Friday 31 May 2024

Ensure Your Work Request Doesn’t Feel Coercive 

As a manager, what can you do to ensure that your employees aren’t taking things on because they feel like they have to, but because they actually want to? Here are three research-backed tips to help you ensure the “yes” you get is truly voluntary.

(1) Give people time to respond.

 When you make your request, say, “Don’t answer right now. Think about it and get back to me tomorrow.” This helps ensure their yes is considered, not pressured.

(2) Ask them to respond over email.

 Email allows people to craft their responses thoughtfully. This method lets them write, rewrite, and refine their response, making it easier for them to say no if they need to. Even if you make the request in person, you can still ask for an email reply.

(3) Share an example of how to say no. 

People often agree to work requests on the spot because they can’t find the right words to refuse. To avoid this, give people the words to say no as part of your request. This technique helps people feel freer to decline, making any agreement more voluntary.

This tip is adapted from “3 Ways to Make a Request That Doesn’t Feel Coercive,” by Rachel Schlund et al.

“You Need New Skills to Make a Career Pivot. Here’s How to Find the Time to Build Them.,”

Thu 30 May 2024

Develop New Skills to Pivot Your Career

Considering a radical career change? Whether you’re transitioning from finance to film or marketing to medicine, it’s more than just a leap—it’s a commitment to developing the skills you need using the limited time you have. Here’s how to make it work.

(1) Accept the time commitment. 

Prioritize your new career goals by cutting back on nonessential activities. You might need to skip the Netflix binges and happy hours for a while. But remember, while making sacrifices is necessary, you shouldn’t compromise on health or key relationships.

(2) Pick your focus. 

Research what’s required in your new field. If formal certification is needed, dedicate your time to essential courses and applications. For fields without strict requirements, maximize independent learning and side gigs.

(3) Layer in learning.

 Find ways to integrate education and training into your daily routine. This could mean listening to course materials while commuting or reading during downtime. Pro tip: Apps that convert text to speech can be a game-changer.

(4) Designate time for immersive learning. 

Schedule consistent study blocks, like two hours a few nights a week, and a longer session on weekends. Consistency is key to progress.

(5) Modify your work schedule.

 If possible, adjust your work hours to accommodate learning. Consider options like compressed workweeks or part-time roles to free up more time for skill-building.

This tip is adapted from “You Need New Skills to Make a Career Pivot. Here’s How to Find the Time to Build Them.,” by Elizabeth Grace Saunders

“Your Team Members Aren’t Participating in Meetings. Here’s What to Do.,” by Luis Velasquez

 

Wed 29 May 2024

Boost Team Participation in Meetings

Low participation in meetings can harm your team’s productivity by reducing collaboration, hampering decision-making, and eroding unity. How can you encourage more fruitful engagement?  

 (1) Start by clarifying expectations. 

Outline the supportive behaviors you want to see in your meetings. For example, you could say, “As a team, we support each other, we tackle challenges together, and we communicate constructively.” 

(2) Model these behaviors yourself, and be sure to celebrate when your team members do the same. 

For example, you might say, “I would like to recognize something. Alex, the way you just acknowledged Jordan’s contribution embodies the supportive culture we want to have on our team—one where every team member’s input is recognized and appreciated. Alex, thank you for demonstrating this and setting a positive example for us all.”

(3) It’s also helpful to offer team members different ways to contribute—for example, (a) allow for written input before, during, or after meetings. And consider(b)  rotating the meeting facilitation among all team members to give everyone a chance to lead.(c)  Giving those who are typically less vocal a structured role can help empower them to speak.

This tip is adapted from “Your Team Members Aren’t Participating in Meetings. Here’s What to Do.,” by Luis Velasquez

building a personal brand

 Tue 28 May 2024

Refresh Your Personal Brand

The image people hold of you in their minds can influence high-stakes decisions like promotions and job offers, so maintaining a current personal brand is crucial for professional success. Here’s how to keep your brand fresh and relevant, especially if you’ve been working to develop new skills.

(A) Clarify your vision.

 How do you want others to perceive you? Define the specific traits you want to be known for and associated with—aligned with your professional goals and potential future jobs. Look to role models for inspiration. 

(B) Identify gaps.

 How do others currently see you? Seek feedback from trusted colleagues to gauge public perception, and pinpoint areas where your brand image needs updating.

(C ) Create a tactical plan. 

As you work on building new skills and attributes, consistently showcase them to others. Volunteer for roles that highlight your new abilities, and correct misconceptions by demonstrating your growth in visible ways.

(D) Embrace strategic patience.

 Remember: Rebranding takes time. Be patient as others adjust to the new you. Reinforce your updated image through consistent actions.

This tip is adapted from “Your Personal Brand Needs a Refresh. Here’s Where to Start.,” by Dorie Clark and Tomas Chamorro-Premuzic

4 Resume Mistakes to Avoid When You Don’t Have Much Experience,”

 Friday 24 May 2024

Avoid These Common Resume Mistakes

Crafting a standout resume isn’t always about what you put in—equally important is what you leave out. Here are four key pitfalls to steer clear of.

(1) Including irrelevant experience. 

Focus on what's pertinent. If you're applying for a marketing role, skip the unrelated jobs and highlight relevant experiences. Expand on your contributions and use metrics to show impact. Keep the other experiences in your back pocket—they may be useful to mention in an interview.

(2) Over-customizing. 

Instead of tweaking your resume for every job, create a solid version that fits a job category (for example, marketing associate). Collect a number of similar job descriptions, identify common responsibilities, and reflect those in your resume. This will save you time and allow you to apply to more jobs.

(3) Over-designing.

 Keep it simple. A straightforward, well-organized layout is crucial. Use standard templates and avoid creative designs that can confuse recruiters or disrupt application-tracking systems.

(4) Sending from an unprofessional email address.

 Please, please, please: Use a professional email address, and avoid odd or outdated domains. And while you're at it: Name your resume file appropriately, like “YourName_Resume,” and always submit it as a PDF. You don’t want your email to be the reason your resume ends up in the trash.

This tip is adapted from “4 Resume Mistakes to Avoid When You Don’t Have Much Experience,” by Irina Cozma

“How to Talk to an Employee Who Isn’t Meeting Expectations,”

 Thu 23 May 2024

When an Employee Isn’t Meeting Expectations

Reviewing the performance of an employee who isn’t meeting expectations is high stakes for both sides. But these challenging moments can also offer opportunities to strengthen the manager-employee relationship. Here’s how to make it a constructive conversation.

(1) Set the stage for collaboration. 

Start by defining what success looks like and ensure it’s a shared goal. Begin with: “Let’s have an open dialogue. My goal is to give clear feedback, get on the same page, and support your development.”

(2) Reflect on the past. 

Encourage your direct report to assess their past performance by asking: “How do you feel you’ve met your goals? What’s working well and what isn’t? What would you like to improve on or do differently?” 

(3) Provide constructive feedback. 

Be clear and specific with examples. Gather insights from multiple stakeholders to ensure fairness. Approach with empathy, avoid judgment, and create space for them to share their perspective.

(4) Offer positive reinforcement. 

Highlight their strengths and show belief in their ability to improve and achieve their goals. Emphasize growth and development over criticism.

(5) Set an actionable path forward and reset expectations. 

Ask forward-looking questions like, “How would you handle a situation if…?” to foster a mindset geared toward future improvement. And clearly reset expectations. Ask: “What actions are needed to meet our new standards? How can I support you as we work toward these goals?”

This tip is adapted from “How to Talk to an Employee Who Isn’t Meeting Expectations,” by Jenny Fernandez

social media management for job hunt

 Wed 22 May 2024

Optimize Your Social Media Presence for Your Job Hunt

Your social media presence can make or break your job search. By managing your social media presence strategically and professionally, you can expedite your search and open new opportunities. Here’s how.

(1) Scrub your socials.

 Before starting your job search, conduct a digital spring cleaning. Remove any sensitive or unprofessional information from your public accounts. Make your personal profiles private and be deliberate about your public posting. This ensures potential employers see only what you want them to.

(2) Optimize your profiles.

 Enhance your visibility by optimizing your LinkedIn and other networking profiles. Highlight your experience and expertise using keywords from job postings of your target companies. Your profile should appeal to both recruiters and algorithms.

(3) Expand your reach. 

Grow your professional network. Connect with a mix of contacts on LinkedIn to increase your visibility, and build strong relationships that can surface job opportunities. These connections can also vouch for you when the time comes.

(4) Craft a compelling narrative.

 Announce your job search with a well-crafted message. Customize it based on your career stage and the audience you’re trying to reach.

(5) Be social. 

Remember, it's “social” media. Post consistently to keep your network informed and engaged. Share updates on your activities, accomplishments, and perspectives. And engage with others’ content to build a supportive community.

This tip is adapted from “Your Social Media Presence Can Help You Land (or Lose) a Job Opportunity,” by Rebecca Knight

using peer feedback for self development

Tue 21 May 2024

Get the Feedback You Need to Develop

Getting good feedback is a critical element of professional growth, and how you ask for it can make all the difference. Here’s a three-step process to ensure you get the feedback you really need, particularly when setting and achieving career goals.

(A) Choose one area of personal development per quarter.

 Reflect on your performance objectives, skills, and ambitions, and discuss them with your manager to identify the best opportunity for growth that aligns with your role. For example, you might decide to focus on developing as a strategic thinker.

(B) Then narrow your focus to a particular skill or behavior within your chosen area.

 If you’re aiming to think more strategically, you might emphasize industry competitor analysis. Seek input from trusted colleagues, because people who know you well might have beneficial ideas on what would be valuable for you to work on.

(C) Finally, ask someone to observe you working on your new skill and share their feedback.

 You might say, “I’m working on being more strategic and, specifically, focusing on our competitive positioning. Could you note how my references to competitors affect your perception of my strategic thinking during tomorrow’s meeting?” This will help you better understand the impact of your behavior.

This tip is adapted from “How to Ask for the Feedback You Really Need,” by Liane Davey

finding motivation and one's mojo at work

Monday 20 May 2024

Do You Know What Motivates You at Work?

When we work hard, we generally expect our employer to recognize our efforts. But if you were hoping your manager would appoint you to lead the next big project, and instead they give you a special thanks at the next all-staff, you may end up feeling disappointed. Here are some tactics to increase the likelihood of getting the recognition you value most.

(a) Start by reflecting on your needs. Identify your personal and professional goals, and recall past rewards that were meaningful, motivating, or disappointing. And ask yourself if you're seeking public or private recognition.

(b) Next, list and rank the work experiences and rewards that excite you. Consider various incentives such as financial bonuses, awards, extra time off, or opportunities to lead new projects.

(c) Observe team dynamics to see where your preferred rewards and recognition occur. Align yourself with projects and roles that offer these rewards, and build relationships with peers and mentors who share your values.

(d) Communicate with your manager by scheduling a career conversation to discuss your goals and preferred rewards. Express interest in specific opportunities and seek guidance on how to achieve them.

(e) Finally, provide constructive feedback to your manager and company. Offer gratitude for recognition while suggesting improvements, and deliver your feedback thoughtfully to ensure it is both timely and constructive.

This tip is adapted from “What Really Motivates You at Work?,” by Carrie Ott-Holland

types of conflict

 Thu 16 May 2024

How to Handle Four Common Types of Team Conflict

Conflict on a team is inevitable, and it can manifest in four distinct ways. Here’s what each type of conflict looks like and how to resolve it.

(1) Individual-level conflict-  is when one team member is difficult, disengaged, loves playing devil’s advocate, or generally causes tension on the team. If your team experiences this kind of conflict, make sure you don’t scapegoat or gang up on the individual. Instead, start by asking them sincere questions to try to understand their perspective and build empathy toward them.

(2) Dyad conflict is when tension, conflict, or animosity between two individuals affects the rest of the team. In this situation, mediation may help. Meet with each individual separately and then together to let them express their feelings and come to a resolution. 

(3) Subgroup conflict is when two subgroups within the team are in opposition, each with a different goal, project, or outcome. The best way to handle this scenario is to bring in an external mediator to challenge the group’s thinking, presenting compromises or alternate options.

(4) Team-wide conflict -  is when everyone is in disagreement, usually in response to poor team performance. To resolve this kind of conflict, return to the basics: Reemphasize the team’s overall goal, vision, and identity.

This tip is adapted from “4 Common Types of Team Conflict—and How to Resolve Them,” by Randall S. Peterson et al.

Back to working from office

Wed 15 May 2024

When Some of Your Employees Are Resisting Your Company’s RTO Policy

What should you do if some of your team members still don’t want to return to the office after your company has mandated it? As a manager, aligning organizational policies with employee preferences can be a challenge. Here’s how to handle your team’s concerns with empathy.

(1) Show compassion. 

Engage in open conversations with your team about their concerns with returning to the office. Listen attentively and empathize without getting defensive. Remember, it’s possible to show understanding for their situation while still emphasizing the benefits and necessity of your RTO policy—both for the organization and individual employees.

(2) Be collaborative.

 Ask your team members what accommodations they need to make this transition smoother. Consider logistical challenges like commute times and family responsibilities. Flexibility in start and end times might be a practical solution, allowing some to avoid rush hour and others to manage school pickups more conveniently.

(3) Make coming into the office worthwhile. 

Ensure that time spent in the office is engaging and productive. Crucially, avoid having employees come in only to spend their day in virtual meetings. Instead, create opportunities for meaningful in-person collaboration, learning, and team-building. Consider using a budget to organize events that enhance the office experience, fostering a stronger community.

This tip is adapted from “When Someone You Manage Isn’t Following the Return-to-Office Policy,” by Rebecca Knight

How to present to senior & expert audience

 Tue 14 May 2024

Presenting to an Audience of Experts

Giving a presentation can be nerve-racking—especially if your audience knows the topic better than you. But you can share your knowledge while also sharing the forum with those with greater experience. Here’s how to deliver a credible and engaging presentation to subject matter experts.

(1) Embrace self-affirmation. 

When presenting to experts, it’s normal to feel intimidated. But remember, while you might not be the most knowledgeable person in the room, your ability to organize and facilitate a discussion adds significant value.

(2) Be intellectually humble.

 Admitting a mistake or a gap in your knowledge doesn’t diminish your credibility; it enhances it. Embrace the courage to say, “I got that wrong,” “That’s new information to me,” or simply “I don't know.” This openness not only builds trust but also promotes a more inclusive and informative dialogue.

(3) Tap the expertise around you.

 Acknowledge the experience in the room at the outset. You might invite seasoned professionals to participate and share their insights throughout, which enriches the learning experience for everyone. But don’t let them take over; remember, this is your presentation. Keep things focused on the goals and needs of the broader audience.

This tip is adapted from “How to Present to an Audience That Knows More Than You,” by Deborah Grayson Riegel