Bulletproof Your Job: 4 Simple Strategies to Ride Out the Rough Times and Come Out On Top at Work Review

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Bulletproof Your Job: 4 Simple Strategies to Ride Out the Rough Times and Come Out On Top at Work ReviewViscusi is the CEO of The Viscusi Group, a boutique executive search firm specializing in the interior products industry. He is also called upon as a frequent subject matter expert on national TV, radio and print.

The book is outlined with 4 basic principles supported by 50 tactics:
1) Be visible
2) Be easy
3) Be useful
4) Be ready
My assessment:
1) While it may be a good refresher for a few further up the totem pole, this book is best suited for readers in the early to early-middle stages of their career or for those in the individual contributor / new managers segment.
2) There is a lot of common sense among the 50 tactics (learn new skills; support your boss; have a firm handshake; work hard; leave your problems at home; find a mentor; look good / dress well; take initiative). This will be old news to many yet should be considered base fundamentals for all, and particularly relevant for new/early entrants into the work stream.
3) Author opens with a powerful introduction:
"If you care about your job, you can start protecting it right now. If all you care about is your paycheck, there's almost nothing that will protect you from eventually being deselected in favor of another employee who's truly committed to his job. That's survival of the fittest at work in the workplace.
"You must understand that your job is your most valuable asset, and your primary objective is to protect it."
"Bulletproofing your job requires that you quit crying about merit and fairness and start improving your chemistry with your boss. Work is war, and if someone is going to get fired, let it be the guy your boss doesn't like, not you. If you don't have the stomach for this approach, hand this book off to someone who does and watch him keep his job."
4) Among the 50 tactics, you'll have to pick from the menu as to what works for you and your company's culture and what will not. Some of the tactics are a throwback to the "face-time" work culture of "yesteryear" - for example in the very first tactic the author recommends to "Arrive Early and Stay Late":
"Arriving at work early show your commitment and industriousness. Of course, you need to get there only 5 minutes before your boss or coworkers every day to come off as the world's most committed employee...don't stay late, stay later. Leaving a mere 10 minutes after your boss has gone reinforces the impression that you're the world's most committed employee."
5) The book is easy to read and well organized. It is documented with good examples and summaries hit the key points. It can be finished in one sitting (166 pages).Bulletproof Your Job: 4 Simple Strategies to Ride Out the Rough Times and Come Out On Top at Work Overview

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Brazen Careerist: The New Rules for Success Review

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Brazen Careerist: The New Rules for Success ReviewFrom someone who doesn't have one, at least in the regular business world.
Yes, Gen Xers and Yers are moving into the workforce and redefining work, etc. etc. However, in most industries and companies, there are still baseline levels of comportment, behavior, etiquette, etc. that people are expected to maintain. I have worked for two Fortune 1000 companies and what I have found is that in many cases, the younger people moving in to replace Baby Boomers aren't rejecting their values and beliefs wholesale, as Trunk would have you believe, but adopting some and rejecting some others. Overall, I see more people buying into their own corporate culture and carrying on at least the major tenets than rejecting it completely.
Trunk admits on her blog she's been fired many times for a wide variety of offenses, including insubordination, inattention to her work, etc. One of my old bosses, who had an MBA from Stanford, said it best - always beware of people who make a career out of writing about having a career, rather than actually having one. I am not sure what credentials being a professional beach volleyball player gives you in the business world, but I don't necessarily think that being a professional blogger and getting one book published indicates someone is at the pinnacle of their profession, and therefore in a position to be dispensing advice to others. I don't claim to be at the pinnacle of my profession, but I can also say that I've never been fired for blowing off work assignments to work on freelance jobs. I've actually never been fired, period. My best piece of advice to any generation of worker is this: almost any company, big or small, is looking for people who make some attempt to fit themselves into the system, to some degree. While I don't believe that the whole system of paying your dues by working like crazy until you reach a particular job title is still relevant in all companies, I do think that most people are not going to be successful by going into a job and trying to get by on their looks and iconoclastic personality from day 1, which is basically what Trunk advises.
I recently read a fiction book where the author described a workplace where employees were divided into two categories: Golden Children, who could get away with almost anything without really putting their time into their work, and Work Horses, who picked up the Golden Children's slack. Most workplaces I have been part of fit that characterization pretty well. And I admit that as a Work Horse myself, being a Golden Child looks pretty good sometimes. But here's the thing. A career is a marathon, not a sprint. People do need to think strategically and make smart moves at the right time, but glossing through job after job after job expecting your looks and your chutzpah to carry the day isn't going to lead to the substantive success most people are seeking. Especially for women, relying on your looks to get you places isn't the safest bet. There are new, younger, hotter women coming into the workforce every day that you keep getting older. Somewhere along the line, you need to have some kind of skills and experience to deliver what you've sold people on. My suspicion is that Trunk was a Golden Child who couldn't deliver, time after time, and so therefore had to "create her own career" when she ended up basically unemployable after job-hopping/being fired too many times.
One more word about money - it's great if you can sponge off your parents while you find your place in the work world. It's great if you can live on $40,000 a year. Maybe for Trunk, money doesn't equal happiness, but in response to that idea, I will steal a line from one of my favorite movies and say: Look at the freakin' smile on my face - ear to ear, baby. I've worked in jobs I loved for no money and jobs I hated for a lot of money, and I can safely say that the best thing is to work a job you love that ALSO pays a lot of money. Which is totally possible, but I don't think Trunk's tips will get you there. It takes a mix of aggressive decision-making and hard work to really get to the point of true success, which is not purely defined by money, but to me, is defined by the ability to have some level of financial security (to the point where you don't have to go into debt to take a few weeks of maternity leave) and satisfaction with your work.
So advice seekers, beware this book. I imagine that if someone who is truly successful, who has truly managed to combine work and family life (like Meg Whitman of eBay) would take one look at Trunk's resume and think it was a joke. The advice in this book certainly is, and I hope there aren't a bunch of bright-eyed, bushy-tailed young career women out there taking it. What Trunk describes in this book is not true success. It's the truest version of success she's managed to talk herself into accepting, because she got handicapped by her own limitations.Brazen Careerist: The New Rules for Success Overview

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Motivational Interviewing, Second Edition: Preparing People for Change Review

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Motivational Interviewing, Second Edition: Preparing People for Change ReviewWhen do you use a Motivational Interviewing approach? Whenever there is ambivalence for change. How often does ambivalence for change occur? At almost any time people are considering some kind of change. In this 2nd edition of Motivational Interviewing, the authors are very clear that MI is not an approach that obviates the use of other therapy approaches, such as CBT, but is an approach that prepares people for change.
I have been a trainer in Motivational Interviewing since 1995 (see http://www.cathycoletraining.com) and am privileged to have received my training from the authors, Drs. Miller and Rollnick. The first edition, Motivational Interviewing, Preparing People to Change Addictive Behavior, provided information that has helped many professionals working in addictions a way to more effectively engage clients in the process of change. The 2nd edition is written so that professionals working with clients around any issues...mental health, health behavior, addictions, health promotion, life coaching...are able to apply the methods for exploring and resolving ambivalence for change.
The first three chapters of the book set the stage for understanding the nature of change and ambivalence for change so that the reader is more fully prepared to understand the value of fully understanding the client situation and eliciting desire, ability, reasons, need and committment for change from the client. This approach differs from the often tendency to understand the client's situation and then in a well meaning way, prescribe the needed steps for change. The strategies for interacting with clients via the use of open ended questions and the use of reflective responses is clearly discussed. Methods for eliciting change talk and responding to the concept of resistance are easily understood and examples are provided that will assist readers in considering how this approach will fit into their unique situations.
Of great value to me has been the expanded view of the concept of client resistance. From the MI approach, resistance is seen as occuring in context and is conceived of as dissonance...just a lack of harmony, or being on the same page together. When viewed in this way, it just signals the professional that another approach is needed. How to 'roll with resistance' is then illustrated very clearly.
This edition of Motivational Interviewing has expanded my ability to provide training. Even more importantly, the emphasis of this edition has underscored even more for me,that in my provision of psychotherapy, MI is not an approach to be pulled out for special occasions but is the treatment philosophy from which I approach all clients, despite the particular therapy modality utilized in the specific work.Motivational Interviewing, Second Edition: Preparing People for Change Overview

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Psychoanalytic Diagnosis: Understanding Personality Structure in the Clinical Process Review

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Psychoanalytic Diagnosis: Understanding Personality Structure in the Clinical Process ReviewPsychoanalytic Diagnosis is one of my favorite books. In a very thorough and systematic way, Nancy McWilliams provides the reader with insights on several forms of character pathology - and does so from each of the four major schools of analytic thought (classical drive, ego, object relational, and self psychological perspectives). Typical countertransferential pulls and helpful guidelines for the conduct of therapy with each of the character types is also included. This is a great book, and I return to it often in my own clinical work.Psychoanalytic Diagnosis: Understanding Personality Structure in the Clinical Process Overview

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