I’ve just completed one of the most necessary features of this blog — the ability to leave anonymous comments. At the risk of spam or garbage making it through the filter (or first posting which must be approved) I have attempted to organize this site for maximum participation over time.

Having been a participant in a culture that is highly trained to carefully guard against controversial views or misaligned opinions, I feel it is vital to facilitate an online dialogue without the risk of embarrassment or self incrimination.   (Except for myself)

This “conversation” is totally anonymous if you wish.  Feel free to use an alias when making comments.

My only requirement is that you refrain from extreme profanity and/or hateful or personal attacks of any kind.  Other than that, you are free to express yourself and your opinions without fear of retribution or disclosure.

I would prefer you not use the name of your employer, boss, friends or family…but you may do so if you wish.  This is about having an honest and uninhibited discussion on a wide range of topics.  Feel free to jump in.  You may leave suggestions (critical or supportive), you may ask questions or you can give a different point of view.  No worries.

http://ford.digitalsnippets.com/technology/#headline
Remember that Ford commercial in which the narrator (a notably blunt TV star and stand-up comedian) recalls seeing someone in a car next to him on the highway driving with his knees while talking on the phone and eating a cheeseburger? He concludes that it isn’t just crazy out there on roads today, it’s “certifiably insane.” It turns out that most people agree with him.

According to a new national survey released last week, the vast majority of U.S. drivers believes handheld texting while driving is very dangerous and should be banned nationwide. While texting is just one form of distraction, it has become the tipping point in a national debate over what constitutes a dangerous level of distraction behind the wheel.

“Very dangerous”
The survey showed that 86 percent of U.S. drivers believe handheld texting while driving is “very dangerous” and 93 percent support a nationwide ban on texting. At the same time, only 42 percent of respondents believe drivers would stop texting behind the wheel if the practice was banned. However, more than 75 percent believe there would be more compliance if hands-free or voice-activated technologies were widely available.
The online survey was conducted September 18-21 by Penn, Schoen & Berland Associates on behalf of the Ford Motor Company. Ford commissioned the survey as part of its efforts to understand driver perceptions related to distracted driving. Ford recently endorsed a proposed nationwide ban on handheld texting introduced by Senator Charles E. Schumer (D-NY) and Rep. Carolyn McCarthy (D-NY).

The survey shows that 67 percent of drivers said they believed voice-activated technology is a safe alternative to texting, and 76 percent said such a feature would be an appealing feature in a car.

The survey results come as the U.S. Department of Transportation is scheduled to host a summit on driver distraction in Washington, D.C., next week.

According to the survey, there is confusion among drivers over existing state laws prohibiting handheld cell phone use and/or texting while driving. Currently 18 states have enacted such bans but nearly 40 percent of drivers in these states indicated they were unaware of the ban in their own state.

Research on driving solutions
According to a NHTSA-sponsored 100-car study conducted by Virginia Tech Transportation Institute, driver inattention that may involve looking away from the road for more than a few seconds is a factor in nearly 80 percent of accidents.

Ford developed the Virtual Test Track Experiment (VIRTTEX), a state-of-the-art simulator that monitors and analyzes a variety of driving behaviors. Since VIRTTEX opened in 2001, Ford has completed a number of driver distraction studies that have contributed to the development of Ford’s Driving Skills for Life teen driving education program, the MyKeyTM programmable teen-safety feature and SYNC® hands-free communication technology.

Quotes

“Research shows that activity that draws drivers’ eyes away from the road for an extended period while driving, such as text messaging, substantially increases the risk of accidents. That is why we support a nationwide ban on handheld texting while driving and why Ford has developed hands-free and voice-activated technologies to allow drivers to remain connected, but to do so while keeping their hands on the wheel and their eyes on the road.”
– Jim Vondale, Director of Ford’s Automotive Safety Office

“A growing number of drivers are using handheld wireless communications and music-playing devices while driving. Research clearly shows that manual operation of those devices that takes the driver’s eyes from the road for an extended period of time creates the kind of distraction that causes accidents.”
– Dr. Louis Tijerina, Ford senior technical specialist

“Our studies show that teens are much more willing to take risks while driving, such as manually dialing on a mobile phone in situations that demand greater attention.”
– Jeff Greenberg, senior technical leader, Ford Research & Advanced Engineering.

While I’m trying to remain totally transparent in this endeavor, sharing this string of “pre-postings” and revealing how vulnerable I’ve felt over the past couple of years recovering from an accident during a major industrial downsizing — I might add that I now find myself living through an unfamiliar experience trying to come off the “injured reserve” list!

After 4 years and 8 reconstructive surgeries, I remain indebted and thankful that the Company has allowed me to remain employed in a capacity that facilitated my recovery, but it is now a MAJOR challenge to re-engage my career and contribute at pre-accident levels.

At the time of the accident, I was fortunate to have held one of the most prestigious (and controversial) assignments in all of Marketing and Sales — the Regional Manager of the Detroit Region.  Of course, the day of the accident was also the start of a string of massive reorganizations for Ford-Lincoln/Mercury (3 in less than 18 months) and I was relegated to watch it all unfold while my injuries clearly kept me off the field.  The mishmash of new chains of command was incredible.  Politically, one camp after another had their turn running things and the worst of our culture prevailed while each camp destroyed more than the previous.  People were leaving the Company left and right.  It was truly surreal to watch.

The resulting remnant of our structure has finally settled and “jelled” and there doesn’t seem to be much to aspire to at this juncture in my old “territory”.  Not to mention, when you have been on the sidelines in an organization for as long as I have, you are officially an outsider.  It will take a “re-hiring” decision to find another role.

The options remain limited, and I find there are multiple hurdles in uncovering opportunities at my level.  To open doors, I have volunteered for nearly everything that presents itself.  I have specifically tried to broaden my personal knowledge of parts of the Company that I previously had no interest in pursuing.  It has been fun opening myself up to new technologies and initiatives (like social media).  I wish I had done so earlier.

The fact is, however, I will have to leave the only world I’ve known – North American Marketing, Sales & Service.  I’m prepared to do so, and I am hopeful I can find an area that allows me to repay the Company for standing by me through this recovery.  Coming off the injured reserve list is a lot more difficult than I ever expected.

If you’ve come to this site in 2009, you are early — but welcomed.

As I mentioned in the original post, I don’t plan to launch until 2010, and I am continuing to learn how WordPress works by documenting a number of personal notes-emails-conversations just to memorialize them and learn along the way.  Some of these topics alone are far too serious and/or depressing than most feel comfortable discussing.  Collectively, however, they are intended to provide a context for a transitional story of it’s own.

While my wife is mortified that I am sharing some of these personal vignettes, it is only an experiment I want to fully engage.  For a number of reasons, I am not overly concerned with the quality of the text in these pre-postings, although I hope they improve by the end of December.  The bottom line is, I am experimenting with personal topics that I believe will add value in the future.

Please don’t draw any conclusions from these early postings (all labeled “pre-post”) — or some of the personal revelations of trials and tribulations. Collectively, the group of pre-postings will build a base for readers to relate to and to have the confidence that this blog is at least authentic (even if embarrassing).

I was pleasantly surprised this past week upon learning of the fact that “customer engagement” has risen to our management radar screen.  As a part of a huge company, who has been accused of being mired in bureaucracy (even paralysis by analysis), I am pleased to hear we want to move beyond measuring customer satisfaction and getting closer to understanding what true customer engagement is and how we might encourage/facilitate greater loyalty and passion.  I will have more to share about customer engagement in future posts.

One of the reasons I am excited to learn of these plans is that it means we will also drive/measure employee engagement as well.  Specifically, it is impossible to influence the engagement of customers without the fully engaged employees to do so.  Given the personal impact of the massive restructuring this Company (and industry) has undergone, it is a welcomed and necessary shift in emphasis.

So, I want to return to my hypothesis that someone can improve their lot in life despite their feeling that their career is at a dead end, simply by beginning to view, treat and act like this stage in their life is more favorably resembling a cul-de-sac.

I’m not sure who coined this french phrase referring to the end of a road into a positive reflection of a peaceful, desirable, high quality real estate term, but it is ingenious.  Those living on a cul-de-sac place high value on the lack of traffic, strangers passing through and a peaceful / safe family setting.  Neighbors are closer, spend more time in  their front yards and place a premium on their home values as a result of this lifestyle.  And it works!

The lesson to learn: Rather than live with career dissatisfaction we can chose another path. How something is perceived and presented to ourselves directly impacts its value to others.  This is the opportunity we all have to improve the value of our situations–relishing the opportunity to far exceed the requirements of our positions and becoming an expert at our function due to the time on the job or to mentor those around us and find a level of harmony that can’t be matched in any other job.  We are in the drivers seat.  We can control the controllable.

Here are a few suggestions for those who find they are otherwise “stuck” in a position longer than they originally expected and have allowed themselves to become dissatisfied with their job:

• Become the most influential “ambassador” of your Company they have ever seen.  I’m not talking about simply showing up….I’m talking about going over the top.  Can you become the hidden gem that no one ever expected?  Can you be the textbook example of an employee that the Company can’t live without?  This is a level of engagement that is probably less than 1% of the population….and it is totally up to an individuals choice.  It doesn’t take a degree, or management support or financial resources (for the most part).  It just requires a passion and a goal.
• Become a selfless promoter of someone you believe will benefit the Company.  Very often, we improve our own lot in life by supporting the right leaders to follow.  Look around and take notice of those that bring something special to the organization and encourage them.  Give them emotional and verbal support to keep it up.  Focus on the actions not the individual.  Spread the positive news/impact of the action that impressed you.  This is incredibly contagious and will ultimately raise the interest level in others doing the same act.
• Take on something outside your comfort zone and job function that might help you connect with customers.  Social media, graphic art, journalism, design, etc…all have direct correlation to a company’s growth and success.  Being in a perpetual state of learning is a critical first step to finding ways to most contribute.  Don’t wait for someone to direct you to gain the knowledge….visionaries that can foresee the exact skill-sets required at a specific point in time don’t exist.

This is a terrific video worth sharing.  Elizabeth Gilbert talks about the “genius” in us all.  It is a fascinating speech from the author of Eat, Pray, Love.  Check it out.

Rudy Archuleta for TIME

Much has been said about the impact of an individuals birth order.  No one can argue with many similarities and grouping of traits that often accompany individuals birth order.  It is almost frightening to see the statistics that support the genetic predispositions we are all granted by virtue of our birth order (if you believe those sorts of things).  No one, however, is really predictable and we all have infinite potential to overcome any and all obstacles.

One thing I’ve noticed, however, regarding the experiences of my own family over the past couple of years is the burden/fortune of being the first to go away for college (normally the first born).  It really is a major right of passage for teenagers…and to be the first in the household is quite remarkable and potentially stressful.  It forces a certain level of bravery that may not have been previously tested and it is a remarkable learning opportunity for the entire family.

• Selection of schools.  Depending on location and talents and interests of the student a review of potential college choices could take months (or longer).  It is nerve racking to be “interviewed” by college entrance counselors not to mention thousands of other kids in the process.

• Defining wants/needs.  It isn’t easy to articulate what you want in a school.  It sometimes takes several school visits to nail down what you really like or don’t like about it (setting, atmosphere, resources, etc).  Ultimately, you have to decide for yourself which one is the best fit.

• Moving in.  The ritual of actually leaving home (even if it is only a short distance away) and moving into a dorm is a really BIG deal.  While many kids seem like they are enjoying it a bit too much…don’t underestimate how stressful this process is.

Other siblings get a tremendous benefit for going along for the ride.  Being in a position to witness their siblings success and/or failures along the way can help them immensely.

Having just completed a second year with our first-born and starting the college process again this year for #2 (#3 is a year away), I am reminded of the bravery it required for the first one to show the way.  Well done!

http://www.ritasice.com

After 24 years with a single employer, I found myself frantically searching for a career change a few years ago given the rampant downsizing we were experiencing.  It was not an easy time to start looking for a job…the economy was tanking, Michigan was in a near depression (unemployment was 20%+ and housing values had plummeted ~50%), and I was still recovering from a severe accident that was likely to leave me with some disability.  I started evaluating dozens of franchises that were within my capital investment range that could give me the return I needed and were within my capabilities.

Although I am happy I wasn’t forced into a career decision during the last few years, it has forced me to seriously consider what my options will be for a second career (after Ford) and to get busy planning for how I might structure my own business ventures in the next phase of my life (whenever that happens).

There are several franchise opportunities that made the A-List.  I analyzed UFOC’s (franchise disclosures), did hours of market research and looked at a number of industry/product types.  It was fun.

The one that ranks the highest for me was the Ritas Italian Ice franchise.  They aren’t in Michigan yet, but that is actually a plus.  I would prefer to be on the leading edge of the franchise even though it will require a longer start-up.  It is a perfect second career for hundreds of people like myself that may be forced to “retire” much earlier than planned.

• The product is OUTSTANDING.  It tastes great, it’s lighter than ice cream so regular customers think nothing of returning 3-4 times a week.  Many are fruit based and moms feel this treat is more acceptable than others. It’s a relatively inexpensive dessert that has a cult like following in Pennsylvania (and growing).
• A Seasonal franchise that opens the 3rd week of March and closes in late Sept/Oct is perfect for northern folks who would love to head south for the winter.
• By the way, the opening day in March is huge…every store gives away (free) italian ice that day and people line up!
• It is a simple concept and they have a tremendous support network built up and it looks like adequate training, etc.
• The margins are incredible.
• A very low labor requirement (high school kids, etc) means you can keep costs down.
• 800-1200 square feet is all you need, so you can keep rent commitment down…ideally you can build/own depending on the location.
• The franchise is a perfect candidate to structure something similar to a “Dealer Development Program” which I am intimately acquainted with.  There are likely dozens of friends in similar situations that would gladly put up 20-30% of the capitalization (limited risk) and use the profit to buy out the remaining shares over time (from me).  We could structure a win-win for everyone.  I’m not sure I would trust much debt load, but I would certainly consider something that provided an opportunity to build a network of stores over time.

I’ve been sharing this franchise detail with dozens of friends even though Rita’s isn’t yet in Michigan.  It seems like a perfect fit for our owner/operator plan but I am eager to have additional sets of eyes do their own due diligence and see if I’m missing something.

We’ve completed the 5th reorganization at Ford (Marketing, Sales & Service) since 2005.  Nearly 50% of our staff have departed (retirements, voluntary and involuntary separations); dozens of “demotions” at every level of management were required to keep the ratios of managers to employees from embarrassing levels.  With this level of disruption as well as the departure of many of the true leaders in the organization, it has left the balance of the organization in a state of shock.

The “off the record” questions are difficult to answer.  For an organization that historically provided movement and promotional steps every 18-24 months on average, what does the new career path look like without promotional opportunities on the horizon?  How can someone evaluate where they stand relative to their peers anymore (even if they know who their peers are)?  It may be many years before there is professional movement in this company.  All those demoted will be restored or at least given due preference when an opening occurs, so those with less than 10 years may be in their jobs for the foreseeable future.

Most feel guilty for being so self centered even to think about such questions, but it is difficult to change mid-stream.  Our first priority should be the restoration of the company (cash flow, continued reduction of costs/unnecessary bureaucracy and inefficiency and improving our revenue).  So what advice can we give to those around us when career progression seems to have come to a halt?

Turn a dead end into the proverbial Cul-de-Sac.

I love Dilbert but feel the author must be following me around for material.

Even though I have been experimenting with this blog for the past few weeks, I can’t help but feel a bit of awkwardness and narcissistic in this endeavor.  As my intention is to focus on others and not on myself in this forum, I am finding it a bit unnatural.  However, sharing a few opening thoughts about mentoring and capturing materials I’ve used over the past that have reportedly been valuable to others is worth the risk of feeling awkward for a while.

The heart of true mentoring requires selflessness. It is the art of truly putting someone else first.  To understand what THEY need and want and to advise them on how they might achieve their goals.  At times it may be as simple as a word of advice or helping them evaluate options; it’s teaching.  It goes beyond supervising…it’s not mandating their actions or conforming them in your own image.  The focus is on them.  Understanding what they want and need to achieve success.

In some respects it follows the art of parenting…you eventually become more focused on the role of Shepard rather than hand-holder.  Advising on the bigger picture rather than the first step.

It is selfless act–which ironically has incredible personal rewards.  I have witnessed greater impact on policy, process and performance by touching the lives and careers of others than I ever could have dreamed of doing alone.  It is exhilarating to see the results of someone you’ve coached achieve that which you influenced and played a roll.  It is also a terrific compounding activity since they often mentor their own contacts with similar philosophy and conviction.