Leadership & Mindset on Edward Kiledjian

Rucking and leadership

Mon, 22 Jun 2026 20:25:44 -0400

This was me rucking with 80 lbs.

I got home late. I was tired. The easy choice was obvious: eat, rest, and call it a day.

But discipline rarely shows up when it is convenient.

So I put the weight on my back and went back out the door.

Not because I felt motivated. Not because I had extra energy. Not because anyone was watching.

Because sometimes the standard you set for yourself has to be stronger than the excuse you are ready to accept.

Rucking is simple: weight, distance, time, discomfort.

Leadership is often the same.

You carry the load. You keep moving. You do the hard thing when the easier option is available.

The lesson: progress is rarely built in the moments when we feel great. It is built when we are tired, busy, uncomfortable, and still choose to show up.

No shortcuts. No audience required. Just commitment.

#Discipline #Leadership #Resilience #Rucking #Mindset #Execution

Email Isn't Broken. We Are.

Tue, 09 Jun 2026 19:52:29 -0400

Twelve years ago, I wrote a post called “7 tips to make email more acceptable”. At the time, I believed email had become one of the great productivity drains in modern work.

I wasn’t wrong. I was just looking at the wrong problem.

Email was never the real issue. The issue was how we used it.

Since then, organizations have added Teams, Slack, Zoom, WhatsApp, Signal, AI assistants and countless collaboration platforms. These tools promised better communication. In many cases, they simply created more places to check, more messages to process and more expectations to manage.

Microsoft’s 2025 Work Trend Index reported that nearly half of employees and more than half of leaders say their work feels chaotic and fragmented. The average employee now receives 117 emails and 153 Teams messages daily. Employees are also interrupted, on average, every two minutes by a meeting, email or notification.

That is not communication. That is fragmentation.

Harvard Business Review made a similar observation. A Gartner survey cited by HBR found that 38 per cent of employees receive an excessive volume of communications, while only 13 per cent received less information in 2022 than they did the year before.

The problem is not that email failed. The problem is that we kept adding channels without creating better communication discipline.

As a technology and security executive, I also see this as more than a productivity concern. When decisions are scattered across email, chat, text messages, side channels and unmanaged tools, organizations lose context, accountability and institutional memory. They can also create governance, records-retention, privacy and security risks.

The solution is not another tool. It is better judgement.

Email is useful when you need a documented decision, asynchronous communication, referenceable context or coordination across time zones. It is a poor choice for urgency, conflict, emotional nuance, brainstorming or fast clarification.

Leaders set the standard. If executives send non-urgent messages late at night, people notice. If leaders copy large groups to signal visibility rather than accountability, people notice. If leaders reward concise, thoughtful and well-targeted communication, people notice that too.

AI will not solve this on its own. It can summarize threads, draft responses and identify action items. Those are useful capabilities. But AI cannot answer the most important question:

Should this message be sent at all?

Technology can improve efficiency. Only judgement improves effectiveness.

My guidance today is simple:

Choose the right channel.
Respect other people’s attention.
Write clearly and state the decision or action required.
Do not confuse visibility with productivity.
Ask whether the message is necessary.

The original post wasn’t wrong. The tools have changed dramatically, but human behaviour has not.

The challenge was never fixing email.

The challenge was learning how to communicate.

How does your team decide which channel to use, and what behaviours do your leaders reinforce every day?

Ethics and disclosure

This article reflects my personal views and is provided for general informational purposes only. It does not represent the views of my employer, clients, partners or any organization with which I am affiliated.

Nothing in this article should be interpreted as legal, compliance, security, privacy or professional advice. Readers should evaluate their own organizational context, risk profile and regulatory obligations before making decisions.

I do not have a financial relationship with any company or publication referenced in this article. Links are provided for reader convenience and source transparency.

Sources and further reading

Original 2014 post: https://kiledjian.com/2014/11/12/tips-to-make-email-more.html
Harvard Business Review, “How to Spend Way Less Time on Email Every Day”: hbr.org/2019/01/h…
Harvard Business Review, “Reducing Information Overload in Your Organization”: hbr.org/2023/05/r…
Harvard Business Review, “It’s Time to Streamline How We Communicate at Work”: hbr.org/2025/08/i…
Microsoft Work Trend Index, “Breaking down the infinite workday”: www.microsoft.com/en-us/wor…
Arnold, M., Goldschmitt, M., & Rigotti, T. “Dealing with information overload: a comprehensive review”: pmc.ncbi.nlm.nih.gov/articles/…

Keywords

#Email #EmailOverload #Communication #CommunicationSprawl #DigitalWorkplace #WorkplaceCommunication #Leadership #ExecutiveLeadership #CISO #Cybersecurity #InformationSecurity #Privacy #Governance #RiskManagement #Compliance #RecordsManagement #Productivity #KnowledgeWork #HybridWork #RemoteWork #MicrosoftTeams #Slack #Zoom #ArtificialIntelligence #GenerativeAI #AI #WorkplaceAI #InformationOverload #CognitiveLoad #DigitalTransformation #Collaboration #DecisionMaking #CorporateCulture #AttentionManagement #CanadianBusiness

Is Remote Work Creating an Invisible Mental Health Challenge?

Fri, 05 Jun 2026 20:00:32 -0400

A new peer-reviewed study published in Science suggests that one of the largest workplace transformations in modern history may be carrying an unintended consequence: increased social isolation and declining mental health among remote workers.

Researchers analysed data from more than 588,000 American workers across five nationally representative surveys conducted between 2011 and 2024. Their conclusion was clear: remote work increases time spent alone and is associated with measurable declines in mental well-being, particularly among individuals who live alone.

One finding stood out. Workers in occupations that shifted heavily toward remote work spend an additional 1.1 waking hours alone each workday compared with workers in less remote occupations. The study also found increases in mental health service utilization and prescription use among workers in highly remote occupations.

Beyond Productivity

For several years, the conversation around remote work has focused on productivity, flexibility and employee satisfaction. Those are important considerations, and the benefits of flexible work arrangements remain well documented.

This study examines a different question: what happens to human connection when work becomes increasingly remote?

The findings suggest that the workplace serves a purpose beyond task execution. It provides opportunities for informal learning, mentoring, collaboration and social interaction. Conversations before meetings, hallway discussions and spontaneous problem-solving sessions all contribute to a sense of belonging that can be difficult to replicate virtually.

One of the most compelling implications of the research is that proximity to colleagues may be more than a convenience. It may be part of the social infrastructure that supports well-being, collaboration and resilience.

For technology and cybersecurity leaders, this finding is particularly relevant.

Many of our teams are geographically distributed, and remote work has expanded access to exceptional talent around the world. At the same time, trust, mentorship, collaboration and rapid decision-making remain fundamentally human activities.

Strong teams are built on relationships, not just processes and technology.

The study raises an important question: are organizations adequately addressing the social consequences of increasingly remote work models?

The Leadership Challenge

The answer is not a blanket return-to-office mandate.

Remote and hybrid work models provide meaningful benefits to both employees and employers. Flexibility matters. Reduced commuting matters. Access to a broader talent pool matters.

The challenge for leaders is finding the right balance.

As organizations continue to refine their workplace strategies, they must think intentionally about creating opportunities for connection, collaboration and community. Whether through purposeful in-person gatherings, structured mentorship programs or better-designed hybrid experiences, human connection cannot be left to chance.

The data suggests that social isolation is not simply a personal issue. It may be an organizational issue as well.

As leaders, we should be asking ourselves a simple question:

How do we preserve the benefits of flexibility while maintaining the human connections that help people and teams thrive?

Reference

Natalia Emanuel, Emma Harrington and Amanda Pallais, Home Alone: Remote Work, Isolation, and Mental Health, Science, June 2026. oai_citation:3‡Science

Article: oai_citation:4‡science.org

Ethics and Transparency Statement

I have no affiliation with the authors, researchers or publisher of the study discussed in this article and received no compensation or consideration for writing about it.

The purpose of this post is to share and discuss research that may be relevant to business, technology and cybersecurity leaders. Readers should review the original study before making organizational or workplace decisions based on its findings.

Keywords: #RemoteWork #HybridWork #FutureOfWork #Leadership #ExecutiveLeadership #Management #BusinessLeadership #WorkplaceCulture #EmployeeExperience #EmployeeEngagement #MentalHealth #MentalWellness #WorkplaceWellbeing #OrganizationalHealth #HumanConnection #Collaboration #Teamwork #Trust #Mentorship #ProfessionalDevelopment #CorporateCulture #PeopleLeadership #TalentManagement #WorkplaceStrategy #FutureOfLeadership #DigitalWorkplace #TechnologyLeadership #CybersecurityLeadership #CISO #InformationSecurity #BusinessResilience #OrganizationalResilience #Research #Science #WorkplaceInnovation

Sat, 03 Jan 2026 20:42:00 -0400

Remote work option ending for thousands of workers in 2026

Starting in 2026, thousands of workers will see their remote work options end, requiring them to return to the office full-time. This shift impacts provincial employees who will be expected to work five days a week in person.

The "10 Per Cent" Myth: Why AI Capability Does Not Equal a Pink Slip

Fri, 02 Jan 2026 12:30:00 -0400

The headlines are everywhere, and they are designed to stop your scroll: “AI to Replace 1/10 of the Workforce.”

It is a terrifying number. It represents millions of livelihoods reduced to a statistic. But as a chief information security officer, I do not deal in headlines. I deal in risk, audits and rigorous data analysis.

When you strip away the hype and audit the primary sources released in late 2025—specifically from Project Iceberg (MIT), Yale and McKinsey—a completely different reality emerges.

We are confusing technical exposure with actual displacement.

Here is the fact-based reality of the AI labour market as we enter 2026.

The Audit: Capability vs. Likelihood

The viral “10 per cent” statistic stems from Project Iceberg (led by MIT and partners), published in November 2025. Researchers found that AI has the technical capability to automate tasks representing 11.7 per cent of the U.S. economy’s wage value.

In the world of risk assessment, however, capability is only half the equation. You must also calculate likelihood.

Just because a task can be automated does not mean it will be today. History proves that the gap between technical feasibility and widespread adoption is measured in decades, not fiscal quarters. Cloud has been enterprise-viable for well over a decade, yet a vast portion of enterprise workloads remain on premises.

The Reality: In 2025, while AI could theoretically perform the work of millions, announced job-cut plans explicitly attributed to AI totaled approximately 55,000 through November (Source: Challenger, Gray & Christmas).

The Context: That represents approximately 0.03 per cent of the U.S. labour force. The theoretical avalanche is, in practice, a statistical rounding error.

The “Zero Disruption” Verdict

If 10 per cent of jobs were vanishing, the macroeconomic data would be screaming. Instead, it is barely whispering.

A comprehensive study by Yale University’s Budget Lab (October 2025) analyzed labour market data from the launch of ChatGPT in late 2022 through to late 2025. Their conclusion was blunt: “No discernible disruption.”

Three years into the generative AI revolution, aggregate data shows stability, not collapse. We are not witnessing a displacement crisis; we are witnessing a retooling phase.

It Is Not About Jobs—It Is About Tasks

The most critical distinction lost in the media noise is the difference between a job and a task.

A job is a complex bundle of responsibilities. Some are routine (data entry, scheduling, basic coding). Others require judgment, empathy, strategy and accountability. AI is exceptional at the former and still limited in the latter.

McKinsey’s November 2025 analysis suggests that while over half of work hours are exposed to automation, this typically results in augmentation, not replacement. When AI automates 20 per cent of your routine tasks, you do not lose your job; you gain 20 per cent of your capacity back to focus on high-value work that algorithms cannot touch.

The Hidden Risk: Geography

While the media focuses on Silicon Valley, Project Iceberg reveals a “hidden” risk. The study distinguishes between “Surface Index” exposure (visible technology roles) and “Hidden” exposure (administrative and financial back-office roles).

The data shows that states with heavy financial and administrative sectors—like Delaware in the U.S.—have higher theoretical exposure than pure technology hubs.

The Canadian Implication: Applying this logic to Canada, the financial corridors of Toronto and our administrative centres likely face higher exposure than our tech hubs. This suggests the transition will be a slow, quiet evolution of white-collar workflows, not a sudden “tech bubble” burst.

The Bottom Line

Is the labour market changing? Absolutely. Is 10 per cent of the workforce being replaced tomorrow? The data says no.

The 11.7 per cent figure is a map of exposure, not a forecast of unemployment. It tells us what could change, not what is changing next Tuesday.

The risk isn’t that AI will take your job overnight. The risk is failing to learn the tools that will define the next decade. As professionals, we need to move past the fear of replacement and focus on fluency.

Map tasks, not titles. Measure adoption, not headlines.

Data sources: Project Iceberg/MIT (Nov. 2025); Yale Budget Lab (Oct. 2025); McKinsey Global Institute (Nov. 2025); Challenger, Gray & Christmas (2025).

Disclaimer & Ethics Statement: This article was drafted with the assistance of AI tools to synthesize large datasets from the cited reports (MIT, Yale, McKinsey). All data points, logic and conclusions were independently audited and verified by the human author.
The content provided here is for informational purposes only and does not constitute career or financial advice.
The views expressed are my own and do not necessarily reflect the official policy or position of my employer.

#AI #FutureOfWork #CISO #RiskManagement #CanadianBusiness

Keywords: #AI #ArtificialIntelligence #FutureOfWork #WorkforceTransformation #DigitalTransformation #Productivity #Automation #Augmentation #Jobs #Skills #Reskilling #Upskilling #Leadership #Strategy #Innovation #RiskManagement #CISO #CyberSecurity #Governance #Compliance #Audit #DataDriven #EvidenceBased #TechPolicy #LabourMarket #EconomicTrends #Workplace #Operations #ChangeManagement #Canada #CanadianBusiness #Toronto #McKinsey #MIT #Yale

Sun, 02 Nov 2025 17:01:00 -0400

Geoffrey Hinton says tech giants can’t profit from AI investments unless human labor is replaced | Fortune

According to Geoffrey Hinton, tech giants cannot profit from their AI investments without replacing human labor. He believes that the massive capital expenditures by companies like Microsoft, Meta, and Alphabet are predicated on the idea of widespread job displacement by AI, though he acknowledges AI’s potential for good in fields like healthcare and education.

Built to fail: the structural indicators that doom CISOs

Tue, 14 Oct 2025 09:37:13 -0400

If nearly a quarter of Fortune 500 chief information security officers last just one year in the role, we need to stop asking what’s wrong with CISOs—and start asking what’s wrong with how we set them up.

The narrative around CISO failure follows a familiar pattern: breach happens, heads roll, organisation brings in a “better” security leader. Rinse and repeat. But when 24 per cent of Fortune 500 CISOs have been in their current position for an average of just one year—with overall average tenure of 26 months, according to Cybersecurity Ventures’ 2020 Fortune 500 CISO analysis—compared to 4.9 years for other C-suite executives, the problem isn’t the talent pool. It’s the fishbowl.

After analysing dozens of recent research studies from leading firms, a clear pattern emerges: most “failing” CISOs aren’t failing. They’re being structurally failed by their organisations long before they arrive.

The credibility paradox: authority without power

Consider a composite scenario reflecting common patterns: Sarah REDACTED lasted 11 months as CISO at a mid-sized financial services firm. She identified critical vulnerabilities, presented remediation plans to the board and watched her recommendations get tabled—twice. When a breach inevitably occurred, she was out within weeks.

Her mistake wasn’t technical. It was accepting a role where she had responsibility without authority.

Seventy-nine per cent of CISOs report feeling boardroom pressure to downplay the severity of cyber risks, according to Trend Micro’s 2024 CISO Credibility Gap research. One-third say cybersecurity is still treated as part of IT rather than business risk.

This is the credibility paradox in action. Boards hire CISOs to manage existential risk, then treat them as technical support staff reporting to the CIO.

Gartner’s 2024 Board of Directors Survey shows that 84 per cent of directors classify cybersecurity as a business risk. Meanwhile, other research indicates a persistent literacy gap at the board level, creating a governance blind spot.

The warning signs are structural:

Reporting structure matters. When a CISO reports to the CIO, they face an inherent conflict of interest. The CIO is typically measured on speed, innovation and uptime—delivering projects on time and keeping systems running. The CISO’s mandate often requires slowing down deployments, adding security controls and occasionally saying no. When forced to choose between project deadlines and security requirements, even well-intentioned CIOs face impossible trade-offs.

Regulators are taking notice. In Canada, OSFI’s Guideline B-13 on technology and cyber risk management expects roles like the CISO to have “appropriate stature and visibility” within federally regulated financial institutions—an explicit cue that buried reporting structures undermine effective oversight.

Board access predicts satisfaction. IANS Research found that CISO satisfaction with leadership’s handling of security budget requests drops dramatically without regular board engagement: just 28 per cent of those without board contact are satisfied versus 57 per cent with at least infrequent interaction.

It’s like hiring a fire chief, ignoring their warnings about faulty wiring, then blaming them when the building burns down.

The resource mismatch

Here’s the pattern that predicts CISO failure with frightening accuracy: growing security mandates paired with shrinking (or lagging) budgets.

Team8’s 2025 CISO Village Survey shows that 52 per cent of CISOs report a budget increase in 2025—down from 70 per cent in 2024. Meanwhile, the attack surface expands, AI-enabled threats accelerate and regulatory requirements intensify.

The data is damning. Only 29 per cent of CISOs report having proper budget for cybersecurity initiatives, Splunk’s 2025 CISO Report indicates. More critically: 62 per cent said postponing an upgrade due to budget cuts led to a successful attack.

Every department head argues for more budget—marketing, R&D, operations. But cybersecurity budget requests are fundamentally different. Unlike a marketing campaign with measurable ROI or a product launch with revenue projections, security spending prevents catastrophic loss. It’s insurance, not a growth investment. The CISO’s success is often invisible—a breach that didn’t happen.

IBM’s Cost of a Data Breach Report 2024 found that the average breach costs USD $4.88 million—up 10 per cent year over year (and up from $3.86 million in 2020). Yet organisations consistently underinvest in prevention while absorbing massive costs after incidents.

The test is simple: has your security budget grown proportionally to your attack surface? Can your CISO articulate which risks are being accepted due to resource constraints—and has leadership formally acknowledged those decisions?

If not, you’re not setting your CISO up for success. You’re setting them up as a future scapegoat.

The culture cascade

In 2019, Capital One experienced a massive data breach affecting over 100 million customers. Post-breach reporting revealed something more troubling than the technical vulnerability: employees had raised concerns about high turnover in the cybersecurity unit, with about one-third leaving in 2018 alone.

The breach wasn’t just a technical failure. It was a cultural collapse that manifested as a security incident.

A 2024 survey reported by InformationWeek found that 66 per cent of cybersecurity professionals said their job was more stressful than five years ago. Earlier research covered by Help Net Security found that leaders were seeing rising turnover, with one in five security professionals considering leaving within six months—a durable warning signal.

This isn’t normal attrition. This is a toxicity indicator.

The warning signs are recognisable. When security is treated as a mere compliance requirement rather than fundamental risk management, it weakens overall resilience and leads to bare-minimum adherence.

Public shaming after security incidents creates a fear-based culture. If employees fear repercussions for mistakes, they’re less likely to report incidents or vulnerabilities, leading to unaddressed security gaps.

The “zero-intrusions-allowed” mindset punishes defenders for uncovering problems rather than rewarding resilience. As Rob Lee, chief of research at SANS Institute, told Dark Reading: “Organisations with this mindset expect absolute perfection and blame security teams even when threats are successfully detected and mitigated.”

The cascade effect is measurable. Between 2022 and 2023, CISO satisfaction fell by 10 points to 64 per cent, while those open to a job change rose to 75 per cent, according to IANS Research’s 2023–2024 benchmark report.

Your security team’s turnover rate is a leading indicator of impending CISO failure. If it exceeds 20 per cent annually, you don’t have a hiring problem—you have a culture problem.

The board–CISO gap

Picture this scene, repeated in boardrooms across North America: a CISO presents mean time to detect, vulnerability counts and patch compliance rates. Board members nod politely, then ask: “But are we secure?”

It’s the wrong question, asked by people who don’t have the context to ask better ones.

PwC research shows that 59 per cent of directors admit they struggle to understand cyber-risk drivers. This knowledge gap creates a dangerous dynamic: boards can’t effectively oversee what they don’t understand, yet they hold CISOs accountable when things go wrong.

The communication gap is a shared failing. CISOs must translate technical risks into business language—this is a fundamental executive responsibility. CFOs translate complex accounting standards for boards. General counsel translate legal risk. Security leaders must do the same.

But effective oversight requires both a skilled translator and an educated audience. Splunk’s 2025 CISO Report found that among respondents who indicated a “very good” or “excellent” CISO-board relationship, 44 per cent of CISOs believed they were adequately communicating security-milestone progress, while only 29 per cent of board members believed the same.

Even when CISOs think they’re communicating well, boards disagree. This suggests the problem isn’t just translation—it’s comprehension.

Boards have a fiduciary duty to develop sufficient literacy to govern one of the organisation’s most significant risks. Only 29 per cent of organisations report having at least one board member with cybersecurity expertise. Effective governance is a two-way street.

The liability trap

On Oct. 30, 2023, the U.S. Securities and Exchange Commission did something unprecedented: it charged a CISO individually—SolarWinds’ Timothy Brown—marking the first time the SEC had charged a cybersecurity executive directly.

While a July 2024 court ruling dismissed most claims, the parties reached a preliminary settlement in July 2025, with a Sept. 12, 2025, deadline set for final paperwork pending SEC Commissioner approval.

The shockwave is still reverberating through security leadership.

More than half of private-company CISOs lack protections like directors and officers (D&O) insurance or indemnification, according to Hitch Partners’ 2025 CISO Security Leadership Survey.

The issue isn’t accountability itself—holding executives personally accountable for their domains is good governance. The Sarbanes-Oxley Act did this for CFOs, improving financial transparency.

The problem is the dangerous imbalance. CISOs are being asked to accept CEO-level liability without CEO-level authority, resources or protections. This creates a trap where they’re held responsible for outcomes they don’t have the power to control.

Court documents show that Brown had flagged the organisation’s security as “very vulnerable” shortly after joining, yet externally the company asserted it “placed a premium on the security of its products.”

Splunk’s 2025 report found that one in five CISOs had been pressured not to report a compliance issue. When personal liability enters the equation, that pressure intensifies.

The self-assessment framework

Rate your organisation honestly on these eight indicators:

1. Authority alignment
Does your CISO have budget authority matching their responsibility?
Red flag: CISO must seek approval for every tool and hire

2. Access deficit
How many organisational layers separate your CISO from the CEO?
Red flag: CISO reports to CIO/CTO who reports to CEO

3. Board engagement quality
Quarterly strategic sessions or annual compliance check-ins?
Red flag: Board sees CISO only after incidents

4. Team stability
Security team turnover rate versus company average?
Red flag: Turnover exceeds 20 per cent annually

5. Resource reality
Has security budget grown proportionally to attack-surface expansion?
Red flag: Flat security budget while the organisation doubles in size

6. Communication effectiveness
Can your board understand CISO reports without translation?
Red flag: Board asks “But are we secure?” after presentations

7. Culture indicators
Can security team members report mistakes without fear?
Red flag: Security incidents followed by blame sessions

8. Liability protection
Does your CISO have D&O coverage or indemnification?
Red flag: No liability protection while facing personal legal risk

Scoring:

Zero to two red flags: your CISO has a fighting chance
Three to four red flags: high risk of failure within 24 months
Five or more red flags: you’re not retaining your next CISO

The fix—before it’s too late

For boards
Stop treating cybersecurity as a technical problem requiring a technical solution. Boards should already understand security as business-critical.
Invest in board education. If you can’t explain the difference between a vulnerability scan and a penetration test, you can’t effectively oversee security.
Create psychological safety for bad news. Trend Micro found that 79 per cent of CISOs feel pressure to downplay risks—that pressure comes from you.

For CEOs
Recognise that CISO turnover is a leading indicator of organisational dysfunction, not individual failing. When 24 per cent of Fortune 500 CISOs last just one year, systemic issues are at play.
Make security a team sport. Build security into objectives and key results (OKRs) and key performance indicators (KPIs) across the organisation. When security aligns with individual success metrics, it stops being “extra work” and starts being core business.

For CISOs
The structural issues outlined here don’t absolve security leaders of their responsibility to adapt and influence. The most effective CISOs recognise these headwinds and actively work to overcome them by becoming masterful translators of risk and skilled internal diplomats.
However, when structural flaws run too deep, even the most talented leader will fail. Ask these questions during the hiring process:

Who does this role report to, and why?
How often does the CISO present to the board, and what’s covered?
What’s the security team’s turnover rate?
What happened to the last person in this role?
What budget authority comes with the position?
What liability protections are provided?

If the answers reveal structural problems, walk away. For CISOs already in structurally flawed roles, start reframing the conversation. Quantify accepted risks in financial terms and present the board with clear, business-aligned choices rather than technical warnings.
Life’s too short to take a job designed for failure.

The real measure of success

The conversation about CISO failure needs reframing. A successful CISO isn’t one who prevents all breaches—that’s impossible. A successful CISO operates in an organisation that enables them to identify risks, communicate them effectively, secure resources to address them and maintain a resilient team.

The real question isn’t “Is our CISO good enough?” It’s “Have we created conditions where excellent CISOs can succeed?”

SOCRadar’s 2024 analysis shows that the average tenure of a CISO is roughly 26 months—significantly lower than other C-suite roles. That’s not a CISO problem. That’s an organisational design problem.

Before you hire your next CISO—or judge your current one—audit the structure first. Because if you’ve built a fishbowl where even the best fish suffocate, the problem isn’t the fish.

It’s time to fix the fishbowl.

Disclaimer

This publication is for general information only and does not constitute legal, compliance, financial or other professional advice. The views expressed are the author’s own and do not necessarily reflect those of any current or former employer, board, client or affiliate. Examples of individuals are composites unless expressly identified; any resemblance to real persons is coincidental. References to organisations, incidents, studies and statistics are drawn from publicly available sources believed to be reliable as of Oct. 14, 2025, but accuracy and completeness are not guaranteed. Nothing herein alleges misconduct by any specific individual or organisation. Do not act on this information without obtaining advice suited to your circumstances. If you believe any material is inaccurate, please contact the author to request a correction or removal.

#CISO #Cybersecurity #InfoSec #CyberRisk #RiskManagement #GRC #BoardGovernance #CorporateGovernance #BoardEducation #SecurityLeadership #SecurityCulture #SecurityBudget #CyberResilience #IncidentResponse #BusinessContinuity #DataProtection #Privacy #Compliance #RegulatoryCompliance #OSFI #OSFIB13 #TechnologyRisk #AIThreats #Ransomware #ZeroTrust #IdentitySecurity #ThirdPartyRisk #SupplyChainSecurity #SecurityStrategy #EnterpriseSecurity #CanadianBusiness #FinancialServices #DandOInsurance #Liability #RiskOversight

The great resignation is over. Welcome to the era of 'job clinging.'

Mon, 29 Sep 2025 11:30:32 -0400

In an uncertain economic climate, a new trend is emerging in the global workforce: “job clinging.” Workers, increasingly anxious about their prospects, are choosing to stay in their current roles — often delaying job searches despite dissatisfaction. This phenomenon, born of economic pressure and a cooling labour market, has significant implications for employees, businesses, and the broader economy. While its roots are visible in the United States, its effects are rippling across the world in different ways.

The great stagnation: a workforce on pause

The U.S. labour market, after a period of post-pandemic churn, is now showing clear signs of slowing. The U.S. Bureau of Labor Statistics recently revealed in a preliminary revision that 911,000 fewer jobs were added in the year ending March 2025 than initially reported, underscoring the slowdown. The agency says the quits rate, which measures voluntary departures, has stabilized at around 2.0 per cent, one of its lowest points in years. This reluctance to switch jobs, combined with a slower hiring pace, is potentially leading to a less dynamic and innovative economy.

The high price of unhappiness

The data on worker satisfaction is stark. A 2025 Gallup poll found that, globally, only about one in five employees are actively engaged at work. This widespread disengagement is linked to a rise in burnout and a decline in mental well-being, and it comes with a hefty price tag. Based on a 2023 global meta-analysis, Gallup estimated that for a company with 1,000 employees, disengagement can lead to about five million dollars in lost productivity annually. The same study found a disengaged worker can cost their company within a range of $4,000 to $21,000 a year, depending on their role.

Globally, Gallup estimates that low employee engagement costs the economy a staggering $9.6 trillion (USD) a year — roughly CAD 13 trillion — representing about nine per cent of the world’s gross domestic product.

A global phenomenon with local variations

While the trend is pronounced in North America, its expression varies based on local culture and economic policy.

— In Canada, the labour market is also cooling but appears more resilient. Statistics Canada says the national unemployment rate held steady at 6.5 per cent in its latest survey. A report from the Toronto-based recruitment firm Robert Half indicates that more than half of Canadian companies plan to add new permanent positions in the second half of 2025, suggesting the demand for skilled talent remains a powerful incentive for mobility.

— Across Europe, stronger social safety nets create a different dynamic. In economies like Germany or France, where job turnover is traditionally lower, the trend manifests less as “clinging” and more as deepening disengagement amid high inflation and regional instability.

— The Asia-Pacific region presents a divided picture. In Japan, where lifetime employment is fading, recent reports show that as many as 45 per cent of workers say they are “quiet quitting” — the term for giving only the minimum effort required. Conversely, in India, a nation with a massive young demographic, the primary challenge is not stagnation but fierce competition for job creation and career advancement.

Deeper currents: global forces shaping the workforce

This shift toward workforce stagnation is amplified by several powerful, long-term global forces.

— The Skills Gap: Businesses worldwide report a growing mismatch between the skills they need and those their employees possess. This is exacerbated by AI and automation, which are displacing routine tasks and forcing a rapid need for upskilling. This gap can cause workers with “safe” but potentially obsolete skills to hold onto their roles.

— Demographic Shifts: Many developed countries, from Italy to Japan, are navigating the challenges of an ageing population. With fewer young people entering the workforce, experienced employees may feel secure, but this can lead to a lack of internal innovation.

— Structural Economic Changes: In many Western nations, decades of productivity gains outpacing wage growth have eroded the financial rewards of changing jobs. While the U.S. federal minimum wage has not increased since 2009, many individual states have implemented significantly higher rates, creating a complex national wage landscape.

Navigating the new reality: a global approach

In this new landscape, fostering a dynamic workforce is a shared responsibility. Rather than simply accepting stagnation, leading economies are experimenting with proactive solutions.

Singapore’s SkillsFuture program, for instance, provides citizens with credits to subsidize continuous education throughout their careers. Similarly, Germany’s renowned dual training system integrates classroom and on-the-job training, ensuring its workforce remains adaptable.

These initiatives underscore a critical lesson: career security no longer comes from clinging to a single job, but from a commitment to continuous learning. For both employees and employers, investing in skills is the most effective strategy to build a productive, engaged, and resilient workforce for the future.

Keywords: #JobClinging #WorkforceTrends #CareerGrowth #FutureOfWork #EmployeeEngagement #WorkplaceCulture #GlobalEconomy #LabourMarket #JobMarket #WorkplaceTrends #WorkplaceWellness #WorkforceDevelopment #SkillsGap #Automation #AI #Upskilling #Reskilling #Burnout #QuietQuitting #EmployeeRetention #WorkplaceInnovation #GlobalTrends #CareerDevelopment #WorkplaceStrategy #WorkplaceDynamics #HRTrends #LabourForce #FutureJobs #WorkplaceTransformation #EmployeeExperience #WorkplaceMotivation #WorkplaceChallenges #JobSatisfaction #WorkforceStrategy #CareerPlanning

Book Summary: The Languages of Leadership by Wendy Born

Mon, 19 May 2025 04:30:00 -0400

The Languages of Leadership by Wendy Bourne

Key Message

Being an effective leader requires mastering a set of core behaviours and communication styles. These "languages of leadership" styles can help you influence your team, peers, and superiors.

Focus on Yourself First

Leadership starts with self-improvement.
Avoid blaming others and focus on your circle of influence, not your circle of concern.
Take things personally—enough to care and grow, but not to the point of burnout.
Improve interpersonal skills by engaging with others beyond email—use face-to-face communication to build connections.

Assess Your Leadership Level

Six levels of leadership:
1. Isolated – manipulative, self-centred.
2. Interested – engaged but lacks respect.
3. Involved – average team player, overburdened.
4. Integrated – visible, shows potential.
5. Influenced – respected networker who delivers results.
6. Inspired – innovator, widely trusted and connected.
Honest self-reflection is key to advancing upward.

The Active Leader – Courage and Strength

Courage: Face fears by preparing in advance. Speak up respectfully, even if it's uncomfortable.
Strength: Make tough calls with empathy. Balance integrity with morale.
Lead by example to cultivate a courageous and resilient team culture.

The Directive Leader – Environment and Power

Engineer your environment: Observe, interpret, and intervene.
Example: Move meetings outside the office to avoid distractions.
Transparency: Share your thought process and intentions openly.
Abdicate power: Trust others with responsibility. Save energy for critical battles.
Make your boss look good when appropriate.

The Perceptive Leader – Trust

Build trust through credibility, respect, and fairness.
Demonstrate trust in others by empowering them.
Avoid the five trust killers: inaction, competition, fear, blame, and gossip.
Prioritize collaboration over rivalry to strengthen team unity.

The Perceptive Leader – Vulnerability

Vulnerability is not weakness; it builds human connection.
Show humility: say "I'm sorry," ask for help, admit mistakes.
Balance vulnerability with confidence to avoid appearing manipulative.
Use one-on-one meetings to empathize and connect personally.
Self-awareness is essential: Choose the right leadership language based on context.

Final Thought

To master leadership:

Rotate through the six languages depending on context.
Set clear expectations and enforce accountability.
Learn to say no with conviction.
The best leaders are self-aware, adaptable, and authentic.

Keywords: #Leadership #SelfAwareness #Courage #Strength #Trust #Vulnerability #Influence #Teamwork #EmotionalIntelligence #Communication #ExecutivePresence #Integrity #Respect #PowerDynamics #StrategicThinking #ActiveLeadership #DirectiveLeadership #PerceptiveLeadership #Mentorship #OrganizationalCulture #Authenticity #DecisionMaking #VisionaryLeadership #Empowerment #WorkplaceCulture #MotivationalLeadership #ProfessionalGrowth #ServantLeadership #PerformanceManagement #ConflictResolution #FeedbackCulture #Resilience #Transparency #EffectiveLeadership #LeadershipDevelopment

Book Summary: The Tyranny of Email by John Freeman

Thu, 15 May 2025 04:30:00 -0400

Email's Origins and Control

Historically, long-distance communication was the domain of the powerful—governments and the Church—who used it to consolidate control. From the Persian Empire's horse posts to the Catholic Church's scrolls, the common population had no access to reliable long-distance mail until well into the 19th century.

Rise of Public Mail

Postcards and letters became accessible in the late 1800s due to education reforms and infrastructure investments. Mail turned personal and widespread, spawning new social behaviours such as chain letters, anonymous insults, and early versions of spam.

The Telegraph Changes Everything

The telegraph revolutionized communication by enabling real-time messaging across vast distances. It compressed perceptions of space and time, introduced information overload, and laid the groundwork for a more anxious, always-on society.

Email's Dominance and Downside

By 2007, email had replaced telegrams and physical letters, with 35 trillion messages sent annually. It is fast, costless, and ubiquitous—but its efficiency comes at the cost of mental well-being, constant interruptions, and perpetual availability.

Addiction and Brain Impact

Email checking triggers dopamine responses, creating compulsive behaviour. Overuse shifts brain function from memory retention to repetitive action, lowering cognitive performance and empathy, which is especially dangerous for adolescents in developmental phases.

Disruption to Daily Life

Email undermines our sense of accomplishment, causes sleep deprivation, and affects interpersonal relationships. Even family time is compromised as people multi-task digital communication during intimate moments.

Taking Back Control

To mitigate email's negative effects:

Check email at fixed times during work hours.
Avoid email upon waking or before sleep.
Use concise, subject-driven writing.
Promote face-to-face or phone communication for complex topics.
Maintain physical writing tools and reorganize your workspace so it does not revolve solely around screens.

Final Thought

Email is transformative but powerful. Without mindful boundaries, it shifts from a tool to a tyrant.

Keywords: #DigitalWellness #EmailAddiction #JohnFreeman #InformationOverload #InboxZero #TechDetox #EmailStress #ProductivityTips #Communication #AttentionSpan #DigitalBalance #Unplug #ModernLife #Neuroscience #MentalHealth #Burnout #WorkplaceCulture #EmailEtiquette #SleepDeprivation #DigitalMinimalism #Focus #Mindfulness #TimeManagement #InfoTech #CognitiveLoad #AlwaysOnCulture #HealthyHabits #WorkLifeBalance #EmailBoundaries #Distraction #DigitalAge #WorkSmart #RemoteWork #PhoneFatigue #TechLife

Book Summary: The Power of Full Engagement by Jim Loehr and Tony Schwartz

Mon, 05 May 2025 04:30:00 -0400

Key Idea
Managing energy—not time—is the key to high performance, personal renewal, and sustainable productivity. Instead of cramming more into our days, we should seek to better manage our four energy dimensions: physical, emotional, mental, and spiritual.

Managing Energy Over Time
Time is finite, but energy can be expanded and renewed. Many professionals burn out because they focus on time management while ignoring their energy depletion. Regular breaks and aligning with natural energy rhythms can enhance focus and productivity.

The Four Dimensions of Energy
Peak performance requires cultivating all four types of energy:

Physical: Fuelled by sleep, nutrition, hydration, and exercise. Small changes like walking more or staying hydrated can greatly increase capacity.
Emotional: Sustained through joy, connection, and positive relationships. Avoiding energy-draining negativity is critical.
Mental: It is enhanced by focus, realistic optimism, and the ability to manage distractions. Regular downtime is essential for creativity.
Spiritual: Rooted in purpose and values. Acting with integrity and aligning your work with your beliefs drives motivation and resilience.

Training and Recovery
Like muscles, energy grows through stress and recovery. Strategic breaks, rituals, and pushing outside one's comfort zone expand capacity. Skipping rest leads to diminished returns and eventual burnout.

Creating Positive Rituals
Most of our behaviours are habitual. We can automate decisions and preserve willpower by creating intentional, energy-boosting rituals. Rituals aligned with personal values lead to consistent performance and balanced living.

Harnessing Emotional Energy
Emotional resilience allows us to recover from setbacks, regulate stress, and engage positively with others. Doing things we enjoy and making time for emotional renewal is critical to staying engaged.

Mental Focus and Creativity
Sustaining concentration while fostering creativity means using both hemispheres of the brain. Mental training includes practising realistic optimism and allowing unstructured time to process ideas subconsciously.

Living with Purpose
Spiritual energy derives from a sense of purpose. A motivating vision tied to one's core values increases energy, provides direction, and elevates performance beyond self-interest.

Aligning with Core Values
When our actions align with our values, we gain clarity, confidence, and stamina. Creating a vision statement helps keep behaviours on track with what matters most.

Facing Truth and Accepting Limitations
Avoiding hard truths saps energy. Honest self-assessment enables growth. Accepting criticism, acknowledging limitations, and taking responsibility increase resilience and fuel positive change.

The Role of Rituals in Sustained Engagement
Rituals help manage energy automatically. They reduce the burden on self-discipline and improve consistency. Priming behaviours, such as swapping unhealthy habits for beneficial ones, builds a foundation of sustainable performance.

Final Thought
We must renew and expand our energy to perform at full capacity, not stretch our time. We create a life of sustained excellence and personal fulfilment by aligning our actions with our values and cultivating energy in all four dimensions.

Keywords: #EnergyManagement #FullEngagement #PeakPerformance #TimeManagement #Productivity #WorkLifeBalance #EnergyCapacity #EmotionalEnergy #PhysicalHealth #MentalFocus #SpiritualEnergy #PurposeDriven #LifeOptimization #HighPerformance #SelfLeadership #StressRecovery #IntentionalLiving #FocusAndClarity #SelfDiscipline #WorkSmarter #CreativeThinking #PositiveHabits #PerformanceCoaching #DailyRituals #SustainableSuccess #PerformanceEnergy #HealthAndWellness #VisionDriven #MindfulLiving #EnergyRenewal #PersonalGrowth #LeadershipDevelopment #PerformanceMindset #EmotionalResilience #PurposeAndValues #OptimalLiving

How to Match Your Experience to Job Descriptions Using AI

Fri, 02 May 2025 11:42:00 -0400

TL;DR:
Customizing your application to match job descriptions directly boosts your chance of securing interviews. Generative AI helps you strategically align your skills and experience with employer expectations.

AI & HR Expert Insights:

Prompt Engineering Tip: Ask AI to identify gaps between your resume and the job description. For example: "Compare my resume to this job posting and suggest areas for improvement."
Human Oversight: Critically assess AI suggestions to ensure they genuinely enhance your application without misrepresenting your qualifications.
Bias Awareness: Ensure that the modifications maintain an inclusive tone and do not inadvertently introduce biased language.

Micro-Action:
Take a job description of interest and use AI to evaluate your resume against it. Implement changes that authentically strengthen your alignment with the role.

Closing Thought:
Attention to detail is a powerful differentiator. What’s your best strategy for tailoring applications without losing your authentic voice? I’d love to hear.

Keywords:
#jobdescription #jobmatch #ChatGPT #generativeAI #cybersecurity #privacy #ITjobs #resumeoptimization #applicationtips #ATSfriendly #keywordstrategy #cybercareers #compliance #riskassessment #GDPR #datasecurity #careeradvice #professionalbranding #cybersecuritycareers #Canadianjobs #globaljobsearch #AItools #professionalwriting #resumeandcoverletter #jobinterviewprep #careerstrategy

Book Summary: What the Most Successful People Do Before Breakfast by Laura Vanderkam

Thu, 01 May 2025 04:30:00 -0400

Summary
Life often feels like a blur of tasks and responsibilities. Laura Vanderkam presents a framework that helps individuals make the most of their mornings, weekends and work hours. Through strategic planning and consistent routines, success can be designed into daily life. The central message: the most successful people don't wait for time—they make time, starting in the morning.

Start the day with what matters most
Early mornings are an underutilized asset. By doing non-urgent but meaningful activities like exercise, reading or long-term projects before the day begins, you can gain a sense of accomplishment and direction. High performers often wake before 6 a.m. to ensure they use this time intentionally.

Focus mornings on high-value tasks
Morning routines should not be filled with reactive tasks like checking emails. Instead, focus on strategic work, relationship building or personal growth. Use mornings to concentrate on activities that yield long-term benefits, such as deep work or learning.

Use mornings to nurture relationships and self-care
Even busy professionals can find time in the morning for quality family time or self-care. This includes sharing breakfast with loved ones, meditating or enjoying solitude. Prioritizing relationships and personal well-being early in the day sets a positive tone.

Track your time and define your ideal morning
Understanding how time is spent allows for meaningful change. Begin by keeping a log of your week to identify wasted time or inefficiencies. Then, define what your ideal morning looks like and adjust your current habits accordingly.

Plan the logistics and ease into new habits
Once you know what your ideal morning includes, determine how much time is required and adjust your routine incrementally. Avoid making too many changes at once. Introduce new habits gradually and reward yourself for maintaining them.

Make weekends count with anchor activities
Instead of letting weekends slip by, plan three to five meaningful activities. Anchor activities can include family outings, hobbies or rest. Avoid aimless downtime dominated by screen time by planning in advance and savouring the anticipation.

Create a dream list and include planned rest
Writing down 100 dreams helps identify enjoyable and achievable weekend activities. Use loose planning for balance and include rest as part of your structure. Teach children the importance of downtime by modelling it deliberately.

Track work hours to expose inefficiencies
Professionals often misjudge how much time they spend working. Tracking time can reveal overestimations and help realign efforts toward meaningful tasks. Use time logs to plan your workweek with focus and purpose.

Plan daily wins and reduce unproductive tasks
Setting small, achievable daily goals contributes to long-term success. Share your goals with an accountability partner. Eliminate or reduce time spent on low-impact activities, like excessive email, to focus on work that moves your goals forward.

Build career capital and practice with intent
To grow professionally, cultivate career capital—skills, experience, relationships—and practise deliberately. Be proactive in seeking feedback and improving. Celebrate small wins and maintain visibility into your progress to increase fulfilment and drive.

Conclusion
With better time awareness and strategic planning, mornings, weekends and workweeks can be transformed into engines of success. Making intentional choices leads to better outcomes both personally and professionally.

Keywords: #TimeManagement #MorningRoutine #WorkLifeBalance #PersonalGrowth #CareerDevelopment #GoalSetting #EarlyRiser #SelfDiscipline #ProductivityHacks #IntentionalLiving #Habits #Routine #WeekendPlanning #QualityTime #LifeDesign #Motivation #Mindfulness #Focus #Resilience #SelfCare #FamilyTime #Reflection #SuccessMindset #Planning #WorkSmarter #DailyRoutine #HighPerformance #LifeHacks #Efficiency #EnergyManagement #LifeBalance #Leadership #Accountability #DreamBig #TrackYourTime #MeaningfulWork

Book Summary: What the Most Successful People Do Before Breakfast by Laura Vanderkam

Thu, 01 May 2025 04:30:00 -0400

How to Boost Your LinkedIn Profile Using Generative AI

Thu, 01 May 2025 04:30:00 -0400

TL;DR:
LinkedIn is a global platform where your professional story is visible to recruiters 24/7. Generative AI tools like ChatGPT can help create stronger headlines, summaries, and experience sections that attract opportunities.

AI & HR Expert Insights:

Prompt Engineering Tip: Use prompts that define your professional brand. Example: "Create a LinkedIn summary for a cybersecurity expert with 10 years of experience in cloud security and compliance."
Human Oversight: Ensure that the AI-generated content aligns with your personal brand and accurately represents your career journey.
Bias Awareness: Be vigilant about unintentional biases in language that may affect how your profile is perceived across different cultures and industries.

Micro-Action:
Review your current LinkedIn headline and summary. Use AI to suggest enhancements, then refine the output to ensure it authentically represents you.

Closing Thought:
Your LinkedIn presence is part of your professional legacy. What part of your profile are you most proud of—or planning to enhance next? Let's exchange ideas.

Keywords:
#LinkedIn #LinkedInProfile #ChatGPT #generativeAI #personalbranding #cybersecurity #privacy #ITcareers #careerbranding #professionalprofile #careerstrategy #networking #careerdevelopment #cloudsecurity #compliance #riskmanagement #GDPR #cyberjobs #professionalnetworking #jobsearch #ITjobs #privacyofficer #cybersecurityanalyst #careeradvancement #globaljobs #professionalwriting

How to Use AI to Write Tailored Cover Letters for Cybersecurity and Privacy Roles

Wed, 30 Apr 2025 04:30:00 -0400

TL;DR:
Cover letters remain critical for standing out to employers. Generative AI tools like ChatGPT can help craft tailored, impactful letters aligned with specific cybersecurity, privacy, and IT roles.

AI & HR Expert Insights:

Prompt Engineering Tip: Provide AI with specific details about the job and your relevant experiences. For instance: "Draft a cover letter for a Privacy Analyst role at XYZ Corp, emphasizing my experience with GDPR compliance."
Human Oversight: Customize AI-generated drafts to reflect your unique voice and motivations. Authenticity resonates more with hiring managers than generic content.
Bias Awareness: Review the content for any biased language or assumptions, ensuring that your cover letter promotes inclusivity and aligns with organizational values.

Micro-Action:
Choose a job you're interested in and use AI to draft a cover letter. Then, personalize it by adding specific anecdotes and aligning it with the company's mission and culture.

Closing Thought:
A well-crafted cover letter tells your story before you ever walk into the interview. What has been your biggest challenge when writing cover letters? I welcome your experiences and insights.

Keywords:
#coverletter #ChatGPT #AIwriting #generativeAI #cybersecurity #privacy #ITjobs #jobsearch #customizedapplication #careeradvancement #professionalbranding #GDPR #riskmanagement #resumeandcoverletter #cyberjobs #cybersecurityanalyst #privacyofficer #ATSfriendly #jobapplications #Canadianjobs #professionalwriting #globaljobsearch #AIcareer #cybercareers #jobinterviewprep #careerstrategy

How to Use Generative AI to Optimize Your CV for Cybersecurity, Privacy, and IT Jobs

Tue, 29 Apr 2025 04:30:00 -0400

TL;DR:
A CV has only seconds to make an impression, and many are filtered out by Applicant Tracking Systems (ATS) before a human review. Generative AI tools like ChatGPT can help tailor, format, and sharpen your CV to meet cybersecurity, privacy, and IT industry demands.

AI & HR Expert Insights:

Prompt Engineering Tip: When using AI tools, specify your role and the job description to get more tailored suggestions. For example, prompt: "Act as a cybersecurity recruiter. Analyze my CV against this job description and suggest improvements."
Human Oversight: Always review AI-generated content to ensure it accurately reflects your experiences and achievements. Over-reliance on AI can lead to generic or inaccurate representations.
Bias Awareness: Be cautious of potential biases in AI outputs. Ensure that the language and content are inclusive and free from unintended stereotypes.

Micro-Action:
Select a recent job posting and use an AI tool to analyze your CV against it. Review the suggestions critically, and incorporate changes that genuinely enhance your profile.

Closing Thought:
In a market where milliseconds matter, thoughtful CV optimization is a career advantage. How have you adapted your CV strategy for today’s hiring realities? Let’s share ideas and raise the bar together.

Keywords:
#cybersecurity #privacy #ITjobs #CVoptimization #resume #jobsearch #ChatGPT #generativeAI #ATS #careerdevelopment #professionalbranding #dataprotection #cloudsecurity #riskmanagement #compliance #securityanalyst #GDPR #ITcareers #resumeoptimization #achievementbased #Canadianjobs #globaljobs #AItools #careeradvice #cybercareers #professionalwriting

Book Summary: The 5 Second Rule by Mel Robbins

Mon, 28 Apr 2025 04:30:00 -0400

The 5 Second Rule

By Mel Robbins

Transform Your Life, Work, and Confidence With Everyday Courage

Summary

The 5 Second Rule presents a deceptively simple but powerful behavioural tool to disrupt negative patterns, stop procrastination, and build everyday courage. Mel Robbins argues that five seconds is all it takes to change your life. The method is rooted in psychology and neuroscience, and its simplicity makes it universally accessible.

Key Ideas

1. The Five-Second Rule Can Change Your Behaviour

Mel Robbins was in a personal slump—unemployed, in debt, drinking too much, and losing momentum. One morning, instead of hitting snooze, she counted down "5-4-3-2-1" and got out of bed. This moment became a transformative habit.

The rule helps interrupt negative thoughts and prevent self-sabotage. When you count down from five and take action at "1," you activate your prefrontal cortex and override hesitation. This rule is particularly effective in countering procrastination, avoidance, and hesitation.

2. Courage Comes in Small Moments

Courage isn't always about dramatic acts. Often, it's about small moments of action in daily life. Like Rosa Parks or Martin Luther King Jr., ordinary people can demonstrate extraordinary courage in seconds.

Each day brings opportunities to push past fear, and the five-second rule is a vehicle for acting before doubt and anxiety can take over. You don't need to be fearless—you just need to act before fear talks you out of it.

3. Stop Waiting—There Is No "Right Time"

Waiting for the perfect moment is a trap. Many people never act on their ideas or dreams because they convince themselves it's "not the right time." But high achievers create momentum through immediate action.

Whether it's speaking up in a meeting, starting a business, or publishing your writing—progress is made by starting. Count down from five and move. Momentum builds clarity and confidence.

4. You Can't Control Feelings—But You Can Control Actions

Emotions are powerful but shouldn't dictate our actions. Neuroscientist Antonio Damasio found that 95% of our decisions are influenced by feelings. The five-second rule allows us to override emotion-based inaction by focusing on behaviour.

Rather than waiting to "feel" like doing something, act first and let your feelings catch up. This idea—rooted in Aristotle's philosophy of "do good, be good"—places action as the precursor to identity and mindset change.

5. Defeat Procrastination by Disrupting the Pattern

Procrastination isn't laziness—it's often a coping mechanism for stress. The five-second rule breaks the habit loop by interrupting the desire for immediate relief and replacing it with forward momentum.

Begin the countdown when you feel the pull to procrastinate. Action becomes a new habit loop, and you begin to shift your perception of control from external (helplessness) to internal (empowerment).

6. Trade Worry for Gratitude

Most of us were taught to worry from a young age. Worry is a learned pattern—and a waste of emotional energy. Use the five-second rule to catch yourself in a moment of anxiety, then redirect with two quick questions:

What am I grateful for?
What do I want to remember?

This shift turns anxiety into presence. Gratitude interrupts fear and brings attention back to the meaningful aspects of your life.

Final Thought

Nothing is fixed. Your habits, identity, mindset, and confidence can be rebuilt through consistent, small, courageous actions. The five-second rule is your tool to override hesitation, disrupt fear, and unlock your potential. Every time you count down and take action, you're one step closer to becoming the person you're meant to be.

Actionable Tip

Reframe Anxiety as Excitement.
Next time you're nervous, don't tell yourself to calm down. Say: "I'm excited." The physiological response is nearly identical, but the framing gives you power and focus instead of fear and paralysis.

Keywords: #Leadership #Productivity #TimeManagement #Motivation #Courage #BehaviourChange #SelfDiscipline #Procrastination #AnxietyRelief #Mindset #EmotionalIntelligence #PeakPerformance #Focus #DecisionMaking #Habits #LifeDesign #SelfAwareness #PersonalGrowth #Neuroscience #MentalFitness #Confidence #Inspiration #DailyHabits #GoalSetting #Resilience #SelfControl #SuccessMindset #Mindfulness #PositivePsychology #FearlessLiving #PurposeDriven #HighPerformance #ActionTaker #InnerStrength #Routine

Book Summary: Free to Focus by Michael Hyatt

Thu, 24 Apr 2025 04:30:00 -0400

Our concept of productivity is flawed

Productivity isn't about doing more—it's about doing more of the right things. We're surrounded by a culture obsessed with "more": more meetings, more emails, more hours. We mistakenly think that if we can work faster, we can finally get ahead. But this mindset leads to burnout and diminishing returns. Research shows that people working more than 55 hours a week are actually less productive than those working fewer hours due to fatigue and stress. True productivity, Hyatt argues, is about creating freedom—freedom to focus on what matters most, freedom to rest without guilt, and freedom to be fully present. Deep work yields the greatest results, but it's mentally taxing and limited to a few hours per day. The rest of the time should allow for space, reflection and recovery. It's during the so-called "do nothing" moments that our best ideas often emerge.

Scheduling time for rejuvenation isn't a luxury—it's necessary

We instinctively cut rest, sleep and social time when we're busy. But this undermines our performance. Productivity depends more on managing energy than managing time. Mental clarity, focus and creativity are all renewable resources that need proper care. Sleep is the foundation of sustainable productivity. It supports memory, decision-making and problem-solving. Social connection is another pillar. Neglecting relationships drains motivation and focus. Even play—often seen as unproductive—is one of the most effective ways to recharge. Whether it's hiking, painting or time with family, play resets your brain and prepares it for deeper focus later. Rest and play aren't indulgences. They're essential inputs in the productivity equation.

Being productive means identifying unnecessary tasks

Productivity isn't about doing more—it's about doing less of the wrong things. The first step is to prune your commitments like a gardener. To decide what to cut, evaluate each task based on two criteria: passion and proficiency. Tasks you're neither good at nor excited about should be eliminated. Tasks you're good at but don't enjoy can be delegated. Tasks you enjoy but aren't proficient in may be distracting hobbies better handled by others. Focus your energy on tasks where your passion and proficiency intersect. That's your zone of highest contribution. Reclaiming time starts with ruthless prioritisation.

To be free to focus, you must learn the power of yes and no

Productive people master the art of saying no. Every yes is also a no—to rest, to family, to deep work. Time is a fixed resource. There are only 168 hours in a week. Protecting those hours requires intention. Declining a request doesn't make you selfish—it makes you responsible. Create rituals that define your boundaries. Morning rituals provide clarity and momentum. End-of-day rituals provide closure and help transition into rest. These routines reduce cognitive load and increase intentionality. Say yes only to what truly aligns with your goals.

Plan your day around a Big Three and design your ideal week

Without a plan, we default to reacting. Begin each day by identifying your "Big Three"—the top three outcomes you want to achieve. These should be strategic, not just urgent. Planning your day around these priorities helps focus attention and energy where it matters most. Hyatt also recommends creating an "ideal week"—a template that defines how you'd spend your time if you had full control. Block time for meetings, deep work, rejuvenation and personal development. Of course, life won't always align with your ideal. But having a model gives you something to aim for and return to when your rhythm is disrupted.

If you can challenge the distraction economy, you'll reap the rewards

We live in an attention economy—and our attention is constantly under siege. Email alerts, social media notifications and news headlines fracture our focus. Once interrupted, it can take 20 minutes or more to regain concentration. Hyatt's advice is to make focus easier. Check email only twice daily. Use "Do Not Disturb" mode when working on complex tasks. Use apps that block distracting websites. Organise your digital and physical spaces to reduce visual clutter. A tidy workspace supports a tidy mind. Fighting distractions isn't about willpower—it's about systems that protect your attention and create space for deep work.

Final thought

Michael Hyatt reframes productivity as a path to intentional living. It's not about saving time just to take on more. It's about investing your time in what matters, saying no with confidence, and giving yourself permission to rest. One tip to implement right away: create a not-to-do list. Identify tasks that drain your energy or offer little value—and commit to stop doing them. Eliminating the non-essential is the first step to focusing on the essential.

Keywords: #Productivity #TimeManagement #Focus #DeepWork #WorkLifeBalance #MichaelHyatt #FreeToFocus #Efficiency #Leadership #MindfulWork #DistractionFree #PersonalGrowth #HighPerformance #IntentionalLiving #ClarityAndFocus

Book Summary: Do Breathe: Calm Your Mind, Find Focus, Get Stuff Done by Michael Townsend Williams

Mon, 21 Apr 2025 04:30:00 -0400

In Do Breathe, Michael Townsend Williams reminds us that calm, clarity and effective productivity aren't born from constant hustle—they come from pausing, breathing, and returning to the fundamentals. Life's chaos, deadlines and distractions often pull us in every direction, but regaining balance is less about doing more and more about doing differently.

Williams' core thesis is straightforward: when life feels overwhelming, the answer is not always to press forward but to step back—to breathe, reflect, and reset. His guidance touches on areas like breathwork, simplicity, habit change, mindfulness and physical wellbeing, offering practical techniques to foster sustainable productivity and personal growth.

Breathe First. Think Later.

The way we breathe reflects how we live. Shallow, rapid breaths suggest stress. Deep, slow breathing signals calm. The beautiful paradox, however, is that breathing not only reflects our mental state—it can change it. Drawing long, slow breaths helps reduce cortisol, the stress hormone, and can shift us from a reactive mode into a centred, responsive one.

You don't need to learn to breathe—you were born with that ability. You simply need to remember how. Williams encourages us to breathe like a baby: in through the nose, into the belly, with long, full exhales.

Tip: Before a stressful meeting or when you're feeling unfocused, pause and take five deep belly breaths through the nose.

Simplify to Amplify

Too many productivity systems, notifications and hacks create noise. Williams proposes an elegant alternative: simplify your digital and physical inputs to clear mental space. Mute non-essential notifications. Consolidate email accounts. Create a basic paper filing system. Clarity is the foundation for focus.

On to-do lists, avoid vague single-word entries like "taxes." Instead, make each task actionable and contextual—e.g., "Email accountant to request forms."

Tip: Eliminate friction by breaking large tasks into clear, small next steps with defined verbs.

Courage Is a Practice

We often know what we want—but fear holds us back. The solution isn't fearlessness, but courage. Williams draws from psychologist Carol Dweck's concept of the growth mindset: see effort and failure as part of progress, not as proof of inadequacy. People who act in spite of fear aren't braver by nature—they've simply built the habit of facing it.

Tip: Each day, take one small action that makes you uncomfortable. You're building your courage muscle.

Be Here Now

Many of us spend our lives rehashing the past or worrying about the future. We scroll through phones, go through the motions, and miss the moment. Williams introduces mindfulness as a daily practice of non-judgmental awareness. It's not about escape—it's about presence.

He encourages engaging your senses. Eat slowly, notice textures, pause to breathe while walking. The smallest moment can become meaningful when we pay attention.

Tip: Choose one daily task—like showering or making tea—and do it mindfully for a week.

Fuel Your Focus

We expect our minds to operate at full capacity while depriving our bodies of rest, sleep and nutrition. Williams urges us to address the basics: quality sleep, real food, and true relaxation. Afternoon slumps are normal—naps are valid. And instead of reaching for sugar or screens, reach for movement or a quiet moment.

Tip: Avoid the stimulant trap. Swap that 3 p.m. coffee for a 10-minute walk or a handful of blueberries.

Train Your Attention

Distraction is not a moral failing—it's a symptom of a noisy world. Attention is a finite resource, and Williams teaches us to protect it. Techniques like the Pomodoro Method (25 minutes work, 5 minutes rest) help with short bursts, while practices like meditation cultivate deeper focus over time.

Notably, he reminds us that our distractions sometimes signal deeper truths—fear, misalignment, or boredom. Awareness is key.

Tip: Use time-boxing or the Pomodoro Technique to build focused intervals into your day.

Flow Requires Struggle, Then Surrender

Flow—the state of peak performance—emerges when skill and challenge align. But flow starts with struggle. You push through discomfort, then release into effortlessness. This tension between striving and letting go is where breakthroughs happen.

Tip: Don't avoid challenges—embrace them. Then use deep breathing or quiet reflection to release resistance.

Habits Are Loops—Change the Loop

Up to 40% of our behaviours are habitual. Bad habits often persist not because we lack willpower, but because we misunderstand the loop: cue → routine → reward. Changing a habit starts with understanding its trigger and substituting a healthier routine.

If you check your phone in bed every morning, perhaps the cue is boredom. Replace the phone with a book—and meet the same need in a better way.

Tip: Identify one bad habit and trace the loop. Shift the cue or replace the routine, but keep the reward.

Final Insight

Do Breathe isn't about abandoning ambition—it's about learning to approach life with more depth, intentionality, and presence. You can't control everything, but you can change how you engage with each moment. Breathing is not a break from your day—it's the foundation of it.

The world may be moving fast, but you don't have to. Pause, breathe, and return to yourself.

Want one more idea?

Strike a power pose: Adjust your physical posture to shift your emotional state. Stand tall, hands on hips, feet shoulder-width apart, and take several slow breaths. This boosts both confidence and calm.

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Book Summary: Extreme Productivity: Boost Your Results, Reduce Your Hours by Robert C. Posen

Thu, 17 Apr 2025 04:30:00 -0400

In Extreme Productivity, Robert C. Posen—former president of Fidelity Investments and a senior lecturer at MIT—offers a practical and results-oriented approach to working smarter, not longer. Contrary to the popular belief that increased output requires more hours, Posen shows that with proper planning, prioritization, and discipline, professionals can deliver more in less time—and reclaim space for their personal lives.

Focus on What Matters Most

Productivity starts with prioritization. Posen recommends breaking down your workload into three categories:

Aims (5+ years): Long-term career goals.
Objectives (3–24 months): Mid-term outcomes that move you closer to your aims.
Targets (under 3 months): Immediate deliverables and tasks.

You should prioritize tasks that align with both your own and your employer's goals. Start by identifying shared priorities, then move on to personal initiatives once those are addressed. To ensure alignment and focus, track how you spend your time—many professionals discover that they waste hours on internal meetings or low-value work unrelated to their key goals.

Break Procrastination with Mini-Deadlines

Procrastination thrives in ambiguity. Posen's strategy is simple: break big projects into smaller, time-bound components. Setting weekly or even daily mini-deadlines keeps momentum going and prevents last-minute panic. Sharing these micro-milestones with a colleague or supervisor adds accountability. Celebrate small wins—rewarding yourself reinforces positive habits.

Stop Perfecting the Unimportant

Not everything demands perfection. Posen urges professionals to apply the "OHIO principle" (Only Handle It Once) to low-priority tasks. Don't reread the same email multiple times before acting. If it takes two minutes or less, do it immediately. The same goes for minor requests or decisions—process them quickly and move on. Save your perfectionism for high-impact deliverables that truly matter to your stakeholders.

Write Efficiently and with Structure

Clear thinking leads to clear writing. Start by brainstorming ideas, categorizing them, and building a structured outline. This preparation shortens actual writing time and improves quality. Seek out quiet environments to write—early mornings, late evenings, or travel time are ideal. Limit distractions and protect your cognitive bandwidth.

Judge by Outcomes, Not Hours

Quality trumps quantity. Your value lies in results, not in clocked hours. Two reports—one rushed in eight hours and one prepared efficiently in three—will be judged by quality, not effort. Resist workplace cultures that equate long hours with commitment. Don't reinforce outdated norms by commenting on colleagues' schedules. Instead, foster a culture that values outcomes and efficiency.

Make Time for Life—and Work Flexibly

The purpose of productivity is to make room for what matters outside of work. Posen stresses the importance of setting clear boundaries for family and personal time—and sticking to them. Whether it's dinner with family, exercise, or reading to your children, protect those windows with the same rigour you'd apply to a client meeting.

Flexibility is key. Build trust with your manager so you can shift your schedule when needed. Learn to say no to non-urgent late meetings. And, if possible, seek out organizations with flexible work policies—these environments not only support work-life balance but also improve employee retention and morale.

Final Thought

Extreme Productivity is not about working harder—it's about working with clarity, discipline, and purpose. By setting goals, managing time intentionally, eliminating low-value effort, and protecting your personal time, you can achieve more in less time. Productivity is not a sprint or a grind; it's a strategic, long-term habit.

Your job is not to fill the hours—it's to fill the outcome.

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Book Summary: Do Pause: You Are Not a To-Do List by Robert Poynton

Mon, 14 Apr 2025 04:30:00 -0400

In Do Pause, Robert Poynton offers a countercultural yet essential message for today's hyper-connected, always-on world: stepping back is not a weakness—it's a strength. With clarity and calm, he dismantles the productivity-obsessed mindset that equates self-worth with output, and instead, reintroduces the art of taking intentional pauses as a tool for living well, creating deeply, and connecting meaningfully.

The Machine Mindset and the Lost Art of Pausing

Poynton opens with a critique of the modern tendency to mimic machines—efficient, always-on, and task-oriented. In our quest for relentless productivity, we treat every moment as an opportunity to check off another item from our to-do lists. We don't just work this way—we live this way, applying an achievement mindset even to parenting, relationships, and leisure.

But humans are not machines. Unlike devices, we need pause and space. Without them, life becomes a race, and we miss the richness of the journey. In a world that celebrates speed and output, pausing becomes a revolutionary act.

A Pause is Not an Empty Space

A pause is more than a break—it is fertile ground. Whether it's a five-second breath, a weekend away, or a year-long sabbatical, pausing allows your mind to process, reframe, and recalibrate. It's the silence between musical notes that makes the melody possible. During a pause, rather than doing nothing, you're actually doing something deeply valuable: thinking differently.

When we pause, we give our subconscious space to surface ideas, questions, and insights that otherwise remain buried under routine and noise. As Poynton puts it, a human pause is never blank—it's an act of shifting attention. It invites fresh perspectives and unexpected outcomes.

Creativity and Connection Flourish in the Space Between

Ironically, pausing fuels progress. In the creative process, breaks are essential for nurturing fragile ideas. Writers, artists, and innovators often cite incubation periods—times of apparent inactivity—as vital to breakthroughs. Ideas need mental space to grow, and those spaces are rarely found in back-to-back meetings or never-ending inboxes.

Pausing also enhances relationships. Silence makes room for listening. In facilitation work, Poynton uses intentional pauses to invite openness from participants. When a moment of silence feels uncomfortable, people instinctively fill it—often with the truth. In both work and life, talking less and pausing more leads to deeper understanding.

Small Pauses Are Powerful—and Natural

The beauty of the pause is its accessibility. You don't need to master meditation or block off hours to benefit. A two-second breath or a deliberate pause before responding can reset your tone and clarify your thinking.

Still, small pauses require practice. Society rewards busyness, and the pressure to act quickly can feel overwhelming. Poynton recommends treating your brain like an overstimulated child—distract it with a simple counter-habit, such as focusing on your breath. These micro-pauses can anchor you throughout the day.

Designing Longer Pauses for Renewal

Sometimes, a longer pause is what's needed. Just as Bill Gates famously takes a "Think Week," Poynton encourages planned, technology-free breaks that restore clarity and allow space for new insights. But these pauses must be designed deliberately: choose quiet locations, avoid agendas, and let the unexpected emerge. Set intentions, not goals. The best outcomes often arise from openness, not planning.

Taking time off isn't lazy. In fact, constant activity can be a form of avoidance. Without space to reflect, you risk staying stuck in patterns that no longer serve you. Real growth comes not just from pushing forward, but from stepping back.

Culture Shapes Our Ability to Pause

Not all environments value pause equally. In high-performance cities, productivity is king and stillness is suspect. In contrast, cultures like the one in Poynton's Spanish village embrace the slower rhythms of nature and community. At the olive press in Arenas de San Pedro, no one rushes. They wait, talk, and live in the moment—without guilt or hurry.

To make pause part of your life, consider adopting rhythms from cultures that already value it. For instance, the Jewish Sabbath is a sacred day of rest that offers a reset every week. Poynton shares how adopting a secular version of this ritual helped him through his own demanding periods. A borrowed pause can be just as powerful as a planned one.

Final Thought

Do Pause is a call to reconsider our relationship with time. In a world that equates doing with being, Poynton invites us to discover that some of the most meaningful growth, creativity, and connection happen not in motion, but in stillness. By pressing pause—whether for a moment or a month—you make space to live more fully, act more wisely, and appreciate more deeply.

This book is not about abandoning ambition. It's about achieving more by doing less—intentionally.

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Book Summary: Procrastinate on Purpose: Five Permissions to Multiply Your Time by Rory Vaden

Mon, 07 Apr 2025 04:30:00 -0400

In Procrastinate on Purpose, Rory Vaden challenges traditional time management thinking and introduces a revolutionary framework for multiplying your time. This book offers a strategic mindset shift—from prioritizing your tasks to prioritizing your time investments. Vaden's premise is clear: success is not about doing more, but about doing what matters, with intention and clarity.

Redefining Productivity

Modern professionals often wear busyness as a badge of honour. But true productivity isn't about volume—it's about value. High performers, whom Vaden calls "multipliers," rarely complain about being busy. Instead, they embrace their commitments and take responsibility for how they manage their time. Multipliers avoid a victim mindset, conserve mental energy, and focus on high-impact activities.

Eliminate Before You Add

Contrary to popular belief, success is less about adding tasks and more about subtracting distractions. Vaden stresses that multipliers ask a different question: What can I eliminate? Television, unnecessary meetings, and low-value tasks are prime candidates. Eliminating these frees up time for work that truly moves the needle.

Invest to Multiply

Time, like money, can be invested. Multipliers use automation and systems to save hours down the line. Just as skipping a $5 coffee today could yield $30 in future investments, automating a task today saves you time tomorrow. The real cost of failing to automate is the opportunity cost of your time. Vaden urges leaders and professionals to adopt an investment mindset and act accordingly.

Delegate to Elevate

When elimination and automation aren't possible, the next option is delegation. Many hesitate to delegate, citing lack of time to train others or fear of subpar outcomes. But Vaden's 30X rule is clear: for every minute a task takes, invest 30 minutes to train someone else. Over time, this pays off significantly. Even with the initial time cost, delegation frees leaders to focus on higher-value responsibilities.

Procrastinate—With Purpose

Vaden reclaims procrastination as a deliberate, strategic choice. Sometimes, it pays to wait. Acting too early—packing a customer order weeks in advance, for instance—can lead to rework. Waiting until the last responsible moment allows for real-time adjustments, improves outcomes, and saves time. This is not laziness; it's intentional patience.

Focused Execution

When a task can't be eliminated, automated, delegated, or delayed, it becomes your priority. Multipliers protect their time and focus rigorously. They use written plans and structured schedules to minimize distractions. When it's time to execute, they bring full presence and clarity to the task at hand. The essence of priority is singularity—only one task can be the most important in any given moment.

Scaling Time in Organisations

Wasted time isn't just an individual problem—it's a systemic issue. Vaden's research reveals the average employee loses over two hours a day to low-value activities. That adds up to over $10,000 in wasted time annually per employee. Yet while companies obsess over budget tracking, they often ignore time accountability. A multiplier organisation eliminates inefficiencies, aligns skills to tasks, and fosters a culture of focused execution.

Final Thought

Time is your most valuable and non-renewable resource. Vaden's framework—Eliminate, Automate, Delegate, Procrastinate (on purpose), and Concentrate—gives leaders and professionals a powerful method to regain control and multiply their results. By shifting from a mindset of scarcity to one of strategic investment, you can take ownership of your time and make every minute count.

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Book Summary: Overworked and Overwhelmed: The Mindfulness Alternative by Scott Eblin

Thu, 03 Apr 2025 04:30:00 -0400

In Overworked and Overwhelmed, Scott Eblin examines how our always-on culture—fueled by technology, shrinking teams, and 24-7 expectations—is accelerating burnout across the professional world. Drawing from neuroscience, executive coaching, and real-world stories, Eblin presents a practical alternative: mindfulness as a tool for regaining control, reducing stress, and building sustainable performance.

The Reality of Modern Work

The stress epidemic isn't just anecdotal. Since the 2008 financial crisis, leaner corporate structures and relentless expectations have left professionals doing more with less. The smartphone revolution only amplified this—keeping workers tethered to tasks and notifications well beyond office hours. According to studies, many executives now spend over 70 hours per week on work, and more than 80 per cent report that stress negatively affects their health.

Mindfulness: A Counterforce to Stress

Stress activates our fight-or-flight response—the same primal system triggered by real danger. Today, it's often set off by high-stakes meetings or inbox overload, leading to chronic production of adrenaline and cortisol. Over time, this undermines both mental and physical health.

Mindfulness offers a powerful antidote. Even simple routines like controlled breathing or short meditative breaks can counteract this stress response. Practising mindfulness trains the brain to regulate emotions and maintain clarity under pressure. Harvard research shows that regular meditation can even reduce the size of the amygdala, the brain's fear-processing centre.

Creating Rhythms That Work for You

While mindfulness helps regulate stress in the moment, longer-term relief requires structured routines. Many high-performing leaders build early-morning quiet time into their schedules to prepare mentally for the day. Whether that means blocking out time before meetings or finding moments to reset, the goal is to be fully present and less reactive.

Flexibility is also key. Executives like Crystal Cooper learned to adapt expectations rather than rigidly follow a fixed schedule—making space for meaningful family time whenever opportunities arise.

Routines and Feedback Loops

Establishing small, sustainable routines can shift your default response to stress. The cue-routine-reward loop is one practical approach. For example, plugging in your phone when you walk in the door can be the cue that it's time to unplug from work. The reward? Uninterrupted personal time.

At work, informal feedback systems also help. One executive used a hand signal from colleagues as a gentle reminder to shift his mindset when falling into negativity—an approach that improved team morale and cohesion.

Move Your Body to Move Your Mind

Physical activity is one of the most effective tools for stress reduction. You don't need a gym—walking, stretching, dancing or even short yoga sessions can all lower stress hormone levels. The key is consistency and choosing something you enjoy.

Research shows that professionals who incorporate regular movement into their day are not only less stressed but also more productive and collaborative.

Train Your Mind with Visualization and Presence

Mental techniques such as visualization and mindful presence can help manage stress during moments when physical movement isn't possible. By visualizing successful outcomes—like a well-delivered presentation—you train your brain to focus on preparation and execution rather than fear. Similarly, paying attention to sensory details during daily activities can ground you in the moment, helping quiet anxious thoughts.

Connection Builds Resilience

Isolation at work compounds stress. Maintaining personal connections—whether old friendships or new workplace bonds—has a direct impact on mental well-being. Whether you're an introvert who prefers deep, one-on-one interactions or an extrovert who thrives on variety, building social support into your life acts as a buffer against burnout.

A Gallup study found that having even one close friend at work significantly increases engagement and morale.

Gratitude as a Daily Practice

Finally, cultivating gratitude helps reframe stress. Small, intentional moments—like appreciating a quiet morning or a personal keepsake in your office—can shift your mindset. Visual cues in your environment can serve as reminders of what matters most, offering clarity in moments of chaos.

Executives who intentionally practise gratitude report higher satisfaction and lower reactivity, even in high-pressure roles.

Final Thought

Eblin's message is clear: burnout is not a foregone conclusion. With mindfulness, thoughtful routines, movement, connection, and gratitude, professionals can build a more resilient and grounded way of working. Stress may be inevitable, but how we respond to it is a choice. Start small, stay consistent, and consider finding a coaching partner to help sustain the journey.

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Book Summary: Do the Work: Overcome Resistance and Get Out of Your Own Way by Steven Pressfield

Mon, 31 Mar 2025 04:30:00 -0400

In Do the Work, Steven Pressfield examines one of the most insidious barriers to creative and professional progress: internal resistance. Whether you're building a business, writing a book, launching a product, or shaping a strategic plan, Pressfield argues that the biggest obstacle isn't external—it's internal. This book is a practical call to arms for anyone struggling to turn intention into execution.

Recognize Resistance for What It Is

Resistance is not merely procrastination; it's a form of self-sabotage that arises precisely when the stakes are highest. The more important a task is to you, the more likely resistance is to show up. It manifests through fear, doubt, distraction, perfectionism, and even well-meaning preparation. The irony? The higher your ambition, the more resistance you will face.

But resistance isn't unbeatable. Pressfield encourages readers to view it like an opponent in battle. To move forward, you must learn to identify your allies—habits, mindsets, and traits that propel you forward—and your enemies—those that derail progress. Passion, self-awareness, and even so-called negative traits like stubbornness or ignorance can be unexpected allies, helping you break through inertia and act decisively.

Action Over Analysis

One of the book's central messages is the value of starting before you're ready. Overplanning, excessive research, and constant second-guessing are all manifestations of resistance disguised as diligence. Pressfield advocates for rapid execution and iterative improvement. He likens the creative process to meditation: focus on the work, stay present, and silence the internal critic.

When used appropriately, structure can be a valuable support. A simple three-act framework—beginning, middle, and end—can help clarify even the most complex ideas, allowing creators to move quickly from concept to output.

The Battle Within

The enemy is not your environment, employer, or colleagues—it's within. The self-doubt that creeps in mid-project, the fear that whispers you're not good enough, or the anxiety that comes just before completion all stem from this internal resistance. And while it's part of the human condition, it doesn't define you. Recognizing that resistance is not your identity but an adversary to confront is the first step to moving past it.

Pressfield proposes two questions as resistance litmus tests:

How badly do you want this?
Why do you want this?

Only profound commitment and a sense of personal necessity—I have no choice but to do this—can consistently overpower resistance.

Embracing the Crash

Every creator and leader will eventually hit a wall. Crashes, whether a failed product launch, lost momentum, or personal upheaval, are inevitable. But they're not a sign to stop—they're indicators that growth is happening. Crashes force us to refine our ideas, question assumptions, and test our resolve.

Pressfield says these moments are critical thresholds. Fear of success, not just failure, can also provoke resistance. Finishing a project, sharing it with the world, and dealing with the consequences—good or bad—require courage. Resistance often spikes at the finish line, when you must push hardest.

Final Thought

Pressfield's core insight is simple: resistance intensifies just before breakthroughs. The key is to start before you're ready, finish even when it's hard, and view every challenge as a stepping stone to mastery. Your allies—discipline, focus, and conviction—are always available. So is the resistance. The choice of which voice to follow is yours.

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A Practical Guide to Meditation: Tips from Unplug book by Suze Yalof Schwartz

Sat, 29 Mar 2025 12:30:58 -0400

Book Summary

In a world where time is scarce and stress is constant, meditation offers a powerful reset. Unplug breaks through the stereotypes and shows that meditation doesn't require a spiritual awakening or hours of free time. It's a practical tool for clarity, calm and improved well-being—available to anyone with 10 minutes to spare.

Getting started is simple:

Start small. Just five to 10 minutes a day can make a measurable difference. For those pressed for time, even short, consistent sessions will yield benefits.
Choose comfort over form. Sit comfortably with your spine aligned. Use a cushion, chair or folded blanket—whatever helps you stay relaxed but alert.
Establish a routine. Meditating at the same time each day—such as first thing in the morning—makes it easier to build a lasting habit. Setting up your space the night before reinforces your intention and reduces friction.
Use your breath or a mantra as a focus point. Follow your inhalations and exhalations, or silently repeat a phrase like "I am" or "So-hum." The goal is to anchor your attention.
Expect distractions. Thoughts will come. Acknowledge them without judgement and return to your focus. This is the heart of the practice.
Clear your mind before you begin. Writing down to-do lists or lingering concerns can help reduce mental clutter and allow you to be more present.
Visualize to release intrusive thoughts. Picture them as leaves floating down a river or clouds drifting across the sky. Let them pass without engaging.
Explore alternatives if needed. Guided awareness meditation (GAM) or sound meditation, such as using a Tibetan bowl, can help maintain attention and deepen relaxation.
Try this when you're stressed: Inhale through the nose for seven slow breaths, then through the nose and out the mouth for another seven, and finally, in and out through the mouth for a final set of seven slow breaths.

While additional tools like aromatherapy and crystals can enhance the experience, the core practice remains simple: sit, breathe, and return your focus when it wanders. The benefits—greater calm, sharper focus and better emotional balance—are well worth the time.

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The Hidden Wisdom of Chesterton's Fence: A Crucial Lesson for Modern Business Leaders

Tue, 17 Dec 2024 06:30:00 -0400

In an era of rapid digital transformation, G.K. Chesterton's century-old principle offers invaluable guidance for executives navigating organizational change. This framework, introduced in his 1929 book "The Thing," provides a thoughtful approach to decision-making that resonates powerfully in today's business landscape.

The Core Principle

Chesterton's insight - "Don't ever take down a fence until you know why it was put up in the first place" - encapsulates a profound understanding of institutional wisdom. This principle extends far beyond literal fences, addressing fundamental aspects of organizational decision-making and change management.

Historical Context

The principle emerged from Chesterton's observation of hasty reformers who eliminated traditions or systems without understanding their original purpose. These structures, whether physical or metaphorical, typically serve specific purposes that may not be immediately apparent to newcomers.

Modern Business Application

Today's business leaders can apply this principle to:

Systems and Infrastructure

Legacy systems evaluation
Technical debt assessment
Infrastructure modernization

Organizational Elements

Corporate policies
Reporting structures
Risk management frameworks

The principle doesn't oppose change but advocates for informed transformation. Understanding existing structures enables organizations to innovate while preserving valuable institutional knowledge.

Looking Ahead

As businesses continue their digital evolution, the Chesterton Fence principle provides a framework for responsible transformation. It encourages leaders to balance innovation with prudence, ensuring that change preserves essential safeguards while enabling progress.

The principle's enduring relevance reminds us that understanding historical context is crucial for building a sustainable future. For modern organizations, this means approaching change with careful consideration rather than rushing to dismantle existing structures.

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Building Trustworthy Leadership: Key to Boosting Employee Satisfaction and Reducing Turnover

Mon, 30 Sep 2024 04:30:00 -0400

Introduction

In today's dynamic business environment, trustworthy leadership is essential. As organizations face challenges like economic uncertainty and high turnover, leaders who foster trust play a pivotal role in shaping a positive workplace. This article explores how trustworthy leadership impacts employee happiness, retention, and turnover, and highlights the key qualities of trustworthy leaders, along with strategies to cultivate trust within organizations.

The Impact of Trustworthy Leadership

Employee Happiness and Engagement

Trustworthy leadership is central to fostering employee satisfaction. Research from Gallup shows that employees who trust their leaders are more engaged, motivated, and committed. This trust cultivates a sense of psychological safety, enabling individuals to collaborate effectively, take risks, and innovate without fear of negative consequences.

Employee Retention

A direct relationship exists between trustworthy leadership and employee retention. Studies show that employees are more likely to stay with organizations where they have confidence in their leaders. This is especially relevant in today’s competitive job market, where retaining top talent is a key organizational priority.

Employee Turnover

On the flip side, a lack of trust in leadership significantly increases employee turnover. Recent research highlights that authentic leadership—a major facet of trustworthy leadership—negatively correlates with employee intentions to leave. By building trust, leaders can reduce turnover and the high costs associated with recruiting and training new employees.

Qualities of Trustworthy Leadership

Trustworthy leadership is characterized by several key traits:

Authenticity: Leaders who align their words with their actions build credibility. Authentic leaders are genuine, self-aware, and transparent, fostering reliability and integrity within their teams.
Transparency: Open communication is vital for trust. Transparent leaders share honest information about organizational decisions, challenges, and goals, promoting a culture of openness and empowering employees.
Integrity: Trustworthy leaders adhere to ethical principles, consistently aligning actions with values. Integrity fosters trust through fairness and ethical decision-making, even in difficult situations.
Competence: Leaders must have the expertise to guide their teams effectively. Competence builds trust by showcasing strong decision-making and a proven track record of success.
Empathy: Understanding and addressing the needs of team members is essential. Empathetic leaders actively listen and show genuine concern for employees’ well-being, fostering mutual respect.
Consistency: Predictable behavior and decision-making reinforce trust. Leaders who are consistent provide stability and clarity, enabling employees to understand and meet expectations.
Accountability: Leaders who take responsibility for their actions and admit mistakes demonstrate commitment to personal growth and organizational improvement, further reinforcing trust.
Vulnerability: Trustworthy leaders are comfortable acknowledging their limitations. By showing vulnerability, leaders create an approachable style that encourages open dialogue and a safe environment for learning from failure.
Inclusivity: Valuing diverse perspectives and creating an inclusive environment where all voices are heard strengthens trust. Inclusive leaders foster a culture where employees feel respected and empowered.
Visionary Thinking: Leaders with a clear vision inspire and motivate their teams. By communicating this vision effectively, trustworthy leaders give employees a sense of purpose and direction.
Resilience: Trustworthy leaders remain steadfast in the face of adversity, providing stability and confidence. Resilience in leadership reassures teams during uncertain times.
Emotional Intelligence: Leaders who are attuned to their own emotions and those of others are better equipped to navigate relationships and conflicts, creating a more positive workplace.

Strategies to Build Trustworthy Leadership

Leaders can adopt the following strategies to enhance their trustworthiness:

Develop Self-Awareness: Regular self-reflection helps leaders align actions with core values, fostering authenticity and trust.
Practice Transparent Communication: Share information openly and provide regular feedback. Address challenges and decisions candidly to foster respect and trust.
Maintain Consistency: Align actions with words. Consistent behavior builds trust by reinforcing stability and reliability.
Embrace Vulnerability: Sharing personal experiences and acknowledging mistakes builds trust by showing a willingness to learn and grow.
Invest in Continuous Learning: Stay committed to personal and professional development. This enhances competence and sets an example for the team.
Empower Your Team: Trust employees by delegating responsibilities and avoiding micromanagement. Empowerment fosters reciprocal trust and engagement.
Practice Active Listening: Listen fully to team members and provide thoughtful responses. This shows that you value their perspectives and input.
Follow Through on Commitments: Delivering on promises, no matter how small, reinforces trust by proving reliability.
Encourage Feedback: Create open channels for feedback and act on it. Demonstrating responsiveness to feedback builds trust in leadership.
Demonstrate Fairness: Treat all team members equitably, making decisions based on merit. Fairness strengthens trust and respect.
Show Appreciation: Regularly recognize and celebrate employees’ efforts and achievements. Acknowledgment fosters a positive, trusting relationship.
Lead by Example: Model the values and behaviors you expect from others. This sets a clear standard for the team and organization.
Build Personal Connections: Take time to know employees as individuals. Personal connections foster trust and loyalty.
Admit Mistakes: Take responsibility for errors and admit when you’re wrong. This reinforces your integrity and commitment to improvement.
Promote Ethical Decision-Making: Consistently making ethical decisions builds trust in leadership and in the organization as a whole.

The Business Case for Trustworthy Leadership

The benefits of trustworthy leadership extend beyond employee satisfaction and retention. Organizations with trusted leaders experience:

Higher productivity and performance
Greater innovation and creativity
Improved collaboration and teamwork
Increased customer loyalty and satisfaction

According to the Edelman Trust Institute, businesses with trustworthy leaders enjoy greater customer loyalty, as consumer perceptions of product quality, reliability, and overall satisfaction are heavily influenced by leadership trustworthiness.

Conclusion

In an era where employee engagement and retention are vital to organizational success, trustworthy leadership stands as a key driver of positive outcomes. By embodying qualities like authenticity, transparency, and integrity, leaders can foster environments where employees feel valued, motivated, and committed. As businesses face complex challenges, investing in the development of trustworthy leadership is not just beneficial but essential for long-term success and sustainability.

Keywords: #Leadership #TrustworthyLeadership #EmployeeEngagement #EmployeeRetention #WorkplaceCulture #AuthenticLeadership #LeadershipDevelopment #EmployeeSatisfaction #LeadershipSkills #LeadershipQualities #EmployeeTurnover #LeadershipStrategies #TrustInLeadership #LeadershipTips #BusinessLeadership #WorkplaceTrust #EmployeeWellbeing #OrganizationalLeadership #LeadershipGrowth #LeadershipMatters #EmployeeMotivation #LeadershipAccountability #TeamLeadership #LeadershipSuccess #InclusiveLeadership #TransparentLeadership #EmotionalIntelligence #LeadershipEmpathy #EthicalLeadership #VisionaryLeadership #LeadershipInsights

The Power of Gratitude: Finding Light in Dark Times

Mon, 06 May 2024 04:30:00 -0400

Life often throws challenges and obstacles that make us feel down, frustrated, or hopeless. It's common to dwell on the negatives rather than focus on the positives. I want to share an impactful tool for navigating tough times: gratitude.

Gratitude involves recognizing and cherishing the aspects of your life, no matter how small they may appear. It's about shifting your attention from what you lack, to what you possess and appreciating the blessings surrounding you daily.

It can be challenging to find reasons for gratitude during difficult times. Yet, even in these moments, there's always something to be grateful for. Whether it's a friend or family member, having a roof over your head, or simply waking up to a beautiful day, there are moments worth appreciating. By seeking out these pockets of gratitude, you can alter your perspective. Gather the courage to keep pushing forward.

One effective method for nurturing gratitude is starting a gratitude journal. Each day, take a few minutes to jot down three things that bring you joy and appreciation.

It can be as simple as enjoying a delicious meal, witnessing a breathtaking sunset, or receiving a kind gesture from a stranger. By incorporating this into your routine, you'll gradually discover reasons to feel grateful and witness a positive shift in your perspective on life.

Another way to cultivate gratitude is to express it. Take the time to acknowledge and thank the individuals who have positively impacted your life, whether it's a colleague who assisted you with a project or a friend who offered to listen when needed. Demonstrating appreciation not only uplifts others but also strengthens your own sense of gratitude and connection.

Remember that practicing gratitude does not entail ignoring or downplaying the challenges you encounter. It involves recognizing the silver linings, extracting lessons, and identifying opportunities for personal growth. Embracing life with this mindset opens doors to outlooks and possibilities that can help you navigate even the most difficult situations.

So, when you feel overwhelmed or disheartened, take a moment to pause and reflect on all the things that bring you joy and contentment. Jot them down, share them with others, and allow gratitude's profound impact to enrich your thoughts and emotions.

It is astonishing how your spirits lift and your optimism grows.

Always remember that being thankful is a choice. It involves highlighting the positive aspects during tough times. By incorporating this into your routine, you can change your life. Discover the courage and ability to endure any difficulty. Begin this practice today. Witness how gratitude influences and transforms your life for the better.

Keywords: #Gratitude #PositiveVibes #Mindset #Perspective #Thankful #Blessed #CountYourBlessings #GratitudeJournal #Appreciation #Mindfulness #SilverLining #LifeLessons #PersonalGrowth #Resilience #OvercomingChallenges #FindTheGood #ThankfulHeart #ChooseGratitude #GratitudePractice #Transform

Return to Office Attitudes Around the World

Tue, 20 Jun 2023 04:30:00 -0400

Examine global attitudes toward returning to work after the COVID-19 pandemic. Find out how companies are navigating cultural differences and employee preferences for flexible working arrangements

In the wake of the COVID-19 pandemic, many companies are considering their options for returning to work. Despite this, attitudes towards this vary greatly from country to country.

According to a survey by Ipsos conducted for the World Economic Forum, two-thirds of people worldwide are interested in working flexibly. Most respondents (30%) said they would consider looking for another job if forced to return to work full-time.

There are also differences in attitudes toward flexible working among different demographic groups. Women, parents of school-age children, adults under 35 and those with higher education and income favoured greater flexibility.

In general, a quarter of people wish to work five days a week in the office, with Mexico having the highest support (40%). More than a third of people would like to return to work five days a week in South Africa, Saudi Arabia, Peru, India, and the United States.

According to the ManpowerGroup What Workers Want survey of eight countries, employees in the US and UK are less enthusiastic about returning to work than their counterparts in Germany, France, Italy, Mexico, Singapore and Spain.

There is no one-size-fits-all solution when it comes to returning to work. When making decisions, companies must consider local attitudes and cultural differences.

Keywords: #ReturnToOffice #WorkplaceAttitudes #FlexibleWorking #RemoteWork #PostPandemic #FutureOfWork #WorkplaceCulture #GlobalAttitudes #OfficeLife #WorkFromHome #HybridWork #WorkplaceTrends #BackToTheOffice #NewNormal #CompanyCulture #EmployeeSatisfaction #WorkLifeBalance #OfficeVsRemote #CovidImpact #WorkplaceChanges

References:

Top 10 Productivity Tips to Supercharge Your Day

Thu, 04 May 2023 04:30:00 -0400

TL;DR: Discover the top 10 productivity tips to help you supercharge your day, from prioritizing tasks to embracing self-care and refining your approach through reflection.

Use the Eisenhower Matrix to prioritize tasks: The Eisenhower Matrix helps you categorize tasks according to their urgency and importance. Doing so lets you focus on what truly matters and delegate or postpone less crucial tasks.
Divide large tasks into smaller, manageable chunks: Breaking large tasks into smaller sections will reduce their daunting nature and make them more achievable. In addition, completing small tasks gives you a sense of accomplishment, which keeps you motivated.
Eliminate distractions by using the Pomodoro Technique: Work in focused, 25-minute intervals (Pomodoros) followed by a 5-minute break. By using this technique, you will keep your brain fresh, prevent burnout, and be able to maintain focus throughout the day.
To achieve better focus, set SMART goals: Specific, Measurable, Achievable, Relevant, and Time-bound goals. With this approach, you can track your progress and have a clear sense of direction.
Organize your workspace for efficiency: Maintain a clutter-free and well-organized workspace. As a result, distractions are minimized, and you can locate essential items more quickly, resulting in increased productivity.
Use technology to manage and track your tasks: Use apps and tools such as Trello, Asana, and Todoist to keep track of your tasks. Staying organized and accountable is made easier with these tools.
Delegate and collaborate: When possible, avoid micromanaging and delegate tasks to others. By collaborating with others, you can come up with innovative ideas, reduce your workload, and increase your productivity.
Create a morning routine: Establishing a consistent morning routine prepares you mentally and physically for the day ahead. Exercise, meditation, or planning your day's activities can all contribute to this.
Schedule time for self-care: Make it a priority to take care of your physical and mental well-being. Maintaining high energy levels and productivity requires regular exercise, proper nutrition, and adequate sleep.
Review and adjust: At the end of each day, evaluate your accomplishments and identify areas for improvement. As you continue to reflect on your approach, you can refine your system and increase your productivity over time.

Keywords: Eisenhower Matrix, task prioritization, Pomodoro Technique, SMART goals, workspace organization, task management tools, delegation, morning routine, self-care, reflection

Networking for Aspiring Leaders: Why Relationships Matter

Fri, 28 Apr 2023 12:00:00 -0400

Unlock leadership success with network building strategies and relationship tips designed for aspiring leaders on the rise.

As an aspiring leader, you understand the importance of hard work, dedication, and determination. But did you know that fostering relationships and building a solid network is equally important to your career success?

As a leader, network building and relationships are essential to your success:

Access to opportunities: Expanding your network opens new job opportunities, partnerships, and mentorship opportunities. You can open more doors for yourself if you know more people.
Diverse perspectives: Leaders must understand different viewpoints to make informed decisions. You are exposed to new ideas and insights when establishing relationships with people from diverse backgrounds.
Increased influence: Your network can help amplify your message, lend credibility to your efforts, and mobilize resources for your initiatives when you have a strong network.
Personal growth: Developing new skills, avoiding common pitfalls, and growing as a leader are all made possible by networking.

You can begin building a solid network by following these tips:

Be authentic: Authentic relationships are based on trust and shared values. Try not to impress others; instead, focus on creating genuine connections by being yourself.
Practice active listening: Please be sure to engage in active listening when engaging with others to show your genuine interest in their stories, opinions, and concerns.
Seek out mentors: You can accelerate your growth and expand your network by identifying experienced leaders in your field and seeking guidance.
Attend industry events: Join professional associations, attend conferences, and participate in local meetups to build your network and meet like-minded individuals.
Be a resource: Help others by sharing your knowledge, expertise, or connections. As a result, trust is fostered, relationships are strengthened, and your leadership value is demonstrated.
Follow up: Send a personalized message to cement the connection after meeting someone new.
Use social media: Connect with industry thought leaders on platforms such as LinkedIn and Twitter.

The building of networks and the development of relationships are essential to the success of any aspiring leader. You will be on your way to becoming the leader you aspire to be by prioritizing these skills and following the tips provided.

Keywords : #AspiringLeader #NetworkBuilding #Relationships #LeadershipSuccess #ProfessionalGrowth #NetworkingTips #Mentorship #AuthenticConnections #LeadershipDevelopment #EffectiveNetworking #DiversePerspectives #Influence #PersonalGrowth #IndustryEvents #ActiveListening #SocialMediaNetworking

5 Interview Mistakes to Avoid: Tips for Acing Your Next Job Interview

Mon, 06 Mar 2023 06:30:00 -0400

Interviews can be intimidating, and it's easy to make mistakes, especially if you're feeling nervous or unprepared. However, there are certain mistakes that people tend to make more frequently than others. Here are five common mistakes that people make during interviews, along with tips on how to avoid them:

Not researching the company beforehand: It's important to do your homework before an interview to show the interviewer that you are genuinely interested in the company and its mission. Research the company's history, products or services, and company culture. This will also help you to ask informed questions during the interview.
Not dressing appropriately: Make sure to dress appropriately for the job and the company culture. If you're unsure what to wear, it's better to err on being too formal rather than too casual.
Not being on time: Arriving late to an interview is a surefire way to make a wrong impression. Make sure to allow extra time for traffic or other unexpected delays. If you do arrive late, be honest and apologize.
Failing to prepare for common interview questions: Certain questions come up in almost every interview, such as "Tell me about yourself" and "Why do you want to work for this company?" Make sure to practice your responses to these questions beforehand to answer them confidently and clearly.
Not asking questions: Asking questions shows that you are engaged and interested in the position and the company. Come prepared with a list of questions to ask the interviewer, such as about the company's goals and objectives or the day-to-day responsibilities of the role.

By avoiding these common mistakes, you can increase your chances of making a positive impression during an interview and increase your chances of getting the job. Best of luck on your next interview!

Keywords: job interview, mistakes, preparation, research, attire, punctuality, common questions, questions to ask

The Power of Gratitude: Why Saying Thank You Can Transform Your Life

Thu, 02 Mar 2023 06:30:00 -0400

Gratitude is a feeling of appreciation or thanks towards someone or something. It is a universal emotion that people of all cultures and ages experience. The concept of gratitude has been around for centuries and has been a part of various philosophical and religious traditions.

In ancient Greek philosophy, gratitude was seen as a virtue linked to the concept of "thankfulness." The Romans also valued gratitude and had a goddess of gratitude called "Gratitude." In Hinduism, gratitude is a key to happiness and one of the most important virtues. In Buddhism, gratitude is seen as an essential part of the path to enlightenment.

In ancient Judaism, gratitude was a key virtue and closely linked to the concept of "thanksgiving." The Hebrew word for gratitude, "hakarat hatov," literally means "recognizing the good."

In ancient Christianity, gratitude was seen as a virtue and was closely linked to the concept of "thankfulness." The Bible contains numerous passages that encourage gratitude, including Colossians 3:15, which states, "Let the peace of Christ rule in your hearts, for as members of one body you are called to peace. And always be thankful."
In the Islamic tradition, gratitude is a key virtue and is closely linked to the concept of "shukr," which means "to be grateful." The Quran contains numerous passages encouraging gratitude, including Surah 14:7, which states, "If you are grateful, I will surely increase you [in favour]."
In traditional Chinese philosophy, gratitude was seen as a key virtue and was closely linked to the concept of "xie," which means "to thank." The Confucian Analects contain numerous passages encouraging gratitude, including the following: "The wise are free from anger and resentment, and show kindness to all. They are full of love and always grateful."

As you can see, gratitude has a long and rich history that spans many different cultures and traditions. It is a universal emotion that has been valued and celebrated for centuries.

In modern times, gratitude has been the subject of numerous scientific studies, showing that practicing gratitude has numerous benefits for mental and physical health. Some of the benefits of practicing gratitude include :

Improved mental health: Gratitude helps to reduce negative emotions such as anger, frustration, and resentment. It can also increase feelings of happiness and well-being.
Improved physical health: Studies have shown that people who practice gratitude have lower blood pressure, stronger immune systems, and fewer aches and pains.
Increased resilience: Gratitude can help people cope with stress and adversity, allowing them to focus on the positive aspects of their lives.
Improved relationships: Gratitude helps to strengthen relationships, as it allows people to appreciate and value the people in their lives.

There are many different ways to practice gratitude, including:

Keeping a gratitude journal: Write down three things you are grateful for daily. These can be small things, such as a beautiful sunset, or big things, such as the support of a loved one.
Saying thank you: Express gratitude to people in your life by thanking them for their help, support, or kindness.
Doing acts of kindness: Practice gratitude by doing something nice for someone else, such as volunteering, sending a thank you note, or helping a friend in need.
Focusing on the present moment: Take time to appreciate the present moment and all the good things happening in your life.
Thinking positive thoughts: Instead of dwelling on the negative, try focusing on your life's positive aspects.

Practicing gratitude can improve your mental and physical health, strengthen your relationships, and increase your overall happiness and well-being. So take a moment to appreciate all the good things in your life, and be grateful for all the blessings you have received.

Keywords: gratitude, thankfulness, appreciation, happiness, well-being, mental health, physical health, relationships, resilience, kindness

Conversational Hypnosis Techniques: A Comprehensive Guide

Mon, 27 Feb 2023 06:30:00 -0400

Conversational hypnosis, also known as "covert hypnosis" or "verbal hypnosis," is a type of hypnosis that is performed through conversation or verbal communication. It involves the use of language patterns, tonality, and other verbal cues to influence the listener's subconscious mind and bring about a desired change in their thoughts, behaviours, or beliefs.

There are various techniques used in conversational hypnosis, including:

Pacing and leading: This technique involves matching the language and behaviour of the listener and gradually leading them in the desired direction. For example, if a hypnotherapist wanted to help a client overcome a fear of public speaking, they might start by saying, "It's completely normal to feel nervous before speaking in front of a group. Many people feel this way." By pacing the client's feelings of nervousness, the hypnotherapist is able to establish rapport and build trust. They can lead the client towards a more positive mindset by saying, "But with practice and preparation, you can learn to control those nerves and deliver a confident and engaging presentation."
Embedded commands: This technique involves hiding a command within a sentence or phrase, often using a change in tonality or emphasis. For example, a hypnotherapist might say, "You will feel more relaxed and focused after you take a deep breath and let go of any tension in your body." The command "let go of any tension" is embedded within the sentence and may be more likely to be accepted by the subconscious mind because it is not stated directly.
Fractionation: This technique involves rapidly alternating between two opposing states or emotions to create confusion in the listener's mind. This confusion can make the listener more susceptible to suggestions. For example, a hypnotherapist might say, "Imagine feeling completely relaxed and at ease, and then imagine feeling anxious and stressed. Now, go back and forth between these two states until you feel completely hypnotized."
Pattern interrupts: This technique involves disrupting the listener's thought patterns by introducing something unexpected or unfamiliar. This can break the listener's trance and make them more open to suggestions. For example, hypnotherapists might snap their fingers or clap their hands to interrupt the listener's thought patterns and create a moment of confusion.
Anchoring: This technique involves creating a strong association between a specific stimulus (such as a word or touch) and a desired emotional state or response. The hypnotherapist might touch the client's hand while saying a positive affirmation, for example, and then later use the same touch to trigger the positive emotional state.
Reframing: This technique involves changing the interpretation or meaning of an experience or belief to alter the listener's emotional response to it. For example, a hypnotherapist might say, "Instead of thinking of your fear of public speaking as a weakness, try thinking of it as a sign of your care and concern for delivering a great presentation. You want to do your best, and that's a good thing."
Visualization: This technique involves guiding the listener to create a vivid mental image of a desired outcome or experience. The hypnotherapist might say, "Close your eyes and imagine yourself giving a confident and successful presentation. See yourself speaking clearly and confidently, and notice how your audience is engaged and receptive to your message. Now, open your eyes and bring that feeling of confidence and success into the present moment."
Storytelling: This technique involves using a story or metaphor to convey a message or desired outcome. The hypnotherapist might tell a story about someone who overcame their fear of public speaking and achieved great success, for example, and then help the listener to see themselves in that story.

It's important to note that these techniques can be combined and modified in different ways to suit the needs and goals of the listener. A trained hypnotherapist can use their understanding of these techniques and the listener's unique needs to create a personalized hypnosis experience.

Keywords: conversational hypnosis, hypnosis techniques, pacing and leading, embedded commands, fractionation, pattern interrupts, anchoring, reframing, visualization, storytelling

Never Miss a Beat: How to Use the GTD "Waiting For" System for Efficient and Effective Task Management

Thu, 23 Feb 2023 18:30:00 -0400

The "Waiting For" system is a key part of the GTD (Getting Things Done) productivity method created by David Allen. It is a system for tracking tasks or items you are waiting for someone else to complete or provide.

The purpose of the "Waiting For" system is to help you keep track of tasks you cannot complete until you receive something from someone else. This can be anything from a report or document you are waiting for a colleague to provide to a product you are waiting for a vendor to deliver. By having a system to track these tasks, you can stay organized and avoid wasting time trying to remember what you are waiting for or following up with the other person.

There are a few key principles to keep in mind when using the "Waiting For" system:

Be specific: Make sure to include enough detail about the task or item you are waiting for so that you know exactly what you are looking for when it arrives.
Review and update regularly: Review and update your "Waiting For" list regularly to ensure that it is still relevant and accurate.
Follow up as needed: If you have been waiting for something for a while and have not received it, follow up with the other person to check the status.

Here are three examples of how you can use the "Waiting For" system in your life:

Example 1:

You are a project manager at a company and are responsible for coordinating the work of several teams. You create a "Waiting For" list to track all of the tasks that you are waiting for other teams to complete. You include the task description, the team responsible, and the due date for each task. You review this list regularly to ensure that everything is on track and follow up with the teams as needed.

Example 2:

You are a student working on a group project with several classmates. You create a "Waiting For" list to track all the tasks you are waiting for your classmates to complete. You include the task description, the classmate responsible, and the due date for each task. You review this list regularly to ensure that everything is on track and follow up with your classmates as needed.

Example 3:

You are a small business owner who frequently orders products from vendors. You create a "Waiting For" list to track all of the products you are waiting for vendors to deliver. You include the product name, the vendor responsible, and the expected delivery date for each product. You review this list regularly to ensure that everything is on track and follow up with the vendors as needed.

Conclusion

To implement the "Waiting For" system using a computer, you can use a program like Asana or Trello to create a digital list and track your tasks. You can also use a spreadsheet program like Excel or Google Sheets to create a list and track your tasks.

If you want to learn more about the "Waiting For" system and how to use it effectively, you can check out David Allen's book "Getting Things Done: The Art of Stress-Free Productivity" or visit his website. Several online resources and communities are also dedicated to discussing and implementing the GTD method.

Keywords: GTD "Waiting For" system, Productivity, Task management, Follow up, Digital list, Spreadsheet,

David Allen, Asana, Trello, Excel

Description: Don't let tasks slip through the cracks with the GTD "Waiting For" system. Created by productivity expert David Allen, this system helps you track and manage tasks you are waiting for someone else to complete or provide. The "Waiting For" approach is a proven method for improving efficiency and organization, from digital lists to spreadsheets. Learn how to use it and see the results for yourself!

Find Your Next Big Idea: The GTD "Someday Maybe" List for Capturing and Prioritizing Your Creative Thoughts

Thu, 23 Feb 2023 06:30:00 -0400

The "Someday maybe" list is a key part of the GTD (Getting Things Done) productivity method created by David Allen. It is a system for tracking tasks or ideas that you are not ready to commit to or that may not be a priority at the moment but that you might want to consider in the future.

The "Someday maybe" list aims to help you capture and store ideas or tasks that are not a priority right now but that you don't want to forget about. This can be anything from a project you want to pursue in the future to a skill you would like to learn. By having a place to store these ideas, you can free up your mind to focus on your most important tasks and not waste time trying to remember or evaluate these ideas on the spot.

There are a few key principles to keep in mind when using the "Someday maybe" list:

Be specific: Make sure to include enough detail about the task or idea so that you know exactly what you are considering.
Review and update regularly: Review and update your "Someday maybe" list regularly to ensure it is still relevant and accurate.
Evaluate and prioritize: When you are ready to consider an idea or task from your "Someday maybe" list, evaluate it in the context of your current priorities and goals.

Here are three examples of how you can use the "Someday maybe" list in your life:

Example 1:

You are a software developer who is always learning new skills and technologies. You create a "Someday maybe" list to track all of the skills and technologies you are interested in learning but that are not a priority right now. You briefly describe each skill or technology and why you are interested in learning it. Then, you review this list regularly to see if any of these ideas become a priority in the future.

Example 2:

You are a writer who has a lot of ideas for articles or stories but can only work on some of them simultaneously. You create a "Someday maybe" list to track your ideas that are not a priority right now but that you don't want to forget about. You include a brief description of each idea and why you are interested in writing

Keywords: GTD "Someday maybe" list, Productivity, Idea management, Prioritization, Digital list, Spreadsheet, David Allen, Evernote, OneNote, Asana, Title: "Stay Inspired and Focused: How to Use the GTD "Someday Maybe" List for Managing Your Ideas and Prioritizing Your Tasks"

Description: Don't let your ideas get lost in the shuffle with the GTD "Someday Maybe" list. Created by productivity expert David Allen, this system helps you capture and store ideas and tasks that are not a priority right now but that you might want to consider in the future. From digital lists to spreadsheets, the "Someday Maybe" list is a proven method for managing your ideas and staying focused on your most important tasks. Learn how to use it and see the results for yourself!

Boost Your Productivity: Why Friday Reflection Can Take You to the Next Level

Tue, 21 Feb 2023 06:30:00 -0400

In today's fast-paced business environment, it is easy to become absorbed in the day-to-day tasks and lose sight of the bigger picture. Therefore, reviewing your week on Fridays is a smart strategy to help you stay focused, reflect on your accomplishments, and make improvements. This blog post will explore what "review your week every Friday" means, why it works, two examples of how it can be applied at work, and scientific research to support it.

How does "Review Your Week Every Friday" work?

Taking the time to review your week every Friday is a productivity strategy that involves taking the time to review your progress over the previous week. This is a time for you to celebrate your success, identify areas for improvement, and plan for the upcoming week. A review of your accomplishments can provide valuable insight into what you are doing well and what needs to be changed in order to achieve your goals.

How does it work?

"Review your week every Friday" is an effective productivity strategy for several reasons:

By reviewing your week, you are able to focus on what you have accomplished and what needs to be accomplished in the next week.
Plan more effectively for the upcoming week by reflecting on your accomplishments and areas for improvement.
By regularly reviewing your week, you hold yourself accountable for your progress and can take measures to correct any deficiencies.

An example of "Review Your Week Every Friday" in action

Suppose you are a salesperson who must meet a weekly sales target. Every Friday, you should review your sales performance in order to identify areas for improvement and adjust your sales strategy for the following week.
If you are a project manager, you might review the progress of your projects every Friday to identify any roadblocks or areas that require additional attention. In this case, you will be able to make any necessary changes to keep the project on track.

Research on the topic of "Review Your Week Every Friday"

The concept of "reviewing your week every Friday" is supported by scientific research. In a study published in the Journal of Applied Psychology, it was found that reflecting on your accomplishments can increase job satisfaction and reduce burnout. Harvard Business Review published another study which found that regularly reviewing your progress can help you achieve your goals and be more productive.

Keywords: productivity, Friday reflection, progress review, goal setting, scientific research.

Master Your Information: How to Use the GTD Reference System for Efficient and Effective Information Management

Mon, 20 Feb 2023 18:30:00 -0400

The GTD (Getting Things Done) reference system is an integral part of the GTD productivity method created by David Allen. It is a system for storing and organizing all the information you need to access regularly, but that only needs a little attention.

The purpose of the GTD reference system is to provide a place where you can store and access all of your important information quickly and easily. This includes contact information, project notes, reference materials, and documents. By having a system to store this information, you can free up your mind to focus on your most important tasks and not waste time trying to remember or find things.

There are a few fundamental principles to keep in mind when using the GTD reference system:

Everything should have a place: Make sure you have a designated place for everything, whether physical or digital. This will help you find things quickly and know where to put them when you finish them.
Keep it simple: Don't create a complicated system with multiple layers or categories. A simple system will be easier to maintain and use.
Review and update regularly: Review and update your reference system regularly to ensure that it is still relevant and accurate.

Here are three examples of how you can use the GTD reference system in your life:

Example 1:

You are a freelance writer who works on various projects for different clients. To keep track of your projects, you create a digital folder for each client and store all relevant documents and notes. You also create a master list of all of your clients and their contact information and keep it in a separate folder that is easy to access.

Example 2:

You are a college student taking a number of classes and have a lot of reading materials and notes to keep track of. You create a physical filing system to store all your notes and readings by class and label each folder with the class name and instructor. You also create a digital folder on your computer to store any electronic copies of materials.

Example 3:

You are a small business owner who needs to keep track of invoices, receipts, and other financial documents. So you create a physical filing system to store all your paper documents and label each folder with the type of document (e.g. invoices, receipts). You also create a digital folder on your computer to store any electronic copies of documents and use a program like QuickBooks to keep track of your finances.

To implement the GTD reference system using a computer, you can create digital folders on your computer or use a cloud-based storage service like Google Drive or Dropbox. You can also use programs like Evernote or OneNote to keep track of notes and ideas.

If you want to learn more about the GTD reference system and how to use it effectively, you can check out David Allen's book "Getting Things Done: The Art of Stress-Free Productivity" or visit his website. Several online resources and communities are also dedicated to discussing and implementing the GTD method.

Keywords: GTD reference system, Productivity, Information management, Organizing, Efficient, Digital folders, Cloud storage, Notes, Documents, David Allen,

Description: "Get your information under control with the GTD reference system. Created by productivity expert David Allen, this system helps you store and access all of your important information quickly and easily. From physical filing systems to digital folders and cloud storage, the GTD reference system is a proven method for improving efficiency and organization. Learn how to use it and see the results for yourself!"

Maximizing Your Productivity: Why Starting with the Hardest Task First is the Way to Go

Fri, 17 Feb 2023 06:30:00 -0400

An old business saying goes, "do the hardest thing first." This means you should tackle your most challenging task first thing in the morning rather than delaying it until later in the day. It is a strategy that can help you become more productive, reduce stress, and ultimately achieve better results. We will explore in this blog post why "doing the hardest thing first" works and how it can be applied at work.

How does "Do the Hardest Thing First" work?

Do the hardest thing first is a productivity strategy that prioritizes the most challenging task on your to-do list. Instead of procrastinating and putting off complex tasks until the end of the day, you tackle the most difficult task first. As a result, you can get the most challenging work out of the way and make the remainder of your day more manageable.

What makes it effective?

"Doing the hardest thing first" is an effective productivity strategy for several reasons:

Enhances Productivity: By completing your most challenging task first, you can work on other tasks without being distracted by the large one.
Reduces Stress: Delaying a difficult task can lead to anxiety and stress. Taking care of it first will eliminate that stress and give you a sense of accomplishment.
Boosts Performance: By tackling your most challenging task first thing in the morning, you will likely be more alert and focused throughout the day. As a result, performance and quality of work can be improved.

Here are some examples of "Do the Hardest Thing First" in action

Imagine you are a salesperson who dreads making cold calls. If you begin your day by making those calls, you will have the energy to move on to other tasks that require less mental effort.
Creative Projects: If you are a graphic designer, coming up with innovative ideas is the most challenging part of your work. Start the day by brainstorming ideas and then move on to more technical tasks, such as designing or editing, by first doing the most challenging thing.

The Scientific Research on "Doing the Hardest Thing First"

Research has demonstrated that "doing the hardest thing first" is an effective strategy for increasing productivity. According to a study published in the Journal of Personality and Social Psychology, people who tackle their most challenging task first are more productive and feel less stressed than those who delay it. According to another study published in the Journal of Experimental Psychology: General, people who completed their most challenging task first were more likely to maintain self-control throughout the day.

Keywords: productivity, hardest task, strategy, stress reduction, scientific research

Discover the Simplicity and Effectiveness of the Zen to Done Method: 10 Habits to Help You Get More Done and Find Your Passion

Thu, 16 Feb 2023 06:30:00 -0400

The Zen to Done method, also known as ZTD, is a productivity system created by Leo Babauta, the author of the popular blog Zen Habits. It is a straightforward system that helps individuals focus on their most important tasks and get them done efficiently.

At its core, the Zen to Done method is based on the idea of continuous improvement and simplicity. It aims to help individuals declutter their lives and work and create a system that is easy to follow and maintain. The method consists of 10 habits that can be implemented at a time to build a more organized and productive routine gradually.

The ten habits of the Zen to Done method are:

Collect: Gather all the things on your mind and put them in one place, such as a to-do list or a notebook.
Process: Go through the items on your list and decide what actions must be taken.
Plan: Choose the most important tasks for the day and schedule them in your calendar.
Do: Focus on completing one task at a time without distraction.
Review: At the end of each day or week, review your progress and make adjustments as needed.
Simplify: Continuously look for ways to streamline your work and eliminate unnecessary tasks.
Organize: Create a system for storing and organizing your belongings and documents.
Reflect: Take time to reflect on your goals and values and ensure that your actions align with them.
Engage: Find ways to stay motivated and engaged in your work, such as setting challenges or rewarding yourself for meeting goals.
Find your passion: Identify your passions and make time to pursue them.

The Zen to Done method helps individuals break down their tasks into manageable chunks and focus on one thing at a time. It also encourages regular review and reflection, allowing individuals to improve and fine-tune their system continuously.

Example 1:

Let's say that you are a college student who is overwhelmed by all the assignments, exams, and extracurricular activities you have on your plate. So you decide to try out the Zen to Done method to get your work done more efficiently.

First, you collect all your tasks by creating a to-do list and adding everything that needs to be done. This includes completing a research paper, studying for a final exam, and volunteering at a local shelter.

Next, you go through your list and process each item by deciding what actions need to be taken. For example, you break down the research paper into smaller tasks, such as brainstorming ideas, outlining the paper, and writing the first draft.

Then, you plan your week by scheduling the most important tasks in your calendar and setting aside dedicated blocks of time for each one. You also make sure to leave some flexibility in your schedule for unexpected events or tasks that may come up.

During the week, you focus on completing one task at a time without getting distracted by your phone or social media. You also take breaks and make time for self-care, such as walking or meditating, to help you stay focused and energized.

At the end of the week, you review your progress and make any necessary adjustments to your schedule or to-do list. You also take time to reflect on what worked well for you and what you could improve on in the future.

Example 2:

As a small business owner, you always look for ways to streamline your work and increase productivity. You decide to try the Zen to Done method to create a more organized and efficient system.

First, you collect all your tasks and ideas by creating a to-do list and adding everything that needs to be done or that you want to consider. This includes following up with clients, creating a marketing plan, and working on a new product prototype.

Next, you go through your list and process each item by deciding what actions need to be taken. For example, you break down the marketing plan into smaller tasks, such as researching your target audience, creating a budget, and designing promotional materials.

During the week, you focus on completing one task at a time, without getting sidetracked by emails or phone calls. You also set boundaries for your work time and take breaks and disconnect from work when necessary.

At the end of the week, you review your progress and make any necessary adjustments to your schedule or to-do list. You also take some time to reflect on what worked well for you and what you could improve on in the future. You also review your values and goals to ensure that your work is aligned with them.

If you are interested in learning more about the Zen to Done method, you can check out Leo Babauta's book, "The Power of Less," or visit his blog, Zen Habits. Several online resources and communities are also dedicated to discussing and implementing the Zen to Done method.

In terms of how the Zen to Done method compares to other productivity systems, it is often described as a more simplified and minimalistic approach than methods such as David Allen's Getting Things Done (GTD). While both systems aim to help individuals increase their productivity and organization, ZTD emphasizes simplicity and continuous improvement and maybe a better fit for those who prefer a more streamlined approach.

Keywords: Zen to Done method, Productivity system, Simplicity, Continuous improvement, Declutter, To-do list, Time management, Focus, Productivity tips, Goal setting

Meta Description: Looking for a simple and effective way to increase your productivity? The Zen to Done method, created by Leo Babauta, offers 10 habits that can help you declutter your life and work, focus on your most important tasks, and find your passion. From collecting and processing your tasks to simplifying and reflecting on your progress, the Zen to Done method is a proven method for improving your productivity and organization. Try it out today and see the results for yourself!

Make Progress Every Day with the Don't Break the Chain Method from Jerry Seinfeld!

Mon, 13 Feb 2023 06:30:00 -0400

Jerry Seinfeld is one of the most successful comedians in history. His work has inspired many, and his creativity and humour have delighted millions. One concept he popularized is the "Don't Break the Chain" method, which is a simple but effective technique for staying motivated and achieving your goals.

The Don't Break Jerry Seinfeld developed the Chain method to stay motivated while writing new material during his comedy career. The idea behind this technique is that when you set any goal, you simply mark off each day on a calendar or spreadsheet after completing it - much like making a chain link by link until completion - hence "don't break the chain." By doing this, the chain grows longer each day you complete your task and becomes harder to break. The goal is not to break the chain by missing a single day which encourages consistency and focuses on your end goal.

To give an example of how Don't Break the Chain works, let's say you have set a goal to create ten pieces of content each week for your blog. When Monday arrives, instead of waiting until the last minute to write all ten pieces in one session (which is usually not effective), dedicate 15 minutes a day from Monday through Friday to writing those articles one at a time. Once that daily 15 minutes is up, mark it off with an X or a check on the calendar - this is an easy way to keep a visual reminder of your progress. At the end of five days, you will have completed half your goal and can reward yourself for that achievement.

The Don't Break the Chain method uses small daily wins to motivate yourself and build momentum towards accomplishing larger goals. It also helps to remove procrastination and perfectionism as excuses by having you focus on completing one task at a time each day instead of trying to do everything at once. Wherever possible, break down long-term goals into achievable chunks that can be worked through consistently every day until completion. This will help increase productivity and boost motivation levels along the way.

Plenty of resources are available online if you want to learn more about the Don't Break the Chain method and how to apply it to your goals. For example, Jerry Seinfeld has videos on YouTube discussing his process. You can also check out articles from productivity experts such as James Clear, who have written extensively on this topic. With the proper guidance, you'll soon be able to implement Jerry's technique into your own life and maximize your productivity!

Keywords: Jerry Seinfeld, Don't Break the Chain, productivity, goals, motivation.

Meta Description: Learn how to use Jerry Seinfeld's famous 'Don't Break the Chain' method to help you stay motivated and make consistent progress towards your goals. Get all the information you need here!

Maximizing Productivity with Interruption Science: 5 Tips for Handling Disruptions

Thu, 09 Feb 2023 06:30:00 -0400

Interruption science studies how to handle disruptions and manage attention to maximize productivity. It’s a relatively new branch of psychological research that has gained popularity as technology has become more pervasive and created more opportunities for distractions. In our fast-paced, always-connected world, it’s easy to be constantly interrupted by incoming emails, texts, notifications, and phone calls.

Interruption science seeks to understand how these interruptions impact productivity and provide strategies for handling them effectively. Studies have shown that even short interruptions can cause significant decreases in productivity due to the need to refocus on the original task when returning from the interruption. This “interruption penalty” can result in lost time, errors, and reduced output.

Interruption science studies suggest that it’s essential to recognize when you are likely to be interrupted and take steps to minimize the disruption. This may include turning off notifications, scheduling specific times for responding to emails and messages, establishing “do not disturb” periods during which you won’t be available for communication, or using software like RescueTime, which helps manage distractions.

Interruption science aims to help people become more productive by understanding how disruptions affect their work and providing strategies for managing them effectively. By taking the time to analyze your interruptions and develop an effective plan for minimizing them, you can increase your productivity and improve your focus on tasks that require undivided attention. The first step is to recognize the impact of interruptions and develop strategies for minimizing them.

Interruption science is an important area of study that provides valuable insights into maximizing our productivity in a world filled with distractions. By understanding how interruptions affect us and developing strategies for managing them more effectively, we can become more productive and use our time better.

Example productivity tips guided by Interruption science

Turn off notifications and disable sounds - One of the most effective strategies for avoiding interruptions is to turn off your phone or computer’s notifications and any audible alarms or alerts. This will help you focus on tasks requiring undivided attention without continually being bombarded by incoming messages or calls.
Practice “Do Not Disturb” periods - Establishing specific times when you won’t be available for communication can help minimize unnecessary disruptions. During Do Not Disturb periods, let people know not to expect a response from you unless it is an emergency.
Schedule time to respond to emails & messages - Dedicate a specific amount of time each day to responding to emails and messages. This way, you can handle incoming communications without letting them take over your day.
Use productivity software - Programs can help manage your online distractions and provide valuable insights into how you’re spending your time so that you can identify the most significant sources of interruptions and adjust accordingly.
Take breaks - Breaks are essential for maintaining focus and productivity, allowing you to step away from tasks when you need a break or become overwhelmed by distractions. Taking short breaks throughout the day can help keep you focused and productive in the long run.

By implementing these strategies guided by interruption science, we will be able to maximize our productivity while minimizing unnecessary disruptions that impede our

Keywords: interruption science, productivity, interruption penalty, notifications, do not disturb periods, emails and messages, RescueTime software, productivity tips, focus and productivity, distraction management.

How HR can identify a strong modern CISO candidate

Tue, 07 Feb 2023 06:30:00 -0400

The cybersecurity landscape of today is both dynamic and complex. A new attack may occur at anytime, and new threat actors are constantly devising new ways to target businesses and consumers. Businesses need access to cybersecurity leaders who can identify risks and implement solutions accordingly to stay competitive in this ever-changing cyber ecosystem. Over the past several years, the role of a cybersecurity leader has also evolved. To achieve organizational goals, today's strategists must understand the nuances of the digital world and be able to work with various stakeholders across different departments. Here are some factors that may indicate whether a candidate will be successful as a modern CISO in today's security environment:

Has a clear understanding of end-to-end security

As a leader of an organization's cybersecurity team, the best candidates should understand how the various end-to-end security components interact. In addition, they should have experience working with the security team to identify gaps and requirements in each of these areas. Moreover, these candidates should be able to demonstrate a deep understanding of the threat landscape, including how the various threats interact with the company's assets and infrastructure. Finally, candidates with a strong knowledge of threat modelling and penetration testing will be able to assist the team in preventing security issues and ensuring compliance with regulatory requirements.

Deep understanding of threat landscape and current trends

To succeed as a CISO, a person must quickly understand a business' threat landscape and then use this knowledge to make informed decisions. If, for example, a company experiences a breach affecting an employee's record, the candidate should have a comprehensive understanding of how the latest threat landscape and trends could affect the organization. An effective candidate will be able to predict how this scenario might affect the organization, including how it might negatively affect the company's reputation or increase its risk exposure.

Demonstrates digital fluency across operations, technology and culture

A cybersecurity leader must communicate clearly with both internal and external stakeholders. Candidates who can communicate effectively in writing and through visual content (e.g., whiteboards, presentations, etc.) are more likely to succeed than candidates who rely exclusively on written communication. In addition, it is essential to assess how candidates communicate with their teammates. Leading a cybersecurity team may be challenging if candidates need help collaborating with different departments and individuals.

Demonstrates exceptional leadership qualities

The cybersecurity leader of the future must be capable of building strong relationships and fostering strong team cohesion. A candidate must be capable of identifying which stakeholders play a critical role in achieving organizational goals and demonstrate excellent leadership and communication skills to work with them effectively. Modern CISOs should be able to identify and address interpersonal issues (e.g., conflict, miscommunication) within the organization.

Wrapping up

Cybersecurity leaders must understand the various components of security from end to end, including operations, technology, and culture. Additionally, they must be able to see the big picture and utilize their expertise to make informed decisions. In addition, they should be able to communicate effectively with internal and external stakeholders and foster strong team cohesion. A successful candidate should possess a number of these qualities. The cybersecurity landscape of today is both dynamic and complex. There is always the possibility that a new attack will emerge at any time, and threat actors are continually developing new methods of targeting businesses and consumers. Business leaders must have access to cybersecurity leaders who can identify risks and implement appropriate solutions in this ever-changing cyber ecosystem. In recent years, the role of a cybersecurity leader has also evolved. The strategist of today must understand the nuances of the digital world and collaborate with various stakeholders across different departments to achieve the organization's goals.

Boost Your Productivity with the 1-3-5 Method: A Simple Technique for Prioritizing Your Tasks and Achieving Your Goals

Mon, 06 Feb 2023 06:30:00 -0400

The 1-3-5 method is a productivity technique developed to help individuals and teams prioritize tasks and allocate their time and energy more effectively. The method is based on the idea that we can accomplish a lot by focusing on a small number of important tasks each day.

To use the 1-3-5 method, you can follow these steps:

At the beginning of each day, write down one big goal you want to accomplish. This should be a task that will have a significant impact on your work or personal life.
Next, write down three medium-sized tasks that you want to accomplish. These should be tasks that are important but less critical than your big goal.
Finally, write down five small tasks that you want to accomplish. These should be important but less time-consuming than your medium-sized tasks.

Examples:

Imagine you are a sales manager at a software company. Your big goal for the day might be to close a deal with a major client. Your three medium-sized tasks include preparing for a presentation, researching the client's business needs, and drafting a proposal. Your five small tasks might include following up with other clients, scheduling appointments, and updating your CRM system. By focusing on these tasks and prioritizing your time and energy accordingly, you can make significant progress toward your big goal and achieve better results.
Alternatively, you are a marketing manager at a retail company. Your big goal for the day might be to launch a new email marketing campaign. Your three medium-sized tasks include creating the email content, designing the layout, and scheduling the drive to go out to your email list. Your five small tasks might include updating your social media profiles, reviewing analytics data, and following up with customers. By focusing on these tasks and prioritizing your time and energy accordingly, you can make significant progress toward your big goal and achieve better results.
Another example might be a small business owner looking to streamline their operations. Their big goal for the day might be to review and update their standard operating procedures (SOPs). Their three medium-sized tasks might include reviewing their current SOPs, researching best practices, and consulting with team members. Their five small tasks might include organizing their office, updating their website, and following up with clients. By focusing on these tasks and prioritizing their time and energy accordingly, they can make significant progress toward their big goal and achieve better results.

Conclusion

The benefits of the 1-3-5 method are that it helps us focus on a small number of important tasks each day rather than getting bogged down in the minutia of daily tasks. By focusing on our big goal and medium-sized tasks, we can make significant progress toward our goals and avoid getting sidetracked by low-priority tasks.

Keywords: 1-3-5 method, Productivity, Time management, Prioritization, Task management, Goal setting, Daily goals, Personal productivity, Team productivity, Productivity tips, Productivity methods,

Achieve more in less time

Organize and Prioritize Your Tasks with the Eisenhower Matrix

Thu, 02 Feb 2023 06:30:00 -0400

The Eisenhower Matrix, also known as the Urgency-Importance Matrix or Decision Matrix, is a simple and effective organizational tool created by Dwight D. Eisenhower to help prioritize tasks and make decisions quickly. It enables you to focus on the most important activities and avoid wasting time on unnecessary ones.

The idea behind it is to separate things into four categories based on their urgency and importance:

Urgent & Important
Not Urgent & Important
Urgent & Not Important
Not Urgent & Not Important

By visually organizing items into these categories, it becomes much easier to determine which ones should be done first, delegated, automated or eliminated. This simple but powerful tool can also improve focus and productivity by helping you identify tasks that require immediate attention and those that can wait.

The Eisenhower Matrix was first created by Dwight D. Eisenhower when he served as president of the United States from 1953 to 1961. He found that it helped him prioritize tasks and make decisions quickly and effectively, a skill he learned during his military career as Supreme Commander of the Allied Forces in World War II.

The benefits of using the Eisenhower Matrix are numerous. It helps you focus on what’s important and avoid getting bogged down in irrelevant details or tasks that can be handled later. It also encourages creative problem-solving by breaking tasks into smaller, manageable pieces and allowing you to look at things differently. Finally, it will enable you to prioritize tasks according to their importance, helping you stay organized and productive throughout your day-to-day work life.

Examples

Planning Your Day – Use the matrix to plan your day by organizing tasks into urgent and important, not urgent and important, urgent but not important, or not urgent and not important categories. This allows you to focus on the highest-priority items first.
Making Decisions – When faced with multiple choices or options, use the matrix to help you decide which is best for you. Assign each option a score based on their urgency and importance ratings, then compare them before making a decision.
Prioritizing Projects – When tackling large, complex projects, use the matrix to identify and prioritize tasks. This can help you focus on what needs to be done first and break the project into smaller, manageable pieces.
Time Management – Use the matrix to create a schedule that works for you. Focus on the most important tasks first and eliminate distractions to stay productive throughout your day.
Goal Setting – Use the matrix to set goals and objectives that are realistic and achievable. Assign each plan an urgency rating, so you know which ones need attention right away and which can wait until later.

Eisenhower Matrix and GTD

The Eisenhower Matrix is also closely related to the popular productivity system Getting Things Done (GTD). This system, created by David Allen, is based on five main steps:

Capture – Gather all of your tasks in one place.
Clarify – Break each task down into specific actions.
Organize – Assign deadlines, prioritize tasks and plan accordingly.
Reflect – Take time to reflect on what’s been accomplished so far and adjust plans if needed.
Engage – Carry out the required tasks and complete them.

Using these steps along with the Eisenhower Matrix can increase your productivity and get important tasks finished quickly and efficiently.

If you’d like to learn more about the Eisenhower Matrix, Getting Things Done and how to use them in your everyday life, plenty of online resources are available. Start by reading books that discuss these systems, such as “Getting Things Done: The Art of Stress-Free Productivity” by David Allen or “The 4 Disciplines of Execution” by Sean Covey and Chris McChesney. Numerous blogs and websites are dedicated to productivity topics and offer helpful advice on using these tools.

By taking the time to understand the Eisenhower Matrix and Getting Things Done, you can increase your efficiency and get more done with less stress. With a bit of practice, you can be well on your way to becoming an expert in organizational skills and time management. Good luck!

Keywords: Eisenhower Matrix, Time Management, Productivity System, GTD, Getting Things Done, David Allen, Prioritizing Tasks, Organize tasks, Reflect on accomplishments, Engage in tasks.

Get More Done in Less Time with the Eat That Frog Technique: A Productivity Method for Achieving Your Goals

Mon, 30 Jan 2023 06:30:00 -0400

The Eat That Frog Technique is a productivity method developed by time management expert Brian Tracy. It is based on the idea that we should tackle our most challenging or meaningful tasks first thing in the morning before we are faced with the distractions and interruptions of the day.

The technique gets its name from a quote attributed to Mark Twain, who once said, "If the first thing you do each morning is to eat a live frog, you can go through the day with the satisfaction of knowing that it's probably the worst thing that is going to happen to you all day long." The idea behind the Eat That Frog Technique is that by tackling our most challenging or important task first thing in the morning, we can get it out of the way and avoid the stress and anxiety that comes with having it hanging over us all day.

One of the benefits of the Eat That Frog Technique is that it helps us focus on our most important tasks and allocate our time and energy more effectively. By tackling our most challenging or important task first thing in the morning, we can make progress on the things that matter most to us and avoid getting bogged down in the minutia of daily tasks.

Here are some examples

Imagine you are a sales manager at a software company. Your most important daily task might be to close a deal with a major client. Applying the Eat That Frog Technique, you can tackle this task first thing in the morning when you are most alert and energetic. This way, you can focus on the task without the distractions and interruptions of the day, increasing your chances of closing the deal.
Alternatively, you are a marketing manager at a retail company. Your most important task for the day might be to launch a new email marketing campaign. By applying the Eat That Frog Technique, you can set aside time in the morning to create the email content, design the layout, and schedule the campaign to go out to your email list. This way, you can focus on the task at hand and avoid getting bogged down in the minutia of daily tasks.
Another example might be a small business owner looking to streamline their operations. Their most important daily task could be to review and update their standard operating procedures (SOPs). By applying the Eat That Frog Technique, they can focus on this task in the morning, when they are most alert and energetic, and progress towards improving their business processes and efficiency.

How is this techniques similar, and how does it differ from GTD or the Pickle Jar technique

The Eat That Frog Technique is similar to other productivity methods, such as Getting Things Done (GTD) and the Pickle Jar Theory, in that it helps individuals and businesses prioritize their tasks and allocate their time and energy more effectively. All three techniques focus on prioritizing tasks to achieve greater productivity and achieve goals more efficiently.

However, some key differences exist between the Eat That Frog Technique, GTD, and the Pickle Jar Theory. One key difference is the specific method for prioritizing tasks. The Eat That Frog Technique emphasizes tackling your most challenging or important task first thing in the morning. GTD focuses on breaking tasks into smaller, actionable steps and organizing them into lists. The Pickle Jar Theory, on the other hand, categorizes tasks into "rocks," "pebbles," and "sand" based on their level of importance.

Another difference is the emphasis on organization and task management. GTD emphasizes organizing tasks into lists and systems, while the Eat That Frog Technique and Pickle Jar Theory focus more on prioritization and task execution.

Overall, while all three techniques can be effective in helping individuals and businesses increase their productivity, the specific method and approach may vary based on individual preferences and needs. Therefore, it is up to each individual or organization to decide which method works best for them.

Conclusion

Many resources are available online if you are interested in learning more about the Eat That Frog Technique and other productivity methods. One such resource is Brian Tracy's website, which offers a variety of tools and resources to help individuals and businesses implement the technique and other productivity systems. Additionally, many books and articles are available on the topic, such as Brian Tracy's "Eat That Frog!: 21 Great Ways to Stop Procrastinating and Get More Done in Less Time", which covers the technique in depth.

The Eat That Frog Technique is a simple yet powerful tool for increasing productivity and achieving success. By focusing on your most important or challenging task first thing in the morning, you can streamline your efforts and make significant progress toward your goals. So, if you want to increase your productivity and achieve more in less time, consider giving the Eat That Frog Technique a try.

Keywords: Eat That Frog Technique, Time management, Productivity, Goal achievement, Brian Tracy, Getting Things Done (GTD), Productivity tips, Productivity methods, Increase productivity, Achieve more in less time, Prioritization, Mark Twain quote, Tackle most important task first thing in the morning,

How to Unlock the Power of Work Motivation for Your Employees

Fri, 27 Jan 2023 06:30:00 -0400

[caption id="" align=“alignnone” width=“1280”] Photo by Alexas_Fotos on Pixabay [/caption]

In today’s competitive business landscape, motivating employees is essential for success. Work motivation can help increase productivity, morale, and engagement, but it can be difficult to unlock the power of work motivation in your employees. In this blog article, we will discuss how to identify and improve work motivation in employees, as well as strategies and techniques for keeping them motivated. We will also look at successful work motivation strategies and common challenges to work motivation. Let’s get started.

Introduction to Work Motivation

Work motivation is the drive that compels an employee to do their best work. It is the result of an internal or external stimulus that energizes individuals to take action and achieve their goals. Work motivation is an important factor in any workplace and can significantly impact an employee’s performance.

What is Work Motivation?

Work motivation is the passion and enthusiasm an employee has for their work. The intrinsic drive encourages an individual to work hard and achieve their goals. Work motivation is a key factor in employee engagement and satisfaction. The more motivated an employee is, the more likely they will be productive and successful.

Work motivation can be either intrinsic or extrinsic. Intrinsic motivation is an internal drive, such as a desire to learn or gain recognition. Extrinsic motivation is an external stimulus, such as rewards and incentives. Both types of motivation are important for encouraging employees to do their best work.

Benefits of Work Motivation

Work motivation can have a significant impact on an organization’s performance. Employees motivated to do their best work are more productive, engaged, and likely to stay with the company. Motivated employees are also more likely to take the initiative, be creative, and develop innovative solutions.

Work motivation also has a positive effect on morale. Employees who feel motivated are more likely to enjoy their work and have a positive attitude toward their job. This can positively impact the workplace atmosphere, resulting in greater collaboration and teamwork.

Finally, motivated employees are more likely to be successful. When employees are driven to do their best work, they are more likely to achieve their goals and contribute to the organization’s success.

How to Identify Work Motivation in Employees

Identifying work motivation in employees can be difficult, as it is not always easy to tell if an employee is truly motivated. However, there are a few signs that can indicate whether an employee is motivated or not.

For starters, look for signs of the initiative. A motivated employee will take the initiative and devise creative solutions to problems. Additionally, look for signs of engagement. Motivated employees will be engaged in their work and eager to learn new things.

You can also look for signs of enthusiasm. Motivated employees will be enthusiastic about their work and eager to take on new challenges. Finally, look for signs of success. Motivated employees will take pride in their accomplishments and strive to achieve their goals.

How to Improve Work Motivation in Employees

Improving work motivation in employees can be done in a variety of ways. Here are a few tips to help improve work motivation in your employees.

First, provide clear goals and objectives. Employees with clearly defined goals and objectives are more likely to be motivated to do their best work. Additionally, provide feedback and recognition. When employees receive feedback and recognition for their achievements, they are more likely to be motivated to continue their success.

Next, provide opportunities for growth and development. Employees who feel like they are growing and developing in their careers are more likely to be motivated to do their best work. Finally, create an environment of trust and respect. Employees who feel trusted and respected are more likely to be motivated to work hard.

Strategies for Enhancing Work Motivation

A few strategies can be used to enhance work motivation in employees. Here are a few of the more popular strategies:

Provide rewards and incentives. Rewarding employees for their efforts can be a great way to motivate them to work hard.
Foster collaboration and teamwork. A strong team environment can help foster motivation and engagement.
Offer training and development opportunities. Offering employees chances to learn and grow can help them stay motivated.
Promote a culture of recognition and appreciation. Recognizing and appreciating employees for their efforts can help boost motivation.
Encourage autonomy and flexibility. Giving employees autonomy and flexibility to manage their work can help motivate them.

Techniques for Keeping Employees Motivated

Keeping employees motivated is essential for a productive and successful workplace. Here are a few techniques for keeping employees motivated:

Provide feedback and recognition. Regularly providing feedback and recognition can help keep employees motivated.
Set achievable goals. Setting achievable goals will give employees something to strive for and help keep them motivated.
Offer rewards and incentives. Offering rewards and incentives can be a great way to motivate employees.
Encourage collaboration. Collaboration and teamwork can help keep employees motivated and engaged.
Celebrate successes. Celebrating successes and achievements can help motivate employees to do their best work.

Recognizing and Rewarding Employee Motivation

Recognizing and rewarding employee motivation is important to any successful work motivation strategy. Recognizing employees for their efforts and achievements can show them that their work is valued and appreciated. It can also help motivate them to continue to do their best work.

Rewarding employees for their efforts can also be a great way to motivate them to do their best work. Rewards can include recognition, bonuses, promotions, or other incentives. Rewards can help show employees that their hard work is valued and appreciated.

Examples of Successful Work Motivation Strategies

There are a few examples of successful work motivation strategies that businesses have used. One example is Google’s “20% Time” policy, which allows employees to spend 20% of their time working on projects of their choosing. This policy has successfully motivated employees to be creative and take the initiative.

Finally, Amazon’s “Leadership Principles” have motivated employees to take the initiative and be creative. These principles focus on customer obsession, ownership, and continuous improvement.

Common Challenges to Work Motivation

There are a few common challenges that can hinder work motivation. These include non-competitive wages, lack of recognition, lack of resources, lack of training, and lack of growth opportunities.

Non-competitive wages can lead to demotivation, as employees may not feel valued. Lack of recognition can also lead to demotivation, as employees may not feel appreciated for their efforts. Lack of resources, training, and growth opportunities can also lead to demotivation, as employees may not feel challenged or have opportunities to develop their skills.

Best Practices for Maintaining Employee Motivation

Maintaining employee motivation is essential for a successful workplace. Here are a few best practices for maintaining employee motivation:

Recognize and reward employees for their efforts.
Provide clear goals and objectives.
Offer training and development opportunities.
Foster collaboration and teamwork.
Encourage autonomy and flexibility.
Promote a culture of recognition and appreciation.
Set achievable goals.
Offer rewards and incentives.
Celebrate successes.

By following these best practices, you can ensure that your employees remain motivated and engaged in their work.

Conclusion

Work motivation is essential in any workplace and can significantly impact an employee’s performance. Identifying and improving work motivation in employees can be challenging, but a few strategies and techniques can help. By providing clear goals and objectives, offering rewards and incentives, and fostering collaboration and teamwork, you can help unlock the power of work motivation in your employees. By following these best practices, you can ensure that your employees remain motivated and engaged in their work.

Maximize Your Productivity with the Pickle Jar Theory: A Simple Guide to Getting Things Done

Thu, 26 Jan 2023 06:30:00 -0400

The Pickle Jar Theory is a time management and productivity system developed by Jeremy Wright, a productivity expert and coach. The theory is based on the idea that our mental and emotional energy is like a jar with a limited capacity. To be productive and achieve our goals, we must keep the jar "full" by prioritizing our tasks and managing our time effectively.

According to the Pickle Jar Theory, we encounter three tasks in our daily lives: rocks, pebbles, and sand. Rocks represent our most important tasks and priorities, such as major projects or long-term goals. Pebbles represent smaller but still important tasks, such as errands or appointments. Sand represents the smallest, least important tasks, such as checking emails or responding to minor requests.

The key to the Pickle Jar Theory is to put the rocks in the jar first. Focusing on our most important tasks first ensures that we are making progress on the things that matter most to us. If we first fill our jar with sand and pebbles, there may not be enough room for the rocks, and we risk leaving our most important tasks unfinished.

One of the benefits of the Pickle Jar Theory is that it helps us prioritize our tasks and allocate our time and energy more effectively. By focusing on our most important tasks first, we can avoid getting bogged down in the minutia of daily tasks and make progress on the things that truly matter to us.

Examples:

Imagine you are a project manager at a construction company. Your most important tasks (rocks) for the day might include preparing a presentation for a potential client, coordinating with the construction team on a significant project, and reviewing the budget for the quarter. These tasks are critical to your company's success and should be prioritized. Smaller tasks (pebbles), such as responding to emails or scheduling meetings, can be tackled after the rocks are completed.
Alternatively, let's say you are a marketing manager at a retail company. Your rocks for the day include creating a social media campaign for a new product launch and conducting market research for a new target audience. Your pebbles include responding to customer inquiries and scheduling social media posts for the week. Sand tasks, such as checking emails or responding to minor requests, can be delegated to a team member or left until the end of the day.
Another example might be a small business owner looking to streamline their operations. Their rocks for the day could include reviewing and updating their standard operating procedures (SOPs) and conducting a budget review for the quarter. Pebbles might include scheduling appointments with clients or vendors, and sand tasks might include checking emails and responding to minor requests.

Many resources are available online if you are interested in learning more about the Pickle Jar Theory and other productivity methods. One such resource is Jeremy Wright's website, which offers a variety of tools and resources to help individuals and businesses implement the Pickle Jar Theory and other productivity systems. Additionally, many books and articles are available on the topic, such as Jeremy Wright's book "The Pickle Jar Theory: A Simple Guide to Getting Things Done," which covers the theory in depth.

The Pickle Jar Theory is a simple yet powerful tool for increasing productivity and achieving success. By focusing on your most important tasks and prioritizing your time and energy accordingly, you can streamline your efforts and make significant progress toward your goals. So, if you want to increase your productivity and achieve more in less time, consider giving the Pickle Jar Theory a try.

Keywords: Pickle Jar Theory, Time management, Productivity, Goal achievement, Jeremy Wright,

Getting Things Done (GTD), Productivity tips, Productivity methods, Increase productivity,

Achieve more in less time, Prioritization, Rocks, pebbles, sand, Mental and emotional energy

Boost Your Productivity and Achieve Your Goals with the Rapid Planning Method

Mon, 23 Jan 2023 06:30:00 -0400

The Rapid Planning Method, or RPM, is a time management and productivity system developed by productivity expert Tony Robbins. It is designed to help individuals and businesses plan, prioritize, and execute their goals more efficiently and effectively.

One of the main benefits of RPM is its simplicity. Unlike other production methods, such as Getting Things Done (GTD), RPM only has three steps:

Identify your most important task (MIT). This is the one task that will have the most significant impact on your overall goals and objectives.
Plan your day around your MIT. Schedule your MIT for the morning, when you are most alert and energetic, and tackle it first thing.
Get to work on your MIT. Use your entire focus and energy to complete this task as quickly and effectively as possible.

While RPM may seem straightforward, it can be highly effective in helping individuals and businesses increase their productivity and achieve their goals. By focusing on the one task that will impact your success, you can avoid getting bogged down in the minutia of daily tasks and make progress on the things that matter most.

Examples of how the Rapid Planning Method (RPM) can be applied in a business setting:

Imagine you are a sales manager at a software company. Your most important task (MIT) for the day might be to close a deal with a major client. You can plan your day around this MIT by blocking out time in the morning to research the client's needs, prepare your pitch, and set up a call or meeting with the client. By focusing on this MIT first thing in the morning, you are more likely to close the deal and make significant progress towards your overall sales goals.
Alternatively, you are a marketing manager at a retail company. Your MIT for the day might be to launch a new email marketing campaign. You can plan your day around this MIT by setting aside time in the morning to create the email content, design the layout, and schedule the campaign to go out to your email list. By focusing on this MIT first thing in the morning, you can ensure that the campaign is launched in a timely and effective manner and make progress towards your overall marketing objectives.
Another example might be a small business owner looking to streamline their operations. Their MIT for the day could be to review and update their standard operating procedures (SOPs). By planning their day around this MIT, they can focus on this task in the morning, when they are most alert and energetic, and progress towards improving their business processes and efficiency.

Many resources are available online if you are interested in learning more about RPM and other productivity methods. One such resource is Tony Robbins' website, which offers a variety of tools and resources to help individuals and businesses implement RPM and other productivity systems. Additionally, many books and articles are available on the topic, such as Tony Robbins' "Personal Power" series, which covers RPM in depth.

Overall, the Rapid Planning Method is a simple yet powerful tool for increasing productivity and achieving success. Focusing on your most important daily task can streamline your efforts and make significant progress toward your goals. So, if you want to increase your productivity and achieve more in less time, consider giving RPM a try.

Keywords: Rapid Planning Method, RPM, Time management, Productivity, Goal achievement, Tony Robbins, Getting Things Done (GTD), Productivity tips, Productivity methods, Increase productivity, Achieve more in less time

Introduction to Parkinson's Law: A Time Management Principle for Business Professionals

Thu, 19 Jan 2023 06:30:00 -0400

Are you struggling to meet deadlines and feeling overwhelmed by the amount of work you have to do? Parkinson's Law, a time management principle first described by Cyril Northcote Parkinson in the 1950s, may help you better manage your time and increase productivity.

What is Parkinson's Law?

Parkinson's Law states that "work expands to fill the time available for its completion." In other words, the more time you have to complete a task, the more time it will take you to finish it. This principle can be applied to individuals and organizations and can have significant implications for time management and productivity.

Who created Parkinson's Law?

Parkinson's Law was first described by Cyril Northcote Parkinson, a British naval historian and author, in an essay published in The Economist in 1955. It has since become a widely recognized principle in time management and productivity.

Benefits of Parkinson's Law

There are several benefits to understanding and applying Parkinson's Law, including:

Improved focus and productivity: By setting tight deadlines for tasks, Parkinson's Law can help you stay focused and avoid wasting time.
Increased efficiency: By setting tight deadlines, you may be forced to be more efficient and eliminate unnecessary tasks or distractions.
Improved time management: By recognizing that work expands to fill the time available, you can be more mindful of how you allocate your time and ensure that you are using it effectively.

Example of Parkinson's Law

Here is a brief overview of how you can apply Parkinson's Law to your work:

Identify the task: Determine the task you need to complete and the desired outcome.
Set a deadline: Set a tight deadline for completing the task, taking into account the time and resources available.
Break down the task: Break the task down into smaller, manageable chunks to make it more achievable.
Prioritize: Prioritize the most important or time-sensitive tasks to ensure that you are using your time effectively.
Monitor your progress: Regularly check in to ensure that you are on track to meet your deadline.

Getting More Information

If you are interested in learning more about Parkinson's Law and how it can improve your time management and productivity, there are several resources available, including:

The original essay by Cyril Northcote Parkinson (Parkinson's Law | The Economist)
Books on Parkinson's Law and time management, such as "The Time Trap" by Alec MacKenzie and "The 48 Laws of Power" by Robert Greene
Time management training courses and workshops that cover Parkinson's Law and other principles

By understanding and applying Parkinson's Law, you can become more efficient and effective in managing your time and meeting deadlines. So give it a try and see how it can improve your productivity in the fast-paced business world.

Keywords: Parkinson's Law, time management, productivity, deadlines, focus, efficiency, task management, resource management, time management principles, Cyril Northcote Parkinson, business professionals, time management skills, goal setting, productivity techniques, training courses, workshops

What is Contingency Theory and how does it apply to business management?

Thu, 27 Oct 2022 04:30:00 -0400

Who invented the Contingency theory?

German sociologist Max Weber first proposed the Contingency theory in the early 1900s. Weber believed that organizations are best understood as social systems and that the external environment shapes their structures and processes.

What is the Contingency theory?

The Contingency theory is a framework for organizational design that considers the organization's internal and external environment. It suggests that there is no single best way to organize a company but that the most effective organizational structure depends on the specific conditions in which the organization operates.

How does the Contingency theory apply to business management?

The Contingency theory provides a framework for managers to assess both the internal and external environment of their organization and to make decisions about organizational design based on that assessment. Managers can use the Contingency theory to identify which environmental factors are most important to their organization and to determine how those factors should influence organizational structure and processes.

What are some criticisms of the Contingency theory?

Critics of the Contingency theory argue that it is too simplistic and does not consider the dynamic nature of organizations and their environments. Additionally, some critics argue that the theory emphasizes the external environment and does not adequately consider the role of internal factors in organizational design.

What are some implications of the Contingency theory for managers?

Some implications of the Contingency theory for managers include:

The need to monitor the internal and external environment of their organization constantly.
The need to be flexible and adaptable in their approach to organizational design.
The need to make sure that the organizational structure and processes are aligned with the most important environmental factors.

The Contingency theory is a valuable tool for managers who want to understand how to create an effective organization. However, it is important to remember that no single theory can explain the complexities of organizational behaviour. Managers should use the Contingency theory as one tool in their toolbox, along with other management theories, when trying to understand and improve their organization's performance.

Keywords: contingency theory, business management, organization design, environmental factors, organizational behaviour, behavior

Sources:

Fiedler, F.E. (1967). A Theory of Leadership Effectiveness. New York: McGraw-Hill.

Parsons, T. (1951). The Social System. Glencoe, IL: Free Press.

Weber, M. (1947). The Theory of Social and Economic Organization. New York: Free Press.

What is McClelland's Theory of Needs

Thu, 06 Oct 2022 12:00:00 -0400

The McClelland Theory of Needs suggests that humans have three basic needs: the need for achievement, the need for affiliation, and the need for power. According to this theory, a unique combination of these needs drives each individual's behavior.

An achievement-oriented individual is driven by a desire to achieve their goals and objectives. The majority of them are highly motivated and capable of working independently.

Achievers tend to be very goal-oriented and task-focused. Their motivation is usually high, and they are capable of working independently. These individuals are usually driven by a desire to succeed in their endeavours. Consequently, they may feel frustrated or disappointed when they feel their high standards are not met.

An affiliation-oriented individual is more focused on relationships and teamwork. Interaction with others is essential, so they prefer working in cooperative environments.

People who are affiliation-oriented prefer to work in environments where they can interact with other individuals. Their desire to be a part of a team drives them to seek positions in which they can fulfill this need. These individuals are generally very social and enjoy being around other people. However, when it comes to their relationships, they may also be more likely to take risks.

An individual who is power-oriented seeks positions of authority and influence. They will likely take more risks as they are often ambitious and competitive.

Individuals who are power-oriented usually seek positions of authority and influence. They are driven by this need to be ambitious and competitive in their pursuits. Those who are power-oriented may also be more inclined to take risks in their professional and personal lives. Unfortunately, the desire for power can sometimes lead to negative behaviours, such as manipulation or aggression.

McClelland's Theory of Needs has been criticized as being too simplistic and reductionist. Human behaviour is influenced by a complex combination of factors that cannot be adequately accounted for in theory. Furthermore, the theory does not explain why some people can satisfy all three needs while others are not. Lastly, the theory does not consider that an individual's needs can change over time.

Despite these criticisms, McClelland's Theory of Needs remains a popular framework for understanding human motivation. Moreover, it provides a valuable starting point for further research into human behaviour's complex factors. As well as theoretical applications, the theory has practical applications, such as in management and counselling.

Keywords: McClelland's Theory of Needs, needs, achievement, affiliation, power, human behaviour, motivation, management, counselling.

How to keep employees motivated

Thu, 06 Oct 2022 04:30:00 -0400

Why is employee motivation important?

Employee motivation is important because it can help to improve productivity and performance within a company. It can also help to reduce absenteeism and staff turnover and promote a positive working environment.

There are many ways to keep employees motivated, including offering incentives, providing training and development opportunities, and encouraging open communication. It’s important to find what works best for your company and employees.

Motivation through developing employee strengths

One way to keep employees motivated is by developing their strengths. This could involve providing training and development opportunities, such as courses, e-learning modules, or on-the-job coaching. It could also involve setting goals that play to their strengths and offering rewards for achieving these goals.

This approach helps employees to feel valued and appreciated. It also allows them to build their skills and knowledge, leading to improved performance and productivity.

Motivation through appreciation and recognition

Appreciation and recognition are important forms of motivation. Showing your employees that you value their hard work and contributions can help to keep them motivated. There are many ways to do this, such as providing verbal praise, sending thank-you notes, or giving awards.

It’s also important to provide feedback, both positive and constructive. This helps employees to understand what they’re doing well and where they can improve.

Motivation by simplifying the ability of employees to provide feedback

Make sure you have systems and processes that allow employees to provide feedback. This could involve using an employee survey tool, setting up focus groups, or holding one-to-one meetings.

It’s also important to listen to your feedback and take action where necessary. This shows employees that you’re committed to improving based on their input.

Motivation through incentives

Incentives can be a powerful form of motivation. They can help to improve performance and productivity, as well as promote a positive working environment.

There are many different incentives, such as financial rewards, extra holidays, or vouchers. It’s important to find what works best for your company and employees. Incentives should be aligned with your company’s values and goals.

Motivation through clear communication

Clear communication is essential for keeping employees motivated. Ensure you keep employees up-to-date on company news, changes, and developments. This could involve sending regular updates, holding team meetings, or using an intranet system.

Motivation by allowing for employee growth

Another way to keep employees motivated is by allowing for employee growth. This could involve providing opportunities for career progression, such as training and development programmes or mentorship schemes. It could also offer flexible working arrangements, such as job sharing or home working.

This approach helps employees to feel that they’re progressing in their career. It also gives them a sense of purpose and motivation to do their best work.

A final word on employee motivation

Employee motivation is important for improving productivity and performance. There are many ways to keep employees motivated, including providing incentives, offering training and development opportunities, and encouraging open communication. It’s important to find what works best for your company and employees.

Keywords: employee motivation, keeping employees motivated, what motivates employees, how to keep employees motivated, employee motivation ideas, motivating employees, incentive programs, employee recognition programs, clear communication, employee growth, training and development programs, flexible working arrangements, job satisfaction.

What is Herzberg's Two-Factor Theory

Wed, 05 Oct 2022 12:00:00 -0400

Herzberg's Two-Factor Theory is one of our most influential management theories. It provides a framework for motivating employees and getting the most from them.

According to this theory, there are two types of factors that contribute to job satisfaction: hygiene factors and motivators. A hygiene factor includes working conditions, pay, and benefits. Motivators include challenges, opportunities for advancement, and recognition.

It would be best if you met their hygiene needs and motivators to keep your employees motivated. The absence of either of these can lead to employee dissatisfaction and turnover.

A few examples of hygiene factors include:

Working conditions
Pay
Benefits
Company policies
Supervision

Examples of motivators include:

Challenging work
Opportunity for advancement
Recognition
Responsibility
Growth potential

Herzberg's theory emphasizes that you cannot motivate employees simply by offering more money. Providing more money without other factors such as challenge and recognition can actually decrease motivation.

This theory has been extensively studied and applied in the field of management. It provides a valuable framework for understanding how to motivate employees and maximize their performance. Therefore, a thorough understanding of this theory and how to apply it in your organization is essential for managers.

Keywords: Herzberg's Two-Factor Theory, hygiene factors, motivators, job satisfaction, employee motivation, management, recognition, responsibility.

A new manager's guide to management theories

Tue, 04 Oct 2022 12:00:00 -0400

Several different management theories can be useful for new managers. Here are four of the most important ones:

1. Theories of Motivation

There are several different theories of motivation, all of which can help understand how to motivate employees best. The most popular theories include Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, and McClelland's Theory of Needs.

2. Theories of Leadership

There are also several different theories of leadership, all of which can help understand how to best lead employees. The most popular theories include the trait theory, the behavioural theory, and the situational theory.

3. Theories of Organizational Structure

There are several different theories of organizational structure, all of which can help understand how to organize employees best. The most popular theories include the functional structure, the divisional structure, and the matrix structure.

4. Theories of Change

There are also several different theories of change, all of which can help understand how to manage change within an organization best. The most popular theories include Lewin's Three-Stage Model of Change, Kotter's Eight-Step Process for Leading Change, and Bridges' Transition Model.

Which of these management theories will be most helpful for you will depend on your specific situation. However, all of them can be useful in helping you to manage better, lead, and grow your organization.

keywords: management theories, new managers, guide, motivation, leadership, organizational structure, change management

What is mentorship and why it is important

Mon, 03 Oct 2022 04:30:00 -0400

Mentorship is a relationship in which an experienced individual (the mentor) helps to guide and support the development of a less experienced individual (the mentee). The mentor provides advice, guidance, and support to help the mentee grow and develop personally and professionally.

How can a culture of mentorship help your company?

A culture of mentorship can help your company in several ways:

It can foster a sense of community and belonging, increasing employee satisfaction and engagement.
It can provide opportunities for employees to learn new skills and knowledge.
It can help to retain talent and maintain a high level of performance within the company.
It can help to attract top talent to the company.

How can you create a healthy culture of mentorship?

There are a few key things you can do to create a healthy culture of mentorship:

Encourage employees to seek out mentors.
Make sure mentors and mentees are matched up based on compatibility and mutual goals.
Encourage mentors to provide guidance and support, but also to give honest feedback.
Make sure that mentorship relationships are kept confidential.

What are the benefits of being a mentor?

There are several benefits to being a mentor:

It can help you to develop your leadership skills.
It can give you a sense of satisfaction and fulfillment.
It can help you to develop a deeper understanding of your mentee.
It can help you to expand your professional network.

What are the benefits of being a mentee?

There are several benefits to being a mentee:

It can give you access to knowledge and expertise you would not otherwise have.
It can help you to develop your skills and abilities.
It can help you to gain confidence.
It can help you to build relationships with people who can support and guide your career.

What are some tips for being a good mentor?

Here are a few tips for being a good mentor:

Be patient and understand that your mentee is on their own journey.
Be supportive and encouraging, but also honest.
Make yourself available when your mentee needs you, but respect their privacy.
Make sure your mentee feels comfortable coming to you with any concerns.

What are some tips for being a good mentee?

Here are a few tips for being a good mentee:

Be open to learning from your mentor.
Be willing to take their advice and guidance.
Be grateful for their time and effort.
Make sure to keep them updated on your progress.

What are some red flags to watch out for in a mentorship relationship?

There are a few red flags to watch out for in a mentorship relationship:

If you feel like your mentor is taking advantage of you.
If you feel like your mentor is not giving you honest feedback.
If you feel like your mentor is not respecting your privacy.
If you feel like your mentor is not supportive or helpful.

What should you do if you have a problem with your mentor?

If you have a problem with your mentor, the best thing to do is to talk to them about it. However, if you are uncomfortable doing that, you can always speak to someone else who can help mediate the situation.

What should you do if you have a problem with your mentee?

If you have a problem with your mentee, the best thing to do is to talk to them about it. However, if you are uncomfortable doing that, you can always speak to someone else who can help mediate the situation.

How can you evaluate the success of your mentorship program?

There are a few key things you can do to evaluate the success of your mentorship program:

Get feedback from employees who have participated in the program.
Conduct surveys to gauge employee satisfaction.
Track employee retention rates.
Look at the overall performance of the company.

Conclusion

Mentorship is a vital part of professional development. It can help you to grow and develop in your career, and it can also provide invaluable support and guidance.

Keywords: Mentorship, company culture, community, employee satisfaction, performance, recruitment, talent retention.

Choose the right profile picture for each of your social networks

Tue, 26 Apr 2022 06:30:00 -0400

A profile picture is one of the most important elements of your social media profile. It's the first thing people will see when they visit your page, and it's a good way to make a strong first impression.

That being said, not all profile pictures are created equal. Each social network has its specific requirements for what makes a good profile picture, and failure to follow these guidelines can result in a less-than-ideal image that doesn't represent you in the best light.

Here are some tips for taking a great profile picture for each of the most popular social networks:

LinkedIn: Your LinkedIn profile picture should be a professional headshot appropriate for a business setting. Avoid casual or overly-stylized photos, and make sure the background is simple and free of distractions.
Facebook: For Facebook, you can go with a more casual photo than you would on LinkedIn. However, it's still important to avoid anything that could be seen as too staged or artificial. A good rule of thumb is to choose a picture that you would be comfortable sharing with your friends and family.
Instagram: On Instagram, your profile picture should be an image that represents your personal brand. This can be a photo of you engaged in a hobby or activity that you're passionate about or something that showcases your unique sense of style.
Snapchat: Snapchat is all about fun and spontaneity, so your profile picture should reflect that. Don't be afraid to get creative with your snapcode (the image people use to add you to the app). You can even use a funny or memorable picture from a past event as your profile pic.
Twitter: Since Twitter is all about brevity, your profile picture should be an image that can be easily seen and recognized in a small size. A simple headshot or logo is usually best for this social network.

Remember that your profile picture is an important part of your online presence, no matter which social network you're using. Take the time to choose an image that represents you well, and you'll be sure to make a great first impression on everyone who visits your page.

CISOs are stressed and I can prove it

Sat, 20 Mar 2021 15:19:37 -0400

Not a week goes by without some data breach, leak, hack, attack or other significant cybersecurity failures that spills all over blogs and even national media.

Five years ago, only avant-garde companies invested in cybersecurity; today, it has become a must. Companies realize the importance of a solid cybersecurity plan built on the People, Process and Technology pillars. One topic rarely discussed by corporate executives or security leaders is the incredible (and growing) stress the current environment inflicts on CISOs.

  <img src="https://ekiledjian2.micro.blog/uploads/2025/e8527230c9.jpg" alt="">

The stress is real

Stress is a normal way of life for most executives, but CISOs feel an acute level. Nominet's report, in collaboration with Vanson Bourne, The CISO Stress Report - Life Inside the Perimeter: One yes on", was the first quantification of this systemic issue.

In 2019, Nominet and Vanson Bourne conducted 800 online interviews in the USA and U.K (400 C-Suite and 400 CISOs). The included CISOs worked for both public and private corporates with at least 3,000 employees. They were quizzed about work-related stress and its effect on their professional & personal lives.

88 percent of CISOs consider themselves under moderate or high levels of stress

  <img src="https://ekiledjian2.micro.blog/uploads/2025/cbed52fdda.jpg" alt="">

Some Interesting conclusions

7 out of 10 CISOs agree their work-life balance is too heavily weighted towards work (71%)
Almost all CISOs are working beyond their contracted hours, on average by 10 hours per week (95%)
This equates to extra time worth $30,319 per annum
87% of CISOs say that working additional hours was expected by their organization, while 78% of board members admitted this to be the case
83% of CISOs spend at least half of their evenings and weekends thinking about work
Only 2% say they are able to switch off once they’ve left the office
Over a third have failed to take all entitled annual leave
45% have missed family milestones or activities

More about the stress

The average tenure of a CISO is 26 months, and many believe stress is the primary motivator of change.

CISOs reported missing important family events such as birthdays, vacations, weddings and even funerals. Even with all the stress and extra working hours, most CISOs aren't taking their full annual leave (or sick days, time off for medical & dental appointments, etc.)

Stuart Reed, vice president at Nominet, suggested that the stress and wear & team on CISOs result from a combination of internal and external factors. The external factors are the headlines your read about, while the internal stresses are the pressure from executives expecting CISOs to "properly" handle these incidents and to provide updates & answers continually.

  <img src="https://ekiledjian2.micro.blog/uploads/2025/c7771ff946.jpg" alt="">

What are the most stress inducing elements?

44% being responsible for securing the organization and preventing breaches
40% the need to stay ahead of threat intelligence
39% the long hours worked
65% of those surveyed had suffered a breach in the past 12 months
37% of CISOs consider themselves ultimately % responsible for a breach while 31% of board members agree
A fifth of CISOs believe they would be fired as a result, regardless of whether or not they themselves were responsible

  <img src="https://ekiledjian2.micro.blog/uploads/2025/950d0bfbf5.jpg" alt="">

What are the effects of the stress?

Nearly half of CISOs said the levels of stress they are under has impacted their mental health (48%)
35% also reported that their stress had impacted their physical health
4 out of 10 CISOs said that their stress levels had affected relationships with their partners or children
31% said the stress affected their ability to fully perform at their job

  <img src="https://ekiledjian2.micro.blog/uploads/2025/5190355493.jpg" alt="">

How are CISOs coping with the stress?

A quarter of CISOs are turning to medication or alcohol to manage their stress - an increase from 17% a year ago
A fifth have taken a leave of absence due to stress (21%)
21% believed there to be no support structures in place within their organization to help deal with stress, while 94% of board members suggest there are
9 out of 10 CISOs would take a pay cut to improve their work-life balance; on average 7.76%, equating to $9,642

  <img src="https://ekiledjian2.micro.blog/uploads/2025/7f11be529b.jpg" alt="">

The silver lining

The report suggests that boards of directors are aware of the stress affecting their CISOs (74% of respondents believe that moderate or severe stress impacts their CISO).

As the board of directors and CIOs acknowledge this significant issue, they show more willingness to hire support staff to alleviate some of the stress elements. Ensuring the CISO is surrounded by skilled senior professionals can help alleviate many of the most aggravating elements. These supporting professionals must be experienced security technicians and have strong business acumen, strong interpersonal skills and the ability to work in teams or alone.

Another important stress reliever is ensuring the CISO can honestly share the state of their cyber universe with the executive leadership team to ensure decision-makers universally understand risks and provide executive support to the CISO (guidance and funding). The CISO must know he/she is not alone.

Cybersecurity is growing in importance and, for many organizations, has become the price of entry. Executives have started to understand this important fundamental truth and are now more willing to share the cybersecurity burden.

Conclusion

I built my first security business (a Canada wide security practice) that was later sold to Bell Canada in the early 2000’s and have been actively involved in cybersecurity since. Over the last 20+ years, I have seen the importance of security grow and this has required the creation of the CISO role.

Unfortunately I see too many CISOs that have been promoted to their level of incompetence (read about Peter’s principle here). The job is difficult enough for the professional with the right skills but is deadly for the wrong professional promoted as a reward (not because of merit).

Companies should perform an honest review of their CISOs competence and abilities. Thrusting the wrong person into this role is a disservice to the candidate.

Additionally it is important to realize that most security certifications tackle the technical skills. These are important but form less than 40% of the CISO’s true day to day responsibilities. The key skills (negotiation, strategic vision, budgeting, people management, etc) are completely ignored in most of the certifications companies deem “required” when posting a CISO job. HR leaders must quickly understand the new realities of the CISO role and craft job descriptions akin to that of a business executive leader than a manager for firewalls. This realization is important because a properly skilled CISO will handle the stress much better and therefore will deliver a much higher return on investment for the company.

HR leaders must learn to hire the right candidate for the CISO position

9 most important questions to determine if a project is worthwhile

Mon, 16 Jan 2017 07:00:00 -0400

George H Heilmeier was a DARPA director and developed 9 questions to help the agency determine the worthiness of project being submitted to it for funding. These 9 powerful questions as referred to as the "Heilmeier Catechism" and have become a core operating paradigm for DARPA [Defense Advance Research Projects Activity] And IARPA [Intelligence Advance Research Project Activity].

These questions are so powerful, they are used in the business world day in and day out. I first learned about these questions while having lunch with a VC in San Francisco. He explained that many of his peers also use these questions when determining the funding worthiness of a proposal.

There have been variations to the questions but I recommended sticking with the original 9:

What are you trying to do? Articulate your objectives using absolutely no jargon. What is the problem? Why is it hard?
How is it done today, and what are the limits of current practice?
What's new in your approach and why do you think it will be successful?
Who cares?
If you're successful, what difference will it make? What impact will success have? How will it be measured?
What are the risks and the payoffs?
How much will it cost?
How long will it take?
What are the midterm and final "exams" to check for success? How will progress be measured?

This is a variation on the journalists who, what, where, when, why and how strategy. Obviously answering these questions will not change the world or guarantee the success of a project. They will greatly reduce the risks you take by ensuring the key concepts are thought off and understood

Colin Powell quote about success

Mon, 24 Oct 2016 05:30:00 -0400

There are no secrets to success. It is the result of preparation, hard work, and learning from failure. #quote #business #leadership

Stop using Self-Assessments in performance reviews

Tue, 26 Jul 2016 05:45:00 -0400

[caption id="" align=“alignnone” width=“1600”] Image by David Davies used under Creative Commons License [/caption]

Research has shown that people can rarely self-assessment accurately. If the person self-assessing has low self-confidence, than this will be reflected on his/her self assessment. Also there are cultures where self promotion is negatively viewed and this too may lead someone to completing a less than positive self review. Lots of characteristics may impact how one self-assesses: race, gender, beliefs, religion, etc.

On the other side of the coin are individuals raised in competitive environments where self-promotion is not only welcome but encouraged. In these cases an individual may take credit for group work in an attempt to "win points".

If your company forces you to conduct evaluations based on self-rating then it is important you consciously determine your employees tendencies and use that knowledge to erase over/under self-evaluations in an attempt to be fait, objective and manage with integrity.

I have spoken to some organizational researchers and have read hundreds of reports, I can find no objective research that shows that sharing self-assessments before the formal manager-employee review contributes to a better or more accurate evaluation outcome.

On the contrary, there seems to be research showing that these self-evaluations may actually bias the reviewing manager and that any bias adjustments made (if at all) are inadequate to compensate for the actual gap.

Knowing this, I believe these self assessments are a historic relic of days gone by and should be completely abolished as an HR practice. What do you think?

How to thrive under pressure

Sat, 07 May 2016 08:29:21 -0400

Your body is a miraculous creation that is able to quickly adapt to different situations often without you even realizing it. When working in pressure situation, your body reacts by making physiological changes [for the worst] that also impact how you think. Truth is pressure is the new normal and you must learn to deal with it or it will crush you.

Here are simple steps to help you conquer any pressure situation:

Be in the moment

As an IT professional, I have seen the effect of extreme pressure on experts handling large and complex IT outages or security incidents. Even the most expert professional can find themselves in a vortex of destruction. If I notice people going down the wrong path, I try to help them centre themselves and concentrate on this moment.

I ask them to sit down and find an object they can concentrate on. I ask them to find a small spot on that object and to stare at it. I ask them to then be mindful of their breathing. To concentrate on long inhalations, to hold it and then to do a long exhale. I ask them to keep looking at that spot and to feel their body breathing. To feel their chest expanding and contracting.

Gratitude

When you are under stress, your body releases cortisol. This is what fuels the fight or flight response and isn't ideal when the situation requires deep thought and solid reasoning.

Once we complete the first breathing step. I then work with the person to find out what they are grateful for. Research has shown that gratitude can reduce the level of cortisol by 23%. Even when things seem very bad, there are always things to be grateful for. Think about what is going right, even when it seems there isn't much.

As an example, there are large forest fires in Fort McMurray right now forcing the evacuation of tens of thousands of people. It is a horrible situation but if I were a family being forced out of my house, I would also be grateful that i was with my family and they are safe. I would be thankful that I had a car that is allowing me to evacuate. You get the idea. regardless of how bad things may seem at first, there is always something to be grateful for.

Prioritize

When under extreme pressure, the situation may seem hopeless and you may lose track of what really is important. IT is important to take a step back and put things into perspective. My mantra is "this isn't brain surgery". I recommend you sit down in a quiet area and (once you have done the breathing exercise) ensure you are working on the right priorities. It is easy to get "mixed up" and focus on the wrong things when under extreme pressure. We tend to fix the thing that is the latest and loudest.

Surround yourself with the right people

We were handling a major datacenter outage a couple of years ago and the entire tech team was struggling to figure out what was going on. As I observed the lead, I realized he was getting too stressed and was starting to make "less rational" decisions. I took him aside and guided him through the first 2 steps. Once he was calm, I asked him to perform the prioritization activity alone in an isolated room and he did an excellent job. As soon as I put him back in the control room, things started to boil over again and I realized it was partially due to the amount of technical people around him being overly pessimistic.

I replaced to people with fresh non negative experts and realized the lead was now "more in control" and less stressed. Moral of the story is to take the time and ensure you are surrounded by the right people. If there are people being overly negative, push them away and you will see the level of pressure diminish greatly.

Take a break

You may be under pressure because you are handling a major situation or because your boss expects a major deliverable in a short window and key information may be missing. Regardless of why you are under pressure, sometimes you have to take a short break and change your mindset. Once you perform the above steps, it is also important to stop, walk away from the situation and do something that changes your mood, mindset and situation.

Let's say you are working on an important report, information is missing, people are not cooperating and your boss is breathing down your neck. You may be a little stressed. You will feel pressured to perform. Make sure you follow the above steps, then determine an interval at which you will step away from your desk and go for a short walk.

As an example, my personal limit is 45 minutes. After 45 minutes of straight undivided concentrated work, I will typically walk away for 5 minutes and do something else. The something else may be a short walk in the office, a trip to get a coffee, sit outside and take a breath of fresh air, etc.

You will be energized when you get back and be much more productive. The complaint I hear too often is I can't go because there is too much work. Research has shown that not taking these short breaks will actually hurt your productivity and the stress will also dull your abilities,

Quote about success

Thu, 28 Apr 2016 07:08:42 -0400

Action is the foundational key to all success. Pablo Picasso

Quote about new day

Mon, 01 Feb 2016 00:07:00 -0400

[caption id="" align=“alignnone” width=“2048”] It’s a new day, make it great [/caption]

Body language secrets of top negotiators

Thu, 07 Jan 2016 10:00:00 -0400

[caption id="" align=“alignnone” width=“5397”] Image by US department of agriculture used under creative commons license [/caption]

Communication isn’t only about carefully crafted words. Negotiations aren’t about arguments and leverage. A good experienced negotiator will marry strong arguments & leverage to carefully practised body language.

There have been dozens of studies and research papers on the power of body language during negotiations. An MIT one measured a negotiator’s ability to convince a jury (body language was accurately measured using a body worn device). It turns out that the right body language can significantly improve the negotiators chances of closing a deal (or convincing a jury in this case). The key takeaways were standing upright, facing the jury and speaking in a lower tone.

So clearly there is something to this body language mumbo-jumbo and it is worth studying and practising. To get you started, here are some tips:

While your partner is talking, don’t look down, shuffle papers or mentally start thinking about your next argument. Actively listen to what your partner is saying. Show genuine interest.
Try to measure your partner’s general modality and body responses. How do they typically sit. How do they talk (modality). How much eye contact do they typically make. How much do they move around. Do your homework and prepare. Know the baseline body language cues of your partner and you will be able to spot variations. You can also use this information to mirror them and more easily build rapport.
Look for gesture clusters. Some movements are nothing too complex but sometimes a person will exhibit a series of body gestures together that happen during specific situations. As an example, maybe your partner crosses his arms regularly and you shouldn’t read too much into this. But if he crosses his arms, taps his foot and does XYZ then it means ABC. Look for these cluster gestures, try to figure out what they mean and record it for future negotiations.
Last but not least, feet. Look at the feet. They can show impatience, boredom, etc. If you want to come across as strong and trustworthy, feet your feet still.

Body language secrets of leaders

Thu, 07 Jan 2016 00:15:00 -0400

A true leader captivates the attention of his audience almost immediately and hold it without fail. Certainly being self-confident and a good wordsmith are important but the reality is that body language plays a much more important role.

When you walk in front of an audience, most have already made up their minds about you before you utter your first word. This isn’t magic but basic physiology. This non-verbal communication is a combination of many factors including your posture, tone, facial expression, eye contract, arm and hand movements and more.

Study after study have confirmed that we evaluate a person’s credibility, likeability or trustworthiness within seconds of meeting them.

This primal evaluation comes from the brain’s limbic system. These are the structures that are responsible for memory and emotions. It is our brain’s first response system. As soon as it receives information, it determines whether there is a threat. It’s automatic and almost immediate.

Most of us don’t live with the constant treat of tiger attacks but this basic human system is still alive and well.

Another interesting fact is that body language interpretation seems to be uniformly coherent across different cultures. Basic emotions (fear, anger, etc.) are the same everywhere.

I have been in hundreds of meetings where participants have crossed their arms. Regardless of the reason why, this is seen as a primal sin in body language interpretation. It comes across as cold and unwelcoming. So what is the opposite? Use an open body stance. - This means face your speaker. Don’t sit diagonally from them. Don’t swing your chair back into a semi-sleeping position. Don’t talk to them over your shoulder. - Synchronize your body movements with the other person. If the person is leaning slightly towards the table, do the same. This is often called mirroring. - Nod occasionally to show you are following the conversation (don’t just sit there like a tree stump). - Smile sometimes if acceptable - Sit with your legs and arms uncrossed. - Don’t fidget (including your feet), bite your nails or wipe your forehead.

So a good leader must be authoritative and confidence inspiring. Maintain good posture. Speak at a comfortable pace and pronounce your words clearly. Keep your eyes (comfortably) focused on the other person.

In an increasingly connected world, even the smallest companies can afford video conferencing services which means there will be more and more opportunities for people to judge you based on your body language.

The best tip I can give you is to practice speaches and presentation in front of a mirror, a friend or to record it. You may have ticks or habits that aren’t immediately apparent to you. Practice, learn, practice, learn & repeat.

The Hidden Killer of Your Creativity

Tue, 22 Dec 2015 00:27:00 -0400

[caption id="" align=“alignnone” width=“1090”] Image by Becky Wetherington used under creative commons license [/caption]

Last minute work on school assignments was the norm for most university students. They wait until the last minute then “pull an all-nighter”.

Many feel that this pressure to deliver makes them work better but recent scientific evidence shows that this may actually be completely false.

It seems pressure may actually stifle innovation and creativity. It pushes you down a conventional path.

Some of the most successfully entrepreneurs are people that have learned to deal with pressure. Even when carrying the weight of the world, they are cool, calm and in control.

Be mindful

Any yogi or meditator will extort the virtues of living “in the moment”.

Think about the last time you were waiting in the lobby to be interviewed for a job. In this particular situation, most people feel stressed. They feel fear. They feel eager. Their body reacts to this stress by releasing cortisol. They may sweat a little and even have some nervous ticks.

None of these is ideal for creativity. You are rarely putting your best foot forward in these stressful situations.

But remember that the stress you feel isn’t because of something that is happening then and there (in the moment). It is because you are worried about what you think may happen.

If you are able to be “in the moment”, then you will release the stress and shine like the star you are meant to be.

The research

Professor Teresa Amabile (from Harvard Business School) conducted research into creativity in the workplace and discovered that employees under pressure almost never performed optimally when completing tasks. Funny enough many thought they were optimally creative but measurably they were not.

Rear my article Monotasking is the new productivity hack

Read my article How to set personal goals, which talks about starting with the end in mind.

Stress Physiology

Epinephrine and norepinephrine are stress hormones produced when you feel stressed. It is the physiological response know as flight or fight. These hormones help you move faster during emergencies.

The other hormone produced during excessive stress is cortisol. Psychology Today called Cortisol The Stress Hormone public enemy No 1

Excess cortisol in your system can lead to a host of health issues including weight gain, osteoporosis, digestive problems, cancer and much more (1, 2, 3.

In addition to wreaking havoc on your body, it can have devastating effects on your mind.

Stress creates free radicals

Cortisol creates a surplus of the neurotransmitter glutamate. Glutamate in turn creates free radicals that attack brain cells (similar to how rust affects metal).

Stress makes you forgetful and emotional

One of the early symptoms of stress is becoming forgetful and emotional.

Studies show that stress causes a reduction in brain electrical activity associated with memories and an increase in activity associated with emotions.

Stress negatively impacts intelligence

I wrote about stress on creativity and stress makes your brain seize up. Think about our primitive ancestors and how they reacted when being chased by a lion. The fight or flight response means your physical characteristics are improved, your reactions are improved but your reasoning and logic suffer. After all you don’t need deep critical thinking when running to save your life.

How can you handle pressure?

First thing first, remember that regardless of how important you think your job is, you aren’t performing brain surgery. Our job is important to us but it isn’t critical to the survival of all humans so chill. Take it easy on yourself.

When feeling stressed about an upcoming situation, ask yourself, “whats the worst that can happen? Then realize that things aren’t actually that bad and relax.

Olympic athletes spend as much time mentally preparing as they do physically. They mentally perform their duties over and over to ensure they are relaxed when they need to perform. It becomes automatic and routine. If you are heading into an interview and you know you will be stressed, prepare and practise.

The second tip is to mentally practice over and over. Make sure you know what the ideal final result looks like and focus on that.

I ran the information security team for a large multinational manufacturer that was regularly attacked. By constantly practising the incident handling processes, our handlers were calmer and more confident when the real thing did happen.

Confidence is the third technique I want to share.

Having confidence in yourself will usually lead to less stress and increased productivity.

When handling an incident, it is easy to get overwhelmed. You are dealing with a skilled adversary out to get you. They are technically strong, well funded and extremely motivated. It is easy to get overwhelmed and freeze up. But I always tell my people to be optimistic. Regardless of how bad it may seem in that moment, I truly believed that things would get better. And my ensuring my team believed in that as well, it makes the process easier to manage and made my people more productive and efficient.

Optimism is the fourth technique.

Quote about vision

Mon, 16 Nov 2015 21:48:00 -0400

Quote about life

Mon, 16 Nov 2015 21:09:00 -0400

Life is the art of drawing without an eraser #quote #life #business #experience #coach

Quote about self improvement

Mon, 26 Oct 2015 16:23:52 -0400

"Wisdom begins with wonder" Socates

Quote about a quiet mind

Mon, 26 Oct 2015 08:46:12 -0400

"To the mind that is still the whole universe surrenders" #quote #laotzu #meditation # mindful #inthemonent

Quote about time

Mon, 19 Oct 2015 19:50:36 -0400

Lost time is never found

Quote about Hope

Thu, 24 Sep 2015 16:18:32 -0400

Hope is being able to see that there is light despite all of the darkness #DesmondTutu #quote #life #success #coach

Quote about positive thinking

Mon, 07 Sep 2015 22:19:56 -0400

Positive thinking will let you do everything better than negative thinking will. - Zig Ziglar

Quote about leadership

Fri, 04 Sep 2015 14:39:53 -0400

Rank does not confer privilege or give power. It imposes responsibility.

Quote about the simplicity of life

Fri, 04 Sep 2015 14:22:55 -0400

Life is really simple, but we insist on making it complicated. - Confucius

Quote about living

Fri, 04 Sep 2015 14:14:52 -0400

"Life is not a problem to be solved, but a reality to be experienced." Soren Kierkegaard

Quote about giving up

Fri, 04 Sep 2015 14:05:27 -0400

"Our greatest weakness lies in giving up. The most certain way to succeed is always to try just one more time." Thomas A Edison

3 secrets to success at work and in life

Mon, 30 Mar 2015 05:45:00 -0400

[caption id="" align=“alignnone” width=“2500”] Image by Chris Potte r used under Creative Commons License [/caption]

Success means different things to different people but what would you say if I said the roadmap to success is always the same.

“Success is not final, failure is not fatal: it is the courage to continue that counts.”

— Winston Churchill

Some people are entrepreneurs, some people are intrapreneurs and some people are perfectly happy in a corporate position. So how can the roadmap to success be the same for all 3? It can and it is.

Believe in yourself

“Believe you can and you’re halfway there.”

— Theodore Roosevelt

You have to believe that you can. That:

you can succeed
you can overcome
you can execute
you can deliver
you can learn
you can be

You have to believe that you have everything you need to succeed. It doesn't mean you have perfect knowledge but it does mean you know how to learn the skills you need. It doesn't mean you won't experience obstacles but that you will overcome them. It doesn't mean that you won't have doubts but that you will plough through and become what you are destined to become.

Motivational coaches spend as much as 90% of their time convincing their customers to believe. It is singlehandedly one of the most powerful tools available to anyone. Belief in yourself is not only the foundation to your professional life but the foundation of your personal life.

“I believe that if life gives you lemons, you should make lemonade... And try to find somebody whose life has given them vodka, and have a party.
”

— Ron White, comedian

Perseverance

“Perseverance is the hard work you do after you get tired of doing the hard work you already did.”

— Newt Gingrich

Your life is a combination of long marathons and short overwhelming sprints. To succeed you have to be a multi-talented "athlete". You have to remember that sometimes after a long long marathon (which can be extremely tiring) , you may need to perform a last minute sprint to win the game. Many people get to the end of the marathon and just give up when they realize there is a sprint (no realizing that there is a measly 5% left to win).

Perseverance is the ability to keep going even when things are "hard" and have "been hard" for a while. It is important to go into the race (personal or professional) with the belief that regardless of what life throws at you can and will persevere.

“Perseverance, secret of all triumphs.”

— Victor Hugo

Perception

Depending on your job, you may see the world as black or white. Accountants are a perfect example, they often see the world as black (losing money) or white (making money). A proven successful leader will say business isn't black or white but different shades of grey.

This means that nothing in life is inherently [all] good or bad.

“The difference between average people and achieving people is their perception of and response to failure.”

— John C. Maxwell

Perception is shapes by our beliefs, our upbringing and our socialization. It is the tint with which you see the world. 2 people can experience the same situation and perceive it differently.

As an example, let's say the person you absolutely love decides to leave you. You can perceive it as the worst thing that has ever happened to you, shut down and destroy yourself. Or you can say he/she probably wasn't the right person for you and now that they are gone, there is room for the right person to come into your life. These are 2 very different outcomes to the exact same situation coloured by your personal perception of the situation.

We are confronted by these types of judgement calls every day. How will you react. Successful people perceive situations positively while negative people perceive them as dark.

“There is no truth. There is only perception.”

— Gustave Flaubert

Conclusion

The above 3 points are simple to explain and simple to understand, yet difficult to master. Print them. Read them. Live them.

You are special. You have the powerful to be everything you have ever wanted. Believe, Persevere and Perceive.

Quote about curiosity

Sat, 28 Mar 2015 14:15:18 -0400

Look up at the stars and not down at your feet. Try to make sense of what you see, and wonder about what makes the universe exist. Be curious.

Stephen Hawking

Quote about freedom and rights

Sat, 28 Mar 2015 14:10:47 -0400

Quote about happiness

Sat, 28 Mar 2015 14:09:46 -0400

Be happy for this moment. This moment is your life. Omar Khayyam #quote #success #life #selfimprovement #meditation #today #todayistheday

7 non verbal mistakes people make during interviews

Fri, 27 Feb 2015 07:43:00 -0400

[caption id="" align=“alignnone” width=“2500”] Image by Quinn Dombrowski used under Creative Commons License [/caption]

Non-verbal communication can actually make up 70% of the message your are transmitting. It is much more powerful than verbal communications but much more difficult to control. Having performed hundreds of interviews, I have a list of the biggest non-verbal blunders I have notices during interviews that I wanted to share with you.

Too much or too little eye contact - Not enough eye contact and it conveys lack of interest or low self confidence. Too much eye contact can be seen as intimidating and frightening in some cases. During one 45 minute interview, the interviewee starred at a spot on my forehead the entire time blinking very very rarely. It made the entire discussion very awkward.The trick is stay relaxed and do as you would normally do.
Inappropriate clothing - You should dress for the position you are applying for and the culture of the company. I was interviewing for a director position in a conservative multinational consulting company and the candidate showed up in a 1970's candy blue tuxedo. In another situation an interviewee for an entry level PC field technician job showed up in a $5,000 Armani suit with crocodile skin shoes. How do I know? Because the candidate worked it into the interview conversation to ensure I realized what he was wearing. Do your homework and wear appropriate clothing.
Give me a normal handshake - Your father told you that a handshake quickly defines who you are in he was right. Too weak and it projects insecurity. Too strong and it exudes arrogance. As ridiculous as it may sound, practice your handshake strength with friends and family to find a happy medium.
Don't be tick man/woman - The interviewer knows being interviewed is stressful and we access that there will be a certain amount of movement because of this (movement often relieves pressure for the interviewee)but there are limits. Be conscious about your body, posture and movements. Don't tap your foot nervously on the floor, table or chair leg. Don't continually click and unclick you pen. Don't twirl your hair. It's good to have a normal amount of arm and hand movements as you are explaining your points but don't let it get out of hand (you are not directing an orchestra). Remember that you want to present yourself as an energetic but in control individual. Practicing your interview in front of a mirror or camera can help.
You are not a statue - On the other end of the spectrum is the emotionless statue. These are people that have a completely blank emotionless presence during the entire interview. I had one of these and he gave off a serial killer vibe that quickly "killed" the opportunity for him. The modus operandi is be calm but engaged. A little emotion is a good thing.
Smell nice not like a perfume department - It is a good idea to pick a nice smell and use it sparingly (cologne, perfume, aftershave, etc). First don't bathe in the smell. A few dabs or spritzes is all you need. Second please choose one smell and go with it. Don't mix different products each with their own smell. There was one interviewee that showed up smelling like an entire department store perfume section. He had used a handful of different smells on him (clearly) from body spray, perfume, deodorant, etc. I know because I asked. Why did I ask? Because the combination was so strong my co-interviewer and I sneezed for about 5 minutes.
Other general recommendations:

Smile sometimes
Don't cross your arms, it shows you as being closed off

A survey of 2,000 hiring managers showed that most thought they could properly judge a candidate within 90 seconds of first seeing them. This shows the power of non-verbal cues. I would never make a hiring, firing or promotion decision based solely on non-verbal cues, they do play an important role in building an overall picture of the person being evaluated. The key to presenting a positive and welcoming non verbal aura is consciously acknowledging these points and working on them to "put your best foot forward"

Buddha Quote

Sat, 24 Jan 2015 16:51:00 -0400

"The foot feels the foot when it feels the ground." Buddha

David Allen : How To Hack Your To-Do List

Thu, 08 Jan 2015 06:45:00 -0400

David Allen is the master of masters when it comes to simple and efficient productivity hacks. His Getting Things done is the no questions asked ultimate reference to handling your day to day work overload properly and elegantly.

Epipheo interviewed him about how to manage your to do list... It's also a 2 minute primer on GTD.

Worth watching.

Related Articles:

Effective Executives Lead By Example

Sun, 04 Jan 2015 17:21:00 -0400

Close your eyes and think back to an executive you worked with (or for) that was truly inspiring. Someone so incredibly motivating that everyone around him/her seemed to work better, faster and more efficiently. What did this person possess that motivated everyone around them?

When you meet someone like this (and they are few and far between), it feels like they were born for that job. But as explained in my previous article (Answering the most important leadership questions (Link)), these leaders are made and are not born with these skills.

Effective leadership can be summed up in a few simple concepts:

an effective leader knows what has to happen (strategy)
an effective leader knows how it has to happen (operational excellence)
an effective leader knows who has to make it happen (people management)
an effective leader can let it happen by removing red tape and providing executive sponsorship (accountability, enablement, responsibility)

If you want to become one of those much needed leaders, you need to honestly assess your current skills gap and build a roadmap to acquire the missing knowledge. When was the last time you really took time to improve yourself?

Perform (or ask a superior to perform) a true and honest 360 evaluation for you. This evaluation should include feedback from colleagues, employees, bosses, clients and anyone else you work with. This is a great way to determine if you have any misconceptions about your skills. These evaluations also help you identify your real weaknesses (things you may not even know or realize yourself).

Quote about planning

Tue, 23 Dec 2014 19:54:00 -0400

If you don't know where you are going, any road will get you there. - Lewis Carroll

How do I start using GTD?

Fri, 19 Dec 2014 09:15:00 -0400

[caption id="" align=“alignnone” width=“1024”] Image by Riccardo Cambiassi used under Creative Commons License [/caption]

It goes without saying that the real first step is learning about GTD. The best way to learn it is to pickup a David Allen GTD book and go through it at least twice. You should plan to re-read it at least once a year as a refresher.

Once you understand GTD, it's time to get started and the first thing you will need is a way to make a list. The most time consuming startup task is dumping everything from your brain to paper. This step means you will likely become unavailable to the world for a day and dump. You will have to go through past meeting notes, your email and calendar system, and anything else where you may have made commitments.

Once you have dumped everything you can onto into your massive list, it is important to continue adding items regularly. Use your capture system to capture to dos immediately and then periodically go through your capture system and move the items through the GTD process.

I use my weekly review to move items through the GTD process and to capture anything I may have missed.

The biggest stumbling block to getting started with GTD is this first initial big brain dump. People get overwhelmed thinking about everything they have to capture. They worry about forgetting important things so they just find excuses to not get started. For me, this is a great reason to get started.

Remember that once you have everything listed down, you can then tackle each one individually and decide what it is, and how you should handle it. A much more zen way to handle the process of time management.

Quote about the possible

Wed, 10 Dec 2014 23:01:00 -0400

"Clear your mind of can't" #quote #selfimprovement #best #success #leadership

Quote about Freedom

Sun, 07 Dec 2014 13:28:00 -0400

The best road to progress is freedom's road. John F. Kenned

Quote about goals

Fri, 05 Dec 2014 07:52:00 -0400

"A Goal without a plan is just a Wish"

Quote about goals

Thu, 04 Dec 2014 08:07:00 -0400

Set your goals high, and don't stop till you get there.- Bo Jackson

9 ultimate job search tips and tricks

Mon, 01 Dec 2014 13:45:00 -0400

[caption id="" align=“alignnone” width=“2500”] Image by Alex France used under Creative Commons License [/caption]

Whether you have been laid of, abused at work or simply need something new, here are 10 tips to help you find your next perfect job.

Preparation is king

Before starting the job search process, make sure you have the required infrastructure in place to look professional. Make sure your primary voicemail (attached to the number on your CV) has a professional sounding message (no music, slang or clichés).

Make sure your email address looks professional and isn't something childish (e.g. wonderbou123@gmail.com, sexyman@gmail.com, etc). Ideally you should invest in your own domain name (which can be had with a hosted email service for about $20 a year). Some recruiters even recommend setting up a new email address to be use only for your job search but this isn't something I personally recommend.

Have a cell phone number that makes you immediately reachable and add that to your CV (instead of your home number). The worst thing that can happen is you are selected and the recruiter can't reach you.

Find contacts in the fields (jobs) you are looking for and ask them about their jobs. What is it like? What are the required skills? How did they find their job? Ask them for recommendations on getting a similar job.

Update the paperwork

You should be updating your CV a couple of times a year, even if you aren't looking for a job. During a job search, spend the time to critically evaluate your CV and ask trusted friends to also provide their honest feedback. You only have once chance to make a good first impression.

Use the PDCA continuous improvement approach : Plan, Do, Check Act. Plan what you want on your CV. Write it. See how recruiters react and then make changes as necessary to solicit the required response.

Google yourself

Most recruiters will search for you on the internet as part of their funnelling process. Google yourself and see what comes up. If you find embarrassing items, try to have them removed by the site hosting the content.

Make sure you have an up to date LinkedIn profile with some (select) information showing on your public LinkedIn profile page. Here are 7 LinkedIn tips to help you make a great first impression and to help with your job search:

I recommend you start a personal about you page. You can start by using a site like About.Me or setup your own personal blog (like I have at [www.kiledjian.com](https://www.kiledjian.com)). These sites are an opportunity for you to put your best foot forward. If you don't know anything about websites or blogs, setup a site using one of the hosted services like SquareSpace , Tumblr, WithKnown or WordPress.

Reference List

Most companies will ask you to provide a list of 3 references. You should already plan on who you would use and contact them asking for their permission and contact information. Never use an existing colleague or boss. Never use a contact without first asking for their permission.

Ideally you brief your contacts on why you are looking, what you are looking for and what skills they may be asked to verify.

Use your network

Most jobs are found through contacts and not job sites. Use your network (friends, former colleagues, LinkedIn, Facebook, etc) to let everyone know you are looking. Tell them what kind of job you want and solicit their help in finding opportunities.

Most jobs are found this way.

Don't follow your passion

Cal Newport has written a book called "So Good They Can’t Ignore You: Why Skills Trump Passion in the Quest for Work You Love" (link) and says the most common advice he sees is to "follow your passion". He says this is a fallacy and explains in his book how (through a study) people end up loving their work didn't follow a pre-existing passion and instead their passion developed as they got better at their jobs.

Be a good listener and journalist

My wife is was a journalist and her ability to extract information from people she meets is uncanny. A good journalist knows how to ask open ended questions that encourage the other person to talk and talk and talk.

Practice being a good journalist and asking potential interviewers open ended questions to get them talking about the job and company. Find out who is hiring? Why are they hiring? What are the skills they are looking for? What does the ideal candidate look like?

First you have to build rapport, then start your gentle interrogation. Once you start asking questions, become an active listener and pay attention to every nuance. Some of my best interviews were spend listening rather than pitching myself.

Be nice to everyone

I love talking to everyone from the administrative assistant to the janitor. Everyone has a story. Unfortunately I have seen too many candidates ignore these people when waiting for the main interviewer. My recommendation is to be nice and try to talk to everyone.

Talk to the receptionist. Talk to the administrative assistant. Talk to anyone from the company that may pass by and say hi. Just be a nice likeable guy or girl.

Learn to speak body language

Most candidates I have met don't spend too much time thinking about this but it is critically important. What are your non vocal cues saying? Take the time to read up on body language and then practice your's using a mirror.

Once you learn body language, you will also be able to interpret how the interview is going by reading the body language of the interviewer.

LinkedIn Tip #7 - Don't spam your connections with every update

Mon, 01 Dec 2014 07:30:00 -0400

[caption id="" align=“alignnone” width=“1000”] Image by Esther Vargas used under Creative Commons License [/caption]

In its default configuration, every time you make a change to your LinkedIn profile, it advertises this change to all of your contacts. This is a wonderful feature when you change jobs or companies but becomes annoying when you start cleaning your profile and send 30 updates to your network.

Here are the steps to change this setting:

  <img src="https://ekiledjian2.micro.blog/uploads/2025/7bbe50bf12.jpg" alt="">

Go down to the Privacy controls section

  <img src="https://ekiledjian2.micro.blog/uploads/2025/602ef828a6.jpg" alt="">

Then uncheck the box

Quote about hope

Sun, 30 Nov 2014 15:44:00 -0400

We must accept finite disappointment, but never lose infinite hope.
Martin Luther King, Jr.
#quote #hope #belief

Quote about Friendship

Sun, 30 Nov 2014 14:48:00 -0400

“A best friend is the only one that walks into your life when the world has walked out.” ― Shannon L. Alder

Quote about Freedom

Sat, 29 Nov 2014 17:05:00 -0400

"Freedom lies in being bold" - Robert Frost #Quote #Freedom #Liberty

LinkedIn Tip #6 - Convert your LinkedIn Profile to a professional resume

Fri, 28 Nov 2014 13:45:00 -0400

[caption id="" align=“alignnone” width=“1000”] Image by Esther Vargas used under Creative Commons License [/caption]

Many LinkedIn users carefully update their profiles to ensure they portray themselves and their experience in the best possible light. If you are one of these users, why not use a little LinkedIn secret and convert your profile into a professional ready made CV.

Use the LinkedIn Resume Builder (link).

LinkedIn Tip #5 - Export your LinkedIn contacts

Fri, 28 Nov 2014 07:30:00 -0400

[caption id="" align=“alignnone” width=“1000”] Image by Esther Vargas used under Creative Commons License [/caption]

Did you know you can transfer your LinkedIn contacts to another contact management system? LinkedIn has a surprisingly easy feature to do this that most people aren't aware of. Follow this (Link) to the Contacts page

  <img src="https://ekiledjian2.micro.blog/uploads/2025/c2d3b44791.jpg" alt="">

Click on the Export LinkedIn Connections

  <img src="https://ekiledjian2.micro.blog/uploads/2025/f7c1eb3940.jpg" alt="">

Choose a format to export the contacts in and voila. You can now import them in your favorite contact manager.

LinkedIn Tip #4 - OpenLink allows you to message non connected members

Thu, 27 Nov 2014 07:30:00 -0400

[caption id="" align=“alignnone” width=“1000”] Image by Esther Vargas used under Creative Commons License [/caption]

The LinkedIn system only allows you to message other members you are directly connected with (first degree connections) There is a group of premium members that have configured their profiles as "Open Profiles" which allows anyone on LinkedIn to message them, even if they are not first degree connections.

Open Profile Video

Here is how you can message an Open Profile LinkedIn member without having InMail or any other premium membership (Link).

Quote about time

Thu, 27 Nov 2014 00:12:00 -0400

"Time is the most valuable thing a man can spend." - Theophrastus

LinkedIn Tip #3 - Your profile should be keyword friendly

Wed, 26 Nov 2014 13:45:00 -0400

[caption id="" align=“alignnone” width=“1000”] Image by Esther Vargas used under Creative Commons License [/caption]

Recruiters are searching LinkedIn for potential candidates using keyword searches. Your job is to make it easier for these people to find you by adding the most relevant keywords for your industry to various sections of your LinkedIn profile.

First determine what the power keywords are for your industry then make sure you add them to your headline, in your summary, in your experience and maybe even in your skills section.

LinkedIn Tip #2 - Create a profile badge for your blog or website

Wed, 26 Nov 2014 07:30:00 -0400

[caption id="" align=“alignnone” width=“1000”] Image by Esther Vargas used under Creative Commons License [/caption]

Kiledjian.com is my personal soapbox where I can talk about anything I want. Why not use it to generate more LinkedIn contacts. If you look to the right of this article, under my site's search box, you will see my own LinkedIn profile badge.

Creating one is extremely easy. Just go to this site (link) and configure it the way you want.

  <img src="https://ekiledjian2.micro.blog/uploads/2025/62ebbad101.jpg" alt="">

The "You brand"

This is a great way to get grow your LinkedIn network and have access to more people in more companies.

LinkedIn Tip #1 - Customize your public LinkedIn URL

Tue, 25 Nov 2014 13:45:00 -0400

[caption id="" align=“alignnone” width=“1000”] Image by Esther Vargas used under Creative Commons License [/caption]

Vanity URLs are extremely popular and can help make your profile easier to find and maybe even a little more professional. As an example, my Linkedin vanity URL is [www.linkedin.com/in/ekiled...](https://www.linkedin.com/in/ekiledjian.)

How can I select a custom vanity URL for my LinkedIn profile? Good question! Go to this (link) and choose Customize your public URL

7 tips to make email more acceptable

Wed, 12 Nov 2014 07:15:00 -0400

[caption id="" align=“alignnone” width=“900”] Image by Rene Schwietzke used under Creative Commons License [/caption]

The only thing that saps productivity out of an organization more than meetings (Link) is email. Has email ever helped you become more productive? Email has outlived its usefulness and has become the ugly drunk uncle no one wants to acknowledge or deal with.

Assuming you have to live with email in the workplace, here are 7 tips to help make it a little more bearable:

Start with the end in mind - Before writing your email, ask yourself what it is you want as an outcome to this email and decide if email is the right mechanism. If it is, make sure you write the desired outcome right at the start (e.g. Please approve, Please comment, etc).
KISS - My modified definition of Kiss here is Keep it short stupid. I don't have time to read your 12 page essay masquerading as an email. Keep all emails shorter than 10 lines. Anything more and your recipient will likely file it under "Never Read".
Never Reply All - Unless there is a very specific reason why everyone in an email thread should receive your words of wisdom, be judicious about who you reply to. Most people do a Reply All to protect their own ass. That's a horrible reason stop it now.
One Channel for each message - If you decided that email is an appropriate channel for your message in step 1 then please don't use other channels to pass the same message at the same time (printing a copy and sending it to me, talking to me about it in the hallway, etc). You chose it as a channel now stick with it.
Email doesn't convey tone - Remember that email doesn't convey the tone of a message. Ask yourself if the message could be misconstrued without the appropriate tone. If it can be misinterpreted then ditch email and use the telephone, videoconference or a good old fashion face to face. Countless issued have been created (tempest in a teapot) because the recipient over-reacted because he/she could infer the real tone of a message.
Time is your enemy - In my world, email is a nice to have and I read incoming messages about twice per day.. .and I am at least a week late with my emails. This means that anything that is urgent or time sensitive shouldn't be sent via email. Email is asynchronous.
Archive IT - Set a time after which all email get's archived (even if you haven't read it). I use a 1 - 1.5 week period then bam, everything get's archived.

My core message is that I hate email. It is an ugly creation that punishes me every day. Remember that next time you punish your coworkers with it.

Fostering entrepreneurship within your team

Tue, 04 Nov 2014 14:45:00 -0400

[caption id="" align=“alignnone” width=“1000”] Image by Steven Depolo used under Creative Commons License [/caption]

As we move away from very large monolithic style organizations, companies are trying to harness the energizing strategies of startups. One technique large companies are adopting is entrepreneurship within their organizations (what some people call intrapreneurship).

What does the research say?

The literature seems to support the belief that technology firms increasing their entrepreneurship (intrapreneurship) see increased firm performance ((Rauch et al., 2009 - LINK).

Why? Because entrepreneurship allows a firm to quickly add new value thus improving the firms profitability. The research shows that this is a curvilinear relationship which means at some point increasing entrepreneurship starts t have a negative impact

What are the components to entrepreneurship?

Entrepreneurship requires a special kind of employee that exhibits the required traits but it is highly dependant on the company creating the winning conditions for it. What are the winning conditions?

Risk - The firm's culture needs to support initiatives that have uncertain outcomes. Entrepreneurship, like a real business start-up, is risky and this philosophy can only be cultivated in organizations that truly believe in risk taking.
Industry leadership - The firm's culture must encourage leadership within their industry rather than following. Is your company typically a first mover or do you wait to see how how other firms will attempt new strategies?
Innovation leadership - The firm's culture must encourage technology leadership. It must encourage everyone in the organization to leverage the latest and greatest tools, techniques and products to simplify, streamline and make everything better.
Aggressiveness - The firm's culture must encourage employees to aggressively pursue competitors markets with better and/or cheaper offering.
Trust - The firm's culture must trust employees and allow them to make independent decisions (without too much red tape).

These seem like simple concepts but they are very difficult to implement. I have consulted for dozens of companies that have claimed to support entrepreneurship but that clearly did not meet the above requirements (which ultimately caused their plans to fail). You cannot fake any of the above requirements. Changing an organization's psyche from a traditional risk averse slow mover, to one that meets the above requirements is hard. It requires a leader that is completely dedicated.

Helping employees

If the organization is ready to receive these special type of employees and you are lucky enough to find one of these rare gems, what next?

1 - Understanding your organization - Remember that entrepreneurial employees are a special breed and want to operate like founders in a start-up. For them to make the "right" decisions, they need to know what right is and so the more they understand your company the better equipped they will be to make good decisions.

Provide social information about the company from articles and media publications (who founded it, why, where and how. what is the company strategy? How does it elaborate its strategic plans?
Explain how the company makes money and how the financial reporting works
Be transparent and share publicly available financial information in a timely manner

2 - Understand your competitors - Remember that the company requirements to foster entrepreneurship include aggressiveness and industry leadership.

Your entrepreneurial employees must understand who your competitors are (direct or indirect)
They must understand how your customers see your firm (honestly). This can be done through formal 3rd party surveys or by employees calling key customers and asking them
They must understand how you intend to compete and win against your competition
They must have a detailed understanding of the offerings from your competitors (and any related literature you can provide)

3 - Encourage risk taking

Your employees should be encouraged to take calculated risks (never discourage it or indirectly indicate otherwise)
Remember that someone that doesn't make a mistake has never taken a decision
Encourage and celebrate success
Encourage and celebrate initiative (even if it doesn't always work out)
Work with your employees to mutually agree on good risk versus gambling the company's future

4 - Encourage creative thinking

Involve your employees (when possible) in strategic decision making
Challenge your employees for creative alternatives to problems faced elsewhere in the organization
Ensure creative ideas and initiatives are given the support they need to get implemented quickly and with minimal red tape

Get out of the way

Once all of the elements are in place, you should get out of the way and let the magic happen. Employees will need to understand that entrepreneurship requires self motivation and that they are responsible for their own success and failure.

As a manager, give your employees the responsibility for achieving something and the authority for getting the job done. This is the very definition of empowerment. Don't waste your time with empty motivational tactics.

As much as possible, I try to give away my power to my employees. By doing so, I motivate them to give the job their 100% without resorting to stupid tactics or tricks.

Help your employees increase their circle of influence
Where possible, give them authority to sign
Make sure title isn't used as an excuse to limit work or responsibility
Break old style rules and policies that stifle innovation
Minimize red tape for initiative approval

A new manager's guide to success

Mon, 03 Nov 2014 07:45:00 -0400

[caption id="" align=“alignnone” width=“1431”] Image by Dawn (Willis) Manser used under Creative Commons License [/caption]

I have been managing large complex globally distributed teams for over 15 years and many times forget how complicated and scary team management can be for a new comer. This article is an opportunity for me to take a step back and provide some tips to help first time people managers built better, stronger and higher performing teams.

What is a team?

Before we talk about strategy, let's ensure we are all working with the same definitions. Team is:

“A group of people with a full set of complementary skills required to complete a task, job, or project. Team members operate with a high degree of interdependence, share authority and responsibility for self-management, are accountable for the collective performance, and work toward a common goal and shared rewards(s). A team becomes more than just a collection of people when a strong sense of mutual commitment creates synergy, thus generating performance greater than the sum of the performance of its individual members.”

— [www.businessdictionary.com/definitio...](http://www.businessdictionary.com/definition/team.html)

Contrary to popular belief, most employees actually prefer to work in a team (rather can being a lone wolf). Working as a team creates the feeling of belonging and can actually make work more gratifying.

One of the benefits of building strong well designed teams is that they can be autonomous. With proper design, preparation and training, the team can work as an autonomous entity delivering quality results, self measuring performance and helping itself to constantly improve.

Related Article: Peter’s Principle – Promoted To Your Level Of Incompetence

Many organizations consider leadership as a reward for solid technical performance but this is a mistake. Reward for solid performance should be recognition, financial or equity based. This mistake means many times managers are minted because of technical achievement in their field of expertise and not because the person shows leadership qualities. The reality is a good manager should exhibit leadership skills first. A good leader must allow his/her team to posses the technical skills while the manager coaches, builds and guides.

2 types of teams

There are 2 types of teams and it is important to understand the difference between them. The first type of team is the project team which is assembled for a temporary project and then disbanded. Although effort should be put into building a high performing team, don't waste too much time knowing that this group will be disbanded. Spend just enough time to make sure the team delivers the expected quality and move on.

The second type of team is the work team which a group that is designed to work together for long periods of time (often times for years). This is the team most companies build internally and this is the one where all your time and effort should be spent. This is the kind of team that will deliver the most reward if properly designed, cared for and nurtured.

Skills for first time managers

What are the skills you should look for in first time managers? In its simplest form, you will be looking for 4 characteristics that model the Plan-Do-Check-Act cycle of continuous improvement. The 5 skills are:

Planning - The ability to clearly create a winning game-plan and communicate that game plan
Organizing - The ability to organize a team around that plan
Developing - The ability to develop team members and ensure they can deliver to the plan
Monitoring - The ability to set monitoring guidelines and evaluate performance

Leadership skills

In addition to the 4 core skills mentioned above, effective managers must exhibit very specific leadership skills. These may seem simple (when read as a list) but it is truly difficult finding individuals that exhibit all 4 skills mentioned above plus these leadership skills:

Having active listening skills
Ability to convert the larger organizationals goals into achievable team specific goals (explaining how the team contributes to the overall organizational goals is complicated and a difficult skill to master unless you are business minded)
Open to positive criticism (all leaders, especially people managers, must be genuinely open to criticism from bosses, colleagues and employees)
Staying on message (just like driving a car, managing a team means you have to constantly re-adjust to keep the team on target. This is sometimes seen as a leader who is flip-flopping therefore the manager must be able to stay relatively on message all the while navigating the corporate land mines)
being the model for morals and ethics (as the manager, there must never be a situation where you morals or ethics are called into question. You must be seen as the reference to morality and uphold the highest ethical standards)
being just (rewarding good performance and acting on bad performance)

The manager is expected to be a leader but also have enough technical knowledge to also step in and make "good calls" when needed.

Issues new managers must overcome

Having coached and nurtured several dozen new managers over the years, there are some common obstacles I see new managers encounter over and over. Here are some of the most common obstacles you can expect.

the reticent manager - the very first question I ask new manager is why they wanted the promotion. Some will give you an honest answer while others will try to skirt around the real motivations. The best case scenario is that the newly minted manager sees this as the next step in their career. The worst case scenario is that the new manager didn't want the position or responsibility but saw this as the only way to get a raise. You will have to dig until you get an answer you are confident is accurate and then work with the person to develop the required beliefs, skills and approach.
the refusal to share power - Many new managers see the promotion as the opportunity to finally be the big cheese. The reality is that the highest performing teams are managed by leaders who are willing to share power and also share the authority to make decisions. Many new found managers have a tough time accepting the fact that their team will make decisions impacting his/her career.
understanding the teams true role - the manager must represent the organizations executives to his team and explain how the team fits into the grand enterprise scheme. Every team wants to feel important and sometimes explaining how a team contributes to the overall picture is difficult. This is a challenge that less business savvy managers often face. They themselves do not understand so they are unable to explain it to their teams (recipe for disaster). Failure to communicate a "good" message here can disenfranchise a team and make them useless. The team must understand how they fit into the overall company plan and the targets must be set accordingly.

The first 180 days

Whether you are a new manager, director or VP, there are some tasks that you must perform in the first 180 days of your tenure to maximize your chances of success.

Win support - the manager must win the support of his/her leadership and go as high as reasonable. Senior management must be convinced that you are the right person for the job, that you have built the right team and that your strategy is right. This is a tough sell and this is where many managers, directors and VPs fail.
lead with purpose - understand why the team exists and then sell the team members on this vision. The team needs a clear purpose that it can grab onto and believe in.
choose wisely - I would rather hire someone with the right attitude (with less skill) then someone with high skill (with a bad attitude). If you are taking over an existing team, use the first couple of months to clean house.

Conclusion

Nothing presented here is rocket science or revolutionary but these types of things rarely are. Most of what I have presented is common sense to an experienced executive but not so for someone being thrust into the spotlight for the very first time.

I hope someone out there finds this information useful and it creates the foundation for a great future leader.

Quote about education

Wed, 29 Oct 2014 05:45:00 -0400

The purpose of education is to replace an empty mind with an open one. - Malcolm Forbes

Quote about improvement

Tue, 28 Oct 2014 11:45:00 -0400

Everything is perfect and there is always room for improvement. - Shunryu Suzuki

Quote about continuous improvement

Tue, 28 Oct 2014 05:45:00 -0400

Strive for continuous improvement, instead of perfection.- Kim Collins

Quote about management

Mon, 27 Oct 2014 05:45:00 -0400

Management is nothing more than motivating other people. - Lee Iacocca

Quote about hard work

Sun, 26 Oct 2014 22:32:33 -0400

There is no substitute for hard work.- Thomas A. Edison

Quote about enjoying work

Sun, 26 Oct 2014 22:22:44 -0400

"Choose a job you love, and you will never have to work a day in your life." - Confucius

Quote about beauty

Sat, 25 Oct 2014 13:39:27 -0400

"Everything has beauty, but not everyone sees it" - Confucius

Quote about living in the moment

Sun, 05 Oct 2014 21:54:06 -0400

“Breathing in, I calm body and mind. Breathing out, I smile. Dwelling in the present moment I know this is the only moment.” Thích Nhất Hạnh

Quote about knowing

Sat, 27 Sep 2014 11:53:58 -0400

“You don't need to climb a mountain to know that it's high.” - Paulo Coelho

Quote about efficient use of time

Wed, 20 Aug 2014 12:30:00 -0400

"Time is what we want most, but what we use worst." William Penn

Walk as if you are kissing the earth

Wed, 20 Aug 2014 11:23:42 -0400

“Walk as if you are kissing the Earth with your feet.”
― Thích Nhất Hạnh #mindful #peace #meditation #Quote

Peace comes from within quote

Wed, 20 Aug 2014 10:55:16 -0400

"Peace comes from within. Do not seek it without." - Buddha

The mind is powerful quote

Wed, 20 Aug 2014 10:25:29 -0400

"The mind is everything. What you think you become." - Buddha

Live in the present quote

Tue, 19 Aug 2014 23:28:23 -0400

"Do not dwell in the past, do not dream of the future, concentrate the mind on the present moment." Buddha

Quote about harmony

Mon, 28 Jul 2014 13:20:30 -0400

"Harmony makes small things grow, lack of it makes great things decay." - Sallust

Quote about Success

Sun, 27 Jul 2014 22:41:20 -0400

A successful man is one who can lay a firm foundation with the bricks others have thrown at him.

David Brinkley

6 justifications holding back your self-improvement

Fri, 04 Jul 2014 06:30:00 -0400

[caption id="" align=“alignnone” width=“1944”] Image by Quinn Dombrowski used under Creative Commons License [/caption]

Anytime we try to undertake change that is uncomfortable, our psyche tries to find "reasonable" justifications why we shouldn't do it. Some call these loopholes, some call them excuses and some call them false justifications. Regardless of what you call them, they are real.

The purpose of creating this list is just to create awareness about them so you can catch yourself using them the next time.

False excuse- You can't so A because you are already doing B. there are time when this is a valid excuse but more often can not, this is just an excuse.
I've been good excuse- I've been so good so it's ok for me to do this/not do this. You are trying to convince yourself that you have taken the moral high ground so one "indiscretion" won't be too bad.
Procrastination excuse- I can afford not to do A today because I have time to do it tomorrow and that's good enough.
Get out of jail excuse- I'm on vacation / business-trip so it's ok. Just because you are out of your "normal" situation doesn't mean you should break everything you are trying to do.
Life is short excuse- I only live once so I might as well do A.
It's only once excuse - I know A is bad but I'm just doing it this one time. If you do it and like it, chances are you may find other excuses to keep doing it. I know it's an extreme example but this is often how drug addiction starts.

The next time you catch yourself using one of these justifications, acknowledge it and make an informed decision.

Every project manager should be performing a pre-mortem

Thu, 12 Jun 2014 11:45:00 -0400

[caption id="" align=“alignnone” width=“2500”] Image by StockMonkeys.com [/caption]

As a business leader, I have participated in and managed hundreds of post-mortem reviews for projects and deals. It is a sound strategy to identify the elements that failed or that could be optimized/

“Those who cannot remember the past are condemned to repeat it.”

— George Santayana

But what if you could gain all of the benefits of this activity before the initiative fails thus potentially saving it? A pre-mortem (or premortem) basically is a role playing game where participants assume the project has already failed and then determine why it failed and how failure could have been prevented.

Why this works

Issues rarely "just happen". Typically there are warning signals that show up prior to any failure. Typically these are:

You know you are not undertaking the required maintenance which will likely lead to failure (project monitoring, follow-ups, etc)
You can "feel" the project deviating from its core purpose
You start noticing "out of the ordinary" or unexpected results

An ounce of prevention is worth a pound of cure

Instead of retrospectively looking at why the project failed, why not take the time to foresee what could go wrong and fix it?

The best way is to invite a core group of knowledgeable experts and ask them to imagine the project failing then lead the group to identify possible preventative measures. It sounds easy because it is.

The Pre-Mortem Process

Step 1 - Doom and Gloom

Lock up your key people in a room and ask them to imagine every possible way the project could fail. Big or small it should be written down individually on a sheet of paper. Remind the team that no failure is too big or too small. Every issue should be started with "what if"

What if the supplier doesn't deliver the part
What if the supplier goes out of business
What if the price of the part shoots up significantly
What if...
what if...
what if...

As a moderator, your role is to ensure everyone spends this time thinking about problems and not solutions. No judgement and no logical thought. We don't want participants making risk judgements to eliminate possible failures.

Step 2 - Prioritization

Share all of the failure possibilities with the participants and narrow down the list to the top 10, top 20 or whatever other number you are comfortable with. For most projects, I typically like top 10 lists. For more critical or larger projects, I may go to a top 25 list.

When reviewing the list (collectively), remind the participants that there are really 3 things to consider in this step

Choose failures whose realization will have a severe and catastrophic impact on the project.
Choose failures who are likely to happen. There could be some debate but the threat of a comet hitting your datacenter could probably be crossed off the list.
Choose failures that are in your span of control. Some failures are outside of your control and cannot be mitigated by you. Chuck those out.

Step 3 - Solutioning

“Give me six hours to chop down a tree and I will spend the first four sharpening the axe.
”

— Abraham Lincoln

If the first 2 steps where done properly and diligently then this last step should be fairly easy and straightforward. Assigned the final problems to owners and each owner must:

Come up with a plan to prevent the failure from occurring
Come up with a backup plan in case prevention doesn't work

The final step is to ensure every action item is given an owner and a due date. These should be tracked as part of the master project plan and reported on weekly.

Quote about peace and joy

Fri, 25 Apr 2014 18:19:07 -0400

"Every breath we take, every step we make, can be filled with peace, joy and serenity."
Thich Nhat Hanh

Buddha Quote

Fri, 25 Apr 2014 18:08:50 -0400

"Holding on to anger is like grasping a hot coal with the intent of throwing it at someone else; you are the one who gets burned." - Buddha

Make the world a better place

Tue, 22 Apr 2014 14:29:37 -0400

  <img src="https://ekiledjian2.micro.blog/uploads/2025/2a913aecb5.jpg" alt="">

be the reason the world is a better place today - Edward Kiledjian

Quote about pride

Wed, 09 Apr 2014 20:51:36 -0400

pain is temporary, pride is forever.

Give life all all that you have and never give up.

Quote about motivation and habit

Wed, 09 Apr 2014 20:32:23 -0400

motivation gets you started, habit keeps you going. - Edward Kiledjian

Quote about Solitude

Wed, 09 Apr 2014 16:01:35 -0400

Solitude is the place of purification. - Martin Buber

Quote about life

Wed, 09 Apr 2014 15:49:10 -0400

In the end, it's not the years in your life that count. It's the life in your years.
Abraham Lincoln

Quote from Aristotle Onassis

Tue, 25 Mar 2014 22:12:37 -0400

“We must free ourselves of the hope that the sea will ever rest. We must learn to sail in high winds.”

— Aristotle Onassis

6 Tips to beat stress now

Fri, 21 Mar 2014 10:28:42 -0400

Whether you talk to a teenage or a 95 year old grandmother, everyone has "valid" reasons to stress out.

Why Stress?

Stress is a survival mechanism developed over thousands of years of human evolution. Thousands of years ago, our ancestors were stressed when they were being chased by a lion on the Serengeti. In today's modern world, you probably aren't being chased by a lion but any stress you experienced is still treated the same way by your body.

As soon as your senses detect a stressful situation (aka hungry lion or work stress), you body puts into motion a complex series of action that result in a surge of stress hormones like adrenaline and cortisol.

Adrenaline is used to increase your heart rate which boosts energy supplies and drives more oxygen to your muscles
Cortisol increases available blood sugar and cell repair substances. Cortisol also makes your all of your body functions are tuned for the fight or flight response. Anything non essential to that get's altered to secondary status (immune system, digestive system, growth and regenerative processes, etc).

Obviously these are function no longer required in our urban jungle and the effects can be far reaching since most people are constantly in a state of stress.

How do I beat stress?

Meditate - Research has shown time and time again that regular meditation (a couple of minutes a day) makes practitioners much more resilient to stress. You can take the traditional route of learning meditation (which is a wonderful thing) from a trained teacher or use the quicker audio based guided meditations with brain wave entrainment technologies (basically special sound waves that "force" your brain into a meditative state). I am a trained meditator, practitioner of QiGong and also you these quicker shortcut meditation takes once in a while. While many of them are good, I like the Paraliminal recordings from Learning Strategies.
Breathe - Remember to breathe. Find a quiet secluded location. Sit down on a chair with both feet flat on the floor. Place your hands over your knees (thumbs not touching each other). Close your eyes and slowly breath in on a count of 5. Hold your breath for a cound of 5, then exhale for a count of 8-10. As you breath in, we want to relax every muscle in your body from toes to your head. As an example, as you inhale, clench the muscles in your feet for 5 seconds. When you hold your breath, relax those muscles and see how good it feels. This type of controlled breathing will slow down your heart and counter many of the effects of stress.
Live with gratitude - Many people get stressed when they start to feel overwhelmed, when they believe they are losing control of their lives. Gratitude is a fantastic way to counter this effect. Read my article (link) on how to use gratitude in your life and how it will make you happier.
Live in the moment - We are so worried about missing time that we rarely live in the moment. As you are eating supper with your kids, are you thinking about work, reading emails or watching TV? Take a step back and enjoy the time with your family, friends or even alone. As I walk my dog, I can think about how to plan my next work day, all the to do items on my list, etc. Or I can just listen to the sounds of the bird and the street. Feel the sun gently caress my face. I can feel the wind gently blowing. It is in this moments of absolute presence that you typically are the happiest. Being present in the moment is the only way to be truly happy.
Social Support - Some people feel much better as soon as they talk to someone impartial about their stresses. Find a friend you can call who will listen non judgementally and provide non biased calm advice. Often times you see thinks worse than they really are an having an impartial support system you will listen to is invaluable.
Move - Sometimes a little exercise will be just what the doctor ordered. If you feel stressed and can't seem to shake that feeling, go and take a walk. Listen to your favourite music and take a walk. The more vigorous the movement (exercise) the better it will help shake your stress off.

Conclusion

Remember that we decide when to feel stressed and therefore you can decide to live a calm and in control life.

“You cannot control what happens to you, but you can control your attitude toward what happens to you, and in that, you will be mastering change rather than allowing it to master you.”

— Brian Tracy

Why not read some of my other self improvement articles (link).

Quote about Elevation of self

Thu, 13 Mar 2014 23:44:36 -0400

Going Paperless Part 1 - Reducing your paper exposure

Wed, 05 Feb 2014 14:44:00 -0400

[caption id="" align=“alignnone” width=“634”] Image by Joybot under creative commons license [/caption]

A couple of years ago, I made the switch (personally) from a paper filling system to an all electronic document management system. There are a bunch of benefits by going digital that include:

free up lots of space
make finding information faster and easier
easily transferring or sharing information

I want to help you go paperless and the best way for me to do this is to slowly break-up different tips and recommendations over a series of articles. Each article will have a call to action which means you'll be asked to do something but the change will be slow and easy.

Anytime we start a restructuring program, the first step is to clean-up our inputs. This means consciously getting paper out of your life when it is not absolutely required.

As an example, I use to receive a great big product catalog from the New York city retailer B&H (they sell via store and online). The truth is I never used their catalog since the information on their website is always more fresh, so I asked them to stop mailing me. Same thing with my bank, credit cards and utilities. Where possible, I switched from a paper invoice to electronic. I asked retailers to stop mailing me catalogs, flyer and pamphlets.

Where possible, switch from paper communication to digital.

Most governments accept digital copies of invoices for tax calculation purposes as long as the information is clear, easily accessible, easily retrievable and backed up. Since I have readers from over 70 countries, you should check with an accountant or lawyer for your country specific laws but I am sure most will find digital perfectly acceptable.

The other courses will follow shortly

Socrates rule for success

Sun, 12 Jan 2014 21:05:00 -0400

Daydreaming - the untold secret to success

Wed, 27 Nov 2013 10:28:00 -0400

When I was in elementary school, teacher actively discouraged daydreaming. They refereed to it as a "lack of attention" and a "waste of time". As we got older, we kept these negative beliefs about daydreaming which may adversely impact our intelligence and overall mental well-being.

Thinkers from the past have often defined daydreaming as a gateway to unconscious processing. It is a way to engage your subconscious mind (or other than conscious mind) to tackle all kinds of problem through improved creativity. T.S. Eliot called it "idea incubation" while Lewis Caroll called it "mental mastication".

Then in the 50's, Jerome L Singer, a Yale psychologist, put daydreaming through the scientific ringer and published his findings in 1975 in a book entitled "The Inner World of Daydreaming". Singer defined 3 categories of daydreaming:

Positive Constructive Daydreaming - this is a positive constraint free model in which you experience playful, vivid imagery that encourages creative thought
Guilty Dysphoric Daydreaming - This is a type veterans with PTSD sometimes experience which is driven by ambition, anguish and pain. It allows the dreamer to experience heroism, pain or relive a past trauma.
Poor Attentional Control Daydreaming - Typically this is driven by distraction when people have difficulty concentrating. Sometime this is caused by Attention Deficit Disorder or identified as such.

Rebecca McMillan and Scott Kaufman wrote a paper entitled "Ode to Positive Constructive Daydreaming" (link) which talks about the benefits of the first style of daydreaming. They explain how it is not only beneficial but essential to making people happy, creative and empowered.

An interesting excerpt from the paper says

"Future planning which is increased by a period of self-reflection and attenuated by an unhappy mood; creativity, especially creative incubation and problem solving; attentional cycling which allows individuals to rotate through different information streams to advance personally meaningful and external goals; and dishabituation which enhances learning by providing short breaks from external tasks, thereby achieving distributed rather than massed practice"

They continue in the same thought direction

"These mental activities are, in fact, central to the task of meaning making, of developing and maintaining an understanding of oneself in the world"

Another study published in Psychological Science (link) from researcher from the University of Wisconsin and the Max Planck Institute for Human Cognitive and Brain Science posits that daydreaming (or sometime called mind wandering) " correlates with higher degrees of what is referred to as working memory". This is the type of memory with the ability to retain and recall information when actively distracted.

Daydreaming isn't free because it requires time and it requires that you give yourself permission to daydream (which isn't as easy as it sounds). You have to be able to daydream without feeling guilty for wasting time. Once you are able to daydream freely, you will start seeing huge benefits. It may be as simple as a mental vacation during a stressful day, daydreaming about an upcoming presentation you have (aka mental preparation), to dynamically work through complicated unrelated information or a freestyle session which bolsters memory and creativity.

"Encourage your kids to daydream. Encourage your employees to take time out of their day to daydream. Encourage yourself to daydream." -Edward N Kiledjian

The secret to living healthy to 100 years old

Fri, 15 Nov 2013 09:28:00 -0400

Sure there are lots of 50 year old "gurus" peddling all kinds of exercises, products and cremes but there's no one more reliable for this type of information than an actual 100 year old person.

  <img src="https://ekiledjian2.micro.blog/uploads/2025/a132b69d17.jpg" alt="">

Meet Dorothy Howe, a 100 year old lady who shared her 2 secrets to having a long and healthy life. Long because she made it to 100 and healthy because "'I’m still alive and I can lift my elbows - it’s great."

The secret?

smoke cigarettes
drink whiskey

So now you know. Read the rest of the article here.

Leadership & Mindset on Edward Kiledjian

Rucking and leadership

Email Isn't Broken. We Are.

Ethics and disclosure

Sources and further reading

Keywords

Is Remote Work Creating an Invisible Mental Health Challenge?

Beyond Productivity

Proximity as Social Infrastructure

The Leadership Challenge

Reference

Ethics and Transparency Statement

The "10 Per Cent" Myth: Why AI Capability Does Not Equal a Pink Slip

Built to fail: the structural indicators that doom CISOs

The credibility paradox: authority without power

The resource mismatch

The culture cascade

The board–CISO gap

The liability trap

The self-assessment framework

The fix—before it’s too late

The real measure of success

Disclaimer

The great resignation is over. Welcome to the era of 'job clinging.'

The great stagnation: a workforce on pause

The high price of unhappiness

A global phenomenon with local variations

Deeper currents: global forces shaping the workforce

Navigating the new reality: a global approach

Book Summary: The Languages of Leadership by Wendy Born

The Languages of Leadership by Wendy Bourne

Key Message

Focus on Yourself First

Assess Your Leadership Level

The Active Leader – Courage and Strength

The Directive Leader – Environment and Power

The Perceptive Leader – Trust

The Perceptive Leader – Vulnerability

Final Thought

Book Summary: The Tyranny of Email by John Freeman

Email's Origins and Control

Rise of Public Mail

The Telegraph Changes Everything

Email's Dominance and Downside

Addiction and Brain Impact

Disruption to Daily Life

Taking Back Control

Final Thought

Book Summary: The Power of Full Engagement by Jim Loehr and Tony Schwartz

How to Match Your Experience to Job Descriptions Using AI

Book Summary: What the Most Successful People Do Before Breakfast by Laura Vanderkam

Book Summary: What the Most Successful People Do Before Breakfast by Laura Vanderkam

How to Boost Your LinkedIn Profile Using Generative AI

How to Use AI to Write Tailored Cover Letters for Cybersecurity and Privacy Roles

How to Use Generative AI to Optimize Your CV for Cybersecurity, Privacy, and IT Jobs

Book Summary: The 5 Second Rule by Mel Robbins

The 5 Second Rule

By Mel Robbins

Transform Your Life, Work, and Confidence With Everyday Courage

Summary

Key Ideas

1. The Five-Second Rule Can Change Your Behaviour

2. Courage Comes in Small Moments

3. Stop Waiting—There Is No "Right Time"

4. You Can't Control Feelings—But You Can Control Actions

5. Defeat Procrastination by Disrupting the Pattern

6. Trade Worry for Gratitude

Final Thought

Actionable Tip

Book Summary: Free to Focus by Michael Hyatt

Our concept of productivity is flawed

Scheduling time for rejuvenation isn't a luxury—it's necessary

Being productive means identifying unnecessary tasks

To be free to focus, you must learn the power of yes and no

Plan your day around a Big Three and design your ideal week

If you can challenge the distraction economy, you'll reap the rewards

Final thought

Book Summary: Do Breathe: Calm Your Mind, Find Focus, Get Stuff Done by Michael Townsend Williams

Breathe First. Think Later.

Simplify to Amplify