Yearly Archives : 2016

In the first part of our series on workplace dress codes, we covered the definition of a dress code and talked about the various aspects of business formal.

In this post, we’re discussing some of the intricacies of a business casual dress code.

Business Casual Represents a Shift

As human-resources website The Balance pointed out, workplace dress codes are becoming increasingly more casual. The days of Mad-Men style suits, watches and ties are moving into their zenith as jeans and TOMS take over.

This isn’t just a hunch, either. The shift in dress code has been well-documented over the years. An article from Forbes contributor Jacob Morgan explores this shift.

He was meeting with one of the world’s largest retailers for a consultation about making the company more transparent and less hierarchical.

His first impression? Hundreds of employees were silently working at their cubicles in full suit and tie. He said it was obvious they were uncomfortable and they weren’t dressed this way for customers because they didn’t interact with customers.

The CEO of the company said suit-and-tie was the dress code when he arrived and he didn’t plan on changing it.

Here’s what Morgan wrote:

“Does it really matter if you show up in a T-shirt versus a suit and tie? Should organizations enforce dress code? Does dress code really have an impact on corporate culture? You bet it does!”

With that in mind, you should consider how your dress code relates to the culture you want to foster in your workplace. Will suit-and-tie guidelines mesh with a desire to have a relaxed, open workplace?

Also, consider your customer interaction and your product or service: Is what you’re selling and who you’re pitching consistent with what your employees are wearing?

To give you a sense of what “business casual” encompasses, we’ll list some of the guidelines included in The Balance’s sample text for a workplace’s business casual dress code:

• Polo shirts with khaki pants
• Sweater and collared shirt with khakis
• Jacket, sweater and skirt

Of course, these are general guidelines for most professional workplaces. Shorts, t-shirts and sandals are acceptable in some cases. Just remember, you shouldn’t think of your dress code as mutually exclusive from other aspects of your corporate culture.

Consider it part of an interrelated matrix of philosophies and goals for your team. As you craft a new dress code or adjust your existing one, consider what you sell, to whom you are selling and what kind of culture you want in your workplace. This should make your dress code decisions much easier.

The other variable here is your workforce. What are your employees’ cultural backgrounds? What have they been told about your dress code?

Canadian human resources site HR Council says it’s important to be mindful of your employees as you craft your dress code. Their four reminders are:

• Keep your dress code language gender-neutral
• Consider the cultural background of your employees
• Allow your employees to participate in the formation of dress-code policy
• Review your dress code during onboarding.

If you want code examples for your organization, take a look at this sample dress code from the Society for Human Resources Management. Their sample code is for business formal, with a detailed section for business casual dress-down days.

One More Post to Go…And It’s a Good One

Our series on dress codes continues with tips and tricks for dressing stylish while not being pretentious, as well as websites and subscription services that can enhance your wardrobe without breaking the bank.

In the meantime, take a look at the first post in our series. We cover the basics of the definition of a dress code and offer suggestions and links concerning a business-formal dress code.

“You are how you dress” sounds a little harsh when it comes to workplace attire, but the truth is how you present yourself at work will influence the way you’re treated and the way people perceive you.

The variables can be difficult to navigate. And the task becomes even more complicated when you throw in things like the proverbial casual Friday and other events where dress codes change.

Part of the problem with dress codes is that every company interprets the terms differently. For instance, heading to work at Apple means putting on an Apple t-shirt and the rest is up to you. A reporter may have to dress in slacks, a dress shirt and tie at one paper while being allowed to sport jeans and a polo in a different newsroom.

We’re going to spend the next two posts unraveling the world of workplace dress codes, relying on the opinions and insights of popular HR and business websites.

Dress Code: The Definition

Dress codes can be like speeding laws. Some people approach them as rigid while others see them as suggestions rather than decrees. Given the non-confrontational manner of most workers today, you can see how the meaning of dress codes can become fuzzy when employees and managers fail to enforce the rules.

We’re going to go with human-resources website The Balance’s definition of dress code:

“A dress code is a set of standards that companies develop to help provide their employees with guidance about what is appropriate to wear to work. The formality of the workplace dress code is normally determined by the number of interactions employees have with customers or clients.”

We like the aspect of customer interaction here, because we agree with the notion that clients dictate dress code. Let’s use Starbucks as an example. People go there for coffee and food and an employee’s clothing rarely influences whether a customer wants to buy a product. And, the product is relatively inexpensive as most items can be had for less than $5.

On the other hand, if you’re handling multi-million dollar mutual funds pitched to C-level workers, shorts, a polo shirt and a green apron would be embarrassingly out of place. Suits –tailored, designer suits – are a must, as are great shoes, a nice watch and a stylish tie.

Particularly in sales environments, dress codes will be tailored to the client. One wrong color or accessory could lose a huge sale so the details are important.

“Depending on the organization, the dress code may be written in great detail, or, in the case of a casual dress code, very little detail is necessary,” The Balance’s Susan Heathfield wrote. “Over the years, employees have seen a shift towards a more casual dress standard, even in industries that were previously very formal.”

Heathfield does well to point out the shift to a more casual workplace; startups with insanely high valuations are packed with twentysomethings wearing jeans and t-shirts.

And that brings us to our next section, the two types of dress codes.

The Two Main Dress Code Options: Formal and Casual

Every workplace you encounter will have some form of a dress code, and that code will usually follow two schools of thought: business formal or business casual.

Business Formal

Business formal attire is the classic suit-and-tie you’re probably envisioning. In a sample dress code document, The Balance talks about some of the classic guidelines you should include in formal dress-code policy.

“Business attire for men includes suits, sports jackets and pants that are typical of business formal attire at work,” their sample document says. “For women, business attire includes pant and skirt suits and sports jackets appropriate to a formal business attire environment.”

Again, each company has flexibility with the level of detail in these dress codes. In high-level sales positions, there could be specific rules about the type of suit and tie you wear, or perhaps the type of watch you wear.

Either way, the goal here is to present the company as professional, intelligent and meticulous; dressing accordingly can reinforce your organization’s strengths and focus.

Each employee has the freedom to navigate the dress code within the parameters the company sets forth.

For example, Canada’s McMaster University points out that the darker the suit, the more formal. As for the dress shirt or blouse beneath, white, blue and beige are go-to, “safe” colors. Here are some other solid strategies:

• Women’s jackets should range between ¾ length or short sleeve, depending on the season.
• Crop pant suits are okay, but shouldn’t be worn during an interview
• Men should avoid bold colors or patters in dress shirts.
• In a three-piece suit, always match the vest’s material and color with the jacket and slacks.

Read Our Next Post for Business Casual Guidelines…

In the second part of our series on workplace dress codes, we’ll talk about the guidelines for business casual. We’ll learn why your dress code affects more than your customers’ first impressions; it can create a clash between the company’s desired direction and its culture.

Take a second to think about the principles of a good marriage.

Communication. Consideration. Compromise. The occasional shared kitchen clean-up and the perfect combination of color, cut, carat and clarity.

Each of these principles, when working together, creates a happy relationship. These same ideas (minus the engagement ring) are easily translatable to the workplace and provide a sturdy framework for lasting success.

According to Entrepreneur’s article, 10 Ways You Hurt Yourself When You Won’t be a Team Player, businesses live and die on communication. Here are the essentials:

• Clarity
• A dedication to being attentive and considerate of others’ opinions, time, and efforts
• A willingness to work as a team to achieve shared goals

Without these bedrock principles in place, Entrepreneur contributor John Boitnott says, you open yourself up to an unproductive professional environment that comes with many obstacles between you and advancement.

“Being an active member of a team also helps you increase your own productivity and opens the door to more career opportunities,” John writes.

In any relationship, professional or personal, by focusing on yourself and avoiding the role of “team player,” that extra sick day or pay bump or corner office with the skyline view is put a little farther out of reach.

Over the next few minutes we’ll talk about several areas that can turn you into a team player.

Communication, Communication, Communication: Hear Out Ideas

Just as location is everything in real estate, so too, is communication in the business world. Communication helps you develop strengths and discover weaknesses, facilitates meaningful, working relationships and promotes creativity and innovation through the sharing of ideas

Two-way feedback makes room for opportunities to discuss issues before they arise. It also strengthens relations that can become mutually beneficial over time, fostering success for the individual as well as the team. Communication is what allows collaboration to win over competition.

On top of avoiding misunderstandings, having consideration for your colleagues’ ideas and opinions creates an atmosphere of trust and open communication that allows you and your teammates to feel their voices are not only heard, but valued. Unnecessary conflict can be avoided when feedback is given and taken with respect and attentiveness.

Know When to Fold ‘Em: The Collective Over the Personal

It may seem a bit counterintuitive, but prioritizing the personal above the collective may not always be in your best interest, nor is it the path to long-term success.

Being rigid and inflexible rather than considerate and communicative also alienates you from coworkers, creates a more competitive environment and fosters unnecessary rivalries that are ultimately counterproductive for everyone.

Compromise is important, too. Again, everyone’s thoughts must be taken into consideration. Productivity stops when compromises don’t take place. Halting progress to hash out problems that could have otherwise been avoided through communication fuels an already frustrating situation and, more often than not, causes more problems than it solves.

Of course, executive decisions have to be made at some point, but active listening allows issues to be managed in a fair way, one in which everyone gets a say. Consideration for the team’s needs over the individual’s ensures that most, if not all, are satisfied about the outcome of a conflict and sets the tone for future friction to be solved quickly and efficiently.

All for One or One for All? Viewing Performance Through a Team Paradigm

In an article from Business Insider, an economics professor from the University of California, Santa Barbara contends that “when workers are ranked solely on individual performance, it may create a culture of back-stabbing.”

That said, being a team player can also be very self-serving. Instead of letting your hunger for success drive others away, share a little. Teamwork allows you to have your cake and eat it too. Better yet, you may end up with a bigger cake because of the effort your team put forth.

Michael Mamas, contributing writer for Entrepreneur and an expert in mastering success through teamwork, said the key to conquering the business world is being a team player, self-awareness and a good attitude.

“If you can’t get along with people, you won’t go far in the business world, no matter how smart and shrewd you are,” Mamas wrote.

Instead of dueling for higher rank at every opportunity, take the time to build meaningful relationships.

“Being an active member of a team also helps you increase your own productivity and opens the door to more career opportunities,” he wrote.

A Final Thought on Being a Team Player

In the fateful battle of the individual versus the team, “all for one” versus “one for all”, communicating with a positive attitude and a motivation to work together for the benefit of everyone will, most likely, create a solid first impression and set you apart from the crowd.

If it’s trusting your team that scares you, then take a few moments to read a post we wrote a few months ago about three lessons we learned from business leaders. You’ll find some great insight in the “Trust Your Team” section.

One thing we hear over and over again is that our panel extenders are so easy to install.

Companies who feel intimidated by a complete overhaul of their cubicles cower at the thought of throwing the office into upheaval. Extenders, on the other hand, help you avoid the chaos and provide privacy in about as long as it takes you to walk across the office to get a cup of coffee.

So, you can see why “easy” is a word that often comes up in discussions about our panel extenders. But ease of use is only part of the equation. Even low-quality solutions can be easy to set up. The key is to find a sensible, smooth solution that will last.

Over the next few minutes, we’re going to walk you through how to install our panel extenders and what it is about their construction that makes them work so well.

The Installation Process: One Tool Does It All

If you want to know how simple a project will be, tally up how many tools you need and how many pieces of hardware are involved.

Our panel extenders come with three things: universal adjustable brackets, the panels themselves and an Allen wrench. Whether you’re doing a panel-mount or desk-mount installation, the hardware and tools are the same.

Once you have your extenders in hand, installing them takes about 5 minutes. And that’s a true 5 minutes, whether you’re a handyman or you’ve never laid a finger on a wrench in your life.

To show you what we mean, we’ll walk you through the process via photos:

This photo is a great shot of our adjustable brackets. Our brackets come in two sizes: standard and large. The standards fit panels from 1.5-inches to 3-inches thick, while the large brackets fit panels ranging in width from 3 inches to 3.75 inches.

Once these brackets are fixed to the existing panel, drop in the new panel tile and use the Allen wrench to tighten up the brackets and anchor the panel into place.

 

Our desk-mount panels are installed the same way, except the brackets are fixed to the ends of the desk. And that’s it; that’s how you install our panel extenders.

 

 

 

How they Work: The Magic Behind Blocking Out the Noise

Once your panel extenders are in place, you’re going to notice a difference in how much sound is able to penetrate your workspace.

The reason why our panel tiles are so effective at blocking noise from reaching your desk is because they’re made out of a pair of quality materials specifically designed to deaden sound waves.

Each panel is made of an outer fabric cover and an inner sheet of fiberboard. For our outer fabric we’ve chosen a fireproof, recycled product that provides the first barrier of defense.

Once sound passes through the fabric layer, it encounters a thick layer of fiberboard. We use a type of fiberboard called Soundboard, known for its ability to deaden sound without adding too much bulk.

Soundboard, as well as other materials, are rated on two different scales to determine how good they are at blocking sound. Those two scales are called the Noise Reduction Coefficient (NRC) and Sound Transmission Class (STC).

Noise Reduction Coefficient

The NRC scale goes from 0 to 1 and judges how well a material can absorb sound. Sound is divided into its own categories called frequencies. The frequencies we’re most concerned about are mid-range frequencies, which is the range in which you’ll find the human voice.

Our panels have an NRC rating of 0.35, which represents a significant reduction in noise, including mid-range frequencies.

Sound Transmission Class

STC ratings are scores that represent how many decibels are lost when a sound passes through the material. An STC rating of 20 means the material blocks out 20 decibels. To give you a reference point, the human ear perceives a loss of 10 decibels as a 50% reduction in hearing ability.

The panel extenders we offer have an STC rating of 26; that’s a pretty big drop in noise.

Overall, our acoustical tile panels are 50% better at deadening noise than non-acoustic extenders, and while they’ll cost you a little more than a basic plastic panel, you’ll get more than your money’s worth with a quiet, calm workspace that increases productivity and privacy.

In our hyper meme-ified world, there’s rarely a motivational or inspirational saying that doesn’t end up in our Facebook feed. Here’s a sampling of some of the classics:

• To be a champ, you have to believe in yourself when nobody else will.
• Nothing worth having comes easy.
• Hard work beats talent when talent doesn’t work hard.
• Today I will do what others won’t so tomorrow I can do what others can’t.

You might even have some of these sayings framed on your wall with the accompanying photo of an eagle soaring across a cloud-smattered sky. And we don’t blame you. After fighting your way through morning traffic, spilling coffee on your new tie and realizing you forgot your phone, you need a little inspiration. Or is it motivation?

While the concepts of inspiration and motivation might seem interchangeable, the two words have very distinct meanings. That meaning may not be important to the average person, but understanding the nuances between the two words isn’t just about semantics; it’s about understanding the relationship between what you want to accomplish and how you get your team to accomplish it.

Motivation is Something That Comes from Within

Have you ever met someone who was truly motivated? What did you notice about them? One thing probably stood out to you – their seemingly endless well of determination and belief in their goals. Both of those factors come from within a person. You look inward to find the idea catalyst to drive your outward life.

This past August, the world converged on Rio de Janeiro for the 2016 Summer Olympics. The men’s marathon took place on the final day of competition. Galen Rupp, Jared Ward and Meb Keflezighi represented the United States in the race.

Keflezighi had won silver several Olympics ago and was the only runner in the group with a medal. The day was rainy and wet. The runners took off and after a few miles it was obvious that something was off about the normally steady Keflezighi.

About halfway through the race he threw up, and then he did it six more times. Somehow, he finished the race in 33^rd place. Rupp won bronze and Ward finished sixth.

As Keflezighi approached the finish line, he slipped and fell on the wet road. Before standing back up, he pounded out a few push-ups, got to his feet and crossed the finish line amid the cheers of a boisterous crowd.

After the race, the veteran runner explained what happened.

“About halfway through, I threw up. I think I did it seven times during the race. But you know what? There are no excuses. This is the best of the best,” he said.

Meb’s race was the perfect example of motivation instead of inspiration. He wasn’t looking to something outside himself to push him to the finish. He didn’t wait for another runner to come and console him in order to get to the finish line.

He knew the stakes of the race, he knew his body’s limits and he knew he had to finish the race at all costs. That is a prime example of motivation. His strength came from within.

Think about that in relation to your workplace. Sometimes reward systems are great for motivating employees, but in our current workplace environment, employees tend to value space – breathing room to build relationships, let their creativity flow and gain a certain level of meaning and significance from what they’re doing.

In 2009, TED Talk speaker Dan Pink gave an excellent presentation on the science and sociology behind motivation:

Inspiration is Something That Comes from Outside Oneself

There’s a scene in Ron Howard’s epic movie Cinderella Man where the protagonist, tough-as-nails New Jersey boxer Jim Braddock, is fighting his way to a title bout when he meets his match in a younger, stronger boxer.

In the middle of the bout, his opponent unleashes a monstrous right that catches Braddock flush on the face. The crowd rises up in shock; they can’t believe Braddock is going to fall to the mat.

A strange thing happens, though. Braddock doesn’t fall, although his mouthpiece tumbles across the floor and comes to rest amid the chaos.

The grisly fighter has flashbacks to the effects of the Great Depression: his hungry kids, an empty milk rack, and, finally, the image of an empty house after his wife is forced to send their kids to a relative’s house because the Braddocks can’t afford to pay their electricity bill.

Here’s the clip:

This is a classic example of inspiration – Braddock looked to his family’s worst times to push him to stay on his feet, keep fighting and earn a paycheck. The bout went on and, as history has it, Braddock won and continued on his journey to become the heavyweight champion.

Conclusions: Why Traditional Methods Need to Be Changed

Earlier we mentioned that today’s workforce is more concerned about value and significance than ever before. In many cases, trying traditional methods of motivation and inspiration don’t work like they did a decade or two ago.

In fact, you could even make the case that incentive programs are archaic in the sense that they’re used as motivational tools when they’re actually, by definition, inspirational tools. They’re an outside force that spurs on the individual or team.

So, take a moment to think about what your employees really need from you. How can you inspire them to greatness? In many cases, sharing your own personal battles with success and leadership can be a huge help. Transparency is of great value these days; respect is earned through relationship, not through reverence.

While it is almost the end of summer, it’s never too late to start catching up on a good read. Most people tend to stick to the usual genres: romance, suspense, cops and robbers or classical works.

We’re going to take a look at some business-minded books, however, the kind of stuff that’s interesting to read and highly applicable to your work life.

These books are aimed at identifying gaps in workflow management between teams as well as individuals, while also encouraging workers to identify their strengths and weaknesses to help improve their personal development and overall work environment.

The Five Dysfunctions of a Team: A Leadership Fable, Patrick Lencioni

Learning your team’s dynamic is essential to building a cohesive and productive unit. However, it usually takes time to figure out what makes each person tick as well as what will motivate them to perform at their full potential.

The question then becomes, “What methods or best practices are available to help determine how to overcome dysfunction.”

Written as a business fable, The Five Dysfunctions of a Team by Patrick Lencioni, aims to address why teams become dysfunctional as well as how to acknowledge flaws and inadequacies in order to create a purposeful work environment.

Lencioni establishes that there are five main “dysfunctions” that lead to an unproductive group dynamic:

• Absence of trust
• Fear of conflict
• Lack of commitment
• Avoidance of accountability
• Inattention to results of the collective

Lencioni explains that when teams strive to understand and accept their inadequacies they can conquer any internal or external strife they may face.

Now, Discover Your Strengths: How to Develop Your Talents and Those of the People You Manage, Marcus Buckingham and Donald O. Clifton

Figuring out where your talents lie can be a difficult task, to say the least. However, there are some great tools out there to help people and companies identify what their aptitudes are and how to best utilize them.

Discover Your Strengths is a Hall of Famer among books in this genre. The authors’ main goal is to help each person discover their strengths through an online or written test.

In contrast to The Five Dysfunctions of a Teams, Buckingham and Clifton encourage their readers to focus primarily on the strengths one has rather than struggle to conquer one’s own weaknesses.

Buckingham and Clifton argue that when group members focus on their strengths, they can position themselves into roles and tasks they know they would be well-suited for.

In essence, the desired end result would be developing desired attributes in each member to improve overall team efficiency while also minimizing employee turnover.

The Leadership Challenge: How To Make Extraordinary Things Happen in Organizations, James Kouzes and Barry Z. Posner

In The Leadership Challenge, authors James Kouzes and Barry Z. Posner aim to train leaders to use a hybrid of both The Five Dysfunctions of a Team and StrengthsFinder.

To accomplish this, they encourage their readers to develop their “practices of leadership.” They advise leaders to lead by example, develop a core vision everyone can work toward and inspire members to think creatively to solve problems.

Part of this process includes a StrengthsFinder-style quiz called the Leadership Practices Inventory, which helps assess a leader’s strengths, weaknesses and efficiencies.

Kouzes and Posner also urge leaders to build a system of confidence in their subordinates that lets them come into their own without micro-managing them.

The leadership gurus believe that high quality leaders must be taught to lead with humility and honesty, rather than rely solely on natural talents.

Wrapping It Up: How These Books Can Transform Your Team

In short, The Five Dysfunctions of a Team, StrengthsFinder and The Leadership Challenge all seek to answer the question of how to minimize dysfunction in the workplace, improve productivity and morale.

At the same time, they probe what makes an efficient, respectable leader who is willing to think outside the box to better his employees and company without compromising their convictions.

Personal development and work culture go hand in hand. As summer comes to an end, take stock of where you have been and where you need to go as a company.

This introspection will help your company or workforce better manage the day-to-day stress as well as encourage all team members to strive to better themselves, no matter what weaknesses or talents they exhibit.

What does it take to succeed?

It’s a question that has the power to captivate just about anybody, whether it be a small business leader, an up-and-coming employee or an Olympic athlete.

Thankfully, we live in a time where information abounds. Small- and big-business leaders are generous with their time, in many cases, and are willing to talk with major publications, blogs and websites to share their story.

We found that while many success stories are inspiring in a rock-star kind of way, there tend to be some pretty serious lessons that underpin all the glamour of big paydays and huge buyouts.

These lessons are like the pumps, belts and tubes under the hood of a car. They don’t look particularly cool and you rarely see them, but they’re what make the vehicle go.

This month we sifted through numerous articles and posts to dig up some of these lessons.

Lesson #1: Big Decisions Require Patience, Not Haste

Growth is huge for startups. Investors want to know how many clients or downloads you have. Reporters want to know how much capital you raised in your last round. Customers want to see social media hype.

When growth is the focus, patience tends to take a back seat to innovation and release deadlines. However, when it comes to the big decisions, don’t be afraid to take a day or two to ponder decisions you don’t feel comfortable making.

Chet Kapoor, CEO of Apigee, a San Francisco-based API management company, said learning to hit the pause button on a big decision is an essential part of his business philosophy.

“Making important decisions – a defining responsibility of any leader – sometimes requires patience,” he said in a 2015 interview with Fast Company. “If I’m not comfortable with a big decision, I wait a day or two.”

During that time, he said, he gives the decision “the gift of time.” He doesn’t use the extra days to do more research, collect and analyze data or review the positives and negatives of the decision.

“Often, with a little time and patience, the decision will manifest itself clearly,” he said.

Lesson #2: Trust Your Team

When you’re used to running the show – having all the answers, solving all the problems, etc. – your initial instinct is not to let your team work out the issues your product or campaign is facing.

That philosophy may work in specific situations, but if you’re the source of all solutions and answers, you’ll quickly find that your power is limited. But having limitations isn’t a bad thing, said Yee Lee, a startup guru whose recent projects include lending startup Vouch.

His words offer a sharp sting to those of us who’ve become self-reliant.

“It is much harder, but more empowering for your team, to hold your tongue on your own ideas and keep asking questions until your team comes up with the answers themselves,” he said.

Part of trusting your team is making sure you hire trustworthy people. In a 2015 article for Business Insider, contributor Jayson DeMers talked about trustworthiness.

“The first step is to hire trustworthy people – people who are honest, open and self-motivated enough to work for the good of the company,” he said. “But beyond that, it’s your responsibility to create a culture and an atmosphere that encourages both honesty and co-dependence.”

It’s normal for us to struggle with this concept of co-dependence and honesty, but if our manager-employee interactions are viewed in the context of relationship, then “honesty” and “co-dependence” begin to make a lot of sense.

And, as many a wizened platitude attest, relationships are pretty difficult to maintain without trust.

Lesson #3: Keep Calm and Carry On

There’s a scene in the NBC classic The Office where fomenter Dwight Schrute throws a cigarette in a trash can full of paper and lighter fluid in order to test the office’s ability to respond to a fire.

Michael Scott, the hapless boss, responds by saying, “Everybody stay calm.” He repeats the phrase once more, then his tone changes and he screams, “Everybody stay the (bleep) calm!”

Minutes later, Scott abandons all hope as he yells, “Okay, we’re trapped. Everyone for himself!” Chaos ensues.

It’s a hilarious example, no doubt, but it points to the power of a leader to dictate the way his or her team responds to unexpected moments.

Lauren Asilis, president of travel company Travelwise, said part of her company’s success has come through her recognition that steady nerves lead well.

“Although you have to trust people, you must be prepared to expect any kind of negative situation and keep calm and focused on your goal,” Asilis said in an interview with Success.com.

A few months ago we talked about the differences between a more traditional office environment and the open spaces emphasized in today’s startup world.

At the end of that post, we made this observation:

“Different things work for different people. This is why the debate about whether Open Office Plans Vs. Cubicles, Which is Better?, will continue to rage on in the office world and studies will continue to show conflicting data on the subject.”

As you can see, we don’t really take sides in this debate; it’s all about what works best for your team and your vision. This is one reason why our Gallery is full of different styles of dividers, extenders and partitions that provide the stylistic and functional touches to work in just about any office.

We want to take a closer look at some of those items today to help you understand what’s possible in the space you’re designing. Choosing the right combination of products can complement the environment you want to create in your workspace and meeting rooms.

Our Gallery features four different types of panels: cubicle panel extenders, desk-mounted privacy panels, split-screen panels and desk-mounted modest panels. Today we’re going to tackle two of these categories.

Cubicle Panel Extenders

One of the things we like to emphasize is that panels reduce noise and distractions, giving employees added privacy. The end result is employees are more productive. And we all know productivity boosts morale.

Our panel extenders are a good option for offices looking to add a little extra privacy to their cubicles without the hassle of having to redo the walls on every single desk. As the name indicates, these panels are extensions to existing partitions between desks.

Adding them to each workstation is a simple task and the end result is well worth it.

But the idea of adding extra privacy to each workspace in your office may seem a little draconian to some workers who prefer a more relational and open work environment. We get that, because we’ve learned companies are living organisms that change and adapt as time and generations come and go.

So, part of our product line includes clear extenders that do an effective job of creating privacy and sound reduction while at the same time maintaining an open workplace. We think this is a great choice for companies that want to create a sense of open space while simultaneously protecting the privacy and production of their employees.

If your workforce tends to be more old-school, we’ve got plenty of solid extenders that augment the autonomy of individual workspaces. If you want a middle ground between clear and solid, our opaque extenders are an excellent choice, too.

Desk Mounted Extenders

The purpose of extenders remains the same here – to reduce sound and increase privacy. But what you’ll notice in our Gallery is that our desk extenders provide all kinds of options for open and closed office areas.

What you’ll notice is that these extenders attach directly to your desks rather than to existing partitions. This is a key distinction, because as the photos in our Gallery show, desk extenders give you a lot more open space under the desk.

This setup creates a sense of unity and interconnectedness in your office, factors that are important to employees who value an open workspace.

Desk-mounted extenders also give you two options for your desks: side mounts and rear mounts. Take a look at the photos on the left to get a sense of what we mean.

                                     

On the one hand, you’ve got desks lined up front to back, so rear-mounted extenders provide the privacy you’re looking for.

On the other hand, you can choose side-mounted extenders for desks that are lined up side-by-side. As you can see, our extenders aren’t meant to isolate but to integrate a series of side-by-side desks.

In our own research of burgeoning office trends, we’ve found that this type of setup is great for companies who have small, tight-knit departments. Employees have their own defined space, but the extenders are low enough to where they can easily collaborate with team members next to them.

Deciding Which Option is Best for Your Office

Which extender is right for you depends on your particular situation. Head over to our Contact Us page and let us know what your plans are for the future and how your furniture and extenders play a role in that. In the meantime, stop by our Gallery to get a sense of what your office could look like with our help!

The TED network of thinkers and speakers has become a powerful international movement inspiring individuals to think deeply and challenge themselves.

But for all the lofty ideas thrown around at TED conferences and satellite meetings, the talks have a surprisingly practical aspect to them.

What does that mean for the average employee who feels stuck, limited or ingrained in an unconquerable rut? Hope.

Idealistic as it sounds, just one faint glimmer of greatness can rekindle our motivation. And that’s exactly what some of the best TED talks do.

We’ve compiled a list of four TED talks we think everyone should watch. The idea is not just for you to be entertained, but to be challenged by these insightful speakers.

Dan Pink: The Puzzle of Motivation

For the longest time, employee incentive programs, cash bonuses, raises and promotions were the ways that management motivated their employees to work hard and produce results. They’re still a popular method of lighting a fire within their employees.

However, as Dan Pink points out, the modern worker isn’t the same as his or her counterpart from decades past; something deeper is going on. Because of this, Pink believes that employers should start looking differently at motivation, going beyond tangible rewards and unearthing the power of themes like autonomy, passion and value.

Elizabeth Gilbert: Your Elusive Creative Genius

We often think that “creative genius” is, first, not us; but we also go on to think of the typical brilliant artist as a transcendent person who has this amazing level of perspective in whatever they do. They are, we think, exactly what it means to be a genius.

Isn’t it interesting, though, that we see many of these outstanding artists lead tormented lives? Gilbert, the author of Eat, Pray, Love, explores the notion of the tormented artist and gets us thinking about genius not as an entity in us, but as an identity in us with whom we dialogue, wrestle and converse.

It’s a heady concept, but for writers, designers and other art-related fields, it’s an enlightening concept that can cut down on our creative angst.

Shawn Achor: The Happy Secret to Better Work

We’ve got happiness all wrong. You see, most of us think that if we just work harder and get promoted we’ll reach a state of contentment that will make the grind worth it.

But, Achor says, what if we flip that mentality around? What if happiness is actually what makes us work harder and get promoted?

As Dan Pink says, “Achor argues that, actually, happiness inspires us to be more productive”.”

The matter of happiness gets down to perception, Achor says in his talk.

“We’re finding it’s not necessarily the reality that shapes us, but the lens through which your brain views the world that shapes your reality,” he said.

In a practical scenario, Achor points out that a recent study of hired applicants revealed that 25 percent of their job success was based on their IQ. The other 75 percent? Optimism levels.

Nigel Marsh: How to Make Work-Life Balance Work

“Work-life balance” seems like a mythical standard, doesn’t it?

We always hear the phrase tossed around more as a punch line than anything else. And since our smartphones are always within reach, it really is difficult to disconnect from what’s happening in the office.

But, as you probably know from your own experience, the more your work takes over your home life, the less like “home” your house or apartment actually feels. And that’s where Nigel Marsh comes in.

This is one of the first things he says during his brief, 10-minute presentation:

“The trouble is, so many people talk so much rubbish about work-life balance,” he said. “All the discussions about flexi-time or dress-down Fridays or paternity leave only serve to mask the core issue, which is that certain job and career choices are fundamentally incompatible with being meaningfully engaged on a day-to-day basis with a young family.”

If you’ve been longing for some balance in your life, this talk by Marsh may be the ticket to the equilibrium you’ve been seeking.

 

Every manager’s dream is to have an office that runs like a well-oiled machine.

But offices have changed over the past decade, haven’t they? While in-house teams still exist and are the core of most businesses, more and more organizations are hiring freelancers to handle a significant share of the workload.

On top of that, certain positions like programming allow employees to work from home part of the time. Where does that leave the average office these days? In the middle of an organizational mess, if they aren’t deliberate about keeping communication clear and fluid.

Thankfully, startups and established companies have recognized this need. The app market is teeming with organizational apps that, as the old saying goes, put everyone on the same page.

Basecamp

Basecamp is one of the original productivity software companies. They’ve been in business for 12 years and, according to their website, they’ve had more than 100,000 companies sign up for their services. They claim to provide the world’s best project management software, which makes sense considering how long they’ve been in business.

Their platform is available through a web browser and as an Android or Apple app. Currently, Basecamp’s Android app gets 3.9 stars from 401 reviews in the Google Play store.

Some of the most recent reviews of the app highlight how Basecamp is fluid and simple. One commenter said, “My team uses it every day to manage all kinds of projects.”

A 2015 PC Mag review of Basecamp echoed the “simple” advantage, but also noted that Basecamp can be too simple at times.

“The service remains simple to use and quick to set up, but it’s not nearly as robust as other online project management solutions,” PC Mag wrote, giving Basecamp 3 (the most current version) a rating of 3.5 out of 5.

Design-wise, Basecamp falls a little short. Their tan color scheme is a little outdated, but it’s a reflection of the basic nature of the software: straightforward, easy-to-use and popular with a wide variety of companies.

Basecamp fees: $29 per month for your in-house team, $79 per month to work with clients, $3,000 per year for a 2TB enterprise solution. There is also a free version.

Asana

If Basecamp is the bare-bones version of project management focused on substance over style, Asana is the sleeker, sexier counterpart in the project management narrative. Asana was founded in 2008 and officially launched in 2011 by Facebook co-founder Dustin Moskovitz.

Like Basecamp, you can access Asana through your web browser or through their Android and Apple apps. Asana gets a 4.1 rating in the Google Play store.

One reviewer pointed out the design side of Asana, saying, “I love the UI of this app, such a pleasure to the eyes.”

Our experience with Asana is in line with that reviewer’s sentiments. Visually, it’s light years ahead of basecamp. The platform’s browser app achieves a clean look by hiding specific details about a project until you click on that project. In this sense, Asana feels a little more orderly than Basecamp, where there are checklists galore that result in a somewhat busy screen.

Asana’s emphasis on the user experience won the company PC Mag’s Editors’ Choice award. The publication gave the project management tool 4.5 stars.

According to the review, Asana boasts “a thoughtful and attractive design, fluid interactive elements, and generous team-member allotment in its free version.”

These features put it “among the most powerful productivity apps on the market.”

Asana fees: Free for up to 15 users on one team or $8.33 per member per month for unlimited use of features by an unlimited number of people.

Slack

Slack is the newcomer to the big three of project management apps with an August 2013 release. Their claim to fame? The team that manages the Mars Curiosity Rover is one of their clients.

Slack employs browser and app functionality just like Asana and Basecamp. One of the great features about the platform is that it integrates Google Drive and Dropbox, two of the most popular cloud storage services on the market. These integrations are native, unlike Basecamp, where you have to install a plugin in order to sync with Google Drive.

Reviewers on Slack’s Google Play page gave the project management tool 4.4 stars, with one reviewer noting how easy it is to share files through Google docs, to switch between team members during communication and to share emojis.

PC Mag gave Slack the Editor’s Choice award like they did for Asana. The star rating? 4.0, just half a star behind Asana.

We believe that Slack got a lower score than Asana because it’s more difficult to learn than its two counterparts. Reviewers on Google Play and the PC Mag reviewer noted that the platform isn’t very intuitive.

“Make no mistake, Slack takes some learning, with an adjustment period of hours if you’re lucky, or in my case, a few weeks,” reviewer Jill Duffy wrote.

And there’s one more thing: Slack is ideal as a way to communicate with your teammates (it has streams and messaging kind of like Facebook) but it doesn’t have the project-management capabilities of an Asana or Basecamp.

As Duffy wrote, if you think your current project management system provides sufficient communication tools, you probably don’t need Slack.

Our impressions? Slack is the newest app in the growing world of project management and project communication tools. Don’t mistake it as a pure management platform; consider it a powerful communication platform with tremendous tools for refining and organization the information you see about your project team.

Slack Fees: Free, $8 for their Standard package and $15 per month for their Plus package. An enterprise solution will be available later this year.

Wrapping It Up: An Overview

If you’re looking for a time-tested product used by millions of people, then Basecamp is probably the best fit for you. They’ve been in business for 12 years, have a long list of plug-ins you can use to enhance your project management tools and their interface is simple.

However, if Basecamp’s bland design isn’t quite your style, Asana is an excellent option. Though it doesn’t have the same size customer base and is considerably newer than Basecamp, it has received high marks for ease-of-use and clean design.

However, let’s say you’re set on the project management side but you’re looking for a tool that can keep communication between team members focused, streamlined and fun. If that describes your situation, Slack is a great tool.