Right Attitudes

Ideas for Impact

Managing People

The Problem with Hiring Ex-Entrepreneurs

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The Problem with Hiring Ex-Entrepreneurs Former entrepreneurs often switch to corporate gigs, aiming for a better work-life balance and a touch of structure. While their creative mojo can jazz up your team, there’s a flip side: culture clashes. Entrepreneurs are used to doing things their way; so the corporate world, with its hierarchy and risk aversion, might feel like a straightjacket to them.

Expecting them to play by the ‘rules’? That’s where they’ll hit a snag. Their knack for juggling multiple roles clashes with the corporate call for slowing down and delegating—it’s a bit like expecting a cat to bark. Navigating the corporate landscape, with its politics, large teams, and strategy alignment, can be a real puzzle.

Moreover, there’s the risk that these ex-entrepreneurs might decide to pack their bags and return to startups or solo ventures if the corporate environment cramps their style too much.

Idea for Impact: If you’re considering hiring an ex-entrepreneur, watch for clashes. Set expectations and use their strengths without stepping on corporate toes.

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  5. Beware of Key-Person Dependency Risk

Spot the Signs, Draw the Lines

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Patronizing Behavior: Spot the Signs, Draw the Lines Ever experienced disempowerment, frustration, or communication breakdown due to someone’s perceived superiority or authority? Learn to identify three common patronizing behaviors:

  • Talking down: Speaking in a simplistic or slow manner, assuming you won’t grasp complex concepts.
  • Unsolicited advice: Acting like you can’t handle things on your own, and, worse, making decisions for you without consultation.
  • Disregarding opinions: Interrupting, dismissing feelings, and implying overreaction or irrationality.

First move: Stay mindful. Recognize signs of patronizing behavior in those around you. Defend your boundaries: Be assertive when lines are crossed, standing tall against disrespect or manipulation.

Idea for Impact: Respect starts with you. Your standards for how you’ll be treated matter!

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Our 10 Most Popular Articles of 2023

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Top Blog Articles of 2023 Here are our most popular exclusive features of 2023. Pass this on to your friends; if they like these, they can sign up to receive our RSS feeds.

The Secret Weapon to Happiness. Happiness is tied to expectations—whether things exceed or fall short. Adjusting expectations, as suggested by Buddhism, can boost joy, without the need for constant striving or societal pressures.

Why It’s So Hard to Apologize. Non-apologizers find it challenging to set aside pride and concede imperfections, often as an effort to protect a fragile self-image. Apologies don’t have to prove a point.

The Two Best Employee Engagement Questions. How actively do you engage in enhancing your responsibilities, and does your workplace actively seek your input for improvements? To what extent do the processes you work with support your success in your role?

Listening Is Not Just Waiting to Talk. When we pretend to listen while internally rehearsing our response—crafting a counterargument,—we fail to genuinely grasp the speaker’s message, overlooking its nuances and subtleties.

A Daily Appointment with Your Worries. Schedule specific 15- to 30-minute “Worry Time” slots on your calendar to limit and make your worries more productive, encouraging active problem-solving and preventing constant rumination throughout the day.

The Shoichi Yokoi Fallacy. Japanese soldier Shoichi Yokoi hid in Guam for 28 years, clinging to his identity and principles, but ultimately sacrificed his life as unwavering adherence to ideals turned into a vice.

Why Your Partner May Be Lying. People may lie to partners when they feel unsafe telling the truth, fearing rejection or disapproval. The focus is often on short-term benefits, and if they believe they won’t get caught, they find it expedient to sidestep the truth.

Three Rules to Decide If You Should Automate a Task. Selecting processes for automation is challenging, but a thorough workflow analysis reveals the ideal path for automation. The process should be efficient, requiring minimal human interaction.

Much Said, Little Decided in Most Meetings. Gathering well-paid professionals for unproductive, costly interactions is unchecked. For better decisions, plan purposeful meetings that prioritize decision-making over information-sharing.

Under Pressure, the Narrowing Cognitive Map. Time pressure can lead to “narrowing of the cognitive map,” causing tunnel vision and errors in judgment. The case of Singapore Airlines Flight 6 exemplifies how this hinders decision-making.

And here are some articles of yesteryear that continue to be popular:

We wish you all a healthy and prosperous 2024!

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We Hope Others Understand, Love, and Care, but Expectations Can Burden

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We Hope Others Understand, Love, and Care, but Expectations Can Burden In our world, emotions and care often prove transient, and though we hope for compassion and understanding, especially within close personal relationships, it’s not guaranteed that everyone will respond as we desire.

It’s essential to remember that each person’s actions stem from their own thoughts, emotions, and limitations, existing within a separate realm of their own. Their world is distinct from yours.

When someone doesn’t understand, love, or care, avoid taking it personally. You can’t impose your reality onto theirs and assuming they fully grasp your perspective. Rejection arises from their judgments, which may not necessarily relate to you.

Instead, if you choose to release the expectation that others must prioritize your feelings, you become better equipped to embrace their responses and behaviors, reducing the potential for conflicts. As Buddhism teaches, suffering arises from attachment and desire.

Idea for Impact: Expectations dissolve, conflicts abate. In conflicts, it’s vital to recognize that peace doesn’t mandate the participation of both parties; it only necessitates one—yourself. The source and resolution of the issue reside within you. Through acceptance, you can liberate yourself from the cage of expectations.

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  5. Begin with Yourself

Stop Owning Other People’s Problems

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Stop Owning Other People's Problems When the people around you are upset, it’s only natural to feel the urge to help. Offering assistance is a noble act, but there are instances when this well-intentioned impulse can become unproductive, sapping your precious time and energy.

Feeling an obligation to assist is one thing, but when this sense of duty transforms into guilt, it becomes a problem. A repeated failure to set the necessary boundaries or assert your own needs can often leads to resentment.

  • Send your love, not your worries. Care for those you love, but don’t become emotionally entangled in their problems. Maintain a healthy emotional distance and protect your mental and emotional well-being.
  • Offer support, not solutions. Trust that those you care about can figure things out on their own. If they can’t, trust that they’ll turn to you for help when needed. Don’t offer help unbidden. Be cautious about enabling others to sidestep their problems by relying on you to solve them. Encourage self-reliance and personal growth.

You don’t need to extinguish every fire that ignites around you. Assisting with other people’s problems can be emotionally draining. Embrace your boundaries.

As you invest time and energy to the concerns of others, remember that there’s no one looking out for you. Your time and energy are valuable, so use them intentionally and protect your own well-being.

Idea for Impact: Failing to set boundaries turns obligation into guilt, fostering resentment. Balance care and self-preservation.

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The Never-Ending Office vs. Remote Work Debate

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The Never-Ending Office vs. Remote Work Debate Don’t we love talking about it endlessly! The debate on the balance between office and remote work days continues, with a possible shift from the current two or three office days to four days in the office and one day working from home.

Remote work was vital for business continuity during the pandemic, but it has limitations. In-office work fosters collaboration, innovation, and spontaneous interactions that nurture a unified company culture. It also delineates work-life boundaries, improving well-being, focus, and discipline.

The question of whether more office time boosts productivity lingers. In a cohesive company culture, flexibility in office days is crucial, tailored to the unique needs of employees, culture, and clients. Rather than strict rules, workplaces need to focus on building team chemistry and accommodating diverse work styles, enhancing collaboration and talent optimization for productivity.

Idea for Impact: The office itself doesn’t possess magical productivity powers; it’s the quality of focused, distraction-free time that drives productivity.

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Fostering Growth & Development: Embrace Coachable Moments

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Fostering Growth & Development: Embrace Coachable Moments To make coaching a dynamic part of your workplace culture, encourage managers to seamlessly weave coaching and feedback into their daily interactions with employees. This not only saves time by preventing avoidable issues but also propels employee growth.

Coaching opportunities often spring up when there are unexpected twists or triumphant moments. Managers should invest time observing team members in action, whether they’re in the field or on the phone, engaging with customers and prospects. This observation uncovers hidden insights and provides an impartial view. It’s a tricky task for individuals to self-diagnose while deeply immersed in their tasks.

In addition to these impromptu coaching moments, managers can schedule coaching sessions to create a safe space for individuals to explore their thoughts and challenges. This fosters self-awareness, precise self-evaluation, and enhanced problem-solving skills.

To identify coachable moments with staff, managers should consider questions like, “Is this situation urgent?,” “Could it offer valuable learning?,” “Is the individual receptive to this conversation right now?,” and “Am I available for this discussion?”

Moreover, celebrating achievements, no matter their size, provides an exciting opportunity for coaching to strengthen the behaviors that led to success.

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The Buddha Teaches: How to Empower Yourself in the Face of Criticism

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The Buddha Teaches: How to Empower Yourself in the Face of Criticism Within the Theravada Buddhist tradition’s Pali Canon, the Akkosa Sutta teaches the importance of non-reactivity in the face of insults and harsh words. It emphasizes that when someone insults you, you should remain calm and composed, like a mirror that reflects an image without being affected by it.

Akkosa Sutta: Anger Quelled with Patience and Compassion

Siddhartha Gautama, the historical Buddha, achieved widespread renown during his 45-year teaching mission following his enlightenment. His teachings resonated with many, leading to the formation of the monastic Sangha.

The Buddha’s reputation as an unprovokable and serene spiritual teacher quickly spread across the regions he visited.

A man journeyed hundreds of miles with the intent of testing the Buddha’s renowned composure. Upon reaching the Buddha, the man wasted no time in subjecting him to a barrage of criticism, insults, challenges, and deliberate attempts to provoke a reaction.

Remarkably, the Buddha remained unruffled. Instead, he calmly inquired, “May I ask you a question?”

“Of course,” the man responded.

With gentle wisdom, the Buddha asked, “If someone offers you a gift and you decline to accept it, to whom then does it belong?”

The man pondered and replied, “It belongs to the person who offered it.”

A serene smile graced the Buddha’s face as he said, “That is correct. So if I decline to accept your abuse, does it not then still belong to you?”

In the wake of a thoughtful pause, the man chose to walk away.

Managing External Perceptions with Grace

The Akkosa Sutta emphasizes a fundamental Buddhist principle: Non-Attachment. When confronted with criticism, it’s crucial to distance yourself from the need to defend your self-image or validate your worth. By not allowing the negative words of others to provoke an emotional reaction, you promote inner peace and detachment from external negativity.

When accusations trigger that defensive knot in your stomach, pause and engage in self-reflection. In such moments, there are only two possibilities: either the accusations are valid or false. If they hold truth, anger serves no purpose; it’s wiser to acknowledge the valid points, learn from the experience, and advance in life.

Conversely, if they are false, once again, anger is unnecessary. In this scenario, the responsibility for their emotions lies with the person who made the mistake. While you can’t control the actions of others, you have the power to manage your own reactions.

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Employee Surveys: Perceptions Apart

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Employee Surveys: The View From The Top, And The View From The Bottom Employee engagement surveys offer a stark illustration of the disconnect between the viewpoints of lower-ranking employees and top management. The Economist notes that bosses often believe their companies are compassionate, but their subordinates tend to hold a different perspective.

A [meta study on engagement surveys] found that bosses often believe their own guff, even if their underlings do not. Bosses are eight times more likely than the average to believe that their organisation is self-governing. (The cheery folk in human resources are also much more optimistic than other employees.) Some 27% of bosses believe their employees are inspired by their firm. Alas, only 4% of employees agree. Likewise, 41% of bosses say their firm rewards performance based on values rather than merely on financial results. Only 14% of employees swallow this.

The disconnect between senior management and rank and file employees often arises from limited direct interaction, information filtering, hierarchical barriers, and differing workplace cultures. Senior leaders don’t always fully grasp the day-to-day challenges and concerns of front-line workers.

From my viewpoint, many HR professionals tend to be overly optimistic when evaluating employee engagement, which can diverge from reality. This is partly because rank-and-file employees often perceive HR as less reliable in addressing their concerns, given the belief that HR prioritizes the organization’s interests. Concerns about transparency and inconsistent policy enforcement within HR exacerbate this perception.

Idea for Impact: From the lofty heights where they preside, leaders (and HR folk) can’t make out a world from which they hide.

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Cultural Differences and Detecting Deception

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Cultural Differences and Detecting Deception Spotting a liar isn’t an exact science; factors like eye contact, direct versus indirect communication, and many of the frequently highlighted “sure signs” of a liar may not always hold up across different cultures.

If you’re seeking more reliable indicators to help you discern truth from fiction, here they are:

  • Inconsistent Stories: Liars often weave a web of contradictions, changing their narrative as they go. When the story keeps evolving, it’s a red flag.
  • Lack of Detail: Liars tend to avoid specifics, offering vague responses that leave you with more questions than answers.
  • Defensiveness: While a poker face can hide the truth, excessive defensiveness can signal deception. When confronted, liars may become overly protective of their secrets.

Idea for Impact: Cultural sensitivity is essential when navigating the complex realm of truth and deception.

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