by Thomas Oppong
You are most productive in the morning, according to research.
Your best work happens within a short time span of the day. And you should be making the most of it.
Instead of letting others dictate your priorities, give yourself at least an hour to focus without external distractions.
BY STEPHANIE VOZZA - 4 MINUTE READ
Ever have to psych yourself up to go to work? If that’s the case more often than not, your job might not align with your personal motives, says Carter Cast, author of The Right (and Wrong) Stuff: How Brilliant Careers are Made and Unmade.
Strengths are your natural skillsets, and motives are the place from which you draw energy, says Cast. They differ from values, which are what’s important to you. “If you ask someone what their values are, they can rattle them off quickly,” he says. “Motives are much harder to identify because we’re often not conscious of them. They’re the river that flows under us.”
A mismatch in job and motives will wear you down and eventually cause you to fail to live up to your potential, says Cast. “Currently, the assumption is that if you took this job, it’s the right job for you,” says Cast. “But people who are smart, don’t have a skill gap, and are good interpersonally will underperform if they don’t have energy for position.”
by Maktuno Suit - Leadership Consultant & Psychotherapist
Christine dreads going into work everyday to face her manager, Paula. She feels as though Paula is ready to criticise her for any mistake that she makes and hence tries to avoid her due to the anxiety that she feels in her presence. Christine spends excessive amounts of time trying to make her work ‘perfect’ before presenting it to Paula - fearful of the critique she will receive. Christine feels like she is constantly undermined and that Paula is threatened when she performs well. Christine describes her as a ‘bad boss’ who makes her feel unsafe and she is looking for a new job.
Recently, the notion of creating psychologically safe cultures and teams in the workplace has become central to our understanding of an effective organisational environment.
by Cayla Vidmar posted on Thrive Global
I lay in bed in the middle of the night, looking at the ceiling when my chest seized up in excruciating pain. This chest pain was something that had been going on for some time, but this was next level. At that moment I realized something was wrong: I hated my job, the one I had worked so hard to get.
My job itself wasn’t overly stressful, but I couldn’t shake the thought that my life still wasn’t what I thought it should be, and it was quickly ticking by, with every year being the same as the last.
The work I was doing wasn’t changing people’s lives, I wasn’t helping anyone, I didn’t feel like there was any meaning in my day to day life.
On top of that, I couldn’t figure out what my purpose was, or what I’d rather be doing. I was running in circles, consuming as much information as I could about starting businesses and flip-flopping from one passion to the next.
Published by The Local
The number of sick days taken by Swiss people because of stress and other mental health issues has shot up by 35 percent in the last five years, new figures show.The data from health insurer Swica shows the number of days taken off by Swiss employees for health reasons has risen overall by 20 percent in the last half decade.
But a spokesperson for the company which provides pro-rata sickness indemnity to 30,000 Swiss firms said it was the skyrocketing number of sick days for mental health reasons that was particularly “alarming” given this is the health issue that companies can do most to combat.
“A lot of employees can no longer deal with rising work pressure,” Adrian Wüthrich of Swiss trade union TravailSuisse told the NZZ am Sonntag newspaper, adding that flexible working hours and unpaid overtime were making the situation worse.
By Peter Barron Stark
On a scale from 1-10, how would you rate your productivity as a leader? Many of us, if not all, wouldn’t rate ourselves as high on the productivity scale as we would like to be. Sometimes leaders feel like they are constantly busy but are somehow still unable to accomplish their goals. Have you ever started your workday with a list of things to do and at the end of the workday STILL had the same number of things to do?
If you are nodding your head in agreement as you read this, take a look at our recent blog post  which will walk you through conducting a time audit . Once you have completed at least one time audit, you will be able to take a more objective look at how you spend your time. Chances are good that you will have several tasks on your list that can be delegated to your employees, freeing up more of your time to work on higher level assignments that will help you and your team achieve the organization’s goals.
It’s important to remember that as we rise further up the ladder in organizations, our responsibilities change from less emphasis on the operational or the “doing” tasks and more emphasis on the leadership tasks (managing, planning, leading).
by Key Step Media Time to read: 4 min.
Whether you are a team leader or a member of a team, you will likely encounter situations in which you need to offer criticism or constructive feedback. While this can be difficult, giving feedback is a necessary part of leadership and being a member of a team. Teams that openly address counterproductive behavior create an environment that fosters continuous development, learning, and innovation. The ability to give effective, emotionally intelligent criticism is essential to high levels of team performance.
What Does It Mean to Offer Effective Criticism?
People who give effective criticism balance empathy and an understanding of the person they are giving feedback to with an objective and calm demeanor. They have developed trust through interpersonal understanding and compassion. They know team members’ strengths, weaknesses, and unique abilities. They know if someone would rather receive feedback one on one, or if they are fine with a group setting. They offer objective criticism and deliver it calmly, without divisive emotions.
Written by marcandangel
As Maria Robinson once said, “Nobody can go back and start a new beginning, but anyone can start today and make a new ending.” Nothing could be closer to the truth. But before you can begin this process of transformation you have to stop doing the things that have been holding you back.
Here are some ideas to get you started:
by Suzie Doscher
Emotional Intelligence can be defined as having:
I believe your Personal Power is intact when you:
By Andy Molinsky
Few people like to deliver bad news. But the ability to do so with grace and compassion is an essential skill for any leader or manager. Here are some essential tips I’ve discovered based on interviews with more than 40 managers about delivering bad news in a professional and compassionate manner.
1. Prepare for the conversation.
You never want to "wing it" when delivering bad news. The conversation can get heated and emotional. Sometimes people receiving negative news feel it's unfair. They want to fight back and argue. And as a person delivering the message, you can't let this happen. You need to control yourself in a way that diffuses a potential conflict instead of fueling the fire. You want to prepare for what you're going to say (even potentially scripting out a few opening phrases). You want to prepare for their reaction - and for your reaction to their reaction.