Should You Worry About Losing Your Job?

 Wed 24 March 2021

Should You Worry About Losing Your Job?

Everyone worries about things like failing, disappointing others, or getting fired or laid off. But this kind of worrying can be dangerous for you and your career. Here are some questions that will help you determine whether or not your fears are grounded in reality:

    What’s the general financial state of your organization, industry, and economy? If the financial state and outlook of your company or your country’s economy is poor, your worries may be realistic. If the outlook is good, your job is probably safe.
    What’s the general culture of your organization? If you have an open, feedback-oriented culture, it will be clear to you if your job is in jeopardy.
    How does your manager think and act? If they’re giving you lots of negative feedback without guidance on how to improve, you should maybe worry — especially if your coworkers are not getting the same type of feedback.
    What are your own personal biases? If you’re an optimist at heart and you still have a gut feeling that you may lose your job, this may be a realistic worry. But if you’re a pessimist who always expects the worst, take your fears of getting let go with a grain of salt.

This tip is adapted from “Are You Actually Going to Get Fired?,” by Tomas Chamorro-Premuzic

Prepare for a Remote Interview

 Wed 17 March 2021

Prepare for a Remote Interview

Remote work is here to stay … which means so is remote hiring. To ace this relatively new process, you need to be prepared for the quirks of interviewing from home. Here are five ways to set yourself apart.

   (1)  Take time to set up your space. Have a clean, uncluttered background, and check your lighting so it’s falling on you, not behind you.
   (2)  Make sure to do an internet-speed test so technical lags don’t break the flow of your conversation.
    (3) Prepare for the unexpected. Master the platform you’ll be using for your interview, and keep notes handy so that you don’t forget to make an important point.
  (4)   Rehearse before you go live. Monitor your pace so it’s easy for your audience to follow, use hand gestures, and sit with an upright and open posture.
   (5)  Spark interesting conversations. Go beyond the usual small talk and ask questions about the team and the culture. Do a little research beforehand to see if you have any common interests or experiences with your interviewer.

This tip is adapted from “4 Tips to Nail a Virtual Job Interview,” by Ben Laker et al.

4 Tips to Give a Great Presentation by Engaging Your Audience

 Thu 18 March 2021

 Give a Great Presentation by Engaging Your Audience

Giving great presentations is an art. And while your content is important, it won’t be memorable if your delivery falls flat. Here are three key principles to engage your audience and ensure they have a great experience.

   (1)  Balance. Walk the tightrope between structure and improvisation. Prepare in advance by thinking about what your audience needs to know, and organize your content into sections by topic. But leave room to respond to their needs during your presentation, even if that means going off script for a while.

    (2) Generosity. Your goal should be to offer your audience something new and valuable. Let this principle guide the content you choose to present. People should leave your presentation with an (a) idea, (b) information, or (c)  inspiration that they didn’t have before ! 

 (4)     Humanity.  Rehearse to familiarize yourself with your content, but don’t memorize it. Being too polished can actually be counterproductive — your audience wants to connect with a real human being. If you go blank for a moment, don’t apologize or act flustered. Just pause, take a breath, collect your thoughts, and continue on.

This tip is adapted from “Do You Have What It Takes to Give a Great Presentation?,” by Michael Foley

You Don’t Need to Unplug to Recharge

 MOn 08 March 2021

You Don’t Need to Unplug to Recharge

We all need to take breaks to recharge. And while it’s good to take screen-free respites, such as going for a walk or exercising, sometimes you just can’t step away from your device (or you just don’t want to). The good news is that tech-based breaks can give you some of the same benefits as the offscreen variety, especially if you’re able to include some combination of physical movement, social interaction, and brain stimulation. Here are some suggestions for ways to take a break without unplugging:

    (1) Try an on-screen workout class.
    

(2) Listen to an audiobook or podcast while finishing a chore, or read an article or book on your phone.
    (3)  Call or FaceTime a friend, or even spend some time texting someone you haven’t chatted with in a while.
    (4) Play a game. Research suggests that casual video gaming during a work break can reduce perceptions of stress. So yes, you can refresh and sharpen your brain with a little midday Words with Friends.

This tip is adapted from “Taking a Break Doesn’t Always Mean Unplugging,” by Alexandra Samuel

Avoid These Mistakes When Responding to Employee Activism

 Fri 12 March 2021

Avoid These Mistakes When Responding to Employee Activism

Leaders tend to be ill-equipped to handle politically or socially outspoken employees. But with employee activism on the rise, you need to be wary of mishandling your response. As a manager, do your best to avoid these three common mistakes.

    (1) Dismissing activism as unnecessarily disruptive behavior.

 Take seriously the possibility that you may be out of touch if a particular movement doesn’t resonate with you — and make an effort to listen and learn from your employees instead.
   (2)  Believing you can be apolitical.

 Inaction or silence is not neutral, it’s a statement. It also opens you up to criticism on the very issue you may be hoping to avoid. You have a responsibility to respond, one way or another.
    (3) Rushing to quick fixes. 

To avoid the quick-fixes trap, have your executive team discuss your organization’s approach to employee activism as part of your strategic plan. Being proactive, not just reactive, can help to avoid panicked responses.

This tip is adapted from “The Wrong Way to Respond to Employee Activism,” by Megan Reitz et al.

Create a Compassionate Email Culture

 
Mon 22 March 2021

Create a Compassionate Email Culture

Email culture is broken. No matter how hard we try, it feels impossible to actually reach inbox zero. But to fix the problem you have to think outside of your own inbox. It may sound counterintuitive, but focusing on reducing your team’s collective email traffic will help create a better culture for everyone. Here are three strategic habits that will help:

 (1)    Consider BCC. Use BCC for any email to two or more recipients that doesn’t require them to communicate directly. This reduces the possibility of an endless reply-all thread or conversations that veer off topic. If you need to discuss things as a group, consider a meeting instead.
 (2)    Be conscientious about timing. Do your best to make sure your emails are delivered during the work day. Off-hour correspondence unfairly distracts the recipient, who might reflexively feel the need to reply in the moment.
   (3)  Use plug-ins. Whether they're used for scheduling emails in advance, sending meeting invitations directly to your recipients' calendars, or simply "liking" a message instead of sending a response, in-app or third-party plug-ins can help you reduce the number of messages you send each day.

This tip is adapted from “What a Compassionate Email Culture Looks Like,” by Adaira Landry and Resa E. Lewiss

Connect with a Potential Mentor

 Fri 19 March 2021

Connect with a Potential Mentor

A good mentor can make a huge impact on your career. But finding one isn’t always easy. Here’s how to initiate a strong relationship with a prospective mentor:

   (1)  Start with a simple ask: a quick 15 to 30 minute virtual coffee break. The best way to reach out is by sending a short email. Share one or two things you admire about their work, then tell them a little about yourself, why you’re reaching out, and what you would like to learn from them.
    (2) When you meet, take the time to really connect. Ask what they like to do on the weekends, what books they like to read, or what hobbies they’re interested in. This kind of casual conversation gives you both a chance to see if you have anything in common, and whether or not you enjoy one another’s company. Towards the middle of the first meeting, it’s appropriate to bring up career questions you have for them and talk about the areas in which you’d like to grow. As you wrap up the call, summarize the advice they’ve provided to show that you value their input.
   (3)  After your meeting, follow up with a thank-you email sometime within the same week. In your message, share a few key things you learned during the conversation, and let them know you’d like to follow up in a few weeks.

This tip is adapted from “What’s the Right Way to Find a Mentor?,” by Janet T. Phan

Looking for a New Job? Look Beyond the Title !

 Fri 05 March 2021

Looking for a New Job? Look Beyond the Title ! 

What’s the first thing you focus on when searching for a new role? If your answer is "job title," you’re not alone. But job titles are often misleading, and you may ultimately find yourself in a role that’s different from what you expected. To find a job you’ll actually love, try this two-part exercise. First, write down your answers to four simple questions: Who do I want to be around all day? What do I actually want to be doing? Where do I want to do it? And why do I want to do it? Then refine your search around your answers. Type “careers in [your field of interest]” into Google, read or watch interviews with people who have the kind of job you’re looking for, or dive into listings on LinkedIn for the area in which you want to live. Once you find something that seems like a good fit, look for similar roles at other organizations. Compare the job descriptions and note what appeals to you most. And schedule informational interviews with acquaintances or people in your college alumni network who have the role you’re interested in. Thinking beyond the job title will give you a better chance at landing in a role that’s right for you — even if it’s one you had never imagined yourself doing before.
This tip is adapted from “Stop Using Job Titles to Guide Your Search,” by Katharine S. Brooks

Bored at Work? Ask Yourself These Questions

 Thu 04 March 2021

Bored at Work? Ask Yourself These Questions

 
We all hit that point sometimes where our job just feels … boring. But that doesn’t necessarily mean it’s time to quit. Instead, you can try “job crafting,” or personalizing your role around your strengths and interests. It may help you feel more energized or make your job feel more relevant. To start, ask yourself three basic questions:

    How can I bring more of my strengths into my job? Talk to your manager about new tasks or projects you could take on that will allow you to apply your unique gifts and abilities.
    Am I surrounding myself with the right people? You may not be able to pick your colleagues, but you can decide who you want to spend time with. Focus on those who inspire you.
    What story do I tell myself about why I do my work? “Because I have to,” is one answer. But another could be: “I create a weekly accounting report that allows leaders to make better decisions to help our company achieve its objectives.” If you can dig deeper to better understand the purpose behind your responsibilities, you’ll be more motivated to fulfill them — and you'll be better equipped to recognize new opportunities to pursue.

This tip is adapted from “Turn Your Boring Job into a Job You’ll Love,” by Dan Cable

Boost Your Team’s Optimism

 Wed 03 March 2021

Boost Your Team’s Optimism

These are trying times. But the job of a leader is to set a tone that empowers people to do their best work. So when the whole world is feeling down, how can you steer your team toward optimism? Here are four pieces of advice:

 (1)    Make room for “organizational foolishness.” While careful planning and project management are important, you also need to create space to unleash your team’s imagination, creativity, and fun.
 (2)    Invite everyone to become a problem-solver, then give them the autonomy to fix things and pursue new projects. Fostering a spirit of agency on your team will help them adopt a more optimistic mindset.
 (3)    Strengthen personal relationships. Ultimately it’s human connections — with clients, patients, and colleagues — that keep employees upbeat and motivated.
  (4)   Share and celebrate good news. There’s a lot of bad news right now, but as a leader you can put a spotlight on positive developments. Try distributing a newsletter that highlights what’s going well, or carving out some time for gratitude and positivity in your next team meeting.

This tip is adapted from “How to Stay Optimistic (When Everything Is Awful),” by Bill Taylo

Reframe a Gap on Your Resume

 Thu 25 Feb 2021

Reframe a Gap on Your Resume

A gap on your resume doesn’t have to be an obstacle to overcome. You can reframe a break from traditional employment as a valuable learning experience. Start by challenging your assumption that employers only value the skills you developed in paid positions. In fact, they often look for applicants who can demonstrate their ability to problem solve and get things done. You can showcase these skills whether or not they are tied to a long-term, 9-to-5 job.

 Write down everything you’ve spent time on in between jobs: Maybe you took part in a startup competition during school or helped a friend create a social media campaign for their new Etsy store. Then, ask yourself, “Have I gained any skills that align with the requirements for the job I'm applying for?” You might think that a project has nothing to do with your job search, but if framed right, it could actually add a great deal to your resume. Ultimately, if you’re confident in the value that you can bring to others, your dynamic experience will be seen as the asset that it is.
This tip is adapted from “How to Fill an Employment Gap on Your Resume,” by Vadim Revzin and Sergei Revzin

Make the Right Hire — Not the Perfect One !!

 Monday 15 March 2021

Make the Right Hire — Not the Perfect One

You’ve spread the word that you’re hiring — but the applications you’ve received have been less than ideal !  How should you evaluate an imperfect candidate?
And when should you take a chance on someone?
(1) Start by pinpointing the job’s basic requirements. Look at employees in similar positions, and ask:
Which qualifications do the top three performers have in common? The objective is to help you see more clearly which flaws are fatal and which may be CONSTRUCTS DESIGNED  by HR !!

 For example, you SHOULD NOT  automatically discount someone who (a) has  changed jobs recently, or (b ) who was out of the workforce, or (c ) who doesn’t have a certain title or degree.
 (2) Next, gauge the candidate’s CAPACITY  to grow. Ask them to describe the steps they take to LEARN something new, and use reference checks to assess the predictors of potential — namely curiosity, confidence, and motivation.
(3)  But don’t ignore any character defects; if candidates lie, are abusive, or have lousy work habits, they’re not likely to change !! 
(4) And remember that the cost of a bad hire is steep, so you shouldn’t succumb to pressure to hire quickly. In reality, you’re highly unlikely to find a perfect candidate for any role, but these tips will help you have a better sense of when to take the leap on an imperfect candidate.

This tip is adapted from “When to Take a Chance on an Imperfect Job Candidate,” by Rebecca Knight

Avoid Serving a “Feedback Sandwich”

 Mon 22 Feb 2021

Avoid Serving a “Feedback Sandwich”

As a manager, you’ve likely delivered a “feedback sandwich”: two pieces of positive reinforcement wrapped around a thick slice of criticism. While this approach may feel like you’re softening the blow, it rarely achieves the goal of helping someone improve. 

Instead, start by describing the behavior you want to correct. For example, rather than saying, "You were really rude in that meeting," you could say something like, “I noticed you interrupted the client twice in that meeting.” Then explain the impact of the behavior so the employee knows what’s at stake. Avoid self-serving statements like “You really made me look bad in there,” and focus instead on them: “You missed an opportunity to learn more about your client.” Finally lay out what you would like them to do instead. Be specific: “Next time, if a thought comes up while the client is speaking, jot it down and wait until they finish before jumping in.” This kind of feedback is respectful, clear, and actionable, and will boost your chances of actually pushing your employee to learn and grow.

This tip is adapted from “Stop Softening Tough Feedback,” by Dane Jensen and Peggy Baumgartner

Ensure You’re Paying Employees Fairly

 Thu 18 Feb 2021

Ensure You’re Paying Employees Fairly

As a leader, one of the most important questions you can — and should — ask yourself is: "Am I paying my employees fairly?" To answer this question, you may need to conduct a pay equity audit (PEA). This means comparing the pay of employees doing “like for like” work (accounting for reasonable differentials, such as work experience, credentials, and job performance), and investigating the causes of any pay differences that cannot be justified. If your organization is small (50+ employees), you may delegate this audit to HR. Or, if your organization is large (500+ employees), it may be a better practice to hire a consulting firm that specializes in pay and rewards. According to a 2019 study, most companies find that up to 5% of employees are eligible for an increase. Addressing pay inequity in your organization isn't just a moral imperative; it's crucial for your competitiveness, shareholder expectations, and legal compliance.
This tip is adapted from “How to Identify — and Fix — Pay Inequality at Your Company,” by Amii Barnard-Bahn

Worried You’re in a Dead-End Career?

 Fri 15 Jan 2021

Worried You’re in a Dead-End Career?

Every sector is vulnerable to disruption or obsoletion. The good news is that industry-level shifts don’t happen overnight. If you anticipate that your career is on a sinking ship, here’s how you can chart a new course.

 

 Of course you can look for a new job. If you’re updating your resume, don’t just focus on your achievements. You should also identify all of your transferable skills. Can you bring people together to work toward a common goal? Are you good at taking abstract problem statements and turning them into an actionable game plan? Make sure your resume includes your capabilities, as well as your successes. Another approach is to adopt a different mindset and think about how your company could evolve. 

What are its biggest vulnerabilities? If you were a competitor, what would you do to steal market share? Can you capitalize on — or better yet, invent — the next trends in your industry before they capsize your company? Most industries will undergo radical change at some point. Instead of lamenting what’s coming, face those changes head on. Your career depends on it.
This tip is adapted from “Worried You Might Be in a Dying Industry?,” by Art Markman

Leave Time for Small Talk in Your Virtual Meetings

 Fri 26 Feb 2021

Leave Time for Small Talk in Your Virtual Meetings

Virtual meetings have presented a slew of challenges for managers. The loss of small talk when you enter or leave a room may not have been at the top of that list, but these unstructured conversations help promote strong bonds between team members, and their absence can be corrosive. Here are three easy ways to bring friendly banter into your virtual meetings:

    Make small talk an agenda item, not an afterthought. You could leave unstructured time at the end of a meeting for casual chit chat or even dedicate an entire meeting to just catching up.
    Start team meetings with an individual check-in or icebreaker. This could be as simple as asking each person to take a minute to share what's been happening in their lives, both professionally and personally.
    Introduce agenda items that rely on opinions. Ask an outside-of-the-box question that has no right or wrong answer, such as “When will we see the next concert or sporting event with more than 10,000 attendees?” Poll your team for their views and let the conversation meander.

This tip is adapted from “Make Time for Small Talk in Your Virtual Meetings,” by Bob Frisch and Cary Greene

4 Ways to Boost Your Productivity

 
Mon 15 Feb 2021

4 Ways to Boost Your Productivity

 We’re all looking for ways to boost our productivity. The good news is that it’s an achievable goal. Here are a few proven strategies to help you get more done in less time:

    (1) Plan your work around your internal clock. 

This means aligning the tasks that require the most brain power with your energy peaks throughout the day.
   (2)  Plan out tomorrow’s schedule tonight.

 When we write down what we intend to do, we’re far more likely to actually do it.
   (3)  Develop rituals for different kinds of work.

 This may mean doing a certain task in a particular workspace or at a particular time of the day.
   (4)  Avoid being 100% booked.

 If your calendar looks full, deliberately schedule time to do nothing. You can use this time as a buffer between meetings to tackle unexpected tasks that crop up during the day.

Try at least one of these strategies this week, and notice any differences in your productivity. You got this!
This tip is adapted from “4 Ways to Get More Done in Less Time,” by Amantha Imber

Stop Overthinking Big Decisions

 Wed 17 Feb 2021

Stop Overthinking Big Decisions

 
Thoughtful deliberation is an essential leadership quality that can help you make better decisions and produce better outcomes. However, it can also devolve into overthinking, which can be paralyzing. Here are three ways to avoid a thought spiral that can slow you down:

    Curb your perfectionism. Perfectionism is one of the biggest blockers to swift decision-making, because it operates on faulty all-or-nothing thinking. To curb this tendency, ask yourself questions like: What’s one thing I could do today to bring me closer to my goal? Or what’s the next step based on the information I have right now?
    Pay attention to your intuition. When it comes to difficult decisions, your gut reaction is often an important data point, particularly when time is short or when you don’t have all the information you need. Research shows that pairing intuition with analytical thinking helps you make better, faster, and more accurate decisions and gives you more confidence in your choices than relying on intellect alone.
    Construct creative constraints. Determine a date or time by which you’ll make a choice. Put it in your calendar, set a reminder on your phone, or even contact the person who’s waiting for your decision and let them know when they can expect to hear from you.

This tip is adapted from “How to Stop Overthinking Everything,” by Melody Wilding

Help Your Employees Get Vaccinated

 Wed 13 Jan 2021

Help Your Employees Get Vaccinated

Now that the first Covid-19 vaccines are being rolled out in many parts of the world, a major challenge is persuading people to take them. Corporate leaders can help amplify and increase trust in the messages from public health officials. Start by understanding how your employees feel. For example, does anyone have cultural beliefs that may dissuade them from getting vaccinated? 

Next, work together with public health officials to create targeted messaging around the goals, safety, benefits, and latest news. Finally, be sure that people in your workforce don’t have to choose between getting paid and staying healthy. This means creating policies that protect wages and providing paid time off for vaccination and health care treatment. By joining the campaign to persuade people to get vaccinated, employers will not only help themselves, they will also help society overcome sentiments that are a danger to us all.
This tip is adapted from “Employers Have a Crucial Role to Play in Covid-19 Vaccinations,” by Susan Garfield and Yele Aluko

What to Do (and Not Do) After a Final Interview

 Thu 14 Jan 2021

What to Do (and Not Do) After a Final Interview
Congratulations! You’ve made it through the interview stage, and now you’re waiting to hear whether or not you got the job. This stretch of time can feel like agony. What should you do in the meantime? Here are some dos and don’ts to keep you afloat during this dreaded limbo.

Do:

   (1)  Offer gratitude to the hiring manager with either a handwritten note or an email.
   (2)  Provide further material, such as samples of your work, to strengthen your case.
   (3) Gather more information about the role and organization to make sure that this is the right job for you.

Don’t:

   (1)  Ask for a do-over on a question you flubbed — unless you can offer highly relevant information that speaks to an organizational need.
   (2)  Let the stress get to you. Look for ways to distract yourself during the waiting period.
    (3) Stop looking for other jobs. Keep your options open and explore other opportunities.

This tip is adapted from “What to Do After a Final-Round Job Interview,” by Rebecca Knight

Talk to Your Boss About Burnout

Tue 12 Jan 2021

Talk to Your Boss About Burnout

If you’re feeling symptoms of burnout, such as anxiety, exhaustion, or hopelessness, it’s important that you take them seriously. You must accept that you need some help — and that that's okay. Admitting this may be a struggle, especially if you're a high achiever who prides yourself on pushing through adversity. You may worry that your boss will think less of you if you acknowledge your limitations, but they’re in the best position to help and will likely respect your honesty. When you talk to them, be specific about the symptoms you’re experiencing. You might say, “I’m feeling overwhelmed by the volume of projects on my plate,” or “I’m feeling really anxious about meeting all of these deadlines." In all likelihood, your stress has probably been visible to your colleagues, so be sure to acknowledge that. A simple statement like, “Look, I know I haven’t been myself lately, and I’m sorry if that’s had a negative impact on you or the team,” can go a long way. Finally, make it clear that you’re asking for help and want to be part of the solution. It may be hard to approach your boss about feeling burned out, but you need to take care of your mental and physical well-being — and give others a chance to offer some help.
This tip is adapted from “How to Tell Your Boss You’re Burned Out,” by Ron Carucci

Don’t Follow Your Passion ( follow your blisters )

 
Mon 04 Jan 2021
Don’t Follow Your Passion

When it comes to career advice, the adage to “follow your passion" isn’t all that useful, and it can be misleading. If you’re looking to find a career that will matter to you, don't just think about the things that come naturally to you, the things you love to do, or the things you’ve always excelled at. 

Instead, consider the activities that you return to time and time again — despite the fact that they are hard for you, or maybe even painful. Think of this approach as "following your blisters." 

These probably aren't the activities you're the best at (yet) — they're the ones that challenge you, frustrate you, and attract you all at once. Maybe it's writing. Maybe it's data analysis. Maybe it's managing people. Whatever it is, if you follow your blisters, you'll never be bored, and you’ll always be learning. And eventually, you’ll earn the calluses of an expert.
This tip is adapted from “What You Should Follow Instead of Your Passion,” by Dan Cable

Motivate Your Employees with Purpose, Not Profits

 Thu 11 March 2021

Motivate Your Employees with Purpose, Not Profits

It’s natural for leaders to emphasize the importance of hitting financial targets, but making numbers the centerpiece of your leadership is a costly mistake. Financial results are an outcome, not a root driver for employee performance, and a growing body of evidence tells us that overemphasizing financial targets erodes morale and undermines long-term strategy. So, what should you do instead? Use your time with your team to build and reinforce your organizational purpose. This requires three actions:

   (1)  Reevaluate how you use your leadership “airtime.” 

Spend at least half your time with your team discussing your purpose and impact of the work, and no more than half your time on numbers or deliverables.
    (2) Talk about customers, clients, and colleagues with specificity and emotion. 

The more clearly an employee understands their direct impact on another human being, the more likely they are to go the extra mile — and they’ll also experience greater fulfillment in doing so.
    (3) Resist the urge to widely share every financial outcome, even if it’s positive. 

Ask yourself: What does my team really need to know on a daily basis to accomplish their goals?

This tip is adapted from “Financial Targets Don’t Motivate Employees,” by Lisa Earle McLeod and Elizabeth Lotardo

Lead with Questions, Not Answers

 


Thu 21 Jan 2021

Lead with Questions, Not Answers
Chances are, most leaders are too focused on having all the answers — and not focused enough on asking the right questions. It's time to recalibrate. Despite what you might think, expressing vulnerability and asking for help, clarification, or input can be a sign of strength and confidence, not weakness. The right questions are signals of trust — and they can inspire people to trust you in return. For example, rather than telling your team about a new opportunity you've identified, ask them, "Do you see a game-changing opportunity that could create much more value than we’ve delivered in the past?" A big, simple question like this can inspire a burst of collaboration and creativity across the organization. And if you consistently demonstrate a question-first mindset, you’ll help establish an overall culture of curiosity and learning that will keep your team innovating and responding to challenges effectively. So try it out this week: Ask your team a big-picture, open-ended question, and see if it doesn’t lead to some new and exciting ideas.
This tip is adapted from “Good Leadership Is About Asking Good Questions,” by John Hagel III

Find Meaning in Your Everyday Work

 
Tue 09 Feb 2021

Find Meaning in Your Everyday Work
It’s hard to feel inspired about much of anything these days — let alone your job. What can you do to shift your perspective if you feel that your work has lost its purpose? Start by turning inward. Reflect on what you care about and what motivates you. Think about why you wanted to work at your organization in the first place, and remind yourself how the work you do affects others. Then turn outward by lending a hand to your colleagues. You might, for instance, coach a younger employee or give advice to a member of your team who’s struggling. Helping people provides purpose in itself. Finally, identify what triggers your stress and negativity — social media, certain relationships, or the news, for example — and set boundaries to protect yourself. These may seem like simple tips, but put in practice, they'll bring you closer to finding purpose in your everyday work.
This tip is adapted from “How to Find Meaning When Your Job Feels Meaningless,” by Rebecca Knight

How to Give Critical Feedback — Remotely

 
Fri 05 Feb 2021

 How to Give Critical Feedback — Remotely
Giving critical feedback is one of your most challenging responsibilities as a manager — and if you’re working remotely, it’s even harder. How can you update your approach to giving feedback in a WFH world? Here are some key steps to keep in mind:

 (1)    Start by asking questions. You need to understand your employee’s perception of their performance before expressing yours.
 (2)    Show specific appreciation before laying out criticism. They’ll be more likely to be receptive to your feedback if they trust that you value them.
  (3)   State your positive intentions. Something as simple as “I’m in your corner” can go a long way.
  (4)   Clarify and contrast. “I’m saying X, I’m not saying Y.”
  (5)   Ask your employee to state their key takeaways from the conversation.

We’re all under intense stress from the pandemic. Taking care to deliver your feedback with clarity and sensitivity will help people focus on the reality of your message, even in a remote environment.
This tip is adapted from “Giving Critical Feedback Is Even Harder Remotely,” by Therese Huston

Give Your Emails More Careful Attention

 Mon 01 March 2021
Give Your Emails More Careful Attention
With the rise of remote work, we’re using email more than ever. So, it’s essential to take the time to make sure your words reflect what you actually want to say — and, crucially, how you want to say it. To do so, ask yourself these four questions before hitting send. 

(1) First: Is my email too brief? We’re all moving quickly these days, but make sure you’ve shared any important details that the recipient should know. It’ll save both of you from having to clarify things down the road. 

(2) Second: Are there any typos? Sloppy emails make it seem like you’re too busy to care, so take the time to proofread.

(3)  Third: What tone am I projecting? It’s always hard to interpret an email that simply reads “Ok.” If you don’t have time for a thoughtful response in the moment, tell your recipient you’ll get back to them at a later date. 

(4) And finally: Would it be helpful to talk instead? If you receive a vague or confusing email — or if the topic at hand is sensitive — a call might be the best way to resolve the issue. Giving your emails more careful attention will ensure you’re sending the right message.
This tip is adapted from “Slow Down and Write Better Emails,” by Erica Dhawan

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

 


Fri 08 Jan 2021
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? 

(1) 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.

(2)  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.

(3) 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

Negotiate a WFH Strategy with Your Partner

 
Thu 07 Jan 2021

Negotiate a WFH Strategy with Your Partner

If you're living with a partner or spouse right now, and you're both working from home, you're probably bumping up against a few challenges when it comes to what’s fair and equitable. That's okay, but don’t let resentments fester or inequities grow. It might be time to negotiate — or renegotiate — the division between work and family roles. 

(1) Start by addressing small frustrations and annoyances as they come up throughout the workday. If your partner's loud typing disrupts your focus, for example, talk about it before you smash their keyboard ! 

(2) Next, be explicit about what you need from your partner when it comes to housework. Have an open conversation about roles and responsibilities to proactively arrive at an equitable solution. 

(3) Then, instead of declaring “problem solved,” check in with each other regularly to make sure your arrangement still works for you both. 

Your needs will change over time, so be prepared to improvise and innovate.

 Couples who reframe this challenging moment as an opportunity to share and better understand each other’s needs will emerge with a stronger, more supportive relationship.
This tip is adapted from “How Couples Can Find Balance While Working from Home,” by Mara Olekalns and Jessica A. Kennedy

" 6 Tips Succeed as an Interim / First Time Manager

 Wed 10 March 2021

" 6 Tips Succeed as an Interim / First Time  Manager
( Helpful Tips for the first time managers, leaders, those who get transferred to a totally new territory and those who join a new organization in a leadership position )
Being an "interim" or "acting" manager is often the fast track to getting the full-time job. To maximize your chances of being named the permanent replacement, you need to formulate a plan.
(1)  Take some time to think about your vision and strategy.
(2) Then, decide WHERE  you want to concentrate your attention and energy.
 Are there operational issues that need tending to? Are there problems you can solve? Your goal is to demonstrate competence by achieving some classic early wins.
(3) Another way to distinguish yourself is by successfully managing key relationships. The way you interact with your employees — your former peers — is on display. Be open and transparent. Communicate regularly.
(4) Be collaborative, rather than directive.
 (5) Don't get drawn into any workplace drama or office politics; stay as neutral as possible.
(6)  And whatever you do, don’t overplay your authority.

This tip is adapted from “How to Step In as an Interim Manager,” by Rebecca Knight