Work is Worship…

by

Work leads to happiness.

Work is consistent.

Work is progress.

Work helps distill fear.

Work creates power.

Work creates wealth.

Work creates serendipity.

Work is serenity.

Work is your soulmate.

Hence Work hard and Worship you work!

Don’t Say “Change Is Hard” When You’re Asking People to Change

by

When a change initiative hits a roadblock, leaders often remind people that “change is hard.” But that old saw can become a self-fulfilling prophecy. Momentary setbacks or delays can be viewed as the dead canary in the coal mine, and suddenly, employees disengage en masse. Instead, try flipping the script.

In a University of Chicago study, researchers were able to change participants’ mindsets by reminding them that most people improve with a little bit of effort. The results? Study participants were quicker to identify the upsides of change than the downsides. Instead of accepting that initiatives rarely succeed, remind yourself and your team that you’ve all been learning new skills and adapting to new environments for your entire lives.

And every time you feel the impulse to say “Change is hard,” make a different claim, one that is every bit as accurate: Adaptation is the rule of human existence, not the exception.

What to Say When Someone Is Rude to You at Work…

by

When someone is rude to you at work, whether it’s a customer, colleague, or even your boss, it can be hard to know if—and how—to respond. In some cases, it might feel too risky to speak up. Other times, it might feel too risky not to. Whether or not to respond is your decision. If you’ve decided that you should, here are three diplomatic ways to do it.


Use “I” statements. For example, I felt dismissed by your comment; while that may not have been your intention, that’s how it landed with me. I’m hurt by what you just said. I imagine it wasn’t your intent, but that made me uncomfortable. I understand why you’re frustrated.

Use “It/That” statements. For example:
It’s disrespectful to tell people their ideas don’t have merit. That comment isn’t helpful to either of us.It would be easier for me to help you if we took the heat down in this conversation.

Ask strategic questions. For example:
Did I hear you correctly? I think you said…Can we take a step back for a moment?I know we both care about getting this done. Can we do that together? I have some ideas

Friendships with Older and Younger Colleagues…

by

It can be challenging to connect with coworkers who are older or younger than you and seem to be in very different life stages. But having relationships across age gaps can make work more fulfilling and lead to professional opportunities down the line. 

Shift Mindset – The first step is to shift your mindset. Consider your coworkers as peers, regardless of their age. This simple reframing will take away some of the discomforts, making it easier to be authentic and initiate more organic discussions. 

Find a common ground – Ask simple questions to find common ground. For example: How did they end up in their current role? What hobbies interest them? The idea here is to remember the topics, interests, and values that are important to them — just like you would with a friend. 

Water the plant – If you do happen to hit it off, make an effort to water the plant — that is, to further invest in the relationship. Set up regular one-on-ones, perhaps biweekly, monthly, or quarterly, so you can get to know each other on a personal level. After forming a foundation of trust, you can also use these opportunities to exchange ideas, and even inspire one another. 

Of course, not everyone will become a friend and you don’t want to force a relationship but taking these steps will help you find those people who you have a genuine connection with, even if you’re not at the same exact life stage.

The Power of Progress…

by

Progress can be a powerful tool to motivate employees and drive their performance in the workplace. When employees see tangible progress in their work, it instills a sense of achievement, purpose, and personal growth, which in turn boosts their motivation and productivity. Here are a few ways in which the power of progress can be harnessed to motivate employees:

1. Clear Goals and Milestones: Setting clear and achievable goals provides employees with a roadmap for progress. When employees have a clear understanding of what they need to accomplish and can track their progress through milestones, it creates a sense of purpose and direction. Regularly reviewing and celebrating milestones reached can further reinforce the feeling of progress and motivate employees to continue pushing forward.

2. Feedback and Recognition: Regular feedback and recognition are essential for fostering a culture of progress and motivation. Providing constructive feedback helps employees understand where they stand, identify areas for improvement, and make progress towards their goals. Recognising and acknowledging their achievements, both big and small, reinforces the sense of progress and motivates employees to continue performing at their best.

3. Learning and Development Opportunities: Offering learning and development opportunities allows employees to continuously grow and progress in their careers. Providing access to training programs, workshops, mentoring, and other skill-building initiatives not only enhances employees’ knowledge and expertise but also gives them a sense of progress and personal development. When employees see themselves acquiring new skills and knowledge, they are more likely to stay engaged and motivated in their roles.

4. Challenging and Meaningful Work: Assigning employees challenging and meaningful tasks can fuel their motivation. When employees are given responsibilities that align with their skills and interests, they are more likely to feel a sense of progress as they overcome obstacles and achieve results. Encouraging autonomy and ownership of projects allows employees to see the impact of their work and feel a sense of progress in contributing to the organization’s success.

5. Opportunities for Advancement: Providing employees with opportunities for advancement and growth within the organization is a powerful motivator. When employees can see a clear career path and know that their progress can lead to promotions, increased responsibilities, or new challenges, it gives them a sense of purpose and motivates them to continually improve their performance.

6. Celebrating Successes: Celebrating individual and team successes is an important way to acknowledge progress and motivate employees. Recognizing achievements publicly, such as through team meetings, newsletters, or internal communication platforms, boosts morale, fosters a positive work environment, and encourages a culture of progress and continuous improvement.

In conclusion, harnessing the power of progress in the workplace can be a potent motivator for employees. By providing clear goals, offering feedback and recognition, providing learning opportunities, assigning challenging work, offering advancement prospects, and celebrating successes, organizations can create an environment where employees feel motivated, engaged, and empowered to make progress in their careers.

Limited Mind Space…

by

We all have limited mind space. But the beauty of the mind it is malleable and with practice, we can make it process better and faster in the same limited space.

Let me take an example:

While learning to drive a vehicle;

Initially, your mind will occupy most of the space while you are driving, how to handle the steering, how and when to apply break, when to accelerate, etc…so many things going on in your mind, it is fully occupied. 

But with practice and time, once you have learned. You can drive a vehicle in less than 10% of mind space.

Our mind is so malleable and powerful. With practice and time, we can effectively increase our mind space and do manyfold workloads.

All it takes is practice, habit, and time to increase the mental space.