Marla Gottschalk

Considering Grit

March 30, 2015February 7, 2019by Marla GottschalkLeave a Comment

I’ve just watched Michigan State University’s basketball team beat Louisville to reach the Final Four, as they continue to follow an unlikely path through the NCAA tournament. If you follow college basketball religiously — or simply get caught up in the excitement as I do — you’ll note that surprise outcomes occur quite regularly.

That’s really why I watch. I always root for the underdog. In this case, it was my Alma Mater.

As it turns out, they didn’t need my help.

A few key elements are usually present in these upsets. In this case, a fantastic combination of youth, talent and exquisitely seasoned coaching. However, there is another secret ingredient that psychologists have been observing, that likely played a role — grit.

Grit can take a solid competitor and transform them into a warrior. (Leaders that can stoke grit likely have the ability to do the same in the workplace.) In this classic research, Angela Duckworth of the University of Pennsylvania, explored the attitudes and conditions that contributed to achieving valued outcomes. What became evident was that talent is not always enough — perseverance was also required. (See her TED Talk here.)

When I watched the reaction of the players as the final buzzer sounded, it was clear they knew that had done something extraordinary. They had met a Goliath and pulled through, again.

I do realize that Michigan State’s path may end here — as they face Duke in the next match-up. However, this matters little.

With a hefty dose of grit, they’ve already met their true potential on that court.

That is a win in itself.

Dr. Marla Gottschalk is an Industrial/Organizational Psychologist, consultant and coach. She holds the role of Senior Consultant at Allied Talent and also serves as the Director of Thought Leadership at Kilberry Leadership Advisors.

Photo Credit: Maddie Meyer/Getty Images

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The Dangerous Business of Workplace Advice

March 19, 2015March 1, 2020by Marla Gottschalk1 Comment

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In my profession, I am in the business of offering advice.

That may not seem like a perilous role — but I assure you it is. Even when individuals seek me out as a workplace coach (and pay my advice), they are not always open to receive what I have to offer. This may be related to something researchers have named “Feedback Orientation”. (Read here.) Yet, this may have more to do with the fact that people are quite complicated.

Although clients may thank me months later, I often hear the “sound of crickets” as an initial response to my honest advice.

It is difficult to sort out responsibility when a career isn’t moving along as expected. It is even more difficult, to realize that we alone own some of that responsibility. Moving through this is a process.

During our work lives, many of us will be in the tenuous position of offering workplace advice. Here are a few guidelines, learned from years of both revelation and push-back.

Gauge receptivity early. People are endlessly complicated — and we don’t own a crystal ball. When someone seeks advice, we assume they truly want that advice. Warning: this is not always the case. Sometimes they need to vent and aren’t really looking for advice of any kind.
Stay in tepid water. A good rule of thumb is this: Don’t open any door they haven’t already cracked open. When discussing loaded topics, things can get sticky very quickly. You may not know the complete history of a specific issue or problem. Remain cautious.
Timing is everything. Don’t lay down the law when someone already feels beaten down by the workplace. Have the foresight to take on a topic in stages. When an individual has had a less than positive experience (passed over for promotion, etc.), they need time to heal. They may also need to stay in process mode for a longer bit of time. So, hold back.
Focus on skill building. I’ve found that in many cases, skill-building offers the confidence to move on effectively. Steer your contact toward longer-term mentoring or training goals.

Of course, if someone seeks your advice — try to help.

Even if your only advice is to seek out a professional, lending a listening ear can be valuable.

Career, Creativity

Kick-Start Your Work Day

March 4, 2015August 22, 2015by Marla Gottschalk2 Comments

I start most days with YouTube.

That may seem odd to you — but it works for me. Today, Gregg Allman, George Harrison, Green Day, and The Verve are my colleagues. My partners in crime. My morning coffee mates.

Yesterday, it was Aretha. Tomorrow it might be Chopin. I’m not sure. I’m completely open.

We often forget that we must leave ourselves the room to be our best. (Certainly our brains require this.) When pushed to the limit and working on only fumes, we’re likely to fail.

I’m not sure what works for you, as the seeds of creativity are quite different for each and every one of us. That’s the beauty of the workplace. We are individuals. So are the required roots of creativity.

So start your day with what works for you. Take the time to identify this. Then become brutal in its application. Take that morning walk — or listen to that audio book — or queue up Tony Bennett & Lady Gaga.

Start your day with the proper foundation.

Then push “start”.

What powers you though your day? Share your strategies here.

Dr. Marla Gottschalk is an Industrial/Organizational Psychologist, consultant and coach. She is the Director of Thought Leadership at Kilberry Leadership Advisors, Toronto.

Career, Leadership

The Vital Importance of Being Honest in the Workplace

March 4, 2015January 4, 2019by Marla GottschalkLeave a Comment

oath-980x505 We’ve all suffered momentary lapses of memory at work. Fuzzy recollections of what occurred on a specific project or initiative — time has a funny way of chipping away at facts and figures. We might lose ourselves in conversation and misspeak or dance around the truth to put another person at ease. However, knowingly misrepresenting who we are or what we have accomplished during our work lives, usually proves detrimental to both work and career. Ultimately, misrepresenting our own history has the potential to derail both promising careers and healthy organizations, alike.

As a role increases in both scope and exposure — being mindful of how we present ourselves and remaining true to our word — becomes an even greater responsibility.

Honesty about credentials and work experiences can affect nearly every aspect of our work lives going forward — and has proven to do so in many realms including government, sports and news/entertainment. Moreover, this dynamic can impact how we fill our most vital roles in organizations today — limiting our ability to match skills with organizational needs.

Of late, this issue has very publicly affected those that we most need to trust. (Network anchor Brian Williams has been suspended for an inaccuracy describing his work experiences. This week it was revealed that VA Secretary Robert McDonald miscommunicated that he served in Special Forces, when he served in the 82nd Airborne Division. He has issued a formal apology. Personally, I thank him for his service to our country. )

From inaccurate resumes to name dropping, the selection process is wrought with misrepresentations and dishonesty. During our actual tenure within an organization, other looming issues with transparency can develop. These situations can lead to problems — both undetected and catastrophic.

For organizations to remain effective, it is imperative that we not only identify needed competencies and utilize state of the art selection strategies. We must also attempt to remain transparent as contributors — so that roles are matched effectively with the appropriate candidate. This includes respecting the exchange agreement that exists between employers and employees. However, whether workplace cultures encourage honesty during selection and tenure, is another topic to carefully consider.

Breaches during these processes can create a myriad of cascading problems, for all of us.

What are your thoughts? Have you been tempted to stretch the truth, where your work history is concerned? Have you hired an employee and their resume was later deemed inaccurate? Is lying a necessary evil to move forward today?

Dr. Marla Gottschalk is an Industrial/Organizational Psychologist. She is the Director of Thought Leadership at Kilberry Leadership Advisors, Toronto/NewYork. Her blog The Office Blend, has been recognized by Forbes as a “Top 100 Website for Your Career” in both 2012 and 2013.

Lower Photo: Win McNamee / Getty Images
This post previously appeared at LinkedIn.

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In Work Life — Kindness Matters

February 2, 2015January 4, 2019by Marla Gottschalk5 Comments

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Kindness applies so clearly to our work lives. However, we rarely exercise the option to use it. We’ve all suffered workplace disappointments and detours. However, many of these low points could have been tempered with a small dose of kindness. The opportunities for kindness are really endless. We just have to be mindful that they exist.

Here are just a couple of examples from my own career, where kindness might have changed the eventual outcome.

Applying for a job. Most of us have been either ignored, put off or minimized during the hiring process. So, do not post a role that has really already filled — or if a decision will not be made for months, don’t promise an update within a week. (Someone might turn down an opportunity with you in mind.)
A sharp change in direction. I was to gather data for my dissertation at a large auto company. One week before the process was to begin, a newly hired VP of HR stated: “We have ivy-league schools clambering to study us, why would I allow you to do so?”. (BTW, I attended Wayne State University, located in the heart of Detroit. It took 6 months to re-group with another sample). Explaining why they couldn’t comply without insult, would have been a better route.
Organizational downsizing. I was caught in one of these early in my career. After offering my heart and soul to the organization for nearly 2 years, they offered me a cardboard box (and out placement, if I signed a document to not sue) at 4:00 on a Friday afternoon. If I had known my role was in danger, I could have looked for another role. Instead they chose to be cold and perfunctory, to avoid a real conversation and potential legal issues. Real leaders know better.

I’m sure you have your own work life stories to reflect upon. How would an act of kindness have changed the situation?

Dr. Marla Gottschalk is an Industrial/Organizational Psychologist, consultant and coach. She is the Director of Thought Leadership at Kilberry Leadership Advisors, Toronto.

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Is 2015 a Career Transition Year for You?

January 1, 2015January 4, 2019by Marla Gottschalk4 Comments

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People change — that’s a given. Organizations change. That is also a given. What we desire (or require) from our work lives, evolves right alongside these elements. Although pay and benefits certainly play a role — remaining in our current role has much to do with the enjoyment derived from the work we complete. So why is it that so many of us hesitate to make a change, when the fit just isn’t there?

I often enter people’s lives when they are moving from one career chapter to another. In many cases, this transition can become quite a stressful experience. (But, not for the reasons that you might initially think of.) I’ve found that the “nuts and bolts” of this transition, are often not as challenging as the emotional struggle that occurs beforehand. We clearly fight change, for a multitude of reasons.

Transitions are not easy, but we can tackle a change. When you are at the fringe of a new beginning — things can appear very, very fuzzy. This creates much trepidation and worry, so a strategy will help.

Here is my best advice to help you move through this:

Accept the need to move on. We spend a lot of time forcing situations to work, that are ultimately doomed to fail long-term. This will not stop the inevitable. Change is difficult — but often worth the trouble. Entertain the notion that you can discover a better option.
Set your vision. Determine exactly what you are striving for — and offer that vision the respect it deserves, by defining the “edges”. (“I’m unhappy” is not a call to action.) Do the required research that will offer direction. What is working? What is missing from your work life? What role are you aiming for? What must you do, to move in the right direction?
Do something — anything. We often dismiss change, because change looks insurmountable. Tackle the process in much smaller steps — but start somewhere. For example, begin by completing one action a day to drive you forward. (One call, one conversation, one e-mail, one new network connection.) Not unlike earned interest, your actions will compound daily.
Give things time. It is often a shock to realize that your current work life, will become a part of your past. You must offer yourself time to grieve for what has transpired, and develop a positive outlook for the future. Rome wasn’t built in a day. You’ll tackle the individual elements (where, when, how) as they come. Have hope that the right solution will emerge.

Have you successfully changed your career for the better? Share your story (and strategies) here.

Dr. Marla Gottschalk is an Industrial/Organizational Psychologist, consultant and coach She is the Director of Thought Leadership at Kilberry Leadership Advisors, Toronto.

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The Office Blend: 2014 in Review

December 30, 2014December 30, 2014by Marla GottschalkLeave a Comment

The WordPress.com stats helper monkeys prepared a 2014 annual report for this blog. Here’s the story.

Here’s a little infromation:

The Louvre Museum has 8.5 million visitors per year. This blog was viewed about 120,000 times in 2014. If it were an exhibit at the Louvre Museum, it would take about 5 days for that many people to see it.

Click here to see the complete report.

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You’re Wrong if You Think Your Career Won’t Change

December 14, 2014October 15, 2015by Marla Gottschalk3 Comments

We underestimate our own potential to evolve.

I know that I’ve made that mistake.

As a graduate student in psychology, I was certain I knew my path. At that early juncture, my interests centered solely on the development of selection tests. (Focusing on topics such as motivation or aligning work with strengths, never occurred to me.) As most of us do, I surmised that with the passage of time, I would remain relatively constant as an individual — and that satisfaction with that career direction would remain.

However, time has a way of changing us.

In fact, that original career trajectory, is far from how I would define myself today. Truth be told — we all evolve — and in many cases, it is difficult to detect the changes as they are occurring. They overtake us somehow.

Does this impact work and career? Of course.

A series of studies conducted by Harvard psychologist Dan Gilbert (See the TED Talk below), have explored the process of how we view personal change over time and its impact upon our lives. Their research revealed that we tend to underestimate changes in both our core personality traits (represented by the “Big 5”: conscientiousness, agreeableness, emotional stability, openness to experience and extroversion) and our core values (measured by the Schwartz Value Inventory) over the decades of our lives. The magnitude of the illusion seems to decrease as we age, but it remains present.

We make decisions concerning what will bring us fulfillment in the future, based upon our current state. However, we underestimate how we might change over time. Essentially, we are forced to draw inferences from the past — something Gilbert aptly names, “The End of History Illusion”. We make decisions in life, as if that history has ended. So, as that carefully designed future takes shape — there is a real possibility that it may no longer align with who we have actually become.

We imagine that our history ends today. When, ultimately, our own “history” continues to evolve and shift.

The challenge to apply this dynamic work and career are clear. If we don’t consider or anticipate change — even expect it — we may not be prepared deal with what comes next.

Can we predict exactly how we will change with the twists and turns of life? No, that’s not likely.

However, we can look for the subtle changes that might affect us:

Listen intently. Not to others around you — to your inner voice. If you have the distinct feeling that your work is not bringing the fulfillment it once did, pause and reflect on that realization. Explore how you arrived at this impasse.
Embrace it. People change — it is a fact of life. You are allowed to evolve, as well. A role that brought you happiness at 25, may not suit you at 35. One that was perfectly aligned with your goals before having a child, may no longer suffice. Life and experiences will change the essence of how we might derive energy from our work. This is completely normal.
Respond. Ignoring a seismic shift in career aspirations, will not stop the dynamic from progressing. You do possess free will. Take a moment to determine what may need to change to accommodate your evolution. Start with a list of work life elements that currently bring you a sense of accomplishment and satisfaction — then compare with what you would have chosen 5 or 10 years ago. What changes do you see?

As the researchers observed: “History, it seems is always ending today”.

So instead, strive to embrace your ever-changing work life. A long and healthy career may center on our respect for how we might change over time.

How has your history evolved? How did you respond?

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Dr. Marla Gottschalk is an Industrial/Organizational Psychologist. She is the Director of Thought Leadership at Kilberry Leadership Advisors, Toronto.

Career, Leadership

The Good, Bad & the Ugly: What I’ve Learned From My Bosses

December 8, 2014January 4, 2019by Marla Gottschalk2 Comments

jason-rosewell-60014-unsplash — Photo by Jason Rosewell on Unsplash

One of former my bosses had a penchant for passive-aggressive behavior. I’m certain his role was a stressful one — that likely contributed to his demeanor. However, the cumulative effect of his behavior on the team, was far worse than any root cause. I was never sure if he despised me personally, or was plagued with extremely poor people skills. I’ll never know. I suppose it really doesn’t matter.

He had no business supervising my work — or anyone else for that matter. He was toxic.

I’ve also worked with the best of what bosses can be. I freely admit that I didn’t realize how great they really were, until reflecting upon my experiences. They made the role seem effortless. That’s how professionals are — they make a difficult task look incredibly easy.

Many of us have experienced a wide range of bosses. Some are well suited to supervising others. Some — well — the fit just wasn’t there. (At least, not at that moment in time.) Of course, we learn a thing or two from all of them, the good and the bad. Even the ugly.

In retrospect, here is what I saw:

Great bosses are transparent. Great bosses don’t hesitate to share what you have done right — and the situations that you might need to improve. This isn’t reserved for an end of the year review, it is ongoing and timely. They know when to hit you with the tough stuff — and when to back off. There is never a hidden agenda to contend with. They simply want to help you develop and succeed.
They don’t hover. A stretch assignment is a great opportunity to grow. The best of the best bosses know this. While on maternity leave, one of my supervisors allowed me to present a yearly customer research study to the Board of Directors. She never micro-managed, but guided my work, so that I was well prepared. This was very early in my career, and I never forgot how it felt to stand in front of that group. It was empowering. I thank her everyday for that.
They never leave anyone high and dry. The boss that I mentioned above, would leave us in the lurch to deal with well-known, extremely difficult clients, or unfinished work that ultimately required his approval. It was extremely stressful. Looking back, these situations could have been a relevant teaching moment for all of us. Instead they were a nightmare. He never sat down with us to discuss strategy, prepare us and offer advice. Shame on him.
They see you — beyond today. The most extraordinary thing about a great boss, is that they see what you have to offer — even if you may not. Their honed perspective allows them to see your bright future, even while you might be mired in today’s challenges. They continue to help drive you forward, even when you fail. That is a priceless gift.

Describe your best boss below. What did you learn from them?

Dr. Marla Gottschalk is an Industrial/Organizational Psychologist. She is the Director of Thought Leadership at Kilberry Leadership Advisors, Toronto and speaks to groups about making work what it should be.

Career

Utilizing Mindfulness to Tackle the Job Interview

November 13, 2014March 19, 2019by Marla Gottschalk3 Comments

max-van-den-oetelaar-646474-unsplash — Photo by Max van den Oetelaar on Unsplash

When we lose ourselves in a stressful moment — a workplace situation can quickly go from challenging to a potential disaster.

Job interviews are a common trigger of a host of powerful emotion-filled responses; anticipation, excitement, fear. If you’ve ever sat in the interview chair, you are acutely aware of the critical struggle to remain calm and focused. As much as we attempt to stay calm — our minds can race out of control — not unlike a runaway train.

“Managing yourself” through this stressful dynamic is key.

Could the practice of mindfulness help us through an interview?

Recent research tells us that yes, it can.

Tough workplace scenarios can cause our “fight of flight” response to kick in — and job interviews certainly qualify. Labeled an “Amygdala Hijacks”, by psychologist Daniel Goleman, these moments are characterized by neurological processes where our “rational brain” (Neo-cortex) becomes overpowered by our emotional brain. This renders places us in a weakened position to deal with these situations effectively.

Mindfulness — defined as “The psychological state where you focus on the events of the present moment” — allows us to observe the events of our lives from a safer distance, without necessarily reacting in that moment. One element, is the notion of equanimity, or “non-reactivity” to the events happening around us. Mindfulness tells us to pay attention and acknowledge both one’s inner experience and the outer world, without reacting.

Discussed at length concerning its impact on both our psychological and physical well-being (See here and here), mindfulness can help us remain balanced in many situations that might normally derail us. Interestingly, one recent study links mindfulness to effective workplace behavior. The research reveals that mindfulness may help with roles that require a series of decisions in quick succession, not unlike the multiple decisions/responses we face during a job interview. Managing our automatic responses, (such as becoming nervous or flustered) and re-focusing that energy toward staying composed is key.

How might mindfulness help us in a job interview? Above all, you want to accurately represent your skills and experience. Regrets concerning what you may have forgotten to mention, (or did mention and shouldn’t have) can prove critical. During an interview we can become overwhelmed and “lose our heads” so to speak — losing focus on the actual goals of the current conversation. (You might find yourself either rushing ahead or reviewing your last answer.) If you are unable to remain fully present, you may miss important conversational cues that will help you present yourself well.

We needn’t wait for your next interview to develop techniques to become more mindful. Weaving techniques into our every day lives can prove worthy.

Try these techniques:

Practice the art of “micro-meditation“. These are 1-3 minute periods of time to stop (perhaps when you feel most distracted) and breathe. While you are waiting for an interview to begin (seems these are always delayed), utilize the following acronym taught at Google: S.B.N.R.R. — Stop. Breathe. Notice. Reflect. Respond.
Tame the “inner voice”. Don’t let an inner monologue take over. (For many of us it is a panicked conversation.) Be aware of a “less than supportive” inner dialogue, that might rear it ugly head. Consciously interrupt it and replace it with a more positive message.
Refocus on your ultimate goal. Remind yourself of the purpose of the interview: to accurately portray yourself as a contributor. We all have triggers that cause us to lose focus and react with fear or anger. Monitor these (certain topics, etc.) and remind yourself to stay ahead of an emotional response pattern.
Breathe. While, we can’t halt the interview — we can silently “tap ourselves on the shoulder” to stay focused. When you feel your mind racing, mentally pause and “tap”. Collect yourself and return to the moment.
Bring along a mental list. Enter the interview with 3 or 4 critical points about yourself, that you want to leave with the interviewer. Use a reminder to circle back and inject these points into the conversation (try wearing your watch upside down or a green rubber band on your wrist).

How do you stay calm and focused during an interview? Share your strategies.

Dr. Marla Gottschalk is an Industrial/Organizational Psychologist. She is a Senior Consultant at Allied Talent. She is also serves as an Influencer at LinkedIn.