A Foosball Table isnt the Hallmark of a Good Company Culture

A Foosball Table isnt the Hallmark of a Good Company CultureA Foosball Table isnt the Hallmark of a Good Company CultureThere are no shortcuts to achieving an engaged and productive workforce.When the business environment is strong, when the competition isnt a major threat, and when productivity levels are acceptable, performance management dicke bretter bohren mssens are easy to address (or ignore). However, when stressors increase and the organization faces challenges, a sense of urgency develops because engagement issues like reduced productivity, decreased job satisfaction and increased absenteeism begin to appear. At this point the call to improve employee engagement is made by the management team, and they demand fast results. Thus begins the scramble for quick solutions and simple fixes.The problem is that quick and simple are not cheap. Through her organizational effectiveness research at the University of Pennsylvania, Pam Teagarden, founder of Authentum, estimates that comp anies loose more than $300 billion a year in productivity due to misguided attempts to improve employee engagement.Quick and simple doesnt work, so avoid these common employee engagement traps1.Applying simple tools to complex problemsToo many smart people propose overly simplistic solutions to engagement issues. Saying thank you and smiling more often will make managers more polite, but good congeniality wont fuspur long-term commitments from employees. Neither will free food, social opportunities, a relaxed dress code or a d% foosball table.2.Believing happy is the saatkorn as engagedIf you need proof that happiness and engagement are not the same, look no further than a workplace that pays high salaries, expects very little of employees and offers no oversight. For anyone who thinks that sounds like the perfect job, a friend who had worked in the Middle East under these circumstances warns youve obviously never experienced the frustration of working hard while others dont, and no one cares either way.3.Trying to fix management issues with engagement solutionsIt might be shocking, but engagement isnt a supervisory responsibility. Thats because the managers role is secondary to factors that are likely out of her hands the organizational structure and the corporate culture. Too often, management issues are confused with engagement issues. Its impossible to engage employees when there are fundamental flaws to the organizations design. Sean Williams, the immediate past chair of the employee communications section of Public Relations Society of America, suggests that companies should get away from the concept of engagement being something separate when its part of good management.4.Expecting employees to tell you what they wantThe readily available employee engagement tools only assess whether people are engaged. No matter how real-time or frequent the employee engagement surveys are, they all have the same problem organizations and their workforce dont speak the same language. Just like the patient describes his pain to the doctor and the physician determines what is wrong and how to remedy it, employee surveys are only a diagnosis that something is amiss. Your employees cant write their own prescriptions. 5.Surveying too muchSurveys themselves can create new problems or exacerbate existing issues. This is because the act of surveying employees conveys a promise from management that they recognize a problem and resolve to rectify it. Employees reasonably expect that the survey is a first step in the process of finding and fixing what isnt working. If the information is gathered and no action is taken, management sends the message that it is either incompetent or didnt care in the first place.6.Compartmentalizing engagementWhen engagement is a problem, often the human resources or communications departments are turned to for solutions. While the expertise might live there, the solution must involve everyone. It cant be a case of leadership saying, You fix our engagement problems and well continue to do everything else the same.7.Creating an engagement model that only works under ideal circumstancesEngagement during the good times is relatively easy to achieve but hard to sustain. Thats because change is inevitable. Putting in place an engagement plan that does not account for personal and professional stress on the workforce is doomed to fail. Engagement is often measured as a mood or emotion, said Teagarden, who points out that moods change, but engagement does not necessarily need to fluctuate as well.8.Using salary and rewards as an engagement replacementWhen the economy was weak, engagement activities were viewed as an inexpensive replacement for salaries and rewards, according to communications strategist Williams. Now the opposite seems to be occurring employers are re-evaluating pay scales and benefits and expecting the salary bumps to translate into an engagement boost. Its refreshing that weve come back to th e idea that compensation is important, he said, but he cautions that pay scales and benefits are merely a foundation for trust, commitment and engagement, not a substitute.9.Covering up survey resultsNo matter how much HR reworks the survey results before presenting them to the board, the concerns of employees will remain. Whitewashing doesnt work, nor does punishing managers who oversee problem areas. If you go to the effort of conducting a survey, then hiding them wont fix anything.10. Expecting to engage overworked employeesThe goal of engagement isnt to squeeze more work out of people who already have a full plate of responsibilities. Therefore, if workloads are an issue, your employees will never be engaged.Attempting to take the easy route to employee engagement will only waste money, effort and your employees goodwill. Communications strategist Williams suggests that employers take a comprehensive view of employee engagement by examining compensation, employees ability to sel f-determine aspects of their job and the alignment of corporate values with leadership behaviors, then pick the right metrics that drive outcomes. This will look different for every organization.Knowing exactly which combination of activities to embark on is the challenge. Employee engagement expert Teagarden advocates accounting for shifts in the business environment, employee moods and other stressors. Maximum productivity and maximum engagement is possible, but companies need a roadmap. Understanding employees reaction to stress is the missing link, she said.Her research resulted in a tool that arms organizations with such a roadmap. Otherwise, she says, companies are throwing money at a problem without a plan for properly targeting the true problem areas.No one is suggesting that the foosball table needs to disappear, but everyone agrees that engagement is a complex problem that requires a complete solution.If you want to learn more about achieving authentic and lasting engageme nt, start by building your leadership credibility. Download the free eBook Character Trumps Credentials 171 Questions that Help Leaders Tell Great Stories that Influence, Engage and Inspire.

Data Scientist and Cybersecurity Expert Mary Landesman Shares Advice for Finding Your Path in Tech

Data Scientist and Cybersecurity Expert Mary Landesman Shares Advice for Finding Your Path in TechData Scientist and Cybersecurity Expert Mary Landesman Shares Advice for Finding Your Path in TechMary Landesmans deep love for data analytics was an unexpected romance. The senior data scientist at Norse Corporation, a firm that collects and analyzes live cyberattack and darknet intelligence, was a fine arts major in college. It wasnt until she became a radioman for the U.S. Coast Guard that Landesman realized she had a very special skill that would set her on the path to becoming a data scientist.My job was to copy Morse code, she explains. The ability to identify the code coming from the one ship you want to hear and ignoring all the others is essential. Data is a visual representation of that experience. Ive looked at a lot of data in my career, and just like those Morse code signals from years ago, the pertinent bits seem to shine a little brighter to me.Landesman also learned compu ter programming while in the Coast Guard. While she wasnt passionate about coding, she says the training fueled her interest in computing. Upon leaving the Coast Guard, she targeted the budding antivirus (AV) industry for employment, taking a job in tech support at Command Software Systems, where she stayed until 2000.In the 15 years since, Landesman has built expertise in many areas of cybersecurity - including email and web security - working at companies such as Microsoft and Cisco. All along the way, her desire to help computer users understand the cyber threat landscape has been a driving force for both deepening and broadening her knowledge and skills. My focus is to help potential victims contextualize the risk, understand how to avoid infection and remediate infection if it does occur, says Landesman.Reading datas story and solving puzzlesToday, at Norse, Landesman is responsible for combining security research and data analytics to best answer the who, what, when and wher e of cyber threats. She says, On a daily basis, I study logs, analyze data trends, keep current with threats and industry news, write reports, speak with customers about their log analysis, and provide insight for the sales team.What she likes especially about her role as a data scientist, though, is reading data to get its story. She explains Its a lot like working on a jigsaw puzzle. The pieces are all jumbled up together, and there are other unrelated pieces making noise. I like studying those pieces, putting them together and solving the puzzle.Advice for women aspiring to work in technologyLandesman says that the data science field, and the cybersecurity industry, are ripe with job opportunities for women. She explains that and more in her answers to the questions belowWhat type of skills, technical and nontechnical, are needed to become a data scientist in the cybersecurity field?I believe passion and enthusiasm are the two core traits required. Caring deeply about what you do (passion) and a strong desire to do it (enthusiasm) are key.Having both an analytic and creative mindset helps tremendously, as well. It helps to avoid thinking too linearly, to be able to envision what a bigger picture might look like and how to hone in on the smaller details. I dont think its a coincidence that many people - both men and women working in the security industry have some type of creative or musical background.Also, you need security industry experience to work as a data scientist in this area. Its the same for any industry, really. For example, if you want to work as a data scientist who investigates insurance fraud, you should have relevant insurance industry knowledge and experience.What certifications does someone working at your level need to earn?Security expert Winn Schwartau recently tackled this topic on Techspective. Hes writing a series of articles on the skills, certifications and education needed in the security industry. I think he nails it, so anyon e looking to hire or be hired in the industry should read that series.What hurdles have you encountered as a woman working in the tech industry?Ive been fortunate that Ive encountered these types of challenges infrequently in my career. In fact, in my first job in the industry, there were a lot of strong women in technical roles - the CEO, the head of the virus lab, and our product manager were women. And a lot of my colleagues at Norse are women.I would say, if you encounter a situation where women are discouraged from speaking up, or strong women are disparaged, find a new situation. Dont wait it out. Its not worth the stress.Why do you think there are so few women working in technology, generally?In Hollywood and the media, I think the tech field, and those who work in it, are often presented as being a little weird or not mainstream. That may discourage some people from working in tech. In actuality, the industry is very diverse and there is no single type of person - all walk s of life, tastes and personalities are fully represented.I also think it would help if girls were encouraged and rewarded for interests in STEM science, technology, engineering and mathematics. But equally, those without STEM backgrounds need to know opportunities in tech exist for them, and be encouraged to pursue them.How important is professional networking in your industry? And what types of organizations do you belong to?Attending industry conferences is key. Whether its a local user group or an international conference like Black Hat or DEF CON, these places are where you will meet people who can be instrumental in helping to kick-start or develop your career.If theres a local conference in your area - BSides, for example - sign up as a volunteer, or ask about discounted tickets for students. To prospective employers, taking part in these extracurricular activities will demonstrate you have passion and enthusiasm for the field. It will help set you apart from other applican ts.What other guidance would you give to women considering a career path in technology?Im going to borrow from Nike here Just do it. It wasnt easy getting my first job in the industry. I set my sights on a particular company, learned everything I could about them, created a resume and cover letter focused on that one job, and sent it off. I followed up multiple times before I was interviewed and hired. But by being determined, I eventually got my break. In my case that meant starting out in tech support, which was a great way to get my foot in the door.I think behind the whole Lean In mantra is a message for women to stop being afraid to take chances and trying to nurture everyone else at our own expense. Be brave, step forward and answer more questions than you ask. I learned that in the Coast Guard. And when I stopped looking for permission or validation, thats when I broke ground.You can follow Mary Landesman on Twitter at marylande.Your new assignmentIf youve been reading our se ries about women in technology, you know were providing readers with optional assignments that are intended to motivate them to think about how they, as individuals, can help to grow womens influence in the tech sector.This months assignment Follow Mary Landesmans advice and attend or volunteer at a technology industry conference in your area - or beyond. You could end up meeting people who will have a positive influence on your career in tech.To see previous assignments, check out the list in our previous post for this series. Tags

How to make close friends 4 surprising secrets from research

How to make close friends 4 surprising secrets from researchHow to make close friends 4 surprising secrets from researchForget pandas. Close friends are the real endangered species these days.Thats a painful thing. And I dont mean sad-painful. I mean broken-arm-painful. At least thats how your brain sees it. Your grey matter experiences social pain the exact same way it does physical pain. So much so that Tylenol actually relieves feelings of rejection.From The Neuroscience of Human RelationshipsThe overlap of neuroanatomical processes involved in physical and social pain highlights the conservation of preexisting structures for later-evolving functions. The cingulate becomes activated when we, or those we love, experience physical pain as well as when we experience social exclusion (Davis et al., 1997 Koyama et al., 1998 Lenz et al., 1998 Panksepp, 2003b). The common underlying neurobiology of physical and social pain may help us to understand why the quality of our relationships ha s such a profound effect on our physical health (Robles Kiecolt-Glaser, 2003). It also helps to explain why painkillers such as acetaminophen decrease anterior cingulate activation as well as the negative emotional impact of social rejection (Petrovic et al., 2002 DeWall et al., 2010).A hospital noticed that a lot of child patients were dying. So they limited the tykes contact with others to protect the kids from catching anything. And the result welches mora children dying. When the kids were given extra social contact, thats when the situation improved.Sometimes a lack of affection can be worse than the danger of infection.From The Neuroscience of Human RelationshipsIn response to a high number of deaths, physicians attempted to keep the children safe from infectious diseases by separating them from one another and ordering that their handling be kept to a minimum. Yet they still died at such alarming rates that admission forms and death certificates were signed at intake for the sake of efficiency. It was not until the children were held, rocked, and allowed to interact with one another that their survival rate improved (Blum, 2002).We need relationships. Critically. We are social animals at our core. But in the modern era we often dont act like it. And we dont get clear answers on how to improve the situation.In many cases, we make mistakes that prevent us from really connecting with others and end up with lukewarm friendships but no idea how to deepen them. Time to fix that.Lets get to it Put the ow in hoursAristotle said, The desire for friendship comes quickly. Friendship does not. And Ralph Waldo Emerson said, Friendship requires mora time than poor busy men can usually command.And a recent study seems to back that up. Looks like making close friends takes a lot of timeLogistic regressions offered 3-point estimates 94 hr when acquaintances become casual friends, 164 hr when casual friends become friends, and 219 hr when friends become good/best friend s. These numbers are likely conservative estimates due to the inclusion of both closed system and chosen relationships and due to the retrospective nature of the study.With numbers like that, its amazing we have any friends at all. But the reason it takes that long is because were doing friendship wrong. Were all scared and worried and it takes us a long time to really open up.But what if you suddenly became fearless? Could you make a close friend in less than 219 hours?Yeah. You could do it in 45 minutes.From How to Have a Good Day Harness the Power of Behavioral Science to Transform Your Working LifeOn a scale of 1 to 7, hundreds of volunteers rated their deepest relationship as a 4.65 for closeness. After talking about their answers to personal questions for forty-five minutes, random pairs rated their closeness as 3.82 not all that much lower.Its called reciprocal disclosure. Arthur Aron created bonds between people that could last a lifetime with just 36 questions. The results were so powerful two study subjects subsequently got married.I can hear people screaming right now JUST GIMME THE QUESTIONS GIMME THE QUESTIONS GIMMEFine, fine. Theyre here. But thats not the point. Those questions arent magical. Everybody always says we need to listen, listen, listen to improve relationships. And theres a reason for that most of us are horrible listeners.But its still only half the battle. Nobody ever made a good friend by interrogating people or turning a friendly meeting into a job interview.We need to ask deep questions. And give our own deep responses. You gotta get personal. And then you need to escalate it and go deeper and get mora personal. Hopes, dreams, feelings, regrets, memories.Small talk isnt neutral. Research shows it can actually harm friendshipsNotably, small talk predicted a reduction in friendship closeness from 6 weeks to 9 weeks. That is, friendships engaging in small talk become less close over time. These findings add another element to Dunb ars (1996) assertion that time is a constraint to friendship development namely, what people do with their time together uniquely explains the development of friendship closeness.You gotta ask tough questions and give serious answers. Its Truth or Dare - with no dares. If you feel uncomfortable, youre doing it right. And it makes most of us feel very uncomfortable. And thats why we need 219 hours to finally get around to it.I know, youre scared of being judged. Dont be. You want to be judged. How close can you feel to people who dont understand you at all? Studies show when were judgeable were happier and live more authentic lives.From No One Understands You and What to Do About ItResearch consistently shows that people who are more judgeable are psychologically better adjusted- they are happier are more satisfied with their personal and professional lives have more lasting, positive relationships and have a greater sense of purpose. They feel able to live more authentically and ar e more confident in their self-knowledge. This makes a lot of sense. If people are seeing you the way you see yourself, then you arent getting all the unsettling, self-doubt-inducing feedback that the chronically misunderstood have to endure. Life is simply easier and more rewarding when people get you and provide you with the opportunities and support that are a good fit for you.By the way, when I walk through the automatic doors at the grocery store sometimes I pretend Im opening them using The Force - just like I did when I was 8. Vulnerable me does silly things. Judge away.Open up. Be vulnerable. Dont be afraid. Unless you have thousands of hours to spare.(To learn more about the science of a successful life, check out my bestselling book here.)Alright, youre putting yourself out there. And thats something that can help everyone improve their friendships. But what is a strategy tailored for you that will take your friendships to the next level?Practice un-safe socializingWe all do little things to not feel exposed and vulnerable. Theyre called safety behaviors. And in protecting us they also make it more difficult to connect with others.Maybe you avoid eye contact. Maybe you brag to impress. Maybe you never compliment people or never initiate a conversation to avoid feeling stupid or rejected.You know which ones youre guilty of. When surveyed 92% of people could immediately identify which safety behaviors they engage in.Now take a deep breath and before your next social interaction, test what happens when you dont do them. This has been shown to reduce anxiety and make people much more likable.From How to Be Yourself Quiet Your innerhalb Critic and Rise Above Social AnxietyFirst, participants who dropped their safety behaviors looked less anxious. Indeed, when they stopped trying to conceal, rather than all that unconcealed anxiety spilling out, they looked more comfortable. Next, when Alden and Taylor asked the confederates about their experience, guess whom they enjoyed talking to more? The group who dropped their safety behaviors. Who would they like to spend more time with? Ditto. Who did they want as a friend? You guessed it Once all the bandwidth used for rehearsing sentences or managing their appearance was freed up, authentic friendliness- the good stuff- naturally filled in the gaps.Without your safety behaviors, youre not watered down. Youre more authentic.From How to Be Yourself Quiet Your Inner Critic and Rise Above Social AnxietyIndeed, when we use safety behaviors we know were coming off as fake. We know its not our true self that were presenting to the world- instead, its a filtered, highly managed version. Safety behaviors are designed to hide your true self, the one your Inner Critic says is flawed. But instead, safety behaviors keep us stuck in the idea that were unlikable or deficient. We never get the chance to prove those ideas wrong. Ironically, when the study participants stopped trying to save themselves t hey could be themselves.Its the Directors Cut version of you - the way you were meant to be seen. Youll not only connect better with others but youll also feel better about yourself.(To learn the seven-step morning ritual that will make you happy all day, click here.)Youre no longer playing it safe. But why is it that sometimes you just cant seem to get into the right frame of mind to relate to other people?Use your brain No, your other brainNeuroscientist Matthew Lieberman found that there are two separate networks in your brain one very social, one much more analytical. And when one is working hard, the other slows down.Ever come home from a long day and feel like your brain is still in work mode? Like you need to decompress and shift gears? Yeah, that.Some people default to the the social system, others to the analytical. And occasionally we all need to be reminded to flip that social switch. Time with friends is not a problem to be solved.From Awkward The Science of Why Were S ocially Awkward and Why Thats AwesomeLiebermans lab and others have found that people have two separate brain networks, one for nonsocial problems and another for social problems Whether its making sense of another persons intent or deciphering someone elses emotional state, awkward people tend to show less activity in social brain networks and they sometimes show hyperactivity in networks that are typically associated with book smarts. These findings suggest that awkward people may not intuitively see social patterns or infer broad meaning, but instead have to assemble social information as if they are solving an equation.Often, a reminder is all we need to tell the analytical side to power down a bit and to focus on social cues rather than treating a friendly gathering like a logic problem.From Awkward The Science of Why Were Socially Awkward and Why Thats AwesomeStudies that look at what happens when people have nothing to think about or let their minds wander show that non-awkwa rd people tend to keep their social brain running at all times, even when there is no social activity. By comparison, awkward people do not seem to keep their social brain running at all times and might need to be reminded to turn the ignition on for their social brain.(To learn 5 secrets from neuroscience that will increase your attention span, click here.)Youre making yourself vulnerable, youre not playing it safe and youre using friendly-brain and not Spock-brain. All good advice. But whats some bad advice weve all been given that we should ignore if were not connecting with people the way wed like?Dont be yourselfWant to show the real you? Then dont be yourself. (To every after school special that has ever aired, I say Come at me, bro.)Play a part. Not full-on acting but let yourself inhabit a role. Give yourself a structure to perform in, a goal for the interaction. This reduces social anxiety.From How to Be Yourself Quiet Your Inner Critic and Rise Above Social AnxietyIndeed, a classic study by Australian researchers Drs. Simon Thompson and Ron Rapee showed that changing a social situation from unstructured, with ambiguous roles and rules, to structured, with defined roles and goals, results in an astonishing difference in the performance of folks prone to social anxiety.Researchers told subjects to pretend they were at a party and needed to get to know the other person in only 5 minutes. And their anxiety melted.From How to Be Yourself Quiet Your Inner Critic and Rise Above Social AnxietyIn the unstructured interactions in the waiting room, the women with social anxiety scored, predictably, quite a bit worse than the non-anxious women, who chatted with the confederate without a second thought. But after the structure was added, the whole game changed. Once the socially anxious women had an assignment to fulfill, the gap in the assessors ratings of social competence narrowed dramatically, with the two groups nearly neck and neck. Turns out the socially a nxious women had considerable social skills they just needed some structure on which to hang them.Yeah, I know some people think this is fake. Phony. Youre not being the real you. Wrong.You can be an inconsistent, unpredictable mess at times. We all can. Were affected by moods and context. We have bad days. We feel nervous and act weird. Is that the real you?Youre not pretending to be someone youre not youre giving yourself a structure and a goal to keep you in bounds and less affected by the vagaries of the day. Thats more like the real you.From How to Be Yourself Quiet Your Inner Critic and Rise Above Social AnxietyGiving yourself some structure by playing a role you choose allows you to build up and reinforce the real you.So whats a good role to play to deepen a relationship? How about student? Wharton professor Adam Grant points to research showing advice-seeking is a great way to connect with others.How do you think someone would react if you said, How do you stay in such great shape? I respect that. Can you give me some tips?You gave them an honest compliment and made them feel like an expert. You were vulnerable - you asked for help. Now you have a topic to discuss and maybe a reason to go to the gym together.(To learn 3 secrets from neuroscience that will help you quit bad habits without willpower, click here.)Okay, weve learned a lot. Lets round it up and find out what really happened to all those popular kids in high school Sum upThis is how to make close friendsPut the Ow In Hours 219 hours is a lot of time to make a close friend and small talk kills relationships. Be vulnerable. And use The Force when entering Rite Aid.Practice Un-Safe Socializing Im not writing anything here. You guys talk amongst yourselves. I dont want to look stupid.Use Your Brain No, Your Other Brain Remind yourself to use the social part of your brain. Leave the people analyzing to me.Dont Be Yourself You can be inconsistent and moody. Thats not the real you. Give yourself a role and a goal to make you more like you.Nerds and nice folks, rejoice The cool kids do not win at life.Developmental psychologists know that popular and likable are two different things. First one has to do with power. The latter is what makes you loved and happy.From Awkward The Science of Why Were Socially Awkward and Why Thats AwesomeBoth popular and likable people tend to be socially fluent, but people motivated by popularity use their mind-reading skills to boost their social status or protect their position in the social hierarchy. Conversely, likable people are more likely to use their mind-reading skills to ensure that they act in fair and collaborative ways. Put differently, people driven by popularity approach situations thinking, Whats in it for me? whereas likable people are thinking, What can I do to contribute? People who are motivated by popularity tend to focus on short-term social gains, but these grabs for power come at the cost of burning social capital. They a re more likely to use tactics that erode social capital such as manipulation, gossip, and degrading others for personal gain. Although likable people may not always win the contest for having the most Instagram followers or win the nomination for homecoming king or queen, they are more likely to be happy, have higher self-esteem, and find more reliable friendships.Being cooperative and pleasant is what leads to good friendships long after graduation. Trying to be popular - striving for power in relationships - has correlations with addiction, loneliness, and depression.From Popular The Power of Likability in a Status-Obsessed WorldOne study examined more than ten thousand Swedish youth and then followed them over the next thirty to forty years. The childrens likability was measured at the age of thirteen along with a host of possible factors that could explain both their likability and later outcomes. Researchers measured each subjects IQ, aggressive and disruptive behavior, histo ry of physical and mental illness, parents level of education and income, and even the childs future goals. After accounting for all of these possible influences on adult outcomes, it was likability that predicted happiness, employment, and income decades later.Being likable is what predicted happiness and income in adulthood. You dont need to worry about being cool anymore. High school is over.Now go hug your friends or Im going to shove you into a locker.

Why You Should Take a Step Back in Your Career - The Muse

Why You Should Take a Step Back in Your Career - The MuseWhy You Should Take a Step Back in Your Career Id spent most of my career working toward becoming an HR Director, and I was well on my way to achieving that goal. But, man, was I unhappy. And I know- weve all found ourselves in jobs that arent very fulfilling, but this was something more. I was downright miserable. I struggled to get out of bed, I was grumpy all the time, and it took every ounce of energy I had to get through a day at the office. After months of muddling through, I had to face up to a radical idea Maybe this wasnt the right path for me. But how would I figure out what was without quitting my job and having space to think?Along those same lines, how could I quit my job when I had bills to pay, a dog to feed, and a husband who was supportive of my decision to explore a new career path, but rightfully concerned about how wed manage financially. Knowing that I couldnt last in my role much longer, we sat down and to ok a hard look at our budget and our savings. What could we do without? How much of our modest savings could we use to supplement my unemployment? We decided that we had enough saved up to cover about three months of time off. And, just to be safe, I lined up a part-time remote role that would supplement my income while allowing space for me to job search. I also made a timeline for myself. If I hadnt figured things out within three months, I would go back to human resources.I dont want to downplay how scary or financially risky this choice was. I gave it a lot of thought, and it took some serious planning. Its not something that everyone can do. I know that I was lucky to be in the situation I was in. And theres no way I couldve done it without a supportive partner (and I do mean that both emotionally and financially), as well as a savings account.Not to mention, quitting my job and essentially walking away from the career Id spent a decade building was really disorienting. How cou ld I now not want something Id spent so long working toward?Even harder than wrapping my head around that was explaining this choice to my friends and family. Some of the people I was closest to just didnt understand, and I struggled with feeling like Id made a huge mistake. I kept wondering, was I crazy to do this?This is all to say that leaning into my career pause took a little time- both to explain to others, but also to justify to myself. But eventually, I started pushing myself to try new things and make the most of my time off. I started practicing yoga. I took up bike riding. I read inspiring books about people pursuing their passions.But I didnt stop there. I made a list of the things I loved to do and thought a lot about how I could use my existing skills in new ways. I put myself out there, offering resume writing and career consulting services to my network and seeking out contract recruiting gigs. Before I knew it, I was a freelance recruiter and had started a small res ume writing business. My side hustles were doing well enough that three months away from the HR world turned into a year. I began to wonder what else I could do. With each new experience, I became braver. I found myself saying yes to crazy things that I would never have done before. Like skydiving, a 40-mile charity bike ride, trekking through Patagonia, and selling almost all my worldly belongings to move onto a boatI cant stress enough how out of character these choices wouldve been for me just a year or two ago. Before quitting my job, I was not a risk taker. Now, Im kind of in love with embracing things that scare me.The facts are that the most interesting and exciting things that Ive experienced since taking a step back from my career are all a direct result of embracing change. Ive learned that life can be an adventure, but only if you stop playing it safe all the time. You dont need to quit your job to change the trajectory of your life. Just try making one change, then anoth er and another. Maybe you self-publish an opinion piece on LinkedIn or start volunteering at a nonprofit that supports a cause youre passionate about. Even something as simple as challenging yourself to speak up more at work or offering to plan your next department gathering can begin to shift your mindset. Every time you experience yourself trying something new, youll get a little braver. And who knows where that will take you?

Secret Facts About Resume Objective Lines Uncovered by the Pros

Secret Facts About Resume Objective Lines Uncovered by the Pros Tell the employer precisely what position you need or what career field you would like to work in. Deal first with the requirements and see the way you can show experience or education that matches the most essential job duties. A clearly defined resume objective will be able to help you convey your abilities and experience that promote your professional objectives. Bear in mind that the objective is the very first glimpse an employer will get of you and your skills-and you simply get one mglichkeit to create a first impression Then it will direct you to craft a distinctive and captivating purpose statement thats authentically aligned with who you are, and what you would like out of your career. Finally, stating an objective is optional, but it might help convince employers that you understand what you need and know of the business. In various ways, an objective replaces a lot of the detail you would set in your professional experience section. It must be employer centered to ensure the employers interest is developed enough to read through the document. Virtually every business and recruiter uses keywords to determine qualified candidates. The applicant may also want to mention relevant driving safety record information also. As a result, while your resume objective should incorporate information on the career which you want, you also need to spell out why you are the perfect candidate for the job. A resume summary is the best option to tailor your resume to every job you apply for. Finding Resume Objective Lines All the listed objectives and profile resumes can be employed by professionals who are eager to try out a different strategy, as it varies from the traditional type. Moreover, look at the subsequent additional blurbs you may want to grow the conclusion of your professional overview to further clarify your intent and value. You need your resume to reveal youre an excelle nt investment. A strong resume objective will highlight your unique attributes that help the business reach its objective. An objective is a brief statement that clarifies your goals concerning the sort of employment desired and the way in which your skills make you a nice fit. The absolute most efficient objective is one which is tailored to the job youre applying for. Obviously, in the end, the objective you opt to use have to be specific to your situation and career targets. When theres more than 1 position in the company for which you are eligible for and are interested in. You have to establish in the objective which youre a feasible candidate and have done some research in the business too. You may often apply your offering statement beyond your resume and portfolio. To acquire an internship with a major marketing company which offers the chance to expand my knowledge as a communications major. A resume objective can explain why youre qualified for the job, even if i ts the case that you do elend own a lot of related experience. Think of what youd say in an objective, and choose whether its well worth losing for only a few additional lines of white space. Typically, an objective is utilized by somebody who has just graduated or has very little experience. Entry-level objectives can be particularly hard to write as you likely dont have loads of work experience, but you do want to solidify how you know the sort of career youre searching for. One of the hazards of a resume objective is that it is possible to focus too much on what you would like in your career, and not enough on how you are going to add value to the business. Make certain it makes an effect. When youre searching for work, your future is dependent upon the strength of a single. Today, getting your resume to stick out in a flooded marketplace sometimes takes a littlecreativity. Your objective isnt just about the kind of sales position youre searching for, its also about what you could do for the business that hires you. Excellent insurance policy agency manager whos able to guarantee that insurance customers are retained. Looking to help an expanding company expand across the area, country, and even the world. Twenty-year veteran in restaurant sales prepared to help a developing company make it in the big leagues. The War Against Resume Objective Lines If youre a seasoned project manager, you are going to want to have relevant skills up on top of your resume in an overview of qualifications section. Your resume objective is a significant portion of your resume, but there are different sections youll want to consider about as well, like your Education, Skills, and Work History sections. The very first key section of your resume is known as the Career Objective. Concentrate on the content, guarantee the suitable information is highlighted, and just be sure it seems nice enough to create the information effortless to digest. The Advantages of Res ume Objective Lines Moreover, if youre not certain, include one. As a result, if you are unable to create a great impression on your resume, the airline will doubt if you may produce a good impression of yourself. Its essential to be as concise as possible. So, your resume must be somewhat much perfect. Dont forget your nursing resume will want to list your nursing abilities. The work experience section, which may also be called professional experience or employment history, is the component of the resume where you state the duties and responsibilities which you have performed or are carrying out that are related to the job of line cook. Theres a very long field of career objective examples that can be put in on entry level resumes. Your work history may reveal that you have spent ten years in a particular field, but now that youre looking for work in a different field, youre going to want to tell a possible employer right off the bat that youre switching gears.

Spark Hire and Greenhouse Webinar for Hiring Pros - Spark Hire

Spark Hire and Greenhouse Webinar for Hiring Pros - Spark HireSpark Hire and integration partner Greenhouse will present an in-depth webinar on video interviewing technology and the benefits its utilization brings to companies.Companies cant afford to have open positions sitting unfilled for weeks or even just a few days. Unfortunately, some organizations have accepted this as just the way things are and always will be, says Josh Tolan, CEO of Spark Hire. However, six out of ten companies currently use video interviewing for their hiring needs. With this webinar, we hope to reach out to more companies in order to show them how this powerful technology can greatly improve the way they connect with and hire talent.The free webinar, Hiring Hacks How to Use Video to Speed Up Your bewerbungsinterview Process, will be on Wednesday, January 21, 2015 at 1100AM CST. Attendees will learn the followingWhy companies are utilizing video interviews for their hiring needsHow companies like ZenPayro ll, MeySen Academy, and iCracked use video interviewing to hire at scaleBest practices and strategies for achieving video interviewing successVideo interviewing basics, therefore, even those unfamiliar with the technology can join as wellBe sure to grabyour spot for next weeks Hiring Hacks How to Use Video to Speed Up Your Interview Process webinar with Greenhouse here

5 Signs Youre on Thin Ice at Work ( How to Fix It)

5 Signs Youre on Thin Ice at Work ( How to Fix It)5 Signs Youre on Thin Ice at Work ( How to Fix It) In an ideal world, you wouldnt have to guess whether or not youre failing to hit the mark at work. Your boss would meet with you regularly to supply open and honest feedback, and you could nip any emerging problems in the bud as soon as they flag them to you. But human beings are complex characters - whether your colleagues and superiors are afraid of confronting you with negative feedback, too busy to check in with you, or simply arent good at communicating , workplace grievances against you may pile up until eventually, they land you in hot water.On the opposite end of the spectrum, sometimes we tend to simply judge ourselves too harshly. Perfectionists out there will often perceive innocuous actions or poorly-phrased comments from co-workers to be slights on their wertzuwachs, causing them to work themselves up over nothing.So between managers whose communicat ion skills need improvement and your own self-doubt , how can you really tell if you need to get your act together at work? Read on below to learn five sure-fire signs that youre faltering at work, as well as advice on how to get back on track.When your managers disappointed in your performance, its often hard for them to conceal it - usually, their behavior or tone will shift in a noticeable way. A few indicators might be if your formerly buddy-buddy boss is getting agitated with you or is being mora short or cold with you, says Jill Santopietro Panall, HR consultant and owner of 21Oak HR Consulting, LLC , or if they have become mora aloof or seem to be avoiding any conversation with you except for essential communication, says Valerie Streif, Senior Adviser at Mentat . Sometimes this sign isnt as clear depending on how your initial relationship with your boss was, but if you notice that they seem to avoid you, are sharp and short when answering your questions, and dont engage in conversation with you outside of strictly business, it could be a sign they are getting ready to get rid of you, or that an awkward conversation in a negative performance review is imminent, Streif continues.The confrontation averse may be tempted to ignore these signs, but addressing the problem is essential if you want to get back in your managers good graces. I would say, I notice that lately you seem less happy with my work. What can I do to change that? Then, listen as nondefensively as you can and take notes on what they want you to do, Santopietro Panall suggests.Be upfront and sit down with management to address any issues and see if it can be resolved before you get a negative review , Streif agrees. If they have noticed that your performance isnt what it used to be, you could explain yourself. If youve been unhappy or feeling unfulfilled, a simple conversation could lead to a promotion that could give you more responsibility and a sense of purpose again. It can be ha rd to sit down with management in these situations, but most likely you have nothing to lose and it could be the opportunity for a major positive change.You might be secretly rejoicing if your boss moves a few things off of your plate, but beware rather than just giving you a break, this could be a sign that they dont think youre capable of managing your tasks. Employees who perform well are typically rewarded with more responsibility and more complex tasks, leading to career growth and paving the way for future promotions , says Mary Grace Gardner, career strategist at The Young Professionista . So if you suddenly notice your manager consistently passing you up and giving coveted assignments to your coworkers or if your manager assigns you tasks that feel like a step backward, it may be an indication that youve lost their trust. Similarly, if your workload gets lighter or you are now receiving the grunt work, that could spell trouble, says resume writer & career transition co ach Wendi Weiner.Before you confront your manager, think back and identify if you made a recent error. Perhaps you missed a deadline without appropriate notification, didnt take action when a problem occurred, or reacted in a non-constructive way in a tense situation, Gardner suggests. Then, do some damage control and own up to the mistake . Let your manager know you recognize what you did wrong, what you learned, and what you will do going forward. Taking ownership and bringing up the issue first helps with rebuilding trust.Its also worth letting your boss know that you do feel that youre willing and able to take on some extra work. A great way to turn this around is to tell your boss that you are happy to take on all tasks, which can contribute to more productivity, and you dont mind putting in the extra time or effort to get these tasks done, Weiner says.No matter how hard you work, youre bound to get some negative feedback from time to time - after all, theres always room for improvement. So if you get the occasional reminder from your manager about something you could be doing better, you dont need to sweat it. But if you consistently hear them bringing up the saatkorn issue over and over, it may be cause for concern.Once your boss has talked to you about it a few times, if they dont see the change they want to see, you can expect that a warning is on the way, says Santopietro Panall. If you find yourself on the receiving end of repeated feedback, be sure you are VERY clear in your mind on what expected changes they are looking for or what goals/metrics they want you to hit before you get further warnings I cant tell you how many times I have sat in on termination meetings with an employee who has been given multiple warnings or is on what I thought to be a very clear performance improvement plan and they are confused or asking Why is this happening? even though they knew they were on thin ice.Even if you are taking the right steps to address the issue at hand, make sure that youre communicating that with your manager so they know that you are taking their feedback seriously and are working on overcoming challenges.Clarity is going to help you at all times be clear on your role and the expectations, be clear on your boss concerns and pressures, be clear on the timing of events, be clear on what you can lay down to pick up new responsibilities, Santopietro Panall advises.In the most recent season of HBOs Silicon Valley , all-powerful Hooli CEO Gavin Belson passive aggressively expresses his annoyance with one of his employees by promoting him to a new position that requires him to move his desk to the basement, surrounded by nothing but servers and maintenance workers (oh, and a nice view of the mens restroom). While this is on the more extreme end of the spectrum, its still true that a significant change in your workplace settings could be a sign that your standing at work is less than solid.I once worked with a colleague whose arbeitszimmer was right in the middle of all the action. She was situated next to the executives and she had the chance to interact with leadership every day. Unfortunately, she never seized the opportunity to demonstrate her value. She was soon relocated to an office on a different floor without any windows. She didnt take the hint to step up her game and her manager finally let her know that she wasnt fit for the job, Gardner shares. While Gardner acknowledges that its difficult to recover from an unfavorable relocation there are ways you can turn things around, she says. First, seek ways to add value specifically with respect to the companys goals. Next, make sure your work is visible in a way that isnt braggingbut demonstrates your contribution . Finally, seek feedback from your supervisor. Not all supervisors are generous with both positive and constructive feedback, so you sometimes have to ask for it to get it, she says.Everyone deals with bottlenecks at work - mayb e your manager is dragging their heels on reviewing an essential document, or your department head shuts down your budget proposal. Its perfectly normal for things like these to happen every once in a while, but if they become an every day (or more) occurrence, you may want to examine things a little more closely.Is it getting harder to arrange a time to meet with your boss? Are your requests constantly getting denied? Are you being given the most tedious tasks to complete? If so, this may be a sign that your supervisor is encouraging you to quit and avoiding the task of giving you constructive feedback, Gardner says.If this sounds familiar, its time to get proactive about preventing roadblocks before they pop up. Set a regular cadence to check in with your boss and establish mutual expectations on how you engage. Ask for feedback and do so often Focus on adding value, stay aware of the changing environment at work, and adapt to changing circumstances, Gardner recommends. While getting assigned more difficult, complex tasks over time is a good sign, feeling blocked at every turn is a definite red flag .

Q&A With Rose-Gaëlle Belinga, a Morgan Stanley Technology Associate

Q&A With Rose-Galle Belinga, a Morgan Stanley Technology AssociateQ&A With Rose-Galle Belinga, a Morgan Stanley Technology AssociateRose-Galle (R-G) Belinga is a Technology Associate in the Global Expiry System group at Morgan Stanley. R-G recently spoke with Vault about how she landed an internship and full-time position with Morgan Stanley, the best aspects of working for the firm, and the advice she has for students looking to pursue a career with a top financial services firm. Below is an excerpt of that conversation.VAULT Where did you grow up and go to school? And how did you find yur way to Morgan Stanley?R-G I welches born and raised in Yaound, Cameroon. My father, who had studied abroad in New York City, encouraged me to also study abroad and gain exposure to other cultures. Thats how I ended up in Atlanta and Auburn. I received a Bachelor of Arts from Oglethorpe University in Atlanta and a Bachelor in Software Engineering from Auburn University. I also got my Masters in Sof tware Engineering from Auburn. While at Auburn, I did two internships at the National Center for Atmospheric Research in Boulder, Colorado. These internships were really exciting, and I truly enjoyed working with scientists and applying what I had learned in school.While in school, it was difficult to find female role models, but the Association for Computing Machinery and the Society of Women Engineers (two associations I joined) were really helpful. They both had great communities. It was through the Society of Women Engineers Conference that I found an internship at Morgan Stanley.At first I thought, Why would I want to work for a bank if I was interested in technology? But I was really impressed by what the representative from Morgan Stanley told me about the strong technology talent at the firm and the internship. In fact, what struck me the most was the fact that he knew exactly what he was looking for in an intern that the internship was merit-based, that I would be doing rea l work, and that he was quite enthusiastic about his job- that made a huge difference to me Also, I am someone who gets bored easily therefore, I was excited to learn that there are opportunities to move around and landsee different parts of the company. I ultimately started with Morgan Stanley as a Summer Analyst in Prime Brokerage Technology.VAULT Can you talk a little about your initial experiences at Morgan Stanley?R-G The internship was basically a 10-week interview where youre interviewing the company and they are interviewing you. I frequently met with different technology teams to understand the geschftsleben unit better while gathering requirements for my summer project, which was a proof of concept for a new mobile application. Until then, I had never developed a mobile app Moreover, there were several social activities organized throughout the summer to encourage Summer Analysts to get to know each other- several of whom I am still close to- and get exposure to senior man agement.The end of the program was the most memorable part for me, because I not only got to present my application to my group and to our business sponsors, but also because I was amazed by how much I had accomplished in such a short timeframe. This fantastic internship experience motivated me return to Morgan Stanley the following summer as a full-time employee.During the full-time training period you go through a well-defined series of accelerated courses which bring you up to speed with respect to how technology is used in the industry- whether inside or outside the firm. We also got the opportunity to work on small projects to showcase our ever-growing tech skills. In fact, I implemented web application games for this, which was quite fun. There are also a lot of activities and opportunities to bond with other trainees.At the end of your training program, you are given a list of teams that have Analyst openings, and you are matched with a team based on your preference- which ar ea you are most excited about. It is almost like matchmaking. You give your top picks, and you are matched up with a team based on need and your skill set. You also get help from your berater before giving your top choices, so you are not making your choices blindly. Through the training program, you are assigned a peer ratgeber as well as a more senior mentor.After the training program, I joined Morgan Stanley as a developer on the Listed Derivatives Clearing Technology team. After three years, I was offered the opportunity to switch to the Global Expiry System team and seized it. I wear multiple hats, but I pretty much implement and manage the complete software life cycle for each task I am given.VAULT What have you found to be some of the things at Morgan Stanleythat set it apart from its competitors, both in technology and in banking?R-G People often stress the differences between working in technology for a startup, a big tech firm, and a big bank, but I think this is a mislead ing conversation. The tech companies and investment banks often work together. In fact, when you look at the core of our day-to-day duties, our main goal is to implement innovative technology solutions for our users, regardless of the domain.Since I have friends at tech companies and other banks- I regularly attend meet-ups, hackathons, and conferences- I am well aware of what many other companies are like. And one of the main features unique to Morgan Stanley, and what primarily drew me to the firm, is the company culture. It really fosters your career growth. As a matter of fact, my initial plan was to work here for two years , and now I have been here for five and counting The culture is very collaborative and collegiate. We help each other out. It is a fun place to work, with great people. Everyone really cares about you. It is like an international family. In fact, I met many of my best friends at work and love visiting several of them in Budapest and Montreal.The commitment to career growth and support is great, too. I was given great mentors, and I have had the chance to be a mentor myself, for Summer Analysts and new full-time hires. I love doing this as a way of giving back, since my mentors helped me so much.Also, as part of my job, I often have to make presentations to my team. And to help you learn how to do that better, theres a Toastmasters group within the company. Toastmasters is a public speaking group, and it has really helped me out, both with my career and outside the firm.Finally, along with technology, Im passionate about art. So I really appreciate that Morgan Stanley sponsors a lot of museums, and sometimes brings in famous writers and Broadway actors to speak. We can also attend receptions at museums and movie releases. It is great to have the opportunity to participate in such activities through work.VAULT Are you involved with initiatives within Morgan Stanley outside of your day-to-day job?R-G I am involved in a lot of our diversity networks, such as the Women in Tech, as well as the Latino, Asian, and LGBTQA employee networking groups. These and other diversity groups all help a lot when it comes to personal growth, as well as recruiting and retention. Through them we get to learn so much about each other, and learn how to avoid unconscious bias by understanding the people we work with.VAULT What advice do you have for students about how they should go about getting a job, especially throughon-campus recruiting?R-G As far as interviewing, first, you should come prepared. Do your homework on the company. Second, you should be yourself. Dont worry about trying to impress your interviewer with things that arent true. And third, have fun and ask a lot of questions. Interviewing is a two-way street. Never forget that you are interviewing the company as much as they are interviewing you. Ask yourself, is this a place I can see myself working?VAULT This is going to sound like an interview question, but where do you see yourself in five years? R-G It is hard to know where I will be in the future nevertheless, when I look at my long-term goals, they are all under the umbrella of helping the global community and working on technology that is making a difference.This post was sponsored byMorgan Stanley.

The most productive time that you can manage

The most productive time that you can manageThe most productive time that you can manageOur quest for productive time can easily turn into a distraction.The best ideas dont happen when you are busy letting your calendar dictate your work. Most ideas show up when we are doing elendhing.A unterbruch is a moment for reflection?- ?we make room to leidice things.Just like music. Without silence, the various notes will all feel the same. Utilizing silence for very brief (less than a few beats) or for longer periods creates a different impact on the listener.Distractions dont help. The quest for productivity can make us suffer from self-imposed jet lag, rather than help us.When we are constantly looking at our phone screen, our attention shuts down. When we jump from one activity to the next meeting, we are distracted from being free.A pause equals freedom?- ?we liberate our mind from obligations. We let goof busyness.A Pause Life and SilenceSilence isnt just the canvas upon which music is painted. Its one of the colors on the composers palette.?- ?All AboutJazzVisual Design is another example of the importance of silence. The white space has mora importance than the typeface or images. You dont pay attention to it. But its the white space what helps you appreciate the rest of the elements.White space is like glue?- ?it connects all the elements through balance. Silence is the real sound of music. Empty spaces play a critical role in building the right atmosphere in architecture and space entwurf too. The white space is not wasted space?- ?it adds depth to the design.The same happens to our creativity. When we free our mind we make room for new ideas to show up unexpectedly.A pause amplifies our perspectives?- ?it becomes alearning experience.The Incubation PeriodTake a walk with a turtle. And behold the world in pause.?- ?BruceFeilerAt a previous job, we ran an experiment recess at work. It was based on the notion that mental breaks can positively impact performance. A small pause helps us switch gears and get recharged.After a couple of months, we validated the hypothesis that recess can have a positive impact on the adult world.Thats a perfect example of our paradox with pausing.We value the effect it creates but our knee-jerk reaction brings us back to an always on behavior.Our society values busyness. Its perceived as a synonym of productivity. We valuedoingmuch more thanthinking. Keeping our calendars cluttered is a like a badge of honor?- ?we dont protect our reflection or thinking time.Consultants, lawyers, advertising agencies, accountants charge their work by the hour. This reinforces our crazy relationship with time?- ?most companies pay services based on quantity, not quality. When time is the unit to make money, we end up prioritizing quantity over quality.To stop?- ?to think, reflect or decant?- ?is associated with negative financial consequences in a time-driven economy.In the 70s, GMs employeeswere not allowedto stop the assembly line because of financial implications. However, the automated process was too fast and the workers didnt have enough time to do their job causing a lot of frustrations and flaws.Japanese automakers, on the other hand, prioritized quality over everything. Special groups were tasked to oversee manufacturing andanyonecould stop the process by just pushing a button.Japanese automakers defeated Americans. Even worse, GM ended with a record of car recalls, not just frustrated workers.Pausing is an intrinsic part of Japanese culture.Take landscapers, for example. Before they design the walkways in a new park, they take a break. They let people walk freely across the park. After some time, by simply looking at where the grass is worn away, they build the paths?- ?they just follow the way people choosenaturally.A pause as an incubation period?- ?what feels like a waste of time (or money) is a major win in the long run.A Club You Dont Want toJoinHe who can no longer pause to wonder and stan d rapt in awe is as good as dead his eyes are closed.?- ?AlbertEinsteinIf you are running a startup?- ?or any fast-growth/ challenging company?- ?you probably bought into the notion that endless handwork is the formula to succeed.All the productivity gurus feed this idea. From the5 AM club, to formulas to increase your performance by x or the notion that your first 100 days will make or break your business.Watch out. You could end suffering from self-imposed jet lag quotingCraig Ballantyne.All these beliefs are based on the principle that working more is the formula for success. And that the same formula will work for anyone in any situation.Let me give you an example The power of showing up.If you want to succeed, you have to show up. Like any motivational phrase, that means nothingwithouta context. And thats a problem. Highlighting a nice phrase here onMediumand then tweeting it, wont create any real impact in your life.If we dont pause to reflect on its real meaning. If we dont s top to challenge its message. Whats the real impact of any inspirational advice?I do encourage people (myself included) to show up too. But not at any cost. Showing up in bad shape is pointless. If youve worked for more than 14 hours or your mind has run out of gas. Whats the point of starting your day at 5 AM after?Showing-up requires pausing from time to time too.Listicles Make You Busy, NotSmartDont get caught by modern gurus that are trying to maximize your productivity at the expense of enjoying living. And Im not talking about work/ life balance which is another modern paradox.Old time philosophers appreciated the value of pausing. They turned it into an art. Taking time for a walk, to reflect. Archimedes had his Eureka moment when stepping into a bath.Managing your emotions is more important than time management, according to breakthroughresearch on procrastination. It will make your life more joyful and productive. Ill dive deeper into this topic in a future post.Self-procla imed gurus love to show-off how they can write a daily post in less than an hour. But then, they expect you to buy their seven things that will change your life forever as the perfect formula.Cody Roylewrote a very smart post on that matter. He invited authors to provide people with frameworks rather than lists. Instead of dictating what people should do, share the roadmap.Let them design their own journey.This is my framework todayregain the value of pausing.Take Your Time.Now.Learning to value pausing is not a motivational gimmick. A pause provokes a change of behavior.Silence in music is so important and fundamental like a white canvas for a painter, the pauses in between words for a poet, stillness for a ballet dancer or empty spaces for an architect.Whats your pause? What does it mean to you? How can it help turn your work into art?Turn a pause into a high-performing act.This article first appeared on Medium.