Military service increase pay for the poor

 

APRIL 19, 2011 Tuesday Military Service Boosts Wages for the Poorly Educated Among Americans with lower education levels, wages are about 10% higher for people who have served in the military, according to research led by Carl A. Kogut of the University of Louisiana. The study, based on census data, shows that the effect is most pronounced (12%) for poorly educated women and that it fades with higher education levels. Source: Estimating the increase in wages from military service

Corruption & economic growth

 MAY 11, 2011

A ' corrupt ' statistic or emperical research finding ! 

In " Very Corrupt Countries,"  Corrupt Practices Boost Growth ! 

Observed fact : 

In " deeply corrupt countries"  such as Congo, incidences of corrupt practices actually enhance economic growth, perhaps by helping companies sidestep onerous rules, says Mushfiq Swaleheen of Florida Gulf Coast University. 

But that's only at the extreme; for a country with average endemic corruption, a one-standard-deviation increase in corrupt incidences depresses per-capita GDP growth by 0.12 percentage points, he has found.

Source: Economic growth with endogenous corruption: an empirical study

Effect of grooming time spent on earnings

 

MAY 05, 2011 Thu

Extra Grooming Hurts Women, Helps Some Men

For women, an increase in personal grooming time is associated with lower earnings; for example, if a nonminority woman doubles her daily grooming from 45 minutes to 90 minutes, her earnings drop an average of 3.4%, say Jayoti Das and Stephen B. De Loach of Elon University. Men differ significantly by race: Grooming has no effect on nonminority men's earnings, but for minority men, a doubling of daily grooming from 40 minutes to 80 minutes yields a nearly 4% increase in average earnings. The researchers say grooming signals social identity, and while it has adverse consequences for highly groomed women, it may counter negative stereotypes of minority men.

Source: Mirror, mirror on the wall: The effect of time spent grooming on earnings

Inter-generational transmission of employers

 Note : This research finding is relevant mostly for Canada & partly for  South Africa.  Not for India . But this statistic & trend made an interesting study. Hence sharing. 

APRIL 21, 2011 Thu

Visible trend out of research : Children Inherit Employers from Parents

Research Finding : 

By age 33, about 40% of men have worked at some point for companies that employed their fathers — a proportion that leaps to nearly 70% for the highest-earning dads, according to a study of Canadian data by Miles Corak of the University of Ottawa and Patrizio Piraino of the University of Cape Town. 

Underlying reason ? 

Parents, particularly high earners, can influence sons' or daughters' job choices by offering contacts and knowledge of particular employers, the researchers say.

( Methinks : Social Capital works everywhere & yields ROI . Forms of social capital change, from country to coungtry, base on culture ) 

Source: The intergenerational transmission of employers

"The Words Many Managers Are Afraid To Say" by Linda Hill & Kent Lineback.

 

APRIL 20, 2011 Wednesday Admit When You Don't Know Many managers are afraid to utter things like: "I don't know," "Would you help me?" or "I'm not sure I get it." But failing to admit when you make a mistake or lack knowledge makes you less effective. When you pretend to know everything, you miss opportunities to learn. And if you try to hide your ignorance or your errors, you'll lose peoples' trust. They know when you don't know something or make an error. Fess up when you're in those situations. Acknowledge your own limitations so others can do the same. And when you need it, ask for help and be open to learning. Today's Management Tip was adapted from "The Words Many Managers Are Afraid To Say" by Linda Hill & Kent Lineback.

For middle managers, job switching is much harder now

 

APRIL 20, 2011 Wed

Job Switching Seems Much Harder Now

53.1% of Americans say it wouldn't be at all easy to find new jobs with wages comparable to what they make now, up from 28.8% a decade ago, according to the National Opinion Research Center at the University of Chicago. The proportion saying it would be "very easy" to find a comparable job has declined over that period from 38.3% to 12.6%.

Source: Trends in economic assessments and expectations

Achilles Heels , 3 ways to manage them in job

 

APRIL 21, 2011 Thu

3 Ways to Manage Your Weaknesses

Despite what you may be tempted to say in job interviews, you have weaknesses. In real life, it's important to acknowledge the things you aren't good at. Once you've taken that hard look in the mirror, here are three things you can do about what you see: Get better. If your job includes areas you're not strong in, work hard to improve. Get a mentor, ask for stretch assignments, or take a class. Delegate. Play to your strengths. Find a subordinate, a peer, or a contractor who can do the things you're not great at. Move on. If neither of the above work, it's time to look for a new job. There is no use staying in a position where you always need to hide or mitigate your weaknesses.

Today's Management Tip was adapted from "What Are You Not Good At?" by Jodi Glickman.

Dismissing an employee & providing a reference

 

FEBRUARY 28, 2011 Monday How to Give a Reference for an Employee You Fired Dismissing an employee is a stressful and challenging task. Unfortunately, the difficulties don't always end when he's out the door. Employees, even those you let go, may ask you for references. Here is what to do in those situations: Verify information. Check the former employee's file before giving a reference to ensure that you state justthe facts. Keep it short. Whether you're writing a reference letter or providing a phone reference, limit the amount of information you offer. This will reduce your chances of saying anything that could be perceived as defamatory. Keep it factual. Limit your responses to factual information: dates of employment, title, salary, and other objective data. Today's Management Tip was adapted from the Harvard ManageMentor Online Module, "Dismissing an Employee."

Interviews : What is your weakness ?

 

MARCH 17, 2011 Thu How to Talk About Your Weaknesses in an Interview One of the most hated, yet frequently asked, interview questions is, "What is your greatest weakness?" We all have faults, but the last place we want to talk about them is in a job interview. Next time you are up for a job, take these three steps to prepare for this dreaded question: Prepare an answer. Yes, you need one. Make it brief, honest, trivial, and not a fault. If possible, use something out of your control. For example, "My biggest weakness is that my professional network is in Boston, but I'm looking to relocate to Los Angeles." Get input. Run your answer by a few friends and colleagues to make sure it sounds reasonable. Ask a question back. In the interview, deflect the attention away from you by ending your response with a question for the interviewer. Today's Management Tip was adapted from "The Worst Interview Question (and How to Answer It)" by Priscilla Claman.

work life balance

2011 

Don't Let Your Job Define You !! ------------------------------------ Getting consumed with work is easy to do, especially when you spend most of your waking hours working. But people who only talk about their jobs are boring and one- dimensional. Here are three ways to detach yourself from work and create a more reasonable balance: 1. Assess how much time you spend at work. You may need to put in long hours at times, but make sure you're doing it for the right reasons. Don't stay late to impress others or because you can't manage your time well. 2. Banish time-hogs. If something or someone is wasting your time, get rid of it. Stop attending unnecessary meetings, limit face-time with your demanding direct report, or stop visiting distracting websites. 3. Treat non-work time as sacred. Protect your time outside of work for your health and sanity. You will only feel refreshed if you truly disconnect and recharge.

Hire for cultural fit , train for skills ?

MARCH 31, 2011 Thu

3 Ways to Assess a Candidate's Cultural Fit

Many hiring experts recommend hiring for fit first and skills second. The theory is that you can teach capabilities, but not values. And, organizations need employees who mesh with their core values. Here are three ways to assess whether an applicant will mesh well with yours: Observe interactions. Candidates can tell you they hold the firm's values, but it's far better if they can show you. Ask interviewees to participate in group exercises or interact with employees to test whether they demonstrate those values in an almost-real-life situation. Be clear about your culture. Be open and honest about what it's really like inside your organization. Some candidates will self-select out if they feel they can't fit in. Interview for values separately. When possible, assess for values with a distinct process. You will likely learn something you would've missed if you were trying to screen for values and skills simultaneously.

Today's Management Tip was adapted from "How My Company Hires for Culture First, Skills Second" by Alan Lewis.

Companies should hire for culture first & skills second .

 

MARCH 31, 2011 Thursday

3 Ways to Assess a Candidate's Cultural Fit

Many hiring experts recommend hiring for fit first and skills second. The theory is that you can teach capabilities, but not values. And, organizations need employees who mesh with their core values. Here are three ways to assess whether an applicant will mesh well with yours: Observe interactions. Candidates can tell you they hold the firm's values, but it's far better if they can show you. Ask interviewees to participate in group exercises or interact with employees to test whether they demonstrate those values in an almost-real-life situation. Be clear about your culture. Be open and honest about what it's really like inside your organization. Some candidates will self-select out if they feel they can't fit in. Interview for values separately. When possible, assess for values with a distinct process. You will likely learn something you would've missed if you were trying to screen for values and skills simultaneously.

Today's Management Tip was adapted from "How My Company Hires for Culture First, Skills Second" by Alan Lewis.

People skills motivate you at the work place

 

MARCH 18, 2011 Friday  Improve Your Work Life by Connecting with Others Workers report higher rates of disengagement at work than ever before. Coworkers who work in different countries, locations, or even in the same building can go weeks without face-to-face contact. And the recession has created an environment of fear, anxiety, and mistrust. Positive work relationships have been shown to increase productivity, engagement, and commitment. Create meaningful relationships at work so that you look forward to joining your colleagues every day. Small talk may be annoying, but it lays the foundation for connection. Reach out to coworkers: ask them questions about their lives. Be appreciative of everyone from the maintenance worker to the receptionist. Most importantly, be genuine in these interactions. If you're fully present, these relationships will pay off. Today's Management Tip was adapted from "Managing Yourself: What Brain Science Tells Us About How to Excel" by Edward M. Hallowell.

How to quit your job - 3 tips

 

MARCH 25, 2011 Friday  3 Tips for Quitting Your Job If you're thinking about leaving your job, remember that how you quit can be just as important as where you go next. Here are three tips for gracefully making your departure: Be positive. When you give the news to your boss, avoid ranting and raving. You may feel better but it won't help your career. If you do have constructive feedback, schedule a separate meeting to discuss it. Find your replacement. Don't leave your team or manager in the lurch. Do what you can to find someone qualified. Offer to stay on to help that person transition into the position. Keep in touch. Don't sever all ties with the company even if you had a bad experience. Former colleagues and managers may be assets to you in the future. Today's Management Tip was adapted from "How to Quit Your Job" by Jodi Glickman.

Retaining your best peeps

 

MARCH 28, 2011 Monday

Get Your Good People to Stay

Few leaders succeed without great talent supporting them. So retaining your star employees is not only good for the company, but for you as leader. Here are three ways to keep your best people around: Trust the team. Give your people the opportunity to use their unique strengths every day. Allow them to do what they are best at. Make connections. Spend time every day checking in with individuals to see how they're doing — personally and professionally. Avoid private or sensitive topics unless your employee brings them up. Respect individuality. Recognize your people's individual needs, and customize assignments, perks, and recognition accordingly.

Today's Management Tip was adapted from the Harvard ManageMentor module, "Retaining Employees."

Increasing Disability Discrimination , in the USA

 

APRIL 06, 2011 Wed Disability-Discrimination Complaints Soar Some 30,000 disability-discrimination charges are expected to be filed with the U.S. government in 2011, a 42% increase since 2009, when a law signed by President George W. Bush broadened the definition of disability, A. Dean Bennett and Scott E. Randolph write in the Employee Relations Law Journal. Under the revision of the Americans with Disabilities Act, nearly everyone with any form of mental or physical impairment is considered disabled, the authors say. Source: Is Everyone Disabled Under the ADA?

Making Global meetings , matter !

APRIL 18, 2011 Monday

 

2 Rules for Making Global Meetings Work

With people spread across locations and time zones, global teams can struggle to run effective meetings. Distance isn't an excuse for bad meeting etiquette though. Here are two policies that can make your far-flung team's meeting easier: Share the inconvenience. It's not fair to force a few people in Delhi to always take the call at 3am local time. Rotate your meeting time so that everyone shares the burden of an inconvenient time. All together or all separate. The dynamic of a meeting can be thrown off if some people can see and talk to one another offline. If one person is separated from the rest, ask everyone to call in from their desks. This means no one unduly benefits from side conversations or facial expressions.

Today's Management Tip was adapted from "Guide to Making Every Meeting Matter."

Economic value of High quality teachers !

 

MARCH 31, 2011 Thu

Good Teachers Boost Students' Earnings

Over the course of just one year of teaching, a teacher who is at the 60th percentile in effectiveness (better than 60% of others) raises students' lifetime earnings by an average of $5,292 per person, which translates into a present value of $105,830 for a class of 20, says Eric A. Hanusheka of Stanford. Below-average teachers produce corresponding decreases in earnings, so gains will be canceled out if a student gets a bad teacher after having a good one, Hanusheka says.

Source: The economic value of higher teacher quality

Informal power

 

APRIL 05, 2011 Tuesday

Become a Leader Before Others See You as One

Healthy organizations reward people who take initiative to lead, not just those with the formal authority to do so. Too many emerging leaders assume they can't make a difference in their current positions and resolve to wait until they're in the corner office to take real action. Experience and legitimacy are helpful, but they are not prerequisites to leadership. Take a look at the informal power you have — gained through your network, your ability to influence, or your passion — and begin using it now to make change in your organization. Patience is a leadership virtue, but sometimes you shouldn't wait for permission to lead.

Today's Management Tip was adapted from "Managing Yourself: Stop Holding Yourself Back" by Anne Morriss, Robin J. Ely, and Frances X. Frei.

Made a Gaffe ? How to recover

 

APRIL 06, 2011 Wednesday How to Recover from a Social Faux Pas We all know we shouldn't talk behind peoples' backs. There is karmic danger in uttering the words but there is a real danger too in being overheard or getting caught. Whether you accidentally hit "reply all" or spoke into a voicemail you didn't know was recording, there are ways to recover. Here are three steps to fixing the problem and repairing the relationship: Fess up and apologize. There's no use pretending. Offer a genuine apology and accept responsibility for what you did. Confront the issue. Don't try to downplay things. Muster the courage to state clearly what's been bothering you and how you wish the other person would behave instead. Commit to do it differently next time. In these situations, the real offense is that you didn't directly address your issue with someone. Promise to air your grievances openly next time. Today's Management Tip was adapted from "How to Recover from a Personal WikiLeaks" by Jodi Glickman.

managing to do lists, ticking off items

 

APRIL 26, 2011 Tuesday

Get Things Done by Deciding When and Where

Managing your workload with a to-do list can be a productive way to organize your work and keep yourself on task. But don't let your list become a collection of everything you want to do but will never have time for. Make sure each item on your list has a time and place attached. Don't add "write management presentation" without including the day and time slot in which you'll do it. Consider foregoing the list and scheduling items on your calendar instead. You may still want a place to write down things you hope to get to, but be sure that each day you know what you need to accomplish and when.

Today's Management Tip was adapted from "A Better Way to Manage Your To-Do List" by Peter Bregman.

To sell or not to sell ( your biz )

 

APRIL 27, 2011 Wednesday 3 Questions to Determine if You Should Sell Your Business Most successful entrepreneurs will eventually need to decide whether to sell their businesses. If you are lucky enough to be in this position, ask yourself these questions: Do I need to sell? Explore whether there are other options such as investing in assets with long-term value that push this question off until you are ready. Can I take some chips off the table? Look at other options such as a recap, a dividend, or a partial sale of your stock. Do I want to sell? What you want personally is as important as the dollar amount you might get. Ask yourself whether you will be happy or feel as if you sold out too soon. Today's Management Tip was adapted from "The Founder's Dilemma: To Sell or Not to Sell?" by Anthony Tjan.

3 tips for job satisfaction

 

MARCH 30, 2011 Wednesday

Find the 3 Ingredients to Job Satisfaction

Far too many people toil away in jobs that leave them dissatisfied. To avoid — or remedy — an unhappy job situation, find a position that allows you to do three things: What you like to do. If what you enjoy doing most is useful, it ought to be part of your career. What you do best. Many people spend years trying to improve areas of weakness. Focus your energy on mastering what you're good at. What is valuable to the organization. Figure out how your particular strengths can be used to better your company, unit, or team. A sense of contribution will make you feel more engaged. If your current role doesn't fulfill all three, talk with your manager about changing some of your responsibilities. If there is a real mismatch, consider switching organizations or careers.

Today's Management Tip was adapted from "Managing Yourself: What Brain Science Tells Us About How to Excel" by Edward M. Hallowell.

Power of follow up , for managers sans formal power

 APRIL 25, 2011 Monday . 

Managerial Communication Tip : 

Redundant Communication Pays Off ! 

The Research & Sample Size : 

A study of six companies shows that 21% of managers WITHOUT  formal power send redundant messages ! 

For example, an email message after a face-to-face meeting . 

Where as  just 12% of managers WITH  formal power send a follow up note / email / WhatsApp message, post meeting. 

Result : 

 The  " powerless "  managers get tasks done faster and with fewer hiccups ! Compared to managers with power or rank. 

Possible Reason ? 

 Managers with formal power appear to assume that employees will follow their requests, with verbal intruction just once . 

Research , courtesy : Tsedal Neeley of Harvard Business School and Paul Leonardi of Northwestern University, interviewed for the "Defend Your Research" feature in the May 2011 issue of Harvard Business Review.

Source: Defend Your Research: Effective Managers Say the Same Thing Twice (or More)

Meeting follow up

 

APRIL 25, 2011 Monday

Don't Let Your Meeting Go to Waste

Far too many meetings perish from a lack of follow up. What's the use of getting everyone together and discussing important issues if nothing is done afterward? End every meeting by creating an action plan. The plan should include key decisions made, next steps, who is responsible for each step, and due dates. Keep it short — no longer than a page. Send it out to all participants as soon after the meeting as possible so you don't lose momentum. Follow up with people as deadlines approach to be sure they are on track. The more your reputation as an effective meeting facilitator grows, the more likely people will help make your meetings — and the follow ups — a success.

Today's Management Tip was adapted from "Guide to Making Every Meeting Matter."

Eu Stress

 

APRIL 08, 2011 Fri Make Stress Work for You Stress at work may be inevitable but it doesn't have to be detrimental. In fact, many studies show that stress can enhance your performance by causing your brain to use more of its capabilities, improve memory and intelligence, and increase productivity. Don't seek out stress — less of it is better. But, make the stress you do have work for you. Recognize that it isn't all bad and develop an awareness of why you feel frazzled. Then, redirect the energy behind your worry toward productivity. Reframing stress as a potential positive can reduce the harm it causes. Today's Management Tip was adapted from "Make Stress Work for You" by Shawn Achor.

Fish bodies & immune system , resistence

 

APRIL 08, 2011 Fri New York Fish Quickly Evolve PCB Resistance The Atlantic tomcod, a species of fish in New York's Hudson River, has evolved resistance to PCBs over the course of just 50 to 100 generations, rather than thousands or millions as might have been expected. Research suggests that resistance is due to a genetic mutation that was formerly rare but rapidly became more common because it protected the fish from the toxic pollutants, Isaac Wirgin of New York University School of Medicine says in Chemistry & Industry. Source: Evolving PCB resistance in fish

Giving feedback to boss !!!

 

APRIL 11, 2011 mon

3 Tips for Giving Your New Boss Feedback

Giving your manager feedback can be nerve-racking, especially if you've never done it before. Yet, many strong work relationships are based on openly sharing advice and input. If you have a new boss, or are providing her with feedback for the first time, here are three tips to make it go smoothly: Determine willingness to listen. Before you say anything, assess whether your boss is open to hearing what you have to say. Make sure the payoff is worth the risk of upsetting her. Schedule it. Don't take your boss by surprise. Let her know you want to discuss an important issue in private. Gauge reaction. Present the feedback directly and accurately. Watch her body language to be sure you aren't alienating her. You can check in by occasionally asking, "Does this make sense?"

Today's Management Tip was adapted from the Harvard ManageMentor module, "Feedback Essentials."

The transference of brand attitude: the effect on the celebrity endorser

 

APRIL 26, 2011 Tue  Brand Perceptions Affect People's Views of Endorsers Celebrities can boost the impact of brands, but what effects do brands have on their endorsers? Research by Samuel Doss of Florida Institute of Technology finds that a celebrity's decision to endorse a poorly perceived brand can decrease consumers' perceptions of his or her attractiveness, trustworthiness, expertise, and credibility. Celebrities appear in 20%-25% of TV ads in the U.S., 57% in South Korea, and 85% in Japan. Source: The transference of brand attitude: the effect on the celebrity endorser

Pricing & Consumer behavior

 

MAY 04, 2011 Wednesday Prices Ending in 9 Cast a Spell on Luxury Buyers Sellers of high-priced goods such as hotel rooms tend to price their offerings with round numbers, but research indicates they should take a lesson from grocers and create prices ending in odd numbers — especially 9. In a study of tourists, Sabine Kleinsasser of Vienna University of Economics and Udo Wagner of the University of Vienna found that even when it comes to expensive goods, consumers prefer prices ending in 9. In food retailing, 60% of prices end in 9 and 90% end in either 9 or 5. Source: Price endings and tourism consumers' price perceptions

goal setting

 

MAY 04, 2011 Wednesday 2 Ways to Increase Your Chances of Success Natural talent gets far too much credit. Achieving your goals is less about who you are, and more about what you do. Here are two ways you can give yourself better odds of succeeding: Be specific. Be precise about what you are trying to achieve and when you will do it. It's not enough to say you'll clean out your inbox three days a week. Write in your calendar the exact days and times so you can hold yourself accountable. Focus on what you will do, not what you won't. When trying to change behavior, it's easy to get wrapped up in the bad habit. Focus on the substitute instead. If you want to keep your temper in check, don't dwell on the times you've lost it. Think about what you will do the next time you get angry. Today's Management Tip was adapted from "Nine Things Successful People Do Differently" by Heidi Grant Halvorson.

public speaking mindset

 

APRIL 28, 2011 Thursday Improve Your Public Speaking by Being Yourself Those who find public speaking daunting — and who doesn't to some degree? — may think they need to become better actors to improve. Acting rarely helps, though. Don't try to be someone else or channel a smooth-talking alter ego. Focus on being exactly who you are. While some people may be natural public speakers, most have to work hard at it. Practice organizing your thoughts, modulating your voice, and connecting with your audience. This isn't a matter of rehearsing what you're going to say. It's practicing the skills that allow you to be flexible and capable every time you are up in the front of the room. Today's Management Tip was adapted from "Improve Your Public Speaking with a More Effective Mindset" by Peter Bubriski.

Doing business with friends ?

MAY 26, 2011 Thursday

3 Must-Dos When Investing in a Friend's Venture

A friend with a great business idea can be a blessing or a curse. Making an investment can yield great things for both sides. But, going into business with a friend can also be tricky territory. Here are three things you should do before you write the check: Set clear boundaries. Don't skimp on up-front agreements because you trust each other. Remember this is a financial transaction, not a friend charity fund. Establish rules of engagement. As the venture moves from idea to execution, make sure there is a sound business plan in place and you discuss plans for action. Accurately assess your partners. Going in on a venture together is a lot like dating. Don't be fooled by love at first sight. Do a SWOT analysis on your partners so you understand what you are getting into before it's too late.

Today's Management Tip was adapted from "My First, Failed Foray into Venture Investing" by Whitney Johnson.

“How to Protect Your Boundaries When Your Company Is Struggling,” by Susan Peppercorn

Wed 27 March 2024

Protect Your Boundaries When Your Company Is Struggling

When your company is having a tough time, you might feel compelled to work longer hours in an attempt to help right the ship. But if you're not careful, your valiant efforts could lead to burnout. Here’s how to strike a balance between being loyal to your company and to yourself.

(1) Get specifics before taking on new assignments.

 Make sure you understand: What’s the objective? How will success be measured? What exactly will be required of you? How many hours will it take? Once you have a clear understanding of the expectations, then you can confidently decide if it’s a good match.

(2) Graciously decline new roles if your primary responsibilities will suffer. 

The key is to focus on why saying no is in the best interests of everyone involved. You might say something like, “If I devote time to marketing at this juncture, it will take away from my ability to focus on revenue generation, which is critical to all of us.”

(3) Find small ways to protect your time—and communicate those boundaries clearly.

 Block time on your calendar for focused work, and decide which meetings are most valuable for you to attend. Most importantly, proactively share your schedule to manage people’s expectations. Limiting your availability can be difficult when your company is struggling, so communication is key.

This tip is adapted from “How to Protect Your Boundaries When Your Company Is Struggling,” by Susan Peppercorn

“What to Do When You Feel Stuck at Work,”

 Tue 26 March 2024

How to Break Through When You’re Feeling Stuck

We all feel stuck sometimes at work. Maybe you want to quit your job and start another career. Maybe you’re trying to build a new skill or habit. Maybe you’re searching for a new idea to pitch. How can you take steps to get un-stuck?

(1) Start by silencing your inner cynic.

 In the early stages of exploring new possibilities, being too negative can shut down creativity and progress. Suspend disbelief and make room for new ideas to germinate and take shape. Who knows? A bad idea can become great if given a chance.

(2) Then, strip away what you think you know.

 When you know a lot about a certain topic or industry, your thinking can become rigid. You may be clinging to conventional wisdom that limits you. Take a step back and see if there’s a broader perspective you’re not considering, or if a different approach might actually be possible.

(3) Finally, stop trying to seem perfect. Perfectionism is a barrier to meaningful change when it leads to a fear of failure or prevents you from trying new things. Instead, get comfortable with failure. 

Next time you make a mistake or things don’t turn out the way you’d hoped, spend some time reflecting on what you’ve learned or gained and how it could bring you closer to a breakthrough.

This tip is adapted from “What to Do When You Feel Stuck at Work,” by Kim Christfort and Suzanne Vickberg