Blog, culture and engagement | Ambition In Motion

by Kayla Ambrose

Sat 9 September 2023

Within an executive role, problem-solving occurs on a regular basis. In order to efficiently manage these problems, it becomes imperative to implement frameworks for approaching the issue at hand. Within management consulting, there is a frequently utilized conceptual framework for attacking problems called MECE (Mutually Exclusive Collectively Exhaustive). Through a systematic and comprehensive approach, MECE equips executives with tools to successfully navigate business challenges on small and large scales.

MECE can be broken down into two different functions: mutually exclusive and collectively exhaustive. The mutually exclusive principle refers to the idea that all options should be distinct. This ensures that there are no duplicates and avoids the confusion that arises when ideas are similar and/ or overlapping. When solving problems, identifying unique solutions will ensure that the approach encompasses the greatest variety of solutions. The collectively exhaustive principle indicates that all possible solutions/ideas have been considered. This comprehensive approach works to minimize the chances that critical aspects are overlooked. Collectively exhaustive encourages the user of the framework to stretch their thinking to identify all alternatives.

Within the MECE framework, the use of synthesis is incorporated to take detailed information and summarize it in a higher-level manner. This synthesis approach emphasizes the utility of avoiding duplication by designating overarching categories that are distinct in purpose. A benefit of condensing the information into higher-level categories is that it makes it more digestible and memorable to the recipient. Rather than providing a complex list of 30 steps that are individually easily forgettable, MECE urges the use of more encompassing categories of thought that can allow others to recall the purpose of each plan. Identifying 4 broad categories that all 30 steps can fit into will make it much easier to understand and recall for future uses.

MECE provides a myriad of benefits when applied properly, one major benefit being objectivity. Cognitive biases throughout the decision-making process sometimes lead executives to focus on specific options and immediately disregard others. Since MECE encourages embracing all possible solutions, executives are less likely to throw out viable options that their biases prevent them from pursuing. Ultimately, MECE allows executives to consider the benefits of all solutions so they don’t settle for suboptimal solutions. Objective analysis that MECE fosters actively reduces cognitive biases through the challenging of assumptions.

Along with objectivity, MECE can enhance communication to reduce inefficiencies that naturally arise during team discussions. Enhanced communication is achieved through the precision that MECE provides. Specific idea categories create a structure for complex ideas. This organization of ideas allows for increased concise through the distinct categories which allows team members and stakeholders to develop a strong understanding of the ideas being conveyed.

Not only does MECE provide noticeable benefits, but it can also be applied in a multitude of contexts.

Problem-solving:

When considering complex problems, MECE helps with separating components to make the issue at hand more manageable. This works to eliminate the overwhelming nature of dealing with dilemmas.

Resource allocation:

Applying the MECE framework for resource allocation can assist executives with prioritization and budgeting. Having a complete understanding of the impacts of all resources can ensure the optimal allocation of resources.

Strategic planning:

When focusing on developing a strategic future plan, MECE guides executives in organizing and structuring their visions. Incorporating MECE framework can ensure that the future plan aligns with the company's mission and values.

Risk management:

Managing risks is an inevitable responsibility for executives. Categorizing risk and associated consequences can help to develop risk mitigation strategies that encompass all contingencies. Ultimately, the MECE framework can reduce the likelihood of unforeseen difficulties.

The MECE framework is particularly beneficial for executives and should be incorporated within lower-level management to provide optimal efficiency. Time is a finite resource and standardizing presentations and discussions with the MECE framework will ensure that ideas are fully developed and carefully structured prior to group convening.

To monitor how the addition of the MECE framework impacts direct reports and increases efficiencies, a great resource is data analytics software. Tools such as AIM Insights allow managers to gauge metrics including team productivity and manager performance. MECE contributes to a more effective leadership style and tools designed for analyzing management functions can work to confirm the progression of leadership effectiveness. Comparing data prior to incorporating MECE and following the adoption of the framework can provide valuable insights into how it has impacted the organization.

MECE is a powerful framework that allows adopters to make informed decisions and simplify complexities. In a dynamic environment, it is crucial to incorporate strong and efficient processes to problem-solve, plan, and make decisions. Although there are several instances where MECE is applicable in guiding these processes, it is important to recognize that MECE isn’t suitable for all contexts nor is it the only method that can be used. MECE is a framework geared towards guiding thinking and encouraging the user to consider all possible options in an efficient manner.

by Snehal Mantri

Fri 25 August 2023

Instant gratification is the temptation, and resulting tendency, to miss a future benefit in order to obtain an immediate but less rewarding benefit. With new technology released daily, we have become accustomed to everything being readily accessible and convenient. From ordering food with a few taps on our phones to binge-watching entire TV series in one sitting, our modern lifestyle caters to this desire for immediate satisfaction. However, there are instances where this mindset may harm us more than benefit us, especially in the workplace.

In a professional setting, the desire for instant gratification can compromise the quality of work and slow down long-term career growth. Employees who focus solely on completing tasks quickly to meet immediate deadlines might overlook opportunities for growth and meaningful contributions. This could result in a lack of attention to detail, decreased problem-solving skills, and, ultimately, a negative impact on overall job performance.

Moreover, the expectation for instant results might decrease skill-building skills and professional development that requires time and dedication. Advancing in one's career often demands patience and the willingness to invest in learning new skills. Neglecting these opportunities due to a preference for instant gratification could limit career advancement and personal growth.

Additionally, fostering strong relationships in the workplace, whether with colleagues, superiors, or clients, requires time and effort. Instant gratification-oriented behaviors, such as prioritizing quick wins over fostering connections, can lead to missed chances to collaborate, network, and build a solid professional reputation. Long-term success often requires the ability to establish a healthy work environment and maintain a credible presence within the professional community.

While the allure of immediate results is strong, it's essential to recognize that sustained success and fulfillment in the workplace often require a balanced approach. Utilizing the right strategies and striking a harmony between short-term achievements and long-term goals can lead to more meaningful contributions and a more rewarding professional journey.

Become Aware of Your Impulses

In a world dominated by rapid technological advancements and instant access to information, developing self-awareness regarding our impulses is an important strategy. Acknowledging the allure of instant gratification and understanding its potential consequences empowers individuals to make more deliberate choices in the workplace. This heightened awareness enables professionals to pause, reflect, and evaluate the long-term impact of their decisions. By recognizing when the desire for immediate results is guiding their actions, employees can redirect their focus towards goals that have a longer timeline. This approach utilizes better decision-making, allowing individuals to balance short-term gains with the enduring benefits of patient, thoughtful, and strategic efforts.

2. Creating SMART Goals For Yourself:

Establishing SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals is a strategic approach to counteracting the allure of instant gratification in the workplace. By crafting well-defined goals, individuals can shift their focus from short-term wins to meaningful long-term accomplishments. SMART goals provide a structured roadmap that encourages planning, consistent effort, and progress tracking. As a result, employees can channel their energy into pursuits that align with overarching aspirations, ensuring that their actions contribute to sustained success and personal growth.

3. Building a Support Network:

Recognizing the potential drawbacks of instant gratification, professionals are increasingly valuing the importance of building a strong support network in the workplace. Meaningful relationships with colleagues, mentors, and peers can offer valuable guidance and perspective. Engaging with a diverse group of individuals fosters an environment of collaboration and shared learning, where the exchange of insights can lead to innovative solutions and continuous improvement. These relationships not only provide emotional support but also contribute to a more holistic approach to career development, emphasizing enduring connections over fleeting achievements.

4. Seek Mentorship:

Seeking mentorship can be a powerful strategy for personal and professional growth. Mentors provide guidance grounded in experience, helping mentees navigate challenges with a broader perspective in mind. Unlike quick fixes, mentorship encourages deliberate skill-building, patience, and long-term planning. The horizontal mentor relationship promotes the understanding that sustainable success requires consistent effort, continuous learning, and a willingness to embrace challenges as opportunities for growth. By fostering relationships with mentors, individuals can benefit from their wisdom and insights, contributing to a more well-rounded and prosperous career journey.

5. Stick to Your Goals:

Amid the tempting culture of instant gratification, maintaining dedication to long-term goals is an extremely important practice in the workplace. Resisting the allure of quick wins, individuals who commit to their objectives display resilience, discipline, and a commitment to personal and professional growth. While it's easy to fall for the appeal of immediate rewards, the satisfaction derived from achieving substantial, sustained milestones is far more fulfilling. By staying focused in the pursuit of overarching goals, employees develop a sense of accomplishment from their commitment and perseverance. This mindset shift reinforces the idea that true success often requires consistent effort and the ability to delay gratification for a more substantial and enduring sense of achievement.

In conclusion, the desire for instant gratification in our society is an issue that we must work to overcome. Our modern world, filled with rapid technological advancements and the availability of immediate rewards, has shaped our preferences for convenience and immediate outcomes. However, it's extremely important to evaluate consequences of this mindset, especially within the context of our workplaces. The desire for immediate rewards can compromise the quality of our work, slow-down long-term career growth, and impede the development of meaningful relationships. To counterbalance these potential downsides, a range of strategies can be utilized. These include crafting SMART goals that align with our aspirations, fostering a supportive network that facilitates holistic growth, seeking mentorship to develop deliberate skill development, and, crucially, maintaining our commitment to our goals. By embracing self-awareness, practicing patience, and replacing the desire of immediate results with the rewards of sustained achievement, we are better equipped to navigate the professional landscape.

by Grace Tripathy

Fri 25 August 2023

"I'm struggling to find motivation to go to work, I don’t know what to do. Any advice?" Maria recently faced a significant setback at her workplace. Maria was overlooked for the top position within her organization despite being highly qualified and receiving encouragement to apply.

Maria had put in considerable effort to secure the role, so when the decision favored another candidate, it became a public letdown that not only affected her personally but also led them to question the priorities of her leadership. While she contemplated resigning, her dedication to her team and the ongoing projects held her back; she was determined to see it through.

Moreover, Maria had financial incentives, including a bonus and stock vesting, that made staying for another 9 months advantageous. With the job market appearing uncertain, she felt hesitant to make a hasty job change. Therefore, she opted to remain until the end of the year. However, she’s currently grappling with the challenge of moving beyond her disappointment and discovering the enthusiasm to face each workday.

Maria is not alone. Experiencing a promotion setback can be a challenging and disheartening experience, especially when someone new is chosen over for a position you felt you deserved. However, this setback doesn't have to define one’s career journey.

Acknowledge and Process Emotions

It's natural to feel a mix of emotions, including disappointment, frustration, and even self-doubt. Acknowledge these feelings without judgment. Create a space to process these emotions, whether through journaling, talking to a trusted friend, or seeking professional guidance. Remember that all emotions are valid and a natural part of the process.

2. Take a Step Back

Resist the urge to make impulsive decisions. Take a step back to gain perspective. Consider the bigger picture of one’s career trajectory and the organization's goals. Find out if this setback truly outweighs the positive aspects of one’s current position. By allowing more time to process, there’s capability of making a rational decision.

3. Find the Reason Behind Not Getting a Promotion

Actively explore what went wrong, evaluate the situation appropriately, and consider what could’ve been done differently if given the chance. They also gather feedback from a wide variety of people (including superiors, peers, and subordinates), making it clear that they want honest feedback, not consolation.

Approach your superiors or colleagues for constructive feedback on your performance and candidacy for the promotion. Honest feedback can help to understand areas for improvement and self-development. Use this feedback to create an action plan to enhance your skills and competencies.

4. Weigh the Options: Stay or Move On

After gaining clarity, weigh the pros and cons of staying with the organization versus seeking opportunities elsewhere. Consider the culture, work-life balance, growth potential, and alignment with long-term goals. Remember, setbacks are temporary roadblocks that can lead to new paths for success.

5. Utilize Data and Metrics

Quantify achievements by using performance metrics and key performance indicators (KPIs). Tools like AIM Insights can help to benchmark performance against industry standards and the organization's expectations. Use this data to illustrate one’s individual contributions and potential impact on the organization.

Consider how your performance compares not only within your organization but also across industries. AIM Insights highlights instances where you've demonstrated leadership, innovation, and adaptability. Showcasing achievements will position you as a top candidate for future promotions.

6. Transform Setback into Motivation

Use the disappointment as a catalyst for personal and professional growth. Set new goals for skill development, leadership qualities, and innovation. Focus on self-improvement and demonstrate prolonged commitment to continuous learning and growth.

7. Network and Mentorship

Build a network within and outside of the company. Engage in conversations with mentors and peers who can provide guidance and insights. Networking can open doors to new opportunities and perspectives, aiding professional development.

8. Set Clear Career Goals

Refine career goals based on personal experiences and the insights gained from this setback. Create a roadmap for where you want to be in the short and long term. AIM Insights is an example of a platform that can easily align goals with the organization's objectives, ensuring a mutually beneficial partnership.

Setbacks are a natural part of one's journey, and each of these steps can assist an individual in accessing wellsprings of value and motivation. These resources can aid in navigating through moments of disappointment and empower the individual to seize control, optimizing their circumstances and progressing according to their preferences. Additionally, maintaining a positive attitude has the potential to distinguish the individual and position them as a valuable asset to a respective organization.

Remember that setbacks are temporary, and with the right mindset, you can navigate the challenges and emerge even stronger in your professional journey.

by Kendall Barndollar

Fri 25 August 2023

Can money buy happiness?

The overall happiness ranking for people making $40,000 a year was 3.5 out of 5, for those making over $300,000, the happiness ranking was 3.89 out of 5 (Forbes).

If a 7.5x increase in salary from $40,000 to $300,000 only increases happiness by 11%, what will increase happiness? How can executives increase employee retention by focusing on job satisfaction?

Many companies face high turnover rates that are both counterproductive and costly. High turnover rates are commonly attributed to compensation compared to other roles but, more goes into job satisfaction than salary and benefits. Happiness is determined by more than a paycheck, after a certain sense of financial security, happiness can no longer be derived from income. Employees will search for engaging jobs with future opportunities and a sense of belonging in the workplace in their new roles if they feel unfulfilled. To reduce turnover, leaders should hone in on employee engagement and organizational support to increase both job satisfaction and job performance.

Job satisfaction is how fulfilled someone feels within the scope of their professional and personal roles. The challenge of this metric is that each person may be seeking different goals toward feeling gratified at work. Some may seek high compensation or benefits, work-life balance, recognition, future opportunities, workplace culture, or job-specific content. With increased job satisfaction, job involvement, and motivation are improved, leading to better job performance, once the performance is high, most feel a better sense of achievement and happiness.

Job satisfaction and job performance are codependent and directly related. When an employee feels that they are doing well or have high performance, they feel more satisfied and fulfilled by their role. On the other hand, if an employee has poor performance, they will feel burdened and disconnected from their job and company which can lead to counterproductive work behavior. To better increase direct reports’ feeling of contentment, focus on employee engagement and organizational support.

Employee Engagement

It is a good leader's responsibility to be involved and engaged not only in their work but with their team members. To help employees find workplace purpose, begin by focusing on employee engagement. Although seemingly simple, there are a plethora of factors that contribute to employee engagement. Being able to pinpoint direct reports’ points of engagement will allow for increased job satisfaction and motivation. Engaged employees should show enthusiasm, initiative, collaboration, adaptability, innovation, and continuous learning.

Executive leaders should focus on the role of diversity, equity, and inclusion in employee engagement. Many employees who feel underrepresented or unvalued are apt to leave a company. Be conscious and genuine in the inclusion of employees and throughout the hiring process to embrace all backgrounds where employees feel respected. Overall focus on employee engagement will allow leaders to spot those engaged and focus on including those who aren’t to avoid turnover. Being able to improve employee engagement will unlock a new ability to increase job satisfaction and therefore job performance, thus reducing turnover.

Finally, prioritize company culture to reflect the values of employees. Work towards building an environment where professionals can embrace their mistakes, learn as they go and collaborate with others in their team. Between an encouraged growth mindset and a supportive environment, turnover will decrease and employees' happiness and comfort in the workplace will increase and lead to increased productivity.

Organizational Support

Organizational support is what an organization does to demonstrate its support for employees’ well-being, development, and success holistically. Executives should find innovative ways to help communicate this to employees, through actions and initiatives. For example, a company may consider a mentorship initiative where employees and executives or leaders can connect and discuss topics outside of job performance, such as career progression or work-life balance to exhibit the genuine care an organization has for its people.

Other forms of organizational support for a company to consider would be creating focus or interest groups for certain topics, such as a working parents group, a veterans support group, or even trivial topics like fantasy football or a book club. These initiatives serve several important purposes in communicating organizational support and working to reduce turnover. First, they bring members of a company together to build a community and increase employee engagement. Additionally, groups based on a commonality allow people to develop friendships and relationships that will improve loyalty to the organization. Finally, these initiatives allow a company to show their employees that they are more than just an employee and that they are valued for more than just the work they produce.

Additionally, firms may consider health and wellness programs and rewards or recognition programs. These programs would allow employees to feel seen and valued beyond their contributions in work tasks and potentially exhibit those who are leaders within the organization, and those who exhibit outstanding citizenship behavior, going outside of their job role and taking initiative to improve a process or colleague’s job. Organizational support does not need to come from a direct supervisor or boss, but from the organization as a whole, in different channels.

As in all business processes, feedback is crucial for growth. Executives and leaders should utilize quantitative feedback through retention and employee turnover rates. Consider the use of retention data or employee surveys to understand how team leaders may find more impactful methods to focus on employee engagement and organizational support for increased job satisfaction and contentment for employees. Additionally, consider the use of two-way feedback so leaders and direct reports can have open communication about opportunities for growth and strengths that enable a more personal and genuine connection with a company and its leaders.

As mentioned above, a mentorship program will strongly increase an employee's perception of organizational support; however, each employee's goals and expectations for fulfillment in their job differ. Have patience throughout this process of bettering the workplace environment both for the sake of the employees and the company. These initiatives will allow leaders to gain insight into their employees to find better methods of increasing comprehensive engagement specific to the members of their teams.

by Kayla Ambrose

Fri 25 August 2023

High-achieving employees sometimes find themselves doubting their capabilities even though they are more than qualified.

Imposter syndrome can be defined as “a behavioral health phenomenon described as self-doubt of intellect, skills, or accomplishments among high-achieving individuals.” Those who possess imposter syndrome cannot internalize their successes and subsequently feel fraudulent despite verifiable evidence that they are successful.

In order to combat imposter syndrome it can be helpful to identify how the imposter syndrome is presenting itself.

Perfectionism

While attention to detail is important, it can become detrimental when it reaches the point of perfectionism. Individuals who strive to create flawless deliverables at all times may possess imposter syndrome. Since they doubt their intellect, they want to ensure that everything is entirely correct before finalizing anything. These individuals tend to be overly self-critical and hold themselves to higher standards than the standards they set for those around them. This pursuit of unattainable standards cannot be sustained in the long run and may ultimately lead to self-sabotaging.

2. Super-heroism

This frequently presents as over-preparing for tasks to appear capable of completing them. Individuals may feel compelled to be the best at everything and that overpreparation will allow them to achieve this. Oftentimes, super-heroism leads people to overwork themselves and can cause serious mental health implications.

3. Fear of Failure

Individuals with imposter syndrome may fear being shamed if they fail to properly complete a task. They fear being exposed as an imposter in the event that they were to fail. This can lead to avoidance of certain tasks altogether because it is believed that not trying at all is favorable to underperforming.

Although fear of failure is commonly perceived to be related to externally imposed tasks, however, it can occur with self-imposed achievement-related tasks as well. Ultimately, avoidance of self-imposed tasks out of fear of failure can prevent progress toward personal career goals.

4. Denial of Capability

Discounting one's intelligence, experiences, and skills is another manifestation of imposter syndrome. People who have imposter syndrome may attribute their successes to external factors or even random chance. Even if evidence can be provided to validate their contributions, individuals may continue to discredit their influence in their achievements.

5. Fear of Success

Although contrary to the previously discussed fear of failure, imposter syndrome may lead to fear of success. This occurs because an individual perceives failure as a positive feedback mechanism. They may have difficulty recognizing their successes as success can lead to high future expectations or additional workloads.

Multiple of these characteristics of imposter syndrome can appear simultaneously and amplify the negative implications of imposter syndrome. Characteristics may present differently depending on the person and their workplace environment.

If the previously discussed characteristics of imposter syndrome are present, there are some ways to decrease the fraudulent feelings that arise.

Focus on strengths

Imposter syndrome often leads individuals to emphasize their weaknesses. It is imperative that individuals struggling with imposter syndrome focus on their strengths as much as they are considering their weaknesses. If there is a particular area that is difficult, consider exploring a skill that feels more natural. Making a list of individual successes or even analyzing data of successful past initiatives may allow for the recognition of personal accomplishments.

2. Talk to someone

Reaching out to peers or mentors is a beneficial way to combat imposter syndrome. Having an open dialogue about doubts and struggles in the workplace can work to diminish the sense of incompetence. Groups such as horizontal mentor groups can serve as a great resource for those struggling with imposter syndrome. Peers within these horizontal groups likely have had similar experiences and can provide strategies they used to overcome their self-doubts.

3. Counseling

Speaking with a counselor about imposter syndrome can bring awareness to what is contributing to feelings of imposter syndrome. Specifically, compassion-focused therapy can be a helpful tool in combating imposter syndrome. Compassion-focused therapy is designed for patients who are highly self-critical and works to manage those behaviors.

Most importantly, it is important to recognize that there are others who struggle with imposter syndrome. Taking active steps to counteract feelings of imposter syndrome will provide immense career benefits.

Combating imposter syndrome can also be influenced by management. Managers must recognize the impact that they can make on imposter syndrome in the workplace and take action to limit it. Although counteracting imposter syndrome is largely a personal journey, external factors may also have implications. Here are some approaches managers can take to improve the workplace experience for individuals who have imposter syndrome.

Watch for Triggers

What provokes imposter syndrome varies on an individual basis, however, managers can take note of situations or responsibilities that contribute to employees' imposter syndrome. For example, on a team with many experienced employees, a younger team member may feel uncomfortable leading an initiative despite their qualifications. This situation may potentially contribute to imposter syndrome and a manager can help by reassuring the team member of their capabilities.

Recognize Accomplishments

Individuals dealing with imposter syndrome may have difficulties recognizing their own achievements. As a manager, it is important to help acknowledge when employees have successes. This helps validate that they are capable and a valuable contributor to the team.

Foster Psychological Safety

Managers should foster an environment that celebrates all individuals and that isn’t limited to solely embracing successes. Encourage employees to experiment in the workplace and do things for the sake of learning rather than only for accomplishments. Developing a strong sense of psychological safety will help ensure everyone that it is acceptable to make mistakes.

Another method to increase psychological safety while reducing feelings of imposter syndrome is to encourage open dialogue between team members. Ensuring that all team members feel comfortable discussing their experiences within the workplace with their manager is a crucial aspect of counteracting imposter syndrome.

Be Conscious of Effects on Underrepresented Groups

Underrepresented groups may experience amplified effects from imposter syndrome. Recognize that these individuals may need additional support ensuring that there is a sense of belonging within the workplace. It is also important to be conscious of how personal biases may alter the treatment of individuals from underrepresented groups because this can contribute to their imposter syndrome characteristics.

Imposter syndrome can be very prevalent among individuals who have achieved great success. Recognize that some characteristics of imposter syndrome such as self-doubt are natural and occur among everyone on occasion. If characteristics of imposter syndrome persist for extended periods of time, it should be explored since it can limit one's ability to succeed.

by Kendall Barndollar

Thu 17 August 2023

It is challenging to demonstrate your company's culture in an interview yet, the hiring process is fundamental to organizational success, growth and innovation. The makeup of your team determines productivity, efficiency and the culture practiced in the workplace.

In interviews, candidates are considering if this is the company for them, if their values align with your firm, and if they will be able to thrive on your team. As the interviewer, you should evaluate the same things. Recruiting “matches” for your company is a crucial part of the sculpting of your company culture.

You may also struggle with how to be genuine and inclusive of all different backgrounds and experiences. Working towards embracing differences allows companies to enhance problem solving and creativity, encouraging employees to work together in growing through different sets of strengths and weaknesses. In addition to bettering the current workforce, practicing inclusivity will help attract candidates to strengthen the team.

Using the hiring process as a mutually beneficial proceeding allows both you, as the recruiter, and the candidate to have insight on the potential and future possible. This allows both parties to better understand how aligned their future paths and values are. Being analytical and intentful throughout the process can help you better identify strong candidates who will fit in as a teammate and colleague, both professionally and socially.

Here are 4 steps on being able to demonstrate your company culture throughout the recruiting process:

1. Get Employees on Board

To best demonstrate your company's culture throughout the recruiting process, start by focusing on getting employees on board with your decided culture and values. If every employee is able to effectively demonstrate your cultures, it will be reflective in recruiting. If employees fail to follow set culture practices and examples, it will be challenging to express the culture your firm either has or is working towards.

To help find employees that will hop on board with your company culture, carefully select behavioral interview questions that will reveal if this person's ideal workplace culture and values are aligned with your companies. To best get employees to follow new goals, select values that a lot of employees already believe in or prioritize at work.

2. Be Transparent about your Opportunities and Challenges

In exhibiting company culture, many recruits will find honesty, transparency and authenticity in the recruiter to be important. In hiring, you should be open and willing to talk about future opportunities, learning and development that may be available to participate in. Take this as an opportunity to demonstrate the firm's dedication to its employees and that they are valued members of the team.

This also brings the counter, being honest about your challenges. Whether it be within culture, technology or any other aspect of your operation, share what you see needing work to help pinpoint your strengths while acknowledging you may still have some weaknesses and opportunities for growth. To help clarify this step, consider using cultural terms and values in the job description. This will help filter to those who are aligned with your values.

3. Engage Outside of the Interview

Consider bringing candidates to lunch or to a more casual event other than an interview. This will help you showcase the authentic culture of your company. Instead of explaining your culture and values, show it. Allowing you to get a better look at some of your recruiting candidates, see how they act and if they will fit in socially and professionally with your current workforce. Teamwork is key in all offices and having a difficult team member can heavily detriment projects or discourage teammates.

4. Seek Feedback

For improvement in recruiting, seek feedback from all parties involved. Just as your firm may provide potential hires with feedback, you should ask the same. Ask what could have run smoother or been done differently and if they have enjoyed their interactions with all of the firm's personnel. Internally, seek feedback from interviewers, new-hires and executives that are involved in the process. Find new ways to improve and exhibit the culture you have cultivated. Additionally, requesting feedback builds a culture of transparency and openness from an executive level. Being available to hear new ideas or revisions to the process can sincerely aid you in further growth.

Moving forward in the hiring process, be intentional and cognizant of your actions. It is crucial to consider your potential recruits’ perspective and outlook on the process and how an executive outlook may differ in intentions and perspective.

Consider references and establish a pipeline of candidates, whether that be at the university level or on hiring from within. Being able to have a reliable network of potential candidates will allow you to be more selective with their hiring and lead to better fits.

Another aspect that executives can sometimes struggle with is finding a genuine way to approach diversity, equity and inclusion in hiring. Be conscious of diversity in all aspects, diversity of thought, background in addition to physical forms of diversity. Focus on genuine hiring practices, and prioritize finding value in diverse experiences that allow your company to grow and for new backgrounds to influence for a better future with your team. Be authentic and genuine, be inclusive and be considerate of others' experiences.

The key to having a strong recruiting process and good experience is investing in your people, creating an authentic culture and being transparent in your conversations. Be intentional with the impact you leave with each candidate and focus on your company brand to produce an appealing and accurate image to those in the job market.

by Kayla Ambrose

Thu 17 August 2023

Diversity of thought and different backgrounds have become increasingly recognized as invaluable aspects of a high-functioning team. They are attributed to high levels of innovation and the consideration of diverse perspectives.

Companies can only harness the value of having diverse perspectives when team members feel comfortable vocalizing their thoughts.

An incredibly important aspect of an effective team dynamic is psychological safety. This term was introduced by Harvard organizational behavioral scientist Amy Edmondson and is defined as “a shared belief held by members of a team that the team is safe for interpersonal risk taking.” A team that embraces diverse ideas and allows members to challenge the status quo can allow for increased success and higher team retention rates as members will feel more comfortable making contributions.

Posing a simple question like “What is the goal for this project?” may sound simple, but often times people fear that asking such questions will present themselves as ignorant. Creating an environment that encourages team members to feel comfortable sharing their questions, big or small, is a crucial aspect of cultivating psychological safety.

To determine whether a team has psychological safety consider the following:

Do all team members feel valued?
Can team members take risks without fear of backlash?
Do team members openly voice their concerns?
Is curiosity encouraged or deterred?
Can team members ask for help?
Is it okay to fail?

If these questions reveal areas that require team improvement, the next 3 tools can be incorporated to create a safer workplace environment:

Demonstrate Engagement

Being present when conversing with colleagues will make them feel more valued during interactions. Things as simple as closing a laptop or silencing a phone can decrease distractions during conversations. Body language is another powerful tool when creating an engaged presence. Nonverbal cues such as facing the speaker, making consistent eye contact, and nodding occasionally demonstrate active listening.

Equally important listening habits include asking thoughtful questions and presenting follow-up questions if necessary. Once an idea has been shared, recap what has been said to demonstrate understanding. If further clarification is necessary this is the opportunity to ensure both parties are on the same page.

During conversations, it is imperative to avoid placing blame. Trying to find someone at fault will discourage team members from taking risks and may lead to dishonesty in the future. Rather than pointing fingers, work to find solutions for the problem at hand and develop methods to prevent future issues. Use this situation as a learning opportunity.

Leaders can determine the engagement of their team members through pulse or engagement surveys.

2. Cultivate Inclusivity in Interpersonal Settings

Actively developing an inclusive environment for team members can create an open environment that facilitates sharing. Provide information about personal working habits and preferences. Encourage other team members to share their working styles as well. Knowing more about how different people work allows for a greater understanding of what to expect from each other in the future.

Expressing gratitude for team members' work establishes an inclusive environment since members know that their contributions are valued. Along with spreading positivity, preventing negative talk among colleagues is equally important. When overseeing a team, complaints about team members should be listened to and taken into consideration, however, spreading gossip or unnecessary negativity should be shut down immediately.

Creating inclusivity can also manifest through building rapport. Ask team members about their life outside of work and try to remember important aspects of their personal life. If team members share important upcoming events, inquire about the event later on.

Establishing open communication about meetings is another important aspect. Prior to or at the beginning of meetings, communicate the intentions of the meetings so everyone can be on the same page. Also, make it easily accessible for team members to schedule meetings and provide ample availability to allow for such meetings.

3. Facilitate Open Decision Making

Ensuring a collaborative decision-making process will allow team members to feel valued. Encourage input and feedback from all individuals. When working to create a more open environment, team members may not initially feel comfortable voicing their insights. To counteract this, invite the team to share criticism and vocalize questions. This can be done by posing open-ended questions or areas of personal concern.

When facilitating meetings, restrain from interrupting members of the team. Cutting others off may discourage members from sharing in the future. Furthermore, prevent team members from interrupting one another. This can be done by immediately shutting down the interrupter or even circling back to the individual who was interrupted.

Another effective method for open decision-making is communicating clearly. Make sure to articulate soundly and speak at a volume that is audible to everyone. Prompt others to speak at an appropriate volume as well. If everyone can hear the conversation and understand what is being discussed, they will be more likely to contribute.

When reaching conclusions, explain the decision-making process thoroughly and articulate how the final decision was reached. While relaying the conclusion, acknowledge input and positive contributions from other team members. Although not all team members will be on board with each decision, this will show that their work in reaching the conclusion was beneficial.

4. Encourage Risks

People often try their best to avoid facing failure. By doing so this limits potential successes or learning opportunities. Have an honest conversation about failure and why it shouldn't be a point of fear. This conversation can be a moment to be vulnerable and share personal experiences dealing with failure. Open the conversation to others to share their thoughts on failure as well.

Encourage team members to take educated risks by leading by example. Team members will feel more comfortable taking risks if they see this in action. The team as a whole will shift from a mindset of perfectionism to a mindset of growth. Embrace mistakes and discuss takeaways one on one or in a group setting.

When creating a risk-taking environment, team members must be supported to other executive members. Celebrate the successes of team members during the risk-taking journey and share the learning moments as well. Ensure that these risks aren’t portrayed negatively to executives as this will prevent team members from employing creativity in the future.

Utilizing these steps can build psychological safety among existing team members. Focusing on a culture of psychological safety is equally important during the employment process. During hiring be conscious of candidates that possess a positive mindset. Consider which candidates would empower their team members and further the progress toward a safe team environment. Team members who are motivating and proactive bring out the best in those around them and can positively impact the productivity of the team.

Achieving psychological safety takes a conscious effort from the entire team. As a manager, it is crucial that a positive example is set to encourage a risk-free environment for all.

by Grace Tripathy

Thu 17 August 2023

Being a great individual contributor doesn’t equate to being a great leader. As you advance in your career, you’ll need to continually enhance your leadership skills. Prove to your boss that you have what it takes to lead and inspire your team members whenever a new opportunity comes your way.

For example, if you’re a Director looking to become a VP, you should also work toward developing specific qualities that will make you a better fit for a leadership role. These include delegating tasks effectively, prioritizing assignments, setting clear goals, empowering team members, and helping motivate others at work.

Oftentimes, the path towards being an executive requires being a player/coach - meaning that you have to both lead a team and accomplish individual goals. It's crucial to maintain a delicate balance, avoiding burnout and overwork along the way.

When you’re passionate about what you do, or maybe you just really want that promotion, it can be easy to forget that long hours, nonstop work, and saying yes to extra assignments may boost your career in the short term. But in the long run, it can send you into a terrible spiral.

You may not even see that burnout coming; it creeps up on you as you drive yourself to physical and emotional exhaustion.

The best way to avoid it—without sacrificing your commitment to success? Take a few proactive measures while your star is rising, and when you get to the top, you’ll have a great set of career best practices that will take you wherever you want to go.

Embrace the Journey of Growth

To embark on this exciting journey, embrace a growth mindset—one that celebrates the transformative power of dedication and hard work. Visualize the path ahead as an opportunity to grow both personally and professionally. This mindset not only fuels your motivation but also demonstrates to decision-makers your capacity to adapt, learn, and thrive in the face of challenges.

Unleash the Power of Prioritization

It's easy to get overwhelmed by a sea of tasks and responsibilities. However, the key lies in mastering the art of prioritization. Channel your focus into areas that align with your long-term goals and resonate with the organization's vision. Embrace delegation as a means of empowering your team while you concentrate on tasks that genuinely propel you forward. Remember, it's not about doing more; it's about doing what truly matters.

Lead from Within

As an aspiring VP, the journey isn't solely about attaining a title—it's about leaving an indelible mark through your leadership. Lead by example, guiding your team with unwavering dedication and passion. Showcase your unwavering commitment to excellence, and you'll inspire others to do the same. Authentic leadership not only makes you stand out but also paves the way for your team's collective success.

Embrace Feedback

The road to greatness is paved with feedback and self-improvement. Invite constructive criticism from peers, team members, and mentors. Let go of any defensiveness, and instead, view feedback as an opportunity to refine your skills and approach. By humbly embracing growth areas, you demonstrate your commitment to becoming a more effective leader—one who is attuned to both successes and areas for development.

Nurture Meaningful Connections

As you ascend the corporate ladder, never underestimate the power of relationships. Cultivate strong connections within and outside your organization. Engage in meaningful networking, driven not solely by ambition but by a genuine desire to learn and support others. Building relationships fosters a supportive environment, one that recognizes your potential and fuels your pursuit of success.

Champion Your Own Journey

Your accomplishments deserve recognition, and advocating for yourself is crucial on this journey. Celebrate your achievements while humbly sharing them with key decision-makers. Articulate how your contributions align with the company's vision and values. Be confident, poised, and authentic in showcasing your potential and aspirations.

Balance and Thrive

As you strive for success, don't lose sight of the importance of a balanced life. Avoid the trap of overworking yourself to exhaustion. Remember that sustainable achievement stems from a foundation of well-being. Make time for hobbies, relaxation, and loved ones, as these elements provide you with the resilience and clarity needed to thrive on your journey to VP.

In your pursuit of the VP role, you'll inevitably encounter obstacles and challenges. Rather than being deterred, approach these hurdles with a solutions-oriented mindset. Your ability to identify innovative and strategic solutions will set you apart as a leader who thrives under pressure. Embrace challenges as opportunities for growth and showcase your resourcefulness when faced with complex situations.

The path from Director to Vice President is both thrilling and transformative. Embrace the journey with a growth mindset, prioritizing meaningful tasks, leading with authenticity, and embracing feedback and challenges. Nurture relationships and be your own champion, advocating for the recognition you deserve. Most importantly, maintain a balanced approach, caring for your well-being along the way.

By mastering the art of climbing the ladder with purpose, you'll not only ascend to the VP level but also leave a legacy of inspiration and leadership.

by Kendall Barndollar

Mon 31 July 2023

As professionals, everyone has different hopes for the workplace culture they want to experience. As leaders, many may find it difficult to actualize culture changes that every employee will embody.

The main struggle of enacting new change is that humans are creatures of habit. Routine work habits and communication patterns become repetitive and can get anyone stuck in a rut of redundancy. After years or decades of the same unwavering schedule and workplace practices, it is hard to motivate divergent values throughout your company. As leaders, it is hard to get everybody on board with enacting a cultural shift, even when it is for the better.

Changing company culture can be a daunting task. It can take time to unwind cultural norms that have developed over years and people can be very resistant to change in all facets of their lives. Initiating culture changes takes consistent time, effort and resources, and patience in the results.

How do company leaders motivate change and get each employee to practice a new wave of cultural values?

From a bird’s eye view, it is easy to imagine the differences culture can cause in the overall makeup of a business, including increases in efficiency, improvements in workplace comradery and overall happiness at work. However, employees can sometimes be affected by tunnel vision and find it challenging to see the bigger picture and importance of workplace culture. Here are four steps on how to get your employees to join in on a new wave of culture changes:

1- Include employees in forming new values

From an executive position, it can be difficult to know what those several levels below you can most benefit from. In forming your new company values, the most crucial step for getting every employee on board is making sure the new values are important to employees and inspire them to create change throughout the company. Find what values upper management wishes to prioritize and collaborate with other professionals at the company to find a set of values that will enhance everyone at the company. The best way to have employee buy-in is to prioritize values many already find important. Additionally, resistance to change can be minimized by transparency in new values. Many people have anxiety and growing pains when change is in effect due to uncertainty, but if the unknowns are minimized, the change resistance may be too.

2- Initiate Training Curriculum

To implement your company's culture and get everyone on board, start at ground zero. Implement portions and examples of your culture into training and development throughout your company or better yet, create training programs tailored to specific goals and values. To ensure this is impactful, consider using different training platforms and methods, and include real life applications and examples on how you expect this culture shift to affect your company as a whole. For example, if you want your company culture to reflect a value in innovation, explain to your employees how you are working on embracing mistakes and finding creative solutions in the workplace.

As a second portion of training and development, consider implementing a leadership program to teach leaders how these cultural changes should be exhibited in each of their teams. Teaching leaders to lead by example can be tricky when it is in unprecedented areas for individuals. As part of a leadership training, it is important to emphasize a united front to the rest of your company to ensure buy-in from all employees firm wide.

3- Practice what you teach

One of the most impactful methods of leadership is leading by example. If you want your company's culture to prioritize its people, show that in your everyday actions. After beginning training and development to adjust your company’s culture, be sure to exhibit these values in your everyday life. By demonstrating your ideal culture, you gain credibility and support from others, and inspire others towards new goals. Those in lower level positions look up to those within leadership and will follow your lead of implementing different priorities in your company's culture. Finally, practicing what you teach is crucial for holding yourself accountable and working towards self- growth. If you want to lead a company that prioritizes compassion but you yourself have trouble exhibiting this, your employees may have a hard time endowing such a shift. Self-growth allows us all to become more aware of ways we can better ourselves, and will exhibit to your employees that you are all working on growing and learning at the same time and that it is a team-effort that will result in improved culture for the entire company.

4- Monitor Feedback and Celebrate Success

Sometimes from a leadership position, it is challenging to see the effect of changes from a top-down view. It is impossible to grow without feedback so, once you have implemented your cultural shifts, be sure to collect feedback at specified intervals from all levels to better understand the execution of changes throughout your employees. In receiving feedback, it is also important to celebrate success and keep an optimistic view moving forward. Consider using different systems to celebrate success, maybe publicly recognizing those who exemplify your new cultural changes and values. Finding time for both of these items can sometimes take the back burner nevertheless, it is important to collect feedback and celebrate success for continuous execution of your revised culture.

Remember that these changes won’t happen overnight. It is important to be patient and understanding as everyone begins to enact new habits and values throughout their professional life, it can be a long process to unwind decades of repetitive habits and values. A good leader is able to understand and empathize, be patient in understanding that it is hard to change something as broad as culture and that in practice, your company’s culture will develop and with passion, people will follow.

by Grace Tripathy

Mon 31 July 2023

When we think about curiosity many of us revert back to our childhood. We are reminded of the freedom to discover new characters in books or find different approaches to attacking a math problem or fun ways to cause an explosion during a science experiment. We may even think about playing in the sand and exploring the perfect mixture of water and sand to build our best castles. Being curious comes naturally to children. It’s part of childhood.

But curiosity is key to growth and discovery for leaders.

Curiosity is the secret ingredient to helping leaders understand new trends and grow their leadership skills. Being curious empowers leaders to take risks, deal with failure and regroup to make a comeback.

How curious are you?

It may seem easier to just keep doing the same things over and over that we have mastered through the years, yet eventually that thinking will just get us stuck and bored. To remain relevant in our fields, leaders must develop a keen sense of curiosity and commitment to continued learning.

Five Strategies To Grow Curiosity In Leaders:

Understand the Importance of Curiosity

Curiosity is essential for leaders to grow as it drives continuous learning, adaptability, innovation, and creativity. Curious leaders listen actively, empathize with others, and make better-informed decisions, fostering engagement and motivation within their teams.

By seeking out diverse perspectives and investigating problems deeply, they develop a growth mindset and build a learning culture, leading to personal and organizational development. Ultimately, curiosity empowers leaders to navigate complexities and embrace change, staying relevant and effective in an ever-evolving world.

2. Identify An Area To Grow

No matter where we are leading from or what point we are in our career trajectory, leading is synonymous with learning. The first step in developing our leadership curiosity is to decide on the area we need to grow. Leaders can do this by:

Evaluating how they stack up to the current skills required in their field
Choosing an interest that fascinates them that may add to their leadership toolbox
Asking colleagues what experiences or knowledge could help them become stronger performers
Joining a networking group that shares information about their industry.

3. Look For a Mentor

Another great way to cultivate our curiosity is by reaching out and finding a mentor. Mentors can be bosses in or outside of our departments or they can be friends or even relatives.

Ambition in Motion's executive mastermind group is a valuable resource for executives and managers as it provides access to experienced mentors who offer personalized guidance, networking opportunities, and valuable insights for navigating leadership challenges. The program enhances leadership skills, emotional intelligence, and self-awareness while promoting continuous learning and professional development, ultimately empowering mentees to achieve greater success and fulfillment in their roles.

The magic of a mentor is that they can:

Help leaders see possibilities and even connect them with interesting leaders.
Discuss helpful skills and experiences to grow their careers
Share their powerful stories of missteps and mistakes
Guide leaders how to best approach difficult obstacles

4. Practice Your New Discoveries

Of course, the best way to master what our curiosity has led us to is by using the new- found knowledge, experience or skills. Try applying it on the job or in a volunteer position. Test it out with colleagues or incorporate it into a project you are working on. Even think of sharing it with a co-worker because if we can teach it we have truly learned it.

The Ripple Effect of Leadership Behavior

Curious leaders are always on the lookout for new ideas and approaches. When leaders encourage curiosity among their teams, they create a culture that fosters innovation and creative problem-solving. As team members feel empowered to explore different possibilities, the organization as a whole becomes more adaptable and can respond better to challenges.

Additionally, when leaders judge themselves based on their intentions rather than only the outcomes, they can better understand their actions' impact on their team. This self-reflection enables them to admit mistakes and learn from them openly. Such vulnerability and transparency contribute to creating a culture of trust and psychological safety, where team members feel safe to voice their opinions without fear of judgment.

A curious leader is naturally more inclined to listen to their team members actively. By showing genuine interest in their employees' perspectives, ideas, and concerns, leaders can boost employee engagement and foster a sense of value and appreciation within the workforce. Engaged employees are more likely to be motivated, productive, and committed to the organization's goals.

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