“Impress Your Foreign Boss,” by Andy Molinsky.

 August 21, 2013 Wed

Impress Your Foreign Boss

If you think that it's hard to impress your boss, try doing it in an unfamiliar culture – where the natural methods that work at home may fail you. In these circumstances you need to be more deliberate. Start by doing great work, showing loyalty to the organization, and helping your boss accomplish his or her professional goals.

 Of course, how you do those things will vary across cultures: In one culture, “doing great work” may mean listening carefully to what your boss tells you to do and then precisely performing a task. In another, it might mean taking initiative and volunteering for assignments. Work hard to learn the local context. And get to know your boss’s individual preferences. 

Don’t assume that because she’s British, for example, that she has the same expectations as the Brits you’ve worked with before. Consult with colleagues and find a cultural mentor.

Adapted from “Impress Your Foreign Boss,” by Andy Molinsky.

HBR Guide to Office Politics. ( avoiding competitive environment )

 August 22, 2013

Refuse to Participate in a Cutthroat Environment

It’s demoralizing to have a boss who pits you against your colleagues. Don’t give in to this dynamic. Instead, collaborate with coworkers to find your own ways of working together that don’t ratchet up the competition. Tell your boss how you feel about the situation, but be diplomatic and constructive. 

If she thinks you’re complaining, she won’t take your concerns seriously. Discuss it with your colleague(s) first and then meet with your boss, perhaps together. Say you’d like to stop vying for the spotlight, because it’s distracting you from doing your best work. Ask if she can avoid putting you in competitive situations (and give a few examples, in case she’s not tuned in to her own behavior) so you can both be more productive—to the benefit of all.

Adapted from the HBR Guide to Office Politics.

“To Be Authentic, Look Beyond Yourself,” by Amy Jen Su and Muriel Maignan Wilkins.

 August 16, 2013 Friday 

Find Your Authentic Self

No one likes to work with someone who is a fake. For people to trust that you’re being genuine, they need to know where you stand. Here are two ways to be sure you’re being true to yourself and connecting with others:

(1) Have a point of view. 

Know your stances on major work issues and be open and willing to engage in conversations about them. To have leadership presence, others need and want to know where you stand — they don't want to have to guess or be blindsided midstream.

(2) Be transparent about your position.

 Know the difference between navigating the political waters of your organization and actually becoming the politics itself. Get support for your initiatives but be clear about what you are doing, why you are doing it, and how you are doing it.

Adapted from “To Be Authentic, Look Beyond Yourself,” by Amy Jen Su and Muriel Maignan Wilkins.

Assortative Mating and Female Labor Supply

 September 24, 2013 Tue 

Women Wed to High Earners Had the Biggest Increases in Hours Worked

From the late 1970s to the late 1990s, American married women’s weekly working hours rose significantly, but the increases were uneven: The increase in hours was 3 times greater for those married to top earners than for those wed to low earners, say Christian Bredemeier of the University of Dortmund and Falko Juessen of the University of Wuppertal, both in Germany. 

Women married to high earners worked more hours because they had greater earning potential; women with high earning potential became more likely to marry men with high earning potential because birth control allowed for later marriages, after “wage uncertainty” was resolved, the authors suggest.

SOURCE: Assortative Mating and Female Labor Supply

Work from home, flexible working, USA, Circa 2013 September

 September 25, 2013 Wed 

Your Workplace Offers Flexibility, But Can You Really Use It?

Two-thirds of working adults surveyed by Harris Interactive for talent-acquisition firm Mom Corps say their companies would be willing to accommodate them if they requested flexible work schedules (for reasons such as taking care of their kids). Yet 47% of respondents feel that asking for flexible options would hurt their chances of advancement. So even though flexibility is gaining popularity as an abstract concept, organizations aren’t doing enough to make employees feel secure in actually using it; that represents a “significant disconnect between employer and employee,” says Mom Corps.

( So much has changed after COVID 2020-22 ) 

To Reduce E-mail, Start at the Top,” by Chris Brown, Andrew Killick, and Karen Renaud.

 September 26, 2013

Help Your Company Cut Back on Email

You can’t control how many emails you receive, but you can control how many you send. In a recent study, one firm’s workers followed suit when their executives reduced overall email output. You can spark a similar reduction and improve efficiency across your organization by doing the following:

• Choose the right medium. Consider whether your communication merits a phone call or in-person meeting, where vocal tone and body language provide real-time feedback on how clearly a message is being understood.
• Be deliberate. Don’t forward messages unless strictly necessary, and limit the number of recipients on each outgoing note.
• Make it real. Set a target for reducing the number of messages you send. Include it in your performance goals to keep yourself honest.

Adapted from “To Reduce E-mail, Start at the Top,” by Chris Brown, Andrew Killick, and Karen Renaud.

Make fast but right decisions - here's how !

 September 27, 2013 Friday 

Make Good Decisions Faster

A simple approach can help replace your slow deliberations with fast decisions. Try this framework:

(1) Know your ultimate objective. 

The biggest hurdle to fast decisions is criteria overload. Of the seven or eight possible objectives you would love to meet, which one or two will make the biggest impact? Consider which stakeholder you least want to disappoint—which goal would they care about most?

(2) Get a second opinion. Asking one other person can broaden your frame of reference and help eliminate judgment errors. Plus, the act of explaining your situation anew often gives you fresh insights.

(3) Do something. 

Select one option while letting go of all the other "good" ones. No amount of deliberation can guarantee that you have identified the "right" option, but remember: The purpose of a decision is not choose perfectly, but to get you to the next decision.

Adapted from “Make Good Decisions Faster,” by Nick Tasler.

Build Relationships with your team mates

 Mon 30 Sept 2013 

3 Tips to Build Better Relationships with Your Employees

When people feel connected to you, even difficult conversations feel less threating. Here are three tips to forge stronger bonds with your employees:

(1) Relate whenever you can. View every interaction as an opportunity to get to know someone a little better. Make a habit of asking employees one question about their work or their personal lives each time you encounter them.

(2) Take note of subtleties. 

People seek emotional connection through countless small “bids” for attention—questions, gestures, or looks. Take stock of how much you notice these cues . You might also solicit some feedback from friends and family on how well you listen and respond to social cues in general.

(3) Regularly express appreciation.

 Research shows that the ratio of positive to negative interactions is 5:1 in a successful relationship. You don’t need to pay someone five compliments before offering criticism, but do be mindful of the ratio.

Why Does Choice Enhance Treatment Effectiveness? Using Placebo Treatments to Demonstrate the Role of Personal Control

 Mon 30 Sept 2013 

The Act of Choosing a Treatment May Boost Its Effect on You

For people who have a need to feel in control, making a choice about health treatments strengthens their chosen treatment’s psychological component, says a team led by Andrew L. Geers of the University of Toledo in Ohio. 

Experiment : 

For example, people who put a hand in ice water for 75 seconds reported less pain (20 versus 24 on a scale up to 44) if they were given a bogus pain-prevention cream; but for high scorers on a “desire for control” test, the effect was more pronounced if they were able to select between two (equally bogus) creams. The findings are part of a growing body of research showing that patient involvement enhances treatment effectiveness.

SOURCE: Why Does Choice Enhance Treatment Effectiveness? Using Placebo Treatments to Demonstrate the Role of Personal Control

“Practical Tips for Overcoming Resistance,” by Mark Goulston.

 October 01, 2013 Tue 

Lower Resistance by Listening

When you encounter opposition to an idea or suggestion, you can strong-arm your challenger into getting what you want, or you can reinforce your relationship by listening. When you coerce an employee into doing something – even if he complies with your demands – his initial resistance will fester over time and may come back to bite you later.

When someone doesn't agree with you, it’s natural to repeat yourself, often more loudly. Instead, if you are getting pushback, listen. Repeat back what you've heard to make sure you truly understand what the other person means. When you stop trying to convince someone and instead focus on listening to his point of view and respecting it, his resistance will often disappear.

Adapted from “Practical Tips for Overcoming Resistance,” by Mark Goulston.

“The Most Effective Ways to Make It Right When You Screw Up,” by Heidi Grant Halvorson.

 September 25, Wed  2013

Stop Talking About Yourself When You Apologize

Admitting a mistake can fall flat if you apologize the wrong way. The victim of your screw-up does not want to hear about you. Instead ask yourself: Who am I talking to, and what is he or she looking for in my apology?

(1) A stranger or mere acquaintance wants you to offer compensation or some redeeming action. Compensation can be tangible, like paying to repair your neighbor's fence when you accidentally back your car into it, or emotional, like being extra thoughtful.

(2) Your colleague or friend wants empathy. When you recognize and express concern over the suffering you caused, the victim feels understood and valued, and trust is restored.

(3) Your team wants an acknowledgement of the rules and norms you violated. Basically, you need to admit that you broke the code of behavior of your social group or organization, and that you recognize you let them down.

Adapted from “The Most Effective Ways to Make It Right When You Screw Up,” by Heidi Grant Halvorson.

HBR Guide to Building Your Business Case

 Tue 24 Sept 2013

Find a Champion for Your Business Case

When preparing a case for a new project or initiative, be sure you have someone at a senior level who will lobby for it. Look at each member of the committee:

 Whose goals and concerns will your project most directly address? Reach out and ask what his or her department is trying to achieve in the coming year. Get a sense of what big projects are under way and which efforts need more support. Explain how your initiative can help fill in gaps or address trouble spots.

 Of course, having someone influential on your side does little good without a strong case that meets a business need, a solid project concept, and well thought-out financials. If any of those elements are missing, even a powerful champion can’t help you.

Adapted from the HBR Guide to Building Your Business Case eBook + Tools.

Do something about Disengaged employees

 October 07, 2013 Monday 

Ignite Employee Engagement

Recent research from Gallup shows that engagement among US workers is holding steady at a scant 30%. Employee engagement is linked to profitability, customer satisfaction, and turnover – but it’s not simple to address. Here are some pointers:

(1) Find out what engages your employees ( Appreciative Enquiry method ) : 

 Instead of focusing on why engagement is low, figure out what’s already working and find ways to replicate it. Help others model what the most engaged individuals and teams do.

(2) Encourage grassroots engagement. 

You can’t mandate passion for the work. Instead, ignite it by empowering your people to share stories, exchange ideas, and disseminate best practices.

(3) Recognize a moving target. 

Enthusiasm can’t be assessed just once; it fluctuates with changing circumstances. To keep your organization engaged, you must remain engaged yourself and check in often on its progress.

Adapted from “Disengaged Employees? Do Something About It,” by Susan David.

“Great Leaders Who Make the Mix Work,” by Boris Groysberg and Katherine Connolly.

 Wed 02 Oct 2013

Encourage Diversity by Providing Role Models ! 

There’s no single tried-and-true method of increasing diversity in an organization, but having role models at the top provides emerging leaders with examples of success to identify with. To encourage these kinds of great leaders ( 3 tips ) : 

(1) Set an example. 

Intentionally populate your organization with leaders who embody diversity, especially in the context of your industry. This way, others from diverse backgrounds will think, “If they can, I can too.”

(2) Try “double sponsorship.” 

Consider having two people share the responsibility for each candidate’s development, company-wide. This increases the likelihood that talented employees of any background will feel supported and stay with the company.

(3) Make it count.

 Don’t put in place someone who fits a certain desired category but lacks the skill set needed to do the job. Hire stars, but know that diverse constellations of those stars are far more effective.

Adapted from “Great Leaders Who Make the Mix Work,” by Boris Groysberg and Katherine Connolly.

The Middle Class Is Steadily Eroding. Just Ask the Business World

 Thu 06 Feb 2014

Spending Growth Comes from the Wealthy, Not the Middle

Since the end of the recession in 2009, inflation-adjusted spending by the top 5% of U.S. earners has risen 17%, compared with just a 1% average rise for everyone else in the country, according to The New York Times. As a consequence, companies in many sectors, from retail to restaurants to appliance makers, are catering to the affluent, despite the large numbers of people in the middle of the income spectrum. The Times quotes John G. Maxwell of PricewaterhouseCoopers as saying it’s better for businesses to aim at high- or low-income demographics; “You don’t want to be stuck in the middle.”

SOURCE: The Middle Class Is Steadily Eroding. Just Ask the Business World.

From Preeminence to Prominence: The Fall of U.S. Business Schools and the Rise of European and Asian Business Schools i

 Wed 26 Feb 2014

European Businesses Wake Up to the Value of an MBA Degree

At the beginning of the 2000s, the salary package hike  from getting an MBA in the U.S. was 50% greater than that from a European MBA, but over the subsequent decade ( 2011-2020 )  the gap declined almost to zero . 

Reason ? 

 European companies began to view business degrees ( MBA s )  as highly desirable. Started to pay attractively to those who had a business degree. This had lead to more European Universities opening an MBA progam or a business school. 

As per research by  François Collet and Luis Vives of Ramon Llull University in Spain.

 One consequence has been a rise by non-U.S.A.  institutions in business-school rankings, which are heavily dependent on post-MBA salaries !  For example, in 1999, 9 out of the top 10 business schools in the Financial Times Global MBA Rankings were located in the U.S., but by 2010 the number had declined to 5.

Research , Courtesy :  From Preeminence to Prominence: The Fall of U.S. Business Schools and the Rise of European and Asian Business Schools in the Financial Times Global MBA Rankings

When to coach & when to teach

 Tue , October 08, 2013

Know When to Coach and When to Teach ! 

To develop your employees’ skills, evaluate the situation before choosing an approach. Are you working with someone who’s inexperienced or a colleague who requires immediate improvement? If so, you’ll want to take a directive approach and teach, showing or telling her what to do—give clear instructions, answer questions, or have her shadow you on a project so she can learn by observing.

Otherwise, you’re probably better off with a more supportive approach; coach by asking questions that prompt her to think and solve problems, rather than just doling out advice. Use the moment as an interactive opportunity to discover and create new solutions. When coaching, ask more than you tell—aim for a ratio of about 4:1. If you flip that ratio, you’re teaching.

Adapted from the HBR Guide to Coaching Your Employees.

Expressed Humility in Organizations: Implications for Performance, Teams, and Leadership

 Tue 08 Oct 2013

Humility Compensates for Low Mental Ability

Among students with low mental ability, those who were rated by others as highly humble scored about 9% higher on performance measures over a 10-week team task than those who were seen as not humble. 

Humility’s performance-boosting effect was much less pronounced for highly intelligent people, says a team led by Bradley P. Owens of the State University of New York at Buffalo. The compensatory power of humility for those with low mental ability is probably due to humble people’s teachability, which is a result of their willingness to honestly understand their weaknesses, the researchers say.

SOURCE: Expressed Humility in Organizations: Implications for Performance, Teams, and Leadership

“How U.S. Employers Can Support Women’s Health,” by Michelle Moniz et al.

 Tue 05 July 2022 

Invest in Women’s Health

When you look at rates of pregnancy-related death, preventable death, chronic health conditions, and mental health care needs, it’s clear that there is a women’s health crisis in the U.S. Employers can play an instrumental role in combating it. Here are three measures your organization can take. Provide quality health insurance. Seek comprehensive insurance plans that include coverage for pregnancy, access to safe abortion, childbirth, and postpartum care without high deductibles. Offer paid parental leave. Paid leave doesn’t just benefit maternal and infant health; it benefits everyone. What’s more, research shows that longer paid parental leave keeps more women in the workforce. Redesign the workplace to support women. Consider offering on-site, subsidized child care, spaces for pumping breaks and breastfeeding, and flexible work-hour arrangements to accommodate appointments and caregiving responsibilities.

This tip is adapted from “How U.S. Employers Can Support Women’s Health,” by Michelle Moniz et al.

 Wed 06 July 2022

Go Beyond Superficial DEI Efforts

The DEI initiatives of many organizations only create the “illusion of inclusion,” rather than bringing about actual, substantive change. How can you ensure that your team’s efforts at creating an inclusive work environment go beyond the superficial? Start by asking yourself these three questions. Are we providing equitable access to growth? While representation at all levels in the organization is critical, it’s even more important to pay attention to the opportunities afforded to employees of color. Are they given equitable access to professional development, mentorship, sponsorship, pay, performance reviews, networking, and opportunities for advancement and promotion? Go beyond keeping a “scorecard” to understanding the actual experiences of individuals within the organization. Are we promoting a culture of allyship? Leaders must be vocal and transparent about what allyship means within your workplace and how every individual can practice it. You should have a reward structure in place that acknowledges the impact of authentic allyship on workplace culture. Do we know how we’ll measure our progress (or lack thereof)? This may mean tracking the racial and gender breakdown on teams, promotion rates, and who is assigned key projects. Then tie those metrics to outside requirements that force your organization to be transparent and hold itself accountable.

This tip is adapted from “Are Your Organization’s DEI Efforts Superficial or Structural?,” by Tsedale M. Melaku and Christoph Winkler

Avoid TOKENISM in your DEI efforts - at all costs by Nani Vishwanath

 Tue 28 June 2022 

Don’t Focus Your DEI Efforts on the Calendar

Observances like Cinco de Mayo, Juneteenth, or Women’s History Month offer an opportunity to celebrate members of your community. But when you approach these celebrations as a quick and easy DEI win, your efforts will come across as opportunistic — or even cringeworthy. These three strategies will help ensure your approach is authentic and respectful. Show up all year round. If your organization launches a splashy campaign for Pride month, but hasn’t considered equitable benefits for LGBTQ+ employees, customers, or community members, your efforts will be seen as performative allyship or rainbow washing. Instead, engage with your communities, identify their needs, and incorporate these into your year-round policies and practices. Ask “Who is this for?” Too often companies make these celebrations about educating people who don’t identify with the group that’s being honored. Asking “Who is this for,” and shifting the focus of your programming accordingly, can help you increase connection and belonging for all employees. Avoid tokenism  at all costs. Don’t ask the groups who are being celebrated to bear the burden of organizing your efforts. Consult them, integrate their input, and compensate them accordingly, but don’t place the onus on them.

This tip is adapted from “Don’t Let Your Calendar Dictate Your DEI Initiatives,” by Nani Vishwanath

“Simple Ways to Make Your Team Feel Valued,” by Kate Lee

 Thu 28 July 2022

Show Your Employees How Much You Value Them

To lead a team of engaged, productive, and inspired employees, you need to show them that you value them. Here’s how to recognize and honor your people. Really get to know them. Invest time in deeper conversations to glean insights about your employees’ goals, what motivates them, what excites them about the work they’re doing, and what challenges they’re facing — both at work and at home. Make developmental conversations routine. At least once a month, check in with your employees about their growth trajectory. Questions to track include: “What are your personal developmental goals for the coming month? What are you in the process of learning? What are your career goals, and how can I help you achieve them?” Back up words with actions. Advocate for your employees and acknowledge their achievements in public and behind closed doors to give them opportunities for recognition and career advancement.

This tip is adapted from “Simple Ways to Make Your Team Feel Valued,” by Kate Lee

How to react to inappropriate job interview questions

 " What to Say In Response to an Inappropriate Job Interview Question ! "

What should you do if you find yourself face-to-face with a job interviewer who asks an offensive, biased, or even illegal question?

(1) Know your rights before going into the interview.

You don’t have to answer illegal questions, such as whether you're married, plan to have kids, your age, or your ethnicity ( global context ) .

Prepare a general response in advance that you can use to graciously deflect. For example, you can say, “I’d rather talk about…” and return the conversation to your relevant qualifications.

(2) Or if you'd prefer to be more firm, you might say, “I’m not sure how that question is related to this role” or “I’m pretty certain that it’s illegal to ask that question.” Try to maintain your composure in the moment. Pause and take a deep breath to calm yourself before answering. Strengthen your body language. Sit up straight, sustain eye contact, and keep your feet firmly planted on the floor to take up more space.

(3) Finally, consider how the interviewer's behavior impacts your interest in the role. Does it seem specific to the person or representative of the organizational culture? You might decide that a workplace that tolerates this kind of employee isn't one you want to join.

Courtesy : Harvard Business Review

“How to Tactfully Interject in a Virtual Meeting,” by Melody Wilding

 Wed 27 July 2022

Interject with Tact in a Virtual Meeting

Getting a word in during virtual meetings can be challenging, but it’s a skill worth cultivating. Here are some strategies to help you tactfully interject. Signal your interest. To avoid coming off as disruptive, signal your desire to contribute by using the “raise hand” feature on your meeting software, unmuting yourself or turning on your camera, typing in the chat to say you’d like to chime in, or gently raising your hand if you’re on video. Try the “pass the baton” strategy. In advance of the video meeting, review the agenda and let the organizer know where you’d like to contribute. That way, they can call on you at the appropriate time. Look for natural transition points. When there’s a natural break in the conversation, or when someone else is done speaking, try jumping in with: “Great point. Before we move on, let me add ABC,” or, “Actually, there’s something I need to say here…,” or, “I’m glad you brought that up. I’d like to add XYZ.”

This tip is adapted from “How to Tactfully Interject in a Virtual Meeting,” by Melody Wilding

“How to Write a Resignation Letter,” by Amy Gallo

 Tue 26 July 2022

How to Write a Clear and Concise Resignation Letter

You’ve made the decision to quit your job and you want to leave on a positive note. What should you include in your resignation letter? First and foremost, keep it short. Address the letter to your boss, or to HR, and state briefly and clearly when you’re leaving and, if you have the next gig lined up, what you’ll be doing next. It’s a good idea to express gratitude as well (as long as there’s something you’re genuinely grateful for). Consider including some specifics about projects you were excited to work on or accomplishments you’re proud of. End by addressing next steps, including the timing of your departure and your commitment to smoothly handing off your assignments and responsibilities. As tempting as it might be, especially if you’re leaving under less-than-ideal circumstances, resist the urge to include any complaints in your letter. Save those for the exit interview.

This tip is adapted from “How to Write a Resignation Letter,” by Amy Gallo

“How to Conduct a Great Performance Review,” by Frank V. Cespedes

 

Great Managers Conduct Great Performance Reviews

It’s tempting to treat performance reviews like a perfunctory management task. But, when you do them well — with care and intention — they can help your employees not only perform better but feel valued and engaged. Here are five steps to lead a productive conversation. Convey positive intent. Whether you’re speaking with an all-star employee or a chronic underachiever, start by stating that your goal is to set them up for future success. Describe specifically what you have observed. The more specific and descriptive your feedback, the more likely your employee is to understand what you’re hoping they’ll start, stop, and continue doing. State the impact of their behaviors and actions. Lay out the cause and effect. For example, rather than saying, “You didn’t connect with the buyer,” try, “You interrupted people in the meeting, and this resulted in the buyer being less open to listening to your ideas.” Ask how your feedback is landing. This isn’t simply a polite thing to do. It allows your direct report to challenge your assumptions, add relevant context, and communicate important information that you might not have been privy to. Address the question: Now what? Be clear about next steps and what exactly you will be tracking, measuring, and assessing in the coming year — as well as what kind of support you can offer moving forward.

This tip is adapted from “How to Conduct a Great Performance Review,” by Frank V. Cespedes

“Is Starting a Side Hustle Really Worth It?,” by Anne-Lyse Wealth

 Wed 20 July 2022 

What to Consider Before Starting a Side Hustle

Do you want to make more money? Many people start a side hustle to supplement their income. But is the extra time and effort worth it? To answer that question, identify exactly why you want to start a side gig. Do you want to pay off debt, boost your emergency fund, or invest? (1) Do you want to build a business that will eventually turn you into a full-time entrepreneur? Keeping your goal top of mind will help you narrow down potential options. (2) Next, be clear on your skills and interests. Ask yourself: What’s something I’m willing to spend time and energy on? What do I care about most in and outside of work? When you have an idea, do some research. The mark of a successful business or product is its ability to meet a need, serve a community, or solve a problem. Make sure your idea does one of these three things. (3) Finally, be patient — and know when to pivot. Your first foray might not be the one that helps you achieve the goals you set out, but chances are that you’ll gain insights, resources, and connections to support you in your next venture.

This tip is adapted from “Is Starting a Side Hustle Really Worth It?,” by Anne-Lyse Wealth

“Is Starting a Side Hustle Really Worth It?,” by Anne-Lyse Wealth

 Wed 20 July 2022

What to Consider Before Starting a Side Hustle

Do you want to make more money? Many people start a side hustle to supplement their income. But is the extra time and effort worth it? To answer that question, identify exactly why you want to start a side gig. Do you want to pay off debt, boost your emergency fund, or invest? Do you want to build a business that will eventually turn you into a full-time entrepreneur? Keeping your goal top of mind will help you narrow down potential options. Next, be clear on your skills and interests. Ask yourself: What’s something I’m willing to spend time and energy on? What do I care about most in and outside of work? When you have an idea, do some research. The mark of a successful business or product is its ability to meet a need, serve a community, or solve a problem. Make sure your idea does one of these three things. Finally, be patient — and know when to pivot. Your first foray might not be the one that helps you achieve the goals you set out, but chances are that you’ll gain insights, resources, and connections to support you in your next venture.

This tip is adapted from “Is Starting a Side Hustle Really Worth It?,” by Anne-Lyse Wealth

“Reeling From a Sudden Job Loss? Here’s How to Start Healing.,” by Silviana Falcon and Kandi Wiens

 Monday 18 July 2022 

Take Steps Forward After Losing Your Job

Losing your job suddenly — whether you’ve been laid off or resigned because you felt you had no choice — can be incredibly disheartening. Here’s how to move forward. Practice self-compassion. Be extra gentle with yourself. Reconnect with people you love outside of work. Spend quality time with them to brighten your mood, alleviate tension, and remind yourself how you deserve to be treated. Attend to your unmet needs. Think about what you need to heal. You might keep a journal outlining what you feel you’ve lost and how you'd like to move forward. This will help you shift your focus from uncertainty to forward momentum. Focus on what you can control. Start with small steps. Maybe volunteer for an organization you care about, apply for jobs that excite you, or reach out to your network. This will help you build confidence and reduce stress. Stay open-minded. As you begin to explore new paths, be open to stepping-stone jobs — perhaps with a decrease in pay, if you can swing it, or a position that’s not in your desired field. Treat it as an opportunity for growth rather than seeing it as a setback or a failure.

This tip is adapted from “Reeling From a Sudden Job Loss? Here’s How to Start Healing.,” by Silviana Falcon and Kandi Wiens

“Help Your Team (Actually) Work Smarter, Not Harder,” by Mita Mallick

 Fri 08 July 2022 

Lead a Team That Works Smarter — Not Harder

At times, we’ve all spent too much time and effort working on the wrong things, whether it’s putting hours into status updates that never get read, or prioritizing a presentation’s design over the message. As a manager, you can help your team avoid these pitfalls and prioritize the tasks that matter the most. (1) First, set clear end dates for large initiatives, assign approximate hours for key project milestones, and coach people if they’re spending too much time on a specific task. At the same time, avoid crossing the line into micromanaging.  Emphasize that perfect is often the enemy of good. (2 )  Encourage team members to set timers for smaller tasks, like crafting emails or searching for images for presentations. Also, remind them that it’s okay to make mistakes; the typo in the newsletter or the file that wasn’t attached to the email will not make or break their career. (3) Finally, help them make connections across the organization so they know who can help them and answer questions when necessary. Emphasize that you don’t expect them to go it alone and that collaborating with others can make sure that you all are collectively working on the right things on behalf of the organization.

This tip is adapted from “Help Your Team (Actually) Work Smarter, Not Harder,” by Mita Mallick

“How to Recover from Work Stress, According to Science,” by Alyson Meister et al.

 

Build in Ways to Recover from Work Stress

Stress may be unavoidable in the workplace. But you’ll be better able to handle it if you take steps to recover rather than continuing to power through. If you feel like you’re edging toward burnout, try these strategies. Detach psychologically from work. Dedicate time each day to a non-work-related activity. Learn which triggers prevent you from putting down work, and proactively avoid them. For example, if the presence of your phone prompts you to check work emails during off hours, turn it off or at least shut off notifications temporarily. Take micro-breaks. Short breaks, even just 10 minutes, are surprisingly effective. For example, doing a short meditation, eating a nutritious snack, having a pleasant social interaction, or reading an article can improve motivation and concentration, improve your mood, and help you sustain your energy throughout the day. Prioritize higher-effort activities. Passive activities such as watching TV or listening to a podcast are only so helpful for recovery. Consider going to the gym or playing team sports, or even going for walks, bikes, hikes, or swims; research shows that more active activities are more effective. Build an environment that optimizes recovery. While they may seem minor, small things like having some plants and natural light in your office can have a positive impact on your sleep quality, perceived stress, and overall health.

This tip is adapted from “How to Recover from Work Stress, According to Science,” by Alyson Meister et al.

“How to Lead Better Virtual Meetings,” by Shyamli Rathore

 

Run Better Virtual Meetings

Leading productive meetings is an essential skill for managers — especially when you’re managing a remote or hybrid team. But many people have gotten lazy about keeping up good meeting practices, especially when they’re virtual. Here are some tactics to use. Ahead of time, prepare a detailed agenda. Think about what you want to accomplish during the meeting: What questions need to be answered? What outcomes do you expect? How will you delegate the tasks among attendees?  Before you start the call, take five minutes to make sure your internet, microphone, and camera are all working properly. Then begin the call by checking in with everyone and introducing any new team members. You can also use the first few minutes to set a clear protocol for how to speak up or share ideas. For instance, remind people to use the “raise-hand” emoji or to use the chat feature. As you speak, ensure your talking points are actionable and that your expectations for the meeting are clear. Close with a concise summary of what needs to be done next and how you plan to track the outcomes or deliverables discussed. And finally, after the meeting ends, organize your notes and send them to the team so that your next steps are documented.

This tip is adapted from “How to Lead Better Virtual Meetings,” by Shyamli Rathore

“So You Haven’t Heard Back After a Job Interview…,” by Marlo Lyons

 

Dealing with Radio Silence After an Interview

Radio silence after a job interview can be a painful feeling. But it doesn’t always mean rejection. The hiring team might be taking a long time to debrief or form an offer, the hiring manager may be on vacation, ( happened twice to me , SV Mony & SK Roy )  or the job description could have changed since you applied.  To get a better sense of what’s holding up the process, ask questions and listen carefully. Specifically, ask the recruiter (or whoever is facilitating your application process), “When will you be reviewing candidates with the hiring manager?” And if you’re dealing directly with the hiring manager, you might ask, “When are you hoping to make a decision?” That debrief date or time frame is pivotal. If the recruiter or hiring manager isn’t communicating with you after that date, you’re most likely not a top candidate. If they say, “We’ll have some decisions made next week,” you’re likely still in consideration. Once the debrief time frame has passed, try not to take the silence personally. Either the hiring manager hasn’t made a decision or, more likely, the recruiter has offered another candidate the job and they’re waiting for a response before rejecting you. And if you ultimately don’t get the job, don’t beat yourself up. Your resume demonstrated your experience and your interview skills were solid, but you just weren’t the top candidate. That’s okay. The process is a feather in your cap; time to move on to the next opportunity.

This tip is adapted from “So You Haven’t Heard Back After a Job Interview…,” by Marlo Lyons

“You’re Working More. Here’s How to Talk to Your Partner About It.,” by Mark C. Bolino et al.

 Monday 11 July 2022

When Your Extra Work Causes Problems at Home

Taking on an extra project at work can benefit your career — but it can also sow conflict at home. If a big assignment comes up that you suspect could cause tension with your partner, try these strategies to balance going the extra mile at work and being a good partner at home. Be proactive, not reactive. Rather than waiting for special requests to sporadically arise, find ways to consistently contribute beyond your job description. This will make it easier to say no when something big comes up that you just can’t take on. Clarify whether extra work is actually required. Before saying yes, find out from your boss whether the organization really needs you on this, whether the task is as urgent as it might seem at first blush, and whether someone else could handle it instead. Communicate! If you feel you just can’t say no to the pressing demands at work, do your best to provide early notice to your partner — and make clear that you’re invested in helping them deal with the potential burden that the additional work might create (e.g., arranging for a babysitter, meal delivery, etc.) If your partner still asks you not to take on the work, it might be time to go back to your boss.

This tip is adapted from “You’re Working More. Here’s How to Talk to Your Partner About It.,” by Mark C. Bolino et al.

“How to Deliver Bad News to Your Boss,” by Christopher Fenning

 

Need to Share Bad News with Your Boss? Do It Thoughtfully.

At some point, you’re going to have to bring bad news to your boss. These conversations are an inevitable part of every job and they can be daunting. But, you can use this four-step framework to make telling your manager about a big problem go more smoothly: Step 1: In a couple of sentences, summarize what happened, when it happened, and who is affected. Be concise and avoid the temptation to go into too much backstory so you don’t come off as defensive. Step 2: For each stakeholder that’s affected — this might be customers, your team, other teams, the overall business, or a combination of these groups — identify what the specific impact is. Does it financially hurt the company? Are customers unhappy with their experience? Did employees lose trust and morale? Step 3: Propose a solution. This will show your manager that you’re a problem-solver. Be specific and explain why you think your solution will work. It can help to lay out backup plans in case your Plan A falls through. Step 4: Take action. You should leave this meeting with a clear agreement on who will do what by when.

This tip is adapted from “How to Deliver Bad News to Your Boss,” by Christopher Fenning