Build Strengths That Complement Your Weaknesses

December 18, 2018
Build Strengths That Complement Your Weaknesses
We all have strengths that simultaneously work for us and against us. For example, you may be detail-oriented in a way that causes you to spend too much time checking others’ work. Or you may ask questions that are important — but so incisive that they intimidate people. In these cases, the answer isn’t to play down the strength or not use it. (If you do, you might lose its benefits.) Instead, build a complementary skill that compensates for the strength’s downside. For example, if you tend to ask incisive questions, you can balance that out by increasing your warmth — maybe by acknowledging the speaker’s insights before asking your questions. Or you could thank the person for bringing the topic to your attention, or add a few words of support. On the flip side, if you’re so friendly and supportive that you don’t sufficiently challenge people’s thinking, push yourself to ask more difficult questions — without losing your natural friendliness.

Adapted from “Why Leaders Need to Cultivate Complementary Strengths,” by Peter Bregman

To Build an Inclusive Culture, Understand Who Your Employees Really Are

January 31, 2019

To Build an Inclusive Culture, Understand Who Your Employees Really Are

When employees feel free to be themselves at work — when they don’t think they have to hide their religion or sexual orientation, for example — they’re much more likely to be happy in their jobs. One way to encourage this kind of openness is to build an inclusive culture, which starts with knowing who your employees truly are. Conducting an employee engagement survey can be an effective way to find out. Segment the data you collect by criteria — such as gender, ethnicity, and age — to help you identify and address issues among different groups of employees. Focus groups are another way to gain insight. They are best facilitated by a third party so that employees can speak freely. The most powerful way to learn about your employees, however, is one-on-one discussions. For these conversations to be effective, you need to have an open-door policy and a “tell me anything” persona. Being honest about your thoughts and feelings will build trust and show people that you’re human, too.

Adapted from “To Retain Employees, Focus on Inclusion — Not Just Diversity," by Karen Brown

Show You’re Passionate in a Job Interview (Without Bragging About Yourself)

May 8, 2019

Show You’re Passionate in a Job Interview (Without Bragging About Yourself)

Hiring managers and recruiters want candidates who are passionate about their work. But going on and on about your past achievements can feel awkward. Luckily, there are subtler ways to show your commitment. For example, instead of telling hiring managers all about the great work you’ve done, explain why you do what you do. What drew you to your field? What motivates you to go to the office every day? You can also talk about when you’ve gone above and beyond your job description. Have you ever put in extra effort on a project you cared about? Taken on responsibilities that weren’t part of your job? Another way to show your enthusiasm is to share how you spend your free time. Are your hobbies or volunteer work connected to your field? Have you used your skills to help a nonprofit or community organization? Talk about that.

Adapted from “How to Show You’re Passionate in a Job Interview,” by Sabina Nawaz

How to Respond When a Great Employee Says They’re Leaving

January 28, 2019
HR Tip 
How to Respond When a Great Employee Says They’re Leaving

When a talented employee of yours announces their resignation, it’s a dreadful moment !! 

(1) The first thing you should do is take some time to PROCESS  any negative emotions you feel, such as frustration or disappointment. These kinds of feelings are normal, but they won’t help you address the situation productively.

(2)  Once you’ve reflected, focus on celebrating the employee’s accomplishments and gathering their honest feedback about the team. Set an example by expressing genuine support for their decision to leave; you may want to throw a goodbye party or a similar event to wish them well. 

(3) And then make sure you conduct an exit interview, even if HR will do one too. 

(4) Ask for the person’s advice on RETAINING OTHER  employees and improving the experience of working for you ! 
 By being willing to hear uncomfortable truths, you’ll show the person that you respect the experience and knowledge they gained during their time there.

Adapted from “How to Manage Morale When a Well-Liked Employee Leaves," by Liane Davey

How to Work with Someone Who Bugs You

January 21, 2019

How to Work with Someone Who Bugs You

Sometimes you have to work with a colleague you don’t particularly like. They may not be toxic or difficult — they might just get on your nerves. To work with them productively, remind yourself that while you won’t get along with everyone, there is potential value in every interaction. Think about the other person’s point of view: Why do they do the things that annoy you? What might be motivating them? And how do you seem to them? It also helps to approach conversations with a problem-solving mindset: “I don’t feel like we are working together as effectively as we could. What do you think? Do you have any ideas for how we can work together better?” If that doesn’t work, try asking for their help: “You’ve been around here longer than I have. What should I be doing more or less of?” This can ease tensions and reboot a difficult relationship because it shows that you value the person’s experience.

Adapted from “How to Collaborate with People You Don’t Like," by Mark Nevins

Find Ways to Be Productive in an Open Office

December 17, 2018
Find Ways to Be Productive in an Open Office
An open office can be a nightmare when it comes to noise — especially when you’re working on something that requires your undivided attention. To get the focus you need, talk to your team to sync up expectations about how you can all work optimally. Develop some ground rules. For example, you all might agree that when one colleague is on the phone, everyone else will only whisper. It’s also smart to invest in noise-canceling headphones. They not only drown out unwanted noise but also serve as a visual cue that you don’t want to be disturbed. Another tactic is to scout out a private, quiet space — an underused conference room, say — that will allow you to write and think when you truly can’t be interrupted. Finally, if noise is still a problem, ask your manager about moving to a new desk. Don’t lodge complaints about your talkative coworkers; be positive and tell your boss that you’ll be more productive in another space.

Adapted from “Staying Focused in a Noisy Open Office,” by Rebecca Knighta

How Do You Ask Your Boss for an Unpaid Leave?

February 20, 2019

How Do You Ask Your Boss for an Unpaid Leave?

Say you’d like to take time off work to travel or spend time with family, but don’t have enough vacation days. How do you ask your boss for an unpaid leave? Before the conversation, think about the concerns that might come up. Your manager will have a lot of reasons to say no, so know how you’ll respond to them. Consider what you want to achieve during your leave, and be ready to frame your request in terms of how it will benefit the company. You might outline the new skills you’ll learn, or the professional connections you’ll make. When it’s time to talk, bring multiple options to the table. Does the leave need to happen all at once, or could it be staggered in phases? Keep an open mind in case your boss suggests a plan you haven’t thought of. And, of course, time the conversation for when your manager is feeling positive about your performance.

Adapted from “How to Ask Your Boss for an Unpaid Leave to Travel, Study, or Spend Time with Family," by Amy Gallo