Giving, receiving or even witnessing gratitude has significant benefits.   Numerous studies have found that having a grateful outlook, “counting one’s blessings” and expressing gratitude to others can have positive effects on our emotional health as well as on our relationships.

Apparently, gratitude is the gift that keeps on giving. It has been shown to reduce anxiety and depression, improve sleep, and even generate physical benefits such as lower blood pressure. Now it turns out that even being an observer of a gratitude episode can be beneficial. Watching an act of gratitude between two people can cause an observer to feel more warmth and affinity toward them both. 

The studies on gratitude don’t indicate how often we ought to express gratitude or how best to put it into practice. One suggestion is to be specific when expressing gratitude: Instead of just saying “thank you,” say what you are thankful for, and why.

Many experts believe that a small dose of gratitude, once a day, is enough to have a positive impact. To develop an enduring gratitude habit, try linking your gratitude practice to an already ingrained routine or do it at a specific time, such as first thing in the morning.

When is the last time you gave, received or witnessed gratitude and how did you feel afterward? To join the conversation, click "comments" above.

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Have you performed a random act of kindness lately?  In a study published in the Journal d Experimental Psychology, researchers found that when you perform a random act of kindness it’s easy to underestimate how much the recipient will appreciate it. And that miscalculation holds many of us back from doing nice things for others more often. 

We know that kindness can boost well-being, writes New York Times reporter Catherine Pearson. But researchers who study the subject hope these new findings will strengthen the scientific case for making these types of gestures more often.

“I have found that kindness can be a really hard sell,” said Tara Cousineau, a clinical psychologist, meditation teacher and author of The Kindness Cure: How The Science of Compassion Can Heal Your Heart and Your World.  "People desire kindness yet often feel inconvenienced by the thought of being kind.” 

On the other hand, even the smallest gestures do get noticed. So if you are not already in the habit of performing random kind acts — or they do not come naturally to you — begin by telling people what you appreciate about them.  Also consider what you like to do, what skills and talents you have, and how you might turn those into small offerings for other people.

How did you feel the last time you performed a small act of kindness, and how did you feel the last time someone did this for you? To join the conversation, click "comments" above.

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Do you want to stand out at work?  Visibility is crucial for getting recognized by management, bolstering your reputation, and increasing opportunities for career growth. But getting noticed can be more challenging than ever if you are working remotely all or some of the time.

In “Five Ways to Increase Your Visibility at Work" Forbes contributor Caroline Castrillon provides useful tips for those who want to be noticed and to overcome “proximity bias”  (when managers treat workers who are physically closer to them more favorably).

• Participate in conversations:  Resist turning off your camera and hiding in the background during virtual meetings. Keep your camera on to literally increase your face time with your team and to show facial expressions and non-verbal cues, which help foster a sense of connection.  Ask questions to show you are engaged.

• Show enthusiasm for learning:  Attend conferences, read industry journals, get certifications. Lifelong learners demonstrate curiosity and initiative. And improving your skills and qualifications is a path to growth.

• Volunteer for stretch assignments:  Look especially for high-profile cross-functional projects headed by senior leaders. This will elevate your profile beyond your immediate team and show commitment to collaboration.

• Share the spotlight: Sharing credit strengthens team morale while simultaneously enhancing company culture and building trust.

• Establish a relationship with your manager: Don't hesitate to solicit feedback and ask your boss if they need help on any projects. 

How do you ensure that you get noticed at work? To join the conversation, click "comments" above.

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You may have seen the letter “B” added to the three-letter acronym DEI (Diversity, Equity, Inclusion), which has become ubiquitous in the world of business, government, and academia. The B stands for Belonging. According to Forbes senior contributor William Arruda, “Belonging is critical for inspiring a productive, engaged culture within any team.”
The hybrid/remote work environment has diluted human interaction, along with people’s sense of belonging. More than half of American employees reported feelings of isolation in the past year, and, according to McKinsey, 51% of people who left their jobs in 2022 did so in search of belonging and connection.
Great Place to Work revealed that when employees experience belonging, “they’re three times more likely to say their workplace is fun and five times more likely to want to stay at their company for a long time.” So, how can organizations foster a sense of belonging?

• Make “belonging” a mantra:  Create opportunities for employees to interact.
• Foster Empathy: Seeing the world through others’ eyes enhances connection.
• Embrace differences:  Recognize the distinct value that different perspectives bring.
• Establish a shared purpose and vision:  Common goals unite people.
• Invest in talent development:  Sponsor team training and coaching programs. 
• Be collaborative:  Be more expansive about whom to include in communication, meetings, and in the decision-making process.
• Express gratitude:  Appreciation is appreciated, so find ways to embed this practice.
• Reward those who foster belonging: Leaders can increase everyone’s sense of belonging when they call out others for building an environment that amps up belonging. 

What has your organization done lately to foster belonging? To join the conversation, click "comments" above.
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Without quality leadership, employee engagement and retention are endangered. Turnover hurts the bottom line, since hiring a new employee to replace an old one can cost anywhere from an additional 50 – 200 percent of the role’s salary. A far better solution, according to Katy Tynan, a principal analyst at Forrester, a global research and consulting firm, is to invest in leadership training.
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According to a survey of more than 700 HR leaders conducted by Forrester and HR Executive Magazine, 65 percent of businesses spend up to $2500 per employee annually on such trainings. Consider that if five managers making $100,000 annually quit, a company might need to spend $500,000 replacing them.

Of course, leadership development isn’t something you can simply throw money at, and there is no guarantee that one course will transform a person’s leadership ability. Tynan’s advice for retaining the best talent is to reinforce workshops and virtual learning programs with immediate opportunities for practice. For example, after a workshop on giving feedback, HR leaders could match attendees with learning partners to practice in simulated real situations. 
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Time, of course, has its own cost, but creating a learning community of practice can have deep and lasting benefits.
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How much does your organization spend on leadership training, and how much time does it allocate for follow-up? To join the conversation, click "comments" above.

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