Social Construct

Observations from the evolving world of social media and digital marketing. Not to be taken too seriously.

helloyoucreatives:

Rebranding Abercrombie & Fitch. The number one brand for the homeless. 

fastcompany: We can all agree that the conference room is probably not where your best ideas are born. Which is why taking a run is far from a waste of time. The Takeaway: Often, the most productive meetings take place outside the office.

fastcompany:

We can all agree that the conference room is probably not where your best ideas are born. Which is why taking a run is far from a waste of time.

The Takeaway: Often, the most productive meetings take place outside the office.

fastcompany: Want To Advance Your Career? Then Work On Your EQ In case you don’t yet feel it, emotional intelligence—the ability regulate emotions in one’s self and identify emotions in others—is a predictor of workplace success, both for employees and managers. Taken together, emotional intelligence—and its associated intuitions—may be helpful for leaders, teams, and companies looking to grow (and create). Drawing from Daniel Goleman’s landmark Emotional Intelligence, Ebokosia describes its five factors of Emotional Intellgience as such: Empathy: The ability to shift perspectives and gain a better understanding of others, or, in fancy-pants language, “inter-subjectivize.” Motivation: The driving force(s) of your actions. Your compass, north star, wayfinding. Your interior cartographic prowess. Self-regulation: Being able to deal with your own emotions before they deal with you. Linked with delaying gratification and not eating the marshmallow. Social skills: Knowing what to say in order to engage your team—and knowing how not to offend them. Self-awareness: Understanding your own emotions improves your interactions, since getting intimate with your feelings lets you better understand how they affect others. Here’s the full story. [Image: Flickr user Wendell]

fastcompany:

Want To Advance Your Career? Then Work On Your EQ

In case you don’t yet feel it, emotional intelligence—the ability regulate emotions in one’s self and identify emotions in others—is a predictor of workplace success, both for employees and managers.

Taken together, emotional intelligence—and its associated intuitions—may be helpful for leaders, teams, and companies looking to grow (and create). Drawing from Daniel Goleman’s landmark Emotional Intelligence, Ebokosia describes its five factors of Emotional Intellgience as such:

  • Empathy: The ability to shift perspectives and gain a better understanding of others, or, in fancy-pants language, “inter-subjectivize.”
  • Motivation: The driving force(s) of your actions. Your compass, north star, wayfinding. Your interior cartographic prowess.
  • Self-regulation: Being able to deal with your own emotions before they deal with you. Linked with delaying gratification and not eating the marshmallow.
  • Social skills: Knowing what to say in order to engage your team—and knowing how not to offend them.
  • Self-awareness: Understanding your own emotions improves your interactions, since getting intimate with your feelings lets you better understand how they affect others.

Here’s the full story.

[Image: Flickr user Wendell]

fastcompany: For Happier Employees, Learn To Give More Gratitude Than “Thx” We all know happier companies make more money—and nothing makes for happier employees than learning how to show real gratitude for what they do. Here are some pointers to get you started today. How to really say thank you Goulston lays out three steps for getting good at giving gratitude:  Be precise: Thank the person specifically for their exceptional actions: Tell them what they’re doing awesome. Acknowledge the effort: Note the personal cost of their getting it done. If they work through the weekend, appreciate the social and family costs. Share your stakeholdership: Make a point of how their great work helps your work, show how you’re in this together. Developing a sense of how to show gratitude is a leadership key—one that can help you (and your employees) reach their potential. Here’s the full story. Want more?  How To Give A Meaningful “Thank You”

fastcompany:

For Happier Employees, Learn To Give More Gratitude Than “Thx”

We all know happier companies make more money—and nothing makes for happier employees than learning how to show real gratitude for what they do. Here are some pointers to get you started today.

How to really say thank you

Goulston lays out three steps for getting good at giving gratitude: 

  1. Be precise: Thank the person specifically for their exceptional actions: Tell them what they’re doing awesome.
  2. Acknowledge the effort: Note the personal cost of their getting it done. If they work through the weekend, appreciate the social and family costs.
  3. Share your stakeholdership: Make a point of how their great work helps your work, show how you’re in this together.

Developing a sense of how to show gratitude is a leadership key—one that can help you (and your employees) reach their potential.

Here’s the full story. Want more? 

How To Give A Meaningful “Thank You”

fastcodesign:

The 12 Trends That Will Rule Products in 2013

The design and innovation consultants at Ziba have put together a list of the trends that they think will have the most impact on product design this year. 

1. THE MIND IS A COMPETITIVE ENVIRONMENT.

2. CUSTOMER-FACING EMPLOYEES ARE YOUR BRAIN AND YOUR BACKBONE.

3. ANALOG WILL NEVER GO AWAY.

4. WORTH IS DETERMINED BY PHILOSOPHY, NOT PRICE.

5. NARRATIVE IS A DELIVERY VEHICLE TO MAKE INFORMATION STICK.

6. REPAIR AND REPURPOSE ARE THE NEW KILLER APPS.

7. TECHNOLOGY MOVES TOO FAST TO CARE ABOUT.

8. FLAWLESS FUNCTION IS TOMORROW’S GREAT USER EXPERIENCE.

9. BRAND LOYALTY IS HOW WE ESCAPE DECISION FATIGUE.

10. HUMAN INTERACTION HAS NEVER BEEN MORE PRECIOUS.

11. GEN Y IS CREATING ITS OWN SERVICE ECONOMY

12. EVERYONE IS A SPECIALIST.

CHECK OUT THE FULL STORY HERE.

(via fastcompany)

An idea that is not dangerous is unworthy of being called an idea at all.

—Oscar Wilde