Don’t Let Remote Work Derail Your Career: 3 Ways To Enhance Visibility

Presence and visibility enhance relationships...getty

Working from home can be pretty great, but it also comes with drawbacks. In particular, your time away from the office may be a barrier to advancing your career, building relationships or landing your next promotion.

Many companies are striving for presence equity—seeking to value employees and provide opportunities regardless of where they work or how often they come into the office. But even if your organization is taking these steps, it can still be tough to stay on the radar screen and ensure visibility.

You’ll need to be intentional about how you demonstrate your commitment, engagement, presence and importance—and there are strategies that work best to do just this.

Visibility Is Valuable

Plenty of research has demonstrated people’s behavior is significantly impacted by cognitive biases and mistakes in judgment—ways of interpreting the world and each other that are largely out of our awareness or conscious control. For example, with confirmation bias people tend to seek out and more readily see data which agrees with their current opinions. And with “recency error”, people tend to remember better and weight more heavily the experiences they’ve had most recently.

The implication: When you demonstrate your engagement, others will see future behaviors which reinforce their perceptions of your commitment. Or when you’re present more often (virtually or face-to-face), people will be more likely to keep you top-of-mind.

In addition, sociologically speaking, proximity is one of the primary determinants of relationships. People tend to build stronger relationships with those they see and interact with most frequently. This is largely because they get to know others—what makes them tick, details of their lives and motivations for their behavior.

This is also related to a bias of familiarity in which people tend to prefer and accept people and things that are more familiar, and avoid or shy away from those which are unknown or ambiguous. The implication: Staying in touch will help you build relationships which will matter to your happiness and your career.

A study published in Organizational Science reported that people who had more face time with colleagues—more time observed by others present and working—tended to benefit from getting assignments for better projects and greater career advancement. Researchers found this was the case because their presence was a signal of their commitment to the job, the team and the organization.

The average employee also sees the value of presence for getting ahead. According to a study by ASA and the Harris Poll, 56% of respondents believed those who work in the office 100% of the time have an advantage in getting raises, bonuses and promotions compared with those who work remote 100% of the time. In addition, 95.5% of employers believed remaining visible was important to career advancement, according to a study by Joblist,

The bottom line is that being present, interacting more frequently and getting to know others are important for all kinds of relationships, but also for career growth.

And the good news is you can create visibility in many ways no matter where you work.

Getting On the Radar Screen

Large proportions of employees are taking intentional effort to stay visible. In fact, according to the Joblist data, 38% of employees have gone out of their way to get noticed while working from home and 36% of remote employees had a “visibility strategy” to stay top-of-mind.

Of course staying visible takes extra effort, according to 76% or respondents, but it seems to pay off. The great majority (93%) of managers had a positive impression of employees who were making an effort and staying in touch. In addition, managers said when employees went the extra mile to stay connected, they saw them as more motivated (68%), more engaged (56%) and more productive (56%).

But just as important, the employees had better experiences as well. They reported more satisfaction with their levels of productivity, engagement and job security. In addition, they were less likely to suffer from burnout, imposter syndrome or loneliness.

Being Seen

You can enhance visibility in multiple ways, whether you’re working remote, hybrid or in the office.

#1 – Be Accountable

One of the primary ways to enhance your visibility is through great performance. The Joblist survey found 41% ensured their projects stayed on track and moving forward as a way to enhance their visibility. And 37% focused on details to ensure their work was up to par.

You can also take initiative to identify problems and improve processes. In the survey, 21% of people said they did things outside of their job description, and 21% volunteered for a task for opportunity. Managers reported that when people offered new ideas, it was the number one way they could stay visible, and quantifying their results was also in managers’ top ten ways people could stay connected.

When you promise something, deliver. When you do complete your work, do it well. When someone is counting on you, be sure you come through. You’ll build credibility and people will come to rely on you. Following up, following through and finishing tasks effectively will get you noticed, and it will be the basis for terrific career growth.

#2 – Be Present and Accessible

Another significant way to manage your visibility is to be present, literally and figuratively. Show up in the office when you can, and align your schedule with teammates’ calendars so you’re in the office at the same times as much as possible. When you’re remote, turn on your camera.

Whether you’re interacting from a distance or in person, be focused on the interaction and resist the distraction of devices. Tune in, ask questions and stay engaged with the people around you.

You don’t have to work 24/7 and it’s important to have healthy boundaries, but when you’re working, be accessible and responsive to others. Respond quickly and thoroughly to colleagues’ questions or requests. When you’re out of the office, be sure to communicate it to others so they can plan accordingly.

#3 – Be Connected

Seek out relationships with plenty of people in your organization—those within your team or department, but also those outside of your area. Also initiate interactions with those who are at all levels of the organization.

Increase your visibility by being intentional about working with others, taking the initiative to join a new project team or helping a colleague. In the Joblist survey, 37.4% of people enhanced visibility by helping colleagues with tasks. In addition, 36% checked in with colleagues regularly, and 36% expressed gratitude to others.

Also be sure you’re staying in touch with your leader through regular one-on-one meetings and by reaching out appropriately for problems or to make your boss aware of issues. Track your work and your outcomes in a meaningful way so details about your value and your great results are always available for your boss.

Presence Pays Off

Visibility is related to authenticity. When people sense your real commitment, engagement and dedication, they’ll want to work with you and support your efforts. If you work at a distance, you might need to be more intentional, but ultimately your work will shine through and pay off in career advancement.

I am a Ph.D. sociologist and the author of The Secrets to Happiness at Work exploring happiness, fulfillment and work-life.

Source: Don’t Let Remote Work Derail Your Career: 3 Ways To Enhance Visibility

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Related contents:

What is telework?, United States Office of Personnel Management“Jack Nilles”, jala.com, JALA International, September 26, 2011Uy, Melanie (March 10, 2021). “Differences Between Telecommuting and Telework”. Lifewire.Woody, Leonhard (1995).

The Underground Guide to Telecommuting. Addison-Wesley. ISBN 978-0-201-48343-7.“Mobile Worker Toolkit: A Notional Guide” (PDF). General Services Administration.Gajendran, Ravi; Harrison, David (2007).

The Good, The Bad, and the Unknown About Telecommuting: Meta-Analysis of Psychological Mediators and Individual Consequences” (PDF). Journal of Applied Psychology. 92 (6): 1524–1541. doi:10.1037/0021-9010.92.6.1524. PMID 18020794. Retrieved February 17, 2022.Byrd, Nick (2021).

Online Conferences: Some History, Methods and Benefits”. Right Research: Modelling Sustainable Research Practices in the Anthropocene: 435–462. doi:10.11647/OBP.0213.28. S2CID 241554841.

How WeWork Has Perfectly Captured the Millennial Id”. The Atlantic.“Telework legislation”. U.S. Office of Personnel Management.“H.R. 1722 (111th): Telework Enhancement Act of 2010”. GovTrack.CHANG, ANDREA (November 12, 2020). “‘

Work from anywhere’ is here to stay. How will it change our workplaces?”. San Diego Union-Tribune. Los Angeles Times.Rosalsky, Greg (September 8, 2020). “Zoom Towns And The New Housing Market For The 2 Americas”. NPR.SAAD, LYDIA; WIGERT, BEN (October 13, 2021).

Remote Work Persisting and Trending Permanent”. Gallup.“How usual is it to work from home?”. Europa. May 17, 2021.WAGNER, ERICH (January 7, 2022). “Report: 45% of All Federal Employees Teleworked in Fiscal 2020”. Government Executive.Bloom, Nicholas (February 10, 2023).

Home is where the work is (video). The Future of Everything Podcast. Stanford University School of Engineering.Rojas, Benjamin (October 13, 2021). “How Remote Work Can Increase Business Profits”. Forbes.

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Setting Boundaries: How Clients And Advisors Improve Their Professional Relationship

Good communication around expectations forms the baseline for a successful relationship between ... [+] getty

As in many relationships, the continuity of a client / advisor relationship depends on the strength of the connection. Working with a professional advisor who provides the professional guidance and expertise that it needs to perform at a high level could help catapult a business.

Longstanding relationships are usually characterized by mutual give and take. However, businesses often face an interesting dilemma – navigating the unknown boundaries in a trusted client / advisor relationship. While some boundaries may be explicit, others can fall in a gray area and may require a conversation.

Successful businesses celebrate business milestones differently. They may show their appreciation to the professional advisors who have helped them achieve their success in ways outside of the payment of the agreed professional fee.

Many, especially family businesses whose advisors may have worked with the family for a long time might have a relationship that borders on personal. Appreciation can be seen as a sign of trust and gratitude. But not all advisors accept such gestures with open arms. Some do so politely, but unwillingly, in order to not risk offending the offerer. Others will decline an invitation from the client to attend a celebratory social event.

Take, for example a client who, after experiencing a legal victory, presents his lawyer with a very expensive watch as a token of appreciation. This present is offered in addition to the regular fees that the pays. In declining the present, the legal advisor understands that the client may take offense, but more may be at stake.

In some instances, a certain professional designation may actually preclude an advisor from accepting such gifts. In others, the advisor may decline based on personal or professional preference. Depending on the jurisdiction, if the lawyer, for example is an officer of the court, accepting presents may endanger his professional independence and violates model rules of professional conduct.

Some quick rules of thumb around managing these types of boundaries, are:

  • Communicate your ‘ways of working’. Advisors should consider establishing a standard policy around preferred ‘ways of working’ and communicate this with clients respectfully and as soon as possible. For longstanding clients, an explanation may be requested. Since old habits die hard, you may still be approached with gifts and social invitation that you may need to decline. But then it would be easier to reference your ‘ways of working’ policy as you politely decline.
  • Don’t become offended As a client, recognize that professional boundaries could exist. if an advisor declines your offer or invitation, don’ t become offended. If your advisor did not share their professional code of conduct at the beginning of your working relationship, one may not exist. Ask for clarity. Many advisors typically welcome the opportunity to clarify their ways of working.

Advisors, on the other hand risk harming the close cooperation of a trusted relationship if they are perceived to be arbitrarily declining gestures of appreciation. Some workarounds to ensuring that the trusted relationship remains in tact without abandoning standard human niceties, include:

  • Showing genuine interest. The key to relationship building is in showing interest in your clients, not as humans and not purely transactional. If you are aware of an upcoming celebratory event, ask about it politely and conversationally. Showing genuine interest helps to foster the client/advisor connection even if you cannot accept a present or attend a social event hosted by the client.
  • Know your boundaries. Decide what you would deem as an appropriate way to celebrate with your clients. You should be able to apply this to all clients without fear of blurring the lines. Maybe you don’t accept gifts but you send them a card thanking them for their cooperation in working towards the victory; Maybe you establish a threshold for gift spend and record gifts received in a gift ledger for transparency.
  • Know your client. While it may be easier to treat all clients as transactions, knowing the client’s business – its mission and values – and being able to connect with its key decision-makers across multiple generations cannot be ignored. This is often the key to building a connection that withstands the test of time.

While professional client / advisor boundaries can exist, knowing what they are and taking steps to proactively manage the client / advisor relationship within these bounds could help both parties pave the way for a relationship that lasts long into the future.

Rochelle is the Managing Director of Succession Strength (a succession and business exit advisory firm).

Source: Setting Boundaries: How Clients And Advisors Improve Their Professional Relationship

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How The Corporate Cafeteria Is Changing

 

Even as the sprawling dining halls of old struggle with emptier workplaces, food is still important to employees, particularly the young. Many companies are reinventing the company meal. The corporate cafeteria can be an especially lonely place these days.

“You used to walk in at 12 o’clock on a Tuesday and stand in line to get something,” said Casey Allen, 46, who works for a division of the agricultural chemical company BASF in Raleigh, N.C. “Now, you walk in and you’re usually first in line.” A paternalistic fixture of white-collar life born of the Industrial Revolution, the office dining room survived the midcentury move to sprawling suburban office parks.

It weathered the rise and fall of cubicle culture and power lunches, and more recently, the lavish excess of the Silicon Valley office lunch. But as the American office emerges from its pandemic slumber, can the cafeteria survive layoffs, a workweek that sometimes requires only a few days in the mother ship and a new, more demanding generation of employees?

Even at companies like Meta, which this month announced that it would lay off 126 cafeteria employees at its headquarters in Menlo Park, Calif., workers are skipping free meals in a quest to leave the office as soon as possible.

“The world of the traditional big cafeteria is dead,” said Fedele Bauccio, who in 1987 co-founded Bon Appétit Management Company, which runs food service at hundreds of museums, universities and companies like LinkedIn. “They are just too expensive to maintain, and not flexible enough.”

Still, office workers need to eat. So companies are blowing up the cafeteria. Long regarded as a way to encourage productivity, cafeterias are being reframed as respite and recreation, designed to attract younger workers in a job market badly in need of them.

Some companies are installing cocktail bars, or hosting sunset oyster-shucking parties to help employees relax and socialize after work. The large dining halls at tech giants are being divided into smaller, more homey spaces flexible enough to feed a work force whose size changes drastically day to day. Developers are building restaurants that function like subsidized corporate cafeterias but are open to the public.

“Free pizza isn’t enough anymore,” said Andrew Montesano, the North America food programming and operations manager at LinkedIn. Employees, especially younger ones, are demanding more culturally authentic meals and climate-friendly kitchen protocols, like reducing waste, according to Mr. Bauccio and others in the corporate food service business. They are eating less meat and questioning labor practices. Health and wellness have become a menu mantra.

Companies that aren’t paying attention are likely to suffer, said Jennifer A. Chatman, associate dean for academic affairs at the Haas School of Business at the University of California, Berkeley. Smart leaders know that informal interaction can keep corporate culture from eroding as remote work persists, and may be the main purpose for coming to the office in the future, she said.

“A cafeteria is not the only way to get there,” Dr. Chatman said, “but people need to eat, and we know eating together fosters interaction.” Food has become such an important recruitment and retention tool that some applicants for remote jobs are even offered credits with food delivery companies, or generous weekly lunch stipends — benefits that may be especially prized as inflation drives up food costs.

Free meals can also offer psychological rewards, Dr. Chatman said. “There’s an advantage to being able to say, ‘My company buys me lunch every day.’ There is a symbolic value in feeling like you are being taken care of by the company.” On the shores of South San Francisco, an airy two-story restaurant called the Anecdote opened in March on a biotech campus. It functions like a corporate cafe, but has the look and feel of a restaurant.

 

Bon Appétit Management Company pioneered the idea with real estate developers. Companies in the building can use the restaurant as a way to offer employee meals, sometimes free or at a discount. But anyone can stop in for dishes like crispy tofu sliders and $16 Dungeness crab cakes.

Company downsizing and hybrid work hours prompted the idea, but cities — particularly on the West Coast — that are pushing companies to stop providing abundant free food helped it along, said Alison Harper, a Bon Appétit district manager. Huge corporate cafeterias, the reasoning goes, keep workers from patronizing local food businesses, and offer nothing for the neighborhood.

“The pandemic speeded up what I consider a paradigm shift that was already happening in the Bay Area and beyond,” she said. “Cities were saying we don’t want big, closed cafeterias that don’t benefit the community anymore.” Hans-Peter Goertz, 48, eats at the Anecdote during the three days each week he goes to the Cytokinetics office. He misses the variety and speed of food service at his former employer, Genentech, where a dosa or an order of fresh, local fish was delivered fast and free.

A meal at the Anecdote, he said, is more akin to a longer, European-style lunch. “I can get a really nice meal for $4 or $5 in a beautiful setting with an innovative menu,” Mr. Goertz said. “It’s a very nice perk that translates beyond the economics.” There may be no better example of the changing fortunes of corporate dining than the former Condé Nast cafeteria in Midtown Manhattan, once an exclusive palace of power where the editor Anna Wintour ordered blood-rare burgers, and one might spot Cameron Diaz at the salad bar or John Updike having lunch with a New Yorker editor.

The cafeteria line became so legendary that it had a role in the film “The Devil Wears Prada.” (“You do know that cellulite is one of the main ingredients in corn chowder,” Stanley Tucci tells a young new hire ladling some into a bowl.) The Durst Organization opened the revamped cafeteria at 151 West 42nd Street in 2018, after Condé Nast moved out.

Part of its $150 million renovation was spent giving the cafeteria, originally designed by the famed architect Frank Gehry, a face lift. Anyone whose company rents space in the building is welcome. Durst put beehives on the roof of a neighboring building and uses its honey in the cafeteria. It began offering master classes in cooking lobster and fresh pasta. Food scraps are shipped to the company’s 1,800-acre McEnroe Organic Farm near Millerton, N.Y., and the compost is used to grow vegetables for the cafeteria line.

Quality food, served in refined gathering spots, has been such a winning formula that Durst is replicating it in its building at 825 Third Avenue, which is also undergoing a $150 million renovation. By this summer, employees at companies like Gotham Asset Management and National Bank of Egypt will be able enjoy a cafeteria lunch, and after work head to a 6,000-square-foot terrace for happy hour or an oyster-shucking party.

At One World Trade Center, which Durst co-owns with the Port Authority of New York and New Jersey, a large, casual communal space on one floor offers a quick-service cafe with high-end coffee and beverages. The building is home to young, midsize tech companies like Wunderkind and Undertone, which have pumped up their own pantries, sometimes making them the centerpiece of the office.

“What we’re seeing is a merger of the renaissance in food and corporate dining,” said Spencer Cohn, who manages food and beverage for Durst. “The shift is not temporary.” David Neil, a Durst principal, said a number of companies have made their leasing decisions based on a building’s food and beverage offerings.

In less flashy corners of corporate America, companies are struggling to find efficient ways to manage unpredictable lunch crowds and reduce labor costs while still offering dining options. Streamlined menus with QR codes are posted on office walls, and orders are made on apps or at kiosks.

Some businesses have abandoned cafeterias altogether in favor of subsidizing food delivery. An app called Relish by ezCater aggregates a variety of restaurant orders from employees and delivers them all at the same time, in uniform packaging, so everyone can eat together. It uses a network of more than 104,000 restaurants in every state, selected based on their ability to reliably feed large groups.

Stefania Mallett, the chief executive of ezCater, said that companies she never thought would subsidize food for employees have signed up because it’s cheaper than running a cafeteria and satisfies younger workers, for whom food is becoming a requirement rather than a perk.

The New York ticket company SeatGeek uses the service regularly, she said. On days it offers subsidized lunch through the Relish app, five times as many employees come to the office. “It’s much cheaper to give you a sandwich than replace a worker,” she said. Still, there are some parts of the country where the old-school corporate dining room endures. The cafeteria at Hallmark headquarters in Kansas City, Mo., is one of them.

In 1956, Mr. Hall opened the Crown Room, with an army of cooks, a terrific view and 36 chandeliers shaped like the company logo. “Greeting cards represent thoughtfulness, and it’s fitting that those who create them should be working in the best conditions we could provide,” he said at the time.

The Crown Room was always the heart of the company, with cakes for employee birthdays, World Series parties and gift-wrapping demonstrations. People heading home for the day could pick up a potpie or some meatloaf for the family on their way out the door.

During the height of the pandemic, when headquarters was closed, the kitchen still turned out packaged sandwiches and salads to feed people in the manufacturing plants. The dining room reopened in April. “Hallmarkers were thrilled to have the Crown Room back open,” said Paul Herdtner, a company spokesman who is particularly fond of the cafeteria’s Texas sheet cake.

It’s a piece of Hallmark corporate culture no one wants to change, but reality is reality. These days, the cafeteria line is open only three days a week.

Kim Severson

Source: How the Corporate Cafeteria Is Changing – The New York Times

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How To Un-Spoil Your Kid, According To Parenting Experts

Malte Mueller via Getty Images

A spoiled kid is one who thinks and acts like the world revolves around them. They’re used to getting what they want, when they want it — and if they don’t, they’ll throw a fit until they do. They show little to no appreciation for what they have and expect others to cater to them, often without contributing anything in return.

Some parenting experts don’t like to use the word “spoiled” to describe a child because it implies they’re somehow “ruined.” Some prefer the word “entitled,” with a focus on labeling the negative behavior, not the kid’s character.

According to parenting coach Amy McCready, founder of Positive Parenting Solutions, examples of entitled behavior might include “the expectation that things will be done for them, like the household chores, or awarded to them unnecessarily, like getting candy for trying one bite of broccoli or getting paid to do homework.”

“Entitled kids may also believe they are the center of the universe and that rules don’t apply to them,” McCready said. “They usually get their way and fail to show gratitude.”

All kids will have “off” days when they act up from time to time. So “it’s important to distinguish between whether your child is just having a rough day or they are exhibiting ‘spoiled’ behaviors” consistently, said McCready, who wrote the book “The ‘Me, Me, Me’ Epidemic: A Step-by-Step Guide to Raising Capable, Grateful Kids in an Over-Entitled World.”

Parenting coach Traci Baxley, author of “Social Justice Parenting,” told HuffPost that in her work, she focuses less on the kid’s behavior and more on the parents’ habits and approach. Caregivers rarely set out to raise a spoiled child, but they may end up indulging their kids anyway for a number of reasons.

“Parents show up using the limited tools they were taught, or attempt to overcompensate for lack in their own childhood,” Baxley said. “Parents are humans first, with lived experiences and possible traumas from the past that show up as fear, protection, and misguided, but well-intended, love.”

One quick thing to clear up: Spoiling a kid has nothing to do with “over-loving” them, said Aliza Pressman, co-founder of the Mount Sinai Parenting Center and host of the “Raising Good Humans” podcast.

“There is never a limit to how much love you have and show children,” she said. “This does not contribute to that sense of entitlement.”But if your way of showing love to your child is “tending to their every wish and need without teaching them there are limits, and that they can do and work towards things themselves,” then your kids are more likely to be entitled, McCready said.

No child is born “spoiled”— it’s a learned behavior, Baxley said. So the good news is that we can help our kids become less entitled by modifying our parenting approaches and helping them change their behavior in turn. Here’s how to “un-spoil” a child, according to experts.

Do some self-reflection.

Take time to think about why you make some of the parenting decisions you do. Ask yourself: “Why do I need to over-purchase for my child? Why do I find it too difficult to say no? How does it make me feel after I’ve bought something or said yes when I really wanted to say no?” Baxley said.

“See what bubbles up for you,” she said. “See if you can connect something in the past to your current parenting practices and engage in small intentional steps to make changes.” Be aware that this kind of reflection can be difficult for some parents, because it may bring up painful memories from their own childhood.

“Please know that this process may include getting professional support, great patience and giving yourself grace along the way,” Baxley said.

Encourage autonomy.

“This means not doing for your child what they can already do for themselves, guiding and encouraging them to do what they can almost do, and teaching and modeling things they are not yet ready to do,” Pressman said. Examples might include things like getting dressed, putting on their shoes or making a snack.

Set and enforce boundaries consistently.

You may hate setting limits or saying “no” to your kid because it’s exhausting or distressing to watch them have a meltdown. But kids want and need consistent boundaries, Baxley said. Nevertheless, they’ll push back — “and push back hard if they aren’t used to boundaries from their parents,” she said.

“During their breakdowns or lack of emotional regulation, acknowledge the feelings instead of rewarding the temper tantrum or negative behavior,” she said.

How do you do this? Say something like: “‘I see you are disappointed you couldn’t get that toy today’ or ‘I know not being allowed to have a sleepover with your friends makes you angry,’” Baxley suggested. “This demonstrates that you have empathy and compassion for them in this situation, but you’re enforcing boundaries.”

Give them responsibilities at home.

When you kid is accustomed to you catering to their needs, it’s not easy getting them to meet your new expectations to do more at home. It can help to use what McCready calls “when-then routines.”

“You can use a when-then routine for anything from getting household work done —‘When the dog is walked, then you can see your friend’ — to bedtime — ’When your teeth are brushed and you’re in your pajamas, then we can read your book. But remember, lights out at 8 p.m.,’” she said. “Please note that the ’thens’ are regularly occurring events and activities and not rewards!”

Ditch rewards for everyday tasks.

Rewarding your kids with money, treats or toys to motivate them to do their homework or brush their teeth may work in the moment — “but in real life, prizes for basic tasks are few or nonexistent,” McCready said.

“That’s why it’s important to nurture long-term motivation — the capacity for hard work and self-achievement — and the benefits that come from that effort alone,” she said.

Don’t rescue your kid when they make mistakes or experience setbacks.

Parents have a tendency to want to rush in, fix things and save the day, often unnecessarily. It’s OK — good, even — to allow kids to fail and experience consequences for their actions.

“If a child did not get the part in the play or picked for the soccer team, support them through their challenging feelings, but don’t offer to speak to the coach and change the situation,” Pressman said. “If they forget their homework, allow them to experience the discomfort of owning up to it rather than having you explain it to the teacher. That helps kids grow up knowing what it feels like to be disappointed and to seek emotional support and move forward.”

Expect — and accept — that your child will be upset with you.

It’s inevitable: Your kid is going to get angry or disappointed with you at times. They might even say they don’t like you or need you. But parenting isn’t about being popular or well-liked all the time, Baxley said.

“Don’t let their behavior and words determine your family’s values and boundaries,” she said. “As part of a child’s development, from toddler to teenager, they test the power of using their voice. They are caught between two ways of being — to be independent and take care of themselves and the need to be loved and nurtured by their parents.”

You can give your child space to voice their feelings and frustrations without giving in to them all the time.

“Listen attentively and lovingly,” Baxley said. “We want them to know their voice and opinions matter. Stay consistent with your established values, so they know what your family’s guideposts are and they learn how to be accountable for their words and actions.”

Reinforce values like community and teamwork.

Entitled kids may struggle to think about other people’s needs. Having them contribute to the household by assisting with chores, or having them participate in community volunteer work, can help reinforce this.

“When we participate in acts of kindness, we experience a sense of joy,” Baxley said. “Each time our children get an opportunity to do for others, we build these habits of kindness. Over time, these habits will become the learned behaviors that we desire for our children.”

Help them be more considerate of others, shifting their focus from “me, me, me” to “we, we, we.”

“Look for those everyday moments to do so,” educational psychologist Michele Borba previously told HuffPost. “Like, ‘Let’s ask Alice what she would like to do,’ ‘How do you think Daddy feels?’ ‘Ask your friend what he would like to play’ or ‘Let’s go volunteer at the soup kitchen.’”

Refrain from shaming them.

Making your kid feel ashamed over their entitled behavior isn’t going to be productive for them or for you.

“Shaming does not help kids get unspoiled,” Pressman said. “Avoid saying, ‘You’re spoiled because…’ Instead, focus on helping kids understand that their behavior may need some fine-tuning, but who they are as a person is someone you love unconditionally.”

https://i0.wp.com/onlinemarketingscoops.com/wp-content/uploads/2022/12/5c66033d23000082012298d0.jpg?resize=66%2C66&ssl=1

Source: How To ‘Un-Spoil’ Your Kid, According To Parenting Experts | HuffPost UK Parenting

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Time: Understand How You Use It, Create More of It, Maximize It, and Sustain It

Graphic: Viktoria Kurpas (Shutterstock)

The writer Annie Dillard says, “How we spend our days is, of course, how we spend our lives.” Yet, we let our weeks happen to us instead of proactively designing our time. We don’t block off our calendars to do heads-down, focused work. We participate in meetings without clear agendas or purposes.

We work without a plan. We let the constant barrage of notifications distract us. We convince ourselves that our busy work is our most important work, even when we know better. The fundamental building block of a workweek is how each individual spends their time. But surprisingly, little attention is dedicated to how we design our hours and workweeks.

For example, when do you do your best work? How many meetings should you schedule on your calendar? Do you allow notifications and respond immediately, or do you turn notifications off to work uninterrupted?

Here are four steps to design your week

Conduct a self-audit to understand your time

Put everything you do on your calendar for two weeks, from meetings and time blocks for emails to special projects and preparing for upcoming meetings; then conduct a time audit by reflecting on the data.

  • What do you notice about how you spent your time?
  • What percentage of your time is dedicated to each project? To meetings?
  • What days of the week are you most focused?
  • What time of day are you most energized?

Use the insights from your audit to take the following steps:

  1. Identify small changes: Making small improvements can add up to big differences. What are the simplest, easiest steps you can take to proactively design your workweek? For me, it was blocking off my calendar to do heads-down deep work time 3-4 times per week and turning off notifications.
  2. Identify significant changes: Making big structural changes to your week can also lead to more time for the most important work. When I completed my self-audit, I realized that there were weekly standing meetings that could either get canceled or that I didn’t need to attend.

Reduce the cost of distractions to create time

The Australian software company Atlassian conducted research into distractions, and the results are staggering:

  • 36: The number of times we check email per hour
  • 16 minutes: Time it takes to refocus after an incoming email
  • 10: How many IQ points you lose when fielding constant emails (the same as losing an entire night’s sleep)
  • 56: The number of times we’re interrupted per day
  • 3 minutes: Spent working before switching between tasks
  • 2 hours: Spent recovering from distractions every day

Here are a few steps to reduce the time lost to distractions:

  1. Email: Turn off email notifications and set aside 2-3 blocks of time to check and respond to emails throughout the day. Then, ignore email for the rest of the day, knowing that you have time allocated to get to it.
  2. Notifications: Turn off all notifications (email, internal team notifications) for certain “deep work zones” scheduled throughout the week. I blocked off two deep work zones each week where I could work uninterrupted.
  3. Create goal-based calendar blocks: I often create 30 or 60-minute calendar blocks where I challenge myself to complete a specific task or reach a particular goal. Like the pomodoro technique, using time constraints to reach a predetermined goal can increase your focus and empower you to tune out distractions.

Finally, consider what you gain when you reduce distractions (time with your children, ability to go to the gym after work, work-free weekends, etc.).

Create boundaries to maximize your time

Boundaries are a crucial step in reducing distractions, burnout, and work stress. With 79% of employees reporting work-related stress in 2021, we need to take personal ownership and reclaim our time.

Boundaries can be hard to create, but consider using the results from your self-audit to help you determine what boundaries will be most valuable. For example, is it protecting your time? Limiting new, additional tasks? Blocking certain times of day for important work while you’re at your best? Avoiding company events that aren’t required?

When communicating your boundaries with others, focus on the benefit they create for the task at hand.

When your availability is limited:

“I prioritize time with my family on X day or after Y time, but I’m fully available [list commonly available times]. How can we leverage that availability to reach our deadline?”

When the project isn’t in line with your priorities:

“I am working on several projects right now and want to ensure I’m effective. Given that our quarterly goals are [insert goals/metrics/objectives], it seems like Y project and Z project are less essential and timely than x project. Is this right? How do you propose I best prioritize?

Test, Optimize, and Repeat to sustain your time

Start with designing just one workday. How might you proactively structure a workday that has a high chance of being focused, productive, and healthy? Make 2-3 small changes across notifications, deep-work time, emails, and boundary-setting. Then at the end of the day, review what you learned. What worked? What didn’t? Then try again for another day. Double down on 1-2 practices you already implemented and select 1-2 more to test.

If you find it harder to make changes daily, consider looking at a whole week and focusing on identifying 2-3 small changes you can make weekly. Then at the end of the week, reflect on what worked and what didn’t, and try again for the following week.

It can often feel like our calendar is predetermined for us; we just need to respond and make the best of it, striving to fit everything in. But we have more power than we sometimes give ourselves credit for. One of the best ways to find more time in our schedule is to recognize the agency within us and begin by taking a few small steps.

By: Banks Benitez

Source: Time: understand how you use it, create more of it, maximize it, and sustain it

.

Related contents:

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Cryptokit    https://jvz8.com/c/202927/383809/
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CryptoUnderworld     https://jvz8.com/c/202927/374345/
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Video Campaignor      https://jvz4.com/c/202927/387058/
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