Let’s get “Mediapathic”

If you google “Mediapathic” or run it through Dictionary.com you’ll at best get a web handle or twitter name. So let’s give credit where credit is due “mediapathic” as I know and use it comes from the Neal Stephenson book Zodiac and it is his term not mine. In Zodiac he uses the term to refer to creating images and situations that register across the evening news and creating a lasting impact with viewers, usually creating a positive impact for your side and a negative impact for your adversary. As the key protagonist is an environmental activist his idea of “mediapathic” imagery makes industrial polluters look like villains and environmentalists look like heroes. In real life it is like getting someone like former BP top-executive Tony Hayward to say, “I want my life back” in front of the whole world.

You can see Mr. Hayward here: http://www.huffingtonpost.com/2010/06/01/bp-ceo-tony-hayward-video_n_595906.html (If you’re in China you’ll need VPN access)

We now live in a time that being mediapathic is a business hard skill that is going to set apart the have and have-nots. If you’re in business for yourself and/or growing a small and medium sized business being mediapathic is what gets people to find your product, see your services, buy your books, download your music and make sure that you have money in the bank. I want to share a few stories and a few links through this post to give you an idea about what I am suggesting.

There are a couple of events last week that got me running down this track. The first is a chat with my friend and former colleague Jesse Covner in Suzhou. Jesse left the consulting business to take a director role at a company that produces role-playing games. You can check out the kind of games they produce over at their web-site they sound fairly creative and certainly have their demographic of gamers. Jesse is enrolling himself in the world of facebook in order to start promoting the company and their products after having registered a VPN and swallowed his distaste for social media. I suspect he will be on twitter soon enough. Arguably if you are doing business where your primary target group is in the US it is a must to be visible there.

Beyond being visible though there is a growing need to be mediapathic. When I talked to Jesse he had just come back from Las Vegas after attending a massive role-playing convention for people who make games. The story he shared that struck me as being most interesting was that at one point he sat in on a panel about manufacturing role-playing games in the US and ended up in a debate with the CEO of the group that produces “The Settlers of Catan” on two sides of the debate about producing abroad (particularly China) or in the US. It seems that Klaus Teuber actually all but called Jesse out as being “unAmerican” producing in China. Jesse of course represents the little guys not a multi-million dollar gaming company with the profit margins to produce in the US.

I sincerely wish that Jesse had been able to record it and have it on youtube, shared on facebook, and tweeted in the moment. How mediapathic would it have been to be David standing up for the little businesses trying to make it by standing up to the giant Goliath asking little businesses to slash any profits they have and effectively slash their wrists at the same time. Mr. Teuber’s point would be mediapathic tackling Wizards of the Coast but against Jesse and small business looks and sounds like bullying. It also makes Jesse a champion for the little guy and the perosn you want in your corner standing up for your product.

Let’s summarize for a minute. Do you have a small business or work in the field of helping other small businesses like game designers. Use the new media of the internet and social marketing to get your message out there to as many people as possible. Be on youtube (or in China youku), be on facebook and gathering fans and likes and be on twitter collecting followers. Be in their face. But also choose your message carefully and keep it balanced to get your followers.

I have been promoting a couple of open courses in the early part of this year. To mixed results at this point. I am trying to find the way to create the most mediapathic impact in my industry. One standard though is to create a flyer introducing your course and a good flyer should have good images. A picture says a thousand words and having access to good pictures makes a big differences if you can get people to see your flyer. You can see the flyer I designed for a reviewing course up at Roger’s website for reviewing. You’ll notice the pictures are pictures of people I have trained doing reviews but not of Roger in action. This is not for trying. If you look around the web for pictures of Roger that are mediapathic you’ll come up short. Not because Roger isn’t in actuality one of the worlds great trainers (he is) or that he isn’t the world’s foremost expert on reviewing (he is that too) but because Roger hasn’t developed this part of his brand. To be fair Roger is an established brand in the training world and won’t lose any business for this oversight. His website is, btw, a great trainer resource but highly un-mediapathic.

Take in comparison the website my friend and former colleague Andy Anderson put together. Andy, if you haven’t met him, is a great trainer and an all around great guy. His website www.imandyanderson.com is stellar example of being mediapathic. The photos are top class and the lay out is both intuitive and interesting. It makes me want to make a knock off site, that’s how cool it is. If I was looking for pictures to promote Andy in a flier I would immediately have access to resources to do so and the material would be noteworthy. To be fair Andy is a graduate of the ClarkMorgan system and in the China training world they made some of the biggest inroads into being mediapathic. Which is part of the reason Andy has some outstanding images there.

If you want to learn from Andy here, don’t count on images of you that are mediapathic happening without fore-thought. Have the sense to have a talented person nearby with a camera or recording device at times that you will stand out. I have tried working with numerous accidental photos taken during training events and inevitably people who didn’t know better had highly un-mediapathic images as a result. You can’t use photos of your great training session when people look bored. It only takes one bored person to make an otherwise mediapathic image a disaster.

I noticed last week when I put up Ayawawa’s picture I got a couple readers who just wanted to know who the Asian girl was touching her hair. It appealed to a certain demographic. Last year we worked with a German (now Japanese) company in Zhuhai to create a local corporate culture. Their CEO pointed out that working with an American was interesting because Americans inevitably have a sense of marketing that Germans seem to lack. I pointed out over dinner this weekend that Germans know how to market to other Germans. They created a set of interesting visuals promoting their “corporate values” internally and needed to target two groups with mediapathic images. The local Chinese needed pictures of people they knew to resonate, for the Germans at the plant the CEO hand picked images that would resonate on the English language posters. Talking with the Germans they all strongly responded to the picture taken for the Honesty poster. Below are a couple of examples:

This young women is reminding employees about Honesty on this poster

Chosen for being the contrasting image to Honesty this picture resonates

The CEO said he picked the English language picture after carefully reviewing which employee looked the least Honest of the bunch. As a result the expat team took notice of the picture and started modelling Honesty as a value more frequently. It was a clever choice of a mediapathic image to drive for results with a target group. That would be the final point I would make about being mediapathic, you can’t expect everyone to register your image the same way but you have to appeal a certain group and that group is who matters.

Seth Godin, noted blogger, author, and business thinker, suggests that anyone wanting to be in business for themselves needs about 20,000 people to be in their “tribes” circle of influence to live comfortably. If we think about our friend Jesse if he has 20,000 people following his products and snatching up the latest product he and his company will be doing fairly well. That doesn’t mean Jesse needs to reach everyone on facebook or twitter only a core group or maybe two. In his case he wants to appeal to game developers who want his access to cheaper methods of production, his publishing networking and to the game buyers who trust in his opinion about what is both a fun and interesting game to invest their money in. In other words Jesse needs a tribe of about 20,000 role-players who want to buy his materials for any given product line that he puts out. He then needs to craft a mediapathic image for those 20,000 people and get it out to them.

Here are a few questions to think about in creating your mediapathic (and highly necessary) message:
1. Is their an outlet for your message? Literally what media are you using to get people to fall in love with your message?
2. Have you created an image that will register an impact? Have you gotten someone with talent to be there at the right time to choose the right image to move through your media?
3. Have you considered your audience for the image. Your targeting a select group or just scattering your message to whoever might show a passing interest?


Thinking, still not as popular as you might think…

My good friend Dennis is going through a life a change. It is not the first one that he has gone through. I understand that before I met Dennis he was the Mayor of a tow in his home province. When I met him he was VP of HR at one of China’s largest manufacturers and designers of TV’s, Phones, and white goods (that’s household appliances to the rest of us.) He is an interesting guy and a real free thinker. I understand that his boss hired him to help challenge the way they do things there. I also understand that Dennis did exactly that. His boss apparently regretted the decision and moved him to VP of white goods in China’s interior and recently let him take paid time off to pursue his interest, helping parents and children grow into future leaders through a new style of pre-school/kindergarten.

Dennis’s idea is a cool one and rather revolutionary for China. What if you actually took the time to involve parents in their kids pre-school education and turn those moments into teachable leadership lessons? He is taking a rather creative step to helping solve the perceived shortage of leadership in private industry in China by getting parents involved in thinking about what their kids are doing. I sent him link to a great article from last week’s Geekdad blog that I thought he might enjoy in his pursuit. That link is here http://www.wired.com/geekdad/2011/03/the-importance-of-logic-critical-thinking/ for those of you interested in the source material.

I would hope that beyond the issue of leadership that he could help young parents with a shortage that is, in my opinion, a greater risk for business in China than a lack of leadership. A lack of thinking skills. Getting involved with your kids is a great time to start helping them think in critical ways and develop logic, but it also helps us to test some of our false assumptions and beliefs that limit our thinking skills. For my part our son is merrily rounding the bend at 3 and a half and full of questions. I understand that a lot of kids are into “why” at this age, but not my boy he is into “what does x eat?” or “where does x or y live?” He is busy sorting information into the filing cabinets in his head about how the world ought to be working. The challenge at this stage is to keep up with his information demands but also to get him to think about what logical connections he can make about these things. After all if airplanes and cars both drink petrol there ought to be a reason why…

A few years ago I was promoting assessments for hiring practices and at a marketing event someone asked me what I thought was the single most important factor in hiring that could be assessed. I said in all honesty, and still believe so today, that the answer is Critical Thinking Skills. Having watched people I hired and having watched countless other people in the workplace in China succeed and fail I can say with all honesty that it is more important than your personality type, EQ, or whatever idea du jour is sweeping management thinking. It is a luxury of a developed economy to say that EQ matters more than critical thinking skills, and it is a luxury honestly that is costing companies more than they realize.

A few years back I hired several recent graduates and had differing levels of success. The first hire tested on a critical thinking test at the 35th percentile, the second in the 95th percentile, and the last one at the 55th percentile. In other words I had a range from the bottom third to the middle to a top tier thinker. This was before I instituted a strict no one below the 70th percentile rule. Within the probation period I had let go of the bottom rung hire, the stories I can tell about those 90 days range from funny to sad in both reflect his inability to comprehend his job and my inability as a manager to figure out how he needed to here about his job to succeed at a basic level. The other two stayed for both more than a year with the mid-range employee staying on long after I left. The key difference between these two remaining employees was how long it took to learn information and really the ability to question what they were learning.

The top tier employee within 18 months became the top sales person and had her own group of clients that she was working with. She had changed the way our HR system worked and had also by asking tough questions made it some interesting break-throughs. In strategic HR terms we would call her a “super-keeper.” The mid-range thinker could support a host of training programs and became over the 2 and half years I worked with a reliable and consistent performer. But what colored our relationship was a discussion after she had been a part of my team for 11 months. After a workshop I reminded her that she had one month left to make her first sale. She looked at me and said, “I don’t understand what do you mean.” I reminded her that in her contract it explicitly said she had to bring in one sale valued at 30,000 RMB within her first year or her contract wouldn’t be renewed. That earned me “I had no idea sales were important.” This is despite the fact that we discussed sales figures at the beginning of every sales week. This taught me a lesson about not relying on the implied importance of something we say over and over again. A lesson my 3 year old has refreshed for me time and time again.

To be honest there are some areas of critical thinking that I find statistically are very good here. The Watson Glaser critical thinking battery (used in the USA) divides critical thinking into five areas inference, recognition of assumptions, deduction, interpretation, and evaluation of arguments. I have found using a culturally assessment that the average test taker does well with recognizing assumptions and interpretation in China with a balanced result in evaluation of arguments. In other words something here works very well in the education and parenting model in China. But what about inference and deduction what is happening here.

We can think of “Inference” in terms of Hume’s Law or best summed up in the English maxim, “you cannot get ought from is.” Any other words just because it is this way today by no means does this indicate it must be the case tomorrow. We see barriers here in the emphasis of absolutes in the Chinese education system.

What stumps many young thinkers here about deduction is the ability to go through the three stages of deduction (e.g. if x is true and y is true then z must follow) or even creating a converse negative (if x is NOT true…) but the ability to obviate personal prejudice. For whatever reason I see even the brightest and most talented young people unable to separate moral imperatives and political brain washing from the thinking process. Below is a real example of introducing deduction to participants in a training program. I should thank Freeman for creating this example a couple of years ago as I still use it today.

Me: So as we look at this slide with this lovely young lady “Ayawawa” we see her quote here, ““Anyone who is prettier than me is not as smart as me; anyone who is smarter than me is not so pretty as me.” What possible conclusion can we make according to logical deduction.

The source of much debate...

HR Manager in attendance: she is a bitch!

Me: that is possible, but let’s try using critical thinking!

Here is the good news, critical thinking skills can be taught. I would argue that you should hire for them first, but if you can’t go that route then as a leader you are stuck emphasizing thinking skills. That means putting away a tendency to solve problems for others no matter how tempting it may be. One of the first things we teach in coaching is stop solving other people’s problems. That is the same lesson I offer leaders who want subordinates to think. Secondly start facilitating instead of directing. Set-up discussions that require critical thinking and offer support on getting team members to think about things. This keeps things from getting to the 11th month and having an employee say, “you mean sales matter?” Never mind that your office or team is explicitly labeled as a sales office or team… explicit labels kill critical thinking right? So ask and challenge and don’t get frustrated.

The rewards for having a team that asks questions and can think about how to solve them are great. While you’re at it though encourage the parents in your life to get their kids thinking, it will save a lot of work for the next generation, and maybe they can worry more about hiring for EQ instead of thinking skills.

The kids are alright. Comparing leadership in China and America’s young people

Recently I agreed to help a friend with promoting his company that specializes in mobilizing recent college graduates in China and helping them develop and fill into specialist and leadership roles. It’s a cool idea and one worth supporting. Every other month I will spend a couple of hours talking about leadership and what that means. This in turn got me thinking about what are some of the blocks that young people here face as they begin to take on leadership roles. As with many things in life, early life education is key to what happens later in life and the gap that I will address for these young people is one that kids in the US have a leg up on. This post is about some of those cultural differences in education style for young people and the impact on adults. I’ll try to make a little less boring than it sounds…

Just to praise Jeff and his team, they has identified a real need in China and that is to take the initiative to help young people accelerate their job opportunities. The simple reality is that most leaders here are a decade, two, or even three younger than their counter parts in the US or Europe. This is due to rapid growth in the private sector over the past decade and what is effectively a shortage of qualified managers and leaders. In effect there is a lot of “On the job training” for supervisors, team leaders, department heads, and even plant managers and executives. Working in the consulting and leadership development I have met a wide spectrum of leaders and high potential candidates and have seen a variety of successes and failures. What follows is my analysis for why this happens.

As most of you, who read this blog, know I had an unusual childhood that sent me to different countries across three continents. Doing the nitty gritty math I have spent more of my life out of the US than in. Despite this, culturally I identify with being from the United States, in no small part because of having grown up in the US public school system. Making comparisons about education and it’s impact is based on my experience in Oklahoma at public school and Israel in private school, both of which were based around a US curriculum. My comparison points in China are the public schools in major cities like Shanghai and Shenzhen.

Now a lot has been written about school systems in both countries which a Google search or Amazon search can shed some light on. Most things written about both systems are pretty damning. Let’s face it nobody writes a book with the hopes it will sell well or get read by a large group of people and writes praise about education systems. So taking into account all the things written about schools that already indicate what they are doing right or wrong I am only going to talk about what they are doing to create leadership traits. One other addendum, it is only practical to talk about leadership in China in terms of the private sector as the public sector has a very different set of criteria and is largely closed off to the average citizen. I also have no real idea what one does to get ahead in the public sector here, but I am pretty sure your soul doesn’t come out of it intact.

That is a very long framework. Like it’s own blog post, thanks for showing the resilience to keep reading. There are two possible extremes that happen in the US and Chinese education systems. I’ll use an example to set the tone for both. One of my favorite movies (in part because I relate so well to it) is Wes Anderson’s Rushmore. In Rushmore the main character, Max Fischer, is described early on as the founder and president of many of the student body functions at the Rushmore academy, including but not limited to the Yankee Racer Society, the Bee Keeping Society, The Rushmore Players (a drama troupe he directs), the Model United Nations, and a model plane flying society. He has so many in fact that his academic scores suffer and as the story opens he is jeopardy of being expelled. Among my group of peers in college we felt a connection with Max Fischer and his numerous extracurricular activities. In my own high school I had maxed out the amount of extra curricular activities and student body government roles allowed. In effect I had expanded the amount of roles available to me to the absolute maximum and still wanted more. It is this trend that sets American education and early leadership apart from what we find in China.

Max Fischer founder and president of the Model UN club

A few years ago when I first moved to Guangzhou I helped to organize a social networking group called “Oriented.” Early on I drafted a young volunteer who had gotten her MBA studying in England. She was hard working and dedicated to working with the group. On a few occasions when I wasn’t available to organize an event she did a good job of taking over and setting things up. I learned that Oriented was her first time to take on these kinds of roles. When asked about her experience in London I expected to hear about her experience meeting students from around the world and getting to know London and England. I was surprised to learn that she had effectively sealed herself off in her dorm room to study for two years. I am sure that she learned a lot about business and performed well in her class. But for all of the world outside of her dorm room she might as well have been in Guangzhou. She had been the anti-Max Fischer who instead of over expanding her world had focused it down to a narrow role focused on studying.

If you’ve had a chance to pick up Malcom Gladwell’s book


you might remember that some of the stories of exceptional people who took leadership roles like Steve Jobs and Bill Gates had early access to topics that interested (computers and in Jobs case Caligraphy) and the freedom to pursue these kind of eccentric (at the time) interests. What the US does very well is create opportunities for students to follow some kind of interest (even if it needs to get funded by a bake sale or twelve) that lets young people take opportunities to be leaders. Students are encouraged to do extra curricular activities that align with their passions and run for some sort of internal leadership position. Even in times of budget crises young people are still encouraged to find some sort of activity that let’s them be themselves.

In cross cultural terms there are a couple of key cultural traits that are expressed here. The first is called PDI (Power Distance Indicator) and can be described as the perceived gap between “leaders” and “followers.” It also can be used to evaluate a cultures willingness to tolerate unfair practices from the boss. The US is often described as having a very low PDI or in other words it is often the case that people can and do challenge leadership and speak out when they are unhappy or feel they have been treated unfairly. The other is Individualism (it’s counter point is Collectivism) and unsurprisingly the US has the highest Individualism score of any cultural group surveyed. Any other words if you want to be an eccentric like Max Fischer or go rogue like certain political figures someone (certainly not everyone) will be there to support this kind of behavior.

In China there are sports teams and extra curricular activities. There are student leaders and there are social clubs. But consider this story I got a few years ago at a Leadership workshop in Hong Kong. When I asked participants to describe a time they felt like a leader one participant told the story about he ran away from home when he was eight. The reason why? Because he and his six year old brother had failed to be in the top two in their classes. Anyone who has ever worked in China will recognize this behavior from full grown adults. There is first a Collectivist idea about what everyone is expected to do (top 1 or 2 out 30-40 kids) and if you can’t live up to the (unfair) expectation of the “powers-that-be” (Mom and Dad here) your only recourse is to hide, run away, or as the young adults do, go to a new job. It is expected that running away (in the story to Grandma’s house) will be safer than staying and being accountable for not living up to an unfair standard.

Before following any sort of passion or interest kids are first expected to put in the hours to be at the top of the class. One of the messages international MBAs and EMBAs have been harping here is that the most successful CEOs are not the one’s with straight As but in fact have C averages in college. Because they actually experienced leading and interacting with other people. Parents I am not suggesting your kids should get C averages, in China getting to a good university makes a big difference in future earnings and getting hired. That said having met numerous successful Chinese executives most of them do not report having all gone to Beijing University or having been top of their class. Many of them have studied abroad but that is not the key to being successful as young leader, what made them good was that they got out and explored the world around them and took the initiative to stand out.

In many ways China has become the land of opportunity for young people. Many of the 30 and 40 something year old managers and executives I meet come from economically disadvantaged areas. One plant manager at a major fortune 100 company has told me stories about growing up without shoes at times. He is next in line to oversee their Asia operations. He is only a couple years over 40 and if you ask him what the keys are to leadership he will emphasize initiative and accountability. The law of averages dictates some young people are going to fit this mold in China. When we can expect to see China break away in a big is when young people people feel encouraged to challenge a high PDI and high collectivist mind set and take the initiative to follow their passions.

So consider the case of a solar energy company we worked with last year. We had several of their brightest young engineers join us over a few sessions of drafting their vision and value structure between their Chinese and American side. Some of them had doctorates in engineering and were working on projects that were ahead of anything comparable in the US. In their limited field they were brilliant and ahead of the curve but the idea of taking the initiative to lead the organization was new to all of them. In the long run by being involved in those workshops they hopefully will begin to feel empowered as leaders but it was clear that expectation to go beyond their studies and focus group was new.

So what can I do with these young professionals I will see every other month. I think the key is to get them to redefine leadership. The high Power Distance Indicator in China virtually makes young people exclude themselves from being a leader based on their own definitions. As a results there is a tendency to describe leadership as trait held only by a few and that those few are at a safe distance from the average Joe. This belief structure is what keeps young people from taking the initiative to start their own ideas and the accountability to follow up on their own leadership ideas. Can these beliefs change? Undoubtedly, the question is not can they change, but what they will do after wards.

Angry, Adjusting, or an Ass?

I have a hell of a temper. I am not sure if it is a Nature or Nurture issue. Am I pissed at the world because I got the genes from my father who in turn got them from his father or did I learn it from him and he from his father? One thing I have learned though being angry doesn’t make me genuine. Maybe I should say two things, the other being having easy access to one emotion doesn’t make me any more in touch with the situation just because I feel strongly one way or another.

Your Step Dad's not angry he is just adjusting...

I have been toying with this topic for a while because it isn’t an easy thing to write about. Let’s start from an example, to talk about it. A few years ago we helped a Taiwanese trading company run an organizational culture survey on the branches around China with their HQ in Dongguan. For whatever reason the data was calculated wrong in one sector (the question was something like, “we understand the vision for our company and have a clear direction of our future) the sales team was directly overseen by the GM and to him this group ought to be the most aware of the company’s future. In fact they had scored higher than any other group, but due to the error they had the lowest score.

To be fair we caught this mistake very quickly and before their scheduled date to share back with their employees. Their GM though, upon receiving the data, was caught up in the spirit of the moment and dragged his sales team into the meeting room and started a tirade about how they, better than anyone else should know their vision. Be rest assured that everyone heard him, but they all had to be wondering who hadn’t heard the GM’s message on vision before, since by and large they had all scored this area very well. The sales team was left with an impression that the company’s vision mattered a great deal to the GM, but also that they had received a verbal beat down unfairly and without having a chance to be understood. Needless to say this group was doubly suspicious of all future surveys and for some time walked very gently around the big boss.

I was in Shanghai a few years ago visiting my then HQ for an annual performance review. At that time one of my co-workers had decided to leave the company to go on to a more stable job, this was after all at a time when said company used to regularly miss our pay checks and issue half pay late and the other half even later. Given the size of our company the GM (see also CEO or big boss) was doing our performance evaluations. There were department and team leaders but they didn’t actually handle performance reviews except in the case of regional offices (mostly because it wasn’t financially feasible to bring people in, not because the GM wanted to decentralize authority) so we all had the perks of personal attention. Early on our colleague (let’s call him “Bob”) got his chance. What followed was, behind a thin glass door, a one way shouting match from an older experienced GM and his younger employee about how Bob leaving was personally disappointing to the GM because it put even more work on his shoulders and how Bob was letting us all down.

Here is the thing we all knew that the Boss cared about the company. We also knew Bob cared too and that leaving wasn’t easy for him. We all knew that the Boss felt like crap for missing payment and we knew that he felt we should feel like a family and a team. We knew he cared. We also felt at that moment that the Boss was full of conviction and passion. We also felt scared shitless of telling him how we felt. Who would dare go in there and say, “life is tough when I don’t get paid, it puts stress on my whole family” if we thought we would get blasted like that?

To my knowledge everyone in the office that day has since left that company. Very few of them after the incident with Bob sat down with the GM and said, “I am leaving soon” without some sort of fear of abuse or reprisal.

In both of these cases the leaders of their respective companies thought that showing their conviction through anger also showed their commitment. A few years ago I found myself in that same cycle with my own employees as a manager, because I had seen it so often in my education as a manager. “If you feel strongly blow up.” Not surprisingly every single time I lost it I had to work my way back from a deficit that I created in the trust in the office. People respect passion and conviction, but the distrust someone who can’t control their temper.

It’s a lesson that spills over into many parts of our lives. Want to be a better spouse? I am sure that people have said how we should show passion or show our convictions to make our relationships work, but don’t go off on our spouse. Somewhere there are battered spouses echoing, “he/she doesn’t mean to be abusive he just is full of passion.” The rest of us watching stand back and say, “nope he/she is just a jerk and it’s unfortunate that you feel you have to put up with it.”

In another role as parents we want to communicate the best way for our kids to act and it can be frustrating when they don’t listen, but being angry never gets the best results. Again having conviction and standing by your points as a parent is very necessary, having a three year old I know that if I bend on certain issues it can actually be dangerous, but being angry creates the least results or counter productive results.

So I still spend a lot of time figuring out the best way to not be so angry. I am less worried about the roots of the problem as I am about getting past those emotions and finding ways to show passion, conviction, and resolve without building distrust in my relationships. I regularly ask if it is worth getting angry about. In certain contexts I ask if I feel this way because I haven’t adjusted to the situation the way I need to to be at my best. Finally I ask if I might not just happen to be an ass. Going through the check list let’s me get objective and find a better solution than blowing up.