Reinke Faces Life

METHODOLOGY ***
STRATEGY ***
TACTICS ***
TECHNOLOGY using the boss’ email
=======================

Date: Sunday August 14, 2005 9AMedst
From: Ebineezer
To: All those Bob Cratchets out there
Subject: Using my email

In my last communication, I addressed the terrible waste of coal. Some drivel about trying to keep warm or something. Coal costs me money.

Anyway, my topic today is “if I’m working, why aren’t you”! No, that was yesterday’s. Wait. Oh yes, today’s is “you’re using my email”.

It has come to my attention that some of you are using my email, or that of your employers, to do non-business messaging. This is terrible, I will have to read every single one of those emails. Now I don’t care if you have a social disease. Well maybe I do. But, I do care that, just like the coal, you are wasting my resources for your petty pleasures. Telling jokes or other frivolous stuff! But worse, some of you are conspiring against me. Talking to people behind my back! Being disloyal and even disrespectful. You’re all against me. Those messages cost me money. I have to have systems big enough to handle all that traffic, back them up and give them to lawyers, who cost me even more money.

At least my backups allow me to go back and PROVE you were stealing from me. I’ll make you PAY for every joke. And your little dog too. (OOps wrong movie!)

Go to yahoo, pay zero, and get a free private email. Pay yahoo a few bucks a year and get a better mail experience. Do something, anything. But get your darned postcards off of my and or your employers mail system. Go to 1and1 http://www.1and1.com/?k_id=9113251 and get your own domain, email, and a website for 36$/year.

Then, when I, or my equivalent in your current employer, fires you, all those nasty little people who have been corresponding with can still email you. At least, I won’t be paying for it. I don’t care about the benefit to you that after I fire you that your communications aren’t disrupted. And don’t you even dare to think about having outsiders communicate with you on your private account about business matters because of the excuse that the inside system is flakey. I know all you just want to do is to stay in touch with my suppliers and customers after I “nuke” you. And don’t you be using that email address when you sign up for software, internet services, or other things I pay for. When I nuke you, I want you to feel the loss.

And those of you plotting with recruiters to find a better job, you’d be better off if I didn’t know about it.

And, those of you with social diseases and or personal problems, you’d be better off dead than have me gossiping about you.

And even if I don’t have time to read your message, what about all those sys admins who I overpay? I know that they are sitting around idly gossiping and reading your email for fun. Where do you think they get the raw material to gossip about FROM?

BOTTOM LINE: Take your email private. At zero or no cost. Even gmail would be better than your employer’s. When writing email, IM, or such, think post cards.

Next week, I’ll shall write you about the phone!

Do it or get fired before you want to quit,
Ebineezer

METHODOLOGY ***
STRATEGY ***
TACTICS ***
TECHNOLOGY a free wiki
=======================

Dear fellow turkey,

Http://www.Schtuff.com

Want to set up a Wiki, but don’t know where to begin? Check out Schtuff, a free wiki service that lets you set up your own collaborative website in just a few steps. Sign up for a free account, define your domain and add your “spaces”, the pages that make up your site’s contents. It’s easy-to-use but if you’ve never used a wiki before and you just want to explore, make sure to read through their copious help documents.

Hat tip to http://www.lifehacker.com/software/wiki/schtuff-free-wiki-127468.php

And if you have no idea what a wiki can be http://en.wikipedia.org/wiki/Main_Page or http://en.wikipedia.org/wiki/Wikipedia

Why you should care?

Free. Casually dropping it in chit chat with hunter, hr, or interviewer makes you look “hipper”, more with it, techie, and thirty punds lighter. Ok I made the last one up. It enables you to assert a value proposition that you might not normally be able to.

YOU SAY:

“I know everything on the net isn’t gold but when I was playing with schtuff, a free wiki, I was able to find a use for my Church to cost effectively produce announcements and have people volunteer for assignments. OK it is not the biggest deal but for a financially strapped organization, it fit the bill. I can remember many times when something like that would have been a cost-effective solution to an immediate problem.”

Now I’m not saying you should LIE. And no one cares if you have seen the inside of a Church since your favorite Aunt died. And no one cares if this wiki thing does anything like you say it did. You sound techie. Certainly more techie than most HR types. And you have told them that you know resources cost money and you’re basically cheap. And, you’ve learned from your past.

And maybe you don’t need to lose 30# like I do. But, take a look at new stuff instead of playing solitaire on your computer when you are down. You are telling anyone who’ll listen how creative you are! So create something.

It doesn’t matter what specifically you do. What matters is you can use it to advance your value proposition.

FROM AN EMAIL WITH ONE OF “MY” TUREYS
(for the education of all those who are complacently “in”)

> I’m sure you’ll correct me if I’m wrong

Got that right! We are making progress.

>You have multiple degrees

Don’t forget the innumerable jobs, firings, and transitions from when comes what DIKW I do have. Expensively acquired.

{Extraneous Deleted}

>I’m completely unimpressed by external measures of you or any other man. I take my own measure …

You might save yourself some time and expose more opptys if you would …

{Extraneous Deleted}

>obviously a bright guy who has an extraordinarily high opinion of himself
>and is not the least self-conscious
>about letting others know how very important all that stuff should be TO >THEM.

Actually I am an ITSJ, that you don’t believe in, who’s compensating. ;-)

>tone of your correspondence has changed (for the better)

Sorry about that I’ll have to dial it back up. You need it; not a “reduced wimpy” coaching style.

>you didn’t win the Don Rickles Award for advanced interpersonal skills
> by being a wuss.

No, it was Howard Cossell.

>

USP? Target list of ISPs, 2 cover letters, two resumes, and a plan.

>

See I am “focused” on getting you employed and out of my turkey farm”. I think slot #5 is going to be filled today by an expat coming back to the US as an “out”. And, I have to push harder to get you employed so I can free up the slot for some one who will appreciate my fine qualities better. I hate to wait list people, but five turkeys at a time is my max. I do have a real job, a hobby, and my own projects.

;-)

There went my lunch half hour!

fjohn

# # # # #

METHODOLOGY ***
STRATEGY Allow yourself to be found
TACTICS ***
TECHNOLOGY ***

Dear fellow turkey,

IMHO it’s all about starting and maintaining a conversation. Seekers want to have as many different conversations going on as they can possibly manage. I always felt that “perception is reality”. It doesn’t matter how you get that conversation going, what illusions the other side is under, or what comes of it. You get to have a conversation with someone who will at the very least give you data, information, knowledge, and wisdom. Clearly a sliding scale of volume and value. You will gather lots of data that is mostly low value. You will gather very little wisdom and that’s high value platinum stuff.

Here’s an opportunity (free … my favorite kind) to register on a reputable site, LinkedIn, put up a profile, and get screened email. A triple play. Now who do you think will use this site for an unintended purpose? Up, I heard it in the back of the “room”. A recruiter, head hunter, search person. Looking for that thecae who’s not looking. Little do they know that you are a “turkey” setting the trap, laying in wait for them, and you will spring your trap. They think they have “found” you. And, you’ll stick like glue to them until you suck everything of value out of them before they know it. Then, if they don’t have your ideal job, then you’ll cast them aside sucked dry and feeling abused. Ahhh what power. Revenge of the turkeys. I love it.

So scoot over and fill out a profile. And, you’ll look techie besides. Even if you can’t spell Komputer.

METHODOLOGY ***
STRATEGY self directed learning
TACTICS ***
TECHNOLOGY ***
=======================

Dear fellow turkey,

http://scandinavia.ecademy.com/node.php?id=56335

Articles : Personal Development & FREE Planning tool
by Mark Mortimer on 29-Sep-05 10:26am
The idea that education and training need to be lifelong processes is one that has gained widespread acceptance. We are all aware of how organisational structures and cultures are continually evolving in response to rapid changes in the external environment. Management constantly demands fresh strategies to meet the changing needs of our customers as they emerge. We have to develop new philosophies and different ways of working; we even have to learn a new language to describe the work in which we are involved

Business changes are now so rapid that unless we have a highly motivated workforce with skills to match the needs of our clients we are likely to fail. It is especially important for managers, who have development and training at the heart of their role, to seek to extend their own knowledge base and skills. This can only be achieved if we make people accountable for their own development aligning personal and company goals.

As children we learn by watching others and by trying things out for ourselves. This process never stops during our lives; we are all constantly learning as we experience life and work. The best person to help focus and direct the growth of your natural abilities is you, in a systematic programme of personal development. As a self developer, you will be unlocking your own untapped potential; not just developing, but learning to learn. You will also be acquiring skills which will enable you to support other people involved in personal development programmes.

In consultancy and service related businesses your people are your products. The problem is that, people development is not generally self directed and occurs in a fairly haphazard manner. We have little time or energy to apply the same standards of quality to our own development that we do providing our service to our customers.

Typical steps in self directed learning are:
• Assess your development needs
• Devise a personal development plan
• Continuously develop your own knowledge and skills
• Monitor your action plan and evaluate the outcomes.

To get the best results a support infrastructure should be made available for the learner and this can be best provided through coaching and action learning sets. Both these approaches focus on learning in the workplace which is a speciality of www.kerobi.com

Planning and Reviewing Your Development

Once you have pinpointed your development needs, the next step is to plan how to meet them. Drawing up an action plan will put you in control of your rate of progress and will ensure that you fit in your development with all the other tasks that you have to accomplish.

Like other parts of the personal development process, planning is not a once and for all activity but a continuous process of setting and updating targets, and strategies for achieving them. Once you have made an action plan, you will need to review it regularly in order to make sure that you are making the progress you desire.

For your free workbook on how to make an effective personal development plan please contact me on mark.mortimer@kerobi.com

###

METHODOLOGY ***
STRATEGY have a war chest
TACTICS ***
TECHNOLOGY ***
=======================

Dear fellow turkey,

This advice is for all turkeys, both those earning and those seeking. Probably more aimed at the earning ones, lest they fall into complacency.

Remember that one of the principle tenets of the Turkey faith is that you are only sure of the last paycheck you cashed.

With the bankruptcy of <insert your favorite company>, you secure do you think the highly paid pilots are? What about the and suppliers?
How about the casino workers in Mississippi and NOLA after Katrina?

Last paycheck you cashed is yours; everyone in the future is speculation.

Uncertainty abounds. Back when I took my first turn at unemployment, I got a little more than a year’s pay to leave and was “out” 11 days. Five of those days were waiting for the drug and finger print check, Four of them were weekends. Total elapsed job search time time from the “offer to get out” to “first day on the new job” was 23 days. I’ve never matched that since. Even in a voluntary change.

Somewhere between Lucht’s book, my own thinking, reading “Parachute”, and counseling turkeys, I have come up with my own copyrighted, trademarked, super-secret secret formula for estimating what you need as a war chest. Personally, I have a meeting with myself on the first Sunday of every month as the CFO of “Me, myself, and I Unincorporated” to review my financials and the first item on the agenda is “Expectations”. I review quickly the factors in the computation and then look at the bank statement for my war chest account. When first in the earning phase, I try to as quickly as possible rebuild the account to required guesstimate. When in the seeking phase, I monitor closely the draw down from that reserve. It has served me well thru four cycles. It certainly takes the stress out of the cycles. Any turkey that doesn’t think there will be cycles has not been paying attention during the “Church of the Big Turkey” sermons. As an aside, the only reasons for not having a reserve is maybe that you work for the government. But even that is not assured, a la Brown of FEMA.

Now to the formula.

First I have to swear you to secrecy. Secrecy because if you tell a non-believer, they will look at you like you have two heads. A non-believer doesn’t believe that they are a turkey.

COMPONENT #1: YOUR BURN RATE

My first component is based on how much you spend. You should be able to look at your checkbook and see your net pay go into it and your expenses come out of it. Hopefully, you are not spending more than you earn. That’s a different more serious problem. You need to listen to Suzzie Orman or Doctor Phil in that case. That’s your basic burn rate. How much money you burn each month. Yes, I know you can cut it but that future cutting is your error margin for now. You may want to cut to build up your war chest, increase your savings, or just want to stop wasting it.

As special note about medical insurance coverage, you need it. The worst disasters occur when you let your coverage lapse and someone gets sick. Assuming that you don’t have your own medical coverage, independent of your employment, you need to look at your pay stub for how much you pay for it now. You have to add that into your burn rate.

Also, you’ll have to find out what your COBRA amount is from your employer. Usually, that is much more that your regular rate. Assuming that you get a severance, your employer usually gives you some basic coverage for a short period of time (i.e., a month or two. Not out of generosity, but their insurer makes them pay by quarter.). They then offer you, because Federal law requires it, the opportunity to continue it at their cost (Or at least that is what they are supposed to do. I’m not so sure that there isn’t some markup in these rates.) You have to have it; so you have plan for it. I have seen COBRA offerings in excess of 1k$ per month. Be ready to swallow hard and take it.

And, you’ll have to find out how much a medical insurance policy would cost you without a group. In many cases, these are BARGAINS. I know one turkey who has three policies he has picked up thru his umbrella consulting society, his church, and aarp. Keep looking around and if you’re offered one, you may want to take it.

If you feel the urge to skimp, remember the last explanation of benefits you got when someone was real sick. If you don’t have one, I’ll send you one of mine from when Frau was sick and the bill was over 250k$. Also, remember the phrase preexisting condition! It means if some one gets something while uninsured, that’s exclude from coverage when you get insurance. Even a bare bones policy, keeps this ogre at bay.

So, add to your basic burn rate the cost of medical insurance and anything else on your pay stub that you would have to pay when unemployed. Think loans that get directly deducted from your paycheck. Convenient but easy to forget.

That is your run rate. It represents the rough amount of spending that will occur when you are fired, tossed out on your keister, unceremoniously run out on a rail … … ON MONDAY MORNING!

Worried. Good!

COMPONENT #2: HOW HOT IS YOUR SKILL?

My first component is a measure of how much you are earning. It’s the easiest to come up with and the easiest to understand. On the theory, that, for example, the burger flipper at MickyD’s doesn’t have to worry too much about finding another burger flipping job. However, a CxO has to recognize that there are not a lot of C anything jobs just waiting for the right candidate. So I like to develop a number that represents the overall market for your particular skill. If I was considering CICS programmer and a C Language programmer, I say that the CICS person would wait 3 times as long as the C person in the queue. So I would award the CICS programmer a score of 3 and the C programmer a 1. You’ll see why later. If you can’t judge it, use the net to develop a feel for it.

COMPONENT #2: HOW HOT IS YOUR INDUSTRY?

On the other hand, in the late 70’s, my cousin was a highly paid nuclear engineer. He was a leader in his industry. Gave talks, wrote articles, was in demand. He used to tell me about all the offers he was made. Chernobyl, TMI, and the anti-nuke wave just ended his industry. He turned out the lights on his division after a decade of ever downward spiral. He had to drop back and regroup. His skills in making buildings to house a controlled bomb where transferable to making building to hold unruly kids (i.e., skools for the government). But he never made as much money or was as “hot” as he was. He’s happy but it taught me that the industry can cycle as well. SO you have to assign a multiplier to your industry. Government workers get a 1; Wall Street workers get a 3; everyone else is in the middle somewhere.

COMPONENT #4: HOW LONG WILL YOU BE SEEKING

I have two ways that you can come up with this number: you can guess or you can calculate it. Guessers can pick a number. You might even be right. I prefer to calculate. Take your salary and divide by 10k$. Throw away the fractions. Multiply it by how hot or dead is the market. During the 911 doldrums, I was telling people 4. During the dot com bubble, I was giving people .25 or .5 (it was absurd.) Right now I’d say it’s a 2. Talk to any headhunter, recruiter, or anyone connected to the industry and they’ll tell you how hot or cold it is. Multiply the two numbers and that’s you basic replacement factor.

COMPONENT #5: HOW OLD ARE YOU?

Recognizing that there is age discrimination out there, I include a special factor to accommodate that. Less than 40 is 1; 41 to 49 is 2; 50 to 57 is 3; 57 and up is 4. Sad fact of life. Age is not respected. Wisdom is not valued. I can recite all the reasons why it isn’t true. But facts is facts. And us turkeys are factual. You get fired after 57 and you may never work again.

THE FORMULA:

Multiple the component numbers and that is your war chest. Stunning. Yup.

In my particular case: C2=2; C3=1; C4=17; C5=4

So my score of 136 tells me that it might take me 11 years to get back it. Yup. Retirement planning.

I just did this exercise with a younger turkey and they were ASTONISHED that they (1*1*12*1) might be out for a year!

I have used this formula with people. They didn’t believe the results. One turkey (2*2*14*4) told me that my projection of 224 months was absurd. And that he’d be in less than a year. He JUST got in last month after a 7 YEAR SEARCH! Yup, my formula was wrong but he lost his house and all his retirement savings. Talk about being pig headed.

Your mileage can and will vary. But, I’ll tell you that personally with a suitable war chest, I have never been stress when I’ve been out.

I hope no one is ever out. But if you are, this formula should make it less painful.

I’m always interested in feedback.

METHODOLOGY ***
STRATEGY demographic tidal wave
TACTICS ***
TECHNOLOGY ***
=======================

THIS WAS TRUE IN 2004; IT’S STILL TRUE TODAY

Dear fellow turkey,

RIDING THE RETIREMENT WAVE
Bill Ayers
President & CEO
Tel: 212.889.7788
bill.ayers@ayers.com

This coming New Year’s Day will mark more than the beginning of another year. On January 1, the baby boom generation—somewhere in the neighborhood of 80 million people born between 1946 and 1964—will begin to turn 60. On New Year’s Day of 2011, what FORTUNE magazine calls “the biggest retirement wave in U.S. history” will officially begin. It will most certainly transform the employment landscape. In 2015, we’ll reach the point at which the 65+ age group begins to swell more quickly than the 20-to-64 age group, draining the traditional labor pool.

Have you given thought to what this fast-approaching demographic tidal wave will mean to your organization?

<<The heck with them, what will it mean to me?>>

Big issues/big questions

The most obvious implication is the potential shortage of employees. Are you up-to-date on the demographics of your company? Do your retirement policies encourage or discourage early retirement? Do you know who’s going to be leaving, in what numbers, and when? Are you going to have a trickle or a flood?

Even more important is the potential for a brain drain as valuable skills, experience, marketplace know-how, and institutional knowledge flow out the door with retiring workers. Human capital and organizational knowledge are two of your company’s greatest assets. Have you assessed what you’re at risk for? What key talent, skills, and competencies you’re going to need to replace and how you’re going to do that—through internal development, recruiting, or a combination of the two? Do you have mechanisms in place to institutionalize critical knowledge?

Many organizations will be particularly vulnerable at the top. We at Ayers are concerned about this because although many companies pay lip service to succession planning, too few are actually engaging in it. Have you identified tomorrow’s managers and leaders? How far down the bench? What are you doing to prepare them?

A study conducted by Age Wave, The Concours Group and Harris Interactive reveals some important issues with regard to your future managers and leaders. It shows that younger employees are the least satisfied, committed and engaged members of the workforce. Mid-career employees—those who haven’t been downsized out of organizations—are struggling with frustration. It’s the employees who are nearing retirement, the boomers, who are the most satisfied, loyal and engaged members of the workforce. How do you develop the kind of engagement that will motivate younger workers to be as loyal and productive as the generation they’re expected to replace?

Redefining the labor pool; reinventing retirement

Along with investing in the development of younger workers, perhaps the best strategy in preparing for the retirement wave is redefining the labor pool. It’s already clear that the baby boom—a generation that is the most educated in history and that will have more years during which to use that education—intends to approach its retirement years in a nontraditional way. Many of us are going to reinvent ourselves, tackle new responsibilities, and try things we didn’t have a chance to try in our previous careers.

Nearly 80 percent of boomers participating in a study by Age Wave and Merrill Lynch say they intend to keep working after 65: 42 percent want to cycle between work and leisure; 16 percent want to work part-time; 13 percent want to start a business; and 6 percent want to continue full-time work. According to a BusinessWeek analysis, increased productivity and participation in the workforce among older Americans could add nine percent to GDP by 2045, which translates to more than $3 trillion annually in 2005 dollars.

Enlightened employers have begun finding ways to tap this valuable labor pool, including

* Flexible schedules—such as part-time and on-call work—and work locations
* New benefits, such as elder-care referral services and career-long training
* Special projects
* Opportunities to mentor or conduct research.

Given the demographic trends, the strategy of keeping older employees will result in a workforce that is heavy on the higher and lower ends of the age spectrum. This will raise other issues you need to begin considering. How will you manage across generations and meet the very different needs of the two groups?

Diversity plays a role in this discussion of rethinking the labor pool as well. As the traditional pool drains, competition for all qualified candidates—regardless of gender, race, or background—will increase. What are you doing to attract and retain women and minorities?

The threshold of a new era

We are on the threshold of an era in which the old paradigm—hire and invest in the young/stop investing in and push out the old—will no longer be viable. Riding the baby boom retirement wave will require a rethinking of HR practices—everything from recruitment to retention and development to diversity.

It’s time to strategize about how your organization can take advantage of the human and intellectual capital it has now and create or recruit the resources it will need going forward. It’s time to create the programs that will help you hold onto those approaching retirement age and develop the talent in the ranks behind them.

###

In your marketing and selling, you need to understand that there are structural discontinuities that you can exploit to your advantage.

FWIW YMMV FAIWWYPFI,
Fjohn
yet another fellow turkey
just bigger and dumber

FROM AN MLPF CHALLENGE

***Begin Quote***

>What Makes A Resume “GREAT”? Can You Prove It?

In my world of turkeys, and I’m a big old fat one myself, a resume’s ONLY purpose is to cause a conversation to happen.

I teach my baby turkeys to measure response rates. We all “know” finding a job is a “numbers game”. I particularly like the number forty as a sample size. I urge my students to gather up 40 “targets” create two resumes (A & B) and two different cover letters (Y & Z). Then create four batches of AY, AZ, BY, and BZ. Send them out. And measure the response rate.

It helps them to focus on the sales management process.

It often shows them dramatically that a simple resume works better than a complex one. I tried to convince one good soul that an 11 page resume was a turnoff. It wasn’t until he saw the results when stacked up against the one pager that I wrote for him — breaking my rule against violating the Prime Directive — Thou shalt not interfere with a developing planet — and the results were devastating. His 11 pages go ZERO response. No Surprise To Me. My one page got 50%. He “updated” his thinking and was “in” within 8 weeks. (Humans can be soooo stubborn when they think they are right!)

So IMHO a great resume is one that provides a measurable response.

It has NOTHING to do with what is on the RESUME; it has everything to do with the response it causes.

Sorry, the Silver Bullet store is out of them, but they have plenty of cans of “Hard Work” left. :-)

***End Quote***

Comments?

METHODOLOGY your resume may allow id theft
STRATEGY ***
TACTICS ***
TECHNOLOGY ***
=======================

http://www.fortune.com/fortune/careers/articles/0,15114,1096761,00.html

CAREERS
Job Offer or Identity-Theft Scam?
By Anne Fisher

It seemed a terrific opportunity. Laid off from a senior marketing job, Tom (not his real name), an MBA with 22 years’ experience, spent several months look-ing for a new position. Then he got a phone call from someone who said he was the human resources director of a large, well-known insurance company. The HR guy said he was impressed with the résumé Tom had posted on a popular Internet job site and was eager to meet as soon as possible, since Tom was the ideal candidate for a new marketing job the company was creating.

Just one tiny detail: “He told me that since they were anxious to fill the position quickly, they wanted to save some time by starting a routine background check right away,” Tom says.

“He e-mailed me a very detailed form to complete and return.” Tom complied, filling in the blanks for Social Security number, date of birth, mother’s maiden name, even a bank account number. After a few days of vainly trying to get back in touch with the HR director, Tom began to feel uneasy. Then he tried to use one of his credit cards and discovered that not only was the account maxed out, but several new accounts had been opened in his name and squeezed dry. His identity had been stolen, and it has taken him almost a year to straighten out the mess—all the while kicking himself for having fallen for the scam.

{Extraneous Deleted}

###

Seekers beware. Not everyone seeking to scam you is from Nigeria!

# # # # #

METHODOLOGY taxonomy

Dear fellow turkey,

Perhaps, we need to impose on the powers that be to open up another subgroup for the discussion of the “soft” stuff — Methods, Procedures, Processes, Strategies, Tactics, Data, and Tools.

For example, I had one “deer in the headlight” fellow wander into me, who had just been “nuked”, and was totally unprepared (Is there any other kind on un-prepar-ed-ness?). So I pointed out that he didn’t have to start spending lots of money that he didn’t have. The township library had a computer and high speed internet access.

When people have their own computer, there’s a lot of Open Source (Free!) Software and “stuff” available. No need to buy Microsoft Office like your last employer did for 300$ when there is OpenOffice that is very close. Outlook versus Thunderbird.

And, all those internet services like Plaxo, Linkedin, Cardscan, and such.

Then when they need direction there are a lot of templates and advisors that can help them. I’m a fan of Lucht’s workbook.

FWIW, your mileage may vary, all free advice is just that,
Fjohn
yet another fellow turkey
just bigger and dumber