Note: Please excuse any typing errors — we’re trying to move fast.
Right now, Austin is experiencing something no one ever thought was possible, literally, it has 100% never happened.
The suffering here is immense. Food shortages. Unsafe drinking water. Impassable roads. Flooded homes. A humanitarian crisis.
If you have the means to help, below is a list of resources. All of these are local non-profits, so you actually know where your money is going and it moves into action fast, unlike large nonprofits.
For many years, companies have used money incentives as the main motivator for their employees to be more efficient and stay with the company longer. It seems like a no-brainer: You expect people to work harder if they earn more money. In addition, people are expected to stay with their company if they are paid well and rewarded with bonuses, but studies now show that the relationship among compensation, motivation and performance is much more complex than we think.
While monetary incentives can motivate employees, they aren’t as powerful as most people believe them to be. In fact, studies show…
This week, we’re doing a blog takeover by our very first podcast guest, Courtney Branson. Courtney led Square Root as VP of People from a struggling startup to most recently acquired, along with winning culture awards from Great Place To Work, Fortune, and Fast Company, just to name a few. Now she serves as a Culture Advisor where she speaks, trains, and consults on culture for startups. She was the guest in our most-streamed episode in the UNprofessional podcast. …
I’m reaching out today to share with you that I have officially launched my podcast, UNprofessional , where I, together with other fellow UNprofessionals, dive deep into what it takes to create human-centric organizations and become fully human leaders.
The UNprofessional podcast explores the boundaries of work, humanity and culture.
Join me as I have conversations with human leaders around the world who are breaking barriers to create and cultivate more empathic, more authentic and ultimately, more human-centered and more successful organizations.
In case you’ve missed the previous episodes, here…
To manipulate by distortion…a short way to define gaslighting.
Gaslighting is a subtle yet harmful way of manipulating and controlling others. Gaslighters will make their victim doubt their own memory, judgment and even sanity. In simple terms, it’s an effective way of making someone believe that you’re right and they’re wrong, even if it isn’t the case.
People who gaslight distort reality to control other people’s actions so that their needs are met and the other person is put in a weaker position in a relationship. Gaslighting is also a form of power-tripping. …
People don’t see what’s in it for them.
Many lose interest halfway through and leave, thinking it’s a waste of time.
It’s a truth that’s universally acknowledged: surveys aren’t fun. The typical response rates for surveys range between 5% to 30%. People often feel like answering one is a chore, and this is to be expected when most surveys are created with very little effort to make it engaging, from the visual design to the language used.
Surveys shouldn’t look or feel like a test. Asking your customers or employees about their experience should also be an experience. This is…
Your job application was rejected.
You didn’t get a raise.
Someone else got the promotion you wanted.
A team member never speaks to you.
It doesn’t matter what form rejection takes. Bottom line, it hurts.
As human beings, we are hardwired to be sensitive to rejection .
Think about it: thousands of years ago, people needed to belong to a tribe to survive, and rejection served as an early warning to alert them that they were in danger of being kicked out. …
No two organizations are alike; however, many implement either collectivism or individualism in their company culture. Some promote independence and let employees think for themselves. Others emphasize interdependence, group think and interpersonal relationships.
In the US, where individualism is highly-valued, employees can make decisions, be self-reliant and be held accountable for their actions.
Collectivism views people as a group, unlike in individualism, where each person is considered a distinct individual.
Business owners and managers must decide what #companyculture to implement for long-term growth and success that aligns with their organization’s goals.
Workaholism is much more common than we think because we’re trained to reward hard work, be efficient and get as much done as possible. However, work is only part of who we are; it’s not the whole picture.
If I told you “I’m a thought leader” there’s no way you would be able to know that I have a motorcycle license, I’m a twin or that I speak Japanese (Nihongo o Hanashimasu).
Something I always preach is that “ your career is not your identity “ because it’s true. …
If you missed us last week, we missed you too.
We are now releasing our podcast every Thursday, so we’ll be sharing these musings on how to be human-centric leaders on Tuesdays.
I’ve been pondering a lot about what it means to “be yourself” at work. After years of aging myself with clothes, makeup, and jewelry thinking that looking older would make me worthy of respect, no matter what I did, I just looked young.
That’s when I realized, it’s not about being your best self. It’s about being yourself at work.
Bringing your whole self to work is essential…
CEO | Founder of The Human Way | Bestselling Author | New book #UNprofessional out 9/21 | Host of the UNprofessional podcast | As seen in Forbes, Fortune, WSJ