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Uptalk: The Way Women Speak has Benefits

2/25/2022

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Below is an excerpt from an article published by InHerSight and written by Cara Hutto that delves into the topic of uptalk.

If this term is new to you, it basically refers to the tone and pattern of female speech. For years, women have been counseled to shift and alter their normal way of speaking to be "better heard and taken seriously" by speaking with more masculine speech patterns. But this article challenges this advice, saying that women shouldn't have to shape shift to better fit within a patriarchal environment.

Uptalk & the Important of Normalizing Women's Speech Patterns

Uptalk, also called upspeak, is a linguistic term usually associated with how women speak. Many professionals advise women to eliminate the style of speaking entirely in order to be taken seriously in and out of the workplace, but this ill-advised guidance stems from patriarchal, sexist beliefs.

Here, we’ll walk through what uptalk is, how it's often perceived in the workplace, research on its benefits (yes, really), and the importance of normalizing women's speech patterns.


What is uptalk?
Dr. Kami Anderson, an interculturalist and linguist, says, “Uptalk is a lilt that is commonly used to soften communication. It’s a way that people use paralanguage, or the sound of their voice and intonations, to appear more friendly, personable, and approachable.”

Basically, it’s when sentences have a rising intonation at the end that causes statements to sound like questions. And although it’s used by both men and women, women seem to draw the short straw when it comes to criticism of the speaking style. Uptalk can even become a protection mechanism for women in order to avoid coming across as overbearing or bossy—sexist adjectives commonly used to undermine women leaders. 
​
Another related linguistic style is called a vocal fry, a style in which a voice is dropped to its lowest natural register, which produces a creaking sound. And due to sexist ideas of what professionalism means, women are deemed unprofessional when their voice doesn’t fit into what is expected of them in male-dominated spaces. 



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Feeling Burned Out at Work? You're Not Alone

12/18/2021

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In 2021, 42% of women and 35% of men state feeling constantly burned out at work. A new report suggests that pressure put on women to balance work and childcare is leading to disproportionate and painful levels of strain.

The annual Women in the Workplace report from McKinsey & Co. and LeanIn.Org found that the gap between women and men who say they are burned out has nearly doubled in the last year. The survey polled more than 65,000 North American employees, revealing that 42% of women and 35% of men reported feeling burned out often or almost always in 2021, compared to 32% of women and 28% of men last year.

The pandemic has placed considerably more responsibility on women than men, especially those with young and school-aged children. Many women have been forced from their jobs when childcare was unavailable during the early days of the pandemic.
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5 Minutes to Stress-Free Decisions

11/20/2021

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I am not a product of my circumstances. I am a product of my decisions. - Steven Covey
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.

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Advice on Landing a Job Your Love

1/23/2021

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According to Gettysburg College, the average person will spend over 90,000 hours at work during their lifetime. That's 2,080 hours every year for about 45 years. 

Since we will spend a third of our lives working, creating a career that challenges and inspires us will make that time feel productive, purposeful, and worthwhile.

Some of us may have known early on what we wanted to do when we "grew up," while others are still exploring the paths available. Whichever category you fit in, there are ways to guide you in discovering work you love.



Show up every day and do your best in the job you're in.

It sounds like a no-brainer, yet so many people don't do these two simple things. Even if your current job isn't "The One," give it your all. This hard work and dedication will help you establish a work ethic and set you apart.

In every job you hold, make a list of what you enjoy.

As humans, we often focus more on the negative than the positive. Keeping a list of the aspects that we enjoyed is a great way to discover the most appealing areas. These are the projects or tasks that we find engaging, creative, inspiring, or even challenging. This list not only gives us motivation daily but provides a course for our career journey. It also helps shift our attitude to one of positivity. After all, there is no such thing as the perfect job. Even people who have jobs they love are responsible for things that they don't always enjoy.

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5 Tips to Reduce Zoom Fatigue

9/26/2020

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​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.

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Making Working Remotely Work for You

7/25/2020

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A recent HBR article by Michele Benton looked into the realities of corporate work arrangements and how organizations use this ‘perk’ to attract talented employees. But when the rubber meets the road, few employees are ever truly able to take advantage of the programs, making them what Benton calls an “empty gesture” that ultimately leads to career demise.
 
As recent events have proven, alternative work programs are necessary. And, the past four months have shown that many people are productive at home, meeting deadlines, accomplishing projects, and attending meetings.
 
It still remains to be seen if this pathway will remain in place once offices are allowed to reopen and employees are expected to be on-site. If you are one on many who benefit from alternative work environments, HBR offers a four-step plan on how to create your alternative work proposal.


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White Space at Work

5/23/2020

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White space is a strategic pause taken between activities. -Juliet Funt
​

Juliet Funt is the CEO of WhiteSpace at Work and she offers some great advice on how to manage productivity especially given that many of us are now working from home (WFH).

She suggests for those who don't have a dedicated workspace in their home to create what she calls a functional, removable and repeatable work-from-home environment. This could be a laptop, cell phone, and notepad along with a photograph or plant. Each of these things can be easily set up and put away but they offer a structure that encourages getting into a mode of productivity when needed and also removes work from view during 'down time'.

With stress running high, Funt also suggests making an appointment each day with the things that are concerning you. Take ten minutes in which you give yourself permission to worry, ruminate and feel. This dedicated time helps minimize worry throughout the day, allowing you to focus on work and other immediate tasks.



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4 Qualities of Top-Notch Employees

11/23/2019

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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.

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Purposeful Recognition At Work

8/24/2019

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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

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Reflection: A Habit That Can Boost Success

6/22/2019

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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.

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    Carol Adamski

    Carol Adamski, M.A., has led various workshops—nationally and internationally—on leadership, personal empowerment, communications, and relationships. For 15 years as a coach, she has demonstrated strength and compassion, with the ability to listen deeply and ask just the right questions.

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