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Many businesses are still trying to figure out how to adapt to the COVID-19 pandemic.
Some have had to adjust how they operate, and unfortunately some have had to reduce staff. As the pandemic continues, there's actually a lot that businesses can learn from COVID-19 that could benefit them and their employees in the long run.
What Is The Company's Emergency Work Plan?<div style="width:100%;height:0;padding-bottom:56%;position:relative;"><iframe src="https://giphy.com/embed/d10dMmzqCYqQ0" width="100%" height="100%" style="position:absolute" frameBorder="0" class="giphy-embed" allowFullScreen></iframe></div><p><a href="https://giphy.com/gifs/the-office-mrw-d10dMmzqCYqQ0">via GIPHY</a></p><p>A company's emergency work plan can be all over the map.</p><p>In the case of COVID-19, many companies have had to convert to an entirely remote workforce. As a result, companies may relax or add remote work policies, while adjusting technology, job positions, and company policies to reflect a <a href="https://www.workitdaily.com/remote-work-on-the-rise" target="_blank">remote workforce.</a></p><p>Some companies have had to layoff or furlough staff and operate with skeleton crews in order to survive during the crisis. Not all of these employees will get their jobs back.</p><p>When the crisis is over, companies will tighten their belts and evaluate their operations and spending. This will include identifying the essential positions the business needs to operate and the size of the workforce.</p><p>After making it through a crisis, businesses try to put themselves in a better position to survive the next crisis. Even if it's impossible to predict what the next crisis will be.</p>
Are The Company's Employee Benefits Appropriate?<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMjg5ODg5NC9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYwODU2NTA1OH0.QJySqv6jvPyF9D3HB2MaubSogkLlN1-KZngRL2YdElI/img.jpg?width=980" id="a09e5" class="rm-shortcode" data-rm-shortcode-id="584c7367d5be333595e8eab98f88c01d" data-rm-shortcode-name="rebelmouse-image" alt="A business man wears a mask to limit the threat of coronavirus while at work." /><p>The COVID-19 pandemic has also brought to the forefront concerns about sick pay and leave.</p><p>Some companies have adjusted their policies on the fly as a result of COVID-19. It's likely that many more businesses will take some time to review their sick pay and leave policies and ask themselves these questions: </p><ul><li>Were they adequate? </li><li>Can we improve them? </li><li>Do we have the resources to improve them?</li></ul><p><strong>These aren't always easy questions to answer, but it's important to have these conversations.</strong></p><p>Survey employees and get some feedback about what they feel they need for sick pay and leave benefits. Many of the suggestions may be unrealistic, but you'll get good insight into their needs and may be able to craft a policy that's a fair compromise.</p><p>A <a href="https://www.shrm.org/resourcesandtools/hr-topics/benefits/pages/planning-2021-benefits-changes-for-the-covid-19-era.aspx" target="_blank">recent article</a> by the Society for Human Resources Management indicates that employers will be reevaluating their health care plans. Of the health care plan changes being considered, 32% of employers are considering expanding virtual or telehealth programs, and 25% are considering expanding <a href="https://www.workitdaily.com/mental-health-benefits-for-employees" target="_blank">mental health services</a> or employee assistance programs.</p><p>The end of this crisis is also a good time to review some other employee benefits, such as other health and wellness policies and <a href="https://www.workitdaily.com/work-from-home-permanently" target="_blank">remote work</a> policies and flexibility.</p>
Was The Business Able To Help The Community During The Crisis?<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMjg5ODg4NC9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYwOTU0MjA4N30.BM-4Q8c5Ho3Ty8gJMmfDaMtEXHeNJjFuNYT7yPhKE18/img.jpg?width=980" id="62cf7" class="rm-shortcode" data-rm-shortcode-id="543816d2d488dc117dabdff2c2776769" data-rm-shortcode-name="rebelmouse-image" alt="Company donates food to a local food pantry." /><p>Every company's situation is different, and not everyone has the resources to take care of both their employees and community. But if you do, lending a hand to the community can do a lot to increase morale during difficult times.</p><p>During COVID-19, there have been many <a href="https://www.workitdaily.com/companies-helping-out-during-coronavirus" target="_self">businesses that stepped up in small ways to help their communities.</a> Some businesses have offered free food to medical personnel and first responders, while other companies have halted production on their usual products to produce medical equipment, including hockey equipment manufacturing company Bauer, who is <a href="https://www.usatoday.com/story/sports/nhl/2020/03/26/coronavirus-relief-bauer-hockey-equipement-company-makes-masks/2914413001/" target="_blank">producing masks for medical professionals</a>.</p><p>Other companies have been helping out by making financial donations to organizations in need during the crisis.</p><p>When it's time to take a step back and evaluate how your business handled the crisis, ask if you're equipped to help both your employees and community. <strong>Not only is it a great thing to do, but it will help your employer brand.</strong></p><p>Job seekers look for companies that give back to their communities and take pride in such efforts.</p>
Did The Business Handle The Crisis Well?<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMjg5ODgxNC9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTY0NzY5NDg5NX0.RHN6tUkxD9d9Yzh-htHvZPmwSe-6tJXbrhoJvwtN0IY/img.jpg?width=980" id="17676" class="rm-shortcode" data-rm-shortcode-id="bd9ec68ff7b93fafe60fedd39ff1bacc" data-rm-shortcode-name="rebelmouse-image" alt="Business leaders discuss feedback about how it handled a recent crisis." /><p>This is the one overarching question that hangs over everything. In order to accurately answer this question, it's important to do an honest self-assessment. This is also another situation where it's appropriate to survey employees and get their feedback.</p><p>Whether the company handled the crisis well or poorly, there's a lot that can be learned by tackling this question head-on. It's important to know what you did well and what needs to be improved.</p><p>If your business struggled to handle this crisis, it doesn't necessarily mean it failed. Failure is not learning from your shortcomings and addressing them.</p><p>Handling a crisis poorly and not addressing it can do permanent damage to the <a href="https://www.workitdaily.com/employer-branding-mistakes" target="_blank">company's reputation.</a> Society tends to be more forgiving to those who are willing to admit their mistakes and make changes to address them.</p><p>In a perfect world it would always be business as usual, but crises happen. Those companies that make it through need to take a step back when it's over, reflect, and use it as an opportunity to make their businesses stronger.</p><p><br></p><p><strong>Have you been impacted by a layoff? Get back on your feet with Work It Daily's FREE masterclass </strong><a href="https://workitdaily.lpages.co/how-get-job-laid-off/" target="_blank"><strong>Laid Off & Looking.</strong></a></p><p>If you're looking for more in-depth help to get your career on track, try joining <a href="https://workitdaily.lpages.co/pricing/" target="_blank">Work It Daily.</a></p><p>Work It Daily has a team of trained career support specialists that will work individually with you to come up with a specialized plan. All of our memberships offer private coaching along with unlimited networking potential, and a library of exclusive career courses. Additionally, and for no extra cost, you'll also receive unlimited resume, cover letter, and LinkedIn profile reviews by our trained specialists as part of our membership.</p><p><strong><br></strong></p>
According to Prosci, "Change management is the discipline that guides how we prepare, equip and support individuals to successfully adopt change in order to drive organizational success and outcomes." And, most importantly, organizations do not change—people do.
Why Is Now The Time For Us To Look At Evolving Change Management Practices?<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzUzNDUxMC9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYwNTUzODg2NH0.P9dmNzrkPg_8YfwedGa1LY6u-ve1Pc7ocTq9Ntt6b2g/img.jpg?width=980" id="e07c2" class="rm-shortcode" data-rm-shortcode-id="38360a5228f195b53505122362bdfc1a" data-rm-shortcode-name="rebelmouse-image" alt="Professionals implement change management practices in the workplace" /><p>Things are changing all around us at a very rapid pace. With emerging technologies and the constant threat of disruption, companies need to adapt and transition quickly. However, our most primitive part of the brain isn't wired for rapid change. It is wired to help us survive and keep us in our comfort zone. It doesn't know the newer part of our brain that is designed to learn and take in new information. So, there is conflict. We must understand the three rules of the mind:</p><p>1). It likes what is familiar and rejects what is unfamiliar</p><p>2). It will move you away from pain and towards pleasure</p><p>3). It always does what it thinks you want it to do</p><p>There are several reasons why individuals resist change:</p><ol><li>They aren't open to the possibility of change</li><li>Fear of the unknown</li><li>Insecurities or fear of being rejected</li><li>Not valuing the change</li></ol><p>We need more people to be open to the possibility of change. For change to be accepted on an individual level, it must be viewed as positive. There must be a clear and compelling reason why this change is needed. We must instruct our brain that we are excited about this change and want it to happen. How we feel about everything comes down to the words we use and the picture in our minds.</p>
If We Change The Words We Use And The Pictures In Our Mind Regarding Change, Will That Alone Increase The Likelihood Of The Shift Being Sustainable?<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzUzNDU2NC9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYxNzAzNjMxMX0.sMLRkSIOQ48Twj39NMDKxgH08X0a0nszVxpvsUHUJvo/img.jpg?width=980" id="210fb" class="rm-shortcode" data-rm-shortcode-id="35ebf4da5fde5f3d10e3469ac68d9789" data-rm-shortcode-name="rebelmouse-image" alt="Group of professionals talk about change management" /><p>Yes, unless an individual has a hidden block or belief that opposes the change. Most of us have these and they reside below our conscious awareness. When you try to make a change and keep having setbacks, or it feels frustrating or hard, it's because there is an opposing belief at play.</p>
How Do You Go About Uncovering Those Limiting Beliefs?<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzUzNDU1Ny9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTY1OTA1NDEyMX0.nop5trbh8gcdc777QIrW6u7_fRZBCttFFm0XnP64H_s/img.jpg?width=980" id="724d2" class="rm-shortcode" data-rm-shortcode-id="01bff0053d63f9d294703373fd515130" data-rm-shortcode-name="rebelmouse-image" alt="Executive implements comprehensive change management practices" /><p>When I work with clients on an individual basis, I take them through Rapid Transformation Therapy. This process bypasses the conscious mind and gets right to the subconscious, which holds the answers to what is currently holding us back. Once you can clear that old belief, you can then replace it with empowering thoughts that support the change you are trying to make. You can take the same principles and apply them when working with larger groups.</p>
You Mentioned Disruption. How Does Individual Mindset Transformation Help Guard Against That Constant Threat?<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzUzNDU3MC9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTY0MzMwODc4MX0.2yreVWQQc97_kKX68-37gjpg3j5mSXPEwfUXxsgwg-w/img.jpg?width=980" id="b5166" class="rm-shortcode" data-rm-shortcode-id="9403983526a8ed86fe89b76bbd828e77" data-rm-shortcode-name="rebelmouse-image" alt="Professional woman about to talk about change management" /><p>There is a book titled <em>The Innovator's Dilemma</em> written by Clayton Christensen. He describes how successful companies met their existing customers' needs and anticipated their future needs rather than explaining how businesses destroyed or shut down other companies with their innovative approaches. He explained how small companies with minimal resources were able to enter a market and displace the established system. According to Christensen, business disruption was a <em>good </em>thing. Christensen also says that a disruptive business is likely to start by either satisfying the less-demanding customers or by creating a market where none existed before.</p><p>I see a shift that needs to be made where every employer is fully leveraging their unique human capital. Technology comes in and automates the more routine, simple tasks, leaving the more complex work being completed by humans.</p><p>This presents an opportunity to shift from focusing primarily on cost reduction and efficiency gains to redefining what work should be and continuously expanding value for the customer.</p><p>Thought jobs require a higher level of creativity, problem solving, and out-of-the-box thinking. We all have these capabilities within us, but many haven't exercised those muscles. It could be due to a fixed mindset culture but is often the result of limiting beliefs that individuals hold regarding what they are capable of achieving.</p>
What Is Standing In The Way Of Organizations Fully Leveraging Their Human Potential?<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzUzNDU4NC9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYyMjI0ODg3MX0.-UgSvio9oO5yhfiyyoA0bx8kaxJijPe1DRRPhBnD0io/img.jpg?width=980" id="591d1" class="rm-shortcode" data-rm-shortcode-id="897513c8383b9192f1d945045b5bcf6e" data-rm-shortcode-name="rebelmouse-image" alt="Co-workers in a meeting about change management" /><p>The individual's perceived sense of self. We each adopt various roles and labels throughout our lifetime. Each comes with a predetermined set of expectations regarding how one should act and behave according to that label. For the most part, these are very self-limiting and constricting. For example, I had always identified myself as an introvert. I used it as an excuse for why I couldn't be good at something or do certain roles. I would tell people that I was terrible at networking because I was an introvert. I would never entertain sales jobs because you must be an outgoing extrovert to achieve in that position. Neither of those excuses were true. They were just a mental construct that I had created in order to align with the label that I had assumed.</p><p>Our minds will work tirelessly to ensure that we stay in alignment with the identity that we have latched onto. We must release these labels that are holding us back. We must shift our identity to assume that of a high performer, an innovator, a curious risk-taker, etc. We must understand the attributes of someone operating at peak performance and assume those now. Our reality can never be greater than the image of self that we hold.</p>
Traditional Change Management Focuses More On The Outcome Or The Process. You Are Stating That A New Approach Needs To Focus On The Individual First?<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzUzNDY3My9vcmlnaW4ucG5nIiwiZXhwaXJlc19hdCI6MTYwNzUwNDgzMX0.qi4ymZ2VEANNWOC69QHel4FGGtW5ByVtwSVmtRLFL0c/img.png?width=980" id="e75b0" class="rm-shortcode" data-rm-shortcode-id="1f18f32928885955c101d673df12fec0" data-rm-shortcode-name="rebelmouse-image" alt="Change management visual" /><p>Absolutely. When you change a process you are asking an individual to change a behavior. For an organization to evolve, the individuals working within it need to expand beyond their current mindset. This requires a shift in identity and the ability to act on these new behaviors. In order for change to be sustainable, we must move from "static" learning to "transformational" learning. Every level of leadership must embrace and model this new method of learning and change adoption. Individuals must be able to be part of the change process, leveraging their unique human capabilities. They must be empowered to make decisions, take ownership, and be part of the transformational success of the organization. It's not enough to just talk about the changes, every individual in the organization must be the change.</p><p>Where the more traditional models and this new, transformational approach agree is that there must be a focus on driving change at the individual level. The Prosci Model is based on solid change management best practices:</p><ul><li>Focus on driving individual change</li><li>Clear goals</li><li>Simple Framework</li><li>Common change language</li></ul><p>Guiding an individual through the change process is a critical step and there is broad awareness that most projects fail on the people side of things. Yet, there is a deeper level of work that must occur on an individual basis in order for real change to occur. It's time to go beyond surface-level activities and address change where it can actually be transformed, at the individual level of self-image.</p><p>Traditionally, the focus is placed on implementing a process or achieving a particular outcome. While those efforts may result in making some incremental progress, individuals must believe they are capable of making the desired changes and this is where an identity shift must take place. The lack of the right goal, process, or even willpower isn't the cause of why change can't be sustained. The main culprit is the subconscious identity, otherwise known as your self-image. As author Maxwell Moltz said in the best selling book, <em>Psycho-Cybernetics</em>, "Self-image is the key to human personality and human behavior. Change the self-image and you change the personality and the behavior. The self-image sets the boundaries of individual accomplishment. It defines what you can and cannot do."</p>
A good friend recently sent me the link to an article all about the value of coaching. I'm sure it's no surprise to all of you that I loved it. However, it also reminded me I should be reminding all of you why having a career coach is the best thing you can do for your professional development.
1. You Could See A 300% Return On Your Investment<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzUzMTMzMS9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTU5Nzk5MDE4NX0.i4gswxYb57nChXfiFEawhclg7YXCEEYAT30Uny1MJHs/img.jpg?width=980" id="08f34" class="rm-shortcode" data-rm-shortcode-id="b7839486ebca4d453eed860abce76434" data-rm-shortcode-name="rebelmouse-image" alt="Man at a job he landed by utilizing a career coach" /><p>According to a survey in the article I mentioned above, wellness programs have been shown to provide approximately a 300% return on investment (ROI). In other words, companies who spend $1 on a wellness program earn $3 as a result of decreased turnover, fewer sick days, reduced health insurance costs, etc.</p><p>It's no wonder wellness programs have experienced such tremendous growth—it makes financial sense. The same can be said about career coaching. If you invest in yourself and your career by getting a coach, you'll see the return on investment in the form of <a href="https://www.workitdaily.com/professional-development-tips" target="_blank">professional growth and development</a>. </p>
2. Your Relationships Will Improve<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzUzMTMzNy9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTY0NzQ3NjkzN30.7wrLbZ2V9Iu1YMHLj61ZcGSHk9qEzR-VZIx-TrOs8gU/img.jpg?width=980" id="304af" class="rm-shortcode" data-rm-shortcode-id="d710013222c7ab0aeae661ba7d059597" data-rm-shortcode-name="rebelmouse-image" alt="Woman talks to a career coach" /><p>Another study shows that professional coaching has an even greater impact on things like relationships and teamwork. The study says recipients of coaching saw a 77% improvement in relationships, 67% improvement in teamwork, 61% improvement in <a href="https://www.workitdaily.com/how-to-fall-in-love-with-your-job" target="_blank">job satisfaction</a>, and 48% improvement in quality.</p><p>Getting coaching on one aspect of our lives, like career coaching, can have a positive affect in many different areas. It's a good kind of domino effect. </p>
3. You'll Have More Positivity In Your Life<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzUzMTM0MC9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTY1NzEzMDUyNn0.-FPckz0Xsh1c8JofrBdoTM5zuXDJFFeBIL_HIhxyW7o/img.jpg?width=980" id="c1c97" class="rm-shortcode" data-rm-shortcode-id="3c564e12a91b6b0ea443cec3c98a9716" data-rm-shortcode-name="rebelmouse-image" alt="Man chats with a career coach online" /><p>Career coaches are trained to focus on <a href="https://www.workitdaily.com/end-week-on-positive-note" target="_blank">positive outcomes</a> and be a source of motivation. They tailor their efforts to help you find greater satisfaction. Since no two people are the same, having a career coach ensures you are getting assistance that speaks to your wants and needs—not someone else's. More importantly, it's been proven that the best way to get what you want is to surround yourself with positive people.</p><p>Unfortunately, that's not always the case with family and friends. So, hiring a career coach ensures you've got at least one positive influence in your life!</p>
4. You'll Be Following In The Footsteps Of Star Performers<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzUzMTM0NS9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTY0MDMxMzYxNH0.MTLDmNptjH2RDtNgPt5OqASsvIGuKM0i1mFU0IEXDKY/img.jpg?width=980" id="f2a3c" class="rm-shortcode" data-rm-shortcode-id="1e29f61f6286096b3b1cfa642e723a8a" data-rm-shortcode-name="rebelmouse-image" alt="Group of successful people who get career coaching" /><p>One <a href="https://www.workitdaily.com/hiring-a-career-coach-stigma" target="_blank">outdated stigma about career coaching</a> is that it's for people who are underperforming or troubled. On the contrary! Most smart folks who seek out career coaching do so because they want to be high performers and feel satisfied with their efforts.</p><p>In the article above, Paul Michelman, editor of <a href="http://hbswk.hbs.edu/archive/4853.html" target="_blank">Harvard Business School's Management Update</a>, says, "whereas coaching was once viewed by many as a tool to help correct underperformance, today it is becoming much more widely used in supporting top producers. In fact, in a 2004 survey by Right Management Consultants, 86% of companies said they used coaching to sharpen the skills of individuals who have been identified as future organizational leaders."</p><p>So, by choosing to invest in coaching, you are saying to the world you believe in yourself and your ability to be a star performer! </p>
5. It Doesn't Take Up A Lot Of Time<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzUzMTM2NS9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYxNDA3ODAyMX0.zDMtVOrrwhb8FE3umtlSvNMp0nkBNxo6Rs9Q3p0GRX4/img.jpg?width=980" id="3c49d" class="rm-shortcode" data-rm-shortcode-id="7167a76bb0fa1cae2f02aeadae6a605d" data-rm-shortcode-name="rebelmouse-image" alt="Woman talks to a career coach on her computer" /><p>Many people assume coaching is like working out: you need to do it daily to see any results. That's true! But the good thing about career coaching, like <a href="https://www.workitdaily.com/quick-and-easy-home-workout" target="_blank">working out</a>, is that it doesn't take much time if you have a plan, know what you're doing, and have the right mindset.</p><p>Good coaches understand that you need to work professional development into your schedule. Moreover, studies show that just a few hours per month can have a huge impact.</p><p>At Work It Daily, for example, our slogan is "If you want to win, you've got to work it daily." Working on your career for just a few minutes a day is enough to transform your professional outlook. This is the strategy we promote at Work It Daily, and it has helped thousands of our members find jobs and grow their careers. </p>
6. Career Coaches Tell You What You NEED To Hear<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzUzMTM4OC9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYzNzU1MjY2N30.11sf0DGXWbeHVdY5HLOZRgowL4tngNWBu1N9MLOjJnQ/img.jpg?width=980" id="84c12" class="rm-shortcode" data-rm-shortcode-id="9bf6b4411e479e3a4be833b02b74a42b" data-rm-shortcode-name="rebelmouse-image" alt="Professional woman meets with a career coach" /><p>While you may be friendly with your career coach, they are not your friend. They are your advocate for change.</p><p>Unlike your family and friends who are opinionated and biased about you and your career, a career coach will look at you objectively and strive to empower you to take the necessary actions to <a href="https://www.workitdaily.com/tips-setting-achievable-career-goals" target="_blank">achieve your goals</a>.</p><p>In short, while the people in your life tend to tell you what you want to hear, your career coach will be honest and tell you what you need to hear to make your career goals a reality.</p>
7. You Could Get Your Employer To Pay For It<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzUzMTM5OC9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTY0MDkyNzkwMn0.Z0b2rirmijGxZT7yY-PUwZIrtr5sBO-m0ZedjeMlo9U/img.jpg?width=980" id="d8b81" class="rm-shortcode" data-rm-shortcode-id="ba02e224556bdf3ead9e90a06efbdb5d" data-rm-shortcode-name="rebelmouse-image" alt="Man listens to a career coach" /><p>For the longest time, companies have only paid for their executives to have career coaches. But that trend is changing. According to the article previously mentioned, online shoe and clothing company <a href="https://www.zappos.com/" target="_blank">Zappos.com</a>, known for their outstanding commitment to creating a culture of unparalleled customer service (they even teach this through <a href="http://www.zapposinsights.com/" target="_blank">Zappos Insights</a>), has a full-time goals coach who works with any employee—not just management—on helping them create better lives.</p><p>Now is the time to see if your company is considering budgeting for career coaching services as part of their benefits program. With all the surveys showing the positive impact it has, there's a good chance your employer may see value in footing the bill for your career coach. </p><p>In the event you are laid off, you should still ask your employer if they will provide <a href="https://workitdaily.lpages.co/outplacement-services-laid-off-employees/" target="_blank">outplacement services</a> to help you find your next job. Career coaching at any stage in your professional life, no matter what kind of challenges you face, can be a true game changer. </p>
8. They'll Help You Break Bad Habits<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzUzMTQwOC9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTY0Mzk1ODcxMH0.iJAL_laq3yBb5q0Ps_r-xzdtjtFHlYh9aLw_hFbSRrM/img.jpg?width=980" id="d310c" class="rm-shortcode" data-rm-shortcode-id="4ec139f54b3a70087ac1f3448b33cb46" data-rm-shortcode-name="rebelmouse-image" alt="Woman addresses her bad habits with a career coach" /><p>A good coach will never tell you what to do. Instead, they'll help you identify <a href="https://www.workitdaily.com/bad-job-search-habits-unemployed" target="_blank">habits that are holding you back</a> from success. Then, they'll coach you on the actions you should take to learn new, better ways to accomplish your goals.</p><p>In short, career coaches teach you how to remove roadblocks to success on your own, ensuring you can do this for yourself both now and in the future.</p>
9. It Shows You Think Like An Executive<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzUzMTQwMy9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYxNzk0NDc2MH0.XAjw26L3XNgWTE9-3_5lVZchbHC-3BuF1v3yokAsnYo/img.jpg?width=980" id="0ad42" class="rm-shortcode" data-rm-shortcode-id="c56278274ac6660c0b2ed77dfb2e1147" data-rm-shortcode-name="rebelmouse-image" alt="Two executives talk about career coaching" /><p>The article above indicates <a href="https://www.workitdaily.com/executive-professional-presence" target="_blank">some executives</a> will pay as much as $3,500/hour for a particular coach. Yikes! That's too rich for my blood. But the article goes on to say most personal coaches charge a monthly retainer between $500 to $2,000 a month. What this means is either there are a lot of really silly executives wasting their money on coaching each month or they are getting results that makes them feel it's worth the investment.</p><p>At Work It Daily, our goal is to make career coaching accessible to everyone, not just executives with deep pockets. That way, you can think like an executive without worrying about the price tag. </p>
10. You Deserve Better In Your Career<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzUzMTQxMC9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYxNTE2MTAzN30.OJS5bYjeDKM93G7KmdHY92OdTlbmGJLOFEoCQtLpGB4/img.jpg?width=980" id="dad31" class="rm-shortcode" data-rm-shortcode-id="52146700ef17d588e802186eb6eb647e" data-rm-shortcode-name="rebelmouse-image" alt="Happy man receives career coaching" /><p>Forget the economy for a second and just ask yourself, "Do I deserve better?" If the voice in your head says, "Yes!" then you need to take action.</p><p>Let's face it: If you could have found greater <a href="https://www.workitdaily.com/keys-to-career-success" target="_blank">career satisfaction and success</a> on your own, you would have by now. So, why not give yourself some well-deserved support that will help you get what you want and deserve this?</p><p>We spend a third of our lives at our jobs. Isn't it time you felt good about your career?</p>
On a recent episode of JT Talks Jobs, we invited Stacey Lewis, founder of HR Interrupted, back to continue our conversation on race and the workplace. The topic? Microaggressions.
What Is A Microaggression?<span style="display:block;position:relative;padding-top:56.25%;" class="rm-shortcode" data-rm-shortcode-id="4111be88f23ab6d96c8f4056d5a353a5"><iframe lazy-loadable="true" src="https://www.youtube.com/embed/WF3xjTEoDkA?rel=0" width="100%" height="auto" frameborder="0" scrolling="no" style="position:absolute;top:0;left:0;width:100%;height:100%;"></iframe></span><p>Microassaults, microinsults, and microinvalidations all fall under the umbrella of microaggressions. The common definition of a microaggression is as follows: a statement, action, or incident regarded as an instance of indirect, subtle, or <a href="https://www.workitdaily.com/overcome-age-discrimination-in-job-search" target="_blank">unintentional discrimination</a> against members of a marginalized group such as a racial or ethnic minority.</p><p>Lewis prefers a shorter, more concise definition, which she shared during the livestream. Microaggressions, in her experience, can best be summed up as "brief, everyday exchanges that send denigrating messages to a certain individual because of who they are."</p><p>Microaggressions are like little jabs or cuts. They pick away at a person. They may seem harmless or insignificant in the moment (and to those of us who have white privilege), but they add up when they happen every day. </p><p>Both of these definitions are easy to understand. But when it comes to real life, are we aware of the microaggressions that occur in the workplace on a daily basis? </p>
Examples Of Microaggressions<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzUxNTc5Ni9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYwMTQxOTE2M30.2njipC7lSHtXOi8UPTnWG2aFuatyEO_cpG2nNAqW6KU/img.jpg?width=980" id="8a78e" class="rm-shortcode" data-rm-shortcode-id="afed4182d7abbf7535e409dd02b78c68" data-rm-shortcode-name="rebelmouse-image" alt="Two co-workers have a conversation about microaggressions" /><p>"You don't know what you don't know," Lewis says. "When you know, you do better." </p><p>It's important to learn how our words and actions can affect our colleagues at work, and what words and actions are hurtful and harmful. If you realize you've said some of the following at work, don't be defensive and don't beat yourself up. Education is power. </p><p>So, think about your conduct in the workplace. Have you said any of these things at work?</p><ul><li>"No, where are you REALLY from?"</li><li>"What are you?"</li><li>"You don't act like a normal black person."</li><li>"I don't see you as black."</li><li>"No, you're white."</li><li>"I don't see color when I see you."</li><li>"I am not racist. I have a lot of black friends."</li></ul><div>The following examples of microaggressions at work are a little more subtle:</div><ul> <li>"You are so smart and articulate."</li><li>"So, you don't speak Spanish?"</li><li>"You're really pretty for a dark skin person."</li><li>"Why do you sound white?"</li></ul><p>A common microaggression scenario we see in the workplace is when a person of color presents something to a few colleagues and somebody asks, "Was this information vetted?" It is okay to ask this question if everyone is asked it. Don't single a person out.</p><p>Note: It is always okay to <a href="https://www.workitdaily.com/how-to-compliment-your-coworkers" target="_blank">compliment someone</a>. Just don't add "for a ____ person" to the end of the compliment. If there is something you admire about a person, tell them. Don't take the humanity out of the workplace...which brings us to our next point. </p>
How To Have A Conversation About Microaggressions In The Workplace<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzUxNTc4NC9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYzODU5MzQwOX0.ly0VFWg18WJJHJIS22as1iIw9tczhMnQJ6kHE56xKHs/img.jpg?width=980" id="a8fe1" class="rm-shortcode" data-rm-shortcode-id="c563c586cb2638211b9f92ad37d77f70" data-rm-shortcode-name="rebelmouse-image" alt="Two women smile after a conversation about microaggressions in the workplace" /><p>For those of you not knowing how to approach someone at work about microaggressions, there are a few things you can do to <a href="https://www.workitdaily.com/how-to-start-a-conversation-on-linkedin" target="_blank">start a conversation</a> on the topic.</p><p>When you are a victim of a microaggression, don't be afraid to stand up for yourself. You can control how you react, but you can't control their behavior.</p><p>Lewis encourages you to respond to the microaggression with something like this: "When you said that, it hurt my feelings. Let me help you with that. Let me tell you why that's a problem for me, why that frustrated me and made me mad. Let me tell you why that's a problem statement."</p><p>You can also use intellectual curiosity to your advantage. Ask the person, "What's the foundation of your statement?" </p><p>Both of these options allow a conversation to occur. It helps the victim of the microaggression share their experience with the colleague. Let's remember that this education process goes both ways, though.</p><p>If you've realized you've committed a microaggression at work, seek to understand. Give your colleague an opportunity to explain why what you said hurt them. Pay attention. Ask, "Why is that important to you?" But consider your relationship with the person before you have this conversation. If you've never talked to them before, don't make this the icebreaker. </p><p>Humanity is at the heart of these conversations. When we look at race in the workplace, we have a tendency to overthink and take the human component out of it. "Sometimes we want to make this so hard because we really don't want to change," Lewis says. </p><p>If you want to change, start having these uncomfortable conversations at work. The result? Trust, respect, and a deeper connection with your colleagues.</p>
Resources & Additional Info<p><br></p><p>All of us at Work It Daily want to be more informed about the struggles Black Americans and other minorities face on a daily basis, so we can better help those communities with their careers. We realize that what we do best as a company is educating and providing useful resources to those who need them, hence this article and the livestream that inspired it.</p><p><strong>Some additional FREE resources include:</strong></p><ul><li><a href="https://workitdaily.lpages.co/common-job-interview-questions/" target="_blank">List Of Common Interview Questions</a></li><li><a href="https://workitdaily.lpages.co/free-resume-samples-mistakes/" target="_blank">Resume Mistakes Guide</a></li><li><a href="https://workitdaily.lpages.co/how-to-write-cover-letter-samples/" target="_blank">Cover Letter Samples</a></li><li><a href="https://workitdaily.lpages.co/workitdaily-job-search-checklist/" target="_blank">Job Search Checklist</a></li><li><a href="https://workitdaily.lpages.co/how-to-change-careers-free-guide/" target="_blank">Career Change Guide</a></li></ul><p><br></p><p>Many thanks to Stacey Lewis, whose passion for re-engineering the HR agenda led her to create <a href="https://www.hrinterrupted.com/about-1" target="_blank">HR Interrupted</a>, a community organization for HR Influencers with grit who unapologetically interrupt historical workplace ideologies and practices through inspiration and insight.</p><p>Learn more at <a href="https://www.hrinterrupted.com/" target="_blank">hrinterrupted.com</a> or follow her on Instagram <a href="https://www.instagram.com/hrinterrupted/?hl=en" target="_blank">@hrinterrupted</a>.</p>
We are pleased to announce the arrival of Work It Daily's first online job search summit! If you're looking for help with your job search, you can't pass up this exclusive opportunity.
What To Expect...<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzUwODc2OC9vcmlnaW4ucG5nIiwiZXhwaXJlc19hdCI6MTYxMjcwNDA4NH0.o8tQTYOJAUq0cGwWIfUdrKjYfEVbHShLuP0GqE8V_pQ/img.png?width=980" id="7930e" class="rm-shortcode" data-rm-shortcode-id="b174aa350f8f00400ac705f303fe8dd0" data-rm-shortcode-name="rebelmouse-image" alt="Work It Daily's online job search summit agenda" /><p>We hope to see you there!</p>
There's no doubt that things have shifted dramatically as a result of the COVID-19 pandemic. Now, leaders are asking themselves hard questions.
The Past Is Present?<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzQ0ODc3MC9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYxOTk0NTM2Mn0.8eNAgfs4FtndPFFFaes3M76_uRj3und7ZN7ncAav2yE/img.jpg?width=980" id="e00d0" class="rm-shortcode" data-rm-shortcode-id="92ff4962f36321057286486073304bc6" data-rm-shortcode-name="rebelmouse-image" alt="Leadership team mapping out their post-COVID-19 company culture strategy" /><p>The 2008 financial crisis forced leaders to rethink operations, supply chain, vendor management, employee engagement, ethics, and integrity. Layoffs were widespread and money vanished, while the real estate market collapsed amidst big bank failures fueled by consumers inability to pay excessive mortgages. </p><p>It's now 2020: The pandemic health crisis is new, yet the economic dynamics seem eerily familiar. With the exception of "essential workers" in the food (grocer), safety, and health sectors, business has shut down. Supply chain vendors, grocers, and healthcare systems struggle to keep pace with consumer need/demand as we experience roller-coaster infection rates, re-openings, and new shut-downs. How to survive this is anyone's guess as every day brings on new cases and more questions.</p><p>According to a Fortune 500 CEO survey, 97.2 % of CEO's said keeping employees safe and productively employed is their #1 concern. (1)</p><p>A company's strong employee culture and the ability to pivot quickly with evolving dynamics are key to thriving Post-COVID.<br></p>
“Return” to Workspace (RTWS) — Can We? Should We? How Do We?<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzQ0ODc3My9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTY1MTAxMzIxOH0.QqTM8ON8vRtPcTmQGNWozBL4x7dUcY1ZVjt5UeGak_o/img.jpg?width=980" id="734be" class="rm-shortcode" data-rm-shortcode-id="14123f401b0f12109da56447df6dbb30" data-rm-shortcode-name="rebelmouse-image" alt="Executive discussing how to navigate the new normal with his employees" /><p>A company's culture must absolutely drive this question. Grant Reid, MARS CEO, said, "Part of my job is to import stress and export serenity...how do you bring them back safely into a work environment, keep the social distance and allow them to be successful and safe? Your associates are looking for stability, some hope, some compassion, some trust." (2)</p><p><span></span>The physical aspect of return is critical. "Companies are re-evaluating physical layouts specific to each employee. They are looking at common areas; multi-tenant commercial spaces...and rearranging reception common areas." (2)</p><p>Workstations need more distance and hallways need to become one-way venues. Employers must also evaluate testing protocols for employees, frequency of testing, and qualified caregivers conducting those tests. GoHealth Urgent Care is providing clinical back-up when employer resources are unavailable. (3)</p><p>Occupational Safety and Health Administration (OSHA) has created guidance on engineering and administrative controls for preparing the workplace for re-entry. (4) And, the EEOC has issued updated guidance on how employers can avoid violating the ADA and other employment laws in addressing the virus. (5)</p><p>Significant concerns arise for Workers Compensation insurance. Historically, community-spread illnesses (e.g. cold or flu) have been excluded. Six states recently passed "presumptive" legislation, and 14 total have expanded regulations to include COVID-19 as a workplace illness. To complicate matters, other injuries in the workplace may go unreported, or claims closures extended since non-urgent treatment is delayed in most jurisdictions. (6)<br></p>
Regulatory Climate: “Innovating Change, Governance & Compliance”<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzQ0ODc3Ny9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYzNzg5NDY4NX0.ebVYy8aVjI5Dv0Pwh0nMBXWL9ZGMQkbe0NY2mcdFJCg/img.jpg?width=980" id="7ad09" class="rm-shortcode" data-rm-shortcode-id="3b6b5706dcf087ecee2cc4a9c2b7d922" data-rm-shortcode-name="rebelmouse-image" alt="Leader looking over company plans for compliance and governance post-COVID-19" /><p>One of the many challenges from this pandemic has been dealing with an ever-changing regulatory climate. With Workers Compensation rule changes, amendments to health benefits, the need for Childcare/Adult care, and the implementation of the Families First Coronavirus Response Act (FFCRA), companies have struggled to make difficult decisions to care for their employees.</p><p><span></span>This is the time to look for innovative ways to step up employee benefits such as adding paid sick leave, amending sick policies to ensure employees are paid even if the business is closed, and unlimited paid sick leave even for workers not previously covered, such as hourly workers. Adding child care reimbursement, and increased emergency child care and eldercare benefits can help your employees deal with the pressures of working from home.All group health plans will need to adopt changes to ensure that their plans comply with changes made by the FFCRA and the CARES Act and provide sufficient benefits to combat COVID-19. (7) Under the acts, group health plans will have to do the following: </p><p><span></span>- Cover the full cost without cost-sharing (i.e., deductibles, copayments, or coinsurance) of testing for COVID-19. This requirement extends to tests provided by both in-network and out-of-network providers and is mandated for the duration of the public health emergency. Both swab tests that collect a specimen from an individual's upper respiratory tract to diagnose a case of COVID-19 and approved blood tests that look for antibodies to the coronavirus must be covered</p><p><span></span>- Once developed, group health plans will also be required to provide coverage without any cost-sharing for coronavirus vaccines.</p><p><span></span>To lessen the anxiety of your employees, consider adding or extending mental health benefits that are personalized and confidential, and offer telehealth services.</p>
Employee Wellness and Benefits: “Are You Walking the Talk?”<img lazy-loadable="true" src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMzQ0ODc3OS9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYwMzk5NDg4M30.vgEGpxTvGh_GcVqiVwkUXQD40ExhXpTBQjqGUPeZYIw/img.jpg?width=980" id="e854b" class="rm-shortcode" data-rm-shortcode-id="378a18e55406e6b5707cb62c2bd12b12" data-rm-shortcode-name="rebelmouse-image" alt="Leaders discussing how they can implement new company culture changes amid COVID-19" /><p>According to J.S. Nelson, Villanova University Charles Widger School of Law professor, "The working landscape has changed, perhaps forever. How employees and management move forward from this experience will shape the workplace for decades to come. These challenges include" : </p><p>1. Recognizing individual circumstances</p><p>2. Reacting with empathy when feeling out of control</p><p>3. Maintaining transparency when feeling out of control</p><p>4. Not taking advantage of the situation to push other agendas</p><p>5. Remembering the power of healthcare and benefit coverage while not abusing them (8)</p><p>Understanding where your organization stands on these ethical challenges is a good foundation for the decisions you need to make for the future. Questions you then need to ask are:<br></p><p>- Are your mission, values, and culture still relevant today and in the near, very different future? Do you have a process in place to continually assess this?</p><p>- Is your culture helping or hindering your companies' performance?</p><p>- Are your employees weathering this "storm"? What do they need less of or more of to be happier and more productive? Can you even answer this question? Do you know how they feel?</p><p>- Are you looking for opportunities for hyper-personalization for your employees and customers? For example, do you give employees whose mental health issues worsened by working from home alone, priority when coming back to the office?</p><p>- How your employees view your stand on diversity, inclusion, equity, and belonging have always been important, but with the ultra focus in the past few weeks, how would you rate your organization? Have you made this a priority?</p>
You see the message you were dreading. Your work was found deficient. No one wants to have their work critiqued or have its flaws pointed out. And most definitely, not in public. Yet it happens for some professionals. While it never feels good when things go wrong, taking a step back, evaluating what happened, and thinking about how to prevent a recurrence can go a long way towards building resilience, strength and future success.