6 secrets to telling your story in a way that lands you a job

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BY JUDITH HUMPHREY

Storytelling is essential—whether you’re trying to get a promotion, a new job, or simply make a lasting connection.

Everyone loves a story. Personal anecdotes bring people together and strengthen ties with your listeners. Whether you’re in a staff meeting, pitching to a client, or interviewing for a job, telling a story about yourself can create that magical bond with your audience.

But stories can go off the rails very easily, and you can end up boring (or even insulting) a new connection. For maximum impact, keep these six secrets of good storytelling in mind.

1. BE BRIEF

How many times have we heard a colleague share a story that goes on, and on, and on, with the speaker oblivious of the fact that they are rambling? Science tells us that talking about ourselves releases dopamine, the pleasure hormone. But that can be a dangerous drug.

Suppose you’re in a job interview and the recruiter says, “Tell me about a problem you solved.” You get excited and go on about every facet of the problem you solved. Five minutes later you’re still speaking—but now you’ve lost your audience (and job).

So, keep your narrative short. Don’t turn a short story into a long and winding verbal road. 

Habits don’t work for everyone. Here’s what to do instead

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By Stephanie Vozza

 

 

 

 

 

Habits can be a powerful tool for achieving goals and getting things done. Automatic and requiring little effort to implement, habits can help you yield the results you want, but only if you’re someone who is wired for disciplined living with a dependable schedule, says Michelle Segar, Ph.D., author of The Joy Choice.

Many of us are what Segar calls “unhabiters,” someone who juggles multiple roles and responsibilities and has a life that’s busy and unpredictable. Unhabiters need a more flexible approach to behavior change, which is why habits just don’t work.

“For decades, we’ve been taught we should be doing X, Y, and Z to form habits,” she says. “But few people talk about the limitations of habit formation for sustainable change outside of a controlled condition. Research doesn’t tend to include the full load of responsibilities that underlies successful habit formation and the ability of the habit to survive.”

Personalities, roles, and responsibilities come into play, says Segar. People who are successful with habits formation have strong willpower and are organized. They tend to stick to their plan even when they’re tempted to make impulsive choices because they are innately disciplined. And perhaps most importantly, they tend to have schedules that run according to plan without a lot of disruption. Continue reading →

How to teach your brain to reframe negative thoughts

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BY ART MARKMAN

 

Here are four kinds of negative thoughts you have probably entertained and what you can do to neutralize their damage.

 

 

A lot of articles talk about the downside of negative thoughts—including how they can shape our outlook, relationships, and potential for success.

But the problem with this general framing is that there are many kinds of negative thoughts. While many of them can cause problems, the best way to fix them depends on exactly what kinds of negative thoughts you’re having.

Here are four kinds of negative thoughts you have probably entertained and what you can do to neutralize their damage—and even make them work for you:

NEGATIVE THOUGHTS ABOUT YOURSELF

One of the most self-limiting kinds of thoughts involve negative self-talk. Often, you think about traits you have that you don’t like about yourself or reasons why you are not capable of achieving some goal.

Not only does this pattern of thoughts lead you to feel bad, it also reinforces a fixed mindset. The work of Carol Dweck and colleagues suggests that a fixed mindset involves believing that you have a finite degree of ability or talent in a particular area. When you label yourself with a set of traits, that tends to focus you on limitations that you ultimately believe you cannot change.

To change the internal conversation, you can acknowledge limitations you have, but focus on opportunities for improvement. Research on mindset suggests that when you adopt a growth mindset, focusing on ways you can learn to overcome challenges, you are more likely to be energized by difficult situations rather than being sapped by them.

Continue reading →

How to teach yourself to be more confident

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BY ART MARKMAN

 

If you frequently experience those pangs of regret over the actions you didn’t take, you very well might be under-confident.

Fundamentally, confidence is a belief that your knowledge is accurate, that your skills are up to the task, and that you can grow into whatever particular challenge is in front of you. There is a lot of value in having an appropriate level of confidence in situations you face. Being under-confident may lead you to shy away from taking on challenges that fall well within your expertise.

This article is aimed at people who are under-confident, either in general or in a particular area. If your level of confidence is appropriate for situations in general—or worse yet, if you tend to be overly confident—I don’t recommend trying to make yourself even more confident. Being over-confident is dangerous, because you may put yourself at social, physical, or financial risk when you take on something that your knowledge and skills cannot handle.

But there’s also a risk to being under-confident, which you may well be if you consistently pass on opportunities in the moment and later find that someone with less developed skills took on what you did not. When you frequently experience those pangs of regret over the actions you didn’t take, you are consistently being under-confident.

Here are three things you can do to help yourself accept more opportunities in the future. Agreeing to do something isn’t quite the same as feeling more confident about it, but once you take on a challenge and succeed at it, that will boost your confidence in the future.

Continue reading →

Succeeding with Hybrid Work: Focus on Five Cs

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by Marine Haas

 

 

 

Nano Tools for Leaders® — a collaboration between Wharton Executive Education and Wharton’s Center for Leadership and Change Management — are fast, effective tools that you can learn and start using in less than 15 minutes, with the potential to significantly impact your success.

The Goal

Understand and overcome the most common challenges of full-time work split between home and office.

Nano Tool

One thing is clear about the future of work: Hybrid work arrangements are becoming the norm for many organizations. And no matter the industry, the concerns involve the same five “C” challenges: communication, coordination, connection, creativity, and culture. If you’re struggling to manage a hybrid team or workforce, or your own hybrid work, start by understanding the five challenges, then use the action steps below to assess where you’re at and where to go from there. Continue reading →