Blog

Avoiding Burnout as a Business Leader

One of the advantages of being an entrepreneur is that you can set your hours and make your own rules. Unfortunately, this can lead to stress and exhaustion in today’s fast-paced world. Many people who start a business are also suffering from burnout. This is because they can’t keep up with the demands of running a successful business.

According to the term burnout, it is a condition that typically involves exhaustion or emotional or physical strength. It’s a real issue affecting people in today’s fast-paced and hectic world. A survey conducted by Indeed revealed that over half of the respondents had experienced burnout in 2021.

The symptoms of burnout can vary depending on the individual. Some people will experience fatigue, while others will experience depression or anxiety. Here are seven ways to stop it before it gets out of control.

Don’t Work Overtime

Most people think that working all the time is just a part of the business. However, if you’re constantly taking on additional tasks and responsibilities, you might be at risk of burnout. This can potentially lead to stress and exhaustion.

Ensure You Don’t Become Overwhelmed

If you’re constantly putting yourself at risk of burnout, you might be at a disadvantage as a business owner. If you can’t keep up with the demands of running a successful business, you might be close to experiencing burnout. One of the most important steps you can take as a business owner is to take a break from your to-do list.

Evaluate Your Performance

Although every mistake is a learning experience, it’s important to re-evaluate if you make more errors. This will allow you to identify areas of improvement and get back on track.

Define Your Hours

Many small-business owners think they must be on 24-hour work to succeed. If they do less, they might not be able to keep up with the demands of running a successful business. However, setting specific work hours can help you achieve more. According to studies, people are designed to work better when they follow a rest-run cycle. After all, if you can set your hours and stick to them, you can achieve more than most people.

Schedule Breaks

Although you’re usually expected to work hard, it’s important that you schedule breaks throughout the day so that you can recharge and get back to doing what you’re passionate about. Having a reminder on your phone can help you get up and take some time to get some fresh air. Stretching your legs or taking the time to talk with your colleagues can help you get back on track and feel more energized.

Create Priorities

Getting caught up in the endless tasks and responsibilities that come with running a successful business can lead to a lack of focus and motivation. To avoid this, it’s important that you take the time to identify your priorities and develop a strategy to get there. One of the most effective ways to do this is to hire a coach. This can help you establish better habits and manage your time more effectively.

Define Goals

Sometimes, it’s important that we take a break from the hustle and bustle of running a successful business to focus on what we’re working on. Having a short-term goal can help motivate and reward yourself for all of the hard work that you’ve put in.

To avoid burnout it’s important to spot the warning signs early to prevent it from happening. For instance, if you’re feeling like you’re running on empty, then it’s important that you take a break from the business to assess your situation.

This article was originally posted on Russ Ewell’s website.

How Investing in a Remote Workforce can Improve Diversity Efforts

The positive effects of diversity on an organization’s performance are clear: it can lead to better decisions and innovation, and it can help improve the company’s competitive advantage. Over the past few years, various companies worldwide have started implementing policies to improve their workforce’s diversity.

Unfortunately, many companies still face challenges when implementing their diversity policies. One of these is the lack of diversity in a talent pool. This issue has become more prevalent over the past couple of years. Remote work can be a great solution to this problem.

As more companies adopt remote work policies, they must consider the importance of diversity in their workforce. Here are three ways remote work can help them realize the benefits of having a diverse workforce.

ACCESS TO DIFFERENT POPULATIONS

One of the most important advantages of remote work is its ability to expand a company’s hiring options. This is especially beneficial for small businesses that may have difficulty finding qualified candidates.

Through remote work, a company can also build a stronger talent pool and expand its scope of operations. This can be very beneficial when it comes to planning for the future.

Unfortunately, many companies still face challenges when it comes to hiring and retaining diverse talent. This is especially true for positions that require a certain amount of experience.

FINDING OVERLOOKED POTENTIAL RECRUITS

During the pandemic, the Covid employees were able to gain a deeper understanding of how they can perform their best work in various ways. Those who were able to work flexible hours were able to thrive.

Companies that adopt remote work policies can accommodate the needs of different underrepresented groups. For instance, an employee with a disability may be able to work from home with great results.

Having a diverse workforce can help a company develop and grow. It can also help them attract and retain the best talent. By providing a remote work option, they can benefit from the experiences and skills of individuals they would not typically find in a traditional search.

IMPROVES ENGAGEMENT AND INCLUSION

It’s also important that executives take the time to create an inclusive environment for all employees. This can help them attract and retain the best talent. Ensuring employees feel free to be themselves is the key to making diversity a successful business driver.

One of the most important factors that a company should consider when it comes to creating an inclusive environment for all employees is ensuring that everyone is free to be themselves.

BUILDING THE RIGHT TEAM

One of the most effective ways to find new talent is by establishing employee resource groups. These groups can help support team members and provide a way for employees to connect with other organizations that are different from their own.

Although it can be challenging to create a positive work environment with remote workers, it’s worth the effort. By providing a variety of flexible work options, companies can find the ideal individuals with the skills and experience they need.

This article was originally posted on Russ Ewell’s website.

Promoting Diverse Leadership at Your Business

As the importance of diversity and inclusion in the workplace continues to be acknowledged by many businesses, it becomes vital that more diverse individuals are in leadership positions.

The individuals at the top influence the culture of a company. If you are committed to creating an environment that is more inclusive and diverse, then you need to make sure that the various aspects of the organization are reflected in the hiring and promotion of diverse candidates. This goes beyond just hiring individuals of color. It also includes implementing processes that will help prepare employees for leadership roles in the future.

In this article, we will discuss the various benefits of diverse representation in the leadership ranks and how you can implement strategies to improve your organization’s diversity.

Skills to Look for in New Leaders

In addition to being able to speak and understand various languages, diversity, and cultural leadership skills are also critical when hiring and promoting new leaders. These four competencies can help you identify the ideal candidate for your company.

CONSIDERS ALL PERSPECTIVES

One of the most essential characteristics of a leader is their ability to identify the various perspectives that are missing from the team. This can help them find ways to improve the quality of the discussion.

TAKES ACTION

As diversity and inclusion practices within your organization change, inclusive leaders must be willing to adapt to these changes. They must take the necessary steps to accommodate new ideas and suggestions.

IS ACCOUNTABLE FOR THEIR ACTIONS

An inclusive leader is willing to acknowledge and call out harmful or oppressive practices being perpetuated within the organization.

How to Increase Diversity in Leadership 

TARGETED DIVERSITY TRAINING

Many companies require employees to take various diversity training courses throughout their careers. However, one of the most overlooked aspects of this strategy is the importance of leadership-focused training. This is because, depending on the level of responsibility that the employees have, they may have varying responsibilities when it comes to promoting and implementing diversity within their teams.

To ensure that your existing diversity training programs are effective, consider offering specialized workshops or courses designed for specific roles.

OFFER EDUCATION OPPORTUNITIES

Unfortunately, many employees from disadvantaged backgrounds do not have the necessary skills to be successful in their chosen careers. This is why you must establish a workforce education program that allows employees to earn various certifications and degrees while working. This type of program can help you attract and retain diverse candidates.

MENTORSHIP PROGRAMS

Although mentorship programs are a familiar concept, they are often overlooked or underused. This program can help promote diversity within your organization by allowing employees to develop their leadership skills.

One of the most effective ways to establish a mentorship program is to pair experienced managers and executives with junior employees. This will allow them to develop their soft skills and prepare them for leadership positions.

The increasing number of diverse candidates in today’s workforce has made it more critical than ever that you establish effective diversity programs and systems in place. These will allow you to attract and develop diverse leaders.

This article was originally published on Russ Ewell’s website.

Why It’s Important for Leaders To Be Emotionally Intelligent

Most people think of intelligence as a mathematician who can solve equations or a novelist who can write great works of literature. But there are many different kinds of brilliance. One of these is emotional intelligence, a skill people often overlook. This is very important for business leaders as it allows them to manage their emotions.

Self-Awareness

One of the most important characteristics of emotional intelligence is its ability to help you understand the effects of your emotions on a decision. This is very important for leaders as it allows them to make sound decisions when facing situations that are not ideal.

If you previously supported a particular strategy, then your pride might be tied up with it, making it hard to recognize if it’s working. Having emotional intelligence allows leaders to make more rational decisions.

Understanding Your Impact

Having emotional intelligence helps people anticipate and respond to the sentiments of others. As much as we may want to think that business is objective, it is an emotional experience.

Emotions can be very unpredictable in an organization, especially regarding news. Emotional intelligence allows you to anticipate how others will react to certain situations.

Mental Health Support

Having emotional intelligence allows people to quickly assess their employees’ psychological and emotional states. This is very helpful in identifying those who are suffering from certain disorders.

Having the proper resources and support for your employees can help them recover from their mental health issues. It’s also beneficial for the workplace as it promotes a more harmonious environment.

Improving Communication

Having emotional intelligence allows people to assess the actions and words of others. This helps them determine if they are being correctly understood. This is very helpful in developing effective communication strategies. Emotional intelligence can also help you refine your messages and make them more relevant to your employees.

Emotional intelligence makes it easier for people to listen to what others are saying, which is very helpful in providing you with the necessary information.

While general intelligence is essential, having emotional intelligence is also a must for leaders as it allows them to relate to others and find solutions to their problems.

This article was originally published on Russ Ewell’s website.

Why Sleeping Well is Vital for Good Leadership

Despite the growing number of people who advocate for better sleep, many Americans still don’t get enough sleep. According to a 2012 survey, about 29% of Americans don’t get enough sleep. This figure is up from 22% in 1985, and it’s a concern for executives as well.

In 2017, a study by the Center for Creative Leadership revealed that almost half of leaders don’t get enough shut-eye.

Getting enough sleep is known to improve our cognitive performance and ward off various diseases such as Alzheimer’s. It can also help us store and process memories. It additionally helps us clear out beta-amyloid, which is a waste product.

Unfortunately, insufficient sleep can also lead to various issues such as poor judgment and lack of creativity. In addition, it can affect the performance of employees.

The Negative Consequences of Sleep Deprivation

Getting the proper amount of sleep can help improve the performance of leaders. One of the first steps in addressing this issue is to come to terms with the detrimental effects of fatigue on both yourself and the people who work for you. After that, follow some simple yet effective advice to ensure that you get enough sleep.

There is a common perception that leadership performance remains relatively consistent over time. However, recent studies have revealed that managers’ abilities can be drastically different from day to day and that this inconsistency can be attributed to the quality of a manager’s sleep.

Studies have also shown that when leaders don’t get enough sleep, they are more prone to acting in an abusive manner, and they can be perceived as less charismatic. In addition, their team members are likely to become sleep-deprived.

In 2016, a group of researchers conducted a study that revealed how insufficient sleep can affect the ability of managers to motivate and inspire their team members. For the experiment, some of the students were given a normal night’s sleep, while others were given a sleep-deprived condition.

The researchers asked the participants to talk about their role as a leader, and then a separate set of participants were then asked to evaluate the speakers’ charisma. The results of the study revealed that those who were sleep-deprived were more likely to perform poorly than those who were in the control group. According to previous research, when leaders exhibit positive emotions, their team members feel better and perceive them to be charismatic.

Getting enough sleep is also known to affect our mood and ability to manage our emotions. It can make it hard to feel positive and maintain a positive outlook.

Leaders who don’t value the importance of sleep can also negatively affect their team members’ behaviors. For instance, they can make their subordinates believe that sleep is unimportant.

Leaders can devalue sleep by setting an example for their employees. For instance, they can boast about how they don’t sleep well or send work e-mails at 3 am. They can additionally encourage their team members to work during the typical sleep hours.

Employees pay close attention to the cues that are presented to them by their managers. For instance, when it comes to getting enough sleep, the subordinates of leaders who encourage poor habits tend to get less sleep than those who value sleep.

This article was originally published on Russ Ewell’s website.

How Companies Can Use Data to Advance Diversity

 Due to the rise of data-driven technology, few areas in the workplace are not benefitting from data-driven change. Diversity, Equity, and Inclusion initiatives can also benefit from this increased reliance on data.

There are several things you can do to ensure that your efforts are sustainable. However, before you start implementing data-driven change, it’s crucial that you first ask the right questions and gather information. Here are some steps to take to get started.

COLLECT INFORMATION

There are many kinds of information that can be used to create a DEI program; for example, you can examine the demographic data of your employees to find gaps in the diversity, and inclusion of individuals based on their characteristics. This type of data can be found in already existing workforce records.

Although you may initially focus on one area of the organization where you can make a significant impact, be open to exploring other areas where there are gaps, for instance, focusing on the diversity numbers may not provide you with the necessary insight into the individuals leaving the company.

One of the most important steps that you can take to ensure that your efforts are sustainable is to benchmark every level of the organization. This will allow you to identify areas where there are gaps and where there is a glass ceiling.

CREATE OBJECTIVES

Failing to address the problems that were discovered during the data collection process can lead to the appearance of a lack of commitment to diversity. Setting goals based on the collected information and pursuing them will show that the program is real and will help employees feel that it is supported.

Before setting goals, it’s important that you first identify problem areas. For instance, a lack of diverse leadership positions may be caused by factors such as the lower promotion rates and the lack of women and minorities in the organization.

Setting goals that are aspirational rather than strict quotas are important to creating an ethical program. In a recent ruling, the US Supreme Court stated that quotas are unconstitutional.

CREATE A SYSTEM OF ACCOUNTABILITY

Although it’s legal to set a goal of increasing the number of employees of a certain race, don’t rely on the individuals’ characteristics to determine the number of positions. Instead, focus on broadening the pool of candidates and finding talent in different regions.

One of the most effective ways to expand the pool of candidates is by committing to interview a certain number of individuals from underrepresented groups. Doing so will allow you to avoid setting a legal obligation that may violate the law.

Consider incentivizing your leadership teams to complete DEI goals, which has been shown to have positive results.

Following these steps will help you establish an effective DEI program with concrete goals for improving your company.

This article was originally posted on Russ Ewell’s blog.

Tips for Transitioning from Team Member to Team Leader

Leadership is one of the most challenging and complex jobs in the world. It requires years of training, patience, and the ability to manage a team, which takes more than merely reading a how-to book on management. However, if you want to succeed as a leader, it’s helpful to have some advice. If you’re transitioning from being on a team to being a leader of your team either gradually or at once, essential guidelines will help make this transition easier for you and your new team members.

4 Tips for Transitioning from a Team Member to a Team Leader

  1. Communicate Constantly
    Communication is essential in any relationship, but for it to be effective and efficient, it’s even more critical when transitioning from a team member to a team leader. It means your conversations with your team should not stop in the middle of negotiating, striving for the perfect pitch, or planning. It should be constant communication throughout the whole process.
  1. Be a Team Player
    Although you will lead the team, other people involved in the project or goal are still important. Make sure you’re considering their ideas and points of view to try and get a group consensus on decisions you must make. Even if you ultimately have to decide on your own about running your team as smoothly as possible, it is essential that every team member feels like their opinion matters.
  1. Maintain Your Relationships
    There are multiple types of leaders, but you should remain the same person in transitioning from a team member to a team leader. Don’t try and adopt the style or traits of a bossy leader or dictator because that will not end well and could damage your relationships with your team. Continue to be friendly and respectful and maintain the human connections that have already been built within the team.
  1. Be Honest and be Yourself
    It’s important to remember that there is no one way of doing things or being a boss. Each person has a unique personality, so the best advice is to be yourself. Don’t try to act like someone else or try to follow or mimic a boss’s style or mannerisms because this will not work for you. It is essential to be authentic without hurting others’ feelings and ensure you are respected.

Although it can be difficult and risky to be a leader, there are ways of transitioning from being on a team to being the leader of your own. One way is to use these four tips for transitioning from a team member to a team leader, which will help you as you move towards becoming a better leader for your future team.

This article was originally published on Russ Ewell’s website.

How Technology is Changing Education

Technology has become an increasingly important part of education in recent years. It can be used in a variety of ways, from helping students to learn more effectively to allowing teachers to track student progress more easily. There is no question that technology has had a major impact on education. With the advent of the internet and online learning, there has been a dramatic shift in how people learn and receive information.

There are a number of reasons why technology is so important in education. One is that it can help students and teachers learn more effectively. For example, if a student is having trouble understanding a concept they can use the internet to find resources that will help them learn it better.

However, technology is not only changing how we learn but also what we learn. In the past, students were typically only exposed to information that was available in their local area or through books. However, with the internet, students have access to a wealth of information from all over the world. This increased access to information is changing the way educators teach and students learn.

In addition to changing what and how we learn, technology is also changing where we learn. With online learning, students are no longer confined to traditional classrooms. They can now learn from anywhere in the world, as long as they have an internet connection. This increased flexibility is giving rise to a new generation of learners who are not bound by geographical boundaries.

Technology is also changing how we assess learning. In the past, assessments were often done through paper-based tests and exams. However, with the advent of online learning, there are now many different ways to assess students’ understanding and progress. For example, online quizzes and tests can provide instant feedback to students and teachers alike. This instant feedback is helping to improve the quality of education overall.

There is no question that technology is having a major impact on education. With its ability to change how we learn, what we learn, and where we learn, it is clear that technology is here to stay. As education evolves, it will be interesting to see how technology continues to shape the way we learn.

This article was originally published on Russ Ewell’s website.

New Assistive Technologies in 2022

There is no doubt that technology has changed the world in innumerable ways. In particular, it has made life easier for people with disabilities. Assistive technologies have come a long way in the past few years, and they are only going to get better in 2022. Many people with disabilities rely on assistive technologies to help them with everyday tasks. Here are some of the most promising new technologies that will be available in 2022.

  1. Help for the Hearing Impaired
    One of the most promising new technologies for people with hearing impairments is called AudioEye. This technology uses a combination of hardware and software to provide real-time captioning for live events. AudioEye is already being used by some major corporations, including Microsoft and AT&T. Also, the National Association of the Deaf has given AudioEye its seal of approval. Most importantly, AudioEye is very affordable, which makes it accessible to people with all types of hearing impairments.
  1. Help for the Dexterity-Challenged
    There are many new technologies being developed to help people with dexterity issues. One of the most promising is a robotic arm that can be controlled by thoughts. The user simply wears a special cap that reads brain waves. This technology is still in the early stages of development, but it has great potential for people with disabilities. According to one estimate, there are over a million people in the United States alone who could benefit from this technology.
  1. Help for the Visually Impaired
    There are several new technologies being developed to help the visually impaired. One of the most promising is called eSight. This wearable device uses a high-definition camera to capture images and then displays them on two OLED screens in front of the user’s eyes. The result is that the user can see things that they would not be able to see with their naked eyes. eSight is already being used by thousands of people around the world, and it is expected to be available to the general public by 2022.

These are just a few examples of the new assistive technologies that will be available in 2022. It is clear that these technologies have the potential to change the lives of people with disabilities for the better. We can only imagine what new technologies will be developed in the years to come.

This article was originally published on Russ Ewell’s website.

Why Providing Diversity and Sensitivity Training Is Important

While ignoring the necessity of diversity training in the workplace can be tempting, it is an important tool for retaining a diverse and thriving company. Companies can connect with customers on all levels with employees from different backgrounds and perspectives. The following are some ways that providing diversity and sensitivity training for employees can benefit a company.

1. Awareness of Employee Protections

Diversity and sensitivity training go a long way towards ensuring that employees are aware of their rights as workers. By providing activities, employees acquire a basic understanding of how to handle discrimination and harassment in the workplace and how to protect themselves from it.

2. Improves Efficiency

It helps improve efficiency in companies by allowing diverse teams to be composed and set up. Companies can draw from each individual’s unique skills and abilities by focusing on people from different backgrounds. These unique strengths can help improve productivity in a company, leading to better communication between various departments and business divisions.


3. Improving Communication Skills

For employees to communicate effectively, they need to be aware of their own biases and the biases of others. Providing junior members within a company with diversity and sensitivity training helps them understand the different cultures and backgrounds of each other. This helps them build effective relationships with co-workers from different backgrounds and cultures, leading to improved communication amongst the whole team.

4. Improves Company Culture

Providing diversity and sensitivity training for employees will help a company build its own culture, which will in turn help attract new customers and retain loyal ones. By creating a culture open to all kinds of people, a company will provide its employees with the training they need to function in an environment that encourages diversity.

5. Achieving Better Organizational Goals

Companies that provide diversity and sensitivity training to their employees can achieve their organizational goals. By providing diverse teams with practical training, departments can more efficiently communicate and work together in a combined effort to achieve goals within a company.

Diversity and sensitivity training are crucial for companies to succeed in the modern age. By providing employees with this training, businesses can ensure that their employees are informed of their rights as workers and that they are aware of the different cultures and backgrounds of other company members. This can help improve efficiency in a company and create a more effective working environment for employees.

This article was originally posted on Russ Ewell’s website.