{"id":"5fd345396cee07000639bf45","slug":"number-upcycle-your-job-en","title":"#Upcycle Your Job","audio_url":"https://hls.blinkist.io/bibs/5fd345396cee07000639bf45/5fd3453a6cee07000639bf47-T1607681512.m4a?Expires=1656477732&Signature=E1OxlNtZ82AfU7W-~MzJF3hfmJ0tFr69QnhNcSnUrQIrFfJVswx0utBb83G7Z7hujjPEWMwQdo-Ts7ggewY0zJUKhHol90JUXpfqh9rweanwnqX~dtUL7PoKtA5ot-oyf8N2gZwl-CjmqonzOmcpUfQHCRoDMm56anYstz6wPw5ymB8hJNfjryVBoQZjPa~F4hvkW-r5Ou4wWSi~6B2ZWHf7Mi~aRX26ROPBb3cHEQGQf4PclWHMVSST49tZ3SdYqCjEH5MINIqsah9P6fXuEBQ3Swo6L7f87rbM~KUCbbI1tipBKLqNRrVsMrIIz6W5tELYKZFgcYgmYNTQU-OrKg__&Key-Pair-Id=APKAJXJM6BB7FFZXUB4A","chapters":[{"id":"5fd3453a6cee07000639bf47","title":"It’s up to you to manage your work-life balance.","text":"

These days, there’s no easy escape from work. If you’re reading this, then you have access to a smartphone or a computer – and that means you’re available. What’s more, your employer knows that you’re available. No matter where you are, no matter what you’re doing, you can be called, emailed, or pinged.

It’s an understatement to say the line between professional life and personal life has been blurred. For many workers, it’s been erased entirely.

In this environment, the ideal worker thrives. Usually men, these workers have the flexibility to prioritize their job above all else. But what about the rest of us? What about the people, especially mothers, who certainly care about work but have other priorities, too?

The key message here is: It’s up to you to manage your work-life balance.

Corporate culture makes life especially difficult for women. For starters, most women actually work two jobs: the nine-to-five for which they get paid, and a hidden “second shift” – all the unpaid housework that typically falls to them. For working mothers, it’s even more difficult. They often have to choose between professional ambition and parental obligation. Faced with such a choice, it’s tempting to heave a mighty sigh and take a career break – which usually means a cut in lifetime earnings.

So what about working part-time? Well, for many women, part-time ends up being the same workload crammed into fewer hours. A UK study done by Professor Clare Kelliher and Dr. Deirdre Anderson found that employees who opted for flexible hours actually experienced higher workloads. And while companies may be eager to implement work-life flexibility, there’s often insufficient guidance on how to do one’s work in less time.

Luckily, the traditional corporate paradigm is shifting. Employers are finally starting to admit that the old ways don’t work so well. But that doesn’t mean they’ll figure out your needs for you. To take advantage of this shift, you’ll need clarity about what you want to achieve, commitment to your vision, and courage to ask for what you need.

Expect to feel vulnerable as you step outside your comfort zone. But remember: by asking for the professional resources you need, you’re acting as a role model for generations of women to come.

"},{"id":"5fd3453a6cee07000639bf48","title":"The first step to upcycling your job is having a clear understanding of your work-life preferences.","text":"

There’s no simple formula for the ideal work-life balance. Everyone is different, and a solution that works for you may not work for someone else. You may want to separate your work life from your home life completely. Or you may be willing to integrate the two – sometimes working from the office, sometimes working from home.

Figuring out how you want to approach work will require a deep investigation of your values and desires. But it’ll be worth it. Because you can only upcycle your job once you have a clear understanding of your preferences – which is the first step of the PROPEL model.

The key message here is: The first step to upcycling your job is having a clear understanding of your work-life preferences.

If you prefer to separate work and family, consider which takes priority. You may find that becoming a mother has shifted your priorities – and taking this shift into account may require adjustments to your life. If you prefer to integrate, you should establish boundaries between work and family; don’t let office emails interrupt dinner, and don’t let your children distract you from client calls.

Usually, though, it’s the spillover from work that negatively affects our home life, not the other way around. Research indicates that it can lead to marital strife and psychological stress. So what is a good way to manage this boundary?

One way is to find boundary “corridors” to get out of work mode. After leaving the office, take some time to exercise, call a friend, or prepare dinner. Remember: this isn’t time slacking off, but rather an essential and restorative transition.

Last, we have to address the elephant in our pockets: our mobile devices. With these little machines going off all day long, most people find it difficult to disengage from work. And this kind of constant engagement contributes to a state of permanent stress.

One way to deal with this mini-elephant is to set up microboundaries. For instance, try separating your personal and work emails. Or turn off your notifications at certain times. Researchers at Carnegie Mellon University found that turning off notifications for even a day led to less distraction and greater productivity.

So where do you think the ideal work-life balance lies for you? And how well are you managing your boundaries? Whatever you decide, what’s most important is that you’ve chosen your own path rather than resentfully giving into the demands placed upon you. Ultimately, the ideal balance is struck when your personal growth is supported by both your work and your nonwork activities.

"},{"id":"5fd3453a6cee07000639bf49","title":"Make sure your roles are serving you – and don’t play too many at once.","text":"

Just like any actor worth their salt, you play multiple roles. At work, you’re the boss; at home, you’re Mom. At parties, you’re charming, but around your parents you can still be the bratty child. Over the course of your life, you’ll play many different roles, from child to parent, student to teacher. This is the second step of the PROPEL model – investigating your roles. Now, playing roles is inevitable. But you can always change the way you play them.

The key message here is: Make sure your roles are serving you – and don’t play too many at once.

According to psychologist Donald Super, each role is played in one of four theaters – the home, the community, at school, or in the office. Each theater acts as a cue for how to behave. In Super’s time, roles were limited to a single theater – you’d be a student in school, a partner at home, a worker in the office, and so on. These days, however, most of us have to play multiple roles in multiple theaters simultaneously – like the parent attending a Zoom meeting while balancing a toddler on her knee.

To keep track of all the roles you’re playing, consider using Super’s Life Career Rainbow. On this rainbow-shaped, rainbow-colored diagram, each color represents a single role – like spouse, parent, worker, and so on. So ask yourself: How many bands of color does your rainbow have? Or, in other words, how many roles are you playing at once? If your rainbow is very colorful, it’s a sure sign that you’re overburdened.

At the same time, modern psychologists point out that having multiple roles can offset stress in various parts of your life. For instance, if you’ve scored a major work success, you’re less likely to beat yourself up for overcooking the turkey. And petty office conflicts can easily be soothed by spending a loving night at home with your family.

So how do we upcycle a role that no longer serves us?

Start by taking a look at the roles you’re currently playing. Get clear on how they’re serving you and what you contribute to them. See which ones take up too much emotional energy and consider whether it’s possible to combine them with another to offset the burden. How would you like to play them instead?

"},{"id":"5fd3453a6cee07000639bf4a","title":"Secure a flexible schedule by showing how it will benefit your employer.","text":"

Let’s say you’ve taken stock of your roles, and it’s become clear that you’re attempting a performance you can’t sustain. You’re spread thin at home. You’re overwhelmed at work. You’re stressed every day. Something’s got to give.

At this point, it’s important to remember the third step in the PROPEL model – exploring your options.

One option might be adopting a flexible working schedule. But, in the corporate world, decisions are only approved if they benefit the company. So how can you convince your bosses that flexible working hours are not only good for you, but also good for them?

The key message here is: Secure a flexible schedule by showing how it will benefit your employer.

Sounds good, but how do you do that? First, mention that you want to be performing at your best. Perhaps the current arrangement leaves you too stressed to concentrate. Perhaps you’re even contemplating quitting. If flexibility ensures that you’ll do your best work, and also saves the company the hassle of replacing you, then they’ll be much more likely to agree.

But what if this doesn’t work? What if you give numerous practical reasons for why this switch would be good for the company, and your manager still resists? This may well happen. Flexible working hours carry a stigma. Many managers will think you’re not really committed to your career or that you don’t want to work as hard as everyone else.

However, with patience and a positive attitude, all these biases can be confronted and overcome. Perhaps you’ll have to talk to your manager more than once in order to convince her that the arrangement you want is also what’s best for the company. Don’t lose heart, and don’t lose patience. Rather, let the conversation unfold over a period of time.

When first broaching the subject with your supervisor, begin by asking about her experience with flexibility. Has she ever offered it to employees before? If so, how did it go? Also ask if she’s aware of other employees successfully managing a flexible schedule; perhaps one of these people can serve as a mentor for you or, at the very least, offer some advice.

If you do manage to attain a new flexible work schedule, remember that it’s important to be open about it. Oftentimes, women fear being judged as weak. However, by being open about your flexible working life, you not only combat stigma – you also provide guidance to other women in your company.

"},{"id":"5fd3453a6cee07000639bf4b","title":"Job crafting can help you expand the flexibility of your current role.","text":"

Let’s say a flexible schedule is not a possibility for you. Well, remember that working hours are not the only place to look for flexibility. There are always other possibilities. Realizing this is the fourth step in the PROPEL model.

What do these possibilities look like? Well, many companies evaluate job performance based on time spent working. But this is a bit silly. A much better metric is output produced. So the real secret to upcycling your job is figuring out how to organize your tasks for better balance and productivity.

So that’s one possibility. But how can you make it a reality? This is where job crafting comes in.

The key message here is: Job crafting can help you expand the flexibility of your current role.

What exactly is job crafting? In a nutshell, it refers to everything from the tasks you perform on a daily basis to the people you interact with – and even to the way you think about aspects of your job.

According to Yale researcher Amy Wrzesniewski, even tiny job adjustments can result in improved engagement and satisfaction. Job crafting isn’t a complete overhaul of your work practices. It’s a small-scale strategy that can have massive results, both for your career and for your employer. Researchers have found that job crafting makes your job more satisfying, which not only makes you more dedicated to the work, but also adds a higher sense of purpose.

So how can you get started? Begin by making a list of what you do at work, paying extra attention to the specialized skills and knowledge you possess. Separate out all the “little” tasks that don’t actually contribute to your goals, and ask whether they can be automated, delegated, or dispensed with altogether. Are there any tasks on your list that can be done more quickly or efficiently?

Writing in the Harvard Business Review, Julian Birkinshaw and Jordan Cohen found that ridding yourself of these “low value” tasks can free up nearly 20 percent of your day. They also point out that a lot of these tasks are actually pretty insignificant to both you and your employer – and can easily be dropped or delegated.

Job crafting is always a useful exercise, even for people who do work flexible hours. All too often, part-time employees end up driving themselves crazy by squeezing a full workweek into their limited hours. Instead of doing that, consider how you can work smarter, with better payoffs for your work-life balance. It is possible!

"},{"id":"5fd3453a6cee07000639bf4c","title":"To successfully upcycle your work-life balance and flexibility, you need to up your competency.","text":"

So you’ve reflected deeply on your ideal work-life balance. You’ve considered your necessary boundaries. You’ve negotiated for flexible hours. What now?

If you’re not sure, well, you’re not alone. While flexible work arrangements are on the rise, there hasn’t been a lot of training on how to use these hours effectively. You may have figured out precisely where you’d like to draw the boundaries between your work life and home life. But it’s not enough to understand why and where you need boundaries. You also need the competency to enforce them. And that means developing essential skills, which is the fifth step in the PROPEL model.

The key message here is: To successfully upcycle your work-life balance and flexibility, you need to up your competency.

To be good at your job, you’ve got to possess a mix of “knowledge, skill, behavior, and attitude” – the four qualities that, together, add up to competence. Being good at maintaining a healthy work-life balance is no different. It also requires an array of competencies, like good time-management skills and the ability to seek support. In fact, according to Dr. Almuth McDowall, an expert on the subject, such competencies are the foundation of that balance.

While all of this competency-building may sound daunting and scary, keep in mind that by choosing to upcycle your job, you’re acting as a role model and a leader to those around you. And so the next question is: What makes a good leader, and how can you start acting like one?

Well, according to Professor Stewart Friedman, developing a balanced leadership style means fostering three vital traits: authenticity, integrity, and creativity. Andy Lake, author of Smart Flexibility, also highlights skills like team building, assertiveness, and mentoring as necessary for flexible working. Most important, though, is strong communication.

Sounds like a lot to take on? Just like mothers, who grow into their role through every bit of parenting, everyone steps into a job with something new to learn. In the beginning, we use the skills we already have. And as we start to lead those around us and they begin to follow, we slowly learn how to think like a leader. This brings us to the PROPEL model’s final step, which we’ll explore in the next blink.

"},{"id":"5fd3453b6cee07000639bf4d","title":"Focusing on the positive is a better way to lead and stimulate change.","text":"

For decades now, women have been spearheading important change in the workplace, slowly transforming it from an alienating manscape into a more inclusive and balanced space. Still, the world seems to have trouble seeing them as leaders – and the lack of women at the top of the corporate hierarchy is often chalked up to their lack of ambition.

But, as we all know, women want thriving, challenging, rewarding careers just as much as men do. Which brings us to the sixth and final step in the PROPEL model: leadership. Yes, moving into a leadership position is part of upcycling your career – but it’s also an opportunity to help other women upcycle their careers.

The key message here is: Focusing on the positive is a better way to lead and stimulate change.

In her studies, Professor Beverly Alimo-Metcalfe has found that while men see leadership in terms of power, women lead more by fostering relationships and through mutual empowerment. In her research, Alamo-Metcalfe put together a model called Engaging Leadership, which emphasizes the power of team effort and collaboration, with the aim of promoting a nurturing environment. An Engaged Leader is kind and approachable – a working partner more than a boss.

One way to start being an Engaging Leader is to adopt the Appreciative Inquiry (AI) method. AI puts emphasis on the power of positive stories. It views organizations as living systems – messy and all too human, shaped by the stories we tell, and therefore capable of growth and change.

So then, how do you foster an AI approach in your workplace? For starters, rather than focusing on what’s not working, look at what is, and ask how it can grow. Another method is to ask questions that could get a positive response. For instance, the question What’s a good example of boundary setting? comes with the assumption that there is a good example, while the question Can you think of a good example of boundary setting? can easily be met with a no.

Remember that small changes over time can lead to big effects. So what kind of leader do you want to be, and what small steps can you start taking to get there? Remember, the story you focus on should be one of potential and possibility, because that’s what’s at the heart of upcycling – taking something old and reimagining it with new life.

"}]}

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