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9 Essential Qualities Of Highly Promotable Employees

9 Essential Qualities Of Highly Promotable Employees | New Work, New Livelihood, Careers | Scoop.it
Here are some of the attitudes and perspectives that inform the actions of incredibly successful people


The key to advancing — whether professionally or personally — is not based solely on what you should do (although what you do is certainly important). The key to advancing is based on what you should be.
 

Attitude informs action. Attitude informs behavior.


__________________________
     
The best employees develop an idea, create a strategy, set up a basic operational plan… and  make incredible things happen based on what works in practice, not in theory.

      

__________________________


Excerpts:


1. Are humble, not arrogant.

Humble people are always learning [and] ask questions. Humble people ask for help.


2. Are servants, not self-serving.

No one accomplishes anything worthwhile on his own. No one.

Great teammates make everyone around them better.


4. Think execution, not just planning.

The best employees develop an idea, create a strategy, set up a basic operational plan… and then execute, adapt, execute, revise, execute, refine, and make incredible things happen based on what works in practice, not in theory.


Success starts with strategy — but ultimately ends with execution.


Related posts by Deb:

Choices for High Performance Teams, Groups and Psuedo-Teams: Achievement Is How You Say It!

    

Beyond Resilience: Givers, Takers, Matchers and Anti-Fragile Systems

    
New to REVELN ScoopIt news?  Click on the titles or photos to see the original articles.  Visit me at REVELN.com to subscribe to the BEST of the BEST timely breaking news and trends from ScoopIt here.
Deb Nystrom, REVELN's insight:

Smart list.  All of the items relate to each other.  Smart execution happens because of humility and teamwork.  Do you agree?  


~  Deb

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CATHLEEN SLONE's curator insight, November 25, 2013 2:40 PM

Attitude Is Everything! #innov8u #careers #promotion

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Teams in Family Enterprise Systems: Crouching Tigers & Hidden Dragons

Teams in Family Enterprise Systems: Crouching Tigers & Hidden Dragons | New Work, New Livelihood, Careers | Scoop.it

Family teams and groups of owners/partners with longstanding relationships have a lot of shared history, ...a source of cohesion and trust. Such trust, a by-product of safety, has been found to be a key ingredient that contributes to high performance in teams.


This is an example of 3 from the article on 

Crouching Tigers: Sources of Competitive Advantage


Regarding the  Hidden Dragons: Unseen Fault Lines

One example, that you may intuitively know, is about naturally occurring:

Tensions and “baggage” in the family--including sibling rivalry, generational differences, “blood” versus in-laws, and different interests among family branches—may simmer below the surface with the risk of blowing up and fracturing family and owner teams. 
Other hidden dragons:  Family versus non-family and non-managing owners vs. managing owners.
 

Family-owned businesses are the backbone of the U.S. economy,responsible for 65 percent of wages paid, adding 78 percent of all new jobs, and contributing over half of the nation's GDP. Unfortunately, less than one-third survive the transition from first to second generation of family ownership. 

   

Related posts by Deb:
      

          

             

        

Deb Nystrom, REVELN's insight:

At a time when entrepreneurship is a needed & necessary part of 21st century livelihood, it makes sense to better understand the family business dynamics, history and trends. An accompanying podcast provides an option for more depth.  ~ Deb

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Michigan's gender pay gap tops nation's, projected to last through 2086

Michigan's gender pay gap tops nation's, projected to last through 2086 | New Work, New Livelihood, Careers | Scoop.it

A new report gives Michigan a C- and ranks it 33rd in the country for the gender pay gap.

Using 2013 census data, the study shows Michigan women earned 74 cents compared to every dollar a man made. [So]…In the last decade there has been very little change, according to a report out this month from the Institute for Women's Policy Research.


_______________________

   

…in five states ….women's earnings will not match men's until the next century.


_______________________

         
The new study builds on previous research from theAmerican Association of University Women and from the National Partnership on Women and Families. The state isn't projected to see pay equity until 2086, 71 years from now. And in five states — West Virginia, Utah, Louisiana, North Dakota and Wyoming — women's earnings will not match men's until the next century.

     

Dr. Gloria Thomas, director of the Center for the Education of Women at the University of Michigan, said the issue goes deeper than just women, and has a bearing on society as a whole.

    

"If you can address women's issues, you're addressing the economy, economic sustainability and growth for everyone because in many families, women are heading the families," said Thomas, who served on the national advisory committee for the study.
   
"If you focus on women and pay equity, everyone's situation improves."

….The wage gap is widest for Hispanic and African-American women, for whom issues of limited access to advanced education and higher rates of poverty are compounded by discrimination, according to the study, which calculated average salary using only full-time, year-round workers ages 16 and older.
   
The best-ranked places in the country for pay equity are:
New York, 87.6 cents for every dollar a man earns,
Maryland, 87.4 cents on the dollar
District of Columbia, 87 cents on the dollar because of high number of federal workers; government jobs are among the best-paying for women,
Vermont, 86.4 cents on the dollar
Florida, 85 cents on the dollar


The article lists several actions…for faster movement toward pay equity including:

     
Greater transparency in wages [and auditing] payroll [to] seek out pay disparities and remedy them [will help.] Michigan was among 10 states last year to enact laws that make it illegal to retaliate against employees who ask about other workers' compensation or disclose their own.

     
Overcoming lower values placed on the work women do. At least five states and the District of Columbia have regulations in place for public employees that require equitable pay that is of comparable worth for the skill, effort, responsibility and working conditions.

     

Related posts by Deb, REVELN:


         

           
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  • Stay in touch with the monthly Best of the Best news, taken from Deb's  award winning curation streams.  Preview it here, via REVELN Tools.
    

Photo by emdot, Flickr cc

Deb Nystrom, REVELN's insight:

From another article, on best books by entrepreneurs, the success of a culture in today's technology-driven world is inversely proportional to how much it excludes women from the decision-making process.”   (Bold mine.)

      

Like many persistent problems, this one is rooted in our systems and deeply rooted societal beliefs.  More remedies to the persistent sex and race disparities as mentioned in the report are listed in the full article.   Moreover, an apt Dr.. Seuss quote from the article  states it will take people who care, "a whole awful lot."  otherwise, "nothing is going to get better. It's not."  ~  Deb

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The ‘Unretirement’ Plan: Baby Boomers changing our view of work, community, life

The ‘Unretirement’ Plan: Baby Boomers changing our view of work, community, life | New Work, New Livelihood, Careers | Scoop.it

Author Chris Farrell contends that baby boomers are changing the way we should think about work, community and the good life in his new book, “Unretirement.”

____________________
 
Earning an income matters. So does flexibility and meaningful work.

   

____________________
      

Chris Farrell:  ...The unretirement movement builds on the insight that a better-educated, healthier workforce can continue to earn an income well into the traditional retirement years. The work may be full time, but for most people it will involve part-time work, contract labor, temp jobs, bridge jobs, phased retirement plans and starting your own business.

      

Earning an income matters. So does flexibility and meaningful work.

....the personal finances of unretirement are compelling. Continuing to earn a paycheck in the traditional retirement years — even a slim one — offers a number of financial advantages. For most of us what we can make at work, including part-time work, contract work and temp jobs, dwarfs whatever we might earn from our retirement savings. Continuing to earn an income lets us defer tapping into our tax-sheltered retirement savings. Our money compounds longer.

    

...A paycheck in an unretirement makes it practical to delay filing for Social Security benefits, which are more than 75 percent higher for the typical worker at age 70 than at age 62.
     

The economic payoff from society tapping into the abilities and knowledge of large numbers of people in their 60s and 70s is enormous. The economy will expand, living standards will climb, tax revenues will grow, and it will be much easier to pay the tab for Social Security and other old-age programs.


Deb Nystrom, REVELN's insight:

Stepping out of the full time work models creates a host of new possibilities for reimagining work life with the positive impact suggested by the author.  The concepts suggested are not new (See New Work), yet fully implementing it to its full potential and overcoming the barriers of age discrimination are some of the issues at hand.

Additional resources:

Superboomers push back barriers for the over-50s

Excerpt:  Superboomer-run start-ups are also two-and-a-half times likelier to last the course for five years or more than those run by younger business people. Dr Ros Altmann, the Government’s new Champion for Older Workers, said: “Baby boomers are redefining ‘old age’ and retirement.

Baby boomers exercise coming of age in 40’s 50’s and 60’s

It’s never to late to exercise   ~  Ernestine Shepherd, is the world’s oldest body builder and grandma at 76, she began working out when she was just 56 years-old.    She gets up in the dark of early morning and begins running and the finishes with her work out. She can bench press 150 pounds, and now teaches a class for seniors in Baltimore.

   

Overcoming the age issue in your job search

Five articles Baby Boomers need to read to perform an age-appropriate job search including:

  • 5 Magic Words for Older Candidates (Experience versus age is one of them.)
  • Job Seekers of a Certain Age   (Job seekers in their 50s may be stereotyped as counting the days to retirement or running up health-insurance costs. Older professionals describe how they've fought those perceptions on the job search.)


There's more coming on this topic.  Stay in touch with the monthly Best of the Best news, taken from Deb's  9 multi-gold award winning curation streams.  Preview it here, via REVELN Tools.

~  Deb 



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Future Trends: As Robots Grow Smarter, This Time It's Different for American Jobs

Future Trends:  As Robots Grow Smarter, This Time It's Different for American Jobs | New Work, New Livelihood, Careers | Scoop.it
Lawrence H. Summers, the former Treasury secretary, recently said that he no longer believed that automation would always create new jobs. “This isn’t some hypothetical future possibility,” he said. “This is something that’s emerging before us right now.”

Erik Brynjolfsson, an economist at M.I.T., said, “This is the biggest challenge of our society for the next decade.”
Deb Nystrom, REVELN's insight:

I just submitted a digital chapter to Wiley about the changes happening in my own profession, based on trends about work predicted by futurists including Bob Johansen and Thomas Frey. Our ability to adapt, including how "digital technology has inserted itself into nearly every aspect of life" applies to all the professions AND includes the concept of post-professions work.


I'll share more news soon about my digital chapter as I've written on this very topic.  The chapter is titled entitled " Can Organization Development (or any professions type of career) Be Antifragile?  Leaning Into Our Entrepreneurial Future.   ~  Deb

 

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It’s a beautiful time to be alive, educated and entrepreneurial

It’s a beautiful time to be alive, educated and entrepreneurial | New Work, New Livelihood, Careers | Scoop.it

I grew up watching Star Trek, ...believing t...we would all be using communicators, replicators, tricorders, and transporters. I was optimistic...

    

...I was disappointed. I grew up into a world filled with hunger, poverty, and disease—....a world .... in which people obsess over maximizing their share of the pie. There is a greater focus on building wealth than on bettering the world.

      

_____________________
   
...
This period in human history is unique, because now entrepreneurs can do what only governments and big corporations could do before. 

   

_____________________
    

No wonder so many MBA students want to join investment banks: it is the best way to reap big financial rewards and to get ahead.   ...I’m an MBA myself, so I can be critical about MBAs. I too worked at an investment bank, ...I too used to obsess over building wealth, and didn’t believe I could really make a difference in the world. 

         

...I am here to tell you that you have opportunities that I could not even have imagined when I was young. You can build the Star Trek future that we have dreamed about. 

      

...This period in human history is unique, because now entrepreneurs can do what only governments and big corporations could do before. You are the space cadets with the opportunities to make amazing things happen.



_____________________

    
We need people who care about enriching humanity rather than just themselves. 

_____________________

    


....Whatever you do, don’t take a mindless, meaningless job with a big company just because they offer you a big salary. Try to be somewhere where you can constantly redefine yourself and keep learning. That is what it is going to be about: constant learning and reinvention.

      

The future is going to be what we make it. It can be the Star Trek utopia or a Mad Max wreck, a creative playground or an Orwellian nightmare. That is why we need people with good values and ethics leading the way.  We need people who care about enriching humanity rather than just themselves. 

Deb Nystrom, REVELN's insight:

I've shared this gem of a commencement address by Vivek Wadhwa on Change Leadership Watch as well as here.  He delivered this address at Hult International Business School. It is informative to us all, not just his audience this past summer at the school formerly known as  the Arthur D. Little School of Management.  Click on the photo or title to review the well-researched, technology savvy, compassionate and practical view of what's coming, affecting our families, including changes in livelihood.   I like how the author encourages us to choose other options than just corporate jobs for the big bucks. 

    

Who is he?    His bio, from his website is as follows:
    
Vivek Wadhwa is a Fellow at Arthur & Toni Rembe Rock Center for Corporate Governance, Stanford University; Director of Research at the Center for Entrepreneurship and Research Commercialization at the Pratt School of Engineering,  Duke University; and Distinguished Fellow at Singularity University. He is author of  “The Immigrant Exodus: Why America Is Losing the Global Race to Capture Entrepreneurial Talent”—which was named by The Economist as a Book of the Year of 2012, and ” Innovating Women: The Changing Face of Technology”—which documents the struggles and triumphs of women.  He was named by Foreign Policy Magazine as Top 100 Global Thinker in 2012. In 2013, TIME Magazine listed him as one of The 40 Most Influential Minds in Tech. 

     

 ~  Deb

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Deb Nystrom, REVELN's curator insight, October 17, 2014 9:34 PM

This gem of a commencement address is well worth a slow, careful reading.  Vivek Wadhwa delivered this address this year at Hult International Business School. It is informative to us all, not just his audience this past summer at the school formerly known as  the Arthur D. Little School of Management.  Click on the photo or title to review the well-researched, technology savvy, compassionate and practical view of what's coming, affecting our families, including changes in livelihood.   I like how the author encourages us to choose other options than just corporate jobs for the big bucks. 


Who is he?

 His bio, from his website is as follows:

Vivek Wadhwa is a Fellow at Arthur & Toni Rembe Rock Center for Corporate Governance, Stanford University; Director of Research at the Center for Entrepreneurship and Research Commercialization at the Pratt School of Engineering,  Duke University; and Distinguished Fellow at Singularity University. He is author of  “The Immigrant Exodus: Why America Is Losing the Global Race to Capture Entrepreneurial Talent”—which was named by The Economist as a Book of the Year of 2012, and ” Innovating Women: The Changing Face of Technology”—which documents the struggles and triumphs of women.  He was named by Foreign Policy Magazine as Top 100 Global Thinker in 2012. In 2013, TIME Magazine listed him as one of The 40 Most Influential Minds in Tech.  

    

 ~  Deb

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5 High-Paying Jobs That Will Make You Miserable

5 High-Paying Jobs That Will Make You Miserable | New Work, New Livelihood, Careers | Scoop.it

If you think that a fat salary is all you need to be happy, think again. Many high-paid professions are also high-stress—and highly likely to lead to misery.


A sample of the 5 top careers and the unhappiness:


Doctor
Sandeep Jauhur, [a] cardiologist makes the case that doctors, once the proud, well-paid, contented pillars of communities around the country, are deeply unhappy with what’s been happening in the field of medicine—and that many regret going into the profession. He points to data such as a survey in which only 6% of physicians described morale on the job as positive….the majority of doctors say their pay has been flat or on the decline for years. More importantly, they’re unhappy.

Physicians also tend to have unusually high suicide rates. According to the American Society for Suicide Prevention, male physicians commit suicide at a 70% higher rate compared with other professions, and female physicians die by their own hands at shocking clip that’s 250% to 400% higher than women in other lines of work.


Junior Investment Banker
Author Kevin Roose follows eight recent college grads through their first years in investment banking.    “It’s a terrible …. 120-hour weeks new bankers are forced to work. The load is so unbearable that even high salaries—base starting around $75,000, with bonuses that could double that, and the potential to make millions down the line—aren’t attracting the number of recruits banks are used to.”

   

Sales Manager
Being in sales in hard. Being in charge of sales is even harder. That’s why, despite its high average paycheck—$123,150 a year, ....sales managers still landed on Forbes’ Unhappiest Jobs of 2014 list, which used self-reported job reviews from CareerBliss. .... Complaints run the gamut from constant pressure to feelings of boredom and emptiness.

Deb Nystrom, REVELN's insight:

Eye openings in that some of our career perceptions may be too dated.  This is a useful dose of reality for 2014 careers. ~ D

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The Sharing Economy = Freedom, Uncertainty and Risk. Good Gigs, or ‘Wage Slavery’?

The Sharing Economy = Freedom, Uncertainty and Risk.  Good Gigs, or ‘Wage Slavery’? | New Work, New Livelihood, Careers | Scoop.it

"Workers are their own bosses in the so-called sharing economy, but that flexibility also brings much uncertainty — and few of the protections of full-time work."


_________________________
   
“People are doing this in the midst of wage stagnation and income inequality…to survive.” ~ Sara Horowitz, Freelancers Union

_________________________
    

Jennifer Guidry, 35, [uses] her own car to ferry around strangers for Uber, Lyft and Sidecar, ride services that let people summon drivers on demand via apps. She also assembles furniture and tends gardens for clients who find her on TaskRabbit, an online marketplace for chores.

    

Her goal is to earn at least $25 an hour, on average. Raising three children with her longtime partner, Jeffrey Bradbury, she depends on the income to help cover her family’s food and rent. 

    

“You don’t know day to day,” she said. “It’s very up in the air.”

     

The sharing economy, whose sites and apps connect people seeking services with sellers of those services, Ms. Guidry is a microentrepreneur, an independent contractor who earns money by providing her skills, time or property to consumers in search of a lift, a room to sleep in, a dry-cleaning pickup, a chef, an organizer of closets.

    

_________________________
   

..[With] continuing high unemployment, however, people like Ms. Guidry are less microentrepreneurs than micro-earners. 

_________________________


   

For those seeking a sideline, these services can provide extra income. …businesses like Airbnb, the short-term-stay broker; task brokers like TaskRabbit and Fiverr; on-demand delivery services like Postmates and Favor; and grocery-shopping services like Instacart.

     

Six years ago, she had a full-time job as the controller at a small company. After she gave birth to her youngest son, her office asked her to work extended hours. She couldn’t both accommodate the company and take care of her newborn. So she ended up leaving her job.

   

...[With] continuing high unemployment, however, people like Ms. Guidry are less microentrepreneurs than micro-earners. They often work seven-day weeks, trying to assemble a living wage from a series of one-off gigs. …To reduce the risks, many workers toggle among multiple services.


....“If you did the calculations, many of these people would be earning less than minimum wage,” says Dean Baker, an economist who is the co-director of the Center for Economic and Policy Research in Washington. “You are getting people to self-exploit in ways we have regulations in place to prevent.”

====


As always in our ScoopIt news, click on the photo, video or title to see the full Scooped post.

       

Related tools & posts by Deb:

               

      

       

  • Are you local to SE Michigan?  Find out more about horse-guided leadership development sessions (no fee demos) for individuals by contacting Deb, after reviewing her coaching page here.  

      

Deb Nystrom, REVELN's insight:

What will it take to make the adjustments needed to provide good wages and employment to most?  The market may not be kind to those on their own without the needed unique/hard to find talent.  I'll be following this topic using the tags "post-job" and "post job economy" as well as via related posts following the job experiences of millennials.  ~  D

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Deb Nystrom, REVELN's curator insight, August 17, 2014 4:42 PM

What will it take to make the adjustments needed to provide good wages and employment to most?  The market may not be kind to those on their own without the needed unique/hard to find talent.  I'll be following this topic using the tags "post-job" and "post job economy" as well as via related posts following the job experiences of millennials.  ~  D

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New Study: Leaders Are Less Stressed Than Their Subordinates

New Study: Leaders Are Less Stressed Than Their Subordinates | New Work, New Livelihood, Careers | Scoop.it

By measuring a stress hormone and asking questions about anxiety levels, researchers found that leaders experience less stress than subordinates. Published on Monday in the journal Proceedings of the National Academy of Sciences.

   

Excerpted:
   

To gauge anxiety levels, the researchers asked the subjects to respond to a series of statements like, “I get in a state of tension or turmoil as I think over my recent concerns and interests,” and rate them on a scale of one to four. The leaders’ responses to the anxiety questionnaire showed they were less stressed than the non-leaders.


A couple of other interesting things the study found: The leaders were more likely to be male and to have more money than the subordinates. They also exercised more, smoked less, woke up earlier, slept less and drank more coffee than the non-leaders.
      

Though the study’s findings may seem counterintuitive (DN: to some of us) —we think of leaders as pressurized workaholics, especially in these tight economic times—they are consistent with earlier research suggesting that people who have more of a sense of control, are less stressed.

   

As always in our ScoopIt news, click on the photo, video or title to see the full Scooped post.

       

Related tools & posts by Deb:

               

            

          

    

          

  • Are you local to SE Michigan?  Find out more about horse-guided leadership development sessions (no fee demos) for individuals by contacting Deb, after reviewing her coaching page here.  

                 

Deb Nystrom, REVELN's insight:

Are we surprised?  Having more power, influence and authority is literally empowering in reducing stress.  Now how could that be passed on down the line?  ~  D

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Thijs Westerink's curator insight, August 15, 2014 1:19 PM

Do you want less stress? become a leader!

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4 Ways To Retrain Your Brain To Handle Information Overload

4 Ways To Retrain Your Brain To Handle Information Overload | New Work, New Livelihood, Careers | Scoop.it

Psychologist and behavioral neuroscientist Daniel Levitin says we can regain control over our brains by organizing information in a way that optimizes our brain’s capacity.

   

Levitinauthor of the upcoming book The Organized Mind: Thinking Straight in the Age of Information Overload, says information overload creates daily challenges for our brains, causing us to feel mentally exhausted before the day's end.
   
Strategies:

1. EXTERNALIZE DATA

Rather than carrying around in your head a to-do list of 20 or 30 items, put them on paper. 


2. MAKE BIG DECISIONS IN THE MORNING

3. BE ORGANIZED

Allow your physical environment to serve as reminders, alleviating the pressure on your brain to recall things.   ...Hanging the umbrella on the doorknob when you hear the weather report reduces the clutter in your brain the next morning--and you’re less likely to get wet.

   

4. MULTITASKING IS A MYTH

Using up the brain’s glucose supply by task switching means the brain will reach a level of fatigue much sooner in the day 


Deb Nystrom, REVELN's insight:

Some of us, perhaps many of us, already practice some of these tips, like setring out the umbrella, or list making when the list is long.   Doing it more consistently can make a difference.  


And that's why I like to be pressure-prompted by cleaning up for the cleaning lady - and setting up deadlines for when friends come over, to toss the unneeded clutter.  ~  D

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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 | New Work, New Livelihood, Careers | 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 | New Work, New Livelihood, Careers | 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 | New Work, New Livelihood, Careers | 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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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, 2014 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, 2014 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 | New Work, New Livelihood, Careers | 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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Why Remote Work, Telecommuting Thrives in Some Companies and Fails in Others - HBR

Why Remote Work, Telecommuting Thrives in Some Companies and Fails in Others - HBR | New Work, New Livelihood, Careers | Scoop.it

Has remote work lived up to the hype? In some organizations, yes. Automattic (the creator of WordPress) and the U.S. government are two good — and very different — examples.

      

Automattic doesn’t make anyone come to the office — and most of its employees choose not to. They’re given state-of-the-art technology, $2,000 to build a home office, and a large travel budget so they can meet up with other team members twice a year in beautiful, exciting places such as La Paz, Mexico, and Amsterdam. Ultimately, these perks help the company source the best talent, which is often found outside large technology hubs like Silicon Valley and New York.

______________________
   
Why are some organizations reaping benefits but others not? 
______________________
     

In the U.S. government, though adoption varies by department, the Office of Personnel Management reports that remote work has increased job satisfaction, reduced employee turnover, and cut costs on several fronts, including real estate, utilities, and travel subsidies.

   

Elsewhere, though, it’s been a different story. Marissa Mayer famously declared the end of remote work at Yahoo! about two years ago, citing the need to improve the “speed and quality” and benefit from the “decisions and insights [that] come from hallway and cafeteria discussions.” In the wake of her controversial decision, several high-profile companies — including Best Buy and Reddit — followed suit. 

    


Why are some organizations reaping benefits but others not? 

  • By one estimate, the number of remote workers in the U.S.grew by nearly 80% between 2005 and 2012. 
  • Advances in technology are keeping pace. 
  • 94% of U.S. households have access to broadband Internet
  • Workers also have access to an array of tools that allow them to videoconference, collaborate on shared documents, and manage complex workflows with colleagues around the world.

   

So what’s the problem?   The answer is simple: Many companies focus too much on technology and not enough on process. 

 

Successful remote work is based on three core principles: communication, coordination, and culture. 

   

…Implementing remote work successfully is difficult; it requires a thoughtful strategy and reliable execution. 


..Companies like Yahoo! can try to reverse the trend, but they’re better off reevaluating what issues led them to ban remote work and putting the right processes in place to address them.


Read the full article here:  https://hbr.org/2015/03/why-remote-work-thrives-in-some-companies-and-fails-in-others

Deb Nystrom, REVELN's insight:

As a process consultant, I can tell you the main thread here is right on target, along with touting the  execution of the three core principles: communication, coordination, and culture.  These three principles are baked into human interaction expectations.  


What are the missing processes at Yahoo that could have made all the difference?  Our case study did not include that in this article. I do know Ford had a similar reaction in the last year or so regarding their contract staff, based on process issues connected with what might have a been one, single mismanagement issue with a contractor.  I think that fully qualifies as a process mistake magnified.  And that is the point.


Read the full article here:  https://hbr.org/2015/03/why-remote-work-thrives-in-some-companies-and-fails-in-others

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Uber is an Example of Why the Internet is Not the Answer

Uber is an Example of Why the Internet is Not the Answer | New Work, New Livelihood, Careers | Scoop.it

There are some who consider Andrew Keen the conscience of internet culture. He also is a harbinger of the problems with our disappearing middle class and livelihoods.


_______________

   
"Uber represents a much more dangerous monopoly."

 _______________


   
Excerpts:  After decades as a Silicon Valley entrepreneur, Andrew Keen has dedicated the past several years to career critiquing technology's negative effects on society. His latest book, The Internet is Not the Answer, examines the ways in which business has taken advantage of the unregulated internet in order to undermine its own supposed values.
   
"Uber epitomizes the reason why the Internet is not the answer. At the moment we have this free market ideology that says all you need are platforms, that the Uber platform for cabs will replace the old archaic monopolies of the twentieth century. But of course Uber represents a much more dangerous monopoly."
There’s no checks on Uber drivers so when you get into the back of an Uber cab you can be attacked."
  

_______________

“…this free market libertarian ideology…that the government [and] regulation is the enemy is lending itself to a system whereby [comanies like] Uber can charge us anything they want...[and]  exploit us as customers."

_______________

     

There's a reason the taxi industry is regulated, says Keen. ...Uber is setting itself up as the dangerous kingpin of a broken industry. ...Keen shares an anecdote that he feels describes one major problem with Uber:


"I was in Detroit a few months ago, got into the back of a cab [and met an] African American driver, [who] had five cabs of his own… His brother-in-law got out of jail…When he came out of jail I said to him, 'What did he do? Come and work for you?' 'No, I can’t employ him. The regulations are against me employing someone who’s done ten years for manslaughter.' But that brother-in-law got a job with Uber. There’s no checks on Uber drivers so when you get into the back of an Uber cab you can be attacked."

Keen argues that it's unwise to blindly trust companies like Uber:
“…this free market libertarian ideology…that the government is the enemy, that regulation is the enemy is lending itself to a system whereby Uber isn’t regulated, isn’t controlled, can charge us anything they want, can exploit us as customers."

Deb Nystrom, REVELN's insight:

Keen makes a provocative, thoughtful case about how internet marketing and social media have a trojan horse dark side to their glitzy web presence in our lives and our careers. ~  Deb

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HBR: What Happens When All Employees Work When They Feel Like It? Prosperity & Health?

HBR:  What Happens When All Employees Work When They Feel Like It?  Prosperity & Health? | New Work, New Livelihood, Careers | Scoop.it

Chopping up the total amount of work that needs to done in your firm into blocks that suit our human physiology has nothing to do with the actual work. If the total amount of work that needs to be done in a firm in one week equals 20,000 hours, it is just as arbitrary to chop that up into 500 40-hour work weeks as it is to chop it up into 800 blocks of 25 hours.
     
_______________________________
   

Leaders ....realize[d] that for skilled people disillusioned with the [traditional] employment model ...there is a strong attraction to work tailored to their individual requirements.  _______________________________
  

A five-day work week consisting of eight-hour days happens to be the social norm ...at present.  [However, consider] a company that disrupts that kind of social norm in its industry.  [It] could potentially build a momentous competitive advantage out of it.
  
An Example:    

  

Eden McCallum, from London, does strategy work much like McKinsey….with one important exception: none of its roughly 500 consultants are on the payroll. All of them work on a freelance basis. …Founders Liann Eden and Dena McCallum saw that many of their ex-McKinsey colleagues would love to continue doing some consulting work, just not full time. …for the traditional consulting firms, it was always “all or nothing”, which meant that some highly capable and motivated senior consultants would drop out of the profession altogether, or would continue but only grudgingly.

   

Eden and McCallum’s idea was: Come work for us! …They now have 12 partners in the firm who manage customer relations and secure and define new client projects. …[They’ve] built competitive advantage on unbundling the work of consultants.

     

…many companies have begun to realize that real competitive advantage is usually based on people rather than patents or products. By customizing work for its employees, Eden McCallum has begun to upend the consulting industry. If unbundling work can give a firm access to superior skills at lower prices, it could very well change your industry, too.

   
Full article:  https://hbr.org/2014/12/what-happens-when-all-employees-work-when-they-feel-like-it

 


Via Bonnie Hohhof, Deb Nystrom, REVELN
Deb Nystrom, REVELN's insight:

"New Work" thinking has been developing in the new economy and digital age for awhile.  Right now, Uber, the personal vehicle taxi service, via a "killer app," is a thorny but successful example at the time of this writing.  

Historically, "New Work and New Culture" ideas and ideals have been around by the likes of Frithjof Bergman, at the University of Michigan for several decades.

Another alternative view is this. also on ScoopIt:  Change in the Nature of Work: The Case For "Antiwork" and the 20 hour Work Week  
 

"...we see the persistent belief that we can achieve 'full employment.' Rifkin showed empirically that this is nonsense, unless we create a lot of make-work, i.e., work for the sake of working. And that’s what, as a society, we seem to be doing. Everywhere you look there are stupid, pointless (and probably environmentally destructive) jobs."

     

What is needed are more business people and entrepreneurial saavy to create more opportunities to adapt to this new business thinking  that takes technological disruption seriously.

 

~  Deb

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Deb Nystrom, REVELN's curator insight, March 2, 11:29 AM

"New Work" thinking has been developing in the new economy and digital age for awhile.  Right now, Uber, the personal vehicle taxi service, via a "killer app," is a thorny but successful example at the time of this writing.  

Historically, "New Work and New Culture" ideas and ideals have been around by the likes of Frithjof Bergman, at the University of Michigan for several decades. 

Another alternative view is this. also on ScoopIt:  Change in the Nature of Work: The Case For "Antiwork" and the 20 hour Work Week  
 

"...we see the persistent belief that we can achieve 'full employment.' Rifkin showed empirically that this is nonsense, unless we create a lot of make-work, i.e., work for the sake of working. And that’s what, as a society, we seem to be doing. Everywhere you look there are stupid, pointless (and probably environmentally destructive) jobs."

 

  

What is needed are more business people and entrepreneurial saavy to create more opportunities to adapt to this new business thinking  that takes technological disruption seriously.

 

~  Deb

Deb Nystrom, REVELN's curator insight, April 1, 1:26 PM

"New Work" thinking has been developing in the new economy and digital age for awhile.  Right now, Uber, the personal vehicle taxi service, via a "killer app," is a thorny, problematic,  but so far an successful example at the time of this writing.  
    

Historically, "New Work and New Culture" ideas and ideals have been around by the likes of Frithjof Bergman, at the University of Michigan for several decades. 
     
Another alternative view is this. also on ScoopIt:  Change in the Nature of Work: The Case For "Antiwork" and the 20 hour Work Week.   ~  Deb

 

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Women Leaders: The career advice you probably didn’t get, the missing 33%

Women Leaders:  The career advice you probably didn’t get, the missing 33% | New Work, New Livelihood, Careers | Scoop.it

 On average, talent and performance management systems…focus three to one on the other two elements of leadership compared to the importance of business, strategic and financial acumen, which is why typical talent and performance systems haven't closed and won't close the gender gap at the top.

       

…So what's women's experience as it relates to mentoring? Well, this comment from an executive that I worked with recently illustrates that experience.  He was very proud of the fact that last year, he had two protégés: a man and a woman. And he said, "I helped the woman build confidence, I helped the man learn the business, and I didn't realize that I was treating them any differently." And he was sincere about that.

      

So what this illustrates is that as managers, whether we're women or men, we have mindsets about women and men, about careers in leadership, and these unexamined mindsets won't close the gender gap at the top. 

      

In order for companies to achieve their strategic financial goals,executives understand that they have to have everyone pulling in the same direction. In other words, the term we use in business is, we have to have strategic alignment. And executives know this very well, and yet only 37 percent, according to a recent Conference Board report,believe that they have that strategic alignment in place. 


  • So for 63 percent of organizations, achieving their strategic financial goals is questionable. 
   
  • …you have situations where at least 50 percent of your middle managers haven't received clear messaging that they have to become focused on the business, where it's headed, and their role in taking it there, it's not surprising that that percentage of executives who are confident about alignment is so low, which is why there are other people who have a role to play in this. 
    
  • It's important for directors on boards to expect from their executives proportional pools of women when they sit down once a year for their succession discussions. …It's important for CEOs to also expect these proportional pools,
    
  • …if they hear comments like, "Well, she doesn't have enough business experience," ask the question, "What are we going to do about that?" It's important for H.R. executives to make sure that the missing 33 percent is appropriately emphasized, and …to examine the mindsets we hold …to make sure we are creating a level playing field for everybody.



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Deb Nystrom, REVELN's insight:

How the leadership gender gap persists and what to do about it.  ~  Deb

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Saying, "I Quit" To Google, the Entrepreneur Era is Upon Us

Saying, "I Quit" To Google, the Entrepreneur Era is Upon Us | New Work, New Livelihood, Careers | Scoop.it

Why Michael Peggs is leaving because he knows he needs to.  

Michael Peggs is just one of 60 inspirational professionals sharing their insights on how to break free of 'golden handcuffs.' 


By 2020, You Could Be A Business-of-One (Whether You Want To Or Not!)


A recent study shows that as early as 2020, one out of two American workers could end up Independent Contractors [see study data here]

This means we need to learn how to up-skill and prepare ourselves to work with companies as businesses-of-one. The good news is, Independent Contractors who learn to master key skills for success not only earn more money, but they have higher rates of career satisfaction too! 

Deb Nystrom, REVELN's insight:

The era of full employment and living, even generous wages for the middle class may have ended with finality in the last century for Americans.  Take a look and see if the age of entrepreneurism is upon us and what it means for you.  ~  Deb

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The man who lives without money, and what it means for our happiness

The man who lives without money, and what it means for our happiness | New Work, New Livelihood, Careers | Scoop.it

Irishman Mark Boyle [lived for more than a year with] no income, no bank balance and no spending…[as a way of exploring his awareness] …of the levels of destruction and suffering embodied in the ‘stuff’ we buy.
          

[His plan was originally] …to get a ‘good’ job, make as much money as possible, and buy the stuff that would show society I was successful.

For a while I did it – I had a fantastic job managing a big organic food company; had myself a yacht on the harbour. If it hadn’t been for the chance purchase of a video called Gandhi, I’d still be doing it today. Instead, for the last fifteen months, I haven’t spent or received a single penny. Zilch.

     

__________________
   
I believe the fact that we no longer see the direct repercussions our purchases have on the people, environment and animals they affect...

__________________

        

The change ...came one evening on the yacht whilst philosophising with a friend over a glass of merlot.  Whilst I had been significantly influenced by the Mahatma’s quote “be the change you want to see in the world”, I had no idea what that change was up until then. 

       

…that evening I had a realisation. …I believe the fact that we no longer see the direct repercussions our purchases have on the people, environment and animals they affect     …Very few people actually want to cause suffering,…most just don’t have any idea that they directly are. The tool that has enabled this separation is money, especially in its globalised format.

     

__________________

    
...if we grew our own food, we wouldn’t waste a third of it as we do today. 

__________________
     

Take this for an example: if we grew our own food, we wouldn’t waste a third of it as we do today.   If we made our own tables and chairs, we wouldn’t throw them out the moment we changed the interior décor.

     

So to be the change I wanted to see in the world, it unfortunately meant I was going to have to give up money, which I decided to do for a year initially. So I made a list of the basics I’d need to survive.   ...food...was at the top. There are four legs to the food-for-free table: foraging wild food, growing your own, bartering and using waste grub, of which there far too much.
    

On my first day I fed 150 people a three course meal with waste and foraged food. Most of the year I ate my own crops...I cooked outside – rain or shine – on a rocket stove.
     

Next up was shelter. So I got myself a caravan from Freecycle, parked it on an organic farm I was volunteering with, and kitted it out to be off the electricity grid. …I had a bike and trailer, and the 55 km commute to the city doubled up as my gym subscription. For lighting I’d use beeswax candles.

       

Many people label me an anti-capitalist. …I am not anti anything. I am pro-nature, pro-community and pro-happiness.   ...all the key indicators of unhappiness – depression, crime, mental illness, obesity, suicide and so on are on the increase. More money it seems, does not equate to more happiness.
     
 

__________________


     I have found this year to be the happiest of my life. …....friendship, not money, is real security.

 

__________________



Ironically, I have found this year to be the happiest of my life. …I’ve found that friendship, not money, is real security. That most western poverty is spiritual. And that independence is really interdependence.

           
Could we all live like this tomorrow? No. It would be a catastrophe…  But if we devolved decision making ...to communities of no larger than 150 people, then why not?    For over 90 per cent of our time on this planet, a period when we lived much more ecologically, we lived without money. Now we are the only species to use it, probably because we are the species most out of touch with nature.

As always in REVELN ScoopIt news, click on the photo to see the full post.

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    Deb Nystrom, REVELN's insight:

    This is a good indicator of how the young can help us question our infrastructure, our beliefs, our systems.  With more of these type of stories, things will begin to change, especially if, we "become the change we want to see in the world."  ~  D

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    How to Spot a Bad Boss Before you start a New Job

    How to Spot a Bad Boss Before you start a New Job | New Work, New Livelihood, Careers | Scoop.it

    Bad bosses are terrible for your career. They’re terrible for companies. They’re terrible for the economy and, in a wider sense, they’re terrible for society. We’ve all encountered bosses who project their own insecurities onto other people by carving out small fiefdoms and ruling them with an iron fist. ...They micromanage. And they refuse to take accountability.
     

    What are the signs ...that can tip you off that you should run in the other direction?

    1. How do the other employees seem when you come in for the interview?

    If they avoid eye contact, or seem sullen or disengaged, dissatisfaction with the supervisor might be the culprit. ...A good boss will be conscientious of building a thriving ecosystem, and he or she will want buy-in from other members of the team before adding to it.

        

    2. Does the supervisor speak overly negatively of previous employees?
        
    3. Are they distracted in the interview or overly pushy?

        

    4. Have you looked up the company culture online?
       
    5. Have you asked them what kind of boss they are?
    ....Ask a prospective supervisor about their leadership style to see if it jives with the way you like to work.
        

    As always in our ScoopIt news, click on the photo, video or title to see the full version of the Scooped post.

          

    Related posts by Deb:

         

           

         

    • Stay in touch with the monthly Best of the Best news, taken from Deb's  9 multi-gold award winning curation streams.  Preview it here, via REVELN Tools.

              

    • Are you local to SE Michigan?  Find out more about horse-guided leadership development sessions (no fee demos) for individuals by contacting Deb, after reviewing her coaching page here.  
        

    Photo credit, Yelling by Michael, Flickr CC

    Deb Nystrom, REVELN's insight:

    The questions are useful and on target.    

    I've been involved in more "transition out" coaching engagements than I'd like that have been directly related to mismanagement and toxic bosses. It can be career ending. It is possible to turn things around from the bottom up, in reading the comments. However, the legion of comments on this post speaks to our persistent industrial age trappings based in old school command and control, or at least the illusion of control.  


    You are always free to leave, and that might mean before you start.  Upper level leadership that persists in tolerating a toxic manager is communicating a lot about its cultural beliefs about its staff, and generally, that means staff are quite low on the list of what is valued.    ~  D

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    How to Get the Job When You Don't Have the Experience - at Any Age

    How to Get the Job When You Don't Have the Experience - at Any Age | New Work, New Livelihood, Careers | Scoop.it

    "The Permission Paradox" - You can’t get the job without the experience but you can’t get the experience without the job - is one of the great career Catch-22s. 


    Excerpts:

    Beyond showing your potential...here are five specific strategies you can deploy to overcome the Permission Paradox in the early days of your career.
     

    Five Permission Strategies
         

    1. Get Credentials. One of the most logical ways to gain permission is to obtain relevant credentials. This can be in the form of a specialized degree or targeted training.
         
    2. Get Creative.  “Volunteer at a start-up....You will have the opportunity to do a wide variety of activities which will help you find what you love and build some skills at the same time." 
    3. Be Willing to Start at the Bottom.  
    4. Barter
    5. Re-imagine Your Experience.

     

    As always in our ScoopIt news, click on the photo, video or title to see the full Scooped post.

           

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    • Are you local to SE Michigan?  Find out more about horse-guided leadership development sessions (no fee demos) for individuals by contacting Deb, after reviewing her coaching page here.  

                    

    Deb Nystrom, REVELN's insight:

    Career advising was my first job when starting out.  I loved the work, enjoyed the career clients, many who were changing careers, and know that this advice is right on.  It also works for those "Shifting Gears" as this is a program in Michigan that has been successful for helping downsized corporate executives and professionals take a new path.    Internships with start-ups, as recommended in the article, is part of the experience.   ~  Deb

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    Infographic: The 10 Most Important Work Skills in 2020

    Infographic:  The 10 Most Important Work Skills in 2020 | New Work, New Livelihood, Careers | 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 | New Work, New Livelihood, Careers | 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".   
     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 via REVELN Tools. Go to REVELN.com for more information.
    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 | New Work, New Livelihood, Careers | 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
     

     

    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:

    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 | New Work, New Livelihood, Careers | 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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