People in Charlotte: what are you hearing regarding return dates? Just got off an all hands call and we’re being told August is the earliest but unlikely, probably going to be at least September
Hello everyone, I'm trying to get into real estate investing. Some of the books I've read have talked about buying a multi unit property and utilizing investors to get the necessary capital. Does anyone have experience in getting investors? How do you identify investors who may be interested? Are there any sites where you can invest in or post investment opportunities?
Thank you in advance.
1st - Can I work from Australia(give interview and work) if my spouse has work visa from his company?
2nd - can I continue working from my present company I.e. ibm, from Australia?
Thanks in advance
Just saw a posting for a contractor position. It's a data analyst position asking for 5 YOE. Anyone have insight into what to expect in this type of role (I.e. total comp, benefits, etc.).
How do you deal with close friends speaking badly about you behind your back? Feel as if these aren’t real friendships, if they’re constantly trash talking me about minor things or personality traits
Hi guys! Would anyone be willing to refer me to a great communication coach for 1 on 1 coaching? I am a junior associate looking to invest heavily into building my communication skills in a 1 to 1 and 1 to Many setting, over the next year or so. Any help is much appreciated!
32 M in London. Got divorced after a very short marriage. Have moved on and not given up on love, willing to give love and marriage another chance. Happy to connect with 🐟 from US, but just letting you know life’s great in London!
How would it look to switch firms with less than 1 YOE out of undergrad? I am not loving my current role and it seems other firms are hiring now. I am worried if I wait I will miss out on what appears to be a strong market.
Hello! So, I’m currently applying to graduate programs for my MSW. I have been accepted to my first choice, however since I’m doing part time for the first half, I don’t qualify for institutional scholarships.
does anyone know any grants or scholarships websites, programs, etc., that I can look at to apply. I’ve been doing my own but the more the merrier.
additional: HBCU undergrad. Going into clinical concentration for Masters.
please let me know if should add additional information
searchitoperations.techtarget.com/news/252504941/DevSecOps-suffers-from-a-lack-of-specifics-IT-leaders-say Is "DevSecOps" just "doing things competent devs/engineers are already doing", like not putting secrets in the codebase, and segregating personal and corporate repositories? Or is there something more that's distinct from DevOps best practices?
I have received offer from Wipro which is little above than the offer that I am holding but fixed pay is less. Thinking of rejecting Wipro offer. Is it better to reject or accept and then not join. Also if I reject, will there be any issue like they won't consider me in future?Tata Consultancy Wipro Cognizant Infosys
How much do strategy senior managers and directors make (base, bonus and RSUs) at big pharma?
What are a couple of different places I should look to buy new glasses other than the obvious lens crafters? I wouldn’t want to buy glasses online because I’m very particular about how they fit￼￼￼
I work as an ML Engineer with YoE<1, I basically spend my day writing production level code (read MlOps) for data science products.
I am involved in the pure Data Science aspects as well e.g. coming up with the algorithms and pitching novelties and all.
I want to shift to pure Data Science. The reason they picked me cuz I was good in coding and I didn't have any better offers and the time of joining. I have a bachelor's in stats and masters in data science. Any suggestions?
New course from Oxford
McKinsey & Company Bain & Company My MBB🐠, when applying as a lateral, say I am applying to the NY offices, do my referrals have to be from people based out of the NY office for them to have an impact, or they would also work if they are from ppl in other offices?
Context: currently at a T2 in NYC, but most of my college friends who work at MBB are in the Midwest
McKinsey & Company Bain & Company Boston Consulting Group
Anyone here ever give a TED/TEDx talk? How did you find the opportunity? Were you approached or did you pitch to the organizers?
Additional Posts in Female Bosses
Hi all. What would you want in a care package from your boss?
My team is almost at a major deadline, and everyone’s been putting in nights and weekends over the past two months get here. I got budget to send them care packages. Thoughts on what you’d want?
I’ve been given the opportunity to create my own job title. Problem is I’m having difficulty finding something that fits as I touch multiple areas. I work in a tech org. My current focus is on contract management both of consultants and hardware/software purchases. I’ve been asked to include employee experience to my job description. But what is a title that would reflect both. Director of Employee Experience and Contract Management is where I keep getting stuck.
I am in desperate need of a coach/mentor outside of my organization. I report directly to the VP of HR and find myself in a tough situation. My team also reports to her and while I have her favor she clearly dislikes some on my team. I recently had two direct reports break down in our 1:1s because of her. Since she is the VP and I report to her I do not know how to navigate this situation. Is there anyone interested in providing some coaching on this?
I’ve been building my career at nonprofits , working progressively senior positions. I currently manage the entire tech operations function for a 45M dollar org but with a nonprofit salary. Any advice to transition to the for profit space? Transferable skills include data analysis, business development and project management.
Looking for advice on how to be less of a ‘yes woman.’ I’ve gotten feedback that I should be less quick to say yes or should feel comfortable pushing back on unreasonable requests, but I’m struggling with doing that in practice.
Wondering if there are any resources (coaching, book recommendations…?) that you have found helpful to retrain your frame of mind to be less of a people pleaser and feel more confident being direct or saying no. Any suggestions welcome!
I was promoted a couple months ago - it was an exciting milestone I was dreaming about for years. I worked SO hard to get this. Unfortunately this promotion feels like just a title. I feel like the leadership team don't take me seriously & they never care to include me in anything I'm supposed to be a part of for decision-making. Am I being disrespected in the workplace or should I just stop taking this personally?
TLDR: Advice on more management responsibilities at a new company
I start at a new company (mediumish firm) next week and will be fully managing the accounts I work on. I will also be leading not only a team of multiple direct reports, but others on the client teams. It’s more responsibility than I have now, but I feel ready.
Still, I’d love the best advice you’ve gotten as a manager or what you wish you knew when you were first stepping up to more leadership responsibilities!
Happy Labor Day weekend Bosses.
In this new job i work with all men, mostly sales guys who make a lot of money. They respect me and listen to me. It’s so tough for me because I’m always trying to read into everything, for survival. My one boss said today when I mentioned I’m struggling to read the political environment and that I’m learning its usually really nothing, all in my head... he said, “you’ve work mostly with women, huh?” Not sure what to make of that.
Hello fellow leaders :) I have been struggling to grow out of my current position into a higher role. I have a ton of knowledge about our systems and processes and it feels like I am being kept here because of it rather than being promoted for having mastered my role. My team are high performers within the company and I regularly receive high yearly reviews (above/far above). Looking for some guidance. I currently manage a customer service team (4+ years) for an luxury jewelry company.
Does anyone have to complete a Criteria Assessment during the interview process? I had a nice conversation with the hiring manager yesterday and at the end of the interview he tells me that the next step is a test. I feel like I went back to the 90's. I checked online and it looks like an IQ test. This sounds to me so retrograde. After this test, if I "pass" I guess, there will be 2 more rounds of interviews and a in-person panel. I am tired of these length process, what would you do?
Is it mad to be considering new jobs that pay less than what I'm on currently? I'm in a fairly senior role at a business which is undergoing an M&A / future IPO but being honest our team is vastly under resourced and the stress of covering what is essentially 3 senior roles in one, plus all the day to day stuff (as we have no juniors to delegate too) is burning me out and really affecting my mental health. I've tried raising it but don't feel anything will change soon unfortunately.
I used to be a strong confident boss lady. My teams love me and folks line up to join my teams. But have been systematically bullied by a male Leader and have lost my mojo. How do you get it back ?
I recently interviewed with a company and they asked me “are we the only company you are currently interviewing with or are you actively looking and interviewing with other companies as well?” How do you all go about answering this question? I thought it was a super weird question and it caught me off guard.
I'll start with a topic. I'm a female manager. On my first day of new manager training, a guy at my table said, "how come all female managers I know are such bitches?" No joke.
Keep getting feedback im too nice at work, and frankly i agree. Tips for how i can improve? I have no idea where to start.
Hello everyone. My firm is growing and hiring a lot of Legal Secretaries. Many of our Secretaries have been with us for 20+ years and we’re realizing our onboarding/training for new hire legal secretaries are dated. Anyone able to share their onboarding and training process for their new hire secretaries, further insight would be greatly appreciated.
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Spend 1:1 coaching time with them to understand where their anxiety is coming from. I think many folks are still working through mental health issues that stemmed from the pandemic. Potentially it’s the current economic market. Maybe they’re gunning for promotion.
Spending that time to better understand where they are coming from will help clarify next steps.
I totally agree with what others have said - some of their anxiety is likely stemming from not knowing how the team will function/function differently under new leadership. I would spend a good amount of time with them one on one and getting to know them personally to figure how you can best support them! The fact that you are concerned about this to begin with is awesome!
Agreed!! That's why this post caught my eye. It makes me so happy when managers want to understand and help their employees have peace of mind. 🙌🏼
Do not schedule meetings with people like this without sharing an itinerary about what the meeting is about. If you just request a 1-1 with anxious types like this they’re immediate thoughts will go to omg what did I do wrong. Am I going to get fired?! Do they hate me?! And could potentially be totally unable to focus on work until the meeting happens.
I had a coworker like this and his anxiety would bleed out into the group and he would be taking his emergency Xanax and just be in a doom spiral for hours over mysterious, short term scheduled meetings. Nothing bad ever happened to him, but until the meeting was over he expected the worse every time.
I would also encourage them to take time off. I would also encourage you to take time off and normalize that as a part of the team dynamic. Don’t let them get burnt out because of economic/work anxiety.
It is quite possible that they had bad experiences in the past. I agree with scheduling some 1:1s to get to know them, what management style works for each of them, gain their trust, and you'll be able to unpack where the anxiety is coming from.
It depends on what you mean by Anxious and anxiety. Anxiety is a diagnosis that most likely can’t (and shouldn’t) be diagnosed by a manager or fixed by coaching. If you mean anxious in layman’s terms I am sure there are coaching programs. I don’t know of any, and so know that’s not helpful. Sorry for not having. A solution, but as someone who has people in my life (both professionally and personally) who have diagnosed anxiety I wanted to make a distinction. I hope you can help your team succeed!
Fair distinction. For the record, I am diagnosed (and medicated) for generalized anxiety disorder and I interpreted it as anxious rather than the former by the context of OPs original prompt.
Ask questions. "Tell me more about that". Also agree with the other commenter to understand if they are anxious about something specific. I am direct and empathetic and offer context for my decisions so that people understand what I do and why I do it. Share the broader goals of the organization and your team and ask them for feedback.
Hello dear, first, congrats for your promotion !
Now, let’s talk: it’s your call and not other people’ call to handle the team’s instability in this moment. This is a new moment for them And also for you, that also maybe is feeling anxious. After all It’s a new team, all of you want to do well in this new context. I recommend time together to share vision, goals, listen their opinion, and their vision abs share yours.
You need to lead this- not a Coach. The HR can give you some tips of activities you can do with them to unlock the good vibes and switch This “anxiety” in something creative.
Good work and good luck 🍀
With my team, we implemented 1:1 meetings called RPIs. Results, Progress, Issues. They are weekly or biweekly meetings that the employee controls they don’t need to be long 15-30mins (depending on role/project).
As a leader you receive the information and once they wrap up you ask if they need anything from you support wise or any follow up questions you may have. It’s Important to allow them to control the meetings and cadence.
As someone diagnosed with Generalized Anxiety Disorder, one thing you can keep in mind is that their anxiety might not be something work related or even logical. I have a family member who doesn’t like signing legal documents. They aren’t in an executive position but this is something that causes anxiety. Ask them what you can do to help them deal with their feelings and keep in touch with them periodically to make sure their getting their emotional needs met. I also think it’s great that you are doing this as a manager. I’ve had managers in the past that were understanding that sometimes I would need to step away from my desk to regroup, but they never asked how they could help, just accommodate.
I appreciate what other folks have shared about leading the group - another aspect to consider is that our bodies can impact one another. We regulate together. Meaning if one person is really anxious their energy can shift the group. And if you focus on being calm and present you can start to shift the group too.
There are lots of variables that play into this that I can’t guess but I wanted to mention this specifically since corporate is really only just starting to become aware we aren’t walking heads.
Good on you for caring for your people. Rooting for you 🙌🏼
Yes, have 1 on 1s with them and be open about yourself. I recently took over what I thought was a very confident team and in the process of getting to know them all five of my female managers broke down crying in the middle of conversations with me and even some of the guys were intimidated. I thought I had good relationships with them, but the problem was they were terrified of letting me down, and because they didn’t understand that I have a balance of high expectations along with a lot of understanding for people in their situation, they were afraid to open up when they were struggling, and it made them very uneasy. After learning how understanding I can be, and that I was actually willing to help them through difficult times versus just reprimanding them for not performing at the level I wanted, my relationships with everyone of my nine direct reports got much stronger.
It could also help to see what their top strengths and role types are so you can better understand each other, and for them to understand yours. I found this info so helpful to better understand myself and my style, as well as that of my boss and my reports. Marcus Buckingham's one is amazing, and it's free! It became free during the pandemic: https://mailchi.mp/marcusbuckingham.com/standout-assessment
Not sure you need a program yet or that it would come in time. Training is not a magical cure all. Have you managed before? Have you spoken to the team and leadership about their goals and concerns?
Unpack it: Why do they have anxiety? - your first challenge. How does their anxiety impact their work - your second challenge. What will remove or lessen the anxiety - your third challenge. What motivates them to work - your fourth challenge. What does thriving look like like for them - your city challenge. Wash, rinse, and in some cases repeat. Good luck you work with humans! :)
I'm happy to chat with you about this. I know some excellent coaches. Let me know if you want to talk.
While they all may be anxious, it could be for slightly different reasons for each of them.
Meet with them individually and find out what exactly is making them anxious. Is it their change in management, workload, aggressive clients, insufficient training, personal probs, something else? Once you have that information, go from there.
Before jumping into the action of coaching or even understanding where their anxiety might stem from, you need to get a feel for their readiness to change. This is very different from a performance issue, if they’re not ready to address their anxiety then you saying or doing anything (even just trying to understand) could feel very intrusive and off-putting.
Hi I’m glad you noticed your employees, always applaud them let them know how good they do and boost the confidence and in no time the anxiousness will go away. It’s like have three grown children. Push them to do the best and your company will grow