tag:blogger.com,1999:blog-55792848909028404192024-03-17T22:03:00.599-05:00On the Job by Anita BruzzeseHelpful information and advice from
America's favorite workplace columnistAnitahttp://www.blogger.com/profile/07673125042097858304noreply@blogger.comBlogger1404125tag:blogger.com,1999:blog-5579284890902840419.post-88114624773939657052022-05-23T07:00:00.001-05:002022-05-23T07:00:00.165-05:00What To Do If You're Insulted at Work<p> </p><div class="separator" style="clear: both; text-align: center;"><a href="https://cdn.pixabay.com/photo/2017/11/26/15/16/smiley-2979107__480.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="450" data-original-width="800" height="450" src="https://cdn.pixabay.com/photo/2017/11/26/15/16/smiley-2979107__480.jpg" width="800" /></a></div><br /><p></p><p><br /></p><p>As many workers head back into the office, there will be some good times -- seeing likeable colleagues in person, going out to lunch with a work friend and even getting out of the house for a change.</p><p>But there are bound to be bad days. The commute is too long and someone in the office is microwaving fish sticks. And -- here's something no one misses -- you are the target of a barbed comment.</p><p>It may be a subtle insult such as "Oh, it's nice to see you gain! You never used video on Zoom calls so I always figured you were watching TV the whole time!" Or, "Now you have to work for real and won't be 'unavailable' because you're napping with your cat!"</p><p>These kinds of comments may be said with a sort of "ha, ha, isn't that funny" attitude, but no one wants to be insulted at work.</p><p>There are a couple of things you can do:</p><p>1. Laugh it off.</p><p>2. Say, "What are you accusing me of?" or "Are you insulting me?" or "What did you mean by that?"</p><p>3. Calmly say, "I know it's not your intent, but those comments are hurtful and make me feel like you don't value me or what I contribute."</p><p>4, Ignore it.</p><p>Keep in mind that everyone's "people skills" are going to be a bit rusty as we gather again in person. You may want to give the insulter a "grace period" to regain some manners and behave better. If it continues, however, it may be worth a private conversation with the person to state how the comments make you feel. Remember, however, that such conversations can be difficult and may result in more hard feelings if you are confrontational and not conversational. </p><p><br /></p><p><br /></p><p><br /></p><p><br /></p>Anitahttp://www.blogger.com/profile/07673125042097858304noreply@blogger.com0tag:blogger.com,1999:blog-5579284890902840419.post-15225160117852095572022-05-09T07:00:00.001-05:002022-05-09T07:00:00.176-05:00Why It's Time to Onboard Your Entire Team<p><br /></p><div class="separator" style="clear: both; text-align: center;"><a href="https://cdn.pixabay.com/photo/2016/03/19/16/50/checklist-1266989__340.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="340" data-original-width="492" height="340" src="https://cdn.pixabay.com/photo/2016/03/19/16/50/checklist-1266989__340.png" width="492" /></a></div><br /><p><br /></p><p> As workers return to the workplace in dribs and drabs, some feel a bit disoriented.</p><p>Gone are the days of working at the kitchen table or taking the dog for a walk in between Zoom calls. Gone are the days of wearing slippers all day or doing the laundry while working.</p><p>In addition, many workers claim they've lost that "human" connection, despite working via Zoom or other online channels. Even when they return to the office, people separate into their own spaces and only interact online.</p><p>Liz Fosslien has an interesting take on Harvard Business Review: That it's time to "re-onboard" everyone.</p><p>Fosslien says that it's important to be more intentional about bringing teams back together. She suggests leaders need to:</p><p>1. Make an emotional connection through random 30-minute, one-on-one meetings between members. Start in-person meetings with lighthearted prompts ("What food is underrated?") and let each person talk about a personal highlight for the week.</p><p>2. Recognize unique contributions. Encourage people to use the special talents or gifts they have and then share how those talents lead to great ideas.</p><p>3. Set short-term goals for immediate success. Let people share successes for attainable 30-day goals. This helps re-establish confidence and motivation.</p><p>4. Set clear expectations. How will team members working remotely still have a voice? How will progress be tracked? How will feedback be offered?</p><p>5. Celebrate. Offer recognition for those who meet the team values. Let team members recognize one another or win prizes for meeting goals or helping others.</p><p>While none of these suggestions are earth-shattering, they are important. That's because many of us feel out of sorts while trying to navigate a return to "normal" and any support from leadership will be critical during this transition.</p><p><br /></p>Anitahttp://www.blogger.com/profile/07673125042097858304noreply@blogger.com0tag:blogger.com,1999:blog-5579284890902840419.post-63679840486803185022022-04-25T07:00:00.001-05:002022-04-25T07:00:00.204-05:00Is Endless Scrolling Ruining Your Career?<div class="separator" style="clear: both; text-align: center;"><a href="https://cdn.pixabay.com/photo/2018/07/31/05/42/social-media-3574310__480.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="480" data-original-width="720" height="480" src="https://cdn.pixabay.com/photo/2018/07/31/05/42/social-media-3574310__480.jpg" width="720" /></a></div><br /><p>When I first began working from home decades ago, people were envious and said they wanted to do the same. They often asked me for advice, and there were two things I told them:</p><p>1. You cannot work with kids underfoot.</p><p>2. Be disciplined and set a schedule.</p><p>Now with the pandemic, I think a lot of people know that I wasn't kidding. The biggest problem is that while I arranged babysitters and day care for my kids when they were still too young for school, now parents are faced with their kids of all ages being at home more.</p><p>So, while I know that it's really difficult to work with kids underfoot, millions of parents are doing it. I take my hat off to them -- they are superhero parents.</p><p>As for the second bit of advice I offered, "be disciplined and set a schedule," -- I think is tougher.</p><p>A <a href="https://www.resume-now.com/job-resources/careers/time-wasters-on-the-clock">survey</a> finds that people say "scrolling aimlessly on a device" is the second biggest reason (behind distractions from kids) that takes them away from work the most. Facebook, Instagram, TikTok, dating apps, news alerts -- all these are a rabbit hole that you fall into and end up wasting hours of time.</p><p>Another big time waster, according to the survey: messaging, video games and job searching.</p><p>If you're tired of feeling frazzled, overworked and unorganized, here are some things to try:</p><p>1. Log off all social media. Delete them from your phone or your browser.</p><p>2. Get help. Apps like Facebook Nanny and Checky can help you control online habits.</p><p>3. Schedule time. Just like in school, you knew recess was coming at a certain time, so you were able to hang in there and complete your math work. Have set times you will check your phone or scroll Instagram. Put on a timer and when time is up, get back to work.</p><p>4. Block the noise. If dinging texts and notifications are a problem, simply turn your phone off, use airplane mode or even put the phone in another room. This may be difficult to do if messages are work-related, but your boss may support you checking texts only every couple of hours so that you can stay focused.</p><p>I think many of us have picked up bad habits during the pandemic and tell ourselves it's OK. But consider how these bad habits -- such as checking Instagram every minute -- are actually hurting you and very possibly, your career. Are photos of birds with arms really that important? </p>Anitahttp://www.blogger.com/profile/07673125042097858304noreply@blogger.com0tag:blogger.com,1999:blog-5579284890902840419.post-1514358206248153642022-04-11T07:00:00.001-05:002022-04-11T07:00:00.174-05:00Research Shows Why Your LinkedIn Photo Matters<div class="separator" style="clear: both; text-align: center;"><a href="https://cdn.pixabay.com/photo/2022/01/11/09/06/woman-6930081__340.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="340" data-original-width="510" height="340" src="https://cdn.pixabay.com/photo/2022/01/11/09/06/woman-6930081__340.jpg" width="510" /></a></div><br /><p>If you're like most people, you have a lot of photos. Photos of you with your bestie. Photos from a fun weekend with your family. Probably even a few work photos from the company picnic.</p><p>You probably also have lots of selfies. Perhaps you even posted one of those selfies on your LinkedIn profile.</p><p>Did you post a photo that will get your a job -- or get your eliminated from consideration?</p><p>According to a recent <a href="https://passport-photo.online/blog/linkedin-picture-hireability/">survey</a>:</p><p></p><ul style="text-align: left;"><li>71% of recruiters admit they've rejected a candidate at least one because of a LinkedIn profile photo.</li><li>87% of recruiters say the consider the professionalism of a profile photo a critical ranking factor.</li><li>80% of LinkedIn recruiters believe that profile pictures help them get to know candidates better.</li><li>95% believe a LinkedIn profile acts as a business card today.</li></ul><p></p><p>Here are the keys to an effective LinkedIn photo:</p><p>1. Show some charisma. You want people to trust and like you. Smile while thinking of something that makes you feel happy: your dog, walking on the beach, etc. People will be attracted to the warmth they see conveyed in your photo. </p><p>2. Be professional. Photos of you in a swimsuit with a beer, a photo that only shows half your face under a hat or a photo sitting behind the wheel of a car don't say, "I'm ready to work and be professional."</p><p>3. Quality. Only upload well-taken photographs.</p><p>4. Show personality. It's OK to have a more "real" photo such as casually sitting or standing in front of a landmark, such as a university statue. This can help establish a connection with the viewer -- and remember to smile!</p><p><br /></p>Anitahttp://www.blogger.com/profile/07673125042097858304noreply@blogger.com0tag:blogger.com,1999:blog-5579284890902840419.post-61828885046564777282022-03-28T07:00:00.001-05:002022-03-28T07:00:00.180-05:0020 Different Ways to say "Good Job"<p><br /></p><div class="separator" style="clear: both; text-align: center;"><a href="https://cdn.pixabay.com/photo/2019/04/14/17/54/thumbs-up-4127337__340.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="340" data-original-width="317" height="340" src="https://cdn.pixabay.com/photo/2019/04/14/17/54/thumbs-up-4127337__340.jpg" width="317" /></a></div><br /><p><br /></p><p>If you sometimes feel like a broken record saying "Good job!" to your team, here are some other ways to say the same thing:</p><p>1. Exactly right</p><p>2. Excellent</p><p>3. Exceptional</p><p>4. Fabulous</p><p>5. Fantastic</p><p>6. Sensational</p><p>7. Wonderful</p><p>8. Outstanding</p><p>9. Unbelievable</p><p>10. Marvelous</p><p>11. Stupendous</p><p>12. First class work</p><p>13. Amazing</p><p>14. Impressive</p><p>15. Good thinking</p><p>16. Great idea</p><p>17. On target</p><p>18. Beautiful</p><p>19. Perfect</p><p>20. Well done</p>Anitahttp://www.blogger.com/profile/07673125042097858304noreply@blogger.com0tag:blogger.com,1999:blog-5579284890902840419.post-90437083556832468832022-03-14T07:00:00.001-05:002022-03-14T07:00:00.186-05:00How You Derail Your Own Career<div class="separator" style="clear: both; text-align: center;"><a href="https://cdn.pixabay.com/photo/2021/11/08/16/50/staff-6779620__340.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="340" data-original-width="467" height="340" src="https://cdn.pixabay.com/photo/2021/11/08/16/50/staff-6779620__340.png" width="467" /></a></div><br /><p><br /></p><p>If you've ever had a bad performance review that blindsided you or found yourself excluded from important projects or teams without a clear idea of why, then it might be time to consider that you've sabotaged yourself.</p><p>Most people don't knowingly sabotage themselves, but it happens. But it's clear you've done the damage to yourself -- it's not because the boss is an a**hole or because someone has set you up to fail. It's because of how you've behaved, or performed -- or even something you have said -- that pushes you off the road to success.</p><p>For example, maybe you failed to work with a new boss in the way he likes to work. Your old boss didn't care when you came into work as long as you got the job done. But the new boss likes you working by 9 a.m. with no excuses. You obviously didn't take that seriously enough, and beginning work at 9:30 a.m. or even 11 a.m. hasn't gone over well.</p><p>Or, let's say that you've stepped on a few toes while climbing the ladder. Nothing too awful, but you did have more that a few arguments with team members who you accused of lacking vision or there was that one time you called someone an idiot in front of a customer....</p><p>Of course, now those team members aren't standing up for you with the boss, and have even lobbied to have you removed from an important project because you won't "collaborate" and "create a hostile work environment."</p><p>See how these issues were created by you? And you will be the one who's career suffers?</p><p>If you've gotten feedback that you're difficult to work with, a poor communicator, are too stuck in your ways, etc., then you need to do some work to clean up your act. Better yet, head off these problems before they torpedo your career by going to people who are close to you and who you trust.</p><p>"Is there something I am doing that you believe could hurt my success? Please be honest," you ask.</p><p>Then, listen. Don't get defensive. Thank them and then get to work making the improvements you need to keep your career on track.</p><p><br /></p>Anitahttp://www.blogger.com/profile/07673125042097858304noreply@blogger.com0tag:blogger.com,1999:blog-5579284890902840419.post-89945050826770337292022-02-28T07:00:00.001-06:002022-02-28T07:00:00.208-06:004 Ways to Better Communicate Complex Information<div class="separator" style="clear: both; text-align: center;"><a href="https://cdn.pixabay.com/photo/2017/03/23/09/34/artificial-intelligence-2167835__340.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="340" data-original-width="507" height="340" src="https://cdn.pixabay.com/photo/2017/03/23/09/34/artificial-intelligence-2167835__340.jpg" width="507" /></a></div><br /><p><br /></p><p>If you're an expert in your field and are called upon to communicate some complex ideas to an audience that may only understand the basics, it can be a challenge.</p><p>If you speak the way you usually do -- say to a teammate or your boss -- you're likely to lose your listeners. Or, if you just throw a lot of statistics at them in an effort to emphasize the importance of your topic, you're likely to lose your listeners.</p><p>That may be frustrating for you, which is why you decide to just plow ahead and hope someone gets it.</p><p>Ahem.</p><p>That will not only lose your listeners, but possibly the good will of your boss.</p><p>That's because the boss understands that while the information you share is important, it's also critical that you communicate it so that everyone gets it. Everyone. Not just people in your department.</p><p>Here are some ways to communicate complex information:</p><p><b>1. Don't assume anything. </b>Just because you know all about XYZ -- and have for a long time -- doesn't mean anyone else does. So, that means you need to weed out unnecessary information, cut the jargon and break it down to the basics: who, what, when, where, how and why. </p><p><b>2. Don't use data overload.</b> While you may have loads of data, that doesn't mean your audience will find it useful. You need to be able to explain your subject without the data first. Why should anyone care about your information? How will it impact them or the company? Can you provide an everyday example of what you're telling them?</p><p><b>3. Focus on your audience.</b> What do they need to hear? What do they need to learn? Use that as your starting point -- don't focus on what you need to say but rather think about the needs of your audience.</p><p><b>4. Use visuals.</b> PowerPoints are not supposed to just be a copy of your presentation. Use visuals to convey a feeling or reveal a few surprising facts or statistics in a bulleted format (this prevents you from data dumping). </p><p>It's not easy to convey complex information in a way that anyone can understand. But with some planning and practice, your presentation can not only be informative, but help your career by showing you as a great communicator.</p>Anitahttp://www.blogger.com/profile/07673125042097858304noreply@blogger.com0tag:blogger.com,1999:blog-5579284890902840419.post-30975925172032602322022-02-14T07:00:00.001-06:002022-02-14T07:00:00.197-06:00Always Taking Care of Others? You Could be a Sort of Narcissist <p><br /></p><div class="separator" style="clear: both; text-align: center;"><a href="https://cdn.pixabay.com/photo/2020/05/02/03/00/woman-5119698__340.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="340" data-original-width="666" height="340" src="https://cdn.pixabay.com/photo/2020/05/02/03/00/woman-5119698__340.jpg" width="666" /></a></div><br /><p><br /></p><p>When I think of narcissism, I think of those people whose egos are so outsized that they never believe they make a mistake or that they are wrong. I think of selfishness, a sense of entitlement and a lack of empathy.</p><p>This self-centeredness can pop up in the workplace -- I'll bet you can think of a boss or colleague who fits the mold.</p><p>But what if it's you?</p><p>Psychologist Nancy Van Dyken <a href="https://knowledge.wharton.upenn.edu/article/how-an-unfamiliar-side-of-narcissism-can-harm-most-of-us/?utm_source=kw_newsletter&utm_medium=email&utm_campaign=2018-03-22">says</a> that there are everyday narcissists who may not recognize their own behavior that is frustrating to those around them.</p><p>These "garden-variety form of narcissism" folks are often people-pleasers, trying to always "take care" of others and feel responsible for them. They also believe that others are responsible for how <i>they</i> feel. All these beliefs put the person in a central role, setting up an "all powerful" position.</p><p>These narcissistic patterns are often instilled in childhood, she says, which makes the person believe he or she is at the center of it all when that's not really the case.</p><p>So, someone in this situation might take care of everyone around her at work, while her own mental and physical well-being suffer. Until this person recognizes this destructive pattern -- either through self-reflection or therapy -- then it's likely to make this person unhappy.</p><p>If you're feeling stressed at work, think about what unconscious actions you may be taking that prompt you to take care of others at work and feel responsible for them. It could just be that's what you want for <i>yourself</i> -- and that's not a healthy expectation of your colleagues or bosses.</p><p><br /></p><p><br /></p><p><br /></p><p><br /></p>Anitahttp://www.blogger.com/profile/07673125042097858304noreply@blogger.com0tag:blogger.com,1999:blog-5579284890902840419.post-19583460550296444452022-01-31T07:00:00.001-06:002022-01-31T07:00:00.180-06:00Yes, Going Back to the Office Means Talking to Humans<p> </p><div class="separator" style="clear: both; text-align: center;"><a href="https://cdn.pixabay.com/photo/2017/08/01/20/52/people-2567915__340.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="340" data-original-width="510" height="340" src="https://cdn.pixabay.com/photo/2017/08/01/20/52/people-2567915__340.jpg" width="510" /></a></div><br /><p></p><p>As more people head back into the office this year, there will be adjustments.</p><p>Some may be a bit silly of course (no more wearing pajama bottoms with a button-down shirt like you did for Zoom calls) while others will require more serious focus, such as learning to interact in person with more people all day long.</p><p>In fact, I'll bet more people than are willing to admit are a bit intimidated by the thought of those casual conversations that used to be a regular part of our day before the pandemic hit.</p><p>Do you even remember how to have an interesting, off-the-cuff conversation? </p><p>If you're a little anxious about having casual interactions with colleagues or even bosses, here are a few things to think about:</p><p></p><ul style="text-align: left;"><li><b>Don't try to be great.</b> No one is expecting anyone to be a sparkling conversationalist after more than a year of working remotely. Just by simply listening to the other person and giving him or her your undivided attention (no nervously glancing for an exit or looking at your phone) you will have set yourself up to respond naturally to the speaker.</li><li><b>This is a good thing.</b> After such a long time apart, think about how nice it is to see a colleague in person. Think of the opportunity you now have to strengthen a bond with this person, and to have more straightforward interactions without the hassle of a spotty Internet connection or one of your dog's howling in the background. This will help you relax and interact more naturally.</li><li><b>Take advantage of the situation.</b> There were probably several times during remote interactions where you wished you could pull someone aside more casually and ask them to give you the informal "scoop" on something or explain a situation in more detail -- but a Zoom call with the entire staff didn't make it easy. Now that you can have more casual conversations in person, you take take better advantage of someone's input or knowledge and perhaps make your job easier and more rewarding.</li></ul><div>Remember that everyone is going through some kind of adjustment as more people return to work in person. Don't put too much pressure on yourself and expect things will be easy in the beginning. By focusing on the positive aspects of casual, in-person interactions, it will make the events more enjoyable and less stressful.</div><div><br /></div><p></p>Anitahttp://www.blogger.com/profile/07673125042097858304noreply@blogger.com0tag:blogger.com,1999:blog-5579284890902840419.post-53925963293798542882022-01-17T07:00:00.001-06:002022-01-17T07:00:00.174-06:00The 4 Things Hiring Managers Really Want to Know<div class="separator" style="clear: both; text-align: center;"><a href="https://cdn.pixabay.com/photo/2017/10/17/10/05/job-2860035__340.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="340" data-original-width="510" height="340" src="https://cdn.pixabay.com/photo/2017/10/17/10/05/job-2860035__340.jpg" width="510" /></a></div><br /><p><br /></p><p><br /></p><p>As more people job hop these days in an effort to obtain better positions, they need to understand that just because they have a pulse doesn't mean they will be hired.</p><p>Employers are still being somewhat discerning, especially when it comes to those who are seeking a "leap" in their career or even a completely new career.</p><p>For those who may lack the specific skills or experience required in a position, these are some of the abilities that will get the interest of hiring managers:</p><p><b>1. An ability to self-manage.</b> Whether you're seeking a remote or on-site position, be aware that many managers are being pushed to constantly monitor employee "health and well-being," as well as provide proof that employees are getting their jobs done. Talk about how you organize your time at work, how you manage your own stress or how you are aware of how your own actions -- or inactions -- can impact others on a team.</p><p><b>2. Motivated. </b>During the pandemic, we've all had to find ways to stay upbeat. If you've found a strategy to stay engaged and excited about work, share that with a hiring manager. Maybe it's listening to great music, finding satisfaction in helping someone solve a problem or enjoying the challenge of exceeding customer expectations.</p><p><b>3. You consider other viewpoints. </b>Although many people would like to choose the people they work with, that rarely happens. It's just a fact of the workplace that you're going to work with people who are different from you in a variety of ways. What a hiring manager wants to know is: Can you work with others who may rub you the wrong way? Are you able to deal with conflict in a professional manner? Can you relate a time that you resolved a conflict or learned to find common ground?</p><p><b>4. You strategize for success. </b>You know the goals of an employer and set your job goals to help meet them. In other words, you recognize that your success is the company's success, and vice versa. You cannot operate in a vacuum and need to be flexible enough to shift as the company goals shift, and to align yourself to the most important goals.</p><p><br /></p><p>No matter what job you're seeking, these are important issues that any hiring manager will consider. That's why it's important to think of examples to share with an employer throughout the interviewing process to show that you're prepared, motivated, professional and ready to take on new challenges.</p><p><br /></p><p> </p>Anitahttp://www.blogger.com/profile/07673125042097858304noreply@blogger.com0tag:blogger.com,1999:blog-5579284890902840419.post-17868534916368700012022-01-03T07:00:00.001-06:002022-01-03T07:00:00.174-06:00How to Learn if Your Resume is Memorable<div class="separator" style="clear: both; text-align: center;"><a href="https://cdn.pixabay.com/photo/2016/11/05/11/15/resume-1799955__340.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="340" data-original-width="378" height="340" src="https://cdn.pixabay.com/photo/2016/11/05/11/15/resume-1799955__340.png" width="378" /></a></div><br /><p><br /></p><p>How memorable is your resume?</p><p>It might take a stranger to truly reveal that answer.</p><p>Ask someone you don't know to review your resume, either online or in a printed format. </p><p>Let them review it for less than 10 seconds, then take the resume back and ask: "What do you know about me?"</p><p>It's often said that hiring managers don't give more than six or seven seconds to review your resume, so this test is a good way to gauge what is memorable about you.</p><p>Once you've gotten your answer, then it's time to consider several factors:</p><p></p><ul style="text-align: left;"><li>Did the reviewer only remember information that was in boldface, or a larger type size?</li><li>Did the reviewer remember only information in one area of the resume such as the upper right corner?</li><li>Did the reviewer only remember job titles?</li><li>Could the reviewer remember any of your accomplishments?</li></ul><div>These are all important questions because they may reveal that your resume simply needs a few tweaks (more boldface, more bulleted points) or that you need to put your most important information in the upper right corner.</div><div><br /></div><div>Try this test with several people, if possible. While this is certainly far from scientific, it does give you a good idea of a resume that isn't visually appealing or memorable in any way. If a stranger doesn't notice your qualifications, then it's worth making sure a hiring manager doesn't also miss them.</div><p></p>Anitahttp://www.blogger.com/profile/07673125042097858304noreply@blogger.com0tag:blogger.com,1999:blog-5579284890902840419.post-86013663285692061822021-12-27T07:00:00.001-06:002021-12-27T07:00:00.178-06:00How to Become an Innovative Leader<div class="separator" style="clear: both; text-align: center;"><a href="https://cdn.pixabay.com/photo/2018/09/22/11/34/board-3695073__340.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="340" data-original-width="510" height="340" src="https://cdn.pixabay.com/photo/2018/09/22/11/34/board-3695073__340.jpg" width="510" /></a></div><br /><p><br /></p><p>Anyone hoping to move up the leadership ranks better put "innovative" at the top of their resume.</p><p>Innovation is highly prized by companies because it means that this person is always on the lookout for new ideas and new opportunities, which are critical in succeeding into today's competitive marketplace.</p><p>In an XBInsight study of almost 5,000 leaders across a wide range of industries, here are the competencies that innovative leaders share and how you can do the same:</p><p><b>1. Manage risk.</b> Think of at least eight new initiatives and benchmark the best practices for each. How can they be implemented in your organization? Then, identify, document and plan for risks, dissecting the risk for every decision.</p><p><b>2. Show curiosity. </b>What other education or training do you need to expand your current knowledge and skills? Look at past mistakes and write down what you can learn from them and what behaviors or actions led to those mistakes.</p><p><b>3. Lead courageously.</b> Be willing to share your feelings and opinions clearly and with conviction even if you get pushback. Think about how to be assertive without being aggressive. Try to always look for the win-win.</p><p><b>4. Seize opportunities.</b> When you've run into a setback or a problem, have you looked at it in a different way so you can create opportunity? New situations can create new areas of growth, but you can't let yourself be intimidated by them. Look for collaborators and remember that you don't always have to go it alone.</p><p><b>5. Maintain a strategic business perspective. </b>You must thoroughly understand your business, the marketplace and your customers. With that knowledge you can then develop collaboration with others to better analyze and execute a business strategy.</p><p><br /></p><p><br /></p>Anitahttp://www.blogger.com/profile/07673125042097858304noreply@blogger.com0tag:blogger.com,1999:blog-5579284890902840419.post-75085977735855630872021-12-20T07:00:00.001-06:002021-12-20T07:00:00.223-06:003 Questions You Must Ask to Get Ahead <div class="separator" style="clear: both; text-align: center;"><a href="https://cdn.pixabay.com/photo/2014/11/16/23/39/superhero-534120__340.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="340" data-original-width="520" height="340" src="https://cdn.pixabay.com/photo/2014/11/16/23/39/superhero-534120__340.jpg" width="520" /></a></div><br /><p><br /></p><p><br /></p><p> Are you good at your job?</p><p>If so, congratulations. But it's not enough.</p><p>If you really want to move up in your career or in your company, then you've got to offer more. You have to go beyond your job description and figure out how your input contributes to the bottom-line success of the company. </p><p>Here's how to figure out where you also need to focus your energies if you want to move up:</p><p>1. What tasks do you perform -- either officially or unofficially -- that have a direct impact on the bottom line? In other words, what earns the company money or customers?</p><p>2. What relationships do you have with the people who are critical to getting these key tasks done? For example, if you often predict when and how shipping needs will change for your company's product -- and prevent that change from becoming a problem -- then are you connecting with the right people that can help you accomplish that?</p><p>3. Does your boss know? If you're performing a critical task that is contributing to the bottom-line success of a company, you better make darn sure the boss knows about it. This is a contribution that matters, and he/she needs to understand that you're the one getting it done. Your success will contribute to the boss's success, so he/she needs to be on the same page so that the positive results continue.</p><p>Too many people take their job descriptions to heart and think that's the blueprint for their jobs. But job descriptions are often a hurried, random thing thought up by a busy human resources person or a harried boss. </p><p>Take the time to truly understand the path to greater success by writing your own job description of the things you do that reall add value -- that's where you need to focus your time and energy.</p><p><br /></p>Anitahttp://www.blogger.com/profile/07673125042097858304noreply@blogger.com0tag:blogger.com,1999:blog-5579284890902840419.post-69919957706889444282021-12-13T07:00:00.001-06:002021-12-13T07:00:00.180-06:00What Does Your Pride Say About You?<div class="separator" style="clear: both; text-align: center;"><a href="https://cdn.pixabay.com/photo/2015/04/27/06/40/i-741507__340.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="340" data-original-width="480" height="340" src="https://cdn.pixabay.com/photo/2015/04/27/06/40/i-741507__340.jpg" width="480" /></a></div><br /><p><br /></p><p>Many of us have been taught from a young age that lacking humility is a downfall. Of course, now that social media has come along, it seems that bragging is an art form.</p><p>We might be able to ignore the celebrity or star athlete who can't quit bragging online, but it can be more difficult to stomach the boss or the colleague who is always gloating. We might believe that we shouldn't brag -- but one expert says that not correct.</p><p>Jessica Tracy, a psychology professor and author of "Take Pride; Why the Deadline Sin Holds the Secret to Human Success," says that being proud of an achievement isn't a negative. But when you have "hubristic" pride where you believe you are the greatest and deserve more than others, then that becomes a problem.</p><p>She says that insecurity often is the biggest motivator of such behavior, and such people become defensive and defiant as they push down the thought that they're not good enough and instead begin touting "I'm the best."</p><p>That can steamroll to the point that the person doesn't do the work to really have "authentic" pride and instead bases his/her sense of self on how others view him/her.</p><p>Tracy emphasizes that pride can be a positive thing, but it needs to come from doing hard work and trying to become the best person you can be. Only then will you feel better about yourself, because you know you're putting in a genuine effort toward something that matters to you.</p><p>What kind of pride do you have? Is it authentic or hubristic? </p><p><br /></p>Anitahttp://www.blogger.com/profile/07673125042097858304noreply@blogger.com0tag:blogger.com,1999:blog-5579284890902840419.post-39152450696860132632021-12-06T07:00:00.001-06:002021-12-06T07:00:00.203-06:00How Managers Can Learn to Go With the Flow<div class="separator" style="clear: both; text-align: center;"><a href="https://cdn.pixabay.com/photo/2016/10/22/15/32/water-1761027__340.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="340" data-original-width="637" height="340" src="https://cdn.pixabay.com/photo/2016/10/22/15/32/water-1761027__340.jpg" width="637" /></a></div><br /><p><br /></p><p>No one would argue with the statement that the last 18 months have been challenging for workers.</p><p>But it's also been a very, very challenging time for managers. The strategies they developed to keep working flowing on their teams, deal with obstacles and help employees stay engaged have flown out the window. Now, these managers are dealing with workers working remotely, or in a hybrid situations. Team members they've relied on in the past have left for other positions. Workers are more stressed and it's up to managers to figure out how to relieve that stress and keep them moving forward.</p><p>It's a big ask.</p><p>But it may be easier for managers if they stop obsessing about the clock and how long it takes for someone to get a task done, and instead focus on how team members best get work done. </p><p>For example, a working parent may be most productive between the hours of 10 a.m.-3 p.m., when the kids are off to school and he/she has had time to get a cup of coffee, take a deep breath and focus on work. Or, a young, single employee may work best from noon until 9 p.m. as he/she likes to go on a long bike ride before work and doesn't mind working later into the evening.</p><p>When a manager is focused on the clock instead of how quality work gets done, they may be getting work delivered -- but it's not as well done. That increases the stress on the team and on the manager.</p><p>Instead of trying to force your work pace on team members, try to let them choose when they work best and how they can meet goals. While there will certainly always be deadlines, letting team members have more leeway in their work flow can help relieve a burden on employees and managers.</p>Anitahttp://www.blogger.com/profile/07673125042097858304noreply@blogger.com0tag:blogger.com,1999:blog-5579284890902840419.post-17482713137756707162021-11-29T08:42:00.002-06:002021-11-29T08:42:30.305-06:00How to Say "No" at Work<p> Do you find it difficult to say "no"?</p><p><br /></p><div class="separator" style="clear: both; text-align: center;"><a href="https://cdn.pixabay.com/photo/2021/10/30/15/20/no-6754668__480.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="480" data-original-width="720" height="480" src="https://cdn.pixabay.com/photo/2021/10/30/15/20/no-6754668__480.jpg" width="720" /></a></div><br /><p><br /></p><p>You may find it easy to say "no" to brussels sprouts, but much tougher to say "no" to a work colleague who seems to want your help with something that doesn't sound entirely ethical or may violate company policy. Or, what about the valuable customer who is pressuring you to do something you don't want to do?</p><p>These are tricky situations because you need to maintain relationships with these people, but also believe that "going along" doesn't feel right and could lead to problems for you.</p><p>Here are some ways to respond instead of outright saying "no" in workplace situations:</p><p></p><ul style="text-align: left;"><li><b>Be prepared.</b> Chances are, you've known a colleague or a customer is leading up to something. You may not know specifically what the ask will be, but you have a pretty good idea. The person has probably been dropping hints to see your reaction, so it's a good idea to have a plan in place. Try writing out your response to why you may not want to say "yes" -- such as it violates your professional ethics, you don't want to lie or be less that completely honest or you think it could damage someone else.</li><li><b>Have other routes. </b>Once you suspect that you're being pushed into something that doesn't feel right to you, then you need to be prepared with an alternative offer. It can lead to friction with the other person to just say "no" to a proposal, so make sure you've got some other ideas. Maybe you suggest moving the idea to the back burner until more data is gathered, or you include others in a meeting so that you're not pressured one-on-one. If you need an emergency exit, grab your phone and claim you just got a "911" call from home.</li><li><b>Ground yourself. </b>Call on a trusted family member or friend, or reach out to a mentor to keep yourself from saying "yes" when you know you should say "no." Having ethical, steady voices throughout your career is critical, and are especially vital during such difficult times.</li></ul><p></p><p><br /></p><p><br /></p>Anitahttp://www.blogger.com/profile/07673125042097858304noreply@blogger.com0tag:blogger.com,1999:blog-5579284890902840419.post-4382854777285688322021-11-22T08:32:00.000-06:002021-11-22T08:32:27.505-06:003 Keys to Developing a Successful Career<p><br /></p><div class="separator" style="clear: both; text-align: center;"><a href="https://cdn.pixabay.com/photo/2016/11/29/06/20/blonde-1867768__340.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="340" data-original-width="509" height="340" src="https://cdn.pixabay.com/photo/2016/11/29/06/20/blonde-1867768__340.jpg" width="509" /></a></div><br /><p><br /></p><p>In an ideal world, a boss recognizes your talents and helps you develop them so that your career blossoms.</p><p>But in the real world, bosses are stressed and overworked and may not have a lot of time to look out for your career. To be honest, some of them are jerks and could care less if you're reaching your goals.</p><p>That's why it's always a good idea to have a plan when it comes to developing your own career. You are the one who is ultimately responsible -- not your colleagues, your university professors or your boss. </p><p>You.</p><p>Let's look at some ways you can develop your own career:</p><p><b>1. Make investments.</b> Every year, put aside some money for career development, whether it's to take an class, attend a seminar or attain a certification. With so much moving online, this can be less expensive than ever before, so don't miss your chance to add to your skills.</p><p><b>2. Make connections. </b>Be more intentional about your connections, whether online or in person. Try to expand your network into areas other than your field of expertise. For example, all businesses now depend on technology to be successful -- are there tech experts you could get to know through LinkedIn or conferences in your industry? While it might be intimidating at first, most people are very generous with their knowledge when you express a genuine interest and willingness to learn.</p><p><b>3. Stay updated. </b>Even if you're satisfied in your current position, are you reading job descriptions for the job you want next? You should always be aware of shifting job emphasis, how your career goals might need to be tweaked or even spot warning signs that your industry is in trouble.</p><p>Always remember to be flexible when it comes to your career. While you can have a general timeline, the pandemic has shown all of us that flexibility and resiliency are critical. Be open to making lateral moves, or working in another industry if it ultimately will give you the skills you need. </p>Anitahttp://www.blogger.com/profile/07673125042097858304noreply@blogger.com0tag:blogger.com,1999:blog-5579284890902840419.post-13291279442120780532021-11-15T07:00:00.001-06:002021-11-15T07:00:00.182-06:00How to Get Off on the Right Foot When Starting a New Job<div class="separator" style="clear: both; text-align: center;"><a href="https://cdn.pixabay.com/photo/2017/05/04/16/37/meeting-2284501__340.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="340" data-original-width="544" height="340" src="https://cdn.pixabay.com/photo/2017/05/04/16/37/meeting-2284501__340.jpg" width="544" /></a></div><br /><p>If you've just gotten a new job, congratulations! A lot of people are starting new positions, and that's something to celebrate.</p><p>But before you think you've got it made, remember that your "interview" process continues after you begin the job. While you may not sit across from a hiring manager and answer questions, you will still be under scrutiny in your first weeks and months in a new position.</p><p>This time, however, there are going to be more people watching what you do right -- and wrong. From co-workers to subordinates to bosses, you need to be prepared to make the right moves in order to garner trust and good working relationships.</p><p>Here are some ways to get off on the right foot:</p><p><b>1. Ask questions -- and write down the answers.</b> It gets on everyone's nerves when the new kid asks the same questions over and over. Writing down the answer will show that you respect everyone's time. It's OK to go back to someone with a follow-up question, but always remember to write down that answer. </p><p><b>2. Never assume anything.</b> Make sure you know your working hours, where to park, which entrance to use, etc. It's also critical to make sure you fully understand any security or safety protocols, so make sure you have written confirmation or have been walked through those processes. If not, ask.</p><p><b>3. Be open.</b> Greet each new person with a smile and graciously accept any offers of help. You don't want to appear inept, but you also don't want to brush off someone who wants to show you a process or share a resource. Remember the offer of help is more than that -- it's a way of establishing a friendly working relationship and that's critical. At the same time, accept lunch or after-work invitations in the beginning. You can slowly cut back once you've been there a while.</p><p><b>4. Don't hash over old grievances. </b>Whether it's former co-workers or bosses, don't badmouth them. Not only is this unprofessional, it makes you look petty and childish -- and new co-workers will think you will do the same to them. In addition, it opens the door to gossips who believe you like to trash others (and being known as a gossip is never a good thing).</p><p><b>5. Have some mystery. </b>You don't have to share every detail of your life with colleagues --even the nosy ones. It's OK to connect via LinkedIn, but if your Instagram or Facebook accounts have more private information, then don't feel pressured to connect with coworkers. It will take some time to establish trust with others at a new job, so don't feel rushed to do more.</p><p>Good working relationships are critical to career happiness, so just being polite, kind and respectful of others will go a long way to ensuring you get off on the right foot when starting a new job.</p>Anitahttp://www.blogger.com/profile/07673125042097858304noreply@blogger.com0tag:blogger.com,1999:blog-5579284890902840419.post-16465894071295585642021-11-08T08:36:00.001-06:002021-11-08T08:36:55.564-06:005 Questions to Ask in Your Job Interview<div class="separator" style="clear: both; text-align: center;"><a href="https://cdn.pixabay.com/photo/2018/05/18/06/03/job-interview-3410427__340.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="340" data-original-width="509" height="340" src="https://cdn.pixabay.com/photo/2018/05/18/06/03/job-interview-3410427__340.jpg" width="509" /></a></div><br /><p><br /></p><p> I've never met anyone who takes a job and thinks: "I'm going to quit this job in 90 days and start the job hunting process all over again."</p><p>So why do so many people find themselves quitting a job after less than a year? </p><p>I think a big part of the problem is that job seekers don't ask enough questions during the interview process. They hear some general idea about what they'll be doing, their salary and company benefits and don't ask any questions. As long as there isn't a big red flag, they'll accept the job if it meets their needs.</p><p>Then, as time goes on, they start to see those red flags pop up. There's high turnover. No chance for promotion. No one is allowed to offer feedback.</p><p>That's the kind of workplace culture that can lead to disengagement and even burnout. It's the kind of culture that can lead you to regret taking a job and immediately begin thinking of how to leave.</p><p>To save yourself the hassle of job shopping too soon, here are some questions to ask during the interview process:</p><p>1. <b>Why did the last person in this position leave? </b>If he or she got a promotion, great! That means the job has potential. If it's a new position, then ask: "What kind of career path do you see for someone in this job?" You want to make sure it's a position with potential, not a dead end.</p><p><b>2. How is performance measured?</b> Are there formal reviews? Who determines the performance targets? If targets are exceeded -- or fall short -- what happens?</p><p><b>3. How is feedback given? </b>Feedback given only during the annual review process isn't helpful because it only reviews things that have already happened. To grow in your career, you need in-the-moment feedback so that you continue to learn. If a manager is only willing to provide yearly feedback, then the boss isn't invested in you succeeding.</p><p><b>4. Is there a mentorship program? </b>Companies and employees benefit from mentorship programs, and help grow future leaders.</p><p><b>5. What does the company do to support work/life balance? </b>There is no company that hasn't had to address this question since the pandemic began. There should be some structures in place to ensure workers have balance, whether it's a hybrid work arrangement, stable schedules or paid time off to handle personal needs.</p><p>With employers desperate to fill positions, now is the time to ask these questions (and more of your own) to ensure a new job will be a good fit. Don't waste your time on employers that are evasive or have policies that fall far short of what you need to ensure a satisfying job.</p><p><br /></p>Anitahttp://www.blogger.com/profile/07673125042097858304noreply@blogger.com0tag:blogger.com,1999:blog-5579284890902840419.post-2276714458703697152021-11-01T09:08:00.000-05:002021-11-01T09:08:08.404-05:00Why Some Promotions Can Be a Bad Idea<div class="separator" style="clear: both; text-align: center;"><a href="https://cdn.pixabay.com/photo/2018/03/19/09/25/feedback-3239454__340.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="340" data-original-width="317" height="340" src="https://cdn.pixabay.com/photo/2018/03/19/09/25/feedback-3239454__340.jpg" width="317" /></a></div><br /><p>It happens all the time: A great employee receives a promotion and then, for some reason, begins to falter months or years into the new job.</p><p>The boss may be confused as to why this once great worker seems to be failing. Unfortunately, sometimes these problems lead to this employee leaving the company or being nudged out.</p><p>What happened? Did the employee get complacent? Get in over his or her head? </p><p>The reasons may not be the employee's fault, but that of the boss who promoted him or her.</p><p>Some <a href="https://www.strategy-business.com/blog/Do-you-really-want-that-promotion?utm_source=itw&utm_medium=itw20211026&utm_campaign=resp">executives say</a> that one of the problems with promotions is that bosses never stop to ask the employee if he or she even wants the promotion. What if that person is perfectly happy and motivated in the current position? What if the new job is seen as a reward by the boss but actually turns out to be a punishment?</p><p>Most of us wouldn't turn down a promotion. To do so might anger the boss and be career suicide. It might mean that another promotion never comes along at that company, and compensation won't ever increase according to an employee's value to that organization.</p><p>These executives suggest that bosses need to:</p><p>1. Ask "Do you really want the job?"</p><p>2. Outline a true picture of what the job entails -- the good, the bad and the ugly.</p><p>3. Assess whether the employee's personality really matches with the job -- or it's a way to simply fill a position with a known quantity.</p><p>4. Assure the person that if the promotion isn't a good fit, other opportunities will come along. Or, come up with other ways to reward a great employee, such as monetary rewards or great projects.</p>Anitahttp://www.blogger.com/profile/07673125042097858304noreply@blogger.com0tag:blogger.com,1999:blog-5579284890902840419.post-36827370283741762312021-10-25T09:10:00.000-05:002021-10-25T09:10:39.549-05:00Research: Female Managers Focus More on Well-Being of Workers<div class="separator" style="clear: both; text-align: center;"><a href="https://cdn.pixabay.com/photo/2014/11/04/09/17/executive-516331__340.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="340" data-original-width="510" height="340" src="https://cdn.pixabay.com/photo/2014/11/04/09/17/executive-516331__340.jpg" width="510" /></a></div><br /><p><br /></p><p>Corporate women in America are more burned out than men, but continue to offer greater support to their teams than their male counterparts, finds a new <a href="https://www.mckinsey.com/~/media/McKinsey/Email/Shortlist/152/2021-10-15c.html?cid=other-eml-shl-mip-mck&hlkid=ab6cd858d86c4af98914dba8072ea264&hctky=12314387&hdpid=85e14a8c-1998-4cb9-957e-e8bdb9e6e4eb#">study</a> from LeanIn.Org and McKinsey and Co.</p><p>Specifically, the study of 400 organizations employing 12 million people, found that women leaders are helping their employees navigate work/life challenges, such as making sure workloads are manageable and making sure workers are coping and doing well. </p><p>The research also finds:</p><p></p><ul style="text-align: left;"><li>Senior-level women are twice as likely as their male counterparts to dedicate time to diversity, equity and inclusions. McKinsey research has found that organizations that create strong, supportive cultures are more likely to retain the best people, leading to stronger bottom-line results.</li><li>Women who take on this extra work aren't being recognized for it. That's why McKinsey researchers suggest that companies tie management performance and compensation measures to the overall well-being of workers.</li><li>Even though artificial intelligence and robotics are becoming more popular in the workplace, more employers are focusing on the importance of human social and emotional skills in addition to decision-making and statistical skills.</li></ul><div>If you're in a job that feels as if it's stagnating or you're not getting enough support from your manager, it may be time to consider whether your boss may be the biggest obstacle to your success. If so, it might be time to consider organizations that reward managers for looking out for the well-being of the bottom line -- and the employees.</div><p></p>Anitahttp://www.blogger.com/profile/07673125042097858304noreply@blogger.com0tag:blogger.com,1999:blog-5579284890902840419.post-16584505606316484232021-10-18T07:00:00.001-05:002021-10-18T07:00:00.290-05:00Why Stress Can be Good for You<p> </p><div class="separator" style="clear: both; text-align: center;"><a href="https://cdn.pixabay.com/photo/2012/02/29/12/19/ache-19005__340.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="340" data-original-width="226" height="340" src="https://cdn.pixabay.com/photo/2012/02/29/12/19/ache-19005__340.jpg" width="226" /></a></div><br /><p><br /></p><p>Got stress?</p><p>If you're like most of the human race, the answer is "yes."</p><p>But is stress such a bad thing? There's been a lot of discussion about how many people are quitting their jobs after having time to reflect during the pandemic lockdown. They decided that they were tired of the stress of their jobs, and wanted something different.</p><p>Still, according to research by Alia Crum, an assistant professor at Stanford University, stress doesn't have to always be debilitating. For example, you might be stressed before a big presentation at work or an important meeting, but is that really a threat? Or, can it be "appraised" by you as something that's difficult, but you have the resources to overcome?</p><p>Stress, she explains, is complex. Some people simplify it and see it as something that can make you sick. But if you challenge your assumptions, you may start to see that stress can be "enhancing," she says.</p><p>Specifically, stress can boost your cognitive functioning, physical health and how you interact with others.</p><p>"Stress can help you rise to a new level of understanding, can deepen your connection to others, can make us physiologically grow tougher and stronger," she says. "Having that focus shifts our attention and behaviors in ways that make that mindset more true." </p><p>Instead of viewing stress as something that is going to adversely affect you, open your mind to the idea that stress should be welcomed because it can add value. </p><p>"Inherently underneath the stress is a true value, a true care, a true purpose. And we wouldn't be in this situation if it wasn't for something that mattered. And we wouldn't be stressed about it if it wasn't for something that mattered," she says.</p><p>To learn more about Crum's take on stress, check out more <a href="https://www.gsb.stanford.edu/insights/mindset-matters-how-embrace-benefits-stress?utm_source=Stanford+Business&utm_campaign=888f8a8837-Stanford-Business-Issue-220-9-26-2021&utm_medium=email&utm_term=0_0b5214e34b-888f8a8837-73775693&ct=t(Stanford-Business-Issue-220-9-26-2021)">here</a>.</p><p><br /></p>Anitahttp://www.blogger.com/profile/07673125042097858304noreply@blogger.com0tag:blogger.com,1999:blog-5579284890902840419.post-39078163851211096052021-10-11T08:18:00.002-05:002021-10-11T08:18:39.364-05:00Do This One Thing to Be a Better Listener<div class="separator" style="clear: both; text-align: center;"><a href="https://cdn.pixabay.com/photo/2016/06/10/00/05/woman-1447067__340.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="340" data-original-width="340" height="340" src="https://cdn.pixabay.com/photo/2016/06/10/00/05/woman-1447067__340.jpg" width="340" /></a></div><br /><p><br /></p><p>Are you a good listener?</p><p>Most people believe they are good listeners, yet others often don't say the same about them. </p><p>That can lead to a lot of misunderstandings, frustrations and hurt feelings. At work, it can harm your professional reputation or even lead to you missing out on some new opportunities because the boss doesn't believe you are a good listener.</p><p>A recent <a href="https://knowledge.wharton.upenn.edu/article/how-language-boosts-customer-satisfaction/?utm_source=kw_newsletter&utm_medium=email&utm_campaign=2021-09-21">study</a> of providing better customer service also provides some real insight into how we can all become better listeners, whether it's dealing with a customer or a colleague.</p><p>The key: Being concrete when responding.</p><p>This means that instead of saying something generic like, "I'll help you with that," or "That can be fixed," you are more definitive in your answer. "I'll help you correct that report before it goes to the client," or "I can fix that email marketing campaign so that it goes to the right people," shows the speaker that you clearly understand the issue and have been listening.</p><p>In other words, when you use words like "that," it's too vague and doesn't make the speaker feel like you are paying attention. It sounds too generic, as if you're making an automated response while you're really thinking about something else.</p><p>When you show others that you are paying attention, they feel more connected to you and it helps establish greater trust and a belief in your abilities. So, don't be wishy-washy in your responses, but instead try to offer concrete answers.</p>Anitahttp://www.blogger.com/profile/07673125042097858304noreply@blogger.com0tag:blogger.com,1999:blog-5579284890902840419.post-89522223154656560732021-10-04T07:00:00.001-05:002021-10-04T07:00:00.195-05:00Study: Work Interruptions Aren't Always Bad<div class="separator" style="clear: both; text-align: center;"><a href="https://cdn.pixabay.com/photo/2016/09/29/11/36/listen-1702648__340.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="340" data-original-width="510" height="340" src="https://cdn.pixabay.com/photo/2016/09/29/11/36/listen-1702648__340.jpg" width="510" /></a></div><br /><p><br /></p><p>Does it get on your last nerve when you're in the "zone" at work and then someone interrupts you?</p><p>If so, you're not alone. But interruptions aren't always a bad thing, finds a new <a href="https://showme.missouri.edu/2021/dont-leave-me-alone/">study</a> by the University of Missouri.</p><p>If an interruption is related to work -- the boss wants to talk about a new project or a colleague has a question about a process -- then that interruption can further increase your engagement in work. But, if someone interrupts you to talk about last night's hockey game or some other non-work related issue, then it hurts employee engagement, the study finds.</p><p>Also, the research reveals that a work-related interruption often increased collaboration, while the non-work related interruption did not.</p><p>That's something to consider as more companies use virtual interactions to stay connected to employees who may work from home some, or all, of the time. Not having the chance to drop in and talk about work from time-to-time may hurt engagement and collaboration.</p><p>Still, that doesn't mean employers should forbid casual conversations about other topics.</p><p>"Employers may want to limit non-work-related interruptions, but that doesn't mean they should get rid of them all together," says John Bush, assistant professor of management at the Trulaske College of Business at MU. "There are interpersonal benefits, such as strengthened relationships, that can stem from these non-work-related interactions."</p>Anitahttp://www.blogger.com/profile/07673125042097858304noreply@blogger.com0tag:blogger.com,1999:blog-5579284890902840419.post-25439810476094348772021-09-27T07:00:00.001-05:002021-09-27T07:00:00.237-05:004 Ways to Handle a Colleague Who Yells at You<div class="separator" style="clear: both; text-align: center;"><a href="https://cdn.pixabay.com/photo/2021/03/08/19/08/argument-6080057__340.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="340" data-original-width="501" height="340" src="https://cdn.pixabay.com/photo/2021/03/08/19/08/argument-6080057__340.png" width="501" /></a></div><br /><p><br /></p><p>Have you ever had someone yell at you at work?</p><p>It's not fun. It's happened to me, and I can tell you that it was not a pleasant experience.</p><p>What should you do if a colleague yells at you while on the job? You need to:</p><p><b>1. Stand up for yourself.</b> Some people might not be able to do this, or may be so shocked in the moment that they can't respond to the person yelling. But keep your voice level (don't start yelling) and calmly say how the yelling makes you feel. For example, "Your yelling makes me feel uncomfortable and disrespected." Wait for a response and don't talk over the other person.</p><p><b>2. Remove yourself.</b> If you can't think of anything to say and the yelling continues, leave. Say, "I'll talk to you another time when you're calmer and more respectful," and go to the restroom or a quite place to calm down.</p><p><b>3. Report the incident. </b>It's OK to go to human resources or your boss to report what happened. Be as professional as possible in describing the facts as they unfolded. Ask for advice on what you should do or how they might help you resolve the issue.</p><p>4<b>. Resolve it.</b> You may believe that you can just ignore the whole thing, but it's better to get the issue resolved so that it doesn't interfere with your ability to do your job effectively. Ask to speak privately with the person and calmly say again how the yelling made you feel. Believe it or not, the person may not even remember the incident, especially if he or she is known for yelling. But it's OK to say that you don't want it to happen again and want to find a better way to interact with one another.</p><p><br /></p><p><br /></p><p><br /></p>Anitahttp://www.blogger.com/profile/07673125042097858304noreply@blogger.com0