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Big Data, Challenging HR Beliefs to Build Better Workers

Big Data, Challenging HR Beliefs to Build Better Workers | Careers & Self-Aware Strength | Scoop.it

"Work history does not matter as much as we think it does, and bosses matter more — these are findings from an emerging field called work-force science."

  

...Work-force science, in short is what happens when Big Data meets H.R.

   

....“This is absolutely the way forward,” says Peter Cappelli, director of the Center for Human Resources at the Wharton School of the University of Pennsylvania. “Most companies have been flying completely blind.”

  

Today, every e-mail, instant message, phone call, line of written code and mouse-click leaves a digital signal. These patterns can now be inexpensively collected and mined for insights into how people work and communicate, potentially opening doors to more efficiency and innovation within companies.


For example:


...Tim Geisert, chief marketing officer for I.B.M.’s Kenexa unit, observed that an outgoing personality has traditionally been assumed to be the defining trait of successful sales people.

But its research, based on millions of worker surveys and tests, as well as manager assessments, has found that the most important characteristic for sales success is a kind of emotional courage, a persistence to keep going even after initially being told no.

Deb Nystrom, REVELN's insight:

There are many implications for using the results for also helping individuals find more successful and satisfying career paths as well.  ~  D

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Deb Nystrom, REVELN's curator insight, April 21, 2013 11:01 PM

This may explain a few things, and encourage more focus on the hiring process and less on over-managing what comes after.  ~  D

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Infographic: The 10 Most Important Work Skills in 2020

Infographic:  The 10 Most Important Work Skills in 2020 | Careers & Self-Aware Strength | Scoop.it

Source:  The Atlantic cited a paper by the  Institute for the Future (IFTF) has been a leader in advancing foresight methodologies, from the Delphi technique, a method of aggregating expert opinions to develop plausible foresight, to integrating ethnographic methods into the discipline of forecasting, and recently to using gaming platforms to crowdsource foresights. 


Via the Change Samurai
Deb Nystrom, REVELN's insight:

Worth a look, including learning about how to superstruct.   From the report:

To “superstruct” means to create structures that go beyond 

the basic forms and processes with which we are familiar. It 

means to collaborate and play at extreme scales, from the 

micro to the massive.

Learning to use new social tools to work, to invent, and to govern at these scales is what the next few decades are all about. 

 

   ~ Deb

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When Will Your Career Peak? New Survey Research Reveals Differences by Gender & Generation

When Will Your Career Peak? New Survey Research Reveals Differences by Gender & Generation | Careers & Self-Aware Strength | Scoop.it

"According to a new survey of over 1,000 male and female professionals released by Citi and LinkedIn, the age that you think your career will peak appears to be a moving target - getting further away as you move from one generation to the next."

"The survey illustrates that career satisfaction and success are not just end goals - they're both moving targets," said Linda Descano, President and CEO of Women & Co. "While the age at which professionals believe they will peak varies by generation, most expect the high point of their career to occur within the next several years.

Yet at the same time, they believe that the happiest moment of their careers was several years in the past, suggesting that peak satisfaction does not necessarily mean the height of career success."

     
The survey also found significant differences in the way that women and men define career satisfaction - illustrated in the infographic. 

  • Men were more likely than women to equate career satisfaction with a "good salary", while women rated salary, "doing what I love," and "being challenged" as equally important to their satisfaction.  
     
  • Further, women are more likely than men to equate career satisfaction with "making an impact on the world" and "helping people".   
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Deb Nystrom, REVELN's insight:

From the survey it shows that the happiest point in careers of those surveyed were several years in the past  I wonder if the 2008 recession had an impact on the findings, along with the satisfaction differences by  gender.   ~  Deb 

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A Life Beyond 'Do What You Love' ~ Getting the Context of Life Right

A Life Beyond 'Do What You Love' ~ Getting the Context of Life Right | Careers & Self-Aware Strength | Scoop.it

"Is “do what you love” wisdom or malarkey? Is it time to reconnect the  traditional link between work and duty?"


____________________
   
...[Does] work itself possesses an inherent value...[a] connection between work, talent and duty?

____________________

    

In a much discussed article in Jacobin magazine early this year, the writer Miya Tokumitsu argued that the “do what you love” ethos so ubiquitous in our culture is in fact elitist because it degrades work that is not done from love. It also ignores the idea that work itself possesses an inherent value, and most importantly, severs the traditional connection between work, talent and duty.

     

When I am off campus and informally counseling economically challenged kids in Northfield, Mi….They are accustomed to doing whatever they need to do to help out their families.

       

…You may [also] know the tale of Dr. John Kitchin, a.k.a. Slomo, who quit his medical practice for his true passion — skating along the boardwalk of San Diego’s Pacific Beach. But is it ethical for the doctor to put away his stethoscope and lace up his skates?     
     

The universally recognized paragons of humanity — the Nelson Mandelas, Dietrich Bonhoeffers and Martin Luther Kings — did not organize their lives around self-fulfillment and bucket lists. They, no doubt, found a sense of meaning in their heroic acts of self-sacrifice, but they did not do what they were doing in order to achieve that sense of meaning. They did — like my father and some of those kids from town — what they felt they had to do.


Photo credit:  Nelson Mandela - Flickr "South Africa The Good News" www.sagoodnews.co.za.jpg
 

 

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Deb Nystrom, REVELN's insight:

This article does a great job of asking, what's important and to whom, when making career decisions.  It also resonates in our family.  The author, Gordon Marino, is a professor of philosophy at St. Olaf College, the recent alma mater of my son, who now serves in the Navy. 
    
My husband, a computer database administrator by day, had once considered the ministry as a profession.  He also found this article of interest. As for me, my first job fresh out of college was as a career advisor in a large university, after having worked as a work/study student in the same office for 3 years.  Professor Marino's highlights the tension of responsibility to the world as well as to ourselves.  This resonates with the his combo question of love, passion, fulfillment and duty - ALL a part of career choices, and perhaps a part of our hidden privilege or elitism.
       

If this piece resonates with you, feel free to comment and/or pass it on. ~ Deb

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9 Ways to Boost Meaning in Your Job - The New York Times & Jane Dutton, UMich

9 Ways to Boost Meaning in Your Job - The New York Times & Jane Dutton, UMich | Careers & Self-Aware Strength | Scoop.it

How to create meaningful work?  The real solution is to redesign work to make it fit our personal need for meaning, including CHANGING TASKS, RELATIONSHIPS and PERCEPTION.

Pioneering psychologists like Amy Wrzesniewski, an associate professor at Yale, and Jane E. Dutton, a professor at the University of Michigan have been studying the nature of meaning at work for over a decade now. Their work is enabling us to begin to understand how we can take control of the meaning we experience at the office.

In studying job crafting, the process of redesigning a job to boost meaning, they found that people could increase their sense of purpose by adjusting their tasks, relationships and approach to their work. These are all actions we can take in just about any job. They don't require re-writing your job description.


... job crafting...is used by the people who report the greatest meaning in their work.

Deb Nystrom, REVELN's insight:

When I look back on the most blissful, exciting, rewarding aspects of my work over the years, it does relate to creating the path, and emphasizing relationships and cultivating perceptions.  It's a helpful post about meaning-making in and through our careers. ~  D

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Personality Research Says Change in Major Traits Occurs Naturally - Wall Street Journal

Personality Research Says Change in Major Traits Occurs Naturally - Wall Street Journal | Careers & Self-Aware Strength | Scoop.it

Personality Research Says Change in Major Traits Occurs Naturally ~ Wall Street Journal.   Psychologists label five personality traits and explain which increase and decrease with age.

_____________________
   
"Many people become more agreeable, dependable and emotionally stable, and also more introverted." 

_____________________
 

But in a new twist with lots of ramifications for therapists, researchers have learned that being happy to begin with may help change your personality.
 

A study published online in January in the Journal of Personality analyzed personality and well-being data from more than 16,000 Australians who were surveyed repeatedly between 2005 and 2009. The researchers found people who were happy in 2005 tended to become more emotionally stable, more conscientious, more agreeable and—perhaps most intriguingly—more introverted over the next four years.


Via Santosh Kumar Nair
Deb Nystrom, REVELN's insight:

Helpful to know, and to understand, with age.  Heads up therapists!  It also is consistent with Jungian psychology.  ~  D

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The Seven Year Rebound: Washtenaw County to add 12,500 jobs in the next three years

The Seven Year Rebound:  Washtenaw County to add 12,500 jobs in the next three years | Careers & Self-Aware Strength | Scoop.it

Washtenaw County is expected to add more than 12,500 jobs over the next three years, building on four consecutive years of steady job gains in the area - based on a 2014-2016 economic forecast conducted by University of Michigan economists George Fulton and Donald Grimes for The Ann Arbor News.

________________
   
“We are diversifying...so that we are more resilient...a downturn...doesn’t cause the entire economy to turn in a negative direction.”

~ Paul Krutko, CEO, Economic Development,

    Ann Arbor SPARK
________________

     

The jobs forecast is upbeat for the area; it shows Washtenaw County is in the midst of a seven-year economic rebound that will result in 31,147 job additions from the bottom of the downturn in 2009 through 2016.
 

….“…in the state and many of its constituent localities, they’re not even close to getting back all of the jobs being recovered, and (Washtenaw County has) and we’re gaining on top of that,” Fulton said in an interview.


…employment in Washtenaw County has shifted dramatically since 1990...“a shift from a very predominantly manufacturing focused economy in the Ann Arbor region to one that, right now, is equal in terms of manufacturing and professional technical jobs,” said Paul Krutko, CEO of economic development group Ann Arbor SPARK.

 

“We are diversifying our economy so that we are more resilient. If there’s a downturn in one area of the economy, it doesn’t cause the entire economy to turn in a negative direction,” he added.
 

Read the full post here:


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Deb Nystrom, REVELN's insight:

This is great news, overall, for Washtenaw County, from economists with a great track record.  Barring any "Black Swan" events, the diversified economy that is developing should help this area be more resilient, and even more "Anti-Fragile"  (adaptive & sustainable) in years to come. ~  D

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9 out of 10: Out of Work, Out of Benefits and Running Out of Options

9 out of 10: Out of Work, Out of Benefits and Running Out of Options | Careers & Self-Aware Strength | Scoop.it
Short-term unemployment has fallen to its prerecession level, but long-term unemployment remains more than twice as high as it was in 2007.

      

...New research by Alan B. Krueger, the former chairman of President Obama’s Council of Economic Advisers, and his co-authors found that only one in 10 workers who had been unemployed over an extended period of time in a given month between 2008 and 2012 had returned to full-time work a year later.


__________________________

     

...it also appears that employers discriminate against the already out-of-work... 

__________________________

      

In part, that might be because the long-term jobless become discouraged and reduce the intensity of their job searches. But it also appears that employers discriminate against the already out-of-work. Rand Ghayad, a researcher with the Massachusetts Institute of Technology, performed a study showing that businesses were more likely to call back a working candidate with no relevant experience than a long-term jobless candidate with relevant experience.

Deb Nystrom, REVELN's insight:

So many are struggling, and foreclosures continue.  This sheds new insights into the longer term underemployed and unemployed, especially those over 50.
     

This is also a local phenomenon, sobering after seeing quote by an HR executive in a large, local institution who was quoted as part of a leadership panel as describing her desire to change the culture of employees keeping their jobs for a long period of time, a person herself having a long tenure with the institution.  
     
Fresh faces and new, external experiences can add creativity and invigorate, which is so important to creating adaptive cultures. For a new perspective, take a look at Microsoft's restructuring to functions not divisions.  Here's  a sample quote:  "What is a system favoring careerism worth if it’s to the detriment of the rest of the company, of customers, of stakeholders ? Nothing."

Yet, are executives helping exiting employees or simply taking the easier solutions of cutting jobs and adding to the problem rather than solving it?  ~  D

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Dealing with Stupid Job Interview Questions & Soul-Crushing Jobs

Dealing with Stupid Job Interview Questions & Soul-Crushing Jobs | Careers & Self-Aware Strength | Scoop.it

"She could see ...that no one with spark and self-esteem would thrive in that company. ...It's not you... You are fine. It's the combination of talent-repelling job ads, Black Hole application systems, and thoughtless, soul-crushing interview processes that make a job search so hard on your emotions.


__________________________
   

...you may get hired into a job that will suck your life force away. 
 
__________________________

     

...They may ask you idiotic interview questions and work hard to make the relationship "I'm in charge - you're dogmeat" abundantly clear [in] your interview conversation.


...you may get hired into a job that will suck your life force away. 
 

The good news is that slowly, the tide is turning. ...the pace of change toward a mojo-fueled work world has accelerated dramatically.


Meanwhile, the stupid questions, include:  


1. If you were an animal, what kind of animal would you be?
     

2. With all the talented candidates, why should we hire you?
    
3. What's your greatest weakness?

YOU: Great question! I used to obsess about my weaknesses when I was younger. I took classes and read books ,,,then over time it occurred to me that I should be focusing on the things I do well, like designing financial reports. ...I steer myself toward the work that jazzes me and where I can make the biggest impact.

     

4. Where do you see yourself in five years?

Really, are people still hearing this ancient interview question in 2014? 

    

Read the full article here.

      

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Deb Nystrom, REVELN's insight:

There are reasons certain jobs are repeatedly posted or stay open for as long as 6 months.  Liz Ryan's "Human Voice" interests includes creating more human and humane workplaces .  She helps put bureaucratic, low value interview processes in their place.  ~  D

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Google's Interviewing Shift and 5 Culture Hiring Attributes. What Are Yours?

Google's Interviewing Shift and 5 Culture Hiring Attributes. What Are Yours? | Careers & Self-Aware Strength | Scoop.it
At Google, a set of five key attributes guides every hiring decision. You already have your own set of principles--you just have to identify them.

      

Hiring is very serious business at Google. …Recently, Google dropped their famed complicated brainteasers, because they found out they were “a complete waste of time." …[Instead],they began conducting "structured behaviorial interviews" to learn more about candidates' real-world experience.


_______________________
   

4)  Humility to accept the better ideas of others and to take a strong position but then change in the face of new facts

    

_______________________

 

     

Google has a set of five hiring attributes it applies throughout the company:

      

  • 1)  The ability to learn and pull together disparate pieces of information on the fly
      
  • 2)  Emergent leadership, in which employees take leadership roles in a team when appropriate and then step back and let someone else lead
      
  • 3)  Ownership of work and projects
      
  • 4)  Humility to accept the better ideas of others and to take a strong position but then change in the face of new facts
     
  • 5)  Last, and least, is expertise, because the answers may be obvious to an intelligent person and habitual practice might skip useful new answers
      

Copy[ing] Google's list [would be] nothing more than slavish imitation. …any company will likely have a set of personal characteristics that help employees succeed, given the industry and its maturation, business model, strategic imperatives, and other characteristics.

        

….Whatever the particular [success] mix is for your company, it already exists. …step back and see what [your successful staffers] have in common.


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Deb Nystrom, REVELN's insight:

Behavioral interviewing has been around awhile.  I've taught it, I've been interviewed using it.  The key part of this piece is that Google is not innovating when it comes to their interviewing techniques, rather they are catching up - using success qualities, rather than expertise as a key differentiator of who and what is really important to YOUR company's success.  ~  D

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What Drives Success?

What Drives Success? | Careers & Self-Aware Strength | Scoop.it

Culture pushes some groups to achieve. We can learn from them.


Cultural forces at work:  strikingly successful groups in America today share three traits that, together, propel success.


1) a superiority complex — a deep-seated belief in their exceptionality

2) the opposite — insecurity, a feeling that you or what you’ve done is not good enough, and

3) impulse control.
      

Any individual, from any background, can have what we call this Triple Package of traits. But research shows that some groups are instilling them more frequently than others, and that they are enjoying greater success.

         

...But this success comes at a price. Each of the three traits has its own pathologies. Impulse control can undercut the ability to experience beauty, tranquillity and spontaneous joy. Insecure people feel like they’re never good enough. 


...Even when it functions relatively benignly as an engine of success, the combination of these three traits can still be imprisoning — precisely because of the kind of success it tends to promote. Individuals striving for material success can easily become too focused on prestige and money, too concerned with external measures of their own worth.

Deb Nystrom, REVELN's insight:

The return of insecurity has a balancing effect, it would seem, among the grand landscape of American grit & determination culturally, not ethnically.

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99 Things Wildly Intelligent People Refuse To Do

99 Things Wildly Intelligent People Refuse To Do | Careers & Self-Aware Strength | Scoop.it

"Intelligent people are normal people who have mastered the art of refusal.   The more intelligent choices you make, the better your life will be.  Being intelligent always involves a decision. 

  

A decision is not just choosing what you will do, but also, more importantly, choosing what you will NOT do.

   

1. Sacrifice their health to their goals. 

   

3. Sacrifice their goals to relationships. 


5. Plan everything. – No plan survives contact with reality.


7. Be manipulated by friends and family. 


14. Multi-task.


15. Focus on only one thing.   Multiple projects equal multiple successes.


16. Pigeonhole themselves. – Reinvent yourself often and stay active in more than one industry. Strive to constantly increase your options.


26. Quit at every plateau. 


28. Never be present.  


48. Not simplify. - To paraphrase Einstein, everything should be made as simple as possible…


49. Oversimplify. – …but not simpler.

   

48. Not simplify. - To paraphrase Einstein, everything should be made as simple as possible…

     

49. Oversimplify. – …but not simpler.

   

83. Stop reading for pleasure. 

   

95. Ignore feelings. -

Deb Nystrom, REVELN's insight:

The list i s a useful test of what business dogma we might not realize we're buying into.  ~ D

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AnnC's curator insight, June 3, 6:45 PM

Are you using your intelligence?  What have  you sacrificed?

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Why Your Employees Want To Leave - Time to Install 21st Century Values

Why Your Employees Want To Leave - Time to Install 21st Century Values | Careers & Self-Aware Strength | Scoop.it

Dana Theus, in "The Values Revolution", dares leaders and managers to look into why employees want to leave their jobs.


Employees are exhausted by the cut-throat, grab what you can, self-centered leadership and management actions that have dominated 20th century business and have too often characterized the path to which results were achieved.


Employees are leaving seeking workplaces that value people and outcomes grounded in purpose and meaning.


...cooperation, communication, and sharing, are leadership actions that lead to prosperity in today’s hyper connected workplaces. 

    

.... [it is the] responsibility on the individual leader to own their response to the abysmal work environment that is suffocating our workplaces.

      

...[instead, change] life-sucking workplaces to discover joy, optimism and possibility at work.



Deb Nystrom, REVELN's insight:

This reminds me of Adam Grant's recent research featuring the high performance results of Giving Cultures, vs. Matching or Taking.   21st century values may let go of  "Mad Men" macho culture for good, for the sustainable, high performance it creates.  ~  D

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Robin Martin's curator insight, January 7, 9:26 PM

Absolutely true Deb...and it's usually the best employees that are looking to leave!

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We Say We Like Creativity, but We Really Don’t

We Say We Like Creativity, but We Really Don’t | Careers & Self-Aware Strength | Scoop.it

"We are taught that our own creativity will be celebrated...and that if we have good ideas, we will succeed.   It’s all a lie."


_____________________
     
..everyone I spoke with agreed on one thing—unexceptional ideas are far more likely to be accepted than wonderful ones.

_____________________

     

“We think of creative people in a heroic manner, ... but the thing we celebrate is the after-effect,” says Barry Staw, a researcher at the University of California–Berkeley business school who specializes in creativity.


Staw says most people are risk-averse. He refers to them as satisfiers. “As much as we celebrate independence in Western cultures, there is an awful lot of pressure to conform,” he says. Satisfiers avoid stirring things up, even if it means forsaking the truth or rejecting a good idea.  



_____________________    

     

most people are risk-averse.....

   

_____________________    

     

Even people who say they are looking for creativity react negatively to creative ideas, as demonstrated in a 2011 study from the University of Pennsylvania. ...People’s partiality toward certainty biases them against creative ideas and can interfere with their ability to even recognize creative ideas.
    
...everyone I spoke with agreed on one thing—unexceptional ideas are far more likely to be accepted than wonderful ones.

 the pain of rejection is like the pain of training for a marathon—training the mind for endurance. Research shows you’ll need it. Truly creative ideas take a very long time to be accepted. The better the idea, the longer it might take. Even the work of Nobel Prize winners was commonly rejected by their peers for an extended period of time.

Deb Nystrom, REVELN's insight:

A good read for creatives, who probably already know it's about getting comfortable with being uncomfortable.  

“Creativity takes courage. ” 
― Henri Matisse

 

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Get Honest: PepsiCo CEO Indra Nooyi: No, Women Can't Have It All

Get Honest:  PepsiCo CEO Indra Nooyi: No, Women Can't Have It All | Careers & Self-Aware Strength | Scoop.it
PepsiCo CEO Indra Nooyi said she doesn't think that women can "have it all," adding that a career requires women to sacrifice some aspects of motherhood.


Nooyi says there's no way to square a high-pressure career with raising kids.  "My observation, David, is that the biological clock and the career clock are in total conflict with each other. Total, complete conflict. 


When Indra Nooyi's daughter complained that she didn't attend school events, Nooyi developed coping mechanisms:
I called the school and I said, "give me a list of mothers that are not there." So when she came home in the evening she said, "You were not there, you were not there." And I said, "ah ha, Mrs. Redd wasn't there, Mrs. So and So wasn't there. So I'm not the only bad mother."


Deb Nystrom, REVELN's insight:

Her stories are telling and sense-making about executive rank, long hours, and need for extended family and others to make it work, and the reality of the impact on family relationships.  ~  D

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Do you work for a White-Collar Salt Mine? How to Change it Up

Do you work for a White-Collar Salt Mine?  How to Change it Up | Careers & Self-Aware Strength | Scoop.it
Excessive demands are leading to burnout everywhere.


Srinivasan S. Pillay, a psychiatrist and professor at Harvard Medical School who studies burnout, surveyed a random sample of 72 senior leaders and found that nearly all of them reported at least some signs of burnout and that all of them noted at least one cause of burnout at work.


_____________________
   
Employees are vastly more satisfied and productive, when four of their core needs are met:  physical, emotional, mental and spiritual... 

_____________________

       

Demand for our time is increasingly exceeding our capacity — draining us of the energy we need to bring our skill and talent fully to life. …Digital technology …exposies us to an unprecedented flood of information and requests…


The Energy Project (article authors) partnered with the Harvard Business Review last fall to survey 12,000 mostly white-collar employees across a broad range of companies and industries, a manufacturing company with 6,000 employees, and a financial services company with 2,500 employees. The results were remarkably similar across all three populations.
Employees are vastly more satisfied and productive, when four of their core needs are met:

1) physical, through opportunities to regularly renew and recharge at work;

  
2) emotional, by feeling valued and appreciated for their contributions;


3) mental, when they have the opportunity to focus in an absorbed way on their most important tasks and define when and where they get their work done; and


4) spiritual, by doing more of what they do best and enjoy most, and by feeling connected to a higher purpose at work.

THE more effectively leaders and organizations support employees in meeting these core needs, the more likely the employees are to experience engagement, loyalty, job satisfaction and positive energy at work, and the lower their perceived levels of stress.


...A truly human-centered organization puts its people first — even above customers — because it recognizes that they are the key to creating long-term value. Costco, for example, pays its average worker $20.89 an hour, Businessweek reported last year, about 65 percent more than Walmart, which owns its biggest competitor, Sam’s Club. Over time, Costco’s huge investment in employees — including offering benefits to part-time workers — has proved to be a distinct advantage.

Deb Nystrom, REVELN's insight:

This is updated research is useful for looking at how a unhealthy work environment structure  is bad for business as well as for individual leaders and professionals.  From the article:  "the way people feel at work profoundly influences how they perform."  The Costco example is a case in point.  ~ D

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Women CEOs and the Glass Precipice: New Research on Why

Women CEOs and the Glass Precipice:  New Research on Why | Careers & Self-Aware Strength | Scoop.it

Carly Fiorina, forced out. A MERE 5% of the chief executives of the world’s biggest companies are women. And they are more likely to be sacked than their more numerous male colleagues: 38% of the female CEOs who left their jobs over the past ten years were forced to go, compared with 27% of the men. 
     
In the Strategy& study, the clumsy new name for Booz & Company, 35% of female CEOs are hired from outside the company, compared with just 22% of male ones.

  • Outsiders generally have a higher chance of being kicked out, 
  • Generate lower returns to shareholders
  • Outsiders are less likely to have a support network of friends who can rally around when times get tough. 
         

Carly Fiorina, dropped as HP’s boss in 2005, made things worse by inviting such publicity. But the same is not true of, say, Ginni Rometty, the lower-profile boss of IBM (promoted from within the company in 2012), who is under fire over the firm’s performance.


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  • Stay in touch with Best of the Best news, taken from Deb's  NINE multi-gold award winning curation streams from @Deb Nystrom, REVELN delivered once a month via email, available for free here,via REVELN Tools.

                    

                   

                              


Deb Nystrom, REVELN's insight:

This is a useful gender perspective on leadership development and, as the article concludes, a call to action on 1) developing the leadership pipeline for female future CEOs,  2) helping to prevent raiding because of scarce supply, (and it's counterproductive anyway, the research suggests) and 3) increasing success by having more women to promote from within.  ~  Deb

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Deb Nystrom, REVELN's curator insight, May 6, 9:17 AM

The change leader implication, as described in the article, is the call to action on 1) developing the leadership pipeline for female future CEOs,  2) helping diminish raiding due to scarce supply, which tends to be counterproductive for women's careers anyway, and 3) increasing success by having more women available to promote from within.  ~ Deb


Also posted to Careers and Self-Aware Strength.

Tamkin Amin's curator insight, May 15, 5:03 PM

hmmm... I find this interesting.

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The Cheerleaders Rise Up - Sexism, Wages, Power & Football, Circa 2014

The Cheerleaders Rise Up - Sexism, Wages, Power & Football, Circa 2014 | Careers & Self-Aware Strength | Scoop.it

In 2014, the cheerleaders revolted. This January, rookie NFL cheerleader Lacy T. kicked things off when she filed a class action lawsuit against the Oakland Raiders, alleging that:

  • the team fails to pay its Raiderettes minimum wage,
  • withholds their pay until the end of the season,
  • imposes illegal fines for minor infractions (like gaining 5 pounds), and forces cheerleaders to pay their own business expenses (everything from false eyelashes to monthly salon visits). 


Within a month, Cincinnati Bengals cheerleader Alexa Brenneman had filed a similar suit against her team, claiming that the Ben-Gals are paid just $2.85 an hour for their work on the sidelines. And Tuesday, five former Buffalo Bills cheerleaders filed suit against their own team, alleging that the Buffalo Jills were required to perform unpaid work for the team for about 20 hours a week.

Deb Nystrom, REVELN's insight:

Good for them.  From all appearance, this sounds like a very creepy, patriarchal abuse of women, sexuality, pay and power.  It goes with the companion post in "Careers & Self-Aware Strength"  Do You Have What It Takes to Be a Secretary? A 1959 Flashback   featuring 50's style wage sexism that is still around today, 2014.  


For example of the creepy sexism 2014 style, note "NFL teams like the Raiders extend the patriarch metaphor by encouraging cheerleaders to see the team as a “family” (not an employer), refer to their squad mates as “sisters” (not co-workers), and implying that they’ll break the “sisterhood bond” if they step out of line."

Even creepier, "NFL teams...enforce expectations for the way their cheerleaders look ...while rewarding them, not with money, but with the supposed prestige of appearing as one of their city’s most desirable women."

It's time to put a stop to it, and let's hope the law is on their side. "We've still got a long way to go, baby!" ~ D

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Do You Have What It Takes to Be a Secretary? A 1959 Flashback and Women's Work Today

Do You Have What It Takes to Be a Secretary? A 1959 Flashback and Women's Work Today | Careers & Self-Aware Strength | Scoop.it

Question 1:   Do you have "a natural flair for organizing the activities of others?"

In honor of Administrative Professionals Week, last year the National Archive'sText Message blog dug up some wonderful materials capturing what it was like to be a secretary in mid-century America. 

....Secretarial work is the most common job for women in America today, just as it was in 1950. And, "according to the U.S. Census," they add, "96% of the approximately 4 million people who identify themselves today as secretaries (or something similar) are women."

Deb Nystrom, REVELN's insight:

That old Virginia Slims (smoking) ad about "You've come a long way, baby" seems a little out of place while reviewing these past and present statistics about women in , shared during Administrative Professionals Week.  ~  D

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Ditch the Myths: The Difference Between Successful and Very Successful People

Ditch the Myths:  The Difference Between Successful and Very Successful People | Careers & Self-Aware Strength | Scoop.it

Many of us have been sold a bill of goods.  

We’ve been sold on a heroic ideal of the uber-man and super-women who kill themselves saying yes to everyone, sleeping four hours a night and straining to fit everything in. 


Examples from the list:

Myth 1: Successful people say, "If I can fit it in, I should fit it in."

Truth: Very successful people are absurdly selective.

     

Myth 2: Successful people sleep four hours a night.

Truth: Very successful people rest well so they can be at peak performance.

      

Myth 4: Successful people are the first ones to jump in with an answer.

Truth: Very successful people are powerful listeners.


Related tools & posts by Deb:

         

  • Stay in touch with Best of the Best news, taken from Deb's  NINE multi-gold award winning curation streams from @Deb Nystrom, REVELN delivered once a month via email, available for free here, via REVELN Tools.

       

                

           




Deb Nystrom, REVELN's insight:

I just  finished working with a colleague's horse-guided leadership development program for a day this weekend.  One large take-away from one of the executive MBA clients (all in day jobs in local companies), was this:   Active listening to others is essential.

The other myths listed, such as focusing on what YOU can do better, play, creativity, matter to the MOST successful people.  ~  D 

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Your One Big Life: How to Be Anti-Fragile through Downturns, Upturns and Turnarounds

Deb Nystrom, REVELN's insight:

This is our SlideShare of our recent presentation at the University of Michigan, the Women of Color Task Force career conference.  A photo set and session references are also listed on my recent speaking events page here.  More info is at  REVELN Tools here including a summary of Nicholas Nassim Taleb's quotes from AntifragileThings That Gain From Disorder.


See the photo set from the Open Space session here.  


Sign up for the BEST of the BEST news (delivered monthly, unsubscribe at any time) there as well. ~ D

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Leaders, It Doesn't Balance ~ Instead, Integrate Your Career and Personal Life | HBR

Leaders, It Doesn't Balance ~ Instead,  Integrate Your Career and Personal Life | HBR | Careers & Self-Aware Strength | Scoop.it
A former CEO reflects on the imperfection of work-life balance.  

...The challenge is to integrate work and personal life effectively, not achieve a separation that is less attainable than ever.

     

Excerpts:
    

Be realistic about work. In my experience, people make it to the top job by working extraordinarily hard. And once they get there, they find that there is no letup.   .....recognize that you cannot do everything.
    
Don’t expect perfection in personal life.  ...Expect to fall short some of the time.

    

Change the metaphor.   ....work and personal life has been spoken of as a question of “balance.”  ...smartphones...also keep us in close touch with our non-work-lives. ...I keep all of my personal and professional commitments on a single, integrated calendar, treating each one of them as inviolable.
   

Be present. When you are with family or friends be fully there...don’t treat personal encounters as you would a meeting, where you check in...

   

Related tools & posts by Deb:

         

  • Stay in touch with Best of the Best news, taken from Deb's  NINE multi-gold award winning curation streams from @Deb Nystrom, REVELN delivered once a month via email, available for free here, via REVELN Tools.

    


     


Photo credit:  by RichardStep.com Flickr cc

Deb Nystrom, REVELN's insight:

It is "One Big Life," especially for executives and leaders.  These are helpful words of wisdom from a CEO who knows the pressure AND who knows how to step away and get reconnected to his personal life, especially during crises & learning how to be fully "present" during important family times.  ~  D

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Vulnerability Based Trust in Leadership | Patrick Lencioni: 5 Dysfunctions Of a Team Video

Vulnerability Based Trust in Leadership | Patrick Lencioni: 5 Dysfunctions Of a Team Video | Careers & Self-Aware Strength | Scoop.it

Revealing the Basic of Real Leadership: Vulnerability Based Trust

Excerpts by 12manage.com:

Patrick Lencioni explains how vulnerability-based trust is crucial for a leader to create a team.


People will follow leaders to a fire if they are human, honest and vulnerable, without faking it.    When it is not painful to be vulnerable in the moment, do not do it.


________________
   
...to be human, real and vulnerable.
 

________________
    

    
In this way leaders generate trust in their teams by giving the example and helping people to get comfortable being vulnerable with one another and to understand the importance if this. They have to be human, real and vulnerable.


Even if just one member of a team has problems with vulnerability, it can hurt the dynamics of the team. Trust is critical to an organization.

Also it is important to support people to be better than you. .


Related posts & tools by Deb:


                

             

    Deb Nystrom, REVELN's insight:

    These are tough lessons about trust, vulnerability and supporting people to be better than you.  We have a long ways to go to create environments where this happens more consistently.  

    Yet, it IS happening and can happen.  It takes consistent reinforcement that it is a norm, and it takes leaders who stick around long enough to establish it as a deep cultural norm.   ~  D

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    Dr. Brené Brown Narrates The Power of Empathy & Disempowerment of Sympathy - Animated Video 3 Min.

    What is the best way to ease someone's pain and suffering? In this beautifully animated RSA Short, Dr Brené Brown reminds us that we can only create a genuine empathic connection if we are brave enough to really get in touch with our own fragilities."


    Dr. Brené Brown is scholar, author, and public speaker, who has been involved in research on vulnerability, courage, authenticity, empathy and shame.  She is the author of The Gifts of Imperfection (2010) and Daring Greatly (2012). Her work has been featured on PBS, NPR, TED, and CNN.


    Voice: Dr Brené Brown


    Animation: Katy Davis (AKA Gobblynne) www.gobblynne.com


    Via juandoming
    Deb Nystrom, REVELN's insight:

    Vulnerability is strength, as shown in this beautifully done animated short (less than 3 minutes) featuring the voice of well known Dr. Brené Brown.


    Being able to connect with others successfully is important in a world of disconnection and fragility.  It is empowering and a key to successful leadership.  ~  D

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    Women in Science: Who's Encouraging Them?

    Women in Science:  Who's Encouraging Them? | Careers & Self-Aware Strength | Scoop.it

    A young woman entered college, full of the dreams she’d been holding tight since early grade school: dreams of being a doctor.  But then...


    Excerpted:


    Then...

    She entered college in pre-med as a biology major. The biology part of pre-med went just great. But the chemistry was tough, and, in the middle of her sophomore year, when she saw she’d gotten a “D” in organic chem lab, that was that. She dropped out of all her science classes, switched over to History and tried to forget that she’d ever wanted to be a surgeon.


    ______________________
       
    ...what if she had not let that one “D” chase her out of her science major?


    And why did no one try to encourage her to keep plugging away?

        

    ______________________
        


    ...after 34 years in radio and TV, Cynthia Canty still finds herself wondering what if she had not let that one “D” chase her out of her science major? And why did no one try to encourage her to keep plugging away?


    So when the New York Times Sunday Magazine recently ran a long piece by writer Eileen Pollack titled “Why Are There Still So Few Women in Science?” it struck a very personal chord.

    As Eileen finds, women are still underrepresented in the STEM classes and careers that are so crucial to our country’s future prosperity.


    ...The University of Michigan is working hard to find ways to nurture and support women students and faculty in the sciences.

    Related posts & tools by Deb:


                     

        

    Deb Nystrom, REVELN's insight:

    There's a podcast with more info about women in science today, well as current female faculty that can mentor and help encourage women to stay the course and achieve their dreams.  ~ D

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    Deb Nystrom, REVELN's curator insight, January 31, 11:13 PM

    There is a gender theme in the January ScoopIt's that is worth a closer look, especially on the heels of an apology by Harvard's Business School Dean about the negative impact of culture for women at HBS.

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    20 Cover Letter Tips to Help You Land an Interview

    20 Cover Letter Tips to Help You Land an Interview | Careers & Self-Aware Strength | Scoop.it

    "Always think WIIFT – what can you do for them when writing your cover letter."


    1. Keep it simple, engaging and quick – no more than a page EVER!


    2. Remember you are a sales person,....what can you do for the company, why is hiring you a good decision? What can you do for them?


    3. Never ever send a generic cover letter. 


    4. Tailor your cover letter to the job ....the most important point in this list!


    5. If appropriate, include an ‘attention grabber’  -  someone you know who works there or you have read about, or something that’s happened in the company you are applying for that you’ve uncovered in your research.



    Read more: http://www.careering.com.au/20-cover-letter-tips-to-help-you-land-an-interview/#ixzz2nK0jgVZP

    Deb Nystrom, REVELN's insight:

    There's an interesting model of using social media to gain access to the full 20 tips.  The 7 are useful with or without the social media share acess.  What do you think of her method of seeing all 20 tips?  ~ Deb

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    Careering's comment, December 13, 2013 1:43 AM
    Thanks for the curation, Deb. It's a little method I leeched off another site, and it seems to be working quite well - give the people what they want! :)
    Deb Nystrom, REVELN's comment, December 13, 2013 1:49 PM
    @Careering. Cool to hear it's working for you. Give value and more in exchange for some SoMe visibility. What tool are you using for the embedded SoMe tools?
    Careering's comment, December 13, 2013 8:36 PM
    For Social media, I'm running a paid plugin called "OnePress Social Locker", "Wp Socializer" for the floating sidebar, and "Facebook Widget"