INTRODUCTION: Hello Workplace Warriors. I’m so glad you’re here. Welcome to another video. If you’re here for the first time, please consider subscribing to my channel. I’m on a mission, one video at a time, to help you live your best career life. So, do me a big favor and like this video to let YouTube know that you want more workplace-related content. Then, hit the notification bell so you know when I release new videos. Also, share it with others who want to live their best career life. And, consider subscribing to join the Workplace Warrior Community if you haven’t already.

Today, my Workplace Warriors, I want to share an email that I received recently from one of my blog readers. This person wrote to ask me what would happen if he filed a lawsuit against his manager at his current job. He shared that his manager framed him and falsely blamed him for damage to workplace property.

You may be able to relate to being treated unfairly by a manager during some point in your career.

Imagine this scenario: You’ve had enough. Your manager, the very person meant to lead and support you in your career, has falsely accused you of damaging company property for personal gain. But here’s the kicker—it wasn’t true. Understandably, this false accusation has left you feeling betrayed and confused. Your lack of confidence in your manager is definitely understandable.

Now, you’re considering the ultimate retaliation…suing your manager personally only, not as a fellow company employee. But how do you do that? Will it impact your employer although you know that your manager acted outside of company policy? This is why you want to sue your manager for professional malpractice.

The challenge with this type of claims is that professionals such as doctors, lawyers, or accountants are typically targeted by these claims because their misconduct or negligence might directly harm their clients or patients. Now, in your case, if your manager’s actions as a supervisor were negligent or abusive, and harmful (such as reputational damage or emotional distress), a professional malpractice claim just might apply.

The Core of Personal Lawsuits: When you decide to file a lawsuit against your manager personally, you’re targeting them as an individual, not your employer. This means that your legal action is directed at their personal conduct and responsibilities, not the organization they represent. The grounds for such a lawsuit typically involve claims like defamation, harassment, or wrongful termination, where the person filing the suit directly attributes the manager’s alleged misconduct to the individual.

EMPLOYER INVOLVEMENT WILL BE INDIRECT, BUT SIGNIFICANT Company Considerations: Despite targeting your manager personally, your employer will inevitably become entangled in the legal web. That’s because the employer has a responsibility to defend their employees and reduce the potential negative effects a lawsuit can have on the company’s reputation or operations. Here’s how things will likely play out once you file your lawsuit:

1. Did the alleged behavior occur within the scope of employment? Your employer may step in to provide legal representation for your manager, especially if the alleged behavior is related to your or your manager’s job duties in any way. The fact that you are a company employee and so is your manager, would likely be enough to meet this requirement.

2. The company will also consider the financial impact to its bottom line: If your lawsuit leads to a judgment or settlement, the company might be financially impacted, especially if they support your manager in legal matters.

3. What is the reputational risk: Most businesses want to avoid scandals at all costs. A lawsuit involving an employee and their manager can tarnish the company’s image, damaging the public’s perception of the company as well as investors’ and other stakeholders’ confidence in the organization.

Employee Considerations: Filing a lawsuit against your manager can have a ripple effect beyond legal consequences. It’s a decision with profound personal and professional repercussions. So, think about these very real impacts on your personally:

The emotional toll – Even though you are the person filing the lawsuit, litigation can be emotionally taxing. The process will dig up any past grievances and will strain your workplace relationships. Potential impact on your career – In spite of existing legal protections, suing your manager could have a negative impact on your continued career within the company. Employers try to avoid lawsuits, so other employers within the industry that you work in might hesitate to hire you if they know about your suit against another employer. Public Scrutiny – Be prepared to face public scrutiny and potential media attention, especially if someone exposes your case on social media. So, one of your most important considerations should be your mental health during this time. If the pressure proves too much to bear, not surprisingly you could sink into a dark place. Before moving forward, determine if it’s all worth it. Decide, on the front end, at what point you should cut your losses and move on with your life and career. IN CONCLUSION: Suing your manager personally for professional malpractice is a bold step. It demands careful consideration of the legal nuances, potential consequences, and your personal resilience. While targeting your manager as an individual, be prepared for your employer’s indirect involvement. Also, research and consider how such action could negatively impact your professional journey.

Remember, legal battles are multifaceted. So seek guidance from experienced professionals, such as employment law attorneys. They can help you weigh your options, and brace yourself for a journey that goes beyond established legal protections. It’s about asserting your rights, reclaiming your dignity, and forging a path towards justice in the workplace.

So, are you ready to embark on this legal odyssey? The decision is 100% yours. Remember to choose wisely, and may justice prevail in your pursuit.

The information shared here is meant for information purposes only. It is not legal advice. Only employment law attorneys can provide you with legally-sound advice. Their advice will be based on your state’s laws and the specific details of your case.

As we wrap up, remember that I am on a mission to help you live your best career life one video at a time. If you got value from this content, please like this video to let YouTube know that you want to see more videos like this. Share it with others who want to live their best career life. And click the notification bell so that you’ll know when I release new videos.

The links to my upcoming live sessions are in the description below this video. You can also schedule a personal workplace or job search coaching session with me, using one of the links below if you’d like to work more closely with me.

Until next time workplace warriors…Career Success to You!

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INTRODUCTION: Hello workplace warriors! Welcome to another video. I’m on a mission to help you live your best career life, one video at a time. So, if you’re stopping by for the first time, I invite you to subscribe to my channel and hit the notification bell so that you’ll among the first to know when I drop new videos. Also, please make sure to like this video to let YouTube know that you’d like to get more awesome job search and workplace tips, information, and advice that you can use. Finally, be sure to share my videos with others who want to live their best career life.

Today, let’s dive into the world of career cautionary tales and explore the top ten reasons why employees find themselves unexpectedly off their employer’s payroll. From innocent blunders to epic mishaps, these are the stories you will definitely want to avoid. So, grab your coffee and let’s uncover why some folks end up saying, “I got fired for what?!”

TOP 10 TERMINATION TALES: Picture this: you’re happily working away, thinking you’ve got job security nailed down, when suddenly—bam!—you’re called into HR and handed the dreaded pink slip. What happened? How did it come to this? Well, fear not, because we’re about to unravel the mystery of employee termination with a blend of insight and light humor. So, without further ado, here are the top ten reasons employees get booted.

1. Attendance Amnesia

This is the classic case of the disappearing act. From perpetual tardiness to mysterious absences, failing to show up reliably is a surefire way to land on your manager’s and HR’s radar. Remember, while you might have mastered the art of stealth mode, your boss will still notice when you’re only around “in spirit” for Monday morning meetings.

2. Social Media Mayhem

In today’s digital age, what you post online can come back to haunt you faster than you can say, “Delete.” One too many questionable tweets or inappropriate Facebook rants can lead to a one-way ticket out the door. So, here’s some wise counsel – If you wouldn’t want your grandma to see it, don’t post it!

3. Office Politics Gone Wrong

Navigating office politics is like tiptoeing through a minefield. While it’s tempting to engage in gossip or backstabbing, remember that walls have ears (and those ears might report what you said to your boss). Keep your alliances friendly and your conversations drama-free by avoiding the workplace grapevine communication channel.

4. Quality Quagmire

Your work should speak for itself—but what if it’s saying the wrong things? Consistently sloppy output or failing to meet standards can turn your dream job into a nightmare. So, double-check your work, ask for feedback, support, and strive for excellence.

5. Ethics and Integrity Slip-ups

Integrity isn’t just a buzzword—it’s the cornerstone of professionalism. Whether you’re fudging numbers, cutting corners, or engaging in shady practices, your ethical lapses can torpedo your career faster than you can plan a “cover-up.”

6. Communication Catastrophes

Ever sent an email to the wrong recipient? Or accidentally hit “reply all” on a scathing critique? Yes, it has happened to me. Communication blunders can be cringe-worthy and, in some cases, career-altering. So, my advice to you is to always pause, proofread your message, read it out loud, then think twice before you hit send.

7. Attitude Overhaul Needed

It’s true: attitude is everything. A consistently negative or toxic demeanor can poison team dynamics and put you on the fast track to unemployment. Stay positive, be a team player, and leave the grumpy cat impressions to the internet memes.

8. Policy Perils

Remember that rules exist for a reason, and breaking company policies can lead to serious consequences. Violating confidentiality agreements, abusing company resources, or playing fast and loose with the rulebook rarely ends well.

9. Culture Clashes

You know that every workplace has its vibe, and fitting into the company culture is key to employee success. If you’re the lone wolf in a sea of team players (or vice versa), clashes can arise. Embrace the company ethos, adapt where needed, and avoid becoming the odd one out.

10. Downright Dismissal

You guessed it. The most straightforward path to unemployment is getting fired for simply not cutting it. Lacking skills, poor performance, or being a bad fit can hinder your ability to shine. So, whether you or your employer comes to the realization, sometimes the best career move is to get s fresh start in a new role.

IN CONCLUSION: As we wrap up our time analyzing terminated tales, remember that while these stories might make you chuckle a bit, they also offer valuable lessons. Success in the workplace isn’t just about skills—it’s about attitude, integrity, and adaptability. So, keep your head up, your coffee strong, and your sense of humor intact. Avoid these common pitfalls by learning from others’ mistakes. Stay focused on your journey to a thriving career.

And there you have it, folks—the top ten most common reasons employees get fired, served up with a side of humor and a dash of caution. Now go forth, work wisely, and may your next HR meeting be for a promotion, not a pink slip!

Remember to like, share and subscribe to the join the community! Until next time…Career Success to You!

#Job Search, #Find a Job, #Job search strategies, #How to Find a Job, #How to Land a job, #How to apply for a job, #Job Duties, #Accomplishments, #Knowledge #Skills #Skillset #Abilities #Career Advice, #Online Profile, #Profile Photo, #Recommendation Letters, #How to Get A Job, #Interview Preparation, #Interview Questions, #Job Interview, #New Job

https://studio.youtube.com/video/pDvHvzM_sUQ/edit

#Career Success, #Recruitment, #Candidate Pool, #Onboarding, #First Day, #Training, #Workplace Culture, #Company Culture, #Professional Development, #Behavior, #Performance, #Duties, #Responsibilities, #Knowledge, #Skills, #Abilities, #Competencies, #Professional Development, #Promotion, #Collaboration, #Diversity, #Equity, #Inclusion, #Work-Life Balance, #Benefits, #Total Rewards, #Perks, #Employee Relations, #Equality, #Retirement, #Conflict Resolution, #Interpersonal Relationships, #Relationship Building, #Service, #Authority, #Respect, #Compliance, #Fair Treatment, #Protected Categories, #Legal Protections

Title: Don’t Get Fired! Thrive in Your Probationary Period

Greetings everyone! Welcome to my channel. Thanks for joining me for another video. You know that I’m on a mission to help you live your best career life and I’m doing so one video at a time. So, if you like the information that I bring to you, click the “thumbs-up” to let YouTube know that you want more information like this to come your way. Also, please share my videos with others who want to level up their career life. Finally, I would love for you to subscribe so that you get notified each time I release a new video.

Introduction:

Probationary, Provisional, Introductory, Orientation, Training, Initiation period, etc. They all refer to the first months to 1 year trial period after you start your new job. It's that crucial phase that determines your future with the company. It’s because you and your new employer use that time to decide if the two of you are a good fit for each other. While probationary periods vary in length of time and specific requirements, the goal remains the same for you, the employee: to secure your position and transition into a permanent role. If there’s such a thing these days.

We all know that starting a new job can be an exciting and nerve-wracking experience all at once. A while back, I did a video on three reasons why employees get fired during their probationary period. So, this video is a follow-up of sorts to that one, but I’m turning the tables today and sharing some proactive steps that you can take to increase your chances of achieving a successful probationary period with your employer.

Understand Your New Employer’s Probationary Period Strategy and Develop Your Own:

Most people still consider the probationary period as the initial months of the employer:employee relationship when employers evaluate new employees. The reality is that it is also the time for employees to evaluate their new employer. So below, I am sharing with you the ways that your new employer will assess your fit for the company. I am also sharing with you the corresponding strategy that you, as the new employee, should implement to successfully navigate the probationary period.

1. Know that the first starting point of your new employer’s strategy is to assess if you have the necessary skills, knowledge, and cultural fit to be successful as an employee of the organization.

So, as the “new kid on the block,” you should ask your manager for a copy of your job description on your first day of work. Also, ask your manager how they define success on the job.

Take advantage of professional development opportunities offered by the company. Whether it's attending training sessions, workshops, or industry conferences, investing in your professional development demonstrates your commitment to continuous learning and growth. Even if your company’s budget is limited, take advantage of free and low-cost online personal and professional development opportunities through sites like Udemy, Teachable, Coursera, and others.

Exercise resilience, especially in the face of challenges or setbacks. Demonstrating resilience in overcoming obstacles showcases your ability to adapt and thrive in the face of a changing work environment.

Maintain a positive attitude and do not participate in workplace gossip. Your ability to maintain a high level of professionalism in your conduct, interactions, and work ethic will reflect positively on your character and commitment to the role.

Do your best to complete your assignments as requested and in a timely manner. If you can’t meet a deadline, ask your manager for a deadline extension.

Don’t be afraid to ask questions when you are not sure how to complete an assignment. Also, ask for a copy of your company’s employee handbook and read it from front to back to familiarize yourself with the company’s policies. Finally ask for a copy of the standard operating procedures for your position and department and follow them 100% when doing your work.

If you are ever unsure about a task, policy, or expectation, seek clarification from your manager or an authorized co-worker for guidance or clarification. It's better to ask questions and seek clarity than to make assumptions that could lead to mistakes or a misunderstanding that could jeopardize your employment.

2. During the probationary period, your employer will expect you to demonstrate your job-related abilities and meet performance expectations outlined in their job descriptions.

This is why it is so important for you to ask for a copy of your job description. It will contain the exact duties that you will be expected to perform. It is also crucial that you know how your manager will determine your success on the job. So, ask him/her how they determine on-the-job success.

During your probationary period, read your job description as a part of your getting ready for work each day during your probationary period. Think about your performance on the last day that you worked and honestly think how good of a job you did. Identify areas where you may need to improve. Think of ways that you can do a better job and implement those improvements into your work performance the next time you work. Also be ready and willing to take on additional responsibilities when appropriate. This will help you to get better at your job faster.

Your initiative and proactive approach to your work will shine through and be noticed by your superiors. Showing initiative highlights your enthusiasm and commitment to contributing to the organization's success.

Demonstrate adaptability and flexibility in response to changing circumstances or feedback and remain open to mentorship and feedback. You can learn a lot from those who have been doing the job longer. You can also learn from younger or less-experienced workers who might have free ideas about better ways to get the work done. So, also be open to learning new skills, adjusting your approach, and embracing changes within the organization.

If you ever feel that you need additional tools and resources to perform your job well, let your manager know.

3. The probationary period allows both parties to adjust to the working relationship.

Familiarize yourself with company policies, procedures, and expectations.

Keep the lines of communication open between you and your manager. Let him/her know that you want to do a great job. Ask him/her for feedback on ways that you can do your job better. Use their feedback to think of any changes that you need to make in the way you work to meet performance expectations.

A little after the half-way mark into your probationary period, ask your manager for a copy of the performance evaluation document that they will use to rate your performance when your probationary period ends. Then do a self evaluation of your performance. Make sure to include ratings for all of your key duties. Also rate yourself on how well you follow directions, communicate, exhibit leadership qualities, interact with co-workers, and produce high-quality work. Share your completed self evaluation with your manager and ask them if your self evaluation matches their rating of your performance. And, ask if the two of you can meet to discuss where there are differences.

4. Your employer knows the labor laws in your area and they will apply them when necessary. In some jurisdictions, labor laws may provide protections for both employers and employees during the probationary period.

Know your state’s or local area’s labor laws. Research if your state is governed by “at-will'' employment laws. Or, if your industry is unionized. Remember also to research workers compensation laws in your job market. It is very unfortunate, but employee’s often do not know the details of their rights and responsibilities in their state. Often, it is only when/if an incident occurs that they then do their research. Unfortunately, it may be too little, too late.

I can all but guarantee you that you will be the first new employee to have followed this strategy. You will gain even more of your manager’s respect and their confidence in your abilities. They will also be so impressed that they will likely be speechless.

IN CONCLUSION:

Navigating the probationary period requires a proactive approach and a focus on demonstrating value to the organization. So, increase your chances of success, by avoiding the common pitfalls such as reporting to work late, excessive absenteeism, inappropriate workplace behavior:

Keep track of your achievements, milestones, and contributions during your probationary period and beyond. Documenting your successes provides tangible evidence of your value to the organization and can support your case for permanent employment.

Thank you once again for joining me on my mission to help you live your best career life. Remember to like, share and subscribe and I look forward to seeing you for the next video. If you want to see the video on why employees get fired during their probationary period, I’ve linked it right here.

Also, if you need a little motivation and positive self-talk, be sure to visit my online store. It’s linked in the description below.

Until next time… Career Success to You!

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You are asked to submit a resume to any three companies/businesses that you choose and you will be guaranteed an interview with all three of them. What three companies/businesses are you choosing to interview with this week?...

#interview #choice #confidence #knowledge

3

*This is an article I copied and pasted with permission from the person who wrote it. I thought it would be helpful to our community.

“During a prank, a student stuck a paper on his classmate's back that said "𝗜'𝗺 𝗦𝘁𝘂𝗽𝗶𝗱", and asked the rest of the class not to tell the boy. Thus the students began laughing on and off... ​ Came afternoon math class started and their teacher wrote a difficult question on the board. ​ No one was able to answer it except the boy with the sticker. ​ Amid the unexplained giggles, he walked toward the board and solved the problem. ​ The teacher asked the class to clap for him and remove the paper on his back. ​ She told him: "It seems that you don’t know about the paper your classmate has pasted on your back." ​ Then the teacher looked at the rest of the class and said: ​ "Before I give you a punishment, let me tell you 2 things: ​ First, throughout your Life, people will put labels on you with many nasty words to stop your progress. ​ Had your classmate known about the paper, he wouldn't have gotten up to answer the question. ​ 𝗔𝗹𝗹 𝘆𝗼𝘂 𝗵𝗮𝘃𝗲 𝘁𝗼 𝗱𝗼 𝗶𝗻 𝗟𝗶𝗳𝗲 𝗶𝘀 𝗶𝗴𝗻𝗼𝗿𝗲 𝘁𝗵𝗲 𝗹𝗮𝗯𝗲𝗹𝘀 𝗽𝗲𝗼𝗽𝗹𝗲 𝗴𝗶𝘃𝗲 𝘆𝗼𝘂 𝗮𝗻𝗱 𝘀𝗲𝗶𝘇𝗲 𝗲𝘃𝗲𝗿𝘆 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝘆 𝘆𝗼𝘂 𝗵𝗮𝘃𝗲 𝘁𝗼 𝗹𝗲𝗮𝗿𝗻, 𝗴𝗿𝗼𝘄 𝗮𝗻𝗱 𝗶𝗺𝗽𝗿𝗼𝘃𝗲 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳." ​ "Second, it’s clear that he doesn't have any loyal friend among you all to tell him about the sticker. ​ It doesn't matter how many friends you have - it is the loyalty you share with your friends that matters. ​ 𝗜𝗳 𝘆𝗼𝘂 𝗱𝗼𝗻'𝘁 𝗵𝗮𝘃𝗲 𝗳𝗿𝗶𝗲𝗻𝗱𝘀 𝘄𝗵𝗼 𝗰𝗮𝗻 𝗱𝗲𝗳𝗲𝗻𝗱 𝘆𝗼𝘂 𝗯𝗲𝗵𝗶𝗻𝗱 𝘆𝗼𝘂𝗿 𝗯𝗮𝗰𝗸, 𝘄𝗵𝗼 𝗰𝗮𝗻 𝘄𝗮𝘁𝗰𝗵 𝗼𝘃𝗲𝗿 𝘆𝗼𝘂, 𝗽𝗿𝗼𝘁𝗲𝗰𝘁 𝘆𝗼𝘂 𝗮𝗻𝗱 𝘄𝗵𝗼 𝗴𝗲𝗻𝘂𝗶𝗻𝗲𝗹𝘆 𝗰𝗮𝗿𝗲 𝗮𝗯𝗼𝘂𝘁 𝘆𝗼𝘂, 𝘆𝗼𝘂 𝗮𝗿𝗲 𝗯𝗲𝘁𝘁𝗲𝗿 𝗼𝗳𝗳 𝗮𝗹𝗼𝗻𝗲." #motivation #knowledge

*This is an article I thought was interesting and want to share it with you. This article was cut and pasted with permission. It is the original post and no edits by me.

Reaching out to show someone that you’re thinking of them can make you both feel a bit closer. But sometimes we can feel uncertain about taking that first step. Here's how to do it.

First, think of the right way to reach out — is it a text, a phone call, an email, a Facebook message? What will put the least amount of pressure on the recipient? If you don’t get a response, don’t take it personally. Think about this interaction as similar to smiling at a colleague in the hallway: Sometimes you might stop and chat, and sometimes you might not. Instead of expecting a reply, enjoy the knowledge that your message is likely to deliver a little hit of happiness for the recipient.

Set an expectation for a short and simple conversation — it will help avoid the feeling that socializing is another item on your to-do list. And if you do end up talking, share something about yourself — maybe a photo of your pet or child doing something funny — to help build positive rapport.

It may feel awkward at first, but reaching out to an acquaintance will create a spark of joy for both of you while you’re out of each other’s sight.

1. Use informal modes of communication

Phone calls can feel intrusive, and emails seem impersonal. Instead, try reaching out to a “weak tie” via text message or Facebook. This will allow the other person to respond whenever they can, so you don’t need to worry about reaching out at the wrong time.

2. Don’t expect a reply

Rejection rates when reaching out to a weak tie are extremely low — in one of Gillian’s studies fewer than 12% of people who talked to strangers experienced a rejection. However, during the pandemic, many people are feeling overwhelmed and some may not respond.

If you don’t get a response, don’t take it personally. Remind yourself that the point of reaching out to a weak tie is to let this person know that you are thinking about them. Reframe your expectations: Think about this interaction as smiling at a colleague in the hallway. You’re acknowledging and saying hello to the other person. Perhaps you’ll talk for a few minutes — but if you don’t that’s fine too.

Instead of expecting a reply, enjoy the knowledge that your message is likely to deliver a little hit of happiness, and maybe, like it did for Ashley, could make a real difference in someone’s day.

3. Set an expectation for a short and simple conversation.

Your goal is to let the other person know you are thinking about them and open up the opportunity to chat, if they want to. It’s okay to keep the conversation short: In recent data one of us collected, a “just right” conversation with a stranger was about 10 minutes long. If you set the expectation that you only have a few minutes, this lets you both off the hook, and helps you avoid the feeling that socializing is another endless “to-do.”

4. Reach out to people who have affected you in the past.

Expressing gratitude is a powerful way to improve mood. If you had a colleague who inspired you, or a mentor who gave you excellent career advice, let them know you are thinking of them. Or you could reach out to someone you shared fun times but have lost touch with. You’ll both enjoy the nostalgic flashback.

5. Share something personal about yourself.

If you aren’t sure what to write about, share something personal about yourself — like a photo of your pet or child doing something cute and/or funny. Sharing aspects of yourself helps to build positive rapport and encourages the other person to reciprocate.

Draw on Weak-Tie Strategies with Strong Ties Too

Now that our social interactions are often limited to strong ties, and we schedule hour-long calls and board game nights to spend quality time together, we are at risk for becoming burned out. In data that we’ve collected post-Covid-19, we found that the more time that people spent interacting with colleagues and friends online, the more stressed out they felt.

As these data suggest, scheduled social interactions are exhausting. Also, they do not work for everyone. People in different time zones, with bad internet connection, who are juggling demanding care-giving and work responsibilities might not have time for formal means of connection that require advanced scheduling, like family or company-mandated happy hours.

We can repurpose the informality and spontaneity of weak-tie interactions to help us stay connected while reducing the risk of burnout. Right now, the best social interactions are those that tell others you are thinking of them, without an expectation of a return of time, energy, or attention.

If studying weak ties has taught us anything, it is that we need to practice self-compassion. We might not have the energy for 1.5 hour long social calls every day. That is perfectly alright.

The best research shows that even a few minutes of texting is enough to improve your mood and spread joy within your social network — perhaps more than that never-ending game of Pictionary.

We might be missing out on our weak tie interactions right now, but it is in our power to create them. An informal hello with a colleague — or your mother — is only a short text message away. #motivation #knowledge #wisdom

Pay it Forward by Showing Kindness to Others! It’s simple, it’s easy, and not hard to do! #wisdom #faith #knowledge

It’s Sunday a the perfect time to begin thinking outside the box.

Why not start with NEW BEGINNINGS? Start with a New Plan of Obtaining a Job, focus on what it is you see yourself doing in 2023!

New Mindset: Means setting you mindset in what it is you see yourself doing in 2023. Medical Field, Retail Sales, Customer Service, Remote Work, Waiter/Waitress, Accounts Payable, Account Management, Laborers, Plumbers, Electricians, are just a few examples of planning on the goal of employment. The Mindset starts with new ideas, new thoughts, and New Goals of obtaining employment.

New Start: The New Start means starting from the beginning and ending on top. Not waiting another Day, Week, Month, or Year. Start Today!

New Intentions: What are your intentions? Regardless of what you think of doing, it starts with the intention of completing the task.

New Results: When you change the process that didn’t previously result in a positive outcome, it’s time to change up the game. In the past I would set my mindset on gaining new business. After spending wasted money on my marketing ideas it ended with no positive results. After looking at my past ideas, made adjustments to what I did in the past and changed it. The results was positive, gaining 10% new business in 2022. Although it wasn’t enough for me I changed it up again. The results were more sales. I didn’t beat myself up over the mistakes I made. I used it as a learning experience to make it better. Why allow it to stand in your way of doing it today? Start Today with New Beginnings, New Mindset, New Focus, New Start, New Intentions, equals New Results. May Your Sunday be filled with Good Thoughts, Positive Beginnings, and Clear Mindset. #advice #applying #wisdom #knowledge