Let’s Fix Work Buzzword Bingo


I’m not a huge fan of buzzwords because I have a soul. When you’re podcasting and talking about the world of work, it’s hard to avoid the jargon. That’s why my team made a buzzword bingo scorecard to keep me honest.

And guess what? They made a copy for you to play along as you listen to Let’s Fix Work or attend a boring meeting.

We fully realize that “Let’s Fix Work” sounds a little simplistic and jargony. Is it just that easy? Can we fix work-life balance challenges? How about employee disengagement? Can we fix the North Korea summit, too?

But I believe that if you fix work for yourself, you’ll fix it for others. Put your needs as a healthy adult first, and you’ll make the world of work a better place.

So, have fun with the bingo card and, if you’re interested, sign up for the Let’s Fix Work email list to get weekly updates on our podcast. No spam, no buzzwords, no GDPR updates. Just fun guests who are really trying to make work better for themselves and other people.

Thanks again for listening, and I hope you’re enjoying the show.

The post Let’s Fix Work Buzzword Bingo appeared first on Laurie Ruettimann.

Shared from verywellmind.com: Personality Psychology

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When Do You Quit and Kill a Project?


I have a few projects in the works. I’m working on my podcast, running an HR book club, and working on a book proposal for “Let’s Fix Work” with excellent coaching from Public Words.

Some of those projects are easier than others.

The podcast is doing well. The average podcaster gets about 120 downloads an episode. I’m approaching 10x those numbers, and it’s just the beginning. The team at OneStone Creative makes the process easier. I don’t want to be the host of a show where people complain about life, so we’re working on building a community to match listeners with resources to be their own HR.

The HR Books website is a labor of love. I’m working with RepCap Media on the site, and the appetite for learning is out there. But book clubs are flaky and feminine, and HR professionals are very busy. It’s hard to get people to read twelve books a year, even though books are tools for professional development. But if you’re not learning, your career is atrophying. So that’s why I’ve engaged the Community Company to help us think through plans. And SHRM is onboard to be creative and collaborative once the annual conference is over. Good stuff is on the horizon.

The book proposal is genuine and, also, difficult to write when you have eye surgery. (That’s me. I’m five days post-op and feeling better.) Nearly everything is done except my sample chapter. Even with my impaired eyesight, I’ve made progress. Thank god for my summer school typing class in 1990. Memorizing the QWERTY keyboard was the best career move I’ve ever made.

Because I’m focused on those three projects, I’ve killed other potential revenue streams (consulting, writing blog posts, webinars, etc.) and had to limit my public speaking. Nevertheless, I’m still on the road for most of June once my eyes heal. It’s a busy time. And I realize that my three projects might fail.

How will I know if things are going south?

Here’s my advice on when it’s time to kill things.

1. If people offer unsolicited advice and tell you to stick with something, it’s time to let it go. They’re encouraging you because something seems off. Don’t be afraid to get some distance between you and whatever you’re trying to accomplish. Just because you press pause doesn’t mean you’re quitting. Revisions can’t happen without time and reflection. And, even if you stop, you owe nobody an explanation.

2. Quit something if it doesn’t serve a purpose beyond your ego. I mentioned HR Books is a labor of love. Sometimes I’m like, wow, only the same 200 people want to read books. That’s hard on my heart. But if I think about the broader goals of HR Books, I’m inspired to keep working on the project. It’s a site dedicated to leveling up the HR profession and encouraging people to read books on work, politics, meaning, passion, purpose, and identity. If it were just about being famous, I’d have shelved HR Books months ago. The site is about changing the nature of the industry. Can you say the same thing about whatever you’re pursuing? If not, might be time to press pause or pivot.

3. If the only energy you bring to a project is reactionary, it’s time to end it. I’ve written many book proposals and have done a long and winding dance with publishers who want me to write a book about HR or my journey as an entrepreneur. Those book proposals failed because the energy I brought to the table was rooted in a regressive desire to prove my haters wrong. I couldn’t hack it in HR, so I would write a book and show everybody how I’m the queen of the industry. I failed at being a tech entrepreneur, so I would teach everybody about failure. Last year, a friend told me to stop fucking around and be honest with myself. Write the book I’m meant to write. That, my friends, is “Let’s Fix Work.” And it’s hard work, but it’s earnest. Are you bringing the right energy to your endeavors? Heartfelt attempts don’t always succeed, but vain efforts to silence your haters will always fail.

So, that’s my life update and advice on when to quit. There’s no shame in trying something and failing. But, when you try, make sure it’s a noble endeavor and not just a distraction from the hard work you’re meant to do.

Podcasting. Creating community. Writing. That’s what I’m meant to do. What about you?

The post When Do You Quit and Kill a Project? appeared first on Laurie Ruettimann.

Let’s Fix Work Episode 11 — The Fallacies of Work with Katrina Kibben


Katrina has a unique way of fixing work. She’s blazed a trail into nearly uncharted territory with an audacious goal: to take high volume, low retention jobs and make them not suck. She’s not afraid of a challenge; one of her clients hires people for split-shifts to work with small children. We love kids, don’t get us wrong. But it’s not always easy to work with a group of someone else’s kids. So, Katrina wants to help people find the right job, not just any job.

  • It’s not all on the employee to find the right job, which is why Katrina focuses on teaching the employers what that phrase means. Katrina rounds out her list of places that suffer from high turnover rates. Have you ever held one of these jobs? And if you’re the one hiring for these positions, well. You’ll want to take notes.
  • How does Katrina help these employers? She explains some of the first things she does when she comes in to consult with a company. First among them is taking a psychological profile of the top, most successful, employees in the role.
  • Katrina draws on her own personal experience when working with her clients, and she makes an ‘on the nose’ observation about how she felt in her various roles. She was needed but not valued. Take a moment and let that sink in. Needed but not valued. Katrina has a unique combination of skills which has landed her in a strange array of jobs, and she shares how, no matter the size of the company, no matter the job title, the day-to-day experience rarely changed. And that’s why she started her own company.
  • Laurie makes an interesting assertion that employees rarely grow within a company. Instead, they grow by going from one job to another. This is especially true for Katrina; as a consultant, she hops from one situation to another, and in doing so, she’s fixed work for herself. It wasn’t an easy road for her; she was conditioned to the stability of a guaranteed paycheck every month. Her first stint as an entrepreneur didn’t end well, and it wasn’t because of lack of clients. It was because of fear.
  • Katrina was much more focused for Round 2 of being an entrepreneur. She reveals her mindset and what she did differently this time around, a lesson you can take if you’re ready to break out of your own job and fix work for yourself. Even if your parents were strict military.
  • If you’re currently struggling in YOUR role, Katrina has some fantastic advice. But to start, you have to answer one question. Are you going to stay or are you ready to leave? Staying at a company where you’re unhappy IS a valid choice, but there’s a very important consideration. If you can’t be honest and transparent about your unhappiness, then you need to leave.
  • As a manager, keeping your employees motivated and engaged is a constant battle. So is keeping yourself motivated and engaged. Katrina shares WHY retail jobs are so challenging and it all comes down to one thing: the more humans you have to encounter in one day increases the ratio of assholes you deal with. You might think that good jobs don’t exist in retail jobs. But Katrina says that isn’t true, at least for all people.
  • There is one problem at work that Katrina is currently obsessing over that no one else is even thinking about. It’s the Fallacies of Work, a rote list of do’s and do not’s that somehow still exist from a totally different age, and Katrina smashes every single one of them.

Katrina Kibben:

Three Ears Media Blog

Three Ears Media Website



The DIY HR Handbook

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The Awkward Teenage Years…And Beyond: Study Reveals That a Lack of Tact is Worse Than a Lack of Popularity


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Not Everyone Has A Chance To Be A Personality

“Not everyone is allotted the chance to become a personality; most remain types, and never experience the rigor of becoming an individual. But those who do so inevitably discover that these struggles bring them into conflict with the normal life of average people and the traditional values and bourgeois conventions that they uphold. A personality is the product of a clash between two opposing forces: the urge to create a life of one’s own and the insistence by the world around us that we conform. Nobody can develop a personality unless he undergoes revolutionary experiences. The extent of those experiences differs, of course, from person to person, as does the capacity to lead a life that is truly personal and unique.” ― Hermann Hesse

Your Current Hidden Personality Revealed In Less Than Two Minutes