Knowing what’s wrong is the first step to solving any problem, including feeling like you’ve let social media take over your life.
Luckily, that’s pretty easy nowadays with almost any electronic device you have - you can identify how much time you're spending on your phone and on different apps.

Wasting time on social media: Identify the problem

<ul><li>Use social media purposefully – it’s a great way to build connections with your community and drive engagement, after all. </li><li>When notifications are popping up all the time on your phone, it’s easy to forget that your social media accounts should be serving you, and not the other way around. </li><li>Have a specific time allotted within a day to check all your social media. </li></ul>

Turn off notifications

If you want to go one step further than just turning off your notifications, setting time limits for your apps will really help you stop wasting time on social media.

Set app time limits

Here are some things you can do to go on a social media detox:<ul><li>Announce your intent to go on a social media detox</li><li>Log out of your social media and have a trusted friend change the password</li><li>Uninstall social media apps on your phone</li><li>Install a website blocker on your laptop.</li></ul>

Do a digital detox

Mute unfollow and block are actually total cornerstones to protecting your sanity online and your time.You can these features on social media and in your life to protect yourself from negativity and direct your attention and energy toward what makes you feel happy.

Mute, block, and unfollow

Time management tips & strategies to stop wasting time.

problemsolving

Problem Solving

health

Health

productivity

Productivity

personaldevelopment

Personal Development

timemanagement

Time Management

How To Stop Wasting Time

Practical ways to stop wasting time on social media.

Determined to spend less time on social media? Me too! Here are some of favorite tips to stop wasting time on social media.

artsandculture

Society, Arts & Culture

How I Stopped Wasting Time on Social Media

How To Stop Wasting Time on Social Media

Doing a great job means taking ownership over your work no matter how many balls you're jugging. It means picking the right stuff to focus on and then ensuring you get it done. The one thing that matters is our work's impact on our company, customers, colleagues, and professional development. The way to stay on top is to hold ourselves accountable to our higher-order goals while also paying attention to the close-up work.

Take ownership over your work

An OSR is a simplified list of things you are working on or could be working on over a given period. An OSR helps to find a global view of personal priorities and the ongoing status of each. There are three vital features of a good OSR:<ul><li>Show outputs only. Outputs are defined as shippable units work that you can check off once completed.</li><li>Include workstream status. Use a full spectrum of options: scoping ➜ in-progress ➜ ready to go ➜ shipped ➜ deprioritised.</li><li>Order by priority and impact and success measurement criteria for each input.</li></ul>

Ongoing Stack Rank (OSR)

Write down only three things you would be very disappointed to go into the weekend without completing. Place it on a post-it and move it around or stick it to different places throughout the week to make it easier to see what needs to be done.

"It's Only The Weekend When" Post-It

It's a collection of the various things you're proud of (screenshots, emails, pings, feedback, etc.) This scrapbook can provide a great raw data set for the things that give you energy and make you tick. Maintaining this can teach you what really satisfies you. Some things you think you really like doing, but they never appear in this document. Conversely, you may add things you don't think you care about, but you really do.

"What I'm Proud Of" Scrapbook

The snag log covers the things that bogged you down or you severely disliked. For example "Still can't get this query to run" or "that was a waste of time". This document helps to express annoyance, frustration, or disappointment. More importantly, it helps to identify broader patterns in your attitude towards work. You can recognise problems early before they turn into bigger issues.

Snag Log

This document is a list of things you learned, usually in bullet form. It can be things such as technical details, observations about working styles (“Doris reads emails closely, even if she doesn’t respond”), personal details you want to remember about colleagues (“Deep has a 3-year-old son named Leo”) or personal insights (“Jordan says that I’m usually the most optimistic voice in the room”). Date them so you can understand the timing and context.

“Today, I Learned”

Using your OSR to guide you, look at all the things you shipped and jot down some notes about their impact. Focus on observable outcomes. (What users and colleagues said or did as a result, what/how metrics moved.) This will become important during performance reviews but will also help to understand what work actually generates impact.

Monthly Impact Tracking (in your OSR)

Me-sat is evaluating your own satisfaction. It is similar to a company satisfaction survey, but you just turn the question on yourself. Some valuable exercises: <ul><li>Satisfaction Litmus Test. Score yourself between 1-4 on four core drivers of satisfaction: enjoyed it, got stuff done, progressed goals, learning. Average them together to create an overall "Me Sat."</li><li>Contribute to Your “<a href="https://review.firstround.com/the-ics-guide-to-driving-career-conversations-25-tips-for-purposeful-career-planning#1-start-with-these-four-lists">Four Lists</a>”. Things I love doing, things I’m exceptional at, things I hate doing, stuff I’m bad at.</li><li>Stop, Start, Continue Retrospective: Ask what you want to start, stop, and continue doing.</li></ul>

Monthly Me-Sat

Imagine you are writing a press release about all the things you shipped and the impact they are having. Things you might include in your press release:<ul><li>Headline</li><li>One-line Summary: imagine how someone would describe this to a colleague</li><li>Top 3-5 things you shipped</li><li>Where your time went</li><li>Key insights/learnings</li><li>Progress on metrics</li><li>Qualitative impacts. The observable indicators that you’re driving impact</li><li>Overall mood/sentiment</li><li>What you’re really proud of</li><li>What you’re not so proud of</li><li>Stuff you’ve got your eye on. Anything the broader organization did that you wish you could have been a part of.</li><li>A look ahead</li></ul>

Quarterly Personal Press Release

The best and worst thing about working at dynamic companies is what the company needs from you is constantly changing, which means your job is always changing. To help get more clear on how things are changing, re-write your own job description every six months. <ul><li>Describe the overall description of the relationship between the role and the broader company and its goal.</li><li>List responsibilities</li><li>The skills required to do a great job.</li></ul>

 Job Description

After tackling startup challenges from Stripe Press to Figma Education, Brie Wolfson shares her personal collection of templates — the docs that she's used to stay focused on the work that matters and true to her own career goals.

leadershipandmanagement

Leadership & Management

Ditch Your To-Do List and Use These Docs To Make More Impact

Whenever feasible, you should be “at the table” for high-level strategic decisions and talks.Virtual communication differs significantly from in-person communication. You may prefer to work at the office even if you aren’t making game-changing choices. Real-time problem solving, decision making, evaluating real things, and strong emotional content are all best done in person.

The schedule you like at work

If you have power over such meetings, invite other team members to attempt to come in as well. You may change your choices over time. For example, have everyone meet in person to start the project, then have virtual meetings for regular updates, and then have everyone meet again in person to discuss deliverables.

Plan your workplace days around project meetings

Be aware and notice that certain of your coworkers — particularly when receiving or giving direct reports — will better understand what you say and remember knowledge when reports are given in person. <ul><li>Organize some in-office days to coincide with company employees and teams presence.</li><li>Keep in mind that unread or misinterpreted written or phone communication might cost you hours of aggravation and cut deeply into your productivity.</li><li>If you find that some of your coworkers prefer to receive information by virtual means, keep holding remote meetings and use your office time for other purposes.</li></ul>

Determine the best ways to engage (in person or virtually)

Just as coming to the gym makes it simpler to work out, going to the workplace makes it easier for specific individuals to work.If you work best in groups and lose motivation as the week goes on, request frequent Thursday and Friday office hours. Aim for Monday and Tuesday if the contrary is true, and you’ll get more done that way.Know when you’ll need positive peer pressure and design your hybrid schedule appropriately.

When you lack motivation

Before the transition occurred as a result of COVID where workers were sent home to work, employees had little or no choice over their work accommodations. However, now that businesses...

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Remote Work

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Career

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Corporate Culture

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Human Resources

Setting Up a Hybrid Work Schedule That Works for You

“The lesson is simple: human attention has become the sweet crude oil of the twenty-first century. If you can control the levers of human attention, then you can essentially charge whatever you’d like.”

The digital revolution is changing the way we live. We have more choices than ever before and can act on them quickly. Yet, there remain profound challenges. We may have more choices but choose the wrong thing. We have more data but miss the most relevant details. We act fast but often without thinking. However, using the tools and tactics of behavioural science can improve our online behaviour.

The dilemma of digital choices

Research by Psychologist Nelson Cowan shows that people can remember only four pieces of information at any given time. The rest is noise.  Whenever the amount of information we consume exceeds our ability to process it, we stop noticing it.

The mind has limited processing power

In 2013, the United States government launched a new website designed to help people choose health insurance. The website included price comparisons and features on all local insurance plans. Yet, most people made poor insurance choices on the Web site. The typical person chose a plan that was too expensive for their needs and income.  Another study found that giving consumers more health care options on sites decreased their ability to find the most suitable plan. As a result, 80% of people picked sub-optimally.

Too much digital information creates blind spots

Screens can be designed using behavioural solutions and practical tools. We can use digital nudges and tailor them for our new online environment. There are numerous differences in offline vs online thinking, which should be reflected in the designs of our screens. Since almost every business is now digital and nearly every consumer is making decisions online, it’s vital that we get these designs right.

Screens can be designed to make us smarter

In the past, we had to work hard to get any information. Now, a vast amount of information is just a click away. However, the knowledge is not always helpful. The abundance can become a burden.  In the sea of information overload, the winners are those who can keep the attention of customers. A good mobile app narrows down the choices to a few good ones and offers a good default selection. The app also helps people narrow down the information into reasonably sized chunks that match their mental and emotional capacity.

Handling the abundance of online information

We have access to a vast amount of online information, but our brains are not wired to process them effectively. The Smarter Screen advocates for better design that improves our ability to make good decisions.

A leading behavioral economist reveals the tools that will improve our decision making on screens Office workers spend the majority of their waking hours staring at screens. Unfortunately, few of us are aware of the visual biases and behavioral patterns that influence our thinking when we’re on our laptops, iPads, smartphones, or smartwatches. The sheer volume of information and choices available online, combined with the ease of tapping "buy," often make for poor decision making on screens. In The Smarter Screen, behavioral economist Shlomo Benartzi reveals a tool kit of interventions for the digital age. Using engaging reader exercises and provocative case studies, Benartzi shows how digital designs can influence our decision making on screens in all sorts of surprising ways. For example: • You’re more likely to add bacon to your pizza if you order online. • If you read this book on a screen, you’re less likely to remember its content. • You might buy an item just because it’s located in a screen hot spot, even if better options are available. • If you shop using a touch screen, you’ll probably overvalue the product you’re considering. • You’re more likely to remember a factoid like this one if it’s displayed in an ugly, difficult-to-read font. Drawing on the latest research on digital nudging, Benartzi reveals how we can create an online world that helps us think better, not worse.

Understand yourself and those around you.

psychology

Psychology

Discover the world of business and economics.

economics

Economics

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Books

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Product & Design

A leading behavioral economist reveals the tools that will improve our decision making on screens Office workers spend the majority of their waking hours staring at screens. Unfortunately, few of us are aware of the visual biases and behavioral patterns that influence our thinking when we’re on our laptops, iPads, smartphones, or smartwatches. The sheer volume of information and choices available online, combined with the ease of tapping "buy," often make for poor decision making on screens. In The Smarter Screen, behavioral economist Shlomo Benartzi reveals a tool kit of interventions for the digital age. Using engaging reader exercises and provocative case studies, Benartzi shows how digital designs can influence our decision making on screens in all sorts of surprising ways. For example:  • You’re more likely to add bacon to your pizza if you order online.  • If you read this book on a screen, you’re less likely to remember its content.  • You might buy an item just because it’s located in a screen hot spot, even if better options are available.  • If you shop using a touch screen, you’ll probably overvalue the product you’re considering.  • You’re more likely to remember a factoid like this one if it’s displayed in an ugly, difficult-to-read font.  Drawing on the latest research on digital nudging, Benartzi reveals how we can create an online world that helps us think better, not worse.

Shlomo Benartzi

The Smarter Screen

For a lot of people, the holidays can be their most stressful time of the year so one way to show your gratitude to your employees is by giving them extra PTO to help them breathe easier during this time of the year.

Give Employees a Bonus Day (or Week) Off

It's important to show your employees that you appreciate them, but don't do it by giving out a pen gift box. Just like how you give gifts to your loved ones, it must be unique to how you know the individual -- personal and genuine.However, it is important to keep in mind that there are those who like being in the spotlight and those who'd rather be appreciated in private.

Make Recognition Personal

Peer recognition helps perpetuate your company's culture of showing gratitude and demonstrating it makes everyone play an active role in recognition.

Get Your Colleagues Involved

Hosting holiday meals and gatherings can help make your employees feel a sense of community -- like they belong, and it fosters better engagement and productivity.

Bring People Together

We also have to think of the employees who don't feel safe during a gathering, so instead of forcing them to "be more social," we instead must get creative and think of ways on how we can show our gratitude to them whether they may be near or far.

Get Creative (to Keep Employees and Families Safe)

Thanksgiving is a great reminder of the importance of gratitude. This article helps us to promote a culture of gratitude towards our employees during the holidays and always! 

Thanksgiving is a great reminder of the importance of gratitude. Here’s how and why organizations can promote a culture of gratitude towards employees—during the holidays and always.

How to Show Gratitude to Your Employees During the Holiday Season: 5 Ways to Get Started

There are at least two reasons why people know about the tradition of welcome kits: &nbsp;<ul><li>Employees are proud of their new workplaces and post pictures of their desks on Instagram.&nbsp;</li><li>Hr departments collaborate with marketing specialists and post these pictures on company social media pages.</li></ul>

Welcome Kits

Welcome kits are collections of items that new hires will need on the job: a laptop, pens, Notebooks, etc. There are often other things in the kits, too, which make employees feel welcome and may have the company name or logo on them: clothes, Stickers, or something more unusual.&nbsp;

First Day On The Job At A Cool Company

Salesforce is the largest SaaS company in the world. Their main product is their eponymous CRM system. Salesforce was founded in 1999 and employs 35,000 people.Their welcome kit contains books, stickers, a gift certificate, a name tag, and, very importantly, a toy gun.

Welcome Kit: SalesForce

Nike is an American manufacturer of athletic clothes, shoes, and equipment. The company was founded in 1964, and it employs more than 73,000 people around the world. This is the North American marketing team’s welcome kit.The items are exactly what you’d expect from a marketing team. There’s a cup, a calendar, headphones, and a pin. It’s all presented in a memorable box.

Welcome Kit: Nike

IBM is one of the largest hardware and software companies in the world. It was founded in 1911 (108 years ago!). They employ more than 350,000 people in 170 countries. Here’s a sample welcome kit posted by an employee on social media. You can see that IBM loves coffee and thinking. They especially love writing down what they think up.

Welcome Kit: IBM

Sega is a company many of us remember from when we were kids. This Japanese video game company was founded in 1960 and employs more than 5,000 people.Their welcome kit includes a couple bags, some comics, organizers/notebooks, and a bit of nostalgia — a portrait of the legendary Sonic.

Welcome Kit: Sega

DigitalOcean is one of the most popular hosting providers in the world. The company was founded in 2011, and in 2017 it reached over one-million clients. They have over 500 employees.They attach balloons to the desks of new employees, and they give them packs of t-shirts, huge plush slippers, and metal water bottles.

Welcome Kit: DigitalOcean 

Boxed is an online store that made its appearance in 2013 by announcing that it wanted to bring an end to waiting in line at the store. The company delivers wholesale goods and products in boxes.So of course their new employee welcome kit is packaged in their signature box (a smaller version than the one that Boxed clients are familiar with). It’s basically a small office.

Welcome Kit: Boxed

Branch is a mobile marketing service that was founded in 2014. They employ more than 300 people.The company doesn’t care as much about “flat lay” — the clothes are just folded and placed on the table. But new hires do get a Moleskine notebook and one of the most important books about startups — From Zero to One, by Peter Thiel.

Coinbase is a service for cryptocurrency wallets and cryptocurrency exchange. They have about 500 employees. The company was founded in 2012 and successfully completed the<a href="https://medium.com/marketing-and-entrepreneurship/ten-weeks-with-y-combinators-startup-school-an-insider-s-view-5cc3d8e5b3f" target="_self"> Y Combinator</a> accelerator program.Here’s the layout of their welcome kit. An interesting thing thought of adding is an iPhone charger.

Welcome Kit: Coinbase

Ogilvy &amp; Mather is one of the most well-known marketing and PR agencies in the world. It was founded in 1948 and currently has 10,000 employees in 83 countries.Theirs is perhaps the most stylish kit on this list. It has lots of paper goods in it — from aesthetically pleasing cards to an office plan. There’s also a secret red book in the box, by David Ogilvy, the founder of the company. This book isn’t available in stores, and you can only get it if you work at the agency (although a former employee is selling it “third-party” on Amazon for<a href="https://www.amazon.com/Eternal-Pursuit-Unhappiness-Being-Very/dp/0615276032" target="_self"> $60</a>).

Welcome Kit: Ogilvy & Mather

Similarweb is an analytics service created in 2007 that makes it easy to analyze traffic on any site.More than 500 people work for this company. They offer a classic starting kit, complete with socks and chocolate:<img src="https://miro.medium.com/max/60/0*EXOYkXuCwnSpgql1.jpeg?q=20" alt="undefined" style="height: ;width: "/>

Welcome Kit: Similarweb

You have to get through a rigorous hiring process and become an employee if you want to find out, but one first-day tradition has been publicized: welcome kits for new hires. There are often other…

The first day of work at Nike, Salesforce, IBM, and SEGA

Many machine learning textbooks present students with a chart that shows a tradeoff between model interpretability and model accuracy. This is a heuristic, but many students come away thinking that this tradeoff is as strict as a law of physics.

Interpreting Machine Learning Models

A national effort was undertaken to build Algorithms to predict which pneumonia patients should be admitted to hospitals and which are treated as outpatients. Only by interpreting the model was a crucial problem discovered and avoided. Understanding why a model makes a prediction can literally be an issue of life and death. Many students come away thinking that this Tradeoff is as strict as a law of physics.&nbsp;

Prediction By Algorithms

<ul><li>Global Interpretability: How well can we understand the relationship between each feature and the predicted value at a global level — for our entire observation set. Can we understand both the magnitude and direction of the impact of each feature on the predicted value?</li><li>Local Interpretability: How well can we understand the relationship between each feature and the predicted value at a local level — for a specific observation.</li><li>Feature Selection: Does the model help us focus on only the features that matter? Can it zero out the features that are just “noise”?</li></ul>

Deprioritizing Interpretability

An ordinary least squares (OLS) model generates coefficients for each feature. These coefficients are signed, allowing us to describe both the magnitude and direction of each feature at the global level. For local interpretability, we need only multiply the coefficient vector by a specific feature vector to see the predicted value, and the contribution of each feature to that prediction.

Linear Regression

In the middle of the accuracy-interpretability spectrum are random forests. We’ve often seen them described as “black boxes,” which we think this is unfair — maybe “gray” but certainly not “black”!Random forests are collections of decision trees, like the one drawn below. The splits in each tree are chosen from random subsets of our features, so the trees all look slightly different. A single tree can be easily interpreted, assuming it is not grown too deep. But how we can interpret a random forest that contains hundreds or thousands of trees?

Random Forest

As the hottest topic in machine learning over the past decade, we’d be remiss if we didn’t mention neural networks. Hailed for outstanding accuracy in difficult domains like image recognition and language translation, they’ve also generated criticism for lacking interpretability.Nobody understands how these systems — neural networks modelled on the human brain — produce their results. Computer scientists “train” each one by feeding it data, and it gradually learns. But once a neural net is working well, it’s a black box.

Neural Networks

Algorithms are used to make everyday decisions, & it’s important to train them thoughtfully to ensure they do so for the right reasons. Knowing how to interpret the results is a critical skill.

Zenefits SELLS software that Automates health insurance, payroll, and other H.R. Functions for small businesses. Just a year after they were founded in 2013, they saw $1M in revenue, which reached $20M in late 2014. they projected $100M annual recurring revenue by late 2015 and that was the Catnip.&nbsp;

How Hyper-growth Almost Destroyed a Multi-billion Dollar SF-based Startup

The cult of Hypergrowth in Silicon Valley is not wrong either. It takes a different type of genius to build a startup that can balloon into 1600 employees in 3 years. Without a foundation, startups can fall apart quickly, especially with the Multigenerational workforce today. But not everyone is good at building culture, especially when the company has already grown to a substantial size. A lot of Millennials are going to leave their jobs next year,

Growing With A Strong Foundation

Leaders need to dig deep into Culture-Building and centre it around important values. Having no culture scares employees, and soon leaders lose control and autonomy. Unable to build a culture and have employees embrace it are businesses that lose out on engagement and growth.&nbsp;The repercussions are big for Culture-Less companies.

Hey there, happy new year! We thank you for joining us in our infant stages of H+B in 2019. In 2020, we look forward to…

<ul><li>Be genuine with it, and employees will recognize it. Focus on the wealth of opportunities than the small number of losses.</li><li>Don’t act like you care, actually start caring as if they are human beings.</li><li>Many employees would love to say fuck off to their employers when they become surveillance cameras.</li><li>If autonomy is King, then management is queen. You’re the leader but you’re not the hard carry, you’re the support.</li><li>Be a leader before you’re a manager.</li><li>Involve them in the business planning and have them feel personally connected to the organization's success.</li></ul>

Creating Culture

Millennials and Gen Y leaders need to stop complaining about how they are ‘unappreciative and ungrateful' about their rice bowls. If you’re into growth, the current generation of workers will get you going in no time. With the right culture and leadership, even the Craziest of growth Trajectories can be managed. If you’re a junior or Middle-Level manager, your job is to create a culture in your department.

The Right Culture

Unregulated hypergrowth can destroy a startup.&nbsp;Loads of articles out there proclaim that <a href="https://www.forbes.com/sites/theyec/2017/12/07/five-tips-for-managing-hyper-growth-that-every-startup-needs/#8b7e9393d20b" target="_self">hypergrowth can be a curse if mismanaged</a> but the advice given is usually the same: have a plan, have a strategy, don’t manage too closely, and trust your team.

Mismanaged Growth

Culture and Engagement = Hypergrowth Managed

Sex in the Office Stairwells

Every presentation or article about agile software development or about Microservices architecture can’t be considered scientific nor serious unless it somehow mentions Conway’s law:“Any organization that designs a system will produce a design whose structure is a copy of the organization’s communication structure”

Things to consider when optimizing your Org structure

Unless you go too far with the change there are no disadvantages. But what happens when you transform 100% of your engineering org from single function and component teams into feature teams. The disadvantages will show up around the most strategic areas of your product. And you will only feel the pain in the long term, say 12–18 months into the change.

Pros & Cons

A company Org structure creates communication channels that are reflected in the system design, which results in a situation that the system design is clearly not aligned with the problem domain and with the needs of the business. In other words, you have an org structure that instead of helping you achieve your goals is just adding massive accidental complexity to every project, and is surely counterproductive in terms of building new products and features.

Accidental Complexity

Not all problems are born equal, hence not all solutions should look alike. Feature teams are probably the right structure for 90% of your org. But there are product areas and problem domains where it’s worth considering other structures.It can be an area in your product where the risk of faults is super high. It can be an area in your platform that requires a different development life cycle. It can be a core product capability that recently came out of a research project and is still evolving to its desired shape.

Conclusion

<ul><li><a href="https://www.microfocus.com/en-us/products/configuration-management-system-database/overview" target="_self">UCMDB</a> is a product that provides Ops people a near real-time picture of the topology of the infrastructure and applications they are operating.</li><li><a href="https://www.perfecto.io/" target="_self">Perfecto</a> offers a cloud-based test lab for mobile and web applications.</li><li><a href="https://www.walkme.com/" target="_self">WalkMe’s</a> Digital Adoption Platform (<a href="https://www.walkme.com/digital-adoption-platform/" target="_self">DAP</a>) improves the interaction between people and applications.</li></ul>

Some Real-World Examples

You probably noticed that every presentation or article about agile software development or about micro services architecture can’t be considered scientific nor serious unless it somehow mentions…

Fighting Conway’s Law: The Reality of Feature Teams

<ol><li>Generative Learning Practices — which enable — new forms of social relations and organizing — which produces — supportive cultures and environments of and for adult development to unfold via work tasks and commitments.</li><li>Empowering Accountability Systems — which enable — people to design and redesign their roles — which produces — an optimal match between people’s developmental capability and their work accountabilities.</li><li>Participatory Management Processes — which enable — cooperation, co-creation, and novel decision making across different inter-organizational teams and environments.</li></ol>

Three Elements To Access Developing Capability

There is a lot of talk recently about the importance of psychological safety in relation to teams and innovation. But there is more to these cultural practices than meets the eye. Innovation, psychological safety, and empathy are not actions or things you can simply ‘ do’. They are both ‘ inputs’and ‘ outputs’of complex, dynamic human systems. If you swap out empathy for sympathy (which doesn’t require vulnerability), you cut off your ability to foster psychological safety,

Psychological Safety

What we know from a hundred years of developmental research is that humans develop in a reflective constructive loop with their environment. This development occurs well beyond the end of the structural-physiological growth of our brains (i.e. biologically driven development). Yet, despite our constant embeddedness within work challenges, we don’t use them as developmental opportunities in adulthood. In many ways, “adulthood” is actually full of opportunities to avoid development.

No Real Development As Adults

There is a lot of talk recently about the importance of psychological safety in relation to teams and innovation. This talk is largely stemming, it seems, from this NYTimes article covering new…

How I Stopped Wasting Time on Social Media

Ditch Your To-Do List and Use These Docs To Make More Impact

Setting Up a Hybrid Work Schedule That Works for You

The Smarter Screen

How to Show Gratitude to Your Employees During the Holiday Season: 5 Ways to Get Started

George Hampton