Blog Posts

Giving power to circling negative thoughts in your mind refrains you from contributing and sharing your valuable ideas and opinions. Staying silent inhibits you from making meaningful contributions to your team and organization. Being able to speak up in meetings is a very valuable skill. Sharing your perspective or contributing to the discussion even in small ways not only projects confidence, it also builds credibility.

Communication/Personal Development

How to be Bold and Speak Up in Meetings

Are you bold enough to say what you need to say in a meeting or do you feel knots in your stomach and refuse to speak up? Being able to speak up on the spot is a very valuable skill. Sharing your perspective or contributing to the discussion even in small ways not only projects confidence, it also builds credibility. But how do you find the courage to do so when your heart starts racing at the thought of uttering even a few words? How can you say something that can potentially make you appear silly, feel embarrassed or look incompetent?

Make the most of your todo list by turning it from a bunch of meaningless line items to a more meaningful action oriented list.

Personal Development/Productivity

How to Make the Most of Your Todo List

Big or small, it’s impossible to remember everything you need to do. When you don’t actually write things down, it’s hard to prioritize complex, long-term, forward looking tasks over easy, short-term, time wasting activities. Not writing things down has another problem. Keeping track of all the unfinished tasks puts an unnecessary burden on the brain. To make the most of your todo list, you need to turn it from a bunch of meaningless line items to a more meaningful action oriented list.

Building credibility requires earning trust of people who work with you—your colleagues, manager, stakeholders and others. It requires more than just competence and knowledge. Being an expert in your domain or enthusiasm and motivation about your job can only take you so far when you lack credibility with your team and others.

Personal Development/Productivity

How to Build Credibility at Work

What erodes credibility at work and what builds it? Most employees don’t think about credibility consciously which prevents them from taking the right steps to build it. They think that if they keep their heads down and keep doing the good work, someone will take notice and good opportunities will land their way. But workplaces aren’t designed to lift people with good intentions and good skills. Building credibility requires earning trust of people who work with you. It requires more than just competence and knowledge.

As a leader, making your employees comfortable to criticize you isn’t easy. Don’t expect them to walk over to you and give you the feedback unless you take the first few steps in seeking it. Get actionable feedback by following the right practices.

Communication/Leadership

How Leaders Can Get the Actionable Feedback They Need to Grow

Feedback is a crucial part of growth. If you don’t know how you’re doing, it’s impossible to take corrective actions and improve. Many leaders fail at this. They either do not explicitly seek feedback or the way they ask for it only boosts their ego by getting feel-good praise about what they’re doing well without surfacing the actual areas where they’re falling short.

The human brain has this remarkable cognitive capacity to perform at levels far beyond what we consider as our natural abilities, but it’s not without its limits. The cognitive biases that enable the brain to prioritize and process large amounts of information quickly also gets in the way of our productivity. These mental shortcuts are the brain's way to conserve energy and work more efficiently. But they also lead to many thinking errors.

MentalModels/Productivity

4 Cognitive Biases That Impacts Productivity

The human brain has this remarkable cognitive capacity to perform at levels far beyond what we consider as our natural abilities, but it’s not without its limits. The cognitive biases that enable the brain to prioritize and process large amounts of information quickly also gets in the way of our productivity. These mental shortcuts are the brain’s way to conserve energy and work more efficiently. But they also lead to many thinking errors.

For a manager, being effective is not optional, it’s a crucial part of their job. Without effectiveness, more time is spent on inconsequential tasks and less on forward moving activities.

Leadership/Management

6微高效管理者的习惯

For a manager, being effective is not optional, it’s a crucial part of their job. Without effectiveness more time is spent on inconsequential tasks and less on forward moving activities, effort spent never matches up to the results, opportunities are missed and problems linger on. Effectiveness is nothing but a habit and much like other habits in life, it too can be learned. If you want to be an effective manager, master these 6 micro habits.

会议非常stressful unless you know how to run them well. Sharing your ideas and making others lean your way is not easy. The biggest mistake we all make when trying to make our meetings impactful is to place extreme focus on ourselves and the content of the meeting without paying much attention to the process. To create an unforgettable impact during meetings, practice these 4 key strategies.

Communication/Productivity

How to Create an Unforgettable Impact During Meetings

会议非常stressful unless you know how to run them well. Sharing your ideas and making others lean your way is not easy. The biggest mistake we all make when trying to make our meetings impactful is to place extreme focus on ourselves and the content of the meeting without paying much attention to the process. To create an unforgettable impact during meetings, practice these 4 key strategies.

To turn your managers into successful leaders, don’t be too involved or too disconnected. Find the sweet spot where you know just enough to coach when needed while giving them the space to explore, work things out on their own and learn from their mistakes. Ask your managers these 5 questions every month.

Leadership/Management

5 Questions to Ask Your Managers Every Month to Help Them Grow as a Leader

When you stop managing individual contributors and start managing other managers, a lot needs to change. Your role is no longer about assigning tasks, meeting deadlines or taking care of your team’s work assignments and other responsibilities. Your managers are now doing the work you used to do yourself. So, how can you let go of the control? How can you trust them to do the job while you’re still responsible for it? Ask these 5 questions to your managers every month.

The difference between high impact contributors and typical contributors isn’t talent, competence or skills. They’re equally capable, have similar potential and the urge to do well. Yet, impact players consistently find ways to add value while others are simply going through the motions.

Personal Development/Productivity

Master These 5 Behaviors to be an Impact Player

What makes some employees rise through challenges, tap into opportunities, find a way to break through and make an impact while others are taken aback by a difficult circumstance and don’t know what to do or how to move forward? The difference between high impact contributors and typical contributors isn’t talent, competence or skills. They’re equally capable, have similar potential and the urge to do well. Yet, impact players consistently find ways to add value while others are simply going through the motions.

Mental health at work should be everyone’s utmost priority. Instead of relying on organizations to offer a perfect work environment that caters to your well-being, stay mentally healthy by looking inward to your own behaviors and actions.

Personal Development/Productivity

4 Shifts in Behavior To Be Mentally Healthy At Work

There are definite benefits of being part of an organization that promotes employee well-being and work towards building a mentally healthy culture, but they’re not enough. What if it’s not the work culture but your own behavior that gets in the way? Most people look outward when it comes to addressing mental health challenges, without paying attention to their own behaviors and actions. Master these 4 behaviors to stay mentally healthy at work.

As important as it is to apply the right strategies to manage your imposter syndrome, equally important is to know what constitutes bad advice. Knowing what isn’t helpful will not only save you time, it will prevent you from applying advice that can amplify your feelings of uncertainty and self-doubt. #impostersyndrome #selfdoubt #limitingbeliefs #growthmindset #successatwork #unconsciousbias #ownyourgreatness #womeninbusiness #badadvice #lifelessons #productivity #mentalhealth

Personal Development/Productivity

Bad Advice for Imposter Syndrome

As important as it is to apply the right strategies to manage your imposter syndrome, equally important is to know what constitutes bad advice. Knowing what isn’t helpful will not only save you time, it will prevent you from applying advice that can amplify your feelings of uncertainty and self-doubt. Don’t settle. Don’t look for shortcuts or quick wins. Don’t go after the fake it till you make it, positive thinking and pushing on through advice.

To be an effective manager create a safe space for employees to voice their opinion, help them build creative thinking skills by leading with questions and strike the right balance between challenging and personally caring for them.

Leadership/Management

Want to be an Effective Manager? Build These 3 Skills

As a manager, you may feel that there are too many things to learn and too little time to put everything into practice. However, working hard to catch up to the demands and expectations of the job will only leave you tired and exhausted. Good management does not require being a superhuman with extraordinary skills. It only requires practicing these 3 important skills.

Beat feelings of self-doubt and unworthiness and build confidence by following this 3 step process.

Leadership/Personal Development

Bridge the Confidence Gap: How to Build Confidence That Lasts

When you fall for your mind’s thinking traps, you may assume it’s lack of competence that stops you from going after the things you want. But it’s not competence that’s holding you back, it’s your lack of confidence. When you lose sight of belief in yourself, no amount of competence can make you successful. Competence gives you the skills, confidence underpins your ability to actually get things done.

Building extraordinary workplaces with high performing teams requires more than hiring the right talent and equipping them with the right opportunities. It requires cultivating the right habits and incorporating them into daily work and life.

Leadership/Management

5 Excellent Habits of High Performing Teams

What makes some teams do exceptionally well and others to perform poorly? Do they have more talented team members, better resources or are simply being lucky? Teams that stand out are not more talented, better skilled or have greater opportunities. What sets them apart are their habits and practices. Empowering work culture, support from leaders in the organization and clarity of vision and goals is important, but they’re not sufficient to drive excellence and high performance in teams.

Making good decisions isn’t just about making the right choices, it’s also about being able to recognize and eliminate bad ones. Here are the other 4 thinking traps that add to leadership ineffectiveness. #effectiveleadership #cognitivebias #psychology #cognition #implicitbias #decisionmaking #thoughtleaders #entrepreneurship #makingdecisions #bias #leadership #mentalmodels #thinkingtraps

Leadership/MentalModels

Break Free From These 4 Leadership Thinking Traps

Thinking traps are the biggest cause of leadership ineffectiveness. When leaders don’t pay attention to how they think, make decisions and the impact it has on the organization and its people, their actions—however well intended they may be—cease to produce the desired effect. Making good decisions isn’t just about making the right choices, it’s also about being able to recognize and eliminate bad ones. Effective leaders make good decisions by paying attention to their errors in thinking and taking steps to reduce them.

Leaders are ordinary human beings who make mistakes from time to time. While some mistakes are insignificant or have minor negative consequences, others might be potentially harmful and damaging to the organization and its people. Most of these mistakes are unintentional—they stem from thinking errors, applying shortcuts and not using the right mental models. When leaders don’t pause and reflect, they make poor choices and terrible decisions which hurt the productivity of their people and performance of their entire organization.

Leadership/MentalModels

These Thinking Errors are the Biggest Cause of Leadership Ineffectiveness

Leaders are ordinary human beings who make mistakes from time to time. While some mistakes are insignificant or have minor negative consequences, others might be potentially harmful and damaging to the organization and its people. Most of these mistakes are unintentional—they stem from thinking errors, applying shortcuts and not using the right mental models. When leaders don’t pause and reflect, they make poor choices and terrible decisions which hurt the productivity of their people and performance of their entire organization.

We all want to get the job of our dreams and stay in them forever. But the world is not fair and most things do not end up the way we expected. Instead of wasting time ruminating about the past, follow these practices to get hired in a job of your choice and create the future you deserve—be strategic about social media, prepare your sell pitch, use the STAR technique and don’t give up.

Communication/Personal Development

Want to Get Hired? Here’s What You Need to Do to Land the Right Job

With the uncertainty in the economy, many companies have not only announced a hiring freeze but are also downsizing their entire divisions and non-profitable initiatives. Whether you’re forced to find another job or someone who’s doing it as a choice, the process to find another job is never easy. Making mistakes by not following good practices reduces the likelihood of you landing a job on time, builds stress and may even hurt you mentally and financially. If you want to get hired in a company of your choice, follow these practices.

When employees think they’re not fairly evaluated or their manager lacks information on their true value and worth, it affects their performance and productivity. Not being recognized for what they bring to the table hits them hard—they don’t see a point in taking up new challenges and opportunities or going the extra mile. That's why it's so important to take performance reviews seriously and do them well.

Leadership/Management

How to Put People at the Center of Performance Reviews

When employees think they’re not fairly evaluated or their manager lacks information on their true value and worth, it affects their performance and productivity. Not being recognized for what they bring to the table hits them hard—they don’t see a point in taking up new challenges and opportunities or going the extra mile. Doing performance reviews well requires intention and effort, but done right, it can give big returns on investment.

To build empathy at work, you have to be less wrong when judging other people’s behaviors and actions. You have to stop making assumptions about their circumstances and motivations. You have to step into their shoes to understand what they’re really thinking.

Communication/MentalModels

4 Powerful Mental Models to Build Empathy At Work

大多数问题我们面对在工作中涉及到的人。我们think we know others, how they think and what drives them. But most of the time we’re wrong. You can’t be empathetic towards others and lead with your beliefs and notions. To build empathy at work, you have to be less wrong when judging other people’s behaviors and actions. You have to stop making assumptions about their circumstances and motivations. You have to step into their shoes to understand what they’re really thinking.

Being a manager of managers is a great responsibility. Your behaviors and actions not only impacts your managers, but also people reporting to them. Even though you have a lot to learn, by applying the right practices you can step up and be the leader that your people expect you to be.

Leadership/Management

5 Things I learned the Hard Way as a Manager of Managers

Being a manager of managers is a great responsibility. The impact of your decisions and what you say or do not only impacts your managers, but also people reporting to them. Attracting great talent is not enough. You also need to hold them together and help them achieve excellence. Even though you have a lot to learn, by applying the right practices you can step up and be the leader that your people expect you to be.

Mental agility makes you confidently step up and solve difficult problems when everyone else is taken aback by an unpredictable situation or an unforeseen circumstance and wondering how to deal with it. It is necessary to innovate, embrace change, and thrive in the face of uncertainty. Cultivate it by adopting these 5 key practices.

Decisions/MentalModels

5 Practices to Cultivate Mental Agility and Thrive in Uncertainty

你是如何应对不确定性?你怎么handle unexpected events? How do you react to change? Do you panic and avoid dealing with the situation or do you look at the situation with curiosity, explore alternative ways to move forward and pivot, if need be? The ability to think on your feet and solve problems by quickly moving between different ideas is the key to creativity at work. Mental agility is necessary to innovate, embrace change, and thrive in the face of uncertainty.

Good mentors help unlock your hidden potential. They may not only offer advice when you’re stuck with a problem but also help you get over your own limiting beliefs. They tell you things you may not want to hear which keeps you grounded in reality. They’re your sounding board to determine which ideas are feasible and practical and which ones aren’t worth pursuing. With the support of a good mentor, you can build a kick-ass career instead of simply dragging your feet. But how do you find such a person and why should they mentor you?

Communication/Personal Development

How To Find a Mentor Who Can Accelerate Your Career

Good mentors help unlock your hidden potential. They may not only offer advice when you’re stuck with a problem but also help you get over your own limiting beliefs. They tell you things you may not want to hear which keeps you grounded in reality. They’re your sounding board to determine which ideas are feasible and practical and which ones aren’t worth pursuing. But how do you find such a person and why should they mentor you?

When you’re having a bad day at work, your mind spirals into all sad things. It’s like someone dimmed the light around you and everything appears dark and gloomy. You’re more likely to lose your nerve or react poorly to even minor inconveniences. Healthy disagreements turn into personal attacks. Minor conflicts into major issues.

Personal Development/Productivity

How to Deal With a Bad Day at Work

When you’re having a bad day at work, your mind spirals into all sad things. It’s like someone dimmed the light around you and everything appears dark and gloomy. You’re more likely to lose your nerve or react poorly to even minor inconveniences. Healthy disagreements turn into personal attacks. Minor conflicts into major issues. While it is difficult for you to look for the bright side of things when your mind is stuffed with negativity, there are specific things you must do to prevent a bad day from turning into a bad week.

Effective communication is a key ingredient to work together, advance your career and make work a happy experience. When communication breaks down at work, more time is wasted in filling gaps in alignment and expectations and less in productive work. Adopt this powerful framework to reduce communication gaps at work.

Communication/Productivity

Powerful Framework to Reduce Communication Gaps at Work

Effective communication is a key ingredient to work together, advance your career and make work a happy experience. When communication breaks down at work, more time is wasted in filling gaps in alignment and expectations and less in productive work. Instead of seeking a perfect work environment with 100% alignment between people and teams, adopt this powerful framework to reduce communication gaps at work.

What if employees at work mentally check out? They do not become lazy, irresponsible or stop taking their work seriously. Rather, they do what they are being asked to do—nothing more and nothing less. Quiet quitting is a mindset that safeguards employees from placing excessive focus on one’s work, ignoring personal time because their career comes first or becoming so dedicated to their jobs that friends, family and their own health turn into an afterthought. #quietquitting #greatresignation #tangping #lyingflat #quitjob #burnout #worklifebalance #lifebalance #timemanagement #career #balance #mentalhealth #mentalhealthmatters #wellness #wellbeing

Decisions/Leadership

Is Quiet Quitting a Good Idea?

What if employees at work mentally check out? They do what they are being asked to do—nothing more and nothing less. Quiet quitting is a mindset that safeguards employees from placing excessive focus on one’s work, ignoring personal time because their career comes first or becoming so dedicated to their jobs that friends, family and their own health turn into an afterthought. Disengaging from work can create a healthy balance between work and life but mentally checking out this way isn’t without negative side effects.

Letting difficult people have it their way for too long can cause damage beyond repair. Delivering feedback to difficult people is ineffective if it does not land right—they refuse to accept, become defensive and may even turn bitter which only makes working with them even harder. Apply the right strategies by embracing the difficult task of giving feedback to these difficult people. #toxicpeople #difficultpeople #toxicperson #toxicass #toxicity #givefeedback #constructivecriticism #honestfeedback #badbehavior #management #communication #leadership #teamgrowth #collaboration

Communication/Management

How to Give the Most Effective Feedback to a Difficult Person

Healthy boundaries are essential for the mental and personal well-being of all employees at work. When these boundaries are exploited by difficult people, the more time someone spends around them, the more damage they suffer. Apply these 4 strategies to give feedback to a difficult person without challenging them in a way that makes them quit or create more trouble.

As you grow in your career, the cost of not putting your time to best use is significantly high. Applying the makeshift tactics can get you through the day, but they also hurt your productivity in the long run. Use these 3 productivity frameworks to do work that matters.

Personal Development/Productivity

Struggling To Be Productive? Use These 3 Productivity Frameworks To Get Real Work Done

As you grow in your career, the cost of not putting your time to best use is significantly high. If you’re serious about utilizing your time well, use these 3 productivity frameworks to identify what deserves your attention and what shouldn’t be done at all, give life to your goals by utilizing the right opportunities and taking action, and staying focused by avoiding distractions when you actually get down to work.

Is your manager not paying attention to your work? Use this 3-step framework to break your manager’s default pattern so that they start paying attention to the things you need.

Personal Development/Productivity

What to Do If Your Manager Isn’t Paying Attention

你的经理应该知道你做的领域ing well, where you excel, your strengths and highlights. Keeping your manager in the loop is essential for your success and growth. But what if your manager isn’t paying attention? Should you keep your head down and keep doing the good work with the hope that they will take notice someday or can you do the work to get into the spotlight and make yourself visible?

哲学上的剃须刀在日常生活作为critical thinking tools to eliminate noise, strip away unnecessary parts and better understand the problem at hand thereby enabling you to make better decisions. Use these 4 razors to make better decisions. #razors #philosophy #cognitivedistortions #biases #mentalhealth #decisions #cognition #implicitbias #mentalmodels #baddecisions #thinkingfastandslow #neuroscience #cognitivebias

Decisions/MentalModels

The Most Powerful Decision-Making Razors

哲学上的剃须刀在日常生活作为critical thinking tools to eliminate noise, strip away unnecessary parts and better understand the problem at hand thereby enabling you to make better decisions. Like cognitive biases that lead to thinking errors and arise due to the ability of our mind to apply shortcuts, razors are mental tricks that enable better judgment but aren’t right 100% of the time. When used appropriately though, applying razors can be extremely valuable.

As a manager, hearing an employee quit is the most challenging experience. On the one hand, you’re worried about the impact it may have on your team, on the other you’re concerned about how it reflects on you as a manager. However by responding in a thoughtful manner, you can have a constructive discussion and may even convince them to stay.

Leadership/Management

How to Respond When an Employee Quits

As a manager, hearing that someone on your team quit is the most challenging experience. On the one hand, you’re worried about the impact it may have on your team, on the other you’re concerned about how it reflects on you as a manager. Losing a top performer, someone you value in the team or someone with great potential is definitely upsetting. It may be hard to believe at first especially if it comes off as a total surprise—they seemed committed and engaged and you really cared for them, so what went wrong?

When we don't pay attention to the cognitive distortions that impact communication, collaboration with others breaks down at work. To effectively communicate, learn about these cognitive distortions and practice the strategies to tackle them so that they don't get in the way of your goals and success.

Decisions/MentalModels

Want to Communicate Effectively at Work? Eliminate these 5 Cognitive Distortions

Communicating effectively with others is a crucial element to get work done. When we don’t pay attention to the cognitive distortions that impact our thinking, we communicate in a manner that makes collaboration difficult. Without being self aware and catching ourselves with those occasional errors in thinking, biased views and irrational thoughts make us form an inaccurate view of reality and stick with it thereby impacting our behaviors and actions.

Combating cognitive distortions during high stakes decisions or events where irrational thoughts have long term implications requires self awareness and practicing good habits of the mind which enable you to make conscious decisions as opposed to letting your brain run on autopilot. #cognitivedistortions #biases #mentalhealth #cognition #implicitbias #mentalmodels #baddecisions #thinkingfastandslow #neuroscience #decision

Decisions/MentalModels

Want to Make Better Decisions? Avoid These 5 Cognitive Distortions

We work in environments that aren’t optimized for solid decision-making. We also have irrational or negative thought patterns from time to time. This leads to habitual errors in thinking which creates an inaccurate view of reality. Combating cognitive distortions during high stakes decisions or events where irrational thoughts have long term implications requires self awareness and practicing good habits of the mind which enable you to make conscious decisions as opposed to letting your brain run on autopilot.

The gap between how you view your behaviors and actions and how others perceive you is always huge. You may think you’re a great team player or the job that you just finished was outstanding. But how you view your performance may not align with how your boss or team members view it. Want to bridge this gap? Ask your manager these questions every month.

Communication/Personal Development

5 Questions to Ask Your Manager Every Month and 10X Your Impact

Do you want to 10x your impact at work? Do you know what behaviors hold you back? What about your team—do they admire, respect and acknowledge you? Do they find you helpful? The gap between how you view your behaviors and actions and how others perceive you is always huge. Don’t let your manager decide where you end up. Don’t wait for them to share feedback that you need. Ask these 5 questions every month to take charge of your own growth and 10x your impact.

Do you have a hard time saying no to last-minute requests from others with the worry that you might hurt or disappoint them? Saying no is not only healthy, it helps you recognize your limitations and empowers you to make the right choices.

Communication/Decisions

How to Say No to Last Minute Requests

Do you say yes to every last minute request? Being able to help others, put out fires, share your knowledge and expertise can lead to feelings of accomplishment. Knowing that others need you can make you feel important. But that dopamine hit comes at a cost. Accommodating all these requests into an already packed schedule leaves you feeling burnt out, and exhausted. Saying no is not only healthy, it helps you recognize your limitations and empowers you to make the right choices.

Finding it hard to assert authority as a new manager? Not sure how you can assign tasks to your team, how you can raise concerns or how you can have tough conversations? Asserting authority as a new manager is uncomfortable and but you can do it right by praticing the right behaviors.

Leadership/Management

How to Assert Authority as a Young Manager

Not sure how you can assign tasks to your team, how you can raise concerns or how you can have tough conversations? Some discomfort is natural as a new manager. But letting your discomfort get in the way of your decisions, holding yourself back from giving your ideas and suggestions, hesitating to set direction and guide your team or delaying feedback with the worry how it might land with the other person not only makes you ineffective as a manager, it also hurts your team’s productivity and performance.

持续改善的愿望我们自己和我们的life situation, seeking a better life, or the pursuit of pleasure is what keeps the human race thriving. But it also sets us on a hedonic treadmill constantly chasing the next big target.

Decisions/Personal Development

Stuck on the Hedonic Treadmill? Here’s How to Escape It

持续改善的愿望我们自己和我们的life situation, seeking a better life, or the pursuit of pleasure is what keeps the human race thriving. But it also sets us on a hedonic treadmill constantly chasing the next big target. We set goals and expectations. We run to gain those things. But once we succeed or reach that destination, instead of being euphoric, the feeling is more of a relief.

Faking it by posturing, pretending to be confident, and ignoring those nagging feelings of self-doubts can offer some temporary respite from those feelings of self-doubt, but once you’re done putting on a show, being inauthentic to yourself negatively impacts your perceptions of yourself. Don't fake it till you make it, build genuine confidence through action.

Personal Development/Productivity

Fake It Till You Make It: Good Advice or a Setup for failure?

Faking it by posturing, pretending to be confident, and ignoring those nagging feelings of self-doubt can offer some temporary respite, but once you’re done putting on a show, being inauthentic to yourself negatively impacts your perceptions of yourself. Imitating confidence and competency has long-term implications. Don’t fake it till you make it, build genuine confidence through action.

捞到g laid off and losing your job is hard. It not only hurts you financially, but also personally. Left unhandled or dealt with badly, a layoff can make you adopt harmful behaviors that destroy your self-confidence. Handling a layoff well is not only about finding a new job. More than the job hunt, it requires mental strength to deal with the emotions that are bound to run high.

Decisions/Personal Development

How to Bounce Back After Getting Laid Off

捞到g laid off and losing your job is hard. It not only hurts you financially but also personally. Left unhandled or dealt with badly, a layoff can make you adopt harmful behaviors that destroy your self-confidence. Handling a layoff well is not only about finding a new job. More than the job hunt, it requires mental strength to deal with the emotions that are bound to run high.

What’s the one big difference between employees who stand out within the first few months of joining and those who struggle to fit in? New hires who do well at work stand out because they own their onboarding experience.

Personal Development/Productivity

7 Effective Practices to Onboard Yourself in Your New Job

What’s the one big difference between employees who stand out within the first few months of joining and those who struggle to fit in? New hires who do well at work stand out because they own their onboarding experience. Instead of letting the onboarding process in their organization determine where they end up, they get into the driver’s seat, buckle themselves up and get to work.

Busyness creates an illusion of productivity. Being caught inside the ‘busy trap’ makes it harder for you to see that productivity is not based on the number of hours you put in; it’s the time spent creating value.

Personal Development/Productivity

Are You Keeping Busy or Being Productive?

Busyness creates an illusion of productivity. Being caught inside the ‘busy trap’ makes it harder for you to see that productivity is not based on the number of hours you put in; it’s the time spent creating value. Instead of accepting busyness as a way of life, practice behaviors that will make work more meaningful and impactful without taking a toll on your mental health and personal well-being.

To succeed in life and go after the things you desire, you need to incorporate behaviors and practices that open your mind to new opportunities by viewing the world with infinite possibilities and unlimited options. With abundance mindset, you’re no longer operating within the confines and constraints of your own limitations. You no longer see the world as a limited pie but view it as an endless ocean where there’s enough for everyone.

Decisions/Personal Development

5 Practices to Shift from Scarcity to Abundance Mindset

Do you consider the limitations of a situation by focusing on the negatives or see the opportunities in every situation by focusing on areas of growth and improvement? When you’re not operating within the confines and constraints of your own limitations, you no longer see the world as a limited pie but view it as an endless ocean where there’s enough for everyone.

If you're making these career limiting mistakes, you may work hard but never get the success you deserve. Watch out for these mistakes so that they don't stand in the path of your growth and success.

Decisions/Personal Development

8 Common Career Limiting Mistakes to Avoid at All Costs

Do you recognize and pay attention to mistakes that limit your career? Those who succeed at work do not have special skills and abilities. They aren’t more intelligent or talented than others. What makes them stand out are the little decisions they make every step of the way. If you’re frustrated that your growth isn’t aligned with your effort, identify the career limiting mistakes you are making.

Are you getting angry at work? Are these significant issues that are making you angry or are you losing your cool over small stuff? An enraged mind is in no condition to think strategically. Staying angry makes you prone to poor judgment; it makes you say things you will regret later.

Communication/Personal Development

捞到g Angry at Work? Here’s How to Use Anger in More Positive Ways

Do you get mad at work? Are these significant issues that are making you angry or are you losing your cool over small stuff? An enraged mind is in no condition to think strategically. Staying angry makes you prone to poor judgment; it makes you say things you will regret later. Emotional regulation is the key to mastering your negative emotions.

When you lose trust as a manager, it negatively impacts your team's productivity and performance. They are constantly on the lookout, watchful of how their actions will be perceived. Time and energy that’s better spent in doing work is wasted in useless arguments and discussions. Lack of trust turns minor disappointments into major setbacks. Negative outlook breeds suspicion, frustration, and resentment which leads to poor quality work.

Leadership/Management

Losing Trust As a Manager? Here’s How to Regain It

What’s the most important factor that impacts an employee’s motivation at work—the level of trust they feel towards their manager. High levels of trust make them feel valued, energizes them to work harder, and make them persist through difficulties and setbacks. Low levels of trust reverses the equation which negatively impacts their productivity and performance. You can lose trust as a manager if you don’t spend time noticing how you come across to others.

Instead of major victories with outsized expectations, target small wins. Small daily goals that give a sense of progress; work that moves you forward, is fulfilling and rewarding, where each step takes you closer to your destination.

Personal Development/Productivity

Instead of Those Lofty Goals, Go After the Small Wins

Big goals that are far off into the future can lead to procrastination, promote all-or-nothing thinking and provide momentary happiness without long lasting satisfaction. Instead of major victories with outsized expectations, what if you targeted small wins? Small daily goals that give a sense of progress; work that moves you forward, is fulfilling and rewarding, where each step takes you closer to your destination.

Don’t bring me problems, bring me solutions is a phrase used by many managers—even the well-intentioned ones—who believe that it encourages their team members to be creative thinkers, while all it does is promote siloed thinking.The message you want to pass is one of encouragement and empowerment, but instead, it dissuades your team from bringing up problems—problems they find hard to solve or ones that need your support and guidance.

Leadership/Management

“Don’t Bring Me Problems, Bring Me Solutions” is Hurting Your Team

Don’t bring me problems, bring me solutions is a phrase used by many managers—even the well-intentioned ones—who believe that it encourages their team members to be creative thinkers, while all it does is promote siloed thinking. The message you want to pass is one of encouragement and empowerment, but instead, it dissuades your team from bringing up problems—problems they find hard to solve or ones that need your support and guidance.

Out of hundreds of things a manager is expected to do, maintaining a healthy relationship with their people is just one of them. And it’s true that a good part of a manager’s job is to invest time in their people and their growth. But a relationship isn’t a one-way street. You can’t have a healthy relationship with your manager unless you are invested in your own growth.

Personal Development/Productivity

How To Create A Thriving Relationship With Your Manager

Out of hundreds of things a manager is expected to do, maintaining a healthy relationship with their people is just one of them. And it’s true that a good part of a manager’s job is to invest time in their people and their growth. But a relationship isn’t a one-way street. You can’t have a healthy relationship with your manager unless you are invested in your own growth. People who excel at work don’t blame a poor relationship on their manager. They’re willing to do the work necessary to make it work.

Finding it hard to be effective as a new manager? Apply these strategies to succeed.

Leadership/Management

Finding It Hard to Be Effective as a New Manager? Here’s How to Succeed

When you get promoted to a new manager, there are lots of questions in your mind. With so many questions unanswered, it’s completely natural to feel unprepared. Your struggles are real. When you started as an individual contributor and got to a lead position, you thought you made it. But now as a manager, you are back to square one. To be effective as a new manager, you’ll need to acquire a set of skills that can only come through practice.

How do you get better as a manager? You can use feedback from your manager, inputs from your team, and outcomes you achieve as a measure of your performance, but by themselves, they do not help you get better. Without a system in place to measure yourself and actively monitor how you’re doing, you cannot determine areas that need your attention and the steps you must take to improve. Ask these 9 questions to be a great boss.

Leadership/Management

9 Questions Great Bosses Ask Themselves 

How do you get better as a manager? You can use feedback from your manager, inputs from your team, and outcomes you achieve as a measure of your performance, but by themselves, they do not help you get better. Without a system in place to measure yourself and actively monitor how you’re doing, you cannot determine areas that need your attention and the steps you must take to improve. Use these 9 questions that all great bosses ask themselves to improve their team’s performance.

One-on-one meetings go wrong not because of lack of effort. They go wrong when you don’t pay attention to little things that are needed to get them right. Watch out for these common one-on-one meeting mistakes.

Leadership/Management

These One-on-One Meeting Mistakes are Hurting Your Team

Do you regularly meet your people, give them advice and help them with their growth? You might be doing a lot of things right, but do you also take time to analyze the mistakes that can turn your one-on-one meetings unproductive and leave your employees feeling dissatisfied? One-on-one meetings go wrong not because of lack of effort. They go wrong when you don’t pay attention to little things that are needed to get them right.

High agency is about finding a way to get what you want, without waiting for the conditions to be perfect or otherwise blaming the circumstances. High agency people either push through in the face of adversity or they manage to reverse it to achieve their goals. They either find a way, or they make a way.

Leadership/Management

High Agency: Quality that Sets Leaders Who Win From Those Who Whine Apart

High agency is important at every step of the career, but it’s even more crucial as you ascend the ladder and take up a leadership position in an organization. For a leader, vision and ability aren’t differentiating factors anymore. An ambitious vision for the future only sets the direction. It’s the high agency that gives life to that vision and makes it possible. It’s the high agency that sets a leader apart. Learn to recognize and cultivate it.

一个领导者的工作在任何组织不是告诉people what to do, be involved in every problem, or deliver 100% perfect outcomes. Their job is to enable their people to use their knowledge to make their own decisions, motivate them to build the skills necessary to feel confident, and use their own time effectively to look into the future and solve hard problems. They can do this by effectively implementing decision tree model to seek better alignment at all levels.

Leadership/Management

The Decision Tree: Alignment Model Leaders Need to Make Better Decisions

一个领导者的工作在任何组织不是告诉people what to do or be involved in every problem. Their job is to enable their people to make their own decisions, motivate them to build the skills necessary to feel confident, and use their own time effectively to look into the future and solve hard problems. They can do this by shifting from control to context and seeking alignment using the decision tree.

As a manager, the uncertainty of your decisions along with the daily struggle to make things happen can be quite taxing on your personal health and mental wellbeing. Unless you learn to take care of yourself, you can’t really be productive. Practicing self-care as a manager isn’t just necessary, it should be your topmost priority.

Leadership/Management

How to Practice Self Care as a Manager

As a manager, there isn’t a rule book for all the decisions you need to make and all the steps you need to take. You will make plenty of mistakes on the way. You will have a hard time getting your ideas heard and convincing others. The uncertainty of your decisions along with the daily struggle to make things happen can be quite taxing on your personal health and mental wellbeing. Practicing self-care as a manager isn’t just necessary, it should be your topmost priority.

Giving difficult feedback is the most difficult thing you may have to do at work, but building this skill is like building muscle. It only gets better with practice. It never gets easy, you only get better.

Leadership/Management

How To Be Comfortable Giving Difficult Feedback

What’s more dreadful than receiving difficult feedback? Giving one. Worried that negative feedback will hurt the other person and ruin your relationship is one of the biggest deterrents to avoid saying what you need to say. Giving difficult feedback is the most difficult thing you may have to do at work, but building this skill is like building muscle. It only gets better with practice. It never gets easy, you only get better.

The difference between leaders who push their teams to the ground and those who take their teams to great heights isn’t knowledge, capability, or competence. It isn’t even their motivation and desire to succeed. They both want to achieve success. What sets them apart is the difference in how they handle their ignorance. An ignorant leader's ignorance isn't limited to their skills and abilities, but also how they come across to others.

Leadership/Management

Your Ignorance is Causing You to Fail as a Leader

The difference between leaders who push their teams to the ground and those who take their teams to great heights isn’t knowledge, capability, or competence. It isn’t even their motivation and desire to succeed. They both want to achieve success. What sets them apart is the difference in how they handle their ignorance. Their ignorance isn’t limited to their skills and abilities, but also how they come across to others.

Pluralistic ignorance is a psychological state in which we believe that our private thoughts, feelings, beliefs, attitudes and judgments are different from those of others and yet when part of a group, we all seem to behave in the same way.

Decisions/MentalModels

Pluralistic Ignorance: Why Smart People Do Dumb Things

We do not conform to cultural and behavioral expectations around us that exist, but to a version we believe exists. Stuck in a vicious cycle of pluralistic ignorance, we continue to support the very behaviors we deem bad. Call it peer pressure, fear of rejection, our desire to fit in, or simply the fear of standing out, we think one thing and do another because we are deluded about other people’s real views and feel compelled to adhere to that delusion.

Imposter syndrome, though a commonly shared feeling turns out to be quite a unique experience. Its impact on each individual varies in not only how they feel, but also how they behave and act afterward. Look at these 5 types of behaviors to determine which one is your default strategy to deal with feelings of being a fraud. What type of imposter are you?

Personal Development/Productivity

What Type of Imposter Are You?

尽管冒名顶替者综合症与感情of inadequacy and thinking that nothing you do is ever good enough, how it plays out in your day-to-day life and impacts you varies from person to person. Acknowledging what you are feeling is important, but what’s even more important is to pay attention to the underlying behaviors and actions that such feelings tend to evoke. Your feelings of being a fraud can turn you into a procrastinator, perfectionist, overworker, people pleaser, or a self diminisher.

There’s no getting away with some amount of stress at work and we shouldn’t try to either. After all, all stress is not bad. But what if your stress is debilitating? What if it gets in the way of making meaningful contributions? What if instead of energizing you, workplace stress sucks into your energy and hurts your motivation?

Leadership/Personal Development

Workplace Stress is Costing You. Know How To Reduce It

All stress is not bad. Oftentimes, it signals you are doing worthwhile work. That you care about adding value and creating an impact. Stress can also energize you enabling you to put in the effort required to make something happen. But what if your stress is debilitating? What if it gets in the way of making meaningful contributions? What if instead of energizing you, workplace stress sucks into your energy and hurts your motivation?

捞到g your ideas heard and approved is one of the first steps to creating impactful work. It’s easy to adopt a victim mindset and blame others for rejecting your ideas. But all it does is make you feel defeated and stressed. To get buy-in and gain support for your ideas, work on your process. Take responsibility for your outcomes.

Communication/Leadership

Not Getting Your Ideas Heard? Here’s How to Gain Support for Your Ideas

Failure to get buy-in and have your recommendations shut down can crush your confidence and make it difficult for you to voice your opinion the next time around. Apply these strategies to not only confidently present your ideas, but get your ideas heard and gain support too. Learn to influence the decision and make positive impact on your organization and your work.

有什么区别的人最终瞧ving what they do and those who are on an endless pursuit looking for the one thing that will fulfill them only to be left disheartened, dissatisfied, and unhappy? What matters more - progress or passion?

Personal Development/Productivity

Progress Not Passion is the Answer to Loving the Work You Do

有什么区别的人最终瞧ving what they do and those who are on an endless pursuit looking for the one thing that will fulfill them only to be left disheartened, dissatisfied, and unhappy? Progress and not passion was the answer I was looking for all along. 3 strategies that have worked for me over the years to love what I do while letting my passion grow behind the scenes for me.

In a fast-moving, ever-changing, dynamic work environment, the ability to collaborate effectively isn’t a necessity, it’s a superpower. Learn about the cross functional collaboration challenges and the steps managers can take to make it effective.

Leadership/Management

Challenges With Cross Functional Collaboration and What to Do About It

In a fast-moving, ever-changing, dynamic work environment, the ability to collaborate effectively isn’t a necessity, it’s a superpower. When collaborating across teams, communication, coordination, visibility, execution speed, and decision-making can turn into a mess. Learn about the cross functional collaboration challenges and the steps managers can take to make it effective.

真正的领导领导人尝试t时出错o live up to some grand image. To match their behaviors and actions to an idealized version of an authentic leader and feeling exhausted and defeated when they fail to inspire the necessary changes in their teams and their organizations. By getting hung up on becoming their best versions, they fail to show up their authentic versions.

Leadership/Management

Being on the Wrong Side of Authentic Leadership

真正的领导领导人尝试t时出错o match their behaviors and actions to an idealized version of an authentic leader and feel exhausted and defeated when they fail to inspire the necessary changes in their teams and their organizations. By getting hung up on becoming their best versions, they fail to show up their authentic versions. To practice true authenticity, knowing what not to do is as important as knowing what to do.

组织发展是由领导者ee opportunity in uncertainty, who cut through ambiguity, and those who lead with the mindset to gain clarity. Done right, ambiguity can be exhilarating, rewarding, and mentally stimulating. Done wrong, it can be exhausting, emotionally consuming, and even downright demotivating. It’s only by considering different perspectives, asking better questions, and learning from their own systems, leaders can build the curiosity and flexibility required to purposefully deal with ambiguity.

Leadership/Management

How Great Leaders Deal With Ambiguity

组织发展是由领导者ee opportunity in uncertainty, who cut through ambiguity, and those who lead with the mindset to gain clarity. Done right, ambiguity can be exhilarating, rewarding, and mentally stimulating. Done wrong, it can be exhausting, emotionally consuming, and even downright demotivating. Apply these 7 strategies to learn how to deal with ambiguity.

People who like to keep commitments are careful about their choices. They understand that doing something always comes at the cost of not doing something else. So, they carefully evaluate their priorities and say “yes” to only a few things. Identifying what adds value to them and to others and taking time to actually fulfill their commitments builds trust, creates strong relationships, and makes the other person feel valued and respected.

Decisions/Personal Development

7 Steps for Keeping Commitments at Work That Leads to Growth

有两种类型的人在工作中——那些like to make commitments and others who like to keep them. People who like to make commitments don’t pay much attention to how those things fit into their schedule. People who like to keep commitments are careful about their choices. They understand that doing something always comes at the cost of not doing something else.

A sense of control in our life not only rids us of the fear and anxiety that comes with feeling out of control, it’s the single most critical factor in helping us stay productive at work. Apply these strategies to regain your freedom and take back control of your life.

Leadership/Personal Development

How to Reclaim Your Freedom and Take Back Control of Your Life

A sense of control in our life not only rids us of the fear and anxiety that comes with feeling out of control, it’s the single most critical factor in helping us stay productive at work. It’s our internal sense of freedom to know that we have the autonomy to make corrections, drive to be persistent and the power to influence the outcome. Apply these strategies to feel in control, do more and achieve more.

Ostrich effect is a cognitive bias that makes people avoid negative information, including any feedback that can help them get a sense of how they are doing on their goals especially when the information is perceived to be unpleasant, undesired or evokes strong negative emotional response.

Decisions/MentalModels

Ostrich Effect: Are You Avoiding Unpleasant Information?

Ostriches bury their heads in the sand when they sense danger assuming that the danger will pass if they just avoid it long enough. We humans are no different. When dealing with unpleasant information, or information that challenges us in a way that we don’t want to be challenged, we pretend the information doesn’t exist. We bury our heads in the sand just like the ostriches.

If you are around one of those people who have the tendency to constantly complain, who turn a perfectly good outcome into an unsatisfactory one with their negative outlook, those who are overly critical or bring out the worst in others with their offensive comments, toxic behavior and pessimistic attitude towards everything, chances are these negative people are already controlling your emotions and limiting what you can achieve. Learn to deal with negative people in your life.

Communication/Personal Development

How to Deal With Negative People Without Going Crazy

Negativity can be contagious. It may not be obvious at first, but it’s easy to get trapped into a negative person’s way of thinking if you are not careful around them. Left unhandled, their cynical, gloomy, and defeatist behavior can emotionally drain you, impact your productivity, and turn you into the very person you hated at first. Learn how to deal with a negative person without going crazy.

Becoming a manager isn’t easy. All the uncertainty and confusion can either leave you disoriented and feeling overwhelmed with a lack of control or you can embrace it and use it as the force to push ahead. You can succeed as a manager by looking beyond all the randomness and chaos to adopting a mentality where nothing can pull you down. You can lead and succeed by practicing these 20 principles.

Leadership/Management

Becoming A Manager: 20 Principles To Learn and Lead

Becoming a manager isn’t easy. All the uncertainty and confusion can either leave you disoriented and feeling overwhelmed with a lack of control or you can embrace it and use it as the force to push ahead. You can succeed as a manager by looking beyond all the randomness and chaos to adopting a mentality where nothing can pull you down. You can lead and succeed by practicing these 20 principles.

Most people kind of assume that the complete responsibility of giving the right feedback lies with the feedback-giver while ignoring the role that they play in the equation as the person on the receiving end of this feedback. You aren’t getting growth-oriented feedback not because others are unwilling to share it, it’s because you are not willing to do what it takes to get it right.

Leadership/Personal Development

Are You Getting The Feedback That You Need?

Are you not getting the feedback you need because others aren’t giving it to you or is it because you aren’t taking the initiative to get it right? Getting the feedback that you need requires taking full responsibility with the belief that you have the power to drive your own growth at work as opposed to blaming someone else for not moving forward.

Delivering bad news to your boss is not exactly fun. Imagining how they would react, what they would say, and how they would judge you can be terrifying and reason enough to try to cover it up. But knowing that with the right strategies you can turn things around and even win their trust and respect, you can get over your fears and take the necessary steps.

Communication/Personal Development

7 Strategies for Delivering Bad News to Boss, Build Your Credibility and Still Look Good

Delivering bad news to your boss is not exactly fun. Imagining how they would react, what they would say, and how they would judge you can be terrifying and reason enough to try to cover it up. But knowing that with the right strategies you can turn things around and even win their trust and respect, you can get over your fears and take the necessary steps.

太多的会议在工作中是一个简单的逃避和交货cuse to avoid the things that demands your time and attention - planning for the future, identifying better opportunities for your team, or investing in your own learning. Don't let the “too many meetings” and “this is a manager’s life” excuse go on for too long. It's time for you to be real. Take one hard look at your life and face the reality of your situation.

Leadership/Management

Too Many Meetings At Work? Here’s How to Stop the Meeting Madness

Are you in a constant state of frenzy throughout the day moving from one meeting to the next only to be left exhausted, disoriented and grumpy? Don’t let the “too many meetings” and “this is a manager’s life” excuse go on for too long. Get over your own nonsense and start putting some sense into your work

The simple three-letter word “yet” is the sound of possibility, a positive intervention in our life to help us see straight. The nudge we all need to take control of our life by looking beyond the obstacles in the present to the opportunities of tomorrow. “Yet” carries with it the expectation that we can reach our destination. It creates an excitement into the future about all the incredible things we can’t do yet. This is the incredible power of yet.

Decisions/Personal Development

Incredible Power of Yet: Positive Intervention to Help Us See Straight

The simple three-letter word “yet” is the sound of possibility, a positive intervention in our life to help us see straight. The nudge we all need to take control of our life by looking beyond the obstacles in the present to the opportunities of tomorrow. “Yet” carries with it the expectation that we can reach our destination

Strategic thinking is a muscle that we all need to build because using it right at work can be a strategic advantage in your career growth as an individual. Much like a rubber band, you need to stretch and exercise your thinking. It requires crossing the boundary of the comfort zone to think about an idea to its extreme without mental guardrails to put it down. It requires uncovering new insights that moderate thinking would never surface.

Leadership/Personal Development

Embrace the Strategic Thinking Mindset: How to Develop Your Strategic Thinking Skills and Stay Ahead

Strategic thinking is a muscle that we all need to build because using it right at work can be a strategic advantage in your career growth as an individual. You need to cross the boundary of the comfort zone to think about an idea to its extreme without mental guardrails to put it down. You need to uncover new insights that moderate thinking would never surface

wrong-about-burnout-at-work

Leadership/Management

I Was Wrong About Burnout At Work and You are Probably Too

Promoting vacation time, taking breaks between work, doing walk-and-talk audio calls instead of video calls to deal with zoom fatigue, and even asking people to have no meeting days are all super useful techniques to deal with the problems of work related exhaustion, but by themselves they are not sufficient to solve the problem of burnout at work. That’s because work overload is just one of the causes of burnout

建立弹性作为一个团队需要知道failure is a part of life and not an excuse to stop trying, avoid risk or ignore challenging circumstances. It’s not displaying toxic positivity, but rather having a sense of realistic optimism. It’s staying flexible and adapting to the change around us and not being rigid about our beliefs and expectations. Resilience is building a sense of coherence, both physically and mentally by observing, adjusting and adapting to the world around us.

Leadership/Management

Bounce Back: How to Help Your Team Fail Fast and Be Resilient At Work

Irrespective of how much we tell our teams to move past failures and learn from mistakes, we know that it isn’t easy to accept a failure. The expectation to do well at work makes people believe that failure isn’t an option. There’s a huge difference between feelings of disappointment and letting those emotions turn into feelings of devastation. Building resilience as a team is all about understanding that difference

managing-leadership-anxiety

Leadership/Management

Leadership Anxiety: How to Lead When You Feel It

Leadership anxiety can be a good thing when managed well. It can inspire you to question your choices, confront your own feelings and engage proactively with the desire to do better. The problem occurs when you let your leadership anxiety prevent you from seeing the reality of your situation. When you are so caught up in your own anxiety that it fogs your ability to think and see clearly

If your employees fight in the workplace, as a manager, it's your job to define a healthy boundary between constructive disagreements and destructive behavior. Freedom to disagree with others cannot be boundaryless and it cannot come at the cost of creating a toxic work environment for the team.

Communication/Management

What to Do When Your Employees are Fighting in the Workplace

When your team members are fighting or are otherwise engaged in an uncordial relationship, the rest of the team can’t function very well. Freedom to disagree with others cannot be boundaryless and it cannot come at the cost of creating a toxic work environment for the team. As a manager, it’s your job to define a healthy boundary between constructive disagreements and destructive behavior

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Leadership/Management

beplay2官网

Caring for your people and holding them accountable for their work aren’t mutually exclusive. You don’t need to be nice and kind to people to show them you care. And caring for them doesn’t mean you don’t care about the outcomes. Build accountability at work by helping your employees differentiate between taking responsibility and showing accountability

Saying no to your boss is never easy. But saying yes to things you don't want to do or shouldn't be doing is not an option either. It may seem uncomfortable in the moment to say no to your boss, but facing a little discomfort in the moment is far better than a miserable life later. Know what truly matters to you and using that as a guiding principle to decide.

Communication/Decisions

I Said No to My Boss and It Didn’t Work Out So Well for Me or Did It?

Saying no is never easy. And saying no to your boss may actually backfire like it did in my case. But, saying yes to things you don’t want to do shouldn’t be an option either. You can either choose comfort in the moment by saying yes and then live with the regret afterwards or you can face brief discomfort in the moment by saying no to live a life in which you can feel at ease with your decisions later. Choice is yours

In his book, The Ride of a Lifetime, Robert Iger writes about his personal leadership philosophy that has guided him in the last 45 years. These 43 leadership lessons from Robert Iger will help you become a better leader.

Leadership/Management

Disney Chairman Robert Iger’s Lessons For Great Leadership

Robert Iger, now Executive Chairman of The Walt Disney Company is the former CEO of Disney. During his 15 years as CEO of Disney and as President of ABC Television prior to that, he led the company to amazing new heights. Under his leadership, Disney’s market capitalization increased from $48 billion to $257 billion. Every leader needs to embody his personal leadership lessons

From strategy to execution to results, no leader can be effective without the foundations of trust. Trust is the single most critical driver of every leader’s effectiveness and the hidden element in the formula of every business’s success. Lead with trust by practicing positive behaviors that strengthens your relationship with your employees.

Leadership/Management

Leading With Trust: 4 Effective Ways to Build Trust as a Leader

From strategy to execution to results, no leader can be effective without the foundations of trust. Trust is the single most critical driver of every leader’s effectiveness and the hidden element in the formula of every business’s success. Trust can only be earned and evolved by consistently practicing positive behaviors over long periods of time

We spend a large part of our life at work, and yet when it comes to making a decision “Is this the right company for me,” most of us rely only on our expert intuition without any solid data to back it up. Data or intuition alone can’t help you make the right decision. You need both data and intuition to make an informed decision.

Decisions/Personal Development

How to Decide If a Company Is Right for You

When you meet a new person, you take time to decide if it’s a relationship worth investing in or not. When it comes to your job though, do you apply the same level of due diligence? Companies are after all in some sense similar to people. You can think of a company as a group of people with a shared identity. Spend effort into knowing this identity as you would with any new person. Determine if it’s a relationship worth investing

You do not need to go out of your way to get noticed. You only need to adopt a set of simple behaviors that can make you stand out at work and effective in everything you do.

Leadership/Personal Development

8 Powerful Behaviors to Stand Out at Work

是擅长你所做的不能让你站out at work. How you operate and interact with others play a crucial role in your success at work. You need to adopt powerful behaviors that can make you influential, impactful and move you forward. Adopting and practicing these behaviors will bring about the biggest positive change in your work life

Our imperfection combined with the fact that the future is unknown can lead us to make very bad decisions. But instead of feeling helpless, we can invest in our decision making abilities. We can learn to make better decisions to make a positive impact in our own lives and the people we work with

Decisions/MentalModels

Avoiding Bad Decisions: Why We Make Bad Choices and How to Fight Back

Our life is nothing but a sum total of our decisions. From health to relationships to professional and personal growth, our decisions form an integral part of our overall well-being. An understanding of why you make bad decisions will profoundly enhance the success of all your future decision-making by preventing you from making choices you end up regretting

As a manager, you need to learn to scale yourself while also scaling for impact. The only way to do that is to learn to delegate work effectively. Giving up control can feel hard, but it’s also necessary for growth.

Leadership/Management

How to Delegate Work Effectively: 5 Steps to Let Go of Control and Start Doing More

To delegate effectively, managers need to be intentional about the work that only they need to do and create clarity for their team on the rest. They have to learn to invest in those around them by letting go of control. Giving up control can feel hard, but it’s also necessary for growth. It’s the only way to scale for impact in an organization

Even if you are a great manager who really cares about their employees, open yourself to the idea that your actions might be unintentionally contributing to a toxic work environment. Being self-aware and showing willingness to accept reality can help you identify the role you play in supporting the toxic culture, even if in small ways and build strategies to combat it.

Leadership/Management

Are You Contributing to a Toxic Work Environment Without Realizing It?

Most managers discard the notion that they could be toxic due to a flawed assumption about what contributes to toxicity. The standard list of toxic behaviors is well known. What misses attention are the subtle behaviors that also impact employees’ well-being. If you are a manager, open yourself to the idea that your actions might be unintentionally contributing to a toxic work environment

Every manager deals with the fear of having to tell an employee they are not ready for a promotion at some point. The disconnect between the expectation and the reality happens because the manager doesn’t take steps to bridge the gap between the two. Fear gets in the way.

Leadership/Management

How to Tell an Employee They Are Not Ready for a Promotion

还有什么比这更重要的不是促进人who isn’t ready for one? The right kind of communication. Because this is where most managers fail to do their job. As the manager fails to communicate, the employees continue developing a chip on their shoulders with their unfulfilled wishes and desires. It amplifies every time they lose an opportunity to get promoted

Effects of the role conflict can vary from person to person. While some learn to deal with the friction that comes with a role conflict and thrive by staying positive and seeking measures to counteract it, others stop functioning and stop being productive by choosing to stay with stress and resentment

Personal Development/Productivity

We Need to Talk: The Science of Productive Role Conflict

Effects of the role conflict can vary from person to person. While some learn to deal with the friction that comes with a role conflict and thrive by staying positive and seeking measures to counteract it, others stop functioning and stop being productive by choosing to stay with stress and resentment. Learn to increase your productivity and general well-being when dealing with a role conflict

How can you bring your best to every situation when you are dealing with the pressure of high expectations? Difference between a successful person and an unsuccessful one is their ability to mitigate the negative effects of pressure. Performing under pressure isn’t based on some innate talent. Anyone can learn to tackle the damaging effects that pressure can have on their performance. You can learn it too.

Personal Development/Productivity

Performing Under Pressure: 5 Mental Tricks to Do Your Best When It Matters Most

How can you bring your best to every situation when dealing with the pressure of high expectations? Performing under pressure isn’t some innate talent. Anyone can learn to tackle it. You may have all the expertise, skills and the knowledge to do well, but if you don’t know how to handle pressure situations well, pressure will make you do worse, and lead you to fail utterly

Growth mindset in the workplace shows up when hard work, determination and perseverance are valued over talent. When employees are coached to learn new skills, experiment and use failures as valuable learning opportunities.

Leadership/Management

How To Promote a Growth Mindset in the Workplace

Growth mindset in the workplace shows up when hard work, determination and perseverance are valued over talent. Employees who work for growth mindset organizations have far more trust in their company and a greater sense of empowerment. They welcome challenges which makes them more successful learners and better contributors to their organizations. Learn to promote this mindset

Are you ready for a leadership position? Any manager looking to grow into a leader needs to do a self-evaluation of their skills to the demands of the role. It’s only by staying true to yourself, you can embrace the role with openness and curiosity.

Leadership/Management

Are You Ready for a Leadership Position?

Any manager looking to grow into a leader needs to do a self-evaluation of their skills to the demands of the role. It’s only by staying true to yourself, you can embrace the role with openness and curiosity. Developing your leadership style is always going to be a work in progress. There’s no end state. But recognising a few essential traits can get you started and help you identify if you are ready for the leadership position

Goal setting helps us step outside of our dreams to execute in reality. It gives us guidelines and boundaries and keeps us on track. It gives us direction when we feel lost and helps us stay put and be resilient when we face challenges and setbacks

Personal Development/Productivity

Goal Setting: Get a Clear Fix on Where You Want to Go

我们大多数人有很多的欲望。我们幻想about a positive future. But we are always too busy or too lazy to turn them into goals. Without defining what it is that we want, we let many opportunities slip by. We fail to make the best use of every situation and let distractions eat away into our mental energy and time. Goal setting mitigates the problem by helping us step outside our dreams to execute in reality

Bad managers suck so much emotional and mental energy from their people that there isn’t any energy left to do real work. The hard truth is as more and more time is spent in “pleasing the boss” and “dealing with their tantrums,” there’s less time left to do any quality work

Leadership/Management

Bad Managers: What Not to Do When Everyone Looks to You

Are you a bad manager standing in the way of your employee’s true potential? You may believe that you are clearing the path for employees to produce great work. What you may end up doing is standing over their heads thereby preventing them to think clearly. You know what’s worst about the worst boss? They are ignorant of their own ignorance. Learn to recognize signs that lead to bad boss behaviour

Confident humility is the confidence in a leader’s ability to make the right decision while acknowledging that they need others to do it right. It’s knowing what they don’t know and having trust in what they do. It’s having faith in their strengths, while also being aware of their weaknesses. It’s accepting that they don’t have the required knowledge, but enough confidence in their ability to acquire that knowledge.

Leadership/Management

Confident Humility: Paradox of Successful Leadership

Confident humility is the confidence in a leader’s ability to make the right decision while acknowledging that they need others to do it right. It’s knowing what they don’t know and having trust in what they do. It’s having faith in their strengths, while also being aware of their weaknesses. It’s accepting that they don’t have the required knowledge, but enough confidence in their ability to acquire that knowledge

Managing conflict demands that we calm down and think clearly. Instead of letting our reaction slip through our unconscious, we need to take charge of it in conscious awareness. Instead of letting destructive patterns of behaviour be our default reaction, we can choose to engage in positive action. Seeing the conflict for what it is and not how it manifests at first

Communication/Personal Development

Managing Conflict: Abandon Overconfidence And Engage In Rethinking Cycle

Managing conflict demands that we calm down and think clearly. Instead of letting our reaction slip through our unconscious, we need to take charge of it in conscious awareness. Instead of letting destructive patterns of behaviour be our default reaction, we can choose to engage in positive action. Seeing the conflict for what it is and not how it manifests at first