Try Re-framing a Problem You’re Trying to Solve

 
Tue 29 JUne 2021

Try Re-framing a Problem You’re Trying to Solve
Most people know that how you frame a problem will influence how you solve it. This means that you have to carefully choose the words to describe your issue. If you’re struggling to generate effective solutions, you might change the way you’ve phrased the problem. Specifically, ask yourself two questions. First, what’s the subject? For example, let’s say you want to change an element of your organization’s culture. A problem statement focused on employees will generate different solutions than one that’s focused on how resources are allocated. Second, how do you measure the problem? The metric you use to define success or failure will influence the answers you come up with. For example, “We only bring one new product/service to market each year” will lead you to different solutions than “Only 5% of our revenue comes from products developed in the past three years.” So next time you’re struggling to find a solution, try rewriting the problem statement. You’ll likely find that a small change of words can lead to a big change in your perspective.
This tip is adapted from “Struggling to Solve a Problem? Try Reframing It.,” by Daniel Markovitz

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Regret , guilt tripp

 Fri 18 June 2021

It’s OK to Feel Regret
We’ve all got regrets about missed career opportunities or things we wished we’d done or said. That’s normal. Rather than trying to quash the feeling, you’ve got to make peace with it. Start by recognizing your emotions and expressing them — even if only to yourself. 

 

 What past action or inaction is causing you to feel this way? You may even consider grabbing a pen and paper and writing out what exactly you're feeling and why. Next, try looking to the past with gratitude. Jot down three things you're grateful for to counterbalance the negativity of regret and re-frame your outlook. You want to be aware of what you have, not just what you don’t have. Finally, make regret productive by thinking about what you can (and cannot) do in the future to avoid this feeling again. It may be that the situation was out of your control and there’s little you can do, but if you made a mistake or misstep, use this feeling to change your behavior the next time around.
This tip is adapted from “It’s Time to Make Peace with Your Regrets,” by Vasundhara Sawhney

Fight Loneliness on Your Team

 Mon 14 June 2021 

Fight Loneliness on Your Team
The rates of loneliness at work have risen during the pandemic. This is concerning for both employees and employers, especially since research has linked loneliness to health problems, reduced productivity, turnover, and burnout. As a manager, what can you do to help people overcome this feeling — whether you're working remotely, in the office, or in a hybrid environment? Since few employees will tell you outright that they’re lonely, keep an eye out for signs such as waning motivation, a reluctance to speak up, or missed deadlines. 

 Focus on building psychological safety in meetings so that people feel safe to connect and be vulnerable with one another. Create the conditions that allow people to express and experience trust and empathy, which helps form closer bonds. Also, assign projects and assignments in a way that encourages integration. It’s easy, especially when working remotely, to default to working in parallel or merely passing the baton from one teammate to the next, but that allows for little true connection. Design work so that people are interacting and collaborating in meaningful ways.
This tip is adapted from “Employees Are Lonelier Than Ever. Here’s How Employers Can Help.,” by Constance Noonan Hadley

Talk to Your Manager About Why You Want to Quit

 
Wed 16 June 2021

Talk to Your Manager About Why You Want to Quit

 
If you’ve been thinking about quitting your job, you’re not alone. Surveys show that anywhere from a quarter to more than half of employees are planning to look for a new job post-pandemic. But how can you be sure if it’s really time to leave? If you have concerns that could be addressed — you’re unhappy with the company’s WFH policy or your salary, for example — it’s worth speaking with your manager before giving notice. Here are three common issues to discuss.

    The logistics of work. Even if your company has announced a “universal” new policy governing how and where employees are required to work, don’t necessarily accept it as definitive. You can ask if an exception can be made. The answer may be no, but they may well decide to accommodate your preferences.
    Your role and growth. Speak up for what you want. Is there a project or initiative that you want to be involved in? Or a development program that could teach you new skills? Ask for it before deciding there’s no room for growth at the company.
    Compensation. If you feel you’re being underpaid, or you’ve gained new skills or experiences that make you especially marketable, inquire about a raise. Pose your ask thoughtfully, making a reasoned argument about the value you add to the company and why a salary increase is merited. A pay increase doesn’t matter much if you’re miserable every day but it could make you feel more valued.

This tip is adapted from “Are You Really Ready to Quit?,” by Dorie Clark

Empower Your Employees to Make Their Own Decisions

 Tue 15 June 2021

Empower Your Employees to Make Their Own Decisions
Do your employees come to you with every little question they have during the workday? These interruptions make it hard to do focused work, and are a sign that people don’t feel empowered to make decisions on their own. Here’s how to address the issue.

(1) Model focus.
 Make clear that an “open-door policy” doesn’t mean that anyone is allowed to interrupt you at any time for any reason. Designate do-not-disturb times with some sort of signal, such as a do-not-disturb sign, a cubicle flag, or headphones. And empower your team to similarly protect their focus time. Everyone should know what the signals are and what they mean.

(2) Promote confidence in your staff.
Make sure everyone understands the responsibilities of their role and the types of decisions they can — and should — make on their own. Then, encourage them to find their own solutions to day-to-day problems. Instead of answering questions, try using the phrase, “I trust your judgment.”

(3) Emphasize that it’s OK to make mistakes.
 When someone does make a bad call, bring attention to the lesson learned, and make sure it sticks, but if the decision was ethical and made in good faith, be supportive and empathetic. Use mistakes as teaching opportunities so that people become more self-sufficient in the future.

This tip is adapted from “How to Get Your Team to Stop Asking You Every Little Question,” by Maura Thomas
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Make the Case for Your Next Promotion

 ed 09 June 2021

Make the Case for Your Next Promotion

During the pandemic, promotions have been hard to come by at many organizations. But, as some companies lift hiring and salary freezes, there’s a better chance you can make the case that you deserve a career boost. Here’s how to do that, especially when you’re still working remotely.

    (1) Stay connected. New research found that employees who put in the groundwork to build solid relationships with their managers while remote were 82% more likely to get promoted than those who hadn’t stayed in touch. So be sure to stay on your boss’s radar. Make your work visible, share ideas you’re interested in, and offer to help.

    (2) Contribute. Think about how you can use your skill set to make yourself the perfect person to lead a project. Are you great with analyzing tons of data? Can you spot and find trends and patterns others struggle with? Show your manager and team how you can be of assistance.

    (3) Keep a record of your work. Document each project in no more than 200 words. Include your (a)  role, (b) accomplishments from firm's point of view  (c) what you learned, and any (c) feedback you received. You can refer to this list when updating your boss or when you’re making a case for your promotion.

This tip is adapted from “Don’t Let WFH Get in the Way of Your Next Promotion,” by Ben Laker et al.

“5 Behavioral Biases That Trip Up Remote Managers,

 
Tue 08 June 2021

 Beware of Biases When Managing Remotely

As many leaders have learned over the last year, managing a remote team is hard. When you’re not in the same physical space as your employees, you may jump to conclusions that you wouldn’t have if you were all in the office together. It’s important to watch out for common biases that can creep in. For example, people are more likely to rely on their own judgment and to forgo asking others for feedback when working remotely. As a result, the danger for confirmation bias — the self-rewarding ways we search for and interpret information that confirms our beliefs and values — increases. So encourage your employees to gather more points of view when working on a project, even if this prolongs the decision-making process. Similarly, keep an eye out for group-think. In virtual meetings, employees are often less willing to speak up, voice criticism, or question opinions, which can distort decision-making. You can counteract this tendency by encouraging critical discussions in breakout rooms before sharing insights with the whole team. This can help team members feel more comfortable speaking up.
This tip is adapted from “5 Behavioral Biases That Trip Up Remote Managers,” by Torben Emmerling et al.

Break the Cycle of Self-Criticism

 Mon 07 June 2021

Break the Cycle of Self-Criticism
It’s tempting to think that if you’re tough on yourself, you’ll perform better. But self-criticism can ruin your mood, focus, and productivity if you let it. Try to take a more balanced approach to evaluating your own performance with these strategies.

    (1) Avoid generalization. Resist the urge to zero in on a single negative event and instead consider your performance on aggregate. Think of a bell curve: Some days will be below average, and that’s normal.
    (2) Think about what could go “right.” To avoid focusing on the negative, consider positive “what if” situations. For example: What if this idea isn’t stupid, but is the breakthrough that moves the project forward? What if this proposal revolutionizes how we work as a team? What if the senior leadership team loves my presentation?
    (4) Timebox your feelings. Set a timer for between 30-50 minutes (the time it typically takes for feelings like shame to dissipate) and allow yourself to fully experience and process your emotions. Once the timer goes off, make a conscious choice about how to put those feelings behind you and move forward.

This tip is adapted from “Stop Being So Hard on Yourself,” by Melody Wilding

Build Accountability into Your DEI Program

 Fri 11 June 2021

Build Accountability into Your DEI Program

If you want to make good on your company’s commitments to diversity, equity, and inclusion, you need to hold yourself, and the organization, accountable. 

(1) Start by being transparent about the current state. Share, both internally and externally, the data on racial representation among your ranks. Go beyond basic demographic numbers to include measures of equity in hiring and promotion rates, broken down by job level (entry, middle-management, and senior leadership).

(2)  Next, publicize your goals around hiring, promotions, retention, wage equality, and investments in DEI. 

(3) Then, incentivize managers to practice inclusive leadership. This often requires changing incentive structures to reward employees contributing to your DEI program, as well as those who hire and promote underrepresented leaders.

(4)  And reward people of color who take the lead on voluntary diversity efforts such as employee resource groups. Words and statements are important, but they aren’t enough. True accountability means aligning your words with actions that everyone can see.

This tip is adapted from “Businesses Must Be Accountable for Their Promises on Racial Justice,” by Laura Morgan Roberts and Megan Grayson

Before Making a Big Career Decision, Ask Yourself These 4 Questions

 
Fri 04 June 2021

Before Making a Big Career Decision, Ask Yourself These 4 Questions
Making a big career decision — whether to accept a job offer, or leave your current job, or make a career pivot — is hard, especially because there’s usually no “right” answer. To figure out what’s right for you, ask yourself these four simple questions. Answering them will narrow down your options and help you focus on what’s important.

   (1)  What are your feelings telling you? Think about the kind of work you’re doing now, or the kind of work you’re planning to do. Brainstorm and jot down ideas of different careers you’re considering. What feelings come up?
   (2)  What matters to you? Understanding your values will allow you to make choices that align with the things you care most about.
   (3)  What matters to other people? Consider how your decision will impact your loved ones. Ask them for their thoughts, input, and feelings.
    (4) What is the reality of the situation? You want to make choices for the right reasons so be objective. Consider the facts and data, not just your hopes and assumptions. If you make the decision based on an erroneous interpretation of your options, you’re likely to be disappointed in the long run.

This tip is adapted from “How to Make Better Decisions About Your Career,” by Timothy Yen

“So, You Got Ghosted — at Work,”

 
Thu 03 June 2021

How to Follow Up When You’ve Been “Ghosted” at Work

Whether it’s a recruiter who has gone silent after extending a job offer or a connection on LinkedIn who stops responding, you’ve probably been professionally “ghosted” before. Instances of sudden silence can shatter your confidence and leave you feeling confused and rejected. What went wrong? Is it appropriate to follow up — again? 

 

Instead of feeling haunted by their disappearance, send a brief, lighthearted message and leave the door open for them to reconnect, or to simply let you know what’s going on. You can even ask for a response whether or not they’re interested in meeting up or continuing the conversation. A simple “I’d greatly appreciate you letting me know either way” can often do the trick. Then give it a few business days. They might surprise you and share that they’ve been working on a major deadline or have been dealing with some issues that came up outside of their job. If you don’t hear back, then consider just moving on. 

That’s harder to do when there’s a job prospect involved, especially one you’re excited about, but consider how badly you want to work for this company — ghosting during the hiring process can be a sign of a company culture you want to avoid.
This tip is adapted from “So, You Got Ghosted — at Work,” by Kristi DePaul

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Hold Leaders Accountable for Their Commitments to Racial Equity

 
Wed 02 June 2021

Hold Leaders Accountable for Their Commitments to Racial Equity

Over the last year, many leaders made promises to fight discrimination and embrace diversity in their work forces, but progress has been inconsistent. So how can you use your influence to ensure your company follows through on its commitments? For starters, you need to identify a core group of colleagues who are similarly motivated to make change. Not only is it more powerful when many people are making the same case, it also makes it more difficult for management to rationalize inaction. Next, you and your group need to determine your objectives and press for firm, measurable goals. 

 

For example, you might push the company to commit to X percent of candidates from underrepresented backgrounds for its job openings. Or, you could pursue process-based outcomes, such as the creation of recruiting events or robust mentorship programs for underrepresented groups. Your goal is to devise metrics that create accountability. As you push for change, remember to also listen. Understanding management’s concerns can help you come up with creative ways to advocate and problem solve.
This tip is adapted from “How to Hold Your Company Accountable to Its Promise of Racial Justice,” by Rebecca Knight

Hire Unconventional Talent

Mon 31 May 2021

Hire Unconventional Talent

When it comes to hiring, too many managers unconsciously hold onto the notion that there’s one ideal candidate type for a role. But if you want to build a diverse team, you need to be open to a range of possible candidates. To make your hiring process more inclusive, especially of applicants who may have nontraditional backgrounds, adopt these strategies.

    (1) Help unconventional candidates envision themselves at your company. When you’re writing a job description or interviewing a candidate, paint the big picture of a role rather than a checklist of specialized skills, degrees, or years of experience.
    (2) Focus on potential rather than pedigree. When interviewing, ask questions that help you understand not just what they’ve done but what they’re capable of. For example, an open-ended question like “What were you doing the last time you looked at a clock and realized you had lost all track of time?” can help you uncover intellectual curiosity and understand what motivates someone.
    (3) Don’t obsess over job titles. Rather than skimming resumes or LinkedIn profiles for a candidate’s education and experience, look at other non-professional experiences they may have, including volunteer or advocacy work, writing, or other interests. Those endeavors can often be more telling than a job title.

This tip is adapted from “Why You Should Invest in Unconventional Talent,” by Debbie Ferguson and Fredrick “Flee” Lee

Take Back Control in a Chaotic Meeting

 Tue 01 June 2021

Take Back Control in a Chaotic Meeting

We’ve all been in meetings — especially virtual ones — that feel like they’re going off the rails. People are trying to get a word in and may be inadvertently, or intentionally, talking over one another. Be prepared to step in when this happens. You can constructively cut in by using a filler word to drive a strategic wedge into the conversation. Contrary to popular belief, words like “um” and “you know” can actually be useful in this context. When body language and silent cues can be harder to read, these words can indicate to the group that you’d like to say something. Then, once you have the floor, compliment and build on someone else’s point, even if you don’t necessarily agree with it. For example, you might say, “That’s a great point, I’d like to add to that.” Or, “I really appreciate this discussion — it makes me think about XYZ.” This way, you can maintain everyone’s credibility while also creating an opportunity to get the conversation back on track.
This tip is adapted from “Stop Talking Over Each Other in Virtual Meetings,” by Allison Shapira

Hire Unconventional Talent

 
Mon 31 May 2021

Hire Unconventional Talent

( “Why You Should Invest in Unconventional Talent,”)
When it comes to hiring, too many managers unconsciously hold onto the notion that there’s one ideal candidate type for a role. But if you want to build a DIVERSE  team, you need to be open to a range of possible candidates. To make your hiring process more INCLUSIVE , especially of applicants who may have nontraditional backgrounds, adopt these strategies.

   (1)  Help unconventional candidates envision themselves at your company
. When you’re writing a job description or interviewing a candidate, paint the big picture of a role rather than a checklist of specialized skills, degrees, or years of experience.
   (2)  Focus on potential rather than pedigree.
When interviewing, ask questions that help you understand not just what they’ve done but what they’re capable of. For example, an open-ended question like “What were you doing the last time you looked at a clock and realized you had lost all track of time?” can help you uncover intellectual curiosity and understand what motivates someone.
  (3)   Don’t obsess over job titles.
Rather than skimming resumes or LinkedIn profiles for a candidate’s education and experience, look at other non-professional experiences they may have, including volunteer or advocacy work, writing, or other interests. Those endeavors can often be more telling than a job title.

This tip is adapted from “Why You Should Invest in Unconventional Talent,” by Debbie Ferguson and Fredrick “Flee” Lee

Stop Comparing Yourself to Your Peers

Mon 31 Aug 2020
Stop Comparing Yourself to Your Peers

 
One of the benefits of social media is that it allows us to stay connected to old friends and former colleagues. But sometimes seeing other people’s successes can make us feel competitive — or even like we’re falling behind. There are a few strategies you can deploy to fight this uncomfortable feeling. First, track your triggers. Identify what drives you to compare yourself to others. For example, is there a specific friend or colleague whose accomplishments make you feel insecure? Next, reframe your thoughts. Instead of thinking of yourself as competing against that person, look at their accomplishments objectively. What can you learn from their progress? Then, counteract your self-doubt by doing something you're good at — it'll help you regain confidence and perhaps momentum toward your own goals. And finally, let go of the “shoulds.” They often lead to perpetual insecurity. Instead, consider the possibility that everything you have chosen to do until now has always been the right path, regardless of what you think you were supposed to do — or what others are doing.
This tip is adapted from “Feel Like You’re Falling Behind Your Peers?,” by Nihar Chhaya

Are You Taking Self-Care Seriously?

 Wed 26 Aug 2020

Are You Taking Self-Care Seriously?

You probably already know that sufficient sleep, proper nutrition, physical exercise, human connection, and time to relax are important — but do you actually carve out time for them? When you consider caring for yourself as unrelated to work, you’re likely to let your business priorities come first. But your resilience is a high-priority business issue, especially when you’re leading a team through the stress of our fast-paced world. 

Research shows that our decision-making dramatically suffers when we neglect to properly rest and refuel, so make self-care a daily priority. You don’t need to dedicate hours a day though. You can boost your short-term resiliency by taking a short walk or reaching out to a friend you haven't talked to in a while just to check in. Investing in yourself isn’t indulgent — it’s mission critical. It's time to tell yourself, “It’s so busy at work right now, I can’t afford NOT to take care of myself!”
This tip is adapted from “Reframe How You Think About Self-Care,” by Liane Davey

Find the Right Mentor — Remotely !

 Thu 27 Aug 2020

Find the Right Mentor — Remotely !

Mentorship helps the careers of both mentors and mentees — research shows they get promoted, attain higher salaries, and fend off burnout. Mentoring relationships that develop organically are the most fruitful, but how can you find a mentor during this era of social distancing?
(1)  To start, embrace remote networking. Put yourself in a position to meet interesting people, both inside and outside of your organization or industry. Don't be afraid to reach out to people who seem like they might be able to lend a hand.
(2) If you're uncomfortable connecting with strangers, start with your friends' friends. Ask for an introduction, and see where it goes.
(3) You might also tap into your alumni networks, where you'll have something to talk about right off the bat.
(4) And don't limit yourself to LinkedIn. There are all kinds of social media platforms that are ripe for making connections. This may all seem like a lot of effort, but if you hit it off with someone, your relationship will pay off down the road.
This tip is adapted from “How Do You Find a Decent Mentor When You’re Stuck at Home?,” by Ruth Gotian