You know, I am a strong proponent that scientific professionals
have a strong understanding of working with statistics and
perceive the hazards in our environment, that have good and not
so good effects on humans.
So in our final class we talked about three features we should
look for in evaluating statistical data. [I am always amazed that
their relevance is not emphasized in classes.] variation, shape
and central tendency.
In our daily lives we are faced with statistics for nearly everything
and given “selective” interpretations to sell or convince us of various
- insure the data provides its sample size and range and variability
[small sample size, limited range, no measure of variation should
not be basis of a general position.]
- If the data is presented with many significant figures, it should
raise “red flags” in your mind. [10,234,511.39 ?]
- The shape of the distribution of measure reveals critical insight.
[power law, normal, bimodal, skewness…]
- What is the appropriate central tendency representation? Mean
if it is normal distribution…Other than that, questions are needed.
There are two radioactive species in our environment that we
should be aware of some things. One I encountered when I was asked
by a middle school student about a science project on radioassays.
That is when I learned about technetium. Technetium-99 is most
useful as a radioassay measure for imaging internal organs.
published a short factoid recently about this lightest, artificially
produced element. ”Technetium cows
” were developed by BNL
researchers and have been in use for more than 50 years in
medical diagnostics and research. In addition, technetium is a
by-product of U-235 decay and thus can be a valuable monitor
for nuclear reactor spent fuel rod decay and storage.
A second radioactive element is the gas, radon. Radon is naturally
occurring in the environment and is attributed to be an effector of
. Radon decays naturally producing alpha
of the prevalence of radon in the US point to where
it is. This should be a point of reference for us where we live
Many articles we find about requesting for salary
increments overlook the need to do three things–
* perform consistently well in meeting and exceeding your’s
and your team’s goals [time in grade is often insufficient],
* gather critical information about pay, time in grade and value
to the organization, and
* have a proposal for your continued growth plan and how it
contributes to the organization [it is helpful to have mentors
who are knowledgeable about the organization, policies and
- separate salary conversations from performance review meetings, so
that you demonstrate you are not focusing as being money-driven.
- know that a timely one-on-one can be helpful in supporting the
value you provide to the organization with a successful project
- ‘plant the seed’ for an increase before the organization’s budget
planning (article indicates 3-4 months, is that too early?)
- practice what you are going to say, plan for interruptions, and
have a back-up plan
Our Professional Development class is interesting because
we can use feedback from class members for future discussion
items and exercises in class.
One feedback card read: Could we engage in networking
conversations and elevator speeches from each person in class?
It is better than describing them.
>In subsequent classes we asked people to deliver elevator speeches
to their team mates [which should be done in all team situations].
Then when we brought in guest speakers, we asked each class
member to deliver an elevator pitch to the guests.
A couple of other situations that are intriguing. One class member
met privately and said she did not know what to do as her team
was unresponsive to requests to work together and complete tasks
on time. We talked about it and in class performed an exercise.
What can you do to work better as a team? There are many excuses:
too busy, lazy, procrastinate, think the assignment is dumb….
- plan ahead; discuss the work assignment
- know yourself; study your teammates behaviors, values, likes
- keep in touch; communicate, even over-communicate
- offer help if others have trouble understanding/solving the assignment
- Team formation usually follows easily recognizable stages, known as
“forming, storming, norming, and performing.”
YOU ARE EXPECTED TO GET TO NORMING QUICKLY
- learn about your team-mates: their values, behavior, goals, time lines,
honesty, promptness, caring; strength and weakness
- When do you report to higher Ups?
- Influence: consistency, scarcity, authority, trust worthiness,
- Work together, share ideas and don’t just divide up the work.
- Use people’s strengths and interests to produce something that
- Become familiar with due dates, put buffer between team
deadline and final deadline alert people in advance
- Givers succeed most, reciprocators are a close second
- Adam Grant’s book “Givers and Takers”
A second class exercise was inspired by an incident where a class
member forgot an attachment when sending an email. It happens to
all of us.
The class came up with several and discussion ensued about how
some recipients might feel it revealed lack of attention to detail or
how you perform under pressure. There are technological solutions
that we should know and use.
We have written about using emotions in our
storytelling especially related to trust, by Brene
the psychology of influence. His latest Pre-suasion
is highly recommended in offering ways to understand
how we are influenced and might be able to express
Cialdini presents “pre-suasion” as frontloading attention
by altering audience members associations with what we do
or say next.
- privileged moments: tuning in to times when audience
is most receptive
- channeling attention using attractors and magnetizers
- ‘I link, therefore I think’ - creating or building on
Agenda setting theory- media rarely produce change by
presenting compelling evidence; more likely persuade
indirectly by selecting issues and facts and excluding
Forced confessions have a history going back to the 1692
witchcraft trials appearing in many trials, Chinese Cultural
Revolution ‘convictions’, and Joseph McCarthy Communist
Party affiliations indictments 1950s.
Neidert Core Motives Model of Social Influence
Stage 1: cultivating a positive association, using
“reciprocity” and “liking” in a meaningful, unexpected and
Stage 2: reducing uncertainty, using authority and social
proof to provide priority to a course of action
Stage 3: motivating positive action, sealing the action
to move ahead.
Where Influencing is used in marketing:
1. media traffic reports as programming space editors
2. naming of supplements and nutrients sounding like
derivation from natural products.
This week we talked about what is valued and sought for in
individuals when they seek different career paths. Then we
We pointed out that much of our life is quite unpredictable
and that what we start out wanting, doing and behaving
changes throughout our life. An interesting piece in Quartz
reported on statistical data where in the past we could reflect
on anecdotal instances in changes.
In the short term there remains a consistency in our wanting
doing and behaving, however. Here we might pose that Luck
and Skill arbitrate on what happens in our careers.
CAREERS = LUCK + SKILLS
LUCK = preparation + opportunity + attitude
We suggested it is useful to set objectives, develop a plan
to achieve them and look for opportunities to be and act
professionally along the way. Build your committed network
ask for help, create and learn from “teachable moments”,
continuously learn, and be optimistic.
Two pieces of feedback from our class offered questions–
1- how can I network better? What should I learn and practice?
[understand your current personal values, behaviors and emotional
make-up; small talk, understand others’ make-ups and adapt
to achieve win-win outcomes]
2- it seems like the skills you list are just things to trick people on.
What is the basis for each item on the list, they wondered.
[real life often is a series of unpredictable events with little time
to think. Thus our habits will determine our behaviors. We wish
to figure out what our habits are modify them to be more effective.]
It is hard for some to learn that professional work is strongly
influenced by our cultural, personal and value-based habits.
It is often the case that how you do something is as important as
the outcomes that you achieve. Sometimes the result is “pure
luck” but as we know we “create much of our luck”.
It is that time of year again. Remember the challenges last year?
We learned about negotiating with hotels and airlines to minimize
the impact of east coast snowstorm causing travel hiccups. Maybe
I was overconfident when it happened again this year.
With two presentations planned for Pittsburgh on Friday and
Saturday I booked flight and hotel leaving Thursday and returning
Sunday. The storm struck Thursday cancelling flights. I should
have looked at the path and factored in leaving earlier, say one day
in the week, arriving Wednesday.
SWA was helpful in allowing my one day later flight enabling me
to arrive in Pittsburgh to partially be able to meet my commitments.
However, it never occurred to me that the plane I was to fly out
on Friday am needed to arrive Thursday. It did not. So my flight
Friday morning was cancelled just like Thursday morning due to
Now I had to cancel hotel reservations and work with my colleagues
at the other end to determine what could go on in my absence.
Expedia was willing to help. First with changing the initial plans
from a 3-night stay to a 2-night stay. Then, cancelling the reservation
due to weather created flight cancellation. But, I had to provide all
information that Flight 622 was cancelled on Thurs. and Friday
due to the plane not arriving and there was no substitute available
that was available.
Lessons: Possible storm caused delay or cancellation of flight–
change my reservation to leave one day earlier, not later than when
the storm hits.
You can not get charged for room if you have all the facts
at hand when you call to cancel the hotel reservation.
Have all the cell phone numbers ready to call to deal with
the situation promptly. Call as early as you can to avoid last minute
From Dennis Brown:
Ideas 5 and 8 are applicable. Remember online marketing is
the current state of the art. Job seekers can use this tool
use of keywords
involvement in groups
INTERVIEWING AND NEGOTIATIONS
In negotiations it is not unusual for you to be asked
“How much do you make now?” and Something
like, “What are your salary expectations?”
Recent ideas have materialized into legislation in
MA where it is no longer legal to ask about salary
history for in-state positions. Note, too, that a later
paragraph states the law takes effect in 2018.
The article offers a response to the salary query–
“.. personal practice to keep salary confidential, as
my research has provided employers compensate
qualified employees with a salary between $xx
and $xy, and your being a leader I would not be
surprised to hear from you in the upper portion of
PARENTAL LEAVE GRAD STUDENTS, POST-DOCS
inda Wang CEN 1-2-17, P. 23-4 PARENTAL LEAVE
Let me shout out about Linda Wang’s meaningful
article in the first issue of 2017 CEN on parental leave.
With the continuing trend of very long graduate
school tenures followed by one or more post doctoral
stints those wishing the fulfillment of family life
either learn too late that certain people or organizations
frown on or discourage distractions from their goals.
I dare say there can even be blacklisting or not offering
article on Title IX
CONTINUOUS PERSONAL DEVELOPMENT
What can we do to remain employable throughout
our careers? We do not think about that until often
it is too late. It is in the present that we carry out our goals.
You should choose positions that provide personal satisfactions
day-to-day so you stick with it. Engage in activities that
have outcomes that coincide with your personal longer
Early on in your careers you should realize that doing the
same things over and over is self limiting. You need to
bring to bear what is emerging in the larger employment
market (artificial intelligence, computation, robotics) and
seek out and complete career focused education, experiences
and certifications. The Economist
and some trends. (1)Self examination leading to Curiosity
is critical to continually learn and
(2) knowing your learning style and adapting content to
meet your style for long term application and near term
demands is your responsibility.
Large questions remain, namely,
(a)does the training and knowledge get recognition and
reward for the time and expense?
(b)Will there be experiences, skills and abilities that will
be useful where I am now and/or in other organizations?
ACS seems to have a working model for continuous
education and needs constant input for what would benefit
members. How can we better offer soft skill development?
is one specific area, for example.
`How do you figure out appropriate information that is important
and verifiable, relating to your interests and goals?
We can subscribe to publications. Does that provide what you need?
We can view broadcast media or skim Flipboard or other “news
aggregators” or subscribe to twitter feeds for our philosophy matching
We all have limited time and viewerships.
- Set your short and longer term goals
ASK GOOD QUESTION
A good question is not concerned with a correct idea.
A good question cannot be answered immediately.
A good question challenges existing answers.
A good question is one you badly want answered once you
hear it, but had no
inkling you cared before it was asked.
A good question creates new territory of thinking.
A good question reframes its own answers.
A good question is the seed of innovations in Science,
politics, and business.
A good question is a probe, a what-if scenario.
A good question skirts on the edge of what is known and not
silly nor obvious.
A good question cannot be predicted.
A good question will be the sign or an educated mind.
A good question is one that generates many other questions>
A good question may be the last job a machine will learn to do.
A good question is what humans are for.
GOALS- Think through your “purpose”
1- Do you like what you are now doing?
2- What do you feel and think you want to do? Like is not
enough. Purpose is about setting up a direction and a path
and pausing and allow back up plans and ideal case formulation.
3- Can you do what you want? Know the difference between
your wants and what you are competent at. Understand your
priorities and values and your organization’s priorities and values.
4- Have you define your next and following steps involving
awareness, action and accountability
5- Who can you depend on for good, reliable advice? Who
will tell you the truth without involving their personal interests?
6- What are you willing to re-pay, offer up and return?
7- What do you to learn or gain experience in?
It is useful to consider the words we use. ’Truth’ is most often
not strictly absolute, black and white. Yet there are certain words that
do not trigger the outcomes we desire.
NEED very few things “need” to get done. OFFER, maybe, WHAT
DO YOU THINK ABOUT… or HOW DOES THIS SOUND…
CAN’T you probably can. In reality, there are multiple or opposing
EASY This is a way to describe other people’s jobs
. Notice how
many times that speak about their jobs as easy.
“Cousins” of these words are everyone, no one, always and never.
Three top line topics have appeared this year:
1) Evolving trends in technical careers
2) Professional Behaviors that can help you
3) High Need for New Division in ACS– Economics
and Chemistry [Not only short periodic webinars that
are at 30,000 foot level and CEPA]
Previous years’ lists
Recommended Reading. 5.
Recommended Reading. 4.
Recommended Reading. 3.
Recommended Reading. 2.
Recommended Reading. 1.
This year I will attempt to link readers to discussions of some of the
books that follow in this blog.
RandomHouse NY 2014
2. Robert Gates,
A PASSION FOR LEADERSHIP, AA Knopf, NY 2016
3. Brene Brown
, RISING STRONG
Spiegel and Grau, NY, 2015
9. Daniel J Levitin THE ORGANIZED MIND THINKING
STRAIGHT IN THE AGE OF INFORMATION OVERLOAD,
Dutton, NY 2014
12. Robert Colville, THE GREAT ACCELERATION: HOW THE
WORLD IS GETTING FASTER, FASTER Bloombury London NY 2016
13. Zackary Berger MAKING SENSE OF MEDICINE:
BRIDGING THE GAP BETWEEN DOCTOR GUIDELINES
AND PATIENT PREFERENCES,
Rowman & Littlefield Lanham 2016
14. Kevin Kelly NEW RULES FOR THE NEW ECONOMY
RADICAL STRATEGIES FOR A CONNECTED WORLD,
Penguin Australia 1998
16. Joseph Ellis, THE QUARTET: ORCHESTRATING THE
SECOND AMERICAN REVOLUTION 1783-1789, Knopf 2015
17. American Heritage, A SENSE OF HISTORY FROM THE
BEST WRITING FROM THE PAGES OF AMERICAN HERITAGE,
Houghton Mifflin,, Boston, 1985
19. Thomas L. Friedman, THANK YOU FOR BEING LATE,
Farrar, Stevens and Giroux, NY 2016
Reading a powerful work by Rana Foroohar, “Makers and
Takers,” that explains the strong undercurrent that drives
the visible trends we see in offshoring, in automation, in
uneven distribution of profits and benefits. It is what she
The first entry into Economics
highlighted the need for the
ACS to engage “Economics practices,” like true forecasting
and principles that members can truly benefit from. Older
practices of “reporting old news” is insufficient for a true
The second Economics posting
pointed out observations of
limited startups and further concentration bigger firms
driving short term profits, bonuses for C-suite, and shareholder
WHAT IT IS ABOUT
This posting on Makers and Takers who are
M: people, companies and ideas that create real economic
T: users of the evolving dysfunctional market based systems
that aim to enrich themselves without resulting consequences
The Takers implement “FINANCIALIZATION” that push
outsourcing, not thinking about challenges to supply chain,
and promote flash trading and computer-generated algorithms
used in complex securities resulting in market crashes.
Another longer term result is that the labor practices of Wall Street
are being imposed on the nature of employment and kinds
of workers used everywhere. ”Wall Street values not worker
stability but constant market simultaneity. If mortgages are
not the best thing, let’s get rid of the mortgage desk and we will
hire them back in a year. They are ‘liquid people.’”
Besides decreases in lending (to support start ups and new ideas),
and increases in trading and debt securities (rising debt and
credit levels stoke financial instability; debt fueled finance
has become the saccharine substitute for growth), we observe
the mounting monopoly power of large financial institutions
that dominate allocation and are causing even the most successful
ventures to take on debt, reduce regulation and influence legal
This is a readable book that illuminates much of what we are
experiencing and ACS members need to know about.
We (M. Godek and I) asked our seminar group:
What might you seek from a mentor?
Some answered one or two of the following–
Where are your career directions moving? Where are you now?
What are your visions and aspirations, strengths, weaknesses
and how to relate them.
In addition, suggestions to build soft, technical and wise skills
Navigate the organization, explore new ideas, new career path
Expand your committed network, build confidence.
Who is responsible for setting up a “mentoring connection”?
To many it was a surprise to hear “You are!” Sure many
organizations set up formal mentoring arrangements to achieve
goals for the organization. Not specifically to meet your personal
questions or goals, intentionally, and their metrics reveal that.
It is imperative that you assume responsibility for the mentor,
roles, goals, timing and how to move it forward.
A ‘take home message’ is that there are formal and informal
mentoring connections. While the formal are set up by organizations,
include training, last for a specific period and are designed to
benefit the organization; informal ones involve people who
may not have formal training, offer long term rewards for
both and benefit both partners in a win-win arrangement
that is two-way.
We differentiated Coaching, Teaching and Mentoring
-gain or improve a skill, performance driven COACHING
-discover and acquire knowledge, theoretical, practical,
experiential, laboratory, plant-wide TEACHING
-2-way collaboration, guidance and perspectives in challenging
situations, relationship-based MENTORING
This opened many audience members’ eyes.
Then, with many questions and stories, we discussed
characteristics of good mentors, how to meet and invite
a mentoring relationship that is win-win.
is a link to the session feedback.
Ten years ago R. Jones edited a series of factors
giving rise to the apparent trend involving the
globalization of chemical enterprise industries.
We have urged ACS in this blog to report and
follow the Economics in the Chemical
Enterprise as the older model (of globalization)
is less valid now as an important concept for
We observed that globalization is less
significant now and plays much less of a strategic
role as superstar companies
that use an array of
qualities. They have distinctive cultures and
traditions that many academic centers are little
aware of, including seeking and following top
talent (stretch assignments, accelerator
experiences, and crucible roles) and keeping their
focus on a long term vision (by modifying their
shareholders’ voting rights) and managing finances,
legislation and financial markets.
The Economist reported on recent trends in its
article as a new age of corporatism giving rise to
consolidation to stay on top “hoovering up talent,
buying patents and investing in research.” We can see
this leading to problems ascribed to concentration of
pay, technology, top execs and vast amounts of
In an interesting related piece in Cheeky Scientist Blog
which are critical to a company’s success. While most
know “companies have R&D, Marketing and Sales,”
few realize also critical to success are finance, supply
chain and information technology.
I suspect these are all new to Chemists and Engineers
and this reveals the need for further education in these
and traditional areas that have further evolved.
Preparing for some engagements I came across
several interesting items that readers might like.
There is a You-tube by Anthony Goldbloom
(<5 minutes)that assesses future trends in careers.
Related to this is an extensive article on an
enumeration of barriers to scientific career paths
by three authors in vox.com.
Science and engineering fields play a out-sized role in
early identification of epidemics and investigating the
source and developing therapies and preventatives. A
new epidemics coalition was formed that readers should
be aware of.
As scientist,s every time we see reports of batteries catching
fire we ask can it happen to me. We all use lithium batteries
in our everyday life. K M Abraham has eloquently laid out
causes and prevention. Read on.
SOURCES: Anthony Goldbloom,
Goldbloom in a TED talk reveals trends we all see around
us. He points to a worldview that it would be fruitful to take
in overcoming robots, automation, computer-integration and
the Internet…prizing the human area of excellence which is
creativity and innovation.
Belluz, et al present a case that science observed from a 30,000
foot level has challenges related to
(a) funding and funding sources and related biases
(b) developing new ideas and confirming by reproducing
(c) high integrity peer review
(d) how we interact and communicate to larger audiences
CEPI COALITION FOR EPIDEMIC PREPAREDNESS
wiki and others (pay-walls!)
The WHO slides
reveal a striking new organization for
the benefit of mankind striving for four goals
-equity to all stakeholders
This is an organization that ACS members should connect
to and contribute. It is a high value strategic organization that
is truly part of our organization’s mission statement.
KM does a thorough review of the fundamentals of the controlled
release of energy in battery technology and who it can be
compromised by materials, manufacturing defects and
This is applied chemistry at its best.
You cannot fake trust, J. Smith
wrote. Covey points
out that trust is the highest form of motivation.
When trust is lost or not part of interpersonal connection,
less than what is set out as goals will result– for
individuals, teams and organizations.
So many times I have heard one person not being selected
for something based on a comment that another lacks
trust or did not feel someone was trustworthy.
employee / boss: confidence in you before promotion
team / manager : belief in you to rely on your vision and
audience / speaker: are you credible and have a credible
message to act on your recommendations
Trust reveals faith in the honesty, integrity, reliability
and competence of another.
Two resources that may apply to situations are
SUNY-Albany provides trust elaboration in a more global
perspective. I appreciated their defining three types of trust
1. trust conferred by professional credentials and
reputation. It may change based on more interactions.
2. trust resulting from familiarity and consistent
work-group, team or association (professional, business)
3. trust resulting from adhering to legal or social
norms that prescribe and restrict behaviors and actions.
This background can be instructive as it can inform how
trust results in different and cross-cultural situations.
Phrases and appropriate, following-elaboration that enable
- ‘thank you…’ for attending, for reviewing, for helping….
- ’saying what is in it for the audience’
- telling ‘why I care about….’
- follow emotional beliefs with supporting, objective data
[not ‘cherry-picked’ data]
- listening carefully to another’s opinion and stating trust
in their judgment
- confirming that while you may not be expert on all things,
you have training, experience and willingness to learn new
things that enables you to offer a thoughtful perspective.
Other ways to foster trust
- follow through and provide early notice for meeting or
not meeting commitments
- say “no,” when you mean no
- share what you know and don’t know
R.Nicholls and L. Stevens presented a case that listening
is an underappreciated and poorly instructed skill that
has many barriers.
It is time to put it out front and center on this blog as a
skill all professionals need to pay attention to. Just how
do we do that?
Also, it is incumbent on our educational system to
engage students in regular exercises that will be an asset
in all endeavors.
Nicholls and Stevens write about a University of
Minnesota approach that improves outcomes. Notable
are four activities of the listener:
Engagement to have an idea what is coming and “think
ahead” to conclusions and generating a summary statement
Internal reflection about evidence, logic and
interfering features– emotions, background, completeness
Active listening to bridge all information, data and
circumstances pointing out what might not fit even at
intermediate points “Listening between the lines”
to assess emotions,
nonverbals, and speaker editing and emphasis.
The authors provide some appropriate cases and
suggestions some of which may apply in your situation.
Then, Zenger and Folkman reveal what you and I
think what we should do and that those things are not
enough to be a great leader-listener. As the key
requirement for being a leader is listening to others —
Key among them:
- deliberate on the substance of the message
- be alert to and observe all communication elements
- awareness of cultural, physical and behavioral biases and
- acknowledge and support deeply held features
- respect in not trying to hijack the initiative of the
Reading Chris Voss’s book on negotiations convinced me
that we need to keep learning. Don’t ever stop the process
of gathering new information from different sources,
Chris Voss really has the expertise that can be applied even in
simplest situations. Watch
- never say: have you a few minutes to talk?
- instead say:, is this a good time to talk?
Get that other person to say “That’s right.”
Use the facts as the other person sees them.
Let me highlight several significant take-aways–
1. Calibrated “how” questions keep the negotiation going. They put
pressure on your counterpart to come up with answers and
contemplate your problems when making their demands.
How am I supposed to.. How do we know…How can we….
How questions allow you to read and shape the negotiating
environment. You just have to know where you want the conversation
2. 3 kinds of “yes”: commitment, confirmation, counterfeit
3. Ackerman plan– set your goal, then first offer at 2/3 point,
calculate at three smaller increments
use lots of empathy and different “no” strategy to counter, before
you increase your offer.
use non-round numbers in your final offer
after final number, throw in nonmonetary items
What was interesting was that Chris challenges many of the earlier
strategies in negotiation tactics.
Various publishers promote journal impact factors JIF to
measure ” the importance of articles by the number of times
an article is cited. This measure in light of the continuing change
of technical literature is changing and deemed less significant.
Did you know you can change irrevocable trusts that you create
with your attorney when (1) tax law is revised or cease to exist,
(2) family circumstances change, (3) errors exist in the the documents?
This is a document professionals should know about and
decide if and when it fits in your financial plan.
Linkedin profiles have not and should not replace resumes.
They are part of your professional presence and a
link is offered.
Ewen Calloway summarized recent discussions on the use of
journal rating and previewed articles in various fields that
suggest it going away. Worth looking at.
FINANCIAL DECISIONS FOR YOUR FAMILIES
Trusts are often created to save paying federal estate taxes in
relation to a specific tax law. There are, according to Cody,
Cody and McCarthy, five ways trusts can be modified: (a)
have a judge restate your intent, (b) adjust pay-out options
to current situations, (c) change the terms of the trust due to
unforseen circumstances, (d) invoke a trust advisor without
going to court, (e) consider another “do-over” trust.
So, if you find a need to modify your trust, or you waiver
in creating an irrevocable trust, there are things you should
know to help you.
Robert Hellmann wrote that resumes and profiles have many
of the same information. But a resume helps us obtain interviews
and the profile does support the interview screening process
and much more. Hellmann proposes an active profile approach
in your job search.
Don’t indicate openness to opportunities in your Headline
Don’t put unemployed or looking for a job in your profile
Do consider using more informal language than the targeted
Hellmann’s article is worth taking seriously in your career
BONUS VIDEO SERIES: The Australian series “The Future
of Water” is definitely of high value to view. Each segment
offered incredible insights into the bigger picture. I was
very surprised by the underground reservoir in South
America that was recently defined.
Innovation, experimentation and support from
leaders are often the keys to bringing progress.
As we have mentioned in a recent post, simply
listing pros and cons is not the most effective
way to move ahead, or, for that matter, make decisions.
Look for countering information, add more factors
and categories… Then apply the Bayesian logic of probabilities.
This is an example of critical thinking to consider.
Recently I had a conversation with a small business
in high tech who applauded “Slack
“. What he said is
that it has revolutionized his teams’ fun, focus, and
Let me share how Slack is project management
“mindfulness” from his blog
The suggestion here is this tool is one that can be broadly
applied and due to ease of use widely adapted. It is like
using shared cloud storage or using search engines.
We in Chemistry should be leaping to use this in our
smaller groups. Share your experiences and learnings.
Remember a negative outcome is often more useful in
the long run and not a “con!”