Old Thinking versus New Thinking

Old Thinking versus New Thinking {what do you think?}

There’s this chart / diagram / “meme” or whatever you want to call it circulating around the web these days called “Old thinking versus New Thinking.” Scan this – and then read more below…

old thinking versus new thinking

It was produced by this “marketing agency” called SACUNAS who is “chasing discovery, making big ideas into reality and creating moments of truth that transform business-to-business brands…” (whatever the fuck that means).

This company “SACUNAS” has also drafted an entire marketing plan about Millennials solely based on interviewing just 2,000 of them. (See link here – http://www.sacunas.net/lib/pdf/Millennial-B2B-Report_Sacunas-web.pdf )

Please check out that easy-to-read report. Part of it leaves me scratching my head – and part of it makes me understand why many companies have seemingly “caved” to the millennial mindset. I’d love to hear your first reactions to reading such a report.

This “data” that they’re “analyzing” is so ridiculous – because it leaves out some obvious factors – that just because millennials are mentally-enslaved smart phone-using social media morons – does not mean that ANY of their data or habits are reliable whatsoever. Or what the massive student loan debts many of them have (i.e., their purchasing power). I could go on. They treat their research of just a couple thousand dopes who are good at selfies – as if it’s some holy grail of actionable data. Really?

Anyway onto this “chart” they made. I’ll re-list them here (with commentary) in case someone is using “image-block” software.

(Old thinking versus New Thinking)

1. “Employees are the biggest risk” –> “Employees are the biggest asset”
Hmm. You know how many people today love taking that “black / white” approach to their arguments? This is an example where they are wrong. Employees in most companies are BOTH the biggest risks and biggest assets. Either way, it’s too complicated to single out one part of running a business. Each employee’s roles have different risks and payoffs. Cannot simplify this much. Unless it furthers a message…

2. “Top Down Communication –> “Open Communication”
Again – communication depends on WHAT is being communicated. In any good corporation – you would still need BOTH. Those who OWN a business have every right to issue orders from the top down. And of course, employee feedback is nice too – but not when it comes from every last schmuck who thinks they’re smart because they can “Google” something.

3. “Skill over behavior” –> “Behavior over skill”
I’m 100% for the OLD way of thinking on this stupid bullet point. I’d rather have a total dickhead who is good at his job over a politically correct friendly snowflake who SUCKS at her job. How about “Skill first – Behavior a close second” instead?

4. “Manage Time” –> “Empower results”
Shit – this is totally ambiguous. Obviously – if you are paying someone by the hour – you do NOT want them fucking off. And if you make the job “performance based” you’ll naturally encounter a skilled worker who thinks they deserve to slack off because they’ve met their goals instead of asking for new ones. The euphemisms are way too much in today’s workforce (and politics too).

5. “Rigid Work Schedule” –> “Flexible Work Schedule”
I’m on the fence with this. I hated office jobs. Being somewhere at 8am every day sucks. Too militaristic for me. It’s not like our job was to place the knob on the toaster on the assembly line. However, when working with people – sometimes collaboration is necessary. But in today’s digital world – that can indeed happen remotely. I’ll call this a wash depending on the job role.

6. “At your Desk” –> “Mobile”
See number 5 for my opinion. Depends on the role. Some folks are great at a rigid schedule. Heck, some even NEED it. Because I know people, when given freedom – tend to abuse it.

7. “Work for the Weekend” –> “Do Something You Love”
Again, what the fuck? How do these compare? And along the lines of number 5 and 6 – a lot of this is dependent on the type of job (i.e., a retail store, service industry). As an entrepreneur – you are essentially working 24 / 7. So it depends on a LOT of circumstances to make this broad statement. But I will say that doing what you love (or at least like) makes a huge difference in how you treat each day. On the flip side, you’d be surprised and what many will tolerate for a super fat paycheck too.

8. “Corporate Jargon” –> “Genuine Honesty”
Not sure where to begin with this. Look at SACUNAS’ website. It’s filled with fucking jargon and modern buzz-phrases. Not sure they’re being honest. Or just trying to come off that way to peddle their worthless services to another unsuspecting company. God, I hate the buzz-word world we live it. Not sure it’s sustainable or inclusive of my beliefs.(/sarc)

9. “Double Standard” –> “One standard”
Again, black and white. The owner of a company can do whatever he wants. The employee of the company has to do what the employer says. Sorry, different standards. You can also have some opportunity – or no opportunity. Take your pick.

10. “Fear of Failure” –> “Fail often and fast”
This is a big buzz-phrase as of late. Not sure I like the “fail often and fast” mindset. It seems that it encourages a “throw everything at the wall and see what sticks” mentality. Discouraging careful thought and contemplation. NO ONE WANTS TO FAIL OFTEN. And furthermore – you do NOT have to fail to make progress. However, I will say that via failure comes new opportunity and learning from mistakes. But encouraging failure often sets the bar as LOW as hell. This is “last place participation trophy” mentality migrated to the workplace.

11. “Enrich Shareholders” –> “Enrich Lives”
Not sure where I stand on this. It’s almost like Hillary who has private and public duality. I’m sure business owners tell shareholders one thing – and employees others. I don’t know. This is too ambiguous for me to even scratch the surface. What does this mean to someone making burgers for $7 an hour at McDonald’s?

This is all a “Double-edged sword,” however

Herein lies the quagmire. The millennial workforce.

The chance of finding a qualified and reliable employee in the millennial generation is about the same as finding “upper management” material in the 30 blocks of squalor in Philly.

You can find one – but it’s like a dull needle in a haystack.

But this is the mindset of almost an entire generation. How in God’s name do you approach that? Other than what almost every business today has done by embracing such degrading ideals.

Do you go against the grain with the hopes that millions will wake up? A lot of risks with that.

Or do you sell your soul to the devil and participate in this “Snowflake Sonata” that will quite possibly lead to the death of this once great country?

There has to be a better way. Maybe the internet kill-switch wasn’t such a bad idea after all.

You may also like...

Leave a Reply

Please Login to comment