Career & Office

How to Pitch an Unconventional Idea…

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Challenging the status quo can lead to innovation and process improvements at work. But it can feel risky to speak up and share unconventional ideas. Here are some steps to help you start the conversation—and increase your chances of success.

Be prepared for the right opportunity. Odds are that it will be an informal or chance encounter that allows you to introduce your idea. You never know when you might have the ear of the right stakeholder, so if you have a great pitch, keep it in your back pocket.

Ask for permission. When the opportunity presents itself, explicitly ask for permission to raise your idea. For example, “May I have your permission to push back on this?” or “Do you mind if I offer a different perspective?” or “May I suggest another way to look at this?” This allows you to position your interaction as a contribution, not a confrontation.

Frame your idea as a question. Packaging your pitch as an inquiry will invite a conversation rather than a defensive response. Your tone should be curious, not contradictory.

Be poised, humble, and sincere. Remember that respect diffuses defensiveness, and humor de-escalates tension. If the topic is sensitive, raise it privately. Show your stakeholders that you’re acting in good faith and that you’re open to their concerns and objections. 

Communicating Difficult Decisions When You Can’t Be Fully Transparent…

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When you have to communicate a difficult organizational decision, it’s hard to know how much information to provide, particularly when you can’t be fully transparent yet. Saying nothing can undermine people’s trust, and saying too much can leave people feeling overwhelmed. You can strike the balance by being candid—up to a point.

Frame the situation’s context clearly so people understand why the organization is considering big changes. Explain that you’ll be as transparent as possible, use plain language (not corporate-speak), and respond to questions. People appreciate honesty, even if the message is incomplete or not what they want to hear. Be precise about what you can say now and when you’ll say more, providing an overall timeline for the process. But avoid giving people running commentary as developments unfold; it can lead to unhelpful distractions and take up considerable management time.

If possible, let employees in on the options you’re considering, showing the logic behind your coming actions. This builds trust and helps mitigate the anxiety they may be feeling as they consider every combination of eventualities (including catastrophic ones). It also prevents them from feeling caught by surprise when you announce the final set of changes.

The Elements of a Healthy Team Culture…

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The culture of a team—the habits and behavioral norms among its members—has a big impact on its performance. Every leader knows they need to build a strong team culture, but what does that entail? There are three key elements you need to develop and protect, according to research.

  • Psychological safety. Do team members feel safe expressing themselves, speaking up when they have questions or concerns, disagreeing with each other, and making mistakes? When they do, diverse perspectives emerge and people are more likely to intervene and state their opinions or concerns before errors occur.
  • Common goals. Everyone should understand how their expertise and responsibilities contribute to the team’s overall performance and its place within the broader organizational context.
  • Prosocial purpose. Knowing the purpose of their work isn’t enough; employees also want to know who their work is serving. When team members know that they’re making a valuable contribution to the world and producing work that positively impacts others, they feel prosocial purpose, which, in turn, fuels collective focus and motivation.

Career Setbacks Are Opportunities to Grow…

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You’ll likely face a setback or two at some point in your career. Maybe you’ll be passed over for a promotion or job you want or even be laid off. But short-term setbacks can actually fuel long-term success. Here’s how to grow through a difficult moment in your career.

First, explore whether your career goals truly fit your current aspirations, skills, and knowledge. Reflect and be honest with yourself if they’re in need of an update. And if you find they are, consider what pivots you’ll need to make to help you achieve these new goals.

Then, open yourself to unorthodox opportunities in your wider field. Once you let go of self-imposed boundaries that constrain you, new pathways will open up. Ask yourself what aspects of your work you’ve enjoyed the most, and what other settings your skill set could be useful in. Tap into your network and have conversations with people inside your industry—and beyond—to think through what an unorthodox move could look like.

Finally, develop new habits that reflect a growth mindset. Use this setback as a motivator to learn about yourself and improve in ways that serve you. That could mean building a new daily routine, going back to school (or taking a course), building your network—or anything else that might help you grow into the next chapter of your career.

Show Appreciation for Your Team on a Daily Basis…

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It’s one thing to tell someone you appreciate them, but showing appreciation through your daily actions and behaviors can be even more impactful. Here are some simple ways you can show your team you value them, especially amid the day-to-day grind.

Show your appreciation for people’s presence. Greet people by name when they arrive at the office or join a meeting—and say goodbye when they leave. It may sound like simple common courtesy, but these small gestures add up to a culture of respect and appreciation. 

Show your appreciation for people’s ideas and contributions. Nurture a culture of sharing ideas by calling on people, particularly those who are more junior or typically quiet, for their input in meetings. Honor their ideas and expertise by giving them credit—for example, “Maria is actually the one who came up with the idea for this project and has been leading the team to make the result happen.”

Show your appreciation for people’s lives outside of work. For your employees to feel appreciated, they need to know that you understand their passions, priorities, and responsibilities outside of work. Take the time to ask about your direct reports’ weekends, holidays, and hobbies. Learn about their families, kids, and what they do for fun. And above all, respect work-life boundaries.

How to become a more adaptive learner

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In today’s rapidly changing world, the ability to learn and adapt is more crucial than ever. Learning agility, the art of mastering new skills and translating experiences into tools for success in novel situations stands as a cornerstone for those aiming to become exemplary employees and leaders. Here are three pivotal areas to cultivate to become a more agile learner.

Venturing into the New

The first step in enhancing learning agility is to evaluate your comfort with novelty. How frequently do you venture into uncharted territory? Reflect on the last time you stepped beyond the familiar confines of your expertise. Adapting to change is like a muscle; the more you use it, the stronger it becomes. Embrace the beginner’s mindset and view every shift in plans or priorities as a chance to flex this muscle. By seeking opportunities that nudge you from your comfort zone, you begin to thrive in adaptation, turning the unknown into a landscape of possibilities.

Empathy in Diversity

Understanding others, especially when views diverge, is another dimension of learning agility. Assess your confidence during complex dialogues. Does your career network include individuals with diverse experiences and thought processes? The wealth of perspectives they offer can dramatically broaden your understanding of the world. Strive to listen more and talk less. Position yourself as a learner, not an expert, in conversations. This practice enriches your perspective, fostering a culture of shared learning and growth.

The Mirror of Self-Awareness

Lastly, genuine self-awareness can illuminate your path to agile learning. How do you react to seeking assistance or receiving feedback? Consider the ripple effects of your actions within a team. Engaging in honest dialogues with colleagues can provide invaluable insights. Ask them, “What has been my impact on our team?” and compare their observations with your self-assessment. Discrepancies between how you perceive your actions and their effects are crucial learning points. They pinpoint exactly where your efforts to adapt and grow should be concentrated.

In summary, agility in learning is not just about accumulating knowledge; it’s a holistic approach that involves stepping bravely into new experiences, valuing diverse perspectives, and cultivating a keen sense of self-awareness. By focusing on these three areas, you equip yourself to navigate the complexities of the modern workplace with grace and effectiveness. The journey to becoming an agile learner is ongoing and ever-evolving, but with each step, you open new doors to personal and professional development.

Is Fear of Performance Fueling Your Drive? It’s Time to Reconsider

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Do you often find yourself propelled by a fear of not measuring up when it comes to your performance? If that’s your primary motivator, it’s perfectly understandable. This sense of urgency isn’t always negative—it can be a potent force that spurs you to action and keeps you on your toes.

However, there’s a fine line to tread. While fear can light a fire under you, it can also consume you, leading to burnout. That’s the risk of letting fear be your guide; it can ignite a relentless drive that, over time, wears you down. The intense pressure to perform can exhaust your mental and emotional reserves.

So, what’s the alternative? Shifting your perspective. Instead of being driven by fear, search for more sustainable sources of motivation. Seek out passion, curiosity, personal growth, or the sheer joy of achieving your goals. These positive motivators can fill your sails with a wind that’s both invigorating and enduring.

Remember, while fear of underperforming can push you to achieve in the short term, it’s the positive motivations that pave the way for long-term success and well-being. Let’s not let fear be the driver. Instead, let’s steer towards motivations that uplift and sustain us on our journey to success.

Are You Prepared to Face a Career Setback?

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You often can’t control whether a career setback will happen to you, but you can control how you respond. Here’s how to put together a fallback plan so you’ll be ready if things unexpectedly go sideways.

First, identify the worst-case scenario. This exercise shouldn’t stress you out. Think of it as a one-time thought experiment that allows you to think calmly about what could go wrong—and how you might handle the challenge if it does.

Then, write down the obstacles that immediately spring to mind when you consider the worst-case scenario. For example, if you’re creating a fallback plan for a rescinded job offer, the obstacles might be the impact on your self-esteem, the discomfort of explaining the situation to others, or the fear of restarting your job search.

After that, clarify your non-negotiables—for example, your desired location, a minimum salary threshold, or the industry you work in. These are the fundamentals that inform your decision-making in good times and bad.

Then, consider the support you may need. Create a list of key contacts and potential references in your network that you could reach out to in the event of a career setback.

Finally, file your plan away—and take care of yourself. Don’t dwell on the possibility of a setback. You have a plan. Now do your best to live in the present.

Recognize the Passionate Introverts on Your Team…

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Many of us mistakenly associate extroverted behaviors with passion, an assumption that can lead to unfair and counterproductive outcomes. Here’s how managers can take proactive steps to prevent this bias from harming more introverted employees.

First, invite people to share how they prefer to express their passion. Be sure to avoid judgmental reactions. Their style may not be intuitive to you, but it’s your job to recognize how they express themselves, regardless of whether it conforms to stereotypical expectations.

Then work with employees to bridge any gaps between their expressions and your perceptions. For example, if someone shares that they’re not comfortable with big, public displays of passion, invite them to share it through other forms of communication, such as written reports or one-on-one chats.

Finally, reward passionate performance—not performative passion. Whether you’re conducting a performance review, assigning important work, or giving promotions, raises, or bonuses, make sure you’re basing your decisions on meritocratic measures of performance. Doing so isn’t only fair to your employees—it’s fair to your organization.

Considering a Career Change? Start Small.

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Making the jump to a new career can feel impossible, even when we yearn for something different. Here are some common barriers to making a career change—and how to overcome them.

Not knowing what to do next. If you know you want something new but can’t express that goal clearly to yourself or others, start by doing some research. Give yourself a simple prompt, like listing 20 companies you might want to work for.

Limiting mindsets. If you find the prospect of a career change so overwhelming that you become paralyzed, start with small experiments. Take part in temporary assignments, do some freelance work, conduct projects in areas of interest, or volunteer.

Inadequate networks. Not knowing the right people—or not knowing where to meet them—can make your dreams feel unattainable. But there are ways to expand your network and market yourself. Start by reaching out to your “weak ties” (acquaintances rather than close friends) who might be able to offer you insights and connections that can help you make a change. 

Lacking the right skills. This one is relatively simple: Go out there and learn! You can do this formally by pursuing certificates or degrees or informally by taking online courses.