Stay Motivated Through Uncertain Times

 Mon 27 Sept 2021

Stay Motivated Through Uncertain Times

You've probably heard it before, and it’s true: we’re living with unprecedented levels of uncertainty. And not knowing what’s coming next is tough on our brains and our motivation. How can you stay engaged when circumstances are constantly changing? Here are some strategies:

  (1)   Set expectations with realistic optimism.
Believe that everything is going to work out fine, while accepting that getting there might not be easy. Research consistently shows that having positive expectations is essential for staying motivated in the face of setbacks.

(2)     Adopt bigger-picture thinking. When we think about the larger meaning or purpose of our actions, we’re more inspired to push forward. Take the time to remember why you’re doing what you’re doing in the first place.

  (3)   Embrace candor.
Constantly and honestly communicate with others on your team to create new norms and habits that are appropriate for the moment. Seek out those everyday conversations about what’s working and what isn’t; they're essential to pushing you through uncertain times.

This tip is adapted from “Our Brains Were Not Built for This Much Uncertainty,” by Heidi Grant and Tal Goldhamer

Offer Contrary Points of View Without Irritating Your Colleagues ! ( Be the Devil's Advocate ! Here's how ! )

 
Tue 28 Sept 2021

Offer Contrary Points of View Without Irritating Your Colleagues ! ( Be the Devil's Advocate ! Here's how ! )

No one wants to be that contrarian — the one on the team who always has to slow things down and poke holes in the group’s thinking. People can find that person annoying, but there's huge upside to voicing a dissonant point of view ! Here are a few suggestions for Devil's Advocates !
(1)  Timing : To become a contrarian who your teammates will appreciate, start by learning when to speak out, and when not to. Not every idea needs to be challenged — but some certainly do. How ?
Look for (a) received wisdom that feels under-scrutinized or  (b) complex ideas that have been oversimplified. These are worth asking questions about.
(2) Facts & Research : It helps to bring in outside perspectives when challenging the dominant perspective, so do your research and make well-informed suggestions based on a wide array of sources, conversations, and ideas.
(3) Approach : Remember you’re not tearing down ideas — you’re offering alternative ways of thinking.
(4) Attitude :  Finally, present your suggestions as experiments, not truths. This will allow people to more easily consider your perspective without getting defensive.
This tip is adapted from “How to Be a Smart Contrarian,” by Chengwei Liu

Stay Motivated Through Uncertain Times

 Mon 27 Sept 2021

Stay Motivated Through Uncertain Times

You've probably heard it before, and it’s true: we’re living with unprecedented levels of uncertainty. And not knowing what’s coming next is tough on our brains and our motivation. How can you stay engaged when circumstances are constantly changing? Here are some strategies:

   (1)  Set expectations with realistic optimism. Believe that everything is going to work out fine, while accepting that getting there might not be easy. Research consistently shows that having positive expectations is essential for staying motivated in the face of setbacks.
 (2)    Adopt bigger-picture thinking. When we think about the larger meaning or purpose of our actions, we’re more inspired to push forward. Take the time to remember why you’re doing what you’re doing in the first place.
    (3) Embrace candor. Constantly and honestly communicate with others on your team to create new norms and habits that are appropriate for the moment. Seek out those everyday conversations about what’s working and what isn’t; they're essential to pushing you through uncertain times.

This tip is adapted from “Our Brains Were Not Built for This Much Uncertainty,” by Heidi Grant and Tal Goldhamer

So, You Don’t Want to Be the Boss…

 Fri 24 sept 2021

So, You Don’t Want to Be the Boss…

Being the boss is not for everyone. So, how do you grow in your career if you don’t want to become a manager and instead want to remain an individual contributor?
(1) First, be clear and realistic about what this choice means for your path moving forward. You probably won’t end up in the C-suite or as the head of a department without taking on some direct reports. On the other hand, you’ll likely have the opportunity to develop expertise in your field, and become the best at what you do.
(2)  Next, define what success looks like for you. Maybe focusing on creative work drives your motivation. Or perhaps you prefer heads down, technical work that requires concentration and a solo working environment. After you’ve defined what makes you happy, look for opportunities where you can step into this kind of role. Be proactive. You may need to create an opportunity for yourself that your manager can help refine. Put together a plan for your future growth that you can present to your manager during a performance review or one-on-one discussion.
(3)  Finally, check-in with yourself periodically. Think about your current role and where you see your career going. Your definition of success may change over time, and you can always switch directions and decide you want to take a different path.
This tip is adapted from “You Don’t Have to Become ‘The Boss’ to Grow in Your Career,” by Anne Sugar

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.

Set a Hybrid Schedule That Works for You

 Wed 20 Oct 2021

Set a Hybrid Schedule That Works for You

We all know that hybrid work is going to have upsides and downsides. If you’re about to transition into such an arrangement — by choice or requirement — you want to set a schedule that makes sense for you. Here are some questions to ask yourself:

 (1)    When do I feel the least motivated?
You might use the in-office time to reinvigorate yourself when you’re feeling lower-energy. In the same way that going to the gym makes it easier to work out, going into the office can make it easier to get work done when you're just not feeling it.
  (2)   Which meetings do I prefer to have in person?
If you have project meetings that require problem solving or decision making, you may prefer to do those in the office. Schedule your in-office days for when those meetings are held.
 (3)    How can I maximize my energy?
If you’re an introvert, it may be tough to do two days in a row in the office so spread your days out (Monday/Wednesday/Friday or Tuesday/Thursday, for example). On the other hand, if you are looking forward to more socializing, consider going into the office multiple days in a row (Tuesday/Wednesday/Thursday).

This tip is adapted from “How to Set a Hybrid Work Schedule That Works for You,” by Elizabeth Grace Saunders

It’s OK to Feel Torn ! ( Mixed emotions , flexibile emotions, emotional ambivalence )

 
Thu 23 Sept 20201 ( read full article on HBR )

It’s OK to Feel Torn ! ( Mixed emotions , flexibile emotions, emotional ambivalence )

You may notice your employees hesitate when you ask them how they’re doing. Many of us have mixed emotions these days. And yet people often hesitate to share their ambivalent emotions with colleagues, fearing that they’ll taint the mood or appear emotionally vulnerable — like they don’t have it all together. As a leader, you can help your team embrace their ambivalence and even harness its benefits.

(1) Start by showing that feeling torn is okay and even encouraged. In one-on-one meetings, ask guiding questions to surface mixed emotions as a model for flexible thinking. For example, “Frances, tell me one thing you’re excited about regarding the rollout and one thing you’re nervous about.”
(2) You can also normalize emotional ambivalence by modeling it yourself. Instead of displaying relentless positivity in meetings, which can alienate people, explain when you feel more than one way about something. You might say something like “I'm excited about the opportunities coming up this fall, but nervous about how the Delta variant might disrupt our plans.” Doing so will help employees who are also torn feel seen, affirmed, connected, and less alone.
This tip is adapted from “Embracing the Power of Ambivalence,” by Naomi B. Rothman et al.

Take Care of Your Team During Crunch Times

 
Wed 22 Sept 2021

Take Care of Your Team During Crunch Times

Crunch times — those long hours of work leading up to a product launch or deadline — are stressful, and often unavoidable. As a manager, how should you handle yourself during these high-pressure stretches so you and your team don’t burn out? Here are three strategies:

 (1)    Set aggressive but achievable goals.
Think about something exciting but reachable based on the team’s level of performance and maturity. Evaluate the risks before assigning a goal. Learn from your team’s failures, and provide feedback to address their development gaps.
   (2)  Recognize the costs of your decisions.
 Sometimes leaders don’t know exactly what they’re asking of their teams during these crunch times. Pay attention and, to the extent possible, share the burden and partake in the team’s sacrifice.
  (3)   Keep open lines of communication.
Crunch often affects a leader’s availability. Ensure that team members have a way to share key information with you, such as when they are being pushed too hard or things are not working as they should.

This tip is adapted from “Managing Through Crunch Time — Without Burning Out Your Team,” by Flavio Serapiao et al.

How to Cope When Your Colleagues Keep Quitting

 Tue 21 Sept 2021

How to Cope When Your Colleagues Keep Quitting

With a historic wave of job turnover, it can seem like you’re the only one staying put while everyone else is jumping ship. It’s a lonely feeling to find yourself surrounded by new faces, or suddenly the senior member on a team of new recruits. Here’s how to cope.
(1)  First, give yourself space to process the changes around you. It's normal to go through a period of discomfort as you get to know your new teammates. Embrace your role as a teacher and student.
(2) Recognize that while you will likely need to mentor new colleagues, you shouldn’t forget to learn from them at the same time. They will bring new insights and skills.
(3) Finally, pay attention to your own satisfaction and don’t write off the option of leaving if the right opportunity arises. You don’t have to stick around if it doesn’t feel right. Keep your options open by staying in touch with your former colleagues, and always keep your ear to the ground.
This tip is adapted from “When Everyone’s Quitting … Except You,” by Nihar

To Uphold Ethical Standards in Your Organization, Have Honest Conversations

 Mon 20 Sept 2021

To Uphold Ethical Standards in Your Organization, Have Honest Conversations

Every good leader has to balance getting the job done while upholding ethical standards, and the deeper you get into your career, the more challenging this can become. Living up to your ethical ambitions requires honest conversations — with yourself, your leadership team, and those you lead.
(1) First turn inwards. Write down key decisions you made in your life (for example, your career choice) and then ask yourself what motivated these decisions and what they say about you. Be honest about what matters to you and where your ethics lie.
(2) With that clarity in mind, next, ask your senior team to have a frank discussion. What are their aspirations for the kind of company they want to create? Together, craft an ethics mission statement that you and your team will live by, and hold others accountable to.

 (3) Third, be proactive about sharing and reinforcing this statement — in other words, don’t wait for a whistleblower to surprise you. 

 Schedule routine conversations to check-in with your team to ensure that you’re all living up to your collective ethics, and address any possible breaches early, swiftly, and honestly.
This tip is adapted from “How to Be a Leader Who Stays True to Their Ethics,” by Michael Beer