Crina and Kirsten Get to Work

Let’s have some good news about women at work. And what better place to look than in the news from all over the world. In a great story out of Australia, we can all have a good chuckle about an art installation that excluded men and the legal challenge that ensued from a man who felt he was not getting his money’s worth because he could not access an exhibit only available to women. The Court disagreed with the man who filed the suit finding that he was experiencing exactly what the artist wanted him to experience - exclusion. Museum behind ladies-only art exhibit sued by man who was denied entry - National | Globalnews.ca And here in the US, women are reentering the workforce at a record pace. This resurgence appears to be linked to women coming back to a more diverse set of industries and positions more women in leadership and the flexibility offered by hybrid work. 3 Reasons Women Are Reentering The Workforce At A Record Pace In a study commissioned by the non-profit Girls Who Code and its Moms First campaign, Boston Consulting Group found that on-site childcare, close to site childcare, backup childcare and childcare stipends had impressive returns on investment - anywhere from 90% to 425% - all we can say is WOW! BCG Report, 2024 - Moms First NPR reported on Icelandic women continuing their tradition of striking to create equity in pay for women and non-binary people. Women and nonbinary Icelanders go on a 24-hour strike to protest the gender pay gap And last up - we know women have typically had to work harder than men for the same pay and recognition. This travesty does not apply to exercise. The Journal of the American College of Cardiology found that women get more benefits than men from the same amount of exercise. And that is the good news, listeners.

On this episode of Crina and Kirsten Get to Work our hosts explore executive presence for women at work. Sylvia Ann Hewlett, an economist and the CEO of Hewlett Consulting Partners, said that executive presence is the difference between merit and success. We can sometimes cringe when we hear and talk about executive presence because it can feel like a call to be someone other than who we are - the requirement to fit into a mold to be a leader. No, say our hosts!! The new executive presence is about authenticity and inclusion. Hewlett conducted surveys in 2012 and again in 2022 that tell a story of significant shifts in our view of executive presence. The New Rules of Executive Presence (hbr.org). Hewlett says, “[t]he old ideal—shaped and embodied by white male CEOs who ruled the U.S. and European corporate worlds through the beginning of this century—has long been eroding.” Executive presence is made up of gravitas (think confidence and decisiveness); communication (think clear and direct) and appearance (think authenticity). In 2012, Hewett’s survey showed that having “a blue-chip” pedigree was important for gravitas, and that characteristic did not even make the list in 2022. In 2022, respect and inclusiveness were more important to executive presence than they were in 2012. Another shift was seen in the communication element of executive presence where in 2012 “forceful” was important and in 2022 “listening to learn” was important to executive presence. Even our view of executive presence as it relates to appearance has changed - while being polished is still important, authenticity has risen to one of the most important factors in the appearance component. Executive presence is learnable - and you do not have to master all of the elements. Focusing on your authentic strengths can improve your executive presence. Hewlett’s work tells us two important things: 1. we can be our authentic selves and have executive presence; and 2. executive presence in the workplace is more inclusive than ever before.

Microstress differs from traditional stress in its subtlety and frequency. These small, often unnoticed stressors can accumulate and greatly impact our well-being, both mentally and physically. Join us as we uncover the hidden impacts of microstress and explore strategies to combat its effects for a healthier, more balanced life. SHOW NOTES While traditional stress arises from major life events, microstressors are small, often unnoticed, and yet they can accumulate and significantly affect our well-being. Microstress, unlike what we think of as more conventional stress, does not provoke the same physiological response as bigger stress - so our body is not working to protect us from stress in the same way. Microstressors can be categorized into three main types: The effects of microstress extend beyond mental health, impacting physical well-being as well. It disrupts the body's ability to maintain internal balance, leading to issues like "brain fog," where cognitive function is impaired - and even affects our body’s ability to process food. Despite these challenges, there are strategies to mitigate the effects of microstress. Pushing back against microstress in practical ways—such as learning to say no to small requests, managing technology to reduce interruptions, and readjusting relationships to prevent others from putting microstress on you—can be effective. Rising above these stressors, by keeping them in perspective and not letting them consume us, is another valuable approach. Human connection emerges as a powerful tool in combating microstress. Engaging with others helps develop brain circuits that manage our reactions and emotions, alleviating the burden of stress. By cultivating diverse connections and engaging in meaningful activities, we can create a multidimensional life that buffers us against the effects of microstress. Join us as we explore the world of microstress, uncovering its hidden impacts and discovering strategies to combat its effects. Learn how small changes in daily life can lead to significant improvements in overall well-being.

Embarrassing yourself is the key to success - well, not exactly, but there are benefits to embarrassment. In this episode of Crina and Kirsten Get to Work, our hosts delve into this unusual emotion - embarrassment - hot head, panic, stomach upset, racing heart, sweating - and all of the things. SHOW NOTES Science tells us embarrassment is a unique emotion - unlike an emotion such as fear, we need to think before we can feel this emotion. Rowland Miller at Sam Houston University tells us, “we become embarrassed when we perceive that the social image we want to project has been undermined and that others are forming negative impressions of us.” But there is more to embarrassment. John Sabini of the University of Pennsylvania and his colleagues found embarrassment is likely to arise when a person anticipates a disruption of smooth social interaction and/or faces a situation without clear social expectations . She is not worried about making a bad impression, but rather she does not know what to do next. Sabini defined three kind of embarrassment: Crina adds a fourth type, vicarious embarrassment, to this list - the feeling of being embarrassed for others. Embarrassment serves a few important purposes. Embarrassment signals others that we know we stepped in it and these negative feelings discourage us from doing it again and encourage us to make repairs with others. It can also encourage us to prepare for a situation to avoid being embarrassed. Research published in the Journal of Personality and Social Psychology found people who expressed more outward signs of embarrassment while describing their embarrassing moments (such as tripping) also reported a tendency to be more "prosocial" — that is, kinder and more generous. Researchers also found that when the study’s actor expressed embarrassment, study participants found the actor more trustworthy and wanted to affiliate with him more. Embarrassment can humanize a leader because it helps break down the barriers between team members and the leader and ultimately allows for stronger connections to form. Does the leader have some humor about her embarrassment or are they prickly and defensive about the embarrassment? A leader’s response to embarrassment can set the tone for the team. When we think about how to respond to embarrassment, research suggests most people tend to overestimate how much others notice our embarrassment. We can help put embarrassment in context by detaching ourselves and thinking about how we would react as an observer of our embarrassing situation. It’s likely we will find grace, distance and context in that exercise. We know embarrassment does not feel good, but it communicates we care and presents opportunities to consider our behavior and be more connected with those around us. The Surprising Perks of Being Embarrassed Oh no you didn't! Journal of Personality and Social Psychology, Countering embarrassment-avoidance by taking an observer's perspective | Motivation and Emotion

There are good reasons why women don’t speak up at work, but that silence is not serving us. When we communicate publicly, assertively and honestly for the rights and needs of ourselves and others, we’re shifting the power dynamics that have held us all back. SHOW NOTES First, we know that women are more likely to speak up for others than they are for themselves. We also know from the research that women are far more likely to be interrupted and talked over. A 2014 study by Harvard Business Review found that while men and women see this as a problem, men tend to attribute this to a woman’s failure to make their point in a strong, clear way - or getting rattled and allowing themself to be interrupted. Women tend to attribute this to feeling isolated and not liking conflict. Our hosts delve deeper into what the research says about why and here is what they found: When we do not speak up , we end up less of all the good things - physical and emotional well-being and more of what we do not want, stress and unhappiness. There are some key times to speak up: when our boundaries are violated, when we notice someone is upset, when something goes against the rules, when we recognize danger and when no else does. Dr. Sunita Sah at Cornell University suggests preparing to speak up can be helpful and asking for more time if you need it. Crina and Kirsten add, being clear, avoiding over-explaining, being compassionate and honoring your preferences. The benefits of voicing your thoughts are high - more authenticity and more satisfaction. It is also critical that each of our very special and unique voices are heard. MORE GOOD READS Speak Up at Thanksgiving. Your Health Demands It The Unavoidable Trap of Politeness: Why Is It So Hard to Just Say “No”? ‹ Literary Hub Opinion: Why you find it so hard to resist taking bad advice - Los Angeles Times Women, Find Your Voice (hbr.org) Speaking Up for Yourself Is Important — 11 Steps to Get It Right Why Is It So Hard to Speak Up at Work? - The New York Times The Effect of Gender on Interruptions at Congressional Hearings | American Political Science Review | Cambridge Core

Love and work embrace as hosts Crina and Kirsten explore how to infuse our work with love. From expressing love through our tasks to cultivating a service mindset and practicing generosity, this episode serves up a recipe for success that's as fulfilling as it is rewarding. Let's bring more love into how we do our work! SHOW NOTES Crina and Kirsten dive into love and work, where Albert Brooks, Oprah Winfrey, Marcus Buckingham, Bob Rosen and Joe Ricciardi serve as guides to infuse our conversation about doing our work with love. Forget the notion that work and love should be kept in separate corners of our lives; we're here to blend them together like the perfect cocktail - at work! As Kahil Gibran said, “work is love made visible.” Our work is an amazing opportunity for us to express love - something we are made to do. Our duo digs into the different flavors of workplace love. There's love of purpose, love of accomplishment, love of colleagues, and even love for ourselves. Each adds its own unique flavor to the workplace stew, creating a recipe for success that's as fulfilling as it is rewarding. There is also the opportunity to infuse the work we do with love, which is something we do not talk about as often - how we talk with customers and clients; how we build the thing we are building at work; how we write the memos and letters and emails - with each task there is the opportunity to infuse the task with love. How do we put this into practice? We can adopt a service mindset, practice generosity, show compassion, and create trust. And let's not forget to sprinkle gratitude on top—it's the secret ingredient that ties everything together. Expressing love in our work is a blend of these concepts. So, as we bask in the love of Valentine's Day, let's make a pact to bring more love into how we do our work. GOOD READS What's Love Got to Do With Work? | Psychology Today Marcus Buckingham: Why “Love” Is the Key to Career Success (hbr.org) The Only Career Advice You’ll Ever Need - The Atlantic How To Bring More Love Into Your Work - Eat Your Career Love At Work: Here's How To Truly Show Love To Your Colleagues This Valentine's Day (forbes.com)

In the world of work, where productivity and success are often measured in tangible outcomes, the concept of social capital emerges as a crucial element. It goes beyond the conventional understanding of networking and friendships, delving into the interconnected networks, shared norms, and trust that form the glue holding people and organizations together. And there are chickens . . . . Crina begins with a story about her husband, Barry, that illustrates what can be the natural and organic creation of social capital. Despite facing skepticism from some team members who deemed it a waste of time, Barry's emphasis on communication among co-workers is creating a cultural shift at his work, fostering collaboration and teamwork. This anecdote parallels a study of chickens, yes, chicken! The study reveals that individual productivity, while initially successful, ultimately hampers overall success when it comes at the cost of suppressing others and focusing on self. Robert Putnam's research at Harvard helps us understand that social capital extends beyond the workplace, encompassing community bonds and shared values. It differs from mere friendship or networking, encompassing trust and reciprocity - and it is kind of all of those things rolled into one. Social capital is a catalyst for societal well-being, impacting employment levels, academic performance, physical health, economic growth, and even crime rates - and really impactful to teams. Research highlights the numerous benefits of social capital in the workplace, including lower turnover, improved performance, increased knowledge transfer, innovation, and career mobility. Social capital at work looks like giving, connecting, and valuing others' expertise without expecting immediate returns is emphasized. It's about building trust and authenticity through reliability, transparency, vulnerability, and empathy. Social capital is not a quid pro quo - or you scratch my back and I will scratch yours. However, the downside of social capital is also acknowledged. Tight-knit networks may inadvertently exclude non-members and create conformity pressures, potentially limiting personal freedoms. Social capital is not just a soft skill but an imperative for individuals and organizations. It involves creating a culture that values relationships, fosters trust, and recognizes the unique contributions of individuals. In the dance of productivity and success - and well being - social capital gets us a long way to creating a harmonious and thriving workplace experience.

On this episode of Crina and Kirsten Get to Work, our hosts delve into the topic of “happierness” and explore the secrets to building a fulfilling life in 2024. How is that for ease, meaning and joy in 2024!! Drawing insights from renowned social scientist Arthur Brooks and the incomparable Oprah Winfrey, let’s navigate through the complexities of the human experience. In the pursuit of “happierness,” we come to understand that happiness is not a constant state but rather a dynamic interplay of three crucial elements: enjoyment, satisfaction, and meaning. Unlike the elusive state of perpetual happiness, happierness proves to be a more achievable and sustainable goal. The global impact of the COVID-19 pandemic has been catastrophic for public happiness, with percentages of those happy and unhappy experiencing a dramatic shift. Long-term trends indicate a gradual decline in happiness, further exacerbated by the advent of social media, proving detrimental to overall well-being. Contrary to popular belief, money, power, pleasure, and fame are not the key drivers of happiness. True happierness stems from faith, family, friends, and work that serves others, offering a deeper and enduring sense of fulfillment. Breaking down the components of happiness, we discover that enjoyment is distinct from pleasure, involving shared experiences and memories that contribute to lasting joy. Satisfaction arises from the struggle and progress toward goals, requiring a delicate balance between ambition and contentment. Meaning, the understanding of one's purpose and the significance of actions, completes the trifecta. Work, being a significant part of our lives, plays a pivotal role in happiness. The happiest workers find joy in earning their success by creating value and feel a sense of purpose by serving others. Positive relationships at work, commitment, and a genuine desire to make a difference contribute significantly to job satisfaction. And the key to the happiness puzzle seems to be metacognition, or the ability to step back and observe one's emotions, emerges as a key to happiness. Being aware that happiness is contagious, individuals can consciously choose their emotional responses and influence their well-being positively. Developing emotional intelligence involves tools such as journaling to improve metacognition, gratitude practices, laughter, and storytelling to create a diverse emotional bank, promoting better emotional well-being. Choosing hope over optimism becomes a powerful strategy in the pursuit of happiness. Deep friendships, family relationships, and the ability to turn attention away from negativity contribute to a more resilient and content life. Embark on this insightful exploration of happierness and learn how to build the life you want in 2024. Remember, happiness is not a destination but a journey of continuous growth and self-discovery.

In this special New Year's episode, we reflect on the past year and discuss our plans for 2024 as we continue to pursue EASE, MEANING and JOY! SHOW NOTES Did you know that January 1st has been celebrated as New Year's Day since 45 B.C.? The month of January is named after Janus, the ancient Roman god symbolizing transitions and new beginnings. Crina shares her learnings from 2024, including how to travel alone and the importance of letting go of control in her daily life. She discovered that even small changes can have a significant impact on one's life. Kirsten, on the other hand, realized that her goals were inconsistent, particularly in relation to travel, health, and savings. For the upcoming year, Kirsten plans to focus on mastering the things that have been working well for her and finding more happiness in her life. This includes refining her reactivity, exercising regularly, spending time outdoors, and nurturing her friendships. Crina's plan for 2024 is to continue traveling as much as possible and also prepare herself for aging well physically and financially. Both of us are on this journey of self-improvement in service of ease, meaning, and joy in our lives. In the next episode, we will discuss the importance of learning in every situation. And don't forget to stay tuned until the end for some hilarious outtakes in our blooper reel!

Unmasking the truth: In this episode of Crina and Kirsten Get to Work, they dive deep into the importance of authenticity in the workplace. However, a shocking study reveals that more than 3 in 5 workers are hiding something about their identity from their employer, with fear of backlash and career advancement concerns being the main reasons. So, to reveal or not to reveal? That is the question. SHOW NOTES Authenticity is about being genuine, your original self - and there is also an element of being worthy of acceptance. Authenticity does not mean you need to share your life story or connect with everyone on a deep personal level or share every unfiltered thought or opinion you have. We know from the research that being authentic makes all things work better - engagement, performance, innovation, retention, belonging - just all of it. And according to the Harvard Business Review - it makes us more ethical. Why Authentic Workplaces Are More Ethical (hbr.org) And, we are still hiding things at work. A recent study by JobSage found more than 3 in 5 workers said that they are currently hiding at least one thing about their identity from their employer and 64% said that they’ve experienced backlash after revealing something about themselves, most often being treated unkindly or ignored completely. What do people hide? The top three are political views, information about their families, information about their own mental health. JobSage reported that employees hide things about themselves to avoid making people uncomfortable (49%), avoid being stereotyped (43%) and, understandably, out of fear that revelation might impact their career advancement (41%). Interestingly, men and women are almost equally likely to be hiding something from their employer (66% and 62%, respectively), but for slightly different reasons. While men don’t want to make people uncomfortable, women are more concerned about being stereotyped. A shocking 4 out of 5 employees have repressed some aspect of their identity for the sake of their career. Some of this hiding is wise and protective. But according to Dorie Clark, author of Stand Out, there are impacts to hiding. It consumes energy, it can create the loss of confidence and increased fear, career stagnation and isolation, as well as stifling creativity. The Real Dangers of Hiding Our Whole Selves at Work: An Interview with Dorie Clark - Navalent… Listeners, you are precious creatures - not everyone gets your preciousness - use your energy wisely - whether you reveal or not. More good reads: Authenticity at Work: Everything You Need to Know (betterup.com) Re-thinking authenticity at work | LSE Business Review Find all of our episodes (and cool pictures of Crina and Kirsten) at https://yougettowork.com/

We are diving headlong into the topic of leadership. Grab your metaphorical popcorn; start your commute or head out the door on a walk- this one is thought provoking! Our co-host, Crina, is on a mission because, in her words, so many people are impacted by the "people in charge." Today's episode is an exploration of leadership, exploring why it's so darn crucial in our modern jungle of responsibilities. Newsflash from the Fortune 500 universe – it's raining women CEOs – relatively speaking anyway! In January 2023, the Fortune 500 list had a glow-up moment with more than 10% of companies now led by women. Finance, healthcare, retail – you name it, women are turning corporate landscapes into their own VIP parties. Leadership is a dance of focus, influence, perspective, and emotional connections. According to the leadership maestros, Marcus Buckingham and Ashley Goodall, the secret sauce is meeting the "we" and the "I" needs of your team. But how do we get that secret sauce of the “I” and the “we?” Project Aristotle, actually a deep look by Google on what makes better teams, reveals the magical ingredients, from creating psychological safety (no public shaming, please) to modeling dependability and providing crystal-clear structures. The societal expectations we women often wrestle with? Turns out, those are the very things making women fantastic leaders. Decades of psychological research agree; when women lead, magic happens. Dr. Alice Eagly's studies reveal that women make better leaders, with a dash of transformational leadership and out-of-the-box thinking. We know leadership can be stressful and University of Southern California research finds that women make better decisions than men when under stress. Ladies, our brains are like stress-proof shields, managing cortisol like wizards handling wands. Women leaders make work better. Women leaders aren't just breaking glass ceilings; they're transforming the leadership landscape into a place where there is more ease, meaning and joy. Find all of our episodes at https://yougettowork.com/

In this episode of Crina and Kirsten Get to Work, get ready to dive deep into the world of artificial intelligence! We're here to get you psyched about the endless possibilities AI brings. But hold on, before we can fully embrace AI, there are a few things standing in our way. Maybe it's our lack of awareness or understanding that's holding us back. Or perhaps it's concerns about privacy and security. And let's not forget those resistant-to-change folks out there. But hey, just like any other skill, we can overcome these obstacles with a little practice and training. Here's some mind-blowing news for you: a recent Goldman Sachs report reveals that generative AI could impact a whopping 300 million jobs every year across various industries. We're talking healthcare, education, social work, finance, law - you name it! That's HUGE. But guess what? AI isn't just a game-changer for everyone; it's a game-changer for women too. From inclusive hiring practices to learning platforms for skill development, remote work support, and empowering women entrepreneurs - AI has their back. Now, we can't ignore the potential downsides either. If AI is trained on biased data or designed without considering equality, it could perpetuate gender bias. That means discrimination and inequality might become part of AI's programming. And who knows, AI might even snatch jobs traditionally held by women. All that being said, AI can also be a whole lot of fun! So why not give it a shot? Sign up for ChatGPT, Bard, Copilot, or Bing and let your imagination run wild. Write a letter, plan an office party, or even whip up a killer job description with the help of AI. The possibilities are endless!

In this episode of Crina and Kirsten Get to Work, our hosts dish on workplace spouses - but hold tight because, as usual, they have some opinions on workplace romance they need to get out there first! The origin of the term “work wife” is from 19th century UK and was first used to describe a very close and aligned working relationship between a government minister and his male secretary. The term then went on to describe female assistants as work wives - taking care of the male bosses personal needs at work. We have moved away from this - thankfully! Today the term workplace spouse describes someone at work who is a gender to which we are attracted and with whom we share something of an exclusive, intimate, nonsexual bond with at work. We need to take care with labels as what we call something can be self-fulfilling. Simply Hired reports that half of women and 45% of men report having a work spouse at work and a significant percentage of these folks feel sexual attraction to each other. In a time where we recognize the benefits of keeping sex out of the workplace, why do we continue to sexualize people who are really friends - let’s just have more friends. Listen as Crina and Kirsten take issue with sexualization of the workplace - and advocate for workplace friends.

Why vote - in part to elect more women. The research shows that the kind of legislation and policies women sponsor, advocate for and support make a meaningful difference to the experience of women at work and in the community in general. The state of the world and participation in the executive and legislative parts of government remains unequal. There are 195 countries in the world and only 26 countries have women heads of state - and the US is not one of those countries. Only 6 countries in the world have reached gender parity in their legislative branches of government - and the US is not one of those countries. Facts and figures: Women’s leadership and political participation | UN Women – Headquarters. When women are able to gain access to these roles activities the government engages in change. For example, In India, local jurisdictions with women-led councils are more likely to have a clean drinking water project as compared to male-led councils. Women are also more likely to champion issues of gender equality, such as the elimination of gender-based violence, parental leave and childcare, pensions, gender-equality laws, and electoral reform. As the National League of Women Voters tells us - EVERY VOTE COUNTS. So get informed and vote - you can change the trajectory of women’s experience at work and in our communities.

Get ready for us to take off the gloves and go at it with female rivalry in the workplace. SHOW NOTES Female rivalry is something that has been identified as keeping and holding women back from success in the workplace - and from equity, which is another one of those messages to us that our lack of equality in the workplace is our own fault - because we are catty and mean. A large meta-study in the Journal of Organizational Behavior found the research on this topic is conflicted and concluded that the studies thus far on this issue have been inadequate to reach a real conclusion. There appear to be two competing perspectives on this issue – one is that women compare, compete and undermine each other; while the other is that women support and cooperate with each other. What our hosts believe is that female rivalry as something in itself does not exist and rather when it exists it is the product of a biased and dysfunctional system. Let’s start with bias. Women are expected to be communal and collaborative and supportive in the workplace. However, the workplace also expects us to compete for influence, promotions, and power. When woman act in opposite of the expectations around the “nice” behavior and engage in the competitive behavior, they are more harshly judged than their male counterparts. This is yet another situation where the same behavior is differently judged based on gender. As Sheryl Sandberg and Adam Grant write “[w]omen aren't any meaner to women than men are to one another. Women are just expected to be nicer. We stereotype men as aggressive and women as kind. When women violate these stereotypes, we judge them harshly." What the research does say is the fewer opportunities there are for women, the more likely women are to report female rivalry. When there are fewer opportunities for women, there is often something wrong or dysfunctional about the system, which results in dysfunctional behavior from women. This is not to say queen bees do not exist – just like men – but it is to say women are more harshly judged for it and tit is more likely to occur in an environment when there are fewer opportunities for women. More good reads: Catty, bitchy, queen bee or sister? A review of competition among women in organizations from a paradoxical‐coopetition perspective - Kark - Journal of Organizational Behavior - Wiley Online Library Gossip, Exclusion, Competition, and Spite: A Look Below the Glass Ceiling at Female-to-Female Communication Habits in the Workplace Opinion | Sheryl Sandberg on the Myth of the Catty Woman - The New York Times What everybody needs to know about female rivalry in the workplace - AB Media & Communication

In this episode of Crina and Kirsten Get to Work our hosts reconsider a fundamental part of this podcast and our experiences at work – meaning. Meaning is the why of what we do, the significance of our work, the point, what makes what we do worthwhile – big stuff. Research shows that meaningfulness is more important to us than any other aspect of our jobs — including pay and rewards, opportunities for promotion, and working conditions. When we experience our work as meaningful, we’re more engaged, committed, and satisfied. Meaningful Work | Michael F. Steger. When we experience meaning at work, our performance it better, we are more loyal, our jobs become more dear to us to such an extent that we are willing to give up money, we are more engaged, our attendance is better, we are more likely to be promoted and we experience more well-being, 7 Surprising Benefits of Doing Meaningful Work. Leaders have a significant role in creating meaning at work for those they lead. Leaders who are able to communicate the work’s greater impact, recognize and nurture potential, articulate values and act on those values with their own personal integrity and give employee’s some freedom and autonomy in their work are more like to have employees articulate their work is meaningful. 7 Surprising Benefits of Doing Meaningful Work. As individual women at work, we can experience more meaning in our work by being more mindful and aware- of both ourselves and others. As we are more aware of our environment, we are better in our daily interactions and able to see and articulate what we need and be more aware of what our co-workers need. As we are more mindful and aware, we are more creative in our solutions to problems, and as we solve problems, we experience more meaning. What Makes Work Meaningful? Meaning may be the most important element of workplace satisfaction. It can turn the mundane into the magical.

You need play, you are never too old for play, play is fun - and play at work makes work so much better. Bring on the joy! What is play? It is an in the moment activity with the goal of amusement or fun. Our mammalian brains love play. The bigger the brain in an animal, the more play the animal seems to engage in. This is because play is how we learn and explore the world - and mammalian brains have made this activity feel good so that we are motivated to do it. In one study of play in bears, bears who played more were more likely to survive. But what about play at work? Research has found evidence that play at work is linked with less fatigue, boredom, stress, and burnout in individual workers. Play is also positively associated with job satisfaction, sense of competence, and creativity. Studies show that when a participant receives a task that is presented playfully, they are more involved and spend more time on the task. It also improves our emotional, attitudinal, cognitive being. Teams of workers can benefit from play via increased trust, bonding and social interaction, sense of solidarity, and a decreased sense of hierarchy. Furthermore, findings suggest that play at work can benefit whole organizations by creating a friendlier work atmosphere, higher employee commitment to work, more flexible organization-wide decision making, and increased organizational creativity. WOW! As we mature, we develop a style or mode in which we are most comfortable being playful. Dr. Stuart Brown, author and founder of the National Institute of Play, calls these styles of playfulness, “play personalities.” These are not based on scientific data, rather Dr. Brown discerned them from thousands of interviews and observations: Connector, Joker, Kinesthete, Explorer, Competitor, Director, Collector, Artist/Creator, Storyteller, and Connector. Which play personalities speak to you? Read more at: How to Have Fun at Work Science of People Cultivating a sense of playfulness at work and in life Forced Fun Sucks - So Why Do Organizations Keep Doing It? How to Have Fun at Work Everything You Wanted To Know About Play At Work (But Were Afraid To Ask) Stuart Brown: Play is more than just fun | TED Talk

On this episode of Crina and Kirsten Get to Work, our hosts reset the state of women at work after a restful and relaxing hiatus. Joan Williams and her daughter Rachel Dempsey, wrote What Works for Women at Work. Joan has decades of experience as a law professor and she runs a project focused primarily on women at work called Work Life Law at Hastings Law School. Rachel is a journalist. The authors have characterized womens’ experiences at work into four patterns: Prove it Again stems from assumptions about how women will behave at work. This pattern looks like being penalized for mistakes that men make with little or no consequence; having to defend your decision or back it up with data, even if you are a seasoned professional; and the “stolen idea.” The Tightrope stems for the precarious balance women are expected to strike between masculinity and femininity. This pattern looks like being “too much” or “not enough”, being either a bitch or a doormat; and being pressed into traditionally feminine roles, such as taking notes. The Maternal Wall stems from the strong negative competence and commitment associations triggered by motherhood and prescriptive bias (mothers should be at home). Joan and Rachel say “the ideal worker is expected to be unreservedly devoted to work, while the ideal mother is expected to invest similar levels of devotion to her children. As a result motherhood is perceived as incompatible with high levels of work effort.” This pattern looks like not getting hired or promoted because of the assumptions others make about the obligations of motherhood. The Tug of War stems from women working in what is a dysfunctional system. Rather than supporting each other, we can pit ourselves against one another, we can also buy into male norms. Sometimes our different strategies to deal with a dysfunctional system pit us against each other. Joan and Rachel remind us of a few important premises when we consider these four patterns: The book is full of strategies to address the four patterns and a chapter on lessons learned from the research. Joan’s Work LIfe Law institute has developed what they refer to as bias interrupters, which are assessments and training to address the bias which is the root of the four patterns. Check out Bias Interrupters on the Work Like Law website. Joan and Rachel’s book is a comprehensive look at women’s experience at work. They remind us what we experience is real, they help us to clearly define that experience and they provide excellent strategies, tools, lessons and stories for us to best manage that experience.

A key to time management is learning how to say, “no.” Join us in this final rerun of the summer and revisit time management, how your values dictate your priorities, and when to say, “no”.

We know you will enjoy the chance to revisit this important topic as part of our summer focus on rest, relaxation and vacations! As a reminder...Our minds and bodies need rest from things like mental stimulation, social encounters, creative endeavors and emotional outputs. Taking time to truly rest your mind, body and soul is the ultimate self care regiment and a direct line to ease, meaning and joy at work, and in life! SHOW NOTES Why do We Working Women Need Rest? According to Saundra Dalton-Smith in The 7 Types of Rest that Every Person Needs, “[w]ithout attention to rest, we are creating a culture of high-achieving, high-producing, chronically tired and chronically burned-out individuals.” According to psych central, 70 percent of visits to the doctor are due to stress-related health issues. “Rest is the only way to engage the part of our nervous system that allows for relaxation.” It is literally vital for our physical and mental health.” The 7 types of rest that every person needs | (ted.com) What Does the Data Say about the Effectiveness of Rest? Researchers at Stanford did a series of experiments looking at the effects of walking on creativity, as measured by a test of divergent thinking—which asked people to come up with novel ways of using an everyday item, like a brick or a doorstop. The researchers compared participants’ performance under four conditions: while walking on a treadmill, while seated inside, while walking outside, or while being wheeled outside in a wheelchair. Their results showed that walking and being outside each separately led to better performance on the test. Moreover, in one experiment, the researchers showed that the benefits of walking on creativity did not fade immediately, but carried over into performance on future tests. ”https://greatergood.berkeley.edu/article/item/how_resting_more_can_boost_your_productivity The company Basecamp added another day to the weekend and found productivity unchanged. Workers got done in 4 days what had taken 5. 8 Minute Read Why Restorative Rest Makes You More Productive And How To Achieve It How Do We Achieve the Restorative Rest Whether you schedule a walk with a friend (or by yourself), commit to get up from your desk once every hour to get a glass of water, meditate for 10 minutes before you start your day or book your solo vacation - get it on your schedule! If you want to restore your creative energy - get inspired by listening to music, getting outside in nature, watching the sunset or enjoying beautiful art. If you want to restore your physical energy, sleep - of course, but also just sitting. If you find yourself irritable and unable to concentrate, you may have expended too much mental energy - which is classic Kirsten. Schedule a time to take a breath. Crina schedules lunch and commits to healthy, nutritious food and it is an anchor in her day and restorative in many ways. If you are on sensory overload - turn everything off and shut your eyes - just for 10 deep breaths - and avoid going home and turning the tv on - find some quiet. Emotional energy is complicated - are you holding others emotions or has life just sent you on an emotional roller-coaster? Identify what you need - maybe you need to authentically express your emotions in a safe place or to wrap a metaphorical quilt around your tender soul? Social rest is an obvious one for those of us who are introverts - we need time to ourselves, and so do those of us who are extroverts - we just tend to need less of it and sometimes not realize it. Spiritual rest is the energy to find deep meaning, a sense of purpose and belonging and love. When those things are missing from our lives, it may be time to up our spiritual energy quotient. It could be faith or religion, but Dalton-Smith suggests that you can cultivate a sense of purpose with music, uplifting and inspiring videos, focusing on the magical - such as the bloom of a flower or dew on a leaf - and then going...