WHAT’S MOST IMPORTANT COMES AFTER THE “BUT…”

Have you ever thought about how much is said AFTER you agree, compliment or encourage a person when you clarify the comment by saying “but…,” “have you considered…” or some other extension?  When an employee comes to you with a suggestion or solution to an issue, do you stop yourself at, “Great work…let me know how it works!” or do you clarify by saying, “Great idea…what about…?”  Far too often we assume an idea is implemented once it is stated and gravitate to the “what’s next” phase rather than providing praise and validation for the idea or concept that was developed.  We move to the “next steps” without considering that the person initiating the solution has not yet put it into practice so our “it was stated so it must already be done” thinking may be a discouragement to them.  What we meant as encouraging is often heard as being condescending – minimizing the value of their solution by building a tower upon their foundation without acknowledging the work and effort that went into the initial phases of construction.  Recognizing the reality of this flaw does not eliminate it from happening.  I often find myself acknowledging that what was suggested is a great start BUT that I assume it is well on the way to implementation SO where can “we” go from there?

Relationships can also suffer unless we be careful about what is said after the “but.”  “That dress looks great on you BUT you should try something in blue.”  What do you think is focused upon – that the dress looks good or that the color is wrong?  “The lawn looks nice BUT what can we do about the weeds?”  Was your work appreciated or did you NOT do something that was more critical than what you DID?  Other examples might include:

·         “Thanks for helping out with the cleaning BUT you missed a spot.”

·         “I’m sorry BUT you started it.”

·         “It’s been a great vacation BUT I can’t wait to get back to work.”

Think about what comes AFTER the BUT in these statements.  THAT is what people around you hear.  Would you like to build a relationship with someone that focuses on what you did NOT do rather than what you DID?  With someone who deflected responsibility by sharing blame?  With someone that liked to be with you UNLESS given an alternative?  What is said after a clarifying extension can be disruptive in a work relationship BUT it can destroy to a personal one.

How many times have you complimented an employee, a friend or a family member only to be disappointed they did not respond to your praise as validating or uplifting?  Might you have minimized your compliment with an ill-placed “but?”  Have you been guilty of telling a child, “I’m happy you got an 89% on that test BUT I know you could have done much better?  You are smarter than that!”  What do you think they heard – that you are happy for what they did OR disappointed that they could not have done better?  Talking to an employee, if you say “Great work today – tomorrow we will be able to do even more!”  What do they REALLY hear – that you thought they did well OR that they should have done better? 

Acknowledging our tendencies to minimize the efforts of others is a great first step – accepting them as potentially destructive and committing to do something about them is more important.  As you communicate with others, think about what HAS happened rather than focusing so much on what COULD have happened (or on what has yet to be accomplished).  Give credit and praise rather than extending your comments or compliments with “BUT…,” “WHAT IF…,” or “HAVE YOU CONSIDERED?”  If extensions are needed, address them within a separate conversation RATHER THAN putting them behind a “but…”  Make sure that what is important is heard rather than being lost as insignificant noise – whether at work or in your personal life – as you focus on what really matters to others as well as yourself.

ATTRACTING AND RETAINING TALENT

Most studies find that pay is not the most important reason people join (and stay with) an organization.  The way they interact with peers, are treated by management, and their overall satisfaction with job challenges (and opportunities) are far more critical than pay (and/or benefits) when attracting or retaining talent.  Pay and benefits, however, must be relatively competitive in order to attract qualified candidates (people will take a pay cut but typically only when offered the opportunity to advance or the chance to do something they were not previously doing).  In order to retain talent once attracted, however, compensation MUST be internally equitable (noting that “equitable” does not translate as “equal”).  During this time of strong talent demand and relatively soft candidate availability, retaining employees is much more cost effective than hiring replacement workers – and building an internal talent pool is a much more reliable source from which to identify individuals able to contribute to an organization’s growth.  To help in this regard, consider the following:

1)      Organizations without an objective means to establish a job’s value or worth (that will link value to defensible compensation practices) tend to pay employees more based on who they are and how long they have worked than what they contribute.  Whenever employers make pay decisions based on who is in the job rather than on what the job does for the organization, favoritism and inequity (whether real or imagined) will begin to destroy internal employee relations. 

2)      Strong merit pay systems tend to attract and retain high performers (and over-achievers) while “time in job” based systems tend to attract risk-averse employees and retain mediocre employees.  When goals and objectives can be established AND FULLY COMMUNICATED that link additional pay and/or bonus opportunities to their accomplishment, capable employees will step forward.  Systems that pay all individuals equally, regardless of their results, tend to equalize abilities (at a minimally acceptable level) along with pay (typically at an “average” rate).  Paying for time on the job, for effort or for “acceptable performance” fosters and promotes mediocrity within the workforce.  High achievers will not tolerate mediocrity as understand that a chain is only as strong as its weakest link.  The very individuals that most companies seek will flee an organization that allows (or tolerates) sub-standard performance.

3)      Internal equity is much more important than external competitiveness – and consistency is MOST important.  Employees who know (and trust) you will be fair and equitable (not necessarily equal) in your dealings with them become a big part of the organization’s ongoing success.  When employees doubt management credibility, or see the inconsistent application of policies or practices, they become more a part of the problem than the solution. While employees do not (nor should they) like everything we do as an organization, consistent and predictable practices must exist.

4)      Do not be fooled into thinking that business has established a “new normal” in regards to paying people at reduced rates.  Paying people the minimum for their talents, thinking they cannot find work elsewhere, is a “penny-wise” practice that may generate a short-term profit BUT will prove to be “pound-foolish.”  High-performers will abandon such a sinking ship quickly, leaving for organizations that recognize (and will reward) their value.  It is strange how many organizations will pay more for an “unknown replacement” than they will pay to retain a known commodity! Pay, however, is not the ONLY reason employees join (or stay with) an organization.  Some companies have found that raising their “entry rates” by $2.00 to $3.00 per hour MAY help them to attract workers but that, in and of itself, will not overcome a negative environment.

5)      Compensation Administration IS NOT a static science.  You should review pay ranges against market regularly to reflect changing conditions.  Individual pay rates should be adjusted (based on an organization’s ability to do so) to reward exemplary performance.  You should also review benefit offerings (and costs) annually to insure that adequate competitive coverage is provided in a fiscally responsible manner.  Finally, equity is potentially more important than competitiveness OR equality.  Remember, fairness IS NOT equality (many top achievers have left organizations when treated “the same” as everyone else) and culture IS often more critical than “being competitive” when managing talent.

Some have said that “attracting talent” is easy but retaining talent is a lot harder (as it takes a personal investment of time and energy).  Establishing INTEGRITY, however, is potentially the most important aspect of managing talent.  As with any relationship, when we say what we are going to do then do what we said, we establish and gain credibility.  Not everyone will LIKE you when leading through change BUT it is your role to “make a difference” in the lives of those around us.  Begin by making a difference in YOUR OWN life as well.

EMBRACING CHANGE

Their aimless wanderings lay behind them…

Their paths weaving desperately through the wilderness…

Coming near then veering away…never quite crossing or becoming one. 

They stood at a crossroads…

Looking back in an attempt to see how their lives had unfolded...

Looking ahead towards a future not yet defined.

   Increasingly tired of their struggles within a thankless world…

They sought a path that would lead towards truth…

An obscure trail that would carry them to a brighter future... 

Deliberately they turned, moving forward into the vast unknown…

Leaving behind the comfort and security their past once held…

Intentionally embarking upon a path that would change their lives forever…

                                                                           An excerpt from “Life’s Path To The Promise of A Dream” by Dave Smith 

Why do people seek change?  What makes us decide to do things differently – particularly if the things we are doing provide us comfort or bring us success?  What makes us wander from “the familiar” in search of unknown opportunities?   With summer’s passing and a new, hectic fall upon us, we all tend to seek different ways of doing things - resolving to change in ways that will allow us more free time, success or tangible rewards.  Several factors must be recognized, however, if we wish to move beyond our current station in life – beginning with the deliberate consideration of an intentional action that, when taken, will forever change where we are as it redefines where we are going (one cannot do the same things they’ve always done and expect different results).

Everyone desires success (though success cannot be granted to another for we all define it differently).  Far too often, however, success breeds arrogance, which leads to complacency.  If we ride a single success beyond its effective lifespan…thinking “our way” is the only way…someone else will either assume our market share (by improving upon what we do), force us to change (by revealing the shortcomings of our established approach), or disrupt our stagnant but comfortable existence (by offering a more exciting option).  We must actively appraise the things we do…both in our work and our personal relationships…if we wish to remain vibrant and relevant.  By continuously analyzing our strengths and weaknesses, identifying those that hold us back and enhancing those that pull us forward, we will remain effective.  Recognizing that the only constant in life is change will allow us to accept the possibility of failure (and the learning it brings).  Success does not come, however, from frantic movement without direction or purpose - we must occasionally stop what we are doing so we can start something else!

To initiate change one, three major issues must be intentionally and consciously addressed:

• We must acknowledge where we have been, recognize what we have done, and wish to be something different before we can start travelling upon a new path.  How can we better serve our customers?  What can we do to improve a relationship?  Must we alter our behavior so that we can remain relevant within a changing world?  Whenever we recognize our goals have changed we must step from our original path onto one that will refocus and redirect our efforts.

• We must stop doing the things we are doing – that we have always done – no matter how effective they may have been in the past.  While identifying what must be done to create meaningful change, paths (and methods) needing abandonment will inevitably be revealed.  Can a workforce that values time off from work be effectively disciplined with suspension?  Can an individual communicate effectively without embracing technology and learning how to “entertain” using Power Point?  Can two people maintain a meaningful relationship if neither is willing to see two sunsets in the other’s moccasins?

• As we identify and abandon the things that hold us back we must continue doing things that produce positive growth and change.  We all have personal strengths…characteristics responsible for the success we have experienced.  Everyone can celebrate a “peak of accomplishment” in their past.  Far too many of us, however, choose to dwell within the quiet valleys while gazing up (and establishing value) on past accomplishments.  In order to realize meaningful change we should continue doing the things that brought us to our heights…and discard those that brought us to our knees.

People must change more than their outward appearance if they expect their path to shift significantly.  We often hear about “new and improved” products only to find nothing but the packaging has changed.  Television networks frequently move a failing show from one night to another in order to gain viewers from a less competitive offering.  If we are resolved to change we must consciously decide NOT to “stay the course” by innovatively clearing a new path into an unknown wilderness.  We must acknowledge our past (both the wins and the losses) before we can define our present (from which we must move forward) if we harbor any expectation of creating a different future. 

A change in season often triggers a desire to alter our behavior and move forward to a more promising future.  In order to accomplish change it is important that we continually take stock of what we are doing and where we are going – then actively seek paths that will lead us from complacency to new destinations, new relationships and new opportunities – within this earth we call “home.”

SEVEN PRESUMPTIONS OF HIGHLY SUCCESSFUL PEOPLE

Much has been written about success.  Recent articles have identified successful individuals as having persistence, ambition, and the ability to see a process or project through to its inevitable end.  Many view success as “winning” rather than “losing” (but winning for some might be losing for others).  Success could be viewed as having reached educational benchmarks within predetermined time-frames as measured by “passing” or acceptable scores on objective tests.  Success could relate to one’s work (are you fulfilling your potential?), to one’s personal life (are you significant?) or to one’s status (are you SEEN as having “arrived and achieved” by others?).  In each of these typical definitions, success is considered more of a destination than a journey.  While it is not wrong to measure success by reflecting upon one’s accomplishments, it might be ill-advised to use such an absolute yardstick as the only measuring device.  I would suggest that truly successful people focus more on the “means” than the “ends” as they approach life – and most would (in some way) adhere to at least seven presumptions about success.

1. You can become anything you wish to be or do anything that you wish to do in life BUT success cannot come from trying to be what others feel you should become or do ONLY what others think you should accomplish.  One can achieve success ONLY if living out their own dreams rather than going through the motions to accomplish the desires of another.
2. There is no limit as to what can be accomplished when you do not care who receives the credit for doing the work or gets recognized for initiating the idea.  Successful people often initiate processes or suggest destinations while leveraging results (rather than recognition) as the springboard to further discovery.
3. The only bad decision one can make is choosing not to decide – the only truly wrong action that can be taken is UNINTENTIONALLY allowing something significant to happen in your life.  Successful people recognize that time does not stand still – that conditions, expectations and priorities may change BUT that any course correction must be INTENTIONAL rather than accidental.
4. Successful people surround themselves with individuals that challenge their decisions and compliment their abilities.  Unsuccessful people surround themselves with people that make them feel good and that agree with what they say or do.
5. One can either learn from their mistakes or be defeated by them.  Those who are successful often spend more time picking themselves up from the ground than they do running smoothly upon it – learning what did not work as they seek what has not yet been attempted.  Those that fail often look for consolation for their wounds from others and seek refuge from life’s battles within the comfort of the hole they may have fallen into.
6. When one does not care where they are going it is almost impossible to get lost.  One cannot fail if no goals are ever established.  One cannot “miss the target” when shooting an arrow into an empty field.  Not surprising, though, one will never taste success unless a target is available, a goal has been identified or a destination determined.  Success is a process rather than a result – a stepping stone along the path we travel rather than a ledge upon which we can seek shelter or an island upon which we might become content.  The RESULTS of success may be stability, contentment, popularity power or security but one cannot bring a dream to fruition – or raise another to his or her full potential – without taking intentional action to advance from the “here and now” to a “potentially bright “future reality.” Doing nothing gains nothing.
7. Success is not measured by how many things one accomplishes but rather by how much is learned along the way and how many people have been impacted during the journey.  Successful people are rarely satisfied with “what is,” choosing instead to pursue “what could be.”

Successful people do not live in a “probable” or “predictable” world.  Things that can be easily accomplished have already been done.  Successful people live in a world of unlimited possibilities – seeking to achieve what others have yet to consider, resting upon their accomplishments only long enough to rest and re-group before moving on.  Whether it be in work, at play or within their personal relationships, successful individuals build their dreams upon a solid and credible foundation.  They seek to experience the winds rather than to capture them – to benefit from their “comings and goings” rather than needing to define them within absolute parameters.  They establish (and achieve) personal goals rather than living to accomplish the expectations of others.  They learn from their mistakes (but do not repeat their lessons more than once) and act intentionally (even if they “intentionally” choose NOT to act at any point in time). 

Success will come when one seeks to be all they might wish to become, invests the time and energy into equipping themselves to accomplish great things, stretches their limits by reaching for new horizons not yet identified, and refuses to accept temporary setbacks as the end of their journey.  Unless (or until), such sacrifices are made, success will be as elusive as an eagle floating effortlessly upon the wind – something mysteriously beautiful to be seen but not to be experienced.

SIMPLE GUIDING PRINCIPLES FOR LIFE

An axiom is a self-evident or universally recognized truth – a principle that is accepted as true without proof as the basis for argument.  As we go through our lives we constantly seek guideposts to “show us the way” so that we do not become lost within a detour while the rest of the world passes us by.  We seek to grasp onto the tail of a rising star in the hope that we, too, might be carried towards success.  We search for answers (often more than we seek to formulate questions) to explain away the “bumps” we experience while trying to find the smoothest path available as we move towards our destination(s).  Perhaps if we were to focus more upon the path we take – enjoy the journey as we move toward our ultimate goals – we would feel more peace and joy (rather than hectic tension) when we arrive.  Thinking about some of life’s “universally recognized truths” as we find our way through this world might help to focus our efforts on those things that are important – things or situations that can be controlled or influenced through our own devices and that truly have or result in significance.  Axioms often help us to understand what is important and critical to life (rather than what is wanted or desired) so that we can shrug off those things that do not matter while holding tightly to those that do.  Some of the axioms that have helped me navigate my journey (so far) would include:

INDIVIDUALS UNABLE TO SPEAK POSITIVELY ABOUT WHAT THEY DO ALWAYS RESORT TO SPEAKING NEGATIVELY ABOUT WHAT ANOTHER DOES.   Far too many individuals find it easier to bring someone down to their level than to bring themselves to a higher plain. We cast stones without thinking that our own glass house could be easily shattered.  We console ourselves by justifying that “everyone else does it” so it should be OK (even when we know what we are considering is wrong). Though elevating yourself is often far more difficult than pulling others down, we gain far more by lifting ourselves up – bringing others with us – than we could ever achieve by immersing ourselves within a pool of mediocrity.  Recognizing and understanding that “complainers” often have very little confidence in their own abilities or pride in their own accomplishments may not quiet their noise but it should help to minimize the impact it has on your life.

IF YOU CANNOT BE KIND, AT LEAST HAVE THE DECENCY TO BE VAGUE.  It seems that our society revels in the details of the fall – refusing to accept “what is” as being reality while seeking all the thoughts, rumors or information available (or fabricated) that might help to explain the “why” more than the “what.”  Many do not seek answers to unfortunate situations so they can avoid them – rather they seek all the sordid details to establish their own superiority.  They do not seek details so help might be provided – rather they seek to embellish the facts and broadcast their version to bring attention or importance to themselves while talking to others.  People often inquire because they are nosy - gathering details for personal gratification rather than empathetic consolation.  Perhaps we SHOULD try to help more while consciously trying to hurt less – seek to provide a cushion upon which others might land rather than an open abyss into which they will fall.  Unless we can constructively criticize then provide the tools and support necessary to help an individual initiate change, what do we accomplish when we tear down without lifting up – or even remain silent when we could have shed light upon an issue?

EVERYONE BRINGS JOY TO LIFE – SOME WHEN THEY ENTER, OTHERS WHEN THEY LEAVE.  OK, so this one is tongue in cheek – but so appropriate!  How often has someone interrupted you during the middle of a thought – as you were just about to solidify an epiphany that would surely change the world forever?  Sure, we need others to live life to its fullest, but we all have times when it seems that others might “do more good” talking to someone else than they do disrupting our thoughts!  Enjoy the variety that people give the world around you – if everyone thought and acted as you do it would be a terribly boring (or an extremely predictable) world!  Do not isolate yourself from those around you as their perspective (no matter how disruptive it might be) just might be the key that unlocks the door to our understanding.

Several within the novel “Atlas Shrugged,” Ayn Rand’s epic tale about how the “engine of the world” was silenced (whose fiction is hauntingly similar to the reality we see within today’s headlines) would include:

·         A creative man is motivated by the desire to achieve – not by the desire to beat others.

·         The hardest thing to explain is the glaringly evident fact that everybody has decided not to see.

·         Achieving life is not the equivalent of avoiding death.

Do you have any baseline “truths” upon which your lift has been built?  Perhaps you could find hope by not asking (or seeking) “who is going to let me” but rather living (and believing) “who is going to stop me?”  Do not become your own worst enemy by believing a dream to be impossible – abandoning it before the journey towards its realization can even begin.  Do not apply “blame” without accepting responsibility.  Do not look for reasons that would keep you from accomplishing something, rather seek ways that would allow it.  Do not refuse to establish goals for fear of failing – rather establish lofty expectations that require hard work and effort to accomplish so that you might be proud of your efforts when (not if) you do succeed.  Remember that all things are possible, some just take a little longer to accomplish as they require a bit more creativity, thought or planning. 

In the big picture, improbable does not mean impossible.  Equality is not the same as equitability.  Holding back does not mean giving up UNLESS you fail to begin.  Life has many beginnings but only one end.  Make the most of your opportunities as you seek new and different ways to make life truly matter – taking the time to develop and hone the talent needed to equip yourself with the tools needed to transform who you are to the successful individual you wish to be (and know you can become)!

FIRST IMPRESSIONS CAN BE MISLEADING...

Because we are people (and tend to rush to judgment), our “first impressions” often label those we encounter as being either “good” or “bad” (before we take the time to validate our assumptions).  While we often must act quickly, if we want to develop long-lasting or meaningful relationships we must take time to learn about others – about why they think, act and respond as they do rather than basing our opinions ONLY on what we see being accomplished – if we are to accept (or at least understand) people “as they are” rather than force them to become “what we would wish them to be.”  Four things we should consciously (and intentionally) avoid when meeting people for the first time (as our initial impressions and perceptions are established) would include:  

Investigate fully before making a judgement rather than allowing unfounded perceptions or “surface-driven” first thoughts to form your baseline from which all other actions, thoughts or decisions are built.  Working with a small machine shop that was struggling financially, a business owner reported that he would like all his employees to be like the 76-year old machinist that came back to work after retiring for a couple of years.  He cited the man’s loyalty and experience-based leadership – his ability to set an example for those working with him.  When asked, employees said that working with this “poor man” reinforced that they should jump at the first job opportunity that came along because they did not want to end up working until they were 76 because retirement was no more than a dream.  A “first impression” could have been established by listening to either the owner or the employees but looking into the “rest of the story” revealed an unconsidered truth.  The 76-year old knew what the owner thought and was pretty sure what his peers thought about his working but that both were wrong.  He stated (because someone had asked) that “if they knew my wife they would know why I like coming to work!”  Often our perceptions taint our thinking and we make decisions based on inaccurate (or untrue) information.  Always learn all the facts before making a judgment.

Before acting, clarify some of the “whys” before rushing to judgement on what was done (or not done) as anticipated.  Many years ago, my wife and kindergarten son were engaged in a heated discussion when I arrived home from work.  He found himself in trouble at home after going to the principal’s office for hitting another child with leaves on his first day of school.  My wife could not understand why he was sent to the office for hitting another child with leaves and he did not understand why she kept asking him the same question after he had clearly and concisely answered her inquiry with a specific and detailed response.  She was trying to extract an answer based on the information she had been provided – that he had hit someone with leaves and been sent to the office to explain.  He was answering her questions without offering any more information than asked – that he had hit someone with leaves and did not understand why he had been addressed.  I looked at my son and said, “How big of a stick were the leaves on?”  He quit crying and said “only an inch or so but nobody ASKED me about the stick!”  We often lose sight of where we are going because we so focus on what we think we know to be right.  Never form an opinion without first thinking about all the things that COULD BE rather than simply focusing upon what we think IS or has been in the past.  Acting on available information without asking for expansion or seeking clarification can often lead to disaster.

Do not assume to know what others are thinking or limit what they could contribute by inserting personal biases into their lives or extending your own limitations into their potential.  One of the most critical components within any relationship is to identify both strengths and weaknesses – maximizing the positive contributions while limiting those that might be more detrimental.  When asked, “What is the purpose of your job, an employee told me it was “…to bring to fruition the dreams of the owner.”  While this answer did nothing to define job responsibilities, it DID speak volumes to the owner about the employee’s understanding of his role in the company.  After reading that one response the employer started to think differently about his workforce, including them in decisions because they were much more invested in their future than he had previously thought.  In thinking that his employees “did only what they were told” rather than believing they could “contribute positively to his dream,” the owner had stifled the expression of improvements his staff could have made.  By listening to their suggestions – regardless of what he thought they might be able to contribute – his company began to grow and prosper exponentially.  Though many of us fight hard to “do things our way” and overlay that “way” upon those we work with, whenever we listen to others we find their contributions can be meaningful IF ONLY we allow them to express their thoughts, learn through failure and feel safe to grow. 

Think before acting – then act before your thinking paralyzes you.  Many individuals tend to shoot before aiming – often prior to even establishing a target – then spend countless hours repairing the damage they may have done through their rash actions.  While “things” can often be repaired or replaced when damaged by actions that disregard potential consequences initiates failure, PEOPLE tend to “scar” more easily and “fail to forget” more than they could ever learn from criticism (be it gentle OR relentless).  Forming a “first impression” is normal and natural BUT refusing to move beyond that baseline after learning more about a person, place or situation creates the basis for ongoing disappointment, frustration and failure.

People can contribute positively to us OR weigh us down, depending on how we approach them.  Rather than allowing “first impressions” to set your direction, make sure you pay enough attention to what is being said by others, why things are being done as they are, and what else could be accomplished.  When we verify our perceptions before we pass judgment we can often avoid making assumptions that could lead us down the wrong path.  If we actively seek what others think, listening to what they say (with both their words and their actions), we may find things are done for a reason (though not necessarily YOUR reason), move forward with good intentions (though not necessarily YOUR good intentions) and accomplish much (though not necessarily what YOU thought should be accomplished). 

ECONOMIC AND EMOTIONAL HALFTIME OBSERVATIONS FOR 2015

Baseball is moving towards its all-star break (and the Tigers are struggling).  The Women’s World Cup has been completed (with the United States victorious).  Nike just signed a major contract to “outfit” the University of Michigan’s athletic teams (football season must be just around the corner). Surprisingly, 2015 has reached its halfway point, as well – revealing some interesting highs and lows that warrant discussion.

Michigan has experienced an excellent “growing season” to date – with crops and mosquitos greatly exceeding expectations (though golf courses and other facilities depending upon warm, dry weather are suffering).  Our Great Lakes, inland lakes and streams have reached near-record levels due to our abundant rainfall (but the west coast is preparing to ration water due to several years of drought). Our strategic oil reserves have reached capacity so a brief period of relatively inexpensive gasoline is helping us to travel more this summer (but government and environmental authorities seem committed to advancing solar and wind power by investing heavily into not-yet proven technology). Our economy seems impervious to disruption (though finding qualified workers is posing a significant challenge to our local employers and the International Financial situation in Greece has significantly subdued our national economic growth). We seem to be experiencing a time of contradiction – a period when all looks well on the surface until we dig down a bit to reveal a convoluted and unpredictable core.  Looking into some of the issues we are facing, some sad realities become apparent.

Why do we expect inexpensive gas and oil to be an everyday reality when we celebrate the fact that major oil companies must pay unprecedented penalties ON TOP OF repairing damages created by workplace accidents?  How can we expect alternative energy sources to emerge when we place in their paths insurmountable roadblocks?  How can we harness the wind’s energy when everyone wants turbines placed in someone else’s backyard?  How can nuclear energy grow when it takes nearly ten years to approve and build a new power plant?  Renewable energy sources are part of the solution – yet wood-burning furnaces have been restricted in many communities because they put out too much pollution.  While the impact on individual lives is staggering, the same people who enjoyed high-paying jobs within energy-producing companies lobby for compensatory relief and life-long security from their former employers should an accident occur.  Have we become a nation that takes credit for the good in life, seeking bounty from its offerings, yet assigning blame to others for the bad, seeking retribution and gain from their losses?  It seems that this dark aspect of our nature has not changed during the first part of 2015 – far too many seek to gain from others pain rather than trying to benefit from their own investments of sweat equity.

Small companies are expanding but are operating with fewer people making more things.  Since efficiency is up, expanding opportunities will not likely return our workforce to previous levels.  New companies are entering our region BUT employees able to do available work are coming with the company from outside of our current workforce (not everyone is eager to learn new skills).  While jobs are available, a higher level of expertise is required for employees to program machines, work with computerized systems and effectively communicate with others (both internally and externally).

While most companies have not given excessive pay increases during the last several years (if one pays attention to the media, our employers are exploiting their workers and making obscene profits), lower-paid employees have been added to the workforce so average rates do not appear to have increased as much as they have.  Interestingly, whether the economy moves along at a 2% or a 4% growth curve, average worker wages seem to increase (on average) about 2.5 – 3% (reflecting an influx of lower-paid workers into an economy filled with highly experienced workers).  Automotive suppliers seem to be stronger than in the recent past (but anticipate a bit of a slowdown through the first part of 2016).  In that next year is an election year, we often see a general slowing of the economy after May or June until the outcome of our vote has been revealed.  The service-sector is growing yet many non-profits depending on State funding are justifiably concerned as their income streams have been effectively choked off.  Our economy is improving but balances precariously on edge with any shift or delay from current growth trends poised to deal a staggering blow to our recovery.

As the second half of 2015 approaches, perhaps it is time we all returned to our roots – a free-market economy in which demand (rather than mandate) established supply and innovation (rather than mass-production) fulfilled our countries’ needs.  Long-term success always has (and always will) come to ethical people who produce an excellent product, provide exceptional service at a competitive price and/or enter into meaningful 2-way relationships that provide “win-win” situations rather than “my way or the highway” exclamations.  Though our region’s economic engine has not yet fully abandoned its “full steam ahead” expectation, we do hear initial rumblings asking, “What happened to all we had?”

Looking back at mid-year should encourage us to celebrate our accomplishments mildly – to enjoy all that we have done and immerse ourselves in the good that has come to us.  We must also, however, maintain awareness of what has yet to be identified (achieved or accomplished).  Much positive has happened during 2015 – perhaps it is time we allowed those things that have been but visualized to this point to become inspiration and destination for those around us as they continue to move forward through the second half of this year - as we bring reality to the dreams of our future.