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Ryleigh

@rylz450

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How everything proceeds depend on you. Tackling the issue is important but you don't have to do what you don't want to do. However, being placed with the responsibility of handling a team or a handful number of employees is a much better practice to seek first and understand.

When a project misses the mark, try focusing on the possibilities that might have happened; was there a miscommunication? Have you said something different? Is there a way to approach this with fresh eyes?

@rylz450

Can this project be saved? How to respond when a proposal totally misses the mark

fastcompany.com

With every output, teams usually hold meetings to discuss every part of the project. It is important to clarify any questions that everyone on the team has so that time won't be wasted.

Make it a practice to recap the project, the expectations, and the next possible steps to be taken with everyone. Not only does this reduce the risk of unclear directions but it helps everyone keep on track of the project.

  • Strong emotions on both sides;
  • A focus on character rather than on behavior;
  • A lack of clarity about what needs to change and why;
  • Negative or critical feedback threatens not only our self-esteem but also our basic need for safety and security;

The 7 Essential Qualities of Effective Feedback

zapier.com

Right vs. Wrong reasons to give feedback

Wrong reasons:

  • defend/excuse your own behavior;
  • to demoralize/condemn;
  • you're in a bad mood;
  • to appease a third party;

to make yourself seem superior/powerful

Right reasons:

  • commitment/concern for another;
  • sense of responsibility;
  • to guide/mentor;
  • to support/enhance.
  • Specific, Timely, Meaningful, and Candid;
  • Goal-oriented;
  • Focused on the future;
  • Focused on the process, not the person;
  • Isn't afraid to be negative;
  • Can be positive;
  • Doesn't assume it's right.
Effective feedback requires that a person has a goal, takes action to achieve the goal, and receives goal-related information about his or her actions.
Information becomes feedback if, and only if, I am trying to cause something and the information tells me whether I am on track or need to change course.

A simple template for giving effective feedback that ensures you’re hitting all the right points, that goes like this:

  1. Ask to give feedback.
  2. Tell them "You did X. It caused Y."
  3. If you’re giving positive feedback, say "Good job."
  4. If you’re giving negative feedback, tell them how they should adjust their actions in the future.
Leo Babauta
t;Never criticize the person. Always criticize the actions. And when you’re making suggestions, make suggestions about actions, not about the person.&
Emotional Intelligence ≠ "Being Nice"

Many of us believe that having emotional intelligence means being “nice.” But this belief conceals some fundamental benefits to developing one’s EI.

For example, simply saying someone is nice can belie the fact that they’re only nice to some people and not others. Niceness is also interpreted as someone who tries to avoid confrontations and is thus easily manipulable.

What People (Still) Get Wrong About Emotional Intelligence

hbr.org

They are: self-awareness, self-management, social awareness, and relationship management.

None of these is aligned with “niceness.” In fact, being skilled in each of the four components of emotional intelligence would allow you to have confrontations when you need to, and to do it more strategically and productively.

  • Strong self-awareness and self-management would let you control your initial impulses or any anxiety you might have around a hard conversation.
  • A highly developed sense of empathy (part of social awareness) would allow you see the situation from the other person’s point of view.
  • Handling conflict is an important part of relationship management. You’d say what you have to say, clearly and strongly, and in a way the other person can hear.
  • Cognitive: "I know how you think."
  • Emotional: "I know how you feel."
  • Empathetic concern: "I care about you."

They reside in different parts of the brain:

  1. Truly understand what you need and and tailor everything in your selection process finding the perfect person.
  2. Determine how you will find the perfect person to fill need that need. You don't want the best of what you saw. You want the best person for the job.
  3. Explain the process to the interviewee.
  4. Have a background check on the candidate before the interview.
  5. Make the interview a conversation, not an interrogation.
  6. Always ask follow up questions.
  7. Spend as much time answering questions as you do asking.
  8. Describe the next steps, don't let him be the one who ask.
  9. Provide closure every time. Failing to follow up is incredibly rude.
  10. Observe on how they act with other people before the interview.
  11. Check out the references of the candidate.
  12. Conduct one more interview to be positive that you're choosing the right one.
  13. Make an enthusiastic offer.

Conduct the Perfect Job Interview in Twelve Simple Steps

linkedin.com

How To Be A Great Leader

People often let themselves be influenced by a management position by either becoming more aggressive or emulating other successful managers with disregard to the behavioral differences brought by context.

In order to be a great leader, you must be yourself and make peace with the fact that some people will not like you. If you try to be someone else, not only will you not be able to lead, but you’ll be ashamed to have people emulate you.

The First Rule of Leadership

a16z.com

A critical skill for leaders is the ability to figure out what kind of thinking is necessary to address a given challenge.

The wrong kind of thinking about a problem happens all the time because different types of effort require different types of knowledge. For example, you may analyze scientific data when a values-informed judgment call is needed, or you'll trust your instincts where a data analysis would expose your faulty thinking.

Leaders Need to Harness Aristotle’s 3 Types of Knowledge

hbr.org

Solving different types of problems

Aristotle outlined distinct types of knowledge required to solve problems in three realms.

  • Techne was craft knowledge: learning to use tools and methods to create something, such as a farmer designing an irrigation system.
  • Episteme was scientific knowledge: discovering the laws of nature. An astronomer contemplating why galaxies turn the way they do will fall in this realm.
  • Phronesis was similar to ethical judgment: The perspective-taking and wisdom required to make decisions when there are multiple possible answers. For example, a policymaker deciding how to allocate limited funds.

Aristotle outlined these three kinds of knowledge because they require different styles of thinking. If you have a phronetic problem to solve, don't use an epistemic thinker.

Most leaders haven't thought much about the realms of knowledge and what problems they can solve. If you're a leader of a large corporation with challenges in all three of these realms, it's a big part of your job to ensure the right kinds of thinking are used and in which situation it is required.

That means you should be able to recognize which mode of thinking is the best fit for a given problem, and which people are able to best deal with it.

The online job application process

Online applications can take hours of candidates' time when applying for a job. While some firms are moving away from these online systems, many companies move towards them.

A recent survey states that 73% of businesses of all sizes use talent acquisition software to source, track, analyse, and onboard new recruits. 99% of the US Fortune 500 companies use applicant tracking system (ATS) providers, allowing them to customise questions and set filters, and automate the bulk of the filtering labour.

The reason employers love online job portals

bbc.com

  • With newer platforms, applicants have the option of using their LinkedIn profile instead of a CV. But they may still encounter customised questions that will require a significant investment of time.
  • LinkedIn's Easy Apply button on job listings allows candidates to submit their profiles without additional materials.
  • However, the majority of New York-based positions listed on LinkedIn rely on external ATS (Applicant tracking system) to manage applications.

What serves the employer well may not work for the prospective employee.

  • According to a survey, 60% of candidates may give up on an application if it's too long or complicated.
  • A cumbersome application process likely indicates the company's attitude towards its employees or overall culture.
  • It is a dispiriting process as even seasoned applicants receive a response only 5% of the time.

From a hiring manager's perspective, applicant tracking systems are beneficial, especially with a higher volume of applicants for every open role.

ATS systems can collate the data from every applicant's resume and display it in a searchable spreadsheet. More advanced software can separate candidates without human oversight and present a sifted pool of priority applicants.

  • Technology will continue to improve in ways to benefit both parties involved in the recruiting process.
  • Advances in machine learning could enable the system to recognise and tag resumes with keyword synonyms or phrasing variations.
  • For now, candidates can take some steps to avoid being ignored. Instead of applying for a hundred jobs with a template resume, the candidate should select their top 20 postings and then write thoughtful covering letters with warm, personalised introductions.
Paying attention to employees

In the case of Paypal, the business model drive its mission. But, while fulfilling their mission, they missed something going on inside their company. Although they ensured to pay above-market salaries and offered generous benefits, it was inadequate for some people.

Knowing that their employees were struggling, they decided to take steps to support the financial security and health of their staff.

How can you ensure your workers are not just surviving — but thriving? A CEO shares a new approach

ideas.ted.com

The four main elements to the Employee Financial Wellness Initiative.

  • Reducing the cost of healthcare.
  • Reviewing and raising wages where appropriate.
  • Making everyone, irrespective of level or position, a shareholder and long-term beneficiary of the collective success as a company.
  • Offering a long-term financial education and planning program.

Short term impact of the changes implemented because of the Employee Financial Wellness Initiative are:

  • Fewer employees report they are running out of funds between pay periods.
  • An increase in healthcare benefit enrollment and employees upgrading their plans.
  • A higher rate of 401(k) and employee stock purchase plan enrollment.

It will be a while before the real impact of these changes is known. The next generation of business leaders should take action and prioritize and invest in their employees.

Defining a leader

It is difficult to define the quality of a leader. To say that a leader is someone who has followers is too simple. A captain may have soldiers who follow orders, but it makes a captain a commander, not a leader. To say that leadership is influence is too reduced. A robber with a gun has "influence" over his victim, but the source of influence is missing.

It is easier to assert what leadership is not: Its not fancy titles, a position in hierarchy, or even management.

In Search of the Definition of Leadership

inc.com

Bradberry and Kruse define leadership as a process of social influence which maximizes the efforts of others toward the achievement of a greater good. But even this definition is too narrow.

  • Some leaders influence others not for the greater good: Adolf Hitler is an example of leading millions, but his leadership was wicked and barbaric. Following the wrong leader can lead to terrible consequences.
  • Leadership “maximizes the efforts of others”: Leadership alone cannot achieve this goal, for individual efforts depend on many factors. People may feel like they live in the shadow of leaders and may find their expectations unfair.

However, leadership can work towards increasing the efforts of others.

Leadership is a process of social influence that works to increase the efforts of others in pursuit of a common goal.

What most do agree with is that good leaders don't wait for a title. They simply lead, and others naturally follow them.

Managing Your Boss

Managing one’s boss can be a challenge, and most people have problems and frustrations with their superiors.

Working optimally with your boss means trying to produce the best possible results in an organization, keeping your stress levels low and increasing your happiness. It helps to have clarity about your options, keeping your sanity and focusing on what you can control.

The Delicate Art of Managing Up: How to Work Harmoniously With Almost Any Boss

slate.com

Try connecting with your manager on a regular basis, clearing the work goals and priorities of the coming weeks or months.

Ensure that this line of communication is open so that there is clarity on both sides.

Just like setting priorities, there has to be a regular touchpoint system established, for checking in and getting queries solved.

Maintaining regularity of the meeting is imperative, though there are bound to be cancellations due to other priorities of your boss. It helps to take this into account and pushing for the meeting nonetheless.

Keeping emails concise and taking the bosses written approvals in a simple Yes or No can be helpful. Make sure the text is to-the-point, with suggested solutions, so that the boss can answer quickly.

Timely feedback of your work is to be provided by the boss on a regular basis, rather than springing a surprise in the performance review. Asking proactively for feedback will correct the problems (if any) when it is not too late.

  • Don’t Take Things Personally: It helps to have a ‘thick skin’ and keep your ego out of your boss’s ultimate decision which may not be your preference.
  • Your Boss Is Human Too: Your boss can also feel frustrated, flustered or in need of a good word. Being human also brings in envy or insecurity in a person, so you have to consider that while dealing with your boss.
  • Avoid Ambiguity: Keeping things written down, and clear helps avoid misunderstandings, miscommunications and ambiguity. Being organized and easy to work with can help you deal with your boss efficiently.

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