Right Attitudes

Ideas for Impact

Work-Life

How to Start a Hybrid-Remote Work Model

By Leave a Comment

As the pandemic subsides (at least for now,) many companies are summoning employees back to the office. Some companies are giving workers a combination of remote and co-located work.

To initiate a hybrid-remote model for your workplace, first reconstruct how your team gets its job done. Ask, “What activities can be remote?” instead of “what roles can be remote?”

Not every activity can be equally performed in a remote setting. Take into account the level of human and physical interaction needed for every task.

How to Start a Hybrid-Remote Work Model

Consider breaking down business activities that were formerly bundled into a single job. Mix and match responsibilities and tasks in keeping with employee competencies and individual needs.

Every employee responds to work circumstances differently. Some employees are eager to return to work—especially if they’ve struggled with blurring home and office during the pandemic, or if they fear disadvantages such as a lack of visibility for promotions.

Wondering what to read next?

  1. Create a Diversity and Inclusion Policy
  2. General Electric’s Jack Welch Identifies Four Types of Managers
  3. Seven Real Reasons Employees Disengage and Leave
  4. Fire Fast—It’s Heartless to Hang on to Bad Employees
  5. Don’t Push Employees to Change

Five Ways … You Could Score Points with Your Boss

By Leave a Comment

  1. Five Ways Know that your job is to help the boss win. If you’re not sure what exactly represents success for your boss, ask. Keep her goals in mind when presenting ideas. Minimize your use of her time and resources.
  2. Keep track of everything your boss puts on your plate. Let her realize that if she assigns something to you, it’s either going to be handled, or you’ll bring it back up with her for a follow-up.
  3. Size up your boss’s style. Is she a delegator (don’t overwhelm her with detailed updates) or a hand-holder (involve her in making decisions—even if to ask, “Does that sound right to you?”)? Match up your boss’s communication preferences.
  4. Identify your boss’s pet peeves. Is it being late to appointments, dropping by unexpectedly, bringing a problem to her without suggesting a remedy, or coming to a meeting unprepared? Avoid them like land mines.
  5. Take upon yourself any aspect of your boss’s job that she doesn’t find particularly interesting. You’ll improve her work-life quality. (And you’ll broaden your experiences and become noticeable to other leaders.)

Bonus: If she’s a good boss, tell her. Few people think to say it. Praise, but don’t flatter.

Wondering what to read next?

  1. Don’t Be Friends with Your Boss
  2. You Can’t Serve Two Masters
  3. No Boss Likes a Surprise—Good or Bad
  4. The High Cost of Winning a Small Argument
  5. Tips for Working for a Type-A Boss

Not Everyone is Chill About Tattoos and Body Art // Workplace Norms

By Leave a Comment

Over the last decade or so, body art has gained more acceptance as a form of personal expression—akin to clothing, jewelry, or hairstyle. Workplace attitudes toward body art have slowly shifted.

Certain trades—especially arts and media—value individuality, especially in creative roles. Visible tattoos and body piercings are common and acceptable. However, consulting, law, management, recruitment, and other “traditional” trades are likely to find body art less compliant with the industry norms. Having a tattoo can even be seen as unprofessional and defiant—even intimidating.

You have the right to express yourself as long as you are respecting the company’s norms

Not Everyone's Chill About Tattoos and Body Art For some conservative people, visible art suggests that you may have a problem with authority. One study showed that tattooed people are perceived to be less honest, motivated, and intelligent.

At some workplaces, your insistence on leaving large earrings and nose piercings on or dressing in short sleeves that reveal your tattoos signals to that employer that you don’t care about norms. You may be judged as a willful person insistent on exerting your individuality rather than fit in and belong.

Your appearance and behavior are expected to reflect your workplace’s values and culture, particularly in customers’ presence.

Employers are free to impose dress codes and grooming guidelines. Discrimination law does apply to matters related to age, gender, sexual orientation, race, ethnicity, nationality, and religion—but not your sense of fashion.

Idea for Impact: Offensiveness is subjective, and everyone draws their lines differently

Don’t put yourself at a disadvantage. Consider the micro-cultural stereotypes concerning body art.

Seek a happy medium between personal style and dressing for work. Cover up and limit the number of visible piercings.

If you’re starting a new job and aren’t sure how body art will be perceived, consider a pilot. Instead of going “all in,” test the waters by displaying a little body art and see what sort of response you get.

Wondering what to read next?

  1. I’m Not Impressed with Your Self-Elevating Job Title
  2. Wouldn’t You Take a Pay Cut to Get a Better Job Title?
  3. Job-Hunting While Still Employed
  4. One of the Tests of Leadership is the Ability to Sniff out a Fire Quickly
  5. Don’t Use Personality Assessments to Sort the Talented from the Less Talented

Less is More is True. 4-Day Workweek Is Better For Everyone.

By Leave a Comment

Unilever New Zealand announced last week that it would begin a one-year experiment to allow its staff of 81 to work four days per week while earning their full salaries: “The whole premise is not to do 40 hours in four days … Our goal is to measure performance on output, not time. We believe the old ways of working are outdated and no longer fit for purpose.” If successful, Unilever will roll this initiative out to 155,000 workers around the world.

Microsoft Japan tried 4-day workweeks for a month two summers ago and reported a 40 percent jump in productivity as measured by sales per employee (I think that isn’t a suitable metric.)

4-Day Workweek Is Better For Everyone

People aren’t entirely productive all the time.

I’m a big fan of letting employees think about how they can work differently and encouraging them to develop their own productivity measures. As British historian C. Northcote Parkinson posited in 1955, “Work expands so as to fill the time available for its completion.”

Although, switching to four 10-hour days has its disadvantages. When Utah had its state employees work four 10-hour days from 2008 to 2011, many reported that they lost energy and focus in the last third of their workdays.

A reduced or even compressed week can give employees the benefits that matter the most—notably, the flexibility to organize their lives based on what matters most to them. Employers, in reality, borrow employees from everything else in their lives (hence the word ‘compensation.’)

Idea for Impact: Society needs to ratchet down the time people spend at work.

Once people come to terms with the fallacy of valuing work as an end in itself, the 4-day workweek’s appeal will spread, and it’ll springboard to bigger things. Karl Marx, Bertrand Russell, John Maynard Kaines, even recent U.S. presidential aspirant Andrew Yang have argued the merits of reducing the working week to help alleviate over-consumption, greenhouse gas emissions, overwork, unemployment, and other entrenched sociopolitical inequalities.

Some employers will undoubtedly use four-day workweeks as a pathway to get five days of work in four, push unpaid work, or reduce pay (58% of Americans are paid by the hour.)

Not all business models make the 4-day workweek possible, but businesses will become accustomed to the practicalities of ensuring customer needs are dealt with on all five days.

Wondering what to read next?

  1. Great Jobs are Overwhelming, and Not Everybody Wants Them
  2. The Truth About Work-Life Balance
  3. Co-Workation Defeats Work-Life Balance
  4. Why You Can’t Relax on Your Next Vacation
  5. Do Your Team a Favor: Take a Vacation

Holiday Party Etiquette During the COVID-19 Pandemic

By 1 Comment

Holiday Party Etiquette During the COVID-19 Pandemic It’s understandable if you’re wary about visiting other people’s homes and mingling during this holiday season.

You can’t be too sure about hygiene in any space other than yours. And it’s natural to feel concerned about coming in contact with other attendees.

If you’re invited to a holiday gathering, be honest with your host about why you’re sending regrets: “I really appreciate your invite, but we aren’t socializing now. Hope you understand.” Don’t over-explain yourself.

If you must host a Thanksgiving, Christmas, or holiday party despite the risks, allow plenty of room between guests. Keep hand sanitizer around so guests can use it during the meal. Offer food that they can serve themselves. Do all the traditional cheers from a distance. Clean and wipe everything down before everyone arrives and again after they leave.

Idea for Impact: This holiday season, don’t get complacent, especially if restrictions ease. You don’t have to do any of this socializing if you don’t want to.

Wondering what to read next?

  1. Office Chitchat Isn’t Necessarily a Time Waster
  2. How to Reduce Thanksgiving Stress
  3. What to Do When an Invitation Says “No Gifts”
  4. Thou Shall Attend the Office Holiday Party
  5. Etiquette: How to Tell Someone Their Fly is Down?

I Told You So

By Leave a Comment

I Told You So Meme Something goes wrong, and your frustration is so intense that you just can’t resist blurting out, “Told ya, I saw that coming” or even “Why didn’t you listen to me?”

The phrase “I told you so” one of the least justifiable in the language. It rarely generates a positive response, and it’s unfailingly damaging to marriages, friendships, and parents’ relationships with children.

Events and premonitions thereof make perfect sense with hindsight. Your loved one already knows that you were right, and she was wrong. Going through failure is hard enough. She doesn’t need you to pour salt on her wound.

At some point, when the dust has settled, you may say carefully, “Sweetie, this stinks. That surely did not go as intended. Perhaps we shouldn’t do that again.”

It’s never okay to do the “I told you so” spiel even if you have her best interests at heart. Keep your disappointment—or delight—to yourself.

'I Told You So' - One of the least justifiable in the language

Being right about something feels so darn good, doesn’t it? But hold your tongue on gloating. Give up that attachment to the need to be correct. Let your loved one be human—let her heal, learn, grow, and evolve.

Avoiding negativity in the supportive relationship sometimes means biting your tongue and allowing the pieces to fall where they may.

Give your loved one the positive support she needs and help her cope. If you are kind, she may be more willing to listen in the future.

Idea for Impact: In relationships, a little tact and a lot of silence go a long way.

Wondering what to read next?

  1. Avoid Control Talk
  2. But, Excuse Me, I’m Type A: The Ultimate Humblebrag?
  3. Here’s How to Improve Your Conversational Skills
  4. Stop Trying to Fix Things, Just Listen!
  5. Why It’s So Hard to Apologize

Don’t Be Friends with Your Boss

By Leave a Comment

Don't Be Friends with Your Boss Develop a cordial, constructive, and trusting relationship with your boss. But don’t extend that connection into a chummy friendship.

A boss-employee friendship comes with complications and tensions that don’t exist in other relationships. The boundaries in friendships are softer and more diffuse. In a boss-employee relationship, the boundaries are more pronounced, and rightly so.

When you’ve got a great rapport that comes with a friendship, it’s easy to start expecting to be treated a bit better than everyone else on your team. You’ll be disappointed when some special consideration—a plump assignment or a flexible vacation schedule—doesn’t come your way. Your boss will expect you to abide by the same standards and rules as everyone else.

You also have to be more vigilant about how your friendship appears to other people.

Idea for Impact: Boss first, friend second. Don’t mix the two. Sure, be friendly with your boss, but don’t expect to be treated as a friend.

Wondering what to read next?

  1. You Can’t Serve Two Masters
  2. No Boss Likes a Surprise—Good or Bad
  3. Five Ways … You Could Score Points with Your Boss
  4. Tips for Working for a Type-A Boss
  5. The Good of Working for a Micromanager

The Costs of Perfectionism: A Case Study of A Two Michelin-Starred French Chef

By Leave a Comment

Marc Veyrat, a top-rated French chef, sued the Michelin Guide in 2019 for downgrading his world-renowned restaurant in the French Alps from three to two stars. Just the previous year, Michelin had awarded Veyrat the highest ranking. That achievement had marked his comeback after he had given up cooking for several years following a skiing accident and a 2015 fire at his restaurant.

Just Excellent …

Marc Veyrat sued the Michelin Guide after Shock Downgrade In an infamous court case, now known as ‘Cheddargate,’ Veyrat speculated he was downgraded after an “incompetent” Michelin inspector with an unrefined palate mistook the ingredients.

Veyrat claimed the anonymous inspector thought Veyrat had used English Cheddar in place of French Reblochon, Beaufort, and Tomme cheese in one of his signature soufflé dishes. “I put saffron in it, and the gentleman who came thought it was cheddar because it was yellow,” Veyrat contended.

“It’s worse than a wound. It’s profoundly offensive. It’s worse than the loss of my parents, worse than anything. It gave me a depression.”

Michelin’s review had commended Veyrat for being “true to his reputation” and described his cuisine as a “pastoral symphony” that blends “woodland fragrances and Alpine herbs.” But Veyrat would have nothing less than three stars.

… Not Exceptional

At the court hearing, Veyrat demanded a symbolic €1 in damages. He asked for proof that the Michelin inspectors had even dined at his restaurant. He demanded to see their judging notes and clarify how they had come to their decisions. (The Michelin Guide’s evaluation criteria are perhaps the biggest trade secrets in the restaurant business.)

In reply, Michelin denied the Cheddar-related allegations and accused Veyrat of acting like a “narcissistic diva” suffering from “pathological egotism.”

Veyrat lost the court case.

Nobody Likes Rejection, Certainly Not a Perfectionist

Veyrat’s wounded pride is understandable. The Michelin Guide is arguably the world’s foremost arbiter of haute cuisine. Many chefs base their entire identity on getting three Michelin stars, the ultimate culinary accolade, and, in so doing, self-inflict extreme pressure to be labeled “exceptional.”

Chefs Face Extreme Pressure to Be Rated by the Michelin Guide The Michelin Guide is not without controversies. Michelin stars can bring significant prestige, but also intense pressure on chefs. The unrelenting psychological stress and the financial demands of producing ever more creative dishes have even led a few chefs to suicide. Over the last decade, several renowned chefs have also requested Michelin to revoke their stars and opted out of the system in a quest for better work-life balance.

In 2019, South Korean chef Eo Yun-gwon sued Michelin for including his restaurant in the Michelin Guide after he’d told them not to. He declared, “The Michelin Guide is a cruel system. It’s the cruelest test in the world. It forces the chefs to work around a year waiting for a test [and] they don’t know when it’s coming.” Some chefs closed their restaurants and launched lower-key eateries that still cater to discerning epicures.

Idea for Impact: Challenge the Perfectionist, “All-or-Nothing” Thinking

This Marc Veyrat-Michelin Guide episode is yet another reminder that being a perfectionist—and insisting on excellence at all costs—has a dark side. Perfectionism can cause adverse outcomes such as excessive procrastination, low self-esteem, depression, and anxiety.

Perfectionists tend to engage in “all-or-nothing thinking”—that they are either perfect or worthless. In reality, most of us operate on the continuum between these two extremes. We’re neither perfect nor worthless, just “good enough.”

If you’re struggling with perfectionism, it’s crucial to take in the concept of being and doing “good enough.”

Wondering what to read next?

  1. Yes, Money Can Buy Happiness
  2. Don’t Over-Deliver
  3. The Simple Life, The Good Life // Book Summary of Greg McKeown’s ‘Essentialism’
  4. How to … Rethink Work-Life Balance
  5. Do You Have an Unhealthy Obsession with Excellence?

Let Your Work Do the Bragging for You?

By 1 Comment

From American clergyman Madison C. Peters’s Wit and Wisdom of the Talmud (1900):

All the other rivers said to the Euphrates: “Why is the current of thy water not heard at a distance?”

The Euphrates replied: “My deeds testify for me. Anything sown by men at my shores will be in full bloom within thirty days.”

The rivers then addressed the Tigris: “Why is the current of thy waters heard at a distance?”

“I must direct the attention of the people to me by my tumultuous rapidity,” the Tigris replied.

The moral: The less the merits of a person are, the more he will feel urged to proclaim them to the public.

If you know that you’re great, you shouldn’t feel a strong need to tell anyone about it. “It is always the secure who are humble,” noted the English writer, philosopher G. K. Chesterton in his insightful essay “In Defense of Humility,” included in The Defendant (1901.)

Your Good Work Should Speak for Itself, But …

Reminding that there is nothing that says more about its creator than the work itself, the Canadian entrepreneur Matshona Dhliwayo has said,

Let your work speak for itself:
If poor, it will remain silent.
If average, it will whisper.
If good, it will talk.
If great, it will shout.
If genius, it will sing.

Your feelings of self-esteem and self-confidence hinge on being able to take pride in your achievements. However, be mindful of the thin line between confidence and conceit—confidence is believing in yourself, but conceit is bragging about yourself.

Unfortunately, in the current world of work, it pays to promote yourself—you must speak up about your accomplishments because no one else is going to do it for you.

Let Your Work Do the Bragging for You? Use your work to lead others to view you favorably—but beware, nobody likes blatant braggarts. If other people sense that you’re trying too hard to blow your own horn, they’ll be turned off, and you’ll achieve the opposite of your intended effect on them. This is especially true if the attributes you’re trying to flaunt aren’t the ones that interest the others.

With competition more intense than ever before, what really matters is “who knows you” and “what they know about you” than about “whom you know.”

Do more than is asked. Deliver more than is expected. Show up where the action is. And make a show of your work.

As the boxing legend Muhammad Ali once declared, “It’s not bragging if you can back it up.”

Wondering what to read next?

  1. How to … Know When it’s Time to Quit Your Job
  2. How You Can Make the Most of the Great Resignation
  3. The #1 Cost of Overwork is Personal Relationships
  4. Everything in Life is Perception
  5. The Truth about Being a Young Entrepreneur

Etiquette: How to Tell Someone Their Fly is Down?

By Leave a Comment

Etiquette: How to Tell Someone Their Fly is Down? What do you do if you notice that your boss’s fly is down? Or a manager’s undergarment is showing?

Should you tell them?

Definitely. Because they’ll want to know.

Most people would rather be a little embarrassed now in the presence of someone familiar than later in the company of clients or someone important.

Keep it simple and say, “Jeff, your fly is down.” Or “Hey Rita, your slip is showing.”

Tell them quietly and discreetly. Don’t be vague.

If you’re uneasy with speaking about this to the opposite sex, request a person of that sex to deliver the message.

You may feel briefly awkward and uncomfortable, but the consequences of not informing them could be high—especially if it becomes apparent that you were aware of the problem and said nothing.

The other person will be appreciative. You’ll gain some respect not only for limiting their exposure but also for being candid and considerate.

If they get angry, declare, “I was just trying to be helpful.”

Wondering what to read next?

  1. I Told You So
  2. Office Chitchat Isn’t Necessarily a Time Waster
  3. Avoid Control Talk
  4. Stop Trying to Fix Things, Just Listen!
  5. Don’t Be Interesting—Be Interested!