hat silence is pervasive in organizations due to the widely shared belief that speaking up about sensitive issues is futile or even dangerous. Consequently, organizations need to convey to employees that they will be protected and valued if they share suggestions, opinions, and concerns — and that those who harmed them will face serious consequences. By doing so, leaders can encourage those who are being mistreated to find their voice.
Contents contributed and discussions participated by Doris Reeves-Lipscomb
Find jobs, friends and help with technology savvy. | Senior Planet - 1 views
Podcast: Women at Work - 0 views
Why It's So Hard to Speak Up Against a Toxic Culture - 0 views
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article by Galinsky and Gino
Women Also Know Stuff - 0 views
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database of women scholars who have expertise
Seth's Blog: Up or out? - 0 views
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Soccer is a zero-sum, winner/loser finite game. But life, it turns out, is a magical opportunity for up, and for forward.
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Here's the key question: Which feeling/experience/state do you look back on fondly? Which one engages you, challenges you, makes you the best version of yourself? When you tell yourself your story—the story of last week, last month or last year—is it about how boring and secure life has become? What you learn isn't up to someone else's curriculum or syllabus any more--it's on you, on each of us, to decide what's next, to decide who we will become. We're not in fifth grade, wondering if something is going to be on the test.
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right question for sure
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Now, they're available to those willing to make the commitment.
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This blog post may be a before/after moment for me 5/2018. The question: "Which feeling/experience/state do you look back on fondly? Which one engages you, challenges you, makes you the best version of yourself?"
How do we train workers for jobs that don't exist? Executives with nearly 1 million emp... - 0 views
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“If you're not continuously adapting and changing and embracing… if you don't have a culture of agility within your company to adapt to these changes, you're not going to be successful,” he said.
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"While the leaders on stage understand that they play a critical role in preparing their workers for the future, ultimately they all agreed that they can only do so much. There is an individual responsibility to recognize that the world is changing and continually improve on your own skills, McNamara said."
Techboomers - YouTube - YouTube - 0 views
Time to Brave Up | Kathy Caprino | TEDxCentennialParkWomen - YouTube - 0 views
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women's professional crises; we are not brave enough; we have not learned how to stand up for what we want to be, do, etc. girls go underground when they enter puberty--stop thinking they can be a leader, become reoccupied with their image, go underground. Crisis emerges--on average, most women (70%) face three crises at a time. 1) can't speak up 2) can't get out of crushing competition 3) can't break cycle of mistreatment by narcissists 4) can't heal chronic illness 5) can't do work that I love. See bravely, speak bravely, shine bravely is way to change one's life. How are you special? What are your amazing gifts? How are you precious and valuable in this world? "The talents that come easily to you are just the ones the world needs." Are you leveraging the talents that come easily to you? Women are viewed more negatively than men when they are perceived as forceful. Sharing who you are is not bragging. 20 facts of who you are and what you have done, and why it's important. Way to attract people who need you. Own your authority but ground it in value and respect. ground forceful statements in one of your values. Frame it with a value, then explain position. All ideas have value. Shine bravely--
Jane Fonda: Life's third act | TED Talk | TED.com - 0 views
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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"
Helen Blunden | LinkedIn - 0 views
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Fabulous example of how to present her value to companies and businesses
Trainer's Notebook: A Great Training Starts with A Great Icebreaker | Beth's Blog - 0 views
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icebreakers
Think "Outside the Slide": Using PowerPoint for Graphic Design - Mike Taylor - 0 views
Cut Online Member Communities Some Slack: Associations Now - 0 views
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blog post by Tim Ebner, Associations Now, August 30, 2017, on how an online community popped up organically in SLACK and produced ongoing dialogue around issues important to the Digital Analytics Association's members. It led to changes in the DAA's online community's purpose and focus and activities and more learning all around.
Why Building Teams Doesn't Always Result in Teamwork: Associations Now - 0 views
Know the Lingo: Association Management System Glossary - 0 views
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glossary on basic IT terms for association management
Nuts and Bolts: Positive Deviance: Page 2 : Learning Solutions Magazine - 0 views
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The related field of appreciative inquiry offers similar flip-the-question approaches but is more specific, asking us to look for and build on the positive case or “outlier.” Is there someone in the community already exhibiting the desired behavior? What is enabling them to outperform? What resources are they tapping into that others are not? Not “Why are staph infections so high in the hospital?” but “Why are staph infections lower on the third floor?” Not “Why are sales down in Regions 6 and 9?” but “Why are sales up in Region 4?” Not “Why do so few graduates of our leadership academy get promoted?” but “Why did these seven graduates get promoted?” Why is the accident rate lower in _______? Why is the turnover rate lower in ______? Why are there fewer ethics complaints about ______ division?
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by Jane Bozarth on how to take the positive outliers' practices and export them to other parts of the organization
Doris Reeves-Lipscomb