With the frequency that we hear the terms "diversity" and "inclusion" today, it's fair to say these concepts have made their way into mainstream conversation. No longer confined to the Human Resources department, workplace diversity and inclusion are becoming key topics when discussing an overarching business strategy.
Whether you're a business leader, student, or mid-level employee, you probably want to feel confident and be successful. Generally, leaders are already fairly confident and are trying to encourage their teams so they feel more self-assured. On the other hand, many individuals still grapple with a lack of self-confidence.
No matter who you are, understanding the connection between recognition and confidence will help you find success.
It’s an all-too-familiar scenario: a couple of disgruntled employees with a glass-half-empty outlook are constantly poisoning the well and spreading their unhappiness to the other workers. Team members find it difficult to trust one another, projects stagnate (or worse, implode), and productivity plummets.
Evan Spiegel, millennial and CEO of Snap Inc famously noted of his generation, “We do have a sense of entitlement, a sense of ownership, because after all, this is the world we were born into, and we are responsible for It.”
Radical Transparency has been the subject of a TED Talk, and even received a shoutout on an episode of the HBO show “Silicon Valley,” but can your company truly benefit from this controversial concept? It’s certainly not new, but the buzzy business term has gained widespread exposure from the book Principles by Ray Dalio. In Principles, Dalio shares how he transitioned his company, Bridgewater Associates, from boss-to-employee critiques to a more thoughtful exchange of differing ideas, even when it means disagreeing with a superior. Dalio was encouraged to make this transformation after a colleague told him that his feedback style was too blunt. [Photo: Nadine Shaabana}
What does it mean to have purpose? For one thing, it’s quite different from passion. Passion is about one’s personal interests, which can become one’s life work, but often manifests itself in hobbies. Purpose is about finding a cause bigger than the individual. It is the touchstone that reminds people why they do what they do and that what they do matters. At an organization, purpose is a lofty goal that typically takes a team to achieve. Roy Spence, one of the founders of Austin-based advertising giant GSD&M, defines purpose as losing yourself to something bigger.
As exciting as it can be to enter a new workplace, it is also an opportunity to evaluate who you want to be and how you want to portray yourself among your new team. The new working environment will take time to adapt to, especially when navigating team dynamics, and the company culture as a whole. As you begin to understand your new role, what will you bring to the table?
Preciate is a recognition app with serious ambition: it wants to change the world, one recognition at a time. Preciate believes that through meaningful ‘preciation’ and recognition of others’ achievements that stronger and more powerful relationships will be built.