Organizational Psychology, Management, and Leadership
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Make Your Side Projects Wildly Successful: Treat Them Like Experiments

Make Your Side Projects Wildly Successful: Treat Them Like Experiments | Organizational Psychology, Management, and Leadership | Scoop.it
Set your fear of failure aside and get that nagging idea out of your head, once and for all. The benefits can help take your creative career to new heights.
Audrey Mika's insight:

Great article and insightful comments..."When I'm interviewing writers and art directors, one of the first questions I ask is 'what's your side project?'" ... "Im always shocked when creatives, devs or even producers don't have any side projects. Big turn off."

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0416 | Michael Raynor

0416 | Michael Raynor | Organizational Psychology, Management, and Leadership | Scoop.it
Michael E. Raynor is a Director at Deloitte Services LP and the Innovation Theme Leader in the firm’s Eminence function. In addition, Raynor is an advisor to senior executives in many of the world'...
Audrey Mika's insight:

Excellent podcast with advice for successful strategy with three rules: Better [quality] before cheaper, [increase] revenue before [cutting] costs, and there are no other rules. He rightly points out that though many organizations claim to folllow these basic principles (at least the first 2), when push comes to shove they will often fall back on cutting costs and lowering prices to drive business. Although these can be short term solutions, they will not lead to overall success, according to Raynor's research and experience. The last bit of the podcast is especially interesting, as he discusses the difference between strategy and innovation. Straegy is essential as a building block, but innovation is a special sort of added magic which can take a company beyond simply differentiating from the compatition. It isn't always present, however, and isn't necessary for a solidly performing company.

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My Turn: AOL's Ted Leonsis on Happy Companies

My Turn: AOL's Ted Leonsis on Happy Companies | Organizational Psychology, Management, and Leadership | Scoop.it
I'm no socialist or sap. I realize that 'doing the right thing' is meaningless if it doesn't keep the lights on.
Audrey Mika's insight:

the double-bottom-line: keeping both the financial aspects of profitability and sustainability in tune with being a moral organization (aka "Don't be evil.")

 

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Barbara Lond's curator insight, August 16, 2014 8:42 AM

In this article, the author states:  "Admittedly, the concept of the double bottom line is unlikely to pop up in business schools any time soon."

 

I think it's already here.  I think that people are fast realising that it is simply daft to not consider impact on society, ie. where businesses makes huge profits, but leading to inequality and misery.  I don't see why they can't pursue both.  The younger generation are hugely of this inequality.

 

And also, "To people who talk in terms of "the hurdle rate of return" and "maximizing shareholder value," the idea of pursuing happiness seems woefully out of place."

 

I would say that as a very large number of people are employed by organisations, and affected by organisations in the world, it is simply not feasible to not have some sort of wellbeing agenda for both in shareholders' sights.  

 

From what I've seen in many organisations, it's very small, simple and costless changes which make the difference.

 
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The Glass Cliff: Opportunity or Threat for Rising Strategistas?

The Glass Cliff: Opportunity or Threat for Rising Strategistas? | Organizational Psychology, Management, and Leadership | Scoop.it
The term “Glass Ceiling” is commonly used to describe the limitations women face in the corporate world. It is assumed that once a woman reaches this point, she is limited to accomplishing goals at...
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In my studies of Women and Leadership we talk about the Labyrinth as being a newer model over the Glass Ceiling. this dicussion of the Glass Cliff is interesting, though I feel like it's just one challenge within the Labyrinth. I love Ghelani's mindset, however, treating the Glass Cliff as a challenge, to "leap over the Edge of Glory."

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Do You Have Executive Presence?

Do You Have Executive Presence? | Organizational Psychology, Management, and Leadership | Scoop.it
We all know what it takes to succeed as a leader: hard work, intelligence, determination, luck. While those may be important, it turns out that they may not even approach the impact of one other ke...
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It's always sad to me how appearance plays into things like this. It seems inevitable, but there's a socioeconomic barrier that is sometimes difficult to jump when it comes to style, both in how to afford to dress well before you make the big bucks, and learning what to wear (and how to wear it!).

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Chris's curator insight, April 9, 2017 1:41 AM

It's always sad to me how appearance plays into things like this. It seems inevitable, but there's a socioeconomic barrier that is sometimes difficult to jump when it comes to style, both in how to afford to dress well before you make the big bucks, and learning what to wear (and how to wear it!).

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Why HR Sucks and How to Fix It

Why HR Sucks and How to Fix It | Organizational Psychology, Management, and Leadership | Scoop.it
Image source Leave a comment on yesterday’s post to become eligible for one of ten copies of, “The Culture Secret,” by Dr. David Vik. Winners selected on 3/11/13. *** My worst experience with HR is...
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The number of times I've been met with expressions of disgust when I've told people that one outcome of my college major is to be in HR has shown me how corrupt the position is viewed... it has also seriously dampened my desire to pursue this as a career possibility, which is a shame since we need the people who are not corrupt to be in areas of power and influence, instead of simply letting bad people do their thing. I love his idea of renaming HR to "Human Empowerment," although my personal vote is for "Human Empowerment and Deveopment" (HEAD). ;)

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Stop Apologizing! Why Are Women So 'Sorry' All the Time?

Stop Apologizing! Why Are Women So 'Sorry' All the Time? | Organizational Psychology, Management, and Leadership | Scoop.it
Men and women will supposedly both apologize for their wrongdoings, but because we ladies are more prone to "commit personal offenses" (as in, we think we're making everyone mad when we speak up), we're more apt to apologize when we sense we've...
Audrey Mika's insight:

I used to think this was a personal trait until my Leadership class at CMC addressed this topic briefly. Gender roles have resulting in overall confidence and approach differences between men and women. When men have good things happen, they feel like they deserved it, because thye are awesome. They speak up for themselves and push others to cater for them, though not necessarily on a conscious level. Women feem to feel like we need permission to take part in things, and thus are less likely to promote themselves, fend for themselves, or be able to make mistakes (even non-mistakes) without apologizing for not being perfect. Exceptions exist of course, but understanding the differences can go a long way in making sure women don't get the short end of the stick.

 

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Chris's curator insight, April 9, 2017 1:41 AM

I used to think this was a personal trait until my Leadership class at CMC addressed this topic briefly. Gender roles have resulting in overall confidence and approach differences between men and women. When men have good things happen, they feel like they deserved it, because thye are awesome. They speak up for themselves and push others to cater for them, though not necessarily on a conscious level. Women feem to feel like we need permission to take part in things, and thus are less likely to promote themselves, fend for themselves, or be able to make mistakes (even non-mistakes) without apologizing for not being perfect. Exceptions exist of course, but understanding the differences can go a long way in making sure women don't get the short end of the stick.

 

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Thinking of Others Can Enhance Innovation

Thinking of Others Can Enhance Innovation | Organizational Psychology, Management, and Leadership | Scoop.it
Imagine you’re locked in a tower. Better yet, imagine someone else is locked in a tower. Besides perhaps savoring the moment of schadenfreude that comes with locking someone in an imaginary tower, ...
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This may explain why consultants and coaches can be so useful to an organization, especially when they are not part of the regular staff. Although being intimate with an organization allows for greater workign knowledge of the strengths and weaknesses, an outsider's perspective may be worth more than many may realize.

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Ethical Challenges in Human Resources

Ethical Challenges in Human Resources | Organizational Psychology, Management, and Leadership | Scoop.it
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A look at the ethics of business from an HR and Aristole-esk perspective

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Smile! It just might be a good career move

Smile! It just might be a good career move | Organizational Psychology, Management, and Leadership | Scoop.it
For Jackie Donovan, director of marketing and merchandising at Fairway Market, coming to the office every morning is a joy, despite the long hours.
Audrey Mika's insight:

Confirming what most people already suspected: happiness improves productivity, life satisfaction, and a slew of other indicators. It's so obvious, but why do so many managers feel that they can make their subordinates miserable?

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The Most Awkward Leadership Topic

The Most Awkward Leadership Topic | Organizational Psychology, Management, and Leadership | Scoop.it
You got to the end of your rope because you feel misunderstood and uncared for. You serve, understand, and support others. Who serves, understands, and supports you? I’m not asking, “Who finishes t...
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A lot of people are afraid to admit they are weak. Leaders, remember that being human isn't a weakness.

 

For the followers, being a supportive role can be one of your most important tasks, and probably a good way of being recognized for your effort!

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Here's One Good Way to Kill Innovation - Innovation for Growth

Here's One Good Way to Kill Innovation - Innovation for Growth | Organizational Psychology, Management, and Leadership | Scoop.it
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One technique that Kastelle suggests as a way to cope with having your ideas shreddid is to band together. Recently I was at a conference for Women and Leadership, and the speaker suggested to always try to have (at least) three women in the boardroom, to have proper support. I think that the number 3 is probably a good minimum number when considering any banding-together approach, as one or two peple are very easy to dismiss.

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Nine Practices to Help You Say No

Nine Practices to Help You Say No | Organizational Psychology, Management, and Leadership | Scoop.it
To say yes to the right things, you have to learn to say an effective no.
Audrey Mika's insight:

Saying "no" is about setting boundaries for yourself, and respecting yourself enough to do so. Remember to treat yourself as well as you treat others, because if you continuously give too much, you'll be too drained to be of use in the long run.

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Four Steps To Deal With Dishonest People

Four Steps To Deal With Dishonest People | Organizational Psychology, Management, and Leadership | Scoop.it
You’ve been wronged. Now and then we all have to deal with someone being dishonest. I just had to.

Via The Fish Firm II
Audrey Mika's insight:

I have found that one of the biggest barriers to handling issues professionally is not being able to evaluate situations. Following these four steps is a helpful way to deal with situations that often make the victim look defensive, causing additional damage to their reputation and career.

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Eliseu Ferreira Caetano's curator insight, February 28, 2013 8:20 PM

4 passos para lidar com pessoas desonestas...

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