Debunking Workplace Myths

* NEW PAPER * What people get wrong about job automation. In a large-scale study involving over 4,000 participants and 542 jobs, we explore how laypeople perceive automation risk. The findings are striking: while people do consider job tasks (e.g., whether they are routine or manual) when judging automatability, they also heavily rely on job prestige. We often assume that the most prestigious jobs are safest from automation. The problem? Prestige doesn’t protect against automation. In fact, high-prestige jobs are often more exposed to advanced AI tools, particularly generative AI. This mismatch has real consequences. Students and job seekers may make education and career decisions based on outdated stereotypes, potentially preparing for roles that are likely to come under pressure. This research offers both a wake-up call and a roadmap. To prepare society for the changing world of work, we must: - Go beyond expert forecasts and consider public perceptions - Address misconceptions, especially around "safe" white-collar jobs - Rethink how we advise the next generation on career choices See link in comment for the preprint. We made also a companion website where you can freely explore the data (see screenshot below). Link in comment. With a team of friends and former Erasmus colleagues: Almira Abilova, Mirjam Tuk, and Alina Ferecatu The Wharton School / Wharton AI & Analytics Initiative / Wharton Executive Education / Erasmus University Rotterdam / Erasmus Centre for Data Analytics / RSM Erasmus University

𝐃𝐄𝐈 𝐚𝐧𝐝 𝐭𝐡𝐞 "𝐚𝐝𝐯𝐚𝐧𝐭𝐚𝐠𝐞" 𝐦𝐲𝐭𝐡: I saw a post that said, "𝘞𝘩𝘦𝘯 𝘺𝘰𝘶 𝘰𝘧𝘧𝘦𝘳 𝘢𝘯 𝘢𝘥𝘷𝘢𝘯𝘵𝘢𝘨𝘦 𝘵𝘰 𝘰𝘯𝘦 𝘨𝘳𝘰𝘶𝘱 𝘸𝘪𝘵𝘩𝘰𝘶𝘵 𝘢𝘯 𝘩𝘰𝘯𝘦𝘴𝘵 𝘤𝘰𝘯𝘷𝘦𝘳𝘴𝘢𝘵𝘪𝘰𝘯 𝘸𝘪𝘵𝘩 𝘵𝘩𝘰𝘴𝘦 𝘸𝘩𝘰 𝘧𝘦𝘦𝘭 𝘦𝘹𝘤𝘭𝘶𝘥𝘦𝘥, 𝘳𝘦𝘴𝘪𝘴𝘵𝘢𝘯𝘤𝘦 𝘪𝘴 𝘪𝘯𝘦𝘷𝘪𝘵𝘢𝘣𝘭𝘦." Doesn't this miss the mark? Prioritizing Diversity, Equity, and Inclusion isn’t about handing out unfair perks. It addresses the fact that for centuries, certain people were systematically excluded. Research shows that women, non-white people, LGBTQ+ folks, and older professionals have experienced unchecked bias and discrimination. They faced barriers that perpetuate inequity. DEI looks to level the playing field so everyone has a fair shot, regardless of demographic. It doesn't give an unfair advantage; it's on a mission to fix broken practices. In client spaces these are the conversations I am facilitating. 𝐋𝐢𝐤𝐞 𝐛𝐞𝐢𝐧𝐠 𝐢𝐧 𝐚 𝐫𝐚𝐜𝐞 Consider that you’re running a race, and some people start 10 yards behind the starting line because of systemic discrimination. Equity means ensuring everyone begins from the same starting point. Not slowing others down, and definitely not driving the disadvantaged three miles further to start ahead of the pack. 𝐖𝐡𝐲 𝐭𝐡𝐞 𝐩𝐮𝐬𝐡𝐛𝐚𝐜𝐤? Resistance often stems from a misconception: that DEI takes something from one group to give to another, as the comment I led with suggested. In reality Diversity Equity and Inclusion benefits everyone. When workplaces embrace equity and inclusion: Teams perform better. Innovation skyrockets. People feel valued and engaged. It's far from a zero-sum game; it’s a win-win. Studies show that companies with fair leadership standards are more successful. Inclusive cultures reduce turnover and boost productivity. And employees report feeling like they truly belong. 𝐓𝐡𝐞 𝐤𝐞𝐲: 𝐜𝐚𝐧𝐝𝐢𝐝 𝐜𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧𝐬 People need clarity. If you're rolling out DEI initiatives without explaining what they're about, using victimization framing, or don't address fears and misconceptions? You'll face resistance. Employees will be persuaded by misinformation when you don't embrace transparency and honest conversations. People who understand that DEI is about fairness, not taking sides, are more likely to support it. 𝐀𝐝𝐝𝐫𝐞𝐬𝐬𝐢𝐧𝐠 𝐡𝐢𝐝𝐝𝐞𝐧 𝐛𝐢𝐚𝐬𝐞𝐬 𝘞𝘦 𝘢𝘭𝘭 𝘩𝘢𝘷𝘦 𝘣𝘪𝘢𝘴𝘦𝘴. It's part of how our brains work...we categorize information to make sense of the world. But left unchecked, biases can unintentionally perpetuate inequity. That's why that quote image hits home Think of a small step you can take today to challenge your assumptions and create a more inclusive environment. Feel free to share your ideas below! 👇🏿

7 Myths About Productivity (That are Secretly Slowing you down) Hard work doesn’t guarantee results. The most productive people don’t just do more. They understand what doesn’t work and avoid it. Here are 7 productivity myths that might be holding you back: 1. Multitasking Helps You Get More Done → Splitting your focus makes you slower, not faster. Deep work beats scattered effort every time. 2. The Longer You Work, the More You Achieve → More hours don’t mean more results. Efficiency beats exhaustion. 3. You Need to Wake Up Early to Be Productive → Productivity isn’t about the clock. It’s about when you work best. 4. Checking Off More Tasks Means You Were Productive → Being busy is not the same as being effective. Real productivity comes from focusing on what moves the needle. 5. The Right Tools Will Solve Your Productivity Problems → No app or software can fix bad habits. Systems don’t work unless you do. 6. Motivation Drives Productivity → Motivation fades. Discipline and routines keep you moving forward. 7. The Most Productive People Say Yes to Every Opportunity → High performers protect their time. Saying no to distractions is what makes space for real progress. The most productive people work differently. They don’t just do more. They do what matters. Which of these myths have you believed before? Let’s discuss 👇 ♻️ Follow César Solís and reshare to help others. 📌 Save this post for future reflection!

Every manager has a secret they're afraid to share: They want YOU to manage THEM. But most people reject this idea. I've heard all of the excuses: "I don't want to bother them." "Why should I manage up? That's their job." "If they were a good manager, they'd know what I need." It feels backward, unfair, even insulting. But here's what you're missing: Your manager is drowning. Even more than you. They're juggling:  - endless meetings - 8-12 direct reports - pressure from above  - fires they didn't start They don't have time to manage you perfectly. And you're waiting for them to read your mind. This is why careers stall. But there's one subtle shift that changes everything: Stop waiting to be managed well.  Start managing them strategically. This isn't about kissing up or playing politics.  It's about creating the conditions for mutual success. When you manage up effectively: • You get clearer direction and faster decisions • You build trust that opens more doors • You reduce frustration on both sides • You accelerate your career growth Your manager's success directly impacts your success.  When they look good, you look good.  When they win, you win. Managing up is really managing your own career trajectory. In my latest infographic, I break down 5 foolproof strategies: ✓ The communication formula that builds instant credibility ✓ A trick to go from problem-raiser to problem-solver ✓ Systems that highlight your strategic thinking ✓ Why saying "no" makes you invaluable ✓ How to invert your check-ins These strategies work with any manager: • the absentee • the micromanager  • the newly overwhelmed Because you're not trying to change them.  You're changing how you show up. Which approach will you try first? ♻️ Share to help others grab control of their career  🔔 Follow Dave Kline for more career and leadership insights

Resume gaps = Where life happens Career gaps aren't flaws. They are often chapters of resilience. Here's why resume gaps can be a sign of strength: 1. Caring for a family member ↳ Family comes first ↳ Shows responsibility and compassion 2. Mental health break ↳ Taking care of your mind is crucial ↳ Shows self-awareness and resilience 3. Pursuing education ↳ Investing in learning is valuable ↳ Shows commitment to growth 4. Traveling ↳ Broadens horizons and perspectives ↳ Shows adaptability and cultural awareness 5. Freelance or side projects ↳ Gaining diverse experience ↳ Shows initiative and versatility 6. Personal development ↳ Working on skills or hobbies ↳ Shows dedication to self-improvement 7. Health Recovery ↳ Overcoming illness or injury ↳ Shows strength and determination 8. Started a business ↳ Entrepreneurial ventures take time/might not work out ↳ Shows ambition and risk-taking 9. Job market conditions ↳ Sometimes it's out of your control ↳ People in these situations show a lot of patience and persistence In my experience, I’ve found a resume gap can speak volumes. If you’re in a position to hire people… Are you listening?

If you see someone who has been "open to work" for a 6+ months and they still show up with a positive attitude, you're missing out on great talent. Those longer work gaps are historically seen as "red flags" but in 2024, they have become the norm for many in corporate/tech with the average job search taking 6+ months (if you weren't aware of this, please internalize this fact!) People's livelihood is on the line. They could lose their homes and retirement as a result of extended unemployment, but they still manage to give grace to those around them, provide encouragement to others, share job opportunities with others, build new skills, etc. When you get into an interview with them, you're probably going to ask them about obstacles they've overcome or challenges they've encountered, and they'll give some example of the time a shipment didn't come in time, or there was some change in SEO and their website tanked. And that's all well and good. But also take a look at the fact that they showed up to that interview ready to go, have done everything right in the application process, and they've been doing this day in and day out for months on end and still have a smile on their face and are putting their best foot forward for you. Your company is probably going through a lot of change, you're probably expecting your people to navigate those changes and build new skills quickly, and stay positive amidst re-orgs. You're looking for people who will come up with new ideas and new plans to overcome those challenges. For too long, those resume gaps have been viewed as red flags around someone's candidacy, and respectfully, that's pretty darn ignorant. Those gaps are signals that someone is adaptable and ready to tackle whatever you through at them. Anyone who has navigated this job market for 6 or 12 or 18 months, and keeps showing up every day ready to try something new is going to bring that same energy to your work place. How silly to miss out on someone great who has every qualification you're looking for simply because you saw a big gap in their resume and thought "there must be something wrong with them" instead of "wow, they could be fantastic, let me learn more about them".

Have you ever been told you are too quiet? Maybe you don’t speak up enough so, “people worry about your leadership skills.” Or, you don’t advocate enough for yourself so, “you aren’t taking control of your career like a natural born leader.” If so, this article is for you. Maybe you’ve received feedback that there is concern over your analytical skills and “quant chops.” Or, there is some general, yet vague, feedback that leadership worries, “you lack that killer instinct.” Or, maybe it’s the opposite and you are “too bossy” or “too opinionated.” Have you heard any of these things?  I have over my career. Instead of letting them control my path, I got upset, then angry, then curious. I decided that none of these descriptions were really a good read on me, or my leadership potential, and I decided to change the perception. You can too. I’ve interviewed hundreds of women in senior leadership over the years and one thing is clear: we’re navigating a constant push and pull. Be strong, but not too strong. Be likable, but not too soft. Show your ambition, but don’t make anyone uncomfortable. Women aren’t just doing the job, they’re doing the extra work of managing how they’re perceived while they’re doing the job. We wrote this piece for HBR because it’s important for women to know how to not only subvert stereotypes and shape how others see them, but to do it without losing themselves in the process. Too many of us think there is nothing we can do when we hear feedback that doesn’t feel quite right. Sometimes, there are actions we can take. I love this piece so much because it says we don’t have to be victim to the stories about us or around us, we can do something about it.   1️⃣ Craft a counternarrative – Instead of internalizing biased feedback, reshape how people see you by aligning your strengths with what the organization values (on your terms!). 2️⃣ Use positive association – Enthusiasm and future-focused language can subtly shift others’ assumptions  and build trust. 3️⃣ Turn feedback into power – Don’t immediately accept or reject it, investigate it. Use it to understand what success looks like in your environment, and then find authentic ways to express that in your own leadership style. So if you’ve ever felt like your success depends not just on what you do, but how you’re seen…you’re not imagining it. Especially in times of economic uncertainty and shifting priorities, it becomes even more pronounced. And while there are no one-size-fits-all strategies, when women take control of their story, they open doors for themselves AND others. Let’s stop contorting ourselves to fit outdated models. We can rewrite the models themselves. Let me know what you think. https://lnkd.in/gcCSE7XW Colleen Ammerman Harvard Business Review Lakshmi Ramarajan Lisa Sun

7 Pieces Of Common Career “Wisdom” (That Are Actually Hurting Your Growth): 1. "If You’re Good At Your Job, You’ll Always Have Job Security." The past 4 years (and the past month) have shown us that even the most stable organizations / jobs aren’t guaranteed. True job security is knowing you can get another job. So “job search” 2x / year (say yes to recruiters, entertain opportunities from connections), make networking a daily habit, and always have a backup plan. 2. "Hard Work Alone Will Get You Noticed And Promoted." I’ve seen so many talented people get passed over because they didn’t advocate for themselves. Beating expectations is a prerequisite for growth. But it won’t get you anywhere if you’re not actively advocating for your accomplishments, your future goals, and yourself. 3. "You Need To Stay At A Job For At Least A Year To Avoid Looking Like A Job Hopper." Life is short. So are careers. If you’re in an environment that you realize is not going to benefit you? It’s never too early to leave. Just focus on making the next move the right one. Try not to make it a habit and string together multiple short term stints. 4. "Loyal Employees Get Rewarded." Sometimes, but usually only when times are good. How many loyal tech employees were laid off in the past 4 years? How many loyal government employees in the past month? Work is business. Your company’s CEO is going to do what’s in their best interest. You need to be the CEO of your career and do what’s in your own best interest. 5. "Be The First One In And Last One Out." This is some of the worst career advice out there. There are so many ways to stand out by working smarter, not harder. Later in life, the people who will remember that you worked more hours than everyone else? It’s not going to be your CEO or manager. It’s going to be your family and your friends. 6. "Always Say Yes To New Responsibilities To Prove Your Value." When you say “yes” to something, you’re saying “no” to many other things. Additionally, taking on projects that are out of your expertise and depth can not only have a negative impact on your brand. They can be incredibly stressful. If you say “yes” to a stretch project, only do so if you feel you can deliver above expectations and that it furthers your own goals. 7. "Focus On Great Companies Instead Of Specific Roles” Here’s the list of things that will impact your job satisfaction (in order):  - Your manager  - Your colleagues  - Your clients / colleagues your work impacts  - Your company Focusing on a role with a great manager and team will make you so much happier than working at a “great” company without those things.

🗣️ "I want to hire someone I can have a beer with."   🗣️ "We’re going to pass because he isn’t a ‘cultural fit.'"   🗣️ “I could see my wife and I having dinners with them on the weekends.”   ⬆️ Those are actual statements I’ve heard throughout my recruiting career from hiring managers and clients.   🍺 These preferences became apparent when I was once a candidate. An interviewer made the "beer" comment to me. I didn’t get the job —evidently, I wasn't an ideal drinking companion.  😏   🚫 Hiring for “cultural fit” can be problematic. Oftentimes it results in a lack of diversity. When individuals with similar mindsets select candidates who reflect their own perspectives and backgrounds, the organization is less likely to be a diverse and inclusive work environment. 🚫 Prioritizing "culture fit" can contribute to bias, especially unconscious bias, fostering groupthink and potentially creating a toxic work environment. This can lead to feelings of alienation, particularly among those from underrepresented backgrounds.   💡Instead of seeking people you'd casually socialize with, consider hiring someone who you can learn from and whose background might differ from yours. ✅ Hire someone who enhances the diversity of the team, who is a "cultural add."   💡"Cultural add" can refer to those who bring unique experiences, perspectives, and ideas to the workplace. 🔥 HOT TIP: Bringing in a "cultural add" or an individual who brings diversity to your team is a positive move. Yet, true diversity isn't achieved with just one person. It should be an ongoing commitment, and NOT a fleeting trend. Embrace inclusivity as a continuous effort rather than a one-time action! 💡#BeIntentional #jobseekers #recruiterlife #diversityandinclusion

6 Common Sales Myths Busted Myth 1: You need unbridled enthusiasm. Unbridled enthusiasm is akin to a grinning car salesperson walking up to you, saying, “It’s so great to meet you! How are you doing today?” Overly enthusiastic tonality triggers sales pressure. Lean back. Be calm. Chill. Sound like a TED Talk rather than a CrossFit instructor. Calm and confident lowers resistance. Myth 2: You have to know all the answers. Not This: If you don’t know the answer to a question, scramble to make something up so you’re perceived as an expert. This: If you don’t know the answer, say, “I don’t know, but I will find out because it’s an interesting question, and I’d like to know too.” Saying, “I don’t know,” subconsciously tells people you’re honest. And when you’re honest, you build trust. Trust leads to transactions. Myth 3: Be assumptive. When you assume you’re for everyone, people can smell your commission breath. They know you’re putting your best interests first. Here’s what assuming sounds like: “Would you like to meet Thursday or Friday?” “We’ve discovered a breakthrough that allows you to increase leads and accelerate your pipeline. The reason I reached out to you today is to get 15 minutes on your calendar to share this breakthrough with you. Do you have your calendar?” Instead, let go of assumptions. Detach from the outcome. Here’s what letting go of assumptions sounds like: “You’ve probably looked into automating commissions.” “You’ve probably tried Descript.” “You’ve probably had a run gait analysis.” “Seems like call recording is important to you.” When you let go of assumptions, you create an environment where prospects feel comfortable opening up because they don’t feel sold or manipulated. Myth 4: Your job is to talk people into things. The problem is the word “into.” Whenever prospects feel they’re being talked into something, they pull away. So do you. So does everyone. Instead, ask a question that makes prospects think differently about how they’re currently getting the job done, without ulterior motives. Then let the chips fall where they may. Example during a cold call: Potential Problem: “Are you using Google Sheets and then manually making adjustments to calculate commissions, or is it more of an automated process?” Conversation started. Turn statements into questions. Myth 5: You have to jump through hoops to get a sale. Nobody likes a desperate person. Approach selling as an equal rather than from a place of neediness. Sure, you’d like the sale, but you don’t need the sale. It takes two people to make a sale. Desperation sounds like this: “I’m just following up on the proposal.” “Did you get my email?” Having equal business stature sounds like this: “Have you decided to defer the workshop?” Myth 6: Don’t take no for an answer. Trying to persuade a vegan to try meat is like pushing a rock up a hill. Better to find meat eaters. Not a fit is okay.