Navigating the Future: Top 5 Trends to Expect in 2024

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As we step into the promising realm of 2024, the world is poised for transformative changes across various domains. Technological advancements, societal shifts, and global challenges are shaping the landscape of the future. In this blog post, we’ll explore the top five trends that are likely to define and influence the year 2024.

The Rise of Sustainable Technology

One of the most significant trends to watch in 2024 is the accelerated adoption of sustainable technologies. With a growing awareness of climate change and environmental issues, industries are increasingly investing in eco-friendly solutions. From renewable energy sources like solar and wind power to electric vehicles and sustainable packaging, technology is playing a pivotal role in creating a greener and more sustainable future. Expect to see breakthroughs in clean energy, efficient waste management systems, and innovations that contribute to a circular economy.

The Evolution of Artificial Intelligence (AI) and Automation

AI and automation have been on an upward trajectory for several years, and 2024 will see these technologies reaching new heights. Intelligent automation, machine learning, and natural language processing will become more sophisticated, leading to increased efficiency across various industries.

From personalized customer experiences to streamlined business operations, AI will continue to transform the way we live and work. However, ethical considerations and responsible AI practices will also become crucial topics of discussion, ensuring that these technologies are deployed ethically and inclusively.

Digital Health Revolution

The global pandemic has accelerated the digitization of healthcare, and in 2024, we can expect a digital health revolution. Telemedicine, wearable health tech, and AI-driven diagnostics will become more prevalent, offering personalized and accessible healthcare solutions. Remote patient monitoring, virtual consultations, and health-focused apps will empower individuals to take control of their well-being. The integration of big data in healthcare will enable predictive analytics, leading to more effective disease prevention and early intervention strategies.

Decentralized Finance (DeFi) and Blockchain

Decentralized Finance (DeFi) and blockchain technologies are poised to disrupt traditional financial systems in 2024.

Blockchain’s transparent and secure nature will continue to gain traction in sectors beyond cryptocurrency, such as supply chain management, voting systems, and identity verification. DeFi, which leverages blockchain to recreate and improve upon traditional financial services, will provide more inclusive and accessible banking solutions. Expect innovations in decentralized exchanges, lending platforms, and new financial instruments that challenge the status quo.

Cultural Shifts in Remote Work and Flexible Work Arrangements

The way we work underwent a profound transformation during the pandemic, and in 2024, we will witness a continuation of this trend. Remote work and flexible work arrangements will become more ingrained in corporate cultures. Companies will focus on optimizing hybrid work models, leveraging advanced collaboration tools, and prioritizing employee well-being. The physical office space may undergo a reimagining, serving as collaborative hubs rather than mandatory daily destinations. This shift will impact not only how businesses operate but also the work-life balance and career expectations of individuals.

The year 2024 promises to be a dynamic and transformative period marked by advancements in technology, a heightened focus on sustainability, and a reshaping of societal norms. From the rise of sustainable technology to the evolution of AI, digital health, blockchain, and changes in work dynamics, these trends will shape the way we live and interact with the world around us. As we navigate through these transformative times, it’s essential to embrace innovation responsibly and ensure that progress benefits all of humanity. The future is exciting, and staying informed about these trends will help individuals and businesses adapt and thrive in the years to come.

Navigate your future towards stability, success in your career by joining our online Master’s and PhD. programme. Speak to one of our advisors to know more about the admission process, intake information and fee details.

Unveiling the Tapestry of 2023: Top 10 Highlights That Defined the Year

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As we bid farewell to 2023, it’s time to reflect on the myriad events and milestones that shaped the course of the year. From technological breakthroughs to cultural shifts, 2023 was a rollercoaster of innovation and transformation. In this blog, we’ll unveil the top 10 highlights that stood out and left an indelible mark on the fabric of 2023.

1. Quantum Computing Breakthroughs

In 2023, quantum computing made unprecedented progress, reaching the milestone of quantum supremacy. This achievement has far-reaching implications, promising solutions to intricate problems at speeds unimaginable with traditional computers, particularly in fields like cryptography, drug discovery, and climate modeling.

2. AI’s Influence in Healthcare

Artificial Intelligence continued its penetration into the healthcare sector, reshaping diagnostics, treatment strategies, and patient care. AI-driven tools showcased remarkable accuracy in early disease detection, personalized treatment plans, and overall healthcare enhancement.

3. Global Climate Accords

As climate change concerns reached a critical juncture, nations around the world came together in 2023 to forge ambitious global climate accords. Commitments to reduce carbon emissions, transition to renewable energy sources, and protect biodiversity marked a collective effort to address the urgent challenges posed by climate change.

4. Space Tourism Takes Off

The space race evolved into a new era in 2023, with commercial space tourism becoming a reality. Several private companies successfully launched missions, enabling civilians to partake in the adventure of space travel. This marked a significant stride in making space exploration more accessible to the public.

5. Metaverse Surge

The concept of the metaverse gained unprecedented traction in 2023. Major technology companies invested heavily in virtual reality (VR) and augmented reality (AR), creating immersive digital realms for work, socializing, and entertainment. The metaverse emerged as a hub for innovation and collaboration.

6. Advancements in Biotechnology

Biotechnology made groundbreaking strides in 2023, with advancements ranging from CRISPR-based gene editing to revolutionary treatments for previously incurable diseases. These breakthroughs raised ethical questions but also offered new hope for addressing genetic disorders and improving overall human health.

7. Shifts in Remote Work Culture

The way we work underwent a transformative shift in 2023. Remote work, once a necessity, became a preferred mode for many companies. This change not only impacted work culture but also influenced urban planning, as cities reimagined themselves to accommodate a more decentralized workforce.

8. Renewable Energy Dominance

Renewable energy continued its ascent in 2023, surpassing expectations in terms of efficiency and affordability. Solar and wind power, in particular, became dominant sources of energy globally, contributing to a significant reduction in reliance on fossil fuels.

9. Tech Ethics and Regulation Focus

Amid rapid technological advancements, there was an increased emphasis on ethical considerations and regulatory frameworks in 2023. Governments and tech companies collaborated to establish guidelines for responsible AI use, data privacy, and digital security, ensuring a balanced approach to the benefits of technology.

10. Global Health Resilience

The lessons learned from the COVID-19 pandemic led to unprecedented collaboration in global health in 2023. This resulted in more robust health systems, improved vaccine distribution, and enhanced preparedness for future health crises.

Photo credit: Canva.com

As we conclude the narrative of 2023, these ten highlights underscore the innovation, adaptability, and collective endeavors of humanity. The year was characterized by a fusion of technological breakthroughs, societal transformations, and a shared commitment to addressing global challenges. These standout moments will undoubtedly shape the trajectory of the years to come.

Here’s wishing all our readers, from the management and staff of Robert Kennedy College, a very Happy New Year 2024! We hope to see you as one of our proud Master’s and PhD students at RKC. Find a programme suitable to you, talk live to one of our education advisors, and apply now!


   

   
   


   


   

Unlocking corporate success: Understanding the employee value proposition

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In today’s competitive job market, attracting and retaining top talent has become more challenging. Companies increasingly realise the importance of developing a strong Employee Value Proposition (EVP) to differentiate themselves and create an engaging and fulfilling work environment. In this blog post, we will delve into the concept of the Employee Value Proposition, explore its significance, and discuss how it can contribute to organisational success.

Defining Employee Value Proposition

The Employee Value Proposition (EVP) is the unique set of offerings and benefits an organisation provides its employees in exchange for their skills, capabilities, and commitment. It represents the value employees receive beyond their salaries, such as career development opportunities, work-life balance, company culture, rewards and recognition, and the overall employee experience.

In a highly competitive job market, a compelling EVP can be a powerful tool for attracting and recruiting high-quality candidates. Photo credit: Canva.com

Importance of EVP

A strong Employee Value Proposition (EVP) can have several positive effects for both employees and the organisation as a whole

  1. Attracting Top Talent: In a highly competitive job market, a compelling EVP can be a powerful tool for attracting and recruiting high-quality candidates. It communicates to potential employees why they should choose your organisation over others, emphasising its unique advantages and opportunities.
  2. Increase Employee Engagement: An effective EVP can significantly enhance employee engagement. Engaged employees are more productive, innovative, and dedicated to achieving the organisation’s goals. When employees feel their needs and aspirations are met, they are more likely to be committed, motivated, and enthusiastic about their work.
  3. Improve Retention Rates: A robust EVP can increase employee retention rates. A positive EVP can create a sense of loyalty and commitment among employees, reducing turnover and the costs associated with recruitment and onboarding. Employees who feel valued and fulfilled in their roles are less likely to seek opportunities elsewhere.
  4. Enhance Employer Brand: A strong EVP builds a positive employer brand. It establishes a reputation as an organisation that values its employees, invests in their development, and provides a supportive and fulfilling work environment. A positive employer brand attracts top talent, enhances the organisation’s image, and can lead to increased customer loyalty and positive brand perception.
  5. Boost Productivity and Performance: Employees who feel valued and supported are likelier to go the extra mile and perform at their best. A strong EVP creates a sense of purpose and satisfaction in their work, leading to increased productivity and higher-quality output. Engaged and motivated employees are also more likely to seek opportunities for growth and improvement, driving overall performance levels within the organisation.
  6. Support Organisational Goals: An EVP aligned with the organisation’s mission, values, and strategic objectives can drive employee behaviours that support those goals. When employees feel a strong connection between their work and the organisation’s purpose, they are more likely to work towards achieving its vision and contributing to its success.
  7. Foster Innovation and Creativity: A positive EVP encourages an environment that fosters innovation and creativity. Employees who feel supported and empowered are likelier to contribute new ideas, take calculated risks, and challenge the status quo. A strong EVP creates a culture that values and rewards innovation, leading to increased competitiveness and adaptability in the marketplace.
  8. Enhance Employee Well-being and Satisfaction: A robust EVP addresses the holistic well-being of employees, including their physical, mental, and emotional health. Organisations can enhance employee satisfaction and overall well-being by offering benefits, resources, and support programs that promote work-life balance, employee wellness, and a positive work environment.
  9. Competitive Advantage: A well-crafted EVP can give your organisation a competitive edge by differentiating it from competitors. It helps create a distinct employer brand and establishes your organisation as an employer of choice.
A strong EVP creates a sense of purpose and satisfaction in their work, leading to increased productivity and higher-quality output. Photo credit: Canva.com

Components of a Strong EVP

To enhance the Employee Value Proposition (EVP) and provide a compelling offering to employees, organisations can consider implementing the following elements:

  1. Competitive Compensation: Offer fair and competitive salaries that align with industry standards and reflect the value employees bring to the organisation. Additionally, consider performance-based bonuses, profit-sharing, or stock options to incentivise and reward outstanding contributions.
  2. Comprehensive Benefits: Provide a comprehensive benefits package that includes health insurance, retirement plans, and other perks like wellness programs, gym memberships, or flexible spending accounts. Tailor the benefits to meet the diverse needs of your employees.
  3. Career Development Opportunities: Invest in employee growth and development by offering training programs, mentorship opportunities, and career advancement paths. Provide resources for continuous learning, certifications, and skill-building to empower employees to reach their full potential.
  4. Work-Life Balance: Promote work-life balance by offering flexible work arrangements, such as remote work options, flexible schedules, or compressed workweeks. Encourage employees to take vacation time and provide policies that support parental leave, caregiving support, and personal time off.
  5. Positive Company Culture: Foster a positive and inclusive company culture that values diversity, collaboration, and respect. Create opportunities for social engagement, team-building activities, and employee resource groups. Encourage open communication and transparency throughout the organisation.
  6. Recognition and Rewards: Implement a robust recognition program that acknowledges and rewards outstanding employee performance and achievements. Celebrate milestones and successes publicly to boost morale and motivation. Provide regular feedback and constructive evaluations to help employees grow and improve.
  7. Meaningful Work: Ensure employees find their work meaningful and aligned with their passions and skills. Offer autonomy and empower employees to take ownership of their work. Provide opportunities for employees to work on challenging projects, contribute to the company’s mission, and make a real impact.
  8. Supportive Leadership: Develop strong leadership that is accessible, supportive, and encourages employee growth and development. Create opportunities for regular check-ins, mentorship, and feedback sessions to foster a positive relationship between managers and employees.
  9. Work Environment and Facilities: Provide a comfortable and well-equipped work environment that supports productivity and well-being. Consider providing amenities like on-site cafeterias, fitness centers, or relaxation areas. Offer modern office spaces, ergonomic furniture, and state-of-the-art technology.
  10. Employee Engagement Programs: Develop employee engagement initiatives, such as employee recognition programs, team-building events, volunteering opportunities, or employee resource groups. Encourage cross-functional collaboration and create a sense of community within the organisation.
Provide regular feedback and constructive evaluations to help employees grow and improve. Photo credit: Canva.com

Building an Effective EVP

  1. Understand Your Target Audience: Conduct research to understand your target talent pool’s needs, expectations, and aspirations. Tailor your EVP to address their specific desires and motivations.
  2. Assess and Align Internal Practices: Evaluate your current practices, policies, and company culture to identify improvement areas. Ensure your EVP aligns with your organisation’s mission, values, and strategic goals.
  3. Communicate Consistently: Develop clear and compelling messaging to communicate your EVP to current and potential employees. Leverage multiple channels, such as your company website, social media, and recruitment campaigns, to consistently promote and reinforce your EVP.
  4. Measure and Evolve: Regularly evaluate the effectiveness of your EVP through surveys, feedback mechanisms, and employee retention metrics. Adapt and refine your EVP based on the feedback to ensure its continued relevance and impact.
An effective Employee Value Proposition (EVP) is a powerful tool to help organisations create a compelling employer brand. Photo credit: Unsplash.com

In today’s talent-driven landscape, organisations must go beyond offering competitive salaries to attract and retain top talent. An effective Employee Value Proposition (EVP) is a powerful tool to help organisations create a compelling employer brand and enhance employee satisfaction and engagement. It is essential to tailor the EVP to meet your employees’ specific needs and aspirations. Regularly seek feedback, conduct surveys, and engage in open dialogue to understand what matters most to them and continuously refine your offerings. By providing a compelling EVP, organisations can attract and retain top talent, enhance employee satisfaction, and drive overall success.

#DILO (A day in the life of) a master’s student at RKC – Vernon W

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Here’s presenting another gem of our #dilo -a day in the life of RKC student series. We asked some of our past and current students to share their thoughts and opinions and give feedback on how they handled the challenges of online learning.

There is no better way to learn from those who came before and see if what worked for them will help you become a better student! Hopefully, this will help you to make an informed decision.

An Introduction

Who are you, really?

I am an entrepreneur in charge of a couple of SMEs in the Caribbean. I had to delay embarking on the ‘MBA journey’ as for many years I would work up to 16 hours/day. But alas, MBA was always one of by 2020 ‘Things to do’ so I embarked on the journey mainly because of this reason. A plan must be executed.

Which programme did you choose and why?

MBA Leadership & Sustainability.

The Study Plan

How did you plan to study each module, and what was the reality? How many hours did/do you have to put in each day/or in a week?

Prior to MBA, I read widely on many subject areas, so that helped me while studying. Unfortunately, notwithstanding all my good plans at the beginning of each module, most times I would get started late. In reality, I must run two companies first – then study. I try to put in 3 hours, 3 times per week. Sometimes I get in as much as a full day – usually because I was behind and had to catch up.

What part of the day did/do you find most suitable to study? (e.g. early mornings, lunch break, evenings, weekends?)  

I study better at quiet times such as evenings and weekends would work best for me. This means I have to spend a lot of time planning ahead to reduce competing personal and business priorities. Most of the time when I settle down to study, I made sure I have little or no distractions.

How much time did you devote to each assignment?  

Usually, I use less than the recommended time. If the recommended time for preparation is say, 2 weeks, I have to get it done in half the time. This means reading all the recommended material and external material. As I said, I really try to read widely.

Photo credit: Canva.com

Travelling and Communication  

How did travelling impact your ability to study?  

Little or none at all. Prior to MBA I advised my associates that I did not wish to travel much until MBA is completed and so far so good. I do not do a lot of local travelling.

How were you able to interact with peers and/or professors given the time differences?  

For my business, I use a suitable app communicate with multiple people in different time zones. I simply added Zurich to the list. Not much trouble there and the time stamp on the study portal helps.

A typical day as a master’s student  

What does a typical day as an Online Masters’ student look like for you?  

A full day of work and then some studies. Some days I get in up to say 1 hour during the work day (his happens say once or twice weekly). During this time, I participate in the learning forum. The forum is a healthy place to learn other perspectives so I go back to read other students’ posts whenever I miss them. These are very important – similar to being in a physical class room.

At the end of the day, I try to put in more time before heading home, and if unsuccessful, try to make up before heading off to sleep.

Photo credit: Canva.com

Any advice?  

Any advice you have for students to better plan their studies.  

Yes. I do not think I am a poster student for giving advice to students on this topic as I am working daily to improve my own scheduling. I think my present mode is at about 70% and based on grades thus far it is clear to me that all I have to do is get some more time in. Students (and myself) could:

1. Schedule time away from work as is required. In the end, an MBA is an investment and ‘time’ is money.

2. If possible, have discourse (outside of the forum) with someone on the subject area – including via video conferencing. Great if its another student. This is also good for long-term collaboration and networking.

3. If you were pursuing MBA in a physical lecture setting, travel time, traffic and other factors would have ensured more time is spend pursuing MBA – even if some are wasted on transportation. So, while studying online result in less CO2, be careful it does not necessarily also result in less time studying.

Enjoy the benefits of this mode of study, but remember, its an investment of time and money and the returns can make a big difference in your life (and your family’s).

I hope this blog has answered some of your questions, and please watch this place for similar blogs. So, if you have been thinking about doing a master’s degree and now understand how to study better for an online programme, look at our programmes and see if anything interests you.

You can also chat LIVE on WhatsApp with one of our Education Advisors for more information on all the programmes we offer, the application process, and answers to any questions you may have.

Advance your career with a master’s degree in the modern job market. Here are FIVE reasons you should study for a master’s in 2023!

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Today’s job market is highly competitive and challenging. To prove your metal, one has to exhibit why you outshine in the crowd of thousands of job applicants. Higher education has increasingly become necessary for anyone seeking career advancement. And in today’s dynamic environment, just a bachelor’s degree may not suffice to get the top jobs. A master’s degree in your specialization will help expand your knowledge base and experience required to make your next career move or get the promotion.

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The benefit of a master’s degree to you in 2023

Everyone has their reasons to pursue a master’s programme. Here are some popular ones:

1. Shield against recession and job cuts

Once you equip yourself with master’s degree knowledge and skills, you level yourself above the rest of the employees. The employer will choose the employees who are better qualified and experienced should the situation of job cuts arises. One can better their chances of sustaining their jobs and ensure job security by creating value for the company.

One can better their chances of sustaining their jobs and ensure job security by creating value for the company.

2. Building a vast professional network

While studying for a master’s, one of the benefits is that you get to interact with like-minded professionals. One gets to know people from different cultures, intellects, and business acumen from across the world. The connections you make are made from the standpoint of mutual learning and growth, which usually are impossible to make at the workplace due to competition and professional jealousy. These connections last forever. 

3. Potential of earning a higher salary package

Depending on your field – a master’s degree usually means the potential of earning a higher compensation package. Being a master’s degree graduate, you can negotiate your pay package on your terms. Employers recognise the value you bring to the table and are willing to offer compensation dollars ($$) accordingly.

4. Better probability of promotions

Having a master’s degree betters your chances for that promotion at work by raising your bar to the top candidates running in the competition. So, if you are aware of any arising opportunity for promotions at your workplace in 2023, start your application for a master’s degree now.

5. Advanced knowledge

You maybe are the head of the department running the show for the company in sales, finance, supply chain, marketing, commercial law or artificial intelligence. One feels the need for new ideas to run a business efficiently and increase profitability by implementing new/better business processes. Beyond a point, one needs to learn management and leadership skills to be a better manager and effective leader. Such knowledge can be acquired by furthering your horizon with a master’s degree.

I can extend another reason for you to start a master’s programme in 2023 with the special fee promotion. You can now join a master’s programme with a deposit of just 500 CHF. Also, benefit from discounts up to 2,100 CHF. You can connect with our education advisors on WhatsApp for a live chat to learn about the application process for intakes starting in January 2023.

What is your reason for starting a master’s in 2023? Share in the comment section below, and get started with the next steps now!

Education Leadership – It’s all about learning

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Education serves as the foundation block of human society. It is a dynamic process, and education can be received from a variety of institutions all over the world. Education has seen numerous changes through the centuries and is an ever-evolving field constantly facing new challenges. Educational institutions aim at providing structured learning to develop knowledge and skills along with the holistic balance for overall growth, enabling the individual to lead a successful life. Various institutions operate to provide age-appropriate education to kids and adults.

Who is an education leader?

A leader in education is one that other educators look up to for guidance, direction, and example. An educational leader serves as a guide in an organizational setting. They operate either as sole leaders or as a team of education administrators. An education leader plays a pivotal role in determining the reputation and climate of the school. Learning communities function and thrive under the direction and vision of their leader.

What common traits make a successful (and influential) leader?

Unlike management leaders, the challenges that education leaders face are unique and diverse. There is no other industry with such constant learning as the education industry.

“Leadership is the capacity to translate vision into reality”

Education leader creates opportunities, supports processes and empowers educators. Here are some of the typical traits found in an inspirational, educational leader:

  1. An education leader is a lifelong learner
  2. An innovator, has vision and is a planner
  3. Expert in utilizing data and resources
  4. Leads by example
  5. They create collaborative, inclusive learning environments
  6. High emotional quotient and critical decision maker
  7. Has a positive and can-do attitude
  8. Excellent communicator and problem solver
  9. Empowers educators and promotes the development of leadership skills 
  10. Pivotal in community building and transpiring the values, philosophy, and ethos of the educational institution through the community

The list above is not exhaustive. 21st-century leaders operate in complex environments and are expected to be active facilitators of change.

“Change is an opportunity to do something amazing”

Education leaders must possess an in-depth understanding and knowledge of the communities’ learning requirements. In a heavily media-saturated society, the dynamism and rapidly changing education requirements are unpredictable. Still, education leaders are responsible for preparing learners for the future. Effective leaders tend to develop learning strategies focusing on the future while analyzing current education trends.

What leadership models are valid in education?

While various leadership models are adapted from the business world to the educational, theories and models regarding the role and function of education leaders have been reformed and remodelled to echo the change over time.

Here are a few of the leadership models applicable to the education sector:

Transactional leadership

Transactional leadership centres around rewards and punishments and these are made very clear from the beginning with straightforward job descriptions and expectations. The leader allocates work, and the subordinate is solely responsible for it.

Transformational leadership

This form of leadership allows dreams to take shape. A transformational leader develops a vision and implements it while taking care of their employees and giving them ample opportunity to succeed.

Servant Leadership

The servant leader puts the interest and needs of others first. The leader would share power, delegate, improve, and work for the benefit of the less privileged.

Laissez-faire Leadership

This leader’s involvement in decision-making is minimal because they allow people to make their own decisions. For this leadership style to be successful, the employees must have integrity and be self-driven.

Take a look at our list of 100% online master’s degree programmes and see if we have anything you are interested in doing.

You can also chat LIVE on WhatsApp with one of our Education Advisors for more information on the programme that is right for you, the application process, and details on discounts we might be offering at this time.

5 reasons you feel stuck in your career

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From early childhood, we start idolising people – our parents, grandparents, teachers, aunts and uncles, pop stars, a pilot, cops or firefighters. As soon as we are old enough to understand what each person around us does for a living, we start either liking or disliking it. Subconsciously, our minds begin making choices about which ‘profession’ we would like to venture into and which we dislike. We are also groomed (or maybe forced in some cases) to choose a career path that is traditionally high paying and secure.

But eventually, I guess we all choose something that we like doing or that we are good at.

I know I could just end the blog here and say ‘happily ever after’ went our careers. But sometimes, no matter how wisely we choose a career or job for ourselves, there may arise a standpoint when you start feeling stuck in that job. In simple words, feeling stuck in a situation where you seem not to be able to leave your present job but feel highly dissatisfied with work. The same mundane tasks you have mastered over the years do not offer any more learning or excitement, and you do not look forward to going to work.

While there can be numerous reasons why you may be feeling stuck at work, in my opinion, here are the top 5 reasons that might resonate with you:

1. Accepting a job role without understanding it entirely

At the time, you may have felt this job role was appropriate for you, something you always dreamt of doing. But eventually, you realise the position is much more or much less than you expected. The role does not fit like a glove but, in actuality, feels like a noose.

2.  $$$$ ruled

Photo credit: Unsplash.com

When you signed on for the job, it offered a lucrative signing bonus with stock options and an unbelievable year-end bonus! It was too good to be true, and it was irresistible. It’s only when you started the job and over time that you realised the downside of all the ‘extra’ money you received. You might not feel that the money is not worth the time and effort you must put in. The work-life balance has only become a topic for discussion as you have not experienced a day without stress and pressure at work.

3. Outdated skillset

Photo credit:Canva.com

Many people will agree that they achieve job satisfaction from not just the salaries and bonuses they receive, but greater satisfaction is realised when they see their meaningful contributions resulting in higher profits, efficiency, or global expansions. A continuous learning curve is a high point for many people to feel happy in their careers. If this is lacking and you think your skills are becoming redundant, dissatisfaction starts sinking in. You may feel worthless and lose confidence eventually in your skillset.

4. Not enough recognition at work

This is another factor that makes you feel stuck at work. Your work is not recognised, and your boss has been fending the next promotion and increment questions you have been asking for. Even after mastering the work and putting in time and effort, your job does not seem rewarding anymore.

5. Fear factor

Photo credit: Canva.com

Change is not everyone’s cup of tea. Everyone is afraid of the unknown. Stagnation happens when you are fearful of making a move. You may be applying for a new job, but inside, you know you are stuck in the current job and unable to move. Not receiving any favourable response from job search also reinstates the lingering fear.

Our career is one of the most important aspects of our lives. Most of us spend the majority of our time, say 8-10 hours, at our jobs out of the 24 hours. You can follow a few simple steps to overcome this situation of feeling stuck at work. Stay tuned and check out this space for my next blog, five easy steps to break free and get unstuck in your career!

Art of overcoming writer’s block – 5 easy ways to conquer the fear of writing assignments 

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Have you ever encountered writer’s block? Ever felt evasive when it comes to academic writing? Or procrastinate until the last-minute submission deadline?  

Do not worry. You are not alone. I have encountered writer’s block more often than I thought I would.  

What are the main reasons one feels anxiety about academic writing or writing in general?  

There could be several reasons for fear and anxiety. Here are some of the common causes:  

1. I am not a good writer 

This, hands down is one of the foremost causes of anxiety about writing. Not having confidence or faith in one’s writing skills can have a long-standing effect on a person. Having writer’s block could be misunderstood as the inadequacy of flair of writing. Sometimes we tend to compare ourselves with our fellow students or colleagues who seem very natural and good at writing. One may believe that no matter how much effort and hard work they put in, they can never attain perfection or good scores for the assignment.  

  • Photo credit: canva.com

2. Writing is not my cup of tea  

It is expected that one refrain from practising things that we do not excel in or require additional effort. Writing may seem outwardly difficult (maybe impossible) and thus a time-consuming task. It can be challenging to stay motivated when an assigned task seems difficult!  

Photo credit: Canva.com

3. Language resistance  

You will inadvertently feel uncomfortable writing in English if English isn’t your native language. One may not have adequate vocabulary built to express their ideas and thought processes.  

4. Lack of time  

We are all busy multi-tasking and juggling work, family, and studies simultaneously. There is always stress and fear if you will be able to finish and submit the assignments on time. And the situation could get worse if you are a procrastinator (like me…) who would always run out of time on assignments.  

Do you run out of time on submitting assignments? Photo credit: Canva.com

5. I lack knowledge 

There are high chances that you experience writer’s block if you are not well versed with the topic of the assignment or do not have a clear understanding. You will feel the pressure of necessity of correctness and formality inhibiting. You may seem lost trying to figure out where to start writing, lack original ideas and fear critical judgement if quality work is not delivered.  

While it may seem to be a grave issue, there are simple ways with which one can conquer the fear and anxiety of writing.   

Here are 5 simple ways:  

1. Follow 3 R’s of writing  

For effective writing, the first and foremost step is to follow the 3 R’s – Read, Research, Reread. When submitting assignments, one needs to be a pro on the topic. Knowledge is power. Read as much as you can from different sources. The more you research and read, the easier it will be to present your thoughts and ideas on the assignment topic. Visit various resources to solidify your thoughts before starting.  

2. Mind-mapping  

Once armed with the power of knowledge, practice mind-mapping. Start writing down ideas, create an outline and write bullet points. If you are more of a visual’s person, draw a flowchart of your ideas right from the introduction to the conclusion of the assignment. And then proceed to elaborate your thoughts on each of the points.  

Photo credit: Canva.com

3. Start early  

Never add another stress point to an existing stress mix. If you feel you run out of time, always give yourself leeway and start well in advance of the assignment submission deadline. This will provide you with more time to read and research and brew your ideas.  

4. Practice makes perfect  

To overcome one’s fear, sometimes the best remedy is to face it head-on. Practice your writing on other subject related ideas and get in the habit of formulating and practising presentations. In due course, you will feel comfortable and develop positive writing experiences.  

5. Just start!  

Turn away from any distractions that are stopping you from accomplishing your goal. Simply start writing, no matter what and get yourself started on writing. When you achieve this first step, congratulate yourself and jump to the next step.  

I hope these easy five ways will help you overcome writer’s block. I know there are many other methods that might work or have worked better for you. Which method did you use?  Share some of the tips in the comments section below. 

The Subtle Art of Saying No

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Ever wondered why we tend to say “yes” to people when we really don’t want to? Blame it on human psychology or human beings being social animals. We find it extremely difficult to say no to anyone.  

We adore attention and feel gratified when others admire us, trust and look up to us. But when this takes the form of constant requests and more work for yourself, you detest being the go-to person. People want to say yes because they are afraid, afraid to disappoint others. We feel personally responsible for letting others down if we decline their proposition or their request for help. During these troubled times, with businesses being in jeopardy, everyone is overwhelmed, constantly working, and juggling work and relationships. Everyone is over-extended, and it is not the best soil to grow ideas or make sound business decisions.  

Are you saying a “good yes” or a “bad yes”?

What begins as an intent to help becomes a bad “yes” – simply because you do not have the productive capacity or knowledge to complete the task. Such a “yes” is bound for failure. When there is so much asking around in an organisation and collaborative overload, one should focus on moving to good yesses and good nos to avoid failures.  

How to say No?  

You have decided that you are going to turn down someone’s request to undertake a task. Now comes the even more difficult part: actually saying “no”! How do you effectively communicate your decision?  

Begin with a positive statement by appreciating the opportunity extended your way, that you were considered worthy enough to do justice to the job. But present your “but” in a way that shows you have carefully considered the proposition and convey the “why” of your decision. Let them realise that you did not decide to say no lightly, that the “no” was not because you are lazy, un-zealous to learn, or simply being difficult.  

Saying no can be an onerous process but trust me, it will prove to be more productive for yourself and the business. Base your decision on this checklist:  

1.    Do not let fear decide  

If you fear that saying “no” will stress your work relationship, remember that saying “yes” when you cannot deliver the results will stress you and the relationship even more. If the working relationship turns sour just because you said “no”, then it was never meant to be. Let it go.  

A decision taken under duress leads to stress on oneself and on work relationships

2.    Evaluate the proposition  

I know from personal experience when we are new to an organisation or a job, we are eager to learn because knowledge is power. Gain that power but keeping in view the quality you are gaining. Ask yourself what ‘value addition’ can you get from this task. Ask questions such as why, when, and what is needed for the task. Doing due diligence on someone’s request is respecting them and yourself.  

3.   Remember what you want to be known for  

What may seem like an opportunity to learn for you could become an opportunity for others to learn a thing or two about you. When you say “no”, back it up with legitimate and fair reasons, tell them why the proposition is not worth your time or effort or simply that you do not have that kind of time to invest in this project. You already have enough on your plate. When the other person: your boss, your client, your colleague, hears your side of the story, they will understand your situation, and you will become known for your work ethics and values. You will be known for authenticity and for being a good decision-maker. Everyone will respect your decision when you say “no” the next time because they will know there is a genuine reason behind it, and it’s just not a lack of interest or laziness involved. They will even bring better propositions to you that you will find difficult to turn down. They will try to please you and not the other way round.  

When you say “yes” to someone’s request, you commit to executing and delivering results.

4.    Deliver results  

The only consideration that should drive your professional decisions should be results. When you say “yes” to someone’s request, you commit to executing and delivering results. You do not want to be in a position where you realise later that either you cannot, are not allowed to, or should not do so. Do not bite more than you can chew. Do not be hard on yourself thinking that you are being difficult. Convey that you are making a good business decision.  

5.    Provide options  

While it is not easy to say “no” to someone who had high hopes on your saying “yes” and was relying on you for completing the task, remember that people come to you because you are a problem-solver and are resourceful. If you cannot do the job yourself, give them other options on how to complete the job or provide solutions to resolve the issue. It will save your time and help build trust with team members that learnt something valuable when they approached you.   

You can also choose to defer the project instead of completely shutting it down. Offer them a plan where you can join the team at a later stage and be more valuable once the project’s gone past its conception stage.   

6.    Don’t be afraid to say the ‘C’ word  

The majority of the time, bosses try to use influence to get things done. Little do they realise that when they use power, they lose influence.  

Photo credit: Canva.com

Every employer has a budget, and the more he can get done without expending his budget, the better (the lesser the merrier, in this case). This is one of the most frustrating and de-motivating situations when you are asked to deliver more results and but are not “C”ompensated for that extra work. You might say “yes” to the extra load now and then, just to be nice or on the pretext of learning something new, or simply because the boss asked you to do so, but this will eventually burn you out. Be firm to tell the work is simply beyond your pay scale and justifies an extra dollar or two.  

It is a misconception that you must be a “Yes Man” or a “Yes Woman” to be successful and boost your career. Remember Jim Carrey’s movie – Yes Man? The film is a classic story where the protagonist is encouraged and made to promise to answer “Yes!” to every opportunity, request, or invitation that presents itself. After a series of interesting events in his life, he realises that the covenant was merely a starting point to open his mind to other possibilities, not to permanently take away his ability to say no if he needed to.  

So, are you the go-to person at your workplace? Do you always end up saying yes? How do you strategically say no? 

The new age leader – a coach and a mentor

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We live in a world of flux – a world where change is the only thing constant.  

I remember when I was a kid, my father would tell me about his job and the management style at his office. He worked in a semi-government organization where hierarchy and command-and-control leadership dominated. A more technically qualified and experienced leader would lead a team or a department and evaluate each team members’ performance against a pre-set benchmark. Little or no importance was laid on developing the skill-sets of employees or encouraging innovation.  

Fast forward 20 years, the leadership styles shifted dramatically. The existing (ancient, in my opinion…) management styles were not sustainable and organizations begged for a radical transformation; transformations that would inculcate new energy, ideas, motivation, commitment, and innovation. 

Leaders are expected to step up and assume the role of a coach and a mentor

Types of coaching styles 

Coaches come from a variety of backgrounds. Having a consultant coach from outside the organization could be helpful for developing specific skills or as a one-off motivational camp. A modern learning organization would invest in a coaching style appropriate to the needs of the company. Keeping in view the long-term goals, the leaders within the company are expected to step up and fulfil the need of the hour – the need to assume the role of a coach and a mentor.  

The leader may adopt one of the many leadership styles, with some of the most popular being: 

  1. Democratic: This style as the name suggests, encourages the general principles of democracy and takes into consideration the opinions, ideas, and interests of the people involved.  
  1. Laissez-Faire: This style is the minimum leadership style when the team members operate at their maximum efficiency and vigor and do not require any supervision or direction.  This is generally seen as inefficient, and depends largely on the ability of the teams to self-manage and self-regulate. Not recommended.
  1. Directive: Quite contrary to the Laissez-Faire coaching style, directive leadership requires the leader to ‘tell’ people what is expected of them, assign necessary resources for successful completion of their job, and convey the expected results as well.  
  1. Holistic: No organization today operates in isolation. Businesses are global and companies all over the world are taking wholesome decisions for the greater good. This leadership style recognizes the connection between leader, follower, and organisation, and focuses on a people-in-environment and developmental approach. 

Mentor or a Coach 

People usually use the term coaching and mentorship interchangeably. This is not correct. Mentoring is offering advice based on knowledge, expertise, and experience. Coaching, on the other hand, is inquiry-based. A little push with insightful questioning can spark a person to see themselves and the world differently and solve their own challenges. 

Mentoring is more formal and structured, where a mentor helps his mentee gain a broader and deeper perspective and understanding of the business (and life). A mentor, based on his own experiences, guides and channels mentees by illuminating the right path for them. It is, therefore, more directive in nature and could be related to a directive leadership style. Mentors offer exposure and connections to other functions and levels of the organization.

A coach supports, challenges, and encourages. A coach approach for leaders, on the other hand, uses very different techniques for developing people. The role involves asking and listening rather than knowing and telling. The coach empowers the employees, by making them fully capable of finding their own answers to their problems. Employees have more self-awareness and experience an increased performance.  

Now, this is easier said than done. While leaders may recognize the need to embrace the idea of coaching and mentoring their employees and subordinates, the flair does not come naturally to every leader. However, using right set of tools and resources, anyone can become a seasoned coach. 

Using right set of tools and resources, anyone can become a seasoned coach. 

Our MBA in Coaching, Mentoring, & Leadership programme creates opportunities for you to develop through practice a range of coaching and mentoring skills and techniques and enables the development of a critical understanding of issues related to the design and implementation of coaching and mentoring schemes. The programme is delivered in such a way that you are encouraged to utilise your professional and work-based context as a resource in which to practice and develop your skills in coaching and mentoring. Feel like you could benefit from this? You are not alone! Apply now to join our more than 150 students currently taking the programme!

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