Archives for change management

How to Custom-design Your Next Role or Get on the Executive Fast-Track

Can Lead A Horse To Water But T Make Him Drink

How to Custom-design your Next Role or Get on the Executive Fast-Track

If you’re not networking internally within your company (as explained in the last post) then you are minimizing your opportunities to grow in an organization. A record-breaking number of people are now just deciding to jump ship for better opportunities and pay. In a way, this is working for them if their career path stays linear and conventional. However, if you want to jump on the executive-fast-track or need to move laterally in order to get on an executive fast-track, then networking internally is a must-do.

Last week we talked about the process of laying the groundwork and building the reputation that will enable you to establish yourself as an influential change agent. This week, we will focus on how to actually enact the change, which will help you propel your career forward, or over, depending on what you want to do.

Here are 4 questions to ask your internal network that will enable you to identify gaps and propose solutions:

  1. What are the biggest challenges to delivering quality on time
  2. What do you see as being potential solutions?
  3. Have you already shared both the challenges and solutions and, if so, what occurred as a result?
  4. What are the potential costs, logistics, and objections of the solutions? (Validate with other stakeholders)

Instead of identifying problems that are solvable in your internal networking efforts, you may be discouraged by what you learn and determine that your company is a sinking ship (subscribe and watch for my future post: Signs Your Company Is A Sinking Ship).

So, you have a decision to make: do you abandon ship at the first possible opportunity or do you try to save the passengers still onboard, some of whom are completely oblivious?

I have to warn you that after you spend some time getting to know the people who will be impacted far after you find a new role, you may feel a sense of obligation to help them in some way. This could be by stepping up as a change agent, which means sticking your neck out and risking your own job, but enabling you to go down in a blaze of glory, or you could just vow to help other people land into something new, perhaps your new company. Either way, understand all the risks – you face resistance, and the level of resistance you face is commensurate with the strength of the system that wants to maintain the status quo. Also, companies have reacted negatively, and sometimes litigiously, to talent poaching.

You may or may not find an outspoken internal sponsor, which is always preferred. This process is applicable whether you do or do not.

The problems that seem insurmountable are usually people-related, not process, systems or resources related. Unless you have training and experience as a transformative coach or therapist, you probably don’t want to touch the people problems. Also, when you are impacted directly by those people problems, it can be that much more challenging to be an objective solution provider. If you find that the organization has people problems, you can anonymously nominate them for an engagement audit to a transformational coach.

If, however, you find that the issues are related to systems, processes, technologies, culture, communication, or policies, and you are inspired and prepared to assume ownership, below is the way to make a business case. Owning the issue doesn’t mean being solely responsible for execution, but it does mean being accountable for results. You have to know in these cases what your strengths are and to understand how you can compensate where you are not strong and delegate. You also need to understand all of the costs associated with additional resources, whether internal or external. If other people want to be a part of the solution, they also have to be able to complete their primary responsibilities with the same quality and would need buy-in from their immediate supervisors. Some of these supervisors you would have wanted to also meet with, because if you knew first hand about their struggles to deliver with limited resources, you will understand that they will object to sacrificing any of their resources.

If there are any potential objections NOT addressed yet, ask the people most impacted by a lack of change to help determine if there is a way to address the objection, either in a work-around or in a way that makes the potential benefit worth the potential risks.

Let’s assume you have worked out a solution that accommodates the needs of many and resolves potential objections to adoption of the solution.

Schedule a meeting and make sure you get as many stakeholders in attendance at the same time. Make the invitation sizzle by making it relevant and critical to everyone. Make sure that you are as judicious with the time as possible so that you can minimize the time it takes to make your case, but allow for ample time to discuss adoption. The subject could be, “I need 15-20 minutes of your time to reveal an issue I discovered that stands to cost us $500K, but if resolved will earn us an increased market share.”

Every won argument starts with first presenting what all parties agree is true, whether these are facts or stories (e.g. of a story – Employees are lazy; vs facts – Projects are delivered 3 months late 85% of the time.) Establish from the get go that you are on the same side. “We all agree that we want our company to be known for its premium products and world-class customer service. Right?” State a few more, and then ask them to confirm their agreement.

Instead of saying, “Kathy from Accounts Payable doesn’t understand why we are paying premium prices for subpar vendor performance, but that’s procurement’s department, so she feels powerless,” share new insights in as measurable, concrete terms as possible without divulging the identity of your sources.

Let each one sink in before you move on to the next.

For example –

“Did you know…

  • The #1 customer complaint is failure to deliver on time.
  • In fact, 65% of the customer service issues tracked are related to this issue.
  • 95% of the people I met with over the past 3 months attribute bugs in 3rd party software to the inability to deliver on time.
  • There were 2,000 bugs over the past 3 months, which took an average of 1 hour to resolve each, for a total of 2,000 hours of lost productivity.
  • 35% of these people are actively seeking a new position right now, because no one has pulled the trigger on a new vendor nor has anyone held the vendor accountable, and they don’t feel they can properly meet their performance metrics and often have to stay extra hours to complete their deliverable.
  • If we lose even only 25% of those people, our current project portfolio will be stalled by 6 months or more, and we will lose $35K on service-level agreement shortcomings, $300K in lost revenue, and can anticipate losing $75K on lost productivity while we stretch the remaining staff, and $25K-50K on higher salaries for new hires who will demand more, and also risk further turnover, which will bump these numbers up even higher.”

Then propose solutions in as straightforward terms as possible.

For example –

  • “Immediate actions that will prevent these losses:
    • 1st level – Assign a new point of contact for the vendor and partner with legal to evaluate the service-level agreement and determine if there is a breach of contract.
    • 2nd level- Liaise with business, technology and users to determine software requirements and evaluate additional vendors
    • etc.”

Put all known objections on the table, so that you can outline how you already thought of a way to work around the objection, or why the cost-benefit of the solution outweighs potential losses.

Connect the dots back to what you all agree on and why the solutions proposed are the best (cheapest, fastest, etc.) way to achieve what you want.

Specify YOUR role and what for what results you will be accountable. Make it look like a job description. You will have to address if you plan on taking this on a special project above and beyond your current duties, or if you plan on fully exiting your role and if/how you will backfill your own position.

My former client success assistant, MJ, called this a roleposal. I knew I wanted to hire her, and knew her personality and networking efforts had potential value to my brand, but I was too in the midst of business development and client delivery to put the dots together. She knew she wanted to work for me, too, and took on the task of outlining what she would do to take some business development and client delivery and follow-up off my hands, the timeline and volume of delivery success, and how she would be compensated based on what I explained to her about my budget. She even outlined how she would get on-boarded with minimal hands-on training. It was an easy yet.

Yes, this outline does put simply what can be a huge, complex investment of time. It’s true – the executive fast-track is not an overnight success method. If you really read the stories of “overnight successes,” you’ll find that one big break may have launched that person into the spotlight, but it was years of effort that helped them be in the right place at the right time.

If you aren’t willing to do this work, you may want to rethink an executive career.

If you are excited by the prospect of making a large contribution to your company, its people and its customers/clients, but you want a partner, mentor, and coach for the long-haul, book a free consultation with me so that we can determine if we are a match to work together. Not only can we coach you through the challenges (even people challenges) that occur, but we can also set you up with a mentor who has already achieved what you hope to in a relevant industry/business.

Gavin DeGraw – Everything Will Change (Audio)

Music video by Gavin DeGraw performing Everything Will Change. (C) 2013 RCA Records, a division of Sony Music Entertainment

Karen Huller, author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days (bit.ly/GetFocusIn30), is founder of Epic Careering, a corporate consulting and career management firm specializing in executive branding and conscious culture, as well as JoMo Rising, LLC, a workflow gamification company that turns work into productive play. 

While the bulk of her 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales. 

Karen was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends in hiring and careering. She is a Certified Professional Résumé Writer and Certified Career Transition Consultant and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot. 

She was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business and recently instructed for the Young Entrepreneurs Academy at Cabrini College, where her students won the national competition and were named America’s Top Young Entrepreneurs.

Another Key Habit to Turbo Boost Your Career Growth

 

Last week I shared how you can make a habit of taking regular, strategic action to build and sustain accelerated momentum in your career growth, and I did a live FB broadcast in which I shared how often to evaluate your desired and actual career growth if you want to stay in control of your career.

I would be remiss if I didn’t also share this key habit that my most successful change agent clients attribute to their ability to catapult their careers and influence.

The book Never Eat Alone by Keith Ferrazzi was released in 2005, just when I was developing my chops in networking. Honestly, I haven’t read the book. My boss at the time did, and he reinforced the primary message of the book, which is inherent in its title.

While I didn’t necessarily follow the advice of never eating alone, since I worked through many lunches and, as an ambivert who doesn’t like to talk when I eat, nor do I enjoy watching or hearing other people eat, it would sap my energy. I did start inviting more people to sit down for meals (or drinks), and it was transformative.

The clients who have been able to realize the greatest transformations in their organizations attribute their success to the time that they invested getting to know people in the organization and the efforts that they made to learn from others’ perspectives.

A Harvard Business Review IdeaCast with Julia Kirby from 2010 stated that women are over mentored and under sponsored. Sheryl Sandberg’s top-seller, Lean In, promoted mentorship and sponsorship, but let’s focus on sponsorship because it is a relationship with so much more potential to elevate you and your influence.

Much like finding a mentor, you have to let the relationship lead. Inspiring someone to sponsor you may be an objective, and it doesn’t hurt to have a wish list of people in your organization or a target organization that you’d like to have as a sponsor. However, the outcome you want is more achievable when you approach it relationally vs. transactionally > nurture the relationship to evolve to that level.

Thinking transactionally vs. relationally is a mistake many people make when it comes to networking. People on the job may limit their internal networking to their department, thinking these are the only people who are relevant to job performance. Job seekers sometimes only want to talk with you if you have a job to offer, and it fits XYZ criteria. Recruiters and employers sometimes only want to talk with you if you fit an open job requirement. Deciding that a job isn’t a match doesn’t have to be the end of a relationship, however. It can be the start of something completely new and unexpected.

The key word here, however, is growth! Expansion. Think openness. I’m not just talking about engaging one person as a sponsor who can influence your career, but to engage people across the organization as supporters and advocates by being their champion.

I get that we all have constraints on time. I also see being judicious with your time is a wise practice. We can’t possibly meet with everyone we’d like to, or who would like to meet with us.

Let me propose a structure that is amenable for the busy and/or introverted professional that still enables you to expand your network and influence, learn what can be leveraged, and discover magical synergy with unexpected people.

The first step is always to make a list. Start with those you know are impacted by your role and vice versa. Eventually, you may need to use a company directory, organizational chart, or LinkedIn. Consider other divisions, and, of course, higher ups. Work in a small company? Just think a bit outside the box. Consider meeting with vendors and customers/clients. You just may need to get the okay and authorization from the points of contact, and have met with them first.

Prioritize the list

  1. First meet with centers of influence. These may be leaders, but they also may not be visible leaders, as in executives. Sometimes they are appointed to lead special projects or to liaise on critical or failing initiatives. These are people whose opinions matter to others. They most likely achieved this station by doing exactly what is outlined here. You’ll greatly accelerate your own path to this station by learning first what they know. By meeting with these individuals, you can also better develop a list of questions to ask the next audience about why things are the way they are, even if a center of influence clued you in. Get right to the source. Put yourself on their radar and check in with them on what they are working on. Ask them what they need to move things forward faster, and then do some leg work to source possible resources or solutions.
  2. Meet with the higher-ups to better understand their vision. Yes, ideally, leadership would be doing a great job of relaying the vision to each and every employee. You and I both know there are too many companies in which there is a huge gap here. When you take control of your own career, you own your understanding of the company’s vision, too. Now, when you ask why things are done the way that they are done, you are doing so with the critical context of their desired outcomes.
  3. Intentionally diversify your list to meet with people at all levels and across departments, including those whose efforts may not get their fair share of accolades or visibility. Of course, your intelligence will have that much more integrity if you are also mindful of ethnic, age, and gender diversity as well.

If you are working full-time, allocate two hours each week for 1-on-1 networking. One meeting will be an hour, so break bread, even if, like me, you prefer eating alone.

The next hour of time you can break up into four 15-minute follow up conversations, similar to a scrum meeting, where you check in on challenges, problems or initiatives you learned about in a prior conversation to see what progress was made or how a resource you offered worked out.

You can also break it up into three 20-minute tele-coffees. These are discovery meetings. You’re getting to know someone and their perspective on a less superficial level. You may determine through these discoveries that more time is necessary and schedule a follow-up meal.

Make sure at least one of these meetings each week is with someone with whom you wouldn’t normally interface.

If you are unemployed, allocate five hours per week for 1-on-1 networking. Three of those hours will be 1-hour meetings. Then you can use one hour for 15-minute follow-ups and another for 20-minute tele-coffees. If you are just starting, then use the first week for just tele-coffees or setting up meetings/tele-coffees for the next week.

Keep in mind that it will take an additional 30-60 minutes each week to send invitations and that you’ll need to send about 10x more invitations than you can accept to make sure that your networking card is full. Over time, you will get better at sending invitations that get accepted, and your momentum will compound, so it won’t take quite as much time to fill your networking card.

What do I mean by networking card? Well, you can take it figuratively, like a dance card. At one time there was such a thing as a physical dance card, but now it’s really just meant to imply that there is so much time for dancing, so many songs played, and so many chances to have a different dance partner. You can also make it literal, and this is recommended. Allocate time on your calendar every week for this activity.

How exactly does this practice lead to growth? Put simply:

Perspective > Root Cause Identification > Solution Development

Relationships > Trust > Influence > Buy-in

Consider everything you wish other people (leaders, people in other departments, or customers) understood about the challenges of your job that would enable smarter, better solutions to emerge.

Now, think of the corporate ladder as a physical ladder. The higher up you go, the more you can see the bigger picture. The pieces may look smaller, but you can see better how they all interconnect or fail to interconnect.

The higher up you go in an organization, the more you see the bigger picture, understand the overall vision of what the organization is intended to achieve and make decisions that leverage and orchestrate the smaller pieces to work toward the vision.

By meeting with and learning from people at all levels, you can better assess what gaps need filling, what needs to be done first before an initiative can move forward successfully, and what are leaderships’ blind spots that stand to sabotage the realization of the organization’s ultimate vision. You don’t necessarily have to come up with an end-to-end solution. This is more about learning and sharing insight.

In regards to relationships, there’s a saying I quote often: People don’t care how much you know until they know how much you care.

Even though in the traditional office place, emotions were considered taboo to express, they still existed. Some emotions, such as fear and anger, were actually leveraged. Good thing we are evolving, because history and science have proven that is not the way to garner the best performance from your workforce. Now we can make clear, fact-based cases for acknowledging in the workplace that people are human, have emotions, and that if more positive emotions are leveraged, more positive performances will present.

People like to be heard, as I shared in a previous video. Many companies recognize and attempt to fill communication gaps, but still fall short on listening. Rather, not so much listening, but listening AND taking action. If you choose to be a champion for the workforce and solutions that help them, you will earn respect, admiration and loyalty.

Words of warning: Be mindful of how you present your own challenges and how you share what you learn about others’ challenges. Someone may tell you something in confidence that they don’t want to be revealed. You will only build trust that leads to future buy-in if you only share what you have permission to share.

Next week I will share how you can use internal intelligence to create your own ideal role in the organization with minimized risk for you and those who confided in you.

If you want a partner who can contribute strategy, guidance, tools, and accountability in your sponsorship initiatives, let’s talk.

U2 – Elevation

U2’s new album, “Songs of Experience” out now. Listen to the album: https://lnk.to/ZaQRe Explore more music from U2: https://lnk.to/oVysR Follow U2: http://www.u2.com/ Facebook: https://U2.lnk.to/FBID Twitter: https://U2.lnk.to/TWID Instagram: https://U2.lnk.to/ISID Music video by U2 performing Elevation. (C) 2006 Universal-Island Records Ltd.

Karen Huller, author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days (bit.ly/GetFocusIn30), is founder of Epic Careering, a corporate consulting and career management firm specializing in executive branding and conscious culture, as well as JoMo Rising, LLC, a workflow gamification company that turns work into productive play. 

While the bulk of her 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales. 

Karen was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends in hiring and careering. She is a Certified Professional Résumé Writer and Certified Career Transition Consultant and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot. 

She was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business and recently instructed for the Young Entrepreneurs Academy at Cabrini College, where her students won the national competition and were named America’s Top Young Entrepreneurs.

 

10 Easy Ways to Infuse Optimism Into Your Culture and Life

Choose Optimism image by Aaron Davis with quote by Ray McLean

 

Part 2 of 2: Last week – Looking On The Bright Side: The Real Secret To Success

Generally, organizations and people find change arduous and overwhelming. So, I hope it’s encouraging to learn that there are many very small things you can do to increase optimism, as well as practices that you can encourage in your corporate culture that can make significant change natural and easy.

Allocate special time for these mini-practices and communicate clearly, but concisely, that the purpose is to increase optimism to enjoy the many benefits:

  • Improved problem solving
  • Enhanced motivation
  • Higher performance and productivity
  • Lower stress
  • Better mental and physical health
  • Longevity
  • Increased resilience
  • Better income

Perhaps at the beginning of each meeting, you could allocate 5 minutes, or you can send a friendly reminder each morning that promotes the benefit of a particular mini-practice. None of these practices take any more than 3 minutes. They work best when they are encouraged, not mandatory. Doing one ore many of these will benefit individuals as well as the organization as a whole.

I learned some of these mini-practices from Shawn Achor, author of The Happiness Advantage, who I saw speak at the Pennsylvania Conference for Women in 2017 and I attended his online masterclass through MindValley. Others came from Dr. Mark Waldman’s book, NeuroWisdom: The New Brain Science of Money, Happiness, and Success. Others are the culmination of a lifetime of research and practice in personal and professional development, neuro-hacking, quantum physics, and mind-body research.

Each of these mini-practices has benefits that reach far beyond optimism. Experiment to find which of these practices are sustainable and have the most impact for you. Sustainability is key!

If you’ve tried one before and it didn’t work for you, you can either choose to try it in a new way, or move on to the next. It’s not all or nothing. Make modifications as you see fit!

  1. Meditation as a way to optimism

Before you roll your eyes and abandon reading the rest of this highly impactful post, remember that this is promoting mini-practices – things that take 3 minutes or less! I have spoken to so many people who have been discouraged by their experience trying to meditate. Listen, there are some very complex ways to meditate and there are some very simple ways to meditate. Here are the simplest ways I know:

  • Focus on your breath – the sensations of the air coming in and out. Set a timer. When your mind wanders, notice it without judgment and bring your focus back to your breath.
  • Focus on your muscles – from your head to your toes. Become present to each muscle and fiber and consciously instruct them to relax. I personally find this easier to maintain focus for 3 minutes. Actually, I can spend a good 5-8 minutes here and find it more helpful than a nap in restoring my peace of mind and focus.
  1. Visualization as a way to optimism

The key to visualization is using your imagination and acting as if what you want has already happened. We all used to do this as a kid a thousand times a day. When was the last time you allowed yourself to get into a fantasy where your life is exactly as you’d want it?

  • Imagine the most ideal outcome and let your senses in on the fun. Get into the details – What are you wearing? How does it feel against your skin? Who is with you? What are they wearing? Where are you? What is the weather? What do you smell? What all is possible for you in this magic moment? Who is happy for you or proud of you?
  • Spend 5 minutes per day imagining your best possible self. Optimism starts to increase from day 1 because it helps you shut down some of the chatter of negative self-talk that comes from your logical left brain and engages more of your creative right brain.
  1. Expansion as a way to optimism

Sometimes our growth happens so gradually that we hardly stop to reflect on just how much we’ve grown. If we’re only focusing on the gap ahead of where we are to where we want to be and don’t take time to see how we’ve grown, we take for granted our ability to grow and expand and underestimate what we’re capable of accomplishing.

  • Reflecting on growth is one way you can start to appreciate our own ability to expand and grow. This means looking back at a certain point in time, perhaps a year, or perhaps to the first three months on the job, and recognizing what skills or expertise did not exist in your repertoire. Perhaps there was an influential co-worker or mentor who helped you understand something or helped you gain a new perspective. Maybe you attended a conference where you learned a new practice or tactic. Start compiling a list and add a few at a time.
  • Another way to induce quantum expansion is to try something outside of you comfort zone. This can be, but doesn’t have to be, work-related. I recommend taking a look at the area of your life where you tend to feel the worst about where you are compared to where you want to be. This may be an area of your life you avoid for exactly that reason. For some people initiating a meeting with the CEO is an exercise in expansion. For others, attending an event full of strangers is a highly uncomfortable endeavor. Some need a little more thrill in their life, and may choose activities with a higher level of risk. These are intended to be mini-practices done first thing in the morning, but perhaps a lunch hour is delegated to hit the rock climbing or parkour gym.
  1. Kindness as a way to optimism

The more you practice helping other people without expectation or obligation of anything in return, the more you will expect this from others as well. Even when you experience people being selfish or unkind, you will be more resistant to adopting a pessimistic worldview, because you know that kindness is an individual choice, and if you choose it, others do, too.

  • Send a note of gratitude or praise. This doesn’t have to be a long note – a short paragraph will do. Even in a few short lines, however, be specific about the action or quality you are acknowledging and express how it made you feel or how it impacted you or others. Not only will this make you feel great, it will create positive ripples that continue well past the recipient.
  • Perform a random act of kindness. This doesn’t have to be extravagant. Maybe it means picking up someone’s favorite yogurt on the way into work and putting their name on a sticky note in the fridge where they’re sure to see it. You can choose to be anonymous, but there’s also nothing wrong in this exercise with choosing to be found out, either. In this case the note could read, “I noticed you like this, Jan. Enjoy! ~ Karen.” You could give the violinist in the subway a big tip, or let your waitress’s manager know that she’s doing a great job. It’s doing a little more than being polite, such as holding the door open. Politeness is also something that, when practiced, will increase your faith in people, but this is mini-exercise expects you to go a bit further out of your way, but not much further – 3 minutes.
  1. Gratitude as a way to optimism

If you can take notice and feel appreciation for good things, regardless of how small, and spend time in their significance, you will see how each good thing is really a tiny miracle, and if tiny miracles are possible, larger miracles are also possible.

  • Start and/or end your day thinking of 3 things you are grateful to have occurred over the past 24 hours, regardless of how simple they might be, such as someone letting you merge.
  • Take one thing that happened and “rampage” about it mentally, verbally or in written word, which is really letting yourself get wrapped up in all the good that something is, following one great thought to the next. For example, “I love that I got to spend time with my family yesterday, because when we spend time together playing games we get to know each other on a deeper level and create memories that we’ll cherish for many years to come, which is really what life is all about, and I love the time that I spend creating memories and feeling closer to my family, and knowing that we have each other; it makes me feel safe, secure, and loved….”

How to execute these mini-practices:

As I said above, you can encourage these mini-practices in small ways, such as taking 5 minutes at the beginning of each meeting for one or several, but you will enjoy exponential benefits if you can garner wider participation without obligating anyone while still supporting consistency.

I recommend that you do a 30-day challenge for yourself, and then promote a 30-day challenge for your workforce. It might look like this: Every work day for 30 days you will send an e-mail first thing in the morning that will encourage people to take 3 minutes or less to try a mini-practice, selecting a new mini-practice each day. You may opt to choose a focus for each week, or you can delegate a day of the week for each mini-practice category, e.g. Mondays are for meditation, Tuesdays are for Visualization, Wednesdays are for Expansion, Thursdays are for Kindness, and Fridays are for Gratitude. Have them also take 2 minutes at some point in the day to reflect on whether the mini-practice made a difference and send this to you. After this 30-day challenge for you is over, reward yourself for completing in a way that is meaningful for you.

Then, initiate a 30-day challenge for your workforce to pick one or several of the mini-practices that was most impactful for them and start their day with a mini-practice every work day for 30 days, allowing them 15 minutes after work begins to do this, though people can still opt to be done in less than 3 minutes, plus 2 minutes of reflection sent via e-mail. A standardized form for feedback will help you convert these reflections into usable data that may be very revealing! You may opt to reward all who participate with paid time off, or some other tangible reward, or choose one participant to receive a large reward.

At the end of the 30 days, aggregate and assess the most significant reflections and share the findings with everyone, whether they participated or not. If you find that these mini-practices made a significant impact in a way that is meaningful to your organization, consider instituting a permanent, consistent time allocation for them.

You can also engage Epic Careering to perform a morale and engagement assessment and conduct a more comprehensive participation program, including a workshop. By investing even a half-day immersing your workforce in learning the life skill of optimism:

  • You will send a strong message that their happiness is paramount to everyone’s success
  • They will understand at a deep level why it’s such a critical area of focus
  • You will get more buy-in to the mini-practices at a more meaningful level
  • Everyone will enjoy the exponentially increased benefits

Share with us your optimism initiatives past, present or future.

Beatles “Getting Better” (2015 stereo remix)

This is “Beatles “Getting Better” (2015 stereo remix)” by Lance Hall on Vimeo, the home for high quality videos and the people who love them.

Karen Huller, author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days (bit.ly/GetFocusIn30), is founder of Epic Careering, a career management firm specializing in the income-optimizing power of social media and personal branding, as well as JoMo Rising, LLC, a workflow gamification company that turns work into productive play. While the bulk of her 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales. 

Karen was one of the first LinkedIn trainers and is known widely for her ability to identify new trends in hiring and personal marketing. She is a Certified Professional Résumé Writer and Certified Career Transition Consultant and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot. 

She was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business and recently instructed for the Young Entrepreneurs Academy at Cabrini College, where her students won the national competition and were named America’s Top Young Entrepreneurs.