Are You Career Positive?

Do you have a list of your workplace successes handy in the top drawer of your mind? If you don’t, you may be missing out on a powerful source of energy in your work life. Most of us have a strong tendency to forget to “stop and smell the roses” within our careers – (I am guilty, as well) – and this can create a success paradigm that we can never entirely fulfill.

This week on LinkedIn, I explore the fascinating movement of Positive Psychology, as applied to our work lives. (Find the post here.) Based on the simply brilliant TED Talk of Shaun Achor, we travel the path of potential well-being and success, through the process of learning to be a bit kinder to ourselves and others around us.

Dr. Marla Gottschalk is a Workplace Psychologist located in East Lansing, Michigan. You can also find her on Twitter and Linkedin.

Trusting Your Inner Career Voice

Trust yourself.  Then you will know how to live. -

Johann Wolfgang von Goethe

Do you trust your inner voice? Have you ever faced a career-related problem and been bombarded with advice – only to feel lost and confused? Did you have difficulty sorting through all of the sources – hoping to find a reasonable path that you felt comfortable with?

We often hold the key to our own career progress – but we are simply not listening. This week on LinkedIn, I examine the hesitancy we all have to trust that important inner voice. In the post “The Most neglected Brand of Trust”,  we consider the reasons behind our failure to listen – and some of the reasons why.

Dr. Marla Gottschalk is a Workplace Psychologist located in East Lansing, Michigan. You can also find her on Twitter and Linkedin.

A Little About Introverts (and the Workplace)

Yes, I am a “card-carrying” introvert – leaning toward the introverted end of the introvert/extrovert continuum. As expressed by Susan Cain – I am also proud of it (I too, thought of summer camp as a confusing form of torture). I’m one of those individuals who gathers strength from focusing “inward” and would rather brainstorm on my own than among a group of people. I rehearse what I am going to say in a team environment – and feel more than a little drained after attending a party. I tend to “choke” if put on the spot. I really don’t appreciate a meeting without a defined agenda – as I like to gather my opinions before I weigh in on a topic.

Like many introverts – I am also a bit misunderstood. As a youngster, I was asked why I wasn’t “smiling” at social gatherings, when in actuality I was having a perfectly good time observing the scene and watching others. (Just not waving my arms and jumping up and down with glee.) In college some of the other students in my dormatory let me know that at first meeting they thought I was “stuck up” or “shy”. But, that just wasn’t the case. I thoroughly enjoyed social gathering with friends and I love to laugh.

At LinkedIn this week, I’ve written about a challenging task for introverts – working on a team. (You can read “A Note About Introverts and Teams” here.) I spent the better part of last month reading about introversion and how this might impact workplace experiences. This included how introverts process information and how they might be most effective overall. I also had the opportunity to interview businesses that have developed novel methods to ensure that all voices are heard within a group setting. (These techniques were quite amazing).

But, by far – the most interesting aspect of the post were the comments from readers. Fellow introverts, team members and managers who just want the best and most productive outcome for all of us in the workplace. These comments let me know that our differences can combine to form a stronger team environment – and that mutual understanding and respect is really where our efforts should lie.

Are you a “card-carrying” introvert? What are your workplace experiences? Tell your story.

Dr. Marla Gottschalk is a Workplace Psychologist located in East Lansing, Michigan. You can also find her on Twitter and Linkedin.

Why we should all practice the “70-20-10″ rule

We all need a viable strategy to reach our innovative potential – but it’s unlikely that we have woven a firm plan within our work lives to do so. Implementing a guiding tool to stay “on the cutting edge” would be a positive step in the right direction. Randomly making resolutions concerning innovation are problematical at best. We need to ensure that opportunities for an innovative path are built directly into our work lives.

Personally, I find that it can be difficult to persevere and follow through with a change in routine (Sad, yet true). I often make promises to myself that I will spend more time exploring new “work life” territory – but it seems that without fail limited time and obligations interfere. A more concrete plan to sustain forward momentum toward this goal is needed. Hopefully, with some measured practice it will have the chance to become “second nature”.

But why reinvent the wheel?

To this end, I am all for borrowing established (and successful) strategies as a model – “tried and true” methods that can be adapted to our own work lives. That’s exactly how I view the 70-20-10 rule, practiced by Google.  The 70-20-10 rule is elegant – yet remarkably simple. It prescribes that you should spend 70% of your time on the core areas of your work, 20% of your time on tasks related to your core business and 10% of your time devoted to tasks that are completely “off-road”.

This method can be readily applied to many, many roles – including those that focus on sales and process improvement. Try it on for size.

A couple of ways to apply it:

• Staffing a team. The larger part of the team (70%) should include those directly related to the work at hand at hand. However, 20% could be in areas or functions related to the issue or project at hand -  and 10% of team members could be composed of those in unrelated functions – that could offer an entirely fresh perspective.
• Sales efforts. If you sell for a living, take another look at your potential customers. Of course, your core target group would include organizations with a profile very similar to your current clients. However, go the extra mile and identify 20% that are somewhat unrelated – but still may find a fit or use for your product. The other 10%? These are customers that may require you to develop innovative product applications, or service packages to win their business. Explore this path  – there is no telling what will be discovered.
• Networking. We all have a tendency to gravitate towards the familiar – but this can limit us. (Think of your typical behavior at a party.) Make a concerted effort to build relationships with people in new areas – but are still tangentially related to your core. (For example, if I exclusively networked with other psychologists, I wouldn’t learn nearly as much about engagement platforms.) You may not have the “lingo” mastered – but you can certainly develop a working vocabulary. You may happen upon a very worthwhile collaboration.

Here are a just a few reasons to try the method:

• Ideas don’t develop themselves. If we don’t designate time to explore new paths – our thoughts cannot “cross-pollinate” – an innovation basic. Many interesting developments and discoveries arise from “serendipity”.
• Our brains require a change of pace. Have you heard of The Eureka Phenomena? Asimov’s classic article helps us understand that the brain works on more than one level. Changing gears for a period of time – can actually help your mind “settle” and problem solve.
• We all need real challenge. The 70-20-10 can help “gamify” work.  Place the “off- road 10%” in that category. That works for me.

Have you applied the 70-20-10 in your line of work? Tell us how.

Dr. Marla Gottschalk is a Workplace Psychologist located in East Lansing, Michigan. You can also find her on Twitter and Linkedin.

Top Strategy Reads

I’d like to introduce a new feature at The Office Blend. Picks that you should consider reading to help you stay ahead of the curve. I’ll do my best to whittle the choices down.  Some will be new selections – others past classics that you may have overlooked the first time around.

Happy Reading -

This week’s choices:

1. Women Need to Realize Work Isn’t School – Harvard Business Review, Whitney Johnson.
2. Management is (Still) Not Leadership. Joh Kotter. HBR.
3. The Growing Knowing <> Doing Gap. Hunter Walk. LinkedIn.
4. Finding The Right Business Partner: It’s All About Trust. Jennifer Utz. Forbes.
5. New Research: How Employee Engagement Hits the Bottom Line. Tony Schwartz, HBR.

The Great Escape: Is it Really Time for a New Job?

It’s a shock - the sheer number of individuals who express they are ready to venture into new work life territory. Past surveys have revealed some troubling numbers, and I am convinced that there is quite a lot of pent-up demand for job shifting. The state of our recovering economy – which has essentially curtailed free movement within the job market – is taking its toll on attitudes toward work. Job engagement seems to be waning and other negative workplace consequences cannot be far behind.

Interestingly, employees will stay for the content of the work (Read Blessing-White’s research report here.) So taking a very close look at your current situation piece by piece -  might be in order. What’s really bugging you at work? Can things change for the better? I recommend taking serious stock and sorting your thoughts before you leap over that proverbial “cubicle wall”.

A few ideas to gain some perspective:

What can I do to salvage my current role? Feel free to take control of the situation at any time. Start by taking a long hard look at all of the the forces that are really operating. Sometimes it can seem easier to throw up your hands and say ” I am done!”, instead of investing more mental energy into an already frustrating situation. However, if you don’t, this can simply become a short-sighted method to avoid a situation which might include conflict (and feeling uncomfortable). If you leave – before you have had a least one solid conversation with your boss -  it’s entirely possible that you are taking the easy way out.

What is it about my current role that really bothers me?  Is it a problem with a specific co-worker? Not enjoying the work? It’s amazing how you may not have had a real conversation with yourself about the specific reasons you are unhappy. Make a list of the possible contributors to your feelings. Rank order them in terms of importance. Label the top 2 or 3 as “deal breakers.” Take the “deal breakers” that you have identified and meet with your supervisor to discuss them. Start a dialogue. You may find a way to resolve the issues and love your job again.

Are there personal reasons that may be affecting my opinion? Stress in other areas of your life can spill over into your work life. In general, try not to make career decisions when other things in your life are in flux. If possible, let some time pass before you consider a drastic change. Work-related decisions that are made during times of great stress, are generally poor decisions.

What is the state of opportunity in my field? Please, please, please look before you leap. If the market in your line of work  still appears to be somewhat tight – stay put and work on modifying your current role. Want to expand your horizons? Prepare for a “career pivot” and arrange for an “in-house” mini internship within your organization. This is a great way to acquire a new skill.  Know an inspiring coworker? Ask to make that person your mentor and move forward in that way, while staying put for just a while longer.

It is true that being happy at work can greatly enhance your life – and change just may be  the only avenue to achieve this. However, examine the aspects of your work that you may be able to revise, before you take the leap.

Dr. Marla Gottschalk is a Workplace Psychologist located in East Lansing, Michigan. You can also find her on Twitter and Linkedin.

My Single Workplace New Year’s Resolution

It’s the New Year.

With that occasion comes a host of resolutions, ideas and hopes for the future. (I am sure that you have a honed set of them by this point.) The beginning of a new year invariably offers the possibility of  change – and future opportunities of fulfillment and success.

This year, why not commit to a single resolution. Not something micro-specific and unattainable – one resolution that might help serve as a broader “guide” going forward. A framework, so to speak, that will help with spur of the moment decisions and situations.

My personal choice this year – a commitment to evolve.

Change is one of the few constructs that we can all depend upon in the workplace – it is always present – as it should be. We can either fear that change looms over us, or we can be poised to face it and move forward. This year, I’ll attempt to evolve in a manner that allows me to embrace change and absorb all of the knowledge, challenge & conflict that will come my way.

This evolution may not always be elegant or appear effortless  – but I will try my best to absorb, adjust and move along confidently.

What will be your single guiding resolution? I would love to know.

Happy New Year to you and yours.

Brand Yourself as a High Potential

This post previously appeared at Talent Zoo

You might argue with this – but it is my expressed opinion that you really can’t expect to walk through the office door a virtuoso. Whether you are new to the workplace, or changing roles, it will take a bit of time to establish your reputation and set yourself apart from the crowd. This is perfectly fine – good things can come with patience.

Tom Peter’s classic article, The Brand Called You, emphasized the importance of developing your own career brand in our fast-paced world of work – and I fully agree with his premise. Standing out in a sea of competition can be daunting, and branding is a savvy perspective to consider. You are your own brand — and you have the control to develop that brand wisely.

Keeping your nose to the grindstone is a great place to start, but a solid “brand” strategy is even better. You need to set a projected path and make the most of every interaction. Whatever you are doing – make a commitment to do it well – no matter what the task. Because ultimately, it is your behavior that will identify you as something extraordinary.

What will you be adding to the workplace equation? Strive to be unique. Be remarkable. Be courageous. Make a solid commitment that your skills (and your attitude mesh) with the brand of a “high potential” employee.

A few ideas – try a couple of them to start:

• Start listening and talk less. Brand yourself as a strategic listener – a critical workplace skill. Key here, is having the smarts to stay quiet and absorb the expertise that is all around you. Grow this way, as this can serve you well.
• Find your “Achilles heel.” Your weaknesses can hold you back, so be sure to identify these early on. It may not be the most pleasant of tasks to consider, but tackling any impediments can help catapult your career forward.
• Be the link. Moving forward in an organization requires a broader focus today. How does your function (and your specific role) contribute to the success of your organization? Be sure you understand this – then educate others about it.
• Read more. Brand yourself as an expert. There are great sites, blogs and book titles to help you get a strong grip on your specific industry. For starters – find out what your boss is reading.
• Find mentor and a sponsor. Navigating the world of work can be a challenge, and seeking different perspectives can be a huge advantage. Don’t limit yourself to one mentor – have a set of them.  Additionally, do not overlook the need for an internal sponsor – someone to help you gain exposure and key “stretch assignments”.
• Raise your hand for projects that everyone is avoiding. Brand yourself as a team player. Remember that the tougher the assignment, the more you stand to learn about really getting things done.
• Learn to collaborate and function effectively on a team. Gather information about how decisions are made and who is making those decisions. Be aware of the respective contributions of other teams in varying functions.
• Chart a self-improvement course. Don’t wait for others to suggest training and development opportunities — always have a list on your radar. Stay alert for development opportunities that will make a real impact on your career path and prepare you for the next step. Don’t ignore the basics, such as presentation skills. Pose these ideas to your boss.

Do you have a strategy to build your own brand? Share your ideas here.

Dr. Marla Gottschalk is a Workplace Psychologist located in East Lansing, Michigan. You can also find her on Twitter and Linkedin.

Saturday Thought Starter – TEDTalks – Dan Pink – The Puzzle of Motivation

Motivation and rewards – what is the real currency for your employees? This relationship is much more complicated than you might think…

Why negative information is so darn powerful

Have you ever heard of the “criticism sandwich”? This communication strategy purports that if you present negative information in the midst of positive information, it will cushion the impact of the “less than stellar” bits. Well – think again. Our brains seem to be hard-wired to pay much closer to attention to negative information – likely a product of evolution and the “survival of the fittest”. When we hear negative information, it carries more impact and seems to stick with us longer.

In my latest post on LinkedIn, How to hear what you don’t want to hear, I explore methods to cope with negative information, opinion or feedback. Managing the stress that comes with the territory is key. But take heart – you are not alone.

Do you have a strategy to cope with negative information that works for you? Please share it with us – we’ll all be grateful.

Dr. Marla Gottschalk is a Workplace Psychologist. Connect with her and continue the conversation on Twitter and Linkedin.