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Doporučuju inspiraci pro ty, kdo chtějí zlepšit soft-skills
Sleduji a sdílím inspirativní články, podcasty a knihy, které vám pomohou zlepšit vaše soft-skills.
#SoftSkills do #techu patří
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*sdílené články jsou řazeny od těch podle mě nejlepších po dobré
Najděte inspiraci pro svoje soft-skills
Your Personal Brand Needs a Refresh. Here’s Where to Start.
on hbr.org
In a fast-changing world, it requires both a strategy and disciplined execution to stand out and remain relevant. And since your own career interests, goals, and objectives are likely changing more rapidly than ever, don’t assume that your internal state of mind is reflected in your public brand. Indeed, there’s often a lag between our self-perception and how others view us, and we have to consciously focus on closing that gap to achieve the brand or reputation we seek. The authors present four key steps to consider to ensure you’re offered relevant opportunities and can deploy your full talents.
HBR On Leadership: Lessons from Maggie Lena Walker’s Entrepreneurial Leadership
on hbr.org
In this episode, Harvard Business School senior lecturer Tony Mayo traces Walker’s approach to leadership as she became the first female bank president in America. You’ll learn how she led the turnaround of the Order of St. Luke by cutting costs, increasing membership, and launching new businesses that catered to unmet needs in Richmond’s Black community. You’ll also learn how Walker relied on her personal networks and deep local roots to overcome challenges rooted in systemic racism throughout her career.
The Right Way to Manage Emotions on Your Team
on hbr.org
This is a conversation on handling uncomfortable situations. Many managers don’t know what to say when a team member appears angry, frustrated, or sad. They might even feel it is unprofessional to acknowledge those feelings at all. However, research shows that avoidance is costly. Teams perform better when their leaders respond effectively to members’ emotions.
Why Feedback Can Make Work More Meaningful
on hbr.org
Managers have long been told that feedback is critical to organizational success. They attend training after training to learn how to give effective feedback in order to manage underperformers and ensure that employees are on the right track with their work. Managers also learn that feedback is a necessary ingredient for a company culture built on trust, accountability, and compassion. But what’s often missing from the conversation about the importance of feedback is the real reason why it matters: Feedback is a critical tool for helping employees find deeper meaning in their day-to-day work. This article covers three reasons why feedback can create more meaningful work, and how you as a manager can make sure your feedback conversations are designed for maximum meaning.
6 Must Have Software Engineering Templates
on read.highgrowthengineer.com
If you need a reminder on how to write documentation, prepare for a 1-on-1, or get ready for feedback, these templates will assist you.
How to develop EQ as an engineer or a manager
on newsletter.eng-leadership.com
People with high EQ are often great team players, great collaborators and overall great people to work with. This is how and you can develop EQ.
This Is How You’re Eroding Accountability
on staysaasy.com
Accountability is the only way that anything gets done at scale. Here are some ways that smart people screw up accountability on their teams, often despite the best of intentions – and what to do about them.
Unpopular Defaults for High-Performing Tech Organizations
on avivbenyosef.com
This article challenges conventional tech leadership practices by proposing six counterintuitive principles. Aviv argues against common practices like nano teams, hackathons, etc.The main message is that popular management approaches often lead to mediocrity, and leaders should focus on building resilient, innovative teams even if it means making unpopular decisions.
How to be a better manager to Gen Z
on www.fastcompany.com
Gen Z workers are often misunderstood. However, there are steps you can take to better understand, and support, Gen Z. As the number of Gen Zers entering the workforce climbs by the day, the conversation has been dominated by how to acclimate these passionate individuals into an ever-changing workplace. And yet, when we talk about Gen Z, they continue to be misunderstood and underestimated.
Take these 4 steps to prepare for conflict at work
on www.fastcompany.com
The anticipation of difficult conversations is often worse than the actual experience. Here’s how to de-escalate tension in the moment. In many cases, the anticipation of a high-conflict conversation creates more stress than the actual experience. Investing time to prepare for conflict scenarios reinforces your ability to regulate and positions any potential conflict as an opportunity for connection. Consider these four steps as you prepare for possible conflict situations.
5 Signs Your Optimism Is Hurting Your Team
on hbr.org
Maintaining a positive outlook is critical for good leadership. Your optimism can inspire your team, drive creativity, and foster a productive work environment. But there’s a fine line between constructive positivity and its harmful counterpart: toxic positivity. Recognising the signs of toxic positivity in yourself can be tricky, but it’s key to building genuine connections and supporting your team. Here are five signs to look out for in how you act, talk, and behave — and better ways to respond.
How to Build a Relationship Between Your Employee and Your Boss
on hbr.org
Managers are often encouraged to develop their employees by giving them access to their skip-level managers. But even those genuinely invested in growing their superstars sometimes worry about being outshone by them. Then, without intending to, a manager can become a roadblock for their high performers. Being deliberate and strategic about the skip-level relationship between your boss and your employee can help prevent your fears from becoming reality. If you have a rising star on your team who you want to invest in, grow, and retain but you harbour feelings of discomfort about their trajectory, follow these five strategies.
How to be a reliable engineer
on newsletter.eng-leadership.com
We might believe that being reliable is something that just comes by as a side effect of doing good work. But there’s a lot more to it than we might think. if you wish to find actionable advice on how to be reliable, which you can use immediately, make sure to read on!
Stop Relying on Others for Validation at Work
on hbr.org
Who doesn’t appreciate the acknowledgment of their efforts and wins, or like to impress others occasionally? It’s equally important to cultivate internal validation: a deeper sense of self-worth that is free from the wavering opinions of others and the momentary dopamine hit of a gold star. Developing internal validation isn’t about cultivating baseless confidence or inflating your ego. Rather, it’s about counterbalancing common workplace features. In this article, the author shares four strategies to balance your perspective and stay self-assured despite external pressures and challenging work environments.
What is the difference between Feedback and Criticism? – BRAND MINDS
on brandminds.com
Knowing the difference between feedback and criticism is mandatory if you are looking to improve your leadership skills. This article gives you the basic distinctions and why they matter.
How to Work for a Hands-Off Manager When You’re Fully Remote
on hbr.org
Having clear and consistent communication with your manager is essential to delivering strong results. You need to know their expectations, and they need to have insight into your work to give useful feedback and help you grow. That’s why working with a manager who is too hands-off can be challenging, especially for people in remote environments. If you find yourself in this situation, the first way to improve the relationship is to get clear on your and your manager’s work styles. Once you each understand how the other prefers to communicate and solve problems, you can set up a system that works for you both. You should also advocate for a weekly one-on-one meeting with your boss to make sure you’re aligned on goals. Lastly, it’s in your benefit to network with your manager’s peers. Being connected to other leaders in the company will give you access to cross-departmental opportunities, and make your work more visible throughout the organization.
Don’t Wait for Promotion Cycles to Advocate for Your Best Employees
on hbr.org
Many managers only begin advocating for their employees when they’re afraid of losing them or when promotion cycles roll around. It’s a reactive approach, and it often comes too late. Advocacy is about continuously championing your team’s growth by recognizing their contributions, ensuring their efforts are relevant to the organization’s goals, and making their value visible to key stakeholders. Make advocacy an ongoing priority, and you’ll see the ripple effects.
Why You’re Chronically Overcommitted
on hbr.org
If you often feel overwhelmed by your workload and feel you’ve got more on your plate than you can manage, it could be because you’re over-committing. A few reasons we overcommit include our desire for validation, fear of rejection or failure, and constantly comparing ourselves to others. Overcommitment can lead to a “siege” mentality — where you feel like you are continually under pressure or attack, leading to increased disagreements with others and dissatisfaction at work. But there are strategies you can use to break out of this cycle, including micro-mastery and a decision delay buffer.
The Surprising Power of Team Rituals
on hbr.org
Rituals — collective activities that team members regularly engage in and attribute meaning to — can make a big difference during change or transition. Research, which included a survey of 929 individuals from 60 countries and a field study in an advertising company, found that teams with more rituals experienced higher engagement, psychological safety, interpersonal knowledge, and job satisfaction. Find out how to make them work for you.
How to Make Your Team’s Work More Visible
on hbr.org
Helping your team members gain visibility isn’t just essential for their growth and success — it’s vital for yours as a leader. Not only does it show your ability to nurture and develop potential, but it also demonstrates your managerial chops. Here are practical strategies for how to boost your team’s visibility. Valuable tips that you can utilize from day one.
“The Coding Machine” at Meta with Michael Novati
on newsletter.pragmaticengineer.com
Who is this episode good for? Engineers looking This episode is ideal for engineers seeking advice on how to demonstrate their value to management and for those interested in professional growth. This episode features Michael Novati, Co-founder and CTO of Formation. Michael has eight years of experience at Meta, where he was consistently recognized as the top code committer for several years.
Managing Your Boss
on hbr.org
In this classic HBR article, first published in 1980, Gabarro and Kotter advise readers to devote time and energy to managing their relationships with their bosses. The authors aren’t talking about showering supervisors with flattery; rather, they ask readers to understand that the manager–boss relationship is one of mutual dependence. Bosses need cooperation, reliability, and honesty from their direct reports. Managers, for their part, rely on bosses for making connections with the rest of the company, for setting priorities, and for obtaining critical resources. It only makes sense to work at making the relationship operate as smoothly as possible. Successfully managing your relationship with your boss requires that you have a good understanding of your supervisor and of yourself, particularly strengths, weaknesses, work styles, and needs. Once you are aware of what impedes or facilitates communication with your boss, you can take actions to improve your relationship. You can usually establish a way of working together that fits both of you, that is characterized by unambiguous mutual expectations, and that makes both of you more productive and effective. No doubt, some managers will resent that on top of all their other duties, they must also take responsibility for their relationships with their bosses. But these managers fail to realize that by doing so, they can actually simplify their jobs, eliminating potentially severe problems and improving productivity.
3 Mistakes to avoid when writing your performance review
on read.highgrowthengineer.com
Today, I’ll share common mistakes I’ve made and have seen, along with a template to make writing your review easier. Examples and template included
How I give high-quality feedback quickly
on newsletter.weskao.com
If you're not regularly giving feedback, you're missing a chance to scale your judgment. Here's how to give high-quality feedback in as little as 1–2 hours per week.
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