Centre for Strategic Human Resource Management Malaysia

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08/03/2018

Schedule Time for Reflective Thinking Every Week

When you’ve got a packed calendar and an overflowing inbox, it’s tough to find time to think. But improving the quality of your ideas requires unstructured, reflective thinking. This activity helps you examine your assumptions and draw connections between pieces of information. How can you make the time to do it? It depends on your individual schedule and rhythm. You might build reflection into a single day, designating Monday mornings, for example, as your time to think and organize the rest of your week. Or you might spread the time over the week, carving out 90 minutes on three days. You can also combine your reflective thinking with another activity, such as taking an afternoon walk or drinking a morning cup of coffee. Whatever strategy you choose, make sure the time is a regularly scheduled and protected event on your calendar, uninterrupted by emails, calls, or meetings.

Adapted from “How to Regain the Lost Art of Reflection,” by Martin Reeves et al.

08/03/2018

Concentrate Better by Starting a Mindfulness Routine

Sometimes it feels impossible to stay focused at work. Mindfulness can help. Studies have shown that people who have a mindfulness routine are less distractible and better at concentrating. You can develop your own routine by scheduling three 10-minute mindfulness sessions throughout your day. Put everything aside — close your email and the door to your office or a conference room — and bring your full attention to your breath. Don’t try to control it; just sense the full in-breath and the full out-breath. Of course, your mind is likely to wander — that’s normal. Don’t judge yourself for these runaway thoughts. Simply guide your attention back to your breathing and start over with the next breath. It’s the act of returning your focus to the breath that strengthens the brain’s circuitry of concentration — and eventually helps you better control your attention.

Adapted from “Here’s What Mindfulness Is (and Isn’t) Good For” by Daniel Goleman

14/02/2018

Ask These Questions to Foster an Employee’s Sense of Purpose

We all want to find meaning in what we do. As a manager, you can help your team members foster this inner sense of purpose by asking them a few simple questions:
• What are you good at? What do you take on because you believe you’re the best person to do it? What have you gotten noticed for throughout your career? The idea here is to help people identify their strengths.
• What do you enjoy? In a typical workweek, what do you look forward to doing? These questions help people find or rediscover what they love about work.
• What feels most useful? Which work outcomes make you proudest? Which of your tasks are most critical to the team or organization? The answers can highlight the inherent value of certain work.
• What creates a sense of forward momentum? How is your work today getting you closer to what you want? The point here is to show people how their current role helps them advance toward future goals.

It’s not always easy to guide others toward purpose, but these questions can help.

Adapted from “5 Questions to Help Your Employees Find Their Inner Purpose,” by Kristi Hedges

14/02/2018

How to Get Through to a Bad Listener

It’s frustrating to work with someone who doesn’t listen. Whether your colleague interrupts you, rambles on, or seems distracted, the impact is the same: You feel ignored, and the chances of misunderstandings increase. But you can encourage your colleague to listen better by emphasizing the importance of your message up front. Before starting a conversation, say: “I have to talk to you about something important, and I need your help.” This sends a signal to your colleague that they need to pay attention. As frustrating as it may be, you may also need to make your point multiple times, in multiple ways. Be transparent about what you’re doing. You might say: “I want to repeat this, because I want to make sure it’s understood.” Then follow up with: “Does that make sense?” That way you can know your message has been heard.

Adapted from “How to Work with a Bad Listener,” by Rebecca Knight

14/02/2018

Make Sure You and Your Partner Are Aligned on Professional Goals

Research shows that women are far more likely to achieve their professional ambitions if their partner supports them (or if they stay single). But even for women whose partner is committed to equality, it’s difficult to navigate the challenges of a dual-career life. To make sure both people are aligned on what they want and need, discuss your long-term personal and professional goals early in the relationship. Be clear about what support you need to achieve these goals and where it will come from. To keep the lines of communication open, have regular face-to-face sessions where the two of you sit down and talk about goals and support. Listen to everything the other person needs to say, and then repeat back what you heard to make sure you understand. Doing this may seem a little awkward, but it could save your relationship.

Adapted from “If You Can’t Find a Spouse Who Supports Your Career, Stay Single,” by Avivah Wittenberg-Cox

19/01/2018

Say Nice Things About Your Coworkers Whenever You Can

Whether we realize it or not, we are constantly given small opportunities to build up or put down our coworkers. If we’re introducing two colleagues, telling a story about how a meeting went, or sharing a colleague’s project, how we talk about others can make a big difference in how they feel about themselves and their work. So take advantage of these opportunities to speak positively about your coworkers. When introducing people, share details that highlight how the person is interesting, and describe them as someone others would want to know. When you bring together a new team, tell stories about each person’s potential contributions to the group. If you witness someone being interrupted or silenced, build them up by reiterating their point or asking them a question that gives them the opportunity to speak. Stay aware of these moments and make the best use of them. You’re likely to get compliments in return.

Adapted from “The Benefits of Saying Nice Things About Your Colleagues,” by Jane E. Dutton and Julia Lee

19/01/2018

Talk About Skills When Talking About Promotions

Conversations about promotions can be tense — both for the person asking and for you, the manager. Your first instinct might be to consider whether the employee is a “good fit” for the new role, but it’s better to focus on their skills. Ask yourself, What will the person need to do the job well? Then communicate the answer to your employee. For example, you might say: “You would need to develop expertise in Project Management,” or Excel, or giving presentations. That is a far simpler message to deliver than “I don’t know if you’re equipped to be a manager yet.” By breaking down the role into the required skills, you’ll demystify the promotion and make it more attainable for the employee. Plus, a request to learn new skills is much easier, and quicker, for you to grant.

Adapted from “How to Support Employees’ Learning Goals While Getting Day-to-Day Stuff Done,” Nick Gidwani

17/01/2018

What Can You Delegate Today?

Many of us know the benefits of delegation: It helps teams share the workload so that managers focus on the work only they can do. But in reality, you (like most managers) probably hoard tasks and become a bottleneck. To fix that, start with baby steps. Ask yourself regularly, even daily: “What can I, and only I, do?” If a certain task could be done by someone else, maybe it should be. Try to delegate small tasks that add up to something bigger, or projects that are relatively simple. Also consider time-sensitive work that competes with your other priorities. If you’re still struggling to delegate, try this: For two weeks, make a list of tasks that you might delegate, writing them down as you think of them. This exercise will get you one step closer to handing off the work you need to.

Adapted from “How to Decide Which Tasks to Delegate,” by Jenny Blake

17/01/2018

Having a Tough Conversation with a Coworker When You Both Hate Tough Conversations

If you’re having a conflict with a coworker, talking about it together might help. But that can be tricky if the two of you tend to shy away from conflict. While both of you may prefer to do nothing, it’s dangerous if you end up tamping down feelings that could explode later on. One of you needs to take the lead — you might say to your colleague, “I know neither of us likes conflict, but instead of ignoring the problem, what can we do about it?” This will help to engage your colleague in the conversation. Then, do your best to draw the other person out in a sensitive, thoughtful way. If things get tough, don’t withdraw. You’ll need to fight your natural instinct to avoid conflict.

Adapted from “How People with Different Conflict Styles Can Work Together,” by Amy Gallo

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