A New Book about Climate Change

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As we ponder how to deal with the climate crisis, one of the most important realizations is that we are not alone. The challenges are huge, and it will require all of us to deal with them together.

The good news is that many people are thinking of creative ways to move toward sustainability. In a new book, Facing the Climate Crisis Together: Voices for Advocacy and Action, we hear from 33 climate champions and their work for a sustainable planet.

We need to realize that every step toward healing the planet matters. Some actions have great impact, some reach large audiences, and some are valiant attempts that may not seem like much but enable us to carry on with integrity. We need to keep at it daily, doing our part. We are all struggling with the climate monster that has been created. The great news is that we can face it together, in small but strong communities of advocates and activists around the world.

This book includes voices of people like you and me—what inspired us, what we feel passionate about as we face the climate future.

The stories give hope and renewed energy for climate action. We plant seeds of change, not knowing the outcome but hoping that what grows will improve the world. We put the seeds in the ground at a favorable place, water them, maybe solicit help for their care, and pray for a harvest we can share with others. The Earth is powerful, always renewing, always active to sustain life. We can be that way too.

The voices in this book encourage us never to give up. As we listen to others who are active in their communities, we see glimmers of hope. As climate activists, we are engaged in the most important efforts of our time. We rally with others as we pursue our vision for a better world.Continue reading→

Ranking Employees By Performance – A Seriously Flawed Common Practice

Another noggin’ floggin’ by Kimberly M. Wiefling, M.S.

One of the most distasteful duties I’ve performed as a project leader was to rank the people on my team, from best to worst performing, during an annual appraisal process. This is akin to ranking the usefulness of different kinds of music – it’s highly dependent on the music’s intended purpose, and subject to the taste of the person judging the music.

This so-called “forced stack ranking” is something I resisted at first, but regrettably I caved in and did what was asked of me. Afterwards I went home and took a shower to wash the stench of the whole experience off me. This was many years ago, before I developed the courage to overturn such unproductive practices, as I did later in my career when I championed abolishing performance appraisals at one company. (Don’t worry, it wasn’t a free-for-all. We replaced evaluations with respectful two-way dialogues every quarter between managers and employees to mutually assess results and align future actions with company goals.) 

Simplistically, forced ranking works like this: 

  1. Make a list of people in a team, department or organization.
  2. Place the names in order of perceived performance, from highest to lowest.
  3. Turn this ranking into some kind of “grade”, which is shared with the employee:
  • Reward the top performers by using this ranking as a basis of distributing raises or bonuses.
  • Punish, humiliate, sanction, or fire the bottom 5 – 10%, presumably to make room for more top performers.

I’m sure you can already begin to imagine some of the hazards of this system and the negative impact on individual and team performance. Please don’t misunderstand me. It’s not that I think that objective performance evaluation is impossible, or that performance management is evil. As a scientist I understand that the relative contributions of individual employees can be measured objectively, but it’s often very difficult, time-consuming and expensive to do so accurately. As a professional familiar with neuroscience and the psychology of human behavior, I’ve learned that our ability to judge the performance of other people is flawed – tainted by perceptual biases beyond our control, and often beyond our awareness. But it’s my role as a leader that causes me the greatest concern regarding this widespread practice. As a leader my job is to optimize the results of a team, not merely select top-performing individuals. If you stack ranked the best musicians in the world and had them play together you wouldn’t get the best band. If you stack ranked the best politicians in the world and built a team of them you would not get the best government. And stack ranking the best individual performers won’t give you the best team.Continue reading→

The Critical Difference Between Stock & Forex Trading Industry

Guest post in our financial series. Enjoy! – Kimberly

Investing in stocks and forex is a popular way to make money, but many need to be aware of their differences. While both markets offer potential rewards for savvy investors, understanding the key differences between stock and forex trading can help ensure you choose the one most suited to your goals and risk tolerance.

In this article, we’ll cover what these two industries involved, compare them side by side, review some of their pros and cons, discuss how they work together as part of an investment strategy – if at all – and much more. But first off: are you interested in better understanding which form of investing best suits your criteria? Read on and find out.

Overview of Stock and Forex Trading

Stock and forex trading are two of the most competitive financial markets in the world. Both markets require a deep understanding of every detail, from global economic trends and current events to interest rates and corporate earnings. Stock trading is focused on buying and selling shares of publicly traded companies. Market and industry trends and individual company news influence it.Continue reading→

Scrappy Design Thinking – Simple Rules, Practical Tools

In another article I rambled on about how design thinking’s powerful combination of tools and techniques produces outcomes beyond the predictable. Here I’ll share an approach that integrates key elements of design thinking with a Scrappy Project Management© style. Using this approach will generate new possibilities that you’d never discover using traditional problem-centric approaches. 

Scrappy Design Thinking Overview. Both design thinking and Scrappy Project Management© share an obsession with “the customer”. And both start by “thinking from the future” rather than getting stuck in the current situation, hampered by self-limiting beliefs about what’s possible. Rather than using the classic design thinking model of Empathize – Define – Ideate – Prototype – Test, let’s use a cycle that’s a bit easier to remember: Why? – Who? – What? – How?

  • Rather than instinctively jumping to HOW to solve a “problem”, start with WHY – Why is this project important? Why work on this? 
  • Next explore WHO – who cares, who’s impacted, who’s involved, and who’s judging the success of your project? 
  • Then move on to WHAT – what outcomes would go beyond “solving a problem” to surprise and delight your stakeholders? 
  • Then, and only then, design and prototype HOW to achieve these outcomes and delight these stakeholders. 
  • Go through the entire cycle again, expanding, revising, and refining your prototypes repeatedly, until you collapse in an exhausted heap, worn out, but with a self-satisfied smile on your barrier-shattering face. Hmmm . . . perhaps I overpromise. Let’s see what happens.

Continue reading→

How To Be A Compassionate Hybrid Leader

Although it’s not a particularly new concept, hybrid work setups have become a growing trend in industries across the world. In fact, because most offices have resumed normal operations, up to 74% of companies have said they’re either already using or planning to adopt hybrid setups. This comes as no real surprise considering that studies prove that organized hybrid work is beneficial to output and creativity. These comprehensive studies were based on a diverse range of industries and business scales, which further underscores how hybrid work is the happy medium for both companies and workers.

That said, hybrid work is not without its challenges. For most office leaders, one of the top concerns they have with this model is the lack of access between themselves and their teams. This has led some bosses to worry that their team culture may suffer or their employees will feel isolated. Conversely, 77% of surveyed company leaders have found that compassion can benefit both people and profits. Therefore, while hybrid does reduce face-to-face interactions, leaders can (and should) still exercise compassion through this particular medium. And here’s how:

Image ref: Pexels

Show your employees you appreciate them

While you shouldn’t just toss out empty praises for the sake of it, you shouldn’t hold back on showing your employees appreciation either. This shows employees that you value them and recognize the adversity they’ve overcome so that it empowers your hybrid team no matter how challenging the transition may be. That said, to underscore the sincerity of your appreciation back up your words with actions. This is especially impactful for teams that work mostly remotely as it shows that you appreciate everyone fairly.

To show employees appreciation virtually, say “thank you” through meaningful gestures. This can include sending decorations for home offices, planning a virtual hangout to unwind, or gifting food delivery cards. Through such well-thought-out executions, you show that your appreciation comes from a place of compassion which is inspiring for many workers. In fact, surveys reveal that while 46% of employees left jobs because they felt under-appreciated, 79% said feeling appreciated gave them a boost professionally and personally.Continue reading→