Tulamben wreck diving

On trips to Bali, a drive up the island to the small village of Tulamben from the more developed areas of Kuta, Legian or Seminyak always results in a couple of dives. I have always thought this was a Liberty class ship of WWII; mistakenly named as the Liberty - I was wrong.

I have have only just learnt that the ship is in fact named the USAT Liberty, a cargo vessel nonetheless as a Design 1037 type and launched in 1918, there was close to 50 of this ship type constructed. This ship was torpedoed by a Japanese submarine in January 1942 and run aground in Tulumben where the ship was unloaded, a 1963 volcanic eruption pushed the ship into the water to sit in its current resting place.     

Walking in from the shore, the site quickly drops off to 20 metres and extending out to 30 metres. The site drops deeper, but there is no reason for chasing further depth as the areas of interest sit around the 20 metre depth. This is one of the premier dive sites in Bali, I would recommend this dive to all of my friends and I don't mind diving this wreck over and over.

The 70:20:10 learning model

Hailing from a technical trade background, on-the-job learning is the preferred method of training with a 70:30 split of on-the-job and off-the-job methodology as fairly standard industry practice. Embracing the 70:20:10 training and development model; this current methodology is really built on the foundations of apprentice training that is ideally suited to workplace training and development.

The 70:20:10 learning model has been credited to Morgan McCall, Robert Eichinger and Michael Lombardo from the Center of Creative Leadership during the 1980s. However, many believe the origins of the model go as far back as 1968 with Professor Allen Tough publishing Why adults learn: A study of the major reasons for beginning and continuing a learning project, although he never mentioned the term directly, he planted the foundation seed.

Currently, the 70:20:10 model is being implemented in organisations with 70% of learning occuring on-the-job from experimental means such as action learning projects and supervised practice. Mentoring, coaching forms a further 20% of on-the-job learning with retention increased through a formalisation of the process. The final 10% of learning occurs off-the-job through structured learning interventions such as face-to-face courses, eLearning courses and webinars. 

A dual Triggerfish duel

The first dive of the day saw us diving the Hole in the Wall, just around from Sabang Bay, Puerto Galera on the northern coast of Mindoro.

A ripping current got us into the canyons with pelagics galore propping up in the current. I first dived this site in the mid 90s, eighteen years later, I am back for my fifth trip here. An extended bottom time saw a bluewater ascent with required decompression hanging from lift bags, pretty normal for here.

The second dive saw us back in Sabang Bay on a small wreck in a relatively shallow depth. On decompression dives I wear a dual computer for redundancy, this dive saw me wearing a Suunto D6, it was old stock from the dive shop and I decided to give it a try instead of selling it cheaply. The overly conservative nature of Suunto computers saw me back in slight decompression for this repetitive dive, no big deal I thought. The Titan triggerfish is a worthy adversary, a horrible and nasty fish the shape and colour of an Australian Rules football.

When I see one of these fish underwater, I sometimes feel the overwhelming urge to drop punt this aggressive undersea chomper; I am, of course not that bold and swim away as fast as possible usually.

I saw this one coming, the big Titan looks at you in a certain manner, turns on its side and comes at you. I was beginning my ascent and moving towards my decompression ceiling, I was mid-water at a depth of six metres moving towards my three metre ceiling.

Naturally, a triggerfish fights well in tandem and as you fight one off a second triggerfish joins the battle. Now you have a fairly robust battle going on with knife in hand and fin kicking hard whilst maintaining my decompression ceiling. You never seem to make contact with these guys, they are just too agile until you finally work your way out of their protective zone and the battle is over. Man, I hate triggerfish.

The Visa Black card

I was researching credit cards and came across the Visa Black Card; it struck some interest in me so I sought a little more information. Not that I am going to apply for this card, it was worth a quick look and I needed to investigate this exclusive card.

I struggled to see the value of the Visa Black Card, from the extravagant annual fee to the 1 point per $1 spent rewards - the benefits of this card really don't add up. I am guessing the Visa Black Card is modeled on the American Express Centurion Card that lack both the prestige and functionality of the Amex card. Visa discusses the highest caliber of personal service offered but I fail to see why vendors will offer any greater service without financial inducements. 

Double loop learning

Double loop learning was a term originally coined by Chris Argyris; his work influenced organisational learning theory, action research and the relationships created between the people and the organisation. Current organisational development, organisational learning and change management theories are seeking cost effective strategies to establish continuous organisational wide learning leading to a sustainable competitive advantage - double loop learning fits the organisational model.

According to Argyris, the theory of learning firstly involves the identification and secondly the correction of error. Where a fault is detected, Argyris suggests people look for differing strategies addressing work within the specified governing variables. So, given established values, goals or plans are deemed operational and not questioned. Such established rules are regarded as single-loop learning.

The alternative response is to question the governing variables subjecting them to critical analysis and thus described as double-loop learning. This level of organisational learning then leads to alterations in the governing variables shift the methodology that the strategies and consequences are constructed.

As I am a student of behavioural training concepts, the work of Robert Mager heavily influenced the formation of learning objectives and criterion based instruction. Changing learning objectives around goes against what I learned so it took me a while to get used to change learning objectives mid-instructional event. That being said, as an organisational learning program design, double loop learning is a successful training methodology.

Cashing in on my career

I have been fortunate in many respects in regards to my working life, I was well paid from an early age as I possessed the right skill sets for the time. Now I worked hard, really long hours every day of the week - it wasn't a give me. An 87 hour work week was standard; yep, 12 hours a day for a 7 day work week. It wasn't unheard of to work some overtime and easily break the 100 hour work week barrier. I once had a six week run of 18 hour days, starting at 6 am and knocking off at midnight, that was really grueling even for a 22 year old. I was saving for my house and I needed the deposit, needless to say, I was a pretty good saver back then.

Fast forward to now, it is time to cash in on my hard work, I need to enjoy life. I am writing this blog post sitting on a bench seat at Boat Quay in Singapore. I am still employed but I decided a decade ago to cash in on my good fortune. This weekend is a long weekend in Perth so no work Monday, I took some extra holiday days for Friday and Tuesday and I have a weekend away in Singapore. I also added the Thursday before and the Wednesday after as we are allowed to work from home one day per week and I have a pretty decent break. Yes, I have been to Singapore many times but as I had some expiring frequent flyer points that needed to be used straight away, I knew what I needed to do.

The emergence of budget airlines will allow me to undertake more short regional travel. I want to visit Jakarta, Taipei, Seoul, Osaka, Kota Kinablu and other South-East Asian destinations utilising budget flights and a few spare days over the weekend. I'm nearly 50 and it is time to start cashing in on my career fortunes, I'm not super rich and I don't care. I am happy to spend my money and utilise my time constructively instead of sitting around at home counting down to retirement at age 67 when I will be too old to enjoy budget travel. Am I cashing in on my career or cashing out of my career?

The F-117 Nighthawk

I was watching an episode of JAG, the american legal show focusing on US Navy operations with a particular emphasis on the F-14 Tomcat. The episode in question had the F-117 Nighthawk as the aircraft undergoing tests and it got me thinking, wasn't this a US Air Force jet fighter and not a navy jet? I couldn't see the navy landing one of these on an aircraft carrier - not that I would know.

I started to do some checks and found the aircraft became operational in 1983, much earlier than I thought and retired in 2008 - I was under the impression this aircraft was still operational. The F-117 was only became known to the general public in 1998; so I guess this aircraft flew secret night missions keeping the aircraft secret. Research indicated the aircraft was supposed to be retired in 2011; but was retired earlier than planned to free up funding for the F-22 Raptor. 

The  F-117 was given the F for fighter designation even though the aircraft undertook the primary role of attack (or A designation) although the aircraft wasn't an air-to-air superiority fighter instead utilised for laser guided bombing runs and not ground attack duties that is undertaken by the A-10. But then, the B-2 bomber pretty much does the same role as the F-117 and is a much bigger platform with the ability to carry a greater payload.

The Motorola University

The corporate world understands the requirement of developing their employees, a government and private university model operates worldwide, the latest incarnation is the corporate university. The Motorola University doesn't award bachelor degrees, it does offer fairly impressive corporate level training aligned to organisational goals and no longer offers courses to the general public.

Motorola has been a leader in internal training and even though what they offer isn't a real university education; the partnership with public training providers serves Motorola employees with course content focusing on quality engineering such a six sigma, customer service and satisfaction and management issues.

A new president

The old orthodox views of politics of centre-right or centre-left governments are giving way to ultra-left and ultra-right wing policies driven by voter dissatisfaction with the prevailing direction their nations are headed.

The huge inflows of Muslim refugees into Europe are fueling right-wing nationalistic agendas; countering this movement is the socialist ideology of the near bankrupted nations severely affected by the aftermath of the global financial crisis.

Structurally, these countries were already on a slow track to failure, the GFC and resulting financial shocks brought about a more rapid decline. The EU nations led by Germany and France were willing to bail out these bankrupted countries, this financial rescue package needed to be met with some fiscal responsibility that wasn't appreciated.

Can you blame the Germans, we will lend you an endless stream of money and you don't have to change anything. Our citizens are happy to subsidise your inefficient practices, your lack of work ethics, overblown bureaucracy and a national unwillingness to pay tax.

Yeah right, we will bail you out but you need to make the necessary structural changes required to support an efficient economy.

In Australia, we have a coalition government willing to adapt left-wing feel good policies instead of addressing the pressing issue of successive budget deficits and the increasing public debt after the disastrous two terms of the Rudd/Gillard/Rudd governments.

Beginning under the later years of the Howard government and greatly expanded by the Rudd and Gillard governments, the middle class welfare saw just over fourty percent of all of Australian taxpayers pay no net tax after rebates and family payments.

In their own Donald Trump moment, the Philippines people have elected their own self-described wannabe rapist. Riding a wave of misplaced nationalistic pride, Rodrigo Duterte is threatening to kick the Americans out of the country in a move that would certainly embolden Chinese claims to the Sprately Islands, apparently they can go it alone.

He has made a bunch of non-sense claims intent on drawing headlines and popularity to a nation still shackled with corruption and a vast poor uneducated sub-class. Then there is his vigilante groups bringing their own form of self-indulgent justice to the city of Davao.

And finally, there is The Donald claiming to make America great again. The business tycoon and property speculator seeks an isolationist view for the United States; but hey, wasn't it property speculation that got them to this point?

The majority of people blame governments for their plight, they are seeking poorly designed policies that are not grounded in economic theory where everyone receives benefits from the governments but nobody contributes, simplistic answers to complex problems consequently fail. Geez, what a mess.

Wealth management

I view financial management firms offering fairly standard financial instruments such as stockbroking, bond and cash management services as a reasonably sound business model in a highly competitive field.

You can, if you are aggressive enough get a little more tricky and trade options, warrants and futures; then there is commodities trading and forex if you really enjoy a wild ride. I see wealth management divisions connected to financial services firms and I frequently ask myself, what do wealth management divisions actually do?

I had to go looking for a complete definition of wealth management to assist my comprehension wealth management and my research led me to believe that wealth management is a high-end service combining multiple fields.

Wealth management is a high-level professional service holistically incorporating financial investment advice with retirement planning including accounting and tax minimisation strategies with estate planning and legal advice.

Receiving financial planning advice is not cheap; likewise, the fees superannuation funds levy against members is very costly so future retirees are faced with a quandary. One has to ask, does the greater fees charged by wealth management divisions result in higher earnings?

Generally speaking, in order to qualify as a client to wealth management divisions, the individual may require one million, five million or ten million in funds. These products are targeting high net worth individuals seeking complex instruments to minimise tax and generate higher than industry returns - then fair enough.

Managing up

It has been argued the best method of managing up is to make your boss look good in front of their superiors. This is all good in theory but harder to implement in practice; my experiences are less than stellar in this regard. I have been lucky to work with some really great mangers, this is why my current predicament really grates me. 

When making your boss look good in front of their superiors doesn't work, then your best option is to get your facts together after extensive research and go right over them to their superiors. You will naturally be met with suspicion, but if you have documented your interactions then you have a strong case. I now don't stress about my interactions, I tell them exactly what I am about to do to give them the option of action and then break the golden rule of managing up and make them look like fools in front of their superiors.

Workplace bullying

Workplace bullying is costly business not only talented people but ultimately profits. Despite recent laws coming into effect in January 2014 encouraging reporting of workplace bullying, this trend is showing no signs of abating.

A survey of Australian businesses by Drake International found more than half of survey respondents have witnessed workplace bullying with slightly over twenty five per cent reporting bullying behaviour directed towards them.

That's pretty disturbing news and it's costing Australian business billions annually, the loss of productivity is difficult to calculate with a 2012 federal government inquiry estimating costs between $6 to $36 billion.

What we do know is workplace bullying generally involves the repetitive and prolonged abuse of power in an organisation. I am loathe to say I am a victim of workplace bullying.

Yes, it is occurring but those in positions of power are finding I am a little more resilient than they expected. When the director of human resources is the leader of the bully brigade, you know you have problems in the organisation.

But this just doesn't involve just one person, I have been pulled aside and warned to cease and desist such actions with the perpetrator stating such conversations as never taking place - they will deny everything.

There has been some whistleblower activity in the strategic business unit, only one person has been named and questioned in regards to anonymous reporting - pretty sure that breaks state whistleblower laws.

So I am having a concerted effort led by those in the strategic portfolio to undermine the work I have produced, taking my name off the work and claiming the credit themselves.

The dispute relates to the award that has been lodged in the Western Australian Industrial Relations Commission and the number of positions at a higher level. I have qualified for such a position but have been prevented to apply for the position even though the award clearly states criteria.

In frustration, after roadblocks had been erected at every stage, I took the matter to the Director General of the relevant government department, after a month of investigation by the department they came back and agreed with every point I made - I was well researched.

As I am employed at a state government organisation, they amalgamated two organisations into one large organisation, the name was changed and I was concerned that they would then combine numbers of this position despite being in breach of the award for at least two years that I was aware of.

While our organisation was knowingly and willingly more than 25% below the required number, the other organisation was possibly above ratio leaving me nowhere to go.

Apparently the other organisation wasn't a regressive as us - guess which human resources director was hired? So now I am off to the Western Australian Industrial Relations Commission to have the case heard.

They know they are in breach of the certified agreement that was ratified in the commission yet they will make me try the case in the hope that I lose my nerve or make a fundamental mistake.

Possibly they are going to drag the case out in an attempt to drain my resources or will, either way, they are abusing their power when they know they have a losing case - this is unethical.

So after 20 years working in the private sector, I have now been employed 10 years in the public sector and have learnt that working hard and being competent in your job counts for nothing.

The government sector is all about avoiding work, taking credit for other people's work and forming alliances with other like minded people. Team work - you have to be joking.

All systems are political systems

Adjunct Professor Ward sums it up well, what I failed to learn was all systems are indeed political systems; apparently I lacked the foresight to play the game effectively and now I am paying.

Forget about competence, forget about hard work, forget about updating your qualifications and knowledge and forget about team results - the political system and playing it well is all that counts.

The Machiavellian tendencies of managers forging their personal empires at the expense of team work and increased productivity is endemic. While networking is considered an absolute must for well connected professionals.

The prevalence of building political systems at the expense of competence and sustainable outcomes for game-playing is systematic.