Build moments of silence into your day

Research shows that silence restores the nervous system, helps us sustain our energy and conditions our minds to be more adaptive.

To build these quiet moments into your day, start small. For example, you could: Punctuate meetings with five minutes of quiet time.

Close your office door, retreat to a park bench or find another peaceful hideaway. Try ‘fasting’ from news and entertainment by turning your phone off for several hours.

And on weekends, go for a long walk in nature. To get the full restorative benefits of these moments, engage in silent meditation or reflection.

(Adapted from “The Busier You Are, the More You Need Quiet Time,” by Justin Talbot-Zorn and Leigh Marz.)

Show employees how their work helps

Giving someone a concrete picture of his work’s impact can be self-affirming as well as motivational.

Studies have shown that cooks feel more motivated and work harder when they see people eating their food, for example.

Even if the results of your employees’ work aren’t so tangible, giving them specific names and stories of those who have benefited from their efforts can offer a window into the good that their work does.

So take time to talk about the customer who is able to make more sales thanks to your company’s software, or the parent who’s driving a safe car thanks to diligence on the assembly line.

The key is to make a direct connection from employees to those who benefit from their work.

(Adapted from “To Motivate Employees, Show Them How They’re Helping Customers,” by Francesca Gino.)

Don’t let your indecisive boss hold you back

It’s tough to have a manager who can’t make a decision. You can help by acting as a sounding board for your boss.

Help your boss weigh the pros and cons of various actions. Ask sharp questions, provide relevant data and offer your personal perspective. If your boss is still unsure, try taking charge.

For example, if you’re eager for him to make a strategy decision, say: “There are several ways to address this. Can I try one and report back with my progress?”

Even if these tactics work, keep in mind that an indecisive boss is likely to be seen as ineffective, which is ultimately bad for both your reputations.

It’s wise to cultivate mentors in other parts of the organisation, too. You need people who have your back.

(Adapted from “How to Deal With a Chronically Indecisive Boss,” by Rebecca Knight.)

Choose your mentee carefully

When you agree to mentor someone, you’re trading away hours that you could use to pursue your own career goals and spending them on someone else’s.

You don’t want to waste your time, so choose a mentee who you’ll be eager to invest in. Assess potential mentees for curiosity, organisation, efficiency and engagement.

Ask candidates to prepare a presentation in their area of expertise, or to join you on a sales call or strategy off-site and then write up their observations.

This will give you a good sense of their thinking process, communication skills and level of interest.

(Adapted from “6 Things Every Mentor Should Do,” by Vineet Chopra and Sanjay Saint.)

Help senior executives hear feedback

Nobody likes to be criticised — especially high-status individuals.

However, if you can use feedback to help leaders achieve their personal goals, they will listen. The most effective way to do this is to tap into their motives and values.

For example, executives who are driven by recognition care a great deal about their reputation. Telling them that they are seen as less capable than they think they are will probably mobilise them.

Or, when leaders are driven by power, you can appeal to them by linking the feedback to their performance and career progression: “If you change X and Y, you will be able to outperform your competitors and make it to the top.”

(Adapted from “How to Tell Leaders They’re Not as Great as They Think They Are,” by Tomas Chamorro-Premuzic.)

Published in Dawn, The Business and Finance Weekly, August 14th, 2017