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Category: News

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Emotional Agility

The prevailing wisdom says that negative thoughts and feelings have no place at the office. But that goes against basic biology. All healthy human beings have an inner stream of thoughts and feelings that include criticism, doubt, and fear. David and Congleton have worked with leaders in various industries to build a critical skill they call emotional agility, which enables people to approach their inner experiences in a mindful, values-driven, and productive way rather than buying into or trying to suppress them. The authors offer four practices (adapted from Acceptance and Commitment Therapy, or ACT) designed to help readers do the same:

Recognize your patterns. You have to realize that you’re stuck before you can initiate change.

Label your thoughts and emotions. Labelling allows you to see them as transient sources of data that may or may not prove helpful.

Accept them. Respond to your ideas and emotions with an open attitude, paying attention and letting yourself experience them. They may be signalling that something important is at stake.

Act on your values. Is your response going to serve your organisation in the long term and take you toward being the leader you most want to be?

To read the full article click:
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Millennial Managers Can Change Company Culture for the Better

Today, many workers wish to instill meaning and purpose into all areas of their lives — including their work. Millennials, many of whom are moving into management roles, have an opportunity to drive real change within their organisations and on the teams they lead. If you are a new manager, here are five key steps you can take:

  • Be transparent. Your team members will likely place high value on organisations that are transparent about both their successes and business challenges — as well as the roadmap between the two.
  • Trust people to work from anywhere. It is a way to signal to your employees that you have confidence in their ability to perform without looking over their shoulders.
  • Emphasize autonomy. The more you can empower your team to figure things out on their own, the more meaning they will find in their work.
  • Explain what your company is doing for the greater good. What gives your work meaning, on a large or small scale?
  • Focus on the whole employee. From free therapy and counselling to additional time off or employee fitness programs, there are a myriad of ways you can focus on the whole employee.
To read the full article click:
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Leaders Focus Too Much on Changing Policies, and Not Enough on Changing Minds

So why is business transformation so difficult to achieve? One reason is the invisible fears and insecurities that keep us locked into behaviours even when we know rationally that they don’t serve us well. Leaders can change processes, policies, seating arrangements, and other external factors, but until they change people’s internal feelings, assumptions, blind spots, and fears, they’ll struggle to make change stick. This kind of transformation should start with the leaders themselves, since its their personalities that often shape corporate culture.

To read the full article click:

 

 

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7 Rules for Job Interview Questions That Result in Great Hires

 It’s time to throw out the old list of interview questions that you’ve been using for years. Websites like Glassdoor.com give candidates access to the questions that most large companies ask, and the answers that interviewers expect. Hiring the wrong candidate is always costly, so it’s imperative that interviewers get the most critical information out of candidates possible. This starts with carefully selecting questions and determining the most acceptable answers in advance. The author provides seven guidelines for developing questions that result in successful hires. The key is to focus on topics that speak to the position itself and are therefore harder to prepare in advance.

To read the full article click:

 

 

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Rebuilding Relationships Across Teams in a Hybrid Workplace

The coming year of inventing our way toward whatever our workplaces will look like offers an opportunity to refresh and reinvent cross-functional relationships. Working to rebuild these bonds is especially important because most people won’t be returning to work as the same people they were before the pandemic; the last 18 months have changed all of us in some way. Organisational fragmentation isn’t a byproduct of remote work. It results from a lack of intentional bridge-building to link discrete groups and regions. Silos were certainly prevalent before the pandemic — hybrid work has simply created new requirements for effectively connecting teams that must work together to achieve shared outcomes. The author offers three approaches to help leaders and their teams reestablish strong connections across organizational boundaries as they’ve shifted to hybrid work environments.

To read the full article click:

 

 

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Have you ever thought about temping as a career choice?

Have you ever thought about Temping as a career choice but didn’t know much about it?
Did you know Temporary jobs can last anything from a few days to several months?
So if you’re looking to try out a new line of work or develop some new skills a temp job could be a great place to start.
Or if you’re in between work it can serve as a source of income and prevent gaps in your employment. It can also be a great route to securing a permanent job.
If you’re immediately available, then joining the flexible workforce maybe a great option for you.
Here’s how it works.
Firstly make contact with our experienced team of temporary recruiters here at Clark.
We can chat about temping as an option for you.
We’ll then meet for an interview where we’ll discuss your career history, goals and skills. We’ll agree what type of temporary work will suit you best.
Not all temporary positions will require a client interview, but many will – particularly those of a long term or more senior nature.
It may take a little time to find the role that works for you so do keep us up to date with your availability for work.
We do everything we can to match you with the right type of work.
Once you begin your role with our client you will complete timesheets for hours work and get paid on a weekly basis. Your consultant is there to support you throughout your assignment.
You can contact Sarah, Maire or Michelle on 045 881888 or email careers@clark.ie. We’d be delighted to help you.

 

 

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How to Manage the Emotional Roller Coaster of a Job Search

One week you have networking meetings and interviews scheduled, people are responding to your emails and you feel encouraged and hopeful — then radio silence — making you feel confused, frustrated or even helpless. The author offers five strategies for dealing with this emotional roller coaster, including having someone to talk to and engaging in activities like mindful meditation or journaling to help you process emotions as they arise.

To read the full article please click:

https://hbr.org/2019/10/how-to-manage-the-emotional-roller-coaster-of-a-job-search

 

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Introducing Innermetrix psychometric profiling tools

Realising your peoples’ full potential. Extraordinary solutions for everyday business challenges.  Self-awareness is key to achieving peak performance.
Innermetrix is a global research, development and certification company specialising in creating psychometric and business consulting tools for experienced career professionals within areas of Leadership, Human Resources, Management, Coaching, Learning and Development.
The world renowned lnnermetrix suite of psychometric profiling tools include the IMX ADVanced Insights Profile measuring the What, How and Why of human performance.
The key to individual and collective excellence lies in understanding the combination of a person’s behaviour, values and personal skills.
The IMX DISC Index, Values Index and Attribute Index are the most contemporary profiling tools on the market today, underpinned by the ground‐breaking work of Dr William Marston, Dr Eduard Spranger and Nobel prize nominee Robert S. Hartman.
To find out more please contact Deirdre Coghlan Murray on 045 881888 or email deirdre@imx.ie.

 

 

 

 

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To Retain Employees, Focus on Inclusion — Not Just Diversity

Employees who differ from most of their colleagues in religion, gender, sexual orientation, socio-economic background, and generation often hide important parts of themselves at work for fear of negative consequences. This makes it difficult to know how these employees feel and what they want, which makes them vulnerable to leaving their organisations. The key to inclusion is understanding who your employees really are. Many organisations conduct employee engagement surveys, but most neglect to segment the data they collect by criteria such as gender, ethnicity, generation, geography, tenure, and role in the organisation, missing opportunities to identify issues among smaller groups. Focus groups are another way to gain deeper insight into what employees care about. They are best facilitated by a third party with no vested interest in the outcome so that employees can speak freely. A one-on-one discussion with a manager can be the most powerful tool for finding out what an employee cares about. But for these conversations to be effective, the manager needs to have an open-door policy and exude a “tell me anything” persona.

To read the full article please click:

https://hbr.org/2018/12/to-retain-employees-focus-on-inclusion-not-just-diversity

 

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When Crisis Strikes, Lead With Humanity

In a moment like the coronavirus crisis, leaders have to navigate a paradoxical tension: providing direction, guidance, and reassurances while simultaneously acknowledging that the path forward isn’t clear.  Balancing this tension requires you to lead with humanity in three important ways: 1) Put people first; 2) Be upfront and vulnerable; and 3) Go out of your way to support and connect.

To read the full article please click:

https://hbr.org/2020/04/the-best-leaders-meet-a-crisis-with-humanity