Lucid Partners’ Post

I think that categorizing someone as Gen Z or baby boomer is extremely racist and extremely shallow. By categorizing people by age group we are saying they are incapable of thinking in a certain way that is the epitome of racism. By being so shallow, you don’t take the time and meet the individual and /or try to understand their thought process. Quite categorizing and start listening and learning who your employees are. If you do, you might find out how talented they are and how well they can strengthen the organization.

Why everybody speaks about the All Blacks “no d***heads” policy. Except the All Blacks. Sure, high standards are essential to perform at the top. But in a team who are publicly known for their 'no d***heads' policy, Brad Mooar spoke about how the All Blacks approach forgiveness when team members don't live up to these standards. Brad acknowledged that we all mess up now and again. He calls these behavioural issues, which can be forgiven and forgotten. But character issues are a different ball game. Some lines just can't be crossed, such as undermining your team mates or blatant abuse of trust. In these instances, individuals must go, for the survival of the culture. Rather than speaking about their "no d***heads" policy, they act on it. I'd be interested to know what your 'soft' and 'hard' lines in the sand are? Personally, I used to jump to conclusions. That people must be a bad egg. But now I empathise with the fact that you never know what someone's going through outside of work. In your opinion, what is a forgivable 'behaviour' and what is simply unacceptable? I'd love to hear your thoughts in the comments below 👇

“OLDER AND WISER VOICES CAN HELP YOU FIND THE RIGHT PATH, IF YOU ARE ONLY WILLING TO LISTEN”- JIMMY BUFFETT It will definitely help provided we realise in ourselves that experience has a meaning and value. Current thinking in many people is that these older people have no idea of the present times. They unnecessarily suggest many things which are obsolete now. The other thing is the desire to learn. It is there only in lectures, otherwise knowledge and other things are measured through authority/power only. When we talk of uncertainties, impatience and lacklustre results, one of the main causes is that we are all running 100 meters sprint and not 4x100 which is team work and guidance through older and wiser. I think we must do this. Do you agree?

How do you want to have your achievements recognised? I have read in a few articles recently that the best way to acknowledge the achievements of introverts is ‘quietly and without fuss’. I don’t agree. Here’s why: On one hand I can see how this could seem like the right way to go - no uncomfortable feeling caused by putting the spotlight on someone who probably doesn’t like to be the centre of attention. But (and for me there is a BIG but here!), by keeping recognition so low key, are we inadvertently keeping this person’s achievements as a secret? Could this lack of spotlight inadvertently lead to them being overlooked compared to peers whose contributions have been celebrated? To my fellow introverts, and our extroverted colleagues, what is your perspective on this? Share your experiences below and let's discuss. #thequietcatalyst #nationalcomplimentday #introvert #recognition Image description: a bright spotlight shining down on an empty stage set against a black background.

In our journey towards creating more inclusive and supportive work environments, understanding the role of an ally is crucial. I recently came across a fantastic resource: The Guide to Allyship 👉 🔗https://lnkd.in/e2J3-ieM This guide sheds light not only on what it means to be an ally but also provides actionable steps to make a meaningful impact in our workplaces. Here are some key takeaways, including the crucial aspect of understanding and addressing our own implicit biases: - Listen More, Speak Less: Being an ally starts with understanding the experiences and challenges faced by others. It's about lending an ear more than voicing opinions. - Educate Yourself & Address Implicit Biases: The journey of an ally is filled with continuous learning. This includes recognizing and working on our own implicit biases - those unconscious attitudes and stereotypes that affect our understanding, actions, and decisions. - Speak Up, Not Over: Use your privilege to amplify voices that are often marginalized, ensuring they are heard and respected. - Acknowledge Your Mistakes: Allyship involves making mistakes and learning from them. It's about growing and improving. - Action Over Intentions: It's the actions we take that define our role as allies, not just our intentions. I encourage each one of you to read this guide and consider how you can be a more effective ally in your professional space, particularly by becoming more aware of and addressing your own implicit biases. Let’s work together to build a workplace culture that celebrates diversity, fosters inclusion, and promotes equity. #Inclusion #Diversity #Allyship #ImplicitBias #ProfessionalGrowth #WorkplaceCulture

Let me take a moment and introduce myself. ⚡ I stand for the universal right for all to accessible and sovereign well-being, for strong care-centered connections, for economic equity for ALL, and for a healthy relationship with the planet and each other. ⚡ I speak on workplace ecosystems as points where we could make transformations that would echo out into the world, if we truly wanted to. ⚡ How I come to this work is very anti-colonial, anti-supremacist and anti- capitalist (economic equity and prosperity and capitalism are not the same thing btw). 📣 To do this I will always challenge the assumed and normalized systems we have adapted and from which we have built our relationships and workpalces, such as the system of white supremacy, systems of oppression and harm. (watch video below for more). I do not believe in the carceral binary colonial thinking of shame, punishment, and this or that, this side vs. that side type of thinking. The trainings, models, frameworks I used are designed to create spaces of care for our bodies, minds, souls, economies, communities and the planet. IF this is not something you care about, you probably should not be on my page. However, IF this is something you do care about, then let's talk https://lnkd.in/grMEBrPD https://lnkd.in/gSAwfA69

New blog post! It’s time we release ourselves from the burden of expectations. “Expect a rocking chair to rock, not to put your baby to sleep. Expect a friend to respond to you, not to reach out first (and if they don’t respond maybe they aren’t a real friend). Expect your boss to assign you work, not to ensure your pay equality. Expect the world to revolve, but not to revolve around you.” Read the full post here!

The American Dream is evolving, and it's time we rewrite it to reflect the diverse aspirations of today's workforce. This piece from The Wall Street Journal delves into the changing landscape of success, emphasizing a shift away from traditional notions of wealth and status toward a focus on meaning and personal fulfillment. https://lnkd.in/gSft6CDC As a recruiter, I've witnessed this transformation firsthand—more individuals are prioritizing work-life balance and pursuing careers that align with their values and passions, and I couldn't be more for it!. Let's embrace this new narrative of success and support each other in crafting our own unique stories. #NewAmericanDream #WorkLifeBalance #LinkedInDiscussion #CareerEvolution #WorkplaceWellness #ProfessionalGrowth #PurposeDrivenCareer #PersonalDevelopment

Good Article