Spam? What do you do to protect yourself and the sender?
I recently received an unexpected email message from a
colleague that I did not expect. We know each other. Yet
the message seemed unusual…”I need your help.”
The message was sent from her gmail account, which is not
unusual. Yet I know of her from her university.edu account.
So, I replied to her at her university.edu account professionally,
indicating that the email was not what I expected. If however
she did seek my help, what is needed. She responded in
short order indicating that the message indeed was spam.
She had been ‘phished’ and was working to repair the problem.
The trick is not to not reply to the trick email for you do not
know if there is anything that can get your account into
trouble by opening her bogus email.
Two resources to share on this topic, and I am certain all
of us will face a situation similar to this…
Two organizations that employed me had rules for
absenteeism. One was quite strict in that you could
choose certain number of days off with pay. Requests
should be made in advance.
Importantly, attendance records were criteria for
advancement and ‘perfect attendance’ was clearly
and widely recognizes and rewarded.
Thus, even when you are ill, with a flu or fever,
people were expected to come in, and ,if you could,
visit the company nurse who could dispense some
over the counter remedies.
Another employer left it to supervisors to decide whether
it was in appropriate to report not coming in to work and
exposing everyone to the spreading of illness. Interestingly,
it was recorded but did not seem to make a difference in
assignments or promotions. [We were to call the supervisor
and report illness. As many sick days as needed were
granted. I do not know of any specific limit.]
in the workplace, noting its costs to employers to be on the
order of half a billion dollars. Since absenteeism can cost
in productivity and revenue, time off for illness has varied
treatment and risks. Many places seem to go the route of
PTO paid time off for vacation, special event or illness.
Others provide an annual number of sick days one is
entitled to take.
Various medical organizations have investigated personal
illness and its impacts on the organization and the individual.
While it may not be part of policy, one might argue a case
- encourage people to take preventative measures
- limit contact with others to avoid spreading; even
stay home 24 hours when symptoms are real and invasive.
- supervisors should be proactive at every level in protecting
individuals and noticing symptoms
Recently, this writer was beset with a sinus like infection.
I limited contact as much a possible for as long as spreading
symptoms existed. It meant sending condolences to events
I was expected to attend. It is important to be the first
example of proactive behaviors and enforce similar
recommendations on others. It should start in the class
room and grad school research labs.
Then, practical policies of dealing with this perennial
issue of staying home when you are sick can be the general
policy, with appropriate checks and balances when
While Pier Forni leads the way, I believe, in helping us
see civil behavior in organizations and different
situations, the updated Emily Post book adds some
useful suggestions for what your digital profile includes
and pointing out problem areas.
Post indicates what each professional should consider
as components of their digital profile. Update each
regularly and keep them consistent..
* complete and update Linkedin profile, with
* have a well maintained blog and website
* have links to published content in your name
* list membership on boards, charitable/ educational
groups and organizations
* include awards and achievements
* cite positive press
Just having a solid digital profile is not enough. Be
aware of potential trouble areas, like:
* privacy protections on Facebook
* uncensored, overly personal
or controversial history
* less than flattering photos tagged to your name
* old media that does not reflect who you are now
* unflattering press
Search your name and some name alternatives
Social Networking Tips
1. Online privacy is an illusion. Just about everything has
a digital fingerprint.
2. Think twice about offering negative criticism online.
Can be easily misinterpreted, especially in the absence
of facial expression, tone of voice
or nonverbal cues…
3. Opinions will be formed on everything you post and
much can be taken out of context.
4. You bear responsibility for online image
A respected colleague of mine, Christine Kelly
points out that much thought should be devoted
before you send your application for a position
There are several aspects to knowing yourself and
how you can present yourself to prospective employers.
they might fit into each organization’s culture.
MUSTS AND WANTS
The job description can be a help in describing what
successful candidates will bring to the organization.
I like her dividing job descriptions into short and long.
In the long ones observe the location and number of
mentions of key skills (note the keywords used and
employ them in your documents). In short ones, examine
Linkedin for people who have similar titles to see what
skills they list and what accomplishments they summarize.
Study the website for detail.
Above all, research via your network, including
Every interaction with every representative is part
of their interview of you. Christine points out in the
screening interview or information interviews
act and present yourself professionally.
In all interactions, virtual, visual, oral and in writing,
your future employer is interested in what you have
to offer. In discussions, listen carefully to the questions
of what people are seeking to learn and respond to
their queries. However, remain positive and phrase
negatives in ways that show your creativity and ability
to progress and learn from failure.
Do practice interviews. Anticipate and write out
answers you can use. Ask for feedback from
Industrial positions are often the description I hear
from PhDs and post-doctoral fellow. Honestly,
these professionals seek a position as a scientist or
engineer in business. That means ironically that
they need to project a profit motive or problem
solving motivation in their background and interests.
As you probably know recruiters are bombarded
with a large number of public relations packages.
So they use many times either a screening routine
or software ATS for uploaded documents that screen
the packages for keywords and words in context.
The recent issue of Money magazine has an article
Kristin Bahler. I agree with many of the concepts
yet the interpretation is significantly different for
professionals with several years of experience.
Bahler presents things that business might be
expecting for recent BS candidates. It is altogether
different for Post-doctoral fellows in terms of content.
For them, there is a need to convert an uninterested
reader to an interested professional reader. Thus,
critical information about what professionals are
expected to do need to be incorporated, like
- ability and experience in a fast paced environment
- experience winning grants writing proposals for
- managing budgets and negotiating experiences
How do you represent this if you are a post doc with
more than a couple of years experience?
Consider creating a new addendum for your resume
package called a “List of Projects” where you list
project work, areas of leadership responsibility
(often outside the technical realm) and interesting
projects that required you to do the extraordinary.
Some mention of List of Projects might be presented
in your Linkedin profile (which must be up to date)
and your web-page (which leading post docs will
have for an internet presence.).
Another conversation might address internationals
seeking employment in US. So often, Visa issues
cloud their futures. One of the questions they might
pose during their post doc is to ascertain if the
sponsoring organization will sponsor their visa
application. The range of potential employers is
limited if their Visa situation is problematic. Can
they seek employment in a start up for which they
are well qualified? Since start ups can fail and make
them need to fall back on a back up job search,
sponsorship can be lost.
It seems imperative to seek employment in large
organizations or government institutions where
the visa can be obtained with commonly more
What might a post-doctoral application contain:
-resume (with reference to Linkedin profile)
-list of references (not part of resume)
-list of publications, patents and presentations
-list of projects
easy to read, error-free, neat looking,
One of the skills not often addressed in our formal education
is audience analysis. It is one of the wise skills that we need
to develop in our career.
Dealing with problem solvers: Black hat thinking
Here are the major problems, brainstorm possible causes and
Eliminate weak points; develop back up plans.
Dealing with data analyzers who seek trends: White hat thinking
This is what we know [charts and statistics], all the hard
numbers and outcomes. What can we learn from them?
What is missing or how can we fill in detail?
What are situational or critical trends?
Dealing with people integraters who seek collective good
feelings. Red hat thinking
Appeal to shared goal and appeal to team spirit and coordinating
efforts. Each one is important. Give everyone attention and
Dealing with innovators and new approach, different angle
people Green hat thinking
This is an opportunity to be open minded and go outside
routine or casual solutions to problem or possibilities. Pursue
creative ideas with little or no criticism/ rejection.
Dealing with optimists Yellow hat thinking
This is a group to whom you present benefits and future
positive outcomes and implications. Don’t give up now,
hard work and persistence will pay off. Realize and
restate your strengths and the pay-offs will soon be realized.
When do you start advising workers, employees, staff
and visitors about safety?
Are you looking out for your own safety and the safety
of others in your environment– present intentionally or
presents an important topic for discussion, as it
should, being a leader in the field. Safety takes on a larger
dimension when robotics and automation is involved.
Going one step further, safety when dealing with infectious
diseases and disease investigations…
Going even further, safety for military and police in challenging
zones of chemical or biological warfare.
Scientists need to be aware and take a leadership role in
personal protection of all kinds. See
Roles Responsibilities - [job opportunities, training]
- monitor trends in injuries associated with robotics technologies;
- evaluate robotics technologies as sources of, and interventions for, workplace injuries and illnesses;
- establish risk profiles of robotic workplaces;
- identify research needs and conduct studies to improve the safety, health, and well-being of humans working with robots and robotic technologies;
- support the development and adoption of consensus safety standards; and
- develop and communicate best practices, guidance and training for safe interactions between human workers and robots/robotics technology
Two interesting email requests arrived in my inbox, recently.
One was asking for participation in a job search workshop
by a professional society local section.
The second was a request from a graduate student seeking
help with his resume.
INTERESTING WORKSHOP DILEMMA
We were away on a vacation that delayed our responses.
However, I sent a follow up note to a colleague who was
a recipient of the job search workshop note asking to speak
before talking with the assistant professor who was coordinating
TH and I spoke on a telecon to address our concerns and
requirements before “meeting” with the prof and TH volunteered
to set up a Webex.
From this arrangement, several things emerged…
1. email is not a useful vehicle to coordinating a program between
different participants. It is so easy to misinterpret what is going
on. It is much better to do it in person, if possible, by Skype
or as a last result, telecon, if the participants know and trust
2. the resulting meeting request was misinterpreted. In addition,
a follow-up first discussion was delayed.
TH asked for a webex time slot. It was then felt that not everyone
responded to the professor…
The professor had urgent reasons for not being able to talk for an
3. The prof indicated his desired date is two months in the future
on a Saturday, but provided a date for Friday. This kind of
mishap can happen to any of us. But it suggests some problems.
On top of that there is a conflict with the Saturday date that
prevents everyone from participating.
BOTTOM LINE. These kind of workshops need to be planned
4-7 months in advance with back ups for most critical items.
It is useful to have a team of organizers.
PROVIDING HELP FOR INTERNATIONAL JOB SEARCHER
This personal consultation can be related to the workshop.
In a way, this is one of the key goals of what a workshop might
The initial email request asked for help writing a resume for
a job. Well as we know it is critical to be both more specific
and have a strategy in mind for narrowing down options.
The first draft of the resume was sent as an attachment. It
revealed that the grad student was at “square one” of his
search. He inserted some relevant data into an online
resume platform without understanding the hard preparation
that needs to go into it.
A response email was sent with several attachments.
The email pointed out that
- multi-colored, underlined, fancy documents are not
well received for technical professional resumes
- the application should involve a well written cover
letter and other documents that would positively
separate your application from the other applicants.
- have a specific position in mind that provides the
keywords critical for inclusion in your documents
BOTTOM LINE: The process, timeline and goals are
not defined. So, as with the workshop planning,
creating a workable structure and organization will
be as important as developing viable content.
Academic world revolves around an academic calendar;
the rest of the world employs different time charts.
Job searching is often a full time effort usually out of
sync with the environment you are in.
Did you view the Netflix video on AlphaGo defeating
the top Go player in the world? I saw it this week. It
may be time for us to seriously consider using software
to design organic synthesis routes.
We live in a fast paced world with many unexpected
directions and influences. One item that can keep us
moving forward is optimism from leaders in our
organizations. We highlight a whole issue of a
COMPUTER ALGORITHMS FOR ORGANIC SYNTHESIS
software to optimize synthetic route in Aldrichimica
Acta in a recent issue. He highlighted Milipore
Sigma’s purchase of Grzybowski Scientific Inventions
organic software tool.
that it has become more figuring out what to synthesize
rather than how to synthesize particular molecules
based on a discussion of an Angewandte Chemie
OPTIMISM IN LEADERSHIP
Think about what helps us move forward…optimism
is a force multiplier, as military leaders say….
Fast company highlights over a hundred ways
cited leaders supply leadership. When I read
the methods most are what many of us would think
of ourselves. Read through it to see how you feel your
leaders are providing leadership….
- don’t overthink - attach meaning
- grow from setbacks - wow your customers
- listen - let your actions speak for you
- play nice - obey the golden rule
- focus - nix multitasking
- go the extra mile
When you are in various career paths your
activities tend to place you in a silo of activities
to meet agreed upon goals. You develop and
use tactical skills to improve things, to identify
things and to make or combine things. You may
also use SPC or DOE to identify problems or
Leaders will do this. However, they also develop
strategic thinking. Jo Miller’s article,
addresses some of the unique features of the
strategist and the tactician, including:
1. Shift from day-to-day thinking to years ahead
then work backwards from goals, like in a
2. Work with groups outside your limited chain
of command. Learn their SWOT (strengths,
weaknesses, opportunities and threats) for longer
term to see where there is commonality to
engage and collaborate. Ask if you can help
3. Look for areas to change for the better–
transformational change. Where tacticians
chip away at goals and do not threaten
the status quo, strategists involve change and
build new skills.
Thus, change your time horizon, broaden your
scope of influence, and seek out transformative
changes. It is an article worth reading.
When you are surprised by someone or an event, you
may not be ready to do the right thing. Right? We
always recommend the importance of preparation.
The same is true of of daily agendas and decision making
and acceptance of new ideas. D. Pink highlighted this
New ideas: Better to speak to higher ups in the morning,
earlier in the week, or after a break…
Brainstorming: Off-peak time, like later in afternoon,
when you are more open-minded.
It is true however that we have different peak times.
Think about when yours might be. The idea then is
to develop strategies to adjust to different circumstances.
Pink talks about some of these.
Good news, bad news: most people accept bad news first.
What is the present and short term future market conditions?
… demand, available customers, price and competition
Assess your stress tolerance and forward seeking
optimism… What is your back-up plan?
Do you have the technical resources to move into place,
or know how to reach out to them?
It is an ever present challenge about finding another position,
either from job loss, limited growth possibilities, or loss
of excitement for the employment situation we find ourselves
We question our choices up till that point. But alas we have
learned that more often the choices we made were valid but
for changes in funding or preferences or timelines.
Mid-career offers different challenges than early career. You
have an established work history, salary history and contributions
to your department involving trusting connections, lucid
communications and committed networks.
Not every personality faces this kind of job search comfortably.
It is certainly important to have established mentors to bounce
ideas off of. They can be a sanity check…
You can always get better… if there is something lacking or needing
It is not too late to learn new things… Especially if you know what
your career gap is. It might be harder if you do not know the gap.
That is when you fall back on your strengths and building out from
You should not hold back from going in another direction,
especially if it is an area of high interest.
Do the right thing, even when no one is looking.
Pay forward, pass on valuable information. You never know what
could make a difference for others.
Know your risk tolerance level, and those in your family that depend
If you need help, ask for help; join a professional organization; use
your experience to volunteer to help others.
Recently perused another insightful book by Barbara Oakley,
called “A MIND FOR NUMBERS: HOW TO EXCEL AT MATH AND
SCIENCE”, Tarcher Penguin, NY 2014.
I enjoyed reading new ways to learn things, especially related to
our fields of math and science. I like to compare other people’s
thought processes. Barbara Oakley has given much thought
to this process :
- Take pauses and breaks in my learning [so my brain makes
- There is a concentrated and a diffuse mode [nice! I can relate
to that. Especially the thinking process while running or
driving to a place where I have been before…]
- my working memory is now shorter, it seems. It is about
4 items. But what I can do is repeat the focused learning steps
and each time the process seems to be easier.
- Chunking: a key learning tool–. Get to the key things you
want to learn and “chunk it” using the focused, concentrated
mode of thinking. Chunks are built on focused attention,
understanding the basic ideas, and gaining the big picture.
- Habits are based on 4 steps, adding one to Duhigg’s model:
Cue – routine — reward — the Belief
- Memory tricks include: combining things in different ways;
use metaphors of natural, common, and usual things;
repeat what you wish to recall;
use stories and little memory sayings and songs.
writing things down and say things out loud.
- it is more important how you think, than what you know.
Filed under: Recent Posts
, Observ. Trends
Posted by: site admin
@ 9:42 am
Thank you for reading the NESACS Blog for Career Management
and Development. I appreciate your interest and following. This
blog provides independent concerns, information on career paths,
directions on professional behaviors and job search trends and
This year we outline major subject areas covered:
Public Relations Documents
Historical Trends and Economics Influences
Public Relations Documents. Resumes
This blog post reflects the position that the ACS needs
to develop an on-going Subject area regarding the
Economics of our Enterprise, just like Chemistry and
the Law, the Environment, and Education.
describes the need…”The system is rigged. Companies
are forced to eliminate workers not by the market of
real goods and services where supply and demand set the
right price, but by the commands of financial markets,
where hope and greed too often set the price.”
the decline of corporate R&D by measuring the decline
of technical papers–
‘Corporations in the US are spending a diminishing portion of their R&D budgets on research. The share of basic and applied research in corporate R&D has tapered from 28% in 1985 to 20% in 2015.
Corporate representation in the scientific literature is also shrinking. In an analysis of publications authored by publicly traded US companies in the Web of Science database, we observed that the annual average number of papers published per company fell from around 25 in 1980 to less than 10 in 2010. The drop was visible across a wide range of industries and most pronounced among firms with established research programmes, for which the number of publications fell by as much as 65% between 1980 and 2006.’
Detailed information and discussion includes:
1. the decline of retained earnings
2. using algorithms to make decisions
3. intrusion of fake news, fake growth and bots to influence decisions
4. use of polls with uncertain questions and populations and decision criteria
5. professionals reduced to under 29-hours population
This is a critical topic for emerging chemists,
people indifferent stages of their careers and our
professional organization aiming to serve its members.
Previous years’ lists
This year I will attempt to link readers to discussions of some of the
books that follow in this blog.
Maria Konnikova THE CONFIDENCE GAME: WHY WE ALL
FALL FOR IT. EVERY TIME, Penguin Random House NY 2016
Thomas L. Friedman THANK YOU FOR BEING LATE Farrar
Stevens and Giroux NY 2016
Yuval Noah Arari HOMO DEUS: A BRIEF HISTORY OF
Robert Cialdini INFLUENCE THE PSYCHOLOGY OF
PERSUASION Collins division of HarperCollins NY 1994
William Strauss, Neil Howe THE FOURTH TURNNG: AN
AMERICA PROPHECY Broadway Books, NY 1997
David Livermore, THE CULTURAL INTELLIGENCE DIFFERENCE:
Master the one skill you can’t do without in
today’s global economy,
American Management Association, NY, 2011
Adam Alter, IRRESISTIBLE: The Rise of Addictive Technology
and the Business of Keeping us Hooked,Penguin Press NY 2017
Rudolph W. Giuliani with Ken Kurson, Leadership, Miramax
Books Hyperion NY, 2002
Lisa Randall, KNOCKING ON HEAVEN’S DOOR: HOW
PHYSICS AND SCIENTIFIC THINKING ILLUMINATE
THE UNIVERSE AND THE MODERN WORLD
Robert Colville, THE GREAT ACCELERATION: HOW THE
WORLD IS GETTING FASTER, FASTER Bloombury London NY 2016
Michael Breus THE POWER OF WHEN: DISCOVER YOUR
CHRONOTYPE AND THE BEST TIME TO
ASK FOR A RAISE, HAVE SEX, WRITE A NOVEL AND MORE,
Little Brown and
Company NY 2016
Alan Alda IF I UNDERSTOOD YOU WOULD I HAVE THIS
LOOK ON MY FACE RandomHouse 2017
Barbara Oakley, MINDSHIFT BREAK THROUGH OBSTACLES
TO LEARNING AND DISCOVER YOUR HIDDEN POTENTIAL
Tarcher Peregre Penguin Random House 2017
Barbara Oakley, part of the team delivering ‘highly attended’
MOOCs, authored a topical book “Mindshift: Breakthrough
Obstacles to Learning and Discover Your Hidden Potential”
that can open up your thinking.
It left me with at least seven take home messages shared below.
1. Learning via the Pomodoro Technique
turn off distracting devices and sources
focus on work for 25 minutes
take a few minute break to rest your mind; repeat…
2. Cultures cling to legacies; change is fought off. New ideas
form and flow with two classes: young, unexposed people
and people who change fields.
3. ”Second skilling” permits you to adapt to the changing career
environment. Two tactics: look to increasing and decreasing
hiring trends; overall picture of skill distribution and where
are budgets decreasing and lowering of skills
4. ”Chunk” your learning practicing more on the areas you find
5. Opportunity results from skill and luck. Luck surfaces from
a combination of (1) seeing problems as opportunities, (2)
constantly upgrade and learn new skills, (3) assertively
6. People have different learning styles. Learn yours. One is
focused, another is diffuse. You should use both, but
understand what works best for you.
7. Value of selective ignorance. You have only so much ‘cognitive
energy’. Be selective in what you choose.
This book is highly recommended for undecided people and
professionals in-transition. [The review cited above provides
a thoughtful assessment.]
Just finished a book by Brendon Burchard– High
Performance Habits: How extraordinary people become that way, Hay House, 2017
that addresses a consultant’s approach to look for
ways for mid-career and later professionals to increase
curiosity and genuine self confidence.
It differs from the more common “instruments” that reveal
to you something about yourself– strengths, MBTI
values, behaviors, etc. providing‘ideas about the correlation between motivation - high
performance and alignment with values, clear intentions
and higher purpose. It can help you figure out how to
redefine your goals to better align with your true
” [in a review…]
The short story that is valued to share what he writes on
developing influence and expressing courage.
Where early career professionals seek certainty,
others benefit from action steps they can adapt
to and separate emotions from feelings. It is a
self-help contribution that some may find to provide
Innovations in the way we present ourselves, our
research and technical work should impact how we
format and what we include in our CVs for academic
General guidelines for having
- the document be in screen-readable sized font,
- your name on each printed page with a page number,
- keywords that reveal that you understand that you
meet requirements (musts/wants) of the position being
- your experience section state accomplishments led
by action verbs
- sufficient information to evaluate your academic
credentials and accomplishments (your thesis and adviser,
titles of presentations, patents and articles)
are certain. Just as the essential need of a signed cover
letter that cites all the documents in your package.
Reviewing so many documents usually means that
they are in electronic form and items should be digitally
While several references suggest Purdue’s Online
Writing Lab and registration in ORCID
provides items to consider including as topics.
In addition to those, it is now important to include
web-pages, blogs, open access articles on both technical
and topical interest, Internet commentaries, and
appropriate communication contact points (texting,
More and more academic position applications will ask
for teaching philosophy, diversity statement, research
proposals, list of publications, patents, and presentations
and list of references. All of the information should be
appropriately integrated to support each other.
Of interest to many academic positions is seeing your
contribution and participation in “service” to department,
university and field of endeavor and presentations to
organizations and audiences outside of your main field.
Special mention should be made about CVs for outside
the US. If you are seeking positions in Europe, you should
We recently observed close friends living in CA who lost
their home and most of its contents to wildfires. Another
friend was overtaken by back pain making it difficult to
work. A third friend lost her husband suddenly.
This entry offers some ideas for actions you can do
at separate stages in your career.
- monitor daily your credit card and financial records,
noting unusual events. Have an action plan ready–
phones or cars
. Don’t wait for the unfortunate event to happen–
have paid up insurance, contact numbers organized,
detailed information to provide
- record retention file guidance retention
1 year: payroll stubs, bill statements
6 years: income tax records and related forms
7 years: critical slips, statements and cancelled checks
Permanent: investment records, pension papers, insurance
policies, contracts, personal- birth certificates, military,
marriage, divorce, adoption, naturalization and citizenship
- always enroll in substantial disability insurance
- continue all the early career record-keeping
- formulate a document location spreadsheet, what is in
your safety deposit box
- have a list of people and institutions with their contact
information for banks, brokerages, lawyers, physicians
- formulate a will, powers of attorney, and care for
children: instructions who would raise them in your
- organize important family photos, papers and records
CLOSE TO RETIREMENT
- visit trust attorneys and determine who you would like
to represent you
- interview and work with a financial adviser
- organize a checklist for what to do when a loved one
dies [see comment]