As a regular contributor on LinkedIn, I enjoy testing and exploring new features as they become available.  As I post topics or articles related to Naked Networking, Career Dating, or LinkedIn Logic, opportunities presents themselves for connections or followers to ask questions and explore new perspectives.  Engaging with other like-minded professionals and observing different perspectives on timely news and trends impacting diverse industries is par for the course in my body of work.

LinkedIn recently created the option to allow you to choose making “Follow” the primary action on your profile rather than “Connect.”

Benefits Of The Follow vs. Connect Button?
When LinkedIn members choose to follow you, they are more likely to see your content in their feed which means more exposure for the message you want to share. Members can stay up-to-date with topics you share and engage in your online conversations. This feature is also nice for those who do not like the overwhelming feeling of connection requests (especially from people they do not know).  When you choose to display the follow option primarily on your profile, it makes it easier for those interested in learning from your posts to review your ideas but removes the pressure of having to connect in order to do so. When you choose to share high-quality insights, you have a better opportunity to build a loyal and engaged audience.

3 Steps | How To Set Up The Follow vs. Connect Button

1. Go to Settings from your Profile, select “Privacy”

2. Under the “Who can follow you” section, ensure you have selected “Everyone on LinkedIn” as the people who can follow your updates

3. Turn on “Make follow primary”

LinkedIn updates their platform with new features as they support innovative ways to keep users engaged.  Visit https://blog.linkedin.com/topic/new-linkedin-features for additional updates and new features.

If your networking skills are lacking or you would like to learn more about LinkedIn coaching programs, please contact me for a consultation today at kari@www.karimirabal.com

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Update Your LinkedIn Profile
When’s the last time you updated your LinkedIn profile?  Consider using downtime this holiday season to give your profile an update.  Some ideas include adding a recent photo, editing your work experience, add new skills acquired in 2016 and create an eye-catching headline that aligns with your 2017 objective.

Revise Your TMAY (Tell Me About Yourself Statement)
The New Year is around the corner; a great time to revisit your “elevator pitch”.  Create or edit a 60-90 second statement to utilize during networking events and/or interviews that can help new contacts learn more about you, your work history and what your business intentions are for 2017.  Challenge yourself to develop a memorable TMAY. You never know when opportunity will knock so arm yourself for upcoming networking events and make a great first impression during career interviews.

Develop A New Skill
Stop putting off that online course – now’s a great time to pick up a new skill. There’s no better time to try your hand at something new than during holiday downtime so consider which new skills might help your business objectives grow in 2017.

Catch Up On Business Reads
Picture yourself curling up in your favorite chair with that book you’ve been meaning to read.  The book that could have a positive impact on your career.  You’ll likely gain a few new ideas and a fresh perspective when you return to work.

Set Professional Goals
Have you taken time to set professional resolutions for the New Year yet?  Make a point to spend a little quiet time reflecting on the tasks and goals you want to accomplish in 2017.  Take these plans a step further by writing action steps needed to achieve your goals.  Start the year off feeling motivated, focused and excited about the future.

Relax and Unwind
Taking time to relax and recharge can be productive to recharge the batteries for work.  Don’t feel guilty about giving yourself time to disconnect – you’ve earned it!

The post Ways to Be Productive During the Holiday Downtime appeared first on Kari Mirabal.

Just like smart organizations are smart about failure by taking advantage of opportunities to use these lessons to create promising future options, choosing to learn from failure will help equip you to avoid making similar mistakes in the future. John Danner and Mark Coopersmith, authors of the book, The Other “F” Word, believe you can benefit from enlightened cultural attitudes about failure and share how organizations can leverage failure effectively. In their book, they discuss how leaders can figure out how to cope with, work with and then benefit from setbacks by learning five steps to be failure-savvy in the workplace.

Become Failure-savvy | 5 Steps

Decide where your organization needs to go

As you set a direction, understand that failure – which can function as a “strategic resource” – can help you and your colleagues reach your objectives. Of course, failure should never be a goal. But it can be the portal your organization traverses to gain new knowledge and experience.

Take stock of where you are, but beware

Which competitors are sneaking up on you? Who is playing Apple to your BlackBerry or Uber to your taxi business? Determine if new players or forces could eventually turn your business upside down. Recognize what your organization must do to remain competitive in the future.

Focus on a foundation of trust

China Gorman, the CEO of Great Place to Work, says trust matters more than any other factor in the corporate world. Engagement, loyalty and performance depend on trust. An absence of trust sets the stage for failure.

Team – your culture’s proving ground

Most business books point to leadership as the primary driver of achievement. However, individual employees interact in teams and that’s where your company implements successful initiatives. Focus attention and efforts on your teams. Culture at the team level trumps organizational culture, so your organization’s success or failure depends on the strength or weakness of your teams.

Metrics that prove you’re serious

The axiom to “measure what they treasure,” goes directly to the heart of business. Companies that monitor successes and failures can understand what works and what doesn’t. Armed with the insight-producing data from the right metrics, companies can adjust their activities to succeed.

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Ever-expanding growth and profit targets, maintaining a competitive edge, and managing technology as well as social disruptions are often par for the course for today’s leaders. Ellen R. Auster and Lisa Hillenbrand, authors of the book Stragility,developed a transformational tactic approach to help leaders implement strategic, agile, people-powered change in the workplace. To remain relevant, consider how you will refine your strategy to identify, refine and execute necessary course corrections. Auster and Hillenbrand offer four diagnostic tools to help you succeed and face change with confidence.

4 Stragility “Diagnostic Tools”     

1.      Sense and Shift

Strategy should never be static, so you must constantly consider whether and how you need to change your tactics. Reassess your organization’s strategy on an ongoing basis and finetune it as needed. Share this drive for ongoing transformation at every level of your firm. Avoid three-, four- and five-year plans, since “lock-and-load” strategies are not useful in a marketplace that constantly evolves and shifts. Maintain a continual sense of your strategic position, and change your plans accordingly.

2.      Embrace

Your “Inner Politician” Successful change requires internal political support. Stragility’s remake of your strategy requires the public support of influential people in your organization. Although most people dislike what they perceive as political behavior, change requires paying attention to political signals.

3.      Inspire and Engage

Develop a sense of inclusion among the people in your workforce by “fostering ownership and accountability.” To help your employees take responsibility for change, engage and inspire them.

4.      Develop Change Fitness

Be aware as you embark on a change initiative that your employees must be enthusiastic and energetic about it or “change fatigue” will burn them out. Be aware that moving through a change program can be complicated, demanding and exhausting. And, while all that is unfolding, you also must take care of your normal daily operations.    

Interested in exploring more topics related to leadership, connection, and career transition?  Read more blogs by Kari Mirabal, The Connection Coach, who an lead you to People, Opportunity and Profit.

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Pause Before You Pass | The Choice Is Yours

The next time valuable information comes your way, take a moment to “pause before you pass” (ie: consider how this data might benefit someone else in your network before you delete it or ignore it).  When you become the recipient of insights that might help others, you have two choices.

(1.) You can ignore the information because it’s not relevant to you

(2.) Make a conscious effort to share with others (referrals, career opportunities, leads, industry conferences, etc.) to generate network value.

When you choose to share information with others, you have the potential to reinforce solid connections and establish yourself as a valuable and relevant resource.  When you choose not to act, you risk sending those same contacts elsewhere  for assistance.  The potential value that would have been generated in your circle of influence now gets created in someone else’s network.

As a connection coach, one of the most rewarding parts of my job is serving others and witnessing the benefits of a pay it forward approach to networking.  For those of you who have experienced networking benefits first hand, you can probably relate to the excitement of being transformational in someone else’s life.  Seek new ways to take advantage of every opportunity you have to be a contribution to others and pause before you pass!

The post “Pause Before You Pass” & Maximize Networking appeared first on Kari Mirabal.

Rich Karlgaard and Michael S. Malone, authors of the book Team Genius, believe it is important to consider innovative ways to harness the diversity of both left-brain and right-brain thinkers.  They share six tips for building high performance groups and encourage leaders to explore diverse teams in the workplace.

Building Cognitive Diverse Teams | 6 Tips   

1. Establish ground rules for working together
2. Know each team’s strengths and weaknesses
3. Figure out how leadership styles might inhibit creativity
4. Set goals based on your most crucial priority
5. Help team members acknowledge their different styles
6. Set up systems to support your employees so they can learn more from each other

Diverse teams have a greater chance of success but they require careful leadership due to their greater potential for friction. Leaders must manage teams actively rather than simply promoting a team member to a leadership role.  Guide the process, mentor your employees, and watch the ideas (and productivity) benefits unfold.

Interested in exploring more leadership and networking information by Kari Mirabal?  For additional topics and insights, click here. 

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Dan Rust, author of Workplace Poker, reveals that workplace poker is more difficult than the card game because the rules aren’t always clear but suggests learning a few new skills to master a strategic approach to your career. Rust says to win at workplace poker, you must maintain four levels of energy including physical, emotional, mental and aspirational. You need stamina to work, fortitude to keep going in the face of negative outcomes, and creativity to overcome standardization and routine which often lead to boredom or burn out.   As you improve at this game, you might even come to like it.  Rust suggests advancing your career by cultivating and nourishing your energy.  Learn to play the game and avoid getting played.

4 Energy Types | Win At Workplace Poker

Physical Energy
You need to be physically fit before you can harness the other types of energy. If you sit most of the time, your body adjusts your metabolism accordingly, supplying only enough energy for sitting. If you want your body to supply more energy, place greater demands on it through vigorous exercise. An energy-boosting regimen includes cardiovascular and strength workouts, frequent movement breaks away from your desk and at least seven hours of sleep each night.

Emotional Energy
You generate emotional energy when you work in an environment in which you feel secure and where you make valuable contributions. Even if your workplace is not ideal, you can take steps to pump up your emotional vitality. Assert your individuality in subtle ways, and buoy the office’s overall well-being by appreciating your colleagues’ work.

Mental Energy
When you work long hours, take measures to remain alert and engaged. Customize your work sessions to harmonize with your “natural mental energy cycle.” Most people’s cycles last from 90 to 120 minutes, so work in blocks of that length, followed by 15-minute breaks. Experiencing an energy dip around 4:30 each afternoon is common, so schedule a 20-minute nap around that time. Figure out when during the day you have the greatest energy – for most people it’s the morning – and work on your most challenging projects then.

Aspirational Energy
The mind constantly looks for opportunities to grow. When your career stalls and progress seems remote, you lose aspirational energy. Take time to crystallize your career vision and clarify what you hope to accomplish. Then find ways to feed those aspirations.

Curious to read more business topics related to leadership and professional networking?  Visit www.karimirabal.com for more information to make your PASSION your CAREER.

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“Too often, managers try to win at all costs,
when they should be focused on Winning Well.”
– Karin Hurt/David Dye, leadership authors

Karin Hurt and David Dye, authors of the book Winning Well, believe some leaders focus too much on winning at all costs vs. “winning well”.  Their Winning Well model focuses on sustaining excellent performance over time in a positive work environment that rests on a foundation of four principles that they believe all leaders should possess:  confidence, humility, results and a focus on building solid relationships. Hurt and Dye believe there are four basic types of managers and offer insights into how some go for a win vs. those who strive to win well and inspire others along the way for long-term productive outcomes.

4 Types of Leaders

Users
These managers treat people as vehicles for getting what they want. They focus on short-term results generated under the fear of reprisal. Users and their workers don’t trust each other. Users become work-police who don’t believe their employees will fulfill their responsibilities without being forced.

Pleasers
These managers value being liked more than anything else. While many employees do like these people-pleasing bosses, high-performers resent them because they don’t prioritize productivity and results.

Gamers
These managers play office politics to increase their status and get ahead. They sacrifice relationships to prioritize their own agendas instead of the firm’s goals.

Winning Well Leaders
These managers focus on long-term, shared goals. They develop healthy work relationships, clarify expectations, and support their employees’ growth and success. Their team members feel less stress, are more productive, work autonomously and efficiently, and are happier overall.

Which type of leader are you?

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is a research professor at the University of Houston Graduate College of Social Work where she studies connection and vulnerability.  In this presentation, she explores the benefits of not allowing fear of critics to inhibit you from displaying your work for all to see.  Brown believes it is important to “buffer yourself from your haters” by taking the stance that unless your critics are also exposing themselves and exhibiting vulnerability, their opinions are irrelevant.

Brown explores how creative people sometimes “armor up” emotionally and psychologically against vulnerability which is impervious to the positive by-products of exposure, including love, joy, belonging, trust, empathy, creativity and innovation.  Her advice – manage vulnerability successfully by creating a “clarity of values” that drive you forward in the face of possible failure. Consider a few of Brown’s best practices to shift perspective about managing critics.

Managing Critics | 5 Best Business Practices

• Accept that ignoring your critics impinges on your capacity to connect and be vulnerable.
• Welcome critics and acknowledge their views, but stay true to your ideas.
• Realize that you are your own worst critic.
• Don’t let your inhibitions consume you.
• Be aware that reaching the end of your life and realizing that you haven’t shown up and been seen is much more terrifying than putting yourself and your work in the limelight.

Take the challenge of embracing your critics and see where opportunity takes you.  What can you learn (about yourself and others) in the process?

The post Why Critics Aren’t the Ones Who Count appeared first on Kari Mirabal.

One of the most important things you can do is shift your mind-set about time.  Every “yes” you accept comes at a consequence of a “no” to something or someone else so be prepared.  Before you accept or decline a new task, consider the total cost.  This simple step can help you think twice before you agree to put something on your calendar.  Here are five additional time management tips to consider to maximize your productivity.

5 Time Management Tips

Use Your 1440 Wisely
Each day you have 1,440 minutes – what will you do with yours?  Recognize time as your most valuable asset and manage accordingly.  Lost time is irreplaceable so become mindful to use your time wisely.

Important Tasks First
Successful people identify then focus on top priorities first.  Select specific goals that must be accomplished then break them down into measurable steps.  Concentrate on completing all or part of your objective before you move to the next task.

Don’t Procrastinate
Procrastination hurts productivity but old habits die hard.  Next time you feel tempted to put off an activity for another time, adopt a “do it without delay” mentality.  Interrupt old habits and recognize when you are procrastinating.  Stop yourself then hold yourself accountable.

Make a List
Create a checklist of tasks.  When a task is complete, cross it off your list and take a moment to celebrate with a simple “yeah, that’s done, what’s next” mentality.  At the close of your day, review this checklist and ask yourself if you used your 1440 wisely?  If not, adapt.  Learn from it and make different choices tomorrow.

Relax
Successful people make room in their schedules for relaxation. Your brain’s capacity to process data efficiently falters throughout the day so take frequent breaks, hydrate, eat nutritious snacks and go for a quick walk outside to rejuvenate your mind and encourage greater productivity.

Share your comments and questions with others.  We want to hear from you.  What other time management tips would you recommend to make the most of your 1440?

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