“Is your organization driven by results or is it hijacked by star players? Natasha speaks to the critical need to shift employee attitudes in the workplace along with the leadership that overlooks the health of the organization in favor of the productivity of a single star player, which can create a toxic workplace. This is a leadership pitfall you can avoid.”

“Think of this course as a virtual visit with Simon. As he guides you through the process, you’ll encounter a series of videos, as well as exercises to work through on your own, and some to do with a partner of your choosing. The only things you’ll need are a pen, some paper, and a friend or colleague who’s willing to help you out. You will finish the course with a draft of your own WHY statement, as well as an understanding of your Golden Circle. Get ready to have fun, get inspired, and begin living your life with more passion and fulfillment. Also, the whole course is on demand. So you can move through it as fast (or as slow) as you like.“ $250 per person​ https://simonsinek.com/find-your-why-with-simon-sinek/

“Real people are much more complicated than these over-the-top clichés. But introversion and extroversion are real—there’s science to back it up. Introverts and extroverts have their own unique strengths, but the problem is that most workplaces are designed for extroverts, rewarding the social, high-energy behaviors on which they thrive. In or out of the workplace, cooperation and communication are challenging—especially for people with very different personalities. Extroverts might be used to the spotlight, but if they take the time to understand and support their introverted colleagues, they’ll discover many wonderful qualities that make them valuable members of a team. In this article, we’ll break down what you need to know about introverts, what they need in the workplace, and how us extroverts can best support them—so we can all work together to accomplish amazing things.” https://blog.trello.com/introverts-and-extroverts-workplace-collaboration?utm_source=newsletter&utm_medium=email&utm_campaign=trello-may2021-newsletter2

“…the number one thing that employees want at work is recognition. Recognizing employees is the most important driver of great work—not more money, perks, inspiration, autonomy, or education.” “With time and effort, your leadership and peers will learn how to praise individuals and teams in meaningful gestures that motivate and inspire them to continue doing great work.” https://blog.trello.com/how-kudos-can-transform-teams?utm_source=newsletter&utm_medium=email&utm_campaign=trello-may2021-newsletter2

Product Practices are defined as those practices used between teams, and with other parts of the organization when working together to deliver a product or outcome. See: https://www.libraryofagile.org/p1

Organization Practices are defined as those practices that are connected throughout your whole organization, including dealing with the positioning of your organization within its marketplace(s) and in relationship to partners and competitors. See: https://www.libraryofagile.org/o1

Impact Practices are defined as those practices which connect you with the world around you, outside your organization. It encompasses concepts like impact missions (not the same as a Mission Statement), benefit corporations, activism, or charities. See: https://www.libraryofagile.org/i1

Team practices are defined as those practices used within a team when collaborating together. See: https://www.libraryofagile.org/t1