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How to Start a Good Habit and Make It Stick: Tips and Tricks

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Adopting good habits can significantly enhance your life. Dr. Julie Pham shares nine tips and tricks to help you start and maintain good habits.

Nine Tips to Start and Maintain Good Habits

Developing good habits is essential for personal growth and long-term success. Here are nine effective tips to help you start and maintain positive habits:

1. Keep It Simple

A habit should be easy to manage. Start small and make it achievable. For example, I make it a habit to move after a meal to support my health goals. By keeping it simple, you increase the likelihood of success.

2. Identity-Based Habit

As James Clear, author of Atomic Habits, suggests, think of yourself as the person you want to become. I identify as someone who is pre-diabetic and actively work to avoid diabetes. This identity shift helps reinforce my commitment to healthier habits.

3. Tell Others

Boost accountability by sharing your new habit with others. I tell my friends about my progress and ask them to check in on me. When others are involved, it’s easier to stay committed.

4. Make the Habit Social

Engage in your new habit with others to make it more enjoyable. For example, I talk to a friend on the phone while walking after a meal. Adding a social aspect can help make the habit more sustainable.

5. Attach the Habit to an Existing Routine

Integrate your new habits into your current routine. For example, I keep herbal supplements on the dining table to remember to take them with meals. This helps make the new habit feel like a natural part of your day.

6. Track Your Progress

Track your habit progress to stay motivated. I mark it on my calendar whenever I complete a habit. Tracking your progress increases your chances of sticking to it by providing visible reminders of your success.

7. Reframe Resistance

Understand why you resist a habit and reframe it positively. For instance, I changed “knowledge is scary” to “knowledge is power” to overcome my fear of checking blood glucose levels. Reframing resistance helps shift your mindset and makes habits more approachable.

8. Understand the Habit Loop

Replace bad habits with good ones. Charles Duhigg’s The Power of Habit explains that the habit loop consists of a cue, routine, and reward. I identified my boredom as a trigger and replaced snacking with brewing tea. This helped me maintain the reward of not feeling bored.

9. Remember You’re in Control

You have the power to choose your actions when a trigger arises. I remind myself that I can make positive decisions, which empowers me to take control over my habits and actions.

I hope these nine tips help you start and maintain good habits. If you found this post useful, please like and share it.

Happy Habit Building!

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Craft the Perfect Answer: How to Respond When Someone Asks You ‘What Do You Do for a Living?’

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How to Answer “What Do You Do for a Living?” in Different Situations

When someone asks, “What do you do for a living?” it’s an opportunity to share who you are and what you do. Your answer can vary depending on the situation and context. Whether you’re speaking to a potential employer, a friend, or a stranger, here are five ways to respond based on the situation.

1. Straightforward Answer: Keep It Simple

If you think the person will understand your occupation, simply state it plainly. For example, you might say:

  • “I’m a writer.”
  • “I’m a journalist.”
  • “I’m a doctor.”
  • “I’m a retail salesperson.”

This approach is clear and concise, making it easy for others to understand your job.

2. Expressing Pride and Excitement: Highlight Your Impact

If you’re excited and proud of your work, use the opportunity to talk about the impact you make. Sharing your enthusiasm can lead to a more engaging conversation. For instance:

  • Accountant: “I help people feel less stressed about their taxes and finances.”
  • Retail Worker: “I help people find clothing that makes them feel special every day.”

This response emphasizes the value you bring to others, making your job sound more meaningful and rewarding.

3. When You Don’t Like Your Job: Separate Passion from Work

If you’re not thrilled with your current job, it’s okay to distinguish between your work and your true passion. For example:

  • “Well, there’s what I do for a living, and then there’s what I actually do that makes life worth living. I’m really passionate about [your passion].”

This response allows you to acknowledge your job while staying true to your personal interests.

4. In Between Jobs: Share Your Aspirations

If you’re looking for your next job, focus on your past work and future aspirations. For example:

  • “This is what I used to do for work, and what I’d really like to do is [your desired job].”

This approach keeps the conversation positive and forward-thinking, helping others understand your goals.

5. Not Working by Choice: Explain How You Spend Your Time

If you’re not currently working and have chosen not to, simply explain how you spend your days. For example:

  • “I don’t work, but this is how I spend my days.”

This response offers insight into your current lifestyle and interests, and can lead to a deeper conversation about personal pursuits.

I hope you found these tips helpful for answering the question, “What do you do for a living?” Happy networking!

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Being Vulnerable at Work Without Over-Sharing

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How to Be Vulnerable at Work Without Over-Sharing

Being vulnerable at work can help build trust and strengthen connections with colleagues. However, it’s important to strike the right balance between sharing and over-sharing. Here are some tips to help you navigate vulnerability at work.

Tips for Those Who Dislike Sharing

1. Be Vulnerable About Work

Share a challenging work experience and focus on what you learned from it. By keeping the conversation centered on professional growth, you can build trust and connect with others without crossing personal boundaries.

2. Share Personal, Not Private

Talk about aspects of your personal life that aren’t too intimate. For example, sharing volunteer experiences or discussing your participation in team sports can create connections without delving into deeply private matters.

Tips for Those Who Might Over-Share

3. Consider Public Recounting

Before sharing, ask yourself if you’d be comfortable with strangers hearing the story. If not, it might be too personal to discuss at work. Keeping it professional and appropriate ensures you maintain a comfortable environment for everyone.

4. Gauge Reactions

Pay attention to your colleagues’ reactions. If they seem uncomfortable or distant, it could be a sign that you’re over-sharing. Positive reactions, such as nodding or asking follow-up questions, generally indicate that your level of vulnerability is well-received.

5. Look for Reciprocation

If your colleagues begin to share their own stories, your vulnerability has likely served its purpose. However, if others remain quiet or avoid sharing, it might be time to adjust how much you share in the future.

6. Understand Different Standards

Remember that everyone has different comfort levels when it comes to vulnerability. While it’s important to be true to yourself, being mindful of others’ boundaries is key to creating a respectful, open environment.

I hope these tips help make opening up at work a bit easier and help you find the right balance. If you found this post helpful, please like and share it. 

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Ways to Increase Mattering at Work

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People want to feel valued and know that they matter at work. For employers, managers, and leaders, here are eight organizational strategies of ways to increase mattering at work, to boost retention and job satisfaction. Even if you’re not a manager, you can contribute to a positive work environment with these tips.

Here are eight strategies to increase mattering at work

  1. Ask People What They Need to Succeed
    Find out what resources or support they need to do their best work.
  2. Offer Support Beyond Basic Requirements
    Take time to help colleagues with their tasks, showing that you care about their success.
  3. Invest in Skill Development and Growth
    Provide opportunities for training and professional development.
  4. Inquire About Future Aspirations
    Ask employees what they want to do next and explore opportunities within the organization.
  5. Reference Their Input
    Show that you’ve been paying attention by referencing things they’ve said or written.
  6. Notice Their Absence
    Acknowledge when they’re not present in meetings where they were expected. A simple, “I was hoping to see you there,” shows you care.
  7. Compliment Their Approach
    Recognize not just the outcome but the way they completed their work.
  8. Evaluate and Redistribute Work Based on Energy
    Ask employees which tasks energize them and which drain them. Redistribute tasks to maximize engagement and productivity.

For more on increasing mattering at work and it’s powerful impact, check out my video.

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5 Ways to Communicate Your Boundaries

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Setting and expressing boundaries is crucial for maintaining healthy relationships and ensuring your well-being. Here are five practical strategies to help you communicate your boundaries clearly:

  1. Be Proactive: Inform others of your boundaries before they are tested. For example, you might say, “I don’t check email at night.”
  2. Explain Why: People are more likely to respect your boundaries if they understand the reasons behind them. For instance, “I don’t check email at night because I’m focusing on my family.”
  3. Share the Impact: Describe the consequences when your boundaries are not respected. “I don’t check email at night to spend time with my family. When I’m working instead, they feel neglected.”
  4. Understand Why: Sometimes, people push boundaries for reasons unrelated to you. Ask clarifying questions like, “I’ve noticed you email me a lot at night. Is this because you expect a response, or is it just your working hours?”
  5. Express Discomfort: As a last resort, communicate your discomfort directly. Use phrases like, “I’m uncomfortable,” rather than “You make me uncomfortable,” to avoid making others defensive. If asked, you can explain why or simply acknowledge your discomfort.

Embracing these techniques will help reduce stress and build healthy relationships. Knowing your boundaries is essential. If you’re unsure what they are, check out my video on the Rubber Band Rule: The Rubber Band Rule: Recognize when your boundaries are being pushed. 

For more guidance on saying no to your boss, coworkers, or friends, check out our video explainer.

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Mattering vs. Belonging vs. Inclusion: What’s the Difference?

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Mattering vs. Belonging vs. Inclusion: What’s the Difference?

People often use the terms mattering, belonging, and inclusion interchangeably when discussing organizational culture. While they’re related, they each have distinct meanings. Here’s a breakdown of each term, with a focus on the newer concept of mattering.

Understanding Inclusion

Inclusion refers to the policies and actions employers use to help employees feel accepted at work. Examples include acknowledging and celebrating cultural holidays like Lunar New Year, Juneteenth, or Cinco de Mayo. These policies create an environment where diverse individuals feel they are a valued part of the organization.

Understanding Belonging

Belonging is the feeling of acceptance that results from successful inclusion policies. When employees feel they belong, they experience a sense of connection and acceptance within the workplace.

Understanding Mattering

Mattering occurs when employees feel their work is valued and that they would be missed if they weren’t there. According to Dr. Zach Mercurio’s research, mattering has three primary drivers:

  1. Feeling Noticed
    The employee feels seen and heard within the organization.
  2. Feeling Affirmed
    The employee understands that their unique strengths make a significant difference.
  3. Feeling Needed
    The employee believes they are indispensable to the organization’s mission and purpose.

The Interplay Between Inclusion, Belonging, and Mattering

While inclusion efforts are essential, they don’t automatically guarantee belonging or mattering. Employees must desire to belong and feel that their strengths align with the organization’s needs. For example, if an organization needs data collection, but an employee excels in data visualization, there may be a mismatch, preventing the employee from feeling valued.

Aligning for Success

Employers and employees must work together to create a sense of mattering and belonging. Both parties need to ensure that the employee’s unique strengths align with the organization’s needs.

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I hope this post clarifies these important terms and their roles in enhancing workplace well-being, employee engagement, and job satisfaction. If you found this post useful, please like and share it. 

#2 Curiosity in municipal information technology with Jim Loter

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In this episode of Curiosity at Work, Dr. Julie Pham chats with Jim Loter, Deputy Chief Technology Officer at Seattle IT, about how curiosity drives innovation and fosters a positive workplace culture. With a rich background in higher education, local government, and libraries, Jim shares valuable lessons from his career.

Jim discusses the importance of self-awareness, his journey from self-criticism to recognizing strengths, and the power of one-on-one coaching. He emphasizes relationship building in a hybrid work environment, advocating for psychological safety and debunking myths about productivity and employee well-being. Learn about the strategies Seattle IT uses to create a supportive workplace, including their innovative annual learning conference.

Why Watch: Get inspired by Jim Loter’s insights on leadership, self-awareness, and fostering a culture of curiosity and innovation.

Guest Information: Jim Loter is the Deputy Chief Technology Officer at Seattle IT with extensive experience in technology leadership and public service.

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Produced by TitanMediaWorx.com

Hashtags: #CuriosityAtWork #SelfAwareness #PublicService #WorkplaceCulture #TechLeadership #RelationshipBuilding

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