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How often are your employees voicing this kind of creativity, empathy, and problem solving? For too many businesses, the answer is: not nearly enough.":1,"#If your business includes work that is repetitive or structured in a predictable setting, you'll soon face competitive pressure to automate that work—if you haven't already. When so much is automated, how do you differentiate your business from your competition? The secret to surviving and thriving in the automation revolution is in what computers can't replace: human creativity, empathy, and critical thinking—especially in unpredictable environments. To stay competitive in the automation revolution, you need your employees to speak up.":1,"#Overcoming FOSU Is Critical to Surviving the Automation Revolution":1,"#Employees' fear of speaking up is detrimental to cultivating a culture of solution-focused problem solvers.":1,"#Most people naturally avoid taking risks and choose safe silence. You can overcome FOSU and build a solutions-focused culture when you consistently turn solving and sharing into the default culture.":1,"#Align systems and processes. Start with recruiting. Are your hiring processes designed to bring in the people who helped you succeed five years ago? If so, it's time to align recruiting with the talent and competencies you'll need to succeed in the future. As automation increases, you'll need more empathy, creativity, and strategic thinking at every level. Ensure that incentive programs reward sharing and adopting best practices, strategic solutions, and creative thinking.":1,"#If you didn't ask for input but someone spotted an issue and proposed a solution, your response depends on the situation. If you can trial the idea, let the employee know and look for a way to involve him or keep him abreast of the results. If you can't take action, thank him for thinking about the issue and give him the additional information he needs to understand the obstacles. Invite him to think about ways to overcome those barriers.":1,"#When you've asked for input, first thank them, and then summarize the range of what you've heard. Finish by clearly stating the course of action you will take and why you're going that direction.":1,"#It's a fundamental truth that human beings want to be heard. To overcome FOSU and build a solutions-focused culture, people need to know that their input is valued. That doesn't mean you have to act on it, but you do need to respond.":1,"#Respond. \"I don't know why I speak up; no one does anything with what I say\" may be one of the most uttered phrases in companies today. Equally, cynical leaders feel that they can't make everyone happy, so why bother trying?":1,"#Help team members learn how to share their feedback, ideas, and solutions. They're more likely to be heard when they put their proposed solution in terms of the critical business outcomes that matter most to their supervisor, leader, and key stakeholders.":1,"#Everyone in the organization should be able to clearly articulate what success looks like, how the organization benefits other people, and how it makes money in the process. Share the numbers. Step into employees' shoes to give them examples that they see every day. What can they be looking for? What are the boundaries within which they can solve problems? When do they need to escalate the issue and how should that happen?":1,"#Equip everyone to search, solve, and share. If you want people thinking strategically, give them all the information they need. When senior leaders are frustrated with a dearth of strategic thinking, employees often lack the information they need to spot problems and offer solutions.":1,"#Start by asking them to describe their goal, what efforts they've made, and what happened when they tried. After you gather those facts, move to questions that help them reflect. For example: What can you learn from that experience? Is there a skill or equipment that would help you solve this problem? Next, ask them to identify alternative options and explore the consequences of those options. Finally, ask them to choose from among the options they've explored.":1,"#Build problem-solving competencies. \"Don't bring me a problem without a solution\" is the fastest way to get your team to stop bringing you problems. Work to build problem-solving competencies on your team. Look for opportunities when a team member who is sufficiently trained and should be able to come up with solutions brings you a problem. Resist the urge to offer a solution or bark, \"Don't bring me a problem without a solution.\" Instead, use guided questions to help employees develop their critical thinking skills.":1,"#When a team member takes a healthy risk to better serve the customer or improve the business, celebrate it, even if it doesn't work in the end. It's particularly important for leaders to thank people who bring them ideas they disagree with. After all, if it's only OK to speak up when you agree with your supervisor, then it's really not OK to speak up at all.":1,"#Reward truth telling and risk taking. You get more of what you encourage and celebrate and less of what you ignore. When an employee brings you an issue, thank her and explain why it was so important that she raised the issue. Publicly share the stories of solution-focused team members who brought up issues, how these issues were solved, and how life is better now as a result.":1,"#Another approach is to hold quarterly best practice festivals where team members are given an area of their work and asked to identify one behavior they do that improves outcomes for customers, saves money or time, or enhances the employee experience.":1,"#Ask for tough feedback. An open-door policy isn't enough—it's too passive. If you want to know what's not working, then ask. Consider specific questions such as: \"What drives you crazy about this new system?\" \"What about this project concerns you?\" or \"How is this change going to make things better or worse for our customers?\"":1,"#Overcoming these problems and building a courageous culture of solution-focused problem solvers aren't complicated. A few intentional changes in employee onboarding, manager training, and how leaders interact with their teams are all it takes. The key is to practice the following behaviors consistently.":1,"#How to eliminate FOSU":1,"#The third cause of FOSU is organizational structure. This starts with hiring practices that ignore problem-solving competencies. Often, training processes don't equip people to solve problems, innovate, and share best practices. In addition, rewards and incentives can create internal competition that drive people to keep their successful secrets to themselves rather than share best practices.":1,"#For employees, FOSU commonly results from negative experiences that have led them to believe their opinions aren't valued, even if those experiences happened with different managers or a different company. Not knowing how to share ideas so they can be heard compounds the problem. Additionally, employees may be busy working and simply not recognize that they have valuable insight to contribute.":1,"#FOSU results from a complicated dynamic between leaders, employees, and organizational structure. Leaders may be enthusiastic but don't invite ideas or feedback. Or worse, they ask for feedback but never respond to the input they received. This leaves employees frustrated. It's also common that middle-level managers discourage sharing and risk-taking because they're worried about how senior leaders will perceive them.":1,"#Why does FOSU happen?":1,"#When people are discouraged from saying the wrong thing and not rewarded for saying or trying the right thing, they play it safe, keep their heads down, and say or do nothing. Consequently, customers leave, problems multiply, and employees lose heart.":1,"#Your employees have knowledge that you need. They can identify problems before they escalate. They can innovate with customer-centered ideas. They probably know where to get the most leverage from training. They're your greatest asset—but only if you hear what they have to say.":1,"#FOSU exists when no one tells the IT director that the new sales software takes three times longer to load, because their managers told them to \"only be positive\" about the change. FOSU is why a customer service rep found a way to serve customers more quickly but kept the new practice to herself because she didn't want to get into trouble for trying something new. When a manager and the team all use redundant software that everyone despises—because they don't want to say anything and risk disappointing one another—that's FOSU holding everyone back.":1,"#Fear of speaking up (FOSU) happens when employees are reluctant to share problems, solutions, or business-building ideas. The consequences are dire: An FOSU culture stifles innovation, limits problem solving, and suppresses engagement.":1,"#You want a team of solutions-based problem solvers where employees act like owners, care deeply about customers, and improve the business. What gets in the way? The answer may surprise you.":1,"#Karin Hurt":1,"#David Benzel":1,"#Karin Hurt, David Dye":1,"#Dan Heath<span ljsid-1=\"\">, </span>":1,"#<span ljsid-1=\"\">1</span> of <span ljsid-3=\"\">324</span>":1,"#The article discusses innovative solutions to improve workplace health and employee well-being through the use of the American Heart Association’s Workplace Health Achievement Index that measures the comprehensiveness and quality of a company’s workplace health program. A list of America’s healthiest organizations recognized by American Heart Association also is given.":1,"#Susan Burnell":1,"#Promoting a Culture of Health and Well-Being in the Workplace":1,"#dont-waste-your-talent":1,"#Often, very talented people seem to be completely unsuccessful; while others, with seemingly far less talent, appear to be far more productive. The Lemming Conspiracy is the reason. Born of benign intentions, it operates outside the conscious will and keeps people from understanding their real talents. As a result, they tend to settle for lives that are limited by stress and meaningless goals and activities. Moreover, schools, the workplace, social institutions, friends, and family actively discourage (usually unconsciously) people from expanding their limited view. This situation exists, not because of any inherent evil, but...":1,"#ISBN: 1-56352-611-5":1,"#by Bob McDonald, Don E. Hutcheson":1,"#Clicking this link will redirect to relevant products for the Publisher Longstreet Press.":1,"#Longstreet Press":1,"#Clicking this link will redirect to relevant products for the Authors Don E. Hutcheson.":1,"#Don E. Hutcheson":1,"#Clicking this link will redirect to relevant products for the Authors Bob McDonald.":1,"#Bob McDonald":1,"#Neanderthals at Work":1,"#In America’s capital-starved economy, high-tech industries will do no better than low-tech ones. In fact, low-tech businesses that supply staples for everyday living, whether the economy is prosperous or austere, will always succeed. Job hunting is more than a numbers game in which the more resumés sent out, the more successful the job candidate. It is a marketing skill that all must learn to master in today’s competitive market. The best jobs to have during hard times are those in a highly technical or cost-cutting capacity, or in a salaried capacity with a governmental agency. The safest jobs are not in line management or in corporate staff. Do not pay attention to anything the gurus are trying to sell (either through books or seminars) regarding so-called sophisticated techniques for getting job interviews. The most effective approach the job candidate can take is to never appear anxious and to show the manager what he or she can contribute to operations.":1,"#Martin R. Smith":1,"#Contrarian Management":1,"#Often, very talented people seem to be completely unsuccessful; while others, with seemingly far less talent, appear to be far more productive. The Lemming Conspiracy is the reason. Born of benign intentions, it operates outside the conscious will and keeps people from understanding their real talents. As a result, they tend to settle for lives that are limited by stress and meaningless goals and activities. Moreover, schools, the workplace, social institutions, friends, and family actively discourage (usually unconsciously) people from expanding their limited view. This situation exists, not because of any inherent evil, but because families, schools, companies, etc., are systems, with goals and interests that are very different from the goals and interests of the individuals in the system. Thus, by definition, systems create and perpetuate the Lemming Conspiracy.":1,"#Source: Longstreet Press":1,"#Bob McDonald, Don E. Hutcheson":1,"#Don't Waste Your Talent":1,"#This second edition of Cliff Hakim’s bestseller, We Are All Self-Employed, is not about starting a business. It is, instead, about challenging and influencing our beliefs about work. The concept that “we are all self-employed” is an empowering belief about doing a job and going beyond it, beyond blind loyalty to any one organization or customer. The concept of job security, in the traditional sense, is gone as organizations do more with fewer employees, build self-directed work teams, and buy services from an increasingly contingent, part-time workforce. Workers, regardless of their level of employment or their industry, must adopt a more entrepreneurial and responsible attitude toward their worklife as the world of work restructures around them. It is an attitude that says, “I am a business partner with integrity and responsibility for working with the organization and the customer and attending to my own personal and professional development.”":1,"#Cliff Hakim":1,"#We Are All Self-Employed":1,"#In Click, author George C. Fraser offers anyone longing for meaningful connections in and out of the office Ten Truths regarding how to find their social voice, cultivate their beneficial offerings to others, and how to truly “click” with like-minded counterparts.":1,"#George C. Fraser":1,"#Click":1,"#Why do some people succeed far more than others? There is a story that is usually told about extremely successful people - a story that focuses on intelligence and ambition. In Outliers, Malcolm Gladwell claims that the true story of success is very different, and that if we want to understand how some people thrive, we should spend more time looking around them - at such things as their families, birthplace, or even their birth date. The story of success is more complex and a lot more interesting than it initially appears to be. Outliers explains what the Beatles and Bill Gates have in common, the extraordinary success of Asians at math, the hidden advantages of star athletes, why all top New York lawyers have the same resume, and the story behind the world's smartest man that you've never heard about - all in terms of generation, family, culture, and class. It matters what year you were born if you want to be a Silicon Valley billionaire, Gladwell argues that it where you were born matters if you want to be a successful pilot. In addition to all these, the lives of outliers or those people whose achievements fall outside normal experience follow a peculiar and unexpected logic, and in making that logic plain, Gladwell presents a fascinating and provocative blueprint for making the most of human potential. In the tipping point, Malcolm Gladwell aims to change the way we understand the world. In blink, he changed the way we think about thinking. Outliers will transform the way we understand success.":1,"#Source: Little, Brown and Company":1,"#Malcolm Gladwell":1,"#Outliers":1,"#<a ljsid-0=\"\">Bonnie Hammer</a> is vice chair of NBCUniversal, where she’s spent decades transforming every facet of the television business. Under her leadership, the company’s cable group and studios achieved record-setting profits, garnered 167 Emmy nominations, and launched hit series, including <em ljsid-2=\"\">Suits, Psych, The Sinner, Battlestar Galactica, Mr. Robot</em>, and hundreds more. When Hammer led NBCU’s cable division, including networks such as USA, SYFY, and Bravo, as many as 129 million Americans tuned in each week. She’s occupied virtually every industry position from production assistant to studio head and has often been tapped for cutting-edge roles. Lauded by <em ljsid-4=\"\">The New York Times</em> as “the Queen of Cable” and hailed as “the most powerful woman in entertainment” by the <em ljsid-6=\"\">Hollywood Reporter</em>, Hammer started her TV career picking up dog poop on the set of a Boston-based children’s show.":1,"#Be kind, humble, and optimistic.":1,"#Mix work and play.":1,"#Turn defeats into opportunities.":1,"#Pay attention to details.":1,"#Know that there are multiple directions you can take.":1,"#Be courageous.":1,"#Speak up but listen just as much.":1,"#Embrace your femaleness as an asset.":1,"#Remain honest and authentic.":1,"#Accept that you can’t have it all, but you have the power to make the best choices for yourself.":1,"#Always be and present your best self.":1,"#Surround yourself with both supporters and challengers.":1,"#Realize that your professional worth will fluctuate, but you have the power to increase it.":1,"#Be open to the unpredictable.":1,"#Stay curious about other people and the world.":1,"#Know your strengths, weaknesses, and passions.":1,"#Embrace change by following these tips:":1,"#Change is inevitable. This adage is an ultimate truth with no workaround, flip side, or debunk. What isn’t certain about change is when it will happen, what it will be, and how you’ll respond. Many lies about the workplace women have been taught to believe are rooted in not following opportunities. Running toward change instead of hiding from it creates opportunities for you to learn, grow, and thrive.":1,"#The Only Constant in Life Is Change":1,"#Maintain a positive perspective.":1,"#Go outside your industry and comfort zone.":1,"#Use self-reflection as an innovation tool.":1,"#Pay attention to what’s taking place around you.":1,"#Draw inspiration from history.":1,"#Always look for future possibilities.":1,"#Welcome disruption in all its forms by following these principles:":1,"#Innovation is often driven by making something that’s already good better. Don’t overlook opportunities for improvement.":1,"#If It Ain’t Broke, Don’t Fix It/If It Could Be Better, It Might Be Broken":1,"#Be optimistic.":1,"#Take breaks to socialize.":1,"#Foster informal and organic connections.":1,"#Collaborate with everyone.":1,"#Plan interesting get-togethers.":1,"#Acknowledge and appreciate others.":1,"#Get to know your colleagues and team members.":1,"#Engage with those whose values align with yours.":1,"#Model the behavior you value.":1,"#Use these guidelines to create balance in your workplace relationships:":1,"#Women have been taught to be cautious about workplace behavior and relationships. However, being too cautious creates an imbalance that can deprive you of valuable relationships and the joy that’s part of a healthy work culture.":1,"#Don’t Mix Work with Play/All Work and No Play Makes Everyone Dull":1,"#Redefine what winning means to you.":1,"#Appreciate what you have.":1,"#Pay attention to context.":1,"#Revise your approach.":1,"#Accept blame and don’t blame others.":1,"#Own and rectify your mistakes immediately.":1,"#Assess what happened and use what you learn to do better.":1,"#Reframe failure as a new beginning.":1,"#Accept that setbacks are inevitable.":1,"#Follow these practices to build the persistence and perseverance you need to view failure as an opportunity:":1,"#When women fail, they take it personally.":1,"#Women tend to fear failure more than men do.":1,"#There’s a lengthy list of successful men who failed many times before they succeeded. This isn’t the case as often for women, for two reasons that are rooted in our culture:":1,"#The Winner Takes All/Winning Isn’t Everything":1,"#Follow up on red flags.":1,"#Rely on your team.":1,"#Be grateful and express gratitude.":1,"#Be open to feedback and stay grounded in your principles.":1,"#Make lists and use them.":1,"#Review your work carefully.":1,"#Follow through on afterthoughts; it’s never too late.":1,"#Create a master calendar that tracks the large and small events and details in your life.":1,"#Pay attention to the details as they come so you’re not overwhelmed later.":1,"#Use these techniques to manage the small stuff effectively:":1,"#A popular culture hack for avoiding burnout is to focus solely on the important things and let everything else go. The problem is, there are times when the small details are very important. Small things in combination become big things.":1,"#Don’t Sweat the Small Stuff/Sweat All Stuff":1,"#Consult with experts.":1,"#Compare your situation with other similar situations.":1,"#Brainstorm alternatives.":1,"#Analyze the situation before deciding.":1,"#Use these techniques to make your intuition a decision-making asset instead of a liability:":1,"#While intuition is real and grounded in physiology, it isn’t infallible. Gut feelings are idiosyncratic. They offer you information, but they don’t incorporate rational and impartial external input into what you feel. Listen to what your gut tells you, but contextualize it with other information.":1,"#Trust Your Gut/Check Your Gut":1,"#Part Three: Stepping Up":1,"#Check your perspective before you make a change.":1,"#Be flexible.":1,"#Be loyal to yourself, not to an organization.":1,"#Consider the benefits of both large and small organizations.":1,"#Accept stretch assignments.":1,"#Identify and act on your foundational principles, values, and priorities.":1,"#Here’s how to zigzag your way to fulfillment:":1,"#Though tradition positions career success as upward movement through the hierarchy, in fact there are many ways to be successful. Lateral moves, both in your current career and across career paths, can broaden and enrich your skills and experience and help inform you of the right path. The best route to where you want to go can be the circuitous one.":1,"#There’s Nowhere to Go but Up/Success Has Multiple Directions":1,"#Being appealing and making personal appeals.":1,"#Preparing alternative options.":1,"#Being direct and goal focused.":1,"#Seeking empowerment, not power.":1,"#Being humble when making requests.":1,"#Changing your mindset toward action.":1,"#<em ljsid-0=\"\">Chutzpah</em> is a combination of confidence and courage. Put chutzpah into play by:":1,"#There are times when patience can be a virtue. However, if you intend to get what you want, nothing beats action. Playing it safe is protective. Taking a risk is proactive.":1,"#Good Things Come to Those Who Wait/Great Things Come to Those Who Act":1,"#Stand your ground.":1,"#Be appreciative of others.":1,"#Prioritize face-to-face and voice-to-voice conversations.":1,"#Pay attention to what others say.":1,"#Be clear.":1,"#Use humor judiciously.":1,"#Figure out what you want and ask for it.":1,"#Always be kind.":1,"#Take your time and choose your words carefully.":1,"#Be truthful and don’t exaggerate.":1,"#Follow these directives to use your communication skills to your greatest advantage:":1,"#While it’s true that your actions must match your words, your words alone still matter. Words shape our concept of reality. They can be powerful and uplifting or devastating and destructive. Words can get you what you want if you use them correctly.":1,"#Talk Is Cheap/Talk Is a Valuable Currency":1,"#In fact, female attributes like communication, collaboration, consensus seeking, self-control, empathy, and thoughtful deliberation are invaluable workplace assets. Don’t hide them or try act more like men. Instead, let your female characteristics shine through.":1,"#Gender inequality in the workplace is real, but that doesn’t mean you give up the fight. Win the battle by bringing your authentic female self to the workplace. Men and women have different qualities, and that’s a good thing. Research proves that the workplace benefits from both male and female characteristics.":1,"#It’s a Man’s World/Only If You Let It Be":1,"#If you have deficits, don’t pretend you don’t. Rather, be honest about your capabilities. Approach challenges with curiosity and a willing attitude. Do the work to overcome your deficits so you’re both confident and competent when you take on a challenge.":1,"#Boosting your self-confidence with positive self-talk when you feel anxious about being up to a task is one thing; out and out misrepresenting your qualifications is another. Dishonesty can have devastating consequences on your career and your personal life.":1,"#It’s quite common for women to suffer from <em ljsid-1=\"\">imposter syndrome</em>: the sense that you’re incompetent and have somehow fooled those around you into thinking you’re not. The common advice to overcome imposter syndrome is to fake your way through until you feel confident.":1,"#Fake It ’til You Make It/Face It ’til You Make It":1,"#Part Two: Standing Out":1,"#Don’t worry about what others think.":1,"#Embrace your choices.":1,"#Allow your definition of having it all to change over time.":1,"#Design a plan to have as much as you can without sacrificing your well-being.":1,"#Define what having it all means to you.":1,"#Apply these principles to make the right choices for yourself:":1,"#If having it all means performing at your peak as a mother, partner, and working woman without any adverse consequences, then having it all is impossible. What women do have is choices around these aspirations. Depending on the choices you make and your life circumstances, there will be compromises and sacrifices.":1,"#You Can Have It All/You Will Have Choices":1,"#Your physical presence includes your facial expressions, body language, grooming habits, and how much interest you convey in interactions with others. Individuals who exude confidence and thoughtfulness, no matter how physically attractive they are, are the most attractive people in the room. Consider your external self to be a <em ljsid-1=\"\">proxy</em> for your internal self. Be your best self, outside and in.":1,"#First impressions happen in seconds. Getting to know you and all your attributes takes longer. When you present yourself well, others are more likely to engage with you. Your physical presence is your opening to deeper relationships.":1,"#It’s What’s on the Inside That Counts/What’s on Our Outside Matters, Too":1,"#Don’t take your mentor’s feedback personally, but take it to heart.":1,"#Make sure your relationship is reciprocal.":1,"#Find someone you can learn from.":1,"#Look for the right mentor outside of formal mentoring programs.":1,"#Base mentorship on asking well-thought-out questions.":1,"#Find the truth-tellers who may make you feel uncomfortable but can help you better yourself.":1,"#Follow these guidelines for success with challenging mentorship:":1,"#Knowing a senior coworker who’s successful won’t make you successful. However, the right type of mentor can help you climb your way to the top. <em ljsid-1=\"\">Challenging mentors</em> push you upward by telling you the hard truths and requiring you to think critically and stretch your boundaries. They’re sparring partners rather than cheerleaders.":1,"#Have Friends in High Places/Find Truth-Tellers in Every Location":1,"#Being willing to start at the bottom and move up.":1,"#Dressing appropriately.":1,"#Creating collaborative coworker relationships.":1,"#Learning as much as you can about your business and industry.":1,"#Using every opportunity to make personal connections with senior people.":1,"#Taking on extra assignments, including the menial ones.":1,"#Working in the office instead of remotely.":1,"#Coming to work early and leaving late.":1,"#You can increase your professional worth by:":1,"#Worth in the professional sense isn’t something you’re entitled to. It’s something you earn and accrue as you grow, learn, and improve. Prove yourself worthy. Your work ethic is as important as any skills or talents you bring to the workplace.":1,"#Know Your Worth/Work on Your Worth":1,"#Be introspective to expand your understanding of yourself. Pay attention to the professional landscape and where you might fit in. Do your research. Consider the pros and cons of any potential endeavor. Fully focus on every position you accept. As a result, you’ll find your way.":1,"#Many of the lies about the workplace women have been led to believe can be overcome by embracing opportunities. This requires you to be introspective, courageous, and proactive.":1,"#When examined closely, the 15 common lies women are told at work can be flipped to reveal truths that can help any woman have a more fulfilling and satisfying career of her own design.":1,"#It’s true that sexism has held women back in the workplace. However, women have also been hobbled by false beliefs about how they should think and behave regarding their careers.":1,"#Simon & Schuster, LLC":1,"#Clicking this link will redirect to relevant products for the Author Bonnie Hammer.":1,"#<span ljsid-1=\"\">2</span> of <span ljsid-3=\"\">628</span>":1,"#ALAN SHOEBRIDGE":1,"#ABID MUSTAFA":1,"#<a ljsid-0=\"\">Charles Vogl</a> is an author, speaker, and adviser. His work is used to develop leadership and programs worldwide in tech, education, health care, media, government, social change, and military organizations, including Airbnb, LinkedIn, Twitch, Amazon, ServiceNow, Dow Inc., and the US Army. He’s a trusted thought leader for the Google School for Leaders, a program to develop 20,000 Google managers. He’s also a founding member of the Google Vitality Lab, a project to innovate healing in our time. Vogl’s third book, <em ljsid-2=\"\">Building Brand Communities</em> (with Carrie Melissa Jones), was awarded an Axiom Business Book Gold Medal.":1,"#Making connections with real people your core focus and keeping engagement options simple.":1,"#Retaining all seven principles of belonging while adapting them to online environments.":1,"#Articulating a vision for an online community as clearly as you would for any offline one.":1,"#Digital tools offer powerful ways to build community online. Online communities, for instance, can easily scale and overcome geographic limitations. Yet, they also have certain weaknesses that leaders should keep in mind. You can address these issues by:":1,"#Addressing Online Community":1,"#To address community brittleness, focus on shared values and invest in building trust.":1,"#Make bonding experiences optional but enticing opportunities to connect and grow.":1,"#Create <em ljsid-1=\"\">campfire experiences</em> for your members where they can gather intimately and converse, free from distractions.":1,"#Use the power of invitations to bring people together and make them feel they belong—even if they don’t or can’t accept.":1,"#Beyond the seven principles of belonging, you can build and grow sustainable communities by adopting the practical wisdom of other successful communities. The following strategies can help:":1,"#Gathering Wisdom":1,"#For these reasons, you should select members whose priority is group success when choosing who to elevate to the role of elder or gatekeeper. They must understand that maximizing community success leads to strong, healthy community relationships without sacrificing their own gains and growth.":1,"#Most people seek success in one of three ways: <em ljsid-1=\"\">relative, personal maximization</em>, or <em ljsid-3=\"\">community maximization</em>. Those who seek relative success simply want to outperform others. As such, they tend not to cooperate or act generously toward the community. Personal maximizers want to succeed as much as they can—regardless of others’ performances. While these strivers can benefit a community greatly, their motives are ultimately selfish and limited. They may cooperate, for instance, but typically only so far as it serves their personal goals.":1,"#Different Types of Success":1,"#Groups within the community are networked and coordinated.":1,"#Members are permitted to organize for their own reasons.":1,"#Inexpensive and accessible conflict-resolution mechanisms are in place.":1,"#There are graduated sanctions for members who disrespect community rules.":1,"#Violators and free riders are effectively monitored.":1,"#Community decisions are made jointly.":1,"#Costs and benefits of membership are proportional.":1,"#The community has a clear group identity with discernible boundaries and purpose.":1,"#To ensure your community remains healthy, especially as it continues to grow, adopt the <em ljsid-1=\"\">eight principles of a sustainable community</em>:":1,"#The seven principles for building community also feature in religions—as well as in cults. For leaders, it’s essential that the power of these principles be well-leveraged but not allowed to turn harmful. This includes ensuring that any community leader’s authority is restricted and members’ commitments to a leader are limited and contextualized.":1,"#Distinguishing Religion and Avoiding Cult":1,"#Part Three: Advanced Ideas":1,"#To avoid this endless striving among members, leaders should create opportunities for all members to move through the community’s inner rings. At the same time, you should also make the experience and benefit of membership at each inner ring valuable. Create journeys for members that, as they move into increasingly more exclusive rings, teach them to care for a wider circle of members. In a larger community, you might want to appoint gatekeepers at the inner-ring boundaries to help enforce ring boundaries and guide members across them.":1,"#Many members aspire to reach their community’s inner rings, and strong communities offer a clear process or journey of that maturation process. However, excess concern about being included in the inner rings or unceasingly striving to do so can become a trap. Once a member passes into a new ring, the thrill of the new level’s benefits—access, esteem, power—can quickly wear off.":1},"version":202533}]