Data privacy basics – what type of information is regulated?
Why Managers Design Jobs to Be More Boring Than They Need to Be
Most men working themselves into an early grave, study finds
Interesting stuff from Canada, I’m sure the US is even worse.
Mental health first aid in the workplace is about a culture of wellness
How A.I. Could Be Weaponized to Spread Disinformation
Posted from Diigo. The rest of my favorite links are here.
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I think, statistically speaking, there’s no way that it won’t. I’m listening to a recent episode of Seth Godin’s podcast entitled Sample Size http://aca.st/0d21e1. Go listen to it, really. What struck me from some of the examples that he gave, especially when talking about the football prediction sites, is that as we collect more and…
I’ve written plenty of times about the importance of backups, multiple backups even. If you know you need to backup, but aren’t sure where to begin, you could do worse that take a look at the options here and start backing up your important data. Seriously, now, before a hard drive crash, malware infection, or…
The numbers in this article are overwhelming to me. There are so many hacks, losses to phishing and ransomware, data breaches, etc. that it boggles the mind the consider. On the other hand, the report also points out that these numbers are so large, mostly due to a lack of solid cybersecurity practices. Wilbur said…
The one that gives me pause is the last bullet, but not because leaders shouldn’t have that knowledge, but more because human nature tells me that is the one most likely to be misused and create really uncomfortable situations. There’s a very fine line between being aware of signs of someone struggling and diagnosis. I absolutely do not want anyone in the workplace diagnosing people. Watch out for signs of stress and ways you can support the folks who work for you proactively? Sure. Decide for yourself that they have depression, or should be referred to an Employee Assistance Program? Not so much.
But, here’s the thing I will fully admit when saying this. Avoiding this type of behavior is absolutely something that solid mental health training should be a part of. I’ve heard far too many instances lately where organizations are reading a lot about mental health, and burnout, in the workplace and then dispatch their managers to have conversations with their teams about it, and zero training.
Those conversations are dangerous. You have to enable your leaders to go into those conversations with some education and expertise on the subject Just telling them to go and have the conversations without getting them up to speed on how to do so, creates a situation that is likely to end up with some very alienated employees.
If the issue is that people are getting burned out because they are either not taking time off, are continuing to work during their time off to avoid being overwhelmed with work that piled up, or are actually being contacted by their team members during their time off, how about we figure out how to create a culture that allows people to disconnect during their time off, instead of literally just closing up shop for a week?
So look, if you are craving being back in the office, and miss the small talk and gossip, great go on with yourself. But, also understand that there are a growing number of people who are perfectly happy not hearing the gossip and the small talk. (Personally, I have not missed fake small talk, gossip, and office politics for a second.) Others might want something in between. We’re all different. If you want to be an inclusive workplace, you’ll figure out how to accommodate everyone , with solid culture, good communication, and by valuing each of every one of your people, no matter where they get the work done.