Learn to Be Your Own Career Coach

 

Learn to Be Your Own Career Coach

Coaching helps us understand ourselves, uncover new options, and get unstuck in our careers, but not everyone has the opportunity to work with a professional coach. Fortunately, regardless of your experience or expertise, you can learn to be your own career coach. It's all about asking yourself the right questions. They should start with who, what, why, where, when, or how, and shouldn’t have a yes-or-no answer. For example, instead of “Do I enjoy my job?” reframe the inquiry in an open way: “What do I enjoy about my job?” This will give you more insight to work with. Also, focus on ownership and always include “I.” Instead of, “How has that person progressed more quickly than me?” the question becomes, “How could I accelerate my progression?”  If you find yourself blaming other people or external factors when coaching yourself, it’s a signal that you need to refocus on what you can control. And avoid question “stacking,” where you ask multiple questions at the same time. So instead of, “Why am I missing deadlines and feeling so out of control of my time?” ask and answer each question in turn. One-at-a-time questioning will generate more options and actions you can take to positively shape your career.

This tip is adapted from “How to Become Your Own Career Coach,” by Helen Tupper and Sarah Ellis

" How to Give Critical Feedback — Remotely - 5 Tips ! "

 " How to Give Critical Feedback — Remotely - 5 Tips !  " 

In the run-up to the new year, we’re sharing some of our favorite tips from 2021.

 Giving critical feedback is one of your most challenging responsibilities as a manager — and if you’re working remotely, it’s even harder. 

How can you update your approach to giving feedback in a WFH world? Here are some key steps to keep in mind:

(1) Start by asking questions. You need to understand your employee’s perception of their performance before expressing yours.

(2) Show specific appreciation before laying out criticism. 

They’ll be more likely to be receptive to your feedback if they trust that you value them.

(3) State your positive intentions. Something as simple as “I’m in your corner” can go a long way.

(4) Clarify and contrast. “I’m saying X, I’m not saying Y.”

(5) Ask your employee to state their key takeaways from the conversation.

We’re all under intense stress from the pandemic. Taking care to deliver your feedback with clarity and sensitivity will help people focus on the reality of your message, even in a remote environment.

This tip is adapted from “Giving Critical Feedback Is Even Harder Remotely,” by Therese Huston

Become a More Inclusive Colleague

 

Become a More Inclusive Colleague

It’s not just leaders who impact the culture on a team. Peers have the power to include or exclude other individuals, and research has shown that the exercise of that power can make a meaningful difference to work performance. In other words, we all help define what it means to work in an inclusive workplace. Here are three small ways you can make a difference on your team. (1) Offer a helping hand. Look for opportunities to provide your colleagues with key information or training, make introductions to new contacts (especially mentors), and give endorsements in meetings. (2) Demonstrate care about non-work issues. Show personal interest in your coworkers' family lives, hobbies, pets — whatever matters to them outside of the workplace. And if an opportunity arises to provide support, be ready to offer it. (3) Create in-person connections when possible. If you have a chance to walk to a meeting with your colleague, or to go grab an in-person meal or coffee, take it.

This tip is adapted from “3 Small Ways to Be a More Inclusive Colleague,” by Juliet Bourke

5 Questions to Guide Your Career Choices !

 

5 Questions to Guide Your Career Choices

Careers evolve and unfold over many years — even decades. So how can you be sure that you’re on the right path and you’ll achieve your definition of success? To take control of your future, step back and reflect on your present. Ask yourself the following five questions: How fulfilled do I feel? This is often about whether you’re able to express your values at work. Identify what’s most important to you and then consider, “On a scale of 1-10, where 10 is the ideal, how well am I able to express this value in my job?” How am I learning and growing? To what extent are you building competence or expertise in your sector or function? What competencies do you want to develop further in the year ahead? Am I headed toward a long-term goal? While everyone hates the question “Where do you want to be in 10 years?” stepping back to figure out a broad vision can help you pursue opportunities more proactively, versus reactively. You might ask yourself “What do I want in my (work) life in three to five years?” which is a more manageable chunk of time. What seeds can I plant today that will benefit me tomorrow? Career success is often the result of the cumulative effects of small, regular actions. What relationships do I need to build to help me realize my vision? You can’t do it alone, no matter what the “it” is. Given your goals, who are the people who can help you get there?

This tip is adapted from “Ask These 5 Questions to Decide Your Next Career Move,” by Rebecca Zucker

Support Your Pregnant Employees

 Wed 19 Jan 2022 

Support Your Pregnant Employees

As a manager, you’re in a unique position to support your pregnant employees and to make sure pregnancy discrimination doesn’t happen in your workplace. Start by familiarizing yourself with your company’s parental benefits. That way, you're always prepared to lay out the resources available when an employee tells you they're pregnant. Be sure to maintain an open dialogue about what types of support your employee needs throughout their pregnancy. And never make assumptions about what they want. For example, don’t presume your pregnant employee wants a reduced workload; this might not be the case. If they request flexible work arrangements — such as remote work and flextime to accommodate visits to the doctor or other needs — normalize the mindset that these arrangements are rights, not privileges. And finally, following the employee’s lead and respecting their preferences, do your best to facilitate supportive interactions between your employee and their coworkers. It’s important that you aren’t the only one creating a positive environment for the employee.

This tip is adapted from “5 Ways Managers Can Support Pregnant Employees,” by Kaylee J. Hackney et al.

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" Be a Mentor to Your Mentor " ( HBR Tip on reverse mentoring ! )

 Mon 10 Jan 2022

" Be a Mentor to Your Mentor " ( HBR Tip on reverse mentoring ! )

When you’re lucky enough to have a mentor, don’t just take what you need from the relationship. You want to give back as well. Your age, experience, and expertise have little to do with the value you bring to the table.
(1)  To practice this “reverse mentorship,” start by figuring out exactly what it is you have to offer. Ask yourself: What challenges is your organization facing that you might have insights, information, or expertise on? Figure out what you’re great at, why it’s important to your organization, and how your mentor could use that knowledge to grow as a professional and contribute to the team.
(2) Next, voice your desire to help out in this way. You can do this in a formal check-in, or informally the next time you and your mentor are sharing a meal or having a coffee.
(3) Assuming they’re game, set clear expectations together.
Should this reverse mentoring be a one-time deal, last a few weeks, or be a long-term commitment? 

How will you measure your success? 

Is there a goal they’re aiming to reach? 

Once you answer these questions, you and your mentor will be ready to begin.
This tip is adapted from “Mentorship Is Not a One-Way Street,” by Cynthia J. Young

" 4 tips to Pitch Your Great Idea to Your Boss ! "

 Wed 05 Jan 2022

" 4 tips to Pitch Your Great Idea to Your Boss ! "

You have a great idea: A product tweak that will save your company money; a process change to increase your team’s productivity; or a plan for heading off a looming crisis. But there’s just one snag: You’re not sure how to approach your boss about it. How can you frame your pitch to get the best reception?
(1) Start by asking yourself: How will this suggestion make my manager feel?
 It's possible that hearing a great idea from you might make them feel threatened or insecure so set the conversation up for success by laying a groundwork of trust and goodwill. This is something you do long before you deliver your pitch, of course. You might give your manager positive feedback or express gratitude, provided the sentiments are genuine. Something as simple as, “I really enjoyed that presentation” or “Thanks for your support in the meeting today" can go a long way.
(2) When you raise your idea, approach your manager in private rather than publicly. This will give them space to respond honestly without feeling the pressure of others’ judgment. Try to frame your suggestions in a way that connects them to the company’s goals.
(3) You might reference your boss’s previous communications: for example, “You’ve spoken before about your focus on intuitive design. Here’s my idea for improving the user-friendliness of X product”
(4) And finally, have an implementation plan ready. At the end of the day, your manager isn’t going to greenlight a good idea that can't be executed.
This tip is adapted from “How to Sell Your Ideas up the Chain of Command,” by Ethan Burris

Want a High-Performing Team? Focus on Social Connections

 

Want a High-Performing Team? Focus on Social Connections

In the run-up to the new year, we’re sharing some of our favorite tips from 2021. Every leader wants to solve the puzzle of what makes a high-performing team. One piece that’s often missing is the importance of social connections. If you're trying to supercharge your team, here are research-backed ways you can foster greater connected-ness. Invest time in bonding over non-work topics. The best teams aren’t more effective because they work all the time. In fact, discussing things not related to work — sports, books, and family, for example — reveal shared interests, allowing people to connect in genuine ways, which yields closer friendships and better teamwork. Create a culture where expressing appreciation is the norm. Recognition is often a more powerful motivating force than monetary incentives. And an acknowledgement of good work shouldn’t just flow from the top down. Make it a norm for peers to express appreciation for one another as well. Put a premium on authenticity. It's important to create an environment where employees feel comfortable candidly expressing both positive and negative emotions — as well as complimenting and joking with teammates.

This tip is adapted from “5 Things High-Performing Teams Do Differently,” by Ron Friedman

Pursue Your Entrepreneurial Dreams — No Matter Your Age

 

Pursue Your Entrepreneurial Dreams — No Matter Your Age

There's no "right" age at which to become an entrepreneur. Of course, having experience helps, but what matters more than age is your team, your idea, and your ability to advocate for yourself. (1) So, first, assemble a team with a diverse set of skills. This might include mentors, advisors, or people who have experience growing companies from the ground up. Include someone who knows how to manage people, as well as someone with the technological skills needed for development and operations, and so forth. (2) Next, identify a problem you’re truly passionate about solving. Find investors who are equally excited about addressing the pain points you care about, and convey your passion in a succinct, clear story to help rally others. (3) And finally, be your own best advocate. If you do encounter age bias, or other forms of discrimination, be prepared to address those concerns head on by demonstrating your competence, confidence, and care. With the right idea, attitude, and people behind you, you can turn your idea into a reality — at any point in your career.

This tip is adapted from “Don’t Let Age Get in the Way of Entrepreneurship,” by Emma Waldman

" Don’t Quit Your New Job Just Yet "

 Wed 22 Dec 2021

" Don’t Quit Your New Job Just Yet " 

Sometimes you start a new job, and quickly realize it’s not the right role for you. Maybe it’s not what you expected, or the company culture isn’t a good fit after all. If you already hate your new job, what should you do? s

(1) Start by reflecting on the source of your disappointment. Make a list of what was promised to you prior to accepting the job and place an asterisk next to those items that aren’t actually happening. Are any of these issues fixable? Resolving any discrepancies that can be rectified should be your first priority. 

(2) Then, give the new position some more time. It's normal to feel like a fish out of water on a new team — be patient and focus on developing the relationships that will hopefully make the gig feel like home. 

(3) Finally, consider having an open and honest conversation with your manager. You might say something like: “With your permission, I’d like to share some ideas on how to redesign some aspects of my job that will make this role more interesting for me.” 

Ideally, they’ll follow through on your requests; they should want to make this a job that works for you. But, after all of this, you might still decide that it’s time to relaunch your job search. That's OK — you deserve to be happy. Go find the job you really want.

This tip is adapted from “So You Want to Quit Your Brand-New Job…,” by Roberta Matuson

" Are You a Chronic Overachiever? "

 

Tue 14 Dec 2021

" Are You a Chronic Overachiever? " 

It’s good to be ambitious in your career. But a relentless drive to achieve can lead to burnout, hurt your relationships, and create an unhealthy work-life imbalance. How can you dial back your overachieving instincts? Start with these steps:

(1) Do some self-reflection. 

When did your pattern of overachievement begin? Was it through high performance in school or sports? Be honest with yourself about how your identity and self-worth got hooked on achieving. Those insights will help you begin the process of undoing what is likely decades of programming.

(2) Challenge your assumptions.

 Ask yourself: What might happen if I were to take my foot off the gas? Am I afraid of failing? Looking incompetent? Letting people down? Our fears are typically based on faulty assumptions and, left unexamined, these assumptions keep us stuck in old patterns.

(3) Redefine success. 

Take a holistic view. Life isn’t just about professional accomplishments. What else do you want in terms of your health and wellbeing, family, social life, and community? Then choose one small and simple action that will move you toward this broader definition of success.

This tip is adapted from “How to Dial It Back When You’re a Chronic Overachiever,” by Dina Smith