Welcome to the Wakefield Doctrine

A really productive week! A lot of (new) insights and understanding of the Wakefield Doctrine and its practical uses ( “what the hell is this guy talkin about!!?? hey  where are the pitchas!!  fuck!!” ) and, therefore forming a solid foundation for us going forward. (” …not one to interrupt, but that little scottian fellow has a point, as opposed to you, apparently!“ ). With the three scenaria imagined, we can see the characteristic worldviews, in a very high-relief context. ( “…high-relief?  scenaria??! he actually used the latin pural!! jeez loueez my eyes are startin to bleed!!“  ). All of which makes more involved applications all the easier. ( …”gotta go with the little fella again,  scenari ‘a’?  we know what the word means and we know that you are thinking about three different situations… don’t you think ‘a’ is a little on the…overkill side? )  (…just a teensy bit? ” )

In any event, lets look at whatever conclusions can be drawn from what we have done (“…what, was the ‘simple declarative sentence’ store closed??! GET to THE POINT!!”)  ( “...fuck!!“ ) with the three personality type Job Applicants:

Scenario A:  a clark interviewing with a roger, (reminder: in the setup it was stated that the Applicant knew someone on the Board of Directors at the Corporation). Real simple. The clark should try to get the Interviewer talking about himself for as long as possible. Nothing the clark can say about himself is going to get him the job. However! If the clark can get the conversation over to the matter of references and he (the clark) can get the Interviewer to acknowledge that one of his references sits on the Board of Directors of the Corporation, the job is his, …that simple. The fear of repercussions from above is the only reason that this rogerian Interviewer will hire this clarklike Applicant.

Scenario B: a rogerian woman interviewing with a scottian restaurant owner. The insights that came out of the first scenario of this situation are the most interesting! The question was asked, “if kept waiting an excessive length of time to meet with the owner, what should the Applicant do”? (One of the choices) was to start clearing tables. There was a totally consistent (and vehement) outcry from rogers on this choice ( “…I wouldn’t go so far as to call it vehement! it’s just that it seems like a near criminal action to take!  That was all we were trying to suggest.” ) Consistently, the opinion of rogers was that, to assume the ‘authority’ to help out and clear some tables would be an affront to the Owner of the business and would be viewed negatively. The interesting aspect of this view (from inside the rogerian worldview) was that they (a roger) would not assume they had the right or the permission to get that involved  in the business of the restaurant. While clarks, on the other hand, would simply assume that, not only did they have the right, but that it would be viewed positively by the Owner! Tell us there are not separate realities at work here! In any event, The consensus was that the rogerian approach was to try to engage (totally on a verbal level) the owner of the restaurant, indicate that she understood what it was like to be so very busy, was the best approach to getting hired by the scottian business Owner. ( “...even though you kind of missed most of the more subtle points of the rogerian viewpoint, I would find that an acceptable analysis” )   ( “...yeah!! and she shoulda worn like tight clothes and stuff  Hey is this a fuckin PG blog?? it is??! screw it…she shoulda been like real friendly…ya know what I mean?” )

Scenario 2: a scottian Applicant interviews to get his old job back. The interview is with his old boss( a roger), but to make it more interesting there is a second Interviewer, a clarklike female that the Applicant has never met. ( “Hey!! I got this one…. easy, I’d talk to the girl and kinda ignore the guy…until I had her listenin to me. Make some jokes and and soon as she laughs at one of my jokes, I’d turn to my old boss and make him part of my little group…fricken easy!!” ) (“... if I might interject...) (“…Interject!!? I got yer interject….” ) ( “…see? where is my bag of kibble? In any event, it would be great risk that this Applicant ignore his former boss, because the clarklike female appears (in your scenario) to be interested in her iPad, which implies that she is looking at his work record….which the rogerian Interviewer will have much to say about, after the Interview so the scottian Applicant had better win the roger over first.” )  ( “??!! yeah?!  I got yer ‘win over’ right here!!” )
Of the three Interview Situation, this is the most difficult to ‘game’, the key to a winning strategy, (as you will see in the upcoming Wakefield Doctrine book), is to identify the Decision Maker. And this situation did not give us enough information to determine the true Decision Maker. My suggestion would be (for) the scottian Applicant to enlist the  support of the rogerian former boss, and ‘close’ the clarklike female on the decision to hire.

OK! We’re good for now! Tonight is Saturday Night and you know what that means!  Find the secret number and call us! (no, you won’t always have AKH here to spoon-feed you the information that will change your life! Find the number your own damnselfs!)