In December of 2014, my then four-year-old son started having seizures. After three of them occurred in a short period of time, we went to see a pediatric neurologist who first did an electroencephalogram (EEG) to begin to identify the cause of the seizures so we could determine a course of treatment. Utilizing this technology as well as other techniques, she put our son on a medicine that has controlled his seizures. He hasn’t had one in over a year, and we are thankful for the doctors, the scientific discoveries and the technology that made this a reality. Neuroscience
How Simulated Work Environments Can Drive Performance in the Classroom, and Ultimately the Workplace
Continuing with our theme this month, we wanted to reflect on performance management in another arena – the classroom. After all, students are future employees and shouldn’t performance management in the classroom prepare them for performance management in their future careers? First, I want to share a thought from a local employer when asked about industry needs concerning current and potential programs that are developing the future workforce. The quote reads: “While there appears to be attention given to communication and employability (skills), these areas remain our greatest problem. We are looking for hard working individuals with a strong work
Jennifer Lawrence, Hollywood’s highest paid female actress still doesn’t make as much as her male counterparts. And she’s pissed. But who she is pissed at may surprise you. She’s mad at herself. You can see more on the story that aired on NBC Nightly News last week here: http://www.nbcnews.com/nightly-news/video/jennifer-lawrence-speaks-out-on-hollywood-s-gender-pay-gap-543867971910 Kudos to Jennifer. When we can take ownership of the issues that affect us personally, then we are on our way to fixing them. Blaming others doesn’t help the situation. Women (and men) knowing what they are worth is a critical step in that ownership, then being willing and able to
“The whole chair situation makes so much more sense now,” said a woman in a Generations in the Workplace seminar recently. As many of us looked at her perplexed, she went on to explain, “I bought new chairs for our office. I can’t get those in earlier generations to use them. They said the old ones are just fine. I can’t get the newer generation to quit standing up in them so they can talk to someone over the cubicle wall. I never knew how much headaches new chairs could cause,” she said with a sigh, but also some excitement in having
There is a lot of hype out there today, and there has been for quite of a few years, regarding generations in the workplace. It has become one of the key topics to focus on when it comes to interoffice dynamics and diversity issues in the workplace. And its fun to talk about it and classify people as such. While it is obvious that different events and cultural norms shape us all and these things can help define a generation of people (for example, who is dumb enough to think that 9/11 and the computer haven’t shaped the thought processes,