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Why Successful Entrepreneurs Are Often Such Difficult People

Does anyone else out there see themselves in any of these mini-bios? For me, this is too timely.

Gems:

Successful entrepreneurs are frequently nonconformists. They swim against the current and are often perceived as difficult by others. Even as young people, many of them had problems bowing and scraping to authority figures.

 

…Larry Ellison, who founded Oracle…was not willing to learn anything he could not see the point of and would sabotage whatever he did not want to put up with. After he had finished school, his attitude kept getting him into trouble at the companies he worked for. He eventually realized that his only option was to form his own company where he would be in control of how things were done.

 

…entrepreneurs do not let social norms govern their actions to the same extent as others. The type of entrepreneur described by Schumpeter…“draws other conclusions from the data of the world around him than those drawn by the mass of static economic agents.”

 

Why Successful Entrepreneurs Are Often Such Difficult People

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Openness and Connection Part 1

Today, I’m sharing something different–a YouTube post. I actually found it after “googling” the authors (Tim and Joy Downs) of a book of which I’ve read a few sections. The book is geared more towards romantic relationships/marriages, but some of the information in this book would vastly help a ton of workplaces in terms of better understanding, accepting and communicating with others.

There are religious references, particularly in the beginning of the video, so I’m setting the video to start around the 4:30 mark–that’s where the real value of the video starts anyway comprar casodex.

Today, I’m sharing part 1.

I highly recommend Tim and Joy Downs’s book just for the section about Openness alone (but I’m also finding the section about Connection to be interesting and useful):

One Of Us Must Be Crazy…and I’m Pretty Sure It’s You: Making Sense of the Differences that Divide Us

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I’m Sick Of Our Culture’s Bias Against Introverts — And I’m Ashamed To Admit I Share In It

It’s a shame that it usually takes being very close to someone who has different challenges in life than you do before you begin to even notice, care about and/or see what’s wrong with having those different challenges. But we’ll take progress however we can get it.

The gems:

…as she began researching introversion as a personality trait, she learned that what many people perceive as a weakness is in reality a strength — one that most Americans (including business managers, leaders, teachers, etc https://impotenzastop.it/.) fail to appreciate.

 

I also began focusing more intently on my own biases against introversion, and saw that they were rampant. Where I used to see staff members or colleagues as “not able to think on their feet,” or “so quiet that it hurts them,” I now see the keen power of minds, their intense creativity and brilliant ideas, along with their ability to comfortably share power with others rather than needing to put their mark on other people’s ideas.

 

The introverted corporate professionals I’ve worked with have felt unappreciated, undervalued, and misunderstood. While I haven’t researched this fully yet, I believe it’s possible that their introversion (and the lack of acceptance of introverts in our country’s culture) plays an important part in their disengagement and dissatisfaction with their work and careers.

 

I’m Sick Of Our Culture’s Bias Against Introverts — And I’m Ashamed To Admit I Share In It

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Two Blatant Ways Big U.S. Companies Are Hurting Employees And Their Careers

With this one, I’ve gotta start with some quotes from the article:

When you enter the career section of Goldman Sachs, the preeminent investment bank based in downtown New York City, you’re immediately shown a montage of happy, attractive-looking employees in their early 20s, while not so subtle highlighting its homage to diversity and inclusion.

 

I suggest you visit any corporation’s career site and you’ll get the same feeling—we want younger people.

Actually–and please note, I am not “young”–I’ll give him what he’s saying about Goldman Sachs (because their career site is hilarious after reading this article)…but, honestly, when I go to the career sites of most corporations, the “feeling” I still get is they mostly want men and white people (i.e. white men, basically). At the most, “diversity” seems to mean gays and lesbians, and white women, in far too many cases–sometimes an Asian or two or some white-looking Hispanics who can only be identified as Hispanics by their surnames. Cherry picking acceptable types of diversity is not true inclusion, whether it’s age, sex/gender, race, nationality, sexual orientation and so on…but it seems like the vast majority of employers do exactly that and still expect a pat on the back.

Nevertheless, I do have to agree with this:

It’s not that [corporations] love younger people, it’s that they know they come cheaper.

This article is very interesting–I just don’t know how much of it I do agree with overall. I have been the recent graduate struggling to get a job twice–once after college, and then again after graduate school. It has seemed pretty clear to me that most employers care more about work experience than snatching up cheaper young labor, but maybe things are changing because I see more and more older people asking why don’t employers want to hire them…and I have recently worked for a company where being young seemed to be the norm.

Maybe employers don’t actually want to hire anybody?!?! I really wouldn’t doubt it.

Two Blatant Ways Big U.S. Companies Are Hurting Employees And Their Careers

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They Were Promised Coding Jobs in Appalachia. Now They Say It Was a Fraud.

I read this amazing article today, which really caught my attention because I also spent time learning how to code and even did an online coding boot camp. So many of these “businesses” and boot camps have popped up with guarantees, promises and untruths, getting people’s hopes up. It is really hard to get a programming job, especially going a non-traditional route…and it really is hard trying to become proficient enough at programming to be job-ready or hirable, especially after only 3 or 4 months.

Very sad article. Amanda Laucher has no business being in law school, let alone, apparently (from some digging I did), one as elite as Northwestern.

Many West Virginians like Ms. Frame signed up for Mined Minds, quitting their jobs or dropping out of school for the prized prospect of a stable and lucrative career. But the revival never came. Almost none of those who signed up for Mined Minds are working in programming now.

 

“Every single one of them” finds work, Ms. Laucher said of the boot camp graduates, in a 2017 interview. “They all find a job.”

 

Ms https://ed-hrvatski.com/kamagra/. Bolyard wondered whether Mined Minds simply couldn’t afford the apprenticeships. “They were just making excuses to get rid of people,” she said.

They Were Promised Coding Jobs in Appalachia. Now They Say It Was a Fraud.

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Tips for creating an introvert-friendly workplace

Every employer should read this article and really think about its content.

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Some of the gems:

…the nature of the modern office — with open environments and cubicles instead of offices — can often work against an introvert’s nature, leaving them mentally and emotionally exhausted by the end of the work day. However, an extravert might thrive on this type of environment where they can get regular feedback from coworkers, all the while, unintentionally exhausting their introvert neighbors.

 

Whatever your company culture is, no one should feels as though they’re being judged for not participating in non-work related activities. Or even for performing their job in a way that suits them best, but isn’t how everyone else is getting work done.

 

“…The cornerstone of our philosophy is we can only have a truly creative work environment if we build appreciation for different approaches,” says Arvai.

 

Tips for creating an introvert-friendly workplace

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Is Your Corporate Culture Cultish?

I don’t agree with everything in this article (I’m admittedly unsure of why everyone seems to think it’s “important” for work environments to be “fun”–we get paid to work for a reason), but I find the overall topic and some of the points made in this article to be important–not to mention severely lacking attention. This is so not only in the business world for employers, but also for job candidates who can end up in poor work environments for themselves by not getting a sense of what the culture is before accepting a job (been there, done that).

The gems:

Any time there’s a potential for people to feel excluded for how they think or feel, the organization has entered cult territory. And ultimately that will be bad for business. The rigidity of cult behavior stifles innovation, thereby endangering the company’s future.

 

Ask yourself: Do employees believe in the company’s vision because they understand and agree with it or because that’s what they’re supposed to do? Does the company encourage them to have personal lives? Most importantly, does it encourage the individuality and non-conformism that drive breakthroughs?

 

a great culture…is equally about healthy debate – in which people can debate certain values and norms and differ in their opinions. When a culture ceases to embrace diversity and dissent, it becomes a cult.

 

Is Your Corporate Culture Cultish?

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Offices Can Be Hell for People Whose Brains Work Differently

Excellent article about office work spaces, working remotely and “neurodivergent” people. A lot of this applies to introverts and highly sensitive people, such as myself. You don’t have to have a mental disorder to completely relate to this!

Gems from the article:

“A big ‘a ha!’ that’s come out of the research that we’re doing is that it’s quite common that when people make accommodations for people who are in neurodiversity employment programs, a good chunk of the accommodations they make are helpful to other employees as well,” [Ballard] said.

 

“…we want everybody to conform.”

 

…when it comes to thinking of new ideas, Austin said companies are realizing that it is those irregular parts that are the most likely to catalyze originality and innovation: “It leads to, in my mind, a more enlightened approach to management where we see accommodations not as a burden but as something we do to access sort of new opportunities to create new things.”

 

Offices Can Be Hell for People Whose Brains Work Differently

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Jeff Bezos, Mark Cuban and Elon Musk avoid this productivity killer—and you should too

I am a pretty big meetings hater. Some meetings are necessary, useful and even helpful. But most really aren’t. You’ll see a lot of anti-meetings articles on this blog.

And now, some gold from this article, the link to which can be found at the end of this post:

Researchers from Harvard Business School and Boston University surveyed 182 senior managers across industries and their results were telling: 65 percent of senior managers said that meetings keep them from completing their own work, 71 percent found them to be unproductive and inefficient and 62 percent stated that meetings miss opportunities to bring the team closer together https://ed-hrvatski.com/kamagra/.

 

“…I keep communication limited to email. It’s more efficient,” said [Mark] Cuban.

 

…meetings are what happens when people aren’t working…


Jeff Bezos, Mark Cuban and Elon Musk avoid this productivity killer—and you should too