As a non-native Minnesotan one thing that strikes me is how loyal Minnesotans are to this land of 10,000+ lakes. Don’t get me wrong, this state, specifically the Twin Cities, has much to offer from boasting home to 20 Fortune 500 companies (third largest of any U.S. metro) to an array of outdoor adventures appeasing any REI enthusiast. However, having grown up and spent most of my adult life on the west coast, I find this geographic devotion unusual. Many of the friends I grew up with have traveled outside of CA for work and accepted job transfers to other regions in the US. This readiness to relocate is not typical of Minnesotans and according to a recent Harvard Business Review article, this unwillingness to take your job search national might not be the wisest decision, particularly if you are a recent graduate.
With an unemployment rate that is improving but still hovering around 9%, being open minded about location is wise for a job seeker. The number of workers who relocated for work was at a record low in 2011 (11.2%), down from 20% in 1985. Yet 32% of companies say they would be willing to pay for relocation expenses for the right hire. So why the disconnect? There are several reasons why many Americans stay rooted ranging from fear of the unknown to family obligations.
By Deb Basarich, Full-time UST MBA Associate Director of Student Life
I was once asked in a job interview “When is it OK to lie?” I’ve often thought about this question and have asked it to others. The answers I receive vary, but I’ve found most people can identify a time when it’s OK to lie. A recent post by Peter Bregman in the Harvard Business Review Blog Network entitled “Do People Really Want You To Be Honest?” makes me wonder – do they?
Peter suggests that we often “position messages to gain buy-in from others” or to “present things in a light that we think will make it easier for others to accept.” By doing this are we protecting someone else’s feelings or are we really just protecting our own? Have there been times where we may have tweaked our answer in order to make our answer seem less rude or make it more acceptable?
I posted last week about “educators trying to exploit Twitter-like technology to enhance classroom discussion.” In the mean time I’ve been following the response to the New York Times article that spurred my post.
Harvard Business Review’s blog, The Conversation chimed in this week as well with the opinion that, “The project is well-intentioned: they wanted to get kids more comfortable with speaking up by giving them digital tools to do so. The trouble is, now the kids are staring at screens all day instead of interacting with each other or the teacher.”
The way most of us work isn’t working. Study after study has shown that companies are experiencing a crisis in employee engagement. A 2007 Towers Perrin survey of nearly 90,000 employees worldwide, for instance, found that only 21% felt fully engaged at work and nearly 40% were disenchanted or disengaged.
Tony Schwartz, president and CEO of The Energy Project and author of The Way We’re Working Isn’t Working was recently interviewed on HBR’s Ideacast. He is also the author of the HBR article The Productivity Paradox: How Sony Pictures Gets More Out of People by Demanding Less.
In the podcast Schwartz discussed some counter-intuitive ideas about productivity. Specifically, he explained that like our normal sleep cycles at night, our body cycles throughout the day and it is important to recognize those cycles in order to be productive at work. What does that mean?
HBR’s Conversation has a great post this week about management and covering people’s backs. It helps, as an employee, to know that your boss supports you. “There are many nuances to how bosses protect their followers, but it’s a useful simplification to say that the protection must be both tangible and emotional.”
Robert Townsend might be the poster child for the kind of boss that provides tangible cover to his team. He tends to be known at this point for having written the most outrageous management book ever published,