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Photo by Nicolas Picard on Unsplash

I have three kids, ages 14, 18 and 20 and, I have spent an inordinate amount of time raising them and preparing them for their lives as independent adults. As we have dinner in the evening, discussing Brexit, #MeToo or their school day, it is clear that the job market they will enter will be significantly different to the one I experienced, and that it will continue to change at an accelerating pace.

Whilst technology seems to pervade every aspect of our lives and that the dawn of artificial intelligence (AI) will destroy many current jobs, what is certain is that we have no way today of knowing exactly what impact AI will have on the job market. My 14-year-old son cannot say what he will do when he will be 30 years old as the job does not yet exist. On the other hand, there are still a few ways that we can ensure that our children are as prepared as possible and live happy lives which, as parents, is fundamentally our goal. As an Executive and Life Coach, I help people find purpose in their life, transition to more meaningful careers or be kinder to themselves and it reflects on my parenting. …


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They say it’s lonely at the top but what they don’t say is that most people who get to the top have had years of experience before getting there. When I worked as a COO of a Fintech what I observed and found to be by far one of the most difficult issues for the exec team was the pressure and stress that it put on relatively young shoulders, usually people in their mid-30s. Before you judge and call me a snowflake, let me come clean and say that I am not in my 30s nor was this my first job. …


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I love this time of year! First of I’m a sucker for Christmas carols. Love them. My kids get so annoyed with me that they are in fact glad when Christmas is over and done with. Then there are parties and meeting friends. Looking forward to the holidays and watching movies. What is sometimes less fun is the end of year performance appraisal and the last-minute review of what I should set as my New Year’s Eve resolutions when I am quite inebriated, and the clock is ticking. This year I am taking a different approach and planning ahead. …


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Chances are that you work in an open-plan office. Or, you might be so unlucky as to hot-desk where you do not have an assigned desk, which means that when you turn up for work, you need to find a free spot to drop your laptop and spend the rest of the day working. In all my years at work, I have had the pleasure of going from what my colleagues referred to as “the bullpen” to my own office to “hot-desking”. The worse is undoubtedly hot-desking and the best by far is having one’s own office.

No one is fooled by HR’s statement that moving staff to an open-plan office will increase collaboration. We are all aware of the cost benefits. If like me, you have had the pleasure of sitting next to a smoker or someone who likes to start happy hour in the office in the early afternoon then you have my sympathy. For those who think I am exaggerating, I can assure you that my mother once called me at work at 3 pm on a Wednesday and asked me if I was in a club. …


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Photo by DESIGNECOLOGIST on Unsplash

How to set goals to achieve them

You start the year full of good intentions. You have these goals in your head that you will have this life one day. You’re not quite fixed on what this means.

Perhaps, there is a large house and a sports car. Maybe a husband or wife and children. Sometimes a dog. Usually, there is a job with a lot of responsibilities and the perfect work-life balance or a business where you are the boss. Or maybe you are sitting on the beach with piles of money.

It’s not that you don’t want to think about how to get there. On the contrary, you do. A lot. You travel to work and think about it frequently. How your work and life are far removed from this imaginary perfect life. Sometimes, you even panic for a moment because you realise that you have no idea how or whether you are even going to reach this life. …


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Once your employees walk through the door, how do you keep them engaged and wanting to be as productive as possible? The War for Talent is growing so you better get your skates on and start using everything at your disposal as the old carrot is no longer going to get you there. The philosopher, Alain de Botton, claims that you should treat your spouse or partner as if they were a small child because ultimately, we are all small children at heart needing to be understood and accepted.

I would go further and state that you should probably start to treat your employees’ as if they were children. After all, employees generally want pocket money, want to please, want you to be fair (name me one parent who has not hear that they are not fair), want to be the favourite child and want attention. So, with that in mind, how should you proceed? From my experience as a coach, here are some of the pet peeves I think you should get right. …


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Enabling employees to achieve maximum productivity is the holy grail of performance management. But in a knowledge-based working environment, achieving this is more challenging than ever before. As the race for talent intensifies, it becomes ever more important to understand the dynamic at play and your employees’ reason to stay or leave for greener pastures.

I was reminded of this recently as I coached an entrepreneur who was facing some senior departures from his start-up. Why were his trusted senior team players leaving? There were plenty of perks at his company. Solid KPIs. A great breakfast bar for all employees and plenty of free drinks including free beers on Friday afternoons. Loads of evening activities for the staff and a foosball table. A fast-growing product. Stock options. Yet, they were leaving. …


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Changing is good. You go first!

I’m an expert at bad people management. I’ve experienced it first-hand. I worked at an investment bank in the late 80s. If you have no idea of what bad employee management looks like, I suggest you read Michael Lewis’ book, Liar’s Poker. It describes my employer in pretty accurate details. Some years later, I attended business school and had the pleasure of taking an organisational behaviour course where I learned that everything that my former employer had done was the opposite of good talent management. …


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The loss of a job can be devastating for a variety of reasons. The most obvious is the loss of income and what that entails. However, it is often the psychological repercussions that are more pervasive and have longer-lasting effects. If you are reading this article, chances are that you have been fired or made redundant and, trust me, when I say that you are not alone in this cohort of sufferers. In fact, the psychological trauma inflicted upon you is one that is perpetrated yearly, on an enormous scale, to many workers worldwide. …


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It’s that time of year again when December approaches and HR is knocking at managers’ doors to get feedback on their employees. Are you going to be naughty or nice? If you are lucky enough to work in a company that does quarterly reviews or even works with OKRs were you get frequent one-on-ones with your manager, you already get loads of feedback and are one of the lucky ones. Regardless of the process, I want to address those who feel that getting negative feedback is a terrible thing.

On the contrary! If you are lucky enough to have a manager, who has the courage to tell you what you are doing well and what you are not doing so well, you should embrace this review. As much as the experience can be painful and let’s face it, none of us likes to hear that we are not perfect. You are still lucky to know what you can improve. …

About

Elise Nobileau-Forget

ICF Certified Executive & Career Coach. On a mission to inspire people to find greater satisfaction. Economics nerd. Tech geek www.mycoachsays.com

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