8 Motivation Killers You Need To Be Aware Of Now
You have dreams, aspirations or goals. But they won’t become a reality if you don’t take action. Anything will do, no matter how small or big.
Inaction not only prevents you from progressing but it can set you back as some things are time sensitive in nature. Don’t overthink it, just do it.
SIMILAR ARTICLES & IDEAS:
When you start on a project, make sure it is something you are passionate about and you want to see through.
If you aren’t sure that this is something you really want to do, try it out on a s...
It doesn’t have to be exhaustive. Just a quick outline will help. The point is to have something that guides you.
Do a quick plan on how much time and effort this idea will take, so you can have a bird’s eye view.
Good planning of resources help you plan out your energy and expectations.
So plan out your time and resources accordingly and integrate them into your schedule/to-do list. Block out time in your calendar for the project. Give yourself some buffer as well, in case of contingencies.
A regular job-interviewing question is where you see yourself in 5 years.
The purpose of this question is to see if you would like to stay at the company for many years. Bringing on new emp...
The "Where do you see yourself in 5 years" question is about the interviewer wanting to see if you can draw a straight line from the future back to the present. A two-part answer works well.
You should answer the question honestly, but your answer should also reflect the research you put into the company.
Find out what training programs are offered through the firm while holding down your full-time job. Mention your goal to grow your skills, and you'll impress your interviewer with your future-focused desires.
Normally managers put an emphasis on having a written meeting agenda prior to a meeting.
Research shows that having an agenda is of no relevance, and what's important is how the leader fa...
By having a question-based approach as opposed to topics, participants begin to think and act differently, marching towards the true intent of the being together, with intention.
Agenda questions can be molded to be like goals for the employees, to get them on their feet, energizing them and focusing their attention.
Group goals promote group performance, and specific goals are much better than vague goals. The meeting questions, formed as goals, need to be challenging but not outlandish.