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What to Do Right After Making a Big Mistake at Work

It happens. In fact, it’s inevitable. Sooner or later, there will come a time at work when you make a mistake. Whether it’s sending an email on accident, submitting the wrong budget numbers, or saying something stupid in a business meeting, there will be a moment when you do the wrong thing and will need to save face.


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Want to make sure you are still employed — or at the very least, have some dignity remaining — after making a mistake on the job? Here’s what you can do right after you make an egregious error in the workspace.

1. Remember you’re not alone.
You are not the only person in the office who has made a mistake, so if you feel concerned about being the only one at work who does, fear not. None of us are perfect — neither you nor your coworkers will be 100 percent successful, 100 percent of the time. It’s just not possible.


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2. Stay calm.
According to one survey by Accountemps, 45 percent of professionals say they have cried at work, and 52 percent of the survey participants said they have even lost their temper while on the job. Emotional outbursts in the office certainly are not rare, but the key is to make sure that for you, they are not frequent. Take a few deep breaths and be sure to compose yourself so you don’t trigger a cascade of additional mistakes.


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3. Keep things in perspective.
Unless you’re a brain surgeon or a pilot, there is a good chance that making a mistake at work is not a life or death situation. In fact, smart leaders understand that they are often the result of experimenting and looking for new ways to do things better. Do your best, and if you do drop the ball, know that most mistakes can be corrected and you and your organization have the opportunity to learn from them.


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4. Find a solution and prepare for the future.
Of course, after you compose yourself, the next best move is to fix the error. Even further, you can evaluate your actions and determine what needs to be done differently next time in order to prevent future issues. You can even communicate your findings and decisions to your boss, which will show him or her that you are trustworthy and take initiative.


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5. Enjoy the ride.
Mishaps and failure play an integral role in personal and professional growth, because they help you learn more about what you are doing and about yourself. In fact, mistakes can even help your company and organization at large. Big ideas (whether created intentionally or by accident) help drive innovation and creativity — you may be making a mistake now, but tomorrow that very same mistake could be viewed as an opportunity for something new and innovative.

Remember — you can fail and still have success. No matter what kind of mistake you make, there will always be room for you to bounce back.


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The Bersin Talent Analytics Maturity Model

The four types of analytics correlate to a model showing the maturity of analytical methods. The Bersin Talent Analytics Maturity Model, developed by HR industry analyst Josh Bersin, numbers the levels of analytics from the lowest to the highest. Descriptive analytics appear just under level two, diagnostic analytics are at level three, predictive analytics just under level four and prescriptive analytics at level four.

This model defines four plateaus of implementation that companies encounter as they develop data analytic capabilities:

  1. “Operational reporting” – About 50% of companies are at this “reactive and descriptive” level. Normally at this point, companies don’t assign staff members to work solely on data analytics. Instead, staff efforts focus on amassing complete correct data with punctual reports. Usually companies collect only two talent metrics: the time it takes to fill an opening and information on diversity within the company.
  2. “Advanced reporting” – Approximately 30% of companies fall into the category of “proactive and diagnostic” reporting. They have data analytics staff members who work with their leaders to make sense of information and to determine how to apply it.
  3. “Advanced analytics” – Only 10% of companies use information strategically to “identify issues and recommend solutions.” These firms may have core data analytics teams, conduct increased data collection and use advanced forms of analysis.
  4. “Predictive analytics” – A rare 4% of companies employ models and scenarios to foretell what may happen and what possible outcomes might occur. The information they convey – while derived from painstaking analysis and modeling – remains accessible to the layperson. This results in a clearer understanding that helps lessen risk and more easily integrates with corporate strategic planning and development.

“We must now be anchored in data and analytics.”

Of the companies that IBM and HR.com polled in 2015, 48% used descriptive analytics, while 41% still used basic reporting. Eight percent of companies surveyed used predictive analytics; only 3% used prescriptive analytics. More than half these firms saw a defined, direct relationship between their talent strategies and business goals. This direct relationship calls into question the KPIs firms now use for analysis.

“We must rise to the challenge, designing data-driven people strategies and the programs to achieve them as catalysts for change.”

Reference:

(1) The Data Driven Leader

 

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The Four Stages of Analytics

Data analytics is the next big thing, or so they say.

The first step in using data analytics is understanding its four stages:

  1. “Descriptive analytics” – “Rear-view mirror” data describe what occurred in the past. Companies traditionally use these analytics to define how many people attended a seminar or the number of hires in the past year. Reports and dashboards often include this information. Many collection platforms automatically provide notice when a descriptive metric goes above or below a predetermined level. Most daily business units use descriptive analytics.
  2. “Diagnostic analytics”  Answering the question “why,” diagnostic analytics involves statistical and analytical models that weigh certain variables or Key Performance Index (KPIs) to define or reveal relationships in data sets and to seek possible reasons and solutions for a problem.
  3. “Predictive analytics” – These provide insight into possible future events by integrating several processes – statistics, modeling, machine learning, data mining – to find further causal relationships with active and past data sets.
  4. “Prescriptive analytics” – Building on descriptive and predictive analytics, prescriptive analytics dives deeper, using advanced analytical and mathematical models to find the best options for action in a given situation. Prescriptive analytics potentially can offer ideas on implementing new solutions and dealing with their possible implications or any corollary issues.

“Doubling down on what we know, or preferring the status quo to the unknown, may lead us to manage with stale data or ignore indications of shifting metrics or performance drivers.”

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Get Really, Really Good at Crafting Your Resume

Crafting a great resume is about more than landing a job. It just like your life achievement recorded in paper.

Crafting a great resume is about learning how to think from someone else’s perspective. If you can imagine what someone else wants to see in a great resume, you can view other things from their perspective too, and that’s important in the professional world.

To do a resume the right way, consider the mistakes you should avoid:

  • Avoid disorganization: Provide your name, work experience and corresponding titles, education, relevant skills.
  • Avoid irrelevant information: Consider the position you’re applying for carefully and focus on information relevant to it.
  • Avoid length: A one page resume with just the right wording is a thing of wonder.
  • Avoid showy fonts and words: Be basic but let your personality shine through.
  • Avoid sloppiness: Check for typos, misspelling, and grammatical mistakes.

Example: Here’s a great resume example, courtesy of Shayanne Gal from Business Insider:

BIresume.png

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Want more respect at work? Science says change this 1 simple thing

Key Take Away

  • The better you sleep, the better you lead
  • Manager should consider ‘human sustainability’
  • Lack of sleep affect my charisma
  • Sign of fatigue would be apparent
  • Work negativity will impact my health and productivity

​It goes without saying that being a leader is hard work. Unfortunately, when company leaders burn the midnight oil too often and leave sleep behind, they can end up doing more harm than good – not only to their bodies, but to their businesses. ‘Bragging’ about the lack of sleep you get can seem like a competition where the person who works more hours is the champion. But according to science, when you sleep better, you lead better.

In a study conducted for Consulting Psychology Journal: Practice and Research, researchers asked 384 leaders and professionals about their sleep patterns, beliefs, attitudes, and problems across different leadership levels. 42 percent of participants reported getting 6 hours of sleep each night or fewer, and 31 percent reported having trouble sleeping at least a few nights each week.

So how does this lack of sleep impact leaders? Researchers conducted a longitudinal field experiment with 223 participants. Participants completed a survey about their sleep habits and were then were randomly assigned to either be given access to sleep therapy or not. Ten weeks later, participants were sent a second survey. The results showed that participants who received the sleep treatment demonstrated better organizational citizenship, a less-negative affect on company operations, and overall better job satisfaction.

“In addition to environmental sustainability, managers should consider human sustainability,” says Christopher Barnes, an Associate Professor of Management at University of Washington, “Sleep is an important part of that equation.”

Having a lack of sleep can also impact your charisma. Less sleep can cause leaders to appear less articulate and less smart. This can make people more hesitant to do business with them, and can also dull their self-control. And since signs of fatigue are often so apparent, working for a sleep deprived boss can lead employees to reject sleep, which can negatively impact their health and production.

So, after reading this, you’ve realized that you need to make some major changes to your sleep schedule to better your physical and company health. Now what do you do?

Implement a few sleep-enhancing practices to get better shut eye each night. Applying mindfulness practices by paying attention to the present moment instead of the future can make it easier to fall asleep at night. Another practice you can incorporate is boundary management: a cognitive and social technique that encourages building healthy barriers between work and personal life. After examining your current boundary practices, compare the boundaries you already have in place with your ideal preference for setting boundaries, and make a note of what changes would need to be made to align current practices with your ideal.

Change doesn’t happen in a vacuum: speak with your family and colleagues about how to help keep you accountable. Your body – and your business – will thank you.

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Authenticity of oneself in Organizational perspective

Most organizations want to hire employees to perform a set of tasks or to fill a vacant ‘box’. So they advertise the available job, offer a competitive compensation package, and a queue forms. The queue is made up of people who need money to pay for their living expenses, such as food and rent. In a model like this, the job is just a means to an end which is the truth for most people which lead to the phrase rat race.

When a new employee is hired under this typical scenario and shows up the first day, the superior usually tells her what work needs to be done and shows her how to act. This approach to employment allows leaders or superiors to predict and control what will come out of the job (at least in the short term). But this approach doesn’t produce the most productive, innovative work environment which is required for the organization advancement and creative problem solving.

A decade long study showed that most organizations’ entry, or “onboarding,” processes share a common goal that is to inculcate the organizational culture and teach new employees the job requirements. But we also identified a very different approach that encourages employees to be authentic and express themselves on the job. It isn’t more expensive than traditional approaches, but it does require leaders to adopt a new mindset.

Human Nature

One of innate human desire is our longing for opportunities to be valued as our authentic selves (our real self). Being valued for who we truly are makes us feel alive. We’ve found that when people gain insight into their unique perspectives and strengths and can use them at work, their work engagement increases and their work is no longer just a means to the end. Most organizations do not tap this power source and, as a result, do not get the best out of their employees.

Ray Dalio, in his book, The Principles, suggest that in order for an organization to perform extraordinarily well, its employee need to be happy and highly competent. And in order for an employee to be happy, the employee must be able to express herself authentically (brutal honesty & transparency) and the job scope or task must match with her talent and interest, her personality shall complement others in her team and she shall be able to adapt to the organizational culture. If not, separation is the best way forward for both the employee and the organization in the long run.

Authentic self-expression isn’t just important because it makes us feel better but it is also essential for them to perform better. This is because when employees enter into relationships with others who recognize and verify their authentic self-views, they are more likely to share information and collaborate with colleagues, resulting in greater productivity. And when employees feel they can bring both their heads and their hearts to work, innovation and creativity thrive, and customers notice that employees authentically care about them.

Our authenticity perspective encourages newcomers to not only maintain their unique values, perspectives, and strengths but also to use their strengths to solve organizational problems. By making authenticity a core value from the start of employment, organizations may not only inspire greater commitment and effort but also strategically allow for the type of “positive deviance” that keeps them fresh and agile while giving more meaning to their work domain, not just a means to an end.

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4 Surprising Things Keeping People Happy & Satisfied at Work

Do you know someone who truly loves their job?

If so, try asking them what they like so much, chances are it’s not as simple as, “I make good money.” There are a lot of factors that contribute to workplace happiness besides money, and some of them might truly surprise you.

Recently, LinkedIn conducted a survey on workplace culture trends, looking into just what makes people love the work they do and want to stay with their current employers, and the results proved that money isn’t everything. In fact, an overwhelming 70% of respondents said they wouldn’t work at a top company if it had a bad workplace culture, even if the pay was good. It simply means that most people would be happy making $80,000 per year and be happy rather than making $120,000 and be miserable.

What exactly makes for a positive workplace?

Among four cultural factors that reportedly kept people happy and satisfied at work would include –

1. ALL ABOUT BALANCE
On the top of most employees’ wish lists is balance. In the survey, more than half of employees said they want to work for a company that is flexible and promotes work-life balance.

What does that mean, exactly? It varies from person to person, but think of things like not feeling obligated to answer emails outside work hours, not feeling guilty using your vacation time, allowing remote work when necessary, being understanding about family matters… the list goes on. It makes sense that people prioritize work-life balance-no one should feel as though they have to choose between work and having a fulfilling personal life.

2. MAKE ME PROUD
People who love their jobs are generally proud of what they do and the bigger impact their company makes. In the LinkedIn survey, a whopping 87%  of Americans said having pride in their company is of utmost importance.

Today, it’s not enough to just show up at work to collect a paycheck. Employees want to feel as though their work is making a positive impact on society or a feeling that their work contribute to the greater good, a meaningful work. Respondents also noted that they want to work for a company that has the same values and ethics as they do. Close to 40% said they would leave a job where their boss asked them to do something they had a moral conflict with.

3. BENEFITS BEAT “PERKS”
Workplaces today often out their in-office “perks”-free snacks, game rooms, lounge areas, etc. However, if they had to choose, employees would rather have a solid benefit package over these types of freebies.

In the survey, 47% of respondents said they’d rather have time off during the holidays, learning and development programs, philanthropic opportunities than “perks.” It also revealed that strong workplace benefits was one of the driving factors in employee retention-paid vacation time, parental leave, health insurance and the like are essential for keeping workers happy.

4. WE WANT TO BELONG
No one wants to feel out of place, especially at work! After all, it would be incredibly disheartening to spend 40 hours a week in an office where you feel as though you aren’t accepted.

For these reasons, it’s really no surprise that nearly 50% of survey respondents said they value a culture where they can be themselves. People want a sense of belonging in the workplace-that isn’t too much to ask, is it?

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What is the best font to use while working in Excel?

Here are some text on choosing fonts for Microsoft Excel to make it easy to read and less stressful for your eyes:

1. Text: Excel sheets can have a lot of closely spaced text (think of a heavily loaded newspaper). The tool in itself doesn’t give the best options for playing around with text spacing. So choose a text font that helps with readability.

2. Numbers: Excel sheets are bound to have a lot of numbers. Hence the ability to scan through them really fast is important. The best fonts to use for numbers are the ones with “tabular figures” (monospaced numerals) rather than proportional. The difference between proportional and tabular is best explained in this diagram

1.PNG

Keep them in mind, my recommendations: stick to standard sans-serif fonts like ArialCalibri for general use. They take care of text readability. If you have a numbers-heavy sheet, you should consider using a monospace sans-serif like Roboto Mono.

Keep them in mind, my recommendations: stick to standard sans-serif fonts like Arial, Calibri for general use. They take care of text readability. If you have a numbers-heavy sheet, you should consider using a monospace sans-serif like Roboto Mono. If you haven’t tried it yet, Google Fonts help you browse through and filter font types. If you like one of them you can just download it and use it for your Excel needs.