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  1. Constructing great teams in SME’s requires compromise on all fronts – By Stephen Crowe

    July 1, 2014 by Jenna

    In theory when we choose members for a team we should only select members who have the skills and experience needed to achieve the team goals, and the behavioural traits that fit the required team functions.  But in the real world for small to medium enterprises having all the people with the required skills is often a luxury, and then  having enough of them to be able to filter on behavioural traits is just a dream.

    So what do we do?

    Well the reality is building teams without the ideal members requires us to sharpen the focus across a number of key areas.  Extra effort is required with:

    • Defining the goals vision and goals for the team
    • Defining the roles of each team member
    • Defining the success criteria and critically
    • Communication

    We are asking people to work outside their comfort zones so to maximise the team’s chance of success we have to make sure that all team members are pulling in the same direction and are aware of all the issues that will affect them.

    But there are some traits that cannot be compromised on.  All team members must have these if the team is going to succeed.  They include:

    • Willingness to compromise for the good of the team
    • Willing to learn
    • Willingness to commit to the team goals.

    In small team that is reliant on the input of every team member I believe these traits are more important than technical skill or experience.  A team that is willing to work together will gain synergy from their communal energy and drive that will far outweigh a fragmented but highly skilled group of people.


  2. How do you currently look at feedback?

    June 24, 2014 by Jenna

    When we seek reviews and feedback on our performance and productivity it can feel like we are leaving ourselves open to whatever comes our way. It can make anyone nervous. We work hard and we strive to achieve goals. We want to be recognised for our hard work, but we often forget that feedback isn’t just about praise. We need to remember that feedback is a stepping stone. To lead us towards our future because we need direction, counselling and encouragement to grow.

    Personally I am not one who likes to be told what I can improve on. I find it hard emotionally and I don’t think that I am the only one. When constructive feedback is given it can lead to any of the following reactions:

    • Self-defeat
    • Lack of motivation
    • Defensive/Argumentative Behaviour – ‘It isn’t my fault, these other factors got in the way…
    • Low Morale
    • Stress or Anxiety

    Luckily, as I have gained more experience at receiving feedback, I am now more aware that the initial feeling is only temporary. In the long term I gain so much more from valuable feedback. This is what I have learned from my experience:

    The value in seeing another perspective

    Sometimes I can be so focused on a task that it can be hard for me to broaden my mindset and approach it in a different way. I find it valuable to seek feedback, if I am struggling to reach my desired outcome I can gain alternate ways to find a solution. Asking for feedback is NOT a weakness!

    We all have different talents and areas of expertise, so if you are asked to approach a task in a different way don’t take it to mean ‘your way isn’t good enough’. Take it as an opportunity to challenge yourself to try something new.  In turn, you can provide feedback on whether or not it worked for you.

    Setbacks don’t mean you have failed, it just means you’re not there yet

    For example, you may have been in a role for a while and want the opportunity for a promotion. You go through the whole process of presenting it to management feeling 100% confident to only find the feedback to be ‘We don’t have anything suitable for you to step up into at this time.’ You may also be told that you require more training before moving ahead into a role of greater responsibility.

    Remember, this does not mean that you have failed. Be aware of your workplace environment. If your manager turns down the opportunity at that time, ask for some specific feedback on why and then ask if you can approach the conversation at a later time. There could be structural changes, budget cuts and a variety of other issues that you are not aware of that could be influencing that decision. It doesn’t mean another door will not open later on.

    Don’t dwell on what you can’t control and focus on what you can 

    As addressed previously I can find it difficult to accept constructive feedback. I can take it personally. Based on experience I can only recommend that you do not dwell on the feedback as a negative and have it replay in your head again and again as a sense of defeat. This will only increase stress levels and anxiety and further distract your productivity levels.

    It is important to ask the person providing feedback for specific examples, show accountability for any issues (after all, any role of leadership requires someone to take responsibility), and brainstorm solutions for the future.

    Any great leader will have a story about something they didn’t succeed at. It’s human nature to make mistakes. But it is what we do once we are made aware of this that will define our future endeavors.

    Lastly, make sure you request feedback on a regular basis. It shouldn’t be a one off request. We are constantly learning new skills, approaches to work and experience. Not to mention the more experience we gain through feedback, the more confident we will become to pass on our feedback and experience to others.

    What feedback have you received that has lead you to where you are today? What did you learn from the experience?


  3. What can we learn from great leaders? By Stephen Crowe

    May 27, 2014 by Jenna

    The world is full of books and articles on leadership. They are written by the leaders themselves, biographers, academics and hacks like you and me. They extol a variety of approaches to the issue of convincing other people to follow a path.

    But the books and articles I’ve read appear to have some common themes that form the foundations of leadership. These themes include:

    Leadership is a fusion of both the heart and the head – great leaders have learnt that although leadership involves analysis, logic and reason, at its heart it is a humanitarian pursuit. So without passion and empathy in combination with logic and reason you will not succeed in the long run.

    Leadership is a learned skill, not a genetic gift – great leaders are not born they earn their stripes through effort and anxiety just like the rest of us.

    Leadership takes discipline – great leadership in any pursuit is not easy, it takes strength and discipline and it’s not necessarily the big decisions that require the discipline (they usually present themselves once you have done your homework). It is the myriad of small turns and forks in the road that are encountered each day that test the resolve; those are the decisions that set the example for others to follow.

    Leadership is different for every leader – there is no one formula for leadership success –how can there be? If leadership is about people and each one of us is different how can there be one correct pattern for success.

    All Leaders make mistakes – as Michael Jordan (maybe not a great leader but a fantastic basketball player) said – “I’ve missed more than 9000 shots in my career. I’ve lost almost 300 games. 26 times, I’ve been trusted to take the game winning shot and missed. I’ve failed over and over and over again in my life. And that is why I succeed.

    So am I saying that the multi-billion dollar “leadership industry” is a sham? Not at all. Just because our paths are not identical does not mean that we can’t learn from those who have excelled. To the contrary great leaders are always learning from others and applying the lessons to their own unique circumstances.


  4. New role in leadership – Tips on leading your team

    May 13, 2014 by Jenna

    Learning to be an effective leader takes time. All of the great leaders we have come to recognise and revere had to learn and grow their skills over time.

    If you want to pursue a role in leadership you need to understand that your prime responsibility is to your organisation, your team and your clients. So how can you devise an effective leadership strategy to keep your team moving on the path towards success?

    While doing research on the topic I found an article on Career Realism that outlines 5 Tips For Good Leadership Skills:

    1. Communication is key
    Communication is important for many reasons – it builds connection and relationships between other colleagues and team members, it expresses ideas clearly and it also creates an open environment for others to express their ideas. It’s important that others know what is required of them, and if employees and colleagues feel like they can openly approach you to communicate on issues this will create a sense of trust.

    2. Wrong can be right
    Encourage creativity amongst your team and try different approaches to help your organisation reach success. If the idea fails, it is important not to discourage individuals to not input ideas but to instead assess what worked and what didn’t work to come up with plausible outcomes for the future. Keep inspiring others to think outside the box and work together to come up with new solutions.

    3. Look into the future
    Every great leader has a vision, and setting a plan into motion with your team is valuable to help you reach these goals. Make sure to meet with your team to share your vision and establish with each person his or her part to aid in the completion of the objective. This will not only keep your team members motivated but also accountable for their tasks and willing to work together for the overall outcome.

    4. Passion is contagious
    If a leader is enthusiastic and believes in their work, others can’t help but be enthusiastic to partake in the project. This also includes recognising and outlining the hurdles that the team may encounter as well so that they can try and prepare themselves for what lies ahead. Keeping up the enthusiasm and a positive attitude however will keep the momentum going regardless of what stages your business will encounter.

    5. Know Yourself
    This involves identifying your own strengths and weaknesses. It may also be best that while in early stages of the role you keep record of the goals/tasks that you have set out (or even making an important decision) and re-evaluate the outcome in nine to twelve months’ time. It is important to pinpoint where you and your team have excelled and where you may have fallen short for improvements to be made for the future. Did your course of action meet expectations?

    For current managers, do you find these points effective for potential new leaders? And for recently appointed leaders, what steps are you following to grow and develop yourself as well as your office team?


  5. Is a Career in Financial Planning really for you? – By Lauren Eardley

    May 2, 2014 by Jenna

    As a Specialist in Finance Recruitment, I screen hundreds of resumes a day from people looking to break into the Banking and Finance industry. My inspiration for this blog comes from a trend I have noticed recently. That is there has been a significant increase in the number of people looking to break into one specific area: Financial Planning.

    The RG146 qualification has become more prevalent on resumes even for applications to roles which are not related to Financial Planning. This inspired me to uncover my candidate’s motivations and understand; what is so attractive about Financial Planning?

    The vast majority of candidates I speak to are recent graduates in the field of Business, Commerce, Finance or Accounting. Financial Planning is one of many paths that a graduate from these subjects can choose to go down. Based on my research and insights, a candidate’s attraction to Financial Planning can be summarised into three main points:

    • An opportunity to use their degree and pursue their field of interest
    • Personal Financial reward
    • The opportunity to directly help people with their financial goals

    So how fulfilling is Financial Planning in reality? I spoke to Bill Gilroy, Ryan Sparks and Gabrielle Bell of Ipac Securities to get the inside story on how to get into Financial Planning and what to expect.

    Both Ryan and Gabrielle are relatively early in their Financial Planning careers; they both studied Business and Commerce at University and were successful in gaining experience from a graduate program: one with Macquarie Bank and the other with Dixon Advisory. Their initial attractions to the industry were much the same as those of most of the candidates I spoke to; with the main motivation being the opportunity to help people. Working with Ipac securities has given them firsthand experience of Financial Planning beginning with a specialism and more recently branching out into more holistic advice.

    They advised that the type of Financial Planning you go into depends on your own choices and the type of firm you work with. You could specialise in a certain area of advice such as investments, insurance, retirement preparation, tax management or Self-Managed Super Funds, or offer more holistic advice. There is a stigma that Financial Planners are all about sales however the recent FoFA legislative changes which came about mid-2013 have meant enhanced clarity on charges for advice and products. This has put greater emphasis on Financial Planners actually helping their customers achieve their financial goals rather than product placement.

    As a Financial Planner, the salary and bonus structure can vary dependent on the company you work for. Some Financial Planners receive a base salary with a modest incentive structure others will place more emphasis on a generous commission structure. Both create very different cultures within a firm so make sure to find a structure that matches your motivations.

    Gabrielle and Ryan’s best bits of the job were centered around engaging with people and using their privileged position to be able to understand their situation and provide a solution. They both enjoy the personal aspect of the role, being empathetic to a client’s needs but remaining professional. They have flexible working arrangements and are happy with their remuneration structure.

    Any negatives? Pressure; being responsible for a client’s finances, particularly following a redundancy or the loss of a loved one can be intense. It is important to maintain an emotional distance from a client’s situation and provide impartial advice.

    Overall the expectations and reality explored for this article were closely matched. Working as a Financial Planner is rewarding. This comes with a caveat however; the industry is broad and there are a wide variety of firms out there all operating in very different ways, with different salary structures, cultures, specialisms and motivations. It is up to you to work out where your strengths and motivations lie to allow you to become the most successful Financial Planner you can be.


  6. Why Being a Team Player is Valuable for Workplace Performance

    April 29, 2014 by Jenna

    Each of us invests in our own personal development and strives to perform on an individual level. However, we tend to work in a team environment. Do we invest in our development as an effective team leader? And are you a team player at work?

    As an only child I love setting personal goals and challenges for myself. I like to believe that I am an independent thinker and I don’t mind working on individual tasks on my own. However, I also know that I have a reliable team to which I can approach for assistance, advice and even delegate to if I am overloaded with tasks.

    In my personal life I have had to manage and lead teams in events and trips which involved a lot of organisation. It taught me a lot about myself – my traits, strengths, weaknesses and what I was capable of when I pushed myself to the limits.

    While we are all trying to strive to be a top individual performer, I think it is important that we don’t forget the value of team performance when it comes to reaching successful outcomes at work. A man named Bob Kelly from Demand Media wrote an interesting article on this topic. He covered why teams are important and therefore why it is important that we are all effective team members within the workplace. Here are his reasons:

    Work Efficiency

    Teamwork enables you to accomplish tasks faster and more efficiently than tackling projects individually. Cooperating together on various tasks reduces workloads for all employees by enabling them to share responsibilities or ideas.

    Allow each individual to have a role that suits their specialisation or strength. And also avoid exclusion; try to give everyone an equal amount of responsibility and working together you can collectively encourage one another to get the task done.

    Improved Employee Relations

    What better way to get to know your fellow colleagues and what they are capable of than working on a project together? Building relationships and a positive workplace culture is vital within any organisation and it builds a sense of trust.

    By working together you can share success stories by brainstorming ideas and working together to achieve targets, and if the outcome is not what you expected you can assess areas for improvement in the future.

    Increased Accountability

    Accountability will increase when you know that not only one person relies on you to get the job done, but the whole team! It drives you and encourages you to put in 100% as it will contribute to the overall success of the group. It will also show your reliability and efficiency if team members need your help on future tasks.

    Learning Opportunities

    As a new employee, you can gain knowledge, new ideas and opportunities by working with more experienced employees. It also allows you to become more flexible and adaptable to different situations as you are working with others who may think and work in different ways to you. It opens your mind and your perspective rather than working alone and following the same routine. It is important to face challenges and compromise if need be to reach a successful outcome as a team.

    My final point is that in a team environment, it will make the process run smoothly if you approach a group task with a positive attitude. It can be difficult for some people who are used to working on their own or may be more of an introvert. Having a positive attitude allows you to be more open to opinions and allows you to make a good impression to your team. Be encouraging and supportive in the best way that you can.

    Have you relied on teamwork in the past to help you achieve results? What was the outcome? What did you learn from the experience?


  7. Want to be more productive?

    April 22, 2014 by Jenna

    Productivity is never an accident. It is always the result of a commitment to excellence, intelligent planning, and focused effort.

    –          Paul J. Meyer

    We all need productivity; it is the driving force in our lives that leads to the results we want. Being productive encourages us and motivates us to strive for something better and to be better. But there can also be times when we say to ourselves, ‘I could be more productive than this,’ or ‘How can I be more productive?

    For those of you that need a productivity boost, here are some helpful things to consider from an article I found on Careerealsim:

    1. Time Management

    Find those peak times of the day where you feel most productive to get the important tasks accomplished. For example, if you feel more refreshed in the morning, take that opportunity to utilise your energy and show your personal best.

     2. Exercise

    While it can be hard to find the motivation to exercise, once you begin a routine you will see the benefits. Not only does exercise make you look and feel better, but once you reach that level of accomplishment it creates momentum for you to strive for further achievement in your daily life. Plan a time that works for you, whether it’s before work, in your lunch break, after work or just planning outdoor activities on the weekends.

    3. Being Reactive

    While multi-tasking is a great skill to have, if you are the type of person that accepts each tasks and hops from project to project, chances are you are not going to be very productive. Taking on too many projects at once can also increase stress levels and be very bad for your health.

    Take charge of one task and complete it before moving on to the next one. This will make you more productive and appear more reliable to management when it comes to allocating future tasks.

    4. Priority List

    It is very important to establish what needs to be accomplished first and what urgently needs to be focused on so that you can manage your time and tasks better. If you don’t prioritise, the tasks will most likely run you. Establish time-frames, set it out in your schedule, avoid distractions and get it done! This can also apply to tasks that you may not necessarily favour the most, if you get them done early, then you won’t dread having to do them at the end of the day.

    5. Setting Boundaries

    This links to the priority list, and will vary for every person. But if you want to focus 100% on the task at hand you can set out boundaries so that you are not interrupted during that period of time. For example, you can try not taking phone calls for an hour, or if you are in sales, allocate 10 calls you need to make within the hour etc.

    If management or a supervisor approach you to ask you to complete another task, make sure to advise them of your current workload and availability. It is better that they are made aware of your workload so that they can advise you on how urgent the task is. It will also give them an indication on whether you currently have the capacity to complete it or if they need to delegate the task elsewhere.

     6. Commuting and Traffic

    Delays commuting to and from work can vary, so try assessing timetables and possible scenarios the night before to avoid being late for morning projects. Taking that extra time to plan and get in earlier will save the stress and anxiety you would feel if the worst case scenario were to happen.

    Some organisations may even provide you with the opportunity to work from home if you can access your emails and database remotely.

    What are some of your routines that help you stay more productive at work? What steps have worked and what didn’t work?


  8. Considering a Career Change?

    March 25, 2014 by Jenna

    The people who get on in this world are the people who get up and look for the circumstances they want, and, if they can’t find them, make them. – George Bernard Shaw

    Change can either enhance the direction of your career goals and aspirations, or it may take you in the opposite direction. If you find that opportunities for advancement may extend to areas other than your current field of work, have you ever considered a career change?

    While researching this topic I came across an article by Grace Owen called How To Set Yourself Up For A Successful Career Change using six C.A.R.E.E.R. tips:

    Tip 1: Clarity – Where do you want to go next in your career?

    Take the time to sit in a quiet room and narrow down what career paths you would like to take to prepare for the transition. Write down your passions, what you have enjoyed over the years. Reflect on what your skill sets are and more importantly your transferable skills that can be of advantage to any industry.

    By steering yourself into a direction, it will help motivate you to pursue the planning process further and start taking action. For example, updating your resume and making contact with recruiters and professionals in the industry you are hoping you apply for.

    Tip 2: Attitude – Is your glass half full or half empty

    How you feel about your career and working life can lead you to feeling powerless or powerful. It is important to consider that first impressions count, especially when you are on the pathway to a new career. A person who projects confidence and enthusiasm towards a desired role are memorable during an interview. Whereas bitter comments or negative behaviour can often come back to haunt you.

    So be self-aware and let the best part of you shine, after all, you are competing with other talented candidates.

    Tip 3: Relationships – What kind of network do you have?

    Your network, personal and professional, is a valuable source of expertise and advise. It is vital that the people that you need are in place.

    How often are you keeping in touch with your contacts? Do you meet for coffee, attend networking events you even contact them on the phone?

    Word of mouth can be a great way to find out about availability in the job market and your contacts can help open the door for you by providing introductions to different industries. Maintaining your relationships are very important so make sure you are putting in the time and effort to meet the needs of others and they will in turn support you.

    Recruiters, such as Challenge Consulting, are also available to help tailor your search to the industry that you hope to pursue. We also provide Career Guidance programs and Online Skills testing so that you can be aware of your options and results.

    Tip 4: Equipped – Are you investing in your own learning and development?

    By updating your skills, talents and knowledge, the more you will have to offer to potential employers.

    If you are interested in a certain industry or role that requires additional skill sets, why not take a course to familiarise yourself? You can then include the course results on your resume.

    Take the time to evaluate what you currently know and see if there are any areas for improvement. If there are, what steps do you need to take?

    You can also gain knowledge through reading, keeping up to date with industry news, seeking advice from a mentor etc. You are never too young or too old to keep learning something new.

    Tip 5: Excellence – What does excellence in your work mean to you?

    Putting your best foot forward in everything you do is important because you can gain the most from each experience. Whether the results are successful of pitfalls, each experience is something that you can pass on to others to motivate them to pursue their dreams. It is also valuable information to pass on to interviewers when it comes to providing examples on certain situations or aspects of your career.

    If pursuing a new career is definitely the avenue you want to take then you need to be proactive and follow through completely on the process to achieve your desired outcome.

    Tip 6: Reflection – Are you taking care of yourself?

    We all have a lot on our plate, but if we are not finding enough balance by getting enough sleep, eating right, exercising or getting fresh air, we can become sluggish and may not be performing at our best.

    Finding that balance is important and may require you to cut out bad-habits to achieve better results. Having a clear head and being refreshed can also help you focus on your options and make more accurate decisions in regards to your future career prospects.

    Have you undergone a new career change? Where did it take you? What was the overall outcome of this decision?


  9. Soft skills that you can apply in almost any role

    March 11, 2014 by Jenna

    As a jobseeker, you will find that your soft skills (people skills) are just as important as tertiary qualifications and hard skills (typing, mathematics, reading comprehension and software training). Employers are looking for roles to be filled and they are often high in demand so you really want to stand out from the competition.

    I found an article by Alison Doyle of The 7 Most Important Soft Skills an individual can have:

    1. Acting as a team player – Team work is very important within most organisations. While independent work is also vital, you need to make sure you can cooperate with others around you (this can also mean finding common ground with someone that you may not always see eye to eye with) and also take on a level of leadership when required.

    2. Flexibility is a valuable asset – Employees that are able to adapt to any situation can be reliable if anything is thrown their way. This can also mean being resilient to change in the workplace. The more experience you can gain making executive decisions and reacting to situations when needed, the more you can take on when you start taking steps forward in your career.

    3. Effective communication is paramount – Not being afraid to ask questions or share feedback when needed. You also need to articulate yourself well, be a good listener after you have spoken and use appropriate body language.

    4. Problem-solving skills and resourcefulness – During an interview, recruiters will ask you to name a point in time where you had to solve a problem or you were in a stressful situation and needed to resolve an issue. Do not be afraid to be specific and give examples. It is important to also not be afraid to raise your hand or offer to take charge to help resolve an issue if you feel confident that you have a solution.

    5. Accepting feedback and applying lessons learned – We all enjoy being recognised for our strengths, but we also need to be willing to regard feedback in terms of areas of improvement. Not only do you need to listen to the feedback but apply action and take steps for professional growth/development.

    6. Confidence is key – The only way you can contribute new ideas, opinions, projects and feedback in an effective way is through confidence. This skill can be developed over time, but you need to be confident in yourself to deliver in order to see results.

    7. Creative thinking – I think we all have creative ideas and ways of approaching tasks, it is just the matter of whether or not we share those ideas. It creates innovation and increased efficiency, and also showcases to managers what you are capable of.

    When it comes to the interview process, make sure to review the job description so when the recruiter asks you to relate to a situation, you can make specific reference to your hard and soft skills that would be appropriate to the role.

    What do you do once you land the role that you want? When the opportunity presents itself, showcase these skills, show the manager what made you a stand out in the interview to begin with. Action speaks louder than words.

    How many of the soft skills listed above can you apply to yourself?

    As an employer are there any additional soft skills that you look for in potential candidates?


  10. The pursuit of happiness at work

    February 4, 2014 by Jenna

    “We often miss opportunity because it’s dressed in overalls and looks like work” ― Thomas A. Edison

    Almost every job you will ever come across throughout your life, you will experience challenges or stressful situations. No job is perfect. But sometimes we let that stress or fear of the unknown prevent us from enjoying our current role or taking the leap into a new job opportunity. Of course, if you want to change careers or take a step up, you will often need to make personal sacrifices. But this fear shouldn’t drive your behaviour. Instead we need to consider, regardless of stage we are at in our career, how can we be happiest at work?

    Susan M. Heathfield listed Top 10 Ways To Be Happy At Work, and the key points for me were these 5 areas to take control of work and to make the most out of your day to day routine:

    1. Choose to be happy at work

    Happiness is a state of mind. Your job may not be perfect, it may not have turned out the way you had imagined it to when you went down this path, but there will always be aspects of your job that you don’t enjoy. But if you only focus on what you don’t enjoy, it is highly likely you are not giving yourself the chance to be happiest at work. When you are only focusing on the negative – it is likely to affect your performance too. You start avoiding tasks, you sleep in, run late, and overall you’re not committing 100%. The consequences of that could hurt the future of your career. It is your choice to be happy or unhappy at work. What would you rather be?

    2. Do Something You Love

    Take a look at yourself, your skills and interests, and find something that you can enjoy. There must be something in your role that you enjoy, otherwise what are you doing there? Assess your current situation and if you find that you are truly unhappy, then a career change or searching for a new job may be in order. You could even seek a Career Guidance Program or seek advice from a mentor.

    3. Take Charge of Your Own Professional Development

    I think a lot of the time we get confused and think that someone else is in charge of managing our professional development so we wait to be advised as opposed to taking action. We can of course seek guidance, direction and support from managers and mentors, but we need to be the one that is directing. So if you are not happy with the way you are developing professionally, do something about it. Have you approached your manager to discuss this? Have you voiced your concerns or helped find a solution? Have you worked out what steps need to be taken to lead to progression?

    4. Ask for Feedback

    If you feel like you are in a situation where you have not received feedback in a while regarding how you are progressing in your role and on tasks, then approach your manager. Set regular monthly follow up meetings if need be, but also keep in mind that feedback may also involve constructive feedback on areas of improvement. Feedback is required to help us grow, not to seek praise, so be prepared to accept what is provided and assess steps to improve certain behaviours to create better outcomes.

    5. Avoid Negativity

    ‘Surround yourself with only people who are going to lift you higher.’– Oprah Winfrey

    It’s often true, if you surround yourself with people who are always down and disappointed in life, eventually your mindset will swing that way. Negativity is contagious and it often only takes one person to start the trend.

    I always found that I would perform at my absolute best when I had other people around me that shared similar passions and pushed themselves for results. Because that too would push me to be better and perform better. People that could provide me with honest advice out of compassion and not jealousy or bitterness.

    Each of us has responsibility for our happiness at work. If something is not working, then change it. If it is out of your control, perhaps it is time to consider a new job, company or career. But if it is in your control, and you can improve it, why not give it a try – how do you increase your happiness at work?




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