Most of us love a good personality assessment. They’re usually fun, can help us understand ourselves better and, at times, may even have implementable tips for us.
To be clear, I’m not talking about the suspicious ones that pop up in social media feeds and may or may not be gathering security question information.
It seems every organization I’ve ever worked at had me take one of these as part of the onboarding. I took the test, enjoyed reading the results, and that was as far as it went. The organization didn’t seem to care much about it.
Although I have no first-hand knowledge of how these assessments were created, I’m pretty sure it’s safe to assume that Isabel Myers, Katharine Briggs, Donald Clifton, and others did not invest so much...
Your fingers are typing, your eyes are scanning, your mind is racing.
Despite your impressive speed, you’re barely making a dent in that ever-expanding task list.
You push on. More gets added. “No worries,” you think, “You got this.”
Except that you’re constantly short on time, forever exhausted and you promise yourself that as soon as you finish that next “thing”, you’ll get a handle on this out-of-control hamster wheel. You may even take time off!
Until the next week. Where it’s more of the same.
And the following.
And the one after that.
And the cycle continues.
Although there are times when it is necessary to go heads-down and push through to get unstuck, it shouldn’t be that way all the time. That feeling of “survival” is draining, and our bodies are not a fan. Soon enough, you’ll start experiencing physical and psychological symptoms of “keeping on keeping on.”
So what do you do...
For the longest time, just using the words “fully remote position” was enough for some small businesses to be flooded with resumes from top talent. Now, with big names such as Twitter and Slack embracing remote work for the long-term, this will likely no longer be the case.
Such massive changes in the remote landscape might have some small-business owners wondering what they can do to prepare themselves. After all, larger organizations might be able to offer various career paths, higher salaries, fully paid medical and dental benefits, unlimited vacation, equipment, paid-for internet, covered accounting costs and so much more. If the recruiting space is now filled with such employers, how can a small organization compete?
Does that mean small businesses have to sit back, wait and be grateful for whatever leftovers come their...
Nintendo started out producing handmade playing cards. Netflix was selling and renting DVDs by mail. Starbucks used to only sell high-quality coffee beans and equipment (no brewed coffee or delicious handcrafted espresso drinks!).
As different as their businesses were – and still are – they all managed to pivot/strengthen, expand and thrive. Even without firsthand knowledge on the details of how they went about these changes, it’s not hard to imagine that experimentation and a desire to constantly improve was somehow involved.
Anyone who has spent any amount of time visiting the Corgibytes website (where I am COO), reading the blog or listening to our podcast (Legacy Code Rocks!) knows that we’re constantly talking about reducing technical debt to make codebases stable, scaleable and secure.
What you likely don’t know is that we also apply those same concepts to our operations.
Just like we do code health checks, we do operational health checks....
A leader is often described as someone who inspires through their own actions. They’re a role model of expectations and behavior. But what does that look like in the concrete everyday?
Daily operations can get in the way of that idyllic image and the desire for the leader to be a mentor as well as a motivating force. After trying some heavy leadership frameworks, leaders may find themselves wondering who has time for this aspirational duty, especially when they’re struggling to make payroll, just lost a large client or had their best customer service agent leave to go work for the competition.
Except that, during difficult times — perhaps even especially during difficult times — the leader has to step into that shepherd position. Morale is likely already suffering. Stressors are probably very high. The need for a boost and unifying force becomes that much more indispensable.
It becomes essential for leaders to make time to be able to not only keep that...