Fascinating insights from Deloitte and Harvard Business Review helped me understand the role of personality in workplace interactions, and allowed me to re-interpret my relationships with colleagues and peers more productively
Embrace reality and deal with it. Fail well. Understand that tension is key to great relationships. Invest time getting in sync. Ring the Bell Provide constant feedback, feedback accurately not kindly. Brilliantly laid-out wisdom from Ray Dalio. But I found an unexpected and deeper truth in Dalio’s work beyond the expected focus on transparency, honesty and feedback.
Humans spent >99% of our evolutionary history in natural environments. But in the modern world we can interact with nature surprisingly little, yet science shows some surprising benefits from simple things such as “grounding” (walking barefoot on ground).
Building empathy and connection are key to engagement, satisfaction and can also improve functioning of teams (through increased feeling of “psychological safety”). Ring the bell and celebrate key milestones.
6 Things You Need to Recover From Every Day – via Thrive Global
Being busy and being productive are not the same thing. Most people try and do too much. True personal growth is sustainable – to do so means making an effort to recover from the following each day: work, people, fitness, technology food and being awake.
From the moment we wake in the morning, we’re tempted.Reach for the phone. Check texts. Read email. Scroll through social feeds. Even though mobile devices have increased our access to information and ability to communicate with others, they’ve also introduced barriers that could negatively impact our work. By understanding how to distance ourselves from distractions and improve time management, we have a better chance to dive deeper into our thinking and reach new heights of productivity.
Laszlo Bock (ex-SVP of people management at Google) lifts the lid unexpectedly candidly on the real stories behind some of the people management innovations that have made google such a success. It’s a must for anyone who has ever thought hard about how to motivate high performing teams.
McKinsey believe that one should focus on activities not occupations when it comes to the impact of automation. They reckon that 45% of the activities in the US economy could be automated with currently proven technology …
Why do some messages stick around for thousands of years (“The boy who cried wolf”) but others barely register? If we know how to make messages stick, can we make worthy messages “stickier”? Great insights here from the brothers Chip & Dan Heath.
Multi-teaming (assigning people to a number of teams) has become ubiquitous, in response to the need to solve complex problems and manage resources efficiently. Particularly in knowledge work. But it has a dark side