I was recently out for a social occasion with some former teammates from my days in publishing. We were colleagues for nearly a decade. We've been through a lot together, and we're pretty close. Inevitably, we reminisced.

After a few laughs, someone said, "Oh, and what about Michael?" The mood changed instantly. Eyes were rolled. Heads were shaken. Words were used which had no place in a friendly gathering. The contempt and loathing were unanimous.

When Middle Managers Go Bad

Michael – not his real name, for obvious reasons – had been our manager. What you'd call a "middle manager." Neither C-suiter nor grunt, he was responsible for presenting the numbers to the next managerial layer up. And responsible for us.

Seen from above, I've no doubt that Michael was a model of competence. He hit targets and trimmed costs. He smoothed any potential turbulence, shielding his own superiors from the serious organizational problems being faced by team members.

From below, he was a nightmare. Untrustworthy, evasive and weak, he would go weeks without speaking to any of us outside formal meetings. As a close-knit group working on outlier projects, we probably weren't the easiest bunch to manage. But Michael didn't try.

The Stretched Middle

Michael's brand of "managing up" is just one reason why middle managers get a bad rap. And yet it's easy to see why it happens. Middle managers are often forced to flip between directing their teams and deferring to their superiors. They end up working on behalf of their reports and appeasing bosses who aren't interested in their problems, as long as the numbers look good.

It's no wonder some of them take the easy option. Others try to face both ways at the same time, fall short, and suffer stress or even burnout.

This is the situation the book "Power to the Middle" addresses. Written by three McKinsey consultants with substantial experience of middle management, the book acknowledges that middle managers are in the midst of a crisis. But it doesn't have to be that way.

A Better Way for Middle Managers?

Back to the social gathering. Also present was the manager who had set up the team in the first place. Let's call her Kate. Before being made redundant – a frequent fate for middle managers – Kate had recruited us, built our skills and invested time in us.

She had also shielded us from the politics and maneuvering of the layer above her. And she was with us that evening as a friend, not a former manager.

The authors of "Power to the Middle" would approve of Kate. She's their kind of middle manager. But she could only truly have flourished in an enlightened organization. Enlightened enough to see her potential as a developer of people. To free her from micro-reporting and infighting. Our employer wasn't that organization. Kate went, and we got Michael.

Freedom From Above

Typically, Kate is diplomatic about Michael. She understands the pressures that make him what he is. But she's also certain that her way of doing things is the right way. Her reports would agree. Her own bosses might have seen the point too, if they could've looked away from a culture based on the short-term fix. It's a big ask. But doesn't a culture in which people are free to develop their own skills and their teams' sound like a healthier option?

The authors of "Power to the Middle" think so. They place revitalized middle managers at the very heart of healthy organization, empowered by an enlightened C-suite. And isn't that where they ought to be?

Listen to Our "Power to the Middle" Book Insight

We review the best new business books and the tested classics in our monthly Book Insights, available as text or as 15-minute audio downloads.

So, if you're a Mind Tools Club member or corporate user, download or stream the "Power to the Middle" Book Insight now!

If you haven't already signed up, join the Mind Tools Club and gain access to our 2,400+ resources, including 390+ Book Insights. For corporate licensing, ask for a demo with one of our team.

About the Author

Simon has been researching, writing and editing non-fiction for over 30 years. In that time he’s worked on educational courses, scientific journals, and mass-market trade books about everything from popular psychology to buying houses in Bulgaria. In the last 20 years he’s specialized in simplifying complex subjects, and helping readers to learn new skills. Away from work he listens to good music, watches bad football, and is fascinated by medieval history.

The post Why Middle Managers Need Better Managing appeared first on Mind Tools.

But with more people in the workforce than ever before, competition is stiff. This is why you need to stand out at each and every stage of the hiring process.

Videos to Help You Get a New Job

So, what makes a winning candidate? Is it an impressive resume? A confident and well-prepared applicant? Someone who can keep their cool in the face of even the trickiest interview questions? In truth, it's a combination of all the above, and more.

In our newest video series, we explore all the skills you need to ace your interviews and land your next role.

How to Sell Yourself

Your resume and cover letter should grab potential employers' attention and show what you have to offer. Our first two videos, Writing Your Resume and Writing Your Cover Letter are here to give you the best possible head start in the application process. From how to write clear and concise copy, to choosing the best layout, these tips will help you to stand out from the stack of other applicants.

Or perhaps you've got your sights set on a promotion? In this case, you need to be able to prove your worth to your organization. Our brand-new animated video Get Ready for Promotion explores how to push yourself out of your comfort zone, set realistic goals, and get yourself noticed for all the right reasons.

Acing Your Interviews

So, you've made it to the interview stage. Now's the time to demonstrate your experience and expertise. And the more confident you are, the more convincing you'll be.

Preparation is key. In less than 60 seconds our Mind Tools Minutes video, How to Prep for a Job Interview will ensure that you are equipped with all the tools you need for success; including in-depth research and a winning outfit.

What Kind of a Question Is That?!

Have you ever been hit with an interview question that you have no idea how to answer? Rather than stumbling over your words and saying something you might regret, check out our video on How to Answer Interview Questions. Often these curveball questions are designed to test how you respond under pressure. So, keep your composure and think before you speak. A little humor and creativity can go a long way, but don't be afraid to be honest if you don't know the answer. Chances are they'll appreciate candor and integrity.

If that's not enough then head over to our three-part series on how to answer some of the most common interview questions: "Why Do You Want This Job?", "Tell Me About Yourself" and "What Are Your Strengths and Weaknesses?"

You've Got a New Job – Now What?

Congrats, the hard part's over! Or so you might think. But starting a new job can be just as nerve-wracking as interviewing for one. You might be apprehensive about your new responsibilities, or you may even feel like you don't deserve the role.

It's natural to feel stressed at the start of this next stage in your career. But with a little help from our video on Starting a New Job, you can establish clear goals to keep you on track and focus on what lies ahead.

The post Getting a New Job – Introducing Brand-New Mind Tools Videos appeared first on Mind Tools.

This year, in my role on Mind Tools' marketing team, we’ve been talking a lot about how "human skills," more commonly known as soft skills, support individuals to get ahead in the workplace. And how those human skills might look different in today's reimagined workplace.

Get a Head Start on 2023

So, without further ado, here's a rundown of the five standout human skills that employers are looking for in 2023!

1. Cognitive Flexibility

When planning this blog, I wanted to hear directly from the people I work with, to better understand what human skills have been most useful to them over the last year. My colleague Natalie pointed out that adaptability has been crucial:

"If we've learned anything over the past few years it's that change is inevitable. So, whether you're adopting new technologies, experiencing changes to your role, company, or to your working environment, you have to be able to adapt quickly and efficiently."

That's exactly what cognitive flexibility is all about: the ability to think differently when required and be open to change. What's more, someone with high cognitive flexibility will find it easier to manage multiple projects, and switch quickly from one topic to another – an invaluable skill in fast-paced workplaces or time-pressured meetings.

2. Growth Mindset

At Mind Tools, one of our own company values is that of "curiosity": listening, learning, and challenging the status quo. When you adopt a growth mindset, you're granting yourself the opportunity to develop. It means that you see the value of learning, taking on challenges and venturing into the unknown.

It's also the ability to recognize that while you might not understand a task in front of you at the start of the process, by choosing to tackle it, you will come out the other side stronger and more knowledgeable. On the flip side, those with a fixed mindset are more likely to doubt themselves and may struggle to move their career forward.

In her book, 'Mindset', psychologist Carol Dweck theorized how adopting a growth mindset can ultimately lead to greater success and increased self-confidence.

3. Personal Brand

Let’s be truthful, folks. The workplace can be a hectic and noisy place, making it hard to get noticed. Add virtual working to the mix and the opportunities to "shine" are not as obvious as they once were. It's now more important than ever to develop an authentic personal brand that will get you noticed for the right reasons.

What's more, we’re seeing increased numbers of Gen Z taking on executive and senior roles at work. This generation is made up of digital natives who have spent their lives crafting their personal brands on social media and are now well-equipped to translate these to the workplace. So, it's vital that you can keep up.

A great place to start with your personal brand is with these six steps:

• Understand yourself
• Find your niche
• Improve your credibility
• Identify your audience
• Build your brand online
• Practice what you preach

Take a look at our Personal Branding Infographic to find out more about personal brands and how they can help you get ahead in the new year.

4. Critical Thinking

If you demonstrate critical thinking, you'll develop a reputation for being challenging – in a positive way! Critical thinking is all about using experience, observation and logic to guide your decisions and beliefs. This isn't always easy, and in the workplace, it requires being able to distance yourself from your emotional or gut reactions.

Ultimately, however, if your decisions are informed by evidence and rationality, you will always be able to back up your reasoning and get other people on board with your ideas – a key leadership quality in 2023.

5. Communication

We've been hearing about how valuable communication skills are since the dawn of time. Nothing new there. But as the lines between personal and professional lives become increasingly blurred, an employee in 2023 may need to retune their communication skills. For example, remote conversations can look different to those that take place in person. New starters may have even had their entire interview and onboarding process run virtually!

Active listening is a valuable skill to develop to ensure that the conversations you do have with your colleagues, whether in person or online, are meaningful. By making a conscious effort to hear not only the words that are being said, but also the message, you can respond sensitively and provide feedback that resonates with the speaker.

With 2023 likely holding the crown as the most distraction-heavy year to date, it's also important to be present in meetings. Arriving prepared, being sure to ask questions at the right time, and feeding back to contributors are all great ways to build a sense of connection in meetings, whether they're virtual or not.

2023, Here We Come!

Hopefully, this article has inspired you to think about what skills you'd like to develop in 2023, and how they might be helpful in your own work environment. Share your ideas with your colleagues and see what other skills they're working on for the year ahead. Good luck!

The post 5 Human Skills That Will Help You Get Ahead in 2023 appeared first on Mind Tools.

There are probably some relevant updates from former or current co-workers, and a light litter of job ads. But if it's anything like mine, there are also a lot of irrelevant posts... and even lies.

With nearly 800 million members and counting, LinkedIn can create a lot of noise, muffling useful contacts and insights, and misleading with others. So how can job seekers and professionals use the platform to network and enrich their careers?

Tall Tales on LinkedIn

Among the weight-loss journeys, pictures of children’s artwork, and wedding photos that now grace my feed, I recently saw an evocative post on LinkedIn from someone outside of my network. It described a chaotic and unprofessional virtual interview from the perspective of the hiring manager. But wanting to show compassion, the author gave the candidate the job anyway... or so they said.

It was a great piece of storytelling – perhaps too great – and it had a clear moral. Someone I work with had interacted with the heart-warming post, and that’s how it had made its way onto my feed.

But later that day, I saw the same story again, posted by a different person from a different company. What a huge coincidence that they had the exact same experience! (Not.)

How to Tell Fact From Fiction

You’ve most likely seen the post yourself. A quick search on LinkedIn reveals that it’s been copied and pasted countless times by numerous other users. And only a handful of them state that it’s not their own tale.

Worse still, this is not an isolated incident. Many stories are "passed off" on LinkedIn without attribution to the original author. So how do you know if what you’re reading is legit?

It can be difficult for recruiters to discern what and who is authentic, too. Over a third of LinkedIn users admit to telling at least a few small lies on their profile, embellishing their skillset and credentials to appear more attractive to potential employers.

So, exercise your critical thinking skills: fact-check by searching for the material's original source, and look into the person's profile. Do they post a lot of unlikely stories? Or do they have "recruitment" in their job title? Chances are, they're exaggerating to get more engagement.

After my own experience, I asked my co-workers how they navigate through the noise on LinkedIn to find what’s important to them. Here are their top tips...

Friends With Benefits

There are two main types of people on LinkedIn. Socialites who connect with anyone and everyone, and others, like me, who limit their network to only people they know. Both approaches have their benefits and drawbacks, but Fay Dawson has recently adopted the second approach.

She said, "I've stopped accepting every connection request and now only connect with people I know, or who post content that I'm interested in."

Although you won't get as much opportunity to network with professionals in your industry, keeping a smaller circle of contacts will certainly reduce the amount of noise in your daily feed.

Having a healthy mix of "gurus" and close colleagues is how Charlie Swift likes to populate his feed. "I start from two opposite ends – following respected, well-known big names, and connecting with people I know very well myself from my current or past jobs. Then the LinkedIn algorithm does some of the work for me, matching up interactions between those extremes and notifying me."

Don't Rely on the LinkedIn Algorithm

But Charlie also points out that following LinkedIn's suggestions can create an echo chamber. His solution is to "spend some time digging in the conversations below posts or trending stories, and selecting one or two people who offer thoughtful, credible and unique contributions.

"I look at their profiles, and comment or like, follow or connect if the positive impression continues. Where appropriate, I direct message with a pertinent question or reaction that I hope is worth their time, and hope to build a real relationship."

It's not a quick fix, but engaging with plausible people who truly pique your interest will improve LinkedIn's future suggestions for you. So it's worth investing the effort!

Follow Hashtags, Groups and Topics

The same goes for my final tip.

Take a moment to follow hashtags and topics that interest and matter to you. And join groups that can provide insightful discussion.

All of these tips should help to populate your feed with more relevant and truthful stories, and eventually banish those annoying polls about polls, or unmotivating "Monday Motivation" quotes.

You can read more about how to get the most from LinkedIn in our article, How to Use LinkedIn Effectively.

Do you have any tips on how to avoid timewasters on LinkedIn and find what’s important to you? Please share them below!

The post LinkedIn Lies: Navigating Through the Noise to Find What's Important to You appeared first on Mind Tools.

Fortunately, I have a much more optimistic view now, having achieved a midlife career change unexpectedly. I've just started my new career as a transport manager for a local fencing company, kicking my previous job as a roadside technician to the kerb!

And the secret to achieving my later-life career change? Attitude.

Now or Never!

For 15 years, I had the same job under various line managers. I enjoyed the work itself, but grew tired of the company's politics and the constant monitoring and micromanagement.

The shift work took a toll on my health, and its inflexibility impinged upon my work-life balance. Opportunity to progress seemed out of reach, and I consistently felt undervalued – despite always exceeding my targets.

With my 52nd birthday around the corner, I came to the realization that it was now or never – I would have to make a career change now, or I'd never escape the harmful work culture.

Nothing to Lose

Despite searching for suitable vacancies every day, I discovered my new role almost by accident. When I was catching up with a friend, he told me about his workplace, and I jokingly suggested taking a job there, and thought little more of it. But two months later, my wife spotted a vacancy at that business advertised online. So, I applied.

Lacking experience in that particular role and industry, I was pessimistic. Lots of other candidates applied, and they all reportedly had much more experience than me. I probably won't get it, I told myself, but since I already have a job, what have I got to lose? Plus, applying would give me an incentive to finally dust off my résumé.

A Bumpy Road Ahead

I knew I didn't fit the job description on paper, so I was surprised to be offered a virtual interview.

There were a few technical issues which meant they couldn't hear me (at one point I even had to resort to holding up signs to communicate!) but the interview went well overall, and they told me I'd hear from them next week. Great!

So when three weeks passed with no word, you can imagine how deflated I felt. Obviously that was it. After all, the job advert had asked for experience and relevant qualifications – things I didn't have!

I carried on looking for vacancies, but my search was interrupted one afternoon when the company's HR team phoned and invited me to come in for a second interview – thankfully face-to-face this time! I was shocked, and at this point began to feel apprehensive. I had put the possibility out of my mind, but now making a career change didn't seem like such an unrealistic dream.

Attitude Vs. Experience

With nothing to lose, I did my best to adopt a relaxed attitude in the interview. This allowed for a bit of banter between us, and gave me a boost of confidence. I answered their questions as best I could, but there were moments where I still felt I had bitten off more than I could chew. For example, when they used jargon or terminology, it reminded me that I knew very little about this potential new career. I'm an expert when it comes to fixing vehicles, but managing a fleet would be a whole new ball game – and one I've never played before!

But my can-do attitude got me that far, and when I reminded myself of this, my self-confidence increased. Perhaps I would land the job!

During the interview, the managing director and I realized we share a similar mindset. We both feel that a good employee will go beyond the job description and be flexible, and that the days of the "that's not my job" attitude are long gone.

This gave me hope – perhaps he would value my attitude over the other applicants' experience. And, with the right attitude, I would soon pick up the knowledge and experience anyway.

In fact, to demonstrate my commitment, I offered to come in for work experience before my official start date. The suggestion went down well with the boss. So much so, he eventually offered me the job!

Who Said You Can't Teach an Old Man New Tricks?

I didn't expect to get to the second round of interviews, let alone get the job! Thrilled, I accepted the role. And I stayed true to my word: I went in to "shadow" the transport manager to learn the ropes.

By the second day’s work experience, my new boss had already assigned me a priority task (dealing with the theft of some tools and vehicle damage). He said my attitude and eagerness to learn had demonstrated I was up to the challenge, despite my lack of previous experience.

He later told me that one of the other candidates had the right experience and qualifications, but had been arrogant in the interview. So although an ideal match on paper, he wasn't the right type of person for the team. On the other hand, my attitude was a better cultural fit, and my different expertise and experience will bring something new to the team.

This has been an eye-opener for me. It's proved that companies do invest in people over 50, and favor attitude over experience. I've realized that midlife career changes are more common than I first thought!

I'm excited to be starting my new career at 51, and would urge anyone contemplating a midlife career change to take the plunge! With the right attitude, a few Mind Tools resources, and support from loved ones, you can achieve almost anything!

Have you changed your career path later in life? Or have you overcome a lack of qualifications with the right attitude? Tell us about your experience, below!

The post You're Never Too Old: My Midlife Career Change appeared first on Mind Tools.

For author Tim Baker, the answer is clear. "Human beings have got to reinvent what humanness actually is," he says. We must resist the urge to become more like the robots who are threatening our jobs. After all, people are still "the essence of work," and in his view, we should recognize and champion that.

Putting the "Human" Back Into Human Resources

In Baker’s new book, "Bringing the Human Being Back to Work," he sets out 10 performance and development conversations that will help leaders to refocus on people and their uniquely human qualities.

At the heart of this is dignity in the workplace, and we achieve that by having the right conversations at the right time.

"It's [about] listening to people's ideas in a genuine sense, not just doing it in an ad hoc way – genuinely engaging people in conversations around how we might make the workplace better, more effective, faster, safer, and all of those sorts of things," he reflects, in our Expert Interview podcast.

Sometimes, Managers Don't Have All the Answers

“Managers [need] to accept that they don't have the answers to all the problems," Baker continues. "That perhaps some of the people they work with, because they're closer to the work, may actually have some great ideas."

The 10 dignity-based conversations in Baker's book are split into two sets of five. The first set is focused on development, and the second is all about performance.

"Obviously there's some crossover, because when you're developing people, hopefully performance will increase. And when you're talking about performance, if you're doing it the right way, you’re developing people," he explains.

"I just wanted to separate them out, so that people have got some clarity around some of the things that leaders should be doing day-to-day when they're conversing with their people."

Having a Delegation Conversation

Each of the 10 conversations has a specific purpose. For example, in the development set, we find the delegation conversation and the encouraging conversation. The performance set includes the climate review conversation and the strengths and talents conversation.

When it comes to development, Baker sees three distinct opportunities for team members: technical development, personal development, and "developing themselves as a problem solver." Of these, he thinks the third is the most crucial, because problem solving is a surprisingly rare skill.

We Need to Teach People to Think

"It's intriguing that we're all faced with challenges every day, but very few of us are actually able to think on our feet because we're taught to follow a system," Baker says. "We don't teach people to think."

Thinking sets humans apart from machines. And, so do honesty and courage – both qualities that can enhance these crucial conversations. Take the relationship-building conversation, for example.

"I find it fascinating that all over the world, wherever I travel, there are always relationship issues," Baker comments. "The core issue there is the working relationship. Now, why don't we have a conversation about that? Why do we have to skirt around it, or why do we have to hope that someone just gets it?"

Face Awkward Situations Head-On

He urges managers to address awkward or difficult relationships head-on. "One of the questions I suggest to people who are having a struggle with somebody is to ask them a simple question: on a scale of one to 10 – 10 being high, one being low – how do you rate our current working relationship?"

The number the team member comes up with doesn't matter, he says. What follows is much more important.

Leaders Must Listen to Suggestions

"The next question is: can you give me a little bit of an insight into why you rated it like that? Then, the third question is: is there anything that I can do to improve the quality of our working relationship?"

The leader listens carefully to the suggestions, and adds his or her own for the team member, too. The human traits of thinking, honesty and courage can bring about a seismic shift in that relationship. This may also have a positive effect on the rest of the team and what they can achieve together.

Another of the five development conversations is about coaching. In this clip from our Expert Interview podcast, Baker gives an example of how this might work in practice.

Listen to the full 30-minute interview in the Mind Tools Club.

How do you "bring the human" into your workplace conversations? Join the discussion, below!

The post Putting the "Human" Back Into Human Resources appeared first on Mind Tools.

"The capacity to learn is a gift; the ability to learn is a skill; the willingness to learn is a choice."

– Brian Herbert, U.S. author

About This Week's Chat

When I facilitate training at large organizations, or lecture to business school students from big corporates, I often hear the same complaints.

For example: team members don't feel heard. Their managers don't understand them or their workloads. It takes so much effort to combine full-time work with study.

They often talk about being sent on courses, doing e-learning, or participating in business school programs with the expectation that they'll then apply what they've learned. However, they don't always see their managers doing the "right" things, and it demotivates them.

They also talk about organizations whose values and strategies look very appealing on paper, but whose cultures fail to live up to those values and strategies.

But it's not always that way.

I have the privilege of working with a large multinational corporation in the packaging industry. The first group I lectured from this company was full of extraordinary people. There was none of the negativity and poor attitudes that I often encounter within large corporates.

The second group I worked with was just as pleasant and teachable, as was the third… Was it something in the water?

The Secret of L&D Success

At the start of every academic year, the organization's group HR director personally opens the program and meets all the new students. He's a stickler for education and reading (and a few other things, too, like being on time).

Although his opening speech is never the same, there's one thing that he mentions every year. He has led the L&D programs and human resources portfolio for more than two decades, but the organization has never cut the L&D budget. No matter how bad the economy was, how good or bad the company's performance had been that year, or how much resistance he got from shareholders, the L&D budget was untouchable.

The Effect of a Culture of L&D

These people work for a company that lives and breathes learning and development. It's an integral part of their culture, it's one of their core values, and it's also part of their strategy.

The organization's L&D program is very well structured, catering for people of all levels of education, on many platforms. And it has a successful legacy: the "graduates" end up training the new learners.

They have internal libraries, online training programs, focus groups, cross-training opportunities, formal training programs, and higher learning programs that they run in conjunction with the university that I work for. Employees who have completed the management development program can even enrol for an MBA at our business school.

When I hear that companies cut their L&D budgets because of the state of the economy, I'm always worried about what will happen within those organizations a few years down the line. This adds impact to the saying, "What if we train our staff and they leave? However, what if we don't train them and they stay?"

Let's Talk L&D

During last Friday's #MTtalk Twitter chat, we discussed learning and development. Many participants shared how they learned from different sources. Here are the questions we asked, and a selection of the responses:

Q1. What are your emotions around L&D (for yourself, your team members, your organization)?

@PeculiarBeastie I'm passionate and enthusiastic about learning and growing my skill set. I try to promote different avenues of learning and share what I've discovered to get other people excited and interested in learning too.

@BrainBlenderTec It's a constant. I’m a perpetual student so it’s often about getting others excited to step out of their bubbles and try new things, and in the process learn a thing or nine!

Q2. What do people in your organization think of L&D, and why?

In some organizations, people are excited about L&D and eager to learn. In others, not so much. However, the following participants reminded us of two important truths:

@carriemaslen L&D budgets are often the first to get cut, since it's so hard to show a direct ROI on training. But that sends exactly the wrong message!

@KansasSBDC When we experience push back to learning and development, we have to ask ourselves what is causing it before we can proceed.

Q3. When is L&D most/least effective?

@goiuby I think L&D is most effective when it is done willingly. "You can lead a horse to water, but you can't make it drink." It's least effective when it is a micromanaged task. No one likes to do things they're forced to do!

@GodaraAR It's most effective when L&D "understands" the business and programs are created accordingly. It's least effective when learning programs are created that aren't in sync with the business.

Q4. What are the pros and cons of self-directed learning, compared with formal face-to-face learning?

@SayItForwardNow Self-directed learning has the advantage of enabling individuals to learn at their own pace. The disadvantage is that we miss the opportunity to learn from peers while we are learning together.

@PG_pmp Self-directed learning helps you learn anytime, any place, when it's convenient and you have time. Cons: you may miss hearing other people's views when learning alone, compared to learning in group/classroom sessions.

Q5. How much self-directed learning do you do, and what methods/sources do you use?

As it turned out, almost all our participants like self-directed learning, but they use various methods and platforms.

@amber_bando My self-directed learning includes e-learning courses, reading and gathering information on topics that interest me. I find that I work better as a self-directed learner, as I can make mistakes and learn from them.

@TheCraigKaye Short answer: lots… I learn from movies, television, Twitter, journals, articles, books, news, conversations, role observations. We can curate literally anything into practical, resourceful learning.

Q6. Sometimes, employees hear one thing in training but see managers doing another. Why is this, and what's the solution?

@MarkC_Avgi Too often, those in management do not take the time to do the training themselves, or have not bought into what the training taught. Management must be part of the learning process, as well!

@GenePetrovLMC There is a definite theory/practice disconnect, especially in an operational environment. There has to be a reconciliation. Either update the theory or make sure that the operations understands the importance of doing it that certain way.

Q7. How does your company measure the impact of L&D programs?

@sittingpretty61 The simplest and more reliable measure is a pre-test and post-test of results and measures over time. I believe quarterly and yearly post assessments and metrics tell you what you really need to know. Social ROI as well.

@Singh_Vandana Every organization has different parameters of evaluation. By and large, the impact is measured by ROI/growth in business.

Q8. How can the impact of L&D programs be improved?

@MicheleDD_MT Complete a thorough analysis upfront. Involve key stakeholders. Is L&D the solution? Oftentimes it isn't. Leverage L&D where it has the most potential to achieve results.

We like that @JoynicoleM used the word "mastery," because it's not just about learning, but about knowing how to apply new skills. She said, "Capture pre- and post-measures. Set long-term impact goals and follow up. Not just three days later, but three months and three years as well. Mastery doesn't happen immediately, and follow-up (even with refreshers) keeps the information relevant and engaging."

Q9. How honest are you when giving feedback about a course/L&D activity?

A number of participants said that they are brutally honest. And @MarkC_Avgi asked the interesting question, "Are you brutal if you have to sign your name to the evaluation? Many people are less brutal when their comments can be identified with them."

We really liked @ZalkaB's approach. She said, "I know some people have issues with giving feedback if it's not anonymously. They fear how it'll be perceived if feedback isn't positive. I like getting feedback from people, because it enables me to reach out and chat to them for further info and explanation, if needed."

Q10. Think about the best L&D program or workshop you attended. What made it so memorable?

@Yolande_MT Some of the most memorable sessions were great simply because I was ready to learn.

@snowarriors_lou The programme that springs to mind made me become more self-aware (to the point of being very self-critical, positive and negative, tears at times). Reflection was key, and working in collaboration with the rest of the group.

To read all the tweets, have a look at the Wakelet collection of this chat, here.

Coming Up

Many people would like to improve their goal-setting and time management skills. During our next #MTtalk we're going to talk about the things you want to start doing NOW. In our Twitter poll this week, we'd like to know what you've wanted to do for a long time, but you've been putting off starting. Please vote in our Twitter poll, here.

Resources

In the meantime, here are some resources relating to effective L&D. (Please note, some of the resources listed below are only available in full to members of the Mind Tools Club.)

• Kirkpatrick's Four-Level Training Evaluation Model
• How Well Do Your Develop Your People?
• Self-Directed Learning
• How to Be a Good Role Model
• Maximizing the Impact of Formal Training
• Getting the Most From Training Programs
• Online Training
• 8 Ways to Prioritize Your Professional Development
• 8 Ways to Improve Your Powers of Observation
• The Dreyfus Model of Skill Acquisition
• Case Study-Based Learning

The post Let's Talk L&D – #MTtalk Roundup appeared first on Mind Tools.

We all have days when we want to run away and relax on a tropical beach. But, unless you're actually going to drop everything and become a travel writer, it's probably not a realistic escape plan. A better one is to look at how you motivate yourself.

Sometimes it's really easy to persevere. However, motivation can all too easily slip away. Especially if we fail at something.

Failing is not a bad thing in itself, if you learn from your mistakes. But there's a difference between trying and learning, and just throwing in the towel as soon as things get tough or scary.

The Science of Perseverance

Don't blame yourself for sometimes feeling like you want to run and hide – there's actually a science to it all.

You can be flying through a task, only to get bogged down in the detail. You may find it more difficult and more time-consuming than you anticipated. Or, you might be good at coming up with new ideas but lose interest in the execution. After the first wave of enthusiasm, doubts creep in, and you think, "Am I really up to the task?" or "Am I just lazy?"

Research shows that there's more to it than this.

In the Journal of Consumer Psychology, scientists from the University of Winnipeg and the University of Manitoba propose that our motivation changes as we move toward a goal. We're inspired by hope and positive outcomes at the beginning. But, as we continue, we start to focus on responsibilities and the fear of negative outcomes. And it's often this fear that halts our progress.

It can become a demoralizing spiral. You leave a trail of unfinished or poorly handled tasks in your wake. And every morning you lie in bed, hitting snooze on your alarm, filled with the doom-laden sense that you'll never finish or succeed.

We may never know quite how much we could achieve if we tried.

Tips to Boost Your Motivation

Motivation is often the result of an action, rather than the cause of it.

We tend to think that we have to wait for inspiration or energy to hit us, and we get deflated when it doesn't come. Or, we might think that we're doing something motivating or proactive when, in fact, we're not. For example, watching a TED Talk may be inspiring, but it's not the same as taking action.

And action is what we need. Even the smallest efforts to get going create momentum. It might be hard at the beginning, but you know what they say about getting balls rolling, and hard work paying off.

If you ever feel like you've hit your wall, take a look at the following tips. They'll motivate you far quicker than a poster of a kitten and a cheesy quote.

1. Make a List of Goals

Write down your goals and visualize how you'll feel when you hit each one.

Confucius said, "The man who moves a mountain begins by carrying away small stones," so start small and focus on high-priority tasks.

But beware of multitasking. Research shows that it takes a lot of mental energy to refocus after you've been distracted. Another study suggests that it takes around 23 minutes to regain your concentration when you switch between tasks. The key, then, is to focus on one important goal at a time.

2. Work Out Every Day

The endorphins produced by exercise can help to reduce stress and anxiety, boost mood, and improve your sleep. What's more, according to a 2015 study, aerobic exercise improves your cognitive functions in a number of ways, including the ability to learn and retain new information. And research published in 2014 shows that exercise also boosts creative thinking.

All of this combined makes you feel good. And it's far easier to stick to your goals when you feel refreshed, and your body is performing at its peak.

3. Make a Schedule and Stick to It

Staying motivated doesn't just happen. We have to set our intentions and choose behaviors that will keep us on the right track. They provide a vital structure that will keep us going, regardless of how we're thinking or feeling on any given day – almost automating the difficult thing we have to do.

Aristotle said, "We are what we repeatedly do," so set dedicated times to work on your goals. Put them in your calendar, and don't book anything else in for those times.

4. Find Your "Whys"

Why do you want to give up? Is it fear of failure, or of what others will say or think? Boredom? Anger? Depression? Exhaustion?

During the Korean War, medical officers coined the term "give-up-itis" for the total apathy and loss of hope that followed a severe trauma. A person with this condition could literally will themselves to die, with no apparent physical cause. It's an extreme example, of course, but it shows the powerful role of our minds in staying well, and how important it is to have something to strive for.

Find the value in what you're doing, to identify why you want to keep going. Is it helping you to reach a larger goal, or benefiting others in some way? You'll feel more invested and enthusiastic when you can see the benefits and the meaning of a task.

5. Find Some Mentors

It's great to want to carve your own path. But successful, motivated people know that everyone needs a hand along the way. So, find a mentor, or more than one, and regularly take time to talk about your goals and receive encouragement from someone who's been in the same boat, and who knows how to steer it.

Open up to colleagues, your boss, friends, and family, too. Mentors don't have to be experts to give you support and offer you a sounding board. Knowing other people have "got your back" will boost your confidence, give you a fresh perspective, and help you to maintain a sense of direction.

6. Stop Comparing Yourself With Other People

Albert Einstein said, "It's not that I'm so smart, it's just that I stay with problems longer." If you don't believe in your potential, then no one else will, regardless of how good you are. Draw inspiration from those around you, but don't beat yourself up if you're not on the same level in certain areas. And don't be lured by the "greener grass" over the fence. Remember, nobody's life is perfect!

This can be hard in our social-media-dominated world. Often, we only see the happy highlights from those around us – fancy holidays, "dream" jobs, perfect relationships. But what you see online is only half the story. Everyone is facing their own struggles, and everyone has bad days, just like you.

7. Take Care of Yourself and Think Positively

Our brains release dopamine in anticipation of a reward, and this makes us feel good. So, keep track of your efforts and reward yourself along the way. Fill up on mood-boosting foods. Do things you enjoy, listen to inspiring music, and remind yourself of how far you've come.

Surround yourself with positive people who will help you to get in the zone. Should you fail, always look for learning opportunities instead of dwelling on the negatives.

One big "but" – some situations really are bad for you, and in these cases it's absolutely right to stop or give up. If carrying on is making you ill or truly miserable, then it's likely not the right path. Changing direction when this happens can be a powerful way to rediscover your "mojo."

Key Findings on Never Giving Up

We all have days when we lose motivation, but don't be too hard on yourself when they happen.

It can be difficult sometimes to judge whether we need to push a bit harder, or are just banging our head against a wall.

Check your purpose, your chances of success, whether you really have to do it all yourself, and what you're going to get out of it. Find the balance between being kind to yourself and being your own boot camp leader!

You don't have to wait for motivation to hit you. But you do have to work to stay on track – take action, organize your goals, and be diligent with your routine. And be flexible: we often give up on goals because we're unwilling to compromise our original expectations. Always think about your "whys" and what you're learning. And when something's not right, feel free to change direction.

Resources

Have a look at the following Mind Tools resources to learn more!

Understanding Motivation

Tips for Sparking Self-Motivation

The Sorites Principle: How to Harness the Power of Perseverance (Book Insight)

Get Motivated! (Skillbook)

The post 7 Ways to Keep Going When You Want to Give Up appeared first on Mind Tools.

"People don't get promoted for doing their jobs really well, they get promoted by demonstrating their potential to do more."
– Tara Jaye Frank, U.S. leadership consultant and author

Tears and Joy

My experiences working in human resources often involved being part of promotion selection panels. During that time, I sat through many interviews, and often shared in team members' emotions.

It was never pleasant to see a strong candidate's disappointment when he or she wasn't successful. However, I took comfort in the fact that our organization had a very fair way of selecting panel members, and we used a system that gave every candidate a fair chance.

Let me share with you some of the characteristics (over and above their technical skill and product or industry knowledge) that we looked for in candidates we were considering for promotion.

The Make or Break Factors

Flexibility. We worked in an industry where what was "in" yesterday was "out" today, and where what was new yesterday would be old news tomorrow. Change happened quickly and relentlessly, so we had no room for team leaders who resisted change or who were slow to implement it.

We looked closely at candidates' attitude to change. Was it, "Ah no, more change! This place sucks!" or, "OK, it's not comfortable, but let's see how we can do this to the best of our ability"?

Desire to learn. We always appreciated candidates who had proved to us that they wanted to learn. We wanted people who were able to transform potentially uncomfortable situations into learning opportunities, and who found creative ways to solve problems.

These team members often asked good questions, requested training, asked to shadow more experienced team members, and undertook self-directed learning in their downtime.

Emotional Intelligence. If we had two candidates with more or less equal skill and technical knowledge, the deciding factor was often who had the best soft skills. How well could they work with people? How did they react to feedback? Did everybody have to tread on eggshells around them, or were they able to manage their emotions?

It takes a lot of time and energy to manage someone's emotions if they can't do it themselves. From a productivity perspective, it's easier to promote someone who is emotionally mature.

Performance under pressure. During our peak seasons we were extremely busy, and how people handled pressure was always a key factor. Some people can handle pressure on the surface, but the quality of their work suffers. Others can't handle pressure at all. Yet other people take pressure in their stride.

Two seconds ahead. In his book, "The Two Second Advantage," Vivek Ranadive describes what made him an ice hockey champion. He wasn't the fastest, the biggest or the strongest, but he had the ability to anticipate where the puck would be two seconds later. He would position himself accordingly, meaning that he was ready to play the puck while the opposition players were still chasing it.

We always looked for people who could anticipate what a customer might need or want before the customer even knew it!

Promotion in Progress

It was interesting to see how some people felt entitled to promotions that they weren't ready for, or to see excellent candidates who doubted their own ability.

I saw people demanding to be promoted who resorted to a victim mentality when their applications were unsuccessful. I saw others who doubted whether they should apply, and were completely shocked and surprised when they got the promotion.

Sometimes, I literally had to wipe away people's tears. At other times, people jumped up and hugged the panel members when they were given the good news!

In our Twitter chat last Friday, we discussed promotion, career advancement, and other forms of progress at work. Here are the questions we asked, and a selection of the responses:

Q1. How do you measure the success of your own career progression?

@MyFamilyGenie Additional responsibilities, additional attention for projects and aptitude.

@GodaraAR By counting how many lives I have touched and created an impact.

@SayItForwardNow I measure success by how much I enjoy my work, how fulfilling it is, how much I am learning, and how much I appreciate the people with whom I work.

Q2. What does "progress" mean to you? Is it as simple as earning promotion, or is it something else?

A promotion might bring more money, but it could also mean that you spend less time at home or that you have to deal with a lot more pressure. Our respondents put job satisfaction and skills development above any potential financial boost.

@imaginyst Progress for me is meeting goals and getting better at what I do. Promotions don't always mean this.

@GenePetrovLMC Learning and growing. Have I learned a new skill to add to my repertoire? Am I growing in knowledge of my base skills? Am I able to serve more people in my business? [These are] key questions for me.

Q3. How pressurized do you feel by family, friends or co-workers to progress your career?

@MarkC_Avgi Over my career there was more pressure that I put upon myself to progress than was put on me by anyone else. I wanted to progress to be able to provide a better life for myself and my family, but not at the expense of myself or family.

@Ganesh_Sabari, a regular contributor to our #MTtalk discussions, brought an interesting perspective to the conversation. He said, "I never compare myself with anyone. Comparisons are meaningless. Direct competition does not exist with anyone else but me. My only competitor today is the "me" that I was yesterday! Progress simplified."

Q4. How can you take control of your career progress in a world where many factors are beyond our control?

@KLC2978 Push yourself and enjoy it! Embrace learning new things. Look for new opportunities inside current business but don’t be afraid to explore outside opportunities. You have to want to progress. Look for mentors who can help with progression.

@lauramo05720590 Improving your situation at work, or in other areas of life, requires being open to new possibilities. By taking courses, trying a new hobby, and expanding your network of contacts, you can feel more empowered.

Q5. Is social media a help or hindrance to career progression?

Most participants agreed that it's all about how you use it. And the feeling was that you need to be wise and use your discretion with what you share on social media.

@JKatzaman Don't hurt yourself by putting anything on social media you might regret. Ranting in private or in person is vastly different from doing it on the internet, which never forgets.

@Singh_Vandana I perceive it as a tool for career progression. Participating in various chats, discussion, etc. connects you to like-minded professionals. Growth and learning is immense.

Q6. What values are important to you regarding career progression?

@sittingpretty61 I look at opportunities which further learning and empathy by diversity of training, mentors, and mentoring to others. I also want my advocacy to amplify the life issues of the disabled and for women with disabilities.

@SaifuRizvi Commitment and integrity are key values for career progression.

Q7. How do you know when you're ready to move up to the next level?

@MegOKerns I think it depends on your growing pains within your career. Is the next step on your preferred career path? Are you interested in more learning/experience so that a lateral move would be more beneficial, or are you ready to move vertically?

@CareerGoals360 When you feel comfortable with your current position and responsibilities and you don't feel challenged enough, it's time to know you are ready to seek out the next level.

Q8. Is progress necessary for a happy, rewarding or fulfilling career?

@MicheleDD_MT It is for some. Depends on where you are in your career, your definition of happiness, and what you need to be fulfilled.

@FranklySandeep Progress is essential for happiness. However, every individual must honestly define what progress means to him and then sincerely accept it – or else there will be lot of movement but little progress.

Q9. How can you increase your chances of promotion within a big organization?

@Midgie_MT Step up for projects, network with colleagues, get involved in workplace initiatives not specifically related to work things.

@BrainBlenderTec Look for opportunities. Be noticed. Add value. Motivate others. It often puts you on the fast track.

@Singh_Vandana 1. Stay competitive and relevant within your domain. 2. Be willing to volunteer for many opportunities to learn and contribute. If you do good you will surely be noticed. 3. Do introspection on what you are good at and demonstrate your capabilities.

Q10. What advice would you give to your younger self about making career progress?

@eng_kyat Focus your attention and effort.

@SayItForwardNow Trust your instincts, celebrate every success, learn from every failure, and respect everyone.

@sittingpretty61 Stop being afraid of success and failure. Embrace discomfort – most of life is showing up and getting messy. If the phone rings, answer it, and manage the here and now. The rest will fall into place!

To read all the tweets, see the Wakelet collection of this chat, here.

Coming Up

One of the things that might determine your progress is how well you're able to work with people. Someone once said, "The nice thing about working with people is that you work with people. The downside of working with people is that you work with people!"

In our Twitter poll this week, we'd like to know what you think is most likely to cause conflict between people. Please vote, here.

Resources

In the meantime, here are some resources relating to career progression.

• Career Progression in a Flat Organization
• Changing Career Within Your Organization
• From Technical Expert to Manager
• What Is Personal Branding?
• Breaking the Glass Ceiling
• Get Ready for Promotion
• How to Avoid the Pitfalls of the Peter Principle
• Getting Noticed
• Getting Feedback
• How Ambitious Should You Be?
• What Is Personal Empowerment?
• Personal SWOT Analysis Video
• 9 Ways to Future Proof Your Career
• Job Crafting

The post Promotion in Progress – #MTtalk Roundup appeared first on Mind Tools.

But nothing seems to be happening. Your career feels like it's hit a bit of a plateau. Sadly, working hard and having a positive mental attitude isn't always enough to get you that promotion.

In such circumstances, what can you do to make that jump forward in your career a reality? Well, we here at Mind Tools, and some of our readers and users, have some suggestions.

Show Drive and Determination

First, you can't expect to get a promotion simply by being good within your current role. You need to show your boss that you have the drive and determination to perform at the next level. For example, in my first role as a journalist I would regularly offer my proofreading abilities to other members of staff.

This showed not only that I had skills other than just writing, but also that I was willing to go the extra mile to improve the company's end product. It worked, and I began to rise through the ranks just a year later.

Always Play for the Team

Second, don't cut corners or bend the truth. You may be tempted to do whatever it takes to make yourself look good, but try to resist. For example, you could take full credit for a proposal that was, in fact, a joint effort with a colleague. But these actions have a nasty habit of coming back to bite you!

Third, always try to be a team player. For example, be ready, willing and able to help out a colleague by offering guidance on a project. Or even, if time permits, taking on a portion of his or her work.

Find Out What That Promotion Actually Means

Fourth, study what the role that you want entails, and ask yourself some questions. For example, what are the major problems you’ll need to overcome, if you get the promotion? Have you got any ideas ready to be put into place? Is there a managerial element? If so, what new skills might you need to learn? What special skills might be required?

Finally, don’t give up if you get knocked back. If that promotion doesn't come through this time, look at yourself to try to identify any self-sabotaging habits you may have. Again, training and study may be the answer. Use this negative experience to improve yourself.

We reached out to our followers on social media to ask for their top tips for increasing their chances of promotion. And, as always, they had plenty of advice to share!

Top Tips for Increasing Your Chances of Promotion

On Twitter, BrainBlender (@BrainBlenderTec) simply recommended "asking for it." That, he argued, greatly increases your chances, as it "makes your intentions known and puts you on the radar. Too many people believe in passive promotion, but in a sea of glitter it's hard to see what really shines unless you stand out."

It's not so much about making things obvious, he continued, as gaining the attention of people who are "often too wrapped in their own projects to notice."

On Facebook, Katherine Wass's advice was to "apply for the job!" Our LinkedIn follower, Angela Okkerse, recommended that you "expand your brand… market yourself and let everyone know why they want you!"

Make Yourself as Valuable as Possible

Back on Twitter, Billy Scott (@BillyScottTao) argued that to get a promotion, you need to be "more valuable to the company. Educate, get to know your biz, your industry, and how the role fits you. Then, identify bottlenecks in workflows and suggest solutions. Think like it's your company."

And one of the most concise strategies came from Eugenia Borta, Staff Accountant at Burzenski & Company, who simply recommended that you "#network #workhard #worksmart #beontime."

See the Next Level, and Aim There

On LinkedIn, Abhay Inamdar said that for "promotion to any level [you need to] develop the ability and thinking required for one level above your target level."

Echoing that point on Facebook, Nirav Bhatt argued that we need to "work for the skill and character requirements for the higher targeted position." One way to do this, he continued, is to "take up the voluntary assignment where we are only focusing on skill and character development."

A voluntary assignment will "make management aware that we are ready for the higher position," Bhatt continued. "This is a win-win situation, for both us and management. We get a promotion, management doesn't have to invest time and resources to develop another candidate," he added.

Look For Personal Development

LinkedIn follower Kerry Chotty, an employment coach and disability advisor, suggested we "always look for personal development," while Sandip Pawar, from Padmavati Engineering, said "respect your work and abilities."

And there was a gentle warning from David V., a biotech Production Specialist, who said that if you "make yourself irreplaceable, you'll never get promoted."

Finally, on Facebook, Randy Jenkins also offered a cautionary note: "Consider if a promotion is right for you. In some situations, it can be more trouble than it's worth, by diminishing family time and/or turning you into a ruthless boss."

What are your thoughts about how best to develop your career? What has worked for you, and what hasn't? Let us know, below.

The post Your Top Tips for Increasing Your Chances of Promotion appeared first on Mind Tools.