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Balancing your professional and personal life can be challenging, but it’s essential. Here’s how to improve your work-life balance today.Often, work takes precedence over everything else in our lives. Our desire to succeed professionally can push us to set aside our personal life.

What is work-life balance, and why is it important?

A good work-life balance, as many of career expert say, has numerous positive effects, including less stress, a lower risk of burnout and a greater sense of well-being. This not only benefits employees but employers, too. Employers that offer options as telecommuting or flexible work schedules can help employees have a better work-life balance. Here are eight ways to create a better work-life balance, as well as how to be a supportive manager.

1.Accept that there is no ‘perfect’ work-life balance.

When you hear “work-life balance,” you probably imagine having an extremely productive day at work, and leaving early to spend the other half of the day with friends and family. While this may seem ideal, it is not always possible. Balance is achieved over time, not each day.

2.Find a job that you love.

Although work is an expected societal norm, your career shouldn’t be restraining. If you hate what you do, you aren’t going to be happy, plain and simple. You don’t need to love every aspect of your job, but it needs to be exciting enough that you don’t dread getting out of bed every morning.

3.Prioritize your health.

Your overall physical, emotional and mental health should be your main concern. Overworking yourself prevents you from getting better, possibly causing you to take more days off in the future. Prioritizing your health doesn’t have to consist of radical or extreme activities. It can be as simple as daily meditation or exercise.

4.Don’t be afraid to unplug.

Cutting ties with the outside world from time to time allows us to recover from weekly stress, and gives us space for other thoughts and ideas to emerge. Taking that time to unwind is critical to success and will help you feel more energized when you’re on the clock.

5.Take a vacation.

Sometimes, truly unplugging means taking vacation time and shutting work completely off for a while. Employees are often worried that taking time off will disrupt the workflow, and they will be met with a backlog of work when they return. This fear should not restrict you from taking a much-needed break.

6.Make time for yourself and your loved ones.

While your job is important, it shouldn’t be your entire life. You were an individual before taking this position, and you should prioritize the activities or hobbies that make you happy. Also [remember] that everyone is replaceable at work, and no matter how important you think your job is, the company will not miss a beat tomorrow if you are gone.

7.Set boundaries and work hours.

Set boundaries for yourself and your colleagues, to avoid burnout. When you leave the office, avoid thinking about upcoming projects or answering company emails. Consider having a separate computer or phone for work, so you can shut it off when you clock out. If that isn’t possible, use separate browsers, emails or filters for your work and personal platforms.

8.Set goals and priorities.

Pay attention to when you are most productive at work and block that time off for your most important work-related activities. Avoid checking your emails and phone every few minutes, as those are major time-wasting tasks that derail your attention and productivity. Structuring your day can increase productivity at work, which can result in more free time to relax outside of work.

Every company needs to meet, attract, and maintain and grow the numerous communities they represent. This is important because it will help them have a greater relationship with customers, create a stronger reputation, and encourage them to develop innovative solutions.

In an attempt to offer benefit coverage to all employees equally, organizations globally have reconsidered the content of their health and wealth benefits programs to ensure that LGBT couples are entitled to the same corporate benefits as LGBT couples.

In many cases, this includes modifying programs to recognize same-sex couples in places where civil unions are not allowed. The majority of companies worldwide (81%) offer the same life, health and retirement insurance benefits to LGBT couples.

“Organizations have begun to understand their ability to influence markets to protect LGTB employees, providing equitable and inclusive benefits. In a climate where there is a shortage of key talent and public scrutiny of corporate behavior is increasing, organizations cannot ignore their global LGBT policy and how it is consistently articulated in practice across borders,” shares Elton ILIRJANI, the CEO of The HeadHunter Group and Founder of Dignity Global Foundation.

Companies should create these policies to improve the organizational environment, increase employee productivity, and reduce staff turnover. However, the greatest reason why must LGBTQ+ representation be essential is that it is the right thing to do because the society is not homogeneous, it is heterogeneous, and it is the social obligation of companies to be representative of society.

However, certain companies do employ a cohesive and liberal culture where it seeks to maintain the level of respect for diverse communities, but problems occur when individuals and employees of companies do not comply with these policies.

Therefore, the marginalized groups may face stigmas due to sexual orientation and gender identity that translates into a bad work environment. This harms the worker in their performance and erodes their work skills, leading to work overload and can even lead to mental health problems.

In Conversation with Elton 

What can a company do to ensure that sexual diversity is respected?

“It can generate training and awareness days for leaders, delegates and negotiating commissions that allow them to assume that not all people are heterosexual, incorporating affective-sexual and gender diversity from the natural, without prejudice. You can also incorporate the perspective of sexual diversity in collective bargaining.”

What to do to guarantee equality in the company?

“Create protocols to prevent and act against cases of discrimination based on sexual orientation and gender identity. Have information on hand about the positive aspects generated, such as institutional prestige and better productivity, by respecting the principles of non-discrimination. Prepare from the areas of human resources guidance materials for good practices that guarantee equal treatment.”

There are several organizations where Elton has advocated equal rights for women and men, particularly in the process of hiring. He was defined as having created the first “Employment Equality Index LGBTI+” in 2016, advocating for the support of both the private and public sector to fair treatment, representation.

Besides becoming an activist, Elton has also been a role model for trans people in “Lip Movement” and “Nobody is Straight” to promote societal acceptance, respect, and respect for transgender individuals. He has been consistently and consistently a champion for oppressed and discriminated against in all categories, regardless of age, ethnicity, sex, religion, gender, or sexual orientation. He has also worked as a full-time Professional Executive Search Recruiter for high-ranking roles.

He further maintains that having these policies generates attachment and increased productivity of employees, as well as attraction and retention of talent, and externally, the company improves its marketing by making messages inclusive.

Source: La Weekly

Elton Ilirjani, the CEO of The HeadHunter Group and Founder of Dignity Global Foundation, shares insights on the importance of diversity and inclusivity in workplaces. Each one of these terms defines different but complementary realities. We reflect on this and on the importance of creating a sense of belonging in which all members of a company feel recognized.

Diversity and inclusion are two concepts that have acquired great importance in the business world in recent years. The two are so closely related that it is common to confuse them and even use them as synonyms. However, each of these terms defines different but complementary realities.

In the corporate sphere, diversity refers to the presence within an organization of professionals of different ages, sex or sexual orientation, nationality, religion, ethnicity, culture, condition, or special needs caused by illness, accident, disability, or a certain family situation.

For its part, inclusion is the set of practices taken within the company from the organizational effort so that each employee – whatever their differential fact – is culturally and socially accepted and treated with equality. The ultimate goal is to create a sense of belonging in which all members of a company feel recognized, valued, and respected as a person and feel free to be who they are in their work context.

Being complementary, diversity and inclusion must be developed jointly 

“Those organizations that do not have a diverse workforce are at a competitive disadvantage,” he acknowledges.

“And this is so because diversity and inclusion increase the overall productivity of an organization by enhancing its ability to learn and grow from one another.

The diversity of ideas and new ideas drive greater innovation and better ideas which result in better products and services.

“People from all backgrounds enter the workforce of companies today. Each person in the workplace possesses a set of knowledge, skills, attributes, and capabilities that will contribute to team success and diversity of perspective.

“Any organization that does not recognize and value diverse perspectives will make poor decisions and may experience the consequences that this may entail.”

For years, Elton has professed the basic human rights for women LGBTIQ+ in organizations, especially in the recruitment process. In 2016, he was credited with creating the first “Employment Equality Index” for LGBTIQ+, calling for support from the private and public organizations for equal rights, equal representation, and opportunities in Western Balkans Countries.

Elton has also pioneered the “Lipstick Movement” and “Nobody is Straight” to support transgender persons for their acceptance, honor, respect, and integrity in society and work. He has majorly routed his career supporting the voiceless and marginalized group discriminated in any capacity, whether race, sex, age, religion, cultural background, and sexual orientation.

For the most part, Elton has also served as a Professional Executive Search Recruiter to scout ideal candidates for top-tier positions. 

Diverse companies attract better talent

Diversity can be used as a differentiating feature of an organization as long as it is a real and effective diversity strategy, resulting in attracting higher quality talent to the company.

This is so because the best talent greatly values ​​ joining diverse companies as an important factor in changing the job landscape.

The importance of diversity is even more prevalent when considering the  millennial workforce, often defined as the most diverse workforce in history. That diversity in the workplace indicates a welcoming environment in which people can work for themselves.

Therefore, companies that understand and identify the value of the above for job seekers will further improve their recruiting strategy and make it easier for them to access the best talent they might not otherwise have been able to attract.

Too many job seekers stumble through interviews as if the questions asked are coming out of left field. But many interview questions are to be expected. Need some job interview tips? So here it is a list of popular and frequently asked interview questions and answers ahead of time so you’ll be ready to answer them with confidence.

1. What are your weaknesses?

“What are your weaknesses” is one of the most popular questions interviewers ask. It is also the most dreaded question of all. Handle it by minimizing your weakness and emphasizing your strengths. Stay away from personal qualities and concentrate on professional traits: “I am always working on improving my communication skills to be a more effective presenter.”

2. Why should we hire you?

Answer “Why should we hire you?” by summarizing your experiences. For example: “With five years’ experience working in the financial industry and my proven record of saving the company money, I could make a big difference in your company. I’m confident I would be a great addition to your team.” That would be a great answer to this question.

3. Why do you want to work here?

Many interview questions and answers seek to evaluate whether or not a job is a good fit for a candidate. By asking you, “Why do you want to work here?” the interviewer is listening for an answer that indicates you’ve given this some thought and are not sending out resumes just because there is an opening. For example, “I’ve selected key companies whose mission statements are in line with my values, where I know I could be excited about what the company does, and this company is very high on my list of desirable choices.”

4. What are your goals?

When you’re asked, “What are your goals?” sometimes it’s best to talk about short-term and intermediate goals rather than locking yourself into the distant future. For example, “My immediate goal is to get a job in a growth-oriented company. My long-term goal will depend on where the company goes. I hope to eventually grow into a position of responsibility.”

5. Why did you leave (or why are you leaving) your job?

One of the most critical job interview tips: Don’t badmouth a former employer. So if an interviewer asks, “Why did you leave (or why are you leaving) your job?” and you’re unemployed, state your reason for leaving in a positive context: “I managed to survive two rounds of corporate downsizing, but the third round was a 20% reduction in the workforce, which included me.”

6. When were you most satisfied in your job?

The interviewer who asks, “When were you most satisfied in your job?” wants to know what motivates you. If you can relate an example of a job or project when you were excited, the interviewer will get an idea of your preferences. “I was very satisfied in my last job, because I worked directly with the customers and their problems; that is an important part of the job for me.”

7. What can you do for us that other candidates can’t?

Emphasize what makes you unique when you’re asked, “What can you do for us that other candidates can’t?” This will take an assessment of your experiences, skills and traits. Summarize concisely: “I have a unique combination of strong technical skills, and the ability to build strong customer relationships. This allows me to use my knowledge and break down information to be more user-friendly.”

8. What are three positive things your last boss would say about you?

It’s time to pull out your old performance appraisals and boss’s quotes to answer the question, “What are three positive things your last boss would say about you?”. This is a great way to brag about yourself through someone else’s words: “My boss has told me that I am the best designer he has ever had. He knows he can rely on me, and he likes my sense of humor.”

9. What salary are you seeking?

When you’re asked, “What salary are you seeking?” it is to your advantage if the employer tells you the range first. Prepare by knowing the going rate in your area, and your bottom line or walk-away point. One possible answer would be: “I am sure when the time comes, we can agree on a reasonable amount. In what range do you typically pay someone with my background?” This is a good answer which will make the interviewer feel more confident about his choise.

10. If you were an animal, which one would you want to be?

Don’t be alarmed if you’re asked weird interview questions. Interviewers use this type of psychological question to see if you can think quickly. If you answer “a bunny,” you will make a soft, passive impression. If you answer “a lion,” you will be seen as aggressive. What type of personality would it take to get the job done? What impression do you want to make?

Yes, the job search is intimidating, but reviewing interview questions and answers in advance is one way to calm your nerves and boost your confidence.

For some, working at home with a significant other is a dream come true; but it can be a bit of a nightmare for others. In relationships, we constantly navigate the balance of autonomy versus closeness, and too much of either can cause relationships to break down. When you work beside your spouse, this delicate balance is challenged and the scale can tip toward too much closeness and not enough space.

Without adequate space, work stress can spill into your relationship. Conversely, that lack of space can mean you can’t break away from your relationship problems, even for a few hours. It’s important to set expectations and boundaries if you’re working from home with your spouse. Here are four ways to make the arrangement work.

Set expectations from the start

As soon as possible, sit down with your significant other and layout what you each need to work effectively. Some partners need silence and few interruptions, while others thrive on having background noise and enjoy checking in and having lunch with the other person. You can have a general conversation before you begin your work-from-home schedule, and regular, ongoing conversations to review your workdays. It’s recommended having a 10-minute expectation meeting at the start of each workday so that each partner can review what they have on their schedule and when they need peace and cannot be interrupted when kids need to be taken care of, what appointments are there during the day, and so on.

Schedule alone time

Just like you would block off time on your calendar for a meeting during work hours, we suggest you block off time for yourself during after-work hours. You can use this time to do anything you please: take a bath, catch up with a friend, read, review life goals, meditate, do extra work, play video games, everyone should have at least one — and preferably two — “alone time” slots allotted each week. Though it may feel odd to schedule time apart from someone you love, you are doing so to restore the balance of autonomy and closeness in your relationship, which will ultimately help you thrive as a couple.

Create separate workspaces

If your home allows it, consider creating individual workspaces during work hours. When at all possible, we recommend working on different levels if you are in a home — or putting a screen in between the two of you, if you are in a studio apartment situation — and, when it is safe, for one or both of you to work at a coffee shop or library to maintain some separateness. That distance can create some intrigue, and it “decreases opportunities to interrupt each other, argue, or release stress on the other person because they are nearby.”

Establish connecting relationship rituals

Despite being together (almost) 24/7, you might find yourself less connected to your partner than ever. Work time can eke into personal time, laptops can enter spaces that are typically reserved for connection — such as living rooms and bedrooms — and because you’re always together, you may think you don’t need to put in as much effort to nurture the relationship — but that’s not the case. It’s important to make time for connection points throughout the day, like a pre-work hug and an after-work sharing of the day — like you would have done after coming home from the office. Or, consider starting an evening ritual that allows you to transition from work time to couple time, such as exercising together. It’s also a great idea to have weekly events to look forward to, like Tuesday takeout and movie night or a walk on the weekends. Just as you prioritize how to get all your work done, you also need to make sure you’re giving your relationship the attention it requires.

When interviewing for a job, an employer often uses icebreaker questions to learn more about you and your interest in their company. By preparing for these kinds of questions, you can come up with more thoughtful responses that are more authentic to who you are. One common question you may need to answer is ‘Tell me something interesting about yourself.’ Here we further discuss why employers ask this interview question and strategies you can use when answering it.

Why employers ask ‘Tell me something interesting about yourself’

Employers ask, ‘Tell me something interesting about yourself’ to learn more about your personality. They may also use it to ease into the interview before asking more challenging questions. This question gives you the perfect opportunity to emphasize an interesting fact or skill about yourself. Likewise, you can use it to share a cool experience. Crafting a unique, memorable response can help you stand out among other candidates.

How to answer ‘Tell me something interesting about yourself’? Follow these steps to more successfully answer ‘Tell me something interesting about yourself’:

Reflect on major life experiences

Use this question as an opportunity to highlight any interesting experiences you have. You could discuss things like major accomplishments, travels, volunteer experiences, unique skills, or any hobbies you enjoy. Choose one that especially stands out and makes you a memorable candidate.

Relate your answer to the job

Although the actual interesting fact doesn’t have to relate to the job, your answer should somehow connect the two. For instance, if you studied abroad, you could say that experience has helped you become more independent and adaptable. Likewise, if you shared that you love photography, you could say how this hobby inspires more creative thinking.

Find a balance between professional and fun

This question is simply a lighthearted way employers can kick off the interview and get to know about your personality. When choosing an answer, you can keep it fun and even a little humorous. Of course, you should also keep it professional, so only share work-appropriate facts about yourself.

An in-depth understanding of leadership theories is essential for career advancement in different industries, and especially so if you want a position that requires you to lead, interact with, and manage groups of people. By finding out what constitutes a good leader, you can take the necessary steps to become one. Learn more about the different established leadership theories and their foundations in this guide.

A leadership theory explains the characteristics, qualities, and behavioral patterns that enable some people to become excellent leaders. By analyzing these various aspects, you can get better insights into leadership and leadership development practices. You can integrate different theories to create an effective leadership model that can help you to identify context and situations to resolve real-life workplace issues.

Foundational concepts of leadership

Foundational concepts of leadership enable a better understanding of leadership theories. Here are some of them:

• Character: The characters of successful leaders generally comprise of socially approved ethics, morals, values, and traits, and they try to lead others with responsibility, accountability, humility, and integrity. As they seem to possess moral authority, people are more willing to listen to them and follow their influence and direction. That makes it easier for them to guide their followers into adopting specified methods to achieve desired goals for group benefit. Top companies understand the importance of character, especially when it comes to managing projects and making the right business decisions. That’s why they hire personnel for character and train them for skills.
• Characteristics: Successful leaders have distinct characteristics that they are born with or develop. These include intelligence, extroverted personality, self-awareness, confidence, and ambition. Other traits common to most leaders are the ability to commit to something, to stay motivated, to be persistent, to be persuasive, to take well-thought-out decisions, to remain calm, and to display courage in front of setbacks.
• People practices: Depending on the situation, good leaders will have the ability to institute different practices. They will be able to influence their followers into performing specified roles to achieve desired outcomes. The leaders might lead by example or offer rewards or punishments to get the work done. They must be able to select the right person for a position, and monitor and evaluate their performances regularly. They must understand how to support and direct them as needed, and must be open-minded enough to take inputs from them, when necessary, for work improvement.
• Institutional practices: For effective leadership within an institution, the leaders must have a sound understanding of the institution’s structure, its goals, the direction it wants to take, and the work practices it must implement. They can then come up with the right systems, policies, and procedures for institutional development.
• Context: Leadership happens within a particular context and prevailing situation. Leaders can produce good results only if they are able to adjust their strategies to the social, economic, geographic, demographic, and regulatory environment that they and their followers are in. To succeed, they must understand the current situation and also be ready to deal with the changes that could occur in the future.
• Outcomes: Organizations put people in leadership positions to achieve the outcomes the organizations desire. A leader might employ different strategies and improve team performances to get tangible results. A measure of a successful leader is their ability to get things done and deliver what they promise.

Types of leadership theories

Trait theories

Some people assume that a leader is born, not made. Certain innate qualities like intelligence, intuition, charm, and courage enabled some people to stand out from among their peers and become leaders. However, more modern trait theories suggest that people can become strong leaders if they can develop their emotional intelligence and interpersonal skills, enabling them to be more motivated and driven to get things done.

Transformational theories

According to the transformational theory, successful leaders tend to cultivate good work relationships and maintain open communication with their employees in the organization. They explain the significance of the work they want them to undertake, motivate them to do well, and lead by example.

Transactional theories

In transactional theories of leadership, the focus is on maintaining the organizational hierarchy to achieve the desired outcome. The leaders supervise projects and motivate their team members to complete allotted tasks in a given order. They might offer rewards to spur the teams to finish projects successfully, on time, and on budget. In contrast, they might impose penalties if the team performance is subpar.

Situational theories

To be effective, leaders must adjust their behavior and their strategies to suit the current circumstances. They may have to depend on their intuition, collected data, existing skills, or previous experience to judge how to proceed in a given situation. They must remain flexible and adopt different methods to deal with any eventualities that might arise.

Importance of leadership theories

Theories of leadership are important as they provide insights into why some people become leaders. You can examine their personal characteristics and behavior patterns and find out how these influenced their followers. You can adopt the leadership principles that suit your situation and develop your own leadership skills.

Strong leadership is vital for the survival of any organization, and people with leadership potential tend to be successful and hold high, decision-making positions that can affect the livelihoods of others. Hiring managers often look to hire capable people who can lead teams and complete projects without delays and on budget. If you are applying for jobs, you may have a higher chance of impressing the interviewers and being selected for a position if you can demonstrate leadership potential in addition to your other qualifications.

Knowing when and how to thank someone for the time they spend helping you advance your career is a sign of good manners and professionalism. When someone shares some of their time with you, it’s important to acknowledge that and thank them for it. Saying thank you in the right way and with the right words can help you build relationships with others that benefit your career.

Write a letter, handwritten note, or email to say thank you for your time because time is a valuable resource and people are busy. When someone shares their time with you, it’s important to acknowledge that and thank them for it. Consider these scenarios where knowing how to thank someone for their time is a valuable skill:

When You Get the Job Interview

Saying thank you for the time a hiring manager spends with you acknowledges that hiring people can be a slow process. By the time you get to the interview, the hiring manager has probably spent many hours reviewing applications, looking for the best candidate. When you send a follow-up thank you for your time email or letter, you acknowledge that. However, you can use the thank you letter for more than showing gratitude. The letter also gives you another chance to stand out from other applicants and to let the hiring manager know that you are still interested after the interview.

When you write to say thanks again for your time after a job interview, here are a few phrases to consider.

• Thank you for the time you spent with me in the interview for the position.
• I appreciate your taking the time to interview me for the position.
• Thank you for the time you took to tell me more about the position.

When someone gives you a lead on an available job

If a friend or acquaintance hears about an available position and they take the time to let you know about it, that is worth the time to send a thank you for your time email or note. After all, it took time for your friend to learn enough about the position to think you would be a good fit. Then it took more time to relay that information to you. Knowing how to thank someone shows your gratitude for the efforts.

Here are a few good phrases for offering thanks in this situation.

• Thank you for the time you spent researching that job opportunity and sharing it with me.
• Thank you for keeping me in mind and letting me know about the opportunity.
• Thank you for remembering me and my job search when you heard about the available job.

When someone serves as your reference or gives you a recommendation

When people agree to serve as a reference for you in your job search, they are agreeing to take the phone calls, respond to emails, or complete online reference forms. All of these tasks take time. Whether or not you get the job, a message to say thank you for the time is appropriate. You may also want to offer to do the same for them someday or offer your time in another way to show your appreciation. Here are a few ways to say thank you for the time you spent communicating with my potential employer.

• I wanted to send this email thank you for your time; I know you are very busy.
• Thank you for the time that you spent responding to the reference requests.
• I appreciate your time in helping me move forward in my career by serving as a reference.

When someone gives you good career advice

Whether it’s a boss who tells you how to move up in the company or a friend who helps you make a career change, someone who takes the time to talk with you and give you good career advice deserves your appreciation. A quick note to say thanks again for your time lets your mentor know how much the career advice meant to you and how much it helped you. A letter or card is especially meaningful because the recipient can read it anytime they need a little boost. Here are a few ways to express your appreciation.

• Thanks again for the time you spent sharing your knowledge of the company with me.
• I appreciate your time you spent helping me learn from your experiences.
• Thank you for taking the time to give me such good career development advice.

When you complete an internship

Companies that host interns deserve a thank you for the time they spend on the students they host. Internships are beneficial to help you learn more about a potential career field, but they require a great deal of time and attention from the host companies. Showing appreciation for the learning opportunity is not only polite, but it also makes you more memorable when a job opportunity comes up. Here are a few ways to say thank you for an internship opportunity.

• Thank you for the time you spent with me during my internship.
• I appreciate all the time and energy you put into the internship program at this company.
• Thank you for hosting interns at this company and taking the time to teach the next generation of professionals in the field.
• Thank you for the time you spend on offering this learning experience.