Tweddle Group Outward Mindset

What a great reminder!

"The researchers found that compared to workers in the non-certified buildings, workers in the green-certified buildings had 26 percent higher cognitive function scores, reported 30 percent fewer "sick building" health symptoms, and saw 6.4 percent higher "sleep quality scores" (as measured by wearable sleep monitors). This research follows a bombshell 2015 study by the same group that found elevated indoor carbon dioxide (CO2) has a direct and negative impact on human cognition and decision-making - at CO2 levels that most Americans (and their children) are routinely exposed to today inside classrooms, offices, homes, planes, and cars."

By Courtney Lukitsch, Founder and Principal, Gotham PR Building a great, solid team is at the heart of any business-whether you're on the agency or client-side. While the term "team" is bandied about with tremendous frequency and import, it's that rare firm that takes the time to identify the core values that each team member within the organization-and the team as a whole-possesses.

The basics of meeting preparation (things like inviting the right participants and testing equipment) can feel like second nature for many who are familiar with the routine. But beyond logistics, anxiety can arise for individuals who are less comfortable with what happens off-script during meetings. Concern around asking the right questions, having the right responses and utilizing meeting time productively often distracts from the end goal. But there's a way to cut through meeting anxiety, and it's centered on helpfulness.

The romance of goal-setting captures our attention at least once a year (looking at you, New Years). We want to run marathons, we want to write books, we want to fall in love, we want to get in shape-we want to follow through on our commitments and reach the goals we've set for ourselves, but it's all easier said than done.

"A good leader should always ... " How you finish that sentence could reveal a lot about your leadership style. That's the idea behind a management survey tool called the Leadership Development Profile. Created by psychologist Susanne Cook-Greuter and professor Bill Torbert, the survey relies on a set of 36 open-ended sentence completion tasks to help researchers better understand how leaders develop and grow.

After reading the material I realized how important these concepts are to leadership and that we were missing this aspect of leadership in our curriculum. We were teaching leadership theories and leadership skills (like giving good briefings, or being a good listener), but not focusing on the interpersonal aspect of leadership. The Arbinger material brings home for the students the relational side of leadership. Also, the students really connect with the stories and enjoy how the books are written as a narrative rather than a list of points to memorize. This material is a needed break from the endless stream of PowerPoint bulleted lists they get in most classes these days.

I LOVE this, especially "They don't let anyone limit their joy" - great read!

Beautiful expression of what an "inward mindset" can do.

'Walk a mile in their shoes' - a very compassion attitude towards others. Thank you for posting article, Joe!

Joel Peterson, a Robert L. Joss Consulting Professor of Management at Stanford Graduate School of Business implies that the reason many leadership attempts eventually fail can be attributed to a lack of trust. "Trust is more powerful than power itself," he remarked in a recent article. Thus whether your title is CEO, HR Director, or Sales Manager, your power as a leader does not lie in the position itself, but in your ability to build trust with those around you.

Great article, Joe! Key lesson - "As you strive to value one another and hold each other accountable, the trust you gain will enable unlimited space for innovation, collaboration, and success as a leader."

"Researchers have built an artificial neuron"

While I might consider another's lifestyle choices to be negative or reprehensible, viewing their burdens through the lens of my pat solutions ultimately hinders my ability to understand them. And seeking to understand their behavior without condoning it is essential to true helpfulness.

From the Anatomy of Peace

When we feel bugged by others, usually we demand a different response from them than we ourselves are willing to give. When neither we nor another are caring for each other, for example, we can get quite upset at the other's lack of care. We operate with an oxymoronic illogic: I'm upset because you are doing precisely what I am doing!

From my point of view, we tend to go astray when developing leaders by often jumping to the desirable or corrective action too early without inviting those leaders to look at the situation with different understanding, perspective and interpretation. In other words, we are not trying to shift the way they think prior to changing the way they do.