Developing Workplace Resilience

I've recently suffered a major career setback. Since I teach about high performance and career growth, I want to share how I am addressing it. One day you will need this recipe yourself! My goal in my current "career" is to reach as many people as I can, and to help them achieve career success and satisfaction. For the last three years, the way to do this has been through LinkedIn. Unfortunately, LinkedIn recently made some unknown changes to their algorithm. Other Top Voices and I have noticed a drop of 70% to 80% in the reach of our posts. Since my goal is to share my knowledge with more people, that means my goal just took an 80% hit. In general, setbacks in performance are either due to: A) Something we did Or B) Something external, outside our direct control Mistakes, poor decisions, and missed deadlines are examples of A. They are in our control. Things like Covid, high interest rates, and reorganizations at work are examples of B, outside our control. LinkedIn's change is also case B, outside my control. When a setback comes from something in your control, you know clearly what you did wrong and what you need to change to restore your performance and progress. Fixing your own issues may take time and be difficult, but you know what to do. When the setback is due to something outside your control, you do not know how to fix the issue. So, how can we react when our performance is shattered and we do not know why? Here is my recipe: 1. Allow yourself a fixed amount of time to grieve (and complain if you wish). Emotions are real, and before you can move on you will need to sit with those emotions. But, do not get stuck in them. Curse your bad luck, pout for a minute, etc. Then, move to the next step. 2. Refocus on your core value. Whatever happened, go back to how you define high performance to ensure it is still relevant. I admit, I slipped into defining my own performance by how many people viewed my LinkedIn posts. This was a mistake. My mission is to help others, so getting views is a proxy, not a result. And, using LinkedIn is just a method for the mission, not the mission itself. 3. Adapt your core value if you must (if its value has decreased). In my case, the value of what I offer hasn't changed, the external delivery system has. 4. Once you adapt and/or increase your value, find new ways to deliver it if necessary. Luckily, I have other options for reaching people: my Substack newsletter, YouTube, etc. Since Substack has been such a good partner recently, I will start there. I have also refocused how I write on LinkedIn to make every post focused on my goal. 5. Test, measure, adapt, repeat! Really, this step is everything. Once you get past the grief, jump into action in this loop. Nothing can stop you if you keep working to refine, deliver, and showcase your core value. Comments? Here's my newsletter, which is my next area of investment: https://lnkd.in/gXh2pdK2

The silent productivity killer you've never heard of... Attention Residue (and 4 strategies to fight back): The concept of "attention residue" says there is a cognitive cost to shifting your attention from one task to another. When our attention is shifted, there is a "residue" that remains in the brain and impairs our cognitive performance on the new task. Put differently, you may think your attention has fully shifted to the next task, but your brain has a lag—it thinks otherwise! With apologies to any self-proclaimed proficient multitaskers, the research is very clear: Every single time you call upon your brain to move away from one task and toward another, you are hurting its performance—your work quality and efficiency suffer. Here are four strategies to manage attention residue and fight back: 1. Create a Boot Up Sequence Your personal boot up sequence is a series of actions that prime your mind and body for deep focus work. For me, this involves cold brew coffee, classical music, and sitting in a bright, well-lit environment. Create your own boot up sequence and your attention performance will improve. 2. Focus Work Blocks Block time on your calendar for sprints of focused energy. Set a timer for a 45-90 minute window, close everything except the task at hand, and focus on one thing. It works wonders. 3. Take a Breather Whenever possible, create open windows of 5-15 minutes between higher value tasks. Schedule 25-minute calls. Block those windows on your calendar. During them, take a walk or close your eyes and breathe. 4. Batch Processing You still have to reply to messages and emails. Pick a few windows during the day when you will deeply focus on the task of processing and replying to these. Your response quality will go up from this batching, and they won't bleed into the rest of your day. Attention residue is a silent killer of your work quality and efficiency. Understanding it—and taking the steps to fight back—will have an immediate positive impact on your work and life. 📌 To learn more science-backed systems to improve your life, join thousands who have preordered my first book: https://lnkd.in/eGhQwaRC Enjoy this? ♻ Repost to help your network and follow Sahil Bloom for more.

Conflict gets a bad rap in the workplace. Early in my career, I believed conflict had no place in a healthy workplace. As I progressed, I realized that it was quite the contrary. The lack of conflict isn't a sign of a healthy work culture, rather it is an indication that important debates, discussions and differing viewpoints are being disregarded or suppressed. This insight revealed another key aspect: high-performing teams do not shy away from conflict. They embrace it, leveraging diverse opinions to drive optimal outcomes for customers. What sets these teams apart is their ability to handle conflict constructively. So how can this be achieved? I reached out to my friend Andrea Stone, Leadership Coach and Founder of Stone Leadership, for some tips on effectively managing conflict in the workplace. Here's the valuable guidance she provided: 1. Pause: Take a moment to assess your feelings in the heat of the moment. Be curious about your emotions, resist immediate reactions, and take the time to understand the why behind your feelings. 2. Seek the Other Perspective: Engage genuinely, listen intently, show real interest, and ask pertinent questions. Remember to leave your preconceived judgments at the door. 3. Acknowledge Their Perspective: Express your understanding of their viewpoint. If their arguments have altered your perspective, don't hesitate to share this with them. 4. Express Your Viewpoint: If your opinion remains unswayed, seek permission to explain your perspective and experiences. Remember to speak from your viewpoint using "I" statements. 5. Discuss the Bigger Objective: Identify common grounds and goals. Understand that each person might have a different, bigger picture in mind. This process can be taxing, so prepare beforehand. In prolonged conflict situations, don't hesitate to suggest breaks to refresh and refuel mentally, physically, and emotionally. 6. Know Your Limits: If the issue is of significant importance to you, be aware of your boundaries. For those familiar with negotiation tactics, know your BATNA (Best Alternative to a Negotiated Agreement). 7. Finalize Agreements: Once an agreement has been reached, continue the engagement to agree on responsibilities and timeframes. This ensures clarity on the outcome and commitments made. PS: Approach such situations with curiosity and assume others are trying to do the right thing. 🔁 Useful? I would appreciate a repost. Image Credit: Hari Haralambiev ----- Follow me, tap the (🔔) Omar Halabieh for daily Leadership and Career posts.

The phrase "crashing out" is rapidly gaining traction, describing a breaking point where employees, overwhelmed and exhausted, impulsively disengage—sometimes even quitting without a backup plan. This trend reflects a deeper crisis of mental fatigue, burnout, and a collective inability to cope with prolonged stress and intense workplace pressures. It’s a symptom that goes beyond simple job dissatisfaction, stemming from a fundamental disconnect between individual needs and organizational support. Research highlights several core reasons behind this phenomenon: employees' quest for progress isn't being met; they feel a loss of control, a misalignment with company values, or simply need to take a critical next step in their lives. Coupled with inadequate communication, poor performance management, and a lack of psychological safety, these factors create environments where stress turns into systemic overload, leading individuals to hit a wall. For HR leaders, this is a critical call to action. To stem the tide of "crashing out" and foster a resilient workforce, consider these essential responses: Prioritize Individual Progress: Understand each employee's unique career quest and provide pathways for skill development, challenge, and advancement. Enhance Communication & Transparency: Establish clear, consistent communication channels, ensuring employees feel informed, heard, and supported. Vague benefit details or unclear performance metrics are no longer acceptable. Revamp Performance Management: Move beyond annual reviews to continuous, supportive feedback that clarifies expectations and helps employees align their work with their goals. Cultivate Psychological Safety: Create an environment where employees feel safe to express vulnerability, set boundaries, and admit when they are not okay, without fear of repercussions. Normalize Rest & Well-being: Actively promote work-life balance and model healthy boundaries. Invest in mental health resources and peer support systems to build a more resilient workforce. Empower Managers: Equip leaders with the tools and training to have ongoing, empathetic conversations about well-being and progress, truly knowing their teams' needs. Addressing "crashing out" isn't just about retention; it's about building a sustainable, human-centric workplace where employees can thrive. https://lnkd.in/eYRGhZ3g #HR #EmployeeWellbeing #Burnout #WorkplaceCulture #HumanResources #FutureOfWork #EmployeeEngagement

As a software engineer juggling ADHD and PTSD, I've had to get creative with my work habits. Here's a peek into the strategies that keep me productive. 👨💻🎧 🔊 Loud Music for Laser Focus Forget lo-fi — give me that high-energy beat to lock in my concentration and keep my mind from drifting. 🖥️ Single Screen, Singular Focus Despite the popularity of multi-monitor setups, a single screen minimizes distractions and maximizes my coding flow. 🚫 Strategic Meeting Minimization Meetings can be a significant flow disruptor. I now schedule a dedicated four-hour block for uninterrupted coding, significantly boosting my output. 📴 Phone Coffin: Out of Sight, Out of Mind My phone goes into a literal coffin, and my watch gets docked. If it's urgent, Slack or Teams is the way to reach me. 🔕 Do Not Disturb: My Silent Ally DND mode is non-negotiable during my focused coding blocks to keep those pings and dings at bay. ⏲️ The Countdown Timer Technique A physical timer sets the boundary for my work sprints, helping me stay on track and reminding me when to take a break. 🤖 AI Tools: My Secret Sauce From scheduling with Motion to note-taking with Notion, AI tools help me stay organized and in the zone. And Copilot? It's my co-coding companion that lets me stay in my editor longer. These are my adjustments to keep me coding at my best. If you're navigating similar challenges or seeking focus-enhancing tips, I hope these insights inspire you. Stay productive, and keep coding! #CodingWithADHD #ProductivityHacks #SoftwareDevelopment #MentalHealthAwareness

Let’s face it - current headlines spell a recipe for employee stress. Raging inflation, recession worries, international strife, social justice issues, and overall uncertainty pile onto already full work plates. As business leaders, keeping teams motivated despite swirling fears matters more than ever. Here are 5 strategies I lean into to curb burnout and boost morale during turbulent times: 1. Overcommunicate Context and Vision: Proactively address concerns through radical transparency and big picture framing. Our SOP is to hold quarterly all hands and monthly meetings grouped by level cohort and ramp up fireside chats and written memos when there are big changes happening. 2. Enable Flexibility and Choice: Where Possible Empower work-life balance and self-care priorities based on individuals’ needs. This includes our remote work policy and implementing employee engagement tools like Lattice to track feedback loops. 3. Spotlight Impact Through Community Stories: Connect employees to end customers and purpose beyond daily tasks. We leveled up on this over the past 2 years. We provide paid volunteer days to our employees and our People Operations team actively connects our employees with opportunities in their region or remotely to get involved monthly. Recently we added highlighting the social impact by our employees into our internal communications plan. 4. Incentivize Cross-Collaboration: Reduce silos by rewarding team-wide contributions outside core roles. We’ve increased cross team retreats and trainings to spark fresh connections as our employee base grows. 5. Celebrate the Humanity: Profile your employee’s talents beyond work through content spotlight segments. We can’t control the market we operate in, but as leaders we can make an impact on how we foster better collaboration to tackle the headwinds. Keeping spirits and productivity intact requires acknowledging modern anxieties directly while sustaining focus on goals ahead. Reminding your teams why the work matters and that they are valued beyond output unlocks loyalty despite swirling worries. What tactics succeeded at boosting team morale and preventing burnout spikes within your company amidst current volatility?

The difference between career plateaus and breakthrough moments often comes down to how we process setbacks. 76% accurate recovery prediction. 61% reduced recovery time. 82% renewal rate within 90 days. These aren't just hopeful claims. There's research-backed evidence that failure recovery is a learnable skill. We're not in an era where resilience is optional. We're in a time where your bounce-back ability determines your career trajectory. 💡 Elite performers don't just endure failure differently. They transform it systematically into a future advantage. Here's how research shows they do it: 🔹 𝗡𝗮𝗿𝗿𝗮𝘁𝗶𝘃𝗲 𝗥𝗲𝗰𝗼𝗻𝘀𝘁𝗿𝘂𝗰𝘁𝗶𝗼𝗻 - Reframe setbacks within larger success stories rather than as isolated incidents. Stanford University research found this predicted recovery speed with 76% accuracy and improved subsequent performance in 83% of cases. 🔹 𝗦𝗽𝗲𝗰𝗶𝗳𝗶𝗰𝗶𝘁𝘆 𝗙𝗶𝗹𝘁𝗲𝗿𝗶𝗻𝗴 - Isolate exact failure points through detailed analysis rather than generalizing. Applied Psychology studies show this reduced recovery time by 61% compared to self-criticism approaches. 🔹 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗩𝘂𝗹𝗻𝗲𝗿𝗮𝗯𝗶𝗹𝗶𝘁𝘆 - Share failures with 2-3 carefully selected trusted individuals. Harvard Business School research found this accelerated recovery by 40% and increased learning integration by 57% versus private processing. 🔹 𝗘𝘅𝗽𝗲𝗿𝗶𝗺𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻 𝗠𝗶𝗻𝗱𝘀𝗲𝘁 - Treat outcomes as data points rather than judgments about your capabilities. MIT Technology Review studies show this approach predicted renewed achievement within 90 days with 82% accuracy. 🔹 𝗥𝗲𝗰𝗼𝘃𝗲𝗿𝘆 𝗥𝗶𝘁𝘂𝗮𝗹𝘀 - Develop specific practices that reset mental and emotional states after setbacks. Research found structured rituals reduced rumination by 34% and accelerated return to productivity by 2.7 days. The world doesn't need more perfectionists afraid to fail. It needs resilient innovators who can extract maximum value from inevitable setbacks. That's the mindset we're helping build - for professionals who see failure not as the end, but as the beginning of their next breakthrough. Coaching can help; let's chat. | Joshua Miller 🚀 Download Your Free E-Book:  “𝟮𝟬 𝗦𝗺𝗮𝗹𝗹 𝗦𝗵𝗶𝗳𝘁𝘀 𝗧𝗵𝗮𝘁 𝗟𝗲𝗮𝗱 𝘁𝗼 𝗕𝗶𝗴 𝗟𝗶𝗳𝗲 𝗖𝗵𝗮𝗻𝗴𝗲𝘀” ↳ https://rb.gy/37y9vi #executivecoaching #mindset #leadership

Underrated leadership lesson: Be radically transparent. Feedback shouldn't happen just once a year. It should be a daily, continuous loop. During my 10 years at Bridgewater, I received 12,385 pieces of feedback. And, it wasn't just reserved for formal reviews. Feedback was given LIVE throughout the day. In the middle of a presentation? Feedback. Right after answering a question? Feedback. Truthfully, as an employee, I didn't always love it. But I valued it. After all, they're called blind spots for a reason. This was all the result of one key principle: Radical transparency. A system that integrates candid feedback into daily work life, Allowing employees to constantly assess and be assessed. Here's why it works: ✅ Good thinking and behavior increase ↳ Processes improve when logic is analyzed in real time. ✅ High standards are maintained  ↳ Problems get fixed faster when everything is visible. ✅ No more workplace hierarchies ↳ Continuous improvement happens when everyone is accountable. It's a principle that didn't just change my resilience to feedback. It completely transformed my leadership as a whole. So managers, Consider implementing radical transparency for these 7 reasons: 1. Faster problem-solving ↳ Small issues are easier to fix than big ones. 2. Openness saves time ↳ Less time wasted on gossip and tracking information. 3. Accelerated learning  ↳ Teams grow faster when they understand each other’s thinking. 4. Long-term success ↳ Ongoing feedback improves leadership and the organization. 5. Building an idea of meritocracy ↳ Transparency builds trust and rewards good ideas. 6. Reduced workplace inefficiencies ↳ Open communication cuts wasted time and confusion. 7. Proactive issue resolution ↳ Fixing small problems early prevents bigger ones. While getting scores live in the mid-presentation may not be for everyone: Becoming more transparent has real, tangible benefits, And can put you on a streamlined path to success. Leaders - are you brave enough to try it? ♻️ Repost to help other leaders become radically transparent. 🔔 And follow Dave Kline for more. 

People who are laid off exist. Frankly, they get ignored by events, vendors, companies, etc., because they are not going to provide any immediate return on investment. All of this contributes to the embarrassment and shame for those people who are laid off. They are not alone. When I created CruiseCon, I created it for everyone, including those who can't attend, because they may not have a job. These are the people who need the help, support, and guidance the most, but again, people don't address them. To that end, I reached out to 🐐Steve Shelton 🐐 at Green Shoe Consulting to provide some guidance for those laid off, may be laid off, or anyone who just wants to support them. We will have Steve on a future CruiseCon in a Careers track to cover this in person. The video summary is: Ira interviewed Steve, an expert on career issues and burnout, to discuss how cybersecurity professionals can cope with layoffs and the emotional impact of involuntary job loss. Steve emphasized strategies for regaining control and building resilience, including focusing on personal values, seeking community support, and maintaining a daily routine. They also discussed overcoming embarrassment and shame associated with job loss, suggesting support groups and reframing negative thoughts. Details Addressing Layoffs in Cybersecurity Ira interviewed Steve, an expert on career issues and burnout, to discuss how cybersecurity professionals can cope with layoffs, a prevalent issue in the industry. Steve noted that Green Shoe Consulting is conducting the industry's first evidence-based research on stress and burnout specific to CISOs, with findings to be published in August. They highlighted the emotional impact of involuntary job loss, emphasizing the need for a mourning and grieving period. Strategies for Regaining Control and Building Resilience Steve advised focusing on controllable aspects of life, starting with understanding personal values as a foundation for identity. They also stressed the importance of community support to combat loneliness and maintain mental resilience, encouraging networking and leaning into one's social circle. Creating a daily routine and engaging in hobbies were also recommended for personal well-being, along with considering career coaching and envisioning the ideal future role and environment rather than just taking the next available job. Overcoming Embarrassment and Shame Ira raised the challenge of embarrassment associated with job loss, and Steve expanded on this, noting that shame can diminish confidence and inhibit action. Steve suggested having a support group for venting feelings and emphasized the importance of accepting the situation while reframing negative thoughts. They concluded that negative feelings like embarrassment or shame do not always reflect how others perceive the situation, and encouraged individuals to consider how they would help others in similar circumstances. To get related content, please follow CruiseCon.