Find Joy at Work Again

 Fri 17 Sept 2021

Find Joy at Work Again

A year and a half of the pandemic has left many of us bereft of the joy we once felt at work. This isn’t just an idle need for something fluffy — research has shown that joy is an emotional response and outlook that’s vital to our well-being, cognitive functioning, and performance. So how can we go about getting some positivity back? Here are three strategies to help.

   (1)  Build your strengths into your day. Ask yourself: “When are recent times that I’ve felt energized at work? In these situations, what was I doing?” Then carve out time in your schedule for those sorts of tasks.
   (2)  Share with a trusted colleague. Identify a few people you feel comfortable opening up to, and in one-on-one conversations, reflect on what you’ve experienced over the last year. You could share what’s been challenging but also what you’re grateful for.
   (3)  Rebuild relationships through work. To combat feelings of isolation, reconnect with colleagues — and it’s OK to talk about work. Try a “walk and talk” with coworkers to understand what’s most important to them right now or areas of mutual interest. This connection will not only bolster your own sense of energy and joy, it will also benefit the entire team.

This tip is adapted from “Rediscover Joy at Work,” by Rebecca Newton

Reduce Collaboration Overload

 

Thu 16 Sept 2021

Reduce Collaboration Overload

 
Collaboration is a good thing, right? Not when it leads to constant emails, video calls, and instant messages. Your team will never be able to make progress on important projects if they’re expected to be in contact all the time. Plus, they’re more likely to burn out and get sick. As a manager, you can encourage your team take the following steps to help them increase their focus:

 (1)    Block out time to reflect based on personal rhythms.
 For some, this means answering emails and calls first thing in the morning and then having a two-hour block for deep-focus work. For others, it means doing creative work early on, followed by handling communications later in the day.

(2)     Timeblock email.
 Email begets email, and we all have a tendency to answer the quick request that we can feel good about solving. Instead, ask your team members to designate specific times during the day when they’ll tend to their inbox, rather than allowing constant disruptions.

(3)    Use “standing” meetings for team problem-solving.
 Handling one-off, non-urgent issues on an ad hoc basis — on Slack, email, and “quick” meetings — can cause excessive disruptions. Instead, ask people to use weekly touch points to go through issues together in a batch.

This tip is adapted from “Collaboration Overload Is Sinking Productivity,” by Rob Cross et al.

Get Back into a Groove After Vacation

 Wed 15 Sept 2021

Get Back into a Groove After Vacation

You’re back from vacation and staring down a long to-do list. Why can’t you self-motivate? Shouldn’t you be rested and recharged from your time away? Before you can energize yourself, you have to understand a little more about why you’re having trouble refocusing on work.

 For example, you might be overwhelmed by all of the emails you received or the projects that landed on your plate while you were away. If this is the case, break down bigger assignments into smaller, specific steps you can complete in a shorter time frame. It’s also possible that after your time away, your work doesn’t feel important — after all, vacation can cause us to realign priorities.

 If your immediate tasks feel meaningless, look at the work you’ve done over the past few months and catalog what it’s added up to. What are the big-picture things you’ve accomplished? In what ways have you affected the lives of other people? Focus on those things to help you get over your post-vacation malaise and get back into the swing of things.
This tip is adapted from “Is Your Motivation Still on Vacation?,” by Art Markman

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Don’t Be Afraid to Cut Your Losses

 
Tue 14 Sept 2021

Don’t Be Afraid to Cut Your Losses

Too often, we hold on to things even after they’ve run their course. Think about that relationship you couldn’t give up on or the job you stayed in despite a boss who made you miserable. These five strategies can help you figure out when it’s time to throw in the towel.

 (1)    Reframe your thinking. Instead of focusing on what you’ll lose, think about what you gain if you stop putting time and energy into the lost cause.
 (2)    Identify what's in your control. Getting clear on what you have agency over and what you don’t will help you make a quality decision about whether to call it quits or persevere.
   (3)  Expand your identity. Avoid the trap of insisting that you’re “not a quitter.” Sometimes putting an end to something is a sign of wisdom and strategic thinking.
    (4) Seek other perspectives. Rather than relying solely on your own thinking and instincts, consult with friends, colleagues, and mentors to get a different point of view.
   (5)  Have self-compassion. When something promising doesn’t turn out the way we imagined, we can be overly self-critical. Instead of ruminating over what went wrong, focus on what you can learn from this situation, and do better next time.

This tip is adapted from “Do You Know When to Give Up?,” by Dina Smith

Inclusive Culture in a diverse team

 
Tue 07 Sept 2021

An Inclusive Team Acknowledges Differences and Similarities 

It’s one thing to build a diverse team. It’s another to build an inclusive one. 

To effectively do the latter, you must recognize people's similarities and differences, both of which are essential to building strong, meaningful relationships at work.
We each have a collection of characteristics, which includes observable attributes (like gender identity and race), less observable but well-known attributes (like functional expertise), and invisible attributes (like personality types and value systems).
(1) Don’t make the mistake of trying to just emphasize what everyone has in common. Pretending that differences don’t exist is a surefire way to make people feel excluded.
(2) Instead, create climates that encourage differences to come out. At the same time, work to uncover common ground. Similarity and shared interests are the bases for close relationships.
(3) And commit to having difficult conversations instead of avoiding them. These conversations, while difficult, will enable your team to discover and respect each other's differences and discover surprising common ground — the foundations of trust and inclusion.
This tip is adapted from “You’ve Built a Racially Diverse Team. But Have You Built an Inclusive Culture?,” by Jill Perry-Smith

Top Talent and cross functional collaboration

Fri 03 Sept 2021

Let Your Top Talent Move Around the Company

It’s human nature to want to hang on to the top performers in your group, department, or division. But ultimately,that’s detrimental to both the organization and the superstars themselves. Instead, grant your top performers the mobility they desire and actively move them into different roles across the company. 

And if you’re a senior-level leader, reward managers who not only develop people but also provide them with opportunities for further growth on other teams. The benefits are clear: When you give talented employees the freedom to move around the organization, cross-functional collaboration increases, people get less complacent, innovation improves, and your company will begin working as one cohesive unit instead of a collection of silos.

This tip is adapted from “Let Your Top Performers Move Around the Company,” by Kevin Oakes

Understanding on Your Multi-Generational Team

 
Thu 09 Sept 2021

Understanding on Your Multi-Generational Team

​​Today’s workforce includes members of five different generations, and for managers, that presents both opportunities and challenges. There are several ways to reap the benefits of generational diversity. 

(1) First, challenge stereotypes. It’s easy to make over-generalizations about one generation or another but those characterizations can be harmful and foster dissent. Debunk them, and encourage mutual respect. 

(2) Ask your team to be open about their preferences, particularly around communication. Different generations may prefer one method over another, but make clear there is no right or wrong way to interact.

 (3) Finally, don’t play favorites. During meetings, go the extra mile to make sure every voice is heard and considered, regardless of someone’s age or level of seniority. Instead of perpetuating an “us versus them” dynamic, change the narrative to respect and understanding.
This tip is adapted from “How to Manage a Multi-Generational Team,” by Emma Waldman

Working Parents, Take a Minute to Reset This Back-to-School Season

 Wed 08 Sept 2021
Working Parents, Take a Minute to Reset This Back-to-School Season
So many working parents are feeling depleted. With summer ending, school gearing back up, and the return to in-person work looming, you might be asking yourself: How will I make it through this fall? Here are two techniques to help you reset and build momentum for what’s ahead.

(1)     Look back at your recent accomplishments.
 Take 15 minutes and make a list of things you’ve managed to deliver — for work and for your family — since early 2020. It’s probably a long list! Give yourself credit for all that you’ve done in these extraordinary times and let these achievements propel you forward.
 (2)    Paint a mental picture. Where do you want to be months and years from now as a parent and as an employee?
What would being in a “good place” look like to you? It’s OK to have a low bar and you may not even be able to get there in the short term but try to reframe the immediate challenges of this fall as a means to that end. Ideally, this will give you a sense of purpose rather than just powering through.

This tip is adapted from “6 Strategies for Exhausted Working Parents,” by Daisy Dowling

" 3 tips to foster coherent team culture When Leading Your Team Remotely "

 Thu 09 July 2020

" 3 tips to foster coherent team culture When Leading Your Team Remotely  " 

When you’re managing a remote team in a crisis, it’s understandable if you’re largely focused on tasks and goals. But it’s just as critical for managers to focus on sustaining a healthy team culture.

 Right now, team members need to feel connected — not only to the company's mission, but also to each other ! 

(1)  To foster the right culture, regularly set aside time for team members to highlight and share wins in virtual meetings. Look for ways to tie these bright spots to the company's vision, mission, or values, perhaps through a WhatsApp or Telegram group cor a weekly email.

(2)  You might also consider prioritizing team-building activities, like virtual social hours, meditation groups, art clubs, musical performances, or fitness challenges. 

But remember , not all of these options will be for everyone, but offering them can help improve team dynamics. 

(3) Even something as simple as asking people to share a video, meme, or a photo at the start of a meeting can foster camaraderie and a much-needed laugh. 

Taking these steps won’t only inject some positivity into your team — it’ll make you more productive, too.

This tip is adapted from “5 Questions That (Newly) Virtual Leaders Should Ask Themselves,” by Melissa Raffon

Call Out Gender Inequity on Your Team

 Tue 14 July 2020 

Call Out Gender Inequity on Your Team

When it comes to gender equity, leaders must manage team behavior in the same way they manage safety, costs, and productivity. 

Unfortunately, too many people in power ignore or downplay the impact of factors that can create an inequitable work environment. If you’re a leader, it’s imperative that you call out inappropriate or exclusionary behavior, even when it happens in informal interactions. 

(1) Give employees who exhibit those behaviors direct, one-on-one feedback outlining how their comments or actions marginalized their colleagues and impacted the team as a whole. 

(2) And use these experiences as opportunities for collective learning: Be transparent with your team about what happened and what will change as a result. 

(3) As a manager, enforcing gender equity is part of your day-to-day job, and you should always be looking for opportunities to push your team closer to its ideals.

This tip is adapted from “Leaders, Stop Denying the Gender Inequity in Your Organization,” by Michelle King

But Have You Built an Inclusive Culture?,”

 Tue 07 Sept 2021

An Inclusive Team Acknowledges Differences and Similarities

​​It’s one thing to build a diverse team. It’s another to build an inclusive one. To effectively do the latter, you must recognize people's similarities and differences, both of which are essential to building strong, meaningful relationships at work. 

We each have a collection of characteristics, which includes observable attributes (like gender identity and race), less observable but well-known attributes (like functional expertise), and invisible attributes (like personality types and value systems).

(1)  Don’t make the mistake of trying to just emphasize what everyone has in common. Pretending that differences don’t exist is a surefire way to make people feel excluded. 

(2) Instead, create climates that encourage differences to come out.

(3)  At the same time, work to uncover common ground. Similarity and shared interests are the bases for close relationships.

(4)  And commit to having difficult conversations instead of avoiding them. 

These conversations, while difficult, will enable your team to discover and respect each other's differences and discover surprising common ground — the foundations of trust and inclusion.

This tip is adapted from “You’ve Built a Racially Diverse Team. But Have You Built an Inclusive Culture?,” by Jill Perry-Smith

The Upside of Career Envy,

 Tue 28 July 2020

Make Career Envy Work for You

 
Envy can be a powerful motivator, but you shouldn’t let someone else’s accomplishments make you feel inferior. If you find yourself falling into a downward spiral of comparison, there are several things you can do.

(1)  First, remind yourself that while you can’t control envy, you can choose whether you feel ashamed about it. Shift from comparison to curiosity: Why has the other person’s career triggered this feeling for you? Instead of assuming that their success somehow detracts from your own, reflect on what their career can teach you about your potential trajectory. 

(2) And instead of looking at them as a competitor, think of the person as a potential ally who might help you achieve your goals. (3) 

Finally, remember that you’re setting yourself up for disappointment if you let any one job define your self-worth. Instead, imagine your career as a portfolio of experiences that ultimately increase your overall value. While we all experience a little jealousy now and again, these strategies will help lessen your discomfort — and might even help you make your envy work for you.
This tip is adapted from “The Upside of Career Envy,” by Nihar Chhaya

“How to Brainstorm — Remotely,”

 Lead a Productive Brainstorm — Remotely

In the age of Covid-19, many of us are no longer physically working together, but we still need to generate ideas collaboratively. Fortunately, you can still lead a productive remote brainstorm session.

(1)  First, invite a diverse group of contributors. Because you’re working remotely, you don’t have to limit participants by geography.

(2)  Identify the roles and expertise you want, and then invite people who fit those descriptions. Make sure you clearly communicate the specific problem the group is trying to solve before the brainstorm begins. This step is especially important when you’re working in a remote environment, where communication is more likely to break down. (3) Finally, structure a process that can unfold over time. In fact, a productive brainstorm doesn’t require everyone to be online at the same time: People may generate better, more distinct ideas if they’re working independently. So create a shared document where participants can add their ideas, and then ask them to collectively finalize the most promising ones at the end of the process.

 Following these simple steps can make the remote work environment an advantage, not an obstacle.
This tip is adapted from “How to Brainstorm — Remotely,” by Art Markman

Explain Why You’re Asking Your Team to Do Something

 
Wed 15 July 2020

Explain Why You’re Asking Your Team to Do Something

When people know why they’re being asked to do something, they’re much more likely to do it. So next time you’re preparing to deliver an important message to your team, make sure you’re clear on the “why” behind it. Start by asking yourself a few “what” questions, such as: What are the stakes? What will the future look like if we get this done? Next, figure out how to clearly articulate your reasoning. Think about what action you’re asking your team to take, and then follow it with a clear, well-practiced explanation. For example: We need to improve our hiring practices, because our current process isn’t attracting a diverse enough pool of candidates. And be prepared to answer follow-up questions and explain the process that led to the decision. You’ll be more persuasive if you share ideas that you considered, explored, tested, and then abandoned. This level of transparency will keep your team motivated to pursue the task at hand.
This tip is adapted from “Good Leadership Is About Communicating ‘Why',” by Nancy Duarte

Take These Steps to Reduce Burnout

 
Thu 16 July 2020

Take These Steps to Reduce Burnout

If you’re feeling burned out right now, you’re not alone. The good news is that you can do something about it. First, seek out support from a good friend, family member, therapist, or coach. It’s hard to make decisions when you’re exhausted, so find someone who can challenge your thinking and give you another perspective. They might even help you identify patterns in your behavior. Next, get clarity on your priorities. You may need to delegate or say no to projects that don’t serve you in the long run. Finally, prioritize healthy eating, exercise, and sleep. Schedule in lunch breaks and stop your workday at a reasonable time. Use all of your vacation time. And examine your work environment. Burnout is often a result of a mismatch between demands of the job and available resources. If possible, and ideally in partnership with your manager, review the structure of your role and make adjustments to your workload.
This tip is adapted from “5 Steps for Women to Combat Burnout,” by Ellen Keithline Byrne

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Overcome Your Fear of Making Mistakes

 Tue 21 July 2020

Overcome Your Fear of Making Mistakes

The fear of making a mistake can be paralyzing in normal times, and it’s even worse when we’re living through a period of heightened uncertainty. But there are things you can do to get unstuck. Start by naming your thoughts and feelings. For example, if you work in retail right now, you might be worried about making mistakes around reopening. 

(1) Try to pinpoint your specific concern. Maybe it’s something like: “I feel anxious about the safety of my customers and my staff.” Stating your fears helps diffuse them.

(2)  Next, try to accept reality by making a list of truths you might need to come to grips with, such as: “I understand that people will not always behave in ideal ways.” 

(3) Finally, think about how you can act on your values to address the situation. Let’s say one conscientiousness is important to you. You might apply that value by making sure your employees have masks that fit them well and easy access to hand sanitizer. Using a process like this to address each of your fears will help you learn to tolerate uncertainty without worrying too much about making a mistake.
This tip is adapted from “How to Overcome Your Fear of Making Mistakes,” by Alice Boyes

When Should You Turn Down a Work Opportunity?

 
Wed 01 Sept 2021

When Should You Turn Down a Work Opportunity?

Knowing which work opportunities to accept and which to reject can be really challenging. But the good news is it’s a skill that you can develop. Try these strategies to better assess which opportunities to take on and which to turn down.

    (1) Don’t just say yes to an opportunity that’s in the distant future. When making a long-term decision, ask yourself how you’d feel if it were happening tomorrow instead of...later. Would you still say yes?
    (2) Generously estimate the time required to do the job. Consider all the work that will be involved before getting to the exciting parts of the opportunity — for example, the prep time before the speaking engagement. How much time will it take out of your regular work schedule and routine responsibilities? Can you realistically fit the time commitment into your schedule?
    (3) Adopt some hard rules about which opportunities you don’t want to take on. (“I don’t edit book-length projects,” or “I don’t do wedding photography.”) This will help you set clear boundaries around the kinds of requests you’ll even consider. When developing your own rules, consider your strengths and the type of activities that actually energize you.

This tip is adapted from “When (and How) to Say “No” To Opportunities,” by Amantha Imber

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Is It Really “No Big Deal”?

Sat 31 Aug 2021

Is It Really “No Big Deal”?

When someone bothers or offends you, it’s natural to give them the benefit of the doubt and say, "It’s no big deal.” But not so fast ! 

Next time stop and ask yourself: Am I really unbothered, or am I just trying to avoid conflict? If your honest answer is the latter, it’s a sign that you should take action. 

Though speaking up for yourself can be hard, it’s the only way to really resolve the core issue. 

(1) Schedule a time to talk to the offending party or pull them aside for a private conversation. It may be better to let some time pass before you chat, so that you’re less emotionally charged. 

(2) And seek a conversation, not a confrontation. Treat the whole thing as an opportunity for both of you to learn and grow. 

(3) Not everything that triggers an emotional response requires action. But if something really is “no big deal,” chances are you’d say something without hesitation. So, next time you’re inclined to say “It’s no big deal,” stop and consider whether that’s actually true, so you can address things before they really become a big deal.
This tip is adapted from “The Problem with Saying ‘It’s No Big Deal',” by James R. Detert

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Leaders, It’s Okay to Talk About Your Fears and Anxieties

 
Leaders, It’s Okay to Talk About Your Fears and Anxieties

Now more than ever, people are grappling with anxiety, fear, and other difficult emotions. As a leader, it’s tough to know whether you should be open about your own struggles. But don't bottle up those negative feelings; people are inspired by leaders who are self-aware and willing to show vulnerability. So make it a regular practice to check in with yourself, doing your best to locate the source of any negative emotions. You can do this by keeping a journal or talking with a loved one or mental health professional. Make it a routine; it could be as simple as 15 minutes of intentional reflection at the end of the day or during your commute. Self-awareness is the first step toward expressing your feelings in a healthy, productive, and appropriate way — behavior you can then model for the people who look to you for guidance.
This tip is adapted from “Leaders, Don’t Be Afraid to Talk About Your Fears and Anxieties,” by Lauren C. Howe et al.

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Practice Negotiating Every Day

 Thu 02 Sept 2021

Practice Negotiating Every Day

Low-stakes negotiations — like asking your cable company for a better rate or asking for a discount when offering to pay cash — may not seem worth it. But these low-stakes negotiation opportunities can boost your confidence when it comes to your next high-stakes negotiations (like asking for a raise or countering a job offer). To practice negotiating more frequently, ask yourself the following questions about situations you encounter in your everyday life:

    Is this situation fair? Are others being offered better compensation, or do they benefit from fewer responsibilities, more resources, a bonus, or a better (cheaper, faster) deal?
    Do I deserve a better or fairer outcome than what I’ve been offered?
    Am I feeling uneasy or hesitant about the situation or offer? Would a more confident version of me make a request to get a better or more fair outcome?

Recognizing and evaluating potential opportunities to negotiate — weighing the financial, emotional, moral, or psychological trade-offs — will open the door to even better outcomes when the stakes are high.
This tip is adapted from “We Often Overlook Opportunities to Negotiate,” by Suzanne de Janasz

Overcome Your Fear of Making Mistakes

 Tue 21 June 2021

Overcome Your Fear of Making Mistakes
The fear of making a mistake can be paralyzing in normal times, and it’s even worse when we’re living through a period of heightened uncertainty. But there are things you can do to get unstuck. Start by naming your thoughts and feelings. For example, if you work in retail right now, you might be worried about making mistakes around reopening. Try to pinpoint your specific concern. Maybe it’s something like: “I feel anxious about the safety of my customers and my staff.” Stating your fears helps diffuse them. Next, try to accept reality by making a list of truths you might need to come to grips with, such as: “I understand that people will not always behave in ideal ways.” Finally, think about how you can act on your values to address the situation. Let’s say one conscientiousness is important to you. You might apply that value by making sure your employees have masks that fit them well and easy access to hand sanitizer. Using a process like this to address each of your fears will help you learn to tolerate uncertainty without worrying too much about making a mistake.
This tip is adapted from “How to Overcome Your Fear of Making Mistakes,” by Alice Boyes