 There's a special place in heaven for women who support other women. By Shelley Zalis
I always say a woman alone has power; collectively we have impact. Traditionally we have been taught to be competitive with one another, because there was such a scarcity of jobs at the top. It’s so clear that strategy doesn’t work. The truth is that raising each other up and channeling the power of collaboration is truly how we’ll change the equation—and have a lot more fun along the way. There is a boys’ club where women never felt comfortable, so we decided to create a Girls’ Lounge more than six years ago where everyone feels like they belong. We discovered two things:
We need to reverse the stereotype that women don’t support other women. There is research that shows women in particular benefit from collaboration over competition. Study after study shows women who support women are more successful in business.
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 Guest post by Nate Regier for Seapoint Center
Ask anyone about “conflict” and you’ll most likely hear negative descriptions such as: painful, damaging, draining, upsetting, disrespectful, demeaning and relationship-destroying. Most people dread conflict and can’t imagine how they could turn conflict into an energy source because they don’t understand what it really is. Conflict is simply energy – the energy caused by a gap between what you want and what you are experiencing. The energy of conflict can be misused in “drama” or it can be harnessed to create something positive and useful. The Cost of “Drama” Drama is created by “struggling against self or others, with or without awareness, in order to feel  It’s impossible to avoid everything that drains you, but you can restructure your day to make the most out of your decision-making power BY DR. JOSH DAVIS
Most tasks, at least for professionals and knowledge workers, lead to some mental fatigue. After all, we are constantly engaging in activities that involve decision making and self-control. The key to limiting mental fatigue is recognizing the work that is most likely to deplete your resources in a substantial way and, when you have any say in the matter, to simply not engage in that work before you want to be at your best. So how can you identify the tasks that lead to mental fatigue and keep you from being incredibly productive? If you feel spent after doing a task, there’s a good chance it is tapping into your self-control. The degree to which tasks take a toll on self-control, decision making, or other executive functions varies with each person. Here are some examples of common activities that can lead to mental fatigue:  The Coaching Group of Switzerland by Nora Battelle, Multimedia Staff Writer at Thrive Global
76 percent of Americans — a clear majority — said they have or recently had a toxic boss, according to new research conducted by Monster and released today. A positive work environment is crucial to performing good work — and to managing your own stress — and leadership often plays a vital part in setting that positive tone. Toxicity, in the survey, took several different forms, and the numbers on all of them were high: 26 percent of bosses, according to Monster’s survey, are “power-hungry,” 18 percent are “micromanagers,” 17 percent are “incompetent” and 15 percent are simply absent (“What boss? He/she is never around,” as the survey phrased it). These numbers are a stark contrast to the 19 percent of employees who see their boss as a mentor and the 5 percent who indicated that their boss is someone with whom they have “the best relationship.” Alan Benson, Ph.D., a professor of Work and Organizations at the Carlson School of Management at the University of Minnesota, explains the significance of these numbers to Thrive Global:......  The Dutch are direct, Canadians are diplomats. How leadership styles vary around the world by Rosamond Hutt, Formative Content World Economic Forum
We know that different cultures prefer different leadership styles. Now new research shows how different countries favour certain character traits at work. If you’re a straight-shooter who likes to tell it as it is, you might fit in well in the Netherlands where employees like their bosses to be direct. On the other hand, if you’re a more diplomatic leader who always wants to keep business conversations affable, you might do better running teams in New Zealand, Sweden, Canada, and much of Latin America. This is according to business psychologists Tomas Chamorro-Premuzic and Michael Sanger, who argue that successful leadership is largely about “personality in the right place”. In an article for Harvard Business Review, they discuss research showing that leaders’ decision-making, communication style and so-called “dark-side tendencies” are influenced by the countries they’re operating in. Here’s a look at how six major leadership styles might fit with working cultures in different geographical locations:  by Marcel Schwantes
Nobody likes to fail. Yet failure is the secret to success. If you haven't been rejected a number of times, the current mantra goes, you just haven't experienced success. Sir Richard Branson, founder of Virgin Group, swears by this premise. At Virgin, they encourage and even celebrate failure. There's an underlying theme there that, without trying something new and failing, it's virtually impossible to innovate and grow. Branson says, "Do not be embarrassed by your failures. Learn from them and start again. Making mistakes and experiencing setbacks is part of the DNA of every successful entrepreneur, and I am no exception." Wherever you are on your career path, it's time to acknowledge that failing is common, no matter how hard you try to avoid it. But here's the thing. There's one superhuman quality -- a mindset -- every person needs to master on their journey of failing forward. Without it, you may as well toss in the towel now and never try again. I speak of resilience.  Strengths and weaknesses both matter, and both are us. by Christopher Peterson Ph.D.
When positive psychologists advocate a strengths-based approach, I hear it as an important correction to decades of interventions (in clinics, schools, and workplaces) that focused on problems and their remediation. I do not hear it as advice to ignore weaknesses and problems or as an assertion that change is only possible if a person is already skilled at something. Somehow this completely reasonable advice has been morphed into the completely unreasonable proposal that only strengths matter, and I have been asked repeatedly about the evidence in favor of addressing only one's strengths if one wishes to achieve a good life. We don't need studies to refute the claim that only strengths matter, just common sense. Regardless of what they do especially well, workers need to have the "strength" of showing up on time, and they need to have the "strength" of being minimally civil to their coworkers. And so on.  by Marcel Schwantes
So much has been written about the burgeoning happiness movement. While combing through my own research and notes on what happy and successful people do, it struck me how intentional they are about choosing the right mindset to become happier and more optimistic. While countless books have been written on happiness, I'm narrowing this article down to a working template for living life to the fullest. Here are seven sure signs of the happiest people. 1. They choose to have healthy relationships. I've learned to be picky over the years about whom I let into my inner circle of friends. Why? Because I believe close relationships are the key to sustaining happiness. One profound longitudinal study proves this. For 80 years, researchers followed 268 men who entered Harvard in the late 1930s through war, career, marriage and divorce, parenthood and grandparenthood, and old age.  Leadership means bringing your team along with you By Adam Schorr
Consider a married couple. He’s spent the last 20 years working on himself. Learning, exploring, discovering. Changing. So has she. Each has been on a journey of enlightenment to become a better person. And they are, in fact, both of them, wonderful people. But they’ve each been on their own journey, and now, while each is one with the universe, they’re not in the same universe. They have nothing left in common. He doesn’t fit in her world. And she doesn’t fit in his. This scenario came to mind recently during a conversation with a financial services executive I advise. He is interested in becoming a more creative leader. And it occurred to me that there are really two dimensions to this challenge. Or any leadership challenge. There’s the internal work of improving yourself. But in parallel, there must also be the work of engaging your team. When you work on yourself but not on your team, two unintended consequences can unfold.  by Tsedal Neeley
When you exchange pleasantries with a co-worker in the elevator, the two of you are building trust. When you stop by a colleague’s office and see their family photographs on a desk, you learn about that person’s life outside the office and, as a result, usually feel closer. Face-to-face meetings, office parties, and opportunities to socialize together after working hours can all contribute to the feeling that your fellow employees will be reliable in what they say and do and that they will act for the good of the team and the organization. You believe they are trustworthy because you’ve developed this feeling over time. So how do you trust a co-worker you barely see in person? |
Self-Help Book / Personal Development
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