It’s Your Time to Shine!

timetoshineAs the New Year begins, it’s time to establish some professional and personal goals.  Here are a few simple tips to get you thinking…

  1. Remove clutter from your space both at work and home.  Create an environment that allows you to shine.  Surround yourself with positive, uplifting people.
  2. Be confident in yourself and the abilities you have to reach any goals set for yourself.  Believe in yourself and recognize that confidence shines through in everything you do.
  3. Shine in all your day to day activities.  Feed your body with foods that nourish and fuel you for success.  Feed your mind with stimulating reading and conversations with others that promote continuous learning throughout the year.
  4. Spread your shine to others.  Find someone else who needs help reaching their goals and commit to help them succeed.


timetoshine_male“There are no right and wrong ways to work in this business, but there are some basic common-sense practices. Work very, very hard and always be prepared; never give up; and once you get the job, give them more than they ever expected: – Shine!” Jimmy Smits

What Have You Achieved Today?

Time management and self-discipline are two things that that many employees struggle with at work and in their everyday lives (myself included). There is often a significant breakdown between intentions and behaviors that keep individuals from accomplishing all of the amazing things they intend to do. For example, say you are excited to start a new exercise routine. Perhaps you buy a new DVD to work out at home or get a new gym membership to start your plan to get healthy. What is it, then, that gets in the way of following through on the plan? Laziness? Maybe. However, it’s probably more than that. Continue Reading →

Let’s Get Motivated!

Current research in motivation is very conflicted.  Many developed theories have been thrown to the wayside once application in the workplace demonstrates a lack of success.  However, one of the most robust theories in motivation is the goal-setting theory.  The theory states that when employees set goals and are given feedback regarding the goals, employees are more motivated on the job.  It is best when employees participate in the goal-setting process as they gain ownership to his or her goals. Continue Reading →

3 Tips to Improve Managers

In human resources and other related fields, we often focus on improving employee performance. This is usually directed toward managers and how they should teach their staff to be more effective. But what about the managers themselves? It seems that the higher an employee is in the hierarchy of an organization, the fewer sources of feedback he or she receives regarding performance. So what can be done to inform managers about their own performance more effectively? Continue Reading →

3 Ways to Develop New Leaders

With the first quarter of the new year comes new changes in businesses across the globe. Many companies look to develop current leaders’ skills in such a way that provokes change and progression in the company, while other organizations may be looking for new talent to place in leadership roles. Either way, some trends have emerged for effectively developing old and new leaders that can be summed up in a few succinct pointers. Continue Reading →

The “Dreaded” Performance Reviews

We all dread performance reviews. And not just the topic, but the actual meeting that must occur in managers delivering the performance reviews and employees feeling awkward as the review occurs. There seems to be a strong negative connotation when saying the words, yet we all know how important performance reviews are to our development as employees. So, how do we lighten the topic? Continue Reading →

New Year’s Resolutions that Work

Whether formally or informally, most of us at least consider the idea of New Years resolutions for the purpose of improving our day to day lives. Having been a full time student since I was 5 years old, I often take time near the end of the year to reevaluate and think about new goals for the new year and new semester. Many individuals make resolutions about several aspects of their lives such as personal matters, work, or academics. In the past, my resolutions tended to be broad like, “I resolve to be more organized,” or, “I resolve to procrastinate less.” Of course, I never seem to follow through on these statements much like so many other individuals around the new year.

Why? Since New Years resolutions are the exact same thing as any other long term goal, they should follow the same guidelines we know for setting goals that we will actually reach. Continue Reading →

Goals at Work

Do you ever take time to think about what kinds of goals you have at work? Does your employer encourage you to set goals for performance (e.g., SMART goals used to set objectives)? If not, goal setting within the workplace is something important to consider as it could help you to define what your priorities and values are at work. When you truly stop to consider it, your goals may not be what you had expected. Perhaps rather than hoping for a 5 out of 5 on your next performance appraisal, you actually hope to outperform others and advance through the company. Or, perhaps you hope to develop your individuals skills through rigorous learning experiences.

There are many types of goals at work that an employee can hope to attain. Learning goals, performance/outcome goals, normative goals (in which you hope to outperform your peers), mastery goals, approach success and avoid failure goals, and many more. Understanding the specific kind of goals employees hold regarding their work can help organizations understand how to better help their employees either attain these aspirations or form more productive goals.

Often times disengaged employees will form avoid failure goals in which they are just hoping to “get by.” Obviously employers would prefer employees to aspire to something more toward learning or promotion. Moreover, feeling encouraged to set one’s own goals at work allows employees to feel more in control over their jobs rather than at the mercy of others. Our most recent panel data shows that 65% of employees surveyed felt that they had some control over their work. What about the rest?

Do you establish some goals for yourself or do you primarily operate based on organizational objectives?



Grant, H., & Dweck, C. S. (2003). Clarifying achievement goals and their impact. Journal of Personality and Social Psychology, 85, 541-553.