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Career Strategies: The 5 Deadly Phrases To Avoid In The Job Interview Process

When it comes to the job interview process, whoever tells the best story wins. But certain phrases and ideas can short-circuit your career plans. Are you really able to have the kind of leadership conversation your job search deserves? When it comes to creating the career conversation that leads to consideration, avoid these five show-stoppers in the interview.

If you argue for your limitations, they are yours.

Richard Bach, Jonathan Livingston Seagull
  1. When Is Honesty NOT the Best Policy? – do you ever find yourself saying a version of this phrase: “If I’m being honest…”? TBH, that phrase is honestly hurting your chances in the interview process. Here’s why: if I need to call out the fact that I’m being honest right now, doesn’t it make you wonder if I’ve been honest with you up until this point? Why did I wait until now to get real and spill the T? Actually, in the interview, honesty is the only policy that works. Highlighting the fact that you are getting to the truth, but only just right now, can arouse suspicion and make people wonder why you aren’t full-on honest all the time. If you are a person of integrity, honesty is your default setting. Don’t create unnecessary suspicion. “To be honest…” is a filler phrase – like “umm” “Uh…” and “like”. None of those fillers are very satisfying in the job interview. So be really honest with yourself, and leave out the words that don’t serve you.
  2. The Fault Line – don’t cross it. “It was her fault” is the kind of blamestorming that can take you out of the running. Why? Because companies hire people who can overcome limiting circumstances. People are imperfect, nobody has a team of 100% superstars and circumstances often create difficulties in the office (that’s why it’s called work). How did you get past the obstacles and limitations – even if one of those obstacles was Jessica in Accounting? Phrases that blame people and situations point out your own limitations – what you couldn’t tolerate, tackle or transform. Focus on the story of how you overcame challenges, how you helped others to be better, or how you picked up the ball when somebody else dropped it. Remember, other people don’t need to be bad in order for you to be good. Concentrate on how you solve real problems – including personnel problems – by taking responsibility instead of laying blame.
  3. What You Don’t Know Won’t Hurt You – do you know how to answer an interview question where the answer is, “I don’t know” or “No, I don’t have that skill”? The fact is, no one can know everything. And not everything can be googled. Saying “I don’t know” isn’t a phrase that can NEVER hurt you – because it’s an honest and real response! The phrase that’s really dangerous? Trying to fake it until you make it! Don’t create a fiction around your skill set, ever. Any phrase that feels like fiction is one you’ve got to avoid.
  4. Disconnection is Deadly – Considering questions about skills or experiences you don’t have: are you able to connect your interviewer to a relatable topic – something that you do know, that might be supportive or helpful? For example, if the CIO says, “Do you have Salesforce Administrator Certification?” and you don’t, what do you do? Do you just say, “Nope!” blink twice and wait for your next mistake? Find a phrase that pays by connecting to what you do have: skills, talents and desire for the role! Point out the other experience or to action you can take to get what’s needed. “I don’t have the Admin certification but I went to Dreamforce [the company’s major annual conference] the last two years in a row. I’m very familiar with the software – let me share with you the experience I have and my training so far. If that certification is important, I can put together a plan to gain that credential in short order. Do you think that plan would be a requirement if I were to get this role?” Always connect your answers back to your interviewer, the company’s goals and your ability to work hard in the job – those things are always part of your story.
  5. Ultimatums – an ultimatum is a statement of what you won’t tolerate, usually phrased as a demand. Ultimatums reflect terms that you will or won’t accept, period. By definition, ultimatums point to your lack of flexibility and adaptability (two characteristics that might be useful for a new hire, wouldn’t you agree? Why would you demonstrate that you lack these two key qualities?) Now some ultimatums are important: “I won’t tolerate racism on my team”, for example, points to your beliefs and values. But “I won’t work on weekends” or “I need every Thursday afternoon off, or I can’t work here” is really pointing out your limitations. Look for phrases like “I can’t accept _______”, “I won’t allow that” or “That just won’t work for me.” Because if it won’t work for you, maybe you won’t work for this company. Every job interview is a negotiation. Once you get to “yes” you can decide if you want to take the job or not. You’re in the interview to explore your options – why start cutting yourself off from possibilities? Does it help your career to present demands and requirements, or are there other ways of looking at the situation? Is your ultimatum a personal preference that you’re clinging to, like a security blanket, or a statement of your integrity, values and work ethic? It’s better to keep your options open if you really want the job. Know the difference between uncompromising values and limiting statements that knock you out of the running. Keep your options open. Find out what’s really on offer and make a business decision to see if it fits for you. Ultimately, what you will and won’t accept is your decision, but arriving at that place without ultimatums is a smart way to frame the conversation.

The best interview is the most authentic, where you speak from your heart about the solution you can provide. By creating a dialogue with your interviewer, you build the conversation that matters most in your career. Don’t short-circuit your skills with ultimatums, filler phrases or fear of the unknown. The interview process is a journey of discovery. Your story – and the way you tell it – will guide you towards your next destination.

Follow me on Twitter or LinkedIn. Check out my website.

I write about the changing nature of the leadership conversation, and how communication creates the connections that matter. Recognized as the U.S. National Elevator Pit…

Source: Career Strategies: The 5 Deadly Phrases To Avoid In The Job Interview Process

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“Tell me about a difficult situation or challenge you faced in a workplace” By asking this question, employers are trying to see how you (A) take charge in handling a challenging situation, or (B) collaborate with your coworkers as a team to solve a conflict. They want to know if you have critical thinking and problem solving skill, how you approach the problem and the level of responsibility you take in challenging situations. It is very important to make sure that you use an example that demonstrates your ability to handle difficult situation. So do not mention about when you elevated the responsibility. Rather, talk about times when you stepped up and took a leadership position by collaborating with your coworkers. In order to construct effective story, use PAR model and follow the 3 steps. 1 Problem: Identify the problem. What was the issue? 2 Action: How did you and your coworkers analyzed the problem and took actions to solve the issue? 3 Result: What was the positive outcome in result of the action? By following PAR model, you can frame your story well. Watch the video to see example answer and start constructing your answer. Jobspeaker is a FREE service to help job seekers find better jobs. Login today!

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The Real Reasons Why Job Seekers Are Not Given Feedback

A common complaint and cause of frustration and irritation for interviewees is the absence of feedback after their interviews. It wasn’t always like this. In the past, it was standard protocol to provide feedback and constructive criticism to candidates. The hiring manager or human resources professional would diplomatically let the applicants know what they did well and the areas in which they need to improve upon.

The feedback was freely given with the best of intentions. The advice would consist of some positive aspects and, when justified, helpful critiques of the candidate—with respect to their skills, relevancy of their background and performance within the interview sessions. This would prove extremely helpful and productive if the person was invited back to partake in additional interviews. Even if the job seeker was turned down, they’d be provided with guidance so that they could perform better when they interview again somewhere else. The candidates could advantageously implement this vital information and constructive criticism.

This information relayed to candidates is important for them to conduct a self-assessment to ensure that they are presenting themselves in the best possible light. It’s similar to a batting coach in baseball who helps you improve upon your swing. His advice may not always be positive, but the goal is to make you a better baseball player.

Unfortunately, time’s have changed and this no longer applies to the present. In the current job market, feedback is offered sparingly—if at all. There is little-to-no feedback or constructive criticism offered. If you’re not accepted to proceed in the interview process, it’s rare to get a rejection letter or receive any input and advice from the company as to why you were unceremoniously passed over.

All the niceties and politeness are gone. You will now only hear from human resources if they want to move forward with you; otherwise, you get the silent treatment.

Here is why this happens.

Too Much Data

There has been a rapid proliferation of job boards, job aggregation sites (like Indeed and Glassdoor), Google for Jobs and corporate career pages. In addition to the ubiquity of jobs posted everywhere, everyone has a smartphone with them at all times. This combination makes it easy to search for jobs and easily apply. Many job seekers take the not-recommended approach of submitting their résumés for dozens of jobs—a large portion of which they’re not suited for, but want to give it a shot nonetheless.

Corporate talent acquisition and human resources professionals are deluged with résumés. Even with the applicant tracking systems that corporations have, it’s too much to handle. It becomes virtually impossible for the company to get back to everyone who submits their résumé. You may get a canned email response to your résumé or applications, but that’s about it. Don’t expect any meaningful color on whether or not you’re deemed a good fit for the job or company.

Fear Of Lawsuits

In today’s litigious society, companies are concerned about saying anything at all to candidates that could possibly be misconstrued. They are especially scared to give negative feedback to candidates out of fear that it might be misinterpreted as discrimination.

Something relatively innocuous said by an interviewer could be interpreted as sexist, ageist, racist or any other form of prejudice. Corporate executives are deathly afraid of costly, time-consuming lawsuits ensuing.

There is also the concern over a social media backlash because of something an employee said to a candidate. All you need is one disgruntled, denied job seeker to post his or her outrage on Twitter and it could go viral—irreparably damaging the company’s reputation. Not offering any feedback is a safer legal and public relations strategy for the company.

Stalling For Time

There is a belief by corporate executives that there is an abundance of qualified candidates. They erroneously believe that if the HR department waits longer, they will eventually find the perfect person suited for the role for a cheaper price.

They’ll keep you hanging on in suspense. The company doesn’t furnish you with an answer about your candidacy or offer a critique because you’re technically still in the running while they’re secretly holding out for a better candidate. They don’t want to say anything to make you bail out of the running—since they want to string you along and may ultimately want you if nobody better comes along. This is also a big reason why some interview processes tend to take so long.

Downsized HR Departments

The financial crisis wreaked havoc on all corporate departments, especially non-revenue-producing ones like human resources. Senior-level—higher salaried—HR people were downsized and replaced by more junior personnel.

Technology has also displaced many HR professionals. So, now there are fewer HR employees dealing with considerably more work. They simply don’t have enough time to respond to you and provide an evaluation and assessment of your talents.

New Expectations

The current generation of HR people only know the new, no-feedback milieu and perpetuates the status quo. This is a generalization, but many younger professionals are not comfortable picking up the phone and holding conversations with candidates, especially if it is not good news. They are equally uncomfortable holding a one-on-one conversation with a job seeker telling them that they’re not getting the job.

Third-Party Outsourcing

It has become a trend for companies to outsource their recruiting functions to third-party vendors. In this HR model, recruiters employed by another organization—who are kind of like mercenaries—are placed on the premises of many different clients. These are usually short-term stints. These types of recruiters, as you can imagine, have no vested interested in providing feedback to candidates, since they’ll be somewhere else in a couple of months.

Rudeness

You probably don’t need me to tell you this, but we are living in a time period in which people are not that nice to one another. It’s become the norm to be rude and ghost candidates.

We’re in a tight job market and companies complain that they can’t find people to fill their job openings. Their laments are ironic and tone-deaf as their very own actions of denying feedback alienates, discourages and blows off potentially perfect candidates.

Follow me on LinkedIn.

I am a CEO, founder, and executive recruiter at one of the oldest and largest global search firms in my area of expertise, and have personally placed thousands of professionals with top-tier companies over the last 20-plus years. I am passionate about advocating for job seekers. In doing so, I have founded a start-up company, WeCruitr, where our mission is to make the job search more humane and enjoyable. As a proponent of career growth, I am excited to share my insider interviewing tips and career advancement secrets with you in an honest, straightforward, no-nonsense and entertaining manner. My career advice will cover everything you need to know, including helping you decide if you really should seek out a new opportunity, whether you are leaving for the wrong reasons, proven successful interviewing techniques, negotiating a salary and accepting an offer and a real-world understanding of how the hiring process actually works. My articles come from an experienced recruiter’s insider perspective.

Source: The Real Reasons Why Job Seekers Are Not Given Feedback

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Job Search Strategies and Techniques – How To MASTER Your Job Search • FREE Sample Resume Template – The 6 Second Resume: https://heatheraustin.online/free-res… Ready to take it to the next level? Get the Career Advancement Toolkit TODAY: http://careertoolkit.win/ Have you submitted your resume and cover letter countless times and you still don’t have the job offer you’ve been waiting for? Are you looking for strategies that will accelerate your job search and help you land your dream job. If so, tune in, because in this video, you’ll learn 5 job search strategies that will help you tap into your professional network and fast track your job search. Watch this video to learn how to master your job search. The 5 job search strategies you’ll learn include: 1 – Use LinkedIn to network with others in your industry. 2 – Get your career documents ready. 3 – Develop your 30-second elevator pitch. 4 – Conduct Informational interviews. 5 – Follow-up. Videos I promised to share: LinkedIn Job Search Tutorial 2018 – How To Use LinkedIn To Find A Job https://youtu.be/Ox_ohqsIMAM Elevator Pitch Example – How To Create A Personal Elevator Pitch https://youtu.be/wVYyCUwDFhE SUBSCRIBE FOR MORE VIDEOS LIKE THIS: https://goo.gl/WB86Ta Share this video with a friend: https://youtu.be/h_04pmxmHQc Join other professionals just like you striving to land higher-quality career opportunities: #TheCareerClub on Facebook – a private community: http://bit.ly/TheCareerClub CONNECT WITH ME: • https://www.professoraustin.com/https://www.instagram.com/professor_a…https://www.facebook.com/ProfessorAus…https://www.linkedin.com/in/heather-a… For more videos on how to improve your #jobsearch: Job Hunting Tips – Fastest Way To Get A Job | Job Hunting Secrets | https://youtu.be/UD1ps4HU9Do Executive Job Search – 7 Steps to Land a Senior Management Job | Linda Raynier | https://youtu.be/EkP8Oc0Fl38

Struggling to Find the Perfect Job Candidate? How to Overcome the Vicious Circle of ‘Experience Inflation’

Even though STEM programs have grown increasingly popular, according to the Bureau of Labor Statistics there are than 700,000 unfilled IT jobs in the U.S.

Partly that’s because over 60 percent of entry-level jobs require more than 3 years of experience. The resulting “experience inflation” creates a vicious circle: New college graduates need experience in order to get hired… but without getting hired, they can’t get the experience necessary to qualify.

That’s a problem Talent Path is working to solve.

Talent Path hires STEM grads who are struggling to land their first gig, identifies the gaps on their resumes, and connects them with technology and IT organizations so they can gain work experience.

But they don’t work for free; during the “consulting” phase grads are paid a salary by Talent Path — and naturally, since the consulting phase is in effect a really long interview, are often hired by the tech company they are working for.

The Talent Path approach is a clever solution to a widespread problem. So I spoke with Jeff Frey, the Managing Director at Talent Path, to find out more — and to learn how you might apply a similar approach to your business.

I’ve worked with staffing companies before, but they always sent resumes for people they felt were “ready.” The idea of helping develop a potential candidate wasn’t on the table.

For higher level positions, that makes sense. But while there is a huge client demand for entry-level talent, there is also a real shortage in terms of what employers look for.

Education only goes so far: Many bright students get bounced out of the hiring process simply because they don’t have experience.

So we’re in the middle: We find those individuals, hire them directly, and pay their full salary and benefits. Then their job is to learn: First we take them through our training program, then place them with a client… and then we stay in their lives for at least six months while we continue to mentor them.

Just throwing them into the pool after some lessons, and hoping they will swim, wouldn’t be such a great idea.

Mentoring is crucial. We can help them navigate workplace dynamics, develop any other skills they need…

Companies love it, if only because it’s extremely low risk: If for some reason they don’t fall in love with one of our folks, they can swap them out. And if they do fall in love with the person they can hire them directly.

It’s very low risk with a potentially high reward.

Explain the business model.

Sometimes the people we train are coming out of school, sometimes they’re career-changers or military veterans. We pay their full salary and benefits at a competitive rate, give them a laptop, provide training… basically, we go into debt. (Laughs.)

Then, when we place them with a firm, we charge the company a bill rate that is slightly more than what we pay the individual. If the client keeps that person long enough to reach the break-even point they can hire them directly. If they hire them earlier, we calculate the difference.

In short, we’re a for-profit company, but we feel a lot like a non-profit. We get to help people launch their careers, and help companies find the talent they need.

But I suppose I could bring in a consultant; then I wouldn’t — at least in theory — have to worry about the learning curve.

Keep in mind the average consultant often makes twice as much as an employee. And if you like that person, their agreement with their consulting firm precludes you from hiring them.

In effect, a company can bring in two of our people for the same cost, invest in their development… and then hire them if they choose.

Clearly it works: Over 90 percent of the companies who take in an individual later ask for at least one more. Nearly every company we work with is a “repeat buyer.”

Also keep in mind many companies aren’t well equipped to deal with entry-level talent, and to help them embrace the company’s culture. Our job is to find the right cultural fit, the right skills, provide the right training to bridge any gaps… that’s something tech and IT organizations, especially smaller ones, may not have the skills — or the time — to effectively do.

Which means your training has to be both core and bespoke.

True. Fortunately we have enough client feedback, we know enough about the marketplace and trends and skills required… we know the foundational skills and attributes.

But then you have to look at what a company considers its ideal candidate: Tech skills, business acumen, soft skills, and emotional intelligence.

All of that creates a clear line of sight from who we get, to what we do, to how we place.

Is emotional intelligence a major gap?

Emotional intelligence is huge. Sometimes that means helping people adapt to the interpersonal dynamics of a particular workplace.  And sometiems that means helping people understand their own wants and needs and how to adapt to a workplace.

I literally just had someone in my office today say, “This is my first real job, and this is what it’s like…” we often provide a shoulder to cry on or a little tough love. (Laughs.)

Plenty of longitudinal studies show emotional intelligence creates better outcomes for a business. So that is definitely part of our curriculum, both for the benefit of the company and the employee.

Unfortunately, none of that gets taught in school. So we place people in different situations so they don’t just learn about it… but can experience it, too.

So if I’m a company that struggles to find entry-level employees?

Find ways to bridge the gap between what candidates can currently offer and what you need.

That’s not a new problem; it’s one staffing and placement agencies constantly struggle with. Sourcing may find an amazing individual… but that person may not align on the client side.

How do you bridge the gap between your needs and employee suitability? In most cases, those gaps won’t be skills-based. Determine what is missing: presentation skills, basic leadership skills, basic business acumen… and create a training plan to provide those skills.

That way you can hire great people who possess the talent you must have — and develop the ancillary skills they also need.

In effect, that’s what you already do — so make it a part of how you run your business.

By Jeff Haden Contributing editor, Inc.@jeff_haden

Source: Struggling to Find the Perfect Job Candidate? How to Overcome the Vicious Circle of ‘Experience Inflation’

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Emma Rosen made the bold decision to give up her job and take a radical sabbatical in pursuit of her perfect career. She spent a year trying 25 careers before turning 25 through short term work experience, shadowing and just giving things a go. She completed the challenge, and finished all 25 placements before her 25th birthday in August 2017. Emma spent a year trying 25 careers before turning 25 through short term work experience, shadowing and just giving things a go. She completed the challenge, and finished all 25 placements before her 25th birthday in August 2017. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at https://www.ted.com/tedx

Strengthen This One Thing Before You Quit Your Job Or Change Careers

As my career coaching work has evolved over the years, I’ve trained my focus on helping mid- to high-level professionals who are at a decisive crossroads in their jobs or careers, and are committed to making the best next move. Most often, these men and women know something critical has to change in their work, but they’re confused as to exactly what needs modification. There’s so much going wrong that it’s hard for them to identify one thing to address first.

I’ve seen continually that when we’re deeply unhappy in our work, and experiencing pain, mistreatment, disillusionment and regret about the focus of our careers and the people we’re working with, we often want to run away as far as we can from the pain, to the opposite end of the working world.

Today In: Leadership

For example, an HR executive who’s fed up with their toxic leadership desperately wants to chuck it all and start an online lifestyle business. Or a Finance VP wants to stop obsessing about the bottom line and turn to working in the non-profit arena to feel he’s making a meaningful difference in the world, and so on.

While these might be the best moves for these individuals, thousands of times it’s not. Instead, unhappy professionals are engaging in what I call the “Pendulum Effect”–knee-jerking from the pain and trying to escape their chronic career problems. That often leads them to chuck everything they’ve built and start over completely.

I’ve seen (in my own life and hundreds of others) that running away to an entirely new career often doesn’t address or fix the real problem–and that is who you are when you are working. This includes your boundaries, your ego, your way of communicating, how you handle stress, your decision-making process, how you relate to others, how you deal with critique and challenge and so much more.

Those elements of your approach to living and working don’t change just because you’ve quit your job or career. They’ll show up again in the new field or job, unless you do the inner and outer work to become someone who is more confident, self-respecting, powerful and impactful and able to stand up calmly and resolutely for yourself.

Before you make any changes in your job or your career, it’s critical to address this one thing before you make any moves: the way you are operating in the world.

When you do the work to strengthen and grow personally, you elevate yourself and ensure that your career will become more satisfying and aligned with your values. The degree to which you are able to grow and expand yourself to operate at the highest level is what will ensure that you can experience more reward and success in your jobs and professional endeavors.

This strengthening process involves closing the seven damaging power gaps that keep professionals from thriving. And elevating yourself to the highest level involves honing what I’ve seen are the nine essential skills for success and happiness in your career. They all involve strengthening who you are and how you show up in the world.

You simply cannot have a happy, rewarding and successful career if you are seriously lacking in these skills:

  1. Self-Awareness and Emotional Intelligence
  2. Communication Skill
  3. Building Strong Relationships
  4. Decision Making
  5. Leadership
  6. Advocating and Negotiating
  7. Work-Life Balance
  8. Boundary Enforcement
  9. Career Planning and Management

(Here’s more about three of those.)

How can we tell if we’re deficient in these skills and need more development to thrive? Below are some prime indicators that these skills need improvement now:

If you review this list and feel a bit overwhelmed because you feel many of these skills need development, that’s ok, and there’s good news. It means you have the self-awareness to understand that in order to be happier and more successful, some growth is required.

Choose one or two skills from the list above that you feel need the most development, and take proactive measures this month to build these skills. You can do this in many ways, whether it’s taking a leadership training course, working with a coach on your communication style, seeking help from a therapist to address your emotional pain from the past, prioritizing your life outside of work more highly, or deciding how and when you want to negotiate your next raise or promotion. Don’t wait. Take concrete steps now to change how you see yourself and how you interact with the world.

This one small step on the path to your growth and expansion can change everything for you.

To build a happier, more rewarding career, take Kathy Caprino’s Amazing Career Project training course and her new webinar The Most Powerful You: Close Your Power Gaps and Rock Your Career.

Follow me on Twitter or LinkedIn. Check out my website or some of my other work here.

I’m a career and  executive coach, writer, speaker, and trainer dedicated to the advancement of women. My career coaching firm—Kathy Caprino, LLC—offers a wide array of programs, training, assessments, videos, and courses that help women “dig deep, discover their right work, and illuminate the world with it.”

Along with contributing to Forbes.com, I write on Thrive Global, LinkedIn, and my own blog at kathycaprino.com/blog and am a frequent media source on careers and women’s issues. My book Breakdown, Breakthrough and my TEDx talk “Time To Brave Up” share critical ways to stand up and speak up for yourself and transform your life.

My new book, The Most Powerful You: 7 Bravery-Boosting Paths To Career Bliss, is due Summer 2020 from HarperCollins Leadership.

For more information, please visit kathycaprino.com, the Amazing Career Project course, and my Finding Brave podcast.

Source: Strengthen This One Thing Before You Quit Your Job Or Change Careers

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It’s said that job-related, or hard skills, may help you land the job. But these days, candidates who also possess strong people and relationship skills have a real edge in getting an offer. Soft Skills for Career Success provides valuable insight on how to get along and get ahead in your job. In this video, explore the top soft skills sought by hiring managers: communication skills, being a team player, a strong work ethic, flexibility, and positive attitude. You’ll also learn some smart tips for using your smart phone in the workplace. It’s part of the Job Genius series, presented by Express Employment Professionals, a staffing company with hundreds of locations and over 35 years of experience in finding great jobs for great people.

The Most Underrated Skill That You Need To Be Successful

This skill is so underrated that you can get pretty far in your career without anyone really noticing that you don’t have it or can’t apply it well. I’m talking about effective decision making. All sorts of people get through years of working; they even make it all the way to the C-suite without anyone ever even discussing this. But lose half a million in a quarter, cause a $50 million disaster, create a major service quality deficit or hire the wrong people for the wrong jobs too many times and people surely start to take notice.

The powers that be will surely notice that decision making – a skill you were likely never evaluated for – is suddenly getting in the way of your success and causing the organization to suffer.

Education Can’t Outrun Poor Decisions.

No amount of education or experience can outrun or outweigh poor decision making in the long run. The costs of bad decisions always surface and find a way to make you and the entire organization look bad. Observe the top ranks in any organization, and you will likely find highly qualified, educated and experienced executives and directors, but you’d be well advised not to assume that they can or will apply effective decision making when the moment requires it or the situation demands it. By the time leaders are exposed as deficient in this area, the organization has already taken huge hits and the culture and employees surely feel it.

Let’s look at what effective decision making is and what it isn’t as well as why it’s a necessary component of career and organizational success.

Effective decision making is a necessary but most underrated skill.

The higher up the career ladder you go, the more responsible you are for decision making. You become responsible for your own ability to make good decisions and accountable for the decision making – or lack thereof – of others on your team. If you find your career progression has struggled or stalled or that you are not getting the respect you seek, consider whether or not your decision-making methods could be hindering your success and how.

Decision making is underrated because people tend to credit others as competent in it without making any meaningful observations or assessments. Yet, a skill deficit in this area can create disastrous results for employees and organizations. Its importance is most appreciated after organizational leaders try to reactively remedy a catastrophe rather than when they should have been proactively trying to prevent one in the first place.

Today In: Leadership

Very smart people can (and do) make very bad decisions.

Some of the smartest – and most accomplished – people in the world have been in rooms when some of the worst decisions have been made (think Enron, the 2008 financial crisis, the 2010 BP Deepwater Horizon disaster and the 2019 Boeing 737 Max FAA disasters). Then there are the decisions that organizational leaders make every day which lead to staggering operational inefficiencies, unnecessary redundancies, poor quality output, ineffective and contradictory policies, bad customer service and flawed hiring. How can this be?

There are myriad reasons for bad, unethical or grossly negligent decisions including poor leadership, the lack of decision-making processes, ego, peer pressure, etc. But the top reasons would be resistance to critical thinking and analysis as well as the lack of an established decision-making process that accounts for human biases and ethical gaps.

Effective decision making is not synonymous with decisiveness.

Organizations go to great pains to recruit and reward decisive leaders when they should, instead, be working harder to secure effective ones. Certainly, decisive leadership has a proper time and place, but decisiveness is not synonymous with effectiveness. Further, when applied improperly or excessively, it can be a detriment to effective leadership and an impediment to effective decision making.

Sometimes being decisive can work against you.

These four perils to decisive leadership can create long-lasting harm to organizational and career success. You’ll want to avoid this kind of decision making whenever possible.

  1. Ready-shoot-aim. A decisive leader could have a shoot-first mentality whereby he will make a decision and ask questions later (if ever) with little regard for short or long-term consequences.
  2. Acting is more important than thinking. A decisive leader could believe that he’ll be rewarded for quick decisions even if those decisions may do greater harm in the long run. The goal becomes to just do something, and do it as fast as possible.
  3. Decisions aren’t connected to data. A decisive leader can become driven to achieve some predefined outcome regardless of whether the data supports the outcome or not. What is best for the outcome overrides what is best for the organization or the internal or external stakeholders.
  4. The ego can get bigger than the organization. A decisive leader may not tolerate or encourage dissent. In the worst cases, people are punished for disagreeing and rewarded for perpetual agreement. Hence, the decider creates – rather than reduces – higher levels of organizational risk.

Effective decision making requires analysis.

The best decision makers understand that regardless of which decision-making model they use, they must be strategic about it. Effective decisions are well-thought decisions with the results or consequences being weighed and considered beforehand.

Effective decision makers are often better strategic thinkers too because their processes start with better questions like these:

  1. Why do I/we need to care about this issue? Or, what prompted the need for this decision to be made?
  2. What happens if I/we don’t decide on this issue? Is the status quo acceptable? Why or why not?
  3. What outcomes are we trying to achieve? Who cares about them and why?
  4. What are my/our biases, prejudices, interests or values? Are they congruent with the defined decision options?
  5. Whom will this decision mostly affect? How?
  6. What are the positive and negative consequences of this decision? What is this based on?
  7. Who are the short-term and long-term beneficiaries? Who gets to define them?
  8. What is the worst result this decision can bring? Can I/we live with that?
  9. What are forces for or against this decision? Do I/we care? Why or why not?
  10. What is the second choice/option or fallback position? Is it viable, and how do I/we know?

Effective decision making is necessary for professional and career success.

Decision making is indeed a skill, and it is critical for personal, professional and career success. It applies to all areas of the business including hiring, operations, marketing, finance, etc. And it is most helpful when contemplating and deciding on your next career moves.

Those who are able and willing to apply effective decision making to their career will better understand which job opportunities to accept and which ones to decline and which career risks to take and which ones to pass. They are better able to gauge which extracurricular projects to accept and which ones to turn down.

Ultimately, by making better decisions, you will take more calculated risks to advance your career, and you will know where to focus your time and efforts for career building and networking so you can realize the greatest benefits over time.

Follow me on Twitter or LinkedIn. Check out my website or some of my other work here.

I am a strategist, management consultant, executive coach and international speaker and have delivered meaningful results for executives and leaders in 42 states and 6 countries across 3 continents. I serve as CEO for ARVis Institute, a strategy, change, performance and human capital consulting firm. I have committed my research, education and professional talents to transforming governments, corporations, nonprofits and educational institutions and develop leaders and managers who have the capacity to create high-performing organizations and the competence to affect positive change.

Source: The Most Underrated Skill That You Need To Be Successful

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Paula Golden philanthropist — amalgamator Broadcom Foundation, Executive Director “Successful philanthropy unites good people with the right cause and insures that the relationships are long-term, productive and gratifying.” As executive director of the Broadcom Foundation and director of Broadcom Corporation Community Affairs, Paula Golden is responsible for all aspects of the Broadcom Foundation, which includes funding education and research initiatives in science, technology, engineering and mathematics (STEM) worldwide. She also oversees the volunteer activities of 13,000 employees at Broadcom, a global Fortune 500 company and leading innovator in semiconductor solutions for wired and wireless communications. Paula earned her undergraduate degree in English and education from Wellesley College and was assistant dean and instructor of law at New England School of Law where she earned her Juris Doctor, cum laude. She also served as executive director of the Engineering Center and Engineering Center Education Trust, director of development for University of California, Los Angeles Neurosciences, and vice president of the Saint John’s Health Center Foundation. She partners with progressive nonprofits, government entities, formal and informal learning programs, and Broadcom employee-volunteers throughout the world to develop STEM learning processes and teacher training that will assist young people from all strata of society to become scientists, engineers and innovators of the future. This work includes developing the Broadcom MASTERS® and the Broadcom MASTERS International, signature programs of Society for Science and the Public. The Broadcom MASTERS® is the premier international middle school science and engineering competition designed to engage students between the ages of 11 and 14 in project-based learning and inspire them to continue studies in math and science through high school in order to achieve college and career goals. Paula also oversees Broadcom Foundation’s university research funding that reaches more than 64 renowned universities worldwide and directs the prestigious Broadcom Foundation University Research Competition. – – – – – – – – – – In the spirit of ideas worth spreading, TEDx is a program of local, self-organized events that bring people together to share a TED-like experience. At a TEDx event, TEDTalks video and live speakers combine to spark deep discussion and connection in a small group. These local, self-organized events are branded TEDx, where x = independently organized TED event. The TED Conference provides general guidance for the TEDx program, but individual TEDx events are self-organized.* (*Subject to certain rules and regulations)

I’ve Interviewed 300+ Successful Women. Here’s What I’ve Learned About Creating a Career You Love

Over the past few years, I’ve interviewed hundreds of successful women. They have every type of journey you could dream of: There are women who have reached the C-suite in Fortune 500 companies and well-funded startups, women who have started and run their own ventures, and women who have made dramatic career turnarounds.

They’re all extraordinarily unique, of course, but there’s one thing they have in common: They’ve charted the path to work that they love.

That doesn’t just mean big jobs with important tiles and sizable paychecks (though in some cases, that’s true). Instead, these women have thoughtfully built careers around their innate strengths, their personal passions, and the type of work that brings them meaning and purpose.

Yes, creating a career like this may seem like a lofty goal. But if there’s anything I’ve learned from these interviews over the years, it’s this: Every single one of us has the power to find work we love. It’s just a matter of confidently taking steps to get there. As Katie Fogarty, founder of The Reboot Group, shared on my Facebook Watch show, Work It: “Do not wait for people to give you permission. Seize your permission. Seize control of your career.”

Ready to get started? Straight from some of the most successful women in the world, here are five crucial lessons about taking the reins and crafting the professional life of your dreams.

Today In: Leadership

1. Expand Your Idea Of A Dream Job

Often, we have a pretty narrow view of our ultimate goals. We envision achieving a specific job title or working for a particular company. But what happens when we achieve that singular goal, and it doesn’t live up to expectations? That’s all too common—and so the most successful women I’ve interviewed have made it clear that it’s key to widen your perspective.

For example, Kristin Lemkau, Chief Marketing Officer of JPMorgan Chase & Co., emphasizes that it’s critical to be flexible when thinking about your dream job. If you’re only focused on getting your current boss’ job, for example, you may miss other options—inside or outside of your company. “By staying flexible and open,” she explains, “you might encounter an opportunity that you had never before considered.”

Lindsey Knowles, VP of Marketing at Winc Wines, echoes this sentiment. “Be open. And try different things. There’s so much you can’t know until you do it,” she shares. “Until you’ve been in a few different types of workplaces, you can’t know what your preferred working style is or the types of problems you like to solve.”

2. Pursue What Matters To You—Not To Anyone Else

Similarly, we’re conditioned to believe that the traditional markers of success, like money or a C-level title, will make us happy, too. But for most people, that’s not the full story. Instead, it’s key to dig deep and understand the very personal factors that drive meaning for you—whether that’s constantly learning new skills or being involved in radical social change—and pursue jobs that incorporate those elements.

According to Aditi Javeri Gokhale, Chief Marketing and Communications Officer at Northwestern Mutual, a good place to start is thinking about the people you want to work with and the issues you’re passionate about. “I have always identified with jobs where I have a good connection with my leaders, with the mission of the company, and with the team that surrounds me.” When you have that connection, it’s easier to excel at—and enjoy—a job, no matter what your title is.

3. Be Intentional About What You Say Yes To

Cathleen Trigg-Jones, journalist and founder of CatScape Productions, once explained to me her strategy for evaluating opportunities. She would yes to the things that would move her closer to her dreams, and she would say no to the things that didn’t serve her. (Even if they looked like good opportunities on paper!)

This simple rule can move you toward a career you love in two important ways. First, it pretty much guarantees that you get to do more of the work you’re excited about. Second, you get to incrementally step further away from the tasks you don’t enjoy and that don’t help you get where you want to go—even if there are certain aspects of them that may be tempting. Keep following this formula, and you will organically move in the right direction.

4. Don’t Be Afraid To Take Risks

If you want a meaningful professional life, you have to be willing to take risks. Why? “If you don’t do things because you’re scared to fail, you’re not really getting the best out of yourself,” Sabrina Macias, Senior Director of Global Communications at DraftKings, once told me. “Risk is healthy; it makes you more creative.”

A risky move, of course, doesn’t necessarily spending your life savings to start a company—maybe it’s accepting a position you’re not sure you’re qualified for, asking for more responsibility, or volunteering to head a bigger project than anything you’ve ever tackled.

Maybe it’s simply giving yourself permission to try something wildly different. Cindy Gallop, founder and CEO of MakeLoveNotPorn, explains the concept this way: “Stop and ask yourself what would make you happy, and design that.” That might be advocating for a new offering at your company or working on that creative side project you’ve been thinking about. “Just start doing it,” she said. “You’ll be amazed at how many people will be drawn to somebody who is doing things differently—and enabling other people to do things differently.” But that’s the key: You have to first be willing to do things differently.

5. Know That Change Is Inevitable

Finally, know this about career paths: What you want and what works for you is likely going to change over time. As Carol Lovell, founder and CEO of STOW put it: “The meaning of success for me has altered throughout my life. What you think it means at 25 is very different to what you know it means at 50.” The lesson? Don’t be afraid to adjust course when you realize that you’ve changed.

On a smaller scale, even if you have a specific goal you’re working toward, you’ll undoubtedly encounter new information, opportunities, and roadblocks that make you rethink your course. And that’s OK. “It’s not a matter of creating this rigid plan of like, do this step, do this step, no matter what,” explains former CEO and board director Shellye Archambeau. “And things will happen! There will be roadblocks, things will happen that’ll cause you to change and that’s okay. You have to be open to that.”

The road to a career you love isn’t easy. It requires saying no, taking risks, and sticking to your guns. But as a result, you’ll be doing the work you’re passionate about and building a life that works for you. Take it from hundreds of women: It’s worth it.

Carrie Kerpen is CEO and co-founder of Likeable Media, an award-winning digital agency that achieved Crain’s 6th “Best Place To Work in NYC.” She is the author of WORK IT: Secrets For Success From The Boldest Women In Business and the host of the popular podcast All the Social Ladies. Follow her on Twitter @carriekerpen or visit her at carriekerpen.com.

Source: I’ve Interviewed 300+ Successful Women. Here’s What I’ve Learned About Creating a Career You Love.

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After running through what to wear for a job interview with a friend, I thought it might be fun to run through some options depending on the kind of workplace you’re interviewing for. If you’ve got your own tips on what to wear to a job interview or if you have a go-to piece, I’d love to see it or know what it is! Hope you’re wonderful! X Jodie

What Microsoft Japan’s Successful 4-Day Week Suggests About Work-Life Balance

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Topline: Microsoft’s Japan office experimented with a four day workweek in August, resulting in a 40% productivity boost, with over 90% of employees reporting they preferred the shorter week⁠—which aligns with previous studies that show greater work-life balance makes for more productive employees.

  • In addition to a burst of productivity, Microsoft Japan reported it used about 23% less electricity and printed around 59% fewer pages during the experiment.
  • Microsoft Japan will conduct a second experiment over the winter and will encourage more flexible working, but it won’t include the shorter work week.
  • But previous studies show that giving employees more flexibility increases productivity; a New Zealand company permanently adopted the four day workweek in 2018, after a trial resulted in a 24% productivity increase.
  • The Harvard Business Review reported that a Chinese travel agency experienced a 13% productivity boost when it allowed call center employees to work from home.
  • In the U.S., a 2017 Stanford University study found the average worker is willing to give up 20% of their pay to avoid their schedule being set with short notice, and 8% of their pay in exchange for the option to work from home.
  • A work-from-anywhere program for patent examiners at the U.S. Patent and Trademark Office showed productivity gains of 4.4%, according to a 2019 working paper by the Harvard Business School.

Big number: 80 hours.That was the length of a required workweek for 25% of Japanese companies in 2016, according to CNBC.

Key background: Japan’s culture of overwork first made headlines in 2015, when a Dentsu employee died by suicide on Christmas Day after working excessive overtime, and again in 2017, when a Japanese reporter died after clocking 159 hours of overtime the month before her death. Since then, prime minister Shinzo Abe has introduced “workstyle reform” to Japan, including an annual cap of 720 overtime hours per person. Although workstyle reform’s intent is to get big companies to improve their productivity internally, the Japanese government acknowledged the burden of overwork might be passed onto small and medium businesses as a result.

Today In: Business

Surprising fact: As a result of their brutal working culture, the Japanese coined the term “karoshi,” meaning “death by overwork.”

Tangent: Despite studies that show benefits to the four day workweek, it’s not universally favored by executives. Some owners have employees work on Friday when there’s a holiday the following Monday. Others have reduced vacation time to make up for the extra weekly day off. And one Portland, Oregon tech firm experimented with a four day workweek before returning to a five day schedule, because the owner realized a shorter week meant its competitors had a leg up.

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I’m a New York-based journalist covering breaking news at Forbes. I hold a master’s degree from Columbia University’s Graduate School of Journalism. Previous bylines: Gotham Gazette, Bklyner, Thrillist, Task & Purpose, and xoJane.

Source: What Microsoft Japan’s Successful 4-Day Week Suggests About Work-Life Balance

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After spending August experimenting with a four-day work week in a country notorious for overwork, Microsoft Japan said sales per employee rose 40% compared with the same month last year. The “Work-Life Choice Challenge Summer 2019” saw full-time employees take off five consecutive Fridays in August with pay, as well as shortening meetings to a maximum of 30 minutes and encouraging online chats over face-to-face ones. Among workers responding to a survey about the program, 92% said they were pleased with the four-day week, the software maker’s Japan affiliate said in a report on its website on Oct. 31. Japan has been struggling to bring down some of the world’s longest working hours as it confronts a labor shortage and rapidly aging population. Prime Minister Shinzo Abe’s push to make workplaces more flexible and reduce overtime has drawn mixed reviews. The summer trial also cut costs at Microsoft Japan, with 23% less electricity consumed and 59% fewer pages printed compared with August 2018, according to the report. Some Microsoft Japan managers still didn’t understand the changes in working styles and some employees expressed concern that shorter workweeks would bother clients. Microsoft Japan plans to hold another work-life challenge in winter. Employees won’t get special paid days off, but will be encouraged to take time off on their own initiative “in a more flexible and smarter way.” Subscribe to our YouTube channel: https://bit.ly/2TwO8Gm TICTOC ON SOCIAL: Follow TicToc on Twitter: https://twitter.com/tictoc Like TicToc on Facebook: https://www.facebook.com/tictoc Follow TicToc on Instagram: https://www.instagram.com/tictoc Subscribe to our newsletter: https://bit.ly/2FJ0oQZ TicToc by Bloomberg is global news for the life you lead. We are a 24/7 news network that covers breaking news, politics, technology, business and entertainment stories from around the globe, supported by a network of Bloomberg’s 2,700 journalists across 120 countries.

How To Best Communicate Your Appreciation In The Workplace

Last week, our fifteen-year-old daughter told me about a “really cool” online quiz* her French teacher had the class take. As it turns out, the quiz had nothing to do with French.

My daughter stated that the quiz was geared around identifying your “love language,” and surprisingly, when she and her classmates and teacher shared their results, it spurred conversation, curiosity, and some a-ha moments.

The quiz was based on Gary Chapman’s classic book, The 5 Love Languageswhich suggests that each of us has a preferred “love language” and that we can improve our relationships by knowing one another’s.

In its broadest sense, “love” can be expanded beyond the romantic variety. For my daughter’s teacher, it became a creative way to get teenagers to think about how to understand their preferred communication styles better.

Today In: Leadership

This concept is so universal that it was later adapted to the work environment, shifting from “love” to “appreciation.”

“Because we don’t normally think in terms of our co-workers loving us — the word appreciation fits much better — but it is meeting that deep need to feel that somebody cares about me, and somebody appreciates me,” says Chapman.

Chapman teamed up with Dr. Paul White to pen The 5 Languages of Appreciation in the Workplacewhich aimed to improve workplace relationships simply by learning your co-workers’ language of appreciation.

“Every person is unique in the way that they feel love or express love in personal relationships, but it’s the same in how they feel appreciated and valued in work relationships,” explains White.

And when leaders, co-workers, and employees feel appreciated, says Chapman and White, you improve staff morale, create a positive workplace, and increase employee engagement.

Here’s a breakdown of the five languages of workplace appreciation, how to effectively communicate using them, actions you can take to support each style, and things to avoid.

1. Words of Affirmation 

How To Communicate

As this language’s name suggests, use words to affirm, encourage, and appreciate people. Employ empathy to understand your colleagues better and actively listen to them to signal your interest.

Actions To Take

Provide verbal praise in front of others—in a team meeting or when you’re with customers, for instance. Regularly send unexpected messages, emails, or texts of encouragement to foster closer work relationships.

Things To Avoid

Offering non-constructive criticism or failing to recognize your workmates’ efforts, which will leave others feeling frustrated and unappreciated.

2. Quality Time 

How To Communicate

The best way to use this language is to give others your undivided attention.

Actions To Take

Schedule time for one-on-one, uninterrupted, and focused conversations. Maintain eye contact. Arrange activities outside of the office to hang out together with colleagues . each of these actions will build trust and deepen team relationships.

Things To Avoid

Four words: put away your phone!

3. Acts of Service 

How To Communicate

With this language, actions speak louder than words.

Actions To Take

Help alleviate a colleague’s workload by offering your assistance, and then perform the service in a way the recipient wants it done. Use phrases like “I’ll help…” to let them know you’re with them and be clear about how much time you have to assist.

Things To Avoid

Not following through on tasks you promised to take care of.

4. Tangible Gifts

How To Communicate

Despite its name, this language is less about the “gift’” and more about the thought behind it.

Actions To Take

Get to know what is important or valued by the recipient and ensure the gift reflects this knowledge. A caffeine junkie would love a gift card to her favorite coffee house, and a team that’s been working around the clock might appreciate spa gift cards to unwind.

Things To Avoid

Forgetting special milestones or a giving a generic gift with no link to its recipient.

5. Appropriate Physical Touch 

How To Communicate

This language uses appropriate physical touch to demonstrate appreciation.

Actions To Take

Offer a high five, handshake, fist bump, or a pat on the back when acknowledging someone for a great job. These spontaneous displays of celebration help build positive work-based relationships.

Things To Avoid

Personal boundaries are important to keep in mind with this language of appreciation, so avoid unwanted touch.

Bringing It All Together

In the workplace, effectively communicating authentic appreciation and encouragement isn’t one-size-fits-all, nor is it restricted to a single language of appreciation. The best way to express your gratitude in the workplace starts with asking others their preferences so you can better relate to one other and deepen your relationships.

*Curious about your love language? For a fun diversion, take the Buzzfeed quiz here.

Follow me on Twitter or LinkedIn. Check out my website or some of my other work here.

I’m a social media ghostwriter who helps leaders craft their stories to communicate and connect better. As a former branding consultant, my role is to make it easier for my clients to share their unique talents and insights on a consistent basis, magnifying both their reach and impact. Throughout my career, I’ve attracted people eager to tell their tales of transformation. I’ve been a professional storyteller who helped my clients share their stories in a clear and engaging manner, and thus better connect with their intended audiences. Or, as my tagline long said, “People tell me things; I write their stories.” I’m also a frequent speaker, and co-author with Bruce Kasanoff of “I Am: Escape Distractions, Unlock Your Imagination & Unleash Your Potential.”

Source: How To Best Communicate Your Appreciation In The Workplace

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Clear communication in the workplace is a valuable skill. Get the Free Download pdf Quick Guide to Professional Communication Skills: http://www.communicationskillscoach.c… Full List: 1. Concise Communication: https://www.youtube.com/watch?v=9DLWN… 2. Clear Communication: https://www.youtube.com/watch?v=hCGJv… 3. Listening Skills: https://www.youtube.com/watch?v=iWPkH… 4. Positive Relationships: https://www.youtube.com/watch?v=p8Wq6… 5. Collaborative Problem Solving: https://www.youtube.com/watch?v=qp0EE… Get the Free Download pdf Quick Guide to Professional Communication Skills: http://www.communicationskillscoach.c… #communicationskills Communication Coach, this channel, helps rising leaders like you increase your impact and lead your teams with more excellence. The channel focuses on communication skills for leaders, presentation skills, group and team skills, and conversation skills. If you’re looking for self-pace communication skills training, this is the channel for you.

 

 

Turn Strangers Into Friends With 8 Great Questions From Harvard

“So, what do you do?” “Where do you live?” “How do you know [Name of Host]?” are some of my least favorite kind of questions, because they don’t elicit interesting answers.  If you want to get to know someone, you’ll have to do a lot better than this.

As a coach, I’m paid to ask provocative, probing, powerful questions and in social situations, I often wish strangers would ask some of me. Sadly, they don’t. Mainly because it’s considered rude. However, what I’ve found is that if you’re prepared to risk seeming rude by being the first to ask a provocative question, strangers are usually only too happy to follow suit.

Today In: Leadership

Helpfully, the Harvard Business Review has now published 8 great questions to ask at any kind of networking event. They’ve also written up their findings on how colleagues get on better, enjoy work more, and stay connected for longer if they share common experiences outside of work. Sociologists refer to these connections where there is an overlap of roles or affiliations from a different social context as multiplex ties.

So, next time you’re at a social function or networking event and you feel bored by small-talk but fearful of asking profound questions, you can dive right in, backed up by the knowledge that, far from being inappropriately nosy, you’re on the quest of making multiplex ties. What’s more, you’re endorsed by Harvard. Who knows, instead of simply adding a connection, you may actually make a new friend. And that, says the Harvard Business Review, is the whole point. “Research findings from the world of network science and psychology suggests that we tend to prefer and seek out relationships where there is more than one context for connecting with the other person.”

What excites you right now?  I love this question because the answer can be as intimate as you want to make it. You can share your excitement about your upcoming vacation, your boat, your son’s dance competition or your daughter’s soccer game Or you can talk about a book you’re reading or a profound experience you just had.

What are you looking forward to? Having things to look forward is what brings us joy in life See the article I wrote about the pleasure of planning for Forbes Whether it’s a planned vacation, something in your work-life or a personal milestone you choose to share in itself speaks volumes. Finding out about someone’s anticipated joy is a wonderful way to get to know them better. And if they say they are not looking forward to anything, you may want to take this as a cue to move on.

What’s the best thing that happened to you this year?  A wonderful, fresh, open-ended question, similar in some ways to the previous one, but instead of this being about anticipated joy, this question elicits remembered chapters. Sometimes, with the perspective of hindsight, the most difficult events offer the most growth and learning  So, losing my job or suffering an illness could end up having been the best thing that happened all year.

Where did you grow up?  This question reminds me of the usefulness of the pre-fix “I’m curious…” Essentially, this is asking a stranger to share their life story in as much or little detail as they’re willing. However, you could modify this to “I’m curious, WHEN do you think you grew up?”

What do you do for fun?  Unless you’re asking a painter, a poet, a singer a dancer or the odd entrepreneur, most people’s work is not what brings them the most fun. So, this question takes your interlocutor right onto the ski slopes, the golf course, the beaches or oceans where they have the best times.

Who is your favorite superhero? I’m sure that much insight could be gained by understanding the distinctions between a Batman lover and a Wonder Woman aficionado. However, I have a confession: I don’t have a favorite superhero, because I don’t watch superhero movies. To that end, you could, if you wish, modify it to, who is your favorite fictional character  Read my piece for Forbes on Crew mates

Is there a charitable cause you support?  You could tailor this to If you could pick one charitable cause to support, which one would it be? This is a question that will help you understand immediately what they care most about, what their values are. And you’re sure to have some shared affinities.

What’s the most important thing I should know about you? OK This is a big one, and not everyone will feel up to asking (or answering) it. As with all of the questions, the best place to start is with your own answer. If you feel stuck, don’t ask it. However, many people are longing to tell you that they have a hidden side (or hidden qualities) which their appearance or manner belies.

Since I started playing with these questions, I’ve met a Police Chief who told me her 9-year-old daughter frequently reduces her to tears;  a corporate raider who confessed that his favorite fictional character is Mowgli from The Jungle Book and a Catholic priest who does Zumba dancing for fun.  I’ve found I have surprising things in common with people who I’ve only just met.

Check out my youtube channel

Follow me on Twitter or LinkedIn. Check out my website.

I coach leaders to play the game of life with purpose, grace, and ease. I specialize in sectors fueled by innovation and creativity, including Arts and Culture, media, television, film, fashion and advertising. My clients include directors of national arts organizations, worldwide ad agencies and a wide range of entrepreneurs. Before training as a coach, I launched my first TV Production company out of my bedroom and sold it eight years later to the world’s largest production company. I have served the creative board of Endemol UK and later the board of ITV Studios where I was the director of Formats I have been a special advisor to TF1, France’s leading commercial broadcaster. I have led creative forums for Cap Gemini University in Les Fontaine and have worked with the London Business School on their programmer for Entrepreneurs. I have created, produced and sold dozens of the world’s most groundbreaking, successful reality TV shows. Often the TV shows I have produced have been about exploring the edges of society. I have twice been ranked in the top twenty most influential gay people in the UK by the Independent on Sunday and have been featured in the New York Times, The Sunday Times, The Financial Times, Drum, Broadcast, The Hollywood Reporter, Monocle. I first certified first as a counselor (Institute of Counseling) then as a grief counselor before completing the core curriculum at Landmark Education and subsequently working intensely with three of the world’s pre-eminent leadership coaches. I am qualified as a co-active coach from CTI, the Coaches Training Institute, which is the world’s oldest coach training body.

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Source: Turn Strangers Into Friends With 8 Great Questions From Harvard

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In this fascinating session from Summit LA18, famed relationship therapist and bestselling author Esther Perel digs into the three hidden dynamics governing every relationship, explores the self-imprisoning paradox of social media, and lays out why certainty is always the enemy of change. Interested in attending Summit events? Apply at summit.co/apply Connect with Summit: https://www.youtube.com/channel/UCMGl… http://www.summit.co http://www.instagram.com/summit http://fb.com/summit https://twitter.com/summit

A New Study Reveals Hiring Effective Female Leaders May Be the Best Thing for Your Company’s Success

Do you believe in your company — its mission, purpose, and what it stands for? Belief in a company is one of the main factors behind why employees work and what they do.

The belief that the company is moving in the right direction, has room for personal and professional growth, and that the employee plays an active part in the strategy are all crucial to keeping employees engaged.

For leaders guiding the way, belief in a company is something that is earned and must come naturally for employees. And according to a new study, attracting and promoting more females into leadership roles is the way forward.

Employees respond better to women-led companies

A recent Peakon study found that employees of women-led companies, meaning those with more than 50% female leaders, feel a stronger connection to the company and their products.

When over 60,000 employees were asked the question of “how likely is it that you would recommend [Company Name] products or services to friends and family,” those at women-led companies answered 0.6 points higher than employees at male-led companies.

Women-led companies also answered higher in terms of satisfaction in the company, an important part of being an active, efficient employee.

Female leadership could be a major enabler in driving the company culture, and female-led companies are proven to be better in communicating mission and strategy, and managing more engaged employees.

Why belief in a company and its products is so important

Belief in the company is also strongly tied to the company strategy. When employees believe in the company — the origin, mission, and value the company offers to consumers and clients — they will subsequently have stronger belief in the strategy as well.

According to Roger Dooley, an experience marketer and author, believing in your company and its product makes you more persuasive. Employees with a strong belief in their product will be more able to effectively sell products or services the company offers, and will have a stronger connection to the company itself.

Belief in a company and its values is also critical to employees’ commitment and persistence. Employees with stronger belief in their company tend to be more willing to continue in their hard work when they trust the path the company is moving on.

According to the Harvard Business Review, belief in a company and its goals will enforce motivation throughout all of the employees — both to get work done when needed, and to keep up the same work ethic when it gets harder.

Belief in a company also helps leaders. When your company supports the same goals, it becomes easier to manage and communicate.

In Authentic Happiness, psychologist Marty Seligman writes that employees become their “happiest” selves when they are doing work they find worthwhile. Leaders who are able to motivate others to work towards a communicated, shared goal — and a shared belief in the goal — are able to maintain morale and engagement throughout the employee lifecycle.

Moreover, belief in a company and its goals also creates a feeling of solidarity among employees and their leaders. If at any point there is a disconnect between employees and leaders, it can be mended quickly and easily when there is a strong belief that the company is going in the right direction.

Ari Weinzweig, a founding partner of Zingerman’s Community of Businesses, points out that belief in a business is one of the most productive foundations that employees and leaders can both share. It creates a shared purpose that may otherwise not be found, as most beliefs are formed before a person is even old enough to be in the job force.

Forming a community where there is a belief in a business allows for clearer actions towards the shared belief, and helps everyone’s job within a larger company make sense.

Clearly the research proves that you must care about the belief in your company strategy and its product. But we must not ignore the key component. As Peakon’s study revealed, investing in female leaders will help you bring deeper conviction about the company and its services, and therefore empower your business to grow in a sustainable way.

By:By Marcel Schwantes Founder and Chief Human Officer, Leadership From the Core @MarcelSchwantes

 

Source: A New Study Reveals Hiring Effective Female Leaders May Be the Best Thing for Your Company’s Success | Inc.com

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Why are there so few women leaders? Weaving together scientific research and personal narrative, Alexis Kanda-Olmstead explains why women may be reluctant to take on leadership roles and what we – women and men – can do to disrupt the powerful internal forces that undermine women’s leadership aspirations and confidence. 1. Alexis Kanda-Olmstead leads talent and diversity initiatives at Colorado State University for the Division of University Advancement. Throughout her twenty-year career in higher education, Alexis has worked to help students, faculty, and staff actualize their potential as leaders through self-knowledge, personal empowerment, and service. As a student and practitioner of women’s development, social justice, and organizational psychology, Alexis believes that with grace and humor we can create positive change that benefits everyone. Alexis is a blogger on women’s issues and the founder of AKO Collective, a women’s leadership development company based in Northern Colorado. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at https://www.ted.com/tedx

 

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