Mom Corps YOU Launches to Help Professionals Create a Satisfactory Work-Life Balance

Mom Corps YOU Launches to Help Professionals Create a Satisfactory Work-Life Balance Mom Corps YOU Launches to Help Professionals Create a Satisfactory Work-Life Balance Membership brings access to career experts who discuss and share best practices on topics such as how to relaunch a career, building a personal brand, career-focused social media strategies, and others.The constant quest to achieve work-life satisfaction is often a struggle because people are focused on variables out of their control such as extended work hours, says Allison OKelly, founder and CEO of Mom Corps. We created Mom Corps YOU as an active online resource for people to share ideas and learn how to identify the variables they can control in bestellung to take ownership of their lives.Mom Corps YOU is available through an online subscription at a monthly $19.99 charge or annually at $149.99. In addition to the twice-weekly live events, subscribers have access to additional content including on-demand, live chat coaching sessions with Mom Corps recruiters fireside chats with Mom Corps Allison OKelly self-guided training modules, templates and tutorials and e-books, whitepapers, and slideshare presentations.

Why Instagram is hiding public like counts

Why Instagram is hiding public like countsWhy Instagram is hiding public like countsInstagram users might not like this.The Facebook-owned social media photo-sharing app announced a surprising move Tuesday, saying it will hide like counts on photos and videos from followers in a test run aimed at monitoring users behavioral patterns.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreThe trial version will be unveiled in Canada later this week and coincides with Mental Health Awareness Month.Tech blogger Jane Manchun Wong was one of the first to spot Instagrams test in April. In the screenshots, the company alerted its users of the change saying it wants followers to focus on what you share, not how many likes your posts get.The plan, for now, allows only account owners to view like and view counts for specific posts. Followers wont be able to view the total like counts on photos or views from vide os that were posted by another user.We want people to worry a little bit less about how many likes theyre getting on Instagram and spend a bit more time connecting with the people that they care about, said Instagram CEO Adam Mosseri during Facebooks F8 conference.Mosseri told BuzzFeed News the test was about creating a less pressurized environment where people feel comfortable expressing themselves. The company, which has built itself largely off its like-feature, now wants users to less obsess over it.While it remains unclear if Instagram plans to expand the test, past studies claimed the belated move might be for the best.A study published in the journal Depression and Anxiety in 2016 found social media use was significantly associated with increased depression.Another report by the Royal Society For Public Health, which surveyed nearly 1,500 teens and young adults in the UK, found Instagram to be the most negative social media platform compared to Facebook, Snapchat, Twitter and YouTube in 2017.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will ersatzdarsteller your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Pros and Cons of Consensus Decision Making

Pros and Cons of Consensus Decision MakingPros and Cons of Consensus Decision MakingConsensus decision making sounds like a way in which you can achieve the best possible outcome from the decisions made at work. If you can bring all kollektiv members on board, youll have developed a decision that everyone likes, respects, and betreuungs. Thats the theory, but it often falls flat. While all team members agree to support the consensus decision, the decision may not, in fact, be the optimal decision for the team or the business. Here are the significant pros and cons to consider when you use consensus decision making. Pros of Consensus Decision Making Everyone agrees to support the decision. Reaching a conclusion that everyone on the team supports is a positive, often effective, team strategy. With 100 percent agreement, you can move forward with confidence, and you dont have to worry about another employee working to undermine your efforts. Every employee involved sees a benefit. T o get everyone to agree, it generally (but not always) means that the decision made will benefit every group within the team or organization. Youre not sacrificing good HR, for example, to make finance happy, or vice versa. You present a unified front. Leadership teams often have to make decisions that employees dont like or support. Thats part of leadership. You will find its far easier to convince employees who may not like the decision when they receive a consistent message from their managers and senior leaders. The team experiences a collaborative spirit. When you come to a group consensus, your climate for employees feels quite cooperative. Everyones ideas were heard, and you came to a decision that all team members could support. This interactive process can bring about feelings of goodwill. Cons of Consensus Decision Making Committees can agree to schwimmbad decisions. In the news recently, a group of 14 teachers dressed up as a border wall and Mexicans. Many parents and students were offended, and some parents even inquired about moving their kids out of the school. As business writer Erik Sherman said, Individuals can generate bad ideas, but it takes a committee for a real disaster. Groupthink is real. The above Halloween disaster is an example of Groupthink. The desire to reach a consensus can cause people to ignore indications that what is proposed is a bad idea. The team pushes aside any data that may derail the consensus decision. Irving Janis, who first described the Groupthink Phenomenon, offers this explanation of the eight steps to Groupthink. Illusions of invulnerability lead members of the group to be overly optimistic and engage in risk-taking.Unquestioned beliefs lead members to ignore possible moral problems and ignore the consequences of individual and group actions.Rationalizing prevents members from reconsidering their beliefs and causes them to ignore warning signs.Stereotyping leads members of the in-group to ignore or even demo nize out-group members who may oppose or challenge the groups ideas.Self-censorship causes people who might have doubts to hide their fears or misgivings. Mindguards act as self-appointed censors to hide problematic information from the group.Illusions of unanimity lead members to believe that everyone is in agreement and feels the same way.Direct pressure to conform is often placed on members who pose questions, and those who question the group are often seen as disloyal or traitorous. A middle of the road solution may not be the best solution. Nobel Prize winner John Nash, Jr. developed the concept that is now called a Nash equilibrium. This is a situation in which you cant make any more changes without making a particular team member better off. The decision may not be the best solution, but its the most fair option. However, by its very nature, its not the best possible outcome for any one partie or group. Consensus decision making can cause a group to agree to the lowest common denominator- a solution or decision that satisfies the team members need to agree- but is definitely not optimal for the business. Additionally, in business, not every factor, department, person or decision in an organization is equally important. For instance, the HR department may push for no layoffs. This sounds great and is what youd expect from your HR team. But, by not cutting labor costs, you have to cut costs in another area. The consensus decision is to cut manufacturing costs and not do employee layoffs, but the result is a shoddy product that eventually causes the company to lose market share. Ultimately, all the employees are worse off. Perhaps the disaster could have been avoided by not treating every department or concern as of equal worth. Business, by its nature, is hierarchical. Sure, organizations such as Zappos run on this holacracy theory, in which the hierarchy is very flat but even then you only see CEO Tony Hsieh speaking to the press, and not John in custome r service. Regardless of what your formal structure looks like, some people have power and other people do not have power. If your goal is consensus decision making, this power differential allows the powerful to heavily influence the less powerful to reach consensus. Then, if the decision made is a failure, the powerful can point out that everyone agreed to this solution. In other words, the aura of consensus decision making allows the powerful to avoid responsibility. Overall, in business, a complete and total consensus isnt necessary. You can reach decisions, and the entire senior team can promote the message without requiring every employee to be happy with the decision. Leadership involves risk-taking, and sometimes that means taking action or providing direction that not all employees love.