Personal development is not a long-term goal or objective, or even social ambition. It is the continuous assessment along with realigning of essential goals that enables you to properly identify and optimize your functional abilities along with potential.
Sleeping on the job is typically frowned upon, and if you work for the federal government, it’s actually officially a workplace taboo. In November 2019, the U.S. government banned naps at work. The General Services Administration issued a statement that said all persons are prohibited from sleeping in federal buildings, except when such activity is expressly authorized by an agency official.
Wildfires are much more prevalent these days across the globe. They have the potential of burning large areas in just days or weeks. There is usually a great deal of struggle in containing such wildfires, with the risks of homes and lives being lost looming over those who battle the fires.
Few if any organizations, private or public, are prepared to respond to the depth, severity, and magnitude of the changes this onslaught is having, and will have, on staffing and workplace operations in the future.
2020’s game changing employment landscape across the globe is creating unwelcome change, for billions in the workforce, as we head into Q2. Covid-19 is the antagonistic contagion, forcing a shared, crystallized vision for all of us, personally and professionally.
No matter how bad something is, there is always something of value to be glimpsed, learned, or received. COVID-19 is no exception. In the midst of a global pause to stop the spread of the virus, we are witnessing the best of the human spirit when it rises above fear to meet challenge.
Whether heads of families, corporations or government agencies, it is incumbent upon each of us to evaluate how we can do better—both now and in the future—to prepare for and cope with both small- and large-scale emergencies.
The typical response to crises is often described as “managed chaos”. This is particularly true when the onset is sudden, the affect is broad, and the duration lingers.
Establishing trust requires elements of organization, honesty, integrity, openness, and sound policymaking and implementation. Building confidence requires “response-ability”, competence, commitment, and reliability.