Tag Archives: margaret smith career coach
August 17, 2022 Why Care About Diversity of Thought?
We spend so much time in our own heads, and wrapped up in our own thoughts, we tend to forget that others think differently than we do. They might have different perspectives, different trigger points, or process information in a different way. These differences could stem from our backgrounds, experiences, personalities, world views—any number of factors that shape our thoughts.
It is important to A) acknowledge these differences and B) embrace them!
As a Licensed Practitioner of Insights Discovery (read more about Insights in this post), I am very familiar with diversity of thought. Some people thrive on data and logic. They prefer to collect all the information they possibly can before making a decision (or even speaking up). In Insights Discovery language, these individuals lead with “blue energy.”
Others are creative idea generators. They like to throw spaghetti at the wall and see what sticks (so to speak!). They enjoy talking out their thoughts and bouncing ideas off others. Generally, these people lead with “yellow energy.”
Additionally, a team might be comprised of “green energy” folks, who tend to be the most inclusive and empathetic of the four color energies. Their thinking often revolves around the greater good and how best to help people.
Then, there’s “red energy.” These individuals are action-oriented, so their thought process might go like this: “How can we get the best people on this project ASAP, and start delivering results?”
All these examples are, of course, generalizations (and I am very much glossing over what it means to lead with blue, yellow, green, and red energy), but the point I’m trying to illustrate is that people think, react, and process information in different ways. And that’s a good thing!
Can you imagine if everyone on your team was yellow energy-oriented and only enjoyed creative brainstorming? Maybe some of the ideas would bear fruit, but, without any data to back up the ideas, it’s difficult to know. On the other hand, data is absolutely critical for informing decisions, but data alone doesn’t create innovative solutions. You need a blend of both creativity and data.
So, when you’re making decisions on who to include on your team, take diversity of thought into consideration. Make an effort to include those who have different backgrounds and perspectives, diverse approaches, and various ways of looking at information or generating ideas. One way to identify thought diversity in your workplace is to utilize a science-based assessment program such as StrengthsFinder, DiSC, or (of course!) Insights Discovery.
If you’d like to learn more, send me a note.
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.
HER NEW EBOOK IS CALLED A QUICK GUIDE TO COURAGE.
Tags: better workplace teams with thought diversity, caring about diversity of thought, importance of thought diversity, insights discovery thought diversity, intentional thought diversity at work, margaret smith career coach, Margaret Smith licensed Insights practitioner
- Leave a comment
- Posted under Better Business, Communication, Teamwork, Thrive at Work
August 3, 2022 4 Simple Ways to Develop a Growth Mindset
If there’s anything the last few years has taught us, it’s that life can change at the drop of a hat. Many people had to transition to a work from home environment with little notice, meetings were suddenly virtual, and kids were learning at home instead of in a classroom setting. Now, with the Great Resignation still in full swing, employers and business leaders are having to adapt and adjust to the needs of their teams. Life is fluid, and if you don’t want to be swept up in the current, you need to be flexible and adapt a growth mindset.
The term “growth mindset” was coined by psychologist Carol Dweck, who described two main mindset categories: growth and fixed. Those with a growth mindset often see opportunities to learn, grow, and develop. They believe they can change when they need to and actively work toward making those changes. On the other hand, those with a fixed mindset generally believe they are unable to change, adapt, or evolve. They are more easily defeated by failures, and they tend to firmly resist change.
If you’re sometimes guilty of having a fixed mindset, that’s okay! It is possible to develop a growth mindset. It only takes time, tools, and the willpower to do so.
Let’s talk about 4 ways to develop your growth mindset…
1. Pay Attention to Your Thoughts
We all have an inner voice. It may be positive and encouraging, or it may be telling you things like, “You can’t,” “You’re not good enough,” or “This is just the way things are.” What is your inner voice telling you? If it tends to be more negative and defeatist, that’s a good sign you tend to have a fixed mentality. Once you’re aware of that, you can begin to talk back to your inner voice and begin to take on a more positive, growth-oriented mindset.
2. Reframe Failure
It’s easy to feel deflated by failure. No one likes to fail. However, it is possible to reframe failures as opportunities. Next time you’re faced with failure—a work project that flopped, a client that went with another company, an idea that didn’t get picked up—think about what you learned from the failure. What went wrong? How can you do things differently next time? Use these moments as chances to learn, redo, and move on.
3. Embrace Brain Plasticity
We used to think adult brains were somewhat rigid and fixed, but recent studies have shown that that’s not at all true. The brain is still malleable, even as an older adult. Even those who have experienced extreme brain trauma (such as a coma or major concussion) can retrain and essentially rewire their brains. That is the power of neuroplasticity, or the brain’s ability to adapt and reshape.
4. Use the Word “Yet”
Next time you catch yourself doubting your abilities or lamenting failure, add the word “yet” to the end of your sentence. For example:
I don’t understand computer coding…yet.
I can’t operate this machinery…yet.
I can’t speak Spanish…yet.
I haven’t reached my sales goals…yet.
This simple word connotes opportunity and helps you get in a positive frame of mind. Instead of feeling defeated, you give yourself a glimmer of opportunity. Maybe you haven’t achieved something yet, but success could be on the horizon.
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.
HER NEW EBOOK IS CALLED A QUICK GUIDE TO COURAGE
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE.
Tags: changing mindset, develop growth mindset, margaret smith career coach, Margaret Smith Twin Cities, techniques to develop growth mindset, ways to growth mindset
- Leave a comment
- Posted under Changing Your Life, Goals
July 20, 2022 What is Proximity Bias? (And how to avoid it)
Many organizations are still getting used to a work-from-home or hybrid workforce. Even if they use a variety of virtual technologies, that isn’t necessarily enough to create a level playing field between employees. Part of the reason some people may receive preferential treatment in today’s (often hybrid) environment is due to a subconscious tendency known as proximity bias.
What is Proximity Bias?
In short, proximity bias has to do with giving preference to those who are close by. The BBC describes proximity bias as “an unconscious – and unwise – tendency to give preferential treatment to those in our immediate vicinity.” Due to proximity, we might distribute projects or tasks unfairly, let certain people “have the floor” more often during meetings, or pay closer attention to those who are nearby…all without even realizing we’re doing it.
Humans are constantly seeking 1) shortcuts and 2) connections. Because of these tendencies, proximity bias is the most natural thing in the world. It’s easier to assign tasks or communicate with those who are in the office next door. And it’s easier to form connections when you’re in the same room as someone, rather than someone in the virtual space. Frankly, that is unfair to those who are unable to regularly be in the office for whatever reason (irregular childcare schedules, caretaking for an ailing loved one, an outlandishly long commute, etc.)
How do we change these impulsive tendencies?
How Do We Overcome Proximity Bias?
The first step is to build awareness.
Once you understand proximity bias and its implications, you can begin working to overcome it. Start paying attention to the interactions you have with those close by, as opposed to the interactions you have with virtual workers. Start questioning your preferences—who is assigned certain projects, who has the most air time during meetings, etc. Tuning in is the first step to making mindful, meaningful changes.
Secondly, normalize logging in.
Even if part of your team is sharing a conference room during a meeting, encourage everyone to log in to their own laptop. That way, you’re conducting one meeting (in the virtual space), instead of two meetings, and in-person participants won’t be able to strike up side conversations or give body language signals that the virtual attendees might not see. Logging in when you’re in the same room might seem awkward at first, but people will adapt (especially if you explain why it’s important to do so).
Third, make sure everyone has equal access to resources.
Files should be shared in a virtual space; action plans and notes should be digitized. To further combat proximity bias, it’s a good idea to promote virtual discussions/forums, rather than rely on casual hallway interactions. Besides, if you use online forums, you’ll have a digital record of ideas and discussions that could be useful going forward.
Fourth, balance in-person meetings/events with virtual ones.
When the office culture revolves around in-person lunches, activities, and get togethers, those who are working remotely are naturally left out. When that happens, their connection with the office and their co-workers (and, often, and their sense of loyalty to the company) diminishes. Instead, make a conscious effort to host online events just as often (or more often!) as in-person ones.
Proximity bias is a very real phenomenon, but it is possible to combat it. Even though it’s difficult to entirely erase this subconscious bias, we can all take mindful steps to minimize it.
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.
HER NEW EBOOK IS CALLED A QUICK GUIDE TO COURAGE
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE.
Tags: avoid proximity bias, dealing with proximity bias, margaret smith career coach, Margaret Smith licensed Insights practitioner, prevent proximity bias, proximity bias affects WFH employees, remote work and proximity bias, what is proximity bias
- Leave a comment
- Posted under Better Business, Communication, Organization
UXL Blog 