Never say “it’s not my job.” However, if you consistently do things that are not part of your job, don’t bring you anything, and may cause you not to have time for more important tasks, then stop. It is no good for you or the organization in the long run if you spend your time on tasks from which everyone benefits except you, the person doing the actual work.
When having a job interview, look at it from the perspective of two adults with equal rights and needs who are talking business. If you keep the conversation focused on the needs of your potential employer, you are halfway there.
Admit to yourself that you have weaknesses and if they hold you back, go and fix them. Don’t try to turn them into strengths, but get the basic competence, so the weakness doesn’t drag you down.
Don’t get caught in some of the most frequent pitfalls like doing things the way you have always done, not listening, trying to take action too quickly without understanding the environment, learning the wrong things, setting unrealistic expectations, or trying to do too many things in parallel. A thoughtful, well-planned approach will pay dividends.
Don’t underestimate the importance of proper onboarding and integration. It is very attractive and often expected to dive right in and start quickly producing results, but it will make you less effective and haunt you down the road.
When you increase what you demand of your employees, you need to increase the resources you provide and allow for adequate recovery time. You want your team to flourish.
Onboarding remotely is a challenge. Take ownership of the process. Working from home in a hybrid environment can be great, but you need to do it right, so it doesn’t impact your career and well-being.
A job change can hurt your well-being. Entering a new job is a significant drain on one’s internal resources. These resources, like focus and energy, are then missed elsewhere.
Starting a new job often brings a mix of excitement and anxiety. Take a proactive approach and prepare well, clarify expectations with your boss, understand how success will look like, learn fast and methodically, build relationships and alliances, build trust and credibility by going for early wins, keep calm and composed, help others through the change, and have a risk mitigation plan.
Exceptional performance is highly individualized. Combining the right people into a team, so each of them uses their strengths leads to high-performing teams. The Truth About Competency Models Revealed.
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