COVID Has Been Hard on my Friend: Jim, The Shoe Addict...

I'm back with updates on work clothes. As a primer, I'm the same guy who was unafraid to bring you uncomfortable fashion classics like the following:

BEST PRACTICES IN BLUE BLAZERS FOR THE CONTEMPORARY WHITE PROFESSIONAL CLASS MALE

BEYOND BLUE BLAZERS - THE PANTS CHOICES OF PROFESSIONAL WHITE MEN IN AMERICA

If you don't remember these classics, go take a look. There's nothing more fun than busting on how white guys dress. Shoes

But I'm back with an update that goes beyond gender and race. Let's talk about the dopamine hit we all get when we find a great deal on clothes, especially for work. I think it's safe to say that there have been some deals out there as retailers got roughed up by the pandemic-caused recession.

One friend of mine has a long history as a complete shoe addict. To prove this affliction knows no gender, this friend of mine with the shoe jones is a guy.

I'll call this friend, "Jim". The pandemic recession hit Jim's addiction hard. Cole Haan, his long primary source of shoe style, starting pumping emails touting 75% off from late March on. Jim couldn't resist. He kept ordering and stockpiling shoes and his closet looks like what you would expect from a hoarder, with probably 10 boxes of shoes, never worn, waiting for action.

His wife would walk by him at home and he'd hustle to another browser window - BECAUSE OF THE SHAME. He kept going back to the crack pipe of shoes that is Cole Haan, and they were happy to use Jim to relieve themselves of fixed inventory costs.

Jim's addiction seems innocent enough. But of course, addictions impact everyone around the addict. He kept forwarding me emails with sales. I ordered a couple of pairs of dress sneakers in early April - at the time I thought, "I'm going to be totally set up when this pandemic is over."

Flash forward to late June. As I look at the two unopened boxes of work shoes in my closet, I'm like, "####, when am I actually going to wear those shoes?"

Great sales on work clothes don't mean a thing right now. If you know someone like Jim, get into their browser history and run an intervention if necessary.

I'm still Jim's friend. I'm boxing up 2 pairs of Sketchers I got for nothing at an outlet mall to send to him. A shoe addict can't break the cycle on his own. I'm hoping the boxes of cheap Sketchers will be like Methadone on his road to recovery.

Good luck Jim. 


The Real Question In 2020 Is This: What's YOUR Platform?

2020 - It's been a bit of a year. As John Whitaker pointed out at Fistful of Talent, we know at the very least a 3rd large scale event is coming - the 2020 election in the United States.

Translation - the fatigue you feel, while real, isn't going to get better. This world is going to keep coming after you in 2020. The more you read and watch the news (which Randall-woodfin_31259213_ver1.0you should), the more conflicted, confused and angry you're going to get.

Which brings me to the point of this note about 2020:

What's YOUR Platform?

Nope! I'm not talking about Democrat/Republican, left vs right, Washington Post vs The Wall Street Journal or anything that signifies sides.

Instead, I'm suggesting that if you feel fatigue, anger or hopelessness with how any major event or movement has left you feeling in 2020, turn off your phone (at least the data portion that powers your social apps and video), the news and everything else that's trying to get you to take a side (and potentially hate another side) and do the following:

Pull out a sheet of paper. Do 2 columns, one for COVID-19 (how we're doing the lockdown, RTW, etc) and one for George Floyd and everything that followed in the last three weeks.

Got your columns? Excellent. Now give me 5-10 bullet points on each and tell me how YOU feel about the issues. Really explore where you are at with those two issues.

I guarantee you that you're going to feel more at peace once you're done. Because instead of being manipulated by the various outlets that shoot opinion, point of views and at times, manipulation your way, you objectively listed where you were at on the issues.

And let's face it, establishing where YOU are at is the first step towards a better place, with any of the issues confronting us, and a better world. 

--------------------

I'll give you one piece of my platform - I like leaders who understand how to navigate the complexity of where we are, and I'll cross party lines (I'm a moderate Republican) to vote for good people doing good work.

Example - Birmingham (AL) mayor Randall Woodfin. Late in the first weekend of protests and riots nationally, Birmingham had its first major protest. Woodfin was present and, of course, allowed a peaceful protest and even permitted the group to go to Linn Park in downtown Birmingham and attempt to take down a huge statue with Confederate ties. When it became apparent that 10+ people would be crushed if the statue came down on the protesters, he got on the bullhorn and asked for 24 hours to get the statue down (knowing that the city was under order from the state not to bring down the statue from past years litigation, etc.).

But wait, I'm not done.

The protesters OK'd Woodfin's request and started marching away. Then the group splintered, with rioters taking advantage and started tearing up downtown. Woodfin got on social media IN THE STREETS and said with perfect clarity, "last night of this - we're not tearing up our city."

But again, there's more. The next day, he got the statue down, and BTW, it was one of the first nationally to come down post-George Floyd, and certainly the first to be removed by a sitting mayor. PS- no more riots in Birmingham under the same mayor.

So a mayor in the party I don't automatically affiliate with had the following platform from my vantage point:

1--Allows Protest and actively supports cause.

2--Leads on public safety.

3--Doesn't allow destruction of property.

4--Proactively took confederate symbols down, at risk of lawsuit from the state level. Because it was time.

5--Took the statue to an undisclosed location so neither extreme could get to it, so the legal process could take its course.

Leadership is hard. Conservatives knocked Woodfin for allowing the initial riots. Liberals knocked him for being harder on organizing protests once riots happened. 

I watched and decided I had a lot of respect for how he handled a fluid situation and led as a result. Consequently, I'm more interested in everything else that is on his priority list in Birmingham, where I live.

It sounds like Randall Woodfin has his own platform.

Commenting and trolling on social media is easy. Leadership is hard.

-----------------------

I know this is a long post. But simply pulling out a figurative piece of paper and thinking about MY platform was helpful. It helped me cut out of the noise, and think about where I was at. Along the way, I became more open to the ideas of others, and found people like Randall Woodfin providing leadership during a difficult time.

I don't have a lot of answers in 2020. But I know most people in America (including you) are good.

If you're frustrated in 2020, turn off social and the news and take inventory of what your platform is on the big issues. When you do that, you'll find you have more in common with almost everyone around you, and we can build from there. 

Consuming extremes (without self evaluation) prevents conversation.

Good luck in the rest of 2020. I have to go, because apparently there's a huge saharan dust cloud coming to blanket where I live.

Of course, in 2020 we call that "Tuesday".


You Think Your Work Enemy Has Declared War: She Just Thinks It's Thursday...

"Some men just want to watch the world burn."

-Michael Caine in "The Dark Knight"

--------------------------

Intent is a funny thing.  You're in the workplace, and the workplace has established norms: Some men

--We talk to each other before we make decisions or take meaningful action

--We give people a heads up before we announce something that won't feel good to them

--We try to play nice and if confronted, we try to make the person confronting us feel good about our intent.

Of course, those are norms - guidelines if you will, not hard rules.  Every once in a while, you run into someone that does not give two ****s about your norms.  They do what they want, when they want and generally don't give you heads up that it's coming or make you feel better if you ask them about it after the fact.

You know, ass####s.  We're pretty quick to assign full villain status to people who don't play by the rules.

What's interesting about the people like this you think are enemies in the workplace is the following:

You think they're out to get you based on chaos they cause.  They probably think it's Thursday.

They aren't even thinking about you.  Tearing shit up is just what they do.  In the age of Trump, we're likely to cast them as villains and think they're out to get us. That might be true, but in my experience, people who cause chaos can be factored into 3 categories when it impacts you:

1--They're out to get you.  It's what you thought.  They hate your guts, you're in the way and it's takedown time. 10% of the time, this is the reality.

2--They have a plan and a place they want to be unrelated to you.  They have a POA (plan of action) that's bigger than their relationship with you. You're taking it personally, but the "tearing shit up" and chaos impacts multiple people, not just you.  They're not even thinking about you, Skippy. 70% of the time, this is the reality.

3--They don't have a plan but love to keep everyone off balance as part of their managerial DNA.  Again, it's not about you.  Their business is chaos and by the way, the more positional power they have, the better that business is. 20% of the time, this is the reality.

Unless you're experiencing flavor #1 above, your best strategy is to keep an eye on it but ignore it.  Go about your business.  You do you, let them do them and save your emotional reaction and gun powder for when it really matters.  

If you're high sensitivity, this is going to be hard.  They're going to wear you out.  You think it's the workplace version of Normandy.

It's actually Thursday.  What's for lunch?


BHAGs: You're Afraid. Elon Musk is Not...

Shout out to SpaceX for the recent mission on behalf of NASA, launching astronauts and sending them to the International Space Station.

None of it would have happened without a BHAG (Big, Hairy, Audacious Goal).

BHAGs are visionary, strategy statements designed to focus a group of people around a common initiative. They differ from our other goal setting techniques because BHAGS are positioned toward by a large group (rather than individuals) and they typically span a large amount of time than any of our other goals. They’re huge.

BHAGs can come in several flavors. Most are focused on one of four broad categories: reaching a defined target or metric, competition, organizational change, or reputation. Here are a few examples from some companies Elon-musk-mars you’ve probably never heard of…

-Reaching a defined target

“Attain 1 billion customers worldwide” – Citicorp, 1990s

-Competition

“Crush Adidas” – Nike, 1960s

-Organizational Change

“Transform this company from a chemical manufacturer into one of preeminent drug-making companies in the world.” –Merck, 1930s

-Reputation

“Become the company most known for changing the worldwide poor-quality image of Japanese products” – Sony, 1950s

Wait - Nike wasn't always the leader? Japanese products were once considered low quality before Japan was kicking our ass in the 80's?

Well, before the world as we know it at Nike and Sony became the reality, leaders at those companies created a BHAG as a single unified vision for their people to rally around.

You know who else is good at BHAGs?  Elon Musk.  Musk basically BHAG'd his way into Tesla and Space X becoming great companies.  

Electric Car with quality and luxury?  BHAG.

Reusable rockets with segments that can land back on earth on pads?  B-freaking-HAG.

Well, here comes Musk again, probably the most adept user of BHAGs in the world.  The ultimate BHAG for him is Mars - more from The Guardian:

Elon Musk has unveiled plans for a new spacecraft that he says would allow his company SpaceX to colonise Mars, build a base on the moon, and allow commercial travel to anywhere on Earth in under an hour. The spacecraft is currently still codenamed the BFR (Big Fucking Rocket). Musk says the company hopes to have the first launch by 2022, and then have four flying to Mars by 2024.

Last year Musk proposed an earlier plan for the spacecraft, but at the time had not developed a way of funding the project. Speaking at the International Astronautical Congress in Adelaide Australia on Friday, Musk said the company had figured out a way to pay for the project.

The key, he said, was to “cannibalise” all of SpaceX’s other products. Instead of operating a number of smaller spacecrafts to deliver satellites into orbit and supply the International Space Station, Musk said the BFR would eventually be used to complete all of its missions. “If we can do that then all the resources that are used for Falcon9, Dragon and Heavy can by applied to this system,” he said.

BFR.  Musk isn't messing around.  The BHAG is set.

Getting NASA astronauts to the ISS doesn't happen without the bigger BHAG. 

If history tells us nothing else, it tells us that Musk will probably make it happen.  Maybe not by 2024, but you can't have a BHAG without making it seem impossible.


THE HR FAMOUS PODCAST: e15 - Is Your Company Ready for RTW?

In episode 15 of The HR Famous Podcast, long-time HR leaders (and friends) Jessica Lee and Kris Dunn come together to discuss Tim’s extravagant Southern Utah adventure, return to work plans, Twitter’s WFH forever proclamation, and Microsoft Teams. The team discusses the different return to work plans and ideas, new office norms, and a potential boom in the workplace real estate market.

Listen below (email subscribers click through if you don’t see the player) or click here for a direct link. Be sure to and be sure to subscribe, rate, and review via iTunesSpotify and Google Play.

Show Highlights:

1:00 - No Tim on this episode! Are we sad or happy? Stay tuned to find out ;)

2:00 - Is JLee still a kid? Sound off in the comments

3:30 - Tim Sackett is a jerk!!!! His Instagram is making the HR Famous crew jealous with his Southern Utah golfing, jeep trips, and luxurious escapades. Safe travels Timmy!

4:30 - Today’s topic: return to work! Some companies have their plans ready to go but all companies are going to have to get ready for “the new normal”. What is that going to look like? Are you ready?

7:00 - RTW = return to work

7:30 - Jlee sounds off on the differences of work returns there can be and the potential anxiety employees could bring with them. Will there be a major fear from workers?

8:45 - KD is taking the approach of surveying his employees on how they want to return to work. Who wants to stay home? Who wants to return to the office? Who is unsure and has concerns? 

9:40 - One size fits all? Not for RTW plans.

11:15 - KD fills us in on how Kinetix is facing RTW: Branded face masks: check! How do you feel about the decorative/branded face masks?

13:15 - Sexy brand check! Jack Dorsey has announced that all Twitter employees can work remote forever. What really is forever? Jlee thinks it’s a cool idea but may be too early to make this call. Only a diamond is forever ;)

16:00 - Will there be an increased need for real estate for workspace? Due to physical distancing needs, there may need more space needed to ensure employee safety. 

18:00 - Have you ever had an employee sit on the floor in your office during a meeting? Jlee hasn’t but she thinks that cramped small office meetings are on the way out and virtual meetings are here to stay.

20:30 - KD and Jlee are turning this into a Microsoft ad! Microsoft Teams chat is the new norm for Jlee but may be NSFW because of their raunchy gifs.

22:30 - KD thinks that Eric Schmitt’s perception of a workspace real estate boom is a little tone deaf. With more WFH employees and financial troubles, there may not be a real estate boom especially in spaces made for small to mid-sized businesses. 

24:00 - Should we be celebrating companies and CEOs who pledge not to lay off employees? The crew thinks it’s unrealistic to raise the expectation that companies should not lay off some workers in this pandemic, especially in service industries. 

26:10 - “Up your sunscreen game” - KD to Tim Sackett. 


BEST HIRE EVER PODCAST - Liz Desio, NYC HR Pro Impacted by COVID...

Hi Gang - ramping up a new podcast called BEST HIRE EVER, where I'll be talking about hiring top Liz talent with undeniably talented corporate leaders, recruiters and candidates. Today's guest is EPIC as
I talk to Liz Desio, a resident of NYC and HR Pro. Great talk about Liz’s personal experience with a COVID-19 lay-off, writing, and HR.

Liz's story makes this a must listen - use the show highlights below to spin to what interests you most, but Liz's story about heading to NYC and hustling to be a journalist before landing in the world of Recruiting/HR is a doozy. Talented lady that you should figure out if you can hire 100%. Enjoy the pod and don't forget to subscribe, rate and review (if you love it) on Apple Podcasts, Spotify or Google Play.


Show Highlights:

1:08: KD introduces Liz, HR Pro and Candidate! KD gives some backstory on how they were introduced and why she’s on BHE

4:45: Liz takes us through her career. UVA grad, move to Brooklyn, hustling, getting hired in first HR job (hard knock life), getting out, getting a really good job in HR and then hitting COVID.

14:33: Liz’s take on being a new manager and the challenges she faced dealing with imposter’s syndrome.

16:05: KD asks Liz to share the story of getting laid off during Covid – You can check out her article here: https://medium.com/@lizdesio/making-peace-with-getting-laid-off-9bead164c43a

25:33: KD then pivots to reflective Liz, the one that wrote the post comparing herself to an early character on The Wire who gets killed off in season 1 - https://medium.com/@lizdesio/when-trying-to-switch-career-fields-makes-you-feel-like-dangelo-from-the-wire-4102c0bded99

33:48: KD and Liz discuss his take that recruiting prepares you to be an HR Generalist better than most.

40:15: KD asks Liz what your dream job is in HR. They discuss.

Kinetix

The HR Capitalist

Fistful of Talent

Boss Leadership Training Series

Kris Dunn on LinkedIn

Kris Dunn on Twitter

Kris Dunn on Instagram

KD's Book - The 9 Faces of HR

Liz Desio on Medium

Liz Desio on LinkedIn


THE HR FAMOUS PODCAST: E14 - Gen Z COVID Job Search and Recruiter Outplacement

In episode 14 of The HR Famous Podcast, long-time HR leaders (and friends) Jessica Lee, Tim Sackett, and Kris Dunn are joined by Tim’s son Cameron and HR professional Chris Hoyt to talk about holidays during quarantine, finding a job straight out of college during a recession, and recruitersrecruitingrecruiters.com. The team discusses the struggles of finding a job in a recession for a college grad, changes to candidate experience, and better ways to hire during a pandemic.

Listen below (email subscribers click through if you don’t see the player) or click here for a direct link. Be sure to and be sure to subscribe, rate, and review via iTunesSpotify and Google Play.


Show Highlights:

1:30 – Mother’s Day is coming! Jessica wants some peace and quiet for her special day and Tim’s wife wants diamonds. Sounds like some good gifts to me! 

3:30 – Where do you get your Mom’s Mother Day flowers? KD shouts out 1-800- Flowers and tells a story about a disastrous bouquet of Wal-Mart flowers. Moral of the story: don’t buy flowers from Wal-Mart. 

6:00 – Happy (belated) Birthday KD! What we’ve learned is that KD prefers store bought cakes to homemade cakes.

7:00 – Welcome Tim’s son to the podcast! Cameron is a recent grad from the University of Michigan and joins the conversation to discuss finding a job during a pandemic and fills us in on what his job search has been like for the past few months.

10:00 – Has candidate experience decreased since the recession started? Cameron hasn’t seen anything shady from employers but has seen a lot of uncertainty and jobs being cancelled or postponed. 

12:20 – Have you been ghosted from a lot of jobs? Cameron has only heard back from a real person for 3 out of 70 jobs he applied to. Not many rejections too! Is that because of the uncertain nature of the times?

14:50 – Would Cameron go work for Fox News if they offered him a job? 

16:00 – Are career services still active during the pandemic? Cameron uses Tim as his personal career coach but has seen lots of friends get early job offers from college recruiting and career fairs. 

18:10 – Hot gossip alert! Cameron spills the tea on how Tim is as a personal career coach. 

20:00 – Quarantine time is a good time to learn new skills! Cameron has been working on podcasting. Look out for the Disney Channel rewatchables coming to your favorite podcasting service near you! KD and Cam discuss their favorite episodes of The Ringer’s Rewatchables podcast. 

23:00 – Tim gives us a branding lesson. Buy your kids URLs and reserve their email addresses and social media handles early! 

25:15 – Time for the second guest! Tim welcomes long time friend Chris Hoyt to the podcast.

26:00 – Chris discusses his work Career Crossroads and what they do for talent acquisition and recruiting. Tim loves it!

28:20 – Story time! Tim tells us how his wife, Kim, met Chris in Park City, Utah and really liked him. 

29:30 – Recruitersrecruitingrecruiters.com! Say that five times in a row! Chris talks about his newest project inspired by the cooperation between CVS and the hospitality industry during the coronavirus pandemic. 

32:20 – Looking for a recruiting job? There’s about 150 jobs available on the platform with over 250 employers. 

35:00 – #firstworldproblems. Are you experiencing Zoom fatigue? 

35:30 – How can you guarantee candidate experience with such high unemployment? Chris discusses how it’s uncertain whether the same levels of candidate experience can be kept up and Tim talks about mistakes he made in the last recession. 


Working From Home: Can You Give Me Some More Energy Please?

We know that post-COVID, more work from home is reality. We'll still have offices, but it's going to be hard to get all the way back, right?

How do we know that Jenny and Mike aren't feeling great and maybe aren't giving it everything they need to on a random Monday?  

Simple! Emotional Recognition Software! One provider in this field has the following stats since call center reps went to mostly virtual work during COVID-19:

--Average Customer Experience Scores have fallen by 4% Hugs

--Prompts to call center reps from Emotional Recognition providers to show "more energy" have increased by more than 30% during COVID-19.

Think about that last note for a second. You're doing your thing at work, and a virtual agent pops up and asks you/reminds you to show "more energy."

You probably have two thoughts to that on a random Monday during the COVID lockdown:

1--"###k off, Siri"

2--"Hmm. I wonder what my composite approachability score is compared to the rest of the team?" (becomes a happier person on the next call intro).

Emotional recognition was making great strides prior to 2020, but in an environment with more remote work, rises in importance to business outcomes. More from Bloomberg:

Cogito’s software monitors every call agents make, analyzing metrics like tones of voice to see how the conversation is going. It’s found that since the start of the pandemic, average customer experience scores have fallen by 4%. It can respond by giving agents prompts to, say, be more empathetic to a raging caller. As virtually all call center agents shifted to work from home, Cogito’s prompts for them to show more energy at a work increased by more than 30%. 

This kind of technology, which Cogito calls “emotion recognition,” is controversial. The AI Now Institute, a research center at New York University focused on ethical issues related to artificial intelligence, questions its validity as science, and has urged governments to make sure the tech won't "play a role in important decisions about human lives.” 

Joshua Feast, Cogito’s president and chief executive officer, says he understands the trepidation, but frames the tool as a way to give employers insight into how to improve people’s jobs. “How are my people doing? I want to know. But I don’t want to surveil them,” he told me in an interview last week. When I responded that it seemed hard to argue that Cogito wasn't a surveillance tool, Feast offered a more nuanced take. “There’s a difference between surveilling the work and surveilling the human,” he says. “It’s fine to monitor the call—that’s what we do. That’s the work.” 

Few of Cogito’s clients allowed people to work from home before the pandemic, but Feast thinks that’ll change. This is a big opening for a tool like Cogito, which can be a stand-in of sorts for human management. As workers' stress levels increased, says Feast, Cogito changed the mix of automated feedback it provided to include more positive reinforcement. It also designed new alerts for managers, directing them to give workers attaboys when the tech determines they’ve done a good job on a call. 

Make no mistake - emotional recognition software exists to drive business outcomes. But, if used correctly, it can also drive the need to recognition and other positive interactions - more carrot, less stick.

But there's no hiding when Siri (or whatever they call the agent that pops up) tells you that you need to be more positive. #bigbrother

Another positive application of this type of technology is underscoring the need for broad deployments of mental health initiatives inside companies - note I said "broad initiatives" because eventually emotional recognition will be able to monitor remote comms of all types and tell you who is primed or a breakdown or has bipolar tendencies.

Welcome to the new world. Good luck, HR friends.


Chesky at Airbnb and the Process for Mapping and Communicating a Layoff...

My friend and colleague Patrick Lynch at CMP did a post over the weekend on the recent layoffs at Airbnb, covering a letter that founder and CEO Brian Chesky sent out to employees covering the move to layoff 25% of the workforce at the hospitality sector giant.

Patrick was spot on in his analysis, as the letter from Chesky is a deep dive in how to approach crisis Chesky communications with a spirit of transparency and treating people as well as you can afford to.

Of special note to me in Chesky's letter was Airbnb's process for working through the what, when, how and who of the layoff process. Here's a clip from his letter to all employees:

How we approached reductions:

It was important that we had a clear set of principles, guided by our core values, for how we would approach reductions in our workforce. These were our guiding principles:

    • Map all reductions to our future business strategy and the capabilities we will need.
    • Do as much as we can for those who are impacted. 
    • Be unwavering in our commitment to diversity. 
    • Optimize for 1:1 communication for those impacted. 
    • Wait to communicate any decisions until all details are landed — transparency of only partial information can make matters worse. 

There's a lot of good here, even if it's delivering news on the worst topic possible. While I've written before that we shouldn't be caught as leaders communicating intensely personal news in group settings, there's other factors beyond "optimizing for 1:1 communication" that serve as best practices in Chesky's letter. My thoughts about the other bullets listed below:

--Map all reductions to our future business strategy and the capabilities we will need. "Before you ask, yes, we had a plan. We're stripping this thing back to the base with these layoffs. Continue to buckle up."

--Do as much as we can for those who are impacted. "While we always would like to do more, we stretched as much as we could and went beyond what others are doing during this crazy time. Hope you see that, we're confident enough in what we're doing here to proactively say it."

--Be unwavering in our commitment to diversity. "Yep, we looked at diversity from every angle and the cuts are not only representative of our current workforce, but we made changes to what was submitted to ensure we're as strong as possible moving forward. Yes, we did an adverse impact analysis, but more to the point, we went beyond that. We're so confident in what we did in this area we're talking openly about it."

--Wait to communicate any decisions until all details are landed — transparency of only partial information can make matters worse. "You wanted details earlier of what we were thinking. We didn't give those to you early - not because we weren't working on it, but because not having the full plan is a bad way to communicate. You now have all the details"

All of these comments represent best practices in communication of this type of event.

Not every company has the resources that Airbnb has - if fact, most don't. But whether you're giving a minimum of 12 weeks and covering medical for the rest of the year...or providing next to nothing due the economics of your company's situation, you can follow this roadmap regardless of your situation.

Good luck and stay strong.


You're Employed and Confident, Awesome - But Stay Lean, My Friends...

If you watched the NFL Draft because you were starved for sports, you saw an unusual event. Due to COVID, the entire draft was held virtually, which means we got to peek in the homes of drafted players, coaches and executives.

And yes, that means you got to peak in the home of Arizona Cardinals head coach Kliff Kingsbury. Yes, he spells his name that way. Yes, his home is fabulous. Yes, those are designer shoes with no socks while other coaches shown had dip cups and sneakers.

Take a look at this photo of a live look-in from the Draft (email subs click through if you don't see the photo), then let's discuss.

Cliff

What a spread, eh? FANTASTIC.

I show this as we enter into a recession. It's a well known fact that 30M+ people have filed for unemployment in a span of 6 weeks.

Then there's everyone else. I hope you're feeling good about your situation, but here I am - Uncle KD - encouraging you to stay lean for what's to come. 

The connection to the picture of Kliff?  I'm a fan of the Ryen Russillo Podcast, and on a recent episode in the last month, he recounted a story that Kingsbury told when he had him on as a guest late in his first season with the Cardinals (2019). Kingsbury had righted the ship after a tough start, and Russillo playfully asked him what he was thinking in a game earlier in the season when he was down 20+ points.

Kliff Kingsbury's Response?

"I wished I wouldn't have bought that f**king mansion."

LESSON: There's no better leverage for any situation you face professional than staying lean and not running up a lot of debt.

Stay thirsty and lean for the rest of 2020, my friends.