EQ, or emotional intelligence is an entirely different beast than your IQ. Everyone has heard of the IQ, but fewer have heard and fewer still understand how to best cultivate theirs. In more recent studies, it’s been found that the EQ will take you further in your work, not to mention your life, than was previously thought in an IQ value-driven world. This helpful article from Inc. gives great breakdown of several ideas on how to improve your own EQ as well as your quality of life.
Do you have both full-time salaried employees in your organization and contractors?
If so, in addition to the very careful attention needing to be paid to those IRS differences, there is also the added concern of how to treat these two groups in a way that meets the letter of the law and doesn’t
create a “them and us” culture.
Here’s a short article with some thought provoking idea on the subject.
We are now in a phase in the Pandemic when it appears that we are moving into a “next normal.” Yet in all our exuberance about new and returning possibilities, let’s not let this once-in-a-lifetime opportunity to make real systemic change get left behind.
Here’s an Op-Ed with some interesting ideas for hospitals and health systems to not let this pivotal moment go to waste. Action plans, timelines and accountabilities are what will make the difference and go much further that organization statements to drive meaningful change.
Most jobs getting filled these days aren’t even advertised. Instead, they’re typically part of the hidden job market — those millions of openings that never get formally posted. It now accounts for up to 80% of hires, according to some estimates.
This is an excellent article which is particularly timely now as companies are beginning to think about re-building their cultures after all the effects of the Pandemic. Here are six practices to offer your team now to help them learn to ask for and give more help to each other.
Who you are and what you stand for matters to people who work at your company and buy your products. Employees care about intangible benefits such as meaningful work, alignment to core values, and work-life balance–even more than salary–when evaluating a new place to work. This is especially true of Millennials and Generation Z, who together make up about 65 percent of the workforce
Despite the high rate of churn in the labor market today, many companies pay scant attention to offboarding employees. That’s a mistake. Beyond just being the right thing to do, treating people well as they leave is also a smart business move and a key part of brand management.
Workplace wellness programs started gaining traction in the corporate world more than a decade ago. But those early iterations were largely focused on physical health—and on companies’ bottom lines, says Monica Worline, a faculty member at the Center for Positive Organizations at the University of Michigan’s Ross School of Business. The catalysts were troubling statistics on the health of the U.S. workforce and the escalating cost of health insurance. “Companies recognized that the healthier their workforce, the more they gained in productivity, and the more they could negotiate lower costs from insurance providers,” Worline says.
I know I’m not alone in noting the unfathomable strain doctors, nurses, and support staff on the front lines of Covid have faced, but while we’ve all collectively cheered their dedication and bravery this past year (and hopefully honored their sacrifices by obeying public health guidance), I doubt many of us have paused to consider exactly what mental and management tricks have helped them get through it all.
Read on to learn three powerful lessons we can all learn from them.
Slow down to get ahead? I like to describe the most effective task-oriented behavior as futurist and the most effective relationship-oriented behavior as facilitator. Futurists create a powerful vision and outline the metrics needed to realize it. Facilitators foster collaboration and empower a team to reach a solution. What happens when you add patience?