One weekend the junior umpire, the senior umpire, and the master of all umpires got together to discuss their craft.
After hours and hours of deliberation and thoughtful discussion, the junior umpire stands up and he says “I call ‘em the way I see ‘em“.
The other umpires nod, but then the senior umpire stands up and he says “I call ‘em the way they are”.
The room is silent. Finally, the master of all umpires says “Gentlemen, they ain’t nothing till I call ‘em”.
Tough Call – also known as Game Called Because of Rain, Bottom of the Sixth, or TheThree Umpires– is a 1948 painting by American artist Norman Rockwell, painted for the April 23, 1949, cover of The Saturday Evening Post magazine.
Robert M Woods
Among the many conversations I have had with Great Books students over the years, none is more lively than when we discuss various theories of truth.
It seems to always come up when we are reading and talking about Thomas Aquinas’s Summa. In order to make immediate connection with them, I tell the story about three umpires in a bar after a game. These officials are discussing what really happens when they call balls and strikes. What they are really doing is discussing the relationship between reality and human apprehension of said reality.
The umpires are discussing the relationship between the pitching of the ball and the calling of said pitch by the umpire. It goes like this:
1) When it comes to making calls behind the home plate, I call it the way it is….
2) When it comes to making calls behind home plate, I call it the way I see it….
3) When it comes to making calls behind home plate, it ain’t nothing until I call it….
1) Is it possible that this umpire would ever admit to being wrong?
2) Is the reality of the ball and strike rooted in the perception of the umpire?
3) What if the pitcher threw the ball twenty feet over the catcher’s head and it struck the press box and the umpire called it a strike, it would be, but he would be fired–why?
Those of us who have played or enjoyed the game of baseball get the import of this conversation. The truth is that it is easy to hear what each is saying and recognize the legitimacy of their respective claim. Additionally, it is also relatively easy to extrapolate from their statements and expand them to the point of seeing how wrong they are in their claim.
National Lampoon’s Animal House is a 1978 American comedy film ….. Like ABC’s Delta House, Brothers and Sisters lasted only three months.
When they arrive at college, socially inept freshmen Larry (Thomas Hulce) and Kent (Stephen Furst) attempt to pledge the snooty Omega Theta Pi House, but are summarily rejected. Lowering their standards, they try at the notoriously rowdy Delta Tau Chi House, and get in. The trouble is, the college dean (John Vernon) has it in for the Deltas. He has put them on “Double Secret Probation” and secretly assigned Omega’s president (James Daughton) the task of having their charter revoked. Release date:July 28, 1978
A robot may not injure a human being or, through inaction, allow a human being to come to harm. A robot must obey orders given it by human beings except where such orders would conflict with the First Law. A robot must protect its own existence as long as such protection does not conflict with the First or Second Law.
Burt Harding, founder of the Awareness Foundation in Vancouver, offers a radical invitation to recognize the truth of our being as already whole and fulfilled.
He reminds us of the love we really are beyond the personal stories we carry. In this way, we come to recognize what we have always known but did not live from – the beauty and wonder of our own true essence.
Burt conducts sessions and workshops in Supersentience, a system devised to help heal deep wounds and promote a shift in the perception of who we really are.
You useso to speakto draw attention to the fact that you are describing or referring to something in a way that may be amusing or unusual rather than completely accurate.
I ought not to tell you but I will, since you’re in the family, so to speak.
so to speak
A phrase used to indicate that what one has just said is an uncommon, metaphorical, or original way of saying something. Similar to the phrases “if you will” and “in a manner of speaking.”He was a fixer, so to speak—a man who could get things done.This arrangement will allow us to eliminate our debt and get back to solid ground, so to speak.
Harvard Law School professor Alan Dershowitz shares with his students a strategy for successfully defending cases.
“If the facts are on your side, Dershowitz says, pound the facts into the table. If the law is on your side, pound the law into the table. If neither the facts nor the law are on your side, pound the table.”
Quote Investigator: There is good evidence that Jerome Michael used a version of the saying while teaching, but the adage was in use before he graduated from Columbia Law School. QI has traced it back ninety-nine years and will present selected citations in reverse order.
The process of learning is an important and implicit part of the users’ interaction with products, both in a digital and non-digital realm. It is a continuous process, regardless of their level of expertise or previous familiarity with the subject matter. It begins with the users’ initial interaction with the product and continues all the way through as most advanced functions and features are learned. An effective learning experience can greatly enhance the users’ overall experience with the product.
The action of learning is a three-step process, comprised of Information Acquisition, Information Processing and Information Cataloging/Action Taking. Let’s take a look at what is involved in each of these three steps.
The goal of this discussion is to explore the nature of the action of learning, as well as to define what factors ensure the most effective learning process for the user.
The Action of Learning
The action of learning is a three-step process, comprised of Information Acquisition, Information Processing and Information Cataloguing/Action Taking. Let’s take a look at what is involved in each of these three steps.
In this first step, the user receives new information from a single source or from multiple sources. This new information may be presented in a visual, auditory, or sensory format.
In the second step, the user processes the newly acquired information by acknowledging and understanding its meaning. This step is dependent on the user’s individual mental processing capabilities, which may vary from person to person. The user’s previous familiarity with similar types of information may play a significant role in his/her processing of this new information.
Information Cataloguing and Action Taking
Having processed the newly received information the user in turn then stores it for future use by mentally cataloguing it. As part of this cataloguing process, the user creates necessary contextual associations to easily access the newly learned information at a later date. At times, as we will see shortly, the Action Taking is conducted without the need for Cataloguing.
Later in this discussion we will look at some of the factors, which provide for a more effective learning process for the user. Now, however, let’s take a look at a commonplace example, which will illustrate the three steps involved in the action of learning. I refer to this as the Traffic Light Sequence.
Step 1 — Information Acquisition
As the driver approaches an intersection, the traffic light changes from green to yellow; a visual cue. The driver acquires this new information and acknowledges the change in the traffic light. His/her ability to understand the meaning of this event will largely be based on previously learned information about the individual meanings of the colors of the traffic light.
Step 2 — Information Processing
Having acknowledged that the traffic light changed, the driver has to process the actual meaning of this event. The driver is aware that a certain action is needed to respond to the change in the traffic light. Other ambient factors may require additional mental tasks and calculations on the part of the driver, such as noticing the presence of the police vehicle within the driver’s peripheral vision. These ambient factors place an additional burden on the driver’s decision-making capability to take the most effective (and safe) course of action.
Step 3 — Action Taking
Having completed the information-processing task(s) the driver makes the decision to apply the brakes and come to a complete stop. This action completes the third and last step in this sequence.
The Elements of Learning
The action of learning is a highly individualized process in that it varies from person to person. There are several factors that can make the learning process more effective and user-friendly.
Often highly complex, information needs to be properly formatted and presented to its intended audience in a concise and effective way. Clarity of presentation plays a critical role in the overall learning process. It is important to consider proper visual and/or audio delivery methods. Information architecture, spatial organization, layout considerations, data density and sound levels, among others things, need to be carefully considered.
To ensure effective information delivery and enhance the users’ learning experience, it is important to select and apply the most effective methods of information delivery. For example, learning new features of a digital platform may require a combination of methods, such as instructional training, online resources, collaborative workshops and user manuals. The lecture format, a popular if not somewhat outdated method of information delivery, is widely used in higher education. This form of learning requires students to understand and retain the information presented by their instructor during a lecture. There are a number of factors in the use of this information delivery format, however, that can make the students’ learning process very challenging, including the instructors’ voice, cadence, rhythm of speech, accent, physical posture, their energy level, as well as their ability to effectively hold the attention of a lecture hall.
It is not enough to simply present the new information to students; it is equally critical to effectively illustrate to students the relevance of this new information as it applies to real-world, current industry examples. This is one of the biggest factors, which, in my opinion, is often lacking in the instructional realm of academia.
Empathy is a key element of effective information delivery. This is particularly true in an interactive form as part of the instructional process. This in turn leads to a much more effective and enjoyable learning experience for the user. Understanding the holistic and conceptual framework of what they are learning, also allows them to apply new skills and information much more effectively. This is why it is very important for the instructor to not only explain the “what” and the “how,” but also the “why.”
The factors described above are equally important in both the educational and corporate environment. The latter includes departments such as Development, Operations, Product and Human Resources, where effective instructional methods play a critical role.
The more complex and advanced the information is, the greater the instructional effort needs to be made, to deliver an effective and user-friendly learning experience to a technologically and intellectually diverse audience. Available instructional resources need to be properly researched and analyzed. Appropriate content delivery methods need to be carefully selected. Moreover, the information delivery methods may need to be customized and modified, should the need arise, even during the ongoing instructional process.
In the end, such an approach will improve the users’ learning processes, ultimately enhancing their overall experience of learning.
I recently started working with an organization who wanted “Customer Service Training”. Commonly I find that what an organization thinks they need and what they really need are 2 different things… CYA- “cover your ass”.
massive quantities of cc:-ing, bcc:-ing and reply all on emails.
people being involved in meetings when they don’t need to be there.
high levels of self-preservation, information withholding, and mistrust.
an absence of creative thought, innovative initiatives and risk-taking.
a constant narrative of blame by employees at every level to their peers about how they “told employee x that we shouldn’t do this, but THEY didn’t listen to ME so now… <insert undesirable outcome here>.”
an environment where ev
Due in large part to their current culture, business has fallen off over the last 5 years. Management perceived this to be a “Customer Service” problem and they were partially correct, but the root cause is this CYA mentality. The organizational culture assessment revealed that there was a major issue with the “tone” employees use to communicate, both internally as well as externally to customers. Traits such as anger, resentment, bitterness, helplessness and perceived ineptitude are commonplace. This CYA culture has absolutely killed employee morale. And now business is suffering because their customers feel this negativity through their interactions with the staff.
The costs associated with a CYA culture are high. CYA is time-consuming, exhausting, and breeds paranoia and mistrust in organizations. It costs the company through high percentages of disengaged employees and low productivity. These variables lead to lost customers, clients and revenue. And many employees report personal health problems like chronic stress and high blood pressure.
Instead of doing everything they are capable of, these employees are hiding. They do only what they are told, take no responsibility for their work, and spend all of their time trying to deflect and not get in trouble.
Doing great work involves grit, tenacity, resilience, fearlessness and innovation.
These traits aren’t found in organizations that play it safe. (Think Blockbuster Video and Borders.) If you want to thrive you have to be willing to take a chance, to fail, to persist in the face of that failure, and to be accountable — for the good and the bad. And organizationally, you have to examine mistakes and failures for the lessons learned, and not as a vehicle for scapegoating, punishment or blame.
If you are tired of your CYA workplace and you are ready to contribute more, perhaps it’s time for a new job? One where you can thrive and accomplish great things as part of a healthy work team. There are lots of places out there that need your ideas, energy, talents and skills, and where you won’t have to play defense all of the time.
And if you are leading an organization with a CYA culture, what steps can you take TODAY to begin to change from a culture of covering, to a culture of accountability so that you don’t lose your best employees (and customers)? You’ll have mountains of time and energy to accomplish great things together once you empower your staff to make decisions, provide them with leadership and support, and stop keeping score.
Do you work in a CYA culture? If so, I’d love to hear some examples from you about how that shows up in your organization, and what steps you could take — regardless of your position — to change it.
Every thought and potential action needs to be run through Legal and/or Risk Management.
A channel that receives three strikes from YouTube within three months is banned from the platform.
Conspiracy theory outlet Infowars is one strike away from being banned from YouTube.
The channel said it received an alert from YouTube on Tuesday morning, saying Infowars received a second strike on a video about the Parkland, Fla., high school shooting and will temporarily be unable to upload new content.
Alex Jones and Infowars Content Is Removed From Apple, Facebook and YouTube – August 6, 2018