Goals – Page 7 – mardihumphreys.com

Toil and Trouble

This is part three of four in the series: Independently Owned and Operated.

Owning the consequences of your decisions is a cornerstone of successful leadership. It is a necessary step on the path of career advancement. But what about owning the consequences of decisions you did not make? What do you do when trouble finds you?

Responsibility

Everyone has hurdles, setbacks, and challenges. Some you bring on yourself. Plenty of others stem from external factors beyond your control. These are the moments your true character is revealed. However the challenge began, taking responsibility for the outcome indicates you are a resilient and self-aware leader. When you take responsibility for solving a problem you did not create, your colleagues see that you are committed to overcoming the challenge rather than blame the cause of it. And your managers see they can rely on you to address trouble head-on no matter where it comes from. Habitually handling trouble this way helps you generate the trust and transparency necessary for a collaborative and productive work environment.

Accountability

In a fast-paced work environment, errors occur despite your best intentions and planning. It is how you respond to these mistakes that defines your commitment to ownership. Rather than deflecting blame or making excuses, being accountable demonstrates you are willing to learn and grow from the experience. Maybe your project is plagued by unforeseen obstacles. Maybe that sparks tension among your team members. Maybe this sets in motion a series of unfortunate events beyond your control. You may be tempted to play the victim or act out in frustration. Instead, acknowledge the trouble and own the current reality. It empowers you to reclaim control of the situation and enlist your coworkers’ help in overcoming the obstacle. When the crisis is fixed dwell on what happened just long enough to identify any lessons you can learn from it. Seek feedback from both your team and stakeholders. Combine what you learn about the problem, solution, and result. Leverage the input to set a trigger to prevent that particular trouble from tripping the team up in the future. Owning the results helps you develop a mindset of continuous improvement.

Integrity

Owning accountability for results requires the emotional intelligence to both accept praise when things go well and shoulder the burden when they don’t. Learning from trouble requires humility and a willingness to confront your shortcomings with honesty and ethical conduct. Ethical dilemmas are everywhere in the workplace. Your team’s competing interests and values are constantly colliding. Business moves at the speed of trust. You, your managers, and your coworkers must be able to trust each other in order to get anything done. When faced with trouble of this sort, draw on your principles of empathy, fairness, and respect. Do not compromise your values for a short-term gain. It may be uncomfortable to stand firm in the face of conflict, but integrity is a non-negotiable aspect of professional conduct. It lays the foundation for your long-term success as a leader.

What do you do when trouble finds you at work? Please share in the comments.

Bad Blood

This is part two of four in the series: Independently Owned and Operated.

Disagreement over project management, differences in communication styles, and defensive personalities impact people, processes, and profits. When you let go of minor clashes with coworkers you prevent negative energy from impeding productivity for the entire team. But what do you do when you have ongoing conflict with a coworker?

Flip the Script

Conflict is inevitable in any workplace and it’s not always bad. If you expect it, then you are ready to do your part to constructively resolve it. Frame conflict in your mind as a learning opportunity. One of your most powerful tools to disrupt destructive patterns of conflict is active listening. When a conflict sparks, emotions run high, and communication breaks down. By actively listening to your teammate (make eye contact, nod in acknowledgment, paraphrase what you heard, and say it back to them) you demonstrate empathy and a genuine desire to understand their perspective. This not only ensures clarity, it also deescalates emotion. Take ownership of your part in the conflict. This is not an admission of guilt. It’s a declaration of empowerment. It demonstrates you have agency to shape the outcome. After actively listening to your coworker’s position, communicate your position in 30 seconds or less. Use “I” statements to avoid sounding accusatory. For example, say “I feel frustrated when…” instead of “You always do…” Receive their feedback as objectively as possible.

Walk a Mile

Put yourself in your teammate’s shoes. What is driving their behavior? What do they have at stake? Understanding their motivation helps you find common ground. Conflict resolution is not about winning or losing. It’s about working together to move forward. Acknowledge, assume, and appreciate that you both want the best solution to the conflict. If they did not care, then there would not be conflict so get curious. Is it possible to collaborate for a win-win outcome? Can merging your different perspectives address the root cause of your on-going conflict? It’s likely the solution you reach together will be stronger than a solution either of you will achieve on your own.

Recruit a Referee

You may not be able to resolve on-going conflict on your own. When it seems insurmountable, it’s time to bring in a neutral third party, like your manager or someone from HR. Ask them to facilitate a structured conversation. This needs to be a safe space for open communication and a confidential discussion. Do not jump to conclusions or assign blame. Do acknowledge your part in the situation and ask for honest feedback. The third party is removed from the emotion of the conflict and they have a higher-level view of it than both you and your teammate. This, combined with their experience, enables them to give you new ideas for resolution.

Continuous Improvement

Every conflict offers opportunity for personal and professional growth. Make time to reflect on the conflict resolution process. What worked well? What could be improved? What do you wish you’d done or said? What do you wish you had not done or said? Use each experience to refine your skills. Conflicts don’t have to be roadblocks. You can make them stepping stones to success.

Are you in conflict with a coworker? How are you working through it? Please share in the comments.

Working 5 to 9

If you received an inheritance, have passive income, or won the Powerball, yay you! But plenty of people seek additional employment to pay bills. Whether you refer to it as a side hustle, moonlighting, or a gig, as of April 2023, 39 % of Americans have one. Why do employees work side gigs? Why are employers concerned when an employee has one? What can both do to alleviate those concerns?

Why Employees Work Side Gigs

Finances – The cost of living keeps going up and as of March 2023, only 87 % of full-time private industry workers had access to medical care benefits. Self-funding health insurance, retirement, upskilling, etc., may not be possible with income from one full-time job.

Passion – The gig economy offers possibilities for personal growth. For example, maybe you are a teacher who loves baking and you have a side hustle making special occasion cakes. Experiments combining flavors and coming up with original designs is a creative outlet.

Development – A side gig is an opportunity to develop additional skills. For example, maybe you are a software developer who loves writing and you have a side hustle blogging for a website. Sharing your knowledge can establish you as a subject matter expert.

Why Employers Get Concerned

Conflict – An employee may end up working on projects that directly compete with yours. This results in divided loyalty and compromises the employee’s ability to prioritize and dedicate their full attention to the work they do for you. There is a risk that the knowledge, skills, or innovations they gained working for you could contribute to a competitor’s success.

Liability – If an employee’s side gig is in a similar industry or involves activities that could potentially harm the company’s reputation, you may be responsible for any consequences including financial repercussions.

Productivity – Employees with side hustles may find themselves stretched thin, leading to a decline in overall job satisfaction and eventually burnout. Side gigs may create tension among team members, especially if some employees feel burdened with extra responsibilities or perceive others as not fully committed to the team’s goals. This makes retaining your employees difficult.

How Both Can Come Together

Communicate – Employers should establish clear boundaries and written guidelines to ensure side gigs do not interfere with job responsibilities, deadlines, or the cohesion of the team. This will help maintain trust and prevent misunderstandings. Speaking openly of the side gig in regular check-in meetings promotes accountability.

Motivate – Employers can reap certain advantages from employees with side gigs. So, it’s crucial employers understand why their employee has one. Employees actively pursuing their passions outside of work find renewed inspiration and creativity. This positively impacts their job performance and helps employers retain a diverse and engaged workforce.

Innovate – Employers can embrace the concept of “intrapreneurship.” When employees channel their entrepreneurial spirit within the organization, employers can grow a dynamic and forward-thinking workplace culture. Employees with side gigs often bring new skills and experiences to their primary roles, fostering an environment of innovation and adaptability within the workplace.

Employers have legitimate reservations about their workforce engaging in side gigs. It’s essential to recognize that not all side gigs pose a threat to the employer-employee relationship. The nature of work evolves daily and business moves at the speed of trust. Tools like communication, empathy, and flexibility are necessary to help your organization thrive.

Do you have both a full-time job and a side gig? How do you make that work? Please share in the comments.

Genuine Connection

One of the most valuable resources for your professional growth is the wisdom and experience of Subject Matter Experts (SME). But approaching them requires respect and authenticity. A cold email with Can I Pick Your Brain? as the subject line makes you look lazy right off the bat. Let’s explore a strategic framework for reaching out that will lead to meaningful interactions and genuine connections.

Propose

Both you and the SME know you are asking them for a favor, so acknowledge that upfront with politeness and in-advance gratitude. For example, instead of using Can I pick your brain? as the subject line, substitute it with May I Learn from Your Experience? or May I Have Your Perspective? Then immediately after the greeting, clearly articulate why you’re reaching out. What specific insights do you want and why do you think this person can give them to you? Are you navigating a challenging project? Do you need to understand industry trends? Are you seeking career guidance? Describe their expertise that prompted you to reach out, then state what you will bring to the interaction. Emphasize the mutual benefits of connecting. For example, you can publish a post about what you learn from your conversation with them on your social media platforms and tag them. By framing the discussion as a two-way street, you position yourself as someone who values collaboration and is committed to adding value to their work.

Pregame

SMEs put content out into the world to test its resonance. Most are open to both feedback and discussion. But if your ask is vague or too open-ended, your SME won’t be able to meaningfully contribute to your development. Prepare a set of targeted questions that align with your goals and challenges. Include a couple in your cold email and request a meeting to obtain the SME’s answers. Set a flexible deadline for your request. For example ask, “Would you have time in the next two weeks to answer those questions and, depending on your answers, maybe one or two follow up questions?” Being upfront about your intentions shows you are mindful of the SME’s time and sets the stage for a focused and productive conversation. Giving the SME time to process your request before you meet is more likely to yield actionable advice.

Prepare

Nothing conveys sincerity more than establishing you’ve done your homework. Get familiar with their background, accomplishments, and any recent contributions they’ve made to their industry. In your cold email, reference specific aspects of their work that resonate with you. Before reaching out, follow them on LinkedIn and react and/or comment on their posts. This showcases your genuine interest in their expertise and signals that you pay attention to their work. SMEs are inundated with meeting requests. Offer to meet in person, to arrange a 20 – 30 minute videoconference, or to send them an email with a list of three to five questions they can answer at their convenience. Consideration of their time increases the likelihood of a positive response. It takes practice and follow up, but mastering the art of seeking advice from SMEs can be a game-changer in your professional journey.

Do you seek advice from strangers you admire? How do you ask them for it? Please share in the comments.

Your Top 12

Thank you for spending 2023 with me! As we begin a new year together, here are the top three articles in each category: Time, Energy, Attention, and Money (T.E.A.M.), based on the most views.

Time

Energy

Attention

Money

I appreciate you discussing these topics with me in 2023. I hope you found them useful. There are more in store for 2024!

What decisions around time, energy, attention, and money are you facing in the new year? Please share in the comments.

All Your Call

What does self-care mean to you? Is it a spa day? Is it organizing your desk? Is it playing Baldur’s Gate 3? Self-care is intentionally preserving and enhancing your physical, mental, emotional, and spiritual health and well-being. For you, a spa day may be the perfect self-care ritual. For your work bestie, taking time to declutter their workspace is self-care. For another coworker, choosing their own adventure in a role-playing video game is self-care. What works for you may not resonate with your teammates. Tune into your unique needs and make choices that align with your well-being.

Taking time for self-care can make you feel guilty, but prioritizing your health is not a luxury. It is the foundation of healthy work-life integration. Discovering your unique self-care routine is a process of trial and error. Explore different activities and be open to reassess what truly brings you both joy and balance. Here are some suggestions.

Meditate: Use a guided meditation app, deep-breathing exercise, or find a quiet space and write a 250 word reflection. Taking a few moments each day to practice mindful meditation can help calm your mind, reduce stress, and improve overall mental well-being.

Exercise: Whether it’s going for a walk, attending a fitness class, or practicing yoga, exercise not only promotes physical health and good sleep but also releases endorphins. These are “feel-good” hormones that positively impact your mood. Regular physical activity uses your body to take care of your mind.

Sleep: Speaking of sleep, sufficient and quality sleep is a highly underrated form of self-care. Try to go to bed at the same time every night and get up at the same time every day. Create a comfortable environment by adjusting the room temperature, noise level, amount of light, and all the variables that help you get an adequate amount of rest each night.

Detox: Take a break from the constant influx of information from your digital devices. Put your screens away an hour before bedtime and read a book. Avoid social media for a weekend. A digital detox increases your mental clarity and reduces your stress.

Create: Paint, build a model pirate ship, or play a musical instrument. Whatever your outlet for self-expression and emotional release is, make time for it. Such activities are therapeutic. They allow you to process your emotions and tap into a part of yourself that your work-life responsibilities may not use.

Nourish: Fill your body with high quality fuel. Replace that doughnut with blueberries and low-fat yogurt. Go meatless for one meal a week. Instead of snacking on potato chips, try almonds. Take time to read nutrition labels. When you consume food and drinks that are low in simple carbohydrates and sugar you are literally taking care of yourself.

Connect: Maintain key relationships. You can hang out in-person, videoconference, text, or call. Whatever medium allows you to spend time with the people you love helps you maintain a sense of belonging, support, and emotional fulfillment.

The next time you wonder, “Is this self-care?” remember that you get to make that decision guided by your unique needs, desires, and understanding of what makes you feel well. You may find extra time on your hands this week between Christmas and New Year’s Day. If so, please use it to do something that makes you feel good. Even if that something is nothing at all.

What will you do to take time for yourself this holiday season? Please share in the comments.

Check It Off

Stand up, close your eyes, and balance on one foot for 10 seconds. Did you feel your body adjusting for the entire 10 seconds to keep you from falling over? If the constant tension of managing your time feels like balancing on one foot with your eyes closed, it helps to have a decision-making process to fall back on. Let’s explore the four Ds of time management: delete, delegate, defer, and do. How can you implement these strategies to get your urgent tasks as well as your most important tasks done?

Delete

Not every task is of equal importance, and some activities may not significantly contribute to your overall goals. By regularly purging non-essential tasks, you free up valuable time and mental bandwidth so you can focus on the more critical aspects of your work. First, identify items that are low-priority, redundant, or simply unnecessary. Then, pull out your latest job performance review and compare it to your task list. To effectively delete, ask yourself:

Would completing this task move me closer to the goals set in my latest evaluation?
Is this task aligned with my priorities?
What value does this task add to my work or the organization?
Can this task be eliminated without compromising overall productivity?

Delegate

Recognizing you can’t do everything on your own and empowering your team to handle specific tasks can significantly increase overall efficiency for the whole organization. By sharing responsibilities, both you and your team can optimize your time, energy, and attention for the tasks that require each person’s specific expertise. This practice cultivates a more productive, collaborative, and pleasant work environment. To effectively delegate:

Identify tasks that can be performed by others without compromising quality.
Assess each team member’s strengths and assign tasks that align with their skills.
Clearly communicate expectations, deadlines, and relevant details.

Defer

You want to get a task done so you can check it off your list and move on to the next but some tasks would be more efficiently done if you stop to think about them. You should take time to contemplate tasks whose results have lasting consequences on processes, people, and/or payroll. These decisions usually require multiple sources of information and/or resources that may not be at your fingertips. Deferment allows you to address tasks at optimal moments and avoid unnecessary stress for you, your team, and your organization. To effectively defer:

Evaluate the urgency and importance of each task.
Identify tasks that can be postponed without negative consequences.
Create a realistic schedule that allows margin for completing deferred tasks.

Do

Procrastination often leads to increased stress and a backlog of tasks. This hinders your overall productivity. If you promptly address tasks that can be completed in the moment, then you will prevent a workload buildup and maintain a sense of control over your responsibilities. To effectively do:

Prioritize tasks based on urgency and importance.
Set aside dedicated time for tasks that require immediate action.
Break down larger tasks into smaller, more manageable steps.

Mastering the four Ds of time management is a powerful decision-making strategy. It helps you create a more streamlined and efficient workflow and ensures your time is spent on tasks that align with your organization’s goals as well as your personal priorities.

Do you use the four Ds? Please share how in the comments.

Passion Pitfalls

“Choose a job you love, and you will never have to work a day in your life,” Confucius said. Or Mark Anthony said or Mark Twain said depending on which Googled source you believe. In the mid-1990s the phrase “follow your passion” became popular advice to job seekers looking for their right career. But people who know about careers, like Mark Cuban and Cal Newport, disagree with that advice. Will following your passion lead to career success or is there a better path?

Pitfalls

One of the major issues with the “follow your passion” advice is your passion may not align with the skills and competencies the job market requires. For example, just because you are passionate about playing video games does not mean that you have the skills necessary to be a professional gamer, game developer, or game script writer. Another downside of pursuing your passion as a career is that it blurs the line between work and leisure. When a passion becomes a job, the pressure to both perform and to pay your bills detracts from the original joy the passion generated. Additionally, the belief that doing what you love guarantees success can lead to unrealistic expectations. The job market is harsh. Repeated rejection leaves you disappointed, disillusioned, and burns out your passion. Relying solely on your current passion is dangerous because it changes over time. As you develop new interests you may soon find yourself in a career that no longer aligns with your passion.

Prudence

Instead of following your passion, evaluate where you spend your time and effort. What tasks do you perform really well? What activities do you love? What skills do you enjoy improving? The answers help you discover what you are genuinely good at and allow you to bridge the gap between your interests and practical competencies. For example, if you write code in Python for fun, this may be an expertise you want to intentionally grow and obtain certifications for. Spending your free time to hone specific skills is a strong indicator of both your aptitude and potential for career success in that passion.

Practice

Once you have identified your strengths and skills, seek job opportunities that align with them. Look for roles and industries where your natural talents and proficiency can shine. Continuous learning is vital for staying competitive in today’s ever-evolving job market. Dedicate time and effort to training and practical experience so you can further develop the talents you pinpointed. Keep your eyes open for new roles that may not have been on your radar initially but are closely related to the competencies and interests you defined. Being flexible can lead to exciting career paths you may not have otherwise considered.

Relying solely on your fickle passion is risky business for career planning. Evaluating where you spend your time and energy is a more accurate gauge of the jobs you would both like and be good at.

How does your job play to your strengths? Please share in the comments.

Reimagine Compensation

The United States Internal Revenue Service defines full-time employment in terms of hours. Their standard is an average of 30 hours per week or 130 hours per month. You can sit at a desk for those hours and wait for the email notification to ding, but is that productive? If you secure a new customer over a lunch hour, do you have to work another 39 hours that week?

Tradition

Rooted in the labor movements of the 19th and early 20th centuries, the 40-hour work week was established to protect workers from exploitation, ensure work-life balance, and promote economic stability. Technology, remote and hybrid work arrangements, and a shift in how we measure productivity, makes this rigid structure unsuitable for a wide range of jobs and industries.

Transformation

Employees are increasingly prioritizing autonomy while employers are increasingly recognizing the value of results over hours logged. The result is transforming the way employees are compensated. Instead of being paid solely for the number of hours worked, employees can be compensated based on their skills, the networks they bring to the organization, and the outcomes they deliver. For example, freelancers, gig workers, and project-based contractors are compensated for completing tasks, the quality of their output, delivering specific results, and the impact on the organization’s success, rather than for a set number of hours worked. This approach aligns more closely with the idea that the value an employee provides to the organization is not solely a function of their time, but the quality and impact of their work. We talked a couple of months ago about how being busy is not a reflection of productivity. With the aid of technology, it is now easier to track and assess work progress and results, no matter where, when, or how an employee chooses to work. Key performance indicators (KPIs), project milestones, and deliverables are more significant in assessing an employee’s productivity rather than the mere number of hours spent at a desk.

Transition

In a traditional office setting, it’s easier to monitor and manage employee performance, but in the age of remote work, new methods and tools are required to maintain accountability. Here are some basics.

Trust and Flexibility: While accountability is essential, micromanaging erodes trust and hinders productivity. A results-oriented approach, where employees are given the autonomy to manage their own work, can be highly effective.
Clear Expectations: Work together to define realistic goals, deadlines, and deliverables. Then evaluate employees based on objective performance metrics like goal achievement, quality of work, and impact on the organization.
Technology and Tools: Time-tracking software, project management platforms, and communication tools are invaluable for keeping remote workers on track. Frequent check-ins, whether through video calls, phone conversations, or written updates, can help maintain both connection and accountability. These interactions allow employees to discuss progress and challenges, and receive feedback and guidance.

The demise of the 40-hour work week is not the end of structured work but a transformation that better aligns with the demands and opportunities of the modern workplace. As remote and hybrid work arrangements become more prevalent, a new model of compensation and productivity measurement emphasizing flexibility, autonomy, and results ultimately benefits both employees and employers.

If you are not paid for your time, then by what measure do you get paid? Please share in the comments.

Take the Stage

We talk a lot about mindset because it’s one of the keys to making wise choices. This week, let’s explore “main character energy” mindset. What is it? How can you use it to advance your career?

What It Is

In a play, novel, or movie, the main character is the focal point of the story. Their actions drive the plot forward. Main character energy (MCE) is seeing yourself as the central character in your life’s story. It encourages you to step into your own narrative and acknowledge that your choices and behaviors are instrumental in shaping your future. Here are some key characteristics of MCE.

Self-Aware: Main characters understand their strengths, weaknesses, and values. They use their past experiences as stepping stones for growth.
Proactive: Main characters create opportunities and take calculated risks. They realize setbacks are a part of life and bouncing back is necessary.
Change: Main characters evolve throughout their stories, adapting to new situations and growing from their experiences. They are open to change and embrace it as a chance for continuous improvement.
Purpose-Driven: Main characters have a goal, a mission, or a vision that guides their actions and decisions.
Confident: Main characters believe in themselves and their abilities, even when faced with doubt or criticism.
Accountable: Main characters don’t blame external factors. Instead, they take responsibility for both their behavior and their choices. They own their mistakes, learn from them, and use them to move forward.

How to Use It

Self-Awareness: Reflect on your strengths, weaknesses, and values. Understand what motivates you, what you’re good at, and what you’re passionate about in your career.
Initiative: Don’t wait for opportunities to come to you; create them. Seek out high-visibility projects. Build your skills with trainings that align with your goals.
Purpose: Ask yourself what you want to achieve and why it matters to you. Clarify your purpose and set clear career objectives.
Vision: Just like a main character embarks on a quest, visualize your career journey. Where do you want to be? How can you get there from where you are? Break the path down into achievable milestones.
Challenges: Use the difficulty. Instead of avoiding challenges, embrace them as opportunities to showcase your resilience and problem-solving abilities. Main characters mature throughout the story. Have a positive attitude when adapting to new situations and hold yourself accountable for your decisions and performance..
Self-esteem: When you doubt yourself, pull up your Atta Baby! file and remember your achievements. If you’re struggling, find a career coach.
Network: Main characters often rely on allies and mentors. Connect with people who can support your career journey, provide guidance, and open doors.
Celebrate: Acknowledge and celebrate your career achievements, no matter how small. Main characters draw on these recognitions to keep going.

Your career is a major plot line in your worklife story. Write it according to your vision and goals. Embrace your role as the main character and make your story matter.

How do you portray yourself to yourself in your worklife story? Please share in the comments.