Wie ich mein Wochenende rette – 3 Tipps von einem Handyjunkie

Ja ich liebe Smartphones. Ja ich mag Gadgets. Ich kann mich stundenlang damit beschäftigen und ich besitze auch eine Smartwatch. Obwohl ich mir bis heute nicht ganz sicher bin, wozu sie nun eigentlich gut sein soll. Beruflich wie privat hämmere ich täglich tausende von Buchstaben auf virtuelle und physische Tastaturen in den verschiedensten Kanälen. G-Mail, Hangouts, Whats App, Outlook, Messenger, In-Mails, Excel Sheets, Google Docs, und Word. Und das sind noch längst noch nicht alle Kommunikations- oder Organisationswege. Lediglich ein kleiner Auszug.

Dazu kommt, dass mich die Mobilität unserer heutigen Arbeitswelt bis in die entlegensten Winkel verfolgt. Bis vor kurzem befand sich Deutschland noch ungefähr in der Kreidezeit, was den Ausbaustand öffentlicher W-LAN Infrastruktur betrifft. Doch hier wurde nachgebessert. Auch die Mobilfunkbetreiber haben ihre Netzabdeckung erheblich optimiert. Ein Handyverkäufer antwortete mir einmal recht schlüssig auf meine Beschwerde über zu viele Funklöcher mit dem Satz „Wieso? Das heißt doch Netz und nicht Decke. Ein Netz hat nun mal Löcher.“ Recht hat er.

Wie dem auch sei. Wenn ich es möchte, kann ich wann auch immer von wo auch immer arbeiten. Das finde ich toll, denn für mich bedeutet es ein Stück Freiheit. Es gibt unzählige Studien zum Thema Burnout, Gefahr von Work Life Balance usw. Mit Sicherheit steckt in Ihnen viel Wahres und man sollte die Gefahr, die für die Gesundheit daraus entsteht auch nicht unterschätzen. Dennoch überwiegen für mich die positiven Aspekte. Mein Problem ist nur – ich bin nicht sehr diszipliniert. Mein Smartphone ist mein ständiger Begleiter, ob nun in der Woche oder eben am Wochenende. Selbst wenn es zur internen Firmenkultur gehört keine Emails an Wochenenden zu versenden, so wird diese von anderen in den meisten Fällen nicht eingehalten. Wenn man für ein globales Unternehmen arbeitet tun die verschiedenen Zeitzonen und Feiertage ihr Übriges.

Wie kann ich also den ständig eintrudelnden Emails oder Terminerinnerungen entkommen um ein entspanntes Wochenende zu genießen? Denn – verstehen Sie mich nicht falsch – das ist mir sehr wichtig. Komplett offline sein? Kommt nicht in Frage. Am Wochenende nur die jeweiligen E-Mail und Kalender Accounts offline stellen? Sicher eine Alternative, doch irgendwie vergesse ich das immer und bin auch da nicht sehr konsequent. Nein, ich organisiere mich anders und ich fahre damit seit Jahren sehr gut.

  1. Ein Kalendereintrag für Kalendereinträge

Hört sich schräg an. Auch hier tricksen mich mein Smartphone und mein schneller Finger während der Woche ein ums andere Mal aus. Das kennen Sie doch auch. Sie erhalten eine Kalendereinladung von einem Kollegen, drücken unbedarft „accept“ und schon steht ein Meeting in ihrem Kalender. Am Desktop oder Laptop bin ich da wesentlich disziplinierter, doch unterwegs im Office oder auf Terminen passiert mir das schon mal. Das Ergebnis ist, dass Sie entweder eine Woche voller Termine haben, von denen Sie gar nicht wissen warum oder worum es geht oder aber, Sie haben ständig Termine die sich kollidieren. Ich habe mir zu Regel gemacht, jeweils am Freitagnachmittag einen festen Kalendereintrag für 30 Minuten festzulegen, in denen ich meine Termine für die kommende Woche prüfe und organisiere. Das hilft ungemein. Mein Pro Tipp ist noch, akzeptieren Sie zukünftig nie einen Termin, der keine Agenda enthält. Sollten Sie eine solche Einladung bekommen drücken Sie auf „tentative“ und fragen Sie höflich worum es geht. Es ist Ihre produktive Lebenszeit. Ein organisierter Kalender zum Wochenende, gibt mir ein entspanntes Gefühl und einen perfekten Start in die Woche.

  1. Montagsmeetings – Vorbereitung ist alles

Nachdem sie nun ihre Woche geplant haben stellen Sie schnell fest, welche Meetings welche Priorität haben und welche Rolle Sie dabei spielen. Im Idealfall sollte jedes Meeting einen wertvollen Beitrag zu Ihrer Produktivität oder zu der Ihres Unternehmens beisteuern, doch nicht immer ist dies der Fall. Gibt es Termine in denen sie einen aktiven Part spielen zum Beispiel als Moderator oder Präsentator, erledigen Sie die Vorbereitungsarbeit noch vor dem Wochenende, zumindest die für Ihre Montagsmeetings. Es wird Ihnen Ruhe und Frieden bescheren. Zusätzlich nutze ich ein simples Colour Coding für Meetings zu denen Inhalt in Form von Präsentationen von mir gefordert wird. Das erleichtert mir den Überblick.

Ich denke, ich komme immer sehr gut vorbereitet in meine Meetings. Tun diese Ihre Kollegen auch, werden Sie erstaunt sein, was für sagenhafte Ergebnisse Sie als Team erzielen.

  1. Die Twin Card – ganz ohne Gadget geht es nicht

Um der vorher beschriebenen, ungewollten beruflichen Kommunikation am Wochenende zu entfliehen, benutze ich eine Twin Card meines Netzbetreibers. Anders als eine sogenannte „Ultra Card“, die mit einer Rufnummer mit mehreren Endgeräten gleichzeitig im Netz des Providers eingebucht ist, bucht sich hier immer nur ein Handy zur Zeit ein, nämlich das, was Sie zuerst eingeschaltet haben. Aber mit der gleichen Rufnummer. Ich muss dazu erwähnen, dass Telefonie als solches mit den Jahren immer mehr in den Hintergrund meines beruflichen Alltags gerückt ist. Zusätzlich ist die Hürde jemanden am Wochenende anzurufen ungleich höher, als einfach eine E-Mail zu senden. Somit werde ich am Wochenende selten gestört. Ich bin weiterhin online mit meinen geliebten, privaten Social Networks, ohne aber die E-Mail und Kalenderprogramme nutzen zu müssen, die ich für meine Arbeit brauche. Zusätzlich brauche ich auch nicht ständig die beruflichen Accounts meines „Arbeitshandys“ aktivieren und deaktivieren. Ein weiterer symbolischer Nebeneffekt ist der, dass wenn ich am Freitagabend mein „Arbeitshandy“ ausschalte, mein Kopf mir sagt das nun Wochenende sei. Wie den Hörer auf die Gabel legen, falls das der Eine oder Andere aus der Generation Y noch kennt.

 

Na dann. Auf das nächste schöne Wochenende.

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Living the European Dream – in Dublin and beyond

When the opportunity came up to move my career from Malaga to Dublin, I knew I had to take it. It was a difficult decision in some respects – I had a job that I enjoyed in Malaga, and I did make a few jokes about moving from “Spain to the rain”. However, I also knew, as everyone else working in technology in Europe knows, that Dublin is where things happen.

This city is the technology hub for our region. Around this corner, there’s Facebook; go around another and there’s Google; up that street is Twitter; up that one there’s Airbnb. And then, of course, there’s LinkedIn. I knew that I’d be taking my life in exciting new directions when I moved to Dublin. But it was only when I connected with an opportunity at LinkedIn that I realised just how transformative the experience would become.

Busting the Dublin myths

By then, I’d already bust the myths that I had in my head about Dublin as a location. For a start – the rain. Okay, it’s not quite as dry as the south of Spain, but it’s certainly doesn’t feel any wetter than where I grew up in Germany. It’s certainly not stopped me cycling to work pretty much every day for the last three and a half years.

I had expected to find different types of people in Dublin – but the extent of the difference really surprised me. The presence of all of those companies in a city that still feels like a community is a very special combination. It makes me feel like I’m living in a true global village. It’s diverse and dynamic but hugely warm and welcoming as well.

That came home to me when I decided to run my first marathon shortly after arriving in the city. It was a way of showing my commitment to my new home and getting to know the city a little more as well. I’ll never forget the feeling of people lining the street to support myself and the other runners. When we went through the suburbs, there were people offering us bowls of fruits and sweets on their doorsteps. It reflects the attitude of people here – and also how extremely fanatical they are about sport.

How LinkedIn took my Dublin experience to the next level

In no time at all then, I’d started to feel pretty settled in my new city – and very happy with my life working in Europe’s technology hub. I was what we at LinkedIn Talent Solutions call a ‘passive candidate’. I wasn’t actively looking for a new job; I wasn’t frustrated in my current role or desperate for a new challenge. However, when the right opportunity came up I could see immediately why I needed to take it – and that opportunity was LinkedIn.

In some respects, LinkedIn was on my radar already. I knew that it was an exciting business – and one of the reasons for Dublin being such an exciting place for a tech career. However, I hadn’t fully grasped the mission and sense of purpose it had until a recruiter from LinkedIn reached out to me and I began the interview process.

A mission that matters

I’ve always had an interest in the purpose of what I’m doing. I’ve been interested in politics for the last 20 years – and a lot of my passion for social media comes from the way it can be used to get a message out and further a cause. That’s why LinkedIn’s mission to create economic opportunity for every member of the global workforce really resonated with me. There was an aspect of coming here that felt like taking on a role with an NGO – and that really appealed.

That wasn’t the only LinkedIn difference that I found inspiring. Reid Hoffman’s principle of the ‘Tour of Duty’ was another idea that really resonated with me: it’s the idea of there being a contract between yourself and LinkedIn whereby you both aim to transform each other for the better during your time here; you may not be here for ever, but if you do leave here for another role, you’ll definitely be leaving better equipped than when you arrived.

Transformation with a difference

Transformation is a really important part of LinkedIn’s values – and the focus of that transformation culture is really unique. At other businesses, you’re often encouraged to think about your weaknesses and ways you could improve them; here the focus is firmly on your strengths and how you can leverage them more effectively for both you and the business. It’s very empowering.

I’ve been able to apply the principle of transformation to my approach to leadership. The result I’m most focused on as a manager is being able to develop people for their next play – that’s what really makes me proud. It’s part of how my team motivates me every day. When I come into the office and see people already at their desks, making calls, working at their laptops – the buzz that gives me is very powerful indeed.

My transformation journey at LinkedIn is now bringing my ‘Tour of Duty’ in Dublin to an end. I’m making the move to manage one of our enterprise teams in LinkedIn’s Munich office. I was right in thinking that moving to Dublin would take my career to places I hadn’t imagined – and how, thanks to LinkedIn, it’s led me to a new city, a new stage of development in my career – and more new experiences. To me, being able to open up new horizons like this is part of the European dream – and LinkedIn and Dublin both embody that dream.

The T-Shirt Factor, or how Rock’n Roll is your Company ?

 

Quick thing which came into my mind. What´s your t-shirt history ? Can you remember it? I do. When I was fourteen or fifteen or so, I desperately wanted to have a black tour t-shirt from my favorite rock band AC/DC – Back in Black. I saved all my pocket money to get it and when I finally have been able to buy and wear it, you can hardly imagine how absolutely proud I was. From my point of view from that day on, I was the coolest guy on the schoolyard ever. This shirt meant so much to me, because it was the ultimate expression of my hard rock feeling. That fact that my parents did not like it, convinced me even more. Additionally to that, it was as well an expression to belong to a specific group of people who had the right sense of music – in my opinion. The t-shirt was our common sense, a movement and our way, to see and recognize ourselves in the streets of my hometown. Long story short – wearing this shirt was not just a piece of garment – it was a belief.

Over the years the t-shirts and its messages changed. I remember names and bands like Motörhead, Depeche Mode or Pearl Jam – I even called a Che Guevara * shirt my own. The latest ones have been Cake and The Eeels. But apart from that, I increasingly noticed, that I am wearing a Linkedin t-shirt more and more often. Having a look at my suitcase for my next business trip and realizing what kind of clothes I considered to carry with me, I experienced that some Linkedin t-shirts are my natural choice. And this brings me to the beginning of my post. Why is that so?

The answer is that my current employer is an employer, who gives me a feeling of being proud as well. It is the same story like with my AC/DC t-shirt. I am part of something meaningful to me. Something where I can find a purpose and where I am part of group, which thinks the same way I do. It is a natural human desire wanting to belong to something. I feel privileged and it makes me happy that I am not the only one. Where ever I see people in public wearing a shirt of the company they work for I do think, that this should be considered as an index for a strong employer brand as well. Our talent brand index provides you a strong analytical view on how you are positioned among your competitors – but what is about the t-shirt factor? Not seriously asking, but do you know where I am coming from?

Do you wear with proud a t-shirt of your company just because you like it? Just because it makes you feel of being part of something big? What is your t-shirt story?

* – I used to play a song with my band on that topic as well

surprise -people management is about people

Being in a leadership role now for some years in this crazy growing and changing world of technology, I see myself in a position to may give you some advises you can benefit from, when you develop into your next play – a role where you´re not only responsible for yourself anymore. A people manager role. There is this quote saying, that when you develop from being an individual contributor into a management position, it is not about how great you are and perform anymore, it is about how successful you can make your team. I saw people struggling on this. Why? Because by nature sales experts are restless fighters, chasing for their own success and having a high level of ego. I don´t mean that in a negative way, it is one of the skills you do need to have in that business.

So coming from a world where it is all about you and now it is all about your them is not easy. You really have to think it over. Take a step back, collect lots of feedback from your peers and have an idea about what really makes you happy. And I mean that not only in the sense of if it is the right decision for yourself. As I mentioned in the beginning, you take on responsibility for individuals and you absolutely should care. A high performing account manager is not necessarily a good people manager and a development into leadership role may even not be seen as a development because it feels wrong. Actually this is a step backwards.

If you made up your mind I have three advices for you, which worked for me very well.

1. always hire the best team

In my past years I did hundreds of interviews together with management peers. I have often been really surprised about the indifferent way they did their interviews.(Being later on surprised about why their team is not performing) Your success as a manager is the success of your team in total. So simple as that. You should have a high interest in hiring the best people for your specific open roles. Don´t only think about skills, experience and educational background. Consider soft skills, diversity and how the person would fit into your existing social micro cosmos. Be bold to hire people for roles where they maybe not the experts in. They may have an expertise on totally different topics you never have thought about and they have interesting stories to tell. Don´t limit yourself. The best advice I have for you in doing a perfect interview is, ask as much questions you can. Ask what you´re interested in apart from the job qualifications and prepare yourself to ask creative questions based on their background. (I don´t mean those nonsense questions like google used to have – sorry google.

2. be authentic, be interested and show empathy

Now when you manage your team, you´re in a relationship with let´s say 10 people or more. (In my perspective the span of control for a people manager ends with around 10-12 individuals) The fundament of this relationship should be trust and authenticity. You will be together with your team around 10 hours per day. This relationship mustn´t be friendship (sometimes it can be) and you don´t have to leave the professional path, but it requires as much intense work to keep it up like a friendship. What does this mean? It means all those little things which appear not to be important but at the end they make a difference and make you unique as a people manager. As the headline says – your business is now about people. Be interested in them. Don´t arrive at work, sitting at your desk and claim that you´re always open for them if they have any issue. Look at your individuals maybe a minute longer and build up pro-active empathy. What can you read in their faces? Did they have a good weekend? What kind of activity have they done? What kind of activity have you done? Give and take and absorb as much as you can. Don’t always talk about the things which are going well in your life. You can share your challenges as well. And never forget, personnel development is a key factor in performance management. You have to provide the platform for it and should know all the time, by what your individual is being motivated to achieve his next play. Lead by example and prove your authenticity in speaking about your career development as well. This makes you a great people manager.

3.always tell the why

Working in IT, technology, marketing or elsewhere in a fast changing working environment means you have to do quick decisions and have to cope with a fast pace. Your management style has to be versatile and to be adapted to several different situations during one day. Sure – you could be all the time very directive and just tell you team what you want them to do. But this turns out not to be very useful as you will not benefit from the skills and knowledge from it. You must manage your team by objective (MBO) and not by control (MBC). If you have tasks for your team, make your life easier and tell them the sense behind. Why do you ask them to do it – and especially why is it important to you personally? If the spirit is right, every single individual is happy to help you out. If you have considered number one of my top three people manager skills, you are surrounded by bright minds. They will claim and want to know anyway what´s the deeper sense behind. Do concentric briefing and give a holistic explanation. Make sure that everybody understands buys in and accepts it as q common task which is in line with the companies strategy. This leads to the best performance and results.

What you think? Did you have the same experiences with being a manager or being managed?

The Alliance – eine Allianz fürs Leben

Irgendwie kam mir dieser 80iger Jahre commercial spot einer großen Versicherung wieder in den Sinn, als ich dieses Buch las. Nicht nur weil der Buchtitel dieses nahelegt, sondern auch weil eines der mission statements, der Wechsel des Arbeitsverhältnisses von lifelong employment hinzu einer lifelong alliance ist – eine Allianz fürs Leben.
Reid Hoffman, Ben Casnocha und Chris Yeh liefern ein kurzweiliges Werk ab, das Grundlagen des performance managements vor allem für first line manager aus einem anderen Blickwinkel betrachtet. Nämlich der Herausforderg des talent managements im networked age.
Natürlich wäre eine typisch europäische Schutzreaktion, das Ganze mit dem üblichen über-amerikanisiertem Geschwafel abzutun und nicht ernsthaft in Erwägung zu ziehen.
Doch das wäre falsch. Aufgrund seiner einfachen Struktur und der Einteilung in 3 wichtige Säulen, kann dieses Buch gerade für die Manager, die bisher keine Erfahrung mit amerikanischer Unternehmenskultur unter dem Einfluss von Silicon Valley hatten, sehr hilfreich sein. Und zwar für den HR-Manager sowie für den mittelständischen Unternehmer.

Wenn ein Arbeitsverhältnis beginnt, beginnt es in der Regel auf der Basis von gegenseitigem Misstrauen. Nach dem Vorstellungsgespräch oder währenddessen verspricht der Bewerber 100%ige Loyalität und Kontinuität. Der Arbeitgeber tut es ihm gleich. Resultat des Vertrauensverhältnisses, ist ein Arbeitsvertrag mit einer Probezeit, der dieses Vertrauen von Anfang an in Frage stellt. Das Arbeitnehmer-Arbeitgeber Verhältnis ist zerstört.
The Alliance hinterfragt diese Unehrlichkeit und schlägt als Alternative ein Verhältnis auf Augehöhe vor, in dem beide Parteien von Anfang an eine Allianz bilden, um während der Dauer der Beschäftigung für beide Seiten das bestmögliche Ergebnis zu erzielen.
Für den Arbeitnehmer eine tour of duty in der er sich nach seinen Wünschen beruflich weiterentwickeln kann – und für den Arbeitgeber die bestmögliche Nutzung der Fähigkeiten, des know-hows und seines Netzwerkes (network intelligence) zum beiderseitigen Erfolg.
Aber eben nicht nur so lange wie das Arbeitsverhältnis dauert, (und es ist beiden Seiten von vorne herein klar, dass dieses Arbeitsverhältnis eben nicht lebenslang dauert) sondern auch darüber hinaus durch den Aufbau und die Pflege eines Alumni Netzwerks.
Dieses Buch ist eine gute Ergänzung zu schon bekannten Büchern, die sich mit performance management eingehender beschäftigen wie z.B. Ken Blanchards Situational Leadership. Gerade junior managern würde ich es ans Herz legen, um von Anfang an eine moderne Unternehmenskultur zu schaffen. Aber auch Fachkräfte im Personalwesen bekommen hier gute Erkenntnisse, warum sich der heutige Arbeitsmarkt so stark verändert hat und wie man darauf in Unternehmen reagieren sollte.

Der review auf goodreads ist hier.

Job title customers friend?

Are you working in sales?  Great. What’s your position?  Have you recently opened up an online account where you found a drop down for “position”?  What was your choice?  I am working now for quite a good time in different sales positions, and I am impressed about the variety of different job titles which came up with the years.
Are you a manager? Great. Do you manage individuals or are you an account manager,  or better,  a key account manager?  You could be a territory manager as well. But in fact you’re not manager,  you are an inside sales rep or probably an account executive or a relationship manager. Maybe you are a sales agent or a pre-sales with revenue target.  In some companies a director is apparently a manager and in others a director manages manager – front line manager. Then they are manager,  not team leader, cause these carry targets and manage a team.  Still with me?
Let me give you two advices.

1. Do not chase for job titles on your business card in your career – have a brief look at the job description you may apply for and have a high level of self awareness,  if your personnel skills fit to it. If no, leave it.If yes, you can bring real value to your employer and you will be a rockstar.

2. A sales role means understanding the customer and prospect. This understanding will only achieved by active listening and an empathic response on personnel impacts and pains. Would you share those with a customer representative or just with a friend?  Be a customers friend,  not just a job title.

Get shi**t done – a review

Get Sh*t Done!: From Spare Room To Boardroom In 1,000 DaysGet Sh*t Done!: From Spare Room To Boardroom In 1,000 Days by Niall Harbison
My rating: 3 of 5 stars

After finishing this book I am not quite sure what I have read. Is it a guide for future entrepreneurs or will I be promoted to the boards room within 1000 days (like the title is promising?) Certainly not. My intention was to rate a 2 stars instead of 3 because of that. But the fact, that the editor comes up pretty straight forward and mostly honest, (he confessed that even the title is more about marketing then waterproofed content), I give it another star.
The book is more a biography then a reliable source of information. In some stages the editor makes dangerous assumptions according to education, science and arts and is missing a prove of concept in most of his theories apart from his own ones.
Because it is written in a kind of way you would have a chat with your lads about it, makes it a way of entertaining.
Is there any innovational fact or wisdom behind? I would say no. Read Dave Carnegie, Seth Godwin, Ken Blanchard and Keith Ferrazzi and you will probably have a better insight about how to get sh**t done.
Read it while you commute with Dublin Busses, Dart or Luas. You will be quickly done.

View all my reviews

streaming is like fastfood

Recently some incidents occurred that made be re-think my way of consuming music. Mostly the kind of music to go. Raised up in the analog age where a walkman was a walkman and not simply a branding for mobile devices proving some music features like playlists or boom bass. (Pretty ridicolous when you know a sound of a ghetto blaster). One of these incidents was the announcement by Tim Cook to stop development and production of the iPod classic due to lack of spare parts. This suddenly drove me to use my beloved 30GB 2nd generation device more than usual and I sometimes noticed myself touching it in a tender way. Since this announcement I do take care for this dying species knowing that soon there will be no possibility to get it repaired if something should happen. But what should happen apart from an water incident by too much rain or just by gravity?

This tiny fellow with some 3K songs I carry along with me while commuting to work works propperly and is not showing any sign of weakness. It is great because of its simplicity. It is literally classic. The very, very most important thing which makes this device a classic device is the lack of internet connectivity. This is really the point. Honestly – I have not been aware of it or haven´t even thought about it since I recently read a quote from Haruki Marakumi. In his book “What I talk about when I talk about running” he talked about what kind of device he uses while running cause he enjoys listening to music. He prefers using a MD player instead of using a mp3 player. His reason for this is that he thinks that music and pc do not fit together. They should be seperated. This was the second incident cause it made me think and I agree 100% even if I do not adapt this totally because I still use my iPod classic. To me it is more about listening to music and being at the same time connected to the internet is not the right thing. It disturbs the real interaction with the songs having in your ear. You lose your focus on what you listen because you divide your attraction.

To be frank. For two years I was a heavy user of spotify with a premium account. I absolutey loved this app running on my smartphone and tablet. Specifically I loved the possibility finding and listening to old records which I do only own on vinyl like e.g. Foreigners “Head Games”. I did not use the playlists cause I prefer to choose my own kind of music but the variety of music is amazing. Commuting by train, cycling to work or walking the dogs – I took my phone, started the app and began searching and searching. I started a song, listenened to it for 2 minutes, skipped to a next one and had already the next artist in mind. But I did not listened to one single, complete album like I did in the past. More and more I felt lost cause I did not really know what I wanted to listen next. The choice is too overwhelming and causes a overstimulation. Additonally while being online by nature I answered emails or responded on social network interaction. I was not with the artist.

Don´t get me wrong and I know it sounds oldschool (a consequence of my age for sure) – I do understand and appreciate all the advantages of streaming music. Mostly you have a big choice, flexibility and you save much money (even not so good for the artist cause they do suffer because of this low price policy) but – because I really do like to listen to an album, I prefer listen to it without anz kind of distraction. So I went back to my iPod classic. No Wi-Fi, no bluetooth, no 4 G or any other thing. Just pure music. Now when I bought an album (I never used file sharing cause the quality is disgusting) it feels a bit like in the old times when I e.g. listened to the Back in Black album the very first time after Bon Scotts death. It was like heaven and I did not skip any song. I worked myself through from “Hells Bells” to “Rockn Roll ain´t no Pollution” This is how listening to music should be. I do it less now – but with more intensity and joy. Streaming music is like having fast food. I prefer a propper dinner and a nice glass of wine.

ipodclassic

ipodclassic

Songwriting in Dublin

Recently my friend and bandmate Frank Zapple stayed for some days in my house in Dublin. He proposed to write a song about the overdose of using hashtags in todays social media life. It took me a night and half a bottle of redwine to write the lyrics. We used my 5 years old macbook, garage band and a Harley Benton acoustic guitar to do a first draft. Frank is back home now but we are fine tuning the song now via sound fragments uploaded at dropbox. Our next song produced in the cloud. Here is the making of.

hashtag-making.of from Fjuz Band-Kiel on Vimeo.

facebook and the antique algorithm

I recently left my facebook account on stand bye. Not because I don’t like social media, I certainly do.

It was more about that I did not find the content in my news feed which I wanted to read. Even when I

regularly cleared up my friends list, adjusted security or sharing options or blocked and unfollowed “friends”

I missed the content of my real friends.

I found this article which exactly describes the source of the problem.  The status of friendships in reality

does not follow the algorithm of facebook. The intensity of social engagement changes over the years

of being connected. I am pretty sure that Mark Zuckerberg and his developers will find a solution for it

and will create a new code based an all the data they collected. But it will be tricky. During this time I am

prefering the intuitive usage of twitter and instagram (which is facebook too, I know – but it is beautiful simple)

and wait for improvement.

Here is the article.

 

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