Food Allergies In The Office? What You Need To Know

Food Allergies In The Office? What You Need To Know

As someone with severe food allergies, I know how difficult it can be to address your food allergies with new co-workers and peers in an assertive yet informative way—especially when starting a new job in a completely unfamiliar environment. How can your place of work be inclusive of employees with severe food allergies?

What Is A “Severe” Food Allergy?

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Severe food allergies are called severe for a reason. They’re life-threatening and should be taken very seriously. When someone with food allergies ingests food that contains the triggering allergen, they can go into anaphylaxis. If not administered epinephrine (an EpiPen) in time to treat the anaphylactic reaction, the reaction can be fatal.

Work Spaces And Food Allergies Don’t Always Mix

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There are about 32 million Americans with food allergies. And with reports that food allergies in children increased by 50% between 1997 and 2011, they won’t be going away anytime soon. Two children in every classroom will soon mean two people in every office. So, what is it like to work in an office with food allergies?

To start, it may mean not having a piece of cake at that upcoming office birthday party. Lunchtime always keeps them on guard, and they usually opt to brown-bag-it, using caution in the cafeteria and shared office kitchens. Maybe they’re thinking about skipping the office outing to an unfamiliar restaurant on Friday, not sure if they’ll be comfortable eating there. Every day in an open office plan could bring anxiety, as they worry about airborne allergens and lack of safe, allergen-free spaces.

If you have food allergies, chances are you can relate to at least one of these things. But if you don’t have severe food allergies, you may be wondering: What does this really mean?

What The Law Says

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In the U.S., based on Section 504 of the Rehabilitation Act of 1973 and the ADA Amendments Act of 2008, the definition of “disability” has been modified to include those with severe allergies. This is due to the fact that severe allergies are “a physical or mental impairment that substantially limits one or more major life activities” (eating, breathing, and major bodily functions related to the immune, digestive, bowel, and respiratory system).

To sum it up:

“No individual shall be discriminated against on the basis of disability in the full and equal enjoyment of the goods, services, facilities, privileges, advantages, or accommodations of any place of public accommodation by any person who owns, leases (or leases to), or operates a place of public accommodation.” 42 U.S.C. § 12182.

Anyone with food allergies knows these laws are not widely enforced or known to apply to food allergies (think peanuts being served at baseball games or on airplanes). So, even though everyone in the U.S. with disabilities is entitled to the same rights as able-bodied people, people with severe food allergies often encounter their food allergies in these public spaces and at work and cannot fully partake in whatever activities are going on at these places. More importantly, their health and well-being could be at risk.

Most places of work are considered public places—by legal definition meaning “any enclosed indoor area used by the general public or serving as a place of work containing two hundred fifty or more square feet of floor space.” Therefore, the two laws mentioned above apply, or should apply, to your place of work.

What Employers Should Know

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Good employers want to be as inclusive as possible. Yet it can be hard to be inclusive of those with food allergies if you’re unaware of who has food allergies in your office.

The best way to be inclusive and considerate about food allergies is to ask new and current employees if they have any severe food allergies. And if any do, ask them what you can do to make their work environment safe and comfortable. This shows employees you care, and by acknowledging food allergies as something serious and very, very real, it already establishes that foundation of trust that is so hard to gain in the first place.

Consider what it’s like trying to decide when to tell an employer about your food allergy. When asked if you have a disability on a job application, food allergies are not listed. If there’s a space to check “other” and write in a different answer, you may consider, for a split second, writing in your severe food allergy.

Does your disability require reasonable accommodation?

Yes and no. It’s not a physical disability, in the sense that you can’t visually tell who does or doesn’t have a food allergy. Yet your arrival at a new company could require them to change their policies and culture.

As you can see, it’s not easy explaining food allergies at work when there’s no system in place to deal with them. That’s why, as an employer, you should come up with a system that works for your company. After all, it’s your job to make sure all of your employees feel safe and included.

What YOU Can Do

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If you’re someone with a food allergy, you probably have lots of experience navigating the world with your condition. But the professional world can be a bit tricky.

When starting a new job, it’s best to tell your boss about your allergy as soon as you can, if they don’t bring up the topic first (you’re responsible for letting them know, and you’re entitled to reasonable accommodation!). Then, ask if you can call a meeting to explain your situation to your new co-workers. This will allow for an open dialogue about the subject, and those who have questions will be able to have them answered in a supportive and honest environment.

If you don’t have food allergies, but work with someone who does, please be respectful of their condition. If you’re unsure whether it’s okay to eat something around them, just ask. Communication is always the right choice.

Everyone deserves a safe and comfortable work environment. And it’s important to remember that no one chooses to have a food allergy.

If we all try to be more kind and considerate toward our peers, it will make work better—for everyone!

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This article was originally published at an earlier date.

Answering “What Percentage Are You Willing To Travel?”

Answering “What Percentage Are You Willing To Travel?”

Talking about what percentage of time you’re willing to travel for work is something that trips up a lot of applicants. They often say what they think an interviewer wants to hear instead of an honest and well-prepared answer. This guide will help you understand what interviewers are looking for when they ask this question, […]

The post Answering “What Percentage Are You Willing To Travel?” appeared first on Career Sherpa.

How To Achieve Successful Strategic Partnerships

How To Achieve Successful Strategic Partnerships

Brand partnerships have reached unprecedented heights with the recent Barbie collaboration. Despite the brand’s six-decade legacy, Barbie sales experienced a challenging period with a continuous 12% decline in the three months leading up to the movie release. However, the movie launch brought a remarkable turnaround. The Barbie movie has officially become this year’s highest-grossing release, raking in over $1.3 billion globally.

To achieve this success, Mattel orchestrated partnerships with more than 165 brands across various industries, investing an estimated $150 million in marketing efforts, while the film production cost $145 million. And this is just the beginning, as we anticipate even more records to be set during back-to-school, Halloween, and the holiday season.

Brand partnerships thrive when executed strategically, considering all the critical elements for success, including risk assessment and meticulous pre-planning. In this article, I’ll guide you through these essential aspects, covering topics such as identifying the right partner, crafting effective partnership strategies, leveraging collaborations for innovation, risk management, developing joint communication strategies, and exploring emerging partnership trends.

Choosing The Right Partner

Choosing the right partner begins by aligning with your strategic goals and desired outcomes. For instance, if you aim to reach a new audience or explore innovation in a different category, consider the M&M’s and Krispy Kreme collaboration. M&M’s excels in leveraging consumer insights for flavor innovations. Their partnership with Krispy Kreme has ventured into an entirely new category with new flavors, showcasing how their brand’s strength can lead to expansion into uncharted territory.

It’s crucial to assess potential partners for their brand alignment and their track record of successful collaborations. Look for partners with a record of delivering value and achieving mutually beneficial objectives. Building strong brand partnerships is about shared goals, innovation, and a commitment to creating something exceptional together.

Effective Partnerships Strategies

The path to successful brand partnerships lies in forging long-term partnerships rooted in alignment from the beginning. This alignment must extend from the highest echelons, including the CEO level, to every individual within the organization who interacts with the partnership. It’s crucial that everyone understands the decision-making process in both companies, identifying influencers and decision-makers and comprehending the timeline down to the smallest details, all of which fosters trust.

A great approach is where the team managing the partner relationship remains engaged throughout the organization. This helps maintain focus on the partnership and its priorities. This is important when dealing with complex partnerships that span various aspects of both organizations. Regular check-ins at the day-to-day level, occurring at least weekly, if not more frequently, along with quarterly check-ins at the senior level and annual check-ins at the executive/CEO level, help maintain alignment and coordination between two organizations, each with its unique set of priorities and governing boards.

Seek out local, national, or global partners who resonate with your brand’s core values and share your mission. A good example of this is Make-A-Wish and Disney. This partnership goes back to 1980 when the first wish granted was a trip to Disneyland. Now, wishes include visits throughout the Walt Disney organization. This partnership works because they align on their values, giving children happiness through a wish.

Together, craft a collaborative plan that centers on clear objectives. Achieving alignment in messaging is paramount, as clarity in what you intend to communicate can make all the difference. The work invested upfront matters greatly, as it lays the foundation for success, ensuring that both parties derive significant value from the collaboration.

For instance, consider crafting a three-year plan. Year one focuses on executing joint programs, while year two involves refining and developing initiatives. By year three, the partnership matures, providing a clear trajectory for both organizations. Initiating a successful venture early in the partnership can be a powerful demonstration of the collaboration’s potential.

Leveraging Partnerships For Innovation

Leveraging partnerships to drive innovation is a strategic approach that can catapult organizations to new heights. By joining forces, businesses access fresh perspectives, expertise, and resources that can fuel creative thinking and spark innovation. It starts with both sides clearly defining their objectives and what success entails, enabling the exchange of ideas, technologies, and best practices within an environment conducive to breakthroughs.

A compelling example of this is Coca-Cola’s quest to innovate its fountain business. Surprisingly, they chose to partner with a design firm associated with Ferrari, the Italian luxury sports car manufacturer. The result was a remarkable soda machine that can be found in restaurants, allowing customers to craft their beverages from a plethora of options. It boasts sleek design, innovation, and user-friendliness, focusing on enhancing the customer experience while providing valuable flavor trend insights. This is an exemplary instance of identifying a customer pain point within a company and strategically seeking partnerships to revolutionize and address it effectively. In this case, they disrupted the conventional soda dispensing machine, achieving transformative results.

Mitigating Risks

When considering partnerships, it’s important to consider the potential for unforeseen challenges and each organization’s tolerance for risk. For instance, when partnering with a celebrity, there’s a risk of them getting involved in a DUI or other PR-related issues. Similarly, if your partner has a history of brand tarnishment, executive scandals, or financial instability, these factors can pose risks to the partnership. A notable example is Adidas, which faced a significant stock price plummet due to Kanye West’s anti-Semitic remarks. Such events underscore the necessity of clearly defining exit strategies for both parties in the contract.

Establishing a mitigation plan is crucial. This involves carefully developing communication plans for both sides and determining the risk tolerance for each party. It’s important to assess the potential downsides and risks upfront. The COVID-19 pandemic presented organizations with unprecedented challenges, causing them to rethink their partnerships, especially with universities or sports teams no longer playing in front of live audiences. The impressions they once relied upon were significantly diminished. Handling these issues often required renegotiating contracts or making alternative arrangements.

Navigating these mitigating risks can be daunting for someone new to brand partnerships. In such cases, seeking guidance from experienced partners in similar, if not identical, categories can be invaluable. Engaging with organizations with extensive experience in long-term partnerships and asking them about their experience can provide valuable insights. Questions such as what has worked for them, what hasn’t, and what they would do differently, if they were to draft the contract today can shed light on potential pitfalls to watch out for.

When it comes to brand partnerships, it’s about envisioning the positives and being proactive in assessing and mitigating potential negatives. Planning for contingencies and learning from the experiences of others in the field can help navigate the complex landscape of partnerships successfully.

Crafting Joint Communication Strategies

Sometimes, the smallest details can have the most significant impact. A joint communications strategy is one such detail that often goes unnoticed until it becomes an issue.

Picture this: You’ve invested time and effort into a well-thought-out messaging strategy, only to discover that your partner isn’t on board, even when presented with compelling supporting reasons. The key lies in pre-planning what you want to communicate, how you plan to leverage the partnership, the intended use of your communication efforts, and the value it brings to both partners. There are several factors to consider and prepare for well in advance.

Emerging Trends

One intriguing trend on the horizon involves cause-based naming rights. A great example is the Climate Pledge Arena where Amazon invested approximately $300 to $400 million for the naming rights to the new Seattle hockey arena but opted not to put its name on it. Instead, they included a clause emphasizing the arena’s purpose, which resonates with a growing shift towards promoting causes over merely affixing one’s name to a building. This trend holds promise as it places a greater emphasis on contributing to meaningful causes rather than adding more obscure or inconsequential names to structures.

Another area poised for significant evolution is the landscape of name, image, and likeness (NIL) rights for college athletes. The rules of engagement are still taking shape, and all parties involved—student-athletes, universities, and brands—are defining what this space will look like. College athletes typically lack substantial name recognition and awareness beyond their local market and university affiliation. However, there exists an opportunity for universities to form partnerships with their athletes. Some have already demonstrated adeptness at building sponsorship portfolios, such as Libby Dunne, a prominent American gymnast, who ranked as the highest-valued women’s college athlete in 2022 and has since become a social media influencer. Managing these partnerships can be a challenging task for a 20-year-old student, aligning with a brand’s values and mission. Both students and brands should consider the long-term implications. A student’s time in college is relatively short; post-graduation, they may pursue various paths—turning professional, maintaining their influencer status, coaching, or venturing into business. It’s a lot to expect a 20-year-old to manage the way a brand would manage a partnership that wasn’t aligned with its values and mission. Brands must be prepared to adapt to these transitions, recognizing the enduring value of maintaining a relationship with these influential individuals as they continue to command a substantial following. The realm of NIL rights for college athletes is still in the process of unfolding, offering a dynamic and evolving landscape.

In conclusion, successful strategic brand partnerships culminate in aligning goals, managing relationships, mitigating risks, crafting effective communication, and embracing emerging trends. By understanding these crucial elements, brands can confidently navigate the intricate landscape of partnerships, unlocking endless possibilities for innovation, growth, and lasting success.

For a step-by-step guide on developing a brand strategy, check out How To Develop a Brand Strategy by Lisa Perry. For more brand marketing insights, follow Lisa Perry.

Recruiting Tips: How To Set Your Candidate Up For Success

Recruiting Tips: How To Set Your Candidate Up For Success

Recruiting top talent is essential for organizations looking to thrive and innovate. However, the recruitment process is not just about finding the right candidates; it’s also about setting them up for success from the very beginning. To ensure that your newly recruited talent not only joins your team but also excels in their roles, it’s essential to implement effective strategies and practices.

In this article, members of Duffy Group discuss practical strategies for creating a positive candidate experience, from crafting compelling job descriptions to conducting effective interviews and providing meaningful feedback. Read on to discover the best practices and actionable tips that will help you attract, engage, and retain top talent, ultimately setting candidates up for success in their new roles.

Colleen Neese

You’ve confirmed an interview for your next career move so the next thing to do is prepare for the upcoming interview! Prepping for an interview is one of the critical steps in the process but oftentimes candidates don’t know what to do. My recommendation is to review your resume and take time to reflect on your experiences and skills as they relate to the job you’re applying for. Write down some of your biggest accomplishments, deliverables, and outcomes.

Hiring leaders and HR professionals don’t just want to hear what your job responsibilities have been; they want to hear how you positively impacted the business. It’s important to come prepared with quantifiable results.

All candidates should be prepared to answer basic interview questions such as “Why are you interested in this position?” or “What are your top accomplishments?” or “How would you describe your leadership style?” Many basic interview questions can be found on the internet and used for practice.

It’s also important to prepare for behavioral interview questions. These are usually multi-part questions that ask the candidate to share specific examples and outcomes. The more you reflect on your results, the better prepared you’ll be to answer these types of questions, also called “SAR” questions—situation, action, result.

Colleen Neese is a practice leader at Duffy Group. She specializes in recruiting executives in non-profit and healthcare.

Kristin Pozen

Woman uses interview hacks during her job interview

When setting up the client interview, I ensure my candidate has the proper address, directions, any special parking or security instructions, and who they should ask for. I encourage them to arrive 15 minutes early and even encourage a practice drive to the location if time permits.

I always send over the job description again and ask them to read through it. They should develop questions based on the research they have done on the company and the job description.

I find out who will be on the interview panel and supply biographies and LinkedIn profiles to the candidate to review. I want them to have a good understanding of the organizational chart within the team they are interviewing.

I schedule a time to debrief with my candidate within 24 hours of their interview with the client. I need to know not only how they felt it went but also if the client had any missteps that need to be addressed.

Sometimes there are multiple client interviews. I repeat this process each time and stay in contact through any background and reference checks all the way to the offer stage. I pre-negotiate their offer so the client knows to make an attractive offer the first time. This helps expedite offer acceptance.

Kristin Pozen is a research recruitment recruiter at Duffy Group and a former HR recruiter.

Sharon Grace

Man smiles during his interview with executives

If you’ve been in the job market the past few months and were in the market anytime between 2020 and early 2023, you might notice that the interview process has changed. The interview process is taking longer with multiple steps, the decision process is slower, and there are more candidates to compete with, depending on the industry and role.

The past few years were easy to get used to, with a high volume of open positions and rapid interview processes for most positions. If you changed jobs prior to 2020, then you know that the past few years were far from normal. If you are early in your career, you might not have much interview experience.

The market has been in a rebalancing cycle throughout the year. Most employers are still hiring, but not at the volume we’ve seen. Some companies are interviewing for positions that are nice to fill but not a must-have. I’ll use the term selective hiring.

Here are some tips to give the employer a reason to hire you now, before you are no longer on the market:

  • Virtual interviews: Most first interviews are still virtual for office and hybrid roles. Make sure your background is neat and professional-looking.
  • Wardrobe: Always wear a professional outfit, including virtual interviews; it’s no longer 2020! Dress varies by company and industry, but first impressions are important. The way you present yourself can be as important as what you say. This applies to both candidates and hiring leaders. The following is standard:
    • For a woman: Business attire is best. A suit or conservative dress is appropriate. Minimal amounts of jewelry and perfume. Stylish low-heel shoes are best.
    • For a man: A conservative blue or gray suit, long-sleeved shirt, and tie is still best. (Ties and maybe a jacket are usually optional in warm climates in the summer.) No jewelry other than a wedding ring and watch.
    • Take notice of the importance of fit, color, and age-appropriate. Wear something that complements your body type and nothing too loose or tight fitting, wear colors that flatter you and that you feel good in, and don’t dress too old or too young.
  • Close: Because you are looking good and feeling confident in your outfit, you developed a good rapport with the hiring leader, and the questions and answers were smooth and more like a conversation; it’s time to ask for the job! Tell them you are interested and why you are a fit.

Sharon Grace is a veteran search executive at Duffy Group who helps hiring leaders hire great people because of her proven track record as a strategic partner and advisor to recruit, identify, and assess talent.

Need help recruiting talent for your organization? Check out Duffy Group today.


5 Things Every Employer Wants To Hear In An Interview

5 Things Every Employer Wants To Hear In An Interview

Ever wonder what a potential boss wants to hear in an interview? What exactly can you say that will increase your chances of receiving a job offer?

I recently heard some great advice that lined up with my previous experience as a human resources manager, and so I thought I would share this great advice with you! Here are five things to communicate during an interview that will convince the employer you’re a great hire…

1. You Will Never Have To Tell Me What To Do Twice

Every employer wants to know they can give you instructions once and you’ll get the job done. I guarantee you that no employer wants to micromanage or ask an employee more than once to do something—no matter what it is.

2. I Will Complete The Job/Assignment You Give Me With Excellence

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The employer wants to hear that, no matter what, you are going to make it happen—that you’re going to get the job done and do it to the best of your ability.

3. I Am An Agreeable Person

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The employer wants to know that no matter what situation you are put in, you’re going to be a team player—and that you’re not going to create confusion, conflict, problems, or challenge their authority.

4. I Am Easy To Correct And Instruct; I Am Teachable

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If there is something that’s not getting done, or if you’re not doing it correctly, the employer wants to know that they can approach you to discuss the situation and that you’re not going to fly off the handle or think you’re superior.

5. I Am A Loyal Employee

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I will not talk poorly about you. I will do everything I can to promote you and help promote this business. While I am working for you, I will always be the best employee—whether for one year or 10 years. And, should I leave, I will be rehireable, and I will leave in an amicable and responsible manner.

Prospective employers nowadays understand that asking employees to make a commitment to stay for 10, or even 25 years, just isn’t realistic. Loyalty isn’t about longevity. It’s about being a committed and responsible employee while you’re with that company.

These five points are essentially what every employer wants to hear from a potential employee. Of course, this isn’t an end-all, be-all of an interview. But if you can communicate these very important points to a prospective employer during an interview, you will stand out among the other job candidates, and it will help the interviewer believe that you would be an asset to the organization.

Need more help with your job search?

Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.

What Does Being Prepared Mean?

What Does Being Prepared Mean?

National Preparedness Month (September) was established to increase awareness to plan and prepare for disasters and other emergencies. This includes events like natural disasters, power outages, and public health emergencies. Take the time to determine which disasters your area is susceptible to so that you can plan and prepare accordingly.

On the business side, organizations have plans to minimize the impacts of disasters on their critical business operations. Does this only apply to larger organizations? No! Actually, small businesses are especially vulnerable because they may not have the resources to recover as quickly as larger organizations. According to a FEMA study, up to 60% of small businesses don’t have a formal emergency response plan.

There are several resources and tools to help organizations of all sizes create a plan including Ready.gov for business, Federal Emergency Management Agency (FEMA), Small Business Administration (SBA), American Red Cross’s Ready Rating Program, and OSHA’s Evacuation Plans and Procedures eTool.

Preparedness At Work

Drill concept

If you haven’t reviewed your business continuity and/or disaster recovery plans lately, now may be the time. The business is continually changing so you want to make sure your plans reflect those changes. Does your plan include the new location you recently opened? Do you have a list of your key customers and vendors handy? Are you prepared if employees need shelter-in-place at work? In the event of a disaster, you want to be as efficient as possible.

You may want to consider establishing partnerships to share resources in the event of an emergency. Sometimes it takes a village to get through a major disaster. For example, if your dock is damaged during an earthquake, is there another business with a dock that can help (and vice versa)?

Organizations are reliant on their employees. When a disaster strikes, it’s natural for employees to ensure their own families are safe before going to work. It behooves organizations to encourage employees to be prepared when a disaster occurs.

Preparedness At Home

Disaster supply kit, emergency supplies

Individuals can take a few basic steps to start being prepared. Some key steps include:

1. Make a plan. Make a plan including communications, travel routes, etc. Tailor your needs for your family. If everyone is separated when the disaster occurs, where will you reunite? If you have school-aged children, do you know what their school will do in the event of a disaster? Ready.gov has a Make a Family Emergency Plan fillable form to help you get started.

2. Build a kit. Create and customize a kit to meet your family’s unique needs. Ready.gov’s Emergency Supply List outlines a great basic kit.

  • TIP #1 – Instead of buying all of the suggested items at once, buy them when they’re on sale.
  • TIP #2 – Include cash and keep bills (less than or equal to $20) in case merchants can’t provide change. Rotate items such as food and water so you don’t have expired items.

3. Update and practice your plan. Your family (and times) will change. Periodically review your plan to make sure it’s current and everyone knows what to do. For example, have you had a fire drill to ensure everyone can evacuate in a timely manner?

If you’ve already taken at least some of these steps, that’s a great start and you’re not alone. According to FEMA, more individuals are becoming better prepared—81% have gathered supplies, 65% have sought out preparedness information, and 48% have created an emergency plan.

In addition, you may want to find out what local resources may be available. This includes your local government emergency management agencies, schools, faith-based organizations, food banks, senior centers, and animal rescue organizations, to name a few.

The more prepared you are, the more likely you are to safely get through the next disaster or emergency. For more information on the importance of being prepared both at work and home, follow me on LinkedIn!

How To Prevent Downtime In Business

How To Prevent Downtime In Business

Downtime is any business owner’s worst nightmare. In today’s day and age, when critical technology breaks down or is not available, it can be costly to a business in more ways than one. Downtime can result in loss of revenue, frustrated customers, reduced productivity, and missed opportunities. Additionally, fixing or replacing the technology might be […]

The post How To Prevent Downtime In Business appeared first on Jobacle.com.

The Perfect Storm: Navigating The Future Of Work In The Digital Age

The Perfect Storm: Navigating The Future Of Work In The Digital Age

In mid-June, in the Leadership Table Talk Series, I had the privilege of interviewing Colin Corby—my friend, technologist, and CEO of Technology Wellbeing LTD, who over the last 20 years has been very studious of the influence of technology in the psychology of the mind, and where this might lead us. In this article, I summarize the key nuggets from our discussion.

In recent years, the world of work has been buffeted by powerful winds of change. From the rapid advancement of technology to the unexpected consequences of a global pandemic, businesses and their employees face a landscape that’s shifting beneath their feet. The culmination of these factors creates what some may term a “perfect storm.” The question is how do we navigate through it?

An Unsettling Landscape

The COVID-19 pandemic catapulted organizations into the future, forcing them to adapt quickly to remote and hybrid work models. While this pivot provided immediate solutions, it unearthed the fragility of our global economic structure. Such fragility was only exacerbated by global events like the war in Ukraine.

And just as the dust seemed to settle, newer challenges arose. Environmental, social, and governance (ESG) regulations, demographic shifts in the workplace, a mass exodus of experienced professionals (often termed the “Great Resignation”), and increasing reports of employee burnout became prominent. Toss in the projection by the World Economic Forum that by 2025 machines will equally share work tasks with humans, and it’s clear: the future of work is daunting.

What’s the toll on employees? A 2021 Deloitte report pinpoints a surge in burnout, absenteeism, presenteeism, and labor turnover. The more ominous insight? An overwhelming feeling of isolation pervades 40% of U.S. workers.

Digital Culture: Logic Or Magic?

Employee presents updates to executives/C-suite members on the future of work

In this tumultuous scenario, the emphasis on digital culture cannot be overlooked. But what is it? Simply put, it’s the intersection of technology, leadership, and employee interaction within an organization. With disruptive technologies constantly emerging, it’s vital for organizations to ensure that their evolving digital culture aligns with core values.

Why does this matter? Three primary reasons:

  1. Alignment with Organizational Values: Neglecting digital culture can result in a misalignment between an organization’s core values and the behaviors adopted due to disruptive digital transformations.
  2. Preserving Connections: Digital transformation has the potential to rupture the essential connections between employees. In an era of remote work, it’s vital to restore and strengthen these networks.
  3. Futureproofing: As technology takes on a more significant role, its interactions with humans will play a pivotal part in shaping an organization’s culture.

Ethical/Human Digital Transformation™: The Road Ahead

Team of employees stay connected during the digital age

As we brace for the future, we believe the answer lies in what we term Ethical/Human Digital Transformation™. This concept revolves around three pillars:

  1. Connectedness: In an era defined by loneliness, organizations need to foster genuine connections among employees. This goes beyond virtual meetings and entails a deep sense of shared purpose and mutual respect.
  2. Autonomy: Employee autonomy is pivotal. Organizations need to ensure that their systems and tools empower employees rather than constrain them.
  3. Flexibility: The future is uncertain. Ensuring that both the organization and its employees are adaptable is key to navigating unexpected challenges.

Embracing AI, But Retaining The Human Touch

Virtual leader talks to her employees during a work meeting

While AI promises a boost in GDP and efficiency, it also brings forth challenges. The automation potential of AI might threaten jobs, requiring leaders to adapt and innovate. The intertwining of human-AI dynamics requires vigilance to avoid “psychological entanglement,” where the lines between human judgment and AI outputs blur.

Leaders should be aware of AI’s limitations. Its outputs, often based on training data, may sometimes be misleading. Hence, the emphasis should be on retaining human strengths like critical thinking, creativity, and genuine human connections.

In Conclusion

As the storm rages on, it’s evident that the future of work hinges on striking a balance. Embracing technological advancements while upholding human values is the challenge ahead. Through proactive strategies and a human-centric approach, we can steer our organizations to calmer waters.

Mastering Your Interview Attire: How To Dress For Success

Mastering Your Interview Attire: How To Dress For Success

Getting ready for an interview can be a stressful activity. There are so many things to do: research the industry and company, brush up on practice questions, and find something appropriate to wear, just to name a few.

I can address interview attire. The first thing you need to do is understand not only what’s acceptable in your industry but also the company you will be interviewing with. Attire in the fashion industry is quite different than in the architectural field. If you are new to the industry, check out people you follow on social media in that industry to see what they are wearing in professional situations.

Once you understand company standards, consider the company where you have the interview. Look for a company website and browse the employee directory. How are these individuals dressed?

My recommendation is to find someone in the position one level up from the one you are interested in and use that attire as an example. If you are interviewing within your current industry, you should have a good feel for what all levels of employees wear to work. However, companies have different dress codes. Again, I would look at a company directory to see how most individuals dress and use that as a guide.

Now that you know what type of attire you need, find it. If you’re on a budget, look in your closet first. There are probably options there. Don’t forget to look through pieces you do not wear regularly. Most people do not walk around in suits when not at work. Shop discount or thrift stores. Go to department stores and boutiques and find the sale rack. You may get the perfect blazer or pair of pants on sale. You want something stylish, so do not buy something just because it’s cheap.

Here’s an important note: If you get the job, you will have to dress in this manner on a regular basis, so invest in pieces you will wear quite a bit. If you are not sure what to wear, work with a store associate or personal stylist. We will make sure you are dressed well.

The title of this article is “Mastering Your Interview Attire” which means I want you to have multiple outfits. The reason is that many companies require multiple interviews before choosing a candidate. In fact, you may be contacted after an interview to schedule a second one within 24 hours of the first. Have a few outfits ready by creating a small capsule wardrobe for interviews. A capsule wardrobe is made up of garments that go together, usually in one color and accent color.

Take some of the anxiety and stress out of interviewing by BEING PREPARED mentally, emotionally, physically, and stylistically. Good luck and go get ‘em!

For more information on how to master your interview attire and dress for success, follow me on LinkedIn, TikTok, Instagram, and Facebook.

Mastering Your Interview Attire: Expert Tips For Crafting The Ideal Professional Wardrobe

Time Management: 4 Keys To Avoiding Work-Related Stress

Time Management: 4 Keys To Avoiding Work-Related Stress

Workplace stress is considered normal. However, excessive stress may negatively affect your productivity and personal health. The way you deal with stress at work can make a difference. Many people assume that they don’t have any control over their work environment. Yes, you can’t control everything at your workplace, but it doesn’t mean you’re powerless.

Stress management isn’t a big deal if you keep your focus clear and think about the aspects that ARE in your control. If you are over-occupied with work, then it might make your attitude stubborn or irritable. You can lose your confidence and your work will seem less rewarding. If you don’t manage workplace stress at its initial stage, then it will ultimately result in bigger problems.

Here are some simple time management tips to regain your control over difficult situations and handle work-related stress effectively:

Balance Your Work-Life Schedule

Woman on laptop works a flexible work schedule to balance work and life

Analyze your daily schedule and responsibilities at home and work. Make a to-do list and estimate the time needed to complete tasks. Create a smooth balance between work and family life. Analyze your eating and sleeping habits (many people don’t get enough sleep). Eat a balanced diet and try to get 6-8 hours of sleep.

Don’t Over-Commit

Businessman stresses out over his job responsibilities

It’s not humanly possible to work well consecutively for 8-9 hours. Some people think that if they work uninterrupted for eight hours, then they can get more work done. This concept is not true. Instead, it will decrease your energy and productivity levels and lift your work-related stress level.

Avoid putting too much on your plate and scheduling tasks back-to-back. Don’t over-occupy yourself and take on too many tasks for a single day. If you have heaps of tasks, then make a distinction between “should” and “must.” Drop down tasks that are not on priority right now or remove them entirely from your list. Time management is essential to any workday.

Get To Work Earlier

Employee rush to get to work early

Try to get to work early. Even 10-15 minutes can bring a huge difference between rushing toward your seat and peacefully starting your day. Don’t add one more stressor to your list by arriving late to the office.

Organize Your Breaks

Coworkers eat lunch outside during the summer

Take a few five-minute breaks throughout your day to keep your mind fresh. Go for a walk, stretch at your desk, conduct a breathing exercise, or engage in small chit-chat with your colleagues to keep yourself active. Sitting in one place the whole day can make you dull and lethargic.

Go out or get away from your cubicle for lunch. Stepping away from your tasks and taking small breaks will help you relax and recharge so you can conquer new challenges.

Pressure at work is sometimes motivating but an excessive amount of it results in stress. By effectively managing your time, you can organize your tasks, meet your deadlines, and beat work-related stress.

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This article was originally published at an earlier date.

How AI & ChatGPT Will Impact The Job Search Process

How AI & ChatGPT Will Impact The Job Search Process

AI is about to completely disrupt how we look for work. If you haven’t used AI or ChatGPT in your job search, chances are your competition has. What does this mean for the job search process and the future of recruiting?

Due to AI and ChatGPT, anyone can slap together a resume and cover letter now, and that means everyone’s resume and cover letter are going to look the same. Employers and recruiters aren’t going to know if your skills and experience are real. They’re not going to know if you’re real.

So, what will they do?

Recruiters Will Have To Authenticate You

@j.t.odonnell Replying to @christinamzc Here’s How AI & ChatGPT Will Impact Job Search 😲😜🤔🤓 AI and chat GPT are going to have a huge impact on job search in the very near future. that’s because they are making it possible for people to create fake resumes and cover letters. as a result recruiters and hiring managers are going to need a way to authenticate that you are who you say you are. I think that we’re going to see a big transformation with some new technology that’s going to enable us to prove our value to Employers in a new way. I think it’s exciting times ahead but you’ll want to pay attention because this will happen quickly and if you don’t adapt you could be left behind. here’s how job search is going to be directly impacted by this technology. and while you’re waiting for it to happen if you’d like help with your resume check out the new tiktok series I’ve listed below that can help you. #AI #chatgpt #jobsearch #jobsearchtips #careertok #careercoachontiktok #coverletter #resume ♬ original sound – J.T. O’Donnell

Employers and recruiters are going to have to authenticate you somehow. The job search process will shift from resumes and cover letters to a new era where recruiters truly find you. And that means there’s going to be new technology coming down the pike in the next year that is going to enable recruiters and employers to do that. This technology is going to authenticate you because it’s going to use things like video in order to know that you are who you say you are.

Now, before you come at me and say, “Yeah, but they’re making avatars,” trust me, there will be new technology that’s going to verify you are who you say you are and it’s going to give you a chance to put yourself in front of hiring managers and recruiters and compete in a way you’ve never been able to before. Plus, it’s going to increase the number of recruiters coming to you about open positions you’d be a fit for.

I don’t know about you, but I hate knocking on doors and schlepping off resumes and never hearing back. This technology is coming now, and it will make it easier to connect with employers.

People often ask me, “Will I need a LinkedIn profile?” Yes, you will always need a LinkedIn profile. LinkedIn is the yellow pages for your business-of-one. It’s how people find you. But it’s tools that are coming down the pike to help compete against AI fakeness—that you’ll use in conjunction with LinkedIn—that are going to completely change how you look for work because you’re not going to look for work anymore. You’re going to shop for jobs. You’re going to be a job shopper. You’re going to be discerning. You’re going to know what you want, and what you want is going to come to you.

The day this technology drops and I can tell you about it, I am going to share it all with you and show you how to leverage it so that you can go out there and finally start getting the jobs you want and deserve. Good luck, and go get ’em!

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