Showing posts with label work. Show all posts
Showing posts with label work. Show all posts

Tuesday, August 14, 2018

New post for PNC's former CCO

New post for PNC's former CCO


By Patty Tascarella – Senior Reporter, Pittsburgh Business Times
Aug. 14, 2018

PNC Financial Services Group’s former chief communications officer is the new CMO at cybersecurity firm SonicWall and is based in Dallas.


David Chamberlin resigned from PNC in late June after more than two years as CCO. He had joined Pittsburgh’s biggest bank in 2015 as senior vice president and director of internal communications.

PNC (NYSE: PNC) has not announced Chamberlin’s successor as CCO. Chamberlin had previously served as executive vice president and general manager at the Dallas office of PR giant Edelman’s, and led its data security and privacy group. Before that, he had worked for SonicWall CEO Bill Conner at Nortel.

Chamberlin said he was pleased to reconnect with Conner and members of leadership team, return to cybersecurity, and to formally expand into marketing.

“It’s been something I’ve wanted to do for a while, especially since I’ve done a good deal of it during my career overseeing marketing, advertising, social and sponsorships at various times,” Chamberlin said.

Wednesday, February 17, 2016

Chamberlin to Lead Comms at PNC


http://www.odwyerpr.com/story/public/6351/2016-02-17/chamberlin-lead-comms-at-pnc.html

Wed., Feb. 17, 2016

By Editorial Staff

PNC Financial Services Group plans to elevate David Chamberlin to EVP and chief communications.



David Chamberlin

Chamberlin, who joined the bank last year after serving as GM and EVP of Edelman's Dallas office, is in line to take the reins in April from Donna Peterman, who is retiring at the end of March from PNC and held the top slot since 2003.

He was previously posted in Shanghai for Edelman and was a senior VP MSLGroup. He was in-house as head of PR and partner communications for JPMorgan Chase and directed communications for Nortel, as well.

Pittsburgh-based PNC posted net income of $4.1B in 2015.

PNC names new chief communications officer

Feb 17, 2016, 
PNC Financial Services Group Inc. has appointed David Chamberlin to executive vice president and chief communications officer, effective April 1. He will succeed Donna Peterman, who has held the post since 2003 and is retiring on March 31.
Chamberlin joined PNC as senior vice president and director of internal communications last July. He said he was attracted by PNC’s customer-centric reputation and culture.
David Chamberlin

Donna Peterman has built a tremendous foundation for the bank as it relates to corporate communications, so to be able to follow in her footprints is a great opportunity,” Chamberlin told the Business Times.

Chamberlin previously was executive vice president and general manager of PR giant Edelman’s Dallas office and led its data security and privacy group. He also had led Edelman’s Shanghai office for two years. Chamberlin was senior vice president and director, issues and crisis management at MSLGroup; head of public relations and partner communications at JPMorgan Chase; and director of global communications at Nortel.

Patty Tascarella covers accounting, banking, finance, legal, marketing and advertising and foundations. Contact her at ptascarella@bizjournals.com or 412-208-3832.


Friday, January 22, 2016


PNC Financial Services ups David Chamberlin to CCO role

Added 4 hours ago by Diana Bradley , Be the first to comment
Former Edelman, MSL, and JPMorgan alum Chamberlin succeeds Donna Peterman, who is retiring after 13 years as PNC's comms head.
   
David Chamberlin David Chamberlin
PITTSBURGH: PNC Financial Services Group has upped David Chamberlin to the role of EVP and CCO, effective March 31.
As PNC’s comms head, Chamberlin will report to Karen Larrimer, EVP and chief customer officer. Chamberlin will oversee more than 70 staffers at Pittsburgh-based PNC and is tasked with leading external and internal comms, along with crisis comms, social media, and intranet management.
He succeeds Donna Peterman, who is retiring after 13 years in the position at PNC. Chamberlin joined PNC last July as SVP and director of internal communications.
Peterman said she recruited Chamberlin due to his corporate and consulting experience, but also particularly his expertise with cybersecurity, "an incredibly important issue for the financial services industry," she added. Chamberlin’s social media savvy also bagged him the role.
"[Chamberlin] had the right skill set and personality to help us evolve to an even higher level," Peterman said.
When Peterman joined PNC 13 years ago, it was a time of "great challenge" for the company, she added. Since then, it has evolved into a "sophisticated" organization, and the comms function has grown from 15 staffers to 74, said Peterman.
Chamberlin told PRWeek: "What Donna has built over the last 13 years in terms of the corporate communications function has been significantly strengthened under her leadership. I look forward to building off the foundation she has built."
As for Peterman’s next steps, she told PRWeek she is keeping her options open.
Previously, Chamberlin served as GM of Edelman’s Dallas office, and was also global head of the firm’s data security and privacy group between 2012 and 2015. Earlier in his career, he ran Edelman’s Shanghai, China, office.
He has also worked for MSLGroup as SVP and director, issues and crisis management; for JPMorgan Chase as head of PR and partner communications; and for Nortel as director of global communications, according to his LinkedIn profile

Wednesday, October 27, 2010

Pre-Election Office Politics - How Bosses Can Keep the Peace When Reds, Blues (and Other Hues) Get Riled Up

Election Day is one week away, torquing up partisan disputes in the workplace. Hot-button issues—from religion in schools to gay marriage to legalized marijuana—are turning formerly safe conversations into strident, divisive debates.

Campaigns have "become so negative and adversarial that it gets people all riled up," says Deborah Weinstein, a Philadelphia lawyer and adjunct professor of employment law at the University of Pennsylvania's Wharton School. "People will tell a manager or supervisor, 'I am being harassed by so-and-so because I'm part of the tea party,' " she says.

Ms. Weinstein says she's been contacted recently by more than a dozen employers seeking advice on managing political talk at work. She and other workplace specialists counsel that establishing rules of engagement is sometimes necessary. To keep the peace, bosses can simply remind people to focus on their jobs, stress the need to respect others' views or intervene to resolve conflicts between employees, if necessary.

Still, some employers accept political debates as a way of stimulating ideas and honing communication and teamwork. At GMR Marketing in New Berlin, Wis., political differences are treated "like college football rivalries. Just as you would trash talk the other guy's school on a big-game weekend, you make your point in a fun, spirited way," says Greg Busch, an executive vice president at the company.

Lately, the ice-breakers at weekly staff meetings have focused on politics. "Did you see this garbage on TV?" account supervisor Chris Boggs asked co-workers before a last week's meeting, describing an attack ad by a candidate blaming his opponent for trillions of dollars in federal debt. "How is one man responsible?"

Jack Sherman

A co-worker with opposing views jumped in, and "everybody else said, 'OK, you guys go at it,' " says Mr. Busch, who ran the meeting. "It's one Republican versus one Democrat, and it just becomes sport at that point: Who's the best debater here?" A few minutes later, Mr. Boggs and his opponent agreed to disagree, and everyone got back to work. Mr. Boggs says the debates often end with co-workers "patting each other on the back and saying, 'Good job. You're still 100% wrong, but good job.' "

Other workplace debates are less peaceful. Many of the issues driving current races are deeply emotional, going "back to the family, to cultural loyalties and how you grew up," says Sylvia Lafair, a White Haven, Pa., leadership coach and psychologist. Some campaigns are arousing fears on both sides that basic values are at stake.

About 38% of people say they have been attacked, insulted or called names when discussing politics, says a 2008 survey of 712 people by VitalSmarts, a Provo, Utah, corporate-training company. And only 15% are confident they can express their personal views fully without getting upset.

Private-sector employers aren't required by federal law to protect employees' free-speech rights in the workplace, except on issues covered by fair-labor laws, such as wages. Some states have laws protecting political expression at work. Most employers handle the issue by training managers to resolve conflicts and reminding employees to focus on work.

Trying to find common ground with a political rival can help keep the peace. When a past co-worker learned that David Chamberlin had once worked for a nonprofit that opposed her personal views on abortion, "she specifically said she couldn't work with me," says Mr. Chamberlin, New York, senior vice president for an international public-relations firm. He focused on doing good work and tried to find areas of shared interest, such as health care, and she calmed down, Mr. Chamberlin says.

Other times, co-workers have to be told how they are affecting others. When Mr. Chamberlin's co-worker began introducing him to clients and co-workers as "the arch-conservative," he says, "it was her way of trying to be funny, but it also labeled me very clearly." He eventually explained that the label made him uncomfortable.

Rather than arguing with a co-worker who brings up a contentious topic, try making your point with a personal story, says Susan RoAne, a Greenbrae, Calif., speaker and author of books about communication skills. If you disagree with a fellow employee who is raging about Medicare costs, you might say, "I hate paying taxes too, but for my mother, Medicare has been a godsend." And if a co-worker rants and raves, avoid rising to the same pitch. Instead, she advises, try to "get more centered and more quiet, and less emotional."

The stickiest issues arise when bosses talk politics. Some 35% of bosses openly share their political views with employees, and 9% of employees feel pressure to conform to the boss's views, according to a 2007 survey of 727 workers by Vault.com, an career website.

But some bosses manage to foster open discussions. A conservative on most issues, Tony Clement voices his views freely among his 70 employees at the Campbell., Calif., construction-supply company he owns. "Whether you agree with me or disagree with me," he tells employees, "at least understand what is going on in the world." Denise Harris, an accounts-receivable administrator and a Democrat, says, "I can disagree with Tony's point of view, and we learn from each other."

When Mr. Clement circulated a conservative writer's critique of the Obama administration by email among employees, Michael Brown, a salesman for the company and a Democrat, says he told Mr. Clement "that not everything you read is true."

Mr. Clement says he recently changed his attitude toward gay rights after discussions with Mr. Brown. He realized the issues "were more than two people screaming at each other on TV," Mr. Clement says. Mr. Brown adds: "It's great being able to talk to the owner of the company" about such matters.

Write to Sue Shellenbarger at sue.shellenbarger@wsj.com

Friday, December 04, 2009

The Kingdom Work of the Corporate World

Scanning the church directory you couldn’t help but notice: in almost every household, someone was, or had been, involved in business. Which means, if this church is typical, that God has called all but a handful of His people to some form of commercial enterprise. He hasn’t called them to missions or the pastorate or to any other “full-time Christian work,” but to profit-driven, money making, dog-eat-dog, secular business.

What, we might be tempted to ask, is God thinking? Christians are “not to conform any longer to the pattern of this world” (Romans 2:2), and yet business is relentless in its temporal demands. It’s a zero sum game: When one salesman wins, others lose. For lawyers to succeed, they must cause others to fail. If I work for Chevrolet, it’s my duty to steal customers, market share, and profits away from Toyota. Hardly a picture of a caring community.

Christians are commanded to do nothing out of selfish ambition (Philippians 2:3), but business, at its essence, is striving and acquisitive. It grows or dies. Microsoft, Google, ExxonMobil, and Wal-Mart swallow up weaker competitors. They expand across the globe, their profits unfathomable, as the value of their stock continues to soar — almost always at the expense of weaker, more vulnerable competitors. This is raw, naked, unvarnished ambition, and it makes business, at best, an awkward environment for humble souls who “consider others better than themselves” (Philippians 2:3).

We most easily spot the “pattern of this world” in man’s reverence for wealth. And the singular goal of nearly every business ever mentioned on the pages of Forbes or Fortune is to earn as much profit as humanly possible. When they evaluate corporate performance, Wall Street analysts, the press, and investors all join in Jerry Maguire’s once-famous chorus: “Show me the money!”

And the evidence from the church directory is indisputable: God’s people willingly — and even gladly — join forces with these worldly, ambitious, profit-hungry organizations who, they hope, will share the wealth … with them. And they do so knowing that it is impossible to love God and money (Matthew 6:24), and knowing, as surely as they know the chief end of man, that the love of money is the root of all kinds of evil (1 Timothy 6:10).

Certainly, business is no place for those who have “set their minds on things above, not on earthly things” (Colossians 3:2). And yet, that is precisely where God has put them. And that can only mean one of two things: either most Christians need to find new work, or they need a new perspective on the institution of business.

There are, when we look closer, hundreds of biblical and godly reasons for Christians to be in business. And many of them fall into one of these three categories.

Business and Our First Responsibility

In Genesis 1:26, God lays out His plan for the human race: "Let us make man in our image, in our likeness, and let them rule ….” Two verses later, He commissions Adam and Eve: "Be fruitful and increase in number; fill the earth and subdue it.”

That cultural commission, writer/theologian Paul Marshall argues, is more than a set of commands or instructions. Its emphasis is not on what God tells the man and woman; but on why He created them in the first place. As His consummate act of creation, God forms a creature “to be our image and rule” over the Earth. “Ruling” Marshall says, is “built into our very being …. If we do not take up our responsibility for God’s world, we defy not only His command, but also our very nature and the very purpose for which we have been created.”

Stamped with God’s image, Adam and Eve were to continue God’s creative work in the world. They were to take the raw materials God left behind and continue shaping, molding, and improving His creation. As Michael Wittmer, a professor at Grand Rapids Theological Seminary, notes, “God’s world was flawless, but it wasn’t finished.”

He didn’t create computers, but they were here waiting for His image bearers — working together and combining their diverse skills and talents — to put the pieces together. He didn’t create phonograph records, 8-tracks, audiocassettes, CDs, or iPods, but the raw materials existed from the beginning, waiting for man to make one discovery, then another, each generation building and improving on the work that had come before. God didn’t create television, telephones, or microwave ovens, but the elements were all here, awaiting the creative prowess of His image bearers — engineers, scientists, and industrial designers, working in concert with one another — to call them into existence.

Man invents, produces, and improves products, writer Nathan Bierma says, “because we’re following our mission. … We do this out of instinct, obeying God’s command to fill the Earth and subdue it.”

In earlier issues of byFaith, we've discussed the importance of the arts. As God’s image-bearers, many have said, we are meant to create, and the arts are one vehicle for our imaginative expression. But have you ever thought about the creative power of business?

Consider the things that make your life richer, more comfortable, more convenient, and more productive. Think about all the things that make you safer, healthier, and wiser. They are all products of business innovation. There is no more creative force in the world than business, and God has placed most of His people there, not to pursue money or power, nor to satisfy their selfish ambition — but to create, rule, fill, and subdue the Earth. Christians go to work each day to transform God’s world, to make it better than it was the day before. And they do it in obedience to God’s first command — as an act of worship, and for the sake of His glory.

Business Is How We Love Our Neighbors

The Pharisees wanted to test Jesus, and so they asked Him for the single greatest commandment. He replied with two. "'Love the Lord your God with all your heart and with all your soul and with all your mind. … And 'Love your neighbor as yourself'” (Matthew 27: 37-40). Here, essentially, is every believer’s duty: love God, love others, and love yourself. The rest takes cares of itself.

God has placed most of His people in business because it is there, working with others in a common purpose, that we fulfill these duties. In The Fabric of this World, Lee Hardy discusses Luther’s concept of vocation. Hardy summarizes Luther, saying, “Vocation is the specific call to love one’s neighbor, which comes to us through the duties which attach to our social place or ‘station.’” (Calvin, in response to a freer labor market, would emphasize “gifts” rather than “station.”)

“The call to love one’s neighbor goes out to all,” Luther believed, “but what this call requires of me in particular is discovered in those vocations which I presently occupy.” In the 21st century, as much as when Luther said it, “It is ‘through the human pursuit of vocation … that the hungry are fed, the naked are clothed, the sick are healed, the ignorant are enlightened, and the weak are protected.’”

Luther saw the connection between the cultural commission and the great commandments. He understood that God continues his creative work in this world through those who bear His image, explaining that: “God even milks the cows through those called to that work.” In the 21st century it is business, blending the skills of diverse people, that brings the human race under God’s providential care.

In God at Work: Your Christian Vocation in All of Life, Gene Edward Veith also cites Luther: “When we pray the Lord's Prayer we ask God to give us this day our daily bread. And He … does it by means of the farmer [think Cargill, Inc. or Archer Daniels Midland] who planted and harvested the grain, the baker [who, while working for Sara Lee, Pepperidge Farm, or Flowers Bakeries] made the flour into bread, we might today add the truck drivers who hauled the produce, the factory workers in the food processing plant, the warehouse men, the wholesale distributors, the stock boys, the lady at the checkout counter. Also playing their part are the bankers, futures investors, advertisers, lawyers …. All of these were instrumental in enabling you to eat your morning bread.”

Calvin affirmed much of Luther’s thinking. In his Commentary on the Harmony of the Gospels, he criticized the common interpretation of the Mary / Martha conflict found in Luke 10 (“Lord, don't you care that my sister has left me to do the work by myself?”) He refused a dualistic understanding of that passage, writing: “We know that men were created for the express purpose of being employed in labor of various kinds, and that no sacrifice is more pleasing to God than when every man applies diligently to his own calling, and endeavors to contribute to the general advantage.”

Zwingli also concurred. In Of the Education of the Youth, he added: “ …[it is] those who exercise themselves in righteousness that they may serve the Christian community, the common good, the state, and individuals that are ‘the most like to God.’”

Business Is How We Care for the Poor

Business is the means by which we rule and subdue the Earth. It is an instrument through which we love our neighbors. And it is, in an ultimate sense, the only solution to poverty.

At the most fundamental level, business provides wealth to share. Psalm 37: 25, 26 says, “I have been young, and now I am old; yet I have not seen the righteous forsaken, or his descendants begging bread. All day long he is gracious and lends; and his descendants are a blessing.” When God’s people prosper, they’re generous and take care of the poor. There’s a related idea in Ephesians 4:28: “Let him who steals steal no longer; but rather let him labor, performing with his own hands what is good, in order that he may have something to share with him who has need.” Paul seeks more than a transformed heart (let him steal no longer); he understands that for-profit work in the secular world is how we care for those in need.

But there’s far more to business, as an institution, than that. In his book, Business as a Calling, Catholic theologian Michael Novak argues that “capitalism makes it possible for the vast majority of the poor to break out of the prison of poverty — to find opportunity — to discover full scope for their own personal economic initiative; and to rise into the middle class and higher.” Those who live in democratic, capitalistic societies, Novak says, “walk the walk of the free — erect and purposeful and quick.”

The Scriptures remind us often of God’s concern for the poor. They command us to respect them, to have compassion for them, and to seek justice on their behalf. And that is surely one reason God has called His people to business, the only institution that can have a permanent effect on their poverty.

Some might argue that it is technology and science — and not business — that have improved life for the poor and made living conditions more bearable. But, Novak rhetorically asks, “Whence came the drive to advance technology — and not only through gaining knowledge about it, but by bringing it to markets that carry it to billions of individuals — if not from an enterprising, dynamic market system?” He pushes the rhetorical argument further, asking, “How many pharmaceuticals do you have in your home that were developed in communist countries or for that matter, in Third World countries?”

The former Soviet Union, Novak points out, trained more scientist and technical experts than any country in the history of the world. Yet they accomplished little for the greater good of mankind. Why? They had no moral or economic incentive. And even if one had existed, there was no market system — no vehicle — for moving knowledge out of the lab and into people’s lives.

Management guru Peter Drucker once said, “The greatest need in underdeveloped countries is people who build … an effective organization of skilled and trained people exercising judgment and making responsible decisions.” The poor, Drucker was saying, need business if they’re to have a chance of changing their circumstances.

As we think about “kingdom work” and jobs that have value, it’s helpful to remember that only business — not the Church, not government, not ministry, nor non-governmental organizations (NGOs)—creates new wealth. And wealth is the only cure for poverty. We must, therefore, encourage believers to go into business, to create new products and wider distribution (in obedience to the cultural commission) in order to create new wealth (good stewardship), which creates more jobs (loving our neighbor, caring for the poor). Adam Smith, the 18th century economist and philosopher, once said that new wealth is the road to “universal opulence,” which he defined as “the condition in which the real wages of workers keep growing over time, until the poor live at a level that in 1776 even kings and dukes did not enjoy.”

A realistic hope for a better (economic) future, Michael Novak says, “is essential to the poor … .” And that is why God’s people must build profitable businesses.

Transforming Business for the Kingdom

Suzy Schultz and Mako Fujimura are talented artists. Their Christian worldview informs and inspires their work, and both are critically acclaimed by Christians and non-Christians alike. Novelists Marilynne Robinson and Bret Lott are believers who sculpt words into beautiful stories that enrich millions of lives. Musicians from Bach to U2 have, in response to God’s call, created the world’s best music.

Christian artists add beauty and complexity to God’s creation, transforming the raw materials of paint, language, and sound into finished products that proclaim God’s glory.

Where are their business counterparts — the entrepreneurs and corporate executives who, with the same passion, reshape the world through business? And who, intentionally and for the sake of God’s glory, manage the power of free markets to make the world more productive? Where are the Christians who are propelling the world’s best corporations?

God’s people can, as agents of His redemptive plan, transform business, stripping it of selfish ambition and pursuing instead what’s best for their neighbors. Through business, God’s people can harness mankind’s creativity, and with it nurture His creation, developing products that make the world more satisfying. Through the economic power of commerce, Christians can make the world safer and healthier. The members of Christ’s Church, distributed in offices around the world, can transform greed into good stewardship, showing the world that business has a biblical responsibility to create new wealth and provide a fair return to investors (Matthew 25:14-28). But, with an eye toward the consummation of Christ’s kingdom, we also create wealth in order to create new and satisfying jobs, which offer the hope (and perhaps a glimpse) of a coming world where there is no poverty.

God has placed His people in business so that they can — in humility, and making full use of the talents and resources He’s given — serve customers, employees, suppliers, and the world at large, looking out for the interests of others and providing for their needs.

On their deathbeds, many Christians will regret that they didn’t love their neighbors, care for the poor, or advance Christ’s kingdom as they should have. They might therefore, with their final breath, gasp: “I wish I’d spent more time at the office.”

Richard Doster is the editor of byFaith magazine. He is also the author of two novels, Safe at Home and Crossing the Lines, both published by David C. Cook Publishers.

Saturday, October 03, 2009

Whatever Happened to the Work Ethic?

he financial bust reminds us that free markets require a constellation of moral virtues.
Values like thrift, which remained strong through the 1950s, eventually gave way to a culture of uncontrolled consumption and debt.
Nina Leen/Time Life Pictures/Getty Images
Values like thrift, which remained strong through the 1950s, eventually gave way to a culture of uncontrolled consumption and debt.

In Democracy in America, Alexis de Tocqueville worried that free, capitalist societies might develop so great a “taste for physical gratification” that citizens would be “carried away, and lose all self-restraint.” Avidly seeking personal gain, they could “lose sight of the close connection which exists between the private fortune of each of them and the prosperity of all” and ultimately undermine both democracy and prosperity.

The genius of America in the early nineteenth century, Tocqueville thought, was that it pursued “productive industry” without a descent into lethal materialism. Behind America’s balancing act, the pioneering French social thinker noted, lay a common set of civic virtues that celebrated not merely hard work but also thrift, integrity, self-reliance, and modesty—virtues that grew out of the pervasiveness of religion, which Tocqueville called “the first of [America’s] political institutions, . . . imparting morality” to American democracy and free markets. Some 75 years later, sociologist Max Weber dubbed the qualities that Tocqueville observed the “Protestant ethic” and considered them the cornerstone of successful capitalism. Like Tocqueville, Weber saw that ethic most fully realized in America, where it pervaded the society. Preached by luminaries like Benjamin Franklin, taught in public schools, embodied in popular novels, repeated in self-improvement books, and transmitted to immigrants, that ethic undergirded and promoted America’s economic success.

What would Tocqueville or Weber think of America today? In place of thrift, they would find a nation of debtors, staggering beneath loans obtained under false pretenses. In place of a steady, patient accumulation of wealth, they would find bankers and financiers with such a short-term perspective that they never pause to consider the consequences or risks of selling securities they don’t understand. In place of a country where all a man asks of government is “not to be disturbed in his toil,” as Tocqueville put it, they would find a nation of rent-seekers demanding government subsidies to purchase homes, start new ventures, or bail out old ones. They would find what Tocqueville described as the “fatal circle” of materialism—the cycle of acquisition and gratification that drives people back to ever more frenetic acquisition and that ultimately undermines prosperous democracies.

And they would understand why. After flourishing for three centuries in America, the Protestant ethic began to disintegrate, with key elements slowly disappearing from modern American society, vanishing from schools, from business, from popular culture, and leaving us with an economic system unmoored from the restraints of civic virtue. Not even Adam Smith—who was a moral philosopher, after all—imagined capitalism operating in such an ethical vacuum. Bailout plans, new regulatory schemes, and monetary policy moves won’t be enough to spur a robust, long-term revival of American economic opportunity without some renewal of what was once understood as the work ethic—not just hard work but also a set of accompanying virtues, whose crucial role in the development and sustaining of free markets too few now recall.

The American experiment that Tocqueville chronicled in the 1830s was more than just an effort to see if men could live without a monarch and govern themselves. A free society had to be one in which people could pursue economic opportunity with only minimal interference from the state. To do so without producing anarchy required a self-discipline that was, to Max Weber, the core of the capitalist ethic. “The impulse to acquisition, pursuit of gain, of money, of the greatest possible amount of money, has in itself nothing to do with capitalism,” Weber wrote in The Protestant Ethic and the Spirit of Capitalism. “Unlimited greed for gain is not in the least identical with capitalism, and still less its spirit.” Instead, the essence of capitalism is “a rational tempering” of the impulse to accumulate wealth so as to keep a business (and ultimately the whole economy) sustainable and self-renewing, Weber wrote. It is “the pursuit of profit, and forever renewed profit, by means of continuous, rational . . . enterprise.”

Weber famously argued that the Protestant Reformation—with John Calvin’s and Martin Luther’s emphasis on individual responsibility, hard work, thrift, providence, honesty, and deferred gratification at its center—shaped the spirit of capitalism and helped it succeed. Calvinism and the sects that grew out of it, especially Puritanism and John Wesley’s Methodism in England, were religions chiefly of the middle and working classes, and the virtues they promoted led to a new kind of affluence and upward mobility, based not on land (which was largely owned by the aristocracy) but on productive enterprises.

Nowhere did the fusing of capitalism and the virtues that made up the work ethic find a fuller expression than in America, where Puritan pioneers founded settlements animated by a Calvinist dedication to work. One result was a remarkable society in which, as Tocqueville would observe, all “honest callings are honorable” and in which “the notion of labor is therefore presented to the mind on every side as the necessary, natural, and honest condition of human existence.” Unlike in Europe, where aristocrats and gentry often scorned labor, in the United States, “a wealthy man thinks that he owes it to public opinion to devote his leisure to some kind of industrial or commercial pursuit, or to public business. He would think himself in bad repute if he employed his life solely in living.”

This thick and complex work ethic, so essential to the success of the early, struggling American settlements, became part of the country’s civic fabric. It found its most succinct expression in the writings of Benjamin Franklin, whose well-known maxims, now considered quaintly old-fashioned, recommended to citizens of the new country a worldview that promoted work and the pursuit of wealth. “Time is money” and “Never keep borrowed money an hour beyond the time you promised” and “Early to bed, early to rise, makes a man healthy, wealthy, and wise” voiced virtues that Franklin and his contemporaries viewed not chiefly as religious but as utilitarian. A reputation for honesty makes it easier to borrow money for new ventures, Franklin counseled. A man who displays self-discipline in his personal life inspires confidence in lenders and business partners. This constellation of virtues, which Weber described as “the ideal of the honest man of recognized credit,” is how one gets ahead in life.

Franklin’s best-selling writings had an enormous impact on America. His ideas, widely applauded, permeated popular culture and education. The leading grammar school textbooks of the nineteenth century, for example, by William Holmes McGuffey and his brother Alexander, inculcated children with the virtues of work and thrift. To dramatize the “Consequences of Idleness,” McGuffey’s Fourth Eclectic Reader told the story of poor George Jones, who frittered away his time in school and wasted the money his father had devoted to his education, winding up a poor wanderer. In fifth grade, students memorized Eliza Cook’s paean to labor, simply titled “Work,” which urged them to “Work, work, my boy, be not afraid; / Look labor boldly in the face.”

Schooled in such attitudes, America’s nineteenth-century youth embraced the rags-to-riches novels of Horatio Alger, Jr., who sold some 200 million books with plotlines that are a road map of the work ethic. In his first commercial success, Ragged Dick, Dick Hunter, 14 and homeless, impresses patrons with his honesty and industriousness and slowly rises in the world. When he teeters on the verge of losing everything because a thief pilfers his savings-account passbook, bank officials recognize him from his regular visits to make deposits, and they have the thief arrested. In a later novel, Bound to Rise, poor Henry Walton wins a biography of Ben Franklin for acing exams and, inspired by his life story, goes off to earn a fortune.

The work ethic even shaped American play. The most popular game of its time, “The Checkered Game of Life,” produced by Milton Bradley in the mid-nineteenth century and sold door-to-door, challenged players to travel through life and earn points for successfully completing school, getting married, and working hard, while avoiding pitfalls like gambling and idleness. In his patent application for the game, Bradley observed that it was intended to “impress upon the minds of youth the great moral principles of virtue and vice.” Its success spawned a whole genre. “Many games with similar moral thrusts followed,” observed Jennifer Jensen of the New-York Historical Society in an article called “Teaching Success Through Play.” These games “emphasized secular virtues such as thrift, neatness, and kindness.”

The work ethic also distinguished the northern colonies from the southern, and later helped the North win the Civil War. Many southern settlers came in search not of religious freedom but only of economic opportunity. Instead of founding villages or towns with a common civic life, southern settlers developed isolated, widely separated plantations. They cultivated a few staple crops using slave labor, instead of developing a diversified economy. They created a society where a relatively few plantation owners acted like an aristocracy. Rather than viewing all honest work as honorable, they developed what historian C. Vann Woodward calls the “Southern ethic,” which saw some work as fit only for slaves. In the end, these attitudes proved the South’s greatest vulnerability, as the North, shaped by the work ethic, brought to bear its industrial might against the narrow economy of the South, built precariously on tobacco and slave labor and a Cavalier rather than a Puritan ethic.

After the Civil War, this secularized version of the Protestant ethic served as a lodestar for millions of poor immigrants, many from countries with little experience of free markets and democracy. Their assimilation into a culture that they recognized not as Protestant but as American reinvigorated the country, helping to set late-nineteenth- and early-twentieth-century America on a distinctly different path from much of Europe.

Many of these immigrants, ironically, absorbed their Franklinesque code from the American Catholic Church. Key members of the church hierarchy—notably, New York’s brilliant, Irish-born first archbishop, John Hughes, who rose from poverty—lived by the ethic and understood its role in the country’s success. Hughes set as his task the moral and economic uplift of Gotham’s millions of poor Irish immigrants. He founded a network of some 100 Catholic schools that taught Irish children not just the three Rs but also a “faith-based code of personal conduct,” as William J. Stern wrote in City Journal (“How Dagger John Saved New York’s Irish,” Spring 1997). Hughes’s church was, as he put it, “a church of discipline.” He fostered residential schools that taught vocational skills and conduct to thousands of orphaned or abandoned Irish street children and sent them off successfully into American society. Catholic schools around the country copied his work, and many of them continue today to succeed even with at-risk kids.

By the end of the nineteenth century, the Irish had largely shaken off poverty and joined the American mainstream. Waves of Southern and Eastern European Catholics followed them, as well as Eastern European Jews—some 20 million immigrants between 1890 and 1925—who quickly replicated the success of the Irish in a country whose institutions emphasized and rewarded hard work, thrift, and self-improvement. Within a single generation, one study shows, the average early-twentieth-century immigrant family had achieved income and educational parity with American-born families, so that the children of these immigrants were just as likely to be accountants, engineers, or lawyers as the children of families rooted here for generations.

The breakup of this 300-year-old consensus on the work ethic began with the cultural protests of the 1960s, which questioned and discarded many traditional American virtues. The roots of this breakup lay in what Daniel Bell described in The Cultural Contradictions of Capitalism as the rejection of traditional bourgeois qualities by late-nineteenth-century European artists and intellectuals who sought “to substitute for religion or morality an aesthetic justification of life.” By the 1960s, that modernist tendency had evolved into a credo of self-fulfillment in which “nothing is forbidden, all is to be explored,” Bell wrote. Out went the Protestant ethic’s prudence, thrift, temperance, self-discipline, and deferral of gratification.

Weakened along with all these virtues that made up the American work ethic was Americans’ belief in the value of work itself. Along with “turning on” and “tuning in,” the sixties protesters also “dropped out.” As the editor of the 1973 American Work Ethic noted, “affluence, hedonism and radicalism” were turning many Americans away from work and the pursuit of career advancement, resulting in a sharp slowdown in U.S. productivity from 1965 through 1970. So great a transformation of values was occurring that, as George Bloom of MIT’s Sloan School of Management wrote in a 1971 essay on America’s declining work ethic, “It is unfortunate but true that ‘progress’ is becoming a bad word in virtually all sectors of society.”

Attitudes toward businessmen changed, too. While film and television had formerly offered a balanced portrait of work and employers, notes film critic Michael Medved in Hollywood vs. America, from the mid-1960s onward, movies and TV portrayed business executives almost exclusively as villains or buffoons. The era’s iconic film, the 1967 Oscar winner The Graduate, is a prime example in its tale of a recent college grad adrift and questioning adult society’s strive-and-succeed ethic. No character appears more loathsome than a family friend who counsels the graduate, “I just want to say one word to you—just one word: plastics. There’s a great future in plastics.” Such portrayals both reflected and strengthened the baby-boom generation’s attitudes. One 1969 Fortune poll, for instance, found that 92 percent of college students thought business executives were too profit-minded.

In this era, being virtuous became something separate from work. When the Milton Bradley Company reintroduced “The Checkered Game of Life” in a modern version called “The Game of Life” in the mid-1960s, it abandoned the notion of rewarding traditional bourgeois virtues like completing an education or marrying. What was left of the game was simply the pursuit of cash, until Milton Bradley, criticized for this version, redesigned the game to include rewards for doing good. But its efforts produced mere political correctness: in the new version, recycling trash and contributing to save an endangered species were virtuous actions that won a player points. Such gestures, along with tolerance and sensitivity, expanded like a gas to fill the vacuum where the Protestant ethic used to be.

The cultural upheavals of the era spurred deep changes in institutions that traditionally transmitted the work ethic—especially the schools. University education departments began to tell future grammar school teachers that they should replace the traditional teacher-centered curriculum, aimed at producing educated citizens who embraced a common American ethic, with a new, child-centered approach that treats every pupil’s “personal development” as different and special. During the 1960s, when intellectuals and college students dismissed traditional American values as oppressive barriers to fulfillment, grammar schools generally jettisoned the traditional curriculum. “Education professors eagerly joined New Left professors to promote the idea that any top-down imposition of any curriculum would be a right-wing plot designed to perpetuate the dominant white, male, bourgeois power structure,” writes education reformer E. D. Hirsch, Jr., in his forthcoming The Making of Americans: Democracy and Our Schools.

The bourgeois values, however, had helped to sustain Weber’s “rational tempering” of the impulse to accumulate wealth: they helped put the rationality in “rational self-interest,” or, as Tocqueville put it, “self-interest rightly understood.” When the schools and the wider society demoted them, the effects were predictable. In schools, for instance, the new “every child is special” curriculum prompted a sharp uptick in students’ self-absorption, according to psychologists Jean M. Twenge and W. Keith Campbell in The Narcissism Epidemic: Living in the Age of Entitlement. What resulted was a series of increasingly self-centered generations of young people displaying progressively more narcissistic personality traits, including a growing obsession with “material wealth and physical appearance,” the authors observe. Thus did the sixties generation spawn the Me Generation of the seventies. By the mid-1980s, a poll of teens found that more than nine in ten listed shopping as their favorite pastime.

The economic shocks that followed the tumultuous late 1960s, especially the devastating inflation of the 1970s, reinforced an emerging materialism. Thanks to the Johnson administration’s illusion that the country could finance massive social-welfare programs and a war without consequences, the U.S. by 1974 staggered under double-digit annual inflation gains, compared with an average annual gain of about 1 percent in the early 1960s. The inflation hit hardest those who had embraced the work ethic, destroying lifetimes of savings in unprecedented price spikes and sending the message that “saving and shunning debt was for saps,” Fortune observed. “The lesson seemed to be, buy, buy, buy, before the money visibly crumbling to dust in your hand vanishes completely.”

Once Fed chairman Paul Volcker’s tight-money policy tamed inflation in the early 1980s, America began to pick itself up. But it was a different country, one that had lost to some degree the “rational tempering” of the “pursuit of gain” that Max Weber had seen as the key to “forever renewed profit.” The corporate restructurings of the 1980s, prompted by a new generation of risk-taking entrepreneurs and takeover artists who used aggressive financial instruments with provocative names like “junk bonds” to buy and then make over big companies that failed to remake themselves, reordered corporate America, shaking it out of its 1970s complacency. But the plant closings, downsizings, and restructurings of the 1980s also stoked anxiety among workers, as the old ideal of lifetime employment at one paternalistic company gave way to a job-hopping career in a constantly changing business landscape. While the results were often salutary—innovation for companies and income gains for the most talented players—the “get it while you can” mentality that developed among some workers and investors found its ultimate expression in the “day traders” of the technology stock boom, speculators with a “right now” time horizon rather than long-term investors. When takeover-era titans Michael Milken and Ivan Boesky pleaded guilty to insider-trading charges, their confessions strengthened a growing sense that a new ethic had superseded the old standard of playing by the rules. The 1980s version of the Horatio Alger tales was not an inspiring story of uplift but the popular movie Wall Street, with Gordon Gekko’s infamous “greed is good” speech.

With government policy reinforcing the “get it now” mentality, a new era of consumption based on credit blossomed in the resurgent 1980s, and Americans turned from savers to debtors. Ostentatious displays of wealth grew more common. From 1982, the year that Volcker finally tamed inflation, to 1986, luxury-car sales doubled in America. The average age of a purchaser of a fur coat—that ultimate status symbol—declined from 50 to just 26 in the mid-1980s. To fuel such purchases, inflation-adjusted total U.S. consumer-credit debt rose nearly threefold, to $2.56 trillion, from 1980 to 2008, while the nation’s savings rate shrank from an average of about 12 percent of personal income annually in the early 1980s to less than 1 percent by 2005. Some middle-class Americans came to resemble not the thrifty bourgeoisie of the early Industrial Revolution but the landed gentry of that era who drained their real estate for cash to fund lavish living. One stark illustration of the change: by 2006, those who refinanced their mortgages were taking out in cash nearly a quarter of the equity they’d accumulated—compared with just 5 percent a decade earlier. A big reason Americans’ debt was growing, in other words, was that they were borrowing against their rapidly appreciating assets as fast as they grew.

The denouement of this transformation was the 2008 meltdown of world financial markets. America has certainly had its con artists, robber barons, and speculators before, but what distinguished the latest panic was that millions of mortgages belonging to ordinary Americans triggered it—mortgages that were foolhardy at best and fraudulent at worst. A typical case is Bradley Collin, a 27-year-old Minnesota housepainter with three kids. He decided to try to make a killing in real estate because, as he told the Minneapolis Star-Tribune last year, “I didn’t want to paint the rest of my life.” With the help of shady mortgage brokers, he and his wife simultaneously purchased four homes in new developments, intending to flip them for a profit. To buy the houses, the Collins had to make four separate mortgage applications, lie on each about their intentions, and hide each sale from the other three lenders, because no bank would have given them money to purchase four homes. When the local housing market stopped rising, the couple defaulted on their loans, abandoning the houses to the banks and helping further drive down their neighbors’ real-estate values.

The Collins were hardly alone. According to the FBI, reports of mortgage fraud soared tenfold nationwide from 2001 to 2007. No one knows precisely how deep the problem ran, but some mortgage servicers, examining portfolios of subprime mortgages that went bad in 2007, found that up to 70 percent of them had involved some kind of misrepresentation. Loans that required no verification of the borrower’s income infamously became known as “liar loans.” One mortgage lender who compared 100 of these loans with IRS tax filings found that in 60 percent of cases, the applicants exaggerated their incomes (or underreported them to the IRS). Occupancy fraud, in which investors intent on buying new homes and then quickly flipping them for a profit lied about their intentions, accounted for about 20 percent of all fraudulent mortgage applications. Since the mortgage meltdown began in 2006, builders in some regions have found that as many as a quarter of the buyers of the homes that they sold in new developments lied about their purposes.

This multitude of scams required the complicity of businesses that ultimately destroyed themselves and shattered an entire industry. The fall of America’s sixth-largest bank, Washington Mutual, which built an empire based on reckless lending, exemplifies these failings. As the housing boom heated up, WaMu raced after a piece of the action at all costs. Its supervisors chastised loan officers who tried to verify suspicious claims on mortgage applications. Executives gave loan officers flyers that said, “A thin file is a good file,” according to testimony by former employees. The lender set up phone banks, like penny-stock boiler-room operations, to sell home-equity loans. Ultimately, swamped by over $11 billion in bad loans, WaMu was seized by the federal government and sold to JPMorgan Chase, an object lesson in what Weber called the pursuit of “irrationally speculative opportunities,” which undermines capitalism rather than nourishes it.

Needless to say, this is not what Adam Smith had in mind. Smith laid the groundwork for the economic theories of The Wealth of Nations in his preceding book, The Theory of Moral Sentiments, which traces the evolution of ethics from man’s nature as a social being who feels shame if he does something that he believes a neutral observer would consider improper. Smith proposed that as societies evolve, they form institutions—courts of law, for instance—that reflect and codify these ethical perceptions of individuals, and that these institutions provide the essential backbone of any sophisticated commercial system.

Modern experiments in neuroscience have tended to confirm Smith’s notion that our virtues derive from our empathy for others, though with an important qualification: the ethics of individuals need reinforcement from social institutions and can be undermined by the wrong societal message, as neuroeconomist Paul Zak writes in Moral Markets: The Critical Role of Values in the Economy. When people find themselves bombarded by the wrong message—like the Washington Mutual employees whose supervisors constantly pushed them into riskier and riskier actions—some will resign in disgust, but others will gradually suppress what scientists call the brain’s “other-regarding” behavior and the shame that goes along with it and violate their own ethics.

This mechanism of deception pervaded the recent housing bubble; cheating to get mortgages became so commonplace that cheaters barely seemed to perceive that they were committing fraud. A vivid case in point is New York Times economics reporter Edmund Andrews’s remarkable confessional tale, “My Personal Credit Crisis.” Andrews relates how he obtained a mortgage under dubious circumstances, aided by a broker who encouraged him to lie on his credit applications and a lender that, when its underwriters caught his intended deception, nonetheless allowed him to apply for another, riskier kind of mortgage. Granted a loan so oppressive that he will eventually default, Andrews admits to feeling that he had “done something bad” but also feeling “kind of cool” for making such a big score. Even today, society continues to reinforce Andrews’s lack of shame: he received a contract to detail his credit woes in a provocatively titled book, Busted: Life Inside the Great Mortgage Meltdown, which was published this spring.

In the wake of the market crash, our national discussion about how to fix capitalism seems limited to those who believe that more government will fix the problem and those who think that free markets will fix themselves. Few have asked whether we can recapture the civic virtues that nourished our commerce for 300 years.

We’re not likely to find many churches preaching those virtues today. Though America is more religious than most industrialized countries, today’s pulpits hardly resound with the bourgeois work ethic. While John Wesley once observed that religion produces “industry and frugality,” and the American Congregationalist preacher Henry Ward Beecher declared that the way to avoid poverty was through “provident care, and foresight, and industry and frugality,” today the National Council of Churches, to which these denominations belong, advocates for a left-wing “social gospel” of redistributing wealth (see “The Religious Left, Reborn,” Autumn 2007). And though the Catholic Church once strove to assimilate generations of poor immigrants into American economic life, today its major social-welfare organization, Catholic Charities, has become an arm of the redistributionist welfare state (see “How Catholic Charities Lost Its Soul,” Winter 2000). Even our evangelical churches, whose theology most resembles that of the great Protestant reformers, have focused their energies primarily on social issues, such as fighting abortion or gay marriage, or even inveighing against welfare reform that encourages single mothers to return to work.

True, a few groups, including the Consumer Federation of America and the Institute for American Values, have launched a national campaign, modeled on World War II efforts to encourage savings, to reintroduce thrift into American life. But trying to teach adults about thrift or the patient accumulation of wealth through hard work, when they didn’t learn these things at home or in school, will be an uphill battle.

Could the schools do what they once did—create educated citizens inculcated with the ethical foundations of capitalism? That would require rededicating the schools to “making Americans,” as Hirsch proposes in his forthcoming book. Promisingly, a few public and private schools around the country have replaced the child-centered curriculum with one focused on learning about our culture and its institutions. Hirsch’s “Core Knowledge” curriculum, for instance, introduces kindergartners to the Pilgrims, Independence Day, and George Washington; first-graders to Ben Franklin and the concept of law in society; and second-graders to the Constitution as the foundation of our democracy. Other school reformers, according to David Whitman in Sweating the Small Stuff, have raised the achievement of low-income kids by using a “no excuses” model that teaches bourgeois “virtues like diligence, politeness, cleanliness, and thrift.” But these examples amount only to a tiny handful, swimming against the educational mainstream.

Late in life, Adam Smith noted that government institutions can never tame and regulate a society whose citizens are not schooled in a common set of virtues. “What institution of government could tend so much to promote the happiness of mankind as the general prevalence of wisdom and virtue?” he wrote. “All government is but an imperfect remedy for the deficiency of these.”

America in the twenty-first century is learning that lesson.

Steven Malanga is the senior editor of City Journal and a senior fellow at the Manhattan Institute. He is the author of The New New Left.

Wednesday, September 02, 2009

Why Gen-Y Johnny Can't Read Nonverbal Cues - An emphasis on social networking puts younger people at a face-to-face disadvantage.

In September 2008, when Nielsen Mobile announced that teenagers with cellphones each sent and received, on average, 1,742 text messages a month, the number sounded high, but just a few months later Nielsen raised the tally to 2,272. A year earlier, the National School Boards Association estimated that middle- and high-school students devoted an average of nine hours to social networking each week. Add email, blogging, IM, tweets and other digital customs and you realize what kind of hurried, 24/7 communications system young people experience today.

bauerlein Getty Images


Unfortunately, nearly all of their communication tools involve the exchange of written words alone. At least phones, cellular and otherwise, allow the transmission of tone of voice, pauses and the like. But even these clues are absent in the text-dependent world. Users insert smiley-faces into emails, but they don't see each others' actual faces. They read comments on Facebook, but they don't "read" each others' posture, hand gestures, eye movements, shifts in personal space and other nonverbal—and expressive—behaviors.

Back in 1959, anthropologist Edward T. Hall labeled these expressive human attributes "the Silent Language." Hall passed away last month in Santa Fe at age 95, but his writings on nonverbal communication deserve continued attention. He argued that body language, facial expressions and stock mannerisms function "in juxtaposition to words," imparting feelings, attitudes, reactions and judgments in a different register.

This is why, Hall explained, U.S. diplomats could enter a foreign country fully competent in the native language and yet still flounder from one miscommunication to another, having failed to decode the manners, gestures and subtle protocols that go along with words. And how could they, for the "silent language" is acquired through acculturation, not schooling. Not only is it unspoken; it is largely unconscious. The meanings that pass through it remain implicit, more felt than understood.

They are, however, operative. Much of our social and workplace lives runs on them. For Hall, breakdowns in nonverbal communication took place most damagingly in cross-cultural circumstances—for instance, federal workers dealing with Navajo Indians and misconstruing their basic conceptions of time. Within cultures, Hall assumed, people more or less "spoke" the same silent language.

They may no longer, thanks to the avalanche of all-verbal communication. In Silicon Valley itself, as the Los Angeles Times reported last year, some companies have installed the "topless" meeting—in which not only laptops but iPhones and other tools are banned—to combat a new problem: "continuous partial attention." With a device close by, attendees at workplace meetings simply cannot keep their focus on the speaker. It's too easy to check email, stock quotes and Facebook. While a quick log-on may seem, to the user, a harmless break, others in the room receive it as a silent dismissal. It announces: "I'm not interested." So the tools must now remain at the door.

Older employees might well accept such a ban, but younger ones might not understand it. Reading a text message in the middle of a conversation isn't a lapse to them—it's what you do. It has, they assume, no nonverbal meaning to anyone else.

It does, of course, but how would they know it? We live in a culture where young people—outfitted with iPhone and laptop and devoting hours every evening from age 10 onward to messaging of one kind and another—are ever less likely to develop the "silent fluency" that comes from face-to-face interaction. It is a skill that we all must learn, in actual social settings, from people (often older) who are adept in the idiom. As text-centered messaging increases, such occasions diminish. The digital natives improve their adroitness at the keyboard, but when it comes to their capacity to "read" the behavior of others, they are all thumbs.

Nobody knows the extent of the problem. It is too early to assess the effect of digital habits, and the tools change so quickly that research can't keep up with them. By the time investigators design a study, secure funding, collect results and publish them, the technology has changed and the study is outdated.

Still, we might reasonably pose questions about silent-language acquisition in a digital environment. Lots of folks grumble about the diffidence, self-absorption and general uncommunicativeness of Generation Y. The next time they face a twenty-something who doesn't look them in the eye, who slouches and sighs for no apparent reason, who seems distracted and unaware of the rising frustration of the other people in the room, and who turns aside to answer a text message with glee and facility, they shouldn't think, "What a rude kid." Instead, they should show a little compassion and, perhaps, seize on a teachable moment. "Ah," they might think instead, "another texter who doesn't realize that he is communicating, right now, with every glance and movement—and that we're reading him all too well."

Mr. Bauerlein, a professor of English at Emory University, is the author of "The Dumbest Generation: How the Digital Age Stupefies Young Americans and Jeopardizes Our Future."

Monday, January 12, 2009

PRWeek awards finalists 2009 - Crisis or Issues Management Campaign of the Year

Crisis or Issues Management Campaign of the Year

Edelman and Imperial Sugar: Crystallizing a Community Response to a Corporate Crisis
Fleishman-Hillard and Bumble Bee Foods: Castleberry's National Food Recall – Public Health & Safety from Botulism Risk
French | West | Vaughan and GeneralSports Venue: Lead Chromate Controversy
MS&L and CIT Group: CIT: Navigating the Credit Crunch
Ogilvy Public Relations Worldwide and American Chemistry Council: From Toxic to Truthful: Turning the Tide on Phthalates

Friday, September 19, 2008

"C" LEVEL JOB INTERVIEWS AND WHAT THE HIRING ORGANIZATION WANTS YOU TO TELL THEM

Receiving an offer as Chief Communications Officer, head of Investor Relations or any "C" level job means you have sold the leadership team on fit. This is after you’ve demonstrated that you can do the job the hiring team "thinks" it wants done (more on what I mean by "thinks" later). Here’s how to navigate the interviewing process and leave a winning impression.

In my previous newsletter, I wrote about what the resume of a "C" level or aspiring "C" level executive should emphasize and it is not what you have done. It is not about tactics. It is about problem solving, strategy, demonstrating innovative thinking and results. The resume is action oriented and "reeks" of energy and impact.

Assuming you conveyed that message, and you are now moving through a series of interviews with a consultant/headhunter like me and then the corporate team, here is how to continue to compete.

First, here is a story of what not to do.

My client created a new position to head up the communications function. The company had been conservative and was carefully moving in a new direction by creating the position. While a job description talked about a relationship approximately three levels away from the Chairman, this job was critical to him and the leadership team. The unsaid but understood criteria were: could this hire be "blessed" by the leadership team and would the Chairman want to work with this person?

Like many "C" level jobs today, titles do not mean the incumbent orchestrates the work of others. These are "working" jobs and making sure the finalists are "hands on" is part of the screening process. At the same time, this organization would only hire an individual with the sophistication to be in a room with the Chairman and add value to the conversation (yet know his/her place and be appropriately deferential).

The resume of the candidate was excellent. His experience and the industries he was familiar with would make for an easy transition to this new organization. He was interested in the position and also saw the connection between his prior experience and this new opportunity, which was career enhancing.

I spent about an hour talking to this candidate and determined that he met our base line: he had done the work we were interested in. He was a "hands on" performer. This is the threshold to begin seriously evaluating a potential finalist.

There are two schools of thought about what I did next. Let me explain them and tell you why I made my decision.

In companies where finalists are invited for a series of meetings, some organizations will not interview candidates over a meal. They feel it is too distracting and unfair to the candidate. In some cases, the hiring manager finds it awkward to meet for breakfast or lunch and will only schedule formal interviews.

For "C" level jobs, while the job description will not explicitly say so, it is imperative that the new hire be seen as a peer who can interact in the various working situations he will find himself. His social skills are part of the job requirement and it is critical to know how he will behave in an informal setting at a luncheon or reception. I need to be able to assure my client a finalist will behave appropriately. That is why for senior level searches, a personal meeting over a meal is essential, in my opinion.

Back to our candidate - I offered to take him to lunch after our phone interview. We had already had our in-depth discussion about the details of his work experience and our lunch would not become a "formal" interview. Instead, we could talk about a variety of work and non-work experiences.

He had been alerted that my client believed its employees should dress professionally. He took that information seriously and came in a suit, formal business shirt and tie. Alas, it went down-hill from there.

The restaurant we selected was a favorite of his and he was really looking forward to the meal itself. The food he ordered was what he liked, but it was messy and hard to eat. He immediately tucked a napkin under his chin, spread it out and dug in.

During the conversation, I talked about the challenges of the position and his work experience. It was a very pleasant discussion where I also mentioned the rigor of the interviewing process. He continued to emphasize his achievements and ability to turn out award winning work. He thought he had a lot to offer. It wasn’t until we were ready to leave the table that he remembered to remove his napkin which obviously protected a tie he liked.

I reported all of these details back to my client and raised a cautionary note about how the luncheon had proceeded. The HR team had already screened him and decided, nevertheless, to bring him in for a lunch with several members of the leadership team.

The candidate was very pleased to know he was being invited back. He considered this an excellent opportunity. He had a busy schedule but was able to arrange a meeting within a week. During this process, he had received background information about the company and the position. There was also a webcast available to him.

When he joined the group for lunch, the focus of their questions was not on his achievements or work record. They wanted to know how he reacted to the information about the company and how his experience prepared him to help the organization. They knew he was qualified. Now the discussion was about problem solving and how effectively he could establish a rapport with them.

Despite the information provided to him, he did not come prepared to engage in a meaningful discussion about the company and admitted that he had not had the time to listen to the latest webcast or read the transcript. When we debriefed, he said that he did not expect the conversation to be about the company. He expected them to ask him about his background. Needless to say, he did not receive an offer.

Here is what a candidate for a leadership position should do to get the process right.

If there is a search professional involved, the focus of the initial interview is on qualifications. That is where you have to present yourself as stronger than a Director and ready to take on a "C" level role, if you do not already have that title. Balance the discussion between mastery of the Director-level job and strategic contributions. If you are already the head of a function, be prepared to talk about how you solved business problems, reorganized a function, or innovated in some way for the organization through communications.

Prepare for that first conversation by asking for a job description, non-published material (if not confidential) and reading about the company. Adjust the direction of your achievements to relate to the issues you believe the company is facing. Do not assume. Confirm these issues are relevant before you launch into a story about how you helped your organization. Also, ask how much time has been allocated for the conversation. If you tend to tell long stories, put a clock in front of you (if this is a phone interview) and discipline yourself to keep your answers brief. Ask the interviewer about the company, his/her observations about the culture and what working with the organization is like.

If you need help staying on topic, jot notes before the conversation and take notes as you proceed. Do not "wing" this interview because you assume it will be easy and because you have an excellent track record. It takes practice to be relevant, succinct and focused.

About those "informal" luncheon meetings - remember you are "on." Every detail is important. Allow enough time to arrive so you don’t feel rushed. Know the dress code of the company and dress as though you worked there or one level up if the code is informal. Know the company story and that means checking the web site or other sources right up to the last minute. A press release that is only a day old could be relevant to the luncheon conversation.

One rule is: never go hungry to an interview over lunch. This meeting is a test of your social skills. Do not concentrate on the food. Eat ahead and follow the lead of your hosts and how they order. Do not select a salad course if they skip it. Chose something easy to eat that won’t stain a shirt or tie or distract from the conversation. Avoid sandwiches or anything you eat by hand. Do not order alcohol at lunch. Over dinner if your hosts order alcohol before you do, you can follow suit but never more than one drink.

These rules apply to the interview with the HR team or recruiter and they apply as well to a meeting with the executive team.

Here is additional advice about how to prepare specifically for a meeting with the executive team. Most importantly, these are not communications people and assume they do not understand communications terms. Practice telling a story about how you solved a problem that relates to the company so that you remove all the jargon. Translate communications speak to business speak.

Know their business issues based on what your research about the company tells you and broach these topics. Be thoroughly briefed so you are confident of your information and deferential - say that these are observations as an outsider and invite comments. Relate their issues to your work experience and tell stories about how you solved problems for your organization. After you describe how you see issues that might be relevant, ask them (without sharing confidential information, of course) what they see as issues where communications can be valuable.

Here is where my comment about what the hiring team "thinks" it needs is relevant. My experience has been that the client (if no one on the team is in communications or IR) rarely knows beyond a basic "headline" what the job consists of. I have seen job descriptions for one position outline a list of departmental activities that can only be accomplished with a staff of three professionals, at a minimum. Here is where you can demonstrate your knowledge and leadership by politely probing for the key priorities of the position and then discussing expectations for achieving their most important objectives.

I also think it is important to ask about the mission and culture and listen to the various viewpoints expressed. Are they aligned? At this point in the conversation, either you are having a free flowing discussion or the chemistry hasn’t clicked.

BTW, the same guidelines apply in a one-to-one discussion with the CEO. In addition, research and study his/her biography to find out about hobbies, awards, favorite charities, etc. This will help to establish a personal rapport.

If after all this preparation and effort, the chemistry is not there, graciously end the process. You have done your best.

"WHAT IS THE NUMBER?"

Negotiating for a corporate VP level salary and total compensation package can be undermined at the "get go" if you fall into the trap of answering the question, "What is the number?" So, what is the way to take the high road (not appear greedy) and still negotiate for the increase you want?

I have often said common sense is a lost art. Somehow when a "C" level executive starts the job hunting process, he stops thinking like an executive who has hired over a dozen professionals. If he makes this basic mistake at the "get go" and answers the question, it can haunt him right up until the end of the search when the offer is made.

Think about what it is like to hire a Director or Assistant VP. When your HR people establish a salary range and determine what bonus level and/or signing bonuses are possible, you are relying on them to be current with the market. You have been busy doing your job and have not made a science out of developing competitive compensation packages for your group.

When you create a package, to keep things simple, you end up with a "number" that is what you can offer the new hire, without doing battle with your compensation team. For example, if the range is up to $150,000 and the midpoint is $130,000, you don’t expect the offer to be above $130,000. You intend to be able to "play" with the additional pieces of the compensation program to make the offer attractive.

As you identify candidates, you ask for current base salary and that becomes their "number." You do a quick mental check to be sure the salary is in the range you think you can afford so you are not wasting your time. That then becomes the number on file and the number your HR team will work with if an offer is made. Changing the number is incredibly difficult once it ripples through the hiring team. Unfortunately, that number is often too low and inaccurate.

What’s wrong with this picture? If you are now in the reverse role as the candidate, how can you sidestep having that number (your current base salary) haunt you when the offer is made?

Here’s what I recommend. Under NO circumstances do you want to put a stake in the ground with a current compensation figure at the start of this process. Once that number is circulated in an email, it travels with your record. Frequently, a senior executive who is not looking and is being contacted by a search executive will share a base compensation figure early in the process to determine if the new opportunity is attractive. I repeat, DO NOT PROVIDE A FIGURE.

Compensation is not one figure, it is a moving target. It is not a "number," it is a complex group of numbers that can be on the verge of changing. It is your job to present the "story" of your compensation and not take the question literally.

That means if you have not thought about compensation when you receive a call from a "headhunter" and you are possibly interested in the search s/he is conducting, it is time to look at your current and near term estimated earnings. Also, what are you leaving behind? Timing is critical for raises and bonuses and must be considered. This is not as simple a formula as you think.

Once you have those numbers, get back to the search person with a comprehensive set of figures and it should be in writing. If any figure is an approximation, indicate that along with a timeframe to provide more precise data.

Here’s how to do your homework before you provide total compensation information (not base salary). Let’s look at computing compensation using real numbers with the example below.

Current Base Salary: $250,000.00 with raise shortly

Bonus potential: $40,000. This is a conservative estimate based on prior history: It is 15% of base (at the higher level you will be at within a matter of weeks). Of course, you must be currently employed at the company to collect this amount and it is normally awarded in February. (Other components may be added such as stock based upon overall company performance.) This suggests that either the offer makes you whole via a signing bonus if you leave before you can collect the $40,000, or you sit tight until you collect it.

Annual Performance and Salary review: $12,500 increase. The increase is due (let’s assume) in late October in conjunction with your performance review. Stock awards may also be granted for outstanding performance. Prior raises have been in the order of 5% along with restricted shares of stock and options. Your company has a history of counter offers so you can estimate that your normal raise of $12,500 will be accelerated and increased most likely on the order of another 5%.

Stock: what you will leave behind? Like many companies, your stock is vesting on a formula where no matter when you resign; you will lose a portion of the value. Depending upon how well the company is doing, particularly in these times, the value of what you leave behind can be from $25,000-$75,000 or more. (Conversely, the stock could be underwater now with better prospects later if you stay.)

Vacation: four weeks. As a senior officer you have a four week vacation benefit that you will not normally receive in your new position. Generally, you can negotiate for three weeks but you will need to ask for it.

Special Benefits: how to value them? At many companies, there are benefits that are unique to the organization. They may be in the form of health programs, special events, company trips for spouse, etc. Attach a dollar value to them since they will not translate into what the new organization offers.

401K contributions and other company funded benefits: will you lose them? If you leave in the middle of a year, do you lose the company’s contribution? When will your new employer begin contributing to your 401K? Will there be a gap and a loss of benefits? (Hopefully not, but it is worth asking.)

Having done your research, when a potential employer asks about compensation, here is what I would suggest. First, do not presume to ask for a particular figure; you are simply presenting factual information that will help the hiring organization understand what your numbers are. This is a non-threatening, reasonable approach. Second, put the information in writing and simplify the figures.

Base Salary: estimate your new salary and do not give a current figure. Say, "As of late October, I receive a normal raise bringing my salary (that I estimate) to: $262,000." Promise to provide the precise number as soon as you know what it is. Do not state your base salary of today if you are within weeks of a raise.

Bonus: "My bonus award is conservatively estimated at 15% of base which I will receive in February. I will be notified of the precise amount in December." (If that is the case or whenever the precise figure is known.) "I estimate the award at approximately $40,000."

Stock: "I will receive stock awards in conjunction with my bonus and raise. While it is hard to put a precise value on the stock, I will leave behind approximately $xxxxx should I leave the company in February of ’09" (for example).

For you and the hiring organization, these are compensation figures that give a more complete picture and allow for accurate comparisons. Also, right at the beginning of the process, you have set realistic expectations about what the compensation numbers would need to total for it to make any sense to proceed.

Once you know you are a finalist, there is another point to consider depending upon what you require for a base. Some organizations offer a comprehensive compensation package with excellent long-term incentives that over time will be very lucrative. However, they do not offer salaries that are particularly attractive. Their point is if you are loyal and look at the long term, you will make a great deal of money.

It is important during the course of negotiations to indicate what, at a minimum, you would need for a salary that would cover family living expenses while you are earning these longer term benefits. In some instances, once this figure is on the table, the hiring organization provides a signing bonus to close a gap.

This approach should avoid the pitfall of answering the wrong question that has no good answer, which is: "What is THE number?"