CopingWorkStress_LEAP

LEAP SERIES
This Program is part of Lily Pad’s ‘LEAP’ coach supported
program.
Clients access our manual online and work through the sections
in their own time, and review their progress with their coach.
The Program is set out week by week over a 6 session plan.
You are welcome to access the program and complete it alone,
however results are best achieved with coach support.
WELCOME TO THE PROGRAM
Welcome! We are so glad you’ve leapt into this program!
Lily Pad Psychology Clinic works by the philosophy that we ‘bounce’ through life’s up’s and down’s and that
Psychological reflection and support are best utilised when we feel we are getting stuck in a rut and need to gain
insight and strategies to jump off the ‘lily pad’ again (so to speak) and leap back into life! Hence, our name ‘Lily Pad
Psychology Clinic’.
I have designed this program to be a basic manual to support the therapy you are receiving with myself.
Please work through this program in-line with the sessions we have together, of course we can skip parts and spend
more time on parts you may need/want to focus on. We can also spend time on topics outside of this manual, that
you may want to explore, as we go through. I am trained in lots of forms of therapy including ACT, CBT, DBT,
Schema Therapy, Brief Solution Focused Therapy and Psycho-education and I provide individual, couples and family
treatment, so we can use a mix of what you are wanting to get the best outcomes.
There are resources attached to this program that are free to download, many of these resources will be valuable
tools for you to use regularly to overcome the challenges of workplace stress. I will also direct you to other online
resources, that are also useful, for your exploration.
PROCRASTINATION
3 steps to prevent work procrastination
Procrastination is the bane of human existence. Everyone has done it before and no doubt we have all done it at
work, but why do we do it? Procrastination is characterised by high impulsivity and low conscientiousness
and ultimately induces stress. Often people confuse procrastination with prioritisation by convincing
themselves that the current work they’re doing isn’t their top priority. However, this is a common pitfall and
we must learn to recognise whether or not we are actually prioritising or procrastinating.
Here are some handy tips to help prevent you from procrastinating at work: Recognise the signs
One of the first signs that you’re about to let yourself procrastinate is what we like to call “Priority Conditions”.
One of the big red flags of procrastination is the use of this sentence “If I do [e.g. drink a cup of coffee] first, then I
can start my work”. However, we all know that several cups of coffee later we still won’t have started. This
line of thinking can create a vicious cycle of non-working as we created our own mental hurdle that we
constantly make more difficult to justify not working. Does this relieve our anxiety about doing our work?
Certainly not.
Suggested Solution: Once you recognise these 'Priority Conditions', you can then try to reverse the conditional
order to ensure the right tasks are being prioritised first. Rather than “If I do [e.g. drink a cup of coffee] first,
then I can start my work”, instead try “If I do my work for an hour, then I can reward myself with a cup of
coffee”. This way we allow ourselves to create obtainable goals with a foreseeable break. This will reduce our
stress levels and create a structure where we can start to get ourselves organised
PROCRASTINATION
Start small
We all know that taking on too much at once is a sure fire way to make it collapse, especially in a multitasking
work environment. Set small goals and you’ll find yourself making slow and steady progress until, before you
know it, you’re an efficient and effective worker again. Small scale goals, such as “in one hour I will do what I
can and then take a break”, will reduce your work stress and increase your work satisfaction. Once this
becomes easy, begin increasing the time so that you maximise the productivity of your work day. If it ever gets
too much to handle, remember to pull it back one step until you are comfortable again.
Repeat the changed behaviour as much as you can
The more that you work on doing something, the more likely it is to become wired in your brain. This is not
something that will change overnight, however, with repetition and effort you can change your work
behaviours over time and maximise your productivity.
So, if you feel yourself prioritising pointless tasks over the work needed to be done, take heed! Think of the stress
you can prevent, not to mention the productivity you will gain, from simply recognising these signs and setting
small goals for yourself.
As well as improving your productivity, there are also systems available to enhance your work environment and
satisfaction. The Lily Pad Psychology Clinic has numerous assessments available that can pinpoint workplace
issues and use organisational psychology to track down the best solutions for your human function. View our
website or alternatively talk to Nicole, our Principle Psychologist for further information on
[email protected]. Or call one of our clinics to make an appointment at a time and location most
convenient to you.
REASSESSING YOUR WORK LIFE BALANCE TO REJUVENATE YOUR ENERGY
When you feel as though your energy levels are drained in the workplace, it may be a good idea to
check in on your work-life balance. While achieving an optimum work-life balance may seem
like a wishful dream in wonderland – you are not alone! Here are three steps you can follow
that will help you get closer to that seemingly elusive dream-like state of equilibrium in a way
that doesn't have to leave your work output in deficit.
Firstly, RECOGNISE the symptoms
If you feel as though you are:
Experiencing a lack of sleep because you are busy thinking about the tasks you have to complete
at work the next day.
Experiencing a loss of energy in the workplace and an apathy towards your work
Overwhelmed by your tasks at work when you begin the day or return from your lunch break
Procrastinating more than you should be (keeping in mind that often any procrastination is too
much when it comes to the workplace…)
It may be an indicator that you need to reassess your work-life balance.
REASSESSING YOUR WORK LIFE BALANCE TO REJUVENATE YOUR ENERGY
Secondly, REASSESS your goals
When you find that your work-life balance is out of line, it is important to ask yourself why this is the case. This will help you re-discover what is
important to you and will help you re-gain sight of the bigger picture. Placing your work into perspective can often help if you feel overwhelmed.
Additionally, you may re-discover the reason you have been pushing yourself so hard in the first place. This can often serve as a great source of
hidden motivation that could push you over the finish line. When re-assessing your goals, it is important to consider where you are now; where
you would like to be, and what you need to do to get there. It might feel a bit odd at first, but it can pay off to list these details down in a
document or spreadsheet. It is always easy to let some demotivating tasks get neglected - until they become a pattern with no solution. So,
keep your eye on the prize of your career and personal goals.
Finally, TAKE ACTION!
Make necessary changes to your schedule and reprioritise tasks that need to be done in terms of what you need for yourself. Assess what extra tasks
are created as a result of mismanaged resources.
If you suspect that there is a misallocation of resources - begin a discussion with your manager that you believe the misallocation of resources is
causing distress and has lowered productivity (just be sure to have a sound solution!)
Reflect on your personal well-being and think strategically about how this affects your productivity.
Improve the quality of your “down-time” while you are away from work will help manage your productivity while you are in the workplace. It is important
to take time out for yourself … even if that means going for a walk around the block without your phone during your lunch break.
Always be sure to look back at your original goals, and compare it to how your workplace responsibilities have changed and how that affects your
personal life.
If you are still finding it difficult to achieve motivation despite work changes, balance alterations and discussions with management, you could have a
career mismatch. Trudging through a field that never suited your personality in the first place will almost always end in low productivity, low
satisfaction, burnout and worse. One way to be sure that you’re in the right field or studying the right course is to take a psychologically backed careers test. This weighs your values and attributes to define what career course best suits your abilities and
fundamentally, who you are. Make an appointment at The Lily Pad Psychology Clinic and bounce back!
MINDFULNESS –
REDUCING STRESS AND IMPROVING COMMUNICATION IN THE WORKPLACE
As a society our overall wellbeing is decreasing. Findings by the Australian Psychology Society
detailed that in 2013, the rate of stress, depression, and anxiety reported among people had
risen compared to the previous two years of research. In particular, younger people are seen
to be reporting the negative symptoms of depression and anxiety at a higher rate than their
older peers. Furthermore, workplace wellbeing was also reported as lower compared with
previous years.
With the rate of mental health issues rising, large companies such as Google and Apple have
begun utilising Mindfulness in the workplace to ensure they give their employees the best
possible chance to be resilient and self-sufficient in neutralising the daily stressors that they
encounter.
What is Mindfulness?
Mindfulness is non-judgemental, open and curious awareness of oneself in the present moment;
such as awareness of our thoughts, emotions, and reactions. Research shows that
developing this level of introspection has positive effects for reducing stress levels, regulating
emotions and emotional reactions, promoting enhanced decision making, and decreasing
negative thought patterns which can interrupt positive functioning throughout the day.
MINDFULNESS –
REDUCING STRESS AND IMPROVING COMMUNICATION IN THE WORKPLACE
Mindfulness in the Workplace
There are great Mindfulness at Work websites that will give you tips on how you can practice Mindfulness while
going about your daily work-related routine. Some of these tips are listed below:
• When you walk to the car or the train station, walk a little slower. Feel the footpath on the soles of your feet. If
you notice any tension in your body, try to relax it.
• When walking try to breath in and out with every third step you take.
• When you sit at your desk, take a few controlled breaths in and out before you start your computer.
• Eat your lunch a little slower, take the time to chew your food and taste all the different flavours you can.
• When you are going to communicate something, take the time to think about what you are saying and how you
will say it.
• Before you put your key in the front door upon returning home, stop and take a few breaths before proceeding.
No matter what industry you are in or what stage of your working life you are at, increasing your wellbeing is
beneficial to you and those around you. Through the techniques of mindfulness, the added development of
increased emotional stability and positive thought patterns will only improve morale and the company
environment.
SIMPLE STRATEGIES TO PREVENT WORKPLACE ANXIETY
Workplace anxiety is more common than you might think. The ‘2014 Stress and Wellbeing
in Australia Survey’ conducted by the Australian Psychological Society found ‘issues in
the workplace’ was one of the top five sources of stress among Australians aged
between 26-45 years, with a massive 44% of Australians identifying work as a key
cause of stress. Work related sources of stress can include things like; starting a new
job, lack of autonomy, heavy workloads, poor resources and limited support. Constant
anxiety, worry, apprehension, fear, and feelings of impending doom can arise from
stress and be long-lasting, even when the original stressor is gone.
With the fast-paced environments and pressures of meeting client demands, deadlines,
and keeping on top of your game, it’s easy to develop work related anxieties. Struggling
with anxiety at work can be debilitating; even the simplest tasks can become difficult to
complete. Stress is often unavoidable in the working world, but it is helpful to identify
key sources of stress, and have some strategies at hand to prevent it developing into a
more serious problem.
SIMPLE STRATEGIES TO PREVENT WORKPLACE ANXIETY
Here are six simple ways to prevent stress and anxiety in the workplace.
Slow down. Close your eyes and focus on slow, deep breathing for several minutes until you feel yourself physically relax. This
will make it easier to focus and gather your thoughts for the task at hand.
Break it up. Sometimes when faced with a difficult situation, rather than tackling it head on, break it down into smaller
tasks. That way, you can set goals for getting each part done. Reward yourself by taking a break in between set tasks;
go for a quick walk to clear your head. Exercise. We’ve all heard that exercise plays an important role in keeping mentally healthy, and it’s true. Find and join a gym
close by and go before, after or even during work. If you think you can’t handle those spin classes, make an effort to
walk to and from work. Not only does being physically active improve mental health, just being outside with some
natural greenery has been shown to have positive impacts to emotions and self-esteem. Every bit counts!
Enjoy your social life. Don’t forget you have a life outside of work. Catch up with friends and family to keep yourself socially
active. Organise things for after work, so you have something to look forward to and keep you going throughout the day. Face your anxiety. That feeling of frustration, anger or nervousness might seem normal at first, but when it lasts a little longer
than it should, it can be a good idea to talk it out to yourself, write your worries down, and actually stop and think about
what is worrying you and accept the stress or anxiety might be more serious than you thought. Self-understanding is
important to finding a resolution. If you think it’s weird talking it out to yourself…
Talk to someone else. Find a co-worker, friend, family member or a mental health professional that you are comfortable
talking with. Sometimes just saying what you’re going through out loud can bring an immense amount of relief.
Stress is a normal reaction when something at work is a little more demanding or challenging. However, it’s good to learn to
recognise the signs when it’s getting a bit too much for you. Many organisations have an Employee Assistance Program
available to help employees enhance their health and wellbeing, and some even accommodate leave of absence from
work so you can have a day away to mentally recharge. If you’re finding anxiety is getting the better of you, take a
minute to discuss your options with your manager or supervisor, or contact a medical professional for extra support.
GOOD STRESS VS. BAD STRESS
Stress is often a dirty word surrounded by the thought of last minute deadlines, juggling a career
and family life and even sleepless nights. However, that’s only half the story as stress can
also be the drive to complete tasks on time and push you beyond your comfort zone toward
new achievements. In essence, stress occurs when there is a perceived discrepancy between
the demands of a tasks and an individual’s perceived ability to cope with the demands of the
task. Though when properly managed and understood, stress can actually act as a positive
pressure that motivates us to push ourselves and achieve our potential. As long as the gap
between perceived ability to cope and demands of the task is not too overwhelming! Here’s
how you can identify between good and bad stress, and use good stress to your advantage:
Good Stress
Stress is necessary for survival, hence why your ancestors survived; they saw the big bear and
ran! Stress can often be a good thing, it helped your ancestors survive and now it can help
you perform in your job. Such stress is called ‘Eustress’ which helps one make those difficult
decisions, meet deadlines, get over a rejection letter, and help you prepare and work towards
goals. Good Stress is what stimulates us to go out and get things done. Good stress is what
adds that fuel to our fire, and keeps your thought process on its toes for those activities that
require that little extra effort such as presenting to colleagues or a job interview. So stress
can be ok in safe amounts.
GOOD STRESS VS. BAD STRESS
Bad Stress
Distress is when the level of stress begins to be harmful where we perceive that a
task is just too much and we go beyond just pushing ourselves a little. This is
when stress should be dealt with through positive coping strategies such as
talking about it with others who will listen. If negative coping strategies are used
(such as too much caffeine during work or alcohol afterwards ) and the distress
isnot dealt with that when things can get ugly, resulting in higher blood pressure,
unforeseen aggression, and loss of sleep.
Negative coping strategies allow stress to build upon itself and there are long term
negative psychological and physical consequences of elongated periods of stress.
Optimal stress is a healthy balance between ‘keeping busy’ eustress and avoiding
overload distress stress and is what needs to be focused on in the workplace
environment, as it allows peak performance and gives you or your employees
paramount work levels.
5 WAYS TO DEAL WITH DIFFICULT COLLEAGUES
It’s a situation that we’re all faced with at some point in the challenging, strenuous and
consistently inconsistent journey commonly referred to as a career. It can be tricky to
get used to the complexities of a 9-5 working day that is constantly evolving, however
the addition of working with difficult colleagues who contribute to the slowing down of
time may be a driving force to utilise those sick leave hours! We therefore present 5
tips on dealing with these colleagues to reduce/alleviate any work related stresses
you’re experiencing!
Identify what the issue is
In a world that operates on an on-the-go and fast paced basis, it’s easy to blow an issue out
of proportion- especially when that particular issue has consumed your thoughts. Try to
identify what the issue actually is. Most of the time, it’s purely the thought of that
problem that is daunting as opposed to the issue actually bothering you.
With that in mind, is the reason you feel uncomfortable around a particular colleague
simply the result of a personality clash? This is quite common in the workforce; some
people prefer to keep to themselves whereas others work best in a group. Therefore for
example; the reason for their silence or isolation isn’t directed at you, it’s simply their
way of functioning at work and most likely can’t be changed.
5 WAYS TO DEAL WITH DIFFICULT COLLEAGUES
‘Keep your friends close and your enemies closer’
This subtitle is self-explanatory. Machiavelli said it, Sun Tzu uttered similar words, Al Pacino even
reiterated this saying and we’ll say it again. In terms of enemy, we don’t only refer to these
people whom you don’t get along with; it actually refers to anyone who you’re in competition
with or who may try to take credit for your work. Keeping them ‘close’ (don’t get too close)
may become advantageous to you in terms of understanding why they’re behaving the way
that they do, or why they feel as though they’re above you. Just make sure not to obsess with
the issue, clashes will always occur but you can manage them strategically to achieve higher
satisfaction at work.
Never say anything bad about anyone… At work
We live in a world where anything and everything said can be used against you. Don’t speak ill of a
colleague to another colleague, never create any written material regarding the company or
its employees (this is a legal issue, we’re not making this one up!), and please please please
if you feel the need to vent to anyone, discuss your issues with a family member, friend or
health professional (there’s a highly unlikely chance your colleagues will hear of your
struggles from them).
In saying that, if any bullying is occurring in person, try to communicate more through email. It’s
always better to have documentation or physical proof if the matter reaches the HR
department (this is an extreme precaution!)
5 WAYS TO DEAL WITH DIFFICULT COLLEAGUES
If all else fails - talk to your boss!
There are just some things you will not be able to change with the resources and decisions you
are in control of. If the proximity or setup is what is making the issue with your difficult
colleague worse, ask if you can be moved or partnered with someone else. Be sure to
mention how you feel this will encourage better performance and results as well as a better
team harmony overall. As long as you touch on your employer’s concerns for performance and
making sure the team ‘gets along’, they have a responsibility to listen to you.
Move on
If these colleagues are beginning to bother you to the point where it’s affecting your work, then it
might be time for change. Separate yourself completely or as much as possible from them
and simply focus on your work. Work independently if need may be, limit conversation to
greetings and purely work related topics and migrate over to another group of colleagues with
whom you’re more comfortable/compatible with. Be the bigger person and end up happier
for it.
If negativity is affecting your personal life or keeping you up at night, then you should definitely
consider making a change within your current business or explore other avenues.
Good luck!
POSITIVE POLITICS - THERE’S NO NEED TO PLAY DIRTY TO WIN
Everyone has without a doubt endured the ‘just ignore them’ speech when it comes
to gossip, but why ignore an inevitable fact of life when you can understand and
turn a volatile zone commonly known as ‘workplace politics’ into something
positive and beneficial? According to research from the American Society for Training and Development,
gossip is often work-related, usually focusing on business changes, office intrigue,
and people's private lives, and this is consistently on the rise with new technology.
Because of this behaviour there is a chance to learn more details about
upcoming business changes, network where it counts and then seize
opportunities that can aid your career development.
POSITIVE POLITICS - THERE’S NO NEED TO PLAY DIRTY TO WIN
It’s a survival of the fittest and here is a simple and strategic plan to help you master the concept of positive
politics.
1) Map the Political Hierarchy – who really has the power?
To the drawing board! Like any good strategy, you must first map out a plan and in this instance this plan is a
social hierarchy (who has the most power and why?)
2) The social network
Time to gather information about who interacts with who, and what the nature of their relationship is like. Another
important aspect is to identify the groups, if any, and where the power and influencers reside.
3) Develop your own network This network should extend in all directions and include peers of all employment status; it may even consist of
multiple networks. A good tip to keep in mind is that these relationships should be true; you don’t want
people thinking that you are a fake friend.
4) Utilise your network This is where your hard work will pay off! You can use your network to gain access to important information and
attract opportunities that can put you ahead of the pack. For example: you may get wind of a possible
promotion or job opening. Your network can also be used to improve your reputation, why not let the news
that travels about you be good!
POSITIVE POLITICS - THERE’S NO NEED TO PLAY DIRTY TO WIN
5) Keep your friends close and your ‘frenemies’ closer By keeping those who are difficult to get along with close you can easily keep ahead of the
pack. However, be careful what information you leak into your social network.
Understanding your frenemy’s motives can help you avoid negative politics and
maintain a positive network.
6) Listen, and pilot your behaviour All in all, what good is this network unless you can use it to help you achieve your goals?
Some essential rules include:
Don’t say something you’ll regret - be respectful and remember that you are networking, not
engaging in pointless chatter
Rise above personal arguments – getting caught up in arguments just aggravates negative
gossip
Practice positive politics – be a role model, confident and assertive, but not aggressive
Don’t count on confidentiality
In summary, accept it, develop strategies, observe and learn!
KNOW YOUR WORTH
How/What do you contribute to the bottom line of your employer?
How do you add value to the company?
These factors are how you can determine your immediate $$$ value add to your
employer. There are other long term $$$ outcomes they might get out of you being
there, such as mentoring staff, looking after customer relationships…but ultimately, if
you are not contributing to the income of your employer, you won’t have a job for much
longer.
If you want to increase your pay, increase the value that you add to your employer. Do
something new and improved, find another client, streamline processes, be proactive.
Know what your role is worth by competitors and regularly review what roles are going at
other companies to know your worth.
Ensure you are always learning/developing and achieving something at work to show your
employer that you are adding value.
What are you getting out of your employment? How has your career/experience/
achievements progressed this year?
If you can’t develop yourself in your role, do extra curricular activities to get you there. You
can’t blame your workplace for not developing you…that’s your job!
CAREER COMPARISON – REASONS WHY JOB HUNTING WHILE
EMPLOYED IS ESSENTIAL
Searching for potential job opportunities whilst working can seem like an unnecessary activity at times. It requires
you to be thinking about many different factors - your current position, financial change and employment
availability within your profession among other stressors. You need to use your personal time to be on the
lookout for job opportunities. This is one of the reasons individuals become accustomed to their work lives as
it begins to develop into an established routine. It is very easy to find yourself in the same position for many
years without knowing what other opportunities are out there. However, being on the lookout puts you at an
advantage over your colleagues, and indeed everyone within your industry as work trends show that we move
jobs more often and several professions become more competitive than before. For these reasons and more
it’s important to stay ahead of the game and keep hunting, and we will show you the best way to balance a
work life and a keen job seeking eye!
1. Being aware of your industry employment status Every industry differs in terms of job availability. If your industry is facing low job demand this could suggest that
there are limited positions available for your current role. On the positive side your position may be more
valuable to your current employer. Alternatively, that if something were to happen and you lost your position,
it may be more difficult to obtain another role quickly.
It is always worthwhile to conduct a search on available roles in your current industry (or an industry you are
hoping to make your way into). How frequently do roles come up? What is the general scope of remuneration
against experience? Are most roles full time, part time or contract? By doing so, you can determine the job
demand and job security within your desired industry giving you the benefit of planning your career ahead of
time. Better yet, such scoping of emerging roles provides you with a competitive advantage over other
employees as it allows you to assess the value and worth of your current position in the industry by
comparing it to alternatives.
CAREER COMPARISON – REASONS WHY JOB HUNTING WHILE
EMPLOYED IS ESSENTIAL
2. Planning ahead for something better
Reality is that there may always be a position that is better than the one that you currently have. This is OK, however, as it
gives you something to work towards. It can be hard to think of another job as you may be comfortable where you are
now, but comfortable is not a term successful people use. Thinking ahead in terms of where you want to be and how
you are going to get there puts you at an advantage over your colleagues. Scoping your potential next big move could
be the best exercise you have undertaken.
This does not mean you have to stress out constantly looking for jobs, but rather look over advertisements within your
desired field, and occasionally have a preliminary chat with a potential employer or recruiter, or send your resume out.
Be very careful to explicitly state that you want your interest to remain completely confidential and not be placed into a
database without your consent. Overall, consider planning ahead, networking, and spending time thinking of what your
next job could potentially be.
3. Networking
Networking is arguably the strongest factor that decides who gets the next available job. Knowing the right people could get
you through doors that you would never have believed possible.
Aim at increasing your network. This could mean requesting that your contacts keep their eyes open for job opportunities as
they arise. Or attending conferences, workshops and other professional events as well as buying a few coffees for
people in order to build your network. Remember, people would rather hire those who they know rather than those they
don’t know.
Hopefully these tips will allow you to move away from the comfortable ‘steady as you go’ space that you have fallen into and
allow you to expand your network, look beyond your current position, and plan ahead for what job opportunities lie out
there. Who knows, your dream job could be around the corner!
SO YOU MISSED THE JOB APPLICATION DEADLINE…APPLY FOR IT ANYWAY!
It is closing onto midnight and your eyes are half closed as you mind-numbingly scroll
through the endless list of jobs on your favourite job seeking website. Suddenly
something catches your eye! Can it be? IT IS! The perfect position that you’ve been
dreaming of! You’re filled with excitement as you gloss over the selection criteria:
qualifications- check, experience- check, location- check, availability- check. And then
you reach the application details and your heart sinks. Closing date... yesterday.
Before you melt into a puddle of disappointment, it’s not the end of the world! The reason
why the closing date is there is because the employer will need to start selecting
potential candidates at some point and likely have internal processes and systems to
adhere to, but they aren’t going to decide who gets the job as soon as the clock ticks
over the specific time and date necessarily.
While it is best to get your application in before the specified date it’s important to realise
the employer is going to want to hire the candidate who expresses the most interest
and enthusiasm with the best job-fit, not whoever waltzes through first. Many human
resource managers agree that it’s worth submitting an application even after the
deadline. Unless strictly stated that they will not accept applications after the date (e.g.
some government departments or large organisations), apply for the job anyway!
SO YOU MISSED THE JOB APPLICATION DEADLINE…APPLY FOR IT ANYWAY!
Here are some handy tips for applying after the deadline:
Call someone: Definitely get in touch with the contact person or the hiring manager listed on the job ad. Express your
genuine interest for the position, and rather than ASK if it’s still okay to send in an application. TELL the person that
you are very interested in the role advertised and you would truly appreciate the opportunity to send through an
application.
Once you have called ahead, the hiring person is going to be anticipating your application. Send it in as soon as you can.
Ensure you thank them for their consideration.
Be honest in the cover letter: They know you’ve applied late, might as well own up to it. Remind the hiring person you’ve
already spoken to them; this may even put yourself ahead of other candidates, as it’s much easier to remember a
personified applicant over a piece of paper. Tell them that you only discovered the role through a network/colleague
past the deadline, or that you were told about the position by a colleague late, or whatever other reason. It is important
to be honest and thankful for their time and consideration.
Consider a special delivery: Hand delivering an application may be an effective way to get your foot in the door. Going in
person can have many advantages over submitting an application, such as, the opportunity to speak directly to the
decision maker, and getting a feel for the organisation you want to work with. And who knows, you might just catch
them at a good time and land an on-the-spot interview! Even if they are adamant in keeping to the deadline, you might
learn about upcoming job openings. This could give you an advantage over other applicants as you are in a great
position to detail your interest right then and there to a potential future employer.
If it’s that particular company or organisation that you love and missed an opportunity with, leave them an application for
future openings. They might contact you sooner than you think!
Move on and forward: If you have tried all you can in applying but are still unable to land that dream job, try and view the
experience as a positive one. You have made another contact and are now aware of another organisation to keep an
eye on and one to keep in contact with. Use this knowledge to research other similar organisations that may have roles
like the one you just missed out on. YOUR PROFESSIONAL DEVELOPMENT IS YOUR JOB!
Professional Development Planning
Not having your own plan for your career, means you become part of someone else’s plan.
Are you developing yourself into the direction you want to go in your career? Our
Principle Psychologist, Nicole Dunn has specialist training in professional development
planning/learning and development and will build a professional development plan
with you to get you on track to the career you love!
Personality Assessment: Are you well matched in your role?
Are you satisfied with your current role and duties at work, or are you looking for a new
challenge, excitement? Personality assessment can reveal why you are not ‘pumped’ to
go to work every morning. Personality Assessment will detail aspects of your personality
and a psychologist trained in workplace psychology can draw from this what motivates
you and what roles/tasks need to be incorporated into your role to increase your
satisfaction.
Owning your career
You can’t rely on your employer to develop your job into the perfect career for you. This
requires regular planning and assessment with you and not many workplaces have the
resources to deliver that. You can achieve this with our workplace psychologist.
22 TIPS FOR CAREER DEVELOPMENT – FRONTLINE LEADERS FESTIVAL
This month’s Frontline Festival hosted by Karin Hurt of the Let’s Grow Leaders blog is a topic near
and dear to my heart: career development. Karin asked her blogging colleagues in the human
resources and leadership fields to offer up tips for career advancement both for yourself and
for others. 22 career experts offer advice on:
– Conducting career conversations
– Skills necessary for a successful career
– How to advance in your career
– Working on yourself to create career success and satisfaction.
For May’s Frontline Festival, I asked experts around the world to share their best career
advice. It’s amazing how consistent the ideas are across cultures and contexts. Thanks to all
the contributors. This great graphic below is from Joy and Tom Gurthrie, Vizwerx Group. Follow
Joy @VizwerxGroup - See more at:
http://letsgrowleaders.com/learning-development/what-experts-are-saying-about-careeradvice-may-frontline-festival/#sthash.D2SXyXMS.JYjPdOcR.dpuf
By Karin Hurt, 16th May 2014
22 TIPS FOR CAREER DEVELOPMENT – FRONTLINE LEADERS FESTIVAL
Holding Career Conversations
Jennifer V. Miller of The People Equation brings us
Career Conversations: Leaders, Are You Getting It Right. Jennifer encourages leaders to give some thought to career conversations they have with their team. Too
little thought and planning can lead to not only an unproductive meeting, but potential loss of a star performer. Follow Jennifer @JenniferVMiller.
James Ryan of
Soft Skills For Hard Jobs brings us The Simplest Way To Advance Your Career – Talk Conversations about career advancement between employers and the
employees don’t happen as often as they should. It’s not that difficult, just talk. Follow Ryan @jryan48.
Critical Career Skills
Dan McCarthy of
Great Leadership brings us a timeless list of great advice in his post 15 Timeless Work Habits For Career Success. Let’s say one of your kids just graduated
college and they are about to start their first real job. If they ask you how to be successful at work – what would you tell them? Or, you’re asked to be a mentor to a
high potential up and comer. They ask you for your best advice on how to get ahead. Follow Dan @greatleadership.
Steve Broe of
My Career Impact brings us Five Ways To Get Your Boss To Call You A Leader. Act like a leader in these five ways and your boss will come to value your largest
potential contribution to the enterprise. Follow Steve @DrSteveBroe.
Kate Nasser, The People Skills Coach™ at
Smart SenseAbilities offers Career Success: Are You Rocking With These 13 People Skills. People skills make your occupational expertise understandable and
valuable to others. Think yours are good enough to lead, collaborate, and bring you career success? Try these 13 tips from The People Skills Coach™ to take you
even further. Follow Kate @KateNasser.
Frank Sonnenberg of Frank Sonnenberg Online, offers What Do Tough Times Say About You?. It’s one thing to have a bad day, yet another to fall on tough times. These are the times that show what you’re made of.
What do tough times say about you? Follow Frank @FSonnenberg
Willy Steiner of the
Coach’s Corner shares Managing Change For Your Number One Client – You. Take an in depth look at how change impacts us, and how to use these perspectives
to assist us in working through the inevitable changes that will impact our jobs and lives. Follow Willy @coachforexecs.
Ali Anani, one of the most frequent commenters in our LGL community, shares his Slideshare model,
Phenomena: Race Strategy. This is a four blocks-based strategy, the acronym of which is RACE. Great concepts to build improve the performance of your team or
your career. Follow Ali @Alinanani15.
Jeff Essenhaus of
The Faithful Pacesetters offers Finding The Diamonds. This blog post looks back to Samuel (Prophet and Judge) to learn how current day leaders can find and
develop future leaders. Samuel’s key warning as he appointed King’s was to find leaders that are able to hold themselves accountable to the people. Follow Jeff
@JeffJayMiller.
Bill Benoist of
Leadership Heart Coaching brings us Interviewing Tip: Like My Music. Great practical advice on how to nail your next interview. Follow Bill @leadershipheart.
- See more at: http://letsgrowleaders.com/learning-development/what-experts-are-saying-about-career-advice-may-frontline-festival/#sthash.D2SXyXMS.JYjPdOcR.dpuf
By Karin Hurt, 16th May 2014
22 TIPS FOR CAREER DEVELOPMENT – FRONTLINE LEADERS FESTIVAL
Career Advancement
David Dye of
Trailblaze offers 7 Warning Signs You Should Not Lead. Are you up for a promotion? David shares seven reasons you should consider NOT taking the job…or else do some serious
reflection before you do. And if you’re already there, see if any of these warning signs apply to you – #5 gets all of us. Follow David @davidmdye.
Lisa Kohn of the
Thoughtful Leaders Blog writes on a similar theme in her post Should You Be A Manager. She shares necessary traits and talents that great managers possess. The good news – these
talents and traits can be developed if companies invest in their would-be managers with coaching and developmental plans. Follow Lisa @ThoughtfulLdrs.
Mark Miller of
Great Leaders Serve shares Is Your Leadership Career Stalled. This blog takes a look at why careers stall and a few questions you can ask yourself to get your career back in gear and
moving forward again. Follow Mark @LeadersServe.
Working on Yourself
Julie Winkle Giulioni of
juliewinklegiulioni.com offers Growth: It’s No Longer Optional. In today’s hyper-competitive environment, growth is no longer optional; it’s non-negotiable.Follow Julie @juliewg.
Wally Bock of
Three Star Leadership shares The Examined Life. Socrates said that “the un-examined life is not worth living.” Here are some resources to help with your examination. Follow Wally
@wallybock.
Chantal Bechervaise of
Take It Personel-ly shares Seek Criticism In Order To Improve Yourself. If you are not seeking criticism then you are not stretching yourself and are not looking for ways to improve.
Criticism can help you develop skills that are lacking or improve upon your strong points. Follow Chantal @CBechervaise.
Mary Jo Asmus of
Aspire-CS shares Feeling The Pain & Doing It Anyway. It takes courage to work on you. But the best leaders will feel the pain and move forward to become great leaders. Follow Mary Jo
@mjasmus.
Chery Gegelman of
Simply Understanding offers Growth Doesn’t Just Happen and 5 Tips For Changing That On A Budget. Yes it is possible to be heavily invested in growing yourself and those you serve –
even if the training budget has dried up and blown away. Botom Line: Growing or not is a choice. Follow Chery @GianaConsulting.
Julie Pierce of Empowered By Pierce asks us How Will You Invest in Your Leadership This Year? Follow Julie @julie_pierce.
New to the festival, Steve Borek of
End Game Business, shares How Did You Get Into Coaching. Steve shares his personal journey and advice for people who feel like they’ve hit a dead-end and are ready for a new
challenge. Follow Steve @SteveBorek.
Michelle Pallas of
Blog & Fireside Chat reminds us to Seek Advice, Listen & Reflect – But Do What’s Right For You. Allow time and energy to explore. Play helps us craft a vision and realize dreams.
Visualize your future, otherwise you may get caught up in someone else’s vision. That may be ok, but choose deliberately. Follow Michelle @MichellePallas.
Matt McWilliams of
MattMcWilliams.com brings us the challenging post I Can’t Afford To Lose This Job. Have you ever worked in an environment so toxic, you just knew you had to get out, but couldn’t
because you have no network? This post shows You what to do. Follow Matt @MattMcWilliams2.
- See more at: http://letsgrowleaders.com/learning-development/what-experts-are-saying-about-career-advice-may-frontline-festival/#sthash.D2SXyXMS.JYjPdOcR.dpuf
4 THINGS TOP MANAGERS DO TO IMPROVE EMPLOYEE ENGAGEMENT
Improving your interactions with employees isn’t rocket science, but it does take effort. Top managers were interviewed to
find out specifically what they do to create connection and engagement with their employees.
As a manager you know that keeping employees engaged is important, but what exactly does it look like? According to bestselling author Kevin Kruse, who wrote
Employee Engagement is for Everyone, engaged employees are those who use “discretionary effort” and are willing to
go the extra mile. They have an emotional commitment to the organization and its goals.
Are you looking to build a team with that type of commitment? The game plan, not surprisingly, starts with you. Here are
practical ideas you can implement immediately to help build a team of dedicated players.
Communicate Clear Expectations
Does your team know exactly what you expect of them? According t
study on employee engagement, 71% of respondents said that “communicating clear expectations” was the linchpin to
improving engagement. When you talk with your team, focus both on the measureable result expected (“increase sales
by 5%") as well as the ethical guidelines that surround the task (“while maintaining our integrity in the sales process”).
By framing your expectation with both of these elements, you demonstrate not only what you expect of your team in
terms of tangible results, but also what you expect of their behavior while striving for those outcomes.
Describe the Rationale
To feel buy-in to a project, people need to understand the reasoning behind what they’re being asked to do. One experienced
leader who understands this is Bob Richards, who is the global director of operational excellence for a Fortune 500
company. Richards’ team has won industry awards, and Richards himself won a management award for having the
team with the highest employee engagement scores in the company. He says: “The most important thing any leader
can do to engage employees is to spend as much time explaining the why behind the task or project as the what to be
accomplished. I am always amazed by the creativity and positive emotional engagement it generates.”
by Jennifer Miller on Jun 23, 2015 11:00:00 AM
4 THINGS TOP MANAGERS DO TO IMPROVE EMPLOYEE ENGAGEMENT
Ditch the Micromanaging
Do you know the single biggest factor that would improve an employee’s level of engagement? According to
research, it’s “control over how I do my work.” When people feel they control how they perform a task, they
have a greater sense of ownership, which leads to feeling more connected to the work they do. A
micromanaging boss is a huge drag on employee engagement, and chances are, you don’t even know you’re
doing it. Whenever you feel the need to step in to correct an employee, first ask, “Am I redirecting this person
because there is a problem, or am I stepping in because it’s not how I would do this task?” If the reason for
your intervention has more to do with personal preference than actually fixing a potential problem, let it go.
There are multiple “right” ways to achieve a goal.
Stay Connected to Maintain Trust
Engaged employees trust their leaders. The challenge for most leaders is that building trust is a timeconsuming process. Trust is diminished when employees feel they are disconnected from their leadership.
Therefore, leaders must put a priority on consistent team interactions. Staci Miller, Director for Global Health
Safety & Environmental at The Elliot Group, recognizes the importance of frequent check-ins. She says: “I
have learned that you really need to spend time with people. In our busy lives with a million emails and tasks
to complete, a true leader has to constantly stay engaged with their teams all the time.” Miller, who leads a
team of professionals who reside across the globe, says she makes a consistent effort to stay connected to
her team through impromptu “praise” emails, scheduled phone calls, and handwritten notes.
Creating an environment where employees feel involved in their work isn’t rocket science, but it does take effort on
your part as a manager. Invest time in these four management practices, and you’ll see an improved level of
commitment from those you lead.
by Jennifer Miller on Jun 23, 2015 11:00:00 AM
EVERYTHING YOU REALLY NEED TO KNOW ABOUT EMPLOYEE ENGAGEMENT
Oh, those ridiculous terms people like to throw around. Satisfaction. Happiness. Turnover. Vacation time. What does it all mean? You
used to hear them back when you were a fledgling whatever-you-are. They got thrown around a lot. They always felt, well,
disingenuous. Buzzwords used to make new employees feel welcomes, like the company really, and truly cared about them. But
with enough time, you realized a hard truth: you were just a cog in a very mighty machine — a machine you entirely disagreed with.
It wasn’t the kind of company you wanted to work for.
Now, it’s not the kind of company you want to run. There’s one particular Human Resources term that explains a whole lot about why
you’ve felt this way in the past and why your staff might be feeling it now. It’s “employee engagement.”
Do you really know what this term means, how it affects your organization, what factors contribute to it, and how to improve it? Let’s get
you up to speed so you can learn why it really matters, and how you can effectively build it up in your organization.
WHY IT MATTERS What is employee engagement, exactly? There have been loads of definitions over the years, starting with one from William Kahn, who
kicked things off in 1990 by describing it as "the harnessing of organization members’ selves to their work roles; in engagement,
people employ and express themselves physically, cognitively, and emotionally during role performances.” But all the descriptions
add up to the same basic idea.
This much-used term is essentially the net sum of an employee’s commitment to and interest in a particular job and the organization he
or she works for based on a variety of factors. It’s the very real measurement of how strongly a person feels about the intangible
things a job has to offer — the things beyond salary and health insurance, such as the sense of purpose he feels, and the intrinsic
rewards she gets from doing the work.
Of course, there’s more to it than that, and there’s a mighty good reason we’re talking about it — one that could have a significant impact
on your organization’s future.
Extrapolating the takeaways from a variety of studies, employee engagement can be a significant indicator of a company’s success, now
and in the future. Simply put, companies with engaged employees do better than those whose employees have that icky, pervasive
“checked out” feeling you might have seen around an office or two during your career.
by Laura Troyani on Nov 24, 2014 7:20:00 PM
EVERYTHING YOU REALLY NEED TO KNOW ABOUT EMPLOYEE ENGAGEMENT
Let’s put some numbers to the situation.
According to
CLC Genesee, the average company — not accounting for employee engagement — experiences 8.9% revenue growth over a period of three years.
Companies with more engaged employees, on the other hand, see a 20.1% increase. When CLC Genesee looked at the causes behind this, it found
that engaged employees are also 87% less likely to leave an organization.
Backing this up,
Gallup Research found that 59% of engaged employees say their job brings out their most creative ideas. When disengaged employees are asked
the same questions, those warm and fuzzy feeling drops all the way down to just 3%.
Finally, according to Infosys, an increase in engagement of just 5% can lead to 1.5% decreases in attrition. Disengaged employees don’t stick around.
Organizations with more engaged employees have less attrition, a more motivated workforce, and yield higher profits. You shouldn’t need more
reason than that to make it a priority.
THE DRIVERS OF EMPLOYEE ENGAGEMENT
Of course, you can’t just say you care about having engaged employees and call it a day. To get all these great results, it’s crucial to understand what
factors will contribute to your new and improved, more engaged workforce.
According to
Ivey Business Journal, after Sears Roebuck & Co. implemented a system of employee engagement measurements known as Total Performance
Indicators back in 1992, they came to the following three conclusions:
An employee's understanding of how her work impacts a business’s core objectives has a positive impact on her job performance. An employee’s attitude
towards the job and the company itself is the strongest indicator of an employee’s loyalty and overall customer service. When you improve an
employee’s attitude about her job, and consequently her job performance, you increase customer satisfaction and revenue growth. Is it really
startling that how an employee feels about her role and her impact on business performance affects the bottom line? Nah. This is some pretty
obvious causality. So what, specifically, contributes to these feelings? What are the details that make a person want to check in and get cranking?
Here are some of the thought bubbles you can find hovering over the heads of your happier staff members.
by Laura Troyani on Nov 24, 2014 7:20:00 PM