Wed 22 July 2020
" Turn Rejection into a Learning Opportunity "
Whether you’re applying for a new job, vying for a promotion, or pitching a big idea to your boss, when you put yourself out there and it doesn’t work out, you’re likely to feel rejected !
It’s natural to feel a sting after a setback, but internalizing that negative feeling won’t help. Here are a few strategies to help you channel your inner grit and seize an opportunity to grow.
(1) First, don't allow your anticipation of any outcome to become an expectation ! This can fuel " false confidence " and obscure your objectivity about how things are actually going.
(2) Second, let yourself feel the pain of rejection. Many people either try to bury or overindulge that feeling — neither of which is productive. Instead, name your disappointment, acknowledging that you feel hurt by the outcome. You might even talk to a trusted friend or colleague about it.
(3) Finally, use the experience to learn. Consider what part you played in the decision not going your way, and solicit feedback about what you could have done better. People are often willing to be honest when they think your request to improve is sincere. And ideally, you can use that input the next time you take on a similar challenge.
This tip is adapted from “How to Bounce Back from Rejection,” by Ron Carucci
Tuesday, August 31, 2021
“How to Bounce Back from Rejection,”
Support Your Employees Who Can’t Return to the Office
Wed 29 July 2021
Support Your Employees Who Can’t Return to the Office
Make sure that any employee who continues to work remotely still feels included.
Consider implementing a policy that if one person calls into a meeting,
everyone joins by phone, even if it’s from their desks. This will allow
your remote employees to feel fully included.
Chances are that you have employees who fall into the high-risk group for coronavirus and who may be unwilling or unable to return to an office when you reopen. Managers need to develop a specific plan for these employees. Support their ability to continue working from home, if possible. While working remotely isn’t ideal for everyone, the pandemic has shown that it’s doable for many — and it can even be beneficial. Allowing high-risk employees to continue to work remotely has the added benefit of reducing the number of people in the office, making everyone on your team safer. The ongoing safety and welfare of all employees — but particularly your most vulnerable — needs to be at the top of every manager’s priority list. This is an unprecedented moment, and you should be prepared to make unprecedented accommodations.
This tip is adapted from “Office Reentry Plans Must Account for Medically Vulnerable Employees,” by Rebecca Zucker
" Don’t Ask Job Candidates for a Salary History ! "
Tue 04 Aug 2020
Deep Ethics in HR / Recruiting .
" Don’t Ask Job Candidates for a Salary History ! "
There’s one simple step your company can take to increase diversity and fairness in hiring .
Stop asking job candidates about their salary history. Why?
This information gives the employer a bargaining advantage — it can offer just a bit more than an applicant’s current pay level, with confidence that they will accept.
But if the employee is underpaid to start with, the company is perpetuating that inequity !
When access to salary histories is limited, Black and female job applicants see a more level playing field. In the past few years, 14 U.S. states have banned this practice, and new research found that these laws correlated with pay increases for successful Black (+13%) and female (+8%) candidates. If you’re a hiring manager, the next time you interview a candidate for a new position, you have an opportunity to help your company be more equitable and fair. Don’t let that opportunity go to waste.
This tip is adapted from “Stop Asking Job Candidates for Their Salary History,” by James Bessen et al.
Become a Better Ally to Your Black Colleagues
Mon 17 Aug 2020
Become a Better Ally to Your Black Colleagues
Saying you want to support your Black colleagues is one thing; actively doing so is another. So how can you follow through on your statements of solidarity? It’s important to be intentional.
(1) Start by asking your Black colleagues what they need. Actively listen and learn about the experience of Black employees at your company. You could participate in a company-sponsored town hall focused on race in the workplace, or attend your company’s Black employee resource group (ERG) meetings. If your company doesn’t have an ERG, consider joining an online community where personal experiences about race are openly discussed and facilitated by experts.
(2) Also take supportive actions:
(a) Recommend your Black colleagues for highly visible projects, (b) introduce them to influential people at your company, and (c) openly acknowledge their accomplishments to others.
(d) And most of all, share their more challenging experiences with those who have the capacity to create systemic change.
(e) By noticing, connecting, valuing, and responding to the needs of your Black colleagues, you can build stronger relationships and help to advance racial justice in your workplace.
This tip is adapted from “How to Be a Better Ally to Your Black Colleagues,” by Stephanie Creary
Use Your Social Network to Promote Equity and Inclusion
Use Your Social Network to Promote Equity and Inclusion
If you're looking for ways to actively champion women and people of color, consider using a powerful tool you already have: your social network.
There are two simple ways you can use your network to be a better ally and promote equity in your workplace.
First, show your support by broadcasting anti-racist, anti-sexist values. Research has shown that when you post on social media, you're reaching much farther than your immediate contacts. Little by little, you can help to create a new norm when your friends and colleagues see that you believe in and live those values.
Second, empower and back up women and people of color by actively including them in your network. Introduce them to people who they might otherwise find difficult to meet, or proactively forward opportunities that they might otherwise miss.
It’s important to use your privilege to promote equity. And your social network can be effectively deployed in your anti-racism and anti-sexism efforts.
This tip is adapted from “Use Your Social Network as a Tool for Social Justice,” by Raina Brands and Aneeta Rattan
" Plan Now for the Second Half of Your Career ! "
Monday, August 30, 2021
How to Respond When an Employee Cries at Work
Thu 30 july 2020
How to Respond When an Employee Cries at Work
People cry at work. Maybe it’s because of tough feedback or a particularly stressful day, or maybe it has nothing at all to do with work.
(1) Regardless of the reason, as a manager, you shouldn’t ignore or diminish the tears, even if they make you feel uncomfortable. Don’t try to interpret your employee’s emotions, tell them what to do, or judge them. (2) Instead, show gentle curiosity and compassion. Try saying something like: “Let’s pause for a moment here. I can see you’re crying. Would you like to take a break or keep going? It’s up to you.” This neutral language gives the person a chance to take a second and claim some privacy.
(3) You can also say: “I’m going to stop our conversation for a second to check in with you. You can talk to me about what’s going on if you’re comfortable.” This demonstrates curiosity, without dramatizing or overplaying concern.
(4) Or, try: “You’re crying, so let’s pause. What would be most helpful for you right now? I’ll follow your lead.” This acknowledges what’s happening in a nonjudgmental way, while empowering the person to take control. Whatever you choose to say, the key is to be clear, understanding, and ultimately allow the person to tell you what they need.
This tip is adapted from “What to Say When Someone Cries at Work,” by Deborah Grayson Riegel
Adjust Your Job Search for This Moment
Fri 17 July 2020
Adjust Your Job Search for This Moment
Looking for a job is never an easy process, but it feels particularly daunting right now — not just because of the state of the economy, but also because the pandemic is changing the nature of work so drastically. If you’re on the job market, there are several things you can do to increase your chances of success. Tap your network to find out about job openings: Knowing someone at the company you’re applying to will give you an advantage. Brush up your resume and cover letter, and be sure to include any experience that signals your success in high-pressure work environments, since so many companies are in crisis mode.
If you do secure an interview, prepare by getting familiar with the video-conferencing technology, researching the company’s pandemic response, and setting up a professional-looking background. Because you won’t get as much non-verbal feedback during the interview, focus on conveying warmth and establishing an emotional connection. Most importantly, throughout this process, take it easy on yourself. It may feel like you’re under a lot of pressure, but you’ll fare better if you show yourself compassion — the same way you would a close friend.
This tip is adapted from “How to Nail a Job Interview — Remotely,” by Amy Gallo
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.
(1) 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.
(2) Instead of thinking of yourself as competing against that person, look at their accomplishments objectively. What can you learn from their progress?
(3) 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.
(4) 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
You Need More Sleep. What Should You Do If You Can’t Get It?,” by Christopher M. Barnes
Mon 10 Aug 2020
How to Work After a Bad Night’s Sleep
We all know we need a good night’s sleep for the sake of our health — and our effectiveness at work. But what about when that’s just not possible? Here’s the bad news: Coffee is only a temporary fix. But there are a few ways to mitigate the risks of working while sleepy. For example, try to focus on routine tasks that don’t require a lot of creativity (which is hard to muster when you’re depleted), and avoid taking on any high-stakes projects (because sleep deprivation makes you more prone to mistakes). Also, look for ways you can rely on other people. Is there anything you can delegate? Or can you ask colleagues to look over your work to catch any mistakes? If not, set aside some time to review it yourself when you’re feeling more rested. Finally, if you can, consider a nap. Even a short 20-minute rest can make a meaningful difference in your effectiveness for the rest of the day.
This tip is adapted from “You Need More Sleep. What Should You Do If You Can’t Get It?,” by Christopher M. Barnes
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Worried Your Boss Doesn’t Like You? Don’t Lose Hope
Tue 11 Aug 2020
Worried Your Boss Doesn’t Like You? Don’t Lose Hope
Your relationship with your boss can make or break your work experience. So what should you do if you suspect that your manager just doesn’t like you?
(1) Before you panic, make sure there are real differences in how the boss treats you as compared to your teammates. Some of the “signs” you may be picking up on may just be social awkwardness. But if you think you need to strengthen your connection with your boss, engage them in conversations about work issues.
(2) Notice which topics get their attention and what they seem to value. Uncovering what makes them tick will help you adapt your interactions to better fit their style. But be careful not to lay it on too thick — too much unwanted attention might cause them to withdraw even more.
(3) Finally, while you’re working on your relationship with your boss, you should also invest in other connections at your workplace. It’ll be hard for your manager to maintain a poor image of you if your colleagues think you’re a big asset to the team.
“You’ve Been Called Out for a Microaggression. What Do You Do?,” by Rebecca Knight
Wed 12 Aug 2021
Make Things Right After Committing a Microaggression
It was a throwaway remark, and you didn’t mean to offend. But now that a colleague has brought the slight to your attention, you realize what you said was hurtful. So how should you respond after committing a microaggression?
(1) First, make sure the other person feels heard. Your instinct may be to defend yourself — or your comment — but this isn’t about you. You can be a good, well-intentioned person who said something offensive.
(2) Follow your colleague’s lead in the conversation, and be curious and empathetic.
(3) Offer a sincere apology that expresses gratitude for their trust and acknowledges the impact and harm your comment caused. Say something like: “Thank you for telling me. I appreciate that you trust me enough to share this feedback. I’m sorry that what I said was offensive.”
(4) Be sure to keep it short and to the point. Don’t over-apologize or try to engage your colleague in a drawn-out conversation.
(5) Finally, commit to doing better in the future. Say, “I care about creating an inclusive workplace, and I want to improve. Please keep holding me accountable.”
(6 ) Then, do the work of striving to be better. It requires grace, humility, and commitment.
This tip is adapted from “You’ve Been Called Out for a Microaggression. What Do You Do?,” by Rebecca Knight
How Inclusive Leaders Talk !
Fri 20 Dec 2020
How Inclusive Leaders Talk !
Did you pledge to become a more inclusive leader or manager this year? If so, don’t only focus on your company’s policies and procedures — your communication style is just as important.
Researchers have identified three key ways inclusive leaders talk.
(1) First, they use audience-centered language. So take the time to understand the needs of the people you’re speaking to and personalize your language. Use second-person pronouns (i.e. “you”) to take the focus off yourself and bring the audience into your message.
(2) Next, demonstrate subject-matter expertise. Cite relevant research, but also be sure to use language that signals your open-mindedness and receptiveness to other points of view. And don’t just explain the “what” — give context and relevance that helps your audience understand the “why” behind your message.
(3) Finally, be authentic. Don’t put on a show: Speaking naturally conveys that you truly believe in what you’re saying. And above all, your words must match your intentions and actions. All of these behaviors will help you earn your audience’s trust and convey that you really care that they feel included.
This tip is adapted from “What Inclusive Leaders Sound Like,” by Noah Zandan and Lisa Shalett
Support Introverts and Extroverts on Your Hybrid Team
Wed 25 Aug 2021
Support Introverts and Extroverts on Your Hybrid Team
You want your team to be able to succeed in a hybrid work environment, but people will need different types of support depending on whether they identify as an introvert or an extrovert. For example, you’ll need to give introverts time and space. Ensure that their voices and ideas aren’t drowned out, especially in hybrid meetings, where it can be tough to chime in. You might encourage introverts to contribute by saying, "Does anyone who hasn't spoken want to add to the conversation?" or “Let's take two minutes to let folks add any thoughts or reactions to the chat." Extroverts need a different kind of support. For example, you want to be sure they’re getting the face time they need. They might feel disconnected when they don’t see their teammates in person on a regular basis. Set up a regular face-to-face or video meeting so that they can talk things through with you directly — and consider scheduling a few hybrid social functions. Finally, make clear that the team has a range of communication styles and that you want everyone to be able to engage and contribute in a way that's authentic to them.
This tip is adapted from “Managing Introverts and Extroverts in the Hybrid Workplace,” by Erica Dhawan
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Use Social Media to Attract Potential Employers
Fri 20 Aug 2021
Use Social Media to Attract Potential Employers
One of the best ways to boost your hire-ability is to create a strong social media presence: It can help you stand out, get noticed by potential employers, and find a job you want. Here are a few tips to help you get started.
(1) Audit your social media profiles and remove anything that you wouldn’t want your employer to see.
Make sure your profile picture, in particular, looks professional.
(2) Be deliberate about which people and organizations you follow.
Connect with industry leaders and potential employers, especially on platforms like LinkedIn. Like, share, and respond to their updates.
(3) Demonstrate your passion.
Follow hashtags and discussions to stay abreast with the latest industry news. When you see an interesting story, repost it and share your commentary or thoughts.
(4) Learn new skills and show them off. Did you just learn Adobe Illustrator? Share a certification or a new project you completed as part of the course. If you’re a self-taught baker, create Instagram Reels or TikToks to share your knowledge.
This tip is adapted from “You Don’t Need a College Degree to Land a Great Job,” by Jeff Mazur
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Re-Onboard Your Whole Team This Fall
Fri 27 Aug 2021
Re-Onboard Your Whole Team This Fall
With high turnover, the shift to remote work, and continued uncertainty, chances are that everyone on your team is feeling a bit unmoored right now. So consider a team-wide on-boarding this fall, for both new and old employees. Here’s what it might look like:
(1) Schedule random, 30-minute one-on-ones between team members to help people reconnect. Suggest they kick off these conversations with a lighthearted prompt, such as “What food do you think is the most underrated?” or "If you won the lottery today, what would you do tomorrow?"
(2) Ask each employee to reflect on what they’re good at and how they can apply those skills to their current role. Then, assign people tasks that let them showcase their abilities.
(3) Create opportunities for team members to collaborate and build shared knowledge. Start an email thread or Slack channel where people can post a question or problem, and others can respond with insights based on their own experience.
(4) Set clear cultural expectations and norms. Ask questions like: How can we ensure teammates who aren’t in the office still have a voice? How will we track progress and update each other throughout the week? What guidelines should we set for meetings? Make sure to write down the answers, and save them in a place that everyone can easily access.
This tip is adapted from “It’s Time to Re-Onboard Everyone,” by Liz Fosslien
Sunday, August 29, 2021
How to Support an Employee Who Has Chronic Pain
Thu 29 July 2021
How to Support an Employee Who Has Chronic Pain
Do you know if any of your employees experience chronic pain? Chronic pain is increasingly common but it can be difficult to talk about, especially at work. As a manager, you need to be ready to listen, have a conversation, and support your employees — while not pressuring anyone into disclosing medical information they’re not comfortable sharing. If you’re unsure of how to help, that’s OK: you can simply start by asking what they need from you and the organization, assuring them that you value their health and safety above all. Be prepared to offer flexible work arrangements that accommodate their physical needs, and direct them to any resources your company may offer to people experiencing chronic health conditions. And if you’re unsure of what resources are available, you can always ask HR and get back to your employee. Chronic pain is a complex issue with biological, social, and psychological elements; effective leadership in this context — and in most contexts — ultimately comes down to listening to and learning from employees.
This tip is adapted from “When Someone on Your Team Has Chronic Pain,” by Duygu Biricik Gulseren et al.
“Stay Cool Under Pressure — Without Appearing Cold,” by Anne Sugar
Thu 24 June 2021
Are You Too Cool Under Pressure?
We all handle stress differently. And while remaining cool under pressure can be an asset, your unruffled nature could also be mistaken as nonchalance or a lack of interest. One way to counter this unfortunate impression is to over-communicate. Don’t assume that your colleagues know if and when you’re taking something seriously. Be explicit about how you’re approaching the problem — even if you don’t show outwardly that you’re sweating it. Another option is to share the tactics you use to stay calm, whether it’s overpreparing, changing your mindset, repeating positive affirmations, or biting off small chunks of big tasks. This will help your colleagues understand you better and perhaps give them some stress-alleviation techniques they can employ for themselves. Lastly, don’t underestimate the power of empathy. Asking a simple question like, “What can I do to help?” demonstrates that you recognize the stressful situation and shows that you care.
This tip is adapted from “Stay Cool Under Pressure — Without Appearing Cold,” by Anne Sugar
“Do Your Employees Feel Safe Reporting Abuse and Discrimination?,” by Lily Zheng
Wed 23 June 2021
Make It Safe for Employees to Report Discrimination
Sixty-one percent of U.S. employees say they’ve witnessed or experienced workplace harassment or discrimination based on race, gender, age, and sexuality, yet reporting rates remain extremely low. This is in large part because employees fear that the company will retaliate and further punish or marginalize those who speak up. There are steps you can take as a leader to increase reporting rates at your company — and thereby make it a more equitable, inclusive, and safe place to work. Publicly commit to do better for victims of discrimination, and share the metrics you’ll use to hold leaders and the company accountable. If there’s been a mishandling of an incident in the past, focus on re-earning lost trust. Reach out to any employees who were affected, apologize for harm done, and offer recourse to the extent possible. Invest in external resources, such as a private therapist or an employee assistance program, to support victims who come forward. Establish an ombudsman office that can talk candidly to employees about their concerns and walk them through the reporting options available to them. And make sure that you have anonymous reporting channels that both protect reporters and inform organizational change.
This tip is adapted from “Do Your Employees Feel Safe Reporting Abuse and Discrimination?,” by Lily Zheng
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“What to Do If Your Team Doesn’t Want to Go Back to the Office,” by Liz Kislik
Mon 21 June 2021
Making the WFH Case to Leaders Who Want to Return to the Office
As companies start returning to the office, managers are finding themselves caught in the middle between employees who want to keep working from home and senior leaders who want everyone back at their desks. How can you navigate this tension?
(1) Start by finding out what’s driving leaders’ concerns. Do they doubt that people are taking work seriously? Are they worried that employees aren’t collaborating enough? Once you know what’s behind their push to return, find ways to address those concerns. Show that remote work is beneficial to the company, not just to individuals.
(a) For example, you can emphasize your ability to retain skilled employees who would otherwise leave.
(b) You might point out that remote work offers the ability to draw from a wider talent pool.
(c) Consider asking your HR department if they have data on how working from home is paying off for your company. Also, demonstrate that your team is engaged no matter where they’re located.
(d) For example, you might invite leaders to video meetings that include both in-person and remote workers so they can see that everyone is committed and participating regardless of where they’re calling in from. If leadership is applying pressure for employees to come back to the office, and you believe there’s a balance that could work better for everyone, try these strategies to make your case.
This tip is adapted from “What to Do If Your Team Doesn’t Want to Go Back to the Office,” by Liz Kislik
***
“What Makes a 360-Degree Review Successful?,”
Tue 22 June 2021
Get 360-Degree Reviews Right
360-degree reviews can be an effective way to develop leaders. But they’re time-consuming and expensive, and the final report is often read and never discussed again, which doesn’t do anyone any good. So how do you ensure a successful 360-review process? First, the leader should help choose which colleagues receive the survey. They know who will have the most useful insight into their performance. They should then personally communicate with the respondents, asking them to provide their candid observations, so those who are providing feedback know it’s welcome. Once the input is aggregated, don’t simply send a report to the leader. Share the results in a coaching conversation, so the leader has the context and guidance to understand the data. And, ideally, the company should create a customized set of recommendations, mapped to its leadership competencies, so the leader has a personal development plan.
Accountability is critical, so make sure it’s clear who — whether it’s their direct supervisor or someone in HR — will follow up with the leader to make sure they’ve acted on the feedback they received.
This tip is adapted from “What Makes a 360-Degree Review Successful?,” by Jack Zenger and Joseph Folkman
***
Your Team Can Respectfully Disagree, Even About Politics
Tue 27 July 2021
Your Team Can Respectfully Disagree, Even About Politics
Talking about politics at work can be dicey. So what should you do as a manager? While it may be tempting to ban political conversations on your team, doing so can alienate employees and make them feel like they can’t bring their authentic selves to work. Instead, ask yourself: How can I encourage my team to handle differences, respect one another, listen, and learn? Here are a few suggestions.
Build empathy for others’ views. Encourage regular conversation and sharing of personal stories and vulnerabilities on your team. Understanding and respect are built through day-to-day interactions.
Invite different perspectives. Lead by example; admit you don't know everything, and demonstrate open-mindedness.
Accept mistakes gracefully. People tend to avoid political conversations for fear of saying the wrong thing or being misunderstood. Encourage grace and give your team members the benefit of the doubt (unless they've proven they don't deserve it).
Demonstrate that disagreement is OK. Make clear that it’s fine to dissent and debate as long the conversation doesn’t turn into an existential battle where “I’m right” and “You’re wrong.” You don't have to be persuaded by someone's belief in order to understand it and respect it.
This tip is adapted from “Don’t Ban ‘Politics’ at Work,” by Megan Reitz and John Higgins
Saturday, August 28, 2021
Nervous about Public Speaking? Focus on Serving Your Audience
Fri 23 July 2021
Nervous about Public Speaking? Focus on Serving Your Audience
Public speaking can be nerve wracking. If you dread it, you’re not alone. The good news is that you can take actions to shift your mindset and assuage your anxiety. Think about being a "giver," not a "taker." This means focusing on your audience, not yourself.
What do your listeners need from you? Your job as a presenter is to help the people in the room (or on Zoom) grow and meet their goals. Think of your presentation as an act of service as opposed to a talent show or self-promotional opportunity. To get into this mindset, choose three to five influential leaders or stakeholders who will be in your audience and meet with them beforehand to ask about their concerns and goals surrounding the topic of your presentation. Then, adjust your message accordingly, with the intention of making sure you’re serving them. This will help you shift your focus outwards, from yourself to the audience, and as a result, ease some of your nerves.
This tip is adapted from “Don’t Let Anxiety Sabotage Your Next Presentation,” by Riaz Meghji
***
Protect Your Eyes from the Damage of Too Much Screen Time
Thu 22 July 2021
Protect Your Eyes from the Damage of Too Much Screen Time
If your screen time has increased in the past year (and whose hasn’t?), you're probably getting more exposure to blue light — a leading cause of vision-related issues. That nagging pain behind your eyes after staring at your devices all day could be eye fatigue or eye strain. The good news? It's preventable! Try these tips.
(1) Maintain a one-arm distance from your laptop while working.
(2) Tilt your screen slightly downwards to reduce glare. You can also use a blue-light-blocking screen cover for your laptop or wear blue-light glasses.
(3) If you use your devices at night (hello, doomscrolling), be sure to turn on the warm light scale so the blue light doesn’t impact your sleep-wake cycle.
(4 ) Follow the 20-20-20 rule. When you’re working on a laptop, take a break every 20 minutes. Look at an object 20 feet away for 20 seconds to give your eyes a chance to relax.
(5) Ensure that you get regular eye check-ups. If your doctor recommends it, you can also use an eye lubricant or artificial tear drops to prevent your eyes from drying out.
(6) Finally, keep track of what you eat. Consume green, leafy vegetables and foods that are high in Omega-3 oils.
This tip is adapted from “Is Too Much Screen Time Giving You Eye Fatigue?,” by Dr. Kara Hartl
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When Should You “Stay in Your Lane”?
Thu 15 July 2021
When Should You “Stay in Your Lane”?
You see an important task that needs to be done, but it isn’t your responsibility. Should you jump in and do it? Before taking on someone else’s work, consider these three factors. First, ask yourself: What else is going on? In a turbulent environment, straying outside your lane could cause additional chaos or confusion, even if your intentions are to be a good team player. Next, think twice before crossing team boundaries. You probably won’t have a complete enough understanding of the other team’s situation to jump in and be effective right away. Finally, if you do decide you need to pitch in, be prepared to over-communicate — both in face-to-face huddles and over digital channels. You don’t always need to stay in your lane — just be sure to merge both out of your lane and back in with caution and care.
This tip is adapted from “When to Take On Tasks That Are Outside of Your Job Description,” by Margaret M. Luciano et al.
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Ease Back into Small Talk
Wed 14 July 2021
Ease Back into Small Talk
Are you nervous about having to make small talk with colleagues when you return to the office? If stopping for an impromptu hallway chat seems a little daunting, you're not alone. Many of us are socially rusty after a long pandemic year. The good news is you can rebuild your small-talk muscle with practice. Here are a few conversation starters. Try them out, tweak them so they feel authentic to you, and use whatever is most helpful.
(1) Cooking and baking. Many people discovered their inner chef during the pandemic. You might ask your coworker, “What are your new favorite meals?” or “What’s a simple recipe you discovered recently?”
(2) Hobbies. You might be curious about what your colleagues did with their time while not in the office. Try asking, “Did you rediscover any hobbies during quarantine?” or “What was your favorite thing you read/watched/listened to last year?”
(3) Vacation plans. With travel restrictions lifting in many parts of the world, lots of us are starting to think about making up for lost vacation time. Ask your work buddies, “What are you looking forward to the most this year?” or “Where’s the first place you’ll travel when you’re able to?”
This tip is adapted from “Have We Forgotten How to Small Talk?,” by Robbie Samuels
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What to Ask for When You Can’t Get a Speaking Fee
Fri 16 July 2021
What to Ask for When You Can’t Get a Speaking Fee
Professionals deserve to be paid for speaking engagements. But what should you do if your request for a fee is denied? Don’t be discouraged. If you think the opportunity is worth it, you can still negotiate for alternative compensation. Here are a few things you can ask for:
(1) Travel and food expenses.
At the very least, the organization should cover any expenses related to your participation.
(2) Discounted memberships and dues. Many speaking engagements are hosted by regional or national organizations. If this is the case, you might request a waived or discounted membership fee.
(3) Referrals. This might be for future events at affiliated organizations, or even a letter of participation on the organization’s letterhead, signed by the most senior leader of the group, that you can share with your boss.
(4) Promotional material. Ask for audience testimonials and endorsements that you can put on your website. Or inquire whether the sponsoring organization can record your talk and provide shareable highlights that you can put on social media or send out to your network.
This tip is adapted from “If a Speaking Gig Can’t Pay, Ask for Another Form of Compensation,” by Adaira Landry and Resa E. Lewiss
Prevent a High-Conflict Employee from Draining Your Team’s Energy
Mon 23 Aug 2021
Prevent a High-Conflict Employee from Draining Your Team’s Energy
Disagreements at work aren’t necessarily a bad thing. But as a manager, you need to watch out for unhealthy conflicts that erode trust and drain your team's time and energy. If someone on your team creates this kind of animosity, try to mitigate their negative impact. Here’s how:
(1) Resist the urge to demonize them.
You never know what's going on in someone's life that could lead them toward this kind of behavior. Try to have compassion for high-conflict employees; empathy is often what they need to change their tune.
(2) Spend more time with them to try to form a connection. Listen and try to understand what makes them tick and what they care about.
(3) Redirect their energy when possible. Give them choices, rather than mandates, and try to keep them focused on the future. If their behavior persists, consider putting them on projects that reduce their collaboration with others, or, in extreme cases, remove them from the team altogether.
This tip is adapted from “How to Work with Someone Who Creates Unnecessary Conflict,” by Amanda Ripley
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Crafting Hybrid Work Plans? Pay Attention to Equity
Tue 24 Aug 2021
Crafting Hybrid Work Plans? Pay Attention to Equity
If you’re involved in developing your company’s hybrid work plans, it’s critical to ensure you don’t unintentionally create or exacerbate inequities. Put systems in place to monitor who gets promoted and why.
Look out for patterns that suggest favoritism of one group over another — for example, those who work in the office compared to those who work remotely — and remedy any inequities. This isn’t just about promotions: Conduct a regular audit of who gets which assignments and why — and commit to publicly sharing the results. This will not only help identify any concerns, it will also draw attention to the fact that this monitoring is happening and therefore encourage managers to pay careful attention to their allocations.
This tip is adapted from “5 Practices to Make Your Hybrid Workplace Inclusive,” by Grace Lordan et al.
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Quit Your Job Without Burning Bridges
Mon 19 July 2021
Quit Your Job Without Burning Bridges
If you’re considering leaving your job, but worry that you might damage your relationships and chances for a strong reference, you're not alone. While you can’t control how your boss or colleagues will react to your decision to quit, you can minimize the negative impact. Here’s how. First, don’t delay telling your boss because you feel guilty; most managers prefer to have as much advance notice as possible. Be gracious but clear so you don’t send mixed messages. Say something like, “After a lot of consideration, I’ve decided it’s time for me to move on to the next chapter of my career. My goal for this conversation is to discuss how to make the transition as smooth as possible for both of us.” No matter how well you handle this, sometimes your managers won’t be receptive — and that’s not your fault! If they act cold, hurt, or upset, try not to take it personally. No boss likes to lose a valuable employee. The best thing you can do is to express your appreciation for the opportunity you’ve had and what you’ve learned in your time at the company. Finally, don’t forget your colleagues. You don’t want to leave them in the lurch so for any tasks you’re unable to wrap up before you leave, pass the baton as clearly as possible. And remember: People leave jobs all the time. If you’ve handled the decision thoughtfully and carefully, you don’t have to burn bridges.
This tip is adapted from “Yes, You Can Quit Your Job Without Burning a Bridge,” by Ron Carucci
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Re-Onboard Your Whole Team This Fall
Thu 26 Aug 2021
Re-Onboard Your Whole Team This Fall
With high turnover, the shift to remote work, and continued uncertainty, chances are that everyone on your team is feeling a bit un-moored right now. So consider a team-wide on-boarding this fall, for both new and old employees. Here’s what it might look like:
(1) Schedule random, 30-minute one-on-ones between team members to help people reconnect. Suggest they kick off these conversations with a lighthearted prompt, such as “What food do you think is the most underrated?” or "If you won the lottery today, what would you do tomorrow?"
(2) Ask each employee to reflect on what they’re good at and how they can apply those skills to their current role.
Then, assign people tasks that let them showcase their abilities.
(3) Create opportunities for team members to collaborate and build shared knowledge. Start an email thread or Slack channel where people can post a question or problem, and others can respond with insights based on their own experience.
(4) Set clear cultural expectations and norms. Ask questions like: How can we ensure teammates who aren’t in the office still have a voice? How will we track progress and update each other throughout the week? What guidelines should we set for meetings? Make sure to write down the answers, and save them in a place that everyone can easily access.
This tip is adapted from “It’s Time to Re-Onboard Everyone,” by Liz Fosslien
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Friday, August 20, 2021
Write to Help Yourself Heal
Tue 13 July 2021
Write to Help Yourself Heal
For many of us, the pandemic has been one of the most challenging times in our lives. Writing can help us process what we’ve gone through in order to help us move forward. Sometimes what may be difficult to express out loud can be readily given voice on the page. And research has shown that writing about negative events can lower blood pressure, reduce stress, bring greater focus and clarity, and boost overall well-being. Here are three prompts you can use.
Spend 10 minutes writing down whatever bubbles up when you think about your pandemic experience — moments that have stayed with you, whether they’re pleasant or unpleasant. Don’t hold back. If you run out of things to say, write that (“running out of things to say”) until a new thought comes to mind.
Answer these questions: What’s one thing you know now that you didn’t know before the pandemic? How and when did you learn it?
Think of one object in your home that represents a moment in the pandemic for you. Look closely at its colors. Feel the weight of it. Use all of your senses. Now, write as specifically as you can about that object. You might find that the smallest detail brings out some truth or feeling for you.
This tip is adapted from “Writing Can Help Us Heal from Trauma,” by Deborah Siegel-Acevedo
Support Your Team Through the Anxiety of Reopening
Mon 12 July 2021
Support Your Team Through the Anxiety of Reopening
Many people have mixed feelings about going back to the office. Some may be excited to see their colleagues in person while others might prefer to still be working from home. As a manager, how can you help your team navigate this tricky transition? Start by finding out how people are feeling. Consider conducting an anonymous survey (assuming your team is big enough) and use the insights you glean to address their concerns. For example, if several people mention health or safety in the survey, you can make sure the team knows precisely what precautions the company is taking. Next, maintain as much flexibility as possible. Allow people to experiment with different ways of working to help them ease back into in-person or hybrid work. Finally, don't make promises you can’t keep, such as assuring people that their careers won’t be impacted by working from home or that they can do so indefinitely. Failing to follow through on commitments is a surefire way to alienate your team in the long run.
This tip is adapted from “Help Your Employees Who Are Anxious About Returning to the Office,” by Amy Gallo
Do Your Employees with Disabilities Feel Safe to Disclose?
Thu 08 July 2021
Do Your Employees with Disabilities Feel Safe to Disclose?
For an employee, deciding whether or not to disclose a disability at work is complicated. But, as a leader, you can create a culture in which people feel safe to bring their full selves to work. First, make sure you have accessible, enterprise-wide training programs in place to help employees with disabilities thrive and advance in their careers. For example, you might offer introductory sign language courses to help people communicate with non-hearing colleagues. Second, start a disability-focused Employee Resource Group (ERG). The best ERGs foster open dialogue and networking not only among their own members but also with members of other ERGs. Lastly, encourage leaders with disabilities to serve as role models. Seeing someone at the leadership level disclose will convey that it’s safe to be open. Ultimately, you want to do what you can so your employees with disabilities feel seen, heard, and included.
This tip is adapted from “Make It Safe for Employees to Disclose Their Disabilities,” by Laurie Henneborn
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“Make It Safe for Employees to Disclose Their Disabilities,”
Thu 08 July 2021
Do Your Employees with Disabilities Feel Safe to Disclose?
For an employee, deciding whether or not to disclose a disability at work is complicated. But, as a leader, you can create a culture in which people feel safe to bring their full selves to work. First, make sure you have accessible, enterprise-wide training programs in place to help employees with disabilities thrive and advance in their careers. For example, you might offer introductory sign language courses to help people communicate with non-hearing colleagues. Second, start a disability-focused Employee Resource Group (ERG). The best ERGs foster open dialogue and networking not only among their own members but also with members of other ERGs. Lastly, encourage leaders with disabilities to serve as role models. Seeing someone at the leadership level disclose will convey that it’s safe to be open. Ultimately, you want to do what you can so your employees with disabilities feel seen, heard, and included.
This tip is adapted from “Make It Safe for Employees to Disclose Their Disabilities,” by Laurie Henneborn
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How to Respond When You’re Interrupted in a Meeting
Wed 07 July 2021
How to Respond When You’re Interrupted in a Meeting
No one likes to be interrupted, and when it happens in a meeting, it can be hard to know how to respond. Do you just let it go? Or do you speak up? Your reaction will depend on who is doing the interrupting.
(a) When a peer interrupts you, think about why they’re interrupting you in the first place. Consider their objective. If it’s to change the topic or get you to stop talking, you might say something like, “I’d like to finish my point. This is an important topic and I want to make sure that everyone is informed.” Acknowledge your colleague, but make sure you finish your point before conceding the floor. If the situation gets awkward or stressful, consider reaching out afterward to clarify your intentions and smooth things over.
(b) On the other hand, if you find yourself interrupted by your manager or someone in a more senior role, wait for the meeting to finish. Then, reach out to them afterwards to schedule a one-on-one catch-up. You can say, “I noticed that you had some feedback. Is there something I could have done differently?” Hopefully together you can figure out how to be better aligned — and avoid interruptions — in the next meeting.
This tip is adapted from “How to Manage Interruptions in Meetings,” by Harrison Monarth
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Give Your Self-Confidence a Boost
Thu 19 Aug 2021
Give Your Self-Confidence a Boost
Do you have a hard time voicing your thoughts at work, even — especially — when you want to? You’re not alone. The important thing to remember is that your lack of confidence isn’t an inherent flaw. Confidence can be learned and practiced. Here are a couple of steps to help you get started.
Step 1: Connect with yourself. Take the time to understand who you are, where your motivations lie, and what makes you unique, because there’s literally no one else who will share your particular point of view. You have something important to share, no matter how obvious or uninspiring it may seem to you.
Step 2: Focus on building confident behaviors (such as speaking up in a meeting or asserting yourself when someone interrupts you). Don’t worry if that doesn’t happen overnight; any mindset shift is going to take time. So, start small and be deliberate about each effort. Don’t expect change to happen overnight. Confidence is a muscle!
This tip is adapted from “How to Build Confidence at Work,” by Ann Howell
Thursday, August 19, 2021
Support Your Team During the Office Return
W ed 18 Aug 2021
Support Your Team During the Office Return
The prospect of returning to the office will likely bring up a range of reactions in your employees, from relief and excitement to fear and hesitation. Here are three ways you can support your team.
Over-index on communication. Talk with your people early and often about your team’s reopening plans, policies, and expectations. Once you’re in the swing of it, ask for people’s feedback on how things are going — and create an environment where people feel safe expressing concern.
Facilitate interpersonal connections. People are feeling rusty about their social skills. Small gestures like “back to work” happy hours or team lunches make a difference.
Take care of yourself. The pressure of being responsible for delivering results — not to mention people’s feelings and physical safety — is no small thing. Take walks, block your calendar on particular days or times when you need to focus, and seek out people who can support you in the same way you’re trying to support your team.
This tip is adapted from “Returning to the Office Will Be Hard. Here’s How Managers Can Make It Easier.,” by Constance Dierickx and Dorie Clark
Re-Onboard Employees Who Started Remotely
Thu 01 July 2021
Re-Onboard Employees Who Started Remotely
While going back to the office will be an adjustment for everyone, it will be an entirely new experience for people you hired remotely. Here are a few strategies to re-onboard employees who started work in a WFH environment.
(1) Allow remote hires to bond as a cohort by creating structured opportunities for them to interact and get to know each other. These might include icebreakers or “speed networking” activities.
(2 ) Create a buddy system. Pair each remote hire with a more tenured employee who can answer their questions about the physical office space and organizational norms that they may not have picked up on when working from home.
(3) Check in regularly. You may feel like you’ve already done the work of getting your remote hire up to speed, but the office is an entirely new environment. Take them to lunch and have a one-on-one meeting with them their first week back, as you would have done if they had started their job at the office.
This tip is adapted from “How to Re-Onboard Employees Who Started Remotely,” by Rebecca Zucker
Don’t Let Your Company Culture Be Too “Nice”
Mon 05 July 2021
Don’t Let Your Company Culture Be Too “Nice”
Creating a “nice” company culture is a laudable goal. But has your company taken “niceness” too far? Is there dysfunction simmering beneath the surface? An insistence on politeness can result in a lack of honest communication, intellectual bravery, and accountability. If you’re concerned your organization’s culture has veered into toxic niceness, try these tactics.
(1) Reset expectations. Be explicit that you want people to give candid feedback and ask tough questions. This change won’t be easy so clearly explain the organization’s current state, future state, and how the transition between the two will work.
(2) Demonstrate vulnerability. Don’t expect others to usher in a new era of truth-telling if you haven’t modeled the behavior first. You must be the first mover, demonstrating fallibility, and showing people that candor is rewarded.
(3) Provide air cover for people who speak up. When people do express dissenting views don’t reprimand them — thank them.
This tip is adapted from “The Hazards of a ‘Nice’ Company Culture,” by Timothy R. Clark
You Need More Than One Mentor
Fri 02 July 2021
You Need More Than One Mentor
“Find a mentor” is great career advice but be careful not to take it too literally. You don’t just need one. You’ll gain a more valuable outlook by triangulating advice from multiple mentors at the same time. But how do you find these mentors? The first step is to envision what you want your career and life to look like five years down the road. How will it be different from the present day? Next, create a list of the different types of support you’ll need to get from where you are now to where you want to be. Then consider which of these roles are currently fulfilled by mentors and which aren’t. Who do you go to for emotional support now? Where are you getting your tactical advice? Who helps you understand the ins and outs of your company? For any roles that are “missing” a mentor, brainstorm who could fill that need. Then you can develop new relationships or strengthen existing ones according to those needs. You’ll also find that potential mentors are much more inclined to say yes to providing support or advice on a particular topic than to the general question, “Will you be my mentor?”
This tip is adapted from “Why You Need Multiple Mentors,” by Alyssa F. Westring
Build Up Self-Confidence in Meetings
Wed 30 June 2021
Build Up Self-Confidence in Meetings
Do you hold back in meetings? Are you unsure how to jump in and make yourself heard? It’s easy to go unnoticed when everyone is excited about a topic. But editing yourself only robs yourself (and your team) of your ideas. To make sure your voice is in the mix, try claiming space by announcing your contribution before launching into your point. For example, you might ask, “Can we pause to look at this from the customer’s perspective?” or say, “Let’s step back and take a longer-term view of these metrics.” This will both capture people’s attention and focus the discussion. Then, articulate the skeleton of your proposal so people have a sense of what you’re suggesting before you dive into the details. Next, flesh out your idea, explaining why it’s important. People need to know why they should care or make it a priority now. Lastly, invite feedback with questions like, “How many of you feel this way?” or “What are your thoughts on this topic?” This will allow people to think more deeply about what you’ve just shared and give you a sense of how your message is being received.
This tip is adapted from “Conquer Your Self-Doubt in Meetings,” by Sabina Nawaz
Asynchronous Work , Remote work .
Fri 06 Aug 2021
Move Away from a 9-to-5 Culture
The 9-to-5 workday is disappearing. More and more employees don’t want to be told when, where, or how to work. But asynchronous work requires new norms, so here are some tips on making the transition.
(1) First, leaders need to model the new expected behaviors. A lack of support from the top will kill or impede this cultural shift.
(2) Next, focus on outcomes, not process. Set clear goals and expectations for your desired results. Of course, there will be occasions when your team will need to work at the same time, so be clear about what these are (for example, project kickoffs, client meetings, or one-on-one feedback sessions). You might also want to consider bringing people together for team-building activities, so that they don’t feel disconnected.
(3) Finally, make clear agreements around the use of technology and digital communications so people understand the expectations around things like response times or how urgent issues should be handled.
Most importantly, hold everyone accountable to these norms so that your asynchronous work is sustainable over the long term.
This tip is adapted from “Breaking Free from a ‘9 to 5’ Culture,” by Rebecca Zucker
Monday, August 16, 2021
Create a Plan to Help You Ease Back to the Office !
Mon 16 Aug 2021
Create a Plan to Help You Ease Back to the Office !
Chances are your traditional day-to-day routine has been disrupted in the past year and a half. If you’re preparing to return to the office, how can you reestablish a routine?
(1) Start by picturing your workday from beginning to end, in as much detail as possible. When will you wake up? What and when will you eat? How will you commute? Write it all down — and then check your blind spots. Has the train schedule changed? Are the restaurants near your office still open? Don’t assume that anything is as you left it.
(2) Next, identify which parts of your pandemic routine won’t carry over easily into your reentry transition — Exercise? Chores? Childcare? — and think about how they’ll fit into your new schedule. Consolidate your plan in one place that’s easy for you to check.
(3) Finally, go through your list and consider any logistics you need to settle for each item, such as renewing your parking passes or gym memberships, finding childcare backup, or preparing meals in advance.
Things will be different when you start going back to the office. The better you prepare, the easier the transition will be.
This tip is adapted from “Preparing for Your First Day Back at the Office,” by Elizabeth Grace Saunders
Stay Visible When You’re Working Remotely
Mon 09 Aug 2021
Stay Visible When You’re Working Remotely
If you plan to work remotely full-time — or most of the time — how can you stay visible while the rest of your colleagues are in the office? Here are four ways to ensure that you’re viewed as an equally valued contributor:
Make sure you’re meeting or even exceeding deadlines. While the pandemic may have decreased stigma about working from home, some leaders who return to the office may revert back to old stereotypes about remote workers “goofing off.” So communicate early and often to create a perception of rock solid reliability.
Maintain social connections. You won’t be able to build relationships through informal hallway conversation or a spontaneous lunch break. Try inviting colleagues to one-on-one video chats or hosting a virtual networking event.
Make yourself physically visible. This means keeping your camera on whenever possible.
Ensure you’re easy to work with. Have explicit conversations with your colleagues about communication preferences. Do they find phone calls to be the most efficient way to connect? Or do they prefer email? Slack? Make sure you understand how — and when — they expect to be able to reach you.
This tip is adapted from “Staying Visible When Your Team Is in the Office…But You’re WFH,” by Dorie Clark
Considering Your Privilege Makes You a Better Colleague
Tue 10 Aug 2021
Considering Your Privilege Makes You a Better Colleague
We all benefit from some degree of privilege — whether it's related to your race, gender, abilities, class, or other factors. These facets of our identity are part of our professional lives, whether we like it or not. Acknowledging your privilege can lower your defenses, demonstrate vulnerability, and set the tone for inclusive behaviors.
(1) Start by doing some reflecting. Which parts of your identity act as tailwinds in your day-to-day work life? These may be things you hardly ever think about because they rarely face resistance or scrutiny: for example, your education status if you went to college and work in an industry where the majority of your colleagues also went to college.
(2) Next, remind yourself that your privileges are not character flaws or reasons to feel ashamed; they're just a part of who you are.
(3) Finally, pay attention to what’s happening around you. Who is speaking up? Who is not? Who is given the automatic benefit of the doubt? Who must work harder to prove themselves? Becoming more aware of these factors will help you become more empathetic and sets the tone for a more inclusive team culture.
This tip is adapted from “Talk About Privilege at Work,” by Lee Jourdan
Create a Plan for Childcare Emergencies
Thu 12 Aug 2021
Create a Plan for Childcare Emergencies
If you're a working parent, you know that a childcare emergency can throw your entire day — or week — into chaos. But there are ways you can both plan for and respond to childcare emergencies.
(1) First, understand your schedule for the upcoming day and week in advance. Make a plan for the following day each evening, and for the following week each Sunday, so that when an emergency comes up, you'll have a clear sense of your upcoming priorities and how to delegate them.
(2) Next, communicate with your manager, colleagues, and clients. What do you need from them to accommodate your situation?
(3) If possible, be flexible about how and when you work. Breaking tasks down into smaller pieces can help make your to-do list feel a little less overwhelming.
(4) Finally, build a network of people you can lean on and ask for childcare support.
Working parenthood will always have day-to-day challenges. Preparing for the inevitable emergencies can prevent them from derailing you.
This tip is adapted from “Working Parents, Do You Have a Plan for Childcare Emergencies?,” by Suzanne Brown
