HU-X: The Human Experience at Work

12/11/2022

Our team is working hard on our first articles. Check out this one that was chosen by Fast Company.

09/11/2022

We have our first 🤩

09/02/2022

Thank you to everyone who completed the survey so far!! We received 700 response submissions and are aiming for 1,000. We promise to share the result on our website and social media. Your personal experience matters. Share it. 5min. Anonymous.
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Research suggests that as many as 64% of us are hiding or downplaying something significant (to us) from our employer. We are concerned that if we disclose this aspect of us, it would have a negative impact on how much we are liked, perceived as competent, viewed as"promotable," etc. This phenomenon is called Covering (for more on Covering follow Kenji Yoshino) and to an extent, some covering can be adaptive and, in fact, is necessary for society to exist. However, when the act of Covering becomes too tasking, it can have a negative impact on our productivity and ability to concentrate. It has also been showed to contribute to burnout, mental health issues, and more.

Here are some examples of what people are covering:

- 58% of those suffering from severe migraine disclose their condition to managers (Reuters)
- 68% of conservative students self sensor in the classroom (The Atlantic)
- 62% of people with disabilities hide their condition from their manager (HBR)

We are looking to learn more about what we, as a society, are Covering, what is the implication for us as individuals, and (more most importantly) what can organizations, managers, peers, and society at large do to make things better.

Please complete as much or as little of this anonymous survey. We really appreciate your help and will share the results on hu-x.com.

For more on this research, please visit: https://lnkd.in/dpE_5rWT

For questions, reach out to: [email protected]

09/01/2022

The experiment described in this post was conducted by Prof. William Muir of Purdue University and referenced in the context of the business world in a TED Conferences talk by Prof. Margaret Heffernan titled "Super Chicken:" https://lnkd.in/dWqy-iAg. Worth watching!

It calls on us to consider questions such as:
(1) How do define a good "fit" to join our organizations and/or someone who is "fit" for leadership?
(2) What organizational and leadership values are we really holding people accountable for in our organization?
(3) Do we have anyone that might be reducing the effectiveness of the team while being a high-performer? What is the short and long term impact of this dynamic. Is it worth it?
(4) Could the real "high performers" (and/or "high potentials") actually be the ones who enable all those around them to be better (individually and collectively)? Producing a sense of belonging and acceptance, harmonizing/resolving tensions in the team, allowing others to see the line-of-sight from their work to the team and org objectives, giving a helping hand when needed, and providing a sense that everyone's work is important.

This type of "high performer" might not always be the best public speaker or the one who makes sure you know about their achievements. It's harder to find these gems, but the ROI is worth the effort.

08/28/2022

Your emotions don't get to define who you were, are, or meant to be.

However, they are important sources of information that can signal that something needs to be taken care of internally (dealing with past or current pain) and sometimes also externally.

Like a physical wound, get curious: where is the pain coming from? What is the root cause of the pain? How do I take care of it? What resources will I need? Who can support me during this time?

Image credits: https://www.instagram.com/still.life/

08/18/2022

We want to learn from your personal experience. Please take 5 minutes to complete this survey. Thank you!!
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Research suggests that as many as 64% of us are hiding or downplaying something significant (to us) from our employer. We are concerned that if we disclose this aspect of us, it would have a negative impact on how much we are liked, perceived as competent, viewed as"promotable," etc. This phenomenon is called Covering (for more on Covering follow Kenji Yoshino) and to an extent, some covering can be adaptive and, in fact, is necessary for society to exist. However, when the act of Covering becomes too tasking, it can have a negative impact on our productivity and ability to concentrate. It has also been showed to contribute to burnout, mental health issues, and more.

Here are some examples of what people are covering:

- 58% of those suffering from severe migraine disclose their condition to managers (Reuters)
- 62% of people with disabilities hide their condition from their manager (HBR)
- 51% of LGBTQ+ workers continue to hide their identity from most or all co-workers (inc.)
- 68% of conservative students self sensor in the classroom (The Atlantic)

We are looking to learn more about what we, as a society, are Covering, what is the implication for us as individuals, and (more most importantly) what can organizations, managers, peers, and society at large do to make things better.

Please complete as much or as little of this anonymous survey. We really appreciate your help and will share the results on hu-x.com.

For more on this research, please visit: https://www.hu-x.com/hu-xresearch

For questions, reach out to: [email protected]



https://docs.google.com/forms/d/e/1FAIpQLSeySmBbHD10ywdhv8RZ4LujF9O8uR15f7Cn-f9OJi4ItYbJLg/viewform?fbzx=2921464958456165904

Research suggests that as many as 64% of us are hiding or downplaying something significant (to us) from our employer. We are concerned that if we disclose this aspect of ourselves, it will have a negative impact on how much we are liked, perceived as competent, viewed as "promotable," etc. This phe...

08/18/2022

Meet Fennie Chang who has joined HU-X as Research and Analytics Project Manager!!

Fennie has the (very) unique combination of analytical superpowers AND deep knowledge in human psychology.

Fennie is currently an MA student at Columbia University's Clinical Psychology program. She is passionate about improving work environments for all and more specifically looking at remedies for burnout and ways to help people who need to work while dealing with chronic illness.

Fennie is conducting original research that is shedding light on work experiences through advanced statistical analysis to test a variety of new hypotheses. We're so excited to share her research results!! Coming soon!

Columbia University in the City of New York

08/17/2022

Soft skills have real impact.

07/18/2022

Meet our newest team member - Shivani Shah!!

Shivani will be conducting research on the systemic aspects impacting the "human experience" at work. She is currently a PhD candidate at Baruch's Industrial-Organizational Psychology program.

Her studies and research focus on DEI and occupational health issues in the workplace. She has a passion for understanding how to better the workplace environment for marginalized groups and developing a better understanding and solutions for employees’ mental and physical health.

Shivani has a number of very exciting articles coming out in the next few months. Stay tuned!!

07/07/2022

What new behavior might you try today? What would happen if you set a goal to practice it for a week / a month / the summer? How might you be different? What might be the impact on those around you?

"If you just go ahead and do something differently, and you do it enough times, it will change your mind..."
~A.J. Jacobs

Quotes from the book A More Beautiful Question by Warren Berger.

05/08/2022

HU-X is is dedicated to enhancing the Human Experience at work and beyond.

[email protected]

https://www.hu-x.com/coaching

05/04/2022

Check out our first article. Dean and Professor Gary Fraser shares how to increase Diversity, Equity, and Inclusion.

For decades, many organizations in the United States have attempted to create a diverse environment that welcomes people who are underrepresented. Initially, this was with regard to gender and then race and ethnicity.