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Alexandra Levit
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Posts by Alexandra Levit
How to Survive the Shift to Management
May 14th
To many, a manager title means increased pay and prestige. Sometimes, you’ll get a new boss and a new office too. You’ll also get a totally new job.
You got to this point because you were good at your work, but now you will have to let the details of the work go. Your job now is to grow and position your organization so that others can perform the work in a way that positively impacts the bottom line.
There are many mistakes that new leaders make, but the biggest is refusing to operate at a higher level and spending too much time personally attending to their prior tasks. In this, they limit their contributions as a leader and fail to grow the people on their team.
Patty Azzarello, a Silicon Valley management consultant and the author of Rise: 3 Practical Steps for Advancing Your Career, Standing Out as a Leader, and Liking Your Life, calls this phenomenon missing the “level transition” and claims that it leads to the following management problems:
- Leaders compete with subordinates about who is smarter
- Leaders torture their teams for inappropriate amounts of detail
- Leaders fail to hire smart people beneath them because they feel threatened
- Leaders fail to develop team capacity to do more
So if you’re no longer supposed to do the work that you’re good at, what should you be doing? Ms. Azzarello suggests working on the business instead of in the business and spending more time thinking and less time doing. This includes:
- Building a plan to drive the overall strategy for your team and its role in the business
- Tuning everyone’s workload so that your team delivers on the most important priorities
- Ensuring that there is alignment of your team, peers and managers
- Assessing your organization’s fitness for what it needs to do, and making changes, training, and/or upgrading talent where necessary
- Creating systems and frameworks to execute, track, and measuring the work so that you feel comfortable that you know what’s getting done without getting mired in specifics
- Supporting your team members in becoming better leaders themselves by promoting continuous learning
- Finding ways to steadily reduce the cost of things you do every year to make room for new approaches
- Improving communication and relationships inside and outside your direct organization
- Making connections outside your direct organization to generate positive visibility for your team and create a broader base of support
- Finding senior-level mentors who can advise you on how to raise your focus
Hopefully, if you’ve made the transition to management already, you’ve realized that you enjoy this work, maybe even more than what you were doing before. But if you are still in discussions to advance to the next level, it is worth considering whether or not this is how you want to spend your days.
There is nothing wrong with remaining an individual contributor, and if you truly love what you do, who is to say that you have to advance up and out of it? The desire to rise to the upper echelon of an organization is a matter of preference, so give it some serious thought and don’t allow others to sway you to their point of view.
(Photo credit: businessman writing leadership via Shutterstock)
Alexandra Levit is a career and workplace expert at the Intuit Quickbase Blog , a daily source for advice on how to be exceptional at your job. You can follow her on Twitter at @alevit.
How To Learn What You Don’t Know
May 4th
I once knew a small company CEO who controversially brought three former accountants onto his management team. “It’s accountant overload,” one employee complained. “And what does accounting have to do with marketing and client relationship management anyway?”
The new leaders had other expertise besides accounting, but that’s not my point. When I spoke to the CEO, I learned that he surrounded himself with financial prowess because he considered this to be his personal area of weakness. “I don’t have a strong accounting background, and yet finance plays a major role in every area of our business. Issues are inevitably going to come up that I need solid and informed advice handling, even if I can’t identify those issues yet,” he told me.
Over the last several years, I’ve had the opportunity to meet several CEOs. The one thing they all have in common is self-awareness. People who have gotten to the level of chief executive officer, whether at a large or small organization, are there because they know they don’t have all the answers and are receptive to continuous learning and improvement. They know what they don’t know.
In order to reach the next level of success in your career, it’s worth making an effort to uncover what you don’t know and/or what you may not do as well compared to others. I guarantee there’s something even if your job appears to be going smoothly. Here are four ideas to get you started:
Inventory Sub-Optimal Situations
The best way to uncover knowledge gaps is to closely examine your current work and identify areas where you are not succeeding as much as you wish you were, as well as the negative or unproductive scenarios that keep cropping up over and over again. For instance, this year I observed that I was able to score a lot of introductory meetings with potential new clients, but that I rarely converted those meetings into actual business. I eventually chalked it up to a deficit in sales skills and sought immediate mentorship on the subject.
Take an Assessment
Many written and online surveys are available to help you identify both your strengths and weaknesses. BestUniversities.com has a nice roster of free tools. Because online surveys are not particularly reliable, I recommend taking several and trying to identify a pattern of similar results. Note that popular assessments like StrengthsFinder are not as useful in this capacity because they focus on capitalizing on your strengths and gloss over areas for improvement.
Ask Colleagues Anonymously
It’s important to regularly solicit 360 degree feedback on your performance even if you aren’t a manager. Devise specific questions like: “What is one thing I could do more effectively to make your job easier?” and “If I could take one professional development course this year, what do you think would be most helpful for me?” and survey everyone who has worked with you recently. Make sure that colleagues and reports know that they can respond anonymously, because all-positive feedback given under duress won’t do you any good. If you don’t have a tool to do this in-house, Rypple is a terrific option.
Work with a Coach
You can often learn a lot by talking with an objective third-party who is not personally invested in your work. Career coaches are wonderful at sizing up your situation and recommending growth opportunities. For a recommendation, either ask a trusted colleague, friend, or expert, or consult an organization like the International Coaching Federation. Select someone who makes you feel comfortable, but who will also challenge you.
If the acknowledgement of your imperfections makes you feel insecure, take heart. The first step to remedying any deficiency is to acknowledge it, and by admitting you don’t know what you don’t know, you’ve made a powerful proclamation about your future potential.
(Photo credit: Businessman in Lotus Pose via Shutterstock)
Alexandra Levit is a career and workplace expert at the Intuit Quickbase Blog , a daily source for advice on how to be exceptional at your job. You can follow her on Twitter at @alevit.
5 Things to Consider Before You Go Back to Your Old Job
Apr 19th
At my old PR agency, Edelman, we used to have a so-called “Comeback Club.” The club was reserved for those who left the company in good standing and returned a few years later. Edelman was a great place to work, so the Comeback Club was popular.
I myself was a member. After working there for two years, I left Edelman New York in 2000 to work at Computer Associates in eastern Long Island. When my husband and I moved to Chicago in 2004, I went back to my roots as a digital PR strategist in the Edelman office there. It was the right decision, and I stayed with the firm another four years before going out on my own full time in 2008.
A question many employees have faced is: “should I go back to my old job?” Maybe the new job wasn’t as wonderful as you thought it would be and you are now able to see your old situation more clearly. Maybe you have gained some experience that has opened up a new opportunity with people you trust. Maybe your personal circumstances have changed.
When deciding whether you should go back to your old job, consider the following five questions before making your move.
1. What Led You to Leave in the First Place?
It is really important to assess whether the reasons for your departure still exist. For example, if you clashed with your manager, will you be working with that person again? If the organization’s culture was toxic, are you better prepared to cope this time around? You must assume that nothing (and no one) has changed before you go back to your old job.
2. Did You Leave All of Your Bridges Intact?
Take honest stock of how your departure was received. Was your behavior universally professional? Did you go above and beyond to leave your job in good hands, and was this noticed and appreciated? Before you go back to your old job, you want to be absolutely certain that there are no lingering hard feelings.
3. With Whom Will You Be Working?
As a former employee, you have the benefit of knowing the organization better than any brand new recruit, and you must harness this insider intelligence. Is the department you’ll be working with productive, efficient, and interpersonally mature? Ask yourself if your new manager is someone with a strong reputation, and if your team members are people with whom you can easily collaborate.
4. Will You Have to Start Over?
Presumably, you had to work a while at this organization to earn respect and increasing levels of responsibility. You’ve also gained more experience since you last worked there. Will your new position reflect these developments, or will all of your previous accomplishments be for naught? No matter how desperate you may be feeling, don’t take a job that’s a step backward.
5. Will the Work Be Meaningful?
In making the decision to take any new job, you should reflect on what the work will be like day-to-day. Will it be a challenge you can sink your teeth into? Will you have the opportunity to make a real difference in the organization? If your progress was hampered by red tape or endless consensus building kept you from getting anything done before, it may well again.
Many of us leave organizations because we later realize the old but true cliché – the grass is always greener on the other side of the fence. Sometimes, it takes a change in situation to realize just how great we had it. However, it’s important to objectively evaluate what we’re getting ourselves back into and not rush into a boomerang.
(Photo credit: Businessman sitting on an armchair via Shutterstock)
Alexandra Levit is a career and workplace expert at the Intuit Quickbase Blog , a daily source for advice on how to be exceptional at your job. You can follow her on Twitter at @alevit.
5 Things to Consider Before You Go Back to Your Old Job
Apr 19th
At my old PR agency, Edelman, we used to have a so-called “Comeback Club.” The club was reserved for those who left the company in good standing and returned a few years later. Edelman was a great place to work, so the Comeback Club was popular.
I myself was a member. After working there for two years, I left Edelman New York in 2000 to work at Computer Associates in eastern Long Island. When my husband and I moved to Chicago in 2004, I went back to my roots as a digital PR strategist in the Edelman office there. It was the right decision, and I stayed with the firm another four years before going out on my own full time in 2008.
A question many employees have faced is: “should I go back to my old job?” Maybe the new job wasn’t as wonderful as you thought it would be and you are now able to see your old situation more clearly. Maybe you have gained some experience that has opened up a new opportunity with people you trust. Maybe your personal circumstances have changed.
When deciding whether you should go back to your old job, consider the following five questions before making your move.
1. What Led You to Leave in the First Place?
It is really important to assess whether the reasons for your departure still exist. For example, if you clashed with your manager, will you be working with that person again? If the organization’s culture was toxic, are you better prepared to cope this time around? You must assume that nothing (and no one) has changed before you go back to your old job.
2. Did You Leave All of Your Bridges Intact?
Take honest stock of how your departure was received. Was your behavior universally professional? Did you go above and beyond to leave your job in good hands, and was this noticed and appreciated? Before you go back to your old job, you want to be absolutely certain that there are no lingering hard feelings.
3. With Whom Will You Be Working?
As a former employee, you have the benefit of knowing the organization better than any brand new recruit, and you must harness this insider intelligence. Is the department you’ll be working with productive, efficient, and interpersonally mature? Ask yourself if your new manager is someone with a strong reputation, and if your team members are people with whom you can easily collaborate.
4. Will You Have to Start Over?
Presumably, you had to work a while at this organization to earn respect and increasing levels of responsibility. You’ve also gained more experience since you last worked there. Will your new position reflect these developments, or will all of your previous accomplishments be for naught? No matter how desperate you may be feeling, don’t take a job that’s a step backward.
5. Will the Work Be Meaningful?
In making the decision to take any new job, you should reflect on what the work will be like day-to-day. Will it be a challenge you can sink your teeth into? Will you have the opportunity to make a real difference in the organization? If your progress was hampered by red tape or endless consensus building kept you from getting anything done before, it may well again.
Many of us leave organizations because we later realize the old but true cliché – the grass is always greener on the other side of the fence. Sometimes, it takes a change in situation to realize just how great we had it. However, it’s important to objectively evaluate what we’re getting ourselves back into and not rush into a boomerang.
(Photo credit: Businessman sitting on an armchair via Shutterstock)
Alexandra Levit is a career and workplace expert at the Intuit Quickbase Blog , a daily source for advice on how to be exceptional at your job. You can follow her on Twitter at @alevit.
Is Flex-tirement the New Retirement?
Apr 10th
My father is 66 years old. Over the last forty years, he has worked in both Corporate America and academia, and his identity is closely tied to his job. How could it not be? He has spent the better part of his life commuting from one office to another, and he’s somewhat of a workaholic.
The original plan was for my dad to retire at age 66, but now that it’s here, the idea seems preposterous. He has lost money in the recession, and like many Baby Boomers, the thought of moving down to Florida to play tennis and mah jong all day makes him a little ill. My dad wants and needs to keep working, but he knows a 50 hour a week job is putting his health in jeopardy. What’s a Boomer to do?
Finding a middle ground
My father’s situation is not unique. As tens of millions of Boomers approach traditional retirement age, organizations must contend with how to downsize valuable employees without completely cutting the cord. Enter the notion of flex-tirement.
Hard as it may be to believe in today’s market, we are actually on the cusp of a demographically-induced labor shortage that will leave organizations with far more green employees than seasoned ones. Smart companies know that it’s wise to use flex-tirement to hold on to experienced employees so they can effectively train and transition the younger generation into leadership roles. In an ideal scenario, a company would allow a fifty or sixty-something employee to keep the same job, which they enjoy and are good at, with reduced hours and pay.
No longer an ex-president’s benefit
If you think about it, flex-tirement has been available to some types for a while. For former presidents or CEOs, “retirement” often equals plum consulting jobs and advisory board service. But increasingly, such opportunities are presenting themselves to average people too.
Even the government is on board with the idea. Says Camille Tuutti in Federal Computer Week: “The Obama administration has acknowledged the potential of flexible retention. Its 2013 budget for the Office of Personnel Management included a proposal that would allow eligible employees to reduce their work hours at the end of their careers and receive income partially from a reduced salary and partially from retirement annuity. These employees would be required to mentor others, sharing institutional knowledge and helping with succession planning.”
Make them want to retain you
So, if you’re a Boomer who wants to continue to work while enjoying some of the benefits of retirement, how should you position yourself? Your first goal is to make sure you are someone worth keeping. This means staying current in your job-specific training and skills and being at the top of your game productivity-wise. It also means going out of your way to showcase your value and results to the higher-ups and getting them to say, “Wow, losing Buddy Boomer is going to be a real problem. Who is going to do Task A, B, and C?”
Boomers who haven’t kept up with technology need to get with the program. You don’t want to be considered irrelevant because you don’t understand how business operates in a highly networked, highly virtual world. In addition, it’s imperative that flex-tirement-minded Boomers retain enthusiasm and passion for the job. An employer is not likely to offer you a desirable part-time arrangement if they feel your heart and mind are touring a castle somewhere in Europe.
Finally, be willing to chart the course. Remember that flex-tirement is new territory for many employers, and as such, formal policies and procedures might not yet exist. You should be prepared to use your well-honed negotiation and persuasion skills to obtain a situation that’s right for you.
(Photo credit: Retirement Savings via Shutterstock)
Alexandra Levit is a career and workplace expert at the Intuit Quickbase Blog , a daily source for advice on how to be exceptional at your job. You can follow her on Twitter at @alevit.
Are You Ready to Be an Independent Contractor?
Mar 26th
Permanent employment may be disappearing faster than anyone thought. In recent weeks, both the Wall Street Journal and Harvard Business Review have published articles on crowd-sourced labor, or the hiring of a temporary team to accomplish a very specific task.
In increasing numbers, large organizations are using crowd-sourcing instead of permanent hiring to achieve their goals. AOL used it recently when it hired a team of contractors to build software to help the company best leverage its video assets. It makes sense if you think about it. For one thing, hiring and training new permanent employees is very expensive. For another, it’s difficult to get rid of them during financial rough patches or when they are no longer needed.
The future is coming up fast
This is not a new idea. Futurist research has been saying for years that by 2025, the majority of us will be contingent workers, working from home or private offices and completing a variety of tasks for a variety of employers. For most, long-term, stable relationships with employers will in short-order be a thing of the past, and I suspect that, as individuals, we’re not ready.
The perks and quirks of contingent work
I’m an independent contractor today, and I can tell you it took a lot of getting used to. I eased into this career over a period of four years, frequently returning to my large company of origin for some predictable work and comforting conversation by the water cooler. I’ve been a solo-preneur for a while now, and I still tire of the administrative nightmares and emotional hand-wringing that comes with having my own business.
Of course, working via crowd-sourcing has its advantages. Maybe you need to earn a little extra cash. Maybe you’re geographically challenged. Maybe you want to choose your own hours so you can pick the kids up from school. Maybe you want to work in your pajamas. Contingent work allows for all of these things.
Even the benefits of having a single job with one employer are diminishing. We all know what happened to large company job security in 2008, and as HBR and the New York Times pointed out, that work for many “regular” employees (like those in retail) is just as unpredictable as the work for independent contractors.
However, working for yourself and being 100% in charge of your own career requires a skill set that is not native to most people. Not only do you have to be self-disciplined, deadline-focused, and skilled at developing virtual relationships, but you have to be able to manage your time on many different fronts simultaneously, and keep track of who needs to pay you and when. You have to be out there selling your work and getting your own training so you can stay ahead of the competition. With freedom comes responsibility. Lots of it.
Experiment now, prevent shock later
Given where we are inevitably heading as a workforce, you might want to dip your toe in this kind of work before you are thrown in head first. You can start by doing an isolated project for another department or volunteer organization, and filling out your online profiles thoroughly so potential employers can find you easily.
(Photo credit: Person at the notebook via Shutterstock)
Alexandra Levit is a career and workplace expert at the Intuit Quickbase Blog , a daily source for advice on how to be exceptional at your job. You can follow her on Twitter at @alevit.
10 Simple Steps to Plan a Successful Conference
Mar 20th
My husband is planning a conference right now, and at the same time, I am starting to organize a one-day event. Both of us feel pretty daunted, so I thought it might be helpful to us – and to others – to streamline the process into ten simple steps.
1. Determine the “Why”
Sit down with your partners (if you have them) and talk through the end goal of the conference. Is it to generate revenue? Secure new clients? Get publicity? Keep this goal in mind as you proceed through the rest of the list.
2. Create your wish list
In an ideal world, what would your conference look like? Jot down details such as location, speakers, number and quality of participants, food, and fun activities.
3. Draft a budget
How will you pay for your event? Investigate any resources you can use for free (such as donated space) and what you can charge participants to cover costs and still make a profit (if that is a goal). Make a budget spreadsheet listing the major cost items of your wish list – location rental, staff, speakers, meals, signage, audio/visual equipment, printed materials, giveaways, and fun extras. Don’t forget to include costs for marketing the event, such as a website, and build in a 10 to 15 percent cushion in case expenses run over.
4. Choose practically
Cost will obviously be a factor in choosing where to hold your event and what services to provide, but so will attendance. You want to select a location that is either in the same city as many participants, or close to it.
Your ideal speaker may be Donald Trump, but realistically you probably need to go with a less-pricey option. A resort is certainly appealing, but does it have enough meeting and personal rooms, and will participants enjoy the locale enough to pay a premium?
Consider polling participants from past events like yours to understand what’s most important when attending such a conference and make selections based on this feedback.
5. Work with vendors
Begin working with the service providers of the items in your budget spreadsheet as early as possible. Understand what will be provided in each case, and review contracts and cancellation policies carefully (for instance, you need to know if the hotel will provide A/V equipment and support in its meeting rooms, or if you need to bring that in yourself). If you are in need of a specific vendor, I recommend checking with the Convention and Visitors Bureau in your destination city.
6. Find speakers
Reach out to your network to identify the speaker(s) who will best help you achieve the conference’s objectives and are within your budget (do not ask or expect professional speakers to appear for free). Review demo videos and talk with people who have heard this speaker before. When communicating with a speaker, provide her with ample details so she can customize her remarks to your audience, and make sure you are on top of her travel arrangements and other needs.
7. Set the agenda
Draft a detailed timeline for your conference that starts early (8AM is reasonable) and ends early (4PM). Schedule a mix of formal speakers, small group workshops, and free networking time. Plan to feed your participants every few hours, either with a full meal or a break snack. After the day’s agenda is complete, consider hosting a dinner at a nearby restaurant or local entertainment such as a tour.
8. Market your event
Create a logo and color scheme for your event, and display it on an event website with online registration. Rally your troops to spread the word through e-mail and guest posts in online media targeted to your audience. If appropriate, make use of local event listing websites. Consider offering discounts to organizations that send more than one participant.
9. Plan for a stress-free “Day Of”
Communicate actively with your participants and vendors in advance so they know where to be and what to expect. Get their contact information and make sure they have yours. Tour the facility before your conference begins to make sure your staff is in place and everything is in working order. As things wind down and invoices come in, review them line-by-line so that you can resolve disputes on the spot.
10. Evaluate your event
Now that you are ready to go into the event-planning business full time, let’s see what you can learn for next time. Have your participants fill out a paper or electronic evaluation form and look for common pieces of feedback.
(Photo credit: at seminar via Shutterstock)
Alexandra Levit is a career and workplace expert at the Intuit Quickbase Blog , a daily source for advice on how to be exceptional at your job. You can follow her on Twitter at @alevit.
How to Stop Watching the Clock
Mar 13th
We have all been there.
You have nothing of consequence to do at work today, and you glance at your computer. It’s 9:08AM. You’re already bored, and you wonder painfully how you are going to make it through the next eight hours without jabbing a pen in your eyes. Tick tock.
Your check your e-mail, then your Facebook account. You return a phone call and look at some paperwork on your desk. You steal another look at the time. 9:21. Tick tock.
You go to the kitchen and fill up your water bottle. Sipping slowly, you stop by the printer to see if you forgot to pick up anything the day before. You return to your desk and see the open word document on your desktop. It’s your Q2 strategic plan, and you’re dreading finishing it. The clock now says 9:36. Only 7 hours and 24 minutes until you can put on your jacket and high-tail out of there. Tick tock, tick tock.
Stop the madness
Watching the clock is a terrible way to spend your life. We all do it to some extent – after all, not every work-related task makes us jump for joy (that’s why it’s called work, not fun). But putting yourself in a situation where you are waiting for every minute to pass is a surefire way to drive yourself crazy and/or give yourself stress-induced hypertension.
A former colleague told me that AOL prevented clock-watching by forcing employees to stop wearing watches and to hide the time display on their computers and devices. I don’t think this is the answer. The responsibility to stop clock-watching is yours alone, so here are some tips to banish this infuriating habit from your work day.
Think big
Remember why you took this job in the first place? What were you trying to accomplish with your career, and why were you excited to work for this particular organization? Jot down your thoughts and consider how you can fulfill some of these initial objectives within the context of the daily grind.
Manufacture some enthusiasm
Roll your eyes if you will, but it works. If you smile and act like you’re enjoying what you’re doing, sometimes your mind will forget about the reality and the day will pass more quickly.
Launch a committee
For a few years, groupwork was all the rage at American business schools, and you can bet those guys weren’t bored in class. Pull together a task force to accomplish a critical business objective and schedule an interactive brainstorming series that will take you away from your desk a few times a week.
Make productivity a game
Tell yourself that you can watch the clock or surf the net as much as you want, as long as you write a 500 word brief or make 5 sales calls before you do. By giving yourself a tight deadline to accomplish a task, you insist on a longer period of concentration. You can take this up a notch by scheduling several in-depth tasks for the same day since nothing beats clock-watching like being incredibly busy.
Avoid the dead zone
We’ve talked before about how everyone has a time during the day when energy naturally flags. When this period comes around for you, arrange to do something away from your desk to prevent bleary-eyed clock staring. Hit the gym, have a catch-up lunch in the cafeteria, or run an errand.
Now let’s be real here. Even while employing these strategies, you will still look at the clock from time to time. However, if you do everything you can to stay engaged, you might forget it’s even there.
(Photo credit: Looks like reversed infinity time spiral via Shutterstock)
Alexandra Levit is a career and workplace expert at the Intuit Quickbase Blog , a daily source for advice on how to be exceptional at your job. You can follow her on Twitter at @alevit.
Increase Your Powers of Observation
Feb 7th
My husband and I were walking down a busy street in downtown Chicago. Suddenly, my husband gasped.
“What?” I said.
“You didn’t see that?”
“No, what are you talking about?”
“In front of us. A bird just swooped down and tried to grab a sandwich out of that woman’s hand.”
“No kidding, that’s crazy!”
“You’re really not that observant, you know that?”
He was right. Even though I’m a writer and have been told countless times that keener observation makes for more interesting prose, this is not my strong suit. When I’m out and about, I’m usually in my head too much to carefully process what’s going on around me.
You may naturally focus inward, but when you’re at work, being a great observer is critical to your success. You will be better able to size up what’s working and what isn’t, and adapt your approaches to fit your environment. It’s also easier for good observers to pick up on unspoken messages and cues, resulting in stronger and more empathetic relationships with other people.
One of my New Year’s resolutions is to practice some techniques that colleagues and friends have shared. Maybe they will help you too.
Be mindful
Once a day, pick a time to relax in a quiet, peaceful place. Close your eyes and let the tension in your muscles go. Try to stop all of the activity in your mind, instead focusing on your breathing and the sounds and smells around you. Acknowledge how the space under you feels. If your mind begins to wander, gently pull yourself back to the present and stay there for 15 minutes or more.
Sit in a public place and journal
Take a few minutes to sit in the park, library, or shopping mall. Really see the people around you and pay attention to what they’re wearing, how they’re walking, and the interactions they have with others.
Record the details coming through your senses, such as the construction work that just began one street over, or a late customer banging on the door of a closed store. Write whatever comes to mind, including how the scene makes you feel.
Create stories
When commuting on the train or waiting in line, observe the strangers in the vicinity. Take note of their characteristics and behavior and imagine what their lives are like – where they live, what they do for a living, who their family members are, etc. You can do the same thing with photos of people you spot in magazines or online.
Eat consciously
Instead of wolfing down your lunch while working at your desk, have a meal with no distractions – even conversation. Eat slowly as to observe how the food smells and tastes, and its texture as you chew.
Walk instead of drive
Walking allows you to interact more with your environment, which is helpful in honing observation skills. Note the weather, the amount of commercialization and traffic, the influence of nature, and whether the scene around you is calm or chaotic. Guess what urban planners, residential developers, or landscape architects had in mind when they designed the locale.
Take off your headphones
Similarly, while in transit on foot or in a vehicle, you can better observe your surroundings and listen to interesting conversation and noises if you aren’t devoting all of your attention to your iPod.
Consume entertainment actively
It’s tempting to zone out while listening to a favorite song or watching a great movie. But once in a while, it’s smart to practice your observation skills by thinking about the meaning behind a songwriter’s lyrics, or what the director was getting at when s/he shot a scene a particular way. This may also help you enjoy your entertainment more fully!
(Photo credit: Macro shot of a woman’s green eye via Shutterstock)
Alexandra Levit is a career and workplace expert at the Intuit Quickbase Blog , a daily source for advice on how to be exceptional at your job. You can follow her on Twitter at @alevit.
Communication Hacks: 5 Ways to Hone Your Global Skills
Feb 2nd
Most people who work in the business world today regularly interface with colleagues and clients all over the globe. In an economy without borders, enabled by instantaneous technology, they must actively collaborate with people in unfamiliar nations, speaking unfamiliar languages. The key question is – do up-and-coming twenty-first century leaders have the diplomatic skills and cultural savvy to be successful in this new climate? The answer in many cases is no.
In a recent study conducted by the Career Advisory Board established by DeVry University, hiring managers noted that global outlook was a skill that was considered most important but also most rare among current job candidates. However, improving global outlook and competence is not as simple as reading a book. Here are a few ways to hone yours.
1. Do a stint abroad
Get to know another culture intimately by observing variations in daily living and values. In communing with people who are different from you, you will acquire an additional perspective that’s extremely valuable and can be used in your future career. Although even short travel is beneficial, it’s better if you have the financial ability to stay a few months or a year.
A great site to look for and learn about the logistics of overseas job opportunities is Goinglobal.com. If you are currently employed with a large organization, inquire internally about the chance to do a stretch assignment offshore.
2. Read The Economist
More so than in other countries, American citizens lack an understanding of what’s occurring in the outside world. Become better informed and more culturally sensitive by subscribing to an international business publication such as The Economist, and by talking through global issues with your family members and friends.
3. Learn a new language
Although English is still the international language of business, that could change at any time, so it’s a wise investment to become proficient in an up-and-coming language like Chinese. Online or offline coursework is helpful, as is having a native speaker in your community with whom you can practice conversing.
4. Pick an interesting country and go deep
Before going overseas, or even instead of going overseas if travel is not possible, find a local contact who has previously resided in or worked with a country that intrigues you. Arrange an information interview to discuss that country’s culture and way of conducting business. Build the relationship over time with in-person lunches or coffee dates. Hopefully your contact will provide essential insights about global work and that nation in particular.
5. Consider working at a foreign company
This approach will allow you to increase your global awareness and competence without leaving U.S. soil because you will routinely interact with overseas contacts. Use directories such as the “Directory of Foreign Firms Operating in the United States” to create a target list of employers, and then leverage LinkedIn to identify openings and find individuals at those organizations with whom you can network.
In closing
As with any new skill, you have to start somewhere. Even if the effort seems small now, a continued focus on increasing your worldview will render you more marketable and employable in the future.
(Photo credit: Global Communication via Shutterstock)
Alexandra Levit is a career and workplace expert at the Intuit Quickbase Blog , a daily source for advice on how to be exceptional at your job. You can follow her on Twitter at @alevit.