richard Nelson Bolles wrote what was destined to become one of the most famous and useful books of all time.  Richard Nelson Bolles was an Episcopal clergyman and the author of the best-selling job-hunting book, What Color is Your Parachute?  It became an international best seller and was widely adopted for use by job seekers, employment counselors, human resource development people and educators.  It has been in print since 1970 and has been revised annually since 1975, sometimes substantially.

Bolles-AZ QuotesOstensibly, it was just another book to help job seekers find work.  However, Bolles wrote more than just tips on writing resumes and job letters and where to find work, he wrote a bible on how to live a better life and what work could really mean for us.   Bolles gave us a broader vision of work and the role it could play in our lives.  Bolles vision of work was more than just the idea of productivity and pay.  At the core of Richard’s concept of life was his idea that life could be divided into three boxes:  Work, Play and Education.  But there is a novel twist to Bolle’s ideas about work, play and education that no one had ever put forward before.  Before we go into his unique idea, let’s examine each of the three boxes.  After this, I will present the truly revolutionary idea that Bolles had about them.  Finally, I will discuss the implications of Bolles ideas to the present coronavirus crisis that we are facing today throughout the world.

Work:

For most people work involves making a living.  Bringing home a paycheck to pay the bills.  For Bolles, work meant passion and purpose and meaning.  Work could be so much more than just a 9 to 5 grind.  However, before this could happen, the job seeker must fully understand their life, loves, passions and goals.  Bolle’s book was designed to help the job seeker undertake these tasks.  Armed with this information, a job seeker could look for work that provided meaning and purpose to his/her life.  Work would not just be 9 to 5 and go home and relax.  Work could be exciting and challenging.

Education:

We typically go to school from first grade to perhaps college or grad school and then education for the most part ends.  We might join a company that provides some job-related education or tuition reimbursement for work related training.  Typically though, after you are out of school, you are on your own for education and training.   No workplace that I have experienced practices or believes in the need for life-long education and training for their employees.  Dr. W. E. Deming (who was a mentor for the company I joined after finishing my Ph.D. degree in Training and Organization Development) created his famous 14 Points for Management in which two of his 14 points addressed this issue directly:

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Point 6:  Institute training on the job.  Dr. Deming believed that continuous training was needed by all employees if continuous improvement was to become the norm in a workplace.  Training was job specific and job related although it could also involve things like cross training or training for a new job or new tasks.

“People are part of the system; they need help… Many people think of machinery and data processing when I mention system. Few of them know that recruitment, training, supervision, and aids to production workers are part of the system.” — Dr. W. E. Deming, Out of the Crisis

Point 13:  Institute a vigorous program of education and self-improvement for everyone.  Dr. Deming was a visionary like Bolles.  He believed that education for all employees was an ongoing part of any job.  Education went beyond job specific tasks to include life skills, human relations skills and skills for happiness and creativity.  Many employers are willing to adopt Dr. Deming’s Point 4 but are much more reluctant to embrace his Point 13.

“What an organization needs is not just good people; it needs people who are improving with education… There is no shortage of good people… Shortage exists at the high levels of knowledge—and this is true in every field… One should not wait for a promise of reimbursement for a course of study… Moreover, study directed toward immediate need may not be the wisest course… Advances in competitive position will have their roots in knowledge.” — Dr. W. E. Deming, Out of the Crisis

I have written quite a few of my blogs on the issue of education.  Simply type “education” in the search box and you can see some of my ideas on what a life-long education system could look like.  Many of my ideas have roots going back to Ivan Ilych, Paulo Freire and John Holt, however Dr. Deming and Richard Bolles also played a significant role in the formation of my ideas.

Play:

Now here is where it gets really interesting.  How many employers do you know that want you to play at work or to have fun while on the job?  Save it for vacation time, right?  Or as one oft heard idiotic comment goes “We work hard and play hard!”  Sorry, but play should not be hard.  Play should be fun.  Play should not encompass meaning or purpose.  Play is about being and not doing.  It is about enjoying the moment and living simply for the present.  We play when we get home from work with our spouses or with our kids, but work is reserved for productivity.  Get the job done and play later say most employers.

Bolles Revolutionary Idea:

What if we combined work, education and play?  One day when I was doing some training in Deming’s 14 points with about 20 hard rock miners down about 2000 feet below ground.  I was in one of the training rooms in INCO’s Thompson Nickel mine in Thompson, Manitoba.  I always liked teaching on site with workers since if they did not understand a concept, we could go right out into the work area and I could show them how the idea applied.  This was not simply theory, but real-world experience coupled with theory.  Dr. Deming always said that “Experience without theory teaches nothing.”  My corollary to Deming’s point was that “Theory without experience teaches nothing.”  Thus, I strove to integrate theory and experience in all my teaching and training.

10327691engGBeducationstrategiesatmrtabentleyparkincludepassiveandactivelearningapproaches-1024x475

On this particular day, we were in a room off one of the mine tunnels (known as drifts to miners) and I was lecturing about education and training.  I was suddenly mindful of Bolles’ ideas that life would be more exciting and productive if we could integrate work, education and play.  In other words, schools would be about more than just learning, organizations would be about more than just productivity and families would be about more than just relaxation and play.

sea-777x437I posed a general question to the miners’ present.  “What if we integrated work, education and play in your jobs.  What would life be like for you,” I asked.  There was silence for a moment.  I did not know if I would get a response.  Suddenly a hand shot up.  I recognized the man and asked him what he thought.  I never would have guessed his reply in a million years.  It was perfect but it still astounded me.  He said very simply “I would not know whether it was Monday or Friday.”  To this very day, I cannot think of a more profound or telling comment than that.

Unfortunately, in classrooms all over the country you see students often engaged in educational activities that have no bearing on purpose or meaning.  Little attention is directed by educators to find ways that student work could actually be made more meaningful by finding ways that students could profit from their activities.  Even worse perhaps are the responses by educators towards children having fun in the classroom.  In the early years of education there is often time for classroom fun but as students progress in schools from kindergarten to college, the fun is systematically wrung out of the curriculum.  Schools are designed to be serious activities and thus have little place for fun and playful work.

In most workplaces, managers are much more concerned about productivity than they are in workers having fun.  Fun times are allocated to off work activities or more likely to activities when the worker goes home.  IF you want to play, you do that with your kids when the job is over.  There is little or no effort in human resources departments to help managers find ways to integrate play in work.  There may be time allocated towards training by some HR departments but again, that is as far as it goes.  If an employee or the organization can benefit from more education, that is the employee’s responsibility and not the companies.

Home life is where we go to relax.  We have enough education at school.  We have enough work at our job.  We go home to watch sports on tv, to play with our kids and to spend time with spouses and friends.  How many people read anything beyond fantasy and romance novels at home?  How many people go home and do an online course for fun in English or history or physics?  We have grown to hate these subjects that were imposed on us by our schools so most of us never want to hear about them again.  Even if we know that education should be for life, it is difficult to find classes that are not geared towards getting a degree or a diploma or a certificate.  Many of us take up hobbies like gardening, wood working or playing an instrument because we see these activities as fun and less purposeful than the stress we associate with learning and education or the work we do to make a living.  I have friends who love woodworking and make some beautiful objects.  They have no thought of selling these and do it for fun and the gratification of creating something.  Most often they give these to friends and relatives without consideration of remuneration.  To put these on a paying basis might take the fun out of the activity for them.

20110907101009home-ecOur work activities at home are generally allocated towards improving our living conditions.  We work on repairing our appliances, roofs, etc. because we either enjoy doing it or because we are trading our time for money.  If we hire someone to do it, it will cost us money that we might not be able to afford.  We may not have the skills to so some work that needs to be done, so we are often forced by necessity to contract out needed repairs.  Some people have never learned how to cook and so either spend extra img_7363money on prepared meals or they often eat out.  I never learned any wood working skills when I was in high school because these classes were deemed “general education” and I was in the “college track.”  The home economics classes mostly dealt with sewing and cooking and were largely populated by girls.  Even today in most high schools, girls dominate the home economics classes and boys dominate the construction related classes.  There is admittedly more cross over then when I was in school in the sixties, but it is by no means 50-50 in gender distribution.

Conclusion:

I would like to conclude with some observations from the present crisis in relation to integrating work, play and education in our lives.  There is no doubt that we are in a crisis of perhaps unprecedented proportions.   As I write this, we have no idea when it will end or how many people will die as a result of this virus.  Thus, it is hard to look down the road and see any possible positive outcomes or merits that could come out of this disaster.  Yet, I do see several trends that have emerged and portend some major changes in the future of work, school and play as we know them traditionally.

Mother and baby girl working on laptop

In terms of work, more employers are allowing their employees to work from home.  This was an idea that had merit many years ago however, most employers were loath to let their employees out of their sight.  I am sure you have heard the comment: “But how will I know they are doing their work and not goofing off?”  Sad, that any employer would have so little faith in their employees that they could offer this lame excuse.  Not only are many employees more productive by working from home, but it allows them to integrate their work lives with their family lives often to very positive advantage for both families and employers.

Another major benefit to the world comes from the decreased air pollution by eliminating a significant proportion of automobile traffic.  In addition, we will be seeing a decline (unfortunately offset by Corvid 19 deaths) in highway fatalities and accidents. More people will be productive by simply eliminating commute times that add nothing to the bottom line in organizations.

Homeschooling-pro-and-conFrom teachers and many educators, we hear the lament that children will miss three or more months of schooling.  Unfortunately for the teachers that feel this way, students may miss out on “schooling”, but I think not on learning.  Many studies have shown that students home taught learn more and score higher on standardized tests than public school students.  I have been working in high schools as a substitute teacher for three years now and much of the work I see being done in classrooms can easily be accomplished from home.  Whether or not students working from home are less bored with the subject matter remains to be seen.  Nevertheless, there are plenty of opportunities for children to learn from home at their own pace and to some extent be more excited by a custom curriculum which suits their needs.  There is obviously a great deal more that can be done in this area to create customized education programs.

Finally, we have a new breed of hero/heroine.  Traditionally, we have viewed soldiers, fire fighters, police officers, nurses and doctors as involved in heroic activities.  This is still true in the current pandemic.  However, now we have added a new dimension to the world of heroism by recognizing service workers, food handlers, truck drivers, delivery people, retail workers and many other groups who are risking their lives to help the rest of us stay home and safe.  Never before did anyone think of a retail store clerk putting toilet paper on a shelf as doing a heroic job.  If you have been to any store lately, you will certainly see the risk these people are taking.

Millions of ordinary people are losing their jobs or out of work and not getting a paycheck because of this pandemic.  Yet, we can clearly see that the ordinary person whether working now or not was responsible for the great economy we had.  The loss of stock value, the decline in GDP and the possible coming depression shows to what extent the “Economy” is a product of ordinary people doing extraordinary work in ordinary times.  The economy never was and never will be a product of politicians, billionaires or the stock market.  Dr. Deming said this about the common worker, and it bears repeating:

deming

These comments from Dr. Deming directly reflect on his Points Number 8-9-10-11-and 12.

“I’ve seen how deeply plant workers appreciate it when somebody recognizes and respects the storehouse of knowledge they accumulate day to day on the job. Giving people the opportunity to participate in improving the product pays off, because workers realize security isn’t worth a hoot if the product is shoddy.” — Dr. Deming

When we finally overcome the monster that is terrorizing our world, we must begin the task of restoring honor to people who work for a living by paying decent wages and not allowing .1% of the population to control 40 percent of the wealth in our country.  We must continue to allow people to have more joy, fun, meaning, passion, education and purpose in their lives by integrating these factors at home, at school and at work.   We must start to do more research and to invest more in long term goals for health care, education, infrastructure and the environment.  Unless we value these goals as much as we value the daily stock quote, we will become as obsolete as the dinosaurs were.  Dr. Deming always said: “Survival is not Compulsory.”

P.S.

I found this “Letter to the Editor” in my local paper the day after I wrote the above blog.  I think it summarizes pretty well how some people feel about our present system of employment and work.  

Casa Grande Dispatch, Thursday April 2, 2020

Editor, Casa Grande Dispatch:

As an American who was born in 1941, I ain’t lookin’ like no “spring chicken.” That should not mean it is OK to wring my neck to save the U.S. economy. I am not quite ready to die for a chronic boom and bust system that excessively enriches a few at the top while marginally supporting ordinary workers. An economic system that also must periodically be bailed out by taxpayers — also to the benefit of those at the top — is not worth dying for.

I might be willing to sacrifice for a stable and sustainable economy that recognizes the primary value workers add to the economy both in the creation of wealth and as consumers. If 70% of GDP is generated by consumer spending, it should make sound economic sense for corporations to pay the worker/consumer a living wage along with regular increases and a strong benefit package. I am old enough to remember a short period of time when that was what corporations did while still remaining profitable. That was also a time when the American middle class grew and prospered.

Try me again when work is valued at least equally with investment and inheritance. Try me again when there is an institutionalized economic system that guarantees economic fairness for all who work and support for all who cannot. That might be something an old person like me would be willing to die for because it would truly help my grandkids and my country. In the meantime, those who are still looking for senior citizens to sacrifice for this yo-yo economy — consider starting with the politician who came up with the idea in the first place.

John T.

Tucson

 

Management Secrets from the Iditarod.

Someone once said that “Patriotism is the last refuge of a scoundrel.”  Having been in management since 1970, I would add that “metaphors” are equally malignant when it comes to disseminating business advice.  No doubt you have read:

  • Leadership Secrets of Attila the Hun,
  • Leadership Secrets of Jesus
  • Leadership Secrets of Colin Powell
  • Leadership Secrets of the Bible
  • Leadership Secrets of Billy Graham
  • Leadership Secrets of Hilary Clinton
  • Leadership Secrets of Abraham Lincoln

There are 392 books listed on Amazon.com wherein the phrase “Leadership Secrets” is part of the title.  You can even find “Leadership Secrets of Santa Claus” if you still believe in him or her.  Each of these books uses what I would phrase as a series of metaphoric devices to show you that the “Secrets” of whomever can readily be applied to modern management practice. With so many secrets extant, is it any wonder that managers are bewildered when it comes to understanding what good management practice is?  By the way, if “Secrets” are not your bag, then you should go to my next blog, which will cover the “Seven Attitudes of Killer Managers.”  No pun intended!

Well, this is your lucky day.  It just so happens I have a set of management “secrets” derived from a bunch of dogs.  No, I am not kidding!  In all sincerity, if you are still looking for a metaphor for your next HR meeting, here it is:  “Management Secrets from Iditarod.”  The Iditarod Trail Sled Dog Race is one of the most grueling and difficult races in the world.  It traverses a distance of over 1100 miles over some of the roughest most desolate terrain in the world. It is run annually in early March from Anchorage to Nome. A Musher and a team of 16 dogs, of which at least 6 must be on the towline at the finish line, cover the distance in 9–15 days or more. Teams frequently race through blizzards causing whiteout conditions, sub-zero temperatures and gale-force winds which can cause the wind chill to reach −100 °F (−73 °C).

The Iditarod race requires organization, training, recruitment, resources, preparation, strategy, stamina, and leadership.  While there are no products sold, endorsements play a major role in helping the teams finance their competition. Thus, branding and image play are key to a team recruiting backers who are willing to shell out at least $20,000 dollars to support the team.

While, I think many metaphors often strain the envelope of credibility, I think the Iditarod really offers an interesting insight into how a key resource in any organization should be recruited, selected and trained.  I stumbled upon this insight while reading USA Weekend from March 8-10, 2013. On page 2 was a short article called “You Can Do It To!”  This article was about Lance Mackey who has won the Iditarod Championship 4 times since 2007.  In 2007, Lance became the first person to win both the Yukon Quest and Iditarod in the same year. This feat was considered almost impossible by many and is considered one of the most impressive feats ever by a musher and he was nominated for a 2007 ESPY Award based on his performance.

Now here is the key part.  How does Lance treat his dogs?  Well, he could use the one of the tried and true management strategies such as:

  • Kick ass and take names.

Treat your employers coolly. Stay distant so they will respect you. Make them know who the boss is early on. Never fraternize with your employees or they will take you for granted.  Surround yourself with ass lickers and people who will never threaten your position.

  •  Hire the best and smartest guys in the room.

Remember Enron and Ken Lay?  This is talent management at its best. Only recruit MBA’s and only MBA’s from Harvard or MIT or Stanford.  Be sure you adequately screen your recruits for competitiveness and a Machiavellian attitude.  Beware any who took too many courses in ethics.

  •  Reward, reward, reward and incent with bonuses, stock options and perks.

Nothing works like the carrot. If you want to get the most out of your employees, you need to reward them and shower them with performance incentives. A good performance management system is key to getting the most out of your employees. We all know that a good employee works for the financial rewards and that if you want to increase productivity, you must increase financial incentives.

  •  Fire the bottom twenty percent, promote the top 10 percent and warn the other 70 percent that their jobs are on the line.

This is the well-known GE or Jack Welch method.  Just look at how successful GE was!  Indeed Jack Welch has been called one of the most successful managers of all time.  He has also been called a few other names which I won’t mention here. Needless to say, it is results that count and not how a few slackers feel when they get their pink slips.  Just keep on promoting the top ten percent and get rid of those do-nothings in the bottom twenty percent.  Those employees who are left will work so hard to keep their jobs, productivity will go through the roof.

So, DRUM ROLL!  Which method does Lance Mackey use with his dogs?  I will use his own words to describe his method and let you decide which category his strategy fits in.

Lance has a very simple attitude and method with his dogs. Speaking about his dogs, Lance says We live in a barn together and hang out.  They are my best friends.”  He specifically states that he does not pick his dogs for speed or strength but for a good attitude, a willing appetite and cooperation.

How many managers do your know who could say that about their employees?  How many employees were selected for cooperation and attitude versus being the best and brightest?  How many managers hang out with their employees?  Lance’s strategies go against all the best management wisdom.  Lance truly has a relationship with each dog on his team.  His concern for his dog goes well beyond simply winning the race. He has said that his relationship with his team is more important than his winning.  When winning is the “only” thing, what does that do to our relationships with our employees?

I don’t want to make too much of this simple metaphor here. I suppose I could write a book called “Leadership Secrets of the Iditarod Dog Race” but I think there are enough “secrets” out there. My goal in writing this was to challenge some conventional thinking in respect to how we think employees need to be treated.  If dogs can be treated better than people are in most organizations, what does that say about our Human Resource practices?  Maybe we should start a new practice called DR for Dog Resources and start treating our employees as well as Lance treats his dogs.  Maybe then, productivity would pick up and the floggings could stop.

Ok, time for questions:

What will it take to change our paradigms for treating employees?  Are you friends with your employees? Do you believe it would be too dangerous to fratenize? What if you hung out with your employees? Are you afraid they would take you for granted?  What if you selected employees without regard to degrees and credentials?  Do you only promote the top ten percent?  How do you decide who the “bottom” ten percent is?  What if you eliminated your “Performance Management” system and instituted the Deming System of Management?  Do you know what Deming promoted? Do you realize that your current system is probably more Taylor and less Deming.

Life is just beginning.