Participating Team Quotes

I don't like ass kissers, flag wavers or team players. I like people who buck the system. Individualists. I often warn people: "Somewhere along the way, someone is going to tell you, 'There is no "I" in team.' What you should tell them is, 'Maybe not. But there is an "I" in independence, individuality and integrity.'" Avoid teams at all cost. Keep your circle small. Never join a group that has a name. If they say, "We're the So-and-Sos," take a walk. And if, somehow, you must join, if it's unavoidable, such as a union or a trade association, go ahead and join. But don't participate; it will be your death. And if they tell you you're not a team player, congratulate them on being observant.

I don’t volunteer. I don’t participate in organized religion. I don’t play team sports. Where do selfish, godless, lazy people go to make friends? That’s where I need to be.

However, as I grew older, there were certain things about the way I thought, reacted, behaved. I came to ruefully and bemusedly understand that once you're a Catholic, you're always a Catholic. So I stopped kidding myself. I don't often participate in my religion but I know somewhere... deep inside... I'm still on the team.

Efforts are meant to optimize, not to waste. The right time to optimize it is when others are open to giving their buy-ins to participate.

#TeamLightSkin vs. #TeamDarkSkin… REALLY, are you serious? To the black females that participate in this garbage, shame on you! Yes, I said it and I won’t take it back. After all that we’ve been through as a race regarding the light-skinned niggers versus the dark-skinned niggers, you’re actually keeping this garbage up? It’s time to wake up my Beautiful Black Queens! Educate yourself and know your history. This shouldn’t be something that we’re entertaining. WE are #TeamMelanin! Period. Enough of the foolishness! Respect yourself. Respect our race. We should be building one another up, not tearing each other down. Melanin is Exquisite Beauty in EVERY shade. Together, WE are strong, unstoppable, and powerful. Enough is enough! I encourage you to stop participating in things that keep us divided. Real Talk!

Other studies indicate that compared to Western parents, Chinese parents spend approximately ten times as long every day drilling academic activities with their children. By contrast, Western kids are more likely to participate in sports teams. This

Earth life is giant field day where we willingly choose the limitation of racing with both feet in a potato sack, or sometimes we join up with another and agree to the limitation of racing as a team where each person has one leg tied to the leg of the other....Agreeing to run a race with limitations or live a life with limitations doesn't mean you're slow, clumsy, or unenlightened. It just means you're showing up on field day, participating, and if you're really good, you try your best despite the obstacles.

Some say that eating chocolate is better than kissing, and scientists have dutifully tested this hypothesis by carrying out a set of experiments. In 2007, a team led by Dr. David Lewis recruited pairs of passionate lovers, whose brain activity and heart rate were monitored first while they kissed each other and then while they ate chocolate (separately). The researchers found that although kissing set the heart pounding, the effect did not last as long as when the participants ate chocolate. The study also showed that when the chocolate started melting, all regions of the brain received a boost far more intense and longer lasting than the brain activity measured while kissing.

Teamwork is not a game for the selfish. It is for those with the mindset that a win for one is a win for all.

Lean UX is a transparent process that not only reveals what designers do but encourages participation from everyone on the team.

when someone doesn’t feel valued or heard, their desire to participate in a job or relationship disappears.

They aren’t voters using active intelligence or participants in a civil democracy; they are fans. Their role is to cheer and fund their team and trash-talk whatever team is on the other side.

Teams always reflect their leaders. And never forget that good communication is never one-way. It should not be top-down or dictatorial. The best leaders listen, invite, and then encourage participation.

Cats were surly and not required to participate in anything, but managed to convince humans to provide everything they needed. It was the perfect existence for someone like me, who found everyone and everything as suspicious as cats did.

They suspected that children learned best through undirected free play—and that a child’s psyche was sensitive and fragile. During the 1980s and 1990s, American parents and teachers had been bombarded by claims that children’s self-esteem needed to be protected from competition (and reality) in order for them to succeed. Despite a lack of evidence, the self-esteem movement took hold in the United States in a way that it did not in most of the world. So, it was understandable that PTA parents focused their energies on the nonacademic side of their children’s school. They dutifully sold cupcakes at the bake sales and helped coach the soccer teams. They doled out praise and trophies at a rate unmatched in other countries. They were their kids’ boosters, their number-one fans. These were the parents that Kim’s principal in Oklahoma praised as highly involved. And PTA parents certainly contributed to the school’s culture, budget, and sense of community. However, there was not much evidence that PTA parents helped their children become critical thinkers. In most of the countries where parents took the PISA survey, parents who participated in a PTA had teenagers who performed worse in reading. Korean parenting, by contrast, were coaches. Coach parents cared deeply about their children, too. Yet they spent less time attending school events and more time training their children at home: reading to them, quizzing them on their multiplication tables while they were cooking dinner, and pushing them to try harder. They saw education as one of their jobs.

For an agile project, the ensemble includes core team members, customers, suppliers, executives, and other participants who interact with each other in various ways. It is these interactions, and the tacit and explicit information exchanges that occur within them, that project management practices need to facilitate.

There is a new wave of interest in exploring how to frame choices so that people make better decisions. Richard Thaler and Cass Sunstein, professors of economics and law, respectively, teamed up to write Nudge: Improving Decisions About Health, Wealth, and Happiness, which advocates using defaults to nudge us to make better choices.9 Even when we are choosing in our own interests, we often choose unwisely. When employees have the option of participating in a retirement-savings scheme, many do not, despite the financial advantages of doing so. If their employer instead automatically enrolls them, giving them the choice of opting out, participation jumps dramatically

I’ve noticed and interesting thing. When some star players are interviewed after a game, they say we, they are part of the team and they think of themselves that way. When others are interviewed, they say I and they refer to their teammates as something apart from themselves - as people who are privileged to participate in their greatness.

Each cooperative in Mondragon has its own workplace structure, though there are similarities and tendencies that most of them share. The firm called Irizar, which manufactures products for trans-portation, from luxury coaches to city buses, exemplifies these tendencies. To encourage innovation and the diffusion of knowledge, there are no bosses or departments in Irizar. Rather, it has a flat organizational structure based on work teams with a high degree of autonomy. (One study remarks that they “set their own targets, establish their own work schedules, [and] organize the work process as they see fit.”) The teams also work with each other, so that knowledge is transmitted efficiently. Participation occurs also in the general assembly, which meets three times a year rather than the single annual meeting common in other Mondragon firms. Its subsidiaries in other countries have at least two general assemblies a year, where they approve the company’s strategic plan, investments, etc. These participatory structures have enabled Irizar to surpass its competitors in profitability and market share.69

Under ordinary circumstances, we learn to speak before we learn to read, and anyone who has tried to learn a foreign language knows that the gold standard of fluency isn’t your reading comprehension but your ability to ask a native speaker of that language which team they favor in the World Cup and to fully understand and participate in the argument that will inevitably ensue.

That was not all. When the Jamaican government wanted to buy the country’s oil refinery from an Exxon subsidiary, Marc Rich + Co lent it the money. The trading company even helped to fund Jamaica’s team at the 1984 Olympics in Los Angeles, and paid for it to send a bobsled team to participate in the 1988 Winter Olympics – whose unlikely journey to the Games was chronicled in the Disney film Cool Runnings.15

your team. From among those recruited, select exceptional people and ensure their faster growth according to their mental potential, as defined by Maslow(4) (see Chapter 10) (a few exceptional people make a great difference in an organization) (see item 10.2). Participate in the various forms of your team's training, even assuming a teaching role in some cases. Establish and continuously improve a special training program for exceptional people.

the fact is, our relationships to these corporations are not unambiguous. some memebers of negativland genuinely liked pepsi products. mca grew up loving star wars and didn't mind having his work sent all over the united states to all the "cool, underground magazines" they were marketing to--why would he? sam gould had a spiritual moment in the shower listening to a cd created, according to sophie wong, so that he would talk about tylenol with his independent artist friends--and he did. many of my friends' daughters will be getting american girl dolls and books as gifts well into the foreseeable future. some skateboarders in washington, dc, were asked to create an ad campaign for the east coast summer tour, and they all love minor threat--why not use its famous album cover? how about shilling for converse? i would have been happy to ten years ago. so what's really changed? the answer is that two important things have changed: who is ultimately accountable for veiled corporate campaigns that occasionally strive to obsfucate their sponsorship and who is requesting our participation in such campaigns. behind converse and nike sb is nike, a company that uses shit-poor labor policies and predatory marketing that effectively glosses over their shit-poor labor policies, even to an audience that used to know better. behind team ouch! was an underground-savvy brainreservist on the payroll of big pharma; behind the recent wave of street art in hip urban areas near you was omd worldwide on behalf of sony; behind your cool hand-stenciled vader shirt was lucasfilm; and behind a recent cool crafting event was toyota. no matter how you participated in these events, whether as a contributor, cultural producer, viewer, or even critic, these are the companies that profited from your attention.

By simply not mentioning certain subjects, by lowering ... an iron curtain between the masses and such facts or arguments as the local political bosses regard as undesirable, Totalitarian Propagandists have influenced opinion much more effectively than they could have done by the most eloquent denunciations, the most compelling of logical rebuttals. But silence is not enough. If persecution, liquidation and other symptoms of social friction are to be avoided, the positive sides of propaganda must be made as effective as the negative. The most important Manhattan Projects of the future will be vast government-sponsored inquiries into what the politicians and the participating scientist will call 'the problem of happiness' - in other words, the problem of making people love their servitude ... The love of servitude cannot be established except as the result of a deep, personal revolution in human minds and bodies.

The question of the existence of God and the nature of God is inherent in the human mind and has been from the beginning of time. For this reason, one cannot hold a neutral belief about God. Whatever your definition of God may be, you are in relationship with that definition. Even if you claim you do not believe in a Creator, then that is your relationship — one of disbelief. All are participating in a process that involves some level of connection or disconnection to the Original Source.

I’ve seen many managers who shy away from leadership moments (e.g., any moment where the team/project needs someone to take decisive action) and retreat to tracking the efforts of others instead of facilitating or even participating in them. If all someone does is keep score and watch from the sidelines, he might be better suited for the accounting department. When someone in a leadership role consistently responds to pressure by getting out of the fray, he’s not leading — he’s hiding. Ineffective

What if there were no longer only two sides? Not just capital versus labor, but a third team, one that straddled elements of both? I think there’s a huge opportunity for a third kind of participant, a linchpin, and now there is an opportunity to change all the rules that we’ve lived with all our lives. There is a shortage of this third kind of worker, and that shortage means that the market needs you desperately. The con game is ending, at least for people passionate enough to do something about it.

Today the intellectual leaders of the Republican Party are the paranoids, kooks, know-nothings, and bigots who once could be heard only on late-night talk shows, the stations you listened to on long drives because it was hard to fall asleep while laughing. When any political movement loses all sense of self and has no unifying theory of government, it ceases to function as a collective rooted in thought and becomes more like fans of a sports team. Asking the Republican Party today to agree on a definition of conservatism is like asking New York Giants fans to have a consensus opinion on the Law of the Sea Treaty. It’s not just that no one knows anything about the subject; they don’t remotely care. All Republicans want to do is beat the team playing the Giants. They aren’t voters using active intelligence or participants in a civil democracy; they are fans. Their role is to cheer and fund their team and trash-talk whatever team is on the other side. This removes any of the seeming contradiction of having spent years supporting principles like free trade and personal responsibility to suddenly stop and support the opposite. Think of those principles like players on a team. You cheered for them when they were on your team, but then management fired them or traded them to another team, so of course you aren’t for them anymore. If your team suddenly decides to focus on running instead of passing, no fan cares—as long as the team wins. Stripped of any pretense of governing philosophy, a political party will default to being controlled by those who shout the loudest and are unhindered by any semblance of normalcy. It isn’t the quiet fans in the stands who get on television but the lunatics who paint their bodies with the team colors and go shirtless on frigid days. It’s the crazy person who lunges at the ref and jumps over seats to fight the other team’s fans who is cheered by his fellow fans as he is led away on the jumbotron. What is the forum in which the key issues of the day are discussed? Talk radio and the television shows sponsored by the team, like Fox & Friends, Tucker Carlson, and Sean Hannity.

Technology and its isolating effects Technology in the form of computers, cellphones, and the Internet have increased productivity, access to information, and the ability to communicate. Personally, we love computers — they've enabled us to write more and to research with greater ease than ever. Sometimes we spend days at a time holed up in our offices, banging away on the computer and not speaking to other living beings. Yet, because we don't want to lose real, face-to-face communication, we try to monitor our isolation to make sure we don't go overboard with cyber communication. Unfortunately, some people find themselves drawn into a digital, virtual world that becomes more exciting than their real lives. They spend day after day socializing on MySpace, Facebook, Twitter, and online gaming sites. They lose contact with the people around them, and they become fully absorbed in their virtual selves. Consider the following ways in which many people choose to relate to others: Joining a World of Warcraft team rather than the soccer team Participating in live Webcasts rather than meeting up

They told me they were headed for a planet the name of which I had not heard before, and they talked among themselves, gaily and happily, but in such a way that I did not seem to be left out. From their talk I gained the fact that some form of art was being presented at the festival on this planet. The art form was not alone of music or painting, but was composed of sound and color and emotion and form and other qualities for which there seem to be no words in the language of the Earth, and which I do not entirely recognize, only gaining the very faintest inkling of what they were talking of in this particular regard. I gained the impression of a three-dimensional symphony, although this is not entirely the right expression, which had been composed, not by a single being, but by a team of beings. They talked of the art form enthusiastically and I seemed to understand that it would last for not only several hours, but for days, and that it was an experience rather than a listening or seeing and that the spectators or audience did not merely sit and listen, but could, if they wished, and must, to get the most out of it, be participants.

People leave personality footprints everywhere, Fisher tells me, even in the sentences they write. She gives me common words used by each group. Explorers use words like excite, spirit, dream, fire, and search, while more community-minded Negotiators talk about links, bonds, love, team, and participate. Builders are more liable to discuss law, honor, limits, and honesty. And that Numerati-infested bucket of Directors? Their words focus largely on the physical world, where aim, measure, strong, hard, and slash have currency. Not surprisingly, they also talk a lot about "thinking.

I got up to get another glass of water when Zac asked from his spot still at the stove, breaking up the two pounds of ground beef he’d added to the vegetables. “Vanny, were you gonna want me to help you with your draft list again this year?” I groaned. “I forgot. My brother just messaged me about it. I can’t let him win again this year, Zac. I can’t put up with his crap.” He raised his hand in a dismissive gesture. “I got you. Don’t worry about it.” “Thank—what?” Aiden had his glass halfway to his mouth and was frowning. “You play fantasy football?” he asked, referring to the online role-playing game that millions of people participated in. Participants got to build imaginary teams during a mock draft, made up of players throughout the league. I’d been wrangled into playing against my brother and some of our mutual friends about three years ago and had joined in ever since. Back then, I had no idea what the hell a cornerback was, much less a bye week, but I’d learned a lot since then. I nodded slowly at him, feeling like I’d done something wrong. The big guy’s brow furrowed. “Who was on your team last year?” I named the players I could remember, wondering where this was going and not having a good feeling about it. “What was your defensive team?” There it went. I slipped my hands under the counter and averted my eyes to the man at the stove, cursing him silently. “So you see…” The noise Zac tried to muffle was the most obvious snicker in the world. Asshole. “Was I not on your team?” I gulped. “So you see—” “Dallas wasn’t your team?” he accused me, sounding… well, I didn’t know if it was hurt or outraged, but it was definitely something. “Ahh…” I slid a look at the traitor who was by that point trying to muffle his laugh. “Zac helped me with it.” It was the thump that said Zac’s knees hit the floor. “Look, it isn’t that I didn’t choose you specifically. I would choose you if I could, but Zac said Minnesota—” “Minne-sota.” Jesus, he’d broken the state in two. The big guy, honest to God, shook his head. His eyes went from me to Zac in… yep, that was outrage. Aiden held out his hand, wiggling those incredibly long fingers. “Let me see it.” “See what?” “Your roster from last year.” I sighed and pulled my phone out of the fanny pack I still had around my waist, unlocking the screen and opening the app. Handing it over, I watched his face as he looked through my roster and felt guilty as hell. I’d been planning on choosing Dallas just because Aiden was on the team, but I really had let Zac steer me elsewhere. Apparently, just because you had the best defensive end in the country on your team, didn’t mean everyone else held up their end of the bargain. Plus, he’d missed almost the entire season. He didn’t have to take it so personally.

collaboration between teams at IBM and IIT Madras offered a quantum computing course on NPTEL, a popular MOOC platform in India. Despite minimal advertising, this course attracted 10,000 registrants, exemplifying the keen interest in quantum computing among Indian learners. Additionally, IBM’s Qiskit summer schools consistently see high participation from India, indicating a sustained enthusiasm and growing expertise in the field within the country. The registrations have to be closed early in India because the priority access slots on quantum computers are limited. This trend reflects the flourishing quantum learners community India, driven by educational initiatives and widespread engagement from students and professionals.

By tracing the early history of USCYBERCOM it is possible to understand some of the reasons why the military has focused almost completely on network defense and cyber attack while being unaware of the need to address the vulnerabilities in systems that could be exploited in future conflicts against technologically capable adversaries. It is a problem mirrored in most organizations. The network security staff are separate from the endpoint security staff who manage desktops through patch and vulnerability management tools and ensure that software and anti-virus signatures are up to date. Meanwhile, the development teams that create new applications, web services, and digital business ventures, work completely on their own with little concern for security. The analogous behavior observed in the military is the creation of new weapons systems, ISR platforms, precision targeting, and C2 capabilities without ensuring that they are resistant to the types of attacks that USCYBERCOM and the NSA have been researching and deploying. USCYBERCOM had its genesis in NCW thinking. First the military worked to participate in the information revolution by joining their networks together. Then it recognized the need for protecting those networks, now deemed cyberspace. The concept that a strong defense requires a strong offense, carried over from missile defense and Cold War strategies, led to a focus on network attack and less emphasis on improving resiliency of computing platforms and weapons systems.

The solution to the problem of poor performance scores had been a new system of grading that would encourage students to stay in school as well as improve their self-esteem. Beyond these important, admirable goals, it also had a more immediate purpose: it would undoubtedly reduce the school’s notoriously high failure rate, which had become an embarrassment to the school and to the school board. Under the plan, equal weight was given to class participation (which to some teachers meant simply showing up, because how on earth were you supposed to quantify participation?), homework, weekly tests, and a final exam at the end of every six-week period. A student could flunk every weekly test as well as the final exam and still pass a course for that period.

I rolled my eyes at the newcomer. "Hello, Carter." I'd known the angel was lurking in the kitchen, just as Peter had felt me coming down the hall. "Where's your better half tonight? I just saw him. I thought he was coming too." Carter strolled in and gave me one of his mocking smiles, gray eyes alight with secrets and mirth. He wore his usual transient ware, ripped jeans and a faded T-shirt. ... "Am I my brother's keeper?" Classic Carter answer. I looked to Hugh, who was, in a manner of speaking, our boss's keeper. Or at least a sort of administrative assistant. "He had to take off for a meeting," said the imp, stacking twenties. "Some kind of team building thing in L.A." I tried to imagine Jerome participating in a ropes course. "What kind of team building do demons do exactly?

My studio team and I approached the creation of this series with enthusiasm, wit, sincerity and sometimes more than a dash of humour. Is the result just another foray into the clichés of Orientalism? I think not. For the most part the people photographed became co-conspirators in our elaborate game of recreating reality. They enjoyed chai with us and a morning samosa (we most always shoot in the early morning since it is the best time to utilize available light). Our models were indeed “posed and paid”, but they cooperated by suggesting so many things themselves… eagerly grasping the process we were undertaking and joining in the creation of what generally became more than just a photo shoot. Each session in the studio became an “event”…an episode of manufactured expression in which all participated and all remembered.

One athlete does not make a team. One singer does not make a band. One actor does not make an ensemble. One participant does not make a contest. One employee does not make a company. One stroke does not make a portrait. One word does not make an essay. One paragraph does not make a thesis. One note does not make a symphony. One instrument does not make an orchestra. One finger does not make a hand. One toe does not make a foot. One lip does not make a voice. One member does not make a body. One cell does not make a being. One memory does not make an experience. One habit does not make a character. One act does not make a destiny. One day does not make a year. One moment does not make a lifetime. One man does not make a family. One home does not make a neighborhood. One clan does not make nation. One tribe does not make a continent. One people does not make a world.

The Secret Team does not like criticism, investigation, or history and is always prone to see the world as divided into but two camps—“Them” and “Us.” Sometimes the distinction may be as little as one dot, as in “So. Viets” and “Soviets,” the So. Viets being our friends in Indochina, and the Soviets being the enemy of that period. To be a member, you don’t question, you don’t ask; it’s “Get on the Team” or else. One of its most powerful weapons in the most political and powerful capitals of the world is that of exclusion. To be denied the “need to know” status, like being a member of the Team, even though one may have all the necessary clearances, is to be totally blackballed and eliminated from further participation. Politically, if you are cut from the Team and from its insider’s knowledge, you are dead. In many ways and by many criteria the Secret Team is the inner sanctum of a new religious order.

Nearly a century ago, French engineer Max Ringelmann (reported by Kravitz & Martin, 1986) found that the collective effort of tug-of-war teams was but half the sum of the individual efforts. Contrary to the presumption that “in unity there is strength,” this suggested that group members may actually be less motivated when performing additive tasks. Maybe, though, poor performance stemmed from poor coordination—people pulling a rope in slightly different directions at slightly different times. A group of Massachusetts researchers led by Alan Ingham (1974) cleverly eliminated that problem by making individuals think others were pulling with them, when in fact they were pulling alone. Blindfolded participants were assigned the first position in the apparatus and told, “Pull as hard as you can.” They pulled 18 percent harder when they knew they were pulling alone than when they believed that behind them two to five people were also pulling.

Tom Demarco, a principal of the Atlantic Systems Guild team of consultants ... and his colleague Timothy Lister devised a study called the Coding War Games. The purpose of the games was to identify the characteristics of the best and worst computer programmers; more than six hundred developers from ninety-two different companies participated. Each designed, coded, and tested a program, working in his normal office space during business hours. Each participant was also assigned a partner from the same company. The partners worked separately, however, without any communication, a feature of the games that turned out to be critical. When the results came in, they revealed an enormous performance gap. The best outperformed the worst by a 10:1 ratio. The top programmers were also about 2.5 times better than the median. When DeMarco and Lister tried to figure out what accounted for this astonishing range, the factors that you'd think would matter — such as years of experience, salary, even the time spent completing the work — had little correlation to outcome. Programmers with 10 years' experience did no better than those with two years. The half who performed above the median earned less than 10 percent more than the half below — even though they were almost twice as good. The programmers who turned in "zero-defect" work took slightly less, not more, time to complete the exercise than those who made mistakes. It was a mystery with one intriguing clue: programmers from the same companies performed at more or less the same level, even though they hadn't worked together. That's because top performers overwhelmingly worked for companies that gave their workers the most privacy, personal space, control over their physical environments, and freedom from interruption. Sixty-two percent of the best performers said that their workspace was acceptably private, compared to only 19 percent of the worst performers; 76 percent of the worst performers but only 38 percent of the top performers said that people often interrupted them needlessly.

One time a student asked me, “Will you excuse me from class? I have to go on a tennis trip.” “You have to go, or you choose to go?” I asked. “I really have to,” he exclaimed. “What will happen if you don’t?” “Why, they’ll kick me off the team.” “How would you like that consequence?” “I wouldn’t.” “In other words, you choose to go because you want the consequence of staying on the team. What will happen if you miss my class?” “I don’t know.” “Think hard. What do you think would be the natural consequence of not coming to class?” “You wouldn’t kick me out, would you?” “That would be a social consequence. That would be artificial. If you don’t participate on the tennis team, you don’t play. That’s natural. But if you don’t come to class, what would be the natural consequence?” “I guess I’ll miss the learning.” “That’s right. So you have to weigh that consequence against the other consequence and make a choice. I know if it were me, I’d choose to go on the tennis trip. But never say you have to do anything.” “I choose to go on the tennis trip,” he meekly replied. “And miss my class?” I replied in mock disbelief.

The tone of those negotiations was very contentious,” says Becky Sauerbrunn, who served on the national team’s CBA committee and participated in most of the negotiation sessions. “They didn’t go anywhere. We would go into those meetings and say we want equal pay and they would say you’re not really generating the revenue to deserve equal pay to the men. And it just went around and around like that.” But then on March 7, Rich Nichols saw something that caught him by surprise. It was an article by Jonathan Tannenwald of the Philadelphia Inquirer that broke down financial numbers contained in U.S. Soccer’s General Annual Meeting report. The report itself was released quietly on U.S. Soccer’s website without fanfare—Tannenwald was the only journalist for a major newspaper who picked up on it. What the U.S. Soccer report showed—and what in turn the Philadelphia Inquirer explained—was that U.S. Soccer initially budgeted a $420,000 loss for 2016 but changed their numbers to expect a profit of almost $18 million, based largely on the gate receipts and merchandise sales of the women’s national team during the 2015 Women’s World Cup victory tour.

Where do you go to make friends when you’re an adult? No, honestly, I’m asking, where do you do this? There are no more late-night study sessions or university social events. And while meeting friends at work is the obvious answer, your options are very limited if you don’t click with your colleagues or if you’re self-employed. (Also, if you’re only friends with people at work, who do you complain about your colleagues too?) I don’t volunteer. I don’t participate in organised religion. I don’t play team sports. Where do selfish, godless, lazy people go to make friends? That’s where I need to be. Nearly all of my closest friends have been assigned to me: either via seating chats at school, university room-mates, or desk buddies at work. After taking stock, I realise that most of my friends were forced to sit one metre away from me for several hours at a time. I’ve never actively reached out to make a new friend who wasn’t within touching distance. With no helpful administrators, just how do we go about making friends as adults? Is it possible to cultivate that intense closeness without the heady combination of naivety, endless hours of free time on hand and lack of youthful inhibitions? Or is that lost for ever after we hit thirty?

The RNC was easy for Trump to corrupt to his will, because it had already been corrupted with voter suppression, Frank Luntz messaging, the Hastert Rule, the selling of Sarah Palin, telling different lies to different voters just to gain their support, Mitch McConnell's theft of the supreme court (assisted by those justices prevaricating at their senate hearings), to name just a few. And how about the New York Times, and all those journalists country-wide who cared more about appearing "fair and balanced" than exposing lies and corruption? We watched them not know how to handle the vilification of facts, but that, too, started before Trump (think Joe Walsh calling out "You lie!" during Obama's State of the Union, when Obama was stating facts. They reported the lack of decorum, but not the lack of veracity.) Now we watch the legal system--and its avenues for motions and appeals before, during, and after conviction--be abused and corrupted by Trump's legal team, with an assist from judges who don't even try too hard to hide their partiality. We need those who participated whose eyes have now cleared to be as forthcoming as Michael Cohen has been in exposing how and why the deeds were done, and owning their culpability. They need to come clean, to help us find ways to strengthen the frayed and fraying institutions that are barely holding together. It may be the only way through.

our explosive growth was slowing down our pace of innovation. We were spending more time coordinating and less time building. More features meant more software, written and supported by more software engineers, so both the code base and the technical staff grew continuously. Software engineers were once free to modify any section of the entire code base to independently develop, test, and immediately deploy any new features to the website. But as the number of software engineers grew, their work overlapped and intertwined until it was often difficult for teams to complete their work independently. Each overlap created one kind of dependency, which describes something one team needs but can’t supply for itself. If my team’s work requires effort from yours—whether it’s to build something new, participate, or review—you’re one of my dependencies. Conversely, if your team needs something from mine, I’m a dependency of yours. Managing dependencies requires coordination—two or more people sitting down to hash out a solution—and coordination takes time. As Amazon grew, we realized that despite our best efforts, we were spending too much time coordinating and not enough time building. That’s because, while the growth in employees was linear, the number of their possible lines of communication grew exponentially. Regardless of what form it takes—and we’ll get into the different forms in more detail shortly—every dependency creates drag. Amazon’s growing number of dependencies delayed results, increased frustration, and disempowered teams.

The climate for relationships within an innovation group is shaped by the climate outside it. Having a negative instead of a positive culture can cost a company real money. During Seagate Technology’s troubled period in the mid-to-late 1990s, the company, a large manufacturer of disk drives for personal computers, had seven different design centers working on innovation, yet it had the lowest R&D productivity in the industry because the centers competed rather than cooperated. Attempts to bring them together merely led people to advocate for their own groups rather than find common ground. Not only did Seagate’s engineers and managers lack positive norms for group interaction, but they had the opposite in place: People who yelled in executive meetings received “Dog’s Head” awards for the worst conduct. Lack of product and process innovation was reflected in loss of market share, disgruntled customers, and declining sales. Seagate, with its dwindling PC sales and fading customer base, was threatening to become a commodity producer in a changing technology environment. Under a new CEO and COO, Steve Luczo and Bill Watkins, who operated as partners, Seagate developed new norms for how people should treat one another, starting with the executive group. Their raised consciousness led to a systemic process for forming and running “core teams” (cross-functional innovation groups), and Seagate employees were trained in common methodologies for team building, both in conventional training programs and through participation in difficult outdoor activities in New Zealand and other remote locations. To lead core teams, Seagate promoted people who were known for strong relationship skills above others with greater technical skills. Unlike the antagonistic committees convened during the years of decline, the core teams created dramatic process and product innovations that brought the company back to market leadership. The new Seagate was able to create innovations embedded in a wide range of new electronic devices, such as iPods and cell phones.

The successful individual sales producer wins by being as selfish as possible with her time. The more often the salesperson stays away from team members and distractions, puts her phone on Do Not Disturb (DND), closes her door, or chooses to work for a few hours from the local Panera Bread café, the more productive she’ll likely be. In general, top producers in sales tend to exhibit a characteristic I’ve come to describe as being selfishly productive. The seller who best blocks out the rest of the world, who maintains obsessive control of her calendar, who masters focusing solely on her own highest-value revenue-producing activities, who isn’t known for being a “team player,” and who is not interested in playing good corporate citizen or helping everyone around her, is typically a highly effective seller who ends up on top of the sales rankings. Contrary to popular opinion, being selfish is not bad at all. In fact, for an individual contributor salesperson, it is a highly desirable trait and a survival skill, particularly in today’s crazed corporate environment where everyone is looking to put meetings on your calendar and take you away from your primary responsibilities! Now let’s switch gears and look at the sales manager’s role and responsibilities. How well would it work to have a sales manager who kept her office phone on DND and declined almost every incoming call to her mobile phone? Do we want a sales manager who closes her office door, is concerned only about herself, and is for the most part inaccessible? No, of course not. The successful sales manager doesn’t win on her own; she wins through her people by helping them succeed. Think about other key sales management responsibilities: Leading team meetings. Developing talent. Encouraging hearts. Removing obstacles. Coaching others. Challenging data, false assumptions, wrong attitudes, and complacency. Pushing for more. Putting the needs of your team members ahead of your own. Hmmm. Just reading that list again reminds me why it is often so difficult to transition from being a top producer in sales into a sales management role. Aside from the word sales, there is truly almost nothing similar about the positions. And that doesn’t even begin to touch on corporate responsibilities like participating on the executive committee, dealing with human resources compliance issues, expense management, recruiting, and all the other burdens placed on the sales manager. Again,

Several teams of German psychologists that have studied the RAT in recent years have come up with remarkable discoveries about cognitive ease. One of the teams raised two questions: Can people feel that a triad of words has a solution before they know what the solution is? How does mood influence performance in this task? To find out, they first made some of their subjects happy and others sad, by asking them to think for several minutes about happy or sad episodes in their lives. Then they presented these subjects with a series of triads, half of them linked (such as dive, light, rocket) and half unlinked (such as dream, ball, book), and instructed them to press one of two keys very quickly to indicate their guess about whether the triad was linked. The time allowed for this guess, 2 seconds, was much too short for the actual solution to come to anyone’s mind. The first surprise is that people’s guesses are much more accurate than they would be by chance. I find this astonishing. A sense of cognitive ease is apparently generated by a very faint signal from the associative machine, which “knows” that the three words are coherent (share an association) long before the association is retrieved. The role of cognitive ease in the judgment was confirmed experimentally by another German team: manipulations that increase cognitive ease (priming, a clear font, pre-exposing words) all increase the tendency to see the words as linked. Another remarkable discovery is the powerful effect of mood on this intuitive performance. The experimenters computed an “intuition index” to measure accuracy. They found that putting the participants in a good mood before the test by having them think happy thoughts more than doubled accuracy. An even more striking result is that unhappy subjects were completely incapable of performing the intuitive task accurately; their guesses were no better than random. Mood evidently affects the operation of System 1: when we are uncomfortable and unhappy, we lose touch with our intuition. These findings add to the growing evidence that good mood, intuition, creativity, gullibility, and increased reliance on System 1 form a cluster. At the other pole, sadness, vigilance, suspicion, an analytic approach, and increased effort also go together. A happy mood loosens the control of System 2 over performance: when in a good mood, people become more intuitive and more creative but also less vigilant and more prone to logical errors. Here again, as in the mere exposure effect, the connection makes biological sense. A good mood is a signal that things are generally going well, the environment is safe, and it is all right to let one’s guard down. A bad mood indicates that things are not going very well, there may be a threat, and vigilance is required. Cognitive ease is both a cause and a consequence of a pleasant feeling.

Taking the leap is just the first step. Then you must cross the desert. And make no mistake — that journey will be hell.” “Will it be worth it?” he asked. “You tell me,” the old man responded. “How worthy is your goal? And how big is your why?” “I can’t imagine anything better,” he affirmed. “Then yes, it will be worth it. You see, everyone who stands at the edge of this cliff sees something different on the other side. What you see on the other side is your particular goal, and that is unique to you. “But there’s a reason why you have not achieved that goal yet — you are not worthy of it. You have not become who you need to become to deserve it. “As you cross the desert to your promised land, you will endure tests and trials specific to you and your goal. If you persist, those test and trials will transform you into who you need to be to be worthy of your goal. “You can’t achieve your highest, noblest goals as the same person you are today. To get from where you are to where you want to be you have to change who you are. “And that is why no one can escape that journey — it is what transforms you into a person worthy of your goal. The bad news is that that journey is hell. The good news is that you get to pick your hell.” “Pick my hell?” he asked. “What do you mean?” “Because of your natural gifts and interests, your inborn passion and purpose, there are some hells that are more tolerable to you than others. “For example, some men can endure hard physical labor because their purpose lies in such fields as construction or mechanics, while other men could not even dream of enduring that hell. “I’ve met people who knew they were born to be writers. Their desert to cross, their hell to endure was writing every day for years without being paid or being recognized and appreciated. But in spite of their hell, they were happy because they were writing. Though they still had to earn their way to the valley of their ultimate goal, they were doing what they were born to do. “Ever read the book Getting Rich Your Own Way by Scrully Blotnick?” He shook his head. “That book reveals the results on a two-decade study performed by Mr. Blotnick and his team of researchers on 1,500 people representing a cross-section of middle-class America. Throughout the study, they lost almost a third of participants due to deaths, moves, or other factors. “Of the 1,057 that remained, 83 had become millionaires. They interviewed each millionaire to identify the common threads they shared. They found five specific commonalities, including that 1) they were persistent, 2), they were patient, and 3) they were willing to handle both the ‘nobler and the pettier’ aspects of their job. “In other words, they were able to endure their particular hell because they were in the right field, they had chosen the right career that coincided with their gifts, passions, and purpose. “Here is the inescapable reality: No matter what you pick as your greatest goal, achieving it will stretch you in ways you can’t imagine right now. You will have to get out of your comfort zone. You will have to become a different person than you are right now to become worthy of your goal. You must cross that hellacious desert to get to your awe-inspiring goal. “But I get to pick my hell?” he asked. “You get to pick your hell.

Throughout the history of the church, Christians have tended to elevate the importance of one over the other. For the first 1,500 years of the church, singleness was considered the preferred state and the best way to serve Christ. Singles sat at the front of the church. Marrieds were sent to the back.4 Things changed after the Reformation in 1517, when single people were sent to the back and marrieds moved to the front — at least among Protestants.5 Scripture, however, refers to both statuses as weighty, meaningful vocations. We’ll spend more time on each later in the chapter, but here is a brief overview. Marrieds. This refers to a man and woman who form a one-flesh union through a covenantal vow — to God, to one another, and to the larger community — to permanently, freely, faithfully, and fruitfully love one another. Adam and Eve provide the clearest biblical model for this. As a one-flesh couple, they were called by God to take initiative to “be fruitful . . . fill the earth and subdue it” (Genesis 1:28). Singles. Scripture teaches that human beings are created for intimacy and connection with God, themselves, and one another. Marriage is one framework in which we work this out; singleness is another. While singleness may be voluntarily chosen or involuntarily imposed, temporary or long-term, a sudden event or a gradual unfolding, Christian singleness can be understood within two distinct callings: • Vowed celibates. These are individuals who make lifelong vows to remain single and maintain lifelong sexual abstinence as a means of living out their commitment to Christ. They do this freely in response to a God-given gift of grace (Matthew 19:12). Today, we are perhaps most familiar with vowed celibates as nuns and priests in the Roman Catholic or Orthodox Church. These celibates vow to forgo earthly marriage in order to participate more fully in the heavenly reality that is eternal union with Christ.6 • Dedicated celibates. These are singles who have not necessarily made a lifelong vow to remain single, but who choose to remain sexually abstinent for as long as they are single. Their commitment to celibacy is an expression of their commitment to Christ. Many desire to marry or are open to the possibility. They may have not yet met the right person or are postponing marriage to pursue a career or additional education. They may be single because of divorce or the death of a spouse. The apostle Paul acknowledges such dedicated celibates in his first letter to the church at Corinth (1 Corinthians 7). Understanding singleness and marriage as callings or vocations must inform our self-understanding and the outworking of our leadership. Our whole life as a leader is to bear witness to God’s love for the world. But we do so in different ways as marrieds or singles. Married couples bear witness to the depth of Christ’s love. Their vows focus and limit them to loving one person exclusively, permanently, and intimately. Singles — vowed or dedicated — bear witness to the breadth of Christ’s love. Because they are not limited by a vow to one person, they have more freedom and time to express the love of Christ to a broad range of people. Both marrieds and singles point to and reveal Christ’s love, but in different ways. Both need to learn from one another about these different aspects of Christ’s love. This may be a radically new concept for you, but stay with me. God intends this rich theological vision to inform our leadership in ways few of us may have considered. Before exploring the connections between leadership and marriage or singleness, it’s important to understand the way marriage and singleness are commonly understood in standard practice among leaders today.

Beyond the US Army’s apps platform, it seems that every industry today relies upon some form of platform business model—many of them internet-based. Doctors quickly cross-check prescriptions to identify interactions between drugs, job-seekers exchange insights about various employers, and property values and other attributes of a given zip code are easily comparable. Successful platforms in a solution economy exhibit one or more of these three characteristics: (1) they invite participants to collaborate and exchange at little or no cost; (2) they encourage decentralized, user-generated content; and (3) they enable average citizens to contribute to problem solving.

If worry is the only activity you get involved in after a loss or during a pressure match, you are not playing the game to win, you are just one of the participant who is stopping the team from winning.

How do you shift responsibility for performance from the briefer to the participants? How much preparation do people do prior to an event or operation? When was the last time you had a briefing on a project? Did listeners tune out the procedures? What would it take to start certifying that your project teams know what the goals are and how they are to contribute to them? Are you ready to assume more responsibility within the leader-leader model to identify what near-term events will be accomplished and the role each team member will fulfill?

Here’s a proven sales meeting checklist of pre-meeting, during meeting, and post-meeting best practices and tips to follow and live by every day: Have clear meeting goals and expected outcomes documented and stated in email before and after meetings. Put agendas that are agreed to by your customers in meeting calendar invites. Meeting agendas should start with introductions and customers’ priorities/challenges review. Meeting agendas should close with discussion and time for questions. Research the company and recent announcements and know how their business is doing. Understand the context of their industry, too. Research the people attending your meeting and identify shared interests and shared executive connections. Connect with meeting attendees on LinkedIn before meeting. Some people believe this should be done after a meeting. My point of view is that it’s an important touch point when a prospect accepts your request to connect. Make the connection, and use your connection’s response and speed of response as a gauge of their awareness. If they connect fast, then it may mean they are excited to meet with you. If they don’t connect quickly, it could mean it’s not top of mind. Both are important to know. Don’t forget to personalize the message. Reconfirm agenda and meeting attendee participation. It’s good to do this the day before the meeting is scheduled to happen. Prepare a list of discovery and qualification questions to ask the prospect. The questions should preferably be open ended. Share the questions with your internal team to get alignment. It’s a requirement and best practice to brief executives attending the meeting with you beforehand. Share with your executives the context, current situation, and everything you learned during company, industry, and executive research. Your executives are busy. Help them help you. Be clear on what their role in the meeting is. Introduce meeting attendees at meeting outset, and let everyone have a voice. Go around and have people share their role and what they hope to get out of the meeting. Take thorough notes, capturing your customer’s words. Listen more and talk less. Watch the clock to begin and end meetings as promised. Leave time for questions and discussion at the end. Recap meeting outcomes and next steps before ending the call. Send meeting follow-up notes with clear action items the same day of the meeting using your customer’s words.

Those are the conditions that Sharp honored in calling for volunteers to join “action teams” to improve the patient experience. The work was meaningful: serving patients better. The teams were given autonomy, often entrusted to formulate the health system’s policies in a certain domain. Participation was voluntary. And volunteer they did: 1,600 people came forward. A mass movement of people willing to struggle together. If you want to be part of a group that bonds like cement, take on a really demanding task that’s deeply meaningful. All of you will remember it for the rest of your lives.

Honda, instead, is driven by a series of grassroots, Eastern-derived principles that emphasize: individual responsibility over corporate mandates; simplicity over complexity; decision making based on observed and verifiable facts, not theories or assumptions; minimalism over waste; a flat organization over an exploding flow chart; autonomous and ad hoc design, development, and manufacturing teams that are nonetheless continuously accountable to one another; perpetual change; unyielding cynicism about what is believed to be the truth; unambiguous goals for employees and suppliers, and the company’s active participation in helping them reach those metrics; and freely borrowing from the past as a bridge to what Honda calls innovative discontinuity in the present.

Table 3 For each Initiative: Who needs to participate? (List all individuals and teams) Where will resources come from? How might the work get done? 1.     2.     3.    

Hillary had been humiliated in the Michigan primary the night before, a loss that not only robbed her of a prime opportunity to put Bernie Sanders down for good but also exposed several of her weaknesses. How could she have been left so vulnerable? She knew — or at least she thought she did. The blame belonged to her campaign team, she believed….. The back end was left to Bill, who lashed out with abandon. “We got an ass-chewing,” one of the participants recalled months later. Hillary came back on the line to close the lecture. It was hard to tell what was worse — getting hollered at by Bill or getting scolded by the stern and self-righteous Hillary. Neither was pleasant. You heard him, she admonished. “Get it straight.” -Shattered

A leader’s checklist for planning should include the following: • Analyze the mission. —Understand higher headquarters’ mission, Commander’s Intent, and endstate (the goal). —Identify and state your own Commander’s Intent and endstate for the specific mission. • Identify personnel, assets, resources, and time available. • Decentralize the planning process. —Empower key leaders within the team to analyze possible courses of action. • Determine a specific course of action. —Lean toward selecting the simplest course of action. —Focus efforts on the best course of action. • Empower key leaders to develop the plan for the selected course of action. • Plan for likely contingencies through each phase of the operation. • Mitigate risks that can be controlled as much as possible. • Delegate portions of the plan and brief to key junior leaders. —Stand back and be the tactical genius. • Continually check and question the plan against emerging information to ensure it still fits the situation. • Brief the plan to all participants and supporting assets. —Emphasize Commander’s Intent. —Ask questions and engage in discussion and interaction with the team to ensure they understand. • Conduct post-operational debrief after execution. —Analyze lessons learned and implement them in future planning.

All true, I suppose, but Caine is not the man you think he is. Do you have any idea how much blood is on his hands? How many lives Caine has ended? How many operations—black, unsanctioned, wet, whatever term you want to use—he has participated in?” “What are you talking about? I’ve debriefed plenty of operatives. He’s no different than—” “You’re deluded, Rebecca. Caine is nothing like other operatives. Everything about him, even his official work with the CIA, was part of his cover. He was a member of a very special group, a team of specialists with superlative skills. All handpicked by me. Trained by the best, to be the best. One-hundred-percent loyal. One-hundred-percent dependable. And as always, one-hundred-percent expendable. When I saw an opportunity to remove him from play, and create a benefit for myself and the program, I took it. That was my directive.” Rebecca struggled in her bonds. “You goddamn son of a bitch!

Technology has sanded away the necessity and inconvenience of interacting with other human beings: We can work from home, order groceries online, stream movies from bed. At the same time, the percentage of Americans who participate in social groups—whether it be social clubs, sports teams, community centers, volunteer organizations, or religious groups—has fallen, Holt-Lunstad says. In a dizzying number of ways, modern life is designed to disengage us from one another.

FOGLAMP project checklist FOGLAMP is an acronym for focus, oversight, goals, leadership, abilities, means, and process. This tool can help you cut through the haze and plan your critical projects. Complete the table for each early-win project you set up. Project: __________________________ Question Answer Focus: What is the focus for this project? For example, what goal or early win do you want to achieve? Oversight: How will you oversee this project? Who else should participate in oversight to help you get buy-in for implementing results? Goals: What are the goals and the intermediate milestones, and time frames for achieving them? Leadership: Who will lead the project? What training, if any, do they need in order to be successful? Abilities: What mix of skills and representation needs to be included? Who needs to be included because of their skills? Because they represent key constituencies? Means: What additional resources, such as facilitation, does the team need to be successful? Process: Are there change models or structured processes you want the team to use? If so, how will they become familiar with the approach?

Accomplishments, both professional and creative, feed into this level, as do yearnings for joy, happiness, and glory, which are manifested through team activities, hobbies, and other forms of shared participation. In other words, that which brings us together—and tears us apart—in the name of esteem.

Equal Status: While the two groups might be highly unequal in society at large, they must have relatively equal status in the context in which contact between them takes place. Working alongside each other as colleagues qualifies; working together as boss and subordinate does not. Common Goals: Members of both groups need to work together in pursuit of a shared goal. Pursuing the championship as teammates counts; participating in the same tournament as members of opposing teams does not. Intergroup Cooperation: Members of both groups need to have an incentive to work together cooperatively. Ideally, they need to work together to solve a problem, with each member of the group making a clear contribution. Support from Authorities and Customs: Authority figures need to favor and encourage better intergroup understanding. If a greater mutual understanding is against the law or risks angering your boss, it is far less likely to occur.

It terrifies me that people may enjoy the sermon, participate in small group ministry, volunteer on one of our many teams, and be completely satisfied by their experience—yet be spiritually apathetic toward the person and work of Christ.

Used for learning, testing, including self-testing, is a very desirable difficulty. Even testing prior to studying works, at the point when wrong answers are assured. In one of Kornell’s experiments, participants were made to learn pairs of words and later tested on recall. At test time, they did the best with pairs that they learned via practice quizzes, even if they had gotten the answers on those quizzes wrong. Struggling to retrieve information primes the brain for subsequent learning, even when the retrieval itself is unsuccessful. The struggle is real, and really useful. “Like life,” Kornell and team wrote, “retrieval is all about the journey.

We’d honed our mission at Team Sutton to focus on after-school programs for kids in elementary and middle school in lower-income areas, where the extracurricular activities were just too expensive. The skills the kids learned from such things as playing in sports, participating in plays, and getting some extra help with their reading had lasting impacts on the rest of their life.

untapped need. Give employees three weeks to develop proposals, and then have them evaluate one another’s ideas, advancing the most original submissions to the next round. The winners receive a budget, a team, and the relevant mentoring and sponsorship to make their ideas a reality. 2. Picture yourself as the enemy. People often fail to generate new ideas due to a lack of urgency. You can create urgency by implementing the “kill the company” exercise from Lisa Bodell, CEO of futurethink. Gather a group together and invite them to spend an hour brainstorming about how to put the organization out of business—or decimate its most popular product, service, or technology. Then, hold a discussion about the most serious threats and how to convert them into opportunities to transition from defense to offense. 3. Invite employees from different functions and levels to pitch ideas. At DreamWorks Animation, even accountants and lawyers are encouraged and trained to present movie ideas. This kind of creative engagement can add skill variety to work, making it more interesting for employees while increasing the organization’s access to new ideas. And involving employees in pitching has another benefit: When they participate in generating ideas, they adopt a creative

There are many theories about why teams of four to six work best, but the simplest is ego. With about five people, there's always enough oxygen in the room. It means on average that every person gets to speak once every five times, which is enough for everyone to feel they are at the center of things. At this level of participation, their pride can be invested in the team instead of focused inwardly on themselves. The US and other national armies made similar observations about the magic of small unit sizes, and it's the basis for how they've trained soldiers since 1948.1 Larger groups were less likely to fire their weapons to defend themselves, but if they were trained in small units, their rates of fire increased. From this perspective, a team of ten to twenty people is unlikely to function in the same way as a small team does. It's likely that smaller units will naturally form despite what the organization chart says.

All Republicans want to do is beat the team playing the Giants. They aren’t voters using active intelligence or participants in a civil democracy; they are fans. Their role is to cheer and fund their team and trash-talk whatever team is on the other side.

Enrich Diversity-Avtar As an organization that is committed to build equitable and inclusive culture to sustain diversity, we suggest you start here. Whether you have policies and practices or you are looking to start your journey to inclusion, the best way to is to start with assessing yourself. It helps to chart the way forward when you understand where you are and what it will take to go further. Our Assessment frameworks are backed by years of deep research and insights from working with diverse organizations and teams across industries and geographies. Participate in the country’s largest DEI analytics exercises for an opportunity to be recognized as a Best Company and also to benchmark your practices against the Industry Best Practices.

suggested to the city planning department that we instead identify segments of the city population as heroes. Many team members seemed surprised by the use of the word hero. Why wouldn’t they balk? After all, if you’ve ever attended a city council or local planning board meeting, it’s hard to imagine the people yelling at city representatives as “heroes.” But this framing would be private among the department, designed to help us gain a new appreciation for the concerns, frustrations, and challenges that even these more privileged populations face. This way we would be in a much healthier position for the department to listen to and engage their participation.

After returning to work, I felt like I had gone through a major transformation, but to my colleagues, I appeared back to normal. I was physically present but detached. Rather than participating in meetings as a good team member, I observed them as a visiting anthropologist. I saw my colleagues with new eyes. Are they happy? What kind of pain or challenges are they dealing with? Is this how they want to be spending their time?

From the beginning, Bob and I believed in creating a meritocracy. EGI was entrepreneurial, based on transparency, initiative, creativity, trust, and the alignment of interests. We paid people enough salary to live comfortably, but all of their ups came from participation in the investments. In other words, the real money was in the deal residuals, the percentage of profits each deal earned, not from salary. There was no cherry-picking of projects, and rewards were found in each year’s accomplishments, not in deal-by-deal allocations. Virtually everyone on the team had a piece of everyone else’s deal, so while we always had a healthy level of lighthearted internal rivalry, everyone also went out of their way to make sure the other person’s deal succeeded. That basic principle has never changed over the decades.

I’m Jay Powers, the circulating nurse”; “I’m Zhi Xiong, the anesthesiologist”—that sort of thing. It felt kind of hokey to me, and I wondered how much difference this step could really make. But it turned out to have been carefully devised. There have been psychology studies in various fields backing up what should have been self-evident—people who don’t know one another’s names don’t work together nearly as well as those who do. And Brian Sexton, the Johns Hopkins psychologist, had done studies showing the same in operating rooms. In one, he and his research team buttonholed surgical staff members outside their operating rooms and asked them two questions: how would they rate the level of communications during the operation they had just finished and what were the names of the other staff members on the team? The researchers learned that about half the time the staff did not know one another’s names. When they did, however, the communications ratings jumped significantly. The investigators at Johns Hopkins and elsewhere had also observed that when nurses were given a chance to say their names and mention concerns at the beginning of a case, they were more likely to note problems and offer solutions. The researchers called it an “activation phenomenon.” Giving people a chance to say something at the start seemed to activate their sense of participation and responsibility and their willingness to speak up. These were limited studies and hardly definitive. But the initial results were enticing. Nothing had ever been shown to improve the ability of surgeons to broadly reduce harm to patients aside from experience and specialized training. Yet here, in three separate cities, teams had tried out these unusual checklists, and each had found a positive effect. At Johns Hopkins, researchers specifically measured their checklist’s effect on teamwork. Eleven surgeons had agreed to try it in their cases—seven general surgeons, two plastic surgeons, and two neurosurgeons. After three months, the number of team members in their operations reporting that they “functioned as a well-coordinated team” leapt from 68 percent to 92 percent. At the Kaiser hospitals in Southern California, researchers had tested their checklist for six months in thirty-five hundred operations. During that time, they found that their staff’s average rating of the teamwork climate improved from “good” to “outstanding.” Employee satisfaction rose 19 percent. The rate of OR nurse turnover—the proportion leaving their jobs each year—dropped from 23 percent to 7 percent. And the checklist appeared to have caught numerous near errors. In

We encourage you to follow the changes occurring within your microbiota by participating in the American Gut Project. Although we are not involved in this crowd-funded science project, it is run by a team of well-respected scientists and has provided thousands of people with information about their microbiota. You can have your gut microbiota sequenced before and during your process of microbiota improvement to witness the changes to the new aspects of your diet and lifestyle. You will be provided with a report specifying the types of microbes that make up your microbiota and how it compares with others who have participated as well as to people living in developing regions of the world (Malawi and Venezuela). This information will not only allow a better view of your microbiota and how it compares with others, but will also contribute to the scientific understanding of these communities. To guide you in your journey of microbiota revitalization, we recommend submitting multiple samples—an initial sample to document where your microbiota started out, then one or more after you have made dietary and lifestyle adjustments in order to see how these changes are impacting your gut community over time. This will not only be informative but may also motivate you to keep improving the health of your microbiota.

Senior Wal-Mart officials concentrated on setting goals, measuring progress, and maintaining communication lines with employees at the front lines and with official agencies when they could. In other words, to handle this complex situation, they did not issue instructions. Conditions were too unpredictable and constantly changing. They worked on making sure people talked. Wal-Mart’s emergency operations team even included a member of the Red Cross. (The federal government declined Wal-Mart’s invitation to participate.) The team also opened a twenty-four-hour call center for employees, which started with eight operators but rapidly expanded to eighty to cope with the load. Along the way, the team discovered that, given common goals to do what they could to help and to coordinate with one another, Wal-Mart’s employees were able to fashion some extraordinary solutions. They set up three temporary mobile pharmacies in the city and adopted a plan to provide medications for free at all of their stores for evacuees with emergency needs—even without a prescription. They set up free check cashing for payroll and other checks in disaster-area stores. They opened temporary clinics to provide emergency personnel with inoculations against flood-borne illnesses. And most prominently, within just two days of Katrina’s landfall, the company’s logistics teams managed to contrive ways to get tractor trailers with food, water, and emergency equipment past roadblocks and into the dying city. They were able to supply water and food to refugees and even to the National Guard a day before the government appeared on the scene. By the end Wal-Mart had sent in a total of 2,498 trailer loads of emergency supplies and donated $3.5 million in merchandise to area shelters and command centers. “If the American government had responded like Wal-Mart has responded, we wouldn’t be in this crisis,” Jefferson Parish’s top official, Aaron Broussard, said in a network television interview at the time.

Further analysis showed that disclosure of the AE to the patient by the medical team only occurred 40% of the time. Disclosure was more likely if additional treatment was needed and less likely if the AEs were preventable (an error ). Patients were twice as likely to rate the quality of care high when there was disclosure [4]. High patient participation in their care was associated with fewer AE (49%) and higher likelihood that patients would rate the quality of their care good or excellent [5

Overall, the success of SpaceX serves as an example of how re-imagining manufacturing and applying new materials and proprietary innovations can lead to significant cost reductions and novel innovations. It is important to always remain on the lookout for new ideas and improvements and to have a technically capable team in place to make them a reality.

I never questioned Kevin’s loyalty or sincerity. He had always participated candidly and constructively, as a team player, in our deliberations.

The aftermath of my success in the World Championship was bitter. One of the key elements of my success was that I had been able to train once a week with national team members during the preceding year [..] I was forbidden to participate in national team training. No real reason was given other than "lack of space." [...] At the time, I had a problem understanding the lack of support from the Swedish fencing establishment. I still have a problem, but I understand it slightly better. It is important to appreciate that Sweden had a world-class epee team even without me and had won the team event at the 1976 Olympics. I seemed to threaten the integrity of that team because I went against all the dogmas that existed at that time.

Educators’ lives are filled with opportunities to develop their own social awareness during student and adult interactions. They participate in work groups, such as co-teaching, professional learning programs, faculty meetings, team meetings, data analysis teams, developing common assessments, lesson-study groups, and curriculum development committees. The checklist in the figure below can be modified to fit any type of group activity. It can be reviewed by the supervisor or coach and the educator prior to the activity. After the activity, the educator can be asked to confidentially self-assess his or skills, thereby increasing self-awareness of his/her relationship skills and self-management skills.

Though energy fields are invisible, they shape matter. Albert Einstein said that, “The field is the sole governing agency of the particle.” Many studies show that human beings are influenced by the energy fields of others. In a series of 148 1-minute trials involving 25 people, trained volunteers going into heart coherence were able to induce coherence in test subjects at a distance. They didn’t have to touch their targets to produce the effect. Their energy fields were sufficient. When you are in a heart coherent state, your heart radiates a coherent electromagnetic signal into the environment around you. This field is detectable by a magnetometer several meters away. When other people enter that coherent energy field, their heart coherence increases too, producing a group field effect. Not only are we affected by the fields of other people; we’re affected by the energies of the planet and solar system. A remarkable series of experiments, conducted by a research team led by Rollin McCraty, director of research at the HeartMath Institute, has linked individual human energy to solar cycles. McCraty and his colleagues track solar activity using large magnetometers placed at strategic locations on the earth’s surface. Solar flares affect the electromagnetic fields of the planet. The researchers compare the ebbs and flows of solar energy with the heart coherence readings of trained volunteers. They have found that when people are in heart coherence, their electromagnetic patterns track those of the solar system. 8.15. The heart coherence rhythms of a volunteer compared to solar activity over the course of a month. A later study of 16 participants over 5 months found a similar effect. McCraty writes: “A growing body of evidence suggests that an energetic field is formed among individuals in groups through which communication among all the group members occurs simultaneously. In other words, there is an actual ‘group field’ that connects all the members” together. The results of this research confirm a hypothesis McCraty and I discussed at a conference when I was writing Mind to Matter: Not only are these heart-coherent people in sync with large-scale global cycles, they’re also in sync with each other. McCraty continues, “We’re all like little cells in the bigger Earth brain—sharing information at a subtle, unseen level that exists between all living systems, not just humans, but animals, trees, and so on.” When we use selective attention to tune ourselves to positive coherent energy, we participate in the group energy field of other human beings doing the same. We may also resonate in phase with coherent planetary and universal fields. 8.16. The brain functions as receiver of information from the field. The Brain’s Ability to Detect Fields The idea of invisible energy fields has always been difficult for many scientists to swallow. Around 1900, when Dutch physician Willem Einthoven proposed that the human heart had an energy field, he was ridiculed. He built progressively more sensitive galvanometers to detect it, and he was eventually successful.

A team of scientists at the California Institute of Technology (Caltech) designed an ingenious experiment to determine if humans could detect energy fields similar to those of the earth. They hooked participants up to EEGs and confined them in a shielded room, screening out virtually all known sources of energy and radiation. They created a magnetic field generator that precisely mimicked the earth’s field. They then varied the direction of the magnetic field unpredictably, in very short bursts of one-tenth of a second. That’s too quick to be consciously detectable. The EEG recorded changes in brain wave amplitudes and frequencies throughout the experiment, which was repeated up to 100 times per subject. The investigators found drops in alpha waves of up to 60% whenever they changed the direction of the field. They conclude that “the human brain can detect Earth-strength magnetic fields, demonstrating that we have a sensory system that processes the geomagnetic field all around us.” The Caltech authors also noted: “We’ve known about the five basic senses: vision, hearing, touch, smell, and taste since ancient times, but this is the first discovery of an entirely new human sense in modern times.

First, on a multicultural team, you can save time by having as few people in the group work across cultures as possible. For example, if you are building a global team that includes small groups of participants from four countries, choose one or two people from each country—the most internationally experienced of the bunch—to do most of the cross-cultural collaborating. Meanwhile, you can leave the others to work in the local way that is most natural to them. That way, you can have the innovation from the combination of cultures, while avoiding the inefficiency that comes with the clash of cultures. Second, think carefully about your larger objectives before you mix cultures up. If your goal is innovation or creativity, the more cultural diversity the better, as long as the process is managed carefully. But if your goal is simple speed and efficiency, then monocultural is probably better than multicultural. Sometimes, it is simply better to leave Rome to the Romans.

FIELD EFFECTS Emotional contagion is just one explanation for the growth of meditation. Another is field effects. Everything begins as energy, then works its way into matter. Though energy fields are invisible, they shape matter. Albert Einstein said that, “The field is the sole governing agency of the particle.” Many studies show that human beings are influenced by the energy fields of others. In a series of 148 1-minute trials involving 25 people, trained volunteers going into heart coherence were able to induce coherence in test subjects at a distance. They didn’t have to touch their targets to produce the effect. Their energy fields were sufficient. When you are in a heart coherent state, your heart radiates a coherent electromagnetic signal into the environment around you. This field is detectable by a magnetometer several meters away. When other people enter that coherent energy field, their heart coherence increases too, producing a group field effect. Not only are we affected by the fields of other people; we’re affected by the energies of the planet and solar system. A remarkable series of experiments, conducted by a research team led by Rollin McCraty, director of research at the HeartMath Institute, has linked individual human energy to solar cycles. McCraty and his colleagues track solar activity using large magnetometers placed at strategic locations on the earth’s surface. Solar flares affect the electromagnetic fields of the planet. The researchers compare the ebbs and flows of solar energy with the heart coherence readings of trained volunteers. They have found that when people are in heart coherence, their electromagnetic patterns track those of the solar system. 8.15. The heart coherence rhythms of a volunteer compared to solar activity over the course of a month. A later study of 16 participants over 5 months found a similar effect. McCraty writes: “A growing body of evidence suggests that an energetic field is formed among individuals in groups through which communication among all the group members occurs simultaneously. In other words, there is an actual ‘group field’ that connects all the members” together. The results of this research confirm a hypothesis McCraty and I discussed at a conference when I was writing Mind to Matter: Not only are these heart-coherent people in sync with large-scale global cycles, they’re also in sync with each other. McCraty continues, “We’re all like little cells in the bigger Earth brain—sharing information at a subtle, unseen level that exists between all living systems, not just humans, but animals, trees, and so on.” When we use selective attention to tune ourselves to positive coherent energy, we participate in the group energy field of other human beings doing the same. We may also resonate in phase with coherent planetary and universal fields. 8.16. The brain functions as receiver of information from the field. The Brain’s Ability to Detect Fields The idea of invisible energy fields has always been difficult for many scientists to swallow. Around 1900, when Dutch physician Willem Einthoven proposed that the human heart had an energy field, he was ridiculed. He built progressively more sensitive galvanometers to detect it, and he was eventually successful.

In the futures markets, they bought and sold paper contracts. Futures contracts had been around for more than a century and were an integral part of the food system. Corn, pork, and soybean futures were traded on the Chicago Board of Trade. The NYMEX specialized in eggs and butter. The futures market wasn’t big—traders in the market tended to be farmers and big grain millers. They used futures contracts to limit their risk. The owners of the NYMEX weren’t content with their sleepy corner of the financial world, and they decided to expand their business and sell contracts for new kinds of products. The NYMEX introduced the first futures contract for crude oil in 1983. At first, the birth of oil futures contracts looked like a threat to Koch’s business model. Howell and his team spent years figuring out how to be the smartest blind men in the dark cave of the physical oil business and making the best guess as to the real price of oil. Koch Industries had gained an expertise in exploiting the opacity of oil markets and wringing the best price out of its counterparties. The new oil futures contract created something that was anathema to this business model: transparency. When the NYMEX debuted its oil futures contract, it created a very visible price for crude oil that changed by the minute on a public exchange. Again, this wasn’t the price of real crude; it was the price for a futures contract on crude, reflecting the best guess of all market participants as to what a barrel of oil would be worth in the future. Even though the futures price wasn’t the real price, it provided everybody with a common reference point. Now, when Koch called up someone to buy oil from Koch’s tank farm in St. James, that customer could look at a screen and start haggling based on what the markets in New York were saying the price of oil was worth. “It was the first time that there was a common, visible market signal,” Howell said. “It just kind of sucked the oxygen out of the room for that physical trading.

Decouple participation from productivity. As you grow more senior, you’ll be invited to more meetings, and many of those meetings will come with significant status. Attending those meetings can make you feel powerful, but you have to keep perspective about whether you’re accomplishing much by attending. Sometimes, being able to convey important context to your team is super valuable, and in those cases you should keep attending, but don’t fall into the trap of assuming that attendance is valuable.

...check your own style of leading for cultural bias. What assumptions are you making about what “good” participation looks like? For instance, how do you expect people to deliver feedback? What would be an appropriate and expected level of assertiveness among your team members? Do you see any patterns suggesting that your style might inadvertently favor one side, or that you might be excluding or alienating one group? Is it possible team members have been communicating with you, but you just haven’t heard their points because they’re not delivered in the way you’re accustomed to hearing? It’s your job to be hyper-vigilant for ways your own cultural biases may be clouding your leadership and reducing the effectiveness of the team.

Women’s track and field is under provisional status for these Olympic Games, and officials have given some indication that the ladies will not be asked to return because these feats of endurance can be too strenuous for the fairer sex." Pierre de Coubertin, founder of the International Olympic Committee (IOC) and its second president, always a staunch advocate of banning women from athletic participation, has made his vision of feminine participation clear by saying, “At the Olympic Games, a woman’s role should only be to crown the victors.

We appreciate your proposed editorial on the subject of encouraging women’s participation in sports, but after discussing it with our editorial team, we concluded a “Day in the Life” piece with a focus on your fashion choices would be far more popular with both our readers and sponsors.

During early wars, combat occurred during the day, then at night warriors would return to the camp fire to eat and discuss their actions with fellow warriors who would listen and empathize (Grossman & Christensen, 2008). Critical incident debriefing teams are made up of trained peer supporters who share a common background with the traumatized officer. These peer supporters are prepared to move an individual or group of people through a step-by-step process allowing the participants to tell their story and make connections with other’s stories. These debriefings are organized discussions that take the participants mentally back to the time of the traumatic event and allow them to talk their way through their physical and emotional responses. The benefits of a critical incident debriefing are those who attend find a connection between their perspectives, can fill in gaps in memory, and can support each other. The goal of a debriefing is to allow the participants to move incrementally through the critical incident and release strong emotions that may be suppressed (Kates, 1999).

Four healthy ways to spur people to keep the agreements they make: 1. Specificity Boosts Clarity and Accountability The more concrete the agreement, the more clear the obligation and the more difficult it is for someone to misunderstand. "Please get right on that" does not create as much clarity nor accountability as, "Please finalize your choice of vendors by 5 p.m. tomorrow." 2. Peer Accountability Pins Us Together Although this did not work on the non-profit committee, when peers meet face-to-face or via group video and make specific agreements with each other and they all have a stake in the outcome there's a higher probability of securing accountability. 3. Written Proof So We Don't Goof To reinforce the power of mutual accountability, have a designated meeting recorder (or take turns with the role) so one participant is responsible for recording action items, deadlines and who's responsible for each item. The recorder sends that list to all participants' computers before they leave the meeting. 4. Upfront Rules of Engagement Are Our Guardrails A company, team, or committee is more likely to spur mutual accountability when it adopts a few, specific agreements about how people will operate together, from punctuality to pithiness in writing or conversing.

of the Method, ensuring their continuous growth pertaining to analysis techniques and resources (see item 3.2 and Chapters 6 and 9) as well as to perfect Daily Routine Management (see Chapter 9). Promote the team's acquisition of technical knowledge (see items 2.2, 10.1, and 10.2). Ensure the establishment and continuous improvement of a recruiting and selection system (standardize the process). Participate in the recruiting and selection of

They can attend the red team event to demonstrate their support, just as New York Police Department (NYPD) Commissioner Ray Kelly and his successor William Bratton made it a point to participate in every single tabletop exercise, described in chapter 4, that was conducted with senior commanders during his tenure. Red teams can also be rewarded for their work—for example, the CIA Red Cell has received the National Intelligence Meritorious Unit Citation on multiple occasions—or a proficient red teamer can conspicuously be promoted to a more senior position.

They were divided into four categories that are described below along with examples of the motivational behaviours included within each. 1     Teacher discourse: arousing curiosity or attention, promoting autonomy, stating communicative purpose/utility of activity 2     Participation structure: group work/pair work 3     Activity design: individual competition, team competition, intellectual challenge, tangible task product 4     Encouraging positive retrospective self-evaluation and activity design: effective praise, elicitation of self/peer correction session, class applause. In each lesson, the learners’ motivation was measured in terms of their level of engagement. The proportion of students who paid attention, who actively participated, and who eagerly volunteered during activities was calculated. A three-level scale was used to measure engagement in each observed lesson: very low (a few students), low (one third to two thirds of the students) and high (more than two thirds of the students). Learners also completed a questionnaire about their motivation levels specifically related to their EFL class. The researchers found significant positive correlations between the teachers’ motivational practices, the learners’ engagement behaviours, and the learners’ self-reports on the questionnaire. The researchers acknowledge that correlation results do not indicate cause–effect relationships. Nevertheless, the findings are important because this is the first study to provide ‘any empirical evidence concerning the concrete, classroom-specific impact of language teachers’ motivational strategies’ (Guilloteaux and Dörnyei 2008: 72).

If you want to do something that really changes someone’s life, the best thing you can do is make the person you’re trying to help a participant in the process.

The most valuable form of communication is face-to-face. The next most valuable is by phone or videoconference, but with a caveat: Those technologies become less effective as more people participate in the call or conference. The least valuable forms of communication are e-mail and texting.

The diocesan liturgist is called upon to do his or her work with great discernment, particularly pastoral discernment. In two thousand years, everything has been done once. You can always find a precedent. But precedent alone is not sufficient reason for change. Only a true sensitivity to pastoral realities as discerned by the Bishop can serve as a guide in the implementation of the liturgical renewal. This requires a certain humility before the mysteries of our faith, which become real for us in the celebration of the liturgy, and a similar humility before the pastoral realities of our people, who are sanctified by these mysteries. You, as part of diocesan liturgical teams, are called to participate in the Bishop’s charism of uniting people, and that takes a certain amount not just of discernment, but also of humility.