Equal parts academic seminar and career coaching, III’s kick-off event June 16 at the Library of Congress put library leaders on call to answer big questions. PLA President Felton Thomas opened by noting, “The traditional stereotype has been evolving for a number of years, but now more than ever, public libraries are providing services—summer lunches, passports, social services—that we couldn’t have imagined 10 years ago. Future librarians must understand that we are going through a generational transition of what it means to be a public librarian.”
Workplace | Employment | Marital status | Equal opportunity
by Bella DePaulo
There are a lot of misconceptions about single people in the modern-day workplace. A former employer once brushed me off when I raised the issue of salary, telling me that because I was a single person with no children, my concerns couldn’t really be about money—after all, I had no one else to support.
Or consider the reaction of former Pennsylvania governor Ed Rendell when Janet Napolitano received the nomination for secretary of homeland security in 2008. “Janet’s perfect for the job,” Rendell said. “Because for that job, you have to have no life. Janet has no family. Perfect. She can devote, literally, 19, 20 hours a day to it.”
Too often, employers believe that single, childless people are emotionally untethered and financially untroubled, which means they ought to be free to stay late, travel on weekends, show up on holidays, and take whatever vacation slots married employees haven’t already claimed—all of which puts singles in a highly unfair (not to mention undesirable) position. It’s time that employers stopped taking advantage of single employees—and started recognizing the truth about their lives.
Single people have important ties to friends, family, and community
Competence, professionalism and interpersonal relationship skills are some of the crucial ingredients for workplace success, but they can only take you so far without self-confidence. If you’ve been feeling unsure of yourself at work lately or if you feel your skill set is no longer a match for your job requirements, you are in dire need of a confidence boost.
While self-assurance is not typically something we are born with, it can be built successfully by taking the right steps.
Below, 15 members of Forbes Coaches Council share their best advice to help you get the boost of confidence you need to fulfill your workplace potential.
1. Review Your Past Wins
Think of a past win or accomplishment and remember how good it felt to succeed, how effortlessly you were able to accomplish your goals, and how you have everything within you necessary to do it all over again. Confidence can build heavily on memory – if you lack confidence in a new opportunity or a new environment, remember what got you there in the first place. – Amanda Miller Littlejohn, Package Your Genius Academy
2. Start By Noticing Your Inner Critic
All images courtesy of Forbes Council members.
Members of Forbes Coaches Council share advice on how to be more confident in the workplace. Read More…
I’ve been told that I am not the best role model concerning change. I agree with the characterization. I initially balk at the mere idea of change — holding on to hope that the change won’t come to pass. (Then adjusting my course will not be necessary.)
As you may have read in this post, I’ve struggled to cope with those changes. I muddle along until the “new normal”finally appears. However, until that time I feel annoyed and out of sync. For better or worse, my “go to” reaction is to keep things frozen — until I can carefully consider every aspect of the situation. Unfortunately, holding time at bay usually isn’t an option.
Regardless, I firmly acknowledge the value of flexing our workplace “change muscles”. But knowing ourselves is likely the very first place to look when building this skill set. I believe that we all have a leading…
You’ve made it through the first 18 months of your social-impact job! Give yourself a pat on the back. I know it wasn’t easy but you didn’t break, and now you’ve made a name for yourself.
As I mentioned in part one of this series, You’ve Got the Job…What’s Next?, once you’ve been at your job for 12-18 months, you should be working toward “Superstar Status” by stepping outside of your role and establishing yourself as a leader. You’ll need to be more and do more in order to stay relevant.
Here’s how to stay relevant at the workplace by excelling at your work and stepping up for new challenges, opportunities, and responsibilities:
Mentorship comes in many flavors. It doesn’t always work unless leaders bear in mind a few common principles.
Over the past three years, as part of my forthcoming book, I’ve been researching how leaders can better judge and develop their talent in light of a changing, more purpose-driven, more tech-enabled work environment. Having interviewed close to 100 of the most admired leaders across business, culture, arts, and government, one important characteristic stands out: They do everything they can to imprint their “goodness” onto others in ways that make others feel like fuller versions of themselves. Put another way, the best leaders practice a form of leadership that is less about creating followers and more about creating other leaders. How do they do that? I’ve noticed four things the best mentors do:
Put the relationship before the mentorship. All too often, mentorship can evolve into a “check the box” procedure instead of something authentic and relationship-based. For real mentorship to succeed, there needs to be a baseline chemistry between a mentor and a mentee. Studies show that even the best-designed mentoring programs are no substitute for a genuine, intercollegial relationship between mentor and mentee. One piece of research, conducted by Belle Rose Ragins, a mentoring expert and professor at the University of Wisconsin-Milwaukee, demonstrated that unless mentees have a basic relationship with their mentors, there is no discernable difference between mentees and those not mentored. All this is to say that mentoring requires rapport. At best, it propels people to break from their formal roles and titles (boss versus employee) and find common ground as people. Read more…