[{"_id":"project-settings","settings":{"translateMetaTags":true,"translateAriaLabels":false,"translateTitle":false,"showWidget":true,"isFeedbackEnabled":false,"fv":1,"customWidget":{"theme":"custom","font":"rgb(255,255,255)","header":"rgb(30,106,160)","background":"rgba(0,47,86,1)","position":"left","positionVertical":"bottom","border":"rgb(0,0,0)","borderRequired":false,"widgetCompact":true,"isWidgetPositionRelative":false},"widgetLanguages":[],"activeLanguages":{"es-LA":"Español (América Latina)","fr":"Français","zh-Hans":"中文(简体)","pt-BR":"Português (Brasil)","de":"Deutsch","ar":"العربية","ja":"日本語","ru":"Русский","it":"Italiano","tr":"Türkçe","th":"ไทย","vi":"Tiếng Việt","ko":"한국어","pl":"Polski","en":"English"},"enabledLanguages":["ar","de","en","es-LA","fr","it","ja","ko","pl","pt-BR","ru","th","tr","vi","zh-Hans"],"debugInfo":false,"displayBranding":true,"displayBrandingName":false,"localizeImages":false,"localizeUrls":false,"localizeImagesLimit":false,"localizeUrlsLimit":false,"localizeAudio":false,"localizeAudioLimit":false,"localizeDates":false,"disabledPages":[],"regexPhrases":[{"phrase":"#Showing 1-48 of <var total_pages=\"\"></var> items","candidate":"#Showing 1-48 of ","variables":["<var total_pages=\"\"></var>"],"regex":"^#Showing 1\\-48 of ([\\d ]{4,}) items$"},{"phrase":"#<var page1=\"\"></var> - <var page2=\"\"></var> of <var page3=\"\"></var>","candidate":"#","variables":["<var page1=\"\"></var>","<var page2=\"\"></var>","<var page3=\"\"></var>"],"regex":"^#([\\d ]{1,3}) \\- ([\\d ]{1,3}) of ([\\d ]{1,5})$"},{"phrase":"#<var results=\"\"></var> Results found for \"<var quotes=\"\"></var>\"","candidate":"#","variables":["<var results=\"\"></var>","<var quotes=\"\"></var>"],"regex":"^#([\\d ]{1,}) Results found for \"(.{1,})\"$"},{"phrase":"#<var num-hours=\"\"></var> hours ago","candidate":"#","variables":["<var num-hours=\"\"></var>"],"regex":"^#([\\d ]+) hours ago$"},{"phrase":"#(<var hour1=\"\"></var>:<var min1=\"\"></var> minutes)","candidate":"#(","variables":["<var hour1=\"\"></var>","<var min1=\"\"></var>"],"regex":"^#\\(([\\d ]{1,2}):([\\d ]{1,2}) minutes\\)$"},{"phrase":"#You are signed in as <var signed_in_as=\"\"></var>","candidate":"#You are signed in as ","variables":["<var signed_in_as=\"\"></var>"],"regex":"^#You are signed in as (.+?)$"},{"phrase":"#<var hour=\"\"></var>:<var minutes=\"\"></var> minutes","candidate":"#","variables":["<var hour=\"\"></var>","<var minutes=\"\"></var>"],"regex":"^#([\\d ]{1,2}):([\\d ]{1,2}) minutes$"}],"allowComplexCssSelectors":false,"blockedClasses":false,"blockedIds":false,"phraseDetection":true,"customDomainSettings":[],"seoSetting":[],"translateSource":false,"overage":false,"detectPhraseFromAllLanguage":false,"googleAnalytics":false,"mixpanel":false,"heap":false,"disableDateLocalization":false,"ignoreCurrencyInTranslation":false,"blockedComplexSelectors":[]},"version":202304},{"_id":"en","source":"en","pluralFn":"return n != 1 ? 1 : 0;","pluralForm":2,"dictionary":{},"version":202304},{"_id":"outdated","outdated":{"#In Trajectory, David L. Van Rooy advocates the adoption of intentional professional planning. Drawing on his background in industrial and organizational psychology, as well as his extensive experience tackling human resources issues for companies like Walmart, Burger King, and Marriott International, Van Rooy helps readers balance risk and reward to create concrete and manageable career plans.":1,"#David L. Van Rooy":1,"#Trajectory":1,"#Your career is about more than your current role: It’s about your skills and the experiences that honed them. In other words, your career has less to do with your job and more to do with your story. In The Career Stories Method, Kerri Twigg harnesses the power of the stories we tell ourselves and others in an 11-step framework for seizing control of your narrative and your future.":1,"#The Career Stories Method":1,"#Our country has gotten off course, and it needs true leaders to guide it back to greater peace, freedom, and prosperity. Great leaders unlock, engage, and optimize their innate potential and inspire others to do the same. They concentrate on their goals by ignoring distractions, and they pursue their purpose with passion. In On Course, Ken Pasch uses insights he gained as a U.S. Air Force pilot to teach others how to become great leaders with we-win, not I-win, mentalities.":1,"#Ken Pasch":1,"#On Course":1,"#Over the past two decades, the sense of a broader promise to commit to Black progress and professional advancement has waned. In Take a Lesson, award-winning journalist Caroline Clarke uses a series of first-person interviews with some of today’s top Black achievers in industries like entertainment, finance, and education to encourage and motivate students and professionals. You can use the lessons presented to gain a new perspective on the experiences of people of color and propel yourself on the journey toward reaching your own personal and professional goals.":1,"#Caroline Clarke":1,"#Take a Lesson":1,"#Career expert Ken Lindner believes people must take definitive steps to accomplish their professional goals. He proposes a “career choreography” to work through these logical, success-evoking tasks and shares how his steps drive people to carve their career paths, land their dream roles, and excel in their professions. In Career Choreography, Lindner explains how people in any industry can identify and develop their career paths and attain true happiness in their lives and work.":1,"#Ken Lindner":1,"#Career Choreography":1,"#110 Results found for <span ljsid-1=\"\">\"curriculum\"</span>":1,"#No Results found for <span ljsid-1=\"\">\"Escuchar tus emociones\"</span>":1,"#363 Results found for <span ljsid-1=\"\">\"Escuchar tus emociones\"</span>":1,"#No Results found for <span ljsid-1=\"\">\"Escuchar a tus emociones\"</span>":1,"#367 Results found for <span ljsid-1=\"\">\"Escuchar a tus emociones\"</span>":1,"#Intelligent M&A":1,"#A Sporting Fairytale":1,"#Forget a Mentor, Find a Sponsor":1,"#Accessibility is a Priority, Not a Sacrifice":1,"#Are You a Leader or a Manager?":1,"#Being a Leader Is a Responsibility":1,"#Today 1:01 PM":1,"#SUSCRIBIR":1,"#Fred Miller<span ljsid-1=\"\">, </span>":1,"#People with emotional intelligence (EI) accurately identify and understand their own emotional reactions, as well as those of individuals around them. They use their emotions to make sound decisions and to act in impactful ways. In Leading with Feeling, Cary Cherniss and Cornelia W. Roche describe nine leadership strategies that are linked to EI capabilities. Their research-based insights are designed to help leaders at all levels use their EI in more strategic ways.":1,"#Leading with Feeling":1,"#Emotionally intelligent people are able to avoid negative self-talk and adopt a positive outlook. Travis Bradberry lists the beliefs you should avoid in order to silence your own inner critic.":1,"#Silence Your Inner Critic":1,"#Getting Engagement from the Get-Go":1,"#Why You Need an Entourage":1,"#Engage Employees Totake Charge of Their Talent":1,"#How to Enable Team Collaboration":1,"#How to Be a Proactive Leader: Take and Encourage Initiative":1,"#No Results found for <span ljsid-1=\"\">\"How to Listen to Your Emotions\"</span>":1,"#Empathetic leaders are able to identify the needs of others and understand their points of view. Build your empathy skills today to become a better leader tomorrow.":1,"#The strongest relationships are built on clear, consistent communication. Learn how to listen actively and effectively to those around you in order to hear what they're really trying to say.":1,"#Building Better Relationships through Listening":1,"#15 Results found for <span ljsid-1=\"\">\"How to Listen to Your Emotions\"</span>":1,"#Listening is 50 percent of being an effective communicator. Joel Schwartzberg identifies ways you can actively support others while listening to them.":1,"#How to Listen Effectively":1,"#333 Results found for <span ljsid-1=\"\">\"How to Listen to Your Emotions\"</span>":1,"#389 Results found for <span ljsid-1=\"\">\"esucha tus emociones\"</span>":1,"#22 Results found for <span ljsid-1=\"\">\"como superar el sindrome del impostor\"</span>":1,"#In Put Happiness to Work, Eric Karpinski shares seven research-based happiness strategies you can use to activate the positive emotions in your people that will spark long-term engagement and increase productivity. Leaders can use this toolkit to develop new habits in themselves and their teams that will cultivate happiness, propel work, and foster lasting organizational change.":1,"#Eric Karpinski":1,"#Put Happiness to Work":1,"#Visible range of carousel items is 2-2 of 11":1,"#Audio Back 15 Seconds-0:13/9:24":1,"#One way to improve your relationships is to listen more and talk less. Paul Corona reveals the ways you can listen patiently and closely.":1,"#Build Stronger Relationships by Listening More":1,"#388 Results found for <span ljsid-1=\"\">\"Escucha tusemociones\"</span>":1,"#Starting a new job is never easy. Get off on the right foot by making a good first impression, building strong relationships, and communicating with confidence.":1,"#406 Results found for <span ljsid-1=\"\">\"ruta de aprendizaje\"</span>":1,"#luisalejandro.garcia@udem.edu":1,"#Reset Audio-0:00/12:24":1,"#Audio Forward 15 Seconds-0:15/12:24":1,"#Audio Back 15 Seconds-0:00/12:24":1,"#Permita que el sitio web recuerde las selecciones que realiza (como su nombre de usuario, idioma o la región en la que se encuentra) y proporcione características mejoradas y más personales. Por ejemplo, un sitio web puede proporcionarle informes meteorológicos locales o noticias de tráfico al almacenar datos sobre su ubicación general.":1,"#Now that the world of work is branching away from a central location, how do you praise workers when they’re miles and miles away?":1,"#Source: Workforce Management":1,"#Employees often perform better when they are recognized for doing great work. Garry Ridge emphasizes the importance or adopting a mindset of recognition.":1,"#397 Results found for <span ljsid-1=\"\">\"Reconocer El Progreso del trabajo diario \"</span>":1,"#No Results found for <span ljsid-1=\"\">\"Escucha tus emociones \"</span>":1,"#In your search for market insights and strategic direction, your customers are your most valuable resource. Learning to listen—with an open mind, thoughtful questions, and strategic use of data—will illuminate what customers need from you right now and in the future. In Listen Up!, Karen Mangia offers pointers for becoming a better listener and finding opportunities to act on what you’ve learned. For professionals from the front lines to the C-suite, her analysis captures the importance of hearing from the customer firsthand.":1,"#Listen Up!":1,"#Researcher Ximena Vengoechea believes that every conversation offers a chance to understand and connect with another person. This seemingly simple action can be instrumental in helping you unpack a conversation partner’s thoughts, behaviors, fears, and motivations. However, showing up and sitting silently while the person speaks isn’t nearly as effective as paying attention, engaging the speaker, encouraging dialogue flow, and proving yourself trustworthy. In Listen Like You Mean It, Vengoechea offers insights she’s gained through conversations with strangers, interviews with professional listeners, and her personal experiments. Distilling her lessons learned into three categories—laying the groundwork, navigating a conversation, and recovering from deep listening—she demonstrates how to be a successful listener across a range of scenarios.":1,"#Listen Like You Mean It":1,"#386 Results found for <span ljsid-1=\"\">\"Escucha tus emociones \"</span>":1,"#anas.castro@udem.edu":1,"#El arte de cambiar de ruta":1,"#Today 9:46 AM":1,"#Rainmaking Conversations":1,"#Recruit Globally":1,"#Range":1,"#Recalculating":1,"#Recruitment":1,"#Reboot":1,"#Recovery is Part of the Race":1,"#Audio Forward 15 Seconds-14:19/14:19":1,"#Como pensar y actuar con flexibilidad":1,"#Today 9:20 AM":1,"#Today 9:08 AM":1,"#Yes":1,"#No":1,"#Today 9:07 AM":1,"#No Results found for <span ljsid-1=\"\">\"como superar el sindrome de impostor\"</span>":1,"#413 Results found for <span ljsid-1=\"\">\"como superar el sindrome de impostor\"</span>":1,"#Help Employees Cope Regardless of what type of change your organization is going through, it's clear that managers play an essential role when it comes to helping employees cope. When a company is in flux, HR teams need to prioritize supporting their managers, who have a direct impact on how employees respond to unfamiliar situations. Open Up Channels of Communication Your managers are on the front lines when it comes to engaging with employees.":1,"#How to Lead Through Change":1,"#If some employees must learn new skills or fill new jobs, let them know they've been selected to help the company because of their special abilities. Their resistance is almost always based on some sort of fear- fear of unemployment, harder work, reduced status, the need to learn new ways or any combination of these. Don't expect any new procedure, idea or equipment to be an instant success. Demonstrate by your words and deeds that you are sure the work can be done and you believe in your people's ability to handle the job.":1,"#The Gentle Art of Selling Change":1,"#I've seen organisations use employee focus groups to understand feelings about the transformation. It's a fundamental model in change management, and for good reason - if you don't take the steps to engage with change in individuals, you can never expect the change to go well organisation-wide. When I came on board as a senior marketing leader at a large organisation several years ago, I met an employee who had some great ideas for thought leadership on a very relevant topic that could help organisations across New Zealand.":1,"#Confessions of a Change-Maker":1,"#398 Results found for <span ljsid-1=\"\">\"Afrontar el cambio con confianza \"</span>":1,"#No Results found for <span ljsid-1=\"\">\"Escucha tus emociones\"</span>":1,"#In Super Competent, Laura Stack details the six keys to attaining super competent status: activity, availability, attention, accessibility, accountability, and attitude. Becoming super competent involves adopting an entirely new mind set, which includes soul searching, resetting priorities, dismantling roadblocks, and developing new thought processes. In today’s high-pressure workplace, Stack believes that it is the super competent who will succeed, as they will consistently accomplish more in less time and reliably maintain high productivity levels.":1,"#Supercompetent":1,"#Burnout, characterized by mental exhaustion and lowered productivity, is a growing problem for individuals around the world. In Burnout to Breakthrough, Eileen McDargh presents her prescription for breaking out of stressful patterns that contribute to burnout and finding ways to reenergize yourself. She reveals how to examine what triggers your stress and discover which aspects of your personal and work life drain energy. With those insights, you can develop the resilience to manage your energy and direct more of it to the people or activities you value most. Making these necessary changes will lead you out of burnout to a breakthrough.":1,"#<span ljsid-0=\"\">Book Summary</span> <span ljsid-2=\"\">|</span> Eileen McDargh":1,"#Burnout to Breakthrough":1,"#Public speaking is most people’s greatest fear. How can you mitigate your public speaking anxiety? According to Joel Schwartzberg, it’s as simple as knowing what your job is.":1,"#How to Overcome Public Speaking Anxiety":1,"#<span ljsid-0=\"\">Book Summary</span> <span ljsid-2=\"\">|</span> Christine Arylo":1,"#433 Results found for <span ljsid-1=\"\">\"como superar el sindrome\"</span>":1,"#<span ljsid-0=\"\">Article</span> <span ljsid-2=\"\">|</span> Shari Frisinger":1,"#No Results found for <span ljsid-1=\"\">\"afrontar\"</span>":1,"#Anja van Beek":1,"#Triggered? What You Should Do Instead Of Reacting: The 4 S' of EQ.":1,"#Everything your senses perceive passes through the emotional area of your brain before it reaches the rational area. The more aware you are of this process, the better you’ll be able to manage your emotions for your benefit rather than be held hostage by them. In Emotional Intelligence Habits, psychologist and emotional intelligence (EQ) expert Dr. Travis Bradberry provides deep insight into what EQ is and why it’s so important. Dr. Bradberry also offers a detailed guide for developing powerful EQ habits that can increase your EQ skill level and help improve your personal and professional life.":1,"#Help people hear the whole message. Speak with purpose, not just emotion.":1,"#How to Be Vulnerable Without Freaking Out Your Team":1,"#366 Results found for <span ljsid-1=\"\">\"Escucha tus emociones\"</span>":1,"#As a leader, you'll be faced with difficult and triggering situations every day. Become a courageous leader and learn to face hardships at work with bravery, strength, and resilience.":1,"#Being a Courageous Leader":1,"#The first step to managing setbacks is taking responsibility. Peter Fuda's process will not only help you move through adversity, but it will keep you going through all manner of change.":1,"#<span ljsid-0=\"\">Video</span> <span ljsid-2=\"\">|</span> Peter Fuda":1,"#Handling Setbacks in the Face of Adversity":1,"#<span ljsid-0=\"\">Article</span> <span ljsid-2=\"\">|</span> Gerhard van Rensburg":1,"#Ensure your team is prepared by developing crisis response plans and then take the time to walk through or talk through different scenarios that your team might face. In this ever-changing, complex, dynamic world, we need leaders who know how to face adversity and build resilience.":1,"#<span ljsid-0=\"\">Article</span> <span ljsid-2=\"\">|</span> Kim Campbell":1,"#A Fighter Pilot's Lessons On Facing Adversity and Building Resilience":1,"#Women today are likely to be equally represented among their male peers at undergraduate and graduate levels in fields that were once male dominated. However, this balance has slowly eroded in the workplace, particularly in more senior levels of management and leadership. While many factors contribute to this imbalance, women who are highly committed and qualified are often held back simply because they avoid public speaking. In Out Front, Deborah Shames challenges women to face their anxiety and self-doubt and outlines abundant techniques to practice and refine this vital workplace skill. She illustrates the most common barriers to public speaking success and gives women a how-to guide for constructing and delivering stand-out presentations for any audience.":1,"#<span ljsid-0=\"\">Book Summary</span> <span ljsid-2=\"\">|</span> Deborah Shames":1,"#Out Front":1,"#Facing challenges in the workplace can be daunting. Mark Goulston provides 5 steps you can take to overcome adversity.":1,"#<span ljsid-0=\"\">Video</span> <span ljsid-2=\"\">|</span> Mark Goulston":1,"#5 Steps to Overcoming Adversity":1,"#The article discusses how managers can confront team members in a positive and productive manner to successfully handle workplace conflict. Particular focus is given to the use of non-accusatory language by the manager, being able to be clear in the conversation, and the listening ability of the manager. It is the author's view that a manager can still be a professional at constructive confrontation, which will benefit the whole team and the organization as well.":1,"#Constructive Confrontation in the Workplace":1,"#The article discusses the steps to promote productive confrontation to create a strong relationship between the senior executives and the employees and increase productivity in the workplace. Topics mentioned include to create a path for productive confrontation, to build a confident and to manage the confrontation with poise and professionalism.":1,"#<span ljsid-0=\"\">Article</span> <span ljsid-2=\"\">|</span> Joe Takash":1,"#Confront Your Way to Success":1,"#418 Results found for <span ljsid-1=\"\">\"afrontar\"</span>":1,"#emiliano.hurtado@udem.edu":1,"#415 Results found for <span ljsid-1=\"\">\"reconocer el progreso \"</span>":1,"#<span ljsid-0=\"\">Article</span> <span ljsid-2=\"\">|</span> Keith Keating":1,"#<span ljsid-0=\"\">Article</span> <span ljsid-2=\"\">|</span> Roy Saunderson":1,"#<span ljsid-0=\"\">Book Summary</span> <span ljsid-2=\"\">|</span> Teresa Amabile, Steven Kramer":1,"#Long-Distance Recognition":1,"#Delivering Positive Recognition":1,"#Reconciling Emotions Across Cultures":1,"#The Reconnected Leader":1,"#Coronavirus: Leadership + Recovery":1,"#Business Recoded":1,"#As you move into different and more challenging roles, you may feel less like your authentic self. Herminia Ibarra discusses how you can take steps to be a more authentic leader.":1,"#Being an Authentic Leader: The Authenticity Paradox":1,"#416 Results found for <span ljsid-1=\"\">\"como superar el sindrome del impostor\"</span>":1,"#Audio Forward 15 Seconds-10:17/10:17":1,"#Today’s employees expect to be recognized when they do good work. This statement is supported by dozens of studies and surveys and can be easily confirmed by asking almost any employee. Being thanked for doing good work makes it easier to do more good work, increases the likelihood that the employee will want to continue to work for the organization, and serves as a catalyst for attracting additional employees to your organization.":1,"#The CEO's Role in Employee Motivation":1,"#The article presents instructions for motivating employees during training, including beginning with clear goals, giving appropriate praise, and using recognition as a tool. Topics also include reinforcing skills so they become ingrained, building morale, and rewarding good performance. Additional information is provided on how to be sincere in giving praise, how to be specific, and how to be personal, as well as how to make sure that attendees of trainings know how to apply what they have learned to their own work once they are back in their own offices.":1,"#A Dose of Positive Reinforcement Can Go a Long Way":1,"#395 Results found for <span ljsid-1=\"\">\"Reconocer el progreso en el trabajo diario\"</span>":1,"#Book Review":1,"#Authenticity is about more than just being yourself. Ensure you're leading authentically by aligning your internal values and beliefs with your external behaviors.":1,"#Leading with Authenticity":1,"#19 Results found for <span ljsid-1=\"\">\"como superar el síndrome del impostor\"</span>":1,"#No Results found for <span ljsid-1=\"\">\"scucha tus emociones\"</span>":1,"#Many leaders have very strong skills but lack emotional intelligence. Dr. Tara Swart defines emotional intelligence and explains why it's important when making decisions in the workplace.":1,"#How to Develop Your Emotional Intelligence":1,"#According to Tim Sanders, emotional intelligence is one of the most important parts of your success story at work. Here are 4 key steps you can take to improve your emotional intelligence.":1,"#4 Steps for Improving Your Emotional Intelligence":1,"#385 Results found for <span ljsid-1=\"\">\"scucha tus emociones\"</span>":1,"#victoria.andrade@udem.edu":1,"#wellbeing-at-work":1,"#<a ljsid-0=\"\"><strong ljsid-0-0=\"\">Professor Sir Cary Cooper, CBE</strong></a>, is the 50<sup ljsid-2=\"\">th</sup> Anniversary Professor of Organizational Psychology and Health at Alliance Manchester Business School, University of Manchester, president of the CIPD, and co-chair of the National Forum for Health and Wellbeing at Work.":1,"#<a ljsid-0=\"\"><strong ljsid-0-0=\"\">Dr. Ian Hesketh</strong></a> is the wellbeing lead for the UK College of Policing and Support for the National Forum for Health and Wellbeing at Work, University of Manchester. He’s an honorary researcher at Lancaster University Management School and a visiting fellow at the Open University Business School. Hesketh is a member of the Society for Education and Training and a fellow of the Chartered Management Institute, and he regularly lectures at colleges and universities throughout the UK and overseas.":1,"#Make sure that any wellbeing strategy you create is legally sound and suitable for the local cultures and customs of your employees. Gain familiarity with your local laws, especially those that pertain to the collection, use, and storage of personal data; consent; and the health and safety of your employees. Use this information to ensure that your program meets the needs and constructs of the population you’re trying to serve.":1,"#<em ljsid-0=\"\">Best practices.</em> Study what has worked for other organizations. Read case studies and published health and safety reports that will help you learn about other wellbeing initiatives and what contributed to their successes.":1,"#<em ljsid-0=\"\">Querying the whole organization.</em> Determine what drives the individuals in your organization and look for commonalities in their wellness-related concerns. Find out what the majority of your employees agree on and the parts of your initiative that have the greatest odds of achieving buy-in.":1,"#<em ljsid-0=\"\">Facilitated discussions.</em> Invite groups of people together to discuss your initiative. You can gain valuable insights by asking for their ideas, interpretations, and feedback both before launch and at various intervals after implementation.":1,"#<em ljsid-0=\"\">Frameworks that map your current position.</em> Conduct analyses that help you determine your employees’ attitudes and behaviors toward wellbeing before the rollout of your program. This study will help you form a baseline that you can use to measure your program’s progress.":1,"#<em ljsid-0=\"\">Wellbeing toolkits.</em> Adopt a wellbeing toolkit that will provide you with guidance, advice, and techniques for an effective wellbeing strategy. Be sure to tailor the toolkit to the context of your organization’s operating environment.":1,"#Explore the tools that are available to you. You may opt to use some of the following tools as you develop your wellbeing program:":1,"#There are a number of tools you can use throughout the design, implementation, and evaluation stages of your program that will give you the structure you need, help you work through issues, and allow you to plan for what’s ahead. Before you adopt any of them, take time to determine which people and resources can offer support, break down barriers, and act as a collaborative force in working toward a greater good. Your odds of success will increase when you have people on board who believe in your ideas and are willing to contribute to your efforts.":1,"#Tools and Legislation":1,"#Use both qualitative and quantitative analysis to evaluate your program against the goals you’ve set, the values you’ve defined, and the vision and mission you’ve developed to identify areas of strength and find opportunities for development or redirection. You can gather the data you’ll need through employee focus groups, interviews, wellness logs, absentee data, or other sources that suit the specific target areas of your wellbeing program. This data will provide you with information about the effectiveness of your program in boosting productivity, performance, happiness, and efficiency in driving change.":1,"#Commit to regular reviews of your program. Your reviews should ensure that your program stays in alignment with your organization’s working premise as well as uncovers the ways in which it needs to adapt to realize greater success.":1,"#Monitoring and Evaluating":1,"#Maintain a growth mindset and a willingness to learn and adapt as you plan and implement your program.":1,"#Work to erase the stigma that exists around mental health and wellbeing to allow real, lasting change to occur.":1,"#Deploy change agents throughout your organization who can champion your program and help it gain recognition and acceptance.":1,"#Strive to influence the parts of your organization’s culture that will keep people from wholly engaging in your program before rolling it out.":1,"#Avoid wellbeing metrics that burden your employees and make them feel more stress rather than less.":1,"#Build your program to meet your employees where they are today rather than the limits of what they might accomplish.":1,"#Limit your focus to the specific aspects of wellbeing that deserve to be addressed rather than trying to improve every part of your employees’ wellness.":1,"#Before launching your program, spend time considering the obstacles you might encounter in its planning and implementation. Some of the problems you may face include having too broad of a focus, focusing too much on what’s measurable, encountering people who aren’t willing to change, or feeling trapped by the business’s current culture. Each of these problems, and many others like them, can be resolved with proven tactics for success. Keep the following strategies in mind as you prepare for the problems and pitfalls ahead:":1,"#Problems and Pitfalls":1,"#Your marketing tactics should help you attain the buy-in you need to move your program forward, but launching it, making it meaningful for your employees, and getting them to engage with it can be a difficult undertaking. To overcome this, make sure that your written and verbal communications about the program clearly explain your company’s commitment to its employees and care for their wellbeing at and away from work. You may make in-roads by mirroring tactics that the organization has successfully used to drive change in other parts of the business.":1,"#Highlight how your approach benefits organizational effectiveness, team resilience, absence rates, morale, and motivation, and show how your strategy can lead to a better quality of life for your employees.":1,"#Define how your strategy will connect to other parts of the business and how this initiative can help other functional teams reach their goals.":1,"#Ensure that your strategy aligns with the general working premise of the business.":1,"#You can spend a significant amount of time thinking about how your workplace could improve and making plans for a better path forward, but change won’t be realized until your employees understand what’s in it for them. Help other leaders, managers, and employees get on board with your wellbeing strategy by learning how to market it using these steps:":1,"#Promoting Workplace Wellbeing":1,"#Finally, consider your employees’ current levels of resiliency and how they can be enhanced to help your people overcome missteps and bounce back from failures. You may experiment with strategies that foster resilience, encourage trial-and-error, and reward smart risk-taking to transform their mindsets and increase their willingness to put in the effort required for success.":1,"#Next, think about the environment you need to create to optimize your employees’ wellness. Consider what you might change in the current physical and psychological environments of your workplace to help employees feel supported, connected to purpose and meaning, and inspired to work efficiently and effectively. You may find simple solutions, like brightening the workspace or providing better tools or equipment that help your employees perform at their best, or you may need to take on the more challenging work of helping your people identify their purposes, connect with the organization’s brand and mission, and find the inspiration they need to work toward them.":1,"#Next, consider the context in which your employees are operating. Focus on your organization’s leadership and how leaders in your business affect the wellbeing of their employees. The relationships between your leaders and their employees can have a tremendous impact on the employees’ wellbeing, especially in terms of their happiness, positivity, commitment, productivity, and performance. Think about how you can encourage optimal leadership behaviors along your level and look to executive leaders who inspire both extraordinary achievement and contributions of discretionary effort. You may choose to encourage transformational leadership practices that help leaders mobilize their employees through their own credibility, commitment, and desire to promote job satisfaction, meaning, and purpose among their teams.":1,"#Think about the wellbeing strategy you aspire to create. The right strategy will align with both your organization’s and your employees’ needs, so start by defining those needs and assessing the measures that can be introduced to drive the changes you desire to see.":1,"#Getting Started":1,"#Rethinking the ways that your organization supports its employees will become even more essential as people’s work habits change. Factors like an aging workforce, the onslaught of new technologies, the shift toward remote work, and the increase in individuals’ after-hours workloads can all impact workplace stress, productivity, health, satisfaction, and retention. It’s imperative that you monitor the dynamic factors of your workplace and how they manifest in the lives of your employees so that you can offer the right forms of support and guidance that prioritize employee wellbeing in your business’ initiatives.":1,"#These elements rarely exist in isolation. Instead, they intermingle and affect every other aspect of people’s lives and wellbeing. As you develop your wellbeing strategy, be mindful of those effects and find ways to support your employees through them.":1,"#<em ljsid-0=\"\">Fiscal wellbeing</em> that ensures freedom from financial hardships.":1,"#<em ljsid-0=\"\">Societal wellbeing</em> that addresses a population’s quality of life.":1,"#<em ljsid-0=\"\">Physiological wellbeing</em> that encompasses fitness and freedom from illness or injury.":1,"#Begin this process by defining wellbeing and what it means to your employees. In the professional context, wellbeing refers to the positive ways people live and view their roles in life and the pleasure or happiness that they feel as a result. These psychological constructs deserve most of your focus as you build and develop your organization’s wellbeing strategy, but three additional tenets of wellbeing also play a part:":1,"#Begin this process by defining wellbeing and what it means to your employees. In the professional context, wellbeing refers to the positive ways people live and view their roles in life and the pleasure or happiness that they feel...":1,"#Wellbeing is an essential part of every organization’s people strategy, and yet few HR practitioners have the tools they need to conceive, roll out, and evaluate programs that effectively support the wellbeing of their employees. They need knowledge, evidence, and support as they build strategies and find ways to nurture their employees’ happiness and positivity at work.":1,"#Why Wellbeing, Why Now?":1,"#<em ljsid-0=\"\">Adapt the program for greater impact.</em> Use measurement tools and feedback to identify areas of strength and find opportunities for development or redirection. Maintain an open mind and a willingness to learn as you observe the progress of your program.":1,"#<em ljsid-0=\"\">Quantify the program’s successes and shortcomings.</em> Use qualitative and quantitative analysis to compare your employees’ developing attitudes and wellness behaviors to what they were before the program’s implementation. Compare their attitudes and wellness behaviors to the goals, mission, and vision you established for your program.":1,"#<em ljsid-0=\"\">Promote your plan.</em> Highlight the benefits of your wellbeing program in terms of organizational effectiveness, team resilience, absence rates, morale, and motivation, and explain how your strategy can lead to a better quality of life for your employees.":1,"#<em ljsid-0=\"\">Build the right attitude and atmosphere.</em> Encourage optimal leadership behaviors that inspire achievement and promote job satisfaction, meaning, and purpose among your team. Ensure that the physical and psychological environment of your workplace supports those objectives.":1,"#<em ljsid-0=\"\">Identify the areas of wellbeing that deserve your organization’s focus.</em> Rather than focusing on every element that could affect your employees’ wellness, choose a subset of those factors that can make a real, lasting impact.":1,"#Stress in the workplace increases every year, and for many employees, that stress is having detrimental effects on their health, happiness, and productivity. Employers are feeling the pains of this stress as well. Many are noting increases in absences, disengagement, and turnover that are straining their businesses’ bottom lines. In <strong ljsid-1=\"\">Wellbeing at Work</strong>, Ian Hesketh and Cary Cooper provide a practical guide that human resources (HR) teams and managers can use to mitigate stressors and create a happier, more productive workplace.":1,"#ISBN: 978-0-7494-8068-4":1,"#©2019 by Ian Hesketh and Cary Cooper":1,"#by Cary Cooper, Ian Hesketh":1,"#How to Design, Implement, and Evaluate an Effective Strategy":1,"#Clicking this link will redirect to relevant products for the Authors Ian Hesketh.":1,"#Ian Hesketh":1,"#Clicking this link will redirect to relevant products for the Authors Cary Cooper.":1,"#Cary Cooper":1,"#Wellbeing at Work":1,"#Capacity":1,"#Cannibal Capitalism":1,"#Cascades":1,"#Cascade Training":1,"#Cats":1,"#Judgment Calls":1,"#406 Results found for <span ljsid-1=\"\">\"reconocer el progreso en el trabajo diario\"</span>":1,"#Accra":1,"#A.I. Is a Fiction":1,"#Achieve with Accountability":1,"#Accomplish Two for One with Action Learning":1,"#Acquiring Business Acumen and Financial Literacy":1,"#Accepting Feedback":1,"#423 Results found for <span ljsid-1=\"\">\"como superar el síndrome del impostor\"</span>":1,"#Scams, Scoundrels and Multimillion-Dollar Frauds: How to Check an ICO Isn't a Con":1,"#403 Results found for <span ljsid-1=\"\">\"afrontar el cambio con confianza\"</span>":1,"#378 Results found for <span ljsid-1=\"\">\"escucha tus emociones\"</span>":1,"#No Results found for <span ljsid-1=\"\">\"escucha tus emociones\"</span>":1,"#Emotions can sometimes be overwhelming. Heidi Grant provides 3 strategies you can use to manage your emotions in the workplace.":1,"#How to Manage Emotions In the Workplace":1,"#The best leaders are able to recognize and harness the emotions of their teams to increase productivity and establish a safe workplace. Learn how to boost your EQ and lead with sensitivity, understanding, and empathy.":1,"#Leading with Emotional Intelligence":1,"#When you listen empathically, you focus on understanding the thoughts and feelings of the person you’re listening to instead of thinking about what you’re going to say next. This type of listening, called active listening, strengthens relationships at work and enhances intimacy at home. It’s a learned skill that can be practiced anywhere, any time. In Listen Up or Lose Out, Robert Bolton and Dorothy Grover Bolton present a method to make you an empathic listener and influential asset in any organization.":1},"version":202304}]