Encourage Your Team to Take a Lunch Break

 Encourage Your Team to Take a Lunch Break
For many of us, the shift to WFH has led to longer workdays, more emails and meetings, and a general dissolution of work-life boundaries. But one thing could help you restore a sense of balance: your lunch break. No matter what stage you’re at in your career, you’ve got to protect your lunch break at all costs. It’s especially important if you work for yourself; if you’re a manager, you have the opportunity to set a visible example. In the remote work environment, that could be creating an “at lunch” notification, mentioning in the team chat that you’ll be away from your screen during lunch, or acknowledging in the afternoon, “I’m back from lunch.” The important thing isn’t the meal itself, it’s demonstrating that it’s okay to take a break. You can use the time to catch up with a friend, step away from your desk, or just zone out for a minute. It may sound overly simplistic, but letting lunch slide is an easy way to burn out, especially in this new world of remote work.
This tip is adapted from “Take Your Lunch Break!,” by Ruchika Tulshyan

What to Do After a Star Employee Quits !!

 Wed 27 Jan 2021
What to Do After a Star Employee Quits !!

One of your best employees has quit. What can you do to ensure that they're not the first of many dominoes to fall?
(1)  The most important thing is to listen — carefully. Conduct an exit interview to find out what factors led to their decision, and encourage full transparency in that conversation.
(2) Then, take the PULSE of your team. Meet with employees individually and talk to them about how they’re doing. Ask how they think the departure of their colleague will affect morale.
(3) If these conversations uncover a significant problem, acknowledge your team’s concerns and be transparent about your attempts to address the issues they’ve raised.
(4) And in the team meetings that follow, stay focused on future opportunities and your collective goals. This will reinforce the sense that the team’s most important work lies ahead and that everyone is valued. The bottom line is if you respond to the departure of a valuable employee by (a) BEING ATTENTIVE  and (b) looking toward the FUTURE , you'll be more likely to keep your team intact and move ahead together.
This tip is adapted from “Your Star Employee Just Quit. Will Others Follow?,” by Art Markman

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Support an Employee with a Chronic Health Condition

 Thu 28 Jan 2021

Support an Employee with a Chronic Health Condition
A staggering 60% of U.S. workers have a chronic health condition. As a manager, you need to be equipped to support these employees, but it can be hard to know how to react when someone discloses a health issue or exhibits symptoms that interfere with their performance. Here are some do’s and don’ts for navigating sensitive, health-related conversations.

Do:

    Listen carefully and ask what your employee needs in order to continue doing their job.
    Point your employee to available resources, such as EAPs, disability, return-to-work programs, etc.
    Tell your employee that the conversation does not need to end with the disclosure. Open the door for them to come to you in the future as their situation changes.

Don’t:

    Be afraid to set boundaries. If you don’t feel equipped to identify a course of action in the moment, turn to your HR department for help.
    Catastrophize or jump to a worst-case scenario, despite what you know — or think you know — about your employee’s particular health issue.
    Be tempted to reveal your own personal issues in response to their disclosure. Keep the focus on your employee.

This tip is adapted from “How to Support an Employee with a Chronic Health Condition,” by Alyssa McGonagle

Keep Your Cool Under Pressure ( Stress Management Tip )

 Mon 25 Jan
Keep Your Cool Under Pressure
( Stress Management Tip )

When faced with a high-stress situation, our bodies instinctively go into “fight-or-flight” mode. But recent research has shown that if you can effectively regulate your emotions in these moments, you can actually move into a higher state of OPENNESS  that invites (a) collaboration, (b) creativity, and (c) thriving.
(1) Start by reminding yourself that a biological reaction to stress is totally NORMAL, and direct your attention to any physical or emotional responses you're feeling. Is your heart racing? Do you feel a knot in your stomach?
(2)  Next, recall previous times when you've made it through stress and uncertainty — this will provide some relief by reminding you that, regardless of what you're feeling right now, you will get through it.
(3) To ground yourself back in the present, set a mindful intention.
(4)  Let go of your need to serve your ego, and remember your purpose in this moment.
(5)  Finally, commit to the task at hand and trust the process ! Understanding our biological reactions in high-stress situations gives us a PATH to follow; it is then our choice to walk this path or fight it.

This tip is adapted from “How to Keep Your Cool in High-Stress Situations,” by Robert E. Quinn et al.

Call Out Gender Inequity on Your Team

 Wed 30 Dec 2020
Call Out Gender Inequity on Your Team
In the run-up to the new year, we’re resharing some of our favorite tips from 2020.
 
When it comes to gender equity, leaders must manage team behavior in the same way they manage safety, costs, and productivity. Unfortunately, too many people in power ignore or downplay the impact of factors that can create an inequitable work environment. If you’re a leader, it’s imperative that you call out inappropriate or exclusionary behavior, even when it happens in informal interactions. Give employees who exhibit those behaviors direct, one-on-one feedback outlining how their comments or actions marginalized their colleagues and impacted the team as a whole. And use these experiences as opportunities for collective learning: Be transparent with your team about what happened and what will change as a result. As a manager, enforcing gender equity is part of your day-to-day job, and you should always be looking for opportunities to push your team closer to its ideals.
This tip is adapted from “Leaders, Stop Denying the Gender Inequity in Your Organization,” by Michelle King

Just Breathe ( stress management tip )

 Thu 31 Dec 2020
Just Breathe ( stress management tip )
In the run-up to the new year, we’re resharing some of our favorite tips from 2020.
 
If you're managing higher levels of stress these days, there's a tool we all have immediate access to: breathing. It might sound simple, but when done properly, breathing can make the difference between panic and resilience. Research shows that different emotions are associated with different forms of breathing. For example, when you feel anxious or angry, your breathing becomes irregular, short, and fast. When you feel joy or relaxation, your breathing will be regular, deep, and slow. And believe it or not, when you follow breathing patterns associated with different emotions, you begin to feel those corresponding emotions. 

So next time you're feeling stress start to bubble up, try changing the ratio of your inhale to exhale. When you inhale, your heart rate speeds up. When you exhale, it slows down. Take a few minutes and breathe in for a count of four and out for a count of eight — this will calm your nervous system and keep stress at bay. By tweaking your breathing, you'll start to feel a bit better.
This tip is adapted from “Research: Why Breathing Is So Effective at Reducing Stress,” by Emma Seppälä et al.

Develop a Plan to Protect Your Career

 Tue 26 Jan
Develop a Plan to Protect Your Career ! 

No matter what stage you are in your career, it’s important to plan for your future. And while it’s more fun to plan for your upcoming success, it's also important to identify potential risks that could threaten your vision ! Here's how !

 (1)  Start by writing down your assumptions about your professional life. Which factors do you take for granted? These could be as simple as the city in which you live or the industry or the organization in which you work. Or the function you are in. 

(2)  Then ask yourself what you would do if these factors suddenly changed !  What if your company folded, your industry collapsed, or you had to relocate to a new city on short notice? Or the demand for your function falls ? 

 

(3) Emotions run high when catastrophe strikes, so defend against your vulnerabilities by devising a plan for the worst-case scenarios in advance. Your career is a long-term investment. 

 

(4) By proactively looking at the range of possible futures, you can avoid unnecessary risks, solve problems before they occur, and stay in control of your vision.
This tip is adapted from “Identify — and Mitigate — Risks to Your Career,” by Jonathan Brill and Dorie Clark

Give Job Applicants with Criminal Records a Fair Chance

 
Wed 30 Sept 2020
Candidates with Criminal Records

One way to make good on your company’s commitment to improve its diversity, equity, and inclusion efforts is to implement a “fair-chance hiring” initiative. 

These programs grant everyone, regardless of criminal background, an opportunity to be fairly assessed for a given role: You only examine the candidate’s criminal record after the person has been interviewed and is considered qualified. 

To start a fair-chance hiring program at your company, coordinate with your leadership team, human resources, and legal department to make sure everyone is on the same page about the mission, and how you’ll implement the initiative. Then connect with local partners to identify talent. Look for community-based organizations that focus on workforce development for re-entry. Conduct skills-based interviews with candidates, and focus on their transferable skills, potential, and willingness to learn rather than their work experience (or lack of it). 

Finally, when the time comes, assess candidates’ records by considering what they were convicted for, how long it’s been since the offense, and the nature of the job that they’re applying for. 

 Giving everyone a fair shake is an important step in building a more equitable workplace — and society.
This tip is adapted from “Give Job Applicants with Criminal Records a Fair Chance,” by Margie Lee-Johnson

Innovate with urgency , even when there is no crisis

 
Thu 01 Oct 2020

Help Your Team Innovate with Urgency

The pandemic has shown us how crisis can lead to rapid innovation. Just look at all of the companies that quickly pivoted to curbside pickup or adapted their services to new health regulations. How can a leader help their team retain this agility and sense of urgency even when there’s no crisis? Here are three tips.
(1)  First, engage in small experiments. Think about change not as a big project, but as a series of tests that help you quickly learn what works, what doesn’t, and what it takes to execute an idea.
(2) Next, challenge your team to set goals that are short-term, high-priority, and challenging — and that are completely unrelated to their existing tasks and projects. The point isn’t necessarily to achieve those goals, but to see what possible innovations may come of it.
(3)  Finally, lean in and get personally involved. For an innovation to take off, leaders need to be actively invested. Don’t wait for the next crisis to motivate your team; set the conditions for proactive — not reactive — innovation now.
This tip is adapted from “Innovate with Urgency — Even When There’s No Crisis,” by Ron Ashkenas

Don’t Let the Pandemic Set Back Gender Equality,”

 Fri 02 Oct 2020

Protect Gender Equality During the Pandemic !

The coronavirus crisis represents a major threat to gender equity. Women comprise 39% of global employment, but account for 54% of overall job losses since May 2020 !!
 You can counteract this trend by taking deliberate action !
(1)  Start by tracking the DATA and being transparent about the TRENDS in your company.

(a)  Are job losses or requests for leave higher among women? (b)  Have their promotions rates slowed?
(2)  Then, take action on the needs that are revealed in the data. Put policies into place that grant flexible work arrangements and ADJUSTED performance reviews for all employees, and provide resources that help combat burnout. Because women are disproportionately tasked with child care responsibilities, these policies will be especially important in ensuring that they aren’t DISPROPORTIONATELY penalized for juggling those responsibilities in a WFH environment. 

(3) And, if your company is hiring (or rehiring), actively work to achieve PARITY in your organization. 

This is an urgent moment !  It’s up to business leaders to stop this crisis from setting back gender equity for generations to come.
This tip is adapted from “Don’t Let the Pandemic Set Back Gender Equality,” by Deepa Mahajan et al.

“Preventing Burnout Is About Empathetic Leadership,”

 Wed 07 Oct 2020

Battle Burnout by Focusing on What Your Employees Need

Between navigating additional family responsibilities, managing pandemic-related fears, and facing increased workloads, many people are at risk of burnout. How can you help your team at this moment? It may sound trite, but the key is empathy. At an organizational level, that means collecting data on how your employees are doing and using that data to inform the type of support you offer them. Survey your people on their experience during the pandemic, especially if they’ve made a sudden and sustained shift to remote work. Take an organized and concerted approach to address the needs that emerge. At the team level, go beyond the data and ask yourself, “Do I really know how everyone on my team is doing?”

 If the answer is no, spend time chatting with each individual, demonstrating that you’re personally invested in their wellbeing. These conversations will give you a better sense of the specific challenges that they’re facing. Be prepared to listen and respond with offers of support. A one-size-fits-all approach to burnout prevention doesn’t work, so dial into the specific needs of your employees to help them thrive.
This tip is adapted from “Preventing Burnout Is About Empathetic Leadership,” by Jennifer Moss

Gravitas Is a Quality You Can Develop

 Thu 08 Oct 2020

How to Build GRAVITAS ! ( Career & Image Management Tip )

When people describe a colleague as having “GRAVITAS ,” it typically means that they are (a) taken seriously,
(b) their contributions are considered important, and ( c ) they are trusted and respected.

 Many people assume that gravitas is a quality you either have or you don’t, but you can actually DEVELOP  it in a way that feels AUTHETIC to you.
(1) First, you have to be able to articulate your VALUES. Ask yourself, “If someone were to describe me, what would I want them to say?”
(2) You also need to be receptive to FEEDBACK , so ACTIVELY seek it out. Ask those who work with you, “What could I do differently to make a difference and our working relationship more effective?” Their answers will let you know whether you’re having the impact you want — and help strengthen your relationships.

(3) Another way to develop gravitas is to build rapport and trust by demonstrating curiosity about your colleagues’ lives outside of work or sharing something about your own.
(4) Finally, don’t believe the myth that confidence is the same thing as gravitas — it isn’t !
 Even high-powered leaders feel nervous or anxious at times. So focus on building courage instead of confidence !  This internal shift may seem subtle, but people will sense — and respect — it.

This tip is adapted from “Gravitas Is a Quality You Can Develop,” by Rebecca Newton

Do You Really Hate Your New Job, or Is It Just Growing Pains?

 Fri 08 Jan 2020

Do You Really Hate Your New Job, or Is It Just Growing Pains?

Starting a new job is exciting — but it doesn't always go according to plan. What should you do if you find yourself feeling disappointed in the first few weeks of your new gig? First, remember no matter your previous experience, you’re likely to encounter tasks or processes that you're not prepared for !  Don't panic.
 A learning curve is inevitable and rarely means you're actually unqualified for the role. Instead, assume that learning is part of getting acclimated and ask for help when you need it. It may be useful to keep a running log of your performance so that you can determine whether you’re actually making progress.

Second, one of the hardest things to figure out during the interview process is the company’s underlying values and whether they match with yours. This can take time to assess, so don’t jump to conclusions. But keep an eye on it because a lack of fit with your values is often hard to remedy.

If these issues persist six months into your new job, it may be time to make another change. In that case, don't let fear hold you back. Sometimes things just don't work out.
This tip is adapted from “Give It Time Before Deciding You Hate Your New Job,” by Art Markman

4 Strategies to Improve Your Efficiency

 Tue 05 Jan 2021

4 Strategies to Improve Your Efficiency

It can feel like 24 hours isn't enough time in the day, and all the productivity hacks in the world won’t change that. Here are four proven strategies to help you make the most of your limited time.

(1) First, batch your meetings. It’s hard to get into flow when you know you’re going to be interrupted every hour. By knocking out all your meetings at once, you'll clear out some undisturbed time to work on deep-focus tasks.

(2)  Second, do your best to learn some keyboard shortcuts that can reduce how much you rely on your computer's mouse and trackpad. This may seem like a small thing, but over time, it makes a huge difference.

(3)  Third, leverage your environment to change your self-destructive habits. If you're losing time because you’re distracted by your phone throughout the day, leave it in another room. If emails are derailing your workflow, pause notifications.

(4) Finally, read your work out loud. No matter what your job is, chances are you write at least one email per day. Listening to the words you put down on paper will speed up and clarify your writing process.
This tip is adapted from “What Super Productive People Do Differently,” by Amantha Imber a