Further Thoughts on E-Publishing And Missing Out

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Serdar brought up the point that in a way, publishers brought the Amazon mess on themselves because they resisted e-book technology. I think he had a brilliant insight, and want to expand on it further.

Let’s take a look at the whole Kindle idea. In many ways it’s a bare-bones thing (at least before the Tablet), a black-and-white-display (however with cool e-Ink), simple delivery, basic formatting. The Kindle is impressive as a unified system, but except for that e-ink, it doesn’t seem that innovative, from file format to the menu

But what Amazon did is string the links together in a chain that worked. They pushed it, they stuck buy it, they evolved it. I myself used to think the Kindle sounded ridiculous, now I own one. The Nook sounded like a runner-up, and now I not only hear great things, I have a friend who can’t put her’s down.

The iPad? Yeah.  Some issues but the big lawsuit shows Apple was big enough to talk with . . .

Of course each “link” chain should be obvious, but the Publishers didn’t  follow that.

All those publishers had money. They had technology. They had allies in book chains. They had people talking about eBooks and playing with formats.

They didn’t do anything. They left it to Amazon and Apple and Barnes and Noble. The Publishers avoided or dodged, didn’t take risks, and by and large let everyone else into the mobile space.

An alliance of publishers could have rallied around ePub. It could have backed a new device. It could have done all sorts of things. It didn’t exist and it didn’t happen.

Now what? I’ve launched books on my own, and the only reason to have a publisher is the marketing advantage (and there’s several small and mids for that). So many are exploring e-books. EVERYONE has to be on Kindle, and B&N is coming from behind (which I need to address in my own books).

It’s going to get wild, isn’t it?  Maybe people thinking of working for traditional publishing need to be thinking outside the box . . .

– Steven Savage

Ask A Progeek: When To Negotiate

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Now here’s a good question, especially in these tough and crazy times?

“How advanced in your career do you have to be before you can negotiate your terms?

I’d say that the real question is not “how advanced in your career do you have to be” is really more “when should you negotiate?” So lets take a look at how you decide when you can negotiate.

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Promoting Professional Geekery #33 – Help Out In HR

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(For more Promoting Professional Geekery, see this Roundup of past columns.)

So you’re trying to promote professional geekery.  If you work at a company chances are you have an HR department that . . . isn’t.

HR is a tough profession, as is the entire hiring and hiring-related world of careers (which is why I recommend helping out recruiters).  It’s tougher when people don’t exactly get, understand, or otherwise know how to work with some people, like creative, technical, or scientific types.  Like, in short, geeks.

If you’ve ever been at an employer who didn’t “get” you, or worked with someone in a similar situation, you know exactly what I’m talking about.  I’m pretty sure you’ve had one of these experiences, if not both (I’ve had both).

This means less geeks on the right jobs, less happy geeks at the jobs they do have, and an HR department trying to figure out what wen’t wrong.  Yeah, I know, sounds familiar.

So this is where, you, the professional geek come in.  It’s time for you to offer your services to HR so they know how to deal with people like, well . . . you.

  • You can help them understand technical and career issues for potential interviewees – or for that matter help conduct interviews on subjects you understand.
  • You can get them up to date on cultural issues to help them understand if they’re misunderstanding people – or ignoring them.
  • You can set them straight on social media and other geeky things so they don’t make stupid policies.
  • You can advise them on training policies and skills people need to develop.
  • You can act as a bridge to less assertive progeeks to hook them up with HR to solve problems.

You can help your HR department understand and work with people like you.  It means more good hires, more happy fellow geeks, and less bad decisions.  It means more professional geeks doing what they do well.

A few suggestions:

  • Insert yourself into the hiring process to scope out how it’s going and help out.
  • Offer to research and discuss training needs, then present a report most anyone can understand.
  • Run lunch meetups with HR now and then to get to know people (if it’s a big company), and focus on areas they really don’t know.
  • Form a relationship with the people you get along with in HR and see how you can help out.
  • If HR has a wiki for terminology and standards, help out with it.  If not . . . it might be a good idea to start one.
  • Offer to read over policy documents and make suggestions.
  • Offer to read over or even compose job search ads (so you can give realistic feedback).

You may even find that HR could be part of your career, or you might be good enough to help with or even do hires one day.  Sure, you’re helping others, but it might help you out as well!

– Steven Savage