I was such a bad micromanager that all my employees quit

I was such a bad micromanager that all my employees quitI was such a bad micromanager that all my employees quitYou dont learn to walk by following rules, you learn by doing and by falling over, Virgin founderSir Richard Branson has written. Thats true, but falling over also hurts. Even better than learning from yur own painful mistakes is learning from someone elses, which is why Id like to tell you the story of how my micromanaging led my first employees to quit.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreSalaries and cake dont make up for micromanagingI was incredibly young when I started my design agency at just 22 years old, and like many young bosses, I worried about whetzu sich my employees would respect someone with so little experience under her belt. I responded by hiring two designers straight out of college who were even younger than me.I was completely inexperienced as a leader , but I was determined to be a good boss. I paid my employees extremely generously. I made sure they were working on cool projects. I took them out to lunch. I even personally baked them birthday cakes.But, in hindsight, I realized I also micromanaged them. The same anxiety about my performance that led me to insist on hiring grads fresh out of university caused me to watch them like a hawk. Their desks were placed so I was literally staring over their shoulders. After I would close a lead, I would hand work off to them, instructing them exactly how and when to complete it. When other work would come in, Id demand they drop what they were doing. Id take over their projects mid-flow to adjust things.After about a year, the inevitable happened. Both employees called me into a meeting and demanded huge raises before reeling off a long list of complaints, from the uncomfortable chairs to a lack of public recognition for their contributions. I was stunned, and even though I tried to offe r some concessions and one a bump in pay, they quit that very day. Weeks later, they even attempted to poach my clients by undercutting my prices.Luckily, my clients were all very nice and told my ex-employees that integrity was more important than talent or cost. But without staff, I lost important clients as I simply couldnt keep up with their needs.I was hurt. I was mad, and then after about a month of moping around feeling like a failure and a terrible boss, my husband gave me a talking-to. Lesson learned. Do it again, he told me. Youre going to be better next time.I picked myself up and I started the process of hiring again, determined to do everything better the second time around.Discovering the power of humilityFour years later, I have a team of 10. Ive done nearly everything differently this time around, but the most important change to my leadership style was adding a lot more humility.The funny thing about being a young boss is that you feel like you need to prove yoursel f all the time - to prove you know more than your team and have all the answers. When I first started my company I felt like I had to hire people younger than me because that was the only way they would respect me. I also never dared to ask for their opinion, or what they thought our agency needed to be better.But thats the wrong approach. Respect as a leader, I learned, doesnt come from being more skilled or more experienced. You dont need to know how to do everything better. Instead, you need to know how to admit your own limitations and respect and support the essential contributions of others.The second time around I wasnt afraid to hire people older than me. I hired designers who knew things I didnt and taught them to me. One of my designers has five years more experience than me. My project manager is 10 years older than me.In order to tap into that experience, I had to start being more open about what I dont know. Ive learned to admit, I have no clue how to solve this. There s nothing wrong as a leader with saying, I think were better figuring this out together. I set the vision, I bring in the clients, I make the final decisions, but my teams ideas are just as valid and valuable as mine.Thats reflected in how I run my business in so many ways now. When I brought my current team on, we went through a branding exercise together so that the website reflects all of our contributions and visions. Their names are on each project they lead. Peering over shoulders has been replaced with morning check-ins, Slack, scheduling flexibility, and lots of team activities.Thats been great for the atmosphere in the office and the quality of our work. Its also been great for the business, which is growing steadily, and for retention. Ive kept my team for four years now, even though other agencies have tried to lure them away.But its also been great for me personally as a leader. It feels like a weight has lifted from my shoulders, like its no longer all down to me to fig ure everything out. Instead, we - all of us - are in it together. Getting to this place meant I had to stop micromanaging, but doing that, I discovered, really meant confronting my fears about being such a young leader.When I was scared to show my inexperience, everything fell apart. When I was brave enough to admit it and ask for help, amazing things happened. I hope other young founders can learn from my fumble without having to take the same painful knock I did. Humility, not control, is what makes you a great leader.This articlefirst appeared in Business Insider.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

The Brilliant Career Advice from Deloittes CEO in One Sentence

The Brilliant Career Advice from Deloittes CEO in One SentenceThe Brilliant Career Advice from Deloittes CEO in One Sentence Afterjust a few moments with Cathy Engelbert, it becomes crystal clear that women can have it all. As theCEO Deloitte ,sheleads the largest professional services organization in the United States with nearly 80,000 professionals. Engelbert notlage only knows what it is tolean in at the head of the table, she knows how to wield that power.Since she took office in 2015, Engelbert has grown the accounting and auditing firm successfullyin the face of Brexit, job-stealing robots (as she described automation recently ), and the competition that is nipping at her heels to transform consultancy. That adds up to$17.5 billion in US revenues in the fiscal year ending May 28, 2016. But beyond the dollars and cents, Engelberts work has earned her a 94% approval rating among employees and a spot on Glassdoors Highest Rated CEOs list this year.Her secr et to success? Building a team that brings you solutions instead of challenges, listening to and collaborating with them- that ultimately prioritizes yur focus on issues where you can have the most impact, not just scratch items off the to do list, Engelbert tells Glassdoor. To me, productivity is directly related to the personal relationships you are able to build.To summarize Engelberts brilliant leadership strategy in one sentenceEngelbert talks to Glassdoors Amy Elisa Jackson about the future of work, employee engagement and what she looks for in Deloitte job candidatesGlassdoor What does leadership mean to you? Cathy Engelbert Leadership is a set of choices, not a title or a box on an organizational chart. It means stepping up and being proactive to take on challenges, at any stage of life. To me, its about relentlessly pursuing the best interest of our people, clients, and community. And its impossible to lead well unless you know whats on the minds of clients and professiona ls. So, I spend a lot of time in the in the field with clients and with our teams serving those clients.Glassdoor Whats been your most rewarding moment as CEO? Your most challenging?Cathy Engelbert One of the most rewarding moments for me was when, nearly a year ago, we announced Deloittes Paid Family Leave Program, which allows our employees up to 16 weeks of fully paid family leave to support a range of life events impacting them and their families. We had been studying family leave over the course of last year, and we wanted it to focus on the life cycle of our people, from the moment they join our organization to the day they retire. So, I said we need to have something that is more inclusive than just parental leave. We did analysis after analysis and came up with this inclusive model- a program for women and men for taking care of family members. One of the best messages I got when we announced the program last year was, I hope I never have to take it, but it gives me peace of mind to know its there. Its really about how we come together as a Deloitte family to support each other through both the good and hard times.Instead of calling it the most challenging component of being CEO, Id say that one of the biggest surprises has been the sheer velocity of business. Its moving exponentially, faster than anyone couldve predicted, and we need to be at the forefront helping our clients navigate it in order to keep up and help them differentiate themselves. And this has meant that weve had to shift and transform, and that can be challenging with more than 80,000 people.Glassdoor What do you do to foster employee trust and engagement?Cathy Engelbert On trust, its really about authenticity and transparency. We live in a world where people can sense insincerity or corporate-speak from a mile away. Companies and leaders have to be authentic in tone, voice, and action. Its not just about saying the right thing but talking about what matters most to your company and your people, and backing that up with action.On engagement, its about purpose and meaningful work. Its finding assignments for people that stretch and challenge them, and make a real impact for our clients and our communities. Its making our people feel entrepreneurial and that they are making a difference. In our organization, youre literally one phone call away from being able to solve almost any problem that a client could face, in a way that I believe is really unique in the marketplace. Thats an energizing prospect as you come to work every dayGlassdoor How do you help build a great organizational culture here?Cathy Engelbert We are very deliberate about fostering an inclusive culture at Deloitte. My appointment as CEO was an outcome of that inclusive culture. Its also about our professionals feeling connected to their work environment, that they feel a sense of belonging and actually want to grow their careers here. About a year ago at Deloitte, we introduced the concep t of a culture of courage. Its a concept that resonates with a multi-generational workforce. Its about driving a culture of neuerung that gives us the freedom to experiment, try new things, or take a different approach to solving a challenge. This promotes diversity of thought and perspective, and creates an atmosphere where we try to shift to where bold thinking is the norm, not the rarity or one-off. Glassdoor Your employees love working here as we see the strong rating on Glassdoor How do you make this a great place to work day in and day out?Cathy Engelbert There isnt a more essential asset at Deloitte than our people, and I think the answer here is twofold. First, its about the culture of courage I just mentioned, and empowering our people to bring their best to work every day. Second, its about thinking of investing in our people as our R&D. We foster ideas about supporting our people at every stage of their careers- providing access to whats important to them during their lifes journey, like fitness subsidies, continued learning opportunities (through Deloitte University, our professional development facility in Texas), paid family leave, mentorship programs, community opportunities, retirement and pension benefits, and so on.Glassdoor What are some of your productivity hacks or ways that you manage your time?Cathy Engelbert A couple of things. One is certainly taking moments of recovery, even if they are small. This includes not looking at my phone first thing when I wake up, and taking moments throughout the day.Cathy Engelbert Another is prioritizing people over tasks. It may sound counterintuitive, but building a team that brings you solutions instead of challenges, listening to and collaborating with them- that ultimately prioritizes your focus on issues where you can have the most impact, not just scratch items off the to do list. To me, productivity is directly related to the personal relationships you are able to build.Glassdoor Any advice for burgeoning leaders?Cathy Engelbert Life doesnt go in a straight line, and you cant predict where it will take you. But if you raise your hand, have confidence to do different things, take risks and build your capabilities, you will be seen as a leaderGlassdoor What was your first job?Cathy Engelbert I worked in a pediatricians office in high school and college but Deloitte was my first job out of college in 1986. Our scale, depth, and breadth, which I mentioned earlier, has given me so many opportunities to reinvent my path and stay constantly challenged over the last 30-plus years. Ive had multiple careers within Deloitte.Glassdoor List three fun things about yourself.Cathy Engelbert I grew up one of eight children. From an early age we were competitive, whether that meant over breakfast cereal or 2-on-2 basketball. My three older brothers picked me to play, and they didnt let up on the intensity just because I was in the game. I was just another player on the court. I ap preciated that. I grew up with a love for sports, playing varsity tennis, basketball, and lacrosse throughout high school. During my time at Lehigh University, I served as the captain of both the lacrosse and basketball teams. Now, I enjoy golf. A highlight was playing in the AT&T Pebble Beach Pro-Am.I ran for class president in fifth grade, and my campaign slogan was Have taffy, vote for Cathy. I won in a landslide due to handing out taffyGlassdoor Grab your smartphone, whats the last app you opened and what did you do with it?Cathy Engelbert Oh, thats easy. The airplane apps- Im always on a planeGlassdoor What are your strategies for dealing with hard days?Cathy Engelbert Keeping in mind that you need to get the small things right- and the big things will come easier. And that you must be your best in the darkest moments. I admire grace under pressure.Glassdoor Its clear you inspire many of your own employees who inspires you?Cathy Engelbert My parents. My father worked three jobs. My mom worked while raising her eight kids, and in fact she still does today in her 80s. Together, they sent eight kids through college.Glassdoor What schriftart of people do you like to hire and why?Cathy Engelbert Among other things, we look for curiosity and agility- people who are committed to what they do and have a mindset of never graduating . With the innovation and disruption today, theres never a point in time when we can stop learning. And the job you want- the job Deloitte will need someone to do- may not exist yet today. So we look for people who always stay curious, ask questions, and never stop learning.Photo courtesy of Fortune Magazine.

Wearing these colors will make you look younger

Wearing these colors will make you look youngerWearing these colors will make you look youngerPeople spend millions of dollars each year on trying to stop the aging process from extreme exercise and diets to plastic surgery to whatever miracle combination of oat milk and syrup Gwyneth Paltrow charges $2,400 for but sometimes it can be so simple.Research has shown that there are certain colors that can make people look years younger.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moraEmbrace the bright sideOne of the main colors that has been proven to shave years off is red-violet. Though blush pink or Millennial pink is always a favorite, this deeper hue will do more women of a certain age (namely over the age of 40.) President and chief color maven ofSensational ColorKate Smith says you want to aim for somewhere in the fuschia-to-raspberry range. Some recent examples of women who nailed this are Jane Fonda and Tracee Ellis Ross.Another bright color to opt for is turquoise as it goes with any skin tone (see Jennifer Lopez here.) Helen Venables, managing director of color analysis and styling serviceHouse of Colour, told The Telegraph in an interview, Young people have clear skin, obviously its smooth and there areno wrinkles. There is also contrast, usually, between hair, eye, and lip color. And as we get older, all of that fades.Eyecolor getssofter, skin gets thinner and capillaries and blemishes are easier to see, elasticity goes in the skin and hair gets lighter. So that contrast disappears, she continues. Your face, hair, eyes, and skin are a collection of colors, and because of the way one color affects the way a color sitting next to it looks which is why youll often hear of complimentary colors wearing the right colors and recreating that contrast can smooth out blemishes. Wrinkles can literally appear to disappear.Dont go back in blackAs for what to stay away from ? Well, literally you need to stay away from the dark side.Its not a color, and it absorbs light, which is the reason it pulls away from peoples faces. Generally, its a good one to avoid as we get older, said Venables in the saatkorn interview. Black can actually make you look like you have more wrinkles. Colorist Jules Standish says The majority of British women will not look young and healthy with black against their faces, she told Marie Claire.Of course, black is a staple in many peoples wardrobes, especially their professional ones so what you can do is opt for slightly different shades of black like charcoal or navy, Smith said. She calls it the new black. You can also wear black and then add a pop of color with a bright scarf or statement necklace.And the same approach works for white. Dont go straight white but adopt a slightly different variation such as cream or eggshell. After all, Michelle Obama rocks a mean cream.You might also enjoyNew neuroscience reveals 4 rituals th at will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people