INCIVILITY also hijacks workplace focus
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shared by Doris Reeves-Lipscomb on 22 Jun 15
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No Time to Be Nice at Work - NYTimes.com - 0 views
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According to a survey of more than 4,500 doctors, nurses and other hospital personnel, 71 percent tied disruptive behavior, such as abusive, condescending or insulting personal conduct, to medical errors, and 27 percent tied such behavior to patient deaths.
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incivility miss information that is right in front of them. They are no longer able to process it as well or as efficiently as they would otherwise.
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Technology distracts us. We’re wired to our smartphones. It’s increasingly challenging to be present and to listen. It’s tempting to fire off texts and emails during meetings; to surf the Internet while on conference calls or in classes; and, for some, to play games rather than tune in. While offering us enormous conveniences, electronic communication also leads to misunderstandings. It’s easy to misread intentions. We can take out our frustrations, hurl insults and take people down a notch from a safe distance.
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Incivility shuts people down in other ways, too. Employees contribute less and lose their conviction,
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To be fully attentive and improve your listening skills, remove obstacles. John Gilboy told me about a radical approach he took as an executive of a multibillion-dollar consumer products company. Desperate to stop excessive multitasking in his weekly meetings, he decided to experiment: he placed a box at the door and required all attendees to drop their smartphones in it so that everyone would be fully engaged and attentive to one another. He didn’t allow people to use their laptops either. The change was a challenge; initially employees were “like crack addicts as the box was buzzing,” he said. But the meetings became vastly more productive. Within weeks, they slashed the length of the meetings by half. He reported more presence, participation and, as the tenor of the meetings changed, fun.
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John Battelle's Search Blog - Thoughts on the intersection of search, media, technology... - 0 views
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WeWork is on a mission to create a global platform for people who want to express themselves through the work they do. Oh, and by the way, they also rent office space.
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They are attempting to scale a new kind of culture – one that promises a quality workstyle, to be certain, but one that also celebrates who we are as people: we seek to find meaning in work, we seek a connection to a community where we both belong and contribute.
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work-life integration, a relatively new phrase rising concurrent to the entrance of millennials in our workforce. But as he explained his support for the idea, I realized I’ve been working this way my entire life. It’s fundamental to the entrepreneurial lifestyle – Life is simply life, and if you’re passionate about what you do, then work is part of that life. As you plan your time, you prioritize everything in that life, and because work is no longer bound to one office space during one eight-hour period of time, you can mix and mingle all kinds of experiences – some work, some family, some personal – throughout your waking day. The flip side of this: If you adopt the philosophy of work-life integration, you must also adopt a philosophy of total individual responsibility. That means understanding how to prioritize things like exercise, nutrition, downtime, and family/friends into a demanding work life. It means that you are willing to be judged not on showing up or managing up, but on the work you deliver to your company. And it means you’ve joined a like-minded group who together have created a company that understands how to thrive in this new environment.
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shared by Doris Reeves-Lipscomb on 10 Aug 15
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Hire Power: Finding Employees That Match Your Needs: Associations Now - 0 views
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According to Loftus, a job has five reward elements: compensation, benefits, work-life balance, career development and advancement, and recognition. While associations often can’t compete with the private sector on pay, they can usually meet or exceed expectations in the other four areas.
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In 2004, Rockville, Maryland-based ASHA hired 37 people, and 16 of those people came through a Washington Post ad. A lot has changed in 10 years: “In 2014, we hired 34 people, and one person came from The Washington Post,” says McNichol.
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staff referrals, which isn’t a new tactic but has been made much easier with the proliferation of social media.
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uses LinkedIn profiles to find out more about a candidate, but not to the point of replacing the resume.
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How Much Is a Click on the Internet Really Worth? - The Atlantic - 0 views
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To that end, supplying attention itself can be an act of complicity in the unethical actions of a platform. The mere act of choosing to look at something online generates real value for a company, materially helping to support its staff, its content, and the social interactions that a platform plays host to. This is why a website like Do Not Link exists: It promises a way to share a link from a website without boosting that site’s standing in search rankings.
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I don’t want to reward them or contribute in any way to this disgrace by linking to it: Google it if you must.”
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The web of information stitched together by an individual as they browse and publish across the Internet is also implicitly a web of support for the content being linked to.
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Reddit introduces a wrinkle precisely because it is a user-generated platform. For one, no one (yet) has claimed that the individuals contributing racist or sexist content are affiliated with Reddit as employees of the company.
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What appears to be relevant in the Reddit case is the notion that the company has exercised a kind of negligence towards the organic behavior emerging on the platform. While Reddit does not create the content or even promote the content, the failure to act makes continued use of the platform tantamount to a moral complicity in the emergent behavior of other users.
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shared by Doris Reeves-Lipscomb on 13 Aug 15
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Kill the Password: Why a String of Characters Can't Protect Us Anymore | WIRED - 0 views
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All a hacker has to do is use personal information that’s publicly available on one service to gain entry into another.
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Since that awful day, I’ve devoted myself to researching the world of online security. And what I have found is utterly terrifying. Our digital lives are simply too easy to crack.
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The common weakness in these hacks is the password. It’s an artifact from a time when our computers were not hyper-connected. Today, nothing you do, no precaution you take, no long or random string of characters can stop a truly dedicated and devious individual from cracking your account. The age of the password has come to an end; we just haven’t realized it yet.
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shared by Lisa Levinson on 25 Jul 14
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The End of 'Genius' - NYTimes.com - 0 views
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Opinion piece in the July 19th 2014 NYTimes by Joshua Wolf Shenk, the author of the forthcoming book: Powers of Two: Finding Essence of Innovation in Creative Pairs". He begins:"the lone genius is a myth that has outlived its usefulness. Fortunately, a more truthful model is emerging: the creative network, as with the crowd-sourced Wikipedia or the writer's room at "The Daily Show" or - the real heart of creativity - the intimate exchange of the creative pair, such as John Lennon and Paul McCartney and myriad other examples with which we've yet to fully reckon." and ends with: "This raises vital questions. What is the optimal balance between social immersion and creative solitude? Why does interpersonal conflict so often coincide with innovation? Looking at pairs allows us to grapple with these questions, which are as basic to the human experience as the push and pull of love itself. As a culture, we've long been preoccupied with romance. But we should also take seriously something just as important, but long overlooked - creative intimacy."
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Although the author stresses pairs, the history of genius is really interesting - for example, before the 16th century, individuals were not geniuses, but having genius which was a value that emerged from within a person given to them at birth".
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Silo effect | Invistics - 0 views
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he “silo effect” is caused by a remarkably small number of people who gradually drain the silo‘s grain. Its negative impact can be huge on the performance of the total team; eventually leading to a loss of business. However, I’ve seen clients successfully deal with these “silo effects” within the walls of their company. I’ve sat in on several Pull Design Workshops and have personally seen this transformation occur.
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shared by Doris Reeves-Lipscomb on 24 Mar 15
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30 Days without Internet | Personal Development - 0 views
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The High Cost of Avoiding Conflict at Work - WSJ - 0 views
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And with more businesses relying on teamwork, top managers' conflict-resolution skills are in greater demand
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Southwest Airlines Co. leaders wanted to shake up what they viewed as a culture of "artificial harmony" among staffers.
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It's not that firms want contentious leaders, but those who retreat from confrontation tend to postpone hard decisions and allow problems to fester, according to Ms. Glaser.
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For managers who simply aren't open to outside input, coaches recommend listening with an open mind -- and empathy.
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7 Important Reasons to Unplug and Find Space - 0 views
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But no matter how much I interact with others through the miracle of technology, there is something entirely unique and fantastic about meeting face-to-face. The experience of looking another person in the eye without the filter of a screen changes everything. Each time, I am reminded that life’s most fulfilling relationships are the ones in the world right in front of me. And spending too much time looking away from them does a great disadvantage to my soul and theirs.
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Take one extended break on a regular basis. I have found great value in choosing 40 days each year to power-down unnecessary apps (leaving only phone and text privileges on my phone). And I have completed the exercise each of the last two years. It has taught me about technology, relationships, and myself. Whether it be for one weekend, one week, or 40 days, there is great value in taking an intentional extended break from technology. Pick something. And get started right away. Your life is waiting.
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shared by Doris Reeves-Lipscomb on 01 Apr 15
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Building a Nation that Values Diversity: Winners of "Canada's Best Diversity Employers"... - 0 views
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People have different views of what diversity means in practical terms, but there's one thing everyone can agree on: making people from diverse backgrounds feel at home has become a value that runs deep in the fabric of Canadian society.
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inclusive workplaces for employees from five diverse groups: women; visible minorities; persons with disabilities; Aboriginal peoples; and lesbian, gay, bisexual and transgender (LGBT) peoples.
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shared by Doris Reeves-Lipscomb on 17 Feb 16
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The Modern Meeting: Call In, Turn Off, Tune Out - The New York Times - 0 views
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Wainhouse Research, a consulting firm in Duxbury, Mass., estimates that a knowledge worker — one whose job focuses on handling information — in the United States spends an average of 104 minutes each month in conference ca
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lls. Such calls have become an orgy of multitasking, serving as a backdrop for a free-for-all of household chores, personal hygiene, online shopping and last-minute income tax filing
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Mr. Reece asks his clients to use videoconferencing. He says there are always people who will resist, telling him their Internet connection is too weak, for example. Giving them the benefit of the doubt, he asks that they put up a still photo. “Even if you only get a photo, it’s more humanizing,” he said.
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shared by Doris Reeves-Lipscomb on 01 Mar 16
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Inside Mark Zuckerberg's Bold Plan For The Future Of Facebook | Fast Company | Business... - 0 views
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When I ask people close to Zuckerberg how, exactly, he has pulled off these achievements, I don’t hear a lot of anecdotes about him swooping in and personally making genius-level decisions that suddenly changed everything. Instead, they praise his inquisitiveness, persistence, ability to deploy resources, and devotion to improving Facebook and himself. He has a knack for carving up grand plans into small, doable victories. "Most of our conversation was about long-term strategy, and then we’d backtrack from there to what we should do over the next month," says Bret Taylor, who worked as Facebook’s CTO from 2009 to 2012 and who was at the company
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shared by Doris Reeves-Lipscomb on 02 Mar 16
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Habits: Why We Do What We Do - 0 views
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There’s a cue, which is like a trigger for the behavior to start unfolding, A routine, which is the habit itself, the behavior, the automatic sort of doing what you do when you do a habit.
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And then at the end, there’s a reward. And the reward is how our neurology learns to encode this pattern for the future.
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t’s usually a time of day, a certain place, the presence of certain other people, a particular emotion, or kind of a set of behaviors that’s become ritualized.
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And in a lot of people’s lives a keystone habit is exercise. When they start exercising, they start using their credit cards less. They start procrastinating less. They do their dishes earlier. Something about exercise makes other habits more malleable.
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So O’Neill actually said, I want to make workers more safe. I want to change worker safety habits. And everyone could sign on to that. What he was actually saying was, I want to make every single factory more efficient and more productive and producing a higher quality product, because that’s how we make things safer. But if he had come in and he had ordered greater efficiency, everyone would have rebelled, all the workers at least. But you come in and you say, I want to make everything safer, that’s something everyone can sign onto.
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But 5% of your job as a CEO is making the big strategy choice. 95% is managing small choices, managing what your culture is going to be like, managing how you structure the rewards and the incentives that determine how people kind of automatically behave.
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And when psychologists have looked at quantum changers, what they found is these are people who suddenly became very deliberate about their habits. There’s something almost magical about understanding how habits work, because studies show that once you understand, once you think about the structure of a habit, it becomes easier to change that habit. And once you change that habit, you start making these small, incremental adjustments to your day that over a year or over a decade can add up to a huge difference.
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shared by Doris Reeves-Lipscomb on 01 Mar 16
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Education World: Wire Side Chats: How Can Teachers Develop Students' Motivation -- and ... - 0 views
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Teachers should focus on students' efforts and not on their abilities. When students succeed, teachers should praise their efforts or their strategies, not their intelligence. (
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When students fail, teachers should also give feedback about effort or strategies -- what the student did wrong and what he or she could do now.
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(a) valuing learning and challenge and (b) valuing grades but seeing them as merely an index of your current performance, not a sign of your intelligence or worth.
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Work harder, avail yourself of more learning opportunities, learn how to study better, ask the teacher for more help, and so on.
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They are very performance-oriented during a game or match. However, they do not see a negative outcome as reflecting their underlying skills or potential to learn. Moreover, in between games they are very learning-oriented. They review tapes of their past game, trying to learn from their mistakes, they talk to their coaches about how to improve, and they work ceaselessly on new skills.
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Teaching students to value hard work, learning, and challenges; teaching them how to cope with disappointing performance by planning for new strategies and more effort; and providing them with the study skills that will put them more in charge of their own learning.
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We should praise the process (the effort, the strategies, the ideas, what went into the work), not the person.
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By motivation, I mean not only the desire to achieve but also the love of learning, the love of challenge, and the ability to thrive on obstacles.
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shared by Doris Reeves-Lipscomb on 07 Dec 15
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The 5 ways employers prefer to fill a position | Things Career Related - 0 views
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What do you do as a jobseeker? The obvious answer is to become a referral by reaching out to those you know in a desired company. This sounds easier said than done, but the steps you take begin first with determining which companies you’d like to work for. And, most importantly, why? Create a list of 15 target companies.
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f you were an outstanding employee where you last worked, friends of your employer will come to you. I see this often with my best customers who land jobs based on their personal branding.
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shared by Doris Reeves-Lipscomb on 08 Dec 15
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To Get a Job in Your 50s, Maintain Friendships in Your 40s - The New York Times - 0 views
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researchers found that older people on average had smaller social networks than younger people, Professor Wanberg said. This is not necessarily bad — as we age, many of us find that the quality of our relationships is more important than the quantity. But in the job search process, the number of connections we maintain in our professional and personal networks is often critical.
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Once you hit your early 40s, even if you are not looking for a job, work to learn new skills and stretch yourself, Professor Wanberg said. Also, keep your networks strong by staying in touch with former colleagues and classmates, along with current co-workers and clients whom you don’t see regularly, she said.
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shared by Doris Reeves-Lipscomb on 22 Oct 15
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What Men And Women Are Doing On Facebook - Forbes - 0 views
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While women often use online social networking tools to make connections and share items from their personal lives, men use them as means to gather information and increase their status.
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three-quarters of women use online communities to stay up to date with friends and family, and 68% use them to “connect with others like me.”
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Girls learn to build relationships by sharing social information. Boys learn to compare and compete with others, always striving for more success.”
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Today, women are still more likely to be forthcoming and verbose than men, she says, a difference that is reflected online.
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men leverage social media for broadcasting their ideas and skills vs. women who find connections with others by sharing the ups and downs of their daily lives.
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article by Jenna Goudreau, Forbes staff, April 26, 2010 on how women are more social and specific action oriented while men are more strategic in their use of blogs, networks, etc.
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article by Jenna Goudreau, Forbes staff, April 26, 2010 on how women are more social and specific action oriented while men are more strategic in their use of blogs, networks, etc.
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shared by Doris Reeves-Lipscomb on 06 Apr 16
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4 Myths of Social Learning - 0 views
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They’ve not participated in online forums, shared their own learning journeys though sense making activities such as blogging or working out loud. Many have not used their own enterprise social networks.
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In order to understand the impact of social learning, the learning and development professional will need to have gone through the personal learning journey themselves.
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This means that they are already incorporating new skills such as social collaboration, network building, knowledge sharing, working out loud, content curation and publishing, community building and sense making into their own work.