Getting fired 1

So what do you do the day after you get fired? Pretty easy I think, whatever you feel like doing. I can't think of another day were it is more important to do what ever you feel like doing. Why not? Clearly there were few or no plans on the schedule for the day that are not work related. So the termination has just created an uncomfortable level of free time.

Here is what I have done in the first 4.5 hours. Emailed and talked to my former employer trying to locate a small brief case I left behind. It looks like one of the vultures picking over my old office may have absconded with it. Sent and email to the VP of HR requesting clarification on a verbal commitment that was made in my termination meeting that is not supported in the document. Maybe another instance of the CEO writing checks that can't be cashed. I wiped out my business to-do list of 122 items on my web based task list. That felt pretty good. I removed my work email account from my I phone. That was a near orgasmic experience. Note that I said near orgasmic because I have been trying to limit those experiences only to when my lover is in the room with me. I made myself some eggs for breakfast. Dressed to go swimming (haven't left yet to do that but I'm ready) at the health club. Took a call from my unemployed attorney cousin and commiserated about the plight of the 50ish unemployed and how we don't want to work for corporate assholes anymore. Did a blog post of an email I sent to my daughters last night.

Last but not least I was able to deduce a simple reason why I was terminated. I think it is important to distill this down to an elevator speech. Meaning a few lines that could be told to a person during a short elevator ride and they would understand the situation. The is a sales concept. Here is mine.

My primary motivation in business is to treat all people with dignity and respect. This unleashes the creative power and energy in every individual who chooses to use this power. This in turn multiplies the power of the organization many fold. This is the key ingredient in building a successful long-term business. The people I worked for shared none of these values and principles and neither one of us wanted to compromise. Enough said.

That's done and probably a very large accomplishment. Perhaps I deserve to take the rest of the day off after that one.

Last but not least did this blog post.

Thanks for reading.

Lester

It's over, thank God

I sent this out to my daughters yesterday. It's self explanatory.

Girls:

First I love you both more than either of you can perceive. I want you to know that today I was fired for the first time in my almost 57 years. This tells me that the guy doing the firing has the problem not me. When I graduated from college and started in business I dedicated myself to being fair, reasonable and ethical in all my business dealing in my life. I have never strayed from this thinking and it is the reason for my success to date. My pain over the past 3 years has not been because of the workload or the complexity or the challenges that were presented. It was the lack or moral, ethical, reasonable and fair thinking and actions on the part of my superiors. I took a stand for fairness and a business philosophy that dictates that we treat people with respect and dignity. I didn’t fit so I am no longer part of that organization much to my relief.

I take the level of regret expressed in my termination meeting and generosity of my severance package as a validation of my convictions. In short, they admitted that they just can’t do it but they respect my values. Their greed and ego driven decisions and behavior do not allow them to take the high road. I took the high road that empowers people and leads to real substantive success and sustainable results. I will always choose this route the future. It has always served me well and will in the future. This thinking is becoming more unique but it is never out of fashion.

Keep this in mind. It’s not easy but it works. I have no regrets. I’ll take on my next challenge in the very same way. Don’t worry about me I learned a lot here that will serve me well in the future. I’m resourceful just as the two of you are. Can’t wait for Christmas.

I love you both,

Do we have a higher calling and if so what is it?

Do we have a higher calling and if so, what is it? It seems to me that many of us wonder about this a lot. There are those that accept fulfilling each step of life's passing as their calling. Being a good kid, a good student, good husband, great father, do the right thing and saved for retirement. Some of us do these things with a sense of purpose and delight and some of us do them from a sense of duty and responsibility. The latter group feels a higher calling. We feel a need to make a bigger contribution. Some do and some don't.

The troubling part is the latter group makes the same contribution, though distracted, to family, career and society they just don't value it in the same way. We view it as expected, as what everyone does in a normal life, our duty. There are no medals given for meeting expectations, we think. We fail to see the heroism in meeting expectations and maybe never inventing anything or having buildings or schools named after us or not finding the cure for cancer.

We do get an A for effort living with the reality and the vivid pictures of what we hope to achieve in our minds. We spend too much time dreaming but some of those dreams do come true. No one will write about us in the papers but the people around us had a unique exposure to a person who lived with big ideas and hopes. Ideas that perhaps didn't match capabilities, temperament or simple discipline. Dreams that didn't happen maybe just because of bad timing, just not meant to be.

The loving woman in my life told me one day that I am a tormented soul and always will be. Perhaps, all dreamers are tormented souls trying to find a balance. I don't think that helps me feel any better except to say this is how you are get over it. I do know the dreaming the the drive to be different, creative and to bring something special to the world never stops. I am thankful for the drive and focus this brings to my life.

Perhaps my intensified dreams are an idealized and amplified sense of hope. Hope is a key factor in enduring the tough stuff so we can stay the course achieve our goals. I guess there are three rules in life. 1. Never give up. 2. Never give up. 3. Never give up. Wow those are easy to remember.

Thanks for reading,

Lester

It's Black no It's White

Have you ever found yourself in a place where everything you ever learned is disputed by a person with far less experience and knowledge than you. Sure. But, has it ever been so extreme and the doubter so confident that is caused you to question everything you ever learned about your specialty. This person undermines and erodes every bit of confidence in your experience you ever had. This person moves you from expert to incompetent boob with a turn of a phrase or an unanswered email.

Under normal circumstances your time with this person would be limited. Perhaps one interaction and an addition to the never again list. But the skill here is so good it is weeks and months before the true nature is revealed. Perhaps you have decided this person would be a good boss? Perhaps, no, certainly this person is a psychopath.

Thanks for reading.

Lester

Values

If anyone ever tells you to exit any situation you find yourself in where you do not share common values and philosophies with the people around you listen. THEY ARE RIGHT. Within two weeks of my arrival in Florida for my new job I knew I had made a mistake. But I was here I had purchased a home and was personally committed to applying my skills and experience to better the the organization I had joined. Unfortunately, we were working against each other from the very beginning.

At first is was a polite exchange of ideas and a measured level of latitude. A progressive breakdown in our patients for each other has led to veiled contempt that feels like a war where every one's gun has a silencer. I keep getting hit but I can't hear the shots. They are either not there or I just can't hear them anymore but the the pain of impact is getting worse.

The people who interviewed me knew the truth and they gave me hints. But, in their frustration with the CEO they hoped I was strong enough to save them by changing the culture. They knew it was dysfunctional and they needed relief and I might bring it. It was an impossible dream but I bought in. Unfortunately, when you are dealing with a corporate suicide bomber there is no chance for victory only humiliation and defeat. He has nothing to lose when he has no guiding principles or values. The only thing that matters is winning and being the smartest guy in the room. Enron comes to mind.

Our path in life is one of learning and experience. It is the journey that counts in our animated form we are never on a path to a destination. So soon I will be taking the next steps in my journey better equipped to face the next challenge. I understand this better now and I am thankful for that.

Thanks for reading.

Lester.

I haven't posted since November of 2008. It really wasn't helping and my blog contributes to the never has so much been written by so many and read by so few factoid. I decided not to add to the excess inventory until I had something more to say.

The angry mid 50's guy is still here but he has finally realized that the advice about working conditions given by so many is correct and inescapable. We can tolerate petty differences and annoyances in our jobs. However, we cannot tolerate radical differences in philosophy, values, vision or moral standards. I'll add one more. Those who have values, ethics, vision and a sense of mission cannot tolerate those who have none. There are many who have none and I found one.

Here is my mistake. I thought since there were no values I could instill some. Nope, there's a reason there aren't any there, they aren't required. The mission, vision, values for our company are, and I quote, "More money now, give me MORE money NOW". Yep, hard to believe but someone said that out loud and was dead serious.

This created one of those moments when I wished I had had my (already written) letter of resignation with me and was glad I had left it in my briefcase. But, nothing could have provided more clarification of my situation and the need to move on.

Unknowingly my despised boss has provided the final motivation to find something else to do. There is no turning back now.

Here is the fun part. I have an exceedingly wealthy friend who has been hounding me to go find a business to buy with his personal commitment to help me acquire it. Done deal. There are many unknowns in this goal but one that is not part of this deal is a difference in vision, mission and values. I am thankful for this. I'm not sure how this will workout now but I have promised my self it is going to happen.

Our tyrants teach us the most. I wish I could be more thankful.

Thanks for reading

Lester.

Support your managers

My job as a VP in our company is governed by four rules which are constantly handed down from above. Here are the rules:

1. No one in the company is hired or fired without his personal approval.
   
2. No one can exceed a budget number without the approval of the CFO. (this one's OK)
3. No one does anything with an employee without HR's approval. (this one really sucks)
4. No one does anything with technology without the IT VP's blessing. (depending on the situation this can suck a lot too)

We need to add a fifth rule.

5. No decision made under the first four provision is final until it is approved by the VP of Sales and marketing.

All of the items in the top 4 have a potential to significantly impact customer's and revenue. 1. Undermine the authority of a manager by over ruling a hire fire decision can easily impact revenue. 2. Fail to spend over budget when necessary on a key product, sales or service items and revenue can suffer. 3. Getting tangled up in HR policy and procedure can kill initiative undermining revenue. 4. Finally, make the wrong technology decision and customer can have a miserable experience with the company motivating him or her to shop for a new vendor.

It all rolls back to me or should I say revenue. It only stands to reason that I should have the final say on all matters related to people, money and technology. Without such authority how could we possibly succeed in our quest for fame, wealth and power.

Thanks for reading

Lester

Reader Comment on How to Manage Sales People

A reader wrote:

WHAT HAPPENS WHEN YOU HAVE TRIED ALL THESE PRINCIPLES AND STILL NOTHING, WEVE CHANGED STAFF FROM OLDER TO YOUNGER FROM YOUNGER TO OLDER AND STILL NO RESULTS, WEVE IMPLEMENTED INCENTIVES FOR GOOD PERFORMANCE, AND STILL THE SALES TEAM MESSES UP HOW DO WE CHANGE THIS AFTER ALL ELSE HAVE FAILED.

If you have, created an environment of respect and dignity, trained, hired properly, offered fair compensation and supported the sales team at a reasonable level in terms of tools and guidance there is only one element that remains. Product, service, price and value. There is a flip side to having a viable sales force and this is having sufficient numbers of viable buyers. You must have a competitive product in a market with sufficient buyers to generate sales at a level that will support your activity. You must have buyers, you cannot just sell. In my opinion, product viability must come first.

In general, your product must have some wow factor in a competitive market space or be visible and serviceable in a segment that is more mature or has become a commodity. Your sales people can do very little for you if you cannot reach these basic product thresholds. The best sales people in the world can't sell a product that has no market or fails to respect the basic competitive standards for your industry or key needs of your customer base.

If this is the case for your business stop spending money on sales and start investing in your product. Or would it be better to say start investing in our customers other wise your just fooling yourself?

What is it "they" say? A pig in a dress is still a pig. If your product or service is a pig in a dress even the best sales people won't be able to sell it in satisfactory numbers.

Thanks for reading,

Lester

I'm back

Sorry for the absence. I have become obsessed with with the subject matter in the last post. There are few things in life more engaging than a serious intellectual challenge. If that challenge includes the opportunity to positively impact the lives of others it is all the more engaging and motivating for me. I have been obsessed with my mission to change my environment and make all the stakeholders winners. Me included.

In my time away I have proven my case that the negative sales culture in my company is costing us $1 million dollars a year in lost sales. This is the result of high turnover and the lack of experience in our sales force. As is true in most professional sales environments it take three years to bring a sales person to full maturity in selling our product. We lose too many people at the 10 to 14 month point. As soon as they understand the job, the pay plan, the product and the environment too many good people chose to leave.

I won. Now the ball is in my court to deliver on my assessment and more importantly my ideals. Change the culture, move us forward, accept the risk, create the reward. I'm there, let's go. Life is going to get better for a lot of people. Done deal.

Thanks for reading, thanks for waiting. Much more to come on this subject.

Lester

Michael Phelphs

Michael Phelphs, 8 Gold Medals.

After a couple of years Michael's coach went to his mother and told her that they needed to start preparing him for the Olympics. His mother was dumbfounded and resistant as we all would be at such shocking and unlikely news. Coach Bowman at some point in the conversation asked "How are we going to stop it?" He knew they couldn't and it would appear they didn't try. Thank God.

This is one example were no one got in the way of a divinely inspired or installed, OK, God given, gift of talent beyond imagination. The person who usually interferes the most in developing a gift like this is the person with the gift. I think the vast majority of the gifted people out there self destruct unable to cope with being so glaringly talented and obtusely unique. They stand out from the crowd like a white guy at an NAACP convention. It's not comfortable for most of us.

It's hard to deal with. Add, how differently they must see and respond to the world through the filter or attraction of their gift. Think of how many things mean nothing to them that are so important to us. Could you train 8 hours a day and spend the rest of your time eating and playing video games and do this for years and years. Could you do this in pursuit of your favorite thing in the world and ignore everything else?

These folks are odd balls, brilliant, gifted and iconic miss-fits. This makes it all the more incredible that a Michael Phelphs ever arrives at his deserved place of honor and celebration. The weird kid who does nothing but swim and eat gets his due. The world celebrates his gift and his sacrifice of living in his own very different world and finding peace and joy there. I'm sure it's not easy and then there's the swimming and a demanding couch he has to deal with too.

We all have our gifts. How many of us truly honor and exploit them to the point of being truly different and blissful in our unique nature? People like Michael Phelphs remind us that we do have our unique gifts and there are rewards in taking the risk and showing them to the world. We need these reminders, thank-you and congratulations Michael Phelphs.

Thanks for reading.

How to manage sales people

I am highly motivated to fairly reward the time, talent and effort it takes key sales people and their similarly talented and committed colleagues to do what they do. I am more than willing to pay them a fair value for their results at the time they produce them. But, as is often suggested I am not willing to treat them as if they are anything special in any way that is not directly related to their current production. Certainly, high production sales people are important to any organization but there are great dangers in creating monsters who begin to demand special treatment. This is a fast road to no where littered with bodies and missed sales projections based on these key players continuing to produce.

My focus is always less on individuals and more on the aggregate group. Sales teams always have a bottom 20% a middle 60% and the always focused upon top 20%. The specific individual in each group will change each month. Therefore we cannot predict what specific people will in a specific month with an reliability but we can predict what there group will produce with some accuracy. We can create an environment that lifts the performance of each team and as a result we create improved results for the company. We can never bank or count on specific individuals to deliver our success. This is why I am reluctant to become engaged in any discussion regarding strategies that will only be applied to a selected individual or small group of individuals. Rarely do these ideas or concepts respect or consider the full context of the business issues and most likely will fail to address the root cause of the problem. These solutions generally revolve around getting Joe or Steve to sell more and we will be OK. What happens when Joe and Steve quit or don't sell more?

Selecting certain people based on any criteria and deciding that they are key players then by default leads to a decision that there is another group in the organization that are not key players. This is the fastest most effective way to fragment and destroy any sales team. I see no benefit in creating an elite class in the sales department by management decree based on any criteria. I only see the potential for division, animosity and conflict.

I can assure any manager considering this idea that once appointed to the special class a portion of these people will become unmanageable and their productivity will decline. After all their special now. I think it is best to focus on the results we want to achieve, the opportunity or incentive we can afford, and then design the best possible program. If we’ve done a good job the best people will surface based on their effort and both the company and the sales people will be generously rewarded for doing so. If the people we thought were the best show up great. If not we just avoided a big mistake. I can also assure you there will be surprises in who shows up as top producers. In my experience, I have learned there are no common characteristics in successful sales people. They come in all shapes and sizes and prejudging people can be a huge mistake.

Creating a system that welcomes any sales person to ascend to the top at any time and enjoy all the benefits of being on top is the key. A sales person may achieve top ranking in their first month and it lasts for 2 months or it will happen in their 5th year and last 8 years. I don't care who or how long as long as the opportunity is open to all. The important part is that anyone can get there anytime and stay as long as they perform.

The standard must be fair and reasonable. Nothing will kill the program faster than making them dive through flaming hoops hanging over snake pits. The reward must be commensurate with the effort and the skill it takes to achieve the goal. The reward must also be in line with the talent and skill required to accomplish the task in a professional and skilled manner. We can have no preconceived notions as to who can or cannot be in any group at any given time. They must choose for themselves and get there based on their talent and skill. Those who get to the top must earn it on level playing field.

The solution is really very simple, not easy, but simple. First, you must make it financially unappealing to be in the bottom 20%, a new sales person or experienced sales person who falls into this category must be financially encourage to leave or do better. Second, you need to get comfortable with the idea that the middle 60% is going to float between a very average monthly production level, this is who they are, this is what they do. However, it is critically important to establish acceptable average performance levels that are profitable for the company. Yes, Joe could and should do better but, we do make money on his production and he is incredibly consistent. Pay them a living wage, provide an incentive to do better and help them improve their skills, upgrade when you can. Open seats or territories at this level will kill you if you take into account the time it takes to recruit and train a rookie. Better somebody than no body. Hire the replacement get them trained then remove or change the role of the under performer in the middle 60%. Never stop upgrading this segment. Third, put a great big incrementally increasing carrot out there for the top 20% group. Let these people make a lot of money if they generate a lot of sales. You will have to define what a lot is for your business.

Use a sliding commission scale where the more the rep sells the more he or she makes. To encourage sales growth each year raise the break points so they have to sell more to make the same money or add more sales people increasing your capacity. Sales people love it when you don't raise goals or raise them modestly. They will sell more when they realize you are not trying to manipulate and control their behavior.

Why would I terminate a sale person? Having no talent, poor work ethic, poor attendance, a toxic attitude, failure to respond to direction, poor sales vs. minimum standard, poor sales vs. peers, poor sales vs previous performance. Use good judgment - be exceedingly fair, always error on the side of the employee. Treat each case individually and fully documented your actions and the sales persons actions so you stay out of trouble. The rest of the group that is still with the company is watching how you treat these people. Your sales team will work harder for you when the see you are exceedingly fair and reasonable. If it's a tough or fuzzy termination offer a severance in exchange for a release. Usually a couple of weeks salary and a month or two of commission from sales that come in after they depart is plenty to get this done. I think there is a huge ROI on this decision.

This is how the best sales programs in the world are constructed. They built upon human nature and the intrinsic need for all of us to feel a sense of pride from our accomplishments. In this system the sales people chose to be successful and this success breeds, the choice to be more successful. I am confident in the vast majority of the cases you can trust your sale team to response in an unbelievably positive way to this type of program.

We've all heard the joke "If you want to see the dead come back to life, come back here at 5 o'clock." If you want to see a dead sales department come to life, manage by these principles and they'll never go home. I think if you are switching from a fear and intimidation system you can expect a 20% to 30% revenue improvement by changing to this system.

In this program the horse is led to the water hole and he finds it is littered with sugar cubes and the water is delightful to drink.

Thanks for reading.

I am boring

I am mono dimensional if you haven't noticed I talk, think and spend a lot of time at work. The challenge to solve the complex business issues I deal with is really consuming for me. I am always in hot pursuit of some answer to some puzzle. I ruminate on this stuff constantly. Thank God for the people who love me and understand this is how I'm built.

I read a story today about a study in Europe that indicates people who do this have a 40% less chance of suffering from dementia in their later years. Now my only worries are a mishap related to my alligator wrestling hobby, or the remote possibility of suffering an unfortunate naked hang gliding accident. Oh yea, and that little problem of being boring and mono dimensional.

I know because I read USA Today.

Thanks for reading.

Smart people and yes men

I work with some really smart people. I really mean it by all measures and indications they are highly intelligent and gifted at grasping complex concepts and situations. They can crunch data with the best of them. I've posted in the past on what they do with this data which is related to today's post.

These really smart people who like to manipulate the data have one more trick up their sleeves. They like to hire "yes" men. It only stands to reason they need to limit the number of people they surround themselves with who are independent thinkers with the gumption to express their opinions and press their case. This makes them very uncomfortable. These people hire experts and tell them how to do their jobs.

I am working to hire a person in our marketing department and my instructions are. First, its totally your call. Next, you need to find some one who can make it happen. Tell them what you want Lester and come back in 90 days and it will be done. From my perspective these projects are very involved and have a high degree of complexity and cross department interaction that pushes the job beyond the grunt level. It is a leadership position that requires keeping a varied group of contributors on the same page moving in the same direction. The next instruction goes like this. But, Lester we have plenty of people around here who know what needs to be done. We don't need to hire anyone who wants to create any plans or strategy. This is code for we don't need someone who can think. I am thinking this is probably not going to be a real strong leader.

In other words Lester don't hire anyone who is going to question my instructions, like you do. I added the last part.

How did these guys with such fragile ego's get so powerful? Sometimes I think their intelligence and discipline is a disadvantage because they do have the ability to carry enormous amounts of information in their heads. They are quick thinkers, fast on their feet and impressive communicators. I think they fall into a trap of feeling that because they can think it, remember it and communicate it faster than others they in fact have better or maybe the only ideas. Perhaps they begin to think after years of this experience they are the only ones with any creativity.

Or maybe their just too weak and insecure to share the spot light and risk knowing that someone else in the room can think and create solutions. I can promise you this, the business suffers with people like this in the leading roles. Their not that smart. A solid team of committed people with time and adequate resources to solve a problem scares the hell out of them. That's fun to watch if you can shut get Einstein to sit down and shut-up.

Thanks for reading.

PS, no yes men allowed on this blog. Oh yea, and I think our resident genius thought I was one. Surprise!!

What are your motives

I spend a lot of time trying to figure out why people behave the way they do. But I don't do it directly I do it indirectly. Here's the scenario I spend hours doing research coming to a carefully considered conclusion based on the data and my wealth of professional experience. Are you with me? I present my findings to my boss or the management team or the HR people and they come to a completely different conclusion rejecting my findings often with little discussion.

My next step is spending minutes (if I'm lucky) or weeks trying to figure out how I got it wrong. What am I missing? Where did I turn the wrong corner? What part of my brain is missing that brings me to these crazy conclusion? Guess what? It ain't me it's them. I'm not trying to figure me out I trying to figure them out. Things don't add-up but it's not me with the bad calculator it's them. The batteries are fine the brain waves are flowing perfectly and most of all the intentions are pure.

The difference is not the interpretation of the data or the assessment of the situation. The difference is motive. I would say goal but the word goal lends credibility and respect to an area were its not warranted. In my book the application of goals in a business setting has to do with the good of the whole most of the time, in most healthy organizations. What I'm talking about is motive or the application of one's own desire and self interest ahead of all else. Any decision or conclusion that starts with the "what is best for me here" thought is driven by personal motives not organizational goals. I call is management malpractice.

A few weeks ago a dear friend of mine who I have known for almost 20 years informed me that there is something I have no clue about. I asked what? He said most guys in jobs like yours think about themselves first and the business second. He knew what a foreign concept this is for me having never approach my corporate responsibilities from this vantage point. With my awareness now heightened I can see motive thinking all around me. Suddenly really goofy stuff makes sense in a stupid and irresponsible way. It's not me, it's them, yep.

There's more motive based decision making out there than you realize. People build an entire career with it. Just take a minute to notice and you'll be quite surprised by what you percieve. Start looking at things through the motive filter and a whole lot of stuff starts making sense and you clearly see it ain't you it's them.

Thanks for reading.

My best teachers

Just a quick note. The people in your life who bring your greatest challenges are your best teachers. They are in your life for a reason and you are truly blessed to have them. Trust me I know I've learned from some of the best.

Thanks for reading.

I didnt think it was going to turn out this way

I didn't think it was going to turn out this way. How much time do you spend mulling this thought around in your head? Remember this can include serious self examination of life events or being irritated about not getting the pickles you explicitly requested on your tuna sandwich.

I thought things would be different this weekend. Well, what things in life do turn out like we think they will? Virtually none. But we have a mechanism for dealing with this. Dan Gilbert wrote a wonderful book on this subject titled Stumbling on Happiness. In this book Dan details his research into happiness and how we fool ourselves into thinking we are getting what we want and this is making us happy.

This is because we can think and dream and we're the only animals that can do this. This means we can anticipate outcomes and create elaborate movies in our heads detailing how wonderful things will be. We envision the house, the cars, the promotions, the perfect wedding, the perfect tee shot, bowling a 300 game the idyllic retirement. We can conjure up anything in our heads and make it a perfect creation.

How can real life ever match the perfect creation of our mind. And what would life be like if we couldn't dream in really big and wonderful ways. How would we know what to strive for?

Trouble comes when real life does not match what we have imagined. Some people manage this better than others. We all drop the ball here from time to time.

I think the happiest people I know are big dreamers who also fully appreciate the realities of life. They are unfazed when things don't workout just has they planned. Many are delighted by the surprises. I recently went through a period when I felt privileged and joyful to go to work in the morning and simply have the opportunity to use my talents to solve challenging and interesting problems. It was the same frustrating and aggravating job but I was able to see the purpose and the richness in the experience. I was able to adjust and adapt when things didn't turn out as I had envisioned them.

I think the simple concept of going with the flow is grossly underrated. Along with take things as they come, roll with the punches, things will work-out, ride the wave, etc. There is value in these statements. In the end how much do we really control? Scary thought isn't it? According to Dan Gilbert things will workout just as we imagined, because we revise is dreams and plans after the fact, others would call it living in the moment, still others would refer to just getting by. Call it what you want but I can tell you it feels peaceful when I can get there.

Thanks for reading.

Mountain hiking, two perspectives

I love the mountains so as life would have is I live close to the ocean where the land is as flat as a silver dollar for as far as the eye can see. There is nothing better than a spectacular mountain vista. When I discovered skiing out west I quickly learned riding the chair-lift up the mountain was the fastest and easiest way to enjoy the view from several peaks in one day. The beauty and recreational opportunities in the mountains are endless.

I read a story in the paper today about some guys who went hiking in the mountains. They started early, packed their gear, brought plenty of water, maps, navigational aids and some other stuff. This was kind of a bonus hike because their trip had been unexpectedly extended. But they were making the best of it and being extra careful not to get hurt this close to the end of the trip. There had been only one injury so far and that member was able to rejoin the team.

Starting before sunrise they were climbing some new terrain hiking up the first ridge they expected to see a settlement below but found only a valley and another ridge before them. They climbed the second, third and fourth incline as well with the same result. Fortunately, the fifth assent was the charm and when they rose above the ridge the village came into view nestled into the dusty and rocky terrain. The men determined either their maps were wrong or they had been given incorrect GPS coordinates for the trip. They saw some fellow mountain adventurers on the road below as had been planned and heard objects flying overhead. They heard a few popping sounds at a distance but their concern passed quickly. Eight hours later they were back at their camp safe, hot, tired, dirty and dusty. They all hoped this was the last hike for a while, they were anxious and more than ready to get home. Unfortunately, word came later there would be time for one more walk in the mountains.

These hikers weren't in the Rockies. They weren't a bunch of young studs out for a week of fun in the wilderness soon to head home to cushy professional jobs. It was a Marine patrol of 12 men serving in Afghanistan. They were on what they hoped was their last mission sprung on them while they were cleaning their weapons and packing there gear getting ready for their chopper ride out on their first leg of the long ride home. I get upset when I can't get a tee time within 30 minutes of my desired time. These Marines have been doing this for 14 months each time facing the risk of death or life altering injury. They were carrying 30 to 50 pounds of gear, including weapons, ammunition, communication equipment, explosives, medical supplies, food and water. Rather than wearing the latest in high performance outdoor apparel they were wearing Marine fatigues and body armor or maybe better described as mobile sauna suites. It's hot there.

The impressive part of this is the commitment and professionalism these young men bring to their duty. If we saw these "kids" mostly in their late teens and early twenties, at the mall we would think they were disruptive twerps. In Afghanistan they are focused, disciplined, obedient, committed, respectful and oh yea incredibly courageous professional young men. Each trusting the other to watch their back, to help them stay alive. This awareness helps me better understand the military culture and why so many of our finest citizens are so deeply committed to our military services. It doesn't get anymore noble or personal than this.

These young men have earned my respect and admiration and I don't think I'll ever look at a mountain in quite the same way now.

Hats off to Michael M. Phillips, and his front page story, The Last Patrol, in the Wall Street Journal, Saturday, July 5-6, 2008 this was a wonderful piece of writing from the front lines. This story reminded me of what the Journal used to be but that's another story.

Thanks for reading.

If you think anything is possible, you're right.

There are people in this world who transcend seemingly impossible limitations with incredible joy, courage, grace and dignity. I offer the following video as an example.

If you're unfamiliar with Professor Steven Hawking here is a link to his website.

Thanks for reading.

The Art of Racing in the Rain

My daughter sent me a book for Fathers Day last week. I am a book person but it is always a risky venture to give a book as a gift. I know I used to do it all the time. Add, she had not read the book, instead taking the recommendation of a friend. I am thankful that she did.

The book is pictured here and titled The Art of Racing in the Rain, written by Garth Stein. This is a great story about life and all its challenges, pain, love and joys. There is an interesting twist the story is told by Enzo the family dog.

My hat's off to Mr. Stein it's been a long time since I've read a book that touched me so deeply and reminded me that the full fabric of life is what makes it all worthwhile.

I have two favorite thoughts from the book. The dog Enzo believes, from watching TV, that the best dogs are reincarnated as humans. So he is working very hard to be a great dog so he can become a human in his next life. At the end of the book we wonders if he as squandered his present moments as a dog trying so hard to become a human in his next life? And in the racing world the only losers are the people who don't race because they are afraid. Yep all this and more in a great really touching story.

I am so thankful that I gave all those books to my daughter which taught her to give this book. What goes around comes around for sure.

Thanks for reading.

May be

When I feel I'm having a bad day or something doesn't turn out to my liking I try to remember the following story.

There is a Taoist story of an old farmer who had worked his crops for many years. One day his horse ran away. Upon hearing the news, his neighbors came to visit. "Such bad luck," they said sympathetically.

"May be," the farmer replied.

The next morning the horse returned, bringing with it three other wild horses. "How wonderful," the neighbors exclaimed.

"May be," replied the old man.

The following day, his son tried to ride one of the untamed horses, was thrown, and broke his leg. The neighbors again came to offer their sympathy on his misfortune.

"May be," answered the farmer.

The day after, military officials came to the village to draft young men into the army. Seeing that the son's leg was broken, they passed him by. The neighbors congratulated the farmer on how well things had turned out.

"May be," said the farmer.