Pro-White Soundbites for Donald Trump

Presidential debates are stuck on 1992 anachronisms about the economy and on 1980s-era hand-wringing about “inner cities.” White voters go along with those talking points as with ritual incantations to be recited for the sake of good manners. Dead liturgies have their purpose. They keep shut the doors behind which pace the wolves of our survival instincts.

So what can Donald Trump say to connect with things that matter to White Americans? Trump’s goal is to win the election, not to burn out with a swan song. But there may be a time and place he deems fit to push the blade deeper into the Narrative’s bloated gut and communicate that which Suburban_elk captures with eloquent simplicity:

[R]eal concern and real vision, and from the heart, about how white people are suffering for having lost their country, and even more than that, having lost their purpose and their identity; their very soul.

Here are a few of my suggestions for avowing a people that dare not speak its name:

1. Apathy. “I remember when every home in hard-working communities had these pretty flowers in front of it, little American flags lining the street. And these people had pride in their neighbors, in themselves — because they believed that they have a future. And today, they don’t care any more. Why? because they feel that they have lost their country, their public space. Folks, when the people who built America drop out, we are all hurting.”

2. Ethnic Cleansing. “Good people cannot afford to live in their own communities! They watch their aspirations, their work go to ruin when their neighborhoods change character. Their property values are wiped out. I want Americans to have the homes, schools, and families like their grandparents and great-grandparents had.”

3. Despair. “And you know who else is hurting? White Americans. Yes, Whites. Like the families I met in central Florida. They have friends, or even their brothers or sisters, who live with no hope. No appreciation from their leaders. They have watched these beautiful young people fall into methamphetamine addiction. The drug of despair, folks. It never had to be that way. And this is going to change.”

4. Family Formation. “Americans who trace their heritage to Europe do not feel like they can build their own future. I’ve talked with folks in New Jersey, they are afraid to start a family. Or to have a second baby. Schools, affordable neighborhoods for young families are hostile in character. So many young, bright people want to have children but they are choking on their student loans.”

5. Founders’ Posterity. “Listen to me. The only meaningful job of the government is to secure a future for its people and their posterity. It’s right there, in the preamble to our Constitution. That spirit is in the Declaration of Independence and in Abraham Lincoln’s Gettysburg Address.”

6. Guns. “Let’s be frank about something: our Founding Fathers had a good reason to articulate your right to bear arms. My opponent wants is to disarm you. It is tyrannical to take away an American’s right to defend his family from anyone who would threaten the peace of his home.”

7. Immigration. “No, it’s not just about the economy. Or security. It’s about Americans watching the country of their great-grandparents turn ugly, day after day, one administration after another. There are those who say that America is already great. They are lying to your face.”

[Can’t you just hear Trump’s drawn-out, emphatic enunciation in that last sentence?]

“You’re seeing your towns become third world. You know what, folks, Americans no longer see friendly faces. They feel like this isn’t their country any more. And they are right. And they don’t like it one bit.”

[There is so much to be said about immigration]

8. Neighborhoods. “The politicians give you their tired clichés like it’s time to bring communities together. Wrong! Maybe we should take a time-out on togetherness. We have a beautiful diverse America but we get on each other’s nerves. All people need their space.”

9. Neoliberalism. “Very powerful people who run our government and our economy have sold your birthright to the world’s low bidders. Whom they invite here to replace you at work — and guess what: they don’t do half the good job you do. They just work more cheaply and put up with the abuses you wouldn’t accept. And they also drown out your voice at the voting booths.”

10. Our Future. “The American people, the posterity of brave men and women who fought in the War of Independence, who risked everything to settle the frontier and help build this great country. They are vilified. They are not protected. They are told to shut up and pay their taxes. They are being pushed aside — and they are still very patient about it.”

“I want to talk about our future. Many Americans don’t feel like they have one. This is a crime, folks: their heritage is being erased, their history twisted into shrill accusations. And they are good, beautiful, hard working, relentless, creative people. Without them, there is no America. With Donald Trump as your president, you will look forward to the future, just like your ancestors did. Together we will make America great again!”

***

Trump knows. I had a short post in February, titled Reframing Compassion: You Can’t Come Here that pointed to his good instincts. We will no longer surrender this country or its people to the false song of globalism, he said in his foreign policy speech last April. And remember his White Genocide retweet?

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Songs About Neoliberalism

Thirty years ago you told them that they are a fungible commodity. You dumped monkeys, rats and snakes into their beds. You drugged them with corn, sold them brittle plastic trinkets, blew off their legs overseas and liberated their women’s gutter impulses.

Neoliberals like Ronald Reagan and Margaret Thatcher shouldered the burden of delivering their respective nations from the devil as they understood him and the fruits of the work that they began are all around us.

The songs below show the impact points of tradition colliding with neoliberal progress. In one of the posted videos, a Welsh mining community protests Thatcher’s closing of coal mines with slogans “Coal, Not Dole.” Think about how those three words metonymize the proper function of a national government. In another song’s intro, young Indiana farmers explain to John Mellenkamp’s video crew that another loan is just another bill to pay and that there has to be another solution:

I think the politicians are playing games with us. It doesn’t cost them anything to change the rule, you know, embargo another country.

In these songs, we see what neoliberalism looked like at the beginning of its ascent three decades ago, its arc a rainbow with someone’s pot of gold at the end of it.

These songs or their videos render the disorientation of people who don’t know what is happening to them. They aren’t privy to the things that we in the current year know. But they also remind us of things that we had forgotten over the past thirty years so rather than playing them for nostalgia, let’s listen or watch for what to reclaim as the system exhausts itself and lets go.

Here are the songs:

Industry. Bruce Springsteen “My Hometown” — Bookended by the speaker’s own arc of life from childhood to fatherhood, the song is a witness to an American town’s ruin caused by racial integration and loss of manufacturing jobs. There was nothing you could do. Except pack a U-Haul. Before they emigrate, he tells his son “This is your hometown.”

Mining. Manic Street Preachers “An Anthem for a Lost Cause” — The video is a personal story amidst the Welsh “Coal, Not Dole” protests. Music itself begins at 1:50.  I am giving the video’s feminist subplot a pass because it is not essential to the story. Also, the song and the video are beautifully made.

Farming. John Mellencamp “Rain on the Scarecrow” — Was there another way? The world changes, new generations want new things, but people still need to eat and there will always be folks who want to work their own land. Yet thirty years ago it was decided that small farmers are to be phased out.

Four hundred empty acres that used to be my farm
I grew up like my daddy did, my grandpa cleared this land
When I was five I walked the fence while grandpa held my hand

And son I’m just sorry there’s no legacy for you now.

Government. Ministry “N.W.O.” — The lyrics… they kick in near the end and deliver the payload. What I get from that song, other than an appreciation for its dulcimer whimsy, is a natural harmonic of its riffs with the silent pulse that’s awakening in us now in the terminal days of this neoliberal rainbow of mud.

 

A Simple Advice for a Boy

Good teachers have an ability to wrap complex ideas in a few simple, memorable words. A friend I talk with about Alt-Right politics has that talent. You appreciate it when someone who isn’t familiar with our ideas but is interested asks him a question, which he answers with a zing! that makes the concept clear.

Imagine a scenario in which you are mortally injured and you only have a minute to tell your ten-year-old son, who’s right next to you, everything you know before you lose consciousness and close your eyes for good. Your kid knows you love him, but you can tell him that anyway. But what else do you tell him? Haze settles over your thoughts.

Or, you are a high school coach. Your team just won the final game of the season and as you congratulate these bright-eyed teenagers, one of them asks “coach, got any advice for us—I mean, in general?” That advice, simple and comprehensive, good for a teenager or a child, is encapsulated in these three points:

Fear God. Respect good men. Believe in yourself.

This advice happens to follow Christ’s directive in Luke 10:27, “Thou shalt love the Lord thy God with all thy heart, and with all thy soul, and with all thy strength, and with all thy mind; and thy neighbor as thyself.” Here, however, I say fear rather than love on account of the latter word’s contemporary churchian corruption. The young man will also take the word fear more seriously; it will make him think.

About that first instruction, to fear God—”But isn’t religion superfluous?”—asks an agnostic. To that, I can reply: there are things that are greater than you. Give them their due and your life will be better.

Now, on to the second point, respecting good men. This helps you avoid being a Gamma male. Just as importantly, sincere respect for men of character—as well as for men who had mastered a skill or overcome challenges, or are simply older than you and have given you no reason to hold them in low regard—teaches humility and self-knowledge.

Finally, believing in yourself helps you trust your instincts and gives you the courage and dynamism to take what you want from life.

How To Help Prevent Mudsharking

Part-time blogger and full-time hell-raiser who goes by the pen name “Whorefinder” asks this serious question over at Chateau Heartiste:

I have some very young (under the age of 5) nieces. I am afraid they are growing up in this milieu of influence and may be affected by it. Their parents are decent, strong folk (both together), but I want to ensure they don’t grow up to be mudsharks. As the uncle, how do I do this? Remember, the kids’ TV shows these days are even more pushing mudsharking than not.

My short, glib answer: don’t let them get fat. And get rid of the TV.

For my long answer, read on.

The ultimate and irreversible repudiation of one’s identity is to have children with someone of another race. This is a particularly stinging repudiation when done by a woman, and it is especially true in the context of the state-engineered genocidal assault on White nations, from aggressive desegregation in the United States to the massive importing of immigrants into European homelands. Fifty years ago in homogeneous places, a White woman who crossed racial lines may have been benevolently dismissed as a rare curiosity. Today, she is an unwitting tool in a global war on our people.

There have been several good responses to Whorefinder’s question, all tailored to parents or other relatives whose daughters are, like in his question, of formative age. I provide excerpts from several commenters’ responses below, arranged by key themes. These scenarios assume a stable two-parent home, or at least the father actively involved in raising his daughters.

This post is written for fathers and adult male relatives of child and pre-teen girls and it focuses on the daughter, granddaughter, or niece developing a healthy sense of identity before she matures. Advice regarding teenage girls and young women is a separate discussion.

1. The Fundamentals: Cultivate a Positive Cultural Identity

This first piece of advice to Whorefinder, offered by reliably excellent commenter Carlos Danger, is good to lead things off with because it hits on the fundamentals — transmit a positive identity to your child through storytelling:

Read to them. Read them the great stories you should have had read to you and discuss the stories with them.

The dominant cultural institutions in Western countries have all but openly declared war on you. To live functionally, you have to keep an in mala fide relationship with them, unlike if, say, you had a country of your own. You have a legitimate racial, cultural, religious, and ethnic heritage, which is your child’s birthright and a basis for his or her ability to walk through life confidently and live meaningfully. But in a hostile, nihilistic environment, acculturation of your children is up to you, and reading — storytelling — is one of the most common ways of passing on your ancestral identity.

Read them classic Brothers Grimm fairytales, which will validate the child’s instinctive feelings of prudence in a chaotic world. Greek mythology has perfect allegories for human nature and it teaches courage. I own a thick, beautifully illustrated kids’ edition of major myths that I recommend, Usborne Illustrated Stories from the Greek Myths, 2011 ed. If you are American, also read them children’s stories about the 1776  War of Independence or about frontier settlers. If you are of another nationality, read them your country’s myths.

At your public libraries, look for books published before 2000 or so. Newer books will be infused with politically correct revisionism and illustrations will invariably juxtapose characters of different races, including the ubiquitous White girl with a Black boy. (Aside: be alert for homo-bombs. I once borrowed a nicely illustrated new book about two friends who go adventuring, and BOOM! they suddenly discover that they are in love and on the next page they explicitly marry each other.)

As with everything else involving subtle education, keep the reading light and fun. A heavy-handed or didactic approach is counterproductive. One serious book for three funny or light ones.

2. The Father as Bedrock Figure

On to other commenters’ responses to Whorefinder’s question. Philomathean writes:

The Father must be a psychologically strong man who knows who he is and where he comes from. If he lets his daughters watch TV he must be a formidable counterbalance to its lies.

This is the foundation on which everything else rests. When a woman miscegenates, she overcomes her feminine imperative to genetic hygiene. Her willingness to take that leap into darkness (heh) is driven by her dissatisfaction with men of her own race. Her negative judgment of her own men may or may not be those men’s actual fault in an objective sense but subjectively, that’s her world. Her father is her archetype of the masculine ideal and as such represents either a model of what she embraces or what she rejects.

A strong father also keeps a girl grounded and keeps her from making psyche-damaging mistakes.

3. Don’t AMOG Your Own Case

Salesmanship is key. On a road trip in my twenties, a friend and I stopped at a fast food restaurant in western Kentucky and I flirted with the pretty cashier. My travel companion fancied himself an upstart and in an out-of-character display of cock-blockery, tried to interject with clumsy negs directed at yours truly while she and I talked and eye-fucked each other, completely ignoring him. Back in the car, he sheepishly says to me “You know, I think that the more I babbled, the better I was making you look.” I laughed “Yeah, you were helping me out a lot, thanks man!”

Don’t let your babbling make your adversary look good. Reader Balmung writes:

Above all, you must make sure you are appropriately subtle about your goals, you don’t want to be the crazy uncle at Thanksgiving that rants about Jews and niggers non stop.

This next point by commenter Regular John is related to the previous one:

Kids don’t care about hatefacts and who is or isn’t dangerous. They know who is more likely to be violent. They care about what is cool.

With older girls, teenagers in particular, the worst possible thing you can do is bore them with crime statistics or excite them with stories of abandonment and violence. Chicks dig the Bad Seed.

OLYMPUS DIGITAL CAMERA

The Bad Seed

Philomathean also adds:

Avoid branding nogs as subhuman scum in front of them. Your nieces are female and it’s nearly impossible for them to abandon their compassion reflex, particularly when every cultural organ is arrayed against such vulgarity.

Good point. If you have to get into HateFacts, slyly refer to astronomical rates of venereal diseases among blacks. But better yet, take her to Walmart to get a good look at the walking-dead fat White single moms with mixed-race kids.

Hostile commenter The Spirit Within offers a related note of caution:

Then just wait til she meets her first middle-class black guy, probably at college. “Oh my God, you’re so nice, you’re not an animal like my dad says, what was he thinking, I can’t even lulz…” Hearts in the eyes, and it’s game over for your agenda at that point.

Eye on the prize: help your daughter develop a positive cultural identity. With that in place, there is little need to tear others down, beyond age-appropriate, smartly delivered common-sense advice.

4. Keep It Natural — Trust Yourself, Trust Your Child

Reader Corvo below ties in a tactically sound way of building identity boundaries between Us and Them, without which a human being reels through life like leaves in the wind:

I don’t rant, but I don’t spare the sarcastic/negative real-talk comments about blacks in everyday conversation with the family, whether I’m talking to her or to another adult in front of her and my other kids. I actually think that one of the most important benefits of having race-real family and friends is the subtle but constant pro-White attitude that underpins most mealtime conversations … times when the kids are halfway listening to their elders talk about current events or something else they don’t quite fully understand, but get the gist of: White is “ours,” good, safe, advanced, accomplished … black and “others” are dangerous, dirty, lazy, etc.

Left to themselves, kids develop a healthy sense of identity, but as mentioned above, you are in a struggle with a hostile institutions, public and private, for your child’s soul. Corvo then underscores that point:

By default, I think most White kids, boys and girls, will grow up to be pro-White if they are not corrupted/brainwashed into being otherwise. So, given that, the fundamental thing is keeping out the negative influences (mostly media and pop “culture”) and trying to find better substitutes.

Finally, the following take on “nature,” an outside-the-box practical recommendation by Balmung, is very good:

One more thing, encourage them to appreciate nature, maybe invite the family along on camping trips? At the risk of sounding new age, children who are immersed in nature can be partially immunized to mass society lies.

We camp every year, getting together with three other families with children of similar age to ours. Not many kids today know the experience of waking up to a massive thunderstorm in the middle of the night with lighting flashes searing through the tent, rain pounding, and thunder rumbling like you’ll never hear it rumble from inside a suburban home. And startled but reassured that mom and dad aren’t afraid, calmly listening to the sounds of the storm.

In addition to camping, there is gardening, as well as 4H clubs where kids work with farm animals. Spend weekends at farm bed & breakfasts or if you are lucky enough to have family out in the country, let your daughter stay with them regularly.

5. Listen to Your Child 

Stated briefly: listen to your kid. She wants to tell you exciting things that are not related to Greek myths or identitarian struggles. Don’t lose sight of that. She is not an empty vessel for you to fill but an active little brain that concocts wild stories she wants you to hear about. Talk with her, ask her questions about her imaginary worlds. When you actively listen, she bonds with you and learns to trust you. If you shut her out (you may not even realize you are doing that), she will grow to find you remote at best, indifferent to her well-being at worst.

6. My Own Advice to Whorefinder

Finally, I offered my own impromptu response to Whorefinder in that comment thread as follows, with minor revisions here:

As an uncle, there is not much you can do directly. Do you have a good relationship with the father and can talk with him candidly? I’d so, broach the subject with him.

It really all hinges on him. Immaterially, if the girls respect him, he is near-clear of mudsharking risk. He also has to imbue them with a positive identity so that the girls value who they are, rather than seeing themselves as lower-case whites who seek an identity among Others.

Materially, he needs to keep them away from unchecked influence of pop culture and public schools. No TV at home. Do all he can to give them good peer groups.

As an uncle, you can subtly tool “lifestyle losers” in age-appropriate ways. Also, foster in them a sense that they have a protective extended family (you).

7. Closing Words and Coda

Miscegenation brought about by the daughter’s lack of strong cultural identity doesn’t just lead to an existential abyss of having grandchildren who look nothing like you, sired by a male who despises you, and who grow up to regard you with contempt. It also brings on the soul-killing sadness of watching your adult daughter degenerate in a thousand little ways, reminding you of your failure every time she hits you up for money, this time because she can’t pay her car registration renewal stickers.

Rejection of one’s race or culture is also not limited to mixing with blacks. You may recall news from April 2014 about two pretty Bosnian teenage girls residing in Austria running off to Syria to join ISIS. One of them, the 17-year-old Samra Kesinovic, is now believed to have been beaten to death while attempting to flee her new comrades.

If you are a father or another relative of a young White girl, the odds that she stays true to her race are still on your side. Psychologically healthy White people are drawn to other Whites. Intermarriage rates for White women are miniscule and according to the OK Cupid study from a few years ago — and anecdotal evidence — so is interracial dating among attractive, smart young White women.

All that said, sometimes there’s not a damn thing you can do. She could be a congenital headcase, or she can baloon up to monstrous obesity despite your best efforts, and end up a mudshark. But you greatly improve your odds of her having White children and living with dignity if you as a father, or to a limited extent as another male relative, are a central part of her life during her most impressionable years.

Three generations ago, fathers could afford to be remote protectors and providers because robust faith, extended family, and community were there to nurture a child’s identity and sense of purpose. But we are now atomized and under cultural and demographic assault on all fronts. The modern White father can no longer be uninvolved in his daughter’s emotional and intellectual development. He is the only thing that stands between her and the malevolent, child-destroying maw of moloch America.

All your life all you asked
When is your Daddy gonna talk to you
But we’re living in another world
Tryin’ to get your message through

No one heard a single word you said
They should have seen it in your eyes
What was going around your head

Oh, she’s a little runaway
Daddy’s girl learned fast
All those things she couldn’t say
Ooh, she’s a little runaway

You know she likes the lights
At night on the neon Broadway signs
And she don’t really mind
Its only love she hoped to find

– Bon Jovi, “Little Runaway”

Be The Boss (Part III)

While the inspiration behind this series has been a candid reader’s confession about his difficulties as a gamma (low socio-sexual status) male who has been thrust into the position of a manager, many of the struggles he describes can befall lots of men making the difficult transition from production to a supervisory role.

In Part I of this series, the unsuccessful boss is urged to assess his present socio-sexual status realistically and to disabuse himself of arrogant delusions about himself and others. In Part II, he learns what his job is, what he owes his employees, and is shown examples of common mistakes ineffective managers do when communicating with their staff. Here in the third installment of “Be the Boss,” I make three positive points:

  1. How listen to your employees
  2. How to handle insubordination
  3. How to grow as a boss.

1. How to listen to your employees

First, you must understand who your subordinates are. They are: human beings who are preoccupied with their own concerns. They don’t care about you, and possibly not that much about their job. They are not: your friends, nor are they people whose approval you seek. Internalizing those two simple “are/aren’t” concepts humanizes your subordinates while depersonalizing your relationship with them. Once you understand that, assess each individual who directly reports to you along a simple two-axis measure of competence and attitude. “Competence” simply refers to their ability to do their job well, regardless of their actual performance. “Attitude” refers to how seriously they take their job, how mature and responsible they are, how motivated they are to perform well, and how they behave toward you. Your employees will cover either all four or just some of the following combinations, and this is how you deal with each:

  • Competent, good attitude: just let them do what they do best
  • Competent, bad attitude: they are your biggest challenge; keep reading
  • Incompetent, good attitude: don’t come down hard on them
  • Incompetent, bad attitude: make an example of one; keep reading

Once you understand your staff, you can listen to them more effectively. But what does “listen” mean? What it does not mean, is putting up with their nonsense. What it does mean, is showing that you take your responsibility for them seriously. Here is how you listen: when your team member comes to talk to you with a legitimate issue, stop what you are doing. Give him 100% of your attention. No glancing at your monitor. Maintain natural eye contact. Don’t interrupt. If he has a problem that requires you to get involved in, such as payroll screw-ups, IT issues, or a legitimate personal issue, make it clear that you take his concern seriously and that resolving it is now your number-one priority. It is your responsibility to ensure that the company is treating your staff fairly and that their support-related problems are taken care of. You may also have to nut up and say “no” to your higher ups if they place unreasonable demands on your department. Don’t be afraid of doing that. Firmness begets respect both up and down the chain of command.

Some don’ts: don’t get pulled into gossip, politics, chick-talk, or arguments. You are above all that. I recently had a female team member sidle up to me and start badmouthing another female employee. I wanted nothing to do with that, so I said “yeah, everybody has his quirks.” If you chat with subordinates about personal things like “what did you do this weekend”, listen, but speak minimally. Usually, the employee (often a female) just wants to be heard gushing about the awesome wine tasting she went to or something. No need for you to reciprocate with your cool story. Just smile and say something approving and non-committal like “that must have been fun” — not robotically like Bill Lumbergh from Office Space saying “heeey Peter, whaaat’s up” without giving a fuck about what’s up — but with a genuine appreciation for the story.

With female employees — even if they’re older than you! — you are their father figure at work. Trust me: I manage women who are older than I am. They want you to be an aloof authority they have to impress. Keep your business to yourself. The majority of the time, smiling while making it clear that you are listening (and quickly enough bailing from the conversation if it’s just a silly back and forth), is all it takes to keep female subordinates in line. If she is giving you an earful in order to get some unacceptable concession from you, hear her out without interrupting. She needs to unburden herself. Once she is done, tell her “yes” or “no,” depending on your judgment. Game concept: immovable frame.

2. How to handle insubordination

A good friend of mine works in the tech industry in an all-male environment. He and the guys constantly joke around with their boss, bust his balls, flout company rules (but not the quality of their deliverables), and so on. Similar spirit often rules in in blue collar or service sector jobs, especially on a team on which everybody knows and likes each other. In larger corporate environments, things may or may not be more impersonal. But regardless of the workplace culture, once the boss says something, it’s final and has to be obeyed. And sometimes you will get an employee who will test your authority. You can’t ever fail that test.

One such example: in my twenties I worked in building trades. I supervised a crew but I had no real power, other than them having to listen to me because they were new. One day I had a crew of several guys whom I was showing how to do a specific kind of hardware installation in an institutional bathroom. All of them gathered around me to watch, except a black guy I’ll call Sammy, who put a bored look on his face and sat in the hallway just outside the door. I said “Sammy, get in here. You need to watch this too.” He said “I already know how to do this.” I recognized that as a direct challenge to my authority and understood that I am finished with this crew if I let that go. So I said calmly “Sammy, get in here” and looked straight at him. The direct gaze is critical. But he held his ground with an attempted head-fake compromise and said “Ok, I’ll just watch you from here.” I said “no Sammy, you will watch me from right here next to me.” And I continued looking at him with unbroken eye contact and without saying another word. After about ten seconds of me staring at him, he said “fine”, picked his ass up, and slouched over to where I told him to be. I had no problems with him after that.

What would have I done if he had turned that into a contest of wills and refused to comply? I was ready to tell another crew member to take over, then I would have walked over to Sammy and said “come with me, we are riding to the office.” While I had no real authority at that job, I had a great relationship with my boss, who did have hiring/firing authority.

So now, you are a gamma or otherwise a struggling boss and you have insubordinate employees. What do you do going forward? First, you have to have a thorough knowledge of your company’s policies on disciplining employees, and follow it.

Then, recognize that sometimes you have to show them your asshole side. In fact, it is a very effective thing to do. Remember, it’s OK to be an asshole boss, provided that you are fair, consistent, and don’t violate company policy. If you have an employee who is both incompetent and has crap attitude and you have the power, fire him or her as an example to others. Don’t be afraid of fallout from firing a minority or a female; normally that is more of a bark than bite kind of threat, especially in non-executive levels. In most types of jobs, employees work “at will” and their only recourse in a lawsuit, if they threaten one, would be claiming harassment. So just make sure they have no grounds for claiming that. And again, document all instances of poor work and insubordination, and counsel them in accordance with your company’s directives for supervisors. This is not legal advice. Knowing applicable employment laws is up to you.

If you don’t have the power to fire a bad employee, your boss probably does. This is a crucial reason why you should have a good relationship with him. You need him to respect your judgment and support you if you ever come to him with a matter of a bad employee.

What are some specific ways of handling a challenge to your authority on the spot at an office? If you meet with insubordination, look the employee directly in the eyes and tell him something absolute like “this is not acceptable” and maintain eye contact. I harp on eye contact for a reason. Gammas and weaker men can improve their interpersonal effectiveness tremendously with just that. If he wants to turn the confrontation into a contest of wills, then either beat him at it like I did with Sammy, or walk away — you don’t want to escalate the argument, give him a forum for bloviating, or lose your cool. Document the interaction, including names of witnesses. After fifteen minutes, send him an email with the dread words “please see me in my office.” You can also say that verbally so others hear you, but emails are a means of documenting things. If you don’t have a private office, reserve a conference room. It’s up to you if you include a witness. At that point, his bravado will have disappeared and you can have a by-the-book conversation with him about the incident.

Every job environment is different, every boss has a different personality. You will do things congruently with your personality and situation, but the basic principles of disciplining an employee — consistency, documenting everything, excellent relationship with your boss, eye contact, keeping our cool, and knowing what power you do and don’t have — apply in all situations.

3. How to grow in the role

There is a cheerful upside to this otherwise unpleasant subject of struggling to overcome one’s gamma behavior or dealing with difficult employees. Once you get through Parts I and II of this series and get yourself in the right frame of mind and adopt a set of correct behaviors, you will start seeing improvements in your team’s respect for you. Supervision of employees is something that takes practice, and as you practice it you get better at it. It also gets easier with age as you develop a zero-fucks-given attitude toward things that would rattle a younger-you.

It is natural for conscientious men in any line of work to gravitate to positions of higher responsibility as they master their profession. They can advance either up the technical/production ladder where their authority is a function of their technical skills or they can advance up the management ladder where their authority is a function of their responsibility to lead and motivate employees. Today though, young White men doing production-level work in technical fields face a promote-or-perish dilemma, as their country’s traitor elites seek to replace them with cheaper foreign workers, and many understand that their professional survival depends on moving up to leadership positions. Some make that move earlier than they feel they are ready, both in terms of their technical skill and their readiness to manage staff.

But for those of you who have made that move to become a boss, I wish you all the best, and offer the following recommendations for growing in this role:

  • Get good with your boss. As I already wrote earlier, get your boss on your side. Your number one purpose at the company, in your boss’s eyes, is to make him look good to his bosses. If you do that, you will be in his good graces. Appreciate the challenges he faces and support him fully. Talk with him and pick his brain when you are in a difficult spot.
  • Network with your peers. Talk with other managers at your seniority level, especially other White men in your age group. If you trust one or are friends with one, talk about the solutions to the challenges of being a supervisor. White men are not permitted to have formal professional support networks like other races do, so we have network informally under the radar.
  • Read a good book on small team management. The series I wrote here gives you a perspective on the socio-sexual hierarchy that you will not find in conventional management literature, which takes for granted that you already have the basic psychological readiness to lead people. However, by necessity this series glosses over many of the things that merit deeper discussion.

This series is written to steer you in the right direction. Keep an upbeat attitude about what you are capable of, given time and practice. Your willingness to be honest with yourself and learn new skills, combined with you intelligence, will take you far even if at the moment you feel like you are in over your head. Appreciate that you are doing important work that few are cut out to do, and which serves the higher goals of supporting your family or giving you the financial independence to live well.

Now go be the boss.

Be The Boss (Part II)

(Before we begin: while I am writing blog posts on being a boss, the familiar manosphere commenter and veteran of corporate politics Elmer T. Jones has written a book on Employment Game. Read the short blurb.)

In Part I, we looked the necessary change in attitude that a struggling supervisor has to make. The essence of this attitude-change lies in the ancient Delphic aphorism “know thyself.” Many scenarios involving a manager who is in over his head — in a profession in which he is otherwise cognitively competent — involve the manager being a so-called gamma male. One of the fundamental errors in how a gamma male relates to subordinates, as noted in Part I, is rooted in his unrealistic appraisal of his own position on the socio-sexual hierarchy as conceptualized by Vox Day. A gamma male is, per my shorthand, “alpha ambition without the alpha goods” and others picks up on that contrast between ambition and goods, and fail to take his authority seriously.

As consequence, the gamma boss does one of two things: he throws himself into a vicious cycle of doubling-down on the behaviors that make him an ineffective leader, or he just gives up and lets a department of unmotivated staff run itself.

Therefore, if you are a gamma boss, your first step toward being an effective boss is to come to terms with who you are. Here are my questions to you:

  • Are you an introvert? There are things you cannot change about yourself. Being an introvert is one of them. But the news is good: while activities such as networking meetings may be too draining for you, it’s otherwise perfectly normal for a boss to be introverted and still be a respected, effective manager. Watch some clips of Vladimir Putin, who is arguably the world’s most effective leader. He has the introvert’s tells: the quiet, intense, thinker’s gaze. The long pauses in his speech, the taciturn demeanor.
  • Do you lack command presence? Now, let’s look at things you can change just enough to pass, but which are beyond the scope of this post: command presence. That is a military term describing the ease with which you project authority, and few men are naturally gifted with that quality. If weak voice and posture are your problem, one thing you can do to help yourself is join a gym and follow a lifting program as prescribed by a trainer or author that you trust. You will feel an increase in testosterone and its effect on your bearing in six weeks.
  • Do you communicate badly? Finally, this is something that you can learn to do well, and that is the focus of this and the next post in the series.

Take a look at the following video. It features the best-known caricature of exactly such a gamma supervisor, Bill Lumbergh in the 1999 comedy “Office Space.” Slapstick scenes like the dream-sequence aside, look for gamma-like communication errors in his interactions with subordinates.

So you watched the video and you might wonder: he’s well dressed, stands straight, moves slowly and deliberately, has a serious expression, every inch the boss, and yet he’s a joke. What gives?

The answer can be gleaned from a well known verse from 1 Corinthians, which you usually hear at weddings: “Though I may speak with the tongues of men and angels, and have not love, I am but a sounding brass or tinkling cymbal.” In boss-employee relations, read “love” as respect for oneself, respect for the employee, and respect for the mission. The substance and the animating spirit of leadership.

Lumbergh is that empty tinkling cymbal. He has ostensibly the look but not the substance of a boss. And look at his demeanor more closely. The superficial projection of authority is betrayed by his stiff, blank mask of a face, which shows both fear of confrontation and contempt for the subordinate. Look at his posture. He stands firmly, but he’s always holding that coffee mug, his security blanket. Here are his other persistent errors:

  • No eye contact
  • Fails to make requests in direct language
  • Does not listen to the subordinate
  • Is cruel to the weak and the compliant
  • Lets a defiant employee get away with insubordination
  • Is rarely seen working; he is mostly patrolling the floor like a prison guard

All people have a keenly attuned sense for who means them well and who means them ill, and they follow a leader who they think cares about them. If you hate your subordinates, if you think they’re “sheeple” or losers, if you believe that your dignity and talent are demeaned by having to deal with them, they will sense it and they will not trust or respect you. Like it or not, you have to show that you care about your team. That’s your job. Even if they’re annoying young interns, simpleton oafs, idiotic women, or foreign replacements of American workers.

How do you do that? Part III of the series gets into specifics. Meanwhile in more general terms, recognize that regardless of what detested subset of humanity they may represent to you, or however they reflect to you the unfairness of life that had stymied your potential, your subordinates are individuals with their own problems and that’s all they care about.

You don’t have to be your subordinates’ friend. In fact, you should not even pretend be their friend. But you have to do these two basic things: (1) provide and enforce clear and consistent standards of behavior and performance and (2) make it clear through consistent action that you will do all you can to ensure that the company treats them fairly.

Along with Lumbergh’s gaffes, here are some other communication errors typical of gamma bosses, with a short elaboration on each:

  • Making jokes at inappropriate moments, the big one being flippancy. Self-deprecating humor is a form of forced rapport. Forced rapport is supplication.
  • Being habitually negative about the company. Remember what I wrote above — respect for your mission is part of the spirit of leadership. If you communicate your lack of respect for the company and its requirements, you demotivate your team. This is also a form of forced rapport.
  • Acting imperious or demeaning toward the employees who actually do show you respect. Gammas, unlike men higher on the socio-sexual hierarchy, can’t handle power and abuse those whom they perceive as being weaker than them.
  • Letting employees get away with insubordination, bad work, or flouting of company policy. This comes from the gamma’s fear of confrontation.
  • Throwing your team under the bus when pressured by your superiors. You have to learn to say “No” in accordance with your best judgment. Some of my worst bosses have been ones who overburdened us with work because they couldn’t say no to unreasonable requests from higher-ups.

In Part III we go through specific pointers and look at hypothetical scenarios to guide a gamma boss in his typical interactions.

Be The Boss (Part I)

This post is not for those who seek to improve on their already-established effectiveness as managers. This post is for readers who struggle with the basics of being a boss; specifically, struggling to secure respect from their male and female subordinates. Part I of “Be the Boss” focuses on the first step a struggling manager needs to take, which is a change in attitude. Subsequent posts will get into specific management techniques of establishing trust and authority among your subordinates.

A reader writes:

I’ve been a Gamma for most of my adult life, and now I am a boss. In my last job I had a real hard time keeping my female subordinates under control, even though I was starting to learn Game theory because the concepts were new to me. I’m still not very good at mastering Alpha behavior yet and I’m trying to implement it at a rate that I can maintain because it’s alien to me.  Can you direct me to examples of Gamma behavior in bosses to help me identify what to avoid?

A quick explanation of jargon. “Gamma” refers to a man who is, for a variety of reasons, low on the socio-sexual scale as outlined on Vox Day’s “Alpha Game” page HERE. Additional discussion about gammas picks up at Alpha Game earlier this year in a continuing series by his guest-blogger Delta Man. If you are interested, look for posts tagged “gamma” or “delta.” “Alpha” refers to apex-male position on the socio-sexual hierarchy.

First, let’s take a step back for a moment. If you observe interpersonal dynamics across a variety of classes, professions, and social milieus, you will come across ordinary men, some of whom may be intelligent — sometimes brilliant — or otherwise interesting. Others may be unassuming and not good conversationalists or not come across as having ever been an honors student. Some will be nice, pleasant guys, others will be brusque or gruff. But those men will have one quality in common: while they are not exceptional as leaders, they are liked and respected by others. They are called deltas.

A delta can be an engineer who can lead a technical team. He can be a Marine in a “band of brothers” combat unit. He can be a middle manager who keeps a department running, a competent foreman or a mechanic, a successful musician, a waiter who does his job well. Most men who are trusted, whose judgment is respected by other men, and who are satisfied with their place in this world are deltas. The difference between deltas and the minority of men who are higher on Vox’s socio-sexual scale (alphas, sigmas, betas) is that deltas are not gifted with a dominant personality or extraordinary sexual charisma.

And now, on to gammas. The dividing line between a delta and a gamma is that other men respect deltas but not gammas. Likewise, women are comfortable around deltas (sometimes too comfortable) but are uneasy around gammas.

So what the hell is this gamma? My shorthand for them is “alpha ambition without the alpha goods.” They are restless, depressive, introspective, sarcastic, snarky, visibly bitter, passive-aggressive, cowardly in confrontation, and deluded about their rightful social status. You will find gammas among condescending nerds as well as in high places like law and politics. If you get involved in left wing/progressive activism — especially feminist politics — most men you’ll come across are going to be gammas.

And now back to the reader. This is part of my response to him:

Key is, don’t try to be an alpha outside of the dating arena. Aim for delta.

He responds:

I gotta say my first thoughts about being Delta is “that is so not me”. I could settle for Beta (in context of the Vox hierarchy, not the binary descriptor), but “Delta” seems like “sheeple” to me by what I understand of the concept. To be successful in my position I have to at least pass myself off as “Beta” in the hierarchy.

This is textbook gamma. The reader, as he admits, lacks the basic ability to function as a manager and despite that, considers himself already ahead of the average man who can do the job of managing subordinates at least in a rudimentary way. He want to leapfrog good for great. He wants to “settle” for beta, something that is completely out of reach for him at the present time. That’s like an impatient beginner guitar student leapfrogging basic scales and chords lessons on an acoustic guitar for shredding it on an electric — it’s gonna sound like shit.

He continues:

Deltas are my subordinates. I’m uncomfortable and weak in my authority and I have to come to terms with it

First part of that comment: nobody at the office walks around with a “delta” insignia on his collar. What managers and subordinates alike walk around with, is respect they get from others up and down the corporate hierarchy. Or lack of said respect. Second part of that comment makes no sense. It’s saying “here are my questions about a problem I am trying to fix but I am just gonna come to terms with the fact that I won’t fix it.” Flippancy is another gamma tell. Flippancy, like inappropriate self-deprecating humor, is a façade a scared boy hides behind.

To the reader who sent those comments: I respect your willingness to appraise yourself realistically. I mean it. I want this blog to be helpful to you, to me, and to other readers across the range of subjects I cover. You are way ahead of most gammas, who will never take that step of looking at yourself with frankness and instead will continue to live in the fantasy of being secret kings. They will spend the rest of their lives delusional and unhappy with the cards they were dealt and frustrated by every social interaction they engage in.

So here is my advice at the high level that this post covers.

  • One:  let go of any pretense of being above the sheeple because there is no such thing as sheeple. The arrogant dork who made my coffee last Wednesday thinks I am sheeple. Enough said.
  • Two: see if you can get your employer to pay for leadership coaching sessions. You can frame it in terms of seeking to improve your presentation/sales interview skills (if that is part of your job). They are expensive but with the right coach, you can tell him in a one-on-one pre-consultation exactly what you’re looking for in terms of coaching. The good ones get it. I’ve seen them bring the best out of dynamic naturals as well as from insecure, nervous hopefuls in a single group session.
  • Three: If your work won’t pay for it and you can afford it, pay for it yourself.
  • Four: if you are dead-set on leapfrogging over deltas, this may work out if you are sufficiently Machiavellian. But that’s not a vibe I am picking up from you and I do not recommend it. But go ahead, consider it, and either reject it as a ridiculous fantasy or devote every ounce of your commitment to becoming something so out of reach from where you are now, and accept the failure if you don’t make it.
  • Five: as Vox Day counsels, aim for delta. As a movie character once said, don’t try to be a great man; just be a man.

In an upcoming post we’ll get into specifics of being the boss.

Part II of this series is HERE.