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Photo: Franceso Gallorotti

Motivating Your Remote Workforce: Best Practices

Before any of us had even heard of the coronavirus, the remote workforce was already expanding. In fact, according to Global Workplace Analytics, it’s been growing about 10 percent every year for the past decade. But with our current situation, more and more of us are being pushed into remote work faster than ever. In fact, a recent Gartner survey found that 74 percent of CFOs anticipate taking previously on-site employees fully remote in the aftermath of COVID-19.

Remote work has long been a point of contention. For those who haven’t had the option, it sounds almost too good to be true. Meanwhile, those who do work remotely are quick to point out that there’s a big difference between a day in a home office and a day off. Turns out there are valid points on both sides. Remote workers do enjoy perks like increased flexibility and time saved by not commuting. However, research has found that remote employees work an average of 1.4 more days per month than their office-based counterparts. That adds up to three additional weeks of work per year! While remote work can increase productivity, it often leads to consistently long hours, which can have an adverse effect on mental health. That’s just one reason why managing a remote workforce can be a challenge. You need to inspire and motivate your team to do more than just their best work; you need to motivate remote employees to take care of themselves too.

Burnout is real. Even before this crisis, 29 percent of remote employees said they struggle with work-life balance, and 31 percent said they have needed to take a day off for their mental health. To really manage, motivate, and protect your most important asset — your people — consider these four suggestions.

Communicate Frequently and With Purpose

Working remotely, employees often feel disconnected. If they don’t receive information from leadership, they turn to other sources, formal and informal, and that can cause confusion and even panic. It’s important to ensure that the entire organization — onsite, on the road, or at home — understands the priorities of the business and exactly where they fit in. Creating a clear roadmap helps employees understand the ultimate goal of their work, making them more productive and reassured that their efforts contribute toward a positive outcome. Gartner Research highlights this as one of the most important parts of a remote work strategy.

That said, good communication goes both ways. Successful companies have leaders who embrace a culture of collaboration and continuous learning; one where listening means giving consideration and adjusting to the thoughts of subordinates, peers, supervisors, and across departments. When employees across an organization agree that there is something to be learned from everyone in the room (even if it’s a virtual room), you can surface more diverse perspectives, foster more effective communications, and achieve greater goals.

Establish a Routine

For my team at Skillsoft, one of the ways we’ve managed to stay connected is by making standup meetings and check-ins part of our daily rhythm. This gives teams more opportunities to communicate and has been key to providing a sense of normalcy even in these not-so-normal times.

Furthermore, Harvard Business Review emphasizes how important it is for weekly routines to include more than just tactical work. Make sure you also prioritize rituals that focus on social connections, whether it’s a virtual welcome lunch for new hires or a Friday afternoon snack break. This will help you maintain the cadence and culture of your organization.

Of course, it’s key for managers to be available to their teams for emergencies. But, they should also address the need for rest, lunch breaks, and “shutting down” for the day. Clearly communicating this across your team will help level-set and establish a routine that’s more holistic, including work time and downtime. These natural breaks will keep days from fading into one another, a complaint we’ve heard a lot of in recent weeks.

Be There for Each Other

It’s so easy to feel alone right now. Being entirely remote can add stress, regardless of a person’s role or level in the organization. Leaders can often feel that the fate of the company rests solely on their shoulders, but they need community just as much as everyone else. We all need mentors. We all need people who can give us a “reality check” and help us rationalize.

This kind of culture can’t be fostered overnight, but it’s crucial for businesses to begin to build a supportive, collaborative environment as remote work becomes more common. In fact, Forrester Research highlights culture as one of the most important elements of a successful work from home strategy. Employees that feel they can bring their whole selves to work, who feel that they are on a team that supports and represents them, are more likely to feel motivated and get more enjoyment out of difficult tasks, according to research from Stanford psychological scientists Priyanka B. Carr and Gregory M. Walton.

Pay attention to — and course correct — any challenges that arise. For example, according to research from A. Joshi and R.S. Gajendran, virtual communication can sometimes discourage team members from speaking up. But, when you establish your work environment as a place for open collaboration, this hesitation tends to fade. Strong virtual teams are built on a foundation of trust. Start from a place of shared humanity and send your team a message of solidarity: we’re all in this together. When employees feel a sense of comradery and belonging, the impact can be incredible.

Stay Positive

We’re living — and working — through a time of uncertainty. But it’s important to stay optimistic and supportive in all your interactions. Think about some of the silver linings. Personally, I’m thankful for the extra time spent with my family. Working from home has given us opportunities we otherwise wouldn’t have had: catching up over lunch, doing morning workouts, and spending evenings cooking together.

Working from home also offers workers and managers alike an incredible chance to broaden our horizons and push ourselves toward new goals. Companies that tap into the power of learning will see increased engagement going forward. Motivate employees to embrace this time; make learning core to your company’s culture. When employees are given the resources to engage with information they truly care about, they will develop competencies and confidence that can be applied throughout their experience – both on the job and in their lives.

Businesses that adhere to these four simple tenets of leadership will quickly realize that it really comes down to one basic principle: be human. During this time, the best thing we can do is demonstrate empathy, compassion, and concern for each other. Embracing genuine understanding and positivity is the best course in times of uncertainty. You’ll reap the benefits and so will your team.

This post is sponsored by Skillsoft.

Photo: Rodion Kutsaev

#WorkTrends: Remote Working: Craving Knowledge and Skills

Is working remotely actually working? At this point, it has to. And the good news is we want it to.

Remote working was already on the rise before mandatory work from home orders. From leaders to managers to employees, we were already anticipating — and in many cases, making — the shift. So Meghan M. Biro invited SkillSoft’s CMO, Michelle Boockoff-Bajdek, to #WorkTrends to discuss the nature of remote work right now. The upshot: it’s working. But there’s plenty we can do better. 

Companies need to further support remote working by providing more opportunities and channels for learning, and managers need to empower their employees to have a “growth mindset,” as Michelle said. This conversation should be both “easy to access and rich in delivery,” she added. By doing this, organizations are not only maintaining engagement and culture, they’re also giving their workforce the learning and the means to stay relevant. 

Michelle (who’s known as Michelle B.B.), said Skillsoft has opened up access to Percipio, their immersive online learning platform: 90 days for university students; 60 days for everyone else). And many are taking advantage of the access, including managers, whose hunger for remote strategies is evidenced by the record number of searches on the platform for “collaboration” and “management.” 

While employees are doing their part by finding solutions to improve as remote individuals and teams, managers must also do their part by guiding them through this transition as humanly and empathetically as possible, both Meghan and Michelle concurred. As home life, school, and workplace collide (and combine), being mindful of employees’ emotional well-being is just as key right now. That may mean informal check-ins to increase the connection. And finding out what employees want and need.   

When Meghan asked for Michelle’s perspective on what comes next, Michelle noted that shifting to remote work has taught us that “physical proximity isn’t the only way to connect.” In fact, she noted, we’re becoming more socially connected — both online and offline, and that will likely continue. The challenge and adventure of remote working during this global crisis is a reality shared by so many, she added, and it’s bringing us together. And when we have access to digital learning it’s far easier for us to do our jobs, no matter where we are. 

Listen to the full conversation and see our questions for the upcoming #WorkTrends Twitter Chat. And don’t forget to subscribe, so you don’t miss an episode. 

Twitter Chat Questions                                                                                                           

Q1: Why are many organizations struggling with remote work?  #WorkTrends
Q2: How can learning platforms help improve the transition to remote work? 
#WorkTrends
Q3: What can leaders do to help create better remote workplaces? #WorkTrends

Find Michelle Boockoff-Bajdek on Linkedin and Twitter

This recap is sponsored by Skillsoft.

#WorkTrends Recap: Pacing for Growth

What’s your big plan for your business or team in 2018? We all want to stretch, improve and grow, but sometimes figuring out exactly how to scale your work is a challenge. I know I’m still figuring this out as an entrepreneur, and we have a lot of TalentCulture community members who are in the same boat.

Earlier this month I talked to Alison Eyring, founder and CEO of Organisation Solutions and author of “Pacing for Growth: Why Intelligent Restraint Drives Long-Term Success.” Alison has been helping organizations grow for the past 30 years. She has also learned lessons about growth through her experiences as an endurance athlete. She’s done marathons, ultra-marathons, triathlons and Ironman competitions.

What business lessons can you learn from competing as an athlete? Here’s what I learned from my chat with Alison.

Push for Growth, but Recognize Your Boundaries

“If you look at the body, it teaches us that there are certain things we can do to build capacity — to go faster and go further. As leaders we have to push, but also understand that there are some real limits, and work to build capacity,” she says.

She introduced me to the idea of “intelligent restraint” — stretching yourself and pushing for growth, but not so far that you go past your limits.

“If we’re not pushing, if there’s no edge, if we’re not pushing people outside of their comfort zone, they’re not changing. They’re not growing, and the business isn’t changing and growing. You push yourself and you push your business to go as fast and far as you can but then no further until you have the capacity to sustain it.”

Focus on Specific Goals

Just growing for the sake of growth isn’t all that meaningful. I’ve talked to a lot of entrepreneurs and business owners who are working to create focus in 2018. Alison agreed that sometimes the best way to scale is to focus: “It’s about saying ‘let’s get really focused on what is profitable, what is meaningful, what is going to bring me to work every morning.’ ”

Start with People

So many organizations think about goals but make their people plan last. That’s backward, Alison says. “When I think about scaling for growth, it’s a lot about people.”

I often see that small businesses have a hard time scaling because leaders can’t delegate tasks to others on the team. But big, growing businesses face people challenges too. “We work with some high-tech companies that are growing so fast, and their managers have very little experience. They start a job, and within six months the job is bigger. You think about in a situation like that, those people have to grow really fast, and they’ve got to be able to grow their people even faster,” she says.

The key to developing a team all comes back to having a solid routine, she says. It’s about having good one-on-ones with people on a regular basis. “Whether it’s over the phone or face-to-face, it’s about carving out a space to understand how to help that person perform and how to help them transform for the future. Having that routine is critical.”

Pay Attention to Developing Remote Workers

So many organizations are staffed by workers who aren’t sitting in the same office every day. I’ve worked remotely for years, and a lot of the organizations I work with rely on remote teams. Alison says that developing those remote workers and moving everyone forward together is a challenge.

“Remoteness is both a blessing and a curse. The curse of it is that when we work independently, there’s not others necessarily who are observing us and connecting with us in a way that they can maybe give us feedback and help us and support us as much as we might get if we are co-located in a normal office environment. We’ve got to really think more proactively. If we can learn how to coach people without seeing them then we become even stronger as leaders.”

Alison says she has people working together from five continents, and she’s focused on helping them stay connected on a human level. “We have people who have never met each other. One of the things that I’ve been really trying to think about is how do we build spirit in our company. When people are physically dispersed, it’s easy for the interactions to become very transactional. It’s about the work we have to get done. Often it’s very hard to get a holistic picture of the challenges the person faces. What are the barriers? How are they feeling? Part of what we need to do as leaders is create psychological safety. We have to provide support. When we do that, we can accelerate development.

“I think that technology can help us. Sometimes it can make it very dehumanized, but other times it can really help us bring spirit through connecting us. People in our group love posting pictures and sharing and having baby pictures. I think that human connection is really important.”

I could talk about remote work and the challenges it brings all day! Thanks to Alison for sharing her expertise with us. Check out her book to learn more.

Stay tuned for more inspiration on the #WorkTrends podcast, every Wednesday: http://bit.ly/2DjCkja.

5 Truths: Insourced Leaders Promote From Within

Insourced focused leaders should be tuning into ways to recruit and retain talent from within for strong results and increased employee satisfaction.

When my parents started in the world of work, there was an unwritten rule: put in two to five years on the job with a set job description and title before making your next move. Impress people, work 50+ hours a week, learn everything, and become essential to the organization. It was a recipe for success pulled straight out of 50s movies, and it was the way to move up the corporate ladder.

With every promotion, the interval between new titles might have gotten a little longer, but the company offered security and a sense of belonging. People might have been restless, but they knew where they stood. Companies retained talent, for the most part, because talent wanted to stay. There was a gold watch at the end, remember.

The path of career people who came up in the 80s, 90s, and now has been much different. Our perception of ‘meaningful work’ is different. Companies have a different attitude, too – I seldom meet anyone who’s been at the same company for more than five years. Perhaps this is par for the course for technical recruiters, or maybe it’s a sign of something different: companies have pulled the corporate ladder out of reach.

For some of my clients, in fact, there’s a belief that hiring from the outside is preferable to promoting from within – the ‘fresh blood builds a stronger company’ idea. While that trend may be good for recruiters, it isn’t cheery news for workers looking for promotions. I hear from people every day looking for work. Some are unemployed, but more feel trapped in a meaningless job or fear their skills have timed out. Many feel there’s no place to grow in their organizations. At the same time, companies bemoan the lack of employee loyalty and engagement.

HR Technology exists to help leaders solve at least a portion of these talent management issues. Maybe it’s time to make internal (upward) mobility a priority again.

What can leaders do to create a culture of loyalty while making growth and innovation a priority?

Here are five ideas to make the next rung of the corporate ladder easier to reach:

  1. Reinstate employee referral bonuses. A staple of fast-growth startups, referral bonuses give employees an incentive to stay – and to bring their talented friends onboard. It might seem risky or profligate in a time of slow job growth, but your top talent wants to work with other talented people, and their networks may be better than yours.
  1. Create an internal talent scouting network. Many managers fear losing their best people. Recognize managers who push talented employees to the next step in the organization. You might not be able to promote them right now, but they are demonstrating their commitment to the company, so find a way to acknowledge and reward them. Why not a 10 or 20 percent finders’ fee for bosses who nurture great employees?
  1. Cultivate fast-start work groups. You know who your best managers are. Choose the best from each department or business unit – especially in traditionally rapid-turnover areas, e.g. sales – and give them a management task: identifying and fast-tracking talent. Make it an MBO goal.
  1. Invest as much in management training next year as you spent on job ads last year. Fortune 500 companies appear to be headed in this direction but smaller companies may not have the leeway to send star performers to Harvard or Wharton for executive training. So look to other sources for courseware and build your own programs. Start with Harvard – MIT edX online offerings and work up and in.
  1. Institute a management and executive book club. Not all business-themed books are a bore; talk to the manager who’s most effective, or consult with someone from your Board. Find out what they’re reading and distribute copies to your managers. Pop quiz in 15 minutes.

Research shows it takes two years for external hires to perform as well as internal candidates promoted on the job. Ensure your organization has a promote-from-within strategy – every company needs a farm team.

A version of this post was first published on forbes.com on July 24, 2012

Photo Credit: nina_sochon via Compfight cc

Bring Your "Genius" To Work #TChat Recap

(Editor’s Note: Looking for details of this week’s #TChat Events? See the Storify slideshow and resource links at the end of this post.)

“The whims and vagaries of team life sometimes are not so much fun, but more often than not, there’s a great feeling of brotherhood amongst everybody that works together.”  Geddy Lee, Rush

Have you felt that kind of harmonic convergence in the workplace? Brotherhood and sisterhood. A deep sense of interconnectedness and shared purpose that moves you forward. Participation in a team whose members continually learn from one another and push one another to contribute their best.

Collaborative energy can be a powerful creative force — just as it has been for more than 40 years with my favorite band, Rush. Geddy, Alex, Neil. Each has lived, lost and loved his work, with every fiber of his being.

OK, I’m a fan. I romanticize. But the proof is in the music. They take their craft very seriously — blending bass, keyboards, guitar, drums and evocative lyrics. They also have fun. Lots of serious fun. And failure. They’ve seen their share of failure, too.

They’ve pushed themselves individually — and as a team — with a kinetic energy that knows no bounds. To me, this is refreshing, because I constantly hear the world of work cliché about how easy it is to find your passion and be happy with what you do.

It’s not that easy. It takes introspection and homework, plus a lot of practice and perseverance. But the good news is that the investment that pays off in ways that you can apply in your life. It’s not about becoming a big-time rock star. It’s about understanding your particular brand of “genius” — something you can get your heart around, and rev over and over again, until the vibe is right for you. It’s the full measure of your unique skills, experiences, passions, interests, talents, abilities, and attitude that you possess.

This week at #TChat Events with guests Maggie Mistal and Laura Rolands, the TalentCulture community examined this “core genius” in all of us. And I learned a two-step lesson:

1) Choosing Incremental Steps  Big leaps aren’t in most people’s risk-adverse DNA. For many of us, discovering what we can do (and what we’re here to do that only we can do) naturally unfolds one small step at a time. It’s like learning to play as a team, but internally, and with continuous refinement. My first step came as a child, when I began connecting words into honey-laced phrases. I’ve covered a lot of territory since then (with multiple side trips), but I’ve never looked back.

2) Can Lead to Monumental Outcomes  The operative word, here is “can” — but the point is that legitimate breakthroughs are possible from incremental steps. Finding your core genius is a very personal, soul-searching endeavor that requires self awareness, reflection and prioritization. Before you brainstorm life-changing career possibilities, you have to start with a meaningful decision framework. You need to learn what’s important for you, first.

How can TalentCulture support this process? Wherever you are in pursuit of professional bliss, we hope you’ll keep sharing your experiences with us here and on social channels. This is a safe place to test ideas, find resources, and exchange information. Your #TChat brothers and sisters are with you on this journey. We’re all in this world of work together. So let’s rock on.

#TChat Week-In-Review: Bring Your “Genius” To Work

Maggie Laura

Watch the #TChat Preview hangout now

SAT 2/1:
#TChat Preview:
TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring a “sneak peek” hangout with guests, Maggie Mistal and Laura Rolands. See the #TChat Preview now: Careers: Better Choices Mean Better Business.

SUN 2/2:
Forbes.com Post:
In her weekly Forbes column, TalentCulture CEO, Meghan M. Biro, offered her perspective on why and how business leaders should encourage employees to develop their unique talents. Read Unleash Your Employees’ Super Powers.

RELATED POSTS:

Managing Your Career: What Would Richard Branson Do? — by James Clear
Shifting Focus: Aptitudes Instead of Attitudes — by Dr. Nancy Rubin
Soul Search — Then Job Search — by Maggie Mistal

TChatRadio_logo_020813

Listen to the #TChat Radio replay now

WED 2/5:
#TChat Radio: Host Meghan M. Biro and I talked with Maggie Mistal and Laura Rolands about what it takes to tap into your career “genius.” Listen to the #TChat Radio replay now

#TChat Twitter: Immediately following the radio show, Meghan, Maggie, Laura and I moved over to the #TChat Twitter stream, for a dynamic open conversation with the entire TalentCulture community. Moderator Dr. Nancy Rubin led hundreds of participants through a discussion focused on 5 related questions.

See highlights in the Storify slideshow below:

#TChat Insights: Better Career Choices Mean Better Business

[javascript src=”//storify.com/TalentCulture/careers-better-choices-mean-better-business.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Maggie Mistal and Laura Rolands for sharing your perspectives on how each of us can find our core genius and apply it to our career. Your enthusiasm and expertise are infectious!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about career strategy or professional development? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week at #TChat Events, we’ll look at how employers can be more proactive in forging employee relationships. Our guests are Chris Boyce, CEO of Virgin Pulse, and Kevin Herman, Director of Worksite Wellness at The Horton Group. It’s a discussion that speaks to the heart of talent-minded professionals everywhere, so save the date for this very special Valentine’s Week Event — Wednesday, February 12!

Meanwhile, the TalentCulture conversation continues daily on the #TChat Twitter stream, on our NEW Google+ community, and elsewhere on social media. So stop by anytime.

We’ll see you on the stream!

Image Credit: MenfiS at Flickr

Bring Your “Genius” To Work #TChat Recap

(Editor’s Note: Looking for details of this week’s #TChat Events? See the Storify slideshow and resource links at the end of this post.)

“The whims and vagaries of team life sometimes are not so much fun, but more often than not, there’s a great feeling of brotherhood amongst everybody that works together.”  Geddy Lee, Rush

Have you felt that kind of harmonic convergence in the workplace? Brotherhood and sisterhood. A deep sense of interconnectedness and shared purpose that moves you forward. Participation in a team whose members continually learn from one another and push one another to contribute their best.

Collaborative energy can be a powerful creative force — just as it has been for more than 40 years with my favorite band, Rush. Geddy, Alex, Neil. Each has lived, lost and loved his work, with every fiber of his being.

OK, I’m a fan. I romanticize. But the proof is in the music. They take their craft very seriously — blending bass, keyboards, guitar, drums and evocative lyrics. They also have fun. Lots of serious fun. And failure. They’ve seen their share of failure, too.

They’ve pushed themselves individually — and as a team — with a kinetic energy that knows no bounds. To me, this is refreshing, because I constantly hear the world of work cliché about how easy it is to find your passion and be happy with what you do.

It’s not that easy. It takes introspection and homework, plus a lot of practice and perseverance. But the good news is that the investment that pays off in ways that you can apply in your life. It’s not about becoming a big-time rock star. It’s about understanding your particular brand of “genius” — something you can get your heart around, and rev over and over again, until the vibe is right for you. It’s the full measure of your unique skills, experiences, passions, interests, talents, abilities, and attitude that you possess.

This week at #TChat Events with guests Maggie Mistal and Laura Rolands, the TalentCulture community examined this “core genius” in all of us. And I learned a two-step lesson:

1) Choosing Incremental Steps  Big leaps aren’t in most people’s risk-adverse DNA. For many of us, discovering what we can do (and what we’re here to do that only we can do) naturally unfolds one small step at a time. It’s like learning to play as a team, but internally, and with continuous refinement. My first step came as a child, when I began connecting words into honey-laced phrases. I’ve covered a lot of territory since then (with multiple side trips), but I’ve never looked back.

2) Can Lead to Monumental Outcomes  The operative word, here is “can” — but the point is that legitimate breakthroughs are possible from incremental steps. Finding your core genius is a very personal, soul-searching endeavor that requires self awareness, reflection and prioritization. Before you brainstorm life-changing career possibilities, you have to start with a meaningful decision framework. You need to learn what’s important for you, first.

How can TalentCulture support this process? Wherever you are in pursuit of professional bliss, we hope you’ll keep sharing your experiences with us here and on social channels. This is a safe place to test ideas, find resources, and exchange information. Your #TChat brothers and sisters are with you on this journey. We’re all in this world of work together. So let’s rock on.

#TChat Week-In-Review: Bring Your “Genius” To Work

Maggie Laura

Watch the #TChat Preview hangout now

SAT 2/1:
#TChat Preview:
TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring a “sneak peek” hangout with guests, Maggie Mistal and Laura Rolands. See the #TChat Preview now: Careers: Better Choices Mean Better Business.

SUN 2/2:
Forbes.com Post:
In her weekly Forbes column, TalentCulture CEO, Meghan M. Biro, offered her perspective on why and how business leaders should encourage employees to develop their unique talents. Read Unleash Your Employees’ Super Powers.

RELATED POSTS:

Managing Your Career: What Would Richard Branson Do? — by James Clear
Shifting Focus: Aptitudes Instead of Attitudes — by Dr. Nancy Rubin
Soul Search — Then Job Search — by Maggie Mistal

TChatRadio_logo_020813

Listen to the #TChat Radio replay now

WED 2/5:
#TChat Radio: Host Meghan M. Biro and I talked with Maggie Mistal and Laura Rolands about what it takes to tap into your career “genius.” Listen to the #TChat Radio replay now

#TChat Twitter: Immediately following the radio show, Meghan, Maggie, Laura and I moved over to the #TChat Twitter stream, for a dynamic open conversation with the entire TalentCulture community. Moderator Dr. Nancy Rubin led hundreds of participants through a discussion focused on 5 related questions.

See highlights in the Storify slideshow below:

#TChat Insights: Better Career Choices Mean Better Business

[javascript src=”//storify.com/TalentCulture/careers-better-choices-mean-better-business.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Maggie Mistal and Laura Rolands for sharing your perspectives on how each of us can find our core genius and apply it to our career. Your enthusiasm and expertise are infectious!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about career strategy or professional development? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week at #TChat Events, we’ll look at how employers can be more proactive in forging employee relationships. Our guests are Chris Boyce, CEO of Virgin Pulse, and Kevin Herman, Director of Worksite Wellness at The Horton Group. It’s a discussion that speaks to the heart of talent-minded professionals everywhere, so save the date for this very special Valentine’s Week Event — Wednesday, February 12!

Meanwhile, the TalentCulture conversation continues daily on the #TChat Twitter stream, on our NEW Google+ community, and elsewhere on social media. So stop by anytime.

We’ll see you on the stream!

Image Credit: MenfiS at Flickr

Workplace Greatness: No Guarantees #TChat Recap

There we were — discussing the factors that make “great” employers so special.

I couldn’t resist asking how organizations on Fortune Magazine’s list of “100 Best Companies to Work For” compare with those featured in Jim Collins‘ best-selling books, Built to Last and From Good to Great.

Similarities? Differences?

Fortune 100 Best Companies to Work For

Learn more about the 2014 list

That’s a tough question to answer in a single 30-minute radio show. But this week’s #TChat guest came well prepared. China Gorman, CEO of Great Place to Work Institute, has been crunching numbers to create the 2014 best employers list — and her perspective reflects a lifetime of leadership and HR expertise.

She made a compelling business case

The 100 Best consistently perform 2x better financially than the stock market average
The 100 Best experience up to 65% less voluntary turnover than competitors
Companies returning to this year’s list saw unprecedented growth in 2013.

But even as China shared these facts, back-to-back tweets appeared on the Twitter stream. The first from #TChat regular, Donna Rogers:

 

The second came from a fresh voice — another Jim Collins (unrelated to the author):

 

These comments inspired me to dig deeper.

In a follow-up book, How the Mighty Fall, Jim Collins (the author) revisited 11 of the 60 companies he had previously profiled as winners. These once “great companies” had stumbled for multiple reasons — from hubris, to overreach, to denial.

The sobering conclusion? Unless fallen companies return to the fundamentals that made them great, death is inevitable.

Two Implications for “Great” Employers Everywhere

1) Greatness can fade fast. Poor decision-making, heavy-handed micro-management, bad expansion bets, products that fail, fluctuating global economics, government regulation (or lack thereof) — many factors conspire to “kill” even the best companies. But the quickest road to ruin comes when organizations lose talent to competitors because employees lose “love” for what they do, who they do it with, and why they’re doing it.

2) Perpetual salvation requires rigorous work. The work that makes companies shine — a focused, flexible business model, a compelling value proposition, a workforce that feels fairly recognized and rewarded – is the same work that keeps them moving forward through peaks and valleys. Business is a non-stop gauntlet of no guarantees — and it never gets any easier.

So, what have we learned? Great is good, if you can get it. But good can also be great, if that’s where longevity lives.

#TChat Week-In-Review: Lessons From Great Workplaces

SAT 1/18:

Watch the Preview hangout now

#TChat Preview: TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring a “sneak peek” hangout with guest, China Gorman. See the #TChat Preview now: “Best Employers: What Makes Them Work?

SUN 1/19:

Forbes.com Post: TalentCulture CEO, Meghan M. Biro explored the connection between employee engagement and business performance in her weekly Forbes.com column. Read “Happy Employees = Hefty Profits.”

RECENT RELATED POSTS:

How Great Companies Attract Top Talent” — by China Gorman
Your Corporate Culture: What’s Inside?” — by Dr. Nancy Rubin

TChatRadio_logo_020813

Listen to the #TChat Radio replay!

WED 1/22:
#TChat Radio: Hosts Meghan M. Biro and I talked with China Gorman about what makes “Best Companies to Work For” so special. Listen to the #TChat Radio replay now

#TChat Twitter: Immediately following the radio show, Meghan, China and I joined the TalentCulture community on the #TChat Twitter stream for a dynamic open conversation, centered on 5 related questions. See highlights in the Storify slideshow below:

#TChat Insights: “Best” Employers: What Makes Them Work?

[javascript src=”//storify.com/TalentCulture/best-employers-what-makes-them-work.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to China Gorman for sharing your perspectives of effective workplace environments. We value your time, your expertise and your commitment to the TalentCulture community!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about workplace culture issues? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Our month of forward-thinking #TChat Events continues on Wednesday, January 29, when we explore the impact of pervasive technology on modern recruiting. We’ll be joined by top executives from Dice, the career hub for tech, so save the date, and prepare to share your questions and opinions!

Meanwhile, the TalentCulture conversation continues daily on the #TChat Twitter stream, our LinkedIn discussion group, and elsewhere on social media.

We’ll see you on the stream!

Image Credit: WIkipedia

Startup Leadership: Lessons From a Runner's World

Written by Adii Pienaar

Most of us with entrepreneurial drive have a similar passion for other pursuits. For me, it’s about long-distance running. For example, in a recent month I ran 120 kilometers (about 75 miles), including a half-marathon.

That’s a lot of time on the road — just me, some music, the sound of my (sometimes ragged) breathing, and most importantly, my thoughts.

Lately, I’ve used some of that time to think about the similarity between my progress as runner and how to apply that mindset in running a company. What did I conclude? Here six suggestions based on my experience:

1) Work only when you’re productive and focused

I used to motivate myself in a very threatening, reactive way. I would decide to run a half-marathon, and then “demand” (of myself) to run specific distances in specific times. Regardless or how I felt, I was “forced” to comply with those requirements.

Recently, I decided I wasn’t going to set a rigid, arbitrary goal of running in a specific half-marathon. Instead, I decided to run just because I love it.

Sometimes at the start of a run, I can feel that my body isn’t responding, or I’m just not in the right mental space. On those days, I cut the run short and go home. On the flip side, sometimes I plan to run 5km but end up running 10km instead, because I feel good. That’s double the return for “doubling down” on that good feeling.

Entrepreneurs are guilty of this. We force ourselves to work, even when we’re not being productive. Stop. Get up. Do something else that’s unrelated to work. But when you discover you are in the zone, double down and you’ll achieve much more, instead.

2) Avoid burnout

Earlier this year, I got greedy and, for about a week, I pushed myself too hard, aggravating an injury. Instead of just stopping, I kept pushing. The result was that I developed a severe case of shin splints that kept me out of running for two full months.

As entrepreneurs, we know how to push (hard), and we know how to use adrenaline to fuel us. However, burnout is a very real threat and should not be dismissed lightly. The problem with injury or burnout isn’t the pain; it’s the frustration. Once you’ve injured yourself, there are no more shortcuts. You have to do the time.

So don’t give burnout a chance to stop you in your tracks. Try getting eight hours of sleep a day. Eat nutritious foods. Exercise regularly and immerse yourself in non-work activities, too. All of this will help strengthen your entrepreneurial fitness, so you’ll have a consistently high level of ambition and drive.

3) Reward yourself

When I eventually recovered, I decided to get a weekly sports massage to help prevent shin splints from recurring. Although these treatments began as preventive work for my muscles, the pampering began to feel more like a reward. I loved this downtime, and it became a motivating factor for me to run even more.

The same is true with work. For me personally, money isn’t enough motivation to work harder or do more. But rewarding myself with experiences does work. On the expensive end of the scale, that translates into traveling as much as I can. But on a more regular basis, I reward myself with a bottle of fantastic red wine.

The key is to connect the dots between the work and the experience, knowing both need to be present to make that connection.

4) Nurture consistency

Running every-other day has become a routine for me. This consistency is one of the primary drivers behind my ability to run 120km in a month. Running has become a habit.

I’ve seen the same scenario with my inbox. All of us get a boatload of email, and it’s probably the number one complaint of busy people. But when I’m disciplined and consistently keep my inbox neat and clean, I avoid the problem. As soon as I lose that consistency, it becomes a mess.

As an entrepreneur, these habits are key to helping you get stuff done, stay focused on what matters, and keep moving forward. Consistency is your friend.

5) Shed excess weight

Running with excess weight is hard work. Now, I’m not obese, but you probably won’t see me on the cover of GQ, either. So about six weeks ago, I started the Paleo diet, and I’ve since decreased my body fat 5%. It makes running a lot easier.

In business and in work, excess weight can take many different shapes and forms. I used to take responsibility for things that either I didn’t need to do myself or weren’t important. I was really bad at prioritizing my time. Now I focus on the most important things every day. I get more done, and I am happier.

Shed the excess weight on your to do list. I guarantee that, afterwards, you’ll run easier.

6) Run your own race

While running my last race, I realized we’re always competing. We’re always measuring ourselves against other entrepreneurs and their companies. We read about how they do things, how they manage to be successful and how we should be applying all of those things to our own lives.

In fact, you’re doing that right now, but reading this post.

But this is your life. In every race, you can only run against yourself, and try to improve on your personal best. What the other runners (or business leaders) are doing shouldn’t influence the way you run your own race.

Do things for yourself — and rely upon your own instincts, for a more satisfying outcome. Be a little selfish every now and again, and remember to invest in yourself.

What are your thoughts? How can leaders apply athletic training principles to run their companies more effectively?

ce07b0f37a0fc570882f6337d7258d9f(About the Author: Adii Pienaar is the ex-CEO and Founder of WooThemes. He has a passion for helping other entrepreneurs, making new mistakes (of his own) and, as such, is working on his new startup, PublicBeta. He is also a new dad, ex-rockstar and wannabe angel investor.)

(Editor’s Note: This post was adapted from Brazen Life via The Young Entrepreneur Council (YEC), with permission. Brazen Life is a lifestyle and career blog for ambitious young professionals. Hosted by Brazen Careerist, it offers edgy and fun ideas for navigating the changing world of work. Be Brazen!)

(Also Note: To discuss World of Work topics like this with the TalentCulture community, join our online #TChat Events each Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter conversation anytime. Learn more…)

Image Credit: Neerav Bhatt via Flickr

Startup Leadership: Lessons From a Runner’s World

Written by Adii Pienaar

Most of us with entrepreneurial drive have a similar passion for other pursuits. For me, it’s about long-distance running. For example, in a recent month I ran 120 kilometers (about 75 miles), including a half-marathon.

That’s a lot of time on the road — just me, some music, the sound of my (sometimes ragged) breathing, and most importantly, my thoughts.

Lately, I’ve used some of that time to think about the similarity between my progress as runner and how to apply that mindset in running a company. What did I conclude? Here six suggestions based on my experience:

1) Work only when you’re productive and focused

I used to motivate myself in a very threatening, reactive way. I would decide to run a half-marathon, and then “demand” (of myself) to run specific distances in specific times. Regardless or how I felt, I was “forced” to comply with those requirements.

Recently, I decided I wasn’t going to set a rigid, arbitrary goal of running in a specific half-marathon. Instead, I decided to run just because I love it.

Sometimes at the start of a run, I can feel that my body isn’t responding, or I’m just not in the right mental space. On those days, I cut the run short and go home. On the flip side, sometimes I plan to run 5km but end up running 10km instead, because I feel good. That’s double the return for “doubling down” on that good feeling.

Entrepreneurs are guilty of this. We force ourselves to work, even when we’re not being productive. Stop. Get up. Do something else that’s unrelated to work. But when you discover you are in the zone, double down and you’ll achieve much more, instead.

2) Avoid burnout

Earlier this year, I got greedy and, for about a week, I pushed myself too hard, aggravating an injury. Instead of just stopping, I kept pushing. The result was that I developed a severe case of shin splints that kept me out of running for two full months.

As entrepreneurs, we know how to push (hard), and we know how to use adrenaline to fuel us. However, burnout is a very real threat and should not be dismissed lightly. The problem with injury or burnout isn’t the pain; it’s the frustration. Once you’ve injured yourself, there are no more shortcuts. You have to do the time.

So don’t give burnout a chance to stop you in your tracks. Try getting eight hours of sleep a day. Eat nutritious foods. Exercise regularly and immerse yourself in non-work activities, too. All of this will help strengthen your entrepreneurial fitness, so you’ll have a consistently high level of ambition and drive.

3) Reward yourself

When I eventually recovered, I decided to get a weekly sports massage to help prevent shin splints from recurring. Although these treatments began as preventive work for my muscles, the pampering began to feel more like a reward. I loved this downtime, and it became a motivating factor for me to run even more.

The same is true with work. For me personally, money isn’t enough motivation to work harder or do more. But rewarding myself with experiences does work. On the expensive end of the scale, that translates into traveling as much as I can. But on a more regular basis, I reward myself with a bottle of fantastic red wine.

The key is to connect the dots between the work and the experience, knowing both need to be present to make that connection.

4) Nurture consistency

Running every-other day has become a routine for me. This consistency is one of the primary drivers behind my ability to run 120km in a month. Running has become a habit.

I’ve seen the same scenario with my inbox. All of us get a boatload of email, and it’s probably the number one complaint of busy people. But when I’m disciplined and consistently keep my inbox neat and clean, I avoid the problem. As soon as I lose that consistency, it becomes a mess.

As an entrepreneur, these habits are key to helping you get stuff done, stay focused on what matters, and keep moving forward. Consistency is your friend.

5) Shed excess weight

Running with excess weight is hard work. Now, I’m not obese, but you probably won’t see me on the cover of GQ, either. So about six weeks ago, I started the Paleo diet, and I’ve since decreased my body fat 5%. It makes running a lot easier.

In business and in work, excess weight can take many different shapes and forms. I used to take responsibility for things that either I didn’t need to do myself or weren’t important. I was really bad at prioritizing my time. Now I focus on the most important things every day. I get more done, and I am happier.

Shed the excess weight on your to do list. I guarantee that, afterwards, you’ll run easier.

6) Run your own race

While running my last race, I realized we’re always competing. We’re always measuring ourselves against other entrepreneurs and their companies. We read about how they do things, how they manage to be successful and how we should be applying all of those things to our own lives.

In fact, you’re doing that right now, but reading this post.

But this is your life. In every race, you can only run against yourself, and try to improve on your personal best. What the other runners (or business leaders) are doing shouldn’t influence the way you run your own race.

Do things for yourself — and rely upon your own instincts, for a more satisfying outcome. Be a little selfish every now and again, and remember to invest in yourself.

What are your thoughts? How can leaders apply athletic training principles to run their companies more effectively?

ce07b0f37a0fc570882f6337d7258d9f(About the Author: Adii Pienaar is the ex-CEO and Founder of WooThemes. He has a passion for helping other entrepreneurs, making new mistakes (of his own) and, as such, is working on his new startup, PublicBeta. He is also a new dad, ex-rockstar and wannabe angel investor.)

(Editor’s Note: This post was adapted from Brazen Life via The Young Entrepreneur Council (YEC), with permission. Brazen Life is a lifestyle and career blog for ambitious young professionals. Hosted by Brazen Careerist, it offers edgy and fun ideas for navigating the changing world of work. Be Brazen!)

(Also Note: To discuss World of Work topics like this with the TalentCulture community, join our online #TChat Events each Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter conversation anytime. Learn more…)

Image Credit: Neerav Bhatt via Flickr

#TChat Road Trip: Going To The Next Level Together

There are many possible paths through life and career. Every so often, we’re presented with a decision: Take one path (maybe it’s a new job with an existing employer), or choose another route (maybe it’s an uncharted role at a new company with no clear business model or understanding where it is headed).

More than three years ago, I chose the second path — launching a talent-focused management consulting practice, creating #TChat as a TalentCulture community beacon, and embarking on a life at the crossroads of social media, knowledge sharing and collaboration. And what an incredibly interesting and rewarding journey it has been!

There have been too many high points to mention — the exhilaration of weekly Twitter chats; the roller-coaster dynamics involved with growing a professional online community; the great times Kevin W. Grossman and I have had connecting with many of you at live events — SHRM, HR Demo, Recruiting Trends, HRO Today, HR Tech, HR Evolution and so many others. It’s fun to push the technical limits with experimental “simulcast” chat/radio shows, and other new ways that connect our global community with the best minds and forums in the HR and social media realm.

Along the way, we’ve had the opportunity to meet hundreds of HR practitioners, business leaders and social influencers, both via #TChat and in person. I became a blogger – contributing to many niche blogging communities with whom I’ve been fortunate to forge strong social partnerships. These three years have opened my eyes and heart to new ideas and friendships that have enriched me more than I could have imagined.

Throughout this TalentCulture adventure, I’ve been guided by a vision of community, leadership, learning and innovation in HR. It’s the same today as it was the very first day — everyone is invited and everyone’s unique voice matters. Together, we’re exploring innovative topics – emotional intelligence; collaboration; evolving social and HR technology; the multi-generational workplace and the natural tensions that exist among Boomers, Gen X and Millennials; as well as the role that trust, influence and intent play in today’s most innovative organizations.

We had the courage to take this winding road, to live this social experiment, and we did it without a safety net of financial support. Like many bootstrapped ventures, we lived an online experiment, while sometimes risking our own security during past three years. We became, and are, the #1 and longest running Twitter Chat focused on “The World of Work” in the HR, Leadership, Innovation and Social Business niche. And I am proud of the way we navigated to that destination. This “organic” effort was the right approach. It gave us the freedom to stretch our limits, and really listen to our inner voices — even when others cautioned us that this endeavor was a huge time sink.

I’ve learned a lot during these past three years:

1) Patience.  It takes time to create a community that’s designed to be a metaphor for the social workplace. It takes take time to connect, share, and earn trust. Initiative is imperative — but when relationships are on the line, patience can be even more important.

2) Courage. We didn’t chase after easy money. We stayed with a bootstrapped, organic growth model — and it gave us the freedom to find our true voices and passion. We believed that the community would guide us, even when the road wasn’t clear. And the community has risen to the challenge.

3) Perseverance. It isn’t easy to work 10-20 hours a week or more without compensation. But we stuck to it. We kept showing up. That commitment has made it possible for us to arrive at this third anniversary of #TChat.

4) Engagement Through Trust. Since Day 1, everything we’ve done has focused on engaging with a larger community of HR practitioners, workplace visionaries and leaders. This is a big open tent, filled with people from a vast spectrum of expertise and interests. That’s what makes it such a vibrant, interesting place to be! What makes it possible? Mutual trust. It’s our foundation — and it’s the thing I value most. Above all, we are a community of trust.

5) Learning And Moving On. Through the years, I’ve discovered that growth means leaving some ideas behind. From time-to-time, we need to mix things up, as we continue our mission of serving this eclectic community of practitioners, partners and constant learners.

Change is in the air again, as we look ahead and consider new ways to serve our community’s mission.

This week, which marks #TChat’s third anniversary, presents us with another set of paths. We can continue the community as is, without funding. Or we can embrace a new model that involves careful monetization to fuel additional growth. The second path will give us the financial support we need to add new capabilities for better communication and interaction, integrate new channels for commentary and thought leadership, and create new opportunities to engage with and influence a broader “world of work” for the benefit of all. I’m excited by the challenges these choices present, and I’m eager to move TalentCulture to another level in its growth. But most of all, I’m humbled to lead such an extraordinary community at a time when the very nature of work, itself, is being reinvented.

For three years, we’ve been engaged in an experiment to understand how social innovation can transform work culture, evolve leadership practices, develop trust, and inspire continuous learning. Now, we’re ready to take our first steps toward the next horizon. We hope you’ll join us on that journey. The road ahead may not be entirely clear, but the path is wide, and there’s room for all.

The adventure continues!

Image Credit: Pixabay

Showing Workplace Competition Who's Boss

“How will I stand out in the crowd?”
“Do I really have what it takes to succeed?”

These classic workplace questions cross everyone’s mind from time to time. No matter where our profession leads us — sales, engineering, consulting, service — we must continually navigate through a sea of highly qualified talent. As our careers progress, so too, does the level of talent that we encounter. (We all experience secret moments of panic.)

Knowing this, I’d like to pause for a moment and pose a different question: “Is the way we traditionally view workplace competition getting in the way of our career progress?” For many individuals, this could be the case. So, let’s take a look at common barriers and consider how to deal with them.

Put Professional Competition In Its Place

Competition can be healthy. It does have the potential to drive us forward to excel. But if the very thought of competing derails us, we have a serious problem. Ultimately, we must face facts. We are likely to cross paths with individuals that seem more capable or successful than ourselves. (We may actually covet their role or career.) However, the very notion of competition doesn’t have to evoke debilitating stress and self-doubt. We need to remember that successful career journeys are built by capitalizing on our strengthswhile maximizing the opportunities that we encounter.

To master workplace competition, we ultimately must deal with our own feelings (and issues) with the concept of competition, itself. Here are some suggestions:

7 Ways To Deal With Workplace Competition

1) Accept its presence. Competition is ubiquitous. No matter where your career leads you, there will be ample competition to keep you on your toes — and it is ever present. Try to become comfortable and make peace with it.

2) Recognize it’s not a “zero sum” game. Opt for an “abundance mentality.” Don’t take the stance that if someone else succeeds, you are doomed to fail. Another individual’s promotion or good fortune doesn’t necessarily mean that you’ll be left out in the cold.

3) Identify your “comparison other.” How you gauge your career has much to do with those against whom you measure yourself. Who are your role models? Choose individuals that motivate you and possess skills that you wish to emulate. (This is one of my favorite techniques.) Learn from your competition. Ask yourself: What are they doing right?

4) Be the “best of you.” We’re not required to be all things to all people (and shouldn’t feel pressured to do so). Instead, find a way to acknowledge your strengths and create your own brand. Find a niche that makes you indispensable — create value and build on this strength. Take control of your own career and find paths to showcase your own talent. You’ll find that you focus less on the paths of others when your work aligns with the best of what you have to offer.

5) Build alliances and collaborate. Network without staying too close to the cuff (Use the 70-20-10 rule here.) Spread your wings to develop depth within your workplace relationships — be the “linking pin” between other departments or functions and solve problems.

6) Get a mentor or a sponsor. Many successful people speak of a mentor that has either inspired or guided them. However, you also need a sponsor. This is an individual that will help you gain exposure and facilitate “stretch assignments” that test your abilities.

7) Be aware. There is no greater confidence builder than becoming your own advocate. Of course, there is a dark side to workplace competition. Watch for individuals who “fight dirty” and have an unhealthy relationship with competition. (Remember, there is no shame in protecting your own interests.) Document your accomplishments, if you feel it is necessary — and take credit when it is owed to you. If an environment causes you troubling levels of stress, seek a change.

How do you handle the pressure of workplace competition? What has worked most effectively for you and why? Share your thoughts in the comments area below.

(Editor’s Note: To discuss World of Work topics like this with others in the TalentCulture community, join our online #TChat Events every Wednesday, from 6:30-8pm ET. Everyone is welcome. Learn more…)

(Also Note: This article originally appeared as a LinkedIn Influencer post. It is republished with permission.)

Image Credit: Pixabay

Showing Workplace Competition Who’s Boss

“How will I stand out in the crowd?”
“Do I really have what it takes to succeed?”

These classic workplace questions cross everyone’s mind from time to time. No matter where our profession leads us — sales, engineering, consulting, service — we must continually navigate through a sea of highly qualified talent. As our careers progress, so too, does the level of talent that we encounter. (We all experience secret moments of panic.)

Knowing this, I’d like to pause for a moment and pose a different question: “Is the way we traditionally view workplace competition getting in the way of our career progress?” For many individuals, this could be the case. So, let’s take a look at common barriers and consider how to deal with them.

Put Professional Competition In Its Place

Competition can be healthy. It does have the potential to drive us forward to excel. But if the very thought of competing derails us, we have a serious problem. Ultimately, we must face facts. We are likely to cross paths with individuals that seem more capable or successful than ourselves. (We may actually covet their role or career.) However, the very notion of competition doesn’t have to evoke debilitating stress and self-doubt. We need to remember that successful career journeys are built by capitalizing on our strengthswhile maximizing the opportunities that we encounter.

To master workplace competition, we ultimately must deal with our own feelings (and issues) with the concept of competition, itself. Here are some suggestions:

7 Ways To Deal With Workplace Competition

1) Accept its presence. Competition is ubiquitous. No matter where your career leads you, there will be ample competition to keep you on your toes — and it is ever present. Try to become comfortable and make peace with it.

2) Recognize it’s not a “zero sum” game. Opt for an “abundance mentality.” Don’t take the stance that if someone else succeeds, you are doomed to fail. Another individual’s promotion or good fortune doesn’t necessarily mean that you’ll be left out in the cold.

3) Identify your “comparison other.” How you gauge your career has much to do with those against whom you measure yourself. Who are your role models? Choose individuals that motivate you and possess skills that you wish to emulate. (This is one of my favorite techniques.) Learn from your competition. Ask yourself: What are they doing right?

4) Be the “best of you.” We’re not required to be all things to all people (and shouldn’t feel pressured to do so). Instead, find a way to acknowledge your strengths and create your own brand. Find a niche that makes you indispensable — create value and build on this strength. Take control of your own career and find paths to showcase your own talent. You’ll find that you focus less on the paths of others when your work aligns with the best of what you have to offer.

5) Build alliances and collaborate. Network without staying too close to the cuff (Use the 70-20-10 rule here.) Spread your wings to develop depth within your workplace relationships — be the “linking pin” between other departments or functions and solve problems.

6) Get a mentor or a sponsor. Many successful people speak of a mentor that has either inspired or guided them. However, you also need a sponsor. This is an individual that will help you gain exposure and facilitate “stretch assignments” that test your abilities.

7) Be aware. There is no greater confidence builder than becoming your own advocate. Of course, there is a dark side to workplace competition. Watch for individuals who “fight dirty” and have an unhealthy relationship with competition. (Remember, there is no shame in protecting your own interests.) Document your accomplishments, if you feel it is necessary — and take credit when it is owed to you. If an environment causes you troubling levels of stress, seek a change.

How do you handle the pressure of workplace competition? What has worked most effectively for you and why? Share your thoughts in the comments area below.

(Editor’s Note: To discuss World of Work topics like this with others in the TalentCulture community, join our online #TChat Events every Wednesday, from 6:30-8pm ET. Everyone is welcome. Learn more…)

(Also Note: This article originally appeared as a LinkedIn Influencer post. It is republished with permission.)

Image Credit: Pixabay