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Tag: Work-Life Balance

  • 3 Ways to Meet the Needs of a Divergent Workforce

    3 Ways to Meet the Needs of a Divergent Workforce

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    Opinions expressed by Entrepreneur contributors are their own.

    Mental health, well-being and stress management will rise to priority status as workers demand a work-life balance. This is good news for disabled employees, but how will business leaders rise to meet this need? Executives will work harder than ever to create a more inclusive, welcoming, and accommodating environment to attract and retain these creative and productive workers. Learning to listen, communicate effectively and make changes in how teams work together can go a long way in creating an environment where everyone feels safe and respected.

    Rather than a “sink or swim” approach, leadership can meet workers where they are. This is where a business leader with a limitation can use intuition, see areas for improvement and change the dynamic in the workplace so that needs are understood and met. Business leaders should focus on three main areas to meet the needs of a divergent workforce.

    1. Empathy

    When a worker with a limitation applies for a job in the business world, they often fear the staff will not accept them. They are often worried they will not be heard if they ask for an accommodation. They may be concerned that what seems easy for everyone else will be difficult — or impossible — for them. Empathy is the quality of compassion that allows us to feel what it might be like to be in someone else’s shoes. It is the action-oriented part of compassion.

    It’s not about the number of divergent employees a company has on the roster; it’s about the employee work experience. Executives can show they are aware of the unique needs of the staff and are willing to meet those needs. Managing with empathy means understanding that someone in the office or on the other end of a remote call might have a disability or a limitation they are unwilling to share. It means taking the time to get to know the staff member on a more personal level and responding to their needs in a meaningful, timely way.

    Related: Why Empathetic Leadership Is More Important Than Ever

    Being open about diverse abilities begins with the company website, the company’s reputation on the web and the interview process. From the beginning, a potential candidate with a limitation can tell whether a company will be open to discussing their needs, the accommodations that might be required, and the way a limitation might change aspects of the work experience. A leader with a disability intuitively asks the right questions. Does a new employee need to communicate differently than other employees? What about physically navigating the building? How can the team best work with a staff member’s condition?

    For executives without disabilities, learning to be open and accepting of workers with limitations, striving to communicate more effectively and helping staff members feel safe will benefit not only disabled workers but will also improve the work experience for everyone.

    As an executive, you may feel uncomfortable asking questions or looking for feedback from disabled employees. The truth is that empathy is as uncomplicated as being a good listener, a good observer and a good mentor. When you create a culture that celebrates workers’ contributions with limitations, they may open up about their needs. An employee with dyslexia might need a team member to enter data on an excel sheet. A staff member with PTSD might have to schedule telehealth visits on breaks. If these workers are hiding their needs from you, the cost can be overwhelming stress for them. The company’s stakes are also high: rising turnover, absenteeism and low productivity.

    Related: 5 Ways Employees With Disabilities Help Maximize a Company’s Growth

    2. Accessibility

    A business leader with a disability has the edge when it comes to creating an environment that is equally accessible for everyone. Chances are that a wheelchair-bound executive has circled the parking lot looking for a ramp or dealt with oncoming traffic in a parking garage attempting to make it to the elevator. A legally blind business leader has experienced more than a few meetings where important information was presented only on PowerPoint. If you are an executive without a disability, you may have never considered how many potential candidates might have found your building or information inaccessible; they may have made it to the parking lot, quietly leaving without pointing out how their lack of access left them feeling helpless and excluded.

    A leader with a limitation will look at the corporate space from a perspective of challenge. A disabled executive will ask, “What hurdles will a disabled person meet attempting to work here?

    Do your meeting spaces accommodate divergent needs? Ramps, elevators, the width of doors and aisles between desks, lighting and closed-captioning are just the beginning. If an employee with anxiety issues needs a peaceful place to calm down, or if a worker needs to keep moving to improve chronic pain, is there a place for them to go? What about transportation? Could the company offer a car service or a monthly stipend to cover a ride share?

    However, it isn’t just about disabled staff. The need for accommodations can arise at any time. Workers without disabilities can break limbs, have painful surgeries, be wheelchair-bound or use crutches. Leaders can anticipate how the workspace might become a burden for staff and make adjustments.

    Beyond the physical environment, corporate heads can embrace technology to assist divergent employees in reaching their potential. Technology has moved beyond closed captioning and voice accessibility. Consider how you can make technology more accessible for your staff. A simple solution might be making transcriptions of meetings. These could be emailed out to staff, including those who are hearing impaired.

    Some apps allow people to take pictures and have documents read to them. There are apps that magnify text for those with impaired vision. Young engineers are working with AI to create more effective communication between the hearing impaired and people without that limitation. Executives can fund training and innovations that meet employees’ needs. Both staff and business leaders will be challenged to find different ways of doing things, working together to find solutions so that everyone can be more productive. Simply delivering material and information in a variety of ways will enable everyone to have better access.

    Related: Employers Need Workers. Now They’re Realizing The Untapped Talent of These People.

    3. Team building

    Even if business leaders grow in their understanding of divergent staff, the next step is even more critical: Management can bring employees together to learn from one another. If staff members hide in cubicles or a remote office without fellowship, mutual understanding can’t occur. One of the most innovative ways to find common ground in the workplace is to use team-building exercises.

    What if the office meeting wasn’t just the usual grind? What if part of that time was spent on team building? This can be done online or in the office. A manager can help staff clarify the team and individual goals. Employees can share their hopes or their vision for their lives. Leaders can go around the room, asking the same question, such as, “What are you most proud of?”

    Another option is to bring in a corporate trainer to build synergy. This can be done across departmental lines to bring a fresh perspective. Trainers may give the teams “assignments,” such as a project to complete, a problem that needs solving, or a set of tasks that force them to rely on each other and pull their own weight. Members of the team are pushed out of their comfort zone. They learn how to accommodate diverse abilities in their group using resourcefulness, recognizing strengths and weaknesses, and filling in the gaps when needed.

    A corporate retreat is a chance to get workers out of the office and into an environment where they can open up and share things they wouldn’t ordinarily reveal in an office setting. Staff members can relax, share their fears, and get vulnerable. Whether the retreat lasts a couple of days or a week, they can get to know each other. After a retreat, employees often feel they have gained trust, respect, and a sense of purpose where they work. They may feel they have a better grip on leveraging their team and workplace’s diverse abilities.

    Final thoughts

    An executive with a disability may have the edge in anticipating the needs of staff members with diverse abilities; however, leaders without limitations can find ways to maximize the potential in all staff members by making empathy, accessibility, and team-building a part of the corporate culture. Celebrating your team’s unique skills while working to meet their individual needs will create the kind of environment where the most talented candidates will thrive.

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    Nancy Solari

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  • Zoom to Lay Off 15% of Staff, CEO Slashes Salary

    Zoom to Lay Off 15% of Staff, CEO Slashes Salary

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    Zoom to Lay Off 15% of Staff, CEO Slashes Salary

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  • Starbucks and Disney Forces Employees Back to The Office, But Is Your Company Next?

    Starbucks and Disney Forces Employees Back to The Office, But Is Your Company Next?

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    Opinions expressed by Entrepreneur contributors are their own.

    Given the extensive headlines about Disney and Starbucks ordering employees back to the office, you might think that it’s the beginning of a new back-to-office return across the board. Yet do such headlines represent the reality of a new wave or are they just clickbait for anxious workers who want to avoid the threat of a forced office return?

    Recent survey data from The Conference Board provides a surprising insight into how companies are approaching the hybrid workplace policy. After surveying 1,100 corporate executives across several industries around the globe, including 24% from the U.S., The Conference Board revealed that Disney and Starbucks represent the exception, not the rule. In fact, of the CEOs from the U.S., a tiny proportion — 3% — indicated they would decrease the availability of remote work in their companies. Disney and Starbucks belong to that 3%.

    By contrast, 5% said they would expand it. For example, consider Elon Musk at Twitter. After initially ordering all Twitter staff back to the office, he now reversed course. He embraced remote work by closing Twitter’s Seattle and Singapore offices, telling all staff to work remotely.

    In short, it’s likely that 2023 will see a slight expansion of employees working remotely. These findings suggest that the majority of companies are finding the hybrid workplace policy to be a successful solution for their organization.

    Case study: Hybrid workplace policy success

    One example of a company that has successfully implemented a hybrid workplace policy is a large financial services company, which I know from consulting for it. Prior to the pandemic, this company had a traditional in-office work model. However, as the pandemic hit, the company quickly shifted to remote work in order to keep employees safe.

    As the pandemic progressed, the company realized that remote work was not only effective but also improved employee satisfaction. They, therefore, decided to adopt a hybrid workplace policy that allowed employees to work both remotely and in-office. This approach has allowed the company to continue operating effectively, while also supporting the unique needs of its employees.

    Related: They Say Remote Work Is Bad For Employees, But Most Research Suggests Otherwise — A Behavioral Economist Explains.

    Case Study: Hybrid workplace policy challenges

    Another example is a mid-size IT services company. They initially struggled with the transition to remote work and the hybrid workplace policy, as their industry requires face-to-face interactions with clients. They soon realized that the lack of collaboration and communication between employees working remotely and in-office resulted in a decline in productivity and employee satisfaction.

    To address this, the company brought me in to advise them on improving their approach. With my advice, they implemented a number of measures to improve collaboration and communication, such as weekly one-on-ones between supervisors and supervisees, and setting clear expectations for communication and collaboration. These measures have helped to stabilize the company’s performance, and the hybrid workplace policy is now working well for them.

    Benefits of hybrid workplace policy

    One of the key benefits of the hybrid workplace policy is the increased flexibility it provides for employees. Remote work can offer a better work-life balance, as well as the ability to work from locations that may be more convenient for employees. This can lead to increased job satisfaction and employee retention, which can be especially important in a competitive job market.

    Additionally, the hybrid workplace policy can also lead to cost savings for companies. By reducing the need for office space, companies can lower their overhead costs, and potentially save on costs such as electricity, internet, and office supplies.

    Cognitive biases and hybrid workplace policy

    However, it’s important to note that implementing a hybrid workplace policy is not without its challenges. One potential issue is the impact of cognitive biases on decision-making. For example, the availability heuristic, which refers to the tendency for people to base their judgments on information that is most easily available to them, may lead leaders to rely too heavily on their personal experiences with remote work rather than considering the unique needs and circumstances of their organization.

    Another cognitive bias that may come into play is the sunk cost fallacy, which refers to the tendency for people to continue investing in a decision or strategy because they have already invested resources into it, even if it’s not the most effective solution. This can lead leaders to persist with their initial hybrid workplace policy even if it’s not working well for their organization, instead of getting advice and training on how to improve their approach to hybrid work.

    Related: A Pervasive Myth Employers Believe That Is Hurting Their Remote Workforce

    Conclusion

    The Covid-19 pandemic has forced companies to rethink their approach to work. The hybrid workplace policy has emerged as a popular solution for many organizations, as it allows for a more flexible and adaptable approach to work. However, it’s important for leaders to be aware of the potential impact of cognitive biases on decision-making when implementing a hybrid workplace policy. Through careful planning and regular reviews, companies can successfully navigate the challenges of the hybrid workplace policy and stabilize their business.

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    Gleb Tsipursky

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  • 10 Travel Beauty Essentials You Need

    10 Travel Beauty Essentials You Need

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    Opinions expressed by Entrepreneur contributors are their own.

    Work environments aren’t limited to traditional offices these days. Many opt to work anywhere with Wifi to create a better work-life balance. Others travel extensively for their jobs, heading from city to city with few home stops in between.

    When traveling for work in any capacity, it’s convenient to have a “go” bag packed with your favorite beauty essentials. It takes the guesswork out of packing and ensures you are stocked up before boarding your next flight.

    Related: 5 Beauty Products Every Traveling Entrepreneur Needs in Her Suitcase

    Here are ten must-have beauty items to keep you looking polished and professional wherever you are.

    1. Face cleansing wipes

    A pack of travel-sized face cleansing wipes can easily be tucked into a carry-on and used in a pinch. Get rid of dirt, grime and old makeup easily when a full facial cleanse isn’t an option. Find wipes with soothing ingredients like aloe or eucalyptus to perk up the senses and calm the skin.

    Also, make sure they’re alcohol-free to avoid stripping the skin of needed moisture post-flight. Simple Exfoliating Facial Wipes with aloe vera, pro-vitamin B5 and vitamin E are gentle yet effective for all skin types. When you’re in a hurry but need to wipe the slate clean, so to speak, these will be your saving grace.

    Related: Packing Hacks for Business Travelers

    2. Eye mask and earplugs

    Studies show people sleep better in dark, quiet environments, which makes an eye mask and earplugs an essential travel combination. It’ll help you sleep more comfortably on a plane, train and in your hotel room.

    It’s easy to fall off your natural sleep cycle when traveling from time zone to time zone, which is the first thing that will affect how you look and feel. Protect your sleep schedule for the sake of not only your beauty routine but, more importantly, your overall health.

    Related: How CEOs Optimize Their Sleep Schedule

    3. Lipstick

    It’s amazing what a swipe of lipstick or tinted lip balm can do to make you feel immediately put together. A bold color can feel empowering, while a neutral tone can add just enough of a hue to feel poised and ready to go. Remember to keep lips moisturized by sloughing away dry, cracked skin and applying a lip treatment at night. Then, tuck a favorite shade into your “go” bag and keep a reserve at home so you’ll always be prepared. Get the pigmentation you desire with the hydration you need to keep lips flake-free.

    4. Dry shampoo

    Dry shampoo buys time between washings to keep hair looking and smelling fresh. Adding dry shampoo gives a boost to limp locks and helps out with oily strands. Spray directly at the root and allow the product to absorb before styling. It’s a simple solution to give life back to your hair when stretched for time. Plus, it keeps hair from drying out from washing it too much.

    A go-to for travelers is Act+Acre Plant-Based Dry Shampoo. Its clean, scent-free formula does the trick when heading straight from the plane to an important meeting or from a day in the office directly to a business dinner. Plus, the small travel-sized container can be discreetly tucked away and pulled out to use whenever needed.

    Related: The Must-Have Items in These Entrepreneurs’ Travel Bags

    5. Face moisturizer

    Climate changes can quickly dry out the skin leaving behind a tired appearance. A lightweight moisturizer keeps skin healthy, supple, and bright. Choose one with SPF for sun protection and a formula designed for your skin type. Neutrogena’s Healthy Skin Face Lotion contains SPF 15 and alpha-hydroxy acid to boost skin tone.

    Also, if you want to limit the use of a heavy foundation, a tinted moisturizer works as a good substitute, such as EltaMD UV Daily Tinted Broad-Spectum SPF 40. It provides light coverage without the caked-on finish foundation can often have if the skin is too dry.

    6. Eye drops

    Those who wear contacts already know the importance of eye drops when traveling. However, even if you don’t need glasses, eye drops soothe tired eyes after a long commute or after hours of looking at a screen. There are several name-brand options, but generic eye drops work just as well to brighten up the eyes and keep them from feeling so dry.

    Related: 5 Ways to Use Eye Contact in a Business Meeting to Get What You Want

    7. Mascara

    Mascara is one of the top beauty essentials many refuse to leave home without. It’s another product to pack to make the eyes pop. Opt for a smudge-proof formula like CoverGirl Smudge Proof Mascara that’ll stick with you during a day of travel without smearing. Add a few coats but avoid layering it on too thick to keep the look natural and business-appropriate.

    8. Concealer

    A hydrating under-eye concealer helps to camouflage dark circles and instantly brighten up the face. The trick is to tap the product into place rather than rubbing it back and forth with a brush or beauty sponge. CoverGirl Turblend Undercover Concealer is ideal for all-day wear, providing a matte finish. Use the third finger to dab it under the eye and smooth it out gently. A concealer stick is important when traveling for work to keep the face looking fresh.

    Related: 15 Business Etiquette Rules Every Professional Needs to Know

    9. Blush stick

    A blush stick provides a two-in-one advantage when used as a blush and eye shadow and doesn’t require a brush to apply. Stick to a neutral shade like the Charlotte Tilbury Moon Beach blush stick, a peachy, rose gold hue, and use clean fingertips to blend into the cheekbones for a natural-looking flush. Work situations don’t necessarily require a full face of makeup; sticking with a few beauty essentials can keep you looking polished.

    10. Dental floss

    Though floss may not be deemed a true beauty essential, it’s necessary to have it with you at the ready. Nothing is worse than experiencing an entire meeting or client dinner with food stuck between the teeth. Never get in this type of compromising position (and subsequent embarrassment), and remember to add it to your bag.

    Consider these ten beauty essentials part of your travel arsenal to prepare you for wherever your work travels take you next.

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    Kelly Hyman

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  • What to expect at work this year | CNN Business

    What to expect at work this year | CNN Business

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    New York
    CNN
     — 

    The pandemic has transformed work over the past three years in ways few expected. It normalized remote work, created a shortage of critical workers and drove home to organizations that employees’ mental health and need for a sane work-life balance are critical to retention and engagement.

    So what does 2023 likely hold for you at your job, regardless of your industry?

    There are welcome and unwelcome developments on tap, along with some potentially confusing ones, too.

    Let’s get the bad news out of the way first.

    Regardless of whether the United States slips into a recession, there will be more widespread job cuts than what we’ve seen happening so far in industries like tech, media and finance.

    “We’re starting to see more layoffs pick up in other industries. I do anticipate rising layoffs in most sectors,” said Andrew Challenger, senior vice president of outplacement firm Challenger, Gray & Christmas.

    But that shouldn’t be surprising, given that layoffs in 2021 and 2022 were at their lowest levels since 1993.

    That said, the job market has cooled a bit — but it’s still running hot, with a high level of job openings per job seeker.

    The overall slowdown in hiring is likely to continue, with employers more likely to reinstate performance-improvement plans for underperforming employees and performance-related layoffs, Challenger predicts.

    And, of course, should there be a real recession, the layoffs would cut much deeper.

    While there is still tension between executives and employees about how many days people should be physically present at work, hybrid work and work flexibility isn’t going away.

    “Today, the majority of employers (66%) are permitting hybrid working and an additional 9% give employees the option to work from home every day,” according to benefits consulting firm Mercer.

    Nevertheless, this may be the year employers start to actually enforce their minimum-days-in-the-office mandates, Challenger said.

    Just this week, for example, Disney CEO Bob Iger ordered employees to return to corporate offices four days a week beginning March 1.

    Front-line employees like retail workers, health care aides and security guards, whose jobs require them always to be on site, may be offered other forms of flexibility, said Emily Rose McRae, senior director of research at Gartner, a workplace consulting firm.

    That could include being given a regular schedule, as opposed to working “on demand,” where they don’t know their schedule in advance, McRae said. It also could mean getting more paid leave, or that front-line workers could opt out of working certain shifts or certain days.

    McRae said she sees more employers offering what she calls “proactive rest” options this year.

    The idea is to actively help people recover before becoming fully depleted not only by work, but by the upending of their lives from the pandemic and the social and political upheaval of the past few years.

    “The big shift is in recognizing our work force is in trouble,” McRae said.

    Proactive rest can take many forms. Some employers may offer days off — whether it’s a whole week or just one day a week for a set period of time. Or it could simply mean branding a given workday as a no-meeting day.

    Information technology professionals will continue to win the day at work when it comes to who gets the biggest raises and bonuses.

    “Most organizations are anticipating the talent market to remain as competitive, or more competitive, at least in the first half of this year,” said Tony Guadagni, a senior principal in Gartner’s HR practice. “They will do what they have to to attract that critical talent.”

    Employers’ projected increases for this year in terms of merit increases (3.9%) and total pay (4.3%) are the highest they’ve been in 15 years, according to workplace consulting firm Mercer. But given that inflation is still pacing higher than those levels, you may not feel the raise you get is making a huge difference in what you can afford — unless your skills are in high demand.

    It used to be difficult to figure out whether you were being paid competitively for your talents, since companies weren’t open about what they paid others and colleagues wouldn’t discuss their pay.

    But now that New York City, the state of California, and a handful of other states and localities have implemented pay transparency rules for job postings, it will be easier in 2023 to confirm you’re being paid fairly relative to your teammates, and to determine the salary range on offer if you’re looking for a new job.

    Still, these laws are very new, and companies have not been uniform in how they’re handling the new rules. Some recent job postings, for instance, have advertised unhelpfully wide pay ranges — think $50,000 to $200,000.

    Beyond the big benefits employers typically offer full-time staffers (e.g., subsidized health insurance, a 401(k) match, etc.), they also offer a range of secondary benefits or perks, such as tuition reimbursement, supplemental life insurance, a stipend for home office supplies or financial coaching.

    Gartner and Mercer are seeing more companies let employees decide how best to spend these perk dollars by letting them direct a fixed amount of money across the secondary benefits that are most important to them.

    Your organization may engage in “quiet hiring” this year, if it hasn’t already.

    It’s a misleading term, in that it is neither quiet nor does it involve actual hiring.

    Rather, your company will want to repurpose existing employees — possibly you, if you have relevant skills — for the employer’s highest priority projects this year.

    That could be a great opportunity if you hate being limited to the same tasks of your official job, or if you want to develop new skills and work with new people in your company.

    It also could be highly frustrating, especially if a company is simply putting everyone on rotation to make sure understaffed, critical tasks get done by anyone with the adequate skills to do so.

    Either way, “quiet hiring” may offer an initial taste of a broader trend likely to unfold over the next several years that could spell the end of “jobs” — and specifically job descriptions as we know them, according to consulting firm Deloitte.

    That’s because many employers want to transition away from being a jobs-based organization to a skills-based one so they can quickly adapt to change, address talent shortages and provide their workforce with opportunities to develop professionally, said Arthur Mazor, a principal global leader at Deloitte’s Human Capital Practice.

    So instead of viewing you as a holder of Job X, your company is likely to view you as a person with an array of skills that can be deployed in many ways.

    Early adopters this year can be found across various industries, Mazor said — from software makers to auto manufacturers to financial services to health care.

    Even at companies that have not formalized a shift to being a skills-based organization, the change is happening anyway. Roughly 70% of workers say they’re already doing work outside of their job, according to Deloitte.

    One recent example, cited in Deloitte’s latest work report, comes from M&T Bank, a leading Small Business Administration lender. Its chief talent officer told the firm, “when the Paycheck Protection Program was rolled out during the pandemic, we had to stop thinking about jobs and start thinking about skills. … By focusing on skills versus jobs — and rapidly mobilizing talent in an agile way — we outperformed our peers.”

    It’s too early to determine exactly how this will play out for employees, in terms of incentives offered for switching to a new project or pinch-hitting for another department, how an employee’s work will be assessed and rewarded, and how much say they will get in the projects assigned.

    But done right, Mazor said, employees should have the opportunity to share on an internal database their skills and what areas they wish to develop before being matched with a new assignment.

    “This isn’t a clandestine effort. It involves worker input.”

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  • Why Business Executives with Disabilities Must Take Back Their HealthCare Now

    Why Business Executives with Disabilities Must Take Back Their HealthCare Now

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    Opinions expressed by Entrepreneur contributors are their own.

    Anything less than full throttle is not an option for any business leader, but when you’re running the company with a disability, it takes something more than overcoming a lack of confidence or changing perceptions in the boardroom.

    It’s already tough to get to the top, let alone run your own business. When you get there, taking a day off is not an option; neither is calling in sick. If you require special accommodations, your biggest fear is that corporate heads will put someone else in your role — someone without the need for doctor’s visits, work accommodations, or even surgeries.

    Leaders with limitations often push themselves to prove to stockholders and CEOs that they can thrive in a stressful environment, outperform others gunning for the top role, and do everything themselves. But this is an unrealistic and dangerous way of thinking; this mindset is often responsible for deteriorating health and well-being as leaders put off important medical visits, forego physical therapy or miss medications.

    There is a way to take control of your health and wellness, but it takes a proactive, intentional approach. You can run your personal healthcare strategy the way you run your company — using the skills that brought you your current success. Here are three ways to take back the reins and manage your health.

    Related: How Hiring People With Disabilities Will Make Your Business Stronger

    1. Seize your day

    You may feel you don’t have time for your condition, but if you intentionally plan your medical visits, you can take control of every facet of your personal health care by choosing when you see health care providers. You can decide the time of day and, most often, the frequency of visits to physicians and therapists.

    Think about which appointments are taxing and which help you and your mindset; in other words, which visits work with your day rather than against it. Some physical therapy sessions, for example, might look like a gym routine; for others, therapy might be more relaxing, such as massage or meditation. Think about where in the day your medical visit would best help your productivity — and plan accordingly.

    If therapy relieves you, schedule it early in the day, perhaps at the beginning. You can choose your medical professional based on availability in the morning. But if you’re going through something that puts you in a negative mental or emotional state, save it for the end of the day or even the weekend.

    Business leaders with limitations often complain that they don’t like leaving work, where they feel most confident and take pride in what they do, to walk into a doctor’s office feeling helpless and out of control. If you’re in corporate leadership, you may feel that the negativity you experience going to the doctor goes against the positive mindset you need to motivate others and run your company effectively. But the skills you employ daily running your business can take you far in planning and managing your healthcare needs.

    Related: Why Leaders with Disabilities Bring a Secret Weapon to the Negotiating Table

    2. Be your own advocate

    As a leader, you’ve been hired to solve the tough problems for your company. You can apply this same know-how to your healthcare by assembling a team of positive, upbeat and effective healthcare providers to help you achieve your wellness goals. So often, we accept assigned healthcare workers or doctors on referral. We don’t look past the general requirements of insurance policies to ask questions that could help us find the right individuals to form a healthcare team to support our needs.

    Find like-minded people to care for you. If you need a physical therapist with a “coach” mindset, do the research, read the reviews and find one. If you need a counselor for talk therapy to help you cope with your condition, keep digging and asking questions until you find the right person.

    Since you’re giving up a large portion of your day to attend to your health needs, use the same mindset you have for hiring people at the workplace. Does each person on your team have a positive mindset? Do you feel uplifted when you leave the clinic, even if all the news isn’t good? Does each member of your healthcare team listen to your needs and help you find solutions? Why would you sacrifice your health by accepting unvetted practitioners if you don’t accept inferior performance at work?

    Don’t accept “No,” for an answer, and don’t listen when someone says that a much-needed treatment is not covered by insurance. Often, a little self-advocating can go a long way. You will eventually find a person willing to help you get answers. Using your leadership skills to advocate for yourself and how you stand in the gap for your company is important.

    Related: Employers Need Workers. Now They’re Realizing The Untapped Talent of These People.

    3. Delegate to create a work-life balance

    If you’re in a leadership role, you may not hire employees directly, but knowing who to trust in your workforce is central to managing your company if you have a disability. You’ll need a “go-to” person to step in for you. Find the person who can keep the home fires burning, take that person under your wing, and bring them up to speed on the specific needs of your role in the company. Share with them how you do things, especially the daily schedule, the “musts” of your job, and where to find important information.

    You can simplify this for others if you learn to embrace technology. Invest in researching tech that keeps you in the loop, even if you’re in physical therapy or recovering from surgery. Look for training on iPhone or Android technology that can help you see spreadsheets, scan reports, analyze productivity or go over profit and loss figures, all from your phone.

    Thriving at work is essential; however, managing your time is key to taking control of your wholeness. Your well-being is as vital to the company as it is to you and your loved ones. There’s always time to invest in a healthier and more productive future. You can turn the tide on your health needs using the know-how that brought you to lead in the first place.

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    Nancy Solari

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  • 3 Easy New Year’s Resolutions Every Business Owner Should Make in 2023

    3 Easy New Year’s Resolutions Every Business Owner Should Make in 2023

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    Opinions expressed by Entrepreneur contributors are their own.

    New year’s resolutions are a bit of a joke these days. Let’s be honest. To the point that breaking them seems par for the course. Only 9-12% of the 41% of Americans who make resolutions in the first place follow through with them.

    As business owners, we face this every year too. We set goals for our team, or we have growth forecasts to hit. Right from the jump, we commit ourselves to deliver a long list of lofty promises.

    And do we come through?

    It would be very glib of me to accuse you of writing checks your…um…”bottom” can’t cash. But statistically, that’s precisely what you’re doing. In the warm, cozy confines of the Christmas holidays and new year celebrations, you concoct all of these wonderful new milestones for you and your business.

    Then reality hits. The day-to-day operational issues, supplier delays and client requests. They all conspire to slow your progress to a crawl. Before you know it, you’re preparing for Christmas again, having hardly achieved any of it!

    Related: 10 New Year’s Resolutions Entrepreneurs Should Make Every Year

    The problem is that you tried to change too much!

    We all look for magic bullet solutions, but your mind is just not set up to cope with massive and sudden changes. As much as 97% of your decision-making is done subconsciously. That means that no matter how strong your intellectual resolve is — unless you can internalize your intentions and communicate them favorably to your subconscious — you’re unlikely to see them to fruition.

    You might think that working on your subconscious is a personal indulgence you don’t have time for, but trust me: you have to. Like it or not, your business is an extension of you. It exists because you created it and gave it purpose.

    If you are locked in a personal battle between your consciously held desires and your subconscious emotional programming, your business will rapidly lose direction and focus.

    So with that said, here are three easy new years resolutions that every business owner should make in 2023.

    1. Make ‘check-ins’ a part of your everyday routine

    What do I mean by this?

    I’m talking about taking five or ten minutes twice daily to take yourself off to a quiet space and check in with yourself.

    We can often become derailed as we go through our day. We unknowingly carry the baggage of the various issues we encounter into our subsequent decisions on unrelated matters.

    By checking in regularly, you’ll be able to hear and let go of your frustrations. Your ‘stuck states’ will be freed, enabling you to address your needs with a level head. Thus improving your ability to lead and your team’s ability to deliver.

    Related: This is Why Entrepreneurs Seriously Need to Take a Break

    2. Take regular ‘VIP Days’

    I do this at least once or twice a month, but it’s crucial in getting that 97% of your brain onboard.

    A VIP day involves you indulging in your favorite things to do. This could be shopping, a spa treatment, going to your favorite restaurant for lunch…anything.

    A big part of why you face so much internal resistance to change is because you are hardwired (thanks to millions of years of inherited, genetic wisdom) to resist it. The change represents the unknown, and the unknown is unsafe!

    Bearing in mind that this simple reasoning pre-dates language, reasoning and certainly globalization. It simply doesn’t have the awareness that your conscious mind does. What taking a VIP day will do for you is show your subconscious that you are a person who has taken chances and they have given your more security. Not less.

    A significant point of resistance to growth for so many of us is that we simply do not see ourselves as successful. By enforcing the taking of regular VIP days, you’re actively stepping into becoming that new person holistically. And your subconscious will notice.

    Related: Would You Rather Change or Let Your Business Die?

    3. Set micro-goals for your business

    It’s easy to drag everyone into a meeting on their first day at work of the new year and proclaim that “this year we’re going to aim to double growth in sales!” before dusting your hands off and returning to your office.

    Setting top-level goals is your responsibility, sure. But you won’t get there in one leap!

    Going back to what I just said about your subconscious programming. Looking at a high-level goal like that, with no conceivable way to break it down, is simply going to result in overwhelm for you and your team. You need to think about the lower-level steps along the way to achieving that end result and then walk those through with your team.

    Related: Do You Have a Love/Hate Relationship With Goals?

    Of course: delegate operational responsibility for them, but recognize your responsibility to understand what they are in the first place! When everyone can see the path clearly, understand precisely how to execute their part in it and feel confident in their ability to do so: you’ll be unstoppable.

    Limiting these to three and keeping them simple is to avoid overcommitting yourself and risking a shutdown. The reason for giving your three personal resolutions (rather than ones for your business directly) is to better resource you in terms of your mental resilience so that you can handle whatever comes your way.

    Make no mistake: the challenges of 2022 are likely to continue well into 2023. The best way to hedge against them is by better equipping yourself with the internal resources to guide your team decisively.

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    Daniel Mangena

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  • 4 Commitments All Inclusive Leaders Must Follow

    4 Commitments All Inclusive Leaders Must Follow

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    Opinions expressed by Entrepreneur contributors are their own.

    2022 was the first year of Diversity, Equity and Inclusion accountability for inclusive leaders. Our future will be filled with increasing expectations from employees, customers and business partners, looking for us to step up and courageously respond to societal needs and problems across human differences. It won’t be easy, but it will be good.

    Let’s bring some substance into our learning of how to lead more inclusively. Here’s a deeper dive into four crucial concepts and skills for inclusive leaders in the coming year.

    1. Choose kindness over making others wrong

    I’m unsure when or why we permitted kindness to become a sign of fragility or ineffectiveness. We have a nauseating array of “leaders” who demonize people who disagree politically with them, call names, refuse to care and instead foment the pain of trans people. The examples of meanness and cruelty are simply too long to list. Kindness is often seen as a weakness in the workplace. There’s an epidemic of giving into the self-obsessed impulse to make ourselves right and make others wrong, almost for the insidious sport of it. That is a way to shred relationships. And we see massive malice on social media.

    Kindness is respecting another person’s dignity in ways that help them be happy, comforted, heard or whole.

    Inclusion can be defined in the same way. As an inclusive leader, how do you ensure that your colleagues know that you care about their psychological safety, day-to-day struggles and ambitions? Choose kindness and equip others to be alright, not wrong. Prioritize relationships.

    Related: Why Kindness Is A Crucial Quality For Leaders

    2. Commit to evidence-based decision making

    Inclusive leaders think critically, use credible data and make decisions on that basis. They include their teams and peers in decision-making. This is not an argument for cold-hearted objectivity — inclusive leaders take the complexity of human identities into account and seek to factor in the emotions of all involved. Evidence, facts, truth: whatever words you use, the idea is central for effective and inclusive leaders.

    Inclusive leaders must reject conspiracy-based opinions without evidence, excessively emotional pleas that are more about advocacy than the business you’re there to conduct or unending deliberations or analyses that claim to be ‘inclusive’ at the expense of actually making a good and timely decision.

    Diversity, equity and inclusion should be a source of rigor in your leadership work. Build a healthy definition of ‘evidence’ (and emotions are one kind of evidence), and stay in the game by making inclusive decisions.

    3. Center the future on realities from the past

    This is not a complicated point: we cannot prepare ourselves and our children for the future if we are afraid of our collective past. No committed inclusive leader will accept a law, a policy or a practice to censor history because it makes someone uncomfortable. We need to say this plainly: it’s pure fear and unproductive denial to pass laws that “protect white people from discomfort” when solving the ongoing impacts of racism or antisemitism, or homophobia.

    Such a stance stifles learning, refuses to prepare all our children for the multiracial and otherwise diverse reality of the world we already live in, and directly supports the forms of systemic bias that real patriots fight every day. Suppose your school district or government has passed such laws or policies as an inclusive leader. In that case, you should consider how to change such decisions with powerful education and insistent kindness.

    Related: Don’t Let Fear Conquer Your Greatness

    4. Champion demography as destiny

    The multicultural future has already arrived. Maybe even our families have evolved: babies of color have been the majority of children born for six years, and interracial marriages are now commonplace. Study the 2020 Census, and you will realize our population has been diversifying for generations. The identity mix of your customers and employees is completely profound right now. The way to learn about diversity is widening: neurodivergence, working across generations, navigating languages and cultures to grow globally, understanding the impact of spirituality and religious differences, etc.

    Demographics cause us to consider how our future is already here and coming close. And the elements of DEI will only expand ‘in the future.’ All this change is pushing on your business model: where you source product and talent, how you manage differences with customers and reach new ones, how you work with suppliers and regulators, how DEI equips you to measure what matters in your unit, why you invest in a market or a merger. Inclusive leaders engage demography, so we have the chance to thrive.

    These are some profound challenges for inclusive leaders in the coming years. I encourage you to pursue these Four C’s: choose kindness, commit to evidence-based decision-making, center a future on the realities of the past and champion demographics.

    And a final thought: leading with these challenges in view will help you mend and tend to family relationships during the holiday season and beyond. We can listen to build trust and practice inclusive leadership wherever we go.

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    Chuck H. Shelton

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  • More false claims from George Santos about his work, education and family history emerge | CNN Politics

    More false claims from George Santos about his work, education and family history emerge | CNN Politics

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    CNN
     — 

    Rep.-elect George Santos made additional false claims over the years about his family history, work history and education in campaign appearances over the years, a review of statements made in two of his campaigns for Congress found.

    CNN’s KFile uncovered more falsehoods from Santos, including claims he was forced to leave a New York City private school when his family’s real estate assets took a downturn and stating he represented Goldman Sachs at a top financial conference where he berated the company for investing in renewables.

    CNN also reviewed more instances of Santos providing additional false history of his family’s background. In one interview, Santos said his mother’s family’s historical Jewish name was “Zabrovsky,” and later appeared to operate a GoFundMe campaign for a pet charity (which he falsely claimed was a 501(c)(3) nonprofit) under that alias. Genealogists CNN previously spoke with found no evidence of Jewish or Ukrainian heritage in his family tree.

    In another, he said his mother, whose family has lived in Brazil since the late 1800s, was a White immigrant from Belgium.

    Santos’ campaign did not respond to CNN’s comment request.

    Since reports first surfaced about his false claims, Santos has made efforts to downplay his fabrications as mere “embellishments.” But the previously unreported claims from Santos illustrate a pattern of fabricating details about his life, often in service of presenting a more compelling or interesting personal narrative. The Nassau County district attorney’s office said Wednesday that it is looking into Santos’ fabrications, though it did not specify the falsehoods it would explore.

    In interviews over the past few days, Santos admitted to lying about parts of his resume, including graduating from college, but he told the New York Post that the misrepresentation of his work history at Goldman Sachs and Citigroup was a “poor choice of words.” There is no record he worked at the top financial institutions in the country, as he had previously claimed.

    Santos also denied that he falsely called himself Jewish, claiming he “never claimed to be Jewish” but jokingly said he was “Jew-ish” to the New York Post. He also falsely claimed that his grandparents “survived the Holocaust” and fled Europe to escape Jewish persecution. But CNN found that Santos called himself an “American Jew” and “Latino Jew” on multiple occasions. The Republican Jewish Coalition disinvited Santos from appearing at any of its events because he “misrepresented his heritage.”

    Despite the scandals, the New York Republican, who flipped his Long Island seat, said he will take office in January — spurring calls to resign from Democrats.

    Here are some of the outright falsehoods CNN found:

    In appearances, and in an old campaign biography, Santos claimed his parents sent him to Horace Mann, an elite private school in the Bronx.

    “He began Horace Mann preparatory school in the Bronx, however, did not graduate from Horace Mann due to financial difficulties for his family,” his biography read in 2019 for his first campaign for Congress that Santos lost. “He obtained a GED during his senior year.”

    Santos also made the same claim in an appearance on a YouTube show in 2020.

    “They sent me to a good prep school, which was Horace Mann Prep in the Bronx. And, in my senior year of prep school, unfortunately my parents fell on hard times, which was something that would later become known as the depression of 2008. But we were hit a little earlier on with the overleveraging of real estate. And the market started to implode. Um, and the first thing to go was the prep school. You know, you, you can’t afford a $2,500 tuition at that point, right? So anyway, um, I left school, uh, four months to graduation.”

    But the claim is false, according to the school.

    “We’ve searched the records and there is no evidence that George Santos (or any alias) attended Horace Mann,” Ed Adler, a spokesman for the school, told CNN.

    “Have you ever heard of a Goldman Sachs employee take the stage at the largest private equity conference in the world – SALT, run by Anthony Scaramucci – and berate their employer? Well, I did that,” Santos said on a local podcast this summer. “And I did it in the fashion of renewable energy and global warming. This was the panel I was on. And they’re all talking about solar, wind, and this was back, what, seven years ago now? And I said, you know what, this is a scam. It’s taxpayer money that gets subsidized.”

    The claim is entirely fictional, according to both Goldman Sachs – which has said Santos never worked there – and Scaramucci, who runs the conference.

    Scaramucci told CNN in a message there is not only no record of him appearing on a panel, but no record of him even attending the conference.

    In an appearance on a Fox News digital show in February, Santos said his maternal grandparents changed their Jewish last name from Zabrovsky – a claim for which there is no evidence and records contradict.

    “We don’t carry the Ukrainian last name. For a lot of people who are descendants of World War II refugees or survivors of the Holocaust, a lot of names and paperwork were changed in the name of survival. So I don’t carry the family last name that would’ve been Zabrovsky. I carry my mother’s maiden name which is the Dutch side of the family.”

    Megan Smolenyak, an author and professional genealogist who helped research Santos’ family tree at CNN’s request, previously told CNN, “There’s no sign of Jewish and/or Ukrainian heritage and no indication of name changes along the way.”

    Santos deleted his former private Facebook account last week, but CNN’s KFile reviewed records indicating he used the alias of “Anthony Zabrovsky” for fundraising for a pet charity. The GoFundMe page under that alias no longer exists. CNN reached out to GoFundMe but did not receive a response.

    In one radio appearance from December 2020, Santos falsely claimed that his mother “fled socialism” in Europe and moved to the United States.

    “My father fled socialism in Brazil. My mother fled socialism in Europe, and they came here and built a family. And today they can be proud to have a son who is a well accomplished businessman, who is now running for United States Congress. That’s something that wasn’t in the cards for my family,” Santos said.

    He also claimed in another interview from 2020 that he “grew up with a White Caucasian mother, an immigrant from Belgium.”

    But Santos’ mother was born in Brazil, according to genealogical records.

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  • You’re Not Lazy — You’re Burnt Out. Here Are The 5 Warning Signs.

    You’re Not Lazy — You’re Burnt Out. Here Are The 5 Warning Signs.

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    Entrepreneur burnout can land you in the emergency ward. Learn how to spot the signs now before it’s too late.

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    Ben Angel

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  • The 10 countries with the least paid vacation—the U.S. is No. 2

    The 10 countries with the least paid vacation—the U.S. is No. 2

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    Paid vacation days are essential to promoting healthy work-life balance among professionals. But according to a new report from Resume.io, a career resource platform, American workers aren’t getting enough of them.

    The report, which reviewed data on laws governing annual statutory paid leave and paid public holidays in 197 countries, found that the United States is the second worst country for paid vacation days.

    “The United States’ lack of paid vacation days negatively impacts work-life balance in many ways,” Lotte van Rijswijk, Resume.io’s content team lead, tells CNBC Make It. The average American gets 10 vacation days per year after one year of service, which are all public holidays like Presidents’ Day, Thanksgiving and Christmas.

    According to the Bureau of Labor Statistics, access to paid vacation leave can vary due to a number of factors including industry, full-time versus part-time employment and union versus nonunion status.

    “Studies show that 50% of American workers are not taking vacation time. This lack of downtime could lead to burnout and stress — and in more severe cases depression and mental health conditions,” van Rijswijk says. “According to the American Psychological Association, 27% of U.S. adults say they’re so stressed they can’t function.”

    Based on the report, here are the 10 countries with the least amount of paid vacation days:

    1. Micronesia

    Continent: Oceania

    Total Paid Vacation Days: 9

    2. United States of America

    Continent: North America

    Total Paid Vacation Days: 10

    3. Nauru

    Continent: Oceania

    Total Paid Vacation Days: 10

    4. Palau

    Continent: Oceania

    Total Paid Vacation Days: 12

    5. Kiribati

    Continent: Oceania

    Total Paid Vacation Days: 13

    6. Mexico

    Continent: North America

    Total Paid Vacation Days: 14

    7. China

    Continent: Asia

    Total Paid Vacation Days: 16

    8. Lebanon

    Continent: Asia

    Total Paid Vacation Days: 17

    9. Philippines

    Continent: Asia

    Total Paid Vacation Days: 17

    10. Nigeria

    Continent: Africa

    Total Paid Vacation Days: 17

    According to van Rijswijk, the U.S. also falls short in the paid leave department. Though most countries have a norm of 4 weeks of paid leave, the U.S. is the only “developed country with no statutory paid leave.”

    And given the increased concerns of an economic downturn in 2023, working mothers, fathers, and caregivers shouldn’t expect favorable changes to paid leave any time soon – however, van Rijswijk says “employers who value employees’ wellbeing won’t cut this type of benefit.”

    “Our prediction is that some companies might consider rolling paid leave (parental and vacation) back to the minimum allowed by law. However, businesses with a longer-term vision are unlikely to do this,” she explains.

    “That’s because when companies cut paid leave, all employers can argue is that they are winning back time, and time might be money — but it won’t be worth much if the workforce is overworked, stressed, unmotivated and unproductive.”

    For employees vying for more paid vacation days or paid leave, van Rijswijk recommends advocating for yourself by expressing your needs with leadership.

    “People can advocate for themselves and their needs by negotiating the number of paid vacation days with their employer,” she says. “The most accessible time to do this is at the stage of accepting an employer’s offer of employment — but compassionate employers should be open to having this conversation with staff who feel they require more paid time off (especially when circumstances change, like personal health and family size, etc.), no matter how long they have worked there.”

    “Another way countries with the least paid vacation days can push for change is by putting pressure on government groups and representatives. The more noise employees make about their rights, the more coverage and airtime the issue will receive. Over time this could help decisionmakers take concerns seriously and prompt a change in workplace benefit law and policy.”

    Check out: 

    Doing 4 things can help you bounce back from a layoff: ‘Go into preparation and planning mode’

    This veteran learned these 5 leadership tips in the Navy—they work in corporate America, too

    The 10 mistakes you could make at an office holiday party that are most likely to get you fired

    Sign up now: Get smarter about your money and career with our weekly newsletter

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  • ‘Mental health, Russia-Ukraine War’: What got single people talking on Tinder in 2022

    ‘Mental health, Russia-Ukraine War’: What got single people talking on Tinder in 2022

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    Tinder dating trends: Stances on social issues were considered important for making or breaking matches this year as 75 per cent single Indians sought a match respectful of or invested in social issues on the online dating app Tinder. The top five social issues that got people talking in 2022 were LGBTQ+ rights, environment, mental health, feminism, and the Russia-Ukraine crisis, as per Tinder’s Year in Swipe report.  

    Other issues that got Tinder users talking were cyber safety, inflation, work-life balance, animal welfare, and politics whereas mentions of activism and voter rights saw an increase in profiles.

    Life Coach and Tinder’s Relationship expert Dr. Chandni Tugait said, “Young adults are feeling more confident, recognise what healthy dating looks like, and know what positive signs to look out for when swiping. They are able to focus on the positive characteristics and attitudes that they believe will keep them happy, content, and feeling valued throughout their relationship.” 

    She added, “So while they may go on blind dates, they no longer turn a blind eye to red flags and increasingly look for green flags or positives in a match or a relationship.” Due to the increasing awareness about green and red flags in a match and/or a relationship, red flag, mending heart, and gaslighting emojis were trending on the platform. 

    Apart from red and green flags in a relationship, young single Indians are also clear about the qualities they prefer in a partner. Young Indians prioritised attributes like loyalty (79 per cent), respect (78 per cent), someone who is clear about what they want and has good hygiene (73 per cent), and open-mindedness (61 per cent) over looks (56 per cent).

    Also read: Tinder’s ‘Let’s Talk Gender’ online glossary is the guide we all needed

    Also read: Tinder dating trends 2022: Users want hygienic partners, prefer coffee dates over dinner

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  • 4 Ways Black Diversity Leaders Succeed, and How Executive Peers Can Make Sure They Do

    4 Ways Black Diversity Leaders Succeed, and How Executive Peers Can Make Sure They Do

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    Opinions expressed by Entrepreneur contributors are their own.

    In a previous article, I explored several reasons Black diversity officers struggle and how their CEOs can help. That opens the door to more straight talk about how the leaders themselves can step into their success and how their executive colleagues can be part of that success story.

    I focus on diversity leaders who identify as Black for three reasons: a majority of diversity leaders in America are Black, their Blackness matters and the opportunities they have are familiar to every diversity leader. At this point in history, inclusive leaders are learning to focus on race and keep other aspects of identity in view simultaneously.

    Let’s look at four ways you, as a diversity leader — or as one of your executive peers — can thrive in this vital role.

    1. Ensure that the Diversity Leader’s role is scoped and resourced for achievement

    The ‘DEI Why’ has to be clear and achievable. Yes, it’s crucial to have an aspirational vision for the work, but the successful DEI leader equips other leaders to build their point of view around DEI and lead more inclusively. When you are a high-performing Chief Diversity Officer, you lead a center of excellence that improves company results with talent and customers by reducing bias and generating opportunity.

    So your success as a DEI leader is at serious risk if soaring expectations for what you will achieve languish from a laughably small budget and insufficient sponsorship.

    The CEO and CHRO come in here, ensuring that the agenda, objectives, resources and metrics owned by the diversity leader are reasonable, impactful and communicated. Like any investment, the right team and an actual budget will produce returns.

    Every executive peer to a diversity leader should be asking a behavioral question: How am I substantively supporting our CDO’s success?

    Related: These Are the Biggest Blind Spots in Diversity Initiatives, According to 8 Women Experts

    2. The organization is investing in the Diversity Leader’s development

    Diversity leaders get to improve like every employee. The right commitment to a Black CDO’s growth includes two investments:

    • Business Savvy — Integrate the CDO into the business’s goals, challenges and budgeting core, certainly in policy development, key customer relationships and strategy building with the Board. Center DEI in the company by centering the senior diversity leader in how decisions are made and resources are assigned.
    • Competency Building — Every executive has room to grow. CDOs need active, personal guidance for establishing their brand, optimizing their strengths and minimizing their shortcomings. Black diversity leaders, in particular, require empathetic and honest feedback because white colleagues, in particular, may have been afraid to provide them with the right mix of praise and coaching for improvement. If you’re a white executive like me, commit to care and honesty to grow a relationship of trust with your CDO.

    3. The Diversity Leader relies on influence partners

    The critical context for executive success is peer relationship quality, especially for Black DEI leaders. If trust is “the making and keeping of promises over time and across differences,” and accountability is “behaving in ways that grow trust,” then it is no surprise that diversity leaders of every identity thrive when surrounded by high-trust relationships with their peers in senior leadership.

    You know you’re an influence partner for your CDO when you’re asking yourself two questions: How can I follow their expertise and leadership to become a more effective and inclusive leader myself? In what other ways am I supporting her success?

    One of my favorite metrics, especially if you are a black CDO, is the number of executives influence partners you enjoy.

    Related: 7 Ways Leaders Can Level Up Their DEI Workplace Strategy

    4. The Diversity Leader is disciplined about self-care and leads with an authentic voice

    I’m speaking directly to Diversity Leaders here: You know it’s going well when you’re not struggling to care for yourself, and people are listening to you. You succeed when work is not overwhelming, your voice and agency are growing, and your self-doubt finds little traction. Personal renewal is a challenge for every senior leader — for every adult human, for that matter — and the amount of energy you are spending to remember to care for yourself and then doing so is an excellent indicator of your efficacy as a DEI leader.

    To those who serve as an influence partner to a Black CDO in particular, I offer this: attend to their wellness as friends and colleagues. Are they taking vacations? Are they working 60 or more hours every week? Do you regularly hear them laugh? Are their teams hitting deadlines and generating good ideas? The pandemic is teaching us to lead with genuine empathy, and diversity leaders in your organization deserve as much honest care as you can.

    Related: Self-Care for Small Business Owners and Entrepreneurs

    The senior diversity leader in your firm, and their team, embody and lead the organization’s commitment to DEI as a strategy to dramatically grow the company’s performance and character. If you’re in such a role, dial into your success factors, and deprioritize everything else. To focus like this, secure the support from those above you and a growing circle of your influence partners. And if you are a peer to a Chief Diversity Officer, you can play a key role in her success.

    When diversity executives thrive, the DEI initiative produces results for the business. So we need our CDOs to succeed. Each one of us can help that happen.

    Related: 5 Examples of Unconscious Bias at Work and How to Solve Them

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    Chuck H. Shelton

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  • 4 Things You Can Do To Truly Disconnect From Work Over The Holidays

    4 Things You Can Do To Truly Disconnect From Work Over The Holidays

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    Opinions expressed by Entrepreneur contributors are their own.

    Managing email anxiety is especially challenging for entrepreneurs when taking a much-needed break. You might be taking time off over the holidays to spend time with family, but mentally, you’re back in the office because you can see your emails are piling up. Escaping the pressures of building and growing your business is almost impossible when you don’t effectively manage your inbox.

    While the idea of deleting your inbox is a satisfying thought, I think most of us can agree that may not be the best customer service move. I don’t think my clients would enjoy learning that their emails are being deleted simply because I’m trying to relax and recharge. Fortunately, we don’t have to take such drastic measures.

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    Amanda Haddaway

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  • Jane Fonda: Nonprofit’s work ‘far more important’ after Roe

    Jane Fonda: Nonprofit’s work ‘far more important’ after Roe

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    ATLANTA — Jane Fonda says the work of the Georgia-based nonprofit organization she founded to prevent teenage pregnancies has become “far more important” in the months since the U.S. Supreme Court overturned Roe v. Wade and the constitutional right to abortion it guaranteed to women in the United States.

    The activist and Oscar winner has been an outspoken critic of the court’s decision, previously calling it “unconscionable.”

    While a post-Roe world will be harder on girls because they are the ones who would have to carry a baby, the work to fight teen pregnancy must also focus on adolescent boys, said Fonda, who was in Atlanta for a fundraiser Thursday to celebrate the 27th anniversary of the Georgia Campaign for Adolescent Power & Potential.

    “We have to help our boys understand that they don’t have to get a girl pregnant to be men, that being a real man means taking care of yourself, respecting your body and the body of your partner,” Fonda told The Associated Press. “Things are much, much harder for boys and girls now and, so, teaching them skills around their reproductive health, how to stay healthy, how to stay pregnancy-free, how to say no, how to have agency over their body, these things are more important than ever.”

    Fonda, 84, founded the Georgia Campaign for Adolescent Pregnancy Prevention in 1995 when she lived in Atlanta and when Georgia had the highest teenage birth rate in the United States.

    In 2012, the organization changed its name and expanded its mission beyond teenage pregnancy prevention to include nutrition and physical activity. The group says its programs now reach more than 60,000 young people every year.

    “We have to educate them about how their bodies work so that they will know how to protect themselves,” Fonda said. “We have to help young people see that they have a future that will be productive, that they can work for – towards, that they can reach towards – and getting in trouble when they’re a teenager and having a baby when you’re very young will make reaching for that future that much harder.”

    According to the Centers for Disease Control & Prevention, the birth rate for 15- to 19-year-olds in the United States in 2020 was down 8% from the previous year and down 75% from its peak in 1991.

    Arkansas, Mississippi and Louisiana have the highest teenage birth rates in the U.S. Birth rates also remain higher among Native American, Hispanic and Black teenagers.

    Fonda served as GCAPP’s chair until she moved from Atlanta to Los Angeles in 2010.

    —————

    Follow Alex Sanz on Twitter at @AlexSanz.

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  • 4 Ways to Find the Ideal Work-Life Balance in Leadership

    4 Ways to Find the Ideal Work-Life Balance in Leadership

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    Opinions expressed by Entrepreneur contributors are their own.

    Central to the mindset of most entrepreneurs is converting an idea, invention, passion or hobby into a business that fills consumer needs and makes a profit along the way, which seems like an ideal way to earn a living. While entrepreneurship is often associated with the familiar mantra, “find something you love, and you’ll never work a day in your life,” many in the entrepreneurial trenches would argue that is not the case due to grueling hours, funding concerns and finding people equipped to handle areas outside of their expertise.

    On the road to success, entrepreneurs have to quickly rise to the occasion and become exceptional business leaders as they shepherd their companies to reach new levels. This requires a strategic approach to focusing on core competencies, handling daily operations and managing people to grow a business. Although entrepreneurs are adept at juggling numerous plates and wearing many hats, savvy ones recognize the value of ensuring balance in and outside of work to achieve the best version of themselves from a professional and personal perspective.

    Entrepreneurs and business leaders who develop balance are improving their work success equation and making great strides to create a well-balanced lifestyle that leads to long-term satisfaction and happiness. Here are four things to consider.

    Related: 7 Ways to Get From Burnout to Balance

    Defining balance

    Balance is typically defined as a condition in which different elements are equal or in the correct proportion to help someone or something remain upright and steady. While most agree that work and life cannot be equally balanced at the same point in time due to varying circumstances, they can be averaged so that their benefits complement each other over time.

    Well-balanced leaders realize when they are being spread too thin and take the necessary steps to seek support and regroup before reaching burnout. Conversely, when operations slow down, they demonstrate the awareness to take much-needed time away from the office to refresh and rejuvenate.

    Related: How To Regain Work/Life Balance

    Embracing a brave new world

    There is no doubt that society has entered a brave new world in which companies are working at break-neck speed to adapt and keep pace in areas such as increasing societal concerns, rapid technological advancements, evolving workforce demographics and changing employee priorities. A common thread that drives and unites these areas is a desire for an improved work experience that equates to a better life. As companies continue to embrace the values of this brave new world, their actions should help business leaders better realize a critical need to adopt habits that support proper work-life balance, not only for themselves but also as an example for others.

    Identifying ways to create balance

    Now is the time for business leaders to identify ways to create balance and implement best practices to achieve positive results.

    • View positions as a calling — When leaders regard their work as a calling, they develop a fresh perspective on how they handle their responsibilities, which reflects a higher purpose to make a difference in the lives of others, including employees, clients, communities and personal relationships. A calling mindset provides a solid foundation for emphasizing balance in work and life.

    • Take care of people — Savvy leaders recognize the importance of taking care of their employees, which leads to stronger relationships, dedicated workers, well-developed and knowledgeable teams and increased employee engagement. When leaders have teams they can count on, it not only makes it easier for them to focus on other things in or outside the office, but it also enables co-workers to have more flexibility and balance.

    • Build strong networks – To achieve a balanced lifestyle, business leaders should build strong networks for support in their professional lives and in their personal circles. When leaders have mentors and colleagues who serve as trusted advisors and hold them accountable for properly managing their health and well-being, it helps reinforce better work-life balance. Conversely, building networks for external support that encourage family activities, promote interests and boost fitness initiatives are important ways to connect outside work and form habits that create balance.

    • Control schedules – When business leaders take more control over their schedules, it can significantly impact balance. Leaders should be selective about the number of meetings they attend and the time they travel for business, which can sometimes be delegated to team members. It is critical to designate time for themselves each day for mental breaks that help clear the mind and provide a fresh perspective. Most importantly, leaders should use allotted PTO, participate in community involvement events, and prioritize physical and mental health. Leaders who take care of themselves by controlling their schedules are better positioned to find balance and take care of others.

    Looking in the mirror

    When leaders take steps to lead a more balanced life, they can look in the mirror and see a more relaxed individual who can better focus and make strategic decisions necessary to a company’s success. Their reflection also reminds them that they are setting an excellent example for their teams by encouraging workers to practice work-life balance by viewing their jobs as a calling, increasing fitness efforts, participating in volunteer events and taking time off.

    In addition, well-balanced leaders who develop stronger bonds with family, friends and others in the community see themselves as committed individuals who are making a difference in the lives of others, which in turn improves their lives exponentially. Business leaders who walk the talk about working and living in a balanced manner are developing teams and future leaders to have similar priorities and setting an exceptional example for relatives and acquaintances entering the workforce.

    As work and life appear to be moving at a more rapid pace, it behooves business leaders to evaluate both sides of the equation to help develop professional and personal habits that lead to balanced leadership and a balanced lifestyle that complement one another. When leaders achieve an optimal mix, they should experience greater happiness and success as they pursue their goals.

    Related: The First Step to Achieving Work-Life Balance? Stop Calling It That.

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    Steve Arizpe

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  • Remote employees are working less, sleeping and playing more, Fed study finds

    Remote employees are working less, sleeping and playing more, Fed study finds

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    The COVID-19 pandemic catalyzed a major shift in the way Americans live and work, and a new analysis from the Federal Reserve Bank of New York shows that workers in the U.S. are taking advantage of a widespread shift toward remote work to spend more time sleeping and engaging in leisure activities.

    “One of the most enduring shifts [resulting from the pandemic] has occurred in the workplace, with millions of employees making the switch to work from home,” wrote David Dam, a former New York Fed research analyst, in a Tuesday blog post.

    “Even as the pandemic has waned, more than 15 percent of full-time employees remain fully remote and an additional 30 percent work in hybrid arrangements,” he wrote. “These changes have substantially reduced time spent commuting to work; in the aggregate, Americans now spend 60 million fewer hours traveling to work each day.”

    Dam and his colleagues drew on the American Time Use Survey to better understand how remote workers are using the time saved on commutes. They found “a substantial fall in time spent working,” with the “decrease in hours worked away from home only partially offset by an increase in working at home,” according to the post.


    Federal Reserve Bank of New York

    Changes in behavior differ among age groups, with younger Americans using the saved commuting time to engage in leisure activities like eating out, exercising or attending social events. Americans over the age of 30 spent more time on childcare, home maintenance and meal preparation.

    The flexibility of remote working arrangements, and the apparent fact that remote workers are able to spend less time overall working, will likely mean that workers will bargain hard to maintain the ability to work from home, Dam said.

    “The findings lend credence to the various reports on employees’ preferences for flexible work arrangements, given that cutting the commute enables people to spend their time on other activities, such as childcare or leisure,” he wrote. “This added benefit of working from home — for those who want it — will be an important consideration for the future of flexible work arrangements.”

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  • WorkAbility’s 40,000 Squarefoot Coworking Space Sets New Standards in Denver

    WorkAbility’s 40,000 Squarefoot Coworking Space Sets New Standards in Denver

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    Yoga, meditation, valet parking, gym, doggie salon, library all included. When it comes to amenities, WorkAbility wants you to have it all.

    Press Release
    –


    updated: Apr 5, 2018


    DENVER, April 5, 2018 (Newswire.com)
    –
     WorkAbility officially launches this April 2018 with two central Denver locations: Uptown at The Sudler on 16th & Sherman, and Clubhouse at The Lang on Capitol Hill.

    Their Landmark Collection, which also includes The Old Boilermakers Union (due to open in early 2019), comprises of historical and listed buildings reimagined as contemporary shared workspaces – most notably the old Zang House, which members jokingly refer to as “The Castle” for its gothic brickwork, turrets and infamous gargoyle.

    WorkAbility offers a “one for all” membership policy which enables members to pick and choose their location according to their schedule and which amenities they wish to make use of on any given day.

    The amenities are plentiful, with WiFi, snacks and coffee just scratching the surface. Each spot also has cold-brew on tap for the discerning coffee drinker. Meeting spaces can range from four to 60 depending on a member’s needs.

    Yoga and meditation classes are free to all members as well as the use of an on-site gym, showers and changing rooms. There’s a library, a lecture hall, a café, a bespoke doggie washroom just in case a member has a mucky puppy – yes, they can bring their dogs to work too. Oh, and WorkAbility will also park members’ cars for them.

    “We want to give our members a chance to incorporate more than just work into their workdays. It’s easier, timewise, to achieve that goal if everything is all in one place.” says Elizabeth Pritchard, CEO of WorkAbillity, “A 45-minute yoga class is just that if it’s only one floor down.”

    There’s also talk of a dedicated podcast studio and daycare center. Watch this (work)space.

    Uptown at The Sudler – 1576 Sherman Street, Denver CO 80203

    Clubhouse at The Lang – 1532 Emerson Street, Denver CO 80218

    8 a.m. – 8 p.m. Monday – Friday

    Telephone – +1 (720) 5000 311

    www.workability.works

    For further details and media, please contact:

    Caroline Lofts
    Caroline@workability.works
    +1 (303) 668 2842 MT
    +44 7900 911 415 GMT

    Pricing:

    Daily

    Per Day $17.50

    Coworking Per Day from $17.50

    Monthly

    Per Month $275

    Coworking Per Month (Roaming) from $275

    Dedicated

    Per Month $300

    Coworking Per Month (Dedicated) from $300

    Joint Membership

    Per Month $475

    Joint Membership Monthly from $475
    Private Offices Per Month From $900 Offices Serviced and Furnished from $900

    Source: Workability

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  • Pollinator Films Releases Indie Hit Comedy “The Bad Mother” Just in Time for Mother’s Day

    Pollinator Films Releases Indie Hit Comedy “The Bad Mother” Just in Time for Mother’s Day

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    Press Release
    –

    Apr 27, 2016


    Hamilton, Canada, April 27, 2016 (Newswire.com)
    –
    ​​​​​​​​​​​​Pollinator Films today announced their dramatic comedy The Bad Mother is now available for rent, purchase and gift worldwide via Video On Demand at badmothermovie.com.

    The acclaimed film stars a real family and tells the story of Tara, a mid-30s woman who has to lean out of her career to take care of her kids. The lid of her frustration is blown off when her five-year-old son accidentally posts a private rant she wrote about her husband’s evil workplace to the Internet. Tara and her family must deal with the dizzying consequences which include drug cocktails, the humbling eye of her own mother, and a reunion with her ex-boyfriend, played by superfood “rock star” David Avocado Wolfe. 

    “I knew there was a hungry audience for this film, but there was no movie out there for them!”

    Sarah Kapoor, Writer & Star

    Teaser Trailer:  https://youtu.be/IVtLDCJD9IU

    Full Trailer:  https://youtu.be/UUfDjjLWfmA

    Clip 1: Tara’s mom informs her that she’s looking older. https://youtu.be/nkyfnQ_cljo

    Clip 2: Tara’s best friend Joan questions her sanity.  https://youtu.be/jwFdCsl_PQk

    Clip 3: Tara’s ex-boyfriend and old colleague Francis (played by David Avocado Wolfe) misses her. https://youtu.be/JwOPTZpZ_h0

    Download full quality files for broadcast

    The film about the stresses of work vs. kids has made audiences both laugh and cry, often at the same time.     

    “None of it’s true and all of it’s true,” laughs writer and star Sarah Kapoor.  “I knew there was a hungry audience for this film, but there was no movie out there for them,” says Kapoor, who literally put in her blood, sweat and tears to make the film.

    For working moms (and Dads!) and stay-at-home Moms alike, this totally relatable, yet totally fantastic Kickstarter-backed film has had audiences literally ROFL. 

    “Flowers die. And unless you’re writing the poem, cards are trash waiting to happen,” says Director / Producer David J. Fernandes who is encouraging gifting the movie to hard working moms this Mother’s Day.

    Written and starring Sarah Kapoor and her whole family, the film was co-directed and co-produced by Pollinator Films’ David J. Fernandes and Sarah Kapoor, and financed completely independently. 

    The movie has just started its film festival circuit, and has already been nominated for Best Feature, Best Actress and won Best Cinematography Prize at the Hamilton Film Festival. Audiences have loved the creative soundtrack featuring indie musicians Cobario, interwoven with powerhouses Bonnie Tyler and Doris Day. 

    Movie-goers are calling it a “must-see” and saying, “I laughed, I cried, I peed a little.” 

    TO BOOK AN INTERVIEW:

    Jenny Vásquez 
    Executive Assistant
    1-289-931-4345
    jenny@pollinatorfilms.ca

    ****

    About Pollinator Films

    Pollinator Films Inc. is the creative collaboration between Sarah Kapoor and David J. Fernandes. They write, direct, and produce thought-provoking content. The Bad Mother is the company’s first feature film.

    The Bad Mother will have its US Premiere at the Big Island Film Festival in Hawai’i on Memorial Day Weekend, Friday, May 27, 2016 at 7pm.

    The Bad Mother will also screen as part of the Niagara Integrated Film Festival in Niagara On The Lake, Canada, June 10-19, 2016 (Date TBA).

    Source: Pollinator Films Inc.

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