​Not sure how to start planning your trajectory to success? Follow these tips to create a strategic career plan that aligns with your goals. In our latest installment of powerLINKS, a quarterly networking event that serves as a platform for Manpower associates to connect, collaborate, and inspire each other, Gracie Marcojos, Deputy Director for Banking & Technology at Manpower Singapore, shared insightful tips on career planning that resonated with attendees. 1. Long-term versus short-term goals When embarking on your career journey, it's essential to have a clear vision of both your short-term and long-term goals. Short-term goals might involve acquiring new skills, securing a promotion, or taking on a specific project. Long-term goals could be career advancement, industry leadership, or starting your own business. ​Think of your short-term goals as guiding posts to help you achieve your long-term goals and remember to set SMART goals that are Specific, Measurable, Achievable, Relevant, and Time-Bound. 2. Why are you in your current role?Now that you have your goals in mind, take stock of where you are in your career by reflecting on the reasons why you're in your current role. Are you passionate about the work? Are you learning and growing? Understanding your motivations will help you align your career path with your values and aspirations as well as plot a roadmap to get there.3. Upskill for the future The job market is constantly evolving. To remain relevant, it's crucial to invest in continuous learning. Identify emerging trends in your field and acquire the necessary skills to stay ahead. This could involve taking online courses, attending workshops, or seeking out mentorship opportunities. Remember, the goal is lifelong employability, not just a single job. ​4. Seize every opportunity Every task, no matter how small, can be an opportunity for learning and growth. Approach your work with curiosity and a willingness to take on new challenges. This mindset will not only enhance your skills but also demonstrate your initiative and dedication to your employer. ​5. The power of networking Building strong relationships with colleagues, mentors, and industry professionals can open doors to new opportunities. Attend events (like powerLINKS), join professional organizations, and leverage social media to expand your network. You never know who might have the inside track on the next big job. ​6. Don't overlook contract roles Contract roles can be valuable stepping stones in your career. They provide opportunities to gain experience in new areas, showcase your skills, and potentially transition into a permanent position. Always give your best effort and demonstrate your initiative, as companies often convert contract workers to full-time roles if they are impressed. ​By following these tips, you can create a strategic career plan that aligns with your goals and sets you up for long-term success. ​The above contains insights gained during the latest installment of powerLINKS is a quarterly networking event that serves as a platform for Manpower associates to connect, collaborate, and inspire each other. Keep a lookout for our next powerLINKS event in November. ​Ready to take the first step towards a fulfilling career? Explore more resourcesor let our recruiters help you get a great job and succeed on the job.​​Other related articleshttps://www.manpower.com.sg/blog/2024/06/career-coaching-planning​

​Don’t wait till you’re unemployed. Invest in career coaching while still employed to clarify your path, set goals, build skills, and position you for success, be it a promotion or transition.​Whether you’re considering a change in your career path or simply want to ensure you’re on the right track, career coaching and proactive planning can be your guide to a successful and fulfilling professional journey. ​Career development conversations with a career coach or your manager can help you identify your strengths, values, and career goals, giving you greater clarity on the next steps to take. It can also aid in the development of realistic goals and a roadmap to achieve them, whether seeking a promotion, a career change, or skill development. ​Greater clarity and proactive career management can give you the self-assurance needed to pursue your career aspirations, increase job fulfillment and overall well-being. ​Many of us have the misconception that career planning and coaching are solely for the unemployed or those who are dissatisfied with their current role. However, these conversations can be helpful regardless of current employment status.​The Best Time for Career Planning​In fact, the best time for career planning is while you’re still employed, here's why. Financial stability: Having a job allows you to explore your options without immediate financial pressure.Leveraging on existing connections: It also allows you to leverage existing professional connections which you may no longer have access to after leaving your current role. These connections may help bring up opportunities you wouldn’t otherwise find.Immediate application of acquired skills: Planning the next step of your career while still in a job will also allow you to immediately use new skills in a professional setting.More leverage during negotiations for internal opportunities: With your manager’s support, such career conversations may open opportunities within your current company. In this case, being a valuable employee can also potentially mean more leverage when negotiating for a promotion or a change in direction.Tips for bringing up career conversations with your manager​How should you bring such conversations up to your manager? Here are some tips you may find helpful:​Be prepared: To facilitate a productive discussion with your manager, before bringing up the conversation, take some time to think about your career goals and areas of interest as well as how they align with your company values. If you realize that switching paths may be the best option, try to anticipate questions about your reasons for wanting to switch paths.Schedule a dedicated meeting: Communicate your interest in professional development to your manager by scheduling a dedicated meeting. This will help display your seriousness towards taking the next step in your career and show that you value their guidance and time. Be sure to prepare your supervisor on the purpose of the meeting when bringing it up to ensure they are not caught by surprise.Focus on growth within the company: Show enthusiasm for your future with the company while demonstrating a desire to learn and grow by first exploring internal opportunities or skill development programs aligned with your aspirations. This can be in the form of internal job shadowing or mentorship. While doing so, remember to present potential ideas for how your career development can benefit the company. Maintain a positive and collaborative approach: During the conversation, be open to suggestions and collaborate on a growth plan that works for both you and your manager. Keep an open mind and be willing to explore options beyond your initial expectations. In the event your plan is rejected, express your understanding of their concerns and try to understand why. You can also ask for time to refine your plan based on your feedback and schedule a follow-up meeting to show your commitment and initiative.In conclusion, taking charge of your career doesn't require a burning platform or a looming sense of dissatisfaction. Taking charge of your career, even while employed, can help you gain greater clarity on your goals and your future trajectory, build valuable skills, and position yourself for a promotion or a smooth transition to a new path. With a proactive approach and the right support, you can navigate career changes with confidence and unlock your full potential.​​Ready to take the first step towards a fulfilling career? Explore more resources or let our recruiters help you get a great job and succeed on the job.​Other related articles:How You Can Step Up to Meet The Skills Gap (manpower.com.sg) From Good to Great: The Art of Being Coachable (manpower.com.sg)Show Me the Money! Master the Art of Asking for a Raise (manpower.com.sg) The Future Is Here as the Landscape of Work Changes Forever (manpower.com.sg) ​

​Hoping to land a banking and finance job in Singapore? The good news is, if you have the skillsets employers are looking for, you should stand a good chance of getting the job. ​ManpowerGroup’s Q2 Employment Outlook Survey found that employers in Singapore’s Financials and Real Estate sector reported the strongest hiring intentions (+45%). Furthermore, 88% of employers in the sector reported difficulty finding the skilled talent they need. ​To fill this skills gap, our recruiters found that employers are increasingly looking to hire non-traditional applicants such as mature workers, mid-career switchers, and people who are returning from a career break. ​If you’re currently looking to get a banking and finance job, here are some tips from our recruiters. ​Don’t neglect the soft skills ​Our recruiters note that soft skills are as crucial as technical skills. Apart from looking at your college degree or relevant experience, employers are also emphasizing skills such as teamwork. ​In fact, ManpowerGroup’s 2024 Talent Shortage survey found that collaboration and teamwork are the top soft skills employers in Singapore seek. ​When it comes to improving your soft skills, a tip from our recruiters is to start with asking for feedback and self-reflection. From there, figure out which soft skills you want to strengthen. Then, look for ways to refine that skill which can be as simple as observing others or attending courses and seminars. ​Tech skills are not only for tech-related jobs ​As for technical skills, IT and data skills are the most sought after. ​As companies in Singapore’s banking and finance sector leverage on technology for business growth, the ability to leverage on tech tools and analyze data is an asset. ​Our recruiters observe that jobs have not gone away. Instead, they have changed to include the use of technology. ​For instance, a relationship manager at the bank may now have to learn how to use machine learning and analytics software to predict customer needs and analyze credit risk. ​To ensure you stay relevant for tomorrow’s job market, our recruiters recommend keeping your eyes on the ground for upcoming tech trends and constantly upgrade and upskill yourself by taking courses. ​Keep an open mind to contract jobs ​Many of us worry that having a record of contract jobs will hinder our ability to secure a permanent role in the future. However, in today’s world, it’s less about permanent jobs and more about lifetime employability. ​In fact, our recruiters have observed that one reason why companies hire contract workers could be to test the candidate while securing the headcount to convert them to a permanent employee. ​Hence, if you are offered a contract role that is aligned with your career direction, take the opportunity to gain experience and get a foot in the door. ​In the event the hiring manager asks about your history of contract roles, a tip from our recruiter is simply to answer, “while applying for jobs, the contract job offer came and since it’s aligned with my overall career direction, I took the opportunity.” ​Understand which areas you need to improve on ​If you’ve been applying for jobs for a while and don’t seem to be getting anything, try to identify what you need to work on. For example, if your conversion from sending your resume out is low, work on your resume; and if you’ve been to many interviews but aren’t getting an offer, work on your interview skills. ​If you need a helping hand, you can always try talking to a recruiter who can arm you with everything you need to get that dream job and succeed in it - from advice on career direction, resume writing and interview skills, to identifying your best fit and sharing information on companies and opportunities aligned with your career goals. ​The tips above are part of the insights gained during ManpowerGroup’s sharing session at a networking event organized by The Institute of Banking & Finance Singapore.

​Question: I have a performance appraisal session coming up with my manager. What should I do to prepare for it in order to get a good review? Also, how should I do a self-appraisal that puts me in a good light?Feeling anxious about appraisals is normal. While nerve-wracking, performance appraisals are an essential part of the productivity management process to help organizations and individuals excel. ​The main goals of appraisals are to help organizations:Assess, communicate, and improve employees’ performance and identify areas to improve to ensure their development is in line with organizational objectives.Create a transparent and constructive feedback loop by facilitating open dialogue between employees and leadersAt the end of the day, appraisals are meant to help both organizations and employees excel. To make the most out of your review with your manager, it is important to approach the session with a positive and open mindset. View it “as an opportunity for both personal and professional growth rather than mere criticism,” advises Ms.Thikhamporn Khamkaen, Associate Director of Professional Perm, ManpowerGroup Thailand.Likewise, managers conducting the performance appraisal should also keep in mind that reviews are not meant to be a one-sided affair, but a mutually consultative feedback session where both employers and employees can bring up issues important to them.The (Not so) Secret Ingredient to Acing Your AppraisalPreparation is essential for a productive appraisal session. Prior to your review, allocate sufficient time, at least one to two weeks, to reflect on your accomplishments for the year, the challenges faced and areas for improvement. However, as most appraisals are done annually, it is always good to regularly record your work progress and achievements to avoid missing anything, says Ms. Loan Cao, Operations Manager, Staffing Outsourcing & HR Consulting Services, ManpowerGroup Vietnam, who recommends doing this weekly or monthly. Tips for Preparing for The Performance ReviewConduct a Self-Assessment: Reflect on your performance for the year and evaluate what you have done well, areas that you found challenging and needed more support as well as your goals for the coming year. Prepare information that supports your points, including quantifiable metrics and examples so that you will come across as being more objective. Some questions you can ask to help you get started:What are my key accomplishments and contributions since the last assessment period?What specific skills or competencies have I developed or improved upon?What challenges or obstacles have I encountered, and how did I address them?How have I contributed to team projects or collaborations?What are my career aspirations, and how can I align my current efforts with my long-term goals? What are some of the support I would like to receive from my manager that I think will help me grow?Need help planning a career map? Click here for tipsDon’t Point Fingers: While you are encouraged to provide feedback and share about your challenges, it is important to not turn it into a complain session or point fingers at others for your performance shortfalls. “Avoid going in with the view that ‘I am right, and he is wrong’, otherwise such appraisals would be counterproductive and not helpful to anyone,” advises Mr. Rohit Chattree, Operations Director for Manpower Singapore.  Doing so may convey that you lack professionalism and accountability, even if some of your claims may be valid. It may also indicate that you are not receptive to feedback, which can be a red flag for managers. Focus on the Next: Employees should adopt a forward-looking mentality during employee evaluations. “Focus on what is next and what contributions you can make for the projects that are ahead of you” instead of lingering on past achievements, advises Mr. Chattree. If you feel that you did not perform well for the year, take accountability for it, and proactively come up with a plan to address performance issues and how you plan to achieve your goals. The key is to show that you’re receptive to your manager’s feedback and seek to improve. It also helps if you highlight the support you need during the session so that your manager is aware and has a clearer idea of how to help you excel and grow. As you prepare for your performance review, keep in mind that it's not just a review of past achievements, but an opportunity for growth and development. Here's to your success in your next performance appraisal!

Does this look familiar?​Dear John,We’d like to thank you for your interest in our company. Although your interview demonstrated your credentials and experience, at this time we’ve decided to move forward with another candidate.We wish you the best of luck with your job search. Once again, thank you for your interest in our company.Regards,HR for the company that didn’t want you​Chances are if you’re reading this, you’ve received a similar rejection message at some point in your career. I know job hunting can be a long, discouraging, and frustrating process, especially when you face rejection after rejection, and hearing “no” over and over again can really take a toll on your confidence and make you want to give up. However, there are many ways to deal with job search rejection in a healthy, productive way. With the right mindset and strategies, you can persist through the nos to eventually land the yes.Here are some strategies to overcome rejection and keep your job search on the right track:​Don’t Take It PersonallyFirst, when you get rejected for a job, try not to take it personally. The reality is the odds might already be against you. The numbers vary wildly, but reports have found that anywhere from 70% to 85% of job openings are never posted publicly and are filled by internal candidates, through networking, or other recruiting methods.As difficult as it may sound, you need to realize that in most cases, the decision likely has little to do with you as a person. Hiring choices involve many factors that are outside of your control. Maybe they had someone else in mind from the start, needed specific skills you lack, or simply didn’t see a culture fit. Instead of blaming yourself and feeling crushed, remember that rejections are an inevitable part of the process. Being rejected for one role just gets you closer to the right one.​Reframe the ExperienceIn fact, try to reframe rejections as learning experiences. Did your interview skills fall short? Use it as an opportunity to improve. Look at what you can tweak in your strategy and application materials to be a stronger contender for the next job.For example, study up on the STAR method - discuss the Situation, Task at hand, Actions you took, and the Result. Practice applying STAR to common questions so you can emphasize your skills with dynamic examples. Or if you lacked key qualifications, make plans to take courses, get certifications, or build skills to develop those areas. Analyze what you can tweak in your strategy and materials to be a stronger candidate next time.Each “no” brings you one step closer to the right “yes.”​Take Breaks When NeededJob hunting for weeks or months on end can be draining, both mentally and emotionally. Over time, the constant effort and rejection wears you down. When you start feeling burnt out and unmotivated, it's important to take occasional strategic breaks.Give yourself permission to recharge your batteries by taking a weekend or a few days to focus on uplifting activities unrelated to your job search. Whether it is exercising, pursuing your hobbies, meeting up with friends, binging your favorite shows, or anything else that helps to recharge your batteries, take time for yourself.The key is to do whatever activities lift your spirits during this time. Avoid thinking about the job hunt or dwelling on the rejections. Let yourself fully recharge and decompress. The key is balancing your break with maintaining your motivation and momentum. Come back from the break feeling renewed with a fresh, motivated mindset. Remind yourself that you have so much to offer the right employer, and your dream job is out there waiting.​Update Your Application MaterialsSpend time improving your resume, cover letters, and online profiles based on what you’ve learned from past rejections. See if you can get feedback from experts on how to strengthen your materials. Adjust your approach and language.Some specific ways to level up your materials:Customize your resume for each application, tailoring the content to better match the job description, including fixing any resume gaps smoothly by adding a brief explanation line or using a functional resume format to focus on skills.Strengthen your LinkedIn profile with a customized headline, summary section highlighting achievements, and engaging content that shows expertise.Leverage your network for job leads, referrals, recommendations, and introductions. Don’t be shy about reaching out. Your network is out there for this very purpose.Review your cover letter to ensure they communicate your passion for the company and role, along with how you’ll add value.Reach out to a trusted friend, colleague, or mentor to review your resume materials and provide any impartial feedback from improvement. If possible, seek out a career coach who could help you improve your resume.​It might feel tedious and overwhelming but take the time to refine and tailor your application documents to each role, and eventually you’ll have polished pieces that really impress hiring managers.​Expand Your Job SearchIf you've been laser-focused on landing one specific job title at a particular company or in a single industry, it may be time to expand your search horizons.Try looking for new types of roles, companies, or industries that could also be a great fit for your skills and experience. For example, if you've only been applying to marketing jobs at tech startups, expand your search to include related positions like Communications, PR, Events, or Digital Media roles. Consider established companies or agencies in your domain as well.If possible, widen your job search geographically too - be open to new locations and opportunities to relocate that align with your career goals. Leverage sites like LinkedIn to explore options more broadly across multiple industries and places.Avoid getting tunnel vision and limiting yourself to just one narrow focus. Broadening your search significantly multiplies your chances of landing interviews and receiving offers.​Get Encouragement and SupportThe job search process can be incredibly demoralizing and difficult to handle alone. Make sure to seek out encouragement and emotional support from others.Vent candidly to close friends or family members who will listen empathetically when you need to get frustrations off your chest. Join online or in-person job seeker support groups to commiserate and share advice with others going through the same struggles. Knowing you're not alone can lift your spirits.Having a strong support system provides invaluable comfort and encouragement that helps you persist despite the ups and downs. Don't underestimate the power of community and how much positive reinforcement from others can impact your attitude and morale. Surround yourself with positive people who will lift you up.​Stay Positive and PersistentDespite the rejections, do your best to stay positive, keeping in mind that the perfect job for you is out there. It just may take a little time and effort to find it. But if you stick with it and don’t give up, the right opportunity will come your way. Focus on the future, not past nos. With the right mindset and tenacity, you will eventually land the yes you’ve been waiting for.Dealing with constant rejection is one of the most frustrating parts of the job search. But by shifting your perspective, regrouping, and employing positive strategies, you can get through this challenging process successfully. Believe in yourself and your abilities. Stay motivated and don’t take no for an answer.

​In today's fast-paced and competitive job market, it's essential to have the right mindset and skills to succeed in your career. One key trait that can make all the difference is being coachable. In a world where continuous learning is the name of the game, being coachable is like having a superpower that propels you towards your goals and further success. When you're coachable, you're open to learning, feedback, and advice from others. This allows you to grow and develop your skills faster, making you a valuable asset to any organization. ​​What Does It Mean to Be Coachable? First things first, let's define what it means to be coachable. Being coachable is about having an open mindset, a genuine thirst for learning, and a willingness to grow both personally and professionally. It's about recognizing that none of us have all the answers and that we can benefit from the wisdom, guidance, and expertise of others. Being coachable means being receptive to feedback, adaptable to change, proactive in seeking opportunities for improvement, and it's a mindset that sets you up for success in any career endeavor. ​​The Benefits of Being Coachable Being coachable has numerous benefits, both for yourself and your employer. By being open to feedback and willing to make changes, you can develop your skills faster and become better at what you do. This can lead to increased job satisfaction and higher pay in the long run. Additionally, when you are coachable, you are more likely to be viewed as a team player and a valuable member of the organization. This can lead to more opportunities for career advancement and increased job security. ​​Embracing the Growth Mindset So, how can you become more coachable? It starts with having a growth mindset; a concept popularized by psychologist Carol S. Dweck. A growth mindset is the belief that our abilities and intelligence can be developed through dedication, effort, and a willingness to learn. This means that you see challenges and setbacks as opportunities to grow. You are open to feedback and willing to make changes to improve. You also take ownership of your mistakes and see them as opportunities to learn, rather than as failures. ​Here are some other benefits that come from being coachable:​Accelerating Learning: When you're coachable, you tap into a vast reservoir of knowledge and experience. By embracing feedback and seeking guidance from mentors, colleagues, or experts in your field, you can fast-track your learning and avoid common pitfalls. Why waste time reinventing the wheel when you can learn from those who have already mastered the terrain? ​Enhancing Self-Awareness: Being coachable forces us to confront our blind spots and recognize areas where we can improve. When we're open to feedback, we gain valuable insights into our strengths, weaknesses, and opportunities for growth. This heightened self-awareness becomes a powerful tool for professional development, allowing us to refine our skills and build a strong foundation for success. ​Adaptability in a Rapidly Changing World: In today's dynamic work environment, adaptability is key. By being coachable, you develop the agility and flexibility to navigate change with ease. You become more resilient, better equipped to handle challenges, and more receptive to new ideas. As technology continues to reshape industries, those who can adapt quickly will thrive. ​Building Stronger Relationships: Being coachable strengthens your ability to collaborate and build meaningful connections. When you're open to feedback, you create an environment that encourages constructive dialogue and fosters trust. Your colleagues and superiors will appreciate your receptiveness, leading to stronger mentorships, partnerships, and opportunities for growth. ​Developing Leadership Skills: Coachability is not limited to entry-level employees; it is equally vital for aspiring leaders. Effective leaders recognize the importance of being receptive to input and learning from their team members. By demonstrating coachability, they inspire trust, motivate their teams, and foster a culture of continuous improvement. Leaders who embody coachability also set a powerful example, encouraging their employees to follow suit. ​​The Challenges of Being Uncoachable On the other hand, being uncoachable can create setbacks in your career. When you are not open to feedback or advice from others, you may miss out on valuable opportunities to learn and grow. This can lead to stagnation in your career, as you continue to make the same mistakes and fail to develop new skills. Additionally, being uncoachable can harm your relationships with colleagues, managers, and other people in the workplace, leading to a negative work environment and decreased job satisfaction. ​In a world where adaptability and continuous improvement are paramount, being coachable has become an indispensable trait for professional success. By embracing a growth mindset, seeking feedback, adapting to change, pursuing continuous learning, and nurturing collaborative relationships, you can unlock your full potential and create a fulfilling and prosperous career. Remember, being coachable isn't a one-time event but a lifelong commitment to personal and professional growth. ​​

​Asking your boss for a raise can seem intimidating, but it's a normal and necessary step for career growth. It's a conversation that requires careful preparation, confidence, and effective communication. However, with the right approach, you can increase your chances of success and secure the salary you deserve.Here are some ways to achieve the recognition and financial rewards you desire:​1. Assess Your Worth and AccomplishmentsBefore initiating the raise conversation, it's crucial to evaluate your worth within the organization. Take a step back and objectively assess your accomplishments, the value you bring to the table, and the impact you've had on the company's success. Vague statements about working hard don't provide compelling evidence you deserve more pay. Come armed with cold hard metrics that quantify and demonstrate your value. Show how you contribute to the bottom line with facts like increasing sales by 30%, cutting costs by 15%, or improving productivity by 40%. Provide concrete examples like landing major new clients, retaining key customers, or receiving rave reviews and feedback. Back up your assertion that you provide unique value with numerical examples.Make your life easier by tracking accomplishments and completed tasks on a regular basis. By recording these metrics on a weekly or monthly basis throughout the year, you can have a readily available record of your achievements. This can prove beneficial during performance reviews that include self-assessments or management touchbases.​2. Research the MarketThe next step in building a compelling case for a raise is being well-informed about salary benchmarks and industry standards for your role and work responsibilities. Don't arbitrarily throw out a raise number. Do your homework and find data on comparable salaries for someone with your role, experience, and performance. Sites like Glassdoor, PayScale, and Salary.com provide ranges based on position, company size, and location. Know what the market rate is for your skillset so you can anchor your request in reasonable expectations, not just what you want. Being aware of norms also prevents inadvertently asking for too little. Come armed with researched numbers.​3. Timing is EverythingTiming can make or break your request for a raise. Pick your moment wisely when asking for a raise. Avoid high-stress crunch times like right before a major deadline or during hectic seasons like the holidays. Look for windows when your manager seems more relaxed and receptive. The beginning of a new budget cycle or after completing a successful project are opportune times. Scheduling a meeting for late afternoon on a Friday could find them in a good mood ready for the weekend. Capitalize on positive energy and events versus adding one more thing to their plate.​4. Craft Your PitchIt’s time to put your plan into action. Start by preparing a well-crafted pitch that highlights your achievements, the value you've added to the company, and your future potential. Remember, confidence is key. Present your case with conviction, articulating your contributions in a way that showcases your expertise and the positive impact it has had on the organization. Script out your justification and think through likely objections or questions. Focus on the benefits to the company like improving retention, motivation, and performance. Practicing aloud ensures your delivery sounds polished, calm, and professional, not nervous or entitled. Preparation leads to greater clarity and a higher chance of success.​5. Embrace NegotiationApproach the raise conversation as a negotiation, rather than a one-sided request. Consider suggesting a phased rollout, performance triggers, or a smaller upfront amount with review for more later. Be prepared to discuss alternative compensation options, such as bonuses, additional vacation time, professional development opportunities, improved benefits, etc. Show your willingness to work collaboratively to find a solution that satisfies both parties.​6. Maintain Professionalism and OpennessDuring the conversation, maintain a professional and positive attitude. Avoid becoming defensive or confrontational if your request is met with resistance. Instead, approach the discussion as an opportunity for growth and understanding. Listen actively to your manager's feedback, ask thoughtful questions, and demonstrate your commitment to the company's success while emphasizing your own aspirations.​7. Follow-Up and AdaptAfter the initial conversation, follow up with a thoughtful email summarizing the discussion and any agreed-upon post-conversation actions. However the request turns out, thank your manager for their time and consideration. Make it clear you respect their decision and appreciate the opportunity to have an open dialogue. Don't threaten to quit or engage in hardball tactics. If the raise is declined, ask what steps you can take to earn an increase in the future. Maintain the relationship in a cordial, professional manner that leaves the door open for future opportunities.If you employ these strategies, you’ll be better positioned for personal growth and financial success. But remember, if your request is declined, it's not the end of the world. If you consistently face obstacles to advancement or fair compensation in your current organization, you may consider exploring opportunities elsewhere. Update your resume, network with professionals in your field, and keep an eye out for openings that align with your career goals.If you’re not being fairly compensated, someone out there will be willing to pay you what you’re worth. Go after what you feel you deserve.

​No matter the industry, every business around the world is undergoing dramatic changes to the way it operates. From the increasing use of and investment in technology to the rapid transformation in skills needs and development to workplaces going hybrid or fully remote, every organization must adapt or run the risk of being left behind.  ​“What we've seen happening is companies that were maybe procrastinating, overthinking, or overengineering things like tech transformation,” says LinkedIn’s Head of Search & Staffing UK&I Adam Hawkins. “Then they were forced to do it, and they did it quite seamlessly because they had to and they realized the upside potential. It's sort of the fear of jumping off a cliff and realizing you can actually do it.” ​Speaking at the ManpowerGroup Talent Solutions Transform Talent event, Hawkins outlined three areas that are accelerating the future of work: digital transformation, workforce transformation, and workplace transformation.  ​​Digital TransformationRelating to all things artificial intelligence (AI), automation and data, and how data and technology is democratizing the playing field, driving productivity, and creating a competitive edge, Hawkins breaks down the changes into three waves of automation: the algorithmic wave, which is where machines have the ability to take simple computational tasks and provide analysis on strips of data, which businesses can then use for competitive advantage; the augmentation wave, featuring the rise of robotics that can undertake manual tasks; and the third is the autonomy wave, which is about automating physical labor.  ​At the end of the day, Hawkins notes it’s how companies analyze and utilize all the data they’re gathering as part of their digital evolution. That’s where he sees tremendous opportunity for businesses who enhance data literacy skills within their organization.  ​“Only one in five people are confident with their data literacy skills, just 11% of business leaders trust their teams to use data in an effective manner, and 50% of organizations lack the data literacy and AI skills to achieve business value with that data,” Hawkins says. “Data needs to be driven from the top. Not just having analysts, but actually integrating data into all conversations across how the business is run and filling the skills gap. This needs to become an ingrained part of their culture.” ​​Workforce TransformationThe rapid evolution of technology is effectively shortening the lifespan of the relevant skills workers within businesses possess. According to the World Economic Forum's Future of Jobs Report, as adoption of technology increases, 50% of all employees will need reskilling by 2025. ​​Hawkins advises organizations to view this ongoing transformation from two fronts: skills evolution, including upskilling, reskilling, and mobilization of skills across the business; and attracting and retaining the best people in your workforce. ​“Having a formalized process for greater diversity, which equals greater perspective and brings a competitive edge. Bringing in people that may not be the perfect fit for the role, but how we align cultures and values and the potential to drive greater value in the business. It will be about acquiring skills and potential,” says Hawkins. “Businesses that really assess and build confidence are the ones that remain competitive and keep their people. ​​Workplace TransformationTalent is no longer constrained and remote teams are powering technological innovations. Flexibility will be the name of the game. Not just for how businesses operate, but for recruiting and retaining talent. According to the EY 2021 Work Reimagined Employee Survey, more than half (54%) of employees surveyed from around the world said they would consider leaving their job post-COVID-19 pandemic if they are not afforded some form of flexibility in where and when they work.  ​What this does, according to Hawkins, is create a trust contract that is all about collaborating with employees and creating a fairer and more inclusive workplace with people doing different work, at different times, from different places. And, he says, those are the companies that are getting ahead. ​“They're the ones that are able to segment their workforce in terms of their team and team norms, and also make sure that the best fit policies are in place. Spaces themselves will become more inclusive, they'll become more creative, collaborative and we'll see a greater rise of things like design thinking, where people come into the office not to work but to collaborate,” Hawkins says. “Companies that are really figuring this out are the ones that are going to be able to attract and retain and develop the best people within the organization.” ​Ultimately, Hawkins puts the onus on employees to guide the actions of their employers.  ​“It's time for employees to decide what kind of organization they want to experience, and the experiences they want to create, and the environment and culture they want to nurture to help deliver their best work,” says Hawkins. “I think it's the time where we see those that are less cautious will definitely see the upsides and those upsides will be significant.” 

​Organizations pursuing pre-pandemic remedies for post-pandemic realities will underperform.We are in a different place than we were two years ago. Our world has been turned upside down: our offices, our family dynamics and our priorities. And just as we are getting a handle on all those things, companies are asking us to return to the office while the pandemic continues to evolve.Inevitably, there has been pushback from those who would rather quit than return to their job as it once was. Employee attrition is at an all-time high as workers are leaving to retire early, explore entrepreneurship, or find a better fit at a different company.This phenomenon has been labeled the Great Resignation, but that only describes the symptom. The root cause is the Great Realization, a broad change in how people look at their lives and their livelihoods. Organizations that address the Great Realization will thrive. Organizations pursuing pre-pandemic remedies for post-pandemic realities are going to underperform.Right Management works with thousands of individuals through our leadership, career and coaching work annually. From this experience, we have identified the following themes that characterize the employee sentiment of today. Organizations that understand and address these themes will emerge as the most attractive employers, because individuals will feel like they belong and want to bring their best every single day.​Setting individuals up for success from day oneThere is an unprecedented number of job openings across the economy. That means that each successful hire – internal or external – is critical to success. How individuals are welcomed into a new team sets the stage for success or failure.​High-performing companies invest in new hires with comprehensive onboarding programs starting with assessments to ensure fit, pre-hire to post-hire learning, networking, and coaching that fits with the needs of the role.​When new hires know that their new manager and company are investing in their success, their willingness to learn, adapt and stay increases.​Balancing flexibility and effectiveness in the hybrid work modelFlexibility in when and where you work used to be a special perk for the select few with enlightened managers or gig-like business models. There was no precedent to show that it was possible at scale. The sudden exodus from corporate offices has taught us that we can work remotely and in many cases be more productive. As a result, more jobs are offering remote options and technology is making it even easier for us to collaborate.​Successful employers will have to accommodate flexible work arrangements that address individual needs while also being mindful of equity and fairness in defining where and how work gets done.​Alignment of company values and employee careersPeople seek meaning in their work and are increasingly looking for companies aligned to their own values. They want to understand how their day-to-day work links back to a broader impact and how they can develop as individuals and progress their careers.​The bar is higher for companies to have a compelling vision and to help individuals see how they fit into that vision, both in their roles today and in their career progression. Managers need to be enabled to have these conversations and create the optimum environment to guide careers.​Creating belonging through inclusionWe have all felt the sting of being excluded at some point in our lives. We feel the need to fit in by outwardly adapting to an established culture. Flipping the script, however, can be far more valuable to organizations. When people feel a sense of security – safety in being able to express their perspectives and needs without censure — they will pay less attention to how they are perceived and more attention on value-driving work.​Equipping organizations with the tools to foster a sense of inclusion will create an environment where all individuals can bring their full selves to work. This will increase capacity, focus, and creativity and lead to stronger business performance.​The Great Realization as an OpportunityWhile the prolonged uncertainty around the pandemic has been challenging, we believe there is also a silver lining in that it has offered us a sense of possibility. The Great Realization represents not only a broad change, but also a great opportunity.  We have raised our standards for how we want to spend our time.  We have learned that we can handle a lot more than we thought we could. Successful companies will recognize this shift in priorities among their employees and embrace it by investing in their employees and creating a sense of belonging.​Right Management has been helping organizations evaluate, develop, mobilize and transition their talent for over 40 years. Let us help you thrive in the new next.

​The impact of tech means that soft skills are more important than ever – which means that skills you already have may be more useful than you realized. While all skills need update, there are certain core soft skills that can transfer from one role to the next and have a lasting impact over time.​As technology transforms organizations, skill needs are changing rapidly, and companies are struggling to find the talent they need. ManpowerGroup's report — Robots Need Not Apply: Human Solutions in the Skills Revolution— surveyed 20,000 employers across 42 countries on the impact of automation, and found that soft skills that are of greatest value are the hardest to find.​Developing soft skills can have an immediate and long-term impact on your career. The soft skills employers want most are communication, collaboration and problem solving, according to ManpowerGroup’s 2018 Talent Shortage Survey.When considering professional development, here are soft skills that everyone should add or refine in their repertoire.​CreativityOne of the ways to differentiate yourself is to become the person known for generating the greatest and most creative ideas for problem solving. This process shouldn’t be viewed as another thing to add to an already over-scheduled day but viewed as a means to create a competitive advantage. Follow this model for producing ideas to make the creative process more accessible.​PresenceIn terms of communications skills, a sense of presence includes the gravitas of how you behave or act, how you speak and how you present yourself. These are skills that can be learned and developed. Seeking coaching and solid skill building in personal career management can guide and support leaders in building executive presence in a way that compels people to follow you, which increases your ability to collaborate.​LearnabilityNew problems will arise as the digital landscape continues to change how we work. In order to meet these new challenges, learnability is necessary. Learnability is the desire and ability to continually learn and grow throughout careers. Ask yourself, when was the last time you read something from an unusual perspective? When have you taken the time to wrap your head around a new industry? When have you engaged in conversation on a subject outside your comfort zone? To keep your learnability skill sharp, take the time to find unfamiliar topics and dig beneath the surface.​For those wishing to move up in their career, soft skills are critical. Even though they’re not the skills added to a resume, they undergird and complement all other abilities. Embrace them, and they’ll continue to benefit you throughout a career.

​Nearly half of employers today say they can’t find the skills they need, according to ManpowerGroup research. This shortage presents an opportunity for employees and job seekers, who can step into new roles with the right approach. Here’s how to cultivate a career move using the strategies aligning with how organizations are finding talent.​Build: Grow from withinOrganizations are developing talent in-house, which means opportunities to expand roles into new areas. Employers are emphasizing that continuous learning is essential for individuals to keep growing in their roles, and better grow with the organization. For employees, this requires embracing learnability and a growth mindset. The role that you find yourself in an organization may be very different tomorrow than it is today.​Buy: Sell your skillsIt’s a simple law of supply and demand. Due to the shortage, employers are attracting employees with competitive wages, perks or other benefits will allow organizations to buy talent. Those who are looking to make a move now have better options at different organizations. To maximize marketability, job seekers can work on selling themselves through means of their resume, LinkedIn, networking and applying for new roles.​Borrow: Lend your talentThe “side hustle” is becoming both a resume builder and supply of extra income for the next generation. Both workers and organizations are increasingly turning to flexible employment opportunities including part-time, freelance, contract and temporary workers. As organizations cultivate workers inside and outside of the company, employees can take advantage of the gig economy by fitting into flexible opportunities.​Bounce: Make the leapBouncing can mean leaping up in an organization. In today’s changing landscape, agility is needed to consider how someone’s skills can be moved around inside the same organization, or in another role in a new company. For employees, this means identifying their adjacent skills to see how they can adapt to new roles.Today’s organizations are building, buying, borrowing and bouncing talent to fit their needs. If employees are aware of these trends, they can take advantage and accelerate their careers.

​Soft skills pay. The ability to project manage, relate to colleagues, speak in public and other human skills will be consistently relevant over time. Over 4 in 10 employers say critical thinking and analysis skills are their most valued human strengths, followed by creativity & originality and resilience & adaptability skills according to the global Talent Shortage Survey. These soft skills will help your career both in the short and long term. Whether you are looking for a job or want to move up, mastering the soft skills will help. Here’s how to polish these necessary elements. ​Nurture your Creative Side One of the ways to differentiate yourself is to become the person known for generating the greatest and most creative ideas. This process shouldn’t be viewed as another thing to add to an already over-scheduled day, but viewed as a means to create a competitive advantage. ​Be Accountable You can measure your progress by meeting with your manager and asking to keep you accountable for your soft skill growth. For example, you may ask your manager to rate you on your leadership ability before and after you join committees at work. Having this external measure at the end of a development cycle will help keep you motivated and accountable. ​Practice Learnability New problems will arise as the digital landscape continues to change how we work. In order to meet these new challenges, learnability is necessary. Learnability is the desire and ability to continually learn and grow throughout careers. Ask yourself, when was the last time you read something from an unusual perspective? When have you taken the time to wrap your head around a new industry? To keep your learnability skill sharp, take the time to find unfamiliar topics and dig beneath the surface. ​Finally, go back to the beginning when you checked all these boxes. Mastering soft skills isn’t a one-time task. Keep going. 

​This personal virtue is more than simply something to remember around the holidays, however. Research also shows that kindness can also offer competitive advantages for your career. Here are reasons –beyond just being a good person –to increase your kindness.​Effective leaders are likeableKindness is a leadership trait. Those who reach high levels in an organization don’t get there by being cold and difficult. In a survey of 51,836 leaders, a tiny percentage –just one in every 2,000 –were rated at the bottom quartile in terms of likability but in the top quartile in terms of overall leadership effectiveness. Be kind and likable to be a leader.​Kindness is linked to creativityCreativity is a competitive edge for employees, and it doesn’t happen by accident. Multiple studies show that “respectfully engaging with other organizational members can augment creativity for individuals and teams.” Being kind to your colleagues – or what researchers call “respectful engagement” – is related to creative behavior at both the individual and team levels. Creativity, in turn, is a crucial soft skill that will help keep you relevant as the world of work changes. ​Your reputation is your resumeKindness isn’t just a one-time act. Over time, how you treat others builds a reputation. A way to develop a bad reputation at work is to take credit for another person’s work and being difficult to work with. Giving credit where it is due, recognizing others and being kind will become an extension of your resume. ​Kindness attracts othersThe easiest way to turn off an employer? Being a jerk. Even entrepreneurs who have had a history of bluntness and difficulty have had a change of heart about the effectiveness of being a kinder person.  As Mark Cuban admitted, "people hate dealing with people who are jerks," Cuban wrote in a 2014 Entrepreneur article.Kindness is its own reward – but it also can provide more. Be kind, and you might also be hired and be promoted. 

​The path to so-called “hard skills” is often clear: Get a degree or certification and you’re suddenly qualified with a new line on your resume. Then there are less clear milestones such as learning to plan a long-term project, negotiate with clients or give a clear presentation. Fortunately, there are concrete ways to cultivate soft skills for the Skills Revolution.​Start with specificsMany New Year’s Resolutions fail because they are too ambiguous, such as the goal of getting in shape. What, specifically, do you want? At work, make a list of potential soft skills you need such as interpersonal communication, leadership and personal branding. Then drill down to make it specific. For example, focus on interpersonal skills in a specific way by providing written feedback for colleagues in project meetings.​Don’t do too much too soonTo go back to the New Year’s Resolution analogy, another pitfall is trying to do it all. Maybe you want to lose weight and travel more, two goals which may cancel each other out. The same is true of soft skills at work. For example, if your goal is to become a dynamic public speaker, you may want to wait on the next goal of providing better interpersonal feedback, which takes a different ability.​Make it measurableMeasuring a goal can take the form of both inputs and outputs. If your goal is to improve your leadership throughout your organization, for example, you may make a goal of joining three volunteer committees. That’s an input metric. Then how do you know if you’re making progress through that action? That takes the next step, output metrics.​Set accountabilityOutput metrics are often associated with 360s and performance reviews, which play a part in developing your soft skills. But you can also create your own output metrics by meeting with your manager and asking her to keep you accountable. For example, you may ask your manager to rate you on your leadership ability before and after you join three committees at work. Having this external measure at the end of a development cycle will help keep you motivated and accountable.Finally, go back to the beginning when you have finished this cycle. Skills in demand from employers, and your ability to develop these talents are crucial to advancement

​In the tech world, all eyes are on Apple each year as it announces its newest launches and updates to its current line of MacBooks, iPhone and watch. The company has become the epitome of disruptive innovation and how ubiquitous technology has transformed our lives.Yet, there’s something timeless about each Apple launch: A single person standing on stage, telling a story. Today, Apple CEO Tim Cook builds off the legacy of Steve Jobs, who became legendary for his personality and stage presence.The Cook and Jobs presentation skills demonstrate that no matter how digitized we become as a society, there’s always a place for human communication skills – even at the world’s most technologically advanced companies.In fact, the 10 most in demand professional skills in the world reflect the need for human soft skills, including sales representatives and professionals such as project managers and researchers, according to ManpowerGroup’s latest report on the talent shortage.In our increasingly digital world, here are skills that still matter for professionals.Managing Expectations“The future is a concept — it doesn’t exist,” said author and philosopher Alan Watts. For businesses, this ambiguity about the future is more than a thought exercise. It requires understanding how to navigate change when you’re not sure where the changes will come from. Leaders with communication skills will be able to guide others when there is no roadmap. That means making decisions on the fly, the ability to adapt to evolving circumstances, and then sharing your reasoning to others to get them to follow.Delivering InspirationThe artist Michelangelo once said: “Lord, grant that I may always desire more than I can accomplish.” It’s a human – and timeless – quality to seek inspiration and motivation, and look for it in others. You can call it stage presence, charisma or just je ne sais quoi. No matter what “it” is, there is a palpable energy that can come from someone who is an engaging communicator. We share our social orientation in brain circuitry with all other mammals, so this is a deep-seeded biological need that can’t be replaced by technology. Human communication needs the motivation of the human touch, and that will never go away.Suggesting ImprovementImagine your next job performance review is with a robot. You’d get a PDF with all of your deficiencies, delivered to you with cold efficiency, with highlighted sections to work on. Doesn’t sound fun, does it? As much as we dread performance review, human communication helps us become resilient and improve. Others can see our blind spots that we don’t see, and also equip us with coping strategies and teachable skills.Overall, it’s true that digital trends continue to expand and play a larger and larger role in the world of work. But if you’re feeling uneasy or out of place because of technology, the answer may be in thinking more traditionally – and reclaiming your humanity.​​

​Twenty five years after the term “emotional intelligence” was first introduced by academics, thousands of independent scientific studies have highlighted the importance of managing your own and others’ emotions in relation to career success, job performance, entrepreneurship, and leadership.But research suggests that people with low EQ, as emotional intelligence is often called, may not realize what important skills they lack. Indeed, studies have shown that all of us are better at evaluating others’ EQ than judging our own, but this is especially true when we have low EQ: because EQ also includes the capacity for self-knowledge.Although lower EQ people are generally less rewarding to deal with — they are grumpier, more negative, and more erratic than average — there will be many circumstances where we have to deal with low EQ individuals. Given the difficulties this can entail, it may be useful to keep in mind the following, evidence-based recommendations for managing those situations effectively:Be gentleJust because someone is unpleasant doesn’t mean you have to respond with unpleasantness or ostracize them. In fact, you can become a stabilizing and calming agent for low EQ people if you make an effort to act politely and kindly in your interactions with them. Remember that having a lower EQ is psychologically taxing, not just for others but the low EQ individuals themselves. They are often fighting inner demons and riddled with existential angst – the academic euphemism for this is emotional labor. So, don’t make them work even harder. Instead, you can brighten them up and make their lives seem a little simpler, safer, and happier, or at least less anxious. Conversely, if you react in a negative way they will perceive you as a psychological threat and source of stress. Kindness and positivity go a long way with everyone, but even more so with emotionally unintelligent people. Yes, some people lack soft skills, but being hard on them is not the solution. On the contrary, tact and delicacy are needed particularly with those who are less capable of displaying those very qualities.Be explicitIn particular, avoid social subtleties, or you will be misinterpreted. Low EQ individuals are generally less capable of reading between the lines and their ability to decode others’ intentions is typically limited. As Professor Simon Baron-Cohen noted, they are quite similar to the stereotypical engineer or professor: disinterested in nonverbal communication, non-empathetic, and somewhat detached from interpersonal contact; happiest when on their own or interacting with their own thoughts rather than people. Baron-Cohen’s spectrum theory posits that cognitive skills often increase at the expense of social skills (take this brief test to find out where you fall).Be rationalAlthough low EQ people often behave in irrational ways, so does everyone else. Furthermore, the only antidote to emotionality is rationality, which starts by being aware of your own biases, being data-driven, and accepting the possibility that you may be wrong. When dealing with low EQ individuals, remember that they are more likely to fall prey to their own emotions than most people are, so, rather than trying to manipulate them by engaging them emotionally, you can gain their trust by being the voice of reason and developing a reputation for being logical. This will not just enable you to persuade them in the short run, but also influence them in the long run. The main point is that even if emotional persuasion works with them, there are moral reasons for not going down that path.Do not get offendedOne of the common characteristics of emotionally unintelligent individuals is their bluntness. They have low interpersonal sensitivity and find it hard to empathize with others, which is why they may come across as politically incorrect or overly direct. On the upside, this makes them quite transparent. You can usually see right through them and they tend to mean what they say, and say what they mean. The key, then, is not to take things personally. They may not operate within the realm of conventional etiquette, but you can still find a way of dealing with them and helping them deal with you.Finally, remember that just as high EQ is not always a blessing—for example, it says nothing about a person’s reasoning ability, expertise, or ambition – it is not the end of the world if you yourself are the one with low EQ. This may sound odd, because EQ has become a very loaded term today—perhaps even more than IQ. However, there is a bright side to low EQ, and a dark side to high EQ. Low EQ individuals are often more passionate, creative, and self-critical than their higher EQ counterparts. And higher EQ individuals can be complacent, smug, and overly optimistic compared to their low-EQ counterparts.While interventions to boost EQ are often successful, people have limited control over their personalities, and each personality will confer more strengths in some situations than in others. The current enthusiasm about emotional intelligence can obscure the fact that plenty of brilliant and successful people, from Friedrich Nietzsche to Steve Jobs, had lower EQ—and that these people are also capable of rewarding relationships, even with their work colleagues.​About the AuthorAs ManpowerGroup's Chief Talent Scientist, Dr. Tomas Chamorro-Premuzic is responsible for leading the Center of Excellence for Assessment and Analytics, developing data-driven solutions and insight to create new value for clients and candidates by driving predictable performance. A well-known international expert in business psychology, people analytics and talent management, Chamorro-Premuzic has written 10 books and over 150 scientific papers on the psychology of talent, leadership, innovation and AI.

​If you are currently looking for work, what are your expectations for your next job? If you find yourself weighted down from the pressure of the past year, here’s how to start making progress and expect more in your job search as you look ahead in 2022.Seek Out a SponsorYou don’t need to go it alone –– look for help in your next steps. According to ManpowerGroup research, women are more likely to say that relationships rather than overt self-promotion will help them get ahead. In this regard, women can be helped through sponsors or those in higher levels who move beyond mentorship and actively help promote female colleagues. Find someone who can help boost you up, and you can do the same for others.Recognize Your Transferable SkillsIf you’ve been out of work, if may feel like you are falling behind on your skills. In fact, you may be practicing transferrable skills that help in the next role. If you find yourself teaching from home or volunteering, these are skills that you can bring up in a job interview that shows your continued growth. Of all transferable skills, learnability is the foundation. Learnability is the desire and ability to continually learn and grow throughout careers, and it still applies even –– and sometimes especially –– outside of work.Gain an Outside PerspectiveYou may feel like you know yourself better than anyone else, but you’re not necessarily the most objective evaluator of your own skills. Instead, you can hire a professional skill or personality assessment and leverage the results to identify your strengths. Similarly, you can find a career coach to help you better understand your value to employers. Finally, ask a mentor, coach trusted friend to provide you with feedback on your progress and what steps you need to take next.Don’t Get DiscouragedIn any job search, setbacks are inevitable. Expect that to happen, and don’t get discouraged when it does. Psychologists demonstrate that Three P’s can stunt recovery: Thinking a “failure” is personal (“It’s my fault”), pervasive (“I’m unqualified for any role”) and permanent (“I’ll never find a job.”) If you find these thoughts creeping in, reframe and view it from another perspective – it’s just a single job, it wasn’t the right fit this time, and the right job is still out there. Don’t give up, and keep expecting more.​Remembering where your true talent lies will help nurture and grow where you have the most potential, and where you can thrive. Keep using your goals as a north star even in the face of setbacks, and your next step could land the perfect fit. ​

​Upskilling and adapting to a fast-changing world of work is the defining challenge of our time. Here’s how you can keep your job skills up to date as the work world evolves. Learning and improving your job skills shouldn’t end after you’re hired. Improving your job skills through learnability is a career-long process. Whether you’re looking to learn a new digital tool, pick up transferable skills or hone your soft skills, you can always keep improving. Here are some tips for going above and beyond.​Visit your library One thing successful people have in common: They read. A lot. Whether you crack open a book or listen to an audio version, you can constantly keep learning from the experts in any field. Need somewhere to start? This list will give you books for CEOs, entrepreneurs, history buffs and more. ​Listen to podcasts You have access to a huge free professional development library on your phone, which can enrich your commute or other downtime. You can listen through Apple podcasts or any podcast listening app like Stitcher, Spotify or Soundcloud. Search for keywords in your industry to find relevant subject matter, or you can even try your own at developing a podcast to help you become an industry thought leader with free tools like Anchor.fm. ​Talk with your manager Do you know what skills you need to develop? If not, ask. A new employee has a learning journey, and so does someone who has been at the organization for 10 or 20 years. A manager can help employees understand where they are in the learning journey for their career. In the short term and the long run, that benefits everyone. Join industry associations The best industry associations offer many practical benefits including certification, conferences, webinars, networking events and job boards. Industry associations often commission industry research, so members can keep up with trends that are likely to shape the industry. All these benefits are important to anyone looking for a job. Look into joining a recognized industry association to stay current with your job skills. No matter what work you do, continuing education is vital to advancing your career. Employers are looking for candidates with skills and adaptability for this changing environment. ​

​Among the various core ingredients of talent and career success, few personal qualities have received more attention in the past decade than emotional intelligence (EQ), the ability to identify and manage your own and others’ emotions. Importantly, unlike most of the competencies that make it into the HR zeitgeist of buzzwords, EQ is no fad.​In fact, thousands of academic studies have demonstrated the predictive power of scientific EQ assessments vis-à-vis job performance, leadership potential, entrepreneurship and employability. Moreover, the importance of EQ has been highlighted beyond work-related settings, as higher scores have been associated with relationship success, mental and physical health, and happiness.​All this is good news for people with higher EQ. But what can those with lower scores do to improve their intrapersonal and interpersonal skills? Is it possible to increase your own and others’ EQ beyond its natural levels? While Goleman and other popular writers argue that (unlike IQ) EQ is malleable and trainable, EQ is really just a combination of personality traits. Accordingly, it is not set in stone; it is largely heritable, shaped by childhood experiences, and fairly stable over time.​This does not mean that the effort put toward sculpting emotionally intelligent behaviors is a waste of time. It simply means that focus and dedication are required. The same goes for helping others to act with EQ when they are not naturally inclined to do so. Here are five critical steps for developing EQ:​Turn self-deception into self-awarenessPersonality, and thereby EQ, is composed of two parts: identity (how we see ourselves) and reputation (how others see us). For most people there is a disparity between identity and reputation that can cause them to ignore feedback and derail. Real self-awareness is about achieving a realistic view of one’s strengths and weaknesses and of how those strengths and weaknesses compare to others’. For instance, most people rate their own EQ highly, yet only a minority of those individuals will be rated as emotionally intelligent by others. Turning self-deception into self-awareness will not happen without accurate feedback, the kind that comes from data-based assessments such as a valid personality tests or 360-degree feedback surveys. Such tools are fundamental to help us uncover EQ-related blind spots, not least because other people are generally too polite to give us negative feedback.​Turn self-focus into other-focus Paying due attention to others is tantamount to career success. But for those with lower levels of EQ, it’s difficult to see things from others’ perspectives, especially when there is no clear right or wrong way forward. Developing an other-centric approach starts with a basic appreciation and acknowledgement of team members’ individual strengths, weaknesses, and beliefs. Brief but frequent discussions with team members will lead to a more thorough understanding of how to motivate and influence others. Such conversations should inspire ways to create opportunities for collaboration, teamwork, and external networking.​Be more rewarding to deal withPeople who are more employable and successful in their career tend to be seen as more rewarding to deal with. Rewarding people tend to be cooperative, friendly, trusting and unselfish. Unrewarding individuals tend to be more guarded and critical; they are willing to speak their minds and disagree openly but can develop a reputation for being argumentative, pessimistic, and confrontational. Although this reputation helps enforce high standards, it’s only a matter of time before it erodes relationships and the support for initiatives that accompany them. It’s important that these individuals ensure an appropriate level of interpersonal contact before tasking someone or asking them for help. Proactively and frequently sharing knowledge and resources without an expectation for reciprocity will go a long way.​Control your temper tantrumsPassion and intense enthusiasm can easily cross the line to become moodiness and outright excitability when the pressure’s on. Nobody likes a crybaby. And in the business world, those who become particularly disappointed or discouraged when unanticipated issues arise are viewed as undeserving of a seat at the grown-ups’ table. If you’re one of many people who suffer from too much emotional transparency, reflect on which situations tend to trigger feelings of anger or frustration and monitor your tendency to overreact in the face of setbacks. For example, if you wake up to a bunch of annoying emails, don’t respond immediately — wait until you have time to calm down. Likewise, if someone makes an irritating comment during a meeting, control your reaction and keep calm. While you cannot go from being Woody Allen to being the Dalai Lama, you can avoid stressful situations and inhibit your volatile reactions by detecting your triggers. Start working on tactics that help you become aware of your emotions in real time, not only in terms of how you experience them, but, more important, in terms of how they are being experienced by others.​Display humility, even if it’s fakeSometimes it can feel like you’re working on an island managed by six-year-olds. But if you’re the type of person who often thinks, “I’m surrounded by idiots,” then it’s likely that your self-assured behaviors are seen as being arrogant, forceful, and incapable of admitting mistakes. Climbing the organizational ladder requires an extraordinary degree of self-belief, which, up to a certain point, is seen as inspirational. However, the most-effective leaders are the ones who don’t seem to believe their own hype, for they come across as humble. Striking a healthy balance between assertiveness and modesty, demonstrating receptiveness to feedback and the ability to admit one’s mistakes, is one of the most difficult tasks to master. When things go wrong, team members seek confident leadership, but they also hope to be supported and taught with humility as they work to improve the situation. To develop this component of EQ, it is sometimes necessary to fake confidence, and it’s even more important to fake humility. We live in a world that rewards people for hiding their insecurities, but the truth is that it is much more important to hide one’s arrogance. That means swallowing one’s pride, picking and choosing battles, and looking for opportunities to recognize others, even if you feel you are right and others are wrong.​While the above recommendations may be hard to follow all the time, you will still benefit if you can adopt them some of the time. Much as with other coaching interventions, the goal here is not to change your personality but to replace counterproductive behaviors with more-adaptive actions — to build new habits that replace toxic tendencies and improve how others perceive you. This is why, when coaching works, it invalidates the results of a personality test: Your default predispositions are no longer evidenced in your behaviors.

​As a worker, knowing your skills and talents will help you excel by seeking out and performing in a role that fits your strengths. Knowing yourself requires more than a general sense of intuition about your abilities – it also takes rigorous assessment.The following steps can help you identify what you have to offer.​Find out what drives youA majority of millennials say purpose is a priority in their career. This is important to know in assessing, because where there is passion, the drive to succeed, learn and improve follows. Ask yourself what you would do if a paycheck wasn’t on the line. Nurture this curiosity and desire to explore new things, which translates into Learnability, and continual improvement.​Identify what’s not workingOn the opposite spectrum, you should identify what you don’t like doing at work, or even if you hate your job. This is likely to be correlated with poor performance. Is the problem to do with your tasks and responsibilities? Or is your low job satisfaction more to do with a difficult boss or coworker? If the problem is your duties, try taking a career assessment questionnaire or seeking out the help of a career consultant. These can help you identify roles in other industries that you may not have considered. If the problem is your boss, you may solve the issue by transitioning to to another department or into another role within the organization.​Seek outside perspectiveYou may feel like you know yourself better than anyone else, but you’re not necessarily the most objective evaluator of your own skills. Instead, you can view yourself through the eyes of an employer by taking a professional skills or personality assessment and leverage the results to identify your strengths. Similarly, you can find a career coach to help you better understand your value to employers. Finally, ask your boss, a co-worker, or trusted friend to provide you with feedback.In the end, knowing where you excel – and where you fall short – requires a blend of both introspection and external help and input. Knowing where your true talent lies will help nurture and grow where you have the most potential, and where you can thrive right now.

​Networking doesn’t need to be only in person with coffee, lunches or mixers. With creativity and resolve, connecting meaningfully with others can be done remotely and across geographic and time zone differences. If you’re stuck at home, here are ways to expand and network effectively. Be mindful when selecting a mentorFor many in the next generation, mentorship is key to gaining a foothold for their career and life. A mentor could be someone in proximity in the workplace or at a professional organization. But if the relationship starts out through a digital connection, more thought can be put into the right match, rather than simply convenience. A university alma mater, your current workplace or a professional organization can help match with a mentor that aligns with your interests, needs and personality. Spend time planning who could be your best mentor during this time. ​Connect with “loose ties” Research has shown that while we rely on our strong ties in our everyday lives, but it’s our weak ties (also called an “open network”) that help make leaps when it comes to finding new roles. Because weak ties are farther removed, they know about opportunities we aren’t likely to know about. By identifying and reaching out to valuable connections that you don’t know as well, you can extend your open network dramatically. ​Join social groups at workIf the only time you interact with colleagues is on projects and conference calls in meetings, it’s going to be hard to build friendships. Instead, carve out niches for friendship at work by joining social groups, which can also take the form of Teams / Zoom happy hours, Facebook groups for hobbies and other shared interests. ​Use reconnection as networking Networking doesn’t always have to take place in person or with people you don’t know. In fact, networking is often more powerful when it’s cumulative, and not just a one-off encounter the first time you meet someone. Networking can also mean reconnecting with former colleagues and sending notes of appreciation, congratulations on work anniversaries, or other virtual ways to stay in touch.  ​Start writing on a blog or LinkedIn article One of the most effective ways to build a network beyond your immediate contacts is to start a professional blog on a topic of your expertise, make connections, show thought leadership and get feedback. Here are tips on how to launch a blog and grow your following.It’s less overwhelming when you start to break down the end goal into smaller, individual parts of a routine. Tackle the above categories one by one, and you’ll be able to build on the momentum of each to accelerate the size of your network.

​You get an email from a recruiter wanting to know if you’re interested in an attractive new role for you. However, the email also includes several terms and requirements –and you’re not exactly sure what they mean. Use this glossary of recruiting terms to familiarize yourself with terminology that you may hear in career-related conversations.​AssessmentBefore moving forward with an interview or offer, a recruiter may ask you to take an assessment. What makes you valuable? And what distinguishes you from your peers? Essentially, what is your value proposition? To answer any of these questions, you first have to assess your strengths through assessment. Today, there is a plethora of online tools at your fingertips to help you assess your skills and learning style, including your Learnability Quotient. Learnability Quotient (LQ) reflects your desire and ability to grow and adapt to new circumstances and challenges throughout your work life.​Soft skillsA recruiter can look at your resume, but knowing what soft skills it doesn’t necessarily reflect can be just as valuable to placing you in a new role. These are all just some of the personal attributes that indicate a high level of emotional and personal intelligence, also known as soft skills. They include communicating, critical thinking, meeting deadlines, being well-organized, collaborating and the ability to analyze and innovate. Employers are seeking these skills more than ever as they are broadly applicable across job titles, industries and changing times. Soft skills can also be developed and grown.​ExpectationsIt’s common for a recruiter to ask about your salary expectations. But expectations for a new role may go beyond money, including what kind of career coaching ar offered for employees. To succeed in today’s workforce, you need to continue learning and growing your skills. Successful companies recognize that they also play a part in building successful careers, which benefits them in the long run. Start a career conversation by letting them know that you understand your success translates into their success.When a recruiter first makes contact with you, it’s important to open the lines of communication. Make sure you both understand what is being discussed. If you’re not clear about anything, make sure to ask. It’s best to do that at the beginning of the process.

​Will this new year bring another transition for you? Here are strategies and skills to help you during potential career transitions in the coming year.  ​Assess your goals A new year can be an opportunity to assess what you want out of work and your life, including perks like flexible scheduling or remote work. Rather than immediately falling into a job search, evaluate your last or current job: What aspects did you like or dislike? Is it time to make a change? Where do you want to go next? Is entrepreneurship an option? Create a life map of where you would like to be in three to five years. Feeling like you have more control over the situation will lessen your perception of stress. ​Manage your timeSearching for a job is more than a full-time job. Sometimes it feels like you can’t keep up, and other times it feels like all you do is wait. It can help with peace of mind to set aside times to actively search, to write follow-ups, and even to wait guilt-free. Don’t let the job search take up your entire life. ​Set incremental goalsA new role or career may be your ultimate goal, and achieving that end can sometimes feel overwhelming. To help you get there, set incremental and smaller steps to achieve. You can also pick up freelance work, consulting, contract jobs or even volunteer positions. This part-time or temporary work can help pay bills or bolster your resume while your searching for a permanent job. Don’t overlook these opportunities while continuing to pursue full-time work. Finally, remember that whenever you are feeling overwhelmed or like you have lost control of the process, take a break. Go for a walk or perform an activity that you enjoy.You need downtime to help maintain your mental health, and you can always resume again later. 

​For the first time in more than a decade, a single historical event has affected millions of careers at once. The COVID-19 pandemic has impacted not just jobs lost, but also career trajectories for those who were expecting to move up in their organizations or find new responsibilities.​The good news is that the large-scale change in work situations has helped change how employers think about “career gaps” on the resume. It’s no longer just about taking a step back in a career –– it can also be seen as stepping up to help families and communities. As a result, LinkedIn has updated profile options to elevate “stay at home parent” roles or sabbaticals for family leave. Here are other ways job candidates can rethink and reframe their job gaps, especially in light of the COVID-19 impact.  ​​Become a mentor You can continue to show leadership skills beyond a job title, such as signing on to be a mentor for an organization or an advisor to a start-up. If you want to be a mentor, finding the right mentee is a lot like the other side of the equation. Network and talk to key people in your company or network about the type of person you want to be a mentor to, and be specific. You can also check with your alma mater about alumni/student mentoring programs you can join. Becoming a mentor can be a valuable addition to your experience and resume.​​Keep improving job skillsThere are no shortage of ways to re-skill and upskill with online education and courses, and not having a full-time job can provide more opportunity for growth in soft skills. This includes communicating, critical thinking, meeting deadlines, being well-organized, collaborating and the ability to analyze and innovate. Employers are seeking these skills more than ever as they are broadly applicable across job titles.​​Step into volunteer rolesConsider volunteer roles that add expertise and knowledge to your tool kit. Use volunteering as an opportunity to try something new, perhaps a career you always wanted to explore. You may find it as exciting as you dreamed, or it may lack the glamour or fulfillment you envisioned. Follow your passion – when you are giving back to something you believe, it is much easier to learn new skills.​​Ultimately, employers will be much more understanding of gaps in your resume during this past year, given the circumstances. At the same time, this is an opportunity to keep learning and growing –– and find what you really want to do in your career.​​

​​Prior to the COVID-19 pandemic, soft skills had been growing in demand to fill new roles that complement automation and new kinds of work. Today, that acceleration has only magnified the need for businesses to hire for, train and cultivate the right kind of skills among their workforces.According to new ManpowerGroup research, a K-shaped, two-speed recovery is emerging. Some industries and people are bouncing back faster and better – those in growth sectors and with high demand skills –while others are at risk of falling further behind. By 2025, humans and machines will split work-related tasks 50-50, while 97 million new jobs will emerge in AI, the Green economy and Care economy. [1] As the workforce moves quickly into a new chapter in the digital era, here are soft skills that employers today need most.​Collaboration, communication and teamworkDrawing on multiple people’s talents from diverse backgrounds is the best way to foster the creativity and innovation needed to find solutions to today’s complex challenges. This includes the soft skills of being able to connect people between a variety of styles, generations and work environments. And, as the business environment becomes more complex and flexible work arrangements continue, effective communication skills will be even more essential. The collaborative nature of leaders and workers will be able to add value and glue together disparate elements to create more than the sum of their parts.​Critical thinking and analysisComputers can generate big data. Spreadsheets can help analyze numbers. Machines can help automate responses and generate outcomes. But at the end of the day, humans are still needed to see the big picture, communicate effectively, incorporate data, feedback and insights to solve problems and make sound decisions. When there isn’t always a clear road map, the ability to think holistically and consider long-term implications is essential.​Leadership and influenceWith uncertainty the norm, organizations need employees who can effectively navigate challenging environments, motivate teams and produce results. That is why transparency, resilience, and optimism are such essential traits of today’s leader.​While automation is augmenting work, effective teamwork and collaboration among humans will only increase in importance. A leader must, therefore, possess the interpersonal skills to guide and motivate teams to deliver results even in the midst of change and ambiguity.​Having the right soft skills will be even more essential as organizations transform and digitize at speed and scale. The biggest challenge, however, will be to bring all people on this transformation so that nobody is left behind.​Download the report,Skills Revolution Reboot: The 3Rs - Renew, Reskill, Redeployfor more insights on today’s soft skills and how to assess for them.1 The Future of Jobs Report 2020. World Economic Forum, October 2020.

​Moving from college to the workplace traditionally requires major adjustments, including acquiring new skills on the job and learning to balance independent projects. Right now, economic and public health uncertainty only adds to the stress on college graduates. But stepping back, slowing down and taking concrete steps can help mitigate anxieties and improve your outlook. Here are ways to help navigate the unchartered waters. ​Build a mentor relationship In college, students can easily stop by a professor’s office hours or book an appointment with your academic advisor or job counselor. The same principles of mentorship are just as important to getting started in the workplace. After you graduate, you have to be more proactive about securing your own mentor. Having a mentor will enable you to learn what employers expect from new grads and you can use the information to make yourself job ready, and also help find new opportunities in sectors that are hiring. ​Take a skills inventory Does your resume reflect all that you are capable of accomplishing? Make sure that you reflect not just your major and hard skills, but also soft skills like learnability that shows you can make adjustments during turbulent periods. Research from ManpowerGroup has concluded that 65% of the jobs Generation Z will perform do not even exist yet, and right now is certainly a time of disruption and change. Show how your past has prepared you for a future that is evolving and being invented in front of us. ​Be open to new forms of work Look beyond the full-time permanent roles. In some sectors, hiring is ramping up right now for temporary or short-term work. Taking a temporary job to help meet demand may provide an in to a company, or an end in itself. Today, nearly 9 in 10 workers are open to NextGen work– part-time, contingent, contract, freelance or temporary. As younger workers bring tech-savvy skills to the workplace, new graduates can turn to flexible employment opportunities where it is needed most. ​Reach out to help others Right now, it’s easy to develop tunnel vision with respect to your own needs. No one will blame you for that. But many others are going through the same uncertainty, and seeking ways to help is not a zero-sum game. Over time, how you treat others builds a reputation. Recognizing others need assistance, offering to be of service through small acts like proofing someone else’s resume or sending an email with encouragement will become an extension of your resume. Do it for its own reward, and it’s likely to help deepen and expand your network as well. ​After years of being in the school system, it will take new grads time to transition to a new world –– and that’s never been true more than now. For college graduates, it’s important to be patient, keep being productive where you can be, and keep the faith. 

​​Having a plan for your career was important before the pandemic – and it’s even more critical now as companies are adapting and accelerating changes throughout their organizations. Do you know where you are headed? Below are steps you can take to develop a plan for the next months, years or decades of their careers.Know your skills and strengthsFirst, take a skills inventory to know your strengths and where they could apply in the future. Many soft skills like communication, creativity and leadership that helped you in a previous or current role can be transferred to future opportunities. To help with this process, use an outside resource that can help spot hidden strengths. The SkillsInSight tool, for example, is a free and short assessment that you can take to receive immediate feedback on what your personality traits say about your strengths and opportunities in the workforce. Have career conversationsThe organization you work for should seek to help you on your journey, whether that means developing hard skills or soft skills to take the next leap. Schedule conversations with your manager to discuss how they can assist. You can also check with your HR department to see what virtual tools or career growth classes they may offer, or if they provide tuition remission or other assistance to take ongoing education. Make your goals and plans known to those in the organization so they can help you succeed.Know your career optionsDo you want to seek out a new responsibility in your organization, and redeploy new skills to help colleagues? Or do you have an eye on a new kind of role in a different organization? Or are you excited to explore new emerging digital jobs that may not even exist yet? In any event, do research to see what options may exist in your immediate vicinity or beyond, and consider how they fit your short- and long-term career goals.No matter where you are in your career, taking the time to consider what you really want is an important strategy amid an ongoing crisis. Start planning today, and you give yourself the opportunity to reach where you really want to find yourself in the future. 

​If you are a recent graduate, now is the time to work on refining certain skills to help your transition to the workplace.​This summer, a new group of ambitious college graduates will hit the job market. Along with their energy and enthusiasm also comes inexperience. Here are the top communication skills that employers want to see from new grads. ​Listen, listen, listenWhen you are just starting out, you should listen more than you talk. Really hear what the other person is saying, instead of formulating your response. Ask for clarification to avoid misunderstandings. The person speaking to you should be the most important person. Don’t multitask. This means that if you are speaking to someone on the phone, do not respond to an email, or send a text at the same time. ​Be clear and concise Maybe every once in a while, on occasion it could be said that a college student filled a 20-page paper will a few filler words to meet a minimum word count. In the business setting, however, time is money. Getting to the point in a presentation or meeting is a premium communication skill. Work on clearly articulating your point in a concise and direct manner.​Project management skills In college, a big project rarely lasted longer than a semester, and usually were much shorter. But in the workplace, you are often expected to juggle multiple projects that can last six months, a year or longer. Set several milestone goals, check in on progress regularly, get feedback, and use the resources of others around you. Practice the art of meetings Meetings in an office are also different than the group meetings or the dorms at college. To respect others’ time, always send out an agenda before the meeting, giving participants enough time to prepare. At the start of the meeting, establish the ground rules for communicating, and any other expectations. Finally, send meeting minutes to those who participated or who will be affected by what was discussed. ​​Organizations know that it will take time for new graduates to get acclimated to their new work environment. That’s also a two-way street. Spend time getting up to speed in your communication practices, and the transition will be smoother for everyone. ​

​After a setback or mistake at work, at one time or another, we have all questioned our abilities or if we were in the right role. But it’s important to consider the big picture and get stronger from setbacks. Here are questions to ask, ways to learn from your mistakes and come back stronger. Determine your core strengthsDo you feel like your work is an effective use of your talents – or are you lacking in a key skill? This may seem overly basic, but for a variety of reasons sometimes your skills aren’t where you can best align them in your role. You may have missed the mark if you didn’t have the proper training, support or understanding of your role. Talk with your supervisor to learn exactly what you need to succeed, and where you can grow. Take pride in your workEvery job has elements that can feel like chores. But take a deeper look if this is a temporary unpleasantness or a systematic problem. Many successful projects will have trial and error or even failure built in on the path toward meaningful changes. Ask yourself at the end of the day, where can you reflect on your work and have a sense of pride in your accomplishments and what you’ve produced for the world?Find support from mentorsEveryone has their own examples of coming up short, and often that’s people on your own team who can relate most to the same type of mistakes. Lean into these relationships when you need them and ask for support. A robust support system can help you get through frustrations and setbacks, and one of the best indicators of job satisfaction is the relationships you build with colleagues, bosses and others at your work.Focus on what you can controlWith setbacks, there can be factors outside of your control. But you will be more resilient if you focus on what you can control, such as upskilling, growing and improving. Learnability is the desire and ability to continually learn and grow throughout our careers. To keep that skill sharp, ask yourself what a setback can teach you, and what you can learn. After a setback, the key is to continue to understand what happened and adapt. Look to the future, understand that mistakes will happen, and make the experience a catalyst for becoming better.

​Grateful people are successful people.“Gratitude is the ultimate performance-enhancing substance at work,” says Professor Robert Emmons, a gratitude researcher and professor of psychology at UC Davis.Employees who excel at work don’t wait for something good to happen to be thankful; it’s often the other way around. To get yourself on the gratitude track, here are ways to increase gratitude in the workplace.Notice the small thingsAt the end of the work day, make a list of three things that went right. Even if it was a challenging day, anyone can find three positives, such as finishing an important email, booking a meeting or committing to taking a lunch break. Put this in a prominent place at your desk where you’ll see it when you arrive the next day. Be thankful for small wins and use the moment to start the day with momentum.Compliment a colleagueIt’s easy to get wrapped up in our routine and challenges we face. But even when you’re busy – and especially when you’re busy – pausing to notice the accomplishments of a colleague and thank them will lighten your load. When you pay attention to catch your co-workers doing something right, you’re less likely to negatively stew over your problems. The positivity will be reflected back on your mood and productivity.Write simple thank you notesYou don’t have to make a big show of gratitude. A simple post-it note that’s left on your monitor or on a colleague’s desk will do the job just fine. It’s not the stationary that counts – it’s the thought.Create a digital gratitude folderWhen you get an email that means a lot to you, don’t delete it or let it sit in your inbox. Instead, start a gratitude email folder for compliments and projects you’ve accomplished. Scroll through it on days when you need the extra boost.Gratitude takes work, but it’s worth it. Being mindful of what’s right can help build momentum into a beneficial upward cycle. Thanks for reading – now pass it on.