There is no happiness without meeting your responsibilities. People always want to talk that happiness is pleasure, but it almost never is. What makes you happy is doing a good job. A job well done - that's the real source of our self-esteem.

On happiness and responsibility

In searching for some inner peace Ethan Hawke found counsel in the example set by his documentary subject Seymour Bernstein. Want more Off Camera? Watch full episodes at: http://offcamera.com ...or on Netflix: https://www.netflix.com/title/80102549 The Off Camera Show is the YouTube channel for Off Camera with Sam Jones. Subscribe now to be updated on the latest videos: http://bit.ly/1K3VAC9 Get Social With Us: On Facebook: https://www.facebook.com/theoffcamerashow?ref=hl On Twitter: https://twitter.com/OffCameraShow On Instagram: https://instagram.com/offcamerashow/ On YouTube: https://www.youtube.com/user/theoffcamerashow Follow Sam Jones on Twitter: https://twitter.com/samjones

personaldevelopment

Personal Development

videos

Videos

Ethan Hawke Learns Not to Fear the Struggle

Research has found that workers are happier and satisfied with their work when they feel they can be themselves. Conversely, when people must hide their true identity at work, they may have lower job satisfaction and be more likely to leave their employer. While people need to be themselves at work, it's also wise to consider how much you share. People don't need to know everything about you. You can feel respected and appreciated without sharing your deepest secrets.

Being yourself without oversharing

Relationships are built over time. Research shows that a meaningful depth of relationships occurs after about 60 hours invested together. When your relationship is already strong, intimate details tend to strengthen it. But if you open up too soon, it can derail a relationship. Being picky about what to divulge is a good idea. Be patient and invest time during which you figure out what you share, with whom, as well as when and where.

Allow the relationship to unfold

When you’re deciding whether to share with others, think in concentric circles. Your close friends and family are in your inner circle and will know the most about you, but as you expand out from your centre, people may know less. When you build your relationship, try revealing a little, then followed by a bit more. Appreciate the diversity of relationships with a variety of people.

Consider the relationship type

At work, it's okay to have relationships with people who are not your best friends. Remove the pressure to develop intimacy at work. Consider how to build each connection. Consider whether your intended share is important to the success of the work relationship. For example, if the team is going out socially after the customer meeting, you may feel like letting them know you're committed to your yoga class. However, you don't need to divulge that you're rebuilding a relationship with one of your classmates.

Think about the task at hand

Give thought to the impact of your openness. Everything you share will leave an impression, even the throw-away statements you don't consider memorable in the moment. Consider if the information you share will strengthen or weaken someone's perception of you. Also, give thought to whether you want the information you share repeated to others. People may repeat what you said but not how you intended or out of context.

Consider the status of your career 

Some things should be left unsaid in a work setting. Steer clear from politics or gossip. Other off-topic issues could include money, relationship challenges, or health issues.

Consider what is "off imits"

It’s possible to share just enough about yourself in order to be authentic, without getting too deep.


career

Career

communication

Communication

How to successfully share personal details at work

The <a href="https://www.gemconsortium.org/report/gem-2018-2019-global-report">Global Entrepreneurship Monitor</a> found that adults across the world viewed entrepreneurship as a good career choice and an indicator of high social status. The coronavirus pandemic has since <a href="https://www.theatlantic.com/ideas/archive/2021/08/pandemic-business-boom/619674/">strengthened those beliefs</a>. Some even forecast <a href="https://www.entrepreneur.com/article/376356">the post-pandemic world</a> to be a golden age for would-be entrepreneurs.

Entrepreneurs: People To Idolize

While many desire to become entrepreneurs, many shouldn’t. They may have innovative ideas but lack a passion for the business side. They may have strategic insight but can’t responsibly take the leap of financial faith every business owner must.Fortunately, it’s not an all-or-nothing proposition. There is a middle path that can lead to a rewarding career. That of the intrapreneur.

Not Everyone Has It All

The word intrapreneur was coined in the late 70s to describe employees who act like an entrepreneur within an established organization. Intrapreneurs develop original solutions, processes, or products. They can then sell their ideas to the higher-ups, use those innovations to motivate change, and even transform entire industries.The entrepreneurial spirit is the same, yet their position within an organization offsets the risks of starting a new business.

The Intrapreneur

To succeed, entrepreneurs must face competition, market upheavals, and the maintenance of their personal branding. It’s little wonder then that the failure rate of start-ups is so high—beginning at 20 percent in the first year and slowly creeping up every year after until peaking at a staggering 90 percent.For many innovative-minded people, becoming an intrapreneur may not only be a responsible career path, one that still offers a sense of control, satisfaction, and ambition attainment. It may be the superior option.

Entrepreneurship Is Not A Cake Walk

The intrapreneurial path is only accessible if organizations are willing to cultivate it. By now, the financial advantages should be obvious. By funding an intrapreneur’s product, policy, or application, the organization shares in any potential profit, and because the intrapreneur is already an employee, the expense of <a href="https://bigthink.com/the-present/10-best-books-for-entrepreneurs-and-inventors/">innovation</a> is likely far less than if the company had to seek it elsewhere.

The Resident Idea Person

Today’s employees seek prosocial, meaningful, and innovative careers with a sense of autonomy. It’s simply the popular perception that entrepreneurialism is the only place where such work can be reliably found. If organizations want to tap into this wellspring of talent, they need to provide opportunities for their people to build their capabilities within a culture of immersive learning. They need to pave the way for intrapreneurs.

The Bottom Line

Many innovative people can't take on the risks of starting a new business. But there is a middle path: that of the intrapreneur.

entrepreneurship

Entrepreneurship

creativity

Creativity

Intrapreneurs are the unsung drivers of innovation and success

Just like wrestling and football are both sports, their teams have very different kinds of dynamics, which in turn translates into saying that you need to know what you're team is comprised of and set goals accordingly.

Know What Kind of Team You're Leading

More often than not, what presents as a relationship problem -- people blaming one another, bad group dynamics in meetings --is the result of the manager failing to clarify the team's goals.

Managing teams is a difficult job; you have to deal with tough interpersonal dynamics, from trust issues to personality clashes to competing ambitions.
Managers need to ensure that team members understand the process for achieving the set goals along with empowering the team members who can make decisions -- this preempts disagreements ahead of time. 
With goals in flux and work processes revisited, managers will then dedicate their time into identifying any stressors that could bubble up that may disrupt team dynamics.

Know How to Establish Clear Goals

It's highly recommended to bring your team together quarterly to provide feedback on areas that can be measured such as: their progress toward their goals, how well they handle changes with work processes, or how they could have colleborated better on a project.
By incorporating team feedback into routines will have managers improve their effectiveness while keeping their team engaged.

Teams Need Feedback Too

To start, recognize that entire teams—and not just individuals—require clear feedback.

leadershipandmanagement

Leadership & Management

3 Skills New Managers Need to Succeed

A multi-hyphenate career is a career path that is on the rise for many people today. 
These days, being a generalist has its perks. It’s the role of the multi-hyphenate. The slash career. The polymath. The talent stack. The multi-path career. The gig economy. Whatever you want to call it, it’s here.

Multi-Hyphenate Career

In order to thrive as a multi-hyphenate the most important thing you need to learn is to know a variety of different skills, the more unconventional the combination, the more recognized you'll be as a multi-hyphenate.
Learning is a part of living an interesting life and although a multi-hyphenate career is completely different from a conventional career path, by finding the right balance, having patience, and the courage to push through will get you far in life.

Planning A Multi-Hyphenate Career

A multi-hyphenate career professional himself, Herbert Lui says working two or three different jobs out of necessity is very different from what he’s calling a slash career. 


writing

Reading & Writing

business

Business

How to have (and explain) a career with multiple paths

In an ideal workplace, teams would work together in harmony, celebrate each other’s accomplishments and support each other, while spending quality time together. The reality is that 85 percent of employees across levels report conflicts at the workplace.
The Team leader plays a great role in controlling conflict, but needs to understand that not all conflict is bad. Conflict fuels change, and is necessary for emotional, intellectual and moral growth of the team members.

An Ideal Workplace And The Need For Conflict

Team members have all kinds of working styles, from the quiet introverted ones to the aggressive, loud ones. Keeping the various types of people happily working together is a challenge for any manager.A Leader can facilitate working together by:<ol><li>Creating personalised instruction manuals about work preferences, feedback preferences, availability hours and other details of the entire team.</li><li>Finding out the strengths of the employee and providing them engaging work that lets them make use of their skills.</li></ol>

Different Working Styles

Some team members start to become envious if others get promoted instead of them. This can breed toxicity in the workplace.A leader can minimize damage by:<ol><li>Find out other growth opportunities for the disheartened employees like making them in charge of new projects, committees and special events.</li><li>Instead of letting the other employees find out through company-wide emails, tell them yourself.</li><li>Keep a close eye on team interactions and address any problems that arise.</li></ol>

Team Promotions

Sometimes there are workload issues, bottlenecks and mismanagement of information, leading to missed deadlines and lost productivity. The leader can:<ol><li>Seek regular feedback, making each meeting a productive time to uncover bottlenecks and roadblocks.</li><li>Use the right kind of tools, suggested by employees themselves, to work efficiently.</li><li>Use the ‘five whys’ technique where one moves towards first principles, addressing the real problem. Ask ‘why’ five consecutive times to get to the root cause of the problem.</li></ol>

An Unworkable Process

According to a survey, all employees have been annoyed by some coworker/team member. People with different personalities often gravitate towards hating others who are not their type or annoy them for reasons personal to them.As a leader, you need to:<ol><li>Talk to each team member and find common ground, leading to a possible solution.</li><li>Lead by example and show your employees that you practice what you preach.</li><li>Set boundaries and demonstrate what kind of conduct is not acceptable.</li></ol>

Team Members Hate Each Other

Not sure how to smooth rocky team waters in a way that’s productive and positive? Let’s take a look at some of the most common team conflicts, along with advice for addressing each one. 

remotework

Remote Work

corporateculture

Corporate Culture

teamwork

Teamwork

4 Common Workplace Conflicts (And How To Deal)

Gaslighting is a covert type of behavior that is adept at undermining other people's self-esteem, confidence, and sense of reality. 
Its toxicity flies under the radar due to its being subtle and sneaky in nature.

Gaslighting

Make sure that you're actually being gaslit by your boss and they're not just being jerks. Many gaslighters lie and deny things that they said - even in writing. 
They project their own faults and flaws onto other people and often would insinuate that you are the incompetent one.

Interrogating Your Experience

As much as possible it's best if you lessen your interaction with your gaslighting boss but during conversations try to have witnesses around and use emails or other written documentation to recap conversations and agreements.
Having a real-time record of your interactions will make it harder for your boss to question your sanity and backpedal on agreements. Moreover, seek out mentors and actively look to build networks and build relationships with different leaders.

Record and Minimize Your Interactions

<ul>
<li>Do whatever you can in order to create distance between your mental well-being and your boss's abusive behavior.</li>
<li>If possible you can try to externalize their behavior instead of ruminating on them. The way people treat you is a statement of who they are as a person, not a statement about you.</li>
<li>Focus on reaffirming your value and engage in many life-affirming activities. Remind yourself of who you are and what your values are.</li>
</ul>

Protect Your Mental Health

It's critical to have a strong support system by your side whenever we're dealing with emotionally challenging situations.
surround yourself with friends and people who support you and encourage you, these can be family, friends, work colleagues, or even therapists.

Create A Strong Network System

Before confronting or escalating this issue with management, do your homework first. Have a clear game plan for what you want to achieve from that conversation.
<ol>
<li>Ask trusted colleagues if they have any information or experience that would be helpful;</li>
<li>Check out sites where employees leave reviews of their employers.</li>
</ol>
Be specific with the resources and support you need in order to execute your job and explain to your boss how this will benefit them and the organization.

Confronting or Escalating With Extreme Caution

There are also other ways to escape your toxic boss without having to leave your company.
Try to look into other positions in the company that are within your interests, meet with colleagues and managers in other departments, and think about where your skills might translate.

Explore Opportunities Within Your Organization

The longer you stay, the longer it takes to recover.

Ask an Expert: What Should I Do If My Boss Is Gaslighting Me?

Being yourself is generally considered the best way to cultivate meaningful work relationships, career growth and eventual success. A strong social network is developed as a result of the work relationships that develop, resulting in better job satisfaction.
However, being totally unfiltered and trusting towards your coworkers can ruin your career in weeks, so there is a middle path that needs to be undertaken.

Your Authentic Self At The Workplace

Be human and come across as vulnerable, to form lasting connections.
Being congenial and polite in a business conversation is great, but one has to sound authentic and not simply provide lip service just to be part of the team.

Being Human

One has to be deliberate if meaningful relationships are to be developed. Paying attention and listening well is the first step to responding well. Following up in a conversation is absolutely critical. Being an active listener makes us form connections faster as our responses have value and substance.
One can be helpful and generous, provided it energizes you, and not exhausts you.

Time And Intent

Setting boundaries is important in the workplace, and you are not obligated to be generous, vulnerable and helpful towards everyone.
Also, you are not supposed to blurt out our life story to every coworker you run into.

Your True Self Isn’t For Everyone

Don’t hide who you are. Do set boundaries.

How Much of Your “Authentic Self” Should You Really Bring to Work?

Organizations today are increasingly collaborative across interdependent teams. But collaboration can have two sides: It can lead to improved outcomes and intrinsic motivation, or it can significantly slow down decision-making and result in ongoing engagement that takes up most employees' time.
First discussing specific questions with your new colleague will enable you to work together more effectively and ensure a positive working relationship.

Collaboration can be a double-edged sword

Ask: What are our goals and process for this project?
Articulate each person's definition of success and vision of the path ahead. The goal is to ensure that both move in the same direction and don't work at cross purposes.

Defining the objectives and the roadmap of a collaboration

Ask: Who will do what, and by when?
Knowing who is responsible for what will help balance the workload, avoid duplicate work, and preempt territorial behaviour. Establishing accountability for progress on various deliverables can create greater clarity and increase the likelihood that goals will be met.

Collaboration: Clarify responsibilities up-front

Ask: What are our individual preferred working styles and strengths?
Not understanding the differences in style can cause irritation or conflict. Understanding each other's strengths can help determine the division of labour.

Individual working styles and strengths within a collaboration

Ask: When and how will we give each other feedback on our working relationship?
Establishing a process for feedback can build the relationship.

Giving feedback in a collaboration

Ask: What do we need from each other to do our best work?
It is important to discuss this question if you have never met before. Understanding how you can support each other to do your best work is only possible is you are clear about your needs. If you feel like you tolerate something from your colleague, it is often an unspoken request you have yet to make.

Support and collaboration

Five questions to ask when you’re working with someone for the first time.

Collaborating with Someone You Don’t Really Know

<ul>
<li>Working to inspire and motivate those around;</li>
<li>Focus on collaboration between team members, which creates synergy and a better experience for employees;</li>
<li>“Walking the talk,” or act with integrity and honesty with every team member;</li>
<li>Building trust: consistently acting with integrity and honesty;</li>
<li>Developing and supporting others, and celebrating their successes;</li>
<li>Building relationships, which communicates that each team member is valued.</li>
</ul>

Leaderships skills related to EQ

Most of us would think that emotional intelligence may not have to do much with a company's bottom line, but when you have a great leadership team who possess and utilize effective emotional intelligence, your organization as a whole will greatly benefit.

Ethan Hawke Learns Not to Fear the Struggle

How to successfully share personal details at work

Intrapreneurs are the unsung drivers of innovation and success

3 Skills New Managers Need to Succeed

How to have (and explain) a career with multiple paths

Griffin Q.