This is not another post about time management!

Our behaviour at work is the result of the perceptions of the reality around us. For example,  the perceptions related to a particular work environment are different amongst the employees of the same organization. There are employees who find the work environment very enjoyable and other ones who hate it.

One important perception is the one related to “time”. Let’s start with a simple example. We usually feel that the time is flying while we’re doing something that we like. On the contrary, we have a completely different experience when we are part of something (task, project, activity) that does not stimulate us and/or does not boost our creativity. As a consequence,  it is difficult for a manager to interpret the individuals’ perception of time. Why? We interpret our roles/task/activities in a complete different ways.


However, the managerial role is not tricky as for what I am going to describe now. Specifically, what is the perception of time with respect to success or failure?

Well, the whole thing becomes even more complicated and less generalizable than what said about the interesting (or not) tasks . The reaction towards the time spent to a complete an activity can be positive if you have completed something quickly; however, it can be perceived also positive if you have finally completed a task after a lot of time; why? you feel relieved.


Moreover, how much time we dedicate to the celebration of success or thinking about failures? Again, another perception and interpretation which depends on personality, attitude and also the work environment.

Yes. lt is very complicated. There are cases, such as in sales departments, where the achievements ( for example new deals) are celebrated. But, as the group celebrates, what is the achiever thinking? Is that celebration perceived as enough? Or is it needed more time for an individual (personal) self-reflection?  

Yes. It is complicated.  Your perception of the time is simply a fundamental dimension of your relationship with your job.


Want to be interviewed? Pay attention to contact details!

While the competition in the job market increases, you can get your competitive advantage (or at least competing with same “weapons”) thanks to a better attention to details. As mentioned in another post of this blog, an example of how your chances could be increased or decreased is related to your will (or not) of creating a cover letter .

Diapositiva1You usually present your application through a CV which needs to be written in a clear and detailed manner ; specifically you have not to include only your job titles but also what are/were your responsibilities, tasks and biggest achievements. Till now, there is nothing new: surely you have heard or read these things thousands of times . One detail that is underestimated is related to how you present your contact details;  it often happens that the first contact with a recruiter is done via email or phone  and entering a single contact can lead to impossibility to being contacted. An example? a typo in your email address. So make sure that your email address is correct and please avoid to enter your corporate email …  Why? Imagine that you are presenting something to your boss and you get an email about the job position in another company . Nothing to add more.

What about the phone number? It is clearly true that companies look for their candidates, but obviously if you’re applying for a job it is because you are interested and want to be contacted. As mentioned for the email address, making mistakes can “kill” your application because the recruiter won’t be able to contact you. One of the most classic mistake? Do not specify the prefix of your country and if your number is landline or mobile. It seems a trivial conversation, but trust me that being able to be easily contacted (i.e add even Skype) increases your chance to take the job.

An additional detail in terms of positioning ; I would say to avoid email addresses like crazy82 or champion77  because they are nicknames:  creating an email address with your full name is free.

Suprise? your boss support is mandatory for your learning!

When it comes to first days in a new job, one of the thing that comes to mind is training.  Different types, in a more or less structured way aiming to attain a goal; technical proficiency, team building or process explanations are probably most common parts of onboarding systems. There are other organizations that instead of going on setting up structured training sessions, they plan their onboarding with training on the job through the support of colleagues. In this post, I’d like to underline an aspect that many times is forgotten; clearly I do not mean that what said before it is not true; but there is something more than that, clearly a common element for structured and unstructured training programs:  your boss’ support . Diapositiva1Your boss has to be considered as partner of the training process, because having effective training is fundamental for yourself in terms of goals achievement but also for your boss’ ones.  That’s why support of your boss is fundamental to translate what you learnt in something specific and concrete. Learning is process that usually is built in protected environments (i.e. lectures, offsite events ), but clearly you have to apply what learnt in real work. Without your boss support it is impossible to apply a learning from errors practice.

You can be replaced! but how?

It is often said that no one is indispensable in organizations; actually it’s very true, in theory. Why in theory? It is clear that we are all replaceable for example when there is a succession plan or we decide to leave and organizations go to market to fill the vacancy. Looking for a person with the same seniority that potentially has held a similar position, it takes time but it certainly is possible. As I said there is no doubt that with a strong plan of organizational management, all unexpected or planned vacancy are planned. Everything is possible if supported by excellent organizational processes.

Diapositiva1With the assumption that everyone can be replaced, but how is high risk of not matching replacement? The idea seems trivial, but since we are very different and have different career paths created in different organizations that are not the same, of course, there are considerable differences. Vacancy is replaced but not replicated; that is what actually happens. For this reason, organizations have to think about this aspect, since it is core to consider not only the skills set of replacement but aspects like personality, attitude and character and work ethic that are many times forgotten. Recruiting for skills, it is only a short term strategy.

Best wishes? Send applications only for specific roles

Among various Christmas greetings, there is usually hope of having the following year characterized by successes and satisfactions. As often said, our work qualifies and identifies us; therefore, our end of year feedback is definitely linked with our work and maybe with idea of changing it.  Staying away from work, so being cool and detached, allows to reason about what we are doing.

Diapositiva1This post is actually born in this sense: giving a little advice to professionals who are thinking to change job.  Among various actions there is usually idea of  growing  professional network; thus Linkedin is your place but it is not enough because it pays for long run. Traditional practice remains sending high number of applications through companies or career website.  The idea behind is that many more you send, more chances you will have to be selected. This is certainly true in the sense that if you knock many doors, you’ll find someone who will open…one day. Anyway statistics help until a point.  Actually it is not important how many CVs are you sending; I often hear  “I sent 40 CVs, but I did not hear from them”; are you really sure that for the 40 you’re qualified?  Please apply only for those positions that you match job requirements. Making tries, does not lead to any result in the short term. Surely I am person who always encourage to try, but with awareness. Applying also to roles which you are qualified, surely helps to decreases frustration due to several “not hired”.

Sharing responsibilities and pressures for newcomers

Diapositiva1A newcomer is defined as a person who has recently arrived or started participating in something; thus, it implies that an individual has to be a part of a project, feeling and living a new experience.

In many case a successful “on board process” is an effect of a strong support through the different phases of the steps in a new organization. Many times a newcomer, who is not confident and has not the mastery of the new environment, have to be followed by an insider (i.e. an expert manager as a mentor) or being part of a well structured process.  Why? Many studies showed that a shocking first experience in a new organization impacts on the future relationship (social, technical and psychological) between a person and the organization.

In comparison to a classical form of on board (called also organizational socialization), I think that could be really useful to socialize simultaneously  a group of newcomers, better if the group is composed by persons with a similar history (i.e. same age, same level of education). This approach could create a sharing/supporting environment in which this sort of team shares responsibilities and pressures through conversations. An assured result of this actions is decreasing uncertainty and being-alone feeling that, as I said before, are common consequences of joining an unknown context.