Afleveringen
-
Who knew that our ears could boost your business game? Active listening skills can amp up collaboration and productivity by a whopping 25%. Learning the art of listening also increases employee satisfaction by 30%. And a staggering 80% of workplace drama stems from poor communication. Clearly, listening isn't just kind â it's powerful. We spend about 45% of our waking hours listening. For the average American, that's around 7.58 hours a day. We hear between 20,000 to 30,000 words dailyâway more than the 16,000 words we speak. Sadly, over 70% of workers suffer from poor listening habits, impacting learning (85% of what we learn is from listening) and problem-solving abilities. Listening Statistics â Word Finder by WordsRated; The Biggest Bang for Your Organizationâs Buck? Active Listening Skills
Hearing is just your ears doing their job. Active listening? That's your brain going into overdrive, focusing on sounds and extracting meaning. It's a full-on mental workout involving attention, contemplation, and response. According to Harvard's Robin Abrahams and Boris Groysberg, active listening breaks down into three parts:
Cognitive: Pay attention to all the info, both spoken and unspoken.Emotional: Keep calm and carry on, even if you're annoyed or bored.Behavioral: Show you're interested with verbal and non-verbal cues.Ingredients for Active Listening
Presence: Be in the moment. Put down your phone, make eye contact, and show you're engaged. Avoid jumping to conclusions or trying to "fix" things right away.Curiosity: Stay curious and humble. Ask questions to clarify and understand before you respond. Keep power dynamics and past feedback in mind. Connection: Listening is about forming a connection. Understand and honor what the speaker values. This approach can lead to better progress for both parties involved.Mastering the Art of Active Listening
Know Your Style: Identify if you're task-oriented, analytical, relational, or critical. Each style suits different situations.Choose Wisely: Determine the best listening style for the moment by considering the conversation's goals and the speaker's needs.Stay Focused: Donât let insecurities or distractions (like checking emails) get in the way. Use mantras or meditation to keep your mind on track.Ask Questions: It shows you're engaged and deepens your understanding. Questions can also uncover hidden emotions or unspoken points.Remember, listening is more than just nodding and saying "Mm-hmm." It's about asking insightful questions and being truly present. If we stay curious, stay present, we can not only hear but understand and connect on a deeper level. Active listening isnât just a nice-to-have skill; it's a game-changer. So, lend an ear, and who knows? You might just hear the next big idea.
Whatâs Your Listening Style?
What Is Active Listening?
-
From embracing discomfort to seeking advice, Crina and Kirsten dive into Dr. Adam Grantâs new book on the science of achievement. Discover how grit and persistence can lead to mastery, no matter where you are in your journey.
SHOW NOTES
In this episode of Crina and Kirsten Get to Work our hosts discuss Adam Grantâs new book on the science of achievement. Ever thought about what youâd like to get better at? Crina wants to learn how to have more fun and Kirsten is still working on figuring out âno.â Sigh.
Mastery can start at any chapter of your life. Take Laura Ingalls Wilder, who penned her first success in her 60s, or Vera Wang, who leapt from ice skates to runway gowns. Julia Child didnât publish her first cookbook until 50, and Phyllis Diller took up stand-up comedy at 37. Or consider Steve Martin who spent years doing the labor of writing his own jokes to get really good at it - he did not start out being good, he learned to be so very good.
Dr. Adam Grant argues in his new book Hidden Potential that those who might lack natural flair but possess the grit to persist, embrace discomfort, and seek advice often outpace the naturally gifted. Think about it: the kid on the soccer field who isnât the fastest but keeps pushing might just outshine the rest with sheer willpower.
Society tends to glorify innate talent. First off, it is just fun to watch someone who is innately good at something. We may value innate talent because it gives us an easy out when we are not naturally good at something - we do not have to experience the discomfort of trying. And yet we know that real satisfaction comes from finding our way through the tough stuff. Child prodigies often find real-world challenges daunting precisely because they havenât navigated the messier, less predictable paths of life. The dichotomy of talent and challenge is fundamental to understanding our hidden potential.
Grant suggests that we embrace the discomfort that signals we are learning, mix up our routine to keep things interesting, and engage in the dual dance of seeking and giving advice. And there is so much more in Hidden Potential so give it a read.
-
Zijn er afleveringen die ontbreken?
-
In this episode of Crina and Kirsten Get to Work, our âhosts with the mostâ discuss not giving a #%$X! Yes, friends, there are times when we should care less about work. Our precious mental, emotional and even spiritual energy are really better used on something else.
There is so much we can care about at work - what other people think, what other people do, outcomes we cannot control, what information we do not have - just so much and yet when is it really worth it to care?
Our duo starts with what is worth caring about:
Our personal relationships.The responsibilities we agree to take on at work, in community, or with our family and friends.Our professional/ personal development - being our best selves, which also includes really liking who we turn out to be.Our financial security.Our values and ethical and moral principles - living with integrity.Work weaves its way through many of the things we care about. The challenge with work is that many of us tend to define ourselves by our work.
Harvard Business Review interviewed 700 employees and concluded that while passion at work is generally a good thing, too much passion leads to burnout and a little detachment goes a long way to creating a sustainable relationship with work, with reduced burnout, enhanced creativity, increased resilience, better focus and better decision making. Donât Let Passion Lead to Burnout on Your Team (hbr.org)
So how to do we give less of a #%$X without getting ourselves into the #%$X?
Ask yourself why: Carefully consider why you care so deeply about something? Is it just about ego or is it really consistent with the list above (relationships you value, principles you hold dear . . .).
Ask yourself whether your response/involvement is really that important: Doing nothing can be perfectly appropriate; and remember most people care far less about what we do than we think.
Pur your job in context: A job is not the be all and end all of your life and if it is, that is a new issue to consider. For most of us a job funds our lives and those of the people we love.
Create boundaries between work life and personal life. Boundaries between work and personal are key to caring a little less when caring is overwhelming. Do you leave on time, do you check your emails all evening, do you cancel time with friends and family because of work emergencies? Creating stronger boundaries can help us create that work life balance, which may just need a little less caring.
And remember there are really always four responses to a situation:
Exit: remove yourself from the situation; do nothing; LET THEM Voice: take action and try to improve the situationPersistence: stay in, kind of grin and bear itNeglect: stay but reduce effortWe have options in deciding how much we care. And we need to wisely use our caring energy.
-
Letâs have some good news about women at work. And what better place to look than in the news from all over the world.
In a great story out of Australia, we can all have a good chuckle about an art installation that excluded men and the legal challenge that ensued from a man who felt he was not getting his moneyâs worth because he could not access an exhibit only available to women. The Court disagreed with the man who filed the suit finding that he was experiencing exactly what the artist wanted him to experience - exclusion. Museum behind ladies-only art exhibit sued by man who was denied entry - National | Globalnews.ca
And here in the US, women are reentering the workforce at a record pace. This resurgence appears to be linked to women coming back to a more diverse set of industries and positions more women in leadership and the flexibility offered by hybrid work. 3 Reasons Women Are Reentering The Workforce At A Record Pace
In a study commissioned by the non-profit Girls Who Code and its Moms First campaign, Boston Consulting Group found that on-site childcare, close to site childcare, backup childcare and childcare stipends had impressive returns on investment - anywhere from 90% to 425% - all we can say is WOW! BCG Report, 2024 - Moms First
NPR reported on Icelandic women continuing their tradition of striking to create equity in pay for women and non-binary people. Women and nonbinary Icelanders go on a 24-hour strike to protest the gender pay gap
And last up - we know women have typically had to work harder than men for the same pay and recognition. This travesty does not apply to exercise. The Journal of the American College of Cardiology found that women get more benefits than men from the same amount of exercise.
And that is the good news, listeners.
-
On this episode of Crina and Kirsten Get to Work our hosts explore executive presence for women at work. Sylvia Ann Hewlett, an economist and the CEO of Hewlett Consulting Partners, said that executive presence is the difference between merit and success. We can sometimes cringe when we hear and talk about executive presence because it can feel like a call to be someone other than who we are - the requirement to fit into a mold to be a leader. No, say our hosts!! The new executive presence is about authenticity and inclusion.
Hewlett conducted surveys in 2012 and again in 2022 that tell a story of significant shifts in our view of executive presence. The New Rules of Executive Presence (hbr.org). Hewlett says, â[t]he old idealâshaped and embodied by white male CEOs who ruled the U.S. and European corporate worlds through the beginning of this centuryâhas long been eroding.â
Executive presence is made up of gravitas (think confidence and decisiveness); communication (think clear and direct) and appearance (think authenticity). In 2012, Hewettâs survey showed that having âa blue-chipâ pedigree was important for gravitas, and that characteristic did not even make the list in 2022. In 2022, respect and inclusiveness were more important to executive presence than they were in 2012. Another shift was seen in the communication element of executive presence where in 2012 âforcefulâ was important and in 2022 âlistening to learnâ was important to executive presence. Even our view of executive presence as it relates to appearance has changed - while being polished is still important, authenticity has risen to one of the most important factors in the appearance component.
Executive presence is learnable - and you do not have to master all of the elements. Focusing on your authentic strengths can improve your executive presence. Hewlettâs work tells us two important things: 1. we can be our authentic selves and have executive presence; and 2. executive presence in the workplace is more inclusive than ever before.
-
Microstress differs from traditional stress in its subtlety and frequency. These small, often unnoticed stressors can accumulate and greatly impact our well-being, both mentally and physically. Join us as we uncover the hidden impacts of microstress and explore strategies to combat its effects for a healthier, more balanced life.
SHOW NOTES
While traditional stress arises from major life events, microstressors are small, often unnoticed, and yet they can accumulate and significantly affect our well-being. Microstress, unlike what we think of as more conventional stress, does not provoke the same physiological response as bigger stress - so our body is not working to protect us from stress in the same way. Microstressors can be categorized into three main types:
Draining our capacity to get things done: These microstressors often make us feel like we're failing at work and in our personal lives. Examples include misalignment with collaborators on roles or priorities, uncertainty about others' reliability, and an overwhelming number of tasks or responsibilities.Draining our emotional reserves: These microstressors are caused by others and can leave us feeling emotionally depleted. Examples include feeling responsible for the success and well-being of others, confrontational conversations, and a lack of trust in our social network.Challenging our identity: These microstressors can trigger feelings of discomfort, making us question if we're truly living in line with our values and goals. Examples include pressure to pursue goals that don't align with our personal values, attacks on our self-confidence or worth, and negative interactions with family or friends.The effects of microstress extend beyond mental health, impacting physical well-being as well. It disrupts the body's ability to maintain internal balance, leading to issues like "brain fog," where cognitive function is impaired - and even affects our bodyâs ability to process food. Despite these challenges, there are strategies to mitigate the effects of microstress.
Pushing back against microstress in practical waysâsuch as learning to say no to small requests, managing technology to reduce interruptions, and readjusting relationships to prevent others from putting microstress on youâcan be effective. Rising above these stressors, by keeping them in perspective and not letting them consume us, is another valuable approach.
Human connection emerges as a powerful tool in combating microstress. Engaging with others helps develop brain circuits that manage our reactions and emotions, alleviating the burden of stress. By cultivating diverse connections and engaging in meaningful activities, we can create a multidimensional life that buffers us against the effects of microstress.
Join us as we explore the world of microstress, uncovering its hidden impacts and discovering strategies to combat its effects. Learn how small changes in daily life can lead to significant improvements in overall well-being.
-
Embarrassing yourself is the key to success - well, not exactly, but there are benefits to embarrassment. In this episode of Crina and Kirsten Get to Work, our hosts delve into this unusual emotion - embarrassment - hot head, panic, stomach upset, racing heart, sweating - and all of the things.
SHOW NOTES
Science tells us embarrassment is a unique emotion - unlike an emotion such as fear, we need to think before we can feel this emotion. Rowland Miller at Sam Houston University tells us, âwe become embarrassed when we perceive that the social image we want to project has been undermined and that others are forming negative impressions of us.â But there is more to embarrassment.
John Sabini of the University of Pennsylvania and his colleagues found embarrassment is likely to arise when a person anticipates a disruption of smooth social interaction and/or faces a situation without clear social expectations . She is not worried about making a bad impression, but rather she does not know what to do next.
Sabini defined three kind of embarrassment:
Faux-pas - food in your teeth when meeting your new bosscenter-of-attention - being the guest of honor at a surprise partysticky-situation embarrassment - having to fire someone or give hard feedbackCrina adds a fourth type, vicarious embarrassment, to this list - the feeling of being embarrassed for others.
Embarrassment serves a few important purposes. Embarrassment signals others that we know we stepped in it and these negative feelings discourage us from doing it again and encourage us to make repairs with others. It can also encourage us to prepare for a situation to avoid being embarrassed.
Research published in the Journal of Personality and Social Psychology found people who expressed more outward signs of embarrassment while describing their embarrassing moments (such as tripping) also reported a tendency to be more "prosocial" â that is, kinder and more generous.
Researchers also found that when the studyâs actor expressed embarrassment, study participants found the actor more trustworthy and wanted to affiliate with him more. Embarrassment can humanize a leader because it helps break down the barriers between team members and the leader and ultimately allows for stronger connections to form. Does the leader have some humor about her embarrassment or are they prickly and defensive about the embarrassment? A leaderâs response to embarrassment can set the tone for the team.
When we think about how to respond to embarrassment, research suggests most people tend to overestimate how much others notice our embarrassment. We can help put embarrassment in context by detaching ourselves and thinking about how we would react as an observer of our embarrassing situation. Itâs likely we will find grace, distance and context in that exercise.
We know embarrassment does not feel good, but it communicates we care and presents opportunities to consider our behavior and be more connected with those around us.
The Surprising Perks of Being Embarrassed
Oh no you didn't!
Journal of Personality and Social Psychology,
Countering embarrassment-avoidance by taking an observer's perspective | Motivation and Emotion
-
There are good reasons why women donât speak up at work, but that silence is not serving us. When we communicate publicly, assertively and honestly for the rights and needs of ourselves and others, weâre shifting the power dynamics that have held us all back.
SHOW NOTES
First, we know that women are more likely to speak up for others than they are for themselves. We also know from the research that women are far more likely to be interrupted and talked over. A 2014 study by Harvard Business Review found that while men and women see this as a problem, men tend to attribute this to a womanâs failure to make their point in a strong, clear way - or getting rattled and allowing themself to be interrupted. Women tend to attribute this to feeling isolated and not liking conflict.
Our hosts delve deeper into what the research says about why and here is what they found:
Insinuation anxiety, which is the fear of insinuating distrust or disapproval of someone else.Fear of embarrassment, need we say more?Pluralistic ignorance, which is when we tend to sit around thinking someone else in the group will speak up - also known as the bystander effect.When we do not speak up , we end up less of all the good things - physical and emotional well-being and more of what we do not want, stress and unhappiness.
There are some key times to speak up: when our boundaries are violated, when we notice someone is upset, when something goes against the rules, when we recognize danger and when no else does.
Dr. Sunita Sah at Cornell University suggests preparing to speak up can be helpful and asking for more time if you need it. Crina and Kirsten add, being clear, avoiding over-explaining, being compassionate and honoring your preferences.
The benefits of voicing your thoughts are high - more authenticity and more satisfaction. It is also critical that each of our very special and unique voices are heard.
MORE GOOD READS
Speak Up at Thanksgiving. Your Health Demands It
The Unavoidable Trap of Politeness: Why Is It So Hard to Just Say âNoâ? âč Literary Hub
Opinion: Why you find it so hard to resist taking bad advice - Los Angeles Times
Women, Find Your Voice (hbr.org)
Speaking Up for Yourself Is Important â 11 Steps to Get It Right
Why Is It So Hard to Speak Up at Work? - The New York Times
The Effect of Gender on Interruptions at Congressional Hearings | American Political Science Review | Cambridge Core
-
Love and work embrace as hosts Crina and Kirsten explore how to infuse our work with love. From expressing love through our tasks to cultivating a service mindset and practicing generosity, this episode serves up a recipe for success that's as fulfilling as it is rewarding. Let's bring more love into how we do our work!
SHOW NOTES
Crina and Kirsten dive into love and work, where Albert Brooks, Oprah Winfrey, Marcus Buckingham, Bob Rosen and Joe Ricciardi serve as guides to infuse our conversation about doing our work with love. Forget the notion that work and love should be kept in separate corners of our lives; we're here to blend them together like the perfect cocktail - at work! As Kahil Gibran said, âwork is love made visible.â Our work is an amazing opportunity for us to express love - something we are made to do.
Our duo digs into the different flavors of workplace love. There's love of purpose, love of accomplishment, love of colleagues, and even love for ourselves. Each adds its own unique flavor to the workplace stew, creating a recipe for success that's as fulfilling as it is rewarding.
There is also the opportunity to infuse the work we do with love, which is something we do not talk about as often - how we talk with customers and clients; how we build the thing we are building at work; how we write the memos and letters and emails - with each task there is the opportunity to infuse the task with love.
How do we put this into practice? We can adopt a service mindset, practice generosity, show compassion, and create trust. And let's not forget to sprinkle gratitude on topâit's the secret ingredient that ties everything together. Expressing love in our work is a blend of these concepts.
So, as we bask in the love of Valentine's Day, let's make a pact to bring more love into how we do our work.
GOOD READS
What's Love Got to Do With Work? | Psychology Today
Marcus Buckingham: Why âLoveâ Is the Key to Career Success (hbr.org)
The Only Career Advice Youâll Ever Need - The Atlantic
How To Bring More Love Into Your Work - Eat Your Career
Love At Work: Here's How To Truly Show Love To Your Colleagues This Valentine's Day (forbes.com)
-
In the world of work, where productivity and success are often measured in tangible outcomes, the concept of social capital emerges as a crucial element. It goes beyond the conventional understanding of networking and friendships, delving into the interconnected networks, shared norms, and trust that form the glue holding people and organizations together. And there are chickens . . . .
Crina begins with a story about her husband, Barry, that illustrates what can be the natural and organic creation of social capital. Despite facing skepticism from some team members who deemed it a waste of time, Barry's emphasis on communication among co-workers is creating a cultural shift at his work, fostering collaboration and teamwork. This anecdote parallels a study of chickens, yes, chicken! The study reveals that individual productivity, while initially successful, ultimately hampers overall success when it comes at the cost of suppressing others and focusing on self.
Robert Putnam's research at Harvard helps us understand that social capital extends beyond the workplace, encompassing community bonds and shared values. It differs from mere friendship or networking, encompassing trust and reciprocity - and it is kind of all of those things rolled into one. Social capital is a catalyst for societal well-being, impacting employment levels, academic performance, physical health, economic growth, and even crime rates - and really impactful to teams.
Research highlights the numerous benefits of social capital in the workplace, including lower turnover, improved performance, increased knowledge transfer, innovation, and career mobility.
Social capital at work looks like giving, connecting, and valuing others' expertise without expecting immediate returns is emphasized. It's about building trust and authenticity through reliability, transparency, vulnerability, and empathy. Social capital is not a quid pro quo - or you scratch my back and I will scratch yours.
However, the downside of social capital is also acknowledged. Tight-knit networks may inadvertently exclude non-members and create conformity pressures, potentially limiting personal freedoms.
Social capital is not just a soft skill but an imperative for individuals and organizations. It involves creating a culture that values relationships, fosters trust, and recognizes the unique contributions of individuals. In the dance of productivity and success - and well being - social capital gets us a long way to creating a harmonious and thriving workplace experience.
-
On this episode of Crina and Kirsten Get to Work, our hosts delve into the topic of âhappiernessâ and explore the secrets to building a fulfilling life in 2024. How is that for ease, meaning and joy in 2024!! Drawing insights from renowned social scientist Arthur Brooks and the incomparable Oprah Winfrey, letâs navigate through the complexities of the human experience.
In the pursuit of âhappierness,â we come to understand that happiness is not a constant state but rather a dynamic interplay of three crucial elements: enjoyment, satisfaction, and meaning. Unlike the elusive state of perpetual happiness, happierness proves to be a more achievable and sustainable goal.
The global impact of the COVID-19 pandemic has been catastrophic for public happiness, with percentages of those happy and unhappy experiencing a dramatic shift. Long-term trends indicate a gradual decline in happiness, further exacerbated by the advent of social media, proving detrimental to overall well-being.
Contrary to popular belief, money, power, pleasure, and fame are not the key drivers of happiness. True happierness stems from faith, family, friends, and work that serves others, offering a deeper and enduring sense of fulfillment.
Breaking down the components of happiness, we discover that enjoyment is distinct from pleasure, involving shared experiences and memories that contribute to lasting joy. Satisfaction arises from the struggle and progress toward goals, requiring a delicate balance between ambition and contentment. Meaning, the understanding of one's purpose and the significance of actions, completes the trifecta.
Work, being a significant part of our lives, plays a pivotal role in happiness. The happiest workers find joy in earning their success by creating value and feel a sense of purpose by serving others. Positive relationships at work, commitment, and a genuine desire to make a difference contribute significantly to job satisfaction.
And the key to the happiness puzzle seems to be metacognition, or the ability to step back and observe one's emotions, emerges as a key to happiness. Being aware that happiness is contagious, individuals can consciously choose their emotional responses and influence their well-being positively.
Developing emotional intelligence involves tools such as journaling to improve metacognition, gratitude practices, laughter, and storytelling to create a diverse emotional bank, promoting better emotional well-being.
Choosing hope over optimism becomes a powerful strategy in the pursuit of happiness. Deep friendships, family relationships, and the ability to turn attention away from negativity contribute to a more resilient and content life.
Embark on this insightful exploration of happierness and learn how to build the life you want in 2024. Remember, happiness is not a destination but a journey of continuous growth and self-discovery.
-
In this special New Year's episode, we reflect on the past year and discuss our plans for 2024 as we continue to pursue EASE, MEANING and JOY!
SHOW NOTES
Did you know that January 1st has been celebrated as New Year's Day since 45 B.C.? The month of January is named after Janus, the ancient Roman god symbolizing transitions and new beginnings.
Crina shares her learnings from 2024, including how to travel alone and the importance of letting go of control in her daily life. She discovered that even small changes can have a significant impact on one's life. Kirsten, on the other hand, realized that her goals were inconsistent, particularly in relation to travel, health, and savings. For the upcoming year, Kirsten plans to focus on mastering the things that have been working well for her and finding more happiness in her life. This includes refining her reactivity, exercising regularly, spending time outdoors, and nurturing her friendships.
Crina's plan for 2024 is to continue traveling as much as possible and also prepare herself for aging well physically and financially. Both of us are on this journey of self-improvement in service of ease, meaning, and joy in our lives.
In the next episode, we will discuss the importance of learning in every situation. And don't forget to stay tuned until the end for some hilarious outtakes in our blooper reel!
-
Unmasking the truth: In this episode of Crina and Kirsten Get to Work, they dive deep into the importance of authenticity in the workplace. However, a shocking study reveals that more than 3 in 5 workers are hiding something about their identity from their employer, with fear of backlash and career advancement concerns being the main reasons. So, to reveal or not to reveal? That is the question.
SHOW NOTES
Authenticity is about being genuine, your original self - and there is also an element of being worthy of acceptance. Authenticity does not mean you need to share your life story or connect with everyone on a deep personal level or share every unfiltered thought or opinion you have. We know from the research that being authentic makes all things work better - engagement, performance, innovation, retention, belonging - just all of it. And according to the Harvard Business Review - it makes us more ethical. Why Authentic Workplaces Are More Ethical (hbr.org)
And, we are still hiding things at work.
A recent study by JobSage found more than 3 in 5 workers said that they are currently hiding at least one thing about their identity from their employer and 64% said that theyâve experienced backlash after revealing something about themselves, most often being treated unkindly or ignored completely. What do people hide? The top three are political views, information about their families, information about their own mental health. JobSage reported that employees hide things about themselves to avoid making people uncomfortable (49%), avoid being stereotyped (43%) and, understandably, out of fear that revelation might impact their career advancement (41%). Interestingly, men and women are almost equally likely to be hiding something from their employer (66% and 62%, respectively), but for slightly different reasons. While men donât want to make people uncomfortable, women are more concerned about being stereotyped. A shocking 4 out of 5 employees have repressed some aspect of their identity for the sake of their career.
Some of this hiding is wise and protective. But according to Dorie Clark, author of Stand Out, there are impacts to hiding. It consumes energy, it can create the loss of confidence and increased fear, career stagnation and isolation, as well as stifling creativity. The Real Dangers of Hiding Our Whole Selves at Work: An Interview with Dorie Clark - NavalentâŠ
Listeners, you are precious creatures - not everyone gets your preciousness - use your energy wisely - whether you reveal or not.
More good reads:
Authenticity at Work: Everything You Need to Know (betterup.com)
Re-thinking authenticity at work | LSE Business Review
Find all of our episodes (and cool pictures of Crina and Kirsten) at https://yougettowork.com/
-
We are diving headlong into the topic of leadership. Grab your metaphorical popcorn; start your commute or head out the door on a walk- this one is thought provoking!
Our co-host, Crina, is on a mission because, in her words, so many people are impacted by the "people in charge." Today's episode is an exploration of leadership, exploring why it's so darn crucial in our modern jungle of responsibilities.
Newsflash from the Fortune 500 universe â it's raining women CEOs â relatively speaking anyway! In January 2023, the Fortune 500 list had a glow-up moment with more than 10% of companies now led by women. Finance, healthcare, retail â you name it, women are turning corporate landscapes into their own VIP parties.
Leadership is a dance of focus, influence, perspective, and emotional connections. According to the leadership maestros, Marcus Buckingham and Ashley Goodall, the secret sauce is meeting the "we" and the "I" needs of your team.
But how do we get that secret sauce of the âIâ and the âwe?â Project Aristotle, actually a deep look by Google on what makes better teams, reveals the magical ingredients, from creating psychological safety (no public shaming, please) to modeling dependability and providing crystal-clear structures. The societal expectations we women often wrestle with? Turns out, those are the very things making women fantastic leaders. Decades of psychological research agree; when women lead, magic happens. Dr. Alice Eagly's studies reveal that women make better leaders, with a dash of transformational leadership and out-of-the-box thinking.
We know leadership can be stressful and University of Southern California research finds that women make better decisions than men when under stress. Ladies, our brains are like stress-proof shields, managing cortisol like wizards handling wands.
Women leaders make work better. Women leaders aren't just breaking glass ceilings; they're transforming the leadership landscape into a place where there is more ease, meaning and joy.
Find all of our episodes at https://yougettowork.com/
-
In this episode of Crina and Kirsten Get to Work, get ready to dive deep into the world of artificial intelligence! We're here to get you psyched about the endless possibilities AI brings.
But hold on, before we can fully embrace AI, there are a few things standing in our way. Maybe it's our lack of awareness or understanding that's holding us back. Or perhaps it's concerns about privacy and security. And let's not forget those resistant-to-change folks out there. But hey, just like any other skill, we can overcome these obstacles with a little practice and training.
Here's some mind-blowing news for you: a recent Goldman Sachs report reveals that generative AI could impact a whopping 300 million jobs every year across various industries. We're talking healthcare, education, social work, finance, law - you name it! That's HUGE.
But guess what? AI isn't just a game-changer for everyone; it's a game-changer for women too. From inclusive hiring practices to learning platforms for skill development, remote work support, and empowering women entrepreneurs - AI has their back.
Now, we can't ignore the potential downsides either. If AI is trained on biased data or designed without considering equality, it could perpetuate gender bias. That means discrimination and inequality might become part of AI's programming. And who knows, AI might even snatch jobs traditionally held by women.
All that being said, AI can also be a whole lot of fun! So why not give it a shot? Sign up for ChatGPT, Bard, Copilot, or Bing and let your imagination run wild. Write a letter, plan an office party, or even whip up a killer job description with the help of AI. The possibilities are endless!
-
In this episode of Crina and Kirsten Get to Work, our hosts dish on workplace spouses - but hold tight because, as usual, they have some opinions on workplace romance they need to get out there first!
The origin of the term âwork wifeâ is from 19th century UK and was first used to describe a very close and aligned working relationship between a government minister and his male secretary. The term then went on to describe female assistants as work wives - taking care of the male bosses personal needs at work. We have moved away from this - thankfully!
Today the term workplace spouse describes someone at work who is a gender to which we are attracted and with whom we share something of an exclusive, intimate, nonsexual bond with at work. We need to take care with labels as what we call something can be self-fulfilling. Simply Hired reports that half of women and 45% of men report having a work spouse at work and a significant percentage of these folks feel sexual attraction to each other. In a time where we recognize the benefits of keeping sex out of the workplace, why do we continue to sexualize people who are really friends - letâs just have more friends.
Listen as Crina and Kirsten take issue with sexualization of the workplace - and advocate for workplace friends.
-
Why vote - in part to elect more women. The research shows that the kind of legislation and policies women sponsor, advocate for and support make a meaningful difference to the experience of women at work and in the community in general.
The state of the world and participation in the executive and legislative parts of government remains unequal. There are 195 countries in the world and only 26 countries have women heads of state - and the US is not one of those countries. Only 6 countries in the world have reached gender parity in their legislative branches of government - and the US is not one of those countries. Facts and figures: Womenâs leadership and political participation | UN Women â Headquarters.
When women are able to gain access to these roles activities the government engages in change. For example, In India, local jurisdictions with women-led councils are more likely to have a clean drinking water project as compared to male-led councils. Women are also more likely to champion issues of gender equality, such as the elimination of gender-based violence, parental leave and childcare, pensions, gender-equality laws, and electoral reform.
As the National League of Women Voters tells us - EVERY VOTE COUNTS. So get informed and vote - you can change the trajectory of womenâs experience at work and in our communities.
-
Get ready for us to take off the gloves and go at it with female rivalry in the workplace.
SHOW NOTES
Female rivalry is something that has been identified as keeping and holding women back from success in the workplace - and from equity, which is another one of those messages to us that our lack of equality in the workplace is our own fault - because we are catty and mean.
A large meta-study in the Journal of Organizational Behavior found the research on this topic is conflicted and concluded that the studies thus far on this issue have been inadequate to reach a real conclusion.
There appear to be two competing perspectives on this issue â one is that women compare, compete and undermine each other; while the other is that women support and cooperate with each other. What our hosts believe is that female rivalry as something in itself does not exist and rather when it exists it is the product of a biased and dysfunctional system.
Letâs start with bias. Women are expected to be communal and collaborative and supportive in the workplace. However, the workplace also expects us to compete for influence, promotions, and power. When woman act in opposite of the expectations around the âniceâ behavior and engage in the competitive behavior, they are more harshly judged than their male counterparts. This is yet another situation where the same behavior is differently judged based on gender. As Sheryl Sandberg and Adam Grant write â[w]omen aren't any meaner to women than men are to one another. Women are just expected to be nicer. We stereotype men as aggressive and women as kind. When women violate these stereotypes, we judge them harshly."
What the research does say is the fewer opportunities there are for women, the more likely women are to report female rivalry. When there are fewer opportunities for women, there is often something wrong or dysfunctional about the system, which results in dysfunctional behavior from women. This is not to say queen bees do not exist â just like men â but it is to say women are more harshly judged for it and tit is more likely to occur in an environment when there are fewer opportunities for women.
More good reads:
Catty, bitchy, queen bee or sister? A review of competition among women in organizations from a paradoxicalâcoopetition perspective - Kark - Journal of Organizational Behavior - Wiley Online Library
Gossip, Exclusion, Competition, and Spite: A Look Below the Glass Ceiling at Female-to-Female Communication Habits in the Workplace
Opinion | Sheryl Sandberg on the Myth of the Catty Woman - The New York Times
What everybody needs to know about female rivalry in the workplace - AB Media & Communication
-
In this episode of Crina and Kirsten Get to Work our hosts reconsider a fundamental part of this podcast and our experiences at work â meaning. Meaning is the why of what we do, the significance of our work, the point, what makes what we do worthwhile â big stuff.
Research shows that meaningfulness is more important to us than any other aspect of our jobs â including pay and rewards, opportunities for promotion, and working conditions. When we experience our work as meaningful, weâre more engaged, committed, and satisfied. Meaningful Work | Michael F. Steger.
When we experience meaning at work, our performance it better, we are more loyal, our jobs become more dear to us to such an extent that we are willing to give up money, we are more engaged, our attendance is better, we are more likely to be promoted and we experience more well-being, 7 Surprising Benefits of Doing Meaningful Work.
Leaders have a significant role in creating meaning at work for those they lead. Leaders who are able to communicate the workâs greater impact, recognize and nurture potential, articulate values and act on those values with their own personal integrity and give employeeâs some freedom and autonomy in their work are more like to have employees articulate their work is meaningful. 7 Surprising Benefits of Doing Meaningful Work.
As individual women at work, we can experience more meaning in our work by being more mindful and aware- of both ourselves and others. As we are more aware of our environment, we are better in our daily interactions and able to see and articulate what we need and be more aware of what our co-workers need. As we are more mindful and aware, we are more creative in our solutions to problems, and as we solve problems, we experience more meaning. What Makes Work Meaningful?
Meaning may be the most important element of workplace satisfaction. It can turn the mundane into the magical.
-
You need play, you are never too old for play, play is fun - and play at work makes work so much better. Bring on the joy!
What is play? It is an in the moment activity with the goal of amusement or fun. Our mammalian brains love play. The bigger the brain in an animal, the more play the animal seems to engage in. This is because play is how we learn and explore the world - and mammalian brains have made this activity feel good so that we are motivated to do it. In one study of play in bears, bears who played more were more likely to survive.
But what about play at work? Research has found evidence that play at work is linked with less fatigue, boredom, stress, and burnout in individual workers. Play is also positively associated with job satisfaction, sense of competence, and creativity.
Studies show that when a participant receives a task that is presented playfully, they are more involved and spend more time on the task. It also improves our emotional, attitudinal, cognitive being. Teams of workers can benefit from play via increased trust, bonding and social interaction, sense of solidarity, and a decreased sense of hierarchy.
Furthermore, findings suggest that play at work can benefit whole organizations by creating a friendlier work atmosphere, higher employee commitment to work, more flexible organization-wide decision making, and increased organizational creativity. WOW!
As we mature, we develop a style or mode in which we are most comfortable being playful. Dr. Stuart Brown, author and founder of the National Institute of Play, calls these styles of playfulness, âplay personalities.â These are not based on scientific data, rather Dr. Brown discerned them from thousands of interviews and observations:
Connector, Joker, Kinesthete, Explorer, Competitor, Director, Collector, Artist/Creator, Storyteller, and Connector.
Which play personalities speak to you?
Read more at:
How to Have Fun at Work Science of People
Cultivating a sense of playfulness at work and in life
Forced Fun Sucks - So Why Do Organizations Keep Doing It?
How to Have Fun at Work
Everything You Wanted To Know About Play At Work (But Were Afraid To Ask)
Stuart Brown: Play is more than just fun | TED Talk
- Laat meer zien
