Just a Theory

Black lives matter

Posts about Culture

Assume Positive Intensifies

Lets talk about that well-worn bit of wisdom: “assume positive intent.” On the surface it’s excellent advice: practice empathy by mindfully assuming that people may create issues despite their best intentions. You’ve heard the parables, from Steven Covey’s paradigm shift on the subway to David Foster Wallace’s latent condemnation of gas-guzzling traffic and soul-sucking supermarkets. Pepsi CEO Indra Nooyi has popularized the notion to ubiquity in corporate America.

In practice, the assumption of positive intent enables some pretty serious anti-patterns.

First, focusing on intent downplays impact. Good intentions don’t change the outcomes of one’s actions: we still must deal with whatever broke. At best, good intentions enable openness to feedback and growth, but do not erase those mistakes.

Which leads us to a more fundamental dilemma. In a piece for Medium last year, Ruth Terry, quoting the Kirwan Institute’s Lena Tenney, summarizes it aptly:

By downplaying actual impact, assuming positive intent can deprioritize the experience of already marginalized people.

“All of this focus on intention essentially remarginalizes a person of color who’s speaking up about racism by telling them that their experience doesn’t matter because the person didn’t mean it that way,” says Tenney, who helped create interactive implicit bias learning tools for the Kirwan Institute.

This remarginalization of the vulnerable seriously undermines the convictions behind “assume positive intent,” not to mention the culture at large. But the impact transcends racial contexts: it appears wherever people present uncomfortable issues to people in a dominant position.

Take the workplace. A brave employee publicly calls out a problematic behavior or practice, often highlighting implicit bias or, at the very least, patterns that contradict the professed values of the organization. Management nods and says, “I’m glad you brought that up, but it’s important for us all to assume positive intent in our interactions with our co-workers.” Then they explain the context for the actions, or, more likely, list potential mitigating details — without the diligence of investigation or even consequences. Assume positive intent, guess at or manufacture explanations, but little more.

This response minimizes the report’s impact to management while simultaneously de-emphasizing the experience of the worker who voiced it. Such brave folks, speaking just a little truth to power, may start to doubt themselves or what they’ve seen. The manager has successfully gaslighted the worker.

Leaders: please don’t do this. The phrase is not “Assume positive intent for me, but not for thee.” Extend the assumption only to the people reporting uncomfortable issues. There’s a damn good chance they came to you only by the assumption of positive intent: if your coworkers thought you had ill-intent, they would not speak at all.

If you feel inclined to defend behavior or patterns based on presumption of good intent, avoid that reflex, too. Good intent may be key to transgressors accepting difficult feedback, but hold them accountable and don’t let assumptions stand on their own. Impact matters, and so must consequences.

Most importantly, Never use the assumption of good intent to downplay or dismiss the crucial but uncomfortable or inconvenient feedback brave souls bring to you.

Assume positive intent in yourself, never assert it in others, and know that, regardless of intent, problems still must be addressed without making excuses or devaluing or dismissing the people who have suffered them.

Antigone’s Voice

First of all, No

Photo by Jazmin Quaynor on Unsplash

A couple months back, I saw Antigone in Ferguson at St. Ann’s Church in Brooklyn. The project pairs dramatic readings of Sophocles’ Antigone with a moving choral arrangement performed by a diverse cast of activists, students, police officers, and Ferguson & NYC community members. I don’t tend to go for gospel, but these stunning voices shot through me like a revelation. The powerful, vulnerable expression of the human voice — a profound manifestation of the human capacity for creativity and beauty — broke my heart and raised my optimism for humanity. I got a lot out of the discussion of racial injustice following the performance, too. Don’t miss it if you get the chance.

The relationship between Antigone and King Creon struck me in a new way, no doubt because recent encounters with autocratic and sexist behaviors have been front-of-mind lately.

The play depicts Creon as the relatively thoughtful king of Thebes and doting uncle to Antigone and her sister, Ismene. He forbade the burying of Polynices while still in the heat of the just-ended civil war, and, despite his advisors' best arguments, stubbornly rejects revoking the law. His inability to admit mistake despite the clarity of its recklessness — even to his own mind — exemplifies classic authoritarian behavior: never admit error. Naturally it leads to his downfall.

While Creon’s advisors appeal for revocation of the law, his niece, Antigone, refuses to submit to it, and declines to compromise her integrity or the tone of her voice when speaking against it. She deliberately flaunts the law by burying her brother, makes makes no attempt to deny it, and angrily excoriates Creon at her very public trial. His intransigence will be his downfall, she proclaims. The girl doesn’t sugar-coat it, and in her passion, her voice rings out loud and true to all assembled.

But, to Creon’s ear, shrilly.

Stung by Antigone’s passionate defiance, Creon finds her tone reason enough to ignore the substance of her argument, to dismiss the risks she highlights. The entire community rallies to her cry, but Creon, blinded by his bruised ego, commits to his folly and sentences Antigone to death. It is his undoing, and a tragedy for Thebes.

One can learn a lot from Creon.

How often do we discount a woman’s message because of her tone? When passion speaks truth to power, what reasons do we find to dismiss it? When someone cares, but poor leadership prevents understanding and growth, does the anger, the passion, the righteousness wound the ego or motivate action?

Passion is a virtue, and tone a reflection of commitment. People who care about their world — their work, their environment, their society — will be angry when it fails them. If it stings when they tell you that you’ve made mistakes, that you’re failing them and other people, put ego aside, recognize that your implicit biases might seek reason to dismiss them, and instead, simply listen.

My fellow white dudes, don’t be like Creon. Recognize your fallibility, head off your urge to disregard feedback in the name of your discomfort, and beware the ego reflexively assigning labels such as “whiner”, or “negative nelly”, or even “not focused on problem-solving”. This, too, tells you something. Because the people who don’t care say nothing. Those with the passion to speak and the willingness to do so expect more of you. They may be disappointed in you or your actions, but want you to take the opportunity to be better, to admit and rectify your mistakes, and to set things on a better path.

So maybe let’s take a stab at meeting their expectations.

Time is Short, So Be Generous

Supermassive Black Hole

Image by ESO/R.Genzel and S.Gillessen

This video, Timelapse of the Future, has kept me thinking ever since Kottke posted it a few weeks ago. Given current knowledge, the expectation is that the universe will go on forever, but thanks to entropy and expansion, it will eventually be full of, well, nothing at all. This rather limits the time hospitable to life. This arresting quotation from Brian Cox starting at the 12:55 mark captures it:

As a fraction of the lifespan of the universe, as measured from its beginning to the evaporation of the last black hole, life, as we know it, is only possible for one thousandth of a billion billon billonth, billion billon billonth, billion billon billonth of a percent.



Boy howdy our time is limited. We should make the best of it, to let our brief time be as pleasant, happy, and fulfilling as possible. All of us. Be kind, empathetic, compassionate, and generous with your fellow human beings. In the end, only how well we treat each other matters.

(Via kottke.org)

Compassionate Sacking

Jennifer Kim, in a Medium post based on her Twitter thread:

#1 rule: No one should ever be surprised with a “you’re fired.” That’s how you create disgruntled employees, embarrassing Glassdoor reviews, dip in team morale, etc. An out-of-the-blue firing is a failing on the manager’s part, not the employees.

So how do you do that? The most important bit:

  1. Give them a fair shot to improve. As a leader, it’s your job to try to make it work, each employee is owed that.

Practice listening skills. Demonstrate that you believe in them, and you want to see them improve. Commit to giving a LOT more feedback (specific & documented).

If you have little faith that the employee will be able to improve, taking these and the other steps Jennifer recommends might feel like a waste of time. But unless the employee’s actions involve violence, harassment, fraud, etc., you need to give them every chance possible for not only their benefit, but the benefit of their coworkers. Of course you don’t mention it to your other employees, but people talk, they know what’s going on, and they all need to know that if they step out of line, you’ll support them as much as you can.

In other words, a firing should never come as a surprise to either the employee getting the sack nor their coworkers. Because worse than negative Glassdoor reviews is the erosion of trust among the people you continue to work with after the event.

Flex Your BICEPS

I’ve been thinking a lot about what creative professionals want and expect out of their jobs. We require certain base features of a job, the absolute minimum for even considering employment:

  • Fair, livable compensation for the work
  • Comprehensive, low maintenance, effective benefits (especially health care)
  • Equitable work hours and conditions (vacation time, work/life balance)
  • Safe work environment

Employers attempting to skimp on any of these items devalue the people they employ and the work they do. Don’t do that.

Assuming an organization meets these fundamentals, what else gets people excited to go to work? What makes employees happy, committed, and productive members of the team? Fortunately, I’m far from the first to explore this topic. Paloma Medina reduces the literature to the muscular acronym BICEPS:

There are six core needs researchers find are most important for humans at work. Not all are equally important to everyone. You might find that equity and belonging are most important to you, but choice and status are most important to your employee. Getting to know them and coaching to them is a shortcut to making others feel understood and valued (aka inclusivity).

The BICEPS core needs:

  1. Belonging
  2. Improvement/Progress
  3. Choice
  4. Equality/Fairness
  5. Predictability
  6. Significance

Beyond the utility of having these needs enumerated to think about collectively — with obvious implications — I find it useful to examine them from varying frames of references. To that end, consider each from the perspective not of rewards and perks, certificates and foosball tables. Ponder them with the goal of creating a virtuous cycle, where the work improves the company, engendering greater satisfaction in the work, and encouraging more of the same.


Organizations serious about encouraging friendships and closeness often highlight social gatherings, team-building exercises, and outings. But don’t underestimate the motivation of the work. Small teams given the space to collaborate and accomplish their goals might be the best structure to create a sense of belonging to a tight-knit group — and for employees to find joy in their accomplishments.

Then reward those accomplishments. Not just with compensation or perks. No. Put the full force of the business behind them. If a team finished work on a feature or shipped a product, don’t limit recognition to a cocktail hour and a raised toast. Promote the hell out of it through all available channels: marketing, sales, blogging, support, community forums, whatever. The surest road to satisfaction and a sense of belonging is to turn that work into a palpable success for the organization.


Funds for conferences, training, and formal education clearly help employees make progress in their careers, or to sipmly improve themselves. But people also get satisfaction from work that helps the company to execute its strategies and meet its goals. Assuming the vision aligns with an employee’s values,1 contributing to the material achievement of that vision becomes the employee’s achievement, too.

So be sure to create opportunities for all employees to grow, both in their careers and contributions to the company mission. Avoid artificial divides between those who make the execute and those who support them. Not everyone will participate; still, encourage ideas and suggestions from all quarters and, where possible, adopt them. Beyond the old canard to “act like an owner”, clearly link organizational success to the ideas and work that created it, and give everyone the chance to make a difference. They improve as the business improves, and that’s progress.


Typically, “choice” means different healthcare plans, Mac or PC, sitting or standing desk. Such perks are nice, but not materially meaningful.2 The choices that warm the creative worker’s heart have much more to do with autonomy and decision-making than fringe benefits. Let teams choose their projects, decide on technologies, self-organize, make the plans to execute. People empowered to take initiative and make decisions without micromanagement or post-hoc undermining find motivation and reward in the work itself. Let them do it!


Yes, grant employees equal access to resources, to management, to the decision-making process, and any other information necessary for their work, benefits, etc. That only stands to reason. But give them equal access to interesting work, too. Where possible, avoid unilaterally appointing people to teams or projects: let them organically organize and pick their collaborators and projects. Such decisions mustn’t be made in isolation; it wouldn’t be fair. Rather, you’ll need to hold regular get-togethers of all relevant teams to make such decisions collectively, PI Planning-style. Give everyone a voice, leave no one out, and they will mostly work out the optimal distribution of tasks.


In addition to paying employees on time, every two weeks, make the work cycle predictable, too. Everyone should have a good idea when things happen, what the iteration cycle looks like, what the steps are and when they get slotted into the schedule, when projects complete and products ship. Just as importantly, make it clear what will they be working on next – or at least what’s in the pipeline for the teams to choose and plan for in the next iteration of the development process. A predictable cadence for the work lets people understand where they are at any given time, what’s next, and what successful execution looks like.


Titles and industry recognition, obviously, but this item brings my commentary full circle. Make sure that the work employees do gets seen not only by immediate managers, not simply lauded at the weekly dessert social. Make it a part of the success of the company. Promote the hell out of it, let customers and users know that it exists and solves their problems — no, show them — and shout it from the rooftops so the entire world know about all the stuff made by your super valuable team of humans.

They’ll be happier, more satisfied, and ready to make the next success.

  1. A very big assumption indeed. I expect to write a bit about company strategies and alignment to employee values soon. ↩︎

  2. Okay, sometimes a choice is no choice at all. Mac or nothing for me! ↩︎

Fascism Is Violence

Aleksandar Hemon, writing for Literary Hub:

[Fascism’s] ideas are enacted first and foremost upon the bodies and lives of the people whose presence within “our” national domain is prohibitive. In Bannon/Trump’s case, that domain is nativist and white. Presently, their ideas are inflicted upon people of color and immigrants, who do not experience them as ideas but as violence. The practice of fascism supersedes its ideas, which is why people affected and diminished by it are not all that interested in a marketplace of ideas in which fascists have prime purchasing power.

The error in Bannon’s headlining The New Yorker Festival would not have been in giving him a platform to spew his hateful rhetoric, for he was as likely to convert anyone as he himself was to be shown the light in conversation with Remnick. The catastrophic error would’ve been in allowing him to divorce his ideas from the fascist practices in which they’re actualized with brutality.

The New Yorker Festival bills itself as “Conversations on culture and politics,” but the important thing to understand about fascism — and its cohorts nationalism and white supremacism — is that it’s not a conversation. It’s not a set of ideas. No. Fascism is violence. One does not dialog with fascism. Fascism is a violent terror to be stopped.

They Is Smart

Self-professed language nerd Amy Devitt says They is Smart:

Mixing singular and plural is pretty common in most people’s speech and even writing:

“The analysis of all the results from five experiments support that claim.”

And one common expression mixing singular and plural even sounds a lot like “They is” (and is often pronounced that way):

“There’s two kinds of people in this world.”
“There’s lots of reasons we shouldn’t go to that party.”

So maybe it won’t sound so weird after all:

“Sam volunteers at the homeless shelter. They’s someone I really admire.”

Some varieties of English already match plural “they” with a singular verb:

“they wasn’t satisfied unless I picked the cotton myself” (Kanye West line in New Slaves)
“They is treatin’ us good.” (Dave Chappelle Terrorists on the Plane routine)
“They wasn’t ready." (Bri BGC17 commenting on Oxygen Bad Girls Club experience)

So why not singular “they” with a singular verb?

“They wasn’t going to the party alone.”

Using singular verbs when we’re using “they” to refer to one person might not be so weird after all.

We have the same issue in some ways with singular “you.” Standard English varieties tend to use a plural verb even with singular “you.” So “you are a fine person,” not “you is a fine person.”

Except lots of varieties and lots of speakers do use “you is.”

I’ve been thinking about this piece a lot since I read it a couple weeks ago. It wasn’t that long ago that I surrendered to using “they” as a gender-neutral singular pronoun; today I’m embarrassed that my grammarian elitism kept me from denying it for so long. No more of that! If anyone asks me to use singular verbs with singular “they”, I’ll happily do it — and correct my habitual mouth when it fails me. For they who wants to be referred to using singular verbs, I will use singular verbs.

Intellectually, I find this whole idea fascinating, mostly because it never occurred to me, feels unnatural in my stupid mouth, but seems so obvious given the examples. Some dialects have used this form since forever; the internal logic is perfect, and only cultural elitism and inertia have repressed it. They wasn’t satisfied indeed.

But logic is a flexible thing, given varying semantics. In an addendum to the piece, Amy writes:

Edited: Chatting with my linguist friends Anne, Peter, and Jim gave me a new way to talk about this topic. The form of the verb “are” (“They are”) might be plural, but in the context of a singular “they” the verb would have singular meaning, too. We do that with “you.” You are a good friend, Sue. The “are” is singular just as the “you” is. So if we do start using “they” as the sole singular pronoun, we wouldn’t have to change the form of the verb to make it singular. It would already be heard as singular.

We are creative and flexible in using language. What a wonderful thing!

So just as “they” can be used as a singular pronoun, plural conjugations become singular when used with singular “they” if we just say they are. Everybody’s right! So make a habit of using the most appropriate forms for your audience.


David Simon, pitch-perfect as usual, on his friend Tony:

Go, move, see, feel, eat – grow. The Church of Bourdain was founded not merely on the ever-more-vulnerable national credo that all Americans are created equal, but on the much more ambitious insistence that this declaration might be applied wherever you wandered and with whomsoever you cooked or shared a meal. He remains, for many of us, the American that we wish ourselves to be in the world’s sight. To have him widely displayed as our countryman, open to and caring about the rest of the world, and being so amid our current political degradation — this was ever more important and heroic. To lose him now, amid so many fear-mongering, xenophobic tantrums by those engaged in our misrule, is hideous and grievous.

But make no mistake: It wasn’t love of food that led Bourdain to the embrace of a shared human experience, of a world merely hiding its great commonalities behind vast and obvious culinary variations. It was the other way around. Tony was intensely political, a man always aware of those at the margins, or those who seem never to be reached by wealth or status or recognition.

Don’t miss the Kissinger story.


Terrific talk by Sacha Judd:

Trust and psychological safety are core elements of high performing teams.

Trust is the willingness of a party to be vulnerable someone else. Trust implies that you respect your teammates abilities and you respect their intentions. Psychological safety builds on trust and is more about how you feel about the team dynamics. What are the risks of blame if you try something and fail.

Trust is about individuals and psychological safety is about the team. And when we build teams that have that trust, where people feel like they can be their whole selves, and they feel safe enough to raise their hand, to offer contradicting opinions, to think differently and work differently and contribute in their own way. That’s when we get a high-performing team.

(Via Adrian Howard)

Racial Identity Is Not a Zero Sum Game

Sarah E. Gaither, writing for Vox:

I can’t speak for all biracial people. And I’m not saying that Meghan Markle and Barack Obama and other celebrities should be removed from the black community and added to the biracial community; racial identity is not and should not be a zero-sum game. It is clear that everyone needs positive representation, especially racial and ethnic minorities and women. But the either/or system that so much of our society uses simply doesn’t work when a biracially identified person is involved.

I struggle to cancel out my stupid meat brain’s automatic categorization of people based on superficialities. People are a lot happier when they’re free to assert their identities for themselves — or choose not to at all — than when others impose at-best misguided perceptions on others.

Misguided Delusion

A simple post. “Something to make you think,” Dustin Curtis wrote. I followed the link and have hardly stopped thinking about it since.

“Something to make you think.“

Sam Harris wants to help non-religious people understand how it feels to be a believer confronted with scientific rationality. Toward that end, he offers the fireplace delusion. The idea is simple:

On a cold night, most people consider a well-tended fire to be one of the more wholesome pleasures that humanity has produced. A fire, burning safely within the confines of a fireplace or a woodstove, is a visible and tangible source of comfort to us.

That love is misguided, however. The scientific evidence is compelling:

The unhappy truth about burning wood has been scientifically established to a moral certainty: That nice, cozy fire in your fireplace is bad for you. It is bad for your children. It is bad for your neighbors and their children.

So far so good. People like to romanticize fires, yet research shows it to be anything but wholesome. It’s incontrovertible, and Harris presents the argument well. I’ve never felt that fires were particularly healthy, so it was no challenge to convince me.

Yet it seems that my reaction may be unique, to judge by the reactions of the people with whom Harris has discussed the issue:

I have discovered that when I make this case, even to highly intelligent and health-conscious men and women, a psychological truth quickly becomes as visible as a pair of clenched fists: They do not want to believe any of it. Most people I meet want to live in a world in which wood smoke is harmless. Indeed, they seem committed to living in such a world, regardless of the facts.

My reaction to such a commitment: Those people are being completely irrational. Why would anyone argue with such compelling evidence, unless they are so wed to their belief that it deafens them to the truth. They plug their ears and over and over shout “I can’t hear you!” These are Harris’s friends:

Of course, if you are anything like my friends, you will refuse to believe this. And that should give you some sense of what we are up against whenever we confront religion.

Now, I am not a religious person, and like Harris strongly advocate for the use of scientific reasoning and rational thought in social, political, and economic discourse. I have no bona-fides to offer, but personally find the entire idea of religion to be nonsensical.

But even I think that this analogy — admittedly imperfect, Harris says — to be entirely disingenuous.

The problem is not that religious people are irrational in their beliefs, but my reading of The Fireplace Delusion makes exactly that point: Religious people continue to believe in the face of rational refutation simply because they want to believe. But that’s a dishonest reading of faith.

Faith has nothing whatsoever to do with rationality.

Nothing. Nada. Faith is not an irrational resistance to rational reasoning and facts, because it is not subject to rational reasoning and facts. It’s something different, an entirely other animal. Not irrational, but a-rational.

A better analogy than the fireplace delusion might be something derived from it. I offer, instead, love.

Love is not rational. It cannot be refuted by rationality and facts. Scientific reasoning may suggest that my entire biological purpose is to pass my genes on to my children. Yet my deep and abiding love for my wife does not enter into it. It might be argued that love evolved to increase the chances of human genetic success, but such argument neither supports nor refutes my love the way scientific research refutes the value of fire. It simply is.

It’s not just love and religion that work like this, that are a-rational. Art. Jazz. Hacking. That which motivates, that drives passion, dedication, and creation, that embodies culture in the Anthropological sense-including, yes, the pursuit of scientific research and reasoning-is a-rational. No, better: it’s extra-rational. That’s part of what makes it beautiful.

You cannot refute love. You cannot refute art. You cannot refute faith. Because they are not in the domain of refutation, are not subject to the facts. They are something else entirely. Often-not always, but often — they create beauty.

And beauty isn’t subject to refutation, either.

This post originally appeared on Medium.

Rationality and Faith

I got an invitation to write on Medium a couple weeks ago. I have been pondering some more philosophical posts lately, so I thought I’d try posting there. My first post, “Misguided Delusion,” [update: moved here] tries to pull apart the the false dichotomy between faith and rationality. Yeah, really. That kind of thinking is a throwback to a previous career path, but one that has, of course, always stuck with me. And I am very happy with how the post turned out.

It remains to be seen whether or not I write more stuff like that. It’s rewarding, but time-consuming.

Looking for the comments? Try the old layout.

TV Providers Hate Their Customers

I’ve been using Comcast for Internet for several years, but we haven’t had any TV service at all since we cancelled DirecTV about 18 months ago. And thanks to iTunes, Netflix, thedailyshow.com, and colbertnation.com, and BitTorrent, we haven’t missed it one bit.

It has been our preference to download officially sanctioned TV shows and movies. But there are a number of really great shows shows for which the current season’s episodes aren’t readily available through sanctioned online channels. There are only three ways to get them, that I know of:

  • From a cable or satellite provider
  • BitTorrent
  • Wait for DVD/Netflix/iTunes releases

Yeah, that’s it. And it’s even worse if you don’t happen to live in the US. I’m grateful for thedailyshow.com and colbertnation.com, and shows that appear pretty quickly in iTunes, like Breaking Bad. But many quality shows do not. Of course there are services like HBO Go, but they’re only available to cable and satellite providers.

I don’t want to download such shows from BitTorrent; I want to make sure that the people who created them are well rewarded for quality programming. So if I want to see them now, that leaves me only one choice: subscribe to a cable service.

Into the Lair

A few weeks ago we did that. We added phone and TV (including HBO) to our Comcast service. The Internet service was the same as ever (pretty good), while the phone service is pretty transparent (and cheaper than Qwest). And that makes sense: These are just services for pushing bits around, not at all complicated.

The TV service was something else entirely.

Holy mother of hell is it terrible. We opted not to get a DVR; the pre-DVR technology is worse than you remember. But it’s not the technology that’s so awful, since we could always opt for a DVR or subscribe to TiVO. The real issues are:

  • The remote is impenetrably complicated; I don’t have any faith a DVR remote would be much better
  • The on-screen menus are miserable to navigate and read
  • I couldn’t find shit about what “package” we had on the web site
  • Comcast.com thought we didn’t have HBO and so wouldn’t let us access HBO Go
  • There are 1000s of channels of shit
  • I called support, and before I gave up, at some point an ad for pay-per-view programming streamed into my auditory canal
  • Did I mention that there are 1000s of channels of shit programming?

Truly, the user experience is just terrible. Now, I know it can be better, because we had the old DirecTV TiVO, which worked pretty well. But even DirecTV doesn’t use TiVO anymore, and from what I understand, all other DVRs have a terrible interface.

And don’t get me started on the programming. Remind me again why I should pay for the privilege of getting horrible programming and atrocious ads pushed into my TV? Shouldn’t they pay me for that privilege?

I can only conclude that cable and satellite providers hate their customers. They get them to sign up for a plan to auto-pay $80 or $90 or $125 a month, and then they don’t have to care about what kind of service they provide. Interfaces don’t matter. Design doesn’t matter. Simplicity doesn’t matter. Complication matters.

I don’t want this. Why do I have to pay such a heavy price in terms of usability and quality just so I can pay for the shows I actually want to watch? I don’t want to give Comcast my money. I don’t want to give “Real Housewives of Miami” my money. I want to give Blown Deadline and HBO my money.

A Plea

Dear Distributors and Production Companies:

Please don’t make me pay the cable or satellite provider tax! Don’t make me pay for a bunch of crap I don’t like, and for a terrible user experience, just so you can get a small slice of it. Please, please, please let me pay you for your shows. Release them on iTunes. I’ll pay. Release them on Netflix. I’ll pay. Make them available outside the US, people will pay to be caught up on the great stuff everyone else is talking about on Facebook! Just let us find your shows easily and pay to download or stream high-quality videos to play on our computers and Apple TVs. (Bonus if I don’t have to deal with flash!).

If you make it easy for people to pay for great shows, we’ll pay. Netflix now streams more content than BitTorrent because it’s easier to use: and people pay for that.

Back to Reality

After 2 weeks, we called Comcast and cancelled the TV service. We’re back to our original plan, minus BitTorrent. Here’s what we’ll do:

  • If a show is available from Netflix, we’ll get it there.
  • If a show is available for free on the web, like thedailyshow.com, we’ll get it there
  • If a show is available from iTunes, we’ll get it there
  • If a show is available on DVD, we’ll order it from Netflix

And for shows that are not immediately available for the current season by any of these means, well, I guess we’ll wait. I think most shows come out on iTunes or DVD after a year or so. We’ll just deal with the lag. I wish it wasn’t there, but it is, and I’m no longer willing to dirty myself using a TV service.

Looking for the comments? Try the old layout.