Decisions are part of life, both personally and professionally. 

We make hundreds of them everyday without thinking about it but there are some decisions that are harder to make than others.

Have you ever had to make an important decision and had very little time to make it?
 
Odds are, that left you feeling anxious and seriously stressed out.
 
This recipe of making a tough call on a tight deadline means we can’t take the time to think things through, or do the research we’d like to help guide us in arriving at a decision. This decision-making pressure cooker environment can also lead to worrying about the fallout of the choice we make.

In a recent Inc. Magazine article, Jeff Steen shares his 5-minute, 4-rung ladder rule as a way to dial down the stress involved with making (and worrying about) tough personal and professional decisions.

Rung #1: Ask two questions

• Will this decision have a measurable or noticeable impact on my people, my company, or society?
• Is this decision time-sensitive?

 
If the answer to both questions is NO, there is no need to make a hasty decision. You can take time to weight the options and gather more information.

If you answer YES or MAYBE to one of the questions, move to Rung #2.

​Way back in April, HBR had an article about Zoom fatigue. Who knew that, five months later, we would still be relying on video conferencing as the work from home (#WFH) mandate continued?
 
It may be time to revisit that online conferencing checklist. Here are HBR's five things to help minimize feeling emotionally, mentally, and physically drained after online meetings, workshops, or conferences.
 
Fatigue is different than tiredness, something which can be cured with a good night’s sleep. Fatigue is a pervasive lethargy, a lack of physical and mental energy and motivation. 
 
Why are virtual meetings so exhausting? Many of us attended in-person meetings just as frequently but are surprised to find that online sessions are much more draining.
 
First, we have to focus much more intently to absorb information. There are no sidebar exchanges or quick, clarifying questions to the person sitting next to us.
 
Second, it is much easier to be distracted. Who can see that you are checking email, texting a friend, or reviewing a document? No one, that’s who. But while you are doing those things, you aren’t truly listening. And then there are interruptions from pets, spouses, and children who are also sharing the same space. 
 
Last but not least, video requires a different level of showing our attentiveness. To prove that we are paying attention, we have to look directly at the camera. We aren’t granted the reprieve of the visual breaks we would be granted during in-person meetings. 
 
Below are the five research-based recommendations HBR suggested to help alleviate, or at least minimize, Zoom fatigue.

Many of us believe that our education and technical prowess make us employable. Sure, those things may get our resume read more closely and even get us in the door of a company.

When surveyed, CEOs listed four primary characteristics of an invaluable employee:

1. Adaptability: These people are ready and willing to change, to learn from experience and be flexible as the need arises. They are open to new ideas, new situations, new solutions and are more resilient and able to connect with their colleagues even in the midst of uncertainty.

2. Able to receive constructive feedback:  Individuals who are able to hear constructive feedback from their leaders and peers and use that information to improve are highly valued. They view feedback as a growth opportunity and don't take criticism personally.

Businessman, author, and philanthropist David Novak believes there's a tremendous lack of recognition in the world today, something he calls global recognition deficit.
 
According to a Gallup poll, only 33% of workers are actually engaged in their jobs. That leaves close to 70% of people who are simply going through the motions at work. They aren’t engrossed in their work, aren’t motivated, or inspired.
 
Novak believes this can be attributed to the lack of recognition, not only in the workplace but in the world. There are multiple studies and statistics that support this conviction including these stats based on research by OC Tanner as well as studies done by Novak’s own company.

• 79% of employees that quit their job state the primary reason for them leaving was a lack of appreciation.
• 65% of Americans claimed they weren’t recognized at all in 2018
• 82% of employees feel their managers don’t recognize their contributions
• 60% state they are motivated more by recognition than money

We all have goals and dreams, things we aspire to achieve. But there are those of us who seem to make steady progress toward these achievements while others of us always seem to fall short.
 
What is the defining factor between these two groups?
 
People who fail to make progress toward their goals don’t take the time to reflect on what didn’t work. Instead, they continue on with the same habits, attitudes, and decisions that lead them to their current place of stagnation.
 
This is like a ship’s captain setting a course at the outset of the voyage and never making adjustments, even after encountering winds, strong currents, and storms that pushed the ship off course. 
 
On the flip side, successful people regularly take time to reflect on the past. This is as important as planning for the future, and in fact, helps guide them toward aligning their behaviors, habits, schedules, and decisions with their desired outcome of success.