MetLife Legal Plans’ Post

While not always 100% true, I love this cartoon from the The New Yorker because it reflects what many experience as they transition into management. When I first stepped into a management role, I wasn’t fully prepared for the shift in skills required, but I was fortunate to have an excellent boss and coach. Now, as a coach myself, I focus on both hard and soft skills. However, I do find myself missing the 'doing'—building forecasts, running A/B tests, designing marketing and CRM campaigns, and that thrill of discovering new insights from raw data. This is also a reminder that specialist skills need to be increasingly and properly rewarded as management is not the be all and end all. It should be a choice and not an obligation. #LeadershipJourney #ManagementSkills #CareerGrowth #Coaching #Mentorship #specialistrewards #CareerReflection

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I have a hypothesis that I have been refining since I became an editor for The Record and NorthJersey.com in 2016 and have focused on even more since I was laid off from Fox Business in 2021: There is a crisis of mastery in the United States, which this cartoon highlights. We take our best and most talented and we let them languish in dead ends or force them to climb corporate hierarchies that take away meaning from their lives, or we place people with no skills except ladder climbing into these positions. This isn’t a new observation, but I don’t think the element of mastery has been a part of that discussion. Corporate leaders treat exceptionally talented people with the same regard as they might treat someone who, in another time or place, would be working at the level of an apprentice. The system doesn’t incentivize, with rare exceptions, mastery. Because there is no financial gain in being good, or great, we get mediocrity in nearly every aspect of our lives. Where there is room in some positions for mastery, on the other hand, there is little room for growth for others not elevated to those specific positions. Mastery should not be limited to spots on an organization chart. Rather it should be determined with the talent of the individual, who should be paid accordingly. The question of mastery is then a question of protections for labor, which are being eroded and abolished where they can. In some ways, guild-like protections are necessary for the development and protection of white collar trades, like journalism or graphic design. And I am making a distinction between guilds and labor unions, the latter which are absolutely necessary and work in tandem with guilds. As I see it, a guild would include protections for freelancers and contractors who have specialized skill sets, like a bar association with labor protections. The human spirit is demoralized by not being able to excel and not being recognized for that excellence. People need to excel in their chosen professions and managment is not a profession. Happy Labor Day.

The world

Reflections should be recognized as humankind's best discovery, never replaced by any real-time personality auditing software. It gives your desired feedback even without any #userinterface .

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This cartoon got me thinking of Red Herring Fallacies that happen in the #workplace - when misleading statements are presented by someone to distract from the main issue at hand and evade unwanted questioning. How does a #RedHerringFallacy present itself in the workplace, and why do some people resort to it? 🔀 To reroute discussions by inserting controversial/trending topics. Ex: PM: "The next step on our agreed-upon roadmap is to decide what certifications we want new hires to have." Boss: "Did you know that the top CDC scientist failed a certification in college? That's proof of her lack of focus. The CDC isn't prepared for the next pandemic because their scientists don't have focus." 🔀 To confuse people by introducing vague statements. Ex: Employee 1: "Let's clearly define the deliverables for our consultant." Employee 2: "You guys don't get it - it's obvious what consultants need to deliver is something that's GOOD and something that WORKS." 🔀 To avoid answering difficult questions. Ex: Vendor: "We're more than happy to assess your storage needs; would you be able to share how it's currently being managed at your company?" Employee: "That's an irrelevant question. A vendor should do more than tell us what we already know. Good vendors tell us what the solutions are." 🔀 To avoid discussing personal matters. Ex: Employee 1: "I hear you say that you feel 'burdened by everything' and that's why projects aren't moving forward. Can you elaborate so I can help?" Employee 2: "It's unfortunate that we have to shoulder everything. Other teams must not be pulling their weight if we're working this hard. They must be lazy." A great reference article on Red Herring Fallacies: https://lnkd.in/ehBaiBrF. #Leadership #Management #EmployeeEngagement #WorkplaceCulture

Perspective is everything.

Part of why money is so tricky is we see so little and assume so much when it comes to other people. As Morgan Housel puts it “wealth is what you don’t see.” The people appearing to throw money around could be successful, but it could also be a facade or a lifestyle they can’t possiblly keep up. While people appearing to live modestly might have it all figured out, living well below their means contently saving for the future. #money #wealth #appearances #coparison #theifofjoy #psychologyofmoney #spending

In the third section….