Being A Game Changer Starts Within

Do you fantasize about being a game changer? About being on the big stage enlightening the world, or creating something that reshapes how people live? But, it seems the more you invest in finding what will catapult you into fame, the further out of reach it seems to become.

A word of caution. If fame and fortune are your goal, you’ll be less likely to achieve it. When teenaged Bill Gates began his journey that changed our relationship with computers, he wasn’t chasing fame. He was letting his passion lead the way.

When Rosa Parks decided to stay seated, she wasn’t planning to launch a movement that would change the course of history. She was just tired and in that moment, took a stand that put her very life at risk.

If you want to change the world, start with the world that’s in you. Real game-changing begins in the heart and expands out into the world when the time is right.

Facial Features & Trust

A recent study by a team at the University of British Columbia concluded that our instantaneous response to another person could be highly influenced by facial features. What we might chalk up to intuition may actually be driven by an unconscious reaction to features like eye-brow placement, cheekbones and face shape.

According to our features can override our facial expressions and falsely transmit honesty or distrust. This unfortunate reflex is a holdover from a time when we had to quickly assess whether someone was a friend or foe.

Although the study focused on implications for the criminal system, we all assess others’ trustworthiness, at work and everywhere. Be aware that this reflex response is part of the complex ways we judge people. It links false snap judgments – which can have a lasting affect on long-term impressions – to potentially unfair barriers and stunted progress.

Recognition That Works For Each Generation 

Most organizations use a one-size-fits-all approach for employee recognition. Research shows that the best reward is specific to the person for whom it is intended. If that’s too big a challenge, it may be helpful to know how generational differences impact the way a reward is viewed.

According to the Society for HR Management’s Kathy Gurchiek, Baby Boomers prefer formal recognition in front of a team, while Millennials like their rewards to be informal, fun and frequent. Members of Generation X enjoy being recognized in private or before a small group.

Whether your company’s recognition system is based on years of service, performance, volunteerism, educational accomplishments or something else, Gurchiek says understanding the generations in your workforce increases the likelihood of bestowing the kinds of awards or incentives that make each team member feel valued and appreciated.