Klaus Hnilica
Thursday November 29th, 2018

(Deutsch) Zahnarztgeplauder mit Bohrer und Speichelabsauger

Sorry, this entry is only available in German.

Roland Dürre
Tuesday November 27th, 2018

The CIO

Giving support only when there is a puncturen.

I always like helping people who are looking for a job. Actually, I even developed a small strategy. I call it “alternative job application”:

We sit together and draw up an “alternative job application“. It is a text where the person who is looking for a job offensively describes his or her strengths and develops a vision that outlines what extra value he/she can and would like to bring to the target enterprise with all his/her enthusiasm and courage. This sounds simple, but demands from the applicant that he thinks a lot and accepts many ideas, besides being creatively open.

As soon as this document is finished, we use the story as a text for our “alternative job application”. Additionally, we might also do a video recording that shows how the applicant can convince any audience with his personal attributes – including a link for responses – as a substitute for the commonly used gangster photos.

? All of this will be individually adapted to the job and the enterprise the applicant feels he/she would like to become part of and work in. My underlying idea is that the one thing an entrepreneur is most interested in is how the applicant can “be beneficial to his enterprise” and how and if said applicant can follow somebody’s train of thoughts.

And, as a general rule, the “alternative curriculum vitae”, will usually be followed by job interview invitations quite quickly. Naturally, these interviews, too, will have to be prepared thoroughly. After all, success mostly is not the consequence of passivity.

More often than not, the people I coach have wonderful classical curricula vitae where they describe many details in the common classical way in tables. You will read what they did and what their roles were during the last (20 !?) years, full of workshops, trainings and certificates. All these lists have been written well and with diligence.

However, these applications are not too much of a success. The applicants get negative replies all the time, which will be quite frustrating for the poor applicant. To me, this sounds totally plausible, because how are you supposed to prove to anybody how competent (knowledge + competence) you are?

Quite frequently, the “classical” curriculum vitae is something nobody is interested in. Consequently, we make it more concise and then only use it as an additional attachment. As such, it shows that there are good reasons for making yourself look optimistic in your “alternative job application”.

More often than not, the first thing I have to do is give the depressed applicant some hope and belief in his own value.

Some of the people I coached were women. After having spent several years educating their children, they now wish to get back into work. And I must say that, whenever we together manage to be a success, we are extremely happy. I share all of their joy and belief in the future.

A short time ago, I accidentally worked with a true “top-class” person. He had been manager of a very good medium-sized IT enterprise. Now he had given notice. His reason for giving notice – which was absolutely rationally acceptable – lay in the fact that the owners had sold the enterprise and the new masters had decided on a policy and goals he was not at all prepared to agree with.

Quite courageously, he gave notice without having found a new job. Now he is looking for a job as CIO (Chief Information Officer) with a well-established medium-sized company. And then, at least that was my perception, he was surprised that, regardless of excellent formal qualifications, he did not find it easy at all to land a new job.

When we talked, he turned out to be an extremely nice person in the prime of life. He also said many rational things. In many respects, he came pretty close to perfection. His personal record in life, too, looked absolutely a success to me. He also had a wonderful classical curriculum vitae.

In some way or other, I got the impression that he was not only depressed but also no longer quite up to date. Especially when it came to the internet and the turn of the era that has perhaps been initiated by digitalization. For me, his rather negative and relatively one-sided verdict on twitter, which he himself (naturally) does not use, was somehow significant.

After our conversation, I accompanied him to his car. And I was eager to see what kind of car I would see. I won the bet – it was the biggest Audi SUV available in Europe.

I had offered to support him during his application phase and said that I would also listen around in my network. All he would have to do is come back.

He never came back. Perhaps he did not think it possible that someone who rides a bike can actually help him.

Well, that is fine by me. It gives me more time to help those who perhaps need my assistance more. And perhaps I should have given the CIO the book on “The U Tactics” by Otto Scharmer?

RMD
(Translated by EG)

Roland Dürre
Thursday November 22nd, 2018

At the DOAG

IOnce more, I was the speaker.

For many years (that felt more like decades), my friend Dietmar (Neugebauer) was president of the DOAG. DOAG is an acronym for Deutsche Oracle Anwender Gruppe. Every year in November, the DOAG has its big and legendary yearly conference and exhibition in Nuremberg.

Thanks to Dietmar, I was there many times and gave presentations. Last year, I wanted to create something different and, together with Christian and Knud, showed everybody how modern communication could work (there is also a video recording: Video).

With the 2017 success, I was going to terminate my DOAG career (after all, you should end when you feel at the top). But then, Dietmar kept pestering me. Consequently, we did something together in 2018 (on November, 21st) – this time it was about “functional communication”. And we invited people to join “our fishbowl”. And, again, it was really nice.

A fishbowl is organized as follows:

Choice of Topic

If you communicate “functionally“, it might help if you have a topic. But how to find a topic? Our first idea was to establish a topic finding commission for coming up with something. But that is nonsense.

The rules and the intention of our fishbowl were described shortly before the event in my  communication article. We simply checked the newspapers and listened to the radio in the morning to see and hear what were the most important events of the day. After all, the paywall – sorry, the media – are assigned the task of providing the news that concern us every day. Which means they should be a good source. Then Dietmar and yours truly, along with Dr. Marius Poersch and Wolfgang Taschner, took a close look at those topics and selected four of them.

Selection of Topics

Here are the four topics we found in the radio and press of November 21st:

  • How does #newwork fit into our lives
    (work-life-balance, motivation, experiences, how does it actually work)
  • #diesel ban control
    (protection of the environment, data protection, total control, human dignity)
  • The youth is #scared of the internet
    (mobbing, addiction, data and the ownership of your own data getting out of control)
  • Copyright
    (upload filter due to new EU legislation, access to youtube as commonly experienced reality, reaction of the youtube management because they feel threatened.)

Selection of a Topic by Vote

We had prepared four flipcharts and added an important idea to the four topics before announcing the vote. Dietmar gave a short explanation on what the topics were about – and then everybody voted.

Everyone in the room had a round red sticker that he/she could attach to one of the posters. Since my topic was “copyright protection”, that is where I put my red sticker. In the end, unfortunately, (for me), there were only a few red stickers on my topic, while the #newwork poster was overflowing with round red stickers.

Consequently, now we had a topic – a topic which the absolute majority of the people gathered at this place was in favour of on this day. That is a good start for a fishbowl. It was done in no time and totally self-organized.

The Fishbowl

To begin with, the four “experts“ (Dietmar, Marius – who actually was the only real expert – Roland und Wolfgang) took their seats on one of the six chairs (we had spontaneously decided to add a chair because so many people had come). Everybody made his/her statement and then we left things to flow.

And there was a nice flow. In 45 minutes, including preparation time, many wise things were said. We had great results, the participants stuck to the rules (be concise, let everyone else also finish with what they want to say and take up the idea of the person who spoke before you).

The exchange went very well in both directions and the coordination was excellent. My personal conclusion as a “normal participant” was that I rarely had been at the receiving end of so many ideas, impulses and food for thought as during this fishbowl.

Feedback Round

The feedback round confirmed that most of the other participants felt like I felt. Dietmar wrote to me saying that he had received plenty of praise throughout the entire evening (when I had already left).

At an Aside

Directly after us, there is always the central keynote. Yesterday, Lars Vollmer was scheduled as the next DOAG conference speaker. I had never met Lars before and only knew him from his publications. In his presentation, he described the business theatre that you often get today. And I mentally filtered quite a few ideas of his that actually blended quite well with the ideas we had generated during our fishbowl.

And that made me wonder: Why don’t enterprises more frequently organize a fishbowl with their employees in order to get an awareness of what stupid nonsense they sometimes talk?

RMD
Translated by EG

Roland Dürre
Tuesday November 20th, 2018

Communication

A few decades ago as steersman on our houseboat in France.

For me, successful communication is a very central issue. Without it, human life and cooperation is not imaginable. Whenever a team strives towards more knowledge, whenever new ideas are born and something new is developed, whenever you want consensus, the ability to communicate is of the highest importance for the people who work in a team.

Leadership, “ (the use of the term is already inflated anyway and I start getting fed up with it), too, can only work if communication is intact. Participation in a shared enterprise can only be lived if communication works. And so on … Except – it is nowhere near as easy as it sounds when it comes to communication.

In my model, I distinguish between two basic kinds of communication. They are totally different.

The first kind is the easy chat as we know it in Smalltalk. That is typically the communication you have, for instance, on cocktail parties. It has quite some value, because once in a while you can havevery good ideas during such an exchange. Sometimes, you luck out and discover shared interests that you can make good use of.

Smalltalk is the art of exchanging ideas with people you know and people you do not know in an informal way. For instance if you celebrate something. However, smalltalk is usually not goal-oriented. All you do is listen to others and tell them what you think. And if you open up, you usually create trust.

Whenever you are into business, smalltalk is not goal-oriented enough. But goal-oriented communication is quite difficult.   
? You will notice this even if you communicate with yourself. If there are two of you, it does not get any easier. And the more participants you have, the harder it is to get a consensus and enlightenment.

Even the ancient Greeks had the same problem. That is why they came up with dialectics. It is a communication technique that, for instance, the Jesuits made use of until the end of the last millennium – often talking ancient Greek or Latin, just to overcome language barriers. And because they wanted to practice the classical languages.

Communication is not easy. It starts with listening und the ability to focus on the other party. This sounds easy, but that is not at all what it is.

Business developed its own communication culture, so did philosophy. There were lists of participants and agenda that had to be worked on professionally. This was in order to make the efficiency of communication more goal-oriented and to improve it. I learned the classical and modern formats and I love them:

  • Dialectics of the ancient Greeks, including dialogues, debates, ars construendi vexilla with its sub-categories such as the creation of syllogisms.
  • The honest discourse (Habermas)

I think it makes sense to use such formats in goal-oriented communication. However, these formats have a disadvantage: all the participants must either know them or learn them. That takes time and energy. If you have neither, you will need a competent moderator. And they are few and far between.

The internet brought us a new era. The appearance of Web 2.0 is the latest date you can set as the start of a change: passive participants have become active participants. Self-responsibility and self-organization get priority over a passive lemming existence. And consequently, totally new communication formats developed at the end of the last millennium.

Here are a few examples:

You can read  a lot about these and several other communication formats on the internet. Lean coffee is very easy and works quite well for small teams. The three others are more to be recommended for bigger teams.

The fishbowl  is a particularly hilarious format.  I think the Wikipedia description is not ideal. Basically, there is an inner and an outer circle. The outer circle is for those who listen, the inner circle are the currently active debaters. Inside, you always have to have a vacant chair. Listeners are allowed to move to the inner circle at all times. Then, one of those sitting in the inner circle has to vacate his seat and sit in the outer circle. Also, everyone in the inner circle can leave it whenever he or she so desires. My personal favourite is the rule-based version. And as soon as the inner circle is empty, you have come to an end. Naturally, this will not always work. Consequently, you set a timebox.

Just to repeat it: whenever someone from the outer circle moves towards the inner circle and wants to take a seat, one of the current discussants has to vacate his seat. I always find it remarkable how well this works, even if there comes a time when they start lamenting in the inner circle.

The fishbowl  is especially to be recommended if an expert system gives a short overview and you want to make the listeners part of the discussion. There is no need to carry microphones and the items of discussion are self-organized.

RMD
(Translated by EG)

Roland Dürre
Friday November 16th, 2018

Unbelievable but Likely .

Somwhere over the clouds (yesterday at the Spitzing Pass)

I read the following dialogue as reported and commented in a tweet. I want to hand it on to you with my own comments:


Two teenagers in a bus:
“If you take the year 2018 and subtract your age, you will get the year of your birth!”

”Wow, it’s true! Great!“

We are lost. All of us


And I must admit that I immediately did my own mental calculations. And the result was truly stunning:

Yes, it is correct!

2018 – 68 = 1950

I even did the reverse mathematics as a test:

1950 + 68 = 2018

Also true!

And then I felt truly embarrassed.

? After all, the difference between the year you have and the year of your birth is defined as your age, isn’t it? Consequently, it has to work.

But what would happen if, on a huge stage, I would say that the year 2018 is a very special year because, exactly as the year ends (on December, 31st), the sum of their year of birth and their current age in years would be 2018 for all living people? And if I would add the comment that this is really something special?

I guess that most of the audience would quickly do their own calculations to find out if it is true for them and then accept this truly asinine statement of mine. And that only very few would get up and leave the lecture hall because the speaker is telling such rubbish. Because people are used to believing what they are told. And asking critical questions is no longer fashionable.

Incidentally, this is where we touch the origins of mathematics. The age of a person is a good example for the axiom of the natural numbers {0,1,2 … n, n+1} (except that the natural numbers are, by definition, infinite – which is only true for the number of years a person has lived if there is eternal life). To be sure, you can still have an argument about whether or not zero is a natural number. I would say this is a pure matter of definition.

You can perform the operation “add“ on the natural numbers – the same is true for the operation “multiply“ that is derived from the adding operation – and yet you will remain in the domain “natural numbers “.

Our measuring of time with the arbitrarily fixed point zero that is supposed to have been the time Christ was born can be an example for the ”Whole Numbers“– as we all know, they are constructed from the natural numbers through another operation, the subtraction. Just like you can construct the rational numbers from the whole numbers through the operation of division.

These are the kinds of ideas I had after my first shock had subsided. And now I am even more surprised to see that some people are actually surprised about getting a as a result of a subtraction of b and c.

(cb = a) and similarly of c being the result of an addition of a and b (a + b = c).
a = year of birth  b = age  c = current year

Wow. Extraordinary?

RMD
(Translated by EG)

Joy and courage as a basis for business. It is important to enjoy life. Especially if you are a role model.

As far as I remember, the ancient Greeks had a very simple theory of virtues. Let me describe it as I remember it.

The social goals of the ancient Greeks were justice and equality. They differentiated between arithmetic and geometric justice. Arithmetic justice means totally linear justice. In a very stringent way, it means that everybody gets the same. As opposed to this, geometrical means that there is more justice if you use some criteria. Consequently, what you get is not “the same for everyone”, but instead “for everyone what is appropriate for him”. And this is true both for what you and what you have to

In the ancient Greek philosophy, geometrical justice was considered the better option.

For social systems, for example for the state, their philosophy was:

The powerful in the government will have to be characterized by the virtue of wisdom

The warriors are characterized by the virtue of courage.

The  middle classes are characterized by the virtues of sober-mindedness and frugality.

So only the slaves remain. They are characterized by the virtue of .


? This is how I remember it from my days at school.

If you transfer this simply model of virtues to enterprises, you will probably get:

In management and in the board of directors you have the “wise ones“.

The salespersons are the warriors who courageously fight on the market in order to make the products and services something everybody wants and who also see to it that money flows in.

What remains are theemployees – who are supposed to be 
and frugal. In this context, being frugal means you have to treat the resources with consideration and you want to be sustainable.

In modern enterprises, we do not want slaves (although some employees certainly feel enslaved and consequently consider their salaries as compensation for damage).

This is how I feel about it. Basically, it is a very simply concept.< Today, we have progressed. Many people, as well as most of the directors and “leaders“, believe entrepreneurial myths:

  • You have to act and make decisions!
  • You have to be agile!
  • You need to develop an actual strategy and then you must implement said strategy!
  • You cannot do without a hierarchy!
  • Rationality beats emotional concepts!
  • >You have to develop your business systematically!
  • Success is the result of hard work!
  • You need strategical departments!
  • You need people who have charisma in order to make the employees follow you!
  • If you have enough money and the right kinds of employees, you can successfully master all challenges!
  • You have to know EVEYTHING that happens in the enterprise and you need to be able to control everything!
  • In order to be fair and just, you need clear rules for drawing up collective contracts (employee agreements)!
  • The power can and must be guaranteed through a stringent organization (line, matrix)!
  • Improvement is possible with processes, methods and certificates!
  • Entrepreneurial culture and values can be changed and generated through “culture engineering’!
  • All problems can be solved with rationality!
  • Equality and justice are possible!

 

  • And many more.

 

  • Why don’t you try and apply these rules to the social system “family”? – You will immediately notice what is wrong with them.
  • As I see it, these are all just myths that can and need to be questioned. They might well sound nice, but they are wrong and counter-productive. One of the reasons is because they are based on the belief in a general determinedness of life. Consequently, I can counter every single one of the aforementioned arguments with a good reasoning – and thus state why all these myths are incorrect.
  • But let us remain positive: my concept of a good and multi-dimensional enterprise is totally different! For me, an enterprise, and in particular the leaders of an enterprise, are, above all, hosts. They invite people to promote something special together and create the necessary environment for starting an enterprise.
  • An entrepreneur does not really need special characteristics. As I see it, the only requirement is that he is good at communicating. To be sure, this is hard enough and not to be underestimated – many persons do not find it easy, especially when it comes to the listening part. If an entrepreneur can also inspire and give impulses, then this is really a great thing.   
    ? Perhaps a bit of the ancient Greek wisdom would also be helpful when it comes to leadership. That would be absolutely top!
  • And here is how leadership in “new enterprises“ can be practiced:
  • Values and culture beat framework agreements and rules.
  • The effect is more important than the plan and the goal.
  • Thinking and understanding will prepare the way towards doing.
  • Nobody has all the power (citation by: Dr. Andreas Zeuch).
  • Self-organization and responsibility are possible and, where necessary, promoted and supported.
  • Joy and enthusiasm are essentially important and will be encouraged.
  • Teams are supported in such a way that they can experience the “flow“.
  • There are people in the enterprise who can actually support or even coach a team when this is necessary.
  • Since I am not a dreamer, I know pretty well that this all sounds a little utopian. There actually is a restriction. Since we live in a capitalist world, it is absolutely necessary – in the interest of survival – that you have a clear mercantile and always current report system for all the individual teams and for the entire enterprise. After all, many people have to work in order to make sure they can live. Which means they – justly – want a good salary. And that is only possible if the enterprise where they work, too, earns good money and remains a healthy business.RMD(Translated by EG)

P.S.
For all the articles of my entrepreneurial diary, click here:  Drehscheibe!

Roland Dürre
Sunday November 4th, 2018

We Replace Many Others.

On this picture, you can still see me at the Uhg Outdoor Public Swimming Pool (no cameras allowed).

? Here is a non-fiction story.
It shows to treat employees and how you save money these days. Since it is slightly embarrassing, I will not give you any names. Except the name of the enterprise that plays the major role in this story. It is the Weva, which is an anagram for the German 
“Wir ersetzen viele andere“ (We Replace Many Others).

Maybe it already tells all you need to know. Just as it says in Wikipedia: Nomen est Omen.

So here is my story …


I try to swim regularly. During the summer months, I visit the public outdoor swimming pool There are times when, in summer, I manage to go there every day. With the seasonal ticket from the Unterhaching Civil Office, I really enjoy the pool.

During the cold months, from Mid-September until May, I visit a public indoor swimming pool that has been more or less privatized. Since it is a private indoor swimming pool, it is obvious that they have to economize wherever they can.

Regardless of the fact that I find the entry fee slightly overpriced, I am totally happy. I can easily overlook the occasional flaw and manage to go swimming several times a week. After all, I am quite glad that there is still an indoor swimming pool somewhere near home that I can reach by bike.

In this indoor swimming pool, they have strict rules. For instance, you are not allowed to shave at the sink. For hygienic reasons. I did it once – without knowing about the rules – and then a lady who was responsible for the cleanliness of the place told me in friendly but no uncertain terms that this is forbidden. Even though I cannot really understand the prohibition, I have stuck by the rules ever since. Because that is what it says in the regulations.

Now this changed. Over several weeks, I have seen that the employees of the public indoor swimming pool who were responsible for cleanliness have now been replaced by a service provider. Now the people who clean in the swimming pool area wear blue polo shirts with the logo “Weva – We Replace Many Others” (in German: Wir ersetzen viele andere). To me, this logo looks like a true threat.

Then I witnessed something. After my early morning swim, I got back my breath in the ante-room and checked my smartphone for what happened in the world during my absence. The ante-room was empty, I was sitting alongside one of the walls and a WEVA employee was vacuum cleaning the ante-room. He was working quite systematically, from left to right and top to bottom. He was not making any noise. Soon, he was finished with half of the place. I was close to revising my opinion about the enterprise that calls itself WEVA: “well, this is good news, at least they use soundless vacuum cleaners”.

My contemplations were interrupted. A lady – she, too, was wearing a blue WEVA shirt – appeared on stage and talked to the vacuum-cleaning colleague in a language I did not understand. However, he did not seem to understand her. Consequently, she started gesticulating.

Since this, too, did not seem to help, she took the electric plug that hung from the vacuum cleaner, pulled it out and applied it to the nearest electricity outlet. With an unmistakeable gesture towards the man, she left the room. Now there was a lot of noise – so this was not a “soundless vacuum cleaner”, after all. The vacuum-cleaning employee continued with his work where he had stopped. And I fled from the ante-room and rode my bike home.

On the whole, I do not get the impression that the place has become cleaner over the last few weeks. Perhaps it even became a little worse. I am not complaining, it is still ok. And I certainly do not want to be finicky, because I am glad that the life-guards always have a watchful eye on critical situations and always look after minor flaws.

However, I believe that now, if I feel I need a shave, there is no reason for me to fear being scolded. I find it hard to believe that the WEVA service persons know the regulations and that they will point out my offense to me in a language I understand.

? This proves how there is no bad thing that does not come with a good thing.

RMD
(Translated by EG)

Roland Dürre
Thursday November 1st, 2018

My Sources of Inspiration …

I like to see myself as a source of inspiration for other people and as someone who creates impulses. However, I do not like to give advice – especially not if nobody asked for advice. Because ad-vices are also vices. Especially if nobody asked for them. That is at least how I feel about it. Just as I also believe that it is a good thing for everybody if he or she can follow his or her own way in life, instead of having to follow what others defined as the way.

But I also assume that, when looking for solutions, we first have to ask the right questions – before then answering them. More often than not, there is no limit to how stupid a question can be. I like asking stupid questions. Just like I also like to inspire people.

View from three hundred metres above on Raiatea and its neighbouring island – one of many highlights of my travels. A good place for contemplation and inspiration …

But then, there are more people who inspire me and give me impulses. It happens if you meet people. If a place is very beautiful, I can even be my own

Currently, I am quite busy studying social systems such as enterprises, which means I am studying Niels Pflaeging. You can also find him on Twitter and FB. I have met him in person and to me he looks like someone who, occasionally, will formulate things directly and who also likes arguments, along with ending up as the winner of an argument.

However, I feel very close to him and consequently I will now write down a few of his recent theories. I found them more or less at random in twitter and facebook.

So here is the stage for Niels:


Let me repeat it, because this is really important: 
The so-called #MaturityDegreeModels  are abominable, misanthropic dirt that hinders the development.

They stand in contrast to all upright learning and development theories. 
They have inherent assignments of guilt. 
They are truly criminal.

Introducing one´s own opinion with expressions such as „Science tells us that…“ does not make one look smart. People see through you.


Lean should never be imposed. #Agile should never be imposed. #Beta should never be imposed. #SelfOrganization should never be imposed. #OrgDevelopment should never be imposed. @OpenSpaceBeta takes an clear stance in favor of #invitation. http://www.OpenSpaceBeta.com  #InviteOrImpose


These days, many firms stage a #NewWork and #Transformation theater.
This will not cause more #achievement and a more humane organisation. On the contrary: it will erode integrity and trust.
How about transformation without (!) making a lot of fuss instead?


Remember:
Holacracy and self-organization 
are as related as a shoe and a banana.


How about we stop wanting to “lead employees“ and instead start „letting teams lead the enterprise“?


You can distance yourself from the #AgileIndustrialComplex. Do not mention the intent, the method, the patterns. Anyone can. And should.


„A good #leader…“ – that does not exist! #Leaders do not exist. Only #leadership exists: It is a social phenomenon that happens in the space between people! Let´s stop the quackery.


It is all about #irritating people – not about #convincing people!


You don’t need to #develop your #people. They can do that on their own. In fact, they #must do it on their own.


Management level. What a dirty piece of vocabulary.


True leadership means working on the system.


Command-and-control organization does not produce any winners. It only produces losers. Even at the top.


So far Niels Pflaeging.

Much of what he says is how I feel about life in my family, in my enterprise and in all other social systems.

There should be a prohibition on all wheel models, competence matrices/models, development processes, teaching programmes, development centres and leadership programs. In all of these models, one individual person puts himself above others. Or, and that is just as bad (or even worse), a system is put above individual persons.

Well, if you have rules, that means someone has written some orders. Processes are processes. First, you have the “I-know-better”, then comes the morals and then the assignment of guilt. We really should stop doing things that make us and others look smaller and that hinder our development.

However, Jens is far from the only source of inspiration for me. There are many others. It starts with my family and continues far out, including you all. Currently, due to the Bavarian elections and the political discussion, often comes to mind. I might even write an article about him similar to this one. Again, speaking for all of you. Until such a time, however, you may wish to follow him on twitter ().

But I have so many more sources of inspiration – and I would like to write about all of them. Well, all I can say is I wish you all love and all that is well and good. And I thank you all very much, indeed.

RMD
(Translated by EG)