Prioritizing Kindness in the Workplace

Through the deprivation of meaningful interactions and face-to-face communication, many employees do not have the wherewithal to maintain the motivation and passion necessary for peak production. It can be quite the challenge to garner the encouragement necessary to work through new challenges while certain COVID-19 restrictions remain in place. The inconvenience behind scheduling social and business interactions is often exhausting, and the timing does not always work for everyone. However, despite the attacks on team chemistry, simple ‘check-ins’ and uplifting words can reassure transformed job performance.

Don’t underestimate the power kindness can have in the workplace. Prioritize kindness to establish a culture of gratitude that boosts productivity and facilitates success through these strategic outputs:

Employee Recognition

As a low-cost, high-impact strategy, publicly recognizing work anniversaries, birthdays and visually demonstrating appreciation for your team members plays a tremendous role in enhancing team morale, unity, and productivity. Our natural feelings of self-worth are always there deep down, but sometimes just need to be confirmed to reap the benefits. Providing recognition, whether in a leadership position or not, will allow your co-workers to feel more fulfilled and confident in their work. As with any action, showing your gratefulness sets the standard for employee interaction (even if remote) that will reciprocate to other team members and to you.

Random Acts of Kindness

Research from the Journal of Economic Psychology suggests that volunteering or buying a small, thoughtful gift for someone is tied to improved mental health and happiness. Whether it through a donation of your time, money, or encouraging words, completing acts of kindness will shape how the world views us and, more importantly, how we view ourselves. While the longstanding impact of friends and family’s support is unlikely comparable, the personalization between co-workers cannot be overlooked. You do not need to have a relationship with an individual for your kindness to benefit both of you. Even the subtlest of efforts in casual interactions, such as a friendly ‘hello’ or a genuine smile paired with a ‘how are you doing’ can positively impact our moods.

A recent study from Inc revealed that completing acts of kindness is linked to increased energy, calmness, optimism, lower blood pressures, and general well-being. When you exhibit unconditional kindness, you develop a critical strength in developing relationships through integrity.

Sincere Feedback

Thwarting the psychological barriers of providing honest observation, complementary or not, is an anxiety-inducing experience. As a result, we assume the recipient is encountering a similar discomfort, but that is rarely the case. When you see one of your team members is struggling, support them in finding a solution. By delivering constructive and positive feedback thoughtfully, you pave the way for improved performance and happy and loyal employees. Providing this feedback will:
– Clarify expectations
– Inspire reflection and learning
– Increase employee engagement
– Affirm successes
– Identify needs
– Build confidence
– Shape company culture
– Strengthen job performance
– Improve leaders’ effectiveness

How To Be Kind

Nothing is too small to make an impact. Appreciate and compliment kindness when you see it, and it will infuse into your culture. Be intentional in sharing kind words and recognize the importance of being responsive and invested in what others have to say. Showing kindness to others can be carried from as simple an action as opening a door for someone to assisting a co-worker with an approaching deadline. Here are a few other simple ways you can exhibit kindness today:
– Ask someone to coffee or lunch.
– Share an entertaining link to someone it made you think of.
– Practice active listening.
– Bring in donuts or bagels for your team.

Are you operating on a solely remote basis? Take the time to send an email or text that acknowledges an employee’s contributions or give them a quick phone to ask how they are doing. 

Wrap Up

When your company facilitates and prioritizes kindness, you successfully establish a culture of teamwork and innovation, and best of all… It’s FREE! Kindness begets increased productivity, improved mental health, and reduced stress levels, but only when your knowledge accompanies action. Lead by example by showing gratitude, writing thank-you notes, recognizing hard work, and providing the occasional tangible token of appreciation. 

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Thought-Provoking Questions To Ask Your Interviewer

Employers take tremendous value in the questions you ask during an interview because they will reveal your level of preparation, engagement, and curiosity for the position. Quit focusing on yourself and how your personal needs will be addressed in the role. Instead, ask stimulating questions to produce a quality conversation that reveals you are invested in the team’s betterment and showcases your unique value.

Captivate your interviewer and position yourself as the ideal candidate by asking these five questions:

“What Efforts Does Your Organization Take To Uphold Its Culture & Values?”

Asking this question shows you take immense value in the company’s work environment and management style. As the candidate, you need to be sure their answer aligns with your most coveted factors and that you can visualize long-term growth. To the employer, it reveals you are not simply looking to jump on the first opportunity thrown your way. Awaiting an opportunity that aligns with your skill-set, core principles, and career aspirations displays yourself as an employee worth pursuing.

“Everyone will tell you that their culture is great, but only examples will prove it.” -Abby Kohut

Does their corporate culture and philosophy prioritize employee happiness and work-life balance? When conflict arises, it is a make-or-break scenario for management to either show authentic leadership or to ensue greater chaos. A poor leader will shut down and pass blame, often leading to a toxic work environment. An admirable leader will set the standard for accountability and turn away from his/her selfish tendencies. Ask your interviewer to share a recent example of when conflict arose and how it got resolved, or create a scenario for them.

“What Goals Do You Have in Mind For Me Within The First Few Months?”

Not all job descriptions are as reliable as the hiring manager or recruiter may claim. Not only should you verify the specific responsibilities, but you should seek to understand the specific goals they have within a 30-60-90 (Learning-Contributing-Leading) day plan. Are the goals realistic and quantifiable, or are they more generalized and open to interpretation? Asking about current projects and objectives within the role shows that you are an achiever, a hard worker, and eager for more responsibility. Additionally, it is your best chance at receiving an ‘inside look’ into a future with the company. 

As the interviewee, you must also be prepared for the scenario of the hiring manager posing this question to you. If you are serious about the job, you can truly set yourself apart by following a similar model in your 30-60-90-day plan. By setting performance goals, learning goals, personal goals, and clear initiatives, you reveal a willingness to work hard and an eagerness to ‘hit the ground running.’ As a result, you will undoubtedly secure competitive advantage as you enter the final interview stages.

“What Do You Like Most About This Company?”

Your interviewer has insight into the company’s strengths, weaknesses, management style, and overall sense of camaraderie. Posing this question naturally gives them the platform to talk about themselves and the topics they know best. They are likely used to hearing this question and know that there is no excuse for a lackluster response. If their response entices you, hitting on key metrics surrounding company values, culture, reputation, and open communication, you can rest assured that no one’s time is being wasted in this process. However, if their answer lacks quality, it is an immediate red flag to your potential job satisfaction and may indicate it is time to move on.

“What New Problems Are You Facing & How Can I Contribute?”

Inquiring on the specifics of other current challenges the company faces (that you have not already addressed) is a great way to start a serious conversation. Your interviewer will not only be able to provide information but share his/her specific opinion as well. Subjecting yourself to the ways your interviewer can see your skill-set being incorporated into their present challenges is a vulnerable proposition but conjointly reveals subtle confidence in your capabilities.

*Pro-Tip* Ask for examples of team chemistry and how the team collaborates daily. Diving into these details will cause your interviewer to picture you as a part of their organization and reveal you as a true team player. 

“Where Do You See Your Company in Five Years?”

Is this company your long-term home? Examining the company’s future provides insight into what makes the company tick. Furthermore, you can uncover whether you would be a fit long-term based on their response. For example, suppose the company reveals no plans to increase in size or expand into new markets. In that case, you have the grounds to fear becoming stagnant in your career. Conversely, suppose their plans to expand into new markets involved shipping you across the country to head up a new branch. In that case, you must be sure that you are open to that prospective scenario.

Asking about the future gives a positive impression to your interviewer because it shows you are thinking about the big picture. In fact, former Goldman Sachs’ Chief of Staff & current Solemates Co-Founder, Becca Brown, revealed to Business Insider that she often wished candidates would ask this question. Brown also stated it was a “great way for candidates to stand out.” Asking this question places stock behind the statement “I see myself here long-term,” because it signifies their answer did not scare you away.

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Don’t Ask These Questions During Your Next Job Interview

When you are eager to begin your next journey with a new company, there is not much more exhilarating and nerve-racking than the job interview season. Meeting new potential employers during an interview is an exciting occasion because it acknowledges mutual interest in a likely long-term relationship.

To this point, you have dedicated hours preparing what to say, what to expect, and how to showcase your skills in a manner that convinces your interviewer you are best suited for the job. However, it is essential to remember that the interview is a two-way street, and you will be expected to ask questions. This can be a tricky line to walk as you balance 1) uncovering the unknowns surrounding the job while 2) staying appropriate and professional as not to deter your interviewer.

Your closing questions should not be a deep dive into specific company issues, nor should they be overly basic questions. Don’t tarnish any rapport you’ve built with your interviewer and spoil your shot at the job through incompetence. Here are a few questions you would be best suited to AVOID bringing up during your first-round interviews:

“What Does This Job Entail?”

At this point, you should have a decent understanding of the role you applied for and should avoid this generalized question. Instead, focus on specific aspects of the job, such as your daily responsibilities, who you will manage, or who you will be managed by. Ask about what future goals or projects they have in place and what you should prioritize within the role.

In a broader light, you can inquire about the work culture and work environment you will be joining. 

*Pro-Tip* Look back on the notes you’ve taken throughout the interview and pose a question based on your interviewer’s own words. Seeking further insight on a topic they covered will not only show you are a good listener but reiterates your interest in the job as well.

“What Is The Salary For This Position?”

The subject of salary and bonus potential is not deemed appropriate for you to bring up as the candidate. Leave this topic for the employer to reveal in a second or third-round interview or, to ask you directly: “What are your salary demands?” To answer this question, offer a specific range based on the research you have conducted for the position, location, industry, and experience level. Providing this range will leave room for compromise and negotiation. 

“What Exactly Does Your Company Do?”

Again, posing basic questions like this reveals a lack of preparation and a lack of interest to your interviewer. Either you failed to review the job description thoroughly, or you failed to conduct fundamental research into their website. Both will be seen as a red flag to any hiring manager or recruiter. As a general rule, you should never ask any question that you could have quickly answered for yourself online.

While you are expected to bring a blank notepad to track the information you receive during the interview, there is a similar expectation that you arrive with notes as well. From insight on the company’s mission statement, core values, target audience, provided resources, current challenges, and top competitors, speaking to these topics rather than asking about them will show you did your homework and are invested in making the most of your interview and interviewer’s time.

“What Is Your Policy On PTO & Health Benefits?”

Details surrounding paid vacation, 401k contributions, and provided health benefits can often weigh into your decision-making, but requiring this information early on will have your interviewer questioning your priorities. The more conventional approach is to evaluate these features in a later round of interviews or when weighing multiple job offers. Additionally, your immediate inquiry into paid time off will have employers questioning your commitment. If the details are not already revealed in the job description, it’s safe to assume the benefits will not surpass the industry standard.

“When Will I Be Up For A Promotion?”

While giving the impression that you are eager to grow and take more responsibility is admirable, your interviewer may not be keen to hear you are already looking beyond the job for which you are applying. Basic interview etiquette suggests that you should not be looking ahead to a new salary and job description before you’ve even been offered the job at hand.

Instead, ask your interviewer to define success within the role and provide an example of growth within the company. Turn your focus toward how you can impact the company rather than how it can best serve you. As the candidate being evaluated, you want to show you are ready to work hard and grow within the company rather than quick to pursue the next best opportunity.

Other Questions To Avoid (Which Shouldn’t Need Explaining)

– “Do I need to pass a drug test?”

– “Do your employees get breaks and if so, how long?”

– “Can I do this job from home?”

– “Will I be asked to work weekends or stay late?”

– “Will you be checking my references?”

– “Do you like your job?”

– “Do you have other openings I can apply for?”

Stay tuned for next week when I break down the meaningful, thought-provoking questions you should be asking during your interview.

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A.G.I.L.E. Leadership: Success in a Post-Pandemic World

To succeed in a post-pandemic world, today’s professionals must be A.G.I.L.E. in their leadership. Beyond Limits Initiative Founder & Forbes Council Member, Juliet Ehimuan, describes this ‘responsive and adaptable’ leadership style as imperative for genuine camaraderie and cross-functionality to be entrenched in your organization. Join us as we review Juliet’s timely advice and provide some input of our own:

Approachable

Presenting yourself as easily and comfortably approachable in a work setting promotes inclusion and diversity and puts people at ease in their communication. Becoming approachable is not achieved simply by extending an open-door policy or by being friendly in the office. To be an approachable leader, you must first master the art of listening and meet them at their level. Let your colleagues know you are invested in what they have to say by asking lots of questions and not attempting to multitask in the process. Understand that whenever they vent to you, it does not mean they are awaiting a solution. Many leaders choose to remain closed off in their approach, but choosing to be accessible and attentive is fundamental in great leadership.

Grounded

With the chaos that the COVID-19 pandemic has brought, people are looking to their leaders and management team to provide stability now more than ever. The demand of a true leader encompasses holding your ground through trying times (not just when it is easy). Has your recent decision-making been in alignment with your organizational goals and purpose? Staying balanced and realistic is critical to portraying both authentic and confident leadership. Through difficult times and high-stress situations, you can illustrate sound guidance by choosing to be proactive rather than reactive. 

While worry and tension are often imminent, holding tight to your vision and staying flexible to get there is imperative to maintaining strong leadership through uncertainty. Choosing to ‘trust your gut’ is often the intuitive route taken by today’s great leaders, but sometimes that intuition involves taking advice from a co-worker! Not every decision will be the right one, but staying accountable as a leader can quickly diffuse any consequences and setbacks that arise. 

Innovative

Successful leaders recognize the importance of “brave new thinking,” says Ehimuan, by “challenging existing norms and assumptions, finding more cost-effective ways of doing business and exploring alternative supply chain management models or new customer channels.” In short, seek new perspectives from your team and new ways to use your employee’s unique skill sets.

When you become a more collaborative unit, you are making a path for your team’s creativity to bolster innovations. While mistakes are still likely to occur, the miscalculations and risks you take will be more fruitful in your development. Exploring this insight will provide new inventive solutions to your company and enhance the individual’s personal growth. Without an innovative mindset and contributions from your team, your competitors will certainly pass you by. 

“Successful people do not think outside the box. Successful people just make a bigger box.” -CC Sales Pro.

Leverager

COVID-19 brought a new, emphasized meaning to the phrase “Do more with less.” Large corporations, small businesses, stores, and restaurants across the country all took on the challenges of downsizing and limiting their budget. Additionally, they needed to adjust to new safety protocols and travel restrictions. As a result, this spotlighted the innovative thinkers and the new ways to leverage technology resources to upkeep their brand. 

Leveraging your resources and relevant data requires thorough research and levelheadedness. With the support of your team, you must stay open to strategic consultation and quick to act. Being a ‘leverager’ is not to say ‘take advantage of your relationships with people,’ but to tap into the resourceful, authentic relationships of people you believe in. When you have laid the groundwork and have genuine connections within your industry, the relationships will leverage themselves. 

Furthermore, you should never attempt to leverage skills or assets you do not have, as the misrepresentation can dramatically impact your reputation. Instead, build awareness of your team’s skill-sets and the confidence they have in their respective crafts.  

Empathetic

The employees remain the backbone of any organization. Showing that you value their happiness will have a tremendous impact on your company’s overall productivity. Exhibiting empathy and compassion to your team will let them know they can trust you with the bad news as much as the good news. Creating this bond goes a long way in developing healthy relationships and unity. Over time, they will be more inclined to share new information with you because of your ethical approach. 

Remember that you are not the only one experiencing new challenges. Provide an outlet for their problems, and you will prevent employee burnout and limit stress takeover. In your nurturing maturation, you will develop an incorruptible loyalty that is supplemented with respect. To continue this growth, seek honest and open feedback from your colleagues and accept it with gratitude rather than disdain. 

Wrap Up

Staying A.G.I.L.E. in leadership is not exceedingly difficult to achieve but takes quite a bit of effort and intentionality. When you are approachable, you enable yourself to receive valuable criticism and developing trust. In addition to being an active listener, being an active learner keeps you open to new perspectives and shifts your work culture into a collaborative, unified group. Keeping yourself focused on these five leadership behaviors will produce a high-performing team despite any additional ‘curveballs’ that will be thrown your way.

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Five Keys to Starting Strong in Your New Career

From fear and anxiety to excitement, ending your job search is sure to bring a surge of emotions. Within the uneasiness and nerves, you must have the steps in place to get off on the right foot. There are new people to meet, a new environment to adjust to, and new accomplishments to be had. To set you up for success, we pieced together five pivotal steps to take within your first week and month, and how to establish an early model for repeated success:

Your First Week

Make an Enthusiastic Introduction 

While it is typical to not want a bunch of attention drawn to yourself when starting with a new company, failing to introduce yourself to everyone can cause you to blend into the background. If you are not comfortable interjecting yourself in conversations, request your manager to make your first introduction to your peers. From there, you must be prepared to know what you want to say to your new co-workers and how to say it.

If you notice your co-workers are in the middle of a conversation, don’t be the one to interrupt. Timing is critical when you are new to the scene. Direct your focus to the individuals who appear more receptive to what you have to say, and reciprocate that receptiveness in what they have to say. Don’t feel the need to prove yourself to your new team right away; taking on that added pressure places weight on your shoulders that is not yours to bear.

Make A Friend

When starting with a new company, the common temptation is to keep to yourself as not to disrupt the preestablished culture and bonds between employees. This is especially true for introverts who are accustomed to operating in solitude, even as well-tenured employees. However, operating in this mindset will often lay a path for career burnout, feelings of detachment and bring you back to the circumstances that left you unhappy in your previous career. Instead, be intentional in seeking out meaningful and productive conversations with your co-workers.

“People don’t care how much you know until they know how much you care.” – Theodore Roosevelt.

Connecting with your peers early sets the foundation for your workplace relationships and gives them a chance to see who you really are. Make yourself approachable in the office through the efforts of a smile, a friendly ‘hello,’ and a comfortable handshake. Another strategy to building this comradery is by keeping yourself available for lunch or taking the bold step of inviting someone yourself.

Ask Plenty of Questions

Your first week will likely have you full of questions, but that’s to be expected. Gathering information from your peers and management is the best way to get you up to speed. What are the company’s policies on open communication with management? What does a typical itinerary look like for team meetings, and are you encouraged to speak up? What is your management’s preferred method of communication? You are not expected to know it all when you start a new role with a new company; ask the simple questions now before it’s too late.

Bring a pen and notebook with you throughout the week and take notes on everything. Not only will your thorough detail aid you in the future, but it quickly shows your team members you are a highly organized and motivated professional. If you have questions that you feel are not appropriate to ask in your first week, such as addressing your long-term goals or when you are up for a promotion, write them down and bookmark them for a later date.

Your First Month

Visualize Success with Your Manager

In your first month with a new company, it is critical you take the time to sit down with management and clarify your shared expectations. What will your functional relationship look like on a day-to-day or week-to-week basis? Whether it is on your calendar or not, you must always be prepared to discuss company-related topics and provide updates on a new project.

Think back to your interview. Was there a challenge you addressed or a specific need your employer revealed? Did your problem-solving capabilities lead you to stand out among other candidates? Follow up by following through. Seek out further details from your new manager and write up a potential solution. As you learn more about their business mentality and values, you can more effectively attend to the functions that support their objectives.

Develop Good Habits

Get your workspace organized and prepare for a fresh start. This new job is your chance to phase out old habits and regain control of your reputation. Stay diligent in your mindset and consider operating through daily, weekly, and monthly to-do lists. This will allow you to manage your time and finetune your skills effectively.

Are you unaware of the previous bad habits you may have had in your previous role? Now is the time to ask the difficult question to your old colleagues or your friends and family. Getting this answer now is your only chance to remove the potential of your company witnessing the same indiscretions. For example, if you had a reputation for not owning up to your mistakes, or worse, passing the blame, this will have severe consequences in your ability to gain trust and respect from your new colleagues. Practicing accountability takes clear focus, effort, and a commitment to change, but turning your previously negative habit into a strength will be instrumental for your career growth. Don’t overcompensate as to begin over-apologizing for your mistakes; own up to them, apologize, and show the intention to learn from them.

The Model For Repeated Success

  • Understand what led to your success and offer admiration for anyone who helped.
  • Provide positive affirmations to yourself through multiple outlets (voice, text, email, post-it notes).
  • Surround yourself with people who believe in you because they will lead you to believe in yourself.
  • Track your successes through analytics.
  • Understand the ‘why’ behind your’ what.’

Wrap Up

Adjusting to your new job is a gradual process, but taking heed of this model for success will certainly expedite the process. Stress and dysfunction are just around the corner, and they are always ready to consume your career if you let them. Reflect on all the hard work that led you to where you are today, and remember to take things one step at a time.

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