Tag: Dailypost

Why Year-End Triggers Career Reflection

You can get excited about the future. The past won’t mind. ~Hillary DePiano 

The end of the year naturally invokes a period of career reflection, which serves as a psychological milestone that compels professionals to pause and assess their journey. As the calendar approaches its final weeks, individuals are instinctively drawn to introspection, triggered by a combination of cultural traditions, personal goal-setting practices, and an innate human desire for growth and meaning. This time of reflection is fueled by the contrast between the year’s accomplishments and unfulfilled aspirations, creating the opportunity for honest self-evaluation (hint …that common ideal weight loss plan).

Also read: Conquering Transition Doubts

The approaching new year symbolizes renewal and potential, encouraging professionals to reflect on their career trajectory, measure progress against past objectives, and recalibrate their professional vision. Factors like annual performance reviews, financial assessments, industry shifts, and personal life changes converge during this period, making it an ideal time to critically reflect on career satisfaction, skill development, alignment with long-term goals, and potential opportunities for growth or transformation.

Consequently, here are a number of pointers that discusses this period of reflection along with recommendation. Not a self-starter , we can help.

Natural Evaluation Period

  • Annual performance reviews
  • Reflecting on past year’s achievements
  • Setting new personal goals
  • Psychological reset moment

Emotional Triggers

  • Holiday season brings perspective
  • Family gatherings prompt life discussions
  • Increased time for self-reflection
  • Motivation from new year anticipation

Professional Burnout

  • Accumulated workplace stress
  • Desire for meaningful change
  • Recognizing current job’s limitations
  • Seeking personal fulfillment

External Evaluation

  • Social conversations about resolutions
  • Seeing others make bold moves
  • Increased motivational content
  • Feeling inspired by potential

Strategic Approach

  • Budget reassessment
  • Career growth opportunities
  • Market trend observations
  • Personal development planning

Motivational Approach

  • Embrace fear as growth signal
  • Start with small, low-risk steps
  • Build confidence gradually
  • Seek professional guidance
  • Create solid transition plan

Recommended Actions

  • Self-assessment
  • Skill inventory
  • Informational interviews
  • Part-time exploration
  • Professional coaching
  • Continuous learning

Are you experiencing any of these signs? If so, it’s time to do something about it. Adapt the motivational approach along with the recommended actions. But if you need the expertise of a coach who can help. Better yet, purchase a gift certificate for a friend experiencing these signs and help him/her kick off the new year with a difference.

From Fear to Freedom: Conquering Career Transition Doubts

Fears are paper tigers. You can do anything you decide to do. You can act to change and control your life; and the process is its own reward. —Amelia Earhart

Fear is real. Sometimes it retards us. Most times it’s just in our mind yet causes us to feel stuck, unable to make the move that we desire. Common is the fear to leave a career, change jobs, or reach for that promotion as we question ourselves. So, we stay where we are and before long months turn into years, years into decades and we remain in the same place.

So what can you do about it? Here is a concise breakdown of career change fears and year-end motivation.

Why Year-end Triggers Career Reflection

Common Career Change Fears

1.Financial Uncertainty

  • Potential income reduction
  • Financial stability risks
  • Fear of economic instability
  • Concerns about supporting family

2.Identity Loss

  • Defined by current professional role
  • Fear of starting over
  • Loss of established professional status
  • Questioning self-worth

3. Skill Gap Anxiety

  • Feeling underqualified
  • Learning curve intimidation
  • Self-doubt about adaptability
  • Imposter syndrome

4.Comfort Zone Resistance

  • Familiar routine feels safe
  • Fear of unknown
  • Risk aversion
  • Psychological safety in current job

Are you experiencing any of these signs? If so, it’s time to do something about it. Talk with a trusted friend or coach who can help. Better yet, purchase a gift certificate for a friend experiencing these signs and help him/her kick off the new year with a different start. Conquer those transition doubts.

Cheers!

Making Big Decisions: Head Or Heart?

Decisions. Decisions

A new year paves the way for ‘change’. As we approach 2025 many of us will make decisions that will impact our lives. Decisions in our entrepreneurship roles, decisions in our relationships, career (stay or go), and in our personal and professional lives.

The question was asked on social media about decision-making. When making decisions do you make them using your ‘head’ or ‘heart’. Respondents quickly chimed in with 29% preferred ‘head’, while 71% preferred ‘heart’. Decided to break down head decisions vs. heart decisions and analyze their roles and characteristics in decision-making.

Head Decisions (Rational / Logical)

  1. Characteristics:
  • Based on facts and data
  • Relies on analysis and reasoning
  • Focuses on practical outcomes
  • Uses systematic evaluation
  • Considers long-term consequences
  • Weighs pros and cons objectively
  • Driven by logic and evidence
  1. Best Used For:
  • Financial decisions
  • Business strategies
  • Career choices
  • Investment planning
  • Risk assessment
  • Legal matters
  • Technical problems

Heart Decisions (Emotional / Intuitive)

  1. Characteristics:
  • Based on feelings and intuition
  • Relies on personal values
  • Focuses on emotional satisfaction
  • Uses gut instincts
  • Considers personal fulfillment
  • Weighs emotional impact
  • Driven by passion and purpose
  1. Best Used For:
  • Personal relationships
  • Creative pursuits
  • Life purpose decisions
  • Value-based choices
  • Personal fulfillment
  • Passion projects
  • Meaningful connections

Which is Better?

Neither is “better” – both have their place

  1. Integrated Approach:
  • Best decisions often combine both
  • Head ensures practicality
  • Heart ensures alignment with values
  • Balance creates sustainable choices
  1. Context Matters:
  • Some situations need more logic
  • Others need more emotional intelligence
  • Most benefit from both perspectives
  1. Decision Framework: Best Practice: Use Both
  • Heart: Initial guidance
  • Head: Validation and planning
  • Heart: Final gut check
  1. When to Lean More on Head:
  • High-risk situations
  • Financial commitments
  • Legal matters
  • Complex problems
  • Strategic planning
  1. When to Lean More on Heart:
  • Life purpose decisions
  • Personal relationships
  • Career passion
  • Creative endeavors
  • Value-based choices
  1. Integration Tips:
  • Start with heart to identify what matters
  • Use head to evaluate feasibility
  • Check back with heart for alignment
  • Plan execution with head
  • Monitor satisfaction with heart
  1. Warning Signs: Head-Only Decisions:
  • Feels empty or unfulfilling
  • Lacks personal meaning
  • May lead to regret
  • Could miss opportunities

Heart-Only Decisions:

  • May be impractical
  • Could be financially risky
  • Might lack sustainability
  • Could be too impulsive

Real-World Example: Career Change Decision:

  • Heart: Identifies passion and desired impact
  • Head: Evaluates market demand, salary, skills needed
  • Heart: Confirms emotional alignment
  • Head: Creates transition plan
  • Both: Monitor progress and satisfaction

Recommendation

  1. Use a Balanced Approach:
  • Start with heart to understand what you truly want
  • Use head to evaluate feasibility and plan
  • Check back with heart for alignment
  • Execute with head’s planning
  • Monitor with both heart and head
  1. Decision-Making Process:
  • Identify the type of decision
  • Consider the stakes involved
  • Use appropriate balance of both
  • Create evaluation criteria
  • Make and implement decision
  • Review and adjust as needed
  1. Questions to Ask: Head Questions:
  • What are the facts?
  • What are the risks?
  • What are the long-term consequences?
  • What resources are required?

Heart Questions:

  • How does this feel?
  • Does this align with my values?
  • Will this bring fulfillment?
  • What does my intuition say?

Points to Note

  • The best decisions often come from balanced input from both head and heart
  • Different situations require different balances
  • Practice integrating both perspectives
  • Trust both your logic and your intuition
  • Monitor outcomes using both metrics

So there you have it. A thorough overview of when and how to make decisions with your head and heart. What type of decision-maker are you? Head or Heart? Do share, we would love to hear.

Ahh Coaching: Trouble The Comfortable

The interesting thing about coaching is that you have to trouble the comfortable and comfort the troubled.

Ric Charlesworth

Professional development involves coaching. It is a process of self-awareness, application and reflection. Improving yourself through learning and training has advantages. Just as great sportsmen hire coaches, professionals can improve their craft with a personalized and objective coach.

That said, people’s perceptions of coaching necessity vary and there are myths, but there is a growing recognition of its value in professional development.

  1. General perception: There’s been an increasing trend towards viewing coaching as valuable, particularly in corporate settings. However, it’s not universally seen as “necessary.”
  2. Executive coaching: A survey by the International Coach Federation (ICF) found that about 86% of organizations saw a return on investment from coaching. This suggests a high perceived value among those who have experienced it.
  3. Leadership coaching: Many large companies now include coaching as part of leadership development programs, indicating its perceived importance.
  4. Career coaching: The demand for career coaching has grown, especially with the rapid changes in the job market and increased career transitions.
  5. Percentage who think it’s necessary: It’s challenging to give an exact percentage as perceptions vary widely across industries, cultures, and individual experiences. However, here are some relevant statistics:
    • A study by the Harvard Business Review found that 48% of CEOs who had coaching said they were open to changing their behavior as a result.
    • According to a report by PwC, 50% of firms surveyed used coaching as a key part of their learning and development programs.

These numbers suggest that while coaching is increasingly valued, it’s not universally seen as “necessary” by everyone. The perception tends to be more positive among those who have experienced coaching or work in organizations that regularly use coaching services.

It is important to note that these figures can change over time and may vary significantly depending on the specific context (e.g., industry, individuals, company size).

So there you have it. Different perceptions of coaching and it’s necessity. Many understand and appreciate its value. Are you one of them? What’s your own perspective? Do share. We would love to hear.

Cheers!

Writers of Color Women’s Empowerment Initiative

“Ask yourself, what would I do if I weren’t afraid? And then go do it” — Sheryl Sandberg

Inspiring. Intentional. Take charge. Grow. These were common words that described the Writers Group of South Florida’s Women Empowerment Event held at the West Regional Library in Plantation, Florida.

Guests turned out in numbers to be educated or refreshed as seasoned authors shared nuggets on leadership, balance, wellbeing, and becoming financially independent.

Thanks to fellow writer GMoss Designs for being Instrumental and singer songwriter Ettosi Brooks for the delightful music entertainment.

Panelists Award winning Reggae legend Miss Pat Chin and others did an exceptional job in highlighting the challenges women face as well as the Strategies to overcome.

Missed it? Plan for it Next year same time.

Cheers!

14 Strategies For Adults Reporting To Millennial Team Leads

The challenge of leadership is to be strong, but not rude; be kind, but not weak; be bold, but not a bully; be thoughtful, but not lazy; be humble, but not timid; be proud, but not arrogant; have humor, but without folly. ~Jim Rohn

“I report to Jen who is in her late 30s and is as old as my daughter” Cindy said aloud to the group. She respects me though. The diverse group of women nodded in agreement. There are others who are not as lucky as Cindy, not necessarily because of being older but because they complain of having more experience than the Millennial who supervise them. They often take offense at any task given because they do not believe they should report to someone younger than themselves.

This is an increasingly common situation as workplace demographics change. Here are some strategies older adults can use when reporting to or being supervised by millennials:

  1. Focus on mutual respect:
    • Recognize that your millennial supervisor has earned their position.
    • Treat them with the same respect you’d expect, regardless of age.
  2. Leverage your experience tactfully:
    • Offer your insights and experience as a resource, not a challenge to authority.
    • Frame suggestions as “In my experience…” rather than “You should…”
  3. Embrace learning opportunities:
    • Be open to new ideas and approaches your younger supervisor might introduce.
    • Show enthusiasm for learning new skills or technologies.
  4. Adapt to communication styles:
    • Be flexible with communication methods (e.g., instant messaging, video calls).
    • Understand and respect different communication preferences.
  5. Manage your own biases:
    • Challenge any preconceived notions you might have about younger managers.
    • Focus on their skills and leadership qualities rather than age.
  6. Highlight your strengths:
    • Demonstrate how your experience and skills complement the team’s needs.
    • Show how your long-term perspective can be valuable for strategic planning.
  7. Be a team player:
    • It’s no playtime. Support your supervisor’s decisions publicly, even if you disagree privately.
    • Offer constructive feedback in appropriate settings.
  8. Stay current:
    • Keep up with industry trends and new technologies.
    • Show initiative in updating your skills.
  9. Practice active listening:
    • Give full attention to your supervisor’s ideas and directives.
    • Ask clarifying questions to ensure understanding.
  10. Seek feedback proactively:
    • Ask for regular performance feedback.
    • Show willingness to adapt based on constructive criticism.
  11. Find common ground:
    • Look for shared interests or values beyond work.
    • Build a relationship based on mutual understanding and respect.
  12. Offer mentorship subtly:
    • If appropriate, offer to share your knowledge in areas where you have deep expertise.
    • Frame it as supporting their success rather than undermining their authority.
  13. Embrace change:
    • Be open to new processes or workflows your millennial supervisor might implement.
    • Demonstrate flexibility and adaptability.
  14. Focus on results:
    • Align your work with the goals and metrics your supervisor values.
    • Demonstrate your value through your performance and outcomes.

It’s hard and often uncomfortable. But remember, successful intergenerational workplace relationships are built on mutual respect, open communication, and a willingness to learn from each other. By focusing on these elements, older adults can create positive and productive relationships with their millennial supervisors.

2024 South Florida Writers Of Color Online Literary Magazine

The Legacy of Books

As humans, we die, but Books Live on Forever, culturally and intellectually enriching the lives of future generations.

– Ralph Hogges

2024’s Collection of poems, writings and gleanings from The Hogges, Cowins, & Smiley South Florida Writers of Color, literary Magazine shown in the link below.

2024 South Florida Writers of Color MagazineDownload

16 Ways For A Procrastinator To Get Things Done

Procrastination makes easy things hard, hard things harder.

Mason Cooley

Author? Writer? Project Manager? On-the-job administrator? Are you one of those persons who find themselves with several lists of things to ‘finish’? Procrastinating it’s called. You start doing laundry, then realize you need to mow the lawn, or pick up groceries so off you rush to do that leaving several observable tasks undone. You mean well but it keeps happening. A task here, another there and on and on it goes. You never seem to catch up.

Well for people who struggle with completing projects and find themselves juggling multiple unfinished tasks, here are some effective strategies:

  1. Prioritize and focus:
    • List all ongoing projects.
    • Rank them based on importance, urgency, and potential impact.
    • Choose 1-3 top priorities to focus on exclusively.
  2. Break projects into smaller tasks:
    • Divide each project into manageable, specific steps.
    • Create a detailed action plan for each step.
  3. Set clear deadlines:
    • Establish realistic timelines for each project and its components.
    • Use a calendar or project management tool to track deadlines.
  4. Implement the “Two-Minute Rule”:
    • If a task takes less than two minutes, do it immediately.
    • This helps prevent small tasks from piling up.
  5. Use the Pomodoro Technique:
    • Work in focused 25-minute intervals, followed by short breaks.
    • This can help maintain concentration and prevent burnout.
  6. Create accountability:
    • Share your goals and deadlines with a friend, colleague, or mentor.
    • Regular check-ins can help keep you on track.
  7. Limit new commitments:
    • Learn to say “no” to new projects until current ones are completed.
    • Assess carefully before taking on additional work.
  8. Eliminate distractions:
    • Identify and minimize common distractions (e.g., social media, unnecessary meetings).
    • Create a focused work environment.
  9. Celebrate small wins:
    • Acknowledge and reward yourself for completing project milestones.
    • This builds momentum and motivation.
  10. Re-evaluate regularly:
    • Periodically assess if projects are still relevant or necessary.
    • Be willing to abandon or postpone projects that no longer align with your goals.
  11. Use visual progress tracking:
    • Employ kanban boards or progress bars to visualize project advancement.
    • Seeing progress can be motivating.
  12. Address perfectionism:
    • Recognize if perfectionism is causing delays.
    • Focus on “good enough” for initial completion, then refine if necessary.
  13. Schedule dedicated project time:
    • Allocate specific time blocks for working on projects.
    • Treat these as non-negotiable appointments.
  14. Seek closure:
    • Develop a habit of finishing what you start, even in small ways.
    • Practice completing minor tasks to build the “finishing” muscle.
  15. Learn from past patterns:
    • Analyze why projects typically remain unfinished.
    • Address recurring issues (e.g., lack of resources, skill gaps).
  16. Use the “Sunk Cost Fallacy” awareness:
    • Be willing to let go of projects that are no longer serving you, regardless of time already invested.

Are you a procrastinator? If so, did any of the above appeal to you? Hope you find a few useful. Note that by implementing these strategies, individuals can improve their project completion rates and reduce the stress of managing multiple unfinished tasks. The key is to find a balance between focus, organization, and flexibility.

Happy Finishing!

30 Common Side Hustles To Choose From …

It’s not how much money you make, but how much money you keep, how hard it works for you, and how many generations you keep it for.

Robert Kiyosaki

Women often face unique financial challenges due to various societal, economic, and cultural factors. These challenges have been exacerbated especially since the pandemic. To become financially independent simple solutions through participating in additional income streams can help.

There are many side hustles people pursue to earn extra income. Here’s a list of common and popular options.

  1. Freelance writing or editing
  2. Virtual assistance
  3. Social media management
  4. Online tutoring or teaching
  5. Web design or development
  6. Graphic design
  7. Photography or videography
  8. Rideshare driving (Uber, Lyft)
  9. Food delivery services (DoorDash, Uber Eats)
  10. Pet sitting or dog walking
  11. House cleaning or organizing services
  12. Personal shopping or errand running
  13. Selling handmade items on Etsy
  14. Dropshipping or e-commerce
  15. Blogging or vlogging
  16. Podcast hosting
  17. Affiliate marketing
  18. Renting out a spare room on Airbnb
  19. Selling items on eBay or Amazon
  20. Online surveys or user testing
  21. Transcription services
  22. Voice acting or voiceover work
  23. Personal training or fitness coaching
  24. Lawn care or landscaping
  25. Car detailing
  26. Bookkeeping or accounting services
  27. Resume writing
  28. Translation services
  29. Music lessons
  30. Event planning or coordination

Before You Choose

When considering a side hustle, it’s important to:

  1. Assess your skills and interests
  2. Consider the time commitment required
  3. Evaluate the potential income versus effort
  4. Ensure it doesn’t conflict with your primary job
  5. Research any legal or tax implications

Did any of the above side hustles appeal to you? Here’s hoping you got a few ideas to choose from. The only caution is to make sure that your skills are up to par with the side hustle selected. And also to be mindful of your work/life balance.

Happy Hustling!

12 Common Financial Problems Women Face

Women and Challenges Faced

At the end of the day, we can endure much more than we think we can.

Frida Kahlo

Women often face unique financial challenges due to various societal, economic, and cultural factors. Lots of changes on the horizon albeit slow. Here are some common financial problems that women frequently encounter:

  1. Gender pay gap: On average, women earn less than men for comparable work, which affects their overall financial health.
  2. Career interruptions: Women are more likely to take time off work for caregiving responsibilities (children or elderly parents), impacting their earning potential and career advancement.
  3. Longer life expectancy: Women generally live longer than men, requiring more savings for retirement and potentially facing years of managing finances alone.
  4. Lower lifetime earnings: Due to pay gaps and career interruptions, women often accumulate less wealth over their lifetimes.
  5. Underrepresentation in high-paying fields: Women are often underrepresented in STEM and other high-paying industries.
  6. Financial literacy: There’s often a gap in financial education and confidence in managing complex financial matters.
  7. Divorce financial impact: Women may face significant financial challenges following divorce, especially if they were not the primary earner.
  8. Single parenthood: Single mothers often face additional financial strain managing household expenses on a single income.
  9. Investment gap: Women tend to invest less and more conservatively than men, potentially leading to lower long-term wealth accumulation.
  10. Healthcare costs: Women typically have higher healthcare expenses over their lifetime, including reproductive health costs.
  11. Debt: Women, on average, carry more student loan debt and may take longer to pay it off due to lower earnings.
  12. Entrepreneurship challenges: Women-owned businesses often face greater difficulties in securing funding and investments.

Can you align with one, two or a few? Any challenges missing that you can add? Please share. We would love to hear.

Cheers!

Empowering Women’s Ascent

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We can endure much more than we think we can.

Frida Kahlo

Empowering Women’s Ascent. A great event for sisters, friends or colleagues to boost your self esteem, increase your knowledge, set goals, become assertive, practice self-care and more. The Writers Group of South Florida’s upcoming Women’s Empowerment event promises to be inspiring and an event not to be missed. It will be held at the West Regional Library Broward Boulevard, Plantation, Florida on Saturday, September 28.

Attendees will be inspired by thought provoking topics including:

  • Women in Leadership: Empowering Women to rise into leadership roles to reach their full potential
  • Learn the Challenges women face and the strategies to overcome
  • Breakthrough: Transitioning from Burnout to Balance helping driven women and busy moms transform their thinking and redefine balance in their lives
  • Achieving Financial Independence: Enabling women to gain control of their financial futures and becoming financially secure.

The event will be cemented by an exciting Panel Discussion with Founder, VP Records and Lifetime Achievement Award Recipient Patricia Chin (Miss Pat).

Other guest speakers include Dr. Susan Davis, Attorney Asiah Wolfolk Manning, The Sisters and yours truly, Dr. Shelly.

This empowerment event promises to be great. In South Florida? Plan to attend and if you’re not, we will revert with all the Deets post event.



10 Myths About Coaching

Coaching is partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential. The process of coaching often unlocks previously untapped sources of imagination, productivity and leadership (International Coaching Federation – ICF)

People often misunderstand what coaching is. It is often misinterpreted as only being needed by people who need to improve their on-the-job performance or when facing challenges. To provide clarity, here are some common myths about coaching:

  1. Coaching is only for underperformers or people with problems
  2. Coaches need to be experts in their client’s field
  3. Coaching is the same as mentoring or consulting
  4. Coaching is only for executives or high-level leaders
  5. Coaching is a quick fix for complex issues
  6. Good coaches always have the answers
  7. Coaching is just giving advice
  8. Coaching is only focused on professional development
  9. You only need coaching when you’re facing a crisis
  10. Coaching is an unnecessary expense

If any or a few of the above stands out to you, lets connect to demystify the myths. Connect to learn the value.

Cheers!

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