Self-Motivation
David Goggins
Former Navy Seal
Career Development
Bryan Cranston
Actor
Critical Thinking
Liv Boeree
International Poker Champion
Emotional Intelligence
Amaryllis Fox
Former CIA Clandestine Operative
Management
Chris Hadfield
Retired Canadian Astronaut & Author
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10 lessons from the COVID-19 frontline for a more gender-equal world

Women and girls must be front and centre of coronavirus response and recovery.

Bruna Prado/Getty Images

Evidence shows that disease outbreak affects women and men differently, that pandemics exacerbate inequalities for girls and women, who are also often the hardest hit, and that women play an outsize role responding to crises, including as frontline healthcare and social workers, caregivers at home, and as mobilizers in their communities.

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Corporate culture wasn’t built for women. Here’s how to fix that.

Here's how corporations can bring women out from the "leadership pipeline" and into actual leadership.

  • Women in high-stakes positions are scrutinized far more than men, says Tina Brown, to the point that they feel they have to be "gold in a silver job" and be absolute perfectionists to merely keep their position.
  • For women, being a parent necessitates parental leave and companies must develop ways to keep females engaged so that they are able to integrate back into work smoothly. Women, too, must lobby for this change.
  • Six to eight months of sequential parental leave may not be the best approach for keeping women engaged and on their career paths, says Brown, who thinks it might be more productive to take trenches of time throughout your career as a parent, as opposed to one huge chunk.
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Maximize your team’s power. Identify your connector type.

When everyone knows and plays their role, it helps the team operate at a higher level.

  • Building off of the "three archetypes of people" idea established by Malcolm Gladwell, Cotential CEO and co-author of the bestselling book "Get Big Things Done" Erica Dhawan argues that we are all now some form of "connector." The next step is to find ways to connect intelligently.
  • Dhawan says that there are three kinds of connectors: thinkers, enablers, and connection executors. Each brings a unique skillset to a team, and all are necessary for growth and success.
  • The key is to create a work environment where the three groups are not functioning as separate departments, but are working together and leveraging those skills to strengthen the team.

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Psychology of feedback: How to give or receive valuable critique

How can you give and receive more productive feedback? Form a psychological contract with a trusted partner.

  • Feedback is a gift, says business psychologist Dr Melanie Katzman. Giving or receiving feedback can be a formal part of our jobs, but in Dr Katzman's assessment, we often don't go far enough with feedback.
  • Katzman suggests creating a psychological contract with a partner who you respect and trust. In that contract, you agree to exchange extremely honest feedback by mutual consent in a safe and trusting way.
  • In this video, she lays out the rules for such a contract and how you can embark on one. This kind of feedback is not advised without a clear contract as people can feel you are going out of bounds. So be clear, be mutual, and then be extremely candid.
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'Gender Pay Scorecard' grades 50 major U.S. companies

What factors explain the gender pay gap?

Photo By Glen Martin/The Denver Post via Getty Images
  • The report was conducted by the investment firm Arjuna Capital, which has been publishing the Gender Pay Scorecard for the past three years.
  • Only three companies — Starbucks, Mastercard and Citigroup — received an "A", as defined by the report's methodology.
  • It's likely that discrimination explains part of the gender pay gap, but it's a complex issue that often gets oversimplified.

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