MEB Resources | News & Tips

Three Components of Balance

May 4th, 2021 · Comments Off

Happy Work, Happy Life ?

How do you love what you do and still get to do what you want?

THREE COMPONENTS OF BALANCE 

The answers you never knew you needed! 

 

1/meaningful work

2/fulfilling relationships 

3/personal rejuvenation 

Shoutout to all the super moms in the movies who are killing all of these three things, big award for all those fictional characters!  – side rant done.

Check out this quote from our favorite blog writer! She hits the nail right on the head.

” my point in all this, is to really help you come to terms with a few things. It’s not to give the usual advice on how to re-balance your life. You can read my other blog posts for those tips. It’s to help you engage in the act of surrendering. To truly surrender to the control to life.

For years, I never surrendered. I pushed as hard as I could. I went as quickly as I could. And I was pretty good at it too. I got so frustrated with slow responses, slow people. In fact, when I owned my business, most of my days were spent frustrated, waiting for an answer from a supplier, waiting for people who I thought were incompetent. I was burning so much negative energy. I went into therapy because of it. I stopped sleeping. I was all consumed with work, and doing the best job I could. Until my therapist told me, that my behavior was not serving me well, in the least bit. And if I kept it up, I was heading into a full-blown burn-out.”  (Diamond, 2009)

This blogger is what inspires content to write about – the thought of understanding that the ever revolving door of chaos in our world is not to be beaten, but in fact just tamed. We spend so many hours, days and minutes tracking our progress and watching the clock – trying to beat the sunset and get it everything we can in one day… well some of us do.

The idea that it is not to be beaten, but tamed -  stop trying to fight it and surrender. Understand the way the world works and truly surrender yourself to the control of life.

Great visual for way to live life.

The Comfort Zone

DIAMOND, E.

Keeping the Balls Juggling in the Air

In-text: (Diamond, 2009)

Your Bibliography: Diamond, E., 2009. Keeping the Balls Juggling in the Air. [Blog] Keeping the Balls Juggling in the Air, Available at: <https://ericadiamond.com/keeping-the-balls-juggling-in-the-air> [Accessed 4 May 2021].


Humor At Work

April 7th, 2021 · Comments Off

Humor is a powerful tool, done well, it can make any workplace less “work”.

It tends to be naturally crude, so people normally tone it done immensely for a professional setting which can cause an uncomfortable physical tenseness as people tip-toe to avoid a multitude of things. Mostly, people are worried about using the wrong tone or offending someone.

The first tip, always understand your audience. It is very important to get to know your team members where they stand in general before cracking jokes aligned to more personal or political characterizations.  Until you know who you are working with, avoid deep jokes and keep it light.

A comfortable working team can be difficult to come by, but diversity of jokes and humor can make the environment all the better.

According to Jacquelyn Smith formerly employed writer for Forbes,

“Here are 10 additional reasons why humor is a key to success at work”:

‘People will enjoy working with you. “People want to work with people they like,” Vanderkam says. “Why wouldn’t you? You spend huge chunks of your waking hours at work, so you don’t want it to be a death march. Humor–deftly employed–is a great way to win friends and influence people. You need to be funny, but not snarky (that’s not good for team building) and you can’t offend anyone.”

Humor is a potent stress buster. “In fact, it’s a triple whammy,” Kerr explains. “Humor offers a cognitive shift in how you view your stressors; an emotional response; and a physical response that relaxes you when you laugh.”

It is humanizing. “Humor allows both employees and managers to come together, realizing that we all seek common ground,” Taylor says.

It puts others at ease. Humor is a way to break through the tension barrier, she says.

“Research shows that humor is a fabulous tension breaker in the workplace,” Kerr adds. “People who laugh in response to a conflict tend to shift from convergent thinking where they can see only one solution, to divergent thinking where multiple ideas are considered.”

Ha + ha = aha! “Humor is a key ingredient in creative thinking,” Kerr says. “It helps people play with ideas, lower their internal critic, and see things in new ways.” Humor and creativity are both about looking at your challenges in novel ways and about making new connections you’ve never thought about before, he adds.

Taylor agrees. She says humor “establishes a fertile environment for innovation because people are more inspired when they are relaxed.”

It helps build trust. “You can build trust with the effective use of humor because humor often reveals the authentic person lurking under the professional mask,” Kerr says.

He explains that numerous studies suggest that people who share a healthy, positive sense of humor tend be more likable and are viewed as being more trustworthy. “Humor is also viewed as sign of intelligence,” he adds. “All of these characteristics, as well as the fact that humor is a fabulous icebreaker and can tear down walls, can help people build relationships in the workplace, and especially these days, relationships are critical to success.”

It boosts morale. Humor boosts morale and retention while reducing turnover because employees look forward to coming to work, Taylor says. “Employees like to work for and with others who have a sense of humor. We all prefer to have fun at work. It should not feel like an indentured servitude environment.”

People who use humor tend to be more approachable. The more approachable you are, especially as a leader, the more honest and open people around you will be, Kerr says. “And the more honest and open people tend to be, the more successful and innovative teams tend to be.”

Humor can allow your company to stand out. “It can help companies stand out and go beyond with their customer service, garnering them a huge loyal following,” he says. If you want to stand out from the pack, using humor with your service is an effective way to do that.

It can increase productivity. “Humor creates an upbeat atmosphere that encourages interaction, brainstorming of new ideas, and a feeling that there are few risks in thinking outside the box. All that leads to greater productivity,” Taylor explains. “It also stands to reason that if you’re in a more jovial atmosphere, you’ll have more passion for what you do. Your work ethic will increase, and your enthusiasm will likely be contagious. It’s a win-win for you and your employer.”  ‘


Top Down vs Bottom Up Approach: Which is Best for Your Organization?

March 11th, 2021 · Comments Off

Top Down vs Bottom Up Approach: Which is Best for Your Organization?

“The management structure prevalent in any organization paves the way for many elements, which are part of obstacles, growth patterns, and other variants down the road.

One such management style has essentially dominated workplaces throughout history, especially in American businesses. This management style is the Top-down approach. However, with shifts in the economy and work culture in recent years, more companies can be seen to be adopting a bottom-up management approach.

 But what are the two?

 In this post, we will discuss all things top-down vs bottom-up approach, explain the two approaches in detail and what your organization can gain and lose from adopting each approach, as well as discuss how to choose the right approach for your organization and employees. So, without further ado, here is everything you need to know about the top-down vs bottom-up approach to management.

What is a Top-Down Approach?

Top-down-approach

The top down approach to management, also referred to as autocratic leadership is the type of management that is commonly applied to different types of organizations throughout multiple industries. This type of management is hierarchal and involves the Chief Executive Officer or higher management setting the course for the whole organization. These individuals reach independent conclusions that are meant to change or improve the system in your business.

Their leadership and decisions are then carried out through to a succession of executives, then middle management, and finally these decisions, goals, projects, or tasks are communicated down to teams and individual team members. In such types of management, everything is determined by upper management. This includes decisions about the workplace to things about business systems. These decisions are passed from the upper management down through the chain of command.

Such management means that each individual is responsible for carrying out the roles and missions that were decided by people in higher management. The top down approach leaves little room for comment or criticism from individuals who are running these tasks or roles.

Examples of Organizations and Companies That Use the Top Down Approach

As we mentioned previously, the top down approach is one of the most common management approaches that is followed in many organizations. It is a common approach for management for companies that follow a hierarchal structure, that is, a chief executive officer as top management, then middle management, to be followed by team leaders who direct their individual teams and team members.  In each of these examples, the people who lead the companies have strong personalities, no matter people’s opinions of these leaders, such personalities allow for a successful top down approach to be followed.

Advantages of Using Top-Down Management

The top down approach to management is popular for good reasons. The approach is widely utilized across many industries because of the benefits it provides organizations. Here are just some of the perks you can benefit from when using the top down management approach.

1. Decreased Risk in Decision Making The first benefit is that since the higher management or chief executive officer is responsible for making the decisions there is decreased risk in these decisions.Higher management refers to those individuals who are most informed and knowledgeable about the organization. This knowledge decreases risks in the decision-making process that may have otherwise been made if such knowledge or information was not available.

2. Top Down Approach Leads to Strong ManagementFollowing top down management, upper management will be able to determine what are the best practices that will allow the company to reach goals more efficiently and make decisions to reflect this. They will make decisions and enforce the, at the highest ranks of the organization. At any point that immediate changes need to be made is also made easier. Such decisions can be seen to be slower in decision-making processes involving lower-level employees in comparison.

3. Minimizes Costs With higher management being responsible for creating and deciding company goals, lower-level employees such as individual team members have the freedom to complete and focus on their tasks which are unique to their roles.  Such employees are not weighed down by the responsibility of setting organization-wide goals. They can thus focus on their own responsibilities and tasks.

4. Better Organization When tasks are determined and filtered down through the company hierarchy, having been decided by the higher management, there is no confusion because all the goals are set by these individuals in higher management. Thus, the goals and tasks will not be affected by outside opinions, since they are all coming from the same source.

Disadvantages of Using Top Down Management

However, as is true with everything that has benefits, there are also disadvantages of adopting this approach to management. Here are some of the cons of the top down management approach.

1. Seen as Dictatorial As this approach towards management limits comment or criticism from lower-level employees and involves higher management putting forth goals and responsibilities, this approach has often been seen as oppressive or dictatorial. Employees are not part of decisions or the process to come to them.

2. Limits Creativity With decisions being in the hands of higher management, employees are unable to provide to the overall goals of the company. They are often siloed in their responsibilities which can curb creativity. Such a structure also can be seen to lead to frustration as well as lack of motivation since employees feel their opinions are not being heard, as they are not contributing to the overall company’s decision process.

3. Response to Challenges can be Slowed DownAlthough we mentioned that such an approach benefits organization in the sense that there is a decrease in the risk of decision making, there is also a drawback when following this approach in the decision-making process. Since the decision-making minds are limited, at times it may take longer to come to a solution than if you were to allow other individuals to help solve the issue at hand. Sometimes, two heads are better than one, and that which the higher management may not be able to think of maybe conjured up by a member of a team.

What is Bottom-Up Management?

bottom-up-approach

As we promised, this is an article about top-down vs bottom-up management approaches. So, let’s shift our focus to the bottom-up style of management. As mentioned, there has been a shift away from the top down approach with more organizations and companies trying to adopt a bottom up style.

But what is bottom up management? And why is there a shift?

The bottom up style hones from the idea that talent can be held by anyone. There could be a lot of talent in the ranks that, if the top down approach were to be followed, would be missed and wasted. Another reason for the shift towards a bottom up style is the personalities of the leaders in the organization. If the leadership is not skilled or knowledgeable enough, or for whatever reason, cannot lead decisively, the top down approach will not work. Bottom up style follows a structure where the organization or company as a whole is involved in the process of leading said organization. The approach follows a collaborative method and allows all the employees to contribute towards the overall goals and objectives of the organization. Such an approach uses the unique perspective of the employees from the front lines to favor the goals of the organization.In the bottom up style of management, teams are created autonomous and formed with skills and experiences into consideration. The teams in such an organization are self-directed and rather than relying on orders received, they decide the best way to accomplish their responsibilities and tasks.

Examples of Organizations and Companies That Use Bottom-Up Management

Compared to the top down approach, there are fewer organizations that are following the bottom up management style, although there is a shift and more and more companies are adopting this style, even if just in the way they approach projects rather than the entire organization. Some organizations that can be seen to follow this style include The New York TimesIBM, and Ernst & Young. These companies have been seen to try the bottom up management style at their team levels.

Advantages of Using Bottom Up Management

Here are some of the benefits that your company can gain from adopting the bottom up management style.

1. Increased Company-Wide CommunicationWith bottom up management, each employee is actively participating in the decision-making process. With this involvement of all the employees, overall communication between the members company-wide will increase.

2. Easier Problem Solving Unlike the top down approach, when a problem arises, and the company is following the bottom up style, a variety of opinions and experiences go into coming up with the solution. This can help come to solutions more quickly and find more efficient solutions.

3. Increases Employee Morale Since company-wide decisions and goals are a collaborative effort and thus each employee will feel included and valued. This inclusion allows for an environment that is supportive and communicative. This inclusion also allows employees to feel motivated to work towards reaching the company’s goals.

4. Increased Collaboration The company as a whole in a way works together, thus employees from all levels of the organization come together to discuss problems that arise. They can work together to come to an efficient solution, and thus build trust across departments and again lead to that increased morale as well.

Disadvantages of Using Bottom Up Management

The bottom up style, much like everything in this world, is not all good and has its share of disadvantages. Here are some disadvantages you may face if your organization were to adopt bottom up management.

1. Inefficiencies in Creating Plans or Reaching Goals While two minds are better than one, it is also said that too many cooks spoil the broth. When every employee, each of whom has varying ideas and opinions, contributes to the decision-making process there can be disagreements or conflicts that arise. Such conflicts can lead to delays in creating plans or reaching goals which can cause inefficiencies.

2. Increased Responsibilities on Employees The responsibility of participating in larger decisions adds to the roles and responsibilities that employees already have. This additional responsibility can sometimes take away from employees’ other tasks or from projects they are working on, which can cause delays in deliverables.

3. Inaccurate Reflections of Data In the long term, a variety of people that are contributing to the same projects simultaneously can cause inaccurate results and lead to inaccurate decisions.

Top Down vs Bottom Up Which Approach is Best for Your Organization?

The decision of which approach, or the top down vs bottom up decision, can be very confusing what with both styles offering different advantages and disadvantages to your organization. So, which approach is the best for you? Remember, each company is unique and comes with its own culture that needs to be considered when making any range of decisions.

Certain considerations may help you to conclude:

  • How is goal setting implemented in your company?
  • Do employees of all levels feel connected to the company’s overall mission and goals?
  • What level of ownership do employees have over their work and responsibilities?
  • How does leadership communicate with their teams?

These questions can point you towards the management style that could best suit your organization and its needs.

On the other hand, you may also find that a blend of the two is what works best for your organization. A mix of leadership deciding top-level business goals, with personal goals being determined by teams in a bottom up style.

Mixing the two styles can allow you to gain benefits from both while avoiding some of the disadvantages associated with each style.”

WILSON, F.

Top Down vs Bottom Up Approach: Which is Best for Your Organization? – nTask

In-text: (Wilson, 2021)

Your Bibliography: Wilson, F., 2021. Top Down vs Bottom Up Approach: Which is Best for Your Organization? – nTask. [online] nTask. Available at: <https://www.ntaskmanager.com/blog/top-down-vs-bottom-up-approach/> [Accessed 11 March 2021].


Highly Successful Employees

February 23rd, 2021 · Comments Off

5 THINGS OF SUCCESSFUL EMPLOYEES 

Career experts give us the DOWN LOW on what those employees who always seem to be winning do.

 

1. They Think About the Skills They Need for the Next Job

Job Descriptions – the light of life for our every day duties, but the most successful people also focus on what they’ll need to know to succeed in their next jobs. Not sure what skills you should be developing? Check out career expert Laura Katen’s tips for honing in on exactly what to reach for next.

 

2. They Speak Up in Meetings

“Especially if you’re in a large meeting, intimidated by the higher-ups there, or don’t know much about what’s going on, it’s easy to sit tight and listen. But the people who get ahead don’t wait for permission or an invitation to speak—they make sure everyone in the room knows they have something to contribute. Even if you don’t have a suggestion? “Speaking up to advocate for a co-worker’s point of view or asking a well thought-out question can go just as far,” says leadership coach Jo Miller.”

 

3. They Dress for the Job They Want

“You’ve heard it a thousand times—but it consistently holds true. People who get ahead at work look to those above them and emulate not only the clothes they wear, but the ways in which they present themselves in the office, interact with others, and approach their work.”

 

4. They Get to Know the Higher-Ups

“It’s pretty hard to get promoted if your boss’ boss doesn’t know who you are—so make it a point to get to know the higher-ups in your department. Check out Sara McCord’s tips for talking to your boss’ boss the right way.”

 

5. They Know How to Communicate With Those Higher-Ups

“If you’ve ever been in an executive-level meeting, you know that c-suiters communicate a bit differently than the rest of us. So, if you want to make it there someday, it’s key to learn how to talk the talk. Career coach Lea McLeod gives a few tips for getting started.”


Create the Perfect Resume – for our Blue Collars

January 27th, 2021 · Comments Off

RESUME BUILDING FOR BLUE COLLAR

Blue Collar workers, or manual workers are the back bone to our society here in the MidWest of USA. The COVID-19 pandemic has strained every company and employee in some way. This had lead to tough times within our nation, especially for job seekers. If you are looking for work, resumes have never before been important – we need to take advantage to ensure the strongest possible competition around.

For manual works, like CDL, general laborers, assembly and maintenance – this may be an especially difficult challenge. Most workers in this field are very strong using their hands and getting down and dirty but may not have the strongest resume skills.

That is okay – we are here to help

Check out the basics below for help crafting the perfect resume for you.

1/ Structure – top priority

2/ Formatting

We want to be clear, concise and direct with our information, in a persuasive manner.

5 Simple Steps (Bell, 2021)

“Introduction – this should be a five or six-sentence statement about yourself and your experience, summarising your most relevant credentials, as well as your contact details

Core skills & knowledge – write a bullet point list of your most relevant professional skills and qualifications, focusing on what’s most relevant to the job you are applying for. This may include a Construction Skills Certification Scheme (CSCS) certificate, or something similar

Employment history – list out your employment history, starting with the most recent role and working backward, for up to 10 years where possible. Detail each role with bullet points about who your employers were, your main duties, and any key achievements worth highlighting

Education history – this should include all of the schools, colleges, and universities you have attended and the years you were there, alongside any other relevant additional educational qualifications

Hobbies & interests – finally, you should highlight some of your personal interests and pastimes that highlight relevant skills, or positive aspects of your character. Any team-based activities and hobbies that demonstrate dedication and effort could help you stand out from the crowd”

Format

The positive thing here, for anyone not experienced with design – Resumes don’t need anything flashy – less is always more.

Here are a few tips for making your CV look professional:

  • Use a basic, clear font such as Arial or Calibri, with a size of around 10 or 11.  Why ? Compact yet readable.
  • Stick to black-and-white, rather than using colors. Why ? Its not about outside, its the inside.
  • Keep the length of the document to two sides of A4.  Why ? Not too short – not too long.
  • Divide up the text into readable sections. Why? Don’t waste anyone’s time – make it easily and quickly accessible.

Avoid Common Mistakes

  • Spelling mistakes and poor grammar –have a friend check it more than once.
  • False or exaggerated statements – lies are obvious and will be tested in a face to face.
  • Sending out a generic CV – you can send the same copy but always change the objective to make sure it is tailored to the content of the job itself.
  • Failing to explain gaps in your employment history –Use these to your advantage, point them out in the interview giving yourself control of the narrative.

“By following these guidelines, you should be able to create a document that really showcases your qualities and skills, even if you don’t have any past experience in writing a CV. This will help you apply quickly for more roles, bringing you one step closer to securing the job that’s best suited for you.” (Bell, 2021)

Debi Bell is the Head of HR Services of Lanes Group. She is a highly qualified professional who has overseen the development of the company’s HR department since 2013, working with senior managers on key personnel management, efficiency, and legal compliance issues.

 Bell, D., 2021. How Manual Workers Can Create the Perfect CV. [online] Undercover Recruiter. Available at: <https://theundercoverrecruiter.com/manual-workers-create-cv/> [Accessed 27 January 2021].


8 THINGS YOU CAN DO better AT WORK IN 2021 #newyear

January 7th, 2021 · Comments Off

IN THE NEW YEAR, IT’S time to ditch habits that are not pushing you forward at work. Gain some early wins and boost your happiness in the office by making a positive change that matters – In January to start doing things differently in the following areas:

  • Create better boundaries.
  • Take more breaks.
  • Prevent burnout behaviors.
  • Protect your peace of mind.
  • Learn how to recognize toxic bosses and colleagues.
  • Tame time pressures.
  • Tune out the noise.
  • Prioritize your sleep.

Taking on too much work that pushes your boundaries causes stress and ultimately can be worse for the company than setting a clear boundary and admitting, you’re not ready for the task – respectfully decline it.

American work culture takes pride in pushing and powering through our week – the faster we work the faster we can get it done. Remember that sacrificing your personal happiness and safety to get a task “done” can also mean jeopardizing your ability to focus and lead to decrease in productivity. Take break, for you and for your health – that work will be there tomorrow.

The previous note leads to burnout, it’s important to have balance with your life to make sure you are happy. If you don’t take time to respect your personal interests, it can build up dissent about the job which leads to lack of motivation and interest in the job.

Use the internet to find ways to relieve work place stress and create daily habits that ensure your mindfulness is in tact.

There is drama in every part of our lives, take control when you can by avoiding drama and stress filled co-workers. Remove the toxic.

Refuse to be constantly tethered to the office via email and texts; instead, discuss a reasonable schedule of availability with your boss to get buy-in, and share it with your team. Focus on what really matters by seeing what will help you meet your biggest goals. MONDAY – great online app to help. 

Ignore distractions – it is an art that is worth mastering. We must avoid all those at-work rabbit holes.

SLEEP SLEEP SLEEP – A well oiled machines is functioning at its best – make sure to take care of your machine.

 


NEW W-4 2020

December 29th, 2020 · Comments Off

MN W4 2020 Changes – What you Need to Know

 

” Starting in 2020, income tax withholding is no longer based on an employee’s marital status and withholding allowances, tied to the value of the personal exemption. Instead, income tax withholding is generally based on the worker’s expected filing status and standard deduction for the year.” (IRS 2020)

https://www.irs.gov/newsroom/improved-tax-withholding-estimator-helps-workers-target-the-refund-they-want-shows-how-to-fill-out-new-2020-w-4

Previously – for any W4 the Employee is Required to just claim their allowances aligned to dependents. This year we have done it a bit differently.

 

“To help workers more effectively adjust their withholding, the improved Tax Withholding Estimator features a customized refund slider that allows users to choose the refund amount they prefer from a range of different refund amounts. The exact refund range shown is customized based on the tax information entered by that user.

Based on the refund amount selected, the Tax Withholding Estimator will give the worker specific recommendations on how to fill out their W-4. This new feature allows users who seek either larger refunds at the end of the year or more money on their paychecks throughout the year to have just the right amount withheld to meet their preference.

The new Tax Withholding Estimator also features several other enhancements, including one allowing anyone who expects to receive a bonus to indicate whether tax will be withheld. In addition, improvements added last summer continue to be available, including mobile-friendly design, handling of pension income, Social Security benefits and self-employment tax.

Starting in 2020, income tax withholding is no longer based on an employee’s marital status and withholding allowances, tied to the value of the personal exemption. Instead, income tax withholding is generally based on the worker’s expected filing status and standard deduction for the year. In addition, workers can choose to have itemized deductions, the Child Tax Credit and other tax benefits reflected in their withholding for the year.

It is important for people with more than one job at a time (including families in which both spouses work) to adjust their withholding to avoid having too little withheld. Using the Tax Withholding Estimator is the most accurate way to do this. As in the past, employees can also choose to have an employer withhold an additional flat-dollar amount each pay period to cover, for example, income they receive from the gig economy, self-employment, or other sources that is not subject to withholding.” (IRS 2020)

#recruitment #hr #mnjobs


Post Pandemic #COVID19

November 25th, 2020 · Comments Off

6 Skills Employees will Need Post Pandemic

#covid #coronavirus #corona #stayhome #love #quarantine #bhfyp #staysafe #lockdown

According to the ILO, “Americans work 137 more hours per year than Japanese workers, 260 more hours per year than British workers, and 499 more hours per year than French workers.”

Changes in the workplace for America are long overdue and although the circumstances are deadly – change is a must. Adapting to this “new way of life” is an essential for employees. Changes such as working remotely to changes in operations and fulfillment.  “But job skills were changing even before the pandemic.

Gartner data found that the number of skills required for a single job was increasing by 10% per year. And one-third of the skills listed in an average 2017 job posting would not be relevant by 2021. Gartner also found that role-based skills planning wasn’t helping organizations develop the right employee skill sets. Grouping unrelated skills doesn’t build the skills that will create competitive advantage.” (Moran, 2020)

Essential Skills for the New Work World!

SELF-DIRECTION

Ownership of your own roles and being highly self-directed is a must in a large remote working environment. Devin Fidler, founder and CEO of Rethinkery Foresight, says employees, especially at the entry-level, are going to increasingly need “to captain their own careers, [and have] a sort of DIY kind of hacking mentality.”

Tradition and history proven raining methods will need adapting to in this paradigm shift.  Employees will need to be more active than ever in identifying the skills, resources, and support they need to do their jobs and collaborate with their companies to get them.

DIGITAL CAPABILITIES

Eighty-five percent of companies recently surveyed by McKinsey said they had accelerated digitization. Employees are going to have to be comfortable with digital technologies, says Julia Lamm, workforce strategy partner at PwC. Employees are not only going to need to be comfortable using digital technologies, ranging from collaboration software to videoconferencing, but they’re also going to need to accept its role in evaluating metricsAnalytics was the No. 1 area of digital investment for HR executives in a recent PwC survey. (Moran, 2020)

As employees work remotely and workforce management can be more challenging- this becomes so important. Tools to measure productivity is what HR leaders and managers will need to rely on more so than before. This may be a more difficult phase but as online resources as tools become more commonly used, so does the familiarity and in turn smoother operations.

EMPATHY

Times like this – everyone is facing difficulty within their community or personal lives. This skill will be more valuable than ever before. Understanding and perspective of our struggles in comparison to the world around us. We must work hard at understanding and forgiveness during these tough times.

COMMUNICATION MANAGEMENT

Communication skills have always been critical and in-demand employee skills. But Lacey says these skills now need to extend across platforms. The rise of videoconferencing and collaboration platforms requires new skills. “You have to be better with your words, you have to use brevity and levity to be successful getting thoughts and concepts across in an effective and efficient way,” he says. And you also have to know when to use which platform and how to use video, audio, and digital communication in ways that don’t create more negative outcomes, such as Zoom fatigue or lack of engagement(Moran, 2020)

ADAPTABILITY

As a team, this skill will be more important than before. In addition, the power to take responsible risks and step up to the plate with adaptability is what will help to stretch, build and grow those adaptability core muscles. Get out of your comfort zone and take comfort in knowing that everybody is doing it so you are not alone.

Lacey agrees. “You still need to be able to germinate that spark of innovation and produce results and be productive for the organization,” he says. But you may need to find new ways to collaborate virtually or achieve results when uncertainty or obstacles lie in your path.(Moran, 2020)

MOTIVATIONAL SKILLS

Deloitte’s research has uncovered a series of dimensions that are increasingly important for workplace success. In addition to the intellectual ability to do the job, ability to adapt to change, and communication skills, motivation and persuasion also play a big role, says Art Mazor, global HR transformation leader.(Moran, 2020)

“I might be the greatest risk-taker—a very important one of the capabilities that lives within that dimension of change capabilities—but if I’m part of an organization that is not really ready for being bold in the face of ambiguity, then I’m going to be a bit on my island by myself,” he says. Being able to both self-motivate and inspire others to see your vision, could be the antidote to inertia in the face of uncertainty.(Moran, 2020)

Even as the new norms of work emerge, being able to adapt to change, find solutions, communicate, and persuade are skills that aren’t likely to become obsolete.(Moran, 2020)

ABOUT THE AUTHOR

 

FASTCOMPANY

MORAN, G.

6-skills-employees-will-need-in-the-post-pandemic-workplace

In-text: (Moran, 2020)


Habit of Mind 16 (HoM)

October 27th, 2020 · Comments Off

Habit of Mind 16: Learning Continuously

” Anyone who stops learning is old, whether at twenty or eighty. Anyone who keeps learning stays young. The greatest thing in life is to keep your mind young. “

-Henry Ford

Intermittently revisit old ideas, writing and projects to identify areas for development, improvement or revision. This is especially natural in digital domains, where content is more fluid – updated, shared, hyperlinked, curated, reformatted into more or less visual terms, then shared again.

Cross training – this is where MEB feels that Continuous Learning is essential. It allows a team to improve and learn by better understanding the world, team and different departments around them. Engagement here is especially important when effective production relies on the efficiency of each interlinked department.

Example, our team works at a metal fabrication company right now – this is so exciting because cross training allows them to work in departments that differ from their usual workplace and understanding how common understanding increases everyone’s effectiveness.

The metal must be sandblasted, cut by lasers, welded into place, washed and painted-  then dried and packaged for shipping. When the welder understands the work of the sandblaster and paint – the employee can better understand what makes his team effective and therefore focus on the importance of his role and details in his work.

This is the habit that fully supports this concept – internalize the ever learning path of life!

 

 


Habit of Mind 15 (HoM)

October 2nd, 2020 · Comments Off

Habit of Mind 15: Thinking Interdependently

“If everyone is moving forward together, then success takes care of itself.”

–Henry Ford.

Willing to work with others and welcome their input and perspective; Abide by decisions the work group makes even if I disagree somewhat; Willing to learn from others in reciprocal situations. 

This habit is essential, it is only when we help others grow that we can in turn grow ourselves. A lot of companies fail to instill the sense of community within the workplace. Of course, a competitive workplace has its place and is effective and sometimes required in certain industries. No doubt at that, but even still – it should be about how growth as a team is the most important kind. When you develop this habit you have the ability to understand the strengths and weaknesses within yourself and others. This allows you to utilize everyone’s skill more effectively and diligent manner.

When we work towards one goal, perspective is essential. In a workplace, every role matters – even the smaller ones. A well oiled machine has many gears, cogs and elements that require full function in order for it to be successful. As a cog in the wheel, you essentially become an expert in that area. If everyone becomes an expert of their area, then when we face a problem – we can face it together with everyone’s advice and input – this creates an advantage on perspective which increases grow and positive outcomes.

 

Understanding the differences in your fellow team member helps you directly assess where growth is required and how to find a solution. This improves each cogs importance, confidence and overall results. Spend time getting to know your team mates and their roles, understand them so you can also learn and grow – this is thinking interdependently.

gli-importance-of-teamwork

 


MEB Resources
Rochester Location
507.799.0076 / 507.313.4804
St. Cloud Location
320.291.8213
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