In a recent episode of "WorkLife with Adam Grant," organizational psychologist Adam Grant engages in a thought-provoking conversation with David Dunning, the renowned psychologist behind the Dunning-Kruger effect. The Dunning-Kruger effect is when people who don’t know much about something think they know a lot. It happens because they don’t have enough knowledge to see what they’re missing. This can cause havoc in the workplace.

Right or wrong, Performance Improvement Plans (PIPs) are gaining traction—not necessarily as a pathway for employee growth but as a strategic tool for reducing headcount. Though intended to provide structured opportunities for improvement, PIPs are often criticized as thinly veiled mechanisms to prepare employees for termination while shielding companies from potential lawsuits.

2024 has quietly become a year of notable strides for female leaders, even if the headlines don’t immediately reflect it. A recent article in the Wall Street Journal reveals progress that could shape the future of leadership for women.

Stressful situations often cloud our judgment, making it challenging to make thoughtful decisions. While we can’t always avoid stress, we can use strategies to cut through the mental fog and think more clearly. Below are five practical methods I found on FastCompany.com to help you navigate high-pressure moments with clarity and confidence. 

In a world where technology and artificial intelligence (AI) are advancing at a rapid pace, it’s natural to wonder about their impact on the workforce. Will AI make certain jobs obsolete? Is there any skill that AI can fully replace? According to a recent report from Indeed, the answer is a reassuring “no.” The report emphasizes that there are “literally zero” skills where AI can entirely take over from human capabilities. Rather than seeing AI as a threat, this...

Looking at this week’s EPTW articles, although very different topics, one theme continues to surface – the importance of communication. Effective communication is the foundation of any successful relationship, whether it be in business, education, or personal life. One of the most popular frameworks for ensuring clarity and impact in messaging is the 7 C’s of Communication. These principles, when applied, help avoid misunderstandings and improve the overall quality of...

We've all experienced a meeting where the leader poses a question, and suddenly, there's an awkward silence. Time seems to slow down, and the silence becomes uncomfortable. This scenario is common in many work environments, but how a leader handles it can greatly impact team morale and the overall sense of psychological safety. Simon Sinek’s podcast series, A Spark of Optimism!, recently gave some great insight into how silence can be golden.

I was inspired to create a “chuck-it list” after attending a thought-provoking presentation last week. We’ve all heard of bucket lists—those aspirations we carry, dreams we want to accomplish, and milestones we aim to reach. Bucket lists inspire us to set goals, push limits, and explore the world. While we eagerly plan what to add to our lives, how often do we stop to think about what we need to remove? Enter the "chuck-it list."

AI has become a staple in the workplace for many, although depending on comfort level and job type, the usage varies. Slack surveyed over 5,000 full-time desk workers across the U.S., Australia, India, Singapore, Ireland, and the U.K. in August. Based on the responses, they categorized employees into five AI personas and provided recommendations for employers to engage each group. Which group do you fall into?

Earlier this week as I was browsing LinkedIn, I came across a great story from Harvard Business Review on making joy a priority at work.  Joy is an intrinsic human desire that connects people more powerfully than almost any other experience. When employees experience joy at work, they are more engaged, motivated, and productive. Unfortunately, while 90% of employees expect to feel joy at work, only 37% actually do. We as leaders can change that.

As I was browsing through one of ASE’s member exclusive tools, CCH AnwsersNow, I came across a new Deloitte report that reveals an interesting emerging trend: human sustainability. The report, developed in collaboration with independent research firm Workplace Intelligence, highlights a growing demand for companies to prioritize the well-being, development, and inclusivity of their workforce, a concept encapsulated in the term "human sustainability."

As we have long known, employees leave bosses, not organizations. A Gallup poll of over a million U.S. workers found that 75% of people who voluntarily quit their jobs did so because of their boss.

Today's world presents significant challenges: inflation, pandemics, conflicts, and work trends such as the Great Resignation. Positive psychology in the workplace enables individuals, groups, and organizations to thrive. This is particularly crucial in today's climate, as retaining top talent has become increasingly important.

When seeking qualified talent, employers often put too strong of an emphasis on a college degree, while overlooking important skills acquired through alternative routes, known as “STARs” – skilled through alternative routes.  One of those alternative routes is apprenticeships.

June is Men’s Mental Health month.  Mental health has become a crucial aspect of overall wellbeing. For employers, recognizing the importance of mental health in the workplace is not just an ethical obligation but a strategic one. Healthy employees are the backbone of a thriving business, and mental wellbeing is integral to their productivity, creativity, and engagement.

RSQE, a modeling and forecasting unit that has been in operation at the University of Michigan since 1952, released Michigan’s economic forecast for 2024-2025 last month. I was happy to see that they predict steady job growth, low unemployment, and continued progress toward lower inflation.

It’s become apparent that AI is here to stay, so we might as well embrace it. Although, ASE recently surveyed Michigan employers and it revealed that that only a quarter of Michigan employers are currently using or planning to implement AI in HR, with significant concerns about reliability, data privacy, and bias.

Generation Z—those individuals born between 1997 and 2012 (ages 12-27)-—are rapidly becoming a substantial fraction of the workforce, predicted to account for over a quarter of all workers by 2025. Despite their increasing numbers, there is a notable gap in effectively understanding and integrating the unique attributes of Gen Z into today’s workplace environments, often posing a challenge to managers.

McKinsey Health Institute recently conducted a study on the effect of toxic workplaces and how they affect employees. They talked to nearly 15,000 employees and 1,000 HR decision-makers across 15 different countries. Toxic workplace behavior stood out as the primary catalyst for negative employee outcomes, such as burnout and the desire to quit.

Over the past several years, I’ve noticed a considerable shift in how people treat each other in everyday society.  I’ve seen many more personal attacks and a general lack of respect for others’ beliefs or feelings. In the past, these thoughts were kept private, but in recent times it seems everyone feels compelled to lash out at others with no remorse. It seems to go beyond “Survival of the Fittest” to “Survival of the Meanest.”

In our fast-paced digital era, where face-to-face interactions are increasingly rare, the ability to navigate complex interpersonal dynamics is more crucial than ever. Yet, many professionals find themselves lacking the essential people skills needed to effectively manage stress, maintain positive relationships, and prevent conflicts from escalating. At the heart of these capabilities lies emotional intelligence.

The concept of work-life balance has become a cornerstone of discussions surrounding mental health, productivity, and overall well-being. However, amidst the plethora of advice on achieving this delicate equilibrium, one aspect often overlooked is the individuality of work-life balance. What works for one person may not necessarily work for another.

Effective leadership hinges on the ability to navigate difficult conversations with grace and proficiency. While nobody enjoys difficult conversations, they can provide opportunities for growth and progress within teams and organizations when handled correctly. Leaders who can adeptly engage in tough discussions foster a culture of transparency, trust, and collaboration. By addressing issues head-on, they prevent unresolved conflicts from festering and potentially derailing projects or...

In an era where most of our daily interactions with others, like clients, colleagues, bosses, and even family members, often feel impersonal due to technology, and where our jobs are streamlined for maximum efficiency, it's understandable that many employees sense a loss of their innate creativity, curiosity, and humanity.

Return to office efforts are starting to wane.  Just 6 out of 158 CEOs in the United States have indicated their intent to prioritize the return of employees to full-time office work in 2024, according to a recent survey conducted by The Conference Board.