Talent Management

… to be truly effective, you need to be!

Today’s Tuesday Reading is an essay by Monika R. Dressler. Director of Academic Technologies, in the LSA Technology Services group at the University of Michigan’s College of Literature, Science, and the Arts. She is an alumnus of the MOR Leaders Program. Her essay first appeared as a program reflection earlier this year. [Monika may be reached at <mdressle@umich.edu>.] 
 

Where are you on the burnout scale — exhaustion, cynicism and inefficacy — to fully engaged — energy, dedication, and absorbed?¹

In a 2018 paper, Seppälä and Moeller² introduce a young woman who is in a new workplace. She really liked her new job and was highly motivated to perform well. She undertook, and was highly successful at, organizing a large conference, accomplishing what was seen as a remarkable feat.
 

Several times over the past few years, the Tuesday Reading has focused on biases:

Leaders must be men and women who influence others to enable them to become more effective. In her essay Five Principles to Follow If You Want to Influence Others,¹ Amy Glass, writes “No matter your role, influence is key to solving problems and making things happen.

At MOR Associates, we provide a platform upon which leaders take their leadership abilities to the next level, to up their game. This paper sets out to outline what ‘game changer’ has meant for our clients, and what, within the experience they have with MOR, creates this outcome.

Even with good intent ‘receiving’ participants upon their return can be extremely challenging. In an effort to provide some practical advice we interviewed Laura Patterson, recently retired CIO of the University of Michigan, and Casey Gordon, the CIO at the College of St Benedict and Saint John’s University in Minnesota.

Eric Abrams is the author of today’s Tuesday Reading.  He is Chief Inclusion Officer at Stanford University’s Graduate School of Education. His essay first appeared as a leadership program reflection earlier this year. [Eric may be reached at eabrams@stanford.edu.]

… a technique that allows people to iterate on ideas without using harsh or judgmental language. While used typically in teams and on the ideas of others, plussing works equally well on one’s own ideas - when one’s self critic can be particularly vocal.

… a strong desire to know or learn something