The other foot

A thought occurred, it happened earlier today, but my mind was not with the program that runs within me. You see we have a foot we prefer, almost like left handed and right handed, but the foot is less obvious, it is merely in the back of our minds, perhaps it is linked to instinct, perhaps it is less than that, but the setting exists. Yet what happens after? You see we are so of the mind that we walk we do that, and sometimes we run. Then we meet with people who tells us not to run, but to walk. Some have an actual concern. It can be safety, or merely the chance of danger. The other group gives us that setting do that we can be caught up to, we do not run faster than they do, it worries them. 

Yet there is another place. Where we rely on asymmetric gait, it is skipping. The interesting part is that skipping, even for 1-2 minutes a day strengthens you and increases your accuracy. Yet be honest. When was the last time you did that exercise? When do you no longer need to rely on increased strength and accuracy? You thought of that as a child’s game, did you not? 

The other foot is there too. What happens when you start concentrating on moving the other foot first? It is a simple question, did you ask yourself that? What happens when people state that there is no need, you are good as you walk and for a while you suddenly get compliments. Did you consider that someone does NOT want you to increase your mobility? In the 90’s my bosses did something similar. Convince me to NOT learn Oracle. It did not sit well with their exploitation of me, yet I did not learn that lesson until much later, too late actually. Yet in my twilight I have merely a few goals. Sell my IP and get a really nice stake in my retirement. And in good faith those who wronged me will never be allowed near my IP (Microsoft is not invited either). 

Yet the stage is not my IP, this stage is about you. When were you given a real option in the last two years? You see bosses are now no longer in charge (sort of). It is an employee setting and for the most they cannot get a good employee at present. EVERYONE is short of staff. As such this is the time to slam your fist on the table and set precise goals that they have to adhere to, although if you do that, you better deliver on their needs too. 

The AFR (at https://www.afr.com/policy/economy/why-we-don-t-have-enough-workers-to-fill-jobs-in-4-graphs-20220621-p5avcc) gives us in a first graph that the shortage increased by 30% in the last 2 years alone and it is not merely the ageing group. Bosses have short sold their staff for over a decade and now the invoice is due. In the blue collar stage it fluctuates between 20% and a whopping 74%. As such businesses on a global scale have a problem. Fortunately for them they have some options in other fields. Instead of relying on ‘Fake it until you make it’ they need to rely on ‘learn it until you lead it’ and there could be options all over the Commonwealth, Europe and even the US. Places like Oracle can start hiring trainees and after their first courses are passed they can be placed at their customers. Rotating every 6 month until someone ‘Shanghai’ them to become permanent employees. And this is not merely Oracle. There is Oracle, IBM, Alibaba Cloud, Amazon Web Services, end a few others.

The HR departments on a global scale need to alter their Modus Operandi it no longer works the way they think it does. The old days are over and you either adjust or you restrict your business. Of course players like Oracle need an alternative workforce, but there Universities and experienced oldies might be two streams of getting the workforce enabled. In addition they have the ability to enhance cyber knowledge all over the field making their people more enticing than the other ones. There the AFR had another view (at https://www.afr.com/technology/skills-shortage-a-handbrake-for-technology-companies-20220503-p5ai8r) and here we see ‘Skills shortage a ‘handbrake’ for technology companies’ which is merely the top-line. It is “The Australian Information Industry Association’s annual member survey found 75 per cent of technology companies are expecting their revenue to grow by at least 5 per cent this year but are concerned skills shortages will be a barrier to expanding their business.” And that is merely Australia. The commonwealth (especially UK and Canada) have growing issues and the US is in deep trouble and with their approach to everything it is now becoming the least interesting place to work. Plenty of California places (as well as the large players) have an option to syphon services via Canada, which is not a great solution, but better than nothing. In addition we see “AIIA chief executive Ron Gauci says his members are looking offshore to find specialist tech talent” and there we see the first problem, they rely on HR systems that did not evolve, that did not adjust and I see the same BS emails in my inbox to prove it, all half baked ‘invitations’ to come to Malta, they even pay the first month rent. Moving to a place where ‘others’ call the shots? You have got to be joking. When you are young and in the workplace we had 7 years ago, some people might give that a try. In todays setting it does not hold water and that is also a problem in Australia, the people who fell for that approach the last 6-10 years ago now have different stories and their friends are giving it a miss. But some places have options. They merely have to wake up and look at the equation from the other side to see that opportunities and options are there, merely for those willing to throw the gears in another speed setting and start with the other foot, it is seemingly that simple.