Filed under: A Bit Of Inspiration, Agency Culture, Apathy, Attitude & Aptitude, Brand Suicide, Business, Corporate Evil, Corporate Gaslighting, Culture, Devious Strategy, Equality, Management, Marketing Fail
A few weeks ago, I saw this Linkedin x Headspace ‘survey’ …
What struck me immediately was the possible choice of answers they gave.
Not one offered any possibility that the ‘scaries’ could be caused by the company you are working for.
None.
No reference to toxic behaviour.
No reference to bad working conditions.
No reference to unrealistic expectations.
And yet, if you visit Corporate Gaslighting, you will see endless stories of people having to deal with just that … and let me tell you, no amount of prep, self-care, going out or unplugging is going to solve that.
Now I know someone is paying Linkedin for this ‘survey’, but in choosing to only offer those options, they – and Headspace – are reinforcing the belief the emphasis of blame – and responsibility – falls with the employee … and frankly, that’s the sort of attitude that causes the ‘scaries’ in the first place.
Now of course Linkedin has form for claiming ‘professional community’ while revealing they’re all about corporate complicity, but if they want to at least continue that claim, it would be great if they ensured they reflected the needs of the audience, not just the person who is paying them the most.
And people wonder why the great resignation happened … even though, as I wrote a while back, that title was chosen by people who show they don’t really understand the conditions they’ve created because ‘the great reset’ or ‘the last hope’ would be far more appropriate.
Linkedin.
Headspace.
You could play an important role in the future of work.
Not just in getting jobs, but setting standards and allowing alternative voices to be heard.
I get money is also important, but you’re better than this … surely?
That said, maybe your actions are the best demonstration of what corporate life is these days.
Chase the money.
Do whatever the highest bidder asks.
Only mingle with like-minded people so no one gets to call either out.
Filed under: A Bit Of Inspiration, Advertising, Agency Culture, Attitude & Aptitude, Authenticity, Business, Colenso, Comment, Confidence, Corporate Gaslighting, Creativity, Culture, Distinction, Emotion, Empathy, Equality, Honesty, Management, Marketing, New Zealand, Point Of View, Relevance, Resonance
This is Angela.
Her official title is the Managing Director of Colenso.
But actually she’s the boss.
Not just because of how she is sitting, but because of how she operates.
Leading without dictating.
Encouraging without patronising.
Liberating without restricting.
The great, great thing about Angela is that for all the experience and success she’s gained, she is open and hungry to let the energy, ambition and values of youth to keep shaping and changing where we are going.
Angela’s strength is she wants everyone to win.
She opens the door to opportunities for talent to run in and do their thing rather than closing it behind her so she can have all the power.
But then female leadership has always seen winning differently to a lot of men.
Progress for all rather than power for one.
And before certain men start spouting their sexist shit at me like they did when I wrote about how more female leadership will give the industry a real chance to grow, I appreciate not all male leaders are like this.
But a hell of a lot are.
And – if you look at Corporate Gaslighting and/or read Zoe Scaman’s brilliant, brave but totally unsurprising Mad Men and Furious Women – many of them are doing stuff … and are being allowed to get away with stuff, often by companies that talk about their commitment to their staffs wellbeing and mental health … that is a fuckload worse.
Filed under: Advertising, Agency Culture, Attitude & Aptitude, Comment, Confidence, Corporate Evil, Corporate Gaslighting, Culture, Emotion, Empathy, Experience, Honesty, Management, Relationships, Resonance, Social Divide, Toxic Positivity
So after yesterday’s post about releasing your inner Adele, I have another post about the workplace.
Or should I say, the toxic workplace.
The reason for this is that I’ve spoken to a lot of people recently who – whether it’s because of COVID, or people’s slow return to the workplace or just people getting hired again after a year of being pretty much shut down – have all experienced a similar situation.
Which leads to this message to all managers …
Whether someone has a different view … a less favourable view … or just questions about your view … IT IS NOT A PERSONAL ATTACK.
It doesn’t mean they’re trying to undermine you or piss on your parade.
If anything, it means they care enough about you to want you to be even better though expanding your perspective.
But what is worse is I’m hearing more and more people dealing with it, through toxic positivity.
You will remember from this post, toxic positivity is the belief that “no matter how dire or difficult a situation is, people should maintain a positive mindset. It’s a “good vibes only” approach to life.”
While being intimidating towards people who have different perspectives is equally as bad, at least you know where you stand. Toxic Positivity does it’s damage because it not only immediately undermines you, it makes you feel your opinion literally doesn’t matter.
I can tell you, people who always look on the bright side are far more damaging than those who keep asking questions.
Of course, how you ask – like everything in life – is important, but it’s worth remembering you don’t get to great without debate. And you don’t get to debate without an environment where people are free to be honest with you and themselves.
So if you’re getting this treatment from your manager and you’re starting to question your value and worth … go to yesterday’s post and follow Adele’s excellent advice.
Filed under: Agency Culture, Attitude & Aptitude, Authenticity, Comment, Confidence, Corporate Evil, Corporate Gaslighting, Creativity, Emotion, Empathy, Experience, Management, Relationships, Respect, Revenge, Rick Rubin, RulesOfRubin
I know I’ve done a lot about Rick Rubin of late, but this time I’m using Adele.
I love her.
I think she’s an insanely talented musician, singer, and songwriter.
But this is about none of those things.
Nor is it – as were my Rick Rubin musings – about creativity.
No … this is about work.
Specifically about knowing who you should and shouldn’t invest your time and passion with.
I’ve generally had amazing bosses.
Brilliant, creative, supportive individuals, bursting with integrity and belief.
And even when I would be getting a bollocking for something daft I’d done – and I’ve done a lot – I never once doubted they cared and wanted me to succeed.
But I’ve also had some bosses who were less amazing.
Who didn’t like questions.
Didn’t like independent thought.
Actively demanded you follow their words rather than your own curiosity.
Where success was judged by the level of your complicity rather than creativity.
And that’s why at 50, I now realise there’s two sorts of manager in the world.
Those who want you to be better than you imagined and those who use you to feel better about themselves.
If you have the former, hold on to them with both hands.
If you have the latter, follow Adele’s advice.
And if you feel you can’t do that – for whatever reason – visit TheyTriedToKillMeButI.Live … because that’s where you’ll see you’re not alone, you’re not to blame and together, you’re more valuable and powerful than you think.
Filed under: Agency Culture, Attitude & Aptitude, Comment, Corporate Evil, Corporate Gaslighting, Culture, Management, Meetings, Perspective, Relationships, Respect, Taboo Categories
As you know, I love the band Queen.
Yes, spare me the insults, I’ve heard them all before.
Anyway, I was recently reading an interview with Roger Taylor about his 50 years in the band and there was a response to one question that caught my eye. It was this:
The bit that specifically stood out was when he says:
“But when you’re young, you’d better be arrogant and have big dreams, because it’s not going to happen by accident”.
I found that sentence interesting for a number of reasons.
One is that Queen were always criticised by the music press as being ‘too ambitious’.
As if they had a a masterplan for World domination that they were executing bit by bit.
Now they definitely wanted to be huge – Roger says that in the interview – but apart from the fact, pretty much every band wants to be successful to a degree, these accusations neatly side step some key things.
First is, there isn’t a masterplan.
A guarantee of success.
Yes, there’s some elements that increase the odds of it, but nothing certain.
Second, if you were aiming for World domination, writing songs like Bohemian Rhapsody would literally not be part of the plan.
Of course, ironically this helped them get there, but even their record company didn’t want to release that song because it was so against the approach the music industry tended to follow.
If you want to talk about a band that was designed for World domination, you can throw that far more at melodic mainstream masters, Abba, more than Queen.
But even if Queen did have some fictional blueprint to guarantee the future success, all the barbs thrown at them ignore some of the critical elements they would have needed to stand any chance of achieving it.
Talent.
Songs.
Luck.
Whether you like Queen or not, you’d be hard pressed to say they didn’t have that.
You might not like the songs. You may not like their musicianship. You might not like their performances.
But you have to admit they had that.
Which leads to the point of this post.
Underpinning those critical attributes the band hand …
Underpinning the ambition to be a hugely successful rock band …
Underpinning the “when you’d better have big dreams” attitude. …
… is something we don’t seem to want to talk about any more.
Graft.
Putting in the effort. The commitment. Trying and learning.
Don’t get me wrong, I am not suggesting people should put themselves in a position where their mental health is impacted.
And I absolutely accept companies have exploited people’s ambition to serve their own purposes.
But treating ‘graft’ as if it is the enemy is wrong.
A quick look at Corporate Gaslighting tells you that where mental health is concerned, it’s not simply about the volume of work you are expected to do, but what the work is and how the people around you, treat you and it.
Yet that contextual part is rarely talked about …
Many companies talk about mental health through the singular lens of volume … and while a more cynical person could suggest that is so they can remove all other elements of the job – like training etc – to ensure every second available is spent on paid work, I would never suggest such a thing.
Which is why I’m bothered the word ‘graft’ has been seemingly removed from our lexicon.
Tainted when the reality is, it’s important.
Because graft is about learning, exploring, growing.
It’s personal. An act designed to help you improve rather than just make you do more.
That’s very different to the term agencies and companies seem perfectly OK with …
Hustle.
Hustle is far more damaging in my mind.
Hustle is about speed. Additional workloads. Never stopping.
Hustle is the opposite of graft.
An activity designed to fulfil the needs of others [read: managers], not yours.
I think in our quest to deal with mental health, companies have got everything the wrong way around.
Mental health is not about relinquishing ambition.
Mental health is not about abdicating hunger.
Mental health is about feeling you are growing, encouraged, supported and heard rather than just continually giving your energy, taking orders, listening to demands, being offered zero flexibility and being expected to do whatever is asked in increasingly shorter timeframes.
I passionately believe people don’t mind grafting.
I passionately believe people don’t mind working hard for something they care about.
I passionately believe people don’t even mind if their graft doesn’t always result in the perfect outcome. Disappointment maybe but not devastation … at least not if it’s something they still found fulfilling.
What they are sick of is having their progress defined by how much they hustle.
What they are sick of is having their career measured in energy rather than value.
What they are sick of is having their development dictated by workload not training.
What they are sick of is having their needs ignored in favour endless client demands.
If we want our industry to offers dynamic careers rather than repetitive jobs, we better understand people need to feel they can progress and grow through other means than mindless mental, physical and emotional exhaustion.
Roger Taylor is right things don’t happen by accident.
You rarely get to great without pushing yourself.
Athletes don’t just wake up and can run personal bests.
Chefs don’t just wake up and can cook the finest cuisine.
Drummers don’t just wake up and write a number one song.
But by the same token …
Athletes don’t run personal bests writing endless presentations no one reads. Chefs don’t cook the finest cuisine just because they work 12 hour shifts everyday and weekend. And drummers don’t just wake up and write a number one songs because they wait for hours on end for their boss to come out the office ‘just in case’ they need them to do something before they go home.
Yes, progress takes hard fucking work, but when you’re doing it in ways – and with people – who share your goal, rather than just want to exploit it, it has a very different impact on you and your wellbeing.
I believe this is possible to do in this industry. I believe we have people who want to work fucking hard to grow and develop. I even believe progress does not have to come with the devastating cost it has in the past.
Some sacrifices, maybe. But not mental destruction.
However, as long as we continue signing contracts that allow our people to be at the whim of clients regardless of what they need … and then promote people based on volume of work rather than quality of it, then all we’re doing is fucking everybody over.
[There’s going to be a post in a few weeks about career plans and how companies make a big deal of them but few actually live up to them. In other words, they sell the illusion of structure but it’s generally made of sand. And then they wonder why employees are disillusioned]
So while I believe one thing we should do is place mental health protection guideline in all contracts – as clients rightfully do with diversity demands – I think another major step is having adland kill the hustle and start valuing the graft.
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* Unless you’re from a rich family and can have whatever you want without effort.
Or you’re white …
Where you still have to work but you have a bunch of immediate advantages.
And if you’re a white male, you have hit the jackpot in terms of getting a leg-up.