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Category: Business & Communities

The essence of leadership is follow me

Even if it is only out of curiosity

Now who said that? Colin Powell, I believe, speaking to HR managers in the UK.

Culture, attitudes, behavior

My friend Steve Roesler at AllThingsWorkplace posted today on workplace culture, and how hard it is to change behavior. This is a central topic in social and organizational psychology. Can we change an attitude without changing behavior? Can we change behavior without changing culture? What sustains culture?

Earlier today I read a similar article in TimesOnLine on whether politicians can change British drinking culture by decree.

David Aaronvitch used a neat phrase:

“Fashion, popular culture, whatever you call it, found a way round authority, because it didn’t depend upon authority, or even upon establishment approval.”

This is the same phenomenon that Steve is talking about: informal culture and power. Should we despair as the TimesOnLine suggests? Brits are drunks – live with it and laugh at politicians nannying us again? Can cultures be modified?

How do we change patterns?

My social media friends will phrase this differently: can we organize viral campaigns?

I think we often put the cart before the horse.

Change effects tend to be spiral, or recursive. In other words, the change creates the change. And a forward change can cause a backward effect, necessary for the forward change.

So why the cart before the horse? We want the cart to be moving along with the horse following.

To get change, we have to join in. We have to be there in other words. We have put ourselves out there and be changed in the process. We have to believe that cart is worth pulling. We have to notice when it starts to roll back and judge whether to roll with it or dig our heels in.  We have to believe in it enough to feel the harness rubbing . . .

It is the linkage that is critical.

Being a player

In organizations, it is the willingness to be a player: to really put our money on the table. Willingness to win and to lose with everyone else.

  • Are we willing to sit at the table and make tough choices? And be accountable for the consequences?
  • Do we believe in our people enough to be accountable on the bad days?
  • Can we have the courageous conversations about what is truly rotten?
  • Can we accept the challenge about how we have treated people?
  • Can we do all of this will only one end in mind – keeping the group there for its members?

We don’t want to be talked at.  We want to talk with people who are also vulnerable in that their pride, future, pleasure, is also at stake.  We want to talk seriously with people about why we are doing this, whatever this is, and authentically discuss what is at stake for everyone.

Can we link our our futures to that cart?

Leading from within

This is the competency that HR Managers struggle with.

This is the competency that I hope social media managers will learn early ~ to be a player.

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ROI for Social Media

After the Bucks08 Social Media Camp, I found some figures on the effectiveness of Barack Obama’s on-line campaigns and came up with a rule-of-thumb magnitude figure of 65.

Here are some more numbers on how much Obama and Clinton spent on social media. I am not sure I understand them fully. Someone else might like to comment.

  • $1m to Google? For ads?
  • Nothing for consultants? Mmm . . . does this mean Clinton’s spend on social media consultants . . . mmm . . .

Social Media Mafia is probably more interested in what was done, when, where, by whom, etc.

  • The pundits believe that the Obama campaign has ushered in the internet age just as Kennedy ushered TV when he defeated Nixon.
  • I still believe the effect works in the opposite direction.
  • A new generation came of age with a new technology and a new candidate was in tune with the new generation and new technology.
  • After all, all the candidates have access to the same media. Clinton seems to have spent masses on social media experts (correct me please if I have the wrong end of the stick here).
  • McCain has been spending but not getting the same results either.

If I am right in my thinking, we have a spiral effect.

  • A new era arrives with new issues.
  • Sometimes, new times are marked by new communication technologies (e.g., TV, internet).
  • Sometimes, through the accumulation of demographic facts and figures (births and death rates), a generation is particularly large (baby boomers and Gen Y) and they have the numbers to influence politics and purchasing,
  • Sometimes, a politician arrives who understands the issues of the time, the new technology and the concerns of the young largish population.
  • Sometimes, the politician has done his (her?) homework and positioned himself ready to move into a party’s mainstream. And, sometimes, he has prepared himself by acquiring the management experience to direct a massive campaign

And then with this platform, the spiral can kick in, but it is not automatic.

  • The new technologies tend to be more democratic. Candidates are more visible and more accountable.
  • More democracy means more feedback and information to the candidates, who can interpret it and adjust as they see fit.
  • The stance they take is visible to their constituents
  • And thus the ‘dance of leadership’ begins

The spiral can go up, or down, depending on how our response (and non-response) is received.

And remembering that other candidates are doing the same thing and that the future is not known, the side that wins is the side that keeps it up, has reserves for the bad times and survives ‘events, dear boy, events’. In a competition, we have no guarantee of winning. Competition, yeah?

And what is our role as social media consultants?

  • Many of us concentrate on creating the platform: I’ll put that aside for the moment.
  • When I was training psychologists, I would tell them if you are a police psychologist, first be a police officer – live and breath policing. If you are in wet food industries, get to know the industry backwards, etc. We need to begin with experts on the industry we are serving and experts on the social side of that industry – who is in it, who communicates to whom, about what, using what, where are the coalitions, how do they form, what are the issues, what is the current groundswell? Let’s layout the social ecology as well as we can at the outset.
  • Then use SEO techniques to add to this analysis.
  • Have a forum where this information is fed into the leaders and digested so they have taken into account all that is known and knowable about the social side of their industry.
  • Be involved in formulating responses and align the social media responses to responses in other channels.
  • Raise the issue of timing and ensure that the forum is meeting sufficiently often to hear the quicker response that comes from social media and to formulate the reply – remember this is a dance – if our partner has to ‘wait’ for our response . . .
  • Coach on how our response has been perceived – was it liked and why? We must have the capacity to answer why and what would our constituents prefer?

We must be able to discuss the consequences of the preferred response on parts of the social fabric who don’t use social media, and, the consequences of not delivering what is preferred on the people who do use social media predominantly.

Metrics must tell us more about our people and the direction they think we must go. “There go my people. Quick, I must find out where they are going so that I can lead them!”

I’ll be at MediaCampLondon on July 5 2008.

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May 2008 wrap-up: mess or dazzling facets of a diamond?

What a month!

I am a psychologist with a strong background in HR consulting (the stuff you don’t see – pay, job, organizational design, etc.). I am a Zimbabwean. I was living in the Asia Pacific, and now I live in the UK. I teach in universities and have a lot to do with Gen Y. And I am seriously into social media – you know, blogs like this, Facebook, etc.

All of this came up in my blog this month. To a newbie, it must seem as if I am jumping from one topic to another.

The big event in Harare this May was waiting for the Presidential results to be announced. While Zimbabweans were waiting-and-waiting, and while the most horrible violence escalated, artists went ahead and held their annual Harare International Festival of Arts, with a catchy title, the Art of Determination. Pithy puns, in the midst of despair, and art that is timeless.

At the other extreme, quite by chance, this May I stumbled on the phrase and cartoon character, Mr Kiasu. Through Mr Kiasu, I met Singaporean social media evangelist, Daryl Tay, who alerted us to a great presentation on social media for beginners. Kiasu is also an symbol of determination – but of the dog in the manger sort – I don’t want it, but you can’t have it. A safer place to be, perhaps, than in Harare right now, but actually, less healthy psychologically than the Art of Determination.

And that is the diamond in the center of this all – that strong sense of survival and expression that underlies everything we do.

  • It is the subject matter of positive psychology.
  • It the key process we are managing in the HR office (despite the paperwork) where we have one goal – to produce a prosperous, happy firm.
  • It is the key process that social media leverages or liberates.
  • And it is why social media is a fascinating challenge for managers, marketers, HR, psychologists and anyone else who think ‘people & enterprise’.

My other posts pivoted around this theme of making positive spaces

– where we have freedom to pursue our interests & our identity

– and where giving freedom to others expands the freedom we have ourselves.

  • The pattern of an unconference and the success of Bucks08: here
  • How to understand the value of the community created by social media: here, here, and here
  • And a ‘twist in the tale’ of Clay Shirky‘s keynote address about the centrality of participation in the expectations of Gen Y and Digital Natives who come after them.

And as for diamonds

De Beers has announced that it is moving its diamond sorting house from London to Gaborone in Botswana (you saw No 1 Ladies Detective Agency, didn’t you?).

Makorokoto, Amahlope! I salute you. The significance of an industry always associated with London moving to Africa is huge indeed. We are proud!

Thanks

I have many people to thank as well for a great month.

To newcomers to my blog, Daryl Tay social media evangelist in Singapore, Jackie Cameron Gen Y coach in Scotland, Dan Thornton community marketing manager in Cambridgeshire, Paul Imre social media guru in High Wycombe, Peter Koning social media guru on Facebook: welcome and thank you for making this a productive month for me.

Scott McArthur of HR 2.0, hope we will finally meet! MediaCampLondon on July 5 is a date?

Steve Roesler, OD consultant Stateside and conservation master extraordinaire, thank you for linking to my article “Who moved my mouse?“. You sent me a lot of traffic!

And a very big thank you to Chris Hambly of Audana and the Social Media Mafia for a most productive and enjoyable meet up at Bucks08 and for all the on-line interaction afterwards.

If you are interested in modern management and haven’t checked out Steve Jurvetson’s Flicker blog, I recommend it highly. And, if you like rockets, check him out on TED too!

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Yesterday I pondered on pull advertising, here . .

Via Twitter, thanks to Daryl Tay in Singapore, a simple account of social media suitable for novitiates.  Pull advertising is shown at the end.

All that is missing is an aggregation site to save us the search – run by the vanilla factory of course!

 

UPDATE: We expect the push methods of the 20th century by replaced by pull methods of Toyota.  We only send work when someone signals they want it!

Daryl linked to a good little video the illustrates how much business has changed.

THE RECOVERY:  If you are planning ahead to the recovery, this video is a good place to start.

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I want chips

A Skribt request on Scott McArthur‘s blog throws an interesting challenge: let’s talk about the basics of HR.

I gave that a bit of thought in a wander around the block. And I thought of three things.

Big and small firms

1. The basics of HR in big and small firms seem, on first glance, to be quite different.

Paper work and consulting

2. If the owner of a small-enterprise, asks us for help, say in appointing their first employee, our minds probably leap to ideas about writing the employment contract, for example. I think the leap to paperwork underpins the essential credibility problem of HR.

Yes, the business person is probably in a hurry. And yes, the paperwork and government regulations appear to be the most important issue. We are failing our client, though, to deliver what is after all for us a form-filling exercise.

The issue facing the small business is not paperwork, though it is good to get that right. The issue facing the business person is change. Yesterday, the business accommodated the aspirations of one person. Tomorrow, the business will accommodate a second person’s hope and dreams, expectations and life chances. The minute a second person walks in the door, that business is changed irrevocably.

Are the interests and motivation of the second person a nuisance? Should we try to contain their energies and motivations with contracts and rules and processes, or whatever else?

OR, should we treat the second person as an asset? Should we engage the business person in a discussion that reveals opportunities the business person had not previously thought of? We may need consulting skills to have this conversation, but have it we should.

Admin and managing many conversations

3. Is the HR task any different in a large firm? I don’t think so. Not when I think of HR as leading change.

It is just that in a large firm, we have the aspirations of so many people to consider and formal procedures are useful. That is all recruitment, selection, job evaluation, etc. do for us: manage conversations in a way that our diverse aspirations add surprising business value.

The challenge though is to engage a business manager in a hurry.

Thanks to the anonymous person on Scott’s blog. Does this help anyone else?

UPDATE: I can confirm.  The difference between HRM in small firms and big firms is that in small firms you have to work as fast as everyone else. In big firms, we learn to be slow and unwieldly.

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Do you think HR could ever be elegant?

Elegance and HR?

Mmm, that sounds like asking me to cook a souffle.

Today, two things happened today.  First, someone on LinkedIn asked why policy and procedures are important in HR.  As he had asked twice before, I took him to be a student who was trying to figure out how to structure an essay and decided to help him out on what is after all an not well articulated topic.

Then, I had dealings with an HR Department, and I despaire.  I had to put my CV through them on their form.   This form is well over 10 pages long and with all the additional information they want, it could well stretch to 20 pages.  It was in Word, not a wiki, so very difficult to manage, and eventually, approaching exhaustion, I printed it out.  I have an HP printer (another sad story) and the pages tend to shoot up all over the office.  Guess what, they weren’t numbered!!  Deary me – what is it with HR?

So, what did I say to the ‘student’?  I suggested his question is what policy and procedures do we need?

Documents I expect to see in a well-run HR office

1. Strategy (a detailed file with a short synopsis for circulation)

  • The nature of our industry
    • How demand for labor arises in the firm and what moderates demand – technology, short term volatility, etc.
    • The supply of labor in our industry (occupational structures & training)
  • Our firm’s competitive position
    • Current and desired
    • Our firm’s strategy for reaching its desired position
  • HR strategy
    • Desired internal labor market strategy and corresponding relationship with the external labor market
    • Specific features that result: training, supervision style, etc.
    • Include leadership and consultation style that we need and why (see 4)

2. The soft behaviors essential to be competitive in our business (detailed trail of the research and analysis and short engaging persuasive summary for distribution)

  • Talk to all stakeholders about their tacit knowledge
  • Drill down to the link between the behavior they espouse and the link to competitiveness in this industry
  • Tell people what behaviors are required in what situations and why

3. The policy and procedures manual

  • The purpose of a policy and procedures manual is to reduce administration.
  • Is it clear to anyone at a glance what they have to do?
    • Test all p&p with the most impatient and the most analytical.
    • Anything debatable does not belong here.
  • Some people have a gift for simplicity and elegance.  Ask them to review the P&P.

4. Methods of adjudication

  • An organization is an arena of conflict and bargaining.  Ultimately the test of HR is the quality of its refereeing.
  • Define the decision making processes in the organization and processes of consultation required for each decision.
  • Ensure that everyone is able to argue a position vigorously and robustly without recrimination, and that everyone affected by a decision has an equal opportunity to do so.
  • Ultimately the added margin that our people bring to the firm comes from these moments.  Because they can be contentious, we need to manage them well.

5. Review of HR Strategy, Policy and Procedures (a schedule and last year’s file)

  • When is HR Strategy reviewed and in conjunction with what other review processes?
  • When is HR implementation reviewed and how?
  • How can any  member of the organization prompt a review?

Keep it thorough but simple

Forms that are over 10 pages long without page numbers just don’t meet the simplicity principle.  Sorry!

I have worked in a place which had a standard contract for all employees (couple of blanks to fill in).  We had one form to fill in each year (it did require 6 copies oddly).  Our annual report went via the department/division/organization report.

As a general rule the organization ran on five principles:

a) Put your proposal in writing before we discuss it.

b) Confine yourself to one side including the routing (we ask A to make a decision for onward submission to B to . . .).

c) Brief everyone prior to the meeting. At the meeting we will discuss the proposal together and decide whether to back you or not.

d) If you cannot speak succinctly to your paper at the meeting and answer questions crisply, we will ask to withdraw your proposal.  By all means, come back when you have your thoughts together.

e) No decision is ever, ever made retrospectively.

What a simple life.  Other organizations may need another list of principles to match their organization.  But they can be simple. Indeed they should be simple and they will be simple if you have done the background work on what you do and why!

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Dam it! The potential of social media

Kariba Dam wall by acidwashtofu in Flickr

Hat-tip for the picture of Kariba Dam wall: acidwashtofu on Flickr

Metrics, marriages & dams

We had a good session on metrics at Bucks08 Social Media Camp at the weekend, and no sooner than we had got home, Dan Thornton, a community marketing manager with Bauer, and Paul Imre, a web specialist from High Wycombe, had translated our discussions into models.

Dan used the parallel of a marriage, to ask how well our social media functions. Paul asked about how much we should invest in social media. He followed up Toby Moores of Sleepy Dog, who had commented that social media was essential infrastructure, much as electricity in our office – essential and not debatable.

Paul asks

  • Does social media increase our collective potential to act?
  • Can we estimate in advance how much we will increase in our capacity to act collectively?
  • And, consequently, can we judge how much to invest in social media?

He used the metaphor of a dam to capture these ideas.

Collective potential and the amplification factor

As luck would have it, there was a lull in the American elections this week, and several articles on how the Barack Obama campaign used social media.

Look at this profile. One of the factors prompting Barack Obama to run for President was that supporters, not his official campaign, his supporters set up a campaign in My Space with 160K members.

Obama expects ultimately to raise USD1bn online. As online donations tend to be around 10 dollars a pop, there is, by my calculations, an amplification factor of 650.

I like this example because it provides a working example for Paul’s metaphor of a dam. The My Space campaign captures and concentrated the energy of 160K supporters. That reservoir helped provide the energy or impetus for a ‘real-life’ action – Obama throws his hat into the ring.

Obama’s campaign is using social media formally. He has a media strategy and staff. Certainly, his use of social media has helped his campaign. It is nice to go to You Tube and pick up his latest speech when I want to.

But I doubt that social media has had a large impact on his campaign. His campaign is still led by ideas, policy, rallies, phone calls, etc. etc. What social media has allowed, are additional forms of communication and additional forms of donation. If it is easy to donate USD10 or 5 pounds, you are more likely to do it.

The amplification effect is reciprocal. The social media concentrates loyalty. Loyalty affects the leader. The leader amplifies loyalty. And we see the effect in the social media.

When it comes to investment, these figures illustrate the size of things. If I suspect I can swell my audience from 160K to 100 million, with the corresponding increase in revenue (4 times I believe the last record), then investing in the infrastructure is worth it. It would be nice to know the cents spent on social media per vote. I suspect the money spent on social media is trivial compared to the money spent on conventional advertising, air travel, etc.

A quiver full of questions

I like any idea with heuristic value and the dam metaphor prompts several questions and rules-of-thumb.

1 Community first

We don’t locate a dam anywhere. We need a catchment area where rain falls, dribbles into rivers which flow into a wider river which flows onwards to the sea where we can no longer use it for drinking, etc.

In social media, we need to understand our community and where they hang out in the social media – Facebook, LinkedIn, and so on.

2. We add a new marker for our community

We don’t build the dam wall anywhere. We must capture the water. With a dam, we build the wall in a narrow place with a natural basin behind it to store the water.

The same principle applies in social media. in LinkedIn, asking a question temporarily captures interest. I understand Second Life works around events. We need to understand the topography of the medium to know how to cocoon our community.

3. Engineer in context

We don’t build the dam wall anyhow. The wall must be an effective piece of engineering and it must work in situ.

Most writing about social media is about the engineering. Less is written about engineering in context. We need to know about the context too.

4 Be very, very responsive

We need to maintain the wall. I know that Kariba, the second highest dam in the wall, is constantly maintained by divers who swim with giant crocodiles (trolls?)

We know that we must be very responsive and very honest in our dealings with online communities. We are likely to learn more.

5 Why are we getting together online?

And we need a reason for the dam. We build dam walls to provide us with hydroelectric power, water and irrigation.

We need to know why we are building the ‘container’ of interest in the media space. What is it that many of us can do together that we cannot do alone? Do we understand the power of community in the context of our business? I would begin by asking business clients about their community and how they relate to it.

6. Where does our business stop and where does our community begin?

We need to understand that we are changing the patterns of interaction. With real dams, water upstream and downstream is owned and used. When we build a dam we have to negotiate water rights far afield and it is very likely that our interaction shifts a level from the individual to the collective. We might even shift from the private to the public domain.

I ‘hear’ this as being the biggest mental shift for business people. In ‘dirt-space’, usually a strong community leader emerges who talks about the possibilities of things like dams and mobilizes people to imagine the possibilities.

7 Lest we forget

Some people lose out altogether. When we build a dam, we flood peoples land.

Who will lose out and what do we intend to do about it?

8 Side-effects

Dams also change the pattern of use. If you search for Kariba on Flickr, most pictures are about recreation and tourism. There are very few pictures about hydroelectric power or the people who live alongside the lake.

Every action has a reaction, and a heap of side effects!

9 What is the multiplier effect?

And ultimately, can we imagine the impact of our dam? When we understand electricity, we can imagine the benefit of a national grid – or can we? Massive amounts of reliable electricity transform the potential of the economy. We aren’t talking about more of the same. We are talking about infrastructure that liberates us from drudgery, from limiting our work to daylight hours, from winding up our USD100 laptop, from lugging paraffin to power the fridge for our medicines. If your business is based upon that drudgery, you may not be happy to see electricity on tap, or on switch, rather.

This appears to be the second place where we stumble. I would look for the opportunity precisely at the point we say “I’m alright Jack”.

And is I suspect that ultimately, we are going to have to walk-the-talk. Like Obama, we are going to have to throw our hat into the ring and prove the point. And to do that takes confidence in yourself, your community and a critical mass of believers (or hopefuls – sorry!).

Next social media unconference

If you are interested in social media, the next unconference is in London on July 5.

Sign up social media style on the wiki. It’s free. And present if you would like to.

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Fractal . . . and positive psychology

Phoenix de Julia

So what does fractal mean in plain language?

In the social professions that are my milieu – psychology, HR, workplaces – fractal means “walking the talk”. It means using the working procedures you would like to see in an organization to bring those working practices about.

It means delivering democracy through democratic means.

It means having the same pattern of organization throughout the organization.

I attended the Bucks08 Social Media Camp

at Bucks New University in High Wycombe on Saturday 17 May 2008. It was organized by Chris Hambly and kindly hosted by Bucks.

It was an unconference. It is free, and registration is simple on an open wiki. Any one who wants to present, signs up in the room and time slot of their choice. It is gently organized with people changing rooms on the hour as they wish.

Around 60 people converged from as far afield as Brighton, Leicester, Nottingham and Sweden (yes, it was international with people from at least 7 countries there). Personally, I went to sessions on

How was this fractal?

Social media capitalizes on self-organization. We provide a framework where people can “read and write”. Social media is a framework in which the audience has a voice.

An unconference is minimally structured and, far from being disorganized, captures the energy of people with a purpose. So it is fractal in the subject matter is participation and the method of organizing is participative.

And then it becomes fractal again, because participants leave and blog about the conference on their own initiative and using their own resources. Before I had got home, a High Wycombe website designer, Paul Imre, had written up the session on metrics. Dan Thornton wrote up his take on social metrics with a parallel on reflecting on your marriage. Michael Clarke provided a running blog on the same session with comments on the whole day.

And it becomes fractal again, in that Dan & Paul summarized the discussion with the metaphors of marriages and  “investing in a dam” to build and release potential.  Dan’s metaphor was about managing social media.  Paul was talking about deciding how much to invest in social media.  In so doing, they effectively advanced the discussion and took it to another level. Within the afternoon, several people had replied, continuing the engagement, which I suspect will continue in other forums too.

Bucks New University must be very proud. They would have been happy, I am sure, with a smoothly organized event. This was so much more: it illustrated the power of social media, it supported a community of practice, it engaged new people, it generated new material.

To use Paul’s metaphor, investment that increases potential and to use Dan’s, when we enjoy ourselves, we come back for more!

PS The next media camp is at SAE in London on 5 July 2008.

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The Art of Determination

Harare International Festival of ArtsDo not ask life for meaning, ask rather what meaning you give to life?

With apologies to Viktor Frankl who made the acute observation that we have to respond to the challenges that life present to us.

The Harare International Festival of Arts took place in Harare as scheduled – in spite of 165 000% inflation, in spite of delayed election results, in spite of the increasing violence.

Life informs arts.  Photographer Chris Kabwato  blogged his pictures including witty exhibitions in the Zimbabwe Art Gallery.

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Mr Kiasu

The Coxford Singlish Dictionary, a light-hearted lexicon of Singlish published in 2002.Image via Wikipedia

 

I learned a new word today: kiasu.

We are showing ‘kiasu‘ when we load up up our plate with food “just in case” the food gets finished. Over-competitiveness.

It is a Mandarin word, and Singaporean cartoonist, Johnny Lau, has a cartoon character, Mr Kiasu, who in Singlish, “everything also I want”, “everything also sure win”, “everything also I grab”.

Apparently, the closest English expression is ‘dog in the manger’. I cannot eat the hay, but I will not let you have it either!

Apart from the fun of learning a little about Singapore culture and humor, this reminded me of Steve Roesler‘s post on over-managing our children. I thought you might appreciate it.

I wonder what the opposite is? Certainly the word ‘savor’ comes to mind. It being the weekend, it is nice to think of judging the shopping so finely that we have a few really delectable meals . . . and a bare fridge by next Thursday.

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