Selflessness at work leads to exhaustion — and often hurts the very people you want to help. Here’s how to share your time and expertise more effectively.
Beat Generosity Burnout…
Selflessness at work leads to exhaustion and often hurts the very people you want to help! Giving too much of your time, energy, and expertise to others can backfire. Here’s how to share your time and expertise more effectively…
Nowadays, the pace at which life changes seems faster than ever. Trends come and go, technology changes (almost daily), and don’t even get me started on politics!
Sometimes it feels as though you need to be able to predict the future just to keep up with all these new changes. You could go on your gut instinct to guide you, but really this is just guesswork, and you’re beginning to think that some of the wisdom you’ve gained through experience no longer applies to this brave new world.
So who can you rely on for accurate predictions on what the future may bring?
https://www.mindtools.com/blog/2017/01/12/future-predictions-foolproof/
Writing a “Hope Letter,” instead of making New Year resolutions, could offer you a better way to reach your goals, argues professional coach Margaret H. Greenberg. ..
https://www.mindtools.com/blog/2017/01/16/hope-letters-effective-resolutions/
The lesson that I’ve learned is that living life to the full means experiencing, and ideally embracing, change. There’s simply no avoiding it. And that might mean tiny, daily adjustments to schedules and plans, occasional adoption of new habits and skills, or once-in-a-lifetime monumental upheavals of identity and purpose. It’s simply no use hanging on to everything familiar, whether good or bad – that will only create more pain and exhaustion. Instead, I need to develop a mindset of openness, curiosity and action in place of any lingering apathy, stubbornness or fear. And I must look after myself physically, mentally and emotionally to build my resilience.
I’ve also realized that organizations and teams can experience the same sense of shock, challenge and fatigue when change hits. But the good news is that they can prepare themselves similarly, too. It’s just more complicated to manage with more people involved!
https://www.mindtools.com/blog/2017/01/19/choose-life-change/
Does your organization have a culture that inspires passion and purpose? Do your people come into work feeling empowered and excited about what they’re doing?
We all want to do meaningful work. That’s why a culture of purpose is so important for attracting and retaining the best talent, and for helping people work to their full potential.
So, how do you achieve this?
https://www.mindtools.com/blog/2014/08/05/building-a-culture-of-purpose-in-your-organization/
David “Big Papi” Ortiz retired in 2016 as one of the best baseball players in Boston Red Sox history. Papi was known for his exceptional at-bats, hitting over 540 home runs in his career. Each time Papi approached the batter’s box, he rested his bat against his legs, spat on his right hand, and clapped. This ritual placed Papi among a group of exceptional athletes, performers, and public speakers who all engage in pre-performance rituals. These rituals aren’t limited to the rich and famous: Over 45% of people report performing a ritual before completing a stressful task. But a zany, irrational ritual can’t actually improve performance, can it?
https://hbr.org/2017/01/research-performing-a-ritual-before-a-stressful-task-improves-performance
Inventors, entrepreneurs, filmmakers, and even a Buddhist master. They are pioneers who shatter norms, change paradigms, and delight us in new ways. Despite vast differences in their styles, personalities, and fields of endeavour, they have striking parallels in what made them successful. Namely, they combine their talent with an important balance between self-confidence and collaboration…
https://hbr.org/2017/01/finding-the-healthy-tension-between-being-confident-and-collaborative
Anya was so excited when she started her new job three weeks ago – it’s her dream role! But now she’s questioning whether it was a good career move after all.
On her first day, her computer hadn’t arrived, her chair was broken, and her manager – Sonni – was out of the office. She’s barely spoken to him since and is still waiting for her job description. And, when she asks her new colleagues a question, they’re often too busy to help. As a result, she feels like a burden and is becoming increasingly isolated, demotivated and unhappy.
Similarly, Sonni is unimpressed. He’s away on business often, so he trusts that his team has shown Anya the ropes. So why hasn’t she made more of an impact? She was such a bright, capable candidate at interview – a real go-getter – but she’s like a different person: confused and withdrawn. After a costly recruitment campaign, he feels somewhat cheated.
This scenario can easily happen if a company doesn’t have a proper process in place for new starters. This article explains what an employee induction program is and why it’s so important, and shows you how to implement one successfully.
Do you know people who are frequently sarcastic? Do they tease others cruelly or put them down, either directly or behind their back? If so, do they then use the phrase “just kidding” to appear to lessen the blow?
Perhaps they respond to conflict by shutting others out and giving them the “silent treatment,” rather than addressing issues head on. Or maybe they pretend to accept responsibility for tasks, only to come up with excuses for not doing them later.
You may not immediately recognize these actions as aggressive – angry people typically use harsh words or lash out physically. However, they are examples of passive-aggressive behavior.
In this article, we’ll define passive aggression, explain why people might act in this way, describe the effect it can have in the workplace, and suggest strategies for managing it.
Chances are you’ve shared an office with people whose lives seem to be a series of dramas that are never their fault. As soon as they sit down, you wait for them to tell their latest tale of woe. And they rarely disappoint!
Does that sound familiar? If so, you could be working with someone with a “victim mentality.”
At first you listen with concern, and then you get a bit bored of all their self-pity. You then get annoyed as their constant blaming of others for their failings at work and in life starts to affect team morale and productivity.
In this article, we explore what is meant by a victim mentality, and we look at how you can deal with this potentially damaging trait.