SINGAPORE: Earlier this year, our team received a distress call from a client Aysha*.

Her 70-year old mother, Madam Wahidah*, had refused to offer daily afternoon Salah (Islamic prayers) unless she had taken a shower.

Aysha had already given her a shower and reminded her so, but Madam Wahidah did not remember and was unconvinced.

Madam Wahidah, who never misses her daily prayers, grew agitated. In a moment of anger, she locked herself inside her bedroom.

After hours of persuasion, apologies and patience, Aysha finally convinced her mother to unlock the door.

For the rest of the week, this agonising episode repeated with Aysha finally engaging us for professional assistance, since it was compromising her ability to get to work.

The care professional was able to convince Madam Wahidah to open up and freshen herself. She also discovered the root of Madam Wahidahs temperamental episodes.

Madam Wahidahs memory was fading. This acknowledgement was devastating to her. Her repeated insistence was her way of convincing herself that her memory was intact.

But her daughter Ayshas difficulty in understanding her mothers mental anguish, due to the progression of dementia, and the increased dependence on others, gave her greater grief.

DEMENTIAS PSYCHOLOGICAL TOLL

Madam Wahidah displayed the earliest signs of dementia - forgetfulness and occasionally repeated behaviour.

As dementia progresses, changes in mood, behaviour and personality become more common. Feelings of withdrawal, communication issues and impaired social behaviour can arise. Persons with dementia may even forget the names of their loved ones and their personal attributes.

They begin to lose a sense of self as their memory and hold on reality fades.

Those living with dementia find their confidence and emotions challenged, and can sometimes lash out because of anger and frustration.

The Alzheimers Disease Association in Singapore (ADA) defines dementia as an illness which affects the brain, causing the brain cells to die at a faster rate than normal - leading to a decline in ones mental abilities, failing memory, deterioration of intellectual function and personality changes.

But the challenge with dementia is also the lack of understanding of its psychological impact on families coming to terms with this disease.

I have observed first-hand the severe emotional toll dementia exacts on family members as the condition progresses, leading to caregiver burnout and familial tensions.

Families often learn to adapt to new physical needs, but do not grasp and remain ill-equipped to deal with the emotional resolve the condition demands.

ACKNOWLEDGING EMOTIONAL CHALLENGES

Acknowledging, accepting and addressing the emotional challenges of this condition faced by persons with dementia and loved ones caring for them, is a critical part of effectively dealing with dementia that frequently goes under the radar.

Families must first acknowledge the physical and emotional hurdles that this condition imposes on a patient and themselves.

Our research drawn from hours of care delivered by Homage across Singapore shows that in the early to middle stages of the condition, individuals might display changes in behaviour.

In the earlier stages, this could include a level of obsessive-compulsive behaviour since routine and repetition are reassuring and can prevent mistakes.

As the condition progresses into the middle stages, individuals might shout, scold those around or even get physically aggressive, because they cannot vocalise their feelings and assert themselves.

Such actions should prompt families to get an early diagnosis done, and look out for signs of memory lapses or withdrawal from social interactions.

More importantly, caregivers should develop an acute sense of the routines, habits and relationships that help their loved one build confidence and a sense of worth.

For most, its the ability to carry out daily living activities we take for granted like grooming, preparing a meal, driving, and socialising, that give them a sense of independence but may require additional support with dementia.

When they begin to experience difficulty in carrying out such tasks, they may feel irritated, confused and in some cases, engage in self-harm.

ACCEPTING AND OWNING THE JOURNEY

Accepting the emotional rollercoaster that accompanies dementia is the second step to overcoming the disease.

Three in four living with dementia feel rejected and lonely, according to a survey of 5,600 people done by ADA and Singapore Management University. More than half feel less competent because of their condition.

Nearly 30 per cent also expressed feeling embarrassed in public while looking after their loved one.

These figures are alarming reminders of the deep-seated stigma our society continues to have against those with personal challenges, making it difficult to seek help in time. Feeling awkward to be seen with a person with dementia, is directly linked to shame, guilt and even depression.

The longer one harbours these feelings, the more difficult it becomes for the person with dementia and their caregivers to manage the condition. Acceptance of the situation allows families to finding better avenues of care and undertake pivotal changes in ones lifestyle.

With Singapores life expectancy reaching nearly 85 years, many youths around us are or will be caregivers in their lifetimes. So why the shame?

The journey is demanding but can be undertaken with clarity and confidence along with the right support and attitude.

ADDRESSING CAREGIVING SUPPORT

Singapores ageing population, smaller families and eventual increase in our dependency ratio will mean more cases of caregiver burnout.

An ageing population also means a higher incidence of dementia - in 2012, about 28,000 people in Singapore aged 60 and older had dementia. The number is expected to soar to 80,000 by 2030.

At the same time, the country is seeing a steadily declining old-age support ratio, from 7.4 in 2010 to 4.5 in 2019.

And in our fast-paced society, heavier professional and personal responsibilities mean less time for caregiving and meeting ones emotional needs.

Most of those weve seen requesting for help are young caregivers. Almost half are aged 44 and below, with 29 per cent aged between 25 to 34 years.

To help our seniors age confidently, we need a stronger respite care support system.

Trained, experienced and motivated caregivers can play a key role by helping, assessing and recognising the needs of seniors, spot symptoms of the onset of dementia, and engage them and their families in customising a care plan based on their unique needs.

The care recipient builds self-confidence through meaningful engagements with others. Loved ones, on the other hand, gain better insight into their collective needs, and get time to refuel.

I often recall the years when my father was living with dementia while my mother attended to him. The physical stress of taking care of his needs created enormous emotional anguish.

His behaviour changed as the condition progressed. I often worried he would forget me too. My mother, siblings and I did the best at that time, but couldnt bridge the distance between us and him that dementia brought.

Now I realise how a professional caregivers support for a few hours each week would have helped.

HOLISIC CARE

With greater awareness, government efforts including the Ministry of Healths Home Caregiving Grant and caregiver programmes under the National Council for Social Service have mushroomed, but more is needed to improve our understanding of dementia and galvanise efforts on the part of the medical, civic, and caregiving community.

As Singapore gives greater attention to the needs of caregivers, we must also strike a better balance in allocating resources between the physical aspects of care and mental wellbeing for the entire family unit when caring for a loved one with dementia.

Like Madam Wahidah and Aysha, many families may not have the tools to handle the challenges associated with dementia.

We all can play a part in improving the quality of life for people with dementia and their families, by recognising dementia not just as a physical condition, but a social challenge that can be managed better with stronger support mechanisms and holistic care.

* Names used are pseudonyms

Melissa Chan is Head of Community and Outreach at Homage. She is also the Founder of Project We Forgot, and a Steering Group Member of the World Young Leaders in Dementia Network, driving the development of innovative dementia solutions across disciplines and bordersin Asia Pacific.

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Commentary: Living with dementia, anguish and guilt plague families caring for loved ones - CNA

Actor Alia Bhatt came out the biggest loser when Sanjay Leela Bhansali and Salman Khan decided to shelve their film, Inshallah. According to a report in The Times of India, Alia had turned down the opportunity to star in a film with Aamir Khan, because she had already committed to being a part of Sanjays film, said to be an epic romantic drama.

A source told the daily that Alia is upset about the situation. Alia was approached for a film with Aamir Khan. However, she had to decline the offer as she had reserved all the dates for Inshallah, the source said.

Alia was looking forward to collaborating with Salman and SLB. The actress is very upset as she gave up on various other projects too during the period, the source added.

The Aamir Khan film that was offered to her could have been the long-rumoured Osho movie that was being discussed last year. Aamir was reported to be playing spiritual guru Bhagwan Shree Rajneesh (Osho) in the film while Alia was expected to play his disciple and convicted attempted murderer, Ma Anand Sheela.

At last years Actress Roundtable with journalist Rajeev Masand, Alia even said she would like to play Maa Anand Sheela in a movie. I find that story super fascinating, she said. When Masand pointed out that word around town is that shes already playing the part, she feigned confusion at the question. No but I would kill to (play her), she had added.

Salman announced on Monday that Inshallah has been pushed and will not release on Eid 2020, as previously announced. The film with Sanjay Leela Bhansali is pushed but I will still see you all on Eid, 2020. Insha-Allah, he wrote on Twitter. He later wrote in another tweet that hinted his film Kick 2 would release on Eid 2020 instead.

According to a source close to Bhansali, the filmmaker didnt appreciate the constant interference in his process. It has been reported that Salman had asked for certain changes to be made to the script. The source said, Sanjay Leela Bhansali respects and loves his actors and suggestions are welcome but not if they aim to alter the narrative. Hence, he has taken the decision to shelve the film. However, they are still friends and Sanjay Leela Bhansali has immense love and respect for him.

Also read: Arjun Kapoor-Malaika Arora, Anil Kapoor-Sunita Kapoor holidaying in Austria; Farah Khan has the best joke

Salman later told Mumbai Mirror in an interview, Sanjay was a friend even before we started working on Khamoshi. He had come to meet me through Manisha Koirala. After that, we collaborated on Hum Dil De Chuke Sanam. When he came to me with this film, I liked it and we decided to work together again. One thing I can say is that Sanjay wont do gaddaari with his film. I want him to make the film he wants to make. Nothing changes between us as friends and Im sure nothing has changed in Sanjays heart for me. Im extremely close to his mother (Leela) and sister (Bela). I wish him all the best. He and I will still work in future on a film, Inshallah.

Follow @htshowbiz for more

First Published:Aug 29, 2019 17:12 IST

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Alia Bhatt may have rejected Aamir Khans Osho movie because she was committed to Salman Khans Inshallah,... - Hindustan Times

As were working on our Empty Moon website we quickly saw a need for a brief overview of the Soto school. The Wikipedia article on Soto is a flawed document, but nonetheless contains much useful information. We used it as a template, cutting anything that felt extraneous to that brief overview, while interpolating critical information that was missing. The text remains a bit rough, but seemed workable enough to share here. The text at the Empty Moonwebsite will continue to be massaged for a while yet.

While not directly relevant to an introduction to Soto, this article also includes a few words about Empty Moon. Feel free to read or skip, as you find appropriate.

May this document be of assistance to anyone hoping to know more about this spiritual tradition both ancient and modern, holding profound insights and presenting disciplines that reveal the true nature of our hearts.

***

THE SOTO SCHOOL OF ZEN BUDDHISM: A BRIEF OVERVIEW

St Zenor theSt school(St-sh)is the largest of the three traditional schools ofZeninJapanese Buddhism(the others beingRinzaiandbaku). It is the Japanese line of the ChineseCodng school, which was founded during theTang dynastybyDngshn Linji. It emphasizes the practice ofShikantaza.

The Japanese school was imported in the 13th century byDgen Zenji, who studiedCodng Buddhism(Chinese:;pinyin:Codng Zng) abroad in China. Dgen is remembered today as the co-patriarch of St Zen in Japan along withKeizan Jkin.

With about 14,000 temples, St is one of the largest Japanese Buddhist organizations.St Zen is now also popular in the West.

The Caodong-teachings were brought to Japan in 1227, whenDgenreturned to Japan after studyingChaninChinaand settled atKennin-jiinKyoto. Dgen had receivedDharma transmissionfromTiantong Rujingat Qngd Temple, whereHongzhi Zhengjueonce was abbot. Hongzhis writings on silent illumination had greatly influenced Dgens own conception ofshikantaza.

Dgen also returned from China with variouskananthologies and other texts, contributing to the transmission of the koan tradition to Japan.

In 1243 Dgen foundedEihei-ji,one of the two head temples of St-sh today, choosing to create new monastic institutions based on the Chinese model and risk incurring the open hostility and opposition of the established schools.

Dgen was succeeded around 1236by his discipleKoun Ej(11981280)..

The second most important figure in St isKeizan.Keizan received ordination from Ej when he was, twelve years old, shortly before Ejs death.When he was seventeen he went on a pilgrimage for three years throughout Japan. During this period, he studiedRinzai,ShingonandTendai.After returning to Daij-ji,

Keizan received dharma transmission from Gikai in 1294, and established Joman-ji.In 1303 Gikai appointed Keizan as abbot of Daij-ji,a position he maintained until 1311. Under Keizan Soto Zen began to become popular.

In time the St school started to place a growing emphasis on textual authority. In 1615 thebakufudeclared that Eheijis standards (kakun) must be the rule for all St monks.This came to mean all the writings of Dgenbecame the normative source for the doctrines and organisation of the St school.Dgen scholarship came to a central position in the St sect with the writings ofMenzan Zuih(16831769), who wrote over a hundred works, including many commentaries on Dgens major texts and analysis of his doctrines. Menzan promoted reforms of monastic regulations and practice, based on his reading of Dgen.

Gent Sokuch(17291807), the 11th abbot ofEihei-ji, tried to purify the St school byfunctionally suppressing koan introspection as a Soto discipline. Prior to this kan study was widely practiced in the St school.

During theMeiji period(18681912) Japan abandoned its feudal system and opened up to Western modernism. One of the significant characteristics of the Meiji reforms was the disestablishment of Buddhism. Its original intent was in fact the eradication of this ultimately foreign religion. In practice it led to some creative reforms. Specifically the Zen establishment sought to modernize Zen in accord with Western insights, while simultaneously maintaining a Japanese identity.

Among these reforms the legalization of clerical marriage is among the most distinctive. It brought together two streams unique to Japanese Buddhism. The first was the substitution of Bodhisattva vows for the Vinaya system used throughout most of the Buddhist world. The other was the temple system where after a period of training single monks would become incumbents of the thousands of temples throughout the Japanese islands.

Records show these monks frequently having female companions. In the Meiji these two things, the ordinals had no specific language requiring celibacy, and on the ground a majority, likely a large majority were living in informal marriages, came to a head. That within five years of lifting of criminal sanction for marriage. fully eighty percent of Soto clergy were married shows this was a long over due reform.

That the terminology for these clerics remained monastic and that prominent clerics rarely appeared (or appearto this day) in public with their spouses andchildrenhas further complicated matters. Despite this there has been a trend toward seeing married clerics more as priests or ministers. This married clergy model has now been introduced to the West, where people are less comfortable with the dont ask, dont tell style of the Japanese culture, and now struggle to find appropriate accommodations for clerical marriage as a part of Zen in the West.

Going hand in hand with this non-monastic clerical leadership was the emergence of a philosophical perspective calledNew Buddhism (shin bukkyo). This perspective, insignificantpart the product of Western encounter, was broadly modernist, holding up the values of lay life, with impulsessupportiveofdemocratic, rationalist, and social engagement. It can be argued everyone who brought Soto Zen to the West was influenced by this New Buddhist perspective, at least in some degree. And practically, it brought a form of Soto Zen that could be recognized in many ways by Westerners.

SOTO COMES WEST

In 1922 the Reverend Hosen Isobe established the first Soto temple on the mainland of the United States, in Los Angeles. Its intent was to serve the Japanese and Japanese American community. Shortly before the Second World War the Reverend Soyu Matsuokaarrivedfrom Japan and began to work with European and African American converts.

But it was withShunry Suzukithat Soto Zen began asignificant mission to the American heart.Suzuki studied atKomazawa University, the St Zen university in Tokyo.

In 1959 Suzuki arrived inCaliforniaas minister ofSoko-ji, at that time the sole St temple inSan Francisco.Suzukis teaching of Shikantaza and Zen practice andopens to converts, led to the formation of the San Francisco Zen Center, one of the largest and most successful Zen organizations in the West.

Suzukis assistantDainin Katagiriwas invited to come toMinneapolis,Minnesota, where he moved in 1972 after Suzukis death. Katagiri and his students built four St Zen centers withinMinneapolisSaint Paul. Another of Suzukis assistants, Kobun Chino Otogawa also become influential in establishing Soto in the West.

It was here in the West that Soto also began to reclaim koan introspection.The lineage, started with Daiun Sogaku Harada, who also has a line that passes more continuously within the Soto school,and through him toHakuun Yasutani, includesTaizan Maezumi, who gave dharma transmission to various American students, among themTetsugen Bernard Glassman,Charlotte Joko BeckandJohn Daido Loori.

The lay organizationSanbo Kyodan, and through thatlineage in an independent organization,Robert Aitken, who had several important dharma successors, including John Tarrant. cemented the place of a Soto reformed koan curriculum in Western Zen practice.

TheAntaiji-based lineage ofKd Sawakiwith its emphasis on shikantaza overall other practices, is also widespread. Sawakis student and successor as abbotKsh Uchiyamawas the teacher ofShhaku Okumurawho established theSanshin Zen CommunityinBloomington, Indiana, and his studentGud Wafu NishijimawasBrad Warners teacher.

Houn Jiyu-Kennett(1924-1996) was the first western female Soto Zen priest.She converted to Buddhism in the early 1950s, and studied inSojiji, Japan, from 1962 to 1963.Formally, Keido Chisan Koho Zenji was her teacher, but practically, one of Koho Zenjis senior officers, Suigan Yogoroshi, was her main instructor.[47]She becameOsh, i.e. priest or teacher, in 1963. In 1969 she returned to the west, foundingShasta Abbeyin 1970.

In 1996 the majority of North American St priestsjoined together to form theSoto Zen Buddhist Association. While institutionally independent of the Japanese Stsh, the St Zen Buddhist Association works closely with it.EMPTY MOON

Our founding teacher and priest is James Myoun Ford. He was originally ordained a priest by Jiyu Kennett, andreceived dharma transmission from her in 1971. He also completed the formal Soto reformed koan curriculum developed by Daiun Sogaku Harada andreceivedInkashomei from Dr John Tarrant.

A long time member of the Soto Zen Buddhist Association, Ford Roshi participated in the first Dharma heritage ceremony in 2004. It was meant to be arecognition ofseniority in Western Soto Zen roughly equivalent to the Japanese zuise ceremony. In 2012 he wasDoshi or chief celebrant at the fifth Dharma heritage ceremony. Ford later served on its board for a three year term.

The Empty Moon is dedicated to theproject of awakening. It seeks to preserve the traditions of Soto Zen cautiously adapted to the needs ofour time and place, while also transmitting the reformed koancurriculum, It alsostands for a radical equality between priest and lay practitioners, the total equality of genders, and the development of a rigorous but pragmatic formation process for priest practitioners.

***

For a brief summation of the core teachings of the Soto school, we recommend the Shushogi, the Meaning of Practice & Verification, compiled out of Eihei Dogens teachings by a team of scholars led by Ouchi Seiran.

For descriptions of Zen meditation we recommend this brief overview, as well as Eihei Dogens Fukanzazengi, Keizan Jokins Zazen Yojinki, and this introduction to koan introspection within the Soto reformed style.

For further reading about the Empty Moon project, here are some links:

Awakening and ZenMy Three Years on the Soto Zen Buddhist Association BoardZen Practice for Everyone

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A Brief Introduction to the Soto School of Zen - Patheos

Ask any vegetarian with a taste for world cuisine, and theyll attest to how difficult it can be to find suitable Japanese food. Its no wonder as one of the worlds top consumers of seafood, Japan boasts a culinary tradition thats intimately linked with the bounty of the sea. Some of the more popular national dishes, such as sushi, sashimi and tempura, are typically made with seafood, but even seemingly innocuous foods like miso soup or noodle-dipping sauce have animal products in their ingredients.

But vegetarians wanting to explore Japans rich food culture dont need to settle for bland bowls of white rice or plain soba noodles because the country also boasts a little-known tradition of elegant vegetarian cooking. Chef Danny Chu introduces this cuisine to home cooks in his insightful recipe book, Shojin Ryori: The Art of Japanese Vegetarian Cuisine.

Shojin ryori refers to Japanese vegetarian food that gained popularity in the thirteenth century with the introduction of Zen Buddhism. It derives from the fundamental Buddhist principle of not taking a life and celebrates the natural essence of basic ingredients, drawing out the full flavors of vegetables and other plant sources with a minimum of waste.

In his book, Danny Chu, owner of Singapores first shojin ryori restaurant, shares some of his favorite dishes, focusing on simple, satisfying meals that can be made from readily available ingredients. The recipes are straight-forward and easy to follow, allowing the home chef to embrace their own mindfulness while enjoying the creation of appetizing plant-based meals. Although shojin cooking can occasionally include dairy and eggs, Chus selections are entirely free from animal products, making them suitable for vegans as well as vegetarians.

Chu arranges his cookbook seasonally, featuring dishes made from fresh ingredients appropriate for each time of year. The spring menu focuses on the new crop of fruits and vegetables including fare such as braised burdock and carrot as well as daikon rolls filled with watermelon and cucumber while autumn dishes, like nagaimo croquettes and chawan mushi, accent the fall mushroom harvest. The flavors of shojin ryori are delicate but delicious, with the savor of vegetables standing out through the restrained use of seasonings. Although shojin meals are traditionally concluded with a dish of seasonal fruit, Chu includes recipes for deserts such as watermelon jelly and poached pears, which are reminiscent of the elegant confections served in Japanese tea ceremony.

Shojin Ryori is an attractively presented volume, with each of its recipes accompanied by a photograph highlighting appealing serving suggestions. Cooks new to this style of cooking will also appreciate the thorough, illustrated glossary of ingredients as well as the opening pages, which are devoted to the preparation of stocks, garnishes, and other basics of Japanese cooking. The only criticism I have is that eight of the books recipes are repeated twice, although I expect this small oversight will be corrected in later editions.

Danny Chus Shojin Ryori demonstrates that eating a healthy, ethical diet can go hand in hand with enjoying the authentic flavors of Japan. As the impact of animal agriculture on the environment and human health becomes clearer and clearer, theres more reason than ever for people to experiment with the wealth of flavors offered by vegetarian cuisine. For any cook looking to expand their culinary horizons, Shojin Ryori is an easy recommendation.

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Chef Danny Chu's recipe book brings Japanese vegetarian cuisine from the temple to the kitchen - The International Examiner

BOJACK HORSEMAN Stream on Netflix. This talking horse has certainly had his ups and downs over the course of this series, often sabotaging his own success with drugs, alcohol and other destructive behaviors. But as the show enters its final season, BoJack (Will Arnett) seems to be on the path toward accepting responsibility by entering rehab. Elsewhere in Hollywoo, Diane (Alison Brie), Princess Carolyn (Amy Sedaris), Todd (Aaron Paul) and Mr. Peanutbutter (Paul F. Tompkins) grapple with their own definitions of happiness as their brightly colored animated world changes around them. The show, a sendup of Hollywood, will also tackle film franchises, mergers and unionization efforts. These eight episodes serve as Part 1 of the final sixth season, with Part 2 coming Jan. 31.

KILLING ZOE (1994) Stream on Amazon, Hulu, Vudu; Rent on iTunes, Google Play and YouTube. In her review for The New York Times, Janet Maslin summed up this film from the director Roger Avary as fiercely ambitious but way out of control. Avary, who has worked as a writer with Quentin Tarantino on Reservoir Dogs and Pulp Fiction, also penned the script for this film, which centers on a violent, bloody bank heist at the hands of a safecracker and his childhood friend. Ahead of the job, the two men have a night of debauchery in the Parisian underworld and then march into the bank the following day to collect their score. In nasty episodes meant to make A Clockwork Orange look like a day at nursery school, the robbers don party masks, revel in the terror theyve created and kill their hostages with hair-trigger petulance, Maslin writes.

ROTHKO: PICTURES MUST BE MIRACULOUS Stream on PBS platforms. This American Masters documentary delves deeper into the career of the painter whose work covers the walls of museums and whose life inspired the Tony Award-winning play Red. Mark Rothkos legacy and contribution to the Abstract Expressionism movement is explored in interviews with his children, Kate and Christopher, curators, art historians and conservators. Alfred Molina plays Rothko in re-enactments of the painters life, using segments from his personal diaries as a guide.

SATURDAY NIGHT LIVE 11:30 p.m. on NBC. Chance the rapper joins Taylor Swift, Jennifer Lopez, Justin Timberlake and Britney Spears as one of the few celebrities to host the show and perform as the musical guest on the same night.

WOMEN OF IMPACT: CHANGING THE WORLD 10 p.m. on National Geographic. This month, National Geographic released a new book that compiles images from the magazines archives to create a comprehensive visual record of the lives of women from across the world. The magazines November issue, written and photographed exclusively by women, will also celebrate perspectives on modern womanhood. As a companion piece to those projects, this special features new and archival interviews with more than 40 history-making women, including the ocean explorer Sylvia Earle, the journalist and author Martha Raddatz, the photographer Ami Vitale and the scientist Jane Goodall.

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Whats on TV Saturday: BoJack Horseman and Saturday Night Live - The New York Times

Valerie Jarrett has made a few notable hires in her career. Before serving as senior advisor to President Barack Obama, she launched her political career working for the Chicago mayor's office, where she says she made her "best hire ever."

During the summer of 1991, a resume came across her desk for a 26-year-old Chicago native, Princeton grad, Harvard Law alum and second-year associate at a private law firm.

"The name at the top was Michelle Robinson," Jarrett writes in her book "Finding My Voice: My Journey to the West Wing and the Path Forward." (Robinson was at the time engaged to Barack Obama.) Her joining Jarrett's team at the mayor's office that summer kicked off a decades-long working relationship that would take all three to the White House and beyond.

While Jarrett was impressed with the young lawyer's resume, it was the job interview that clinched the deal. Here's what Jarrett says made that in-person meeting a success, and how anyone can harness the same winning formula.

Jarrett reviews a lot of resumes, so if one stands out to her, that's already a good sign. But during an interview, she doesn't want to hear any more about a candidate's work history.

"I always say to people, 'Tell me something that's important to you that isn't on your resume,'" Jarrett tells CNBC Make It. She opens this way because candidates should presume the hiring manager has already read their resume and doesn't need to be reminded of all their career moves.

"It just takes the conversation to a more relaxed personal place to begin with," she adds.

Oftentimes, candidates will respond by telling Jarrett about an interesting place they've traveled to, an instrument they play, a foreign language they studied, or other passions and pursuits outside of work.

Jarrett says her goal is to put people at ease during a job interview, and that she doesn't view them as a test. Instead, getting to a more personal space helps Jarrett understand what drives the candidate beyond the job title. For example, some of Robinson and Jarrett's first conversations during that job interview were around family and how it impacted the young professional's desire to no longer practice law.

"That's when Michelle Robinson told me about her father and her best friend having died within the last year, and how that motivated her to want to have a more purposeful life," Jarrett explains.

Jarrett, who had also lost a relative recently, could relate.

Throughout her four-decade career, Jarrett says she's been better able to invest in and mentor people she cares about, built through a sense of trust. In addition to getting a sense of personality, Jarrett also likes to hear what the job-seeker hopes to accomplish once they leave the job they're interviewing for.

"I often say to people, 'What job do you want to have after this job?'" she says. "I ask that question because I want to make sure it's a good fit and the job they're interviewing for will prepare them for the next one."

Candidates don't always have an answer to this it's likely they're just focused on landing the job in front of them that they haven't thought about the next move which Jarrett says is perfectly fine. But she does want to make sure the opportunity she can provide them will help them achieve their next goals.

"I really do believe the interview process should be a two-way street," she says, "and as an employer, I should be thinking thoughtfully about the person applying for the job to make sure it's actually going to prepare them for the next step."

Career experts agree candidates should ask questions throughout the interview, not only to show interest in the company, but also to better understand if it's the right fit for them.

That's what Robinson did back in 1991, when a 20-minute interview turned into an hour-long conversation.

About halfway through, Robinson began to engage in a "rigorous and thoughtful grilling" about staff, organizational chart, projects and assignments, Jarrett writes in her book. While this caught the hiring manager off-guard, it was another sign that the candidate was thinking seriously about how the job would shape up for her.

"To be able to realize that it was as important for her to want to work with me as it was for me to want her showed a maturity I certainly didn't possess at her age," Jarrett writes.

By the end of the discussion, Jarrett offered Robinson a job on the spot (even though she hadn't gotten manager approval yet). Robinson joined the mayor's office later in the summer of 1991.

As an employer, I should be thinking thoughtfully about the person applying for the job to make sure it's actually going to prepare them for the next step.

These days, Jarrett wants to hear candidates ask similar questions of what her expectations are, "because that's a way of recognizing that they have to fit not just the job description but also what my expectations might be.

"The more questions, the better," Jarrett tells CNBC Make It. "I like a candidate who comes in and isn't afraid to ask questions and is forthcoming and honest."

She also appreciates honesty when a candidate admits they don't know how to answer a question she asks. "That takes courage in a job interview, so that would impress me," Jarrett explains. "I'm looking for examples of integrity and self awareness and humor." A candidate who says they need time to think through an answer can offer a thoughtful response later in the interview or in a followup correspondence.

Once a candidate lands the job, however, Jarrett says it's crucial to continue checking in and course-correcting expectations in the workplace. She encourages workers to seek out feedback early and often, rather than relying on a typical company review period.

"Feedback when you get a job offer is just one data point," she explains, "but I think people need to go back and touch base pretty periodically. Say with your supervisor, 'Are we on track here?' And also, are there things you need that you're not getting? Then you've got to speak up as well."

Like this story? Subscribe to CNBC Make It on YouTube!

Don't miss: Michelle Obama: If you're afraid to use your voice, give up your seat at the table

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Valerie Jarrett says this one quality is why she once hired Michelle Obamaand anyone can harness it - CNBC

Executive Summary

Its extremely difficult to instill purpose in others. It takes more than motivational talks, lofty speeches, or mission statements to spread purpose. In fact, if overblown or insincere, those methods can backfire, triggering cynical reactions. Purpose is a grand word, but in the end, its about helping people see their impact on others and helping them develop a story about why they love what they do. If you keep that in mind, and take a personal, authentic, and perpetual approach, youre likely to find success.

No one wants to be a nine-to-five robot. People want to feel inspired, find meaning, and see the impact their work has on others. And when they do, theyre more engaged, innovative, and productive. That isnt a secret or a revelation. Its common sense.

If youre a leader, helping others feel a sense of purpose can be a powerful tool. So, why then do so many leaders have trouble lighting up their employees?

The simple answer is its extremely difficult to instill purpose in others. It takes more than motivational talks, lofty speeches, or mission statements to spread purpose. In fact, if overblown or insincere, those methods can backfire, triggering cynical reactions.

Purpose is a grand word, but in the end, its about helping people see their impact on others and helping them develop a story about why they love what they do. If you keep that in mind, and take a personal, authentic, and perpetual approach, youre likely to find success.

First, purpose needs to be personal, and, because purpose is meant to elicit an emotional reaction, purpose needs to be felt. You cant just talk about purpose.

Imagine youre the head of a college fundraising effort to help fund scholarships for underprivileged kids. How would you motivate your volunteers? According to a study by Adam Grant, if you stood in front of the group and talked about the impact of their work, you probably wouldnt improve anyones performance. But, if you invited a current scholarship recipient to share their personal story, that would be much more impactful. In fact, in Grants study, after volunteers had listened to a scholarship recipient, they raised almost 400% more money than average.

When I was telling some leaders from F. Hoffmann-La Roche AG, one of the worlds largest pharmaceutical companies, about the fundraising study, one of them lit up and blurted out, This just happened to us!

She explained how her team worked in the medical-devices division. Her group was sometimes looked down upon by people in the organization who thought that chemistry was more sexy than engineering. Many people in the division were not fully engaged, and the morale of the team was pretty low. One day the leader arranged for a customer to tell the team her personal story.

This customer had diabetes and had to test her blood daily to make sure her insulin dose was right. Unfortunately, this poor woman misunderstood how much blood was needed and was pricking her finger more than she needed to in order to get the blood. It not only hurt every day, so that it became something she dreaded, but she also was making a mess of her fingers. She would work her way down one finger from the tip to the knuckle, get it all inflamed and sometimes infected, before moving to the next finger. She said it got to the point where she would sit on her hand to hide the damage from others. She stopped going out to dinner because she was so embarrassed.

The diabetic then told the group how they had improved her life when they invented a little finger-pricking device. You put it on the end of your finger and click it. It takes the absolute minimum amount of blood, is almost painless and leaves almost no cut at all. She told how, because of this device, her hands have healed, and she can go out to dinner without feeling ashamed about herself. She told the group: You people changed my life.

The Roche leader told us that the medical device team was really affected by this patient testimonial. She said that it was very emotional in the room during the meeting. And for months, people felt more purpose.

It doesnt matter what line of work youre in. If people see the cause and effect between their inputs and their teams progress, or understand the impact of a customer getting their product on time, or experience first-hand how their role is necessary to other people, theyll feel a sense of purpose.

But heres the thing. You need to believe what youre saying and doing. This makes all the difference. If your attempts at creating purpose do not align with your other leadership behaviors, employees will view your tactics as manipulative rather than inspirational.

Right after the woman at Roche shared her inspirational story, for example, a man raised his hand on the other side of the room and said, Yeah, they tried that bullshit on us too.

I have this boss who has never talked about anything but quarterly profits and hitting shipping targets, he continued. Well, he must have come to London Business School and heard you talk about this study because one day he drags a patient in to our weekly meeting and makes her tell us this story of how the drugs saved her life. I mean, trying to exploit our emotions to make us work harder? Using a patient to manipulate us!? Thats pretty low.

We can learn so much through this exchange.

If youre a leader, and youre trying to sell people on purpose but you havent acted consistent with that purpose in the past, your message will backfire. Humans are authenticity-detection machines: were attracted to sincerity and repulsed by lies and insincerity.

So tread lightly. If youre personally inspired by listening to customers, and really believe in what youre saying, then go for it. If youre not, you might create more feelings of manipulation than inspiration.

Even if you make purpose personal and authentic, you cant just do it once. Instead, you need to make it a routine.

Dr. Dorothee Ritz, the General Manager of Microsoft in Austria, encourages her employees to go out in the field and experience the clients problems first hand. One small team spent a week out on the street with police officers, trying to understand when and where remote data could help them. Another team spent two days in a hospital to observe and understand what it would really mean to help it become paperless.

Ritz said these immersion experiences were enlightening for people. She said they came back illuminated, and it was clear to her that employees personal experiences increased their sense of purpose, since they witnessed the why of their work. Ritz watched employees dive into their projects with more energy and enthusiasm after they had witnessed the clients needs themselves.

So after a year of experimenting with this initiative, Ritz put something more secure in place. She selected a set of key customers (whom she calls partners) across industries ranging from car manufacturing to retailers to hospitals. And then 15 people from Microsoft a team ranging from senior leaders to associates go on-site at each company and ask lots of people at lots of different levels: What are your challenges? They talked to people in IT, of course, but they also talked with business decision-makers across different functions.

At Tesla, for example, Ritz told me how Microsoft employees at different levels got to practice a conversation that started with Teslas needs instead of Microsofts products. They focused on holes in the process that Tesla needed to address. At a major retailer, a Microsoft employee who was very close to the Xbox asked some very grounded questions about issues with the console. This led to a useful, practical discussion rather than high-level executive speak, which helped move the whole conversation toward practical solutions that the team could go back and work on. These Microsoft teams came away with a few new contacts. But Ritz said what was even more important, these teams understood the purpose of the projects based on witnessing the situation and hearing about the companies issues first-hand.

Ritz invested deeply in client experiences that allowed employees to witness the impact of their jobs first-hand, which helped them build emotional connections with the client and the work, and which helped Microsoft explore and learn as an organization.

Purpose can be a powerful tool for leaders who want to inspire people to bring their best to work. But most leaders agree that employees do not get their organizations purpose.This is because purpose is personal and emotional. It is often managed poorly by transactional leaders who deliver speeches about lofty societal goals rather than helping put employees in direct contact with the people they serve. Purpose can work wonders for employee contributions when leaders start with a personal, authentic, and perpetual approach.

Adapted from Alive at Work: The Neuroscience of Helping Your People Love What They Doby Dan Cable.

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Helping Your Team Feel the Purpose in Their Work - Harvard Business Review

BEACHWOOD, Ohio Less than halfway through his first term, Mayor Martin Horwitz of Beachwood could be removed from office.

A source in City Hall confirmed its over some sort of workplace harassment involving a member of the law department, and this is serious.

In an Aug. 22 City Council meeting, President Brian Linick announced the legislature had appointed Carole Rendona former United States Attorney for the Northern District of Ohioas Special Counsel to investigate the allegations, declaring this to be an "urgent measure."

Rendon is a partner at the high-powered law firm BakerHostetler, and 3News has learned City Council is spending $30,000 for her expertise. In the past, has included high-profile, crisis-level litigation, much of which involved intense public and media scrutiny, according to the companys website.

In a city agenda announcing a Special Council Meeting set for next Wednesday, listed items include, "BakerHostetler will summarize the investigation" and "Council will consider discipline of an elected official for conduct related to the performance of the official's duties or to consider that person's removal from office."

According to the city's ordinances:

"Council may remove any elected officer of the City for failure to possess or continue to possess any qualification of office established by this Charter, for a violation of the officer's oath of office, or for the conviction, while in office, of a felony. Council shall give an elected officer a written copy of the charges and an opportunity to be heard, with at least fifteen (15) days prior notice of the time and place of hearing. The removal of an elected officer shall require a two-thirds vote of Council."

We tried to speak to the mayor, and released the following statement:

"On August 22, 2019, Beachwood City Council began an investigation into comments I am alleged to have made. Based on the posted agenda for the Council meeting of October 30, 2019, I understand that Council plans to review a summary of the investigation and consider next steps.

"I have been informally made aware of these allegations. Based on what I have been told, the allegations are a mix of misconstrued comments, statements taken out of context, and complete untruths. To be clear, nobody has claimed that I touched them inappropriately, said anything overtly sexual to them, propositioned them, or demeaned them. To the contrary, since taking office, I have demonstrated the highest levels of respect, appreciation, and support for our staff. This is not only a personal value of mine, but something I consider essential to our Citys success.

"As a lifetime Beachwood resident and elected official for 24 years, I look forward to a public airing of this matter in order to clear my name. My record of service over many years, working with countless individuals to advance our community and improve Beachwood residents quality of life, speaks for itself. I encourage City Council and our residents to closely examine the facts in this matter. Im confident that they will show that I have done nothing wrong, and that these claims are baseless."

He added, "At this point, this is my only statement and I am not responding to phone, email or in-person interviews until after Wednesday night. Thanks for your cooperation."

In the meantime, after reaching out to every council member (including employees in the Law Department), the only responses we received were that they are following a specific process and will disclosure the charges and identities of those involved in their Wednesday Meeting.

Sources tell 3News there's some "bad blood" between the mayor and a council member or members, which may be partially what's driving this. But ultimately, it's the special counsel who's going to have a big say on how this turns out, and we plan to be there to hear her findings.

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Beachwood Mayor Martin Horwitz investigated for workplace harassment - WKYC.com

Executive Summary

Choosing your first job can be daunting, since this decision forms the foundation of your career path and directly impacts lifelong earnings. The author applies the basic tools ofrisk management to understanding, evaluating, and weighing the merits of various job opportunities. By understanding how idiosyncratic and systemic risks affect ones wages, and by rating different types of companies as the equivalent of growth stocks or value stocks, one can create an individual career plan to take the right risks to earn the desired rewards. By setting clear goals, understanding risks, and evaluating ones risk tolerance, one can be well prepared to pick the ideal first job.

Overwhelmed by student debt and underwhelmed by your career choices?Its normal to feel anxious. The economy is undergoing a radical transformation as technology changes the nature of work and some jobs disappear. To make matters more complicated, most industries are dominated by a handful of superstar, productive firms that shower their employees with most of the economys wage gains. If you work at these firms, you get more raises, learn useful skills, and get a stamp of approval that offers credibility throughout your career. If you dont, your career and wages could stagnate.

Picking the right path has never felt more crucial to lifelong success. But fear not you can make the right choice by applying some basic risk management tools to your most valuable asset: your future earnings.

The simplest and most effective risk management tool is setting clear goals. It can also be the hardest part because most people dont know what they want. I still marvel at people I knew in college who at 22 knew they wanted to be an equity research analyst, have three children, and live in the suburbs. Many of them got all of these things. I dont know if they are happy or not. But no doubt, possessing such clear goals increased the odds of getting what they wanted.

But most of us dont have such clarity at 22, or even 52. And thats fine. One way to find some answers is to think long and hard about what you want out of your career, rather than specific milestones and job titles.

Some say chase your passion; others say you need to grow up, get a sensible job, and develop fun hobbies. I tend to lean toward the passion camp with a big dose of realism. If your passion is fiction writing, there are ways to fulfill your passion and not be a novelist. What it is about writing that you love: Is it the process? Is it the creativity? Is it working alone? There may be paths that offer those things without taking on the long odds of writing novels marketing, public relations, media, or teaching.

Consider the risks you face around your goals. Generally, there are two kinds of risk you need to manage: idiosyncratic risk (risk that may be unique to you or a specific job) and systematic risk (risk that applies to the whole economy).

An example of idiosyncratic risk is if you work at a company that goes out of business because of bad management. Or maybe you quit because its a bad culture fit. You can manage this risk the same way people do in investing by diversifying your skills and job options.

An example of systematic risk is if you lose your job (and paycheck) if the economy goes into recession. This kind of risk can be more damaging because you may lose your job at the worst time: when the stock market is down, theres more unemployment, and its harder to find a new job.

The good news is people who face more systematic risk tend to get paid more. This is one reason why jobs in finance pay so much finance firms pay big bonuses when times are good and are quick to lay people off when times are bad.

Is it worth taking on more systematic risk for more pay? Thats a personal question based on your preferences and lifestyle. Some people prefer higher job stability to higher pay, the way many investors forgo big gains for a safer portfolio. Consider what risk you can tolerate.

These kinds of risk have always existed, but idiosyncratic and systematic risk have taken on a new dimension in the modern economy. Theres the systematic risk your job will disappear because it can be done by a machine. And theres the idiosyncratic risk youll end up at a company that cant compete. How you deal with these risks requires a more complex strategy.

In his book How to Win in a Winner-Take-All World, New York Times reporter Neil Irwin argues that working for a particular kind of company is like choosing a type of stock. Whats right for you depends on your risk tolerance, your income needs, and what you can get. Picking one of these types of firms (or if they pick you) is only the first step, and like any investment strategy you also need a plan to manage risk.

Irwin argues superstar firms are the job equivalent of growth stocks they dominate their industries and appear poised for more growth in the future. If you are lucky enough to land your first job at a superstar company (like Google, Walmart, or Gagosian), it can be a great start to your career.

But it would be a mistake to think its a golden ticket. These kinds of jobs are not right for everyone. There is less upside the best time to join Google was its early days that are long gone. Superstars have already become large companies, and in order to succeed you must navigate their bureaucracy and politics and avoid becoming pigeon-holed in the same job function. Big superstar firms have lots of leverage over their employees, since they often have a culture where you are supposed to be grateful to work there. That means it can be harder to gain recognition, be entrepreneurial, and move forward within the firm. Also, just because a company is large and successful does not mean you dont face some idiosyncratic risk. A superstar firm today may not be one tomorrow.

Another option is going to a start-up, which offers upsides if it is the next Google. Odds are it wont be, but in a smaller firm you are less boxed into a certain role, have more responsibility, and learn new skills. Downsides include tremendous idiosyncratic risk the odds are decent the start-up will fail. Theres also a chance it will be poorly run and youll learn fewer transferable skills and more bad habits. There is also the risk of years in start-ups where you are paid mostly in worthless stock options. Start-ups also pose more systematic risk because start-ups need external financing that is dependent on the business cycle.

A third option is what Irwin likens to value stocks: companies that are under-valued, perhaps past their heyday, and limping along in the middle of the pack (or even on their way down). The advantage of getting hired at these companies is they are more likely to give a young, ambitious person short on credentials a chance. You also learn a lot when a company is doing things wrong; knowing what does not work can be equally valuable. But there are odds you get lost in their bureaucracy since older companies can be more rigid and resistant to change. You also face a decent chance of losing your job.

If you had a crystal ball, the ideal career is to start at what will be a successful start-up and stick with it until it pays off. Then go on to another. But just like investing in the stock market, we dont know the future of any one company, so you must take a chance. Your best bet is to go with the company that feels like the best fit, where you feel youll learn the most, and find good mentors. Odds are this first job wont be your last, and youll work at all different kinds of firms over your lifetime. But getting the right start provides a good foundation to take the right risks and manage whatever a changing economy brings.

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How to Weigh the Risks When Choosing Your First Job - Harvard Business Review

Rorschach, whose visage is prominently featured in HBOs new Watchmen series, is a growly detective who wears a mask, hunts criminals, and refuses to compromise on his principles. That probably sounds familiar.

But Rorschach isnt parodying the icon with pointy ears and the cape. His black and white moral ideals are a political philosophy that Watchmens writer, Alan Moore, found laughable, not laudable.

Heres the real comic book origin story of Rorschach, starting with something that seems obvious, until you realize its anything but.

At least, not primarily.

In the early stages of conception, Moore planned for the leads in Watchmen to be heroes from the stable of Charlton Comics, which DC Comics had recently acquired. But when DC editorial decided theyd rather incorporate those characters into the main DC Universe, Moore and artist Dave Gibbons created original characters to evoke similar well-known comic book archetypes. Doctor Manhattan evolved from a carbon copy of Captain Atom to a parallel for Superman. The Comedian mashed the Peacemaker with Nick Fury.

And it would be easy to assume, in this era, that Rorschach is supposed to represent Batman. After all, Batman is exactly the kind of guy who opens a comic by monologuing about how dirty his city is. Batmans traumatic past has transformed him into a criminal-hating revenge machine who mistrusts all authority. Batman smashes through windows to interrogate thugs by breaking ribs and fingers.

But Rorschach isnt solely based on Batman because Batman wasnt any of those things when Watchmen was written. The Batman of the early 80s was darker than his 1960s counterpart, certainly, but he was still gadget-loving and justice-devoted. What we consider the foundational texts of our modern idea of Batman The Dark Knight Returns (1986), Batman: Year One (1987), Alan Moores own The Killing Joke (1988) simply had not been written yet when Watchmen #1 (1985) came on the scene.

The schlubby Nite Owl (who evolved from a retread of Blue Beetle) is just as much a Batman analogue as Rorschach, with his nocturnal animal theme, his basement full of gadgets, and his fancy vehicle with its onboard flamethrower.

Rorschach owes his ideals, his visual design, and his penchant for violence, to a couple of other characters who were doing the Late-80s-Batman thing way before Batman. Namely, the vigilante detectives known as the Question and Mr. A.

Mr. A first appeared in a 1967 issue of the underground comics anthology series witzend, as a vigilante who wore an impassive steel mask and the wardrobe of a 1940s private detective fedora, suit, and tie but all in white. His calling card was a literal card with a half-black, half-white face, symbolizing his belief that there was no grey area of morality, only good and evil. And, of course, he was the enlightened man who could tell the difference.

Less than a year later, the Question came on the scene, as a backup feature in Blue Beetle. He was a vigilante who also dressed like a 1940s private detective and wore a pseudoderm mask that made him appear to be entirely without facial features. But unlike his other Silver Age comics contemporaries, hed leave the occasional criminal to drown if he felt they deserved it.

The Question and Mr. A were both from the pen of writer-artist Steve Ditko, one of the co-creators of Spider-Man. The reason they seem so similar is that the Question was simply Ditkos attempt to make Mr. A fit into Comics Code restrictions, which would make him a much more lucrative project.

Both characters were Ditkos way of expressing his politics through the superhero metaphor.

Ditko was an avowed Objectivist, following the philosophy first espoused by Ayn Rand, which rejects altruism for the individualistic platform that mans moral obligation is to achieve his own happiness and act as his own judgement determines. Therefore, unobstructed free capitalism is the only moral society, and the only role of the government is to provide police, armed forces, and objective courts.

With Mr. A and the Question (and a few other characters, notably DCs Hawk and Dove) Ditko sought to express that philosophy through fiction, much as Rand herself had done with novels like The Fountainhead and Atlas Shrugged. And naturally, with superhero comics as his genre of choice, that meant that Mr. A and Ditkos Question (though other creators would shift the Questions ideology significantly) were dealers of Objectivist justice.

Fools will tell you that there can be no honest person, Mr. A tells the reader in one story, That there are no blacks or whites ... that everyone is grey! [...] When one knows what is black, evil, and what is white, good, there can be no justification for choosing any part of evil! Those who do so choose, are not grey but black and evil ... and they will be treated accordingly!

In another Mr. A story, Ditko presents a hippie in tattered clothes and hair as the enemy of the good, as the man exhorts the masses to follow his brotherhood of the collective. We must banish individual selfishness, rights, property and good! [...] There is no one truth, but a truth that works for the common good! No differences are important! Better or worse is a cruel hoax! All must blend into equality! Ignore impotent reason and logic! Forget right or wrong!

Ditkos implication is that an altruistic push for equality, peace, and the haves helping out the have-nots is the path to a slave society. The bamboozled men taken in by the hippies words agree: Some guys never learn to compromise, to give in ... stubborn ... wont listen to reason ... greedy ... wont share their good fortune ... they need a practical lesson in getting a long with people.

Its not hard to see the path from Mr. A to Rorschach, who refused to compromise even in the face of armageddon.

Moore has minced no words about how he never intended Rorschach to be a laudable hero. And over the years, hes also talked about his opinion of Ditkos openly Randian leanings.

The writer respected Ditkos commitment to putting his politics in his art, telling Comic Book Artist magazine that that in some ways set him above most of his contemporaries. But he felt pretty differently about the content of those politics.

I have to say I found Ayn Rands philosophy laughable, Moore continued. It was a white supremacist dreams of the master race, burnt in an early-20th century form. Her ideas didnt really appeal to me, but they seemed to be the kind of ideas that people would espouse, people who might secretly believe themselves to be part of the elite, and not part of the excluded majority.

Moore and Gibbons Rorschach isnt the shining example of the philosophy that Mr. A represents. Rather than exhibiting objective moral beliefs about every persons right to pursue their own happiness, he is a casual misogynist and homophobe. His closest allies find him, at best, off-putting and hard to get along with contrary to Randian reasoning, his commitment to his ideals has not brought him personal success or happiness.

Rorschachs final act of Watchmen, in which he refuses to keep Ozymandias hoax a secret, is considered by many to be the characters most purely heroic moment. But its an empty one, as Rorschach believes that hes already spoiled the whole thing by mailing his journal to the New Frontiersman. Moore and Gibbons had a different idea in mind: Not self-motivated heroism of the individual, but the self-imposed tragedy of individualism.

We realized Rorschach wouldnt survive the book, Moore told the BBC documentary Comics Britannia. It just became obvious; we realized that this was a character if ever there was a character that had a king-sized death wish. He was in pain, psychological pain, every moment of his life, and he wanted out of it, but with honor in whatever his own twisted standards of honor might have been.

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Alan Moore created Rorschach to dunk on Randian superheroes - Polygon