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Gavriloaiei Sabina

Imi place sa vorbesc si sa ascult, imi place sa rad, imi place sa fiu inconjurata de oameni de calitate. Mu imi place sa fac lucruri care nu ma reprez...

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Fake it 'till you become it

Mi-am deschis bloggul din curiozitate... apoi a devenit o pasiune... si apoi un obicei.

Articole Blog

01. Do we still need a business dress code? - Apr 13, 2019 6:01:00 AM
Some of us heard at least once ”Be attention how you will dress for your next interview. You have to look professional”.We are not anymore the generation who likes suits, but during any business meeting, you have to dress properly.The right attitude, combined with the right attire, can help you to set-up a proper collaborative environment with any type of client.Every industry has its rules and every company has its dress-code. But what I've learned is that if you want to be safe with your attire you have to follow some rules:Don't exaggerate: after a meeting, you want to be remembered for the things you said, not for the overwhelming dress or accessories you were.When in doubt, follow the guidelines of standard business attire. A skirt or some pants with a shirt or a blouse never killed anybody. And it fits with most of the body shapes.Just a little bit of color: I am a big fan of cyclam or blue electric shoes. But I use to wear these colors only on shoes not only on the entire dress.Just a little bit of print: animal print, bullets or stripes can be used only as an accent of the attire; just one of them and being attention how we combine it with the colorSkirts and dresses – choose them being attention for the color, the material, but more than this for the length. When you sit in a chair, you can asses if the skirt exposure too much of your legs. For your comfort, if you were a slit, try it centered and in the back.Shirts and blouses: it has to follow the body line and to be in line with the rest of your outfit. Avoid those clothes that show your shoulders, which are transparent or they show part of your bra.Shoes have to be nice and comfortable. Flat-shoes or stillettos don't feet well with a business outfit.
I admit that most of us want to dress up with something beautiful for them, not for the others. But while people have the right to express themselves, so businesses have a similar right. The way we dress definitely sends intended or unintended messages to the clients or to the customers. We need to remember every time that first impressions are important, and we only get one chance to make a positive first impression.
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02. Criticism ... or just feedback - Apr 6, 2019 6:28:00 PM
We don’t like being criticized. We don’t like it because this means that we have some weak points and we have to work on them.To take the best from this criticism, we can asses:how relevant are people who did itwhat critics repeat themselveswhat importance have these subjects into our life
If we switch the perspective, we take the criticisms as feedback. The differences are on intention (criticism is like a judge, while feedback is more as a corrective message).To give proper feedback, you have to:choose a comfortable moment for feedbackbe specificfocus on behaviors, not on personalitydeliver the feedback very close in time to the behaviorfacilitate a relevant feed-forward
Feedback is not only about the one-to-one relationship because companies also can receive feedback from their employees. For this, there is the habit of an employee engagement survey. To have an impact from this process, it has to be done with some periodicity and to take some decisions based on the results.
In the end, I think that giving feedback represents a moment of trust. If it is made with care, it can contribute to a stronger and reliable relationship.

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03. Be creative. The rest can wait - Mar 30, 2019 11:49:00 AM

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04. This is about what people know about you - Mar 23, 2019 5:16:00 AM
In a market where each employer is looking for talents, each employee is looking for the best opportunity he has on the market.In this context, each specialist has to asses his professional value. He has to be aware of what other specialists he associates with and what things he promotes.Let’s make an exercise: google your name.What does it appear?There is a good image of you or not?The are some professional information about you or just private ones?Is it relevant for you as a specialist?What other information is relevant about you and it is not on Google?This is a part of your personal brand.

In many companies, the manager / the CEO is the most powerful image for that brand.But that is also true that when a candidate chooses a certain company he takes the decision based on information he receives from the other people (HR, hiring manager or his peers from the company). Because of this, each employee, with his personal brand, contributes to the company’s brand.There is a circle: some good employees attract good candidates or clients for the company and a good company attracts good candidates.Let’s make another exercise: in your area, what specialists do you appreciate the most?For what companies they work?What makes them so special as professionals?What do you have to do to be as good as they are?
As I already said, the employees’ brand is in a direct relationship with the employer’s brand. They have to sustain each other and to complete each other.

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05. Taking care of how we organize remote working - Mar 16, 2019 7:30:00 AM
I’ve mentioned several times that I am a big fan of work-life balance.The scientific literature mentions remote working as a thing that facilitates work-life balance. I do sustain the fact that this measure is hard to put it in place in a productive manner.There are some things that need to be done by employees to assure the efficiency of remote working:Follow the same vision and the same values. Working in the same office, it helps the team to understand some smooth ”whys” (to read them as ”reasons” or ”directions”) of the work.Share the information. There are some domains where teamwork is necessary. Also, there are some moments when it is easier to come closer to your colleague and to discuss a certain problem. You can do it also by Skype or by phone if you feel comfortable with it. But not all of us do it.Engagement with the team: it is hard to have a close relationship with someone you don’t see it. The virtual team is not the same as the physical one.Infrastructure: to work on the same tools or documents with the people from the office. You have to be sure that you can access them whenever you are.External distractors: if you work from home, you have to be sure that your family’s expectations are not to be available especially for them. During your working hours, you have to be available most of the time for business issues. For this, you have to practice self-discipline to work as well as you were in the office.Health and safety measure: whose fault is when are happening some home accidents? Employees or employers? Working from home, you can’t assure the same safety conditions as if you work from the office.
Of course, there are also some advantages to remote working. You have to have some mature employees and to trust them that they will offer the same quality as office working. We have to remember as well that you can reduce costs and you use your personal time more efficient.
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06. This week is about women - Mar 9, 2019 8:47:00 AM
We just end the week when we’ve celebrated the women. Because of this, I want to make an overview of 10 famous women and how they’ve influenced us.Coco Chanel (1883–1971) French fashion designer. Being one of the most innovative fashion designers, she defined the feminine style during the 20th Century. She often took male clothes and redesigned them for the benefit of women.Mother Teresa (1910–1997) Albanian nun and charity worker. Devoting her life to the service of the poor and dispossessed Mother Teresa became a global icon for selfless service to others. She was awarded the Nobel Peace prize in 1979.Queen Elizabeth II (born in 1926) Since ascending to the throne in 1952, Elizabeth has become the longest-serving British monarch. She has seen rapid social and economic change and has been a unifying influence for Britain and the Commonwealth.Audrey Hepburn (1929–1993) British actress. Influential female actor of the 1950s and 60s. Audrey Hepburn defined feminine glamour and she was later voted as one of the most beautiful women of the twentieth century.Oprah Winfrey (born in 1954) American talk show host and businesswoman. Oprah Winfrey was the first woman to own her own talk show. Her show and book club are very influential, focusing on issues facing American women.Madonna (born in 1958) American pop star. Madonna is the most successful female musician of all time. She has sold more than 250 million records. She has also starred in films, such as Desperately Seeking Susan and Evita.Diana, Princess of Wales (1961–1997) British Royal princess who was noted for her humanitarian charity work. Despite her troubled marriage to Prince Charles, she was popular for her natural sympathy with the poor and disenfranchised.J.K.Rowling (born in 1965) British author of the phenomenal best selling Harry Potter series. The volume of sales was so high, it has been credited with leading a revival of reading by children.Malala Yousafzai (born in 1997) Pakistani schoolgirl who has campaigned for the right to education for girls. Yousafzai survived a gunshot wound to the face by the Taliban. In 2014, she was awarded the Nobel Peace Prize.
(for the end, I let probably the most significant name for us)Nadia Comaneci (born in 1961) Romanian gymnast. Nadia won three Olympic gold medals at the 1976 Olympics and she was the first gymnast to gain a perfect score.

Because the list can be much longer than this, I recommend you also this book: Fantastically Great Women Who Changed The World

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07. Povestea Dochiei - Mar 1, 2019 7:25:00 PM
Potrivit traditiei populare, pe 1 martie o sarbatorim pe Dochia.Numele ei provine de la Sfanta Evdochia, o femeie frumoasa si bogata, care si-a trait din plin tineretea. Spre batranete s-a pocait, s-a botezat si si-a impartit averea oamenilor saraci.Numele Dochiei este in stransa legatura si cu primele zile de primavara, zilele Babei. Legenda spune ca Dochia a plecat intr-o zi cu o turma de oi pe munte. Fiind foarte frig, a imbracat noua cojoace inainte de a porni la drum. De la 1 martie a inceput sa se faca vreme frumoasa si, neputand sa-si duca cojoacele, a inceput sa lase din ele. In ziua in care a dezbracat ultimul cojoc, a inceput un ger asa de aspru incat Dochia a inghetat impreuna cu toata turma.In timp ce urca spre munte cu oile, Baba a tot tors si a legat un banut de firul iesit din caier. Asa i-a tors Dochia firul lui Martisor, iar de atunci este obiceiul ca parintii sa le puna copiilor, de 1 martie, un martisor in piept. Obiceiul s-a pastrat si in fiecare an, in prima zi a primaverii, oamenii isi daruiesc martisoare.Se spune ca martisoarele trebuie purtate pana in Ziua Mucenicilor (9 martie), cand se scot si se leaga de ramura unui pom tanar.
Dochia si Martisorul dau si primele semne ale vremii de primavara. Se spune ca daca de ziua Babei va fi timp frumos, atunci primavara si vara vor avea zile frumoase, iar de nu, urate si posomorate. Daca in cele noua zile ale Babei va ninge si va fi frig, atunci primavara va fi friguroasa si furtunoasa.
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08. What Is Your Reason For Being? - Feb 23, 2019 7:06:00 AM
I remember a recruiter who asked me once ”Why do you wake up in the morning?” Well... to eat, to dress up and to go to work. Predictible things, right?But ”what motivates you to do this each day?” Well... maybe this is more complicated that you can assume.On his TED speech, Dan Buttner presents the Ikigai concept. He says him as a reason why Japanese live longer than other people do. He refers to that actions that give us satisfaction and excitement.For somebody who wants to make a change, it is a good start to think on what you love, what you’re good at, what the world needs and what you can be paid for. You make this diagram and what is in the middle it is the Ikigai.You are special in different ways:- you as a person: this is why any company should hire you- you as a part of a team: this is why people want to work with you on a project- you as an employee of a company: this is why a client always buy your serviceSo... what makes you so special?

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09. When the boss is quitting the job - Feb 16, 2019 6:41:00 AM
It says that an employee doesn’t leave a job; he leaves his boss.But what is happening for an employee when his boss leaves the job?
Your boss accepted a new job probably because of the same reasons you would accept a new job. It can be a more challenging project, a better work environment or a greater work-life balance. You can’t blame him as well if it is a better location or if there are other significant benefits.But what you can do is to take care more of yourself and of your next moves will be.Here are some steps:Keep a good relationship: wish him/her well, express your empathy and propose to keep in touch with him. The world is too small and you never know when you will interact again with him.Give him/her feedback – it is like an exit interview but from the other side. If he is mature or smart enough, he will know how to take the best from your feedback and to improve some things on him.Decide if you can or if you want to take more responsibilities. It can be a step up on your job and there can be some development opportunities for you. It’s your job in this game and it’s your decision.Analyse the situation: what was wrong until this moment and what went well. Changes are good. You have to be aware of what kind of behaviours have to change and what others can continue in the same manner. Do some investigations to know what made this change for him/her. Try to use this information to make yourself a safer and a better workplace.Business as usual: it is not easy, but your work has to continue in the same manner. It is his/her decision, but you have to continue and prepare for your next activities.Be aware that it will be people who recognize your boss merits, or people who will blame him/her. You have to be fair and to know how he was and in what way he had an impact on you.Prepare for your next boss. If he/she will be as good as previous was (or if he won’t be) you don’t know from the very beginning. Be prepared to learn everything you can from him/her. After this, you can take a decision if you want to continue to collaborate with him or not. In the end, he will be ”the new guy” and you already have more information that he has about the team.

We are not anymore the generation who takes a job for a lifetime (millennials spend in average 2.7 years in a company), so these kind of changes are normal for each of us. Photo creditÎţi mulţumesc pentru timpul acordat!
10. Each interview is an experience - Feb 9, 2019 11:18:00 AM
An interview is an experience. There are emotions involved, meeting new people, and taking the best decisions.
For candidates there is anxiety about the way he will be welcome and, for sure, about how he will be assessed. Being nervous is normal, but being unprepared can’t be tolerated.I admire a lot that candidates that came well prepared for this kind of meetings. There are some questions that I remember for sure from my candidates:From the employee position, how should I describe the company?What did attack me when I was recruited?What is the history of the positions I recruit?What is the development plan of that position?How should I describe the relationship between management and employees?

As a recruiter, I saw hundreds of candidates. Each of them comes with the challenge of a right assessment I have to make. My aim is to identify the potential, to give the proper advice to develop it and to put it in the right position.There are some questions that help me a lot to assess well the fit between the candidate and the job:What are your values?What role do you play in your team?What is your professional goal?What do you know to do?How do you want to be your work?

From an interview experience, we can’t forget the hiring managers. They have to learn to test the candidates, to estimate the cost of their decision and to act respecting the law. Photo creditÎţi mulţumesc pentru timpul acordat!
11. When I woke up in the morning, I said ”I want IT” - Feb 1, 2019 7:26:00 PM
Although the title can look like a joke, it can be true for a lot of people who had once a career and they’ve decided to switch it to IT field.
IT guys are loved and hated in the same way.There was a time when everybody wanted to be an engineer or an economist, a doctor or a lawyer. Now, everybody wants to be an IT specialist – they are now the ”princess” from the market.Maybe we want to be like them because they are well paid and they have a lot of benefits on their companies. We know that there are a lot of IT companies in the market, most of them with international projects.But there are also some things good to know before you change your career into IT:It is an area that you have to like it for sure. It is a hard job and if you don’t like it, you can’t be performant in this area. You will be one between thousands of specialists in the same field.You can’t start it from anywhere. You have to do a faculty or some strong qualification courses in this area. And you have to work a lot on this until you will be a good specialist.An IT company is like a company from any other domain, with all its good and bad things. It is not good by default just because it is IT. It is managed by people and people can take good or bad decisions like in every domain.There are a lot of IT jobs in the market, but not all of them are for junior level. So take into consideration also an internship to start your IT career.It is a very dynamic domain. You have to learn day by day new technologies or to adapt to new type of projects. Dinosaurs disappeared a long time ago :)

It can be a moment when you realize that you are bored with your job and it is normal to want to make a change. But you can try to make it step by step and to build your next job on what you already know. When you start from zero a new career, you have to assume some risks. These can cost you time, money or some insecurity related to your future job.

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12. 400+ - Jan 25, 2019 6:24:00 PM
This is my 422 article on blog.When I was a student, I took part to a conference. One of that speakers talked about online communication and that was the moment when I started to write on a blog. Then, it appeared LinkedIn and I started to coordinate my blog with my LinkedIn posts.I used to publish articles for different reasons: for different roles from my recruitment processes, to share professional information or some personal projects.When I started to write, it was an activity that I used to do it some time to time. Then, I’ve wanted to write a certain frequency to become a habit. Recently, I’ve proposed to start writing in English.Here are a few of the lessons I've learned and it helped me to publish articles on blog and LinkedIn:Write about something you know. When you don’t know about what you can write, you can think about something you know well or on something is very familiar to you.Write for people who are interested in your area, not for those who are already specialists. Because of this, use a ”language” that can be understood by everybody.Be interested in your readers’ feedback. Social media gives us easily information about how many people visualized your post and how many ”likes” you received. In this way, you can check what are they interested for, what are the ”hot” topics or the most common ones.Pe prepared with more topics. Like Santa Claus -make a list and check it twice. This helps you to avoid the moment when you don’t know about what you can write and you skip this.Respect a periodicity. It helps you to make a habit – you will get used with it and your readers also.Make it like an expert – search workshops, websites or tutorials what will help you to improve your style. Find a mentor or somebody who can give you feedback. Find communities or online groups with people like you.An answer to everything/everybody. The absence of an answer is annoying in recruitment, but also in blogging.KISS – keep it short (no more than 1 page) and simple (easy to understand by everybody)Tell a story. In each article, you write you have to be consistent and to share the main idea with people who read that.

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13. Recruitment lessons took from… dancing classes - Jan 19, 2019 6:04:00 AM
Two years ago, I’ve started to take dancing classes. Besides a certain routine, dancing thought me some lessons. Some of them can apply on recruitment as well. Here are some of them:Listen to the music: dancing is not just a couple of moves, it’s more about the music, the beat, and how you follow. It’s similar on recruitment: you have to listen to what the market ”sings”. What kind of skills are most needed or what kind of benefits candidates are looking for?Be a follower: in a dancing couple, the man decides the moves and the girl follows him. It’s the same on recruitment: the candidate decides what move he wants to do. The recruiter has to follow his signs and to guide to a certain job.Capacity to interact with very different type of profiles. Different dancers or candidates, you have to be as professional you can.The happiest people in the world are the ones who mix their passions with their jobs.In each domain, it helps you to assess your development and to set up a new goal.It doesn’t matter the domain because whatever you do if you want to be good you have to train and to study each moment.It’s good to make a fusion: learn different dancing styles or different technologies. You don’t know when you will need that knowledge or what kind of new flavor it can give to your work.Use the breaks – for styling or ... to talk with new peopleUse the reflexion of you from the mirror (or from what other people use to tell you) – it helps you to improve your skills

In the end, you can receive this kind of lessons from very different areas. So the the list can continue with more items.
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14. Let’s prepare for this new year - Jan 11, 2019 6:58:00 PM
”This year, I will…”. It sounds familiar?
A new year comes with new resolutions and intentions, with goals and objectives.So, let’s make a distinction between some concepts that are usually used. We use goals, objectives and outcomes as terms focused on achievement. Goals are an observable and measurable end result. They have one or more objectives to achieve. Objectives are a specific result you’re trying to achieve. There is a certain a time frame and some resources. Objectives are more specific and easier to measure than a goal. Outcomes are the measurement and evaluation of an activity’s results (info supported by the Business Dictionary).Because of these, it is useful to focus more on outcomes – personal ones, but also the business ones.
You can also try to align your personal resolutions with the professional plan. Here are some points to think on:What went well for you at work in 2018?What did you do that you were proud of?What new skills have you learned?How have you grown and developed at work?Who have you admired?Which 3 things from 2018 would you like more of in 2019?Which 3 things in 2018 would you like less of in 2019?

In the end, any goal has to check three conditions. These are balance (like work-life balance), investment (time, money, energy) and connections (like the mentors you had).
PS: somebody challenged me to write the article in English.So… challenge accepted! J Photo credit
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15. De ce nu tinem cont DOAR de atitudine? - Jan 3, 2019 6:09:00 PM

16. Cu gandul la ”intai” - Jan 1, 2019 11:10:00 AM

17. Ganduri de final - Dec 28, 2018 7:25:00 PM
Finalul de an ne face sa fim mai introspectivi...
Rasturnand borcanul cu amintiri, mi-am dat seama ca 2018 nu mi-a adus foarte multe evenimente, insa au fost cateva foarte importante pentru mine.
Sunt cativa oameni foarte faini care au intrat in viata mea si cateva lectii pe care le-am invatat.

Am vazut la Ines un articol de final de an cu multe poze si am vrut sa fac si eu unul similar. Fara cuvinte... doar poze... 12 poze cat pentru 12 luni.

Multumesc 2018 pentru toate cate m-ai invatat!
2019, abia astept sa vad ce imi aduci!

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18. Ganduri de Sarbatori - Dec 22, 2018 6:31:00 PM

Sarbatorile de Craciun ne fac sa fim parca mai atenti la noi si la cei din jurul nostru.Exista un instrument, cunoscut sub numele de Chestionarul lui Proust, care a avut de-a lungul vremii mai multe forme. Va invit sa cititi versiunea de mai jos, sa o completati si sa va ganditi daca sunt lucruri care s-au modificat in cazul vostru pe parcursul anului acesta.1. Principala mea trasatura2. Calitatea pe care doresc sa o intalnesc la un barbat3. Calitatea pe care o prefer la o femeie4. Ce pretuiesc cel mai mult la prietenii mei5. Principalul meu defect6. Talentul meu special7. Fericirea asa cum o visez eu8. Cel mai mare regret9. Locul unde as vrea sa traiesc10. Culoarea mea preferata11. Floarea care-mi place12. Pasarea mea preferata13. Prozatorii mei preferati14. Poetii mei preferati15. Eroii mei preferati din literatura16. Eroinele mele preferate din literatura17. Compozitorii mei preferati18. Pictorii mei preferati19. Eroii mei preferati din viata reala20. Ce urasc cel mai mult21. Calitatea pe care as vrea s-o am din nastere22. Cum as vrea sa mor23. Greselile ce-mi inspira cea mai mare indulgenta24. Mottoul meu
Sarbatori Fericite sa avem!Photo credit
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19. Cine conteaza? - Dec 15, 2018 7:09:00 PM

Am scris in urma cu 2 saptamani despre procesul de evaluare a performantei si despre cum ar putea fi el realizat in cadrul unei companii.Pentru ca ne apropiem de perioada Sarbatorilor de Craciun, am inceput sa vad acest proces dintr-o perspectiva putin mai… umana.Si ma intreb cum ar fi daca, dincolo de obiectivele atinse in mediul organizational, am face o analiza a persoanelor care ne-au fost alaturi, a persoanelor care au crezut in noi si ne-au ajutat sa ne dezvoltam? Asta pentru ca putem sa atingem obiective profesionale si sa avem un scor bun la evaluarea performantei daca avem persoane care creeaza pentru noi un context pe masura.Este de notorietate un experiment facut de cercetatorii de la Harvard si care poarta numele de Efectul Pygmalion. Intr-un context scolar, profesorilor li se spunea faptul ca lucrau cu un grup de elevi care aveau cu totii un IQ ridicat, chiar daca grupa din experiment era una mixta, cu elevi avand mai degraba un IQ normal. Acest consemn a influentat comportamentul profesorilor prin faptul ca ei cresteau complexitatea exercitiilor pe care le realizau cu elevii, dar le ofereau mai mult suport si atentie. Aceasta reactie a determinat o crestere a performantei copiilor. Astfel, asteptarile profesorilor ca elevii sa performeze bine s-au indeplinit, insa nu pentru ca era un context care permitea (copii erau de o inteligenta medie), ci pentru profesorii au avut un comportament care a permis acest lucru.Comparand aceste rezultate cu mediul organizational, va invit sa va ganditi la urmatoarele lucruri:Care sunt persoanele care au crezut in voi?In ce context ati interactionat cu ele?Ce au facut special aceste persoane pentru voi?Cum va simteati atunci?Ce rol joaca acum aceste persoane in activitatea voastra?
TED a identificat 5 tipuri de mentori. Indiferent de care dintre ei am avut parte, putem sa le recunoastem meritele si, cand avem ocazia, putem sa oferim suportul nostru celor care au nevoie de un mentor.Îţi mulţumesc pentru timpul acordat!
20. It's party time! - Dec 8, 2018 6:51:00 PM

Craciunul se apropie si el este sarbatorit si in cele mai multe dintre organizatii in cadrul unei petreceri. Fie ca il gandim ca un moment de bilant pentru activitatea de peste an, fie ca este doar un moment de relaxare, este important sa ne bucuram de acest moment festiv alaturi de colegi.Pentru mine, petrecerea de Craciun este evenimentul care descrie cel mai bine atmosfera dintr-o companie: daca te simti bine la petrecerea de Craciun, inseamna ca este o companie in care te simti bine si sa muncesti!

Cred si ca exista cateva aspecte la care este bine sa ne gandim pentru astfel de eveniment:Prezenta: daca nu ai un motiv foarte serios, este bine sa nu lipsesti. Nu este musai sa stai pana dimineata, dar poti merge si doar pentru a socializa putin cu ai tai colegi. Petrecerile de Craciun sunt uneori deschise de unele discursuri din partea celor din management si nu cred ca ai vrea sa pierzi unele informatii despre viitorul companiei.Pregatiri din timp: oricat ti-ai propune, parca tot pe ultima suta de metri reusesti sa iti alegi rochia potrivita, sa iti faci programare la coafor sau la manichiura. Stim ca aceste pregatiri “din timp” sunt aplicabile pentru orice eveniment, nu doar acest tip de petrecere, dar parca ne este cam greu sa tinem si cont de acest lucru.Dress-code: nici prea elegant, dar nici prea casual. Tinuta pentru restaurant sau pentru club? Cu tematica sau fara? Sigur exista un coleg cu o vechime mai mare in companie care iti poate spune cum “se poarta” si, eventual, tot de la el, poti afla cum urmeaza el sa vina imbracat.Ora de inceput: toata lumea vine la fix sau se mai intarzie? Se incepe cu anumite speech-uri sau dansam si mancam direct? Ne asezam unde vrem noi sau suntem deja impartiti pe mese?Alcool cu moderatie: toata lumea se relaxeaza la petreceri si mai toata lumea consuma alcool. Insa depinde si de cantitate! Pentru a evita acele priviri lungi aruncate unora a doua zi de dupa petrecere, incearca un comportant adecvat. Nu ai iesit in oras cu gasca de prieteni, ci esti la petrecerea de Craciun de la firma, iar acesta nu este locul unde trebuie sa bei cat de mult poti duce.Insotitorii: unele companii (in special cele care sustin in mod real work-life balance) invita angajatii la petrecerea de Craciun insotiti de parteneri / copii. Daca veniti insotit, aveti grija sa integrati partenerul in atmosfera petrecerii. La masa unde stati, el/ea cunoaste pe cineva? Va avea cu cine vorbi (in afara de tine)?Secret Santa: daca exista obiceiul oferirii de cadouri la petrecere, nu uitati sa va achitati de aceasta datorie din respect pentru colegul / colega care ar trebui sa se bucure de atentia voastra.Toata lumea vorbeste cu toata lumea: chiar daca lucrezi intr-o companie mare, petrecerea de Craciun este locul unde toata lumea se cunoaste cu toata lumea. Si confirm: am avut o petrecere de Craciun cand am cunoscut si am vorbit cu mai multi colegi decat am facut-o intr-o luna intreaga.Intrati in atmosfera de petrecere: lasati alte griji de o parte (in special cele de la birou!) si fiti veseli. Incercati sa nu faceti bisericute / grupulete si evitati conversatiile care fac referire doar la activitatea de birou. Intrebarile in genul a “ce planuri ai pentru sarbatori?” pot fi inceputul oricarei conversatii.Ce stii despre locatie? Poti purta o rochie mai subtire sau e bine sa te imbraci mai gros? E destul de usor accesibila daca mergi pe tocuri sau mai bine incerci niste pantofi comozi? Stii sa ii explicit taximetristului unde trebuie sa te duca?

Sa avem petreceri frumoase!Photo creditÎţi mulţumesc pentru timpul acordat!
21. Lui Mos Craciun ii spui ca ai fost… performant - Nov 30, 2018 10:23:00 AM

(nu doar cuminte J )
Luna decembrie este asociata de catre cei mai multi dintre angajati si angajatori cu procesul anual de evaluare a performantei.Ii acordam o atentie speciala nu pentru etapa de feedback pentru activitatea noastra din ultimul an, ci mai degraba pentru impactul asupra promovarilor interne si a cresterilor salariale.Evaluarea performantei urmeaza (intr-o mai mica sau mai mare masura) acelasi pattern: un email venit de la HR care anunta deadline-ul, stresul specific pentru ca pana atunci nimeni nu s-a mai uitat peste obiectivele setate anul anterior, un formular standard completat, dupa caz, de catre manager si angajat, o evaluare atat cantitativa, cat si calitativa, o discutie de maxim o ora cand trecem in revista toti indicatorii si… gata – toata lumea se relaxeaza pentru ca procesul s-a incheiat!Nu sunt de neglijat nici statisticile care arata ca pentru mai bine de jumatate dintre angajati procesul de evaluare a performantei creaza un disconfort, il considera ineficient, dar si util.
De dorit ar fi ca procesul acesta de monitorizare a performantei sa fie unul continuu: luna de luna sa ne gandim cum suntem in raport cu obiectivele noastre, ce am facut bine si unde mai avem de lucrat, dar si sa actualizam planul nostru de dezvoltare.Desi consumatoriu de timp, acest tip de abordare ne ajuta sa ne adaptam mai usor la schimbarile tot mai dese pe care le intalnim in organizatii - schimbarile de rol / department / organigrama ne obliga si la o actualizare a obiectivelor profesionale.Nu este de neglijat nici situatia angajatilor care poate nu se ridica la nivelul cerut in echipa. In cazul lor, trebuie intervenit rapid printr-un training de specialitate. In caz contrar, ar fi tardiv sa oferim un feedback in luna decembrie pentru scaderea performantei din perioada iunie-noiembrie.O evaluare constanta a performantei ne ajuta sa nu omitem momente: este posibil ca in luna decembrie sa uitam de faptul ca in luna iunie am avut o perioada mai aglomerata. Uitam de ea pentru ca am depasit-o, dar daca am depasit-o cu bine ar trebui apreciata. Daca realizarea nu este apreciata, acest lucru poate genera frustrare.Daca activitatea o perminte, evaluarea lunara poate fi inlocuita cu o evaluare per proiect. Angajatul poate inregistra un nivel crescut al motivatiei pentru activitatea de zi cu, o mai mare implicare la locul de munca si o performanta mai buna.Legislatia din Romania cere ca evaluarea angajatilor sa fie facuta cel putin o data pe an, intr-un cadru organizat, standardizat si sa fie documentata cu o fisa de evaluare semnata de ambele parti – angajat si angajator. Metodologia nu este una foarte exacta, motiv pentru care este de datoria angajatorilor sa faca din acest proces unul calitativ, benefic pentru angajati si util pentru companie.In incheiere, las un challenge inspirat de Larry Bossidy. Pentru a oferi feedback, el folosea o foaie de hartie pe care o impartea in doua coloane: “ce imi place la tine” si “ce nu imi place la tine”. Completa cele doua coloane si la fiecare 3 luni avea o discutie cu persoanele care ii raportau.Feedback-ul este un proces care merge ambele directii si este nevoie de timp si de deschidere pentru a creea o cultura a feedback-ului in organizatie.

Photo credit https://barnimages.comÎţi mulţumesc pentru timpul acordat!
22. Cand este timpul sa faci o schimbare? - Nov 24, 2018 2:28:00 PM
Fie ca avem un job care nu ne multumeste, fie ca gasim un loc de munca mai bun, se poate intampla sa vrem sa facem o schimbare in cariera.
Nu mai suntem generatiile care vom iesi la pensie din compania unde ne-am angajat prima data, motiv pentru care ne-ar ajuta sa analizam atent toate schimbarile profesionale pe care le facem.
Hai sa vedem care ar fi cateva din lucrurile pe care le analizam cand alegem un job nou:Din punct de vedere al activitatii, ce iti ofera in plus noul job? Ce vei face nou sau ce vei face diferit: vei avea un nivel de responsabilitate mai mare sau vei lucra pe tehnologii mai recente? Vei avea mai multa putere de decizie sau vei lucra in proiecte mai interesante?Cum arata pachetul de beneficii? Ceea ce ti se ofera in plus sau minusurile care apar pot fi compensate de alti factori? (cum sunt cei de la primul punct?) Ti s-au oferit niste informatii exacte sau doar niste lucruri generale?Cum este mediul de lucru? Dincolo de o poveste frumoasa pe care ti-o poate spune managerul pe care il cunosti in procesul de recrutare, probabil un feedback mai corect il poti primi din partea unei persoane care lucreaza pe o pozitie similara cu a ta. Exista sanse ca managerul sa nu cunoasca in totalitate situatia echipei – nu toate problemele care exista la un loc de munca ajung la manager pentru a fi solutionate. In acest context, iti este util daca discuti cu un coleg/prieten care lucreaza deja in acea companie… sau daca citesti referintele de pe sau… sau daca ai sa cauti posibili colegi pe Linkedin si iti faci o idee despre persoanele care lucreaza deja acolo. Asa cum o companie poate cere recomandari despre un specialist, tot asa si un specialist poate cere referinte despre o companie sau despre un manager!Care este atmosfera acolo? Cand ajungi la interviu, cel mai probabil vei astepta intervievatorul in secretariat. Acolo, vei avea ocazia sa vezi persoanele din companie asa cum sunt ele in mod normal. Sunt relaxate? Ti se par prietenoase? Ti se par incantate de conditiile de lucru?Care este rata de turnover? Cate persoane au plecat in ultimul an din acea echipa / companie? Poti afla si de ce? Din ce motiv este libera pozitia pentru care tu ai intrat in recrutare? O echipa sau o companie stabila poate reprezenta si pentru tine un mediu bun pentru dezvoltare. In caz contrar, un numar mare de persoane care a parasit echipa determina o vechime relativ mica a acelui grup, deci si relativ putine persoana de la care poti invata. Cum te raportezi tu la aceste lucruri?Daca schimbi domeniul de activitate, ai verificat daca ti se potriveste? Ai participat la anumite evenimente sau ai discutat cu specialisti pentru a te informa ce presupune activitatea? Cel mai evident exemplu este cel al zecilor de specialisti care fac reconversie profesionala catre domeniul IT. Inainte de a investi intr-un program de formare, cati dintre ei au urmat anumite cursuri online sau au incercat anumite proiecte personale? Si mai mult decat atat, cati dintre ei au verificat in piata cate pozitii de juniori sunt deschise?Afla ce iti mai poate oferi actualul job: nu intotdeauna iti poti permite sa mergi la managerul tau si sa ii spui ca ai intrat intr-un proces de recrutare, insa poti merge la el si sa ii prezinti lucrurile care te nemultumesc la actualul job sau ce ti-ai dori sa faci in plus / diferit (inainte de a-ti inainta demisia). Vezi ce alternative iti ofera. De cele mai multe ori, ceea ce iti spune atunci sunt si lucrurile pe care ti le-ar putea oferi in cazul unei contraoferte (excluzand majorarea salariului).Vizualizeaza pasii pe care ii vei urma dupa ce intri in noul job: te astepta o perioada de training sau poti intra direct “in productie”? Perioada aceasta va interfera cu alte evenimente personale? In cat timp vei putea deveni independent pe task? Esti ok cu acest termen? Schimbarile implica rabdare, efort si este bine sa iti dai seama de la inceput daca esti dispus sa mergi pe acest drum.
Schimbarea locului de munca este o decizie cu un impact destul de mare asupra noastra. Din acest motiv, este util sa luam aceasta decizie in cunostiinta de cauza si intr-un mod asumat. Deciziile luate la ”nervi” sau care acopera unele frustrari se pot rasfrange si altfel asupra noastra, asa ca este mai bine sa le analizam mai atent.

Photo credit
Îţi mulţumesc pentru timpul acordat!
23. Salvatori din pasiune - Nov 18, 2018 4:38:00 PM

Pe 17 noiembrie, a avut loc la Iasi Civic Heroes Hackaton, un eveniment care a adus impreuna 35 de specialisti care au lucrat timp de o zi pentru 4 proiecte civice.Personal, am cunoscut proiectul Salvatori din Pasiune. Acesta este o campanie prin care Inspectoratul pentru Situatii de Urgenta Iasi isi propune sa ceara sprijinul iesenilor in participarea voluntara in misiuni de interventie.Pompierii desfasoara programe de pregatire pentru voluntari, axate pe acordarea primului ajutor medical de urgenta si stingere a incendiilor. Dupa parcurgerea cursurilor de pregatire, voluntarii pot participa la interventiile echipajelor SMURD si la stingerea incendiilor.Astfel, poti face parte din echipajul de prim-ajutor SMURD, echipaj format din doi salvatori profesionisti si un voluntar.Poti cunoaste mai bine acest proiect intrand pe pagina de Facebook sau Instagram.
Îţi mulţumesc pentru timpul acordat!
24. Motivarea angajatilor… in stilul lui Maslow - Nov 10, 2018 6:36:00 AM

Din pozitia de specialisti HR, ne lovim destul de des de nevoia de a identifica acele aspecte care ii motiveaza pe candidati sau pe angajati. Ni se intampla acum acest lucru, li se intampla specialistilor de acum 5 ani si li se va intampla cu siguranta si celor de peste 5 ani pentru ca motivatia este un factor care joaca un rol determinant asupra performantei si asupra retentiei de personal.Daca ar fi o reteta - ar fi simplu, insa situatia se complica pentru ca exista prea multi de “depinde”: depinde de sectorul de activitate, depinde de varsta medie a angajatilor din companie, depinde de experienta lor anterioara, de valorile lor, de obiectivele generale ale postului etc.Multi psihologi au teoretizat subiectul motivatiei, dar poate unul dintre cele mai cunoscute numele este cel al lui Abraham Maslow. El descrie o Piramda a nevoilor umane, caracterizata de 5 categorii plasate intr-o ordine crescatoare. Pornind de la baza, daca nevoile inferioare sunt satisfacute este pusa temelia pentru satisfacerea nevoilor superioare.In mediul organizational, ele ar putea fi traduse astfel:Nevoile de baza – sunt nevoile primare / de supravietuire si presupun obligativitatea de a i se asigura angajatului timp pentru a lua masa, timp pentru a se hidrata, timp pentru odihna, spatiu pentru a-si face igiena sau o temperatura potrivita a spatiului de lucru.Nevoia de siguranta – vorbim atat despre spatiul fizic, cat si despre un context emotional. In multe cladiri de birouri, exista personal pentru paza. Accesul se face pe baza de cartela, primirea se face in secretariat, tocmai cu scopul de a nu permite persoanelor straine sa intre in companie si a asigura un nivel de securitate optim angajatilor. Mediul in care lucram este necesar sa ne faca sa ne simtim in siguranta. Mediul, deci si persoanele alaturi de care lucram trebuie sa ne faca sa ne simtim in siguranta.Nevoia de apartenenta – de aici incepe greul! Lucram in echipa si atasamentul fata de grup poate fi un puternic factor motivant in activitatea noastra. In acest context, un teambuilding bine gandit ar trebui sa uneasca membrii unei echipe, sa ii ajute sa gaseasca valori comune si impartaseasca din sentimentele care ii unesc. Sa ne gandim la situatia cand avem de ales intre doua joburi: unul foarte bine platit, dar cu un mediu ostil si alt job in care ne simtim foarte atasati de echipa, dar primim un salariu mediu (care asigura poate doar putin peste nevoile de baza). Ce ar fi mai la indemana sa alegem? Evident ca “depinde”, insa atasamentul fata de echipa poate constitui un criteriu atunci cand evaluezi motivatia pentru un loc de munca.Nevoia de recunoastere sociala – unii angajati sunt “miscati” de o diploma pusa la avizierul de pe perete, altii de o discutie 1on1 cu managerul in care ii sunt recunoscute meritele. Tocmai pentru ca suntem diferiti, si modalitatile prin care ni se pot recunoaste meritele sunt nenumarate. Recunoasterea meritelor arata apreciere, aprecierea ne ofera o confirmare, confirmarea ne arata respect. Dificultatea este data de a identifica frecventa optima pentru a arata semne de recunostiinta, paritatea dintre efortul depus si recompensa oferita, tipul de recompensa oferita sau vizibilitatea ei.Nevoia de auto-implinire / dezvoltare personala – tine de cum ne raportam noi ca si angajati la nivelul nostru de dezvoltare, cat de impliniti ne simtit si cat de fericiti suntem cu activitatea noastra. Aici intervine maturitatea managerului care ar putea ajuta angajatul sa creioneze un plan de dezvoltare motivant si sa vina cu fapte concrete care sa il sustina (nu doar sa ii promita o serie de lucruri care ramana scrise intr-un document!).
Ulterior, Maslow a completat Piramida cu inca 2 niveluri: nevoile cognitive (nevoia de educatie si de cunoastere) si estetice (nevoia de a lucra intr-un mediu fizic placut, frumos). Alti autori au reorganizat aceste nevoi umane si au adaugat in varful piramidei nevoia de transcendenta (nevoia de a contribui la reusita altora si de a creea comunitati cu interese comune).
Pentru a trece dincolo de doar un cadru teoretic, ar fi util sa uitam acele retele aplicate unui grup compact de angajati: acordam diplome tuturor, acordam un bonus de x lei sau ii inscriem pe toti la aceleasi traininguri de soft skills (comunicare, negociere si time managament :) ). Mult mai util ar fi sa evaluam pe fiecare individual si sa venim cu o propunere personalizata in functie de nivelul pe care se plaseaza in Piramida.Am spus doar ca ar fi “mai util”… e drept ca nu mereu este si “mai simplu”!Îţi mulţumesc pentru timpul acordat!
25. Recunostinta - Nov 3, 2018 6:18:00 AM
Pentru ca saptamana aceasta am primit un mesaj care m-a surprins foarte placut (pe LinkedIn), astazi mi-am propus sa nu scriu despre ceva anume, ci sa va invit la un exercitiu de recunostinta.
Exista numeroase studii care demonstreaza beneficiile recunostintei asupra sanatatii, asa ca va invit sa faceti o lista a oamenilor sau a lucrurilor pentru care sunteti recunoscatori.
Lista mea de recunostinta arata asa:Parintii mei – pentru ca mi-au oferit totProfesorii pe care i-am avut – pentru ca mi-au oferit ghidajPrimul meu manager – pentru ca a avut incredere in mine, pentru ca mi-a aratat ca ‘Sky is the limit’ si pentru ca o mare parte din ceea ce sunt eu azi ca specialist ii datorez eiPrima mea echipa de HR – pentru ca acolo am invatat ce inseamna increderea si lucrul in echipaPrietenii mei – care poate desi nu sunt multi si poate nu reusim sa ne vedem atat de des pe cat ar trebui, insa pentru ca am invatat ca minutele pe care le dedicam fiecarei cafele pe care o bem impreuna conteazaJobul pe care il am – pentru ca imi place, pentru ca ma identific cu echipa in care lucrez si pentru ca apreciez compania pe care o reprezintColegii si managerii alaturi de care am lucrat – pentru ca au reprezentat pentru mine fie modele, fie lectii profesionaleCineva de acolo de sus – pentru ca mi-a dovedit ca lucrurile cele mai importante le primesti fix atunci cand ai nevoie de eleEnergia pe care o am atunci cand dansezSatisfactia pe care o am atunci cand termin de scris un articol

Pentru voi, cum arata lista de recunostinta?

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