Be Emotionally Ready to Hear “No” in a Negotiation

 

Be Emotionally Ready to Hear “No” in a Negotiation

Hearing “no” during a negotiation can bring up all sorts of feelings: sadness, rejection, and even anger. How can you prepare for a tough conversation so you don’t react impulsively when those emotions come up? (1) Start by asking yourself: What if the person says no to my request? What if they say they dislike my proposal? What if they're rude or passive-aggressive? As you work through these “what-if” scenarios, also consider: What is my go-to response? Why do I react this way? Do your best to be nonjudgmental as you go through this thought exercise. After all, we all have reactions we’re not proud of at times. (2) Once you’ve identified your unconscious emotional responses, think about how to manage them. Consider: If I feel stuck in the middle of the conversation, what can I do? If I hear a “no,” what are two or three ways to react without feeling frazzled or dejected? This will give you tactics you can turn to in the heat of the moment. (3) Consider rehearsing the conversation with a friend to help you identify your stumbles, get real-time feedback, and hopefully, feel more at ease. (4) Increasing your self-awareness and having alternative approaches at the ready will help you make better choices about what to react to in the moment, what emotions to embrace, and what to let pass if you hear the dreaded "no."

This tip is adapted from “Managing Your Emotions During a Negotiation,” by Gaëtan Pellerin

" Make It OK for Your Team to Ask for a Deadline Extension "

 
Wed 22 Dec 2021

" Make It OK for Your Team to Ask for a Deadline Extension " 

Unrealistic deadlines don’t help anyone — and yet more often than not, employees avoid asking for extensions even when they know more time would help them do a better job. It’s understandable.
 They likely don’t want to be seen as incompetent, and research has shown that we often falsely assume that the timeliness of a deliverable is more important than its quality. Given these factors, it's important to explicitly and proactively communicate with your team whether certain deadlines can be adjusted. Instead of expecting your team to guess whether it’s OK to ask for more time, clarify when employees will be judged on the speed of their work, and when the quality is more important.
This will help your employees worry less about how they’ll be perceived if they request a deadline extension, in turn reducing their stress and boosting the quality of their work. And when timeliness is the priority, make that clear ahead of time so your team knows the deadline isn’t flexible — and why.
This tip is adapted from “Go Ahead and Ask for More Time on That Deadline,” by Ashley Whillans

" Make Sure Your Hybrid Team Isn’t Burning Out "

" Make Sure Your Hybrid Team Isn’t Burning Out " 

Hybrid work is presenting teams — and managers — with a major problem: The dissolution of work-life balance. As a boss, how can you help your team mitigate the downsides of hybrid, asynchronous work? Here are a few strategies to consider.

(1) Rethink daily schedules.

 Build in breaks between meetings, or during extended ones, so employees have a chance to grab a glass of water, get ready for their next call, or mentally transition to a new topic. This practice will reduce multitasking and the stress that accumulates when everyone is putting in long, packed days. 

(2) Carve out time for focused work.

 Encourage people to set aside blocks of time each week to engage in projects without distractions or interruptions. More time to focus means more progress, which means less stress. It also decreases the likelihood that work spills into after hours.

(3) Encourage time off.

 It’s essential that everyone unplug, whether they’re taking vacation, staycation, mental health days, sick days, or observing religious holidays. Help your team understand that there are many ways to rest and recharge that don’t hinge on travel or trips and that their well-being is a priority.

This tip is adapted from “Hybrid Tanked Work-Life Balance. Here’s How Microsoft Is Trying to Fix It,” by Dawn Klinghoffer

Looking for a Job? Consider Reaching Out to a Recruiter

 

Looking for a Job? Consider Reaching Out to a Recruiter

If you’re looking for a new role, you don’t need to wait for a recruiter to come to you. In fact, reaching out to one can be an effective way to land that next job. But you need to know how they work. (1) Consider, for example, that most recruiters manage more than 50 candidates at a time. So you want to take a targeted approach. Make sure that the recruiter you’re approaching hires for the industry and type of role you’re interested in. (2)  Before you reach out, update your LinkedIn profile and resume, do your research about the organization or role in question, and prepare any materials that they might want to screen before an interview. (3) When you do make contact, explain clearly what you’re interested in and why. If you’re a good fit for an existing role, you may get some immediate traction. But, if not, they can now consider you for future openings. (4)  Finally, keep in mind that all recruiters want to fill job openings quickly and with the right people, but they don’t work for you — they work for companies. If you help them do their job, then you’re not only helping make them successful, but you may also land your dream role.

This tip is adapted from “How to Reach Out to a Recruiter,” by Marlo Lyons

Looking for a Gift for Your Colleague? Keep It Small and Meaningful

 Fri 17 Dec 2021 

Looking for a Gift for Your Colleague? Keep It Small and Meaningful

At this time of year, many of us are looking for ways to express gratitude to our colleagues. Writing a heartfelt note or simply saying thank you to a coworker who has made your life easier and better is enough. But if you’re looking for a gift idea, keep anything you buy small and meaningful. It doesn’t take a lot to show your work buddies that you appreciate them. Here are a few ideas: A personalized pen or notebook stationery — it might have their name on it, or the nickname of your team, or even an inside joke. A daily planner, calendar, or journal for 2022. A little succulent in a ceramic pot — they're super easy to take care of and won’t die when your colleague goes on vacation. An insulated coffee tumbler or mug they can keep on their desk (works for tea, too!). You might include some fancy coffee or teas as well. If your coworker is an animal lover, you could even get some treats or toys for their pets.

This tip is adapted from “12 Clever Gifts Ideas for Your Colleagues,” by Ascend Editors

Get Ready to Ask for That Raise

 

Get Ready to Ask for That Raise

We all hit those points in our career where we feel like it’s time for a raise. How can you go about asking for one — without alienating your manager? The last thing you want to do is surprise your boss with an unexpected request so bring up the topic gradually during one-on-one meetings. (1) For example, you might say, “At some point, I’d love for us to talk about my contributions and what I can do to get to the next level,” and then gauge their reaction. (2) Also, see the situation from your manager’s perspective. What are their priorities beyond your career development? They might be thinking about balancing budgets, meeting business targets, managing your peers, and progressing their own career. (3) Before you start the conversation, consider how your work specifically supports those priorities so you can bring those up. (4) Then, prepare a specific ask. Do you want a higher salary? A new title? A change in reporting line? A bigger budget or team? Write down these items in order of importance to you, keeping in mind that your manager may have more leeway in certain areas than others. For instance, salary may be more difficult to secure than promotions (or vice versa). (5) Finally, managers want to invest in people who are loyal, enthusiastic, and dedicated so think through how you’ll demonstrate your commitment to the team and the company.

This tip is adapted from “Don’t Ask for a Raise — Negotiate It,” by Carol Hagh

" Set (Loose) Goals for Your Time Off "

 Fri 10 Dec 2021

" Set (Loose) Goals for Your Time Off "

With the holiday season around the corner, you might be taking some well-deserved time off. How can you make the most of it? It may seem counterintuitive, but research has shown that people who set personal goals to achieve during their downtime — such as seeing friends, pursuing a hobby, or even organizing a closet — report being happier than those who prioritize more passive “rest and relaxation” (i.e., sitting around in your pajamas watching TV or playing video games).

Think of this approach as proactive recovery that helps you recuperate from the daily grind. Whatever your goals are, the important thing is that you lay out a plan.
One caveat: This doesn’t mean you should treat these goals like a to-do list. Stay flexible — this is your time off, after all!
But ultimately, feeling like you've made the most of your vacation days will give you a sense of pride, accomplishment, and happiness that will fuel you when it's time to get back to work.
This tip is adapted from “Be Intentional About How You Spend Your Time Off,” by Laura M. Giurge and Vanessa Bohns

3 Fallacies That Inhibit Creativity

 

3 Fallacies That Inhibit Creativity

Unlocking your team's creativity can sometimes be a challenge for managers. Here are three common fallacies that might be getting in the way — and how to avoid them. The productivity fallacy: There’s a misperception that equates innovation with decision-making speed. Sometimes, the best ideas require long incubation periods. Resisting the temptation to come to fast conclusions can lead to more creative and far-reaching solutions to complex problems. The intelligence fallacy: Creative thinking is cognitively demanding. Pay close attention to how new ideas are shared and discussed on your team. Encourage them to build on each other’s ideas rather than poking holes in them. This doesn’t mean saying “yes” to flawed ideas; instead, approach them with an open mind to acknowledge what’s useful and improve weaknesses. The brainstorming fallacy: While group brainstorming feels more productive because of the social effects, research has found that nominal brainstorming (where individuals think on their own before sharing ideas) consistently outperforms traditional group brainstorming. So, start your team brainstorms with a few minutes of silence for people to ideate independently before returning to the group as a whole.

This tip is adapted from “3 Common Fallacies About Creativity,” by Pronita Mehrotra et al.

Lead with Compassion

 Lead with Compassion

Some people might think that they have to make a difficult, binary choice between being a good person or a tough, effective leader. This is a false dichotomy. Humane leadership is not only necessary in today's world — it will actually help you develop the wisdom you need to succeed in business. Here are four ways to infuse compassion into your leadership:

  (1)   Remember the Golden Rule:

 Treat others the way you want to be treated. While this may sound like a cliché, it's the root of compassionate leadership.

  (2)   Listen intently.

 If you can hear your employees with an open mind and a willingness to learn, not only will you become wiser, you'll also become better equipped to help them.

  (3)   Be prepared to serve.

 Whenever you’re about to engage with someone on your team, take a moment to reflect on what might be going on with them. Then ask yourself: What support might they need? Be prepared to offer help.

  (4)   Stretch people to see their potential.

 When someone’s already doing well, you might fear that pushing them to do more could be discouraging or demotivating. Instead of shying away from these uncomfortable conversations, reframe them as an indication of true care. Challenging people to grow is ultimately an act of kindness.

This tip is adapted from “Becoming a More Humane Leader,” by Rasmus Hougaard and Jacqueline Carter 

Overcome the tendency to overwork !

 Tue 07 Dec 2021

Overcome Your Tendency to Overwork !

How can you develop habits that will help you create a good work-life balance and avoid burnout?
(1)  You have to start by understanding why you overwork in the first place ?
 Ask yourself:
(a) Are you just following the lead of your workaholic boss?
(b)  Do you think that working long hours will help you get ahead?
(c)  Are you trying to prove to others that you're a hard worker?
(d ) Does being busy make you feel important?

(2)  Next, make small changes to regain some control over your time. Try leaving work on time (or early!) two days a week to do something you love. Let your boss know that you won’t always be available after hours to respond to their emails.
(3)  And if you’re able, be selective about which projects you take on, prioritizing those that will help you grow. It may also be helpful to redefine your free time — it’s not unproductive time, it’s time that helps you recharge.
(4) Finally, if you can’t make the progress toward the work-life balance you desire, you may want to reconsider whether you’re in the right role or industry !
This tip is adapted from “Why Young Professionals Should Prioritize Rest Over Work,” by Marcello Russo and Ioana Lupu

Stop Solving All Your Team’s Problems

 

Stop Solving All Your Team’s Problems

Mon 06 Dec 2021 Your primary task as a leader is to build your team’s capabilities. (1) The next time you’re tempted to solve a problem for a team member, stop yourself and turn it into a learning opportunity instead. (2) Set clear expectations, communicate what they’re accountable for, and give them the tools they need to succeed. 3) When someone comes to you with a problem, ask questions, such as: (a) What do you think is at the core of this issue? (b) Have you thought about alternative approaches? (c) What can we sacrifice without detracting from the overall value of the project? Answering these questions can help your employee unlock their creativity and dig deeper within themselves, rather than relying on you to be the font of all wisdom ! You’ll also learn something about their capacity and capability, while giving them the opportunity to grow ! Ultimately, your job is to build a team that can function without you. This is what will ultimately set you apart as a leader, not just a doer.

This tip is adapted from “Stop Doing Your Team’s Work for Them,” by Martin G. Moore

Take the Pain Out of Group Editing

 

Take the Pain Out of Group Editing

If your job involves writing, editing, reviewing, or approving documents, you’re probably familiar with the arduous process of group editing. It can be tedious and frustrating when a large committee attempts to edit a single communication simultaneously. But there are ways to make it less painful. Make sure everyone understands the goal. If all reviewers know the point of the piece of writing — not just the topic, you can avoid confusion and inefficiencies. This preemptive approach may save you a lot of trouble down the road if someone disagrees with the principles. Consider limiting participants. Too many voices can slow down or stall the process, even when they agree. Few things in a review process create more frustration than feeling rushed, so make sure to give your reviewers and approvers plenty of time to do their work. Finally, share clean versions whenever possible. It’s easiest to read and review a document when it’s not obscured by what seems like a thousand edits, so try to produce new, clean versions as often as you can to keep the process moving in the right direction.

This tip is adapted from “A Better Approach to Group Editing,” by Joel Schwartzberg

Don’t Just Accept a Meaningless Promotion

 

Don’t Just Accept a Meaningless Promotion

So your boss offers you a promotion, and it’s nothing more than an empty new title — no new responsibilities, no raise, and no increased resources. What should you do? Start figuring out who else has been recently promoted to the same title and talk to them to get more info about what they were offered. If they’re not comfortable sharing what they’re making, ask them what else is in their compensation package. If you sense that something's not quite right — that you're not being properly compensated, or that your responsibilities don't reflect your new title — have an open conversation with your manager about your concerns. If they meant for the new title to be a reward, they might realize that their intent didn’t match their impact. They might also then decide to compensate you based on the new title. And if that conversation doesn't lead to a satisfying resolution, connect with your HR representative and present them with the facts and details you’ve been able to gather. It’s their job to ensure that all team members are being leveled appropriately and paid fairly and competitively. Finally, if you’ve determined that you can’t find allies in your organization to help get you what you deserve, it may be time to reject the offer and look for a new gig.

This tip is adapted from “So Your Boss Offered You a Meaningless Promotion,” by Mita Mallick

New to Leadership? Focus on Building Relationships

 

New to Leadership? Focus on Building Relationships

When you first step into a leadership role, it’s smart to focus on achieving quick wins, but you shouldn’t do so at the expense of building relationships with your colleagues. Without those connections, you won’t have the influence you need to succeed over the long term. (1) Start by building trust. It’s far easier to lead people when they believe in you. Prioritize meeting one on one with each of your direct reports and peers. Use this time to ask questions like: What does success look like for you? What do you want to be known for? How do you measure progress? Their answers will help you better understand their motivations, aspirations, and goals. In these conversations and others, listen more than you talk. (2) And be present, especially during meetings. Put your phone away and focus fully on the person you’re speaking with. Ask clarifying questions like: What do you think of this approach? Is there another way to do this? (3) Avoid using statements with “but” as this negates what has been said. Instead, formulate your concerns as a question like “Have you considered the impact of xyz?” or “How would you scale up that solution?” Even though you’re a leader now, you don’t have to have the last word on everything. Ask for your team’s opinions, be open to other alternatives, and listen to understand and expand your perspective. This will help lay the groundwork for stronger relationships and your effectiveness as a leader.

This tip is adapted from “3 Ways to Grow Your Influence in a New Job,” by Luis Velasquez and Jenny Fernandez

When Working with Someone You Don't Like, Err Toward Kindness

 Mon 29 Nov 2021 

When Working with Someone You Don't Like, Err Toward Kindness

Not everyone at work is going to be your friend, and some relationships are easier than others. So, what do you do when you’re stuck working with someone you dislike? (1) First, accept that you might need to be the grown-up ! Don’t succumb to unproductive behaviors, like getting overly defensive, ignoring the person out of spite, excluding them from a meeting, or sending a passive aggressive email. (2) Instead, identify behaviors that will serve you, and them. You might remove yourself (politely) from unproductive conversations, confront them respectfully and privately to discuss the problem before it festers, or set clear boundaries around your time and expectations. (3) At the same time, try to focus on what they bring to the table — not on the things that upset you about them. (4) You might even consider whether you can give them something — introductions to others in the organization, help building a skill, or meaningful feedback on their work — that will alter the dynamic between you. You may not feel like doing these things, especially if the person rubs you the wrong way, but the investment may be worth it. The most successful people find healthy ways to work with personalities they wouldn’t otherwise choose to have in their life.

This tip is adapted from “How to Work with Someone You Really Don’t Like,” by Lisa Stephenson

Nail Your Next Group Presentation ( 5 tips )

 Wed 01 Dec 2021

Nail Your Next Group Presentation

A group presentation can be tricky to pull together. With so many people involved — and opinions to manage — the end product often ends up seeming clunky and uncoordinated. (1) To create something more slick and effective, start by strategizing in advance. Who is your audience? What is your goal? Why do you all care? (2) Next, collectively decide on the main message, the general outline, and who will present each section before each of you starts writing your separate components. This will help you avoid the last-minute stress of trying to cram slides together into a seamless unit. (3) Also, decide who will be in charge of fielding questions. (4) Once you have a game plan nailed down, rehearse your presentation as a group. It’s especially important to practice your transitions (for example, "Indra did a great job talking us through the challenges of entering this new market. Now, I’ll provide a few solutions based on our firm’s expertise"). Use a timer to ensure you're keeping to the schedule and leaving time for questions. (5) Finally, bring your own personalities to the presentation. Personal anecdotes are a terrific way to build trust between the audience and each member of the group presenting.

This tip is adapted from “3 Group Presentation Pitfalls — and How to Avoid Them,” by Allison Shapira