[{"_id":"project-settings","settings":{"translateMetaTags":true,"translateAriaLabels":false,"translateTitle":false,"showWidget":true,"isFeedbackEnabled":false,"fv":1,"customWidget":{"theme":"custom","font":"rgb(255,255,255)","header":"rgb(30,106,160)","background":"rgba(0,47,86,1)","position":"left","positionVertical":"bottom","border":"rgb(0,0,0)","borderRequired":false,"widgetCompact":true,"isWidgetPositionRelative":false},"widgetLanguages":[],"activeLanguages":{"es-LA":"Español (América Latina)","fr":"Français","zh-Hans":"中文","pt-BR":"Português (Brasil)","de":"Deutsch","ar":"العربية","ja":"日本語","ru":"Русский","it":"Italiano","tr":"Türkçe","th":"ไทย","vi":"Tiếng Việt","ko":"한국어","pl":"Polski","en":"English"},"enabledLanguages":["ar","de","en","es-LA","fr","it","ja","ko","pl","pt-BR","ru","th","tr","vi","zh-Hans"],"debugInfo":false,"displayBranding":true,"displayBrandingName":false,"localizeImages":false,"localizeUrls":false,"localizeImagesLimit":false,"localizeUrlsLimit":false,"localizeAudio":false,"localizeAudioLimit":false,"localizeDates":false,"disabledPages":[],"regexPhrases":[{"phrase":"#Showing 1-48 of <var total_pages=\"\"></var> items","candidate":"#Showing 1-48 of ","variables":["<var total_pages=\"\"></var>"],"regex":"^#Showing 1\\-48 of ([\\d ]{4,}) items$"},{"phrase":"#<var page1=\"\"></var> - <var page2=\"\"></var> of <var page3=\"\"></var>","candidate":"#","variables":["<var page1=\"\"></var>","<var page2=\"\"></var>","<var page3=\"\"></var>"],"regex":"^#([\\d ]{1,3}) \\- ([\\d ]{1,3}) of ([\\d ]{1,5})$"},{"phrase":"#<var results=\"\"></var> Results found for \"<var quotes=\"\"></var>\"","candidate":"#","variables":["<var results=\"\"></var>","<var quotes=\"\"></var>"],"regex":"^#([\\d ]{1,}) Results found for \"(.{1,})\"$"},{"phrase":"#<var num-hours=\"\"></var> hours ago","candidate":"#","variables":["<var num-hours=\"\"></var>"],"regex":"^#([\\d ]+) hours ago$"},{"phrase":"#(<var hour1=\"\"></var>:<var min1=\"\"></var> minutes)","candidate":"#(","variables":["<var hour1=\"\"></var>","<var min1=\"\"></var>"],"regex":"^#\\(([\\d ]{1,2}):([\\d ]{1,2}) minutes\\)$"},{"phrase":"#You are signed in as <var signed_in_as=\"\"></var>","candidate":"#You are signed in as ","variables":["<var signed_in_as=\"\"></var>"],"regex":"^#You are signed in as (.+?)$"},{"phrase":"#<var hour=\"\"></var>:<var minutes=\"\"></var> minutes","candidate":"#","variables":["<var hour=\"\"></var>","<var minutes=\"\"></var>"],"regex":"^#([\\d ]{1,2}):([\\d ]{1,2}) minutes$"}],"allowComplexCssSelectors":false,"blockedClasses":false,"blockedIds":false,"phraseDetection":true,"customDomainSettings":[],"seoSetting":[],"translateSource":false,"overage":false,"detectPhraseFromAllLanguage":false,"googleAnalytics":false,"mixpanel":false,"heap":false,"disableDateLocalization":false,"ignoreCurrencyInTranslation":false,"blockedComplexSelectors":[]},"version":196560},{"_id":"en","source":"en","pluralFn":"return n != 1 ? 1 : 0;","pluralForm":2,"dictionary":{},"version":196560},{"_id":"outdated","outdated":{"#Gabe Zichermann":1,"#Greg Dinkin":1,"#Frank Guglielmo":1,"#Douglas Strouse":1,"#Diana Farrell":1,"#Deirdre K. Mulligan":1,"#Erin E. Clark":1,"#Eric Lesser":1,"#Ed Whitacre":1,"#Daniel C. Esty":1,"#Daniel B. Mclaughlin":1,"#Dan Lefkovitz":1,"#Conrad Potts":1,"#Clint Nelsen":1,"#David Morey":1,"#David G. Altman":1,"#David Fishof":1,"#David Crawley":1,"#David Chanoff":1,"#Christopher J. White":1,"#Bob Lord":1,"#Blake Masters":1,"#Chip Massey":1,"#Charles Tilden":1,"#Calhoun Wick":1,"#Alison Kramer":1,"#Alexander Chanoff":1,"#Alan Boyle":1,"#Alan Bernstein":1,"#As Told To Cindy Brown":1,"#Arthur B. Ph.D. Laffer":1,"#Arthur B. Laffer":1,"#Anthony K. Tjan":1,"#Andy Smith":1,"#Andrew Jefferson":1,"#Nicolai Tillisch, Nicolai Chen Nielsen":1,"#Mark J. Haluska, David E. Perry":1,"#Source: Indigo River Publishing":1,"#Values: We can assume that an AI system that we use in our daily life has been designed to align with broadly accepted values and cultural settings. However, as its value system is shaped by its training data, it does not necessarily reflect cultural ethical norms.":1,"#Fairness: Some AI systems have taken steps to reduce harmful biases in their responses by training them on diverse datasets and continuously fine-tuning them to avoid producing unethical outputs. However, this is still an ongoing challenge. Even among the best image generation applications powered by GenAI, biases persist, such as when these tools suggest image modifications that reflect stereotypical or sexist cultural clichés, which can offend certain populations and perpetuate discriminatory biases.":1,"#One of the Most Pressing Design Challenges of Our Time":1,"#Safety: While AI can quickly process data, it does not inherently consider whether its actions are safe, legal, or ethical. An illustration of this is the near-perfect execution of imitating a person's identity traits and characteristics, made possible by certain systems, without any verification, prevention, or restriction. This can lead to what we call deepfakes and severe consequences affecting individuals' reputations, privacy, or safety, and also lead to broader societal harms such as misinformation, manipulation in politics, and fraud.":1,"#Reinforced by the cohesive functioning of the two previous models, the Human and AI Co-Intelligence Model reflects the \"Inter\" relations, dependencies, mediation, and connectedness between humans and AI systems.":1,"#Considering the Marginal Mode (where limited AI contribution and human intelligence is required—think of it as \"less is more\"), AI-First Mode (where AI takes precedence over human intelligence), Human-First Mode (where human intelligence takes precedence over AI), and Fusion Mode (where a synergy between human intelligence and AI is required), the model Human and AI Co-Intelligence ensures that:":1,"#Safety: While AI can quickly process data, it does not inherently consider whether its actions are safe, legal, or ethical. An illustration of this is the near-perfect execution of imitating a person's identity traits and characteristics, made possible by certain systems, without any verification, prevention, or restriction. This can...":1,"#Fusion Mode: This is the mode where Artificial Integrity involves a synergy between human intelligence and AI capabilities, combining the best of both worlds.":1,"#Human-First Mode: This mode prioritizes human cognitive and emotional intelligence, with AI serving in a supportive role to assist human decision-making. Artificial Integrity ensures that AI systems here are designed to complement human judgment without overriding it, protecting humans from any form of interference with the healthy functioning of their cognition, such as avoiding influences that exploit vulnerabilities in our brain's reward system, which can lead to addiction.":1,"#AI-First Mode: Here, AI's strength in processing vast amounts of data with speed and accuracy takes precedence to the human contribution. Artificial Integrity would ensure that, even in these AI-dominated processes, integrity-led standards like fairness and cultural context are embedded.":1,"#One of the key roles of Artificial Integrity in Marginal Mode is the proactive detection of signals indicating when a process or task no longer contributes to the organization. For example, if a customer support system's workload drastically decreases due to automation or improved self-service options, AI could recognize the diminishing need for human involvement in that area, helping the organization to take action to prepare the workforce for more value-driven work.":1,"#Marginal Mode: In the context of Artificial Integrity, Marginal Mode refers to situations where neither human input nor AI involvement adds meaningful value. These are tasks or processes that have become obsolete, overly routine, or inefficient to the point where they no longer contribute positively to an organization's or society's goals. In this mode, the priority is not about using AI to enhance human capabilities, but about identifying areas where both human and AI involvement has become useless.":1,"#The Human and AI Co-Intelligence Model emphasizes the symbiotic relationship between humans and AI, highlighting the need of AI systems to function considering the balance between \"Human Value Added\" and \"AI Value Added\", where the synergy between human and technology redefines the core design of our society, while preserving societal integrity.":1,"#The AI Core Model addresses the design of built-in mechanisms that ensure safety, explicability, and transparency, upholding the accountability of the systems and improving their ability to safeguard against misuse over time. Key components may include:":1,"#This is about building the \"Outer\" perspective of the AI systems.":1,"#As AI systems increasingly take on critical roles across healthcare, education, transportation, finance, and public safety, relying solely on computational power and intelligence with-out embedding integrity into their design represents a major flaw.":1,"#The Society Values Model revolves around the core values and integrity-led standards that an AI system is expected to uphold. This model demands that organizations start to consider doing the following:":1,"#To systematically address the challenges of Artificial Integrity, organizations can adopt a framework I defined, structured around three pillars: the Society Values Model, the AI Core Model, and the Human and AI Co-Intelligence Model.":1,"#What Artificial Integrity Systems Are":1,"#by Hamilton Mann":1,"#Reliability: Some GenAI systems, such as ChatGPT, are designed to provide useful information, but true artificial integrity would involve a higher degree of consistency in ensuring that all information provided is reliable, verifiable with sources, and fully respects copyright of any kind, so as not to infringe on anyone's intellectual property. AI with embedded integrity would analyze the data it processes and produce results that adhere to all relevant copyright laws, ensuring respect for creators and protecting against legal challenges.":1,"#Explainability: While some AI systems can explain certain processes or decisions, many AI systems cannot fully explain the decision-generating process (i.e., how they generate specific responses). Those based on Machine Learning, and even more so, those based on more complex models like deep learning are often opaque to users and operate as \"black boxes.\" While these systems may produce accurate results, users, those affected by the systems, and even developers often cannot fully explain how specific decisions or predictions are made. This lack of transparency can lead to several critical issues, particularly when they are used in sensitive areas such as healthcare, criminal justice, or finance.":1,"#The Rush Towards AI Is No Excuse for Irresponsibility":1,"#Clicking this link will redirect to relevant products for the Author Hamilton Mann.":1,"#ISBN: 9781118027813":1,"#by Jack Wiley, Brenda Kowske":1,"#By making sure employees feel fulfilled...":1,"#Clicking this link will redirect to relevant products for the Authors Brenda Kowske.":1,"#Workplace relationships are built on trust, and trust depends on truthful communication. Employees want honest information from management, truthful performance feedback, and improved organizational communication overall.":1,"#Employees want to feel comfortable in both their physical and social surroundings. Physical working conditions need to be safe and healthy, while social working conditions should promote cooperation, teamwork, and reduced stress.":1,"#Employees want education, training, and career development to satisfy their innate need to learn and grow. Additionally, people want to improve their skills to advance, increase their compensation, and prepare for future opportunities.":1,"#While people do not work solely for money, fair pay is essential to employee satisfaction. Raises are interpreted as signals that employees' work is valued and important. Conversely, people who are paid less than they believe they deserve are likely to quit.":1,"#When employees feel insecure about their jobs, their commitment to and trust in the organization diminishes. Insecure employees have poor attitudes, decreased involvement with their jobs, and increased likelihood of quitting.":1,"#When employees feel their work is exciting, they are more energetic and enthusiastic about doing it. The job satisfaction created by exciting work is one of the best predictors of employee retention.":1,"#Employees want and need to be recognized for their contributions. Recognition makes people feel good about their work and is crucial to forming organizational loyalty.":1,"#respect":1,"#Giving employees what they want does not mean satisfying them at the organization's expense. When employers support the right behaviors, employees will support business goals. RESPECT is strongly associated with organizational success.":1,"#Organizations that give their employees what they want outperform their competitors. When employees feel their fundamental desires are being met, they work harder and better. These desires include recognition, exciting work, security, pay, education and career growth, conditions at work, and truth (RESPECT).":1,"#Clicking this link will redirect to relevant products for the Authors Jack Wiley.":1,"#No Results found for \"Resumen del capítulo 4 del libro el mundo flotante de Carlos Frabetti\"":1,"#No Results found for \"Resumen del libro el mundo flotante capítulo por capítulo\"":1,"#<span ljsid-0=\"\">Book Summary</span> <span ljsid-2=\"\">|</span> Shawn Casemore":1,"#No Results found for \"LIDERAZGO\"":1,"#<span ljsid-0=\"\">Book Summary</span> <span ljsid-2=\"\">|</span> Emma Laskin, Howard Gardner":1,"#Recently Viewed <span ljsid-2=\"\">(420)</span>":1,"#Recently Viewed <span ljsid-2=\"\">(1537)</span>":1,"#No Results found for \"resumir libro el principe de la niebla\"":1,"#In Mastering Turbulence, Joseph McCann and John W. Selsky provide a framework for organizations to survive conditions of uncertainty, or turbulence—any surprise, shock, natural disaster, or windfall than can affect an organization’s overall performance. The authors explore why disruptive change makes some organizations wither away, while others blossom. Survival is a combination of leadership, change management, and adaptive strategies. Adapting to turbulence requires two critical features: agility and resilience. Together, these ideas help organizations respond quickly, exploit opportunities, and resist the dangers of turbulence.":1,"#John W. Selsky, Joseph McCann":1,"#No Results found for \"resumir libro\"":1,"#Create supportive, motivating, and empowering environments that build your confidence, extend your relationship network, and add joy.":1,"#Embrace the power of nature by taking walks, bringing nature into your workspace, and practicing the healing power of silence.":1,"#Reframe challenges, cultivate gratitude, and adopt principles like <em ljsid-1=\"\"> Kintsugi </em> —embracing imperfection—to help build resilience and a positive outlook on life.":1,"#Challenge traditional work-life balance concepts, promote workplace nonnegotiable wellbeing practices, and practice taking mindful breaks.":1,"#<strong ljsid-0=\"\"><a ljsid-0-0=\"\">Ryan Hopkins</a></strong> is the Chief Impact Officer at JAAQ and former Creator/Leader of the Global Future of Wellbeing Business at Deloitte, where he helped organizations and governments around the world to create workplaces where people can thrive, positively influencing the lives of hundreds of thousands of people. He shares his personal story of bulimia, depression, and anxiety openly and has reached millions of people on social media. Hopkins is a Linkedin Top Voice for Work Life Balance, TEDx Speaker, Host of the Audacious Goals Club, and recently was announced as Global Emerging Wellbeing Leader of the Year.":1,"#<em ljsid-0=\"\"> You’re a product of your environment</em>. There’s great value in understanding the impact of your physical, financial, spiritual, natural, and self environments. Keep this in mind as you configure your workspace, discard what you no longer need, consolidate everything, gather key supplies, and add joy when possible. This continuous process requires awareness, intention, and action.":1,"#<em ljsid-0=\"\"> Cold therapy</em>. You don’t have to travel to the Arctic glaciers to experience the benefits of cold therapy. Cold exposure increases your metabolism, boosts your immune system, and releases endorphins that help reduce stress levels, anxiety, and depression. Start small by moving the dial in your shower to cold, especially after exercising. Begin by submerging just your hands, then add other parts of your body and increase the time you endure it, eventually taking the full leap. Let out some noise as you embrace the cold and reward yourself with warmth at the end.":1,"#Practice mindfulness, reduce distractions, and embrace moments of solitude to help improve attention, reduce stress, and enhance your overall wellbeing.":1,"#<em ljsid-0=\"\"> Want some green? </em> Because of nature’s calming and rejuvenating effect, it’s essential to routinely go outside, take a walk, or simply sit on a park bench. You can experience <em ljsid-2=\"\"> yugen </em> —the Japanese term for natural awe—when you prioritize time outside to be alone, take a call, or connect with others. If you’re unable to get outside, bring nature into your office or home with well-placed plants (or a cactus if your thumb isn’t green).":1,"#Environmental Influence":1,"#<em ljsid-0=\"\"> Music is the answer</em>. Studies show that listening to music for just one hour a day reduces the perception of human pain in participants and results in lower levels of anxiety and depression. Consider scheduling some time each day for pensive music, especially before bed or before an important presentation. Build a personal wellbeing playlist, be present and free of other distractions, share ideas about music with your friends, and use headphones when exercising to better feed your soul.":1,"#<em ljsid-0=\"\"> Eating </em> <em ljsid-2=\"\"> </em> <em ljsid-4=\"\"> al </em> <em ljsid-6=\"\"> </em> <em ljsid-8=\"\"> desko</em>. Are you eating al fresco or al desko? The answer, since the pandemic, has increasingly become al desko. Ask yourself if you’re happier, more productive, or healthier as a result of this. If you’re not, try challenging yourself to block out at least 15 minutes a day to step away for a cup of tea or coffee. Let your colleagues and team know your intention, and invite the team, clients, or colleagues to join you for a short break or lunch.":1,"#<em ljsid-0=\"\"> Your circle</em>. Your mood, health, and fitness depend on the people who surround you as well as what you choose to watch, stream, and read. Become more motivated by inviting the right people into your life. Start by identifying areas where you want to improve, specifically search those areas, and eject those whose mindsets and actions don’t support your goals.":1,"#Social Connections":1,"#<em ljsid-0=\"\"> The blank canvas</em>. It’s essential to understand that external factors and quick fixes don’t bring happiness. Rather, adopt some happiness-inducing elements into your life, find the middle ground, and acknowledge that you’re only human and will make mistakes. Shift your focus from chasing short-lived highs to cultivating long-term joy, increase the effort you put into relationships, release the need for perfection, go easy on self-criticism, and practice gratitude.":1,"#<em ljsid-0=\"\"> What are you waiting for? </em> Everyone knows that the perfect moment never arrives. The longer you wait, the harder it will be to take that first step toward making an important change in your life. Stop a bad habit or start a new one by surrounding yourself with role models, breaking down tasks into smaller ones, visualizing your goal, utilizing Parkinson’s Law, collecting data points to incentivize yourself, creating positive and negative reinforcement tools, and putting yourself out into the world.":1,"#<em ljsid-0=\"\"> The authentic hero</em>. Life isn’t easy, so be sure to turn up as yourself every day and unlearn the “personal brand” that’s no longer you. Embrace the journey, acknowledge that all authentic heroes have been through tough times, and accept that your story is worthwhile. Continue to be resilient, refrain from comparing yourself to others, recognize that your story is worth telling, and share your experiences so that others can grow.":1,"#<em ljsid-0=\"\"> The power of routine</em>. A disciplined life is a free life. Sleeping, eating, moving, and hydrating well will make you a more productive, happier, and healthier person. Start building a healthier routine by habit stacking, setting manageable goals, making activities enjoyable, maintaining momentum, front-loading the important tasks, and sticking to them.":1,"#To attain sustained improvement in your mental, physical, and emotional health, make small, intentional shifts in your daily habits.":1,"#It’s essential to practice mindfulness, reduce distractions, and embrace moments of solitude to help improve attention, reduce stress, and enhance your overall wellbeing. Start by incorporating the following practices into your daily life:":1,"#Personal Growth and Purpose":1,"#<em ljsid-0=\"\"> Back-to-back-to </em> <em ljsid-2=\"\"> -back meetings</em>. Studies show that back-to-back meetings aren’t only unproductive but damaging to the human brain. Get off the never-ending treadmill by auto-scheduling your meetings to end 5 to 10 minutes early; sharing this information with others; being intentional about agendas, goals, and outcomes of meetings ahead of time; and ruthlessly auditing your calendar.":1,"#<em ljsid-0=\"\"> Work-life balance doesn’t exist</em>. Although technology has made life easier, studies reveal that since the COVID-19 pandemic, there’s been a 28 percent increase in after-hours work and a 14 percent increase in weekend work. It’s time to ignore the concept of work-life balance and establish boundaries by setting clear expectations with clients, colleagues, and family. Create a digital balance, find time to close down, and create physical boundaries for work and for play.":1,"#<em ljsid-0=\"\"> Nonnegotiable wellbeing</em>. It’s unsustainable to remain in a never-ending cycle of work and social events, with very little time for self-care. It’s critical, therefore, to incorporate nonnegotiables into your daily routine and make yourself a priority. Start small, give yourself time to reflect, commit to a specific schedule, keep records, experiment, create social accountability, and stay motivated.":1,"#Challenge traditional work-life balance concepts to promote a healthier professional life. Start by implementing these strategies:":1,"#Workplace Wellbeing":1,"#<em ljsid-0=\"\"> Kintsugi</em>. Shift your perception on imperfections and view them as gifts to be embraced. When you embrace and value objects for their flaws—the Japanese art of <em ljsid-2=\"\"> Kintsugi </em> —you know there’s no limit to what you can achieve. Start by acknowledging your imperfections, wear your Kintsugi number with pride, turn weakness into strength, and practice self-compassion.":1,"#<em ljsid-0=\"\"> Feeling sad? Time for hygge</em>. The darkness of the winter months can cause you to experience fatigue, certain vitamin deficiencies, and depression. To combat this seasonal disorder, embrace the practice of <em ljsid-2=\"\"> hygge </em> —giving courage, comfort, and joy—and try to live in the moment. Start by creating cozy environments, bury yourself under a thick blanket, indulge in wintery culinary treats, take time to relax, practice light therapy, and make an effort to get outside.":1,"#<em ljsid-0=\"\"> Anxiety or excitement</em>. There’s a fine line between anxiety and excitement, especially when speaking publicly. The best remedy is to stop and explore what your fear tells you, remind yourself that you’re doing great, address the elephant in the room directly, and turn anxiety into excitement by practicing box breathing and taking a leap of faith.":1,"#Clicking this link will redirect to relevant products for the Author Ryan Hopkins.":1,"#To adopt an ever-increasing attitude of <em ljsid-1=\"\"> healthishness</em>—being selfish with your health—you must continue to normalize conversations about mental health, ruthlessly prioritize what you need in order to be your best self, and address the following considerations:":1,"#<em ljsid-0=\"\"> Opening your eyes to the power of sleep</em>. The consequences of sleep deprivation go far beyond fatigue and irritability and can be linked with obesity, diabetes, cardiovascular disease, and an overall weakened immune system. To ensure you receive the benefits of sleep, aim to keep your bedroom between 60 to 67 degrees Fahrenheit, avoid afternoon caffeine, set a consistent bedtime and wake-up schedule, transform your bedroom into a sleep sanctuary, avoid late night digital distractions, and take a well-timed power nap when possible.":1,"#<em ljsid-0=\"\"> Stretching</em>. Improve your flexibility, strengthen your core, and alleviate the tension in your lower back and hips by practicing the “world’s greatest stretch.” When you’re short on time, incorporate a bit more stretching by putting a yoga mat on the floor in front of the TV to make the best use of your time.":1,"#<em ljsid-0=\"\"> Taking a stroll</em>. Move in your own way. Schedule a walk into your daily agenda. Block your calendar, locate places of interest along the way, and, if you need to, attend a meeting while you’re walking.":1,"#When you’re busy with work and other life commitments, it’s difficult to incorporate physical activity into your daily routine. However, it’s imperative to plan, make time, and engage in the following activities:":1,"#Physical Wellbeing":1,"#<em ljsid-0=\"\"> You versus a goldfish—attention</em>. Constant multitasking leads to stress, anxiety, and burnout. To fight distraction and maintain your attention, say goodbye to multitasking, identify your peak attention windows, and plan your most essential work during this peak time.":1,"#<em ljsid-0=\"\"> Solitude</em>. Unlearn the need to please and recognize the importance of at least 90 minutes of solitude in your busy schedule. Set aside a regular time each day for yourself, leave your phone or laptop behind, and just be.":1,"#<em ljsid-0=\"\"> Breathe</em>. Incorporate meditation or breath work into your daily routine. Start by making yourself a cup of tea or coffee, finding a quiet spot, and practicing box breathing deeply and intentionally.":1,"#<em ljsid-0=\"\"> Reduce the noise</em>. Take back control of your life by deleting all apps and services you don’t need, turning off social media notifications, and muting all work notifications on your phone. Take a holiday and leave the noise behind.":1,"#Conflict Resolution<span ljsid-1=\"\">, </span>":1,"#Mindfulness and Mental Clarity":1,"#In <strong ljsid-1=\"\"> 52 Weeks of Wellbeing </strong> , Ryan Hopkins offers a year-long guide to enhancing mental health while increasing fulfillment at work. Each week presents practical, research-backed tips, from embracing concepts like <em ljsid-3=\"\"> Kintsugi, hygge </em> , and <em ljsid-5=\"\"> Furusato </em> to practicing digital detoxes, building boundaries, and incorporating intentionality into your daily routine. By integrating these simple yet powerful practices, you can enhance your mental, physical, and emotional health throughout the year.":1,"#ISBN: 978-1-3986-1391-1":1,"#©2024 by Ryan Hopkins":1,"#by Ryan Hopkins":1,"#A No-Nonsense Guide to a Fulfilling Work Life":1,"#<em ljsid-0=\"\"> Reduce the noise</em>. Take back control of your life by deleting all apps and services you don’t need, turning off social media notifications, and muting all work notifications on your phone. Take a holiday and...":1,"#Many wellbeing experts fail to understand that the wellness techniques that work for one person may not be right for another. To determine what works best for you, disregard the concept of work-life balance, make space and time to make you your best self, and find the necessary time for mindfulness and mental clarity. The following guidelines will help you do so:":1,"#chenyi.zhou@thermofisher.com":1,"#<span ljsid-0=\"\">Book Summary</span> <span ljsid-2=\"\">|</span> Oleg Konovalov":1,"#<span ljsid-0=\"\">Book Summary</span> <span ljsid-2=\"\">|</span> Msuega Tese":1,"#<span ljsid-0=\"\">Book Summary</span> <span ljsid-2=\"\">|</span> Eric Dezenhall":1,"#<span ljsid-0=\"\">Book Summary</span> <span ljsid-2=\"\">|</span> Anthony Tasgal":1,"#<span ljsid-0=\"\">Book Summary</span> <span ljsid-2=\"\">|</span> David Avrin":1,"#<span ljsid-0=\"\">Book Summary</span> <span ljsid-2=\"\">|</span> Rowan Gibson":1,"#<span ljsid-0=\"\">Book Summary</span> <span ljsid-2=\"\">|</span> Nick Lovegrove":1,"#<span ljsid-0=\"\">Book Summary</span> <span ljsid-2=\"\">|</span> Tyler Lessard, Marcus Sheridan":1,"#<span ljsid-0=\"\">Book Summary</span> <span ljsid-2=\"\">|</span> Robert Steven Kaplan":1,"#Andres Lare":1,"#Charles Spinosa":1,"#Anna Faelten":1,"#Damon West, Jon Gordon":1,"#A manager's ability to empower and delegate effectively might be one of their most important jobs. It's actually something I think we do a very, very poor job at. I think to delegate well, I think of it a lot like a pen. Now, when you think about how most managers delegate, they do a good job giving someone responsibility. What they don't do a good job of is letting go. It might be like, “Hey Sam, I want you to take the lead on this. This is yours. I want you to run with it.” I hand the pen...":1,"#by Liz Wiseman":1,"#Clicking this link will redirect to relevant products for the Speaker Liz Wiseman.":1,"#<span ljsid-0=\"\">Article</span> <span ljsid-2=\"\">|</span> Basil Read":1,"#<span ljsid-0=\"\">Video</span> <span ljsid-2=\"\">|</span> Jay Conger":1,"#No Results found for \"dar y recibir comentarios\"":1,"#ISBN: 978-1-64782-587-4":1,"#By Robert...":1,"#hbrs-10-must-reads-for-business-students":1,"#<span ljsid-0=\"\">Book Summary</span> <span ljsid-2=\"\">|</span> Paul R. Daugherty, H. James Wilson":1,"#<span ljsid-0=\"\">Book Summary</span> <span ljsid-2=\"\">|</span> Jim Noel, Ram Charan, Stephen Drotter, Kent Jonasen":1,"#<span ljsid-0=\"\">Book Summary</span> <span ljsid-2=\"\">|</span> Bev Burgess":1,"#<span ljsid-0=\"\">Book Summary</span> <span ljsid-2=\"\">|</span> Kendra Adachi":1,"#<span ljsid-0=\"\">Book Summary</span> <span ljsid-2=\"\">|</span> Ryan Hopkins":1,"#<span ljsid-0=\"\">Video</span> <span ljsid-2=\"\">|</span> Lisa Jenkins Brown":1,"#<span ljsid-0=\"\">Book Summary</span> <span ljsid-2=\"\">|</span> Doug Howarth":1,"#<span ljsid-0=\"\">Book Summary</span> <span ljsid-2=\"\">|</span> Rahul Dodhia":1,"#No Results found for \"Niño quebrantado a hombre restaurado\"":1,"#Anna Vogt, Sara Tate":1,"#<span ljsid-1=\"\">1</span> of <span ljsid-3=\"\">24</span>":1,"#ISBN: 979-8-88750-058-4":1,"#by Beena Ammanath":1,"#Technology brings unexpected consequences that stretch far beyond its intended use. At first, airplanes were daring devices few could fly, but as they became safe enough for regular transport, we needed...":1,"#ISBN: 978-1-63369-710-2":1,"#by Stefan H. Thomke":1,"#experimentation-works":1,"#In the past, many leaders avoided business experiments because they were costly and required the time and energy of their employees who had other important areas of focus. But in recent years, the costs of digital experimentation tools have decreased and the functionalities...":1,"#If you aren’t hiring for any roles, you should continue to expand your company network with internships, school partnerships, and employee referrals. When companies garner a reputation for helping those within their industry and trade, they build a pipeline for future opportunities and become a leader in their industry.":1,"#Professional Development and Meaningful Employment":1,"#<em ljsid-0=\"\">Coach junior- or entry-level employees.</em> Coaches can greatly encourage and welcome new hires by providing tips, insight, guidance, and support.":1,"#Prioritize creating a human connection with the new hire during their first few days; people want to be seen and heard when they start a new role.":1,"#Hiring and Promotions":1,"#Every organization needs documentation for employee policies, procedures, behaviors, and practices. In worst-case scenarios, it helps businesses fight against legal actions internally and externally. These documents should never be static articles; always encourage employees to think of new ways to improve company documents so that growth and improvement become baked into the company culture.":1,"#It’s important to ensure that everyone in your company, including the leaders and owners, holds themselves accountable. Proper <em ljsid-1=\"\">mission</em>, <em ljsid-3=\"\">vision</em>, and <em ljsid-5=\"\">core value</em> statements build the foundations of a culture so that everyone can stay on the same page. People always respond to what they see rather than what they’re told. If employees are consistently given mixed signals by leaders, they’ll want to work for a company that can better align their values and remain consistent.":1,"#<em ljsid-0=\"\">Leaders reflect the heart of the company</em>. If management isn’t aligned with what the company stands for, employees won’t be either.":1,"#<em ljsid-0=\"\">Perform a formal interview</em>. Phone calls are fine for first interviews, but you should always conduct at least one in-person or video call. It’s a good idea to never have more than three interviewers on the same panel, since large groups can be intimidating for an interviewee.":1,"#Policies, Practices, and Procedures":1,"#Committing to Lasting Change":1,"#Instead, champion <em ljsid-1=\"\">emotional intelligence</em>. An emotionally intelligent leader practices <em ljsid-3=\"\">self-awareness</em> to understand themselves better, <em ljsid-5=\"\">self-regulation</em> to control their emotions, and social awareness to understand their team members. They support their employees and build personal and professional relationships with their team.":1,"#Employee motivation can’t develop solely from money or benefits. Compensation acts as an entry ticket for keeping your employees working for you—without it, you won’t be able to compete with other businesses vying for the same highly skilled workers.":1,"#Instead, invest and enrich your teams in a <em ljsid-1=\"\">nontransactional</em> way. Prioritize your employees’ career growth, encourage teamwork, and build interpersonal connections to nurture the best in your team.":1,"#<em ljsid-0=\"\">Follow up with candidates who don’t receive an offer</em>. It takes a lot of time and effort to go through an interview process, so approach every candidate’s rejection with empathy and professionalism.":1,"#by Chuck Violand":1,"#<em ljsid-0=\"\">Communicate expectations.</em> You should have written job descriptions for every position in your company so everyone can hold one another accountable.":1,"#<em ljsid-0=\"\">Company cultures</em> decide the fate of every business, and leaders reflect their company culture more than any document or memo can. Good company cultures encourage people to cooperate, provide feedback and encouragement, ask for help, make everyone feel safe, and trust one another.":1,"#Ask for feedback during and after onboarding. Follow up with the new hire after three to six months to assess whether they found their onboarding helpful or if they have any suggestions.":1,"#<em ljsid-0=\"\">Foster your dream team from people—not profit</em>. Employees are your business’s most lucrative and worthwhile investment; every employee has the opportunity for growth.":1,"#Proper business documentation ensures there’s fairness and consistency across the workplace. Without it, it’s difficult to maintain company standards and a high level of quality and to ensure work is done consistently and correctly. Accountability also becomes difficult to uphold because some employees might be treated differently from others for no apparent reason, and there’s no policy or practice to investigate who or what is causing the problem.":1,"#Use the following techniques to manage performance effectively:":1,"#Additionally, hiring must prioritize acquiring diverse perspectives. When you have multiple voices with different backgrounds and experiences solving problems together, your company will always be moving forward and finding new ways to innovate and learn.":1,"#The Competitive Edge of Enduring Teams":1,"#An employee’s first few months can foreshadow how the rest of their work experience will follow. Most companies take a hands-off approach to onboarding, leaving new hires to figure out the duties and expectations of their role as they go. This can create confusion and, in worst-case scenarios, be frustrating, as employees will believe they aren’t important or worthwhile from their first day.":1,"#To appropriately compensate your employees, perform <em ljsid-1=\"\">market assessments</em> to understand how you can compete with a role’s expected compensation and benefits. This includes the base pay of the role, overtime allocation, bonuses, commissions, and profit sharing. However, sometimes workers prefer simpler compensation packages so they can more easily predict how much they’ll earn for a role. Don’t forget to include compensation as part of your annual budget so you can produce accurate cost projections.":1,"#ISBN: 978-1-63742-524-4":1,"#To keep everyone passionate about your company and their work, ensure that your company’s culture and mission have meaning and purpose. Align your company with the community by encouraging volunteer work, donating resources to schools and local institutions, and supporting charities. People want to know that they’re making a difference in their community.":1,"#Organize introductions between company leaders and new hires as soon as possible. This allows employees to hear how the company operates directly from the sources.":1,"#The success and sustainability of every small business rely on the health and prosperity of the employees. As long as you’re happy with your team and your team is happy with you and one another, you’re on the right path. Stay up-to-date with industry best practices so you don’t fall behind with compensation and benefits. Invest and professionally develop your employees by showing an interest in improving their careers.":1,"#<em ljsid-0=\"\">Perform a background check</em>. Only complete this step for those candidates receiving an offer.":1,"#<em ljsid-0=\"\">Screen résumés or applications to filter candidates</em>. Study everyone’s submission for gaps in employment, industry experience, and hard and soft skills. Areas of concern, confusion, or interest are great avenues for creating interview questions.":1,"#Follow these seven steps to structure a thorough and professional hiring process:":1,"#<em ljsid-0=\"\">Money can’t buy motivation</em>. People want to work with owners, teams, products, and communities they believe in.":1,"#<em ljsid-0=\"\">Debrief the interviewee together</em>. Everyone should share feedback to confirm that the entire interview panel is on board with a rejection or job offer.":1,"#<em ljsid-0=\"\">Create the information about the position</em>. You should include the position’s job description, a list of the role’s must-have qualifications, and a list of preferred skills and experiences that are helpful but not required.":1,"#To start, keep a list of required skills for future roles so career growth becomes tangible. Provide opportunities for people to try new things. Note that not everyone wants to be promoted to manager, so communicate with your employees to ensure you’re aligned with what professional development looks like for them.":1,"#<em ljsid-0=\"\">Create a ladder of growth for every role.</em> Encourage employees who want to grow by planning milestones, hourly wage increases, and future job titles.":1,"#Even if you never worry about your employee’s work, you must evaluate everyone’s performance to maintain accountability, encourage growth, and help those who may be falling behind.":1,"#Unfortunately, when company leaders don’t live by their company values or allow hypocrisy to occur, safety and trust erode. If employees begin to view owners or managers as a negative influence on their work, they’ll want to seek employment elsewhere.":1,"#Instead, invest and enrich your teams in a <em ljsid-1=\"\">nontransactional</em> way. Prioritize your employees’ career growth, encourage teamwork, and build interpersonal connections to nurture the best in your...":1,"#Many companies create <em ljsid-1=\"\">transactional relationships</em> with their employees by evaluating team members purely on their net profit and compensation. However, an employee’s motivation involves more than how much money they’re paid; how they’re treated, the possibility of future career growth in the company, whether teamwork is meaningful, and the company’s culture are all significant factors for retaining valuable talent. A transactional relationship won’t prevent highly skilled employees from seeking better roles.":1,"#In <strong ljsid-1=\"\">Forging Dynasty Businesses</strong>, Chuck Violand unveils the heart of successful small businesses: the employees. No matter what product or service a company sells, its heart and soul reside in the happiness of its workers. Sustainable businesses invest in their employees and trust their efforts, communicate expectations, document policies, and encourage career growth rather than competition. By following Violand’s business strategies, you can steer your company in a sustainable and industry-leading direction for years to come.":1,"#<strong ljsid-0=\"\"><a ljsid-0-0=\"\">Chuck Voiland</a></strong> is the founder of Violand Management Associates (VMA), a consulting company whose focus is on small businesses throughout the United States, Canada, and Australia. As an author, keynote speaker, and popular podcast guest, He’s a respected authority on the unique challenges faced by entrepreneurial small businesses, having spent over 30 years as a business consultant and executive coach. Voiland is a regular contributor to trade publications and newsletters, along with authoring his popular leadership series <em ljsid-2=\"\">Monday Morning Notes</em>. In more than 50 years of entrepreneurship, his varied businesses include nightclubs, contracting companies, and a food processing company. Today, he continues to play an active role at VMA.":1,"#Changing company values or adopting a mentorship program won’t change your company’s culture overnight; these things take time. But always remember that your people are your greatest asset for success.":1,"#<em ljsid-0=\"\">Send a questionnaire</em>. Take note of how candidates respond to assess if they’re diligent, detailed, interested, and express themselves well.":1,"#The best hiring strategies always prioritize the company’s future. Filling a new role should be a slow, meticulous, and mindful process so you can find or promote the right candidate.":1,"#Mentor programs are especially helpful for new hires and entry-level positions. Great mentors help steer employees in the right direction, encourage progress, and provide space for mentees to solve problems themselves. People often prefer one-on-one mentorships, but group programs are also possible if you establish clear goals for the program.":1,"#<em ljsid-0=\"\">Track performance</em>. Communication and instantaneous feedback help people understand how they’re doing and what they could be doing better.":1,"#<em ljsid-0=\"\">Conduct formal and informal performance evaluations</em>. Formal evaluations typically occur once a year, whereas informal evaluations happen whenever the need arises. However, if you’ve fostered a culture of honest feedback and communication, employees should never be surprised during a formal evaluation.":1,"#Select time for the new employee to complete necessary paperwork, like compensation packages and healthcare.":1,"#Compensation and Benefits":1,"#Clicking this link will redirect to relevant products for the Author Chuck Violand.":1,"#Create a thorough training schedule so your employee can get started right away. Consider how learning milestones will be measured during onboarding, as well as who’ll lead and mentor the process.":1,"#When in doubt, it’s easier to communicate directly with your employees about their desired compensation and benefits. Sometimes, organizing benefit programs for personal growth, such as company-sponsored training on finances, building credit, and investing, can go a long way. If you clearly communicate what you can deliver for your employees, your team members will see that you care about their well-being and are personally invested in their livelihood beyond work.":1,"#To make your business sustainable and to retain top talent, adopt <em ljsid-1=\"\">positional succession planning</em> into your company culture. Succession planning involves preparing employees for future roles and opportunities, as well as creating backup plans if any employee or team must exit the company.":1,"#<em ljsid-0=\"\">Document an organization chart.</em> When everyone clearly understands the hierarchy of their peers, they can better predict how they can grow within the company.":1,"#Representing Your Company Culture":1,"#Anytime you’re onboarding someone new, be sure to:":1,"#Investing in Your People":1,"#<em ljsid-0=\"\">Document the heart of your business</em>. Written policies, practices, and procedures help new and existing employees stay aligned with your company’s mission, as well as uphold fairness and transparency across the workplace.":1,"#<em ljsid-0=\"\">Appropriately compensate employees to incentivize their efforts</em>. Accurate market assessments and open communication about wages build a foundation of trust, respect, and honesty.":1,"#Even though employees are compensated for their work, people don’t stay in their jobs solely because of money. If your employees have little opportunity for professional development or feel no heartfelt purpose or meaning in their jobs, they’ll eventually want to find other work.":1,"#<em ljsid-0=\"\">Define metrics for competency and success.</em> If employees have no performance benchmark, you can’t reliably assess whether someone is growing or stagnant.":1,"#One of the worst things that leaders can do is micromanage their employees. All too often, leaders try to control every facet of their team; this is usually because of an unchecked ego, tunnel vision, frustration, or intimidation from being outperformed. This behavior bottlenecks progress, demoralizes teams, breeds contempt and distrust, and causes employee performance to worsen as a result of anxiety and stress.":1,"#Recently Viewed <span ljsid-2=\"\">(1536)</span>":1,"#Recently Viewed (1536)":1,"#Arguments can create treacherous grounds for conversation. These discussions seldom end by telling a person they’re wrong and that person agreeing. Instead, a person usually hears that they’re wrong and then doubles down and becomes more convinced that they’re right.":1,"#Connect by Unraveling Your Arguments, Not Winning Them":1,"#Trial lawyer and popular communications expert Jefferson Fisher believes you can choose courage over comfort and speak boldly in these moments. In <strong ljsid-1=\"\">The Next Conversation</strong>, he guides readers through thorny topics, including how to talk to a defensive person, what to say when someone belittles you, and how to assert your boundaries with a person who tries to cross them. Through these conversation topics and others, he encourages you to follow this rule: Say what you need to say with control, confidence, and the intention of maintaining your connection.":1,"#When you need to have a difficult conversation, the <em ljsid-1=\"\">what</em> is easy—you know what you need to say to make your point and be heard. What’s more difficult is the <em ljsid-3=\"\">how</em>. It isn’t always easy to articulate your feelings in a way that honors your perspective, feels authentic, and shows empathy for another person’s position.":1,"#ISBN: 979-0-5937-1872-8":1},"version":196560}]