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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shared by Doris Reeves-Lipscomb on 24 Jun 15
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Those platforms that don’t help participants to learn faster and faster as they work together will tend to be marginalized over time, especially once learning platforms become more prevalent. And this also applies to the participants. If we choose to participate on platforms that are not explicitly driven to accelerate learning, we’ll learn at a slower rate than participants who choose to spend their time on learning platforms.
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But, the fourth category of platform offers a second level of network effect, one that is uniquely associated with that platform.
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If you only have one fax machine, it has negative value – you paid money for it and it does nothing.
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What if each fax machine acquired more features and functions as it connected with more fax machines? What if its features multiplied at a faster rate as more fax machines joined the network? N
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Those platforms that don’t help participants to learn faster and faster as they work together will tend to be marginalized over time, especially once learning platforms become more prevalent. And this also applies to the participants.
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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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shared by Doris Reeves-Lipscomb on 10 Feb 15
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How to Find a Job Where You Can Work From Home | Next Avenue - 0 views
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Here are four steps to find a work-from-home job that might be right for you: First, learn about the at-home job market.
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shared by Doris Reeves-Lipscomb on 16 Feb 15
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Hear and now: social media listening for operational decision-making - NixonMcInnes - 0 views
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Social media listening is not a new idea. But it’s usually done in the interests of marketing, reputation, research or customer service. Here – from a serious government body – is recommendation that organisations could use social media listening as real data to inform and assist with operations. It’s recognition that the data shared online, in realtime, by passengers, has more value than as mere reputational currency or customer service fodder.
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How much useful information is being offered that might not be formally addressed to an organisation’s Twitter or Facebook presence?
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shared by Doris Reeves-Lipscomb on 19 Jan 16
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Technology-Enabled Learning Events: What's Now and Next?: Associations Now - 0 views
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overwhelming majority of associations offer technology-enabled learning like webcasts, virtual conferences, and self-paced tutorials.
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five emerging learning formats: massive open online courses (MOOCs), flipped classes, gamified learning, digital badges, and microlearning.
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using technology to repeat, reinforce, or sustain learning after participants complete an educational product or service.
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Nearly a third (31.5 percent) said they do, and 29.4 percent said they plan to do so in the coming year.
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alary history must die too. And while we’re at it, can we put an end to the equally archaic and bizarre corollary practice of asking people for their salary history during negotiation? How is what someone made in a previous job relevant to the current position? Do we care what snacks they ate in their last job too? Salary history is a great way to ensure that people who are underpaid—again, a lot of women and minorities—remain underpaid. I have a friend who passed by several jobs that would have paid her three times what she is making; because she loves and is loyal to a small organization, she decided to remain there as ED, earning $45,000. When she finally left on good terms, a bigger org asked for her salary history and then offered $49,500 to be its ED, because that’s a “generous 10% increase” from what she was making, even though the industry average for an ED of an organization of that size is about $60,000. That’s effed up.
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shared by Doris Reeves-Lipscomb on 16 Dec 15
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Slack Aims to Become a Control Panel for Your Job - The New York Times - 1 views
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About two million people a day now use Slack, mainly to chat with others at work. On Tuesday, the company is unveiling a couple of initiatives that will add new capabilities to the system. The first is an app store that will let developers of business software more easily plug their programs into Slack. Together with its investors, the company is also creating an $80 million fund to invest in apps that can be integrated with Slack.
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Atlassian makes HipChat, one of Slack’s chief rivals, which also offers integration with other applications.
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In its first incarnation, the directory will feature 150 apps that are compatible with Slack, including programs from Google, Twitter, Dropbox and Box.
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“Slack is useful all by itself, but it’s much more useful if all these things are integrated with it,”
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shared by Doris Reeves-Lipscomb on 30 Oct 15
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Collaborative Solutions Newsletter from Tom Wolff and Associates - 0 views
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Himmelman defines coordination as exchanging information and altering activities for mutual benefit and for a common purpose.
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We started with a networking exchange: we had the representatives indicate when each church group served warm meals. This revealed that two churches provided meals on Sundays. When the churches agreed that one would offer a meal on Sunday and the other would serve its meal on Wednesday, we moved from networking to coordination
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Himmelman defines cooperation as exchanging information, modifying activities, and sharing resources for mutual benefit and to achieve a common purpose. Cooperation builds on the exchanges of networking and coordination and adds the new concept of sharing resources.
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visioning process about where they want to go as separate entities, and then they have to determine what parts of their visions are held in common.
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collaboration, which builds on networking, coordination, and cooperation. Our definition already includes the concepts of exchanging information, modifying activities, sharing resources, and having a common purpose. To reach collaboration, Himmelman adds enhancing the capacity of another for mutual benefit and to achieve a common purpose by sharing risks, resources, responsibilities, and rewards.
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Don't Give Up on the Lecture - The Atlantic - 0 views
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According to the data, students exposed to lecture more than other classroom activities showed more significant learning gains than their peers
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Burgan points out that “being clueless in a discussion class is much more embarrassing and destructive of a student’s self confidence than struggling to understand in the anonymity of a lecture.” As a college student, I was often advised by well-meaning adults to sign-up for seminars rather than lectures in order to get “face time.” To be perfectly honest, though, the lecture format, far more than the noisy seminar, enabled me to think deeply about a topic rather than being distracted by poorly planned and redundant comments from peers (often aggravated by a teacher who is reluctant, for fear of being too top-down in terms of pedagogy, to deflect them).
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They are delivered on engaging topics, by engaging people, and they offer time for reflection by the audience. Ever since Susan Cain delivered her 2012 TED talk “The Power of Introverts,”
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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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Adrienne Rich on Why an Education Is Something You Claim, Not Something You Get - Brain... - 0 views
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One of the devastating weaknesses of university learning, of the store of knowledge and opinion that has been handed down through academic training, has been its almost total erasure of women’s experience and thought from the curriculum… What you can learn [in college] is how men have perceived and organized their experience, their history, their ideas of social relationships, good and evil, sickness and health, etc. When you read or hear about “great issues,” “major texts,” “the mainstream of Western thought,” you are hearing about what men, above all white men, in their male subjectivity, have decided is important. And yet Rich is careful to counter any misperception that taking
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Responsibility to yourself means refusing to let others do your thinking, talking, and naming for you; it means learning to respect and use your own brains and instincts; hence, grappling with hard work. It means that you do not treat your body as a commodity with which to purchase superficial intimacy or economic security; for our bodies to be treated as objects, our minds are in mortal danger. It means insisting that those to whom you give your friendship and love are able to respect your mind. It means being able to say, with Charlotte Bronte’s Jane Eyre: “I have an inward treasure born with me, which can keep me alive if all the extraneous delights should be withheld or offered only at a price I cannot afford to give.”
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The difference between a life lived actively, and a life of passive drifting and dispersal of energies, is an immense difference. Once we begin to feel committed to our lives, responsible to ourselves, we can never again be satisfied with the old, passive way.
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Too often, all of us fail to teach the most important thing, which is that clear thinking, active discussion, and excellent writing are all necessary for intellectual freedom, and that these require hard work.
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The contract on the student’s part involves that you demand to be taken seriously so that you can also go on taking yourself seriously.
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The contract is really a pledge of mutual seriousness about women, about language, ideas, method, and values. It is our shared commitment toward a world in which the inborn potentialities of so many women’s minds will no longer be wasted, raveled-away, paralyzed, or denied.