When it comes to your employee wellness program, participation and engagement are not the same thing. It's important to distinguish between the two because the first might boost numbers, but the second will ultimately determine your success.
Why people embark on a journey to show up at an Indian wedding is more than a social obligation -- to engage, to enjoy, to contribute, to participate and above all feel good about themselves and for the people around them.
Although this is my first stab at scaling a company, I'm no stranger to leadership and teamwork. Throughout my lifetime as an athlete, I've been on all types of teams that ranged from less-skilled but fundamentally sound and hard-working, to highly-talented yet dysfunctional and toxic.
Granted, Silicon Valley is investing in programs to attract women and minorities to the technology field, engender good will, and increase workforce diversity through pipeline development. But there continues to be a lack of urgency to change.
Courage: To act with on our values with an open heart in the face of fear. Leadership: Is based on behavior, not position. The ability to model and inspire the best in others and positively impact group dynamics, organizational culture.
For companies interested in retaining millennials, it's vital to infuse cause work into the corporate ethos, and then to structure the volunteer experience in ways that will be attractive to millennials.
When we think of vulnerability, we think of problems. In software we think of a mistake ─ a way for people to hack in. When we think of vulnerability in people, we think of weaknesses. But, the reality is that in the workplace vulnerability is quite a big strength.
In this episode of The Future in 5, I talk about embracing vulnerability in the workplace. When we think of vulnerability, we think of problems. In software we think of a mistake -- a way for people to hack in.
Money, just the mention of it can stir strong emotions. Whether we have little or a lot, we all have a connection to its use and acquisition. There are people who brazenly grab and grasp for all they can and others who vilify its unequal distribution.
A manager in one of my leadership workshops recounted the sad story of how one of her team members reacted to the heartfelt speech she had made recognizing his contributions on his last day with the company. Unfortunately, this scenario of "too little to late" is far from uncommon.
When I was kid growing up, I saw work in a very particular way. A lot of it stems from visiting my dad at work, when I was six or seven. My dad worked in a bank. It was a formal imposing bank, with marble, and big gothic architecture.
It's been over a year and a half since I joined HopeLab, and I'm still wistfully thinking about my onboarding experience. Who does that? Well, apparently I do. It's one of my idiosyncrasies, but we'll get to those in a moment.