ConceptsNest

  A Story: The Work Ethic of Albert Einstein Einstein's most famous contribution to science, the general theory of relativity, was published in 1915. He won the Nobel Prize in 1921. Yet, rather than assume he was a finished product, Einstein continued to work and contribute to the field for 40 more years. Up until the moment of his death, Albert Einstein continued to squeeze every ounce of greatness out of himself. He never rested on his laurels. He continued to work even through severe physical pain and in the face of death. Einstein died of internal bleeding caused by the rupture of an abdominal aortic aneurysm. One physician familiar with Einstein’s case wrote, “For a number of years he had suffered from attacks of upper abdominal pain, which usually lasted for 2-3 days and were often accompanied by vomiting. These attacks usually occurred about every 3 or 4 months.” Einstein continued to work despite the pain. He published papers well into the 1950s. Even on the day of h...

  ***Continued from Chapter 01 (Covered previously: What does it Entail, What is the difference, the start point, Managing Managers – A/ B/ C/ D/ E/ F/) Link to Chapter 01 G)      Use An Apprenticeship Model The best training for someone learning to become a manager is individualized attention from their boss. This should not just occur in meetings though. We should do real work together , looking for opportunities to explain what we are doing and how we are doing it. This will allow us to not only teach them but also to observe them in action . We are not going to sit in on all of their one-on-ones (micromanaging..!!) but we should make time to do things like participate in their team meetings, watch them give feedback, or conduct job interviews.  Whenever we are observing them, give immediate feedback as long as it is not in front of others in a way that undermines them.  Find ways to see our managers in the act of managing (and then sh...

  What is the biggest difference between managing managers versus managing individual contributors ? Clearly, it is a question top of mind for many of us, all over the world, who find ourselves promoted or hired into a role where we are not just a manager — but a manager of managers. Is this brand of leadership any different? What should a new manager of managers consider in their role? Do we need to provide Training/ Coaching? And how do we serve as a good role model? What Does It Entail When we are managing managers, our responsibilities are two-fold: we need to make sure they are producing good work (as with any employee) and that they are effectively supporting their teams . We might know how to do the former, but how do we do the latter? In some ways, managing managers is similar to managing anyone else — we need to align their goals with ours, provide feedback, and help them advance their careers , says Sydney Finkelstein, professor at Dartmouth’s Tuck School of...

  Discover what compassion training is, how it rewires the brain, and explore proven techniques to boost empathy, emotional resilience, and mental well-being daily. What is Compassion Training? Compassion is an ever-growing area of interest within psychology and psychotherapy. Definitions of compassion within psychology are varied and divergent, with some researchers considering it to be an emotion, a biologically based characteristic, or a multidimensional construct. There is, however, a broad agreement that compassion is comprised of a combination of affective, cognitive, and motivational components. A simple statement is that compassion  is a concern for the wellbeing of others . A panel of researchers in 2012 defined compassion as a complex multidimensional construct comprised of four components: Differentiating Compassion From Related Emotions Compassion is often misunderstood and easily confused with other related but distinct constructs. While it is important t...