The Flipside Workspace user experience study is set to begin! Hence, I am providing full details about the procedure and reward for participating. For 40-45 minutes of participation time, which includes partaking in an interactive one-on-one meeting and successfully completing an online survey before the conclusion of the study on March 1, 2015 Pacific Standard Time, each participant is automatically eligible to receive a $25.00 Amazon.com e-gift certificate from Flipside Workspace as a token of appreciation.
Note that this study is limited to 10 participants so I will accept participants in the order in which participant agreement to consent form terms (a document emailed to each interested individual) is received. In other words, the first 10 people who choose to participate will be accepted. Others will be placed on a waiting list and, in the event that a participant does not complete the study, another interested participant will be notified and allowed to participate. Continue reading →
As a member of Better Collaboration, a virtually-based consulting firm, I can attest that a number of challenges must be surmounted in order to form an effective virtual team. Some of the most significant challenges are accurately described by Lisa Duncan, co-founder of an immersive, picturesque virtual work environment called Flipside Workspace (see here). Informed by direct experience, Lisa also offers excellent tips for addressing them. Hence, I refer you to her post.
Much has been written about the value of using virtual teams from a variety of perspectives: IT, HR, and management. While each contemplate virtual teams from different angles, the authors typically reach this conclusion: the fast-paced global economy, the advancements in technological solutions, and the general acceptance of telecommuting have each contributed businesses using virtual teams to gain a competitive advantage.
But despite all of the blogposts on “10 Steps to Build Virtual Teams”, or the numerous “Virtual Team Guidebooks”, the truth is: forming and maintaining virtual teams can be hard. Slacking-off on attention to critical details can spiral quickly towards wasting everyone’s time.
As a virtually-based company, we do know a thing or two about forming virtual teams for success; but a recent experience in forming a virtual group was a humbling lesson, and excellent reminder, of what is important when gathering individuals who are geographically dispersed.
My previous post, which called attention to research efforts directed towards education about workplace issues for people with ADD/ADHD, was not something I broadcasted at random. As it happens, I just discovered that someone I’ve been acquainted with for over a decade, and who has meant everything to me in the last several years, has ADD (Attention Deficit Disorder without the hyperactivity). It’s mystifying how long it can take to see beyond the unintended facade of normalcy and understand the world from his perspective. As caffeine isn’t a huge part of our lives, it took awhile for me to come to this realization but eventually, one day, his reaction to tea tipped me off. A few cups revved me up but sedated him, compelling him to nap for quite a few hours. Now I know why he’s not a big coffee drinker. Continue reading →
Are these percentages shocking? Perhaps not to those of us who’re very intimately acquainted with the typical work scene. Likewise, perhaps not to those of us who’ve been following the issue of work engagement for a long while and are familiar with what studies have been saying. However, it’s important for leaders and managers to familiarize themselves with the concept of engagement, its implications, and what may be the reality at their organization. Take a look at this infographic, see if this describes the scenario at your organization, and share! Continue reading →
…middle class survey respondents reported having six skills. The high-net-worth group, on the other hand, reported having only two skills. That’s because the most successful people are aware of their limitations and strengths, and focus on what they’re best at, Schiff said. In fact, 58 percent of middle class millionaires said they work to improve on skills they lack, but only 7 percent of high-net -worth individuals do the same. The wealthiest respondents? Not one of them said they worked on improving areas of weakness. Continue reading →
Why is Human Resources (HR) dominated by women? It’s been difficult to ignore how frequently this topic has been tackled in the past few years. After considering a number of articles (listed below), I’ve decided to add my voice to the discussion on internal drivers behind career decisions while considering the role of brain development. Indeed, when considering why there are vastly different proportions of men and women in various fields, more insight can be gained by looking beyond physical differences and paying attention to internal predispositions instead.