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If you are a leader who aims to become a human leader, who might feel that your personal mission in life encompasses enabling greatness in others; helping people figure out how they matter, how their teams matter; how they can work together unleashing their potential for the greater good; and making a positive difference, then these might come in handy as you continue to build your leadership skillsetâfor today and the future.
1. Establish Trust
In any human relationship, trust is at the base; it is foundational. In this great period of change, uncertainty, and anxiety that weâve all feltâhow many of us feel exhausted and scared due to all of this? The teams and the people that youâre leading might be feeling deep levels of discomfort, maybe paralysis and even fear. There has never been a more crucial time to establish, deepen, or re-establish trust.
Establishing trust with the whole person, with everything that they are, is especially important. One way to do this is firstly by getting to know them. Take the time to know your people, really know themâwhat their aspirations, challenges, and career expectations are amongst other key areas.
Display your ability and expertise in supporting them, act with integrity, genuinely care for others, and be dependable. These will get you a long way in building or deepening trustworthiness.
2. Ask Powerful Questions
If you want to learn what other people think, feel, expect, aspire to, etc., you must ask, and asking powerful questions can really provide you (and your coachee/employee/direct report) a lot of value and insight.
The definition of a powerful question is a question that will help the recipient âthink, reflect, wonder, gain an insightâ amongst other powerful things. Think of it this way: when you ask a powerful question, you are helping the recipient of that question gain perspective.
These types of questions usually start with what, how, when, or who. Depending on the topic at hand, they can really help you create a thought-provoking, high-impact conversation. Try it!
3. Listen Actively
Have you ever wondered why we have two ears and one mouth? Some of us think itâs because there is an important proportion of time that the coachee/employee/direct report needs to have to express themselves, instead of us providing them with all the right answers.
Coaching is about âpartnering with someone, in a thought-provoking and creative process that inspires them to maximize their personal and professional potentialâ (ICF).
One way to listen effectively or actively is to âlisten to understandâ not to respond. One of the shortcuts that we, as humans, create is what we understand as an ability to be ready to fire the response to someone as soon as they finish speaking. This is not active listening. This is listening to respond, which does not give you the necessary information or clarity. Does this sound familiar to you?
4. Establish Vision
âThere are many ways to achieve a desired state, yet when you use a âvisionâ technique for your coachee/subordinate/employee to envision the future (desired) state, you provide them with a unique opportunity to not only decide how to get to that goal, but youâre also promoting the opportunity for him/her to be creative, imaginative, and grow.
This is about focusing on the future, not on the pastâyet taking advantage of lessons learned and capitalizing on both.
5. Set SMART Goals
Focusing merely on setting up a strategy and expecting everyone to understand what they needed to do to achieve it is no longer the right approach. Productivity is no longer the result of repetitive, routine actionsâso passee, especially in the light of a post-pandemic environment. We need everyone in our teams, in our organization to be able to bring their whole selves and unleash their full potential.
Weâre so in a VUCA world and for our organizations to succeed, we need our peopleâs imaginations, we need them to bring their whole best selves to work. Whatever they might be feeling and living outside of work, which is now also part of work. Leaders, therefore, must show up as human beings.
Employees expect empathy, vulnerability, and authenticity from their leaders in addition to clarity. When coaching, approaching goal setting using the SMART (specific, measurable, attainable, realistic, and time-bound) approach, makes it easier for everyone involved.
6. Establish Accountability
Currently, with so many challenges and uncertainty, it is not infrequent for employees to feel unclear on what the right priorities to pursue are. When you coach, making sure that there is clarity on whoâs accountable for what and by when, becomes critical.
If accountability (and goals) are not proved in coaching conversations, they could simply become nice conversations. There is no growth, no actions, no path forward.
Avoid confusion and increase meaning and impact through insightful, thought-provoking coaching conversations. Good luck!
In the competitive business environment, having a strong online presence equates to commercial success. You may develop and implement a successful digital marketing plan with the aid of digital marketing consultants. They assist you with creating content for your website, managing social media platforms, organizing campaigns, and making your site search engine-friendly. You should work […]
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To get started on the topic, we need to understand why feeling appreciated is so important for human beings. In neuroscience research, Hebbâs Law says that âneurons that fire together wire together.â The more you practice gratitude, the more you strengthen the brainâs neural circuits for gratitude, making it easier to focus on feelings of gratitude. When you start to focus on the things you already have in your life that are good, your brain becomes better at discovering similar things.
For example, if you consciously notice how engaged and curious your team members are behaving, you will be more likely to notice engagement and curiosityâfeeling gratitude again. Even though the employees might always be there, the gratitude focus is like a signal to your brain to notice them.
To be crystal clear letâs start with some key definitions and implications.
We tend to use âappreciationâ and ârecognitionâ interchangeably, yet they are quite different in nature. When people managers and leaders want their teams and organizations to thrive and growâand they want to create cultures of engagement, loyalty, and high performanceâitâs important to understand the distinction. Recognition is about giving positive feedback based on results or performance against goals or objectives, yet sometimes recognition is given more informally: a verbal thanks, a handwritten note. All these methods can be meaningful, especially if theyâre done in a timely and genuine way. Theyâre also motivating and excitingâeveryone wants their good work to be applauded.
And while recognition that includes monetary compensation can be great, researchers from the London School of Economics (LSE) found that financial incentives can backfire when it comes to motivating employees. âThese incentives may reduce an employeeâs natural inclination to complete a task and derive pleasure from doing soâ (LSE).
On the other hand, appreciation is about acknowledging a personâs inherent value. The point isnât their accomplishments. Itâs their worth as a colleague and human beings.
In simple terms, recognition is about what people do; appreciation is about who they are. Here are our top nine recommendations to ensure your employees feel appreciated.
1. Get To Know Them (More Than Just Their Name)
One of the simplest and most basic ways to show your employees that you appreciate them is by knowing and using their names. A personâs name is one of the most important things to them, and when you take the time to learn and use it, they feel appreciated. In addition to this, learn about their career aspirations, challenges, and professional stories, amongst others.
2. Listen To Them
You know that two-way communication is key in any relationship, so you make sure to actively listen to your employees as much as you expect them to. This shows that you value their opinions and are interested in hearing what they have to say. Plan periodic 1:1 conversations with all your direct reports, where you can deepen your understanding of both their work and their career aspirations.
3. Give Them Honest Feedback
Feedback is essential for growth, so make sure to give your employees honest feedback that they can use to improve their performance, productivity, and career. This shows that you are committed to helping them grow and develop in their roles.
4. Show Them Respect
One of the fundamentals of trust-building is respect, and it is a basic need for all human beings, so make sure to always show your employees, peers, colleagues, clients, etc. the respect they deserve. This sends the clear and consistent message that you value them as individuals and appreciate their contributions to the company and interest in it too.
5. Show Appreciation For Their Work
Everyone likes and needs to feel appreciated, therefore make sure to thank your employees for their hard work and let them know when they do a great job as well as for everything that they bring to the table. This helps them feel motivated and appreciated, which leads to higher job satisfaction and engagement.
6. Invest In Their Development
âOne of the most important investments that we can make as people leaders is investing in our employees’ development; it is an investment in the future of your company, providing opportunities for them to learn and grow in their roles. This demonstrates that you are committed to their long-term success at the team, function, and company levels.
7. Recognize Their Achievements
Recognizing your employeesâ achievements is a great way to show them that you appreciate their hard work. Whether itâs a formal recognition program or simply saying âgood jobâ when you see them doing something well, letting them know that you notice and appreciate their efforts goes a long way.
8. Give Them Meaningful Work
Giving your employees interesting and meaningful work shows that you value their skills and abilities. Itâs also a great way to keep them engaged in their work, which can lead to improved performance.
9. Show Concern For Their Well-Being
When you show concern for your employeesâ well-being, it demonstrates that you care about them as people, not just as employees. This can include things like providing safe working conditions, flexibility, autonomy, offering mental health benefits, or giving them time off when they need it, amongst others.
At Work It DAILY, we call our members “Workplace Renegades.” A Workplace Renegade is a person who believes in themselves and joins our community to finally take control of their career. They believe in working to live, NOT living to work. Dale Herzog is a top member in our community who exemplifies these qualities.
Below, Dale Herzog answers some questions about his career field and explains why he joined (and continues to participate in) the Work It DAILY community.
Why I #WorkItDaily
@workitdaily Thank you Fatima for being the first to join our @tiktok social media campaignâ¥ï¸â¥ï¸â¥ï¸@fatimalhusseiny We can’t wait to share your story with the world! Check out our campaign to learn more! @workitdaily #workitdaily #WhyIWorkItDaily #careertiktok #careertok #jobtok #edutok #mywhy #purpose #passion #worktolive #live #life #love ⬠Epic Music(863502) – Draganov89
Work It DAILY provides a great library of resources and a supportive community. Of the millions of sources on the internet that I came across before working with J.T. and her team, none created an organized and encouraging path like the one they provide.
Benefits Of Being A Medical Device CAD Engineer
I think the most exciting part of the job is working with passionate engineers, researchers, and manufacturers to create new tools that will improve how people are cared for. Translating the inspiration of physicians and researchers into a new device is an exciting and humbling opportunity.
Work-Life Balance For Medical Device CAD Engineers
I try to build the habit of consistently reassessing what âbalanceâ means and treating the process like you would scheduling trips to the gym. I have to say that Iâm more grateful for the support of my family every day and I appreciate their interest in my occasional DIY home improvement project immensely. Even if a few relatives started out a bit nervous when they saw me at their door with power tools, I think they understood the therapeutic power of sawdust.
Reasons To Work In The Healthcare Engineering Industry
Iâve seen how my family has been affected by diseases that will be treated with the equipment I intend to develop. Having the opportunity to save someone else from some of those experiences makes it difficult to imagine pursuing anything else.
Advice For Medical Device CAD Engineers
Reach beyond general career planning by applying the âdaily workâ philosophy to building and rewarding habits that nurture curiosity in growing your unique career. In addition to the Work It DAILY course material, I try to design a daily model and spend time learning about the needs of patients, researchers, and the environment in which the design will be used. Iâm no expert, but itâs always great to share a job with those who are passionate about the work and enjoy exploring ways to make a patientâs experience as pleasant as possible.
We hope you enjoyed hearing from Dale about his career and experiences inside the Work It DAILY community.
Do you want to become a Workplace Renegade?
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