Swear Responsibly

I read a great post recently by Angela Melling, an unashamed curser.

Not a cursor.

She owned the fact that she swears - in her own words - "A lot" (15 January 2017).

Angela hastened to add that she is menopausal, and getting very irritated with sanctimonious people tutting at her preference for salty language.

Yes, salt. To me, swearing is salt on our thoughts. It makes things tastier and more memorable, and I for one LOVE a good ___ing swear. And if you have never read Sir P'Terry (Pratchett), take a tour through "The Truth" (2000) for some ___ing guidance as to how to do it well, with humour and panache.

In her LinkedIn article, Angela argued that work should not be a 45+ year prison term, governed by warders whom you have to call 'sir', while they call you "by your first name to reinforce his superiority" (and yes, she did mean him: she noted that those in charge were "usually a Mr"). We should be enjoying our work long past compulsory retirement, not being constrained by tutters (15 January 2017).

Angela points out that "Swearing is a [safety] valve, it releases pressure". I agree with her, as do Baruch, Ollier-Malaterre, Prouska and Bunk (2017, in press), who say using "adverse emotional reactions as a coping response to regain emotional equanimity" is no bad thing. There is nothing like having a good vent, then, after letting off a load of outraged steam, we can get on with our day, and deal with tutters, nutters and 'but-'ers with a cool head.

She also suggests that someone letting off a few curse words should not upset us. She suggests that we instead save our ire for "the prevailing storms of misinformation (FAKE NOOS!), unbridled greed, stupefying self-interest and the tsunamis of hatred" currently polluting the interweb (15 January 2017). We can include 'alternative facts' in those more justified areas of condemnation.

Citing James Watt, author of the non-help book "Business for Punks", Angela says that “Unless you are occasionally petrified you are not pushing hard enough. You need to get yourself out of your comfort zones. Comfort zones only exist to perpetuate mediocrity and anonymity” (15 January 2017).

From what Angela writes, I think she feels that comfort zones can make us more prissy about language, and less uptight about the real issues: those of true diversity, quality and social justice. Something for us all to guard against.

However, there is an assumption that the more professional you are, the less likely you are to swear. Not so, found Baruch, Ollier-Malaterre, Prouska and Bunk (2017, in press). That, "Unlike the assumption that swearing would not occur in high profile occupations (Sliter et al., 2012), we found that it does", and at all levels.

Angela concluded her post with "Do swear responsibly and remember to be nice to one another". I like the idea of responsible swearing: whereby we should not swear AT others, but simply swear about issues. Things, not people. Oh, and not swear "in front of children, strangers or self-righteous killjoys".

Now, I wonder how we recognise a killjoy? Perhaps the tutting will give them away.

Let's be un-tutty out there.


Sam

References:

• Baruch, Y., Ollier-Malaterre, A., Prouska, R., & Bunk, J. (2017, in press). Swearing at Work: The Mixed Outcomes of Profanity. Journal of Managerial Psychology.
• Melling, Angela (15 January 2017). F*cking Around on LinkedIn (DO NOT READ if Easily Offended). Retrieved 31 January 2017 from https://www.linkedin.com/pulse/fcking-around-linkedin-do-read-easily-offended-angela-melling
• Pratchett, Terry (2000). The Truth. UK: Transworld Publishers.

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Reallocating Windows drive letters

Ed Bott, of TechRepublic, has come up with a timely and relevant post, yet again.

Ed reminds us that, although Windows automagically assigns a drive letter to any connected drive, we can change what drive letter is associated with our particular external plug ins.

While we can't use the C: drive, and it is usually considered foolish to use either the A: or B: drives (they have usually been allocated to "floppy drives and can confuse older software". Best avoid those ones, then).

Ed suggests however that we "might want to assign M to [...]our digital music files, [...] or X for your top-secret X-Files." Good ideas to help our full memories.

He explains how to set the drive letter:

• "Start by ensuring that the drive you want to work with isn't in use and that no files from that drive are open".
• "Next, open the Disk Management console (Diskmgmt.msc) and right-click the volume that has the drive letter you want to change".
• "Click Change Drive Letter And Paths and then click the Change button, where you can choose from a list of available drives".

So easy.


Sam

• Reference: Bott, Ed (1 February 2017). Windows tip of the week: How to change a drive letter. Retrieved 2 February 2017 from http://enews.techrepublic.com/hostedemail/email.htm?CID=41591294381&ch=8F8A95B34DEB472A730A759B9028928C&h=c9695ac18a6a115a9d40ab19d7f70759&ei=WolkDVlxN&schema=echo3

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How do I automatically move selected Outlook Sent Items?

Once upon a time, I used to be able to selectively delete or move particular messages from my Sent Items folder using the rules function in Outlook - I think I remember being able to in the 2007 version, but my memory is hazy on the exact Windows version.

However, after using 2010 at home for quite a while (!) I have just realised that this function no longer appears to be present, and I am spending time doing things that I used to automate, and should be able to automate.

I want to be able to move SOME messages automatically from my sent mail to other folders (such as moving replies to client emails to project folders), and to automatically delete some messages (such as the "Accepted: " appointment messages). While I used to do this by setting up rules, I was open to any method that would work.

However, I can't find a "move" or a "delete".

I appear to be able to COPY items and move the copy to another folder, but that still leaves me with an item to delete in Sent Items (a double-up which seems pretty pointless to me).

I have looked through ALL the rules but can not find out how to do a "Move" or a "Delete", no matter what I do. Quick parts, rules; they come out the same. You can move a copy, but cannot get rid of anything that is in your Sent Items folder unless you do it manually.

What a pain in the proverbial that is.

There must be a away to do this, but, despite asking two experts - and I mean serious admin experts - I have still not found a solution to automatically move or delete an item from Sent Items!

If you know how, or have a bolt-on or code that allows you to do this in Outlook, please let me know :-)

Sam

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Engineering instructions vs User instructions

I recently spent a whole day trying to work out how to export data from our PV inverter at home.

Of course, as it was installed 7 years ago, we could say that I was a little behind the 8 ball on this. However, I claim that this is actually my husband's lapse, as he is in charge of all things electrical in our house (like that duck-shoving?!).

Anyway, I finally realised that it was possible to interrogate the inverter for data. It became necessary because I wanted to find out how close we were to generating all our own power each month (so I could tell Meridian "Goodbye and thanks for all the fish").

However, getting data out of our inverter proved MUCH more difficult than I thought it would be.

I knew our meter was a Sunny Boy SB 5000TL-20. So I simply punched in Sunny Boy and the model to Google and got taken to the https://www.sunnyportal.com/register website. Excellent. I had to create a logon. No problem. Did that.

Then I found I needed a "PIC" and a "RID" number. Que? No such numbers on the unit. Looked VERY carefully. Downloaded and read a manual. Apparently there should be such numbers on the unit. O-k-k-a-a-a-y...

Ah. Found that instead I can download an app (Sunny Portal). Downloaded the app. It asked me for my user name and password. Entered those.

Blank screen. I had no "Plant" to interrogate.

Did more reading. Found that there was a space in the unit for an SD card. Got my husband to check. We would have to turn the unit off and take it to bits to put an SD card in... and the sun was out and we were generating. Make power while the sun shines, and all that. Thought we would do that if all else failed (husband is an electrician as well as an electrical engineer, so is allowed to do these things - very handy).

Next I thought that maybe I just had to take the phone by the unit and connect via Bluetooth. No probs. Found the unit on a bluetooth scan. It asked me for a password... oh. Tried my password for the website. Didn't work.

Looked at our paperwork. No password. Checked the manual I had downloaded. No password.

Grrr.

Went to call our installer. Their number had changed. Their email no longer worked.

Double grrr.

Guessed some passwords. Guessed 0000... and was let in. But then I was connected, but unable to see anything. The app still didn't work.

<sigh>

Googled Sunny Boy troubleshooting instead. Finally found a 3 minute video clip from Aussie: it was perfect (here). I had it all wrong.

What I needed to do was to download some software - rather annoyingly and inaccurately called 'firmware' - to a laptop and then use Bluetooth to connect. Did that. Standing in the cupboard with the laptop.

Asked for a password! Argh! Downloaded the CORRECT manual for the model. No password.

Guessed 0000 again... and was let in.

Now, guess how many manuals, pages or apps all that was written in? Yep, you guessed it: none of them.

There is a great trick to writing instructions: it is in putting things in step by step, and explaining each step clearly. We must not assume that our user has inside knowledge. Something this company had clearly not done.

A flowchart would be a nice idea. Even just a list.

Perhaps the first question to ask was "What is your model number" when registering online. That would have saved me at least half the angst and hair-pulling.

Anyway, I now have my data. And I have instructions on how to do it again by writing this post!


Sam

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Young's Hundred Year Test

I try to helicopter up when considering how much things truly 'matter' - or don't matter.

To help me do that, I have what I call my 'hundred year test'.

How this works is that we simply imagine people talking about this particular situation one hundred years from now. We ask ourselves "Who’s going to give a f&@# in a hundred years?" (feel free to drop the 'f&@#' but I find the use of an Anglo Saxon epithet helps me to focus).

We consider what they would think about our reaction or actions to the situation. How would those 22nd century people view what we - long dead in this future time - are reacting to today?

If we think 'over-reacting', or 'worrying about nothing', then we tone down our response in the now. If we get a 'this is important', and 'this will still be important' then we need do something constructive about the circumstance we find ourselves in.

This simple test is surprisingly useful. It also helps us to simply let go of things that aren't that important.

As far as I know, this is entirely my own idea, developed and used by myself for probably the last ten or so years. It is possible that this idea is based from something that I have read, or from an amalgamation of other concepts, but to the best of my ability, it is my own construct.

Feel free to use it :-)

Sam

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Turning off FB Auto-posting Apps

If you are like me, then you will use Facebook for private family & friends connection.

Recently I had a "Who was I in a past life" quiz come up on my feed. I had not signed up for this quiz, nor had I had any activity on my page for half a day. The quiz appeared to have been auto-posted on my feed by an app called 'Impossible Square'.

I did a little digging, and surprisingly found it rather hard to work out what was happening. The Facebook help files were not helpful.

Firstly I changed who was able to view the post to 'only me' (right click at the top right of the post to do that). I did that so that I still had the post - and the name - to refer to if it reappeared later.

Then, to stop any further posts appearing from the 'Impossible Square' app, I simply went to https://www.facebook.com/settings?tab=applications on my feed, and unticked the offending application (and a few other applications) that I could see there.

I think that should be job done.


Sam

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Only one interview question needed... really?

I read a LinkedIn post which referred to an Inc article recently. The base article by Betsy Mikel proposed that only one question only will demonstrate true character of a potential new employee. The 'magic' question was based on Adam Grant's book, "Give and Take", which talks about different types of personalities (2013).

Givers are the people whom we want in our organisations. They work hard, and help others. They build the business, grow teams, and quietly make money on behalf of the organisation. Takers are those who look good, but are effectively narcissists. They are not builders of anything but themselves, and over time erode teams, and thus, our businesses (Grant, 2013).

Betsy Mikel said: "Organizational psychologist Adam Grant says that the more often people help each other, the better the organization does. To create a culture of helping, you need to hire the givers, not the takers. However, just because someone is agreeable doesn’t mean they’re a giver — there are plenty of agreeable takers and disagreeable givers in this world. To find out whether someone is a giver or taker, irrespective of how agreeable they are, ask:
Can you give me the names of four people whose careers you have fundamentally improved?" (4 January 2017)

Betsy went on to say that "The takers will give you the names of four people who have more influence than they do. They care more about influence than they do about helping. The givers will give you the names of four people you’ve likely never heard of, who are equal to them or below them in power. That’s because givers aren’t in the business of helping to help themselves succeed." (4 January 2017)

Ha, ha, I thought. Only until the takers too know 'the secret' of how to answer that kind of question, then they too will give us the names of people we haven't heard of, because they now how to play the game. That only works if the takers haven't heard the 'new' rules of interview engagement.

Adam Grant talks about takers being "hard to spot", so they will continue to be hard to spot. They learn fast what is in their own best interest. I also think that Betsy's point was extrapolated too far from what Adam was talking about in his book.

But what really interested me was that out of the four comments that had so far been posted on the LinkedIn Higher Education and Learning group (17 January 2017), two also disagreed that 'one' question could crack open a person's personality.

One member, Patricia Mabrouk, said: "a taker will give you names period. A giver might feel uncomfortable "claiming" that they were responsible for another's achievements" (LinkedIn Higher Teaching & Learning, 17 January 2017). This is an interesting point that perhaps givers may not want to give names. They may be more willing to talk about discreet scenarios which involved other people, and not focus on personal glory.

Another member, Dr. Alexander Morton, commented with: "the 'one question' is utter nonsense. This article predicates itself also on the corporation being the one to take from the giver. In essence this makes the organization a blackhole. The organization needs us, we don't need them. Very few organizations return the effort from givers and instead will overwork, underpay and use them without any tangible reward. This underlying principle has caused many people to take rather than give. It's protectionism for the worker to take rather than give[r]. Once organizations start fostering an environment of merit, employee value and tangible reward, there will be less need to 'take' and more desire to give" (LinkedIn Higher Teaching & Learning, 17 January 2017).

I felt that Dr Morton's point was interesting. Perhaps negative organisations have trained us to be takers over givers. When we become burned out or disenchanted, that we can be turned from our own positivity and giving into those who have switched off.

That is when we need to see a careers professional, to recognise 'where to from here'; to assist us to restore our personal sense of giving.

The hard part for most of us will be in detecting that we have become negative in the first place.

Sam

References:

• Grant, Adam (2013). Give and Take: A revolutionary approach to success. USA: Penguin
• LinkedIn Career Development Association of New Zealand group (22 January 2017). This article proposes one question only will demonstrate true character. Retrieved 24 January 2017 from https://www.linkedin.com/groups/3711595
• LinkedIn Higher Teaching & Learning group (17 January 2017). Revealing the True Character of an Interviewee. Retrieved 24 January 2017 from https://www.linkedin.com/groups/2774663/2774663-6225466615975211012
• Mikel, Betsy (4 January 2017). 1 Interview Question That Cuts Through the BS to Reveal Someone's True Character. Retrieved 24 January 2017 from http://www.inc.com/betsy-mikel/1-interview-question-that-cuts-through-the-bs-to-reveal-someones-true-character.html

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"Say it with [plants]"

Extracted from (Brown, n.d.).

I used to send flowers to friends, family and clients for special occasions, but I don't any more.

I suddenly realised that I was creating a problem for the recipient a week down the track, when they had to dispose of the 'remains' of the flowers, the plastic water capsules, and the wrapping.

Something that had looked alive and vibrant when given had died. I found this particularly unpleasant when I sent flowers for funerals. Why do we send people more death?

Additionally, I have also come to think that giving someone the sawn off reproductive organs of plants conveys a less than pleasant message in itself.

What I do now is to give either good handmade local chocolate, native plants in a pot, or wine. If I am giving plants, I select New Zealand natives to be planted out if the recipient has a garden, or as easy care house plants if they are in an apartment. Grasses are usually pretty trouble-free and long-lived, even for recipients who are not that flash with house plant care.

And for funerals, a living plant can be a memorial, particularly if the plant has significance or tradition for the family.

Giving something growing, or a taste experience, feels less wasteful somehow.

PMA (2015) said that the Baby Boomer sector is the most likely to purchase flowers weekly or fortnightly, with younger groups perhaps only indulging two or three times a year. According to the Retail and Personal Services Training Council (2015), florists in Australia and New Zealand have been declining at 1.4% per year since 2010. Perhaps this is a cultural shift, but few people I know want to receive cut flowers.

Floriculture needs to become ornamental permaculture if it wants to survive, I suspect.


Sam

References:

• Brown University (n.d.). Magnolia Detail. Retrieved 22 January 2017 from http://library.brown.edu/dps/curio/wp-content/uploads/magnolia_detail.jpg
• PMA (2015). Floral Consumer Trends. Retrieved 22 January 2017 from http://www.pma.com/content/articles/2015/11/floral-consumer-trends
• Retail and Personal Services Training Council (2015). Environmental Scan 2015 Floristry. Retrieved 22 January 2017 from http://rapstc.com.au/wp-content/uploads/2011/12/Floristry-Environmental-Scan-2015.pdf

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Argh! Why will my word table not let me drag text to the next cell?

Have you ever been working in a Word table, and suddenly found yourself unable to drag text?

You highlight text as normal, then go to drag it, but get a small "no symbol" (ie, a circle with a diagonal line through it as in the screen dump with this post) where your cursor should be.

I have struck this issue a couple of times in documents where I have imported text from elsewhere and am cleaning it up. I have found that if I saved the document, closed out, and then went back in, the problem would have self-corrected.

What I hadn't realised was that I had caused the problem in the first place.

How? Thanks to Kevin Stagner (9 April 2011) I now know that I had the "Find & Replace" dialogue box open. That seems to stop you being able to drag text.

As soon as you close that dialogue box, the problem stops. When I found that closing out of Word halted the problem, I was inadvertently closing the dialogue box on the way.

There is always learning!

Sam

• Reference: Stagner, Kevin (9 April 2011). In word 2010, I can't drag, drop or paste where I want; are there settings I need to change? Retrieved 21 January 2017 from https://answers.microsoft.com/en-us/msoffice/forum/msoffice_word-mso_other/in-word-2010-i-cant-drag-drop-or-paste-where-i/b3e20065-d062-e011-8dfc-68b599b31bf5

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The Ingredients of Great Leadership

Harvard leadership historian, Nancy Koehn, outlines "The Ingredients of Great Leadership" in this video clip.

Nancy explores the many ideas, including that leaders are made, not born; what characteristics make up great leadership; committing ourselves to actually getting involved; and being persistent and focused in seeing the work through to completion.

Sam

• Reference: Koehn, Nancy (6 January 2017). Whiteboard Session: The Ingredients of Great Leadership. Retrieved 20 January 2017 from https://hbr.org/video/5272934227001/whiteboard-session-the-ingredients-of-great-leadership

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Finding a Doctoral Space

In reflecting in two years just gone, I can point to a time when I moved from simply toying with undertaking a doctorate to deciding that there was room for me in that 'doctoral' space.

It was when, at an early 2015 planning meeting for a board I am on, that I was speaking to a colleague who was in her final doctoral year. She is such a calm and measured person, humble and possessing great mana, and told me about the kindness of others and how much she had enjoyed the process and the experience; her highs and her lows, and the openness of those around her in sharing their emotions, tools and assistance in making her stronger.

The story she was telling me opened a window for me on leadership. That she had been led, and was in turn unconsciously leading others by sharing the fear and doubt, but also the achievement and professional development that she was seeking and attaining.

A spark appeared during that conversation, and more strongly coalesced afterwards, that her experience was a quiet leadership story in the career field. I started to wonder if there was a PhD in that.

Professional career practice in New Zealand is a small field, and over time, people of significance rise as our Kaumatua and Kuia, apparently raised to this position by the population, not by the people of significance themselves - our Kiwi career leaders have conveyed - not sought - mana. I wondered if this slow rise to perceived career leadership in this sector was a New Zealand thing, or if this pattern was repeated around the world.

I thought that I could (a) survey the membership of the Career Development Association of New Zealand to see who the members 'thought' were the leaders in the field, then (b) interview those whom the mantle of leadership was settled to get their personal stories of their career development and leadership, then (c) repeat the same in Australia and (d) compare the two sets of stories for thematic similarities and differences.

That should give me some idea of what the career leadership path might look like between the two nations, and if it is different.

I had some ideas for people with whom I could study: Professor Polly Parker at the University of Queensland, who presented at the International Leadership Association conference in Auckland in 2013.

I also had a template to follow: Steve Kempster's work on leadership stories for the methodology, although I would be using the method in a different context and with a different theme (2009). All good.

But then I got seduced by the dark side: AUT said they would pay my doctoral fees, and have a topic area for me to research within. I spent six months working up a new topic to fit their needs, they bailed, so I took my work to Griffith instead.

So I have banked my idea of emergent career leadership... banked, but not forgotten.

It can be my first piece of post-doc study on leadership instead, I feel.


Sam

• Reference: Kempster, Steve (2009). How Managers Have Learnt to Lead: Exploring the Development of Leadership Practice. UK: Palgrave Macmillan

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Avoiding Plagiarism

For a DEFINITIVE analysis of what does and does not constitute plagiarism, you can't go past Dr Stephen Fox's Webinar, delivered at TurnItIn's Plagiarism Education Week in 2014. This was webcast live, with participants from around the world responding to the session.

Presented by Dr Stephen Fox, and researched by himself and his wife, Nani, this was an extremely good webinar. Below is an 18-minute extract of the full 45 minute session.



A useful resource to have while viewing the webinar is a copy of Dr Seuss's "Green Eggs and Ham". However, as not everyone has a copy to hand, I have created a YouTube video of the first few pages of the book as an electronic flipbook:



Sam

References:

• Fox, Dr Stephen (2014). Understanding Plagiarism with Help from Dr Seuss (with permission). Retrieved 10 June 2014 from http://pages.turnitin.com/WC_140421_pew2_Recording.html?mkt_tok=3RkMMJWWfF9wsRols6jIZKXonjHpfsX54u8lXKGwhokz2EFye%2BLIHETpodcMSctgM6%2BTFAwTG5toziV8R7nCJM1s0dkQWRHh
• Geisel, Theodor S & Geisel, Audrey S (1960). Green Eggs & Ham. USA: Grolier Book Club

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PaintShop Pro save as file type

I still use a very old piece of kit for working with images, called PaintShop Pro 9. The last update was in something like 2003.

However, it works.

There has just been one niggle that I have had, and I FINALLY got around to solving it recently. Each time I 'save as' on an image, the programme defaults to a 'psp' file, which is a format that I don't use.

I wanted to know how to always save as a jpg.

And now I know how.

Go to File | Preferences | General Program Preferences | Display andCaching | select "Re-use last type in file save-as dialog".

Once you tick that, when you save the next file as a jpg, the programme will remember. Who knew it was SO easy.

So much time wasted in changing file types for so long!


Sam

• NB: If you are using PaintShop Pro 7, the path is File | Preferences | General Program Preferences | Dialogs and Palettes | select "Remember last type used in file save-as dialog"

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A systematic literature review approach

Lavellée, Robillard and Mirsalari wrote a paper in 2014 which aimed to explore, then assist computing students in preparing a systematic academic literature review.

The authors found that there were two sets of expertise required: that of gathering the information to ensure completeness, and creating a literature review that could be repeated by a different person later to yield largely the same information. They wanted to develop a process which became complete and replicable - providing the methodology was consistent (Lavallée et al., 2014).

They developed a process which they have named iterative systematic review (iSR), and have chunked down the approach to the literature review into eight tasks (Lavallée et al., 2014, p. 175-6):

1. "Review planning: Plan the review effort and training activities." This should include drawing up a plan, a tutorial in how to do this, communicating what sets a quality paper apart, how to read statistics and results, and an introduction to research biases.
2. "Question formulation: Define the research questions." The authors suggest a very generic question to begin. For example, “What has already been written on subject X?”, then narrowing down to the research question. Read the article here and here.
3. "Search strategy: Define the review scope and search strings." This section includes how to prepare search key words and Boolean strings for databases, and how to adjust these as material is, or is not, found.
4. "Selection process: Define inclusion and exclusion criteria." In this task, researchers use article titles, abstracts, conclusions and keywords to determine utility.
5. "Strength of the evidence: Define what makes a high quality paper." This section utilised a checklist - sadly not provided - which students could use to work out the significance of a paper. However, students could gain a reasonable idea from citations and journal rankings (albeit rough).
6. "Analysis: Extract the evidence from the selected papers." Students need to be able to extract relevant information here, which is challenging. Careful reading and following of citations will help us here: as will carefully noting context. The authors suggest tables to consolidate evidence, but also remind us that the use of quantitative evidence to evaluate qualitative data is not necessarily useful.
7. "Synthesis: Structure the evidence in order to draw conclusions." Lavallée et al comment on the poor quality of student synthesis in this section. This is something that needs to be paid careful attention to. By first doing a précis, students start to see what is important in the article, which will aid their later write up (see more here).
8. "Process monitoring: Ensure the process is repeatable and complete." Students will learn over time what is 'enough', and what needs repair, when they find that they are unable to transition to the next stage.

While the authors did manage to gain some level of repeatability, they have not yet managed to confirm completeness (Lavallée et al., 2014).

You can download the article by Lavallée et al here.


Sam

References:

• Lavallée, Mathieu, Robillard, Pierre-N. & Mirsalari, Reza (2014). Performing systematic literature reviews with novices: An iterative approach. Education, IEEE Transactions on, August 2014, Volume 57, issue 3 (pp. 175-181).

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