Self-Deprecating Ageism, or Impressions From Tool Concert


IMG_2543When iconic bands like Tool go on tours the good tickets land onto scalping sites almost instantaneously. Well, a middle-aged CFO with uber-eclectic cultural tastes is used to it: the same is true for Radiohead, Kanye West, The Cure, Wilco, Florence and the Machine, etc., and The Met charges scalping prices in its own box office. The biggest concern is handling the crowd: you want to be on the floor, but you are too old to fight off the crashing violent tendencies and the crowd-surfing of the young fans. It's fine to be in the front row of the GA pit at the Radiohead concert as there is no pushing and shoving, but the Tool audience may get carried away in the pit.

So, when fate brings an assigned-seat concert (the audience rocks standing close to their ticketed seats) and as near as East Rutherford, NJ (Tool have not given a full performance in NYC since 2006), you thank the blessed benefactor for the floor tickets and go. After all, who knows if you can summon the courage for the next time.

I guess, the front-man, Mr. Maynard James Keenan, who is mere 3 years younger than me, for a hot second felt middle-aged as well. The sentiment was rather of the nostalgic than the physical nature: he looked as robust as ever and his voice did not loose an iota of its incredible beauty and strength. But this is what happens: you get to a place and a memory of seeing Van Halen there 25 years ago hits you – fuck, I've been alive for quite some time already.

So, Maynard addressed the audience as if it consisted 100% of younglings born before his experience of the band with the most #1 hits on the Billboard Mainstream Rock chart. This was absolutely unjustified – to my quick eye the distribution of attendees was pretty much even over a broad spectrum of age groups, from 19 to mid-50's, with slightly higher density of late 20s to early 30s. But as I said, he felt like it, so he promised us that the band will "try" to perform some tracks that they have not touched for some time… as long as they "don't forget" what they are supposed to do, because they "are old". "So," he said, "if you see us wondering away in search of mashed potatoes…"

This made me laugh. Not because it was funny (Maynard is capable of better jokes), but because it reminded of me of myself always telling younger people how "the most brilliant I've ever been was at the age of 25-27, when I was writing my dissertation," and how "I used to have a near-photographic memory, but it's not the same anymore," and how "when you get older, the expertise replaces originality," and so on and so forth.

Pretty much the same coquettish crap that Maynard was trying to feed us right before him and his band-mates pulled off a set to die for, a performance one can never forget (there was a woman next to us who said that she saw Tool eighteen times and this was THE BEST CONCERT EVER!). Indeed, they were rocking like fucking hell, testing the reality and the nature of humanity with their existential lyrics and mind-blowing visuals. Their force transcended all ages; the generations converged and disappeared, chanting in unison the haunting lyrics of "Forty-six & 2" and "Aenema."

You know what? We, boys and girls born in the 60s, the so-called Generation X – the first generation conceived with The Beatles and The Stones playing in the background, potty-trained with the Pink Floyd's accompaniment and hit over the head by puberty while Led Zeppelin was hitting the Big Time, we should really stop this self-deprecating bullshit.

Nobody bought Maynard's "old-age" tirade, just like nobody buys my "I am not the same" crap. I just wrote a book full of novel ideas, I still enter companies and within a few weeks uncover their weaknesses, embarking on solving their problems and quickly coming up with solutions.

Is anybody going to think of Quentin Tarantino (1963) or Richard Linklater (1960) as "middle-aged" directors? How about Eddie Vedder (1964) or Thom Yorke (1968), would we qualify them as "middle-aged" rockers? If the beloved Kurt Cobain (1967) did not act on his disdain for human existence and kill himself at the age of 27, would we think of him as "old" now? C'mon, his fucking widow (1964) still acts like a juvenile delinquent. I can go on and on.

For better or worth, we are made differently. We count our years and we think, "Oh, I should be changing," but we are not getting "old" and we don't want to. And I don't think we will. 25 years from now, if the world is still in one piece, I intend to be at a Tool concert and expect Maynard to rock his hardest ever.

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“CFO Techniques” Technical Reviewer’s Comment for Small Business CFOs


LinkedIn Groups

"Marina Guzik references her recently published "CFO Techniques" book, and it truly is a terrific reference guide for savvy CFO's, containing valuable information about best practice considerations on a number of critical topics. She has done an outstanding job of writing an easy-to-read one-stop source of valuable tips on identifying and solidifying core business functions, and it was my pleasure to assist with its technical review. A must-read for those wishing to learn more about making their business the strongest it can financially be!"
Posted by Randy KRUG

Follow-Up to “What if You Don’t Look the Part?”


A-BLOG18ELITROPHY640AZ-386x217As my readers know from December 7th, 2011 post What If You Don't Look the Part, I am not much of a football fan.  However, I am a big fan of people showing haters what's what.  So…

Congratulations to New York Giants for winning their fourth Super Bowl!  Congratulations to Eli Manning for getting an MVP Award for the second time and orchestrating winning plays during crunch time in 50% of Giants' victories, goofy smile and silly hat notwithstanding!

HR Capitalist Believes That Operational Guidelines Are Optional


ScrewballLast week (Wednesday, January 26th, to be exact), my fellow Typepad blogger HR Capitalist (www.hrcapitalist.com) posted a short musing on the subject of what he calls "Rules Orientation." Not a very clear term, it basically attempts to encompass the process of introducing new hires to the way the business is done in the company, i.e. operational guidelines. And the thesis is that it's not always necessary and the choice depends on the propensity of the candidate: if he wants the structure, give it to him; but if he doesn't like to be restrained by the rules, let him figure out his own way. The latter apparently is especially "good" for the companies that operate without rules in the first place – the mayhem kind of businesses.

(Side note: I cannot suppress my high cultural standards and must make a note about the inappropriateness of the "Fight Club" reference. I just cannot stand the pretentiousness of people who don't even understand what they are watching, but try to appear deep. Let me tell you, it took a lot of discipline, military organization, and RULES to properly run Project Mayhem. Remember? "The first rule of Fight Club is…" and so on – rules 1 to 8. Even The Narrator's psyche was protected from Tyler Durden within as long as the rules were followed. Once they were violated, the spell was broken.)

These kind of ideas and recommendations are somewhat surprising, coming from a career HR guru. How narrow is the employment niche of, what he calls, "low rules" candidates? In my opinion, minuscule – maybe some small haphazard consulting company with no supporting staff and a life expectancy of a couple of years, or a startup based on an IPhone App that will be hot for a few months and then lost in the sea of 300,000+ solutions.

In any other type of business, or even in the same kind but with a little bit of structural complexity, project deadlines, customer base, etc., operational guidelines guarantee faster immersion into daily duties. The only employees that should not be bound by protocol are the creative staff (designers, architects, artists, etc.); and even those need to abide by the rules of conduct, employment agreements, client-time billing, etc.

The biggest question is, who the hell can afford nowadays the unstructured learning curves of people not powered by certain procedural standardization? Especially if they are very good – you don't really want them to waste time on "figuring out" their personal ways of going about the job.

Moreover, I guarantee you that no small or midsize business, with its flat organizational structure and intense concentration of responsibilities, can let a no-rules screwball (or rather cannonball) into its already vulnerable system. Just imagine for a second someone like Susan Vance (Katharine Hepburn) running around your workplace, releasing leopards, breaking all conventions, and eventually reducing the result of long-time effort to a pile of disconnected fossils.

But I shouldn't be really surprised that this post was written. This is a typical problem with many narrowly-focused specialists, including HR gurus. They lack the ability for systematic thinking, are not capable of viewing business as an integral organism, where everything contributes to the ultimate success, and, thus, rarely make good executive material.

I am all for matching employees abilities to their appropriately assigned tasks and specifically talk about it in the last section of "CFO Techniques", but I cannot imagine trying to fit into any organization those people who cannot follow any rules.