Here's to a passionate nonmonogamy where things aren't always fair and people are needy.
A Typology of Insecurities in Non-monogamy
Because “jealousy” and “envy” aren’t all there is.
How to Collaborate with People You Don’t Like
How do you collaborate with someone you don’t like? They’re not toxic or difficult, you just have different styles, and they rub you the wrong way. It all starts with reflecting on the cause of the tension. Remind yourself: You won’t get along with everyone, but there is potential value in every interaction. Take an honest look at what is causing the tension with you and your colleague and what role you play in creating it. Try to understand your colleague’s perspective. Few people get out of bed in the morning with the goal of making your life miserable. Make time to think deliberately about the other person’s point of view, especially if that person is essential to your success. Rather than trying to work through or around the other person, engage them directly, and try to understand your difference in interpersonal style. You may realize that your styles could be complimentary if you adapt your approaches. Lastly, ask for help. It shows that you value their intelligence and experience.
Resisting Racial Capitalism: An Antipolitical Theory of Refusal
An Antipolitical Theory of Refusal
What Not to Do When You’re Trying to Motivate Your Team
People ultimately choose to be motivated — when to give their best, go the extra mile, and offer radical ideas. The only thing leaders can do is shape the conditions under which others do, or don’t, choose to be motivated. Unfortunately, too few managers understand this, and so there is a gap between managers’ efforts and the results they’re getting. Three of the most offensive forms of “motivating” — drive-by praise, making stuff up, and guilt gratitude — can actually make employees feel less appreciated and erode their trust in a leader. The common shortfall among these approaches is that they all serve the leader giving the praise, not the recipient. If you want to direct your good intentions into more-meaningful expressions of recognition, consider these alternatives: Ask your employee how they accomplished their goal, explain how their efforts are contributing to the broader organization, and acknowledge the challenges they overcame to make such a valuable contribution.
Don't soften feedback.
When I talk about balancing being directive and empowering as a leader, the distinction between being kind and being nice often comes up.
Giving Altruism a Bad Name
Effective Altruism’s metrics-driven model of philanthropy is elitist, condescending and — most damning of all — extremely ineffective.
Movement Narcissism: A Warning and A Guide | New Archives
Narcissistic abuse is most often discussed in interpersonal relationships, especially when it comes to romantic relationships. However, I would venture that narcissistic abuse is not just contained to romantic relationships, but that narcissists find their platonic targets in social and group environments. Within progressive social movements, this is unfortunately true. Our current activist narratives about charismatic leadership and heroism attract individuals who see social movements as another way of satisfying their need for attention and power.
Relevant envy:
Mayor Zohran Kwame Mamdani
演出现场见! on.nyc.gov/broadway
Relevant envy:
Mayor Zohran Kwame Mamdani
演出现场见! on.nyc.gov/broadway
