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“Creating Successful Leaders”

July 29, 2020 The Courage to Change Your Mind

It takes courage to admit when you’re wrong, and it takes even more courage to shift your perspective and open yourself to change. The older we get, the easier it is to do things the same way day in, day out. We become entrenched in our beliefs, and it becomes more and more difficult to shift our way of thinking.

In psychology, this “set in your ways” attitude is called mental rigidity.

While it’s normal and healthy to have a routine, mental rigidity goes a step further. It limits how you see the world, makes you less adaptable, and causes you to be closed off to new ideas or perspectives. As one article puts it, “Mental rigidity cuts off the wings you need for imagination, improvement, and exploring new places.”

Mental rigidity can also make it difficult to have empathy–to walk a mile in another’s shoes. We become accustomed to one reality, one way of life, and that becomes the ONLY way. However, different people hail from different backgrounds and have different experiences and beliefs. We can’t necessarily KNOW what another person is thinking or feeling, but we can attempt to UNDERSTAND.

When you introduce yourself to different perspectives, beliefs, and vantage points, you do something a little scary: You open yourself to the possibility that your deeply entrenched attitudes and ways to thinking might change.

Change is never easy, especially when others expect you to remain the same. When you begin to shift your perspective or beliefs, you might face criticism from those who think you’re a “hypocrite” or “wishy-washy.”

I challenge you to stick to your guns and make an honest effort to change, if you believe that change is necessary. Recognize that you are doing yourself a service in the long run, and others’ snide remarks can’t stop you from continuing to learn and grow.

On the same token, be gracious to those who change their minds. No one has all the answers, and it’s okay to learn and evolve. In fact, it is healthy.

So, be fearless. Challenge your assumptions and be bold enough to get uncomfortable. It is only when we dare to step outside our comfort zones that we can truly expand our horizons and potentially change our points of view.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
NOW LIVE: CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE.

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July 22, 2020 Beyond Inclusivity in the Workplace

Multi-colored people in front of a mosaic of faces
Image courtesy of Pixabay.com

As the U.S. goes through the biggest social justice movement since the Civil Rights Movement, it’s important to acknowledge diversity in the workplace. Systemic racism is deeply rooted within our society. Working to undo it won’t happen overnight, but we must commit to leading each other to a more equal future. Today’s turmoil is bringing up issues that were previously ignored by many. Workplaces have been known to use diversity as nothing more than a box to check off.

In reality, diversity allows for a variety of perspectives and new skill sets. 

Getting rid of diversity quotas is a good first step to take. Quotas can lead to tokenization. It’s important to make sure that your employees aren’t all similar people when getting rid of quotas. Giving women, people of color, LGBTQ+ people, disabled people, etc. a seat at the table where decisions are made can bring diversity to the rest of the company. 

It should be a no-brainer that employees with the same responsibilities deserve to be paid the same. Despite that, the gender pay gap still persists in our society. Addressing and fixing the pay gap at your company is an effective way to demonstrate that you value all your employees. It may not be an immediate fix, but it’ll provide long term and equitable changes.

Equal access is key to giving opportunities to everyone. Think about where you advertise your job openings. Does your advertisement feel targeted to a specific group of people? Is it posted on a website with a majority of white users? Also keep in mind your own biases when hiring. What does your selection committee look like? Recognize that not everyone can meet your job requirements. If a job requires a degree, integrate degree equivalency which includes equal work experience in lieu of a degree. 

You won’t know what problems your employees directly face unless you talk to them. Establishing a voluntary group to give feedback is a great way to hear about injustices within your workplace. Anonymous surveys can also be used to make sure that everyone’s voice is heard. 

Continue the dialogue in your workplace. Inequality is not going to magically disappear. These conversations may be uncomfortable, but they are necessary if we want to undo the systemic racism and biases that exist in our country and our workplaces.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
NOW LIVE: CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE.

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July 15, 2020 Setting Healthy Work From Home Boundaries

Stressed woman at laptop

Prompted by the COVID pandemic, more and more people have realized they can do much of their work away from an office setting. Working from home (WFH) is becoming the new norm, and companies are beginning to realize that employees can be about as productive at home as in the office. With WFH sticking around for the long haul, it’s crucial to establish some personal ground rules.

Why set ground rules?

Because it’s easy to get trampled by unreasonable expectations if you’re not seeing your bosses and co-workers face-to-face. People may expect you to return emails at all hours of the day, jump into a last-minute Zoom meeting, or take on a mountain of new assignments.

Just as it’s important to set personal boundaries in an office setting, so too is it important to set firm WFH boundaries. Here are 3 ways to do so:

1. Take Charge of Emails

If you’re answering emails at 8:00 or 9:00 at night (or later!), you set the expectation that you are willing to work at all hours of the day. That should not be the case. Even if your work laptop is with you 24/7, it is important to separate your work time from your personal time. That means establishing a timeframe for answering emails and sticking to it.

If your co-workers and supervisor know you’ll generally respond to emails between 8:00 a.m. and 6:00 p.m., that expectation will be set. If they know you’ll respond to emails at 11:00 at night, that expectation will be set. If, for some reason, it’s easier for you to respond to emails at night (maybe you have small children that need care during the day), schedule your emails to send the next morning. That way, you’re still holding firm to your email parameters.

2. Say No

Many of us get in the habit of saying yes to assignments, even when we are A) short on time or B) the assignment does NOT suit our talents. When their team is working from home, supervisors may not have a good sense of how busy people are and whether or not they are free to take on more work. Because of that, they might assign tasks to those who are already up to their ears in work.

If you find yourself panicking about a new assignment, pause and ask yourself, “Does this fit into my area of expertise? Do I, realistically, have time to take this on?” If you answer no to either question, push back (as respectfully as possible!). You might even reach out to others who are better suited for the assignment and see if they have the time and capacity to take it on (if you do this, remember to return the favor at a later date. Also, let your supervisor know you’re looking for someone else to take on the assignment!).

For more, read this post for tips on saying no.

3. Limit Zoom Meetings

Zoom meetings are tiring. It can be difficult to read social cues through a screen, you’re forced to sit up and stare at the same spot for an extended period of time, and it’s sometimes difficult to get everyone engaged. If you’re involved in back-to-back-to-back Zoom meetings, you might find yourself completely wiped out at the end of the day.

To prevent video chat burnout, make an effort to limit your online meetings in a given day. If someone wants to schedule a meeting, ask yourself, “Do we really need to meet about this? Would a simple email suffice?” AND ask yourself, “Have I already reached my Zoom meeting limit for the day? Will scheduling another be productive or relatively useless?” Take charge of your schedule and limit your online video chats.

 

Just like working in an office, WFH should come with firm personal boundaries. If you do not take charge of your time and set healthy parameters, you’ll find that you’re in danger of burnout. Start saying no, setting email boundaries, and limiting video chats today!

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
NOW LIVE: CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE.

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