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Kids won’t out earn their parents and history has been saying that for years

(EDITORIAL) The sky isn’t falling but recent history has showed this trend happening over the last several years.

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The art and science of history

History is an art as much as it is a science, a mixture of myth and legend and the truth, and then distilling them together to produce the mostly accurate version of what really happened—depending on who’s telling the story. Take, for example, the concept of Manifest Destiny in the United States. Based on the notion that an Almighty God desired that the new nation extend from its moorings near the Atlantic Ocean to fill the remainder of the North American continent, the need for expansion wasn’t driven so much for the need for more elbow room per se, but the idea that the riches and bounty of the American continent truly—and exclusively– belonged to the United States, and that the richness of those national resources would always be in abundant supply.

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The thought that they might not be, that they could be depleted by overuse, or a willful or ignorant lack of conservation efforts, simply never occurred to those early westward explorers.

Mysticism misconceptions

The term for this type of myopia is the “myth of superabundance.” First coined by United States Secretary of the Interior Stuart Udall in his 1964 book, The Quiet Crisis, the theory describes a state of disbelief that the planet would not have enough resources for those consuming them. The expectation was that the world’s resources, both plant and animal, did not have to be husbanded and preserved; that we, as humans, were simply able to do as we chose and that nature would always be available and able to meet any need or desire we had.

Belief in myths such as these can be dangerous, whether that belief is intentional or just a lack of understanding the realities of the world around them. They give us a false sense of security in a world that never really existed, and, when that nonexistent world collapses, we may not be adequately be prepared for the first day of the rest of our lives.

That belief in the myth of superabundance has echoes in the fiscal, as well as the natural, world.

For many, it was an accepted fact that the pathway to success was rote and proven: go to school, get good grades; get good grades, go to a good college; go to a good college, get a successful career; get a successful career, earn more than your parents did, even adjusting for inflation between your earning peak and theirs. And for many, no harm befell them by believing in that myth—that formula worked for them.

They followed those exact steps, and success was theirs for the taking.

According to an NPR report, that formula for success have been more outlier than indicator, however. Reporting on the Equality of Opportunity Project’s latest findings, it appears the chance of children out earning their parents—especially those in middle class families– is now no better than a 50/50 coin flip. While this stands in stark contrast to what the economic forecast looked like for children born in the post-World War II, when the chance of doing so was over 90 percent, the researchers found that it was especially problematic for children, born in recent years, living in the Rust-Belt states of the United States Midwest.

Their research indicated two general points of hope

Moving from a harsher economic climate to a more promising one proved to allow for a possibility of an increase in earning power, with moving earlier in childhood being more effective than moving later in life. The researchers identified common characteristics of effective climates for economic recovery in their news release, identifying cities with “lower levels of residential segregation, a larger middle class, stronger families, greater social capital, and higher quality public schools,” as key indicators for success.

Raj Chetty, a Stanford economist who served as the spokesman for the group, noted that “[t]he finding of this study implies that if we want to revive the American dream of increasing living standards across generations, then we’ll need policies that foster more broadly shared growth.”

There are implications, and then there are implications.

Just as correlation doesn’t lead to automatic causation, it’s not wise to accept Chetty’s position on the first step in the revival of the American Dream without a need for a broader discussion. While a discussion on how to create more pathways for additional Americans to join and stay in a middle class earnings bracket– with stability– is vital to our nation’s future, there are some assumptions that must first be challenged as a part of that conversation.

As we look back to the myth of superabundance, one thing is clear; nothing lasts forever.

Whether it be the natural resources around us, or the fiscal climate of the nation, things change, and we must be prepared to change with them, realizing that there are periods of boom and bust, of drought and plenty that enhance or encumber even our best efforts. Plainly said, we shouldn’t expect things to continue on an upward trend just because we wish it, and certainly not because we’re special.

As the world changes, we must be prepared to adapt to the new normal, or suffer the consequences.The boom period of percentage of children earning more than their parents would have been in the early 1960’s, cresting the second wave of post-World War II consumer purchasing power. Jobs, especially those in the manufacturing sectors for both large and small consumer goods, were local, accessible with a high school diploma or good technical training, and paid comparatively well to norms allowing for access to the middle class.

That’s just not how it is anymore, and we know it.

The nature of America’s workforce has shifted, and the old patterns of attainment are no longer a guarantee of success. We must not immediately look to a recreation of policies, but to ourselves. We have to identify new skill sets that the market finds to be remunerative as well as we find to be personally rewarding. As the world moves towards globalization and automation, no career field is inured from innovation. Such innovation is often disruptive, and messy, and dealing with its aftermath isn’t always pleasant.

But it still remains to be dealt with.So we have to understand that we’re a work in progress as professionals. The world around us moves, and we have to join it, finding the niche that appeals to us and that is compensated at a price point that we can live with. If we stop the work of re-calibration or reinvention, we can’t be surprised nor upset when the world doesn’t agree with our professional place in it. We can’t afford to stay stagnant, nor for those who are looking for talent, can we afford to stay silent.

Your local schools, public, charter, and private, are likely doing a fantastic job of their work in the face of conditions that make that harder than it ought to be.

However, for many, the only voices that they hear from are the parents of the children who attend the schools.

A vital audience to be sure, a necessary one, but by no means the only one that is crucial. Feel free to reach out to your local district’s superintendent of schools and board of trustees, and let them know the skill sets that would help students who are applicants to your business stand out from the competition, and thrive once they get there. They’ll care, but then also be open to actively supporting them as they work collaboratively with you in the business community to provide students with pathways to the skills that they need.

It’s daunting.

Things are never secure, and we’re now in an environment that seems rife with uncertainty more than ever before. We now live in a world in which we’ve gone from a large employer such as IBM offering their employees a job for a lifetime to them offering lifetime employability. The change in mindset is subtle, but it’s there: they can no longer afford to say that you will have a job with them, but they can say that they will give you the skill set to always be able to find a job, somewhere, doing something.
And that’s the most realistic promise that they can make.

#StudyHistory

Roger is a Staff Writer at The American Genius and holds two Master's degrees, one in Education Leadership and another in Leadership Studies. In his spare time away from researching leadership retention and communication styles, he loves to watch baseball, especially the Red Sox!

Opinion Editorials

3 things to do if you *really* want to be an ally to women in tech

(EDITORIAL) Diversity is known to strengthen the overall performance of a company and its teams, and there are a number of ways you can be an ally to the talented women already on your workforce.

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More and more women are leaving their positions with tech companies, citing lack of opportunity for advancement, wage gaps and even hostile working conditions as some of the reasons why.

What’s better for the tech industry and its employees than cultivating inclusive and diverse departments? Diversity is known to strengthen the overall performance of a company and its teams, and there are a number of ways you can be an ally to the talented women already on your workforce. To name a few:

1. Be open to listening to different perspectives.

It can be awkward to hear so many reports of workplace politics stacking against women, especially if you’re not a woman!

Instead of getting uncomfortable or defensive – ask open ended questions and be interested in a perspective that isn’t yours and may be unfamiliar.

Don’t seek to rationalize or explain the experiences you’re hearing about, as that can come off as condescending. It’s common for women to be interrupted or spoken over in team gatherings. If you notice this happening, bring the conversation back to where the interruption began. Offering your ear and counting yourself as responsible for making space will improve the overall quality of communication in your company.

Listening to and validating what women have to say about the quality of their employment with a company is an important step in the right direction.

Expressing something as simple as “I was interested in what you had to say – could you elaborate on your thought?” can help.

2. Develop an Employee Resource Group (ERG) program.

An ERG is a volunteer-based, employee-led group that acts as a resource for a particular group of employees. An ERG can help to foster inclusiveness through discussion, team-building activities and events. It’s common for a department to have only one or two women on the roster.

This can mean that the day to day feels disconnected from concerns commonly shared by women. disjointed it might feel to be on a high performing team, without access to relatable conversations.

3. Be responsible for your company’s culture.

Chances are, your company already has some amazing cultural values in place. That said, how often are you checking your own performance and your co-workers performances against those high standards? Strong company culture and values sound great, but whether or not they’re adhered to can make or break the mood of a work environment.

Many women say they’ve experienced extremely damaging and toxic cultural environments, which lead to hostility, frustration, and even harassment. Take action when you see the new woman uncomfortable with being hit on at team drinks.

Call out those who make unfriendly and uncouth comments about how women perform, look, or behave.

Setting a personal threshold for these kinds of microaggressions can help you lead by example, and will help build a trustworthy allyship.

(This article was first published here in November, 2016.)

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Opinion Editorials

Serial procrastinator? Your issue isn’t time management

(EDITORIAL) Need a hack for your time management? Try focusing on your energy management.

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Your author has a confession to make; as a “type B” personality who has always struggled with procrastination, I am endlessly fascinated by the topic of productivity and “hacking your time.”

I’ve tried most of the tricks you’ve read about, with varying degrees of success.

Recently, publishers like BBC have begun to approach productivity from a different perspective; rather than packing days full of to-do items as a way to maximize time, the key is to maximize your mental energy through a different brand of time management.

So, why doesn’t time management work?

For starters, not all work time is quality time by nature. According to a study published at ScienceDirect, your average worker is interrupted 87 times a day on the job. For an 8-hour day, that’s almost 11 times per hour. No wonder it’s so hard to stay focused!

Second, time management implies a need to fill time in order to maximize it.

It’s the difference between “being busy” and “being productive.”

It also doesn’t impress your boss; a Boston University study concluded that “managers could not tell the difference between employees who actually worked 80 hours a week and those who just pretended to.” By contrast, managing your energy lets you maximize your time based on how it fits with your mental state.

Now, how do you manage your energy?

First, understand and protect the time that should actually go into deep, focused work. Studies continually show that just a few hours of focused worked yield the greatest results; try to put in longer hours behind that, and you’ll see diminishing returns. There’s a couple ways you can accomplish this.

You can block off time in your day dedicated to focused work, and guard the time as if it were a meeting. You could also physically retreat to a private space in order to work on a task.

Building in flexibility is another key to managing your energy. The BBC article references a 1980s study that divided students into two groups; one group planned out monthly goals, while the other group planned out daily goals and activities. The study found the monthly planners accomplished more of their goals, because the students focusing on detailed daily plans often found them foiled by the unexpected.

Moral of the story?

Don’t lock in your schedule too tightly; leave space for the unexpected.

Finally, you should consider making time for rest, a fact reiterated often by the BBC article. You’ve probably heard the advice before that taking 17 minute breaks for every 52 minutes worked is important, and studies continue to show that it is. However, rest also includes taking the time to turn your brain off of work mode entirely.

The BBC article quotes associated professor of psychiatry Srini Pillay as saying that, “[people] need to use both the focus ad unfocus circuits in the brain,” in order to be fully productive. High achievers like Serena Williams, Warren Buffet and Bill Gates build this into their mentality and their practice.

Embracing rest and unfocused thinking may be key to “embracing the slumps,” as the BBC article puts it.

In conclusion, by leaving some flexibility in your schedule and listening to your body and mind, you can better tailor your day to your mental state and match your brainpower to the appropriate task. As someone who is tempted to keep a busy to-do list myself, I am excited to reevaluate and improve my own approach. Maybe you should revisit your own systems as well.

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Opinion Editorials

How the Bullet Journal method has been hijacked and twisted

(EDITORIAL) I’m a big fan of the Bullet Journal method, but sticker-loving tweens have hijacked the movement. Worry not, I’m still using black and white bullet points with work tasks (not “pet cat,” or “smile more”).

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It’s taken me some time to come around to the Bullet Journal method, because it took me some time to fully understand it (I have a tendency to overthink simplicity). Now that I understand the use, I find it very beneficial for my life and my appreciation for pen-to-paper.

In short, it’s a quick and simple system for organization tasks and staying focused with everything you have going on. All you need to employ this method is a journal with graph or dotted paper, and a pen. Easy.

However, there seems to be this odd truth that: we find ways to simplify complicated things, and we find ways to complicate simple things. The latter is exactly what’s happened with the Bullet Journal method, thanks to creative people who show the rest of us up.

To understand what I’m talking about, open up Instagram (or Pinterest, or even Google) and just search “bullet journal.” You’ll soon find post after post of frilly, sticker-filled, calligraphy-laden journal pages.

The simple method of writing down bullets of tasks has been hijacked to become a competitive art form.

Don’t get me wrong, I like looking at this stuff because I dig the creativity. But, do I have time to do that myself? No! For honesty’s sake, I’ve tried just for fun and it takes too much damn time.

With this is mind, this new-found method of Bullet Journaling as an art is something that: a) defeats the purpose of accomplishing tasks quickly as you’re setting yourself back with the nifty art, and b) entrepreneurs, freelancers, executives, or anyone busy would not have time for.

Most of these people posting artistic Bullet Journal pages on Instagram are younger and have more time on their hands (and if you want to spend your time doing that, do you, man).

But, it goes against the simplistic method of Bullet Journaling. The intent of the method.

And, beneath the washi tape, stickers, and different colored pens, usually lies a list of: put away laundry, feed cat, post on Insta. So, this is being done more for the sake of art than for employing the method.

Again, I’m all for art and for people following their passions and creativities, but it stands to reason that this should be something separate from the concept of Bullet Journaling, as it has become a caricature of the original method.

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