Over a 30 - 45 year career, most everyone gets relieved of their
position. Sometime it is sudden, other times there are indicators
that some positions will be severed and still other times we are
faced with a choice to stay or leave.
Let me pose that it should be part of our regular personal planning
process that we consider building resilience into our thinking. Create
your personal action plan, keep your options open and know what
your personal goals, musts and wants are.
As much as possible plan so that it is not a total surprise.
contributed a piece offering things to do if you lose
your position. I cannot agree with her more on
1. don’t lose your “cool”, stay calm and manage your emotions
2. personally ask for recommendations from specific individuals
(If someone hesitates at all, or will not provide a good one, move
2a. these days more and more Linkedin recommendations can be
a useful starter in situations where policies limit employees from
3. You should be continually active in your professional network,
also ask references for their network contacts and ideas.
I found Umoh’s thoughts about cleaning up your facebook, online
profiles and photos and comments something that might be easily
Formulate a modifiable plan of action that includes push
, situations where you you meet people
in person and volunteer roles in professional organizations.
Taking shorter term, temporary roles may be a big plus, while
you enroll for unemployment benefits and update your master
resume, targeted resumes for each position and Linkedin
profiles using current keywords for your industry and field.
Consider asking for outplacement services as part of your
that you have signed.
Publication is a critical focus in the scientific world. Societies
have publication wings. There is a large commercial publication
business that earns nearly $20Bn/year with a third being
profits. The Guardian published a revealing article about the
publication world which this blog has offered comments.
and critical thinking when reading
This blog is on record for supporting the idea of “open access”
and questioning the viability of “rating” journals based on
citations in the internet age [it is like mindless “likes” in
Been following of Deming’s articles on Applied Statistics
for decades. He is in the middle of an important series on
limits of detection. I just received a water analysis report
and have received blood and urine medical reports that refer
to one or another of these. These articles are important and
significant for all of us. We should know and use these terms
One of the types of questions I ask in some interviews
concerns gas cylinder set-up and use. Articles in LC/GC
often reveal solid scientific thinking to answer questions
in this area.
ROBERT MAXWELL AND PROFITING ON SCIENCE
Although the ACS continues its efforts to
profit center, most of the members do not realize what
is going on in the publication business. This Guardian
article goes into details what the ACS publications
division might be emulating.
Should we not ask questions to make more science, often
paid for via taxes, available free online?
SCIENCE AND THE LIMITS OF DETECTION
SOURCE: S. N. Deming, Amer. Laboratory June/July 2017
Deming teaches in this article L(D) the limit of detection, which
he points out is different than the smallest amount of
analyte that can be detected or the limit of quantitation (appearing
in future articles.).
He points out:
- false positive risk needs to be appropriate for the application.
[drug testing example]
- in a plot of a calibration curve with a non-zero intercept, L(D)
the limit of detection is the amount of analyte that yields a
signal outside the error of the false negative.
These comments are often not brought out in many classes.
SOURCE: J. V. Hinshaw, LC/GC North America 11-2016, P. 41
What I like about Hinshaw is that he does a fishbone diagram
to assess a wide variety is issues that could come up in
working with a common analytical tool.
After our formal technical training, which may be experiential,
[non-academic] but most often involves the academic realm–
BS, MS, PhD and post-doc, many in government, industry and
entrepreneurial career paths find business certification a very
positive growth dimension.
This can happen when we choose to continue formal academic
work with an MBA or 13-week MBA certification. When we
explore this option we find 2-year and 3-year MBAs where the
longer term allows developing specialization skills. The 13-week
in-residence programs had prerequisites of solid business experience
and tighter admission and stronger longer term career commitment
from a sponsoring organization.
One clear strength of the MBA programs is the networking, both
formal, through the university, and informal, through connections
and associations (alumna, alumni).
In the 1980s formal business certification programs were developed
in parallel to MBA programs. These should be of interest to many
people since they may be more specific to certain aspects and
more broadly respected as providing necessary background and
organization useful in certain fields. These are the PMP Project
Management Professional and Six Sigma “Belt” programs.
I am surprised that ACS has not incorporated both of these in
career continuous education plans.
Six Sigma asks about understanding customer requirements and
mapping a process to identify and measure defects, losses and waste
using statistical methods, measurement systems and data analysis.
The training in each seem to differ and it is worth noting PMP
An objective comparison of PMP and Six Sigma appears in this chart
Recently a colleague reported his experiences he observed
during his job search. It points out the importance of networking
 , doing After Action Reviews, knowing that you can build your
career by taking related positions, where you learn and practice
applicable skills productively. After all, a career is a process of
growth combined with continuous learning.
applied online and got a personal contact of mine to forward my resume
to the hiring team…he felt comfortable to refer me.
it was too late, they had already considered a candidate.
This year they contacted me. So as you have so many times emphasized,
networking is key to getting one’s resume noticed.
Career is a Process:
A senior level manager:
- Asked about my industry experience and was probing about my interests,
strengths and ability to work in a team. We really clicked in the interview.
It was a pleasant conversation about various aspects of manufacturing, QA,
QC , work ethics, and honesty. he was very pleased that I was familiar with
Quality Management System. I felt we were already colleagues in the interview.
Among questions asked:
- what I do not like, and what I like.
- given a situation what do I prefer: perfect and late, good and on time, or quick
and early…something like that. I elaborated on each as it all depends according
to me. For example, I recall saying it depends on how critical it is. In a situation
where you are looking at an API, it is critical to be within the acceptance
criteria/specifications, better be late but safe. But for a report, as long as all
the important information are there, I won’t delay it for perfection. I recall also
talking about how in a team, different people have their own preferences - in
terms of how to present a table. I personally don’t like to delay output for these
things (as long as it is not wrong).
Another Interviewer/non-technical manager:
- were able to relate a little as I had previous experience in the finance
department when i was in accounting.
- ended up in a conversation about the market, competitive advantage, pains
of month/year/quarter ends.
- Talked about SAP and Oracle.
- He actually appreciated that I knew about science and financial side of the
After Action Review:
- if I run into a situation like that again, I should transition my mindset into a
“sales pitch”- meaning, I should do the best I can to use facts from my
experience to support each criteria they are looking for.
- asked to visit the lab and areas of interests. I found it odd they did not propose.
We have brought up Mlodinow’s book, Subliminal, that offers
that human’s memory faculties are faulty. One suggestion is to
create a research notebook for yourself– it could be new business
ideas, new research projects, new and improved products…
We cannot sit still in this fast evolving world. We have minimal
memory resources, until computers evolved, and we can easily
store ideas, links and lists.
This entry offers two trends worth noting that you may incorporate,
even if you are not currently engaged in fields. Things are bothchanging and unpredictable
and it helps to try to be open-minded
both to new directions and opportunities.
DRUG DISTRIBUTION: MALDI-MSI
offered an keen review of an approach yielding new
insights into risk assessment of pharma candidates . Matrix-
assisted laser desorption/ionization mass spectral imaging is
used to visualize where in samples chemicals and metabolites
are distributed in model system sections.
Cornett indicates that this tool might be required to
inform decisions on regulatory submissions, as it offers
deeper understanding of pharmacology and toxicology.
NOVEL CHEMISTRY: COMMERCE
Novel chemistry is found in patent literature, chemical journals
and offered by custom chemical firms. If it were one and
done, it would not be so special.
The idea is to open up our resource notebook to various inputs
for continuous learning.
So often articles and blog entries talk about hiring trends
for recent graduates. When I peruse them, it seems most
are either anecdotal (few specific examples highlighting
certain concepts) or statistical summaries that are often time
a year or more earlier than the date of publication.
This entry looks at your second and subsequent positions. So,
in another perspective, we can take a longer, career view.
A career is a process, not an outcome, with many transactions
-learning new skills,
-defining your strengths and building on them, and
-articulating your values so that others will understand
and appreciate you and your contributions.
As scientists, commenters
bring up the discussion of being
that of an occupation formed by setting up formal qualifications
offered by education, internship/apprenticeship and examination,
a regulatory organization which admits and restricts and has a
code of behavior.
Honestly, however, scientific disciplines, like chemistry, may not
be bound by discipline tracks when thinking about job markets.
This may be less important when we look at markets for
wrote a remarkable article on career mistakes
that hinder personal growth and happiness that we obtain from
careers. I contend these apply to advance degreed scientists.
Let me highlight five frames of mind that restrict the “real job market:”
1. hold off pursuing positions of interest due to <100% match to
musts and wants [lack of confidence, weak in resilience, fear of
failure; be willing to learn on the job and seek help]
2. lack of self assessment knowing your strengths and what makes
you thrive and be constantly challenged and engaged. [engage
psychological and economic instruments outside of your employment
chain of command]
3. fall behind in your learning curve of new skills and experiences
to those who extend themselves [could be in work environment and
professional/ volunteer organizations]
4. fail to take an outsider’s perspective of your industry, organization
and department. This can be a situation where you ‘coast’ for a while.
It is important to continue connecting and keeping up with your
5. miss opportunities to learn about branding your skills and abilities
and be visible in more than one organization. In the information era,
this can seem to be trying things that are not immediately rewarded
in one organization, but opens up opportunities in another.
[no funding to attend a professional meeting; become a volunteer,
offer to assume organizational responsibilities, show that you can be
FL and I have been working together for several years,
first during a post-doc, then, a second post-doc and a series
of interesting temporary positions. While the post docs
were related to her graduate training in advanced biomaterials
and coating technology, the temporary positions were in
a wide variety of disciplines from project management and
accounting, to analytical services, to quality control.
FL contacted me from outside the US about negotiating
a higher salary at a 10 year old company where a network
member currently works. FL was offered a position for six
months, after which there would be a review to determine fitness
for longer term. The contract specified starting date, supervisor,
and broad assignment responsibilities along with a starting
The initial request involved discussing what can be expressed
to bring up salary and that the salary being offered was
lower than current pay as a temp. The position is located in
Toronto, so it is a stretch to correlate ACS salary survey data
results, based on limited data and currency differences (although
I did approximate using estimated analogies.
SALARY INCREMENT IDEAS
First, however, thank the company for the pleasant news that
was received for the generous offer. It was highly sought and
enthusiastically received. FL is flexible in scope of the position
and hours of work, however, is there any room for compensation
discussions….wait, don’t fill silence with excuses, let the hiring
manager think and respond. State what your needs and desires
are before offering up give ups (you never know if your spouse
might not have separate benefit coverage.).
Ask for the firm’s annual report, employee handbook, and a
formal job description. After you receive and review them you
will be better able to discuss the offer details.
FL sought a $10K improvement. So we reviewed areas of
possible approaches– spousal health insurance, no relocation
expense, day care needs, hours of work, self improvement plan,
other deferrable benefits. Since FL’s spouse has family health
care coverage and there are no relocation needs, these could be
offered as “give ups” to measurably increase salary. FL is flexible
for hours of work and has no immediate day care needs.
If salary is not negotiable, ask if a sign-on bonus can be brought
up to compensate for the difference from your current position
and the unique bonus you might forfeit leaving your current
Have a list of other negotiating wish items– personal computer,
loaded with professional responsibility software, professional
society memberships, special training programs, special
commuter passes not listed in the employee handbook.
We also shared details of negotiating workshops brought up
It is worth asking for details of the firm’s current and recent
past finances that would be listed in the annual report. That
not being shared, along with number of employees and
ownership of properties where company activities are
Through Fidelity Investments, we were able to share
financial data on this start up. It is relevant to see if the
same data is offered. Going to work for a company is just
like investing in the company and it is important to perform
due diligence in its financial and commercial viability. Who
owns the company, what is the market value and trend
and are there legal issues of concern.
After critical elements of the position negotiation are resolved
satisfactorily, request that an updated offer letter be sent for
approval. Since its location is relatively close, it might be
a nice gesture to personally go to the location, sign it in
person and meet other employees with whom you will be
Send thank you notes to all members you meet. It will
leave a positive impression.
to support business research
This is a story about two conversations. The first is
one with a very accomplished senior grad student.
The second conversation is one of a series with
a department of chemistry chairperson.
Ph.D. LACKING NEEDED SOFT SKILLS
Almost Dr. Smith (not his or her real name) wanted
to talk about a situation in which she finds herself. She
has received several promising offers, only to be rejected
after providing references. She has learned from a reliable
source that the reference supplied the information that her
writing skills were not up to acceptable standards, whereupon
the offer was pulled.
She asked what can she do now? Learn by various means–
reading for style and formatting, specialized training to write
for specific audiences, and practice, of course are several
possibilities. Shouldn’t the grad school provide that for her?
The answer is generally, not in today’s climate.
Second conversation, now.
PROPOSAL TO CHAIRMAN TO OFFER PRACTICAL
[Bring a solution, when you ask about a big concern you
When the new chair was installed I went to her with the
concern that many graduates do not have essential writing
skills and other “Soft skills” that we need to be successful.
What are some courses, programs of study, and tutoring
assignments (shadowing, draft writing, editing, reading)
that are offered or can be offered? We will bring it up to the
dean, was one response.
Another time, post-docs are people without support,
representation or a voice. What can be done to help their
case? That is up to the individual PI was the response. I reflected
on several national labs, medical schools and NIH programs
and received the feedback. That is not something I can do.
I pursued: Why not? some of the ideas are nice, but I would
be stepping on people’s [departments] toes and it is imprudent
to do here.
Another reason is that I can not impinge on the time they are
working in the lab. They have so many distractions and
commitments as it is. To add another requirement would take
time from the research work that needs to get done.
So, it goes. Outside speakers emphasize it is important to “get
out of the lab” and learn extra-curricular skills through different
activities, internships and volunteer roles. Most students immediately
reflect that their boss would not like them doing that. Most say
they feel pressure to be in the lab 7×12 getting results.
While I receive consistent support for Professional Development
activities in summer and both semesters, I am only one and
so much more could be done to make a difference. What we
do is as much or more than is offered in other R1 institutions.
Please send in ideas and concepts working in other institutions.
I look forward to them.
What is my future like? many are asking as we face an
uncertain future. It seems as this was the case decades ago,
but it is more uncertain now.
What is the reason? What are the drivers?
Harari has something to say about this. Look at his TED Dialog
1. We have lost “our story”. The narrative that describes modern
life in the 21st century is not what previous generations’ stories
were. This is one of the major roots of upheavals seen around the
2. Technology is bringing people together in many ways while
it separates us into many many subgroups. The wealthy, in
information-rich positions, influence the decisions of authorities
and will take advantage enhancing income mal-distribution.
3. National priorities have no connection to reality in many global
issues. Job loss, despite all the rhetoric, is not as strongly
influenced by immigration as it is by robots, algorithms and AI.
4. Political leaders have very little influence to do good. They
have great influence in doing bad and it is usually not one
individual responsible, because there are many supporters and
people of influence.
See some of the reviews
of Harari’s work bring up several other
disconnects we observe and may not easily explained. Knowing
allows you to define for yourself
the meaning of joy, satisfaction, happiness and help.
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
It is amazing to realize the rapid changes in career
management factors we face. Psychology, economics and
-inference are longer term factors for our careers.
Let me list some specific examples:
ROUTINE TASK AUTOMATION
leveraged loans to automate functions with software and
robotics ) puts middle skilled workers in precarious straits.
[Read: recent graduates with no experience or internships.]
Those who do non-routine work (low-paid, unskilled and
richly paid, highly skilled) are in demand. We see this Job
Polarization in many situations with supporting elements
being stagnating wages and reallocation of roles from
specialization to variety of roles with less specialization.
Thanks to advances in deep learning and AI, computers can
perform not only manual but also cognitive tasks better and
faster than humans. This augers the result that highly trained
specialists are replaced by internet enhanced software, a
specific example is radiologists since much of their work
are “routine cognitive tasks.”
BLACK ELEPHANT SITUATIONS
for alternate energy sources, energy independence and electric
” A black elephant is a cross between a black swan, a low
probability, unanticipated event with enormous ramifications–
and the elephant in the room, a problem that is widely visible to
everyone, yet no one wants to address, even though we
absolutely know that one day we will have vast, black-swan-like
consequences.” Ocean acidification is an example.
Black elephant events can provide a once in a lifetime opportunity
or the end of the line for industries (think chemical photography),
companies, and directions in our careers.
COGNIFYING AND CONTINUOUS LEARNING
Adding AI to various tasks enables us to do more at lower cost and
higher efficiency. Add AI to laundry to tell washing machines to
adjust to the contents of each load as directed by the clothes (sensors).
AI added to chemistry can aid discoverability and optimization by
performing virtual experiments to reduce the number of lab
experiments to reach a goal. Think of the way Netflix and Kindle
come up with customer recommendations.
This is cognifying. All cognition is specialized. In this continuous
learning process we need to work with AI and robots and let
these tools take our routine tasks and help us dream up
new work that matters. There are four classes of jobs:
1. Jobs humans can do, but robots can do even better.
highway driving, tax preparation, routine x-ray analysis,
pre-trial evidence gathering, etc.
2. Jobs humans cannot do, but robots can.
remote locations, hazardous environments, monitoring,
then signalling an alarm. Jobs that would not be done without
robots and sensors.
3. Jobs we did not know we wanted done.
4. Jobs only humans can do– at first.
creativity (on what we should do), new situations, one of a
Our human assignment should be to keep making jobs for
robots and software.
Tom Friedman on Meet the Press restated the current situation
many job seeking technical degree individuals face.
[Hard to locate in a hour-long program. So, the statement
is cut-and-pasted into the COMMENT section.]
There is a section of Brynjolfsson and McAfee’s book
Second Machine Age that reviews the term “technological
unemployment.“ It is attributed to the use of human labor
not finding application in the emerging economy and finds
causes from inelastic demand (machines, robots and computers
replacing and not taking breaks in fault-tolerant activities),
people not adapting to skill needs and long term cost
reductions. Two recent articles speak to recent job loss
in the chemical enterprise and the perspective from a
different field, economics.
I cannot think of another situation where there is
big news of finding an unexpected source of a
needed chemical other than rare earth elements
in China.. This time it is helium.
Food science resources that might help us
manage chronic diseases seem to be rare. The
resources we see available are mostly proponents of
use or pharma companies for encouraging various
drug candidate use. Here is one on sweeteners that
should be shared widely.
SOURCES: J. Bessen HBR 2016, “Computers Don’t
Kill Jobs but increase Inequality“
The Economist, 6-25-2016 “Special Report:
Dolan, Detroit Free Press, “Dow to cut
700 Jobs in Central Michigan“
Despite simple explanations that computers are growing
jobs due to new applications and broader usage, the
story is not as clear as Bessen writes. You cannot
predict what you should learn and additionally, academics
are generally a technology generation behind actual
usage. The Economist special section covers briefly
what is known and gives more up to date detail that
many fields are continuously evolving with new AI
methods ie ‘deep learning software available on open
Dow recently announced job losses in the chemical
enterprise that will have ripple effects as they “rationalize
their labor force needs”. Sure there are business priorities
globalization will play a role as information can be shared
instantaneously and worked on anywhere in the world.
so you can see technical experts with advanced expertise
surviving, but there is much uncertainty for those seeking
full time, longer term employment.
The Economist series places one leg on each side of the
fence (pro and con), but you should look for areas of
opportunity (what robots and computers cannot do).
The longer term ripple effect of Dow-DuPont acquisition
and spin-offs are a visible example that the chemical
enterprise is not immune from this despite what popular
literature tries to sell.
HELIUM FIND IN AFRICA
SOURCE: NYTimes feed “Huge Helium Source found in Africa“
I was somewhat aware of the shortage of helium used
in many advanced technologies from Nick Leadbeater.
Working with Helium One, a Norwegian exploration firm
Oxford geologists uncovered a gas field rich in helium.
It is material released from rocks due to volcanic heat
in adjacent rocks. The finding is of large commercial
value and may lead to testing other similar formations
There are important implications for industry.
TEMPTING SWEETS MAY NOT BE ALL THAT GOOD
SOURCE: S Ernst, Amer. Laboratory, “Sweet Tooth”
June/July 2016 p. 6-7.
Ernst’s article on Sweet tooth captured my interest.
and led me to look at Sugarscience.org. There are
a number of metabolic tendencies that may the result
of food formulations that attract customers to purchase
and ingest what may not be best for them. The website
seems to be a terrific repository of reviewed information
not biased by organizations that profit from its content.
How can you bring new ideas to an organization? When
first mentioned, members will say–that’s crazy! We’ve
done it before or it has been tried and look what happened….
Three possible revolutionary (and helpful) ideas are
offered here. One has been mentioned before, free dissemination
of high quality chemical information. Free the science!
There is a large hew and cry about increasing employment
opportunities for people in the chemical enterprise–
technicians, engineers, biochemists, and many sub-disciplines.
Are we asking the blind where to look and how to find trends,
opportunities, and ideas? We should have a whole division
entitled, Chemistry and the Economy which uses Economists
tools of data analysis and superforcasting!
Can we predict the outcome of experiments? Yes when we are
lucky… that is why we do experiments. A group from LANL,
I heard from a member of my network, uses informatics based
adaptive design to define new materials.
DISSEMINATE KNOWLEDGE FREELY
Many are not aware but over a hundred years ago a group of
scientists separated from the ACS and formed their own
society since their needs were not met. At this time the
critical needs of the world are not met by large commercial
interests and privatized, high cost journals. There is a
critical need to radically change how good information is
shared. A model for this has been published and is being
implemented. The incremental, “nibble at the apple” approach
that is not affordable outside large institutions should change.
NEW DIVISION: ECONOMICS AND CHEMISTRY
Chemists are not economists. Economists are not chemists.
Why are we asking chemists to assess the economy and
report on how the chemical enterprise evolves and what
will be viable career fields in the future. You can not look
at the past to predict the future. Things change fast.
We need, as a society, a new division dedicated to asking
economics questions about STEM fields.
The ACS, NESACS and other sections and divisions have
no influence over creating jobs in the private or the
public sector. There is a crying need for the ACS to
define a new and important role, outside of the chemical
realm that asks the questions we are not able to develop
answers or even superforecasts. Please let’s develop a
LANL INNOVATIVE DEVELOPMENT
Many have learned that hunches tested by trial and error
have yielded new materials for practical materials. Think
of for example lithium battery cathode material. The
LANL group has developed a partial factorial designed
experiment approach that is quicker and more efficient.
This brings in innovations in statistical design much
needed in designing materials of the future.
It is the beginning of the 2015 Fourth Quarter and the
stock market has not been universally good this year.
Not going into any of those details, but will point you
to an article about some opportunities that certain
technical professional investors might calculate for
themselves using Turbotax of similar software.
ROTH IRA RECHARACTERIZATION CALCULATION
SOURCE: L. Saunders, WSJ 10-3-15, “Why it’s prime
time for Roth IRA”
Roth IRAs are the “gold standard” of tax sheltered
retirement plans from which withdrawals are presently
tax-free on untaxed gains and after tax contributions.
The issue is in the short term past many investments
lost value. This article suggests Roth investors might
undo Roth conversions last year or this year and
avoid paying the taxon value that has “vanished”.
Deadline is Oct. 15. Comments might be helpful
DIGITAL LIBRARY AND OPEN ACCESS
SOURCE: ECS Open Access
Alternative Article Impact
Got my first email from ECS Weekly Digests from two technical
areas that I signed up for. They inform me of recent publications
that this society reviewed and accepted. Beyond my expectations
was outstanding other services that will allow me to communicate
better, learn new areas and deepen my understanding of the
practical outcomes of scientific investigations.
Sometimes cartoons in “digital libraries” can be outstanding
in effectively communicating results, impacts and directions.
BONUS: SCIENCE OUT OF THE BOX
Nearly 80% of the members of our graduate course in
Professional Development rank security or certainty as
a leading desire. Thus, a high percentage sense a higher
level of un-certainty.
I led a seminar recently on ‘Dealing with Uncertainty’ where
the attendees were asked what were they uncertain about.
Was it how to make good decisions, or
What should be their next career step, or
Should they stop with a MS, or
How to do a good job search, or
How long should they expect to stay at a job, when should
they move, how do you look for a position while working,
What do you do if your boss disagrees with you or
does not like you, or…
You might get the point. Then, I asked them to share
their uncertainty with others before asking them to
discuss what feelings do the uncertainty evoke?
Did they feel confused, or anxious, or frustrated, or
stuck (and not able to change or move), or making false
starts? The top three feelings they expressed were:
anxious, confused and frustrated.
We talked that many of their situations were created by
the circumstances that they were in influenced by outside
forces. They have relatively little control over these.
What they each have control over is how they individually
respond to the feelings that the circumstances evoke.
Those who felt confused might lack VISION. What are
their career objectives?
Have they done a S-W-O-T, strengths-weaknesses,
opportunities and threats analysis?
Do they participate in setting goals, performing a “gap
analysis” and design a personal development plan?
Do they have a Z Plan, a personal desired outcome
when everything comes out “jelly-side up”?
Those who felt anxious might lack the NECESSARY
SKILLS. Have they performed a personal self assessment?
Do they know soft and wise skills that they are expected
to display and will provide advantages? Do they know
how to manage and build personal self esteem?
Ref. Brian Tracy
Those who felt frustrated might not have developed and
used available RESOURCES. Have they mentors that
seem committed to them? Are they aware of legal
counsel of Al Sklover for employment issues? Are
they aware of the WRAP method (Widen options,
Reality check solutions, Attain distance/perspective
and Prepare to be wrong)
Working through these brought some clarity to dealing
with each person’s sense of uncertainty.
Thanks to Hari Narayanan for bringing the uncertainty
matrix to my attention.
In March 2015 this blog shared links to organs on chips
devices Donald Ingbar presented in Washington in
his plenary talk. This entry points to a link to work
on several organs-on-chips, leading to bodies-on-chips
which could model bodies responses to radiological
and biological attacks.
Applications of an amazing isotopic phenomenon
of heavy element clumping has received more attention
and being used to explore scientific questions.
SOURCE: The Economist, 6-13-15, P.75,”Towards a
Chips not containing full organs, but small colonies of
cells that replicate organ functions are being developed,
They may provide a physical test bed containing biochemical
and physical environments. DARPA the article indicates
requests work on as many as ten organ model systems to
pursue nuclear and biological incident studies on small
ISOTOPE CLUMPING AND ISOTOPOLOGUES
SOURCES: “What are clumped isotopes“
“Photosynthesis studies using clumped isotopes.“
“Effects of Brine Chemistry and polymorphism on isotope
Did you know that lower temperatures favor the formation
of heavier isotope combination molecules than based on
random combinations of natural isotope ratios. John Eiler
is credited with rationalizing this insight. This might
have applications in biogeochemistry, Rice researchers
New emerging tools such as the paleothermometer and
clumped isotope delta-47 values have been conceived based
on isotope clumping. The tools are being used to model
complex geochemical hypotheses.
Aerodyne Research reports a tool for clumped ion measurement.
Wondered whether Dick Zare’s Cavity Ringdown spectroscopy
might be a tool for studying isotope clumping. No references
seem to lead that way.
A highly qualified recent PhD found a job description that
“says 5 years of surfactant/colloid research experience is
required. I have 4. Other than that, I am a great fit for the
job. There is a question on the application that specifically
asks if you have 5 years experience.”
My first response is (1) never lie.
Second, let’s (2) look at the specific job description phrases
“Ph.D. required (surfactant /colloid sciences preferred);
minimum 5 years of work/ research experience in … field with publications;
capable of carrying out independent research…;
proven track record in developing instrumentation methods…
experience in using both internal and external resources..”
Then, (3) speak with some recruiters like at a job fair, through Linkedin,
look at informative discussion boards and seek their input about what
this means to them. Some examples were:
-a significant fraction of “…job descriptions are boiler plated copies
from somewhere else….”
-employers want to ‘find the right person to offer the job to.’ “When
I use minimum of 5 years experience … I look to accomplish:
eliminate entry level job seekers [immediately after degree]
people who do not need protracted learning curve
people who know the technology in use
people with real world experience, not just academic…”
- job requirements are seldom absolute….”what I would care about is
the plural of years, specific technologies and the commercial part.”
Finally, (4) contact a mentor to explore how to explore this opportunity
professionally. It might or might not be right for me or for someone
else in my network who is looking.
Comments from a mentor were:
“This may not be what you want to hear. When a firm seeks industrial
experience, they would like applicants who have industrial not academic
experience. A translation if this is a person with a PhD and two years
academic post doc is 1 year experience. [degree, plus half year for
each year of academic postdoc.] PhD and three years in a small,
start up is 3 years experience.
What are they looking for? They seek applicants who can collaborate
with multidisciplinary teams to achieve commercial objectives….”
ACTION ITEMS - Do an information interview
“Consider calling and speaking with either someone in your network
at the company, someone through linkedin, or someone you meet at a
meeting and tell them of your interest in working in the firm. Let
them know you have seen a posting that may fit but wanted to check
on whether your qualifications met what they were seeking. ”
- Follow the direct contact with a proactive thank you note.
A provocative concept introduced by Daniel Burrus
is transformative [rather than incremental] planning .
This concept results from a realization that there
are “wider” and broader forces influencing changes
beyond linearization of recent events. Burrus calls
our attention to industries and organizations who remained
in their ’silos’ of view and perished or were left behind
due to total changes in context and culture. (think:
iphones, ipads, and remote storage in place of cameras
He teaches us anticipatory planning for what does not
even exist now. He advocates a broader network of
information gathering and screening to be prepared
to explore in our information interviews and networking
interviews to be part of the future trend rather than trying
to catch up. [ See blog.]
This motivates why this blog lists topics as Trends in
Technical Careers, Watch-Outs, International Job
Applications, career paths you might not first consider,
and Interesting Links.
An example of a company seeking to adapt and adjust
A recent ad in Atlantic elaborates on AOT Analytics
of Things which is being incorporated into our daily
lives via predictive maintenance for safety, health
and efficiency and up-to-the-second awareness.
An amazing discovery of the creation of an element with oxidation
state +9 was reported in October. Iridium +9 was characterized with
photodissociation spectroscopy. There are many possible implications
for this first +9 oxidation state element, which seems rarer than a
new element in the periodic table.
Ever-tightening budgets, combined with increasing costs, longer
tenures of graduate and post-graduate studies and a trend of
1,000 to 2,000 per year increase grant proposals (NSF) is creating
a challenge for proposers, reviewers and grant administrators.
The process of proposal reviews which all constituencies should be
well informed is undergoing both stresses and new evaluation.
While lithium batteries and lithium ion electrochemical systems
are common in many devices, avenues of research into
their components has focused on anodes, cathodes and
side reactions. New work was recently reported on the solvation
structure of liquid electrolytes.
IRIDIUM +9 OXIDATION STATE
SOURCE: Nature 2014
An international team from Germany, China and Canada has
produced evidence of IrO4 (+1). This is clearly unique as
displayed in Wikipedia.
There is quite some speculation of what this might lead to
in catalysis, structure, composition and dynamics.
PEER REVIEW: CHALLENGE OF TECHNICAL AND SCIENTIFIC
MERIT BY ECONOMIC AND PSYCHOLOGICAL PERSPECTIVES
SOURCES: A. Widener, C&EN 11-24-14, p. 21,
ACS Peer Review Statement
The author describes the details of the grant proposal selection
process and infers that it is more “administratively” managed.
Pilot tests of virtual, applicant review, scaled back proposals,
and wording bias elimination schemes are brought out.
There are biases and preferences in all decision-making
processes. Challenges to pure technical review by fiduciary
and financial impacts makes every stakeholder drawn to the
Every review process is very hard and demanding and
when faced with a broader spectrum of factors, most
people are not always well equipped to providing input.
The ACS has a policy statement about peer review to keep it
technical -merit-based. This area needs every person in the
scientific community to weigh seriously.
LITHIUM SOLUTION COORDINATION 4.5
SOURCE: L. Yaris, …Better electrolyte for lithium batteries
Lithium BF4 was studied in the Berkeley light source and
Li + found to exist in solution with a higher, fractional coordination
number than previously believed.
This may lead to studies and discoveries for commercial
discovery team was led by Sebastian Riedel of Albert Ludwigs
University, in Freiburg, Germany; Mingfei Zhou of Fudan University, in
Shanghai; Jun Li of Tsinghua University, in Beijing; and Gary J.
Schrobilgen of McMaster University, in Hamilton, Ontario. - See more
Nature 2014, DOI: 10.1038/nature13795
Nature 2014, DOI: 10.1038/nature13795