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Making Working From Home Work for You

Posted on by Garrett Herschleb

Government imposed lockdowns have greatly impacted the way people work, and working from home has become a popular trend in recent times. Some of this trend has reversed recently with some people working from home returning to work. But it’s probably safe to say the ratio of people working from home has changed long term.

Advantages of Working From Home

  1. Increased productivity: According to several studies, remote workers are more productive than their office counterparts. This is due to reduced distractions and flexibility in working hours.
  2. Digital tools: With working from home becoming more common, digital tools such as video conferencing, messaging apps, and project management tools have become essential for remote collaboration.
  3. Work-life balance: Working from home has allowed employees to have a better work-life balance as they have more time for personal and family commitments.
  4. Mental health: Remote work has also brought attention to mental health concerns, such as burnout and isolation. Companies are now taking steps to address these concerns by providing mental health resources and support.

The 3 Pitfalls of Working from Home, and How to Avoid Them

While working from home has many benefits, it also has its downsides. Here are some of the disadvantages of working from home, and how to deal with them:

Lack of social interaction

  • Schedule virtual coffee breaks or happy hours: Set up regular video calls with colleagues or friends to catch up and chat about non-work related topics.
  • Join virtual networking events or professional organizations: Many organizations are now offering virtual events and networking opportunities, allowing you to connect with others in your industry.
  • Use messaging apps: Use messaging apps like Slack or Microsoft Teams to communicate with colleagues and build connections.
  • Participate in online communities: Join online communities related to your interests or industry to connect with like-minded individuals.
  • Take online courses or workshops: Sign up for online courses or workshops to learn new skills and connect with others who share your interests.
  • Work from a coworking space: If possible, consider working from a coworking space a few times a week to meet new people and get a change of scenery.

Distractions

Home environments can be full of distractions, such as family members, pets, or household chores, which can affect productivity. Distractions can be a major challenge when working from home, but there are several steps you can take to minimize them. Here are some tips:

  • Set up a dedicated workspace: Create a designated workspace in your home that is free from distractions and noise.
  • Establish boundaries with others: Let family members or roommates know your work schedule and ask them to respect your workspace during working hours.
  • Create a routine: Establish a routine and stick to it as much as possible, including designated work hours and break times.
  • Use noise-cancelling headphones: Invest in noise-cancelling headphones to block out external noise and help you focus on your work.
  • Disable notifications: Turn off notifications for non-work related apps and email to avoid interruptions.
  • Take breaks: Take regular breaks throughout the day to stretch, move around, and refresh your mind.
  • Prioritize tasks: Prioritize tasks and set achievable goals for each day to stay focused and avoid getting sidetracked by unimportant tasks.

Work Life Balance

It can be challenging to maintain a work-life balance when working from home, as the boundaries between personal and professional life can become blurred. Maintaining a proper work-life balance can be challenging when working from home, but here are some tips to help:

  • Establish a routine: Set a daily routine that includes designated work hours and breaks. Stick to your schedule as much as possible to maintain a sense of structure and balance.
  • Create boundaries: Set boundaries between work and personal life. For example, avoid working in your bedroom and turn off work-related notifications outside of work hours.
  • Take breaks: Take regular breaks throughout the day to step away from work and recharge. Use this time to do something that you enjoy, like taking a walk or reading a book.
  • Separate work and leisure activities: Separate work-related activities from leisure activities to help differentiate between the two. This can include changing your clothes or going for a walk after work.
  • Prioritize self-care: Make time for self-care activities, such as exercise, meditation, or spending time with family and friends.
  • Set realistic expectations: Set realistic expectations for yourself and communicate them with your employer or clients. Avoid over-committing to projects or tasks that can lead to overworking and burnout.

Hybrid Work Model

According to Fortune, 63% of high growth companies have adopted a hybrid work model.

Some companies are adopting a hybrid work model where employees work from home and go to the office on certain days of the week. This allows employees to have a balance of both remote work and in-person interaction with colleagues.

When deciding work place models, managers and planners have to take into account the demands and resources necessary for certain jobs, employee preferences and situations, team composition, and more. Some issues with hybrid work models are easily unseen, and can only be worked through iterative adjustment to make the entire company work well.

Also, a hybrid work model does not have to mean everyone works from home some days and comes into the office some days. It can also mean that some team members always work from home, and some are always in the office.

Ford Mustang: The Teamwork That Brought Us an American Legend

Posted on by Garrett Herschleb

Foundations

In the middle of the American Civil War, a boy was born in Dearborn, Michigan, USA. He grew up on a farm and showed an early interest in machinery and technology. At the age of 16, he left home to work as an apprentice machinist in Detroit. Over the next several years, he worked as an engineer and inventor, developing a number of innovations that would later become important components of the automobile.

As a young man, he worked for the Edison Illuminating Company and as an engineer at several other companies, but he was determined to start his own business and pursue his vision for producing affordable, reliable automobiles for the masses.

In 1903 at the age of 40, he founded the Ford Motor Company with a group of investors, including the Dodge brothers. His name was Henry Ford. The company’s first product was the Model A, a simple car that was affordable and reliable. However, it was the development of the Model T, which was introduced in 1908, that truly put Ford on the map.

The Model T was designed to be inexpensive and easy to operate, with a standardized assembly line production process that allowed for mass production. Ford’s use of assembly line production and other innovative manufacturing techniques allowed him to dramatically reduce the cost of producing automobiles, making them accessible to millions of Americans.

The Great Paradigm Shift of the Assembly Line

Ford Mustangs, like all modern cars, are made on an assembly line. Without this key innovation, automobiles would still be the property of the wealthy of society. Henry Ford was inspired to develop the assembly line after visiting a meat-packing plant in Chicago in the early 1900s. At the plant, he saw a conveyor belt system that was used to move carcasses from one part of the factory to another. This system allowed workers to focus on specific tasks, rather than having to move the carcasses themselves, which greatly increased efficiency.

Ford realized that a similar system could be used in his own factories to streamline the manufacturing process and increase production rates. He began experimenting with different assembly line processes in his factories, and in 1913 he implemented the first moving assembly line for the production of the Model T.

The assembly line allowed Ford to produce cars at a much faster rate, which made them more affordable and accessible to the general public. The Model T became one of the most popular cars in history, and the assembly line process revolutionized the manufacturing industry.

The Ford assembly line was developed by a team of people led by Henry Ford, and his close associate, William “Pa” Klann. The team included engineers, mechanics, and production experts who worked together to design and implement the revolutionary assembly line process.

Key Team Members of the Assembly Line

  1. Charles E. Sorensen – a Danish-born mechanic and engineer who worked closely with Ford and Klann to develop the assembly line process. Sorensen is often credited with coining the term “assembly line” and was instrumental in implementing the process across Ford’s factories.
  2. Peter E. Martin – an engineer who worked for Ford and was responsible for designing many of the specialized machines and tools that were needed to make the assembly line work efficiently.
  3. Clarence Avery – an engineer who worked on the development of the conveyor belt system that was used to move the cars along the assembly line.
  4. Charles W. Nash – a former General Motors executive who was hired by Ford to help streamline the company’s production processes. Nash was instrumental in helping to implement the assembly line process and improve efficiency at Ford’s factories.

Sorensen was instrumental in developing the assembly line process, which involved breaking down the production process into smaller tasks that could be performed by specialized workers. He also designed many of the tools and machines that were used in the assembly line process, including a hydraulic press that could stamp out an entire car body in one piece.

Sorensen worked closely with Ford and William “Pa” Klann to implement the assembly line process across Ford’s factories. He is credited with coining the term “assembly line” and was a key figure in the development of Ford’s Model T, which became one of the most successful cars in history.

Sorensen remained with Ford Motor Company for nearly 40 years, rising to the position of executive vice president before retiring in 1944. He died on August 30, 1968, in Grosse Pointe, Michigan, at the age of 86. Sorensen’s contributions to the development of the assembly line process and the modern automotive industry have had a lasting impact on manufacturing and production methods around the world.

Peter E. Martin was born in Germany in 1879 and immigrated to the United States with his family when he was 16 years old. He initially worked as a machinist and then studied mechanical engineering at night school while working during the day.

After completing his education, Martin worked for several engineering firms before joining Ford Motor Company in 1913. He quickly became a key member of Henry Ford’s team, working closely with Charles E. Sorensen to design and build the specialized machines and tools that were needed for the assembly line process.

Martin’s expertise in engineering and manufacturing was critical to the success of the assembly line. He designed many of the machines used in the process, including the hydraulic press that stamped out an entire car body in one piece, as well as machines for forging and stamping metal parts. Martin also helped to develop the conveyor belt system that moved the cars along the assembly line and designed many of the other machines and tools that were used in Ford’s factories.

In addition to his work at Ford, Martin was also an accomplished inventor, holding more than 200 patents over the course of his career. He was particularly interested in aviation and designed several aircraft engines and other aviation-related technologies.

Martin remained with Ford Motor Company for more than 30 years, rising to the position of vice president of manufacturing before retiring in 1946. He died in 1949 at the age of 70, leaving behind a legacy of innovation and excellence in engineering and manufacturing.

The Teamwork That Made the Assembly Line A Reality

The team that developed the Ford assembly line worked together in an effective way by combining their individual areas of expertise and working collaboratively towards a common goal. Here are a few factors that contributed to their success:

  1. Clear leadership: The team was led by Henry Ford, who had a clear vision for what he wanted to achieve and was committed to implementing the assembly line process. Ford’s leadership helped to keep the team focused and motivated.
  2. Division of labor: Each member of the team had a specific role and responsibility within the project. For example, Charles E. Sorensen was responsible for production, while Peter E. Martin was in charge of engineering. This division of labor allowed the team to focus on their respective areas of expertise and work more efficiently.
  3. Collaboration and communication: The team members worked closely together and communicated regularly to ensure that everyone was on the same page. They shared ideas and feedback, which helped to improve the process and make it more efficient.
  4. Innovation and experimentation: The team was not afraid to experiment and try new things. They were constantly looking for ways to improve the process and make it more efficient, which led to the development of many new machines and tools.

Overall, the success of the team that developed the Ford assembly line can be attributed to their collective expertise, clear leadership, effective communication, and willingness to innovate and experiment. These factors allowed them to work together in a highly effective way and achieve their goal of revolutionizing the manufacturing process.

They Weren’t Afraid to Experiment and Tune

The team that developed the Ford assembly line was highly innovative and was not afraid to experiment and try new things. Here are some examples of the innovation and experimentation that they did:

  1. Specialized machines: The team designed and built specialized machines for each step in the manufacturing process. For example, they developed a hydraulic press that could stamp out an entire car body in one piece, which greatly increased efficiency and reduced waste.
  2. Conveyor belt system: The team developed a conveyor belt system that moved the cars along the assembly line, which allowed workers to focus on specific tasks rather than having to move the cars themselves. This greatly increased the speed and efficiency of the production process.
  3. Precision manufacturing: The team was committed to precision manufacturing and used specialized tools and machines to ensure that each part of the car was made to exact specifications. This helped to improve the quality of the cars and reduce the number of defects.
  4. Standardization: The team developed standardized parts and processes, which allowed for greater efficiency and reduced costs. This also made it easier to train workers and ensure consistent quality across all of Ford’s factories.
  5. Experimentation with workstations: The team experimented with different types of workstations and layouts to find the most efficient way to organize the production process. They also experimented with the length of the assembly line and the speed of the conveyor belt to find the optimal balance between speed and efficiency.

Overall, the team that developed the Ford assembly line was highly innovative and willing to experiment with new ideas and processes. Their commitment to innovation and experimentation helped to revolutionize the manufacturing industry and paved the way for many other advances in manufacturing and production.

The Conception and Development of the Ford Mustang

The development of the Ford Mustang involved many team members, but some of the major players included:

  1. Lee Iacocca: Iacocca was a top executive at Ford in the 1960s and played a central role in the development of the Mustang. He championed the idea of a sporty, affordable car that would appeal to younger buyers, and helped to secure the funding and resources needed to bring the Mustang to market.
  2. Hal Sperlich: Sperlich was a Ford engineer who worked closely with Iacocca on the Mustang project. He helped to design and develop many of the key features of the car, including its compact size, long hood, and short rear deck.
  3. Donald Frey: Frey was another Ford engineer who played a key role in the development of the Mustang. He was responsible for overseeing the design and engineering of the car, and worked closely with Sperlich to bring the Mustang from concept to reality.
  4. Carroll Shelby: Shelby was a famous race car driver and designer who worked with Ford to develop high-performance versions of the Mustang, including the Shelby GT350 and GT500. His involvement helped to establish the Mustang as a serious contender in the muscle car market.
  5. John Najjar: Najjar was a Ford designer who was responsible for the original sketch of the Mustang, which he created in 1962. His vision for a sporty, affordable car helped to inspire the Mustang’s development, and his design served as the basis for the final product.

Lee Iacocca

Lee Iacocca came to be a top Ford executive through a combination of hard work, talent, and a bit of luck. Iacocca graduated from Lehigh University in 1946 with a degree in industrial engineering, and he was recruited by Ford Motor Company shortly thereafter.

Iacocca started out as an engineer in Ford’s sales division, but he quickly rose through the ranks thanks to his intelligence, work ethic, and natural leadership skills. He was promoted to head of the Ford division in 1960, and then became vice president of car and truck production in 1961.

One of Iacocca’s most significant contributions to Ford was his role in the development of the Mustang, which he championed as a sporty, affordable car that would appeal to younger buyers. The success of the Mustang helped to establish Iacocca as a rising star at Ford, and in 1965 he was promoted to executive vice president and named head of the Ford division.

Under Iacocca’s leadership, Ford continued to innovate and develop new products, including the Pinto and the Escort. Iacocca also played a key role in negotiating with the United Auto Workers union, and he helped to establish Ford as a leader in the global automotive industry.

Iacocca’s success at Ford eventually led him to become CEO of Chrysler in 1978, where he oversaw a dramatic turnaround of the struggling company. But it was his years at Ford that helped to establish Iacocca as one of the most influential and innovative executives in the automotive industry.

Ford Mustang Development Hurdles

The development of the Mustang was not without its setbacks. Here are a few examples:

  1. Timing: One of the biggest challenges facing the Mustang development team was getting the car to market on time. Ford had set an aggressive deadline for the Mustang’s release, and the team had to work quickly and efficiently to meet it. There were concerns that the car might not be ready in time, or that it might be rushed to market before it was fully developed.
  2. Budget: Another challenge facing the Mustang development team was keeping costs under control. Ford had a limited budget for the project, and the team had to be creative and resourceful in order to develop a car that was both stylish and affordable.
  3. Design: The design of the Mustang went through many iterations before it was finalized. There were disagreements among the team members about the car’s styling, and some early prototypes were criticized for being too boxy or too angular.
  4. Marketing: Once the Mustang was ready for release, there were concerns about how it would be marketed. Some executives worried that the car would be seen as too flashy or too niche, and that it might not appeal to a wide enough audience.

Despite these setbacks, the Mustang was ultimately a huge success, and it remains one of the most iconic and beloved cars in automotive history. The dedication and perseverance of the development team played a key role in the car’s success, and their hard work helped to create a legend that continues to captivate car enthusiasts around the world.

Disagreements and Disputes on the Ford Mustang Design Team

There were several disagreements among the Mustang development team about the car’s design, and the process of selecting the final design was a complex and sometimes contentious one.

One of the main points of disagreement was over the car’s styling. Some team members wanted the Mustang to have a European-style design, with a sleek and streamlined body. Others wanted the car to have a more muscular, American-style look, with a prominent grille and a wide stance.

The designers who wanted a more European look for the Mustang included Gene Bordinat, who was the head of Ford’s styling department, and David Ash, who was one of the key designers on the Mustang project. Bordinat was particularly influenced by European sports cars like the Jaguar E-Type, which was popular at the time.

On the other side of the debate were designers like John Najjar, who was responsible for the car’s overall concept, and Joe Oros, who was another key designer on the project. Najjar and Oros were advocates for a more muscular, American-style look, with a prominent grille and other design features that were characteristic of American muscle cars.

To resolve these disagreements, the team went through several design iterations, each one building on the previous version. They created full-size clay models of the car, which allowed them to see how the car would look and feel in real life. They also tested various engine and transmission options to see how they would affect the car’s performance.

Ultimately, the final design of the Mustang was a combination of both European and American styling elements, with a long hood, short rear deck, and a sporty and muscular appearance. The design was a compromise that satisfied both camps and helped to make the car an instant classic.

Ford Mustang Timeline

The timeline from the conception of the Mustang to the first car sold was about two years, and it was marked by several schedule difficulties. Here is a rough timeline of the Mustang’s development:

  • Early 1962: Lee Iacocca, then the head of the Ford division, proposes the idea for a “youth car” that would appeal to baby boomers.
  • Late 1962: A team of engineers, designers, and executives is assembled to work on the project. The team includes Hal Sperlich, Don Frey, and John Najjar, among others.
  • April 1964: The Mustang is officially unveiled at the New York World’s Fair. The car is an instant sensation, generating huge crowds and positive reviews from the media.
  • July 1964: The first Mustangs roll off the assembly line at Ford’s plant in Dearborn, Michigan.
  • August 1964: The first Mustangs are delivered to dealerships around the country, and sales take off. Ford sells more than 22,000 Mustangs in the first day of sales alone.

The Amazing Success of the Ford Mustang

These individuals, along with many others at Ford and its suppliers, worked together to create one of the most iconic and successful cars in automotive history. The Mustang’s enduring popularity is a testament to the skill, creativity, and collaboration of the team that brought it to life.

Five Outstanding Interview Questions

Posted on by Garrett Herschleb

Are You Doing Interviews All Wrong?

Hiring decisions are among the most important decisions in any business, because employees can be either a company’s greatest assets, or greatest liabilities. Asking the most effective interview questions in a standardized way may be key to your company’s success.

Behavioral interviewing is a technique used in the hiring process to assess a candidate’s past behavior and performance, as a predictor of future success. In contrast to traditional interview questions, which may focus on hypothetical situations or general questions about a candidate’s skills, behavioral interviews are structured and focused on specific examples of the candidate’s past behavior in relevant situations. This technique has been found to be highly effective in identifying candidates who are a good fit for a particular role and company culture.

Advantages of Behavioral Interview Questions

One key advantage of behavioral interview questions is that it allows employers to gain a more accurate and comprehensive understanding of a candidate’s past performance and behavior. This is because it is based on the principle that past behavior is a reliable predictor of future behavior. By asking candidates to provide specific examples of how they have handled certain situations in the past, employers can gain insights into the candidate’s thought process, problem-solving skills, and overall approach to work. This can be especially helpful in assessing skills such as leadership, communication, and collaboration, which are often difficult to measure through traditional interviewing methods.

Another advantage of behavioral interviewing is that it can help employers reduce bias in the hiring process. By using a standardized set of questions and evaluating candidates based on their demonstrated skills and behaviors, rather than subjective impressions or personal characteristics, employers can reduce the likelihood of unconscious bias influencing hiring decisions. This can be particularly important in promoting diversity and inclusivity in the workplace, as it helps to ensure that candidates are evaluated based on their merits and qualifications, rather than on factors such as race, gender, or ethnicity.

Furthermore, asking behavioral interview questions can help to improve the candidate experience by providing a structured and transparent hiring process. Candidates who are asked to provide specific examples of their past behavior are likely to feel that they are being evaluated fairly and objectively, which can increase their confidence in the hiring process and in the employer as a whole. Additionally, by providing clear and consistent feedback to candidates throughout the interviewing process, employers can help to build trust and establish a positive employer brand.

In order to be effective, behavioral interviewing requires careful planning and preparation. Employers must develop a set of standardized questions that are tailored to the specific role and company culture, and train interviewers on how to evaluate candidate responses consistently and fairly. Additionally, employers should be aware of the potential limitations of this technique, such as candidates who may be less comfortable sharing personal experiences or who may have had limited opportunities to demonstrate certain skills in their past roles.

Here are some examples of behavioral interview questions that you can use:

Can you describe a time when you had to solve a complex problem? How did you go about it, and what was the outcome?

This interview question is designed to assess the candidate’s problem-solving skills and ability to handle complex situations. By asking for a specific example, the interviewer can gain insights into the candidate’s thought process, decision-making abilities, and ability to handle challenges.

While there are many approaches to problem-solving, here are some of the best-known steps that you can look for in an answer to this interview question:

  • Define the problem: The first step in solving any complex problem is to clearly define the problem at hand. This involves identifying what the problem is, why it is a problem, and what the desired outcome should be.
  • Gather information: Once the problem is defined, the next step is to gather information about the problem. This involves collecting data, conducting research, and identifying any relevant facts or information that may be necessary to understand the problem and potential solutions.
  • Analyze the information: After gathering information, the next step is to analyze the data and identify any patterns or relationships that may exist. This may involve using analytical tools or techniques to help identify potential causes or contributing factors to the problem.
  • Generate potential solutions: Based on the analysis, the next step is to generate potential solutions to the problem. This may involve brainstorming, evaluating different options, and considering the pros and cons of each potential solution.
  • Select a solution: Once potential solutions have been identified, the next step is to select the best solution. This may involve evaluating each solution against a set of criteria, considering the feasibility and impact of each option, and selecting the solution that is most likely to achieve the desired outcome.
  • Implement the solution: After selecting a solution, the next step is to implement it. This may involve developing an action plan, assigning responsibilities, and communicating the plan to stakeholders.
  • Monitor and evaluate: Finally, after implementing the solution, it is important to monitor and evaluate the results. This involves tracking progress, evaluating the effectiveness of the solution, and making any necessary adjustments to ensure that the problem has been fully resolved.

Tell me about a time when you had to work with a difficult or challenging coworker. How did you handle the situation, and what was the outcome?

This interview question is designed to assess the candidate’s interpersonal skills and ability to work well with others. By asking for a specific example, the interviewer can gain insights into the candidate’s communication skills, conflict resolution abilities, and ability to build positive relationships with coworkers.

Dealing with a difficult colleague can be challenging, but there are several methods that can help you manage the situation and maintain a professional working relationship. Here are some of the things to look for in a great answer to this interview question:

  • Remain calm and professional: When dealing with a difficult colleague, it’s important to remain calm and professional. Avoid getting defensive or confrontational, as this can escalate the situation and make it more difficult to resolve. Instead, focus on maintaining a positive and respectful tone, even in the face of difficult behavior.
  • Try to understand their perspective: One of the most effective ways to manage a difficult colleague is to try to understand their perspective. Take the time to listen to their concerns and try to see things from their point of view. This can help you identify any underlying issues that may be contributing to their difficult behavior.
  • Address the behavior directly: If a colleague’s behavior is causing problems in the workplace, it’s important to address it directly. Choose a time and place where you can speak privately and calmly, and explain how their behavior is impacting you or the team. Be specific about what you would like to see change, and work together to find a solution that works for everyone.
  • Seek support from others: Dealing with a difficult colleague can be stressful, so it’s important to seek support from others. Talk to your manager or HR representative, or seek advice from a trusted colleague or mentor. They may be able to offer insights or suggestions for managing the situation.
  • Set boundaries: If a colleague’s behavior is consistently difficult or disruptive, it may be necessary to set boundaries. This could involve limiting your interactions with them, or avoiding topics or situations that tend to trigger difficult behavior. While it’s important to maintain a professional relationship, it’s also important to prioritize your own well-being and mental health.

Can you describe a time when you had to adapt to a new or unfamiliar situation? How did you handle it, and what did you learn from the experience?

This interview question is designed to assess the candidate’s adaptability and ability to learn quickly. By asking for a specific example, the interviewer can gain insights into the candidate’s ability to handle change and uncertainty, and to apply new knowledge and skills to a variety of situations.

Adapting to a new or unfamiliar situation can be challenging. Here are some of the best aspects of behaviors to look for in a candidate with respect to this interview question :

  • Gather information: One of the first steps in adapting to a new situation is to gather as much information as possible about the new environment. This could include learning about the culture, customs, and expectations of the new setting, as well as getting to know the people, resources, and opportunities available.
  • Embrace a positive attitude: Maintaining a positive attitude can be a key factor in successfully adapting to a new situation. Rather than focusing on the challenges or difficulties of the new environment, try to focus on the opportunities and potential benefits. This can help you approach the situation with a more open mind and a greater sense of resilience.
  • Seek out support: Adapting to a new situation can be overwhelming, so it’s important to seek out support from others. This could include reaching out to colleagues, friends, or family members who have experience in the new environment, or connecting with a mentor or support group to help you navigate the transition.
  • Be proactive: Taking a proactive approach can be another effective method for adapting to a new situation. This could involve identifying potential challenges or obstacles and developing strategies to overcome them, or setting goals and creating a plan to achieve them in the new environment.
  • Practice self-care: Adapting to a new situation can be stressful, so it’s important to prioritize self-care. This could include taking breaks when needed, maintaining a healthy work-life balance, and engaging in activities that bring you joy and help you stay grounded.

Tell me about a time when you had to lead a team or project. How did you approach the role, and what were the outcomes?

This interview question is designed to assess the candidate’s leadership skills and ability to manage projects or teams effectively. By asking for a specific example, the interviewer can gain insights into the candidate’s ability to set goals, delegate tasks, communicate effectively, and drive results.

Setting goals for a professional team is an important process that requires careful planning, effective communication, and collaboration. Here are some components of the top line of job candidates:

  • Define clear and measurable goals: The first step in setting goals for a professional team is to define clear and measurable objectives that are aligned with the overall mission and vision of the organization. Each goal should be specific, measurable, attainable, relevant, and time-bound (SMART), and should be communicated clearly to all team members.
  • Involve the team in goal-setting: To ensure that team members are invested in the goals and committed to achieving them, it’s important to involve them in the goal-setting process. This could involve soliciting input and feedback from team members, and working together to develop goals that are challenging yet achievable.
  • Set priorities and establish timelines: Once the goals have been defined, it’s important to establish priorities and timelines for achieving them. This could involve breaking down each goal into smaller, more manageable tasks, and establishing deadlines and milestones to track progress and ensure accountability.
  • Foster collaboration and communication: To ensure that everyone is working together effectively to achieve the goals, it’s important to foster a culture of collaboration and communication. This could involve regular team meetings to discuss progress and challenges, as well as open channels of communication for sharing ideas, feedback, and concerns.
  • Celebrate successes and learn from failures: Finally, it’s important to celebrate successes along the way and to learn from failures. This could involve acknowledging and rewarding team members for their achievements, as well as taking time to reflect on what worked well and what could be improved in the goal-setting process.

Can you describe a time when you made a mistake or experienced failure in a work-related situation? How did you handle it, and what did you learn from the experience?

This interview question is designed to assess the candidate’s ability to reflect on and learn from mistakes or failures. By asking for a specific example, the interviewer can gain insights into the candidate’s humility, resilience, and willingness to take ownership of their actions and learn from their mistakes.

Handling failure in your work can be a difficult and challenging experience, but it’s also an opportunity to learn, grow, and improve. Some positive answers to this interview question might include:

  • Acknowledge the failure: The first step in handling a failure is to acknowledge it. It’s important to take responsibility for the mistake and to avoid making excuses or blaming others. Acknowledging the failure allows you to move past it and focus on finding solutions.
  • Analyze what went wrong: Once you’ve acknowledged the failure, the next step is to analyze what went wrong. This could involve identifying the root cause of the problem, examining any contributing factors, and looking for ways to prevent similar failures in the future.
  • Learn from the failure: Failure can be a valuable learning experience, so it’s important to take the time to reflect on what you’ve learned. This could involve identifying areas where you can improve, developing new skills or strategies, or seeking feedback from others to help you grow and develop.
  • Develop a plan for moving forward: Once you’ve analyzed what went wrong and learned from the failure, the next step is to develop a plan for moving forward. This could involve setting new goals, identifying new strategies or approaches, or seeking out additional support or resources to help you succeed.
  • Maintain a positive attitude: Finally, it’s important to maintain a positive attitude in the face of failure. Rather than dwelling on the mistake, focus on the opportunities for growth and improvement. Remember that everyone makes mistakes, and that failure is often a necessary step on the path to success.

Up Your Interview Game

In conclusion, asking behavioral interview questions are a highly effective technique for evaluating candidates in the hiring process. By focusing on specific examples of past behavior, this technique allows employers to gain a more accurate and comprehensive understanding of a candidate’s skills, thought process, and overall approach to work. Furthermore, by reducing bias and improving transparency in the hiring process, behavioral interviewing can help to promote diversity and inclusivity in the workplace, and improve the candidate experience. As such, it is an important tool for any employer seeking to build a talented and high-performing team.

Eleven Money Saving Tips

Posted on by Garrett Herschleb

Here are eleven excellent money saving tips for your household.

Before we get into the money saving tips, let’s discuss why cost cutting is more important than ever. In the year 2022 in the United States official rate of inflation peaked out at almost 9%. If you feel like it’s hit you and/or your family much harder, you’re probably not imagining it. Around both 1981 and 1991, the US government made major revisions to the way the “measure” inflation, which drastically reduced the official inflation numbers. For example in 2022, the inflation rate as measured by the 1980 standard was about 17%. If you were earning $60,000 in 2021, at 17% inflation, you should get a 2022 raise to $70,200 just to have the same purchasing power. If you’re with the majority, you probably didn’t get that big of a raise, which means you have less purchasing power. So you might have to make up for the difference yourself. You could cut the amount you put into savings, but wouldn’t it be better to cut some costs instead?

Without further ado, here are eleven money saving tips:

  1. Reduce energy consumption: One of the easiest and most effective money saving tactics is to reduce energy consumption. This can be done by using energy-efficient appliances, sealing drafts and gaps in doors and windows, and using low-energy light bulbs. Some utility companies also offer free home energy audits, which can help you identify areas where you can save energy and money. The potential monthly savings from reducing energy consumption will depend on the specific actions you take and the amount of energy you use. According to the U.S. Department of Energy, sealing drafts and gaps in doors and windows can save a typical household up to 20% on energy bills, while using energy-efficient appliances can save up to 50% on energy costs. Depending on the size of your home and your current energy consumption, you could potentially save hundreds of dollars per year by reducing energy consumption.
  2. Save money every month for emergencies. This is the primary difference between financially successful people and those still struggling. Without an emergency fund, even a minor emergency can have people turning to revolving credit on credit cards, payday loans or car title loans, paying enormous interest payments that the savers don’t have to pay. Try to save up enough to pay bills for at least 6 months. Avoid spending on vacations or most pleasures until you achieve this necessary financial goal. Saving money leads to more money saving!
  1. Shop around for the best deals to save money: Whether you’re buying groceries, household items, or insurance, it pays to shop around and compare prices. Look for sales and discounts, use coupons and cashback apps, and consider purchasing in bulk to save money.
    1. Compare prices: You can save money by taking the time to compare prices from different retailers, both online and in-store, to ensure you are getting the best deal. Don’t be afraid to negotiate prices or ask for discounts, especially if you are making a large purchase.
    2. Use coupons and promo codes: Look for coupons and promo codes that can help you save money on your purchases. You can find these online or in newspapers and magazines, and you can also sign up for newsletters and email alerts from your favorite retailers to stay informed about special offers.
    3. Shop during sales: Expert money saving people keep an eye out for sales and clearance events, which can offer significant discounts on a wide range of items. These events are typically held at regular intervals throughout the year, so it pays to be patient and wait for a good deal.
    4. Buy in bulk: If you use a lot of a particular product, consider buying in bulk to save money. This can be especially effective for items like toiletries and household supplies that have a long shelf life. Just be sure to consider the storage space and expiration dates before making a large purchase.
  1. Cut down on unnecessary expenses: Save money by taking a look at your budget and identify expenses that you can eliminate or reduce. This might include subscription services, expensive cable packages, or dining out frequently.
    1. Cable or satellite TV: Many people are able to cut their cable or satellite TV bills by switching to streaming services, which can offer a similar range of programming at a lower cost.
    2. Landline phone: Many people are able to eliminate their landline phone bills by relying solely on their cellphones for phone calls.
    3. Gym memberships: If you have a gym membership but don’t use it frequently, you may be able to save money by canceling your membership and finding other ways to exercise, such as going for walks or runs outside or using online fitness resources.
    4. Subscription services: If you have subscriptions to services like magazines, music streaming services, or streaming video services that you don’t use frequently, you may be able to save money by canceling these subscriptions.
    5. Dining out: Eating out at restaurants can be a significant expense, especially if you do it frequently. By cooking at home more often and packing your own lunches, you may be able to save money on dining out expenses.
  1. Negotiate your bills for optimal money saving: If you’ve been a good customer, your service providers may be willing to negotiate a lower rate for you. Don’t be afraid to ask for a discount or to shop around for a better deal. Here are five things you might consider saying when asking for a discount or reduction in a bill:
    1. “I’ve been a loyal customer for a long time. Is there anything you can do to help me save on my bill?” This approach acknowledges the value of your business and asks the company to consider your long-term relationship when determining whether to offer a discount.
    2. “I’ve recently experienced some financial hardship and could really use a break on my bill right now. Is there any way you can help me out?” This approach explains your current situation and asks for help in a direct but respectful way.
    3. “I’ve noticed that your competitors are offering similar services at a lower price. Can you match or beat their rates?” This approach points out the competitive landscape and gives the company an incentive to offer you a better deal in order to win your business.
    4. “I’m considering switching to a different service provider. Is there anything you can do to keep me as a customer?” This approach creates a sense of urgency and suggests that you are open to exploring other options if the company is unable to offer a competitive rate.
    5. “I’m not sure if you have any flexibility on your rates, but I wanted to see if there was anything you could do to help me save on my bill.” This approach is a bit more general and leaves the door open for the company to offer a discount or other solution if they are able to do so.

It is important to approach the conversation in a respectful and professional manner, and to be prepared to negotiate if necessary. You may also want to consider offering to pay your bill upfront or agreeing to a longer contract in exchange for a discounted rate. It is also a good idea to do some research beforehand to determine what kind of discounts or promotions the company is currently offering, as this can give you a better sense of what to expect and how to negotiate.

  1. Money saving using cashback apps and credit card rewards: There are many cashback apps and credit cards that offer rewards for purchases made at certain stores or for using certain payment methods. By using these apps and cards, you can save money on your purchases. Many retailers and credit card companies offer cashback or rewards programs that allow you to earn points or cash back on your purchases. By taking advantage of these programs, you can save money on your purchases over time. There are many blogs you can consult for finding a cashback app that fits your needs. Here are a few: https://www.nerdwallet.com/article/finance/cash-back-apps https://dollarsprout.com/best-cash-back-apps/ https://moneypantry.com/best-cashback-apps/
  2. Plant a garden: Growing your own fruits and vegetables can be a fun and cost-effective way to save money on groceries. You’ll need to invest some time and effort upfront, but the payoff can be significant in terms of both cost savings and the satisfaction of growing your own food. There are many resources available for starting a garden. A few of them are: https://commonsensehome.com/start-a-garden/ https://www.thespruce.com/how-to-start-a-garden-from-scratch-2132778 https://www.wikihow.com/Start-a-Garden
  3. Use a budgeting app: Budgeting apps can help you track your spending and identify areas where you can save money. Some popular budgeting apps include Mint, You Need a Budget, and Personal Capital. A household budget is a plan that outlines how you will allocate your income towards expenses and savings. Without a budget, spending tends to add up much faster than you might think. Without a budget, you will always be surprised by how much you spend. Making and following a budget can help you to:
  1. Get a better understanding of your financial situation: A budget allows you to track your income and expenses, which can help you to see where your money is going and identify areas where you may be overspending.
  2. Control your spending: By setting limits on your spending and sticking to your budget, you can avoid overspending and reduce the risk of falling into debt.
  3. Save money: A budget can help you to prioritize your spending and identify areas where you can cut back, freeing up money to be used for saving or investing.
  4. Achieve financial goals: A budget can help you to set financial goals and track your progress towards achieving them. This can be especially useful if you are trying to save for a big purchase, pay off debt, or build up your savings.

Overall, a household budget can help you to take control of your finances, spend wisely, and achieve your financial goals.

  1. Make your own cleaning and personal care products: Many household and personal care products can be made at home for a fraction of the cost of store-bought versions. This can save you money and reduce your use of single-use plastic. The potential monthly savings from making your own cleaning and personal care products will depend on the specific products you make and the cost of store-bought versions. For example, if you make your own laundry detergent, which costs approximately $0.15 per load to make, and you currently spend $0.50 per load on store-bought detergent, you could potentially save $0.35 per load or around $8.50 per month if you do laundry once per week.
    1. Laundry detergent: You can make your own laundry detergent using a few simple ingredients, such as borax, washing soda, and grated bar soap. To make a batch of laundry detergent, mix together 1 cup of borax, 1 cup of washing soda, and 1 bar of grated soap in a large bowl. Transfer the mixture to an airtight container and use about 1 tablespoon per load of laundry.
    2. All-purpose cleaner: You can make your own all-purpose cleaner using a mixture of water, vinegar, and essential oils. To make a batch of all-purpose cleaner, mix together 1 cup of water, 1 cup of vinegar, and 10-15 drops of your preferred essential oil (such as lemon or tea tree) in a spray bottle. Shake well before use and spray on surfaces as needed.
    3. Hand soap: You can make your own hand soap using a combination of liquid castile soap, water, and essential oils. To make a batch of hand soap, mix together 1 cup of liquid castile soap, 1 cup of water, and 10-15 drops of your preferred essential oil in a liquid soap dispenser. Shake well before use and dispense a small amount onto your hands as needed.
    4. Toothpaste: You can make your own toothpaste using a combination of baking soda, coconut oil, and a few drops of your preferred essential oil (such as peppermint or spearmint). To make a batch of toothpaste, mix together 1 tablespoon of baking soda, 1 tablespoon of coconut oil, and a few drops of essential oil in a small bowl. Transfer the mixture to a small container and use as you would regular toothpaste.
    5. Lip balm: You can make your own lip balm using a combination of beeswax, coconut oil, and a few drops of your preferred essential oil (such as peppermint or vanilla). Adding Shea butter is also great. To make a batch of lip balm, melt together 1 tablespoon of beeswax, 1 tablespoon of coconut oil, and a few drops of essential oil in a double boiler or microwave-safe bowl. Pour the mixture into small lip balm containers or tins and let it cool before use.
  2. Repair items instead of replacing them: Whenever possible, try to repair items rather than replacing them. This can save money and help reduce waste. Don’t know how to repair things? YouTube is an excellent how-to resource. There is a video for how-to-repair just about anything.
  3. Shop secondhand: Buying secondhand items can be a great money saving tactic and reduce waste. You can find gently used clothes, furniture, and other household items at thrift stores, garage sales, and online marketplaces like eBay and Facebook Marketplace and Craigslist.

5 Ways to Improve Employee Retention

Posted on by Garrett Herschleb

Give Them a Reason to Look Forward

Employee retention is based on more than monetary compensation. Money is of course the root reason of anyone’s employment, however, if money alone is the mode of employee retention, your workers will flock for the first job that offers better pay or comfort. People need to feel a sense of belonging at their job, one that lays a path that already provides what your poachers may offer. Keep them in the loop, provide a plan transparent enough for them to see where they fit in and how they are more essential there than anywhere else.

Provide Recognition For Good Work and Keep Criticism Constructive

Gratitude is a critical key for employee retention. Money talks but a pat on the back and a genuine compliment tends to stick. Often, work is thankless, and thus most people are starving for a crumb appreciation.


One of our most popular openings for a program involves sharing between two people what they themselves can do better at work. They then give a literal pat on the back to each other. It builds from a lighthearted High-Five exercise we do as a warmup; one we’ve been informed carries on as a company tradition today by the same groups who have played it years before.


By that same token, mishaps are inevitable, and to snap on someone with disrespect is a sure fire way to get them to check out before they’re out the door. Correction comes when the issue is addressed with civility, not aggression. A leader in employee retention brings out the best through encouragement and positive coaching.

Encourage Friendly Relationships for Employee Retention

The hardest day is easier when working with those you know and trust, without those aspects, people will rely on themselves alone as much as possible and neglect their colleagues for the assets they are. Team building isn’t always about formal training, most the time it comes naturally through interactions in and out of the workplace. Provide nonthreatening environments for them to grow in, let them talk and get to know one another, take them to lunch, or better yet hold a field day. Employees should look forward to seeing each other; not dreading who they must work with.

Venture Up Local Amazing Race


Invest in building your teams for employee retention. Team building allows clients a chance to work on interactions without risking real consequence. In our experience, 90 percent of people who participate in our programs feel more comfortable approaching people they want to work with.

Keep Management Grounded to Those They Direct

The difference between a boss and a leader is how familiar higherups are with what goes on at ground level. Leaders with the best employee retention are those in touch with their individual contributors. Hierarchies are important to any form of corporate governance, but they become disillusioned and out of touch if interaction between them and those they command is neglected. Any teambuilding events that occur, formal or otherwise, should always introduce officials to as many people below them as possible. This will boost morale and remind employees that they, and managers they work under, are all people.

Employee Retention Needs Respect for the Work / Life Balance

The lines between office and home found themselves blurred with this last pandemic, and in the fallout since the boundaries have been redefined. It is not uncommon now for people to prefer working remotely, and it has caused many employers to worry about employee retention. Our advice is to roll with it wherever possible, and stay flexible for best employee retention. There are a litany of benefits working from home for the employees, the company, and society.

Commuting is time consuming, risky, and expensive (especially now), anyone would appreciate the added free time and savings. Whatever building they would normally occupy would require less space and use of amenities, saving the company money as well. Their home is their office, an office they would be responsible for caring for. As for society, the more people allowed to stay home would alleviate many traffic concerns and provide more time for parents to care for their kids and pets. Many companies see remote working as a detriment, but truly, it allows people greater independence and relieves much of the stress businesses would have to endure.

Employee retention with remote workers is viable. Venture Up has had several repeat clients book programs for employees who have only ever seen each other on a screen, and they perform just as well as people working day to day in the office. Today we offer team building events that are remote as well, which serve the same effect of building relationships between each other, relationships they would be all the less likely to break by moving elsewhere.

5 Things to Consider Before Joining the Great Resignation

Posted on by Garrett Herschleb

Have you ever known anyone who divorces and remarries over and over, or jumps from relationship to relationship in search for that dream partner? Only to find the same problems emerge, with different faces? Do you think jumping jobs could have the same effect? Imagine that the very job you have now could be another person’s dream job.

1. Examine Your Thoughts

Before jumping ship, ask yourself the main reasons you wish to leave. Do you have an intolerant boss or devious co-worker? Are work hours too inflexible? No matter the problem you have now, you can expect it to resurface at your next job. Only the faces have changed.  Write down at least 3 personal reasons you want to leave and 3 ways to solve the problems that will make you stay. These are for you to keep your goals specific and on track, not to hand over to any colleague.

2. Speak Up

You can be sure your company is gauging the threat of a diminishing work force. You are a valuable asset. Once they’ve trained you, you become even more valuable to them — and other employers, and they know it. Find the best way to provide feedback to the decision makers who could make reasonable changes that you believe would make the work life easier on all staff. You are providing an inside voice, perhaps speaking for others too shy or afraid to speak for themselves. You are offering an inside view as to how your company can best retain staff with whom they’ve invested. The “What’s in it for them” is the best approach to selling your ideas.

3. Put it in writing

De-personalize your request. It can’t be just about you. Every company knows there is a growing subculture of staff looking for greener pastures. Outline 3-5 points that would improve the work environment not only for you, but for others on the fence. The focus should be on retaining staff in general vs. retaining you personally. You can get to your specifics at the end, using yourself as an example. Venture Up recommends that you prepare the written statement and do NOT email it. Bring your (1) hard copy to the in-person meeting with the decision maker.

 Focus Tubes Team Building Activity

4. Meet With Decision Makers

Whether you choose to meet with HR or your direct boss, you must be careful that you are not undercutting anyone. Egos at higher levels can easily bruise. Do not, for example, meet with the boss of your boss. If the boss is the problem, meet with HR. If you feel afraid to rock the boat, you have two choices: stay in your job and put up with it, or risk rocking the boat.

Enter the meeting with a bounce in your step. Smile and sincerely thank them for taking time out of their day to meet with you. Tell them you will keep it short and make eye contact with any colleagues in the room.. Eye contact is imperative. That is why Venture Up suggests you do not provide a hard copy of your points to your colleague since it would provide an easy way to avoid eye contact by reading instead of listening to your points.

Amazing Race Team Building Activity

As you review your points, speak slowly and clearly, pausing after each point to allow your colleague to assess what you’ve said and ask questions. Be prepared to elaborate and give concrete examples regarding the point you are trying to make.

5. Wrap up: When you wrap up the meeting, be sure to thank them again for taking time from their busy day. Casually let them know you will summarize the meeting in an email including all matters discussed, including action plans or a follow-up meeting if applicable. In this way you not only reinforce your points, but also relieve your colleague of making a summary. Conclude your email summary with something like, “Please let me know if you have any additional feedback or wish to clarify anything in the summary.”

Venture Up USDA Strategic Games Focus Tubes

Meetings with staff in higher professional levels is not easy for everyone but is imperative if managers wish to keep their finger on the pulse of their workforce. One way to help create a relaxed environment is to engage in fun, productive activities beyond the workplace. Venture Up offers creative charity programs to engage companies with the community as well as staff of all levels, as well as company-only games tailored to bridge gaps with leadership levels and staff, such as the Escape the Case game series. For more information, contact info@ventureup.com or call 888.305.1065.

How to improve diversity training … yes, it can work!

Posted on by ventureup
As fall begins, corporate training sessions across the board kick into high gear. When it comes to Diversity & Inclusion (D&I) training, instructors often face staff members representing a wide range of diversity, and sadly, they often begin unprepared without knowing much about their audience, or having met some of the team members at all. It is therefore imperative that any instructor — especially if teaching new staff or new members to the team — do some homework and learn about each team member beforehand. While a pre-program survey is one good way to familiarize yourself with your team of would-be learners, the best way to prepare is to meet each one individually beforehand, face-to-face. If you conduct a survey too, all the better.
Venture Up has been dealing with diverse teams since we began in 1983, whether guiding first-time climbers to world-famous peaks, or hosting team building sessions for hundreds of corporate staff stationed worldwide. We have also consulted with human resources training staff because diversity training often fails. and they seek to incorporate our approach into their own program once they see how our programs change staff behavior in a matter of hours.  In order for D&I training to be as effective, learners must be receptive, and we are great at opening minds to new ideas.
Organizational psychologist and writer Janice Gassam Asare says resistance is a primary reason D&I programs fail. Writing for Forbes magazine, she names five reasons such programs fail:
1. Resistance
2. Improper Implementation
3. Lack of Consistency
4. Lack of Leadership buy-in
5. The Diversity Label

In terms of Resistance, Dr. Asare cites several reasons why employees are hesitant to take on the course. Employees don’t believe that actual changes can be made (maybe they read too many “diversity training doesn’t work headlines?”), they may feel victimized, or may feel singled out as a member of a diverse group.

It is no small deal if you have employees who feel victimized or isolated as a member of a diverse group. What may be difficult is recognizing these issues, especially if team members are shy or reluctant to speak up for themselves. The good news is there is an easy fix to get people engaged. Before the often pricey diversity and inclusion program begins, you can make much headway by involving your team in an affordable interactive team experience that involves everyone and is fun for everyone, regardless of culture or background.

The most common complaints we hear from HR staff is a lack of trust and poor communication;. communication. We have a relatively quick remedy whether the team works in person or remotely. Escape the Case has been explosively popular, as well as our Cyberspace virtual team challenge for remote teams. in engaing teams in a positive, fun and non-threatening way.

One thing we stress with D&I trainers is that if you want a receptive audience, participants must not be forced to take the training session. It must be voluntary. We are happy to say 100 percent of the people who have participated in our “pre-diversity training” team building event has been willing to engage in their company’s diversity and inclusion training with the team they just had so much fun with.

Dr. Asare says when “individuals feel like they don’t have a choice, this can lead to resistance and opposition”. So true. Give them a choice, with a Venture Up team building event beforehand, and you can expect them to jump on the train.

Improper implementation is evident, Dr. Asare asserts, when programs “point the finger and paint one group as the villain”. This is also evident in the divisive politics we experience in the USA today. There is nothing worse than dividing people if you want unity. Dr. Asare suggests mentorship and sponsorship programs may be effective, as well as conducting a needs assessment when designing the program.

In many cases a scandal propels a company to a knee-jerk reaction to introduce a diversity program, with little thought as to how it ties into to the company’s current culture. The reaction can come across as inauthentic, she says. If D&I programs are consistent, vs. a one-shot deal or band-aid to fix a damaged reputation, the approach is more authentic and employees will more likely trust in the company’s commitment to D&I.

The lack of lack of leadership buy-in is a common obstacle to D&I success. Leaders, generally the Type As tend to be rigid and resist change, or doubt change is possible. Or they simply don’t get it. They may consider D&I a ‘feel good’ program with reputational, but no monetary benefits. There are other benefits to ongoing D&I programs. Employee recruiting and retention for one. Today’s employees want to associate their work with a socially responsible company, sensitive to the need for workplace harmony and mutual respect. Diversity fosters the innovation a team of clones could never match. Today’s leaders need to be flexible to survive and be open to the backbone that supports the organization. When leadership reflects diverse backgrounds, the customer base is more likely to expand into more demographics and markets.

Dropping the diversity label may fend off resistance to the D&I program. Labels often bring images of expectations, often unattainable. In this highly-judgmental world, especially of late, people are fear being criticized or cancelled, God forbid. They may feel they will be trapped in a corner, in a Catch-22 where they cannot win if they are disparaged for immutable characteristics. What all human beings need to flourish — in organizations, families and individual relationships — is acceptance of differences, respect and support for one another. An open mind, an open heart.

7 Ways Leaders Can Build Trust

Posted on by ventureup
All human groups rely on trust to be functional and survive. It’s no different in the workplace. In order for leaders to be influential they must be willing to be vulnerable. That’s right. Are you able to show your trust in others by being vulnerable to them? Few leaders have the courage to do so and still get by. But the most influential leaders establish a mutual bond of trust and respect with staff that translates to a more relaxed and productive working environment.

Here are a few tips to keep in mind to keep yourself in good standing with staff:

  1. Ask advice: Show your vulnerability to your team. Nobody has all the answers. If you are embarking on a new project, or facing a new change in the workplace, offer your team a chance to speak up during meetings or, as ideas gel, ask that they send an email or put an anonymous suggestion in a physical suggestion box on your desk or in the break room. In so doing, you are establishing a chain of trust and reinforcing your needs to your team  that their ideas count. Keep in mind more quiet people may have the best ideas, so watch that suggestion box.
  2. Communicate. Good communication relies on trust. Next meeting, thank your staff for their comments and remind them how useful their continued feedback is. Review each comment with positive remarks on each one. Discuss as a team any ideas to act on now.
  3. Action Plan: Put into action a few of the ideas derived from the feedback.
  4. Offer Variety of Ways for Continuous Feedback: Just as you may hesitate to give your email address right away to a website, or fill in their cookie cutter form, so may some staff members be hesitant to send into cybersphere their info. Feedback options should include simply using  a pencil and paper and putting an anonymous suggestion into a box without fear of judgment or repercussion. And if you get an email, that’s fine too.
  5. Stay Consistent: Keep consistent between words and actions. Don’t play favorites or cliques will form. Involve everyone in decision making.
  6. Avoid gossip and sarcasm: Gossip is an instant way to erode people’s trust in you. If they gossip about one person they are gossiping about you. People who make sarcastic remarks are often speaking their opinions. And when they go too far they say, “I’m only kidding.” You’ve seen it in your family and personal life. It’s no different at work. If you notice your team members exhibit these behaviors, ask them to keep it out of the office place to keep things peaceful.
  7. Have fun! Celebrate everyone’s birthday. Keep the tradition going. No business can truly claim they are a “family”, nor should they, but celebrating everyone’s birthday shows everyone they matter. Team building games are also a great way to forge bonds.

Sound good? Call Venture Up at 888-305-1065 for a customized game to help your team celebrate and build bonds. Or email info@ventureup.com for quick response.

Gaming for Gratitude

Posted on by ventureup

The sea change of 2020 and 2021 has left many of us catching our breath after a whirlwind of change in every facet of our lives. Losing relatives and friends, pets, jobs and perhaps our own emotional stability has forced many of to focus on what’s matters most: our personal relationships — at home and at work. Cultivating an attitude of gratitude vs. grievance will set us on a path to healing and happiness on 2022 if we give grateful living a chance.

Gratitude and happiness are closely linked. Positive psychology researchers describe grateful people as being:

  1. gracious of their past —  as in framing your youthful memories in a positive light.
  2. gracious for the present — daily acceptance and appreciation of your life and others in it
  3. grateful for the future — feeling positive and optimistic for what lies ahead

We all do not have to agree to get along. If we are able to set aside our opinions and our insistence on being right our behavior goes a long way to smoothing the road to more peaceful and productive relationships. In general, if we can all agree that most people are good, we take a giant leap toward unity. You must be willing to dismiss the narcissistic social split so evident in 2020-2021 —  where half  the nation is bad because they disagree with you; and half is good because they do agree with you.

At Venture Up, the feedback from our clients indicates we really do want to get along. Nobody we work with wishes to clash with the next person. Everyone appears tired of the chaos. This is good news for companies who fear the split in politics is splitting the workforce. In real life, we all get along pretty well.

When it comes to work groups, what makes team members appreciate one another is to interact in a goal-oriented project independent from any workplace task. The Escape Case is one of our game series that offers such an experience. The all inclusive portable game suits players of all professional levels. After two hours of successful detective work, the team realizes the importance of their skill combinations to success in areas beyond the workplace challenges. The fact that the games are so fun naturally enhance staff relationships. It is no wonder that corporate teams come back again and again to complete the series with either the same team members, or a mix of teams from the same department.

If you wish to cultivate gratitude in your staff, contact Venture Up to discover the right match for your team: 888-305-1065 / info@ventureup.com.