My Top 10 Business Books to Avoid Like the Plague

in business, Featured, Uncategorized

a child with thick sunglasses reading a book

Here’s a list of the Top 10 Books I chose not to read in 2022 and suggest you don’t read in 2023. Books are from Amazon’s current Business & Money bestseller list:

1. The Myth of American Inequality

2. I Will Teach You to Be Rich: No Guilt, No Excuses, No B.S.

3. Think and Grow Rich (TIE)

3. Stop Overthinking (TIE)

5. Extreme Ownership: How US Navy Seals Lead and Win

6. The 12-Week Year: Get More Done in 12 Weeks than Others Do in 12 Months (TIE)

6. The 4-Hour Work Week: Escape 9-5, Live Anywhere, and Join the New Rich (TIE)

8. Never Split the Difference: Negotiate as if Your Life Depended on It

9. The 48 Laws of Power

10. Discipline Is Destiny — The Power of Self-Control

Reviewing the Amazon list, I’m reminded of what a bunch of wealthy bad-asses business-book authors are, and what a bunch of broke, flawed slackers we readers must be.

Some books I’m excited about reading in 2023, in some cases because I know the author to be someone who has something valuable to say and has authentic experience in business:

Books I’ve previously recommended include:

[The links above are NOT affiliate links. Feel free to click away to your heart’s content and rest assured I will not earn one red cent from your purchases.]

Why Not Assess EAPs like We Assess Online Therapy?

in EAPs, Uncategorized

Frustrated teletherapy client

The Wall Street Journal recently published an article about the underbelly of “online mental health” treatment, pinpointing as a driver this:

…Sensing opportunity, investors last year poured $4.8 billion into startups offering digital mental-health services.

After the Gold Rush?

Some of us refer to this as the Mental Health Gold Rush, which doesn’t stop at online therapy platforms.

Indeed, in the context of employee mental health, it may be beneficial to compare these online platforms to their traditional EAP counterparts.

The article describes intake team members and therapist networks for whom “training is minimal.” Unacceptable? Absolutely. Employers and employees should accordingly ask their (external, US-based) EAPs how they train the therapists in their network.

It also describes the platforms’ egregious, tragic efforts in matching care-seekers to appropriate therapists (e.g. based on LGBTQ-based needs). Let’s ask… How well do our EAPs do this? What are their provider/client matching systems? What processes assure those algorithms work optimally?

Similar questions can be asked about resources for clinical oversight, and some can even be asked about care obtained outside the employer relationship (i.e. care seekers who find and pay for therapists on their own).

The WSJ article wasn’t specifically about employer-sponsored care, and consequently didn’t warrant comparison to EAPs. Either way, its anecdotes demand attention.

It would also be useful to see a follow-up that addresses online therapy’s outcomes compared to benchmarks, as well as access to care. Is our problem “The Failed Promise of Online Mental Health Treatment” or the failed promise of mental health treatment in general?

P.S. The WSJ article noted celebrity endorsements of online therapy platforms. I find all the endorsements by athletes, actors, pop stars, and royals to be objectionable. But I’m generally bewildered by our obsession with celebs.

Opposition to Paid Sick Leave Derails Wellness

in Featured, Uncategorized

railroad worker

The majority of US railroad workers reportedly aren’t eligible for paid sick time, a statutory benefit in most industrialized nations. This is the centerpiece of the current (late 2022) union negotiation/conflict.

Railroad megacorp CSX, in the Prioritizing Health & Holistic Well-being section of its 2021 Environmental, Social, and Governance report, states:

We offer benefits related to physical, emotional, social and financial support to ensure all CSX employees, at all stages and levels in their careers, are able to receive assistance across the health and well-being spectrum.

Union Pacific, on its website, boasts:

We understand that every step taken on the path of wellness leads to a richer, fuller life. That’s why we fully support and encourage employees and their families to take charge of their health and well-being.

Workers pay the consequences when employers perform a wellbeing charade, mostly by buying trendy wellness and mental health services and checking them off their list while ignoring the job conditions and policies essential to well-being.

But the wellness and mental health industries suffer as well. Our credibility erodes when we’re positioned as the sole solutions for well-being.