Working With Numbers

Writing numbers can be an essential component of daily paperwork and reports. Whether it’s quantifying accomplishments or enumerating specific dates, statistics and monetary figures, the task of writing numbers in formal documents can get pretty confusing. Consider the following guidelines and examples the next time you’re preparing to write with numbers:

  • Single digit? It is common practice to write out the word for any number less than 10. Example: “They are requesting three printed copies of the report,” (preferred) vs. “They are requesting 3 printed copies of the report,” (not preferred).
  • Avoid the percent symbol. Example: “One single project consumed 57 percent of my work hours this week,” (preferred) vs. “One single project consumed 57% of my work hours this week,” (not preferred).
  • Hyphenate compound numbers when they appear in word form. For example, “thirty-seven or eighty-two, etc.”
  • When communicating numbers with five or more digits, as is normal with budgets and grant writing, etc., remember to use punctuation appropriately. Example: “This year, 12,700 dollars were allocated towards new projects,” (preferred) vs. “This year, 12700 dollars were allocated towards new projects,” (not preferred).
  • Write out ordinal numbers (numbers in a series). Example: “It was our fourteenth and final training,” (preferred) vs. “It was our 14th and final training,” (not preferred).
  • Rounded numbers should be written out and exact numbers should appear as numerals. Example: “fifty thousand” or “one million” etc. Also correct, “53,453” or “1,486,320” etc., (all preferred).
  • Write out numbers that start a sentence, or rearrange the sentence so the number appears in a different order. Example: “Seventeen paid days off per year is generally standard,” OR, “Generally, the standard is 17 paid days off per year,” (both preferred) vs. “17 paid days off per year is generally standard,” (not preferred).
  • Dates and years generally appear as numerals, except when referring to decades and centuries. Ex., “In the nineties…” or, “At the turn of the twenty-first century…” (both preferred). Also, it’s easier to comprehend “January 27” (preferred) than it is to comprehend “January twenty-seventh” (not preferred).
  • Things can get confusing when two numbers appear next to each other. In this case, it is best to write one of them out. Example: “I sent fifteen 450 page documents to the printer,” (preferred) vs. “I sent 15 450 page documents to the printer,” (not preferred).
  • Consistency. Sometimes the rule for writing the word for numbers one through nine gets broken when there are multiple numbers in the same sentence that refer to the same thing. For example, “The project required just 3 hours of work the first week, but 17 hours the following week,”(preferred). However, when the numbers do not refer to the same thing, the single digit rule stands. For example, “There were 25 people in attendance at the two-hour training session,” (preferred).

Many of these best practices are not hard and fast rules, which can make the task of writing with numbers a big challenge. If you find yourself unsure of what to do, try referencing a style guide (popular ones include Chicago Manual of Style, MLA Style, and APA Style). If that’s no help, just remember to write with your readers in mind. Stick with a style that presents information clearly, is consistent with what’s already written and doesn’t distract from the written content.

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Communicating With Heart

Sometimes we can feel pressure to buy into the notion that professionalism should be judged against one’s ability to reason and think critically, without the influence of emotion (i.e. weakness). Our world has grown competitive, fast-paced and results-driven, which can also leave us feeling a bit robotic and cold. Most managers recognize that this sort of environment does little to foster potential or morale, but even the best managers cannot fully rid their teams of societal influence.

We must resist the pressure. It is most certainly possible to be a successful professional who communicates with heart and brings warmth to those around them. Our first task of resistance is to intentionally increase the amount of appreciation we show to others.

How often do we think highly of someone and never get around to telling him or her how we feel? Speaking personally, the answer is: all the time! Why is that? Certainly, there’s nothing to lose. Who wouldn’t be flattered to know a co-worker appreciates an action they took or a trait they possess?* Let’s make it a point to acknowledge others with genuine praise before it’s too late. After all, as Mark Twain famously said, “You will be more disappointed by the things that you didn’t do than by the ones you did do.”

The gold standard in showing appreciation are thoughtful, handwritten thank you notes. They are so simple but can really make a large impact. For example, I once left my absolute favorite teacher some homemade muffins and a thank you note detailing his influence on my personal growth. He told me he was so touched by it that he included a copy of the note in his professional portfolio. My simple gesture was very special to him.

There are tons of other ways to brighten someone’s day with a show of gratitude. The following ideas, however cheesy they might be, are an affordable way to infuse some creativity into the recognition of others.

  • Purchase Extra brand chewing gum and attach a note that reads, “You’re EXTRAordinary!”
  • Purchase Goldfish crackers and attach a note that says something along the lines of, “It’s o-fish-al: I’m casting out a line of thanks,” or, “You’re o-fish-ally the best co-worker I’ve ever had,” etc. (o-fish-al is a clever way of saying official).
  • Bring a co-worker their morning coffee with a note that says, “Thanks a latte for ________.”
  • Purchase a glow stick and attach a note that says something like, “You GLOW with enthusiasm… and it’s contagious!”
  • Get some rock candy and explain to them how they have been you rock, or for something more playful, write “you rock!” and explain why you think so highly of them.

One word of caution: as we embrace this task, it’s important not to overdo it. When we outwardly express appreciation for every little thing it diminishes the weight of our words.  Nevertheless, these acts of appreciation can bring a lot of joy to what can often be a very stressful workplace. It is vital not to fear displays of emotion, but to instead seize the opportunity to do so – you might be surprised to find the difference it can make.

*To be clear, shows of appreciation should be appropriate and not cross any boundaries that may make others feel uncomfortable or harassed. 

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Passive Aggression At Work

There is a lot of talk about damaging behaviors in the workplace. Much of these discussions focus on overt behaviors like bullying and harassment, which cause the plummeting of morale and productivity, among other things. Another less obvious behavior that can produce similar effects is passive aggression.

Passive aggressive behavior is covert, subtle and an indirect form of aggression. Those witnessing and on the receiving end of it may find the behavior to be quite confusing.

Any number of different factors could be causing the behavior. Typically, some sort of personal problem that has gone unaddressed is at the root of things. Perhaps the passive aggressive employee feels unappreciated, misunderstood, or takes issue with authority. Whether it is one big problem, or a combination of little things that have built up over time, they start to harbor anger and/or resentment toward the individual, or group of individuals, in the office that they feel has wronged them.

Passive aggressive actions are how their anger gets expressed, rendering truth to the conventional wisdom that actions speak louder than words. Examples of passive aggressive behavior include: an excessive use of sarcasm; employing questionable tone, particularly through electronic communication platforms; agreeing to do something without follow-through; neglect of responsibilities and in some cases manipulation or even intentional sabotage of a project. The level of disruption is directly dependent upon the degree to which these behaviors are performed.

Of course that list is non-exhaustive, but no matter how passive aggression manifests, there is always a barrier present that prevents proper, open and honest communication. Most of the time that barrier is fear. Some folks have a lot of confrontation anxiety, which causes them to avoid expressing their true feelings. They may also be afraid of upsetting others and the possibility that others will then reject them. It could also be a low self-esteem issue and perhaps a fear that their feelings are invalid.

It is important to have an understanding of the possible causes when identifying and subsequently preparing to confront passive aggressive behavior, but certainly no assumptions should be made. Maintain a calm and objective demeanor and show the passive aggressive person that you value their concerns and are a safe person for them to address those with. The last thing you want to do is fight fire with fire. That tactic will only compound problems and serve as validation to the person initiating the passive aggression that their behavior was called for or just. It may be a real challenge for those exhibiting this behavior to recognize what they’re doing/have done, much less, articulate it and work towards improvement. Examination of the root(s) of the problem, the effects of the behavior, and possible resolution are all necessary to achieve a more pleasant work environment for all employees. If you recognize your own passive aggressive patterns before someone else confronts you, try to engage in some deep, self-reflection to see if you can access these things on your own. And if you’re the co-worker of a passive aggressive person, remember that they may need a lot of probing and guidance (and patience) to work through things.

Conflict is an absolute inevitability and it can be a good and productive thing if dealt with in a mature, healthy manner. Passive aggression is a coping mechanism that encourages the bad kind of conflict. Learning to recognize alternative solutions and confronting problems openly and honestly will greatly improve interpersonal relations at work as well as enhance the quality of your projects.

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Developing an Elevator Speech

“What you do for a living?” Chances are you’ve answered this question dozens of times, and you most likely offered the same bits of information to each inquirer. That is essentially the foundation of an “elevator speech.”

The term refers to a quick and to-the-point speech (i.e., given in the time it takes to ride an elevator)  that showcases your abilities and passion for what you do in a way that presents the listener(s) an opportunity to be benefitted from. This can mean planting the idea that you are a perfect candidate for a certain job position, or explaining a new project proposal you’ve come up with, or a plan for collaboration with other organizations, etc. The speech should also be given with clear and realistic goals in mind (like getting a second—longer—meeting).

The speech can be used in many situations, such as, at conferences where you know you’ll be meeting a lot of new people and potential clients, or in those moments where you just so happen to run into an executive at the office that you’d normally never get to see.

Many say an elevator speech is as critical as a business card. When you think about it, these comments often lead up to the business card exchange. If the speech is strong, so, too, is the impression you leave and the likelihood of forming a working relationship.

One major difference between your pitch and your business card is that the speech is not one-size-fits-all. Of course, the basic components remain the same, but it’s always vital to consider your audience and do your best to make what you’re saying relevant specifically for them. For example, you might talk to someone in the non-profit sector about developing grant-funded programs, whereas you might discuss opportunities to fund grants with someone in the business sector. Show folks you’ve done your homework.

Now that we’ve covered the basics of what an elevator speech is and how it can be used, we should be ready to develop a great speech. When you find the time to give it some thought, keep in mind the following dos and don’ts of elevator speech giving:

  • DO: Explain how you or your organization can benefit the person you’re addressing.
  • DON’T: Offer your job description and spout off a few of your responsibilities and leave it at that.
  • DO: Share unique work-related accomplishments you take pride in (e.g. the increased number of people registered for your monthly e-newsletter as a result of social media outreach efforts)
  • DON’T: Brag or mention that you were awarded Employee of the Month twice this year.
  • DO: Think like an advertiser and keep them interested and compelled to learn more about whatever it is that you tell them.
  • DON’T: While you’re trying not to sell yourself short, remember there is a line. Most people are bothered by what they perceive to be too much confidence.
  • DO: Try to be as comfortable and as natural as possible. You’re just starting a conversation.
  • DON’T: Leave the wrong impression that you are too desperate, too pushy, too weak, too this or that, etc.
  • DO: Be polite. Take note of and respond appropriately to body language and non-verbal cues.
  • DON’T: Be disrespectful or ignore the signs of disinterest others might display.

Don’t let this task intimidate you. After all, you’re the expert on what you do. All that’s really required is a little practice and fine-tuning to be sure you’re highlighting the most pertinent information your listener needs to come away with.

For additional guidance, visit the incredibly helpful Harvard Business School Pitch Builder website. Other resources you may find of use include this slideshow of advice from Business Week and this article from Monster.com.

And, for more networking tips, please visit our post on Building New Professional Relationships.

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Reflections, Resolutions and Regrets

It’s that time when people start reflecting on endings and fresh beginnings. We see “best of 2011” lists with the top news stories, or the bestselling blockbusters, etc., and find our own opportunities to reflect on the events that took place over the past year in our personal lives. We think about the things we’re grateful for and the things we wish we’d done better; the dreams we’ve yet to chase; the hard times that have shaped us and our resolutions for change.

Although the new year brings with it a healthy amount of reflection, one might argue the time of heaviest, most meaningful, reflection occurs when we are faced with death, particularly that of our own.

Bronnie Ware, medical professional and author of, The Top Five Regrets of the Dying, spent many years with patients at the end of their lives. In that time she found that many of her patients expressed similar kinds of regrets for their lives. According to Ware, the most common sentiments include:

1. I wish I’d had the courage to live a life true to myself, not the life others expected of me.

2. I wish I didn’t work so hard.

3. I wish I’d had the courage to express my feelings.

4. I wish I had stayed in touch with my friends.

5. I wish that I had let myself be happier.

I’m sure some of us can already relate to one or more of these feelings. Why not take advantage of the refreshing, inspired energy that comes with a new year to evaluate the big picture of our lives how we hope to spend the time we’re given. Lets make resolutions big and small and commit ourselves to doing all we can to ensure we don’t find ourselves identifying with the aforementioned regrets when our time comes.

May 2012 bring each of you the happiness you deserve and the strength to live the life you’ve always wanted.

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