Today’s Tuesday Reading, “Don’t Get Gun Shy”, is an essay by Lizz Duke, Senior Systems Analyst and member of the ServiceLink Team at NYU. The essay first appeared as a program reflection in November 2016.
I grew up in a home where apologizing for my wrong actions, for example, taking and hiding my brother’s toys, was required. All that it took to trigger the apology was a stern look from my Mother. As I got older and didn’t have the prompt from my Mother, I want to believe that I either recognized my hurtful behaviors or responded to prompts from the people around me and apologized to the wronged party. However, I know that I must have missed many opportunities when I should have apologized for wrongs both small and large and did not, either because I didn’t know how I’d been offensive, b
Last year, shortly after Marshall Goldsmith’s book Triggers: Creating Behavior That Lasts, Becoming the Person You Want to Be was published, I focused – in the August 11, 2015 Tuesday Reading, Triggers – on a practice he discussed there that has brought significant discipline into his life. (Goldsmith is one of the best-known executive coaches in the U.S., if not, perhaps, the world.)
Do you have one?
We’ve all encountered them. The one, or two, or more bad apples on our teams who have little or nothing positive to say about anything, regularly upset and disrupt others, and make work miserable for everyone.
Do You Have One?
Career limiting habits (CLHs) are habits, repeated behaviors that keep us from greater success or enjoyment in our careers. And, really, in all aspects of our life. Research has shown that most of us are aware of our career limiting habits but have not made much progress in addressing them. Why? Partly because it is really hard, partly because we don’t understand the cause, and partly because the cure we select doesn’t address the real cause.
I suspect that you, like me, must answer “yes.” From a neuroscience perspective, our brains are constantly, subconsciously scanning the world around us seeking to identify and examine “events” of note – for example, the school bus that went down my street this morning at
Earlier this summer we introduced the idea (in a series of Tuesday Readings, as referenced below) that if we understand how our brain works, we can better understand why we react the way we do. I wrote, then, that the individual’s brain, in the days of our early ancestors, had one key goal – survival, avoiding threats and seeking food (rewards). And, avoiding threats had a much higher priority with five times more neural networks devoted to threat detection than to identifying rewards.
Earlier this summer, on June 14, MOR Associates hosted a virtual conference focused on the theme Reimagining IT as University Needs and Technology Evolves. There we heard from five university CIOs about the changes underway at their universities. [Their remarks can be found here.] Two weeks ago, in the Tuesday Reading Revolutionary Relationships, I asked, as we did at the conference, “whether th
The attached is part of a series of case studies supporting our clients as they recognize leading change is a campaign and engaging others in that process is critical as they move ideas forward in their environment.
Enjoy! And thanks to Jim Willson from MSU for partnering with us on this write up.