Value of Emotional Intelligence for High Performance Coaching - A Commentary

In their article, Jonathan Chan and Clifford Mallett present the case for the positive effects that high-performance coaches can realize by incorporating leadership qualities that include ‘soft skills’ like emotional intelligence into their coaching repertoires. The authors propose that coaches’ emotional intelligence can augment their technical skills to encourage high performance in their athletes, and manage the dynamics between coach, athlete, team and performance

What could an Executive Coach do for an Association Football Manager? A Commentary

The lead article in this volume highlights several critical aspects of effective leadership in modern times. First, the importance of leadership as an interpersonal, relationship-building endeavor cannot be overstated. Second, the exemplary leader is a caring individual who demonstrates understanding and empathy toward others. For our commentary, we draw upon a well-developed stream of literature germane to these two core issues presented in the article. We compare and contrast the feminine and masculine aspects of leadership. In particular, we discuss the contemporary feminization of leadership and describe several integral attributes of feminine leadership – a communal orientation, transformational behaviors, emotional intelligence, and empathy – each of which relate to the facets of sports coaching and leadership presented in the lead article

COVID-19 and OD: Unplanned Disruption and the Opportunity for Planned Talent Development

COVID-19 created an unprecedented global health crisis and caused a rapid, global economic meltdown. Organizations of all sizes are scrambling to salvage workforces and adopting policies to protect employees from the virus. Talent development practices face new challenges as the world reckons with our altered COVID-19 pandemic reality. Organization leaders must think creatively to design the employment practices of the future. In this article, we consider how changes in work environments affect employees and organization performance, examine how recruitment, training, onboarding, and developing talent present complex challenges that must be addressed for sustainability, and consider how talent development principles can enhance OD practices. Finally, we offer perspectives on employing OD principles and practices to facilitate workforce changes to maximize productivity and performance

Nitrogen fixation and release of fixed nitrogen by Trichodesmium spp. in the Gulf of Mexico

During a 3‐yr study in the Gulf of Mexico, we measured dinitrogen (N2) fixation and nitrogen (N) release by Trichodesmium and compared these rates with water column N demand and the estimated N necessary to support blooms of Karenia brevis, a toxic dinoflagellate that severely affects the West Florida shelf. Net and gross N2 fixation rates were compared in simultaneous incubations using δ15N2 uptake and acetylene reduction, respectively. The difference between net and gross N2 fixation is assumed to be an approximation of the rate of N release. Results demonstrate that Trichodesmium in the Gulf of Mexico are fixing N2 at high rates and that an average of 52% of this recently fixed N2 is rapidly released. Calculations suggest that observed densities of Trichodesmium can provide enough N to support moderately sized K. brevis blooms. Based on other studies where δ15N2 and acetylene reduction were compared directly, it appears that N release from Trichodesmium is common but varies in magnitude among environments. In addition, carbon (C) and N‐based doubling times for Trichodesmium vary among studies and environments. Comparing gross N2 fixation and C fixation directly, C‐based doubling times exceeded N‐based doubling times, which suggests an imbalance in elemental turnover or a failure to fully quantify Trichodesmium N use

Communicating Privilege and Faculty Allyship

As individuals who use their privilege to reduce prejudice, educate others about social justice, and actively stop discrimination, faculty allies can play a vital role in transforming universities to be more equitable, diverse, and inclusive. However, discrepancies persist in how faculty define privilege and communicate allyship. Drawing from standpoint theory, we examined discursive divergences in how 105 full-time faculty defined and experienced privilege and how they enacted allyship in the workplace. Participants tended to conceptualize privilege as a set of advantages and lack of structural barriers for people based on their group membership(s). Discursive differences emerged regarding the degree to which faculty participants perceived privilege to be un/earned and rooted in structural power, and some participants took ownership of their social privilege while others discursively elided it. When asked to identify specific ally actions, participants often described broad behaviors that aimed to help individuals in interpersonal contexts but did not address actions aimed at dismantling inequitable power structures, revising biased policies, and transforming toxic organizational cultures. Our findings highlight the need for trainings that clarify conceptualizations of privilege and help faculty translate their understanding of allyship into communicative actions that stop discrimination at interpersonal and institutional levels

XTX101, A Tumor-Activated, Fc-Enhanced Anti-ctla-4 Monoclonal Antibody, Demonstrates Tumor-Growth Inhibition and Tumor-Selective Pharmacodynamics in Mouse Models of Cancer

INTRODUCTION: The clinical benefit of the anti-CTLA-4 monoclonal antibody (mAb) ipilimumab has been well established but limited by immune-related adverse events, especially when ipilimumab is used in combination with anti-PD-(L)1 mAb therapy. To overcome these limitations, we have developed XTX101, a tumor-activated, Fc-enhanced anti-CTLA-4 mAb. METHODS: XTX101 consists of an anti-human CTLA-4 mAb covalently linked to masking peptides that block the complementarity-determining regions, thereby minimizing the mAb binding to CTLA-4. The masking peptides are designed to be released by proteases that are typically dysregulated within the tumor microenvironment (TME), resulting in activation of XTX101 intratumorally. Mutations within the Fc region of XTX101 were included to enhance affinity for FcγRIII, which is expected to enhance potency through antibody-dependent cellular cytotoxicity. RESULTS: Biophysical, biochemical, and cell-based assays demonstrate that the function of XTX101 depends on proteolytic activation. In human CTLA-4 transgenic mice, XTX101 monotherapy demonstrated significant tumor growth inhibition (TGI) including complete responses, increased intratumoral CD8+T cells, and regulatory T cell depletion within the TME while maintaining minimal pharmacodynamic effects in the periphery. XTX101 in combination with anti-PD-1 mAb treatment resulted in significant TGI and was well tolerated in mice. XTX101 was activated in primary human tumors across a range of tumor types including melanoma, renal cell carcinoma, colon cancer and lung cancer in an ex vivo assay system. CONCLUSIONS: These data demonstrate that XTX101 retains the full potency of an Fc-enhanced CTLA-4 antagonist within the TME while minimizing the activity in non-tumor tissue, supporting the further evaluation of XTX101 in clinical studies

Women\u27s roles in women\u27s career advancement: what do women expect of each other?

Purpose: The purpose of this paper is to better understand women\u27s working relationships and career support behaviors, by investigating expectations women have of other women regarding senior women\u27s roles in (and motivations for) helping junior women succeed, and junior women\u27s engagement in their own career advancement behaviors. Design/methodology/approach: The authors surveyed self- and other-reports of senior women\u27s engagement in career assistance behaviors on behalf of junior women colleagues, and junior women\u27s engagement in their own career advancement behaviors. One sample of respondents indicated to what extent they believed senior women did engage in career assistance toward junior women, and to what extent they believed junior women did engage in career advancement. Another sample indicated to what extent they believed senior women should engage in career assistance, and to what extent they believed junior women should engage in their own career advancement. Findings: Results suggest a disconnect between the expectations and perceptions junior and senior women have of each other. Junior women expect senior women to engage in career assistance behaviors to a greater degree than they believe senior women are engaging in such behaviors, and junior women think they are doing more to advance their careers than senior women are expecting them to do. The authors examine individual and organizational implications of these unmet expectations and perception mismatches. Originality/value: Women-to-women working relationships are under-studied, and typically viewed in either/or terms - good or bad. The findings provide a more nuanced understanding of women\u27s perceptions and expectations and offer suggestions for how women can influence female career advancement

A multi-city comparison of front and backyard differences in plant species diversity and nitrogen cycling in residential landscapes

We hypothesize that lower public visibility of residential backyards reduces households’ desire for social conformity, which alters residential land management and produces differences in ecological composition and function between front and backyards. Using lawn vegetation plots (7 cities) and soil cores (6 cities), we examine plant species richness and evenness and nitrogen cycling of lawns in Boston, Baltimore, Miami, Minneapolis-St. Paul, Phoenix, Los Angeles (LA), and Salt Lake City (SLC). Seven soil nitrogen measures were compared because different irrigation and fertilization practices may vary between front and backyards, which may alter nitrogen cycling in soils. In addition to lawn-only measurements, we collected and analyzed plant species richness for entire yards—cultivated (intentionally planted) and spontaneous (self-regenerating)—for front and backyards in just two cities: LA and SLC. Lawn plant species and soils were not different between front and backyards in our multi-city comparisons. However, entire-yard plant analyses in LA and SLC revealed that frontyards had significantly fewer species than backyards for both cultivated and spontaneous species. These results suggest that there is a need for a more rich and social-ecologically nuanced understanding of potential residential, household behaviors and their ecological consequences