Accomplished writer and blogger, Jennifer Alsever, finds a respectful way to integrate light humor into her piece about the real challenges of workforce reimmersion amidst COVID-19. Read the full post Keeping the Conversation Going—from 6 Feet Away here, which was published originally for Humans At Work on May 26, 2020.
Now more than ever, the rules of social engagement are unclear with mixed messages globally and nationally. Mavericks of the world may let their mask hang around their necks, they may talk too loud, joke too much, and step
This week one of the employees at Predictive Index (PI) Headquarters, David Silbert, wrote a poignant article about his feelings on racial injustice. It really hit home, especially as we consider ourselves an extension of the PI family. Therefore, we are sharing his wonderfully written article as well as our grief and condolences to the families of: Ahmaud Arbery, Breonna Taylor, Tony McDade and George Floyd.
One of the tenets that informs our every consultation at SHIFT is that people are complex. Every person is complex regardless of race, creed, religion or sexual orientation. The complexity is what brings the richness and nuance to our existence. We honor that complexity. We honor our differences and we honor our similarities.
“In spite of those differences, there’s always more in common than not.
This is part one of a four-part series on Predictive Index (PI) drives.
Patience is defined by Predictive Index as the drive to have consistency and stability in your environment. While consistency and stability bring success in some situations, I would argue that’s not always the case. Sometimes a sense of urgency, the ability to multi-task, and outside pressure are critical to achieving the desired outcome.
Each of us is unique and possesses varying levels of patience. Some express high levels of the patience drive while others have a low expression of the patience drive. There is no right or wrong expression, or amount of, patience. Everyone has some drive for consistency and stability. Those who have a low expression of the patience drive must self-regulate, or adapt, in situations that may benefit from patience.
My family owns a lake house in a gated golf community. For the first 20 years the resort existed, it thrived. Most of the owners had primary residences elsewhere and used their lake homes or condominiums at the resort for weekend golf outings or boating on the lake. The resort had golf and tennis professionals, who organized tournaments and gave lessons. The restaurant had fine dining and a pub, and they catered weddings and events.
The resort’s next 20 years were tumultuous. It underwent several management changes and the community’s population shifted to working class homeowners and renters.
Working remotely is a new concept for most of the workforce. I’m not talking about those who are self-employed or those who launch a startup out their garage. I am talking about individuals who are employees of an organization, those who are part of a team and report to a manager, but they do so from a home office. Since the COVID-19 pandemic has forced many of you out of office buildings and into your home offices for the foreseeable future, I want to share some things I’ve learned about remote working that — if both employees and organizations act intentionally – could make full-time remote employees successful.
I’ll bet no one has ever told you that effective leading is like making a good carbonara? You don’t believe me? Let’s step into the kitchen to learn more about leadership and managing people.
To create a silky carbonara sauce, you combine egg whites and pasta water in the correct proportion to egg yolks, pork fat and cheese. The egg yolks act as an emulsifier to bond the pork fat and cheese into the pasta water and egg white sauce. When done with the right timing, the proper heat, and quick whisking, you produce a creamy, flavorful sauce that perfectly coats the pasta and pancetta. If, however, you misstep on any one of these factors, you get pasta with scrambled eggs. Yuck.
In good times and in bad, leaders define a clear set of values and they live by them. They inspire a shared vision, and they enlist others in a common pursuit. Leaders are self-aware and they encourage others to challenge the status quo. They recruit new perspectives, value different processes and welcome experimentation and risk-taking.
Leaders foster collaboration and healthy debate to strengthen individuals and the team. Thus, talent development is a never-ending cycle where leaders celebrate the accomplishments of their staff by recognizing and rewarding those who embody the organization’s shared values and victories.
SHIFT launched this blog to bring you the best in leadership theory and practice, including pertinent content on the development of your team. We hope it ignites a thoughtful debate, empowers you to try something new, or shows you a new perspective on an old challenge.