Here are some of the observations and insights that were shared via Twitter this past week.
I have a fairly busy speaking schedule for this year, so this tweet, via @SusanBannister was quite relevant 😉
“This cartoon was in the Times referring to Ed Miliband but could refer to many a keynote speaker perhaps.”
@Britopian: This is huge! Labor board ruling has businesses buzzing about workplace rules on social media, via @RossDawson
The September decision found that five workers at Hispanics United of Buffalo, a New York social services nonprofit, were fired illegally for criticizing a colleague on Facebook, and should be reinstated because their actions were protected under federal labor law. The case is part of a boom of complaints brought on behalf of workers challenging their employers’ right to fire them for Tweets, Facebook posts and YouTube videos that didn’t sit well with their bosses. But this ruling marked the first time an administrative law judge with the National Labor Relations Board weighed in on the matter.
Nature’s own stimulus package via @SandyMaxey
To shorten the recession, we’ll need to teach better and work smarter. Students learn better when schools promote place-based learning in the largest classroom of all: the natural world. In Scandinavian countries, where “all-weather” schools require students to spend time outside every day, kids get fewer colds and flu. And outdoor classrooms cost less than brick and mortar.
What I think will distinguish the program we are developing from others that nominally offer a similar focus is a fundamental philosophy that organizational leadership has no meaning without the context of organization development. By this I mean that contemporary leadership does not stand on top of, in front of, or in any way apart from the uniqueness that is the organization-in-relation, that is, the valence-conceived instance of an organization. Contemporary leadership must be thought of as being embodied and enacted by process-and-people throughout the entire organization among all its member constituencies, integral to its continual emergence and autopoiesis. In this sense,leadership development and organization development are one and the same, enabled by approaches to individual and collective coaching that are not simply tied to sports-metaphor-laden, rah-rah, motivation-of-the-minute.