Decision-making is a crucial soft skill that plays an essential role in our personal and professional lives. It involves evaluating information, considering possible options, and ultimately arriving at a choice that will guide future actions. Good decision-making skills are not innate; they can be learned and improved over time. Developing these skills enables individuals to approach situations with confidence, weigh potential outcomes thoughtfully, and make informed choices that align with their goals and values.

Decision-making is the process of making choices by identifying a decision, gathering information, and assessing alternative resolutions. It involves the ability to analyze situations, consider various perspectives, weigh the consequences, and choose the best course of action.

Effective decision-making is crucial in all aspects of life. It impacts our relationships, careers, and overall well-being. Making sound decisions can lead to positive outcomes such as achieving goals, building strong relationships, and improving self-confidence. Poor decision-making can result in negative consequences such as missed opportunities, strained relationships, and increased stress levels.

Good & Bad Decision-Making

Good decision-making involves critical thinking, problem-solving skills, and the ability to manage emotional responses. It requires a balance between logic and intuition, as well as considering both short-term and long-term consequences, opportunities, and impacts.

Bad decision-making is often impulsive, based solely on emotions or influenced by external factors such as peer pressure or societal norms. It can also stem from a lack of self-awareness and understanding of personal or professional values and goals.

Judging a decision as good or bad is often done retrospectively and tied to the ultimate outcomes of the decision rather than to the methodology that formed the decision. It is essential to recognize that even good decisions can have unfavorable consequences and that bad decisions can lead to positive outcomes.

Why this matters: we make hundreds to thousands of decisions every day. Many of these decisions are low to no impact with minimal consequences. Yet with each decision, we engrain our decision making methodology. If the foundational methodology is flawed, our decision-making ability worsens over time - and when bigger decisions with deeper impacts are on the table, the consequences are more substantial without a solid foundation in place.

Common Decision-Making Models

There are several decision-making models that individuals and organizations use to improve their decision-making processes and methodologies. Some common models include the Rational Decision-Making Model, Six Thinking Hats, and the Minto Pyramid Principle.

The Rational Decision-Making Model involves a systematic approach to decision-making by identifying the problem, gathering information, considering alternatives, evaluating consequences, and choosing the best solution based on logic and reasoning.

Why use this model: It helps individuals and teams make well-informed decisions based on logical reasoning rather than emotions or biases.

Six Thinking Hats is an more abstract technique where individuals think about different aspects of a situation or problem from six different perspectives: facts (white hat), emotions (red hat), benefits (yellow hat), potential problems (black hat), creativity (green hat), and overview/summary (blue hat). This method encourages critical thinking and allows for a comprehensive evaluation of a decision from multiple angles.

Why use this model: It encourages individuals to think broadly and consider multiple aspects of a decision before coming to a conclusion.

The Minto Pyramid Principle involves organizing ideas in a structured, logical framework to facilitate clear and concise communication. This model is particularly useful for presenting decisions or recommendations to others.

Why use this model: It promotes clear communication and logical thinking when presenting ideas or making decisions.

Techniques for Effective Decision-Making

No matter the decision-making model, certain techniques will help strengthen your decision-making abilities, including:

Gather Information: Before making a decision, gather as much information as needed from reliable sources. This will help you understand the situation better and consider all pertinent factors. Keep in mind: you will never have all the information before making a decision. Instead, try to identify what information is critical to the decision and gather only what is needed.

Consider Different Perspectives: Look at the situation from different angles and try to understand how others may perceive it. This can provide valuable insights and help you make a more well-rounded decision. Keep in mind: most decisions will impact not just you, but others around you. Considering other perspectives will also help you communicate the rationale and impacts to others who are affected.

Use Logic & Intuition: Combine logical reasoning with gut instinct when making decisions. Logical thinking can help you evaluate the pros and cons of each option, while intuition can help guide you towards the right choice. Keep in mind: intuition is born out of your personal experience and is aligned to your core values. Intuition is separate from emotion or impulse.

Be Aware of Personal Bias: Everyone has their own biases and prejudices that can influence decision-making. Make an effort to be aware of your own biases and try to approach decisions with an open mind.

Consider Short-Term & Long-Term Consequences: It's important to think beyond immediate rewards or consequences when making a decision. Consider how your decision will impact your future self and others in the long run. Keep in mind: sometimes a decision is a two way door where it's easy to backtrack if you later reconsider the decision; sometimes a decision is a one way door that locks behind you. Identifying which door you will walk through with a decision will help evaluate the consequences, risks, opportunities, and impacts.

Practice Self-Awareness: Develop a strong understanding of your values, goals, and emotions. This can help you make decisions that align with your personal and professional principles. Keep in mind: you own your decisions and may also impact others with your choices.

Seek Advice: Don't be afraid to seek advice from trusted individuals when making a difficult decision. They may provide valuable insights or offer a different perspective that can help you make a better choice.

Balance Time to Scale: Decision-making should not be a rushed process, but balanced to the scale of the decision and resulting outcomes. Give yourself enough time to gather information, consider options, and reflect on the potential outcomes before making a conscious decision, especially if the impacts are significant.

Integrating Other Soft Skills in Decision-Making

While hard skills are essential for getting the job done, soft skills play a vital role in effective decision-making. These skills include:

Emotional Intelligence: Being aware of one's emotions and being able to manage them is crucial when making decisions. It allows individuals to consider the impact their emotions may have on their choices and enables them to make more rational decisions.

Critical Thinking: The ability to think critically is necessary for analyzing situations and considering multiple perspectives. It allows individuals to evaluate information objectively and make well-informed decisions.

Communication: Effective communication is vital when making decisions, especially in a team setting. It ensures that everyone involved understands the situation and can contribute their insights and opinions.

Problem-Solving: Decision-making often involves problem-solving, identifying potential obstacles, and finding solutions. Strong problem-solving skills allow individuals to consider alternative options and choose the best course of action.

Honing these additional soft skills can greatly enhance decision-making abilities and lead to more effective and successful outcomes. It's important to continuously practice and develop these skills to become a well-rounded and proficient decision-maker.

Additional Resources on Decision-Making

Ready to learn more about decision-making? We recommend:

Read

Decisive: How to Make Better Choices in Life and Work by Chip Heath and Dan Heath

This book offers a comprehensive guide on making better decisions by avoiding common pitfalls and using a four-step process.

Thinking, Fast and Slow by Daniel Kahneman

Nobel laureate Daniel Kahneman explores the two systems of thought that drive our decisions, providing insights into how we can make better choices.

The Decision Book: 50 Models for Strategic Thinking by Mikael Krogerus and Roman Tschäppeler

This book presents 50 models to help you make better decisions, understand complex situations, and enhance strategic thinking.

Listen

The Decision Lab

Explores decision-making through the lens of behavioral science, featuring interviews with experts.

Choiceology with Katy Milkman

A podcast about the psychology and economics of decision-making, exploring why we make certain choices and how to improve them.

Hidden Brain with Shankar Vedantam

This podcast delves into the unconscious patterns that drive human behavior, including decision-making.

Watch

Effective Problem Solving & Decision-Making from The University of California-Irvine

How to Make Smart Decisions More Easily from TED-Ed

Explore the psychology of decision fatigue, what kinds of choices lead us to this state and what we can do to fight it.

In today's interconnected world, understanding and developing soft skills is as vital as technical proficiency. Among these soft skills, the concept of power often attracts scrutiny and misunderstanding.

It's crucial to recognize that authentic power doesn't stem from dominance or control. Instead, power flourishes through the empowerment and elevation of others, fostering an environment where mutual respect and collaboration can thrive.

An Introduction to Power

In the professional realm, power is the ability to gain authority and influence over others while directing resources toward the achievement of organizational goals. It manifests in various forms, ranging from positional power, derived from one's role and responsibilities, to personal power, which emanates from an individual's expertise, charisma, or relational skills.

Understanding power dynamics requires recognizing how authority and influence can be used constructively to foster collaboration, drive innovation, and inspire teams. It is essential to approach power with a balance of authority and empathy, ensuring it serves not only personal ambitions but also uplifts colleagues and contributes positively to organizational culture.

Recognizing where your power comes from is the first step to harnessing it effectively to navigate complex workplace environments. This skill enables you to identify who holds power, why they hold it, and how you can work with or around these dynamics to achieve your goals. By being aware of where power comes from and how it operates, you can position yourself strategically, build stronger alliances, and make more informed decisions.

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The Nature of Power

Power is often misunderstood as a soft skill. It’s not merely about having control or being in a position of authority; it’s about the capacity to influence, inspire, and drive positive change. Power is the ability to make decisions that stick, get things done, marshal resources, and to persuade others to adopt a common goal and move in a desired direction. It's a dynamic force that can shape careers, organizations, and industries.

One key aspect of power: it’s not static. It can grow, diminish, or shift depending on circumstances and how it is wielded. For instance, someone may have formal power due to a job title, but if they lack personal power or the ability to inspire trust, their influence may be limited. Conversely, a person without a high-ranking title might wield significant influence through their expertise and relationships.

The impact of power is also multifaceted. It can be used to build up or to tear down, to foster collaboration or to create division. Ethical use of power is paramount; it should be aimed at achieving not just personal success but also the greater good of the organization and its people.

Sources of Power

Power in the professional world can stem from various sources, each offering unique ways to influence and lead. Understanding these sources of power is essential for effectively navigating your career and maximizing your impact. Whether you’re a seasoned executive or just starting your career, recognizing where power comes from can help you leverage your strengths and develop new skills to enhance your influence.

There are five recognized sources of power: Formal, Coercive, Reward, Personal, and Expert. Each source has its own characteristics, applications, and potential pitfalls. By understanding these different types of power, you can learn how to use them ethically and effectively, adapting your approach to various situations and individuals.

Formal Power

Formal power, also known as legitimate or positional power, originates from an individual's official position within an organization. This type of power is granted by the organization and is tied to a specific role or title. Examples of formal power include a CEO, manager, or team leader, where the authority to make decisions, delegate tasks, and enforce rules comes with the job title.

Imagine a project manager who oversees a team working on a critical initiative. The project manager has formal power to assign tasks, set deadlines, and approve project milestones. This authority helps to ensure that the team operates efficiently and meets organizational goals. Formal power is often necessary for maintaining order and achieving coordinated efforts within a company.

Applying Formal Power: Effectively using formal power involves not only exercising authority but also earning respect and demonstrating responsibility. Formal power requires clear communication, setting expectations, and providing direction. As someone with formal power, it's important to establish your presence and authority early while also being approachable and supportive.

• Communicate Authority Clearly: Ensure that your team understands your role and the scope of your authority. Clear communication helps to establish your position and reduces potential confusion about decision-making processes.

• Communicate the Team Structure Clearly: Ensure that your team understands their roles, responsibilities, and the expectations you have for them. Clear communication helps to prevent misunderstandings and fosters a productive working environment.

• Set Boundaries: Define the scope of your authority and the limits of your team’s autonomy. By setting these boundaries, you create a structure within which everyone can operate confidently.

• Be Fair, Impartial, and Consistent: Apply rules and policies consistently to maintain fairness and build trust within your team. Consistency helps to establish your credibility and reinforces your authority.

• Delegate Wisely: Use your formal power to delegate tasks effectively, empowering your team members while ensuring that the workload is manageable and appropriately distributed.

• Provide Support: While formal power gives you the authority to direct and decide, it's equally important to support and mentor your team. Being a supportive leader can enhance your influence and foster a positive work environment.

• Lead by Example: Use your position to set standards for behavior, work ethic, and professionalism. When team members see you adhering to the same standards you set for them, it builds credibility and respect.

• Take Responsibility: Acknowledge and take responsibility for your decisions and their outcomes. This accountability reinforces your legitimacy and demonstrates that you are a responsible leader.

Formal power, when used effectively, can lead to efficient decision-making and a well-organized team. However, it's important to balance this authority with empathy and support. Relying solely on formal power without considering the needs and perspectives of your team can lead to resistance and reduced morale.

Potential Drawbacks: Relying solely on formal power can have drawbacks. If leaders depend only on their position without cultivating trust and respect, they may face resistance and a lack of genuine support from their team. Employees may comply with directives out of obligation rather than commitment, leading to minimal engagement and reduced morale. In extreme cases, the team might engage in malicious compliance – behavior that, by following a strict interpretation of your direction, uncovers weaknesses of your direction and, thus, does not achieve the desired outcome.

For example, a manager who frequently emphasizes their authority without engaging with their team or valuing their input might find that their team members are less motivated and more likely to leave the organization. Legitimate power may be a starting point, and is not the entirety of one’s influence.

Formal power is a foundational aspect of organizational leadership, providing the authority needed to make decisions and guide teams. To use this power effectively, it is crucial to communicate authority clearly, lead by example, and apply rules fairly. By balancing legitimate power with personal integrity, expertise, and relationship-building, you can create a respectful and productive work environment. Remember, the most effective leaders use their positional power as a platform to inspire, support, and empower their teams, fostering a culture of trust and collaboration.

Coercive Power

Coercive power is derived from the ability to impose sanctions, punish, or otherwise penalize individuals for non-compliance or poor performance. This type of power is often perceived as the most negative form because it relies on fear, threats, and consequences to influence behavior. Examples of coercive power include a supervisor threatening disciplinary action for missed deadlines or a manager who can terminate employment due to rule violations.

Consider a situation where an employee consistently misses important deadlines, affecting the overall productivity of the team. The manager might use coercive power by issuing formal warnings, reducing the employee's responsibilities, or, in extreme cases, recommending termination. This approach, while sometimes necessary, should be used judiciously and as a last resort.

Applying Coercive Power: Coercive power should be wielded with caution due to its potential to create a hostile work environment and damage relationships. Over-reliance on coercive tactics can lead to fear, resentment, and decreased motivation among team members.

• Use Sparingly: Resort to coercive power only when other methods of influence have failed and when it is necessary to enforce critical rules or standards.

• Be Fair and Just: Ensure that any punitive measures are applied fairly and consistently. Avoid favoritism and ensure that all team members understand the consequences of non-compliance.

• Communicate Clearly: Clearly articulate the rules, expectations, and the consequences of failing to meet them. Transparency helps to reduce misunderstandings and ensures that everyone is aware of the standards.

• Document Actions: Keep thorough records of any disciplinary actions taken. Documentation helps to provide a clear rationale for decisions and protects both the organization and the individuals involved.

• Balance with Positive Reinforcement: While coercive power is sometimes necessary, balancing it with positive reinforcement can help to mitigate its negative effects. Recognize and reward good performance to create a more balanced and motivating environment.

Potential Drawbacks: The primary risk of relying on coercive power is that it can undermine trust and morale. Employees who feel threatened are less likely to be engaged, creative, or loyal. They may comply in the short term, but over time, the use of coercive power can lead to high turnover rates and a toxic work culture.

For instance, a manager who frequently uses threats of job loss to ensure compliance might achieve immediate results, but the long-term impact could be a team that operates out of fear rather than dedication. This atmosphere can stifle innovation and reduce overall productivity.

While coercive power is an important tool in maintaining discipline and order, it should be used judiciously and ethically. Leaders should strive to create an environment where rules are respected and followed not out of fear, but out of a shared commitment to the organization’s goals. By balancing coercive power with fairness, transparency, and positive reinforcement, you can maintain control while fostering a more positive and productive workplace.

Reward Power

Reward power arises from the ability to offer incentives or benefits to others in exchange for compliance or desired behaviors. This type of power is based on the principle that people are motivated by rewards such as promotions, raises, bonuses, recognition, or other forms of positive reinforcement. For example, a sales manager might offer a bonus to the team member who achieves the highest sales for the quarter, or an employer might give public recognition to employees who demonstrate exceptional performance.

Consider a scenario where a manager promises additional paid time off to employees who complete a project ahead of schedule. This use of reward power can motivate the team to work more efficiently and collaboratively to meet the deadline. Reward power is often seen as a positive and constructive way to influence behavior and enhance performance.

Applying Reward Power: Effectively using reward power involves understanding what motivates your team members and using that knowledge to encourage and reinforce desired behaviors.

• Identify Motivators: Different individuals are motivated by different rewards. Some might value financial bonuses, while others might appreciate public recognition or opportunities for professional development, others by taking more control of their work/life balance. Understanding these preferences can help you tailor rewards effectively.

• Set Clear Goals: Establish clear, achievable goals that are linked to rewards. When team members know what is expected of them and what they stand to gain, they are more likely to be motivated to achieve those goals.

• Be Consistent: Apply rewards consistently to ensure that all team members feel they have an equal opportunity to earn them. Inconsistent use of rewards can lead to perceptions of favoritism and reduce motivation.

• Provide Timely Feedback: Offer rewards promptly after the desired behavior or achievement occurs. Timely recognition helps to reinforce the connection between the behavior and the reward.

• Balance Extrinsic and Intrinsic Rewards: While external rewards like bonuses and promotions are important, fostering intrinsic motivation through meaningful work and opportunities for personal growth can lead to sustained high performance.

Using reward power can significantly enhance your influence if done correctly. By consistently rewarding good performance and behavior, you build trust and reinforce positive dynamics within your team.

Potential Drawbacks: While reward power is generally positive, it’s important to use it thoughtfully. Over-reliance on external rewards can lead to a culture where team members are only motivated by tangible incentives, potentially neglecting intrinsic motivation. It’s also crucial to ensure that rewards are perceived as fair and attainable to prevent frustration and disengagement.

For instance, if a manager promises rewards that are too difficult to achieve or that only a few can realistically earn, it might demotivate the majority of the team. Additionally, excessive emphasis on rewards can sometimes lead to unhealthy competition, undermining teamwork and collaboration.

Reward power is a powerful tool for influencing behavior and enhancing performance when used effectively. By understanding what motivates your team, setting clear goals, and applying rewards consistently and fairly, you can create a positive and motivating work environment. Remember, the most effective use of reward power combines external incentives with opportunities for personal growth and meaningful work. By striking this balance, you can inspire your team to perform at their best and contribute to a thriving organizational culture.

Influential Power

Influential power is derived from an individual's unique qualities, traits, and interpersonal skills that enable them to influence others. Unlike formal power, which comes from a specific role or position, influential power is rooted in who you are as a person. This can include traits such as charisma, confidence, empathy, and integrity. For example, a team member who is highly respected for their integrity and ability to empathize with others can wield significant power, influencing their colleagues even without a formal leadership title.

Consider a scenario where a company faces a challenging situation. An employee known for their positive attitude, strong ethical principles, and ability to connect with others can rally the team, provide support, and foster a sense of unity and purpose. This influence is a direct result of their personal power.

Applying Influential Power: Effectively leveraging influential power involves being genuine and authentic. Authenticity fosters trust and respect, which are crucial for influence.

• Be Yourself: Authenticity is key to building personal power. When you are true to yourself and your values, people are more likely to trust and respect you.

• Build Relationships: Invest time in building strong, genuine relationships with colleagues and team members. Show interest in their well-being and professional development. Listen actively and offer support when needed.

• Demonstrate Integrity: Consistently act with integrity. Make ethical decisions, be open, be honest, and keep your promises. Integrity builds a strong foundation of trust, enhancing your personal power.

• Show Empathy: Understand and share the feelings of others. Empathy helps you connect with people on a deeper level and shows that you truly care about those that you work with.

• Communicate Effectively: Clear and effective communication is crucial. Be articulate, listen actively, and ensure your messages are understood. Good communication strengthens relationships and enhances your influence.

• Lead by Example: Model the behavior and attitudes you wish to see in others. Your actions can inspire and influence your colleagues to adopt similar behaviors and attitudes.

• Be Consistent: Consistency in your behavior and values builds trust. When people know they can rely on you to act with integrity and fairness, your power grows.

Influential power can be a significant force in any organization. It allows you to influence others through respect and admiration rather than authority. People are more likely to follow and support someone they genuinely respect and like.

Potential Drawbacks: While influential power can be highly effective, it requires continuous self-awareness and development. It’s essential to maintain authenticity and avoid manipulation. Influential power should be used to inspire and support others, not to control or exploit them.

For instance, a leader who uses their influential power to manipulate or deceive will quickly lose respect and influence. On the other hand, a leader who uses their personal power to uplift and empower others will build a loyal and motivated team.

Influential power is a vital aspect of effective leadership and influence. By being authentic, building strong relationships, demonstrating integrity, and showing empathy, you can develop and enhance your personal power. This type of power fosters trust and respect, creating a positive and collaborative work environment. Remember, influential power is about who you are and how you connect with others. Use it wisely to inspire, motivate, and lead with integrity.

Expert Power

Expert power is derived from an individual's knowledge, skills, and expertise in a particular area. This type of power is based on the perception that the person possesses superior skills or knowledge that others need or value. Examples of expert power include a seasoned engineer whose technical expertise is crucial to project success, a financial analyst with a deep understanding of market trends, or a doctor whose specialized medical knowledge is sought after by colleagues and patients alike.

Consider a scenario where a company is facing a complex technical challenge. The team looks to a senior software developer with a track record of solving similar problems. This developer's expert power comes from their extensive experience and proven ability to address technical issues, making their guidance and decisions highly influential.

Applying Expert Power: Effectively using expert power involves not only leveraging your current expertise but also continually expanding and updating your knowledge.

• Keep Learning: In fast-evolving fields, it's essential to keep your knowledge current. Regularly update your skills and stay informed about the latest developments in your area of expertise.

• Share Knowledge: Use your expertise to educate and mentor others. Sharing your knowledge not only helps your team grow but also reinforces your status as an expert.

• Be Humble: Recognize that you don’t know everything and be open to learning from others. Humility can enhance your credibility and make others more willing to listen to and respect your expertise.

• Provide Evidence: Support your advice and decisions with data and evidence. Demonstrating the basis for your expertise can strengthen your influence and reassure others of the validity of your recommendations.

• Build a Reputation: Develop a reputation for reliability and accuracy. Consistently providing valuable insights and effective solutions will solidify your expert power over time.

Expert power is most effective when it is coupled with trust. People are more likely to follow and rely on someone they believe has both the knowledge and the best interests of the team or organization at heart.

Potential Drawbacks: While expert power can be highly influential, it must be used with care to avoid coming across as arrogant or dismissive. It's important to balance your expert insights with respect for others' contributions and perspectives.

For instance, an expert who frequently dismisses others' ideas or insists on their own way without considering alternative viewpoints can alienate team members. On the other hand, an expert who listens to others, values their input, and integrates their expertise with collaborative efforts can build a stronger, more cohesive team.

Expert power is a crucial aspect of professional influence, rooted in your knowledge and skills. By continuously learning, sharing your expertise, remaining humble, providing evidence, and building a strong reputation, you can effectively leverage your expert power. This type of power not only enhances your influence but also contributes to the overall growth and success of your team and organization. Remember, expert power is most impactful when it is used to support and uplift others, fostering an environment of mutual respect and continuous improvement.

Balancing Power Dynamics

Effectively navigating the professional world requires more than just understanding and utilizing one type of power; it involves a strategic balance of multiple power sources. Each type of power—formal, coercive, reward, personal, and expert — has its strengths and limitations. By blending these sources appropriately, you can enhance your leadership and influence, achieving a more balanced and effective approach.

A successful leader integrates various sources of power to adapt to different situations and meet diverse needs. Here’s how to balance these power sources effectively:

Formal Power

• Use Authoritatively, Not Authoritarian: Exercise your formal and legitimate power to establish structure and ensure organizational goals are met. However, avoid becoming overly authoritarian. Combine this power with personal and referent power to gain respect and loyalty.

• Delegate and Empower: Use your positional power to delegate tasks and empower your team. Show that you trust their capabilities, which enhances their respect for your leadership.

Coercive Power

• Use Sparingly and Justly: Coercive power should be a last resort, used only when necessary to enforce critical rules and standards. Ensure that any disciplinary measures are fair, consistent, and clearly communicated.

• Complement with Positive Reinforcement: Balance coercive power with reward power to maintain morale. Recognize and reward good performance to create a more motivating environment.

Reward Power

• Incentivize and Motivate: Use rewards to incentivize desirable behaviors and performance. Understand what motivates your team members and tailor rewards accordingly.

• Balance Extrinsic and Intrinsic Rewards: While tangible rewards are important, also foster intrinsic motivation by providing meaningful work and opportunities for personal growth.

Influential Power

• Be Authentic and Genuine: Use your personal power to build strong, authentic relationships. Show empathy, integrity, and consistency in your actions.

• Model Desired Behaviors: Lead by example and demonstrate the behaviors and values you wish to see in your team.

Expert Power

• Share Knowledge and Mentor: Use your expertise to guide and educate others. Mentor your team members to help them develop their skills and knowledge.

• Stay Updated: Continuously update your own skills and knowledge to maintain your expert power and credibility.

Balancing different sources of power is essential for effective leadership. By integrating formal, coercive, reward, personal, and expert power, you can adapt to various situations and lead with flexibility and strength. This balanced approach not only enhances your influence but also creates a positive, productive, and collaborative work environment. Remember, the most effective leaders are those who can seamlessly blend different power sources, using each one wisely and ethically to inspire, motivate, and achieve lasting success.

The Journey of Leadership and Influence

Embarking on the journey of leadership requires a deep understanding of power dynamics and the adaptability to employ different types of power strategically. As you grow into your career, recognize that power is not just about authority or control; it is a responsibility to inspire, support, and nurture growth in yourself and in others. Each power source offers unique advantages, and the skill is integrating different forms of power to foster a collaborative, innovative, and motivated environment.

Additional Resources

Ready to learn more about power, authority, influence, and how to work within power dynamics? We recommend:

Read

The 48 Laws of Power by Robert Greene

This classic book explores historical examples of power and provides timeless principles for gaining and maintaining power in various situations.

Influence: The Psychology of Persuasion by Robert B. Cialdini

Cialdini’s book delves into the psychology behind why people say "yes" and how to apply these understandings to become a skilled persuader.

Leaders Eat Last by Simon Sinek

Sinek explores how leaders can create environments where people naturally work together to achieve remarkable results by fostering trust and cooperation.

Listen

The Art of Charm

This podcast offers insights on social dynamics, communication skills, and personal development, all of which are crucial for building influence.

The Art of Power

Aarti Shahani meets fascinating humans who've done big things. They answer two questions: (1) How does power work in the real world, anyway? (2) How has wielding power changed you?

Relationships at Work on WorkLife with Adam Grant

Work relationships are complicated. Who holds the power and why? What are effective ways to solve conflict? And how do you know when it's time to walk away? Adam gets personal with therapist Esther Perel to explore the dynamics of trust, power and people-pleasing.

Watch

Lead to Win by Michael Hyatt

This podcast provides practical advice on leadership, productivity, and influence, helping leaders maximize their impact.

The Best Way to Play Office Politics from HBR IdeaCast

Linda A. Hill and Kent Lineback, authors of "Being the Boss: The 3 Imperatives for Becoming a Great Leader," describe the three types of networks you need to succeed.

Inclusivity in the workplace is essential for fostering a collaborative and harmonious environment. By embracing diverse perspectives and backgrounds, organizations can enhance creativity, build stronger teams, and ultimately drive success.

Defining Inclusivity in the Workplace

Inclusivity refers to the skill and practice of creating environments where individuals, regardless of their backgrounds, identities, or abilities, are welcomed, respected, supported, and valued. Inclusivity goes beyond mere tolerance; inclusivity involves active engagement with diverse perspectives and ensuring that everyone can participate fully. This soft skill involves recognizing cultural differences and adapting behaviors and expectations to fit the context of individuals, teams, and the organization.

In today's working world, inclusivity is a strategic advantage for leadership, social intelligence, and conflict management. By fostering an inclusive workplace, people can tap into diverse teams with varied perspectives and experiences, leading to improved problem-solving and decision-making outcomes. Inclusivity enhances individual engagement and satisfaction in the workplace, leading to lower turnover rates and a more cohesive company culture. In essence, inclusivity is essential for people who aspire to collaborate and thrive in a competitive landscape.

What Inclusivity is NOT

While the skill of inclusivity is largely a strategic benefit, it can also present certain challenges. One potential downside is the risk of tokenism, where individuals from under-recognized groups are included superficially rather than being genuinely integrated into decision-making processes. This can lead to disillusionment and resentment among team members who feel their contributions are undervalued.

Additionally, inclusivity should not be confused with political correctness or forced diversity. Inclusivity is about genuine respect and engagement, not just checking off boxes to meet pre-set standards or quotas.

With diverse perspectives come conflicting viewpoints, which can lead to tension and prolonged decision-making processes. Many people and organizations struggle with the balance between conflict management and getting work done effectively. However, this is not a reason to ignore or dismiss the need for and benefits of inclusivity; instead, it requires continuous growth and learning in these specific skills.

Key Elements of Inclusivity

Inclusivity is a multi-faceted skill that comprises several key elements essential for creating a welcoming environment, including:

Awareness

Understanding and acknowledging the diversity of backgrounds, experiences, and perspectives that individuals bring to the table. This includes recognizing both visible and invisible differences within teams.

Empathetic Communication

Fostering open and respectful dialogue where everyone feels safe to express their thoughts and ideas without fear of judgment. Effective communication builds trust and enhances collaboration.

Equity

Ensuring that everyone has access to the same opportunities and resources, regardless of their unique circumstances. This may require proactive measures to level the playing field and address systemic barriers.

Participation

Encouraging active involvement from all team members in decision-making processes and project tasks - and participating yourself. Participation ensures that diverse viewpoints are not only heard but also valued.

Continuous Learning

Committing to ongoing education about diversity and inclusivity. This includes seeking feedback, participating in training, and being open to learning from mistakes in order to improve inclusivity practices.

Together, these elements form a robust framework to foster a truly inclusive culture, leading to enriched collaboration and innovative solutioning.

Your Role in Creating an Inclusive Environment

Every individual plays a crucial role in fostering an inclusive environment, regardless of their position within an organization. One of the most significant ways to contribute is through practicing self-awareness; individuals must reflect on their own biases, assumptions, strengths, and weaknesses in order to engage effectively with others. By actively listening to colleagues and valuing their contributions, individuals can create an atmosphere of respect and support.

Building the skill of inclusivity requires intentional effort and a commitment to growth. Our recommended strategies include:

Engage in Self-Reflection: Developing the skill of inclusivity requires that you understand yourself first. Regularly assess your own biases, privileges, and perspectives. Taking the time to evaluate how your background influences your views can enhance your ability to appreciate diverse experiences.

Educate Yourself: Invest time in learning about different cultures, identities, and social issues. This can include reading books, attending workshops, or participating in training sessions focused on diversity and inclusion.

Practice Active Listening: Make a conscious effort to listen more than you speak. Value others' opinions by asking open-ended questions and responding thoughtfully, which fosters deeper understanding and connection.

Create Open Spaces: Encourage an environment where everyone feels comfortable sharing their thoughts and ideas. Ensure that conversations are respectful and that all voices are heard, especially in discussions involving differing perspectives.

Seek Diverse Perspectives: Actively invite input from individuals with varying backgrounds and experiences. This can lead to richer discussions and more comprehensive solutions to challenges.

Model Inclusive Behavior: Lead by example and demonstrate inclusive practices in your interactions. Acknowledge contributions, celebrate differences, and advocate for equitable treatment in all scenarios.

Commit to Continuous Improvement: Regularly evaluate your inclusivity efforts and be open to feedback. Recognize that inclusivity is a journey, and staying adaptable to new ideas and approaches is essential to growth.

By adopting these strategies, individuals can cultivate the skill of inclusivity, contributing to a more respectful and collaborative environment within their teams and organizations.

Balancing Inclusivity and Productivity

Striking a balance between inclusivity and productivity is essential for fostering a thriving workplace. While inclusivity encourages a diverse range of ideas, experiences and perspectives, it is vital to channel this skill in a manner that drives productivity. One effective approach is to establish clear goals and expectations that encompass both individual contributions and collaborative efforts. This clarity allows people to understand their roles while still embracing varied viewpoints.

While incorporating tactics to boost inclusivity may seem daunting, small tweaks to existing processes can be effective:

• Use structured collaboration techniques, such as brainstorming sessions or feedback loops, to ensure that all voices are heard and shared without derailing progress.

• Address obstacles for participation by circulating meeting agendas and relevant information ahead of meetings; consider the medium for the meeting and whether the objectives can be met with every person included on the meeting invite.

• Encourage open dialogue and set clear time boundaries for perspective-based discussions to maintain focus on objectives.

• Highlight contributions from others publicly, including key points made in discussions and milestone achievements.

• Consider your vocabulary and avoid slang or metaphors with connotations or origins that may insinuate differences in class, race, gender, orientation, age, seniority, or other characteristics.

With ongoing practice and feedback, these changes will transform your interactions and engagement with others while maintaining productivity. This balance can be achieved through ongoing communication, regular evaluation of processes, and a commitment to continuous improvement.

Inclusivity is not just a buzzword; it is an essential skill that contributes to the success of individuals, teams, and organizations. By incorporating elements such as awareness, empathetic communication, equity, participation, and continuous learning into your daily work and actively engaging in strategies for personal growth, you can create an inclusive working environment. In today's interconnected world, inclusivity is no longer just a nice-to-have but a necessary skill for personal growth and professional success.

Additional Resources on the Skill of Inclusivity

Read

Book: Radical Respect: How to Work Together Better by Kim Scott

Book: Belonging: The Key to Transforming and Maintaining Diversity, Inclusion and Equality at Work by Kathryn Jacob, Sue Unerman, and Mark Edwards

Article: 7 Small Ways to Be a More Inclusive Colleague by Nikita and Grace Lordan

Watch

Video Series: Diversity for Social Impact by Diversity Social

Video Series: Smarter in Seconds by Blair Imani

Listen

Podcast: Brown Table Talk by Dee C. Marshall and Mita Mallick

Podcast: CodeSwitch from NPR

Podcast: ReWorked: The Workplace Inclusion Podcast by EWGroup

In today's rapidly evolving digital landscape, the ability to adapt to new technologies and online environments is more crucial than ever. This skill, commonly referred to as digital adaptability, goes beyond basic computer literacy and encompasses the mindset and behaviors needed to thrive in a constantly changing digital world. 

An Introduction to Digital Adaptability

Digital adaptability is the ability to navigate, evaluate, and synthesize information effectively using a range of digital tools. It encompasses a broad set of skills, from basic computer use to more complex abilities such as coding, online communication, and data analysis.

Digital adaptability is not just about being able to use the latest social media platform or software - it's about being open-minded, curious, and willing to continuously learn and improve. It's also about understanding how technology impacts our daily lives and having the ability to navigate its ever-changing landscape with confidence.

In today's digital age, being digitally adaptable ensures individuals are up to date with the constantly evolving technology landscape - and also enables them to effectively utilize digital tools for various tasks and projects.

The Importance of Digital Adaptability

In a world where technology is rapidly advancing, the ability to adapt and learn new digital skills is crucial. As industries evolve and become more digitized, employees are expected to have basic digital literacy skills and be able to quickly adapt to new technologies. This makes digital adaptability a highly sought-after soft skill in the job market.

Moreover, with the rise of remote work and virtual collaboration, being digitally adaptable has become even more important. People who can learn and use digital tools and platforms to communicate, collaborate, and complete tasks are highly valued. They can navigate the challenges of work environments and expectations while maintaining productivity, making them valuable assets to any team or organization.

Elements of Digital Adaptability

The components of digital adaptability contribute to the effectiveness in utilizing technology and reflect readiness to embrace ongoing changes in the digital realm. The core elements include:

Technical Proficiency

Technical proficiency refers to the foundational knowledge and skills necessary to effectively use digital tools and platforms. This encompasses a variety of competencies, including mastering software applications, understanding hardware components, and navigating various operating systems. People with strong technical proficiency can troubleshoot common issues, maintain devices, and optimize their digital environment for enhanced productivity.

In addition, technical proficiency allows for seamless adaptation to new technologies, as individuals quickly learn and integrate unfamiliar tools into their workflows to increase efficiency and minimize downtime. With the rapid pace of technological advancement - and the rapid pace of change in professional environments - developing and maintaining technical proficiency is essential for success.

• Basic Skills: Understanding how to use digital devices (computers, smartphones, tablets), software applications (word processors, spreadsheets, presentation tools), and internet navigation

• Advanced Skills: Knowledge of coding, programming languages, and using specialized software for tasks such as graphic design, video editing, and data analysis

Information Retrieval

Information retrieval is a vital aspect of digital adaptability, enabling a person to locate and evaluate pertinent information in a digital landscape saturated with data. This skill involves not only the ability to conduct effective online searches but also the discernment needed to assess the credibility and relevance of sources and the ability to apply this information in a responsible way.

In an age where misinformation can spread rapidly, strong information retrieval skills helps informed decision-making, positions arguments with credible data, and stays current with industry trends.

Mastering this skill empowers professionals to save time, enhance their problem-solving capabilities, and produce higher-quality work by leveraging accurate and reliable information. Furthermore, as the volume of digital content continues to grow, individuals who excel in information retrieval will stand out as valuable assets in any organization - simply because these people can find, evaluate, and present anything in the organizational knowledge base.

• Finding Information: The ability to effectively search for, locate, and retrieve digital information

• Evaluating Information: Assessing the credibility, relevance, and accuracy of digital information

• Using Information: Applying information ethically and legally in various contexts

Communication and Collaboration

The world of work has changed significantly over the past twenty years. Digital communication and collaboration tools are now essential components of digital adaptability, enabling individuals and teams to interact effectively in a variety of environments, including remote, hybrid, and in-person presence, across time zones and borders, and even among different languages.

Mastery of platforms such as email, instant messaging, video conferencing, and project management software allows team members to share ideas, provide feedback, and coordinate efforts seamlessly. Proficiency in these tools facilitates clear and timely communication and fosters a collaborative culture where diverse perspectives can come together to solve problems, address issues, and make an impact.

As organizations increasingly rely on digital platforms to maintain productivity and connectivity, individuals who can adeptly navigate these tools - while also building their in-person skills - will enhance their contributions and ensure that teams are aligned toward shared goals.

• Digital Communication: Proficiency in using email, social media, and other online communication tools to share information and collaborate with others.

• Collaboration Tools: Using digital platforms such as Google Workspace, Microsoft Teams, and Slack to work collaboratively with teams.

Creativity and Innovation

Creative expression and innovation are pivotal components of digital adaptability, empowering individuals to create or build new methods to express ideas, insights, and innovation.

With the rise of various creative tools and platforms, such as digital design software, coding environments, and collaboration applications, professionals can harness their imaginative capabilities to devise unique approaches in their work. These tools facilitate brainstorming, prototyping, and experimentation, enabling teams to explore unconventional ideas and iterate on concepts rapidly.

Individuals who excel in this realm not only contribute to problem-solving but also inspire others to embrace creativity, leading to breakthroughs that can enhance productivity and drive positive change within their teams and beyond.

• Content Creation: The ability to create, synthesize, or remix digital content, including text, images, audio, and video

• Innovative Use of Tools: Creating or using digital tools in creative ways to solve problems and produce new ideas

How to Improve Digital Adaptability

Like any other soft skill, digital adaptability can be developed and improved over time with effort and practice. Here are some ways you can work on enhancing your digital adaptability:

Stay Up to Date: Keep yourself informed about the latest advancements in technology and how they could impact your industry or job role.

Learn New Skills: Take advantage of online courses, tutorials, and resources to learn new digital skills. This could include anything from basic computer skills to more advanced programming languages.

Experiment with Tools: Don't be afraid to try out different software or applications, even if you're not familiar with them. This will help you expand your skill set and adapt to new tools more quickly.

Stay Curious: Never stop learning and exploring different ways of using technology. Stay open-minded and be willing to learn from others who may have a different perspective on how to use digital tools.

Practice, Practice, Practice: Make an effort to communicate effectively and collaborate with others using digital platforms. Understand which tools assume urgency or focus. This will not only improve your skills but also help you build strong relationships with colleagues. But don't forget: you're human, not a machine, so be sure to set appropriate boundaries when you're not available to collaborate.

Think Creatively: Get creative when it comes to applying digital tools in your work. Don't be afraid to experiment and try new things - you never know what ideas or solutions you may come up with.

Digital adaptability is a crucial skill for individuals in today's fast-paced and ever-evolving work environment. It requires a combination of technical proficiency, critical thinking, communication, collaboration, and creativity. By continuously developing these skills and staying curious about new technologies and their potential applications, professionals can enhance their digital adaptability, making them valuable assets in any organization. Embrace the digital world and all it has to offer. Keep learning, experimenting, and adapting - you'll be amazed at what you can achieve.

Additional Resources on Digital Adaptability

Want to learn more about digital adaptability? Check out our recommendations:

Read

• Article: How to Increase Your Digital Adaptability in the 21st Century

• Article: Six Skills Leaders Need in the Digital Era

• Blog: Digital Literacy (Digital Citizenship + Resource Platform)

Watch

• Course: Applied Digital Literacy from the State University of New York

• Course: Information Literacy from LinkedIn Learning

Listen

• Podcast: The Rising Urgency of AI Literacy

• Podcast: Digital Skills Mastery Lab

Want to read more from Notes from the Field? Catch up on other Soft Skill articles here.

Dear James,

As much as we want to start with the initial advice we received when we left for college, we’ll save that for the end. You’re the Kindergarten Class of 2011, the High School Class of 2024 and the Emerson College Class of 2028. The world changed so much between when we were in kindergarten and high school and college and our first “real” job that it only seems appropriate to start somewhere fresh.

What is still true today, however, is that the college experience will teach you many things about yourself. You’ll learn, and see, and do more in those four years than you can ever expect. Take advantage of those experiences, but know one thing -

College can’t teach you the answer this one simple question:

How will you live a good life?

While based solely on our own unexpected discoveries, here are a few things to consider to supplement your academic & experiential education.

Go for a Walk Everyday.

Walking around for no specific purpose will show you the things you miss when you’re driving or otherwise focused on getting from Point A to Point B. You’ll see the things you would have never found or experienced. And this, in turn, will inform your own experience in your community. Walking will also unlock a natural rhythm, which in turn will create cadence and clarity to your thoughts. There are only a few things in life that can’t be explored or untangled with a good walk.

Take Care of Your Health.

Your health is one of the two things you can never get back once it’s gone. It’s the only investment that’s 100% guaranteed. Be proactive and advocate for your health, always.

Your Time is Valuable.

The other thing you can never get back once it’s gone: your time. Spend your time with the things that matter to you, then value your time on the things that don’t matter accordingly.

Be Curious, Then Judgmental.

In the immortal words of Ralph Waldo Emerson, be curious, not judgmental. Curiosity unlocks context and a deeper appreciation for the way things are and how those things work. Judgment unlocks snap decisions driven by bias or prejudice, knowingly or otherwise. Be curious first, then judgmental.

Trust, But Verify.

We’re human and fallible to our lived experiences and memories. Learn to differentiate fact from opinion, then learn to differentiate whether accuracy or precision matters to the larger intent. Even those you trust absolutely will occasionally slip, knowingly or otherwise.

Integrity Ain’t Just a Nine-Letter Word.

Your reputation is built over time. It can be destroyed in an instant. Your most valuable currency in the world is your word.

Consider Permanence Before Posting.

The guiding principle for your elders was to be proud enough of what you said and did so that if it ended up on the front page of the local paper, you wouldn’t be embarrassed (or go to jail.) The concept takes on fresh context in a world of digital media, where everything is (nearly) permanent and easily accessible. Choose what you do and say with clear intent; your reputation is yours to cultivate. And for the love of pete, don’t feed the trolls. You will never change someone’s opinion from the safety of a screen.

Be Hard on Yourself & Soft with Others.

Over the past thirty years, the internet has warped our perception of others. We crave connection and authenticity with others, but we are not 100% who we present ourselves to be in a snapshot on social media. Assume good intent with others (until proven otherwise), but always hold yourself to the standards you set for others.

Learn to Apologize.

In many cases, an apology can fix a tough situation. Apologies are designed to express your regret for an action that cannot be undone - but are highly subjective to the specifics of the situation, the impact felt, and the retribution required to fix the harm. When an apology is required, acknowledge your action, admit your fault and extent of responsibility, express your regret or remorse, and offer, if possible, a path forward. Communications that lack any of these elements are not apologies. If retribution from the wronged is likely, bring in a trusted third-party to help navigate and negotiate the appropriate punishment in an objective manner. 

If Something is Free, You are Likely the Product Being Sold.

Nothing is free in this world. Be wary of things that are free, convenient, and easy to access. Once you’re using, it’s exceptionally difficult to stop.

Understand the Impacts & Outcomes of Your Decisions.

Every decision you make has impacts. Usually these impacts are positive and negative; there are a few decisions you can make that are solely positive or solely negative. If you consider these impacts and outcomes, your decisionmaking calculus will be better for it.

Ask for Help.

There are aspects of life that are beyond your current ability. When those moments arise, ask for help. There is little pride in the struggle. If help doesn’t show up, use Cunningham’s Law to your advantage.

But Also, Figure It Out.

You have an awesome brain AND a magic rectangle in your hand that unlocks all the information in the world. Use them both. You’re still learning and if you learn the concept and see how it’s done on the internet, then the next step is to do it.

Find Your Moderate.

Less isn’t (always) more. More isn’t (always) less. In anything you do - particularly in your day to day - find the moderate that will achieve some benefits and mitigate some drawbacks. There’s nothing but moderation in a scoop of ice cream, but a gallon of ice cream is nothing but consequences.

Understand the Future Value of a Dollar.

In the words of Einstein: “compound interest is the eighth wonder of the world. Those who understand it, earn it; those who don’t, pay it.” Every dollar you make will be worth more tomorrow than today if you learn how to invest beyond a savings account. No amount is too small to invest in low-risk securities. Start setting aside a percentage of your income for investments and maximize any opportunity for investment matches from your employer.

Buy It Once.

It’s easier than ever to make purchases for the items you want and need. Before you make a purchase, consider the quality, utility, and frequency of use. There are many other options beyond a purchase, including renting, borrowing, or even going without. Consider these options before you complete your purchase - your wallet will thank you (and you’ll avoid lugging around all the things you don’t really need.)

Splurge Occasionally.

What’s life without experiences? Boring.

Chasing Status isn’t Worth the Effort.

Chasing status is Sisphyean - there is always another step to take or person with something more - a title, money, wealth, access, influence, power - than what you have. Measuring your life to your status is the wrong measuring stick. Let it go and measure your life to something more worthy.

You are Not Your Parents.

This cuts two ways: your parents’ status is not yours; your parents’ decisions are not yours. While your parents (and your larger family) may provide some safety nets as you establish yourself in the world, you are now independent. Accept this freedom and build your life as you see fit.

Anything You Think You Know Today is Likely to Change Tomorrow.

Anticipating change is the only way to know everything worth knowing. 

Don’t Mistake Happiness for Reaching a Life Milestone.

Graduations, promotions, weddings, buying a house, having children - these are life-changing milestones, not demarcations for happiness. Don’t buy into “I’ll be happy when…” statements. These milestones may produce momentary happiness, but these moments are fleeting.

Happiness Comes From What You Do Everyday.

And it is never the big things you think it will be. It takes effort to identify the things that create your happiness, and they’re often the small acts that show how much you care about yourself. It’s worth the effort.

Anything Worth the Effort is Worth Documenting.

Don’t save your good notebooks for your biggest, deepest thoughts - write in them daily. Keep a list of the things that make you happy. Document your thoughts and perspectives and actions and process. Find the patterns and add these reflections to boost your self-awareness. Anything you do in your life that’s worth the effort is worth documenting how you got there and where you’ll go from this point forward.

Work Will Define You - If You Let It.

Spend the time to define who you are. It’s unlikely that you are your job.

Choose To Develop Your Strengths.

You probably have four or five things you can be great at across the span of your life. Develop these strengths. Other people may see your weaknesses, but don’t spend too much time or effort to be mediocre at your weaknesses. Instead, recognize the weakness and find methods to mitigate them.

Look Up From Your Phone.

Unless you want to spend the last third of your life unable to lift your eyes to see a face, make the effort to study the sky and all your surroundings regularly. Your neck (and your eyes) will thank you.

Don’t Worry, Be Prepared.

Humans are terrible at assessing real risks - those real risks appear innocuous and the impacts (seemingly) come out of nowhere. For the things you spend worrying about, get yourself prepared for them. If the things come true, you’re ready; if they don’t, you’ve at least relieved your anxiety.

You Will Not Succeed the First Time. Or Even the Second Time.

If you do, it’s just luck. If you don’t, learn, adjust, and keep going.

Know What You Stand For - Then Make the Stand.

The world is full of complex, complicated problems. Find the few critical elements that stoke the fire of your values and purpose - then stand firm and tall on those issues.

Always Have At Least One Person in Your Life Who Challenges You to be the Best Version of Yourself.

(And be that person for someone else.)

It’s Never a Good Time for “I Told You So.”

They already know and they came to you anyway. Be gracious and helpful.

Vote Early & Often.

Bad representatives are elected by good citizens who don’t vote. Don’t wait for election day to make your voice heard if you have the opportunity to vote early. Local elections are often decided by less than a hundred votes with long-term impacts. Get involved and stay involved with your local and state representatives - and ensure they’re addressing your issues appropriately.

Take the Leap - But Double-Check the Safety Net Mechanism.

You may take a big risk and (figuratively) leap off the cliff in attempts to fly. Do it, but double-check the mechanisms of your safety net. Better to know how far and how fast you may fall - and better to know that something will catch you along the way to avoid the (figurative) splat.

Success and Failure are Temporary.

No success or failure, achievement or short-coming, are forever. You will use both as learning opportunities for the next milestone. Your own memory of them will shift as you continue along your journey - it’s why happiness doesn’t align well with achieving success; it’s too impermanent. Time will erode other peoples’ memories and experiences of them as well.

Know When to Quit - and When to Persevere.

The hard thing about hard things is the lack of clarity while facing important decisions. Quitting when things get tough isn’t the right time to quit; everything worth doing will have a dip in the process that will suck and erode your initial enthusiasm as you put in more effort for less result. If it’s the dip, persevere. Quit when you hit a dead-end (your continuous efforts generate no change, better or worse) or a cliff (when you can’t quit without everything falling apart.)

Eliminate the Word “Deserve” from Your Vocabulary.

Too often, the concept of “deserve” is weaponized as a flimsy justification for poor decisions. Eliminate it from your own vocabulary and be wary of those who use it to influence themselves or others.

True Misery is Addiction.

Addiction comes in many forms, but all of them function the same way: the illusion of control. If you find yourself in a place where something else has control or undue influence over the decisions you make, seek outside help immediately. The most important thing is for you to regain your autonomy - and the addiction will isolate you, then lie to you about what that process looks like and what other people will think or do as a result. Have the bravery and courage to get help anyway.

Understand Your Responsibility with Others.

In times of tragedy, find the helpers.

In times of happiness, help those who are struggling.

In times of austerity, find your community.

In times of prosperity, help those who are less fortunate.

In times of uncertainty, find those who will help you think, not those who spout advice blindly.

In times of stability, help those who are less certain.

Finally: Wear Sunscreen.

You’re ready for what comes next. You can do this. You have more courage and bravery and stubbornness than any of us did at your age. And in the moments your resolve softens or doubt creeps in or fear tightens your chest, just remember where you came from, where you’re going, and that the path between the two is never straight. You made it this far; we can’t wait to see where you take your life next.

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What Is Collaboration

Collaboration is a soft skill that involves working effectively with others to achieve common goals. It encompasses various attributes and practices, including communication, coordination, mutual respect, and a willingness to share ideas and responsibilities. Collaboration is essential in both personal and professional contexts, as it can lead to increased productivity, improved problem-solving abilities, and stronger relationships.

Collaboration is not the same as simply working together or teamwork. It goes beyond just completing a task or project and involves active participation, open communication, and a shared understanding of goals and objectives.

Why Collaboration Is Important

Developing strong collaboration skills is more critical than ever. Simply put: the requirements and needs for any role or job are too demanding, complex, and ever-changing to be handled by a single individual's expertise. The world today (and tomorrow) requires an interdisciplinary approach, integrating and engaging multiple people to accomplish the things that need to get done.

In the workplace, collaboration creates pooling of resources, expertise, and perspectives to come up with innovative solutions and efficient tactical execution. Collaboration promotes a positive work environment where individuals have the opportunity to see their contributions as part of the larger, more valuable solution.

In personal and professional relationships, collaboration enables effective communication and conflict resolution, leading to stronger and healthier connections. It also promotes a sense of inclusivity and mutual respect, essential components for building strong relationships.

Benefits of Collaboration

Collaboration has numerous benefits for individuals and organizations. Some of the key advantages include:

Diversity: collaborating with others allows for the exchange of different perspectives and experiences. This diversity of thought can lead to more innovative solutions and a broader understanding of complex issues, leading to enhanced creativity and communication.

Problem Solving: when people collaborate, they bring their unique skills and expertise to the table. This enables them to tackle problems from different angles and come up with more comprehensive solutions.

Teamwork: collaboration requires effective communication and coordination, crucial components of successful teamwork. By working toward a common goal, individuals learn how to complement each other's strengths and support one another's weaknesses.

Productivity: by dividing tasks and responsibilities among team members, collaboration can help streamline processes and improve efficiency. This allows individuals to focus on their strengths and work together towards a shared objective.

Satisfaction: a collaborative work environment contributes to higher job & culture satisfaction People naturally feel more engaged and valued when they are part of a collaborative team.

Key Elements of Collaboration

Understanding the key elements of collaboration can help individuals and teams foster a more collaborative work environment. These elements include:

Communication

Effective collaboration requires clear and open communication. This includes active listening, sharing information openly, and providing constructive feedback.

Coordination

Collaboration involves coordinating tasks and responsibilities among team members. This ensures that efforts are aligned and resources are utilized efficiently.

Mutual Respect

Successful collaboration is built on mutual respect and trust among team members. This fosters a positive environment where individuals feel valued and are more willing to contribute.

Alignment

Collaboration focuses on achieving shared goals. Team members work together towards common objectives, ensuring that individual efforts contribute to the group’s success.

Adaptability

Effective collaborators are flexible and adaptable. They are willing to adjust their approaches and take on different roles as needed to support the team.

Mindset for Effective Collaboration

Collaboration is as much a skill as it is a mindset. Recognizing these mindsets - and shifting into a mode or environment to foster collaboration - is essential.

First: Think Collaborative-We, Not Competitive-I

Said another way: we can be successful in reaching our goals. This is not a zero-sum outcome; there is no winning or losing, no more-than or less-than when collaborating. Shift your mindset from being perceived as the best individual to being perceived as the best collaborator.

Be the common denominator for success across multiple projects or initiatives, not just one. Use "we", not "I" to express the shared goals, objectives, outcomes, and intent.

Second: A Little Extra Effort Pays Dividends

In a collaborative environment, we shift into a systems mindset and think about what will make the system work at full power and efficiency. While we are still human (and some inefficiency will continue to exist), a little extra effort will provide exponential benefit to the system.

If my emails are clear and succinct among many of my peers, we save the time, effort, and headaches of clarification (and our inbox from multiple back & forth emails.) If my meetings are structured with a clear agenda, necessary stakeholders, and positive outcome, we're able to reinvest that time and effort into more fruitful objectives and results.

Third: Assume Good Intent

Our brains are hardwired to feed on fear, doubts, and uncertainties. Our brains then create the story for an action to make sense. "Didn’t get invited to a meeting? I’m being deliberately shut out." "The unclear tone of that email? Must be a veiled insult." Actively shift your mindset to assume good intent: everyone wants the best outcome for the team and project with the easiest path to achieve it.

Replace the reaction to the meeting with "I'm not needed in that discussion, so I can focus on other, more important, things." Replace the reaction to the email with "The tone doesn't matter, but ensuring we're all on the same page is important." By shifting to assuming good intent, your focus remains on the shared objectives and goals - and not on things that may derail your individual path.

Improving Collaboration Skills

To enhance collaboration skills, individuals and teams should adopt a structured framework that focuses on specific actions and practices. Below are key strategies and examples:

Go Slow (through Planning), Then Fast (through Execution)

Having a shared vision and aligning on the goals & objectives of any project is crucial. Create goals to guide the collaboration process then ensure buy-in with everyone on the team at every update.

Example: In a project team, instead of saying, “We need to improve our marketing,” set a goal like “Increase social media engagement by 30% in the next quarter.” Then, with your team, break down the work into actionable steps and designate who is responsible or accountable for the work as well as who should be consulted or informed about progress, challenges, and opportunities. This alignment ensures all team members are working toward the same objectives and outcomes - and ensures everyone knows who is doing what work when and why. Buy-in is a slow but repeatable process, but it ensures success with everyone involved at every step of a complex or complicated project.

Develop Active Listening Skills

Fostering an environment where everyone feels heard can significantly enhance collaboration. Practice active listening techniques, such as paraphrasing what others have said.

Example: During meetings, actively summarize key points raised by team members before responding, ensuring everyone feels heard and understood. Once alignment is established, then add your comments, thoughts, ideas, questions, or concerns.

Leverage Technology Tools

Utilize collaboration tools like Slack, Asana, or Trello to facilitate ongoing communication and project tracking.

Example: Set up a shared project management board for project tasks, allowing team members to update their progress and comment on each other’s work in real-time.

Conduct Regular Check-Ins

Schedule quick recurring meetings or huddles to assess progress, address concerns, and realign goals.

Example: Implement weekly 10 minute stand-up meetings where all team members share updates. Keep these meetings short, structured, and simple. Anything that can't be solved in under 45 seconds should be addressed outside of these meetings with only the people necessary to the conversation. Any outcomes or impacts from outside meetings should be communicated either in writing to the rest of the team or as an update at the regular check-in, depending on the nature of the outcome or impacts.

Encourage Feedback and Constructive Criticism

Do your part to participate and engage in a culture where feedback is welcomed and seen as a growth opportunity. Encourage team members to provide input on both group and individual performance.

Example: Organize regular retrospectives after project completions to review what worked well and identify areas for improvement.

Foster Social Connections

Building relationships outside of work tasks enhances collaboration. People who like spending time with each other work more collaboratively together. Engage in team-building activities to bolster camaraderie.

Example: Plan informal team outings or virtual coffee chats to strengthen personal connections among team members. People who know one another outside of the work develop more respect, trust, and belonging within the larger team, making collaboration easier and faster.

By integrating these strategies into everyday practices, teams can cultivate a collaborative environment that thrives on effective communication, mutual respect, and shared objectives.

Additional Resources on Collboration

Read

Collaboration: How Leaders Avoid the Traps, Create Unity, and Reap Big Results by Morten T. Hansen

This book digs into how to effectively collaborate and overcome common pitfalls in teamwork

Team of Teams: New Rules of Engagement for a Complex World by General Stanley McChrystal

Explore how to foster collaboration in complex environments and create adaptable teams

The Culture Code: The Secrets of Highly Successful Groups by Daniel Coyle

Learn about the principles that make successful groups and teams thrive

Learn

Teamwork Skills: Communicating Effectively in Groups by University of Colorado Boulder

Focuses on communication strategies for effective collaboration.

Teamwork & Collaboration by Rochester Institute of Technology

Teaches the fundamentals of collaborative problem-solving.

Listen

Conversations about Collaboration by Phil Simon

Phil interviews interesting, progressive, and accomplished folks with strong views on how to get people to work together effectively.

Stop, Collaborate, and Listen by Baily Hancock

Through conversations with authors, creatives, entrepreneurs, social impact leaders, and more, Baily Hancock explores how concepts like connection, creativity, innovation, social impact, and amplification both support and are benefitted by collaboration.

Share

Introduction to Effective Communication

Effective communication is more than just exchanging information; it is about understanding the intent behind the message and ensuring clarity in your interactions. In the workplace, this skill is a foundational element for professional success. When team members communicate openly and clearly, it fosters an environment of collaboration and trust, which can significantly enhance productivity and innovation. Moreover, effective communication allows for constructive feedback and problem-solving, enabling teams to navigate challenges more efficiently.

Why is Communication Important?

Effective communication allows us to clearly express our thoughts, feelings, and ideas to others. It also helps us understand the perspectives of others and avoid misunderstandings or conflicts. In the workplace, good communication leads to efficient teamwork, better decision-making processes, and improved productivity. It also promotes a positive work culture and builds strong relationships among team members. This is due to:

Transparency: when team members share information openly, it bridges gaps in understanding and encourages a culture of trust. This trust empowers individuals to express their ideas without fear of judgment, leading to creative solutions and collaborative efforts.

Conflict Resolution: by actively listening to differing viewpoints and articulating one's own perspective with clarity, misunderstandings can be mitigated before they escalate into larger issues. Communication is a two-way street: it requires both expressing ourselves and being receptive to others. This balance nurtures a supportive environment where diverse opinions are valued, enhancing team dynamics.

Professional Development: individuals who can convey their thoughts clearly and persuasively are often viewed as influencers, regardless of their official title. This ability opens doors to opportunities for advancement, allowing one to influence and inspire others.

Three Elements of Effective Communications

To be an expert communicator, it is essential to understand its three core components: audience, medium, and delivery.

Audience: Who the Message is For

Understanding your audience is crucial; it involves recognizing their needs, expectations, and preferred communication styles. Tailoring your message to resonate with your audience not only enhances comprehension but also fosters a connection.

Whether you’re delivering a presentation, sending an email, or engaging in casual conversation, being aware of who you are addressing allows you to tailor your message appropriately. This introspective approach enhances the clarity of your communication and increases its impact.

Considering Your Audience

When tailoring your message to your audience, consider three factors: their background, expectations, and knowledge level

For instance, when speaking to a group of experts in a specific field, you may choose to use technical jargon and delve into complex concepts, knowing they possess a foundational understanding.

Conversely, when communicating with individuals who may be less familiar with the topic, simplifying your language and focusing on the key points will ensure your message is accessible. This adjustment fosters a supportive atmosphere that encourages engagement, keeping your audience attentive and open to your ideas.

Being mindful of your audience's potential concerns and motivations allows for a more empathetic interaction. It enables you to address their needs and questions proactively, which builds trust and strengthens relationships.

Ultimately, effective communication is less about delivering information and more about creating a meaningful exchange that values the perspectives of all participants involved.

Medium: The Form of Communication

The medium refers to the method or channel through which the message is conveyed. Choosing the right medium can significantly impact how the message is received. For instance, sensitive topics are often best discussed face-to-face to ensure empathy and immediate feedback.

There are three types of communication mediums, each with a variety of channels:

Verbal Communication: this involves using spoken words or sounds to convey a message, such as face-to-face conversations, presentations, emails, or phone calls. Verbal communication is the most common form of communication and can be either formal or informal.

Non-Verbal Communication: this includes body language, facial expressions, gestures, eye contact, and tone of voice. Non-verbal cues can often convey more meaning than words and are essential in understanding the underlying emotions or motivations behind a message.

Written Communication: Any form of written information exchanged between individuals falls under this type of communication. Written communication can be formal or informal, depending on the audience and expectation for communication.

Choosing the Appropriate Medium for Communication

Selecting the appropriate medium and channel for your communication is essential to ensuring that your message is not only understood but also received in the spirit intended. Here’s how to navigate this decision-making process thoughtfully and effectively:

• Assess the Nature of the Message: Begin by evaluating the content and context of your message. Is it sensitive, complex, or requires immediate feedback? For example, challenging conversations or discussions that involve emotional content are often best handled face-to-face. This allows for nuanced dialogue and the opportunity to read non-verbal cues that can aid understanding.

• Know Your Audience: Consider audience preferences, communication styles, and the relationship you share. If your audience feels more comfortable with written communication, such as emails or reports, catering to that can foster openness and engagement. Conversely, for discussions that require brainstorming or collaborative problem-solving, face-to-face meetings or group discussions might be more effective.

• Evaluate the Urgency and Timing: The urgency of the message also plays a vital role in your choice of medium. If you need to communicate something quickly or require immediate responses, telephonic conversations or instant messaging platforms can facilitate prompt interaction. If the message is less urgent, an email or a report might be appropriate, giving the recipient time to reflect on the information.

• Consider the Complexity: If your message is multifaceted and requires detailed explanations or visuals, opt for a presentation format or a detailed written document that allows room for elaboration. For straightforward updates or announcements, a brief email or even a shared document can suffice.

• Feedback and Interaction Needs: Finally, reflect on how crucial it is to gather feedback. Mediums that allow for real-time interaction, such as video calls or face-to-face meetings, encourage an immediate exchange of ideas and opinions. In contrast, written communication may necessitate follow-ups for clarification, which can slow down the dialogue process.

By considering these factors, you can make informed decisions about which medium and channel will effectively convey your message.

Delivery: How a Message is Interpreted

Delivery encompasses the manner in which you present your message. This includes tone of voice, body language, and pacing. Up to 93% of communication is how a message is conveyed with body language, tone and inflection. An engaging and confident delivery can captivate your audience, while a distracted or negative tone can cloud even the clearest message.

Here are some tips for improving your delivery and ensuring your message is interpreted correctly:

Maintain a Positive Attitude: Your attitude can greatly impact how your message is received. Approach the conversation with positivity, openness, and confidence to create a welcoming environment for communication.

Be Mindful of Non-Verbal Cues: As mentioned earlier, non-verbal cues play a significant role in communication. Pay attention to your body language, gestures, and facial expressions to ensure they align with your intended message.

Use Appropriate Tone and Inflection: The tone of voice you use when delivering a message can convey different emotions and attitudes. Be aware of how you sound to others.

Together, these components create a holistic approach to effective communication, ensuring clarity, fostering connection, and amplifying the impact of your message.

Building Strong Communication Skills

Like any other skill, effective communication can be learned and improved upon. Here are some tips for building strong communication skills:

• Listening: pay attention to what others are communicating to you without interrupting or judging. Active listening is a crucial component of effective communication.

• Clarity: be concise and to the point, using simple language that is easily understood.

• Confidence: pay attention to your body language, tone of voice, and facial expressions as they can convey more meaning than words alone.

• Empathy: try to understand the perspective of the other person and consider their feelings when delivering your message.

Developing strong communication skills requires practice and reflection. Here are some exercises you can incorporate into your routine to enhance your abilities:

• Active Listening Role-Play: Partner with a colleague or friend and engage in a dialogue where one person shares a personal experience while the other practices active listening. Afterward, the listener should summarize what was said, including emotions and key points. This exercise helps improve concentration and reinforces the importance of understanding the speaker's perspective.

• Feedback Sessions: Organize regular feedback sessions with peers where you can share ideas or present topics. Encourage constructive criticism on your communication style, clarity, and delivery. This creates an environment of open dialogue and allows for continuous improvement.

• Tone Variation Practice: Choose a script or paragraph and read it aloud multiple times, altering your tone and pacing with each delivery. Experiment with expressing different emotions, such as enthusiasm, sadness, or anger. This exercise helps you become more aware of how tone influences the message and can enhance your delivery skills.

• Non-Verbal Awareness Exercise: Spend a day consciously paying attention to your own body language and the non-verbal cues of others. Reflect on instances where your body language complemented or contradicted your verbal messages. At the end of the day, write down your observations and identify areas for improvement.

• Concise Communication Challenge: Challenge yourself to summarize a complex topic in just a few sentences while maintaining key details. This exercise fosters clarity and helps you practice being succinct, a vital element for effective communication.

By incorporating these exercises into your personal and professional development, you will build strong communication skills to serve you well across your career.

Share Notes from the Field

This is the role for critical thinking & problem solving skills. These skills provide a structured framework for differentiating facts and opinions, assessing and understanding the foundational problem, and developing a perspective and solution that works for the context - regardless of hard knowledge or direct experience.

Critical Thinking & Problem Solving: An Introduction

Challenges are everywhere. Some challenges are complex and difficult to solve; others are more easily handled. Whether personal or professional, challenges are a daily occurrence.

To address and solve challenges constructively and fairly, specific skills are essential: critical thinking and problem solving. Problem solving and critical thinking refer to the ability to use knowledge, facts, and data to effectively solve challenges, big or small.

Rather than relying on always having the answer, critical thinking and problem solving provide a structured approached to think on your feet, assess problems, address constraints or opportunities, and find solutions. These skills enable the ability to approach new ideas and perspectives regardless of hard knowledge or experience.

Why Critical Thinking & Problem Solving Are Important

Critical thinking and problem-solving are interconnected and complementary skills. Critical thinking provides the foundation for understanding and analyzing problems, while problem-solving applies this understanding to develop and implement effective solutions. Together, they enable the ability to navigate complex situations and make sound decisions.

By cultivating these skills, professionals unlock the ability to:

Handle Challenges

Self-Reliance: Developing skills in critical thinking and problem solving fosters a sense of confidence and independence, as individuals become more capable of handling complex issues on their own without constant supervision or guidance.

Effective Communication: Critical thinking enhances the ability to communicate ideas clearly and persuasively.

Synergy: Problem solving often involves teamwork. Teams with strong critical thinking skills are better at communicating, collaborating, and leveraging each member's strengths, leading to more effective solutions.

Conflict Resolution: Critical thinkers navigate conflicts more effectively by analyzing situations objectively and finding balanced solutions that address the concerns of all parties involved.

Create New Perspectives & Solutions

Adaptability: In a rapidly changing world, the ability to think critically and solve problems efficiently helps individuals adapt to new challenges and environments. This adaptability is crucial for career advancement.

Innovation: Critical thinkers and problem solvers are often the innovators. They are better equipped to think creatively and come up with new ideas and approaches that can set them apart in their careers. Organizations that encourage critical thinking and problem-solving are more likely to innovate and stay ahead of competitors.

Risk Management: Critical thinking skills create opportunities for new perspectives to foresee potential problems and devise strategies to mitigate risks, ensuring smoother operations and fewer disruptions.

Make Informed Strategic & Tactical Decisions

Clarity and Precision: Critical thinking helps individuals evaluate information objectively, leading to more accurate and logical decisions. This minimizes errors and improves the outcomes of personal and professional choices.

Problem Identification: Effective problem-solving allows individuals to identify the root causes of issues rather than just addressing symptoms. This leads to more sustainable solutions.

Strategic Planning: Strong critical thinking skills will create more effective long-term strategies that align with the organization’s goals and adapt to changing environments.

Operational Excellence: Make better day-to-day tactical decisions, enhancing overall operational excellence and contributing to the organization’s success.

How to Develop Critical Thinking & Problem Solving Skills

Developing critical thinking and problem solving skills involves a systematic approach that includes understanding the principles behind these skills, practicing them regularly, and seeking feedback.

Step 1: Understand the Basics

Learn the Definitions and Concepts

Understand what critical thinking and problem solving are. Critical thinking involves analyzing facts and opinions to form a judgment or perspective, while problem solving involves identifying issues and finding effective solutions.

Recognize the Importance

Understand why these skills are essential for personal and professional success. Reflect on the personal “why” and the intention for how these skills will be used.

Step 2: Develop Analytical Skills

Question Assumptions

• Regularly challenge your assumptions about various topics. Ask yourself why you believe something and seek evidence to support or refute your assumptions.

• Practice: Engage in debates and discussions where you have to defend your point of view with evidence.

Gather Information

• Collect data and information from diverse sources before making a decision or solving a problem.

• Practice: Use resources like academic journals, books, and reputable websites to gather comprehensive information on topics of interest.

Step 3: Practice Logical Reasoning

Analyze Arguments

• Break down arguments into their constituent parts: claims, evidence, and conclusions. Evaluate the validity and reliability of each part.

• Practice: Analyze opinion pieces or editorials and identify the strengths and weaknesses of the arguments presented.

Evaluate Evidence

• Assess the quality and relevance of evidence before accepting any claim.

• Practice: Compare multiple sources of information and look for biases, reliability, and validity.

Step 4: Develop Problem-Solving Skills

Define Problems Clearly

• Clearly articulate what the problem is, including its scope and impact.

• Practice: Use the “Five Whys” technique to drill down to the root cause of a problem.

Generate Multiple Solutions

• Brainstorm multiple potential solutions without judging them initially. This encourages creative thinking.

• Practice: Use mind mapping or brainstorming sessions to explore various solutions.

Evaluate Solutions

• Weigh the pros and cons of each potential solution, considering factors like feasibility, impact, and resources.

• Practice: Use decision-making tools like SWOT analysis (Strengths, Weaknesses, Opportunities, Threats).

Implement the Best Solution

• Choose the most effective solution and develop a plan for implementation.

• Practice: Create action plans with clear steps, responsibilities, and timelines.

Step 5: Reflect and Seek Feedback

Reflect on Outcomes

• After implementing a solution, reflect on its effectiveness. What worked well? What could have been done differently?

• Practice: Keep a journal to document your problem-solving processes and outcomes.

Seek Feedback

• Ask for feedback from peers, mentors, or supervisors on your critical thinking and problem-solving approaches.

• Practice: Engage in regular review sessions with a mentor or peer group to discuss and refine your approaches.

Step 6: Engage in Continuous Learning

Stay Informed

• Keep up with new developments in your field and continually seek new knowledge.

• Practice: Read books, attend workshops, and take online courses related to critical thinking and problem solving.

Practice Regularly

• Make a habit of applying critical thinking and problem solving techniques in daily life and work.

• Practice: Solve puzzles, engage in strategic games, and take on challenging projects that require these skills.

By following these steps, you can systematically develop your critical thinking and problem-solving skills, making you more effective in both your personal and professional life. Remember, these skills require continuous practice and refinement, so stay committed to your growth journey.

Additional Resources to Develop Critical Thinking & Problem Solving Skills

Developing critical thinking and problem solving skills is a journey that goes beyond traditional classrooms. It's about engaging with a variety of resources that challenge your perspectives, enhance your analytical skills, and provide practical strategies for tackling complex problems. Let’s dive into some specific resources that can help you sharpen these invaluable soft skills:

Read

"Thinking, Fast and Slow" by Daniel Kahneman

This book dives deep into the two systems that drive the way we think and make decisions, offering incredible insights into how we can improve our critical thinking.

"The 5 Elements of Effective Thinking" by Edward B. Burger and Michael Starbird

A practical guide that offers straightforward techniques to inspire new ways of thinking and solving problems.

"The Art of Problem Solving" by Russell Ackoff

Explore the systems thinking approach to addressing complex problems, emphasizing the importance of understanding the interconnections within systems and using creative, holistic methods to find effective solutions.

CriticalThinking.org

Provides a wealth of resources, including strategies, concepts, and tutorials to improve critical thinking skills.

The Decision Lab

A think tank that publishes articles and insights on how psychological insights can be applied to improve decision-making and problem-solving.

Learn

"Critical Thinking & Problem-Solving" by Rochester Institute of Technology

Offers strategies and tools for effective analysis and decision-making.

"Mindware: Critical Thinking for the Information Age" by University of Michigan

Teaches how to apply knowledge from data science, neuroscience, and psychology to improve critical thinking.

Listen

"The Critical Thinker Podcast"

Offers advice and strategies for improving your critical thinking skills in various aspects of life.

"You Are Not So Smart"

A podcast that explores self-delusion and cognitive biases, encouraging more nuanced problem-solving approaches.

Share Notes from the Field

Differentiating Hard Skills vs Soft Skills

Imagine you're building a house:

Your hard skills are all the tools in your toolbox and the knowledge of how to use them. They're your technical prowess, like coding, financial modeling, or speaking a foreign language. These are the abilities you've honed through education, training, and practice, and they're easily quantifiable. Think of them as the bricks and mortar of your career: essential, solid, measurable, and visible.

If hard skills are the tools, then soft skills are the blueprint, the design, and the craftsmanship that turn a pile of bricks into a home. They include your ability to communicate effectively, work as part of a team, solve problems creatively, and adapt to new situations. These skills are less about what you do and more about how you do it. They're harder to measure, but as critical to success as hard skills. They're what make your work meaningful, impactful, and uniquely yours.

In the professional world, it's not enough to just have a great set of tools (hard skills); you need the vision and craftsmanship (soft skills) to use them effectively. The most successful individuals blend both, crafting careers that are not only productive but also rewarding and influential.

To put it simply: while hard skills might get you in the door, it's your soft skills that will help you negotiate the hallway of success. This is the balance that not only makes you a valuable team member but also a joy to work with.

The primary difference between soft skills and hard skills lies in their nature and application in the workplace and beyond.

Characteristics of Hard Skills

• Hard skills are technical skills or specific abilities required to perform a job. They are often acquired through education, training, certifications, and on-the-job experience. These skills are about your ability to perform specific tasks and functions

• Hard skills are specific to a particular job, task, or industry. While some hard skills can be transferable to other fields, they often have a direct application in a specific context

• Hard skills include programming languages, machine operation, financial modeling, foreign languages, and software proficiency

• Hard skills are typically developed through formal education, training programs, courses, workshops, and hands-on experience.

• Hard skills can be more objectively measured than soft skills, through tests, certifications, performance in tasks, or demonstration of knowledge and abilities.

Characteristics of Soft Skills

• Soft skills are interpersonal or people skills. They relate to how you work and interact with others, your emotional intelligence, and personal attributes. These skills are more about behavior and thinking, personal traits, and cognitive skills.

• Soft skills are highly transferable and applicable in a wide range of situations and careers. They are not specific to any one job or industry.

• Soft skills include critical thinking, communication, teamwork, leadership, career management and decision making.

• Developing soft skills often involves improving one's emotional intelligence, gaining experience through diverse social interactions, and continuous reflection and practice in everyday life.

• Measuring soft skills can be subjective and is usually assessed through observations of behavior, feedback from others, and self-assessment.

In summary, soft skills focus on personal interactions and behavioral competencies that enable people to work effectively and harmoniously with others, while hard skills are about specific professional abilities and knowledge required to perform job-related tasks. Both are essential for career success, with soft skills complementing hard skills to create a well-rounded, competent individual.

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Professional Soft Skills for Career Success

In the early years of a career, establishing and cultivating soft skills along with your hard skills is essential to professional success. Over the next eight weeks, we’ll cover the following soft skills and development framework in depth:

Problem Solving

Problem solving is the ability to analyze information, identify problems, evaluate options, and implement solutions. It requires questioning assumptions, assessing evidence, and synthesizing information from various sources to make reasoned judgments.

In today’s fast-paced and complex world, challenges are multifaceted. Developing a problem solving ability enables individuals to make informed decisions, overcome obstacles, and implement effective solutions in both personal and professional contexts. These abilities are highly valued across all industries as they contribute to innovation, efficiency, and productivity.

Communication

Communication skills involve the ability to express ideas and information clearly and effectively. This includes articulating thoughts coherently, listening actively, and tailoring your message to your audience.

Effective communication is essential for teamwork, customer service, and leadership. It enables individuals to convey their ideas, persuade others, and build relationships. In the workplace, strong communication skills can lead to better collaboration, fewer misunderstandings, and increased productivity.

Collaboration

Collaboration refers to the ability to work effectively with others towards a common goal, respecting diverse perspectives and contributing to a cohesive group dynamic. This involves open communication, mutual respect, and shared responsibility.

In an increasingly interconnected world, the ability to collaborate with others is vital. It fosters innovation, as diverse viewpoints lead to creative solutions. Effective teamwork improves efficiency and enhances job satisfaction by fostering a supportive work environment.

Digital Literacy

Digital Literacy includes understanding and leveraging various digital tools and platforms to achieve specific goals. This includes competence with basic productivity suite programs, familiarity with software applications, digital communication tools, social media, and the ability to adapt to new technologies. Digital literacy is not just knowing how to use tools, but also understanding the impact of digital technologies on society and our personal lives.

With the digital transformation of industries, proficiency in digital technology is essential for staying competitive in the job market. It enables individuals to work more efficiently, access and analyze information quickly, and stay connected with colleagues and clients.

Leadership

Leadership is the ability to inspire, motivate, and guide others towards achieving a common goal. It includes setting a vision, making strategic decisions, and building and maintaining a team that is committed to that vision.

Effective leadership drives organizational success by fostering a positive and productive work environment. Leaders play a crucial role in managing change, motivating others, ensuring accountability for and achievement of strategic objectives and decisions.

Career Management

Career Management involves actively planning and managing your career path, including setting career goals, acquiring necessary skills, and seeking opportunities for growth and development.

Effective career management ensures that individuals are proactive about their professional development and advancement. It helps people to align their work with their personal goals and values, leading to greater job satisfaction and success.

Growth Mindset

Growth Mindset is the ongoing pursuit of knowledge and skills for personal or professional development. It involves a commitment to learning new things and keeping up to date with changes in your field. The goal is not just to accumulate knowledge, but to apply it creatively and effectively in your personal and professional life.

In a rapidly changing world, continuous learning is essential to stay relevant and competitive. It enables individuals to adapt to new challenges, technologies, and methods, enhancing their employability and career prospects.

Decision Making

Decision Making is the process of making choices by identifying a decision, gathering information, and assessing alternative resolutions. It involves critical thinking, problem-solving, and weighing the potential outcomes to choose the best course of action.

Decision making is crucial because it directly impacts the effectiveness and success of both individuals and organizations. Effective decision making leads to better problem-solving, innovation, and strategic planning, which are essential for navigating complex situations and achieving goals.

Cultural Fluency

Cultural Fluency involves understanding and respecting cultural differences, communicating effectively across cultural boundaries, and adapting to diverse environments. Cultural fluency is not just about knowing facts about different cultures; it's about adopting an open-minded and empathetic approach to understanding and interacting with people from all walks of life.

As businesses become more global and workplaces more diverse, intercultural fluency is critical for effective communication, collaboration, and conflict resolution. It fosters inclusivity and leverages the strengths of diverse teams.

Cultivating Soft Skills

Soft skills are interrelated and collectively contribute to personal and professional success. Developing them requires intentional effort and practice, but the benefits they bring to a career and personal life are invaluable.

In the tapestry of professional success and personal growth, soft skills are the vibrant threads that add depth, color, and strength. They encompass our ability to communicate effectively, collaborate with others, adapt to change, and solve problems creatively.

In a world where technical proficiency opens doors, it's our soft skills that build bridges—bridges between ideas and people, between diverse cultures, and between present challenges and future opportunities.

As we navigate the complexities of the 21st century, investing in the development of these skills is not just an asset but a necessity. They enrich our professional lives, enhance our personal relationships, and empower us to navigate the shifting landscapes of our global community with empathy, resilience, and vision.

In the words of Aristotle, "We are what we repeatedly do. Excellence, then, is not an act, but a habit." Let us make the continuous development of our soft skills a lifelong habit, for in their mastery lies the key to unlocking our fullest potential.

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But as of 2022, only 37% of Americans aged 25-64 had completed a bachelor’s degree. Coupled with a long-term low unemployment rate and an inability to fill key roles to support growth, companies across the US are revisiting job descriptions – and deciding that in many cases, a degree is unnecessary for success.

Historically, a bachelor’s degree was seen as a proxy for collaboration skills, a sense of initiative, and an ability to think critically. But there is a lack of evidence to support this notion. In fact, when a team from Harvard Business School and Accenture partnered together to analyze “middle-skill” jobs (which required some education or training beyond high school, but not a four-year degree), they found no boost in productivity when the jobs were completed by college graduates.

As a result, organizations are evolving and opening their doors to those without a degree. A decade ago, IBM struggled to fill key roles. In 2012, less than 10% of their U.S.-based roles were open to applicants without a college degree, regardless of other qualifications. The launch of the SkillsFirst Initiative revamped hiring practices within IBM to create better on-ramps and training programs for those without a college degree. The primary change: removing the requirement for a college degree across nearly 80% of new and existing roles, instead listing desired skills and attributes for the core capabilities of the job.

And so, for students considering an investment in their education, if a degree isn’t a prerequisite for a career, what is the value of a college degree?

The Cost of College

As of May 2024, the average cost of college in the United States was $38,270 per student per year, including the cost of books, supplies, and daily living expenses. This amount has more than doubled in the 21^st century, with a compound average growth rate (CAGR) of 4.11%. Considering student loan interest and loss of income, an investment in a bachelor’s degree can ultimately cost students more than $500,000. (Data courtesy of Education Data Initiative)

While state and federal programs mitigate some of these costs for students, the rising costs of tuition and associated expenses is a serious problem. From a financial perspective, does the investment in a college degree still make sense?

Today, the answer is mostly yes. According to a June 2023 analysis published by the Institute for Higher Education Policy, a nonprofit research group based in Washington, D.C., there is “overwhelming evidence that pursuing a college degree provides substantial economic and non-economic benefits to students.” Approximately 93% of college undergraduates meet a minimum economic return. Meaning, 93% of college undergraduates, within ten years, earn at least as much as high school graduates from the same state, plus enough to recoup the total cost of attending college.

However, meeting the minimum threshold isn’t the outcome college graduates look to achieve. Additional financial benefits for college graduates historically include:

• Higher earnings and more wealth accumulation

• More likely to own a home

• More likely to have job with important benefits such as health insurance, paid vacations, retirement plans, and flexible work arrangements

As companies evolve their hiring, training, and benefits practices, these economic gaps will close. The financial investment may make sense today, but the long-term value of a college degree will be determined on key components of the college experience: cultivating a growth mindset for life-long learning and creating differentiation from professionals without a degree.

A College Degree is the Starting Line, Not the Finish Line

The value of a college degree cannot be measured by the value of the ultimate finish line – there are simply too many variables and decisions that impact the outcomes of a career.

Rather than think of a college degree as the finish line for the rest of your career, consider that a degree is the starting line for a lifetime of learning and the culmination of skills, experiences, and achievements along the way.

At the core of lifelong learning is the growth mindset—the belief that skills and intelligence can be continually developed and improved across both formal and informal learning. This mindset is a powerful driver of success: encouraging challenges, learning from criticism, and persisting in the face of setbacks.

Cultivating a growth mindset means viewing experiences, whether positive or negative, as an opportunity to learn and improve. This perspective transforms obstacles into learning experiences and fuels the motivation to keep pushing forward.

Stepping to the starting line, there are three key values of a college degree that are difficult to replicate in alternative paths:

• Near-infinite opportunities for skill-building

• Development of personal and professional networks

• Creating transformative self-awareness

#1: Majors Don’t Matter – Skills are Critical

More than half of college graduates do not end up working in the field of their college major or degree. Rather than worry about a major course of study, focus on building and learning necessary concepts in a compelling topic, then applying and evaluating the resulting skill. It’s a simple methodology: learn the concept, see it in action, do it yourself.

This methodology is at the heart of every vocational-based educational program – from automotive work to medical doctoral programs. They’re inherently skill-based, teaching you the fundamental concepts, how to think and act, and then practicing the resulting skill until you have mastery of it.

Many undergraduate programs lack the application component for their degree programs. For instance, a business major will likely master concepts in finance, marketing, management, and economics, but will have little to no experience applying the concepts into skill-driven abilities.

Instead, find opportunities to practice the application of academic concepts into real-world skills. Opportunities can come in many forms – internships, apprenticeships, peer modeling, and training programs specific to skill-building. Then showcase the best and strongest skills. Get creative. Combine them in unconventional ways. This will set a college degree apart from non-degreed colleagues – and create immense value from a degree program.

Hard Skills and Soft Skills are Equally Valuable – But You Need Both

Hard skills are technical or specific abilities required to perform a job. They are often acquired through education, training, certifications, and on-the-job experience. These skills are about your ability to perform specific tasks and functions. Hard skills are usually specific to a particular job, task, or industry. While some hard skills can be transferable to other fields, they often have a direct application in a specific context. Hard skills can be more objectively measured than soft skills, through tests, certifications, task performance, or demonstration of knowledge and abilities.

Soft skills are interpersonal or people skills. They relate to how you work and interact with others, your emotional intelligence, and personal attributes. These skills are about behavior and thinking, personal traits, and cognitive skills. Soft skills are highly transferable and applicable in a wide range of situations and careers. They are not specific to any one job or industry. Developing soft skills often involves improving one's emotional intelligence, gaining experience through diverse social interactions, and continuous reflection and practice in everyday life.

Neither skill type is more valuable than the other and each have a role to play across a career. Hard skills will demonstrate the qualifications for a role; soft skills will pave the road of success.

#2: Who You Know – and Who You’re Associated With – Matters

One of the most valuable components of a college degree is the nearly automatic network created from matriculation to graduation. Few other associations in the professional world have the depth and breadth as a college networking group.

During the college years, a network of relationships with peers, professors, and mentors is built. These connections provide support, guidance, and opportunities that can significantly impact the classes, programs, and skill-building accomplished during a degree program.

At graduation, an active alumni program will provide the similar opportunities out in the field, opening doors to new organizations and roles, and building support and camaraderie among the alumni base.

Relating to and networking with others is a crucial skill in the professional world, and the relationships cultivated throughout a degree program serve as a foundation for an early and robust professional network.

#3: Transforming Personal Growth into Professional Direction

A college journey is a transformative experience, shaping people in ways that go far beyond academics. While the knowledge and skills gained are vital, personal growth is equally significant.

College is a time of self-discovery. Navigating different courses, extracurricular activities, and social interactions opens opportunities to learn and cultivate strengths, weaknesses, interests, and values. Understanding personal motivation, stress management, and impacts of a work environment are critical discoveries for college graduates. This self-awareness is crucial to guide career decisions and the path that aligns with professional goals and objectives.

Grit and Resilience: Building Strength Through Challenges

College life is filled with opportunities to build grit. From managing heavy course loads, to meeting deadlines and overcoming academic difficulties, college graduates learn commitment to goals despite obstacles. This resilience is a powerful trait that will serve you well in the professional world where persistence often determines success.

Delayed Gratification: The Power of Patience

Earning a college degree is a testament to the ability to practice delayed gratification. This ability to prioritize long-term objectives over immediate rewards is a crucial skill in the professional world.

Delayed gratification shows specific skills: setting goals, developing a plan, and sticking to it, even when the rewards are not immediate. It demonstrates discipline, focus, and commitment. In a world that often seeks quick fixes and instant results, the ability to work patiently towards specific goals is a differentiator.

Adaptability: The Skill to Continually Learn, Reflect, and Adapt

One of the most important messages a college degree conveys is an ability to be trained. Completing a degree program demonstrates the ability to learn complex material, adapt to new information, and continuously improve skills.

Employers look for individuals who are not just knowledgeable, but also capable of learning and growing within their roles. A college experience focused on building skills equips graduates with the ability to absorb new information, think critically, and apply learning in practical ways.

The Decision to Pursue a College Degree

A college degree is the starting line toward a professional career, not the finish line.

And it’s not the only road to achievement.

The decision to pursue a college degree is a personal one. This decision should stem from personal goals and objectives, and should get specific. For example, financial independence is a great goal, but it’s too broad for decision-making. Think about how you want to achieve your goal - financial independence - and set those as your objectives. From there, make the decision: does the $500,000 investment in a four year degree make sense in light of personal goals and objectives? Think through the opportunities and risks associated with that investment and how these align or conflict with career aspirations.

For some, the investment in a college degree is clear and aligned to specific, highly tuned career goals where a college degree is expected, if not required. The economic and non-economic benefits exceed the value of investment, even if things don’t go to plan.

For some, the investment in a college degree can make sense, but requires additional work and focus to capture the value from applying skills, developing networks, and creating self-awareness. In these situations, look for additional support and programs that can mitigate risks of the investment. Starting with a two year degree, reducing the financial commitment, and committing to activities that boost skill building, networking, and self-awareness help mitigate investment risk.

For some, the investment in a college degree is too risky due to the high upfront financial burden and uncertainty about how to capture short or long-term value. For these situations, there are many alternative paths recognized as worthy, valuable, and sound decisions.

No matter your path, make the decision to engage in lifelong learning and professional development. The world of work is evolving, and staying current with new knowledge and skills is crucial. It is likely that a role that you fill in five years doesn’t exist right now.

Many industries offer opportunities for further education and certification. Whether through advanced degrees, professional courses, or on-the-job training, your commitment to continuous learning ensures your long-term success and satisfaction, no matter your investment in a college degree.

Since January, we’ve grown from a handful of friends & family patiently learning with us and into an organic engine that reaches both our intended audience - students transitioning into the first five years of their career - as well as mid- and late-career professionals reflecting on their own growth journey.

If your peers and colleagues aren’t receiving Notes from the Field in their inbox every Tuesday, send them a quick nudge to subscribe:

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Throughout our growth, we’ve had countless conversations and fantastic feedback. In the spirit of transparency, here are the three big themes we’ve heard over the past six months.

#1: What is Success?

There’s no doubt that the world of work is evolving - and quickly. Expectations for engagement, commitment, collaboration - even benefits and workplace perks - are radically different than a decade ago and nearly unrecognizable to late career professionals.

Reactions to this evolving environment are as widespread as the changes facing professionals at all levels of experience. We interview new graduates regularly and pick up both generational slang and generational perspectives on the world of work. We interview mid-career professionals about their experiences and the specific skills they’ve learned, tested, and adapted throughout their journey. We interview late-career experts on their reflections on the evolving world of work and the specific components most important to successes and failures.

The unifying theme among everyone we speak with: the personal expectations and resulting decisions stemming from the concept of success.

The personal definitions and expectations around the concept of success are an infinite combination. Our response: a methodology to codify the fundamental principles to defining your personal expectations for the world of work.

Welcome to our Know Yourself series, including our most popular download, The Know Yourself Workbook.

Over the next six months, we’ll continue to explore the topic of success, the methodologies to increase self-awareness, and introduce new voices and formats to help professionals of all stripes develop their own definitions, expectations, and decision-making frameworks for success.

#2: Feedback is a Gift

There is no doubt that launching a career is difficult. Successfully navigating the frameworks to research your interests, narrow your scope, find aligning roles, engage with your colleagues, leverage your strengths and mitigate your weaknesses, and take on new challenges requires significant planning, strategy, resilience, and, frankly, a bit of luck.

Our most vocal and opinionated feedback over the past six months comes from our Launch a Career series:

We unleashed a torrent of perspectives: positive, negative, constructive, and uninformed. And within this flood of feedback, it’s clear - we will revisit these topics (and related topics) with more specificity, context, and voices from across the world of work.

Our most positive feedback from the past six months stems from two posts - Making the Ask and On Feedback.

From those who are early in their career and ready to bring their ideals into the workplace to those who are mid-career and asking for that next step into leadership roles to those who are late career and reflecting on the things that made the difference for their journey - making the ask for what you want and ensuring you’re receiving constructive feedback are the top two skills (to date) for your path forward.

Over the next six months, you will continue to see more posts and content focused on these critical skills - as well as broadened perspectives, voices, and expertise as we tackle the toughest topics from the field.

#3: Broadening Our Accessibility

While you’ve enjoyed reading our weekly posts on critical skills in the world of work, we know there’s a wide variety of channels, formats, and distribution methods to utilize.

It’s our most common feedback: “you should do a [podcast / TikTok / YouTube / audio recording / Facebook / LinkedIn / my favorite channel & format]”

If you’re not already following us on social media, click below to follow along in your channels of choice:

LinkedIn

Instagram

TikTok (coming soon!)

YouTube (coming soon!)

For the past six months, we’ve intentionally moved slowly. We’ve focused on consistent weekly content development (and built the necessary habits and patterns to do so.) We’ve implemented and adapted technology to help us stay aligned and create faster (even when the learning curve is steep.) We’ve tweaked and experimented and evolved to ensure that we earn the right to be at the top of your inbox every week.

These principles will continue to remain intact. And we hear you: you want additional formats to better fit your preferences.

In the next six months, expect some additional experimentation with different content types, formats, and channels:

• We anticipate additional social media engagement, a great way to connect with your peers and engage on topics;

• Short- and long-form video interviews with our contributors and experts in the field to bring more color, context, and wisdom to our weekly posts;

• Audio recordings of our weekly posts for those who prefer to listen to content;

• A new post type called “Perspectives” (more on this in the coming weeks!)

Thank you for being an integral part of our initial six months and thank you for your feedback, recommendations, contributions, conversations, guidance, and help along the way.

Here’s to the journey, together.

Like what you receive every week in your inbox? Share it with your friends & colleagues!

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Understanding Trust

Trust is often considered an intangible quality, but we can break it down into a formula that helps make its components more tangible:

Demonstrated Expertise

Demonstrated expertise is showing that you have the skills, knowledge, and competence to do what you say you will do. In a professional setting, this could be a manager who consistently delivers results, a colleague who always meets deadlines, or a team member who can troubleshoot complex issues effectively. Demonstrated expertise builds trust because it proves that you are reliable and capable.

Imagine you're working on a project with other people. If your team members have consistently shown they can handle their tasks expertly, you're more likely to trust them with critical responsibilities. This trust in their expertise fosters a sense of security and confidence within the team, enabling everyone to work more effectively and collaboratively.

Shared Experiences

Shared experiences are the interactions and history you have with others. These experiences, whether positive or negative, shape your perception of trustworthiness. When you work closely with someone, share challenges, celebrate successes, and navigate obstacles together, you build a reservoir of shared experiences that strengthens trust.

Consider your relationships with friends. The more experiences you share—such as supporting each other through difficult times or celebrating joyous moments—the deeper your trust becomes. The same principle applies in professional environments. Teams that have weathered storms together often emerge with stronger bonds and higher levels of trust.

Common Values

Common values are the professional, ethical, and moral principles that you and others hold dear. When you share common values with someone, you're more likely to trust their intentions and actions. Common values create a sense of alignment and mutual understanding, making it easier to work towards common goals.

In the workplace, common values might include a commitment to integrity, a dedication to customer satisfaction, or a passion for innovation. When employees share these values, they are more likely to trust each other, agree on the same goals and work harmoniously. Similarly, in personal relationships, common values such as honesty, respect, and kindness form the foundation of deep, trusting connections.

Putting It All Together

By combining demonstrated expertise, shared experiences, and common values, you create a strong foundation for trust. Each element reinforces the others, making trust more resilient and robust. For example, if a colleague has proven their expertise, been part of numerous positive experiences with you, and aligns with your core values, you are more likely to have trust with that person.

Understanding this formula for trust helps demystify what might otherwise seem like an abstract concept. It gives us a practical framework for both building and assessing trust in various relationships.

Building Trust

Building trust is a deliberate and ongoing process that requires consistency, communication, and empathy. Whether in a personal or professional context, these elements are crucial for establishing and maintaining trust.

Consistency

Consistency is the bedrock of trust. When people know they can rely on you to behave predictably and deliver results consistently, trust flourishes. This means showing up on time, meeting deadlines, and following through on commitments. Inconsistency, on the other hand, breeds uncertainty and doubt, undermining trust.

Reliability

In a professional setting, being reliable is about doing what you say you will do. If you promise to complete a report by Friday, ensure it's done. If you commit to a meeting, be there on time, fully present and prepared. Consistent behavior builds a reputation of dependability, which is key to building trust.

Communication

Clear, honest, and open communication is an important element of trust. People need to feel that they are being heard and that their opinions matter. Effective communication involves both speaking and listening. It means being transparent about your intentions, sharing relevant information, and providing constructive feedback.

Empathy

Empathy is the ability to understand and share the feelings of another person. It involves putting yourself in someone else's shoes and seeing things from their perspective. Empathy is crucial for building deep, trusting relationships because it shows that you care about others' experiences and well-being.

In personal relationships, showing empathy means being there for friends and family during tough times, celebrating their successes, and understanding their struggles. In professional settings, it might mean considering the workload and stress levels of your colleagues before assigning new tasks or providing support when someone is facing a personal challenge.

Practical Tips for Building Trust

Be Consistent: Ensure your actions align with your words. If you commit to something, follow through consistently.

Communicate Openly: Share information transparently, listen actively, and provide honest feedback.

Show Empathy: Take the time to understand others' perspectives and show that you care about their feelings and experiences.

Be Accountable: Own up to your mistakes and take responsibility for your actions. Accountability is key to maintaining trust.

Build Rapport: Invest time in getting to know people. Shared experiences and personal connections strengthen trust.

Respect Boundaries: Understand and respect the boundaries of others. This shows consideration and builds mutual respect.

Building trust is not a one-time effort but a continuous process that requires attention and effort. By being consistent, communicating openly, and showing empathy, you can create strong, trusting relationships that enhance both personal and professional life. Trust is the glue that holds relationships together, and investing in it is one of the most valuable things you can do.

Eroding Trust

While building trust is a deliberate and ongoing process, it can be easily undermined by certain behaviors and actions. Understanding what erodes trust is crucial for maintaining healthy personal and professional relationships. Common behaviors that undermine trust include:

Dishonesty

Dishonesty, whether through outright lies or misleading information, is one of the most significant trust breakers. When someone discovers they've been deceived, it can create feelings of betrayal and resentment, making it difficult to trust that person again.

Inconsistency

Inconsistent behavior, such as failing to keep promises or frequently changing one's stance, creates uncertainty and doubt. People need to know they can rely on others to act predictably and uphold their commitments.

Lack of Accountability

Refusing to take responsibility for one's actions or mistakes erodes trust. When individuals consistently deflect blame or make excuses, it signals a lack of integrity and reliability.

Poor Communication

Failing to communicate openly and honestly can lead to misunderstandings and mistrust. Withholding information, being evasive, or not listening to others' perspectives undermines the foundation of trust built through clear communication.

Disrespect

Showing a lack of respect for others' boundaries, opinions, or feelings can significantly damage trust. Respect is a fundamental component of trust, and its absence can lead to strained relationships and conflicts.

Breaking Confidentiality

Sharing information that was meant to be kept private or breaking confidences can shatter trust. People need to feel secure that their personal information is treated with respect and discretion.

Consequences of Lost Trust

Eroded trust can lead to decreased morale, productivity, and collaboration. When team members do not trust each other or their leaders, communication breaks down, and the overall effectiveness of the team is compromised. This can result in higher turnover rates, lower job satisfaction, and reduced organizational success.

Losing customer trust can have severe financial implications. Customers who feel deceived or mistreated are likely to take their business elsewhere and may share their negative experiences with others. This can damage the company's reputation and lead to a loss of revenue and market share.

Understanding the behaviors that erode trust is essential for maintaining strong personal and professional relationships. By avoiding dishonesty, inconsistency, poor communication, and other trust-damaging behaviors, we can protect and nurture the trust we have built with others.

Call to Action

Building and maintaining trust is an ongoing journey that requires deliberate effort and continuous learning. As you move forward, commit to practicing the principles of trust in every aspect of your life. Be consistent in your actions, communicate openly and honestly, show empathy, and hold yourself accountable. By doing so, you will create an environment of trust that enhances your relationships and leads to greater personal and professional success.

Remember, trust is not something that happens overnight. It is built through small, consistent actions over time. Invest in trust, nurture it, and watch how it transforms your interactions and achievements. Trust is the key to unlocking deeper connections, more effective collaboration, and a more fulfilling life.

Ready to dig deeper into the topic of trust? We recommend:

To Read

Book: "The Speed of Trust" by Stephen M.R. Covey

Book: "Building Trust: In Business, Politics, Relationships, and Life" by Robert C. Solomon and Fernando Flores

Article: “Five Powerful Strategies to Build Trust in the Workplace” by Caroline Castrillon

Book: “The Thin Book of Trust: An Essential Primer for Building Trust at Work” by Charles Feltman

To Listen

Podcast: Building Trust by Dear HBR

Podcast: Building Trust & Connection by Think Fast, Talk Smart

To Watch

TEDX: The Psychology of Trust by Anne Böckler-Raettig

TEDX: How to Build (and Rebuild) Trust by Francis Frei

For people, the concept of feedback is identical, looping with a community or close group of people that you trust and respect to guide or correct your career development path.

The Importance of Feedback

The importance of feedback cannot be understated. Simply put, feedback provides an opportunity for someone else to share their view of you with you. A different perspective on specific behaviors or situations is valuable; not everyone in the workplace will share your exact view, experience, or values.

The ultimate goal of feedback is to understand this outside perspective and apply it to improve yourself and more easily reach your goals. 

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The Elements of Feedback

Feedback is a conversation that’s rooted in the need or desire for improvement, often associated with beneficial constructive (helping you build) or corrective (helping you re-align) action.

Feedback can happen between two peers or colleagues, between you and your manager, between you and a mentor, or even within a small group of trusted people.

Feedback can be on specific behaviors or situations that need improvement. Most often, feedback will incorporate both behavior and situational awareness to ensure understanding and provide a foundation for action.

What is good feedback?

Good feedback may not always be initially given as or perceived as such. Feedback is limited to what is observed - so it’s preferable to ground feedback in specific situations or scenarios.

Good feedback is a two-way dialogue with a problem-solving approach. To dig into how to grow, it’s important to have an open mind and a willingness to get to the root of the fundamental elements that need evolution.

To ensure you receive good feedback, incorporate all five elements: that it is intentional, contextual, specific, beneficial, and actionable.

Intentional

Feedback should be an intentional conversation. While the interaction may be casual in nature, the ask for feedback and receiving of feedback should have clear intent and purpose.

Contextual

Context is important for good feedback. Context ensures that the feedback is tied to something that happened or is presently happening that triggers the need for feedback. Referencing this context as part of the feedback is important for clarity and awareness.

Specific

Specificity is essential for good feedback. When asking for feedback or receiving feedback, it’s important to have a specific need or desire for feedback, specific examples of situations or behaviors that need improvement, and specific actions that should be implemented.

Beneficial

Feedback should be beneficial, not destructive. This is accomplished by tying the feedback to a specific goal or objective that you are trying to meet. Feedback that isn’t tied to goals creates confusion in the priority for action. The closer the feedback is to a specific goal, the more likely it is to incorporate the actions needed for improvement.

Actionable

Often a forgotten element, feedback must be accompanied with action. If feedback isn’t actionable, it’s not productive nor beneficial. If you’re questioning “what do I do with this feedback”, chances are that the feedback isn’t actionable.

It is important that feedback incorporates all of these elements; without all the elements, we risk receiving bad (or incomplete) feedback.

What is bad feedback?

Bad feedback lacks specific elements and often can look like the following scenarios:

“The Shit Sandwich” 

Widely taught in management courses for decades, the feedback sandwich is designed to lessen the emotional response and vulnerability for both the giver & receiver. You may be familiar with the format: in its simplest form, it’s negative feedback sandwiched between two positive compliments.

Sounds good, right? Wrong – sandwiching dilutes the feedback you need to receive by hiding it between compliments. We’re wired to hear good things about ourselves; more often than not, we’ll hear and believe the compliments, then downplay the constructive or corrective feedback. This hinders your continued development.  If you receive feedback in this style, ask for clarity specifically to the feedback in need of action.

“Harmful, Hurtful, Harsh”

Another reflection of poor management practices, bad feedback can be too direct, too raw, and not tied to a constructive or beneficial outcome. It feels intentionally designed to be hurtful. Candor is one thing; hurtful language is another. 

“Vague Variety”

Vague feedback lacks specificity. It’s the “you’re good” answer to questions of self-development. It provides no explanation nor situational awareness and doesn’t create action from the feedback. Though it may feel okay to receive this type of feedback, it isn’t productive. 

If you are getting this type of feedback repeatedly from one individual, they might not be the best person to provide the insight you are seeking out. Two options: reset expectations with them or consider asking someone that is more aware of your interactions with people and/or projects. 

How to Ask for Feedback

Initially, asking for feedback can feel uncomfortable or vulnerable. Asking for feedback is a learned skill. When asking for feedback, focus on targeting your approach. You need to incorporate all the elements of good feedback into your ask; this will provide a deeper understanding of the feedback, so you can analyze, introspect, then take action. 

You want to:

• Be consistent in your ask for feedback

• Document actual words and insights from the conversation

• Find patterns across multiple feedback conversations

When in doubt, ask! Asking for feedback is a great start, but understanding the feedback given is a big part of that ask. Don’t be afraid to ask for specifics or examples; this is what makes feedback powerful.

Who You Ask for Feedback

To determine if you should ask a person for feedback, consider the following questions:

• Does the person you’re asking for feedback from have the intentionality, context, and specificity necessary to provide good feedback? 

• Do they understand your goals and objectives so they can tailor the feedback to be beneficial? 

• Do you trust this person to be candid and honest – and do they trust you to act on this feedback accordingly? 

What Your Ask for Feedback Is

Before making your ask, answer the following questions:

• Is your ask specific enough that a person can respond thoughtfully and without vague language or assessments? Vagueness is the enemy of good feedback. 

• Is your ask tied to a goal or objective you’re trying to achieve? How closely is it tied? The closer this ask is to a primary goal or objective will better indicate it’s priority for action.

• Do you anticipate this ask to be constructive (helping you build) or corrective (helping you re-align)? This distinction will help set your expectations for response.

A good ask for feedback looks like an equation; it incorporates the goal or objective you want to achieve, identifies the specific area where you may need help, and expresses appreciation for the opportunity of feedback. It can sound something like this:

Need additional guidance on making the ask? Check out our framework for successfully making an ask for anything you need to support your career.

How to Receive Feedback

Receiving feedback (even if unprompted) will help you define the impact you want to create for your career. Receiving feedback is a skill, one that is cultivated with experience. Here’s how to receive feedback:

Own the Feedback

If you’re receiving feedback, you own that feedback. This means you’re accountable for it; you’re now aware of this information and it’s on you to reflect and act on that feedback. Many people display defensiveness when confronted with feedback. Focus instead on the benefit and impact you can create for yourself if you own this conversation. 

Check that All Elements are Covered

When receiving feedback, it’s important to ensure it’s intentional, contextual, specific, beneficial, and actionable. This is why feedback isn’t one-sided and should be treated as a conversation. Most of the time, you may need to ask questions, clarify points, or seek examples for additional specificity or context to ensure the feedback is good feedback. Don’t be swayed by compliments or vague responses. Get what you came for.

Address Uncertainty

It’s recommended to ask questions about the feedback you receive. Come with curiosity, not defensiveness. Seek to understand so you can incorporate the feedback and grow, both personally and professionally.

Acknowledge the Gift of Feedback

It may not always feel like it, but feedback is a gift. Express gratitude, or at a minimum, acknowledge the feedback. These conversations require candor, honesty, and directness – all tough characteristics, no matter whether you’re giving or receiving feedback.

Reflect with Context

Not all feedback is good feedback. Not all feedback is productive feedback. Sometimes there are missing or unclear elements. If this isn’t solved with direct questions, reflection can potentially guide your answers. Get to the root of where the feedback is coming from and what you can do with it, if anything. (Just be sure to confirm the answer so you’re not going down the wrong path!)

Following Up on Feedback

When another person gifts you with feedback, the best reward is following up with the outcome and impact of that feedback. Everyone appreciates a thank you in the moment of feedback, but showing that the feedback had a direct impact for a positive outcome is the best way to positively impact a relationship. It also builds trust and opens the relationship for more ongoing feedback.

The Danger of Too Much & Too Little Feedback

Too much feedback is just as dangerous as not enough feedback. Both situations amplify the risk of confirmation bias in your mindset: “I already know and don’t need to learn (or do) more.”

With too little feedback, you miss the opportunity for an outside perspective. Whether this is guidance to help grow your career, or blind spots impeding your growth, a lack of feedback may misalign your expectations and stall growth in your personal and professional life.

With too much feedback, you lose the ability to act on the feedback and it becomes difficult to assess with specificity and context. It’s tough to find a way forward, and can feel like you’re drowning in non-prioritized information. 

Early in your career, balancing between too much and too little feedback can be difficult – everything is an opportunity to learn and grow. Bring focus to feedback on a consistent cadence and aligned to a specific goal you’ve identified.

Getting Good at Asking for & Receiving Feedback

Getting good at asking for and receiving feedback is an active practice. As you build this ability, cultivate the next seven components into your practice:

Set the Right Expectation

Asking for and receiving feedback is a vulnerable act. You’re opening yourself up to potential criticism, which can stimulate a number of reactions. Before asking for or receiving feedback, set the right expectation for your mindset. Remind yourself that feedback is intended to help improve, even if it’s tough to hear (or act) on this feedback.

Develop Trust

While feedback is a gift, it can be more beneficial when it comes from a person you trust – and who trusts you. Trust creates the opportunity for an honest and candid conversation. To build trust, start with a trusted mentor or person you admire. Ask for their feedback on their own career, their own skill development, their own path, and listen to their response. The next question is easy: “how do I do that?”

Build the Loop

As you initiate feedback conversations, create an intentional loop for yourself. Ask for feedback, receive feedback, reflect on the feedback, act on the feedback, then follow-up on the feedback – and the outcomes and impacts of the feedback – regularly. 

Monitor the Cadence

Feedback can be ad hoc or occur on a set cadence. Ultimately, you own this cadence and the conversation, so establish the timing that works best for you. Use the loop you built to keep the cadence running and you’ll never run of things to seek feedback on.

Gently Push

The human inclination is to avoid conflict with others. Feedback has the potential for conflict and negative feelings, and absent trust, it can be difficult to get the actual feedback you need. If appropriate, gently push to ensure you understand the feedback in its entirety. Assumptions can be dangerous, and it’s not beneficial to hear feedback you can’t act on or that lacks context, specificity, and intentionality.

Reject the Initial Reaction

It’s important to acknowledge that we call have emotions, and in feedback conversations, it’s expected you will have a reaction to an outside perspective. Often, a negative knee-jerk reaction may occur. Reject it. Step outside of the protective bubble and look at it without feeling targeted or kicked around. Address it with a sense of curiosity, not judgment.

Write It Down

The first thing to do with feedback: write it down. Even if you don’t agree with the feedback, it’s important to write down what the feedback was – ideally verbatim. When you see this feedback on paper, you can reflect on it objectively. If you rely on your memory of the situation, you run the risk of your mind downplaying it, overdramatizing it, or misremembering the key components of the feedback.

By writing it down, you also unlock the ability to:

• Incorporate feedback into your career development plan

• Track the action, change, and impact since the last reflection

• Catch feedback that is similar or repeated over time – a big clue that either the action plan wasn’t effective or that it’s feedback that needs to be addressed

Need a template to capture feedback?

Use the Notes from the Field Feedback Template.

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Recommended Resources on Asking For & Receiving Feedback

Want to dive deeper on this topic? We recommend:

Read

Book: Radical Candor by Kim Scott

Radical Candor is about caring personally and challenging directly, about soliciting feedback and providing guidance that helps others grow. It focuses on praise but doesn't shy away from criticism—to help you love your work and the people you work with.

Article: The Right Way to Process Feedback by Cameron Conaway

We all receive feedback. How we process it and make the most of it isn’t always easy. Processing feedback goes far beyond listening to it in the moment and implementing it; it involves continuous reflection, conversation, and practice. While much of this happens because of the way we receive feedback, there is much we can do, too, to make sure we’re processing feedback the right way.

Watch

Video: Getting Feedback  with Joe Hirsch 

What if getting feedback wasn't a source of fear, but joy? In this personal talk, speaker/author Joe Hirsch makes a passionate case for sharing "feedforward," a new view of human potential. When feedback draws others closer to their future selves, they experience the joy of self-discovery that leads to positive and lasting change.

Listen

Podcast: Getting the Feedback You Need with Ella Bell 

Ella Bell, an expert on interpersonal communication and organizational behavior, shares creative ways to draw out people’s perceptions of your performance and potential. She also offers advice on how to make sense of the feedback you do receive. 

Take Action

Template: Feedback Tracker

Need a template to track your requests and responses for feedback? Use the Notes from the Field Feedback tracker to reflect & act on feedback

Overview of the First 30 Days

The final two components of your first thirty days in a new role: expanding your network with your new peers & colleagues as well as the final preparation to begin executing in your role.

Step Five: Expanding Your Internal Network

Your first thirty days in a new role will provide the opportunity to meet your peers, colleagues, leaders, and others throughout the organization. Your network will expand organically as you introduce yourself and build relationships across the company.

A vibrant company network opens lines of communication, visibility to initiatives and objectives across the organization, and – perhaps most importantly – makes the work more enjoyable, fulfilling, and purpose-driven.

Need additional insight on how to build your network? Read more:

To build and expand your internal company network:

Identify Key Colleagues

The most important colleagues in your new role are the people you collaborate and interact with on a daily or weekly basis. Building relationships with these colleagues ensures that you have open communication and collaboration, as well as a direct network for additional support. Your key colleagues should include:

• Your Manager: Regular one-on-ones with your manager are essential for discussing your progress, expectations, and any challenges you’re facing. These meetings can also be a platform for receiving feedback and guidance on your career development.

• Your Teammates: Meet with individual team members to understand their roles and goals, how your work intersects with theirs, and how you can support each other.

• Cross-Departmental Colleagues: Consider meeting with colleagues from other departments who you’ll interact with regularly. Understanding their perspectives can provide valuable insights into the broader company operations.

• Mentors or Advisors: If you’ve identified a mentor or have been assigned one, regular check-ins will foster this relationship, offering you a channel for gaining industry insights, advice, professional feedback, and development tips.

Meet One-on-One with Your Colleagues

Arrange one-on-one meetings with key stakeholders and team members to understand how you can work together.

Need guidance on how to schedule & manage a 1:1 meeting? Read more:

Meeting with your colleagues is a vital strategy for building strong professional relationships, gaining insights, and enhancing communication with your colleagues, managers, and mentors, especially when you're new to a job. These meetings provide a private space for open dialogue, feedback, and mentorship that can significantly contribute to your personal growth and integration within the company.

Introduce Yourself to Other Departments

Don’t limit your introductions and networking to your immediate team. Understanding how various departments interact with yours can provide valuable context for your role. Learning about different departments within your new company is a strategic approach to broadening your understanding of the organization's operations and culture.

Leveraging the colleagues you’ve met throughout the onboarding process, determine who in your team or company is a knowledgeable resource for various questions outside your team.

Once you’ve identified departments of interest or relevance to your role, consider reaching out to individuals in those departments for informational interviews. These are casual conversations where you can learn about their projects, challenges, and how they contribute to the company’s goals.

To make the most of these meetings, come prepared with specific questions. You might ask about the department’s key functions, current projects, how they measure success, or how your roles might intersect.

Introducing yourself is the first step toward becoming part of the company’s community. By preparing a brief introduction, approaching colleagues with confidence and openness, and engaging actively, you set the stage for positive relationships and a successful integration into your new role.

Remember, the connections you start building from day one can significantly enrich your work experience and support your career development. This network can enhance your ability to contribute effectively, foster cross-departmental collaboration, and potentially open opportunities for career advancement.

Check-In Regularly

While the initial one-on-one meetings help establish relationships and set the tone for your role, ongoing check-ins are crucial for maintaining open lines of communication and fostering long-term professional development.

Check-ins may be dedicated meetings or informal interactions. These touchpoints are invaluable tools for personal and professional development, offering direct lines of communication that can help you thrive in your new role.

Seek Feedback

Seek feedback from your network to adjust and improve your performance – and your professionalism - quickly. Feedback helps you to understand how your work is perceived, identifies areas for improvement, and aligns your performance with the expectations of your role and the company's goals.

Don’t wait for formal review cycles to seek feedback. Requesting feedback early in your tenure and regularly thereafter helps you adjust quickly and make a positive impact in your new role. Plan to ask for feedback after completing significant tasks or projects, or when you’ve been in your role for a set period, such as the thirty day milestone.

Use the feedback to devise specific actions or changes you can make to improve. Consider sharing this plan to show your commitment to using their input constructively.

Step Six: Reflecting & Executing

As you near the end of your first thirty days in a new role, you will establish an ongoing cycle of execution and reflection. The first iteration of this cycle is the reflection of what you’ve learned and observed throughout the onboarding process as well as the initial plan, prioritization, and communication for your first contributions to the team and to the company as a whole.

To complete the first cycle of reflection & execution:

Observe & Reflect on the Bigger Picture

Throughout the onboarding process, spend time actively listening, observing, and reflecting on your knowledge of the team's current challenges, goals, and priorities. These insights will help you identify areas where your contributions can have impact.

Ensure that the work you’re responsible to deliver aligns with both your team's and the organization's broader objectives. This alignment ensures that your efforts contribute positively to the company’s strategy and goals.

Start a Career Journal

Consider keeping a journal to capture your learnings throughout the onboarding process and beyond. This space will help you crystallize your reflections for personal growth, challenges faced, and the progress you’re making in your new role.

Keep a record of your achievements, the skills you’ve developed, and the feedback you’ve received. This documentation can be invaluable during performance reviews and when planning your next career moves.

Regular reflection on your experiences, what you’ve learned, and how you’ve applied your knowledge helps you understand what’s working and what isn’t, allowing you to make informed adjustments to your development plan.

Need a template for your career journal? Use the Notes from the Field Blueprint to establish goals, track progress, and reflect on your journey.

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Communicate, Collaborate, Prioritize

Before diving into any project, discuss your ideas for execution with your manager or team to get their input and buy-in. This collaborative approach ensures that your efforts are aligned with team expectations and goals.

Let your manager and team know what you plan to tackle, how you intend to do it, and the expected impact. Keeping others informed not only fosters transparency but also invites support and collaboration.

Work with your manager to understand the priorities of your tasks. Knowing what's urgent and important will help you allocate your time and resources effectively.

When planning your tasks, set realistic deadlines for yourself and communicate these timelines to your team or manager. This helps manage expectations and reduces stress.

Plan for Success

As you begin executing in your role, look for the “quick wins” – the results or outcomes that can be accomplished by the sixty day mark. Quick wins are tasks or projects that can be completed relatively easily and quickly, yet have a noticeable impact on your team or company – and show your initiative and value.

Identifying and achieving quick wins is a strategic way to build momentum, establish credibility, and demonstrate your value early in your role. Here’s how to identify and leverage quick wins in your new job:

• Leverage Your Strengths: Look for opportunities where your specific skills and experiences can be applied effectively. Tackling tasks that play to your strengths increases the likelihood of success and allows you to make a strong impression.

• Balance Impact with Effort: Evaluate potential quick wins based on the impact they will have versus the effort required. Ideal quick wins are those that are relatively low effort but yield significant benefits or improvements.

• Focus on Quality: While quick wins are typically achieved in a short timeframe, it’s important to maintain a high standard of quality in your work. The excellence of your execution will be a testament to your professionalism and attention to detail.

• Manage Your Time Effectively: Prioritize your tasks and manage your time efficiently to ensure that your pursuit of quick wins doesn’t detract from other responsibilities or longer-term projects.

Establish Your Routine

Developing and maintaining a routine is an ongoing process that requires commitment and flexibility. By establishing habits early in your new job, you set yourself up for a successful career, characterized by efficient work practices, high-quality outputs, and a satisfying professional life.

Craft your daily routine that balances your productivity, your manager’s expectations, and your personal well-being. A few ideas to get you started:

• Start and end your work day at a consistent time

• Schedule short breaks in your work day to clear your head or enjoy a meal

• Time specific parts of your day and week with consistent, ongoing, or repeated tasks necessary to your work

• Engage in uninterrupted focus time to advance or complete complex projects or deliverables

• Delineate times for collaboration with your peers and colleagues

Periodically review your productivity habits. What’s working? What isn’t? Being adaptable and willing to adjust your strategies is key to finding what best suits your working style.

Allocate time for learning new skills or tools that can increase your efficiency or quality of work. Staying up-to-date with industry trends and best practices can also contribute to your productivity.

Report Your Results & Outcomes

After completing a project, take the time to evaluate the outcome and the impact of your efforts. Understanding what worked well and what could be improved will guide your approach to future projects.

Share the results of your work with your manager and team. Highlighting the positive outcomes helps build your reputation as a proactive and results-oriented team member; noting the sub-optimal or negative impacts establishes trust, especially when combined with ideas on how to improve outcomes.

Use the momentum generated by your wins to tackle more significant challenges. Building on your early successes can help accelerate your integration into the team and contribute to your long-term success in the role.

Staying open and adaptable in a new job is crucial for navigating the uncertainties and opportunities that come with entering a new work environment. This approach allows you to embrace change, learn from diverse experiences, and grow within your role and the organization.

Adopt the perspective that challenges are opportunities for learning and growth, not obstacles. This mindset encourages you to tackle difficulties with enthusiasm and creativity.

Cultivate an attitude of curiosity about your work, the organization, and the industry. Asking questions not only helps you learn but also demonstrates your engagement and interest in your role.

Dedicate time to expand your knowledge and skills, whether through formal education, workshops, or self-directed learning. Stay updated on industry trends and best practices.

Actively seek and remain open to feedback, even when it's not constructive. Use it as a tool for learning and improvement, rather than viewing it as criticism.

Need some additional guidance to develop your resilience? Read more:

Beyond the First Thirty Days

Transitioning from the initial thirty days to the months ahead, it’s vital to maintain the momentum you’ve built. Continue to nurture the relationships you’ve established, take on new challenges with enthusiasm, and remain committed to your personal and professional development. Finally, establish the milestone objectives to achieve. For example:

• 60 Day Objective: Demonstrate a quick win (or two) within your team

• 90 Day Objective: Show initial impact to a specific company objective

• 6 Month Objective: Report on the outcomes you’ve achieved in your role

• 1 Year Objective: Commit to a more complex, collaborative project

Good luck in your new role - we’re here at your side throughout this ongoing journey, so subscribe now to ensure you never miss an opportunity for continued development.

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Today, we’ll cover the next two components of your first thirty days with your new company: understanding your role & setting goals.

Step Three: Understanding Your Role

The key to success during your first thirty days is not about achieving an early victory: it’s about understanding your role within the team and the company. While your manager and recruiter documented a job description as part of the hiring process, the translation between bullet points and the actual work is essential for success.

Understanding your role will occur outside of company onboarding and integration with the team. This is typically a process that occurs with your manager and with a small group of people who perform (or performed) the same role you’re starting.

To best understand your role:

Detail the Job Description

Start with a thorough review of your job description. Note any areas that are vague or where you seek more clarity. Bring these points to your manager or your assigned onboarding buddy.

Ask questions about your role to uncover potential responsibilities that are not explicitly covered in the initial job description. The intention is to translate each and every responsibility expected in the role to the actual work you need to perform.

Meet with Your Manager

In the first thirty days, expect to meet with your manager at least twice a week.  Schedule a one-on-one meeting within the first few days of onboarding to discuss your role and responsibilities. Use this opportunity to ask questions and clarify any aspects of the job description or work you’re expected to perform that are unclear.

Establish Preferred Communication Styles

Your manager and your team have preferred styles of communication and frequency of updates. Clarify how and when your manager and team prefer to receive updates, feedback, or questions.

Set Regular Check-ins for Feedback

Establish a schedule for regular one-on-one meetings with your manager. These meetings can be invaluable for reviewing progress, addressing challenges, and adjusting priorities as needed. Establish how and when feedback will be provided on your performance. Regular, constructive feedback is essential for your growth and adjustment in the new role.

Understand Company Culture and Values at a Micro-Scale

Although you gained a sense of the company culture during the interview process and early onboarding, dive deeper into how the company’s values are reflected in day-to-day operations and decision-making.

Document Agreements

After your discussions, it might be helpful to summarize the key points and expectations in an email or document. This not only provides you with a reference but also ensures that you and your manager are aligned.

Understanding your role is not a one-time task. As you grow into your role beyond your first thirty days, expectations may evolve. Maintaining open lines of communication with your manager is key to meeting and exceeding expectations. By taking the initiative to understand your role early on, you can build a strong foundation for success, satisfaction, and professional growth in your new job.

Step Four: Setting Goals & Objectives

Once you have an understanding of what your role is, it’s time to decide how to measure success and impact. These metrics should align with the goals and objectives set by your team, your department, and the business as a whole.

To set the metrics, goals, and objectives:

Clarify Expectations

Clarifying expectations at the outset of a new job is fundamental to ensuring you start on the right foot, setting the stage for success, and fostering a positive working relationship with your manager and team. It involves understanding precisely what is expected of you in terms of responsibilities, performance, and professional conduct.

Ask about the specific metrics or objectives you will be evaluated against. (These may be in the form of OKRs, KPIs, or specific measurable metrics.) Understanding these early on will help you align your work efforts with what is valued by your team and organization.

Discuss both immediate priorities and long-term goals for your position. This conversation can help you understand the broader context of your role and how it contributes to the team and company objectives.

Understand the Company’s Objectives

By understanding the broader objectives of the company and your department, you should identify the alignment to ensure your goals contribute to the overall success of the organization.

If you’re unsure about the company’s strategic goals or how your role fits into them, discuss this with your manager. Gaining clarity on these points will help you set more relevant and impactful goals.

Set and Adjust Goals with Your Manager

Discuss your proposed goals with your manager to ensure they are aligned with team and organizational objectives. Your manager can offer guidance and adjustments based on their experience and understanding of the company’s needs.

As you consider the specific metrics aligned to your goals – the measurable component of the goal – choose metrics that show, prove, or influence desired outcomes for the company. Many new employees mistake their metrics with measurements of activity or outputs or choose vanity metrics that don’t directly align with the success of the organization. Be careful not to fall into this trap.

Regularly Review Your Progress

Schedule regular check-ins with your manager to review your progress towards your goals. These discussions can provide an opportunity for feedback and adjustments to your goals as needed.

You may also be asked to provide regular updates on your metrics and goals to ensure you’re performing effectively in conjunction with the rest of the team. If you’re off-track, better to know this sooner before later.

Remain Flexible & Open to Feedback

Be prepared to revise your goals based on feedback, new opportunities, or changes within the company. Flexibility is key to staying relevant and engaged in your role.

Early and often, ask for feedback on your performance to adjust and improve quickly. Actively seeking feedback in a new job is crucial for personal and professional development. It helps you understand how your work is perceived, identifies areas for improvement, and aligns your performance with the expectations of your role and the company's goals.

Celebrate Achievements & Milestones

Take time to acknowledge and celebrate when you meet or exceed your goals. Recognizing your successes can boost your motivation and confidence.

Setting goals in your new role is not just about ticking off tasks on a list; it’s about creating a roadmap for your career development and contributions to the company. By setting smart, aligned, and meaningful goals, you can focus your efforts, measure your progress, and achieve significant milestones in your role.

Need more insight on how to set goals? Read more »

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Overview of the First 30 Days

During the first month on the job, you will be onboarded into the organization, meet your colleagues, get acquainted with the company culture and processes, apply your knowledge into real-world work situations and scenarios, and establish your objectives & goals to accomplish during your tenure. Many organizations will structure this first month into well-defined training or enablement modules; some organizations will expect you to “hit the ground running” with minimal formal engagement.

Regardless of the company’s investment in a formal onboarding and training process, your first thirty days on the job should incorporate six major milestones:

Today, we will cover the first two milestones in the first thirty days: onboarding and integrating within the company.

Share Notes from the Field

Step One: Onboarding at the Company

Your first day – if not your first week – will feature the standard onboarding process for the organization. This is a time for paperwork, setting up any equipment required for the role, and an initial introduction to the company policies, procedures, and culture.

Many organizations will organize onboarding cohorts; you will start on the same day and time as others recently hired by the company. Your first relationships with those in the organization will often be with the people in your onboarding class.

A few tips for a successful onboarding:

Confirm the Date, Time, Place, and Materials for Onboarding

Your offer letter will typically include the information for onboarding into your new role. After you’ve accepted the offer and before your onboarding date, reach out to confirm the date, time, place, and any materials required for onboarding.

Some organizations may require in-person onboarding, even for remote roles, which may necessitate travel. Some organizations may send a laptop or other materials needed for the role ahead of the onboarding schedule and require some preparation ahead of the first day. Some organizations may onboard new employees on a Wednesday or Thursday, or may expect you at a different time than a typical work day. Confirm these details ahead of your first day to ensure you’re prepared.

Make a Positive First Impression

First impressions are important – this impression will set the tone for your engagement and interactions at work. To make a great impression with your colleagues and manager:

Be Punctual During Onboarding, Training, and Beyond

There’s a saying in business: “Early is on time, on time is late and late is unacceptable.”

Arrive on time, or a few minutes early, to showcase your reliability and respect.
Punctuality is a critical aspect of professional etiquette that significantly impacts your reputation at work, especially during the early days in a new job. Being punctual demonstrates your respect for other people's time, your commitment to the job, and your ability to manage your time efficiently.

If you can’t avoid being late, let your manager or relevant colleagues know as soon as possible and provide an estimated time of arrival. Once you arrive, offer a sincere apology to those affected by your delay and strive to make up for the lost time without it impacting your work quality. Reflect on why the delay happened and take steps to prevent it in the future. Continuous lateness can harm your professional image, so it’s crucial to address the root causes promptly

Dress Appropriately for the Workplace & Culture

Dressing appropriately for your new job is more than just a matter of personal style; it's an essential component of your professional image. The way you dress can convey respect for the company culture, your role, and yourself. If you’re unsure about the dress code, it’s better to dress more formally on the first day. You can adjust your attire once you have a better sense of what others wear.

Your hiring manager, recruiter, or onboarding contact may also have more information regarding the company dress code. Here’s how to interpret common guidance for dress code:

Business Professional: This is the most formal work attire, including suits, dress shirts, conservative dresses, skirts and jackets, ties, and dress shoes.

Business Casual: A step down in formality, business casual might include slacks or khakis, dress shirts or blouses without a tie, dresses, and skirts of appropriate length.

Smart Casual: This dress code blends casual wear with a more polished look. Think of dressy tops, casual blazers, jeans without tears, and clean sneakers or casual shoes.

Casual: If the workplace embraces a casual dress code, you can wear more relaxed clothes; however, it’s still important to avoid anything too informal, like flip-flops, tank tops, or clothing with offensive prints.

Adopt a Growth Mindset

Onboarding and training are a fast crash course in the essentials of what you need to know about the company to perform your job. Absorb as much as possible during these sessions; you need to understand the company’s products, services, culture, and where your role fits within the organization.

Setting the right attitude and perspective for learning – called a growth mindset – is critical for anyone starting a new job, especially during the initial days and weeks. This approach is about being fully present, actively listening, and being open to learning from every experience and interaction.

Stay Curious: Approach each day with curiosity and an eagerness to learn. Whether it's understanding the company’s products and services in depth, the nuances of its culture, or the specifics of your role, every piece of information is valuable.

Ask Questions: Don’t hesitate to ask questions, even if they seem basic. Seeking clarification not only helps you learn but also demonstrates your interest and engagement.

Listen Actively: Pay close attention to conversations, meetings, and even informal chats. Active listening helps you absorb details that can be critical for your success and integration into the company.

Take Notes

In the first 30 days, your company is incentivized to get you up to speed and productive as quickly as possible. Often, this results in feeling the effects of information overload. To combat this overload, and ensure you don’t miss something important, document your notes & insights as you become acquainted with the company, your role, and your colleagues.

Keep a notebook or digital document where you jot down important information, observations, and questions. Writing helps reinforce memory and will be a useful reference as you settle into your role.

Set aside time to review your notes regularly. This can help you connect the dots between different pieces of information and gain a deeper understanding of your new workplace.

Engage with Your New Environment

Your impression of your new workplace is as important as the impression you make – and you will get what you give in this new environment. The first thirty days will have opportunities to participate in onboarding activities within your cohort and within your new role. Whether it’s training sessions, meetings, or social events, take advantage to actively engage in these opportunities to learn and network with others across your team and organization.

Stay Positive

The initial weeks can be overwhelming. Try to maintain a positive attitude. Your enthusiasm for learning and integrating into the company can help you overcome early challenges. A couple reminders:

Be confident in your abilities. Remember that you were hired for a reason. Have confidence in your skills and what you bring to the team.

Stay humble as you learn. Recognize that there’s always more to learn. Being open to feedback and willing to admit what you don’t know can facilitate growth and endear you to your colleagues.

Step Two: Integrating with Your Colleagues

While your onboarding class will likely be the first group of people you engage with in a new job, you will quickly begin integrating with your direct team and manager. This may initially look like a welcome lunch or happy hour, an onboarding buddy to help you integrate with people and how work is done, or other focused integration activities.

Introduce Yourself

The first action: introduce yourself. Introducing yourself in a new job is about more than just stating your name; it’s an opportunity to showcase your value to the team.

Prepare a Brief Introduction

Prepare a brief introduction that includes your name, your role, and a little about your background or what brings you to the company. Tailor it to be relevant to the person you're speaking to, whether they're a peer, a manager, or someone from another department.

You may be asked to share this introduction with your hiring manager; often, an internal announcement is made to welcome you to the organization, which will include this brief message about you, your background, and your role.

Approach with Confidence

Approach people with a smile and open body language. A positive demeanor encourages others to be receptive and welcoming. Make eye contact as you introduce yourself, as it helps create a connection and demonstrates confidence.

Remember: each of your colleagues had a first day at the company too. It can feel intimidating to initiate an introduction – and overwhelming to remember everything in the interaction. Take a breath and do your best.

Be Mindful of Timing & Context

Look for appropriate times to introduce yourself, such as during breaks, in common areas, or at the start of meetings where introductions are customary.

If someone appears busy or is clearly heading to a meeting, plan to introduce yourself at a more convenient time.

Listen as Much as You Speak

After introducing yourself, show interest in the other person. Ask about their role and experiences at the company. Listening attentively not only helps you learn about the company and its culture but also demonstrates your interest in your colleagues’ perspectives.

Be Yourself

While it’s important to be professional, it’s also crucial to be authentic. Let your personality shine through in your introductions. Authentic interactions are the foundation of meaningful professional relationships.

Be Culturally Aware

Your team has their own culture: how they communicate, how they work and collaborate, and how they make decisions. Part of integration with the team is learning the culture of both the team and individuals on that team. Be mindful of potential cultural differences and open to learning about how the team – and every person – works together.

Follow Up in a Timely Manner

Make an effort to remember the names of those you meet. Jotting down names and a few notes after conversations can help.

Sending a brief follow-up message or email after meeting someone new can reinforce your introduction and show your enthusiasm for building professional relationships.

Create a Mental Model of the Team

Once you’ve met your colleagues, the next action is to create the map of how your team operates independently and collaboratively with one another – and how your role functions as part of the team.

Participate in Mini-Interviews

Schedule formal or informal meetings with individual team members to understand their roles, how your work intersects with theirs, and how you can support each other. Pay close attention to what others are saying. Active listening can help you catch nuances, understand team dynamics, and identify areas where you can contribute.

Ask Questions Regularly

Don’t hesitate to ask questions if you need clarification or want to delve deeper into a subject. Thoughtful questions can demonstrate your engagement and interest in understanding the project or topic fully.

Take Notes & Document Insights

Jot down key points, decisions made, and action items for which you’re responsible. Note-taking not only helps you remember the discussion but also prepares you for follow-up or action.

As you engage in these conversations, consider creating an informal organization chart. This visual will help solidify who does what work and how the team connects and collaborates for larger outcomes. Confirm your understanding of the team with your manager or with trusted colleagues.

Engage at the Human Level

Finally, the third action to integrate with your team: engage with them on a professional and personal level. The first month is a great team to not only learn about the company, it’s an ideal opportunity to connect and engage with your colleagues on a human level.

Consider informal opportunities to build relationships with your direct colleagues – sharing a few minutes over coffee, lunch, or a mid-day break is a great way to build and reinforce your relationships.

Next Week: Understanding Your Role & Setting Goals

The Reality of Rejection

First and foremost, it's essential to acknowledge that rejection is not a reflection of your worth as an individual or a professional. The job market is complex, influenced by numerous factors beyond your control, such as timing, internal candidate preferences, or specific skill sets. Recognizing this can help detach personal value from professional outcomes, easing the initial blow of rejection.

Processing the Emotion

Allow yourself to feel disappointed—it's natural. Suppressing emotions can lead to prolonged distress. Instead, give yourself a moment to acknowledge your feelings, then shift your focus towards constructive reflection and future action. This emotional agility is crucial for personal and professional growth.

Seeking Feedback

Once the dust has settled, consider reaching out for feedback. Not every company will provide it, but when they do, it can be gold. Approach this step with genuine curiosity and a desire to learn, rather than a search for validation. Constructive feedback can offer invaluable insights into areas for improvement or clarify mismatches between your qualifications and the role's requirements.

The Power of Reflection

Use rejection as a catalyst for self-reflection. Assess your skills, experiences, and goals. Are there areas you could strengthen? Could you present your achievements more effectively? Reflecting on these questions can guide your personal development and refine your approach to future opportunities.

Broadening Horizons

Sometimes, rejection is a nudge in a new direction. It might inspire you to consider alternative paths—different industries, roles, or even further education. Broadening your horizons can uncover exciting opportunities that align more closely with your skills, interests, and values.

Taking Action: Learning from Rejection

Identify Key Learning Points

Based on the feedback and your analysis, identify key areas where you can improve. This might involve enhancing certain skills, gaining additional experience, or improving how you communicate your strengths and experiences in interviews.

Develop an Action Plan

Create a targeted action plan to address the identified areas for improvement. This might include taking courses to bolster your skills, practicing interview techniques, or seeking mentorship to gain insights into your chosen field. Set clear, achievable goals and timelines for your development.

Build Resilience

Resilience is like a muscle—the more you exercise it, the stronger it becomes. Each rejection is an opportunity to build this muscle, enhancing your ability to bounce back and persevere. Cultivate a growth mindset, viewing each setback as a learning experience and a step in your professional journey.

Read more on how to cultivate resilience

Nurture Your Network

Lean on your professional network during these times. Share your experiences with mentors, colleagues, or peers. They can provide support, advice, and perhaps even introduce you to new opportunities. Networking isn't just for job hunting; it's for career resilience and growth.

The Art of Persistence

Remember, persistence pays off. For every rejection, there's an opportunity waiting that's a better fit for your skills, personality, and career goals. Stay focused, keep applying, and continue to develop your skills and network. Your determination and resilience will lead you to the right opportunity.

What NOT To Do in the Face of Rejection

Not receiving a job offer can be disheartening, and it's natural to experience a range of emotions. However, how you respond to this rejection is crucial for your personal growth and future opportunities. Here are some actions you should avoid after not getting a job offer:

Don't Take It Personally

Avoid internalizing the rejection as a reflection of your self-worth or competence. Hiring decisions are influenced by numerous factors, many of which are beyond your control. Dwelling on rejection personally can hinder your confidence and motivation to move forward.

Don't Burn Bridges

Resist any urge to respond negatively to the employer or express frustration over not getting the job. Sending an angry or accusatory email can damage your professional reputation and close doors to future opportunities with the company. Always respond with professionalism and gratitude for the consideration.

Don't Stop Your Job Search

It's crucial not to put all your hopes on one opportunity or halt your job search while waiting for a response. Continuing to apply for other positions ensures that you're not back at square one if one opportunity doesn't pan out. Stopping your job search can also lead to missed opportunities.

Don't Ignore the Opportunity for Self-Reflection and Growth

Failing to reflect on the experience and seek feedback is a missed opportunity for growth. Constructive criticism can be invaluable for improving your interview skills, resume, and overall approach to job hunting.

Don't Make Hasty Decisions

In the wake of rejection, you might be tempted to make quick decisions about other job offers or career paths out of desperation or frustration. It's important to take your time and ensure that any decision you make aligns with your long-term career goals and personal values.

Don't Isolate Yourself

Avoiding discussions about your job search or the rejection can lead to isolation and missed opportunities for support and advice. Sharing your experiences with trusted friends, mentors, or peers can provide you with emotional support and potentially new perspectives or opportunities.

Don't Repeat the Same Mistakes

If you've received specific feedback or identified areas for improvement on your own, failing to address these areas in future applications is a mistake. Use the rejection as a learning experience to better prepare for your next opportunity.

Don't Lose Confidence

Rejection can be a blow to your confidence, especially if it happens repeatedly. However, it's important to maintain belief in your abilities and the value you bring. Each interview is a learning experience, and perseverance is key in the job search process.

In summary, while not getting a job offer can be disappointing, it's essential to approach the situation with a positive mindset, professionalism, and a focus on growth and future opportunities. How you handle rejection can significantly impact your career trajectory and personal development.

Embracing the Journey

Ultimately, dealing with rejection is about embracing it as part of the journey. It's not the rejection itself but how you respond to it that defines your path forward. With each setback, you're learning, growing, and edging closer to where you want to be. So, embrace resilience, stay persistent, and keep moving forward—your next opportunity is just around the corner.

Share Notes from the Field

This moment is the culmination of your hard work, perseverance, and the countless hours you've invested in launching your career. However, the journey doesn't end here. Here's how you can approach this exciting yet critical phase of your career journey:

Receiving an Offer: An Overview

Receiving an employment offer is one step in a larger process with your future employer. Understanding this process helps calm your nerves and provides a bigger picture to everything that is invested in you prior to joining an organization.

Step One: Manager Recommendation

The offer process kicks off at the end of the interview process. The Hiring Manager will make a recommendation for hire in conjunction with the Recruiter and Human Resources (HR) Manager.

In some organizations, this recommendation may require additional review or approvals from upper management or leadership team of the organization. If this is the case, it may take longer than the expected 1-2 days, depending on the review and approval cadence for the organization.

Step Two: Pre-Offer Workflow

Once the recommendation is approved, the Recruiter and HR team will kick off their internal processes to prepare an offer letter for the candidate. This team will gather all necessary information to make the offer as well as ensure the role meets the guidelines for title, level, and compensation.

Many organizations undergo an equity review to analyze the existing team members at that title, level, or role and ensure the candidate offer is within the expectations for existing team members. If there is an equity imbalance, this may be addressed and corrected before sending an offer to the candidate.

Step Three: Communicating an Offer

A quick meeting is scheduled with the candidate to communicate an offer verbally. This may be a video call or phone call with the Hiring Manager or with the Recruiter. This conversation will provide a high-level overview of the elements included in the offer and assess your enthusiasm for joining the organization.

This is a great opportunity to ask any questions about the offer and communicate your expectations.

Our experts recommend expressing enthusiasm and reviewing the full offer in writing following the conversation. While verbal acceptances are not enforceable in many states, it’s important to have written documentation for each element of your employment offer – and to understand exactly what you’re agreeing to as conditions to your employment.

Step Four: Candidate Decision

Candidates will have an opportunity to review the written offer and ask any questions about the offer. From there, candidates can accept the offer as-is, negotiate one or more specific elements of the offer, or decline the offer.

Often, there is a timeline set on this decision; a week is typical, but in faster-paced organizations, you may have only 72 hours to negotiate and make this decision. It’s important to understand each element of the offer to ensure it aligns with your expectations.

Understanding the Elements of the Offer

Before your decision, take a moment to fully understand the offer in front of you. An employment offer typically includes details about the salary, benefits, work schedule, starting date, and other terms of employment. It's important to carefully review all these elements to ensure they align with your expectations and needs.

Salary and Compensation

The salary is often the most focused-on aspect of a job offer, but it's just one part of the compensation package. Look for information about bonuses, stock options, and other financial benefits. Understanding the complete package is crucial for making an informed decision.

Start Date
Your start date is the day you are expected to start work at your new organization. In many cases, your start date will often reflect the necessary time to complete all pre-employment paperwork, background checks, and more. It will typically align to the normal onboarding or payroll cadence within the company. Start date is a negotiable element of your offer but be aware that you (and the organization) benefit when you join as part of a larger new hire cohort.

Benefits and Perks

Benefits can significantly affect your job satisfaction and financial well-being. Healthcare, retirement plans, paid time off, remote work options, and other perks should be considered alongside the salary. These elements contribute to your overall compensation and quality of life. Be sure to understand if there are contingencies to benefits eligibility; many organizations may require you to be part of the organization for up to ninety days (or longer) to be eligible for these benefits.

Job Role, Responsibilities, and Manager

Ensure that the job description outlined in the offer matches your understanding of the position and that it is reporting to the Hiring Manager you’ve previously interacted with. It's essential that you're clear about what will be expected of you and that you feel confident you can meet those expectations.

Additional Terms & Contingencies of Employment

This section of the offer letter will include information on pre-employment contingencies, background checks, probationary periods, confidentiality agreements, intellectual property agreements, non-compete agreements, and more. Ask questions of your Recruiter or HR representative to ensure you fully understand your employment agreement.

Signature

Once you agree to the offer, a signature is necessary to convey that agreement. A verbal agreement is not valid in many states. Expect to either print, sign, and return your offer agreement, or electronically sign a digital copy. Keep this signed agreement for your records.

Negotiating An Offer

If the offer isn't quite what you expected, remember that negotiation is a normal part of the process. Approach negotiation with a positive, cooperative attitude. Be clear about what you're asking for and why you believe it's reasonable.

How to Ask for What You Want

Whether it's a higher salary, more flexibility in your schedule, or additional benefits, knowing the market rate for your role and having a rationale for your requests can strengthen your position.

Our experts recommend to negotiating at least one element of your offer. It is very rare to have a perfect employment offer, even for entry-level roles. Salary and other compensation is often a target for negotiation, but other benefits or perks may be more applicable for your situation. Be sure that anything agreed to is written and incorporated into your offer letter before you sign.

Prepare and Research

Before entering negotiations, research the standards for your role in your industry and region. Websites like Glassdoor, PayScale, and LinkedIn Salary can provide valuable insights. Having concrete data supports your negotiation points.

Express Enthusiasm

Let the employer know that you're excited about the opportunity but have some questions about the offer. This sets a positive tone for the negotiation.

Be Specific

Clearly articulate what adjustments you're seeking. Whether it's a higher salary, more vacation time, or remote work days, being specific helps the employer understand your needs and assess what they can offer.

Accepting An Offer

Once you've negotiated and are satisfied with the offer, it's time to officially accept. Acceptance should be done graciously, expressing your gratitude and excitement about joining the team. It's standard to provide your acceptance in writing, either through an email or a signed letter, which should reiterate the terms of your employment as you understand them.

Declining An Offer

Receiving an offer of employment is always a significant achievement, indicating that a company values what you bring to the table. However, there may be times when an offer doesn't align with your career goals, personal circumstances, or expectations. Declining an offer requires a delicate balance of honesty, professionalism, and tact. The key is to express your gratitude for the opportunity while making it clear that you are declining their offer and providing the reasons why.

To graciously decline an offer while keeping the door open for the future, consider the following approach:

• Start by expressing sincere appreciation for the offer and the time the company's team spent interviewing you and reviewing your qualifications.

• Acknowledge the effort they've invested in you.

• Be clear and direct about your decision but avoid going into unnecessary detail about why the offer isn't right for you.

• Focus on the positive aspects of your interaction with the company and leave room for future possibilities.

By crafting your message with gratitude and openness to future possibilities, you not only decline the offer respectfully but also leave a lasting positive impression. This approach ensures that the door remains open for future opportunities, whether in a different role or at a different point in your career.

Handling Multiple Offers

If you're fortunate enough to have multiple job offers, you'll need to weigh each against your career goals, values, benefits and compensation packages. It's important to communicate transparently with the employers. Letting them know you're considering multiple offers can sometimes work in your favor during negotiations, but it should be done delicately and honestly.

Embrace the Opportunity

Receiving a job offer is a significant achievement and a testament to your qualifications and potential. As you stand on the threshold of this new chapter, remember that how you handle this offer can set the tone for your career trajectory in the short and long term. Approach this moment with a mix of gratitude, strategic thinking, and self-advocacy. This is more than just a job offer; it's an opportunity to build the future you've worked toward.

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For many, the thought of navigating the interview process can be daunting. Questions loom large:

How can I make a lasting impression?

What's the best way to convey my strengths and aspirations?

How can I stand out in a sea of equally qualified candidates?

These are valid concerns. With the right mindset and preparation, the interview process can transform from a series of daunting obstacles into a series of opportunities for growth, learning, and eventual triumph. As you navigate the interview stage, remember: every interview is not just a hurdle to overcome, but a step towards your future.

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Overview of the Interview Process

Interview processes vary from organization to organization and culture to culture. Generally, most interviews follow a similar path:

• A screening conversation with a recruiter

• A role-fit conversation with a hiring manager

• One to three culture fit conversations with peer or cross-functional colleagues

• A future fit conversation with upper management or leadership

Some organizations will also include an assessment or task-based deliverable or presentation in the interview process; other organizations may utilize group or panel interviews, especially for entry-level or high-volume roles.

This interview process is designed to assess all components of you: your hard and soft skills, your abilities and experiences, your value and culture fit, as well as your future potential within the organization.

Recruiter Screening

To initiate the interview process, the recruiter for the role will reach out to schedule a brief introductory conversation with you. This conversation will establish the initial expectations for the role, the interview process, and your fundamental needs if you choose to join the organization. Expect a few high-level questions from the recruiter about your background; these questions are designed to ensure that your background and interests match your application and that you meet the base requirements for the role.

We call this an 80 / 20 conversation; the recruiter will direct or control about 80% of the conversation while you direct the remaining 20%. In a 15-20 minute call, this means you have the opportunity for 2-3 initial high-level questions. This is a great opportunity to demonstrate your genuine interest in the organization or clarify expectations as needed.

One additional note: the recruiter will likely own the full interview process, including scheduling meetings or conversations, communicating with you about next steps, and ultimately, making an offer to join the organization. Utilize this person for any procedural or timing questions throughout the interview process.

Hiring Manager Conversation

Assuming a successful screening call, the next step is often to meet directly with the hiring manager. When people think of an interview, this is often the specific conversation that pops to mind due to the amount of preparation required prior to this call. This conversation is designed to assess your hard skills and experiences specific to the role. The hiring manager will have your resume and application in front of them and expect you to succinctly summarize your background, highlight your successes specific to the role, and engage in a professional conversation about your past, present, and future aspirations.

We call this a 70 / 30 conversation; the hiring manager will direct or control about 70% of the conversation with open-ended questions and feedback while you direct the remaining 30% with questions, comments, and insights. In an hour-long call, expect to have 10-15 minutes for role-specific or team-specific questions. This is a great opportunity to show your enthusiasm for the role and to build a relationship with your future hiring manager.

Peers & Colleagues Conversations

Following a successful conversation with the hiring manager, you will likely interview with peers, colleagues, or other cross-functional people within the organization. In more structured organizations, each of these people may have a prepared or dedicated topic to cover with you; in more flexible organizations, each of the interviewers may cover similar ground. These conversations may be one on one, or they may feature small groups or panels with several interviewers participating at once.

These interviews are typically less about the specific role and more about your soft skills, your personality, and your culture fit with the team and organization. These conversations may dive into your experience collaborating with others, solving challenging problems, or discovering the strength of your resilience.

Additionally, these conversations are a great opportunity to get to know others in the organization – and to get a better look at the day to day working style, culture, values, and priorities for the business. We call these 50 / 50 conversations; both you and the interviewer will engage in a conversation that’s equally probing into relevant questions, insights, and feedback about the role, team, organization, and more. This is a fantastic opportunity to learn about what it’s really like working in this environment and evaluate whether you fit well within the current organization.

One additional note: following these conversations, the recruiter or hiring manager will seek feedback from each of the interviewers participating in the process. They may grade your responses and impressions, provide additional insights on your candidacy, and assess you against other potential candidates for the role.

Leadership Sign-Off

Often the final step in the interview process is a conversation with someone from upper management or leadership in the organization. Consensus is an important trait of many organizations, and this last step is typically the “gut check” before making an offer for the role.

This conversation is big picture and forward-looking; the interviewer is assessing your talent and strengths against the future vision of what the company may need down the line. Rarely do leaders recommend hiring people who can simply do the job today; they want to see and understand what the organization needs in the next 18-24 months and match talent to ensure that vision is met and achieved.

Reaching this step typically conveys that there are only one or two people left in the consideration pool for the role; use this knowledge to build your confidence going into this conversation. We see this as a 80 / 20 conversation; the interviewer will direct up to 80% of the meeting, so utilize your 20% strategically. Ask big picture, open-ended questions, provide insights specific to your expertise, and leverage what you’ve gleaned from the earlier steps in the process to confirm your understanding.

Additional Steps or Asks

As no company is identical, no interview process is the same. Timing and rigor may vary depending on the organization, industry, or culture. Additional steps might be required, including a task-based assignment to complete within a specific timeframe. You may have a group interview with other candidates, particularly in high-volume roles. The framework below will guide you through every step of the interview process, no matter the steps involved.

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The Interview Framework

Each interview – every conversation, assessment, and meeting – should follow the same seven steps. This framework incorporates the preparation, first impression, mental and emotional state, reflection, and follow-up to transform the process from a stressful experience into something more enjoyable.

Prepare to Interview

The cornerstone of a successful interview is preparation. With an overview of the interview process complete, it’s time to break down your action plan for each step.

Start with Research

First, start with your prior research about the company and industry. Develop eight to ten initial questions to ask in the interview process, focusing on culture, direction, and achievements. These questions show your genuine interest to join the team and commitment to ensuring that you’re a good fit with your personal values and aspirations.

Highlight Key Skills & Responsibilities

Dive into the description of the role you’re interviewing for – we’re going to reverse engineer interview preparation. Extract the key skills & responsibilities that define the role. Create a list of these capabilities (typically twelve to fifteen total.)

Brainstorm Questions You May Be Asked

With the key skills and responsibilities identified, you can imply the questions you will be asked – simply flip the skill into the 2-3 questions that could be asked by an interviewer.

Draft Potential Answers to Interview Questions

The important thing is not what the question is – it’s how we answer these questions. Our framework: assess the question and choose the right framework, create a succinct story highlighting your value, then quantify the result or outcome.

Assess the question: is this a skill-based question or a behavioral-based question? The format for your answer may change based on the question asked:

A skill-based question is framed to learn more about your experience with a specific skill. For example, this may sound like “tell me about your experience working with coding languages.” For these type of questions, your response should focus on the specific hard skills, education, or projects you’ve previously worked on.

To tell the story, our field experts prefer answering skill-based questions clearly and succinctly, balancing between depth and breadth. Draft your answer as a 3-5 sentence response that incorporates relevant parts of your experience and background and demonstrates your knowledge, wrapped in story-telling elements.

A behavioral-based question is framed to learn more about your actions and reactions to common situations in the workplace. For example, this may sound like “tell me about your greatest accomplishment” – it’s open-ended and puts you on the spot for a story highlighting not only your relevant skills but behavior, action, and outlook based on a specific situation.

To tell the story, our field experts prefer answering behavioral interview questions in the STAR framework. For each skill or responsibility, reflect on how you would tell a story about your abilities and experiences that highlight how you exemplify those skills. The STAR framework provides a template for this story:

·      Situation: Set the scene or situation to provide context

·      Task: Describe what needed to be done and why

·      Action: Explain the action you took

·      Result: Describe the result in terms of the benefits or value you created

Quantify the Outcome

What was the result or benefit you achieved? Where possible, quantify for your achievements with metrics or specific outcomes to provide a clear understanding of your impact. Numbers can make your contributions more tangible and underscore your potential to drive results.

Reflect on Other Valuable Experiences & Qualifications

Reflect on your additional experiences and qualifications. How do they align with the job you’re applying for? Prepare to articulate this alignment, drawing on specific examples that showcase your skills and achievements. Remember, confidence comes from knowing you’re prepared.

Make a Memorable Impression

First impressions are pivotal. This is the moment is where the abstract concept of a job opportunity begins to materialize into a tangible path forward. Here, you're not just a name on a resume or an applicant in a pool of candidates; you become a person with a voice, a presence, and a story.

Make the moment count.

Striking the right impression demands a blend of authenticity and strategy. The authentic connections you forge through being yourself are the ones that last and are most fruitful. Strategically understanding the nuances of professional etiquette and the company culture can significantly enhance how your authenticity is perceived. It’s about presenting the best version of yourself, one that resonates with the values and expectations of the company you aim to join.

On the day of the interview, dress appropriately for the company culture, arrive early, and greet your interviewers with a warm, confident smile. These actions speak volumes about your professionalism and eagerness to make a positive impact.

First impressions extend beyond the visual and communicative cues; they encompass your ability to demonstrate alignment with the company’s needs and culture. It’s showing that you’re not just there to take on a role but to become a valuable addition to the team.

Lead with Quiet Confidence

Interview formats can vary widely—from traditional one-on-one conversations to group discussions or task-based assessments. The core principles remain the same.

Build with Authenticity

In a sea of candidates, authenticity sets you apart. It's the difference between a memorized script versus a genuine conversation or between ticking boxes versus resonating with your interviewers. When you engage authentically, you:

• Foster Genuine Connections: Authentic interactions create a memorable impression, making it easier for interviewers to envision you as part of their team.

• Demonstrate Cultural Fit: By being yourself, you give both parties the chance to assess the fit—not just in terms of skills but in values, work style, and team dynamics.

• Build Trust: Honesty and vulnerability in discussing your experiences, including challenges and how you overcame them, build trust. This openness is a foundation for strong professional relationships.

To help build authenticity with your interviewer:

• Prepare, Don’t Script: While preparation is key, avoid over-rehearsing your answers to the point they lose their spontaneity. Be ready to share your experiences, but let the conversation flow naturally.

• Reflect on Your Journey: Spend time reflecting on your path—what drives you, the challenges you’ve faced, what you’ve learned, and where you hope to go. This reflection helps you articulate your story with conviction and passion.

• Show Your Enthusiasm: Let your genuine interest in the role and the company shine through. Enthusiasm is contagious and can significantly enhance the energy of the interview.

• Listen and Respond: Authentic engagement is a two-way street. Listen actively to your interviewers, showing interest in their questions and perspectives. Tailor your responses to the discussion at hand, rather than delivering canned answers.

• Balance is Key: While being open about your areas for growth, balance this by discussing how you're actively working to address these areas or how past experiences have prepared you to tackle similar challenges.

• Embrace Your Unique Perspective: Don’t shy away from sharing your unique viewpoints or how your diverse experiences contribute to your approach to problem-solving and collaboration.

Be yourself. Authenticity resonates more than rehearsed perfection. Share your experiences and listen actively to your interviewers. Genuine engagement creates a memorable connection.

Communicate Your Value

Every interview is an opportunity to articulate not just what you've done, but how those experiences have prepared you to add value to your prospective employer. Communicating your value is about bridging the gap between your past achievements and the future contributions you’re poised to make. It's your moment to highlight your unique blend of skills, experiences, and the perspective you bring, illustrating not only your fit for the role but also how you can enhance the team and organization.

Identify Core Strengths

Begin by identifying your core strengths and how they have influenced your professional achievements. Consider what sets you apart from other candidates—this could be specialized skills, a unique blend of experiences, or a particular approach to problem-solving.

Align Strengths with Company Goals & Culture

Research the company’s goals, challenges, and culture. Understand how your strengths and experiences can address their needs or contribute to their objectives. This alignment demonstrates your potential value and impact.

Tailor Your Message

Tailor your message to demonstrate how well you align with the specific role, team, and organizational culture you’re aiming to join. This customization shows that you’ve not only done your homework but also deeply considered how you can contribute to the company’s success.

Practice Often

In the early years of your career, we recommend practicing your pitch as often as possible – along with seeking feedback from peers, colleagues, and trusted mentors. Feedback will only strengthen the clarity and impact of your personal pitch.

Ask Insightful Questions

Towards the end of the interview, you’ll often be invited to ask questions. Seize this chance to inquire about aspects of the role or company that genuinely interest you, such as growth opportunities, team dynamics, or upcoming projects. This shows your foresight and enthusiasm for the future – and allows you to steer the conversation toward areas where you shine.

Here’s how to frame insightful questions:

Reflect on Your Research

Use your research on the company or industry to form questions that show you’ve dug deep. For example, “I read about your recent initiative to [specific initiative]. Can you tell me how this role contributes to its success?” This not only shows you’ve done your homework but are thinking about how you can fit into and contribute to the company’s objectives.

Explore the Role in Depth

Ask for more details about the day-to-day responsibilities of the role. “Can you describe a typical day in this position?” or “What are the key challenges someone in this role might face in the first six months?” These questions demonstrate your eagerness to understand the role's nuances and prepare for its challenges.

Understand Growth and Development Opportunities

Inquiring about advancement opportunities shows your ambition and long-term interest in the company. “How do career progression and professional development typically look within this team or organization?” This question can give you insights into potential growth paths and the company’s commitment to employee development.

Inquire About Team and Company Culture

Understanding the company’s culture is vital for assessing if it’s the right environment for you. “Can you tell me about the team I’ll be working with?” or “How would you describe the company culture here?” These questions can reveal the work environment, team dynamics, and whether the company values align with your own.

Dive into Success Metrics

Asking about how success is measured in the role shows you’re results-oriented and committed to contributing value. “What does success look like for this position, and how is it measured?” Understanding these metrics upfront can help you hit the ground running if you’re hired.

Ask About Current Challenges and Future Visions

Demonstrate your forward-thinking mindset by asking about the company's future plans and immediate challenges. “What are the biggest challenges the company/department is facing right now?” or “Where do you see the company in the next five years?” These questions can highlight your interest in being part of the solution and your desire to contribute to long-term success.

Closing Questions

Conclude by asking about the next steps in the interview process. “What are the next steps in the interview process?” This shows you’re eager to proceed and provides clarity on timelines and expectations.

Reflecting on the Conversation

After the interview, take time to reflect. What did you learn about the company and yourself? What could you improve? This reflection is a powerful tool for personal growth.

Here’s how to engage in a constructive post-interview reflection:

Assess Your Performance

Reflect on the questions asked during the interview and your answers. Consider the clarity, relevance, and impact of your responses. Were there moments you felt particularly strong or instances where you might have faltered?

Think about the flow of conversation, your rapport with the interviewer(s), and how effectively you were able to communicate your value. Did you manage to establish a connection and express your enthusiasm for the role and company?

Evaluate the Fit

Reflect on what you learned about the company culture and values throughout the interview process. How well do you think you’d fit in? Are there aspects of the culture that particularly excite you or raise concerns?

Think about the role's responsibilities, challenges, and growth opportunities as discussed during the interview. How well does it align with your career aspirations, skills, and desired path of development?

Learn from the Experience

Every interview is a learning experience. Identify key takeaways regarding your interview technique, areas for improvement in communication or preparation, and insights into the industry or role.

Pinpoint specific areas where you can grow—whether it’s enhancing certain skills, gaining more knowledge about the industry, or improving your interview strategy.

Plan Your Next Steps

Consider any follow-up actions you need to take, such as sending a thank-you note, providing additional information, or preparing for potential next rounds of interviews.

Based on your reflection, adjust your job search and interview strategy as needed. This might involve seeking out additional opportunities, further networking, or refining your approach to better align with your career goals.

Cultivate Resilience

Recognize that not every interview will lead to an offer, but each is a step forward in your career journey. Embrace the process with resilience and openness to growth.

Maintain a positive outlook. Reflect on what you’ve accomplished by getting this far and how you’re continuously evolving into a stronger, more capable professional.

Follow Up with Gratitude

A thoughtful follow-up email, expressing your gratitude for the opportunity and reiterating your interest, can reinforce the positive impression you’ve made with your interviewer. It’s a simple yet impactful gesture that keeps the lines of communication open.

Here’s how to navigate following up with your interviewer(s):

Timing and Tone

Send your follow-up within 24 to 48 hours after the interview. This timing shows attentiveness and respect for the interviewers' time while keeping you fresh in their minds.

Strike a balance between professionalism and warmth. Your message should be courteous and reflect genuine appreciation, without being overly familiar or casual.

Personalization is Key

Tailor your thank-you note to each interviewer, if possible. Mention something specific from your conversation to personalize the message and demonstrate your attention to detail and genuine interest in the dialogue you shared.

Clearly express your continued interest in the position and the company. Briefly mention why you feel you are a good fit, aligning with the insights you gained during the interview.

Reinforce Your Value

Use the follow-up to reinforce your value proposition. Recap a moment or response from the interview that particularly resonated with the interviewer or add a brief insight that supports your candidacy and shows your proactive thinking.

If there was a question you wish you had answered more thoroughly or a point you forgot to mention, the follow-up is a good opportunity to address it succinctly.

Show Appreciation for the Experience

Beyond thanking the interviewers for their time, express appreciation for what you learned about the role and the company during the interview. This shows that you value the experience beyond the outcome.

If you met with multiple people or observed the team dynamics, mentioning your enthusiasm about potentially joining such a collaborative and dynamic team can be effective.

Maintain Open Lines of Communication

Let them know you are available for any further questions or discussions and look forward to the next steps in the process.

End your message with a professional closing and your contact information, making it easy for them to reach out to you.

Concluding the Interview Process

As the interview process draws to a close, it's clear that this journey is more than a series of conversations and assessments—it's a profound opportunity for growth, self-discovery, and connection. Each phase, from meticulous preparation to thoughtful follow-up, is a testament to your dedication, not just to securing a role but to finding your place within a community where your contributions will have meaning and impact.

Remember, the path to finding your ideal job is rarely linear or predictable. It is fraught with challenges and setbacks, but it is also rich with potential for learning and personal development. The resilience and adaptability you cultivate now will not only aid you in your job search but will also become integral to your professional identity.

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Share Notes from the Field

Why Application Preparation is Important

In the digital world, the time and effort required to apply for opportunities is at an all-time low. This should be a good thing, right?

Wrong.

In this new world, the humans – often recruiters and hiring managers – who are responsible with finding the best fit for a role are inundated with applications. They face a tidal wave of generic resumes and vague information about applicants. Most entry-level roles see hundreds to thousands of applications and resumes, and most recruiters are trying to fill multiple roles at a time.

To scale their efforts, recruiters turn to machines – an applicant tracking system (ATS) – to help quickly parse applications to find the most qualified or best fit person for the role. An ATS automatically intakes and reviews your application along with any supporting documents or additional information to quickly assess whether you may be qualified for the role based on specific keywords or phrases, work history, education, or other parameters. An ATS will rank or score applications that meet basic criteria and track these applications through the hiring process. Applicants for the role rarely see how the ATS grades the application nor the specific criteria the recruiter or hiring manager are looking for – and often, the hiring process is a black box with unknown timing, unclear steps, and one-sided communication.

What this means for you: it’s more difficult than ever for your application to get the attention of a recruiter or hiring manager to unlock the next step in the hiring process.

How to attract attention: preparation. Rather than immediately applying to a role (or hundreds of roles) with one generic application, let’s walk through how to tailor and customize your application for the highest chance for a conversation.

Tailoring & Customizing Your Application: Optimizing Your Digital Profile

As we’ve addressed previously, your digital footprint is how you are viewed and perceived in the world. More and more organizations are leveraging technology to assess your digital profile – your social media profiles, your public achievements and mentions, your comments and digital engagement, your photos, your credited articles, and much more – to determine whether you are a good fit for the role and for the organization. It’s a 24/7 advertisement that:

Increases Visibility: A strong online presence makes you more visible to recruiters, potential employers, clients, and professional contacts

Showcases Your Skills: It allows you to highlight your achievements, projects, and skills beyond the confines of a resume

Facilitates Networking: Online platforms provide opportunities to connect with industry leaders, peers, and mentors

Influences Perception: Your online content can shape how you are perceived professionally, allowing you to control the narrative around your personal and professional identity

A standout online presence is coherent, professional, and authentic. It might include:

• Professional LinkedIn Profile: Detailed and up-to-date, showcasing your experience, skills, and professional interests.

• A Personal Website or Portfolio: Especially relevant for those in technical and creative fields, to display your portfolio of work samples and projects.

• Active Social Media Accounts: Platforms like Twitter and LinkedIn, where you engage with relevant career- and interest-focused content and contribute to discussions

• Contributions to Professional Forums or Blogs: Sharing your expertise and engaging with your professional community

As you prepare to apply for roles, it’s time to take a critical eye to your digital footprint. Start with a basic internet search for your name and location.

• What are the top 100 results?

• Do these results show what you want a recruiter or hiring manager to know about you?

• Do these results align with how you see yourself in your career?

• What’s potentially missing from these results that you wish a recruiter or hiring manager would see or understand about you?

• Are there photos, images, comments, or articles credited to you that may be misleading or otherwise undermine the perception of who you are?

• How much information could a recruiter or hiring manager easily find based on this simple search?

As you evaluate your digital footprint, consider that it can take three to six months (or longer) to clean up unflattering items and boost items you want seen. The three most effective tactics to boost your digital profile:

• Create and regularly update your personal website, blog, and social media to push older, less relevant content out of search results

• Engage online with people, organizations, and topics that align to your career interests in a positive manner

• Focus your keywords, topics, and interests digitally to those that are most relevant (and authentic) to you – and limit the ability for others to disrupt that narrative

Tailoring & Customizing Your Application Materials: Resume & Cover Letter

Customizing your application materials is a critical step in the job search process, especially in a competitive job market. Tailored resumes and cover letters help you stand out to employers by demonstrating your genuine interest in their specific opportunity and showing how your unique skills and experiences make you the ideal candidate for the role.

Step One: Analyze the Job Description for Your Target Role

• Identify Keywords and Phrases: Carefully read the job description to identify key skills, qualifications, and responsibilities. Note any recurring keywords or phrases, as these are likely important to the employer to demonstrate accomplishments & hard skills.

• Understand the Employer’s Needs: Try to discern what the employer values most in a candidate for this role. Is it leadership ability, technical skills, or a collaborative work style? These are likely important to demonstrate cultural fit & soft skills needed as part of the role.

Need help with this? Prompt your favorite AI tool to think like a seasoned recruiter for a specific role and highlight the top 10-15 keywords, phrases, and search terms commonly used in this target role.

A tip from our experts in the field: don’t forget the impact of the applicant tracking system (ATS) on ensuring your application is seen by more than a machine. An ATS will grade or rank your application – your resume, cover letter, and any information you provide as part of the application process – against hundreds to thousands of other applicants. Recruiters will start with their ATS database and a Boolean keyword search (often the title, role family, and 3-5 key skills), and a discrete timeframe to find their initial set of top applicants. Read more on ATS databases & the eight things you should know about them before applying for roles.

Step Two: Tailor Your Resume for ATS Intake & Scoring

Once you’ve pulled the relevant keywords and phrases from the role and company description, you’re ready to tailor your resume – for an applicant tracking system (ATS), not a human.

Why is this distinction important? A study from the Harvard Business Review revealed that 88% of recruiters felt that qualified candidates were ignored by an ATS because “they did not match the exact criteria established by the job description.” This may suggest that many qualified candidates are overlooked because their resume doesn’t contain the right keywords or can’t be parsed accurately by the ATS system.

Because the first step of the process is to ensure a high score with the ATS, we will tailor the resume to generate the highest score possible within the ATS platform. To do this, build an initial resume template utilizing the following advice:

• Use an ATS-friendly resume builder in a DOC file type: it is critically important to follow the formatting that an ATS can parse and understand. ATS formats are not pretty or attractive to humans, but it will ensure that your resume is understood and ranks highly in order to get to a human – and to the next step in the hiring process. (We recommend this free ATS-friendly resume builder)

• Use standard resume headers: while AI is now being introduced into the ATS environment, most ATS platforms will ignore information it deems irrelevant or that doesn’t match what it knows. By utilizing standard resume headers (Summary / Education / Experience / Skills / Certifications), the ATS is able to identify and sort information from your resume.

• Use traditional resume fonts: stick to Times New Roman, Arial, Helvetica, Georgia, or Garamond – even for creative roles. ATS platforms do not have access to full font families and often cannot convert or parse other fonts or special symbols.

• Use a chronological or hybrid resume format: a chronological format starts with your experience in reverse chronological order, highlighting your career progression. A hybrid format places skills and accomplishments above your work history. Most entry-level roles are best served with a hybrid resume format - unless you have at least three prior jobs that show a progression in your experience.

• Use the top 10-15 keywords for the role type you’re applying for: as you build your template resume, be sure that the top 10-15 keywords or phrases for the role type you’re applying for are sprinkled throughout your resume. Aim for 1-3 mentions for each keyword throughout your resume, as appropriate. (Remember: while we want the ATS to score high, a human will still review it. Make sure it’s still readable and not “stuffed” with long chains of keywords or phrases.)

• Use both the long-form and short-form (or acronym) of keywords as appropriate: maximize your searchability with long-form and short-form keywords. As an example, you may include “social media marketing (SMM)” or “go to market (GTM)” to ensure you can be found for both, no matter what the recruiter or ATS is trained to look for.

• Keep your paragraphs to under 30 words: when describing your experience, the goal is to be succinct. Be sure to match keywords to the job description you’re applying for; some organizations use synonyms and acronyms to denote similar responsibilities, but be sure it matches the role you’re applying for, not the previous role you held.

• Highlight measurable, impactful achievements first: within your experience, highlight the biggest measurable impact you achieved, then transition to the key components of what you did in your role.

Want to test your resume template? Use this ATS resume reviewer to scan your resume against 2-3 job descriptions of your choosing.

Once you’ve created your resume template, time to tailor this template to each specific job & company description. We suggest making a copy of your initial template and submitting a tailored resume to the ATS for specific role & company. A few guidelines:

How specific are your keywords? Many ATS databases require an “exact match” when searching, scoring, and ranking keywords and phrases for a job or role. This is literal; an ATS will not recognize different tenses, possessives, punctuation, abbreviations, or acronyms of skills and keywords. For example: if the job title is “social media manager”, it will not recognize “SMM”, “manager, social media”, “SM manager”, “Social Media Content Creator”, “Social Media” or anything other than an exact match to the job description.

Do your keywords contain both the specific job title for the role that you’re applying for? It’s important to include the specific job title in your resume – either as experience in a prior role or within the summary section of your resume.  

Did you rank your keywords in order of importance? The more often a keyword appears in the job description, the more often it should appear in your resume. For most entry-level roles, your top 3 keywords should appear up to 3 times on your resume.

Did you customize your summary to align with the company? Start with a tailored objective or

summary statement that clearly aligns with the job you’re applying for. Mention the position and how your skills and goals align with the company’s needs and values.

Did you include measurable results or impacts in your experience? Employers like to see the impact you had on the job. Include at least five or more mentions of measurable results – if you have them.

Did you avoid buzzwords and common cliches? Keep a positive tone in your resume and avoid common cliches or buzzwords. (Synergy, anyone?)

Did you keep it to one page? Many ATS platforms use a “signal to noise” ratio as part of their scoring or ranking methodology. This compares the amount of pertinent information to irrelevant information. If you have under 10 years of experience, a one page resume is plenty for a US-based role.

Did you emphasize your skills: Especially for recent graduates, emphasizing transferable soft skills gained through internships, volunteer work, or coursework can be particularly effective. Show how these skills apply to the job requirements.

Once you have your ATS-friendly resume tailored to the job description & company, you’re almost ready to submit your application. Our next step: the cover letter.

Step Three: Drafting a Cover Letter

Cover letters are a perennial topic in the world of recruiting & hiring. In the old days, a cover letter was a necessary component to accompany a physical, printed resume. It noted the contact information for the applicant, which role the applicant was applying for, who the hiring manager was, and contained a written summary of the applicant’s potential value to the organization. Cover letters and resumes were then stuffed into an envelope and physically mailed to hiring departments. Cover letters were a critical asset linking an application to a specific role within an organization.

In the digital age, much of this information and tracking is streamlined through the ATS database. Cover letters are rarely required as part of a job application – but our experts in the field are unanimous: a well-crafted cover letter can be the difference between getting noticed and getting overlooked. Why? Because it shows:

• Commitment: A cover letter shows that you’ve taken the time to tailor your application to the specific role and company, demonstrating genuine interest and commitment to the role and organization

• Achievements: You can use the cover letter to spotlight achievements or skills that align closely with the job description, showing not just what you’ve done, but how well you did it

• Communication Skills: A cover letter provides a sample of your written communication skills, showing your ability to articulate ideas clearly and persuasively (a huge advantage in the workplace)

Unlike the resume, which provides a summary of your skills, experience, and accomplishments, the cover letter offers a more detailed narrative of how your specific experiences make you the ideal candidate for the position. This is your opportunity to tell a story that your resume can’t, highlighting your motivations, personality, and the relevance of your background to the job you’re applying for.

Employers use cover letters to gauge suitability for their culture and organization. They look for signs of professionalism, cultural fit, and how well a candidate communicates their value proposition. The cover letter is your chance to make a memorable impression, showing that you’re not just another applicant but a motivated individual who aligns with the company’s goals and values.

Crafting a cover letter that stands out requires a blend of storytelling, research, and personalization. To achieve this:

• Customize It: Avoid generic letters. Tailor your cover letter for each application, referencing specific aspects of the job and company that excite you.

• Showcase Your Research: Mention something you admire about the company or how you align with its values. This shows that you’ve done your homework.

• Highlight Relevant Experience: Use examples from your academic projects, internships, volunteer work, or extracurricular activities that demonstrate your skills and readiness for the job.

• Be Concise and Engaging: Keep your cover letter to a single page. Use a clear, engaging tone to maintain the reader’s interest.

• Proofread: Spelling or grammar mistakes can undermine your application. Proofread your cover letter or have someone else review it.

One note from our experts: be very careful with fully AI-created cover letters – many organizations are now using specific tools to sniff out AI markers. Utilize AI to ideate on the specific topics you should highlight in your letter based on the role & company description but be sure the final product is your own!

Tailoring & Customizing Your Portfolio

Throughout the hiring process, recruiters and hiring managers may ask you to submit a portfolio of your previous work. This is a common requirement that may be included as early as the initial application process, particularly for creative and technical roles.

Portfolios serve as proof of your abilities and accomplishments, highlighting your individual contributions and understanding for basic components of your role. Portfolios, or examples of past work, can be conceptual or in-use, but be sure you have the proper rights or authority to display work publicly and that any collaboration with others is clearly documented.

As with your resume and cover letter, tailoring your portfolio to showcase specific examples relevant to the job is ideal. For technical roles, you may show your proficiency with specific languages or complex projects you’ve completed; for creative roles, you may show your proficiency with specific creative tools or creative work you’ve completed.

Often, portfolios are best displayed within personal websites or commonly recognized portfolio management tools, such as GitHub, GitLab, or other code repositories for technical roles, as well as Behance, Dribbbly, or designing a personal website for creative roles.

Submitting Your Application

With these assets - your resume, cover letter, and portfolio - tailored specifically to the role and company, you’re ready to submit your application.

Throughout the application process, you may provide your contact information, upload your assets, provide links out to your digital profiles and portfolios, and answer questions. These questions are commonly referred to as “knockout questions”, specifically included to exclude candidates who do not fit the fundamental needs for the role. These knockout questions may ask about your willingness to work in an office or travel frequently, your ability to relocate for the role, the specific length of experience for skill sets, your salary requirements, and more. Answer these questions honestly; you don’t want to get further into the hiring process with the wrong set of expectations.

Once you’ve submitted your application through the ATS, you will likely receive an automated email confirmation. Save these confirmations, along with the assets you created for the role, to be prepared for the next step in the process: screening and interviewing.

And remember: this process will typically take three to six months and dozens to hundreds of applications to get into the interviewing & hiring stages. Keep your chin up - you can do this!

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