Stay Productive With These Four Tips

It’s that time of year when many workers are in a “circle back in January” mindset. With so much going on during the winter holiday season, it often isn’t easy to stay productive. Productivity can often suffer when the sun sets at 4 PM.

Even outside of the holiday season, it can be difficult to stay productive all the time. Whether you’ve got an upcoming holiday, are just returning from vacation, or you’re just plain feeling unmotivated, sometimes you’ll need a little extra assistance regaining your productivity. Gain that needed productivity boost by embracing these stratagems and maintaining control of your mindset.

Prioritize

Does it often feel like you have too much on your plate and too little time to deal with it? This is a normal mindset, but it can be much more manageable if you learn how to prioritize what’s important and break down those work morsels into easy-to-digest bites.

Simplilearn suggests starting by planning your day out ahead of time and writing your top-three most important daily tasks. Not only will listing out your schedule make the day feel much more manageable but you’ll clarify what actually needs to be done on the day. Give yourself the time you need to focus on the big tasks, and don’t sweat the small stuff.

Minimize distractions

Of course, it’s easier to stay on target and accomplish those important tasks if you minimize your distractions. Whether you’re working in a crowded office or from home, whether you’re planning a vacation or dealing with the tribulations of holiday travel, there are universal ways to stay focused.

You may need your devices to check in with your team and be appraised on important tasks, but it can be a good idea to turn off your notifications from time to time, according to Luxafor. You can plan for “deep work” times by turning your phone off temporarily and focusing on your task at hand.

The Muse advises staying away from accomplishing personal tasks during work time. No matter the circumstance, it’s easy to lose track of time or let distractions snowball out of control if you put work tasks on the back burner.

Set boundaries

Those outside forces can’t be contained forever, and sometimes you’ll get requests that will disrupt your productivity. But don’t forget that not every request is mandatory. It’s okay to say “no” sometimes!

Not every meeting is useful or pertains to you, but you may feel obligated to attend. Green Geeks’ Michael Phillips says to recognize what tasks aren’t a good use of your time and to give yourself permission to decline.

This applies to minor tasks as well. Don’t feel bad about declining a lunch invitation or a quick, non-work-related conversation if needed. These distractions can be nice, but if you really need to stay focused, learn to say “no.”

“Stay focused on the plan for the day, and politely remove yourself from distracting situations and people. It may be one of the most challenging ways for many of us to become more productive, but it’s in our interest to give it a try.” –Michael Phillips

Learn to improvise

No plan survives contact with the enemy, and even if you plan your day out and avoid any unnecessary distractions, there will still be curveballs that come your way. Sometimes, you simply can’t say no. Instead, you’ll have to improvise.

Forbes’ Lisa Bodell writes to take the improv approach with “yes, if.” If something doesn’t sound feasible as is, find a way to turn into into a yes if certain conditions are met. For example, if there is some way to take pressure off of one of your pressing tasks, you’ll be able to use that time to assist with something else.

“And lastly, when you find yourself one breath away from saying “No, because we don’t have budget for this,” replace it with “Yes, if…we can use funds allocated to Y or Z to experiment or test this idea.” –Lisa Bodell

Learn how to choose your battles and decide whether a hard no or a compromise is a better solution because the time spent with that debate could be better used on your necessary tasks!

Wrap up

We all struggle to be productive at times, but if you take time to focus on your most pressing tasks, minimize distractions, set boundaries, and learn how to be flexible, you can put yourself in the right mindset and accomplish your goals. It takes some practice, but if you approach your work with a plan, you’ll find great success!

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Which Of These Three Workplace Archetypes Are You?

Many of us love “What type are you?” tests, whether it’s what Harry Potter house, what order of Knight Radiant you are, or what The Office character you are.  These tests can lead to a fun sort of tribalism, but there aren’t limited to pop culture, either. There exist many types of categorizations based on real-world archetypes, including popular ones like Myers-Briggs type indicators and the Mensa IQ test.

While often taken for fun, these quizzes can provide insight into your inner workings and how you operate in different scenarios. In the workplace, knowing what type of employee you are can help you find a career that is right for you. Employers can use this knowledge to better target the type of worker they need.

“Knowing your work orientation can help you find ways to motivate yourself and craft a better work situation without having to change jobs. It can also help you know what other careers might be more or equally satisfying to you.” –Katharine Brooks

Yale professor Amy Wrzesniewski found three approaches to work and life, with workers fitting into one of these three categories: job orientation, career orientation, and calling orientation. We’ll analyze the three orientations, look into the importance of knowing your archetype, and offer commentary on what other classifications analysts have found.

Job orientation

Those with a job orientation are your classic workers who work to make a living. They work to have an income and provide for themselves while having many interests and priorities outside the workplace. For those with a job orientation, work is a necessity, and they would prefer to keep their work and home lives separate. They’ll put in good work but won’t take it home with them.

Inc.com’s Jessica Stillman believes that knowing you’re of this orientation allows you to find fulfillment outside the office.

“[Y]ou can emphasize finding fulfillment outside of paid employment with hobbies, community activities, or family.” –Jessica Stillman

Career orientation

Those of the career orientation are more engaged in their work, viewing work as a corporate ladder to be climbed. They are motivated by success and prestige and find fulfillment in respect, status, and paychecks. In their own categorization, HR Resolutions cites Gallup’s three classifications: engaged, not engaged, and actively disengaged. In this classification, career-oriented workers are the engaged workers.

Career-oriented workers are best motivated by a clear corporate ladder, writes career coach Katharine Brooks, who analyzed the three archetypes for Psychology Today.

“This individual will be interested in the ability to move upward in his or her career, to receive raises and new titles, and to achieve the social standing which comes from the career.” –Katharine Brooks

Calling orientation

These individuals are those who find fulfillment and meaning in their career development. Their job is more than a career or a way to make money – it is truly a calling. Forbes’ Luis Romero refers to this type of worker as ‘The Entrepreneur’ is his own classification.

“These are those pursuing a higher purpose. In other words, their main motivation transcends the need for money and their idea of being useful is intrinsically tied to doing something that they love. In short, they have a clear personal mission and vision.” –Luis Romero

Calling-orientated workers get satisfaction from giving themselves to their chosen calling. They value growth diving into their work, and Wrzesniewski found they were generally very satisfied with their careers and personal lives.

Why is this important?

Brooks reiterates that knowing what archetype you fall under will make it easier to find fulfillment inside and outside of your career. If you’re a job-orientated person that thinks they are career-orientated, they may never find the career satisfaction they crave.

Employers can benefit from this knowledge by knowing what types of workers to seek for their open positions. Lila MacLellan wrote that a company’s expectations need to meet their employees’ orientation, and that disconnect is one of the major reasons for the Great Resignation.

“Some may emphasize purpose or a hard-driving culture over pay and work-life balance, which wouldn’t suit those with a job orientation. And other workplaces may promise meaningful work or pathways for advancement but fail to deliver either in practice.” –Lila MacLellan

Remember that these archetypes refer to work styles, not job titles. Many entrepreneurs do fall under the calling category, and most highly-successful industry leaders we picture probably do as well. But anyone who views their work as their purpose falls under this category, regardless of pay grade or title.

Wrzesniewski found that each type is equally represented in most workplaces. Brooks uses this data to show how an administrative assistant could fall under any of the three types as an example. The assistant could accept the job because it’s available and the pay is good. They could accept the position knowing it’s the first step to climbing the corporate ladder. Or the assistant could have a passion for assisting their supervisor and providing unparalleled customer service.

There will also always be overlaps. Job-orientated employees still want to feel valued for their work, and calling-orientated workers still want to be paid well.

Other models

We referenced Gallup’s “engaged, not engaged, actively disengaged” model, and Romero’s ‘Entrepreneur’ is paired against the ‘Freeloader’ and the ‘Worker’. CNBC’s three types of workers include takers, matchers, and givers. Many models have a clear ‘best’ type of worker in juxtaposition to the ‘inferior’ types. These models are often unkind and don’t take outside circumstances, or the employer’s failings, into consideration.

The strength of Wrzesniewski’s archetypes is that there are no ‘good’ or ‘bad’ types. Every organization will be filled with each of the three types, and knowing this can put each type in a position to succeed. Knowing your own style lets you find a sense of satisfaction when you find a position conducive to your style, and employers can better motivate employees once they understand what actually motivates them.

Wrap up

It may feel like declaring a Harry Potter house, but knowing your work archetype has tangible benefits. Wrzesniewski offers a model that encompasses all workers without declaring a type better than others. Being aware of your type will allow you to find the right career for you, and employers armed with this knowledge will know how to better motivate their employees.

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How To Conquer Imposter Syndrome

Have you ever felt like a peasant among royalty in the workplace? That even though you’ve gotten a great promotion or chance to lead a project, you haven’t really earned it? Despite your accomplishments and qualifications, maybe you have a feeling you don’t quite belong in your role. Surely, luck played a role in you getting the job, and your peers are much more talented?

There’s a name for this type of thought process. It’s called imposter syndrome, and it’s very common. The concept was first identified in the late 1970s by researchers Pauline Clance and Suzanne Imes, who wrote:

“The term impostor phenomenon is used to designate an internal experience of intellectual phonies, which appears to be particularly prevalent and intense among a select sample of high achieving women.”-Clance and Imes

Further research shows that while a proportionately high number of women experience imposter syndrome, people of all genders and age groups can be affected. Psychology Today’s Megan Dalla-Camina best describes imposter syndrome as “A psychological phenomenon in which people are unable to internalize their accomplishments.”

Imposter syndrome can have a negative effect in the workplace, as noted by New View Psychology. Strong imposter feelings can lead to caving under pressure, procrastinating important tasks out of fear, and burnout.

The good news is that if you’re feeling like a fraud at work, you aren’t alone, and there are ways to overcome these feelings. The experts at Forbes found 15 ways to overcome imposter syndrome at work. We break them down into three categories that can help you embrace your success and conqueror imposter syndrome.

Reframe your mindset

The most simple way to overcome imposter syndrome is changing how you view yourself, though it can be easier said than done.

Imes, who is now a clinical psychologist in Georgia, believes,

“Most high achievers are pretty smart people, and many really smart people wish they were geniuses. But most of us aren’t. We have areas where we’re quite smart and areas where we’re not so smart.”-Suzanne Imes, Ph.D.

She suggests in light of this to make a list of things you’re good at and things you need to work on. This allows one to recognize positive traits that can be celebrated and compartmentalize ones that could use improvement rather than assuming a deficiency in all aspects.

Forbes cited Monica Thakrar, who thought the age-old “fake it til you make it strategy” can help. Practice what scares you and you’ll start to believe in yourself. After all, if you convinced yourself you’re an imposter, you can convince yourself you’re a superstar.

Find ways to celebrate your success

Reframing the way you view yourself and your accomplishments goes a long way to solving imposter syndrome, but creating concrete reminders helps it stick. Celebrating the things you’ve accomplished and recognizing the work that went into it can remind you that you’ve earned your opportunities fairly.

Keeping a journal and reflecting on a few accomplishments a day can help you stay focused as well as create a tangible list of success you can reflect on, believes Vantage Consulting’s Christian Muntean. HuffPost discussed the idea of creating a ‘brag folder’ in order to celebrate your accomplishments. They cite actress Jenneviere Villegas, who defined the ‘brag folder’ this way:

“Start a folder on your desktop — mine is called ‘you’re doing a great job’ ― and when you get positive feedback, a compliment, etc., screenshot it and put it in there. When you need a confidence boost, or to combat imposter syndrome, open it up and read them.” -Jenneviere Villegas

Don’t be afraid to ask for help

Ultimately, if you struggle with changing your mindset, reaching out to others can make a difference. Asking your supervisors or peers for feedback can give you insight without your own bias, Janet Fouts of Tatu Digital Media told Forbes.

Mentoring can be a fantastic way to work through imposter syndrome—on both sides of the process. The Muse’s Ximena Vengoechea believes that by mentoring someone, you’ll realize how much knowledge you have and that it can help you rediscover some of your best skills. Sometimes going back to basics opens up new lines of thought.

Meanwhile, Scott Singer of Insider Career Strategies told Forbes finding a mentor of your own can help.

“Everyone finds themselves in a new situation at some point in their career. Identifying a good mentor who’s been there before can make all the difference—he or she can offer strategic insights, support, encouragement and constructive criticism from their own experience, while also acting as a sounding board.” -Scott Siner

In the end, sometimes professional help is the best answer. There’s no stigma in finding a therapist for finding a solution more tailored to your needs, believes Career Pro Inc.’s John M. O’Connor.

Wrap up

Imposter syndrome is something anyone can suffer from, and while that means not every solution will work for everyone, there are many ways to try to overcome these thoughts. Building self-confidence isn’t always easy, but there are plenty of resources to help. The Muse offers a helpful guide to discover what type of imposter syndrome you may have to discover even more tailored options for your needs. Remember, you’ve come this far for a reason, and you have people in your corner willing to remind you.

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How To Successfully Navigate Workplace Conflict

You’ll spend a significant amount of time at work seeing the same people every day. Ideally, you enjoy spending time with your workplace acquaintances, and you can work together well. But even the strongest relationships have frayed ends, and you (usually!) don’t get to choose the people you work with. Eventually, there will be conflict.

A hectic project may bring out the choler, or your teammate may have a contradictory work style to yours. Maybe you and your boss don’t see eye-to-eye on your salary negotiation, or maybe someone simply keeps eating your lunch. No matter what form it may appear in, workplace conflict is unavoidable.

However, conflict is not always something negative. Conflict can be a catalyst for growth. According to organizational communication scholars Stanley Deetz and Sheryl Stevenson:

“(a) conflict is natural; (b) conflict is good and necessary; and (c) most conflicts are based on real differences” -Deetz and Stevenson (1986)

With help from leadership and workplace experts across the globe, we’ll examine the nature of conflict, recognize that conflict doesn’t have to be hostile, and learn how to effectively navigate the murky waters of workplace conflict.

Conflict itself isn’t a bad thing

As the aforementioned communication scholars have noted, conflict is both natural and necessary. It’s impossible to imagine a group of people in any setting that won’t eventually have a difference of opinion and clash.

“As with any place full of interpersonal relationships, a workplace can be rife with a wide range of conflicts. There are the work-specific problems related to promotions, salary disparity, lack of recognition for achievement, or shared responsibility among a team. There are also more general issues with personal space and privacy; and then there are plain old personality conflicts.” –Rita Friedman, Career Coach

The first instinct many have is to avoid the conflict and hope it passes so as not to create a hostile environment. Yet this denies an opportunity for growth and understanding. By leaving the cause of a conflict in the dark, a solution can never come to light. Imagine a colleague always talks over you in meetings, leaving your ideas on the sidelines. By staying silent, you may never get your chance to have your voice heard.

Libby Calaby believes without a strong leader willing to step in as an unbiased adjudicator, a team will eventually tear itself apart. A third party can help, but an understanding that conflict is necessary and that it doesn’t need to be antagonistic can empower you to take charge.

Conflict doesn’t have to be hostile

The biggest myth of conflict is that conflict is always a hostile act. You don’t need to call your coworker out in front of everyone and put them on the spot or come up with some elaborate revenge plot.

Think of conflict simply as a disagreement. A conflict may sound severe but we have disagreements all the time, right? If I want to go out for tacos but you’d rather get a pizza, that’s not such a big deal, is it? We may have a little debate about the merits of each, and ultimately both of us won’t get our way, but that’s not something cataclysmic.

Putting conflict into this perspective makes it easier to handle conversations a bit more easily. Nexxt’s Alexander Richardson offers the example of negotiations with your boss. You may want something from your boss, a raise, or a day off, and assume your boss is against you. You may believe yourself to be in conflict with your boss, and you may be right, but that doesn’t mean you’re at odds. Think of the opportunity as negotiation and you’ll get the best results.

How to handle workplace conflicts

With a better understanding that conflict is necessary for growth and that it doesn’t need to be aggressive, how can we handle workplace conflicts in a respectful manner? The experts at Small Biz Viewpoints, Robert Half, and Advanced Leadership Consulting each have their ideas on how to handle the process. These tips fall into three broad categories to get you started.

1. Be proactive

Don’t let a conflict fester or snowball out of control. You can often stop conflict before it happens by checking in with your peers and asking for simple feedback, writes Carl Robinson of Advanced Leadership Consulting.

He adds that, while recognizing conflict is inevitable, you want to establish conflict resolution procedures in advance. “Think of the procedures as ground rules for behavior within and outside the team. Don’t wait for the conflict to happen before establishing ground rules for navigating conflict.”

2. Be respectful

Stick to the facts and don’t make a conflict feel personal. Keep the argument on the issue at hand. This prevents the other party from immediately feeling defensive or attacked, and they’ll be far more willing to listen to what you have to say.

“Be mindful during the resolution process, you should use neutral terms and display open body language with all of the employees involved. For this reason, you should focus on the events and behaviors instead of the personalities.” -Small Biz Viewpoints

3. Compromise

Chances are, you won’t reach a perfect solution for both parties involved. Learning how to compromise is key. While it may feel like you’re conceding or giving up, learning how to give and take is vital for growth and to move past a disagreement. Robert Half believes “[D]iplomacy is based on tradeoffs and finding an acceptable middle ground. Aim to create a win-win situation where both parties walk away gaining something.”

Wrap up

Even in the best company culture, even if you adore your coworkers, conflicts will happen. Keeping perspective in these conflicts is necessary to gain an understanding and come to an amicable solution. You may not always “win” your conflicts, but by realizing that conflict is necessary and can be positive, and understanding how to handle conflicts, you’ll come away without losing or damaging your workplace relationships. But either way, don’t eat your coworkers’ lunch. That’s just impolite.

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Self-Management Skills You Need To Succeed

Self-management skills are defined as one’s ability to control their actions, feelings, and thoughts in a calculated and constructive manner in order to follow through on their goals and responsibilities. (GlassDoor) With many professionals continuing their careers in a remote or hybrid role, the ability to work autonomously and self-manage is a fundamental part of improving job performance and productivity. People who are well-developed in self-awareness and self-regulation are “well-positioned to develop a set of self-management skills that support them on their work and personal journeys.” (BetterUp)

“Self-Management is all about becoming your own leader by training your mental, physical, social, and intellectual faculties in different ways.” – Dr. Prem Jagyasi. 

With supporting research from the career resource hub at GlassDoor, we compiled four critical components of effective self-management and reveal steps you can take to improve on each of them:

1. Stress Management

“In high-pressure situations, you remain calm and collected. Rather than losing your focus, you find a way to solve stressful problems.”

Learning to balance your physical and emotional capacities is critical to limiting your stress intake and mastering self-management. Where is the benefit of allowing yourself to focus on your job’s negative features and letting yourself get easily upset with co-workers and clients? Keep your happiness and productivity top of mind by prioritizing your stress management and mental health.

Put It Into Practice: 
– Get outside to release tension and recharge for a productive afternoon.
– Set up appointments with a life coach or therapist.
– Define what being ‘healthy’ looks like in your life.
– Set a sleep schedule.
– Reflect in a journal.
– Exercise regularly.
– Get organized.

2. Time Management

“You can prioritize your tasks and get things done on time. You have ways to stay motivated and avoid procrastination.”

The pandemic pushed us outside of our patterns and inside of our homes. With the high connectivity to our house and family, the importance of establishing boundaries is magnified when it comes to work-life balance and upkeeping productivity. From being consistent in your schedule (no matter what it may look like) to minimizing distractions such as social media, web-surfing, or household chores, effective time management is a source for stability and freedom in a hybrid or remote role.

Put It Into Practice: 
– Set your own deadlines.
– Stick to a consistent schedule.
– Learn to say ‘no.’
– Don’t pressure yourself to multitask. 
– Take breaks. Staying at your desk for 8+ hours allows stress to consume your workday.
– Identify your timewasters. 

3. Adaptability

“When things suddenly change, you can control your discomfort and roll with it. Figuring out ways to embrace new situations comes easily to you.”

Optimism and resilience are indications of an adaptable employee. The willingness and preparedness to embrace change is a vital component in measuring effectiveness. Within the unpredictability and frequent change brought by COVID-19, many workers’ flexibility and job performance were tested. As a result, this self-management skill was in high demand to see out success. In shifting to new trends and market trends, the ability to navigate change instills trust from management teams and allows them to focus on other areas desperately needing attention. 

Additionally, adaptability is a core value linked to a variety of essential leadership qualities: (Key Step Media)
– Improved ability to lead in challenging environments.
– More practical and rapid responses to unexpected changes & ability to ‘sell the change.’
– Effectiveness in multiple roles, functions, or different organizations.

Put It Into Practice: 
– Research: Be proactive in staying relevant/current – seeking new solutions and strategies to address new or recurring problems. 
– Push yourself to take risks by setting goals that are outside of your comfort zone.
– Get curious. Stay open-minded and encourage others to do the same (i.e., procedures, technology, delegating responsibilities, etc.)

4. Conscientiousness 

“You are always mindful of what you say and the way you treat others. Others would describe you as kind and thoughtful.”

Conscientious people are careful, disciplined, responsible, and thorough, and they tend to plan and think things through before acting. (NOBA Project) Becoming a more conscientious employee (or self-aware employee) grants greater access to our thoughts, feelings, and desires, thus providing a sense of control. Conscientiousness is achieved by taking a more scheduled, communicative, and diligent business approach in tune with high awareness and appreciation for others. Assertive communication is critical to understanding your purpose and maintaining motivation. Digital miscommunication results from the absence of non-verbal cues such as tone, body language, and facial expressions.

Put It Into Practice: 
– Refine your communication skills.
– Schedule ‘check-ins’ with your management team, clients, or co-workers. 
– Set reminders for your tasks and responsibilities. 
– Organize your desk, desktop, and email dashboard. 
– Set methods for improving punctuality (setting clocks back, buffer times, etc.)

“All management starts with self-management, defined as the intentions and actions to be taken and the quantifying of those actions.” -Julian Pencilliah.

Wrap Up

Having these self-management skills shows that you are a reliable and emotionally intelligent employee. Managing yourself properly allows you to be more successful in achieving your goals and opens doors to future exciting career opportunities. What’s next? Reflect on the areas you can improve your self-management. Acknowledging any need for improvements is the first step towards change.

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