Bullies are in every area of the workplace, be it a difficult boss, a malicious coworker, or a disrespectful client. Bullying is classified are repeated and purposeful harassing, offending, excluding, or spitefully disrupting someone's tasks. It can be job-related or person-related. Early career professionals are more prone to bullying than their senior colleagues. If not addressed, bullying can damage a person's well-being and increase job turnover.

Bullies in the workplace

Bees work hard and provide value to their environment, but you risk getting stung if you try to hurt them. Find a visible way to defend yourself from bullying behaviour.<ul><li>Play by the book. It can give you a sense of security and help you stay on track when you don't yet know how things work in your organisation.</li><li>Build a strong network, including with senior employees or influential people. It helps to influence people and form alliances within your workplace.</li><li>Stay on good terms with the rest of your colleagues, regardless of their level in the chain of command.</li></ul>

Become a bee

Rather than lashing out or letting your emotions get the better of you, pause before acting. It will help to detach emotionally. If you feel safe enough to approach your colleague, respectfully initiate a candid discussion with the bully. If the bully responds, listen instead of getting defensive. You may discover that there is room for reconciliation. However, if the bullying continues, it may be good to approach HR or your manager.

Don’t let your emotions overpower your reaction

A last approach before approaching a higher authority is to “Build your opponent a golden bridge to retreat across.” When you realize you are getting in an office battle zone, start gathering evidence to block all exits besides the one you consider fair. Instead of directly confronting a bully, present the facts and explain how these errors seriously threaten his or her employment in the long term. Then present the solution you want them to get to.

Build golden bridges

Early career professionals are more prone to bullying than their senior colleagues. Research shows that power imbalances between experienced and newer workers can create an authority gap that has the potential to generate abusive and intimidating behaviors from those who have higher status. If you’re a young professional dealing with bullying at work, how do you navigate the situation and guard yourself? Become a bee: Start by finding your sting — a visible way to defend yourself from bullying behavior. For instance, make it known that you are someone who follows rules and procedures. Playing by the book can give you a sense of security, help you stay on track, and give bullies less weaknesses to exploit. Don’t let your emotions overpower your reaction: Put aside your anger, frustration, and the urge to snap back. If you react instinctively, guided by your negative emotions, you may end up increasing the conflict, reducing mutual gain, and damaging any chances of future collaboration. Build golden bridges: As soon as you realize you are getting in an office battle zone, start gathering evidence to block all exits besides the one you consider fair. Ask yourself, “How do I make it easier for the bully to reach the decision that I want them to get to?” This can be an excellent way to inhibit workplace intimidation before following the official path.

career

Career

communication

Communication

How to Confront a Bully at Work

The idea of dressing for success used to be wearing formal clothes. The top of the pyramid would dress in a suit, and dressing for the job meant emulating this style. The rise of the tech sector changed this stereotype. It became more casual - jeans, hoodies, and black turtlenecks. During the pandemic, workers saw colleagues from the shoulders up on video calls, dressed in a collared shirts, sweatpants and slippers. As workers move back to offices, they need to consider what it means to dress for success.

Dressing for success

Dressing for success has always required a degree of subtlety. For example, we might dress similar to our peers to help us feel like we belong, or if you want to advance in your career, you might dress as you perceive the leaders dress. Studies show managers often hire and promote people similar to them, including how they present themselves. Workers also feel more self-assured and improve work performance when they wear more formal attire. However, today it is more nuanced to understand dress codes. Overdressing can send a negative message that you haven't read the culture.

The right clothes send the right message

It might seem that remote work would remove the challenge of navigating work dress codes, but it is not entirely true. If you're not paying attention to what people can see, you miss the opportunity to be remembered. So you have to find a way to stand out. One way to do this is to wear eye-catching clothes and jewellery, but be aware of over or underdressing. Showing you understand the unspoken dress code rules could give you an edge.

Codes still matter online 

Workplaces once had both official and unofficial uniforms. Now that work looks completely different, is the idea of 'dress for success' even still relevant?

fashion

Fashion & Beauty

Does 'dressing for success' still matter?

A 2020 Resume Lab study found that 56% of job seekers twist some details on their résumés. 36% of those surveyed said they lied outright, while others said they stretched the truth. Hiring managers and job seekers should know what constitutes a lie, why people fudge the truth and the consequences.

The majority of job seekers twist the truth on their résumés

The most common lies are in work experience, for example, taking full credit for a project or overstating sales figures. Others claim skills they don't possess, such as language proficiency, or misrepresent job responsibilities. Another form is using white font keywords in the blank areas of the résumé to fool the Applicant Tracking System (ATS) and get you beyond the software.

Common ways job applicants "enhance" their résumés

<ul><li>The market has become more competitive. Applicants that have been unemployed for an extended period may think they don’t have a chance.</li><li>The ATS looks for specific words from each job seeker, and if applicants don’t have those words in their job history, they make them up to try and beat the bot at its own game.</li><li>Many candidates feel the job search process has become so impersonal that they lack any connection with the employer.</li><li>When career consultants and résumé writers are hired to create a killer résumé, the authentic voice of the applicant and incentive to tell the truth disappears.</li></ul>

Why people lie on their résumés

According to the ResumeLab study, only 21% of people who lied on a résumé actually lose out on a job. But if a candidate is caught, the ATS identifies that person as a "do not hire". How cheating can be discovered:<ul><li>Recruiters can read the “hidden” white fonts on a résumé by selecting all and changing the font to black.</li><li>Hiring managers can search the candidate’s social media sites and find discrepancies.</li><li>Cheating can be discovered during interviews.</li><li>Companies hire independent firms to do background checks on new hires.</li></ul>

How cheating can be discovered

Even if it’s not totally honest, lots of people alter a detail or two on their résumé. But what’s the potential impact?


What’s the actual risk of telling a little white lie on your résumé?

As a mentor or coach, you might want to look for someone with experience in your industry.  You need mentorship from someone who has a proven track record as an entrepreneur.  All you have to do now is implement what you've learned from your coach's success. You can guarantee there are hundreds of "scam" geniuses working under the guise of "business professionals."

3) Make use of your expertise.

If your friends and relatives have already given you enough unsolicited advice, and you don't think that's the path for you, your remaining possibilities are those who don't know you as well or don't know you at all.  How can you ask a complete stranger for such a large commitment? The first step is to contact people in your network.  A kind word from a common friend might go a long way toward kicking off a mentoring relationship.

2) Consider those in your extended network 

If you're looking for a mentor, start with people you know. It's not far from home. '  You may sometimes talk to your own family or friends, individuals you trust and know, and ask them, "gee whiz, what do you think about this?" it may lead to our next step which is

1) Begin with family and friends 

It would motivate me for work I have done by clicking on it and algorithms in <a href="https://medium.com/@hackedongrowth/5-ways-to-prevent-business-failure-2022-7467ae903613">Medium</a>

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Let us live for the beauty of our own reality.

What’s up, it’s @hackedongrowth here, Every business owner needs the assistance of a mentor. But how do you go about finding the best business coach for your needs? 

personaldevelopment

Personal Development

teamwork

Teamwork

business

Business

leadershipandmanagement

Leadership & Management

How to Find a Mentor for Your Business (Who can help you bring your ideas into action) 2022

The only thing that matters is he is making a million to 2 million a year in passive income he started off with having to use food stamps

Who Is Graham Cochrane

Create original, helpful posts in many different formats to build an audience. The first thing you want is to get your name out there<ol><li>Use this app</li><li>Blog</li><li>Podcast</li></ol>Make Content that People are looking for. Think about what they want to know and then make content. Always make sure you stick to a consistent schedule

Create Content Online #1

<ul><li>Written Content is best for SEO purposes and for making your content more findable</li><li>No Matter what content you create, always I mean always create a CTA something you want them to do</li></ul>

Content Marketing

<ul><li>Continue the relationship by adding even more value</li></ul>Capture There Email Address<ul><li>If they leave without they give you an email address they will never come back</li><li>Eventually you can sell them through email or point them to your website</li></ul>

Your Lead Market #2

<ul><li>Selling to your Email List is far more profitable than selling on your site or anywhere else</li><li>You Control Your Audience</li><li>Website and Social Media Platforms come and go and they drop in popularity </li></ul>

Email Marketing

<ul><li>Do Not Say Join Our Newsletter</li><li>Instead, use a Benefit Driven Lead Magnet</li><li>Show them you have massive value to offer and give it to them for free</li></ul>

How To Maximize Email Opt-In

<ul><li>The Best People To Sell To Are Those Who Just Found you and Are Interested In You Right Now!</li></ul>Write a 5-7 days' worth of Emails for people who just found you<ul><li>Then Teach them or point them to something relevant and make them believe that you are super knowledgeable.</li><li>On the Last 3 Days convert them into a buyer, which would be an no-brainer for them if they liked the previous works you made</li></ul>

#3 Email Audoresponder

<ul><li>They cost little to create, little to maintain, and can sell to anyone and be sold to anyone</li></ul>You can Sell<ul><li>Online Courses</li><li>Websites, and mobile apps</li><li>Membership Sites</li></ul>#1 Reason Products Don't sell is that people build their products in a vacuum without doing any research. The Only way to guarantee people buy is by doing research

Create A Digital Product

Turn what you Know Into A Digital Product Ask Yourself What do you know? What are you good at? What of those things intersect with what people want or need

<ul><li>Look for Frustruations</li><li>Look for Wants and Wishes</li><li>Have a Few Deep Conversations</li></ul>

How to Figure Out What To Create

<ul><li>Remarkable Content</li><li>Valuable Lead Magnets</li><li>Strategic Autoresponder</li><li>Desirable Digital Products</li></ul>

Summary To Create A profitable passive Income 

Feel free to follow me here on Deepstash daily... I mean, daily contentAlways Learn More

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How to Actually make passive Income by someone making a million a year only with passive income

moneyandinvestments

Money & Investments

entrepreneurship

Entrepreneurship

Free Passive Income Workshop with Graham Cochrane

The 48 Laws of Power is a book every man should read. If you’re turned off by the title, check yourself. It may mean you are dangerously naïve. More on that in a later post.﻿

The 48 Laws Of Power 

Never outshine the master means don’t look better than your boss. It sounds simple but gets more interesting the better you understand it. Essentially it means to be humble.

Never Outshine The Master

<ul><li>An employee is a servant and servanthood is powerful. A good servant is humble.</li><li>Serve unobtrusively and don’t be a threat.</li><li>As an employee you’re a guest. Someone else built the company that employs you</li><li>It took time, energy and the benefit of many mistakes and consequent lessons to grow and cultivate it to a point where it can support you and those you love and lead</li></ul>

A good servant is humble.  

<ul><li>It puts the focus on your boss. Help him to achieve his goal. A good boss, a good master, will remember you and reward you. If he is not you still benefit because you will have learned valuable lessons studying him.</li><li>It helps you learn humility. Humility is the first key to self-mastery.</li><li>If you seek to ascend the dominance hierarchy, you’ll learn that as you rise you’re valued more for your judgment and discretion than for any technical expertise you bring to the equation. </li><li>You are always being watched and evaluated by others.</li></ul>

Reasons To Never Outshine the Master  

Never outshine the master means don’t look better than your boss. It sounds simple but gets more interesting the better you understand it. Essentially it means to be humble.

Authentic Masculinity's take on Robert Greene's 48 Laws of Power. Do you know why you must never outshine the master? Learn here.

motivationandinspiration

Motivation & Inspiration

Law 1: Never Outshine the Master

Successfully leading a company into the future is no longer relying on command-and-control leadership. Instead, the emphasis is on distributed leadership - giving people autonomy to innovate and working in flexible teams so that companies can respond to technology and external risks. Top leaders are flipping their hierarchy. Their job is not to have all the answers but to help people contribute the best of their expertise, knowledge, skills, and ideas.

The future of work requires nimble leadership

Research judged the success and challenges of two firms based on four key capabilities. <ul><li>Relating: Seeing the environment through others’ perspectives</li><li>Sensemaking: Creating and updating maps of a complex environment to engage more effectively in it.</li><li>Visioning: Aligning the leader's vision with the organisation's goal.</li><li>Inventing: Creating new structures or processes.</li></ul> The company that enacted distributed leadership fared better than the one with a command-and-control leadership model.

Distributed leadership fare better

<ul><li>Let those at lower levels who have vetted and tested ideas participate in leading the change process.</li><li>Give people a say in matching themselves with roles.</li><li>Have an honest conversation with potential team members about their capacity to implement and commit.</li><li>Senior leaders still facilitate and enable entrepreneurial activity.</li><li>The change will require some combination of command-and-control and cultivate-and-coordinate styles.</li></ul>

Moving to a distributed leadership model

Managing the future of work requires a nimble mindset focusing on small, short-term wins, and a ‘cultivate and coordinate’ approach to leadership.

It is vital to take ownership of your own career, but other factors can make the path smoother, such as managers who nurture instead of stifling your goals and finding a company with growth potential. Many employees become myopic about the day-to-day responsibilities in their careers. However, if you can find the right company and the right manager, you can carve out a suitable role for yourself.

Career growth is inherently multi-player

How to evaluate if a company will foster career growth: <ul><li>Take the time to consider your career motivations. It will help if you focus on more than a new title or a salary increase.</li><li>If you look at a five or ten-year horizon, but your vision is foggy, focus on what you're good at, what you enjoy, and how that correlates to career output.</li><li>Make the most out of the informational interview. If you see someone in a role you'd like to learn more about that aligns with your desired output, try to spend some time talking with them about their career.</li></ul>

Career growth: Tips for candidates

When evaluating whether a startup has a promising trajectory:<ul><li>Pay attention to the investment cycle - who has invested, how much, who's leading the round, who's leading another round?</li><li>Keep an eye out for movement in the C-Suite.</li><li>Find out how the particular role you’re looking at fits into the company’s growth trajectory. For example, are they investing in cloud and security? Is there global expansion happening?</li><li>You want to see if people have been growing in their careers at a company that’s at least a couple of years old.</li></ul>

When assessing a company, look for these mile markers

<ul><li>Ask about the one, three, and five-year future of the company.</li><li>Probe their goals and what they're striving for. Do they talk about strategy and values, or are they executing as well?</li><li>Where do they see their revenue growth coming from next year?</li><li>Do they see the company going public?</li><li>Ask about the career path for the role you're interviewing for.</li></ul>

Put career growth front and center in the interview

<ul><li>What initiatives were rolled out that changed the course of the product or the GTM strategy?</li><li>What’s the most common reason people leave here and what’s the company doing to rectify it? </li><li>What are the most common reasons to promote people here?</li><li>How would you break down what I’d spend an average day doing? </li><li>What percentage of your role tends to be more tactical versus more strategic?</li><li>What metrics do I need to achieve to be able to be successful in my role?</li></ul>

Questions for candidates to ask in an interview

<ul><li>Don't limit yourself to roles that have already been created. Instead, see where your own skills sets, passions and goals overlap with opportunities.</li><li>Keep in mind that the greatest opportunities for growth are at the intersection of the needs of the business and flexing your metaphorical muscles. You need to have data behind your proposal.</li><li>When you make your case for taking on a new role, consider why they would say yes to your suggestion.</li></ul>

How to grow your career by aligning the company needs with your aspirations

Hiring managers may mistakenly see job-hopping as a red flag. It could be that they job-hop because their role and career are growing rather than a lack of focus. <ul><li>However, be wary of people who are defensive when you question them about their changing jobs. </li><li>See it as a red flag if they don't click with the manager at most of their jobs.</li></ul>

Tips for hiring managers: How to find candidates with big ambitions

<ul><li>Tell me about a time when you achieved success entirely on your own?</li><li>What are you working on getting better at? Tell me about a time you’ve failed. </li><li>What motivates you?</li><li>We love professionals who want to grow into their niche, and we also value those who want to climb the ranks. Which are you?</li></ul>

Questions for managers to ask in an interview

<ul><li>Set the tone. Career growth is the report’s responsibility, not the manager’s. Let your hire know to take control of their own desk.</li><li>Keep them challenged. Find out what motivates them and explain that uplevel doesn't always include promotion. It means growing skillsets and capabilities.</li><li>Assign a rotating Devil's advocate. Assign a person to challenge the team to think with different frameworks.</li><li>Create the culture within your team. Your job as the leader is to set the tone.</li></ul>

How to retain your top talent

<ul><li>Lead with authenticity. Refrain from startup cliches. "We’re the next big startup. We’re the next unicorn.” Instead, state what makes your company original.</li><li>Career development often falls to the bottom for startups. However, you have to lay the foundation for future building blocks. Consider what employees have been in the same role for 18 months. They may not speak up until they finally quit.</li><li>Invest in people who can take your career development plan to the next level.</li></ul>

Tips for companies: How to craft a company culture that attracts and retains top talent

How to grow your career for years to come

After an 11-year career as an HR exec at Splunk, Shreya Iyer unpacks her comprehensive guide to startup career growth, with tailored tips for candidates approaching career planning, managers looking to retain top talent, and startups carving out their career development plans. 

humanresources

Human Resources

"Take Control of Your Desk" — Career Tips for ICs, Managers & Founders

Not all team members will have the same perspective when looking back on a completed project. They may remember key issues differently, such as who came up with ideas, who helped save the day, and whether particular meetings or discussions occurred.

Varying accounts of the same event

When people recall past events, they remember their own contributions to a project but only hear about other people's contributions. This results in people emphasising their own contributions to a project because they recall it better. Even when you are aware of other people's contributions, you tend to show yourself as the hero while giving less credit to others than they deserve.

Egocentrism and self-serving biases

To predict what will happen in a complex event, you have memory frameworks called schemas that help predict the possible sequence of events and why you do them. For example, when you go to a doctor's office, you need to check in at the front desk, sit in the waiting room, get called to the exam room, meet the doctor, and then pay your bill. But these schemas influence your memory. You may credit a supervisor for an idea rather than their subordinate because you expected it more from a supervisor. You may also forget key details.

Your memory don't collect accurate accounts

Your memory is dynamic. Every time you think about an event, you may influence your memory of that event. Things you hear later can get mixed in with your visual memories of the event. While it may feel strange that your memory can be influenced, your mind just wants to know how to react to new situations.

Memory intrusions

Ever wonder why you remember a particular event differently from others?


Understand yourself and those around you.

psychology

Psychology

scienceandnature

Science & Nature

Why your brain is so good at rewriting history

Resilience - the ability to withstand hardship and bounce back from difficult events - is helpful when it comes to work. However,  it is often presented in a way that overlooks issues while employees must bear whatever comes in the way. It is much easier to be resilient in an environment that makes it easy. It's easier to adjust and figure out a new path if you trust your manager or feel safe opening up to your team.

Resilience is not the answer to everything

Teams can put shared practices into place that make it easier for individuals to improve their well-being. Saying you want your people to have a healthy work-life balance is great, but if their calendars are filled with back-to-back meetings or they get pinged at all hours of the day, they won't feel safe taking needed breaks. Improve team well-being by creating shared rituals, such as starting weekly team meetings with a fun prompt, or putting a daily 15-minute team break on the calendar.

Make well-being a collective practice

A ritual around reflection and recognition can help your team members connect and build confidence. To take stock of all that your team has accomplished, set aside time at the end of each month or quarter to discuss the following:<ul><li>What have we learned over the past few weeks or months?</li><li>What was difficult? How would we approach it differently?</li><li>What important progress did we make?</li></ul>

Look back at how far you’ve come as a team

Leave one-on-ones for personal conversations, not for status updates. Ask:<ul><li>What one thing can I do to better support you this week?</li><li>What kind of flexibility do you need right now?</li><li>How does your workload feel right now?</li><li>What was a win for you over the past week? What was challenging?</li></ul> Ensure to communicate the action you will take. “You mentioned last week that you could use more heads-down time. Let’s work together to see if some meetings could be handled asynchronously or pushed to next week."

Use one-on-one meetings wisely

Don't push your employees to open up to you in detail. Instead, let your reports know that you’re there to support them. It’s useful to be aware of where on the emotional spectrum your reports are so you can adjust your behaviour.<ul><li>Over-emoters are people who are highly emotionally expressive and are always ready to share how they feel.</li><li>On the other end are under-emoters who are less emotionally expressive. Under-emoters can calmly figure out a way forward when they have a problem.</li><li>Even-emoters sit in the middle and can swing either way.</li></ul>

Understand and adjust for different emotional expression tendencies

Establishing a shared language can make it easier for employees to feel safe opening up and trusting one another. For example:<ul><li>Teams use a red, yellow, and green system to check in at the beginning of meetings. Red means someone is struggling, yellow means feeling stressed but manageable, and green means feeling good.</li><li>Create an OK list. For example, "It's OK to say you don't understand", "have quiet days", "ask why and why not."</li></ul>

Create shared language

Teams can be resilient when they have systems for support and dialogue.

The authors suggest five actions leaders can take to create a workplace that supports employees and fosters resilience.

corporateculture

Corporate Culture

Stop Telling Employees to Be Resilient

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