Last week, I asked you to send me your leadership challenges. Thanks for the response! Although I’ve received enough for many, many weeks of blog posts, I encourage you to continue to send them my way.
But as you know, teachers' minds immediately turn to what we can do differently next year. Considering the fact that classroom management is one of the biggest challenges teachers face, we are always searching for something that will work."
Facebook adds hashtags, mends missing link to pop culture CNET (blog) Facebook adds hashtags, mends missing link to pop culture. The social network bends to support a mainstream mode of digital expression popularized by a competitor.
A client of mine is closing in on his 61st birthday - He's a baby boomer. He’s also embarking on an amazing career journey, leaving a sort-of safe corporate job to jump back into the start-up pool. Risky?
Empathic distress can also take the form of physical symptoms and a desire to ﬂee. In one case, a man, Francis, couldn’t get through the ﬁrst day of a weekend men’s retreat before he regretted being there. Another participant had shared a story about his abusive girlfriend, and it had upset Francis so much that he started experiencing stomach cramps.
The difference between empathic distress and healthy compassion is our ability to keep our own nervous system steady. The Dalai Lama is reputed to exemplify healthy compassion. When he was told of a horriﬁc death, onlookers reported seeing shock, then sadness flash quickly across his face, after which he seemed to move seamlessly into a place of equanimity. People with healthy compassion can respond to a crisis with the full range of appropriate human emotions without shutting down or becoming emotionally triggered.
Therapists Seana McGee and Maurice Taylor explain the dark side of compassion.By: Seana McGee & Maurice Taylor
Culture is hot. In our discussions and work with leaders in business, government, and not-for-profit organizations, we have observed a markedly increasing emphasis on culture—for a host of reasons.
Leaders trying to reshape their organization’s culture are asking: How can we break down silos and become more collaborative or innovative? Others, struggling to execute strategy, are wondering: How do we reconnect with our customers or adapt more proactively to the new regulatory environment?
Leaders overseeing a major transformation want to know how to spark the behaviors that will deliver results during the transformation—and sustain them well beyond. Those involved with a postmerger integration grapple with how to align the two cultures with the new operating model—and reap the sought-after synergies. And those simply seeking operating improvements often ask: How can we become more agile? Accelerate decision making? Embed an obsession for continuous improvement throughout the organization?
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