A Selection of LinkedIn Article Contributions
Donn Durante
Transforming Organizations Through People-First Leadership | HR Strategy & Culture Innovation
When the feature started rolling out, I experimented with article contributions and becoming a community "top voice" focusing on Leadership Development and Coaching & Mentoring. Without spending too much time, I managed to earn profile badges for both but then lost them due to inactivity. After several months of adding my perspectives here and there, I've lost track of where and what I've contributed.
This article is intended to organize a few of my disparate thoughts that may be helpful for future reference. (And it allows me a space to edit or expand upon my previous drafts. As of this writing, once you submit an article contribution, you cannot edit it.)
Key stakeholders are resisting your proposed changes. How will you navigate their opposition?
First, we should clarify if the key stakeholder is a primary stakeholder (who is directly impacted or highly involved) or someone like the CEO who is usually not directly involved with implementing the changes but can greatly influence the initiative.
The difference can feel insignificant but dictates how you would address the concerns initially and manage the communication moving forward.
In general, though, one effective technique I've used successfully in the past has been to propose small tests before going big. It's usually easier to commit to something smaller with less risk (e.g., a free trial with low overhead.)
A successful trial run can establish credibility. And if it fails, you learn something without risking too much.
Your colleague is struggling with problem-solving strategies. How can you guide them towards better outcomes?
Have a problem with solving problems? Hmm...
I suggest starting with different questions. Does this problem really need your attention and are you in the best position to address it? There are too many problems and you can't/shouldn't try to fix everything that comes your way. They can distract you from what's truly important and many issues tend to sort themselves out without your involvement.
A problem you need to pay attention to is usually hidden under several layers of the obvious. Issues keep coming back when the root causes aren't identified.
At the heart of creative problem-solving is a genuine curiosity about why things are the way they are and how you can leave things better than you found them. And today's solutions are fleeting. Focus on what you can control and find ways to make even small improvements over time.
Here's how you can boost professional growth in the field of E-Commerce through self-awareness.
It's a process. Some of us are naturally self-aware, but it can be learned and improved even when we're not.
Professional growth is only one facet of personal development. Focusing on continuous learning, from both structured iteration and day-to-day trial and error, naturally results in professional development. Start with the person...and the profession, among other things, will benefit.
An effective approach starts with developing a solid EQ and the habit of self-reflecting within your feedback loop. Pay attention to the internal and external signals and adjust accordingly based on what's working and what's leading you astray.
Sure, this helps in the field of e-commerce. More importantly, this approach to improving your self-awareness has positive implications well beyond.
What do you do if your organization is struggling to attract and retain top talent?
I would look at this through both the lens of HR and the perspective of a business leader. Dive deeper and identify poor-performing drivers that lead to undesired outcomes.
If we break it down starting with talent acquisition, challenges with attracting top talent require a revisit of the Employee Value Proposition and a better understanding of what's working and what's missing. Where are the gaps between the promise and reality? Is the Employer Brand authentic or simply optics? Are we tapping into the right sources for top talent? What about the so-called "hidden workforce"?
By bridging the gap between top talent and you as an employer of choice, retention will benefit as a natural by-product.
You get out what you put in.
What do you do if your time management skills are causing burnout?
As Steve Jobs once said, “Deciding what not to do is as important as deciding what to do.”
Part of effectively managing your time to avoid burnout is to find the Goldilocks sweet spot between doing one important thing really well and juggling everything else. The more fractional your time, the less focused you are. This frenetic approach to a never-ending to-do list is what leads to exhaustion...the bad kind.
Learning to comfortably say no to the things that don't really matter (or are better attended to later) takes discipline and is not always practical, but if you can stay in the sweet spot more often, your efforts will not only be more sustainable, you'll probably feel better about the impact you're making.
You're feeling overwhelmed by work stress. What can you do to regain control?
If you're a knowledge worker, making a shift to do fewer things with more focus on quality over quantity will help reduce stress levels.
As Cal Newport writes in his latest book, "Slow Productivity: The Lost Art of Accomplishment Without Burnout", you can actually be more effective and productive by doing less but better. This takes Essentialism (Greg McKeown) a little deeper as it relates more specifically to workers who earn from what we know and create versus those who maximize earnings through the efficient production of units.
Narrowing your focus, minding your pace, and prioritizing quality work can do wonders for stress relief.
领英推荐
How can you build strong relationships with colleagues when you are introverted?
As an introvert, I prioritize quality connections over quantity. I schedule regular 1:1 meetings with colleagues (boss, reports, peers) to build trust, rapport, and understanding. I prefer in-person meetings when possible, as it allows for deeper connections. For remote colleagues, video chats offer a richer experience than simple calls.
During these 1:1s, I find colleagues feel comfortable sharing more openly and honestly. Even in group settings, I focus on individual conversations, treating them like the only person in the room.
However, genuine curiosity is key. 1:1 time can be meaningless if both parties aren't invested. I strive to be a good listener and ask thoughtful questions so colleagues feel heard and valued.
How can job seekers develop time management skills to increase productivity?
After several iterations with job search due to multiple layoffs over the span of several years, I've learned a couple of key points that have helped me maintain my sanity:
While your daily routine may change, your approach to time management doesn't need to.
What do you do if your mentor or mentee doesn't trust you?
This question made me scratch my head. Not because it's not worth asking, but because without trust, the relationship is immediately questionable.
A mentor-mentee relationship has to start with trust. Unfortunately, they sometimes feel forced. I've seen this in corporate mentorship programs where mentees are assigned their mentor based on arbitrary criteria.
If a relationship is fresh, trust will take time. And if you're working with a time box such as a 6-month corporate mentorship program, the program may be over before any meaningful interactions even get started.
A good mentoring relationship is predicated on trust. If trust is in question, it might be time to find a different mentor.
How can you evaluate your own career goals?
My goals 30 years ago were superficial, shaped by societal expectations and my naiveté. In retrospect, whatever long-term plans I originally had didn't unfold as expected, and it was unreasonable to think they would.
The world of work's rapid evolution demands values over goals. Embrace short-term plans as long as you're not attached to them. Constantly assess the current landscape and be ready to pivot when it makes sense based on what's important to you in your work.
Values, not plans, guide your career journey. Trust your compass rather than a specific route on the map. In this way, you'll feel good about where you're going regardless of exactly how you get there.
How can you use critical thinking to advance your career?
The ability to think critically while avoiding common biases (e.g., the sunk cost fallacy) can be a huge differentiator for your brand. As you exercise this skill, the positive outcomes along with the lessons learned, will empower you to make decisions with wider, more impactful results.
As with any skill, it takes practice and time. You will make some bad decisions along the way and that's okay. Learn from them. It's useful to study critical thinking frameworks—there are some great courses on LinkedIn Learning—and to be aware of pitfalls including analysis paralysis.
Over time you will find a sweet spot between intuition and rigorous thought that can be applied to important career decisions (e.g., Which job to take?) at a macro level.
One key point I didn't mention earlier is the importance of keeping your ego in check. Ego often creeps in subtly and can be the undoing of even the most seasoned critical thinkers. I've fallen victim to it many times in my career, letting it cloud my judgment and hinder my decision-making.
Careers are very personal, so it's counterintuitive to think less of yourself and what you want. Ironically, I've found it easier to achieve my goals when I focus on aligning my core values with how I help others get what they want. This shift in focus allows me to approach situations with greater objectivity and clarity, ultimately leading to better outcomes for myself and those around me.
What do you do if you're a mid-career professional seeking guidance for career development?
Before turning to external guidance, reflect and ask yourself, "Mid-career, how have my goals and values changed?"
As Marshall Goldsmith says, "What got you here won't get you there." As you work through the various seasons of your career, whatever approach you've taken to succeed thus far will likely need to be revisited. If your definition of success has changed (e.g., it's less about the money and more about relationships) you may need to reroute. Your next move might need to be a zig instead of a zag.
Start with this realignment to your current values before you continue to forge ahead. Otherwise, the benefits of mentors, learning new skills, exploring new opportunities...could easily be misleading and a waste of time.