In 2016, I was collecting data for my PhD and studied the implications of Hillary Clinton’s defeat on everyday Americans’ beliefs about women leaders in business. In a nutshell, the implication of her loss shaped beliefs about women business leader’s appointment and promotability. Really pared back, my research shows that reminders of leadership in our broader social context, shape our beliefs about leadership in the business context. I’ve had quite a few conversations with various colleagues, academics and friends, in an effort to grow my own understanding surrounding the 2020 election, namely Trump’s re-election bid and his anticipated success. Now …
Google has recently released findings on an internal study spanning two years that compared high performing teams with those teams that were not performing as effectively. The key factor that contributed to team effectiveness and productivity? Psychological safety.
I’ve been wondering if life might be a little easier if we had no expectations of each other. It seems that almost all disagreements and divides come down to a sense that expectations are not met. But what is the cost of having no expectations? And how do can we gain benefit from shared expectations?
I genuinely love my job. But my lists comprise multiple yet discrete areas of interest and my week days are long. It dawned on me that perhaps I have too many interests... Image source: https://shop.hollycasto.com
“My worth is not determined by others. Whether people read my stuff – or not… is unrelated to whether my stuff is important. Facebook is not my measure.”
Scholars have argued that for women the pathway to leadership is akin to a ‘labyrinth’ wherein it’s not so much a ‘glass ceiling’ that prohibits women from getting to the top, but rather a sum of obstacles that present along the way. The good news is, there unequivocally are ways to address gender diversity in the workplace (and they don’t involve annihilating men everywhere)! (Image source: http://www.theglobeandmail.com/news – A woman in Trafalgar Square during the Women’s March on London in central London, Britain January 21, 2017, Kevin Coombs/Reuters)
I often work with individuals who struggle with OVER activities, and it’s usually part of the reason why they are seeking executive coaching. OVER-working, OVER-stressing, OVER-checking, and OVER-preparing to name just a few. Often these OVER activities follow a cyclical pattern of OVER-working (in some form) followed by OVER-indulgence. It’s frequently a hamster wheel pattern, not at all dissimilar to ‘yo-yo dieting’. (Image source: www.anecdotesandapples.com – a refreshing food blog and also a delicious recipe for making your own croissants)
Sagrada Familia is a breathtaking cathedral in Barcelona, and this week I had the privilege of visiting it for the second time in my life. After more than 100 years, this building remains unfinished. And that’s part of it’s magnetic appeal.
Very early in my career I participated in a two day retreat with my work unit. Our manager had organised the retreat with the intention of increasing our team connection and our performance. We came back even more disillusioned, disengaged and dysfunctional after one very telling team activity. (Image Source: www.olympic.org/photos)
I don’t often tell people about the kind of psychology I do. It’s not that I’m not proud of it, but because it is generally misunderstood. When I tell people my work involves applying positive psychology and building resilience in the workplace, they usually look at me like I’m a flake. It seems they picture me facilitating group hugs and Kumbaya sing alongs. (Image source: reachout.com)