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Managing Your Personal Brand

3 Things You Must Start Doing When You Become a Team Leader

You have a personal brand regardless of whether you have dedicated time crafting it or not. Your personal brand is the summation of what can be found about you online. If a stranger were to come across your social media, how might they interpret that information to determine who you are. Is it an accurate portrayal of who you are and how you’d like to be represented? If not, then you may want to consider a personal rebranding.

Think of a leader who you admire. What qualities come to mind when you think of them? Chances are these qualities came to mind very quickly. This is because they have been effective at managing their personal brand. Managing your own brand is crucial because it allows you to be more in control of your career, and act in accordance with your capabilities and values. This will ultimately enable you to have a more intentional and fulfilling career.

Figure out what you’re all about

The first step in managing your own brand is to take the time to self-reflect and determine what it is you want to be known for. Remember to be genuine and stay true to yourself. Your personal brand will be strongest if it is authentic and original to you. You should not base your brand on what you think others expect or want. Staying true to yourself will allow you to discover and highlight your superpowers so that you can find your own path. Your potential employer will appreciate and respect you more for it.

You can get started by looking at your history. Both your professional and personal experiences have helped to shape you into the person you are today. Think about which of your experiences have been the most meaningful and influential to you.  Your brand should demonstrate your unique history and personality while speaking to your interests, skills, and strengths. You should also consider what overarching message or theme you want to communicate with your personal brand.

Practice what you preach

Your personal brand doesn’t begin and end with your online presence; it fully encompasses all your interactions – online and in real life. Your personal brand should reflect what you are passionate about, your values, and your experience; and you should reflect your brand. Do your best to act in accordance with your goals, values, and strengths all the time.

Also make sure to always be on the lookout for opportunities and experiences that align with your personal brand. Being open to these will help you cultivate your brand, solidify your reputation, and build your community. This could mean that you need to create your own opportunities, but that’ll be a piece of cake for you since you are the expert on yourself.

Craft your online presence accordingly

You may want to perform an audit of your social media platforms. Review your posts, shares, and likes from the point of view of a stranger and determine if they are still appropriate for the “you” you are crafting. You may consider removing posts or updating bios and descriptions for anything that no longer aligns with the personal brand you are currently crafting. We all grow, and change; removing posts that no longer speak to who you are is perfectly acceptable. You can also control your online persona and personal brand on social media by updating your privacy settings.

Have fun playing with different ways to control your message and get your personal brand out there. Creating your own website can be a creative and effective way to do this. When it comes to managing your personal brand, the details are important. Be intentional about the words and photographs you use to make sure that you are coming across as you intend. Even smaller details, such as fonts and colors, can impact how you are perceived, so think carefully about those as well. Making sure these aspects accurately portray the brand you are crafting can be challenging, but certainly worth the effort.

Update your résumé

While it’s absolutely essential to tailor your résumé to fit every specific job description, it’s also crucial that your résumé always reflects your personal brand. You can communicate your personal brand through your word choice, the experiences you highlight, and many other components of your résumé. The important part to keep in mind is that no matter what job you are applying for, make sure that your unique perspectives and goals shine through.

Continue to make revisions

Your personal brand is not set in stone. It should remain fluid and frequently be updated to match your current experience, goals, interests, and progress. Taking the time to reflect on where you are currently and how this fits in with your personal brand will keep you in tune with your motivations and values. And this will set you up for greater career success and fulfillment. You are constantly changing, evolving, and growing, and your brand should reflect this.

Managing your own brand goes far beyond “looking good on paper.” You can not have an authentic brand if it is based on what you think others want from you. It can only be based on what you want from yourself. Ultimately, you should keep your accomplishments front of mind and keep your focus on your future goals. Both are important for building a fulfilling career path and shaping what you want to be known for. The more aligned this is with who you are and how your specific superpowers can help others, the easier you will find this process and the happier you will be.

 

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Soft Skills: The Testament to Your Personal Development

3 Things You Must Start Doing When You Become a Team Leader

When building your resume, you may naturally place emphasis on your technical skills—those relating directly to tasks you’ll be performing on the job. Technical skills are undoubtedly important, as they can demonstrate your experience and capabilities. They show what you can do. However, it’s also important to include soft skills on your resume. Soft skills are attributes that enable you to interact effectively and harmoniously with others. They are crucial for workplace success.

Soft skills are often related to your attitude and intuitions. They are less about qualifications and more based on the status of your personal development. As technology advances and jobs become increasingly more automated, having interpersonal skills that computers can’t match becomes even more essential. In this article, we will discuss six of the most important soft skills. We'll talk about they can make you more successful not only in your workplace but within your life.

Organization

Organizational skills can include attention to detail, persistence, and time management. The ability to maintain organized and efficient operations is extremely important. If someone has great technical capabilities but is frequently disorganized, they will be unlikely to live up to their full potential at work. Strong organizational skills demonstrate a commitment to carrying out tasks and duties in a timely manner, with a focus on quality.

Problem-solving

Problem-solving skills involve using creativity in order to resolve issues or perform tasks more efficiently. This is much valued by employers. A workplace full of strong problem-solvers is likely to run smoothly and remain unharmed by any minor hiccups. Problem-solving also means being innovative, and new ideas are valuable to any workspace.

Teamwork

Most employees work as part of a team, and even those who work ‘alone’ need to collaborate with other employees at some point. Being able to engage in productive collaboration is extremely valuable. If you’ve ever worked on a team or group project where some of the members were clearly not eager to work together, you have seen how difficult it can be.

People who are skilled at working in a team appreciate the value of joining forces with others in order to accomplish shared goals. They know when to delegate, and how to allow each person to contribute in ways that play to their unique strengths. Strong teamwork skills will make your life, and the lives of your team members so much easier.

Communication

Whether verbal or written, good communication skills can help you in all aspects of your career. Being able to communicate well means being skilled at delivering your message to others in a wide range of situations. Sometimes, you may need to communicate ideas that are uncomfortable or unpleasant. Conveying these messages tactfully and without creating conflict is an extremely desirable attribute that employers value.

Also essential to strong communication is the ability to listen actively and attentively. Being a good listener is crucial because it will help you respond more appropriately and will also help your co-workers/employers/employees see that you value and appreciate their ideas.

Adaptability

Being adaptable means being able to adjust and perform well under a variety of different conditions. Flexible employees often refine processes and identify new ideas for a business to explore. In any job (but especially in technology-driven fields or startups), changes occur unexpectedly. Being able to work with these changes and adjust quickly is extremely desirable for employers.

Adaptability can even make up for a lack of technical skills in some situations. For example, if you have never worked with the computer system that your job uses, but you are adaptable, employers may disregard your lack of experience because they see that you are motivated to learn, and know that your technical skills will follow.

Empathy

Empathy is simply the ability to understand and share the feelings of others. With that insight, you become better adept to support others through challenging situations. Empathy is an essential human characteristic, and can also be very beneficial in the workplace, as it can enable you to resolve conflicts, build more productive and collaborative teams, and improve relationships with co-workers, clients, and customers.

If after reviewing this list, you are concerned that you may not be as strong in some of these skills as you could be, don’t worry. Even though soft skills are not taught formally in a course or class, they can be developed and fostered through self-reflection and the observation of others. Remaining proactive with your personal development will increase your emotional intelligence which will significantly impact all your relationships for the better, not only the ones at work but across all facets of your life.

 

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Paternal Leave: Why You Should Take It, If Offered (and Push For It, If Not)

Parental Leave

Traditionally, parental leave was seen as a “mother’s issue”, but that is not the case anymore. Paternal leave is becoming increasingly common, and it’s a good thing for everyone. Here are some reasons why new parents should take advantage of paternity leave. Additionally, while this article focuses primarily on fathers in heterosexual relationships, it’s paramount to acknowledge that there are many types of families, and they would all benefit from having more family leave.

Better relationships with spouse and children

Paternal leave can have powerful and positive effects on families. Paternal leave allows fathers a bigger part of their children's lives from the very beginning. Studies have shown that dads having a more active role in parenting leads to better behavioral, social, and psychological outcomes for children. Paternity leave has also been shown to strengthen romantic partnerships, and even correlates with lower divorce rates. When both parents are able to take time off, they learn together how to navigate the new responsibilities of parenthood, together. This builds trust and understanding and sets up a strong foundation for their relationship as partners and co-parents.

Improved gender equality in the workplace

It’s well-known that women, on average, earn less than men and that this wage gap is especially large for women of color. A contributing factor is that women are disproportionately driven out of the workforce due to the caregiving expected from them. This also contributes to hiring bias. Employers may subconsciously choose a man over a woman expecting that the man will have fewer responsibilities at home. Normalizing paternal leave helps to level the playing field at work. Additionally, research shows that with every additional month of parental leave taken by the father, the mother’s earnings increase by about 7%. And mothers whose spouses take paternal leave tend to return to work more quickly.

Help fight the stigma that caregiving is a woman's responsibility

The idea that keeping house is a woman’s responsibility is obviously problematic and outdated. Caregiving is valuable and rewarding for people of all genders. In fact, qualities that are often strengthened during caregiving like empathy and patience are also qualities of great leaders at work. Studies have shown that dads who take paternity leave continue to have a greater role in housework and childcare long after they return to work. This not only contributes to better equality and satisfaction at home but leads to them being more well-rounded individuals.

Better work-life balance

Half of fathers say that they have missed out on important milestones and events in their children’s life because of work conflicts. Dads who take paternity leave often report better job satisfaction. Better job satisfaction allows them to be more productive at work and home. They also frequently report the time they spend at home is very fulfilling. While on leave, they don’t have to worry about missing out on important parenting moments. Paternity leave gives them the time they need to establish routines and get used to parenting. This makes it less overwhelming once they go back to work.

What prevents fathers from taking it?

Now that we’ve talked about the benefits of paternal leave, it’s important to talk about why not everyone takes it. Some of the main reasons are economic pressures and stigma.

Economic Factors

In the United States, the Family and Medical Leave Act of 1993 allows up to 12 weeks of job-protected (but unpaid) leave for specific family and medical reasons. Of course, with no source of income, it can be a challenge for parents to take much time off. Some parents even report fear of losing their jobs due to taking too much time off. That is why Paid Family and Medical Leave (PFML) is crucial. Many people are working to expand paid family leave. This would allow both mothers and fathers to take time off to raise their families without penalty. Celebrities like Chance the Rapper, Anne Hathaway, and John Legend are even joining the fight.

Social Stigma

The old-fashioned idea that men are supposed to be the sole breadwinners of the family may is outdated. However, it still leads many men to feel as though they shouldn’t take time off for family. What’s more, just 26% of managers encourage men to take leave. But choosing to take paternal leave, even if it is not already encouraged, is a huge step fathers can take in breaking the stigma. 73% of fathers believe there is little support for fathers in the workplace, and 72% of men said they would have taken longer parental leave if they had seen their co-workers do so.

Being brave enough to push for paternal leave at companies where it’s not already offered will help employers understand that it’s something employees value. This would be a huge step toward changing the culture. Plus, companies that offer paternal leave generally have happier and more productive employees. This shows that it is beneficial to the companies as well.

Taking paternal leave improves dads’ relationships with their children and spouse, leads to a better work-life balance, enables better gender quality at home and in the workplaces, and even benefits companies by creating happier and more productive employees. However, it is not universally accessible and there is still a stigma surrounding it. If paternity leave is offered at your company, you should take it. If it’s not, we greatly encourage you to push for it.

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How to Deal With Mid-Career Burnout

How to Avoid Mid-career Burnout_cover

Career burnout is a genuine phenomenon, with nearly two-thirds of full-time workers having experienced it at one time or another. Rates of burnout are particularly high when people are in the middle of their careers.

Professionals who were once energized by their jobs can start to feel drained and diminished by them. You deserve to have a career that inspires you, challenges you, is meaningful, and aligns with your values, but doesn’t take more from you than it gives back.

So, what measures can you take to avoid mid-career burnout?

Make sure your job serves you well

Choosing a position that will allow you to achieve your desired lifestyle is an incredibly important proactive action that will help you avoid mid-career burnout. Check-in with yourself:

  • What is essential for you in a job or career long-term?
  • What kinds of stressors you can handle and not handle?
  • What volume of work are you willing to take on?

Look for work that excites you and that you find meaningful. Also, consider how much autonomy a position will offer you. When researching, look for employers that are taking actions to increase employee satisfaction.

 

What burnout looks like

It’s normal to feel tired or overwhelmed from time to time, but if these states are dominating your life, it may mean that you’re reaching your limit. Burnout looks slightly different for everyone.

Burnt-out individuals may become apathetic about the outcomes of their work and have trouble focusing. They may feel constantly stressed, fatigued, or uncharacteristically bothered by small annoyances. They might notice that their performance is slipping.

If you notice some of these signs in yourself, it might be time to take action.

 

How to Avoid Mid-career Burnout

What can you do about it?

Be mindful of how you spend your free time

The activities you do outside of work have the power to either exacerbate or appease burnout. Some unhealthy habits may actually be contributing to your burnout more than you realize.

For example, you might think that mindlessly scrolling through social media is helping you decompress, when it’s actually eating up more time than you’re aware of and worsening your anxiety.

Spending time exercising, learning a new hobby, or with friends and family can be very rewarding and beneficial for your mental state.

That being said, it’s your time, and you can spend it, however, the heck you want to! Do what brings you the most delight and fulfillment. Regardless of which activities you prefer it’s critical that you’re active, rather than passive, in deciding what to do with your time.

Set boundaries

While it’s admirable to be responsible and to go above and beyond at your job, it’s important to notice when you may be taking on more than you can handle.  Being available for work 24/7 is very taxing, and if you take on too much it’s only a matter of time before your performance and your mental health start to suffer.

If you were the last person to take the lead on the last three projects, and you’re feeling exhausted, maybe it’s time to let someone else take charge this time. You may wish to have a conversation with your employer or your co-workers to clarify when they can expect you to be online, and when you are on your own time.

Ask for support

Mid-career burnout can be extremely frustrating and upsetting but know that you are not stuck and you don’t have to go through it alone.

Talk to a therapist, or ask for advice from friends who may have had similar experiences. It may also be helpful to express your feelings to your boss and explore ways that you can be challenged or supported in your position.

After all, employee dissatisfaction is not only harmful to the employee, but to the company as well. It is in everyone’s best interest that they hear out your concerns and help you make the changes that you need to.

Add joy to your workday

Whether it’s listening to your favorite playlist while you work, treating yourself to a delicious lunch, or focusing on the parts of your job that you find the most enjoyable, a little joy can go a long way in combatting burnout.

Consider a job change

If you’ve done everything you can and you still feel deeply unsatisfied with your current position, consider your options, and what it might look like to change jobs, or even shift your career direction.

If you decide that changing paths is what’s best, get specific about what you like and dislike about your current job. Use your findings to propel your job search and find a position that better aligns with your goals, strengths, and values.

 

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Upskilling and Reskilling: The Secret to Staying Ahead of the Competition in Hiring and Brand Reputation

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Pioneer companies are aware of the changing technological demands of the workplace. Last year, Amazon announced it would be dedicating $700 million to provide 100,000 employees access to upskilling training programs. In comparison, salesforce pledged to train 500,000 Americans with the skills they need to earn Salesforce credentials. Analyzing what skills are missing across the organization and upskilling or reskilling employees based on those skills will help create a growth-focused culture and continuous learning.

More than half – 56 percent – of organizations believe they have a moderate to severe skills gap today, and 60 percent of employees believe that, to some extent, their current skill set will become outdated in the next three to five years. A commitment to upskilling and reskilling employees is quickly becoming the best path to overcoming skills gaps. Among the numerous challenges and responsibilities, one key question looms large: "How to Upskill and Reskill Employees?" This comprehensive guide will explore the strategies and best practices that can help you transform your workforce into a dynamic, adaptable, and future-ready team.

The Imperative of Upskilling and Reskilling:

Before we delve into the 'how,' let's understand the 'why.' In an era marked by digital disruption, economic volatility, and shifting market dynamics, upskilling and reskilling have become business imperatives.

Here's why:

Stay Competitive and Improve Employee Retention

Markets evolve, and so must your workforce. Upskilling and reskilling ensure that your organization remains competitive by harnessing new skills and technologies. In addition, employees want learning and development opportunities to help them stay relevant in their roles as well as position them for advancement. Providing a pathway for skills development motivates employees. Making them feel valued and supported, increasing their likelihood to stay with your organization long-term. Upskilling and reskilling team members also helps keep companies competitive and shows that they are motivated to invest in the professional development of their employees.

Improve Morale and Productivity

Training and development opportunities help employees move forward on their career path and helps them envision their future with the organization, improving morale. Across teams, efficiency and productivity are improved, paving the way for increased satisfaction and strengthening your company’s competitive edge.

Attracts Great Talent

As word of your commitment to upskilling and reskilling spreads, your reputation in the eyes of your employees and the wider talent market improves. 91% of the millennials indicated that they preferred career development to any other benefit when choosing to join a company. By offering the right mix of upskill and reskill opportunities, employees who are motivated to keep learning and growing are motivated to stay and great talent with a similar mindset is encouraged to join. Employees value professional development opportunities. Offering them a chance to learn and grow within the company enhances retention rates.

Reduces Hiring Costs

Hiring is costly, from one-half to two times the employee’s annual salary. A measurable advantage of upskilling and reskilling is that it reduces hiring efforts to search for a specialist in a field. It is a much smaller investment compared to the cost of the recruitment process for hiring a new employee.

Upskilling and reskilling can help your company secure the right people with the right skills that you need to compete today while providing flexibility to arm team members with the necessary skills needed in the future. This attention reduces the need to look outside for talent with specific skill sets, saving time and hiring costs, and allows for continuity among team members when it comes to proprietary company knowledge that would have otherwise walked right out the door.

Adaptation for Change

Rapid technological advancements and industry shifts demand a workforce that can adapt swiftly. Reskilling keeps your team agile in the face of change.

The Blueprint for Effective Upskilling and Reskilling:

Assessment and Gap Analysis:

Start by identifying skill gaps within your organization. What skills will be crucial in the future? What does your workforce lack today?

Define Clear Objectives:

Establish specific upskilling and reskilling goals. What are you trying to achieve? Align these objectives with your overall business strategy.

Invest in Learning Resources:

Provide access to a variety of learning resources, from online courses and workshops to mentorship programs. Encourage employees to explore and choose learning paths that suit their goals.

  • Online Courses/Webinars

Remote learning is the most popular way to upskill and reskill during the current times when most employees are working from home. Online courses can be free or paid, and most of them provide a certificate at the end of the course. Investing in online classes allows you to upskill employees regardless of their location and time zone.

  • Classroom Training

Organizations can also upskill employees in a traditional classroom setting. You can hire trainers or institutes to share ideas and teach new skills and software to your employees. However, with the project deadlines, work commitments, and remote working, it becomes more challenging to attend scheduled training on the allocated day, time, and location.

  • Mentoring

Mentorship programs within the organization are another great way to upskill employees. Subject matter experts (SMEs) from different areas can pair with employees to share new skills. This helps companies to leverage their existing talent to meet future requirements. Mentorship programs come in various forms and can be customized based on the upskilling or reskilling needs.

Create a Culture of Learning:

Foster a workplace culture that values continuous learning. Encourage curiosity, innovation, and knowledge sharing among your employees.

Measure Progress and Adapt:

Regularly assess the effectiveness of your upskilling initiatives. Are employees acquiring the skills they need? Adjust your programs as necessary.

Lead by Example:

You should actively participate in upskilling and reskilling efforts, as well. When leaders prioritize learning, it sets a powerful example for the entire organization.

Challenges and Solutions:

Implementing upskilling and reskilling programs isn't without its challenges. Some employees may resist change, or logistical issues may arise. However, addressing these challenges proactively can lead to successful outcomes:

  • Resistance to Change:

Communicate the benefits clearly, involve employees in the decision-making process, and showcase success stories.

  • Logistical Issues:

Invest in robust learning management systems, provide flexible learning options, and allocate sufficient resources.

The Ripple Effect of Success:

Effective upskilling and reskilling efforts not only benefit your employees but also create a ripple effect throughout your organization:

Increased Productivity:

Increased productivity is a critical outcome of upskilling and reskilling efforts within an organization. When employees acquire new skills, they become better equipped to excel in their roles, resulting in higher efficiency and productivity.

Enhanced Skillset:

As employees undergo upskilling or reskilling, they gain access to new tools, techniques, and knowledge relevant to their job functions. This expanded skillset allows them to approach tasks and challenges with a higher level of competence.

Optimized Workflow:

With newfound skills, employees can streamline their work processes. They are more likely to identify inefficiencies and implement improvements in their daily tasks, leading to time and resource savings.

Problem-Solving:

Upskilling often involves developing problem-solving and critical-thinking skills. Employees become more adept at identifying and addressing issues, leading to quicker and more effective resolutions.

Faster Learning Curve:

When employees are upskilled or reskilled, they can adapt more swiftly to changes in technology or industry trends. This reduces the learning curve associated with new tools or processes, ensuring that they can hit the ground running.

Multitasking:

A well-rounded skillset enables employees to handle a broader range of responsibilities and tasks simultaneously. They can juggle various aspects of their roles with greater ease and effectiveness.

Quality of Output:

With enhanced skills, employees can produce higher-quality work. They are more likely to meet or exceed performance standards, resulting in superior products or services.

Time Management:

Improved skills often go hand in hand with better time management. Employees can allocate their time more efficiently, focusing on tasks that matter most to the organization's success.

Confidence and Motivation:

As employees become more proficient in their roles, they gain confidence in their abilities. This confidence can lead to higher motivation and job satisfaction, driving them to perform at their best consistently.

Adaptability:

The ability to adapt and learn new skills is a valuable trait in today's fast-paced business environment. Upskilled employees are better equipped to embrace change and stay relevant in evolving industries.

Leadership Potential:

Employees who continually enhance their skills may develop leadership qualities. They can step into roles that require mentoring and guiding others due to their expertise.

In summary, upskilling and reskilling initiatives create a symbiotic relationship that brings about substantial benefits for both individual employees and the organizations they serve. Upskilling and reskilling are investments that yield substantial returns for both employees and organizations. This transformative process is truly a win-win scenario, as it ushers in a multitude of advantages. They foster an environment of growth, development, and innovation, positioning businesses to excel in today's dynamic and competitive landscape. This holistic approach to workforce development is, undeniably, a driving force behind an organization's sustained success and ability to thrive amidst change.

 

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