The New Leadership is Horizontal, Not Vertical Several decades ago, when “leadership” became a Big Thing, it was heavily personality-based. It posited Leadership as something done by Leaders, who had learned the art of how to Lead. As a consultant friend of mine, Renee Wingo, put it, “It’s a subject whose proponents can’t figure out whether it’s a noun, a verb, or a gerund.” Leaders were thought of as those who were followed by others. This dichotomy fed the idea that there are two kinds of people in this world – those who lead, and those who follow. Finally, this distinction between leaders and followers fed a natural assumption that those roles were vertically related within an organization. Warren Bennis was (and still is) the [leading] guru of leadership. Leadership development, in this personality-based view of the subject, was something that companies offered to elite groups – those with “high potential,” who had the inner capabilities to become leaders of others. Away from Personality-based Leadership
This video explains how those plastic bits in face washes, scrubs, and toothpastes can hurt ecosystems By now, most of us know that if we want our consciences to be as squeaky clean as our faces, we have to ditch our most beloved scrubbing products. While microbeads — the tiny plastic bits most commonly found in face washes, scrubs, and toothpastes — might do great things for your pores, they could also quietly wreak havoc on the environment by steadily streaming into the Great Lakes and oceans. Couldn’t care less about fish? Get this: Through the magic of the food chain, these little plastic beads actually carry the potential to come back around and screw with human health. We turned to Andrew Maynard, mastermind behind the Risk Bites YouTube channel and director of Arizona State University’s Risk Innovation Lab, to figure out just how hazardous an exfoliator could be.
21 raisons pour lesquelles vous n'avez pas obtenu l'emploi - sur les carrières You aced it. Or at least you thought you did a stellar job during the job interview, but now that a month has come and gone, you're not so sure. You thought you would get at least a phone call a few days or even a week later regarding next steps, but now? Not so much. Insert crickets. And now you have to face the music: You didn't get a shot at a final interview, let alone that coveted job offer. 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. 21. Essentially, there could be a plethora of reasons why you didn't get selected to move to the next round and get the job. Quickly replay the interview in your mind; tweak accordingly next time. Yes, it's deflating when you don't get a job you're yearning for, but every interview is an opportunity to learn and improve your approach. It's not you, it's them. Sure, you may be tempted to wonder what could have happened. Ever upward. And in the spirit of that mind set, you should also focus forward.
Note to Managers: Positivity Matters More evidence of Roundup's link to kidney, liver damage ShareThis Scientists report worrisome changes to liver and kidney genes in rats, adding to evidence that a popular herbicide may be toxic August 28, 2015 By Brian Bienkowski Environmental Health News Long-term exposure to tiny amounts of Roundup—thousands of times lower than what is permitted in U.S. drinking water—may lead to serious problems in the liver and kidneys, according to a new study. The study looked at the function of genes in these organs and bolsters a controversial 2012 study that found rats exposed to small amounts of the herbicide Roundup in their drinking water had liver and kidney damage. It is the first to examine the impacts of chronic, low exposure of Roundup on genes in livers and kidneys and suggests another potential health impact for people and animals from the widely used weed killer. “The severity we don’t know, but our data say there will be harm given enough time,” he said. It’s the latest health concern for the most widely used herbicide in the United States.
"Coach de vie" nouveau automatisé de MIT peut vous aider entretiens d'embauche ace (vidéo) In the spirit of Father’s Day, I’m guessing everyone has probably heard the phrase “it’s not what you say; it’s how you say it.” Well, MIT is actually applying that concept to a new automated program that rates your body language as you talk to someone. Shown in the video embedded below, MIT’s My Automated Conversation coacH (MACH for short) is software that takes the form of an automated person for you to interact with. The point of MACH is to help people realize when they do things like not make eye contact with someone or do things that might come off as overly nervous or just plain strange.
Einstein's Puzzle # Copyright (C) 2004 Lauri Karttunen # # This program is free software; you can redistribute it and/or modify # it under the terms of GNU General Public License as published by # the Free Software Foundation; either version 2 of the License, or # (at your option) any later version. # This program is distributed in the hope that it will be useful, # but WITHOUT ANY WARRANTY; without even the implied warranty of # MERCHANTABILITY or FITNESS FOR A PARTICULAR PURPOSE. See the # GNU General Public License for more details. Einstein's Puzzle Variations of this riddle appear on the net from time to time. It is sometimes attributed to Albert Einstein and it is claimed that 98% of the people are incapable of solving it. Let us assume that there are five houses of different colors next to each other on the same road. The Englishman lives in the red house. The question to be answered is: Who keeps fish? This is a simple constraint satisfaction problem. The result is a network with five paths.
Prétentions salariales : 5 conseils pour savoir ce que je vaux Prétentions salariales : 5 conseils pour savoir ce que je vaux © iStockphoto Quand on est à la recherche d'un emploi, il est parfois difficile de savoir combien l'on souhaite être rémunéré. Mais il est tout à fait possible d'anticiper la fatidique question des prétentions salariales posée lors de l'entretien, ou du moins de prévoir d'y répondre sans trop d'hésitation. Fréquemment abordée en entretien par le recruteur, la question du salaire que l'on souhaite percevoir pose souvent problème. Définir ses prétentions salariales s'avère en effet souvent être un casse-tête : certains ont tendance à voir trop grand tandis que d'autres ou au contraire tendent à minimiser leur valeur sur le marché. S'intéresser aux salaires qui se pratiquent sur le marché Avant de vous rendre en entretien, pensez à regarder ce qui se passe autour du métier qui est le vôtre sur les différents sites Internet dédiés. Se renseigner sur les rémunérations de ses connaissances S'analyser pour mieux visualiser ses atouts
News - Is it good for people to fail occasionally? 2 March 2014Last updated at 19:47 ET By Lucy Wallis BBC News In our highly competitive world, we prize success and hate it when things go wrong, but is there actually a value in failing? When Irish author Flann O'Brien submitted the manuscript for his second book, The Third Policeman, to a London publisher in 1940 it was rejected. But rather than admit this lack of success to his friends, he pretended the manuscript had accidentally blown out of the boot of his car on a trip to Donegal and had been lost forever. "This was a ruinous thing to say because he couldn't then turn around and say, 'Oh I've found it again,' so the manuscript sat very openly on his sideboard until his death," says Booker Prize-winning author Anne Enright. "The year after [O'Brien's] death, his wife got it published to a keen reception." If O'Brien had been more open about his failure to get the book printed, he might have seen his work published within his lifetime. Continue reading the main story “Start Quote
Communication : à chaque génération ses références La culture d’un individu provient essentiellement des rencontres qu’il a pu faire avant l’âge adulte. Cet article figure en préambule d'un travail universitaire (CELSA/Paris Sorbonne) dans lequel j'ai abordé certaines formes de relations entre les générations, les technologies de l’information et de la communication, et les dispositifs communicationnels. Le sujet en était "Comment les représentations que se font les entreprises des jeunes salariés et de leurs habiletés techniques transforment-elles les relations de travail et les formes du pouvoir et de l'autorité ? Je propose ici au lecteur, en forme de clin d’œil, un survol des univers traversés par mes « sujets » d’observation lors de la phase de construction de leurs repères culturels. Génération 61 Un individu né en France en 1961 aura connu la télévision couleur à l’âge de six ans, le choix entre trois chaînes dès l’âge de 11 ans. Son premier jeu électronique a de bonnes chances d’avoir été Pacman, quand il avait 19 ans.
21 Rules That Men Have. Number 7 Is So True. 10) You can either ask us to do something or tell us how you want it done. Not both. If you already know best how to do it, just do it yourself. 11) Whenever possible, please say whatever you have to during commercials. 12) Christopher Columbus did not need directions and neither do we… 13) All men see in only 16 colours. 14) If ask what is wrong and you say ‘Nothing’, we act like nothing’s wrong. 15) If you ask a question you don’t want an answer to, expect an answer you don’t want to hear... 16) When we have to go somewhere, absolutely anything you wear is fine... really. 17) Don’t ask us what we’re thinking about unless you are prepared to discuss such topics as football or motor sports. 18) You have enough clothes. 19) You have too many shoes. 20) I am in shape, round is a shape! 21) Thank you for reading this, yes I know, I’m sleeping on the couch tonight… but did you know men don’t really mind that? Enjoyed this list?
Dreyfus model of skill acquisition In the fields of education and operations research, the Dreyfus model of skill acquisition is a model of how students acquire skills through formal instruction and practicing. Brothers Stuart and Hubert Dreyfus proposed the model in 1980 in an influential, 18-page report on their research at the University of California, Berkeley, Operations Research Center for the United States Air Force Office of Scientific Research.[1] The original model proposes that a student passes through five distinct stages: novice, competence, proficiency, expertise, and mastery. The original five-stage model[edit] Michael Eraut summarized the five stages of increasing skill as follows:[2] Instead the original Dreyfus model is based on four binary qualities: Recollection (non-situational or situational)Recognition (decomposed or holistic)Decision (analytical or intuitive)Awareness (monitoring or absorbed) This leads to five roles: 1. Example uses of the model[edit] Criticism of the model[edit] See also[edit]