Huwork

Category: Learning & Development

  • The disconnect with Asian Americans

    May marks Asian American Pacific Heritage Islander Month! It is a time to celebrate the rich cultural heritage and societal contributions of #asianamericans hailing from across the Asian continent as well as the Pacific Islands like Polynesia. It is a time to acknowledge the struggles and challenges that these communities have faced and continue to face, and to honor their resilience and perseverance…and let’s not forget the delicious food from these areas!

    In all seriousness, in the business world, I’d like to specifically highlight the disconnect between the PERCEPTION of Asian Americans being successful and the REALITY that this population faces with inequitable representation and lack of advancement into senior positions. The diagram here showing details around this disparity was published by my former employer, #mckinsey, in an interesting paper on Asian Americans in the workforce. As you can see in the diagram, Asian women experience the greatest drop in representation at senior levels.

    As a leadership coach working with many women Asian clients, and as a woman of South Asian descent, I found the research fascinating and disturbing. They state that “these challenges are pervasive, particularly for people with intersectional identities: our research shows that gender, immigration status, and ethnicity all play a role in creating obstacles.” 

    Luckily, the paper also outlines some practical ways corporate leaders can better support Asian American workers. I only hope more companies and leaders use some of these tactics to further the Federal Asian Pacific American Council’s theme for 2023: Advancing Leaders Through Opportunity.

    Another trap many fall into is viewing the Asian American population as a single unvarying group. In reality, this group is not only ethnically diverse, but varies by generational proximity to their country of birth, which influences a range of behaviors and beliefs.

    This month reminds us of the importance of diversity and inclusion, and the value of embracing different perspectives and experiences. Let us use this month as an opportunity to learn, grow, and celebrate the unique and beautiful tapestry of our nation, especially the Asian American Pacific Islanders.

    Reply to the email below if you would like a copy of the report, “Asian American workers: Diverse outcomes and hidden challenges.”

    Warmly, 

    Bijal

    The intent of these emails is to provide different perspectives, ideas, and insights as you navigate the path forward for yourself, your team, your organization, and your family.

    Click here if you were forwarded this email and would like to sign up to receive my emails. You may unsubscribe at any time.

    Bijal Choksi, MA, CHPC, ACC

    bijal@huworkteam.com

    Follow HuWork on LinkedIn

  • How to communicate powerfully

    Communication skills can make or break relationships, whether at work or personal life. Do any of these situations apply to you?

    •  You think you are communicating clearly, but it doesn’t seem others are on the same page.

    • You take the initiative on a project, but then get frustrated when your manager indicates it was wasted effort.

    • Conversations don’t go in the direction you were hoping.

    • You find yourself having the same conversations with certain people without resolution.

    • People often seem defensive or triggered in conversation with you, especially when you are just asking clarifying questions.

    If you identify with any of those situations, come attend a 15-minute Facebook live on 12/19 at 12pm MST with me and Rod Francis, the founder of the Emergent Coach Training program. We will be discussing practical communication skills such as the art of asking powerful questions and active listening skills. We will also share details about a new supportive community for individuals wanting to incorporate coaching skills into their profession, whether they are in a coaching role or not. Tune in here!

    In addition, another colleague, Sherry Trebes, will be going live on Instagram this Thursday, December 15 at 12pm MST on how coaching skills can improve all areas of one’s life. Follow @interactualizer on Instagram for this event. This will be first in a series of quick, live learning events.

     

    I hope to see you there!

    Warmly, 

    Bijal

    The intent of these emails is to provide different perspectives, ideas, and insights as you navigate the path forward for yourself, your team, your organization, and your family.

    Click here if you were forwarded this email and would like to sign up to receive my emails. You may unsubscribe at any time.

    Bijal Choksi, MA, CHPC, ACC

    bijal@huworkteam.com

    Follow HuWork on LinkedIn

  • 3D’s for loving life, including work

    Lately, my clients have been lamenting about all the things they do not like about their jobs. Newsflash – no one likes every task required for their role. When we dig into what percentage of their day is filled with tasks they loathe, there’s a magic number I’m looking for. If we determine over 50% of their week is filled with tasks they dread, that’s a big red flag for me. That employee is on track to be disengaged and start looking for a new job.

    The 3D framework below will provide you with a cheat sheet for what to do with tasks you dislike.

    #1: DUMP IT: Can you eliminate the task? What will be the repercussions? Will anyone even notice? One client stopped scheduling an unproductive meeting, and no one questioned her.  Another client decreased her attendance at a recurring meeting by 50% and the only consequence was that her mood and productivity improved.

    #2: DELEGATE IT: Might someone else be the better person to do the task? Or perhaps just getting help from someone for a part of the task would help it seem less dreadful. With today’s apps, platforms, and AI, you may also be able to delegate some tasks to technology. Outsourcing to a virtual contractor can be another efficient and cost-effective option for tasks you loathe. 

    #3: DO IT DIFFERENTLY: How might you enjoy the task more? Can you leverage a strength of yours? How might you need to rethink your role to include these tasks? A manager I was coaching, just wanted to get his “work” done, and not deal with the people-side of managing a team. Expanding his idea of a manager’s responsibilities, that his main function was to enable his team to succeed by helping each team member with obstacles, planning, or whatever else was needed, was the “aha” moment he needed to look at those people-tasks differently. Another client “batched” the tasks, setting a regular time when low energy tasks get done; such as on the first Monday of each month, 3 hours will be spent on xyz set of tasks. By doing this, those tasks aren’t hanging over you the rest of the month.

    Take time to notice the tasks that always get pushed to the bottom of your list. These are the tasks to focus on first. To tackle the tasks you put off, think of the 3D’s. Can you DUMP IT, DELEGATE IT, OR DO IT DIFFERENTLY? If so, you may be able to re-engage, focus more on the tasks you enjoy at work and, in turn, find joy once again in your job.

    Click here to download The 3D’s cheat sheet.

    Warmly, 

    Bijal

    The intent of these emails is to provide different perspectives, ideas, and insights as you navigate the path forward for yourself, your team, your organization, and your family.

    Click here if you were forwarded this email and would like to sign up to receive my emails. You may unsubscribe at any time.

    Bijal Choksi, MA, CHPC, ACC

    bijal@huworkteam.com

    Follow HuWork on LinkedIn

  • Happy New Year! Wishing you the very best in 2022

    After navigating ourselves, our families, and our clients through another year of a global pandemic and a variety of other challenges, we at HuWork are more motivated than ever about our mission to help talented people improve their results and their happiness, and to help organizations be the place those people want to work.  

    While it’s been a tough year on many levels, one recent challenge I faced was an unwanted Christmas present my older son and I received – omicron. Thankfully, I only experienced mild symptoms. I hope Santa, the universe, or whatever else you believe in brought you a better present!

    I was fortunate to be in Miami at the time, recuperating in warm weather near the ocean, but my husband was in Colorado. This was the first time since 1996 that I was not able to ring in the New Year, nor celebrate his birthday (he’s a new year’s baby) with him. A few things I reminded myself to be grateful for when I was feeling down about this separation were:

    • Time with my high school junior before he flies the coop: binge watching shows, researching colleges, planning meals

    • Time without obligations: meditating, journaling, just sitting and staring at the ocean, solo walks on the beach

    • Time to reflect on the year. Three questions I’m reflecting on are:

      • What are 3 moments that you LOVED in 2021?

      • What are 3 LESSONS you learned in 2021?

      • What BEAUTY in your life are you overlooking that you can appreciate in 2022?

    In addition, a book that helped my mindset was “Fierce Self-Compassion” by Kristin Neff. I highly recommend it.

    For anyone working with a team, another resource I recommend is our The Human FactorTM, an assessment we designed to help employees at all levels consider how human is my workplace? It is based on our experience and research showing that a workplace where mindsets, behaviors and policies that support people flourishing will have better business results and a positive impact on the world. You can use this assessment to spark new thinking and start meaningful conversations with your team. Or click here and we would be happy to set up time to chat about your results.

    The entire HuWork team wants to help our fellow humans navigate personal and professional challenges in 2022 and beyond. What questions are you reflecting on?  What challenges will you face in the New Year?

    ​​Here is a picture of me with my business partners, Liesa Wierschke Taylor and Bonnie Davis. So grateful for you both!

    Warmly, 

    Bijal

    The intent of these emails is to provide different perspectives, ideas, and insights as you navigate the path forward for yourself, your team, your organization, and your family.

    Click here if you were forwarded this email and would like to sign up to receive my emails. You may unsubscribe at any time.

    Bijal Choksi, MA, CHPC, ACC

    bijal@huworkteam.com

    Follow HuWork on LinkedIn

  • Schemas: helpful and hurtful

    Being the kinda nerd that I am, I’m currently reading the PhD researcher Kristin Neff’s insightful new book, “Fierce Self-Compassion”. My latest revelation from the book is her exploration of SCHEMAS. A schema is a set of internalized detailed steps and expectations for a situation. For example, a birthday party schema will generally include some sort of invitation, food and drinks for guests, conversation, a cake, and maybe presents. Schemas can be HELPFUL in that they save our brains the time and energy of recreating a template each time.

    However, SCHEMAS CAN BE HURTFUL, especially because they operate UNCONSCIOUSLY and move us to interpret the world in a biased way, such as with gender, race, or skin color. The universe very generously (wink, wink) gave me an opportunity to experience someone else’s schema firsthand. At an educational non-profit fundraiser last week, I was about to say goodbye to the host, when an individual asked me, “What is your role at the non-profit?” After a brief pause, I responded without emotion, “Oh I don’t work for the non-profit, I’m here as a guest. But I often encounter mistakes like that because of my skin color.”  He was silent for a minute while I spoke with the host, then apologized for his bias. We ended up having a 10-minute conversation about bias, stereotypes, and how to counteract them. When I asked how I might have shown up differently, aside from my skin color, so he wouldn’t have made that assumption, he could think of nothing. His advice: continue calling people out whenever bias like this happens. 

    My skin color triggered his schema of only white people being guests at this small, intimate fundraiser. When one has a schema in play, one is much more likely to ignore or distort information to be consistent with it. The gentleman did not notice my clothes, that I was holding a cocktail glass, or that I was hugging and chatting intimately with some of the other guests. Because schemas are often unconscious, one generally does not even realize how influential they can be.

    I invite you to explore: do you have a schema that might be hurtful to others?

    Warmly, 

    Bijal

    The intent of these emails is to provide different perspectives, ideas, and insights as you navigate the path forward for yourself, your team, your organization, and your family.

    Click here if you were forwarded this email and would like to sign up to receive my emails. You may unsubscribe at any time.

    Bijal Choksi, MA, CHPC, ACC

    bijal@huworkteam.com

    Follow HuWork on LinkedIn

  • How The C-Suite Can Fix A Lack Of Middle Management Capabilities

  • An introvert’s lessons from glamping

    This past weekend, three friends and I went on a glamping adventure in the mountains of Colorado. For those not familiar with the term “glamping”, it’s a combination of “glamourous” and “camping”. Being an introvert on a weekend trip with extroverts provided a great opportunity to reflect on our group dynamics.

    Here are 4 team lessons this introvert learned from this glamping experiment:

    1. Know your NON-NEGOTIABLES: at its core, this is about knowing yourself. What are you open to? What makes you uncomfortable? Where are you willing to budge, and what is a hard no? E.g., you need coffee first thing in the morning, more than two drinks will leave you with a headache the next morning, subfreezing temps while sleeping is NOT okay. Next time I will reflect ahead of time on my non-negotiables and be prepared.

    2. Confirm EXPECTATIONS: four people; four different perspectives. How would we spend our time? Always together or is alone time okay? Planned or free flowing? Stay up late or take advantage of no responsibilities and maximize sleep? While some of this was “discussed” over a chat thread when sharing the weather forecast, in hindsight I might explicitly ask everyone (including myself!) what their expectations were in advance.

    3. Respect different PERSONALITIES: some people are extroverts and process through talking. Others are more reflective and might get drained with endless chatter. There were times I felt there was no space for me in the conversation, as the conversation free-associated and jumped from one person and story to the next without pause. This reminded me of “conversational equality”, a factor Google found was critical to high performing teams, where no one person dominates the conversation. For Google, this led to better ideas, execution and ultimately, outcomes.

    4. Know when to SPEAK UP: when there is no clear leader, as in a group camping trip, it is even more important for introverts to speak up when it’s important. E.g., with the extroverts caught up in a long conversation, and the sun starting to fade, making the effort to interrupt and suggest going for the hike then to take advantage of the sunlight.

    Do any of these lessons resonate with you, perhaps from a similar experience?

    Warmly, 

    Bijal

    The intent of these emails is to provide different perspectives, ideas, and insights as you navigate the path forward for yourself, your team, your organization, and your family.

    Click here if you were forwarded this email and would like to sign up to receive my emails. You may unsubscribe at any time.

    Bijal Choksi, MA, CHPC, ACC

    bijal@huworkteam.com

    Follow HuWork on LinkedIn

  • Effortless effort

    I recently finished a book called Effortless: Make It Easier to Do What Matters Most by Greg McKeown. While finding the time to read the book did take some effort, taking time to synthesize and use the concepts is taking even more effort!

    I tried a low-tech method in response to the question, “How might I make this easier on myself?”, posed by the author. This involved using a lined post-it note to jot down key concepts, and it doubled as my bookmark. It’s not pretty, but you can see in the pictures that I was able to summarize the salient parts of the book on the sticky notes. Afterwards, it took less than a minute to take pictures of those notes and drop them into an Evernote note, for easy reference whenever needed.

    I’m currently testing out the “Automate” lever that’s on the sticky note by creating mini cheat sheets for recurring tasks. Not that I couldn’t remember the steps, but by having this cheat sheet on, you guessed it, a sticky note, it frees my mind up to be ready to make more important decisions and remember more critical information the rest of the day. 

    What is your system to document and apply what you learn from books, podcasts, or classes? I find it challenging at times to move from consumption of the material to the eventual positive impact it can have if put in place.

    Warmly, 

    Bijal

    The intent of these emails is to provide different perspectives, ideas, and insights as you navigate the path forward for yourself, your team, your organization, and your family.

    Click here if you were forwarded this email and would like to sign up to receive my emails. You may unsubscribe at any time.

    Bijal Choksi, MA, CHPC, ACC

    bijal@huworkteam.com

    Follow HuWork on LinkedIn

  • Emotional Valence

    Many of you know I grew up in New York, so the 20 year anniversary of 9/11 (how can it have been 20 years already?) is still a weight I’m carrying around, as well as a shadow over my feelings about NY. 

    This emotional charge of being drawn to or away from something is known in psychology as EMOTIONAL VALENCE. It’s referring to the intrinsic attractiveness (Positive Valence) or aversiveness (Negative Valence) of events, people, things, or situations. 

    (For my fellow science nerds, valence is a chemistry term describing the bonding of atoms; positive, if its own electrons are used in forming the bond, or negative, if another atom’s electrons are used. For example, a carbon atom can share four of its electrons with other atoms and therefore has a valence of +4.)

    On a lighter note, seeing the #1 ranked men’s tennis player, Novak Djokovic, lose his temper and smash his tennis racket on the ground at the US Open Finals on Sunday changed my emotional valence towards him (not that he cares what I think!) To counteract a negative emotional valence towards someone you may actually interact with, here is what I try to do:

    • Ground myself: even 30 seconds alone to breathe and get centered often changes the interaction, and makes me less reactive.

    • Lower my expectations: this has led to less disappointment when the other person has a pattern that hasn’t met previous expectations. 

    • Internally recognize something positive about the person or situation: our minds can have a tendency to fixate on what is wrong, so counteract with something like, “He is always on time for meetings.”

    • Verbalize something I genuinely appreciate about the other person: Such as, “I love how you are able to say what’s on your mind regardless of who’s in the room.”

    When relating to a situation or experience beyond your control, the key to shifting your emotional valence is to focus on the positive. What techniques do you use to reframe negative feelings?

    Warmly, 

    Bijal

    The intent of these emails is to provide different perspectives, ideas, and insights as you navigate the path forward for yourself, your team, your organization, and your family.

    Click here if you were forwarded this email and would like to sign up to receive my emails. You may unsubscribe at any time.

    Bijal Choksi, MA, CHPC, ACC

    bijal@huworkteam.com

    Follow HuWork on LinkedIn

  • My interview on NPR

    Recently, I was interviewed for an episode of The Story of Change, a radio show on National Public Radio (WUTC). This episode focused on how one’s upbringing influences one’s relationship to change, growth and development. In it, I share some perhaps surprising (and definitely vulnerable!) bits of my history, what I feel guilty about, and my agency (or lack thereof) to initiate changes in the world today.

    You can take a listen here: (Episode 4) https://thestoryofchange.net/#listenNow 

    Would love to hear how your upbringing has influenced your relationship to change.

    Warmly, 

    Bijal

    The intent of these emails is to provide different perspectives, ideas, and insights as you navigate the path forward for yourself, your team, your organization, and your family.

    Click here if you were forwarded this email and would like to sign up to receive my emails. You may unsubscribe at any time.

    Bijal Choksi, MA, CHPC, ACC

    bijal@huworkteam.com

    Follow HuWork on LinkedIn