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 …
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?
As workplace psychologists, we are often called upon to assist with conflicts in the workplace. Many times, we see disagreements that arise on the basis of a difference in interpretation and opinion. In this article, Miriam Yates (Psychologist at Within Consulting) provides some practical advice on managing this situation – in all areas of our lives! (Image Source: www.shannonspaulding.com)
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)
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.
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)
Miriam Yates is a Consulting Psychologist and Project Manager at Within Consulting. Miriam shares her tips and tricks for changing behaviours and modifying our automatic habits, so they work for us – not against us! For more information, contact Miriam at email@example.com.
An inspiring review of Angela Duckworth’s book Grit, by Miriam Yates, Consulting Psychologist at Within Consulting.
Why do you need Grit? How do you get it? And why talent isn’t everything!
Argumentative? Time poor? Control freak? No willpower? Weakness for a good Shiraz? Coffee addiction? Bad hair? No problem, leave them all behind in 2015 and welcome a NEW YOU in 2016! As we welcome in another new year, we are overwhelmed with articles encouraging us to become a brand new turbo-improved version of our former selves. But the reality is – You can’t just skip over yourself.
Our Consulting Psychologist Miriam Yates shares insights into receiving feedback on our work, including why it can be a painful process and how we can make the most of the ‘gems’ hidden in almost all workplace feedback.