Taking control of changes in your life (or organization) can be hard when you think you are not strong or worthwhile enough to make those changes. However, we often have the very foundation for change inside of us. Explore how assets and strength-based approaches can be the foundation on which change and recovery is made possible.

Gratitude and giving thanks can be an important aspect of mental health. At the same time, it is important also to take stock of that which we should be critical of and should be improved. Balancing these elements can be tricky. Read about this balancing act, as well as some easy recommendations for practicing both!

Doing good design is hard. Driving change through that design is harder. What is needed from an environment and culture to drive change? How do we as designers create the environment to make that happen?

Where does our curiosity go? It seems when we are young, the world is a mysterious place to explore, one which fills us with wonder. At some point, however, our curiosity gets replaced with our routines. The world becomes too familiar, and the patterns we see around us are the only ones that we think exist. Fortunately, there are ways of getting our curiosity back, but only if we take the first step to rediscovering it.

Big impacts can come from small acts. This fact can get lost in a world in which the challenges we face are monumental and overwhelming. But we need to keep in mind how we can impact the lives of others through the simple things that we do. Jason Barger has spent a life trying to do just that. In his new book “Breathing Oxygen: How Positive Leadership Gives Life to Winning Cultures,” Jason explores the key leadership traits that breathe life into organizations, and the people in them.

Diversity, Equity, and Inclusion is at an inflection point, both being advanced and reviled. For those who support and advocate for these concepts, it would seem that anyone who supports them would be welcome company in promoting them. However, we can see how the ideas of DEI become divisive and perceived as only being for certain groups and not of relevance to others. To more better advance DEI, we have to reposition it as of relevance to everyone regardless of their social category and past/present position of institutional privilege.