After all, if we only do the minimum required of us, we probably won't get very far. So, if you've set your sights on world domination (or perhaps just that promotion you've always wanted), use these 18 tips to make it a reality.

Be the Best People Person

People skills are one of the most sought-after competencies valued by employers. When you work well with others, it improves productivity, creativity and job satisfaction. So, let's kick-start our top tips list by looking at what you can do to become a better people person.

1. Be a Great Communicator

Being able to communicate well – in person and in writing – is an essential skill in most workplaces. But, it's also one that is often forgotten about. In fact, a study from the National Commission on Writing reveals that blue-chip companies spend as much as $3.1 billion on writing training.

The ability to express yourself eloquently can mean the difference between getting noticed and being overlooked. Write a bad email and all anyone will remember is your poor grammar. But write one that is clear, concise and interesting, and you'll likely find that people will respond to your message quickly and positively.

2. Nurture Your Work Relationships

People skills are as important in the workplace as technical ability. These kinds of "interpersonal skills" can help you to collaborate, communicate, manage conflict, motivate, increase productivity, solve problems, and network.

When you have good working relationships you'll likely be more happy and engaged at work, too. In fact, a 2023 study revealed that positive workplace relationships can help you to avoid burnout, exhaustion and even loneliness.

3. Listen!

It can be all too easy to "tune out" sometimes. Whether you're really focused and "in flow," or you're easily distracted by emails and other minor tasks, maybe you just aren't paying enough attention to the person who's talking to you. Whatever the case, you're not alone. It seems that most of us aren't great listeners. Indeed, research suggests that we remember between just 25 percent and 50 percent of what we hear!

But listening is vital if you want to succeed at work. It can help you to take in information, learn from others, build relationships, and take direction. Active listening is one of the ways you can improve your ability to listen. It involves making a conscious effort to hear not only the words someone is saying, but the key messages that they are trying to express.

4. Know How to Work With Your Boss

If you're lucky, you'll have a boss that you respect, like and admire. If you're not so lucky, however, you may have one who, for whatever reason, you just don't "click" with. If this happens, it can have a significant impact on your happiness and your productivity.

Ultimately, the onus is on you to make the relationship work. Your boss will likely have several other people to manage, so their relationship with you may not always be at the top of their list. But it should be at the top of yours! Find out more about their preferred management style. Then, adapt your own working style to suit it. Do they like to receive information in person, or prefer email? How do they tend to handle bad news? Do they like to micromanage people or are they happy to delegate tasks?

Be the Best at Taking Initiative

When you take the initiative, you take control of your career. This might be as simple as learning to organize your workload effectively. Or, it could be more complex – for example, seeking out new opportunities and understanding the purpose behind the work you do. Here are some tips for doing this:

5. Prioritize Your Goals

With so many demands on your time, it's easy to get distracted and lose sight of your main goals. Start each day by prioritizing your To-Do List, and focusing your attention on the top three items. This will help you to manage your time effectively, and to concentrate on the objectives that matter the most. And, if you're really swamped, don't be afraid to ask for help, to delegate tasks, or even to say "no" sometimes.

6. Challenge Yourself

Feeling comfortable and confident in a job likely means that you're doing it well. But, if you're finding it all too easy, you may begin to feel bored and unfulfilled.

Sure, you could carry on and "coast" your way through. But this probably isn't going to get you very far in the long term. Instead, stay challenged by setting yourself some new goals. Learn a new skill, go on a training course, or ask your boss for more responsibility. Not only will you be pegged as a "self starter," you'll also get the chance to broaden your skills, and to engage in new ways of thinking. It may even open up opportunities to work on different projects and with different people.

7. Get out of Your "Comfort Zone"

Stepping outside of your comfort zone is – unsurprisingly – uncomfortable! You might feel exposed, or worry that you'll look stupid. However, if you avoid taking opportunities when they present themselves, you'll never know just how far you can go.

Yes, doing something new can be scary. It might also mean more pressure and more work. But, it can also push you to perform better. It can make you more resilient, give you the flexibility to take risks and cope with unexpected problems, and help you to overcome fear of failure.

8. Remember the Bigger Picture

Do you know why you do the work that you do? What's its purpose? Why is it meaningful to you? And how does it help the business to achieve its goals?

Understanding how the work that you do benefits your organization can improve your performance. It adds purpose to your work, helps you to prioritize your tasks more effectively, and enables you to identify tasks or areas of the business that can be made more efficient.

Be the Best Learner

It's never too late to learn a new skill. In fact, building up your knowledge and skills is often a lifetime pursuit. So, start your learning journey today by following these tips:

9. Build Expertise and Share It!

Having a specialized skill or excelling in a particular task can put you "in demand." Even more so if you have deep knowledge of a subject that is highly sought after – for instance, analytical thinking, creative thinking or resilience.

Being the "go-to" person for a particular task or topic can enhance your reputation and allow you to help others. It can also lead to opportunities to work on high-profile tasks, and may even result in promotion. But remember that building expertise takes dedication and resolve. So, be prepared to put the time in!

10. Know Your Stuff

Rapid advances in technology, along with global political and financial developments, mean that change is fast-paced and unpredictable. And, if you don't make an effort to keep up with these changes, it can result in missed opportunities or getting left behind.

Combat this by making it a priority to stay up-to-date with your industry. Join a trade organization, attend trade shows or conferences, read blogs, and connect with industry leaders and colleagues on social media sites like LinkedIn or Twitter.

11. Set Aside Time for "Deep Work"

We live in an age of distractions. Email, social media, instant messaging, office politics, unnecessary meetings… even the weather! All of these things can cause you to lose focus on the tasks that really matter. In fact, some studies suggest that knowledge workers lose up to three hours a day because of distractions. And this can cost businesses 14 to 15 times more than absenteeism due to health-related issues.

Sure, it might be hard to ignore the 150 WhatsApp messages that you've just received. But, if you really want to produce quality work, you and your phone will need to part ways (temporarily at least). This is where "deep work" can help. It involves pushing distractions to one side, and giving yourself the time and space to really focus on challenging and complicated tasks. This has a number of benefits. For example, it can help you to build expertise and knowledge, and give you a greater sense of fulfillment and achievement.

Be the Best Professional

What qualities make you a true professional? Is it the way you dress? Your charismatic charm? Or, is it your ability to learn from your mistakes? Take a look at our tips on what it takes to be the ultimate professional:

12. Make Mistakes (and Learn From Them)

We've all had that sudden sinking feeling when we realize that we've made a mistake. But it's how you handle these "bloopers" that really matters. Do you, for instance, tend to "run for the hills" and hope that no one notices? Pass the blame onto someone else? Or, do you "fess up" and do your best to remedy the situation?

It can be hard to swallow your pride and take ownership of the mistakes that you make. But, it is only by doing this that you will ultimately learn from them.

13. Ask for Feedback and Use It!

It can be difficult to hear criticism, particularly when it's unexpected. But, if you don't get any feedback at all, you may begin to wonder whether your work is valued or even noticed.

Why not take the initiative? Ask for feedback from managers and colleagues. Not only will you be seen as a proactive member of the team, but the advice and insight that they provide will likely help you to improve your performance, too.

14. Protect Your Professional Reputation

Your reputation is what you're known for. It encompasses your personality, your skills, your values, and your temperament.

It can take time and effort to build up a good reputation, but just moments to destroy it. This means that you need to put the work in if you want to protect and maintain it. Do this by carrying out a personal SWOT analysis to assess your skills, and to create a plan for developing the professional traits and abilities that you want to be known for.

Be the Best Leader

You don't have to be a manager to be a leader. And, in fact, many businesses want people to demonstrate leadership skills, even if they're in a junior role. So, why not tap into your leadership potential today by following the tips, below:

15. Develop Leadership Skills

One of the major "pain points" for businesses is the lack of leadership skills among their employees – even those who are in senior or highly technical roles. Research shows that the best and most successful leaders are those who encourage learning and listen to feedback and ideas. And that this, in turn, can help teams to become more resilient and effective.

So, if you've set your sights on a promotion, why wait? Start preparing today by broadening your skill set to include listening, empathy, problem solving, and negotiation. And acquaint yourself with different leadership styles, such as Transformational Leadership, Action Centered Leadership and Adaptive Leadership.

16. Get Yourself Noticed

Have you ever completed a piece of work that you were really proud of, only for it to go unnoticed?

Feeling as though your work isn't valued or even acknowledged can be deeply demoralizing and frustrating. But, there are ways you can improve your visibility at work. Building a strong network of allies, for instance, can help, as can tracking your accomplishments, taking on additional responsibilities, or finding a mentor or coach whom you respect and who can help you develop your skills and career.

Be the Best You

Wherever your career takes you, and whatever role or organization you find yourself in, the one constant will be you. So, cherish your uniqueness, stand up for your values and beliefs, and always be yourself! The following tips can help you to do just that:

17. Learn How to Cope With Stress

It can be easy to get caught up in negative thoughts sometimes, particularly if you've made a mistake, received some poor feedback, or work in a high-pressure job. But, real problems can occur if you allow these thoughts to take over, such as low self-confidence, poor self-esteem, or even depression and anxiety. All of these things can impact your productivity and performance – setting the whole cycle in motion once again.

Remember that setbacks and stress are a part of everyone's life. You can either crumple under the pressure or find strategies to help you cope. These could include mindfulness, affirmations or cognitive restructuring.

Most of all, know when to stop. It can be hard to switch off, particularly when you're surrounded by "always on" devices, like smartphones or tablets. But learning how to relax – really relax – will help you to recharge, stay calm and avoid burnout.

18. Be Yourself

Pretending to be someone else or being a "yes man" (or woman) can be exhausting, confining and demoralizing. It can also hold you back from reaching your true potential. But, when you stay true to yourself and your values, you'll find that you can express your thoughts and ideas much more clearly and confidently. And you'll have a reputation for integrity that will earn the trust and respect of your peers.

Yes, it may sometimes mean "going against the grain" or taking the harder road. But it also allows you to live a more authentic and, ultimately, more rewarding life.

Related Resources

If you want to delve deeper into some of the topics we've discussed in this blog, check out our list of recommended related resources below (please note, to access some resources in full you'll need to be a Mind Tools member):

How Self-Motivated Are You?
Managing Your Career
The Power of Good Habits
Developing a Career Strategy
Pink's Autonomy, Mastery and Purpose Framework
What You're Really Meant to Do, with Robert Steven Kaplan
Plan Your Career From Here
Working With Purpose
What Are Your Values?
Job Crafting

About the Author:

Senior Editor Lucy Bishop started her working life selling ice cream in a theme park. She now heads up the video learning team at Mind Tools, and gets involved at every stage – from writing and editing scripts, to auditioning actors, to running filming days. Lucy’s a committed member of our neurodiversity panel, where she helps Mind Tools to reflect and support all forms of neurodivergence. She’s also fascinated by new technology and is currently learning about AI – especially its impact on learners. Her favorite advice is, “Before asking someone else to fix something for you, see if you can learn to do it yourself.”  

The post 18 Ways to Be the Best You Can Be appeared first on Mind Tools.

The accident was a disruption that led to a major life transition. Bruce Feiler, best-selling author of "Life Is in the Transitions: Mastering Change at Any Age," says that, on average, everyone goes through a life transition every 12 to 18 months.

Common life transitions include:

• being laid off or fired.
• having a serious accident.
• experiencing a health crisis. 
• working for a company that is being acquired. 
• getting a new job. 
• being promoted. 
• changing careers.
• moving to a different city. 
• getting married. 
• having a baby.
• going through a relationship breakup or divorce. 
• returning to school.
• losing a loved one.
• retiring.

Any of those sound familiar?

Experiencing a “Lifequake”

We get through most life transitions relatively quickly, but one in ten become what Feiler calls a "lifequake." He defines a lifequake as a massive change with stressful aftershocks that can last several years if we don't learn to master them.

After interviewing hundreds of people about their life transitions, Feiler found that, on average, we go through three to five lifequakes in our lifetime.

These life-changing events frequently involve a difficult loss, such as losing a source of income, access to childcare, or a loved one, to name a few. And in the aftermath of the pandemic, the entire world is going through a collective lifequake.

3 Ways to Master Life Transitions

Learning to deal with these disruptive life events is more critical than ever. If you are going through a life transition, here are three ways to help you navigate it.

1. Accepting that the "Linear Life" Is Over

Feiler's findings show that the idea of a neat, linear life path no longer holds true. A linear life is based on misguided expectations.

For example, we expect our careers will progress from a junior job to a mid-level job to a senior-level position to retirement. Some other misconceptions include believing that we will have one relationship, one home, and one source of happiness throughout our lives, from adolescence to old age.

Instead, we lead non-linear lives, which means we go through many life transitions, full of twists and turns and ups and downs. Transitions may seem like abnormal interruptions, but they are a regular and predictable part of life.  

Anticipating change helps us accept the end of predictability and prepares us to deal with whatever changes life brings. Being mentally prepared for change eliminates the element of surprise and allows us to move with greater ease from resistance to acceptance.

How Can You Prepare Yourself for a Non-Linear Life?

Let's take a current example. 

One of the latest work trends has been dubbed "career cushioning" (also known as "recession proofing"). The term describes the act of employees exploring other job options while still in their current role.

Whether or not you're concerned about a layoff, it pays to prepare for this potential disruption to your career. Some actions you could take now include: 

• refreshing your résumé. 
• updating your skills.
• nurturing your network.

2. Becoming Adept at Navigating the Three Phases of Life Transitions 

A big takeaway from Feiler's research is that all significant life transitions have a distinct structure. And it isn't always obvious to someone just entering a transition. 

According to Feiler, major life transitions have three phases:

1. The Long Goodbye: the period it takes to fully accept the change and say goodbye to the old you.  
2. The Messy Middle: the period when you start to evaluate new options. That’s when you replace old habits that no longer serve you with new ones that help you to move forward. 
3. The New Beginning: the period when you embark on a new path in your life. 

Being stuck in "the long goodbye" or "the messy middle" phases prevents us from moving on to the next chapter in our lives.

How Do You Leave the Past Behind?

Here's a quick example. A coaching client of mine – I'll call him Fred – was laid off from his job as a marketing manager. By the time Fred came to see me, he had already spent six months stuck in the long goodbye phase. He wasted a lot of time mourning his old life and what he had lost.

I asked him to note his weekly actions that are still connected to his old job. The list turned out to be an eye-opener for him. 

His activities included:  

• checking the social media accounts of the company that laid him off. 
• scouring the LinkedIn accounts of his ex-peers to see who else was laid off. 
• emailing his ex-direct reports under several pretexts. 
• regularly checking the company website to see if there were new hires on the marketing team.  
• asking several ex-colleagues to go to lunch with him and using the event as an opportunity to vent.

We agreed that he had to stop doing anything related to his former employment, no matter how small. All activities connected with his old job set him back emotionally, reinforced his resentment, and distracted him from moving on. He finally cut the corporate umbilical cord and moved on to the next phase of his life transition.

3. Managing Your Emotions 

Feiler writes that fear, sadness and shame are the top three emotions we most likely feel during a transition.  

I have found over the years that shame is a strong emotion that few people want to discuss. Consequently, the feeling of shame can intensify, linger and prolong recovery from a difficult life transition. 

Consider the example of my coaching client, Melissa (not her real name.) Melissa found it difficult to cope with being fired from her job. After several coaching sessions, she admitted to feelings of shame. "I am ashamed," she said to me, barely holding back tears. "People will think that I didn't do a good job."  

I worked with her to uncover evidence that warranted her feelings of shame. Here are some of the questions we went through: 

• Are your feelings of shame justifiable?
• What scripts are you carrying in your head?
• What hard evidence do you have to validate the thought that "people will think I didn't do a good job?"
• What is the evidence against this thought?

In the end, there was no evidence to justify her feelings of shame because her concerns were objectively baseless. Given her high level of competence, she concluded that anyone who worked closely with her would know the caliber of her work.

This exploration was a turning point in helping her to process her feelings of shame and to move on.  

How Can You Overcome Feelings of Shame? 

To get over feelings of shame, it pays to consider these pointers:  

• Pay attention to the harm that feelings of shame may cause you. Research shows that low self-esteem and depression can arise from shame. For Melissa, staying stuck in a loop of unproductive thoughts about her dismissal exacerbated the situation and made her unhappy and lethargic. For example, she often canceled her exercise class and watched TV instead.
• Catch yourself when thoughts of shame start to creep in. Ask yourself: am I allowing my emotions to hijack my logical brain?
• Reframe your thoughts around the situation, so that they are either realistic or at least neutral. 
• Share your feelings with trusted others. Melissa found an accountability partner – a trusted friend – with whom she spoke once weekly. Together, they sought ways to quiet her ruminations and focus instead on the future. 

Taking Control of Life Transitions

Ultimately, we can manage our inevitable life transitions and not let them negatively influence us in the long term. We can interpret whatever we lost as devastating and allow anger, sadness, fear, and resentment to consume us. Or we can use the loss as an opportunity to gain insight and wisdom, to keep moving on, and to write the next chapter in our life.

That's what I did after my accident.

About the Author:

Bruna is an educator, author and speaker specializing in emotional intelligence, leadership, communication, and presentation-skills training.

The post How to Master Life Transitions  appeared first on Mind Tools.

But what can fathers and same-sex partners do to help new mothers and fathers who are returning to work? And what support should their employers offer?

To Share or Not to Share?

One option in the U.K. is Shared Parental Leave. Different to paternity leave, it allows parents to share up to 50 weeks of leave, and up to 37 weeks of pay between them in the first year after their child is born. This is available to same-sex couples, too.

Mind Tools’ B2C director Mel Dowding and her partner took advantage of Shared Parental Leave, but found that the initiative still needs some fine-tuning.

Mel said, "In a way, we did this on principle because we feel strongly about the opportunity for both parents to have time with their baby, but it was so complicated to set up. And, the same result would have been achieved by my husband taking unpaid leave. It's definitely something that needs reviewing to make it more accessible and meaningful (unsurprisingly there is a low takeup)."

Senior Content Editor Lucy Bishop took maternity leave because her husband was the highest earner in her family. She explained, “My husband would have actually loved to have taken Shared Parental Leave, but, for us, it just didn’t make financial sense, unfortunately. This meant he could only take the basic paternity leave available, which was two weeks at the time we had our first child.

“Luckily, his company increased paternity leave to four weeks (though statutory leave is still two weeks) by the time we had our second child, which, honestly, I still don’t think is enough.

“As any new mum who’s just given birth will tell you, those first few weeks are so tricky to navigate, not just because you are looking after a new baby, but because you’re also physically and emotionally recovering from giving birth yourself.

“I have to admit, even when those four weeks were up, and my husband had to go back to work, there was this impending sense of, 'OK, what do I do now? Now it’s just me and the baby? How am I going to do this all by myself?' The good news is you do (eventually) figure it out.”

Paternity Leave: What the Dads Say

So now we’ve heard from the mums, what do dads think about paternity leave? Is it really enough? I spoke to two fathers at Mind Tools to investigate further.

Nick Payne, Head of Marketing, recalled, "The first three weeks, as first-time parents, were chaos. It felt like you were stuck in a washing machine trying to work out which way was up! You're dealing with a completely life-changing event, learning completely new skills, all on zero hours' sleep.

“Having those three weeks off gave us the opportunity to try and establish a base way of doing things, learn new skills, and, more importantly, enjoy bonding as a family without the pressures of work. I don't understand how people manage without those initial few weeks!"

Head of Research, Gent Ahmetaj, pointed out that "early childhood development is critical, so having both parents there makes a huge difference."

He also said that those first weeks are "…a chance to help your spouse as much as you possibly can. They have been doing the heavy lifting so far – give them a break!"

Two Weeks' Paternity Leave Is Not Enough!

Clearly, paternity leave is key to ensuring a smooth start for new parents (or as smooth as possible given that there’s now a new baby in the house).

Both Nick and Gent took three weeks of paternity leave under Emerald's current leave policy. Gent explained, "Initially I thought I could only take two weeks, but our People team highlighted that the company provides three – I was super happy to hear that! I didn't extend it, but, looking back, I wish I took a further week or so to help my wife.”

Both Nick and Gent said that paternity leave should be longer. "I think a month would be fantastic," Nick told me. Gent was a little more ambitious: "If there is a chance to increase paternity leave from three weeks to something more like three months, that would just change everything!"

Paternity Leave Is Falling

Despite most agreeing that paternity leave is crucial bonding time, the number of eligible fathers who took it fell to less than a third in 2021. However, steady numbers in previous years suggest this may have been down to the pandemic.

Nick agrees with this assumption. He said, "The main benefit of paternity leave is to be at home and be able to help at a very stressful and busy time. If someone is already at home working, new parents may feel that they don't need paternity leave. However, I would strongly argue against this, as it's also a time to be bonding as a family."

Gent also pointed out that "the pandemic brought on an economic crisis, so men might have thought they are at risk of redundancy if they took paternity leave."

Similarly, Nick identified an inequality in pay. He said, "Shared paternity/maternity leave is something that is becoming more common and popular, allowing fathers to take additional paternity leave to allow the mother to return to work earlier, but this is often not paid the same as maternity leave, so ensuring these are treated equally would be fantastic to see."

John Taylor, of EMW Law, puts the poor take-up of paternity leave down to "the extremely low level of pay available under the scheme." And, Professor of Sociology at Oxford Brookes University, Tina Miller, found that "society isn't built for men to lead in care" because many fathers "can't afford to not work while [they're] having [their] first child."

The Stigma of Paternity Leave

Tina Miller's interviewee points out that, in most cases, men are still the breadwinners, so when one parent needs to return to work, it will most likely be the father. However, this often perpetuates the image of women as the "natural caregivers." And, assuming they don't get regular childcare from family, it also means that mothers must take a longer period of time away from work to raise their child. As a result, we see fewer men as primary caregivers than we do women, and so the cycle continues.

Nick also highlighted that there is still a stigma around men taking paternity leave, "especially amongst older generations.” He said, "It's seen as normal 'time off' and there's a misconception that you're not really doing anything to help anyway. But this view feels extremely outdated now, as parents share responsibilities much more than previously."

Nick's beliefs are loudly echoed by a recent CIPD report. Out of 631 working fathers, 73 percent felt that "there's a stigma attached to taking extended paternity leave." Almost all respondents felt that "workplace culture needs to be transformed to normalize men taking extended paternity leave."

What's the Solution?

It's likely that if paternity and/or shared parental leave offered better pay, more men would be inclined to take it. They wouldn't feel financial pressure to return to work so quickly after the birth of their baby, and this would make it easier for their partners to return to work sooner as well (if they wished to). Naturally, this would help them to feel more confident during the transition.

Some companies already offer equal parental leave. Natwest, for example, announced that, from 2023, all parents – irrespective of gender – will be able to take a whole year off to raise their child. Half of this time would be fully paid.

So, while there is still a way to go to perfect paternity leave, clearly it is possible.

Are you a working father who took paternity leave? What changes to your company's policy would you like to see? Let us know in the comments below!

© Original artwork from Anna Montgomery.

The post Why Is Taking Paternity Leave So Hard? appeared first on Mind Tools.

The book, "Return on Character," says it can. And its author, the academic and consultant Fred Kiel, has found a way to calculate the impact of a leader’s character on the financial performance of their company. His research team carried out a seven-year study into this topic and the results are fascinating.

Everyday Character at Work

Imagine... You sense a warm, positive buzz in a certain café, where the baristas are relaxed, good humored, and attentive. Then you meet the manager and – surprise! – she exudes a warm, friendly calm. She involves her team in decision making and she respects their skills and experience. Meanwhile, in the store next door, resentful employees listlessly stack shelves, under the steely eye of their grumpy boss.

But is this just about personalities? When I met Kiel to record my Mind Tools Expert Interview podcast, I began with the basics. What does a leader of good character look like?

Members of the Mind Tools Club can hear the full interview. If you're not already signed up, read on here for a taster...

What Is Good Character?

Fred Kiel asserts that a leader of good character tells the truth. Further, "They keep their promises. They stand up for what’s right, and then they have a certain humility about them, where they own up to their own mistakes and accept the consequences.

"They tend to look first at what they did wrong, rather than what other people did wrong, and when other people make mistakes they tend to be curious rather than blaming and shaming. And then they treat you as a human being and not as an object."

In his groundbreaking study, Kiel set out to put a hard value on those admirable traits. The first step was to ask the 84 CEOs participating in the study to rate themselves against four defining characteristics: integrity, compassion, forgiveness, and responsibility. Then their employees were asked to rate these leaders against the same characteristics, to provide objectivity and perspective.

Character Study

From this data, the CEOs were given scores relating to their leadership behavior. The most highly principled leaders were labeled "virtuoso CEOs," while those at the other end of the spectrum were called "self-focused CEOs."

The research team then cross-referenced these character scores with the financial results of the leaders’ companies. It discovered that the virtuoso CEOs achieved nearly five times greater return on assets than their low-ranking counterparts.

An Invitation to Change

It’s a remarkable finding, but what can we do with this information, given that leopards don’t change their spots? Once a self-focused CEO, always a self-focused CEO, right? Wrong, says Kiel. It may not be easy, but leaders can move from one end of the spectrum to the other.

In "Return on Character," Kiel outlines this process of personal change. He sees it as a six-part journey, starting with "invitations to change." As an example of this step, he talks about a young executive who effortlessly rose through the ranks of a company and assumed he was next in line to be named president of a major business unit.

"His invitation for change, or wake-up call, came when the CEO invited him into his office. He came in expecting to get the good news and instead he was told, ‘I’m sorry, but I’m not giving you this job. I’m giving it to your peer instead.’ And that was a very traumatic event for him because he’d never had a failure experience to deal with before. So that became a real invitation for him to change."

The other five steps to becoming a virtuoso leader require just as much humility and self-awareness, with the final one, "rewire your brain," designed to cement new good habits through focus and practice.

Completing all six steps in this process is a major undertaking, but no doubt worth it, on a personal and organizational level, for under-performing leaders.

What about those leaders who don’t need, or want, to undergo large-scale personal change, but would still like to maximize their return on character? Kiel offers some useful tips in this audio clip from our Expert Interview podcast.

Listen to the full Expert Interview in the Mind Tools Club, or get a license for your organization through Mind Tools for Business.

So, Does Honesty Pay?

"Return on Character" is an absorbing read that shows leadership behavior can be linked to business results. Senior executives may well benefit from taking these ideas on board. But even if we’re not in charge of our company’s financial performance, we can still learn from the basic principle: it pays, literally, to be honest, compassionate and responsible.

What would you do to improve return on character, for yourself or your organization? Share your thoughts and experiences in the comments below.

The post Good Character in Business: My Interview With Fred Kiel appeared first on Mind Tools.

I'm talking about Eric Carle's timeless classic, "The Very Hungry Caterpillar."

Your Career Story

Storytelling in general is a powerful theme in the podcast. Experts like Robert Kaplan and Pippa Grange talk about "seizing the pen" and starting to write your own career narrative.

Other guests, including April Rinne and Dorie Clark, talk about finding your own sense of purpose as you plan your next steps. You stop being a character in someone else's story.

And there's a recurring point about regularly rewriting your career plan – because your job, your sector, and you, are in a constant state of flux. As educationalist Barbara Mistick puts it, "It's the end of the career 'track' as you know it."

Always Hungry for More

But what reminded me about "The Very Hungry Caterpillar" in particular was a comment from futurist April Rinne. "We've been taught," she tells my colleague Rachel Salaman, "that we will only really matter to the world if we have more, more, more, more, more."

And I instantly thought about the caterpillar at the start of Eric Carle's book. He eats one apple on Monday, two pears on Tuesday, and so on, until he's so full he feels sick. He's obsessed with getting more. But he also seems to be stuck on that old idea of a job "track," steadily plowing on with his work, day after day.

In the podcast, author Wilfred Emmanuel-Jones calls this "survival mentality." And that rang a bell with me, because there was a point in my career when every day felt like a battle to survive.

Thriving or Surviving?

I was working in education, and quickly moving forward in terms of job title, responsibilities and pay. But I'd reached a point where my well-being was in reverse.

The organization I worked for was under pressure, and everyone was stressed. We all had more to do than we could handle. There seemed to be new emergencies every week.

I knew I had the ability to make a difference. But too many things were getting in the way for me to have the impact I wanted.

As hard as I tried, I got very little satisfaction from my work, and I was struggling to see beyond the day-to-day grind.

I desperately needed a plan.

Lessons From Expert Voices

Mind Tools Expert Voices is the podcast where we explore key workplace topics with handpicked expert guests. The latest episode is about career planning, and how rewriting your story can help you to stay successful and satisfied at work.

Butterfly Thinking for a Better Career

In Eric Carle's book, the hungry caterpillar eventually becomes a beautiful butterfly, and can then enjoy a rather different role – one that's more varied, less stressed, and presumably much more enjoyable than before.

For humans, however, it's not always easy to make that type of transition. It can feel scary to leave the familiar behind. There are risks involved in moving to new settings and taking on different challenges.

When I felt stuck, having people to talk to was vital. Friends helped me to think through my options, and several people suggested positive next steps. I didn't make a detailed map for the rest of my career, but I did decide on my first move – and then made it.

Leaving education meant that my pay dropped significantly, and I had to learn to navigate the world of self-employment. I financed some of my own training, and invested time in networking. It was scary – but exciting, too, because I was reshaping my career, and using a much wider range of experiences and skills.

Like a butterfly, I started to dip in and out of different, tempting-looking things. I had a much wider and more attractive viewpoint. I didn't feel trapped at ground level anymore.

How to Change Your Career Story

In the years since, I've developed what April Rinne calls a "portfolio career." In the podcast, she tells Rachel that this is "… a shift in how you think about what you're capable of doing, and what you want to do. So everything, every job, every skill, every role… the skills that you learn parenting… all of these things go into your portfolio."

You end up with a résumé that makes you "… uniquely positioned in your sector or in your organization. It's really empowering."

Work won't always go smoothly, of course. Many of our experts recognize that even small career shifts can be scary. I certainly had my fair share of knocks as I navigated my new path.

But not making changes is also a choice – and it can allow others to make choices for you, often not to your advantage. As Bill Wooditch puts it, "If you think about fear, maybe by procrastinating... you're creating a much, much tougher fear for yourself than going after something."

My Life as a Butterfly

As the next phase of my career began, I was energized to run projects of my own, and to explore opportunities that I'd have been too busy, or too scared, to consider before. After a couple of years working alone, I saw a chance to take on a team role in an unfamiliar sector – and seized it.

Suddenly I was working in an exciting new industry, and my daily life was very different from when I'd been at my "dead end." I was interested in work again, and felt like I was having an impact. My new environment suited me. I could use my full portfolio of experiences and strengths.

I only wish I'd taken control of my career story – and spread my wings – a bit sooner. As Barbara Mistick says, "If you can tap into your passion for work, then your level of engagement changes and your ability to be successful changes." It's a virtuous circle. As in Eric Carle's book, the sun shines!

Building a Better Career From Here

The Expert Voices podcast has a wealth of ideas for finding good places to work, and great jobs to do – ones that match where you are in your life now, and where you want to go next.

In my experience, the first step is the hardest. But if you're pursuing your interests, and finding new ways to bring value and find satisfaction, you'll be moving toward something better. You'll be on what Richard Shell from the Wharton School calls the "windy path" to career success.

In short, you'll be turning into a butterfly! You'll spot more opportunities from up there, and enjoy a richer life now.

And I'm not the only one who sees butterflies as a good symbol for happiness. When Richard gives Rachel his take on career planning, he says something that took me straight back to my favorite children's book:

"It's very hard to catch a butterfly. But if you go someplace where there are butterflies and you just sit down and be still, a butterfly will very likely come and sit on your shoulder. And I think happiness is like that.

"If you spend your life chasing it, it's pretty hard to catch. But if you go to places where there's a good chance that your talents, your emotions, your relationships will be in resonance with that situation and just sit there, the chances are pretty good the happiness will find you."

Listen to the Latest Episode of Mind Tools Expert Voices

Mind Tools Club Members and Corporate Licensees can listen to the full Expert Voices podcast now.

If you're not a Mind Tools member, you can join the Mind Tools Club and gain access to our 2,400+ resources, including a range of audio features. For corporate licensing, ask for a demo with one of our team.

What Are Your Career-Planning Tips?

How are you shaping your career from here? What's worked for you in the past, and when have you learned from your mistakes? Please share your experiences, insights and ideas, below.

The post Are You a Caterpillar or a Butterfly? – Planning Your Career From Here appeared first on Mind Tools.

If you don't set resolutions, congratulations! If you do set them, you'll most likely ditch them at some point in the next 12 months.

According to some studies, nearly half of all Americans regularly make New Year resolutions (incidentally, just over a third never do), but fewer than 10 percent of people are successful and achieve a positive end result.

So, how are we supposed to reach our dreams, and set achievable goals?

Hope Instead of Resolution

Well, here's the alternative I can offer you: a Hope Letter. I've been testing it with my coaching clients for the past 15 years and it works. And here's why.

Drawing upon extensive research, just over two decades ago, professor of clinical psychology at the University of Kansas, C. R. Snyder, wanted to figure out what role hope played in reaching one's goals. He found that having a goal, though very important, was not enough on its own. We need two other ingredients: pathways for achieving our goals and a belief in our ability to reach them.

A Resolution for Any Time of Year

So, the process of constructing a Hope Letter is relatively easy. First, date the letter one year from the day you sit down to write it.

Second, write it as if everything in your life (career, health, relationships, finances) has gone the way you hoped it would. Write about all aspects of your life and what specifically you did to have such a fabulous year.

You can write a letter anytime. You don't have to wait for the start of the New Year or your birthday. You can write your Hope Letter whenever and wherever you want. Just set yourself a reminder to look at it again in exactly one year. Better yet, share it with someone close to you and ask them to mail it back to you.

Surprise Yourself Next Year

We always feel better when we're planning a positive change in our lives. It's a proactive act, something we can control and guide. And, as our lives move on and we get older (and hopefully a little wiser), the desire to take steps to "make things happen" can strengthen.

Always remember that some of what you write in your Hope Letter will not come true. But I think you'll be surprised by just how many things do. So, who has the courage to write a Hope Letter?

... ... ...

Margaret H. Greenberg is an executive coach and international speaker. She is co-author with Gina Greenlee of the 2021 book, "The Business of Race: How to Create and Sustain an Antiracist Workplace" and, with Senia Maymin, of “Profit from the Positive: Proven Leadership Strategies to Boost Productivity and Transform Your Business.”

You can hear Margaret and Gina in a future edition of the Mind Tools Podcast. And Mind Tools Club members can hear our review of Margaret and Senia's book, here.

This blog has been adapted from one originally published elsewhere on February 26, 2015, under the title, "Be a Positive Deviant – Write a Hope Letter."

Another way to look to the future with hope – and to achieve success – is to join the Mind Tools Club and access our thousands of career-boosting resources!

The post Replace Your New Year Resolutions With a Hope Letter 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.

Few of us forget our very first job. It’s often an exciting, yet nerve-wracking time. And whether you loved or loathed the experience, we bet you learned a lot from those first few years of work.

To put all this hard-earned knowledge to good use, we asked you, our friends and followers on social media, what advice you'd give to those taking their first career steps.

Be Flexible When You're Starting Out

Flexibility was a key theme for a lot of people. On LinkedIn, Angela Okkerse, a quality assurance team leader from Auckland, New Zealand, said, "Be open to everything, don’t show resistance." Midgie from Mind Tools (@Mind_Tools) agreed, and reminded us that sometimes life takes us in an unexpected direction: "We often need to make adjustments along the way!"

On Twitter, Jo Shaw (@JoShaw_5) made a great point when she said, "Be flexible on how you reach your goals. Success is never a straight line. Always be proactive."

And, as JD Assist Ltd (@JDAssist) highlighted, attitude is everything. "A good attitude and willingness to give things a go will take you a long way," she said. Related to this was Helen van Dadelszen's advice on LinkedIn: "Never burn bridges – you don't know when you'll need to cross them again."

Ask Questions

Also on LinkedIn, Nikki Thomas pointed out that asking questions is essential. She said, "So many people wonder for too long and feel unable to ask. Unsure about a process, acronym, title, project, budget, anything? Just ask!"

Jo Shaw (@JoShaw_5) agreed, and added, "Ask LOTS of questions. No one will think you’re stupid! Don’t be afraid to share your ideas, your voice and opinions are valuable!"

And we think Robbie Chui's simple comment on LinkedIn was an important one. He said, "Spend time listening." This is something we could all probably benefit from doing more often.

Pay Attention

On Twitter, @CareerGoals360 offered some great advice about embracing whatever comes your way, saying, "Keep an open mind and willingness to learn all parts of the business, not just the organization or department you work in."

Fotoula Douros on LinkedIn added her own advice on this point: "Be an active listener; pay attention to details and know that when you ask questions, you're showing initiative."

Gayle Kaufmann, a business owner from Fife, UK, had some more practical advice to share: "Put your phone away!"

The Center for Work Ethic Development (@WorkEthicCenter) built on Gayle’s idea, and said, "Work hard, stay focused when in the office (no phones!), don't be afraid to make mistakes, and always show gratitude!"

Be Bold

A lot of people commented on the need to take chances. As Felicity Wood, an HR professional from Adelaide, Australia, said on LinkedIn, "If someone offers you an opportunity and you don't know how to do it, say YES and work it out!"

Matt Cesaro added, "Don't wait until you 'feel' ready. You'll be waiting a long time."

Enjoy Yourself

Many people highlighted the need to follow a path that you find enjoyable. Jo Shaw on Twitter (@JoShaw_5) summed it up with this comment: "Follow your passions, success will follow."

KimWoods (@TwisterKW) noted the importance of self-belief when she said, "Don't settle. Know your worth. Look for the learning in every step, situation, and position. Take it with you on your path. Enjoy!"

Our Facebook friend Sohail Kaakar reminded us that we don't need to rush, saying, "Take it easy, build confidence over time, network right away and maintain rapport, put your best potential forth to do your job professionally. Learn from your mistakes. Love your job and enjoy it!"

It's all about finding your niche, according to Patrick Ijeoma. He said, "Find the right niche that suits your passion. Go for the niche. Explore your niche. Stay focused and not carried away by unreasonable opportunities. Be the best in your field."

Look on the Bright Side!

And we really like the advice from Karen Krabbenhoft, a helpdesk technician from Fort Worth, Texas, about looking on the "bright side." She said, "Always look for the 'up' in any situation. There is always an up! You're in a new career. Breathe, take it all in. Get to know your peers. After you know the lay of the land, see what level of impact you can make.

"Your new perspective and fresh set of eyes can sometimes be the missing link to saving time and money for the company, as well as enhancing customer experiences for both the internal customer and the external customer."

Thank you to everyone who took the time to share their tips. There's some great advice for people starting out at work, for sure. But to me, it all seems like pretty sound advice no matter what stage of your career you're at.

Do you have any advice to share for people starting out in their careers? If so, please comment below and let our community know. 

The post Your Top Tips for People Starting Out at Work appeared first on Mind Tools.

It's never easy to admit to yourself that your career may be going in the wrong direction, or that you've lost your "mojo," motivation or drive.

But many of today's most successful business leaders once needed guidance from mentors. For example, technology titan Bill Gates credits business magnate and philanthropist, Warren Buffet, for teaching him how to think long-term. Gates sought advice from someone who had already "walked the talk."

Most of us, at some point in our careers, need a guiding hand. Or, perhaps more accurately, several guiding hands, from different people at different times.

The Benefits of Having a Mentor

Such is the story of Jason Garner: a man who, with his rags-to-riches story, embodies the American Dream. Garner rose from flea-market parking attendant to one-time CEO of Global Music at Live Nation, the world's most successful concert promoter.

In our Expert Interview, he reveals that having a "mosaic of mentors" played a huge part in his business success. Garner says, "We've got this idea of role models, that we're going to find one who embodies everything we want. It doesn't usually work that way.

"I think we can find five or six role models – sometimes it's a formal mentorship, but sometimes mentorship can be reading a book, or listening to a phone call, or whatever it is that we find as a way to get information from somebody."

What Qualities to Look For in Mentorship

After several years at Live Nation, Garner met the man he still calls his "first guru." That man was Michael Rapino.

"He really taught me how to be a leader, and forced me to grow up in the way that I approached business, and other people," Garner recalled.

Rapino helped Garner to always look for the "really simple solution" to a problem. Garner learned to consider what services and products people need, how to offer them, and, most importantly, not get too caught up in processes.

"When you have a meeting [with Michael Rapino], you really walk away believing that he cares about you," adds Garner. "And where so many people rush you in and out of their office, and just want to talk dollars and cents, that was never his style."

Finding Mentors Wherever You Can

"I had the disadvantage as a boy of not having a dad," says Garner. "I had a very strong mother, but I didn't really have a male role model. So, from a very young age, whether it was my high school teacher, people at the flea market, or Michael Rapino, I was blessed to learn from these people.

"What these mentors were able to teach me is that they each had gems, they each had little bits that I was able to glean. And when I look in the mirror at my life and at myself, I see parts of these beautiful teachers that I continue to find today.

"And you can't separate those pieces – it's like a mosaic on a wall," he adds.

Lessons Still Apply Today

The lessons he learned years ago still apply today, Garner says. "I have moments where I can just hear a mentor whispering something in my ear, and I have the answer. That's such a blessing for me."

Put simply, mentors can offer valuable insight into what it takes to get ahead. They also offer a useful sounding board for ideas, helping you to decide on the best course of action in difficult situations.

But What Does The Mentor Get Out of This?

"People are familiar with the advantages of mentoring from the protégé side," says Ellen Ensher, Associate Professor of Management at Loyola Marymount University. "Protégés generally make more money, get more promotion, and express greater career and job satisfaction.

"But, remember that an organization [if it's a work-based arrangement] also gets something. Mentoring is a great way to transfer knowledge and organizational culture. And, it can increase retention for those who are there. They get a sense of greater loyalty."

Mentoring has even been shown to increase organizational productivity, adds Ensher, as people "feel more attached and they ascribe greater meaning to their work. They feel that they’re in a place where they can learn and develop."

Mind Tools Club members and Corporate subscribers can read more of Ensher's comments in our Expert Interview.

The Personal Impact of Mentoring

On a personal level, a mentoring relationship can help a mentor to build leadership skills, and to learn how to motivate others. Also, by working with someone less experienced, they can gain a fresh perspective.

It can also be very personally fulfilling to know that you've directly contributed to someone's growth and development.

And, for the mentee, the process can be instrumental in enabling you to develop your knowledge and skills, by identifying the expertise you need to move your career to the next level.

The post Jason Garner: How to Build Success With a "Mosaic of Mentors" appeared first on Mind Tools.

"Change is the heartbeat of growth." – Scottie Somers

Company restructuring is one of those topics that's easy to theorize about. However, it's quite different if it's your organization that's restructuring.

Part of my preparation for this week's Twitter chat was looking at the Mind Tools forums (where members share challenges, ask for input on ideas and get support from the community team) and see how often members raised the topic of restructuring.

I wasn't surprised to find page upon page of search results.

Restructuring is a Reality

Reading through some of the posts I saw certain themes emerging, with a number of people saying that they were afraid that they wouldn't fit into their new roles or that their strengths wouldn’t be utilized.

Meanwhile, others said that while they were kept in the same position, they felt that they should have been given opportunity for promotion.

Move to Management

Other people said that while they were in technical positions before, during restructuring they had been promoted to a management level. Because of that, what follows was a typical cry for help: "I am in charge of a department – now what?"

Many people were making comments on the role their managers were playing or, as managers, the role they themselves were playing during the restructuring process.

Reorganizing priorities and rebuilding morale are some of the key challenges that managers need to deal with. Moreover, knowing what motivates people and how to enrich their jobs makes the process a bit easier.

Not Communicating

Another common theme is communication, with this statement from one member summing it up well: "Communication is the biggest obstacle in the company, because we are struggling with a communication breakdown."

It's also a sad reality that many people were also asking advice about updating their résumés, how to re-interview for their own positions, and how to cope with job loss.

Coping with Restructuring

During our Twitter chat last Friday we spoke about coping with restructuring. Here are the questions we asked and some of the responses from participants.

Q1. What do we mean by "restructure"? Does it always involve job loss?

@JKatzaman Restructure has gotten a bad name, often after a merger. Restructure can be as simple as reorganization to be more sensible.

@ishieta Reorganisation and cutting the extra fat – whether that's people or procedures or paperwork. Focus on cost and results.

Q2. Is it ever possible to maintain "business as usual" during a restructure and what's the alternative?

@70mq Great question. In theory yes, but in reality no. People are usually focused on what their next job role/manager will be.

@GThakore Transition period is always turbulent. Maintain status quo until new procedures get set.

Q3. What are the effects of restructuring on employees?

The effects aren't always negative, as we can see from these responses:

@WonderPix It can feel like your house is being remodeled around you. Need to believe the results will be worth it.

@britz  Depends. Restructuring isn't fear inducing for all. Some get promotions and new opportunities. Change can be good.

Q4. How does a restructure affect communication and what are the associated risks?

Communication is critical during a restructure and, as such, should be handled with care.

@Yolande_MT People might suddenly feel a sense of distrust – where trust is low, communication suffers.

@ZalkaB The worst is silence or miscommunication. It's about having a clear chain of communication with your employees and teams and addressing their questions.

Q5. What are the costs to an organization when the change process during a restructure is not handled well?

Our regular participant, Kay, or as we know her @SistadaHealer summarized it very well: Monetary loss, staff losses, reduction in production, loss of faithful consumers, company integrity and loss of reputation.

Q6. Thinking about a restructure you've experienced, how would you prefer it to have been handled, and why?

An interesting theme emerged here. Most participants mentioned that they wanted to be told the truth – that's telling of how restructurings are handled!

@jeremypmurphy Restructurings that take place immediately with no advance notice/warning are very chaotic for us. Tell us sooner.

@PG_pmp Communication and information to effectively engage employees is most important during restructuring.

Q7. There are persistent rumors about a possible restructuring. How can you support others in the organization?

@BrainBlenderTec  Don't fuel into innuendo and gossip. Try to talk with key people as it might be an opportunity to grow.

@Midgie_MT Reassurance of what you do know (the facts) and that you will keep them informed as soon as you know.

Q8. How can you manage the emotional impact of going through a restructuring process?

A common theme emerged that employers should put support structures in place and create space for people to share thoughts, feelings and fears.

@MicheleDD_MT Stay positive & be a positive force for others. Focus on today. What can I do now to prepare me for tomorrow?

Q9. What are some practical tips you'd like to share with others about going through a restructuring?

@Yolande_MT Look for opportunities to be creative. Problem-solvers are always in demand. Problem-dwellers are in over-supply.

Q10. What can we do as leaders to help employees to thrive during a restructure?

@Midgie_MT Focus on the positives, benefits and the exciting challenges that will help them thrive & survive to ultimately become better.

We end on a cheerful note from @BrainBlenderTec: Keep calm and motor on. You never know where the confetti will fall so find what works for you, and when in doubt, dance!

Next time, on #MTtalk...

Some people always seem to have strength to bounce back from anything that happens to them, and resilience is a great characteristic to develop.

However, the flip side is that you don't develop resilience in easy times. Which career event do you think requires the most resilience? Please vote over here to let us know.

In our next #MTtalk on Friday, June 23^rd, our topic is "Resilience: Be Ready for Anything." To share your thoughts and ideas, please join us at 1 p.m. EST/5 p.m. GMT/10:30 p.m. IST.

Come and Participate

To participate in our chat about coping with restructuring, type #MTtalk in the Twitter search function. Then, click on "All Tweets" and you'll be able to follow the live chat feed. To join the conversation, simply include #MTtalk in your tweet and it will show up in the chat feed.

In the meantime, here are some resources that will help you learn more about the art of asking good questions:

How to Recover From Job Loss

Into the Deep End

Rebooting Your Career

Surviving a Merger

Kelley and Conner's Emotional Cycle of Change

Mindfulness

Physical Relaxation Techniques

Toffler's Stability Zones

Locus of Control

The post Coping With Restructuring – #MTtalk Roundup appeared first on Mind Tools.