Work at Home or Live at Work

I’ll be brief in my remarks today but wanted to draw your attention to the great work that the Diversity Institute at the Ted Rogers School of Business at Ryerson University (and their partners) is doing. Their latest report is entitled “Work at Home or Live at Work: The complexities of new working arrangements.”

This report focuses on the experience of working from home and workers who have had to continue going in to their place of employment. The report also focuses on the future or work now that alternative options have opened up. I encourage you to read through the report and would be interested to hear from you about your take away from the report. 

Before you go off to read the report, don’t forget that we are still offering our highly-validated “Working from Home” personalized assessment.

You will be redirected to the appropriate page on the Diversity Institute’s website.

The Working from Home Personalized Assessmenting

Get customized tips for Working from Home based on your unique behavioural style. 

This micro report is brief at 7 pages but very relevant to today’s working environment. 

The report will provide insight into:

  • Your primary communication style
  • Your remote working tips
  • How to best communicate with people whose primary communication styles fall into one of 8 categories.
It only takes 10 minutes to complete the questionnaire and your personalized report will arrive in your inbox instantly (so make sure you enter your correct email address when you sign on).

One more thing! Please share this link with your colleagues and friends. There is no obligation – this is our COVID gift to all.

Crystal Ball

Do You Know What Engages You?

So many people have uttered the words, “I wish I could work in a job that’s truly right for me.” Yet, very few people really know what their ideal job actually is. How can someone get a better understanding of what career is right for them so they can close the gap between working a job and fulfilling a passion? So, what do I need? A crystal ball?

Potential and Passion
Crystal Ball

According to a recent article by Jordan Devos for, Maslow determined that the greatest human desire is to reach our personal potential. “What a man can be, he must be.” This typically happens through personal growth and learning new things. 

In terms of the purpose of a project, personal potential is put into action when it aligns with a personal passion. Ikigai, a Japanese concept meaning “a reason for being,” states that passion consists of what you love and what you’re good at. Reaching your potential in an area that you enjoy can have a profound effect on you and your work. It can contribute to your personal happiness, inspire a team, or positively impact the lives of others. Whatever the contribution is, your passion and expertise have the opportunity to be at full capacity.

Finding Your Purpose

Most people can generally tell the difference between what makes them feel good and what does not. However, they don’t always understand why they feel that way. 

Assessments are a great way to uncover insights and find out the how, the what and the why behind the things we do on a regular basis. Until we truly know ourselves, we may simply be repeating the cycle of working one unsatisfying job after another.

Simon Sinek states, “Once you understand your WHY, you’ll be able to clearly articulate what makes you feel fulfilled and you’ll better understand what drives your behavior when you’re at your natural best.”

How do I Find My WHY?

Not with a crystal ball. Assessments help to uncover these answers – objectively. I like to use an assessment as the benchmark of your absolute True North. Using assessments effectively is a lot like putting together a puzzle. At first, you have a lot of pieces but you’re not quite sure what to do with them. As the puzzle starts to come together, it gets easier and easier to get to the finish line. Using multiple assessments together has the same effect. The more information you have about yourself, the easier it will be to find your purpose and either find a job that matches it or reshape your perspective in your current role.

If you’re one of my clients, you have likely already taken an assessment that uncovered your primary driving forces. If so, have you taken it to the next step  by identifying specific values words that support your primary driving forces? 

For those of you who haven’t yet used one of our assessments, please feel free to email me or DM me to request a complimentary report and debrief. 

Previous Posts

EX – Employee Experience

For decades organizations have been talking about employee engagement and it continues to be a bit of a vague concept. Yes, there are surveys that can act as a benchmark for subsequent surveys to measure progress.All too often organizations will launch a few initiatives in the hope that another hole might be plugged. 

Consider what it does for your perspective when we change the expression from employee engagement to employee experience (EX). There are a number of definitions of this term including this one from Forbes: “A set of perceptions that employees have about their experiences at work in response to their interactions with the organization.”

Although various organization-wide events throughout the year such as staff BBQs are often welcomed, these one-off events need to be part of the bigger picture. Employee engagement is the end goal which represents commitment to your organization and results in positive job performance and attainment of organizational results.

When does the EX begin? It begins during the hiring process and continues on every single day throughout an employee’s tenure with your organization. 

Think about your own employee experience or consider your team’s employee experience.

  1. What comes to mind? 
  2. As a leader, what is one thing you can do consistently to improve your team’s employee experience?

Happy Friday!

Coach Sophie Signature & Photo