Filed under: 2025, A Bit Of Inspiration, Advertising, Agency Culture, America, Attitude & Aptitude, Comment, Creativity, Culture, Cunning, Death, Emotion, Empathy, Environment, Holiday, Home, Jill, Love, Loyalty, Management, Miley, New Zealand, Nottingham Forest, Otis, Professionalism, Resonance, Respect, Strategy, Stupid, Success, This Blog, Toxic Positivity
Happy 2025 and welcome to year 19 of my rubbish.
I trust/hope you had a good break … even if that is simply because I didn’t write a blog post for a few weeks.
I had a great one.
Not just – as I’ve written before – because New Zealand does the ‘holiday season’ better than anywhere on the planet, but because this year was so different to the year before.
And just to reinforce how much better it was, the day I landed back in NZ I was rushed to hospital as my ‘good eye’ decided to basically stop working.
I say ‘good eye’ because when I was 21, my right eye got a detached retina [from picking up a bag of bloody coal, like some cliched Northerner from the 1800’s ] and while they managed to reattach it – which was touch and go due to some complications – it resulted in it having very bad vision out of it. However, thanks to my left eye being good, I’ve never had to worry about my sight beyond how much it costs to have for lenses that don’t look like I’m wearing beer bottles on my face plus the general protection of my head and eyes.
Even though it has been like this for 33+ years, I’ve never taken my sight – or the protection of my eyes – for granted, so you can imagine how freaked out I was when suddenly my good eye basically stopped working a day before we flew back to NZ from Asia.
Now it’s not totally sorted, but I have been assured it will over the next couple of months [which is handy as you can see from the photo below, I look bloody weird with different sized pupils which means people are even less inclined to look at me] and yet despite all this, I STILL CONSIDER THIS HOLIDAY BETTER THAN LAST YEARS.
Let me explain why …
You see back in December 2023, I started work with a new private client.
They had asked me to do a big project for them with a first check-in date of mid-Jan.
I knew it would take a couple of weeks or so to write things up but stupidly, I decided I’d do it over the holidays rather than before.
There was some rationale for that decision …
+ I had a bunch of stuff to finish before the holidays.
+ I had a bunch of reading to do relating to who this client was as a person/artist.
+ I was exhausted and wanted a break before I got stuck into things.
+ It was the bloody festive season and that’s a time I wanted to spend with family.
But the problem was that even though I had a plan for when to do the work, my brain wouldn’t let me forget about it.
So each day, the thought of the work I had to do would nag and niggle at me.
Slowly upping the volume and pressure.
So as each day ended, all I could think about was how I had even less time to relax before I had to start work, which resulted in me not being able to fully enjoy or relax until – in what felt like the blink of an eye – it was time to get started.
When that happened, the annual break I was so looking forward to, wasn’t just over … but never even had a chance to properly start. So instead of being relaxed and ready, I was tired and anxious.
Add to that, that the holiday season the year before had also been rather a traumatic – with Otis and I both ending up in hospital and my dear friend Chelsea, passing away – I was a shattered, emotionally not just physically.
The result of this was that the first 3 months of 2024 were, in all honesty, one of the most stressful times of my life. Not necessarily because the project was hard – though it was certainly demanding, albeit incredibly exciting – but because I had not allowed myself the break I needed to be ready for a completely new challenge.
The good news – if you can call it that – was the impact of these choices and decisions was very obvious to me and I knew I would never, ever let something like that happen to me again. Which is why before the most recent holidays started, I wrote to all my clients – both my private ones and Colenso’s international ones, who don’t have the same holiday duration as our local clients – telling them I was out.
Not ‘out unless you have an urgent requirement’ … but out.
Nada. Zilch. Gone.
And you know what?
No one minded. Not one.
Now, you could say that’s because they find me an absolute pain-in-the-ass to deal with, but I think – or should I say, hope – I believe it is because they respected my time and respected the efforts I’d put into their business over the past 11 months.
I get not everyone has that opportunity.
I get being able to have a break of this duration is a privilege.
But the reality is a break is the greatest investment you can make in yourself or your people.
It gives them a chance to decompress. To think. To let shit go. To get excited again.
Doesn’t matter if you’re a checkout operator or an old bastard, advertising strategist.
It’s why I hate how some companies treat ‘holidays’ like it’s a gift … something you can only have if it suits the organisations needs, timelines and ego.
Fuck that.
For all the talk companies say about ‘our staff being our greatest asset’, the second best demonstration of that – after being paid fairly – is valuing, encouraging and protecting their rights to a break.
And by that, I mean respecting their people’s right and need to have ‘proper holidays’ rather than attempting to hide their toxicity under the guise of bullshit like unlimited holidays … which not only aren’t ever true, but are something they actively go out of their way to ensure can never be realised.
And don’t get me started on the US attitude to vacations, with their 10 days a year allowance … meaning many people can’t have any break of significance without either years of sacrifice or days of unpaid leave.
It’s why I’m eternally grateful for Colenso’s attitude to holidays.
And why I’m eternally grateful for how NZ values and protects their ‘festive season break’.
[Though one unfortunate side-effect is people often don’t take a break in the rest of the year so they can save it all up for the end of the year, which can also contribute to people feeling and experiencing burnout]
And why I’m eternally grateful to my clients for appreciating and encouraging it for me.
Of course part of the reason for their generosity is because it’s in their interests … because a holiday increases the odds great things will happen for them thanks to your renewed energy, focus and inspiration. But hey, I respect they get this because we all win from it rather one person feeling indebted to the other for having what is their god-damn given right to have.
So hello 2025 … let’s see what you’ve got in store for me.
Or should I say, look out for what I’ve got in store for you.
Filed under: 2024, A Bit Of Inspiration, Advertising, Agency Culture, Apathy, Attitude & Aptitude, Authenticity, Brand Suicide, Brands, Communication Strategy, Complicity, Confidence, Consultants, Context, Contribution, Corporate Gaslighting, Crap Marketing Ideas From History!, Creative Brief, Creative Development, Creativity, Culture, Delusion, Differentiation, Distinction, Effectiveness, Egovertising, End of Year, Experience, Fake Attitude, Honesty, Influencers, Leadership, Management, Marketing, Marketing Fail, Mediocrity, Only In Adland, Perspective, Planners, Planning, Point Of View, Positioning, Pretentious Rubbish, Professionalism, Provocative, Purpose, Relevance, Reputation, Research, Resonance, Respect, Ridiculous, Standards, Status, Status Anxiety, Strategy, Stubborness, Stupid, Success, Talent, Toxic Positivity, Truth
As tomorrow is one of those terribly indulgent ‘thank you and goodbye to ’24 post’ [the blog equivalent of boring someone with ‘what they dreamed about last night’], I thought today should be a RobMegaRant™ post … ending the year as I hope to start next year, hahaha.
So with that, take a look at this bloody amazing picture.
How awesome is it?
I have absolutely no idea where it’s from or when it’s from but I can’t stop looking at it.
The browns.
The clothes.
And then – of course – the egg salad machine.
You can imagine that at the time, this was a demonstration of innovation.
Of technological advancement.
Of commercial optimisation.
A glimpse into an automated world of high efficiency and effectiveness.
Removing barriers and friction to provide audiences with consistent, satisfying results.
Except it wasn’t was it?
Not in the long-term … and most likely not in the short-term either.
Oh sure, there’s machines that make industrial amounts of egg salad to shove in cheap and cheerful sandwiches you get at the local petrol station … but in 54 years of being on – and around – this planet, I’ve never once seen any ‘public egg salad maker/dispensers’.
Not even in Japan.
And that’s because it’s a shit idea, for a shit-ton of reasons.
Taste.
Quality.
Consistency.
Health and safety.
The fact no one wants egg salad every single day of their life.
And that’s before we even get to issues such as ‘appetite appeal’.
Looking at the picture and you can’t help but wonder, “what the fuck were they thinking”?
Except our industry does a similar thing ALL. THE. TIME.
An endless production line of ‘proprietary’ systems, processes, models and formats … promising the world and promoted using almost identical language and benefits that was likely used for that bloody egg volcano machine.
Innovation.
Automation.
Optimisation.
Advancement.
Transformation.
Effectiveness.
Efficiency.
Put aside that in most cases, the only ‘proprietary’ element is the name that’s been given to it.
Put aside that in many cases, the people behind it have never created something of disproportionate value and impact.
Put aside that the vast majority of these ‘innovations’ are more about not being left behind rather than moving you forward. [Read: marketing transformation]
Put aside that in many cases, the real purpose of the product is to reinforce the ego – and/or bank account – of the person claiming to have all the answers.
Put aside that many of the companies who flock to it tend to be those who choose to abdicate and outsource their responsibility for decisions and choices.
Don’t get me wrong, there are some really good innovations in our industry. There are also far too many people who dismiss change simply because they don’t like it. And we cannot forget that we unfairly expect new ideas to deliver the results of established ideas.
However, when certain parties peddle their products, tools, services, models, formats with the attitude of it not just being the right way, but ‘the only way’ – where they guarantee success regardless of category, country or spend – then frankly, not only should we see their declarations as an admission of [at best] blinkered thinking or [at worst] evidence of being a chancer and/or hustler … we should be asking ourselves why the fuck are we blindly trusting the self-serving voice and opinion of those whose only major commercial achievement is elevating their own name and image.
I am over efficiency and optimisation being peddled as innovation and progress.
I am over process being regarded as more important than output.
I am over loose association being reframed as expertise.
I am over easy being more valued than quality.
I am over people thinking being good in one thing means they’re excellent in all things.
We need to stop thinking of insurance salesmen as pioneers.
Sure, the good ones have a role to play – especially when companies are downgrading training for their employees – but it’s not as a leader of marketing/brand/creative innovation. Even more so when the reality is many are either riding on the efforts and achievements of someone else or simply communicating the 101 of particular disciplines under the guise of it being at the highest academic standard.
Forgive me for my skepticism, but even if it was true – which it isn’t – I don’t see many universities achieving cultural status and influence through their marketing approach. Hell, most universities don’t even know how to differentiate themselves from each other.
Please don’t read this as being anti-education. God no.
The reality is the industry needs more teachers. Or should I say better ones.
Not the self-appointed guru’s who peddle their self-serving blinkered services for profit, but those who have been there and done that. Who have consistently done things at a standard that goes way beyond just basic levels of achievement. Who can talk from the perspective of being at the coalface, not from a pedestal. Watching on with their binoculars. We need to celebrate those with actual experience, not just assoicated opinions.
Or said another way, we need chefs not egg salad salesmen.
Lets hope in 2025, we get back to valuing the ingredients, not just the convenience.
Filed under: Advertising, Apathy, Attitude & Aptitude, Brand Suicide, Cannes, Colleagues, Communication Strategy, Content, Context, Creative Development, Creativity, Culture, Effectiveness, Egovertising, Experience, Fake Attitude, Management, Marketing, Marketing Fail, Perspective, Point Of View, Professionalism, Relationships, Resonance, Respect, Standards, Toxic Positivity | Tags: om
Obviously I have a soft spot for Google.
From cynic to Colenso, they’ve been a constant in my professional as well as personal life.
They are intimately involved in so much of what I do every single day and I appreciate the possibilities they have enabled me to embrace because of them existing.
I know … that sounds unbelievably gushing doesn’t it.
That doesn’t mean there’s not stuff that drives me nuts …
From the way some of their products work [Google Slides, I’m looking at you] through to the passive behaviour they are increasingly showing in the face of challenges that their smarts/money/tech could fundamentally change for the benefit of millions – if not billions – of people. However even with all that, it pales into comparison to this:
What. The. Hell?
Not only is it an absolutely terrible attempt to make a terrible pun, I still don’t know what ‘the new way to cloud’ is. Or means. Or why I should give a second of attention to it.
For a company so full of smart people, how can this happen?
Seriously, this sort of work does the absolute opposite of what Google want.
It makes people question how smart the company is.
It makes people ask if Google know how to talk to people.
It makes people wonder if Google know how to make tech that understands our needs.
It makes people ask if this is the sort of organisation we should trust to shape our future.
Sure, it’s just a random billboard … but for a brand that once represented humanities hope for ensuring technology enabled and empowered a better, brighter, more equal future for all, this work feels more like a politician pretending to smile while they’re busy oppressing us.
I know this isn’t the case, but bloody hell, it’s rubbish.
Which leads me to this.
I don’t know who is behind it. I don’t know if it’s an agency or an internal group. But I have to believe this was made because senior people mandated it or influenced it. Either directly, or indirectly. Which serves as a really good reminder about the dangers of corporate structures.
As Martin, Paula and I said in our Cannes talk, toxic positivity is ruining brands and people.
The idea that ‘team’ is now interpreted as blind complicity and conformity is insane.
But it’s happening. We all see it or have experienced it.
Worse, there’s an underlying attitude that the only way to get ahead is manage up. What I mean is that rather than do the right thing for your audience, you do the right thing by your boss. Doesn’t matter if it makes no sense. Doesn’t matter if it actively confuses the people it is actually designed to communicate to. As long as it hits the ‘cues’ your boss likes, you’re good.
As I wrote recently, toxic positivity is leading to the systematic destruction of knowledge and experience. Great ideas and people are literally being moved out of organisations to be replaced by conformists and pleasers.
Yes, company culture is important.
It has an incredible power to achieve great things.
But here’s the thing too many companies just don’t seem to get.
If you’re mandating it, you don’t have it.
Because real company culture is born from the people within the company. Yes, the people at the top shape and influence it – often through beliefs and a way to look at the world – but the moment you try to dictate or define it, you lose it.
But here’s the thing …
Even when a company gives you something to believe in, they know the real key is to give every employee the power to feel they can be themselves. That they trust them to want to make things better, rather than break things apart.
Which is why they encourage debate.
They value different opinions and ideas.
Because as long as it’s not in a self-serving, divisive manner … it’s almost the ultimate demonstration you want to help make things better.
There are a lot of companies who get this.
There’s sadly far more who don’t.
And everyone loses because of it. Because if companies stopped thinking of company culture in-terms of efficiency and optimisation – and more about standards and quality control – we would all get to better places faster.
Or at the very least, less ads that say everything by saying absolutely nothing.
Filed under: A Bit Of Inspiration, Apathy, Attitude & Aptitude, Authenticity, Brand Suicide, Business, Comment, Complicity, Confidence, Consultants, Context, Corporate Evil, Corporate Gaslighting, Creative Development, Creativity, Culture, Fake Attitude, Imposter Syndrome, Leadership, Management, Marketing, Marketing Fail, Mediocrity, Prejudice, Professionalism, Relationships, Relevance, Resonance, Respect, Succession, Toxic Positivity, Trust, Truth
I appreciate that at my age, the title of this post may suggest I’m going to whine about companies overlooking people of a certain age for younger, cheaper, hungrier individuals.
I’m not. I get it.
Not only that, while age and knowledge have some level of interconnectedness … I’ve met countless young people who are bloody brilliant [not relative to their age, just bloody brilliant] as well as plenty of people with ‘experience’ who, frankly, aren’t.
What I’m talking about is the blinkered confidence some companies place in their people simply because they’re their people.
On one hand I suppose I should celebrate it, given its not that long ago that companies overlooked internal capability for the external shiny and new.
And while this post does not reflect any of the clients I specifically work with directly, I am seeing and hearing more and more companies go to this other extreme and worse … enabling a level of arrogance in their people that results in any objectivity they face – regardless of the knowledge and expertise of the person delivering it, let alone the desire to help make things more successful – as a threat.
Complicity is the name of the game these days.
Blind acceptance that whatever the person ‘in charge’ says, is right.
A belief internal employees are better informed about every topic than people who are experts in specific topics … so companies can feel great about themselves.
Of course, the issue with this approach is that when things go wrong – or don’t go right enough – everyone else gets the blame. Not just by the person in charge [which you almost expect] but by the company they work for, despite the fact the only reason they gave this employee the project is because they knew a bit more about a subject than senior management, so they saw them as [1] an expert in the field and [2] a cheaper option that bringing in external expertise.
Now you’d think the fear of this outcome would ensure people would stand up for what they believe is right.
Not because they’re arrogant, but because they know their experience and knowledge can disproportionally benefit the end result.
And some do. At least the really good ones …
But even they are under increasing pressure to go along with the whims and wants of certain people/companies … because the whole industry is seeing more and more work being handed to people and companies who simply say yes to whatever is wanted.
Or said another way, convenience and fawning is more valued then expertise, knowledge and standards.
Now of course, it’s human nature to believe we can do more than we actually can.
We all like to think we are ‘special’.
We all like to be acknowledged as important.
We’ve all heard the ‘fake it till you make it’ philosophy.
But the truly special are the ones who know that however good they are, having people around them who are better than them – in different fields – can make them even more effective.
It’s why the World’s best athletes have coaches.
It’s why the World’s best musicians have producers.
It’s why my brilliant ex-NIKE/FFI client, Simon Pestridge, said: “middle management want to be told they’re right. Senior management want to know how they can be better”.
The reason I say all this is that I recently reached out to one of the best organisational psychologists in the World. They work with the CEO’s of some of the most respected and successful companies in the World including Apple, NIKE, Ferrari and Electronic Arts to name a few.
This is what they said when I talked to them about what I was seeing:
_________________________________________________________________________________________________________________
“I call them professional imposters and the reason so many succeed in corporations is because they target other imposters. It becomes a co-dependent relationship where they ensure their ego, status or promotion opportunities won’t be challenged.”
_________________________________________________________________________________________________________________
To be honest, I was not shocked by their view, I was more shocked by the acknowledgment.
Of course, I probably shouldn’t be. It’s hardly a new phenomenon and we also had one of the most successful shows in TV history shine a light on it …
Succession was a celebration of the role of co-dependence and complicity within organisations.
As I wrote recently, Tom was the epitome of it.
But this post is about Tom before he ‘won’ [even though he is still a pawn to the real power] … this is about Tom when he just wanted to please to win favour. Where he thought nothing of being vicious and vindictive to those beneath him because he knew that didn’t just please the people above him, it let him feel he was above everyone around him.
And so Tom eventually gets promoted beyond his capability …
Where the illusion of power and external fawning is more important to him than pay checks.
Where his belief is he is superior to all, regardless of knowledge or experience.
Where his understanding of situations is the only understanding of a situation.
Yeah, it’s bleak. It’s fucking bleak. Because while Tom was fiction, Trump got to be President of America. And what makes it worse is we all see it. Hell, we’ve probably all been exposed to it. And yet it goes on.
If companies truly want to be great, then they’ve got to kill and stop rewarding toxic positivity … because value will be revealed when they allow more people to say no to them and they say yes to more people.
Filed under: Agency Culture, Attitude & Aptitude, Class System, Colleagues, Community, Complicity, Conformity, Corporate Evil, Corporate Gaslighting, Culture, Delusion, Effectiveness, Equality, Fake Attitude, Honesty, Imposter Syndrome, Individuality, Leadership, Loyalty, Management, Marketing, Marketing Fail, Meetings, Membership, Perspective, Pollution, Popularity, Prejudice, Process, Professionalism, Relationships, Reputation, Respect, Ridiculous, Service, Social Commentary, Social Divide, Social Media, Standards, Status, Status Anxiety, Strategy, Subliminal Hatred, Succession, Systems, Talent, Teamwork, Technology, Toxic Positivity, Values
This is a long post, because it has been written by a lot of rage. Mine.
So buckle up and read it, because while most of what I spout is utter shite. This is important.
Recently someone I know left the company they had been working at for a few years.
When they announced it on Linkedin, they were flooded with supportive, celebratory messages. As they should be.
But there was one other thing that was common among the comments, and that was people writing “what a good run you had”.
I don’t know about you, but when I hear that, it immediately conveys a company who has a reputation for letting people go … and so ‘what a good run’ really means is that you lasted longer than most. That your achievement was as much about staying in the role as it was about what you did in the role.
And to me, that all feels toxic as fuck.
Not by the people saying it.
Or the person it is being said to.
But the organisation who seemingly doesn’t give a fuck about letting people go.
Of course – like US politicians who ask for ‘thoughts and prayers’ after another mass shooting – their corporate mission statement only talks about their belief in their people …
How they’re trying to build a thriving, collaborative community and culture …
In fact, they say a lot of things except one: ‘when people leave, they will be cushioned by comments saying they ‘had a good run’.
So how do they get away with it?
Cash.
They pay significantly more than market rate and so there’s a steady stream of people who are willing to go work there either because they need a gig, they have fallen for the hype [and not checked it first] or they believe they can be the exception to the rule.
That’s not a judgement on the people, I get it … but it is a judgement on the org.
Especially as – in the big scheme of things – the money they pay comes at a huge cost.
The talent they’ve burned – and burned through – is extraordinary and yet no one, be it past of present employee, says a thing.
On first impression, it can feel like they’ve all agreed to collectively gaslight society, but on closer inspection you soon realise the real reason for that approach is far more due to fear than delusion.
Fear of losing your position.
Fear of never working again.
Fear of inviting more abuse.
One look at Corporate Gaslighting and you see this is not an uncommon – or unjustified – view. What’s even scarier is it is seemingly happening more and more … to the point where I swear some companies think ‘salary’ means they fully own their employees.
OK that’s a ridiculous view … a totally over-exaggerated and overblown view … an over-exaggerated and overblown view that is almost as ridiculous as:
Zero-hour contracts.
No overtime payments.
No training and development.
Expectation you are always ‘on-call’.
Personal social media monitoring.
Yes, I get those ‘work practices’ are still more the exception than the rule … but the fact they are there at all, is madness.
I get companies have to make money.
I get we live in a highly competitive world.
I even appreciate not every person is good for every company.
But come on …
What bothers me more is this is quickly becoming standard work practice.
STANDARD!
It’s like someone read a book on Victorian-era ‘workhouses’ and thought, “That sounds fun”.
And so, they’re trying to create a new set of beliefs for the ‘modern’ workplace.
Culture will not be born from the employees but dictated by the leadership.
Opinions can never be expressed; they must always be silenced.
Growth is not measured by personal development, but corporate conformity.
Success is not defined by personal achievement, but individual survival.
Failure is always – ALWAYS – to be aimed squarely at the shoulders of the employee.
[As an aside, if anyone is visiting Nottingham, they should check out the Workhouse in Southwell and go back to the future]
It’s like an episode of Black Mirror if Black Mirror was a documentary, not satire.
It’s here we’re taking a commercial break, because as much as this post has been about bullshit behavior – at least the people it’s about got paid well. But over the last 6 months, I’ve met many, young, lowly-paid, talented strategists be burned out by the expectations, pressure and demands of their employees.
As we highlighted in our 2024 book, Dream Bigger, too often people of my generation look at the young and say they don’t have the right work ethic … they expect too much … they are lacking in drive and skills … but apart from the fact that’s bullshit, even if it wasn’t, could you blame them given how they’ve seen so many of us invest so much in the promises of ‘hard work’ and then end up with nothing. And at least we had options available to us that could actually help. These poor fuckers don’t have any of that and yet we hold them to even higher expectations.
But that’s different to burnout because burnout is criminal. Actually criminal.
How are companies letting this happen? What are the fucking HR people doing?
What makes it even worse is the 5 people I met all worked at companies who talk big about ‘how their people are their greatest asset’. More like burning asset.
You want to know why we find it hard to attract the young to our industry? Because too many companies treat them like cannon fodder – and then when they’ve been battered, broken or bruised. we turn around and say ‘they couldn’t cut it’. Bastards.
Back in 2021, when we did Dream Small, we highlighted how this was a generation tolerated rather than welcomed. Then a few months later, I wrote how the ‘great resignation’ was actually – for many of the young – the ‘great reset’. But as much as they have pushed for change, this shit is still happening to so many – as demonstrated by the fact I’ve talked to 5 people in the past 6 months who could be great, but have literally been burned and no one seems to give a fuck.
All their bosses do is throw them some compliments or cash, believing it will ‘shut them up’ when what the person actually needs is to be thrown a fucking life raft of compassion, care and change. But what makes this even worse is that when the bosses discover the cash and compliments no longer have any sort of effect – when they have wrung the person out completely – they get rid of them while doing all they can to make sure the individual feels they have done something wrong to shame them for life and to keep them quiet.
It’s horrific and shows nothing has changed in the 4 years since I was featured in The Guardian about this corporate practice of employee shaming. Or the attempt of it.
What are we going to do when we have no one want to come to our industry?
We don’t pay many fairly.
We don’t train them well.
And then we work them to the point of exhaustion.
Seriously, in terms of analogy, there is no better one for this group than Workhouse attendees.
We can try and claim their attitude sucks all we like, but we’re the fuckers who need to take the long hard look in the mirror.
And with that, I end the commercial break and take us back to ‘regular programming’.
The reality is we’re getting to a point where there’s no bigger red flag about an organisation than when employees get congratulated by ‘the run they’ve had’.
Some may be well paid ‘middle management’.
Some may be poorly paid ‘young talent’.
But all of them are out-on-their-ear … surplus to requirements or drained of all life.
Which is why – and I appreciate the privilege I say this with – if you find yourself in a company like the one my mate has just ‘left’, then maybe the best thing you can do for your future health, well-being and career is to ‘run the fuck away from them’.