1. Forget the Pecking Order at Work

    Organizations are often run according to “the superchicken model,” where the value is placed on star employees who outperform others. And yet, this isn’t what drives the most high-achieving teams. Business leader Margaret Heffernan observes that it is social cohesion — built every coffee bre…Read More

  2. The Happy Secret to Better Work

    We believe that we should work to be happy, but could that be backwards? In this fast-moving and entertaining talk from TEDxBloomington, psychologist Shawn Achor argues that actually happiness inspires productivity. How can leaders leverage the "happiness advantage" on individual and organizational …Read More

  3. Career Advice You Probably Didn’t Get

    You’re doing everything right at work, taking all the right advice, but you’re just not moving up. Why? Susan Colantuono shares a simple, surprising piece of advice you might not have heard before quite so plainly. This talk, while aimed at an audience of women, has universal takeaways for anyon…Read More

  4. Your Elusive Creative Genius

    "Eat, Pray, Love" author Elizabeth Gilbert muses on the impossible things we expect from artists and geniuses -- and shares the radical idea that, instead of the rare person "being" a genius, all of us "have" a genius. It's a funny, personal and surprisingly moving talk. Stay with this one to the en…Read More

  5. Feedback Receptivity Techniques

    When receiving feedback for development, some degree of defensiveness is human nature. People typically seek to avoid even slightly negative comments about themselves or their abilities.  During these times, it is common to focus on deflecting the feedback instead of listening and trying to underst…Read More

  6. STAR Feedback

    An easy way to give complete, specific feedback is to use the STAR approach developed by DDI (ddiworld.com).  Below is a summary of this approach, which is applicable at any point you need to provide feedback, not just during an annual review cycle. ST—Situation or Task.  What was the problem, o…Read More

  7. Don’t give feedback when . . .

    There are times when it isn’t a good idea to give feedback for development right away. For example, it’s not wise to share feedback when you’re experiencing a strong negative emotion. It’s better to regain calm first. Feedback is best received when it’s intended to be helpful, rather than …Read More

  8. Check for understanding to avoid wrong assumptions

    When giving feedback, the most important skill you can use to check assumptions is to check for understanding. You can do this by: Identifying and checking your assumptions. “When I said ‘all-inclusive,’ I meant our group will be responsible for every project deliverable. Is that how you inte…Read More