Prioritizing work can be frustrating, especially if you work for a hands-off manager or a company that doesn’t give you clear goals. Most of us face this reality each and every day. The frequently cited research of Robert Kaplan and David Norton shows that more than 90% of employees don’t fully understand their company’s strategy or know what’s expected of them to help achieve company goals. Compounding the problem, recent research shows that global executives say they have too many conflicting priorities. In a world where conflicting and unclear priorities are the norm, how can you learn to prioritize your own work and still feel satisfaction from a job well done?

https://hbr.org/2017/01/how-to-prioritize-your-work-when-your-manager-doesnt

Roosevelt was what we might call a “lifetime learner.” Learning became, for him, a mode of personal enjoyment and a path to professional success. It’s a habit many of us would like to emulate. The Economist recently argued that with all the disruptions in the modern economy, particularly technology, ongoing skill acquisition is critical to persistent professional relevance. Formal education levels are regularly linked to higher earnings and lower unemployment. And apart from its utility, learning is fun. It’s a joy to engage a new topic. Having an array of interesting topics at your disposal when speaking to colleagues or friends can boost your confidence. And it’s fulfilling to finally understand a difficult new subject.

But this type of continuous and persistent learning isn’t merely a decision. It must become a habit. And as such, it requires careful cultivation.

https://hbr.org/2017/01/make-learning-a-lifelong-habit

Selflessness at work leads to exhaustion — and often hurts the very people you want to help. Here’s how to share your time and expertise more effectively.

Beat Generosity Burnout…

Selflessness at work leads to exhaustion and often hurts the very people you want to help! Giving too much of your time, energy, and expertise to others can backfire.  Here’s how to share your time and expertise more effectively…

https://hbr.org/cover-story/2017/01/beat-generosity-burnout

Nowadays, the pace at which life changes seems faster than ever. Trends come and go, technology changes (almost daily), and don’t even get me started on politics!

Sometimes it feels as though you need to be able to predict the future just to keep up with all these new changes. You could go on your gut instinct to guide you, but really this is just guesswork, and you’re beginning to think that some of the wisdom you’ve gained through experience no longer applies to this brave new world.

So who can you rely on for accurate predictions on what the future may bring?

https://www.mindtools.com/blog/2017/01/12/future-predictions-foolproof/

Writing a “Hope Letter,” instead of making New Year resolutions, could offer you a better way to reach your goals, argues professional coach Margaret H. Greenberg. ..

https://www.mindtools.com/blog/2017/01/16/hope-letters-effective-resolutions/

The lesson that I’ve learned is that living life to the full means experiencing, and ideally embracing, change. There’s simply no avoiding it. And that might mean tiny, daily adjustments to schedules and plans, occasional adoption of new habits and skills, or once-in-a-lifetime monumental upheavals of identity and purpose. It’s simply no use hanging on to everything familiar, whether good or bad – that will only create more pain and exhaustion. Instead, I need to develop a mindset of openness, curiosity and action in place of any lingering apathy, stubbornness or fear. And I must look after myself physically, mentally and emotionally to build my resilience.

I’ve also realized that organizations and teams can experience the same sense of shock, challenge and fatigue when change hits. But the good news is that they can prepare themselves similarly, too. It’s just more complicated to manage with more people involved!

https://www.mindtools.com/blog/2017/01/19/choose-life-change/

Does your organization have a culture that inspires passion and purpose? Do your people come into work feeling empowered and excited about what they’re doing?

We all want to do meaningful work. That’s why a culture of purpose is so important for attracting and retaining the best talent, and for helping people work to their full potential.

So, how do you achieve this?

https://www.mindtools.com/blog/2014/08/05/building-a-culture-of-purpose-in-your-organization/

David “Big Papi” Ortiz retired in 2016 as one of the best baseball players in Boston Red Sox history. Papi was known for his exceptional at-bats, hitting over 540 home runs in his career. Each time Papi approached the batter’s box, he rested his bat against his legs, spat on his right hand, and clapped. This ritual placed Papi among a group of exceptional athletes, performers, and public speakers who all engage in pre-performance rituals. These rituals aren’t limited to the rich and famous: Over 45% of people report performing a ritual before completing a stressful task. But a zany, irrational ritual can’t actually improve performance, can it?

https://hbr.org/2017/01/research-performing-a-ritual-before-a-stressful-task-improves-performance

Inventors, entrepreneurs, filmmakers, and even a Buddhist master. They are pioneers who shatter norms, change paradigms, and delight us in new ways. Despite vast differences in their styles, personalities, and fields of endeavour, they have striking parallels in what made them successful. Namely, they combine their talent with an important balance between self-confidence and collaboration…

https://hbr.org/2017/01/finding-the-healthy-tension-between-being-confident-and-collaborative

Anya was so excited when she started her new job three weeks ago – it’s her dream role! But now she’s questioning whether it was a good career move after all.

On her first day, her computer hadn’t arrived, her chair was broken, and her manager – Sonni – was out of the office. She’s barely spoken to him since and is still waiting for her job description. And, when she asks her new colleagues a question, they’re often too busy to help. As a result, she feels like a burden and is becoming increasingly isolated, demotivated and unhappy.

Similarly, Sonni is unimpressed. He’s away on business often, so he trusts that his team has shown Anya the ropes. So why hasn’t she made more of an impact? She was such a bright, capable candidate at interview – a real go-getter – but she’s like a different person: confused and withdrawn. After a costly recruitment campaign, he feels somewhat cheated.

This scenario can easily happen if a company doesn’t have a proper process in place for new starters. This article explains what an employee induction program is and why it’s so important, and shows you how to implement one successfully.

https://www.mindtools.com/pages/article/newTMM_99.htm?utm_source=nl&utm_medium=email&utm_campaign=13Dec16#np