How to Succeed When Your Predecessor Was a Star
Starting any job, whether it’s an internal promotion or at a new organization, can feel a bit nerve-wracking. It’s that much more daunting if you know that you’re taking over for someone who was highly respected and successful.
But don’t try to take on your predecessor’s personality or leadership style. Being unapologetically yourself will earn respect and help preempt any comparisons. Also, understand and manage important relationships. This requires knowing not only who people are (and not just the ones with the senior titles) but also what they care most about, what they each expect from you, and what concerns they might have.
And seek feedback. Ask a few trusted colleagues to share early and often what’s going well and what’s going less well so you can make real-time adjustments, as needed. And, of course, go in with the right attitude. Filling big shoes may make you question your own capabilities and whether you have what it takes to meet the standard set by your predecessor. Focus on your strengths and what you know you bring to the role.
This tip is adapted from “How to Succeed When You Have Big Shoes to Fill,” by Rebecca Zucker
Tuesday, June 30, 2020
Are You and Your Team Ready to Work from Home?
Fri 13 March 2020
Are You and Your Team Ready to Work from Home?
A crisis, like Covid-19, can impact how, when, and where you and your employees work. That’s why it’s important to be sure everyone on your team is prepared to work from home — perhaps on a moment’s notice. Map out which jobs and tasks can and can’t be done, even partially, without a physical presence in the office. Then do a thorough audit of the technology that your company uses for remote work. Make sure your employees are comfortable using the various hardware and software. Quickly train people and give them opportunities to practice. You’ll also need a clear communications protocol that should include: everyone’s contact information; which communication channels you’ll use — email, IM, Slack, etc.; how employees are expected to respond to customers; and how and when teams will coordinate and meet. While putting these steps in place, it’s also smart to identify ways to measure how effective remote work is for your team. Once the crisis is over, this data will allow you to reflect on what worked, what didn’t, and why.
This tip is adapted from “What’s Your Company’s Emergency Remote-Work Plan?,” by Cali Williams Yost
Are You and Your Team Ready to Work from Home?
A crisis, like Covid-19, can impact how, when, and where you and your employees work. That’s why it’s important to be sure everyone on your team is prepared to work from home — perhaps on a moment’s notice. Map out which jobs and tasks can and can’t be done, even partially, without a physical presence in the office. Then do a thorough audit of the technology that your company uses for remote work. Make sure your employees are comfortable using the various hardware and software. Quickly train people and give them opportunities to practice. You’ll also need a clear communications protocol that should include: everyone’s contact information; which communication channels you’ll use — email, IM, Slack, etc.; how employees are expected to respond to customers; and how and when teams will coordinate and meet. While putting these steps in place, it’s also smart to identify ways to measure how effective remote work is for your team. Once the crisis is over, this data will allow you to reflect on what worked, what didn’t, and why.
This tip is adapted from “What’s Your Company’s Emergency Remote-Work Plan?,” by Cali Williams Yost
Communicate with Your Team During a Rapidly Evolving Crisis
Mon 16 March 2020
Communicate with Your Team During a Rapidly Evolving Crisis
Keeping your employees informed during a crisis should be one of your top priorities as a leader. It’s your responsibility to stay on top of events as they unfold — especially if they’re evolving as fast as they are right now. At the same time, beware of hype. News outlets often focus on what’s new, rather than the big picture, and they sometimes don’t distinguish between hard facts, soft facts, and speculation. Think critically about the source of the information before acting on it. Of course, employees have direct access to many sources of information too — but don’t assume they’re fully informed. It’s far better to create and widely share a regularly updated summary of facts and implications so you’re all on the same page. And constantly reframe your understanding of what’s happening. Don’t hold off on disseminating plans just because they might change. Create a living document, with a time-stamped “best current view,” and update it regularly, highlighting critical changes.
This tip is adapted from “Lead Your Business Through the Coronavirus Crisis,” by Martin Reeves, Nikolaus Lang, and Philipp Carlsson-Szlezak
Make Instant Messaging Work for Your Team
Wed 25 March 2020
Make Instant Messaging Work for Your Team
Whether you’re in an office or working remotely, instant messaging tools like Slack, Microsoft Teams, and Zoom can be invaluable. There’s just one problem: We’re still figuring out how to properly, and professionally, communicate via IM. These platforms can be distracting, and they can inadvertently reinforce communication silos when teams accustomed to one platform don’t connect with others who use a different one. So pick a platform, clearly define expectations and reiterate them over time. Respect work-life balance by creating norms around appropriate response times. Encourage people to sign off IM tools and to respect others’ out-of-office status messages. Explain that requests should come with information about when answers are needed, and that most conversations should happen during the workday and be kept short and to the point. And don’t let text entirely replace other forms of interaction. Even if you can’t be in the office together, you can encourage people to pick up the phone or turn on video conferencing to connect with one another.
This tip is adapted from “Best Practices for Instant Messaging at Work,” by Dustin York
Make Instant Messaging Work for Your Team
Whether you’re in an office or working remotely, instant messaging tools like Slack, Microsoft Teams, and Zoom can be invaluable. There’s just one problem: We’re still figuring out how to properly, and professionally, communicate via IM. These platforms can be distracting, and they can inadvertently reinforce communication silos when teams accustomed to one platform don’t connect with others who use a different one. So pick a platform, clearly define expectations and reiterate them over time. Respect work-life balance by creating norms around appropriate response times. Encourage people to sign off IM tools and to respect others’ out-of-office status messages. Explain that requests should come with information about when answers are needed, and that most conversations should happen during the workday and be kept short and to the point. And don’t let text entirely replace other forms of interaction. Even if you can’t be in the office together, you can encourage people to pick up the phone or turn on video conferencing to connect with one another.
This tip is adapted from “Best Practices for Instant Messaging at Work,” by Dustin York
7 Tips for Cybersecurity During a Crisis
Tue 24 March 2020
7 Tips for Cybersecurity During a Crisis
" Cyber criminals love a crisis ! With many more people working remotely, they are undoubtedly poised to capitalize on security flaws, but there are several things you can do to protect yourself and your company.
(1) Phishing : Be on the lookout for phishing emails designed to entice you to click on the latest and greatest offer related to coronavirus protections, or with urgent instructions from your boss.
Their intent is to get you to unwittingly download malware onto your device and the company’s systems.
(2) Make sure your devices are up to date on their anti-virus protection.
(3) Use multi-factor authentication on any accounts for which it is available.
(4) Avoid the temptation of using Bluetooth in a public place — it is an easy way for hackers to connect to your device. Only work on secure, password-protected internet connections.
(5) If you have to use public WiFi, be sure to verify with the owner that the network to which you’re connecting is legitimate and secured through a password.
(6) Avoid accessing any confidential or sensitive information from a public WiFi network.
(7) And be sure to report any lost or stolen device immediately to minimize the risk of fraud.
This tip is adapted from “Will Coronavirus Lead to More Cyber Attacks?,” by Brenda R. Sharton
7 Tips for Cybersecurity During a Crisis
" Cyber criminals love a crisis ! With many more people working remotely, they are undoubtedly poised to capitalize on security flaws, but there are several things you can do to protect yourself and your company.
(1) Phishing : Be on the lookout for phishing emails designed to entice you to click on the latest and greatest offer related to coronavirus protections, or with urgent instructions from your boss.
Their intent is to get you to unwittingly download malware onto your device and the company’s systems.
(2) Make sure your devices are up to date on their anti-virus protection.
(3) Use multi-factor authentication on any accounts for which it is available.
(4) Avoid the temptation of using Bluetooth in a public place — it is an easy way for hackers to connect to your device. Only work on secure, password-protected internet connections.
(5) If you have to use public WiFi, be sure to verify with the owner that the network to which you’re connecting is legitimate and secured through a password.
(6) Avoid accessing any confidential or sensitive information from a public WiFi network.
(7) And be sure to report any lost or stolen device immediately to minimize the risk of fraud.
This tip is adapted from “Will Coronavirus Lead to More Cyber Attacks?,” by Brenda R. Sharton
Don’t Let a Setback Drag Your Team Down
Fri 20 March 2020
Don’t Let a Setback Drag Your Team Down
Every team experiences setbacks — the customer you didn’t land, the client meeting that didn’t go well. And because of our natural negativity bias, these disappointments can often overshadow what is going well. Well, the good news is that bad news doesn’t have to drag you all down. You can adopt what the leadership scholar John Gardner called “tough-minded optimism” and exhibit excitement, enthusiasm, and grit. Go out of your way to remind colleagues of the progress they’re making. Celebrate small wins frequently and memorably. (There’s a reason so many startups ring a bell or bang a gong every time they land a new customer.) Organize a Friday celebration to revel in the week’s good news. Make it a point to emphasize — even overemphasize — good news in order to lessen the impact of the bad. While keeping your team excited and focused on the future, you might also have to deal with any “bad apples” — people who gossip, carry grudges, and otherwise bring the team down. Their negativity can be contagious, so it’s important you coach them to change their attitude or ask them to move on.
This tip is adapted from “Don’t Let Negativity Sink Your Organization,” by Bill Taylor
Don’t Let a Setback Drag Your Team Down
Every team experiences setbacks — the customer you didn’t land, the client meeting that didn’t go well. And because of our natural negativity bias, these disappointments can often overshadow what is going well. Well, the good news is that bad news doesn’t have to drag you all down. You can adopt what the leadership scholar John Gardner called “tough-minded optimism” and exhibit excitement, enthusiasm, and grit. Go out of your way to remind colleagues of the progress they’re making. Celebrate small wins frequently and memorably. (There’s a reason so many startups ring a bell or bang a gong every time they land a new customer.) Organize a Friday celebration to revel in the week’s good news. Make it a point to emphasize — even overemphasize — good news in order to lessen the impact of the bad. While keeping your team excited and focused on the future, you might also have to deal with any “bad apples” — people who gossip, carry grudges, and otherwise bring the team down. Their negativity can be contagious, so it’s important you coach them to change their attitude or ask them to move on.
This tip is adapted from “Don’t Let Negativity Sink Your Organization,” by Bill Taylor
Monday, June 29, 2020
Use Curiosity to Break a Bad Habit
Mon 06 Jan 2020
Use Curiosity to Break a Bad Habit
Why is breaking a habit so difficult? It’s because habits are made up of three components: a trigger (for example, feeling stressed), a behavior (browsing the Internet), and a reward (feeling sated). Each time you reinforce the reward, you become more likely to repeat the behavior. The key to breaking this cycle is to become more aware of the “reward” reinforcing your behavior. First, figure out your triggers. If the habit is procrastination, for example, pay attention to the circumstances surrounding you when you put things off. Do you have a big project you’re trying to avoid? Do you have too much on your plate? Then, try to identify the behaviors you engage in when you procrastinate. Do you check social media instead of working? Do you take on unimportant tasks instead of what you should be doing? The next step is to clearly link action to outcome. Ask yourself what you get from surfing the internet for pictures of cute puppies. How rewarding is it in the moment, especially when you realize that it isn’t helping you get your work done? Lastly, replace the reward with curiosity. Being curious helps you acknowledge the sensations you’re feeling — boredom, distraction — without acting on them.
This tip is adapted from “How to Break Up with Your Bad Habits,” by Judson Brewer
Use Curiosity to Break a Bad Habit
Why is breaking a habit so difficult? It’s because habits are made up of three components: a trigger (for example, feeling stressed), a behavior (browsing the Internet), and a reward (feeling sated). Each time you reinforce the reward, you become more likely to repeat the behavior. The key to breaking this cycle is to become more aware of the “reward” reinforcing your behavior. First, figure out your triggers. If the habit is procrastination, for example, pay attention to the circumstances surrounding you when you put things off. Do you have a big project you’re trying to avoid? Do you have too much on your plate? Then, try to identify the behaviors you engage in when you procrastinate. Do you check social media instead of working? Do you take on unimportant tasks instead of what you should be doing? The next step is to clearly link action to outcome. Ask yourself what you get from surfing the internet for pictures of cute puppies. How rewarding is it in the moment, especially when you realize that it isn’t helping you get your work done? Lastly, replace the reward with curiosity. Being curious helps you acknowledge the sensations you’re feeling — boredom, distraction — without acting on them.
This tip is adapted from “How to Break Up with Your Bad Habits,” by Judson Brewer
Help a Team Member Improve Their Follow-Through
Fri 28 Feb 2020
Today’s Tip
Help a Team Member Improve Their Follow-Through
When a colleague or direct report fails to follow through on a task or promise, it’s rarely intentional. More often, it’s the result of an underlying issue, such as unclear responsibilities or unrealistic goals. To identify what’s really going on — and fix it — check to make sure you’re not part of the problem. Instead of wondering, “Why aren’t they doing their part?” ask “Is there anything I can do differently to help?” Then, approach the individual for their perspective. For example, if the person is constantly missing deadlines, you could say, “I’ve noticed that you seem to need a little more time to get the work done lately.” Provide specific examples, then ask, “What can we do to help you get back on track?” If your team member feels emotionally safe, they are more likely to work with you to solve the problem. Finally, work together to set realistic expectations and a plan for moving forward. And, of course, agree on a way to measure progress, so the problem doesn’t happen again.
This tip is adapted from “Does Your Team Have an Accountability Problem?,” by Melissa Raffoni
Today’s Tip
Help a Team Member Improve Their Follow-Through
When a colleague or direct report fails to follow through on a task or promise, it’s rarely intentional. More often, it’s the result of an underlying issue, such as unclear responsibilities or unrealistic goals. To identify what’s really going on — and fix it — check to make sure you’re not part of the problem. Instead of wondering, “Why aren’t they doing their part?” ask “Is there anything I can do differently to help?” Then, approach the individual for their perspective. For example, if the person is constantly missing deadlines, you could say, “I’ve noticed that you seem to need a little more time to get the work done lately.” Provide specific examples, then ask, “What can we do to help you get back on track?” If your team member feels emotionally safe, they are more likely to work with you to solve the problem. Finally, work together to set realistic expectations and a plan for moving forward. And, of course, agree on a way to measure progress, so the problem doesn’t happen again.
This tip is adapted from “Does Your Team Have an Accountability Problem?,” by Melissa Raffoni
Sunday, June 28, 2020
Don’t Dread the Q&A After Your Presentation
Thu 27 Feb 2020
Don’t Dread the Q&A After Your Presentation
You can manage a fear of public speaking by thoroughly rehearsing your presentation. But what about the part of the talk that is less in your control: the question-and-answer period?
Don’t worry, there are several things you can do to prepare.
First, change your mindset, and develop an appreciation for the conversation. Follow-up questions mean that people want to engage with what you have to say. Think about the types of things that audience members might ask. Put yourself in their shoes: How will your message impact their job?
Practice responding with appreciation, such as “Thank you for raising that.”
If you’re asked a contentious question, start your answer by focusing on where you and the audience member agree. This makes the person feel seen and connected to you.
If you’re asked a question out of left field, respond with curiosity.
Ask follow-up questions that help you understand what they’re getting at and where they’re coming from.
If you’re still scratching your head, you can go back to expressing appreciation. A response like “I’m not sure about that, but thank you. I’ll look into it and get back to you,” will always work.
This tip is adapted from “How to Nail the Q&A After Your Presentation,” by Caroline Webb
Don’t Dread the Q&A After Your Presentation
You can manage a fear of public speaking by thoroughly rehearsing your presentation. But what about the part of the talk that is less in your control: the question-and-answer period?
Don’t worry, there are several things you can do to prepare.
First, change your mindset, and develop an appreciation for the conversation. Follow-up questions mean that people want to engage with what you have to say. Think about the types of things that audience members might ask. Put yourself in their shoes: How will your message impact their job?
Practice responding with appreciation, such as “Thank you for raising that.”
If you’re asked a contentious question, start your answer by focusing on where you and the audience member agree. This makes the person feel seen and connected to you.
If you’re asked a question out of left field, respond with curiosity.
Ask follow-up questions that help you understand what they’re getting at and where they’re coming from.
If you’re still scratching your head, you can go back to expressing appreciation. A response like “I’m not sure about that, but thank you. I’ll look into it and get back to you,” will always work.
This tip is adapted from “How to Nail the Q&A After Your Presentation,” by Caroline Webb
Focus on “Microhabits” to Change Your Behavior
Focus on “Microhabits” to Change Your Behavior
High achievers often have lofty aspirations for self-improvement. But big goals — such as “meditate for an hour every day,” or “read more” — are often more burdensome than they are sustainable. So, start small by focusing on “microhabits” — more achievable behaviors that you build over long periods of time. These habits should be ridiculously small, like meditating for 30 seconds or reading a paragraph each night. To minimize effort, piggyback on a daily task. Perform your new action at the same time as (or right before) something you already do every day. Read that one paragraph while brushing your teeth. Meditate while waiting for your coffee to brew. Then, track your progress, but keep it simple. Try using a “yes list” where you write down the desired action, and under each date simply note a Y or N to indicate if you completed the task. Once you’ve accrued several weeks of Ys, you can increase your microhabit by a small increment, say 10%. Continue these tiny, incremental adjustments until the new habit is part of your muscle memory. By starting small, you can achieve big results.
This tip is adapted from “To Achieve Big Goals, Start with Small Habits,” by Sabina Nawaz
High achievers often have lofty aspirations for self-improvement. But big goals — such as “meditate for an hour every day,” or “read more” — are often more burdensome than they are sustainable. So, start small by focusing on “microhabits” — more achievable behaviors that you build over long periods of time. These habits should be ridiculously small, like meditating for 30 seconds or reading a paragraph each night. To minimize effort, piggyback on a daily task. Perform your new action at the same time as (or right before) something you already do every day. Read that one paragraph while brushing your teeth. Meditate while waiting for your coffee to brew. Then, track your progress, but keep it simple. Try using a “yes list” where you write down the desired action, and under each date simply note a Y or N to indicate if you completed the task. Once you’ve accrued several weeks of Ys, you can increase your microhabit by a small increment, say 10%. Continue these tiny, incremental adjustments until the new habit is part of your muscle memory. By starting small, you can achieve big results.
This tip is adapted from “To Achieve Big Goals, Start with Small Habits,” by Sabina Nawaz
Record Yourself Practicing Ahead of Your Next Presentation
Tue 17 Dec 2019
Record Yourself Practicing Ahead of Your Next Presentation
During a big presentation, people will be paying close attention to what you say and how you say it. You may feel unsure of yourself, but the key to projecting confidence is to practice. Recording yourself can be especially effective. Let’s say you have a tendency to use filler words like um, ah, and you know. Use your smartphone to record yourself practicing. Then play it back, and make a list of the filler words you use most. Write them down, and practice again. When you catch yourself about to use one, aim for silence instead. Speaking of silence, don’t be afraid to take time to pause during your delivery. It gives the audience a break between thoughts and can make your words more memorable. Lastly, vary the pace of your presentation. Slow down and speed up to accentuate your most important points, letting your story guide the pace. Remember, it’s the rare presenter who’s mastered all of these skills, but all it requires is taking your time and practicing until you get it right.
This tip is adapted from “How to Look and Sound Confident During a Presentation,” by Carmine Gallo
Record Yourself Practicing Ahead of Your Next Presentation
During a big presentation, people will be paying close attention to what you say and how you say it. You may feel unsure of yourself, but the key to projecting confidence is to practice. Recording yourself can be especially effective. Let’s say you have a tendency to use filler words like um, ah, and you know. Use your smartphone to record yourself practicing. Then play it back, and make a list of the filler words you use most. Write them down, and practice again. When you catch yourself about to use one, aim for silence instead. Speaking of silence, don’t be afraid to take time to pause during your delivery. It gives the audience a break between thoughts and can make your words more memorable. Lastly, vary the pace of your presentation. Slow down and speed up to accentuate your most important points, letting your story guide the pace. Remember, it’s the rare presenter who’s mastered all of these skills, but all it requires is taking your time and practicing until you get it right.
This tip is adapted from “How to Look and Sound Confident During a Presentation,” by Carmine Gallo
Are You Still Stewing About That Mistake You Made?
Fri 27 Dec 2019
Are You Still Stewing About That Mistake You Made?
In the run-up to the new year, we’re resharing some of our favorite tips from 2019.
When you make a mistake at work, do you replay it in your head for days or even weeks? This kind of overthinking is called rumination, and it can lead to serious anxiety. To break out of the cycle, there are a few things you can do. For one, identify your rumination triggers. Do certain types of people, projects, or decisions make you second-guess yourself? Notice when (and why) a situation is causing you to start overthinking things. It can also be useful to distance yourself from negative thoughts by labeling them as thoughts or feelings. For example, instead of saying “I’m inadequate,” say “I’m feeling like I’m inadequate.” These labels can help you distinguish what you’re experiencing from who you truly are as a person and an employee. Another way to short-circuit rumination is to distract yourself. When your brain won’t stop spinning, take a walk, meditate, or fill out an expense report — do any simple activity you can focus on for a few minutes.
This tip is adapted from “How to Stop Obsessing Over Your Mistakes,” by Alice Boyes
Are You Still Stewing About That Mistake You Made?
In the run-up to the new year, we’re resharing some of our favorite tips from 2019.
When you make a mistake at work, do you replay it in your head for days or even weeks? This kind of overthinking is called rumination, and it can lead to serious anxiety. To break out of the cycle, there are a few things you can do. For one, identify your rumination triggers. Do certain types of people, projects, or decisions make you second-guess yourself? Notice when (and why) a situation is causing you to start overthinking things. It can also be useful to distance yourself from negative thoughts by labeling them as thoughts or feelings. For example, instead of saying “I’m inadequate,” say “I’m feeling like I’m inadequate.” These labels can help you distinguish what you’re experiencing from who you truly are as a person and an employee. Another way to short-circuit rumination is to distract yourself. When your brain won’t stop spinning, take a walk, meditate, or fill out an expense report — do any simple activity you can focus on for a few minutes.
This tip is adapted from “How to Stop Obsessing Over Your Mistakes,” by Alice Boyes
When Joining a New Company, Find a “Cultural Mentor”
Fri 07 Feb 2020
When Joining a New Company, Find a “Cultural Mentor”
We often assume that if we’re successful at one company, we’ll easily succeed at another !
But it can be jarring to join a new organization with a very different culture.
(1) One way to ease the transition is to find a cultural mentor: someone who can help you interpret and navigate the implicit codes of the new culture.
(2) Look for a person who has a deep understanding of your new company, wants you to succeed, and doesn’t have an overt political agenda that could cause them to give you biased information. This might be a former employee you know through social or professional circles, or a respected colleague in another office or department.
But even with help, it’s possible that you’ll trip up at some point !
(3) If so, apologize, (“I’m sorry if my feedback came across as too harsh,”) explain the difference, (“That was a common way of expressing things at my last company,”) and commit to adapting. (“I’ve come to understand that’s not effective here, and I’ll take note of that for the future.”)
People will often cut you some slack. Observe the nuances of your new culture carefully to ensure you don’t repeat your mistakes and damage your ability to succeed at your new job.
This tip is adapted from “Navigating a New Job with a Very Different Culture,” by Dorie Clark
When Joining a New Company, Find a “Cultural Mentor”
We often assume that if we’re successful at one company, we’ll easily succeed at another !
But it can be jarring to join a new organization with a very different culture.
(1) One way to ease the transition is to find a cultural mentor: someone who can help you interpret and navigate the implicit codes of the new culture.
(2) Look for a person who has a deep understanding of your new company, wants you to succeed, and doesn’t have an overt political agenda that could cause them to give you biased information. This might be a former employee you know through social or professional circles, or a respected colleague in another office or department.
But even with help, it’s possible that you’ll trip up at some point !
(3) If so, apologize, (“I’m sorry if my feedback came across as too harsh,”) explain the difference, (“That was a common way of expressing things at my last company,”) and commit to adapting. (“I’ve come to understand that’s not effective here, and I’ll take note of that for the future.”)
People will often cut you some slack. Observe the nuances of your new culture carefully to ensure you don’t repeat your mistakes and damage your ability to succeed at your new job.
This tip is adapted from “Navigating a New Job with a Very Different Culture,” by Dorie Clark
Build a Productivity System That Meets Your Specific Needs
Mon 10 Feb 2020
Build a Productivity System That Meets Your Specific Needs
It can be hard to find the right productivity tool. The good news is that with a new generation of DIY platforms, you don’t have to be a programmer to build a system that works for you. Here are a few things to consider before setting out.
(1) First, know the problem that you’re trying to solve. Your frustrations with your current tools are the best indicators of what you need, so jot those down.
(2) Then, if you find a tool that piques your interest, start using it on small tasks. You might have grand plans for an elaborate dashboard that will automate various parts of your work, but start with something easy, like a to-do list.
(3) Also, look for integrations with other important tools, such as your email client or phone apps that you regularly use.
(4) And be sure you have an escape plan !
Because productivity tools come and go, make sure there is a way to export your work, and make a point of doing so regularly, if only as a backup.
This tip is adapted from “Create a Productivity Workflow That Works for You,” by Alexandra Samuel
Build a Productivity System That Meets Your Specific Needs
It can be hard to find the right productivity tool. The good news is that with a new generation of DIY platforms, you don’t have to be a programmer to build a system that works for you. Here are a few things to consider before setting out.
(1) First, know the problem that you’re trying to solve. Your frustrations with your current tools are the best indicators of what you need, so jot those down.
(2) Then, if you find a tool that piques your interest, start using it on small tasks. You might have grand plans for an elaborate dashboard that will automate various parts of your work, but start with something easy, like a to-do list.
(3) Also, look for integrations with other important tools, such as your email client or phone apps that you regularly use.
(4) And be sure you have an escape plan !
Because productivity tools come and go, make sure there is a way to export your work, and make a point of doing so regularly, if only as a backup.
This tip is adapted from “Create a Productivity Workflow That Works for You,” by Alexandra Samuel
What Not to Do When You’re Hiring New Talent
Tue 11 Feb 2020
What Not to Do When You’re Hiring New Talent
" One of the most important — and toughest — parts of being a manager is hiring. Too many of us look for talent in the same old (wrong) places or follow the popular trend of thinking the “best hire” is the “best culture fit.” It’s time to update your tactics: Here’s what to stop doing and what to try instead.
(1) First, don’t just focus on your current needs. Plan ahead and consider whether the new hire has skills that align with your long-term strategy.
(2) Then, don’t just look at past performance. Consider the traits that will help the person be successful, for example, do they have the necessary soft skills. Also, don’t think about the candidate as an individual hire, think about the configuration of your team. Will people work together well? Are they likely to complement each other? Do their roles align with what the team needs?
(3) And don’t only search outside your company. Research shows that external hires take longer to adapt and have higher rates of voluntary and involuntary exits. On the other hand, internal hires tend to have higher success rates, not least because they are better able to understand the culture and navigate the politics of the organization. They are also more likely to be loyal and committed to the company, which is an important trait in all candidates.
This tip is adapted from “How the Best Managers Identify and Develop Talent,” by Tomas Chamorro-Premuzic and Jonathan Kirschner
What Not to Do When You’re Hiring New Talent
" One of the most important — and toughest — parts of being a manager is hiring. Too many of us look for talent in the same old (wrong) places or follow the popular trend of thinking the “best hire” is the “best culture fit.” It’s time to update your tactics: Here’s what to stop doing and what to try instead.
(1) First, don’t just focus on your current needs. Plan ahead and consider whether the new hire has skills that align with your long-term strategy.
(2) Then, don’t just look at past performance. Consider the traits that will help the person be successful, for example, do they have the necessary soft skills. Also, don’t think about the candidate as an individual hire, think about the configuration of your team. Will people work together well? Are they likely to complement each other? Do their roles align with what the team needs?
(3) And don’t only search outside your company. Research shows that external hires take longer to adapt and have higher rates of voluntary and involuntary exits. On the other hand, internal hires tend to have higher success rates, not least because they are better able to understand the culture and navigate the politics of the organization. They are also more likely to be loyal and committed to the company, which is an important trait in all candidates.
This tip is adapted from “How the Best Managers Identify and Develop Talent,” by Tomas Chamorro-Premuzic and Jonathan Kirschner
Sunday, June 21, 2020
Keep Your Writing Simple
Wed 26 Feb 2020
Keep Your Writing Simple
When you’re writing for work, it can be tempting to rely on industry jargon or big words to puff up your ideas. But overblown language doesn’t make you sound smart, and it can be off-putting to readers. Most people are drawn to a more conversational tone.
(1) So, choose shorter, more familiar words and explain things in a way that anyone could understand. For example, write “things that could affect the merger” instead of “issues potentially impacting the successful completion of the merger.”
(2) Also, whether you’re writing an email or a formal proposal, make sure that your content is glanceable, since it probably will be read on a screen — and these days, often a phone.
(3) Assume that your readers will be distracted, busy, and on-the-go. Formatting can help: Try using subheads, bullet points, diagrams, and tables to highlight your key takeaways. Short sentences and short paragraphs help too.
(4) A good rule of thumb is “one thought per sentence.” If there are too many linked ideas in one sentence, your readers may get lost and just give up.
Keep Your Writing Simple
When you’re writing for work, it can be tempting to rely on industry jargon or big words to puff up your ideas. But overblown language doesn’t make you sound smart, and it can be off-putting to readers. Most people are drawn to a more conversational tone.
(1) So, choose shorter, more familiar words and explain things in a way that anyone could understand. For example, write “things that could affect the merger” instead of “issues potentially impacting the successful completion of the merger.”
(2) Also, whether you’re writing an email or a formal proposal, make sure that your content is glanceable, since it probably will be read on a screen — and these days, often a phone.
(3) Assume that your readers will be distracted, busy, and on-the-go. Formatting can help: Try using subheads, bullet points, diagrams, and tables to highlight your key takeaways. Short sentences and short paragraphs help too.
(4) A good rule of thumb is “one thought per sentence.” If there are too many linked ideas in one sentence, your readers may get lost and just give up.
Wednesday, June 10, 2020
inclusive virtual meetings
Wed 15 April 2020
Are Your Virtual Meetings Inclusive?
" With more of us meeting our colleagues by phone or videoconference than ever before, it’s important that everyone feels connected and included.
(1) If you’re leading a meeting, start by setting ground rules. Ask everyone to turn off the notifications on their phones and to resist the temptation to multitask.
(2) Rather than going straight to your agenda items, spend the first five to seven minutes of the meeting checking in with people. Ask everyone, “How are you all doing?,” and make sure everyone has an opportunity to answer. Start with whomever is the newest or most junior, or the person who usually speaks the least.
(3)And you should open up as well, so that you’re modeling the behavior.
When you’re wrapping up the meeting, follow up with an email or instant message to ensure that people have heard you and that they’re OK with the outcome.
(4) You should have multiple touchpoints through various media to continue the trail of conversation.
This tip is adapted from “15 Questions About Remote Work, Answered,” by Tsedal Neeley
Don’t Let Video Calls Drain Your Energy!
Video / Virtual call Tip .
Don’t Let Video Calls Drain Your Energy!
" Let’s face it, video calls are exhausting ! But there are a few things you can do to conserve your time and energy.
(1) Start by avoiding multitasking. It may be tempting to try to get other work done while you’re listening in, but switching between tasks can cost you as much as 40% of your productivity !
(2) Next, cut down on distractions. Close your browser tabs, put your phone away, and stay present. You can take short breaks during longer calls by minimizing the video, or just looking away from your computer now and then.
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(3)You can also take a step back and ask yourself whether you even need a video meeting !
(4) Check your calendar to see if there are any conversations that you could have over WhatsApp / Slack / Telegram or email instead.
(5) And finally, don’t feel obligated to make every conversation a video call !
Especially when you’re talking to people outside your organization, a phone call is probably just fine !
Taking these steps may feel hard at first, but they will help prevent you from feeling drained at the end of another workday.
Courtesy : HBR
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