[{"_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$"},{"phrase":"#<var results=\"\"></var> Results found for \"<var quotes=\"\"></var>\"","candidate":"#","variables":["<var results=\"\"></var>","<var quotes=\"\"></var>"],"regex":"^#([\\d ]{1,}) Results found for \"(.{1,})\"$"},{"phrase":"#<var 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})$"},{"phrase":"#<var num-hours=\"\"></var> hours ago","candidate":"#","variables":["<var num-hours=\"\"></var>"],"regex":"^#([\\d ]+) hours ago$"},{"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":194803},{"_id":"en","source":"en","pluralFn":"return n != 1 ? 1 : 0;","pluralForm":2,"dictionary":{},"version":194803},{"_id":"outdated","outdated":{"#Jason M.D. Hwang, Jerome H. M.D. Grossman, Clayton Christensen":1,"#Source: Bloomberg Businessweek":1,"#No Results found for \"jaypee\"":1,"#Elevating Teamwork: Three Ways to Improve Today's Collaboration Technologies":1,"#You are currently logged in as alejandroa17@hotmail.com":1,"#Universidad de Monterrey - Logo":1,"#ISBN: 9780814433140":1,"#delegation-and-supervision":1,"#<em ljsid-0=\"\">Myth 1: There is not enough time to delegate.</em> While managers might think there is not enough time to explain a responsibility, a responsibility explained well is...":1,"#(5:00 Minuten)":1,"#Nächste":1,"#Themen:":1,"#Suchen":1,"#Helfen":1,"#Heim":1,"#(3:00 Minuten)":1,"#(15:00 Minuten)":1,"#(11:00 Minuten)":1,"#But while leadership development is a driving force in most organizations, it's not always easy to formulate an effective program that helps companies identify, develop, and retain leaders. In search of leadership development best practices, we checked...":1,"#No Results found for \"team\"":1,"#Clinton Wingrove, Paul L. Marciano PhD":1,"#Embracing silence contributes to your ability to influence and lead others because it unleashes your most creative thoughts, sustains your energy, and helps you maintain focus. In fact, studies show that mediating, perhaps the...":1,"#by Jennifer Kahnweiler":1,"#Clicking this link will redirect to relevant products for the Speaker Jennifer Kahnweiler.":1,"#You’re Fabulous and at Risk":1,"#During those times when you have more than enough energy and momentum to balance short-term tasks with long-term planning, it can be easy to underestimate your risk of burnout. High-achieving professionals often mistake resilience for an inherent character trait and ignore signs that their focus and decision-making abilities are becoming strained. You need to take proactive measures to maintain your physical and mental health for the long haul. In <strong ljsid-1=\"\">The Resilience Plan</strong>, Marie-Hélène Pelletier, PhD, MBA, explains how you can develop strategies for achieving success in a healthy, sustainable way.":1,"#ISBN: 978-1-77458-366-1":1,"#©2024 by Marie-Hélène Pelletier, PhD, MBA":1,"#by Marie-Hélène Pelletier":1,"#A Strategic Approach to Optimizing Your Work Performance and Mental Health":1,"#Learning & Development<span ljsid-1=\"\">, </span>":1,"#Your personality and the obstacles you’ve overcome in the past shape your capacity to withstand and grow from challenges. However, everyone’s resilience is limited. As your workload increases and becomes more complex, everyday demands will outpace what you have left to give. While failing to acknowledge this can derail career growth and personal health, individual and systemic factors, including resistance to change, company pressures, and misconceptions about burnout, often keep people from planning accordingly. It’s not enough to take general advice from the Internet or your friends. Your plan will only generate optimal results if it’s...":1,"#Human Resources<span ljsid-1=\"\">, </span>":1,"#the-work-life-balance-myth":1,"#ISBN: 978-1-260-46889-2":1,"#by David J. McNeff":1,"#A better approach is to distribute your time and stress across...":1,"#Clicking this link will redirect to relevant products for the Author David J. McNeff.":1,"#A great strategy for how to help you switch off when you leave work is actually—probably—the biggest gift from neuroscience, because it's something you can do in 12 minutes. A lot of the things that we advocate involves sleeping for 8 hours, an exercise regime that might take up quite a lot of time, paying so much attention to what you eat, and drinking enough water. But mindfulness is something that, if you do it for 12 minutes a day, most days of the week, it actually makes tangible physical differences to your brain structure. It also reduces your cortisol levels,...":1,"#by Tara Swart":1,"#Clicking this link will redirect to relevant products for the Speaker Tara Swart.":1,"#<span ljsid-0=\"\">Book Summary</span> <span ljsid-2=\"\">|</span> David J. McNeff":1,"#<span ljsid-0=\"\">Article</span> <span ljsid-2=\"\">|</span> Kerryn Strong":1,"#<span ljsid-0=\"\">Video</span> <span ljsid-2=\"\">|</span> Bill Pasmore":1,"#Recently Viewed (373)":1,"#areli.villegas@thalesgroup.com":1,"#ISBN: 978-1-77327-182-8":1,"#Adapted by permission of Figure 1 Publishing":1,"#by Céline Schillinger":1,"#dare-to-un-lead":1,"#To create an adaptable leadership model, it’s important to know how and why change occurs in the business...":1,"#Barry Z. Posner, James M. Kouzes":1,"#<span ljsid-1=\"\">2</span> of <span ljsid-3=\"\">5</span>":1,"#No Results found for \"adicciones a sustancias\"":1,"#No Results found for \"adicciones\"":1,"#With the many varieties of media available, it might be expected that workplace communications have yielded higher degrees of productivity and enhanced organizational effectiveness. Indeed, available media offer great promise for enhancing...":1,"#by Theresa A. Domagalski":1,"#successful-workplace-communication-in-the-age-of-technology":1,"#Clicking this link will redirect to relevant products for the Author Theresa A. Domagalski.":1,"#You are currently logged in as 459924821@wtwengage.com":1,"#Which areas of <strong ljsid-1=\"\">Inclusion</strong> interest you most?":1,"#by Karin Hurt, David Dye":1,"#to-be-heard":1,"#Clicking this link will redirect to relevant products for the Authors David Dye.":1,"#Clicking this link will redirect to relevant products for the Authors Karin Hurt.":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...":1,"#ISBN: 978-1-60868-721-3":1,"#the-full-spirit-workout":1,"#by Kate Eckman":1,"#Clicking this link will redirect to relevant products for the Publisher New World Library.":1,"#Clicking this link will redirect to relevant products for the Author Kate Eckman.":1,"#Give yourself credit just for trying and being vulnerable. You’ll get better. Also, know that people aren’t paying as much attention to you as you think....":1,"#ISBN: 978-1-77458-020-2":1,"#by Michelle Cederberg":1,"#Clicking this link will redirect to relevant products for the Author Michelle Cederberg.":1,"#Most of us underestimate the extent to which stress keeps us from achieving what we’re truly capable of. In the 21<sup ljsid-1=\"\">st</sup> century, we’re constantly on the go, plugged into our smartphones, computers, and a 24/7 news cycle. Nonstop information overload stresses us out mentally and emotionally. Besides impeding our path to success, chronic stress may lead to health problems like high blood pressure, depression, or diabetes. Therefore, the road to success begins by lowering your stress. Turn off the technology and tune in to your yearnings. Take the time to identify...":1,"#the-success-energy-equation":1,"#So, I'm going to talk about that, but first...":1,"#<strong ljsid-0=\"\">Stay organized. </strong>I’m a big believer in making lists. Beyond the obvious benefits of keeping you organized and focused, lists are goals...":1,"#Clicking this link will redirect to relevant products for the Publisher Fortune.com.":1,"#Clicking this link will redirect to relevant products for the Author Kara Goldin.":1,"#<span ljsid-0=\"\">Video</span> <span ljsid-2=\"\">|</span> Josh Rivedal":1,"#Source: Fortune.com":1,"#<span ljsid-0=\"\">Article</span> <span ljsid-2=\"\">|</span> Kara Goldin":1,"#<span ljsid-0=\"\">Book Summary</span> <span ljsid-2=\"\">|</span> Kate Eckman":1,"#<span ljsid-0=\"\">Video</span> <span ljsid-2=\"\">|</span> Waldo Waldman":1,"#<span ljsid-0=\"\">Book Summary</span> <span ljsid-2=\"\">|</span> Michelle Cederberg":1,"#Recently Viewed (368)":1,"#Soren Kenner, Imran Rashid":1,"#In The Distracted Mind, cognitive neuroscientist Adam Gazzaley and psychologist Larry D. Rosen provide scientific evidence for the disruptive impact of distracting technology on people’s daily lives. It is no surprise that the buzz of a smartphone is distracting; however, the authors use biology and the summarized results of many studies to explain both how and why such distractions are so significant. Human brains are not meant to multitask, despite modern environments pulling them to do so, but it is not too late for people to change. Gazzaley and Rosen offer readers methods to combat the negative effects of technology without giving it up altogether.":1,"#Larry D. Rosen, Adam Gazzaley":1,"#You're Addicted to You":1,"#As fighter pilots, we had a minimum requirement of 12 hours of crew rest between our training and combat missions. Why was this? Because we needed to relax. We had to get our minds and bodies prepared for the stressors ahead. We had to refuel in order to minimize the burnout and fatigue that are killers in the world of combat. By the way, the same holds true for an aircraft. After missions, planes are sent to the hanger to get inspected and re-tooled. We tighten down the rivets, check the engine and instruments for damage, and make sure the...":1,"#by Waldo Waldman":1,"#Clicking this link will redirect to relevant products for the Speaker Waldo Waldman.":1,"#So, in summary, discuss and agree on team behaviors, then measure and improve them regularly. This approach fosters accountability and enhances team dynamics.":1,"#Measure it. Turn each statement into a question. For example: How well are we doing at having open and honest conversations? Measure anonymously, either through post-it notes or a virtual online tool, and then discuss as a team: How can we shift and improve this behavior?":1,"#Negotiate your team behaviors. This is more than coming up with phrases like openness. Make it a statement. For example: As a team we have open and honest conversations. Get specific. Agree on what good and bad behaviors look like for each statement.":1,"#Discuss the importance of agreeing on team behaviors. If you don't talk about how you want to behave with each other when you're together and when you're apart, how can you ever hold each other accountable?":1,"#Discuss the importance of agreeing on team behaviors. If you don't talk about how you want to...":1,"#I remember working as a camp counsellor at age 19 in Virginia, USA. We used to ask the kids the question, “how do you want to be together over the next two weeks?” The kids would negotiate behaviors, sign a piece of paper, and hold each other accountable. Today, most teams I work with have never done an exercise like this in terms of how they want to behave with each other. So, what can you do? Here are three steps I would suggest:":1,"#I’m glad to see that in the last few years, the topic of support for black employees has been getting more attention. So, why is it important to center black people and, more specifically, your black colleagues? A really great book that I read by Isabel Wilkerson, who is a Pulitzer Prize-winning writer, is called <em ljsid-1=\"\">Caste</em>. And in that book, she talks about how within the U.S. there is a racial hierarchy, and black Americans are at the “bottom” of the system. And I think a lot about the quote by Fannie Lou Hamer, who said \"Nobody's free until everybody's...":1,"#Now these 3 things are what to look for to avoid stressing your team.":1,"#Creating a false sense of urgency. Now if your office building is literally on fire, you have license to scream all you want to move people to safety. However, if it's not a real fire, that behavior will rattle the people around you. Driving for results shouldn't come at the expense of driving over the people trying to deliver those results. False urgency creates massive stress. The solution? Take a breath. There's a time and a place to go fast and a time and a place to go slow. Leaders need the wisdom to know the difference.":1,"#Vague requests to meet. Have you ever gotten a message that read, “Call me at 3 p.m. today”? How does that make you feel? This message clearly states what to do, but it provides zero context. There's no “why.” Now, this is a classic recipe for anxiety. In the absence of context, people assume the worst. The solution? Give people context for your requests. Fill in the vacuums so they don't stress out.":1,"#Emailing at all hours. Now today, technology lets us work anywhere at any time. The flexibility is great. Brooke, the CEO of a marketing firm, told her team, “I get my work done at night after I put my kids to bed. I don't expect you to respond at night.” Now, by being explicit, Brooke thinks she's doing the right thing. However, when one of Brooke's direct reports gets an email at 10 p.m., that email is now taking up prime real estate in their psyche. They're now thinking about what Brooke wrote. Their supposed downtime is no longer fully down and their stress level goes up. The solution? Work when you want, but schedule delivery during regular hours.":1,"#Emailing at all hours. Now today, technology lets us work anywhere at any time. The flexibility is great. Brooke, the CEO of a marketing firm, told her team, “I get my work done at night after I put my kids to bed. I don't expect you to respond at night.” Now, by being explicit, Brooke thinks she's doing the right thing. However, when one of Brooke's...":1,"#Have you ever woken up and thought, “Today, I want to make life stressful for my team”? Of course not. However, there are 3 things that many leaders do without realizing the stress they cause.":1,"#Managing Stress<span ljsid-1=\"\">, </span>":1,"#by Howard M. Guttman":1,"#Clicking this link will redirect to relevant products for the Author Howard M. Guttman.":1,"#coach-yourself-to-win":1,"#They've failed to make the mark, no doubt, but even after this discussion, the reason for their shortfall is still unclear. That's because despite all the questioning, the boss hasn't gotten to the real issue....":1,"#the-power-of-asking-why":1,"#by Lee Froschheiser":1,"#Clicking this link will redirect to relevant products for the Author Lee Froschheiser.":1,"#ISBN: 978-1-265-39991-7":1,"#by Dermot Berkery":1,"#Clicking this link will redirect to relevant products for the Author Dermot Berkery.":1,"#Audio Back 15 Seconds-0:00/12:13":1,"#Audio Forward 15 Seconds-2:34/12:13":1,"#<var hour=\"\"></var>:<var minutes=\"\"></var> minutes":1,"#You are signed in as <var signed_in_as=\"\"></var>":1,"#The article \"Cultivating Fulfillment: The Key to Effective Leadership\" emphasizes the importance of leaders inspiring, engaging, and elevating those around them by actively cultivating fulfillment. It highlights three key attributes for effective leadership: storytelling, active listening, and gratitude. The text explains how a leader's journey of fulfillment can positively impact their team, creating a culture of positivity, engagement, and trust. Additionally, it discusses the power of storytelling in communicating vision, instilling values, and inspiring action, as well as the importance of active listening in strengthening trust and fostering collaboration.":1,"#Cultivating Fulfillment: The Key to Effective Leadership":1,"#When you're asked a question, you might want to talk things out. Here's why that can hurt your team—and hurt you too.":1,"#No, I Don't Want to Hop on a Call":1,"#Remote work requires that you show your work. Tam Sanderson recommends 2 methods for improving your workflow visibility.":1,"#How to Improve Remote Workflow Visibility":1,"#Want to drive meaningful growth without losing strategic focus? In this learning path, you’ll learn how to craft bold strategies, think long-term, and execute effectively—so you can lead your team or organization into its next phase of smart, sustainable expansion.":1,"#Accelerating Strategic Growth":1,"#Drew Neisser shares practical insights for CMOs looking to move from reactive to proactive leadership.":1,"#How CMOs Can Find Time to Think":1,"#Afraid to leave your comfort zone? Everyone is; that’s why it’s called a “comfort” zone! Stacey Hall shares how you can achieve larger goals by expanding the circumference of your comfort zone.":1,"#Use Your Core Values to Expand Your Comfort Zone":1,"#In The 5 Disciplines of Inclusive Teams, Andrés T. Tapia and Michel Buffet, PhD, offer a practical framework for building high-performing, diverse teams by applying five key disciplines: connecting, caring, synchronizing, cultural dexterity, and powersharing. Through research and real-world examples, they show leaders of every level how to help today’s teams unlock collective intelligence, foster psychological safety, and drive innovation to achieve high-collaboration, stronger results, and a more agile, equitable workplace culture for all.":1,"#The 5 Disciplines of Inclusive Teams":1,"#In The Next Conversation, Jefferson Fisher makes a powerful point: Winning an argument isn’t nearly as important as preserving connections that matter to you. Wins won’t feel worthy when they damage your relationships, so rather than ending a debate “being right,” Fisher encourages you to prioritize acknowledgment and understanding so you can move toward solutions together. This impactful book is packed with anecdotes and easy-to-implement practices you can apply with your boss, colleagues, direct reports, friends, spouse, or children to take on simple disputes, work through big matters, set boundaries, or make your needs clear":1,"#The Next Conversation":1,"#by LORRI FREIFELD":1,"#Clicking this link will redirect to relevant products for the Author LORRI FREIFELD.":1,"#Universidad Autonoma del Estado de Hidalgo":1,"#Universidad Autonoma del Estado de Hidalgo - Logo":1,"#The article \"put leadership in its proper perspective\" by Dave Anderson emphasizes the importance of effective leadership in businesses. It highlights key points such as the need to focus on developing people, holding oneself accountable for results, and serving one's team. The article also stresses the importance of continuous personal growth, building a strong team, and maintaining high standards of performance. Overall, the text provides valuable insights for both new and experienced managers on how to lead effectively and make a positive impact on their teams.":1,"#Put Leadership in its Proper Perspective":1,"#The article focuses on creating a structured, learner-driven onboarding plan for new hires, emphasizing the importance of transitioning from orientation to a comprehensive onboarding experience. It outlines a four-week framework designed to help new employees achieve competency within 30 days by fostering clarity, connection, and confidence through various stages, including pre-boarding preparations, immersion into the business, hands-on learning, and independent work. Key components include establishing onboarding roles, utilizing a buddy system, and providing regular feedback and support to ensure new hires feel equipped and valued as they integrate into the organization. The article advocates for a collaborative approach that involves both managers and peers in the onboarding process to enhance the new employee's experience and success.":1,"#Emily Mason":1,"#30 Days to New-Hire Competency":1,"#Sell More with Empathy":1,"#In Forging Dynasty Businesses, 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,"#Chuck Violand":1,"#Forging Dynasty Businesses":1,"#Kelly Cutler":1,"#Most leaders and organizations fail not because they lack intelligence or resources, but because they lack strategic clarity. In Strategic, Rich Horwath provides a framework to help employees at every organizational level think, plan, and act strategically. Through structured methodologies and real-world examples, you’ll learn how to navigate organizational environments, make better decisions, and create sustainable competitive advantage.":1,"#Most salespeople start with pitching as their first step, which tends to lack empathy. Stacey Hall shares how you can sell more by consistently demonstrating care and empathy to your prospects.":1,"#back to top":1,"#Troubleshooting":1,"#Technical Support":1,"#Contact our support team at <a ljsid-1=\"\">support@ebsco.com</a> or reach out to your company's designated admin for assistance.":1,"#I have a question about Accel. Who should I contact?":1,"#For the best experience, cookies are recommended. At a minimum, to stay logged in, cookies must be turned on. Without cookies, you may miss out on time-saving features like personalization, but the site will work in a simpler way.":1,"#Do I have to enable cookies?":1,"#Accel works best with the latest versions of Chrome, Firefox, Safari, or Edge.":1,"#What web browsers does Accel work best with?":1,"#Accel can be accessed on all computers, tablets, and smartphones using a web browser. The platform is optimized for all browsers, allowing a seamless experience across all devices.":1,"#What devices can I access Accel on?":1,"#Your personalized content recommendations are determined through your responses to the onboarding survey. The suggested content will appear in the \"Recommended Content\" carousel on your home page.":1,"#How are my personalized recommendations determined?":1,"#Yes, you can access the onboarding survey through your profile. Under \"Edit Profile,\" you can find the onboarding survey and take it at any time.":1,"#I snoozed the onboarding survey, and now it won't show up again. Can I still access it?":1,"#If your current recommendations no longer align with your interests, you can update them by editing your answers to the onboarding survey. You can access your reponses through the \"Edit Profile\" option under your profile. There, you can select \"Edit Responses\" and modify your onboarding survey. This will update your personalized recommendations.":1,"#How can I change the content recommendations I'm shown?":1,"#Yes, your progress is tracked automatically. Visit My Learning to view content you've bookmarked, started, and completed. Content you've saved for later appears as \"Not Started,\" resources you've recently viewed will be \"In Progress,\" and all finished content is marked \"Completed.\"":1,"#Is there any way to track what I've already completed or started?":1,"#We suggest taking advantage of our filtering system. Navigate to <em ljsid-1=\"\">All Resources</em>, then sort content through the filter options. You can narrow content down through topic area, type, duration, author or speaker, and publisher. If you aren't sure what filters are applicable, you can also begin with our most recently added content or the custom recommendations available in your \"Recommended Content\" carousel on the home page.":1,"#There's so much content available. Where do I start?":1,"#We welcome suggestions from our customers! Submit your ideas or content recommendations to <a ljsid-1=\"\">AccelCustomerSuccess@ebscolearning.com</a>, and our content team will review them.":1,"#I have a suggestion for Accel.":1,"#Yes, the notepad feature is available on every content form. You can title your note and write any comments you have while completing a piece of content. You can access your notes through the My Notes section.":1,"#Can I take notes and make comments as I complete content?":1,"#Yes! Accel has numerous curated Learning Paths, which combine various resource types to support a learning objective. Successful completion of the Learning Path will allow learners to download a custom certificate of completion.":1,"#Are there certificates or badges I can earn for completing content?":1,"#Account Troubleshooting":1,"#Bookmarks and Likes are two ways of saving content on Accel. Both can be accessed in the <em ljsid-1=\"\">My Learning</em> section. Bookmarks are a great way to save content for easy access, as you can create different folders to organize your bookmarks. Liked content simply appears under the <em ljsid-3=\"\">Liked</em> section within <em ljsid-5=\"\">My Learning</em>.":1,"#What's the difference between Bookmarks and Likes?":1,"#New content is added to Accel weekly. We add five new book summaries, with one uploaded each day. We also add three new articles and two new videos each week. Learning paths are added on a biweekly basis, with one new path every other week.":1,"#How often is new content added?":1,"#Reflection Questions are a resource available on select book summaries and all videos, which you can complete after finishing the content. Each PDF contains a \"reflect\" question, an \"act\" to complete, and a \"discuss\" question to answer. These questions are designed to help you apply the information taught in the book summary or video.":1,"#What are Reflection Questions?":1,"#Select the “Forgot Password?” link located below the password field on the login page. Follow the prompts to reset your password. You'll receive an email with a link to create a new one.":1,"#I forgot my password. What should I do?":1,"#Click the profile icon in the top right corner of the page, next to the search bar. From the dropdown menu, select \"Edit Profile\" to update your account details, including your name, email, password, and onboarding survey responses.":1,"#How do I update my account information?":1,"#Select a category of frequently asked questions from the list below.":1,"#Judy Flaschmann":1,"#<em ljsid-0=\"\">Empower.</em> Give them the opportunity to suggest next steps. Ask, “How do you think we can leverage that skill?” or “What do you think you can do to improve that area?” When they generate the idea, they will have greater buy-in to ensuring the desired outcome. And lastly, step 4.":1,"#<em ljsid-0=\"\">Ask</em>. Kick off the conversation with a question. It can be as broad as, “How do you think things went this year?” or more specific to target a certain project or area...":1,"#Fostering Inclusion<span ljsid-1=\"\">, </span>":1,"#Inclusion<span ljsid-1=\"\">, </span>":1,"#Clicking this link will redirect to relevant products for the Topics Cultural Identity.":1,"#Politique de confidentialité":1,"#Clicking this link will redirect to relevant products for the Speaker Victoria Labalme.":1,"#<span ljsid-0=\"\">Video</span> <span ljsid-2=\"\">|</span> Jennifer Kahnweiler":1,"#<strong ljsid-0=\"\"><a ljsid-0-0=\"\">Alain Hunkins</a></strong> is a globally recognized leadership expert. He’s the founder and CEO of Hunkins Leadership Group, which helps organizations strengthen their leadership capacity. The author of <em ljsid-2=\"\">Cracking the Leadership Code</em>, Hunkins has appeared in publications such as <em ljsid-4=\"\">Forbes, Inc., Business Insider</em>, and <em ljsid-6=\"\">Fast Company</em>. He has taught at Duke and Columbia Universities and is on the Academic Board of Advisors of the New Delhi Institute of Management.":1,"#Mental Health<span ljsid-1=\"\">, </span>":1,"#<span ljsid-1=\"\">1</span> of <span ljsid-3=\"\">5</span>":1,"#PrepSTEP High School":1,"#PrepSTEP College":1,"#LearningExpress Library":1,"#LEL":1,"#Accountability<span ljsid-1=\"\">, </span>":1,"#Richard A. Luecke, Perry Mcintosh":1,"#Clicking this link will redirect to relevant products for the Speaker Lee Caraher.":1,"#In today's business environment where we are working with people in different time zones, and with people who have flexible work schedules, we consistently add complexity and confusion to our workflow because we don't communicate specifically enough so that the other people on our teams know exactly what we mean. And because we're not being specific enough, we're setting up our colleagues to be right and wrong at the same time—right because they delivered what they think you asked for by when you asked for it, and wrong because they delivered at the wrong time or in the wrong format...":1,"#by Lee Caraher":1,"#hbr-guide-to-work-life-balance":1,"#ISBN: 978-1-63369-712-6":1,"#<em ljsid-0=\"\">Brainstorm</em>. Identify small experiments that could improve your satisfaction...":1,"#Which areas of <strong ljsid-1=\"\">Employee Experience & HR</strong> interest you most?":1,"#Source: Howard Books":1,"#<strong ljsid-0=\"\"><a ljsid-0-0=\"\">Dermot Berkery</a></strong> has been a partner in Delta Partners, one of the most active venture capital firms in Europe, for over 20 years. During this time, he has evaluated over 10,000 plans for new businesses. With deep experience as a venture capitalist, he has unique insights into trends in new business and, more importantly, what works and doesn’t work. Berkery worked as a consultant for McKinsey & Company in the United States and Europe and graduated from Harvard Business School. He’s also the author of <em ljsid-2=\"\">Raising Venture Capital for the Serious Entrepreneur</em>.":1,"#<span ljsid-0=\"\">Video</span> <span ljsid-2=\"\">|</span> Tara Swart":1,"#And then learning more about the black community on your own through your own education. So, reading books, listening to podcasts, YouTube videos, and all of that. So, I wrote an article about black women's experiences and 4 TV shows to help educate you on those experiences. So, I would say digging into articles like that to educate yourself on the black experience is really important.":1,"#I’m glad to see that in the last few years, the topic of support for black employees has been getting more attention. So, why is it important to center black people and, more specifically, your black colleagues? A really great book that I read by Isabel Wilkerson, who is a Pulitzer Prize-winning writer, is called <em ljsid-1=\"\">Caste</em>. And in that book, she talks about how within the U.S. there is a racial hierarchy, and black Americans are at the “bottom” of the system. And I think a lot about the quote by Fannie Lou Hamer, who said \"Nobody's free until everybody's free.\" So, if we’re trying to create a world where everyone is liberated, we have to liberate those who are the most marginalized first.":1,"#Think about creating opportunities for black people to be in community; that could be employee resource groups and affinity groups. Also, use your individual and collective resources to amplify black colleagues in different ways, making introductions from one black colleague to another black colleague. I love when people introduce me to others. Also, providing resources, which could come in the form of access to training or information.":1,"#So, thinking in the context of our workplaces, it’s important to ask ourselves, “How do we create systems that support the most marginalized?” And it’s also important for me—and I always share this with clients—is that there isn’t a one-size-fits-all black experience. So, your black employees all have different and specific needs, and it’s important to recognize that.":1,"#And then being open to admit when you get things wrong. A lot of the leaders that I work with are scared to admit what they don't know, and they feel like they have to always be knowledgeable about everything. So, there is something really refreshing about humility and being honest about your mistakes when you get things wrong.":1,"#So, support can come in several different forms. I will say that the first thing to do, if you have black employees or colleagues and you’re thinking about this question of what support looks like for them—it sounds very over-simplistic—but it’s to ask. So, figure out ways to solicit feedback and create different feedback structures in the workplace. So. that might be reaching out to your black colleagues and checking in with them; you could do a temperature check. I love the, “How are you feeling on a scale of 1 to 10?” And I think that that can open up a really great conversation, and then also asking the question, how can I support you right now?":1,"#Center blackness in your workplace by consistently assessing what support looks like for the black employees and colleagues in your workplace.":1,"#One question that I’m asked a lot, especially after a racial mega threat or an incident where the black community witnesses harm caused to a black person, is the question of “How do I support my black employees?” So, people will ask me, “Should I reach out when I see these instances of anti-blackness happening on a national scale?” And I just want to emphasize that there isn’t a one-size-fits-all, which is why it’s so important to get to know your employees and your colleagues. And asking that question of what support looks like for them is really important.":1,"#What Got Us Here Won’t Get Us There":1,"#©2022 by We Need Social":1,"#Traditional top-down leadership models can’t keep pace with the demands of modern business. Today’s corporate ecosystems focus on people-centered collectives, global networks, and sustainable practices. In <strong ljsid-1=\"\">Dare to Un-Lead</strong>, Céline Schillinger provides a framework for replacing assembly-line-era leadership principles with concepts better suited for the digital age. This book is for business leaders or aspiring leaders who want to know how to create more efficient, equitable workplaces.":1,"#The Art of Relational Leadership in a Fragmented World":1,"#The business world is currently transitioning from an industrial to digital base. The success or failure of this transition rests largely in the hands of local and international leaders. Past leadership models, based on rigid hierarchies of power, are ill-suited for the post-pandemic world. A new model of leadership is needed, one where adaptation and agility are core ideals. This model uses three foundational principles: liberty, equality, and fraternity.":1,"#Part I: Leadership Matters":1,"#Promotions to management don’t come with a roadmap. Few people know how they’ll handle the transition, lead others to success, or navigate the new interpersonal dynamics that come with leading their peers. And for many, fear and doubt grip, while self-confidence in their ability to lead—to own the roles they’ve been thrust into—waivers. Julie Zhuo knows those feelings all too well. As a creative person promoted through the rungs of leadership in startups and large organizations, including Facebook, she experienced firsthand what it means to manage well—and to fall short. Her guide, The Making of a Manager, is part personal account and part step-by-step playbook new leaders can lean on when charting their own journeys.":1,"#Learning more about the human psychological response to change can help you and your employees feel more empowered and connected to the organization's purpose. Such active engagement benefited the organization and led to better employee well-being - a successful outcome made even more meaningful by the agency's health focus. The government agency's purpose as a health-related organization and its need to protect employees from a global health crisis were closely linked. The successful rollout resulted in 5,500 government employees being trained on effective telework collaboration, work-life balance strategies, productive home office setups, setting boundaries between work and family time, and overall health and wellness during uniquely stressful times.":1,"#In today’s competitive environment, effective teams are the key to successful businesses. By bringing people together and forging a shared sense of commitment, teams leverage the strengths of many talented employees and build relationships characterized by empowerment and trust. In SuperTeams, workplace performance experts Paul L. Marciano and Clinton Wingrove explain how organizations can form and manage teams that are willing and able to meet—and beat—the highest expectations. In particular, the authors focus on the critical role of RESPECT, which elevates teams to the level of powerful partnerships that excel in collaboration and motivation.":1,"#All In by Adrian Gostick and Chester Elton is a practical guide for developing a robust culture where people “buy in.” Gostick and Elton present a simple seven-step road map based on in-depth research and personal experience working with executives and managers at leading companies. Defining a burning platform, creating a customer focus, developing agility, sharing everything, partnering with talent, rooting for each other, and establishing clear accountability are the seven tactical tools used by effective leaders to build strong cultures of belief. Timeless principles of management combined with new ideas that emerged from their studies help to address the two most overlooked business questions of the modern day: Why do some work cultures get their people to buy in wholeheartedly while others do not, and what can managers do to build and sustain profitable, vibrant cultures of their own?":1,"#Many people spend years trying to quit their smoking or drinking habits, lose weight, save money, or improve relationships. These efforts often fail because few of these people formulate plans before they begin. In Changeology, university professor and clinical psychologist John C. Norcross has designed a ninety-day plan that lays the groundwork for people who are seeking positive changes in their lifestyles. Norcross insists that people can change their lives on their own, without the assistance of expensive psychologists, therapists, athletic trainers and other professionals. Through his 30 years of research, Norcross has discovered that more than three-quarters of people who change their behavioral problems have done so on their own, without professional treatment. Call it self-reliance, the “do-it-yourself nation,” or the “Home Depot effect,” but the most common way that people can change is on their own.":1,"#GENERAL MILLS:":1,"#LEADERSHIP DEVELOPMENT MEASUREMENT":1,"#Tom Connor":1,"#KM World":1,"#Tired of meetings that feel like a waste of time? This learning path will show you how to lead with purpose, keep conversations on track, and turn every meeting—virtual or in-person—into a productive, engaging experience that gets results.":1,"#Running Better Meetings":1,"#Clicking this link will redirect to relevant products for the Topics Inclusion.":1,"#This article discusses new research that suggests that offering workers increasing incentives for maintaining \"streaks\" of consecutive tasks can significantly boost motivation and persistence. Across six experiments with over 4,400 participants, those offered escalating rewards for uninterrupted work completed more tasks and reported greater commitment than those receiving stable incentives. For example, participants in a simulated food delivery job or CAPTCHA task performed better and took fewer breaks when their bonuses increased with streaks and reset after breaks. The findings indicate that streak-based incentives can be an effective tool for encouraging consistent effort in repetitive or mentally taxing work.":1,"#To Motivate Workers, Reward Them for \"Streaks\"":1},"version":194803}]