Received a Question: “Met someone who asked me to send him my
resume so he could give it to people he knows… Should I include
a cover letter, or does the email serve that purpose?“
As we all realize and career advisers have mentioned, so much more
is done through emails now. However, it might not serve you to
send the resume or the cover letter within the email itself.
So much communication is conducted on smartphones and
tablets resulting in loss of formatting and it is challenging to
read page long documents on smaller devices.
Please consider sending a shorter email and add one attachment
that contains your cover letter, resume, list of references, list of
papers, presentations and patents and other public relations
This brings up the topic of email etiquette for professionals.
Cheryl Tan wrote a piece in WSJ “Mind your Email Manners“
which elaborates on a few items. Here we would like to have
you think about creating professional email “habit stack.“
Tan recommends to compose ‘formal’ emails by starting with a
salutation, an up front greeting and a formal structure and
appropriate wording, punctuation and content.
Before that consider the reader first and compose a clear subject
line that fits the content. Often times, bullet points can make it
easier to read with phrases, rather than full sentences. But avoid
emoticons and “text-speak”.
Email Habit Stack
1. Know when to send an email. Send when required and expected.
Sending email creates more email (and we all receive more than enough
as it is.)
1.a. If a response is expected or required, indicate you will reply
within a certain period. But let the sender know you have received it.
1.b. If it is important, ask– is email the best medium?
1.c. Avoid debating complex or sensitive matters via email. Too much
communication is missed in textual formats.
1.d. Let the addressee line guide you about replies. If you are a
recipient, acknowledge receipt. It could even be Thank you or Done.
2. Don’t check email first think in the morning, or last thing at night.
Doing this can lead to burnout. What you do first thing in the morning
can set up your whole day.
3. Set an agenda for each day with limited email check times.
4. Keep your subject line current over a long thread. (Gmail does not
do this. Makes it hard to distinguish.)
5. Conclusions and bottom lines should be expressed first. Emails are
read quickly. Give additional context later.
6. Express your thoughts and feelings politely and with an upbeat
manner as humor and sarcasm can easily be misinterpreted.
7. Include attachments. But be wary of trying to send too many. Send
multiple messages and make it explicit about what you are doing.
8. Review your document for spelling, composition, brevity, economy
of words and consider the “5 second rule.” You should be able to find what
you seek on a screen in 5 seconds.
9. Be formal when you are not familiar with the organization mores.
Ask, if you are not certain about acceptable practices.
There is no right or wrong language. Context, convention and
circumstance are all!
CARDINAL RULES OF EMAIL
- if you can not say something face to face, don’t do it online
- it is permanent and not private
- be careful about reply all and bcc:
- avoid all lower case and all capitals
- shorter paragraphs (think about the receiver)
- copyright and plagiarism issues apply
Metrics, biases, and how we learn better.
Based on the editorial in Interface by V. Ramani,
it was insightful to explore the value of publications,
rated by impact factors IF. While not being a fan of this
metric since many articles can only be viewed by those
with access to subscriptions, it was clear that Julien
Mayor’s study of this paradigm measure is tilted by its
use of a poor central tendency (mean with a heavily
skewed distribution) and using only recent publications
(and different journals survey different timeframes.).
[academic outcomes of funding hiring and tenure can
be influenced by such measures.]
When an author publishes, she might ask who does she
wish to share her new found results and discussion with
and how can he make it accessible to them.
A recent measure revealed in Interface is Altmetrics
which also looks at data and knowledge bases, article views
and downloads and views in other media.
NIH reviewed its decision outcomes for funding
grant proposals and shared it supported 18.8% of RO1
proposals. Trying to be objective, it used an algorithm
developed by E. Day that identified a small but significant
bias . The results indicate that nonpreferred applicants
need to submit higher quality proposals to get funded.
Fingers are not pointed at specific subsets however when
such a small deviation can lead to significant outcomes
it will be interesting to see where NIH will find ways to
improve this process in budget cutting times.
Controversies in teaching and learning strategies are
not new. Yet I liked trying Brown, Roediger and McDaniel’s
“Make it stick: The Science of Successful Learning,
Bellknap, Cambridge 2014.” which emphasizes that active
engagement leads to deeper learning.
- active use in the learning phase: simulations, problem
solving before specific training to solve
- spaced learning, requiring retrieval and relearning
- reflection on classes and practical exercises
- interrupting the forgetting process
In this week’s class we will do a procedure I
learned from a “Free Exchange” commentary
in the Economist. I will be seeking input from
everyone. To keep the meeting timely and not
dominated by one or another, by having everyone
note one idea of their own first. Then call on
less vocal members in the second round first.
Then reverse the order after letting groups
discuss and discover new items via their interaction.
The article and associated comments is “Meeting up”
and takes ideas from several disciplines and
points of view
A second link describes the current system
Google Labs uses to get results in shorter time with
less total investment.
A third link advises us how to avoid making serious
mistakes in our finances.
WAYS OF MAKING MEETINGS MORE EFFECTIVE
SOURCE: ‘Free Exchange’ The Economist “Meeting
Up” 4-4-15, p.72
Many observations of the waste of time organizational
meetings can be be biased leading to bad outcomes and
wasted resources. The article cites Gole and Quinn’s
work on votes by judges at debating tournaments to
assess processes that that would both be effective and
be harmful to achieving better outcomes.
GOOGLE PROJECT MANAGEMENT
SOURCE; A. Barr, WSJ 4-1-15 “Google Labs puts a
Time Limit on Innovations“
The article details some project management and
research trends and recent changes worth looking
at for how high tech forms are experiment to find
better ways to innovate as they become larger and
INSURANCE COVERAGES, INDIVIDUAL
STOCK OWNERSHIP AND CATASTROPHIC
SOURCE: J. Clements, WSJ 4-4-15, p. B8
“Are you overlooking big threats to your finances“
1. Misjudging risks; consequences of early death
on your family; Disabilities from unexpected
2. Concentrating investments and holdings
3. Avoiding worst case scenario assessment
and creating action plans
Class members in this year’s course were interested in documents
used and the interviewing process for European positions.
We had the benefit of a visiting scientist who reviews resumes and
interviews for an international firm headquartered in Germany.
He told us of quite a few differences as he compared European and
American processes. The European CV contains a current photo,
marital status and birth date, children and hobbies. Of course, formal
training, education and certifications are important. Any gaps
and transitions in experience are seriously noted in the experience
section which is chronologically listed. A helpful format is the
Europass outline. Data needs to be exact stating months and
The interview process commonly involves a Skype screening
interview after receipt of a CV and cover letter. The cover letter
is less focused on showing the specific match of musts and
wants for the position using specific keywords and describes
more your motivation.
It is not unusual for an off site, third party organization to
screen and verify everything on the resume and perform
detailed assessments of your psychological profile and
hard and soft skills. After completion of this is the onsite interview
which also takes a day.
Similar questions asking you to describe your skills start their
process, however a short summary is not always enough.
They may “drill down” on specific areas and pursue your future
plans. The interview process is different in that they really
want to know what makes you tick and what you do outside of
As in the US, networking and referrals are leading steps to
successfully land an interview and position. Internships and
formal program relationships between companies and
specific universities are maintained and lead to job
We can benefit by understanding our thinking processes so that we
see the importance of analogies, strategic & tactical elements,
decision making processes, problem solving strategies, time
management, and flaws .
Collins writes and speaks about what patterns and trends lead
to achievement and success in an uncertain and chaotic
environment. He defines an element called the “return on luck.”
Luck, as you know, is a significant event that occurs largely
independent of our plans and actions; it is unpredictable and
results in some good or bad.
Collins indicates there are strategies to prepare for, inform
when luck happens and endure that hypervigilant people use to
manage themselves and their organizations. They include
specific steps to
- methodically establish empirical facts,
- question to perform calibrations with low risk, and
- discipline yourself to deal with adverse circumstances.
Davies classifies situations, events and objects that grab and hold
on to our attention into categories. This study can help us
choose themes to incorporate and see in others’ presentations.
- things we hope for or fear
- repeat familiar patterns
- incongruous idioms or images
- storytelling that incorporates useful information that ties to reality
- connections to personhood, human condition, and human feelings,
senses and physical features.
The situation facing many soon-to-be science and engineering
graduates, doctorates and post-doctorates can seem daunting.
What job directions or career path should I consider and figure
out how to choose?
At a recent post-doc seminar with three dozen attendees one
half chose, at first, academic and industrial career paths. Many
of those had little clue about what they would value doing.
The other half did not have a firm idea and did not know where
to begin. As Al Sklover points out: “good counsel requires
personal knowledge”– strengths, hard and soft skills, what
motivates you, your values and ‘likes and dislikes.’ So, a
personal self assessment might start your screening process.
Then, a couple of useful processes before interviewing in your
checklist might be information interviewing positions and
organizations, networking interviews (using your elevator
pitch to market your interests and skills) and mock interviews.
This will fill your checklist with several actions and tools.
A helpful figure is presented in Vision 2025 (Marinda Wu)
offering where our technical skills can be applied. With
slight variations this view can be applied across the board to
STEM fields– For chemical enterprises (substitute bio,
physics, geology, computer, biomed, etc.):
1)Chem focused jobs, 2)Chem-based services and regulatory,
3)Science & Engineering management, legal and policy,
4)Science & Engineering inspired government & business.
Consider using other resources in your search as you gather
relevant information and trends in a “Levy flight search”
which recognizes the importance of the “long tail“.
Besides the CHEMISTRY JOBS section of the Yellow Bar
Venture Philanthropy 2 3
Consider not too tightly restricting your search in the
There are multiple routes to Science Policy Career Path.
Meetings with representatives of government might be a
minor fraction of the time but offer details of what might
Non-profits and Science Policy became one of the career
paths offered in a recent seminar on Working in your first
year seminar. I gained background information from several
managers in a medical school Research Integrity program at
University of Louisville.
They offered that many early career researchers give short
shrift to information and training programs. In fact, they seek
ways of increasing engagement in this fundamental yet underfunded
Research funding, scientific workforce planning, training and
diversity and communication are common topics. Research
integrity is also a longstanding concern because of the
implications to human health and issues of impropriety.
Show your commitment– volunteer first. Learn tricks and
tips to accomplish a lot on a shoestring budget and collaboration.
Preparing for a presentation on what happens in your First Year
and two items are part of what many face in industrial careers.
One is business cards. There are many different flavors, colors
and lay-outs for these 20th century devices to network and share
our identities and contact information. Recently Schumpeter in
the Economist wrote about this tool that somehow survives in
the electronic age. The main comments to the article that
help us are that they form physical reminders that bring us
to the top of a pile, and more important remind us of the
critical realization that face-to-face interaction forms the
basis of connections in human relations.
The second is the morphing of goal-setting (setting objectives
2 ) by individuals consistent with the organization’s goals.
Schumpeter, in another recent piece, argued that many studies
have shown how ineffective top-down, poorly worded, annual
account checking the boxes “goals” (really objectives) to complete
annual performance reviews are.
The article and accompanying comments point out that negotiated
objectives on a more flexible time scale that can allow for not
meeting desired deliverables is the modern day approach that
leads to successful companies. The Google Glass example
brings this out.
A graduate student came to me feeling low, in despair and
miserable. He had worked years on his final project to
complete his degree. Experiments were not working
to get the results he had expected.
So, Uri Alon’s TED talk came to mind. We talked some
more about his idealism and inadequacy for having his
results not match closely his predictions.
Don’t be so hard on yourself and your hard work! I
shared. The experimental world is not so exact in
complicated experiments and there can be error bars
on predictions due to factors outside your control.
Let the data speak for itself. You have already shared
that temperature has a big influence on your experiment
and you have gross temperature control.
He was feeling shame and despair much like Brene
Brown describes (”The Gifts of Imperfection: Let Go
of who you think you’re supposed to be and embrace who
you are,” Hazelden, 2010). He was not getting feedback from his
mentor that his work revealed the effects and he could not
do better unless he had $25K to improve the experimental
temperature control. He had done one parameter at a time
experiments exploring all the other variables.
He had that “I’m not good enough” feeling and needed a
reality check that the world is full of imperfect humans.
Go back to your committee and tell them you have completed the
study and are finished and these are the results. No need to
apologize– report what you got. You are the expert who
designed and optimized the system and completed all the
He left, head held high and with the courage that he now
can see what research into the unknown is about through
Don Ingber spoke about amazing developments at the
Wyss Institute where researchers are developing
cell culture devices that simulate human organ
responses more than than cellular cultures. A
very nicely written multi-brief and video provide
intriguing detail of cutting edge developments that
point to the future of medical research.
3-D manufacturing that is laser-based is developing
rapidly as earlier patents on technology run out
and technology is more widely available. High
value added precision manufactured components
in aerospace and medical technology will likely
be first as design rules for additive manufacturing
are developed and verified.
THz molecular spectroscopy of interstellar and
atmospheric gases based on vibrational and ro-
vibrational transitions is emerging as technologies
are combined. Duke researchers suggest that toxic
gases can be detected in the atmosphere from
km distances like ammonia, sulfuric acid and
nitric acid 2 .
In an exercise, half of a group were asked to present their
strengths and give an example. While the other half
presented personal weaknesses and what they are doing
Fear of Public Speaking, Being over-busy, rushed for time,
and less organized, and Shy and challenged to make
decisions were offered as weaknesses. We have noticed
these and they are each real.
An interesting one was offered– feeling that whatever
this person does, it is insufficient. Being vulnerable.
The fear that when we become vulnerable we may be
considered less worthy.
Patrick Wanis and others talk about the broader cases
of this ‘vulnerable perception.’ This was a heartfelt expression
he explains as lacking a strong sense of loving and belonging.
They need to develop courage to be imperfect, accepting
themselves as they are, and be willing to make connections
The Brene Brown TED talk elaborates well what can help
in dealing with this vulnerability issue.
What do the “wholehearted do” she asks
- ask for help
- take rejection in stride and learn in a organized, forgiving
- be willing to risk failure, loss because of the opportunities
that may result
Know that the emotions connected to these behaviors can
not be “numbed out.”
Certainty in religion and politics are expressions of this
weakness she adds.
A while back this blog listed nearly forty reasons that
may tip you off to not select an offer based on
supervisor, assignments, cultural fit, and terms of the
offer. While they stand the test of time, a link offers
hiring practices that should turn job seekers off, as
Under the radar but high impact things that can
arrest your chances to have a successful interview
and receive an offer don’t get mentioned often.
A CareerHub blog comes clean with a couple of
Peter Kissenger talks about laboratory protocol
and about misuse of statistics in a way few people
can. A couple of his letters are linked and will mean
a lot to most of us.
RYAN: MISPLACED HIRING PRACTICES
SOURCE: L. Ryan, Linkedin Pulse, “…Hiring practices
that drive good candidates away”
* black-hole or “we will contact you” auto-response.
This automated system for matching musts and wants with
keyword ATS searches assumes people reduce to keywords.
* just wait until ‘we get around to it.’
If you submit your proper documents and do not receive
a reply in two weeks it seems too long. If you call and
do not receive satisfaction, it is time to move on.
* Salary and Benefit Information “one way street’
They can ask for your salary history and expectations but
do not tell you what their expected title and salary range
is. This is strictly an exclusionary process that is not
looking for long term employees.
* You got an offer, what more do you want?
While most people are not strong experienced
negotiators, it is important to realize the best employers
want to meet with you face to face and satisfy your needs
when you start. Bring up all the critical factors for your
family before you formally sign on with a title and
starting date. They should respect what you bring to their
IMPRESSIONS YOU LEAVE IN AN INTERVIEW
SOURCE: Billie Sucher CareerHub Blog, Brands,
Bling and Interview Things
You can blow an interviewer away with too much
jewelry, a flashy wardrobe, diamond studs or cufflinks,
and driving a new silver Mercedes to an interview.
Ask yourself: am I weakening my candidacy by anything
I do, wear or present? How will I be remembered?
SOURCE Peter Kissinger, C&EN 2-16-15, p. 5
Verify your Research
Tyranny of Averages
He remarks that statistics are too often misused and
given biased interpretations. His annual physical is
of measurements compared to averages and ranges
at one point in time.
Multiple problems result from disciplines of siloed
expertise and unaligned goals and incentives.
Publications are sought to present innovation that
leads to funding and more publications, without
Too many assumptions are untested, systems are too
complicated and verify first, then trust.
When you enter the workforce, you may not be ready for
performance reviews and feedback. Certainly not negative
In the world of “normal distributions”, 50% are better than
average and 50% are less than average. Despite best efforts,
situations, conditions, accidents, external input, inopportune
occurrences, even heckler’s veto can put you in the less than
You may be the top performer for many years at many venues
just before you receive the invitation to sit down to talk about
your performance. It does not matter.
A large number of people are faced with negative reviews.
One such kind is called a performance improvement plan,
which can be a HR trick to call an end to your position at
the organization. It really provides the organization with a
formal means to document how to get rid of people rather
than improving them.
These plans can be triggered for a myriad of often unrelated
situations as the Weekly Wrap link provides. It calls into
question what direction is in your best interests.
You will generally be presented with few, often only 2, options
when one more in your favor is often not included.
2-Complete PIP which is next to a foregone termination anyway.
The third involves politely “submitting a respectful rebuttal”
as Al Sklover points out.
If on the other hand, you are not compensated well, and were
thinking of moving on, you can use this situation by performing
totally professionally to move on. [1.a on the list]
Do it as a plan of attack where you are exercising your options
to achieve your goals. You know the outcome they seek anyway.
Solidify your next plans moving forward before you move on.
Remember HR in most cases is prohibited from from saying
negative things, for fear of law suits.
Habits, as many know, reduce “brain [or thinking] overload.”
We just do things the way they have always been done and
move on to the next thing in time.
This week we started building a process for “committed
networking“ 2 by sharing some ‘networking tips.’ During
the class and after people both displayed and asked for
help to break bad habits. As we have mentioned in
earlier entries, habit stacks are the basis for soft
TIPS FOR MINI-HABITS FOR NETWORKING
This entry lists some tips and tricks for networking
using mini-habits that can be aligned into stacks–
- meet, greet speakers - offer to help speaker
- don’t go in “cold” - warm your voice up
- travel light - if arriving late, take a moment
to look good and have a plan
- google the speaker - “sticky eyes“
- visit and meet VIPS - “wet glass syndrome“
- Amy Cuddy pose
BREAKING BAD HABITS
A couple of individuals discussed frustration over
personal behaviors that they found hard to break and
asked for assistance. Sharma’s blog entry was instructive
in that he isolates nervous habits from dependencies or
addictions and breaks the bad nervous habits into actions
to reduce internal tension and motor/ verbal tics.
Sharma offers that these bad habits can be dealt with
by recognition, meaningful and purposeful alternative
and positive reinforcement.
Have you been using TurboTax like I have? I have benefited
from using it for more than 15 years. Then this year I noticed
that facilities for reporting investment income were not
in the “Deluxe” version. In order to do that I would have to
upgrade to Premier for $30 in addition to a second state tax
There was quite a bit of customer upheaval and I learned
I could, for this year only, get the upgrade at no cost by
direct intervention and request. Mike Hogan writes up the
details in his Electronic Investor Column.
That is not the end of the Turbotax user saga. Laura Saunders
and Liz Moyer wrote about a state tax fraud alert for turbotax
users happening Feb. 5-6 in 19 states. The tax fraud is not
a breach of Turbotax but other security data breaches where
social security information is illegally stolen.
Turbotax will help ameliorate the problem with resources.
they suggest doing a check on turbotax to see if your direct
deposit account information has been changed.
-Use downloaded software rather than online preparation
-change passwords using stronger passwords
-avoid unsecured WiFi access
-update your operating system software,
-update your homesystem and antivirus software
-look out for phishing scam emails
-do not respond to “Your Federal return has been rejected” emails
Confidential information is one of the subjects Al Sklover
has covered recently in his Employment law blog. He points
out the repercussions for being reprimanded or fired violating
for breach of confidentiality can be detrimental and long
lasting. Be cautious and know the rules, regulations and
Sklover offers meaningful guidelines for what is not
confidential information at work. Some salient items
out of ten he identifies are:
- dates, titles, and responsibilities including professional
association affiliation, including employer rep
- workplace projects, if completed and publicly known,
- ideas that you developed outside of the company (,which
should be documented separately– send an email to yourself)
- public domain, general field knowledge.
A colleague recently came to me with a problem about preparing
and getting approval for material at an outside presentation.
She indicated it takes so much time that is a rare commodity.
My response to her was get approval on more relevant material
than you need so that you can respond to questions with information.
Ask for more and only edit it shortly before the presentation.
The request then helps you not to be so picky. You know the
saying it takes longer to prepare to give a 5 minute technical
presentation than an hour presentation because of the need to
precisely word things and limit the data that supports the conclusions.
One of the main pieces of advice job seekers receive and
read is to explore the culture of organizations before
accepting an offer. What is culture?
The most comprehensive descriptions are in the wiki
definition of organizational culture.
Burghall, Grant and Morgan define it nicely in “Lean
Six Sigma” as the way people normally do things in an
organization and when no one is around to tell them
what to do.
It develops over time resulting from past events, the
present climate, the organizational structure (solid
and dotted line relationships), organizational aims and
kinds of people.
It is influenced by its norms and values as seen in the
written mission, values, organizational chart, website
The culture is influenced by unwritten assumptions and
what people pay attention to and value.
Artifacts , symbols, power structure, routines, rituals
stories, systems and myths also reflect the organizational
It is said you should relate well to the culture when you
accept a position. This entry aims to provide what you
pay attention to during your assessment.
This past week I had the marvelous experience to explore,
absorb and experience new technology at an Exhibition
and Technical conference. Let me share three findings.
BEN FRANKLIN EFFECT
A keen observer of human and natural phenomena, Franklin
is attributed with an effective form of flattery that creates
The effect was learned at the first workshop began at 7am
and where few were in attendance.
I arrived early, greeted the speaker and offered to help in
any way she felt was valuable.
Afterward, she said you need not attend this session and I
appreciate it. Would you be willing to come and do a
presentation to my group?
Later in the morning I attended a presentation on getting your
work published in society journals. The organizer responded,
you do not need to attend this session; as you were here last
In this session, I learned a lot about how media is changing
technical publication in journals.
Doing favors for others is a form of flattery and a way
of furthering both yours and their goals.
Source and origin is nicely described.
Editors of JBS and JALA (Biomolecular Screening and
Laboratory Automation) talked about constructing papers
that journals will accept and what authors can do after
1. know the audience of the journal
2. create good titles for your article
3. while the scientific method is undergoing added modifications
it is good in all cases to describe the question you are trying to
answer for the general audience before you are finished with
1. person who did the work first
2. no more than 2 co-firsts
3. P.I. last
4. corresponding authors, typically PI, but no more than 2
5. Avoid gamesmanship [like listing famous author in paper to
get it published]
1. in the multi-media, open access age, find ways to promote
ethically and legally
2. use social media to share and show discussion and implications
3. institution press releases.
What in tarnation is that? It is the reverse of Moore’s Law about the
increasing trend in the speed and virtual memory of computational
devices. Francis Collins eloquently brought this in to his keynote
when describing NIH and Pharma’s dilemma of finding therapies
for human diseases.
The number of new drugs approved every 9 years has halved since
This entry was going to be about a recent collection of
tips and shortcuts for digital technologies in “Pogues
Basics“ by David Pogue which is helpful for many who
need to use technologies and struggle to keep up.
In the process of thinking about it, Pharmalogics Recruiting
was “re-discovered.” It is a remarkable resource for
pharma and biotech industries. It’s blog website serves
more than just the segment it serves.
Just like the considerations offered in the “interviewing
continuum” that an interview begins much earlier in the
process and includes preparation and soft skills to explore
and narrow down prospects, the company’s interview team
needs to be “on the same page” for requirements and
responsibilities and expectations.
A positive interview experience is where the candidate feels
wanted and the process is deliberate and communicated.
It is interesting to note the other little things that can be
done to make the process a successful negotiation, as
the article portrays for the best companies. This is
telling reading for those in the job market.
DESIRABLE CANDIDATE QUALITY
Recall that the zeroth step in a job search is understanding
who you are and your primal behaviors. This article
seconds this notion and builds on it with what they
call is a person’s “coachability.”
The article describes it as the capacity to listen carefully,
absorb and adapt in a positive way to change and
IMPACT OF CULTURE AND MISSION ON INTERVIEWS
One of the critical points in preparation is to understand
the mission and goals of the organization you are interviewing
for. It is a must at the offer stage since your satisfaction
in accepting and working there will reflect a good match between
your personal needs and values and the company’s.
Explore with some detail what is important and what is
valued at the company before the interview.
A colleague/collaborator and I were conversing about
mentoring and mentoring programs. She was telling me
about the struggles when discussing what is important,
who should be targeted and what would a successful program
She brought up the finding that different parts of an organization,
like marketing, finance, medical affairs (medical device mfg),
and R&D views mentoring differently.
Some parts think of the role as helping new members come up
to speed with the culture because turn over is high. Another
part of the company has very low turnover, flat organizational
structure and intense detailed work. (You almost have to have
a retirement party to induce a change.)
Thus, mentoring in specific companies can assume a company
cultural bias to meet the needs at a particular point in time or
departments that it serves.
So the roles of teacher, coach, mentor and sponsor can be
adjusted. Mentoring graduate students in technical fields
needs to adjust to each field in the same view. The skill sets
can be used to meet different goals since in each field of
research, development, marketing, management, product
development and manufacturing uses the technical elements
with different goals. The emphasis is morphed to meet the needs.
She also share an interesting link to the different roles.
KAHNEMAN: IMPROVING DECISION MAKING
This brought to mind a recent book by John Lanchester
who spoke about how Kahneman influenced the interview
process in selecting military candidates (without going into
He did experiments on selection processes where
critical skills and abilities were defined, questions were
prepared by knowledgeable stakeholders for a pool of
[JOHN LANCHESTER How to speak money: What the
money people say—and what it really
means, Norton & Company,
New York 2014]
He then had a random portion of the group take objective
measure tests before interviewing.
Better selections were made when the intuition of
interviewers were supplemented by independent testing
So, in various places this additional testing is being done.
Lanchester also presented remarkable meanings of
business terms which technical people might find useful.
failing upwards: someone who screws up and is promoted
to a bigger job just as the first result collapses
fiscal and monetary: fiscal means dealing with taxes and
spending, controlled by government; monetary means
dealing with interest rates, controlled by the central bank.
“a haircut:“ in investment bonds, people who have lent money
are not going to get all of their money back.
“hollowing out:” process by which jobs disappear from the
economy while appearances remain the same.
At its peak, Kodak employed 140,000 and valued at $28B.
Instagram was sold to Facebook for $1B in 2012 and employed
“hype cycle:” process involving new inventions, technology
or product design arrives with much fanfare and is found not
to live up to its claims.
McJobs: low status, low-pay, low-security, low-prospect
jobs like at a franchise as McDonalds.
Types of unemployment: frictional, structural and cyclical
frictional: people move, voluntarily choose to change
structural: loss of jobs due to technological change or
obsolescence (chemical photography)
cyclical: loss of jobs due to boom and bust cycles of
the economical system
When we compose a cover letter or an introductory letter
to people in technical fields it is common to say that
in the first paragraph the reader needs to be “hooked”
and then “reeled in” to use the fishing analogy.
Both the analogy and terminology is common in
the marketing world. We are more and more aware of
the marketing gambit with all the technology we all
use. The first link provides an inside look into the
way marketers look at the “hook” from the perspective
of taking advantage of our habits.
There is a lot to learn from critical terms as they are
used in other career fields, like medical fields or business
fields. We don’t always get exposed to or attend sessions
with those groups of people. The second link points to
networking. Here, however, it is the comments to the
linked article that provide benefit in revealing that effective
networking is not just schmoozing or shameless pursuit
of the powerful or soon to be powerful, it needs to
be committed to helping.
HOOKED– USING HABITS TO GET YOUR MARKETING
SOURCE: T. Greenwald, Wired 23.01, Under the Influence
This piece adds a block to Charles Duhigg’s Habit flow
chart. It is the “investment” block where he states this
provides an element of a person’s choosing that results
in the next trigger .
The Wired article’s author provides 21st century
examples for behaviors marketers seek to induce
The comments to the article are sometimes biting, just
revealing that some feel there is more to it than what
Nonetheless, this article points out the use of a
psychological concept in a different field.
The article gives the effect of a similar behavior of
trying to obtain, invite or get to accept as many
Linkedin members to be part of your network. It
is not going to be effective to just add “names” who
you have not made a connection as a number of the
comments to the Schumpeter article indicate. There
has to be “something substantial” to one’s approach.
We suggest that it be “committed networking” where
you honestly seek out things for the benefit of others
and make a commitment. Your network members do
the same for you, especially when you need or ask
for the assistance.
BONUS: MERGER POSSIBILITY AND THE INFLUENCE
OF DIVERGENT CORPORATE CULTURES
SOURCE: Economist, 1-17-15, p. 59
“Blood in the Water”
This could be a lesson on the importance of legal
entanglements and clash of corporate cultures
in the merger of two large firms.
The premise is that the dropping oil price may
bring about the demise of BP as an independent
firm. Several suitors are mentioned, but each
possible large company presents major changes
in management and organizational behaviors.
This is a lesson for all professionals to observe
how cultural and legal issues can influence