After a particularly long doctor’s appointment with our seven-year-old, the topic of his prescription (he has epilepsy and takes a medicine to control his seizures) came up. The nurse practitioner came back in to say she had sent it to the pharmacy electronically. My husband said, “We need it written in 500mL increments.” She looked at him like who do you think you are, trying to tell me how to write a prescription. I looked at my husband and tried to telepathically tell him, “Explain to her why you are making that request.” I may or may not have also
“The first responsibility of a leader is to define reality.” Max DePree Feedback is a critical to any successful performance management and development process. With trends in feedback moving leaders towards less formal mechanisms of feedback and away from a formal performance appraisal, we still need to be thinking about how to define the current state of someone’s behavior and performance in order to direct what we want to see. And sometimes we can formalize things and still make them feel “casual”. A way to do this is to have a 1. Start 2. Stop 3. Stay session. To do this:
My first professional mentor was a man. In college, I helped him with his research and he helped me grow as a human being in too many ways to count. It was no big deal for us to have one-on-one discussions in his office with the door closed. I never thought anything of it. I suspect he didn’t either. Nor were my parents concerned. They are as grateful to him for the positive influence he had on me as I am. This mentor often spoke truth with directness to the situations I was dealing with that I found myself getting
2018 for me has been a year of providing support for both professional and personal friends and family that have been experiencing tremendous situations of stress, pain and loss. As I count today, there are half a dozen people that I’m actively engaged in providing support and encouragement for. If I think about it objectively, I could say that most people, every year, are actively providing support for at least this many people who dealing with some type of life struggle. Struggle is just a part of life. I am humbled to have the opportunity to be a small part of
“The work of culture building is never done. It’s always a work in progress.” – Adam Grant People were excited about the concert Tuesday night at #SHRM18, but I was giddy about hearing Adam Grant speak that morning. The organizational psychology nerd in me was so excited to hear Adam Grant speak, and his comments did not disappoint. Top takeaways from his presentation all centered around company culture: 1. What got you here won’t get you there. Hire for cultural contribution (if you are a big company). Cultural fit is still important for startups. I think most people miss Adam’s