Earlier this week we were snowed in… and now we’re iced in. It’s been a strange week. During the winter, getting snowed in is a distinct possibility for much of the country. That means that if you typically work from home or end up doing so on a snow day to avoid a dangerous commute, you need to approach it with a game plan! The next time you’re snowed in, use these tips to stay productive:
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Confetti has finished falling, and the New Year is officially underway, which means it’s time to sit down to plan and forecast for the year ahead. The question on most people’s mind this week as they get back to work is, what’s ahead? If you’re wondering what you’ll accomplish in 2017, here are some ways to ensure that you exceed all your goals:
Companies need to have a diverse employee base to thrive, but it might not be the kind of diversity you’re thinking of. Much has been made of the diversity that follows racial, ethnic, and gender lines in the last few decades, but that’s not actually the most important diversity to look for when hiring. The diversity that your company depends on is thought diversity – a difference of perspectives, inputs, opinions, experiences, and goals. Sure, thought diversity can come from hiring a mix of people that look and sound diverse, but simply hiring to hit a quota or check a box isn’t necessarily going to give you the mix of perspectives that can drive your company to achieve great things. In fact, it’s kind of insulting to assume that every person with a specific race or ethnicity or gender is going to think the same way. In my opinion, that kind of stereotyping is its own form of discrimination. Yet, these cultural presumptions tend to drive hiring and promotion decisions.
Ideally, during the hiring process you’re able to discern whether or not a candidate will bring thought diversity to your team so that you can fill your company with employees that will challenge each other and grow your brand. There are tons of great resources out there when it comes to writing great job postings, screening candidates, asking the right questions in interviews, and making offers that will entice top talent, but I’m more concerned with what comes next. So you have your team built out, now how do you discover and foster the diversity that’s within your company? Here are some jumping off points to try: I’m notoriously bad at asking for help. If I’m doing something new I typically just jump right in and learn as I go instead of soliciting advice and asking for assistance. Similarly, if I feel overwhelmed, I just put my head down and keep slogging on, instead of leaning on other people or tools to help me out. I’m stubborn to a T and often get offended or annoyed when people suggest that I ask for help because it sort of feels like admitting defeat or weakness. I need to work on this – I know I do. A lot of people are like me and would rather just do things on their own, which means that you may need to work on this too. Here’s what I’ve learned about asking for help:
There’s nothing more frustrating than working really hard on something only to have that hard work go to waste or not pay off. When that happens it’s easy to take a trip to Negative Town (population: 1) and want to just throw in the towel. But the next time your hard work doesn’t yield the results that you’d like, here are some tips to stay positive:
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