PURPOSEFUL HUSTLE BLOG

In the workplace, how often do you say things are fine when they’re really not? How often do you go along with an idea or initiative, even though you disagree with a few parts of the plan? How often do you keep quiet about a co-worker’s annoying or unproductive behavior? If you’ve ever faced repercussions for speaking up, chances are, you’ll think twice before doing so again. And that’s a shame! Innovations and improvements are often born through dissention. When the workplace settles for “business as usual,” it tends to stagnate. Worse, if the majority continues to make most decisions and set the tone/culture of the workplace, voices are silenced and entire groups of people begin to feel as if they don’t matter. That’s where feedback comes into play.

It is totally possible for you to have the impact you hope to have in the world while maintaining your career ambitions. The two are not mutually exclusive. You can contribute to positive social change AND be successful professionally. In fact, being able to marry the two is the key to maximizing your Purposeful Hustle. Investing in and developing yourself to be the best you can be means that your contributions to the greater good have the capacity to be that much better.

Networking can be fun. There, I said it. I’m that person who’s trying to convince you that networking isn’t totally awful. But really, if you take a new approach, something that is inevitable can actually become enjoyable.

In order to pursue our purpose as fully as possible, we need to build our community of people who help us grow and encourage us to hustle. We have so much to learn from each other that can take our work to the next level!

If you are a business owner or manager, then you know how important it is to get your employees to hustle. No, we’re not talking about hustling around and acting busy, we mean getting employees motivated.

Employee Resource Groups (ERG) have been around for many years, fostering a diverse, inclusive workplace aligned with organizational mission, values, goals, business practices, and objectives. A noble purpose indeed. However, their impact is often questioned, and many organizations find it difficult to justify the time and funding necessary to ensure success.

You know that moment when you’re watching a television show, and one of the characters is in mortal danger, or the two characters whom you just know have to end up together have a special moment where they just might kiss, and then there’s a commercial? Or worse, the episode ends? And you ball your hands into fists and scream at the sky, “NOOOO!” Most of us know that moment. It’s a universal tactic: If you end on a note where the audience just has to know what happens next, you’ve got them hooked for another episode. Or, in the world of your employee resource group, another meeting.

Ask any event planner, and they will tell you that their job is not easy. Even if they love it, they can surely regale you with stories of events gone wrong, of troublesome vendors, of technical mishaps, of catastrophes and disasters and cataclysms that undercut your otherwise perfect event. After all, if event planning is a career unto itself, it can’t be all that easy, can it?