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http://www.ted.com In a culture where being social and outgoing are prized above all else, it can be difficult, even shameful, to be an introvert. But, as Su... 
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Just like a good tester breaks the system to find flaws so that the software becomes robust and stable, the same way, these people pinpoint where we are going wrong. Via Dr. Susan Bainbridge
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Josie Gibson's curator insight,
August 28, 2014 10:00 PM
Very good article on how to rebuild important relationships in the workplace.
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Culture is a powerful force and culture-shaping efforts fail for many key reasons. But what makes them succeed? What makes some culture-change efforts successful where others become simply …
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by Paul Petrone | If you want to learn the secret to hiring, there is no better lesson than Oprah Winfrey. Winfrey is a bold, African American woman who
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Teacher Andrew Jones explains the difference between coaching and mentoring, and how they suit different professional development needs
Coaching, on the other hand, consists of peer-to-peer discussions that provide the person being coached with objective feedback on their strengths and weaknesses in areas chosen by them. While discussion is led by the coach, they ask questions that allow the professional seeking advice to reflect on their practice and set their own goals for improvement. This is the opposite of mentoring as the coach does not evaluate, judge or set targets, and the person being coached is in full control of the discussion.
Unlike mentoring, coaching also gives the recipient more say on the direction of their professional development and encourages them to take more ownership of their CPD.
Learn more:
- https://gustmees.wordpress.com/2014/07/10/education-collaboration-and-coaching-the-future/
Via Gust MEES, Ivon Prefontaine, PhD
Gust MEES's curator insight,
August 11, 2014 7:37 PM
Coaching, on the other hand, consists of peer-to-peer discussions that provide the person being coached with objective feedback on their strengths and weaknesses in areas chosen by them. While discussion is led by the coach, they ask questions that allow the professional seeking advice to reflect on their practice and set their own goals for improvement. This is the opposite of mentoring as the coach does not evaluate, judge or set targets, and the person being coached is in full control of the discussion. Unlike mentoring, coaching also gives the recipient more say on the direction of their professional development and encourages them to take more ownership of their CPD. Learn more: - https://gustmees.wordpress.com/2014/07/10/education-collaboration-and-coaching-the-future/ 
june holley's curator insight,
August 12, 2014 7:47 AM
This is a distinction that is important for developing network leaders. 
ManufacturingStories's curator insight,
August 13, 2014 10:46 AM
For more resources on STEM Education visit http://bit.ly/1640Tbl
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Nothing can fluster even the most unflappable professional like being asked a question to which they don’t know the answer. Appearing incompetent or uninformed is one thing, but what makes this scenario even worse is when you’re asked the ‘impossible question’ in a group setting. Maybe it’s a group you know well—or [...]
Trish Sadar's curator insight,
January 28, 2015 10:50 AM
If you want to build credibility at work, always be prepared to add value to the conversation and those you are with. It is okay that you don't know; however, it is often not what you say...it is how you say it that makes all the difference for women professionals.
Take a read, and why not challenge yourself to apply some of these responses on for size. If you have other power responses that have killer results, we would love to read them so please share!!!
---If you have any questions, comments, or best practices about culture, change, or leadership…I am on it! My goal is to share thoughts, tools, and inspiration to help you leverage your strengths, and achieve your goals! Walt Disney said, "Whatever we have accomplished has been because other people have helped us." So don't be afraid to ask for help...that is what I am here for!
Until next time...PS - Be on Brand & Live on Purpose!
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Trish Sadar's insight:
Good article and great reminder!
Daniel Pink's book "Drive" talks about the 3 things that motivate staff: AMP - Autonomy, Mastery, and Purpose.
Our teams need to know that: 1. They are important to us 2. That they are heard and understood 3. That they are empowered to make decisions and do their job with our support 4. That they belong -- they are part of a community 5. That they are growing and that we are helping them reach theri potential
So what are some things that you do to build your culture, build your teams, and keep your staff motivated?
Please, would really value your input and feedback on this.
As always thank you for stopping by. Always looking for ways to help you accelerate your success and live on purpose!
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For the younger generation of women in the workplace, there is no such thing as a confidence gap, argues Trang Chu Via Anne Leong, Jerry Busone
BPIWorld.com's curator insight,
August 4, 2014 10:07 AM
The important practice here is to set clear expectations, and performance goals. The potential for highly charged emotional reactions from both parties could be detrimental to success. Instead, be willing to look at the possibilities for helping the business grow and the specific goals that that individual wants to achieve. For example, if the goal is for all employees to place 1 hour of sales and 1 hour of marketing into their day, connect it to a sales quota and possible commission structure. Then, the motivation for doing so becomes more relevant - and will take away from having to do constant busy work that does not stimulate and inspire. The results will bring substantial growth and take away the anger from both the owner/manager and employee...
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Are some skills less important for leaders at certain levels of the organization? Or is there a set of skills fundamental to every level? Via Kenneth Mikkelsen
Jacob M Engel's curator insight,
August 3, 2014 7:31 AM
These skills are critical on every level and a great predictor of success! 
Miss Write's curator insight,
August 19, 2014 10:35 AM
These seem to be common sense so why are so many companies getting it so wrong with their managerial placements
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Trish Sadar's insight:
I love what he wrote: "The goal of a great leader is to get people to think more highly of themselves."
So true!!!
Please share this very powerful message by re-scooping or retweeting:)
PS - Live on Purpose!
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From
99u
More than we’d probably like to admit so many of our days are spent in a state of self-delusion, an internal monologue of justifying our actions, both good and bad. When we do something wrong, our evolutionary instincts kick in and we do anything we can to not acknowledge the obvious: sometimes, it’s all our fault. Via David Hain, John Michel
Trish Sadar's insight:
If you want to go far...you need to know who you are!
John Michel's curator insight,
August 18, 2014 6:26 AM
Over time, this becomes our routine, our default reaction, and we fail to stop and reflect on what we’re doing. To make it even more difficult, many of us don’t have the luxury of someone being accountable for us (who does?), helping us recognize our mistakes and their repercussions. 
Charlotte Hitchcock's curator insight,
August 19, 2014 5:37 AM
Know yourself before you lead others. Understand why you respond as you do and its affect on others. Honesty about yourself can be hard but in the end it is worth it 
David Jardin's curator insight,
August 28, 2014 7:06 AM
Emotional intelligence and effective leadership are unattainable without self-awareness.
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What makes a great leader? The ability to rule with an iron fist? Being well-liked? These TED speakers offer nuanced takes on how to inspire others to follow you. Via Kenneth Mikkelsen
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It is often said of business school academics that they are adept at describing – through their case studies and the articles and books they write – business as it is – or was – at a certain time. The problem, of course, is that their audiences have to contend [...]
Selena Prior's curator insight,
August 21, 2014 10:44 PM
This is a really compelling article that challenged me to reflect on the challenges of leadership. 
Miklos Szilagyi's curator insight,
August 22, 2014 3:25 AM
It's a very intersting topic and mostly I undersign it... though it's culture-dependent too... the context, the connotation you might have by reading e.g. this title... that might count too... coming from a region where story-telling might be a substitute of lots of things, among other things, lying, or - as one of my cross-cultural researcher friend said once - saying "no", I have some reserves... but even in the Anerican culture, whether the executives of Enron e.g. weren't (surely not authentic but) excellent story-tellers? If you are with me on that...
Of course, the message goes better into the deep with emotions and what is better than the story-telling like emotion-vehicle? of course... but to say that the future leader's main characteristics are courage and story-telling capacity is, I don't know, IMHO, not only simplistic but simply not enough...
Starting by the main point what story he/she should so well and authentically tell? What the content is of this famous story? I would start here when drawing this profile... and yes the sellability, the motivation-power, the capacity of being able to attract the followers, to be able to align their energy are also important but somehow the content of all these has a certain priority in my mind... 
S'Marie Young, CPCC's curator insight,
August 22, 2014 3:00 PM
This article highlights some of the qualities successful leaders of the present and future must cultivate, such as courage, resiliency, permeability and transparency. These qualities create a powerful presence, one that people can trust. Presence is knowing yourself, your values, passions and goals, and being able to communicate them authentically. Presence is also being empathetic to the aspirations of others.
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A meditation on business and professional success, made-up with a carefully chosen selection of 133 meaningful quotes from a wide-range of leading thinkers, successful business people, creatives and industry experts in key areas: including Napoleon Hill, Marilyn Suttle, Walt Disney, Thomas Edison, Benjamin Franklin, Edward De Bono, Joe Pulizzi and many, many more.
Trish Sadar's insight:
Love the quotes in this book!!!
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Ways others have found their own success, and how you can, too.
Trish Sadar's insight:
I absolutely LOVE this article!
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Some of the most accomplished people in business suggest that good advice was the secret to their success. And thanks to LinkedIn, we know which pearls of wisdom they cherish most.
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Success in business is all about people, people, people.
Lisa McCarthy's curator insight,
August 12, 2014 6:13 AM
How can companies increase engagement? An insightful New York Times article by Tony Schwartz and Christine Porath included a survey of more than 12,000 employees that identified four drivers: physical (having the opportunity to recharge); emotional (feeling valued); mental (having the ability to work autonomously); and spiritual (feeling connected to a higher purpose).
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We would never fire our children or suspend our parents—so why do we readily adopt that practice when it comes to managing employees in the business sector? ...
Tony Phillips's curator insight,
August 10, 2014 6:11 PM
I have noticed sooo many similarities between parenting and leadership. Great articulation by SS
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Over the past decade I have had the privilege of getting to know and working with some of the most interesting and successful people in the world. You may be an entertainer taking home $35,000 per
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The lowdown on the jobs, by industry, in which employment should grow by 30 percent or more. Via Frida Cooper
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