Mechanical Engineering Magazine Presents Its First-Ever Emergi...

Mechanical Engineering Magazine Presents Its First-Ever Emergi... Mechanical Engineering Magazine Presents Its First-Ever Emergi... Mechanical Engineering Magazine Presents its First-Ever Emerging Technology AwardsDec. 8, 2017 Five cutting-edge innovators and their breakthrough technologies were recently selected as the winners of Mechanical Engineering magazines new Emerging Technology Awards. Each of the five innovators are featured in the December issue of Mechanical Engineering, as well as on ASME.org.An innovator was recognized in each of five categories manufacturing, robotics, bioengineering, clean energy, and pressure technology that reflect the five core technology areas that the ASME Board of Governors has identified as key fields for the Society to focus on as it develops new products and programs going forward.The Emerging Technology Award in the Manufacturing category went to Siemens for developing a prototype 3-D printed turbine blade that can tolerate the heat and s tress found inside a gas turbine. The award in the area of Robotics was given to Mobileye for its vehicle imagination system, EyeQ, a version of its Advanced Driving Assist System for autonomous automobiles that fits on a silicon chip. The Emerging Technology Award in the Bioengineering category was presented to the MIT Media Lab and its group leader, Hugh Herr, for developing powered foot and ankle prostheses that incorporate tendon-like actuators controlled by onboard computers. Tesla Motors was named the winner of the award in the clean energy category for its efforts in optimizing the chemistry and manufacturing process of lithium-ion battery packs, a development that should help accelerate the production of more affordable electric vehicles. The fifth Emerging Technology Award, in the Pressure Technology category, went to Babcock Wilcox for developing the technology necessary to enable the ultra-supercritical boiler at the John W. Turk Jr. Power Plant in Arkansas to operate at very high pressure and temperatures and at a net efficiency of better than 39 percent.We are proud to celebrate the accomplishments of those we recognize this year, said John G. Falcioni, Editorial Director and Publisher of Mechanical Engineering magazine. The current and future impact of this transformative work in the five key technology areas cannot be understated.In addition to being featured in the December issue of Mechanical Engineering magazine, the articles focusing on the inaugural awards recipients are also available on ASME.org along with five new videos that highlight the award winners and their innovative work. Visit www.asme.org/about-asme/mechanical-engineering-magazine/me-magazine-awards to watch the videos now.

The Key Skills and Abilities of Effective Managers

The Key Skills and Abilities of Effective ManagersThe Key Skills and Abilities of Effective ManagersIn thearticle, Why Its Time to Change Our Views on Management and the Role of Manager, I underscore the renewed importance of this role in our world of uncertainty and change. In this article, I drill down into some of the specific attributes you needto survive and thrive in this role. Workplace Demographics Driving Demand for NewManagers We are living and working through an interesting transition period in the workforce. As older workers move into retirement or opt for part-time work, younger employees are moving into positions of responsibility. Unfortunately, the pace of experienced workers exiting or reducing their daily involvement exceeds that of our ability to grow and develop new managers and leaders. There is a consistent demand across many sectors for management talent. In spite of the noise and news about machines taking our jobs, there is still a consistently strong dem and for those with the skills to support the work of others. Management Can Be Rewarding, But It is Not for Everyone On the surface, the idea of guiding others and getting involved in hiring and employee development sounds exciting and even exotic to some. In reality, the role is incredibly demanding and completely focused on supporting and guiding the work of others while meeting the needs of your boss, your bosss boss, and other peers and customers. If you do elend enjoy conducting difficult conversations, making presentations, navigating politicsor even terminating employees, this can be a very uncomfortable role. The article, Why the Role of Manager Might Be a Mistake for You, outlines a number of the realities of this challenging role that merit consideration before you jump into it. TenPersonal Attributes of Effective Managers I believe anyone can be a good manager. It is a trainable skill as much as it is an inherent ability as much science as art. Here are tenperso nal attributes that make you a better manager You have confidence in yourself and your abilities. You are happy with who you are, but you are still learning and getting better.You are something of an extrovert. You dont have to be the life of the party, but you cant be a wallflower. Management is a people skill its not the job for someone who doesnt enjoy people.You are honest and straightforward. Your success depends heavily on the trust of others.You are an includer, not an excluder. You bring others into what you do. You dont exclude other because they lack certain attributes. You have a presence. Managers must lead. Effective leaders have a quality about them that makes people notice when they enter a room.You are consistent, but not rigid dependable, but can change your mind. You make decisions, but easily accept input from others.You are a little bit crazy. You think out-of-the-box. You try new things, and if they fail, you admit the mistake, but dont apologize for having tri ed.You are not afraid to do the math. You make plans and schedules and work toward them. You are nimble and can change plans quickly, but you are not flighty.You see information as a tool to be used, not as power to be hoarded. Some of the items are capable of being strengthened with coaching or training. Others are character related, and some just reflect your nature. There are many exceptions to the list as well, so if you are an introvert and conservative versus an extrovert and a little bit crazy, dont be frightened away from the role. On the other hand, self-confidence, character, an approach that is more inclusive than exclusive and a style that reflects organization with a focus on results are all absolute must-haves for success. The Bottom Line Management is a rewarding career, where you have the unique opportunity to serve your firm while supporting the development of your team members. Great managers are masters of getting the work done and masters of creating opportu nities for their team members to showcase and develop their talents. While not every day is a party, the role for the right person with the right attitude has a great verstndigung im strafverfahren to offer.

Benefits of Volunteering With Animals

Benefits of Volunteering With AnimalsBenefits of Volunteering With AnimalsThere are many groups that seek volunteers to assist their staff members, and volunteering can be very rewarding on many levels. Individuals specifically interested in animal careers can benefit greatly from volunteering their time to shelters, rescues, zoos, and many other animal-related organizations. Here are eight of the best reasons to become a volunteer Gain Insight Into a Field of Interest Volunteering allows you to learn about a career path without the added pressure you would feel as a new employee. You also may have more wegs to learn about more varied aspects of the career while volunteering, instead of being relegated to typical new employee grunt work as is so often the case with new hires. Develop Valuable Practical Skills Volunteer activities help you to gain hands-on experience and learn new skills. A volunteering position is a great way to develop a skill platzset that you need for a po tential career change or promotion. For instance, if you wanted to work in fundraising you might consider assisting with such activities for an animal charity or a zoo development program. If you need to learn basic veterinary and first aid skills you might consider volunteering with a vet clinic or a wildlife rescue group. Position Yourself to Obtain a Paying Job in the Future Getting your foot in the door with a volunteer position can open the door to many job opportunities. You will develop a good reputation by volunteering and potentially even be offered jobs that have not yet been advertised to the public. Some rescue groups and charities do have paid staff positions that open up from time to time, or they might have leads on paying jobs with other organizations that are looking for someone with your skill set. Build a Network of Professional Contacts Volunteer work can be an excellent way to network and interact with professionals in a field that interests you. You can utilize this network for getting job references, finding out about new potential job openings, writing letters of recommendation (particularly important for veterinary students), and introducing you to an ever-widening group of animal professionals. Make New Friends Volunteering in an animal related industry means you have the chance to make friends of both the human and animal varieties. You will have the chance to work alongside other animal lovers who share similar interests and are united with you in the pursuit of a common cause. You will meet people outside of your usual circle that you might never have had the chance to interact with otherwise. There are many social benefits related to volunteer work. Strengthen the Community Volunteer organizations connect people and build positive relationships within the community. These groups are good for society and raise awareness of important causes. Improve Your Resume The additional experience and skills you gain as a v olunteer can certainly be included on your resume, and in fact, they can be a big plus. It is unfortunate that many people believe that only paying positions can be included on a resume- this is absolutely not the case at all. Be sure you are including all positions on your resume, even those that are unpaid if they are relevant in any way to the career you are seeking. You may not be gaining financial compensation for your volunteer work, but you are gaining skills and experience that should be highlighted. Have Fun While Doing Something Good Volunteering allows you to make a difference while surrounding yourself with others who are enthusiastic about the cause. You have the opportunity to do something that interests you and that you find fulfilling. Volunteering should really be a lot of fun. If it isnt fun, you havent found the right volunteer opportunity yet.

Study Open office plans cause us to socially withdraw

Study Open office plans cause us to 'socially withdraw' Study Open office plans cause us to 'socially withdraw' Open office plans get introduced as a seemingly democratic way to break down walls - both literal and metaphoric ones - between team members. Once all the walls become glass and the doors disappear, the thinking goes, teams will be naturally inspired to move and collaborate more face-to-face.But a new study found that these wide open spaces can actually prompt the opposite reaction in us. When Harvard researchers  Ethan Bernstein and Stephen Turban observed an unnamed Fortune 500 company make the switch to an open office plan, they found that workers were retreating to their desks and the privacy of the internet. They began to email more and talk in person less.“Rather than prompting increasingly vibrant face-to-face collaboration, open architecture appeared to trigger a natural human response to socially withdraw from officemates and interact instead over email and IM [instant messenger],” the researchers wrote.Open office plans make us socially withdraw into the web to copeTu rns out, removing spatial boundaries creates new social boundaries. The people analytics badges that employees wore tracked fewer face-to-face conversations. Once the walls went down, employees spent 72% less time interacting in person. Before the redesign, employees were meeting face-to-face  for about 5.8 hours per person a day. Now, that number had dropped to 1.7 hours per day.Instead of talking in person, workers were talking online. Participants collectively sent 56% more emails to other employees over 15 days. Virtual interaction was replacing personal face-time. The researchers found that IM message activity increased by 67%. Worse, these interactions were not helping the company’s bottom-line. Executives reported that productivity had, in fact, declined once the redesign had occurred.Visual transparency forces us to create virtual walls to maintain personal boundaries. When everyone can see everyone, we get surveillance anxiety. This is not the first study to find an unint ended side effect of open office plans. One study found that women feel more exposed when offices put transparent glass and large undefined spaces everywhere. That’s the big downside of the open office plan: when your desk can be seen from all angles, it can feel like judging eyes are watching us wherever we go.“Many organizations … transform their office architectures into open spaces with the intention of creating more [face-to-face] interaction and thus a more vibrant work environment. What they often get … is an open expanse of proximal employees choosing to isolate themselves as best they can (e.g. by wearing large headphones) while appearing to be as busy as possible (since everyone can see them),” the researcher cautioned. “When office architecture makes everyone more observable or ‘transparent’, it can dampen [face-to-face] interaction, as employees find other strategies to preserve their privacy.”

Top Skills and Attributes Employers Look For

Top Skills and Attributes Employers Look For Top Skills and Attributes Employers Look For What skills are most important to employers? Which skills motivate them to choose the candidates they hire? Soft Skills There are some skills and  qualities  employers seek in all their employees, regardless of the position. These are called  soft skills, and they include the interpersonal skills and attributes you need to succeed in the workplace. They are  also commonly referred to as  professional skills, those that maintain a  healthy workplace environment. Hard Skills In addition to soft skills, there are other, more tangible or technical skills that most projects require. These are called  hard skills, and they are the specific knowledge and abilities required to  do the job. You’ll need both hard and soft skills for any job, and its important to show employers that you have the  combination of hybrid skills  they need when youre applying and interviewing for jobs. In order to get your application noticed, be sure to incorporate in your resume and cover letter the skills you have that are required for the position. Also, highlight your most relevant skills during job interviews by being able to provide real-life examples. Top Skills Employers Look For While this list is not exhaustive, these are some of the top skills employers  say are most important when  recruiting and  hiring employees. Analytical Skills Employees need to be able to confront a problem, think it through, and decisively apply solutions. These are known as analytical skills. The level of analytical skills required will vary, depending on the job and the industry. Closely aligned with analytical skills, employees are expected to organize, plan, and prioritize effectively. List of Analytical Skills Communication Skills The ability to communicate effectively - both verbally and in writing - is both essential and rare. Those with strong communication skills are in high demand, regardless of the job or industry. You need to be able to communicate successfully with employees, managers, and  customers inperson, online, in writing,  and/or over the phone. Top 10 Communication SkillsList of Communication SkillsVerbal Communication SkillsNonverbal Communication SkillsInformation and Communications Technology (ICT) Skills Interpersonal Skills Interpersonal skills, also known as people skills, are the skills you use to interact and engage with others. Many are hired quickly based purely on their ability to connect with people. Interpersonal skills can (at times) trump the other skills employers  are seeking, so  be sure yours are up to par. Your  interpersonal skills  will be evaluated during  job interviews, so be sure you  prepare for the interview. You can develop the emotional intelligence and self-awareness you need to connect with a hiring team. List of Interpersonal SkillsList of Collaboration SkillsList of Soft Skills Leadership Skills When companies hire for leadership roles,  they seek employees that can successfully interact with employees, colleagues, and customers. Even if youre not applying for management jobs, leadership is a valuable skill to bring to the employer. Many companies prefer to promote from within, and as such, they often look for strong leadership qualities,  even when hiring for entry-level positions. Top 10 Leadership SkillsList of Leadership Skills Positive Attitude Attitude may not be everything, but it’s extremely valuable. Employers want employees that are positive even in stressful and challenging circumstances. Positivity denotes your level of resilience. Employers want to hire applicants with a “can do” attitude that are flexible, dedicated,  and willing to contribute extra effort to get the job done in the face of challenges. Teamwork Regardless of the job, employers want to hire people that are team players -  people that are cooperative and work well with others. They don’t want employees that are difficult to work with. When you are interviewing, be sure to share examples of how you worked well on a team. Your level of teamwork indicates  your ability to collaborate  effectively with a wide variety of people. List of Teamwork SkillsList of Team Building Skills Technical The technical skills you need will vary, of course, depending on the job. However, most positions require at least some technical skills. This includes experience using industry software, completing higher-level education (such as college degrees or vocational certifications), or being experienced at highly-specific tasks. List of Technical SkillsList of Computer Skills More Important Skills These days, technology shapes the world we live in. Thats why many employers want the people they hire to come already equipped with certain technological skills. Scan any of the job postings online, and youll probably notice a trend: technological skills are vitally important. If you lack technological skills within your industry, its a good time to brush up on the following skills: Social media skills:  If youre working in a specific field that involves communications, youll likely need to sharpen your  social media skills. This doesnt just mean learning how to use the platforms, though. You should also know how to use social media sites effectively, and employers often ask you to demonstrate that you are a “power user” of a particular social media channel. Learning how to get your message across on social media will help make you an attractive candidate. Computer skills:  Having at least some  computer skills  is a given in almost any job out there. Most jobs now require some computer literacy, whether using Word, Excel, or even more advanced software. If theres specific software that a company is using, youll probably get trained on it. This may include content management systems (CMSs) or specific data entry tools. If you are not experienced in all the software programs highlighted in the job posting, it would be helpful to demonstrate to the employer your ability to learn new software quickly. Problem solving skills:  This may seem a little like analytical or interpersonal skills, but  problem-solving  is often considered a separate skill. You may have to deal with problems arising that require a quick response and resolution. Being able to think on your feet and solve problems at a moments notice is an important asset every employer longs for. Showcase  Your Skills To be sure you are showing your top skills during your job search, make a list of the  skills and qualities that best reflect your background. Incorporate them into your resume and cover letters. Also think of real-life examples where you applied these skills  to achieve success on the job, in the classroom, or in  volunteer work. Share these examples with your interviewer so they know exactly how much of an asset you will be when youre hired. Transferable Skills If you’re switching jobs or industries, you’ll need to focus on the skills that are  transferable  from your old position to the new  one. Need Skills? Skill sharing has become increasingly popular, allowing people to connect online or in their communities, and to  exchange useful tips, valuable information, and invaluable skills. Find out how  skill sharing can help you upgrade your skills.

Your emotional culture is powerful? - you just need to listen

Your emotional culture is powerful? - you just need to listen Your emotional culture is powerful? - you just need to listen “We’ve never thought that you should have to come to work and assume a mask and look like you’re a bunch of little lead soldiers stamped out of a mold. We give people license to be themselves.” - Herb KelleherMost organizations expect people to check their emotions at the door. Others embrace emotions as long as they are positive - they don’t want to hear anything negative.Regardless of growing praise for how emotions shape people’s performance at work, most organizations don’t manage their emotional culture as intentionally as its intellectual counterpart.Emotions, both positive and negative, are a fundamental part of who we are - they express our basic intelligence and energy. Herb Kelleher, CEO of Southwest Airlines, taught us that you don’t have to check your heart or your sense of humor at the office door.Ignoring or suppressing how your people feel is harmful. Successful organizations integrate both their authentic emotional and cognitive cultures. Just like Kelleher did with Southwest Airlines.The emotional arena of work“For a long time, the dominant perspective has been that emotion is the opposite of rationality.” - Prof. Myeong-Gu SeoEmotions lubricate collaboration - they facilitate social interactions.Stephen Fineman, in his book Understanding Emotion at Work, characterized organizations as “emotional arenas” - their intense emotions divide and bond their members.Frustration, passion, boredom, envy, fear, and guilt - among others - are deeply woven in the way roles are learned and played. They shape decisions, power plays, engagement, and collaboration.Sigal Barsade, professor of management at Wharton, warns organizations, “Decades’ worth of research demonstrates the importance of organizational culture, yet most of it has focused on the cognitive component.”We must integrate both the cognitive culture - the shared intellectual values, norms, artifacts, and assumptions - with the emotional culture - the share d affective values, norms, artifacts, and assumptions that govern which emotions people have and express at work and which ones they silence.“Every organization has an emotional culture, even if it’s one of suppression.” - Sigal BarsadeAccording to Fineman, organizations are often presented as rational enterprises. However, what seems like a comforting picture for the controlling managers, is not necessarily true - we can’t separate our calculative decisions from our intuition.Numerous studies show that emotions shape intent and behavior in conjunction with cognition. Humans make simultaneous cognitive and emotional appraisals of a situation - they are not handled separately by the brain.Feelings and emotions lubricate, rather than impair, rationality, according to neuroscientist Antonio Damasio. They help us prioritize, ease dilemmas, and make choices. Chicken or pasta? - studies showed that people with damage in the part of the brain where emotions are generated couldn ’t make that simple decision.As Stephen Fineman wrote, “Rationality is no longer the master process; nor is emotion. They both interpenetrate; they flow together in the same mold.”Unfortunately, many executives still see soft and hard skills as antagonistic - we must integrate both rationality and emotion rather than idealizing one over the other.Our problem with negative emotionsOptimism has become almost a cult, according to social psychologist Aaron Sackett - pessimism comes with a deep stigma.Labeling people creates more issues. When someone is ‘identified’ as either positive or negative, or as emotionally intelligent or not, it divides rather than integrate the emotional culture.In most organizations, executives quickly learn to cultivate sunny emotions. Norms and research accentuate the benefits of encouraging positivity in the workplace. However, based on my research and consulting, this is an indication of teams that have learned how to manage emotions effective, not that they are always positive.Sophie von Stumm has a piece of practical advice. The psychologist at Goldsmiths University, London spent many years researching the impact of mood and work. She recommends that, instead of worrying about low mood pulling us down, to focus on good mood as a cognitive performance booster.Unfortunately, the quest to attract top talent sometimes turns culture into a PR stunt - organizations prioritize projecting a perfect image over honesty.Authenticity eats a ‘positive’ culture for breakfast.Both positive and negative emotions exist for a reason. Employees are sensors - they detect both problems and opportunities. Rather than dismissing negative emotions, understand what they are telling you about your leadership, team, or company.Being positive is accepting reality, not idealizing it - a positive outlook helps us acknowledge and integrate both positive and negative emotions.In this in-depth MIT article, Christine Pearson explains that, when i t comes to managing negative emotions, most executives pressure employees to bottle their emotions. Or hand them off to HR.According to the leadership professor’s research, most managers simply don’t know how to deal with negative emotions.Some blame it on their own bosses’ behaviors which force them to silence negative sentiments of their own and those of their team members.Many executives complain that dealing with negativity drains too much time and energy. Others worry that their intervention could make things worse. Many more report they’ve had no training about handling negative emotions neither effective role models.Not surprisingly, all respondents could name bosses who missed business opportunities or generated unnecessary costs by mismanaging emotions at work.It is impossible to block negative emotions from the workplace - no organization is immune to people’s highs and lows. However, most senior executives just want to listen to goods news, not to understand th e reality of their teams.“Our CEO doesn’t want to hear anything negative. Not a word about dissatisfaction.”Dr. Michael Parke says. “When people are invested in their jobs, they can get upset or frustrated with things, but they should be able to share those emotions, so it doesn’t stymie their work or creativity.”Research suggests that the inhibition of our feelings shrinks the neurons that cause norepinephrine; it leads to a toxic process in our brain. Negative emotions are a signal - silencing them won’t make problems go away.Fake it until you burn outWhen the customer is king, employees become their servants. Forcing people to suppress their emotions is harmful to both employees and organizations. As Lucy Leonards, occupational therapist, explains, “The continuous regulation of their own emotional expression can result in a reduced sense of self-worth and feeling disconnected from others.”Much work, especially face-to-face service (such as flight attendants, wa itresses or secretaries) involves having to present the ‘right’ emotional appearance to customers.That’s when Emotional labor kicks in at work. This term coined by sociologist Arlie Hochschild refers to how we regulate our emotions to create “a publicly visible facial and bodily display within the workplace.” This emotional labor sometimes requires ‘feeling good’ about the client too.When the customer is king, managers don’t care about their employees’ feelings - if something goes wrong, they blame their team, not the customer. The key lies in finding balance - neither your team, not the clients should be king.We must be aware of emotional dissonance - a negative feeling that develops when a particular emotion conflicts with one’s identity.There are two specific types of emotional labor. Surface acting is when a person has to fake emotion - a tired flight attendant forces herself to smile and be friendly with a disrespectful passenger. Deep acting is about ex hibiting emotions they have worked on feeling - it’s about empathizing and feeling sympathy.Faking emotions causes stress and burnout. The second approach may be healthier according to Barsade. Those who report regularly having to display emotions at work that conflict with their own feelings are more likely to experience emotional exhaustion.For example, most Walt Disney World onstage employees engage in surface acting, which, for many of them, leads to emotional exhaustion. To balance this, they turn their backstage time - when they are not dealing with customers - into a place to “talk about anything, rant, and rave about the company.” Employees feel the pressure to be “so happy” on-stage that to release that emotional burden, they turn the back-stage into a “venting area” - they vent their feelings by attacking the organization.Definitely the pressure to be always positive can backfire - being authentic is what matters the most.Authenticity has benefitsWorkpla ces, where employees feel comfortable expressing their feelings, tend to be more productive, creative and innovative.That’s the key finding of studies by Myeong-Gu Seo and Michael Parke, professors at the University of Maryland’s School of Business and London School of Business, respectively.Their research focused on understanding organizational climate - the shared perception that people have of their workplace based on its processes, structure, and culture - and the emotional behaviors they engender. A big factor that determines this feel is ‘employee affect’ - a term that encompasses moods and emotions.The researchers determined six different mood-based climates - ranging from workplaces that suppress positive, negative or any display of emotion, to those that welcome positive, negative or all authentic emotional experiences and expressions.“It’s true that sometimes emotions screw up,” says Seo, “but emotions are something to utilize, not to suppress or minimi ze, at work. If you look at Google, for example, and other good organizations out there, they actually foster and utilize emotion rather than killing it.”Organizations that encourage people to be open and honest about their emotions perform better at: Collaboration - establishing strong ties with colleagues Productivity - the amount of work a team accomplishes when given a certain level of resources Creativity - the number of new and helpful ideas a team generates Reliability - the ability to avoid making mistakes or errors, particularly in high-pressure situations Organizations that tackle employees’ moods and feelings outperform those that ignore emotions or force people to suppress negative ones.The power of your emotional cultureEmotions are powerful but are not the solution - organizations must balance both their cognitive and emotional culture. Here are some ways to leverage the power of emotion I recommend based on my research and consulting.Move from fear to fearless: If people are afraid of speaking up, not only they will filter their emotions but keep their best ideas to themselves. Psychological safety is essential to encourage people to take interpersonal risks and create a “fearless organization.”Just listen: Ask how people feel - be quick to listen and slow to advise. “Listening meetings” are a powerful tool to hear what’s going on with your team directly. Dave Spence helped recover a mill after a months-long strike by simply “What do you want to talk about?” and then waited and just listened.Mindset check-in: Creating a regular space - in recurring weekly meetings, for example - to let people share “What’s got your attention?” not only increases awareness of how people are feeling but helps people remove distractions and drive more focused meetings, as I explain here.Negative emotions are a signal: Instead of suppressing or silencing them, listen to what negative emotions are telling you? Is a particular individual going through a rough time or are they a symptom of something that’s affecting your team? For example, Change wears people out - what looks like resistance could be exhaustion.Be yourself; allow people to be themselves: Don’t expect people to share their emotions if you don’t show yours first. Role model being human and vulnerable - leaders must balance their cognitive and emotional sides.Avoid labeling people: Emotions and moods are fluid. Labeling people as negative or not emotionally intelligent is easy. However, sometimes, those who are considered “problematic” are just playing a role on behalf of the team - they address what everyone is thinking but no one is saying, as I wrote here.Beware with blind spots: Playing the positive role all the time is exhausting - even the most optimistic people suffer from burnout. Seeing only the bright side not only makes them blind to their own kryptonite but can drain their energy. Everyone needs a moment to release their negative emotions.Monitor team mood: Many companies, like United Way, use apps or buttons to track individual emotions. However, focusing on the collective mood is more important. When someone is going through a rough patch if others are supporting or balancing negative emotions, the overall group won’t suffer. Whatever tool you use, without psychological safety, don’t expect people to be honest.Give people a break: Allow people to take a break from high levels of emotional regulation and acknowledge their true feelings. Organizations that let people take a break behind the scenes tend to fare better under pressure.Gustavo Razzetti is a change instigator that helps organizations lead positive change. He is on a mission to help 1,000,000 people in 2019 become the best version of themselves.This article first appeared on Medium.

How to Ace a Skype Interview

How to Ace a Skype Interview How to Ace a Skype Interview Job interviews via Skype have become increasingly popular over the past few years. Even though you can see one another, a virtual interview is definitely not the same as a face-to-face so you should prepare accordingly. To help you embrace this new technology and help you ace a Skype interview, we’ve put together a few questions to consider: Is it important to dress professionally? Yes, general interview etiquette still applies for online interviews. Don’t be tempted to dress professionally from the waist up only thinking that’s all the interviewer will see. There have been many online interviews where something has happened causing the interviewee to stand up unexpectedly â€" so wear pants!   When you dress professionally it also helps you feel like it’s a formal interview and puts you in the right frame of mind. Is where you sit important for the interview? You can be sure that the interviewer will pay attention to your surroundings during an interview so setting it up well in advance is crucial. Find a neutral, tidy spot in your home or apartment. A messy room could subconsciously impact a recruiter’s view of the meeting and reflect badly on you. Set yourself up so that the interviewer can see your face, hair, shoulders and your upper torso. Check the lighting in the room and how you’re going to sit. There’s nothing worse than a giant, poorly lit head talking at them for hours. Another important thing to remember is to make sure you’re in a room where you won’t be interrupted by children, barking dogs, or other noisy distractions. Is it important to know how to use Skype? If you’ve never used Skype before, make sure you understand it forward and backward to avoid any mishaps that might cause last-minute panic. Have a friend do a practice interview with you to make sure you come across confident on the screen and that you’re fully in control of the technology. Check the microphone, make sure your voice is audible and the picture quality is good. Having a strong internet connection is a definite must have! If technology fails, don’t panic â€" remain professional! Recruiters understand some things are out of your control, so start the call again to regain a connection and/or quickly make contact via land line or email to update the interviewer so you can continue as soon as possible. Is it important to be on time? You wouldn’t dream of turning up late for a face-to-face interview so delaying one over Skype because you aren’t prepared for it is inexcusable. Always call and get everything set up a few minutes early to avoid any issues. Make sure you have your notes ready, something to write with, and a glass of water on hand to avoid getting a dry mouth once you start the interview. Is body language important? For a Skype interview, you’re not going to have the typical informal interaction you would have in a normal interview. You won’t be walking from the reception to the elevator or conference room, so it’s important your eye contact and facial expressions aren’t compromised by technology. Remember to look at the camera â€" not the screen â€" that way the interviewer will feel like you’re maintaining eye contact. Smile and have an engaging, pleasant facial expression. As hard as it might be, try to forget you’re talking to a computer screen and imagine the interviewer sitting across from you. If you can accomplish this small task, you’ll ace a Skype interview!