What's Your Next Move? Growing Your Career in the Gig Economy

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In their new book Up is Not the Only Way: Rethinking Career Mobility, Beverly Kaye, Lindy Williams and Lynne Cowart point out that advancing your career doesn’t necessarily mean you have to climb the proverbial corporate ladder. That might be your journey, but it doesn’t have to be. It’s up to you.

“In place of a ladder of promotions,” they advise, “think of [your] career as a rich, flexible mix of experiences.” From this point of view, you could even embark on a fulfilling journey of growth and new opportunities without ever leaving your current job.

This isn’t just inspirational advice; in a world where fixed, linear career paths and stable, predictable job markets are a thing of the past, it’s both practical and realistic to think this way. Technology and the “gig economy” have also dramatically changed not only how work gets done but where you do it, who you might collaborate with and what you can feasibly do. You might have a more traditional job as well as a side gig. Or you might work a series of gigs, requiring more flexibility and personal control.

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Comparing Employee Assessments: The HBDI® and the MBTI®

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In this ongoing comparing assessments blog series, Anne Griswold, our Whole Brain ® Thinking Catalyst, is taking a look at the similarities and differences of many employee assessment instruments and how you might use them—individually and together—to achieve your business and talent development needs. For this post, Anne discusses the Myers-Briggs Type Indicator® (MBTI®) and how it compares with Whole Brain® Thinking and the HBDI®.

As we take a look at another assessment, let’s start once again with the premise. The premise of the Myers-Briggs Type Indicator (MBTI) is psychological assessment with a focus on personality, and it measures personality preference on four scales: Extraversion – Introversion (E – I), Sensing – Intuition (S – N), Thinking – Feeling (T – F), and Judgment – Perception (J – P). These personality preferences are then reported through the MBTI tool and result in 16 different personality types.

The MBTI assessment is used as a part of work with individuals and teams to build self-awareness and help people understand differences. It is often used in leadership development to help leaders understand themselves, their behavioral motivations and the impact their differences have on others. It’s also used in areas like career planning, conflict management and decision making.

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Why We Resist Diversity of Thought

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See if you can imagine this scenario: You're in the middle of a heated discussion with someone about a big political, religious or personal topic. The conversation is getting tense, on the verge of an argument. Tempers are rising. Voices are getting louder—or the type has moved to ALL CAPS. You’re feeling angry, maybe even a little afraid. On the one hand, you really want to win this debate. On the other, you just want to run away.

We live in a pretty charged atmosphere these days, so you probably didn’t have to do too much imagining to conjure up that image in your mind. And sure, we know that a diversity of thought and perspectives can be valuable, but knowing that doesn’t make these moments any easier to deal with.

In fact, there’s a lot going on in your head in these kinds of situations. Your bloodstream is flooded with cortisol, adrenaline and other hormones that fuel the “fight or flight” response. Your neocortex, the part of your brain that controls rational thought, is on a temporary time out. You're triggered—not really thinking, just reacting.

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The Workplace of the Future is Yours to Build

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Do you feel inspired in certain environments? Stifled and stressed in others? It’s not just your imagination. There are scientific studies that explain why most people hate working in cubicles, or why we’re better at conceptual thinking when we’re in rooms with high ceilings.

In his TEDx Talk, Designing a Better Future, architect Scott Wyatt explores the power of design and how it shapes the way we think and perform. He’s now applying what he’s learned to create elegant, functional floor plans and building arrangements that are designed for the way work gets done today. “Generative” buildings, for example, encourage collaboration, creativity and chance meetings with people you don’t see every day.

Looking toward the challenges of the future, Wyatt reminds us that this is a choice: “We’ll choose to build workplaces that distract, or we’ll choose to build workplaces that motivate.”

But of course, the structure itself is only part of the solution. We have to break down the other barriers that undermine quality thinking and performance. And there seem to be more of those now than ever before. As the world of work changes, your learning and development strategy will have to change, too. The question is, will you wait until the point where you have no other option, or will you take the lead and build that future now?

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10 Simple Ways to Learn Something New Every Day

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At Herrmann we talk about learning as a mental process that leads to lasting change in knowledge, behavior or both. A key word to notice in that sentence is process. It’s not an outcome; it’s the action. It’s what you have to keep doing to keep growing.

Now that doesn’t necessarily mean dropping everything and taking a six-week course or attending a formal lecture. It could. But it could also mean taking advantage of the everyday opportunities you have to pick up a new insight, expand your horizons or stretch your thinking in different directions.

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Do Your Team Building Exercises Do More Harm Than Good?

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What could be more fun than a team building exercise? Before you say, “Just about anything,” maybe we should look at some of the reasons why team building activities get such a bad rap.

Let’s start with that loaded word “fun.” Fun activities are a great way to lighten things up and spark new ideas, especially when the team’s been under a lot of pressure or needs a break from some intense work. One study even found that humor and laughter are effective coping strategies for dealing with failure and stress.

Having fun at work is a good thing, and in some cases, the break might be just what the team needs to recharge its thinking and get a fresh outlook on the task at hand. But sometimes these activities don’t really have a point. Either they’re not serving a clear business purpose or they haven’t been designed with a specific goal in mind. In this sense, they’re not really team building exercises; they’re socializing disguised as team building. It’s no wonder then that some team members will end up annoyed, feeling like they’re wasting time that could be better spent working on meeting that critical deadline.

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This Employee Assessment Takes You Outside the Box

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Want to know what your personality is? Or find out your “inner truth”? How about which “Game of Thrones” character you are? There are plenty of employee assessments and online quizzes out there that will reveal what box, character, style or type you fall into—the answer to the question: Am I a “this” or am I a “that”?

But when it comes to the HBDI®, we talk in terms of thinking preferences. No one is strictly a “this” or a “that,” because everyone has access to their whole brain, regardless of what your preferences are. You simply prefer (and in some cases, actively avoid) certain kinds of thinking over others.

So, what exactly do we mean by thinking preference? Well, it might be easier to start by explaining what a preference is not.

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Navigate Uncertainty Like a Pro with These Agile Thinking Secrets

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The other day, a friend shared with me this nightly after-dinner routine at her house: She and her husband clear the table. She loads the dishwasher. She leaves the kitchen. He stays behind and rearranges all the dishes in the dishwasher.

“He always complains about how I load it,” she told me. “He says I don’t use the space efficiently enough. So we just have to run it more often! I’d rather do that than spend all day trying to organize every dish in there just so.”

I’m not going to weigh in on who’s loading the dishwasher correctly, but I do get where he’s coming from. There’s nothing more annoying than watching someone tackle a task when you know there’s a better way. No matter what you say or do, they won’t listen to reason, even though your way is the more precise way. Or the more efficient way...or thoughtful...or creative...

You know, the right way.

Sometimes, it feels like we spend a lot of energy trying to make sense of each other and the world around us. Whether we’re navigating the dishwasher protocols of our significant others, delegating a task to a direct report at work, or trying to find our way to the solution to a nagging business challenge, one thing is clear: Other people don’t always do things the way we would do them. And that can be pretty irritating.

The question is, why do people approach tasks, problems, decisions, ideas, and, yes, even the dishwasher, in completely different ways? Why do we all take different routes to the same destination?

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HBDI® in Action: Why Discomfort Leads to Better Thinking

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Al Landers, Vice President at SBTI, is a Lean Sigma Black Belt, an HBDI® Certified Practitioner and a senior executive with over 35 years of experience. In this guest post, Al shares a story from a particularly memorable and thought-provoking training session.

I had just given the class a 15-minute break from the simulation and was walking to get a cup of coffee when I passed John, one of the Master Black Belt students who was talking the change management module. I casually asked him how he was doing. He startled me with his response.

“I need to get up and walk around. The words on my notebook page are swimming around and I can’t read. I’m actually starting to feel nauseous.

“Whoa, John,” I said. “We can stop here. We’ve had 3 rounds already, and I think we’ve gotten as much out of it as we can. Take your time!”

He got up and walked out of the room to take a much-needed break. I stood there for a few minutes thinking about what just happened.

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More is Not Always Better: How to Improve Communication at Work

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No one listens! It’s one of the most common complaints across workplaces, industries, jobs, even in our personal lives. It doesn’t matter how much detail we give or how many times we say things, it seems like people keep coming back with questions about things we’ve already addressed.

So, how can you improve communications and resolve this annoying problem? One piece of advice you’ve likely heard is to over-communicate if you really want people to listen to you. Explain it again and again. Keep hammering away at it until you break through.

Have you tried that? Had any luck with it?

My guess is they’re still not listening to you.

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