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The Beatles & Your New Year’s Resolution | A Workplace Blog

Are you in need of a New Year’s Resolution, or a Performance Goal?

If you are as old (mature) as I am, you will remember the craze around a little book by Robert Fulghum entitled All I Really Need to Know, I Learned in Kindergarten.

 

Now, we have the 2021 version of that book: The Beatles: Get Back documentary. The documentary itself does not call out or highlight lessons, but you can find tons of social media lists that discuss how this documentary is a playbook for production and creativity.

Turns out, the The Beatles not only Get Back; but they also got your back, too.

Here is a Baker’s dozen on lessons for productivity/creativity/problem solving that you can use for self-reflection.

Take a look at the list, pick one lesson you can improve on, and make it your 2022 Resolution!

1.Wait To Speak.


When brainstorming, one person speaks at a time; listening is more important than speaking.

 

2. Be Silly.


If you do not speak up with an idea because you are scared of looking stupid or silly, your best ideas will never get put into action.

 

3. Be Silly (Yes, Again).


Have fun with the people you are collaborating with.  Humor only helps productivity – moments of levity can spark creativity.

 

4. Always Say, “Yes.”     Or, Maybe “Yes, And…”


Do not dismiss the ideas of others – especially, if you do not have an alternative idea to suggest.  “That is a good idea, and we could also…”

 

5. Let It  Be  Go 


If you keep bringing up an idea that no one else can embrace, let it go and move onto the next idea. (See me demonstrating silliness here with my word play on a Beatles song?).

6. Do not seek perfection.


Rather than revising and revising and revising until you have the perfect product, just get something going.  Build the skateboard, then the bike, then the motorcycle, and then the car.

 

7. Embrace accidents


(Like Covid?) and build on the directions they take you.

 

8. Eat and drink.


The science is right.  If you do not take time to stay hydrated and fuel your body, your problem solving will suffer.

 

9. Give credit.


If someone else has the winning idea, give that person their kudos for it.

 

10. Switch gears.


If something is not coming together, move onto another idea or project and circle back with fresh eyes and thoughts.

 

11. Try it out.


Even if something does not seem quite right, try it for awhile to confirm it’s not right, or to see how you can improve it.

 

12. Respect others.


Even if someone in the group is less experienced or seldom speaks up, their perspective is valuable (or even more valuable) for its lens and freshness.

While these lists are over the internet, here are a few sites I referenced:
Nick Jakusz from 95.8 The River, The Morning Crew at 98.7 KLUV, and Brittany Wi at The Huffington Post
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Taters, Turkey, and TP Anyone? | A Workplace Blog

 

(Radio buzz) Ahh, Houston, we have a problem… we are out of turkey and Aisle 26 needs more toilet paper.

 

Worried about shortages in holiday gathering supplies? Now more than ever, business architecture has a role to play.

I heard it on the news (the real news on TV), expect shortages in the supplies you need to host holiday gatherings*. 

I do not want to start hoarding or stampeding, but as the host of the family Thanksgiving, I am getting a head start on determining the head count and assigning outside dishes so the people can plan.  To make room in a freezer for an early turkey purchase, somebody needs to eat down their frozen dinners and ice cream, and one must provide time for that to happen.

 

And, my family does a lot of baking… we all remember the great yeast shortage of 2020.  While others are focused on Halloween candy, I am getting my pantry stocked with supplies to make bars, cookies, and candy.

 

The logistics and supply chains associated with my household are much more complex than they used to be.

 

While I keep wanting the pandemic to be over, one of the ways it keeps circling back is in the form of supply chain issues.

 

Other than Business Architecture class, I did not pay much attention to supply chain theory, but now, my life is daily affected by the supply chain.

 

I suppose it always was affected daily by the supply chain but in a positive way.  I could go to a store or restaurant and get whatever I wanted or needed as long as I had money to pay.

 

That is no longer the case.

 

As I stood 15th in line at Fleet Farm last Friday with my weekend DIY project items (only 2 registers open because there were not enough employees), I noted a missed profit opportunity because all the “impulse-buy” racks were empty.  Was the product sitting…

  • in the back waiting for an employee to stock?
  • at a distribution center waiting for a driver?
  • on the cargo ship waiting in line for a loading dock?
  • at the factory waiting for wrappers?
  • in pieces needs waiting for ingredients still trying to be procured?
  • All of the above?

Note: It was a long wait, so long that the guy behind me had time to rethink his impulse buy and return his bag of candy corn to the bin.   Ray of sunshine that there was a giant bin of candy corn?

 

Now more than ever it is important for those who manage the supply chain to make sure they understand business needs and that the business understands customers’ needs.

 

Now more than ever, business architecture has a role to play.

A motto of good business architecture is that it should solve a business problem, and the current supply chain issues are giving plenty of opportunity for problem-solving.

 

 

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The Top Four Obstacles to Problem Solving | A Workplace Blog

 

This month we are featuring a free webinar on how to solve problems so that you do not need to solve them again.

 

So, I took a quick look out on the world wide web, to see what obstacles people are facing to getting problems solved – especially as many of us are in transition from remote working to being back in the office.

 

Turns out that, at least at a high level, it does not matter if you are remote or in the office or somewhere in between.   The obstacles seem to be the same.

 

  1. Lack of communication and sharing of information
  2. Lack of long-term thinking
  3. Silos, and along with that, not having everyone moving towards the same goal or in the same direction
  4. People who seem uninterested in engaging in problem-solving

 

Depending on the survey or article, these will change in order, but they remain quite consistent.

 

Consider this – do you have a process to solve problems?   Defining a problem-solving process and reflecting on how to make it better each time you finish solving a problem will help you address these four obstacles.

 

We are interested in hearing from you.  Take a minute to answer our survey question.   We will share the results in our webinar on August 25th.

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Return-to-Work Phobia | A Workplace Blog

What can leaders can do to ease the fear of returning to work after Covid?

Many people are dreading the return to work: the commute, unnecessary in-person meetings, sitting a cubicle, eating lunch at their desk…

 

For over a year, public health messaging has been that the safest place to be is your home, so it is hard to turn off that messaging just because your cubicle wants you back. Only 44% of workers are comfortable going to a workplace outside their homes.  2/3 thirds have anxiety over returning to work.

Some of the reasons for this anxiety are:

  • Fear of infection – Many households have someone vulnerable to Covid due to underlying health issues
  • Grieving – 600,000+ people died of Covid, which means many more of us are still adjusting to life without a family member compared to a non-pandemic time
  • Distrust of medical institution recommendations – Changing science recommendations as we learned more about the virus, plus a history of inadequate care for Black and Brown people, lead some to distrust any recommendations, including the Covid vaccine
  • Daycare shortage – Many in-home daycares went out of business, and large centers are having trouble hiring staff
  • Isolation = depression – The isolation needed for the pandemic could have led to undiagnosed or unidentified depression, so for some, anxiety about returning to work may be a symptom of something larger
  • Resistance to change – Always a certain percentage of people who just do not want change or are not sure what they want their post-pandemic normal to be – Read more about this in the article Yes, We are There! Or Are We There Yet?

 

Many people are voting with their feet by leaving jobs that require them to transition back to the cube lifestyle and choosing jobs that offer a more flexible hybrid model or to not work at all.

 

While many decisions about the transition back to the office are made by the organization, many of those decisions focus on the physical environment: protective plexiglass, higher cube walls, new barriers, mask rules, installation of numerous sanitizer dispensers, reduced room occupancy rate, temperature screenings, etc.

 

This means that supervisors and managers need to focus on the emotional needs and recognize the true trauma that many faced and are still facing because of the pandemic.  While many leaders may feel that handling staff emotions falls outside their roles, research will tell you that employees who feel their concerns and well-being are being addressed by employers are far, far less likely to seek new employment.  And, having flexible policies to accommodate the transition will help you hire all those people leaving their inflexible roles.

 

Five Actions for Leaders to Manage Return-to-Work Phobia After COVID

 

Proactively address concerns with your team members:

  • When you sense or hear statements that relate to Return-to-Work anxiety, have a conversation with the person and ask that person to bring the root cause and suggestions for addressing it to you.
  • If someone proactively brings up concerns, be honest and sincere about finding solutions within the organization’s policies.
  • Remind employees about Employee Assistance Programs.
  • Encourage employees to know and pay attention to their stress warnings: clenched jaw, quick breathing, fidgeting, neck or shoulder pain, etc.

       

      Rethink your communication plan:

      • Communicate the organization’s return-to-work expectations to your staff. Even if the organization sends a mass message, reiterate what that means for your team.
      • If the organization’s expectations are not clear to you, request more communication from your leadership.
      • Update frequently. We are still in a time of new information and new guidelines; keep updating as necessary.
      • If you have some people still working from home, make sure you include them in all communications. One of the biggest complaints from remote workers is lack of information from their leaders.
      • Consider daily check-ins with staff, not on work getting done, but on how they are feeling. Keep your finger on the pulse of their health, families’ health needs, caregiving to extended family, changes in daycare, and school situations.  Let people know that it is OK to not feel OK.

       

      Experiment on working models, if you can:

      • If you do not need to nail down a new working model, take time now to try out different modes, schedules, and combinations to find the one that works best for your team.
      • Offer the option of an iterative change back to the office.
      • Invite your staff to provide suggestions and feedback on creating a safe workspace to add a sense of control.
      • Be prepared for special accommodations, flexible work time, modified work schedule. If in a union environment, also pay attention to contract constraints, and know that accommodations for one person without official paperwork may need to extend to all.
      • Be flexible and realistic with expectations. Even though people are returning to the familiar, it is still a change, and normal change curve phases (Denial, Resistance, Acceptance, Commitment) will apply.

         

        Be optimistic:

        • Optimism, joy, gratitude, and humor can spread the same way that fear and anxiety is spread.
        • Reinstate the fun aspects of being in the office together. Celebrations, ordering lunch in, wearing jerseys for game days, etc.
        • Consider how to virtually loop in those who work from home to have fun too.
        • Give your team time to interact without you. Colleagues are more excited about seeing each other than they are for more face-time with their boss.

           

          Focus on wellness for yourself (and encourage your staff to do the same):

          • As always, practice a healthy diet, get plenty of sleep, and get some exercise.
          • Fear can weaken your immune system. Eliminate or limit activities that increase anxiety, such as:
          • Watching a news show (look for 5- minute news summary option)
          • Having conversations that only focus on negativity and fear

             

            Using these 5 strategies can help you reduce your concerns and the concerns of your staff as you transition back to the workplace.

             

             

            Beth Schaefer,

            IPD Director

             

            Sources
            • After a Year of Remote Life, New Anxiety Emerges; Returning to Work by Paul Caine from PBS in Chicago
            • Back to the Office Anxiety? How to Keep Your Fears in Check by Dr. Margie Warrell from Forbes
            • Child Care Crisis will Linger After Pandemic by Pat Baustian and Heidi Omerza from Star Tribune
            • Do You Have a Fear of Returning to the Office? By Emma Beddington from The Guardian
            • Why fear is the greatest obstacle to Returning to Work? by Allison Velex from SHRM
            • Years of Medical Abuse Make Black Americans Less Likely to Trust Covid Vaccine by Dan Royles from the Washington Post
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            Five Criteria For High-Quality Diversity Training | A Workplace Blog

            The workplace is full of buzzwords … Some that you may know and love (?) are: pivot, synergy, transparency, bandwith

            Most started out positive, but have devolved into a joke because they are more talk than walk (another overused workplace buzzphrase).

            This year, “Diversity, Equity, and Inclusion” have also become words the workplace uses more and more. The difference; Diversity, Equity, and Inclusion (DE&I) are not just buzzwords.

            These values deserve and need to be a focus in our workplace goals and strategies and are far too important to just end up a part of the buzzword pile.

            Instead of just talking, taking action to make real change should be part of the strategy going forward and training for your workplace is often a good first step.

            Please be aware that the popularity of DE&I has made many trainers become sudden experts; all eager to sell your organization on their training.  When I searched Google 1,370,000,000 results came up under “Diversity Training.”   With so much to choose from, how do you sift through all of these training options and find one that will actually be affordable and make a difference?

            To save you time, I researched what makes a good DE&I trainer and combined the information I found into five key criteria.

            Training and trainers should…

            1. Focus on changing behavior, not just increasing awareness.
            2. Directly teach actions of inclusion. Do not assume that people know how to intuitively be inclusive even when they want to be.
            3. Encourage leaders to also attend training that is focused on improving their own DEI-related skills.
            4. Offer organizations assistance in setting DE&I strategy and training goals that are actionable and in the forefront of the organization’s goals and work.
            5. Have individuals set a measurable diversity goal to work on outside of the training session. The goal should be just outside their comfort zone with support that encourages, not shames mistakes.

            Please keep in mind that even if diversity training for your organization seems impossible right now, you can use the criteria as an inspirational list while you start putting resources towards meaningful intentional workplace changes.

             

             

            Resources

             

             

             

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            Why It Makes Dollars and Sense to Improve Workplace Mental Health | A Workplace Blog

            May is Mental Health Awareness Month

            Things You Can Do Now To Improve Your Organization’s Mental Health – Even While Working From Home

            In the past, I would have dismissed this topic as something that is so distant to me, I would not even need to glance in its direction.

            I would much rather focus on other topics that can claim May as their month:

            American Cheese – and not just the slices in cellophane wrappers, but the artisan chesses.  The American Cheese Society encourages you to visit a local cheese producer.

            Asparagus- hard to grow, but easy to cook.

            Barbecue – obviously, go out to eat

            Bikes – featuring National Bike to School Day on May 5th

            Even, Correct Your Posture Month sounds more appealing than a discussion about mental health, and oh, so easy, to celebrate.  This website says to stand up from your desk every 30 minutes.

             

            Mental Health – no so fun and not so easy to focus on.

            While, in theory I know the stigma attached to mental health and seeking help needs to be removed; when it comes to myself it is easy to think, “I am just fine – thank you very much.”

            In actuality, being just fine would put me in the minority. 

            Forbes reported that 75% of U.S. Workers have struggled at work this past year due to anxiety caused by the Covid-19 pandemic and other recent current events.

            While many companies are mentioning their support systems more frequently to help their employees with mental health – like the Employee Assistance Program (EAP) that Metro State employees can tap into, I feel it quite unlikely that I would make that call because I feel “stressed.”  Perhaps, you are like me.  Even though you are struggling with stress, you are not ready to make an official call for help.

            So, what can you and I do to contribute to positive mental health of our workplace – especially when working from home?

            #1. Take Care of Me

            Yes, you first.  

            You cannot help others if you are unhealthy.

            1. Keep a regular schedule each day that includes specific times to:
              1. Stop and start work
              2. Connect with family and friends, and
              3. Provide self -care (time to eat, exercise, and sleep).
            2. Use relaxation techniques, such as the 5-4-3-2-1 Coping Technique
            3. Distract and redirect energy into activities that bring joy – for me – gardening
            4. Schedule time away from screens and get fresh air
            5. Set up an ergonomically correct work station

             

            #2. Take Care of Your Coworkers

            Now that you cannot gather around the water cooler each day, this is even more important.

            1. Show empathy when others share their anxiety
            2. Schedule time to routinely check in with coworkers to ward off isolation
            3. Encourage them to use the EAP if you hear something troubling
            4. Encourage them to be assertive, yet courteous, and say “no” to work or deadlines that go beyond understood boundaries
            5. Encourage them to do the five items above in “Taking Care of Me”

             

            #3. Take Care of Your Staff

            Leaders have extra responsibility in maintaining a health workplace culture.

            1. Make sure your staff is aware of EAP resources
            2. Routinely schedule 1:1 time with team members:
              1. Provide space for them to “not be OK”
              2. Help them feel connected to the vision and mission of the organization
              3. Clarify their role and responsibilities
            3. Encourage staff to set and keep regular work hours. Make sure they know that working from home does not equate to being available 24/7
            4. As guidelines change, create coworking spaces where your team can meet in person now and then
            5. If the position allows, provide flexibility for staff to control their own schedules

             

            If your organization needs some nudging to help you create a healthy work- from-home structure, remind them that

            healthy people are more productive:  they…

            • Call in sick less
            • Reduce the organization’s turnover rate
            • Have more brain capacity available to be problem-solvers
            • Reduce healthcare costs

            One final note, *I am not a mental health professional.*

            This blog is not intended to be a substitute for professional advice, diagnosis, medical treatment or therapy.

            Now, quit reading this screen and go for a walk.

             

            Resources
            5-4-3-2-1 Coping Technique for Anxiety from Behavioral Health Partners Blog from the University of Rochester Medical Center
            Coping with Stress on Healthline
            How to Keep Your Mental Health in Check When You Work From Home from We Work Remotely
            How Working from Home is Impacting our Mental Health by Bethany Garner from Business Because
            The Impact of Mental Health on Employees’ Productivity by Dennis Relojo-Howell on Psychreg
            Mental Health and Remote Work: Survey Reveals 80% Would Quit their Jobs for This by Chris Westfall on Forbes
            What Employers Need to Know About Mental Health in the Workplace published on McLean: Harvard Medical School Affiliate
            Working Remotely During Covid-19  Center for Workplace Mental Health sponsored by the American Psychiatric Association Foundation
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            Pandemic Changes That Will Stick | A Workplace Blog

            “The greatest danger in times of turbulence is not the turbulence – it is to act with yesterday’s logic.”
            John Drucker

            For this article, I am taking a quick glance at how our workplace environments are likely to change in the long-term as a result of the pandemic.  It is a non-scientific shallow dive that will most likely align with what many of you have already deciphered through your own observations. For me, I find this topic intriguing because:

            1. My own personal work space will be quite different (see article on IPD move)
            2. The modes of delivering IPD instruction will continue to flex
            3. The way I interact with clients and coworkers will be quite different
            4. And (most importantly) IPD needs to prepare people for their future roles so they flex and adapt with post-pandemic work situations.

            I am interested in knowing what training you and your team will need from IPD to be productive in the post-pandemic world. As we move through this transformational journey, let me know what you need.   Email me (beth.schaefer@metrostate.edu) with your thoughts, and IPD will use those as a starting point for a survey to direct the development of new training courses – whether for you as a leader or the people you lead.

            You can slice and dice the effects of the pandemic on business in many different ways:

            1. Industries that will flourish or perish
            2. Products that will remain in high-demand while others drop down
            3. Habits of consumers driving new services while discarding others
            4. Gender workload differences and pay
            5. Awareness of systemic inequalities in workplace opportunities
            6. Urban real estate declining and small town living increasing in demand

            For the purposes of serving you better, I am looking at the main business change in your work environment- The Remote Office along with the strategies to ensure we are at least as productive as we were pre-pandemic.

            For me, the biggest jolt has been the shift from working in the communal office setting to working solo and remotely.  Almost every other change (such as increased automation, a new focus on AI, moving out of the urban setting, and the uptick with DIY and crafting) can be connected to this one change.  And, it generates a long list of new skills you may need or are still figuring out how to do better:

            • How to avoid “Zoom fatigue”

            • How to function in “hoteling space”

            • How to best communicate – especially the smaller pieces you use to say over the cubical wall or by popping your head into an office

            • How to call upon others to help you quick problem-solve or brainstorm without making it a formal virtual meeting

            • How to communicate project progress

            • How to redo all processes to fit a virtual world

            • How to structure your day

            • How to draw lines between work and home or blur the lines between work and home

            • How to prioritize your work

            • How to find, read, and draw your own insights on data

            The good news is that you are getting some help from your organizations.   According to my sources, most of you are seeing that:

            1. Your company is losing its fear of being an early-adapter of technology
            2. Your work processes are becoming more automated
            3. Your options for hybrid (some remote, some in office) work are opening up

            However, some changes are bit more challenging.  The same sources said that your managers still struggle with:

            1. How to rate and monitor your production instead of your time
            2. How to support your mental health
            3. How to manage teams with the lack of workplace structure
            4. How to make adjustments now that the systemic inequalities are coming to light

            While public and private roles share many commonalities in the post-Covid workplace, public sector managers will have additional challenges when marrying disruption with a system based on stability.  In particular, they will face unsustainable labor agreements with a shrinking tax base and less aid.  When they can hire again, their system touts longevity as a hiring benefit to younger generations who do not care about working for the same organization for 20 years but prefer flexible employment options.   To get the change they need, professional public sector leaders will need to get their councils, boards, and legislators to vote in drastic and dramatic changes.

            Again, please take a minute and let me know areas or topics where you need some support or more information.   Email me with your thoughts, and IPD will use those as a starting point for a survey to direct the development of new training courses – whether for you as a leader or the people you lead.

            I will let you know how I do on my own transition from private office at work to my den at home, and back to my new shared collaborative work space once it is built.

            Beth Schaefer

            IPD Director

            Sources

            ABC News

            BizJournal

            Careers in Government

            Forbes

            Government Executives

            Harvard Business Week

            McKinsey & Company

            Vault

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            Does Your Company Need More Convincing to Send You to Business Architecture Certification Training? | A Workplace Blog

            Since Business Architecture is still a relatively new concept, your organization may be hesitant to commit.

            Here are some FAQ’s to help you persuade them to let you take Biz Arch Boot Camp.

            Q1 – You do not have the title or role of “Business Architect;” why would you need a Business Architecture certificate?

            A1 – Just like millions of people who daily use project management tools as part of their jobs without the title of Project Manager, your company can benefit from the immediate use of the techniques and concepts learned in our Business Architecture certification course.

            Q2 – What does Business Architecture do?

            A2 – It solves problems: at a department level, a division level, or (ideally) an enterprise level.  Unless your organization is problem-free, you can use the tools and concepts in your work.

            Q3 – Is there sometimes a disconnect between your company’s current execution and operational practices and its strategic vision?  

            A3 – The unique Business Architecture techniques you learn in our course will help with that.

            Q4 – Does your organization sometimes roll out initiatives that miss the mark with those who use them?   They create less value than anticipated, or worse, actually decrease the value for your customers because the correct people were not consulted before the change?

            A4 – Our Business Architecture tools teach you how to keep this from happening in the future.

            Q5 – Does your organization have more improvements and initiatives than it has resources to invest in?

             

            A5 – Yes, Business Architecture can teach you tools to help your company prioritize your resources.

            Do not wait for the official title.   Do not wait for the official department.  Start using Business Architecture today because basically…

            Business Architecture solves business problems!

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            Build Bridges Within Your Village | A Workplace Blog

            By: Beth Schaefer    Director, Institute for Professional Development

            I believe mentoring can help Minnesota build a competent workforce for all generations of workers by satisfying the workplace needs and personality traits that every generation has.

            As an example, I am a Gen Xer.  According to experts, that makes me independent, innovative, and a strong communicator.   While at work, I am likely to seek problem-solving opportunities and enjoy working with competent colleagues; because of this, mentoring provides a clear outlet for me to meet my Gen Xer needs.

            The Y’s (aka Millennials) are tech-savvy, collaborative, and focused on the greater good; they want meaningful work.  Mentoring fits their traits and provides the meaningful work they seek.

            Baby Boomers, along with being optimistic and hard-working, enjoy mentoring. The opportunity to mentor others is often listed in their workplace needs, so a connection to mentoring is obvious for them.

            So, all the generations agree (on this one thing, anyway), that we should find more ways to mentor in the workplace.

            Being a part of the Village is more than just giving, it is receiving.  A new generation of workers is entering the workplace, and as much as we can teach them – there is a lot we have to learn.

            Gen-Zers have plenty of skills to contribute.  Just some of their noticeable workplace traits are:

            • digitally fluent (and who could not use that during a pandemic)
            • practical (and who could not use that during a pandemic), and
            • flourish in diverse workplace settings (and who could not use that – always).

            They will be seeking culturally competent employers.  Is your workplace culturally ready to recruit and onboard this next generation of valuable workers?

            Consider mentoring as a rewarding step to build the cultural competency of all the valuable generations in your workplace.

            Generation traits and needs from Hobsons Associates.

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            Look Beyond For Joy | A Workplace Blog

            Look Beyond For Joy

            By: Beth Schaefer    Director, Institute for Professional Development

            Normally, this is the time of year that I write about the “New Year, New You” and how training classes at IPD can help with that.

            However, 2020 was not a year of normal, and the first few weeks of 2021 have not started as normal either (I hope).

            While training brings joy to me – it is my passion and how I like to help others – taking a training course will most likely not fulfill your need for joy.  What does joy even mean in these extraordinary times?

            The most common definition of joy has not changed; Joy is a sense of well-being connected to living our convictions.

            In contrast, the common definition of happiness is; the result of an event or circumstance.

            While these times do not afford as many occasions for happiness, they do offer opportunities for joy; for what better time than now to reaffirm, recommit, and live your beliefs?

            To help, here are some action steps I learned while studying the practice of joy.  I hope they will help you better live out your convictions during these turbulent times.

            Express gratitude each day.

            What is something you can be thankful for today?

            Connect with others.

            Who in your life needs you to reach out to them with a word or note of encouragement?

            Look for a silver lining. Adversity brings opportunity.

            What opportunity do you have now due to the current circumstances?  What action can you take to bring that opportunity to fruition?

            I wish you peace and joy in 2021.

            Please join our LinkedIn or Facebook pages for more information on upcoming events.

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