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Why To-Do Lists are Good for You

Brain, Goals, Hạnh phúc tại nơi làm việc, Productivity / My Holland

Post-it notes have become part of people’s lives. You’ll find it everywhere – on desks, the fridge, walls and doors. These are constant reminders of all the tasks that need to be done. Whether it’s not to forget to buy milk on the way home or pay bills, people are helped a lot by little pieces of paper. It’s not just Post-it notes. Others use memo pads, diaries and even their digital devices as reminders. Unfortunately, they can be overwhelmed by too many of these. But did you know that these can significantly help reduce anxiety and accomplish tasks. >> You achieve clarity Writing down or typing tasks give you a clearer picture of what needs to be done. When you do, you often realize that it’s mostly small stuff. The human brain can create mountains out of molehills. Remember, a small rock can cast a large shadow. It makes a difference when people focus on the former and not the latter. When people specify, the job ahead becomes more effortless. Or, if a task is too big, breaking it into smaller chunks makes it more manageable. But write or again, type these down. >> You prioritize What needs to be done now or today? Itemizing tasks can help you determine which are urgent and not. This also enables you to focus on one task at a time. Tests have shown a to-do list helps people. Try this out? Think of all the tasks you need to accomplish and often, you’ll forget one or several. Also, you can’t possibly sort your mental list according to importance. Now, try writing these on paper. Wouldn’t you agree, there’s a vast difference? >> You can schedule Some people get rid of simple tasks that don’t require effort and thinking. This is because it takes them time to warm up. Others, they like to handle challenging jobs first thing in the morning. With a to-do list, you can schedule which tasks to accomplish first. You can even set a time for checking on your social media accounts. Doing so will allow you to achieve more during the day. >> You Get a Sense of Achievement Every time you check or cross out a task on your to-do list, you feel a sense of accomplishment. This is important because you become more motivated and engaged in whatever job you need to do. There’s nothing wrong with feeling proud. In fact, it has positive effects on your health too. So start working on your to-do lists. These can make your life a bit easier.

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How To Be Your Best With A Growth Mindset

Emotional Intelligence, Goals, Happiness, Mindfulness, Motivation, Tâm Lý Tích Cực, Positivity, Wellbeing / My Holland

A growth mindset has been widely defined by business leaders as a belief that any one can grow and develop his/her ability for learning, improving and becoming a better person in the workplace or in any other circumstance. It’s not a fixed mindset, something that asserts one has a natural-born, genetic talent and skills and that one either has them or not. A growth mindset is the “I-can-learn-and-do-the-job-well” kind of thinking and it’s what can make the difference in your career. And so, on Monday, when you report back for work from a blissful, quiet and relaxing, no-mother-in-law issues week-end, come in ready to adjust and make changes in the way you think about yourself at work. Make use of these new insights to get in real top shape. Here’s what you can do to build and maintain a growth mindset to help you achieve and exceed your usual output: Recognize, know and accept you’ve got great potential for growth. Find yourself some quiet time to do some pencil pushing. Write down your plans, outlining where you are at present and where you’d want to be by yearend. Then write down clearly the measures you need to take to get there. Share these plans with a trusted colleague or friend. It’ll sort of “push you” into sticking to these plans and help you hit your goals. Look for favors or things that you can do to help others. Professor Adam Grant of Wharton, in his book “Give and Take” says helping others drives our success. He contends that people who think of others in their motivation, who works on both individual and community goals are the most successful achievers. When you commit to help others and put this above your own well-being, you are already practicing great leadership qualities. Even small things, like coaching or mentoring a co-worker who’d benefit from your background, education or talent, goes along way towards helping you reach your personal goals. Be curious and open your mind to new ideas. Part of having a growth mindset is recognizing that our total work experience is a continuing learning process. When you’ve got this embedded in your mind, the challenges that’ll face you will become less scary. This is where your love for learning will do wonders big time! Open your eyes, heart and mind to new ideas. Don’t knock them down no matter how unorthodox or strange they may be. These, in the end will help you to make connections between ideas and concepts and help you to learn new skills, gain new insights or new ways of improving. When you start working these approaches into your routine, you’ll be on your way to developing a growth mindset that’ll help you get to where you’d want to be by yearend. Good luck!

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Women Leaders

Empowering Women, Sự gắn kết, Goals, Khả năng lãnh đạo, Motivation, Positivity, Productivity, Workplace Culture / My Holland

Breaking down Barriers Women hold only about 28% of senior-level, executive and managerial positions in the United States. The intention to remedy this situation exists but not enough effort has been made so far. Many organizations would like to give more women opportunities but have been unsuccessful. More steps should be taken to fully break down the barriers that prevent more women from taking leadership roles in organizations. These steps should include the following. Close the Gender Pay Gap Pay inequality is one of the biggest obstacles for women in the workplace. More women have college or master’s degrees but receive less than men with the same educational background. Many factors such as work experience, are used to explain this gender pay gap. But when the qualifications of male and female job aspirants are equal, there should be no excuse for differences in pay. The laws are vague where gender pay gaps are concerned. Individuals, men included, should lobby their representatives to create laws that: Impose more substantial penalties on companies that are guilty of pay inequality. Prevent employers from penalizing their employees who discuss their wages with others. Require companies to disclose wage data. What can be done in the meantime while we wait for laws that will close the gender pay gap? Employers should take the initiative and offer salaries that correspond to a person’s qualifications. Companies want to hire the most qualified person for a leadership role. They shouldn’t hold back on wages when the best person for the job is a woman. Women should ask for more pay when offered a job. A little research will help estimate what a fair wage should be for a job in a specific geographical area. Women should not settle for salaries offered to them initially and subsequently. An employer’s best offer is usually not their last. Provide Better Access to Childcare Services Talented women will resign from their jobs to care for their newborn children. Employers who lose talent will suffer in the long run. Think of the costs alone of training replacements. Companies can team up with childcare services to assist their female employees. Big organizations, on the other hand, can consider building their childcare centers. Address Discrimination Many people have a bias, sometimes indirect, against female leaders. This creates an unhealthy environment for talented women who may eventually seek opportunities elsewhere. Employers should conduct training that will change their employees’ negative perceptions of women leaders. They need to be reminded that women can be good bosses too. With these steps, women will find it more beneficial to take on leadership roles. In time, the barriers they face now will be things of the past!

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Tips on Creating Your Highly Engaged Top-Notch Team

Sự gắn kết, Goals, Hạnh phúc tại nơi làm việc, Khả năng lãnh đạo, Workplace Culture / My Holland

If you want a top-notch team in your organization, the solution is simple – attract the best people with generous compensation packages. Unfortunately, unlike big businesses, most organizations are not awash in money. But don’t despair, despite limited resources, you can still create highly engaged top-notch teams in your organization. What does highly engaged mean? Most employees perform as expected, but at 5 PM, they call it a day. They don’t care if a task is left unfinished and wouldn’t spend another minute beyond the required 8 hours. If asked to stay to complete a task before the day’s end, they expect some form of compensation for the extra time they’ll spend. Often, they’re happy with the way things are and view change as unnecessary. On the other hand, highly engaged employees stick around the office, on their own volition, until they accomplish daily goals they’ve set for themselves. They’re proactive, driven, passionate and committed. They believe in their organization’s vision and perform beyond expectations. Who wouldn’t want these employees in their teams? Search for Greatness Within Before looking outside, search for great talent in your organization. Of course, if you’re creating a new group, managers or department heads will not let go of their star employees. They wouldn’t want to break up their well functioning teams. But, it’s also possible that they have excellent employees who are underutilized or are mismatched to their jobs. They could be better assets to your team, where they can finally thrive and flourish. It’s wise to get to know your colleagues at work. The person you are searching for could very well be right under your nose. Recruit People with Potential It’s the next best thing when looking for highly engaged employees. Many experts believe that hiring people with great potential is better than hiring the best. But, you need a keen eye in seeking “diamonds in the rough.” Invite promising applicants to your office for an interview. Find real gems in the making by asking the right questions. Don’t put too much weight on resumes which only show background and experience. These don’t show a candidate’s attitude, sense of responsibility and reliability.

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“Do Women Make Good Leaders?”

Emotional Intelligence, Sự gắn kết, Goals, Khả năng lãnh đạo, Motivation, Positivity, Productivity / My Holland

Women are often underestimated in the world of business. Some countries mark the month of March as National Women’s History Month. The UN celebrates the International Women’s Day every 8th of March where the said day recognises and celebrates the achievement of women. So what better way to mark this day than by discussing a popular debate topic – do women make good leaders? At the lowest levels of workplaces across the globe, over half of employees are women, but as you move up the organisational ladder, the number of women drop off dramatically. In fact, at the very top of the tree, as few as 4% of organisation leaders are female. There are lots of discussions and claims out there about the way in which leadership between men and women differs. Traditionally, women are nurturing, empathetic and emotional. How do these traits and qualities translate into the world of business and leadership? Do they set us back or do they drive us forward? One Harvard Business Review (HBR) survey looked at 16 key competencies that make a good leader (including taking initiative, developing others and inspiring/motivating colleagues). The 7,280 results from the public and private sector companies proved the usual stereotypes – women rank higher than men in the so-called ‘nurturing’ competencies, such as building relationships. No surprises there. But what was also interesting, was that women also excelled outside of the traditional ‘female’ strengths. Women were rated higher than men in 12 of the 16 competencies, and were rated overall better leaders by their peers. When it comes to two of the traits – taking initiative and driving for results – men are often assumed to be better at these, but it was women who topped the poll. With the exception of the ‘ability to develop a strategic perspective, ’ in which men trumped women, women are highly regarded in leadership roles, because – not in spite – of their emotional and empathetic tendencies. Women are often underestimated in the world of business. They can face sexism in the workplace, but also a lack of self-belief. Tradition places men at the top of organisational structures, but the tide is changing … slowly but surely. Studies like this, and many more, prove that people within business rate women as strong leaders. Having the respect of those you work with is half the battle. Qualities such as being emotional are not viewed as negative traits by them, but as a positive in forging relationships with colleagues and more importantly, driving and achieving results. Let’s hope that not only the businesses out there take note of this, but women themselves. We need to have self-confidence to be able to go for the big jobs without fear of rejection or inferiority. Our traditionally ‘female’ traits do not have to be a barrier to success – they can be our reasons for success.

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Goals

Why To-Do Lists are Good for You

How To Be Your Best With A Growth Mindset

Women Leaders

Tips on Creating Your Highly Engaged Top-Notch Team

“Do Women Make Good Leaders?”

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