work from home remote work

COVID-19 and the long-term changes to the workplace landscape

Yes–things are different. Change can be overwhelming. But all things in our lives will continue to change. And we must, as a society and as leaders in the workplace, adapt due to the COVID-19 pandemic.

COVID stress leaderHow are you–as a leader in the workplace or as a business owner–adapting? Five or six weeks in, it’s time to adapt if you’re still feeling overwhelmed, panicked, or frustrated. If that describes how you’re feeling, I genuinely suggest you seek help through a life coach or professional counselor. I can refer you to excellent professionals who offer online services. This pandemic may be the most traumatic thing you’ve experienced, and that’s nothing to apologize for; it is something to face.

Here are some ways I see the COVID-19 pandemic permanently altering the workplace landscape FOR GOOD in the United States.

Disclaimer: There are plenty of ways this pandemic and our national response have altered the economic and workplace landscapes in negative ways. Other people can write about negative impacts and outcomes. Let’s dig into the good stuff.

Many full-time employees in very rigid, traditional workplace settings have gained the opportunity to work remotely.

Will this be temporary? I don’t think any of us know about exact time frames yet. But I believe this forced workplace experiment will permanently alter the workplace landscape. Employees who might have otherwise never gained this opportunity have now had it. Have they liked it or not? Either way, yay for experimentation and opportunity!

work from home remote workA word of advice to employees who have been working remotely and have enjoyed it: Don’t give it up. Do not return to work and to business as usual without attempting to retain your flexibility if you love working from home. If you were able to perform your tasks in a productive manner from home, why not ask if you can continue working this way? You could request to work remotely. Or you could request to work one or two days per week from home. If working remotely does not hinder your performance or make it difficult on others in any way, there should be no reason your employer should say no. There’s never harm in asking.

Here’s another suggestion: If you ask, and your employer says no, ask why. Take notes.

Keep those notes, and then begin looking for another job with more flexibility. It might take you a long time to find the right fit. But it’s better to look for something better for two years than to spend the next 20 years feeling unsettled or disgruntled.

Many traditional, rigid employers have been forced to allow employees–who begged for flexibility and remote employment opportunities–the chance to work from home.

And guess what? We’re not hearing countless reports of employees blowing it. They’re holding it together even though they’re simultaneously teaching children and parenting.  Isn’t that AMAZING? Grown, responsible adults doing jobs without other adults walking around every 30 minutes to watch over them… Crazy. During this pandemic, while wearing multiple hats, if your employees been able to be even half as productive, they are proving that working from home is a conceivable option.

work from homeWill these same employers continue to allow flexibility and remote work options to their employees when COVID-19 social distancing restrictions are lifted? I hope so. I hope employers have learned a valuable lesson about trusting employees to behave responsibly.

A word of warning to traditional employers who are chomping at the bit to return to their rigid ways: Be careful. Your employees have likely enjoyed flexibility. They probably don’t like commuting or sitting in uncomfortable, poorly ventilated, outdated offices. Maybe they are working while wearing pajamas. And they might not like you, either, or looking at your face daily. So if you’re going to reject requests to continue working remotely, be prepared with legitimate reasons.

A better option: Say yes—or say yes partially. You don’t have to allow employees to work remotely all the time. Flexibility is wonderful. Allow employees in a department to work out their own schedules with some at home on Mondays, and some at home on Fridays. People are pretty creative, responsible, and productive. Keep them accountable, meet regularly, and ask them to produce solid results. But try trusting them–and see what happens. You have already survived this pandemic. Why not give flexibility a chance?

Some clients have reported that as a result of COVID restrictions, they were forced to cut budgets.

They had to lay off more than half their staff. In some cases, they told staff they hoped to rehire when restrictions were lifted. In other cases, employers did not make promises.

One client privately disclosed that she was grateful for this pandemic for one reason: it forced her to trim the fat. She knew some employees were unproductive and ineffective. Those employees took too much time to manage. Yet she liked those employees as individuals, so she hesitated to fire them. The pandemic gave her the perfect opportunity to get rid of them. They could apply for unemployment–better unemployment benefits than usual–and she could permanently lower costs.

Many employers may not admit this, but I have a feeling this has happened in multiple organizations across the United States. If you’re a business owner, however you do it, maybe trimming the fat isn’t a bad idea right now. How have you been wasting money, time, or energy? Who has been spending too much time killing time at work? Are there tasks you’ve been outsourcing to someone who is not a true expert–you just have a really great relationship with the contractor? Maybe it’s time to evaluate your budget and develop a better business plan.

Colleges and universities may need to evolve (once again) to offer more “essential employees” degree plans, vocational training, and fast-track certifications.

How many Gen Z high school students will consider majoring in physical therapy now? Almost all physical therapists have been out of work this entire time. Dentists, too. Did anyone ever think a dentist would be unable to perform services and generate income? I didn’t.

This pandemic is a game changer in terms of forcing higher education administrators to reconsider the world of academia. Small, private, liberal arts institutions were already floundering, with enrollment down and finances amiss. More traditional institutions with faculty members who were afraid to even upload grades online? Gosh. Welcome to online learning management systems and to teaching exclusively online with a one week learning curve. Bless them. I can’t wait to see what’s on the course schedule for fall 2020 at the most progressive institutions. Those institutions will attract and retain students. And their students will obtain high-paying jobs which stand the test of time–and all the crazy stuff the world will throw at them, too.

And lastly, if you have been preaching to your business owner or manager about the importance of online branding, brand awareness, digital marketing, content management, or social media management, congratulations. YOUR TIME IS NOW.

social media managementAll my traditional clients who hesitated to consider these avenues for branding, marketing, and outreach are now nervous. They’re scrambling to find money to pay for a content management strategic plan (and its implementation). They know they must hire someone to manage their social media and other digital content (email marketing, blog, web content, etc.). In a time when people are mostly home-bound, practicing social distancing, and working remotely, the online market is all we have. And we know that if we attempt to reach people where they aren’t, we’re just fishing in dry ponds.

If you’re panicking, too, because you know your online brand amounts to a Facebook Page created in 2016 by a college student who volunteered for you one summer, it’s okay. Really–you will be okay. But you need help. So either hire a local professional or contact me, and we can figure that out.

Do you foresee other permanent changes in the landscape of the national workplace? I’d love to read your feedback. Please share your thoughts in the comments on this blog post. Thank you for taking the time to read and share with others.

 

Social media engagement: A gift?

Fulfilling your mission: Brand awareness via social media management

One way I help fulfill fulfill nonprofit organizations’ missions is by building brand awareness via social media. I’m no newbie to social media management. I have used it to communicate in the workplace since joining Facebook and LinkedIn almost 15 years ago.

adult-casual-coffee-1437541What’s different about managing social media for a nonprofit organization?

Typically, a nonprofit’s organization’s target audience is more varied. It includes potential and existing donors, employees, volunteers, clients/customers, board members, and community members. Creating and managing content for a varied audience can prove challenging but isn’t impossible. Focusing tightly on the organization’s mission, and highlighting examples of mission fulfillment, appeals to all audience members.

But the biggest difference? Social media engagement is a gift.

Social media management: A gift?

As a nonprofit organization, you rely heavily on donations and in-kind gifts to fulfill your mission, serve clients, and operate effectively. Thus, each click, follow, like, comment, and share on social media platforms aids in fulfilling your mission, increasing brand awareness, and encouraging financial giving. Did you know that across the world, 68% of donors prefer to give digitally (online or via text messaging)?

2018 Global Trends in Giving Report
2018 Global Trends in Giving Report

Social media management deceives many leaders. It looks easy, right? But to appropriately and effectively communicate online requires skill, practice, and expertise. If you don’t want to miss the chance to connect with 68% of donors who prefer to give online or digitally, up your social game.

Are you optimizing your organization’s use of social media? Do you understand that a 20 year-old college student who repeatedly likes and shares your content may eventually choose to volunteer to tutor your students, to host a fundraiser online, to tell her parents about your organization, to ask her coworkers to sponsor an event, or to pledge a monthly gift? Keeping the big picture in mind when managing social media is crucial for successful nonprofit social media management.

Contact me if you want help creating a social media management plan or keynote presentation on mindful social media management.

Feeling the pain: Employers respond to the soft skills deficit

The soft skills deficit

Five years ago, while teaching full-time as an English instructor at a community college, I became painfully aware of my students’ lack of soft skills. When I walked into class, I greeted my students. Many times, only a few would respond. The rest stared blankly at their smartphones. When I passed students on campus, I noticed similar behavior. Lots of heads in phones. Lots of headphones on. Lots of blank, sad faces. When students chose to engage in conversation, they often seemed awkward and unsure about what to say and how to interact.

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At first, I assumed they simply lacked strong communication skills. Since I taught English Comp and Oral Communication, I made it my mission to educate and re-mediate. I tried. But I couldn’t help students who didn’t register for my courses. And I also couldn’t force feed unwilling mouths (or brains).

That was 2014. There was something in the air… it was a real turning point in the way I viewed my students. Why?

The role of technology

At first I assumed my own perception had simply changed, or I’d just gained new awareness. But statistics prove it wasn’t my perception after all. Pew Research data from 2014-15 cites that Gen Z respondents claimed to use their smartphones “several times a day,” while VisionCritical research shows that Gen Z respondents in 2015 spent an average of 15.4 hours per week on their smartphones and another 10.6 hours on their laptops. And if you want to really dig into learning about the soft skills gap, pick up a copy of Bruce Tulgan’s fantastic book on this topic (I’m a huge fan).

As employers and educators, we are starting to feel the effects of Gen Z’s addiction to digital devices and internet access. In the end, digital natives grow up and become candidates for employment. And guess who’s left to deal with the great chasm between the ideal candidate profile, which features strong soft skills (which we all need to work well with others), and the reality of today’s average candidate? The employer. YOU.

What are you going to do about it?

I hope you’re feeling the pain as you read this. I’m not trying to be mean. But I know this to be true–most of us simply won’t take action and make changes until we feel pain or desperation. And most of us won’t spend money on training until we notice negative effects in the workplace.

For years, researchers (ahem… like me) have shared statistics, information, and tips about soft skills training, the soft skills gap, and the need for awareness about this upcoming epidemic. Unfortunately, most employers and educators didn’t take action. Developing training programs takes time, costs money, and can feel incredibly frustrating. Why should you have to pay for training? Isn’t it the university’s problem or failure? Maybe. Why should the university have to deal with it? Isn’t it the high school’s fault or failure? Maybe. Why should the high school have to handle it? Shouldn’t the parents do a better job? Probably.

Choices and actions

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When we stop pointing fingers, we’ll ultimately realize we’re left with two choices:

1. Continue ignoring the problem. This will get us into a greater bind, lead to organizational chaos, and cause our businesses to lose more money and become less productive.

2. Accept reality. We’re stuck with the problem, so let’s search for solutions.

Implement mentoring programs. Reevaluate your recruiting and hiring process. Take a hard look at your onboarding process. Train your trainers to teach soft skills, and if you have no full-time trainers, hire me to train your hiring managers to teach soft skills or to directly train entry-level employees or coach selected struggling employees.

There are solutions. And as with most situations in life, we become ready to take action when the fear of moving forward becomes less intimidating than the misery of our current situation.

I am here when you’re ready to move.

Contact me to discuss soft skills training, executive coaching, and other solutions.

 

Truth-telling in the workplace

It’s the age of truth-telling in the workplace. #MeToo and #WhyIDidntReport are shaking things up; many people who have kept quiet for years are becoming brave enough to find voices.

What does this mean for human resources professionals? Awareness, training, and  attention to detail in reporting, as well as policies and procedures. And how does this affect other employees?

pexels-photo-622135While many victims of sexual harassment and assault feel emboldened to share their stories, others remain quiet for fear of losing their jobs or other forms of retaliation. Some employees may learn of situations involving harassment or assault in the workplace, yet fail to report these incidents for the same reasons.

Often, reporting sexual harassment or assault is difficult. Becoming a truth teller isn’t always the wide, easy path.

Let me tell you about two of my own experiences.

In my early 20s, while working in a middle management role, I was sexually harassed by a man in his 50s. He tried to convince me that I’d behaved in a way that gave him the impression that I wanted physical contact with him. He left my office angrily. He was in upper management and played a prominent role in the organization’s financial welfare.

I never reported the incident. Years later, I felt guilty for failing to report. I’m nearly certain I wasn’t the only woman he harassed. Yet at the time, I wasn’t sure how to handle the situation. Because I’d seen how similar reports were handled within the organization, I felt certain my report would either be brushed off, or that somehow, I would be the one to suffer (asked to leave or retaliated against), not him. I loved my job, and I didn’t want that to happen. So I kept quiet.

Fast forward 10 years.

I worked for a different organization. I learned that a colleague was enduring sexual harassment, and the perpetrator was in upper management. Without giving it much thought, I reported the incident. What happened afterward is the reason I kept quiet a decade earlier. I ultimately felt compelled to file retaliation charges with a government agency against the organization.

Here’s the real question I know you want to ask me: Do I regret reporting the incident on behalf of my colleague? ABSOLUTELY NOT. Were there repercussions due to reporting the incident? Yes. Would I still report the incident today? You better believe it.

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There is never a wrong time to do the right thing. 

For me, reporting the second incident felt like the right thing to do–I had no doubts about that. There will never be a time when I will withhold the truth again in my life about my own suffering or the suffering of others. As a survivor of childhood sexual assault, and adult sexual harassment, and after keeping silent too many times, I no longer have the ability to remain quiet. It is my responsibility, and thankfully, it is my right.

 

 

 

 

Higher ed: Branding your campus

Recently, my family and I traveled across two states to the Gulf Coast to visit the beach. My daughter is still at that wonderful age of resisting the notion of “potty breaks.” Half an hour after a pit stop, she insisted on stopping again–immediately. We passed two exits, no buildings or signs indicating businesses in sight. As we neared the third exit near Goodman, Mississippi, I encouraged my husband to take the exit. We were in luck. Three miles after exiting, we came across Holmes Community College. We’d hit the jackpot.

I’ve worked at four colleges/universities as a director of career services, academic advisor, and English faculty member. If there’s one thing I’ve learned about institutions of higher education–or any educational institution, for that matter–it’s this: you can form a pretty accurate first impression within five minutes of walking on campus. How? By paying attention to the way people treat you. Let’s extend this to any place of business. How many times have you walked into a restaurant, physician’s office, or boutique and been almost immediately turned off by the lack of warmth? How many times have you walked in for a job interview and felt immediately welcomed and at ease because of the way people treated you in the parking lot, the lobby, and hallways? If this isn’t proof that interpersonal skills–soft skills–make or break an organization’s ability to earn business, I don’t know what is.

32736559_670392302152_1795969454182498304_nCampus brand = people

Immediately after driving onto campus at Holmes Community College, people–faculty, staff, and students–waved, nodded, and verbally greeted us. When we entered the student center to find a restroom, the security guard smiled and asked if we needed help, a student opened the door for me and greeted me, and a woman walked out of an office to ask if we needed assistance all within a matter of 30 seconds. The women who worked in the bookstore were equally as friendly and helpful (and I insisted on purchasing a Holmes Bulldogs t-shirt to represent their excellent soft skills and campus brand).

Losing sight of people

Too often in higher education, we’re obsessed with keeping up with the Joneses. Bigger state-of-the-art buildings. Rad new programming ideas. Next, newer, tech. More students. I get it. It’s a business, right? We’re obsessed with the bottom line. We’re bean counting, as one of my former VP’s used to say as he shook his head sadly. We’re counting beans–and I understand why–but we ought to be careful that we don’t become obsessed with numbers. If we lose sight of people, our ability to attract and retain quality employees and students wains. If we sacrifice the quality of our human resources in order to boost the quantity of our student population, our students will ultimately suffer, too. 

And remember that first impression I was talking about, the one you feel when you walk on campus, the reflection of your campus brand? That’s not something you can fake. Students are smart. If your employees are content thanks to a positive workplace culture, your students (and potential students, their family members, potential donors, and alumni) will sense it. That becomes part of your brand. The opposite is true. If your employees are disgruntled, frustrated, and showing up simply out of obligation (or worse, to continue earning a paycheck), that is your brand.

The solution

The bottom line is this: the soft skills your employees possess translate into the vibe they emanate. That vibe becomes your campus brand.

If you want to improve your campus brand, improve your workplace culture. If you want to improve your culture, take a look at your employees’ soft skills. If you’re a higher education administrator, and you want to improve your employees’ soft skills, start by taking a look at your own. 

Ready and willing to take action to improve your campus brand by seeking soft skills solutions? Reach out to me for help.

 

 

The bravest thing a leader can do

What is the bravest thing any small business owner, leader, or manager can do? What is the boldest question a leader can ask? I propose that it’s this: “What’s my part of the problem?”


If the video isn’t playing properly click here.

Recently, a lifelong friend and small business owner contacted me for help with executive coaching, particularly in the area of soft skills training. He confessed that he felt overwhelmed by conflicts within his company related to internal communication, lack of collaboration, and systemic problems with corporate culture. What surprised me about our conversation is that he did not rant about his employees. He didn’t whine about their performance or attitudes. He did cite a few specific instances as examples of poor communication and difficulties in the workplace, but he primarily focused on his part of the problems.

Do you know how refreshing it is to offer executive career coaching and soft skills training to companies whose owners accept responsibility for their part of the problem? I think it’s incredibly brave when leaders step up to accept ownership of their  deficiencies. It’s even more powerful when they’re willing to do something to amend the situation by seeking help. “What can I do to make this right? How can I be a better boss?”

Brave questions lead to business solutions

These are the right questions! These are questions leading to solutions. These are questions generating return on investment, greater productivity, retention of excellent employees, improved morale, and better company culture.

This friend and business owner is willing to work on his part of the problem, and he will. But keep in mind that problems in the workplace typically involve multiple people. And when people are involved, things get messy. Each person usually contributes to the problems which exist in the workplace; you can’t pin a problem on one person most of the time. So each person, at some point, may need coaching or training (individually or as a group). For example, if a leader recognizes problems with communication within the company, it’s unlikely that there is only one team member responsible for the breakdown in communication. It takes at least two people to communicate.

Problem-solving is a collaborative process

While it’s great for a leader to take responsibility for his own actions, a leader cannot shoulder full responsibility for every single defect in the workplace, just as he can’t claim full responsibility for every single accomplishment. Teams fail and succeed collaboratively. Should the leader take initiative, step out bravely, and begin the process of coaching himself first? Certainly, if he desires to go that route. But he should not neglect to offer training/coaching to his team members either.

After the leader begins to see the results of coaching himself, it’s a good idea to pull the team in for training. I’ve always told people I manage, teach, coach, and mentor that I won’t expect them to do anything I haven’t done or am not willing to do myself. I think good leaders can operate by the same principle.

Undergoing executive coaching first—and then implementing team training for soft skills—works incredibly well. When the leader address his part of the problem first, seeks a solution, and takes actions to make changes, the team members see results. Why wouldn’t they want to follow the leader after they’ve seen him model problem-solving and solution-finding so well?

Can I help you identify your part of the problems within your team or small business? Contact me to discuss executive career coaching or soft skills training.

Learning from everyone in the workplace

I once joined a professional organization with a diverse membership. We met weekly and discussed industry-related research. Every member sought to grow professionally; most attended at least one yearly conference hosted by the organization so the members grew pretty close. But one of the members drove me nuts, honestly (isn’t that always the case?) She arrived late, laughed hysterically at inappropriate moments, and insisted on interrupting people. When she shared information, it didn’t seem to add value or substance. I whined to my mentor, who was a fellow member. She turned to me and smiled.

“Bethany, you learn something from everyone. You either learn who you want to be or who you don’t want to be. I guess you’re learning who you don’t want to be.”

Ugh. YES. But I didn’t WANT to learn from her! I wanted her to go away. She didn’t.

But I did learn from her. For a few more years, I sat through meetings with the obnoxious woman, who continued to exhibit the same behaviors. Nothing changed about the woman’s behavior. The only thing that changed was my attitude toward her.


If the video is not playing properly click here.

It was a great lesson learned. I probably learned more from her than from many of the solid, professional, appropriate, timely, well-behaved members of the organization who had their ducks in a row. Now don’t get me wrong–I learned plenty from those people. We need excellent role models and mentors in the workplace. Without them, we’d have no idea how to behave appropriately, how to carry ourselves through crises, how to prevent and manage workplace conflicts, how to handle harassment and other touchy situations, and how to seek promotions without steamrolling others along the way. By all means, we need great leaders and strong colleagues who have it all together.

But we need to learn from our colleagues who are barely making it, too. We need those people who have so many personal problems that they’re doing well just to show up to work an hour late, hair disheveled, tear-stained mascara across her cheeks. We need the colleagues in the cubicles next to us who take 10 phone calls per day from their elderly parents with dementia. We need the supervisor who is a micromanager, unable to let go of counting every single bean. We need the one who simply cannot stop telling crude jokes (and gets himself fired as a result–please, dear God).

We need those people because we learn our best and hardest lessons–often gaining soft skills–from the people who are most intolerable, most obnoxious, most needy, and most broken. Do you know how I learned how to communicate competently in difficult situations? By working in difficult situations, time after time, with very difficult people. Want to know how I learned how to prevent conflicts while interacting with volatile people? By working with emotionally disturbed teenagers with criminal backgrounds and a history of abuse.

We often do not choose to learn difficult lessons in difficult moments and situations. But when we find ourselves in tough situations, we have a choice. We can let those situations make us better or bitter, as the saying goes. We can either learn and grow through the situation, or we can whine, complain, and claw our way out as quickly as possible, refusing to accept that there may be anything we could possibly learn from the people and conflicts surrounding us.

I’m not suggesting you should wallow in suffering or willingly expose yourself to demeaning, inappropriate, or dangerous situations at work. If you find yourself in a hostile work situation, fraught with harassment, bullying, or conflict, you ought to immediately take appropriate action (whether that means contacting your human resources director, filing a legal complaint, filing a police report, or searching for a new job). But if you’re just feeling disgruntled or miserable because you don’t like the people you work with, or you find that a few of your colleagues or supervisors rub you the wrong way, or you’re not fully appreciated in the workplace, perhaps there’s something you can learn or gain.

Remember that obnoxious woman I dealt with in the professional organization? She never quit attending organizational meetings. She even attended conferences with us. She never changed. But my attitude toward her evolved. I stopped expecting her to change, and over time, that helped me see her in a softer light.

Most importantly, I learned deep lessons: acceptance, tolerance, patience, and compassion for a woman who had some significant personal struggles.  Hear this: I didn’t have to like her, and I never did. Her struggles didn’t excuse her professional pitfalls. But extending kindness to her didn’t harm either of us. And offering a simple prayer on her behalf didn’t hurt me either.

What are you learning from your most difficult colleagues (or supervisors)? What are they learning from YOU?

If your organization needs a speaker/presenter on workplace communication or other soft skill, reach out to me to discuss scheduling.

branding best light

Branding yourself in your best light

dirty laundry branding

 

 

 

 

 

 

 

 

 

Transparency. Isn’t it lovely? Unless we’re talking about bra straps or Scotch tape, not necessarily. No one wants to see (or smell) your dirty laundry. I promise. While transparency certainly has its place in the world of business and marketing, it doesn’t translate well to personal and professional branding.

Why? We’re flawed. We all possess defective character traits. If we care about our colleagues, and we care about creating a positive impression on others, we spend all day long hiding those little flaws. We work to build better character traits. When we’re hungry, angry, lonely, tired, sad, or overwhelmed, we try to suck it up and carry on. We may let it all hang out the minute we walk in the door after work. We heat up a frozen pizza, throw on the sweats, and lean into the sofa with a beer and our dog. We have ourselves a good cry. But do we show it at work? Absolutely not.

Is this healthy? Are we all imposters? What in the world is wrong with us? Why can’t we just be ourselves in the workplace?

First of all, let me be clear. If you’re struggling to get out of bed every morning due to depression or anxiety, seek professional help from a counselor. If you’re so overwhelmed by stress in the workplace, and this topic is causing you neck pain, you may need to consider yoga (or a new career path altogether).

But most of us aren’t struggling with emotions or concerns which are extremely out of balance. We’re just trying to make it through the day. Some days are tougher than others.

branding best light

 

 

 

 

 

 

 

 

 

How do you make it through those tough days without losing your cool and burning bridges with people at work–your professional network? How do you brand yourself in your best light on a regular basis? And is branding yourself in your best light really being honest with yourself and others?

Here are a few thoughts on branding yourself in your best light and the notion of transparency in the workplace.

  1. Don’t be transparent at work. Set appropriate boundaries. If you need to learn how to set appropriate boundaries, hire a professional counselor or therapist. Read the book Boundaries by Henry Cloud and John Townsend. Don’t expect yourself to understand how to have positive, healthy relationships with coworkers if you’ve never had positive, healthy relationships with anyone else in your life. You cannot snap your fingers and gain this ability.
  2. Remember that you choose the brand you portray. A brand is simply your reputation. A reputation is built by choices you make. Choices include words and actions. Our words and actions are preceded by decisions. We make decisions all day long every single day.

    Did you know that decision-making is one of the most sought-after soft skills by employers? It’s true. If you brand yourself as level-headed, positive, kind, and thoughtful, you simultaneously brand yourself as someone capable of making good decisions on a regular basis.

  3. When you choose to showcase yourself in your best light–to bring your good stuff to work and share your struggles with only your closest friends, family members, and paid professional counselors–you are not being dishonest. You are being wise. You are behaving in a way which builds your self-esteem. You’re building dignity and confidence in the workplace. You’re giving yourself space from whatever problems you’re facing outside of work, allowing yourself to focus on work while you’re working. You are growing professionally.

    Here is how to brand yourself in your best light… Be the best version of yourself. Continually grow. Make choices you’re proud of on a daily basis. Develop your strengths and character assets. When you focus on developing your soft skills, strengths, and assets, guess what happens to your weaknesses and defects? They die of neglect.

    Your brand will begin to evolve as you evolve. Your brand is simply a moon. If you are working toward career fulfillment and toward becoming the best version of yourself, you’re going to be reflecting nothing but light–and branding becomes much easier.

 

If you need help developing a written branding statement, a bio, an elevator pitch, or a solid LinkedIn profile, reach out to me for help.

For more thoughts on branding yourself in your best light, check out this 3-minute video.

 

 

 

 

How to take productive breaks

In my twenties and into my early thirties, I repeatedly heard this from supervisors, more experienced colleagues, and authors: “Show up early, stay late, and dress for the job you want, not the job you have.” I took that advice to heart. Almost daily, I arrived early and stayed late, even though no one around me did so. You don’t want to know how much I spent on my work wardrobe. I was the poster child for going above and beyond. I utilized LinkedIn and Facebook like crazy immediately after they hit the internet. My goal was to prove myself a productive, passionate employee. I knew employers were looking for productive employees. This soft skill is consistently ranked near the top of employers’ preferred soft skills lists.

stress-2860034_1280I killed it at work and consistently set and exceeded goals, created successful new programs, and found solutions to organizational problems. But my work-life balance was a joke. A true workaholic, I found myself wallowing in work rather than living a life of my own. My relationships suffered, and my health did, too. I found that the more I worked, the less productive I became. The more I worked, the less I cared about the purpose/mission which used to drive me to succeed. The more I worked, the more discontent I felt.

Over time, I learned to strike a better balance. I left work at work and discovered my own interests aside from my career. More importantly, I maintained a high level of career success while living my own life. I could simultaneously be productive and feel well. One of many ways I struck this balance was by learning to take more breaks at work. Sounds ironic, doesn’t it? How does taking breaks help you become more productive?

Get up and move.

Sitting in a chair kills your back. This isn’t new news. Many companies now offer employees standing or convertible desks or at least more ergonomically correct desks. But most of us still find ourselves seated while working if we work traditional desk jobs. You have to give your body a break if you expect it to perform all day long. Stand up and stretch. Break out some  yoga poses. Fit in three sets of squats or crunches in a few minutes’ time. Walk around the office, to the restroom, or to the fridge to get a bottle of water. Whatever you do, don’t sit still for longer than an hour without changing your body position for at least a few minutes.

When we get up and move, we come back to our desks ready to work again and feel more productive and focused and less tense.

Go outside.

There’s no shortage of research indicating benefits related to experiencing nature and breathing fresh air. Want to be more productive, less stressed, and healthier? Spend a little time outdoors each day at work. You don’t have to work from home in the woods to reap these benefits. Go out on the balcony and absorb some sunlight for a few moments while making a phone call. Meditate on the flower bed for a few moments. Walk outside with a coworker for 10 minutes twice a day. Then go back to work renewed, invigorated, and more productive.

Laugh.

When I’m working on something dead serious or conflict-ridden, I need a mental and emotional break. Why not spend a few moments recording a silly video of yourself for your child? You’ll build your relationship while letting yourself unwind. Read a Laffy Taffy joke. Look at a few photos you keep on your phone of fun moments with your friends and family. Play a quick game of hacky sack with a colleague. You’ll both get a little exercise while looking ridiculous and build your friendship, too. It’s healthy to be happy, and happy workers are productive.

Take a nap.

Yes. I said it. A NAP. When I worked as a full-time faculty member, I purchased a reclining rocker for my office. It served two purposes: it eased my back while grading, and it provided a perfect resting spot mid-day. I’ve never been one to fall asleep when I rest or nap. But if I close my eyes, get still and quiet, and pray or meditate for even five minutes, I feel less groggy and more productive.

Don’t have a reclining rocker? Rest your head atop your arms on your desk for a few moments. Walk to your car and recline your seat. Always set a timer in case you’re tired enough to fall asleep. Resting during your lunch break may be a good option if your employer frowns upon mini breaks at your desk.

Coffee.

20170729_165639A few cups of coffee a day won’t hurt you (unless your doctor says otherwise). If coffee’s not your thing, find another hot drink you love. The point is to relax, sit still, and enjoy something simple without trying to multi-task and answer emails, too. It’s hard to remain tense after spending a few minutes sipping a hot cup of coffee or tea in a quiet space. Or take a coffee break with your mentor, colleague, or business associate.

Get inspired.

Read one page of inspirational literature. Keep a daily reader or devotional book at your desk or bookmark blogs you find motivational and inspirational. This feeds your spirit and gives your mind a fresh focus on positive content.

Reach out.

Take a break to network with your colleagues, friends, mentors, or family members. You’ll feel less isolated and do good to others at the same time. Send a message to someone struggling to ask how she’s doing. Chat with a colleague about a big project. Send thank you cards to a few people who’ve helped you recently.

Get grateful.

Create a short gratitude list every day during one of your breaks. Keep it in a journal or Google doc so you can reflect on better moments when times are tough. Thinking about blessings distracts us from problems at work. A positive distraction can help us revisit the problem with renewed determination to find a solution.

Need help striking a better work-life balance? Want to teach your employees or students to be more productive? I can help.

 

Why reflecting on past work experience helps us make better career choices

We only learn from the past if we reflect on the past. This is true in every area of life, and our career journeys are no exception. Recently I reflected on which three job roles/work experiences best prepared me for my role as a career coach/entrepreneur. I also contemplated which job experiences I enjoyed most and why.

People Looking Choosing at Colleagues PhotoI only had time to discuss my three favorite/best jobs. There have been many more. I believe none of our work experience is wasted. Even jobs I held for a short time taught me crucial soft skills, including conflict management and problem-solving strategies. When I had to quit an interim director’s position for a non-profit due to a hostile work environment, I learned big lessons. I learned how to stand up for myself at work, to carry myself with grace and dignity, and how to discern red flags during the interview process.

Did you know that even the most boring work experience prepared me for future roles? Although I didn’t love technical writing, that experience helped me revise and edit well, and I’ve used that skill as an English faculty member and as a content manager. I also rely on my own writing skills when producing content for my career coaching business.

And that one-year gig in software sales? Absolutely helps me during free consultations, when producing content, and when reaching out to my network to drum up referrals.

It’s so important that we reflect on our previous jobs before leaping forward with our job search or making a big career change. Why? If we don’t, we’re doomed to repeat our own mistakes. We may not identify red flags as truly red during the hiring process. And we will work in professions which leave us feeling unfulfilled, depressed, and disgruntled.

Even though I don’t know you, I know you don’t want that for yourself. And I don’t want it for you.

Take time to reach out to me to schedule a free consultation. Simply spending 15-20 minutes on the phone with a career coach can help you uncover and discover many of your career desires and goals. I’ll walk you through a simple assessment of your career journey. We can talk about your own best and worst jobs. I will direct you to more career development assessment tools if necessary. And I’ll provide you with quality career development and job search tools as we work together.

What are you waiting for? Let’s get to work.