Career burnout is in no shortage in America, catch it early and recover quick with these tips.
Today’s post is by thoughtLEADERS principal Jon Wortmann.
How tired are you? I ask because even if you practice the best self-care, set boundaries with your time, and manage your exposure to the inevitable conflicts and stress of working with people, you get tired. Performers, leaders, and managers who want to succeed and win will inevitably have tired days. The problem with tired is that it can also go too far. Are you so tired you are burned out?
I have had the privilege of working with diverse school districts and education leaders over the past decade. In preparation for one of my workshops I came across this study. Summary: 93% of the elementary school teachers surveyed were stressed, couldn’t cope, and felt burned out. Only 7% of the cohort had low stress, high abilities to cope, and a low experience of burnout. Is it the same in every industry? At every level of organizations? Do professional athletes and musicians experience the same struggles? It doesn’t have to be.
https://i1.wp.com/www.thoughtleadersllc.com/wp-content/uploads/2019/09/20200219-Match-Burnout.jpg?fit=1920%2C1440&ssl=114401920Ryan Shawhttps://thoughtleadersllc.com/wp-content/uploads/2019/05/logo.pngRyan Shaw2020-06-24 06:30:502020-01-10 07:50:44Burn Out and How to Recover Faster
More women in the workforce will impact your culture and leadership. Understanding the needs of this new model will put you far ahead of your competition.
Today’s post is by Andreas Wilderer, author of Lean On (CLICK HERE to get your copy).
The number of women in the American workforce has now edged past the number of men for only the second time ever, according to a recent Washington Post article, and we have reason to believe this trend is here to stay. In fact, in 2016 and 2017 the number of women receiving bachelor’s degrees surpassed men by 14 percent.
Meanwhile, over the last 30 years, the percentage of stay-at-home dads has also risen. In the U.S. these numbers have steadily increased from 4 percent to 7 percent, according to the Pew Research Center. In Canada reports show that fathers account for 10 percent of all stay-at-home parents. This is undoubtedly another clear indication that times are changing and that families are beginning to embrace non-traditional roles. The question is, is everyone else?
In my book Lean On, I tell my story about being a stay-at-home dad, married to a successful female executive. Having been in the stay-at-home-dad role for 13 years, I have experienced what it is like for those living in a non-traditional family model.
https://i0.wp.com/www.thoughtleadersllc.com/wp-content/uploads/2020/02/20200622-Women-at-Work.jpg?fit=1920%2C1280&ssl=112801920Ryan Shawhttps://thoughtleadersllc.com/wp-content/uploads/2019/05/logo.pngRyan Shaw2020-06-22 08:00:092020-06-20 12:41:31How and Why You Should Prepare for More Women in the Workforce
Three proven ways to win hearts at work with the 3Ps of Balanced Accountability in the workplace: Personal, Positive, and Performance.
Today’s post is by Jeff Bennett.
When my sons were about 6 and 8 years old, in an effort to create an alternative to video games, I taught them to play poker. Okay, so that admission probably disqualifies me from any ‘father of the year’ awards. But in the process of watching them learn to play, I gained some fascinating insights both about how novices approach poker and, by analogy, how many companies appear to approach strategy.
It didn’t take too long for my children to get a grasp of the basic rules and hand rankings (three of a kind beats two pair, etc.), but even with this working knowledge, they weren’t very good at the game. What I realized is that without an intuitive knowledge of probabilities, they were focused only on what was possible, and not what was likely. This caused them to rack up big losses because they would keep betting on a bad hand long after an experienced player would have folded. In short, they hadn’t taken Kenny Rogers’ advice in The Gambler: “you’ve got to know when to hold ‘em and when to fold ‘em…”
When I asked them to describe their thinking, it was something like: “I will stay in, because if the last card is an eight I will have a straight and will likely win.” Whereas an experienced player would have looked at the same cards and said: “I am going to fold because if the last card is anything other than an eight, I will have nothing and will certainly lose.” My children were focused on the possibility that the outcome they desired would occur, whereas the experienced player is thinking through the probability that it will occur relative to other possible outcomes.
Leadership is not always about being the loudest voice in the room, it’s about the ability to bring a group of people together around one goal.
Today’s post is by John Piester, President of RedPeg Marketing.
Nearly four years ago I became President of RedPeg Marketing. I quickly encountered many firsts in my 20+ year career that I wasn’t sure I was prepared for, namely becoming the leader of a then 21-year-old privately owned agency with roughly 45 employees.
For the first time in my professional life, I’d have the overall responsibility for the success or failure of an organization and, in turn, everyone who worked there. I’d been in leadership positions before across business units, work groups within companies, sports teams — but this felt different. Bigger. Was I ready?
A team is only as good as the people on it
As a young boy, I learned the importance of being part of a team from watching my dad coach football and basketball for a local high school. Unsurprisingly, sports have always played a huge role in my life and I know it helped me learn valuable lessons about leadership that I’ve been able to apply throughout my career as well. The most important takeaway for me is that a team is only as good as the people that are on it.
https://i2.wp.com/www.thoughtleadersllc.com/wp-content/uploads/2020/01/20200525-Cogs.jpg?fit=1920%2C1080&ssl=110801920Ryan Shawhttps://thoughtleadersllc.com/wp-content/uploads/2019/05/logo.pngRyan Shaw2020-05-25 08:00:202020-01-21 10:35:56The Philosophy of One Team & Extreme Ownership
Managing a team comes in many different forms and requires a lot of different skills, check your ego at the door and rethink how you’re promoting responsibility in your organization.
Several weeks ago, I had two experiences that reminded me of the nature of responsibility; and management’s role in promoting and sustaining a responsible workplace.
First, a student of mine sent me the following email, “Coach, there is next to no sense of responsibility here. Nothing happens when dates are missed, goals are ignored, etc… I may be going bonkers. Can we talk?” We talked.
Second, I was at the 10 am production meeting of yet another client when Dave, the day shift production coordinator made the following report to Mark, the plant manager. “Mark, the critical shipment to Quality Industries went out first thing on schedule. Raul and his crew got it 100% completed. It has been picked up. But Mark, you need to know that Raul had to work 32 hours of overtime.” At which Mark replied, “What is wrong with Raul? Didn’t he read the notice from the home office we got just this week that costs are over budget and for the rest of the year there will be no hiring, no expedited freight and especially no overtime? What is wrong with that guy? Can you get me his home number?” Dave responded, “I knew this would be an issue, so I asked Raul what happened. He told me that 4 of his crew, who carpool together, got into an accident on the way to work, a serious one. None of our guys were hurt, but the other driver was drunk and two of his passengers were taken away by ambulance. The guys said they would be a couple hours late, at least, and probably miss the entire shift, while the police investigated it. So, Raul held over 4 people from swing shift.” Mark replied, “Well let me advise the boss; there will be hell to pay by someone.” Dave interceded and said, “Hold on Mark, before you make that call, you’ll want to know this overtime was not just regular overtime but double time and a quarter. He only had a few minutes to decide and had tried to call you; but said no one picked up. It was 10:50pm.” Mark exploded “Holy shit, how am I supposed to explain that? This may cost Raul his job.”
https://i2.wp.com/www.thoughtleadersllc.com/wp-content/uploads/2019/10/20200504-Man-Working-at-Desk.jpg?fit=1920%2C1280&ssl=112801920Ryan Shawhttps://thoughtleadersllc.com/wp-content/uploads/2019/05/logo.pngRyan Shaw2020-05-04 08:00:152019-11-10 10:27:53Are You Promoting Responsibility? Are You Sure?
Millennials and Gen Z workers are passionate and searching for meaning in their work. It’s time to ditch the lazy and entitled cliches society attributes to these generations.
Today’s post is by Heidi Ganahl, author of SheFactor (CLICK HERE to get your copy).
News flash: the promising new grad you just hired is already looking for her next job.
The numbers don’t lie – Generation Z and Millennial women are only staying at their jobs for an average of 18 months. In comparison, the national average for salaried employees is 4.6 years, according to an Economic News Release from the Bureau of Labor Statistics.
The American workforce has changed dramatically since Millennials came on the scene. This phenomenon has left many of us wondering why the ways we engage, reward, and retain employees have not changed with it.
Today, especially with a historically low national unemployment rate, companies cannot afford to lose their ambitious new talent. The costs of turnover and training can add up in ways that go beyond the measure of profit margins. Reputation, recruitment, and employee turnover can add up to about half of an employee’s annual salary. Let that sink in for a moment.
If you want to retain Millennials, your organization’s leadership must give them better reasons to stay.
https://i1.wp.com/www.thoughtleadersllc.com/wp-content/uploads/2019/10/20200427-Millennial-on-the-Phone.jpg?fit=1920%2C1280&ssl=112801920Ryan Shawhttps://thoughtleadersllc.com/wp-content/uploads/2019/05/logo.pngRyan Shaw2020-04-27 08:00:282019-11-10 10:28:51Rethinking Gen Z and Millennials in the Workplace
