“How to Get the Most Out of Your Relationship with a Career Sponsor,”

 Thu 18 July 2024

Getting the Most Out of Your Relationship with a Career Sponsor

Navigating your career advancement can be challenging, especially without support from senior leaders. Sponsorship programs can bridge this gap by formally pairing you with a sponsor who will mentor you and advocate for your growth. To make the most of your relationship with a sponsor, follow these strategies.

(1) Invest time in getting to know each other as people first. 

Start by building trust. Use initial meetings to explore each other’s career histories, values, and interests beyond work. This foundation allows for more meaningful conversations later that will unlock coaching and mentorship.

(2) Don’t assume you’re wasting their time. 

Remember, they benefit from the relationship too! If you’re worrying about a sponsor’s time, that’s a sign you’re taking your meetings with them seriously and will prepare accordingly. Keep the faith and maintain consistent communication.

(3) Maintain frequent but low-intensity touch points.

 Not every point of contact needs to be a deep conversation. Share relevant articles, brief check-in messages, and other casual communications. These small gestures keep the relationship active between meetings.

(4) Find shared experiences. 

Propose shadowing your sponsor in meetings, at events, or on projects. Shared activities build trust and provide rich material for future discussion. They also showcase your skills, growth areas, and potential.

This tip is adapted from “How to Get the Most Out of Your Relationship with a Career Sponsor,” by Rachel Simmons

“When a Team Member Speaks Up—and It Doesn’t Go Well,”

 Fri 19 July 2024

Build a Team Culture of Speaking Up—and Listening

Speaking up at work is crucial for fostering innovation, inclusion, and high performance. Here’s how to ensure your team is a safe community where everyone feels that their voice is heard and their contributions are valued.

 (1) Frame conversations as learning opportunities.

 Before team meetings and discussions, highlight how learning contributes to your team’s effectiveness, and emphasize the importance of hearing everyone’s voice. At the end of meetings, reserve a few minutes to assess the quality of the conversation and create space for final thoughts.

(2) Notice critical moments.

 Pay attention to feelings of tension or frustration that might emerge when someone speaks up; these are cues to reflect and inquire. This reflection fuels improvement.

(3) Implement process tools. 

Create systems to solicit reflections and feedback from your team—and to share your own. You might also introduce pauses in meetings to discuss interactions that require more attention. This practice, known as meta-awareness, keeps teams alert to real-time dynamics and helps people feel comfortable speaking up.

(4) Focus on long-term learning.

 Make sure your team isn’t concerned solely with short-term targets. Shift their focus to long-term development by asking questions encouraging reflection on leadership and team growth. Recognize and reward team members who reflect openly—and share your own speaking and listening experiences to set a positive example.

This tip is adapted from “When a Team Member Speaks Up—and It Doesn’t Go Well,” by Megan Reitz and Amy C. Edmondson

“Is Your Career Heading in the Right Direction?,” by Julia Milner.

Tue 22 October 2024

 Time for a Career Detox? Try This Exercise.

As the seasons change, take a moment to reflect on how fulfilled you are at work. A three-step “career detox” can help you identify areas where you can add, subtract, or adjust, ensuring your career is aligned with your values and helping you avoid burnout.

(1) Ask yourself: 

How am I feeling? Take 15 minutes to reflect. Are you energized by your work or feeling drained? Write down your thoughts on recent highs and lows. Identifying patterns can reveal what’s working and what needs tweaking.

(2) Reassess your values.

 Values evolve over time. What’s most important to you now? Is it work-life balance, collaboration, or creativity? Think about how these show up in your current role. If your job isn’t reflecting your values, it might be time to make a change.

(3) Detox your routine. 

Consider what you can add, subtract, or keep the same in your professional life. If you can, delegate tasks that drain you, and seek projects that align with your values and give you energy. Small shifts can make a big impact on your satisfaction.

This tip is adapted from “Is Your Career Heading in the Right Direction?,” by Julia Milner.

DEIB of disabled employees

 Tue 09 July 2024

Make Your Hiring Process More Inclusive of Disabled Employees

Despite recent employment gains for disabled employees in the U.S., hiring remains a challenge; disabled candidates risk facing bias and are thus understandably wary of sharing their experiences and needs with prospective employers. How can you build trust and a more welcoming environment for disabled job candidates?

Start by replacing standard boilerplate statements in job postings with more personal, heartfelt language to signal genuine commitment to inclusion. For example, “We strive to create an environment that brings the power of diversity to life” resonates more than “We are an equal opportunity employer.” 

Then look for other ways to showcase your commitment. Include testimonials from disabled employees on your company’s website, as well as concrete statistics on hiring, promotions, and accommodations. Additionally, highlight any awards recognizing your company’s achievements in DEI. Including messaging from leadership, like a personal statement from the CEO about the importance of disability inclusion, can also significantly impact trust.

This tip is adapted from “How to Improve the Hiring Process for Disabled Candidates,” by Mason Ameri and Terri R. Kurtzberg

“Hybrid Work Has Changed Meetings Forever,” - 3 tips

 Thu 04 July 2024

Fix Your Team’s Broken Hybrid Meetings

Hybrid work has changed meetings. Despite many companies’ recent return-to-office efforts, teams are relying on virtual meetings more than ever, and participation is down. As a manager, how can you improve your team's meetings in this hybrid world?

(1) Treat meeting culture as an important part of company culture. 

What meeting culture do you want for your team? Determine best practices and define roles and responsibilities. This can also include expectations on when not to meet, such as scheduled focus hours and meeting-free days.

(2) Identify and invest in meeting leaders. 

Running effective meetings is a skill, and like any skill, it can be cultivated and strengthened. Recent research shows that 54% of all meetings are hosted by just 10% of employees. Targeted training for this group of “power users” can help promote a healthier meeting culture on your team.

(3) Leverage data. 

One of the advantages of virtual meetings is that they produce data that provides meaningful insights into productivity, engagement, and even retention—so make use of it. For example, if a specific department has a particularly high no-participation rate, you could monitor how that number changes as you roll out trainings within the department. 

This tip is adapted from “Hybrid Work Has Changed Meetings Forever,” by Mike Tolliver and Jonathan Sass

Choosing Between a Structured or Conversational Interview,”

Wed 03 July 2024

Structured or Conversational Interviews: Which Should You Choose?

When hiring for a role, it’s not only critical to identify candidates with the right skills, but also those who will thrive in and contribute to your organization long-term. Two approaches to conducting interviews—structured and conversational—can yield different insights about a candidate. Here’s what both methods can reveal, their limitations, and when you might want to use each one.

Structured interviews tend to rely on an organized set of questions that are consistent across candidates and interviewers. This approach makes it easy to compare candidate responses, helps ensure that each interviewer covers distinct areas without redundancy, and allows for a more thorough exploration of key topics. However, it can feel rigid—and it may not uncover a candidate’s true communication style or personality.

Conversational interviews, where you engage the candidate in a discussion about a real problem your organization is facing or has faced, encourage more natural communication. They can provide key insights into a candidate’s curiosity, listening skills, and problem-solving abilities. But the success of this method hinges on the interviewer’s ability to maintain a supportive environment and avoid harmful biases.

How can you choose the right approach? Early-career positions may benefit from structured interviews to assess candidates’ specific skills and knowledge, while more senior candidates, who are expected to be strategic, may be more thoroughly assessed through the conversational style. A balanced approach that combines both methods throughout the interview process will give you the most holistic perspective on applicants.

This tip is adapted from “Choosing Between a Structured or Conversational Interview,” by Marlo Lyons

Learning to Delegate as a First-Time Manager,”

 Fri 05 July 2024

Become a Better Delegator

Struggling to delegate? Especially as a first-time leader, it can be difficult to let go of control and trust your team to execute tasks on your behalf. These strategies can help.

(1) Change your mindset.

 First, accept that you can’t (and shouldn’t) do everything yourself. Your success now depends on helping your team grow and achieve their goals. This means guiding them, offering learning opportunities, and holding them accountable.

(2) Determine what to delegate. 

List all your tasks and projects for the month, then identify the high-level work only you can do and delegate the rest. Look for projects that might be learning opportunities for your employees and align these responsibilities with their strengths and career goals.

(3) Communicate clearly. 

Schedule one-on-one meetings with your team members to delegate work. Explain the project, its importance, and why you’ve chosen them to do it. Give them space to ask questions and process the information. Establish clear roles and timelines and align on communication styles to ensure clarity and avoid micromanaging.

(4) Provide feedback.

 During check-ins, offer constructive feedback and resources. Celebrate milestones and recognize your employees’ efforts publicly.

(5) Review and reflect. 

After your employee completes an assignment, conduct a postmortem. Discuss what went well, what didn’t, and what they learned. This will help you improve your delegation skills and better support your team moving forward.

This tip is adapted from “Learning to Delegate as a First-Time Manager,” by Shanna Hocking

Emotions management

 Tue 02 July 2024

Try These Exercises to Manage Intense Emotions

Everyone struggles to manage their emotions at times. It’s normal to experience negative feelings at work, and we can’t expect ourselves or others to leave those feelings at home. To manage them in a healthy way, here are three elements of emotional intelligence you need to develop.

(1) Tap into your self-awareness. When strong emotions strike, tap into your self-awareness with this simple exercise. 

(a) First, notice your body. Scan from head to toe. Are you tense? Where’s your energy level? 

(b) Then check in with your thoughts. Are they loud or quiet? Clear or confused?

(c)  Finally, identify your emotions. How pleasant or unpleasant are they? How intense are they? If you can, name the feeling.

(2) Self-regulate using your breath. Taking a few minutes to slow down and lengthen your exhales will activate your parasympathetic nervous system and slow down your heart rate, reducing stress and shifting you from a heightened emotional state to a more relaxed one.

( 3) Find small moments to uplift others.

 Try to see every encounter at work as an opportunity to leave the other person feeling uplifted. Use appropriate compliments, smiles, or a simple, kind greeting to foster strong, productive relationships that will help boost your emotional well-being.

This tip is adapted from “3 Exercises to Boost Your Emotional Intelligence, According to Research,” by Emma Seppälä

Getting a buy-in for your ideas

 Mon 01 July 2024

Get People On Board with Your Ideas ( Getting a buy-in) 

Have you ever struggled to get your colleagues on board with your ideas? When facing resistance, it’s crucial to understand what underlying concerns are driving their hesitation. Here are some common reasons you might meet resistance—along with questions to overcome them.

 (1) When someone resists your idea or isn’t getting it.

 Don’t get defensive. Instead, ask for their candid reaction to understand what’s informing their position. This could sound as simple as, “How is this idea landing with you?” or “What are some specific risks that worry you?” Once you see what they’re seeing, you can present a more tailored argument—and you might even uncover some gaps in your own thinking.

 (2) When the conversation becomes adversarial.  When your idea is at odds with your collaborator’s, summarize and verify their points. For example: “I hear you saying that you believe X for Y reason. Is that right?” This simple strategy interrupts the point-counterpoint dynamic and makes the tone more collaborative.

 (3) When their “no” puts you in a bind.   Disclose your dilemma, then pose a question that invites them to work with you to solve it. For example, “If we don’t do what I’m suggesting, I worry that we’ll run out of time and resources. How would you approach this?” Questions like these will both encourage the other person to empathize with your situation and potentially lead to better ideas.

This tip is adapted from “How to Get Your Colleagues On Board with Your Idea” by Jeff Wetzler

“When Your New Boss Is a Micromanager,”

 Fri 28 June 2024

So, Your New Boss Is a Micromanager…

Building a relationship with a new boss can feel daunting—especially if they’re a micromanager. But there are strategies you can use to improve your relationship and regain autonomy at work.

(1) Understand your boss’s intentions.

 Are they naturally detail-oriented and conscientious? Maybe they’re genuinely trying to help or simply new to management? If you think they have good intentions, you may be able to improve your collaboration. 

(2) Self-reflect. 

Evaluate your own performance. Are there patterns that might justify your boss’s scrutiny? Addressing any issues head on can reduce micromanagement moving forward.

(3) Seek feedback. 

Talk to your boss about your performance and working relationship. To identify your manager’s priorities, ask open-ended questions like “What can we do differently to ensure you’re confident in my progress?” 

(4) Be consistent and reliable.

 Adapt to your boss’s expectations and preferred communication methods—and keep them informed of your progress on work. This will build trust and gradually reduce their need to check in.

(5) Develop coping mechanisms.

 Separate personal feelings from professional interactions. Focus on the positive elements of your job and preserve boundaries. And if all else fails, consider seeking a new role where you can thrive free of micromanagement.

This tip is adapted from “When Your New Boss Is a Micromanager,” by Rebecca Knight

“How to Compassionately Manage an Employee with a Terminal Illness,

Fri 11 Oct 2024

When an Employee Has a Terminal Illness

At some point in your career as a manager, you may have an employee with a terminal illness on your team. Here’s how to manage this challenging situation with compassion and care.

Involve your employee. Begin by having open, empathetic conversations. Ask your employee what they need to feel supported. For some, work may provide a sense of purpose. For others, flexible hours or remote work might make a world of difference. Listen to their preferences and be adaptive.

Focus on team morale. Balancing honesty with sensitivity is key. Keep your team informed, providing spaces for them to express their feelings. Encouraging unity and understanding will strengthen the team’s emotional resilience.

Maintain business continuity. Act early to ensure a smooth transition of responsibilities. Encourage knowledge-sharing and mentorship to safeguard essential tasks. A proactive approach ensures your team can carry on without overwhelming disruptions.

This tip is adapted from “How to Compassionately Manage an Employee with a Terminal Illness,” by Chidiebere Ogbonnaya et al.

“Teamwork at the Top,”

 Fri 04 Oct 2024

5 Traits of Effective Leadership Teams

As a leader on an executive team, your success depends not just on individual talent but on how effectively members function together. Collectively embracing five core traits—direction, discipline, drive, dynamism, and collaboration—can transform what you achieve as a unit. Here’s how.

(1) Direction.

 Effective teams align on shared goals, setting clear short- and long-term priorities. Without alignment, even the most ambitious vision can falter.

(2) Discipline.

 Top teams stick to routines, maintain productive meetings, and ensure everyone knows their roles. Discipline provides the structure needed for decision-making and execution.

(3) Drive. 

The most effective leadership teams are resilient, debating constructively and working hard to overcome obstacles. They thrive in crises because they don’t shy away from problems—they tackle them head-on.

(4) Dynamism.

 Successful teams adapt and respond quickly to change, embracing risk and learning from failure without fear.

(5) Collaboration.

 Collaborative behaviors include developing personal relationships, giving everybody an equal voice, and sticking to commitments. Top teams foster trust and connection and aren’t afraid to hold each other accountable.

This tip is adapted from “Teamwork at the Top,” by Gregory LeStage et al.

“How to Learn from Your Mistakes and Make Better Decisions,”

 Thu 03 Oct 2024

Learn from Past Decisions That Went Wrong

We all fall into the trap of repeating the same actions over and over again, hoping for different results the next time. It’s easy to stick to familiar patterns, but real growth comes from examining our past decisions and learning from them. Ask yourself these questions to reflect on your past mistakes and make the right decision this time around.

(1) What’s the decision I’m facing now?

 Clearly define the problem before jumping to a solution. A vague problem leads to an unclear path forward.

(2) What’s stressful about this decision? 

Identify what’s making you anxious. Stress can cloud your judgment, pushing you to rely on habitual, biased thinking instead of exploring new options.

(3) What past decisions can I learn from? 

Analyze past choices that didn’t work out. Pinpoint what went wrong and why. This helps you avoid repeating the same missteps this time around.

(4) What assumptions led to those mistakes? 

Look back and challenge the assumptions you made. Were you relying on shortcuts or untested beliefs?

(5) How can I apply this learning now? 

Use what you’ve uncovered to inform your current decisions, shifting your behavior and thought process to get better outcomes.

This tip is adapted from “How to Learn from Your Mistakes and Make Better Decisions,” by Cheryl Strauss Einhorn.

“How to Keep Learning at Work—Even When You Feel Fried,”

 Tue 01 Oct 2024

How to Keep Learning When You’re Feeling Drained

Staying relevant in your career requires continuous learning, but when you’re already feeling drained, finding the energy to improve your skills can feel overwhelming. So how can you keep learning when you’re exhausted?

(1) Start by challenging your belief that you can’t learn when you’re tired. Instead of letting fatigue take over your mindset, acknowledge how you’re feeling without judgment and stay open to what’s possible. 

(2) Next, focus on learning topics that solve urgent problems in your work; this will create momentum and make the process feel more rewarding.

(3) Don’t limit yourself to formal programs. Mentorship, peer-to-peer learning, or even quick tutorials can be more effective and easier to fit into your schedule. Seek out learning opportunities that align with your personal values and goals so they feel meaningful rather than like another obligation. When you emotionally connect with what you’re learning, it’s more likely to become part of your routine.

(4) Finally, work with your brain, not against it. Use techniques like spaced repetition (reviewing information at increasing intervals over time) and self-testing (quizzing yourself to reinforce what you’ve learned) to retain information more effectively. Break learning into small, manageable chunks and revisit them regularly to build long-term retention.

This tip is adapted from “How to Keep Learning at Work—Even When You Feel Fried,” by Nihar Chhaya.

“How the Next Generation of Managers Is Using Gen AI,”

 Friday 27 Sept 2024

How to Attract, Hire, and Develop AI Talent

In today’s AI-driven landscape, attracting and retaining top gen AI talent requires more than just talk—it demands action. Here are four strategies your organization can adopt to attract, onboard, engage, and retain the next generation of AI-capable managers.

(1) Show, don’t tell.

 Demonstrate how AI is actively integrated into your workflows. Highlight how tools like ChatGPT or Microsoft Copilot are being used by your teams to improve efficiency and innovation.

(2) Engage early. 

Don’t wait for talent to come to you. Connect with gen AI–savvy talent early by partnering with universities and AI-focused initiatives like hackathons. Offer real-world projects that showcase your commitment to cutting-edge technology.

(3) Onboard with AI.

 Use AI to ease new hires into your company. Implement gen AI tools as onboarding tutors to help new employees quickly understand policies, processes, and culture, ensuring they feel empowered from day one.

(4) Create new growth paths. 

Redefine career paths to include AI-specific roles and skills. Revising job descriptions to include these competencies and promoting experimentation will help retain and grow gen AI talent in the long run.

This tip is adapted from “How the Next Generation of Managers Is Using Gen AI,” by Gabriele Rosani and Elisa Farri.

“How Companies Can End a Culture of Overwork,”

25 Sept 2024

Protect Your Team from Overwork

Transforming your work culture to prevent burnout and foster well-being is not only possible, but essential as a leader. Here are five strategies you can use to create a healthier, more productive work environment where people can thrive both professionally and personally.

(1) Shift your mindset.

 Rethink the outdated notion that long hours equal better work. Embrace a culture that values output, not presence.

(2) Redesign work processes. 

A well-structured system can often reduce work hours while boosting productivity. Ask your teams to rethink how they work and streamline what matters most.

(3) Right size your workforce and workloads. 

Hiring more people may seem expensive up front, but investing in the right number of workers pays off long term with increased productivity and lower burnout rates.

(4) Prioritize well-being.

 Don’t just offer wellness programs—build a culture that respects boundaries and encourages time off. Healthy, rested employees are more engaged and productive.

(5) Be willing to experiment.

 Encourage flexibility and continuous improvement. Experiment with new ways of working, listen to employees, and embrace change for lasting impact.

This tip is adapted from “How Companies Can End a Culture of Overwork,” by Brigid Schulte.

“4 Ways to Support Employees with Bipolar Disorder,”

Thu 27 June 2024

Supporting Employees with Bipolar Disorder

Each year, more than 40 million adults globally are diagnosed with bipolar disorder, which is a chronic psychiatric condition characterized by periods of elevated moods/energy, as well as periods of low moods/energy. These individuals often exhibit heightened creativity, empathy, and resilience—but many face hurdles at work due to suboptimal job design, managerial practices, and organizational culture. Here are a few ways to help these employees thrive:

(1) Allow some autonomy in what they work on during any given day. 

Employees with bipolar disorder can particularly benefit by matching their daily tasks and goals to their current mood.

(2) Be flexible about hybrid work. 

Working in person can leverage the extra energy and sociability associated with having bipolar disorder. On the flip side, working remotely can be helpful when facing depressive symptoms.

(3) Consider a job’s impact on sleep.

 Although all humans need sleep, the neurological basis of bipolar disorder makes it particularly sensitive to deficits or disruptions to sleep routines. This means red-eye flights, short sprints to different time zones, and regular late night and early morning meetings can be uniquely detrimental.

( 4) Promote a culture of performance and compassion.

 Balance high expectations with empathy, allowing time off for health needs. Demonstrating care for all employees, including those with bipolar disorder, will help them achieve their goals.

This tip is adapted from “3 Ways to Support Employees with Bipolar Disorder,” by Constance Noonan Hadley et al.

“Making the Time to Build Your Side Hustle,”

 Wed 26 June 2024

Carving Out Time for Your Side Hustle...When You Already Have a Job

Dreaming of turning your passion into a profitable business? You’re not alone. But for many, the challenge lies in balancing a full-time job while building a side hustle. Here’s how to find the time.

(1) Push through the initial energy drain.

 The toughest part is often finding the energy after a long day. Push through the first 10 to 15 minutes—you’ll likely find the work invigorating once you get started. Creating a specific environment and cues, like playing a favorite music genre, can help signal your brain to focus.

(2) Dedicate one hour weekly.

 No matter how busy you are, carve out one hour per week for your passion. Set SMART goals (specific, measurable, achievable, relevant, time-bound) to stay organized and motivated. Focus on one action item at a time—it’s all about prioritizing and executing what’s most essential to meet your goals.

(3) Make it fun. 

Consistency is key, but life happens. Instead of berating yourself for missed sessions, ask how you can make the process more enjoyable. Align your passion project with activities you already love, and find ways to make the work rewarding.

This tip is adapted from “Making the Time to Build Your Side Hustle,” by Claire Siyan Li

“When Your Employee Feels Angry, Sad, or Dejected” by Christina Bradley

 Mon 24 June 2024

Support Your Employees’ Emotional Well-Being 

Knowing what to do or say when one of your employees is experiencing anger, sadness, or dejection can make a huge difference to their well-being, the quality of your relationship, and your team’s overall performance. Here are three ways to develop your ability to support all of your employees’ emotions.

(1) Identify your default behavior. 

Do you have a go-to response when someone expresses a negative emotion? If you do, you’re not alone. A common response is to jump into solution mode too quickly. Observe your instincts, and ask yourself if they’re really what’s needed in this context. Being more mindful can help you tailor your responses more effectively to each situation.

(2) Pay attention to your employee’s reactions.

 Did they seem grateful for your concern? Did they provide any feedback that could help you better respond to them or to others next time? What does their reaction tell you about their needs? Be curious and open to insights that could help you grow as a leader.

(3) Expand your repertoire. 

By observing how other people respond to emotions, you can incorporate their methods into your approach and build your own portfolio of options. You can also experiment with new techniques in everyday interactions, such as offering a smile to a sad stranger. These small practices build your emotional intelligence, preparing you to support your team when it truly matters.

This tip is adapted from “When Your Employee Feels Angry, Sad, or Dejected” by Christina Bradley and Lindy Greer

“5 Traps to Avoid as You Gain Power as a Leader,” by Julie Diamond et al.

 Fri 21 June 2024

Avoid Power Traps as an Emerging Leader

As you develop as a leader, how you respond to having power can make or break your success. Here are five common power traps that can undermine your credibility and effectiveness—and how to avoid them.

(1) The Savior Trap. 

Don’t try to solve everyone’s problems, for example by micromanaging projects or by offering unnecessary suggestions. Instead, ask questions before giving answers, and actively listen to your team. This helps them develop independence and better problem-solving skills.

(2) The Complacency Trap. 

It’s one thing to be viewed as an authority. But when you assume you know everything, you risk missing important information and opportunities. Stay curious and ask deeper questions—and recommit to being present and attentive in meetings.

(3) The Avoidance Trap.

 Being in a position of power requires you to delegate some work to others. But don’t avoid challenges, unpleasant tasks, or difficult conversations just because you can; reframe them as growth opportunities, and face them head-on.

(4) The Friend Trap. 

If you’re uncomfortable wielding power, you might default to treating everyone as a peer. Instead, embrace your authority, set clear boundaries, and establish new relationship dynamics with your team.

(5) The Stress Trap. 

With great power comes great stress. But if you don’t manage it effectively, it will trickle down to your team. Redesign your daily routine to mitigate your stressors, and set boundaries around when and how you communicate with your employees.

This tip is adapted from “5 Traps to Avoid as You Gain Power as a Leader,” by Julie Diamond et al.