Killing the Status Quo – Revisiting That Powerful Tool – HUMOR!

Deep PoetryDale Dauten authored “The Laughing Warriors: How to Enjoy Killing the Status Quo,” who, alongside Robert Fulghum, author of “Everything I Need to Know I Learned in Kindergarten,” have taught me much about the sword and shield of humor.  Humor is a tool; it is the best tool in a leader’s toolbox, and “Dad Jokes,” especially those that are “a parent,” work the best.  Interestingly, when killing the status quo, one must first become creatively useful.

Creative Usefulness

Creative usefulness is a term coined by Dale Dauten (2003), which reminds us of a quote by Conrad Schneiker, “You can lead a horse to water, but if you can get it to float on its back, you’ve got something.”  Humor creates creativity in other people, allowing that humor-inspired person to do a job. It makes them useful first to themselves and then to others. As a result, humor and usefulness break out like sunshine after a moonless night!

How does the man in the moon cut his hair?
Eclipse it!

Dale Dauten (2003) nailed creative usefulness by changing the language of success.

“The Old Language of Success:
Persistence, Goals, Numbers, Positive Attitude

Versus

The New Language of Success:
Smiling, Laughing, Feelings, Saving, Helping”

Mediocrity JokeDauten (2003, p. 10-11) went further and added that creative usefulness is also ambitious helpfulness; this motivates people.  When your employees creatively use their talents, skills, and abilities, they become helpful to the whole brand, the full organization, and guess what, you never have to talk about employee morale or engagement.  How many fewer meetings would executives have per day if they were not discussing just these two items; a lot.  Meaning they could be on the floor listening, helping, and enjoying what they created: ambitious helpfulness and people’s growth.  Just remember, mediocrity is okay!

What happens when you squeeze a smurf?
You Papa smurf!

Slaying Mediocrity

Plant JokeMediocrity is acting in a mediocre manner.  Mediocre is nothing special; in fact, mediocre happens.  Mediocre is indistinguishable, lacking quality, indifferent.  In being indifferent, mediocre becomes deadly.  Avoiding mediocre attitudes and mediocrity in actions is not a perplexing problem; embrace mediocrity.  Sounds absurd, doesn’t it.  The whole world wants us to chase quality, nag people into higher performance, and organize differently into success.  Guess what; none of those things will bring happiness to ourselves, success to our organizations, and fulfillment to the employees around us.  Our brains will go on full alert in embracing mediocrity because we have been taught that mediocrity is dangerous.  Guess what; mediocrity IS dangerous.  Why embrace mediocrity; because therein, we find the problem with hierarchies, organizational designs, and strategical goals; we forgot the people!  Psychologists and geneticists find that the best way to reach people and get the best out of them is to remind them of their weaknesses.

What do you call a belt entirely made out of watches?
A waist of time!

Mediocrity is the safe spot, and people and institutions will invariably fall back to this spot as a personal safety zone.  Thus, stop criticizing yourself and those around you for being mediocre.  It is okay to be shy and to tell the world about your problems with being shy.  Business organizations bring out the worst in people, be liberated by that knowledge, and you can then begin to understand how humor and a laughing warrior mindset can help.  Use eyes that encourage.

What happened when prison wardens allowed inmates to take pictures?
Cellfies!

Looking Through Eyes that Encourage

Pigeon RevengeDuring my MBA, the current buzzword for improving people was “Management by walk-around,” and this philosophy has been incredibly popular while also being fantastically useless!  Why; because getting out and taking a walk helps only the manager, not those managed!  Worse, management by walk-around brought out the worst egos from their offices, and employees tuned out, turned off, and fell into mediocrity as a shield of protection from “know-it-all” leaders.  Want to change that; embrace a “learn-it-all” mentality.  When you walk out your door, ask the first person you see to teach you something.  Repeat for as many people as you encounter.

There are three signs of senility.
Loss of memory is the first one.
… I forget the other two!

When asking for help, take notes.  The action of taking notes reflects the seriousness of your desire to learn.  Plus, with a notebook in hand, you can remember to tell that funny joke you just heard after training completes.  Never forget, in fact, teach this to your employees through example, “Empty hands; Closed Mind!”  Dauten (2003, p. 40-41) quotes Shashi Gupta:

If you want to implement an idea, you must be able to answer three questions.”
What are the three questions?”
“The answer: “NO ONE KNOWS!”  (By the way, this includes the boss!)

Moon Re-EntryWhich would be more preferable, employees who ask questions or know answers?  How you answer this determines a lot about you and speaks volumes about what a consultant will find in your operations, employees, and customers.  As a consultant (since 2004), the number one expression I have heard consistently across the lower 48-states has been “No Way!,” followed closely by “Impossible!,” and “You are out of your mind!”  Why; the first excuse, “That is the way we do things here.”  Announcing for the world that processes never change, procedures never flex, and customers never change, so why not just keep doing what we have always done, ad nauseam ad infinitum.  When reality bit, all of these organizations saw stars, all lost tremendous amounts of capital, shrank operations, and many went bankrupt!

Overheard in a bar.
Patron 1: What does “IDK” mean?
Patron 2: I don’t know.
Patron 1: I cannot believe this; no one knows!

Cow and Moon JokeLooking through encouraging eyes is refusing to do the same thing over and over, expecting no changes ever to result; not looking through encouraging eyes is a short bus to insanity!  Looking with encouraging eyes is all about asking, “Why Not?”  Repeatedly.  Consciously.  Then looking at the answers and still stepping into the unknown with confidence.  Why not; when faced with a problem, ask your employees for solutions, input, and ideas; this leadership style uses “Appreciative Inquiry” to the fullest extent possible.  Why not; shake off the status quo, laugh, and enjoy the human element as a tool for creating great people dedicated to your brand.  Why not; ask the impossible, explaining the why, and see how the results occur.

True Story:  Whenever I have a problem, I sing…
Then I realize that my voice is a lot worse than my problems!

Pin by Tara Bites on for school in 2020 | Clean jokes, Jokes, Clean humorI am asking you to choose to become a laughing warrior, slaying the dragons of status quo one idiosyncratic obstacle at a time.  Having fun, growing people, improving business, and being adventurous.  Never forget, dehydrated water, in a can and pet rocks, sold like wildfire!

What do you call Security guards at the Samsung Manufacturing plant?
Guardians of the Galaxy!

Dehydrated water | | thetandd.com© 2021 M. Dave Salisbury
All Rights Reserved
The images used herein were obtained in the public domain; this author holds no copyright to the images displayed.

Why it matters – The Answer

Andragogy - LEARNTelomeres are strings on the end of a DNA chain.  The longer the telomere string, the healthier and longer the cell lives.  The reverse is also true, shorten the telomere string, and death and sickness occur.  There are a ton of peer-reviewed resources that can explain, detail, and expound about telomeres; feel free to look them up; please accept for the moment the statement is true.  While I am not going much further into telomeres and DNA science, the fact that long telomere strings and living healthier and happier are important correlational pieces of data essential to the rest of this article.

Learning and having a purpose are two separate but conjoined variables essential to keep the telomere string long and the DNA healthy.  However, both purpose and learning are individual choices with physical health consequences.  Please note, these two choices are not a magic bullet to the fountain of youth, nor are they going to change a person’s health overnight.  Both take long hours of investment and require a lifestyle change.

Non Sequitur - Carpe DiemWe begin with some important history.  John Dewey was an American philosopher, psychologist, and educational reformer whose ideas have been influential in education and social reform. He was one of the most prominent American scholars in the first half of the twentieth century.  In the 1900s, Dewey established how free people and free societies are built; they are built upon education and literacy.  Dewey then changed education to halt literacy and started a ball of ignorance and government theft of freedoms to begin.  Your reading habits were carefully taught to you during your trip through K-12 government schools.  Unless you purposefully chose to read, you will generally possess a dislike for reading that was taught to you to keep you functionally illiterate, thus programmable to government propaganda.  Dewey’s plan succeeded far and above his wildest dreams.

With this understanding, when the topic of lifelong learning is discussed, the central point becomes formal education failed purposefully to teach; thus, one’s desire for learning must be an internal commitment — a personal appetite for books, knowledge, and a thirst for learning.  When discussing the life and health-changing aspects of learning, this is the point, what are you doing to learn something new every day?  What was the last book you read?  Did you enjoy it?  Would you recommend it?Calvin & Hobbes - Irony Hurts

K-12 education taught you that learning something new was somebody else’s responsibility; whereas, the truth is precisely the opposite.  What you choose to learn will have direct consequences upon your health, mental and physical.  Hence the need for purpose.  Many people can study aimlessly and never fully obtain the full mental and physical health promises because they lack a purpose, a reason, and a motivating reason to direct efforts.  For example, I met a retired Major of the US Air Force; he pursued his MBA because he needed it for promotion.  No other purpose, no reason other than his career, and no genuine interest.  That he topped out at Major and Retired less than his desired rank goal ruined him from learning anything else.  He sits at home, lacking a purpose and reason, miserable.  He has not touched a book to read in years, his TV is his link to the world, and he feels like a failure.  In remembering my friend, I often think to weep at what could have been.

Jack Sparrow's compass - Pirates of the Caribbean Wiki - The Unofficial Pirates of the Caribbean ...A purpose is all about intention, a goal for which one intends, cognitively, to achieve.  A burning passion, a deep hunger, a longing, purpose, as a word, has many synonyms, but the end goal is the same, “What is it you want most?”  One of the reasons I am such a fan of Pirates of the Caribbean is the compass held by Captain Jack Sparrow.  The compass works when the captain knows what he wants, sailing is easier, and progress is made.  Failure to understand what he wants, to know absolutely his purpose, and the journey fails, chaos abounds, and trouble ensues.

Because purpose inspires learning, and both purpose and learning are fundamental to your good mental and physical health, the following suggestions are here for your consideration.  However, they also come with a warning, genuine interest.  I have an interest in a lot of different topics.  Sometimes, I have so many books I am in the middle of my desk looks like a public library threw up!  However, I also have topics that I have less than zero interest in ever pursuing.  I have had to learn where my genuine interests lie, primarily through exploring.  No one can give you wisdom or tell you what your interests are.Bait & Switch 2

Funny story, I discovered I had no interest in art.  None!  Paintings, sculpture, drawing, nothing.  No comprehension, no interest, no desire, nothing!  I discovered this during my associate’s degree, where I was forced to take an art class.  Now, I come from a long line of painters, sculptors, artists in different mediums.  My wife draws, paints, and makes music as an outlet for her artistic abilities.  I can barely doodle and generally do not care to try.  I know what I like but cannot describe the why when it comes to art because I have no interest in the how.  Hence the warning, discover where your genuine interests lay and pursue them relentlessly!

      1. Explore to discover your interests. Public libraries are my best friend!  I have been in some public libraries to borrow baking pans and molds to create different stuff for cooking.  Get to know your public library as the launch point for discovering interests.
      2. Ever think you might like to pursue a degree in something. Why not contact your local community colleges and universities.  Auditing a class is a great way to check your interest levels without investing money.
      3. How do you know when you have found a hidden interest; the secret is in your enthusiasm! Do you cheer to be able to study that topic?  Guess what, you found an interest!  Explore that interest to the Nth degree.  I discovered an interest in anthropology, economics, sociology, and psychology through studying history.  I have always been enthused to learn history.  However, the extra information gleaned from economics, anthropology, sociology, and psychology has made my enthusiasm for history deeper, more enjoyable, and more meaningful.  Measure your enthusiasm, you can become enthused easily and quickly, or slowly and with difficulty, but your enthusiasm is the compass for your interest and purpose.
      4. Volunteer to work with kids! I do not care about the age of the children.  It doesn’t matter if that volunteering occurs through a religious or non-profit organization, kids ask questions, and in asking questions, you learn.  Create time to volunteer.
      5. On the topic of volunteering, spend time in a long-term care facility as a professional listener. I have spent some great days listening to people, I have learned a lot, and let me tell you, I always leave the experience grateful and enthused.  Memorize a joke as a conversation starter, and listen.
      6. Don’t stop! I cannot emphasize this principle enough.  Failure is part of discovery; not stopping is part of discovery.  Hence, do not stop trying, and in not stopping, you will discover… you!

Knowledge Check!My wife is a journal writer.  I blog — others in my family webcast.  The final suggestion in discovering purpose and learning, write down the experiences.  The good, the bad, the failures, the successes, and in writing or recording your thoughts, you will discover new talents and inspire someone else when you share your thoughts.  I learned this lesson from Robert Fulghum, the author, artist, preacher, and storyteller, who happened to write the book “Everything I need to know I learned in Kindergarten.”  Want a guide on this voyage of discovery; pick up some of his books, “Uh-Oh,” “It was on fire when I laid down on it,” “Maybe, Maybe Not,” and so many others to choose from.  Mr. Fulghum makes an excellent guide on a voyage of discovery; take along an expert!

© 2021 M. Dave Salisbury
All Rights Reserved
The images used herein were obtained in the public domain; this author holds no copyright to the images displayed.

 

Shifting the Employment Paradigm – Or, ‘Organizational Psychology to the Rescue’

Before reading further, please follow this link:  Sir Ken Robinson – Changing Education Paradigms.  Sir Ken Robinson discusses changing the education paradigms and lays out a genetic heritage in modern schools.  This same model applies to modern business and the discussion here is to shift the business employment paradigm.  The reason is simple; Dauten (2003) discusses it and makes this proclamation, “Accept that organizations call to the worst in human nature, and be LIBERATED by that knowledge.”  [Emphasis mine]  Happiness is a choice.

As happiness is a choice, all emotion is a choice.  The choice is individual in nature and comes as a response to external stimuli in the environment.  Emotional choices build upon previous choices, snowballing into consequences affecting more than the individual and current environment.  Like ripples on a pond, enough ripples and waves appear; enough waves and danger to small craft can occur.  Emotional choices are similar to ripples on a pond increasing in size and frequency until damage occurs.

Dauten (2003) goes on to describe some interesting points in his book, ‘The Laughing Warriors: How to Enjoy Killing the Status Quo,’ namely, the genetics of why organizations continue to experience the same problems, the same genetics mentioned by Sir Ken Robinson.  These genetic problems are historical in nature, aggravated by government influence, multiplied by labor unions, and are 100% correctable through simplification and shifting the paradigm.

America learned early in the Industrial Revolution from those who considered themselves “enlightened” how to form organizational cultures.  Although the process was de-humanizing, the culture worked, to some extent, early in the Industrial Revolution, but the core problems in the genetic make up had not been addressed.  These enlightened founders of organizations knew the process was incomplete, stated their perceptions were not the full answer, and hoped those following would take the beginning they established and improve upon the design.  Dauten (2003) declares, rightly, “… People are hardwired for mediocrity and conformity.”  From this genetic make up comes bureaucracy, which supports more fear, and more conformity promotes mediocrity shunning change and learning in an attempt to cling bitterly to that which vexes all men, bureaucracy.

Consider the functioning culture of the Department of Motor Vehicles, Veteran’s Administration, Environmental Protection Agency, or any other behemoth bureaucratic organization that exhibits an organizational culture born from inefficiency, duplicity of work, lack of interest and enthusiasm, lack of desire to please, lack of accountability and responsibility, and much more, which causes impediment of work accomplishment, slow service, and often outright aggravation.  The example is clear; Dauten (2003) is correct; there is a genetic code calling for people to build inadequately designed organizations that down trod and digress rather than uplift and progress.  The functioning of such monolithic, controlling, inadequately structured organizations absorbs resources, devalues people, and almost repels change.  Change is feared; thus the tool of free people everywhere remains, initiate, demand, and force change.

The answer to resolving organizationally fed genetic bureaucracy is shifting the paradigms.  Paradigm is defined as a model or pattern.  One example of a paradigm is hierarchy, or work flow and command structure in a business organization.  Often linear hierarchy is the only method of describing this structure.  Shifting from a linear hierarchical structure to a circle hierarchy, parallel hierarchy, or eliminating hierarchy all together is, more often than not, unfathomable.  Thus, organizational psychology holds the answer to improving organizational dilemmas in shifting the hierarchy paradigm.  The topics of “Change Management,” “Organizational Communication,” or “Hierarchical Structure” fall into a simple paradigm in the purview of organizational psychologists intent on improving people to improve performance in business organizations.  More simply put, organizational psychologists review the genetic bureaucracy and help people rewire their individual response to environmental stimuli.  Dauten (2003) calls this the process of becoming a “Happy Warrior” “… intent on killing the status quo.”

Shifting the employment paradigm requires business leaders to consider letting go of the outdated term and perception of employee to focusing on people and their crafts.  At the same time, employees must let go of the genetic assumption that they are incapable of being a boss, being creative, or improving the job while working at the job. Letting go of these thoughts and gaining control of their rights to control their own destiny is essential to the success of the individual as well as the organization.  The Federal Government took the ‘Right to Control’ away from individuals, making them subservient to employers, and shifted the paradigm of control into an unnatural environment.  This single action has caused myriad problems, which bear fruit in the organizational culture, hierarchy, and societal problems in our modern world.

The natural order, provided to man from a higher being, is the individual right to control one’s own destiny.  The Declaration of Independence clearly delineates this natural order and describes man’s ‘pursuit of happiness.’  Once the ‘Right to Control’ was removed from the individual, the unforeseen consequences included groupthink, box thinking, drones forming larger bureaucracies, run-away mediocrity, unbridled conformity, and stifled creativity.

Shifting the employment paradigm should not need a ‘Declaration of Independence’ to bring attention to the need for change, but, if proclaiming independence through a declaration raises awareness to the problem and success is achieved, then employees the world over should ascribe.  The basic tenets of a declaration of employee independence should include:

  • The ‘Right to Control’ – Individuals want it back from their employers, unions, and government.  This ‘Right to Control’ comes with the following:
    • Schedule freedom
    • Remuneration for knowledge attainment
    • Control of the working environment
    • The power to affect change
    • Hierarchical Organization
    • Benefits that possess value – Cost and value are not the same and the new knowledge worker recognizes this fact.
    • Win-Win – Providing services in exchange for money requires a “Win-Win” scenario.  Thus, the organization wins workers, the workers win an organization to serve, both parties remain independent, and both parties can negotiate changes to improve.
    • Responsibility to:
      • Be treated as a knowledge worker
      • Treat others as knowledge workers
      • Level the knowledge playing field through acquiring new knowledge
      • Experimenting to drive value
      • Valuing experimentation in others’ performances
      • Honor – Work is honorable.

It remains imperative of the worker to take what is valuable to him/her and add these points into the conversation.  The business organization also must present that which they value and bring their points, ideas, requirements, into the conversation.  Thus, through the power of negotiation and debate, the employment paradigm is shifted.

Reference

Dauten, D. (2003). The Laughing Warriors: How to enjoy killing the status quo. Richmond, CA: Lumina Media.

© 2012 M. Dave Salisbury

All Rights Reserved

A Contradiction – ‘Or, An Exercise in Restoration.’

Shifting the business paradigm is comparable to shifting the December-placed holiday of Christmas to its rightful place in April.  The enlightenment is a bit distorted at first because of tradition, familial activities, and misguided Christian beliefs.  The enlightenment of shifting the business paradigm is a bit distorted at first because of similar reasons of tradition, company decisions and procedures, Federal and State Government intervention, the de-humanization of business organizations, and misguided employer/employee beliefs.

The history of Christmas is a complex accumulation of events over time originally precipitated by early religious leaders to direct the energies of early Christians away from holidays previously celebrated, specifically, the Roman Holiday of Saturnalia and the Scandinavian holiday, Yuletide.  Thus, a new holiday was created.  The history of business is a complex accumulation of events over time originally precipitated by financial leaders to direct individual craftsmen into organized activities for power with government and other business organizations.  Thus, modern business organizations were created.  Just as the symbols of Christmas stem from the holidays mentioned and were given an acceptable ‘Christ-like’ connection, so did business practices stem from corrupt political practices and were given an acceptable name of democratic enterprise.

Just as Christmas has become a secular as well as Christian potpourri of love, family, religion, greed, frustration, envy, strife, even violence, and other desirable and undesirable characteristics, business practices have evolved into similar characteristics.  Just as craftsmen worked initially because of their love of family, to provide for them in adequate provision, and for their love for their craft, business organizations have morphed into a desire for gain and greed and control.  While de-humanizing, this morph is not bad, simply misguided and easily corrected by returning the ‘Right to Control’ back to the individual employee.

Through the charitable feelings of a person’s heart to “Give good gifts,” the current celebration of Christmas often loses the main component of the professed holiday, Christ.  Well-intentioned people have vainly fought for the rights of the worker with the energies of their hearts only to result in further captivity, the fundamental flaw in the unrecognized logic being not ‘rights’ but individual freedom.  Rights cannot be given by man to man; rights come from a supreme being to man.  Individual freedom can be given from man to man, from business to man, and from government to man.  Since the mid-1600’s, professors of religion and well-intentioned people have been trying to “Put Christ in Christmas” or “Keep Christ in Christmas.”  The problem is a fundamental flaw in the logic of the holiday; Christ does not belong in Christmas.  By celebrating Christmas in a time and season where Christ does not belong, we perpetuate a myth, a sham, and a lie.  Does this mean we should not celebrate Christ’s birth date?  The answer is unequivocally NO!  Labor unions are a lot like Christmas celebrations.  Should we abolish labor unions?  The answer is NO!  Should we condone the violence unleashed when unions are angry, the constant theft of resources, the preparations for something good which ends with legal battles?  NO!  Mixed logic, moral decay, and those who preach ‘Power to the worker,’ and steal that power for personal gain are enemies of individual freedom.

I am not proposing the elimination of Christmas but rather for placing it where it belongs in the month of April when Christ was born, just as I am not proposing the elimination of correct and right business practices but placing it where it belongs in the negotiable hands of free individuals to negotiate a win-win scenario where work is concerned. Moving Christmas does not destroy Christmas, but places the celebration into its proper place and leaves December open for a different holiday.  Mainly, we must choose to celebrate Santa Claus or Jesus Christ.  These are not one and the same; these two people are not and cannot exist in the same holiday without creating confusion, perpetuating lies and deceit.  Power for personal gain and individual freedom cannot exist at the same time without creating captivity, confusion, and the perpetuation of lies and deceit.  An old mentor constantly quoted this axiom, “If the solution is not ‘Win-Win,’ it is a straight loss.”

While St. Nicholas is reported to have been a person or monk who traveled around doing good, he never had a sleigh, reindeer, and magical abilities.  The man celebrated at Christmas as Santa Claus is a myth, and in the same breath as singing ‘Here Comes Santa Claus,’ we want to honor Jesus Christ as the “Reason for the Season.”  The duplicity is a struggle for the conscience and the heart. Just as we inherited and sustained this struggle from the captivity of our fathers, we inherited and sustain a mode of earning a living from our fathers that tries our conscience, our hearts, and wallets.  Consider the problems with being a customer, the dehumanizing influence of the business organization, labor unions, etc.  Many of the problems in business stem from inherited tradition that did not work in times past and continue to not work now, but remain supported simply due to fear of change or because, “That’s now how it is done.”  Holiday celebration and employment conditions are linked in a myopic cycle that is anathema to anything different.  Dauten (2003) talks about this problem extensively and his suggestion of “Killing the status Quo” is excellent.

Tolkien offers wisdom very applicable to our modern world.  “If more of us valued food and cheer and song above hoarded gold, it would be a merrier world.” Along with, “It’s no bad thing to celebrate a simple Life.”  Ask yourself some questions such as “Do I honor a “Simple Life?”  “Has my holiday celebrations become more about outdoing last year’s celebrations and gift giving for personal achievement?”  “What is the aim of my holidays?”  “Why am I celebrating, what am I celebrating, and/or do I enjoy celebrating?”  If you do not like these answers, change.  Shift the paradigm where holidays are concerned.  The same argument holds for working, ask, “Do I enjoy what I do?”  If yes, “Do I enjoy those I work for?”  If the answer remains yes, consider job security, personal/professional growth, and long-term prospects.  Yet, if at anytime the answer is no, shift the paradigm, consider becoming an independent contractor selling your knowledge and experience.

Just as the Roman calendar and Jewish calendar place the actual birth of Christ in April, the same calendars place the death of Christ in April.  The bible records Christ’s celebrating the Passover before His death.  The Passover was also recorded as occurring during His birth. We can certainly celebrate Christ on His actual birthday, celebrate His death and resurrection more circumspectly, and change how we worship the Savior of the world.  Just as these facts substantiate the birth of Christ, facts of business corruption and coercion substantiate the plight of the individual worker as a craftsman.  We can change that just as we can change when we celebrate the birth of Christ.

With the bustle of Christmas 2012 in the rear-view mirror, with 2013 fast approaching and before the “bills of Christmas” come due, consider the holiday paradigm.  Ponder the feelings of joy, life renewal, and hope that fills the breast in the early days of April.  With the bustle of day-to-day stress, tax seasons approaching, and bills for overextending finances, consider shifting the business paradigm.  Ponder the freedom of negotiating your business life and regaining the control that has been relinquished.

References

Dauten, D. (2003). The laughing warriors: How to enjoy killing the status quo. Richmond, CA: Lumina Media.

© 2012 M. Dave Salisbury

All Rights Reserved