As discussed in Keeping Team Members Engaged in a Distributed Workplace: Initial Thoughts for Discussion, it is hard to stay current with everything, let alone be fully active in all of the networks in which we are members. It is a challenge to accomplish work demands while fulfilling personal responsibilities, not to mention trying to have some type of leisure moments that foster rejuvenation and enable “re-creation.” There is too much happening in our networked lifestyles, where boundaries are hard to maintain or have vanished...
In a recent letter to the Saybrook University community, incoming president Nathan Long, EdD, affirms our “passionate dedication to mission” and states that “in a day and age in which higher education is faced with myriad challenges both internally and externally, Saybrook’s approach to progressive research and scholarly application is even more relevant that it was 42 years ago.” This unique approach, expressed in Saybrook’s mission, core principles and values, has often been described as stemming...
This year on November 9, the people of Berlin celebrated the 25th anniversary of the fall of the Berlin Wall. A business trip to explore partnerships with German universities took me to Berlin one month before that anniversary to see what has been, and continues to be, an amazing transformation. What I saw taking place there truly is a beacon of hope and a testimonial to the potential of people to co-create a desired future. I was in Berlin in 1980, a time when no one yet imagined the Wall coming down. I was 30 years old and...
The evolutionary theorist and psychologist, Clare W. Graves, puzzled by an inability to answer his students’ questions about which theory of human development was correct, dedicated his life to exploring the differences in personalities of mature adults as they relate to their human experience. From over a thousand essays from students ranging from 18-61 years in age during the period from 1952 to 1959, and from complementary library searches, Graves started to conceptualize his idea of an evolutionary cycle that...
Dysfunctional teams can produce results, but not consistently and not over the long term. An effective team that produces results consistently requires many attributes, but they all must begin with trust. More than anything else, trust enables people to work together effectively. Stephen M. R. Covey, author of The Speed of Trust, says this workplace trust is a function of both character and competence. Character includes integrity, motives, and your intent with other people. Competence is your capabilities, skills, results and track...
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