Work & Career

“…I believe that for just about everybody the most fulfilling thing we can do, in the long term, is to focus on our work. By “work,” I’m not just referring to a nine-to-five job. It could be parenting. Or serving on a board. Or volunteering. Many possible things. Anything that contributes good to others is work, regardless if we’re getting paid for it.

And what distracts us most from that kind of work? One of the biggest things is work’s opposite: leisure. Or better put modern society’s infatuation with leisure.

…I’m not against rest, relaxation and fun. I just don’t want you to miss out on the things that matter to you because you’ve unthinkingly bought into our cultural notions of leisure. What I’m against is making leisure your objective. Because if leisure is your objective, it will inevitably displace your higher priorities. That’s a very common problem in our society.

Let me put it this way: Leisure make a great booster to long-term productivity in our pursuit of meaningful goals. But leisure makes a terrible goal in itself.

Leisure doesn’t provide meaning. It provides renewal for other things that do provide meaning.

Preaching Angles: Leisure: Mk 6:31, Ex 20:10, Ecc 3:13, Ps 118:24; Work: Col 3:23, Pr 16:3, Gen 2:15, Pr 18:9; Purpose: Jn 6;27, Col 3:17, M 6:33 Source: Joshua Becker, Things That Matter, Waterbrook, 2022, Page 146-147

An accountant who fills out spreadsheets at the beach, a dog groomer who always has time for one more client, a basketball player who shoots free throws to the point of exhaustion.

Every profession has its share of hard chargers and overachievers. But for some workers — perhaps more than ever in our always-on, always-connected world — the drive to send one more email, clip one more poodle, sink one more shot becomes all-consuming.

Workaholism is a common feature of the modern workplace. A recent review found that roughly 15 percent of workers qualify as workaholics. That adds up to millions of overextended employees around the world who don’t know when — or how, or why — to quit.

Workaholism could be on the upswing thanks to Zoom, Slack and every other technological advance that makes it easier for people to work anywhere, anytime. Behavioral scientist Toon Taris says. “It is something I’m worried about. The conditions for workaholism to develop have never been as good as today.”

Psychologist Malissa Clark agrees that the stage seems to be set for more people to find their inner workaholics. She said, “The mass shift to working from home and remote work may have changed some of our communication patterns and expectations.” Working from home, which became especially widespread during the pandemic, likely created a new group of always-on workers who lost all sight of the boundaries between work and home life. It’s troubling, she says. “Even just your average worker might now start to be more of a workaholic.”

Jack Hassell, a human resource specialist in New Zealand, interviewed an academic who got a wake-up call during the massive Christchurch earthquake of 2011. When the earthquake started, they were reluctant to quit work and leave their desk, Hassell says. Finally forced to exit the shaking building, the academic had an epiphany. “They realized, ‘Oh my God, I was so consumed with work I was willing to almost die.’”

Possible Preaching Angle:

Part of the curse (Gen. 3:19) introduced toil and effort into our lives. Yet, God never meant for us to become slaves to our work. In fact, He insists that we take a day of rest for every six days we labor (Exod. 20:8-11; Luke 23:56).

You know how it is. Saturday is a blissful day. You get some exercise. Do chores around the house. Spend time with family, friends, and/or pets. You go out Saturday night. And then, it’s Sunday morning. And you know that Sunday leads inevitably to Monday. And on Monday that to-do list will rear its head again. Suddenly, you want to bury your head under your pillow and hope it all goes away.

The cloud of dread hanging over you on Sunday evening; the wave of anxious anticipation you feel ahead of a new week; the cold sweat you get thinking about Monday. These feelings have a name: the “Sunday scaries.” From worry to being overwhelmed to straight-up sadness, these feelings are depressingly common. Several factors are thought to cause the Sunday scaries such as economic uncertainty, burnout, fear of losing a job, and reflection on whether working so hard at a job is worthwhile.

LinkedIn surveyed 2,000 U.S. workers and found that 75% experience Sunday scaries. And while it may seem like workers have long-dreaded the end of the weekend, LinkedIn’s research suggests that the extent to which workers currently experience the Sunday scaries is on the rise.

On November 12, 2024, future Hall of Famer Tom Brady joined Harvard Business School professor Nitin Nohria at a Fortune Magazine symposium to discuss principles of success from his football career that translate to the business world.

Brady emphasized the importance of setting a high standard for work ethic and teamwork. He shared, “I would get in the weight room at 6:30 in the morning. Guys would walk in at 6:45, thinking they were early since the first meeting was at 8:00. I’d joke, ‘Good afternoon!’ The next day, they’d show up at 6:30, but I’d be there at 6:15. By the end, we had a culture where everyone came early and stayed late. We weren’t just punching the clock; we were pushing each other to succeed.”

Brady also highlighted the collective nature of achievement, both in sports and business. “When you succeed, there’s enough credit to go around for everybody. The greatest joy, even as a seven-time Super Bowl champ, is knowing I have thousands of friends and teammates I gave everything for. We played in all conditions, lost and celebrated together. The joy of life was sharing those moments with others.”

He reflected on the deep bonds formed through teamwork: “I didn’t have a brother growing up, but now I feel like I have thousands-from all over the country, all backgrounds. We loved each other and what we were trying to accomplish.”

Brady concluded by encouraging business leaders to find colleagues they love working with and to push each other beyond comfort zones. “It’s okay to feel uncomfortable. That’s how we grow. Unless we stress ourselves-our minds and bodies-we don’t grow.”

You can watch the video here (time stamp 18:38-20:17)

Athletes will tell you that working out is not the most important part of training. Recovery is the number one cause of athletic injuries is the lack of recovery time between training sessions.

Let me repeat this because it’s so counterintuitive—recovery is more important to athletic performance than training is. Your body needs to rest and repair between periods of exertion. By not letting each of the muscle groups rest, a person will reduce their ability to repair. Insufficient rest also slows fitness progression and increases the risk of injury.

Possible Preaching Angle:

This a physical expression of a reality that applies to your heart and soul in serving Christ as well. We could probably predict who’s going to burn out and who’s not by looking at their recovery practices. But most people don’t take their recovery seriously. They’re simply shocked and heartbroken when their soul suddenly gives out. How will you build recovery into your life? What’s your plan?

You may think you have the worst job in America—but are you always on call and facing a deadline, working in a high-stress environment, all for very little pay? Do you routinely work outdoors on the hottest and coldest days of the year? Does your work constantly put you at risk of severe injury or death? Is there no opportunity for skill development? If not, you probably don't have one of the worst jobs."

Using a complex algorithm that measures salary, job outlook, work environment, and stress (like the stress of slicing your hand off, being kicked by a cow, or getting crushed by a falling pine tree), they ranked the jobs from best to worst.

Here are some of non-dream jobs that were on the list of the lowest-ranked jobs in America:

#15 - Butcher

#14 - Coal miner

#13 - Janitor

#12 - Dishwasher

#11 - Roofer

#10 - Meter Reader

#09 - Dairy Farmer

#08 - Oil Rig Worker

#07 - Security Guard

#06 - Lumberjack

#05 - Telemarketer

The four worst jobs in the US in 2024, ranked in descending order #4 to #1:

#04 - Waiter

#03 - Hospital Orderlies

#02 - Welder

#01 - Assembly worker

Possible Preaching Angles:

Work; Vocation; Career — (1) Start a sermon or sermon series on work by using this illustration to stress that all jobs have challenges, but some jobs have more challenges than others. (2) Talk about finding dignity and satisfaction in our jobs even if they aren't glamorous, since most of us aren't in the top-ranked jobs. (3) Be thankful for your job and grateful for people who provide services we need. After all, you probably don't have to worry about a tree falling on you.

Amazon has unveiled its latest innovation in warehouse automation: Vulcan, a state-of-the-art robot equipped with touch-sensitive technology. Currently being piloted in fulfillment centers in Spokane, Washington and Hamburg, Germany, Vulcan represents a significant leap forward in robotic dexterity and efficiency. Unlike previous warehouse robots, Vulcan can “feel” its way around packages, allowing it to handle a wider variety of items with greater precision and care.

The introduction of Vulcan is part of Amazon’s ongoing commitment to improving both the speed and safety of its logistics operations. According to Amazon’s robotics division, “Vulcan’s ability to sense and adapt to the objects it handles is a game-changer for our fulfillment process.” The robot’s touch sensors enable it to detect the size, shape, and fragility of packages, reducing the risk of damage and improving overall workflow.

Warehouse employees working alongside Vulcan have noted the robot’s smooth integration into daily operations. The company also emphasizes that Vulcan is designed to work collaboratively with human staff, not replace them. “Our goal is to make our employees’ jobs easier and safer by automating repetitive or strenuous tasks,” an Amazon spokesperson explained. Regardless of its current level of efficacy, the e-commerce giant still reserves its most important tasks for humans.

As Amazon continues to expand its use of advanced robotics, Vulcan stands out as a symbol of the future of warehouse automation—a future where machines and humans work together more seamlessly than ever before.

Possible Preaching Angles:

1) Idolatry; Technology; Trust - The Bible warns against placing ultimate trust in human inventions or allowing technology to become an idol, such as the Tower of Babel (Gen. 11:1-9). Trust should be placed in God, not in human innovation (Psa. 20:7); 2) Cooperation, Teamwork - Vulcan is designed to augment, not replace, human workers, echoing the biblical theme of shared labor and partnership in work (Ecc. 4:9)

The Freakonomics podcast explored why the phrase “I don’t know” is so difficult for people to say. Contrary to the common belief that “I love you” is the hardest phrase, the hosts argue that “I don’t know” is even more challenging, and our reluctance to admit ignorance starts in childhood and persists into adulthood.

Psychological experiments show that when children are asked nonsensical questions, such as whether “a sweater is angrier than a tree,” most will invent answers rather than admit they don’t know. This tendency to fabricate answers instead of acknowledging uncertainty is not just a childhood trait-it carries over into adult life, especially in professional environments. In the business world, saying “I don’t know” is often seen as a sign of incompetence, so people feel pressured to respond with any answer, even if it’s made up.

The podcast hosts note that despite their reputation as “business experts,” they rarely hear anyone in corporate settings-especially in front of a boss-admit they don’t know something. The prevailing belief is that expertise means always having an answer, even if one must fake it. However, this mindset is counterproductive. Pretending to know everything may protect one’s image in the short term, but it stifles learning and personal growth.

The hosts argue that admitting “I don’t know” is essential for improvement and learning. Embracing uncertainty opens the door to genuine inquiry and self-betterment. Rather than faking expertise, the real path to growth is to acknowledge what we don’t know and use that as a starting point for discovery.

A recent article in The Wall Street Journal notes that “Fake Job Postings Are Becoming a Real Problem.” The article details how these fake postings are crushing the spirits of job seekers:

It’s a common feeling when looking at a job listing online: the title is perfect, the pay is right, and the company seems like a solid place to work. But you also wonder if that job is real.

Lots of job seekers have a story about the postings that linger online but never seem to get filled. Those so-called ghost jobs—the roles that companies advertise but have no intention of filling—may account for as much as one in five jobs advertised online.

The [fake] listings are dispiriting for workers, leading many to distrust potential employers and make a difficult process feel rigged against them. ‘It’s kind of a horror show,’ said one job site search business. ‘The job market has become more soul-crushing than ever.’

Possible Preaching Angle:

In the same way, the lies of the world, the flesh, and the devil can crush our souls with false promises and expectations.

There’s nothing spooky about ghostworking. The newly coined term describes a set of behaviors meant to create a facade of productivity at the office, like walking around carrying a notebook as a prop or typing random words just to generate the sound of a clacking keyboard.

Pretending to be busy at the office is not something workers recently invented, of course, but it appears to be reaching critical mass. According to a new survey, more than half of all U.S. employees now admit to regularly ghostworking.

According to the report, the results show that 58% of employees admit to regularly pretending to work, while another 34% claim they do so from time to time. What might be most striking are some of the elaborate methods workers use to perform productivity. Apparently, 15% of U.S. employees have faked a phone call for a supervisor’s benefit, while 12% have scheduled fake meetings to pad out their calendars, and 22% have used their computer keyboards as pianos to make the music of office ambiance.

As for what these employees are actually doing, in many cases it’s hunting for other jobs. The survey shows that 92% of employees have job searched in some way while on the clock, with 55% admitting they do so regularly.

The ongoing return-to-office resurgence has left many employees feeling like they’re working inside of a fishbowl, performing for the watchful eye of employers. Employees sensing a greater need to broadcast that they’re getting work done. So ghostworking is a performance. It involves actively projecting an appearance of busyness without actually engaging in meaningful work.

Possible Preaching Angles:

1) Diligence; Employees; Sincerity - Scripture encourages believers to work wholeheartedly, not just for human approval, but as if working for God; 2) Hypocrisy - The act of ghostworking is a kind of hypocrisy—projecting an image that does not match reality.

In a surprising study of restaurants that earn Michelin stars, it turns out that many of them close their doors soon after earning the prestigious award. Call it the curse of the Michelin star. As told by the Economist:

Daniel Sands of University College London’s school of management tracked the fortunes of restaurants that opened in New York in 2000-14 and received a starred review in the New York Times. Of this promising group, establishments which went on to get a Michelin star were more likely to close down in the years that followed than those which did not. The relationship remained even when factors such as location, price, and type of cuisine were taken into account. All told, 40% of restaurants awarded Michelin stars in 2005-14 had closed by the end of 2019.

A Michelin star boosts publicity: the study found that Google search intensity rose by over a third for newly starred restaurants. But that fame comes at a price. First, the restaurants’ customers change. Being in the limelight raises diners’ expectations and brings in tourists from farther away. Meeting guests’ greater demands piles on new costs. Second, the award puts a star-shaped target on the restaurants’ back. Businesses they deal with, such as ingredient suppliers and landlords, use the opportunity to charge more. Chefs, too, want their salaries to reflect the accolade and are more likely to be poached by competitors.

I guess there is no pot of gold on the other side of the Michelin star rainbow. But seriously, you finally fulfill the law of excellence and things gets worse? That’s definitely not how it’s supposed to work. Or that’s certainly not what we mere plebes tend to think will happen when all our dreams come true.

For restaurateurs who are in it for the glory, Michelin’s top award will probably remain too enticing not to pursue. But for those who simply want to stay in business, it may be safer to not quite cut the mustard.

Possible Preaching Angles:

This story could be used to illustrate several ideas: 1) The temporary nature of success (Jam. 4:13-15); 2) The dangers of pride (Prov. 16:18); 3) The importance of focus and priorities (Matt. 6:33, Luke 10:41-42); 4) The danger of materialism (1 Tim. 6:9-10).

Imagine a savvy organization that does a leveraged buyout and buys a company, and the company is losing money. It's awash in red ink. What does the company do? The takeover buyer knows that this company that it's bought is just full of incompetent management. Management stinks from top to bottom.

So, what do you do? Fire them all? Block them out? Put in new people? Is that illegal? No, the buyers have that right. Is that impractical? No, they have the power. It's smart.

In the biblical story God comes to us. Because he's powerful, he's got the right to blot us out. Why? Because look at the world. It's incompetent. Morally incompetent from top to bottom. He's got the power, so it's not impractical. He's got the holiness. He's got the right, but thank goodness he's also got the mercy, because if he was just powerful and holy, he would do what any good company would do who has just bought out another company that's incompetent. Every head rolls. Fire them all! They have the right; they have the power. It's the smart thing to do. But God's also merciful, so he will restore us. He will redeem us. He'll cut the head off of our sin instead of cutting the head off of our bodies and that's the reason…the hymnwriter said, “for his mercies endure, ever faithful, ever sure.”

An article in The Wall Street Journal had an interesting title: “The Little Sins We Commit at Work—and the Bosses Who Are Cracking Down.” Here’s how the article started:

Ever used the office printer for your kid’s homework assignment or scrolled Facebook Marketplace during an all-hands Zoom meeting? Fair warning: Your employer may be paying close attention.

Big companies on the hunt for efficiency are deploying perk police to bust employees for seemingly minor infractions that, by the letter of company law, can result in termination. “We have had lots of requests for new controls,” says Katie MacKillop, U.S. director of Payhawk, which administers company credit-card accounts and watches for misuse.

Clients are asking Payhawk to restrict when and where company cards work. For example, a company can limit a lunch allowance to be available only on weekdays from 11 a.m. to 2 p.m. and be usable at Chipotle but not at Kroger. In partnership with Visa and Mastercard, Payhawk is developing a feature that sends real-time spending alerts to corporate finance teams and allows them to instantly block suspicious transactions by employees.

MacKillop’s firm doesn’t track what happens to employees who violate company policies, but she says there is little doubt employers are taking codes of conduct more seriously.

Possible Preaching Angle:

Of course, in the Bible, there is no such thing as “little sins.” Every sin is a transgression against the holiness of God.

In August of 2024, the outgoing U.S. surgeon general had a warning: Parenting can be harmful to your mental health. An advisory issued by Dr. Vivek Murthy, the nation’s doctor, said parents in particular are under dangerous levels of stress.

The report cites the American Psychological Association, saying nearly half of parents report overwhelming stress most days, compared with 26% of other adults. They’re lonelier, too, according to cited data from health insurer Cigna. In a 2021 survey, 65% of parents said they were lonely, compared with 55% of those without kids.

But who isn’t feeling that way? Elderly people are lonely and stressed. Single men are lonely and stressed. College students are lonely and stressed. Gen X moms are lonely and stressed. There’s an epidemic of loneliness and stress in this country and it’s bad for our mental and physical health, which Murthy pointed out in a previous advisory.

Murthy isn’t suggesting people quit having children. “There are so many joys and benefits that can come with parenting,” he said. “They can coexist with the stress parents feel.”

Instead, he’s issuing a call to action for anyone—especially lawmakers and bosses—with the power to lessen the load on parents. That load has grown heavier with the rising cost of child care, longer working hours and new threats, from school shootings to social media.

For young professionals today, work is no longer just something they do for a paycheck; it has become one of the primary spheres of meaning in their lives. For those who pursue a vocation, work is a way of leading a purposeful life and making a mark on the world. For those still going to the office, work is where people find others to talk to and, if they’re lucky, people who care about the same things that they do. Often, it’s where people fall in love.

Above all, it’s how many people in the middle and upper-middle classes define their value and sense of purpose: it is against the standards of their professions that people measure their level of success and personal growth. And it is in a large measure on the social status of their professions that they base their self-worth.

Because work has become so central to people’s identities, self-esteem, and social lives, it is easy to lose sight of its many dry demands. For full-time employees, work takes most of our waking hours. And for whole swaths of highly skilled white-collar workers, the willingness and ability to give more and more time to their careers has become a professional virtue in itself.

Now Hiring! Work From Home! Position requires strong ability to multitask. The successful applicant will be able to plan and prepare nutritious meals, while maintaining mountains of clean laundry. She can provide tutoring, nursing, counseling, and therapy sessions on an as-needed basis. In addition, applicants should be available for various event-planning activities, including birthday parties. The position involves staying up-to-date on all recommended practices of child development, including, but not limited to temper tantrums and adolescent awkwardness. Sleeping and eating not guaranteed for employees. Applicant must expect to work an average of 97 hours per week for 52 weeks per year. Pay range: $0 to $0 DOQ (Depending on Qualifications). Fringe benefits: priceless.

Sound familiar? Welcome to the life of a modern American mom.

Yes, motherhood entails a list of responsibilities that could go on and on. According to a survey of 2,000 mothers raising school-aged children (ages 5 to 18), moms spend nearly 100 hours a week on parenting tasks — even if it means sacrificing sleep and “me time.” The poll found no fewer than 15 different hats a mom wears, from chef to financial advisor. It’s no wonder the job goes well beyond a 40-hour workweek!

Where do moms carve out the extra time for this massive job? 53% of those surveyed reported sacrificing sleep for their children, while 47% regularly give up date nights, hobbies, and time with friends.

The survey also found that mothers often zero in on their children’s needs more than on their own. 62% of mothers say they often eat on the run, 53% admit they struggle to eat nutritious foods because of the demands of their schedule.

Researchers found such a job would pay a handsome six-figure salary: a whopping $100,460 per year if moms were paid for their work as parents. And that’s despite the fact that 70% of the mothers surveyed still work a full- or part-time job to boot.

After the immeasurable amount of selflessness shown by the typical mom, the survey found she’s left with less than an hour a day of “me time.” For 88% of moms surveyed, this time is often stolen from hours of shuteye, be it getting up early, staying up late, or both.

And yet despite the number of sacrifices they make, more than two-thirds (69%) of mothers say they want to spend even more time tending to their children.

But it is an impossible job that mothers somehow pull off. After all, how many jobs can claim to have fringe benefits that include cuddles, hugs, and the sense of satisfaction that comes from raising a healthy, happy human?

Yuta Sakamoto was exhausted from selling home-improvement projects, including the boss’s demand that he help clean up at renovation sites on weekends. One day, he mustered his courage and announced he wanted to quit. But his boss warned him he would be ruining his future, and Sakamoto shrank back.

Then a friend proposed a solution. Sakamoto didn’t have to confront the boss again—he could hire someone to do it for him. After sending $200 and his case details to a quitting agency, he was finally a free man.

“I would have been mentally broken if I had continued,” says 24-year-old Sakamoto, who found a new job as a salesman at a printing firm.

A labor shortage in Japan means underpaid or overworked employees have other options nowadays. The problem: this famously polite country has a lot of people who hate confrontation. Some worry they’ll cause a disruption by leaving, or they dread the idea of co-workers gossiping about what just transpired in the boss’s office.

Enter a company called Exit. Toshiyuki Niino co-founded it to help people quit after experiencing his own difficulties in leaving jobs. “Americans may be surprised, but I was too shy or too scared to say what I think,” says Niino, 34. “Japanese are not educated to debate and express opinions.” Exit now handles more than 10,000 cases a year in which its staff quits on behalf of clients.

Possible Preaching Angles:

There are several approaches you might take with this story: 1) Fear and Courage – Learning how to overcome fear with faith and courage (2 Tim. 1:7); 2) Work Ethic – Finding a career that fits with our skills and well-being (Col. 3:23); Wisdom and Guidance – Sakamoto’s friend suggesting the use of a quitting agency illustrates seeking counsel from others when making decisions (Prov. 11:14).

The U.S. Center for SafeSport fired an investigator, Jason Krasley, after discovering he had been previously arrested for stealing money confiscated after a drug bust during his previous job as a police officer. Krasley had been hired by the Denver-based SafeSport center to investigate sex abuse and harassment cases after leaving the police department in 2021.

One of Krasley's cases involved Sean McDowell, a recreational rugby player who reported stalking and harassment from another player. McDowell stated that after initial contact, Krasley stopped responding, and McDowell was later informed of Krasley's termination. When McDowell discovered news reports of Krasley's arrest for theft and receiving stolen property, to say he was shocked would be an understatement.

“I’m still struggling to wrap my mind around it,” said McDowell. “It just seems so off from what their stated mission is.”

The firing and arrest of Jason Krasley has exposed vulnerabilities in the U.S. Center for SafeSport's hiring process, undermining trust in its mission to protect athletes from abuse. Despite claims of robust background checks, Krasley was hired despite past misconduct. The CEO of SafeSport has acknowledged the need for improvement, including audits of Krasley's cases. However, victims like Sean McDowell remain frustrated by delays, highlighting the center's urgent need to restore credibility and ensure its investigators meet high ethical standards.

Possible Preaching Angle:

Those entrusted with leadership roles must be carefully vetted in order to serve with integrity, as failing to do so may lead to potential abuses of the authority entrusted to them.

20-year-old James Clarkson works as a gas engineer trainee in North England, and has no plans of stopping. Of course, it would be unusual for any person to consider retirement at 20. But Clarkson has options many people don’t have, because he recently won a lottery jackpot worth £7.5 million (about $9.2 million in U.S. dollars).

Clarkson is from Carlisle near the Scottish border. He was staying at his girlfriend’s house when his phone notified him via the National Lottery app that he’d won the UK National Lottery Christmas Day drawing.

Clarkson said, “News spread fast and we all ended up celebrating later at my grandma’s and grandad's with a roast beef dinner and champagne.”

But by Monday morning, he was back at work as usual. He said, “I need to have a purpose in life, plus Dad wouldn't let me not work anyway.” Clarkson believes it’s important to have a reason to get up in the morning. “I know people might think I'm mad to still work, but I want to. And, of course, there'll be some nice holidays in between.”

Possible Preaching Angle:

God designed us to find meaning and purpose in our work. An occupation is much more than just a means for earning a living.

In the year 1909, seven-year-old Walt Disney was playing by himself in the backyard of his family's farmhouse. He decided to sneak up on a big brown owl, but when he grabbed it the owl panicked, Disney threw it to the ground and stomped it to the death. According to his biographers, that owl haunted him for years, and produced a morbid fear of death.

Disney’s first big hit as a young animator came when he was 26 years old, in a cartoon featuring Mickey Mouse. But he immediately followed up that success with a short feature titled “The Skeleton Dance,” which opens with a terrified owl perched in a tree followed by skeletons rising from their graves. Disney’s distributor complained, saying, “We don’t want this gruesome crap… More mice… More mice!”

This was a small sample of what was to come. One scholar said, “If Disney was a mouthpiece for an American way of life, the force of his voice depended on a curious obsession with death.” Virtually every one of his famous films focused on the subject, from Snow White to Pinocchio.

His personal life was focused on decline and demise as well. Disney’s daughter Diane said that Disney hired a fortuneteller when he was in his early 30s to predict when he would die. The fortuneteller predicted the age of 35. Disney distracted himself by workaholism and success. If he stayed busy, maybe he could distract both himself and the Reaper. He survived 35, but never forgot the prediction. Shortly before his 55th birthday, he knew that maybe he had misheard, and the fortuneteller had said 55, not 35.