Fwd: What Does Uncoachable (and Unchangeable) Look Like?

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From: Marshall Goldsmith from The Marshall Goldsmith Newsletter <marshallgoldsmith@substack.com>
Date: Thu, Jun 24, 2021 at 7:01 AM
Subject: What Does Uncoachable (and Unchangeable) Look Like?
To: <stevescott@techacq.com>

Even if you are the best coach in the world, if the person you are coaching shouldn't be coached, the coaching isn't going to work. The good news is that the "uncoachables" are easier than you think to spot. How do you know when someone is uncoachable? How do you detect a lost cause? Following are four indicators that you are dealing with one of these people: ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌

	My mission is simple. I want to help successful people achieve positive, lasting change in behavior; for themselves, their people, and their teams. I want to help you make your life a little better. Thank you for subscribing! Life is good. What Does Uncoachable (and Unchangeable) Look Like? Marshall Goldsmith Jun 24 Even if you are the best coach in the world, if the person you are coaching shouldn't be coached, the coaching isn't going to work. The good news is that the "uncoachables" are easier than you think to spot. How do you know when someone is uncoachable? How do you detect a lost cause? Following are four indicators that you are dealing with one of these people: 1. She doesn't think she has a problem. This successful adult has no interest in changing. Her behavior is working fine for her. If she doesn't care to change, you are wasting your time! Let me give you an example of a nice woman who didn't think she had a problem. My mother, a lovely woman and much-admired first-grade teacher, was so dedicated to her craft that she didn't draw the line between inside and outside the classroom. She talked to all of us, including my father, in the same slow, patient manner, using the same simple vocabulary that she used with her six-year-olds every day. One day as she graciously and methodically corrected his grammar for the millionth time, he looked at her, sighed, and said, "Honey, I'm 70 years old. Let it go." My father had absolutely no interest in changing. He didn't perceive a problem. So no matter how much, how hard, or how diligently she coached, he wasn't going to change. 2. He is pursuing the wrong strategy for the organization. If this guy is already going in the wrong direction, all you're going to do with your coaching is help him get there faster. 3. They're in the wrong job. Sometimes people feel that they're in the wrong job with the wrong company. They may believe they're meant to be doing something else or that their skills are being misused. Here's a good way to determine if you're working with one of these people. Ask them, "If we shut down the company today, would you be relieved, surprised, or sad?" If you hear 'relieved,' you've got yourself a live one. Send them packing. You can't change the behavior of unhappy people so that they become happy: You can only fix behavior that's making people around them unhappy. 4. They think everyone else is the problem. A long time ago I had a client who, after a few high-profile employee departures, was concerned about employee morale. He had a fun, successful company and people liked the work, but feedback said that the boss played favorites in the way he compensated people. When I reported this feedback to my client, he completely surprised me. He said he agreed with the charge and thought he was right to do so. First off, I'm not a compensation strategist and so I wasn't equipped to deal with this problem, but then he surprised me again. He hadn't called me to help him change; he wanted me to fix his employees. It's times like these that I find the nearest exit. It's hard to help people who don't think they have a problem. It's impossible to fix people who think someone else is the problem. My suggestion in cases like these? Save time, skip the heroic measures, and move on. These are arguments you can never win! Life is good. Marshall. Thank you for reading The Marshall Goldsmith Newsletter. Subscribe now © 2021 Marshall Goldsmith Unsubscribe P.O. Box 9710, Rancho Santa Fe, CA 92067

Fwd: The Censors Finally Came for Me

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From: Gilder's Daily Prophecy <gildersdailyprophecy@email.threefounderspublishing.com>
Date: Tue, Jun 22, 2021 at 11:46 AM
Subject: The Censors Finally Came for Me
To: <stevescott@techacq.com>

The silencing technique... June 22, 2021 UNSUBSCRIBE | ARCHIVES External Advertisement Why Crypto Is About to Have a "Netscape Moment" … When internet company Netscape went public in 1995… The Internet era went into overdrive. Right now, Teeka Tiwari believes cryptocurrencies are on the cusp of their own "Netscape Moment." It's all thanks to a new type of crypto Teeka calls "Tech Royalties." Click here to discover how you can take advantage [Warning] Do you enjoy receiving Gilder's Daily Prophecy? Please Click Here Now so we know to continue sending you Gilder's Daily Prophecy for free! The Censors Finally Came for Me Dear Daily Prophecy Reader, Well, it finally happened to me: YouTube removed a small speech of mine on grounds that I was spreading medical misinformation. I wasn't. I cannot fathom this: my talk was only about the follies of Coronavirus lockdowns. Zap, it was made to disappear, and in ways that I could not have anticipated. For me, this is a first. And there are aspects of the case that shock even me. Earlier this month, I wrote about how the companies we once trusted have become our new censors. Sometimes it is hard to discern the extent to which that is true, simply because it is impossible to know what we do not know. I had already noticed that Facebook was deleting posts of mine. Getting a simple video removed from YouTube is on another level. If a piece of content is removed from the internet, we can not know for sure why because it is no longer there to check; further, we might not even know it is gone until someone goes to look for it. You can still find the mention on Google but if you click to watch, you see the same sign that appears now on millions of video links to that site. It looks like it was copied from a dystopian novel. It's the modern Memory Hole. You can see what I'm talking about below. What 5G wireless carriers are not telling you... I'm a Misinformer! Specifically, the site explained that: "YouTube does not allow content that spreads medical misinformation that contradicts local health authorities' or the World Health Organization (WHO) medical information about COVID-19." The World Health Organization has produced its final report on Covid, and that report is public. It says as follows: "Every country should apply non-pharmaceutical measures systematically and rigorously at the scale the epidemiological situation requires, with an explicit evidence-based strategy agreed at the highest level of government…" That means the following. If you post something on YouTube that takes issue with rigorous lockdowns, you are contradicting the WHO. Thus, you are spreading "medical misinformation" and can be deleted. True story. Billionaire Leaves Crowd In Shock An audience of a few hundred (including myself) quietly gathered in Washington D.C. a few months back. That's when the world's richest man, Elon Musk, took the stage… and shocked the entire room. It all has to do with this image you see on your screen… showing a surprising new discovery he's made. Not only will this blow you away… it could also transform the American economy forever. Click here for Elon's shocking reveal (plus see what it means for you)… Clever Enough to Avoid Censors? When these takedowns began a few years ago, the tech giants hit obvious cases of crazy extremists that no one would really defend. I had a discussion with video pundit Dave Rubin. He told me that the banning of Milo Yiannopoulos and Alex Jones was a warning sign. People would not defend them due to their views, so their silencing becomes a precedent. It was designed to warm up the crowds for a broader use of the silencing technique. That was perhaps two years ago. I wondered if he was right. People also believe they will be clever enough to outsmart the censor – probably I believed that – but they presume that people know precisely what runs afoul of them, or that the rules are stable and evenly enforced. This is far from the case. Anyone can get censored; once it happens, it is too late to protest. In the meantime, I've seen countless bans of people who do not qualify as extremists. They simply have opinions that fall outside the mainstream. An example from two weeks ago is my friend and bestselling author Naomi Wolf. She has been a ferocious opponent of vaccine passports. After two incidents of throttling her account, she was removed completely. Now, here's where it gets interesting. There are always going to be Twitter mobs out there who will celebrate when someone is banned. Maybe they figure that if they scream enough support for the ban, the same will not happen to them. Or maybe they are just against any discussion of ideas with which they disagree. In these cases, they make all kinds of allegations: Naomi said this goofy thing, that hateful thing, that crazy thing. How can we verify precisely what it was that she said that got her taken from the platform? There are various options. Unless someone takes a screen shot just before the account is pulled, there is no record of precisely why it was pulled. It just goes away. It doesn't matter if the person has worked years to amass a huge following – and this is personal capital that we trusted these companies to keep in custody for us – it can be deleted instantly without consequence. Will this weird device be in your home soon? It's Not About Reach In my earlier piece, I wrote about how big tech signed up as front-line workers in the lockdown wars. In 2020, anything that contradicted the latest line from the CDC — and sometimes even if it did not — was vulnerable to a complete banishment from all big channels. This is why people are ever more turning to services like Rumble and Odysee. These companies, and there are many other competitors, are the future simply because they allow people to reach people with sincere thought – same as YouTube once did. My earlier missive on this topic said the following, which I thought to be true at the time: "If you only have a few followers, if you say nothing particularly interesting, you are going to be fine. Once you gain influence, and once you say things you are not supposed to say, look out." Let me revise that opinion. You are not "going to be fine." Here is the critical point of the video deleted above. It was a live showing of a book club in New Jersey, a small reading group meeting in a bar to discuss my book Liberty or Lockdown. That's all they were doing. They were students, various people concerned about policy trends. I gave a 10-minute talk, and then took some questions. I wasn't there for the entire event but what I heard was highly intelligent. No one was trashing vaccines. No one was pushing alternative therapeutics or giving any kind of medical advice. By the way, it's fine with me if they had but it's my understanding that YouTube frowns on that. That's not what this was about. It was just nice people talking about a book about policy responses, and that's all. If my previous theory of censorship was correct (and maybe it was why I wrote it), the video should have stayed up. Instead it was zapped, not because it was getting tens of thousands of views. Want to take a guess as to how many people had watched this before it was removed? The answer: 35. That's right, only 35 people saw it and YouTube flipped out and deleted it. So my previously generous idea that you have the right to speak, but not to have influence, seems not quite true anymore. I would never say that 35 people constitutes influence but perhaps YouTube has figured out the power of ideas. It doesn't take a tremendous amount of views to make a difference, since ideas once planted can spread in other ways. Today's Prophecy The reason why these tech giants got this way is that in the early days, they embraced the whole theme of internet economics: information wants to be free. It's no longer free like beer, and I understand that: there needs to be some business model to keep the lights on. What's troubling is that it is no longer free like speech. Let me revise that. There are whole sectors of the internet that do embrace free speech, it's just that it is the new generation of sites and technologies about which the mainstream media is not speaking. You only find out about these sites through rough experience of discovering that the companies you once trusted have turned against you. You look for alternatives and finally discover them. I think Gilder is right that the stars of the tech world from 10 years ago are fading. These companies are turning their backs on the very business model that made them big to begin with. It was YouTube's great insight that everyone with a small talent or idea would like to reach a bigger audience. Everyone can, in effect, be on TV. Of course every venue needs some curation but to delete a video with 35 views of a book club in New Jersey is next level. It eats away at the very foundation of what made these companies prosper, while creating new opportunities for the next generation of clever entrepreneurs and investors. Regards, Jeffrey Tucker 5G: Dead on Arrival (DOA)? The much awaited 5G is beset with problems. To make matters worse…the big cable companies do not have any solutions for some of them… and so 5G could be doomed even before it fully takes off. The good news is you don't need to throw out your expensive 5G phones. There is a breakthrough new technology that will work with 5G phones, 4G phones, and even outdated 3G phones. And it has advantages that 5G can never have. The best part is this new technology is backed by the richest man in the world. To know more about what could arguably be the future of smart phones and internet, Click Here. To end your Gilder's Daily Prophecy e-mail subscription and associated external offers sent from Gilder's Daily Prophecy, feel free to click here. If you are having trouble receiving your Gilder's Daily Prophecy subscription, you can ensure its arrival in your mailbox by whitelisting Gilder's Daily Prophecy. Gilder's Daily Prophecy is committed to protecting and respecting your privacy. Please read our Privacy Statement. For any further comments or concerns please email us at GildersDailyProphecy@threefounderspublishing.com. Nothing in this e-mail should be considered personalized financial advice. Although our employees may answer your general customer service questions, they are not licensed under securities laws to address your particular investment situation. No communication by our employees to you should be deemed as personalized financial advice. We expressly forbid our writers from having a financial interest in any security recommended to our readers. All of our employees and agents must wait 24 hours after online publication or 72 hours after the mailing of a printed-only publication prior to following an initial recommendation. Any investments recommended in this letter should be made only after consulting with your investment advisor and only after reviewing the prospectus or financial statements of the company. © 2021 Three Founders Publishing, LLC., 808 Saint Paul Street, Baltimore MD 21202. All Rights Reserved. Protected by copyright laws of the United States and international treaties. This newsletter may only be used pursuant to the subscription agreement and any reproduction, copying, or redistribution (electronic or otherwise, including on the world wide web), in whole or in part, is strictly prohibited without the express written permission of Three Founders Publishing, LLC. EMAIL REFERENCE ID: 401GDPED01

Fwd: Special Edition: It’s Our Why, Not the Where

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From: Gary Burnison, Korn Ferry <gary@kornferry.com>
Date: Sun, Jun 13, 2021 at 6:05 AM
Subject: Special Edition: It's Our Why, Not the Where
To: <stevescott@techacq.com>

Everyone is trying to figure out the workplace these days. And it's not about the where—it's all about the why. For employees, it's about community and opportunity—how they can be part of something bigger than themselves—and receive the coaching, mentoring, and sponsorship they need to advance. For organizations, it's about connection, commitment, and culture—how things get done. To be honest, my own thinking on this has evolved. Physical, virtual, hybrid—I used to have an old-school view. Earlier in my career, when I served a West Coast investment bank, I noticed that the CEO looked a bit disheveled by mid-afternoon. Then I discovered that the CEO routinely came in the office at four o'clock in the morning—and sometimes after his daily jog. He came in two-and-a-half hours before the stock market opened because that was the way he liked to operate—including monitoring the overseas markets. This mentality stayed with me. When I first joined Korn Ferry, I made it a habit to be in the office by six or six-th

Everyone is trying to figure out the workplace these days. And it's not about the where—it's all about the why. For employees, it's about community and opportunity—how they can be part of something bigger than themselves—and receive the coaching, mentoring, and sponsorship they need to advance. For organizations, it's about connection, commitment, and culture—how things get done. To be honest, my own thinking on this has evolved. Physical, virtual, hybrid—I used to have an old-school view. Earlier in my career, when I served a West Coast investment bank, I noticed that the CEO looked a bit disheveled by mid-afternoon. Then I discovered that the CEO routinely came in the office at four o'clock in the morning—and sometimes after his daily jog. He came in two-and-a-half hours before the stock market opened because that was the way he liked to operate—including monitoring the overseas markets. This mentality stayed with me. When I first joined Korn Ferry, I made it a habit to be in the office by six or six-thirty each morning. But today, my thinking has absolutely gone 180 degrees. It's possible to be all-in, all the time without being physically present. After all, it's not about activity; it's about accomplishment. Now, as we figure out what comes next, it's time to unearth and eliminate outdated thinking. As Bryan Ackermann, Managing Partner of our firm's Global Leadership and Professional Development Practice, observed this week, "If companies are overly focused on location, they're applying an old mentality to a new world." It's like when we were in junior high and high school, and the day started in homeroom, where everybody had to be at a desk so attendance could be taken. Ironically, though, it was a positive experience back then and for one important reason. Homeroom wasn't a class—it was a "horizontal community" of students who often were not in classes together the rest of the day. Today, we need to make sure we have that "horizontal homeroom"—so that community and opportunity are omnipresent and available to everyone no matter where or how they work. There is no one-size-fits-all solution that applies to every organization—or even within an organization. As we're all discovering, there are people who want (and need) to continue working remotely—in fact, recent surveys have indicated that some of them might even quit if their employers aren't flexible. Everywhere, the circuit breakers have been tripped. Now, it's the big reset—including where and how we work. Gregg Kvochak, our Senior Vice President of Finance, used to spend five hours a day commuting. Working remotely has given him back about 1,200 hours a year—that's the equivalent to almost a half-year of vacation. At the same time, there are people who view returning to the office as a long-awaited escape from isolation. I'm lonely…. I don't feel connected…. We've all heard these comments. I remember speaking with someone several months ago who told me through tears how "my life is all in one room—I feel boxed in." As we move forward, it's not either/or—today's workplace is all about and. For perspective, I've reached out across our firm. Sue Puncochar, director of administration in Minneapolis, is going back to the office. This arrangement not only works for her personal schedule, but also helps her ensure that office space is ready and available for colleagues. As Sue told me, "For those who get fed by having that particular tangible, in-person experience—or seeing people in the hallway—it's an important option." Another colleague, Jodi Fournier, who leads client service in North America, would rather keep working remotely, which allows her to avoid two hours of commuting each day and feel more balanced. "However, I do want the flexibility to work in-person and experience the sense of community," Jodi told me. The center of gravity is shifting, from a place of work to a location for collaboration. It's headspace and heart space. The why will always point to the where. Here are some thoughts: Words motivate, actions inspire. "Our people can work from anywhere"—that may be the message spoken. But if the tone, nonverbal cues, word choice, and actions convey a different meaning—for example, those who come in almost every day get recognized or advanced more than peers who work remotely—guess what people will pay attention to. "Leaders need to think about the many paradigms they have created about why, where, and how people work—especially beliefs around why people need to come to the office," Simon Holland, our firm's President of Consulting in EMEA, told me this week. "As with so many things—from flexible work arrangements to greater diversity and inclusion in the work environment—if old paradigms go unchecked, there is a greater risk of self-perpetuating outdated beliefs." In other words, we need to say what we mean—and mean what we say. And it starts with the leader. The importance of being SEEN. No matter why, how, or where they work, people need to be SEEN. That means: Self-awareness, starting with the leader; Empathy for others; Energizing people; and Never leaving anyone behind. We must see others equally—no matter where they are. Mentoring—here, there, and everywhere. Mentoring, coaching, and sponsorship—each uniquely opens the door to new opportunities. As an executive shared with me recently, "Coaches speak to you; mentors speak with you; and sponsors speak for you." In the past, people often found mentors, coaches, and sponsors among those they interacted with in person. But not anymore. "There has been a democratization of talent and leadership—connections can be made everywhere," Jean-Marc Laouchez, President of the Korn Ferry Institute, told me this week. "I am now mentoring people in our firm who I've never met in my life—a group of 10 or 12 in Europe and the Middle East. In our coaching and mentoring, we can go very deep—even though we are not together." This is the time not to ask why, but rather why not; to think not only in probability, but in possibility; to re-up on mentorship, coaching, and sponsorship—broadly and for everyone—here, there, and everywhere. Employees yearn for community and opportunities—employers thirst for commitment and connection. Culture is the bridge—a bridge we all must walk, while never forgetting that where we are is not who we are. Indeed, the why will lead us to the where.       Want to know more about leading in the new world? Check out our new book, Leadership U: Accelerating through the Crisis Curve, and read our latest edition of Briefings magazine.     Regards, Gary Burnison Korn Ferry CEO       This email was sent to you to market Korn Ferry services. Please click here to update your email preferences or unsubscribe from our announcements and promotional communications. You may continue to receive transactional emails such as registration confirmations, product updates, and responses to your direct requests.   Korn Ferry | 1900 Avenue of the Stars, Suite 2600 | Los Angeles, CA 90067 U.S.A. © 2021 Korn Ferry.