Name Your Trigger – Team Vulnerability Activity
Team activity to establish trust and get teams through the storming phase together.
Why being replaceable is a GOOD thing
Being replaceable in work may not seem like a good thing. But I definitely think it can be. Those who disagree tend to think about replaceability in a negative sense. Who wants to think there is someone else out there that can do your job as well (or better) than you? A lot of this comes from a scarcity mindset: that there are only a set number of jobs and once they are taken that’s it. But new jobs are created all the time as long as there is a case that demands it.
The Surprising Truth About What De-Motivates Us
I’m a competitive person by nature – everyone would tell you so. I’ve had jobs that give me bonuses based on how well I do compared to others, how well the company does in the market, and how ‘hard’ I work, so to say, based on some arbitrary metrics. I hadn’t thought about bonuses as being demotivating before because I like to compete (and win). In some of my experience they have driven behaviors of lower collaboration and higher negative competition where the only winner is the company itself and not the individual employee doing the work (and the company can only win in that situation for so long before people get frustrated and either leave or stop trying). Doesn’t sound like the ideal situation.
The Catch-22 of Experience (imposter syndrome and motivational fit)
Most people have seen the statistic where a man will apply for a job he meets 6/10 qualifications for and the woman won’t unless she meets 10/10 (states HBR, Confidence Code, Lean In…). This is centered in a lot of bias, imposter syndrome, and also business norms and these are all hurting not just the job prospects of someone applying but also the success of the person who actually gets hired (Natalie speculation here…)
#askForPay instead of #payToSpeak
There’s been a movement around #payToSpeak conferences on Twitter and elsewhere, that is conferences where the speaker essentially ends up paying to speak there (travel expenses, time put into the talk, time not working when being at the conference etc.). I think that speakers should be paid, or they at least shouldn’t be going negative in budget to speak at a conference. Here’s my experience:
President & Exec Director: Women in Agile
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