Productivity

17 posts
Optimizing Remote Workshops For Enhanced Collaboration



In the wake of the pandemic, businesses worldwide rapidly adopted tools such as video conferencing technology to facilitate remote collaboration within distributed teams. Despite the move towards this technology, large workshops that were traditionally dependent on physical spaces have continued to remain in-person events for many organizations.

And I get it—meeting in person can help foster camaraderie and sidebar conversations. Employees can tune out from the constant Slack and email notifications, focusing on the task at hand. But in my experience, in-person working sessions also bring on massive inefficiencies. Many colleagues are forced to dust off their suits and travel from various locations, disrupting their routines and sleeping habits. Despite efforts to gather everyone in person, inevitably there are individuals who either live in distant markets or couldn't attend in person and must virtually dial in, leading to a fragmented experience. Whiteboarding is done on large Post-it notes, requiring someone to take pictures and manually transcribe information for digital sharing. Employees end up spending long days in conference rooms, feeling drained, and often feel obliged to attend happy hours.

Companies aiming to sustain or even improve creativity, culture, and engagement need to invest in alternatives that meet the flexibility of the current business environment.

According to a Gallup poll, 51% of employees report disengagement from their work. The difficulty lies in maintaining a robust company culture when most interactions occur through screens (source).

Benefits Of Virtual Workshops


Woman works from home during the summer

While many argue that in-person workshops are more personal and interactive than remote meetings, new and innovative technologies are bringing benefits to distributed brainstorming:

  • Productivity: Parallel team ideation leads to significant time savings, shorter time to produce artifacts with templatized digital materials, and accelerated decision-making with digital features such as voting and timers.
  • Cost Savings: Digital meet-ups are far more cost-effective than teams traveling to a centralized location, workspaces are quicker to set up, and they require less logistical coordination than in-person sessions.
  • Greater Inclusivity: Virtual sessions guard against groupthink, creating an equitable environment where no single individual or group dominates ideas.
  • Streamline Documentation & Scale: Teams can easily share workshop documents, create standardized company-wide templates, and integrate with existing external digital tools/workflows. Digital whiteboards maintain “the whole story” of the session as well as reduce the need for duplicative notes.

Use Cases


Woman attends a remote workshop

As a management consultant, I often act as the facilitator, incorporating virtual workshops in various scenarios across clients. Here are some ways I have leveraged remote workshops to enhance collaboration:

  • Process Mapping: Partnered with teams to develop a new marketing process by grouping various stakeholder groups and mapping the current state customer journey from start to finish. Understanding the customer journey helped the team come up with innovative ideas for the future state.
  • Gap Assessment: Created a structured, collaborative discovery framework to help a company determine gaps across people, processes, and technology in their current operations. Recommendations to remediate current challenges were voted on and prioritized, which created the design of future projects.
  • OKR Coaching: Utilized a virtual whiteboard to organize ideas for OKR development. The team identified strategic themes and prioritized the most critical areas of focus. We created an actionable plan with defined objectives and key results.
  • Retrospectives: Leveraged the agile retrospective framework “Rose, Bud, Thorn” to recap and reflect on a program that required cross-functional collaboration between teams. Walking away, the teams felt they had fostered a culture of continuous improvement and ultimately improved morale.

Additional popular use cases include prototyping, “Design Think,” team stand-ups, strategic planning, project charters, and more.

Best Practices


Man on laptop attends a remote workshop

To ensure successful virtual brainstorming sessions, consider the following best practices:

  • Choose the Right Tool: Select a collaboration tool that is quick to learn, requires minimal setup, and aligns with any company security requirements (i.e., industry regulations, privacy, GDPR, etc). My favorite tool is Mural, given its optimized user interface, flexible permissioning, and timer features.
  • Define the Scope: Clearly define objectives, problem statements, and establish guidelines for communicating through the session.
  • Design: There is no need to recreate the wheel; take advantage of templatized frameworks. Think about how you want to organize and prioritize ideas as a group.
  • Choose a Facilitator: Designate a facilitator to ensure a productive and respectful environment.

In conclusion, embracing virtual workshop tools can transform remote working challenges into opportunities for enhanced collaboration, creativity, and engagement within distributed teams.

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Optimizing Remote Workshops For Enhanced Collaboration

Navigating The Privilege Of Focus: Strategies For Breakthrough Results



Last week, I had the opportunity to interview Steve Smith, Executive Chairman for Steward Tubular. We explored how, in today's fast-paced business world, the ability to focus is a powerful asset. It's the key that unlocks innovation, productivity, and strategic thinking.

However, this privilege of focus is not evenly distributed. Many factors, including socioeconomic status, technological distractions, and mental health, influence our capacity to concentrate. In this article, we will explore how the privilege of focus impacts breakthroughs in the business environment.

The Privilege Of Focus: A Brief Overview


The privilege of focus is the advantage some individuals or organizations have in maintaining sustained attention and concentration on strategic goals. It goes beyond personal discipline and extends to the circumstances and resources that facilitate focus. To delve deeper into this concept, we interviewed Steve, an expert in business performance and breakthrough strategies.

Insights From Steve Smith, Executive Chairman For Steward Tubular: The Power Of Business Breakthroughs


Business goals, success, workplace, breakthrough concept

1. Typical Approach to Overcoming Challenges: Steve observed that many businesses today tend to tackle challenges with a short-term perspective. However, he emphasized that a more effective approach involves aligning efforts with long-term strategic goals and cultivating a culture of continuous improvement.

2. Urgency in the Business World: The prevalent perception that everything must be urgent in the business world was challenged by Steve. He stressed the importance of prioritization and allocating time and resources to high-impact projects that contribute to long-term strategic success.

3. Investment of Time by Executives: Successful business executives invest their time in strategic planning, innovation, and creating a culture of learning. Steve highlighted that focusing solely on day-to-day operations can hinder long-term growth.

4. Shifting from Short-Term to Long-Term Focus: Executives can shift their thinking from a short-term focus to a longer-term one by defining clear, bold strategic objectives and communicating the importance of these goals to the entire organization. It requires a commitment to the vision and persistence in the face of challenges.

5. Breakthroughs vs. Continuous Improvement: Steve emphasized that while continuous improvement focuses on incremental changes, breakthroughs involve transformative, game-changing innovations. Both approaches have their place, but breakthroughs have the potential to reshape industries.

6. Realistic Breakthrough Goals: According to Steve, breakthrough goals should be ambitious and bold. It’s true that unrealistic goals can lead to frustration, while attainable ones can motivate teams. However, breakthrough goals should reach for the stars, serving as inspirational beacons of performance excellence.

7. Pursuing Breakthrough Results: To pursue breakthrough results, organizations must align their culture, resources, and processes with the overarching strategic vision. It requires a commitment to change and adaptability.

8. Strategy for the Entire Team: Strategy should not be the sole responsibility of the executive team. Steve emphasized the importance of involving all levels of the organization in strategy deployment through the practice of catchball to ensure alignment and engagement.

9. Balanced Scorecard and Breakthroughs: The Balanced Scorecard framework plays a crucial role in strategy deployment and tracking progress toward breakthrough goals. It provides a structured approach to measuring and managing performance.

10. Impact on Company Culture: Pursuing breakthroughs and moonshots can positively impact company culture by fostering innovation, risk-taking, and a growth mindset. It encourages employees to think beyond the status quo.

11. One-and-Done vs. Ongoing Journey: Breakthroughs are not a one-time event; they represent an ongoing journey of innovation and improvement. Organizations must continually adapt to changing market conditions and opportunities or become irrelevant.

12. Additional Insights: Steve concluded by highlighting the importance of leadership commitment, resilience, and adaptability in the pursuit of breakthroughs. He encouraged organizations to embrace change and prioritize long-term strategic thinking.

Bridging The Gap


Creativity, imagination, innovation, ideas, invention, inspiration, breakthrough concept

Understanding the privilege of focus and its role in achieving business breakthroughs is essential for creating a more equitable and innovative business landscape. While not everyone has the same level of focus privilege, organizations can take steps to level the playing field.

By embracing strategic thinking, fostering a culture of innovation, and committing to long-term strategic goals, businesses can harness the power of focus to drive transformative change. The journey toward breakthroughs is ongoing, and success is within reach for those willing to be bold and invest in the future.

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Navigating The Privilege Of Focus: Strategies For …

How “Unproductive Discomfort” Is Slowing Down Your Job Search



Do you have "unproductive discomfort"? As a career coach, I work with a lot of people who sit in unproductive discomfort, meaning they have a lot of anxiety, stress, anger, and frustration around their situation, but they're spending more time worrying about it and thinking about it than doing something about it.

Now, that's not to say that you're not trying. I know that you are. I know that you're trying different things, but nothing is working. And every time you try something and you don't get results, it eats away at your confidence and gets you into this really uncomfortable space—unproductive discomfort.

How To Overcome "Unproductive Discomfort"


The only way to fix this is to not assume that a fairy godmother is going to come along or you're going to get a magic pill that's going to solve your problems. Yet human nature is always searching for that quick fix, that thing that will take us out of our discomfort. And it doesn't work.

In 20 years of being a career coach, the fastest way I know how to get you out of unproductive discomfort is to have you basically trade up pain, trade up discomfort, and take it from a lower level to a slightly higher level temporarily. We call it highly productive discomfort.

Imagine if, in just 15 minutes a day, I could teach you something new. I could take you through exercises that help you improve your skills and your attitude, make you feel more positive, and dispel some beliefs or assumptions you have that are holding you back. Because those three things are what are keeping you in this unproductive state. But if I can, for 15 minutes a day, put you in this temporary but productive discomfort of learning and growing, you're going to make big leaps in your progress.

These are the breakthrough moments that the people we work with at Work It DAILY have every single day because inside our program we have courses, coaching, and community all designed to address your discomfort and get you out of it as quickly as possible by giving you the things that you need.

So, if you're willing to go back to school a little bit and throw out any outdated beliefs and negative mindsets to get the results you're looking for, then I hope you become a Work It DAILY member and sign up for a free trial today.

Good luck, and go get 'em!

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Executive Spotlight: How To Boost Happiness At Work



With increasing emphasis on productivity and performance in the workplace, it's easy for professionals to feel overwhelmed and stressed in their jobs. Happiness at work can be elusive, and we all know that the quality of our professional lives directly impacts our overall well-being. However, the good news is that there are practical and effective strategies that can significantly boost happiness at work.

We recently asked our leading executives for their best tips on how to boost happiness at work.

Here are their responses...

John Schembari, Senior Education Academic And Operations Executive


Boosting happiness at work depends on many factors, some of which will be in your control and some not. However, the following are some strategies I would use for boosting happiness at work.

Have regular sit-downs with your supervisor. Be clear on both success to date and clear next steps for your work. Base this on organizational strategic plans as well as on personal/professional development plans.

If your leadership has not provided this, consider how you and other team members might develop a professional learning community that studies and acts upon problems of practice. Grow both your own professional knowledge and the number of opportunities for collaboration with colleagues.

Also, join relevant outside networks related to your job/profession. How might you show leadership in your industry as well as in your office?

John Schembari is a current K-12 teacher/school leader academic improvement coach and former school building and district administrator. He loves to draw, travel, swing dance, and read nonfiction.

Ana Smith, Leadership Development & Learning Strategist


Happy employees huddle up and celebrate at work

The neuroscience of happiness offers valuable insights that can be applied to create happier work environments. Here's a summary of how to boost happiness at work considering the neurological foundations:

1. Neurochemicals of Happiness:

There are four primary neurochemicals associated with happiness and well-being: dopamine, oxytocin, serotonin, and endorphins. Understanding and harnessing these chemicals can foster happiness:

  • Dopamine: Often referred to as the "reward chemical." It's released when we achieve goals.
    • Tip: Break tasks into smaller milestones and celebrate small achievements. This constant release of dopamine from frequent achievements can foster more sustained happiness.
  • Oxytocin: Sometimes called the "love hormone" or "social bond hormone." It's associated with trust and bonding.
    • Tip: Encourage teamwork, appreciation, and constructive feedback. Building trust and connections between team members releases oxytocin.
  • Serotonin: This mood stabilizer is linked with well-being and feelings of significance.
    • Tip: Recognize and appreciate employees' contributions. Mentorship programs can also elevate serotonin levels, making individuals feel valued.
  • Endorphins: These act as natural painkillers and are released in response to stress or discomfort.
    • Tip: Promote physical activity. Things like group exercises, stretching sessions, or even short walks can trigger endorphin release.

2. Positive Reinforcement:

Using positive reinforcement can stimulate the release of dopamine. Regularly acknowledge and reward efforts, which in turn will encourage similar behavior in the future.

3. Social Connectivity:

The human brain is wired for social interaction. Encourage socializing, teamwork, and group activities. Spaces for casual interaction or team-building exercises can foster connections, contributing to happiness.

4. Learning and Growth:

Novel experiences and learning stimulate the brain and can result in the release of dopamine. Providing opportunities for personal development, training, or workshops can elevate mood and job satisfaction.

5. Mindfulness and Meditation:

Engaging in mindfulness activities strengthens the prefrontal cortex and reduces activity in the amygdala, the brain's stress center. Consider offering meditation or mindfulness sessions.

6. Autonomy and Mastery:

Allowing employees some level of autonomy can stimulate their intrinsic motivation, leading to greater job satisfaction. Let employees have a say in how they accomplish tasks.

7. Physical Environment:

Lighting, especially natural light, can affect mood and productivity. Serotonin production is influenced by the amount of sunlight you receive. Ensure workspaces are well-lit, preferably with natural light.

8. Work-Life Balance:

Constant stress or overworking can produce excessive cortisol, a stress hormone that hinders happiness. Encourage a balanced work-life dynamic, ensuring employees have time to recuperate.

9. Feedback Loops:

Regular constructive feedback can stimulate areas of the brain associated with learning and growth, fostering a sense of progression and development.

10. Purpose and Meaning:

The brain seeks meaning in activities. If employees understand the bigger picture and the impact of their work, it can boost their sense of purpose and happiness.

By understanding the neuroscience behind happiness, employers can create environments that not only enhance productivity but also cultivate a sense of well-being and satisfaction among employees.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the "red thread."

Kirsten Yurich, Executive Coach & Vistage Chair


Happy business woman/employee/professional smiles while working on her laptop

The good news about happiness—let’s say the kind that comes from building strong relationships—is further correlated with 10 years of additional longevity, lower cortisol levels, and a stronger immune response.

Happiness at work is likely unattainable as a goal and, in my opinion, not the responsibility of the employer. It is better thought of as a result. Therefore, there are some very important things that ARE the responsibility of the employer. And when leaders focus on those influencers, it can result in happiness.

Steve Nobel authored a book called Joy at Work. It is a concept that focuses on finding happiness and fulfillment in your job. It involves having a positive mindset, a sense of purpose, and finding daily satisfaction in your work. The common elements to highlight here for joy stem from the employee, not the employer.

That said, what can the employer do to (what I call) “enable conditions” for the employee to find joy? I believe there are many things they can do, falling into only a few select categories.

The top three categories I like to focus on include: "providing expectations and feedback," "selection and assignment," and "motives and preferences."

1. Expectations and feedback – workplaces are more likely to produce workers who experience happiness if…

  • They can connect day-to-day behavior to organizational results and purpose.
  • Managers set clear expectations for success.
  • Managers provide feedback based on agreed-upon criteria accomplishments.
  • Overall there is an environment of 5:1 of positive to negative feedback.

2. Selection and assignment – happiness will correlate with employees who…

  • Are hired into the right roles using clear and tight job descriptions.
  • Promotions are carefully orchestrated so as to not undo careful selection procedures.
  • Assign employees within a department to projects and tasks that match unique skills and talents.

3. Motives and preferences – the matching values and what motivates us. When workplaces can…

  • Communicate their values clearly and use them in hiring practices. Happiness results when you have people on your team who are generally motivated by the same things that align with your company’s ethos.
  • Discover what gets your people up out of bed each day. What drives them about life and work? Use this information to build individual development plans; find ways to build in their uniqueness as contributions to your overall culture.

Happiness is often elusive, contextual, or temporal. Instead of focusing on happiness as a goal, arrange these influencers to improve the chances that your employees will experience happiness or joy at work more often!

Kirsten Yurich is a former CEO and current Vistage Chair. As a clinician, professor, author, and executive, she leverages this unique blend and creates learning environments for executives to become better leaders, spouses, and parents.

Michael Willis, Sports Business Operations Executive


Happy employees/professionals celebrate at work

As I reflect on my incredible journey of two decades with the NFL, I can't help but feel an overwhelming sense of joy and gratitude. My happiness draws from my experiences and the unique culture of the NFL.

1. Embrace the Passion for the Game

At the NFL, we understand that passion is the heartbeat of our organization. Encourage employees to find their passion within their roles, igniting a sense of purpose and happiness that fuels every task.

2. Cultivate a Winning Team Spirit

A jubilant workplace thrives on teamwork. At the NFL, we've seen that nothing can match the joy of celebrating victories together—fostering camaraderie, collaboration, and a shared sense of purpose among your team members. When you win together, happiness follows.

3. Celebrate Milestones and Achievements

The NFL celebrates touchdowns, and so should your organization celebrate achievements. Whether it's hitting sales targets, completing a project, or reaching a company milestone, revel in your victories. Recognizing success brings happiness and motivation.

4. Inspire Leadership with Enthusiasm

Leadership is more than just managing tasks; it's about inspiring with enthusiasm. At the NFL, our coaches and leaders lead with passion and drive. Infuse your leadership style with infectious enthusiasm, and you'll boost your team to be equally excited about their work.

5. Create a Fun Work Environment

In the NFL, we know that fun is a vital ingredient in our recipe for success. Organize team-building events, theme days, or friendly competitions. A fun work environment boosts morale, creativity, and happiness.

6. Acknowledge the Importance of Health and Wellness

The NFL strongly emphasizes the health and well-being of its players and employees. Encourage physical fitness, mental well-being, and work-life balance. A healthy workforce is a happy and productive one.

7. Promote Continuous Learning and Development

At the NFL, we never stop learning and improving. Invest in training and development programs to help your employees grow personally and professionally. A culture of learning and growth contributes significantly to happiness and job satisfaction.

8. Engage in Acts of Giving Back

One of the most triumphant experiences is giving back to the community. Encourage your team to participate in charitable activities or volunteer work. Kindness and philanthropy create a sense of fulfillment that extends to the workplace.

Conclusion

In my 20 years with the NFL, I've learned that happiness at work is not just an aspiration; it's a way of life. By embracing passion, fostering teamwork, celebrating achievements, inspiring with enthusiasm, empowering employees, creating a fun work environment, prioritizing well-being, promoting learning, giving back, and expressing gratitude, you can create a jubilant workplace where employees thrive and success becomes an everyday celebration.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M - $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Lisa Perry, Global Marketing Executive


Happy employees talk to each other at work

Research has shown the impact of employee happiness on the bottom line. Organizations with happy employees outperform the competition by 20%, show a 12% boost in productivity, and happy sales teams close 37% more sales.

Being happy at work correlates with developing emotional intelligence and heightened self-awareness.

Self-awareness is a transformative trait that holds immense power both personally and professionally. Research shows that 95% of us believe we are self-aware, yet the actual number is 10 or 15%. Most of us are oblivious to how others truly perceive us. As a result, we may unknowingly alienate our peers and inadvertently disengage those around us.

Consider this: What if your interpersonal weaknesses overshadowed your remarkable qualities and technical abilities, such as being a sales or coding dynamo? What if these weaknesses then caused others to lose motivation and become disengaged with you? Wouldn’t you want to know? Herein lies the power of self-awareness: it allows you to reshape how you present yourself to the world by aligning your self-perception with the perception of others.

The benefits of self-awareness can propel your career forward, foster success, nurture healthier relationships, contribute to better mental health, and ignite innate curiosity, leading you to ask more questions and seek continuous improvement.

To enhance your self-awareness, follow these practices:

  • Stay curious and ask questions. Embrace a curious mindset and actively seek knowledge.
  • Listen to opposing views and opinions. Be open to diverse perspectives, as they can broaden your understanding.
  • Don’t take things personally. Cultivate resilience and avoid letting criticism affect your self-worth.
  • Seek to understand and then be understood. Prioritize effective communication by truly comprehending others’ viewpoints.
  • Be a great listener. Practice active listening to hear what is said and discern what remains unsaid.

Focus on becoming the best version of yourself. Ask questions like, “Who is the person I aspire to be? What actions can I take right now to embody that ideal version of myself? How would the best ‘me’ handle this situation?”

Next, let’s explore emotional intelligence. Emotions are contagious, making it imperative for leaders to pay attention to their emotional intelligence. This awareness begins with you, whether you’re a manager or the CEO. Your emotional cues serve as guideposts for those around you, shaping how they should feel and picking up your feelings through subtle signals conveyed by your tone, body language, and demeanor.

Consider this scenario: You step into a meeting where everything appears harmonious, and there is a thick tension that hangs in the air, causing an unsettling discomfort. Your body registers something is amiss, even though there are no signs of conflict. This is a great example of the impact that emotional intelligence has on our workplace experiences.

Emotional intelligence ranks as one of the most vital leadership skills. It empowers individuals to comprehend and regulate their emotions at work. The workplace can be stressful and pressure-filled, with the occasional drama thrown in. It can also be exciting, joyful, and a source of contentment. How we navigate these emotions reflects our emotional intelligence.

Teams composed of emotionally intelligent individuals tend to outperform their peers, boost higher job satisfaction levels, and improve employee retention rates. This is because emotional intelligence helps you:

  • Interpret Nonverbal Cues: Discern subtle nonverbal signals that address potential issues before they escalate.
  • Be Self-Aware of Personal Emotions: Self-awareness of your emotions empowers you to control your behavior, preventing potential disruptions to relationships.
  • Improve Efficiencies: Emotional intelligence streamlines decision-making and task completion by fostering empathy and understanding of others’ emotions.
  • Advance Your Career: Emotional intelligence and leadership skills go hand in hand. Demonstrating qualities such as patience, active listening, positivity, and empathy can pave the way for career progression, promotions, and salary increases.
  • Inspire Strong Interpersonal Skills: By radiating motivation, empathy, responsibility, and teamwork, you set a contagious emotional tone that encourages your team to follow suit.

To enhance your emotional intelligence, consider these steps:

  • Prioritize Happiness: Reflect on what brings you joy and strive to incorporate it into your daily life.
  • Embrace the Present: Recognize that you are precisely where you need to be at this moment. Live in the present and savor the small, meaningful moments.
  • Adaptability: Cultivate adaptability in your approach to various emotional situations.
  • Cultivate Meaningful Relationships: Foster genuine connections with those around you, emphasizing empathy and understanding.
  • Acknowledge Your Feelings: Start by recognizing and acknowledging your own emotions.
  • Identify Weaknesses: Self-assessment is key to identifying areas for improvement.
  • Seek Feedback: Invite constructive feedback from colleagues and mentors to gain valuable insights.

You have the power to create and boost your own happiness at work by making intentional choices and having a positive mindset. If you’re eager to delve deeper into effective strategies, I invite you to explore my book "How to Develop a Brand Strategy" and brand marketing articles.

Lisa Perry helps companies drive revenue by using consumer trends, insights, and data analytics to innovate their approach to marketing.

How do you boost happiness at work? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: How To Boost Happiness At …



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.

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Time Management: 4 Keys To Avoiding Work-Related …



Do you have friends at work? You don't have to be friends with everyone you work with, but making meaningful connections in the workplace improves collaboration, productivity, and job satisfaction. Also, your work environment becomes more positive and supportive when you have friends in the workplace. If you're starting a new job or simply haven't made any friends at work yet, what can you do to connect with others and make a friend or two?

We recently asked our leading executives for their best tips on how to make friends at work.

Here are their responses...

Ana Smith, Leadership Development & Learning Strategist


Making friends at work, especially in a hybrid work environment, requires a combination of social skills, communication, and genuine interest in others. Here are some expert tips to help you build strong friendships with your colleagues in a hybrid world:

  1. Participate in Social Activities: Engage in both virtual and in-person social activities organized by your company or colleagues. These can include team-building events, online coffee breaks, virtual happy hours, or in-person outings. Participating in these activities provides opportunities to connect with your coworkers in a relaxed setting.
  2. Active Communication: Make an effort to communicate regularly with your colleagues, both online and offline. Utilize instant messaging platforms, emails, and virtual meetings to stay connected with remote colleagues. In the office, take time to have casual conversations and get to know your coworkers on a personal level.
  3. Express Interest in Others: Show genuine interest in your colleagues' lives, interests, and hobbies. Ask them about their weekend plans, hobbies, or any personal projects they are working on. Active listening and remembering details about their lives can help strengthen your connections.
  4. Be Approachable and Friendly: Create an approachable and friendly demeanor. Smile, use positive body language, and be receptive to conversations with your coworkers. A warm and welcoming attitude can encourage others to approach you and initiate conversations.
  5. Find Common Interests: Discover shared interests with your colleagues. Whether it's a hobby, a favorite TV show, or a sport, having common ground can serve as a great conversation starter and strengthen your bond.
  6. Offer Help and Support: Be supportive of your coworkers and offer help when needed. Collaborating on projects or assisting with challenges can create a sense of camaraderie and mutual respect.
  7. Organize Informal Gatherings: Take the initiative to organize informal gatherings, whether it's a virtual game night, a lunch meetup, or a casual walk during breaks. These gatherings can help foster a sense of community among colleagues.
  8. Respect Boundaries: While building friendships, it's essential to be respectful of colleagues' boundaries and professional space. Some individuals may prefer to keep their personal and professional lives separate, so be mindful of their preferences.
  9. Celebrate Milestones and Achievements: Acknowledge your colleagues' milestones and accomplishments. Congratulate them on their successes, both personally and professionally, and celebrate special occasions like birthdays or work anniversaries.
  10. Be Patient and Consistent: Building meaningful friendships takes time, so be patient and consistent in your efforts. Keep nurturing your connections and be willing to invest in maintaining these relationships.

Remember, making friends at work in a hybrid world requires adapting to different communication channels and being proactive in reaching out to both in-person and remote colleagues. By fostering a supportive and inclusive work environment, you can create lasting friendships that enhance your overall work experience.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the "red thread."

Lisa Perry, Global Marketing Executive


Happy coworkers/friends at work

Having that go-to work buddy you can rely on to vent about your boss or cheer for those big victories—it’s the best thing! Friends at work contribute to job satisfaction, collaboration, productivity, and well-being. According to a Gallup survey, women with a best friend at work are twice as likely to be engaged in what they're doing. Making friends with coworkers is a valuable skill that can enhance your career experience and create a positive work environment. Most importantly, it can make you happy!

Here are a few pointers, whether you're starting a job or wanting to make friends in your current role:

  • Foster Approachability & Positivity: Creating a welcoming and approachable demeanor is the first step to making friends at work. Great your coworkers with a warm smile, engage in small talk that conveys authentic interest, and steer clear of consistent complaints or engaging in office gossip to maintain a positive atmosphere.
  • The Power of Small Gestures: Begin by learning people’s names and incorporating them into conversations to create a positive impact right from the start. Next, invest your time in celebrating important milestones such as birthdays, work anniversaries, and personal achievements to show appreciation for your coworkers.
  • Participation Is Key: Embrace involvement in various activities from team-building initiatives and company-sponsored events to casual social gatherings, as these opportunities offer an excellent avenue for establishing meaningful connections with your coworkers.
  • Shared Interests as a Bonding Foundation: Seek out common areas that resonate with you and your coworkers. Whether it’s shared workplace challenges or mutual hobbies, these share elements can lay the groundwork for nurturing meaningful connections.
  • Extend a Helping Hand: Support your coworkers by lending a hand with projects. This collaboration effort underscores your teamwork capabilities and provides a platform to foster genuine workplace friendship.

Incorporating these strategies into your workplace interactions can enrich your well-being, underscoring the significance of cultivating meaningful friendships at work.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

How do you make friends at work? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: How To Make Friends At …

Executive Spotlight: How To Boost Happiness At Work



How often have you said, “If I only had more time," or “I wish there were more hours in the day"? We say that often implying that, if we had more time, we would get the rest we need or slow down to a more normal pace.

But chances are if we did have more hours in the day, we would immediately fill them up with more things to do instead of creating the space we need to take a much-needed break.

We don't really need more time in the day. What we really need are strategies to better manage our time.

The concept of time management is not new: most of us have schedules, planners, and reminder notes aplenty. What's lacking though is the prioritization, decisions, and boundaries needed to ensure the schedule works not just for your job, family, friends, and commitments, but for you as well.

Too many professionals put time for themselves last on the list. Here are three time management tips that will help you achieve a better work-life balance:

Set Priorities


Woman on laptop works on her time management skills by writing down her priorities

Effective time management begins with setting priorities. Start by making a list of all the tasks you have to do this week. Once you've got a completed list, go back to the top of your list and add your name. If your name or doing something for yourself was already on the list, give yourself a pat on the back and make sure it is at the top.

If you don't start setting aside some time for yourself, it's easy to keep working non-stop. And while you may get a lot done at first, eventually you'll burn out and your work and personal life will suffer. Maintaining a healthy work-life balance should always be a part of your priority list.

Make Decisions


Man thinks about improving his time management skills

Now that you have your list, you have some decisions to make. Unless you've done a really good job of filtering, you probably have a list that is way too long to be realistic.

Make the first decision to carve out time for yourself. It doesn't have to be a big chunk of time to start with. Try setting aside 15-minute blocks of time for yourself. Use the time to walk, read, take a nap, or call a friend. Make a list of things you can do in 15 minutes. That way, you don't spend your block of time trying to figure out what to do.

Other decisions: decide on the number of things that are number one priorities. Will you have two or four things that must get done? Choose what you can realistically handle. That does not mean you won't get to other things; it just allows you to take some of the pressure off that comes with feeling like you have to do everything now.

Please note this is not procrastinating. You're not putting it off out of avoidance or fear. You are wisely taking control of your clock and taking care of yourself.

Set Boundaries


Woman talks to a colleague about time management

Look for ways to set healthy limits in your relationships. This includes relationships at work and with friends. It also means setting limits and keeping promises to yourself. Most of us wouldn't dream of breaking a promise we made to someone else, and if we did, we'd spend at least a week beating ourselves up about it. But we break promises to ourselves all the time, crossing the boundaries we've set for ourselves.

While it's true no one gets more than 24 hours in a day, we still have power over how productive we are by managing our time.

Managing time is more than just the ability to lay out an organized schedule. True time management means setting priorities that communicate clearly what's really important, making wise decisions that help set realistic goals, and setting firm boundaries that allow us to keep the promises we make to ourselves and others.

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3 Keys To Good Time Management



A diverse and inclusive workplace is one where all employees feel safe, respected, valued, appreciated, and empowered. In today's world, an inclusive workplace is essential for business success because inclusion improves team performance, productivity, and innovation through connection and a sense of belonging. How can leaders create and foster inclusion in the workplace for better employee satisfaction and business success?

We recently asked our leading executives how they foster an inclusive workplace.

Here are their responses...

Ana Smith, Leadership Development & Learning Strategist


As a leader, creating and fostering an inclusive workplace is crucial for ensuring a diverse and harmonious work environment where every employee feels valued and respected and has equal opportunities to succeed. This is a framework that I have used to promote inclusivity in the organizations/teams that I've led, and had been part of:

  1. Set the tone from the top: As a leader, it's essential to actively champion and communicate the importance of diversity and inclusion within the organization. Make it clear that inclusivity is a core value and not just a buzzword.
  2. Develop and implement inclusive policies and practices: Review and revise existing policies and practices to ensure they promote diversity and inclusion. This may include policies related to recruitment, hiring, promotion, compensation, and employee development. Strive for fairness and transparency in these processes.
  3. Diversify your workforce: Actively seek out diverse talent by implementing inclusive recruitment strategies. This may involve partnering with organizations that focus on underrepresented groups, using diverse job boards, or adopting blind recruitment practices to reduce unconscious bias. Additionally, create an inclusive environment for people with disabilities by making your physical workspace accessible.
  4. Provide diversity and inclusion training: Offer training programs to all employees to raise awareness about unconscious bias, cultural competency, and inclusive practices. This can help foster empathy, understanding, and respect among team members.
  5. Encourage open communication and feedback: Create channels for employees to provide feedback, share ideas, and raise concerns about diversity and inclusion. Establish an environment where individuals feel safe and comfortable speaking up, knowing their voices will be heard and valued. Act on the feedback received to address issues promptly.
  6. Foster diversity and inclusion through employee resource groups (ERGs): Encourage the formation of ERGs where employees can connect, support, and advocate for underrepresented groups. These groups can provide valuable insights and recommendations to leadership while offering a sense of belonging to their members.
  7. Provide mentoring and sponsorship programs: Implement mentoring and sponsorship initiatives that pair employees from underrepresented groups with more senior employees who can provide guidance, support, and advocacy. This can help foster career development and create opportunities for advancement.
  8. Emphasize inclusive leadership: Train and develop managers to become inclusive leaders who promote diversity, actively listen to their team members, value different perspectives, and create a psychologically safe environment where everyone feels included and empowered.
  9. Regularly measure progress and adapt: Establish key performance indicators (KPIs) related to diversity and inclusion, such as representation in leadership positions or employee satisfaction scores. Regularly track and evaluate progress against these metrics, making adjustments to your strategies as needed.

Remember, creating an inclusive workplace is an ongoing process that requires continuous effort, education, and commitment from leadership. By following this framework and making diversity and inclusion a priority, you can foster an environment where all employees feel valued, empowered, and able to reach their full potential.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the "red thread."

Kirsten Yurich, Executive Coach & Vistage Chair


Diverse team attends a meeting in their inclusive workplace

"Who and what is most important to you as a leader? Why does an 'inclusive workplace' matter to you? How would you know if you had one? Where do you feel included (where do you not feel included), personally?"

These are the questions I would ask any leader who wishes to have a more inclusive workplace. Words are labels. We must dive under the label and describe what we want, what we don't want, and what we would see and hear (maybe even FEEL) under each condition.

This reflective work is a prerequisite to implementing any program—especially an inclusion program. The steps of a program are less important than the WHY and the motivation for undertaking the effort. For instance, a CEO who begrudgingly carries out an inclusion plan to appease her board of directors will have vastly different outcomes than a small-business owner who invites employees into his office on a routine basis and solicits feedback about their experience as an employee.

Leaders make the weather. What weather do you create at work for those around you?

Kirsten Yurich is a former CEO and current Vistage Chair. As a clinician, professor, author, and executive, she leverages this unique blend and creates learning environments for executives to become better leaders, spouses, and parents.

Michael Willis, Sports Business Operations Executive


Diverse coworkers/employees work on a project together in an inclusive workplace

What does inclusion in the workplace mean?

Inclusion in the workplace means ensuring every employee—from vast backgrounds and demographics—feels a sense of belonging and appreciation.

People of all different races, ethnicities, genders, and sexual orientations can work together.

An inclusive workplace makes space for the people who make up the workforce to celebrate who they are without ridicule or judgment.

Working at the NFL, particularly in New York City, I have been exposed to a wide range of diversity in the workplace. There are many races, ethnicities, and sexual orientations in the office, and the NFL does a great job of embracing groups of all kinds.

The NFL embraces heritage months and recognizes food cultures in the cafeteria. The league allows time off for employees to celebrate religious holidays and events.

We have a long way to go when it comes to this topic. But we can:

  1. Be Transparent – It’s tough to admit to their shortcomings regarding who should be included.
  2. Open Opportunity – Create a space where more than one person decides on promotions or opportunities for career training for advancement.
  3. Be More Empathetic – Everyone does not come from the same background and experiences as others. We should develop listening skills to understand what an employee has been exposed to.
  4. Communicate Regularly – Employees feel included when they feel heard. As part of your inclusion initiatives, encourage your team members to talk and engage with one another.
  5. Form a Diversity and Inclusion Team – Dedicate a special team that is made up of members who look like the organization. The team dedicates its time and effort to making workplace relations better. To stay accountable, this organization reports to members of the C-suite. This will bring priority and credibility to the company’s commitment to inclusion.
  6. Give People a Voice – Lastly, allow everyone to feel valued and part of something great. This will make a better employee.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M - $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Lisa Perry, Global Marketing Executive


Diverse leader and employees/coworkers discuss diversity and inclusion in the workplace

In today’s diverse and interconnected world, creating an inclusive workplace is the right thing to do and a strategic imperative for organizations. As a leader, you can shape the culture and dynamics of your immediate work environment. Promoting inclusivity can create a space where every team member feels valued, respected, and empowered. Here are various things I do to foster an inclusive workplace within my marketing department:

  1. Embrace Diversity: To foster an inclusive workplace, recognizing and valuing your department’s diversity is essential. Embrace the unique skills, experiences, perspectives, and backgrounds each team member brings. Celebrate differences and create a culture that appreciates the value of diversity in achieving team goals.
  2. Promote Open Communication: Effective communication is the core of building an inclusive workplace. Establish an open communication environment that draws upon each member’s strengths, creating a sense of belonging and inclusivity. Encourage team members to freely express their ideas, concerns, and perspectives without fear of judgment or reprisal. Actively listen to others and ensure that all voices are heard and respected.
  3. Lead by Example: Leaders play a pivotal role in fostering an inclusive workplace. Model inclusive behavior, demonstrate empathy, and actively engage with diverse employees. Foster a culture where individuals feel comfortable bringing their whole selves to work. Your actions will inspire others to follow suit, fostering a culture of inclusivity and creating a positive ripple effect throughout the organization.
  4. Foster Collaboration Across Teams: Encourage collaboration and knowledge-sharing across different teams within your department. Break down silos and promote cross-functional teamwork. This allows team members to interact with colleagues from diverse backgrounds and expertise, fostering a culture of inclusivity and collaboration. Encourage team members to reach out and seek diverse perspectives to enrich the problem-solving and decision-making process.

Fostering an inclusive workplace within your department requires conscious effort and dedication. Remember, building an inclusive workplace is a continuous journey that requires ongoing commitment and active participation from all team members.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

How do you foster inclusion in the workplace? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: How To Foster An Inclusive …

The Importance Of Training (And Reinforcement Learning) For Effective Operations



The organization invested in some expensive technology. Everyone was initially trained, but now it seems like certain groups aren’t leveraging the system as well as they could be. Do you have a comprehensive training program?

Continual training is important because it provides employees with the knowledge needed to effectively use the systems. Proper training helps employees understand and stay current with the latest features, functionalities, and best practices of the system. This can lead to increased confidence and productivity to streamline their work. And when employees understand the system, they are more likely to use the system correctly, reducing the risk of mistakes and errors.

Different Training Options


E-learning, online class, education, training concept

Did you know that individuals typically only remember a fraction (as little as 10% after two weeks) of the information from a training session? Everyone is unique and learns differently so offering a variety of training options can make the training program more inclusive. Plus, having multiple options is great for reinforcement learning. Also, individuals may be working remotely, or the organization operates in multiple locations. Some training options you may want to consider are:

1. Instructor-led training – recurring scheduled training sessions in a classroom setting where there is an instructor allowing for direct interaction with the students. These sessions may be in person or virtual.

  • Have some type of handout for individuals to take notes on.
  • It’s critical that the content is relevant (preferably with real-world examples) so that individuals know how to apply what they’ve learned!
  • Encourage individuals to participate in discussions. Engagement promotes retention!

2. Web-based training – training sessions such as videos that are recorded so that employees can access them at their convenience. This is great for employees who work “off hours” or outside the main office. Some options are:

  • Purchase a learning management system (LMS) which not only offers the content, but also tracks progress, assessments, and reporting.
  • Create self-paced interactive courses (with minimal technical skills) using tools like Articulate leveraging PowerPoint slides.
  • Create custom training videos with tools like Camtasia.

3. Written materials – some employees may prefer to read training materials on their own. This includes user manuals, online help, quick reference cards, or cheat sheets.

4. Train the trainer or SMEs (subject matter experts) within departments who can provide more customized training, especially for new employees.

Benefits Of A Comprehensive Training Program


Ransomware, malware, virus, cybersecurity threat concept

When new employees join the organization, there are many concepts including systems, processes, and policies that they need to become familiar with. A lot of new information is coming at them and they will probably benefit from some “refresher” training for reinforced learning. Having training options that accommodate how they learn best can help them ramp up and become more productive faster.

Besides reinforcement learning, other times when employees benefit from training are when there are changes. When employees get promoted or transferred to a new department, they’ll need training to acquire the new knowledge needed to be successful in their new role. Also, most software vendors will produce a major release annually. You want to ensure employees can leverage the new updates which could be compliance or regulatory related.

Cybersecurity threats are still on the rise so make sure you have a rigorous security training program. It may include phishing awareness, social engineering awareness, and the importance of using strong unique passwords.

Create a specific training site on your intranet so the training resources are in one central location and are easily accessible to all employees. It’s an easy way to make sure everyone has access to the most current versions of the training materials.

When the organization offers a comprehensive training curriculum, it shows that investing in the employees’ personal development is important. They provide employees with the tools and resources needed to excel in their roles. Employees will appreciate these efforts, which can lead to increased employee morale and motivation.

For more information on investing in a comprehensive training program to maximize the use of your technology, follow me on LinkedIn!

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The Importance Of Training (And Reinforcement Learning) …



If you do it right, working from home can be a positive and rewarding experience for you, your family, and your employer. Follow these tips to get the most out of working from home:

1. Understand Your Employer's Expectations


Happy man on laptop works from home

Will your job requirements and duties be the same at home as in an office environment? How much support will you receive as a home office worker?

Some companies have very stringent guidelines about what equipment and support will be provided by the company and what will not. Companies will often provide a laptop and telephone and will support each, but not a printer or monitor, for example. It is important to clarify where your company stands and what they are willing to negotiate on.

2. Meet And Exceed Your Employer's Expectations


Professional woman on laptop telecommutes for work

You should also make sure your boss knows you are, in fact, consistently meeting and/or exceeding his or her expectations. You may work 10 hours a day, but it won't matter if your boss doesn't know it or you don't get the anticipated results!

How will you communicate your efforts and results to your employer? Don't rely on them to evaluate this. Your performance, or lack thereof, may not come up until there is a need for a scapegoat or something goes wrong.

3. Set Up A Comfortable, Separate Space For Your Work Area


Professional woman on laptop working in her home office

This is critical to your success as a remote worker. Your space should be relatively free from distractions such as family, pets, the television, and even an attractive view if you are new to telecommuting. You should have a good quality chair and a large monitor if you are primarily working at the computer (who isn't?).

4. Make Sure You Have Everything You Need


Man on laptop and phone prepares to work from home

A computer, phone, printer, good WiFi, and an organized workspace are a given. But you will also need paper, ink cartridges (you would be surprised how quickly these seem to need to be replaced, even in a "paperless" environment), possibly letterhead, pens, sticky notes, etc.

Think about many of the things you use in your office and the well-stocked supply cabinet there. Will you visit the office periodically to replenish these common items or purchase them and be reimbursed? Iron this out in advance.

5. Set Boundaries With Your Family And Friends


Woman on laptop talks to her son while working from home

This is pivotal not only to your success at working from home but to your personal relationships as well!

When you first begin telecommuting, friends and family may not understand the demands this requires of you. A friend whose sitter cancels may call you for a favor: "Can you watch the kids, since you are working at home?" You may get invitations to lunch or drinks, which down the road you may realize you can work into your schedule periodically.

In the beginning, though, you need to be careful to set a tone for your family and friends as well as good work habits for yourself.

6. Set Specific Work Times Or Goals


Professional man on laptop smiles while working from home

Goals are important to keep you on track, as well as to validate your progress. Working from home can be very positive in terms of autonomy and independence, but it can also be lonely and unfulfilling without the regular feedback that comes from working in an office.

The telecommuter needs to feel confident he or she is doing what is necessary to be viewed as successful and to feel secure in his or her job. Paranoia can set in pretty quickly without the regular input of fellow co-workers.

7. Stay Connected


Woman on laptop sits on the couch while working from home

It may be a good idea to start out working from home just a day or two a week and increase gradually from there. This will provide you the opportunity to slowly transition how you will communicate in a more natural way.

You will find you and your co-workers may email or call more often to stay in touch. You will determine which issues and/or co-workers to attend to and which to not. Increased productivity due to decreased co-worker distraction may be a major benefit of working from home.

8. Schedule Daily And Weekly Breaks


Man takes a break from working at home

Many employees who work from home find they spend too much time at the computer which can decrease overall productivity. Schedule breaks into your day. Take a regular lunch (at any time you want—no one is watching!) and stand up and walk around periodically.

You might find it helpful to set an alarm in your calendar to remind you to move away from the computer. Telecommuters may not realize they are squinting at the screen, are hungry, or, even, have to use the restroom when they get too engrossed in their work.

9. Understand Your Work Style


Older man on laptop works from home

It is crucial for you to understand how you work best. Do you work best according to your moods? If so, keep track of your tasks according to task type: computer work, telephone work, meetings, etc. This way you can perform these tasks when you are at your best.

Your communication style plays a big role in your overall work style. Don't know your communication style? Take our FREE quiz today!

10. Track Your Work And Progress


Woman on laptop is productive while working from home

Your employer may have a specific way for you to track your time. It may be as simple as emailing your supervisor when you start and stop your work. It may be a more elaborate time-tracking system where you record your specific activities in time increments or journal style.

It's probably a good idea to keep track of what you are doing in more detail. It may come in handy if you are asked to justify your time or when you would like to ask for a raise.

11. Assess Your Progress Weekly


Man on laptop works remotely from home

It is important to organize your work in such a way as you are able to quickly and clearly see what you have accomplished. Make use of your favorite calendar app to keep track of this. In some industries, the billable hour or journal system (even a combination) is standard.

However you approach it, you need to be able to clearly determine that you are on target to reach your goals.

12. Make Adjustments To How You Accomplish Your Job


Man holds his child while working from home

If something is not working, don't be afraid to change it. As a telecommuter, you may be a pioneer in your office, company, or industry. Invest time in researching ways to improve your productivity. Don't be afraid to ask, "Is there a quicker, better, more effective way out there?" Seek it out, albeit carefully.

Don't jump on the first solution that comes along. Try it out tentatively. Not all solutions meet all users' needs.

13. Ask For Help Or Input


Woman on laptop focuses on a project while working from home

Have regular meetings with your boss or co-workers. These meetings could be weekly, monthly, or quarterly. The meetings may be more frequent when you first begin to work from home.

Talk to others in a similar field who also telecommute. Use social media to stay in touch with your professional network and obtain advice about working from home. Be selective about which groups or lists you sign up for or follow. You don't want social media to become a distraction rather than a way to stay in touch and get help when you need it!

14. Take Care Of Yourself


Woman on laptop stays healthy while working from home

It is hard to do your best when you don't feel your best, and it's especially hard when you don't have regular feedback and input from others!

Get up at a regular time and get dressed. Have your breakfast and coffee before work if that is your habit. If you usually brown-bag it, pack a lunch to eat when you are ready. Meet co-workers or friends for lunch periodically if you are in the habit of this. Set regular breaks and quitting time.

Most of all, avoid the temptation to work when it should be family time, and remember to exercise and get enough sleep.

Working from home can be a great change of pace for many professionals. But it can also be a struggle to adjust to not going into the office every day. Follow the tips above to successfully work from home, no matter what stage you are at in your career.

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14 Tips For Working From Home



An essential part of being a leader is knowing how and when to delegate tasks to co-workers, direct reports, and other team members. The best leaders use delegation to be more efficient, increase team productivity and confidence, and give team members professional development opportunities. While delegating work is a sign of a good leader, how can you remain accountable when assigning responsibility to someone else?

We recently asked our leading executives for their expert advice on how to delegate while remaining accountable.

Here are their responses...

Michael Willis, Sports Business Operations Executive


As an executive, I always take the position that I am responsible for anything that happens, good or bad, in my operations. I am responsible for the outcome.

Unlike authority and responsibility, accountability cannot be delegated. I own accountability.

The Team

It’s my responsibility to build a team that can achieve the deliverables. My job as a leader is to ensure that the right people are in the right place.

I am responsible for each team member being equipped with the technical knowledge to perform to their full potential. But more importantly, leadership must let the team know why the task matters and how they fit into the big picture. The team needs to know what’s at stake.

As the company’s mission, goals, and competitors change, leadership is tasked to make the necessary adjustments to ensure the team can pivot to meet upcoming challenges.

Lastly, the team’s leader inspires the commitment of the team. People get excited about what’s possible but commit only when they understand their role in meeting challenges.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M - $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Ana Smith, Talent Architect & Global Learning Strategist


Delegation/leadership concept

Delegation is the act of entrusting tasks or responsibilities to others while still retaining ultimate accountability for the outcome. An effective delegation is a powerful tool for leaders as it helps to increase productivity, build trust among team members, and allows leaders to focus on higher-level tasks.

One critical aspect of delegation is ensuring that the delegated task is clearly defined. This means being specific about what needs to be done, the deadline for completion, and the desired outcome. When the person taking on the task fully understands what is expected of them, they are more likely to succeed, and there is less risk of misunderstandings or delays.

Choosing the right person to delegate the task to is also essential. It's important to consider the skills and experience required to complete the task successfully. When delegating tasks, choose someone who has the necessary skills and experience, which will increase the chances of a positive outcome and minimize the risk of errors or delays.

Providing the necessary resources is another crucial aspect of delegation. Leaders must ensure that the person taking on the task has access to all the resources they need to complete the task successfully. This could include information, tools, equipment, or budget.

Regular check-ins are also essential to ensure that the task is on track and that any issues are addressed promptly. Even if leaders trust the person taking on the task, it's important to set up regular check-ins to monitor progress and offer support if needed.

Leaders must also hold themselves accountable for the success or failure of the delegated task. As the leader, they are ultimately responsible for the outcome, and they must be ready to take responsibility and provide support if things don't go as planned.

Finally, learning from mistakes is essential when things don't go as planned. Leaders should take the opportunity to analyze what went wrong and identify ways to improve the delegation process for next time. By doing this, they can improve the effectiveness of their delegation skills and, ultimately, lead to better results for the organization as a whole.

In summary, effective delegation requires clear communication, careful selection of the right person, provision of necessary resources, regular check-ins, accountability, and learning from mistakes. By following these guidelines, leaders can delegate tasks effectively while still remaining accountable for the outcomes.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the "red thread."

Lisa Perry, Global Marketing Executive


Manager delegates tasks to his team members

Delegating tasks to others is an essential skill for leaders, but it's important to do so in a way that ensures accountability for the ultimate outcome. Here are some tips on how to delegate while remaining accountable:

  1. Clearly define the task: Ensure that the person you are delegating to understands exactly what needs to be done, the desired outcome, and any relevant deadlines. This will help to avoid misunderstandings and ensure that everyone is on the same page.
  2. Assign responsibility: Make sure the person you delegate the task to has the necessary resources, responsibility, and support to accomplish the task. This includes any training, equipment, or other resources that may be needed.
  3. Set checkpoints: Establish regular checkpoints to review progress and make adjustments as necessary. This helps to ensure that the task stays on track and that any issues or concerns can be addressed in a timely manner.
  4. Provide feedback: Provide regular feedback to the person you delegated the task to, both positive and constructive, to help them improve their performance and ensure that the task is completed successfully.
  5. Monitor progress: Keep an eye on progress and be prepared to step in and provide additional support or guidance if needed. This will help to ensure that the task is completed successfully and that any issues or challenges are addressed in a timely manner.
  6. Take ultimate responsibility: Ultimately, as the leader, you are responsible for the outcome of any tasks you delegate. It's important to take ownership of this responsibility and ensure that the task is completed successfully, even if you are not directly involved in the execution.

By following these tips, you can delegate tasks effectively while remaining accountable for the outcome. This not only helps to ensure successful outcomes but also helps to build trust and confidence in your leadership among your team members.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

How do you delegate while remaining accountable? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: How To Delegate While Remaining …



As a manager or leader in the workplace, a big part of your day is probably spent in meetings—attending them and leading them. For the meetings you set up and lead, how can you ensure they're a productive use of your (and your team's) time?

We recently asked our leading executives for their best tips on how to conduct a productive meeting.

Here are their responses...

Ana Smith, Talent Architect & Global Learning Strategist


This is such an important and yet everyday question!

Here are some tips for the super basic ones for me:

  1. Setting a clear purpose and agenda. What do you hope to achieve by the end of the meeting? What topics need to be discussed? Creating a clear agenda will help keep the meeting on track and ensure that all of the important topics are covered. And please share it in advance!
  2. Invite the right people. Only invite people who are essential to the discussion. If you invite too many people, or too few, the meeting will be more difficult to manage and less productive.
  3. Start and end on time. Respect everyone's time by starting and ending the meeting on time. If you start late, people will start to check their phones or get distracted. If you end late, people will start to get restless and anxious to leave.
  4. Encourage participation from everyone. Don't let one or two people dominate the discussion. Make sure everyone has a chance to contribute their ideas. Be inclusive. If someone is shy, ask them specific questions to get them involved.
  5. Summarize the key points and next steps. At the end of the meeting, summarize the key points that were discussed and identify any next steps that need to be taken. This will help ensure everyone is on the same page and that the meeting was productive.

In order to make it even more productive:

  • Create a positive and productive environment. Start the meeting by setting a positive tone and encouraging everyone to participate. Make sure the meeting space is comfortable and conducive to discussion. Especially consider this with virtual participants in the meeting.
  • Be an active listener. When someone is speaking, give them your full attention and avoid interrupting. This will show that you are interested in what they have to say and that you value their input.
  • Follow up after the meeting. Send out a summary of the meeting and any action items that were agreed upon. This will help ensure everyone is on the same page and that the meeting was productive. Maybe use one of the various options to create the summaries.
Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the "red thread."

Kathryn Marshburn, Music Program Manager


Creative employees in a meeting

Having thoughtful, efficient meetings with teams should include many factors. Here are some tips for achieving a successful meeting:

1. Provide objectives, goals, and notes from previous meeting minutes, in an agenda format, and distribute them the day before the meeting (preferably by noon). Ask for anyone’s input BEFORE the meeting and add all responses to the agenda and assign team members to specific topics if needed.

2. Once a detailed agenda (that includes all the important topics and issues that need to be discussed) is completed, be sure to distribute it as a Google Doc. (This makes it easy for multiple members to edit and update during meetings on Zoom). Ensure that each agenda item has a specific timeframe allocated to it and that all attendees are aware of the agenda in advance and will be ready to speak on the topic that has their name noted next to the item.

3. Start the Zoom platform, or other platform, on time as a host.

4. Greet everyone on camera and have a positive, energetic vibe! Welcome any new members or guests. Give team members five minutes to enter the meeting before you start.

5. Welcome everyone and shift to "share screen" to showcase the Google Doc that has the agenda. To keep attendees awake and alert, update the Google Doc LIVE during the meeting by assigning follow-ups, notes, and meeting member names to any input given on the topic. This does work to keep people alert, as they watch you update the document as the meeting progresses.

6. Encourage all attendees to participate and provide their input on the topics being discussed. Ensure that everyone has an opportunity to speak and that there is no domination by any individual or group.

7. Keep the discussion focused on the agenda items and the objectives of the meeting. If a topic is taking too much time or is straying from the agenda, gently redirect the discussion back to the main topic.

8. Following the meeting, distribute the meeting minutes, follow-ups, and action items to all attendees. Schedule follow-up meetings or calls to ensure that action items are completed and that progress is made.

These tips should help execute an amazing meeting. Good luck!

Kathryn Marshburn has spent 12+ years in the music and gaming industries guiding teams on identifying targeted goals with an agile approach resulting in driving revenue and reducing risk.

Michael Willis, Sports Business Operations Executive


Proactive employees lead a meeting at work

In the past, I was never one to encourage frequent meetings. I have encountered managers who wanted to meet solely to look like something was getting done. This caused frustration with the team.

1. Define a Clear Purpose for the Meeting.

Assign a theme as to why the meeting is being called. Why are we coming together? Who needs to be at the meeting?

Assign a timeline. How long will the meeting be?

2. Set a Meeting Agenda.

What will we discuss, and what are we trying to achieve? Is there any old business that still needs attention?

Who is going to do the talking? For how long?

3. Collaboration.

I would let everyone know that this is a working meeting. Allow open engagement and feedback amongst the team. Set the tone of the meeting that encourages and embraces a space where everyone can express their ideas and opinions without feeling afraid. As the leader, I would make sure the discussion stays on topic.

4. End the Meeting.

As I wrap up the meeting with final thoughts, I would ask if there were any final questions or thoughts. I would thank the team for their input and attendance. I will summarize the discussed agenda points and discuss the next steps.

Finally, I would propose a date for the next meeting so that everyone could put it on their calendars.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M - $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

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