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Photo Credit: Daniel Scotton
http://www.mprnews.org/story/2013/12/23/daily-circuit-holiday-stress?from=dc
I loved this interview. Dr. Sood speaks to the power of gratitude.
Mayo Clinic stress expert Dr. Amit Sood joins The Daily Circuit to discuss the steps he recommends to lower stress and enjoy the holidays. Sood's upcoming book is "The Mayo Clinic Guide to Stress-Free Living."
• "The main challenge we are facing in the 21st century is a very busy brain. We're all overextended. I'm sure you have more than 20 passwords. You have perhaps a dozen or more bills to pay. Our ancestors didn't have that."
• "The three most important things in holidays are relationships, relationships and relationships. Binge on quality time with your loved ones.... Don't fall off the wellness and budget bandwagon. And do something to honor the tradition. This is a time of hope. This is a time of forgiveness. This is a time of gratitude. Be extra kind to yourself."
Photo credit: Daniel Scotton
an interesting thought piece: http://futureexploration.net/2014-crunch-time
For many years we have all observed massive change, driven not only by extraordinary developments in information, medical, and material technologies, but also by accompanying social shifts that have been as dramatic as technological change.
These shifts have been incremental over years, so while we are all aware of these shifts, many still do not realize quite how dramatic the impact will be.
We are now reaching “Crunch Time”, when cumulative change is reaching the point of fundamental disruption in many aspects of society. Now is when the extent of change truly hits home, leaving many dazed, yet others seizing the extraordinary opportunities that emerge from rapid change.
In this brief report we highlight 14 domains in which we are reaching crunch time, and how we need to respond.
Photo Credit: Daniel Scotton
http://www.inc.com/geoffrey-james/10-things-employees-want-more-than-a-raise.html?cid=readmore
Making big money is often less important to employees than satisfying these basic needs.
Contrary to popular belief, employees value many things more than the amount of money they're being paid. If they're treated right, employees will not only work for less, they'll be happier and more productive as they do so.
Based upon hundreds of conversations I've had about bosses and jobs, here's what employees really want:
1. To feel proud.
When asked what they do for a living, employees want to boast rather than apologize. They want the people they meet to be at least a little impressed, even if it's only because the employee has taken on a job that's generally thankless.
2. To be treated fairly.
While almost everyone realizes that life isn't fair, employees don't want the boss to make life more unfair than it already is. Employees hate favoritism. They expect the perks and promotions to go to the people who work hard, not the people who kiss butt.
3. To respect the boss.
Employees want respect from the boss, of course, but just as strong is the need to feel respectfor the boss! Employees want to believe in that their boss is a leader who is worthy of their loyalty.
4. To be heard out.
Employees hate it when the boss doesn't have the time or the interest to listen to what they have to say. Employees don't expect the boss to always take their advice, but if the boss won't hear them out they (rightly) assume the boss doesn't care about them.
5. To have a personal life.
Photo credit: pexels.com
For many bosses (especially entrepreneurs) work is a way of life. Employees, however, usually think of friends and family as their "real" life. Even when they're committed to their job, they get twitchy when work keeps them away too much.
6. To be coached not micromanaged.
Employees want the boss's help when 1) they ask for it, or 2) they're floundering so badly they're afraid to ask for it. What employees don't want is to have the boss looking over their shoulder all the time.
7. To see the assh*les get fired.
In almost every workplace there are one or two jerks who make life miserable for everybody. Almost more than anything else, employees want the boss to fire those jerks. If the boss doesn't, employees know he's either a weakling, a fool, or a jerk himself.
8. To feel less stress.
People hate the sense that they've got too much to do and not enough time to do it. Bosses must plan carefully, anticipate problems and set realistic goals, so that they don't accidentally and unnecessarily add stress to employees' lives.
9. To have a little security.
No sane employee expects lifetime employment. Even so, it's hard to concentrate when you feel as if a sword is hanging over your head. Employees want to know that they're not wasting their time when they're giving your their best.
10. To beat the competition.
Finally, never underestimate the power of teamwork, especially when teamwork means grinding the other team into the dust. Employees don't want to be team players; they want to play on the winning team.
Why isn't money on the list of desires? Well, as it happens, I've seldom heard anybody complain about their salary per se, except in the context of the above desires (i.e. "they don't pay me enough to put up with this.")
Satisfy the ten desires above and your employees will remain loyal and hardworking, even if you're paying them less (and maybe even far less) than they might earn elsewhere.
Edward Dugger III, president of Reinventure Capital and an early pioneer in impact investing, explores the intersection between the venture capital community and racial equity.
Edward Dugger III, president of Reinventure Capital and an early pioneer in impact investing, explores the intersection between the venture capital community and racial equity.
Edward Dugger III, president of Reinventure Capital and an early pioneer in impact investing, explores the intersection between the venture capital community and racial equity.
[repost from 2019] This is Thanksgiving holiday week In the US. November is also Native American Heritage Month. Family, friends and neighbors may be gathering. This week, we invite you to practice the art of deep listening, as a way to connect or reconnect in new ways. We offer 3 practices and 2 exercises. Let us know how it goes!
Finding your inner climate leadership
Edward Dugger III, president of Reinventure Capital and an early pioneer in impact investing, explores the intersection between the venture capital community and racial equity.
Through the magic of Zoom rooms*, you can self-select to choose the focus that interests you for a "deeper dive" conversation.
