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We shouldn’t work less simply because it allows us to be better workers. We should work less because it allows us to be better humans. Via Peter Mellow 
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The COVID-19 pandemic accelerated existing future of work trends, with 25% more workers than previously estimated potentially needing to switch occupations. Via Tom D'Amico (@TDOttawa)
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Long after they have finally landed a full-time job, many academics still find themselves feeling insecure and guilty, says Rachel Moss Via Ana Cristina Pratas
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Enjoy the videos and music you love, upload original content, and share it all with friends, family, and the world on YouTube. Via Ana Cristina Pratas
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The changes remote work has introduced have happened so gradually you may not have noticed. But its growing popularity is remaking how we work, the tools we use to work, how we communicate at work, and even the hours we work. It’s also connected to population shifts from big cities to less populated areas, and it’s upending sectors of commercial real estate, both in terms of how spaces are designed and where they’re located. Via Ana Cristina Pratas
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“Cities are ground zero for the demographic shift that is changing America and the world, and city leaders are just beginning to understand the promise of an engaged older population." Via Ana Cristina Pratas
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Demand for emotional intelligence skills soars six fold in response to the rise of AI and automation
Demand for emotional intelligence skills soars six fold in response to the rise of AI and automation Via Ana Cristina Pratas
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When people talk about the effects of automation and artificial intelligence on the economy, they often fixate on the quantity of human workers. Will robots take our jobs? Others focus instead on threats to the quality of employment—the replacement of middle-class occupations with lower-skill, lower-wage ones; the steady elimination of human discretion as algorithms order around warehouse pickers, ride-hailing drivers, and other workers. Via John Evans
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Since we’re in the midst of the transformative impact of the Fourth Industrial Revolution, the time is now to start preparing for the future of work. Even just five years from now, more than one-third of the skills we believe are essential for today's workforce will have changed according to the Future of Jobs Report from the World Economic Forum. Fast-paced technological innovations mean that most of us will soon share our workplaces with artificial intelligences and bots, so how can you stay ahead of the curve? Start by adopting a commitment to lifelong learning so you can acquire the skills you will need to succeed in the future workplace. Via John Evans
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There have been a lot of predictions about the future of work, particularly around the growth of an automated work presence and how people might be replaced by or work alongside artificial intelligence. But what impact will the future of work have on the future of learning? Via John Evans
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You’ve heard by now that you need to be “transparent” and “authentic” and to “bring your whole self” to work. More often than not, these phrases are shorthand for expressing your feelings. But while it’s true that you need an emotionally intelligent approach both to build a great work culture and to advance your own career, there’s more to it than just wearing your feelings on your sleeve.
Showing emotional savvy isn’t only about candor, though that’s certainly part of it. Properly channeling your emotions in the workplace is a powerful leadership skill. With that in mind, here’s how to calibrate and convey five of the most common emotions you’re likely to experience at work. Via The Learning Factor
CCM Consultancy's curator insight,
February 19, 2018 12:38 AM
When your fear stems from confronting a higher-up, remember that title and rank don’t define leadership. The more you speak up and show confidence in the face of authority, the more leadership you’ll be able to project despite your underlying nervousness. 
Graphics Design's curator insight,
February 19, 2018 5:19 AM
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Jerry Busone's curator insight,
March 2, 2018 7:34 AM
Hot topic these days and without a doubt high EQ moves the needle on more ways than one in every organization
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Kids are back in school. Pumpkin spice lattes are back in Starbucks. It’s official: Summer is over and the year is winding down.
But before it does, there might be a goal or two you committed to back in January that you’d still really love to make good on. Don’t worry–falling short on your New Year’s resolutions is totally normal. And even if you missed your chance to get back in the saddle at the six-month mark, there might still be some things you can do to make headway between now and the holidays. One tactic that might help? Cutting back.
Sometimes all you need to jump-start your progress is to ditch some of your routines, bad habits, and maybe even some of your other goals so you can redirect your energy where it counts. For inspiration, here’s what five Fast Company contributors–in their own ways, all experts on productivity and self-management–are kicking to the curb in order to end the year on a high note. Via The Learning Factor
The Learning Factor's curator insight,
September 12, 2017 6:34 PM
Sometimes you have to ditch certain plans, routines, and habits in order to make good on your big-ticket goals before the clock runs out. |
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Tight funding and COVID-related limits on face-to-face contact have forced academics to find other ways to expose students to the real-life work they are preparing them for. Via Peter Mellow
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https://www.dailyinfographic.com/wp-content/uploads/2020/04/Motivate-to-Work.png14 Ways To Get Into A Groove At Work Whether it's a Monday or you're just in a bad mood, it can be hard to find your motivation at work. Check out these easy ways to jump start your next project. Via Ana Cristina Pratas
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The future of work is here, and with it, new challenges — so what does this mean for teaching and learning? Via Tom D'Amico (@TDOttawa)
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Enjoy the videos and music you love, upload original content, and share it all with friends, family, and the world on YouTube. Via Ana Cristina Pratas
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The former Dean of Pixar University, Randy Nelson, explains what schools must do to prepare students (and themselves) for new models in the workplace. T
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The eight-hour workday is an outdated and ineffective approach to work. Let go of this relic and try a new, more productive approach. Via Ana Cristina Pratas
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As technology advances, some businesses are forgoing physical locations and having everyone work from home. Via Ana Cristina Pratas
Ana Cristina Pratas's curator insight,
October 4, 2019 10:10 AM
Sometimes it’s maddening. Sitting in traffic, or enduring interminable Red Line delays, only to get to the office and do pretty much the same thing you could do at home — only with more people around. And better lunch options. At a time when technology seamlessly connects people around the globe, and work can be done from almost anywhere, companies are realizing that employees who sit at computers all day don’t necessarily need to be in the same place to get their jobs done. An estimated 100-odd companies with at least 10 employees, including a handful in the Boston area, have ditched their physical offices or never opened any to begin with, according to FlexJobs, a job-search site whose workforce is fully remote. And workplace analysts expect the trend to grow, especially as executives realize they can stop shelling out big bucks for office space and start attracting employees with no geographic boundaries. With sky-high housing prices driving people out of expensive cities and everyone clamoring for more time with their families, many employees are thrilled to hunker down at home. Some companies even have virtual offices where employees’ avatars can attend meetings in video-game-like worlds. But putting the entire office in the cloud takes some getting used to. Zapier, a Web-services company with a San Francisco mailing address and 250 employees scattered around the globe, including several in Boston, faced skepticism when it started raising funds in 2012. Investors would say, “So this remote thing, that seems weird,” recalls chief executive Wade Foster. “Do you really think you can be successful that way?” Today, he said, it’s a “total 180.” “Some of those same people are, like, ‘This is the future . . . can I invest?’” Less than 5 percent of the US labor force works remotely full time, according to census data, But nearly 50 percent of all workers do so occasionally, up from just 9 percent in 2007. In Massachusetts, the concept could become even more popular if Governor Charlie Baker’s proposed telework tax credit goes through.
Some companies are dipping a toe in the all-remote waters, trying it out one department at a time. But cutting all ties to a particular location, especially an expensive one, is a game changer, executives say. “When your workers can’t afford to live in the city you’re headquartered in, that really makes it hard when you’re trying to grow a company,” Foster said. For employers, going virtual can save an estimated $22,000 per employee per year in an average US city, according to the consultancy Global Workplace Analytics, based on real estate and transit subsidy savings, increased productivity, and reduced turnover and absenteeism. Hiring time also decreases when people can work from anywhere, and job performance jumps. A recent Stanford study found that employees who worked from home four days a week were 13 percent more productive than their onsite counterparts. Of course, this arrangement can be a double-edged sword: When you work from home, you’re always at work. The cloud services provider Egenera recently moved its engineering team out of its Boxborough office and made its workforce 100 percent remote. “I take calls after dinner; I take calls after the kids are in bed,” said chief executive Scott Harris, who has worked from home for six years. “If you hire the right type of people . . . you’ll get as much work out of them, if not more.”
There was some resistance when Egenera announced the change, Harris said — mostly from managers. “There’s always that fear of: How do you keep track of your workers?” he said. Having no headquarters to report to also gives employees the flexibility to relocate without missing a beat. One employee for an all-remote Boston-area company is working from Seoul while her husband teaches there. When Kate Criniti, the Lexington-based chief legal officer for the all-remote health care technology company Redox, visits her mother in Connecticut, the only co-workers who notice are the ones she video-conferences with regularly. They might say: ‘That’s a different painting behind you’, ” she said. These frequent video calls can give remote workers a uniquely intimate window into one another’s lives. Doug Gaff, vice president of engineering for Zapier, works out of his Milton home, sometimes with his cat, Ginger, staring into the webcam beside him. “Somebody’s kid will pop their head in the window,” he said. “People kind of like it, actually.” Not everyone is cut out for remote work, however. It can be isolating. And there are no random moments of inspiration when you bump into someone at the printer. Robert Glazer, the Needham-based founder and chief executive of the marketing agency Acceleration Partners, is careful about hiring “raging extrovert” types who say they work better around other people. Most of his 160 employees are located within an hour of one of 10 hub cities to make it easier to gather employees together — though there are no offices. This means less gossip, but also little word-of-mouth communication. “It’s always forced us to be super intentional about everything we do,” said Glazer, including a weekly newsletter he writes to keep employees connected. This hyper-focus on communication can bring co-workers closer together than they ever were at traditional companies, said Becca Van Nederynen, head of people operations at Help Scout, a fully remote software company founded in Boston that pairs up employees for “intentional water cooler talk” via video calls. At Zapier, workers are encouraged to get involved in their community. Join a sports team. Volunteer. Whatever it takes to combat the isolation office-less workers can experience. The real estate firm eXp Realty, with more than 21,000 agents around the world, regularly brings its workers together in virtual reality. The company has its own campus in the cloud-based world VirBELA, a program created by Dartmouth native Alex Howland on top of a video game platform. The agents’ avatars get together there, while in real life the agents — including Tom Truong, a Southborough resident who runs a team of 300 — are miked together at their home computers. Some staffers spend their whole day there, working side by side. If they want to change things up, they can jump on a virtual power boat.
“It’s always forced us to be super intentional about everything we do,” said Glazer, including a weekly newsletter he writes to keep employees connected. This hyper-focus on communication can bring co-workers closer together than they ever were at traditional companies, said Becca Van Nederynen, head of people operations at Help Scout, a fully remote software company founded in Boston that pairs up employees for “intentional water cooler talk” via video calls. At Zapier, workers are encouraged to get involved in their community. Join a sports team. Volunteer. Whatever it takes to combat the isolation office-less workers can experience. The real estate firm eXp Realty, with more than 21,000 agents around the world, regularly brings its workers together in virtual reality. The company has its own campus in the cloud-based world VirBELA, a program created by Dartmouth native Alex Howland on top of a video game platform. The agents’ avatars get together there, while in real life the agents — including Tom Truong, a Southborough resident who runs a team of 300 — are miked together at their home computers. Some staffers spend their whole day there, working side by side. If they want to change things up, they can jump on a virtual power boat. People feel so present in the space that at a recent meeting someone complained that his avatar didn’t have a chair. Advertisement At a time when many companies have a mix of onsite and remote work, some far-flung employees note there is a “proximity bias” favoring co-workers in the office. Having no physical location can be a great equalizer. Criniti, the Lexington lawyer, previously worked from home for such a hybrid operation. “It’s almost like we worked for two different companies,” she said. Now, with all of her colleagues working remotely, she said: “It doesn’t matter where you are; you’re in the same circle.”
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Making work meaningful should be a priority for everyone who has the power to influence their workplace. While productivity is crucial to the success of every organization, emphasizing productivity alone takes a significant toll on workplace culture and employee motivation. Via Tom D'Amico (@TDOttawa)
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You have a work life. You have a home life. And you have, most likely, forgotten how to keep them separate. Via Tom D'Amico (@TDOttawa) , Juergen Wagner
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Continuous learning, cultural awareness, change expertise, adaptable and effective communication and the ability to learn from failure. These are just some of the capabilities that participants in KnowledgeWorks’ convenings on the future of work identified as being important for graduates. Finding resources to solve problems, time and project management, reflective leadership and a sense of responsibility to the broader community also promised to help all young people thrive no matter what future of work emerges. Via John Evans, Juergen Wagner
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There’s a lot of discussion about what makes a person successful. Some say it’s the people you know or your network. Others say it’s all about how you organize your day and your priorities. Others say it’s innate personality characteristics.
All of the things listed above are extremely important. And, we wanted to know what really creates true greatness in people—where their work is so good that they win awards for it. Via The Learning Factor
The Learning Factor's curator insight,
December 21, 2017 5:11 PM
Whether you’re trying to figure out how to find success for yourself, or searching for ways to help employees become the best versions of themselves, there are a billion places you can look for insight. However, research shows there are five things anyone can do. And, you can start today. |
