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Jeffrey Deckman On How We Need To Adjust To The Future Of Work

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…A relaxing of requirements for 4 year degrees in careers that do not demand them. EXAMPLES. Because of the increased demand for human capital and a decreased pool of available and interested workers companies will not be able to afford to pass over quality applicants who do not have non-essential 4 year degrees.


When it comes to designing the future of work, one size fits none. Discovering success isn’t about a hybrid model or offering remote work options. Individuals and organizations are looking for more freedom. The freedom to choose the work model that makes the most sense. The freedom to choose their own values. And the freedom to pursue what matters most. We reached out to successful leaders and thought leaders across all industries to glean their insights and predictions about how to create a future that works.

As a part of our interview series called “How Employers and Employees are Reworking Work Together,” we had the pleasure to interview Jeffrey S. Deckman.

Jeffrey Deckman is a national and international award-winning author and innovator in the emergent area of Conscious Leadership. He has been a serial entrepreneur for over 40 years. Currently he is a Conscious Leadership strategist, consultant and speaker devoted to promoting Conscious Leadership in Action mindsets, models, and methods.


Thank you for making time to visit with us about the topic of our time. Our readers would like to get to know you a bit better. Can you please tell us about one or two life experiences that most shaped who you are today.

One of the two life experiences that shaped my life the most is that I and my 4 siblings were raised by good hearted, honest, hard-working parents who instilled in us all the importance of a good work ethic and good character.

The other was my experience with stage 4 cancer in 2016. Both were phenomenal teachers.

Let’s zoom out. What do you predict will be the same about work, the workforce and the workplace 10–15 years from now? What do you predict will be different?

What will be the same is that the people in the workforce will still want to do work that is meaningful and interesting to them. They will want to be treated with respect and to be engaged. They will also work hard, and well, for leaders who create that environment for them.

What will be different is that the industrial age top/down, command and control leadership methods of the last century will be replaced by a leadership paradigm that is about uncovering, developing and maximizing the capabilities of individuals, and that inspires them to work in powerful teams.

What advice would you offer to employers who want to future-proof their organizations?

Maximize your ability to maximize the collective genius and energies of the human capital of your organizations. Focus on building strong cultures that bond the people in your organization and encourages them to be loyal to one another and to the organization. Be transparent and approachable. Break down the false “class” barriers between those in the front office and those on the front lines. Then proactively engage them if you want them to become more engaged with you and their work.

Also, it is imperative as leaders we increase our ability to forecast changing conditions. Then we must build a leadership team and workforce that is agile and have the ability to anticipate and adapt to the disruption and exponential change that is now the norm.

The future will be won by leaders and organizations that are designed to thrive in the new age of disruption and rapid change.

What do you predict will be the biggest gaps between what employers are willing to offer and what employees expect as we move forward? And what strategies would you offer about how to reconcile those gaps?

I think the biggest gap between what employers are willing to offer and what employees expect will be empowerment and inclusion in decision making that directly affects them.

The best strategy I have found is to affect this change is pretty simple. Talk to your people more. Include them in early-stage discussions on policies and procedures that will affect them. Involve them in problem solving and innovation discussions. This not only allows you to benefit from their collective genius and energies but it also gives you the opportunity to see how smart and creative they are; which may surprise you.

The people in your organization represent a highly intelligent, living, breathing and thinking library. Collectively they know how to do everything in the organization. They know where the problems are. They know why many of the problems exist. And they either know how to fix them or they at least can contribute greatly to the conversation on how to resolve them most effectively.

When you include and empower the people in your organization you get much more work done, more effectively and profitably. You also get all of that while working and stressing less on your end.

We simultaneously joined a global experiment together last year called “Working From Home.” How will this experience influence the future of work?

It will force leadership to learn, understand and embrace new leadership mindsets, models and methods that empower and trust the workforce. It will also demand more cooperation and a better balance of power between management and labor. Both sides must respect one another more and work together more closely.

Leadership will have to loosen the reigns and the workforce will have to become more accountable. The organizations that excel at this will excel in the new age of business.

We’ve all read the headlines about how the pandemic reshaped the workforce. What societal changes do you foresee as necessary to support a future of work that works for everyone?

I think politicians, bureaucrats and government, as a whole, have to remove their boots from the necks of small businesses. Their response to the pandemic has been nothing short of draconian and is certainly unprecedented. While some of the changes made sense in the beginning it is now time to allow business people to get to work of rebuilding the economy that the pandemic crippled.

I think there should be tax breaks for small business profits and reinvestment tax credits that reward increasing salaries of those in the workforce instead of giving overly gracious unemployment benefits that incentivize people to not work.

What is your greatest source of optimism about the future of work?

People. I have tremendous respect for the inherent genius and creativity of the individual when in an environment that supports their development and doesn’t oppress them.

Our collective mental health and wellbeing are now considered collateral as we consider the future of work. What innovative strategies do you see employers offering to help improve and optimize their employee’s mental health and wellbeing?

Many companies are doing really well embracing worker friendly initiatives such as flex time; working from home; becoming more sensitive to parenting needs and the like. However, in addition to these they must not lose sight of a large factor that impacts employee health and well-being: workplace environments.

Companies that deploy strategies that focus upon creating cultures and workplaces that minimize stress and unnecessary frustrations, while acknowledging effort and successes are contribution greatly to the overall health and well-being of their workforce.

It seems like there’s a new headline every day. ‘The Great Resignation’. ‘The Great Reconfiguration’. And now the ‘Great Reevaluation’. What are the most important messages leaders need to hear from these headlines? How do company cultures need to evolve?

As leaders we need to accept the fact that we currently have the 4 or 5 most independent minded, mobile and self-empowered generations in history in the work force. All of them want input on what is happening to them. And none of them are interested in showing up to work and being treated poorly or disrespected.

Traditional leadership mindsets, models and methods and organizational designs are too antiquated to deal with the level of consciousness of the modern worker. The headlines we are seeing are a result of the clash between the new consciousness and the old model.

The way company cultures must evolve is that they must begin encouraging people at all levels of the organization to become more collaborative, more communicative and more supportive of one another. Cultures that overly stress industrial age models of linearity, hierarchies and silos must be replaced by one that promote empowered and independent networks that are woven together by a shared purpose as opposed to authorities.

Let’s get more specific. What are your “Top 5 Trends To Track In the Future of Work?” (Please share a story or example for each.)

  1. TREND 1: Valuing human capital over financial capital as the organization’s most important resource. EXAMPLE: We are currently in a knowledge economy where an individual’s mindpower drives more profits than their labor. This means the age of valuing money over people is over. That is if you want to survive. Money doesn’t make money in an organization any more than money loses money. People do both. That is especially true in a knowledge economy.
  2. TREND 2. A shift away from industrial age leadership paradigms and a move towards more Conscious Leadership mindsets, models and methods EXAMPLE: Part of the reason for the great resignation trend is because people are simply tired of being treated as “less than” by organizations big and small. So, they are “voting with their feet” by refusing to work for organizations that don’t fulfill them or are not run well. The only way to reverse that trend is to drastically and quickly change how they are treated. And that starts with embracing leadership paradigms that are a higher level than the current command and control model that is so prevalent in many organizations.
  3. TREND 3. An increase in wages. EXAMPLE. Many factors are coming together to create a perfect storm that is forcing employers to increase wages. A labor shortage coupled with a more demanding workforce, (often unrealistically so) combined with many companies needing to increase workforce to meet increasing production demands is creating a situation where companies have to compete more for a dwindling resource. That resource is human capital. So the law of supply and demand will drive up the cost of human capital.
  4. TREND 4. A decrease in entry level and low level, non-trade jobs. EXAMPLE: Because the cost of per capita human capital is on the rise companies are going to look for ways to decrease costs and lessen their need for human capital. This means they will increasingly look for ways to reduce their dependency on people to do work that technology can perform. This is already happening in the fast-food industry, in grocery check-out lines, in banking and in call centers in every industry; to name just a few instances.
  5. TREND 5. A relaxing of requirements for 4 year degrees in careers that do not demand them. EXAMPLES. Because of the increased demand for human capital and a decreased pool of available and interested workers companies will not be able to afford to pass over quality applicants who do not have non-essential 4 year degrees. Adding to this trend is the fact that college enrollments are dropping nationwide and only 33% of those enrolled graduate with a 4 year degree and we see another perfect storm of demand exceeding supply. And because of the nature of the dynamics impacting this trend the impact is sure to be long term.

I keep quotes on my desk and on scraps of paper to stay inspired. What’s your favorite “Life Lesson Quote”? And how has this quote shaped your perspective?

For the past 15 years my favorite quote has been from Eric Hoffer who stated: “In times of great change learners inherit the earth while the learned find themselves beautifully equipped to deal with a world that no longer exists.”

This quote is a warning to not get stuck in the egoistic mindset that wants the world to shape to our comforts. It also reminds us that tremendous opportunities await the flexible and agile thinkers who accept reality and invent new ways to thrive and prosper.

We are very blessed that some of the biggest names in Business, VC funding, Sports, and Entertainment read this column. Is there a person in the world, or in the US, with whom you would love to have a private breakfast or lunch, and why? He, she, or they might just see this if we tag them.

Sebastian Junger. I think he is one of the most courageous and powerfully vulnerable people on the planet.

Our readers often like to continue the conversation with our featured interviewees. How can they best connect with you and stay current on what you’re discovering?

My website is www.jeffreydeckman.com. I have many blogs and podcasts that speak to my body of work around Conscious Leadership in Action. I also have a YouTube channel that has a many short, but thought provoking videos.Just search for Jeffrey Deckman on YouTube and LinkedIn.

Thank you for sharing your insights and predictions. We appreciate the gift of your time and wish you continued success and good health.

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Adjusting Your Creative Output With Dylan Sesco

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Adjusting Your Creative Output With Dylan Sesco

Some people manifest their dreams, but very seldom does it pan out the way they wanted or imagined.

Dylan Sesco wanted to work on music. It started with wanting to lipsync Snoop Dogg for a school talent show, then writing his own lyrics in 6th grade.

“Oh it was bad. Really bad.”

Eventually with the accessibility of computers and programs, Dylan started making his own hip-hop beats. No longer did you need 10,000 dollars worth of studio equipment, you just needed a simple laptop. After that, a camera to start making music videos.

That led to working on projects with friends, which led to a crew of artists, which led to forming his own small label called Vertlife Entertainment with friend and fellow artist Flax.

Dylan Sesco was driven by production and crafting a brand, but still had the itch to make his own music as well. Jumping from executive producing to video production to rapper in the same session, he created an eclectic style of hip-hop based music with a stable of talent including Seaz, Ave, ItsRucka, Epacenter, Neto V and more.

Dylan Sesco

You may not know those names. Infact, you probably don’t. The label didn’t amount to much.

“It still hurts sometimes. We never made it big, but I cherish those times and the art we created.”

After struggling for years, Dylan Sesco would be in his rented studio alone until the sun came up working on music that mostly never saw the light of day. He released multiple solo projects featuring all his friends, hoping it would motivate them to work as hard as he was.

It just didn’t happen. Everyone had their own lives, and this was viewed as a hobby. But not to Dylan Sesco.

The frustration led to a creative pivot. Dylan was already well versed in video production. He was the in-house video producer as well as head of the label, producer and rapper. From various music video freelance work to small documentary work, this was another passion that he had almost ignored.

In 2016, he went all in and started a new Youtube channel: The Somethin’ Or Other Tour.

Dylan Sesco (and his brother Cole) started exploring history, going to football games, and visiting pop-up museums.

“I just wanted to do something positive and motivate people to see the world. We lost a lot of peers to violence, drugs and prison. I wanted people that otherwise wouldn’t get a chance to discover the cool things the world has to offer.”

The idea that started as a hip-hop travel show has blossomed into a small time show with big time aspirations. An adventure, travel, experience show that touches on any topic you can think of.

Dylan says it has been the most rewarding creative outlet of his life. He thought his dream was music, but letting go of the stubbornness let him find his true passion. Things don’t always go as planned.

The Somethin’ Or Other Tour, or SOOT.tv, has been featured on the nightly news, ESPN, and even in a french high school textbook.

The viewership is not huge, it’s not a famous channel, but the content has depth that has touched people.

“I get so many kind words. Teachers that show my videos to their kids, people that haven’t been able to travel themselves, things like that. It feels good to be able to provide something, as little as it may be.”

“Letting go of my other dream was difficult, but necessary. It worked out. I am so much happier now.”

Dylan Sesco

Let this be a lesson that sometimes our dreams aren’t set in stone, and there may be a separate, or adjacent goal that will fulfill you just the same, or even more.

You can learn more about Dylan Sesco and The Somethin’ Or Other Tour on Youtube at http://soot.tv.

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Epic Copycat: MEMS Company Found Guilty of Infringement amidst Global Conference

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Epic Copycat: MEMS Company Found Guilty of Infringement amidst Global Conference

The much-admired International Workshop on Acoustic Wave Devices for Future Communication recently took place after the pandemic. Needless to say, it went successfully and attracted many acclaimed industry experts and academic professionals. ‘Awareness about IP protection’ was one of the hot topics that were discussed at the conference.

However, things took an interesting turn when an announcement of a product originated from EPIC MEMES came under debate.

The proven copycat, EPIC MEMS, announced its self-reliance in research and development after the conference concluded. The company president proclaimed that the company has successfully developed the ‘FBAR technology.’ However, he forgot to mention the original developer Broadcom Inc., from whom they’d stolen the technology.

Dr. Rich Ruby, director of technology (FBAR & orthogonal markets) at Broadcom, made the case for his company. He shed light on how his company has acquired and developed the technology and presented solid evidence of the FBAR infringement.“I wish that I or Broadcom employees had thought of substituting Sc for Al atoms in the unit cell (and patented it),” explained Dr. Ruby. He then described how the process of patents works in the industry.  “You get protection from others simply copying (or stealing) your IP and avoiding any innovation or research cost,” he clarified his stance.

Dr. Rich Ruby is a renowned name in the industry and has won several accolades for his contributions. He is well-known for his participation in the packaging of FBAR filters and duplexers as well as his development efforts for acoustic properties and manufacturability. He rose to fame in 2001–2003 when he universalized the first FBAR duplexers HPMD7901 and the 7904 back in 2001–2003.

For his work on FBAR technology, he has received the CB Sawyer Award, the Bill Hewlett Award, and the Barney Oliver Prize. He’s also the recipient of the IAP Prize for “Industrial Applications of Physics.” Over the years, he has given numerous invited papers and has registered around 80 patents.

Dr. Ruby was an Agilent Fellow in 2002 and later took over the directorial role at Broadcom. He expounded how the copycat, EPIC MEMES stole the FBAR technology developed by American Semiconductor manufacturing company Broadcom and did the copyright infringement.

According to Dr. Rich Ruby, “Broadcom FBAR IP was stolen around 2008/9. This stolen IP now has found its way into many Handset manufacturers, and we are aware of this.” To support his claim, he exhibited a photo example of the copycat FBAR 41 filter and said, “[It] looks almost identical to our product and uses many of the inventions we developed and patented.”

(Photo: Dr. Rich Ruby’s Panel at the 2022 International Workshop on Acoustic Wave Devices for Future Communication)

The photo proved to industry experts that Broadcom has developed the technology. The comparison made by DR. Ruby clearly indicated that the copycat company, EPIC MEMES has infringed the FBAR technology. From the cap-opened EPIC MEMS EP7041 filter chip, anyone can conclude that EPIC MEMES is using the technology from Broadcom.

Multiple research labs have unveiled this IP infringement with solid evidence after the conference. Dr. Ruby cautioned that brands who are using filter chips with infringed IPs may have to face the consequences. According to him, their reputation will be stained and the consequences may lead to market withdrawals. Brands may have to withdraw devices like pad computers and smartphones from markets which have infringed Broadcom patent chips.

(Photo: Comparison between Broadcom FBAR and EPIC MEMS FBAR)

The notion of a lawsuit against such companies is an interesting development. It has been observed that Samsung has obtained the problematic filter chips and they’ve been delivered to the market.

But the most surprising thing is perhaps the announcement made by the copycat EPIC MEMES. In response to Dr. Ruby’s panel, the company has rejected the claim. The Epic MEMES statement “we took (the) initiative designed and developed the technology” appears to be carefree and unworried. It is as if the copycat is challenging, “catch me if you can.”

Disclaimer: Contents and opinions in this article are not Founder Courier’s. We only provide a voice to sources in our community.

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What is Positive Psychology?

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For clinical psychologists, education and training have been centered on treating mental disorders to help people achieve symptom relief and return to “normal functioning. This is valuable and necessary work. It starts to feel overly focused on negative aspects of a client’s life. Would it be great to flourish rather than feel normal? What’s normal anyway?

A new field, referred to as positive psychology, was developed in response to the need for a broader focus. So, what is it exactly?

Positive psychology is a subfield of psychology that studies and promotes the positive aspects of human life, such as the strengths and virtues that enable individuals and communities to thrive. More specifically, it focuses on what makes life meaningful and worth living, particularly on topics like happiness, well-being, life satisfaction, gratitude, optimism, character strengths, flourishing, and human potential.

The field of positive psychology was founded in 1998 by American psychologist Martin Seligman (now known as the “father of positive psychology”) during his term as president of the American Psychological Association. At the time, Seligman was frustrated with psychology’s primary emphasis on understanding and treating the negative aspects of the human experience, such as mental illness, suffering, dysfunctional behavior, trauma, and pain. For this reason, he decided to make positive psychology the theme of his presidential term.

Other psychologists have emerged as leaders of the movement with their unique contributions, including Mihaly Csikszentmihalyi, Christopher Peterson, and Barbara Fredrickson. From these co-initiators, we now have compelling research on concepts such as flow, character strengths, the broaden-and-build theory of positive emotions, and many more. We are thrilled to be able to share them with you so that you can thrive, too.

Advantages of Positive Psychology 

Many studies encourage the workings of psychology. These include but aren’t restricted to: 

  • The ability of a cheerful disposition to cultivate the expertise of a happier mood. This isn’t only to say that putting on a happy face will lead to feelings of enjoyment. Instead, they will start to exploit a deeper relationship together. 
  • Easy and tiny actions can have the most significant effect on mood. By way of instance, if somebody generates a custom of keeping track of all the things they’re thankful for, they can subsequently experience more minutes of happiness and pleasure since they’re “priming” their heads to be receptive to these encounters. 
  • We’re resilient. Positive psychology contributes to the story as individuals are invited to concentrate on their strengths. Limited time is spent ruminating on our shortcomings or failures. By coming to us in this manner, we realize that we’re far more powerful than we give our credit for. This self-love creates a cycle of positive thinking in which people become better equipped to deal with compassion, kindness, and understanding. 

Positive psychology is popular and attempts to bring out the best within a person or group. For example, someone could pursue an extraordinary life, participate in life, have a purposeful life, or attain life using positive psychology. Positive psychology impacts supporting mental illness, being joyful, attracting well-being, and decreasing anxiety, depression, and anxiety during positive ideas. Positive psychology is the study of this “great Life”, or even the positive facets of the human experience which make life worth living. As an artwork, it targets both individual and social well-being.

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