Over-performers, know what makes them tick
My client graduated with the highest honors, and moved up the corporate ladder quickly, and accepted, or should I say was deceived, many large responsibilities through different assignments. Within a couple of years, she was, at the age of 26, advising the board. She was, in everyone's estimation, an "A player"—one of the gifted and productive employees. She consistently overperformed, and her boss said she did great work. She though worked harder and harder. But although she received many compliments, she missed a non-judgemental mentor to learn from. She felt under-appreciated and stressed almost leading to a burn-out. She was already looking for another job. Through coaching, she got an insight that it is not the job but that she is striving to satisfy an inner need for recognition based on low self-esteem. She was working extrinsically instead of intrinsically driven. Certainly, managers aren't therapists or executive coaches, and they don't have to be. But it will help managers if you try to understand what makes these employers tick. If we do not carefully manage the often-unconscious needs of these over-performers for appreciation, they will bum out in a way that is damaging to themselves and unproductive for the company.
Art of focusing
If I could just plan my schedule better I will get more done. I recognize this thought, or should I say assumption, and so does one of my clients. He and I and many others struggle with the fact that we think this all the time but we still don't feel very productive. We are often falling short of our daily goals for progress. And then we "punish" ourselves again with the thought that we should plan our schedule better. A Catch 22 thought!
It wasn’t until it dawned on me when I read this article in HBR: Being prolific is not about time management. There are a limited number of hours in the day, and focusing on time management just makes us more aware of how many of those hours we waste.
A better option is attention management: Prioritize the people and projects that matter, and it won’t matter how long anything takes. Attention management is the art of focusing on getting things done for the right reasons, in the right places and at the right moments. So start the day with sitting back and analyze what needs to be done and why instead of when.
Vragen stellen = Verbinden
Vragen stellen zit in mijn bloed. Ik ben nieuwsgierig en vraag naar verhouding, verbinding en context. Ook al hou ik mijn mond deze vragen spelen zich constant af in mijn hoofd.
Nu las ik in de Correspondent dat Hoogleraar Martin Walton het “verhoudingskunde” noemt. Mooi gezegd!
Hoe verhouden mensen zich tot de dingen die hen overkomen? Hoe verhouden ze zich tot de rollen die ze spelen/ werk/ privé? Of de rollen die ze niet meer kunnen spelen door ziekte, demotie, ontslag of burn-out. Hoe verhouden ze zich tot die ervaring van verlies? Mijn ervaring met deze verhoudingskunde is
Ben jij een micromanager?
Professionals worden gek van mircromanagers.
“Zo leren we toch niets meer”, hoorde ik twee mensen op de fiets tegen elkaar zeggen.
“ Ik ga op zoek naar een andere baan.” Jammer, denk ik. M’n handen jeuken om met de betreffende manager in gesprek te gaan.
Micromanagers weten allang dat ze controle houden en dat ze een control freak worden genoemd. Het in controle willen houden van taken is een onbewust gedrag. Veelal ontstaan uit de angst en het niet vertrouwen van het loslaten of het overlaten aan anderen. Heb jij deze gedachtes ook?
Importance of workers Health and Wellness
The remote work measures taken in response to Covid-19 have caused the digital economy to grow more rapidly than ever before, along with our “always on” culture and the stresses of managing work-life balance.
Sunday 06 September 2020 hits: 307
Should you work while on vacation? Reframe Time-off to Work-time!
Clients tell me that they like working remotely part-time, but it also burdens them with additional demands on their time
Spending weekends or holidays working undermines one of the most important factors that determine whether we persist in our work: Intrinsic Motivation. We feel intrinsically motivated when we engage in activities that we find interesting, enjoyable, and meaningful. Research shows that working during leisure time creates internal conflict between pursuing personal and professional goals, leading us to enjoy our work less. Yet, we also uncovered a solution to this problem: reframing time off as “work time” can help us maintain intrinsic motivation for our work.
Similarly to how we think of Monday as the “start of the week”. When we engage in work during the time that we think of as leisure time, such as the weekend, we experience conflict between our expectations and reality, and as a result, we find our work less engaging and less meaningful.
How Different MBTI Personality Types Cope with an Always-On Culture
Looking at the four strategies in light of MBTI personality type can help you identify how to use them most effectively to reduce the negative effects of being always on. Especially useful since we are working from home.MBTI test
1. Create time and space to switch off.
If you have extraversion preferences, recharge by doing something active, perhaps with others (even if that happens virtually while you’re social distancing). If working from home, make sure to take breaks. Go for a walk or a run if you can, or do something new and different. Some extraverts find it helpful to leave their devices in another room when they’re de-stressing. Keep in contact with others, and use video, not just voice.
How to manage perfectionists; Mentor them on human knowledge and experience through trial and error.
In the last year, I met more “Millennial” clients who experience stress through their own perfectionism and fear of failure.
Do you lead millennials? Then you can help them put this conviction into perspective.
Be a mentor! Create an organizational culture in which they can learn from mistakes. Gaining responsibility to develop their professionalism and control options to adapt their working conditions to their lives. The more flexible the boss is, the more motivated and loyal millennials are to their employer. Persistent myths are circulating. These young ones would be spoiled and impatient and would not accept authority. In reality....
Thuiswerken is effectiever en je vervelen is OK!
Clienten vertellen me dat ze met het thuis werken effectiever zijn en dat ze hierdoor ook leren dat in die extra tijd niets doen niet lui zijn is. Maar juist de creativiteit bevordert. Je vervelen is OK!
Uit het onderzoek TIJDSBESTEDING van het Sociaal en Cultureel Planbureau blijkt dat 45 procent van de Nederland zich gedurende de werkweek opgejaagd voelt en 10 procent 'bijna altijd.' Vijf jaar eerder, tijdens het één na laatste tijdsbestedingsonderzoek, lagen die percentages veel lager. Tijd om te leren uit het raam staren als nuttig te ervaren.
Laat je mening horen; menselijke waarde versus aandeelhouderswaarde
"Er wordt niet naar mijn mening geluisterd, daar word ik zo moe van." Dat hoor ik cliënten zeggen. En dus wordt er meer en meer tijdens vergaderingen gezwegen. Het komt volgens Marjolein Quené omdat het Angelsaksische model ons Rijnlandse model soms overruled. Een manager functioneert daardoor bij de gratie van de standaardisatie; dan kun je nl de bedrijfsvoering in financiële termen neerzetten en creëer je tastbaar "resultaat" en.... aandeelhouderswaarde. Er wordt dan minder rekening gehouden met de belangen en motivaties van de mensen. Ook al lijkt het niet efficiënt we zullen met elkaar in gesprek moeten blijven over wat voor ons van waarde geldt in plaats van alleen de financiële waarde als doel te stellen. Als je je mond houdt gebeurt er niets. Je kunt......