Many people wonder whether they are at the right job, in particular, if they are at the right job to position them for their optimum career trajectory. Read on for some questions everyone should consider:
While meditation, yoga, and mindfulness are great tricks to have up your sleeve, they’re not going to be the cure to your burnout. Sure, they’ll alleviate the strain for the moment in practice, but they won’t solve other issues that may require some at-work adjustment. Doctor Linda Girgis makes some great points here as she speaks about what contributes to this critical problem and what can be done about it.
When you think of someone who is engaged with their work — who has a clear sense of purpose and feels safe and confident in their role — what do you picture? Someone who works on a team, or alone? Does the person have one job, or two? How often does she work remotely, if at all? And does having a pet somehow factor in?
Marcus Buckingham, the head of People + Performance research at the ADP Research Institute, and Ashley Goodall, the senior vice president of leadership and team intelligence at Cisco, have answers to these questions. They’re based on a survey of more than 19,000 workers across the globe.
This lighthearted video discusses the composite findings of a their study.. “Barbara,” their fictitious most-engaged-worker, is built up of all of the variables that the study found to be present in the most highly engaged workers. What can we learn from this “Engagement Wonder Woman?” It may surprise you…..
We all have times when we wonder, “Am I working for the right organization? Am I in the right job? And is this all there is?” This Harvard Business Review article discusses how helpful tips on how to handle these kinds of thoughts and offers possible paths to take in understanding the answers, whether they are simply that you need a new outlook on your job, or more drastically, that you need to make a career change.
The importance of women in management positions can hardly be ignored. When studies began to show that women “tend to drop off the leadership track about 7-10 years into their careers,” several companies began to find a way to change that. Working with their current female employees to create meaningful and productive opportunities to grow within the companies, they focused on both growth during the programs, but also retainment after the programs had been completed.
Sometimes, people move on. It’s a fact of life, but when an integral and well-liked member of the team moves on, it can create a lot of conflicting emotions. In this Harvard Business Review article, Liane Davey discusses how to handle this situation in a way that helps both you and your team members, as well as making the transition process easier for your departing employee.