We’re looking forward to co-hosting tonight’s #BEaLEADER Twitterchat as @PrPinkPonies/@PrettyPinkPro and our networks from Meetup.com, Etsy, USC et al…
“How do you manage people who are better than you?”
There Is An I In Team: HBR Presentation w/ Mark De Rond and Angela Herrin
I listened to a recent web presentation provided by the Harvard Business Review titled, “There Is An I In Team”.
I’m fascinated by collaboration among team members as a result of having had a couple of long term boyfriends who played Division I sports (Hot!).
It made very little sense to me in college that men can experience anger and frustration with a teammate or rival, duke it out, then grab a beer and hang out as friends the following day.
They seemed to be able to separate their roles on their teams from who they are off the team. But, how?!?!?
These abilities — a) getting over setbacks and moving forward, and b) separating one’s role on and off his/her team — are paramount to one’s chances of success in large organizations (i.e. Professor Xavier’s school for the gifted, or if you prefer reality, large world class corporations).
The HBR presentation I mentioned is one of the better studies on how the best teams function, what makes teams effective, and how to manage teams to accomplish wins. De Rond takes his observations of university rowing teams and boat races to examine coordination between team members.
One insightful observation De Rond discovered in the results of team surveys is that high performers typically underestimate their own teammates**. And, as we all have experienced, this makes high performers or those who are highly intelligent dismissive of others.
If this is true, what can we do to exploit the value high performers can provide while mitigating the risks these high performers’ behavioral tendencies often cause?
Surprisingly, the answer isn’t found by forcing all team members to get along. It turns out that expressing emotional experiences and venting to teammates create winning performance***.
While most of us define team harmony as an absence of competitiveness between members, this is only half of the story. Competition (“lack of harmony”) cannot truly be forced out of individuals because it is innate. If suppressed, competition resurfaces in more destructive forms under the radar of team leaders and creates more dysfunction than if they were acknowledged, accepted and resolved in a psychologically safe and moderated space.
My favorite take away from this presentation is this:
Harmony cannot be forced in teams. Harmony is created naturally when teams experience wins and achieve great things through collaboration with one another.
Metropolis II (Installation by Chris Burden @LACMA).
I’m often cut off mid-sentence and asked, “But..what do you wanna do?”.
Fair enough question.
(SPOILER: There are no images in this post)
It isn’t as if I responsibly mapped out my professional trajectory like I was taught to do…Instead, I followed my heart (whatever that means) and learned important lessons along the way. But, that doesn’t help clarify things, does it?
How silly was I to add “passion” to the bulletpoints on my resume? The entire Dalek population would explode attempting to grasp this concept.
That said, using a wordcloud tool has failed to capture the essence of the value I can add to any organization – instinct, experience, heart, loyalty, intuition, perserverance, empathy, connection, et al…These terms are not trending on LinkedIn — Google alerts would’ve informed me, and I just checked.
So, since my unorthodox list of accomplishments are invisible to search engines (and, incomprehensible to Daleks), I decided to explicity define “success” for myself as a courtesy to my new friends and acquaintances.
Here is what my point B looks like:
*You’re having your A.M. coffee while reading about the biggest networking event of the year on a page in the WSJ.
(Blurb for one of many well-known international events)
The text reads:
Notable Speakers include:
Abby Joseph Cohen one of the most respected figures in investing circles and is the chief US investment strategist for Goldman Sachs Group, Inc.
Anna Wintour, Editor-in-Chief, Vogue
Carrie Fisher, Actress best known as Princess Leia
Sarah Blakely, CEO & Founder, Spanx
Genevieve Bos, Founding Publisher, Pink Magazine
Sheila Kahanek, former Accountant, Enron.
I hope that helped clarify some things for you.
Have a great weekend!!!
*end scene;P(SPOILER: To be continued…)
Bridget is a friend, mentor, inspiration, advisor, twitter follower, confidante, et cetera…
I learned a lot about self-acceptance from Bridget’s writing advice during my years as an undgrad (and afterwards).
As it turns out, writers view words as instruments by which individuals connect to others. I learned that writing can be formatted in any way as long as the message and the spirit of the message are successfully transported to another — carrying with it the essence of its source.
Writing is a vehicle.
And, unlike perfectly formatted bullets on a memo, the musings of a good writer isn’t only concerned with getting you to point B –– she wants to take you on a ride!!!
Congrats on your beautiful book, B. And, thanks for the ride.
Below is a link to the recent #HBRchat (Twitter discussion forum) with Harvard Business Review.
This popular weekly chat is moderated by @HBRexchange. One of the more engaging chats on Twitter.
If you have a moment to follow the transcript from yesterday’s chat to see how it works, we’ve provided a link below.
Yesterday’s chat was especially interesting in that everyone had varying perspectives on whether or not and how much rivalry affects productivity in professional teams. Good exchange by all.
Have a wonderful weekend!!!
HBR Twitter chats: #HBRchat
— HBR Exchange (@HBRexchange) April 27, 2012
What 3P had to say:@UneFrancofille @MikePWeiss re: competition should stay “on the field”. Separate professional from personal. #HBRChat
Rivalry is selfish; Your responsibility is to do what’s best for your entire team — not undermine it. #HBRChat
@svsashank : #Agreed. Leaders are obligated to create a culture of professionalism and integrity. #HBRChatHBR:Workplace rivalries can be so destructive, it’s not enough to simply ignore, sidestep, or attempt to contain them. Instead, effective leaders must turn rivals into collaborators—strengthening their positions, their networks, and their careers in the process. In fact, it’s important to think of these relationships not as chronic illnesses you have to endure but as wounds that must be treated in order for you to lead a healthy work life.
This week’s #HBRchat is based on the HBR article “Make Your Enemies Your Allies” by Brian Uzzi and Shannon Dunlap. http://hbr.org/2012/05/make-your-enemies-your-allies/ar/1
Q1. Have destructive workplace rivalries affected your career? How?
Q2. How can you redirect a rival’s negative feelings towards you?
Q3. Have you ever had success working with a one-time rival or seen others?
Here’s the link to HBR’s chat, Turn Your Enemies into Allies: http://storify.com/hbrexchange/hbrchat-topic-april-26-turn-your-enemies-into-all
We chatted tonight with Jeff Rickard (@RickardonSports) for tips and tools from the world of sports.
This is an ongoing discussion we encourage others to discuss. Here’s the link:
#3pcwin TweetChat at: http://tweetchat.com/room/3pcwin
Seize each opportunity!!
You were known as a focused player who wasn’t very personable. Did that hurt your career?
Well, it had a negative effect on how I was portrayed. But I had no one to explain the value of public relations to me. When I was in college, there was such an intense demand from the press that John Wooden said they couldn’t talk to me at all. So that was what I took for normal going into the NBA. Being at the top of my game and working as hard as I could for the people who employed me—that was my primary focus, and everything else was secondary. So I didn’t always respond to social situations in a pleasant way. When it came to talking to people, I was kind of reserved. But shyness is something you have to overcome. Later in my career, I started doing a lot better relating to fans and talking to the media. I think that’s continued to improve in my retirement.
Excellent interview with Kareem Abdul-Jabbar and Harvard Business Review. This interview highlights elements of success and transcends industries beyond sports. We continue to explore lessons from athletes on tonight’s #3PChat with @RickardonSports. Please follow and ask questions using “#3PCwin”. Thank you.
This interview discusses:
- Why PR matters in addition to your team’s results.
- What role managers play in development.
- Being multi-dimensional
- How to play with Magic.
- How being described as “difficult” hurts your game.
- Improvement in general.
- Being accessible.
- How to market and sell yourself.
- Et cetera…
We highly recommend this interview with Kareem as he reflects on his trajectory as he evolved from a great player to a winning player on and off court:
Can a high-ranking woman official expect respect from male counterparts and direct reports while carrying a baby and a D&G bag?
Spain says ‘yes’. This is not new news, but a great example that illustrates how to execute balance while serving as a high-ranking political official:
When Spanish Prime Minister José Luis Rodríguez Zapatero’s new cabinet members took their oath of office before King Juan Carlos on Monday, one of them, the recently-appointed Defense Minister, stood out from the rest. Literally. Carme Chacón, 37, is not only the first woman to head Spain’s armed forces. She is also seven months pregnant.
Article take from Time.com
By Kate Carraway
Caitlin Flanagan’s new book Girl Land posits that adolescent girls, negotiating the difficult transition from children to young women, are met with a culture that seeks to exploit and endanger them sexually. Flanagan (a contributor to The Atlantic and an often elegant writer who just as often applies a smug and wilful ignorance to established feminist arguments), writes that girls long “to be in two places at once: the safety of little girlhood, with the stuffed animals and the jump ropes and the simplicity of childhood, but also in the new place, in the arms of a lover whom she wants to ravish her, to deliver her to new shores.”
While Flanagan’s thesis might be a version of something true, and not only for 14-year-olds, her grossly prescriptive, subjective response has inspired a quick and brutal maelstrom of media ire.
View original post 637 more words
When I worked full time in corporate America, I was always polished and groomed at the office. I worked in an environment where presentation and details made a huge impact on the perception of one’s sense of professionalism.
That said, it was always so refreshing to become “un-pretty” during weekends.
What does it mean to be “un-pretty”? First, let’s take a look at what “pretty” means:
I define ‘pretty’ as being polite, pleasant and polished. “Pretty” is the very essence of being a lady — coiffed hair, a manicure, a poise presentation, warm, approachable and socially graceful. (Think of a house party’s hostess – friendly and sociable). Someone “pretty” offers you coffee and cookies when you visit their homes. The “pretty” girl tells you how great you look (to simplify the concept); she is concerned about whether or not you’re comfortable and considers what your preferences are.
When I use the term “un-pretty”, I’m not implying that I made an effort to look unattractive (although, a lot of times, this was the case). What I mean is, my style of presentation was less ladylike and lacked the polish and niceties one would expect from a pageant-trained woman.
How does one achieve a “pretty” look?
Feminine make up highlighting the shape of one’s eyes + full lips + groomed brows and hairstyle + polished ready-to-face-the-camera style + tailored and put-togehter – any piece of hair out of place
I love the “un-pretty” side of my closet as much as the polished and tailored pieces I own. It’s necessary, at times, to wear wrinkled shirts, athletic shoes, cotton tees and unruly hair. I say this because I think it’s an advantage to be comfortable even without having to project the socially-constructed version of “girl”. You can be attractive in various ways — wearing pearls and a tiara or sneakers and a baseball cap.
To me, an un-pretty style can convey the gritty sexiness of Marlon Brando’s Stanley Kowalski.
Un-pretty means dressing with style without having to make a lot of effort — in So Cal this laid-back style is one that many non- L.A. natives try very hard to emulate. It’s the confidence in one’s self without having to look like a doll who took two hours to apply make up.
It’s an image that actors and models (who spend their working days in full make-up) naturally have on their days off. A look that conveys the understanding that if they wanted to, they could very well shave their scruff and be as pretty as they come. The “unpretty” girl doesn’t necessarily say ‘please’ or ‘thank you’ in a bubbly voice. She may give you a smirk or a nod of acknowledgement if she’s pleased with you.
Simplified, the “unpretty” girl asks you for a smoke without taking into consideration whether or not you approve of her smoking. She is not as self-conscious as her socially-graceful “pretty” girl counterpart.
How does one achieve this un-pretty too-cool-to-care style?
“undone hair” + cotton tee + element of relaxed or athletic gear – bubbly persona – string of pearls – “matchy-matchy” accessories + grit + attitude…
Courtesy of MBA Online Program.com