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Google announced today at the Search Central Live event in Zurich that Search Console is rolling out more granular data. Google launched weekly and monthly views in Search Console for performance reports.View the full article

The best AI content marketing tools include Semrush‘s AI Visibility Toolkit and ChatGPT. View the full article

The hype train on corporate purpose keeps steaming down the tracks. I have written about it before and tried to be positive. But I feel the need to be more constructively critical. If everyone has been convinced that they need to have a corporate purpose, let’s at least have it be a useful one. I try to contribute to that goal in this Playing to Win/Practitioner Insights (PTW/PI) piece. And as always, you can find all the previous PTW/PI here. The hype train The articles and books on corporate purpose just keep coming. For example, in the past month alone, Harvard Business Review published four pieces on purpose (one, two, three, four). And the books keep coming, whether David Gelles’ Dirtbag Billionaire, Ranjay Gulati’s Deep Purpose, or the somewhat earlier Corporate Purpose: Why It Matters More Than Strategy by Shankar Basu. There is lots of sensible stuff in the articles and books. However, there is a theme across them that is most explicit in Corporate Purpose: Why It Matters More Than Strategy. It reminds me of the logical problem in my least favorite business book ever—Execution, which argues that execution is more important than strategy and then proceeds to include strategy as a subcomponent of its definition of execution. In this (il-)logical construction, if there is anything useful at all about execution outside of strategy, it will be more important than strategy by tautology. In similar fashion, if you think corporate purpose—which is clearly one of your strategic choices—matters more than strategy, you have no idea what strategy is. The general view being put forward in the purpose arena is that having a societally lofty corporate purpose is the most important thing a company can do—and largely guarantees success or at least is strongly correlated with success. I don’t buy it. I don’t see it as a helpful view. Integration is the key The same thing worries me about purpose as worries me generally about the first box of the Strategy Choice Cascade—Winning Aspiration. Visually, it is the first box. And management teams and boards get excited about diving into it first. They often spend massive amounts of time on determining their Winning Aspiration and in due course nail it down and etch it in stone. But their chosen Winning Aspiration not infrequently lacks integration with the other four questions. That is how you end up with insane aspirations like WeWork’s infamous “to elevate human consciousness.” I don’t know what that has to do with leasing office space, even if it is funky space! A Winning Aspiration of that sort is worse than nothing at all. And that leads to my concern about the corporate purpose hype train. Purpose is just another name for that first box. You can call it vision, mission, purpose or aspiration. It doesn’t really matter to me—though I think having one of those four is better than having multiple ones (which I have argued before). And because of the hype, I fear that the outcomes will be unconnected and unrealistic because companies have been convinced that if they have some lofty save-the-world purpose, they will succeed. So, make it bigger and better! No. The absolute key is integration. The five choices on the Strategy Choice Cascade need to fit with and reinforce each other. The only way that happens is if each of the five choices is flexible—and customizes to the others. If the five choices independently are inflexibly locked and loaded on, you will have a bad strategy. That means if you start by setting and locking on a lofty purpose, it is unlikely that you will be able to realize that purpose because you won’t be able to make four other choices—Where-to-Play (WTP), How-to-Win (HTW), Must-Have Capabilities (MHC), and Enabling Management Systems (EMS)—that bring the purpose to life. Chances are, your purpose, regardless of how lofty, will end up looking naïve and unrealistic, like WeWork’s. Instead, you need to toggle back and forth between the five choices to build the fit and reinforcement until such time as you have a purpose on which you can reasonably expect to deliver. If you care about having a lofty purpose and you do the hard thinking work, you should be able to achieve a nicely integrated Strategy Choice Cascade—with a purpose about which you can be proud. Sustainability is the goal A critical aspect of any great strategy is sustainability. By this I don’t mean the narrow goal of environmental sustainability. I mean a strategy that is built to last. We like and admire strategies like those of P&G or Lego or Apple because they are successful across generations. That doesn’t mean they are immune to crises—they are demonstrably not—but that they have the strength to get through the crises and renew themselves—like Apple in 1997 and Lego in 2005. I believe that the only strategies that are sustainable are strategies that are good for all the parties involved. If your strategy requires you to abuse your employees, rip off your customers, hurt the communities in which you operate, and/or skirt society’s laws and regulations—it won’t last. It may be profitable for a time, but in due course, one or more of these constituencies will successfully undermine it. For sustainability, you need employees who thrive—which I wrote about earlier in this series with Zeynep Ton. You need customers to truly benefit from your existence. You need communities that are delighted to have you as part of them. And you need to make society a better place—which I also wrote about earlier in this series. Any company has the ability, as I termed it in that piece and in a longer Harvard Business Review article earlier, to improve the civil foundation of society through innovation designed to make the world a better place. If you do these things, it is much less likely that anyone will fight you or undermine you. You will get the benefit of the doubt. Competitors will be inclined to go elsewhere and/or compete differently. And the ecosystem around you will help you evolve positively because the players in it have the desire to see you prosper. If a corporate purpose integrates seamlessly with the other Strategy Choice Cascade choices, resulting in a high level of fit and reinforcement and it helps the company pursue a sustainable strategy, it is a strong positive feature. And I support that kind of corporate purpose as an integral part of strategy (which I view as fitting into the Winning Aspiration box of the Strategy Choice Cascade). E.l.f. Beauty example Wildly successful e.l.f. Beauty provides a great example of a constructive and strategic corporate purpose, which is: To create a different kind of beauty company by building brands that disrupt norms, shape culture, and connect communities through positivity, inclusivity, and accessibility. That Purpose/Winning Aspiration choice is perfectly integrated with its other strategy choices. Those choices include a WTP focused on millennials and Gen Z, who find the e.l.f purpose highly appealing. It includes a HTW focused on providing premium quality cosmetics and skincare products at extremely affordable prices—to achieve the accessibility purpose. The MHC include low-cost sourcing, and both understanding and supporting the community of e.l.f. enthusiasts. The EMS include management approaches that enable “moving at e.l.f. speed,” in keeping with the needs and demands of the customer community the company serves. The strategy, including the purpose, shows the hallmarks of sustainability. Employees love working there and being part of the diverse, inclusive community inside the company. Their retail partners love e.l.f.’s focus on their productivity, not just e.l.f.’s own. The customer community loves them, including e.l.f.’s commitment to clean, vegan, and cruelty-free products, and its willingness “to challenge industry norms and shape a more inclusive and positive culture in the beauty world.” Competitors mainly choose to compete elsewhere or in different ways rather than challenge e.l.f. head on. Sustainability can only ever be proven over the fullness of time. But thus far things are looking positive for this integrated, sustainable approach to strategy and purpose. Practitioner insights A corporate purpose won’t help the world just because it is lofty. Purposes would all be loftier than they are today if it was easy. It isn’t. Like all strategy choices, the choice of Purpose (or Winning Aspiration, whichever term you prefer) entails making hard and creative choices. When making your purpose choice, aim for sustainability through integration. Never consider your purpose choice independently of the other four key choices. Consider multiple draft purpose possibilities and build Strategy Choice Cascades for each of them. Only then choose the purpose and remaining cascade choices that give you the best shot at the holy grail—a sustainable strategy. If you do it that way, I will applaud your purpose. I won’t fear that you have simply boarded the corporate purpose hype train! View the full article

Learn what Google AI Mode is, how it changes SEO, and the key steps you can take to get your content featured in it. View the full article

An entity is anything with a unique identity and can be clearly defined, such as a place, person, or concept. View the full article

Kazuo Ueda’s comments feed market expectations of an interest rate rise at next week’s meetingView the full article

Large language models have started creating their own terms and mixing them into everyday speech. Experts call it ‘lexical seepage.’ View the full article

Below, Jane Marie Chen shares five key insights from her new book, Like a Wave We Break: A Memoir of Falling Apart and Finding Myself. Jane is a leadership coach, public speaker, and cofounder of Embrace Global, a social enterprise that developed a low-cost infant incubator. She has been a TED Fellow, an Echoing Green Fellow, and a Young Global Leader of the World Economic Forum. Her many honors include being recognized as a Forbes Impact 30 and receiving The Economist’s Innovation Award. What’s the big idea? Like a Wave We Break is a story of self-discovery. When achievements define us or serve as an escape from hidden scars of trauma, we do ourselves and others a disservice. Pushing onward from a fractured foundation can break a person and limit their leadership potential. Self-compassion and self-worth are found not by running ahead, but by looking within. Such a journey is the incubator of life’s biggest breakthroughs. Listen to the audio version of this Book Bite—read by Jane herself—below, or in the Next Big Idea App. 1. Our wounds can drive us until they break us I grew up in a home with physical violence. As a little girl, I often felt powerless. That sense of powerlessness became the engine that unknowingly drove much of my life. When I was a graduate school student at Stanford, my team invented a portable infant incubator for premature babies. Unlike traditional incubators, our technology could work without constant electricity. It was designed to be used in remote parts of the world. We turned the idea into a company called Embrace and set a goal to save a million babies. After graduation, I moved to India, where nearly 40 percent of the world’s premature babies are born. Over the next few years, we did product development, clinical testing, figured out manufacturing, and then we finally launched the product. It was so rewarding to save lives with our incubators. One of the first babies we saved was in China. We donated a few incubators to an orphanage in Beijing and they rescued a two-pound baby that had been found abandoned on a street. They kept him in our incubator for weeks, and he survived. Seven months later, I visited this orphanage and held this baby in my arms. Stories like his kept me going. Over the next few years, I gave my life to this mission. “Seven months later, I visited this orphanage and held this baby in my arms.” Our work was recognized by President Obama, funded by Beyoncé, and covered by global media. On the outside, it looked like a success story, but what fueled me also eventually broke me. The powerlessness I felt during my childhood had given me purpose, but it also drove me to complete burnout. After a decade of insurmountable setbacks and obstacles, Embrace nearly collapsed—and I did too. Through it all, I learned that achievement, even when rooted in purpose, can be a survival strategy or way to outrun our pain. Our wounds can give us extraordinary drive, but if we never face them, those same wounds can consume us. This is a trap I see many leaders fall into. On the surface, it looks like grit or vision, but beneath, there may be an unconscious attempt to fill an inner void. Leadership can carry shadows—burnout, perfectionism, control, hunger for validation—but when we do the inner work, we stop leading from fear. We begin to lead from wholeness, and that shift makes leadership far more sustainable. 2. Healing starts with feeling When Embrace nearly collapsed, I didn’t just lose my company; I lost my entire identity. Everything I had poured my soul into for a decade was gone. I felt utterly broken, and because I don’t know how to do anything halfway, I bought a one-way ticket to Indonesia and launched a healing quest. I tried every healing modality I could find. I did a 10-day silent meditation retreat in the jungle, where I sat cross-legged for 14 hours a day, and no reading, writing, exercise, or even eye contact was allowed. I surfed epic waves, chasing adrenaline in the ocean just as I had once chased it in my work. I tried psychedelic therapy. I even did a frog poison ceremony, burning holes in my leg and vomiting so that there was nothing left inside me. With each experience, I hoped that maybe this would be the magic elixir that would fix me, but my real breakthroughs didn’t come in the jungle, ocean, or during a ceremony. They came when I stopped running and finally turned toward the grief I was avoiding. This was way harder than it sounds, especially given that I trained myself not to feel anything to survive my childhood. As Bessel van der Kolk writes, “The body keeps the score.” Trauma isn’t just in our memories. It lives in our bodies. Healing required me not to do more, but to feel more—to turn toward the pain I’d spent a lifetime outrunning and to meet it with compassion. “Our feelings are data. They carry so much wisdom.” We live in an escapist society that offers endless ways to numb, be that through work, achievement, substances, or self-help rituals. You might be listening to this podcast as an escape, but true healing isn’t about chasing the next fix. It’s about learning to sit with ourselves, and this isn’t just personal; it applies to leadership. Our feelings are data. They carry so much wisdom. When we can slow down enough to notice and honor them, we make wiser choices personally and for the people we lead. Leaders who can feel are leaders who can truly connect. 3. Resilience comes from self-compassion For most of my life, I thought resilience meant powering through. If I was tired, I kept pushing. If I was afraid, I doubled down. I believed grit was strength, but that belief is what led me to burn out. On my healing journey, one of the most transformative frameworks I encountered was Internal Family Systems (IFS), which teaches that we are all made of a multitude of inner parts: Protector parts that drive us to achieve control or push harder so that we don’t have to feel pain. Exiles are the wounded parts that hold emotions like shame, fear, or loneliness. The Self, with a capital S, being the calm, compassionate core of who we are. One of my protectors was the warrior within who was willing to fight every battle. Someone nicknamed this part of me, Janis Khan. Another protector was the overachiever, the part that kept me working to exhaustion. That part had won my life for decades. When I began turning toward my parts with compassion and curiosity, I began asking, What are you protecting me from, and what are you afraid of? Beneath these protectors, I met the scared little girl who felt like she was never enough. For years, I had abandoned her. Slowly, I turned toward her. I told her, You are enough exactly as you are. For the first time, I met her with love. This practice changed everything. Real resilience is about cultivating self-compassion so we can meet life with authenticity and courage. When we are kind to ourselves, we are more willing to take risks, stumble, and even fail because we know we will still be okay. As leaders, this matters deeply. If we want to create psychological safety for others, we first need to create it within ourselves. Only then can we build teams and organizations where people thrive. 4. Our biggest breaking points can become our biggest breakthroughs When Embrace shut down after 10 years, I reached the lowest point of my life. I was having panic attacks. I was depressed. There was a part of me that didn’t want to be doing the work anymore because I was so burned out. Another part of me saw the collapse as a failure—the death of everything I had worked so hard for. But the unraveling of Embrace ended up cracking me open. It forced me onto a healing journey. For the first time, I had to confront the history that lived inside me. I would have never chosen that path if the company hadn’t collapsed. “For the first time, I had to confront the history that lived inside me.” One of the teachers I had the opportunity to learn from was Tony Robbins, who often says, “Life happens for you, not to you.” I really believe these words. The adversity I faced growing up and the powerlessness I felt as a child became the foundation for my purpose, and the collapse of Embrace became the doorway into my healing. We often think of challenges as obstacles to overcome or detours from the life we planned, but sometimes they are the teachers we need. My most painful breaking point turned out to be the catalyst for my deepest breakthrough. 5. We are worth more than the sum of our achievements For years, I believed that if I just worked harder, achieved more, and saved more lives, then maybe I would finally feel like I was enough. But no award, recognition, or headline ever quieted that inner voice of self-doubt. When Embrace shut down, I had to ask, Who am I without my mission, my work, my title? I think it’s a question many of us are facing now because of AI that is capable of doing our jobs faster and better than us. We live in a culture that defines us by our output, but we are enough just as we are. We each carry an innate worth beneath all that noise of titles and social media likes. We each carry an innate worthiness that cannot be taken away. Having an unshakeable inner sense of worthiness gives us the resilience to face whatever life brings. The collapse of Embrace freed me from the prison of equating my worth with my achievements, and as a result, opened me to a life that feels fuller, freer, and more authentic. In a miraculous and serendipitous turn of events, Embrace was saved. It continues as a nonprofit, and this year we reached a million babies saved with our incubators. That goal we set nearly two decades ago. I am so proud of this milestone, but it no longer defines all of who I am. My worth is not in headlines or metrics. It’s in the simple truth that I am enough, just as I am. You too are enough, just as you are. Enjoy our full library of Book Bites—read by the authors!—in the Next Big Idea App. This article originally appeared in Next Big Idea Club magazine and is reprinted with permission. View the full article

Prospect of higher borrowing costs in Eurozone, Australia and Canada could leave Federal Reserve as an outlier in 2026View the full article

Vilnius’s move follows appeals to EU to take more action against ‘hybrid’ attacks from Russia-aligned neighbourView the full article

A majority of those expecting a holiday bonus this year are planning to check out once the check clears. According to a recent survey of 2,000 American workers by AI job application assistant JobHire AI, 59% are “maybe” or “definitely” expecting a bonus this year. Among them, 48% are already job hunting or planning to quit after their bonus is paid, and another 20% are considering leaving in the new year. The job market often sees a lot of activity following the holiday lull, as many spend the break reflecting on the previous year and setting goals for the next. This year, however, may see even more aggressive job -hopping, as many workers have become more financially dependent on their year-end bonus—meaning more are hanging on to a job they don’t want until after it’s been paid out. From Bonus to Baseline According to the survey, 27% of workers say their annual bonus is “essential” for their household finances and another 42% say it “helps a lot.” “The survey highlighted that something that was previously used as a retention tool became more like a way to delay resignations,” says JobHire AI’s CEO Artem Zakharov. “Workers have come to view the bonus as a financial lifeline, but not a reason to stay.” Overall, 68% of survey respondents admit to having stayed at a job longer than they wanted just to collect their bonus before leaving in the past, and many say they’re planning to do the same this year. “When you expect to receive a huge part of your compensation package in one quarter, once that transaction is complete, there is no more incentive to stay,” Zakharov says. In a survey conducted earlier this year by online job platform Monster, 95% of American workers said their wages haven’t kept up with rising costs, and 56% were actively searching for a higher-paying job just to keep up. At the same time, 69% struggled to find work in a slow job market. “With a new year usually comes new budgets,” explains Monster career expert Vicki Salemi. “Companies may have frozen their headcount until year-end, so January opens up new budgets, and they may start posting new opportunities.” Will there be jobs to hop into in 2026? Workers also demonstrated a lot of interest in changing roles this time last year, but struggled to find work due a slowdown in the market, and the situation hasn’t improved much since. “We saw ‘job hugging’ this year, where people were less likely to leave their full-time job because they were concerned about job security,” Salemi says, adding that new hires are often the first to get let go in what’s referred to as “last-in, first-out.” “Even if they were unhappy there was trepidation, because if they went to a new job they could be in the first round of layoffs, so that created a holding pattern across the ecosystem.” Though it’s been a slow year for the job market overall, there are some pockets that are trending in the opposite direction. “It’s been a tale of two markets,” says Laura Ullrich, the director of economic research for online job platform Indeed. “From a macro point of view, it’s a low-hire, low-fire environment, but if you look under the hood, some sectors like healthcare and leisure and hospitality remain relatively strong.” Outside of those sectors, Ullrich warns, the desire to find a new employer in 2026 might be high, but the opportunities remain limited. According to the Bureau of Labor Statistics, unemployed job seekers are taking an average of 27 weeks to land a new full time role, up from 25 weeks last year. “People may have the desire to switch jobs, but I doubt we’re going to see a big increase in quits if hiring isn’t increasing at the same time,” she says. “With the level of uncertainty we have in the economy, it’s unlikely people will leave their job without another job lined up.” Job-Hoppers Will Need to Get Creative in 2026 Those looking for a new job once their annual bonus arrives may find few opportunities in this market, but there are ways to tilt the odds in their favor. For example, Ullrich says those desperate for a new gig in 2026 may want to pivot their careers toward one of those booming sectors. For example, tech firms may not be hiring as many software developers, but there is a need for tech skills in the healthcare sector. “Because some sectors are doing well and others aren’t hiring as much, think about how the skills that you have can be applied to a wider array of sectors,” she says. “Applying them in new ways could be very valuable in this labor market.” Those who know they want a new job in the new year might also want to start their search now, even before receiving their year-end bonus. “This is a great time for job seekers to start looking, rather than waiting until the first quarter, because there are significantly less applications so there’s less competition,” says Monster’s Salemi. “Some companies also have fiscal year budgets that end in January, and if they don’t fill this job the budget goes away, so there are many companies eager to hire right now.” Though it could mean forgoing the annual bonus, Salemi says it may be worth making the move now, rather than risk getting stuck for another year. View the full article

Link sharing on social media is always an adventure. Some social media platforms make it easier than others — Instagram allows you to link directly from your Stories and in your bio — but adding a link to your TikTok bio is still a fiddly process. In this article, I’ll walk you through exactly how to add a link to your TikTok bio step by step, why it might not be working for you (and what you’ll need to do to overcome that), plus a way to direct your followers to multiple links with Buffer’s free link-in-bio tool. ⚡Plan, create, and schedule content to grow an engaged following with Buffer's TikTok scheduling and analytics tools. Jump to a section: Why a website link matters in your TikTok bio Who can add a link to their TikTok bio? How to add a link to your TikTok bio Help! I can’t add a link to my TikTok bio 5 tips for maximizing your TikTok link in bio Create a Start Page to get the most out of your TikTok link in bio More TikTok resources FAQ about your TikTok link in bio Why a website link matters in your TikTok bioIf you’re running a business, you’ll likely want your followers to know where they can find you whenever they’re intrigued by your TikTok content. Whether you use a link-in-bio tool or send them straight to your homepage, that link is essential for guiding viewers toward the next step. For content creators, that link out is equally essential. Maybe your TikTok followers want to find your YouTube channel or support you on Patreon. Keeping it in one easy-to-access spot can make all the difference. If you’re hoping to monetize your content in some way, a link is even more essential. As an influencer or brand partner, you can direct followers to your sponsored products, affiliate pages, or merch. If you’re monetizing in another way, say, e-commerce partnerships, affiliate deals, or selling a course, linking to your external page can streamline the path from curious viewer to customer. ⚡Looking for a (free!) simple tool to help you create your shiny, new landing page? Buffer’s Start Page is a great option — you can set it up yourself in minutes. Who can add a link to their TikTok bio?TikTok unlocks the clickable website field when: You meet the latest follower or regional requirements outlined by TikTok.OR You’ve switched to a TikTok business account.And you've submitted proof of business registration (if you don’t have 1,000 followers)If you’re not a registered business and you’re under the 1,000-follower threshold, you won’t be able to add a link to the Website section of the TikTok bio. However, there is a workaround of sorts for that. I’ll walk you through what to do further in this article. 🔗Want to add links to bios on all your social media platforms? Here are 7 of the best link in bio tools. How to add a link to your TikTok bioIf you have less than 1,000 followers and you run your own business, start at step 1, below. If you have more than 1,00o followers, jump to step 2. 1. Switch to a TikTok business accountStep 1 is to make sure you have a TikTok Business Account, if you have less than 1,000 followers. To switch from the default personal account, head over to your profile and tap the hamburger menu on the top right (the three lines). Choose Settings and privacy→ Account → Switch to Business Account. Follow the prompts to learn more about the TikTok business account features. Then, choose the most appropriate category for your business account from the list, and you’re good to go! 2. Add your website link on TikTokClick the Edit profile button, scroll down to Website, and enter your preferred link into the website field. Screenshot showing where to ass a website link in a TikTok bioIf you have under 1,000 followers, you may be prompted to register your business. The process is pretty straightforward once you have all your relevant information ready. That includes your legal business name, address, and, depending on your region, your business license ID. Right now, the registered business option is only available in certain countries, but the social media app plans to add more soon. Help! I can’t add a link to my TikTok bioIf you can’t add a link to your TikTok bio, check these possible reasons: You don't have enough followers.You're using the wrong device.You haven't switched to a TikTok business account.Let’s troubleshoot. 1. You don’t have enough followersIf you have fewer than 1,000 followers and you're using TikTok as an individual rather than a business, try this workaround: Add your link in the bio description field. It won’t be clickable, which isn’t ideal, but it’s still a helpful way to direct people to your content. Make the URL short and easy to remember, so visitors can type it manually or copy and paste it into a browser. Buffer’s Start Page is a free tool that will help you spin up a beautiful custom landing page within minutes. You can even choose your own simple URL to make it as easy for potential customers or fans to find you as possible. For example, mine is just my name + .start.page. To add a link to your description, go to your profile and tap Edit profile, then scroll to the Bio section. Simply paste your link in there, save it, and you’re all set. 2. You’re using the wrong deviceRight now, only the TikTok mobile app allows you to add clickable links to your bio. So, make sure you’re using the TikTok app on your phone and not your computer. 3. You haven’t switched to a TikTok business accountEven if you set up a TikTok profile as a brand or business, you will still have a personal account by default. You need to manually switch to a TikTok business account (follow the steps in the paragraph above, ‘Switch to Business Account’). This is the most common reason you can’t add a link. Double-check your account type by following these steps: Go to your profileTap the hamburger icon in the top right cornerChoose Settings and privacyClick AccountIf you still see the Switch to Business Account option, you’re on a personal account. Screenshot showing TikTok account settings where you can switch to a business account6 tips for maximizing your TikTok link in bioThe TikTok link in bio can be a great marketing tool for creators, brands, and businesses. Using a landing page tool like Start Page, you can direct your followers to more of your online presence. Here are some tips for maximizing the potential of your link in bio: 1. Highlight your most important linksKeeping it simple works best — you don't need to link to every single platform you're on. You want to direct your audience to what’s important. Some good things to highlight: Website or blogRecent contentPress mentionsSales/promotions/giveawaysOther social media accountsOnline store/product pageUnsalted Cookies has a great Start Page that acts as a website for their brand and directs visitors to visit their menu or place an order. 2. Determine what’s importantHow do you know which links are important? It all depends on your goals and what you want your landing page to achieve. If you want to drive sales, direct attention to your store or salesIf you want to grow your followers on other platforms, highlight your social media firstIf you want to increase brand awareness, include press mentionsIf you want more pageviews, highlight your blogHuel’s Start Page leads with their latest and greatest products upfront. With one click, the visitors will find themselves directly on the product page to purchase. Visitors to Rope’s Start Page are also immediately directed toward the brand’s goal: purchase. The product categories are highlighted on the Page for visitors to click on immediately. 3. Show your value upfrontJust like your website, you need to communicate the value of your page upfront, especially to hook new visitors. Look for ways you can offer value to your audience, such as: Offering exclusive discounts for people who buy via your landing page. Sharing a valuable piece of content like a template or guideIncluding a good and concise introduction to you or your brandAnother excellent example of a value offer comes from Pinecone Papers. They share a useful template tying into their website’s (and audience’s) focus. 4. Keep your link in bio shortYour link will be displayed in full, so you need yours to be short and punchy. Some link in bio tools allow you to customize your URL. If yours will enable customization, take advantage of it. 5. Go for shorter links for your link in bioCustomized links are easy to remember and also more likely to inspire clicks. And if you can’t create a short URL for your landing page, try a URL-shortening tool like Short URL or TinyURL to make short links quickly. 6. Highlight your link in bioOnce you’ve added your link, you’ll want to try extra hard to drive traffic to the page. Try using emojis and a CTA to draw your audience's attention – think 👉 or ⬇️. While it's tempting to set it and forget it, mentioning your link in your content can help you get more clicks to your page. Create a Start Page to get the most out of your TikTok link in bioStart Page is our flexible (free!) landing page tool that anyone can build and update in minutes from their Buffer account. It’s super easy to start, too. Here’s how to get your very own Start Page: Log in to Buffer and click Start Page in the navigation menu, or visit start-page.buffer.com. You should see a pre-populated page.Customize your page by trying one of the templates or playing around with the Appearance tab.Once you’re satisfied with the look of your landing page, you can move on to Layout to mix and match your content blocks. These blocks allow you to add boxes for text, images, videos, social links, and more to create your desired layout. You can also move the blocks around until you’re satisfied with the formatting.Once you’ve created and customized your page, simply hit publish to claim your unique URL and start sharing it on social media and in your TikTok link in bio.More TikTok resources 13 Trending Songs on TikTok (+ How to Use Them)TikTok LIVE Can Help Boost Your Following — Here’s How to Go Live and Why You ShouldHow to Go Viral on TikTok: 10 Actionable Tips (With Examples)How to Find Trending TikTok Sounds in 2026TikTok Analytics for Creators and Brands: The Metrics That Actually MatterFAQs about your TikTok link in bioWhat does 'link in bio' mean on TikTok?It simply signals that the creator or brand has placed an important external link (website, shop, newsletter, etc.) in their bio (on their profile page) for viewers to click. Do I need 1,000 followers to add a TikTok bio link?Not always. You’ll need 1,000 followers unless you switch to a business account and meet TikTok’s regional requirements or submit proof of business registration where available. Why can’t I add a link to my TikTok bio?Most likely, your account doesn’t meet the eligibility requirements, or you’re not using a business account. Check TikTok’s latest guidelines to be certain. If you still don’t see the option, be sure your app is updated and review regional restrictions that may apply. Why isn’t my TikTok link clickable?Clickable links only appear in the Website field for eligible business accounts. If you're pasting it into your bio description, it will display as plain text only. How do I get a link in bio without 1,000 followers?Use the bio description field as a workaround or register your business (if available in your region). Can I add multiple links to my TikTok bio?TikTok only allows one website field, but you can use a link-in-bio tool like Start Page to house multiple links and share just one clean URL. Why can’t I see the website field in my profile?Most likely, you’re still on a personal account. Switch to a business account and then check again. Can I add a link from desktop?No, TikTok currently only allows you to add or edit clickable links from the mobile app. What’s the best type of link to add to my TikTok bio?Anything that supports your goals — your website, shop page, newsletter, newest content, or a multi-link landing page. Keep it short, memorable, and aligned with what you want followers to do next. View the full article

For most leaders these last five years have been ones of great volatility, uncertainty, complexity, and ambiguity. Political dynamics, economic shifts, massive layoffs, strategy pivots, technology disruptions, and more are shaping how we lead and what we can accomplish together. Leading through uncertainty is no longer a mere possibility, it’s core to the job description. Times of uncertainty call for fast executive decision-making with limited information, “good enough” risk assessment, and repeated pivots. I know this because I led a global philanthropy network while the world shut down in 2020. During those initial months, I relied less on staff input to determine our direction, despite deeply valuing a culture of co-ownership. My choices as an executive during this period had to be fast and decisive to keep us afloat, but also had significant ramifications. While I was able to effectively pivot to help our organization survive the crisis, I noticed that the staff who previously had driven programs now lacked ownership and motivation to move things forward. They deferred to me when I needed them to own their expertise. They didn’t have audacious goals that matched our big North Star. They didn’t bring ideas to brainstorms on how we could further innovate. At the time this frustrated me; I was exhausted and burnt out from managing the crisis without much support and I desperately needed my board and staff team to step up. What I’ve learned since is just how common this is. After a period that requires a more top-down approach to decision-making, organizations and leaders rarely snap back to a high agency and collaborative culture—even if that’s what they value. Why? Because teams have become conditioned to defer to others to make decisions, and we exist in a culture where this is the norm. What leaders need to do is find a way to reinvigorate that distributed leadership as quickly as possible after the initial crisis management. How we lead during these moments can set us up to become more nimble, adaptable, and creative. Given the continued volatility we are all experiencing, leaders who can embrace uncertainty as the time to share and shift power will find themselves better supported and prepared to navigate ongoing turbulence. Here are three strategies I have observed and learned to use with boards, staff teams, and leaders as soon as possible after or during periods of uncertainty to help organizations move through the crisis while deepening a culture of shared agency. 1. Disrupt any top-down culture creep If your crisis management plan or campaign requires a tight-knit group of leaders to make decisions, look for ways to redistribute that power as quickly as possible. This might mean delegating some of the lower risk decision-making opportunities to team members and fully getting out of their way. You could also try taking yourself out of the picture temporarily to help disrupt the well-grooved habits that people might have in relying on your input. Leaders who step away for a week or two off while putting in place an interim leadership structure often come back to find that their teams have rebuilt more trust and agency. One executive I worked with faced a strategic crisis at the same time as their pre-planned time off. While some leaders might have cancelled their vacation, I encouraged the leader to take that leave. They put in place an interim leadership team, created a point of contact for the Board to rely on if things escalated further, and quickly distributed power and authority. Now, the interim leadership team continues to be an important brain trust, supporting a more distributed approach to decision-making. The new relationships and capacity built during that crisis moment have helped the organization adapt as circumstances continue to change. It’s important to remember that top-down leadership is the culture we’re swimming in, and it is the obvious choice. Distributed leadership requires active planning, focus, practice, and a counter-cultural approach. When done well, strategic leadership redundancy allows for organizations and leaders to be more nimble and resilient. 2. Re-orient to story and purpose Crisis often narrows our point of view to daily or weekly operations. Leaders, however, need to quickly get back to being the “chief visionary officer.” Teams rely on leaders to provide this perspective, inspire them to connect to each other, and work towards a shared purpose. Over the years, I’ve talked to numerous teams during times of crisis and transition. One thing that I hear is that leaders have to default to being “doers” during this time, despite the fact that their genius lies in being storytellers, visionaries, strategic dot connectors, and community builders. When I talk with the people around these leaders, a common thread is that people want to feel inspired and connected to the vision that brought them to the work in the first place. Look for opportunities to remind people of your shared values or help connect them to the bigger picture of where they are going. When you tell the story of what you are building together, you refocus and reenergize people to bring their best selves in working toward your shared North Star. As leaders, it’s not always easy to prioritize this kind of vision and value-setting work. It might seem more frivolous than the clear tasks and list of items you can easily check off. But over my 20+ years in social change and public sector roles, I’ve seen that executives who lead with this kind of visionary approach first are the ones who are able to build teams of people enthusiastic about navigating uncharted waters. 3. Engage openly in learning and reflection Uncertainty necessarily moves many leaders into a control-oriented mindset. However, navigating uncertainty and sharing power over a long period of time requires curiosity and a beginner’s mindset. Reject your knee-jerk reaction to have all the answers. Instead, model holding uncertainty and curiosity to the people around you. Admit where you have learning edges and acknowledge the questions you’re holding. Anne-Laure Le Cunff, neuroscientist and author of Tiny Experiments, shares this wisdom: “Leaders need to optimize for curiosity by creating an environment where it’s safe to experiment and learn in public. When teams see their leaders openly sharing their learning process, including the missteps and uncertainties, it creates psychological safety, which encourages everyone to embrace their own curiosity. This is how you can create a virtuous cycle of continuous reinvention.” Curiosity is also power-sharing in practice. This shifts leadership from being about “I share answers and direct people around me to complete tasks” to “I identify questions from my perspective and enable people to come together to experiment, learn, and find solutions together.” From here organizations get better results and can navigate uncertainty with more relationship and trust. Together these three practices help break down any unhelpful power dynamics, create trust, and reinvigorate teams to co-own and co-create. Better yet, leaders who implement these practices before a crisis will find themselves well-equipped to navigate uncertainty with creativity, clarity, and courage. Good leaders can use their power; great leaders know when to give that power back. View the full article

Over the past decade, Instagram has grown exponentially, with more than a billion monthly active users. However, with that increase in users has come an equal rise in fake accounts. You’ve probably received a weird-looking comment or direct message on Instagram that you could immediately tell was a scam. But fake accounts are becoming increasingly sophisticated as they take on a more “human” tone. Scammers create these fake profiles to spread false info, steal your personal details, and sometimes even bully people online. As an Instagram user, you have the power to spot fake accounts and take them down, and in this article, we explore how to do that. Jump to a section: Why fake accounts matter Types of fake Instagram accounts 9 ways to spot fake Instagram accounts How to block a fake Instagram account How to report an impersonation account on Instagram Take these tips with you to other social media platforms More Instagram resources FAQ about fake Instagram profiles Why fake accounts matterEven if you think you can smell a scam from a mile away, it’s not always cut and dried. Scammers are likely attempting: Personal information theft: Fake accounts often engage in phishing, where they trick users into revealing personal information such as passwords, credit card numbers, or other sensitive data.Spreading misinformation: These accounts can spread false information, which can harm reputations, influence public opinion, and even impact elections.Cyberbullying and harassment: Some fake accounts are created to target individuals with malicious intent, leading to cyberbullying and harassment​​. Hackers are Financial scams: Many fake accounts promote get-rich-quick schemes or fake products and services, leading to financial loss for unsuspecting users​. When you learn to spot and block these accounts, you're protecting yourself and helping make Instagram a safer place for everyone. Types of fake Instagram accountsFake accounts come in different flavors, and each one has its own sketchy agenda. Bots are automated accounts programmed to perform specific actions such as liking posts, following users, or leaving comments. They are often used to inflate engagement metrics or spread spam​.Impersonation accounts mimic real users by using their names, photos, and personal information. They are typically created to deceive followers, steal identities, or damage reputations.Scam profiles are accounts designed to defraud users by promoting fake products, get-rich-quick schemes, or phishing for personal information. Scam profiles often lure victims with too-good-to-be-true offers.Inactive or incomplete profiles that have minimal profile information and irregular activity. They are often placeholders for future scams or used to inflate follower counts.Catfish accounts are profiles that use fake identities, often with stolen photos, to scam others into forming relationships. These accounts are commonly used for emotional manipulation or financial scams​.Not all fake accounts are out to get you — some people create them for testing purposes, or just for fun. But it’s always good to stay alert and keep an eye on anything suspicious. 9 ways to spot fake Instagram accountsHere are some tips for spotting fake accounts on Instagram. Tip 1: Use Instagram’s ‘About this account’ featureHere's a clever tip we spotted from a Reddit user: Visit the profile you suspect of being fake, and select the three dots in the top right for profile options. Select About this account (some profiles hide it), and it tells you the country the account was made in, how many past usernames they’ve had, and when the account was created. If the country doesn't match what the profile says, the account is very recent, or the username has changed frequently in a short space of time, it might be fake. Tip 2: Inconsistent contentCompare the content on the page to the profile description – sometimes, they don't add up. For example, if the description says the user is a beauty blogger, but there are no pictures on the profile related to makeup or skincare, it might be fake. Also, if their Instagram posts use irrelevant hashtags or have low and irrelevant engagement on posts, that can indicate a fake account. Tip 3: Inconsistent bioFake Instagram accounts often have bios that don't match the typical patterns of genuine users. These inconsistencies can include: Copied bios: Many fake profiles use bios that are directly copied from real accounts, but with minor changes such as added characters, numbers, or symbols to avoid detection.Incomplete or vague information: Some fake accounts have bios that are either very sparse or filled with generic statements and spelling mistakes.Promotional or irrelevant content: Bios that focus on promotions, links to external websites, or irrelevant content unrelated to the user's supposed identity are red flags. In @leifoveandsnapses’ post about an impersonation account, a few inconsistencies in the spelling of the bio highlight that it’s a fake account. Tip 4: Spammy DMsSpammy DMs have been part of my Instagram experience for a long time. They often have several telltale characteristics: Generic and impersonal messages: These messages often lack personalization and can clearly be sent to many users simultaneously.Too-good-to-be-true offers: Messages offering unrealistic opportunities, such as winning large sums of money or exclusive deals. Phishing links: Links that redirect to suspicious websites designed to steal personal information.These accounts might send messages promoting suspicious websites, offering "brand partnerships" that require personal information, or encouraging users to click on links to claim prizes. If you’re worried about missing out on an opportunity, ask them to email you – they usually don’t. Tip 5: Random or irrelevant commentsComments from fake accounts are usually very obvious. They’ll often include generic praise, random emojis, or irrelevant statements that don't relate to the post's content. Comments that are overly repetitive or appear in large numbers under multiple posts are likely generated by bots. Tip 6: Offer money or promote products and services aggressivelyMessages or posts claiming that you can make a lot of money quickly, win expensive prizes, or get exclusive discounts are common tactics fake accounts use. Whatever you do, don't share any personal information with these accounts. Tip 7: Poor follower-to-following ratioFake accounts often follow many users but have very few followers themselves. This can indicate an attempt to appear popular or to attract more followers through follow-back strategies. An account following 5k people but only having 50 Instagram followers is a clear red flag. In addition, if an account seems to have mostly fake followers, that can indicate that it’s fake. Tip 8: Generic or stock photos as profile picturesUsing stock photos or images of attractive people can make the account seem more appealing and trustworthy at first glance. However, these images are often generic and widely available online. 💡If you’re suspicious, perform a reverse image search of the profile picture. The account is likely fake if it appears on multiple sites or as a stock image.Often, profile pictures that are just the default icon you get on Instagram are spam accounts, as most people put a username. Tip 9: Illogical usernamesFake accounts often use usernames that are random combinations of letters and numbers or slight variations of real usernames with added symbols or numbers. Even though that super creative Instagram username you really liked has probably been used by someone, there are usually tell-tale signs. Here’s an example from user @knutwylde. A real username might be "johndoe123," while a fake version could be "j0hn_d0e_123" or "john_doe_!!" These minor alterations can trick users into thinking the account is legitimate.​ How to block a fake Instagram accountBlock an Instagram account from its profileBlocking a fake account from their profile is pretty simple. Step 1: In the Instagram app, navigate to the account profile you want to block. You can do this by clicking on their username or searching for it directly. Step 2: In the top-right corner of the profile page, tap on the three dots (menu icon). Step 3: Select the Block option from the dropdown menu. Step 4: A confirmation prompt will appear. Confirm that you want to block the account by tapping Block again. 💡Instagram provides an additional option to preemptively block any future accounts that the same user might create. When you block an account, you may see an option like "Block this account and new accounts they may create." Selecting this option helps prevent the blocked user from contacting you through new accounts in the future.How to block an Instagram account directly from DMsIf you receive a suspicious or spammy direct message (DM) from a fake Instagram profile, you can block it directly from your inbox. Here’s how: Step 1: Visit your Instagram inbox in the top right of the app and open the message from the account you want to block. Step 2: Within the message thread, tap on the three dots (menu icon) in the top-right corner. Step 3: From the options that appear, select Block. Step 4: Confirm your action by tapping Block again on the confirmation screen. If you receive a spam message, report it to Instagram. You can do this by tapping on the message, selecting the menu icon, and choosing Report. This helps Instagram identify and take action against fake accounts​. How to report an impersonation account on InstagramReporting impersonation accounts is really important — it helps keep Instagram safe for everyone and protects people from identity theft and other scams. Here is a step-by-step guide on how to report these accounts: Step 1: Navigate to the profile of the account that you want to report. Step 2: Tap on the three dots (menu icon) in the top-right corner of the profile page. Step 3: From the dropdown menu, select Report. Step 4: Select It's Pretending to Be Someone Else from the list of options provided. This specifically addresses impersonation concerns. Step 5: Instagram will prompt you to specify who the account is impersonating. Options typically include Me, Someone I Know, or A Celebrity/Public Figure. Select the appropriate option. Step 6: Follow any additional instructions Instagram provides and submit the report. Instagram may ask for further information or evidence to support your claim. 💡Check this guide for further details on reporting an imposter on InstagramWhat to include when reporting an impersonation account on InstagramProviding detailed and accurate information can help Instagram take swift action when reporting an impersonation account. Here are some tips on what to include: Capture the impersonating account’s posts, stories, or messages through screenshotsProvide a link to the real profile.Explain how the account is impersonating you.Include any harmful activities like spreading false information or harassment.Take these tips with you to other social media platformsFake accounts aren’t a problem exclusive to Instagram – be sure to express the same amount of caution on your other social media platforms. More Instagram resourcesBest Time to Post on Instagram: Data from 2 Million PostsTrending Sounds on Instagram (+ How to Use Them)14 Ways to Get More Followers on Instagram20+ Free Instagram Tools to Grow Your FollowingHow the Instagram Algorithm Works: Your 2026 Guide '?FAQ about fake Instagram profiles How do I tell if an Instagram account is a 'catfish'?Catfishes, or people who pretend to be someone else online, often have clues on their profiles. Look for inconsistencies such as mismatched bios, too-perfect photos, vague posts, and stories that don’t add up. Catfish accounts often use stolen images and avoid real-time content like stories or tagged photos. Can you trace a fake Instagram profile?You usually can’t trace the real person behind a fake account, but you can gather clues. Check the About this account page, reverse-search the profile photo, and look for mismatched locations or sudden username changes. How do I find out who is behind an Instagram account?There’s no guaranteed way, but you can try checking linked accounts, looking at tagged photos, or asking mutuals if they know the user. If you suspect impersonation or harmful behavior, report it to Instagram — they have tools to verify identity privately. What do fake accounts look like on Instagram?Fake accounts often have odd usernames, low-quality or stolen photos, very little personal info, and unusual follower/following ratios. Many also leave generic comments or send spammy DMs. How do you know if you’re talking to a fake account?If the conversation feels generic, rushed, or too good to be true, trust your gut. Fake accounts may dodge personal questions, send suspicious links, or jump quickly into emotional or financial requests. What is a ghost account on Instagram?A ghost account is a profile that barely posts, rarely interacts, and sometimes has no profile picture or bio. Some may just be harmless lurkers (folks who prefer to consume rather than share), but be cautious when interacting with them. They may be placeholders for bots or future scams. View the full article

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Acquiring fundamental conflict resolution skills is critical for effective communication and collaboration in any environment. Active listening allows you to understand others’ perspectives fully, whereas empathy enables you to appreciate differing viewpoints. Emotional intelligence helps you maintain composure during disputes, cultivating constructive dialogue. These skills not merely improve problem-solving but additionally contribute to a healthier workplace. As you explore these important techniques, consider how they can transform your interactions and improve overall team dynamics. Key Takeaways Master active listening to understand different perspectives and reduce misunderstandings during conflicts. Develop empathy to appreciate differing viewpoints and foster collaboration in resolving disputes. Enhance emotional intelligence to maintain composure and respond effectively in challenging situations. Practice structured problem-solving techniques like the “5 Whys” to identify root causes and find solutions. Promote open communication to create a supportive environment where team members feel safe expressing concerns. Understanding Conflict Resolution Grasping conflict resolution is fundamental in today’s diverse workplace, as conflicts are bound to arise from differing personalities and perspectives. With American Express businesses losing around $359 billion annually because of unresolved conflicts, it’s critical to address disputes proactively. Acquiring conflict resolution and communication skills can greatly improve workplace dynamics. You’ll find that effective conflict resolving skills lead to improved productivity and morale, nurturing stronger relationships among team members. The Thomas-Kilmann Conflict Model offers five strategies: Avoiding, Competing, Accommodating, Compromising, and Collaborating. Each approach suits different circumstances, depending on the importance of personal goals and relationships. The Importance of Conflict Resolution Skills Conflict resolution skills play an essential role in maintaining a productive workplace atmosphere. When conflicts go unresolved, businesses can lose up to $359 billion annually because of decreased productivity and high employee turnover. By prioritizing conflict resolution training, organizations can improve team morale, creativity, and relationships among colleagues. A positive work environment is vital, as 53% of employees avoid toxic situations, which can lead to significant costs and missed opportunities. Benefits of Conflict Resolution Impact on Workplace Improved productivity Reduces turnover rates Strengthens team relationships Improves employee well-being Cultivates creativity Minimizes workplace disruptions Leaders skilled in conflict management provide a competitive advantage, allowing teams to focus on their work. By ensuring all parties feel seen, heard, and understood during disputes, effective conflict resolution contributes to both employee satisfaction and overall company health. Key Skills for Effective Conflict Resolution To effectively resolve conflicts, you need to master key skills like active listening and empathy. Active listening techniques help you focus on the speaker, ensuring you understand their point of view and respond thoughtfully. Meanwhile, developing empathy allows you to appreciate differing perspectives, which can greatly lower tensions and promote collaboration during disputes. Active Listening Techniques How can active listening transform the dynamics of conflict resolution? By fully concentrating on the speaker, you create an environment of trust and comprehension. Maintaining eye contact and using verbal affirmations shows you’re engaged. Techniques like summarizing what the speaker has said and asking clarifying questions help you uncover underlying needs and emotions, leading to more constructive dialogue. Research shows that effective active listening can reduce misunderstandings by up to 50%, considerably lowering the chances of conflicts escalating. This practice not solely improves communication but additionally boosts overall team morale. When everyone feels heard and respected, collaboration thrives, making conflict resolution more effective and efficient. Implement these techniques to cultivate a supportive atmosphere in your interactions. Empathy Development Strategies Effective conflict resolution hinges on the ability to empathize with others. To develop empathy, start with active listening. This means fully concentrating on the speaker, reflecting on their words, and asking clarifying questions to uncover underlying needs. Practicing emotional regulation is also vital; managing your own emotions helps you respond empathetically. Mindfulness techniques, like loving-kindness meditation, can further improve your empathy by increasing awareness of your feelings and those of others. In addition, engaging in role-playing conflict scenarios allows you to step into different perspectives, nurturing deeper comprehension and connection among team members. By incorporating these strategies, you’ll strengthen your capacity for empathy, ultimately leading to more effective conflict resolution. Active Listening: A Fundamental Skill Active listening stands as a cornerstone in conflict resolution, as it enables you to fully engage with the speaker and uncover their underlying needs. This skill nurtures better comprehension among team members and builds trust. To master active listening, consider the following key practices: Maintain eye contact to show attentiveness. Use nonverbal cues, like nodding, to reinforce your engagement. Validate others’ feelings to guarantee they feel heard and comprehended. Ask clarifying questions to encourage deeper exploration of the issues. Summarize what you’ve heard to confirm comprehension. The Role of Empathy in Conflict Resolution Empathy plays a crucial role in conflict resolution, as it allows you to understand and share the feelings of others, which is important for de-escalating tensions. By demonstrating empathy, you create an environment where all parties feel heard and respected, nurturing trust and collaboration. This approach helps in identifying underlying issues that may not be immediately apparent, leading to more effective solutions. Research shows that empathetic communication can greatly reduce the likelihood of conflicts escalating, resulting in quicker resolutions and improved morale within the workplace. Furthermore, practicing empathy not only aids in resolving current conflicts but also promotes a positive organizational culture. When employees feel a sense of belonging, it reduces turnover and improves overall team dynamics. Ultimately, incorporating empathy into your conflict resolution strategy can lead to stronger relationships and a more cohesive work environment. Communication Techniques for Navigating Conflict When managing conflict, mastering communication techniques is crucial for effective resolution. You can start by employing active listening strategies, which involve fully concentrating on the speaker to improve comprehension. Furthermore, using assertive expression techniques guarantees that your thoughts are conveyed clearly. During empathy in communication cultivates a collaborative environment for all parties involved. Active Listening Strategies Effective communication is essential for resolving conflicts, and excelling in active listening strategies can greatly improve this process. To boost your active listening skills, consider these techniques: Maintain eye contact to show you’re engaged. Avoid interruptions, allowing the speaker to express themselves fully. Paraphrase or summarize their points to validate their feelings. Ask open-ended questions to encourage deeper dialogue. Recognize nonverbal cues, such as body language and tone of voice, to accurately interpret emotions. Empathy in Communication Managing conflicts often requires more than just effective communication skills; it furthermore demands a genuine comprehension of the other person’s feelings and perspectives. Empathy in communication involves actively listening to others, which can reduce tensions during conflicts. Demonstrating empathy validates feelings, nurturing trust and rapport. You can use open-ended questions to encourage full expression of concerns, revealing underlying issues. Non-verbal cues, like maintaining eye contact and an open body posture, improve communication by showing engagement. Practicing reflective listening, where you paraphrase what the other person has said, assures them their feelings are recognized. This approach is essential for effective conflict resolution and leads to more positive outcomes in difficult conversations. Embracing empathy can greatly advance your conflict navigation skills. Assertive Expression Techniques Assertive expression techniques are essential in conflict resolution as they allow you to communicate your needs and feelings clearly without resorting to aggression or passivity. By mastering these techniques, you encourage constructive dialogue. Here are some key strategies: Use “I” statements to express personal feelings (e.g., “I feel…”) without blaming others. Practice active listening to acknowledge the other person’s perspective while staying focused on your message. Develop emotional intelligence to improve empathy and clarity in discussions. Role-play scenarios to practice assertive responses and manage emotions effectively. Regularly reflect on past conflicts to identify areas for enhancement in your communication style. Implementing these techniques can greatly improve your conflict resolution skills and lead to more effective outcomes. The Power of Emotional Intelligence Even though managing conflicts can be challenging, utilizing the strength of emotional intelligence (EI) can greatly improve outcomes. EI involves comprehending and managing your emotions and those of others, which is vital in high-stress situations. Research shows that individuals with high EI handle conflicts more effectively, leading to a 60% increase in collaboration among team members. By developing self-awareness and self-regulation, you can remain calm and composed during disputes, preventing escalation. Furthermore, empathy—the ability to grasp different perspectives—enables you to find mutually acceptable solutions, which is significant during conflicts. Organizations that prioritize EI training see a 20% reduction in employee turnover, emphasizing its importance in creating a harmonious workplace. Negotiation Skills for Collaborative Solutions Effective conflict resolution often hinges on strong negotiation skills, which play a significant role in reaching mutually acceptable agreements. By honing these skills, you can find common ground during the preservation of healthy relationships. Here are some key aspects to reflect on: Understand core values: Know what matters most to each party involved. Embrace flexibility: Be open to adjusting your approach for win-win solutions. Practice active listening: Show that you value others’ perspectives by really hearing them. Demonstrate empathy: Acknowledge feelings and experiences to cultivate trust. Utilize rational thinking: Focus on logical solutions that benefit everyone. Utilizing these techniques can improve your negotiation outcomes and create a collaborative atmosphere. Training in negotiation skills can additionally enhance decision-making speed and team dynamics, leading to greater productivity and fewer disruptions in the workplace. Mastering these skills is vital for effective conflict resolution. Problem-Solving Strategies in Conflict Management Maneuvering conflicts effectively requires the application of structured problem-solving strategies that can help you analyze and address the underlying issues. Techniques like the Six Thinking Hats and SWOT Analysis offer useful frameworks for dissecting conflicts and crafting resolutions. To get to the heart of the matter, consider using the “5 Whys” method; this approach helps uncover root causes, leading to clearer communication and more sustainable solutions. Engaging in collaborative problem-solving allows all parties to contribute, promoting a sense of ownership and commitment to the outcomes. Moreover, effective negotiation plays an essential role, as it balances assertiveness with cooperativeness, ensuring that both parties’ needs are respected. Finally, continuous practice and role-playing of problem-solving scenarios can greatly improve your conflict resolution skills, enabling you to apply these techniques effectively in real-world situations. Cultural Sensitivity in Conflict Resolution Recognizing and respecting cultural differences is vital in resolving conflicts effectively. Comprehending the diverse cultural backgrounds of your team members can markedly influence communication styles and perceptions of conflict. Here are some key considerations to improve cultural sensitivity: Implement diversity training programs to nurture an inclusive environment. Adapt your communication style by using clear language and avoiding assumptions. Celebrate cultural diversity through team events and discussions. Acknowledge that misunderstandings can arise from different cultural contexts. Recognize that organizations prioritizing cultural sensitivity often experience enhanced employee morale and retention. Continuous Learning and Skill Development During the development of conflict resolution skills is essential for personal and professional growth, continuous learning guarantees you remain equipped to handle various situations effectively. To improve your skills, regularly assess your abilities and identify areas for improvement. Engage in workshops and role-playing scenarios to practice techniques in a safe environment. Consider the following strategies for continuous skill development: Strategy Description Workshops Participate in structured training to learn new techniques. Role-Playing Scenarios Practice conflict resolution in simulated environments. Peer Feedback Seek insights from colleagues or mentors after experiences. Continuous Reading Stay updated on the latest strategies and trends. Measurable Targets Set specific goals with timelines to track your progress. Implementing Conflict Resolution Skills in the Workplace To effectively implement conflict resolution skills in the workplace, you need to prioritize active listening techniques and encourage open communication among team members. By truly hearing each other, employees can better understand different perspectives, which reduces misunderstandings and promotes collaboration. Creating an environment where everyone feels comfortable sharing their thoughts not merely helps prevent conflicts but additionally strengthens team dynamics and improves overall productivity. Active Listening Techniques How can active listening transform conflict resolution in the workplace? By fully engaging with the speaker, you create an environment conducive to comprehension and collaboration. This technique can greatly boost conflict resolution success rates and cultivate trust among team members. Here are key active listening techniques: Maintain eye contact to show you’re engaged. Use verbal affirmations like “I see” or “Go on” to encourage dialogue. Ask clarifying questions to uncover underlying interests. Practice reflective listening by paraphrasing the speaker’s points. Incorporate active listening training to improve overall morale. These techniques not only validate feelings but also reduce misunderstandings, eventually leading to a more harmonious workplace and decreased conflict levels. Encouraging Open Communication Encouraging open communication is a fundamental aspect of implementing conflict resolution skills in the workplace. It nurtures a culture of respect and comprehension, crucial for resolving conflicts effectively. By actively listening to all parties involved, you’re validating their feelings, which builds trust and collaboration. Regular team meetings allow employees to express concerns openly, reducing misconceptions and preventing conflicts from escalating. A recent study shows that organizations with strong communication practices are 50% more likely to enjoy higher employee engagement and retention rates. Encouraging feedback empowers employees to take ownership in resolving conflicts. Action Benefit Tips Active Listening Validates feelings Make eye contact, nod affirmatively Team Meetings Reduces misconceptions Schedule regularly, set agendas Open Feedback Identifies underlying issues Create a safe environment Frequently Asked Questions What Are the 5 Skills for Conflict Resolution? To effectively resolve conflicts, you should master five vital skills. First, practice active listening to guarantee everyone feels heard. Next, develop empathy to understand others’ perspectives. Emotional regulation is critical, helping you maintain composure during disputes. Assertive communication allows you to express your thoughts clearly as you respect others’ feelings. Finally, hone your problem-solving skills to collaboratively identify issues and brainstorm solutions, making it easier to reach mutually acceptable resolutions. What Are the 5 C’s of Conflict Resolution? The 5 C’s of conflict resolution are Communication, Collaboration, Compromise, Courage, and Consistency. First, effective Communication promotes comprehension by clarifying misunderstandings. Next, Collaboration encourages teamwork to find mutually acceptable solutions. Compromise allows both parties to give up something for a middle ground, reducing escalation. Courage involves addressing conflicts directly, whereas Consistency guarantees fair application of strategies, building trust within the team. Together, these elements create a more harmonious and productive work environment. What Are the 5 Main Conflict Resolution Strategies? The five main conflict resolution strategies include avoiding, competing, accommodating, compromising, and collaborating. Avoiding is useful for low-stakes situations, whereas competing is necessary for high-stakes conflicts where quick decisions matter. Accommodating prioritizes relationships over personal goals, but can limit innovation. Compromising involves both parties giving up some demands for a mutually acceptable solution. Finally, collaborating seeks to meet everyone’s needs, nurturing respect and shared success, especially in complex scenarios with multiple stakeholders. What Are the 3 C’s of Conflict Resolution? The 3 C’s of conflict resolution are Communication, Collaboration, and Compromise. Communication involves actively listening and expressing your thoughts clearly to understand different perspectives. Collaboration focuses on working together in the direction of shared goals, cultivating teamwork and unity. Compromise requires both parties to make concessions, balancing individual needs with relationship priorities. Perfecting these skills can greatly improve workplace dynamics, enhance relationships, and lead to effective conflict management, ensuring a more productive and harmonious environment. Conclusion Acquiring conflict resolution skills like active listening, empathy, and emotional intelligence is crucial for nurturing a productive environment. By engaging fully with others’ perspectives and appreciating diverse viewpoints, you can reduce tensions and improve collaboration. Furthermore, developing problem-solving strategies and cultural sensitivity further strengthens your ability to navigate disputes effectively. Implementing these skills not just enhances team dynamics but contributes to overall workplace satisfaction, making it imperative for everyone to prioritize continuous learning in this area. Image via Google Gemini This article, "Essential Conflict Resolving Skills Everyone Should Master" was first published on Small Business Trends View the full article

Acquiring fundamental conflict resolution skills is critical for effective communication and collaboration in any environment. Active listening allows you to understand others’ perspectives fully, whereas empathy enables you to appreciate differing viewpoints. Emotional intelligence helps you maintain composure during disputes, cultivating constructive dialogue. These skills not merely improve problem-solving but additionally contribute to a healthier workplace. As you explore these important techniques, consider how they can transform your interactions and improve overall team dynamics. Key Takeaways Master active listening to understand different perspectives and reduce misunderstandings during conflicts. Develop empathy to appreciate differing viewpoints and foster collaboration in resolving disputes. Enhance emotional intelligence to maintain composure and respond effectively in challenging situations. Practice structured problem-solving techniques like the “5 Whys” to identify root causes and find solutions. Promote open communication to create a supportive environment where team members feel safe expressing concerns. Understanding Conflict Resolution Grasping conflict resolution is fundamental in today’s diverse workplace, as conflicts are bound to arise from differing personalities and perspectives. With American Express businesses losing around $359 billion annually because of unresolved conflicts, it’s critical to address disputes proactively. Acquiring conflict resolution and communication skills can greatly improve workplace dynamics. You’ll find that effective conflict resolving skills lead to improved productivity and morale, nurturing stronger relationships among team members. The Thomas-Kilmann Conflict Model offers five strategies: Avoiding, Competing, Accommodating, Compromising, and Collaborating. Each approach suits different circumstances, depending on the importance of personal goals and relationships. The Importance of Conflict Resolution Skills Conflict resolution skills play an essential role in maintaining a productive workplace atmosphere. When conflicts go unresolved, businesses can lose up to $359 billion annually because of decreased productivity and high employee turnover. By prioritizing conflict resolution training, organizations can improve team morale, creativity, and relationships among colleagues. A positive work environment is vital, as 53% of employees avoid toxic situations, which can lead to significant costs and missed opportunities. Benefits of Conflict Resolution Impact on Workplace Improved productivity Reduces turnover rates Strengthens team relationships Improves employee well-being Cultivates creativity Minimizes workplace disruptions Leaders skilled in conflict management provide a competitive advantage, allowing teams to focus on their work. By ensuring all parties feel seen, heard, and understood during disputes, effective conflict resolution contributes to both employee satisfaction and overall company health. Key Skills for Effective Conflict Resolution To effectively resolve conflicts, you need to master key skills like active listening and empathy. Active listening techniques help you focus on the speaker, ensuring you understand their point of view and respond thoughtfully. Meanwhile, developing empathy allows you to appreciate differing perspectives, which can greatly lower tensions and promote collaboration during disputes. Active Listening Techniques How can active listening transform the dynamics of conflict resolution? By fully concentrating on the speaker, you create an environment of trust and comprehension. Maintaining eye contact and using verbal affirmations shows you’re engaged. Techniques like summarizing what the speaker has said and asking clarifying questions help you uncover underlying needs and emotions, leading to more constructive dialogue. Research shows that effective active listening can reduce misunderstandings by up to 50%, considerably lowering the chances of conflicts escalating. This practice not solely improves communication but additionally boosts overall team morale. When everyone feels heard and respected, collaboration thrives, making conflict resolution more effective and efficient. Implement these techniques to cultivate a supportive atmosphere in your interactions. Empathy Development Strategies Effective conflict resolution hinges on the ability to empathize with others. To develop empathy, start with active listening. This means fully concentrating on the speaker, reflecting on their words, and asking clarifying questions to uncover underlying needs. Practicing emotional regulation is also vital; managing your own emotions helps you respond empathetically. Mindfulness techniques, like loving-kindness meditation, can further improve your empathy by increasing awareness of your feelings and those of others. In addition, engaging in role-playing conflict scenarios allows you to step into different perspectives, nurturing deeper comprehension and connection among team members. By incorporating these strategies, you’ll strengthen your capacity for empathy, ultimately leading to more effective conflict resolution. Active Listening: A Fundamental Skill Active listening stands as a cornerstone in conflict resolution, as it enables you to fully engage with the speaker and uncover their underlying needs. This skill nurtures better comprehension among team members and builds trust. To master active listening, consider the following key practices: Maintain eye contact to show attentiveness. Use nonverbal cues, like nodding, to reinforce your engagement. Validate others’ feelings to guarantee they feel heard and comprehended. Ask clarifying questions to encourage deeper exploration of the issues. Summarize what you’ve heard to confirm comprehension. The Role of Empathy in Conflict Resolution Empathy plays a crucial role in conflict resolution, as it allows you to understand and share the feelings of others, which is important for de-escalating tensions. By demonstrating empathy, you create an environment where all parties feel heard and respected, nurturing trust and collaboration. This approach helps in identifying underlying issues that may not be immediately apparent, leading to more effective solutions. Research shows that empathetic communication can greatly reduce the likelihood of conflicts escalating, resulting in quicker resolutions and improved morale within the workplace. Furthermore, practicing empathy not only aids in resolving current conflicts but also promotes a positive organizational culture. When employees feel a sense of belonging, it reduces turnover and improves overall team dynamics. Ultimately, incorporating empathy into your conflict resolution strategy can lead to stronger relationships and a more cohesive work environment. Communication Techniques for Navigating Conflict When managing conflict, mastering communication techniques is crucial for effective resolution. You can start by employing active listening strategies, which involve fully concentrating on the speaker to improve comprehension. Furthermore, using assertive expression techniques guarantees that your thoughts are conveyed clearly. During empathy in communication cultivates a collaborative environment for all parties involved. Active Listening Strategies Effective communication is essential for resolving conflicts, and excelling in active listening strategies can greatly improve this process. To boost your active listening skills, consider these techniques: Maintain eye contact to show you’re engaged. Avoid interruptions, allowing the speaker to express themselves fully. Paraphrase or summarize their points to validate their feelings. Ask open-ended questions to encourage deeper dialogue. Recognize nonverbal cues, such as body language and tone of voice, to accurately interpret emotions. Empathy in Communication Managing conflicts often requires more than just effective communication skills; it furthermore demands a genuine comprehension of the other person’s feelings and perspectives. Empathy in communication involves actively listening to others, which can reduce tensions during conflicts. Demonstrating empathy validates feelings, nurturing trust and rapport. You can use open-ended questions to encourage full expression of concerns, revealing underlying issues. Non-verbal cues, like maintaining eye contact and an open body posture, improve communication by showing engagement. Practicing reflective listening, where you paraphrase what the other person has said, assures them their feelings are recognized. This approach is essential for effective conflict resolution and leads to more positive outcomes in difficult conversations. Embracing empathy can greatly advance your conflict navigation skills. Assertive Expression Techniques Assertive expression techniques are essential in conflict resolution as they allow you to communicate your needs and feelings clearly without resorting to aggression or passivity. By mastering these techniques, you encourage constructive dialogue. Here are some key strategies: Use “I” statements to express personal feelings (e.g., “I feel…”) without blaming others. Practice active listening to acknowledge the other person’s perspective while staying focused on your message. Develop emotional intelligence to improve empathy and clarity in discussions. Role-play scenarios to practice assertive responses and manage emotions effectively. Regularly reflect on past conflicts to identify areas for enhancement in your communication style. Implementing these techniques can greatly improve your conflict resolution skills and lead to more effective outcomes. The Power of Emotional Intelligence Even though managing conflicts can be challenging, utilizing the strength of emotional intelligence (EI) can greatly improve outcomes. EI involves comprehending and managing your emotions and those of others, which is vital in high-stress situations. Research shows that individuals with high EI handle conflicts more effectively, leading to a 60% increase in collaboration among team members. By developing self-awareness and self-regulation, you can remain calm and composed during disputes, preventing escalation. Furthermore, empathy—the ability to grasp different perspectives—enables you to find mutually acceptable solutions, which is significant during conflicts. Organizations that prioritize EI training see a 20% reduction in employee turnover, emphasizing its importance in creating a harmonious workplace. Negotiation Skills for Collaborative Solutions Effective conflict resolution often hinges on strong negotiation skills, which play a significant role in reaching mutually acceptable agreements. By honing these skills, you can find common ground during the preservation of healthy relationships. Here are some key aspects to reflect on: Understand core values: Know what matters most to each party involved. Embrace flexibility: Be open to adjusting your approach for win-win solutions. Practice active listening: Show that you value others’ perspectives by really hearing them. Demonstrate empathy: Acknowledge feelings and experiences to cultivate trust. Utilize rational thinking: Focus on logical solutions that benefit everyone. Utilizing these techniques can improve your negotiation outcomes and create a collaborative atmosphere. Training in negotiation skills can additionally enhance decision-making speed and team dynamics, leading to greater productivity and fewer disruptions in the workplace. Mastering these skills is vital for effective conflict resolution. Problem-Solving Strategies in Conflict Management Maneuvering conflicts effectively requires the application of structured problem-solving strategies that can help you analyze and address the underlying issues. Techniques like the Six Thinking Hats and SWOT Analysis offer useful frameworks for dissecting conflicts and crafting resolutions. To get to the heart of the matter, consider using the “5 Whys” method; this approach helps uncover root causes, leading to clearer communication and more sustainable solutions. Engaging in collaborative problem-solving allows all parties to contribute, promoting a sense of ownership and commitment to the outcomes. Moreover, effective negotiation plays an essential role, as it balances assertiveness with cooperativeness, ensuring that both parties’ needs are respected. Finally, continuous practice and role-playing of problem-solving scenarios can greatly improve your conflict resolution skills, enabling you to apply these techniques effectively in real-world situations. Cultural Sensitivity in Conflict Resolution Recognizing and respecting cultural differences is vital in resolving conflicts effectively. Comprehending the diverse cultural backgrounds of your team members can markedly influence communication styles and perceptions of conflict. Here are some key considerations to improve cultural sensitivity: Implement diversity training programs to nurture an inclusive environment. Adapt your communication style by using clear language and avoiding assumptions. Celebrate cultural diversity through team events and discussions. Acknowledge that misunderstandings can arise from different cultural contexts. Recognize that organizations prioritizing cultural sensitivity often experience enhanced employee morale and retention. Continuous Learning and Skill Development During the development of conflict resolution skills is essential for personal and professional growth, continuous learning guarantees you remain equipped to handle various situations effectively. To improve your skills, regularly assess your abilities and identify areas for improvement. Engage in workshops and role-playing scenarios to practice techniques in a safe environment. Consider the following strategies for continuous skill development: Strategy Description Workshops Participate in structured training to learn new techniques. Role-Playing Scenarios Practice conflict resolution in simulated environments. Peer Feedback Seek insights from colleagues or mentors after experiences. Continuous Reading Stay updated on the latest strategies and trends. Measurable Targets Set specific goals with timelines to track your progress. Implementing Conflict Resolution Skills in the Workplace To effectively implement conflict resolution skills in the workplace, you need to prioritize active listening techniques and encourage open communication among team members. By truly hearing each other, employees can better understand different perspectives, which reduces misunderstandings and promotes collaboration. Creating an environment where everyone feels comfortable sharing their thoughts not merely helps prevent conflicts but additionally strengthens team dynamics and improves overall productivity. Active Listening Techniques How can active listening transform conflict resolution in the workplace? By fully engaging with the speaker, you create an environment conducive to comprehension and collaboration. This technique can greatly boost conflict resolution success rates and cultivate trust among team members. Here are key active listening techniques: Maintain eye contact to show you’re engaged. Use verbal affirmations like “I see” or “Go on” to encourage dialogue. Ask clarifying questions to uncover underlying interests. Practice reflective listening by paraphrasing the speaker’s points. Incorporate active listening training to improve overall morale. These techniques not only validate feelings but also reduce misunderstandings, eventually leading to a more harmonious workplace and decreased conflict levels. Encouraging Open Communication Encouraging open communication is a fundamental aspect of implementing conflict resolution skills in the workplace. It nurtures a culture of respect and comprehension, crucial for resolving conflicts effectively. By actively listening to all parties involved, you’re validating their feelings, which builds trust and collaboration. Regular team meetings allow employees to express concerns openly, reducing misconceptions and preventing conflicts from escalating. A recent study shows that organizations with strong communication practices are 50% more likely to enjoy higher employee engagement and retention rates. Encouraging feedback empowers employees to take ownership in resolving conflicts. Action Benefit Tips Active Listening Validates feelings Make eye contact, nod affirmatively Team Meetings Reduces misconceptions Schedule regularly, set agendas Open Feedback Identifies underlying issues Create a safe environment Frequently Asked Questions What Are the 5 Skills for Conflict Resolution? To effectively resolve conflicts, you should master five vital skills. First, practice active listening to guarantee everyone feels heard. Next, develop empathy to understand others’ perspectives. Emotional regulation is critical, helping you maintain composure during disputes. Assertive communication allows you to express your thoughts clearly as you respect others’ feelings. Finally, hone your problem-solving skills to collaboratively identify issues and brainstorm solutions, making it easier to reach mutually acceptable resolutions. What Are the 5 C’s of Conflict Resolution? The 5 C’s of conflict resolution are Communication, Collaboration, Compromise, Courage, and Consistency. First, effective Communication promotes comprehension by clarifying misunderstandings. Next, Collaboration encourages teamwork to find mutually acceptable solutions. Compromise allows both parties to give up something for a middle ground, reducing escalation. Courage involves addressing conflicts directly, whereas Consistency guarantees fair application of strategies, building trust within the team. Together, these elements create a more harmonious and productive work environment. What Are the 5 Main Conflict Resolution Strategies? The five main conflict resolution strategies include avoiding, competing, accommodating, compromising, and collaborating. Avoiding is useful for low-stakes situations, whereas competing is necessary for high-stakes conflicts where quick decisions matter. Accommodating prioritizes relationships over personal goals, but can limit innovation. Compromising involves both parties giving up some demands for a mutually acceptable solution. Finally, collaborating seeks to meet everyone’s needs, nurturing respect and shared success, especially in complex scenarios with multiple stakeholders. What Are the 3 C’s of Conflict Resolution? The 3 C’s of conflict resolution are Communication, Collaboration, and Compromise. Communication involves actively listening and expressing your thoughts clearly to understand different perspectives. Collaboration focuses on working together in the direction of shared goals, cultivating teamwork and unity. Compromise requires both parties to make concessions, balancing individual needs with relationship priorities. Perfecting these skills can greatly improve workplace dynamics, enhance relationships, and lead to effective conflict management, ensuring a more productive and harmonious environment. Conclusion Acquiring conflict resolution skills like active listening, empathy, and emotional intelligence is crucial for nurturing a productive environment. By engaging fully with others’ perspectives and appreciating diverse viewpoints, you can reduce tensions and improve collaboration. Furthermore, developing problem-solving strategies and cultural sensitivity further strengthens your ability to navigate disputes effectively. Implementing these skills not just enhances team dynamics but contributes to overall workplace satisfaction, making it imperative for everyone to prioritize continuous learning in this area. Image via Google Gemini This article, "Essential Conflict Resolving Skills Everyone Should Master" was first published on Small Business Trends View the full article

I’m on vacation. Here are some past letters that I’m making new again, rather than leaving them to wilt in the archives. 1. I saw my coworker buying a beer during work hours I saw a coworker at the pharmacy near our office this morning (9:45 a.m.) buying a 40-ounce can of beer. I was confused at first and I couldn’t figure out what to make out of it, but then I also remembered that this coworker always falls asleep in meetings. I wasn’t sure if I should have approached her (I didn’t want her to think I’m being nosy). I do not want to jump to conclusions because I also thought she might have bought the beer for someone else (i.e., a homeless person in NYC or whatever). She got back at her desk around 10:15ish without the bag. I also saw her sleeping at her desk (pen in hand, head down) at noon today. In terms of her quality of work, my team and I stopped going to her because we never get good answers from her anyway. I also overheard her team members question her ability in doing a project. Is this something that I should report in case she needs help or in case this requires disciplinary action? The fact that you saw a coworker buying a beer before work is not, in itself, damning. She could have been buying it for after work or, as you say, for someone else. Who knows. If she’s sleeping on the job or otherwise not performing her work in a way that affects you, or if she’s coming to work smelling like alcohol and/or appearing intoxicated, you should absolutely talk to your manager about those things. But “my coworker sucks at her job” and “I saw that same coworker buying a beer” is not enough of a connection to report someone for being drunk at work — that’s just too much speculation. Focus on the things you know for sure. – 2018 2. Intern uses “stay gold” as her email sign off There’s an intern at my office who signs off all her emails with “Stay gold.” For example, an email from her might read, “Thanks for sending me the TPS reports! Stay gold, Jane.” I asked her about it and she confirmed it’s from the quote “Stay gold, Ponyboy” from the book The Outsiders. We work in a pretty casual industry so it’s most likely that people will write it off as a weird quirk, but I’m afraid that if she tried using that sign-off in a more formal industry or office that people would think it’s unprofessional. Should I encourage her to start using a more common sign-off? First, this is hilarious. But yeah, that’s going to come across weirdly in many (most?) offices, and as an intern she won’t have the capital built up to make it read “amusing quirk” rather than “inexperienced worker who doesn’t take work seriously / has no sense of professional norms.” If you’re her manager or oversee any of her work, it would be a kindness to talk to her about professional sign-offs. – 2020 3. Telling my boss his wife messed up his business travel I used to work as an executive assistant to a person who did a lot of business travel, but also did a lot of travel for his side-business activities. This was all legit, above board kind of stuff and his main job was aware of it. As his assistant, I handled all the business stuff: booking flights, doing expense claims, all that jazz. However, his wife handled the side-business travel and I was instructed to liaise with her to coordinate schedules and handle any times when business travel would occur in conjunction with side-gig travel. His spouse was awesome, really organized and a great person to work with, but this was still a little bit awkward. It became more awkward when she made a mistake and booked travel for him at a time he was required to be somewhere else for his main job. I double, triple, and quadruple checked all of our email correspondence and it was for sure something that had gotten mixed up on her end, I am confident in that. So I was between a rock and a hard place: it wasn’t MY mistake but I was probably going to wear it because how am I supposed to present all the evidence to my boss that his spouse, his partner in life for over 20 years, the mother of his children, was the one that made the error that was sort of a costly mistake? He and I had a great working relationship, great communication, he had my back, all in all he was a great person to work for. I ended up just doing my best to fix it and make everything work out, but it never sat right with me that I had to sort of pretend that it was my fault. I think that if I had tried to present everything to him that it WASN’T my mistake might have just made me look like a jerk or be really self-serving. Did I only have those two choices: screw-up or jerk? Or was there a third option that I just didn’t realize? You were being way too delicate! It wouldn’t have been a jerky move to tell your boss that his wife mixed something up, because you wouldn’t have said it in a jerky way. You would have just matter-of-factly told him, “Hmmm, it looks like Jane booked you in Atlanta on the 20th when you need to be in San Diego. I’ll let her know.” Your brain was going way overboard with the “partner in life for over 20 years, mother of his children” thing. It’s just a routine business thing, not particularly sensitive information. If I were your boss and I found out that you were pretending something was your fault because you thought I’d dislike you if you told me my spouse had messed something up … well, I’d actually be really concerned. I’d worry about your judgment, or whether I’d somehow given you the impression that I was too fragile to hear normal business stuff, or whether my spouse had done something to scare the crap out of you. I’d wonder what else you might be sugarcoating, and what else I might want to know that you might not tell me. It’s worth looking at whether you’re being overly delicate with your current colleagues/manager, because this is a strange instinct! This is just normal business stuff, not anything you needed to dance around or hide. – 2018 Read an update to this letter here. 4. My amazing new job has a catch: my father I just started a new job at what appears to be a great company. On my first day, I learned that my new company is owned by the company my father works for. I also learned that interaction between the companies is expected to increase, and while it’s not probable, it’s possible that I could end up working with my father. At least one of the higher-up members in my division even knows him. (Aside: this company definitely has no concerns about relatives working together.) The problem is that my father and I have not spoken for three years. I might be able to have a very distant professional relationship with him, but, to be frank, almost any interaction at all would make me want to quit. It’s known that my father works for the parent company, but no one knows that we have had an intense falling out. Should I mention this to my team lead? I’d obviously couch it in professional verbiage, a la “My father works for [parent company], but we do not get along. If at all possible, I’d prefer that any work that might involve him or his team be delegated to someone else.” This is literally my second day on the job, and I’m worried about coming across as full of drama. I’m also worried that even though it was my father who disowned me, my reporting our soured relationship will make me look bad, but I specifically want them to know that this goes beyond the potential awkwardness of working with family so that they never intentionally put us together. And, finally, I’m so new to the company that I have no metric with which to gauge how reactions to this information would go. Yes, mention it to your manager. Your wording is good, but I’d tweak it to this: “I hadn’t realized the extent to which [this company] works with [parent company], but now that I do, I feel I should let you know that my father works for [parent company] and we’ve been estranged for several years. I wouldn’t want that to cause any awkwardness in a work context, so I’m hoping that if we ever have work that might involve him or his team, it could be assigned to someone else.” Companies generally don’t want to invite family drama into their work, and it’s pretty likely that if there’s a way to keep you from having to work with your dad, they’ll try to accommodate that. (There might not be, of course, but it’s a reasonable thing to flag.) You’re not going to come across as full as drama as long as you don’t … come across as full of drama. In other words, if you conduct yourself professionally and maturely (as opposed to, say, complaining about him all the time, sobbing in meetings when his company name is mentioned, etc.), that’s not going to be outweighed by having a difficult family connection. And remember, lots of people have tough family dynamics. You’re not weird or dramatic for having one too. – 2019 Read an update to this letter here. The post I saw my coworker buying a beer during work hours, my boss’s wife messed up his business travel, and more appeared first on Ask a Manager. View the full article

If your sofa was made between 1970 and 2014, its foam is likely loaded with flame retardants—chemicals that can escape into dust and end up in the air you breathe. A new study led by the California Department of Public Health shows the payoff of swapping it out: people who replaced their old, chemical-filled sofas or chairs with new, flame-retardant-free models saw levels of one common chemical, polybrominated diphenyl ethers (PBDEs), drop by half in just over a year. The chemicals became ubiquitous in upholstered furniture thanks to older regulations in California. The state’s large market meant that flame retardants were used in furniture nationwide. The tobacco industry originally lobbied for the rules in the 1960s, when smoking was a common cause of fires and the industry didn’t want to make self-extinguishing cigarettes. But flame retardants didn’t prevent fires effectively. Instead, they were linked to cancer risk, hormone disruption, and reduced IQ levels in children. By the early 2000s, manufacturers began phasing out one type of flame retardant, and by 2014, California finally revised its flammability rules so that companies could sell furniture without flame retardants. “In the early 2000s, there was a lot of accumulating evidence of the health effects associated with these chemicals, particularly for neurological development for children,” says Robin Dodson, a research scientist at the Silent Spring Institute and one of the authors of the study. “So the industry kind of saw the writing on the wall and opted for a phase out of BDE flame retardants in upholstered furniture.” Initially, manufacturers switched to organophosphate flame retardants (OPFRs). But after California updated its rules, some phased out flame retardants completely, so it became possible to buy furniture without them. In a previous study, the researchers found a “significant reduction” in PBDE chemicals in dust after furniture was replaced in a house. The new study is the first to look at what happens biologically. The chemicals don’t go away immediately—PBDEs have half lives in the body ranging from 1.8 to 6.5 years. But when large furniture like a sofa is replaced, they quickly drop. (There was less change in OPFRs, which have a shorter half-life in the body and which are still present in other products, from cars to electronics.) The scientists also studied a companion group of people who didn’t replace furniture. They also saw a drop in PBDEs in their blood and urine, thanks to the fact that more products are being made without the chemicals. But levels dropped two to four times more slowly than in those who got new furniture. That doesn’t mean you need to immediately buy a new couch if your budget is tight. (There’s also currently no safe, environmentally friendly way to dispose of old flame-retardant-filled furniture.) “Our number-one tip right now today for flame retardants is to actually keep dust levels low inside of your house,” says Dodson. That means, for example, vacuuming with a HEPA filter that can capture dust. Washing hands before making food or eating also makes a significant difference, especially for children. But when you do get new furniture, Dodson says, look for items that are specifically made without the chemicals. “We’ve been generally telling people, don’t run and throw out your couch,” she says. “But when choosing new furniture, choose without flame retardants.” View the full article

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