Mon 28 Oct 2019
Keeping in Touch with Your Alumni Network
Some of the most useful contacts you have are in your alumni network. Attending the same university or graduate program gives you a shared history — and a great excuse to connect with other interesting, accomplished people. But how do you stay in touch with your peers? One easy way is to provide an annual update to your alumni magazine. Reading about what you’re up to can encourage old friends and colleagues to reach out. You could also volunteer for a role that will connect you with classmates. For example, you might serve as chair of the class reunion or launch a monthly alumni breakfast in your city. Or consider how staying connected could let you showcase your expertise. Alumni offices frequently host professional development webinars; you could volunteer to host one, sharing your knowledge with hundreds or even thousands of fellow graduates. Strategies like these will help you deepen your ties to fellow alums, and can even lead to valuable new business opportunities.
This tip is adapted from “3 Ways to Make the Most of Your Alumni Network,” by Dorie Clark
Sunday, February 23, 2020
Improve Your Critical Thinking Skills
Tue 24 Dec 2019
Improve Your Critical Thinking Skills
In the run-up to the new year, we’re resharing some of our favorite tips from 2019.
To make good decisions, it’s important to think critically. And, yet, too many leaders accept the first solution proposed to them or don’t take the time to evaluate a topic from all sides. To guard against these mistakes, there are several things you can do to hone your critical thinking skills. First, question your assumptions, especially when the stakes are high. If you’re coming up with a new business strategy, for example, ask: Why is this the best way forward? What does the research say about our expectations for the future of the market? Second, poke at the logic. When evaluating arguments, consider if the evidence builds on itself to produce a sound conclusion. Is the logic supported by data at each point? Third, seek out fresh perspectives. It’s tempting to rely on your inner circle to help you think through these questions, but that won’t be productive if they all look and think like you. Get outside your bubble and ask different people to question and challenge your logic.
This tip is adapted from “3 Simple Habits to Improve Your Critical Thinking,” by Helen Lee Bouygues
Improve Your Critical Thinking Skills
In the run-up to the new year, we’re resharing some of our favorite tips from 2019.
To make good decisions, it’s important to think critically. And, yet, too many leaders accept the first solution proposed to them or don’t take the time to evaluate a topic from all sides. To guard against these mistakes, there are several things you can do to hone your critical thinking skills. First, question your assumptions, especially when the stakes are high. If you’re coming up with a new business strategy, for example, ask: Why is this the best way forward? What does the research say about our expectations for the future of the market? Second, poke at the logic. When evaluating arguments, consider if the evidence builds on itself to produce a sound conclusion. Is the logic supported by data at each point? Third, seek out fresh perspectives. It’s tempting to rely on your inner circle to help you think through these questions, but that won’t be productive if they all look and think like you. Get outside your bubble and ask different people to question and challenge your logic.
This tip is adapted from “3 Simple Habits to Improve Your Critical Thinking,” by Helen Lee Bouygues
Don’t Just Have a To-Do List — Timebox It
Mon 23 Dec 2019
Don’t Just Have a To-Do List — Timebox It
In the run-up to the new year, we’re resharing some of our favorite tips from 2019.
The only thing worse than having a long to-do list is not knowing how you’re going to get everything done. Timeboxing can help: It’s a way of converting your to-do list into blocks of time on your calendar, so you have a plan for what to do and when. Start by looking at your to-do list and figuring out each task’s deadlines.
For example, if a promotional video has to go live on a Tuesday, and the production team needs 72 hours to incorporate your edits, then put a hold on your calendar at least 72 hours before Tuesday. Repeat for each item on your to-do list. If you work on a team where people can see one another’s calendars, timeboxing has the added benefit of showing people that the work will get done on time.
But the biggest advantage of timeboxing might be that it gives you a feeling of control over your calendar — which can help you feel happier at work.
This tip is adapted from “How Timeboxing Works and Why It Will Make You More Productive,” by Marc Zao-Sanders
Don’t Just Have a To-Do List — Timebox It
In the run-up to the new year, we’re resharing some of our favorite tips from 2019.
The only thing worse than having a long to-do list is not knowing how you’re going to get everything done. Timeboxing can help: It’s a way of converting your to-do list into blocks of time on your calendar, so you have a plan for what to do and when. Start by looking at your to-do list and figuring out each task’s deadlines.
For example, if a promotional video has to go live on a Tuesday, and the production team needs 72 hours to incorporate your edits, then put a hold on your calendar at least 72 hours before Tuesday. Repeat for each item on your to-do list. If you work on a team where people can see one another’s calendars, timeboxing has the added benefit of showing people that the work will get done on time.
But the biggest advantage of timeboxing might be that it gives you a feeling of control over your calendar — which can help you feel happier at work.
This tip is adapted from “How Timeboxing Works and Why It Will Make You More Productive,” by Marc Zao-Sanders
Tuesday, February 18, 2020
How to Protect Time for Your Big Projects
Mon 18 Nov 2019
How to Protect Time for Your Big Projects
When you’re trying to tackle an important project that requires concentrated attention, it’s easy to be overly optimistic about your time and to think you’ve got all day — or even several hours — to get it done.
But when you consider all of the meetings, emails, Slack messages, calls, and “quick questions” that take up your day, you probably have less time than you think. So when you do get a 60- to 90-minute block, focus exclusively on your highest priority project and ruthlessly protect yourself from distractions.
Complex and important projects usually have some administrative tasks associated with them that don’t require as much focus or creativity. Slot those to-dos into other times (say, in between meetings) so they don’t distract from your focus. It can also help to know what you need to do next on your project, so that you can dive right in. You don’t want to spend precious focused time trying to find the source materials for your presentation or hunting down a room to sequester yourself. Remove any barriers so you are ready to go.
This tip is adapted from “5 Mental Mistakes That Kill Your Productivity,” by Alice Boyes
How to Protect Time for Your Big Projects
When you’re trying to tackle an important project that requires concentrated attention, it’s easy to be overly optimistic about your time and to think you’ve got all day — or even several hours — to get it done.
But when you consider all of the meetings, emails, Slack messages, calls, and “quick questions” that take up your day, you probably have less time than you think. So when you do get a 60- to 90-minute block, focus exclusively on your highest priority project and ruthlessly protect yourself from distractions.
Complex and important projects usually have some administrative tasks associated with them that don’t require as much focus or creativity. Slot those to-dos into other times (say, in between meetings) so they don’t distract from your focus. It can also help to know what you need to do next on your project, so that you can dive right in. You don’t want to spend precious focused time trying to find the source materials for your presentation or hunting down a room to sequester yourself. Remove any barriers so you are ready to go.
This tip is adapted from “5 Mental Mistakes That Kill Your Productivity,” by Alice Boyes
Weigh the Risks When Choosing Your First Job
Wed 27 Nov 2019
Weigh the Risks When Choosing Your First Job
Choosing your first job can be daunting, especially in an uncertain economy. Should you aim for a job that’s safe, say at a superstar firm, or one that’s a bit more risky with greater upside, say at a promising start-up?
It’s important to weigh the risks. Working at a superstar firm may feel more stable, but you often have to navigate bureaucracy and politics. It can also be harder to gain recognition, be entrepreneurial, and move forward within the firm. Going to a start-up offers upsides if it’s the next Google, but most start-ups fail.
Still, in a smaller firm you are likely to be less boxed into a certain role, have more responsibility, and learn new skills.
Another option is a middle-of-the-pack company that is more likely to give opportunities to a young, ambitious person short on credentials. What’s right for you depends on your risk tolerance, your income needs, and what you can get. And remember, odds are this first job won’t be your last !
This tip is adapted from “How to Weigh the Risks When Choosing Your First Job,” by Allison Schrager
Weigh the Risks When Choosing Your First Job
Choosing your first job can be daunting, especially in an uncertain economy. Should you aim for a job that’s safe, say at a superstar firm, or one that’s a bit more risky with greater upside, say at a promising start-up?
It’s important to weigh the risks. Working at a superstar firm may feel more stable, but you often have to navigate bureaucracy and politics. It can also be harder to gain recognition, be entrepreneurial, and move forward within the firm. Going to a start-up offers upsides if it’s the next Google, but most start-ups fail.
Still, in a smaller firm you are likely to be less boxed into a certain role, have more responsibility, and learn new skills.
Another option is a middle-of-the-pack company that is more likely to give opportunities to a young, ambitious person short on credentials. What’s right for you depends on your risk tolerance, your income needs, and what you can get. And remember, odds are this first job won’t be your last !
This tip is adapted from “How to Weigh the Risks When Choosing Your First Job,” by Allison Schrager
Lead an Effective Problem-Solving Meeting
Tue 26 Nov 2019
Lead an Effective Problem-Solving Meeting
" There’s nothing worse than getting a group of smart people together to solve a problem and having the discussion devolve into chaos. This usually happens when people are at different stages of the problem-solving process.
To get everyone on the same page, take a methodical approach and conquer one step at a time.
First, ask: Does the team genuinely understand the problem it’s trying to solve? If you can’t clearly articulate it, draft a succinct problem statement.
If the group understands the problem, but hasn’t yet produced a set of potential solutions, concentrate on generating as many quality options as possible. If you already have solutions, assess their strengths and weaknesses, and develop a list of pros and cons. Then you can use your time together to do the often difficult work of choosing a solution — and make sure that the final decision is in writing.
The last stage, once you’ve selected the solution, is to develop an implementation plan. While conquering just one problem-solving stage at a time may feel a bit underwhelming at first, this methodical approach will often help the group leapfrog ahead, sometimes to the end of the problem-solving cycle. "
This tip is adapted from “Why Groups Struggle to Solve Problems Together,” by Al Pittampalli
Lead an Effective Problem-Solving Meeting
" There’s nothing worse than getting a group of smart people together to solve a problem and having the discussion devolve into chaos. This usually happens when people are at different stages of the problem-solving process.
To get everyone on the same page, take a methodical approach and conquer one step at a time.
First, ask: Does the team genuinely understand the problem it’s trying to solve? If you can’t clearly articulate it, draft a succinct problem statement.
If the group understands the problem, but hasn’t yet produced a set of potential solutions, concentrate on generating as many quality options as possible. If you already have solutions, assess their strengths and weaknesses, and develop a list of pros and cons. Then you can use your time together to do the often difficult work of choosing a solution — and make sure that the final decision is in writing.
The last stage, once you’ve selected the solution, is to develop an implementation plan. While conquering just one problem-solving stage at a time may feel a bit underwhelming at first, this methodical approach will often help the group leapfrog ahead, sometimes to the end of the problem-solving cycle. "
This tip is adapted from “Why Groups Struggle to Solve Problems Together,” by Al Pittampalli
Monday, February 17, 2020
Set Aside “Proactive Time” for Important Projects
Wed 18 Dec 2019
Set Aside “Proactive Time” for Important Projects
" When it comes to our to-do lists, many of us prioritize checking off tasks that are easiest to complete or are due first, regardless of importance. The result?
Some important tasks never get done. Managers can help employees by having them set aside proactive time for work that is important but not urgent. Ask them to block time on their calendar each week.
For these periods to be effective, they must be distraction-free: Shut off email, Slack, and your phone. While it might be tempting to answer a quick request from a client, this sense of being “always on” negatively affects productivity. Managers might even consider blocking off this time on employees’ calendars themselves. Survey your team to gauge interest, or try a six-week experiment to learn how much time you should block off, or which days work best. Sure, employees could do this for themselves, but having a manager make clear that proactive time is important sets the expectation for focused work and prevents critical projects from falling through the cracks.
Giving Feedback to an Overly Chatty Employee
wed 22 Jan 2020
Giving Feedback to an Overly Chatty Employee
It only takes one social butterfly to distract a whole office, and as a manager, it’s on you to be sure that everyone can get their work done. If you need to reign in a chatty team member, first, acknowledge the awkwardness. You might say, “This feels uncomfortable, but I wanted to talk about something that’s been on my mind and may not be on your radar.” Be specific and neutral when you’re describing the person’s conduct. “You’re being too friendly at work” is an interpretation of behavior.
Instead, try something more neutral like, “I notice that on Mondays, you come into my office to tell me about your weekend without asking if I have a few minutes to chat. I’m usually trying to catch up on time-sensitive emails at that time. Would you be willing to first ask if I have a few minutes free?” Also, make sure you convey positive intent. You might say something like: “To be clear, I feel confident that you’re not trying to bother me intentionally, and that you want to be friendly and inclusive. Did I get that right?” Although these conversations can be hard, remind yourself that your ultimate intent is to create a culture of supportive feedback that will benefit all of your employees.
This tip is adapted from “Managing the Social Butterfly in Your Office,” by Deborah Grayson Riegel
Giving Feedback to an Overly Chatty Employee
It only takes one social butterfly to distract a whole office, and as a manager, it’s on you to be sure that everyone can get their work done. If you need to reign in a chatty team member, first, acknowledge the awkwardness. You might say, “This feels uncomfortable, but I wanted to talk about something that’s been on my mind and may not be on your radar.” Be specific and neutral when you’re describing the person’s conduct. “You’re being too friendly at work” is an interpretation of behavior.
Instead, try something more neutral like, “I notice that on Mondays, you come into my office to tell me about your weekend without asking if I have a few minutes to chat. I’m usually trying to catch up on time-sensitive emails at that time. Would you be willing to first ask if I have a few minutes free?” Also, make sure you convey positive intent. You might say something like: “To be clear, I feel confident that you’re not trying to bother me intentionally, and that you want to be friendly and inclusive. Did I get that right?” Although these conversations can be hard, remind yourself that your ultimate intent is to create a culture of supportive feedback that will benefit all of your employees.
This tip is adapted from “Managing the Social Butterfly in Your Office,” by Deborah Grayson Riegel
Wednesday, February 12, 2020
Supportive Supervision Basics .
Mon 14 Oct 2019
Supportive Supervision Basics .
What Not to Say When an Employee Makes a Mistake !
( Trainers can make this a part of their content / activity / role play - if they are training first time managers / promotees / leaders leading small teams . And making their own content ! )
" When one of your employees makes a mistake, what do you say?
You might feel frustrated or angry, and ask something like “What were you thinking?” or “What went wrong?”
But those kinds of PAST-focused questions only reinforce the mistake and make the person feel defensive !
Instead, ask a question that looks forward: “How will you do it differently NEXT time?”
Focusing on the FUTURE this way allows the person to acknowledge their mistake and demonstrate what they’ve LEARNED !
Additionally, it shows that you’re confident in the person’s abilities and gives you the chance to point out any problems in their thinking.
Future-focused questions AREN'T EASY to ask when your emotions are hot ! Take a deep breath before speaking, and remember that your goal in this situation is to HELP the employee grow — and NOT to make them feel worse than they already do."
This tip is adapted from “What to Say When Your Employee Makes a Mistake,” by Peter Bregman
Supportive Supervision Basics .
What Not to Say When an Employee Makes a Mistake !
( Trainers can make this a part of their content / activity / role play - if they are training first time managers / promotees / leaders leading small teams . And making their own content ! )
" When one of your employees makes a mistake, what do you say?
You might feel frustrated or angry, and ask something like “What were you thinking?” or “What went wrong?”
But those kinds of PAST-focused questions only reinforce the mistake and make the person feel defensive !
Instead, ask a question that looks forward: “How will you do it differently NEXT time?”
Focusing on the FUTURE this way allows the person to acknowledge their mistake and demonstrate what they’ve LEARNED !
Additionally, it shows that you’re confident in the person’s abilities and gives you the chance to point out any problems in their thinking.
Future-focused questions AREN'T EASY to ask when your emotions are hot ! Take a deep breath before speaking, and remember that your goal in this situation is to HELP the employee grow — and NOT to make them feel worse than they already do."
This tip is adapted from “What to Say When Your Employee Makes a Mistake,” by Peter Bregman
Sunday, February 9, 2020
5 ways of Bouncing Back - When You Don’t Land Your Dream Job !
5 ways of Bouncing Back - When You Don’t Land Your Dream Job !
It’s common to get your hopes up about a job that seems perfect — and to feel defeated if it doesn’t come through. Taking a moment to wallow is natural. But one of the best ways to overcome the disappointment is to take action.
(1) Start by putting your rejection into CONTEXT. Look back on some of your past disappointments — we’ve all got them — and reflect on how they made other things possible for you.
(2) Then, CHANNEL your frustration into motivation. For example, if you were turned down because you lacked certain skills or experience, learn that computer language or get that certification !
(3) You can also think about ALTERNATE WAYS to achieve your goal. Is there a competitor who recruits for similar positions? Are there adjacent roles that might still be a fit?
(4) Also, make sure to stay on the company’s radar. Join their mailing lists or set up a news alert so you know about company events or other job openings.
(5) And lastly - make it clear to your contact that you remain interested in the company. You never know when a different role might open up.
This tip is adapted from “You Didn’t Land Your Dream Job. Now What?,” by Dorie Clark
It’s common to get your hopes up about a job that seems perfect — and to feel defeated if it doesn’t come through. Taking a moment to wallow is natural. But one of the best ways to overcome the disappointment is to take action.
(1) Start by putting your rejection into CONTEXT. Look back on some of your past disappointments — we’ve all got them — and reflect on how they made other things possible for you.
(2) Then, CHANNEL your frustration into motivation. For example, if you were turned down because you lacked certain skills or experience, learn that computer language or get that certification !
(3) You can also think about ALTERNATE WAYS to achieve your goal. Is there a competitor who recruits for similar positions? Are there adjacent roles that might still be a fit?
(4) Also, make sure to stay on the company’s radar. Join their mailing lists or set up a news alert so you know about company events or other job openings.
(5) And lastly - make it clear to your contact that you remain interested in the company. You never know when a different role might open up.
This tip is adapted from “You Didn’t Land Your Dream Job. Now What?,” by Dorie Clark
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