Does Optimism Make You Stupid?

October 30, 2008

Ask anyone who knows me, when you deal on the topics I’ve chosen to speak on (Using Negativity and Generational Changes) you need to research constantly. Too many people feel (not know, but feel) that negativity is horribly useless and of no value, so I have to back up my presentations with facts and research. And that’s what this blog is quite frankly, my research presented to you in raw format. When I find something of interest, I post it here for you to see, read for yourself and digest it for yourself. My specialty is taking this information and presenting it in an effective way so you can understand all this research in a short amount of time and apply it. So I give you another great piece written for the Spectator:

Few people feel smug in these turbulent times — apart from those who predicted turbulent times. Negative thinking doesn’t usually get much positive press, but recently, several new books have appeared that suggest misery might be a good thing after all. While American bankers took mortgages worth ten times their salaries, their British equivalents stayed put in Putney. Even if they did share in the windfall, they never thought it would last.

Pessimism is not generally a mindset that people want to buy books and take courses to learn more about. For years we’ve been told we need to be positive to make a success of our life and that it’s only by eradicating all negativity that we can ever hope to be truly happy. So to answer the question, ‘How are you?’, with anything other than ‘Fine’ was to let yourself and your country down.

But the more psychologists look at optimism under a microscope, the less cheery it appears. ‘I would argue that it is a disadvantage to be an optimist in today’s current financial markets,’ says Bryan Gibson, a social psychologist at Central Michigan University, who has been exploring the ‘brighter side’ of pessimism. When an optimist receives continual bad news he responds with increased effort. A pessimist, on the other hand, calls it quits. Though optimism is more effective for fighting off colds, it’s not a good recipe for gambling or banking, says Gibson.

Pessimists have often been accused of suffering from skewed thinking but this, too, is in question. In two separate studies, pessimists and optimists were put through a battery of tests. Researchers found that ‘depressive realists’, as they are called, judged a situation more accurately than optimists who overestimated results.

This led psychologists to ask — does optimism make you stupid? ‘Any strategy that is imposed on the world without any adjustments — i.e., if you don’t register the negative feedback — then, yes, I would argue that’s stupidity,’ says Gibson. By not acknowledging bad news, optimists retreat into denial. ‘Optimism is the high-water mark of hubris,’ says Adrian Monck, head of journalism and publishing at London’s City University. ‘It allows you to ignore signs of your impending decline. It’s a way of disguising problems.’

Besides, who says pessimists are miserable? Eric G. Wilson, an English professor and the author of Against Happiness: In Praise of Melancholy, made a lot of enemies when he suggested that it’s optimism, not pessimism, that is making people so miserable. ‘Americans feel they should be happy,’ he says. ‘We use the expression “this blessed nation”. This sense that everything should be wonderful leads to aggressive denial of sadness.’ So when feelings of loss, confusion and despair arise, Americans feel disappointed and frustrated or they pretend they don’t feel them (by medicating them away). ‘Those who desperately seek security are often the most insecure,’ he says, ‘whereas those who accept they don’t know what’s going to happen feel the most secure.’ It’s the traumatic, weird, unsettling, uncomfortable feelings that make us most connect to each other.

Another fallacy is that optimism gets better results. Experiments conducted by the psychologist Julie K. Norem at Wellesley College, Massachusetts, showed that pessimists fare just as well in the world. ‘Defensive pessimists’, as Norem calls them, assume the worst then go about making it not happen. So a businessman about to make a speech will rehearse his lines and do a quick recce to avoid tripping over the microphone wire. The person most likely to get booed off the stage is the eternal optimist, the person you would least want in public office.

Americans have all but banned negativity in conversation, but it’s the very act of complaining that is most likely to affect positive change. It’s the dissatisfied souls, says Julian Baggini, author of Complaint: From Minor Moans to Principled Protests, who question the status quo (or, more aptly, the judgment of their CEO), not the pepped-up happy people busy agreeing with each other. ‘We tried as an experiment to stop negative talk and we found we had nothing left to talk about,’ adds Wilson.

While American politicians continue to struggle with the word ‘bad’ (meanwhile the economy topples around them) some are beginning to wonder whether we’ve been treating the wrong disorder. Perhaps, as Monck suggests, optimism constitutes a form of self-delusion that needs treatment just as badly as pessimism does for depression. It’s the happy optimists who got us into the mess we’re in, after all, not the doomsday dabblers.

So remember, negativity isn’t something to be eliminated, but thought about, examined and utilized for positive effects. Be positive…think negative!


Watercooler replaced with Facebook?

October 29, 2008

How do we keep a generation of workers, who have seen faceless companies’ layoff their parents en masse after years of loyalty, loyal to us? If their parents, who worked hard only to see the unemployment line or find work elsewhere, didn’t get the loyalty from their company, why will this new generation look at companies as something to be loyal to? To be honest, they don’t.

Both Gen X and Gen Y have seen the effects of layoffs. Gen X saw the problems from the late 80’s, while Gen Y was in their early teens during the popping of the dot com bubble. How do we keep them with our organization when they have distrust hardwired into their DNA?

One way is to take what they do outside the office and integrate it into the company. This article at the Society for Human Resource Management explains:

What’s the best way to retain and keep employees engaged and dedicated to your enterprise?

Online socialization.

So says Maksim Ovsyannikov, vice president of product strategy for Enwisen, an HR software firm.

“Socialization at work is the No. 1 way to retain Generation Y and Generation X,” he said. “If you can combine their life and their work they will work more” because “community and sense of camaraderie” are important to them.

And the easiest way to make sure they are able to socialize and stay engaged is to use technology to streamline your company’s HR processes—even before their first day at work.

Innovation, Ovsyannikov said, is crucial.

“Think about it”, he said during a Sept. 25, 2008, webcast titled “Next Generation Workforce Communication,” sponsored by The Human Capital Institute, “the successful companies out there—Google, Apple, Amazon—all of these guys have done something drastically different. They’ve thought outside the box. They haven’t followed standard business practices. They’ve used workforce communication and technology to enable innovation in their organizations.”

“The call out there to all of us is innovate or leave. So basically catch up or catch you later.”

Within HR communication there is a drastic shift to unification. In the past, HR departments communicated with employees “on paper or via a link on a video about the company or a folder or form to fill out on day one or introductory information on SharePoint or some other portal,” he said.

But today, “individual company processes are not successful. Unification of technology of your human resource communication strategy is incredibly important to your success as an organization,” he said. “And technology is a major enabler of that.”

Why?

Because there are generational differences in how employees are communicating with each other and HR must recognize and adapt to those differences in order for successful retention.

Surprisingly, Ovsyannikov said, these generational differences have nothing to do with age.

Explaining the differences, he said there are four different groups within a multigenerational workforce: traditionalists, baby boomers and Generations X and Y.

Traditionalists, he said are folks “who were hired in the 50s, 60s, and 70s and their work style is top down.” They take direction from managers and then update their managers on their progress, he explained.

Baby boomers are more horizontal communicators who “get their goals from their managers but also seek input from colleagues within their departments.”

Those in Generation X work more independently, seeking information from webinars, conferences and other sources before gathering it and presenting it to managers.

“Generation Y comes in and says, ‘let’s all just get on Facebook, create a Dashboard of ideas, and monitor that dashboard hourly through an RSS feed so we can know immediately when new ideas come up.’” He said Generation Y recognizes that we are now living in a knowledge economy and that evolving knowledge is going to drive the company’s success.

These are the people who walk into your enterprise with an iPhone and expect and want to know how come your technology isn’t as fun or as easy to use as their iPhones, Ovsyannikov said. “They’re the kind of people that walk into your enterprise and say ‘I was born with the technology in my hand and my technology is cooler than what’s in your enterprise’” and if that’s the case, they will walk right out and find someplace that meets or exceeds their expectations.

“Now,” he said, “the generation gap has nothing to do with age. You are not judged by how old you are but by what you do,” he said noting there are 60-year-olds who make use of dashboards, wiki’s, and the like.

“If you look at the changing workplace demographic” employees today say “it’s all about me”—how do I maximize my income, get paid more, stop doing what I don’t like. All of these questions were rarely heard 10 or 15 years ago, because the enterprise was less open than it is now,” he said. Most employees say “work is not my life, but it would be nice to combine the two.”

And many are doing just that. It’s no secret that technology has enabled workers to spend more time working—thanks to Blackberries and wireless laptops that make the office accessible virtually anywhere.

According to an online survey by Digital Life America conducted in 2006, a third of respondents said mobile devices chained them to work more than they liberated them. And lawyers say it’s inevitable that lawsuits related to Blackberry usage and overtime are waiting in the wings.

In order to drive retention, HR should be dedicated to making sure employees are satisfied in their jobs, Ovsyannikov said.

“Is a happy worker really all it takes? Absolutely,” he said.

“Happiness of the worker in the organization is the No. 1 predictor of success, and for the next generational worker social networking at work is important.”

Knowing that every new job is just another stop along the way to bigger and better things (and not always with the same company) this new workforce does look at the job environment as “What can you do for me? What new tools can I learn, what new information can I gather which will allow me to get to the next level?” If you don’t have something new to offer, especially something they can emotionally connect to like social interaction, a sense of belonging, a sense that the company and the people I work with really care about them specifically, then the odds are you’ll be looking for someone to fill their spot as they go elsewhere that will give them what they need.


Big Milestone and New Training Program on Generation X and Y

October 28, 2008

Sometime this morning, the blog hit 30,000 hits! Thank you to all of my loyal readers and to the new ones that continue to subscribe to my blog feed. To celebrate, I am also premiering a new training program:

Generation X and Y: The Xs and Os of Recruiting, Managing and Retaining the New Workforce – Half-day (3hrs) version available

Before you can manage a person, you need to understand them. This humorous and in-depth program puts the spotlight on what has shaped and what motivates the younger workers that are entering the business world. Audience members older and younger alike will be entertained and enlightened by this informative presentation.

  • How past generations created the current generation
  • The three R’s: Recruit, Reach and Retain
  • I want it now!: How instant access through technology has shaped expectations
  • Gold-star syndrome: Rewarding on the way to the goal
  • Feeding them Feedback: What to say and how to say it
  • Life balance: Understanding personal choices that effect professional performance
  • Reality Bites: Pop culture and television influences on a generation
  • Clearing up the myths: Our opinion vs. the reality
  • The more things that stay the same, the more they want things to change

 

This training program can be customized for your industry and your company. It all is available in General Staff and. Management versions. Please feel free to call 281-546-1664 or email craig@speakercraigprice.com for more information on how you can bring this program to your organization.

PS – To get exclusive articles, go to www.speakercraigprice.com and sign-up for my newsletter.

The 1st went out today!


Monkey Monday: Monkey Mischief in Florida

October 27, 2008

This chilling tale of monkey mayhem from Punkeys:

What is the punkeys’ latest tactic? Become an economic drain to humans! Apparently in Plant City, FL (Occupied Territory) escaped monkeys are stealing feed and killing tractor batteries. From Tampa Bay Online:

Ray Clark first noticed corn vanishing at an alarming rate from deer feeders on his 600-acre Polk County ranch.

Then he discovered someone – or some thing – tampered with the switches and knobs on his tractors, draining the batteries on both.

The tiny footprints helped unravel the mystery. The remaining patas monkeys that escaped from nearby Safari Wild in April have turned to his property for a refuge from trappers, a reliable source of food and, it appears, a playground.

“You don’t think about monkeys in this part of Florida,” said Clark, a retired agriculture teacher from Plant City High School. “It’s really pretty funny, actually.”

Safari Wild owners Lex Salisbury and Stephen Wehrmann are hopeful the monkeys will all be captured, but state wildlife officials said the most elusive could become permanent residents of the area.

The Florida Fish and Wildlife Conservation Commission has ended its investigation of the monkey escape. Two warnings were issued to Safari Wild’s owners, but no fines, said Gary Morse, a fish and wildlife spokesman.

Morse said Thursday that warnings are a common punishment for first-time animal escapes, though he admits the monkey incident is unique.

About a month ago, Morse reviewed Safari Wild’s history and found no other animal escapes from the yet-to-open exotic-animal park.

The monkey escape led to particularly intense scrutiny of Salisbury, who is president and CEO of Lowry Park Zoo in Tampa. Salisbury is on paid leave from the zoo while auditors determine whether he inappropriately used the zoo’s staff, resources and animals for Safari Wild. Several zoo board members said they didn’t know Salisbury owned a private exotic-animal park until the media coverage of the fugitive primates.

Six months ago, 15 patas monkeys swam off a man-made island days after arriving at Safari Wild and bolted into nearby swamp and ranch land. Four adult monkeys and one baby remain on the loose.

The fish and wildlife officials have no role in trapping the monkeys and said it’s up to Safari Wild to round up the rest.

“They are very hard to capture,” Morse said. “Any little disturbance will cause them to flee.”

Scads of false reports have also complicated Safari Wild’s effort to capture the monkeys, Wehrmann said. Patas monkeys grow to about 10 pounds and are the fastest runners of any primate, reaching speeds of nearly 35 mph.

“People don’t know what they are,” said Wehrmann, a St. Petersburg veterinarian. “People think they are squirrels.”

Clark can vouch for their quickness and spooky nature. He’s never seen one closer than 100 yards. The slightest disturbance sends them bolting for safety.

He reported the monkey sightings to the fish and wildlife officers after going through several hundred pounds of corn in his deer feeders during the past few months.

“I don’t think they believed me,” Clark said. “No interest at all.”

So Clark installed game cameras near the deer feeders that are triggered by motion detectors. Hunters and wildlife aficionados use them to capture images of rare species.

It wasn’t long before he had dozens of photos of patas monkeys climbing all over the deer feeders and tinkering with the mechanism that releases the corn.

He was amazed how brazen and relaxed the animals appeared.

“They are smart, very smart,” Clark said.

And troublesome, too.

Clark tried to start his two tractors about three weeks ago and nothing happened. He jump-started one, and found it odd that the lights were on and the knobs were in strange positions.

The other tractor couldn’t be jump-started. It fired up after he installed new batteries that cost $180. Again, the lights were on and switches were in unusual settings.

He figured it out: the monkeys.

“It didn’t bother me too bad until I had to start buying batteries,” Clark said.

Around that time Clark’s 10-year-old grandson came up with a solution. The young sportsman wanted to shoot one of the monkeys and mount it in his bedroom.

No, let’s not do that, Clark told his grandson.

Clark has opted to coexist peacefully with the monkeys.

He’s not sure they’ll ever be captured and has become impressed with their craftiness. “They’ve kind of made themselves at home.”

Safari Wild staffers continue to lay out traps with food to capture the remaining primates.

Will it work? “I just don’t know,” Morse said.

Nothing will work against these punkeys. They are an unstoppable force waiting to erupt on the unsuspecting human population. Keep an eye out for them…if they can invade Florida, they’re already more dangerous than Cuba and the Russians ever were!


Helicopter Parents Landing on Recruiters

October 24, 2008

Tammy Erickson wrote a very interesting piece about how involved parents are becoming in the recruitment process for Business Week:

Like it or not, parents are an inevitable part of the process of recruiting members of Generation Y. Most members of this generation seek their parents’ input on key decisions; virtually no Y will accept an offer of employment without first calling home to discuss the pros and cons with his or her parents. You should anticipate this, accept parental involvement as a given, and make the most of it.

Your goal should be to make sure that when that Y calls home, he or she hears three magic words: “Good choice, honey.” Your company needs to have a “parent-approved” employer brand.

The U.S. Army’s recruiting campaign for Generation Y includes ads addressed to the parents. The series for parents features the slogan “You made them strong. We’ll make them Army strong.” Another series addressed to potential recruits encourages them to discuss a career in the Army with their parents.

SkyWest Airlines goes even a step further in incorporating parents into the company’s recruiting campaigns. The ad reads: “At SkyWest Airlines our employees and their parents have access to worldwide travel discounts on airfare, rental cars, hotels, all inclusive resorts and cruises. So, go ahead, tell your kids to apply…And have them give you the world for a change.”

Smart companies today are using a variety of approaches to help the parents of Gen Y’s learn about the company and get ready to help in the Y’s decision-making—orientation sessions, conference calls, special FAQ material directed at parents’ likely questions and concerns.

Companies should ask candidates if they would like information sent to their parents and, if so, how to reach the parents, but make the outreach optional. At many Enterprise Rent-A-Car offices, for instance, the company offers to provide information to the parents of prospective candidates and about half of the candidates accept. Merrill Lynch (inviting parents of interns to its offices), Ernst & Young (distributing packs of information for parents to students at some universities), and Vanguard Group (offering candidates the option of sending information letters about to parents or others) are among employers that already are responding to the desire of some Gen Y’s for more parental involvement in employment decisions.

Here’s a check list of approaches for involving parents in your Gen Y recruiting activities:

• Distribute packs of information for parents to students at universities and job fairs

• Hold a career fair in your community designed specifically for parents

• Create special FAQ material directed at parents’ likely questions and concerns (retirement, health benefits, 401(k) plans, educational opportunities and so on)

• Hold parent orientation sessions or conference calls

• Invite parents of interns and new hires to visit the Y’s place of work and meet the boss and colleagues

• Provide the staffing necessary to follow through with parent requests

• Run ads communicating your positive attributes as an employer aimed at parents

• Provide incentives for parents to refer their children (beginning with your current employees—if your current employees won’t refer their own children, consider whether you really are a good employer)

• Include parents in employee benefits

Sure some of these “incentives” sound like they’re bribing parents but this is the state of the business world we’re in. At some point, these new recruits will need some kind of leadership training. They’re constant need for feedback and consult is not a bad thing, but as they rise up the ranks, genuine feedback isn’t as easy to get and you will have fewer and fewer “mentors” to consult with. I know they’ll find their way eventually, but it won’t hurt as an employer to be proactive with potential Gen Y management candidates.