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Installing and uninstalling extensions can take some time, as they are downloaded, bundled with the core extensions, and the whole application is rebuilt. You can install/uninstall more than one extension in the same command by listing their names after the install command.

If you are installing/uninstalling several extensions in several stages, you may want to defer rebuilding the application by including the flag --no-build in the install/uninstall step. Once you are ready to rebuild, you can run the command:

You can disable specific JupyterLab extensions (including core extensions) without rebuilding the application by running the command:

This will prevent the extension from loading in the browser, but does not require a rebuild.

You can re-enable an extension using the command:

The JupyterLab application directory (where the application assets are built and the settings reside) can be overridden using --app-dir in any of the JupyterLab commands, or by setting the JUPYTERLAB_DIR environment variable. If not specified, it will default to <sys-prefix>/share/jupyter/lab , where <sys-prefix> is the site-specific directory prefix of the current Python environment. You can query the current application path by running jupyter lab path .

JupyterLab Build Process

To rebuild the app directory, run . By default, the command builds the application, so you typically do not need to call directly.

Building consists of:

Note that building will always use the latest JavaScript packages that meet the dependency requirements of JupyterLab itself and any installed extensions. If you wish to run JupyterLab with the set of pinned requirements that was shipped with the Python package, you can launch as .

The JupyterLab application directory contains the subdirectories extensions , schemas , settings , staging , static , and themes .

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The directory has the packed tarballs for each of the installed extensions for the app. If the application directory is not the same as the directory, the extensions installed in the directory will be used in the app directory. If an extension is installed in the app directory that exists in the directory, it will shadow the version. Uninstalling an extension will first uninstall the shadowed extension, and then attempt to uninstall the version if called again. If the version cannot be uninstalled, its plugins can still be ignored using metadata in .

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that describe the settings used by individual extensions. Users may edit these settings using the JupyterLab Settings Editor.

The settings directory contains page_config.json and build_config.json files.

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Claire Lew
CEO of @KnowYourCompany (http://knowyourcompany.com). My life’s mission is to help people become happier at work.

Three things to remember when you handle criticism in the workplace.

I recently finished reading a book called, The Four Agreements . The title is a bit hokey. But the content is spot-on.

The book talks about the importance of creating personal freedom. One of these four agreements to create personal freedom is: “Don’t take things personally.”

This really hit home for me. I realized how often I take things personally — especially when it comes to giving and receiving feedback in the workplace.

Our tendency is to interpret the feedback we hear as a personal attack. It’s the biggest reason for why we don’t ask others for feedback.

When someone gives us feedback on our performance at work or about how our company is doing, we get an icky feeling in the pit of our stomach. “What?! How could this person think that?!”

We’re scared to hear something that we might not want to hear. So we avoid asking for feedback.

That’s a problem.

Not wanting to hear feedback means we shut ourselves off from information that will almost certainly be useful in some way.

In any piece of feedback, there is a nugget of helpful information. You’re guaranteed to learn about a person or your company. Maybe it’s about how your actions are perceived by your employees, or the sentiment about a recent change you made to the company — that information is useful.

You don’t have to agree with the feedback, but you will learn something in listening to it.

The key is to not take feedback personally. Here’s how…

First, remind yourself: “It’s not all aboutme.”

There are other external forces shaping why a person may be giving you this feedback.

Maybe something happened earlier that day that caused them to be in a sour mood. Or, maybe something happened with their old boss that’s caused them to believe “this work environment sucks.” It has nothing to do with you.

Second, remind yourself: “I don’t need to beliked.”

You don’t need your employees to like you. You do need them to like their jobs and feel fulfilled and excited and motivated to work. But you don’t need them to like as a person.

The minute you let go of the notion that you don’t need to be liked, by your employees, your leadership team, etc., your focus begins to shift toward what’s best for the company overall. Doing so allows you to open up and hear things that you might’ve previously taken personally.

Third, remind yourself of what you careabout.

You do care about your company being successful. You do care about creating the best environment for your employees to thrive.

So if that’s the case, focus on hearing that feedback through the filter of:

After all, that’s what you want. You want your company to do well. Listen for things that will help you meet that goal — everything else is secondary or irrelevant.

Granted, it’s incredibly hard to not take something personally.

But in reminding yourself of these three things — it’s not about you, you don’t need to be liked, and you care deeply about your company as a whole — you can begin to escape the trap of taking things personally.

By committing to not taking feedback personally, you open your mind to suggestions that could help your company. Employees will appreciate your willingness to ask for feedback — I promise.

You and your company will be so much better for it.

Like what you read? Give Claire Lew a round of applause.

From a quick cheer to a standing ovation, clap to show how much you enjoyed this story.

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