“How to Make a ‘Good’ Presentation ‘Great’,” by Guy Kawasaki

 Friday 10 May 2024

Create an Effective Slide Deck

A great presentation depends on more than the high-quality information you’re sharing. Here are some essential principles to help you create a memorable slide deck.

(1) Choose the right fonts.

 Use sans serif fonts like Helvetica or Arial for a minimal look and better readability. Stick to two font styles throughout your presentation—one for headings and another for body text—and ensure consistency throughout. Keep the body text at a minimum of 30-point size and titles at 40 points or more.

(2) Opt for high-contrast colors.

 High-contrast color combinations ensure maximum visibility and ease of reading. Limit your color palette to two or three main colors to avoid visual confusion and maintain focus on your key points. 

(3) Use pictures effectively. 

Select images that communicate your message powerfully and succinctly—and use them sparingly. Limit yourself to one meaningful image per slide to maintain clarity and reinforce your message without distracting from the substance.

(4) Aim for a clean layout. 

Avoid clutter by using a simple layout with plenty of white space. Emphasize key points in bulleted lists rather than paragraphs. And use a visual hierarchy to guide the audience’s attention to the most important elements first.

This tip is adapted from “How to Make a ‘Good’ Presentation ‘Great’,” by Guy Kawasaki

“How to Gracefully Decline a Promotion,” by Rebecca Knight

 Thu 09 May 2024

Declining a Promotion with Grace

When offered a promotion, you might feel pressured to automatically accept. But what if it doesn’t feel like the right fit for you? Saying no can be daunting, but doing so gracefully is key to maintaining good relationships and advancing your career on your own terms.

(1) First, understand why you’re hesitant. Is it a bad time personally? Are you simply happy in your current role? Reflecting on these reasons—perhaps with the help of a mentor or trusted colleague—can clarify your decision.

(2) When declining, do so promptly and compassionately.

 An in-person conversation is ideal to express your gratitude and reasoning. Be straightforward and sincere and avoid any unnecessary details that might imply dissatisfaction with your current role or that you’re planning to leave the company.

(3) If the role isn’t right due to specific tasks or timing, consider negotiating.

 Perhaps you can work with your manager to modify the role to better fit your needs, or you might even suggest an entirely different position that leverages your strengths and omits less-desirable responsibilities. Even if they say no, initiating this sort of conversation demonstrates that you’re thoughtful and strategic about your career.

This tip is adapted from “How to Gracefully Decline a Promotion,” by Rebecca Knight

Make Your Workday Work for Your Mental Health,” by Alice Boyes

 Wed 08 May 2024

Build Work Habits That Support Your Mental Health

When you’re struggling with your mental health, getting through the workday can feel more difficult. Tending to your mental health at work is critical—whether or not you’ve been diagnosed with a specific condition. Here are some ways to make your workday work for your mental health.

(1) First, establish strong habits around deep work. 

Building a consistent routine for focused work will help you feel a little more in control of your life and schedule. For instance, scheduling deep work from 10 AM to noon daily can help automate your productivity patterns, making them more manageable—even on days when you’re feeling off.

(2) Then, create routines to manage tasks without immediate deadlines. 

It’s easy to spend your workdays focusing on one urgent task after another. But when you work that way, less-immediate responsibilities slip through the cracks and pile up, causing incremental stress. Setting aside regular times to tackle non-urgent work can help you stay on top of your overall workload.

(3) Finally, schedule unfocused time.

 It’s not possible to be locked in and undistracted all day, every day. Balancing focused work with periods of unstructured time can enhance your ability to think creatively and problem-solve. After intense work sessions, taking a walk or reading casually can help you clear your mind and recover.

This tip is adapted from “Make Your Workday Work for Your Mental Health,” by Alice Boyes

collaborating with a new colleague

 Tue 07 May 2024

Get on the Same Page with a New Collaborator—Before You Start Working Together

When you’re working with someone new, first take some time to get on the same page about how you’ll work together. Having a style alignment conversation can help you and your colleague understand each other’s work preferences, values, and sensitivities. Here’s how to conduct this important conversation:

(1) Prepare. 

Reflect on your own work preferences and what you need to be productive, and identify any sensitivities your colleague should be aware of.

(2) Initiate the dialogue.

 Propose this conversation as an agenda item in advance of your next one-on-one meeting to give your colleague time to prepare. 

(3) Share and listen. 

As you’re exchanging insights about your respective work styles, be honest and listen actively. Approach this conversation with a genuine curiosity and willingness to learn about the other person.

(4) Make agreements.

 Codify norms on communication, decision-making, and information-sharing. These agreements will help ensure clarity and accountability moving forward.

This tip is adapted from “Before You Start Collaborating with Someone, Talk About Your Work Styles,” by Anke Thiele

working with a micro manager boss

Mon 10 June 2024

Working for an Overly Critical Manager

Do you work for an overly critical boss? When every task seems to invite scrutiny, it’s easy to feel overwhelmed and demoralized. But you’re not powerless. Here’s how to manage up effectively and reduce the emotional toll of chronic criticism.

 (1) View feedback as engagement. 

Your boss’s criticism means they’re invested in your work. Separate their tone from what they’re saying to extract insights that could actually be valuable. Translate harsh words like “This is unacceptable” to “There are issues to address” in your mind.

(2) Get ahead of their negativity.

 Proactively seek your boss’s input. Before starting a project, ask for their thoughts, then show them rough drafts early on to capture their expectations and conserve your energy.

(3) Put them on the spot. 

Encourage more balanced feedback by asking what’s going well, not just what needs work. And when they deliver vague criticism, ask for specific examples and clarification to make the feedback constructive.

(4) Try “yes, and...” Acknowledge your boss’s perspective (“yes”), then add your own (“and”). 

For instance, “Yes, the timeline is tight, and I believe we can meet deadlines if we adjust our resource allocation slightly.”

(5) Reward good behavior. 

Acknowledge when your boss gives constructive and positive feedback. A simple “Thanks for sharing! That helps me feel more motivated” shows what kind of feedback has a positive impact on your performance.

This tip is adapted from “How to Work for an Overly Critical Boss” by Melody Wilding

Remote work

 Friday 07 June 2024

Starting Your Career in a Remote Role

Remote work offers plenty of advantages, including geographic flexibility, access to a global job market, and improved work-life balance. But it also comes with unique challenges, especially if you’re starting your career in a remote role. Here’s how you can navigate and overcome these obstacles.

(1) Isolation.

 Consider working from coworking spaces at least once a week. They not only provide a change of scenery but also the opportunity to engage with new people. If a coworking space isn’t an option, working alongside friends or family who are also remote can help alleviate loneliness. Additionally, pursuing hobbies outside of work hours can help you find community.

(2) Distractions.

 Establish a dedicated workspace in a private area of your home. Make this space comfortable and free of entertainment systems to separate work from play. And communicate with household members to set boundaries and ensure a quiet environment during work hours.

(3) Communication gaps.

 Effective communication is critical when working remotely. During meetings, take detailed notes and ask lots of questions to ensure clarity. When immediate oversight isn’t available, review similar projects or past work from your company for guidance. Taking a proactive approach to communication will help you stay on track and meet organizational standards, reducing the frustration caused by communication delays.

This tip is adapted from “What to Know About Starting Your Career Remotely,” by Kennedy Edgerton

Coping with retirement stress

Monday 06 May 2024

How to Handle the Stress of Retirement

Retirement is a significant life transition, and it can be overwhelming. Here’s how to cope with the stress that can come during each phase of the process. 

(1) Pre-retirement. 

This first stage usually takes place in the five to 10 years before you plan to retire. Meet with a financial planner to see how realistic your goals are, support your health through diet and exercise, and take advantage of any counseling your company offers to prepare emotionally for your new normal. 

(2) Retirement day. 

Reflect on your career achievements and compile them in an organized list for yourself. You may want to share some highlights and milestones in a speech or a parting email. Express gratitude, and celebrate the transition with your colleagues and family.

(3) Life in retirement. 

Pursue long-desired activities, hobbies, and interests. Keep a journal of positive new experiences to bolster your morale if disenchantment begins to set in, and lean on your friendships and family for a sense of community. The key is to establish a new routine that provides structure and social bonds and allows you to stay physically and intellectually active in this new, exciting chapter of life.

This tip is adapted from “Coping with the Stress of Retirement,” by Ruth C. White

How to answer open ended questions from a job candidate

 Friday 03 May 2024

Prepare for Open-Ended Questions from a Job Candidate

As an interviewer, you need a gameplan. These strategies can help you prepare for and address open-ended questions from a job candidate.

 (1) First, be aware of what you can and can’t say. Understanding the boundaries of confidentiality is essential, as it ensures the protection of proprietary information, trade secrets, and other sensitive data integral to the company’s operations. 

 (2) Then prepare for common questions. For example, candidates often ask about company culture, the history of the position, and the career trajectories of past employees. Be ready to cite specific examples.

 (3) Finally, know which growth opportunities to highlight. Listen attentively during the interview to discern each candidate’s short- and long-term aspirations.

 This will help you identify company programs to mention, from personalized coaching to educational courses to industry conferences. You might also discuss success stories of employees who have capitalized on the company’s resources and growth opportunities.

This tip is adapted from “How to Answer an Open-Ended Question from a Job Candidate,” by Marlo Lyons

motivating yourself at work - finding meaning

 Thu 02 May 2024 

Find the Meaning in Your Work

If you don't feel like you have a career purpose, that’s okay; focus on finding meaning instead. While purpose represents an overarching goal, meaning is the feeling of satisfaction you get from your work. Here’s how to discover the meaning in your work.

(1) Start by identifying what brings you joy in the course of your day-to-day work life. Perhaps it’s collaborating with others, thinking creatively, or being a mentor. When do you feel that spark? Developing a clear sense of what you enjoy about the process of work will help you define a sense of meaning that you can pursue and follow throughout your career.

(2) Then think about the areas where you’re succeeding—and develop that greatness. Every job is comprised of a number of responsibilities. Ask yourself: Which ones do I consistently excel at? Where have I received good feedback? What skills am I excited to build on? You can derive meaning from a sense of mastery and deep expertise. 

When you enjoy the things you’re great at, that’s the sweet spot.

This tip is adapted from “Your Career Doesn’t Need to Have a Purpose,” by Stephen Friedman

“Should You Quit Your “Meh” Job? Or Is It Salvageable?,” by Rebecca Knight

Wed 01 May 2024

Ask These Questions to Determine Whether Your Job Is Salvageable

Bad days at work are inevitable, and frustration is bound to be a part of almost any job. But if your dissatisfaction is pushing you to consider quitting, how can you assess whether your job is salvageable—or a sunk cost? Start by asking yourself these questions.

(1) Is the workplace toxic?

 If you feel as though your workplace makes you feel afraid, intimidated, demoralized, or like you're compromising your values, it’s time to plan your exit strategy.

(2) Is your problem temporary or permanent? 

Before making any rash decisions, consider whether your issues are temporary—big, stressful projects will soon wrap; new, engaging projects will soon start—or are likely to persist long-term.

(3) Are you miserable—or just bored? 

Work can feel deeply draining when you’re not creatively engaged; your tasks don’t resonate with you; or your responsibilities are simply mind-numbing. Look for ways to expand your role or learn new skills on the job. If you're simply bored with your current role, look for ways to expand it and learn new skills.

(4) Are you the problem? 

Reflect on your approach to work. Perhaps you're working too hard—or not hard enough. Consider your workplace relationships too. If your work friendships are overly negative and focused on commiserating, taking a step back might help you rediscover the bright side of your work.This tip is adapted from “Should You Quit Your “Meh” Job? Or Is It Salvageable?,” by Rebecca Knight

“5 Strategies for Improving Mental Health at Work,” by Morra Aarons-Mele

Tue 30 April 2024

Supporting Your Team’s Mental Health

Mental health has become a bigger priority for both employers and employees in recent years. But there's still more work to be done to support people's mental health at work. Here are some impactful strategies to prioritize.

(1) Avoid one-size-fits-all solutions. 

Different roles and responsibilities require different interventions. To better support your employees, address how, where, and when they work.

(2) Include frontline managers. External experts can help people managers develop crucial mental health literacy and learn to talk about and model healthy practices. And in turn, people managers can work with external resources to convey the mental health needs of their employees.

(3) Walk the talk. As a leader, you carry immense power to destigmatize mental health conversations. Be open with your team about your efforts to take care of your own mental health—and the impact of those efforts.

This tip is adapted from “5 Strategies for Improving Mental Health at Work,” by Morra Aarons-Mele

working parents & work life balance

 Monday 29 April 2024 

A Weekly Exercise for Working Parents

As a working parent, it can be difficult to juggle competing responsibilities throughout the workweek. This simple exercise can help you keep your schedule under control.

(1) Start by creating a centralized calendar where you keep track of key family- and work-related commitments. If you have a partner or co-parent, share it with them, and build a habit of proactively updating it throughout the week. 

(2) Then, set aside 20 minutes at the end of the weekend to preview the following week. Go over your calendar and update it with any important events that you may have forgotten to add during the previous week.

(3) Once your calendar is filled up, review it item-by-item to identify the biggest priorities. Then start planning. Who is responsible for what? What needs to be moved around or rescheduled? What decisions (like meal-planning) can be made in advance? And finally, what commitments require a back-up plan?

This tip is adapted from “Working Parents, Plan for the Week with This Simple Exercise,” by Avni Patel Thompson

“The Art of Asking Smarter Questions,” by Arnaud Chevallier et al.

Friday 26 April 2024

Ask Smarter Strategic Questions

With organizations facing increased urgency and unpredictability, being able to ask smart questions has become a key leadership skill—especially when setting strategy. Here are five types of questions to ask that can boost strategic decision-making.

(1) Investigative: What’s Known? 

When facing a problem or opportunity, the best decision-makers start by clarifying their purpose, asking themselves what they want to achieve and what they need to learn to do so.

(2) Speculative: What If?

 These questions help you consider the situation at hand more broadly, reframing the problem and exploring outside-the-box solutions.

(3) Productive: Now What?

 Assessing the availability of talent, capabilities, time, and other resources ultimately helps you determine a course of action. 

(4) Interpretive: So, What? 

This natural follow-up can push you to continually redefine the core issue—to go beneath the surface and draw out the implications of an observation or idea.

(5) Subjective: What’s Unsaid? This final question deals with the personal reservations, frustrations, tensions, and hidden agendas that can push decision-making off course.

This tip is adapted from “The Art of Asking Smarter Questions,” by Arnaud Chevallier et al.

“Advice for the Unmotivated,” by Robin Abrahams

Thursday 25 April 2024

Feeling Unmotivated? Here's How to Plug Back In.

It’s common to go through periods at work where you’re just not feeling it. No matter what’s sapping your motivation, these strategies can help you interrupt the cycle of numbness and paralysis—and restore your sense of agency.

(1) Detach. 

Being unhappy at work can cloud your decision-making and make you reactive. Take a step back from work to reset your routine. Meditation, exercise, and reflection can help boost your focus and resilience.  

(2) Practice empathy. 

Self-compassion is critical for reengagement. Remind yourself that your thoughts, feelings, and values matter, and resist the impulse to withdraw from your manager and colleagues. Look for ways to deepen relationships and help people meet their goals.

(3) Take action. Start small.

 When you make progress on even minor, mundane tasks, your mood improves—as do the chances that you’ll be able to accomplish bigger goals. Outside activities can give you a sense of empowerment and reconnection that carries over to your work.

This tip is adapted from “Advice for the Unmotivated,” by Robin Abrahams and Boris Groysberg

What to Do When Your Team Blames You,

Wed 24 April 2024

When Your Team Blames You

When your team blames you for a failure or a decision they don’t like, it’s natural to feel a range of uncomfortable emotions. How can you work through your response and rebuild trust?

(1) Be brutally honest with yourself.

 Start by identifying and naming your feelings, then take an honest look at your contributions to the situation. Ask yourself, “What did I do—or not do—that contributed to these circumstances?” Regardless of whether you deserve blame, avoid defensiveness. Instead, give yourself grace.

(2) Listen to and validate your team. 

Schedule a meeting to address their concerns, and do your best to be empathetic. You might say, “I heard your concerns and want to understand your perspective.” Give them your undivided attention, ask open-ended questions, mirror back what you hear, and adopt an open and nonjudgmental attitude. When it's appropriate, own up to your mistakes.

(3) Finally, work together to find solutions to ensure the problem doesn't happen again.

 A collective approach will help rebuild trust between you and your team.

This tip is adapted from “What to Do When Your Team Blames You,” by Dina Denham Smith and Ron Carucci

business networking tips for introverts

 Tue 23 April 2024

Become a Better Networker

Networking is not an innate talent. It’s a series of skills that anyone can develop, no matter your age, gender, career stage, or level of extroversion. To help you get out there and build professional connections, you can focus on developing:

(1) Cognitive flexibility.

 Researchers found that the ability to adapt your thinking in response to changing situations can increase your openness to networking. Simple changes to your daily routine, like taking a different route to the office or working from a new location, can boost your cognitive flexibility.

(2) Positive thinking. 

Rather than aiming to avoid errors or negative results, shift your mindset to strive for positive outcomes. This will help you approach social situations like networking with a more open, confident attitude.

(3) Persistence. 

The more persistently you network, the greater your chances of success. Dedicate time each week for networking, even if it’s just an hour or two. Whether it's in person, by phone or email, or LinkedIn, all that matters is that you follow through.

This tip is adapted from “5 Networking Tips for Introverts (and Anyone Else),” by Willy Das and Samantha Dewalt

Building an ex employee alumni community

 Wed 10 April 2024

Build a Thriving Employee Alumni Program

Great employees will leave your organization from time to time—but they don’t have to become total strangers. Employee alumni programs can help you foster continuing relationships with former colleagues, which can be a competitive advantage in today's dynamic labor market environment. When setting up your program, keep these strategies in mind.

(1) Build a digital community. 

Most companies start by creating an alumni group on LinkedIn. This allows former employees to stay in touch and up to date on opportunities at your organization. It also allows you to keep an eye on what former employees are up to after they depart.

(2) Develop a communication plan. 

How and when will you reach out to your alumni pool, and what information will you include? You might plan a quarterly newsletter containing company announcements, industry insights, and information about events. If you have a smaller alumni pool, you might plan more targeted, tailored outreach.

(3) Don’t wait until the exit interview. 

Instead, integrate the alumni program throughout the employee lifecycle. You might even introduce it as early as the interview process or onboarding, positioning the network as another benefit of joining the organization.

This tip is adapted from “Designing a Corporate Alumni Program? Start Here.,” by Rebecca Paluch

Leading the 6 generations workforce

 Tue 09 April 2024

Create a Healthy Multigenerational Workplace , From Generation X to Generation Alpha . 

For the first time in history, workplaces are beginning to span six generations: from the octogenarians of the Silent Generation to the teenagers of Generation Alpha pursuing their first jobs and internships. As a manager, how can you lead across this multigenerational workforce?

(1) Build your strategy around all six generations. 

This means both becoming an employer of choice for everyone and making sure your product mix appeals to all consumers.

(2) Level the playing field.

 Ensure that job applicants and employees don’t feel that they must hide their age or apologize for being a member of their generation to access opportunities in your organization.

(3) Look at generations as cultures—and harness the power of intergenerational diversity. 

Generational differences in norms regarding technology, communication, and leadership are common. Encouraging employees to build cross-cultural agility, which enables them to navigate differences with humility, curiosity, and flexibility, can help teammates of different generations productively engage with each other.

(4) Use purpose as a unifier. 

Employees at every level want meaning and mission in their lives. Help your intergenerational team understand and commit to a common purpose.

This tip is adapted from “Leading the 6-Generation Workforce,” by Nicholas Pearce

build a culture where high performers thrive

 Monday 08 July 2024

Develop—and Retain—Your High Performers

While most employees strive to excel, being a high performer can come with drawbacks, including high-pressure goals, meeting overload, and reduced flexibility. Retaining your high performers—and developing new ones—is critical in today’s uncertain, fast-paced business environment. Here’s how to do it.

(1) Minimize meetings.

 Cut down on unnecessary meetings to free up your employees’ time for truly impactful work. This means establishing a simple, predictable weekly meeting schedule for your team, as well as optimizing your one-on-ones.

(2) Measure motivation. 

Use surveys regularly to assess your team members’ motivation and understand what excites or creates stress for them. For example, ask: What habits does the team want to improve? What are some specific ideas to improve those habits? Then create quarterly improvement plans to address any pain points.

(3) Mentor high-potential employees on key skills. 

To ensure your high performers feel challenged and your developing employees are growing, schedule quarterly skill-development meetings for each of your direct reports. Use that time to identify one concrete, high-leverage skill (think problem-solving or leadership) for them to improve in the next quarter.

This tip is adapted from “3 Ways to Build a Culture That Lets High Performers Thrive” by Lindsay McGregor and Neel Doshi

identify and develop your natural strengths

Tue 25 June 2024

Discovering Your Innate Strengths

Most of us tend to hyperfixate on our weaknesses. But reflecting on your innate strengths—the skills that come naturally to you and set you apart—can help you maximize your potential and make a unique impact in your role. Here’s how to understand your innate strengths.

(1) Start by asking mentors and colleagues for their feedback.

 Questions like, “What situations do I thrive in?” or “What makes me a good team contributor?” or “What type of work do you see me get excited and energized by?” can reveal strengths you might overlook. Their insights, drawn from observing and working closely with you, are valuable data.

(2) Then, put yourself in new situations.

 Look for opportunities to take on tasks, projects, and responsibilities. Pay attention to what you gravitate towards naturally and pick up easily. New experiences can activate hidden strengths that remain dormant in familiar settings.

(3) Finally, be aware of your biases.

 Be mindful not to project your strengths onto others. Not everyone has the same innate strengths as you. When someone doesn’t meet your expectations, reflect on whether it’s because they lack a skill you naturally possess. This awareness can help you better understand yourself and your collaborators.

This tip is adapted from “Identify—and Develop—Your Natural Strengths,” by Sanyin Siang

Get your team to actually speak up

 Tue 18 June 2024

Empower Your Team to Speak Up

If you want your employees to feel safe voicing their thoughts, it’s not enough to simply encourage them to speak up—you need to build a culture of transparency and trust. Here’s how.

(1) Express intent.

 Clearly communicate your desire for honest feedback. Say, “I want to hear how things are really going, not just what you think I want to hear.” Back this up with actions and support to show you value your employees’ input.

(2) Use standard questions.

 Asking “What do you think?” can feel like a trap. Instead, use more specific questions like, “What are the pros and cons?” or “What works and what doesn’t?” This helps employees prepare and feel safer sharing their thoughts.

(3) Discuss communication preferences.

 To make it easier for employees to share their ideas, ask them, “What channels of communication work best for you? Do you prefer speaking or writing? Real-time or asynchronous conversations?” This ensures their comfort and encourages participation.

(4) Lend social capital.

 Amplify underrepresented voices by giving them the floor and publicly endorsing their insights. This proactive support disrupts biases and gives a platform to diverse perspectives.

(4) Attribute work accurately. 

Recognize individual contributions to motivate and show respect for your team. Proper credit fosters a culture of appreciation and transparency—and ultimately incentivizes people to speak their minds.

This tip is adapted from “How to Get Your Team to Actually Speak Up,” by Elaine Lin Hering

Listening tips for leaders

Wed 17 April 2024

Listen with Empathy

The best managers are good listeners, and the best listeners exude empathy. And despite what you may think, empathy is a skill that you can practice and develop. Here are some ways to build the muscle.

(1) First, try “looping”: When you ask your employee a question, listen carefully to their answer, then paraphrase it back to them. You might add on a simple follow-up question like “Is that right?” or “What else am I missing?” This simple tactic helps ensure you’re understanding exactly what they are communicating.

(2) Then, reframe your role in the conversation. As a leader, your job isn’t always to offer advice or input. Sometimes it’s simply to be present and supportive. Assuming this more humble role in conversations with your reports will help you listen more deeply and focus less on what you want to say next.

(3) Finally, take time to reflect after each conversation. Pause and ask yourself: What did I learn from this person? A post-conversation audit is a simple and effective way to confirm that you understood your colleague clearly. If you’re left with more questions, write them down and follow up.

This tip is adapted from “How to Become a More Empathetic Listener,” by Jamil Zaki