— Make adjustments.
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shared by Doris Reeves-Lipscomb on 30 Oct 15
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How to Love Your Work… Even When You Don't Love Your Work. | Be Leaderly - 0 views
www.beleaderly.com/n-when-you-dont-love-your-work
Franzen reframing self-management womenslearningstudio
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shared by Doris Reeves-Lipscomb on 23 Oct 15
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The Nonprofit Leadership Development Deficit | Stanford Social Innovation Review - 0 views
ssir.org/...leadership_development_deficit
leadership development Bridgespan SSIR nonprofits womenslearningstudio
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too many nonprofit CEOs and their boards continue to miss the answer to succession planning sitting right under their noses—the homegrown leader.
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The sector’s C-suite leaders, frustrated at the lack of opportunities and mentoring, are not staying around long enough to move up. Even CEOs are exiting because their boards aren’t supporting them and helping them to grow.
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Bridgespan predicted that there would be a huge need for top-notch nonprofit leaders, driven by the growth of the nonprofit sector and the looming retirement of baby boomers from leadership posts.
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the majority of our survey respondents (57 percent) attributed their retention challenges at least partially to low compensation, an issue that can feel daunting to many nonprofits. Lack of development and growth opportunities ranked next, cited by half of respondents as a reason that leaders leave their organizations.
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Surprisingly, little is due to the wave of retirement we have all been expecting: only 6 percent of leaders actually retired in the past two years.6
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corporate CEOs dedicate 30 to 50 percent of their time and focus on cultivating talent within their organizations.1
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he number one reason CEOs say they would leave their current role, other than to retire, was difficulty with the board of directors.
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respondents said that their organizations lacked the talent management processes required to develop staff, and that they had not made staff development a high priority
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combination of learning through doing, learning through hearing or being coached, and learning through formal training.
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skill development can compensate for lack of upward trajectory. Stretch opportunities abound in smaller organizations where a large number of responsibilities are divided among a small number of people.
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found that staff members who feel their organizations are supporting their growth stay longer than those who don’t, because they trust that their organizations will continue to invest in them over time.1
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“When you invest in developing talent, people are better at their jobs, people stay with their employers longer, and others will consider working for these organizations in the first place because they see growth potential.”
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define the organization’s future leadership requirements, identify promising internal candidates, and provide the right doses of stretch assignments, mentoring, formal training, and performance assessment to grow their capabilities.
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Addressing root causes may steer funders away from supporting traditional approaches, such as fellowships, training, and conferences, and toward helping grantees to build their internal leadership development capabilities, growing talent now and into the future across their portfolio of grantees.
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shared by Doris Reeves-Lipscomb on 01 Sep 17
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Jane Fonda: Life's third act | TED Talk | TED.com - 0 views
www.ted.com/...jane_fonda_life_s_third_act
Fonda video Tedx women aging womenslearningstudio life life_review neural pathways
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entropy means everything in the world in a state of decay and decline except for human spirit--staircase of life bringing us into wisdom, contentment, etc. "we can feel unfinished" "task of third act is to finish ourselves" "what determines our quality of life is how we relate to these realities" Neural pathways--It's not having experiences that makes us wise, it is reflecting on our experiences that make us wise." "older women are the largest demographic in the world"
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8 Signs You've Found Your Life's Work - 0 views
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This month marks the nine-month anniversary of the most natural and obvious, most joyful and energizing decision of my life: to fully commit 100% to my life's work.I've spent every day falling more madly in love with how I live my life and spend my time, the contributions I'm making to society, and the discomfort and growth that I feel each day.My journey getting here was both arduous and enthralling.
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shared by anonymous on 26 Jun 13
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How to Build Your Brand With Social Media - 0 views
www.levoleague.com/...d-your-brand-with-social-media
WomensLearningStudio rebrand Wlstudio SocialMedia
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Branding used to be purely for businesses, but that's not the case anymore. Personal branding has taken off and in recent years become quite popular, especially with young professionals. Personal branding is when you have a specific look, feel, or message associated with your name. Using social media, anyone can create their own personal brand.
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shared by Doris Reeves-Lipscomb on 23 Sep 16
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Marna Clarke Shares Time as She Knows It | Senior Planet - 0 views
seniorplanet.org/ke-shares-time-as-she-knows-it
time senior planet creativity passion womenslearningstudio
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In thinking about the role of creativity in the aging process, how does your art affect your feelings about growing older? I know that it’s vital, because any creative project can take you out of being preoccupied with being sick or getting old, or whatever bothers you. You’re totally immersing yourself in creating. It’s one of the highs in life for me.
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If there’s a message to share, as an older person take a passion you have and work on it, let it carry you through the years of losing memory, hearing, sight. Finding something you can do, that you can endure, no matter what your health is, is so important.
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shared by Doris Reeves-Lipscomb on 14 Jul 16
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Strategies for Retaining Female Engineers - IEEE Spectrum - 0 views
spectrum.ieee.org/...for-retaining-female-engineers
STEM engineers women leadership lean-in womenslearningstudio
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“Creating workplaces that have a lot of flexibility, that allow for people to work in a way that fits best with them, boosts creativity and job satisfaction,” Metcalf says, and these are the settings where women stay and thrive.
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No matter what type of organization women work for, large or small, public or private, their relationships with their immediate bosses are critical to whether they feel engaged and content. The ideal supervisor is committed to his or her subordinates’ advancement and development, assigns stretch projects, and provides necessary support and feedback to help them be successful, Bilimoria says. And workplaces that employ women in higher levels are more apt to retain women at the lower levels. “There need to be multilevel champions [of women] from the top as well as from the bottom and the middle, because women are more sensitive to dealing with gender bias,” she says. Workplace initiatives that offer leadership development, mentoring, and networking for women reap the benefits by retaining women, Bilimoria’s research shows.
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shared by Doris Reeves-Lipscomb on 05 Jul 16
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The Science Behind Using Online Communities To Change Behavior | TechCrunch - 0 views
techcrunch.com/...communities-to-change-behavior
science online community communities_of_practice Young womenslearningstudio
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Throughout our research, we find that newly created online communities can change people’s behaviors by addressing the following psychological needs:
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Belonging to a network of people who are changing their own behaviors, support our needs, and are confident in our changing our behavior empowers us and gives us the ability to change our behavior.
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shared by Doris Reeves-Lipscomb on 22 Mar 16
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Shut Up and Sit Down - The New Yorker - 0 views
www.newyorker.com/...dangerous-leadership-obsession
leadership history Rothman NewYorker womenslearningstudio
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Our faith in the value of leadership is durable—it survives, again and again, our disappointment with actual leaders.
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f you’re flexible in how you translate the word “leadership,” you’ll find that people have been thinking about it for a very long time.
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Rost found that writers on leadership had defined it in more than two hundred ways. Often, they glided between incompatible definitions within the same book: they argued that leaders should be simultaneously decisive and flexible, or visionary and open-minded. The closest they came to a consensus definition of leadership was the idea that it was “good management.” In practice, Rost wrote, “leadership is a word that has come to mean all things to all people.”
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“The End of Leadership,” from 2012, Barbara Kellerman, a founding director of the Harvard Kennedy School’s Center for Public Leadership, wrote that “we don’t have much better an idea of how to grow good leaders, or of how to stop or at least slow bad leaders, than we did a hundred or even a thousand years ago.” She points out that, historically, the “trajectory” of leadership has been “about the devolution of power,” from the king to the voters, say, or the boss to the shareholders. In recent years, technological and economic changes like social media and globalization have made leaders less powerful.
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Max Weber distinguished between the “charismatic” leadership of traditional societies and the “bureaucratic” leadership on offer in the industrialized world.
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Khurana found that many companies passed over good internal candidates for C.E.O. in favor of “messiah” figures with exceptional charisma.
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if you read a detailed, process-oriented account of Jobs’s career (“Becoming Steve Jobs,” by Brent Schlender and Rick Tetzeli, is particularly good), it’s clear that Jobs was a master of the leadership process. Time and time again, he gathered intelligence about the future of technology; surveyed the competition and refined his taste; set goals and assembled teams; tracked projects, intervening into even apparently trivial decisions; and followed through, considering the minute details of marketing and retail. Although Jobs had considerable charisma, his real edge was his thoughtful involvement in every step of an unusually expansive leadership process.
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some organizations the candidate pool is heavily filtered: in the military, for example, everyone who aspires to command must jump through the same set of hoops. In Congress, though, you can vault in as a businessperson, or a veteran, or the scion of a political family.
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five virtues that are almost universally praised by popular leadership writers—modesty, authenticity, truthfulness, trustworthiness,
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and selflessness—and argues that most real-world leaders ignore these virtues. (If anything, they tend to be narcissistic, back-stabbing, self-promoting shape-shifters.) To Pfeffer, the leadership industry is Orwellian.
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Reading Samet’s anthology, one sees how starkly perspectival leadership is. From the inside, it often feels like a poorly improvised performance; leading is like starring in a lip-synched music video. The trick is to make it look convincing from the outside. And so the anthology takes pains to show how leaders react to the ambiguities of their roles. In one excerpt, from the memoirs of Ulysses S. Grant, Samet finds him marching toward an enemy camp. Grant, a newly minted colonel who has never commanded in combat, is terrified: “My heart kept getting higher and higher, until it felt to me as though it was in my throat.” When the camp comes into view, however, it’s deserted—the other commander, Grant surmises, “had been as much afraid of me as I had been of him.” Leaders, he realizes, are imagined to be fearless but aren’t; ideally, one might hide one’s fear while finding in it clues about what the enemy will do.
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shared by Doris Reeves-Lipscomb on 14 Mar 16
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Why Women Lose Ambition | Shelly Darnutzer | LinkedIn - 0 views
www.linkedin.com/...lose-ambition-shelly-darnutzer
linkedin ambition women power environments Darnutzer womenslearningstudio
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As I reflected on my own experience over a 25-year career in technology, I realized that there is more to it than an oppressive male dominated environment and an unconscious bias in corporate cultures that hold us back.
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It’s the way of putting your ideas, visions and inspirations out in the world. When you’ve internalized negative beliefs and disempower yourself, you are shutting down the flow of energy to do meaningful work, to take action on your own behalf, and to trust your decision making process because you begin to live in a state of constant self-doubt and frustration.
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The costs of self-doubt are huge: think of all the opportunities that have been lost, ideas not shared, important questions not raised, and the ways you’ve held back from experiencing life on a bigger scale.
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Over time, the result is a self-imposed limitation and loss of connection to why you are doing what you’re doing. It is not uncommon to experience a certain amount of “deadness”, a loss of confidence in your abilities, a reluctance to try new things, and even a loss of health and vitality.
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Internalization is the unconscious mental process where characteristics, beliefs, feelings and attitudes of other people are assimilated into your own self identity.
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Mama Gena's School of Womanly Arts - 2 views
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Interesting site for women to find out and act on what they desire to be. She has courses (paid), groups, workshops, etc. Worth looking at for her content, offerings, and possible connection to the Studio. Plus, she is something else!
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I like the feel of the site. It is a little more fluff than I think we would use, but it offers some interesting components for us to consider. Thanks.
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shared by Doris Reeves-Lipscomb on 27 Dec 13
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Sebastian Thrun and Udacity: Distance learning is unsuccessful for most students. - 0 views
www.slate.com/...cessful_for_most_students.html
mooc education Udacity failure Thrun womenslearningstudio
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The problem, of course, is that those students represent the precise group MOOCs are meant to serve. “MOOCs were supposed to be the device that would bring higher education to the masses,” Jonathan Rees noted. “However, the masses at San Jose State don’t appear to be ready for the commodified, impersonal higher education that MOOCs offer.” Thrun’s cavalier disregard for the SJSU students reveals his true vision of the target audience for MOOCs: students from the posh suburbs, with 10 tablets apiece and no challenges whatsoever—that is, the exact people who already have access to expensive higher education. It is more than galling that Thrun blames students for the failure of a medium that was invented to serve them, instead of blaming the medium that, in the storied history of the “correspondence” course (“TV/VCR repair”!), has never worked. For him, MOOCs don’t fail to educate the less privileged because the massive online model is itself a poor tool. No, apparently students fail MOOCs because those students have the gall to be poor, so let’s give up on them and move on to the corporate world, where we don’t have to be accountable to the hoi polloi anymore, or even have to look at them, because gross.
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SG_Debug && SG_Debug.pagedebug && window.console && console.log && console.log('[' + (new Date()-SG_Debug.initialTime)/1000 + ']' + ' Bottom of header.jsp'); SlateEducationGetting schooled.Nov. 19 2013 11:43 AM The King of MOOCs Abdicates the Throne 7.3k 1.2k 101 Sebastian Thrun and Udacity’s “pivot” toward corporate training. By Rebecca Schuman Sebastian Thrun speaks during the Digital Life Design conference on Jan. 23, 2012, in Munich. Photo by Johannes Simon/Getty Images requirejs(["jquery"], function($) { if ($(window).width() < 640) { $(".slate_image figure").width("100%"); } }); Sebastian Thrun, godfather of the massive open online course, has quietly spread a plastic tarp on the floor, nudged his most famous educational invention into the center, and is about to pull the trigger. Thrun—former Stanford superprofessor, Silicon Valley demigod, and now CEO of online-course purveyor Udacity—just admitted to Fast Company’s openly smitten Max Chafkin that his company’s courses are often a “lousy product.” Rebecca Schuman Rebecca Schuman is an education columnist for Slate. Follow This is quite a “pivot” from the Sebastian Thrun, who less than two years ago crowed to Wired that the unstemmable tide of free online education would leave a mere 10 purveyors of higher learning in its wake, one of which would be Udacity. However, on the heels of the embarrassing failure of a loudly hyped partnership with San Jose State University, the “lousiness” of the product seems to have become apparent. The failures of massive online education come as no shock to those of us who actually educate students by being in the same room wit
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nd why the answer is not the MOOC, but the tiny, for-credit, in-person seminar that has neither a sexy acronym nor a potential for huge corporate partnerships.
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Slate article by Rebecca Schuman, November 19, on why MOOCs a la Udacity do not work except maybe for people who are already privileged, enjoy fast access to the Internet, have good study habits and time management skills, and time to craft their schedules to fit in MOOCs among other assets/strengths.
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shared by Lisa Levinson on 04 Apr 14
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Chris Ducker Wrote a New Book and Got the Title Badly Wrong - 1 views
www.blogtyrant.com/chris-ducker-book
outsource Chris_Drucker virtual_assistants virtual_freedom WLStudio
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from the Blog Tyrant: online marketing strategy Blog about Chris Drucker's new book Although he has over 300 employees and speaks at high profile gigs around the world, he is still very approachable and has helped me out a number of times when most people just wouldn't have replied.If you're at all interested in outsourcing to grow your business then his website and podcast are two things you should really be checking out. And so is his new book.
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Makes me feel better about having Kristin do some work for us, and makes the point about concentrating on what you want to do and are good at doing.
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Yes, it reassured me, too, to know that the market is moving to buying promotion.
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shared by Doris Reeves-Lipscomb on 05 May 15
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5 Reasons Why Your Online Presence Will Replace Your Resume in 10 years - 0 views
www.forbes.com/...eplace-your-resume-in-10-years
resume Schawbel Forbes online digital_footprint womenslearningstudio
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A recent study by OfficeTeam shows that more than one-third of companies feel that resumes will be replaced by profiles on social networks. My prediction is that in the next ten years, resumes will be less common, and your online presence will become what your resume is today, at all types and sizes of companies.
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shared by Doris Reeves-Lipscomb on 12 Jun 15
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The Fascinating Ways Our Attitudes About Work Are Changing | Fast Company | Business + ... - 0 views
www.fastcompany.com/...ees-really-feel-about-work-now
Fast attitudes workforce work research womenslearningstudio
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Article by Lydia Dishman, April 2015 on how attitudes are changing about work "How Job Candidates Are Judged Only a small percentage (11.9%) of global workers say they wouldn't hire someone without a LinkedIn profile. Professional profiles are, not surprisingly, ranked for these top factors: work experience (56.4%) education history (28.6%) volunteer experience (16.6%)"
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shared by Doris Reeves-Lipscomb on 06 Oct 15
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Becoming a Trim Tab at Work | FranklinCovey Blog - 0 views
www.franklincovey.com/...trim-tab-work.html
trim_tab Covey influence impact blog womenslearningstudio
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Far too many people are not engaged in their work, they are neither fulfilled nor excited, most of all they feel powerless to change anything, and they blame it on the organization or their boss or their lack of authority. In truth you are the creative force of your own job and life. No matter what role you play, your contribution can make a difference. You can become a trim tab. How? Simply by focusing on what you can do even if it’s outside of your job description and make small adjustments and improvements along the way.
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How Curiosity Leads to Creativity -- Science of Us - 0 views
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We live in a culture that very much fetishizes passion and certainty. I think sometimes people lose their way in the creative path because they’re being told to follow their passion. It can be a really cruel piece of advice
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Forget about the notion of passion, and give your attention to your curiosity. Passion burns hot and fast, which means it can come and go
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I have followed things in my life that barely had a pulse, but it was the only thing that was there that day
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But part of that path, of leading a creative life, is to believe that there’s a reason that you’re into this thing, whatever it is.
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Every time I hear someone talk about discipline all I see is the scratch marks on the walls they left with their fingernails. All that anxiety. You’ve got to take it easy on yourself. You’re doing an inherently weird thing. You’re investing time and money into making something that nobody asked you to do. It’s inherently a wacky thing to do. You’re going to have strange feelings, especially about the uselessness of it all. But then you think, I’m going to stay with it, because it’s more interesting than anything else.
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Mamas, Don't Let Your Babies Grow Up to Be Writers - Advice - The Chronicle of Higher E... - 0 views
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Poor Joan Didion: "There is always a point in the writing of a piece when I sit in a room literally papered with false starts and cannot put one word after another and imagine that I have suffered a small stroke, leaving me apparently undamaged but actually aphasic."
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And yet complain he did. For a while I was a good friend, listening with cuticle-picking patience and reminding him of his successes. Finally I’d had it, mostly because in that moment he reminded me so much of myself. When I realized he’d become a magnifying mirror of my own bad habits and irritating tics, I said to him: "Stop having so many feelings and just do the f-ing work."
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shared by Doris Reeves-Lipscomb on 16 Feb 15
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How to overcome organizational silos? I By Zhecho DobrevBeyond Philosophy - 0 views
beyondphilosophy.com/-overcome-organizational-silos
silo organization Dobrev blog Beyond_Philosophy womenslearningstudio
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And as Robert Stephens, founder of the Geek Squad says “Marketing is the price you pay for being unremarkable”. What is necessary is to define what will be the key focus of the company and what it should be renowned for e.g. how should the intended customer experience look and feel like. Unless you do that there won’t be enough of a common ground to smash the silo thinking and deliver a consistent and deliberate customer experience. Take for example the way Paul O’Neill made the turnaround in Alcoa (the biggest aluminium producer in the US, manufacturing everything from the metal for the Coca Cola cans to bolts that hold satellites) as presented in Charles Duhigg’s book “The Power of Habit”.