High Turnover? Here Are 3 Things CEOs Do That Sabotage Their Workplace Culture

Strong company cultures are the heart of a successful workplace...getty

Every CEO wants long-standing employees, but their ineffective leadership causes organizational stress that cripples the workplace culture. Quite often, we read articles or hear of CEOs abusing their power and tarnishing their company’s reputation.

This is due to them neglecting feedback from their team and making decisions based solely on their own judgement. Not only does this erode trust, but it sets a standard that employee and leadership voices are not welcome.

When employees are taken care of, they go above and beyond to drive the company forward. Conversely, when they don’t feel valued, appreciated or kept in the loop, employees quickly become disengaged. The cost of a disengaged employee impacts more than the bottom line.

It decreases productivity, creates negative client experiences and destroys the company culture, to name a few. According to a Gallup survey, the State of the American Workplace 2021, 80% of workers are not fully engaged or are actively disengaged at work.

While CEOs claim to embody a people-first and feedback-driven culture, they believe, due to their position, that they know better than everyone else. Todd Ramlin, manager of Cable Compare, said, “if a person is fortunate to have the opportunity to be a CEO, they need to ask themselves if they can live by the company values, expectations, rules and processes that are in place.”

They can’t pick and choose which rules and processes to abide by, yet punish others when they do the same. Doing so cultivates a toxic workplace and demonstrates poor leadership. Here are three things CEOs do that sabotage their workplace culture.

Embraces Data, Dodges Emotions

The workplace is made up of a diverse group of experiences and perspectives. CEOs who lack the emotional intelligence to understand another person’s viewpoint or situation will find themselves losing their most valuable people. Sabine Saadeh, financial trading and asset management expert, said, “companies that are only data driven and don’t care about the well-being of their employees will not sustain in today’s global economy.”

Businessolver’s 2021 State Of Workplace Empathy report, revealed that “68% of CEOs fear that they’ll be less respected if they show empathy in the workplace.” CEOs who fail to lead with empathy will find themselves with a revolving door of leadership team members and employees. I once had a CEO tell me that he didn’t want emotions present in his business because it created a distraction from the data.

His motto was, “if it’s not data, it’s worthless”. As such, he disregarded feedback of employee dissatisfaction and burnout. Yet, he couldn’t understand why the average tenure of his employees very rarely surpassed one year. Willie Greer, founder of The Product Analyst, asserted, “data is trash if you’re replacing workers because you care more about data than your people.”

Micromanages Their Leadership Team

One of the ways a CEO sabotages a company’s culture is by micromanaging their leadership team. Consequently, this leads to leadership having to micromanage their own team to satisfy the CEOs unrealistic expectations. When leadership feels disempowered to make decisions, they either pursue another opportunity or check out due to not being motivated to achieve company goals.

As such, the executives who were hired to bring change aren’t able to live up to their full potential. Moreover, they’re unable to make the impact they desired due to the CEOs lack of trust in them.Employees undoubtedly feel the stress of their leadership team as it reverberates across the company. Arun Grewal, founder and Editor-in-chief at Coffee Breaking Pr0, said, most CEOs are specialists in one area or another, which can make them very particular.

However, if they want to drive their company forward they need to trust in the experts they hired rather than trying to make all of the company’s decisions. At one point during my career, I reported to a CEO who never allowed me to fully take over my department. Although he praised me for my HR expertise during the interview, once hired, I quickly realized he still wanted full control over my department.

Despite not having HR experience, he disregarded everything I brought to the table to help his company. I soon began questioning my own abilities. No matter how hard I tried to shield my team from the stress I endured, the CEO would reach out to them directly to micromanage their every move.

This left our entire department feeling drained, demoralized and demotivated. Sara Bernier, founder of Born for Pets, said, “CEOs who meddle in the smallest of tasks chip away at the fundamentals of their own company because everything has to run through them”. She added, “this eliminates the employee’s ownership of their own work because all tasks are micromanaged by the CEO.

Neglects Valuable Employee Feedback

Instead of seeking feedback from their leadership team or employees, CEOs avoid it altogether. Eropa Stein, founder and CEO of Hyre, said, “making mistakes and getting negative feedback from your team is a normal part of leading a company, no matter how long you’ve been in business.” She went on, “as a leader, it’s important to put your ego aside and listen to feedback that will help your business grow.

If everyone agrees with you all the time, you’re creating a cult mentality that’ll be detrimental to your business’ success in the long run.” This results in a toxic and unproductive workplace culture.

What’s worse than avoiding constructive feedback is receiving it and disregarding it entirely. Neglecting valuable feedback constructs a company culture where no individual feels safe voicing their concerns. Rather than silence those who give negative feedback, CEOs should embrace them. These are the individuals who are bringing issues forward to turn them into strengths in an effort to create a stronger company.

Prior to joining Digital.ai as HR-North America, I owned my own Workplace Culture Consulting agency at Heidi Lynne Consulting helping individuals and organizations gain

Source: High Turnover? Here Are 3 Things CEOs Do That Sabotage Their Workplace Culture

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Why Asking For Advice Is More Effective Than Asking For Feedback

Jorg Greuel/Getty Images

Across four experiments — including a field experiment conducted in an executive education classroom — researchers found that people received more effective input when they asked for advice rather than feedback. You just gave a great first pitch to a major client and landed an invitation to pitch to their senior leaders. Now you want a second opinion on your presentation to see if there’s anything you can improve. What do you do?

Conventional wisdom says you should ask your colleagues for feedback. However, research suggests that feedback often has no (or even a negative) impact on our performance. This is because the feedback we receive is often too vague — it fails to highlight what we can improve on or how to improve.

Our research suggests a better approach. Across four experiments — including a field experiment conducted in an executive education classroom — we found that people received more effective input when they asked for advice rather than feedback.

In one study, we asked 200 people to offer input on a job application letter for a tutoring position, written by one of their peers. Some people were asked to provide this input in the form of “feedback,” while others were asked to provide “advice.” Those who provided feedback tended to give vague, generally praising comments. For example, one reviewer who was asked to give feedback made the following comment:

“This person seems to meet quite a few of the requirements. They have experience with kids, and the proper skills to teach someone else. Overall, they seem like a reasonable applicant.”

However, when asked to give advice on the same application letter, people offered more critical and actionable input. One reviewer noted more specific action items: “I would add in your previous experience tutoring or similar interactions with children. Describe your tutoring style and why you chose it. Add what your ultimate end goal would be for an average 7 year old.”

In fact, compared to those asked to give feedback, those asked to provide “advice” suggested 34% more areas of improvement and 56% more ways to improve. In another study, we asked 194 full-time employees in the U.S. to describe a colleague’s performance on a recent work task. These tasks ranged from “putting labels on items” to “creating new marketing strategies.” Then, we asked employees to give feedback or advice on the work performance they just described.

Once again, those who were asked to provide feedback gave less critical and actionable input (e.g. one wrote, “They gave a very good performance without any complaints related to his work”) than those asked to provide advice (e.g. one wrote, “In the future, I suggest checking in with our executive officers more frequently. During the event, please walk around, and be present to make sure people see you”).

We further replicated these findings in a field experiment using instructor evaluations. In an end-of-course evaluation, we asked 70+ executive education students from around the world to provide either feedback or advice to their instructors. Again, advice more frequently contained detailed explanations of what worked and what didn’t, such as: “I loved the cases.

But I would have preferred concentrating more time on learning specific tools that would help improve the negotiation skills of the participants.” Feedback, in contrast, often included generalities, such as “This faculty’s content and style of teaching was very good.”

Why is asking for advice more effective than asking for feedback? As it turns out, feedback is often associated with evaluation. At school, we receive feedback with letter grades. When we enter the workforce, we receive feedback with our performance evaluations. Because of this link between feedback and evaluation, when people are asked to provide feedback, they often focus on judging others’ performance; they think more about how others performed in the past.

This makes it harder to imagine someone’s future and possibly better performance. As a result, feedback givers end up providing less critical and actionable input. In contrast, when asked to provide advice, people focus less on evaluation and more on possible future actions. Whereas the past is unchangeable, the future is full of possibilities. So, if you ask someone for advice, they will be more likely to think forward to future opportunities to improve rather than backwards to the things you have done, which you can no longer change.

To document this effect, we ran another study that was very similar to our first. In this experiment, we again asked hundreds of people to provide feedback or advice on a peer’s job application. But this time, we also asked feedback providers to shift their focus toward “developing the writer.” When removed from an evaluation mindset, by focusing more on developing the recipient, feedback providers were just as critical and actionable in their input as advice providers.

Is asking for feedback always a worse strategy than asking for advice? Not necessarily.

Sometimes soliciting feedback may be more beneficial. People who are novices in their field typically find critical and specific input less motivating — in part because they don’t feel like they have the basic skills necessary to improve. So for novices, it might be better to ask for feedback, rather than advice, to receive less demotivating criticism and more high-level encouragement.

Organizations are full of opportunities to learn from peers, colleagues, and clients. Despite its prevalence, asking for feedback is often an ineffective strategy for promoting growth and learning. Our work suggests this is because when givers focus too much on evaluating past actions, they fail to provide tangible recommendations for future ones. How can we overcome this barrier? By asking our peers, clients, colleagues, and bosses for advice instead.Jaewon Yoon is a PhD student in the organization behavior program at Harvard Business School. Her research focuses on time communication and feedback exchange.

By: Jaewon Yoon, Hayley Blunden , Ariella Kristal & Ashley Whillans

Source: Why Asking for Advice Is More Effective Than Asking for Feedback

.

Related contents:

Information feedback and causal loop diagrams”. Modeling the Environment. Island Press. pp. 99 ff. ISBN 9781610914253. This chapter describes causal loop diagrams to portray the information feedback at work in a system. The word causal refers to cause-and-effect relationships.

A history of control engineering, 1800–1930. Stevenage; New York: Peregrinus for the Institution of Electrical Engineers. ISBN 978-0-906048-07-8. [2]W. Ross Ashby (1957).

An introduction to cybernetics (PDF). Chapman & Hall. Archived (PDF) from the original on 23 August 2000.Ramaprasad, Arkalgud (1983). “On the definition of feedback”. Behavioral Science. 28: 4–13. doi:10.1002/bs.3830280103.David A. Mindell (2002). Between Human and Machine :

Feedback, Control, and Computing before Cybernetics. Baltimore, MD, US: Johns Hopkins University Press. ISBN 9780801868955.Friis, H.T., and A.G.Jensen. “High Frequency Amplifiers” Bell System Technical Journal 3 (April 1924):181–205Peter M. Senge (1990).

The Fifth Discipline: The Art and Practice of the Learning Organization. New York: Doubleday. p. 424. ISBN 978-0-385-26094-7.Alta Smit; Arturo O’Byrne (2011).

Bipolar feedback”. Introduction to Bioregulatory Medicine. Thieme. p. 6. ISBN 9783131469717.Vlahopoulos, SA; Cen, O; Hengen, N; Agan, J; Moschovi, M; Critselis, E; Adamaki, M; Bacopoulou, F; Copland, JA; Boldogh, I; Karin, M; Chrousos, GP (20 June 2015).

Dynamic aberrant NF-κB spurs tumorigenesis: A new model encompassing the microenvironment”. Cytokine & Growth Factor Reviews. 26 (4): 389–403. doi:10.1016/j.cytogfr.2015.06.001. PMC 4526340. PMID 26119834.Vlahopoulos, SA (August 2017).

“Aberrant control of NF-κB in cancer permits transcriptional and phenotypic plasticity, to curtail dependence on host tissue: molecular mode”. Cancer Biology & Medicine. 14 (3): 254–270.

“Allosteric controls of amphilbolic pathways in bacteria”. Bacteriol. Rev. 34 (1): 20–39. doi:10.1128/MMBR.34.1.20-39.1970. PMC 378347. PMID 4315011Scheff, Thomas (2 September 2009).

“The Emotional/Relational World”. Psychology Today. Retrieved 10 July 2013.“The Study of Earth as an Integrated System”. nasa.gov. NASA. 2016. Archived from the original on 2 November 2016.Fig. TS.17, Technical Summary, Sixth Assessment Report (AR6), Working Group I, IPCC, 2021, p. 96. Archived from the original on July 21, 2022. 

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Microcoaching: The Next Generation Of Personal Development

Microcoaching: the next generation of personal development...getty

As the modern workplace evolves, its associated practices must too. An office used to mean a fixed location, now it’s anywhere with an internet connection or something to write with. A multi-million dollar business used to require heaps of staff and complicated infrastructure, now it could be a teenager with a Shopify site. Meetings used to always be face-to-face. Emails used to be faxes. Instant payments used to be cheques. You get the idea.

Ambitious entrepreneurs are maximising their time; fitting in more of what matters and doing less of what doesn’t. More is automated, delegated and eliminated than ever before. It makes sense that coaching is up for discussion.

What is microcoaching?

Microcoaching is an alternative to traditional coaching, consisting of smaller and more frequent questions, guidance and assistance. Rather than scheduling hour-long calls or face-to-face meetings, microcoaching might involve a five-minute chat every few days, and the exchange of voice notes or text-based questions and prompts between coach and client. The principle is that frequent doses of guidance might help keep someone on track better than an in-depth discussion every two weeks, for example.

Microcoaching is used by coaches looking to adapt their practices to a changing workplace, as well as the evolving demands of a modern entrepreneur. It’s used within larger organisations, to enable senior team members to offer support to junior ones, or to enable peer-to-peer development. It might be used within entrepreneur networks or between friendship groups. Whenever you’re spending time with someone who is helping you find solutions or holding you accountable, you might be on the receiving end of microcoaching.

Formal, structured coaching has its place, but for some clients of coaches it’s surplus to requirements and shorter, more frequent bursts of motivation, inspiration and nudging may prove more beneficial.

What makes microcoaching so effective?

Microcoaching, by its very nature, enables more frequent catch ups and a real-time method of keeping in touch. This means challenges can be assessed and dissected and a plan of action made without waiting for the next scheduled session, which may be weeks or even months in the future. This is particularly useful if the microcoaching recipient feels they may have made a mistake, could have handled a situation better, or they have a big decision they’d like to discuss.

The faster implementation of microcoaching can make the recipient more effective in their work. Whether self-employed or an employee, they are less likely to waste time pursuing practices that are ineffective or go too far down a rabbit hole before they’re caught. Feedback loops are far shorter meaning actions can be redirected accordingly. Furthermore, the microcoaching receiver can access frequent doses of motivation, keeping their levels topped up rather than allowing for boom and bust.

One of the key benefits of microcoaching is its flexible nature, especially when communication is delivered asynchronously. This means the coach and their client can exchange thoughts and questions in their own time, whenever is convenient. This removes the need to find time in two busy schedules and block out an afternoon for a call and review period. Long coaching calls can be draining for both parties and they’re not always effective. Furthermore, long coaching calls might require an initial phase of catching up, which microcoaching negates the need for.

How can entrepreneurs benefit from microcoaching?

Ambitious entrepreneurs are hungry for knowledge, including feedback and pointers of how they can improve. They can open themselves up for microcoaching by letting key individuals around them know that regular feedback is welcome.

Within a formal coaching relationship, where an entrepreneur has commissioned a coach, they might adapt the schedule so they communicate in smaller bursts and incorporate ad hoc phone calls, shorter catch ups or voice notes, saving the longer sessions for when deep dives are necessary or when there’s something significant to discuss. This adaptation may be welcomed by their coach and make the arrangement more effective.

Outside of a formal coaching relationship, for example in mastermind groups or between friendship groups consisting of entrepreneurs, each member can administer and receive microcoaching according to the boundaries of those involved. If a friend is explaining a business problem, for example, I might ask them if I can offer feedback, ask some questions, or suggest a new way to frame the problem. In turn, they may hear of a business challenge I’m facing and ask if it’s okay that they probe, in order to help me reach a solution.

When microcoaching is met with an open demeanour and willingness to learn, it can be effective. When it’s unsolicited, defensiveness may ensue, and no solutions reached, hence why it’s crucial to check before offering input.

Entrepreneurs who question every aspect of their career and work will inevitably find better ways of conducting business. Modern businesses have reimagined what’s possible; applying the same to personal development could unlock the progress ambitious business owners are seeking.

Entrepreneur psychology and how to run a business without it running you. Post-exit entrepreneur, author of Ten Year Career and Forbes’ 30 under 30 social entrepreneurs in Europe 2017.

Source: Microcoaching: The Next Generation Of Personal Development

.

Related contents:

 Excellence in Coaching: The Industry Guide (3rd ed.). London; Philadelphia: Kogan Page. ISBN 9780749474461. OCLC 927192333.Renton, Jane (2009). Coaching and Mentoring: What They are and How to Make the Most of Them. New York: Bloomberg Press. ISBN 9781576603307. OCLC 263978214.Chakravarthy, Pradeep (20 December 2011).

“The Difference Between Coaching And Mentoring”. Forbes. Retrieved 4 July 2015.coach, Online Etymology Dictionary, retrieved 4 July 2015.Lines, David; Evans, Christina, eds. (2020). “A Meta-Analysis of Coaching: Re-tracing the Roots and Re-analysing the Coaching Story”.

The Global Business of Coaching: A Meta-Analytical Perspective. Routledge Studies in Human Resource Development. New York: Routledge. ISBN 9780429884917. Retrieved 26 July 2020. … Brock (2014: 116–119) identifies that coaching draws on the knowledge bases of adult education.Stelter, Reinhard (2012).

A Guide to Third Generation Coaching: Narrative-Collaborative Theory and Practice [Tredje generations coaching – En guide til narrativ-samskabende teori og praksis]. Dordrecht: Springer Science+Business Media (published 2013). p. 2. ISBN 9789400771864. Retrieved 26 July 2020. The history of coaching and coaching psychology can be traced back to two key roots: Sport psychology and the Human Potential Movement.

Professional Coaching: Principles and Practice. Springer Publishing. pp. 13–14. ISBN 9780826180094. Retrieved 26 July 2020. Several sources of connections that set the stage for coaching are: …

Anthony Grant”. http://www.icfaustralasia.com. Retrieved 5 May 2019.Cox, Elaine (2013), Coaching Understood: a Pragmatic Inquiry into the Coaching Process, Los Angeles; London: Sage Publications, ISBN 9780857028259, OCLC 805014954.Hallowell, Edward M.; Ratey, John J. (2011) [1984].

Driven to Distraction: Recognizing and Coping with Attention Deficit Disorder from Childhood Through Adulthood (Revised ed.). New York: Anchor Books. ISBN 9780307743152. OCLC 699763760.Hamilton, Jeff (6 January 2011).

“26 Benefits of Adult ADHD Coaching”. Psychology Today blogs. Retrieved 4 July 2015.Knouse, Laura E.; Bagwell, Catherine L.; Barkley, Russell A.; Murphy, Kevin R. (May 2005). “Accuracy of Self-Evaluation in Adults with ADHD: Evidence from a Driving Study”.

Challenges for the theory and practice of business coaching: a systematic review of empirical evidence” (PDF). Human Resource Development Review. 15 (4): 459–486. doi:10.1177/1534484316673177. ISSN 1534-4843. S2CID 152097437.Stern, Lewis R. (2004).

Executive coaching: a working definition” (PDF). Consulting Psychology Journal: Practice and Research. Jones, Rebecca J.; Woods, Stephen A.; Guillaume, Yves R. F. (June 2016).

The effectiveness of workplace coaching: a meta-analysis of learning and performance outcomes from coaching” (PDF). Journal of Occupational and Organizational Psychology. 89 (2): 249–277. doi:10.1111/joop.12119.Lorber, Laura (10 April 2008).

Executive Coaching – Worth the Money?”. The Wall Street Journal. Retrieved 12 November 2008.Wang, Yanfei; Yuan, Chuqin (2017). “Coaching leadership and employee voice behavior: a multilevel study”.Social Behavior and Personality. 45 (10): 1655–1664. doi:10.2224/sbp.6593.

Definition of Christian Coaching” Collins, J. Michael; Olive, Peggy; O’Rourke, Collin M. (February 2013). “Financial Coaching’s Potential for Enhancing Family Financial Security”. Journal of Extension. 51 (1): 1FEA8. Retrieved 2 July 2013.Engel, Reed Jordan (2011).

An Examination of Wellness Coaches and Their Impact on Client Behavioral Outcomes (Thesis). Purdue University. Retrieved 2 July 2015.

Health Coaches & Health Coaching: Definition, Qualifications, Risk and Responsibility, and Differentiation from Wellness Coaching” (PDF). National Society of Health Coaches. Retrieved 7 January 2016.Maslin Nir, Sarah (8 November 2010). “Like a Monitor More Than a Tutor”. The New York Times. p. A21. Retrieved 4 July 2015.Nieuwerburgh, Christian van (2012).

Coaching in Education: Getting Better Results for Students, Educators, and Parents. Professional Coaching Series. London: Karnac Books.Neenan, Michael (2018). Neenan, Michael (ed.). Cognitive Behavioural Coaching:Grant, Anthony M. (2005). “Grant, Anthony M.; Cavanagh, Michael J. (2018). “Life Coaching”. In Cox, Elaine; Bachkirova, Tatiana; Clutterbuck, David (eds.).

The Complete Handbook of Coaching (3 ed.). Los Angeles: Sage Publications. ISBN 9781526453112. Retrieved 26 July 2020. The roots of contemporary life coaching appear to emerge from humanistic traditions of psychology (e.g. Maslow, 1954)Nisbet, Matthew C. (May–June 2020).

Tony Robbins Next Door: Personal Coaches Are The New High Priests Of Self-Help”. Skeptical Inquirer. Vol. 44, no. 3. Amherst, New York: Center for Inquiry. Archived from the original on 26 November 2020. Retrieved 26 November 2020.Yossi, Ives; Cox, Elaine (2015).

Relationship Coaching: The Theory and Practice of Coaching with Singles, Couples and Parents. Hove, East Sussex; New York: Routledge. ISBN 978-0415737951. OCLC 881498486.

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Apple Expands iCloud Encryption, Moves Away From Client-Side Scanning

SOPA Images/LightRocket via Getty Images

Apple has announced plans to expand end-to-end encryption of iCloud data in a move that’s been welcomed by digital rights groups. A new Advanced Data Protection feature will allow users to encrypt new categories of data, including device backups, messages, photos, notes, chat histories and more.

The only major iCloud data categories not covered, says Apple, are iCloud mail, contacts, and calendar, because of the need to interoperate with the global email, contacts, and calendar systems. The new feature is aimed at politicians, celebrities and, indeed, anybody concerned about privacy. It will be available on the iPhone, iPad, and Apple Mac, with iOS 16.2, iPadOS 16.2, and macOS 13.1, in the US by the end of this year, with it extending to other countries in 2023.

“Advanced Data Protection is Apple’s highest level of cloud data security, giving users the choice to protect the vast majority of their most sensitive iCloud data with end-to-end encryption so that it can only be decrypted on their trusted devices,” says Ivan Krstić, Apple’s head of security engineering and architecture. The announcement also represents a move away from client-side scanning (CSS), which Apple announced last year – but which was roundly slammed by cyber security experts.

That involved searching individual devices’ iCloud photo libraries for child sexual abuse material (CSAM) using a technology called NeuralHash and then comparing them with known CSAM material and reporting suspect images to the police. Instead, the company now says it plans to focus on opt-in tools for parents.As a result, the new data protection feature has been broadly welcomed by campaigners.

“Encryption is one of the most important tools we have for maintaining privacy and security online,” says Joe Mullin, a policy analyst at the Electronic Frontier Foundation (EFF). “We’re also pleased to hear that Apple has officially dropped its plans to install photo-scanning software on its devices, which would have inspected users’ private photos in iCloud and iMessage.”

He says he would, though, like to see Apple go further by turning on the new features by default. Meanwhile, the Center for Democracy and Technology (CDT) says the new child protection plans should make it easier to accurately detect and inhibit the sharing of intimate photos through messaging to or from a child.

“The approach of local-only ‘speed bumps’ is promising. When parents opt in, local software can attempt to detect when an intimate image is about to be sent and include a warning to the child, explaining the risks and suggesting contacting a trusted adult instead,” write the CDT’s Mallory Knodel and Nick Doty.

“We believe that speed bump warnings around sending intimate imagery, done properly, can empower users to have agency over their confidential communications without introducing the expansive risks of client-side scanning or cloud-service scanning.”

However, not all are so happy. In a statement to The Washington Post, the FBI said said it was ‘deeply concerned’ about the move. “This hinders our ability to protect the American people from criminal acts ranging from cyber-attacks and violence against children to drug trafficking, organized crime and terrorism,” it said.

I’ve been writing about technology for most of my adult life, focusing mainly on legal and regulatory issues.

Source: Apple Expands iCloud Encryption, Moves Away From Client-Side Scanning

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22 Microhabits That Will Completely Change Your Life In A Year

Breakthroughs don’t change your life. Microhabits do.Benjamin Hardy compares this concept to compounding interest, and how, given the choice, most people would take $1,000,000 in their bank account right now as opposed to a penny that doubles in value over the course of the month.

What most people don’t realize is that those who take the big payout end up with significantly less money than those who opt for the cent per day. He explains: “The doubling penny actually ends up being $10.7 million dollars. Yet, the majority of the growth happens at the very end, and most people aren’t patient enough for the big return. The live for the moment culture of today stops people from investing.”

The point is that if you want to have a completely different life in a year or two, you need to start now, and you need to start small. Here, 22 impactful microhabits you can begin tonight.

1. Try to be rejected more. 

Every day, reach out to one or two people who you’d like to work with, even if you are certain they would have no reason to respond.

It could be a potential employer, an organization at which you’d like to speak, or even a book agent, or client you’d love to work with. You might not hear back at first, but eventually, you will get a response from someone. You have nothing to lose, but potentially a lot to gain.

2. Write one paragraph.

Whether you have a book you’ve always dreamt of authoring, a business plan that’s been in the back of your mind for a while, or even just a blog you want to start, write just a few sentences each day. The momentum will build on its own and you’ll find yourself effortlessly writing more and more… but commit to just beginning with one paragraph.

3. Check your bank account.

Make it a habit to check in on all of your accounts at least once a day. If that sounds like a lot, it’s because it is. But what’s important is that you’re keeping yourself aware of exactly what you have, and where it’s going. Getting a better grip on your finances begins with having a consistently accurate mental layout of your accounts.

4. Get used to maintenance.

Aspirational tropes want you to believe that living your best life is like running a victory lap every day. In reality, it is more like being willing to tend to the unglamorous maintenance of things, like chores, cleaning, healthy cooking, staying current on bills and work assignments, or making time for exercise.

The quality of your life will be directly and drastically improved if you can incorporate necessary maintenance into your daily routine, and learn to see it as something that helps you rather than hinders you from having a great time.

5. Choose comfort for your future self over comfort right now. 

If you want to change your life, you need to start considering the needs and wants of your future self over the ones you have right now. Prioritizing how you feel and what you want in the moment is what lead you here. Instead, commit to making choices for the benefit of your future self. The idea that “being present” means disregarding anything but your most base instincts and desires is not enlightenment, it is self-destruction.

6. Be more responsive. 

If someone sends a text, answer it when you see it. As often as you are able, respond to important emails as they come in. This will ensure that you aren’t left with a backlog of work that needs to be tended to.

7. Be less reactive.

When you see or hear something that immediately enrages you or upsets you (even if it’s just a negative thought that crops up in your head) before reacting to it and pouring your energy into it, question it. Figure out where it came from, and ask yourself whom your reaction to it would serve. Learning to take that micro-pause between a stimulus and your response will change the way you look at everything.

8. Fulfill your base needs.

You are not a machine, but in some ways, your body and life does require that you fuel it in certain ways to keep it running. Eat when you are hungry. Sleep when you are tired. Trying to deny the importance of your most basic requirements for functioning does not mean you are busy and important, it means you are ignorant and setting yourself up for a breakdown or burnout.

9. Curate your sphere of influence.

You know that the people you spend the most time with have a significant impact on who you will become.

But do you also realize that what you are surrounding yourself with and putting into your head is having just as much, if not even more, of an effect on you? Take a serious look at who you follow online and what their presence on your newsfeed does for you, or perhaps how cluttered your home or office space is. This is your environment, and it is having a silent, and often subconscious, impact on you at all times.

10. Take action when you want to do something.

In Mel Robbin’s The 5 Second Rule, she explains that a lot of what holds people back is those few seconds between when you have an amazing idea, and when your brain interferes. She says that to really move your life forward, you need to act on your ideas before you convince yourself not to.

11. Take action when you don’t.

At the same time, it’s imperative to learn that just because you do not feel like doing something does not mean you are incapable of doing it. Your feelings do not impact your ability.

12. Read more.

If you aren’t someone who can get through a book, that’s okay. But it’s not an excuse to stop learning, growing and developing yourself. Follow people on social media that post or share interesting articles and ideas. Read a news story in the morning. Listen to an audiobook on your commute. How much you read is directly related to your self-growth, and your self-growth is directly related to your external success.

13. Scroll less.

Whereas sifting through TV channels was once the mindless past time of years past, now it’s scrolling through news feeds. Train yourself to limit your “scroll” time each day. Try one of those browser installations that give you a set amount of time you can spend on a website in a day before it blocks access to the site, or apps that counts how many times you open social media apps. You don’t have to delete them entirely, but you should be mindful that you’re not spending multiple hours a day effectively doing nothing.

14. Observe your patterns.

Instead of being critical of yourself when you notice that you’re procrastinating, or engaging in an unhealthy behavior, notice what prompts it. Notice what you’re doing when you feel most at ease, most inspired, or most frustrated. Observe yourself as a third party, treat your life like something you are studying. Get to know what you react to and how — this can help you direct your life.

15. Practice saying “no.”

Your energy is limited each day. Make sure it is only going toward that you truly care about. You should not feel bad about saying “no” to some things. It is ultimately a means of self-preservation.

16. Practice diverting your attention.

When you have a self-defeating thought, the solution isn’t usually to mull on it until you arrive at a different conclusion. The solution is usually to distract yourself with something productive. Get better at diverting your attention to something that helps you, not negative thoughts that can lead to a spiral.

17. Share your ideas consistently and clearly.

Having ideas is great, but they won’t go anywhere if you aren’t able to articulate them, or come up with an action plan that allows you to implement them.

18. Use what you have.

The next time you have the urge to go pick up dinner or a new outfit for the weekend, challenge yourself just once to wear what’s in your closet, or eat what’s in your pantry, even if you don’t want to that much.

19. Drink one more glass of water.

Don’t worry about pressuring yourself to get all recommended 8 cups down perfectly. Just focus on drinking one more. Then, when that’s part of your routine, add another.

20. Eat one less unhealthy snack.

Don’t worry about trying to completely overhaul your diet and perfect every single thing that crosses your lips. Focus only on foregoing one single unhealthy choice that you’d make on any given day. Just one.

21. Create open portals for people to reach and contact you for what you want to do.

Make sure that you are consistently making your information available to those who may want to reach out to you. Your personal website and online presence is the new résumé, so make sure you are consistently updating and improving it, and making it easy for others to understand what you do and how to reach you.

22. Begin each day asking yourself: “How can I change my life today?”

Get out of the mindset that you have to “get through” the day and get into the mindset that the coming hours are filled with open-ended potential for you to take action that will change your life forever. The only difference is your willingness to see things differently, and your effort in trying to make them better.

I cover stories on emotional intelligence and millennial trends.

Source: 22 Microhabits That Will Completely Change Your Life In A Year

.

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PicsAds   https://jvz2.com/c/202927/385468/
PigMoneyMethod   https://jvz2.com/c/202927/377665/
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Pitchdeck   https://jvz3.com/c/202927/347847/
Pixal  https://jvz2.com/c/202927/378775/
PixaStudio    https://jvz1.com/c/202927/373089/
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PlanB Muscle Growth   https://jvz1.com/c/202927/36517/
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Postradamus     https://jvz6.com/c/202927/108695
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Powrsuite   https://jvz1.com/c/202927/376361
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ShopABot   https://jvz2.com/c/202927/291955
ShopFunnels   https://jvz3.com/c/202927/384069/
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Stock Mages   https://jvz2.com/c/202927/388669/
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Storymate    https://jvz3.com/c/202927/320972
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TubeTargeter  https://jvz6.com/c/202927/377211
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Videevolve   https://jvz4.com/c/202927/381011/
Vidently   https://jvz1.com/c/202927/387798/
Video Campaignor      https://jvz4.com/c/202927/387058/
Video Games   https://jvz3.com/c/202927/184902/
VideoEnginePro     https://jvz2.com/c/202927/372916
VideoGameSuite    https://jvz3.com/c/202927/366537/
VideoRobot Enterprise   https://jvz8.com/c/202927/291061
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Viral Quotes      https://jvz2.com/c/202927/386984/
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Vocalic  https://jvz2.com/c/202927/383848/
VoiceBuddy    https://jvz1.com/c/202927/342854
VR Studio  https://jvz8.com/c/202927/388296/
WebCop  https://jvz4.com/c/202927/378683/
Webinarkit   https://jvz3.com/c/202927/383937/
Webprimo   https://jvz1.com/c/202927/379455/
WordPress Mastery   https://jvz1.com/c/202927/386249/
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WP GDPR    https://jvz8.com/c/202927/299907
WP Simulator    https://jvz3.com/c/202927/46987/
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writing job   https://jvz8.com/c/202927/213027
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XFUNNELS   https://jvz2.com/c/202927/310335
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YTSuite   https://jvzoo.com/c/202927/381179
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